Agenda — Gridley City Council, March 2, 2026 (part 1 of 3)

GRIDLEY CITY COUNCIL AGENDA: Regular Meeting of 3-2-26 Page 1 of 4 “Our purpose isto continuously enhance our community’s vitality and overall quality of life. We are committed to providing high quality, cost-effective municipal services and forming productive partnerships with our residents and regional organizations. We collectively develop, share, and are guided by a clear vision, values, and meaningful objectives.” The Public is encouraged to attend and participate in person. Comments from the public on agenda items will be accepted until 4 pm on March 2nd, 2026, via email to [email protected] or via the payment/document drop box at Gridley City Hall and will be conveyed to the Council for consideration.

You may view using the following link, ID, and passcode:
https://us06web.zoom.us/j/83182968087?pwd=ZOsIVLnCebb41l48XOmAFMcnQkaCt7.1 Passcode:555146
CALL TO ORDER - Mayor Farr

ROLL CALL
PLEDGE OF ALLEGIANCE – Councilmember Sanchez
PROCLAMATION – None
INTRODUCTION OF NEW OR PROMOTED EMPLOYEES - None
COMMUNITY PARTICIPATION FORUM - Members of the public may address the City Council on matters not listed on the agenda. The City Council may not discuss nor take action on any community participation item brought forward by a member of the community. Comments are requested to be limited to three (3) minutes.

CONSENT AGENDA

1. Council Meeting Minutes
City Council to review and approve City Council minutes Recommended Action(s):
a. Approve special City Council meeting minutes dated January 29th and February 2nd, 2026
b. Approve regular City Council meeting minutes dated January 20th, February 17th, 2026

2. Final Wage Compensation Study
Gridley City Council – Regular Meeting Agenda
Monday, March 2, 2026; 6:00 pm
Gridley City Hall, 685 Kentucky Street, Gridley, CA 95948 GRIDLEY CITY COUNCIL AGENDA: Regular Meeting of 3-2-26 Page 2 of 4 Formal acceptance and filing of wage compensation study provided by Bryce Consulting Recommended Action(s):
a. City Council to formally accept the Wage Compensation Study so it may be finalized and officially filed

3. RSG Contract Renewal
Council to review and consider approving the contract renewal with RSG for FY 2026/2027, providing consulting services to the Successor Agency of the former Redevelopment Agency of the City of Gridley
Recommended Action(s):
a. Approve the contract renewal for FY 2026/2027
b. Authorize City Administrator to execute any necessary documents

4. Direct Pay Contract with the California Department of Community Services and Development (CSD)
Council to review and consider approving annual contract for city to continue to receive direct payments for utility assistance programs processed by the California Department of Community Services and Development (CSD), Home Energy Assistance Program (HEAP) Recommended Action(s):
a. Approve the 2026 Direct Payment Contract with the California Department of Community Services and Development (CSD) for participation in the Home Energy Assistance Program (HEAP); and
b. Authorize the City Administrator to execute the agreement and any related program documents, subject to City Attorney review.

ITEMS FOR CONSIDERATION –

5. FY 2024/2025 Financial Statements and Independent Audit Report Council to review and approve the 2024/2025 Financial Statements and Independent Auditors Report
Recommended Action(s):
a. Approve the financial statements and independent audit report for FY 2024/2025

6. Solid Waste Rates (Waste Management)
GRIDLEY CITY COUNCIL AGENDA: Regular Meeting of 3-2-26 Page 3 of 4 Council to consider proposed solid waste rate adjustments under the existing Waste Management agreement.

Recommended Action(s):

Receive and file this report confirming:
a. The existing Waste Management agreement authorizes annual Consumer Price Index (CPI) adjustments of up to five percent (5%);
b. In addition, the agreement provides for Extraordinary Service Fee Review Request I adjustments for documented extraordinary expenses to include “Processing facility and disposal facility/landfill tip fees that are not regulated by the Company.” Waste Management seeks an Extraordinary Fee Increase of an additional 1.79% as a result of increased fees at the County operated Neal Road landfill.
c. The City’s Proposition 218 noticing and public hearing process preserved compliance with Article XIII D of the California Constitution while fulfilling the City’s contractual obligations under the existing agreement for the extraordinary fee increase landfill costs and d. Approve proposed solid waste increases pursuant to the terms of 2024 Waste Management Agreement.

7. Maintenance Assessment District No. 8 – Steffen Estates Subdivision City Council to review Resolution No. 2026-R-005: a resolution declaring the intention to form Maintenance Assessment District No. 8
Recommended Action(s):
a. Preliminarily approve the Engineer’s Report for Maintenance Assessment District No. 8 (Steffen Estates Subdivision);
b. Adopt the Resolution Declaring the Intention to Form Maintenance Assessment District No. 8; and
c. Set a public hearing date at least forty-five (45) days following the mailing of assessment ballots, in accordance with Article XIII D of the California Constitution

8. Planning Commission Vacancy Announcement
Announcement of three Planning Commission vacancies and call for applications Recommended Action(s):
a. No action necessary
GRIDLEY CITY COUNCIL AGENDA: Regular Meeting of 3-2-26 Page 4 of 4

9. Council Committee Appointments
Review of current Council committee appointments
Recommended Action(s):
a. Provide input regarding committee appointments for the 2026 calendar year COUNCIL COMMITTEE REPORTS - Brief reports on conferences, seminars, and meetings attended by the Mayor and City Council members, if any.

CITY ADMINISTRATOR REPORTS - Brief updates and reports on conferences, seminars, and meetings attended by the City Administrator, if any.

DEPARTMENT UPDATE REPORTS - Brief updates and reports on City services as it pertains to each department, if any.

POTENTIAL FUTURE CITY COUNCIL ITEMS - (Appearing on the Agenda within 30 days):

Energy Efficiency Contract Review 3/16/2026
Randolph Lot Use Agreement - GUSD 3/16/2026
Steffen Estates Maintenance Assessment District Draft 3/16/2026 Expenditure Reports 3/16/2026
CLOSED SESSION –

10. Conference with Labor Negotiators Cal. Gov. Code Section 54957.6: Unrepresented Employee: City Administrator Elisa Arteaga.

11. Public Employment: Title: Public Works Director (Cal Gov. Code Section 54957)

12. Public Employment: Title: Electrical Director (Cal Gov. Code Section 54957) ADJOURNMENT – adjourning to a regular meeting on March 17th, 2026 NOTE 1: POSTING OF AGENDA- This agenda was posted on the public bulletin board at City Hall at or before 6:00 p.m., February 27th, 2026. This agenda along with all attachments is available for public viewing online at www.gridley.ca.us and at the Administration Counter in City Hall, 685 Kentucky Street, Gridley, CA.

NOTE 2: REGARDING UNSCHEDULED MATTERS – In accordance with state law, it shall be the policy of this Council that no action shall be taken on any item presented during the public forum or on unscheduled matters unless the Council, by majority vote, determines that an emergency situation exists, or, unless the Council by a two-thirds vote finds that the need to take action arose subsequent to the posting of this agenda.

GRIDLEY CITY COUNCIL MINUTES: Regular Meeting of 1-20-26 Page 1 of 7 “Our purpose isto continuously enhance our community’s vitality and overall quality of life. We are committed to providing high quality, cost-effective municipal services and forming productive partnerships with our residents and regional organizations. We collectively develop, share, and are guided by a clear vision, values, and meaningful objectives.”

CALL TO ORDER
Vice Mayor Johnson called the meeting to order at 6:00 pm.

ROLL CALL

Present: Johnson, Roberts, Calderon, Sanchez

Absent: Farr
Arriving after roll call: None

Staff Present: Elisa Arteaga, City Administrator
Landon Little, Deputy City Attorney
Martin Pineda, Finance Director
Jerry Cox, Public Works Director
Todd Farr, Police Chief
Jason Dyer, Fire Chief
Christopher Smith, Principal Planner
Carmen Santana, Deputy City Clerk

PLEDGE OF ALLEGIANCE
Councilmember Roberts led the Pledge of Allegiance.

PROCLAMATION – None

INTRODUCTION OF NEW OR PROMOTED EMPLOYEES
Former Fire Chief Chip Fowler introduced Jason Dyer, the new Cal Fire Division Chief serving the City of Gridley.

COMMUNITY PARTICIPATION FORUM
Brenda Narayan, PG&E Government Affairs Representative, addressed the Council to thank them for their recent collaboration during the scheduled power outage. She also informed the Council that PG&E customers can expect gas rates to decrease by 3%.

CONSENT AGENDA
Gridley City Council – Regular Meeting Minutes
Tuesday, January 20, 2026; 6:00 pm
Gridley City Hall, 685 Kentucky Street, Gridley, CA 95948 GRIDLEY CITY COUNCIL MINUTES: Regular Meeting of 1-20-26 Page 2 of 7

1. City Council Minutes
City Council to review and approve regular City Council minutes Recommended Action(s):
a. Approve regular City Council meeting minutes dated December 15th, 2025 b. Approve special City Council meeting minutes dated November 3rd and December 15th, 2025, and January 5th, 2026

2. Volunteer Fire Assistance Grant
City Council to review and approve the Cal Fire Cooperative Fire Protection Grant Agreement #7FG25022
Recommended Action(s):
a. Approve Resolution 2025-R-001: a Resolution approving the Cal Fire Cooperative Fire Protection Grant Agreement #7FG25022
b. Authorize Mayor to execute necessary documents

ROLL CALL
Motion: Roberts
Second: Johnson
Action: approve consent agenda as presented
Ayes: Roberts, Calderon, Johnson, Sanchez
Noes: None

Absent: Farr
Abstain: None
Motion passed, 4-0
ITEMS FOR CONSIDERATION –

3. Comprehensive Cost Allocation, and Master Fee Study Contract Award City Council to review and consider award of contract for the Comprehensive Cost Allocation, and Master Fee Study to Matrix Consulting Group.

Recommended Action(s):
a. Award the Comprehensive Cost Allocation, and Master Fee Study to Matrix in the amount of $34,000
b. Authorize City Administrator to execute any necessary agreements GRIDLEY CITY COUNCIL MINUTES: Regular Meeting of 1-20-26 Page 3 of 7 Finance Director Martin Pineda presented the item and advised the Council that, to his knowledge, the City has not previously completed a comprehensive master fee study and cost allocation plan.

He explained that the purpose of the study is to ensure the City is appropriately charging the public for services provided at City Hall and that the City is accurately recovering its overhead costs. He also noted that the study would identify any services the City may be able to charge for that are not currently being billed.

The firm recommended for award, Matrix Consulting Group, has worked with nearby cities such as Paradise and Chico, both of which provided positive references.

Councilmember Calderon expressed concern regarding potential impacts to the public.

Councilmember Sanchez asked whether the proposed cost of $34,000 was reasonable for the scope of services, to which Director Pineda responded that the amount was lower than he had anticipated.

Councilmember Johnson stated that, if any fees are adjusted, he would like to ensure the City’s median income levels are taken into consideration.

ROLL CALL
Motion: Calderon
Second: Roberts
Action: Award the Comprehensive Cost Allocation, and Master Fee Study to Matrix in the amount of $34,000 and authorize City Administrator to execute any necessary agreements Ayes: Roberts, Calderon, Johnson, Sanchez
Noes: None

Absent: Farr
Abstain: None
Motion passed, 4-0

4. On-Call Professional Planning Services
City Council consideration of approval of Professional Services Agreements with seven qualified firms to provide on-call planning and related professional services as needed.

Recommended Action(s):
a. Authorize the City Administrator to execute the professional agreements with each firm, and
b. Authorize the City Administrator to issue task orders in accordance with their terms and applicable procurement policies as needed
Principal Planner Christopher Smith presented the staff report and recommended that the Council approve professional services agreements with seven firms for on-call planning services. He explained that this arrangement is intended to serve as a backup, as the Planning Department currently consists of one staff member and the City is receiving an increasing number of project GRIDLEY CITY COUNCIL MINUTES: Regular Meeting of 1-20-26 Page 4 of 7 submittals requiring additional review, as well as specialized documents that may require subjectmatter expertise.

Mr. Smith further explained that, when services are needed, a task order would be issued requesting proposals for the specific scope of work, and the task would then be awarded to the firm best suited for that particular need. He briefly introduced each of the seven firms and highlighted their respective areas of specialty.

ROLL CALL
Motion: Sanchez
Second: Calderon
Action: Authorize the City Administrator to execute the professional agreements with each firm, and authorize the City Administrator to issue task orders in accordance with their terms and applicable procurement policies as needed
Ayes: Roberts, Calderon, Johnson, Sanchez
Noes: None

Absent: Farr
Abstain: None
Motion passed, 4-0

5. Gridley Vierra Park – Snack Bar Building HVAC Replacement City Council to review attached HVAC proposals to replace the unit at the Gridley Vierra Park Snack Bar Building
Recommended Action(s):
a. Approve the replacement of the HVAC system at the Gridley Vierra Park snack bar building and authorize staff to proceed with Dake Bros Heating and Air LLC in the amount of $8,240
b. Authorize Public Works Director to execute any necessary documents City Administrator Arteaga presented the item to the Council and advised that the recommendation to repair the HVAC system at the snack bar building at Manuel Vierra Park, and to award the contract to Dake Bros Heating and Air LLC, resulted from multiple meetings and discussions with the Public Works Ad-Hoc Committee.

She explained that the need for repairs was first identified in the summer of 2025 and emphasized the importance of completing the work prior to the spring season, when the facility is primarily used by the Gridley Little League.

GRIDLEY CITY COUNCIL MINUTES: Regular Meeting of 1-20-26 Page 5 of 7 Councilmember Calderon stated that the Rotarians had approached him and expressed interest in assisting with needed repairs or upgrades at the park. Public Works Director Jerry Cox noted that he has also spoken with the group and has provided them with the process for moving forward.

ROLL CALL
Motion: Roberts
Second: Sanchez
Action: Approve the replacement of the HVAC system at the Gridley Vierra Park snack bar building and authorize staff to proceed with Dake Bros Heating and Air LLC in the amount of $8,240 and authorize Public Works Director to execute any necessary documents Ayes: Roberts, Calderon, Johnson, Sanchez
Noes: None

Absent: Farr
Abstain: None
Motion passed, 4-0

COUNCIL COMMITTEE REPORTS
Councilmember Roberts reported on his attendance at the Chamber of Commerce meeting.

Vice Mayor Johnson reported on his attendance at the LAFCo meeting.

CITY ADMINISTRATOR REPORTS
City Administrator Arteaga reported that she attended the quarterly Butte County City Managers meeting and also held multiple in-house meetings with representatives of the IBEW.

DEPARTMENT UPDATE REPORTS

6. Update to Litigation Regarding 110 and 390 Virginia St. – Deputy City Attorney Landon Little Deputy City Attorney Landon Little provided the Council with a brief update on the status of each abatement property.

7. Quarterly Investment Update – Finance Director Martin Pineda, Business Services Supervisor Miguel Chavez
Finance Director Martin Pineda, and Business Services Supervisor Miguel Chavez gave a quarterly investment update. Pineda further reported on the completion of the TDA audit,

8. Police Department Quarterly Report – Police Chief Todd Farr Police Chief Todd Farr briefly reported on the quarterly activity statistics for the Gridley Police Department and provided a brief highlight of Biggs’ numbers as well.

GRIDLEY CITY COUNCIL MINUTES: Regular Meeting of 1-20-26 Page 6 of 7 Fire Chief Jason Dyer provided the Council with an update on Fire Department activities for the month of December.

Public Works Director Jerry Cox reported on storm-related work conducted by the Public Works Department.

Principal Planner Christopher Smith provided the Council with a brief update on the current status of active planning projects.

POTENTIAL FUTURE CITY COUNCIL ITEMS - (Appearing on the Agenda within 30 days):

Energy Efficiency Contract Review 2/2/2025
Randolph Lot Use Agreement - GUSD 2/2/2025
Public Works – Sewer Grinder Repair 2/2/2025
Engineering – City Standards 2/2/2025
CLOSED SESSION –

9. Closed session discussion with legal counsel pursuant to Government Code 54956.95 – Liability Claim of Joseph Martin

ROLL CALL
Motion: Roberts
Second: Johnson
Action: claim rejected.

Ayes: Roberts, Calderon, Johnson, Sanchez
Noes: None

Absent: Farr
Abstain: None
Motion passed, 4-0

10. Pursuant to Government Code 54957.6: Conference with Labor Negotiator, Elisa Arteaga, City Administrator, for discussion of progress of collective bargaining discussions with City Employee represented classes – IBEW
No reportable action.

ADJOURNMENT
With no further items left to discuss, Vice Mayor Johnson adjourned to the next regular meeting on February 2, 2026.

Approve: _________________________
GRIDLEY CITY COUNCIL MINUTES: Regular Meeting of 1-20-26 Page 7 of 7 Elisa Arteaga, City Administrator
GRIDLEY CITY COUNCIL MINUTES: Special Meeting of 1-29-2026 Page 1 of 2 “Our purpose isto continuously enhance our community’s vitality and overall quality of life. We are committed to providing high quality, cost-effective municipal services and forming productive partnerships with our residents and regional organizations. We collectively develop, share, and are guided by a clear vision, values, and meaningful objectives.”

CALL TO ORDER
Vice Mayor Johnson called the meeting to order at 3:00 pm.

ROLL CALL

Present: Johnson, Calderon, Sanchez

Absent: Farr (recused himself), Roberts (recused himself) Arriving after roll call: None
Staff Present: Elisa Arteaga, City Administrator
Landon Little, Deputy City Attorney
Todd Farr, Police Chief
Martin Pineda, Finance Director
Patricia Taverner, Human Resources Manager
Carmen Santana, Deputy City Clerk

COMMUNITY PARTICIPATION FORUM
The community forum was opened, and seeing as no one was present to speak, was closed.

CONSENT AGENDA - None

ITEMS FOR CONSIDERATION

1. Memorandum of Understanding (IBEW)
City Council to review and approve the MOU for the International Brotherhood of Electrical Workers (IBEW) Local Union 1245
Recommended Action(s):
a. Approve Resolution No. 2026-R-002: A Resolution of the City Council of the City of Gridley Approving the Memorandum of Understanding Between the IBEW Local Union 1245 and the Gridley City Council
Gridley City Council – Special City Council Meeting Minutes Thursday, January 29, 2026; 3:00 pm
Gridley City Hall, 685 Kentucky Street, Gridley, CA 95948 GRIDLEY CITY COUNCIL MINUTES: Special Meeting of 1-29-2026 Page 2 of 2 It was noted for the record that Mayor Farr and Councilmember Roberts recused themselves and were not present for any part of the meeting or discussion on the matter.

City Administrator Elisa Arteaga presented the item and advised the Council that revisions to the MOU are still needed and will be reviewed by IBEW. She provided a brief overview of the changes made to date, as well as the tentative salary schedule changes and the budget adjustments that will be required to cover costs not accounted for in the previously adopted budget.

Although additional language updates to the MOU are necessary and the resolution was not ready for adoption at this meeting, staff requested direction to proceed with the previously agreed-upon salary amounts in order to issue retroactive pay to employees before year-end, allowing the amounts to be reflected on W-2s.

ROLL CALL
Motion: Johnson
Second: Sanchez
Action: approve an emergency action to proceed with the tentatively agreed-upon salary schedules in order to issue retroactive pay before the deadline for issuing accurate W-2s.

Ayes: Calderon, Johnson, Sanchez
Noes: None

Absent: Farr, Roberts
Abstain: None
Motion passed, 3-0
CLOSED SESSION - None

ADJOURNMENT
With no further items left to discuss, Vice Mayor Johnson adjourned to the next regular meeting on February 2nd, 2026.

Approve: __________________________
Elisa Arteaga, City Administrator
GRIDLEY CITY COUNCIL AGENDA: Special Meeting of 2-2-2026 Page 1 of 1 “Our purpose isto continuously enhance our community’s vitality and overall quality of life. We are committed to providing high quality, cost-effective municipal services and forming productive partnerships with our residents and regional organizations. We collectively develop, share, and are guided by a clear vision, values, andmeaningful objectives.”

CALL TO ORDER
Mayor Farr called the meeting to order at 5:30 pm.

ROLL CALL

Present: Johnson, Roberts, Calderon, Sanchez, Farr

Absent: None
Arriving after roll call: None
Staff Present: Elisa Arteaga, City Administrator
Landon Little, Deputy City Attorney
Martin Pineda, Finance Director
Jerry Cox, Public Works Director
Todd Farr, Police Chief
Jason Dyer, Fire Chief
Christopher Smith, Principal Planner
Ryan Carlson, Electric Director
Carmen Santana, Deputy City Clerk

COMMUNITY PARTICIPATION FORUM
The community forum was opened, and seeing now one was present to speak, was closed.

CONSENT AGENDA – None
ITEMS FOR COUNCIL CONSIDERATION – None

STUDY SESSION

1. Mid-Year Budget Review - FY 25/26
City Council to conduct a study session for the mid-year budget review for fiscal year 2025/2026
Gridley City Council – Special City Council Meeting Minutes Monday, February 2, 2026; 5:30 pm
Gridley City Hall, 685 Kentucky Street, Gridley, CA 95948 GRIDLEY CITY COUNCIL AGENDA: Special Meeting of 2-2-2026 Page 1 of 1 Recommended Action(s):
a. Conduct a study session
Mayor Farr opened the study session. Finance Director Martin Pineda presented the mid-year budget for Council’s review and highlighted the changes reflected in the budget report included in the Council packets.

Councilmember Calderon asked about the increase in the engineering budget. Director Pineda clarified that the increase reflects costs allocated for all engineering services and is not limited to Bennett Engineering.

Pat Coghlan, Gridley resident, asked about the $80,000 increase in the Sewer Plant account.

Director Pineda explained that the annual service invoice for that facility had been received and was being accounted for in that line item.

Following brief Council discussion, the study session was closed.

CLOSED SESSION – None

ADJOURNMENT
Mayor Farr adjourned to the next regular meeting on February 2, 2026.

Approve: _____________________________
Elisa Arteaga, City Administrator
GRIDLEY CITY COUNCIL MINUTES: Regular Meeting of 2-17-26 Page 1 of 6 “Our purpose isto continuously enhance our community’s vitality and overall quality of life. We are committed to providing high quality, cost-effective municipal services and forming productive partnerships with our residents and regional organizations. We collectively develop, share, and are guided by a clear vision, values, and meaningful objectives.”

CALL TO ORDER
Mayor Farr called the meeting to order at 6:00 pm.

ROLL CALL

Present: Johnson, Roberts, Calderon, Sanchez, Farr

Absent: None
Arriving after roll call: None

Staff Present: Elisa Arteaga, City Administrator
Landon Little, Deputy City Attorney
Martin Pineda, Finance Director
Jerry Cox, Public Works Director
Ryan Carlson, Electric Director
Todd Farr, Police Chief
Jason Dyer, Fire Chief
Christopher Smith, Principal Planner
Dave Harden, City Engineer
Carmen Santana, Deputy City Clerk

PLEDGE OF ALLEGIANCE
Vice Mayor Johnson led the Pledge of Allegiance.

PROCLAMATION – None
INTRODUCTION OF NEW OR PROMOTED EMPLOYEES - None

COMMUNITY PARTICIPATION FORUM
The community forum was opened, and seeing no one was present to speak, was closed.

CONSENT AGENDA - None

PUBLIC HEARING
Gridley City Council – Regular Meeting Minutes
Tuesday, February 17, 2026; 6:00 pm
Gridley City Hall, 685 Kentucky Street, Gridley, CA 95948 GRIDLEY CITY COUNCIL MINUTES: Regular Meeting of 2-17-26 Page 2 of 6

1. Council Meeting Minutes - Tabled
City Council to review and approve City Council minutes Recommended Action(s):
a. Approve special City Council meeting minutes dated January 29th The item was tabled due to its incorrect placement on the Public Hearing agenda instead of the consent agenda.

ITEMS FOR CONSIDERATION –

2. Labor Negotiations – Appointment of Designated Labor Negotiator Council is asked to appoint a designated agent for labor negotiations with the City Administrator. For convenience and efficiency, it is recommended that Deputy City Attorney Landon Little serve in this role.

Recommended Action(s):
a. Appoint Deputy City Attorney Landon Little as the City’s designated labor negotiator for negotiations with the City Administrator.

Deputy City Attorney Landon Little requested that the Council appoint him as the designated agent to serve as the labor negotiator between the City Administrator and the Council during the later closed session.

ROLL CALL
Motion: Johnson
Second: Roberts
Action: approve Landon Little to act as the designated labor negotiator Ayes: Roberts, Calderon, Johnson, Sanchez, Farr
Noes: None

Absent: None
Abstain: None
Motion passed, 5-0

3. Approval of Recreation Manager Job Description and Salary Range Council to review and consider approving the creation of the Recreation Manager job description and corresponding salary range.

Recommended Action(s):
a. Approve, and adopt the Recreation Manager job description and associated salary range of $4,301 to $5,764 per month, with placement within Steps 1 through 7 of the salary range
GRIDLEY CITY COUNCIL MINUTES: Regular Meeting of 2-17-26 Page 3 of 6 b. Authorize staff to proceed with recruitment.

City Administrator, Elisa Arteaga presented the item and requested Council approval of the job description and salary range for the Recreation Manager position. She reviewed the current positions within the Recreation Department and outlined key functions that are presently missing, noting that the Recreation M,anager would assume more direct responsibility for the department budget and for pursuing additional grant funding.

Councilmember Calderon stated that he would like the Recreation Manager to establish a vision specific to Gridley and be held to that vision throughout their employment.

ROLL CALL
Motion: Roberts
Second: Sanchez
Action: approve the job description and salary range for the Recreation Manager position Ayes: Roberts, Calderon, Johnson, Sanchez, Farr
Noes: None

Absent: None
Abstain: None
Motion passed, 5-0

4. Gridley Sports Complex Ph 1 – Amendment #4 for Additional Geotechnical Study for Unsuitable Site Conditions
Council to review the preliminary results from the seven previously approved borings at the Sports Complex and consider authorizing Amendment 4 to Task Order 16-607-402 with Bennett Engineering Services (BENEN) to conduct an additional geotechnical study for the sports lighting foundation design, in the amount of $20,982.50.

Recommended Action(s):
a. Authorize the City Administrator to execute amendment 4 to task order 16-607- 402 with Bennett Engineering Services (BENEN) to include Additional Geotechnical Study for the sports lighting foundation design in the amount of $20,982.50.

City Engineer, Dave Harden presented the item and explained that, following previous field explorations identified high groundwater and loose, sandy, unsuitable soils at the planned sports lighting locations, therefore, an amendment to the task order is necessary. The amendment would include an additional geotechnical study for the sports lighting design, specifically a Class F Site Response Analysis as required by the California Building Code.

Councilmember Sanchez expressed concern regarding the increasing project costs, noting that the budget is already over the grant-funded amount.

GRIDLEY CITY COUNCIL MINUTES: Regular Meeting of 2-17-26 Page 4 of 6

ROLL CALL
Motion: Johnson
Second: Roberts
Action: Authorize the City Administrator to execute amendment 4 to task order 16-607-402 with Bennett Engineering Services (BENEN) to include Additional Geotechnical Study for the sports lighting foundation design in the amount of $20,982.50
Ayes: Roberts, Calderon, Johnson, Sanchez, Farr
Noes: None

Absent: None
Abstain: None
Motion passed, 5-0

5. Fencing for 110 Virginia Street – Receivership Property Council to review and discuss fencing options for 110 Virginia Street, Gridley.

Recommended Action(s):
a. Installation of temporary fencing at 110 Virginia Street, selecting either L&M Rental Fence, Inc. or VSB Systems, or
b. Installation of permanent fencing through Wireman Fence Products and c. Authorize Public Works director to execute necessary documents and coordinate the installation of fencing, or
d. Delay fencing pending the outcome of the potential sale of the property.

City Administrator Elisa Arteaga presented the item as a follow-up to prior direction from Council to explore fencing the property. Deputy City Attorney Landon Little provided an update, stating that the receiver is currently negotiating a possible sale. He explained that if the sale occurs, the City Council could require the new owner to fence the property within an agreed-upon timeframe, and that the sale price will be subject to court approval.

Councilmember Sanchez suggested that the City consider purchasing the property. Police Chief Todd Farr stated that he supports the City fencing the property sooner rather than waiting to see if the sale would be completed.

ROLL CALL
Motion: Johnson
Second: Roberts
Action: Approve the installation of temporary fencing with the company able to provide the quickest installation between L&M or VSB and authorize the Public Works Director to execute all necessary documents and coordinate the installation.

Ayes: Roberts, Calderon, Johnson, Sanchez, Farr
Noes: None

Absent: None
GRIDLEY CITY COUNCIL MINUTES: Regular Meeting of 2-17-26 Page 5 of 6 Abstain: None
Motion passed, 5-0

COUNCIL COMMITTEE REPORTS
Councilmember Calderon informed the Council that his term with Butte County Environmental Health was ending and asked whether the Council would like him to continue serving on behalf of the City. No Councilmembers opposed his continuation.

Vice Mayor Johnson reported on his attendance at the Butte County Mosquito and Vector Control District meeting.

CITY ADMINISTRATOR REPORTS
City Administrator, Elisa Arteaga provided brief updates on several meetings she attended, including meetings with PG&E and the League of California Cities City Managers’ conference.

DEPARTMENT UPDATE REPORTS

6. Update to Litigation Regarding 110 and 390 Virginia St. – Deputy City Attorney Landon Little Deputy City Attorney Landon Little stated that his report regarding 110 Virginia was addressed during Item 5. regarding 390 Virginia Street. The receiver is still attempting to locate the property owner to serve the papers and provide notice of the court hearing.

Fire Chief Dyer reported on recent Fire Department activities at 110 Virginia Street and department statistics and training conducted by Captain Mattos.

