City of Imperial Council Agenda
September 17, 2025
Imperial City Council
James Tucker – Mayor
Ida Obeso-Martinez – Mayor Pro-Tem
Stacy Mendoza – Council Member
Katherine Burnworth – Council Member
Robert Amparano – Council Member
AGENDA
Regular Meeting of the Imperial City Council
City Council Chambers
220 West 9th Street
Imperial, CA 92251-1637
September 17, 2025
Closed Session at 06:00 pm
Open Session at 07:00 pm
The City Council meetings are live-streamed on the City’s Facebook page at www.facebook.com/cityofimperial. By remaining in the room, you are giving permission to be recorded.
Public Comments: Members of the public who wish to speak are encouraged to fill out a Speaker Slip and submit it to the City Clerk before the start of the meeting. Public comments are limited to 3 minutes.
Comments may also be submitted by email to [email protected] no later than 5:00 p.m., the day of the meeting.
Americans with Disabilities Act: Requests for special assistance to participate in the meeting, please contact the City Clerk’s Office by calling (760) 355-5303 or emailing [email protected].
Notification of 48 hours before the meeting will enable the city to make reasonable arrangements to ensure accessibility to this meeting [28 CFR 35.102-35.104 ADA title II].
All documents with executive summaries and staff recommendations for open session action items are available on the City’s website 72 hours before the meeting www.https://cityofimperial.org/cc-agendaarchive. Supplemental writings distributed to the City Council within 72 hours of the meeting will also be posted online. Written materials shared during the meeting will be available there if prepared by the city or afterward if prepared by others. These materials can be obtained from the City Clerk’s Office. 6:00 P.M. CLOSED SESSION
ROLL CALL
PUBLIC COMMENT FOR CLOSED SESSION ITEMS ONLY: At this time, members of the public may address the City Council on Closed Session items. Pursuant to State Law, the City Council may not discuss or take action on issues not on the meeting agenda (Government Code Section 54954.2). If you are compensated to communicate with City officials, you may be required to register and/or make certain disclosures as a lobbyist. Please see the City Clerk for additional information. There is a time limit of three (3) minutes for anyone wishing to address the City Council on these matters.
City of Imperial Council Agenda
September 17, 2025
CITY COUNCIL ADJOURNS INTO CLOSED SESSION
CONFERENCE WITH LEGAL COUNSEL: The City Council finds, based on advice from the City Attorney, that discussion in open session of the following described matter(s) will prejudice the position of the City in existing and anticipated litigation.
CONFERENCE WITH REAL PROPERTY NEGOTIATORS- G.C.§ 54956.8 Property Address: 063-054-038
Agency Negotiator: City Manager and Development Management Group, Inc. (Michael Bracken) Negotiating Parties: Dr. Mervat Kelada, Under Negotiation: Price and terms PUBLIC EMPLOYEE PERFORMANCE EVALUATION – G.C § 54956.7 (b)(1) Title of Position: City Manager
CONFERENCE WITH LABOR NEGOTIATORS – G.C.§ 54957.6
Agency Representatives: City Manager
Employee Organization: Imperial Police Officers Association, Teamsters Local 542 & Employee Organization Management Supervisory, Professional, Confidential, and Police Captain/Unrepresented CONFERENCE WITH LEGAL COUNSEL - EXISTING LITIGATION G.C §54956.9 (d)(2) Novalk, LLC v. City of Imperial et. al, United States District Court for the Southern District of California, 25CV2307 BAS DDL and City of Imperial v. Gazette Ranch, Inc., Imperial County Superior Court, ECU00569 7:00 P.M. REGULAR MEETING
CALL TO ORDER
ROLL CALL
PLEDGE OF ALLEGIANCE
ADJUSTMENTS TO THE AGENDA: The City Council may amend the order, add urgency items, note abstentions or “no” votes on consent calendar items, and request consent calendar items be removed from the consent calendar for discussion. The City Council may also remove items from the consent calendar before that portion of the agenda. The City Council may address these issues by entertaining a formal motion.
CITY ATTORNEY REPORT ON CLOSED SESSION
PUBLIC COMMENT: If you wish to address the City Council concerning any item within the City Council’s jurisdiction, please raise your hand and be acknowledged by the mayor. At that time, state your name and address for the record. The mayor reserves the right to place a time limit of three (3) minutes on each person’s presentation.
