CITY OF GROVER BEACH
DRAFT
DEVELOPMENT IMPACT FEE DEFERRAL
PROGRAM GUIDELINES
Approved by
City Council Resolution No. XX
[MONTH] 2024
Exhibit A
DRAFT Development Impact Fee Deferral Program Guidelines City of Grover Beach
PROGRAM OVERVIEW
The Impact Fee Deferral Program (“Program”) is designed to encourage the construction of qualifying residential development projects within the City of Grover Beach (the “City”) that further the City’s housing goals and strategies. The Program allows for the deferral of certain development impact fees that would otherwise be due and payable at the time of final occupancy for an approved development project for a period of seventeen (17) years with interest.
PROGRAM GUIDELINES
Review Authority
The City Manager has the authority to approve and execute any eligible fee deferral under this Program up to Five Hundred Thousand Dollars ($500,000); any fee deferral for an amount of more than $500,000 must be approved by the City Council. The Review Authority has the ability to approve and execute any eligible fee deferral under this Program.
Applicability
The approval of a fee deferral pursuant to this Program for any development project shall not be transferable to another project regardless of whether the applicant is the same for both projects and whether the other project is also an eligible project.
Eligible Projects
• Housing projects with 10 or fewer units
that provide at least (1) of the total units
to be sold or rented to lower or
moderate-income households.
• Housing projects with more than 10
units that provide at least 20 percent of
the total units to be sold or rented to
lower or moderate-income households.
• Housing projects that are built, owned
and managed by a government agency
or a nonprofit housing organization.
• Affordable housing, Transitional
housing, Supportive housing, Homeless
Shelters and Low-Barrier Navigation
Centers.
Eligible Impact Fees
• Transportation Improvements
• Law Enforcement Facilities
• Administrative Facilities
• Fire Protection Facilities
• Park Facilities
• Recreation Facilities
Non-Eligible Fees
• Water System Improvements
• Wastewater Facilities
• Storm Drain Facilities
• Permit review fees
• Pass-through fees (i.e. School district)
Application and Approval Process
An application for an Impact Fee Deferral shall be filed with the Community Development Department on a City application form, together with all required fees and all other information and materials specified in these Program Guidelines and/or checklists submittal requirements.
The application may be approved or denied at the sole discretion of the Review Authority. A fee deferral granted under this Program shall be acknowledged by a Deed of Trust and Promissory DRAFT Development Impact Fee Deferral Program Guidelines City of Grover Beach
Note, herein referred to as “Impact Fee Deferral Agreement”, to ensure the security for the repayment of deferred fees.
The following requirements must be satisfied prior to the execution of a fee deferral agreement:
1) Submittal to the City of a completed fee deferral application; and 2) Approval of the fee deferral application by the City Council; and 3) Provision of adequate security securing the repayment through the recordation of an Impact Fee Deferral Agreement; and
4) Payment of the administration or recordation costs of the associated loan agreements.
In no event shall final occupancy be issued for an approved eligible project until either of the following occurs:
a) Payment of all applicable impact fees due; or
b) Execution of an Impact Fee Deferral Agreement pursuant this Program.
Repayment Terms
The maximum fee deferral period for any approved development project is seventeen (17) years from the date of final occupancy certification, with no payments required during the deferral period. Prior to or at the end of the deferral period, the impact fees and associated interest must be repaid in full in a single payment.
An annual simple fixed interest rate of three percent (3%) shall be paid in full at the end of the term. Interest shall accrue starting at the commencement of the deferral period for an approved development project.
The impact fee deferral plus any accrued interest may be paid at any time prior to the end of the deferral period. An early payment in the full amount plus interest would remove any loan contingencies.
The deferral period term may be extended for an additional term of 17 years upon submittal of a new application, subject to the approval of the City Council, as applicable. Time extensions for impact fee deferrals shall be recalculated at current rates applicable at the time of the requested extension submittal, and are, therefore, subject to any rate increases/decreases after the initial deferral period, plus interest.
Definitions
“Affordable Housing” shall have the same meaning as defined in the Health and Safety Code Section 50052.5.
“Applicant” means the owner or owners of record of the real property with an approved development project for which the deferral of certain development impact fees is sought pursuant to this Program.
“Approved development project” refers to a project that is subject to development impact fees and has received issuance of a building permit.