Police Chief Todd Farr provided updates on recent activities of the Gridley Police Department, including participation in the Red Suspenders planning meeting.

Public Works Director Jerry Cox reported on Public Works’ involvement in the Red Suspenders planning meeting and provided an update on recently completed departmental tasks.

City Engineer Dave Harden reported on a recent meeting with BCAG regarding funding opportunities for the City.

Electric Director Ryan Carlson reported on a meeting with PG&E, noting that the upcoming power disruption has been postponed, allowing for improved coordination.

Principal Planner Christopher Smith provided updates on ongoing planning projects.

Finance Director Martin Pineda reported that the City Council can expect the audit to be presented at the next meeting.

GRIDLEY CITY COUNCIL MINUTES: Regular Meeting of 2-17-26 Page 6 of 6 POTENTIAL FUTURE CITY COUNCIL ITEMS - (Appearing on the Agenda within 30 days):

Energy Efficiency Contract Review 3/2/2026
Randolph Lot Use Agreement - GUSD 3/2/2026
Steffen Estates Maintenance Assessment District Draft 3/2/2026 FY 2024-2025 Financials Approval 3/2/2026
CLOSED SESSION –

7. Conference with Labor Negotiators Cal. Gov. Code Section 54957.6: Unrepresented Employee: City Administrator Elisa Arteaga.

8. Conference with Legal Counsel - Determination of whether closed session authorized as a result of significant exposure to litigation against the City pursuant to Cal. Gov. Code Section 54956.9(b)(2).

9. Conference with Legal Counsel – Anticipated Litigation. Significant exposure to litigation pursuant to subdivision (b) of Section 54956.9: 1 case.

10. Public Employment: Title: Public Works Director (Cal Gov. Code Section 54957)

11. Public Employment: Title: Electrical Director (Cal Gov. Code Section 54957) City Council came out of closed session at 7:49 with no reportable action.

ADJOURNMENT
With no further items left to discuss, Mayor Farr adjourned to the next regular meeting on March 2nd, 2026.

Approve: ________________________
Elisa Arteaga, City Clerk

City Council Agenda Item #2
Staff Report
Date: March 2nd, 2026
To: Mayor and City Council
From: Elisa Arteaga, City Administrator
Subject: Formal Acceptance and Filing of Wage Compensation Study Provided by Bryce Consulting
Recommendation
City staff recommends that the City Council formally accept the Wage Compensation Study provided by Bryce Consulting so it may be finalized and officially filed Background
The City Council, City Administrator, and represented employee unions Gridley Police Officers Association (GPOA) and International Brotherhood of Electrical Workers 1245 (IBEW) have utilized the findings from the Wage Compensation Study as a tool to negotiate the terms of individual labor contracts. With negotiations now concluded, City staff seeks to formally file the study for record-keeping and public access.

The purpose of the study was to evaluate external market competitiveness, assess internal equity relationships, review comparator agency data, provide objective compensation benchmarks; and assist the City in developing a long-term compensation strategy aligned with fiscal sustainability.

The consultant evaluated classifications across all represented and unrepresented postions. The City’s compensation structure was compared to similarly situated public agencies. The final report has been completed and is attached for Council file and review.

The Wage Compensation Study is intended to serve as an advisory tool only. Acceptance of this report does not amend any existing Memorandum of Understanding (MOU), authorize automatic wage adjustments, obligate the City to implement any specific recommendation; and does not constitute a binding compensation commitment. For represented employees, any potential compensation adjustments must occur through the collective bargaining process pursuant to the Meyers-Milias-Brown Act (Government Code §3500 et seq.). For unrepresented classifications, any future compensation changes would require separate City Council action by resolution.

The study provides data-driven benchmarks to assist Council in evaluating labor proposals, maintaining competitive recruitment and retention practices, ensuring internal equity and aligning compensation decisions with long-term fiscal capacity. Presentation of the study in X Regular
Special
Closed
Emergency
open session supports transparency and provides the public with insight into the methodology and findings underlying compensation agreements.

Receiving and filing the Wage Compensation Study supports the City’s commitment to organizational improvement transparent governance, responsible fiscal management and workforce recruitment and retention.

Financial Impact
There is no direct fiscal impact associated with receiving and filing the Wage Compensation Study. Any fiscal impacts, if any, would occur only upon separate Council authorization of negotiated agreements or compensation adjustments.

Compliance with City Council Strategic Plan or Budget Goals This action supports the City’s transparency goals by making the Wage Compensation Study publicly available through formal filing.

Attachments
Wage Compensation Study Report
Submitted by:

Bryce Consulting, Inc.
1024 Iron Point Road, Suite 100
Folsom, CA 95630
June 2025
BRYCE

CONSULTING

CITY OF GRIDLEY
2025 TOTAL COMPENSATION STUDY

TABLE OF CONTENTS
Section I Project Overview 3

Section II Compensation Survey Parameters 4

Section III Compensation Survey Results 9

Section IV Salary Recommendations 17

Appendix A Compensation Survey Data Sheets A

Appendix B Miscellaneous Benefit Data B

Appendix C Salary Recommendations C

City of Gridley - 2025 Page 3

SECTION I - PROJECT OVERVIEW
Bryce Consulting was retained by the City of Gridley to conduct a comprehensive compensation study of City classifications. This report includes:
• Section I Project Overview
• Section II Compensation Survey Parameters
• Section III Compensation Survey Results
• Section IV Salary Recommendations

STUDY OBJECTIVES
The study consisted of the following objectives:
• Collect and analyze base salary and benefit data for the selected survey classes. • Calculate labor market median and the percentage the City of Gridley is from the labor market for each survey classification.
• Develop salary recommendations that are consistent with the market and internally sound.

STUDY METHODOLOGY
To achieve the above objectives, the following tasks have occurred:
• The consultant confirmed the survey parameters including survey agencies, survey classifications, and data elements with the City Administrator. • The consultant collected salary and benefit data as well as job descriptions and budgets to confirm the comparability from each of the agencies identified. • Once the data was collected and analyzed, the consultant prepared the necessary spreadsheets with calculations for the median which were reviewed with the City Administrator prior to finalizing the data.

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SECTION II – COMPENSATION SURVEY PARAMETERS
This section of the report presents the compensation survey parameters and includes:
• Labor market employers and survey classes
• Survey scope
• Survey methodology

SURVEY EMPLOYERS
The overall objective in selecting survey employers is to define as accurately as possible the City’s "Labor Market". A labor market consists of those employers with whom the City competes for employees. The criteria typically utilized in identifying those employers includes the following:
• EMPLOYER SIZE - As a general rule, the more similar employers are in size and complexity, the greater the likelihood that comparable positions exist within both organizations. Specifically, agencies of similar size to the City are likely to have departmental structures and organization of positions more similar to the City than organizations that are significantly larger or smaller in size. • GEOGRAPHIC PROXIMITY - Geographic proximity is another factor utilized in identifying an appropriate labor market. This factor is particularly important because it identifies those employers that the City must directly compete with to recruit and retain quality staff.
• NATURE OF SERVICES PROVIDED - As a general rule, similar organizations are selected as survey employers, because they provide similar services. This is important for the following reasons:
• Employers who provide similar services are most likely to compete with one another for employees.
• These employers are most likely to have comparable jobs. • These employers are most likely to have similar organizational characteristics.

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LABOR MARKET
Table 1, below, displays the survey agencies recommended to, and approved by the City. All agencies participated in the study.

Table 1
Labor Market Agencies
Chico
Colusa
Grass Valley
Live Oak
Marysville
Nevada City
Orland
Oroville
Williams
Yuba City
Electric Classes Only
Healdsburg
Lassen Municipal Utility District
Lodi
Plumas Sierra Rural Electric
Cooperative
Redding
Roseville
Shasta Lake
Truckee Donner Public Utility District
Ukiah

SURVEY CLASSES
Survey classes are a representative sample of all classes within the City’s classification plan and provide a reference point for subsequent salary determinations of classifications not surveyed. Survey classifications should generally be selected utilizing the following criteria:

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• They should have a significant relationship to other classes in their occupational group. This ensures that they will make good reference points in relating and establishing salaries for other classes within their occupational group. • They should be reasonably well known and able to be clearly and concisely described.

This enables the consultant to more easily communicate with survey employers in establishing accurate comparability for the survey classes. • They should have counterparts that can readily be found in other agencies so that sufficient compensation data can be gathered.

Table 2 displays the survey classifications.

TABLE 2

SURVEY CLASSIFICATIONS
Accountant I
Accounting Technician
Administrative Secretary
Administrative Service Clerk II
Animal Control Officer
Assistant Finance Director
Business Services Supervisor
City Administrator
Code Enforcement Officer
Community Services Officer
Deputy City Clerk
Electric Line Worker
Electric Supervisor
Electric Utility Director
Electrical Ground Support Worker
Finance Director
Human Resources Manager
Maintenance Supervisor
Maintenance Worker II
Planning Technician
Police Chief
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TABLE 2

SURVEY CLASSIFICATIONS
Police Lieutenant
Police Officer
Police Sergeant
Principal Planner
Public Safety Dispatcher and Records Supervisor
Public Safety Dispatcher
Public Works Director
Recreation Coordinator
Recreation Director
Transit Vehicle Operator
Utility Technician

SURVEY SCOPE
The scope of the survey included the labor market agencies presented in this report. The data elements included:
• Title of each comparable class
• Maximum base salary
• Deferred compensation paid by employer
• Longevity Pay paid by the employer at year 10
• Certification/Education Incentive Pay
• Uniform allowance (sworn only)
• Bilingual pay
• Cafeteria, health, dental and vision plan premiums paid by the employer • Life Insurance plan premium paid by the employer
• Long-Term Insurance paid by the employer
• Retiree Health Insurance
• Social Security
• Employer’s portion of retirement paid by employee
• Mou expiration
• Date and amount of next cost of living increase
• Retirement practices (retirement benefit, plan, formula, employer’s cost) • Employer amortization of unfunded accrued liability (PEPRA tier) • Retiree health benefits
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• Leave benefits (vacation, sick leave, holidays and administrative leave) • Cash in lieu of medical insurance
• Bilingual pay details
• Percentage split for family medical insurance

SURVEY METHODOLOGY
The survey methodology utilized by Bryce Consulting included:
• The agencies’ websites were utilized to collect salary and benefit data and to compare job descriptions.
• The survey agencies were contacted by the consultant to collect additional information and gain clarification regarding benefits and classifications.

In addition to the collection of base salary and benefit information, careful efforts were made to document the full range of duties and requirements of all job classes as comparable to the City’s corresponding survey classes. This included the review of:
• Reporting relationships
• Functional areas of responsibility
• The class's relationship to other classes in the series The data is effective April 2025.

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SECTION III – COMPENSATION SURVEY RESULTS
This section of the report presents the compensation survey findings including base salary, total cash, and total compensation. In addition, miscellaneous benefit data is presented including cost of living information, retirement practices, retiree health benefits, leave benefits, and other policies. As indicated in the previous section, the survey involved the collection of compensation information for each of the survey classes from the labor market employers identified. Table 3, below, displays the comparability for each survey classification.

TABLE 3

COMPARABILITY
Accountant I 4
Accounting Technician 7
Administrative Secretary 7
Administrative Service Clerk II 8
Animal Control Officer 4
Assistant Finance Director 0*
Business Services Supervisor 1*
City Administrator 10
Code Enforcement Officer 4
Community Services Officer 7
Deputy City Clerk 2
Electric Line Worker 9
Electric Supervisor 7
Electric Utility Director 7
Electrical Ground Support Worker 2*
Finance Director 5
Human Resources Manager 2
Maintenance Supervisor 6
Maintenance Worker II 10
Planning Technician 3
Police Chief 9
Police Lieutenant 8
Police Officer 9
Police Sergeant 9
Principal Planner 4
Public Safety Dispatcher and Records Supervisor 5
Public Safety Dispatcher 6
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TABLE 3

COMPARABILITY
Public Works Director 8
Recreation Coordinator 1*
Recreation Director 3
Transit Vehicle Operator 0*
Utility Technician 5
*Insufficient Data – Fewer than 3 matches

BASE SALARY SURVEY RESULTS
The data has been organized into a number of tables that summarize the City’s relationship to the labor market for each survey classification. The detailed compensation survey datasheets are presented in Appendix A of this report. Table 4 summarizes, for each classification, how the City’s base salaries compare to the labor market. The following data is presented:
• Title of the City’s classification.
• The City’s current maximum base salary.
• The labor market median for maximum monthly base salary. • Percentage the City’s maximum base salary is above or below the median of the labor market.

Table 4
Summary of Base Salary Results
Classification
Gridley Maximum
Base Salary
Labor Market Median
Base Salary
% Gridley is Above or
Below Labor Market
Median Base Salary
Accountant I $6,992 $7,930 -13.42%
Accounting Technician $5,504 $5,548 -0.80%
Administrative Secretary $5,502 $5,423 1.43%
Administrative Service Clerk II $5,240 $4,704 10.24%
Animal Control Officer $4,864 $5,007 -2.94%
Assistant Finance Director $7,322 Insuff Data ---
Business Services Supervisor $6,853 Insuff Data ---
City Administrator $12,801 $18,297 -42.93%
Code Enforcement Officer Market Check $6,992 Market Check Community Services Officer $4,376 $5,259 -20.17%
Deputy City Clerk $6,417 Insuff Data ---
Electric Line Worker $11,434 $12,881 -12.66%
Electric Supervisor $12,952 $15,821 -22.15%
Electric Utility Director $14,168 $24,476 -72.76%
Electrical Ground Support Worker $7,530 Insuff Data --- Bryce Consulting
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Table 4
Summary of Base Salary Results
Classification
Gridley Maximum
Base Salary
Labor Market Median
Base Salary
% Gridley is Above or
Below Labor Market
Median Base Salary
Finance Director $11,614 $14,879 -28.11%
Human Resources Manager $6,589 Insuff Data ---
Maintenance Supervisor $7,245 $6,635 8.42%
Maintenance Worker II $5,193 $4,765 8.23%
Planning Technician Market Check $5,403 Market Check
Police Chief $11,614 $13,333 -14.80%
Police Lieutenant $10,099 $11,443 -13.31%
Police Officer $6,408 $6,724 -4.93%
Police Sergeant $7,726 $7,946 -2.85%
Principal Planner $8,458 $9,798 -15.84%
Public Safety Dispatcher and
Records Supervisor $5,106 $7,089 -38.84%
Public Safety Dispatcher $4,864 $5,259 -8.11%
Public Works Director $11,614 $12,461 -7.29%
Recreation Coordinator $3,725 Insuff Data ---
Recreation Director Market Check $9,551 Market Check
Transit Vehicle Operator $5,973 Insuff Data ---
Utility Technician $6,127 $6,238 -1.82%
Market Check – The City does not have the classification or a salary to compare to the market

TOTAL CASH SURVEY RESULTS
Total cash represents the maximum base salary plus the employee’s share of retirement paid by the agency, the employer’s contribution towards deferred compensation, longevity pay at year 10, education/certification pay, uniform allowance for sworn classes, and bilingual pay.

Table 5 displays, for each classification, how the City compares to the labor market with respect to total cash. The following data is presented:
• Title of the City’s classification.
• The City’s current total cash for each classification. • The labor market median for total cash.
• Percentage the City’s total cash is above or below the median of the labor market.

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Table 5
Summary of Total Cash Results
Classification
Gridley Total
Cash
Labor Market
Median Total
Cash
% Gridley is
Above or Below
Labor Market
Total Cash
Accountant I $8,150 $8,023 1.55%
Accounting Technician $6,532 $6,172 5.51%
Administrative Secretary $6,406 $5,423 15.34%
Administrative Service Clerk II $6,232 $4,893 21.49%
Animal Control Officer $6,146 $5,414 11.92%
Assistant Finance Director $7,505 Insuff Data ---
Business Services Supervisor $8,002 Insuff Data ---
City Administrator $13,039 $18,550 -42.26%
Code Enforcement Officer Market Check $7,243 Market Check Community Services Officer $5,649 $5,849 -3.54%
Deputy City Clerk $6,591 Insuff Data ---
Electric Line Worker $13,513 $13,733 -1.63%
Electric Supervisor $15,281 $16,586 -8.54%
Electric Utility Director $14,420 $24,476 -69.74%
Electrical Ground Support Worker $7,982 Insuff Data --- Finance Director $11,840 $15,079 -27.35%
Human Resources Manager $6,765 Insuff Data ---
Maintenance Supervisor $10,347 $8,012 22.57%
Maintenance Worker II $7,621 $5,447 28.52%
Planning Technician Market Check $5,736 Market Check
Police Chief $11,948 $15,448 -29.29%
Police Lieutenant $10,418 $12,460 -19.60%
Police Officer $7,963 $8,095 -1.65%
Police Sergeant $9,478 $9,374 1.09%
Principal Planner $8,653 $10,430 -20.55%
Public Safety Dispatcher and
Records Supervisor $6,393 $7,539 -17.92%
Public Safety Dispatcher $6,146 $5,870 4.50%
Public Works Director $11,840 $12,830 -8.36%
Recreation Coordinator $3,872 Insuff Data ---
Recreation Director Market Check $9,676 Market Check
Transit Vehicle Operator $7,063 Insuff Data ---
Utility Technician $7,205 $6,426 10.81%

TOTAL COMPENSATION SURVEY RESULTS
Total compensation represents the elements provided in total cash plus the agency’s contribution towards cafeteria, health, dental, vision, life and long-term disability insurance, social security, and retiree health savings account, less the employer’s share of retirement paid by the employee. Table 6 displays, for each classification, how the City compares to the Bryce Consulting
City of Gridley – 2025 Page 13
labor market with respect to total compensation. The following data is presented:
• Title of the City’s classification.
• The City’s current total compensation for each classification. • The labor market median for total compensation.
• Percentage the City’s total compensation is above or below the median of the labor market.

Table 6
Summary of Total Compensation Results
Classification
Gridley Maximum
Total Compensation
Labor Market Median
Total Compensation
% Gridley is Above or
Below Labor Market
Median Total
Compensation
Accountant I $11,018 $9,649 12.43%
Accounting Technician $9,364 $8,729 6.78%
Administrative Secretary $9,238 $7,793 15.64%
Administrative Service Clerk II $9,058 $7,915 12.62%
Animal Control Officer $8,912 $7,863 11.78%
Assistant Finance Director $10,394 Insuff Data ---
Business Services Supervisor $10,868 Insuff Data ---
City Administrator $16,009 $21,272 -32.87%
Code Enforcement Officer Market Check $9,377 Market Check Community Services Officer $8,408 $8,385 0.27%
Deputy City Clerk $9,458 Insuff Data ---
Electric Line Worker $16,452 $16,383 0.42%
Electric Supervisor $18,242 $18,599 -1.96%
Electric Utility Director $17,410 $28,988 -66.50%
Electrical Ground Support Worker $10,864 Insuff Data --- Finance Director $14,793 $16,935 -14.48%
Human Resources Manager $9,636 Insuff Data ---
Maintenance Supervisor $13,222 $10,206 22.81%
Maintenance Worker II $10,445 $8,176 21.72%
Planning Technician Market Check $7,505 Market Check
Police Chief $14,902 $18,406 -23.52%
Police Lieutenant $13,350 $15,011 -12.44%
Police Officer $10,752 $10,945 -1.79%
Police Sergeant $12,285 $12,596 -2.53%
Principal Planner $11,560 $13,981 -20.94%
Public Safety Dispatcher and
Records Supervisor $9,163 $9,643 -5.25%
Public Safety Dispatcher $8,912 $8,412 5.62%
Public Works Director $14,793 $16,716 -12.99%
Recreation Coordinator $6,672 Insuff Data ---
Recreation Director Market Check $13,996 Market Check
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Table 6
Summary of Total Compensation Results
Classification
Gridley Maximum
Total Compensation
Labor Market Median
Total Compensation
% Gridley is Above or
Below Labor Market
Median Total
Compensation
Transit Vehicle Operator $9,907 Insuff Data ---
Utility Technician $10,052 $8,676 13.69%
On average, for all classifications surveyed, the City is 13.43% below market for base salary,

5.78% below market for total cash, and 3.25% below market for total compensation, when compared to the median.

MISCELLANEOUS BENEFIT DATA
Appendix B presents the miscellaneous benefit data that was collected including cost of living information, retirement practices, retiree health benefits, and leave benefits.

COST OF LIVING/SALARY INCREASE - APPENDIX B – TABLE 1
The City does not have a future cost of living increase scheduled at this time.

With respect to the market, 10 agencies have an increase scheduled for later in 2025 ranging from 2% to 5%, depending on agency and bargaining group.

RETIREMENT PRACTICES - APPENDIX B – TABLE 2
The City has a CalPERS retirement plan. For miscellaneous PEPRA members, the plan includes a benefit of 2% @ 62 and a formula of Highest Three Year Average. For safety members, the City has a benefit of 2.7% @ 57 and a formula of Highest Three Year Average.

Of the responding agencies, 18 have a CalPERS retirement plan, one agency has its own plan, and one does not have a defined benefit plan. All of the CalPERS agencies have a benefit of 2% @ 62 for miscellaneous and 2.7% @ 57 for safety with a formula of Highest Three Years.

Plumas Sierra Rural Electric Cooperative has its own plan with a benefit of 1.6% @ 62 or with 31 years of service.

UNFUNDED LIABILITY - APPENDIX B – TABLE 3
The City has an Employer Amortization of Unfunded Accrued Liability of $2,902 for non-safety and $1,106 for safety PEPRA employees.

The details for the survey agencies varies as displayed in Table 3.

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CERTIFICATION/EDUCATION PAY – APPENDIX B – TABLE 4
The City provides education and/or certification pay, varying by bargaining unit. 11 of the agencies also provide some level of education and/or certification pay, also with the details varying by bargaining unit as displayed in Table 4 RETIREE HEALTH BENEFITS - APPENDIX B – TABLE 5
The City does not contribute to a Retiree Health Savings Account or to post-employment retiree health.

Four of the responding agencies contribute to a Retiree Health Savings Account ranging from

0.34% to $3,500 per year. 13 of the survey agencies contribute to post employment retiree health for retiree only ranging from the PEMHCA minimum to 100% depending on years of service. Five of the agencies contribute to health for retiree plus one up to 100%, depending on years of service. Three contribute up to 100% for retiree plus two.

LEAVE BENEFITS - APPENDIX B – TABLES 6& 7
The City offers 80 hours of vacation with 1 year of service; 120 hours with 6 years of service; 160 hours with 11 years of service; and 200 hours with 21 years of service for IBEW classifications. For all other classifications, the City provides 100 hours with 1 year of service; 140 hours with 6 years; 180 hours with 11 years; and 220 hours with 21 years of service.

One agency provides paid time off whereby vacation and sick leave are combined for some classes. Of those with separate leave banks, the labor market average for vacation is 88 – 100 hours with the 1 year of service; 120-128 hours with 6 years; 143-152 with 11 years; and 180-190 hours with 21 years of service, depending on bargaining unit.

The City provides a one week paid sabbatical for POA classifications. In addition, the City provides 12 days of sick leave with an unlimited accrual, 104 hours of holidays for POA and 14 holidays for all other classifications. In addition, the City provides 32 hours of administrative/management or personal leave for IBEW classes, 120 hours for management, and 80 hours for mid-management.

With respect to paid sabbatical, none of the survey agencies provide such a benefit. The majority of the agencies provide 12 days of sick leave with an unlimited accrual. The labor market average for holidays is 13 – 15, depending on bargaining unit. 15 agencies provide Bryce Consulting
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administrative/management or personal leave ranging from 40-120 hours, depending on bargaining unit.

CASH IN LIEU OF MEDICAL INSURANCE – APPENDIX B – TABLE 8 The City allow $1,897 to be cashed out in lieu of medical insurance. 14 of the survey agencies also provide cash in lieu of medical insurance ranging from $100 – $1,050 per month.

BILINGUAL PAY – APPENDIX B – TABLE 9
The City provides bilingual pay with the amounts varying by bargaining unit. The City does not limit the number of staff eligible to receive bilingual pay. 14 of the agencies provide bilingual pay with the details varying by agency and bargaining unit.

Some agencies limit the number of staff eligible to receive the benefit with the details provided in Table 9 of Appendix B.

PERCENTAGE SPLIT FOR FAMILY MEDICAL LEAVE – APPENDIX B – TABLE 10 The City does not base the medical contribution on a percentage split between employer and employee.

Seven of the survey agencies also do not base their contribution on a percentage split with the details provided in Table 10.

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SECTION VII – SALARY SETTING METHODOLOGY
This section of the report presents the salary setting methodology and salary recommendation guidelines for City classes, should the City bring the classifications to the labor market median for total compensation. Implementation is subject to Council direction, what the City can afford, and the result of negotiations.

SALARY SETTING METHODOLOGY
In setting salaries for the City, Bryce Consulting has applied consistent compensation principles and practices typically utilized in the public sector as outlined below:

1. The median of the maximum labor market salary adjusted for benefits is used to set the top of the range for the City’s benchmark classification salary.

2. Classes not surveyed or where insufficient data was collected are then set to the benchmarks using internal relationship guidelines typically utilized by local government agencies:
• Approximately 10% between entry and journey level classes in a series. • Approximately 10% between journey and advanced journey level classes in a series.
• A minimum of 15% between first line supervisor and highest level supervised.

As a practical matter, there could be occasions when market data will skew internal alignments. In those cases, internal alignments may take precedence over market data.

SALARY RECOMMENDATIONS
Using the above methodology, Bryce Consulting prepared salary recommendations for all City classes. The recommended salary plan has been included in Appendix C. Where a classification is above market, it has been recommended that no salary adjustment occur.

The City currently has some classifications on a seven step system, some of five steps and some on a single step. The salary recommendations place all classifications, with the exception of the City Administrator on a seven step system with 5% between steps.