A. PRESENTATIONS:
A-1. Proclamation presentation for Domestic Violence Awareness Month.
City of Imperial Council Agenda
September 17, 2025
A-2. Proclamation presentation for National HR Professionals Day.
A-3. Proclamation presentation for Library Card Sign-Up Month.
A-4. Proclamation presentation for National I.T. Professionals Day.
B. CONSENT AGENDA: All items appearing under the “Consent Agenda” will be acted upon by the City Council with one motion without discussion. Should any Council member or other person request that any item be considered separately, that item will then be taken up at the time as determined by the mayor.
B-1. Approval of Warrants Report.
B-2. Accept proposal from Dynamic Consulting Engineers, Inc from the On-Call Engineering Services Contract for services related to the 15th St. Improvements from C Street to F Street.
B-3. Accept proposal from Nicklaus Engineering from the On-Call Engineering Services Contract for services related to the Paseo Sewer Pump Station Grading Plan.
B-4. Authorization to reject claim #CJP-3054697 as recommended by Carl Warren & Company.
B-5. Receive and acknowledge the Classification and Compensation Studies conducted by Gallagher as final reports for city review.
C. ACTION ITEMS (DISCUSSION/ACTION):
C-1. Award the Manhole and Gravity Sewer Collections System CCTV Inspection and Inventory project to Downstream Services Inc. (Project No. 2025-08).
Presenter: David Dale, Public Services Director
Recommendation: Accept proposal from Downstream for the Manhole and Gravity Sewer Collections System CCTV Inspection and Inventory (Project No. 2025-08) and authorize a notto-exceed amount of $272,603.00 with a 25% contingency.
C-2. Award the Shop Tank & Aten Tank Modifications and New Ventilation System Installation Project to Total Industries, Inc. (Bid 2025-03).
Presenter: David Dale, Public Services Director
Recommendation: Award the Shop Tank & Aten Tank Modifications and New Ventilation System Installation Project to Total Industries, Inc. (Bid 2025-03) in the amount of $1,038,536.99 with a 15% contingency.
C-3. Approve the implementation of the classification study recommendations for the unrepresented contract, MSPC, Seasonal, and Part-Time Classifications.
Presenter: Dennis H. Morita, City Manager
Recommendation: Approve and implement the recommendations of the classification study as outlined to include reclassifications, title changes, and new and updated job descriptions for all positions within the Contract, MSPC, Seasonal and Part-Time Unrepresented positions, and update the city’s salary schedule to reflect these changes.
City of Imperial Council Agenda
September 17, 2025
C-4. Approve Resolution No. 2025-49, to amend the resolution for MSPC Unrepresented employees to include implementations from the class study.
Presenter: Kristen Smith, Human Resources Manager
Recommendation: Approve Resolution No. 2025-49, RESOLUTION OF THE CITY
COUNCIL OF THE CITY OF IMPERIAL ESTABLISHING THE EMPLOYEE BENEFITS FOR MSPC UNREPRESENTED EMPLOYEES OF THE CITY OF IMPERIAL.
C-5. Appointment to the County of Imperial Airport Land Use Commission (ALUC).
Presenter: Dennis H. Morita, City Manager
Recommendation: Appoint a Primary and an Alternate council member to the County of Imperial ALUC.
D. REPORTS:
D-1. Department Reports
D-2. City Manager Report
D-3. Mayor and Councilmember Reports
ADJOURNMENT: The next regular meeting of the Imperial City Council will be held on Wednesday, October 1, 2025.
CITY OF IIIPERIAT
Check Register Report
BANK: US BANK
b-l
Date
Time
Page
cf,t11t2f,25
2;53 pm
1 Check
Number
Check Status
Date
Void/Stop Reconcile Vendor
Date Date Number Vendor Name Check Description Arnount
US BANK Checks
127532 Ogl14DS Ptinled
127533 09/04/25 Reconciled
127530
127 531
09/0425 Printed
09/0425 Printed
127 540
127 541
127 542
127543
127545
12755
127547
127548
127549
3697 AARON REEL
ACADEMI AWARDS &
TROPHIES
ACME SAFETY & SUPPLY
CORP
ALBERT VALENZUELA
RErMB- #247473 TRACTOR 84338
8595 84218
183.94
30 31
12753.