“Eligible project” means an approved development project under this Program for which the City has approved the deferral of certain development impact fees. “Homeless Shelters” and “Low-Barrier Navigation Centers” shall have the same meaning as defined in Government Code Section 65660 et seq.
DRAFT Development Impact Fee Deferral Program Guidelines City of Grover Beach
“Housing Project” shall have the same definition as the Housing Accountability Act, Government Code Section 65589.5(h)(2).
“Supportive Housing” shall have the same meaning as defined in Health and Safety Code Section 50675.2.
“Transitional Housing” shall have the same meaning as defined in Health and Safety Code Section 50675.14.
GENERAL CONDITIONS
The estimated time from completed application to a deferral decision, evidenced by a deferral agreement, will vary depending on the quality and completeness of the application, the responsiveness of the applicant, and the workload of City staff, among other factors.
All applications for deferral under the Program shall be considered on a case-by-case basis.
Approval is not guaranteed, and the City has complete and sole discretion to approve or deny any application for deferral, and to provide full or partial deferral, or none at all. All deferral decisions shall be documented by a written Impact Fee Deferral Agreement executed by the applicant and the City setting forth the terms and conditions of any deferral under the Program. Applicant shall have no rights in any funding, or otherwise under the Program, absent a fully executed Impact Fee Deferral Agreement.
Applicants shall comply with all laws with respect to the deferral of fees under the Program. The City makes no representation as to whether the applicant’s deferral of fees would subject applicant’s activities or project to the state prevailing wage laws, as set forth at Labor Code sections 1720, et seq. Applicants shall perform all work in compliance with all applicable laws including, without limitation, and as applicable, state prevailing wage laws pursuant to Labor Code sections 1720, et seq. In the event an applicant fails to comply with any applicable law, including, without limitation, prevailing wage laws, if applicable, the applicant shall be liable for the payment of all penalties, wages and/or damages resulting therefrom, and shall defend, indemnify, and hold the City harmless for any violations or alleged violations of law. These provisions will be included in any Impact Fee Deferral Agreement. Applicant is encouraged to seek legal advice through legal counsel of their choosing for further guidance.
Agenda Item No. 11
CITY COUNCIL STAFF REPORT
TO: Honorable Mayor and City Council DATE: August 26, 2024 FROM: Matthew Bronson, City Manager
PREPARED BY: Erin Wiggin, Capital Improvement Project Manager Megan Martin, Community Development Director
SUBJECT: 2023 Community Development Block Grant $3.3 Million Award for Phases 1 and 2 of the Ramona Garden Park Rehabilitation Project
RECOMMENDATION
Receive information on the award of a Department of Housing and Community Development 2023 Community Development Block Grant of $3.3 million for Phases 1 and 2 of the Ramona Garden Park Rehabilitation Project and related timing and community giving opportunity for the project.
BACKGROUND
On February 13, 2024, the Council conducted a public hearing to review the Notice of Funding Availability (NOFA) for the 2023 Community Development Block Grant (CDBG) Funds and approved an Over-the-Counter (OTC) application for $3.3 million in funding for the Ramona Garden Park Rehabilitation Project, Phases 1 and 2 (CIP 1259). Subsequently, on March 21, 2024, the Department of Housing and Community Development (HCD) recommended the City’s application for approval, and on May 24, 2024, confirmation of conditional approval was received.
The City has been working with HCD since then on further details of this grant award and anticipates receiving the final contract and agreement within the next couple of months which will allow the City to begin expending funds on the project.
Ramona Garden Park Rehabilitation Project
Ramona Garden Park (“Park”) is a multi-use park, bounded by North 9th and North 10th Streets on the west and east, and Ramona Avenue and Brighton Avenue on the south and north, respectively. The Park is the focal point for activities in Grover Beach and the South County, in general. Many public and private functions are held at the park such as the Stone Soup Music Festival and Street Fair and the City’s Summer Concert Series.
After an extensive community outreach effort beginning in 2019, the Council adopted the Ramona Garden Park Master Plan (“Master Plan”) in November 2020, which provides a vision or “road map” for the City to guide future park improvements over a multi-year period along with implementation and construction of these improvements. These improvements have long been envisioned at Ramona Park including a playground facility. The Master Plan has been further refined with a consultant-led effort on the design and construction phasing of this project (see Attachment 1). The Master Plan is divided into four phases, to assist in identifying and obtaining funding as shown in the Phasing Plan in Attachment 2. Phase 1 of the project encompasses the playground and restroom while Phase 2 features the amphitheater and bandshell with renderings of these elements shown in Attachments 3-5.