APPENDIX A

DETAILED DATASHEETS

APPENDIX B

MISCELLANEOUS BENEFIT DATA

APPENDIX C

SALARY RECOMMENDATIONS
Appendix A City of Gridley
Total Compensation Study
4/2025
Survey Classification
Gridley Maximum
Base Salary
Labor Market Median
Base Salary
% Gridley Is Above or
Below Labor Market
Median Gridley Total Cash
Labor Market
Median Total Cash
% Gridley Is Above
or Below Labor
Market Median
Gridley Total
Compensation
Labor Market
Median Total
Compensation
% Gridley Is Above
or Below Labor
Market Median Comparability
Accountant I $6,992 $7,930 -13.42% $8,150 $8,023 1.55% $11,018 $9,649 12.43% 4 Accounting Technician $5,504 $5,548 -0.80% $6,532 $6,172 5.51% $9,364 $8,729 6.78% 7 Administrative Secretary $5,502 $5,423 1.43% $6,406 $5,423 15.34% $9,238 $7,793 15.64% 7 Administrative Service Clerk II $5,240 $4,704 10.24% $6,232 $4,893 21.49% $9,058 $7,915 12.62% 8 Animal Control Officer $4,864 $5,007 -2.94% $6,146 $5,414 11.92% $8,912 $7,863 11.78% 4 Assistant Finance Director $7,322 Insuff Data --- $7,505 Insuff Data --- $10,394 Insuff Data --- 0 Business Services Supervisor $6,853 Insuff Data --- $8,002 Insuff Data --- $10,868 Insuff Data --- 1 City Administrator $12,801 $18,297 -42.93% $13,039 $18,550 -42.26% $16,009 $21,272 -32.87% 10 Code Enforcement Officer Market Check $6,992 Market Check Market Check $7,243 Market Check Market Check $9,377 Market Check 4 Community Services Officer $4,376 $5,259 -20.17% $5,649 $5,849 -3.54% $8,408 $8,385 0.27% 7 Deputy City Clerk $6,417 Insuff Data --- $6,591 Insuff Data --- $9,458 Insuff Data --- 2 Electric Line Worker $11,434 $12,881 -12.66% $13,513 $13,733 -1.63% $16,452 $16,383 0.42% 9 Electric Supervisor $12,952 $15,821 -22.15% $15,281 $16,586 -8.54% $18,242 $18,599 -1.96% 7 Electric Utility Director $14,168 $24,476 -72.76% $14,420 $24,476 -69.74% $17,410 $28,988 -66.50% 7 Electrical Ground Support Worker $7,530 Insuff Data --- $7,982 Insuff Data --- $10,864 Insuff Data --- 2 Finance Director $11,614 $14,879 -28.11% $11,840 $15,079 -27.35% $14,793 $16,935 -14.48% 5 Human Resources Manager $6,589 Insuff Data --- $6,765 Insuff Data --- $9,636 Insuff Data --- 2 Maintenance Supervisor $7,245 $6,635 8.42% $10,347 $8,012 22.57% $13,222 $10,206 22.81% 6 Maintenance Worker II $5,193 $4,765 8.23% $7,621 $5,447 28.52% $10,445 $8,176 21.72% 10 Planning Technician Market Check $5,403 Market Check Market Check $5,736 Market Check Market Check $7,505 Market Check 3 Police Chief $11,614 $13,333 -14.80% $11,948 $15,448 -29.29% $14,902 $18,406 -23.52% 9 Police Lieutenant $10,099 $11,443 -13.31% $10,418 $12,460 -19.60% $13,350 $15,011 -12.44% 8 Police Officer $6,408 $6,724 -4.93% $7,963 $8,095 -1.65% $10,752 $10,945 -1.79% 9 Police Sergeant $7,726 $7,946 -2.85% $9,478 $9,374 1.09% $12,285 $12,596 -2.53% 9 Principal Planner $8,458 $9,798 -15.84% $8,653 $10,430 -20.55% $11,560 $13,981 -20.94% 4 Public Safety Dispatcher and Records
Supervisor $5,106 $7,089 -38.84% $6,393 $7,539 -17.92% $9,163 $9,643 -5.25% 5 Public Safety Dispatcher $4,864 $5,259 -8.11% $6,146 $5,870 4.50% $8,912 $8,412 5.62% 6 Public Works Director $11,614 $12,461 -7.29% $11,840 $12,830 -8.36% $14,793 $16,716 -12.99% 8 Recreation Coordinator $3,725 Insuff Data --- $3,872 Insuff Data --- $6,672 Insuff Data --- 1 Recreation Director Market Check $9,551 Market Check Market Check $9,676 Market Check Market Check $13,996 Market Check 3 Transit Vehicle Operator $5,973 Insuff Data --- $7,063 Insuff Data --- $9,907 Insuff Data --- 0 Utility Technician $6,127 $6,238 -1.82% $7,205 $6,426 10.81% $10,052 $8,676 13.69% 5 Average -13.43% Average -5.78% Average -3.25%
Total Cash Total Compensation
Median
Base Salary

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7.5%-MA; 2.5%-
Cert; 1.25% CPR
and First Aid NA $0 $6,172 $0 $3,511 $115 $7 DNA $0 $0 $424 $10,229 0% $0 $10,229 Orland Accounting Technician II $4,449 $5,408 $0 $135 $0 NA $135 $5,678 $0 $2,331 $112 $25 $17 $0 $0 $414 $8,577 0% $0 $8,577 Oroville Accounting Technician II $3,747 $5,271 $0 $0 $313 $250-BA;
$750/yearNotary (Notary
pay goes to FSA
or Def Comp) NA $83 $5,667 $0 $1,596 $60 $5 $16 $13 $0 $76 $7,432 0% $0 $7,432 Williams Accounting Specialist III $4,972 $6,043 $250 $302 $125 $125-max NA $150 $6,871 $1,900 inc inc inc inc DNA $0 $462 $9,233 0% $0 $9,233 III level does payroll Yuba City No Comparable Class Accounting Technician is not budgeted $5,548 $6,172 $8,729
-0.80% 5.51% 6.78%
7 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used % Gridley is Above or Below Median
Labor Market Median
# Of Comparable Matches

Page 3 of 33 ends

1.43% 15.34% 15.64%
7 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used % Gridley is Above or Below Median
Labor Market Median
# Of Comparable Matches

Page 4 of 33 ends

7.5%-MA; 2.5%-
Cert; 1.25% CPR
and First Aid NA $0 $5,730 $0 $3,511 $115 $7 DNA $0 $0 $394 $9,757 0% $0 $9,757 Orland Administrative Technician $3,295 $4,006 $0 $100 $0 NA $100 $4,206 $0 $2,331 $112 $25 $17 $0 $0 $306 $6,997 0% $0 $6,997 Oroville No Comparable Class
Williams Accounting Specialist II $4,617 $5,612 $250 $281 $125 $125-max NA $150 $6,417 $1,900 inc inc inc inc DNA $0 $429 $8,747 0% $0 $8,747 Clerical Yuba City Account Clerk-Intermediate $3,909 $4,752 $22 $0 $0 NA $107 $4,881 $0 $1,508 $120 inc $2 $0 $0 $69 $6,580 0% $0 $6,580 $4,704 $4,893 $7,915

10.24% 21.49% 12.62%
8 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 5 of 33 ends

Page 6 of 33 ends

Page 7 of 33 ends

Page 8 of 33 ends

Appendix A City of Gridley
Total Compensation Study
PEPRA 4/2025
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Deferred
Compensation
(PEPRA)
Longevity
pay at 10
Years
Certification/
Education Pay
Certification/
Education Pay
Notes
Uniform
AllowanceSworn Only
Bilingual Pay
(includued only
if ALL all
elgible; if
limited by
assignment or
number, not
included) Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
(PEPRA)
Employer's
Portion of
Retirement
Paid by the
Employee
($) (PEPRA)
Total
Compensation
minus ER
portion of
retirement paid
by EE Comments
Gridley City Administrator $12,801 $12,801 $0 $128 $0 NA $110 $13,039 $0 $2,487 $197 $0 $24 $77 $0 $186 $16,009 0% $0 $16,009 Chico City Manager $18,458 $18,458 $750 $0 $0 NA $0 $19,208 $0 $1,888 $58 $5 $22 $88 $0 $268 $21,536 3% $554 $20,982 Colusa City Manager $15,719 $18,219 $0 $0 $0 NA $0 $18,219 $0 $2,733 $217 $20 $14 $0 $0 $1,174 $22,378 0% $0 $22,378 Grass Valley City Manager $19,193 $19,193 $217 $0 $0 NA $0 $19,410 $0 $3,901 $188 $27 $42 DNA $0 $1,188 $24,756 0% $0 $24,756 Live Oak City Manager $12,750 $19,125 $0 $0 $0 NA $125 $19,250 $0 $3,454 $111 $23 DNA DNA $0 $1,187 $24,026 0% $0 $24,026 Have interim Marysville City Manager $17,134 $17,134 $500 $0 $0 NA $0 $17,634 $0 $1,454 $115 $16 DNA DNA $0 $248 $19,468 0% $0 $19,468 Nevada City City Manager $15,521 $15,521 $108 $0 $1,164 7.5% MA NA $0 $16,793 $0 $3,511 $115 $7 DNA $0 $0 $1,135 $21,561 0% $0 $21,561 Orland City Manager $14,417 $14,417 $0 $0 $0 NA $0 $14,417 $0 $2,036 $111 $25 $17 $0 $0 $1,103 $17,709 0% $0 $17,709 No job description Oroville City Administrator/City Clerk $14,011 $18,776 $939 $0 $563 3% MA NA $0 $20,278 $0 $1,596 $60 $5 $58 $27 $0 $272 $22,295 0% $0 $22,295 Williams City Administrator $13,658 $13,658 $250 $546 $0 NA $0 $14,455 $1,900 inc inc inc inc DNA $0 $1,045 $17,400 0% $0 $17,400 Yuba City City Manager $18,375 $18,375 $505 $0 $0 NA $0 $18,880 $0 $1,508 $120 inc $13 DNA $0 $266 $20,787 0% $0 $20,787 $18,297 $18,550 $21,272
-42.93% -42.26% -32.87%
10 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 9 of 33 ends

7.5%-MA; 2.5%-
Cert; 1.25% CPR
and First Aid NA $0 $5,322 $0 $3,511 $115 $7 DNA $0 $0 $366 $9,321 0% $0 $9,321 Orland No Comparable Class
Oroville Code Enforcement Technician $5,292 $7,448 $0 $0 $250 $250-BA NA $83 $7,781 $0 $1,596 $60 $5 $23 $18 $0 $108 $9,591 0% $0 $9,591 Williams No Comparable Class
Yuba City Code Enforcement Officer II $5,377 $6,536 $22 $0 $0 NA $147 $6,705 $0 $1,508 $120 inc $2 $0 $0 $95 $8,430 0% $0 $8,430 $6,992 $7,243 $9,377
Market
Check
Market
Check Market Check
4 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 10 of 33 ends

Appendix A City of Gridley
Total Compensation Study
PEPRA 4/2025
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Deferred
Compensation
(PEPRA)
Longevity
pay at 10
Years
Certification/
Education Pay
Certification/
Education Pay
Notes
Uniform
AllowanceSworn Only
Bilingual Pay
(includued only
if ALL all
elgible; if
limited by
assignment or
number, not
included) Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
(PEPRA)
Employer's
Portion of
Retirement
Paid by the
Employee
($) (PEPRA)
Total
Compensation
minus ER
portion of
retirement paid
by EE Comments
Gridley Community Services Officer $3,344 $4,376 $50 $88 $804 $191- Int POST;
$191- Adv
POST; $191-
Supv POST;
$231-MA NA $331 $5,649 $0 $2,487 $197 $0 $12 $0 $0 $63 $8,408 0% $0 $8,408 Chico Community Services Officer II $3,923 $5,259 $526 $0 $263 5% max NA $0 $6,048 $0 $1,888 $58 $5 $6 $25 $0 $76 $8,106 6% $316 $7,791 Property and Evidence Technician is lower paid Colusa No Comparable Class
Grass Valley
Police Evidence/Property
Technician $4,374 $5,317 $0 $133 $399 7.5% max NA $0 $5,849 $2,283 inc inc inc $11 $53 $0 $407 $8,602 0% $0 $8,602 Community Services Officer II is lower paid Live Oak No Comparable Class
Marysville Community Services Officer II $3,817 $4,640 $0 $116 $614 5%-BA; $150-
MA; 5%-Adv
POST NA $0 $5,370 $0 $2,816 $115 $16 DNA DNA $0 $67 $8,385 0% $0 $8,385 Nevada City No Comparable Class
Orland Community Services Officer $3,887 $4,815 $0 $120 $457 9.5% max $100 $0 $5,493 $0 $2,036 $113 $25 $17 $0 $0 $368 $8,052 0% $0 $8,052 Oroville
Municipal Law Enforcement
Officer $3,742 $5,015 $0 $0 $250 $250-BA NA $200 $5,465 $0 $1,944 $60 $5 $16 $12 $0 $73 $7,573 3% $150 $7,423 Williams Police Service Technician II $5,011 $6,091 $50 $305 $225 $225-max NA $150 $6,821 $2,100 inc inc inc inc DNA $0 $466 $9,387 0% $0 $9,387 Broad Yuba City Field Services Technician $4,558 $5,539 $0 $138 $277 5% max NA $125 $6,079 $0 $2,222 $120 inc $1 $0 $19 $80 $8,521 0% $0 $8,521 Community Services Officer is lower paid $5,259 $5,849 $8,385
-20.17% -3.54% 0.27%
7 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used % Gridley is Above or Below Median
Labor Market Median
# Of Comparable Matches

Page 11 of 33 ends

Appendix A City of Gridley
Total Compensation Study
PEPRA 4/2025
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Deferred
Compensation
(PEPRA)
Longevity
pay at 10
Years
Certification/
Education Pay
Certification/
Education Pay
Notes
Uniform
AllowanceSworn Only
Bilingual Pay
(includued only
if ALL all
elgible; if
limited by
assignment or
number, not
included) Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
(PEPRA)
Employer's
Portion of
Retirement
Paid by the
Employee
($) (PEPRA)
Total
Compensation
minus ER
portion of
retirement paid
by EE Comments
Gridley Deputy City Clerk $5,279 $6,417 $0 $64 $0 $0 $110 $6,591 $0 $2,487 $197 $0 $24 $66 $0 $93 $9,458 0% $0 $9,458 No job description Chico Deputy City Clerk $5,868 $7,864 $0 $0 $25 $25-Notary NA $0 $7,889 $0 $1,888 $58 $5 $9 $37 $0 $114 $10,001 3% $236 $9,765 Provides varied technical, specialized, and
confidential office administrative support work for
the City Clerk’s Office; prepares document and
agenda packets for public meetings; assists with
coordination of municipal elections; receives,
processes, and distributes a variety of legal and
other documents related to the functions of the
City; ensures City compliance with the Public
Records Act; acts on behalf of the City Clerk if
absent or unavailable
Colusa No Comparable Class
Grass Valley No Comparable Class
Deputy City Clerk/Management Services Analyst
is not used
Live Oak No Comparable Class
Marysville No Comparable Class Not using Deputy City Clerk Nevada City No Comparable Class
Administrative Services Manager/Deputy City
Clerk
Orland No Comparable Class
Oroville Deputy City Clerk $6,742 $9,487 $474 $0 $285 3% MA NA $0 $10,246 $0 $1,596 $60 $5 $29 $23 $0 $138 $12,096 0% $0 $12,096 BA;; Under the general direction of the City
Administrator (acting as City Clerk), performs the
statutory duties of City Clerk under the provisions
of the City Charter, City Code and state law;
plans, directs and coordinates the activities of the
City Clerk’s Office; provides responsible,
professional staff assistance to the City
Administrator and City Council
Williams No Comparable Class
Yuba City No Comparable Class
Insuff Data Insuff Data Insuff Data
--- --- ---
2 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 12 of 33 ends

Appendix A City of Gridley
Total Compensation Study
PEPRA 4/2025
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Deferred
Compensation
(PEPRA)
Longevity
pay at 10
Years
Certification/
Education Pay
Certification/
Education Pay
Notes
Uniform
AllowanceSworn Only
Bilingual Pay
(includued only
if ALL all
elgible; if
limited by
assignment or
number, not
included) Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
(PEPRA)
Employer's
Portion of
Retirement
Paid by the
Employee
($) (PEPRA)
Total
Compensation
minus ER
portion of
retirement paid
by EE Comments
Gridley Electric Line Worker $11,434 $11,434 $0 $114 $1,487 $915 - Rubber
glove; 5%-MA NA $478 $13,513 $0 $2,487 $197 $0 $12 $77 $0 $166 $16,452 0% $0 $16,452 Chico No Comparable Class
Colusa No Comparable Class
Grass Valley No Comparable Class
Live Oak No Comparable Class
Marysville No Comparable Class
Nevada City No Comparable Class
Orland No Comparable Class
Oroville No Comparable Class
Williams No Comparable Class
Yuba City No Comparable Class
Healdsburg Lineworker-Troubleshooter $10,370 $12,604 $125 $378 $0 NA $200 $13,307 $0 $2,674 $143 $18 $14 $44 $0 $183 $16,383 0% $0 $16,383 Lassen Municipal Utility
District Lineman $11,161 $11,161 $670 $0 $0 $0 NA $0 $11,831 $3,348 inc inc inc $76 $22 $0 $162 $15,439 0% $0 $15,439 Lodi Electric Lineperson $13,936 $14,633 $439 $0 $50 $600/year-Class NA $0 $15,122 $0 $2,125 $125 $21 $88 DNA-Self
Funded $0 $212 $17,694 2% $293 $17,401
Plumas Sierra Rural Electric
Cooperative Lineman $10,471 $10,471 $628 $0 $628 6% Rubberglove NA $0 $11,728 $0 $2,804 $183 $71 $44 $0 $292 $801 $15,922 0% $0 $15,922 Redding Line Technician $12,835 $12,835 $0 $0 $898
Salary difference
for Rubberglove
rate NA $0 $13,733 $1,727 inc inc inc $24 $20 $0 $186 $15,690 0% $0 $15,690 Roseville Electric Line Technician $15,962 $15,962 $579 $0 $0 NA $100 $16,641 $2,415 inc inc inc $22 $17 $100 $231 $19,427 0% $0 $19,427 Shasta Lake Electric Lineman $13,733 $13,733 $0 $0 $0 NA $0 $13,733 $0 $2,636 $221 $43 $35 $47 $0 $199 $16,914 0% $0 $16,914 Truckee Donner Public
Utility District Journeyman Lineman $14,355 $14,355 $1,045 $287 $0 NA $0 $15,687 $0 $3,772 $190 $125 $96 $4 $0 $1,098 $20,972 0% $0 $20,972

1.89% added back to base salary for retirement
related purposes
Ukiah Lineperson $12,260 $12,881 $0 $129 $0 NA $0 $13,010 $0 $2,371 $122 $15 $2 $0 $0 $187 $15,707 0% $0 $15,707 $12,881 $13,733 $16,383
-12.66% -1.63% 0.42%
9 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 13 of 33 ends

Appendix A City of Gridley
Total Compensation Study
PEPRA 4/2025
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Deferred
Compensation
(PEPRA)
Longevity
pay at 10
Years
Certification/
Education Pay
Certification/
Education Pay
Notes
Uniform
AllowanceSworn Only
Bilingual Pay
(includued only
if ALL all
elgible; if
limited by
assignment or
number, not
included) Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
(PEPRA)
Employer's
Portion of
Retirement
Paid by the
Employee
($) (PEPRA)
Total
Compensation
minus ER
portion of
retirement paid
by EE Comments
Gridley Electric Supervisor $12,952 $12,952 $0 $130 $1,684 $1,036 -
Rubberglove;
5%-MA NA $516 $15,281 $0 $2,487 $197 $0 $12 $77 $0 $188 $18,242 0% $0 $18,242 Chico No Comparable Class
Colusa No Comparable Class
Grass Valley No Comparable Class
Live Oak No Comparable Class
Marysville No Comparable Class
Nevada City No Comparable Class
Orland No Comparable Class
Oroville No Comparable Class
Williams No Comparable Class
Yuba City No Comparable Class
Healdsburg No Comparable Class
Electric Operations Superintendent is Division
Manager; Foreman is not full supervisor
Lassen Municipal Utility
District Line Crew Foreman $12,274 $12,274 $736 $0 $0 $0 NA $0 $13,010 $3,348 inc inc inc $84 $22 $0 $178 $16,643 0% $0 $16,643 Supervises Lodi Electric Foreperson $16,556 $16,556 $497 $0 $50 $600/year-Class NA $0 $17,103 $0 $2,125 $125 $21 $88 DNA-Self
Funded $0 $240 $19,702 2% $331 $19,371
Plumas Sierra Rural Electric
Cooperative General Foreman $11,865 $11,865 $712 $0 $712 Salary Difference
for Rubber Glove
cert NA $0 $13,289 $0 $2,804 $183 $71 $50 $0 $292 $908 $17,596 0% $0 $17,596 Redding
Electric Program SupervisorLine $12,758 $16,586 $0 $0 $0 NA $0 $16,586 $1,727 inc inc inc $24 $22 $0 $240 $18,599 0% $0 $18,599 Roseville Electric Operations Supervisor $15,794 $21,165 $635 $529 $0 NA $100 $22,429 $2,415 inc inc inc $29 $10 $100 $307 $25,290 0% $0 $25,290 Broad Shasta Lake No Comparable Class
Electric Operations Manager; Electric Lead
Lineman
Truckee Donner Public Utility
District Electric Foreman $15,821 $15,821 $1,152 $316 $0 NA $0 $17,289 $0 $3,772 $190 $125 $106 $5 $0 $1,139 $22,625 0% $0 $22,625

1.89% added back to base salary for retirement
related purposes; one that covers both power
services and service crew
Ukiah Electrical Crew Foreperson $14,169 $14,169 $0 $142 $0 NA $0 $14,311 $0 $2,371 $122 $15 $2 $0 $0 $205 $17,026 0% $0 $17,026 $15,821 $16,586 $18,599
-22.15% -8.54% -1.96%
7 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 14 of 33 ends

Appendix A City of Gridley
Total Compensation Study
PEPRA 4/2025
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Deferred
Compensation
(PEPRA)
Longevity
pay at 10
Years
Certification/
Education Pay
Certification/
Education Pay
Notes
Uniform
AllowanceSworn Only
Bilingual Pay
(includued only
if ALL all
elgible; if
limited by
assignment or
number, not
included) Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
(PEPRA)
Employer's
Portion of
Retirement
Paid by the
Employee
($) (PEPRA)
Total
Compensation
minus ER
portion of
retirement paid
by EE Comments
Gridley Electric Utility Director $14,168 $14,168 $0 $142 $0 NA $110 $14,420 $0 $2,487 $197 $0 $24 $77 $0 $205 $17,410 0% $0 $17,410 Chico No Comparable Class
Colusa No Comparable Class
Grass Valley No Comparable Class
Live Oak No Comparable Class
Marysville No Comparable Class
Nevada City No Comparable Class
Orland No Comparable Class
Oroville No Comparable Class
Williams No Comparable Class
Yuba City No Comparable Class
Healdsburg Utility Director $16,488 $20,043 $0 $601 $0 NA $0 $20,644 $0 $2,674 $143 $18 $19 $52 $0 $291 $23,841 0% $0 $23,841 Electric, water treatment, water distribution, solid
waste and wastewater
Lassen Municipal Utility
District No Comparable Class General Manager
Lodi Electric Utility Director $23,449 $28,502 $855 $0 $0 NA $0 $29,357 $0 $2,006 $125 $21 $88 DNA-Self
Funded $0 $413 $32,010 6% $1,710 $30,300
Plumas Sierra Rural Electric
Cooperative No Comparable Class General Manager
Redding Director of Electric Utility $21,028 $27,337 $0 $0 $0 NA $0 $27,337 $1,727 inc inc inc $24 $22 $0 $396 $29,506 0% $0 $29,506 Roseville Electric Utility Director $24,973 $33,467 $1,004 $837 $0 NA $100 $35,408 $2,415 inc inc inc $46 $10 $100 $485 $38,464 0% $0 $38,464 Shasta Lake Electric Utility Director $24,476 $24,476 $0 $0 $0 NA $0 $24,476 $0 $2,636 $221 $43 $35 $47 $0 $355 $27,812 0% $0 $27,812 Truckee Donner Public Utility
District
Director of Electric Power
Supply $17,715 $21,532 $1,568 $431 $0 NA $0 $23,531 $0 $3,772 $190 $125 $144 $5 $0 $1,222 $28,988 0% $0 $28,988

1.89% added back to base salary for retirement
related purposes; Director of Electric Engineering
and Operations is paid the same
Ukiah Electric Utility Director $16,592 $20,168 $0 $83 $0 NA $0 $20,251 $0 $2,371 $122 $15 $0 $0 $0 $292 $23,052 0% $0 $23,052 $24,476 $24,476 $28,988
-72.76% -69.74% -66.50%
7 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 15 of 33 ends

Page 16 of 33 ends

Page 17 of 33 ends

7.5%-MA; 1.25%-
CPR and First
Aid; 2.5% Cert NA $0 $8,507 $0 $3,511 $115 $7 DNA DNA $0 $585 $12,725 0% $0 $12,725 Also Deputy City Clerk Orland No Comparable Class
Oroville Human Resources Manager $6,728 $9,766 $0 $0 $250 $250-BA NA $0 $10,016 $0 $1,596 $60 $5 $30 $23 $0 $142 $11,871 3% $293 $11,578 Williams No Comparable Class
Yuba City No Comparable Class Human Resources Manager not budgeted Insuff Data Insuff Data Insuff Data
--- --- ---
2 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 18 of 33 ends

7.5% max
educational
incentive; 10%
max cert
incentive NA $0 $7,747 $2,283 inc inc inc $11 $65 $0 $494 $10,599 0% $0 $10,599 Senior is Supervisory level; construction,
maintenance, operation and repair of City owned
and operated water distribution system, sewer
collection system, associated storage facilities, and
other related work as required; Class B; D2
preferred
Live Oak No Comparable Class Lead and Director
Marysville Lead Maintenance Worker $5,000 $6,500 $0 $0 $0 NA $0 $6,500 $0 $1,454 $115 $16 DNA DNA $0 $94 $8,180 0% $0 $8,180 This is a working supervisor and directly supervises Nevada City No Comparable Class Public Works Superintendent Orland Public Works Supervisor $5,570 $6,770 $271 $169 $1,354 10% max cert;
10% max degree NA $169 $8,733 $0 $2,036 $111 $25 $17 $0 $0 $518 $11,440 0% $0 $11,440 Water production and distribution, sewer collection,
wastewater treatment, industrial waste collection
storm drainage, parks, streets, gutters, sidewalks,
traffic safety, fleet maintenance and facility
maintenance. Distribution Level: D2) required within
24 months of employment and sewer level highly
desired
Oroville No Comparable Class Manager level
Williams Maintenance Supervisor $5,314 $6,459 $250 $323 $125 $125-max NA $150 $7,307 $1,900 inc inc inc inc DNA $0 $494 $9,701 0% $0 $9,701 Maintenance of parks, streets, water, buildings,
and other public works areas; Class B
Yuba City
Wastewater Collection
Supervisor $6,816 $8,285 $50 $0 $50 $50/m max NA $116 $8,501 $0 $1,508 $120 inc $5 DNA $0 $120 $10,254 0% $0 $10,254 Have separate supervisors; Water Distribution
Supervisor requires D4; Street Maintenance
Supervisor, Park Maintenance Supervisor, Facility
Maintenance Supervisor-all lower paid
$6,635 $8,012 $10,206

8.42% 22.57% 22.81%
6 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 19 of 33 ends

Colusa Senior Maintenance Worker $3,900 $4,740 $0 $190 $500 $250-BA; $125
Arborist; $125-
Utilities Grade 4
WW; max of 3
certs NA $0 $5,430 $0 $2,733 $217 $20 $14 $0 $0 $363 $8,777 0% $0 $8,777 Senior is journey level; maintenance, repair,
construction, and clean-up of City streets, sewers,
water, storm drains, parks, landscaped areas, and
recreation facilities; Possession of an appropriate
California Driver’s License, as determined by the
equipment operation needs and service
requirements of the City
Grass Valley Maintenance Worker II $3,869 $4,703 $0 $118 $823

7.5% max
educational
incentive; 10% NA $0 $5,644 $2,283 inc inc inc $11 $47 $0 $360 $8,344 0% $0 $8,344 Streets, Sewer, Facilities, and Parks Divisions;
Class B within 6 months
Live Oak Maintenance Worker II $3,723 $4,812 $0 $0 $0 NA $0 $4,812 $0 $3,454 $111 $23 DNA DNA $0 $368 $8,769 0% $0 $8,769 Maintenance and repair of City facilities, roads,
parks, grounds, plantings, streets, trees, recreation
Marysville Maintenance Worker II $3,690 $4,486 $0 $112 $155 3% max cert;
$250/year-AA NA $0 $4,754 $0 $1,454 $115 $16 DNA DNA $0 $65 $6,404 0% $0 $6,404 Construction, maintenance and repair work involving
public works, sewer and drainage systems,
buildings, parking meters, and other public facilities; Class C
Nevada City Maintenance Worker II $4,135 $5,026 $0 $0 $817

7.5% MA; 3.75%
certs; 5%
distribution ww
treatment and/or
water treatment NA $0 $5,843 $0 $3,511 $115 $7 DNA DNA $0 $384 $9,860 0% $0 $9,860 Construction, maintenance and repair work involving
public works, sewer and drainage systems, water
distribution systems, buildings, parking meters and
pay stations, open space, right-of-way, creeks and
vegetation and other public facilities; Class C; Work
Zone Traffic Control Safety Certificate or successful
completion of the Traffic Control Technician-CA
State Specific Training Course through the
American Traffic Safety Services Association
(ATSSA) is required within one year of appointment;
Water Distribution Grade I Certificate required
within one year of appointment; California Water
Education Academy (CWEA) Wastewater
Certificate desirable.