127535
127537
127538
127539
09t0425
0910425
09tuD5
09t04D5
09104125
Reconciled
Prinled
Printed
Pranted
Printed
8816
195
5956
6474
3012
9t16t25 -9t18t25 oFFICER TNVOLVED
SHOOTING
9/15,25.9i 18/25 NRPA CONFERENCE
TRASH. AUGUST 2025 84625
14RW-CLPJ-LCl C 84860
9/15/25 - 9/18/25 NRPA CONFERENCE
123436 84599
09/0425 Printed
09/0425 Printed
09/0425 Printed
656
5994
4400
ALEXUS KASTOLL
ALLIED WASTE
AMAZON CAPITAL SERVICES
ANTHONY LOPEZ
ANTUNEZ AUTO BODY
PARTS
AQUA METRIC
AUTOZONE INC,
BABCOCK LABORATORIES,
INC.
BASE HILL INC,
BLUETARP FINANCIAL. INC,
BOOT BARN INC.
BRAVILEY ANALYTICAL, INC,
BRENNTAG
CALIFORNIA STATE
DISBURSEMENT
DAVID TURCH &
ASSOCIATES
DELL MARKETING L,P.
OEVELOPMENT
MANAGEMENT GROUP
DIVISION OF THE STATE
DRK ENTERPRISES LLC
DRK ENTERPRISES LLC
EMILY BUSTAMANTE
FERGUSON WATERWORKS
#1083
FILTER SERVICE & SUPPLY
FORENSIC DRUG TESTING
SERVICES
FRANCHISE TAX BOARD
FRANCISCO ALVAREZ
GIDDY UP RANCH
GRAINGER
GRAMMARLY, INC.
GREEN RUBBER.KENNEDY
AG
HEALTH AND HUMAN
RESOURCE
HOME DEPOT CREDIT
SERVICES
IB TERAN
IMPERIAL COUNTY FIRE
DEPT,
IMPERIAL COUNTY PUBLIC
HEALTH
IMPERIAL IRRIGATION
DISTRICT
IMPERIAL LANDFILL- 4136
IMPERIAL POLICE OFFICERS
ASSN.
IMPERIAL TRUSS & LUMBER
co
IMPERIALVALLEY AIR
CONDITIONI
280.00
174,323.18
1.270.22
280.00
238.15
rNVo109632 84709
u1879U256 84720
cH51077 -8203 8.712
18,049.14
28.21 138.73
170577-00 84853
SEPTE|\.ilBER 2025
E0352447 ocr 2025 84420
1903061 84742
2fi7884713
SEPTEMEER 3.2025
879210 A4726
09/0925
09/0525
1642
1119
1302
8224
2096
2.439 96
215.00
4,497.00
326.83
1,054 15
1.433 50
1A.225 7 4
1 .617 2A
5,000 00
144 44
965.13
702 00
54.351.29
230 15
09t04t25
09t04t25
09t04r25
09t0425
09to425
09tMt25
Printed
Printed
Printed
Printed
Printed
Printed
3869
7158
7808
8296
674
455
26257 AUG 2025 &,745
r9s941 84862
tNV00514970 C FELTX 841 11
001387 84711
BPrs38039 84710
915t25
127550 Ogl14l25 Ptifiled
127 553
127554
127555
12755E'
't27557
09/04n5
09t04r25
09t04D5
09tc//25
09/M25
Printed
Reconciled
Printed
Printed
Printed
23.60 12,488.05
12,488 05
473 00
L279.79
10833392934 84657
JULY 2025 8r'219
89537 84730
2025-2840 84422
1.482.47
570.50
127551
127 558
127 559
09/0425 Printed
09/0425 Printed
127 560
127561
09/04/25 Printed
09/04/25 Printed
1.250.00
310.44
3.960.00
314.52
1056
2815
4049
09/0825 8813
8813
8600
7115
1480
5134
314
8814
09/04/25 Printed
09/04/25 Printed
09/04/25 Printed
09/04/25 Printed
8812
710
3717
7720
127566 09/0425 Printed
127567 09/04/25 P.inted
127568
127569
09/04125 Printed
09/0425 Printed
4637
428
38/,1
120
1336
102
9/14/25 - 9/',19/25 FTO TRAINING
AUGUST 2025 84222
473.00
168,042 43
127570 ogl04t25 Ptinted
127571 Ogto4t25 Ptinled
127572
127573
09/0425 Printed
09/0425 Printed
4136{00022586 84723
915t25
1,919.31
1,267.50
'127574 OglMr2s Pnnled
127575 0910425 Ptinled
3187
7777 4 7 U741 9,560 00
2ND OTR APR. JUN 2025 84622
41052 DEPOSTT 84864
41052-1 BALANCE 84865
9/14125 - 9/19/25 FTO TRATNING
0885318 84735
09/M/25 Printed
09/0425 Pranled
11,797.48
5,000.00
420 @
533.85
127562
127563
12756.