Staff Report: 2023 CDBG Grant Award for Ramona Park Project Phases 1 and 2 Page 2 August 26, 2024
The City’s adopted five-year Capital Improvement Program (CIP) does not currently allocate funding for the park improvements given other General Fund priorities. However, Public Works staff identified a significant opportunity to secure funding through HCD and the CDBG program to accelerate the implementation of Phases 1 and 2. The CDBG award will cover nearly 90% of the total $3.7 million project cost leaving a gap of approximately $400,000 to fully fund construction.
The next section of this report highlights a community giving effort to help cover this cost and enable community members to support this project.
Upon receiving the final contract agreement from HCD, staff will present an addendum to the CIP outlining the funding and construction timeline for the park. The OTC grant process requires the City to initiate a bid within 90 days of issuing the agreement, with construction anticipated to start in Spring 2025 and last for 6-9 months. During this time, the park will not be usable for activities including the Summer Concert Series. Staff is developing a 2025 summer event plan to share with the Parks, Recreation, and Beautification Commission in October and the Council in November.
The Ramona Garden Park Rehabilitation Project represents a pivotal step forward in enriching the Grover Beach community and enhancing its regional appeal and brings transformative benefits to the community, residents, and visitors. The improvements will create an inviting, functional, and inclusive environment for a multitude of users. Revitalization of the park will support a wide range of community events and activities which fosters a strong sense of connection and engagement among residents. Upgraded park facilities will provide residents with improved recreational opportunities, and this phased approach ensures a fiscally responsible development process, allowing thoughtful improvements that align with the City’s long-term vision for the park.
Community Giving
Lastly, staff is proposing a community giving effort that would allow the public to help support this project to improve Grover Beach’s “Central Park.” Community giving efforts are common for park and open space projects where the public can use and enjoy the facilities and there are tangible items for naming opportunities. While this effort has not been fully developed yet by staff, potential elements identified include pavers inscribed with donor names installed in the walkways around the playground, benches, tables, and bike racks with naming plaques, and the special event bandshell which would be a significant naming opportunity. Staff would look to work with a local nonprofit to coordinate this effort as a nonprofit can more easily facilitate donation opportunities.
This community giving effort would start later this calendar year as the project construction bidding gets underway.
FISCAL IMPACT
The City has secured a $3.3 million award through the CDBG program for the Ramona Garden Park Rehabilitation Project Phases 1 and 2 with a total projected cost of $3.7 million. Upon receipt of the grant funding, the project will have an estimated funding shortfall of $400,000. The proposed community giving effort described above is intended to help close this gap with General Fund reserves proposed to be used initially to ensure necessary funding upfront for the project to begin.
PUBLIC NOTIFICATION
The agenda was posted in accordance with the Brown Act.
Staff Report: 2023 CDBG Grant Award for Ramona Park Project Phases 1 and 2 Page 3 August 26, 2024
Attachments
1. Ramona Garden Park Master Plan Diagram
2. Ramona Garden Park Rehabilitation Project Phasing Plan
3. Playground Rendering
4. Bandshell Rendering
5. Restroom Rendering
Attachment 2 Attachment 1
Playground
Amphitheater Park Entry
Pickleball or
Adult Fitness
Attachment 2
Attachment 3
Attachment 4
PROJECT REF#: 11558-5/17/2024-1
COPYRIGHT 2024, PUBLICRESTROOM COMPANY
THIS MATERIAL IS THE
EXCLUSIVE PROPERTY OF
PUBLIC RESTROOMCOMPANY AND SHALL
NOT BE REPRODUCED,USED OR DISCLOSED TO
OTHERS EXCEPT AS
AUTHORIZED BY THEWRITTEN PERMISSION OFPUBLIC RESTROOMCOMPANY.
GROVER BEACH, CALIFORNIA
RESTROOM BUILDING
2587 BUSINESS PARKWAY
MINDEN NEVADA 89423
P: 888-888-2060 F: 888-888-1448
www.PublicRestroomCompany.com
ROMANA
GARDEN PARK
FLOOR PLAN
SCALE: NOT TO SCALE
THIS CONCEPTUAL/ PRELIMINARY DESIGN AND THE 3D
RENDERING IS AN ARTISTIC INTERPRETATION OF THE DESIGN.