Orland Maintenance Worker $3,799 $4,617 $0 $115 $462 10% max cert NA $115 $5,310 $0 $2,331 $112 $25 $17 $0 $0 $353 $8,147 0% $0 $8,147 Construction, operation, repair, maintenance, and
replacement of City water, sewer, street, and storm
drainage facilities and systems; Valid State Driver's
license and CDL certification, or ability to obtain one Oroville Public Works Operator II $3,655 $5,142 $0 $0 $333 $1000/year-CDL;
$250-BA NA $83 $5,559 $0 $1,596 $60 $5 $16 $12 $0 $75 $7,322 0% $0 $7,322 Construction, maintenance and repair of City
streets, storm drains, sewer systems, and related
appurtenances; Class B; Park Maintenance
Williams Public Works Maintenance $3,780 $4,594 $250 $230 $125 $125-max NA $150 $5,349 $1,900 inc inc inc inc DNA $0 $351 $7,600 0% $0 $7,600 Parks, streets, lights, water, wastewater collections,
landscape, buildings and grounds, flood control,
storm drains, special events, traffic control and
general janitorial functions
Yuba City
Wastewater Collection
Maintenance Worker II $5,215 $6,229 $22 $0 $93

1.5% passenger
endorsement NA $140 $6,484 $0 $1,508 $120 inc $2 $0 $0 $90 $8,205 0% $0 $8,205 Park Maintenance Worker II, Public Works
Maintenance Worker II and Building Maintenance
Worker II are all lower paid
$4,765 $5,447 $8,176

8.23% 28.52% 21.72%
10 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 20 of 33 ends

7.5%-MA; 1.25%-
CPR and First
Aid NA $0 $7,350 $0 $3,511 $115 $7 DNA DNA $0 $517 $11,500 0% $0 $11,500 Orland No Comparable Class
Oroville
Community Development
Technician II-Planning $3,840 $5,403 $0 $0 $250 $250-BA NA $83 $5,736 $0 $1,596 $60 $5 $17 $13 $0 $78 $7,505 0% $0 $7,505 Williams No Comparable Class
Yuba City No Comparable Class
$5,403 $5,736 $7,505
Market
Check
Market
Check Market Check
3 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 21 of 33 ends

Appendix A City of Gridley
Total Compensation Study
PEPRA 4/2025
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Deferred
Compensation
(PEPRA)
Longevity
pay at 10
Years
Certification/
Education Pay
Certification/
Education Pay
Notes
Uniform
AllowanceSworn Only
Bilingual Pay
(includued only
if ALL all
elgible; if
limited by
assignment or
number, not
included) Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
(PEPRA)
Employer's
Portion of
Retirement
Paid by the
Employee
($) (PEPRA)
Total
Compensation
minus ER
portion of
retirement paid
by EE Comments
Gridley Police Chief $11,614 $11,614 $0 $116 $0 $108 $110 $11,948 $0 $2,487 $197 $0 $24 $77 $0 $168 $14,902 0% $0 $14,902 Chico Chief of Police $20,080 $20,080 $0 $0 $0 Unknown $0 $20,080 $0 $1,888 $58 $5 $24 $89 $0 $291 $22,435 3% $602 $21,832 Colusa Police Chief $8,838 $11,280 $0 $0 $475
$120-BA; $100-
AA; $125-Adv
POST $65 $0 $11,820 $0 $2,733 $217 $20 $14 $0 $0 $863 $15,668 0% $0 $15,668 Grass Valley Police Chief $13,290 $19,074 $333 $0 $0 $73 $0 $19,480 $0 $3,901 $188 $27 $42 DNA $0 $1,186 $24,824 0% $0 $24,824 Live Oak No Comparable Class Sutter County Sheriff
Marysville Police Chief $10,667 $13,333 $0 $0 $0 provided $0 $13,333 $0 $1,454 $115 $16 DNA DNA $0 $193 $15,112 0% $0 $15,112 No job description Nevada City Police Chief $12,420 $12,420 $108 $621 $2,174 17.5% max $125 $0 $15,448 $0 $3,511 $115 $7 DNA DNA $0 $950 $20,031 0% $0 $20,031 Orland Police Chief $10,308 $10,308 $412 $0 $0 $100 $0 $10,821 $0 $2,036 $111 $25 $17 $0 $0 $789 $13,798 0% $0 $13,798 Oroville Police Chief $11,289 $15,884 $0 $0 $477 3% MA $79 $0 $16,440 $0 $1,596 $60 $5 $49 $27 $0 $230 $18,406 0% $0 $18,406 Interim Williams Police Chief $11,158 $11,158 $50 $446 $0 NA $0 $11,655 $2,100 inc inc inc inc DNA $0 $854 $14,608 0% $0 $14,608 Yuba City Police Chief $14,311 $17,396 $200 $0 $0 $75 $0 $17,671 $0 $2,222 $120 inc $13 DNA $0 $252 $20,278 0% $0 $20,278 $13,333 $15,448 $18,406
-14.80% -29.29% -23.52%
9 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used % Gridley is Above or Below Median
Labor Market Median
# Of Comparable Matches

Page 22 of 33 ends

7.5%-MA; 14%-
POST certs $83 $0 $12,580 $0 $3,511 $115 $7 DNA DNA $0 $787 $16,999 0% $0 $16,999 Orland No Comparable Class
Oroville Police Lieutenant $8,536 $12,011 $0 $0 $250 $250-BA $79 $0 $12,340 $0 $1,596 $60 $5 $37 $27 $0 $174 $14,239 3% $360 $13,878 Williams Police Lieutenant $7,075 $8,600 $50 $430 $225 $225-max $125 $150 $9,580 $2,100 inc inc inc inc DNA $0 $658 $12,337 0% $0 $12,337 Yuba City Police Lieutenant $10,638 $12,930 $100 $0 $323 2.5% max $75 $181 $13,609 $0 $2,222 $120 inc $5 $0 $0 $187 $16,143 0% $0 $16,143 $11,443 $12,460 $15,011
-13.31% -19.60% -12.44%
8 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 23 of 33 ends

Appendix A City of Gridley
Total Compensation Study
PEPRA 4/2025
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Deferred
Compensation
(PEPRA)
Longevity
pay at 10
Years
Certification/
Education Pay
Certification/
Education Pay
Notes
Uniform
AllowanceSworn Only
Bilingual Pay
(includued only
if ALL all
elgible; if
limited by
assignment or
number, not
included) Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
(PEPRA)
Employer's
Portion of
Retirement
Paid by the
Employee
($) (PEPRA)
Total
Compensation
minus ER
portion of
retirement paid
by EE Comments
Gridley Police Officer $4,898 $6,408 $50 $128 $935
;
$217- Adv
POST; $217-
Supv POST; $108 $334 $7,963 $0 $2,487 $197 $0 $12 $0 $0 $93 $10,752 0% $0 $10,752 Chico Police Officer $6,634 $8,890 $889 $0 $444 5% max $108 $0 $10,331 $0 $1,888 $3 $5 $10 $30 $100 $129 $12,496 3% $267 $12,230 Colusa Police Officer $4,620 $5,616 $0 $225 $475 $475- max $65 $0 $6,381 $0 $2,733 $217 $20 $14 $0 $0 $430 $9,795 0% $0 $9,795 Grass Valley Police Officer II $6,504 $8,719 $262 $218 $654 7.5% max $73 $0 $9,925 $2,130 inc inc inc $11 $0 $0 $667 $12,733 0% $0 $12,733 Live Oak No Comparable Class Sutter County Sheriff
Marysville Police Officer $5,265 $6,400 $0 $160 $320 5% max $83 $0 $6,963 $0 $2,816 $115 $16 DNA DNA $0 $93 $10,004 0% $0 $10,004 Nevada City Police Officer $5,425 $6,594 $0 $0 $1,418 21.5% max $83 $0 $8,095 $0 $3,511 $115 $7 DNA DNA $0 $504 $12,232 0% $0 $12,232 Orland Patrol Officer $5,170 $6,724 $0 $168 $639 9.5% max $100 $0 $7,631 $0 $2,036 $113 $25 $17 $0 $0 $514 $10,336 0% $0 $10,336 Oroville Police Officer $6,535 $8,341 $0 $0 $400 $400-max $79 $200 $9,020 $0 $1,944 $60 $5 $26 $20 $0 $121 $11,195 3% $250 $10,945 Williams Police Officer $5,241 $6,371 $50 $319 $225 $225-max $125 $150 $7,239 $2,100 inc inc inc inc DNA $0 $487 $9,827 0% $0 $9,827 Yuba City Police Officer $6,022 $7,686 $0 $192 $769 10% max $75 $108 $8,829 $0 $2,222 $120 inc $1 $0 $26 $111 $11,310 0% $0 $11,310 $6,724 $8,095 $10,945
-4.93% -1.65% -1.79%
9 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 24 of 33 ends

Appendix A City of Gridley
Total Compensation Study
PEPRA 4/2025
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Deferred
Compensation
(PEPRA)
Longevity
pay at 10
Years
Certification/
Education Pay
Certification/
Education Pay
Notes
Uniform
AllowanceSworn Only
Bilingual Pay
(includued only
if ALL all
elgible; if
limited by
assignment or
number, not
included) Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
(PEPRA)
Employer's
Portion of
Retirement
Paid by the
Employee
($) (PEPRA)
Total
Compensation
minus ER
portion of
retirement paid
by EE Comments
Gridley Police Sergeant $5,906 $7,726 $50 $155 $1,056
;
$241- Adv
POST; $241-
Supv POST; $108 $383 $9,478 $0 $2,487 $197 $0 $12 $0 $0 $112 $12,285 0% $0 $12,285 Chico Police Sergeant $9,353 $11,939 $1,194 $0 $597 5% max $108 $0 $13,839 $0 $1,888 $3 $5 $14 $30 $100 $173 $16,052 3% $358 $15,693 Colusa Police Sergeant $5,707 $6,937 $0 $277 $475 $475- max $65 $0 $7,754 $0 $2,733 $217 $20 $14 $0 $0 $531 $11,270 0% $0 $11,270 Grass Valley Police Sergeant $8,146 $10,911 $327 $273 $546 5% max $73 $0 $12,130 $2,130 inc inc inc $11 $0 $0 $835 $15,105 0% $0 $15,105 Live Oak No Comparable Class Sutter County Sheriff
Marysville Police Sergeant $6,097 $7,411 $0 $185 $741 10% max $83 $0 $8,421 $0 $2,816 $115 $16 DNA DNA $0 $107 $11,476 0% $0 $11,476 Nevada City Police Sergeant $6,291 $7,647 $0 $0 $1,644 21.5% max $83 $0 $9,374 $0 $3,511 $115 $7 DNA DNA $0 $585 $13,592 0% $0 $13,592 Orland Police Sergeant $7,060 $7,946 $0 $199 $755 9.5% max $100 $0 $9,000 $0 $2,036 $113 $25 $17 $0 $0 $608 $11,798 0% $0 $11,798 Oroville Police Sergeant $7,842 $10,009 $0 $0 $400 $400-max $79 $200 $10,688 $0 $1,944 $60 $5 $31 $24 $0 $145 $12,896 3% $300 $12,596 Williams Police Sergeant $6,183 $7,516 $50 $376 $225 $225-max $125 $150 $8,442 $2,100 inc inc inc inc DNA $0 $575 $11,117 0% $0 $11,117 Yuba City Police Sergeant $7,573 $9,206 $50 $230 $1,169 12.7% max $75 $129 $10,859 $0 $2,222 $120 inc $3 $0 $31 $133 $13,369 0% $0 $13,369 $7,946 $9,374 $12,596
-2.85% 1.09% -2.53%
9 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 25 of 33 ends

7.5%-MA; 1.25%-
CPR and First
Aid vert; 2.5%- NA $0 $9,867 $0 $3,511 $115 $7 DNA DNA $0 $678 $14,178 0% $0 $14,178 Orland No Comparable Class Contracted out
Oroville No Comparable Class
Williams City Planner $7,819 $7,819 $250 $313 $0 NA $0 $8,382 $1,900 inc inc inc inc DNA $0 $598 $10,880 0% $0 $10,880 Yuba City No Comparable Class Principal Planner not budgeted $9,798 $10,430 $13,981
-15.84% -20.55% -20.94%
4 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 26 of 33 ends

Appendix A City of Gridley
Total Compensation Study
PEPRA 4/2025
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Deferred
Compensation
(PEPRA)
Longevity
pay at 10
Years
Certification/
Education Pay
Certification/
Education Pay
Notes
Uniform
AllowanceSworn Only
Bilingual Pay
(includued only
if ALL all
elgible; if
limited by
assignment or
number, not
included) Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
(PEPRA)
Employer's
Portion of
Retirement
Paid by the
Employee
($) (PEPRA)
Total
Compensation
minus ER
portion of
retirement paid
by EE Comments
Gridley
Public Safety Dispatcher
and Records Supervisor $3,902 $5,106 $50 $102 $804
;
$191-Adv
POST; $191-
Supv POST; NA $331 $6,393 $0 $2,487 $197 $0 $12 $0 $0 $74 $9,163 0% $0 $9,163 Over Dispatch and Records Chico Communications Supervisor $6,003 $8,042 $804 $0 $402 5% max NA $0 $9,248 $0 $1,888 $58 $5 $9 $38 $0 $117 $11,363 6% $483 $10,881 Police Records Supervisor is paid the same Colusa No Comparable Class
Grass Valley No Comparable Class
Live Oak No Comparable Class Sutter County Sheriff
Marysville Dispatch/Records Supervisor $4,719 $5,736 $0 $143 $724 5%-BA; $150-
MA; 5%-Adv
POST NA $0 $6,603 $0 $2,816 $115 $16 DNA DNA $0 $83 $9,634 0% $0 $9,634 Nevada City No Comparable Class
Orland
Communications and Records
Supervisor $4,961 $6,145 $0 $154 $584 9.5% max $100 $0 $6,982 $0 $2,036 $113 $25 $17 $0 $0 $470 $9,643 0% $0 $9,643 Oroville Dispatch Supervisor $5,290 $7,089 $0 $0 $250 $250-BA NA $200 $7,539 $0 $1,944 $60 $5 $22 $17 $0 $103 $9,689 3% $213 $9,476 Have separate Records Technician Supervisor but
no salary range
Williams No Comparable Class Colusa County Sheriff
Yuba City
Communications Center
Supervisor $6,472 $7,867 $50 $197 $787 10% max NA $110 $9,011 $0 $2,222 $120 inc $3 $0 $27 $114 $11,496 0% $0 $11,496 Police Records Supervisor lower paid $7,089 $7,539 $9,643
-38.84% -17.92% -5.25%
5 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 27 of 33 ends

Appendix A City of Gridley
Total Compensation Study
PEPRA 4/2025
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Deferred
Compensation
(PEPRA)
Longevity
pay at 10
Years
Certification/
Education Pay
Certification/
Education Pay
Notes
Uniform
AllowanceSworn Only
Bilingual Pay
(includued only
if ALL all
elgible; if
limited by
assignment or
number, not
included) Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
(PEPRA)
Employer's
Portion of
Retirement
Paid by the
Employee
($) (PEPRA)
Total
Compensation
minus ER
portion of
retirement paid
by EE Comments
Gridley Public Safety Dispatcher $3,717 $4,864 $50 $97 $804 ;
$191-Adv
POST; $191-
Supv POST; NA $331 $6,146 $0 $2,487 $197 $0 $12 $0 $0 $71 $8,912 0% $0 $8,912 Chico
Public Safety DispatcherIntermediate $4,855 $6,505 $651 $0 $325 5% max NA $0 $7,481 $0 $1,888 $58 $5 $8 $31 $0 $94 $9,565 6% $390 $9,175 Colusa Police Services Technician $3,366 $4,091 $0 $164 $475 $250-BA; $100-
AA; $125-Adv
POST NA $0 $4,730 $0 $2,733 $217 $20 $14 $0 $0 $313 $8,028 0% $0 $8,028 Does Dispatch Grass Valley No Comparable Class
Live Oak No Comparable Class Sutter County Sheriff
Marysville Public Safety Dispatcher $4,096 $4,979 $0 $124 $648 5%-BA; $150-
MA; 5%-Adv
POST NA $0 $5,751 $0 $2,816 $115 $16 DNA DNA $0 $72 $8,771 0% $0 $8,771 Nevada City No Comparable Class
Orland Dispatch-Records Clerk $3,887 $4,815 $0 $120 $457 9.5% max $100 $0 $5,493 $0 $2,036 $113 $25 $17 $0 $0 $368 $8,052 0% $0 $8,052 Oroville
Public Safety Communications
Specialist/Police Dispatcher $4,132 $5,538 $0 $0 $250 $250-BA NA $200 $5,988 $0 $1,944 $60 $5 $17 $13 $0 $80 $8,107 3% $166 $7,941 Williams No Comparable Class Colusa County Sheriff
Yuba City Public Safety Dispatcher II $4,995 $6,071 $0 $152 $455 7.5% max NA $137 $6,815 $0 $2,222 $120 inc $1 $0 $21 $88 $9,266 0% $0 $9,266 $5,259 $5,870 $8,412
-8.11% 4.50% 5.62%
6 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 28 of 33 ends

Appendix A City of Gridley
Total Compensation Study
PEPRA 4/2025
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Deferred
Compensation
(PEPRA)
Longevity
pay at 10
Years
Certification/
Education Pay
Certification/
Education Pay
Notes
Uniform
AllowanceSworn Only
Bilingual Pay
(includued only
if ALL all
elgible; if
limited by
assignment or
number, not
included) Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
(PEPRA)
Employer's
Portion of
Retirement
Paid by the
Employee
($) (PEPRA)
Total
Compensation
minus ER
portion of
retirement paid
by EE Comments
Gridley Public Works Director $11,614 $11,614 $0 $116 $0 NA $110 $11,840 $0 $2,487 $197 $0 $24 $77 $0 $168 $14,793 0% $0 $14,793 Public facility engineering; construction and
maintenance of streets, storm drains, sewer
systems, water systems, and public utilities;
City building, equipment and fleet
maintenance; water and wastewater
certifications desired; BA desired; no PE
Chico No Comparable Class
Have Director of Public Works-Engineering and
Director of Public Works-Maintenance
Colusa
Public Works/Utilities
Administrator $9,667 $12,338 $0 $0 $500
$250-BA; $125-
Arborist; $125-
Grade 4 WW NA $0 $12,838 $0 $2,733 $217 $20 $14 $0 $0 $944 $16,767 0% $0 $16,767 Plans, organizes, and manages the City’s Public
Works and public utilities operations, functions, and
services; coordinates capital improvement projects
with engineering consultants; City’s water
distribution, wastewater collection, and wastewater
treatment functions; Grade III Wastewater
Treatment Plant Operator Certification; under
special circumstances the person may be deemed
qualified if they have passed the Grade III Operator
Certification Exam, are within 6 months of obtaining
their time in grade requirement for certification, and
the City has sufficient coverage to meet regulatory
requirements for those 6 months; Distribution
Operator Grade II Certification; Water Treatment
Operator Grade II certification; Class B California
Driver’s License; Cross Connection Specialist
Certification; No BA
Grass Valley
Public Works Director of
Operations $10,868 $15,747 $333 $0 $0 NA $0 $16,080 $0 $3,901 $188 $27 $42 DNA $0 $1,138 $21,376 0% $0 $21,376 Water, Wastewater, Streets, Fleet, Facilities, and
Park Maintenance; No BA required; Class B
desired; Distribution Grade III; Confined Space
Certification within 6 months of hire; Register with
the State Water Resources Control Board as
legally responsible official (LRO) to enter, certify,
and submit data into the online sanitary sewer
overflow (SSO) database on behalf of City of
Grass Valley in accordance with the latest
Statewide General Waste Discharge Requirements
for Sanitary Sewer Systems; Grade IV or higher
Wastewater Certificate, issued by the California
Water Resources Control Board and possession of
a valid State of California Grade Ill or higher Water
Treatment Plant Operator Certificate is highly
desirable.

Live Oak Director of Public Works $6,877 $10,459 $0 $0 $0 NA $125 $10,584 $0 $3,454 $111 $23 DNA DNA $0 $800 $14,973 0% $0 $14,973 Streets, utilities, water treatment and wastewater
treatment, BA; Grade 2 or higher water treatment
and distribution certification; Grade 4 or higher
wastewater treatment certification.

Marysville Public Works Director $10,083 $12,583 $0 $0 $0 NA $0 $12,583 $0 $1,454 $115 $16 DNA DNA $0 $182 $14,351 0% $0 $14,351 Parks, Streets, Public Facilities, Wastewater
Treatment/Sewage, Storm Water, and
Engineering; BA; PE desired
Nevada City
City Engineer/Public Works
Director $9,813 $11,927 $0 $0 $895 7.5% MA NA $0 $12,822 $0 $3,511 $115 $7 DNA DNA $0 $912 $17,367 0% $0 $17,367 Streets, public facilities, wastewater
treatment/sewage, storm water, water, parks and
engineering; PE; BA
Orland Director of Public Works $7,272 $8,839 $354 $221 $884 10% max cert NA $221 $10,518 $0 $2,036 $111 $25 $17 $0 $0 $676 $13,384 0% $0 $13,384 Streets, sewers, water, parks, traffic safety,
sewage treatment, engineering and maintenance;
No BA
Oroville Director of Public Works $10,190 $14,592 $730 $0 $438 3% MA NA $0 $15,759 $0 $1,596 $60 $5 $45 $27 $0 $212 $17,703 0% $0 $17,703 Public facility engineering; construction and
maintenance of streets, storm drains, sewer
systems and public utilities; municipal airport, City
building, equipment and fleet maintenance; BA; PE
required
Williams Public Works Director $13,000 $13,000 $250 $520 $0 NA $0 $13,770 $1,900 inc inc inc inc DNA $0 $995 $16,665 0% $0 $16,665 Streets, parks, water, sewer, and building
maintenance; Class B; No BA
Yuba City No Comparable Class
Public Works and Development Services Director
is over development services too
$12,461 $12,830 $16,716
-7.29% -8.36% -12.99%
8 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used # Of Comparable Matches
Labor Market Median
% Gridley is Above or Below Median

Page 29 of 33 ends

Page 30 of 33 ends

Page 31 of 33 ends

Page 32 of 33 ends

Appendix A City of Gridley
Total Compensation Study
PEPRA 4/2025
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Deferred
Compensation
(PEPRA)
Longevity
pay at 10
Years
Certification/
Education Pay
Certification/
Education Pay
Notes
Uniform
AllowanceSworn Only
Bilingual Pay
(includued only
if ALL all
elgible; if
limited by
assignment or
number, not
included) Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
(PEPRA)
Employer's
Portion of
Retirement
Paid by the
Employee
($) (PEPRA)
Total
Compensation
minus ER
portion of
retirement paid
by EE Comments
Gridley Utility Technician $6,127 $6,127 $0 $61 $686
$380 - Class B;
5% MA NA $330 $7,205 $0 $2,487 $197 $0 $12 $63 $0 $89 $10,052 0% $0 $10,052 Chico No Comparable Class
Colusa No Comparable Class
Grass Valley No Comparable Class
Live Oak No Comparable Class
Marysville No Comparable Class
Nevada City No Comparable Class
Orland No Comparable Class
Oroville No Comparable Class
Williams No Comparable Class
Yuba City No Comparable Class
Field Customer Services Representative II requires
D1
Healdsburg No Comparable Class
Utility Worker requires D2 and Wastewater
Collections II
Lassen Municipal Utility
District No Comparable Class Meter Reader/Collector is not budgeted Lodi Field Services Representative $5,132 $6,238 $187 $0 $0 NA $0 $6,426 $0 $2,006 $125 $21 $9 DNA-Self
Funded $0 $90 $8,677 5% $312 $8,365
Plumas Sierra Rural Electric
Cooperative No Comparable Class Meter Reader/Collector is not budgeted Redding
Electric Utility Field Services
Technician $7,143 $7,143 $0 $0 $0 NA $0 $7,143 $1,727 inc inc inc $16 $11 $0 $104 $9,001 0% $0 $9,001 Meter Reader is lower paid Roseville
Utility Customer Service Field
Representative II $5,237 $7,368 $221 $184 $0 NA $100 $7,873 $2,415 inc inc inc $10 $12 $100 $107 $10,517 0% $0 $10,517 Meter Reader is lower paid Shasta Lake
Meter Reader and Warehouse
Worker $5,647 $5,647 $0 $0 $0 NA $0 $5,647 $0 $2,636 $221 $43 $23 $23 $0 $82 $8,676 0% $0 $8,676 Truckee Donner Public Utility
District No Comparable Class
Meter Reader/Collections/Service Technician is not
budgeted; Meter Reader/CSR is not budgeted
Ukiah Meter Reader $4,251 $5,167 $0 $83 $0 NA $0 $5,250 $0 $2,371 $122 $15 $0 $0 $0 $75 $7,833 0% $0 $7,833 $6,238 $6,426 $8,676
-1.82% 10.81% 13.69%
5 Data effective as of 4.2025
If ER contribution towards benefit is based on years of service, year 10 is used Labor Market Median
# Of Comparable Matches
% Gridley is Above or Below Median

Page 33 of 33 ends

1 Appendix B - Table 1
MOU Expiration Date and Last/Future COLA/Salary Range Increase Information Agency MOU Expiration Date Date of Next COLA/Salary Increase(s)-Amount(s) Gridley POA
6/2025
IBEW
6/2025
Management, Mid Management, Confidential,
Unrepresented
6/2025
POA
None Scheduled
IBEW
None Scheduled
Management, Mid Management, Confidential,
Unrepresented
None Scheduled
Chico UPEC
12/2025
CPSA
6/2025
Confidential
12/2025
SEIU
12/2025
Public Safety Management
6/2026
POA
6/2026
Management
6/2025
Directors
NA
City Manager
NA
UPEC
None Scheduled
CPSA
None Scheduled
Confidential
None Scheduled
SEIU
None Scheduled
Public Safety Management
7/2025-2%
POA
7/2025-2%
Management
None Scheduled
Directors
None Scheduled
City Manager
7/2025-5%
2 Appendix B - Table 1
MOU Expiration Date and Last/Future COLA/Salary Range Increase Information Agency MOU Expiration Date Date of Next COLA/Salary Increase(s)-Amount(s) Colusa City Manager
NA
Dept. Heads
4/2027
Mid-Management
4/2027
Misc.
4/2027
POA
4/2027
City Manager
None Scheduled
Dept. Heads
None Scheduled
Mid-Management
None Scheduled
Misc.

None Scheduled
POA
None Scheduled
Grass Valley Directors/City Manager
NA
MSPC
12/2025
Local 39- Unit 3
6/2027
Local 39- Unit 2
6/2027
POA
6/2026
Directors/City Manager
None Scheduled
MSPC
None Scheduled
Local 39- Unit 3
7/2025-2%
Local 39- Unit 2
7/2025-2%
POA
7/2025-1x lump sum $3,500
Healdsburg IBEW
6/2025
Executive Management
6/2028
IBEW
None Scheduled
Executive Management
7/2025- 2% - 3% (CPI)
Lassen Municipal Utility District 6/2028 7/2025
3% - 5%
3 Appendix B - Table 1
MOU Expiration Date and Last/Future COLA/Salary Range Increase Information Agency MOU Expiration Date Date of Next COLA/Salary Increase(s)-Amount(s) Live Oak Local 1
6/2025
Unrepresented
NA
Local 1
None Scheduled
Unrepresented
None Scheduled
Lodi IBEW
12/2028
Executive
12/2025
General
12/2025
IBEW
1/2026-2%
Executive
None Scheduled
General
None Scheduled
Marysville Executive and Mid Management
NA
POA-Misc
6/2025
POA-Safety
6/2025
Teamsters
6/2025
Executive and Mid Management
In negotiations
POA-Misc
None Scheduled
POA-Safety
None Scheduled
Teamsters
None Scheduled
Nevada City POA
6/2025
Misc.
6/2025
Management/Supervisory
6/2025
Dept. Heads/City Manager
NA
POA
None Scheduled
Misc.

None Scheduled
Management/Supervisory
None Scheduled
Dept. Heads/City Manager
None Scheduled
4 Appendix B - Table 1
MOU Expiration Date and Last/Future COLA/Salary Range Increase Information Agency MOU Expiration Date Date of Next COLA/Salary Increase(s)-Amount(s) Orland General
6/2025
Police
6/2025
UPEC Mid Mngt
6/2025
Unrepresented Dept. Heads/City Manager
NA
General
None Scheduled
Police
None Scheduled
UPEC Mid Mngt
None Scheduled
Unrepresented Dept. Heads/City Manager
City Manager- 5/2025-2%
Police Chief- Going to Council soon-TBD
Oroville OCEA
12/2026
Dept. Heads
NA
POA-Non-Sworn
12/2026
POA-Safety
12/2026
OMA-Management
12/2026
OCEA
1/2026- 3% - 5%
Dept. Heads
12/2025- 3% - 5%
POA-Non-Sworn
1/2026- 3% - 5%
POA-Safety
1/2026- 3% - 5%
OMA-Management
1/2026- 3% - 5%
Plumas Sierra Rural Electric
Cooperative
IBEW
6/2025
IBEW
None Scheduled
Redding IBEW -Electric
11/2026
Unrepresented
NA
IBEW-Maintenance
IBEW-Electric
11/2025-5%
Unrepresented
None Scheduled
IBEW-Maintenance
5 Appendix B - Table 1
MOU Expiration Date and Last/Future COLA/Salary Range Increase Information Agency MOU Expiration Date Date of Next COLA/Salary Increase(s)-Amount(s) 12/2025 None Scheduled
Roseville IBEW
4/2026
Management
12/2027
Local 39
12/2027
IBEW
5/2025- TBD by study
Management
1/2026-TBD by study
Local 39
1/2026- TBD by study
Shasta Lake IBEW
6/2028
Management
NA
Teamsters
6/2028
IBEW
7/2025- TBD by study
Management
7/2025-3%
Teamsters
7/2025-3%
Truckee Donner PUD Represented
12/2027
Unrepresented
NA
Represented
1/2026-4%
Unrepresented
None Scheduled
Ukiah IBEW
9/2025
Executive
9/2025
Admin/Maintenance
9/2025
IBEW
None Scheduled
Executive
None Scheduled
Admin/Maintenance
None Scheduled
Williams POA
6/2026
POA
7/2025-3%
6 Appendix B - Table 1
MOU Expiration Date and Last/Future COLA/Salary Range Increase Information Agency MOU Expiration Date Date of Next COLA/Salary Increase(s)-Amount(s) MEA
6/2026
Unrepresented
NA
MEA
7/2025-3%
Unrepresented
7/2025-3%
(Police Chief gets same as POA, others get same as
MEA)
Yuba City Local 1
6/2026
First Level Managers
6/2027
Dept. Heads
NA
Police-Misc/Safety
6/2026
Police Mid Mngt
6/2026
Police First Level Mngt
6/2026
Local 1
None Scheduled
First Level Managers
None Scheduled
Dept. Heads
None Scheduled
Police-Misc/Safety
7/2025-wage reopener
Police Mid Mngt
7/2025-wage reopener
Police First Level Mngt
7/2025-wage reopener
7 Appendix B - Table 2
Retirement Practices
PEPRA Tier
Survey
Agency
Retirement
Plan
Retirement
Benefit
(Misc.)
Retirement
Formula
(Misc.)
Member Rate
(24/25)
(Misc.)
Retirement
Benefit
(Safety)
Retirement
Formula
(Safety)
Member Rate
(24/25)
(Safety)
Gridley CalPERS 2% @ 62 Highest 3 Years 7.75% 2.7% @ 57 Highest 3 Years 13.76% Chico CalPERS 2% @ 62 Highest 3 Years 8.5% 2.7% @ 57 Highest 3 Years 15% Colusa CalPERS 2% @ 62 Highest 3 Years 7.75% 2.7% @ 57 Highest 3 Years 13.75% Grass Valley CalPERS 2% @ 62 Highest 3 Years 7.75% 2.7% @ 57 Highest 3 Years 13.75% Healdsburg CalPERS 2% @ 62 Highest 3 Years 8.25% Not Applicable- Electric only Lassen
Municipal
Utility District
Not PERS and not a defined benefit plan Not Applicable- Electric only Live Oak CalPERS 2% @ 62 Highest 3 Years 7.75% No Police Lodi CalPERS 2% @ 62 Highest 3 Years 8% Not Applicable- Electric only Marysville CalPERS 2% @ 62 Highest 3 Years 7.75% 2.7% @ 57 Highest 3 Years 13.75% Nevada City CalPERS 2% @ 62 Highest 3 Years 7.75% 2% @ 571 Highest 3 Years 11% Orland CalPERS 2% @ 62 Highest 3 Years 7.75% 2.7% @ 57 Highest 3 Years 13.75% Oroville CalPERS 2% @ 62 Highest 3 Years 8.25% 2.7% @ 57 Highest 3 Years 14.5% Plumas Sierra
Rural Electric
Cooperative
Own Plan 1.6% @ 62
or with 31
years
DNA Not PERS Not Applicable- Electric only
Redding CalPERS 2% @ 62 Highest 3 Years 8% Not Applicable- Electric only Roseville CalPERS 2% @ 62 Highest 3 Years 7.75% Not Applicable- Electric only 1 Per Actuarial
8 Appendix B - Table 2
Retirement Practices
PEPRA Tier
Survey
Agency
Retirement
Plan
Retirement
Benefit
(Misc.)
Retirement
Formula
(Misc.)
Member Rate
(24/25)
(Misc.)
Retirement
Benefit
(Safety)
Retirement
Formula
(Safety)
Member Rate
(24/25)
(Safety)
Shasta Lake CalPERS 2% @ 62 Highest 3 Years 7.75% Not Applicable- Electric only Truckee
Donner PUD
CalPERS 2% @ 62 Highest 3 Years 7.75% Not Applicable- Electric only Ukiah CalPERS 2% @ 62 Highest 3 Years 8% Not Applicable- Electric only Williams CalPERS 2% @ 62 Highest 3 Years 7.75% 2.7% @ 57 Highest 3 Years 13.75% Yuba City CalPERS 2% @ 62 Highest 3 Years 8.25% 2.7% @ 57 Highest 3 Years 15% 9 Appendix B - Table 3
Employer Amortization of Unfunded Accrued Liability2
PEPRA Tier
(24/25)
Agency Misc. Safety
Gridley $2,902 $1,106
Chico No separate Actuarial for PEPRA Tier only No separate Actuarial for PEPRA Tier only Colusa $2,505 $2,307
Grass Valley $5,181 $6,625
Healdsburg $20,073 Not Applicable- Electric only
Lassen Municipal Utility
District
Not PERS and not a defined benefit plan Not Applicable- Electric only Live Oak $2,528 No Police
Lodi No separate Actuarial for PEPRA Tier only Not Applicable- Electric only Marysville $3,617 $7,364
Nevada City $3,370 $3,317
Orland $2,738 $2,800
Oroville $5,959 $3,947
Plumas Sierra Rural Electric
Cooperative
Not PERS Not Applicable- Electric only
Redding No separate Actuarial for PEPRA Tier only Not Applicable- Electric only Roseville No separate Actuarial for PEPRA Tier only Not Applicable- Electric only 2 Data gathered from PERS Actuarial-PEPRA tier (24/25)
10 Appendix B - Table 3
Employer Amortization of Unfunded Accrued Liability2
PEPRA Tier
(24/25)
Agency Misc. Safety
Shasta Lake $6,775 Not Applicable- Electric only
Truckee Donner PUD $14,863 Not Applicable- Electric only Ukiah No separate Actuarial for PEPRA Tier only Not Applicable- Electric only Williams $3,375 $3,789
Yuba City No separate Actuarial for PEPRA Tier only $15,556 11 Appendix B - Table 4
Certification/Education Pay
Agency Certification/Education Pay
Gridley IBEW-Public Works
5% + $50- Class B
Flat Rated for D2 with $50- amounts vary
Flat Rated for Level II Water Treatment with $100- amounts vary Flat Rated for Level II Wastewater Treatment plus $100- amounts vary Flat Rated for Water Backflow Prevention plus $0- amounts vary AA-1%
BA-2.5%
MA-5%
IBEW- Electric
Class B- flat rate for Utility Technician
Rubber Glove- amounts vary
AA-1%
BA-2.5%
MA-5%
IBEW-Admin
Class B- Amounts vary
Notary-amounts vary
AA-1%
BA-2.5%
MA-5%
POA-Misc
Intermediate POST- $191/m step 7
Advanced POST-$191/m step 7
Supervisor POST-$191/m-Step 7
AA- $86/m-step 7
BA- $141/m-step 7
MA- $231/m-step 7
POA-sworn
12 Appendix B - Table 4
Certification/Education Pay
Agency Certification/Education Pay
Intermediate POST- amounts vary
Advanced POST- amounts vary
Supervisory POST- amounts vary
AA-Amounts vary
BA-amounts vary
MA-amounts vary
Management, Mid Management, Confidential, Unrepresented None
Chico UPEC
None
City Manager
None
CPSA
PS Dispatcher and Communications Supervisor and Records Supervisor