127565
9t5125
8125125 . 8128r'25 PROJECT PLANNING
& CONTROL
32126b- DEPOSTT 84594
9592881883 847',t7
36537 84668
l-108069 84738
C TY OF I[4PER At
Check Register Report
BANK: US BANK
Dale
Iime
Page
w11ln25
2:53 pm
2 Check
Number
Check Status
Date
Void/Slop Reconcile Vendor
Date Date Number Vendor Name Check Oescription Amount
US BANK Checks
127576 09104125 Ptinled 2099 IMPERIALVALLEY 4829 8.421
OCCUPATIONAL M
JESSICA HURTADO 915125
JGCGOVERNMENT 2cf58r''220
RELATIONS. INCK-C yVELDING & RENTALS, 217290 84595
lNc.
KIMBALL MIDWEST 1036 972 8,1718
LA BRUCHERIE IRRIGATION 308331C 84728
SUPPLY
LEE T|RE CO. 46751 84598
LINCOLN LIFE 915125
MANUELZAMORA 9925-0486/669LASVILLAS
MELISSAGAWAT 9926-0038/511 MEADOW
MrssroNSouARE - 304257 9t5125
NAPA AUTO PARTS 567341 84716
NC CHILD SUPPORT 915125
CENTRALIZEO o'RE|LLY 2687 -154488 A4332
ONE SOURCE DISIRIBUTORS SOO7974O11,OO4 84722
PITNEY BOWES BANK INS 2125V83 at2At25 81t619
POLYDYNE INC, '1953101 8473
PRINCIPAL LIFE INSURANCE 'I044724.10001 SEP 2025 84617
COMP
QUICK OUACK CAR WASH ARB233235 84623
RTNGCENTRAL INC CD_001201299 84671
RSD 3347233{0 84739
sc FUELS lN{000191645 84743
SoCALGAS 420 s IMPERIAL 7/10-411125 8/714
STER|CYCLE. INC 8011696915 84620
STRADLTNGYOCCA 4232888r'.221
CARLSON&RAUTH.
TAVCO SERVICES. INC 25081904 84091
rHE SHERWN-WLLTAMS CO. 9439-7 8v21l25 84863
TRAFFIC SAFEry STORE INV913862 84854
u.s. BANK MlcRo €v18/25 84681
UNDERGROUND SERVICE 25.260609 8521
ALERT OF
UNIVAR SOLUTIONS USA INC. 53248797 84744
us ArR coNolTloNlNG 7*a210 8/.737
VENCER PUBLIC AFFAIRS & 322 84223
VERIZON WRELESS 6121711440
VISION TRAFFIC CONTROL 953 84855
INC,
WIJ(IE SANITARY SUPPLY 83448997 84734
AIRWAVE COMMUNICATIONS 451050 84901
ALL VALLEY FENCE AND 2*2264 A4A8.
MATERIALS
AMAZON CAPITAL SERVICES 1HG7.PJLR.D3HK 84685
AOUA METRIC 1NV0109977 84747
AT&T LONG DISTANCE 760-35s-1158 9/3/25
AT&T MOBILITY 287326019818X090'12025
BABCOCK LABORATORIES. CH519298203 84960
rNc.