IT IS NOT MEANT TO BE AN EXACT RENDITION OF THE FINISH
PRODUCT. SOME ITEMS MAY NOT BE STANDARD AND/OR
SUBJECT TO CHANGE DURING PROJECT DEVELOPMENT
Attachment 5
Agenda Item No. 12
CITY COUNCIL STAFF REPORT
TO: Honorable Mayor and City Council DATE: August 26, 2024 FROM: Matthew Bronson, City Manager
PREPARED BY: Karla Mattocks, Human Resources Officer
SUBJECT: Resolution to Amend Executive Management Employee Compensation for 2024-2027
RECOMMENDATION
Adopt the Resolution amending the Classification and Compensation Plan for Executive Management employees for a three-year term from September 2, 2024 to June 30, 2027.
BACKGROUND
Executive Management employees are primarily department directors in City departments including the Police Chief, Administrative Services Director, Community Development Director, and Public Works Director/City Engineer along with the City Manager and Assistant City Manager. The City Manager met with Executive Management employees along with other management employees beginning in May to discuss compensation and benefits interests given the June 30, 2024 expiration of the compensation resolution for these employees. These discussions occurred concurrently with formal contract bargaining sessions between the City and the two recognized labor unions (Service Employees International Union or SEIU and the Grover Beach Police Officers’ Association or GBPOA) on developing updated MOUs to amend employee compensation for these two groups.
Management employees shared numerous interests with regards to cost-of-living adjustments, health insurance premiums, and other items. The Council approved cost-ofliving adjustments for SEIU, Management and Confidential Group and Grover Beach Police Management and Confidential Group (GBPMC) at the July 22, 2024 regular meeting and for the GBPOA at the August 7, 2024 special meeting. Similar cost-of-living for Executive Management employees was on the Council agenda for July 22nd and August 7th but the Council provided direction to continue this item at the August 26th meeting.
The City’s FY 2024-25 budget continues to demonstrate the City’s strong financial position in maintaining current service levels and making targeted investments while adhering to the Council’s policy of maintaining General Fund reserves of at least 25% of the operating budget.
Given this fiscal outlook, the City Manager is recommending an adjustment in the compensation and benefits structure for the Executive Management employees, in line with adjustments made for all other groups in the City, to keep these positions competitive with comparable cities from a recruitment and retention standpoint. Compensation for Executive Management positions is currently 4-13% below the median level of comparable cities depending on the position. The comparable cities primarily include the six other cities within San Luis Obispo County along with six other cities within the region of similar size (Pacific Grove, Greenfield, King City, Goleta, Carpinteria, and Port Hueneme).
Staff Report: Executive Management Resolution 2024-2027 Page 2 August 26, 2024
The recommended adjustment would provide Executive Management employees with an inflationary cost-of-living salary adjustment of 4% on September 2, 2024, 3% on July 1, 2025, and 3% on July 1, 2026. These adjustments would be similar as adjustments for SEIU, GBPOA, GBPMC and other Management and Confidential employees previously approved by the Council.
There are no other changes to the compensation and benefits structure for Executive Management employees.
Lastly, staff would acknowledge that there have been concerns expressed regarding executive compensation particularly related to the City Manager position. The City Manager salary level is approximately 4% below the median of comparable cities and the City Manager employment agreement states that cost-of-living adjustments for the City Manager are made commensurate with those of other management employees. However, the City Manager is electing to voluntarily defer this cost-of-living adjustment at this time and thus if approved these recommended adjustments would go into effect for the five other Executive Management employees with the next pay period.
FISCAL IMPACT
This amended compensation structure for Executive Management employees is projected to cost approximately $54,000 for FY 2024-25 and is included in the City’s operating budget.
ALTERNATIVES
The Council has the following alternatives to consider:
1. Adopt the Resolution amending the Classification and Compensation Plan for Executive Management for a three-year term from September 2, 2024 to June 30, 2027; or
2. Provide alternate direction to staff.
PUBLIC NOTIFICATION
The agenda was posted in accordance with the Brown Act.
Attachments
1. Executive Management Resolution
Exhibit A – Executive Management Agreements 2024-2027
Exhibit B – Executive Management Salary Schedule.