2.5%-Intermediate POST
5%-Advanced or Supervisory POST
CSO and ACO

2.5% - 5%- Career Development
5% max
Confidential
$25-Notary
Dept. Heads
None
SEIU
Certs vary from $25/month to 5%; max of 4 certs; vary by class and cert Public Safety Management
5% Advanced POST
13 Appendix B - Table 4
Certification/Education Pay
Agency Certification/Education Pay
POA

2.5%-Intermediate POST
5%- Advanced POST
Management
$25-Notary
Colusa City Manager
None
Dept. Heads
$75-Utilities Grade 2 CollectionIntermediate Post
$75-QAQC License
$75-Company Officer/SFT
$75-Fire Inspector I/SFT
$125-Utilities Grade 4 Wastewater
$125-Advance Post
$125-Arborist License
$125-Community Risk Educator/SFT
$100-AA or AS Degree or 60 units
$250-BA or BS Degree
3 mix/match
Mid Management
$75-Utilities Grade 2 CollectionIntermediate Post
$75-QAQC License
$75-Company Officer/SFT
$75-Fire Inspector I/SFT
$125-Utilities Grade 4 Wastewater
$125-Advance Post
$125-Arborist License
$125-Community Risk Educator/SFT
$100-AA or AS Degree or 60 units
$250-BA or BS Degree
14 Appendix B - Table 4
Certification/Education Pay
Agency Certification/Education Pay
3 mix/match
Misc.
$75-Utilities Grade 2 CollectionIntermediate Post
$75-QAQC License
$75-Company Officer/SFT
$75-Fire Inspector I/SFT
$125-Utilities Grade 4 Wastewater
$125-Advance Post
$125-Arborist License
$125-Community Risk Educator/SFT
$100-AA or AS Degree or 60 units
$250-BA or BS Degree
3 mix/match
POA
$75-Intermediate POST
$125-Advanced POST
$100-AA
$250-BA
3 mix/match
Grass Valley Dept. Heads
None
MSPC

2.5%-Cert

2.5%-AA
5%-BA

2.5%-MA
5%-Management POST

2.5%- Command College
Local 39-Unit 3

1.25%- Certificate with a minimum of 30 semester units
15 Appendix B - Table 4
Certification/Education Pay
Agency Certification/Education Pay

2.5%- AA
5%- BA

2.5%- MA- certain classes
Local 39- Unit 2

1.25%- Certificate with a minimum of 30 semester units

2.5%- AA
5%- BA

2.5%- MA- certain classes
Additional cert pay varies by cert/class
POA
Police Officer

2.5%-AA
5%-BA

2.5%-MA
Sergeant

2.5%-BA

2.5%-MA
POST pay

2.5%-Intermediate

2.5%-Advanced

2.5%-Supervisory

2.5%-Management
Healdsburg IBEW
None
Executive Management
None
Lassen Municipal Utility District None
Live Oak Local 1
None
16 Appendix B - Table 4
Certification/Education Pay
Agency Certification/Education Pay
Unrepresented
None
Lodi IBEW
$600/year- Class A- certain classes
Executive
None
General
None for matches
Marysville Executive
None
POA-Misc

2.5%-AA
5%-BA
$150-Masters

2.5%-Intermediate POST
5%-Advanced POST

2.5%-Dispatch Supervisor POST

2.5%-Records Supervisor POST
POA- Safety

2.5%- Intermediate POST-Officer
5%-Advanced POST-Officer

2.5%-Supervisory POST- Sergeant
5%-Management POST-Sergeant
Teamsters
$250/year- AA (if not required)
The City will pay an additional one percent (1 %) for each certificate, up to a maximum of three percent (3%): Residential, Industrial and Institutional; Landscape Maintenance; Right-of-Way; Aquatic; and others as approved by the City Services Director. An additional one percent (1 %) will be paid to one employee for having a current Pest Control Advisor license, with a maximum of four percent (4%) for that employee for all certificates and licenses. 17 Appendix B - Table 4
Certification/Education Pay
Agency Certification/Education Pay
Nevada City POA

2.5%5-AA
5%-BA

7.5%-MA
4%-Basic POST
5%- Intermediate POST
5%- Advanced/Supervisory POST
Misc.

2.5%-AA
5%-BA

7.5%- MA
Employees who possess one or more of the following certifications shall receive an additional

1.25% above their base pay:

CPR and First Aid Certification
CPR and First Aid Instructor Certification
Any certification identified at the 2.5% level that is not receiving certification pay Employees who possess one or more of the following certifications (by job title grouping) shall receive an additional 2.5% above their base pay:

Customer Service Representative & Accounting Technician

1. Certificate of Achievement in Accounting

2. Certificate of Achievement in Business, Public Administration, or Management

3. Customer Service Certificate Program (A WWA)

4. Customer Service Academy
Community Services Officer / Code Enforcement, Parking Enforcement, & Records Clerk

1. Certificate of Achievement in Administration of Justice

2. Any level POST Professional Peace Officer Certificate

3. POST Records Management Course

4. Any module level or Certified Code Enforcement Officer from CACEO Maintenance Worker I & II

1. Contractor's license, Certified Electrical Worker, Irrigation Worker, Mechanic, HVAC Worker, or Journeyman certificate in any trade

2. Commercial Class B or Class A driver's license

3. Storm Water Certification, Collections, Distribution Grade 3 or higher, or Backflow Prevention I Cross Connection Tester's Certificate
18 Appendix B - Table 4
Certification/Education Pay
Agency Certification/Education Pay

4. Pipeline/Lateral/Manhole inspection certification (PACP/LACP & MACP) or Utility line locator certification.

Wastewater/Water Operator-In-Training (OIT), Plant Maintenance Mechanic, & Wastewater/Water Operator II

1. Certified Electrical Worker, plumber, or Mechanic, or Journeyman certificate

2. Commercial Class B or Class A driver's license

3. Storm Water Certification, Collections, or Distribution Grade 2 or higher

4. Backflow Prevention I Cross Connection Tester's Certificate, or Laboratory Grade 1 or higher Certifications applicable to the above certification pay must be current. The maximum total pay for the above certifications shall not exceed 3.75%.

Employees who possess a distribution, wastewater treatment and/or a water treatment certificate greater than what is required for their current position shall receive an additional

2.5% above their base pay for each certificate. Employees who receive the incentive that are promoted into a position that requires the certificate are no longer eligible to receive the 5%, as they are compensated for the ce1iificate as part of the salary for that position. The maximum total incentive pay for a distribution, wastewater treatment and/or a water treatment certificate shall not exceed 5%.

Management Supervisory

2.5%-AA
5%-BA

7.5%- MA
Employees who possess one or more of the following ce11ifications shall receive an additional

1.25% above their base pay
CPR and First Aid Certification (except Parks and Recreation Manager and Fire Division Chief) CPR and First Aid Instructor Certification
Any certification identified at the 2.5% level that is not receiving certification pay Employees who possess one or more of the following certifications (by job title) shall receive an additional 2.5% above their base pay:

Public Works Superintendent

1. Public Works Management Certificate (any level APWA)

2. Public Works Instructor

3. Any California Contractor's License

4. Any level Wastewater Treatment or Water Treatment certification, or Distribution Grade 3 or higher
19 Appendix B - Table 4
Certification/Education Pay
Agency Certification/Education Pay
Admin Services Manager/Deputy City Clerk

1. CCAC TTC Certificate or Certified City Clerk

2. Certification in Human Resources Management

3. Certification in Risk Management

4. Certification in Payroll Administration
City Planner

1. American Institute of Ce1iified Planners (AICP)

2. Certification in Urban Planning / Professional Ce1iificate in Community and Regional Planning

3. Municipal Planner Ce1iification

4.Project Management Certificate (PMP or CAPM)
Ce1iifications applicable to the above certification pay must be current. The maximum total pay for the above certifications shall not exceed 3.75%.

Employees who possess a distribution, wastewater treatment and/or a water treatment certificate greater than what is required for their current position shall receive an additional

2.5% above their base pay. The maximum total incentive pay for water or wastewater ce1iifications above the job requirements shall not exceed 5%.

Have other cert pay for classes not matched
For the duration of the current Nevada City Management and Supervisory Employees MOU, the City agrees that the Police Lieutenant will receive the longevity pay, educational incentive pay (for master's degree only), and post certificate pay, available to Sergeants within the current Nevada City Police Officers Association MOU.

Dept. Heads
Police Chief-7.5%-MA; 5% Mngt POST; 5%-Executive POST
City Manager-7.5%-MA
Public Works Director- 7.5%-MA
Orland General
The City shall recognize employees who possess State required certifications in such classifications as Certified Pool Operator, Water Treatment and Grade 1 Water Distribution, Grade 2 Water Distribution, Waste Water Treatment, and certifications of benefit to the City, with a 2.5% salary increase as to each certification, with a maximum stipend of 10.0%. Requests for stipends are to be presented to the City Manager for evaluation prior to commencing coursework/training.
1x payment- not included in datasheets-One 2.5% stipend will be granted to employees who 20 Appendix B - Table 4
Certification/Education Pay
Agency Certification/Education Pay
hold a position-related college degree (i.e., AA/AS; BA/BS; MA/MS) that is above the requirements for the employee's position.

Police
1%-AA
2%-BA

2.5%-Intermediate POST
5%- Advanced POST

UPEC MM
The City shall recognize employees who possess State required certifications in such classifications as Water Treatment and Waste Water Treatment, and certifications of benefit to the City, with a 2.5% salary increase, as to each certification, with a maximum stipend of 10.0%.

Requests for stipends are to be presented to the City Manager for evaluation prior to commencing coursework/training.

The City shall recognize employees who obtain a college degree, in excess of any such degree required in the employee's job description, with a 2.5% salary increase, as to any two-year degree, independent of any two-year degree, and a 5.0% salary increase, as to any four-year degree, with a maximum stipend of 10%
Police Chief
None
City Manager
None
Oroville OCEA
$1000/year- CDL
$750/year- Notary
$125- 50 units
$125-AA
$250-BA
Dept Heads.
$125- AA
$250-BA
21 Appendix B - Table 4
Certification/Education Pay
Agency Certification/Education Pay
$75- Intermediate POSE
$150-Advanced POST
3%-MA
POA-Non-Sworn
$250-BA
$125-AA
POA-Sworn
$75-Intermediate POST
$150- Advanced POST
$250-BA
$125-AA
OMA-Management
$125-AA
$250-BA
Plumas Sierra Rural Electric Cooperative 6% Rubber Glove for certain classes Redding IBEW-Electric
Have separate salary for Rubber Glove
Unrepresented
None
IBEW-Maintenance
None
Roseville None
Shasta Lake None
Truckee Donner PUD None
Ukiah None
22 Appendix B - Table 4
Certification/Education Pay
Agency Certification/Education Pay
Williams POA
$75-AA
$125-Intermediate POST
$125- Records Supervisory POST
$150-BA
$175- Advanced POST
$200-MA
$225- BA + Advanced POST
MEA
$75-AA
$100-BA
$125-MA
Unrepresented
None
Yuba City Local 1
Employees in the Parks Division or in the Utilities Treatment Plant Maintenance Worker classifications who possess a Qualified Pesticide Applicator's Certificate receive an Applicator's Differential of one and a half percent (1.5%) of their base rate of pay.

Employees in the Parks Division who possess a Pool Operations Certificate receive Education Pay of one and a half percent (1.5%) of their base rate of pay.

Employees in the Community Services Department who possess a Certified Playground Safety Inspector (CPSI) Certificate receive Education Pay of one and a half percent (1.5%) of their base rate of pay.

Employees in the following divisions: Water Distribution, Wastewater Collections, Utilities, Fleet, Streets, Parks Maintenance, and Recreation who drive the bus and possess a valid California Driver's License with a passenger endorsement receive Special Class Driver's License Pay of one and a half percent (1.5%) of their base rate of pay.

First Level Manager
Non-Water (i.e., Maintenance Supervisor-Streets): If multiple certifications, only receive $50 per month
$50/m-D2, D3, D4
23 Appendix B - Table 4
Certification/Education Pay
Agency Certification/Education Pay
Dept. Heads
None
Police
Sworn

2.5%-AA

7.5%-BA

2.5%-Intermediate POST
10%-Advanced POST
Non Sworn

2.5%-AA
5%-BA

2.5%- Intermediate Dispatch POST

2.5%- Advanced Dispatch POST
Police Mid Management

2.5%- MA or FBI National Academy
Police First Level Management
Sworn

2.5%-AA

7.5%-BA

2.5%-Intermediate POST

5.2%-Supervisory POST
Non Sworn

2.5%-AA
5%-BA

2.5%- Dispatch Advanced POST
5%- Dispatch Supervisory POST
24 Appendix B – Table 5
Retiree Health Benefits
(New Hires)
Agency Retiree Health
Savings Account
(Contribution
during active
employment)
Employer Contribution
towards Retiree Only
Health Insurance
(Post-employment)
Employer Contribution
towards Retiree + 1 Health
Insurance
(Post-employment)
Employer Contribution
towards Retiree + 2 Health
Insurance
(Post-employment)
Vesting
Gridley $0 $0 $0 $0 NA
Chico POA
$100
All others
$0
All
$0
All
$0
All
$0
All
NA
Colusa $0 PEMHCA Minimum No additional contribution No additional contribution 5 years Grass Valley $0 5-10 years- PEMHCA
Minimum
$250 with 10+ years
No additional contribution No additional contribution 5 – 10 years Healdsburg $0 $0 $0 $0 NA
Lassen Municipal
Utility District
$0 100% with 15 years and
age 55
100% with 15 years and age
55 No additional contribution 15 years
Live Oak $0 PEMHCA Minimum No additional contribution No additional contribution 5 years Lodi $0 PEMHCA Minimum No additional contribution No additional contribution 5 years Marysville $0 $0 $0 $0 NA
Nevada City $0 PEMHCA Minimum No additional contribution No additional contribution 5 years Orland $0 $0 $0 $0 NA
Oroville All
$0
OCEA
$0
Dept. Heads
OCEA
$0
Dept. Heads
OCEA
$0
Dept. Heads
OCEA
NA
Dept. Heads
25 Appendix B – Table 5
Retiree Health Benefits
(New Hires)
Agency Retiree Health
Savings Account
(Contribution
during active
employment)
Employer Contribution
towards Retiree Only
Health Insurance
(Post-employment)
Employer Contribution
towards Retiree + 1 Health
Insurance
(Post-employment)
Employer Contribution
towards Retiree + 2 Health
Insurance
(Post-employment)
Vesting
50% with 10 years
75% with 15 years
100% with 25 years (or
with 20 years and 5 years
over retirement date)
POA-Non-sworn, POAsafety, OMAManagement
50% with 10 years
75% with 15 years
100% with 25 years (or
with 20 years and 5 years
over retirement date)
No additional contribution
POA-Non-sworn, POAsafety, OMA-Management
No additional contribution
No additional contribution
POA-Non-sworn, POAsafety, OMA-Management
No additional contribution
10 years
POA-Nonsworn, POAsafety, OMAManagement
10 years
Plumas Sierra
Rural Electric
Cooperative
$3500/year $0 $0 $0 NA
Redding All
$0
IBEW
2% each year of service
to max of 50%
Unrepresented
5% year of service to max
of 50%
IBEW
2% each year of service to
max of 50%
Unrepresented
5% year of service to max of
50%
IBEW
2% each year of service to
max of 50%
Unrepresented
5% year of service to max of
50%
IBEW
5 years
Unrepresented
5 years
Roseville $100 PEMHCA Minimum No additional contribution No additional contribution 5 years Shasta Lake $0 PERS vesting
10 years = 50% + 5% to
max of 100%
PERS vesting
10 years = 50% + 5% to max
of 100%
PERS vesting
10 years = 50% + 5% to max
of 100%
10 years
26 Appendix B – Table 5
Retiree Health Benefits
(New Hires)
Agency Retiree Health
Savings Account
(Contribution
during active
employment)
Employer Contribution
towards Retiree Only
Health Insurance
(Post-employment)
Employer Contribution
towards Retiree + 1 Health
Insurance
(Post-employment)
Employer Contribution
towards Retiree + 2 Health
Insurance
(Post-employment)
Vesting
Truckee Donner
PUD3
$0 PERS vesting
10 years = 50% + 5% to
max of 100% of cap
PERS vesting
10 years = 50% + 5% to max
of 100% of cap
PERS vesting
10 years = 50% + 5% to max
of 100% of cap
10 years
Ukiah $0 $0 $0 $0 NA
Williams $0 PEMHCA Minimum No additional contribution No additional contribution 5 years Yuba City Local 1, FLM, Dept
Heads, Police MM
$0
POA, Police FLM
.34%
Non Safety
$0
Police Safety
PEMHCA Minimum
Dept Heads/Police Chief
100% of active rate
Non Safety
$0
Police Safety
No additional Contribution
Dept Heads
No Additional Contribution
Non Safety
$0
Police Safety
No additional Contribution
Dept Heads
No Additional Contribution
Non Safety
NA
Police Safety
5 years
Dept Heads
5 years
3 Caps are Individual only-$600; Spouse only- $600; Children only-$600; Spouse and Children- $1000; Medicare rate- $500 27 Appendix B – Table 6
Paid Leave-Vacation
Agency
Annual Vacation Leave Vacation
Year 1 Year 6 Year 11 Year 21 Max Carryover
Gridley IBEW
80 Others
100
IBEW
120
Others
140
IBEW
160
Others
180
IBEW
200
Others
220
IBEW
400
Others
400
Chico UPEC, CPSA, Conf.,
SEIU, PS Mngt, Mngt
80 Directors
120
POA
80 UPEC, CPSA, Conf.,
SEIU, PS Mngt, Mngt
120
Directors
120
POA
120
UPEC, CPSA, Conf., SEIU,
PS Mngt, Mngt
144
Directors
144
POA
144
UPEC, CPSA, Conf., SEIU,
PS Mngt, Mngt
200
Directors
200
POA
192
UPEC, CPSA, Conf., SEIU, PS
Mngt, Mngt
380
Directors
500
POA
480
Colusa 80 120 120 160 Dept Heads
2x
MM/Misc/POA

1.5x
Grass Valley4 Dept. Heads/MSPC
256
Local 39
88 POA
80 Dept. Heads/MSPC
296
Local 39
128
POA
120
Dept. Heads/MSPC
320
Local 39
164
POA
120
Dept. Heads/MSPC
336
Local 39
176
POA
160
Dept. Heads/MSPC
520
Local 39
320
POA
380
Healdsburg 80 120 144 184 IBEW
2x
Exec
4 Dept Heads/MSPC- Paid Time Off- includes Vacation, Sick and Admin Leave 28 Appendix B – Table 6
Paid Leave-Vacation
Agency
Annual Vacation Leave Vacation
Year 1 Year 6 Year 11 Year 21 Max Carryover
3x
Lassen
Municipal
Utility
District
80 88 128 208 88 (unless GM approves
higher amount)
Live Oak 80 120 136 152 360
Lodi 80 120 120 160 2x
Marysville Exec
120
POA, Teamsters
80 Exec
144
POA, Teamsters
96 Exec
168
POA, Teamsters
112
Exec
192
POA, Teamsters
128
Exec
312
POA
324
Teamsters
250
Nevada City POA
84 Misc/Mngt/Supv/DH
80 POA
126
Misc/Mngt/Supv/DH
120
POA
126
Misc/Mngt/Supv/DH
120
POA
210
Misc/Mngt/Supv/DH
200
POA
320
Misc/Mngt/Supv/DH
2x or 320 whichever less
Orland General
80 Police-Sworn
120
Police-Misc
80 UPEC-MM
80 Unrep
General
120
Police-Sworn
160
Police-Misc
120

UPEC-MM
120
Unrep
General
160
Police-Sworn
160
Police-Misc
160

UPEC-MM
160
Unrep
General
200
Police-Sworn
160
Police-Misc
160

UPEC-MM
200
Unrep
All
240
29 Appendix B – Table 6
Paid Leave-Vacation
Agency
Annual Vacation Leave Vacation
Year 1 Year 6 Year 11 Year 21 Max Carryover
160 160 160 160
Oroville5 80 120 120 160 OCEA, POA
2x
OMA-Mngt
1x
Dept. Heads
3x
Plumas
Sierra Rural
Electric
Cooperative
80 88 128 168 Unlimited, but must take 1
week off
Redding 80 120 140 180 IBEW
400
Unrepresented
500
Roseville 96 112 128 160 400
Shasta Lake 160 200 240 240 360
Truckee
Donner PUD
Represented
80 Unrepresented
80 Represented
120
Unrepresented
120
Represented
160
Unrepresented
160
Represented
176
Unrepresented
168
Represented
480
Unrepresented
480
Ukiah IBEW
104
Executive
201
IBEW
122
Executive
201
IBEW
161
Executive
240
IBEW
208
Executive
258
IBEW
432
Executive
453
5 Directors vacation accruals varies by employee
30 Appendix B – Table 6
Paid Leave-Vacation
Agency
Annual Vacation Leave Vacation
Year 1 Year 6 Year 11 Year 21 Max Carryover
Williams 80 120 160 240 POA
320
MEA
240
Unrep
240 – 320- varies
Yuba City 104 143 169 185 425
31 Appendix B – Table 7
Paid Leave – Sabbatical, Sick, Holidays, Other
Agency Paid Sabbatical Leave Sick Leave Sick Leave
Max Carryover
Holidays
Fixed + Floating
Administrative/
Management/Other
Personal Leave
Hours per year
Gridley POA
1 week per year
Others
None
12 Unlimited POA
104 hours
Others
12 + 2 = 14
POA
0 IBEW
32 hours
Mid-Management
80 hours
Management
120 hours
Chico None 12 Unlimited UPEC, Directors, Conf.,
SEIU, POA, Mngt
11 + 2 = 13
CPSA, PS Mngt
11 + 0 = 11
Directors
11 + 1 = 12
UPEC
40 hours if exempt
and 80 hours PTO
City Manager’96
hours
CPSA
80 hours PTO
Conf
56 hours if exempt +
80 hours PTO
Directors
96 hours
SEIU
40 hours PTO
32 Appendix B – Table 7
Paid Leave – Sabbatical, Sick, Holidays, Other
Agency Paid Sabbatical Leave Sick Leave Sick Leave
Max Carryover
Holidays
Fixed + Floating
Administrative/
Management/Other
Personal Leave
Hours per year
PS Mngt
96 hours
POA
0 Mngt
96 hours
Colusa None 12 Unlimited 10 + 3 = 13 Management/Mid
Management
96 hours
Misc/POA
0 Grass Valley None Dept. Heads/MSPC
Included in vacation
Others
12 Dept. Heads/MSPC
Included in vacation
Others
Unlimited
Dept H Eads
11 + 0 = 11
Local 39
11 + 3 = 14
POA
132 hours
Dept. Heads/MSPC
Included in vacation
Local 39
0 POA
0 Healdsburg None 12 Unlimited 13 + 0 = 13 IBEW
0 Exec
100 hours
Lassen
Municipal
Utility
None 12 Unlimited 11 + 5 = 16 0
33 Appendix B – Table 7
Paid Leave – Sabbatical, Sick, Holidays, Other
Agency Paid Sabbatical Leave Sick Leave Sick Leave
Max Carryover
Holidays
Fixed + Floating
Administrative/
Management/Other
Personal Leave
Hours per year
District
Live Oak None 13 Unlimited Local 1
12 + 3 = 15
Unrepresented
11 + 1 + (Any business
day between 12/25 and
1/1)
Local 1
0 Unrepresented
80 hours
Lodi None 12 Unlimited IBEW
8 + 5 = 13
Others
105 + 4.5 = 15
IBEW
0 Exec
80 hours
General
0 Marysville None 12 Unlimited 12 + 1 = 13 Executive
0 POA/Teamsters
0 Nevada City None 12 Unlimited POA
168 hours
Misc/Mngt/Supv/ Dept.