BAKER DISTRIBUTING GDO5782 84961
COMPANY LLC
BLUETARP FINANCIAL, INC, 197570 84750
BRAX COMPANY lNC. 61348 84957
CANON U.S.A. INC 41751926 84630
crvtcPLus, LLc 34a242 8$70
coDE EXXPERTS, LLC 20254016 84687
90 00
127577
127578
09/04/25 Printed
09/0425 Prinled
86/,4
8141
1996
101
8815
8811
1190
8669
8633
4481
079
084
7495
2782
85r6
3786
3526
957
135
?623
6133
8133
6313
8150
611
8626
6069
394 62
3 000 00
868
29o1
16/,7
1 .433 37 127579 09104125 Ptinled
127582
127583
12758,4
127 585
127 56
127588
127589
09/04/25
ogtuns
o9l04D5
o9r04D5
09t0425
09t0425
09tur25
1U.25
64.94 '1,062.15
867 00
65.72 65.52
526.40
17 915 98
264.00
127580
127581
09/04125 Printed
09/04/25 Printed
Printed
Printed
Printed
Printed
Printed
Printed
Printed
127616
127618
127619
127626 0911125 Ptinled
09t11t25
o9l1't25
09t11t25
09t1125
09t11l25
127590
127591
127592
127593
1275
09lMt25
ogt04D5
09t04n5
09rc1n5
09t0r'r25
Printed
Printed
Printed
Printed
Printed
127595
127596
127597
127598
127599
1276@
127601
ogtut25
09t04t25
09to4t25
09to4125
09104125
09t04r25
09t04D5
Printed
Printed
Printed
Pranted
Prinled
Printed
Printed
127602
127603
12760/,
'r 27609
127610
ogtur25
09t04t25
09to4t25
09tMn5
09tMr25
Printed
Printed
Printed
Reconciled
Printed
?746
1239
3815
09/0525 5837
275
127611
127612
127613
127614
127615
09t04n5
09t04t25
09104125
ogt04125
o9t04r25
Printed
Printed
Printed
Printed
Printed
09/0425 Printed
09i 1125 Printed
09/1'1/25 Printed
1715
o23
127621
127622
127623
127624
127625
ogh1n5
09111125
09t11r25
09t11t25
ogt11r25
Printed
Printed
Printed
Printed
Printed
5956
656
1851
8279
44{J0
94.63 3,915.07
400.00
9,764.31
6.499.75
208.89
1.359.57
653.05
1.567.67
69.72 273.27
651.00
104.90
530.46
1,668.79
8.329.27
250.22
6,936.30
122.37
2.000.00
580.23
324.75
1.524.15
65.00 531.21
1,516.06
2,766.38
12,318.08
1.958.37
5,051.69
1.015.72
127627
127628
127629
127630
127631
Prinled
Prinled
Printed
Printed
Printed
7158
8287
3669
7803
6222
317.04
6,152.21
332.49
2,500.00
9s0.00
CITY OF IMPERIAL
Check Register Report
BANK: US BANK
Dale:
Time:
Page:
w11tN25
2:53 pm
3 Check
Number
Void/Slop Reconcile Vendor
Date Date Number Vendor Name Check Oescriplion Amounl
US BANK Checks
127632 09/11/25 Printed 1154
8818
7720
8490
2096
4271
a28
1336
3187
2099
5230
COMPUTERSHARE TRUST 2475091 i'AYFIELD 84626
COMPANY
CONSTANCIO S, TORRES CLASSES- JULY 2025 84866
coRE & MA|N LP X584673 84962
COUNTY OF ORANGE- OCSD TRAFFIC COLLISION.J TORRES 84309 DARLINGTONIGBOI(AiE 9723.0390/693DIAMOND
DELL MARKETING L.P 10834543766 8,1683
DEVELOPMENT AUGUST 2025 8,t225
MANAGEMENT GROUP
DIANA VARGAS & MARK 9523-0316/653 CACTUS
FRAZIER
DOG\ /'COD AUTO BODY lNC. 9875 84350
EL CENTRO MOTORS 5240172 8/9@
EMILYGONSALEZ 9924-0157/2708MEADO\AAROOK
ENTERPRISEFLEET 575205A-09[,4258/627
MANAGEMENT,
FASTENALCOMPANY CAE111094428,1958
FERGUSONENTERPRISES, 564139184878
LLC
GREENRUBBER-KENNEDY I.10817584877
GUARDIAN ALLIANCE 30249 84906
IECHNOLOGIES
HOME OEPOT CREDIT 4902558 84953
SERVICES
HUMANE SOCIETY OF AUGUST 2025 84907
IMPERIAL
IMPERIAL IRRIGATION SEPTEMBER 9. 2025
DISTRICT
IMPERIAL LANDFILL- 4136 4136{00022620 Sludge 8/19-31 84955 IMPERIAL TRUSS & LUMBER 878580 84963
co.