RESOLUTION NO. 24-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GROVER BEACH,
CALIFORNIA, APPROVING THE PROPOSED ADJUSTMENTS WITH
EXECUTIVE MANAGEMENT EMPLOYEES FOR THE PERIOD OF
SEPTEMBER 2, 2024 THROUGH JUNE 30, 2027
WHEREAS, Section 37206 of the California Government Code requires the City Council to prescribe the time and method of paying salaries and wages of employees of the City; and
WHEREAS, the City Manager, and/or designated representative(s), have met with the Executive Management group to discuss the amended compensation and benefits structure set forth in Exhibits A and B; and
WHEREAS, the City Council has reviewed the terms and conditions set forth therein.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Grover Beach, California, does hereby:
1. Approve the new amended compensation and benefits structure for Executive Management employees;
2. Authorizes the City Manager and/or Mayor to execute any necessary agreements to institute the approved compensation and benefits structure.
On motion by Council Member _____, seconded by Council Member ____, and on the following roll-call vote, to wit:
AYES: Council Members –
NOES: Council Members –
ABSENT: Council Members –
ABSTAIN: Council Members –
RECUSED: Council Members –
the foregoing Resolution was PASSED, APPROVED, and ADOPTED at a special meeting of the City Council of the City of Grover Beach, California this 26th day of August, 2024.
KAREN BRIGHT, MAYOR
Attest:
WENDI B. SIMS, CITY CLERK
Attachment 1
Executive Management Employee Compensation & Benefits
September 2, 2024 to June 30, 2027
COLA
Cost of living increase of 4% on September 2, 2024, 3% on July 1, 2025 and 3% on July 1, 2026.
Salary
Salaries have been established by range as shown in attached salary schedule.
Regular Pay
Base Pay plus Incentive Pay
Uniform
Any employee required to wear uniforms will be provided with them. Police Executive Management Employees will receive a Uniform Allowance of $1,400 per year (pro-rated on each paycheck.) The cost of required safety equipment such as steel-toed boots and safety glasses is reimbursable.
Administrative Leave
Exempt employees receive 88 hours of Administrative Leave in January of each year. If hired during the year, the leave shall be pro-rated. Administrative Leave may be used at the discretion of the employee with the approval of the City Manager. Any unused balance existing at the end of the calendar year will be permitted to be carried over into the next calendar year.
Vacation
0 – 1 year of service 10 days per year 38 days of maximum accumulation 1 – 2 years of service 11 days per year 38 days of maximum accumulation 2 – 3 years of service 12 days per year 38 days of maximum accumulation 3 – 4 years of service 13 days per year 38 days of maximum accumulation 4 – 5 years of service 14 days per year 38 days of maximum accumulation 5 – 7 years of service 15 days per year 43 days of maximum accumulation 7 – 9 years of service 16 days per year 43 days of maximum accumulation 10 or more years of service 20 days per year 79 days of maximum accumulation The employee, through the payroll system portal, has access to their leave bank summaries and shall manage their leave times and requests based on the standards set in this MOU. If for any reason an employee accrues Vacation Leave to the maximum accrual permitted by this MOU, the employee will cease accruing Vacation Leave until such time as their accumulated leave balance is reduced to a level below the maximum. The City Manager may approve limited exceptions to accumulations in excess of the maximum accrual permitted as long as the employee has submitted a written plan on how to reduce their leave accumulation to below the maximum accrual limit.
An employee may exchange vacation leave hours for cash. Upon request, the City shall buy back vacation leave hours accumulated in excess of sixty percent (60%) of the Employee’s maximum authorized accrual amount. The payment for these vacation leave hours shall be at one hundred percent (100%) of the employee’s regular hourly pay rate.
Exhibit A
The employee’s request shall be in writing, and may be made once annually during the last two months of the calendar year. No employee may receive payment under the provisions of this section for more than eighty (80) hours of vacation leave in any one calendar year. a. In accordance with the IRS constructive receipt doctrine, in order to buy-back vacation leave, an employee must make a prior year irrevocable election. The election form will be provided by the City so that employees can make their election in November or December of the calendar year.
Holidays
The employee shall receive 14 paid holidays per year. Lincoln’s Birthday, shall be observed on the 2nd Monday in February if all other employee groups agree. Otherwise observance of Lincoln’s Birthday holiday shall be on the actual day of February 12th. With approval of this agreement, all employees in this group are being given an additional half day on Christmas Eve and New Year’s Eve.