Heads12 + 2 = 14
POA
0 Misc
0 Mngt/Supv.
80 hours
Dept. Heads
80 hours
34 Appendix B – Table 7
Paid Leave – Sabbatical, Sick, Holidays, Other
Agency Paid Sabbatical Leave Sick Leave Sick Leave
Max Carryover
Holidays
Fixed + Floating
Administrative/
Management/Other
Personal Leave
Hours per year
Orland None 12 General, UPEC, Unrep
1500 hours
Police
Unlimited
13 + 3 = 16 General
0 Police
0 UPEC-MM
60 hours
Unrep
80 hours
Oroville None 12 Unlimited OCEA
13 + 3 = 16
POA
13 + 1 = 14
OMA-Mngt
13 + 0 = 13
Dept Heads
13 + 0 = 13
OCEA
0 POA
0 OMA-Mngt
80 hours
Dept. Heads
85 hours
Plumas
Sierra Rural
Electric
Cooperative
None 12 520 hours 11 + 4 = 15 0
Redding None 12 Unlimited 10.5 + 3 = 13.5 IBEW
0 Unrep
35 Appendix B – Table 7
Paid Leave – Sabbatical, Sick, Holidays, Other
Agency Paid Sabbatical Leave Sick Leave Sick Leave
Max Carryover
Holidays
Fixed + Floating
Administrative/
Management/Other
Personal Leave
Hours per year
40 with Dept. Head
approval; 80 with City
Manager approval
Roseville None 12 Unlimited 10 + 2 = 12 IBEW
45 hours Personal
Leave
Mngt
Up to 100 hours
Local 39
45 hours Personal
Leave
Shasta Lake None 10 Unlimited 11 + 0 = 11 IBEW
0 Management
80 hours if exempt
Teamsters
0 Truckee
Donner PUD
None 12 Unlimited 12 + 1 = 13 Represented
0 Unrepresented
80 hours
Ukiah None 12 Unlimited IBEW
13 + 4 = 17
Executive
13 + 1 = 14
IBEW
0 Executive
120 hours
36 Appendix B – Table 7
Paid Leave – Sabbatical, Sick, Holidays, Other
Agency Paid Sabbatical Leave Sick Leave Sick Leave
Max Carryover
Holidays
Fixed + Floating
Administrative/
Management/Other
Personal Leave
Hours per year
Admin/Maintenance
13 + 4 = 17
Admin/Maintenance
0 Williams None 120 hours 1040 hours POA/Police Chief
10 @ 10 hours + 50
hours = 150 hours
MEA/Unrepresented
10 @ 10 hours + 48 =
148 hours
POA
80 hours- Lieutenant
MEA
0 Unrepresented
80 – 120 hours- varies
by class
Yuba City None 12 Unlimited Local 1
14 + 2 = 16
FLM
14 + 2 = 16
Police
88 hours/year- patrol
and dispatch
11 + 0 = 11 -others
Police MM
11 + 0 = 11
Police FLM
88 hours/year
Local 1, Police, Police
FLM
0 FLM/Dept Heads,
Police MM
80 hours if exempt
(may get 40 more)
37 Appendix B - Table 8
Cash in Lieu of Medical Insurance
(New Hires)
Survey Agency Maximum Cash in lieu of Medical Insurance Gridley $1,897/month
Chico UPEC, City Manager, CPSA, Confidential, Directors, SEIU, POA, Management $200/month
Public Safety Management
$100/month
Colusa None
Grass Valley Dept. Heads
$250/month
Local 39- Unit 2 and 3
$450/month
POA
$305/month
MSPC
$250/month
Healdsburg $477/month
Lassen Municipal Utility District Data Not Available-contact unable to find this information Live Oak $275/month
Lodi $693/month
Marysville $275/month
Nevada City $100/ppp
Orland $765/month
Oroville All
$300/month
38 Appendix B - Table 8
Cash in Lieu of Medical Insurance
(New Hires)
Survey Agency Maximum Cash in lieu of Medical Insurance Plumas Sierra Rural Electric Cooperative Equal to 35% of current premium $991/month
Redding $0
Roseville $150/month
Shasta Lake $0
Truckee Donner PUD Represented
$800/month
Unrepresented
$800/month
Ukiah $0
Williams POA
$1,050
MEA
$950/month
Yuba City Local 1, FLM, Misc. Dept. Heads
$566/month
POA, Police MM, Police FLM, Police Chief
$833/month
39 Appendix B - Table 9
Bilingual Pay Policy
Survey Agency Bilingual Pay
Gridley POA-safety
Sergeant-Step 7 - $383/month
Officer-Step 7- $334/month
No limit to number of staff eligible
POA-Non Safety
$331/month Step 7
No limit to number of staff eligible
IBEW
Amounts vary per salary schedule
No limit to number of staff eligible
Management, Mid-Management and the Confidential Employees $110-Management, Mid-Management and the Confidential Employees who can demonstrate conversational fluency in Spanish, Punjabi or Hmong languages will be entitled to an additional flat rate incentive of $110 per month. No limit to number of staff eligible
City Administrator
$110/month
No limit to number of staff eligible
Chico UPEC
5%-In situations where a Department Head determines that it is necessary for an Employee to use bilingual skills, those Employees who have been previously determined to possess those skills at a level necessary for the assignment, and who are so assigned by Department Head, shall be eligible to receive additional compensation. Department Heads shall develop a method for rotation of bilingual assignments to allow qualified Employees access to the bilingual pay differential. Such rotation shall be based on the needs of the department, with due regard for the wishes of Employees. Evaluation of Employees’ Skills. Employees who wish to be considered for such assignment shall request a determination from Department Head that their verbal and written bilingual skills are at a level necessary for the assignment. Such eligibility shall be documented through a transaction and established prior to assignment. Designation of Position and Compensation.

The City Manager may designate positions within various departments as benefitting from bilingual skill usage, and in those cases qualified Employees shall be eligible to receive pay for all hours worked in the amount of five percent (5%) of their hourly regular pay rate.

CPSA
40 Appendix B - Table 9
Bilingual Pay Policy
Survey Agency Bilingual Pay
5%- Bilingual Differential Pay. In recognition of the additional flexibility and effectiveness that bilingual ability may have in certain Police Department activities, a Bilingual Differential Pay is authorized in accordance with the following. Qualification.

To be qualified for a Bilingual Differential Pay, Employee’s conversational language skills as they relate to typical duties performed by Employee will be evaluated by an individual identified by Chief of Police as having the knowledge and ability to make that assessment. Such individual may be a bilingual community member, teacher, trainer, certified interpreter, or other similarly qualified individual. The evaluator will provide a written determination regarding Employee’s bilingual skills and, if Employee is not qualified, shall also identify problem areas for Employee to work on. If during the initial assessment it is determined that Employee is not qualified, Employee may request a second evaluation by a different evaluator who shall also provide a written determination. Chief of Police shall notify CPSA of the name and qualifications of both the primary and secondary bilingual skills evaluator and allow CPSA to comment on the proposed designation prior to finalizing that designation. Assignment to Bilingual Differential Pay eligibility shall be made by Chief of Police from among those Employees who are qualified for such assignment. Such assignment shall occur only when Chief of Police determines that a need and benefit exist. While only Spanish and Hmong language skills are recognized as having the level of benefit to the Police Department which would result in authorization for a Bilingual Differential Pay, City reserves the right to extend the benefit to other languages as the need and opportunity arise. The City will authorize up to ten (10) bilingual pay assignments at any one time. The City reserves the right to modify the number of assignments based on the needs of the City. Employees assigned to receive a Bilingual Differential Pay shall be compensated with an additional five percent (5%) over and above Employees’ Basic Pay rates during the term of Employees’ assignments.

Confidential
5%-In situations where a Department Head determines that it is necessary for an Employee to use bilingual skills, those Employees who have been previously determined to possess those skills at a level necessary for the assignment, and who are so assigned by Department Head, shall be eligible to receive additional compensation. Department Heads shall develop a method for rotation of bilingual assignments to allow qualified Employees access to the bilingual pay differential. Such rotation shall be based on the needs of the department, with due regard for the wishes of Employees. 1. Evaluation of Employees' Skills. Employees who wish to be considered for such assignment shall request a determination from Department Head that their verbal and written bilingual skills are at a level necessary for the assignment. Such eligibility shall be documented through a transaction and established prior to assignment. 2. Designation of Position and Compensation. The City Manager may designate positions within various departments as benefitting from bilingual skill usage, and in those cases qualified Employees shall be eligible to receive pay for all hours worked in the amount of five percent (5%) of their hourly regular pay rate.

SEIU
3%-full time bilingual pay to 10%- part time bilingual pay- In situations where a Department Head determines that it is necessary for an Employee to use bilingual skills, those Employees who have been previously determined to possess those 41 Appendix B - Table 9
Bilingual Pay Policy
Survey Agency Bilingual Pay
skills at a level necessary for the assignment, and who are so assigned by Department Head, shall be eligible to receive additional compensation. Department Heads shall develop a method for rotation of bilingual assignments to allow qualified Employees access to the bilingual pay differential. Such rotation shall be based on the needs of the department, with due regard for the wishes of Employees. 1. Evaluation of Employees' Skills. Employees who wish to be considered for such assignment shall request a determination from Department Head that their bilingual skills are at a level necessary for the assignment. Such eligibility shall be documented through a transaction and established prior to assignment. Following establishment of eligibility based on skill level, such Employee may be assigned to use bilingual skills on an as-needed basis as determined by the supervisor, and such hours shall be reported as bilingual pay hours on the time card and paid at the premium rate established in this subsection. The premium rate for intermittent use shall be, ten percent (10%) above their Basic Pay rate for those hours during which they are required to use their bilingual skills. 2. Designation of Position and Compensation. City Manager may designate additional positions within various departments as benefitting from full-time bilingual skill usage, and in those cases qualified Employees shall be eligible to receive additional pay for all hours worked in the amount of an additional three percent (3%) of their hourly Basic Pay rate. Such Employees eligible for full-time bilingual pay shall not also be eligible to receive the part-time bilingual pay differential identified in the preceding subsection.

Police Management
5%-Bilingual Pay A. Bilingual Differential Pay. In recognition of the additional flexibility and effectiveness that bilingual ability may have in certain Police Department activities, a Bilingual Differential Pay is authorized in accordance with the following.

Qualification. To be qualified for Bilingual Differential Pay, Employee's conversational language skills as they relate to typical duties performed by Employee will be evaluated by an individual identified by the Director of Human Resources as having the knowledge and ability to make that assessment. Such individuals may be a bilingual community member, teacher, trainer, certified interpreter, or other similarly qualified individual. The evaluator will provide a written determination regarding Employee's bilingual skills and, if Employee is not qualified, shall also identify problem areas for Employee to work on. If during the initial assessment it is determined that Employee is not qualified, Employee may request second evaluation by a different evaluator who shall also provide a written determination. Assignment. Assignment to Bilingual Differential Pay eligibility shall be made by the Chief of Police from among those Employees who are qualified for such assignment. Such assignment shall occur only when the Chief of Police determines that a need and benefit exist and is limited to a maximum of two (2) Employees at any time. While only Spanish and Hmong language skills are recognized as having the level of benefit to the Police Department which would result in authorization for a Bilingual Differential Pay, City reserves the right to extend the benefit to other languages as the need and opportunity arise. Compensation. Employees assigned to receive a Bilingual Differential Pay shall be compensated with an additional five percent (5%) over and above Employees' Basic Pay rate during the term of Employees' assignment.
42 Appendix B - Table 9
Bilingual Pay Policy
Survey Agency Bilingual Pay
POA
5%-Bilingual Differential Pay. In recognition of the additional flexibility and effectiveness that bilingual ability may have in certain Police Department activities, a Bilingual Differential Pay is authorized in accordance with the following. 1.

Qualification. To be qualified for Bilingual Differential Pay, Employee's conversational language skills as they relate to typical duties performed by Employee will be evaluated by an individual identified by Director of Human Resources as having the knowledge and ability to make that assessment. Such individual may be a bilingual community member, teacher, trainer, certified interpreter, or other similarly qualified individual. The evaluator will provide a written determination regarding Employee's bilingual skills and, if Employee is not qualified, shall also identify problem areas for Employee to work on. If during the initial assessment it is determined that Employee is not qualified, Employee may request second evaluation by a different evaluator who shall also provide a written determination. Assignment to Bilingual Differential Pay eligibility shall be made by Chief of Police from among those Employees who are qualified for such assignment. Such assignment shall occur only when Chief of Police determines that a need and benefit exist and is limited to a maximum of eight (8) Employees at any time. While only Spanish and Hmong language skills are recognized as having the level of benefit to the Police Department which would result in authorization for a Bilingual Differential Pay, City reserves the right to extend the benefit to other languages as the need and opportunity arise. Compensation. Employees assigned to receive a Bilingual Differential Pay shall be compensated with an additional five percent (5%) over and above Employees' Basic Pay rate during the term of Employees' assignment.

Management-CME
None
Directors
None
Colusa City Manager/Dept Heads/Mid Management
None
Misc.
5%- An employee shall receive bilingual pay if: The CITY determines that bilingual skill is a requirement of the employee's position. The employee agrees to utilize his or her bilingual ability on the job. The employee is able to demonstrate bilingual proficiency that is satisfactory to the CITY up to and including language certification; and the assignment is in writing and reviewed on an annual basis. Employees who qualify pursuant to the above shall receive a 5% increase in salary for the duration of the assignment.

POA
43 Appendix B - Table 9
Bilingual Pay Policy
Survey Agency Bilingual Pay
5%- An employee shall receive bilingual pay if: The CITY determines that bilingual skill is a requirement of the employee's position; The employee agrees to utilize his or her bilingual ability on the job; The employee is able to demonstrate bilingual proficiency that is satisfactory to the CITY up to and including language certification; and the assignment is in writing and reviewed on an annual basis.

Grass Valley MSPC/Local 39-Unit 2/Dept. Heads/City Manager None
Local 39 Unit 3
5%-Employees designated by the City to provide bilingual services shall receive an increase of five percent (5%) of base salary. Bilingual pay will be for languages designated by the City and demonstrated proficiency. Number of personnel approved for bilingual pay will be limited to meet the needs of the City.

POA
5%- Bilingual pay will be for languages designated by the Chief of Police and demonstrated proficiency. Number of personnel approved for bilingual pay will be limited to meet needs of the City.

Healdsburg IBEW
$200 max-Any Employee who is certified bilingual in Spanish shall receive additional compensation at the rate of $150.00 per calendar month. Any employee who is certified fluent in Spanish shall receive additional compensation at the rate of $200.00 per calendar month. For purposes of payroll, bilingual incentive will be paid at an hourly rate. Bilingual is defined as being able to understand and speak the Spanish language. Fluent is defined as being able to understand, speak, read, and write in the Spanish language. Qualification for this extra compensation must be proved by certification. Such a certification program to determine standards for each of these levels of fluency shall be developed by the City in cooperation with Local 1245, IBEW within six months of ratification but no later than June 1, 2018. Employees receiving the bilingual pay incentive are required to assist the City in translation services as requested. (Amended 2022) Qualifications for this extra compensation may be proven by certification; however, the City may waive this certification requirement if it is otherwise satisfied as to the bilingual qualifications. Employees receiving bilingual incentive may be tested for recertification on an annual basis.

No limit to number of staff eligible
Executive Management
None
Lassen Municipal Utility
District
Union/Non-Union
None
44 Appendix B - Table 9
Bilingual Pay Policy
Survey Agency Bilingual Pay
Live Oak Local 1
$125/month- The City has identified certain positions which require bilingual language skills. Positions approved for bilingual pay will generally be those rendering services linking the City with clients who are largely monolingual in a language other than English. Designated bilingual employees will be expected to continue to perform all other job duties required of them by their classification. To qualify for a bilingual position, employees must be State certified or pass a City qualifying language test in the relevant language at the option of the City. Premium Compensation -Designated bilingual employees shall be paid a premium compensation in the amount of $125 per month for bilingual pay.

Bilingual pay will be payable at the full monthly rate in any month a designated bilingual employee is on paid status at least half of the month. If a designated bilingual employee is on unpaid status or has been placed on paid administrative leave for more than half of the month, the bilingual pay will be reduced by half. No bilingual pay will be paid in a month if an employee is on LWOP or paid administrative leave for the entire month.

Designated bilingual employees hired or assigned bilingual pay within the first 15 days of the month shall receive the full monthly rate for their first month of employment; those hired or assigned bilingual pay after the 15th of the month will receive half of the bilingual pay for their first month of employment.

Designated bilingual employees leaving City service during the first 15 days of the month will receive half of the bilingual pay for that month; those leaving service any time after the 15th of the month will be paid the full monthly rate.

Unrepresented
$125/month- bilingual
No limit to number of staff eligible
Lodi IBEW
$150-Employees designated by the Department Head and approved by the City Manager who have passed a bilingual proficiency examination administered by the City shall receive a monthly bilingual supplement of $150.00. The City Manager has the discretion in determining the languages that will be recognized.

Executive
None
General
$150-Employees designated by the Department Head and approved by the City Manager who have passed a bilingual proficiency examination administered by the City shall receive a monthly bilingual supplement of $150, paid bi-weekly. The City Manager has the discretion in determining the languages that will be recognized. 45 Appendix B - Table 9
Bilingual Pay Policy
Survey Agency Bilingual Pay
Marysville Teamsters
$100-The City shall compensate employees who are certified as Spanish speaking at the rate of $100 per month. A maximum of two Teamsters employees may be designated bilingual.

POA-safety
$100-The City shall compensate designated employees who are certified by the City as Spanish speaking will be paid $100.00 per month. Bilingual pay will begin the first full pay period immediately following designation. Compensation for additional languages subject to recommendation of Police Chief and City Manager approval. A maximum of four (4) employee may be designated bilingual.

POA-non safety
$100-The City shall compensate employees who are certified by the City as Spanish speaking will be paid $100.00 per month. A maximum of three (3) employees may be designated bilingual. Compensation for additional languages subject to recommendation of Police Chief and City Manager approval.

Executive
None
Nevada City None
Orland General

2.5%- Employees whom the City recognizes as meeting the qualifications for Bi-Lingual Skills shall receive a 2.5% salary increase.

Police
None

UPEC MM

2.5% - Employees whom the City recognizes as meeting the qualifications for Bi-Lingual Skills shall receive a 2.5% salary increase.

Unrepresented
None
Oroville OCEA
$1000/year to FSA or 457 plan for bilingual pay
No limit to number eligible.
46 Appendix B - Table 9
Bilingual Pay Policy
Survey Agency Bilingual Pay
Dept. Heads
None
POA-Misc
$200-Employees proficient to a working level in a non-English language that is commonly encountered in the area, shall receive $200 per month. Languages currently eligible for bi-lingual pay are Spanish, Hmong, Mien and Vietnamese, or any other languages as approved by the City Administrator.

No limit to number eligible.
$200- POA-safety
$200-Employees proficient to a working level in a non-English language that is commonly encountered in the area shall receive $200 per month. Languages currently eligible for bi-lingual pay are Spanish, Hmong, Mien and Vietnamese, or any other languages as approved by the City Administrator.

No limit to number eligible.

OMA
None
Plumas Sierra Rural
Electric Cooperative
None
Redding IBEW Electric, Unrepresented, IBEW Maintenance
None
Roseville IBEW
$100- City shall compensate employees who are certified by the Human Resources Department as Spanish speaking at the rate of $46.15 bi-weekly ($100.00 per month).

No limit to number eligible.

Management
$100- Employees certified by the Human Resources Department as Spanish speaking will be paid $100.00 per month ($46.15 bi-weekly). At the discretion of the Department Head and upon certification by the Human Resources Department, employees may be compensated $100.00 per month for other languages used during the course of employment. However, $100 per month bilingual pay is the maximum amount an employee may receive no matter how many languages he/she is certified to speak.

No limit to number eligible.
47 Appendix B - Table 9
Bilingual Pay Policy
Survey Agency Bilingual Pay
Local 39
$100- City shall compensate employees who are certified by the Human Resources Department as Spanish speaking at the rate of $46.15 bi-weekly ($100.00 per month). At the discretion of the Department Head and upon certification by the Human Resources Department, employees may be compensated $100.00 per month for other languages used including sign language during the course of employment. However, $100 per month bilingual pay is the maximum amount an employee may receive no matter how many languages the employee is certified to speak.

No limit to number eligible.

Shasta Lake IBEW, Management, Teamsters
None
Truckee Donner PUD IBEW
None for comparable classes. (Bilingual pay is only for Customer Service Representative and this classification was not matched to the survey classes.)
Unrepresented
None
Ukiah IBEW
None
Executive
None
Administrative/Maintenance
3% - 5%- The City will pay compensation to employees who are routinely and consistently assigned to positions requiring communication skills in Spanish and American Sign Language (ASL) as follows (MOU 2022-25): Employees who are designated by the City as fluent in Spanish (includes ability to read and write) or ASL (includes ability to interpret complex conversations) shall receive an additional 5% of their base monthly salary as compensation for the additional responsibilities. Employees who are not fluent, but have been designated by the City as possessing the skill to converse in Spanish or ASL well enough to communicate during a basic call for service shall receive an additional 3% of base monthly salary as compensation for the additional responsibilities. The 5% pay and 3% pay shall not be combined and 5% is the maximum premium allowed for any combination of the recognized communication skills. The City may use a variety of techniques to test an employee’s proficiency in either language, and may require an employee to re-test on occasion Williams POA
$150-The City recognizes the need to comply with the Dymally-Alatorre Bilingual Services Act, enacted in 1973 (Chapter 10 of Division 4 of Title 1 of the California Government Code commencing with section 7200), which seeks to enable all 48 Appendix B - Table 9
Bilingual Pay Policy
Survey Agency Bilingual Pay
Californians to effectively communicate with their government by overcoming language barriers. Dymally-Alatorre states:
"Every local public agency, as defined in Section 54591, servicing a substantial number of non-English speaking people, shall employ a sufficient amount of qualified bilingual persons in public contact positions or as interpreters to assist those in such positions to ensure provision of information and services in the language of the non-English speaking person." Therefore, employees with the ability to write simple sentences in Spanish and speak Spanish proficiently shall receive additional pay of one hundred fifty dollars ($150) per month as a supplement o his/her base rate of pay. The method for certifying proficiency shall be determined by the City in consultation with the WPOA.

The City may review which additional second languages may be eligible for bilingual pay as quantified by demographic changes.

No limit to number eligible.

MEA
$150-The City recognizes the need to comply with the Dymally-Alatorre Bilingual Services Act, enacted in 1973 (Chapter 10 of Division 4 of Title 1 of the California Government Code commencing with section 7200), which seeks to enable all Californians to effectively communicate with their government by overcoming language barriers. Dymally-Alatorre states:
"Every local public agency, as defined in Section 54591, servicing a substantial number of non-English speaking people, shall employ a sufficient amount of qualified bilingual persons in public contact positions or as interpreters to assist those in such positions to ensure provision of information and services in the language of the non-English speaking person." Therefore, employees with the ability to write simple sentences in Spanish and speak Spanish proficiently shall receive additional pay of one hundred fifty dollars ($150) per month as a supplement to his/her base rate of pay. The method for certifying proficiency shall be determined by the City in consultation with the Miscellaneous Employee Association. Should the POA bilingual rate increase so shall the Miscellaneous employees Association bilingual rate of equal value and within the same time. The City may review which additional second languages may be eligible for bilingual pay as quantified by demographic changes.

No limit to number eligible.

Unrepresented
Only the Finance Officer-$150/month
Yuba City Local 1

2.25%- Employees who are proficient in speaking a foreign language will receive Bilingual Pay in the amount of two and a quarter percent (2.25%) of their base rate of pay. The method of certifying proficiency, and the languages compensated is determined by the City.

No limit to number of staff eligible
FLM
49 Appendix B - Table 9
Bilingual Pay Policy
Survey Agency Bilingual Pay

1.4%-Effective November 18, 2023, employees who are proficient in speaking a foreign language as determined by the City receive bilingual pay incentive in the amount of one point four percent (1.4%) of their base rate of pay.

No limit to number of staff eligible
Dept. Heads
$100- The city will pay $100 per month bilingual pay incentive for employees who demonstrate proficiency in a foreign language, based on the City’s need.

POA

1.4%-Effective November 18, 2023, sworn employees who are proficient in speaking a foreign language, as determined by the City, receive bilingual pay in the amount of one-point four percent (1 .4%) of their base hourly rate of pay.

No limit to number of staff eligible

2.25%- Effective November 18, 2023, non-sworn employees who are proficient in speaking a foreign, as determined by the City, receive bilingual pay in the amount of two and a quarter percent (2.25%) of their base hourly rate of pay.

No limit to number of staff eligible
Police MM

1.4%- Employees who are proficient in speaking a foreign language as determined by the City receive bilingual pay incentive in the amount of one point four percent (1.4%) of their base rate of pay.

No limit to number of staff eligible
Police FLM

1.4%- Effective November 18, 2023, employees who are proficient in speaking a foreign, as determined by the City, receive bilingual pay in the amount of one point four percent (1.4%) of their base rate of pay.

No limit to number of staff eligible
50 Appendix B - Table 10
% Split for Family Level Medical Insurance
Survey Agency % Split for Family Level Medical Insurance Gridley All
Not based on a % split
Employee pays $47.55/semi-monthly ($95.10/month) for EE + family Chico Depends upon which plan is selected
EPO- ER pays 87.17%; EE pays 12.83% (EE pays $278/month) PPO 90/10 Plan- ER pays 87.17%; EE pays 12.83% (EE pays $278/month) PPO 80/20 plan- ER pays 69.79%; EE pays 30.21% (EE pays $603/month) HDHP plan- ER pays 100% (EE pays $0)
Colusa Not based on a % split. The City provides Health insurance through CalPERS. The employee’s maximum out of pocket share is $309 for the dependent coverage with condition of selecting lessor plan than Blue Shield Access. The employee is responsible to pay the difference if he/she chooses the Blue Shelled Access or better.

Grass Valley MSPC/Local 39, POA
Not based on a % split. MOUs provide a specific amount and the EE pays anything beyond that. The City provides Health insurance through CalPERS.

Dept. Heads and City Manager
ER Pays 100% of family level medical insurance. The City provides Health insurance through CalPERS.

Healdsburg Executive Management/IBEW
The City’s contribution toward health insurance shall be a dollar amount up to 100% of the lowest cost medical plan by premium category. For those employees that select a more expensive medical plan, the difference between the City’s contribution and the actual premium of the plan selected, shall be paid by the employee on a pre- tax basis.

Lassen Municipal Utility
District
Union/Non-Union
Not based on a % split. Self Insured; Employee pays $25/month for dependent coverage (which includes dental and vision insurance).

Live Oak Local 1 and Unrepresented
ER will pay up to 90% of PERS Platinum plan. The City provides Health insurance through CalPERS.

Lodi IBEW
Effective January 1, 2025, the City shall contribute to each employee enrolled in a CalPERS-Medical plan a dollar amount equal to 70% of the premium, by enrollment category, for the lowest cost HMO plan available in the zip code 95240. The employee shall be responsible for the premium difference between the City's contribution and the premium of the plan the employee actually selects. Employee contributions shall be collected via pre-tax payroll deduction.

Executive and General
51 Appendix B - Table 10
% Split for Family Level Medical Insurance
Survey Agency % Split for Family Level Medical Insurance Not based on a % split. The City provides Health insurance through CalPERS. ER contributes flat amount and EE pays remainder.

Marysville Executive and Teamsters
ER pays 90%; EE pays 10%; amounts vary by plan
POA-Misc/Safety
ER Pays 100%
Nevada City All
ER pays 90% and EE pays 10%. Amounts vary depending upon plan selected. The City provides Health insurance through CalPERS.

Orland General
In 2017, the ER paid 100% of the Silver plan.

The ER and EE share the cost increases 50/50, provided, however, that increases to employees shall not exceed $25 per month per employee in any contract year and shall not exceed $50/month per employee over the MOU term. Currently EE pays $46.16/ppp.

Police
In 2017, the ER paid 100% of the Silver plan.

In 2020, the ER and EE split the increases-Employees: 25%; City: 75%.

In 2021, the ER and EE split the increases- Employees: 35%; City: 65%.

In 2022, the ER and EE split the increases- Employees: 50%; City: 50%.

OPOA and the City both recognize that the intent of this agreement is to ultimately reach equal cost sharing of the increases in cost to medical insurance for employees and their families provided by the City.

Currently the EE pays $182.08/ppp.

UPEC Mid Mngt/Unrepresented
In 2017, the ER paid 100% of the Silver plan. The ER and EE split the increases 50/50. Currently the EE pays $182.08/ppp.

Oroville OCEA/Dept. Heads/OMA
Not based on a % split. EE currently pays $20.45 for Teamsters - Select Plus Plan. If HDHP plan is selected, EE pays $0 POA-Misc/Safety
Not based on a % split. ER pays up to $1943.52/month. Amount EE pays is age banded and based on how many people they add to their policy.
52 Appendix B - Table 10
% Split for Family Level Medical Insurance
Survey Agency % Split for Family Level Medical Insurance Plumas Sierra Rural
Electric Cooperative
IBEW
ER pays 99%; EE pays 1%
Redding IBEW-Electric, Unrepresented, IBEW-Maintenance
The City pays a max of 80% for base plan; EE pays 20% for base plan.

Roseville IBEW, Management, Local 39
Not % based; ER contributes $1347/month towards Cafeteria Plan Allowance and $1068/month towards flex plan which the EE can use to purchases medical, dental and vision insurance. The City provides Health insurance through CalPERS.

Shasta Lake IBEW, Management, Teamsters
The City will pay up to 100% of the PERS Select (Which is now PERS Gold) health plan. The City provides Health insurance through CalPERS.

Truckee Donner PUD Represented/Unrepresented
Not % based; EE contributes $50/month. ER contributes the remaining amount.

Ukiah IBEW, Executive, Admin/Maintenance
The City pays 85% of the premium; EE pays 15%; amounts vary based on plan selected.

Williams POA
Not % based; ER contributes flat amount of $2100 towards medical/dental/vision. The City provides Health insurance through CalPERS.

MEA
Not % based; ER contributes flat amount of $1900 towards medical/dental/vision. The City provides Health insurance through CalPERS.

Unrepresented
Police Chief receives same as POA group; Others receive same as MEA group.

Yuba City Local 1, FLM, Misc. Dept. Heads
ER pays 80% of the lowest cost health plan available to the majority of City employees.

POA, Police MM, Police FLM and Police Chief
ER pays 80% of the lowest cost PORAC health plan. The City provides Health insurance through CalPERS for safety.