IMPERIALVALLEY 4$3 U42A
OCCUPATIONAL M
|NFO SEND lNC. 294083 84628
INGRAM LIBRARY SERVICES 90306351 84779
JEHAN DOMINIC TINADOR 9925{3241651 tAS DUNAS
JIM REITER'S LOCKSMITH & 278892 84903
SAFE
JORGE CHAPA 9225-0033/642 W BREWER#l33
JULIAN PIE COMPANY FIESTA 1O/1A125 UATO
K.C WELDING & RENTALS, 21ffi70 U74A
tNc.
LABOR COMPLIANCE 29€9 &4.874
CONSULTANTS
LEE T|RE CO. 406958 84909
LUZ ROSAS 9969-1630/319 VAOUERO
MARCUS RYCKMAN 9225.0023/637 BAHIA
NAPA AUTO PARTS 569099 84954
oNE SOURCE OTSTRIBUTORS 5008031313.001 84956
PITNEY BO\ /ES GLOBAL 3107372753 8/629
FINANCIAL
QUICK OUACK CAR WASH ARB233O7 84904
RICHARD B. JOSWCK IOOOI- DEPOSIT 84876
RUBEN VILLA 9925-046€I/641 LINDA VISTA
SELLERS PETROLEUM CL4AI16
SHI INTERNATIONAL CORP A20213353 U677
supERroR REAOY MrX 2509-038187 84871
CONCRETE LP
TANIA Y SU NUEVA ERA LLC FIESTA 10/18/25. DEPOSIT 84879 TONY GUTIERREZ 2O2.DEPOSIT 84880
TUCKER MINISTORAGE AUG & SEP 2025. UNIT425 84867
TYLER ERINKERI]OFF 0@&224
2.000.00
127633
127634
127635
127636
127637
127638
09/11n5
09t11/25
09111n5
o9111t25
09111r25
09t11r25
2676
514
8822
88'r 7
1056
2815
127639 09/1125 Printed
Printed
Printed
Printed
Printed
Printed
Printed
127644
127U5
09/1'125 Printed
09i 1125 Printed
24.50 17,325.54
52s.00
153.05
1,'187.10
7.126.30
127640
127641
127642
127U3
09/11125 Printed
09/1125 Printed
09/11/25 Printed
09/11i25 Printed
8510
207
8825
8064
2058
019
2.320.38
922.72
177 61
13.350 81
127646 09111125 Ptin'led
127647 09111125 Ptinled
127649 09/1125 Printed
127650 09/11/25 Printed
127651 09/'1125 Printed
684.85
113.40
1,419.73
293.55
110.00
3 152.89
350.00
154 86
127652
127653
09/1125 Prinled
09/1125 Printed
127658
127659
5033
d472
8821
008
127660
127661
127662
09/'11/25 Printed
09/1125 Printed
09/11/25 Printed
6668
2245
868
12769 09/1125 Printed
127663 09/11/25 Printed
09111125
0g/11/25
09t11125
09t11125
09111125
09t11t25
s0.00
1,000.00
2,415.43
515.95
148.70
178.61
50.85 3,898.50
1,118.07
12766/
127665
127666
127667
1276S
127669
Printed
Printed
Printed
Printed
Prinled
Printed
1996
8819
8820
8669
079
3't 79
09t11125
09111125
09111n5
09t11r25
09t1125
09t11t25
Printed
Printed
Printed
Printed
Printed
Printed
832.42
5.34 27.77
450.47
173.43
521.53
360.81
2,755.00
1fi.12
17.294.30
7.230.54
802.16
127670
127671
127672
127673
127671
127675
8516
8823
2132
979
5706
1265
'127676
1276Tt
127678
127679
09/11/25 Printed
09/1125 Printed
09/1'125 Printed
09/11/25 Printed
a824
7527
7708
4532
1,000.00
275.N
260.00
1,500.00
Check Status
Date
142 71
150.45
09/1125 Printed
09/1125 Printed
09/1'125 Printed
09/1125 Printed
CITY OF IMPERIAL
Check Register Report
BANK: US EANK
Datei
Timei
Paoe:
091111n25
2i53 pm
4 Check
Number
Check Slalus
Date
Void/Stop Recoocile Vendor
Date Date Number Vendor Name Check Description
US BAIIK Checks
127685
'\27686
127687
127688
127689
ogt11D5
09111125
0911'125
o9111r25
09t11t25
s837
8519
5639
79{2
1n3
u.s. BANK APWA 8/21i25 84965
VAN DERI\4YDEN MAKUS LAW 35185 84429
WAGE\ /ORKS. rNC 0825-OR39530 AUG 2025 8,t426
WONNE CORDERO 9127125 . 1OIO125 APA CONFERNCE
ZASUETA CONTRACTING. 3405 84873
INC,
13,823.13