Sick Leave
The employee shall accrue 12 Sick Leave days per year. The Sick Leave Accrual limit is 2,000 hours. Sick Leave may be applied to a retiring employee’s CalPERS service credit within compliance of existing PERS policies and applicable laws. If the sick Leave is not applied toward the retirement credit, only 672 hours of accrued Sick Leave will be paid upon retirement, or when an employee with over 20 years of service leaves City employment.
Retirement
The City belongs to the Public Employees Retirement System (CalPERS).
CalPERS Miscellaneous 2.5% at Age 55 with One-Year Final Compensation is provided for non-safety Executive Management employees, who qualify as “Classic Employee” under CalPERS. Miscellaneous employees shall pay the full portion of the employee’s retirement contribution under CalPERS.
Employees hired after January 1, 2013 fall under Public Employees’ Pension Reform Act, or “PEPRA”, CalPERS Miscellaneous 2% at age 62 retirement Plan with Three-Year Final Average Salary Compensation for Non-Safety Executive Management employees and shall pay the full portion of the employees’ retirement contribution under CalPERS.
CalPERS Local Safety 3% at Age 55 with One-Year Final Compensation is provide for Sworn Public Safety Executive Management employees, who qualify as a “Classic Employee” under CalPERS. Sworn Safety employees shall pay the full portion of the employee’s retirement contribution under CalPERS.
Employees hired after January 1, 2013 fall under Public Employees’ Pension Reform Act, or “PEPRA”, CalPERS Local Safety 2.7% at Age 57 Retirement plan with Three-Year Final Average Salary Compensation. Each Public Safety Executive Management employee shall pay the full employee portion of CalPERS.
All employees pay member contributions on a pre-tax basis (IRS 414(h)2). The City also is part of the Social Security System. Employees pay their share of Social security as a payroll deduction.
Group Insurance
City pays full medical, vision, dental and life insurance ($125,000 policy for employee + 5,000 for eligible spouse and $2,000 per eligible child) for employees, and contributes towards dependent coverage for family members only in the following amounts:
Employee + 1 Dependent: $ 601.90
Employee + Full Family: $1,011.25
The City provides the benefits of the Public Employees Medical and Hospital Care Act (PEMHCA) to all eligible employees at a contribution level equivalent to the cost of the PERS Select PPO plan for medical coverage. Employee Only coverage will be paid at the PERS Select PPO rate.
The City’s payment amount will include the amount set forth in the CalPERS Health Care Resolution. If an employee elects to upgrade to a different plan, the employee will pay the difference (via payroll deduction) between the plan and the PERS Select PPO. The City will continue to contribute on a monthly basis up to the maximum of the amounts shown above toward the cost of dependent care coverage for health insurance.
Cafeteria Plan
In accordance with IRS Code Section 125, active employees participating in the City’s full flex cafeteria plan receive a monthly flex dollar allowance to purchase benefits. The allowance is listed above under group insurance.
The monthly flex dollar allowance may be used in accordance with the terms of the cafeteria plan to purchase benefits such as medical, dental, and vision insurance coverage, or any other benefits the City may offer from time to time, or may be converted to taxable income as listed below:
If an employee has health, dental and vision insurance coverage through a spouse, dependent, or a former employer and provides proof of other coverage to the Human Resources Department, the employee may elect to waive the City’s health insurance coverage and elect to use flex dollars, equal to $500.00 per month which when elected is taxable income.
Employee Assistance Program
The City shall pay the Employee Assistance Program premium with a minimum of three clinical consultations per incident.
Deferred Compensation
The City will contribute up to $200 per month maximum for employees who participate in one of two existing deferred compensation plans, matched on a dollar-for-dollar basis.
Long-Term Disability
City paid premium.
Short-Term Disability
Employee paid California State Disability Insurance (SDI) as a payroll deduction.
Exhibit B
City of Grover Beach
STAFFING DETAIL & SALARY SCHEDULE
Executive Job Classifications
Executive Management MIN MAX
City Manager* * 20,678
Police Chief * 14,436 15,158 15,916 16,711 17,547 18,424 Assistant City Manager * 13,354 14,022 14,723 15,459 16,232 17,043 Administrative Services Director * 12,240 12,852 13,495 14,169 14,878 15,622 Community Development Director * 12,180 12,789 13,428 14,100 14,805 15,545 Public Works Director/City Engineer * 12,180 12,789 13,428 14,100 14,805 15,545 *Existing salary level