Appendix C City of Gridley
Salary Recommendations
Classification
Current Maximum
Salary
% Above or Below
Median (Total
Compensation)
Recommended
Step 1
Recommended
Step 2
Recommended
Step 3
Recommended
Step 4
Recommended
Step 5
Recommended
Step 6
Recommended
Step 7 Rational
City Administrator $12,801 -32.87% --- --- --- --- --- --- $12,801 Same as current; salary set by Council Human Resources Manager $6,589 --- $5,455 $5,727 $6,014 $6,314 $6,630 $6,962 $7,310 10% below Assistant Finance Director Deputy City Clerk $6,417 --- $4,927 $5,173 $5,432 $5,703 $5,989 $6,288 $6,602 20% above Administrative Secretary Administrative Secretary $5,502 15.64% $4,106 $4,311 $4,527 $4,753 $4,990 $5,240 $5,502 No change; over market Finance Director $11,614 -14.48% $10,227 $10,738 $11,275 $11,839 $12,431 $13,052 $13,705 Set to market Assistant Finance Director $7,322 --- $6,000 $6,300 $6,615 $6,946 $7,293 $7,658 $8,041 15% above Accountant I Accountant I $6,992 12.43% $5,218 $5,478 $5,752 $6,040 $6,342 $6,659 $6,992 No change; over market Business Services Supervisor $6,853 --- $5,196 $5,455 $5,728 $6,015 $6,315 $6,631 $6,963 15% above Senior Accounting Technician Senior Accounting Technician $6,054 --- $4,518 $4,744 $4,981 $5,230 $5,492 $5,766 $6,054 10% above Accounting Technician Accounting Technician $5,504 6.78% $4,107 $4,313 $4,528 $4,755 $4,992 $5,242 $5,504 No change; over market Administrative Service Clerk II $5,240 12.62% $3,910 $4,106 $4,311 $4,527 $4,753 $4,990 $5,240 No change; over market Administrative Service Clerk I $4,483 --- $3,555 $3,732 $3,919 $4,115 $4,321 $4,537 $4,764 10% below Administrative Services Clerk II Electric Utility Director $14,168 -66.50% $19,006 $19,956 $20,954 $22,002 $23,102 $24,257 $25,470 Set to market Electric Supervisor $12,952 -1.96% $9,913 $10,409 $10,930 $11,476 $12,050 $12,652 $13,285 Set to market Electric Crew Foreperson $12,007 --- $9,385 $9,855 $10,347 $10,865 $11,408 $11,978 $12,577 10% above Electric Line Worker Electric Line Worker $11,434 0.42% $8,532 $8,959 $9,407 $9,877 $10,371 $10,890 $11,434 No change; over market Apprentice Line Worker $10,291 --- $7,757 $8,144 $8,552 $8,979 $9,428 $9,900 $10,395 10% below Electric Line Worker Electrical Ground Support Worker $7,530 --- $5,715 $6,001 $6,301 $6,616 $6,947 $7,294 $7,659 25% above Utility Technician Utility Technician $6,127 13.69% $4,572 $4,801 $5,041 $5,293 $5,557 $5,835 $6,127 No change; over market Police Chief $11,614 -23.52% $11,219 $11,780 $12,369 $12,988 $13,637 $14,319 $15,035 Set to market Police Lieutenant $10,099 -12.44% $8,746 $9,183 $9,642 $10,124 $10,630 $11,162 $11,720 Set to market Police Sergeant $7,726 -2.53% $5,989 $6,289 $6,603 $6,933 $7,280 $7,644 $8,026 Set to market Police Officer $6,408 -1.79% $4,921 $5,167 $5,425 $5,696 $5,981 $6,280 $6,594 Set to market Public Safety Dispatcher and
Records Supervisor $5,106 -5.25% $4,157 $4,365 $4,583 $4,812 $5,053 $5,306 $5,571 Set to market Public Safety Dispatcher $4,864 5.62% $3,630 $3,811 $4,002 $4,202 $4,412 $4,632 $4,864 No change; over market Animal Control Officer $4,864 11.78% $3,630 $3,811 $4,002 $4,202 $4,412 $4,632 $4,864 No change; over market Community Services Officer $4,376 0.27% $3,249 $3,411 $3,582 $3,761 $3,949 $4,147 $4,354 Set to market Public Works Director $11,614 -12.99% $10,066 $10,570 $11,098 $11,653 $12,236 $12,848 $13,490 Set to market Maintenance Supervisor $7,245 22.81% $5,406 $5,677 $5,960 $6,259 $6,571 $6,900 $7,245 No change; over market Senior Maintenance Worker $5,973 --- $4,263 $4,476 $4,700 $4,934 $5,181 $5,440 $5,712 10% above Maintenance Worker II Maintenance Worker II $5,193 21.72% $3,875 $4,069 $4,272 $4,486 $4,710 $4,946 $5,193 No change; over market Maintenance Worker I $4,676 --- $3,523 $3,699 $3,884 $4,078 $4,282 $4,496 $4,721 10% below Maintenance Worker II Recreation Director Market Check Market Check $8,085 $8,490 $8,914 $9,360 $9,828 $10,319 $10,835 Set to market Recreation Coordinator $3,725 --- $3,910 $4,106 $4,311 $4,527 $4,753 $4,990 $5,240 Same as Administrative Services Clerk II Transit Vehicle Operator $5,973 --- $4,263 $4,476 $4,700 $4,934 $5,181 $5,440 $5,712 Same as Senior Maintenance Worker Principal Planner $8,458 -20.94% $8,075 $8,479 $8,902 $9,348 $9,815 $10,306 $10,821 Set to market Planning Technician Market Check Market Check $3,259 $3,422 $3,593 $3,772 $3,961 $4,159 $4,367 Set to market Code Enforcement Officer Market Check Market Check $4,609 $4,839 $5,081 $5,335 $5,602 $5,882 $6,176 Set to market Classification
Recommended
Step 1
Recommended
Step 2
Recommended
Step 3
Recommended
Step 4
Recommended
Step 5
Recommended
Step 6
Recommended
Step 7
City Administrator --- --- --- --- --- --- $12,801
Electric Utility Director $19,006 $19,956 $20,954 $22,002 $23,102 $24,257 $25,470 Finance Director $10,227 $10,738 $11,275 $11,839 $12,431 $13,052 $13,705 Police Chief $11,219 $11,780 $12,369 $12,988 $13,637 $14,319 $15,035 Public Works Director $10,066 $10,570 $11,098 $11,653 $12,236 $12,848 $13,490 Recreation Director $8,085 $8,490 $8,914 $9,360 $9,828 $10,319 $10,835 Assistant Finance Director $6,000 $6,300 $6,615 $6,946 $7,293 $7,658 $8,041 Deputy City Clerk $4,927 $5,173 $5,432 $5,703 $5,989 $6,288 $6,602 Human Resources Manager $5,455 $5,727 $6,014 $6,314 $6,630 $6,962 $7,310 Police Lieutenant $8,746 $9,183 $9,642 $10,124 $10,630 $11,162 $11,720 Principal Planner $8,075 $8,479 $8,902 $9,348 $9,815 $10,306 $10,821 Recreation Coordinator $3,910 $4,106 $4,311 $4,527 $4,753 $4,990 $5,240 Management
Mid-Management
Unrepresented
Classification
Recommended
Step 1
Recommended
Step 2
Recommended
Step 3
Recommended
Step 4
Recommended
Step 5
Recommended
Step 6
Recommended
Step 7
Police Officer $4,921 $5,167 $5,425 $5,696 $5,981 $6,280 $6,594 Police Sergeant $5,989 $6,289 $6,603 $6,933 $7,280 $7,644 $8,026 Classification
Recommended
Step 1
Recommended
Step 2
Recommended
Step 3
Recommended
Step 4
Recommended
Step 5
Recommended
Step 6
Recommended
Step 7
Animal Control Officer $3,630 $3,811 $4,002 $4,202 $4,412 $4,632 $4,864 Community Services Officer $3,249 $3,411 $3,582 $3,761 $3,949 $4,147 $4,354 Public Safety Dispatcher and
Records Supervisor $4,157 $4,365 $4,583 $4,812 $5,053 $5,306 $5,571 Public Safety Dispatcher $3,630 $3,811 $4,002 $4,202 $4,412 $4,632 $4,864 Classification
Recommended
Step 1
Recommended
Step 2
Recommended
Step 3
Recommended
Step 4
Recommended
Step 5
Recommended
Step 6
Recommended
Step 7
Administrative Secretary $4,106 $4,311 $4,527 $4,753 $4,990 $5,240 $5,502 Accountant I $5,218 $5,478 $5,752 $6,040 $6,342 $6,659 $6,992 Business Services Supervisor $5,196 $5,455 $5,728 $6,015 $6,315 $6,631 $6,963 Senior Accounting Technician $4,518 $4,744 $4,981 $5,230 $5,492 $5,766 $6,054 Accounting Technician $4,107 $4,313 $4,528 $4,755 $4,992 $5,242 $5,504 Administrative Service Clerk II $3,910 $4,106 $4,311 $4,527 $4,753 $4,990 $5,240 Administrative Service Clerk I $3,555 $3,732 $3,919 $4,115 $4,321 $4,537 $4,764 Electric Supervisor $9,913 $10,409 $10,930 $11,476 $12,050 $12,652 $13,285 Electric Crew Foreperson $9,385 $9,854 $10,347 $10,864 $11,408 $11,978 $12,577 Electric Line Worker $8,532 $8,959 $9,407 $9,877 $10,371 $10,890 $11,434 Apprentice Line Worker $7,757 $8,144 $8,552 $8,979 $9,428 $9,900 $10,395 Electrical Ground Support Worker $5,715 $6,001 $6,301 $6,616 $6,947 $7,294 $7,659 Utility Technician $4,572 $4,801 $5,041 $5,293 $5,557 $5,835 $6,127 Maintenance Supervisor $5,406 $5,677 $5,960 $6,259 $6,571 $6,900 $7,245 Senior Maintenance Worker $4,263 $4,476 $4,700 $4,934 $5,181 $5,440 $5,712 Maintenance Worker II $3,875 $4,069 $4,272 $4,486 $4,710 $4,946 $5,193 Maintenance Worker I $3,523 $3,699 $3,884 $4,078 $4,282 $4,496 $4,721 Recreation Coordinator $3,910 $4,106 $4,311 $4,527 $4,753 $4,990 $5,240 Transit Vehicle Operator $4,263 $4,476 $4,700 $4,934 $5,181 $5,440 $5,712 Principal Planner $8,075 $8,479 $8,902 $9,348 $9,815 $10,306 $10,821 Planning Technician $3,259 $3,422 $3,593 $3,772 $3,961 $4,159 $4,367 Code Enforcement Officer $4,609 $4,839 $5,081 $5,335 $5,602 $5,882 $6,176 City Council Agenda Item #3
Staff Report
Date: March 2, 2026
To: Mayor and City Council
From: Martin Pineda, Finance Director
Subject: RSG’s contract renewal for FY 2026-2027
Recommendation
Staff respectfully request that the Mayor and City Council approve the contract renewal for FY 2026-2027 for consulting services with RSG, Inc for the Successor Agency of the Redevelopment Agency of the City of Gridley and authorize the City Administrator to sign the contract.

Background
The Finance Staff is requesting the City Council to approve the renewal of the contract with RSG Inc, for FY 2026-2027 in the amount of $25,000. RSG began working with the City in August 2023 and has been providing excellent service and assistance in regard to the Successor Agency. RSG will continue to assist the city with all projects relating to the Redevelopment Agency of the City of Gridley.

Fiscal Impact
No impact to the City Budget as the costs are recoverable through the Recognized Obligations Payment Schedule (ROPS) submitted on an annual basis.

Attachments
RSG-Gridley Successor Agency Proposal for 26-27
x Regular
Special
Closed
Emergency
February 19, 2026 Via Electronic Mail
Martin Pineda, Finance Director

CITY OF GRIDLEY
685 Kentucky Street
Gridley, CA 95948
PROPOSAL FOR SUCCESSOR AGENCY CONSULTING SERVICES 2026-27 Dear Mr. Pineda:

RSG is pleased to present this proposal to the City of Gridley (“City”) and Successor Agency to the Gridley Redevelopment Agency (“Successor Agency”) to provide Successor Agency consulting services for the 2026-27 fiscal year. RSG began working with the City and Successor Agency in August 2023 to prepare required annual reports and assist with administration of all Successor Agency matters.

SCOPE OF SERVICES
TASK 1: ANNUAL ROPS 27-28 AND ACCOMPANYING ADMINISTRATIVE BUDGET The Successor Agency must annually submit a Recognized Obligation Payment Schedule (“ROPS”) to the Countywide Oversight Board (“Oversight Board”) and Department of Finance. RSG will assist the Successor Agency in completing the ROPS 27-28 that will be due February 1, 2027.

Should an issue arise during the Department of Finance’s review of the ROPS, RSG would assist the Successor Agency in drafting a Meet and Confer request and is available to attend the meeting. The Successor Agency is allowed to amend the ROPS once during the period. RSG can assist the Successor Agency if this need arises.

The Successor Agency must submit an annual administrative budget supporting the use of the annual administrative allowance allowed by law. RSG will assist the Successor Agency in preparing the annual administrative budget for fiscal year 2027-28, which will be submitted along with the ROPS. RSG will attend the Oversight Board meeting for both these items and prepare related staff reports and resolutions.

TASK 2: REVIEW OF CASH BALANCES
RSG will review Successor Agency cash balances in order to prepare an annual Report of Cash Balances as part of the ROPS 27-28. RSG will review also the County Auditor-Controller’s January and June Redevelopment Property Tax Trust Fund (“RPTTF”) distribution reports to ensure accuracy, including a review of the City shares of pass-through and Residual RPTTF payments that go to the City General Fund.

Martin Pineda, Finance Director

CITY OF GRIDLEY
November XX, 2025

Page 2 ends

TASK 3: PRIOR PERIOD ADJUSTMENT 24-25
The differences between actual payments and approved obligations on the ROPS shall be annually submitted by the Successor Agency to the County Auditor-Controller on October 1 each year for review and adjustment to future distributions. RSG will assist the Successor Agency with the Prior Period Adjustment report of fiscal year 2024-25 expenses that is due October 1, 2026. This includes assisting the Successor Agency with providing any information requested by the County.

RSG will also review fiscal year 2025-26 expenses to advise on any revisions suggested while the Successor Agency completes its audited financials.

TASK 4: ATTEND MEETINGS AS NECESSARY
RSG will make a staff member available should the Successor Agency need assistance at Successor Agency, Oversight Board, or DOF meetings.

TASK 5: ADDITIONAL ADMINISTRATIVE SERVICES AS NEEDED
RSG will assist the Successor Agency with any additional administrative tasks as they arise and respond to general inquiries from DOF and other interested parties.

CONTRACT TERM
RSG’s contract will begin on July 1, 2026 and end on June 30, 2027. A contract amendment may be executed if needed to amend the contract scope and term through June 30, 2027.

PROJECT TEAM
Jim Simon will be the Principal-in-Charge of this engagement. Suzy Kim, Director, will be the Project Manager, and will be assisted by additional staff as needed.

FEE PROPOSAL
RSG will complete consulting services on a time-and-materials basis for $25,000 in accordance with our current fee schedule on the following page. If actual costs exceed $25,000, work will be conducted with staff’s authorization and may require a contract amendment. Costs may be paid by the Successor Agency from the administrative cost allowance as permitted by DOF.

HOURLY BILLING RATES
Our firms fee schedule can be found on the table below:

Fee Schedule
Principal $305
Director $295
Senior Associate $250
Associate $205
Senior Analyst $185
Analyst $170
Research Assistant $145
Technician $120
Clerical $100
Reimbursable Expenses Cost plus 10%
Martin Pineda, Finance Director

CITY OF GRIDLEY
November XX, 2025

Page 3 ends

RSG does not charge clients for mileage (except direct costs related to field surveys), parking, standard telephone/fax expenses, general postage or incidental copies. However, we do charge for messenger services and overnight shipping/express mail costs. We also charge for copies of reports, documents, notices, and support material in excess of five (5) copies. We bill reimbursable costs at the actual expense plus a 10% surcharge.

RSG issues monthly invoices payable upon receipt, unless otherwise agreed upon in advance.

Invoices identify tasks completed to date, hours expended and the hourly rate.

We appreciate the opportunity to submit our proposal to the City and Successor Agency and look forward to working with you again. If you have any questions, please do not hesitate to contact Suzy at (714) 316-2116.

Sincerely,
RSG, Inc.

Jim Simon Suzy Kim
Principal Director
APPROVED AND AUTHORIZED TO PROCEED:

Signature:

Printed
Name:

Title:

Date:

City Council Agenda Item #4
Staff Report
Date: March 2, 2026
To: Mayor and City Council
From: Elisa Arteaga, City Administrator
Subject: Approval of 2026 Direct Payment Contract with the California Department of Community Services and Development (CSD) for Home Energy Assistance Program (HEAP)
Recommendation
Staff recommends that the City Council:

1. Approve the 2026 Direct Payment Contract with the California Department of Community Services and Development (CSD) for participation in the Home Energy Assistance Program (HEAP); and

2. Authorize the City Administrator to execute the agreement and any related program documents, subject to City Attorney review.

Background
The California Department of Community Services and Development (CSD) administers the federally funded Home Energy Assistance Program (HEAP), also known as the Low Income Home Energy Assistance Program (LIHEAP).

The program provides financial assistance to eligible low-income households to help offset home energy costs.

Through this Direct Payment Contract, CSD will remit HEAP benefit payments directly to the City on behalf of qualifying utility customers. The City then applies those payments as credits to participating customer utility accounts.

The City has historically participated in this program to support income-qualified residents while maintaining utility revenue stability.

Approval of the 2026 Direct Payment Contract allows the City to:
• Continue receiving HEAP payments on behalf of eligible customers; • Apply assistance directly to customer utility accounts; • Support vulnerable households in maintaining essential electric service; and • Reduce delinquency risk within the utility enterprise fund.

X Regular
Special
Closed
Emergency
The contract does not require the City to provide matching funds. The City’s role is administrative in nature and includes:
• Coordinating account verification;
• Applying payments to customer accounts;
• Maintaining required documentation; and
• Complying with reporting requirements.

Participation aligns with the City’s commitment to maintaining reliable utility services while supporting community members experiencing financial hardship. The agreement has been reviewed and is consistent with standard CSD program participation requirements. Execution of the contract authorizes the City to receive and apply federal assistance payments in accordance with program guidelines. Participation in the HEAP program supports community well-being, financial stability of essential utility services; and responsible enterprise fund management.

Financial Impact
Approval of contract is administrative and there is budgetary impact associated with approval of contract. HEAP payments are remitted directly to the City for crediting to customer accounts and do not require local matching funds. Participation in the program supports enterprise fund revenue stability by reducing uncollectible utility accounts and mitigating arrearages among qualifying customers. Administrative duties associated with the program are absorbed within existing utility operations.

Attachments
2026 Direct Payment Contract – CSD (HEAP)
SCO ID: 4700-26Y-6012-0

STATE OF CALIFORNIA-DEPARTMENT OF GENERAL SERVICE

STANDARD AGREEMENT
STD 213 (Rev. 04/2020)

AGREEMENT NUMBER
26Y-6012
PURCHASING AUTHORITY NUMBER (If Applicable)
DCSD-4700

Page 1 of 2 ends

1. This Agreement is entered into Contracting Agency and the Contractor Named Below:

CONTRACTING AGENCY NAME
Department of Community Service And Development

CONTRACTOR'S NAME
City of Gridley

2. The term of this Agreement is:

START DATE
04/01/2026

THROUGH END DATE
03/31/2029

3. The maximum amount of this Agreement is: 0.00

4. The parties agree to comply with the terms and conditions of the following exhibits, which are by this reference made a part of the Agreement ARTICLE1 – SCOPE OF WORK
ARTICLE 2 – REPORTING REQUIREMENTS
ARTICLE 3 – CONTRACT CONSTRUCTION, ADMINISTRATION, AND PROCEDURE ARTICLE 4 – STATE CONTRACTING REQUIREMENTS - GENERAL TERMS AND CONDITIONS GTC 02/2025* ARTICLE 5 – ADMINISTRATIVE POLICIES, TERMS AND CONDITIONS Items shown with an Asterisk (*) are hereby incorporated by reference and made a part of this agreement as if attached hereto. *Items shown with an asterisk (*) are hereby incorporated by reference and made part of this agreement as if attached hereto.

These documents can be viewed at https://www.dgs.ca.gov/OLS/Resources IN WITNESS WHEREOF, THIS AGREEMENT HAS BEEN EXECUTED BY THE PARTIES HERETO.

CONTRACTOR
CONTRACTOR NAME (if other than an individual, state whether a corporation, partnership, etc.) City of Gridley

CONTRACTOR BUSINESS ADDRESS
685 Kentucky Street
CITY
Gridley
STATE
CA
ZIP
95948

PRINTED NAME OF PERSON SIGNING TITLE

DATE SIGNED
Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 Elisa Arteaga City Administrator
SCO ID: 4700-26Y-6012-0

STATE OF CALIFORNIA-DEPARTMENT OF GENERAL SERVICE

STANDARD AGREEMENT
STD 213 (Rev. 04/2020)

AGREEMENT NUMBER
26Y-6012
PURCHASING AUTHORITY NUMBER (If Applicable)
DCSD-4700

Page 2 of 2 ends

STATE OF CALIFORNIA

CONTRACTING AGENCY NAME
Department of Community Service And Development

CONTRACTING AGENCY ADDRESS
2389 Gateway Oaks Drive, Suite 100
CITY
Sacramento
STATE
CA ZIP

PRINTED NAME OF PERSON SIGNING TITLE

DATE SIGNED
EXEMPTION (IF Applicable)
I hereby certify that all conditions for exemption have been complied with, and the document is exempt from the Department of General Services approval.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 CCC 04/2017

CERTIFICATION
I, the official named below, CERTIFY UNDER PENALTY OF PERJURY that I am duly authorized to legally bind the prospective Contractor to the clause(s) listed below. This certification is made under the laws of the State of California.

Contractor/Bidder Firm Name (Printed) Federal ID Number By (Authorized Signature)
Printed Name and Title of Person Signing
Date Executed Executed in the County of

CONTRACTOR CERTIFICATION CLAUSES

1. STATEMENT OF COMPLIANCE: Contractor has, unless exempted, complied with the nondiscrimination program requirements. (Gov. Code §12990 (a-f) and CCR, Title 2, Section 11102) (Not applicable to public entities.)

2. DRUG-FREE WORKPLACE REQUIREMENTS: Contractor will comply with the requirements of the Drug-Free Workplace Act of 1990 and will provide a drug-free workplace by taking the following actions:
a. Publish a statement notifying employees that unlawful manufacture, distribution, dispensation, possession or use of a controlled substance is prohibited and specifying actions to be taken against employees for violations.
b. Establish a Drug-Free Awareness Program to inform employees about:
1) the dangers of drug abuse in the workplace;
2) the person's or organization's policy of maintaining a drug-free workplace; 3) any available counseling, rehabilitation and employee assistance programs; and, 4) penalties that may be imposed upon employees for drug abuse violations. c. Every employee who works on the proposed Agreement will:
1) receive a copy of the company's drug-free workplace policy statement; and, 2) agree to abide by the terms of the company's statement as a condition of employment on the Agreement.

Failure to comply with these requirements may result in suspension of payments under the Agreement or termination of the Agreement or both and Contractor may be ineligible for award of any future State agreements if the department determines that any of the following has occurred: the Contractor has made false certification, or violated the Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 Butte
City of Gridley
Elisa Arteaga City Administrator
certification by failing to carry out the requirements as noted above. (Gov. Code §8350 et seq.)

3. NATIONAL LABOR RELATIONS BOARD CERTIFICATION: Contractor certifies that no more than one (1) final unappealable finding of contempt of court by a Federal court has been issued against Contractor within the immediately preceding two-year period because of Contractor's failure to comply with an order of a Federal court, which orders Contractor to comply with an order of the National Labor Relations Board. (Pub.

Contract Code §10296) (Not applicable to public entities.)

4. CONTRACTS FOR LEGAL SERVICES $50,000 OR MORE- PRO BONO REQUIREMENT: Contractor hereby certifies that Contractor will comply with the requirements of Section 6072 of the Business and Professions Code, effective January 1, 2003.

Contractor agrees to make a good faith effort to provide a minimum number of hours of pro bono legal services during each year of the contract equal to the lessor of 30 multiplied by the number of full time attorneys in the firm’s offices in the State, with the number of hours prorated on an actual day basis for any contract period of less than a full year or 10% of its contract with the State.

Failure to make a good faith effort may be cause for non-renewal of a state contract for legal services, and may be taken into account when determining the award of future contracts with the State for legal services.

5. EXPATRIATE CORPORATIONS: Contractor hereby declares that it is not an expatriate corporation or subsidiary of an expatriate corporation within the meaning of Public Contract Code Section 10286 and 10286.1, and is eligible to contract with the State of California.

6. SWEATFREE CODE OF CONDUCT:
a. All Contractors contracting for the procurement or laundering of apparel, garments or corresponding accessories, or the procurement of equipment, materials, or supplies, other than procurement related to a public works contract, declare under penalty of perjury that no apparel, garments or corresponding accessories, equipment, materials, or supplies furnished to the state pursuant to the contract have been laundered or produced in whole or in part by sweatshop labor, forced labor, convict labor, indentured labor under penal sanction, abusive forms of child labor or exploitation of children in sweatshop labor, or with the benefit of sweatshop labor, forced labor, convict labor, indentured labor under penal sanction, abusive forms of child labor or exploitation of children in sweatshop labor. The contractor further declares under penalty of perjury that they adhere to the Sweatfree Code of Conduct as set forth on the California Department of Industrial Relations website located at www.dir.ca.gov, and Public Contract Code Section 6108. b. The contractor agrees to cooperate fully in providing reasonable access to the contractor’s records, documents, agents or employees, or premises if reasonably required by authorized officials of the contracting agency, the Department of Industrial Relations, Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 or the Department of Justice to determine the contractor’s compliance with the requirements under paragraph (a).

7. DOMESTIC PARTNERS: For contracts of $100,000 or more, Contractor certifies that Contractor is in compliance with Public Contract Code section 10295.3.

8. GENDER IDENTITY: For contracts of $100,000 or more, Contractor certifies that Contractor is in compliance with Public Contract Code section 10295.35.

DOING BUSINESS WITH THE STATE OF CALIFORNIA
The following laws apply to persons or entities doing business with the State of California.

1. CONFLICT OF INTEREST: Contractor needs to be aware of the following provisions regarding current or former state employees. If Contractor has any questions on the status of any person rendering services or involved with the Agreement, the awarding agency must be contacted immediately for clarification.

Current State Employees (Pub. Contract Code §10410):
1). No officer or employee shall engage in any employment, activity or enterprise from which the officer or employee receives compensation or has a financial interest and which is sponsored or funded by any state agency, unless the employment, activity or enterprise is required as a condition of regular state employment. 2). No officer or employee shall contract on his or her own behalf as an independent contractor with any state agency to provide goods or services.

Former State Employees (Pub. Contract Code §10411):
1). For the two-year period from the date he or she left state employment, no former state officer or employee may enter into a contract in which he or she engaged in any of the negotiations, transactions, planning, arrangements or any part of the decision-making process relevant to the contract while employed in any capacity by any state agency. 2). For the twelve-month period from the date he or she left state employment, no former state officer or employee may enter into a contract with any state agency if he or she was employed by that state agency in a policy-making position in the same general subject area as the proposed contract within the 12-month period prior to his or her leaving state service.

If Contractor violates any provisions of above paragraphs, such action by Contractor shall render this Agreement void. (Pub. Contract Code §10420) Members of boards and commissions are exempt from this section if they do not receive payment other than payment of each meeting of the board or commission, payment for preparatory time and payment for per diem. (Pub. Contract Code §10430 (e)) Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4

2. LABOR CODE/WORKERS' COMPENSATION: Contractor needs to be aware of the provisions which require every employer to be insured against liability for Worker's Compensation or to undertake self-insurance in accordance with the provisions, and Contractor affirms to comply with such provisions before commencing the performance of the work of this Agreement. (Labor Code Section 3700)

3. AMERICANS WITH DISABILITIES ACT: Contractor assures the State that it complies with the Americans with Disabilities Act (ADA) of 1990, which prohibits discrimination on the basis of disability, as well as all applicable regulations and guidelines issued pursuant to the ADA. (42 U.S.C. 12101 et seq.)

4. CONTRACTOR NAME CHANGE: An amendment is required to change the Contractor's name as listed on this Agreement. Upon receipt of legal documentation of the name change the State will process the amendment. Payment of invoices presented with a new name cannot be paid prior to approval of said amendment.

5. CORPORATE QUALIFICATIONS TO DO BUSINESS IN CALIFORNIA:
a. When agreements are to be performed in the state by corporations, the contracting agencies will be verifying that the contractor is currently qualified to do business in California in order to ensure that all obligations due to the state are fulfilled. b. "Doing business" is defined in R&TC Section 23101 as actively engaging in any transaction for the purpose of financial or pecuniary gain or profit. Although there are some statutory exceptions to taxation, rarely will a corporate contractor performing within the state not be subject to the franchise tax.
c. Both domestic and foreign corporations (those incorporated outside of California) must be in good standing in order to be qualified to do business in California. Agencies will determine whether a corporation is in good standing by calling the Office of the Secretary of State.

6. RESOLUTION: A county, city, district, or other local public body must provide the State with a copy of a resolution, order, motion, or ordinance of the local governing body which by law has authority to enter into an agreement, authorizing execution of the agreement.

7. AIR OR WATER POLLUTION VIOLATION: Under the State laws, the Contractor shall not be: (1) in violation of any order or resolution not subject to review promulgated by the State Air Resources Board or an air pollution control district; (2) subject to cease and desist order not subject to review issued pursuant to Section 13301 of the Water Code for violation of waste discharge requirements or discharge prohibitions; or (3) finally determined to be in violation of provisions of federal law relating to air or water pollution.

8. PAYEE DATA RECORD FORM STD. 204: This form must be completed by all contractors that are not another state agency or other governmental entity.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 STATE OF CALIFORNIA – Health and Human Services Agency GAVIN NEWSOM Governor JASON WIMBLEY Director
2389 Gateway Oaks Drive, Suite 100
Sacramento, CA 95833
(916) 576-7109
www.csd.ca.gov
ATTACHMENT 1
2026 LIHEAP DIRECT PAYMENT SUMMARY

PLEASE COMPLETE FOR EACH DIRECT PAYMENT BATCH

CSD RUN
DATE
(A)
Total Number
of Accounts on
this Pay Run
(B)
Total Number of
Accounts
Receiving FULL
LIHEAP

PAYMENT
(C)
Total Number of
Accounts
Receiving

PARTIAL
LIHEAP

PAYMENT
(D)
Total Number
of Accounts

UNABLE TO
CREDIT
(E)
Total Number
of
Partial and/or
Full Credit

RETURNS
(Column C + D)
Total Dollar
Amount from
CSD
Total Dollar
Amount of
FULL
LIHEAP

PAYMENTS
Total Dollar
Amount of

PARTIAL
CREDIT

RETURNS
Total Dollar
Amount of
FULL
CREDIT

RETURNS
Total Dollars

RETURNED
(Partial plus
Full Credit)
COMPLETED BY: PHONE:

UTILITY COMPANY:

DATE UTILITY ACCOUNTS CREDITED:

RETURN SUMMARY SHEET TO:

Albert Cobian, Energy Services

HOME ENERGY ASSISTANCE PROGRAM
2389 GATEWAY OAKS DRIVE, SUITE 100
SACRAMENTO, CA 95833
Or
Fax: 916-720-0464 or Email: [email protected]
If you have any questions, please contact Albert Cobian (916) 573-4778.