335.78
100.00
414.00
200,234.80
Printed
Printed
Printed
Printed
Printed
Total Checks: 1,14
Total Payments: 144
Total Payments: 144
Chocks Total (oxcluding vok checks):
Bank Total (grcluding void checks):
Grand Total (gxcluding void chocks):
949,563.39
949,563.39
9,19,563.39
Amount
b-z
DATE SUBMIT'TED
SUBMITTED BY
DATE ACTION REQT]IRED
9/ I0/25
l't lll l( SI,RVIC I S
9fi1/25
IMPERIAL CITY COUNCIL
AGENDA ITEM
Agenda Item No.
COUNCIL ACTION
Pt]Bt,IC TIEARINC RI:QI IIRED
RF]SOLUTION
ORDINANCE IST READING
ORDINANCF] 2NO READINC
CITY CLERK'S INITIALS
x)
)
)
)
)
)
DISCUSSION/ACTION:
Accepl Tosk Order Proposol for On-Coll Civil Engineering Services from Dynomic Consulting Engineers, lnc. for lhe lsrh Street lmprovements (C Streel io F Slreet) Project.
SUBJECT:
DEPARTMENTINVOLVED: PUBLICSERVICES
BACKGROUND/SUMMARY:
See otloched document
\ll-{1 FINANCE
INITIALS
FISCAL IMPACT:
$s9,400.00
Fund 69- Circulolion lmpoct Fees
DEPT.
INITIALS
STAFF RECOMMENDATION:
ll is lhe deportment's recommendolion lo opprove
MANAGER'S RECOMMENDATION:
a4NMOTION:
()
o
REFERRED TO:
REJECTED
DEFERRED
SECONDED:
AYES:
NAYES:
ABSENT:
o
o
APPROVED
DISAPPROVED
Qo,o +
CITY
MANACER's
INITIALS n
^-rr
,-
This project is considered imponant for the city's traffic circulation and is expected to reduce traffic impacts on adjacent residential streets. It includes preparing engineering and contract documents to connect approximately 9l 0 linear feet of l5'h Street ftom C Street to F Street. This action is for design services and preparation ofcontract documents only. so the city has a "shovel-ready" projecl when the time comes. ,jlt
Seplember I 7, 2025
Dear Honorable Councilmembers
Reo uest cd Action:
Accepl Task order Proposal for on-call Civil Engineering Services from Dynamic Consulting Engineers. Inc. for the l5th Street lmprovemenls (C Street to F Street) project.
Background:
On September 18. 2024, the City Council awarded contracts to five engineering firms for On-Call Civil Engineering Services. On August 12, 2025, the Public Services Department issuid a task order request to these firms under the On-Call Engineering Services contract. tT;* &
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The services include, but are not limited 10, the following:
. Afiend a kickoffmeeting with City staffto discuss the projecl scope and objectives. o The project consists ofthe full design of l5th Street to connect l5'h Street from C Street to F Street (approximately 910 linear feet).
. The project shall include coordination with all relevant utility providers and agencies. o Perform a topographic survey ofthe project area. Locate the rights-of-way. o Provide a Geotechnical Report and recommendalions from a registered Geotechnical consultant. o Prepare plans. specifications, and an engineer's estimate (PS&E) for the full street improvements, which shall include:
- Conventional asphalt pavement section.
- Sidewalk and ADA ramps at D and E Street.
- Curb and gutter on both sides ofthe streel.
- Connect to the existing storm drain system
- Streel lighting.
- Striping and signage.