CSDUSE ONLY
CHECK RECEIVED YES NO CHECK NUMBER $ AMOUNT RETURNED
This summary sheet must be returned within 30 working days of receipt.

Please attach the Account Reconciliation Report and check for the amount of the return payments associated with this pay run to the address below.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 Department of Community Services and Development
2389 Gateway Oaks Drive, Suite 100, Sacramento, CA 95833 Energy Help Desk Fax: 916-720-0464
Email: [email protected]

ACCOUNT RECONCILIATION REPORT
Please complete and attach to completed LIHEAP Direct Payment Summary Pay run date Account # Amount applied Date posted Full or Partial payment Returned amount Reason for returned amount Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
i

TABLE OF CONTENTS
AGREEMENT .............................................................................................................................. 1 ARTICLE 1 – SCOPE OF WORK ............................................................................................. 1

1.1 Purpose................................................................................................................................1

1.2 Term....................................................................................................................................1

1.3 Project Coordinators.........................................................................................................1

1.4 CSD Requirements............................................................................................................ 3

1.5 Utility Requirements..........................................................................................................3

1.6 Payment Issuance and Processing ....................................................................................5

1.7 Direct Payment Summary and Account Reconciliation.................................................6

1.8 Pledges Under Energy Crisis Intervention Program/Fast Track..................................6 ARTICLE 2 – REPORTING REQUIREMENTS ..................................................................... 8

2.1 Quarterly Pledge Reports................................................................................................. 8 ARTICLE 3 – CONTRACT CONSTRUCTION, ADMINISTRATION, AND
PROCEDURE ............................................................................................................................. 10

3.1 State Contracting Requirements – “Contractor Certification Clauses, CCC 04/2017” ....................................................................................................................................... 10

3.2 Applicable Laws and Requirements ............................................................................. 10

3.3 Additional Provisions...................................................................................................... 10 ARTICLE 4 – STATE CONTRACTING REQUIREMENTS - GENERAL TERMS AND CONDITIONS GTC 02/2025..................................................................................................... 13 ARTICLE 5 – ADMINISTRATIVE POLICIES, TERMS AND CONDITIONS ................ 14

5.1 Confidentiality..................................................................................................................14 Attachment I – LIHEAP Direct Payment Summary............................................................... 15 Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
1 STATE OF CALIFORNIA

AGREEMENT
This Agreement consists of this Direct Payment Agreement (“Agreement”), and Attachment 1, which is incorporated herein by this reference. This Agreement is entered into between the California Department of Community Services and Development (CSD), and the Utility Company (Utility) named in section 1 of the STD 213 Agreement.

ARTICLE 1 – SCOPE OF WORK

1.1 Purpose
A. CSD will make payments to Utility for the purpose of crediting the accounts of qualified low-income energy customers of Utility who have been identified as eligible for utility assistance payments under the Low Income Home Energy Assistance Program (LIHEAP) or other utility assistance program being offered by CSD. Categories of payment assistance include the Home Energy Assistance Program (HEAP) and Energy Crisis Intervention Program – Fast Track (ECIP FT). HEAP provides one-time financial assistance to help offset an eligible household’s energy costs (utility bill). ECIP FT provides one-time assistance to low-income households that are in a crisis situation.

B. In order to carry out the purpose of this Agreement, CSD’s LIHEAP Local Service Providers (LSPs) will submit LIHEAP benefit pledges for low-income utility customers at risk of service disconnection or interruption due to nonpayment, as set forth in section 1.8 of this Agreement. The LIHEAP benefit pledge is intended to immediately notify utility companies of a low-income utility customer’s participation in LIHEAP and the amount of qualifying assistance the customer is to receive.

1.2 Term
The term of this Agreement shall be April 1, 2026, through March 31, 2029.

1.3 Project Coordinators
The Project Coordinator is tasked with managing all CSD inquiries regarding pledge payments or issues with the pledge process, mishandled or incorrect payments, clarification and updates of reports, and fraud and abuse. The Project Coordinators during the term of this Agreement are listed below. Either Party may designate a different Project Coordinator by notifying the other party in writing. Utility may designate contact personnel below for Utility’s Payment Unit and/or Utility’s Information Technology (IT) Unit. The role for the designated contact is to handle, process and communicate any specific payment and/or IT system issues directly with CSD.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
2 UTILITY’S PROJECT COORDINATOR
Name and Title: __________________________________________________________ Address: _______________________________________________________________ City, State, and ZIP Code: _________________________________________________ Email: _________________________________________________________________ Phone: _________________________________________________________________ UTILITY’S PAYMENT UNIT CONTACT
Name and Title: _________________________________________________________ Email: _________________________________________________________________ Phone: _________________________________________________________________ UTILITY’S INFORMATION TECHNOLOGY (IT) UNIT CONTACT
Name and Title: _________________________________________________________ Email: _________________________________________________________________ Phone: _________________________________________________________________ CSD’S PROJECT COORDINATOR
Candy Chung, Analyst I
Energy & Environmental Services Division
Department of Community Services and Development
2389 Gateway Oaks Drive, Suite 100, Sacramento, CA 95833 Email: [email protected]
Phone: (916) 573-2746
Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 Elisa Arteaga
City Administrator
City Administrator
Elisa Arteaga
City Administrator
Elisa Arteaga
2026 Utility Direct Payment Agreement
3 1.4 CSD Requirements
A. CSD’s LSPs, and/or CSD personnel, will process LIHEAP applications and make a determination of the applicant’s eligibility for utility assistance based upon preestablished criteria in accordance with federal and state LIHEAP requirements.

B. CSD will make every effort to ensure the timely fulfillment of benefit payments on LIHEAP pledges within 60 days from the date the pledge was made.

C. CSD will host a File Transfer Protocol (FTP) site and provide Utility with specifications, documentation, and samples of FTP Client configuration screens, as necessary, to enable Utility’s use of the FTP site. The Utility must use the FTP site to retrieve all Direct Pay records. Utility will use credentials furnished to them in order to receive Direct Pay data records provided by CSD.

D. In the course of performing the services under this Agreement, CSD may have access to confidential, commercial, or personal information concerning, but not limited to, technology, rate making, legislative, and personnel matters and practices of the Utility, its subsidiaries, affiliates, or members of the public. CSD shall not disclose any such information obtained as a result of this access without the prior written approval of Utility.

E. Any representation herein made by CSD relating to confidentiality or the operations, limitations, and requirements for the furnishing of personnel records, as set forth below, shall be subject to the Information Practices Act of 1977, Section 1798 et seq. of the California Civil Code, and the California Public Records Act, Section 7920.000 et seq. of the California Government Code.

F. The State Controller’s Office (SCO) shall issue payments in the form of a State of California warrant, and CSD will provide a Direct Payment Summary (Attachment 1), Pay Run Funding File, and Pay Run Total Sheet. The Pay Run Funding File shall provide Utility with the pay run date, the account holder’s name, account number, and LIHEAP benefit amount associated with the warrant. The Pay Run Total Sheet provides the program year, total number of payments, and total amount of all payments associated with the warrant total.

1.5 Utility Requirements
A. Utility shall review and reconcile the Direct Payment Summaries as necessary to ensure that undelivered LIHEAP benefits have been returned to CSD within 30 calendar days of receipt of warrant.

B. Utility shall track the liquidation of applied LIHEAP benefit or credit for a period of 12 months or until credit is fully liquidated, whichever occurs first.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
4 C. If a LIHEAP benefit or credit is not fully liquidated and the client’s account is closed within 12 months from the date of the LIHEAP benefit or credit, Utility shall treat the credit as an overpayment and shall return the credit to CSD within 30 days of the account closure. Utility shall identify the account holder’s name, the account number, account address, amount of credit returned, and date the original credit posted to the account.

D. If a LIHEAP benefit or credit is not fully liquidated and the client’s account is closed after 12 months from the date of the LIHEAP benefit or credit, the Utility shall treat the credit as a customer overpayment and shall return the credit to the account holder(s) within 30 days of the account closure.

E. To enable CSD to effectively monitor that the pledge process is working as intended and payment on LIHEAP pledges are made timely, CSD requires Utility to report specific information on broken and cancelled LIHEAP benefit pledges.

Utility will establish a process to report “broken” or “cancelled” pledges” as defined in Article 2.1.

F. Utility shall charge the eligible household, in the normal billing process, an amount not to exceed the difference between the actual cost of the home energy usage and the LIHEAP benefit amount. The actual costs of the home energy usage shall be consistent with appropriate utility company tariffs as approved by the California Public Utilities Commission (CPUC), if applicable.

G. No customer receiving LIHEAP assistance pursuant to this Agreement will be subjected to disparate or adverse treatment by Utility due to receipt of such assistance, in accordance with applicable state laws.

H. CSD will notify Utility, by phone and follow up with an e-mail, when a submission error occurs resulting in a payment to the wrong account or utility, and will request a refund of the LIHEAP benefit. Utility shall respond within two business days and refund the LIHEAP benefit to CSD within ten business days from the date of CSD’s e-mail. Utility shall identify the account holder’s name, the account number, and date of the pay run, with the returned payment.

I. Utility shall notify CSD upon any changes or updates to new customer account numbering format. Utilities must submit a request to change or update account numbering format no later than 60 days in advance of implementing the proposed change. It is imperative to allow CSD IT Support enough time to gather all necessary information to conduct system testing with Utility and to ensure that such changes will not result in the rejection of LIHEAP payments. Utility shall notify CSD's Program Coordinator of such changes so CSD can identify the appropriate CSD IT personnel to conduct system testing and updates.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
5 1.6 Payment Issuance and Processing
A. Payment for applicants’ electric and/or gas energy bills shall be made by CSD, via SCO, directly to Utility in the form of a warrant, payable to Utility.

B. Utility must use the FTP site to retrieve all Direct Pay records. Utility will use credentials furnished to them in order to receive Direct Pay data records provided by CSD.

C. CSD will post to the FTP site Utility’s Direct Pay Summary, Pay Run Funding File, and Pay Run Total Summary of payments for the purpose of reconciling the warrant.

D. Within 30 calendar days of receipt of the warrant, Utility agrees to process the LIHEAP benefit in accordance with the following:

1. Credit Accounts. Credit accounts of qualified low-income customers upon receipt of the State of California warrant. The credit should appear on the first billing statement after the credit has been posted. Utility will provide notification of LIHEAP benefit amount to each customer for whom a credit is made. The wording of said notification must contain the words “LIHEAP credit” and the date credit was applied to customer’s account.

2. New Accounts. If the qualified low-income customer’s account on the Pay Run Funding File has been closed and a new account has been opened with the same Utility, the LIHEAP benefit shall be credited to the new account.

3. Closed Accounts. If the qualified low-income customer’s account on the Pay Run Funding File has been closed, between the time a pledge has been made by the LSP and the Utility’s receipt of the LIHEAP benefit, and the account has an owing balance, Utility shall apply the LIHEAP benefit to the closed account. Any remaining amount of the LIHEAP benefit shall be refunded to CSD.

If the qualified low-income customer’s account number is closed with no outstanding balance, the total amount of the LIHEAP benefit shall be returned to CSD. All LIHEAP benefits returned to CSD shall be in accordance with section 1.7 of this Agreement.

4. Full Payment Return. The Utility shall make all reasonable attempts to identify the account and complete delivery of LIHEAP benefit. In the event the account cannot be identified, and the benefit cannot be posted to a customer’s account, Utility shall return the full LIHEAP benefit with the Direct Payment Summary.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
6 1.7 Direct Payment Summary and Account Reconciliation A. Completion of Direct Payment Summary. Within 30 calendar days of receipt of the warrant, Utility is responsible for completing and returning the Direct Payment Summary to CSD. The Direct Payment Summary shall include the following information:

1. Total number of customer accounts where Utility was successful in crediting full amount of eligible LIHEAP benefit;

2. Total number of customer accounts where Utility was only able to credit a partial amount of the LIHEAP benefit, also referred to as Partial Payment Return; and

3. Total number of customer accounts where Utility was unable to credit any of the eligible LIHEAP assistance amount, also referred to as Full Payment Return.

Failure to return the Direct Payment Summary may result in Utility being removed from the Direct Pay Program.

B. Account Reconciliation Report. Utility is responsible for completing and returning the Account Reconciliation Report to CSD. Utility shall return an Account Reconciliation Report, as an attachment to the completed Direct Payment Summary. The Reconciliation Report shall include all details provided to Utility on the Pay Run Funding file in addition to the following account information:

1. Identify each customer’s account number and the LIHEAP benefit amount applied to the account as a partial or full payment.

2. Identify the date each LIHEAP benefit was posted to the account.

3. Identify each customer’s account number and the amount of returned LIHEAP benefit resulting from unapplied benefits.

4. Identify the reason Utility was unable to apply the partial or full LIHEAP benefit.

1.8 Pledges Under Energy Crisis Intervention Program/Fast Track A. Utility customers applying for LIHEAP assistance who have received a shutoff or disconnection notice may qualify for the Energy Crisis Intervention Program or Fast Track (ECIP FT) as determined by the LSP or CSD personnel processing the application. In order to render more timely assistance to low-income utility customers at-risk of experiencing service disruption or service termination due to Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
7 non-payment, CSD has devised a process whereby Utility can receive immediate notification of an at-risk low-income utility customer’s participation in LIHEAP and the qualifying amount of LIHEAP assistance the utility customer is to receive. The notification of customer’s participation in LIHEAP and the amount of the qualifying LIHEAP benefit will be made by LSPs using Utility’s preferred method of notification.

B. Utility agrees to accept a pledge submission as notification of the utility customer’s participation in LIHEAP, from the LSP or CSD personnel and post the LIHEAP pledge amount as a credit pending on the customer’s account. Utility agrees to honor the pledge for up to 60 days and take into account the LIHEAP benefit amount when determining any scheduled disconnection or shutoff against the account during the pledge period.

C. Payment for LIHEAP pledges will be issued by CSD directly to Utility in accordance with payment issuance and processing instructions reflected in Section 1.6.

D. Fraud Prevention. If Utility’s personnel responsible for receiving pledges have any concerns or questions about the legitimacy of a pledge, or the caller’s authority to make pledges, Utility should notify the LSP or CSD’s Project Coordinator immediately to verify the validity of the pledge.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
8 ARTICLE 2 – REPORTING REQUIREMENTS

2.1 Quarterly Pledge Reports
Utility shall provide CSD with a Pledge Report, on a quarterly basis or as requested by CSD, to include:

A. Number of pledges received during the quarter;
B. Average value of pledges;
C. Number of cancelled pledges;
D. Broken Pledges:

1. Number of pledged accounts that received a benefit, after 60 days from the initial receipt of the pledge.

2. Number of pledged accounts that have not received a benefit after the initial receipt of the pledge and were not cancelled.

3. A detailed report of broken pledges to include the following:
a. Program Year;
b. Account number;
c. Pledge Date;
d. Pledge amount;
e. CSD’s LSP that made the pledge (Provider name or Provider number);
f. Name of employee that made the pledge;
g. Date credit was applied to the account if account was credited; and h. Number of days between initial receipt of pledge and delivery of benefit to customer’s account, if account was credited.

E. Definitions:

1. LIHEAP Pledge: A guarantee of payment made by the LSP or CSD staff for low-income customers at-risk of experiencing service disruption or service termination due to non-payment, which is made to Utility using the Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
9 Utility’s preferred method of notification.

2. Broken Pledge: A pledge is deemed broken if the Utility does not receive a LIHEAP benefit payment for a pledged account from the LSP within 60 days, from the date the pledge was made, or if the benefit is never received by Utility.

3. Cancelled Pledge: A pledge that is cancelled by the LSP due to an error with the benefit amount or eligibility determination detected during the final application processing or data entry.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
10 ARTICLE 3 – CONTRACT CONSTRUCTION, ADMINISTRATION, AND PROCEDURE

3.1 State Contracting Requirements – “Contractor Certification Clauses, CCC 04/2017”
In accordance with State contracting requirements, specified contracting terms and conditions are made a part of this Agreement and are fully binding on the parties in accordance with State law. The provisions in their entirety are found at the Department of General Services’ website at:
https://www.dgs.ca.gov/OLS/Resources/Page-Content/Office-of-Legal-ServicesResources-List-Folder/Standard-Contract-Language Click the “CCC 04/2017” link to download the current requirements.

3.2 Applicable Laws and Requirements
All services and activities undertaken by the parties in connection with this Agreement shall be performed in accordance with all applicable federal, state, and local laws and regulations, as may be amended from time to time, including any relevant memoranda of understanding and/or other cooperative agreements established between CSD, utility providers, and/or the Public Utilities Commission.

3.3 Additional Provisions
A. Amendment. Changes to this Agreement shall be made by formal amendment with exceptions specified in Section G, below.

B. Assignment. Neither this Agreement nor any of the rights, interests, or obligations under this Agreement shall be assigned by any party without the prior written consent of the other parties, except in the case where responsibility for program implementation and oversight may be transferred by the State to another State agency. In the event of such transfer, this Agreement is binding on the agency to which the program is assigned.

C. Cancellation/Termination. Either party may terminate this Agreement by giving 30 days written notice to the other party.

D. Dispute Resolution. Unless otherwise mutually agreed to, any disputes between CSD and Utility regarding the construction or application of this Agreement and claims arising out of this Agreement or its breach shall be submitted to mediation within 30 calendar days of the service of a written request by one party onto the other party, in accordance with the following procedures:

The parties shall make best efforts to settle all disputes arising under this Agreement as a matter of normal business and without recourse to either Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
11 mediation or litigation. If the parties are unable to resolve a dispute with respect to this Agreement, either party may send a notice to the other requesting a meeting at which senior officers or officials of the parties will attempt to resolve the dispute. If the parties are unable to resolve the dispute within ten days after the meeting notice is received by the party to whom it is directed, or such longer period as the parties may agree, then either party may initiate mediation as set forth herein.

E. Executive Order N-6-22 – Russia Sanction: On March 4, 2022, Governor Newson issued Executive Order N-6-22 (the EO) regarding Economic Sanctions against Russia and Russian entities and individuals. “Economic Sanctions” refers to sanctions imposed by the U.S. government in response to Russia’s actions in Ukraine, as well as any sanctions imposed under state law. The EO directs state agencies to terminate contracts with, and to refrain from entering into any new contracts with, individuals or entities that are determined to be a target of Economic Sanctions. Accordingly, should the State determine Contractor is a target of Economic Sanctions or is conducting prohibited transactions with sanctioned individuals or entities, that shall be grounds for termination of this agreement. The State shall provide Contractor at least 30 calendar days to provide a written response. Termination shall be at the sole discretion of the State.

F. Merger/Entire Agreement. This Agreement, including the attachments, documents and instruments referred to in this Agreement, constitutes the entire agreement and understanding of the parties with respect to the subject matter of this Agreement and supersedes all prior understandings and agreements, whether written or oral, among the parties with respect to such subject matter.

G. Minor Modifications. Utility and/or CSD may request modifications to the Agreement for minor adjustments during the contract term to implement process improvements and program efficiencies as appropriate.

H. Nonwaiver. The waiver by either party of any breach of any term, covenant, or condition contained in this Agreement, or any default in the performance of any obligations under this Agreement, shall not be deemed to be a waiver of any other breach or default of the same or any other term, covenant, condition, or obligation; nor shall any waiver of any incident of breach or default constitute a continuing waiver of the same. All waivers shall be in writing.

I. Severability. If any provision of this Agreement is found invalid or unenforceable in any respect for any reason, the validity and enforceability of any such provision in any other respect and of the remaining provisions of this Agreement will not be in any way impaired and shall remain in full force and effect.

J. Subcontracts. No subcontracts shall be permitted under this Agreement; therefore, references to subcontractor or subcontracts as part of standard provisions that have been included herein shall have no applicability.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
12 K. Venue. In the event that suit shall be brought by either party to this Agreement, the parties agree that venue shall be exclusively vested in the State Courts of the County of Sacramento, or where otherwise appropriate, exclusively in the United States District Court for the Eastern District of California in Sacramento, California.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
13 ARTICLE 4 – STATE CONTRACTING REQUIREMENTS - GENERAL TERMS AND CONDITIONS GTC 02/2025
The California General Terms and Conditions (GTC 02/2025), hereby incorporated into this Contract by reference, is available at the following web address:
https://www.dgs.ca.gov/OLS/Resources/Page-Content/Office-of-Legal-Services-Resources-ListFolder/Standard-Contract-Language Click the “GTC 02/2025” link to download the current requirements.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
14 ARTICLE 5 – ADMINISTRATIVE POLICIES, TERMS AND CONDITIONS

5.1 Confidentiality
A. Utility hereby agrees to provide required security to ensure the confidential, physical security and safekeeping of all data, information, files, and documents (“customer information”) pertaining to the recipients of LIHEAP utility assistance payments, while such customer information is in its possession. Utilizing security procedures and measures no less effective than those employed by CSD, Utility will, in accordance with applicable law and the terms of this agreement, protect from unauthorized use and disclosure all sensitive data, documentation, or other customer information provided to Utility by CSD for purposes of this Agreement.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 2026 Utility Direct Payment Agreement
15 Attachment I – LIHEAP Direct Payment Summary
2026 LIHEAP DIRECT PAYMENT SUMMARY

PLEASE COMPLETE FOR EACH DIRECT PAYMENT BATCH

CSD RUN
DATE
(A)
Total Number
of Accounts on
this Pay Run
(B)
Total Number of
Accounts
Receiving FULL
LIHEAP

PAYMENT
(C)
Total Number of
Accounts
Receiving

PARTIAL
LIHEAP

PAYMENT
(D)
Total Number
of Accounts

UNABLE TO
CREDIT
(E)
Total Number
of
Partial and/or
Full Credit

RETURNS
(Column C + D)
Total Dollar
Amount from
CSD
Total Dollar
Amount of
FULL
LIHEAP

PAYMENTS
Total Dollar
Amount of

PARTIAL
CREDIT

RETURNS
Total Dollar
Amount of
FULL
CREDIT

RETURNS
Total Dollars

RETURNED
(Partial plus
Full Credit)
COMPLETED BY: PHONE:

UTILITY COMPANY:

DATE UTILITY ACCOUNTS CREDITED:

RETURN SUMMARY SHEET TO:

Albert Cobian, Energy Services

CSDUSE ONLY
CHECK RECEIVED YES NO CHECK NUMBER $ AMOUNT RETURNED
This summary sheet must be returned within 30 working days of receipt.

Please attach the Account Reconciliation Report and check for the amount of the return payments associated with this pay run to the address below.

Docusign Envelope ID: 11D4EE72-44E8-4CD9-B093-F45B541093A4 City Council Agenda Item #5
Staff Report
Date: March 2, 2026
To: Mayor and City Council
From: Martin Pineda, Finance Director
Subject: Request for Acceptance and Approval of FY 2024-2025 Audit Report Recommendation
Staff respectfully request that the Mayor and City Council accept the attached FY 2024-2025 Financial Statements & Independent Auditors Report.

Background
The Annual Financial Report for the fiscal year ended June 30, 2025, has been completed and independently audited by Chavan & Associates, LLP. The audit was conducted in accordance with Generally Accepted Auditing Standards (GAAS) and Government Auditing Standards.

The auditors issued an unmodified (clean) opinion, indicating the financial statements present fairly, in all material respects, the financial position of the City in conformity with Generally Accepted Accounting Principles (GAAP).

The City remains in a stable financial position with a positive overall net position and a clean audit opinion. While the General Fund experienced a decline in fund balance during FY 2024/25, the City maintains healthy reserves and strong enterprise fund performance.

However, ongoing monitoring of pension liabilities, personnel costs, and economic conditions will be critical to maintaining long-term fiscal sustainability.

The city’s independent Auditor, Sheldon Chavan from Chavan & Associates LLP will provide a verbal overview of the FY 2024-2025 financial audit report.

Compliance with City Council Strategic Plan or Budget Goals The City Council and City staff are committed to providing the best possible financial practices and the highest possible transparency regarding all financial transactions.

Attachments:
2024-25 City of Gridley AFR_C&ALLP
x Regular
Special
Closed
Emergency

CITY OF GRIDLEY

ANNUAL FINANCIAL REPORT

FOR THE FISCAL YEAR ENDED
JUNE 30, 2025
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CITY OF GRIDLEY

ANNUAL FINANCIAL REPORT
FOR THE YEAR ENDED JUNE 30, 2025

TABLE OF CONTENTS

FINANCIAL SECTION
Independent Auditor’s Report......................................................................................................... 1 Management’s Discussion and Analysis.......................................................................................... 7 Basic Financial Statements:

Government-Wide Financial Statements:

Statement of Net Position .................................................................................................. 24 Statement of Activities...................................................................................................... 26 Fund Financial Statements
Governmental Funds:

Balance Sheet .............................................................................................................. 29 Reconciliation of the Government Funds Balance Sheet
to the Government-Wide Financial Statement of Net Position .................................. 30 Statement of Revenues, Expenditures and Changes in Fund Balances............................ 31 Reconciliation of the Governmental Funds Statement of Revenues, Expenditures and Changes in Fund Balances to the Government-Wide Statement of Activities ........................................................................................... 32 Proprietary Funds:

Statement of Net Position ............................................................................................ 34 Statement of Revenues, Expenses, and Changes in Fund Net Position ........................... 35 Statement of Cash Flows.............................................................................................. 36 Fiduciary Fund Financial Statements:

Statement of Fiduciary Net Position ............................................................................. 38 Statement of Changes in Fiduciary Net Position ........................................................... 39 Notes to the Basic Financial Statements................................................................................. 42

REQUIRED SUPPLEMENTARY INFORMATION
Schedule of Revenues, Expenditures and Changes in Fund Balances – Budget and Actual (GAAP Basis):

General Fund .................................................................................................................... 79 08-HOME-4987 Grant Fund .............................................................................................. 80 Block Grant Funds ............................................................................................................ 81 Grant-Related Funds ......................................................................................................... 82 Notes to Required Supplementary Information – Budgetary Accounting and Control ..................... 83 Schedule of Pension Contributions................................................................................................ 84 Schedule of Proportionate Share of Net Pension Liability.............................................................. 85 Schedule of Changes in Total OPEB Liability ............................................................................... 86

CITY OF GRIDLEY

ANNUAL FINANCIAL REPORT
FOR THE YEAR ENDED JUNE 30, 2025

TABLE OF CONTENTS

SUPPLEMENTARY INFORMATION
Nonmajor Governmental Funds:

Combining Balance Sheet ....................................................................................................... 91 Combining Statement of Revenues, Expenditures and Changes in Fund Balances ..................... 96 Nonmajor Enterprise Funds:

Combing Statement of Net Position....................................................................................... 102 Combining Statement of Revenues, Expenses, and Changes in Net Position ........................... 103 Combining Statement of Cash Flows ..................................................................................... 104 Private Purpose Trust Funds:

Combining Statement of Fiduciary Net Position .................................................................... 106 Combining Statement of Changes in Fiduciary Net Position................................................... 107 Custodial Funds:

Combining Statement of Fiduciary Net Position .................................................................... 110 Combining Statement of Changes in Fiduciary Net Position................................................... 111 General Fund:

Combining Balance Sheet ..................................................................................................... 114 Combining Statement of Revenues, Expenditures and Changes in Fund Balances ................... 115

FINANCIAL SECTION
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16450 Monterey Road, Ste. #5, Morgan Hill, CA 95037
Tel: 408-217-8749 • E-Fax: 408-872-4159
[email protected] • www.cnallp.com
INDEPENDENT AUDITOR’S REPORT
To the Honorable Mayor and Members of the City Council
of the City of Gridley
Gridley, California
Report on the Financial Statements
Opinion
We have audited the accompanying financial statements of the governmental activities, business-type activities, each major fund, and the aggregate remaining fund information of the City of Gridley (the “City"), as of and for the year ended June 30, 2025, and the related notes to the financial statements, which collectively comprise City’s basic financial statements as listed in the table of contents.

In our opinion, the financial statements referred to above present fairly, in all material respects, the respective financial position of the governmental activities, business-type activities, each major fund, and the aggregate remaining fund information of the City of Gridley, as of June 30, 2025, and the respective changes in financial position and, where applicable, cash flows thereof for the year then ended in accordance with accounting principles generally accepted in the United States of America.

Basis for Opinions
We conducted our audit in accordance with auditing standards generally accepted in the United States of America (GAAS) and the standards applicable to financial audits contained in Government Auditing Standards, issued by the Comptroller General of the United States.

Our responsibilities under those standards are further described in the Auditor’s Responsibilities for the Audit of the Financial Statements section of our report. We are required to be independent of the City and to meet our other ethical responsibilities, in accordance with the relevant ethical requirements relating to our audit. We believe that the audit evidence we have obtained is sufficient and appropriate to provide a basis for our audit opinions.

Responsibilities of Management for the Financial Statements City management is responsible for the preparation and fair presentation of the financial statements in accordance with accounting principles generally accepted in the United States of America, and for the design, implementation, and maintenance of internal control relevant to the preparation and fair presentation of financial statements that are free from material misstatement, whether due to fraud or error.

Page 1 ends

Gridley City CouncilMarch 2, 2026

Gridley City Council
March 2, 2026