. Erosion Control Notes
o The engineer shall incorporate ADA-compliant pedestrian facilities throughout the design. r Provide utility coordination and ensure utility impacts are addressed in the design. The project design shall include a I 2-inch diameter water pipeline to connect an existing l2-inch pipeline that runs along I 5,h Street. The new pipeline will connect at a point just west of D Street and connect 1o an existing l2-inch pipe at C Streel.
. The engineer shall attend two (2) progress meetings with City staffduring the design phase. o The final deliverables shall include a complete PS&E package ready for public bidding. . Tentalive schedule (start to completion)
The city received five cost proposals
(l) Dynamic Consulting Engineers' Inc. 559,{0.00
(2) The Holt Group, Inc. S75,000.00
(3) Aztec Engineering Croup, Inc. 592,463.00
(4) Nicklaus Engineering, Inc. S104,952.00
(5) Webb Associates 5158,987.00
Public Services staff recommends awarding the projecl to Dynamic Consulting Engineers for $59,400.fi) under the On-Call Civil Engineering Services contract.
Fiscal ImDact:
The fiscal impact is 559,400.00, which will be expended from Fund 69 - Circulation lmpact Fees.
Attachments:
Cost Proposal from Dynamic Consulting Engineers, Inc
Dynami"M
ORK:
The following scope of work describes the proposed work and fees for the above-described September 2. 2025
City of Imperial
420 S. Imperial Ave.
lmperial. CA 92251
Attn: Jenell Guerrero. Public Services Manager
Subject: Proposal for Engineering Design Services for the l5th Street Improvements Project from C Street to F Street.
Dynamic Consulting Engineers, Inc (DCE) is pleased to present this cost proposal for design services for the above referenced project. The City of Imperial is planning on expanding l5rh Street from C Street to F Street thus connecting Imperial Avenueio LaBrucherie Avenia vis l5th Street. This project will alleviate traffic congestion in the downtown area of the City of lmperial. Project will include approximately 910 ft on new asphalt concrete paved street, new curb and gutter. new sidewalks. new driveways, new cross gutters, new ADA ramps, new traffic striping, new street lights. new water line, neu fire hydrants and storm drainage improvements.
SCOPE OF W
ro
2415 Imperial Business Park Dr. Suite B, lmperial, CA 9225t -Tel.(?60)545-0t62-Fax(760)545-0t63 I of 2
Task Description Proposed Fee
1 PROJECT KICKOFF AND COORDINATTON MEET|N6 - DCE witt
attend pre-design meeting with City Staff and discuss project limits, design requirements and expectations.
S 1,2oo.oo
2 FIELD TOPOGRAPHIC SURVEY - DCE will set vertical and
horizontal control and prepare the field topographic survey.
DCE will document all above ground features including all existing infrastructure and existing visible utilities. DCEwill use GPS and Survey Level at all Key Points and Tie-in points for accurate design. DCEwill alsouseAerial Drone Surveyfor
Orthophoto.
BASE MAP and UTILITY RESEARCH - DCE will prepare a base map at a scale of 1" =20' which reflects right-of way, and any physical features for each location. The base map will reflea the location of all utilities that are visible (poles, manholes, water valves cans, meter boxes, electricalcabinets, etc. Also, any markings from Dig Alert will be observed as well. Surface for each location will be provided.
RIGHT OF WAY RESEARCH AND PLOTTING ON EASE MAP. DCE
will obtain record maps and establish the existing right of ways and existing easements.
s 19,900.00
3 DESIGN PLANS - DCE will prepare design plans for street improvements including new asphalt concrete pavement,
new curb and gutter, new sidewalks, new driveways, new
cross gutters, new ADA ramps, new traffic striping, new streetlights, new water line, new fire hydrants and storm drainage improvements. DCE, will analyze existing
drainage system and implement a design that will be
acceptable to the City of Imperial.
s 20,0so.oo
4 PREPARE PROJECT SPECIFICATIONS - DCE will prepare
technical specifications and assist the city with the bid documents.
s 1,8s0.00
5 PREPARE COST ESTIMATE - DCE will prepare engineer's cost estimate.
s 1,s00.00
5 S 1,2oo.oo
7 GEOTECHNICAL REPORT. Landmark Consultants (subconsultant) will prepare a site specific geotechnical report and recommendations for this project.
s 10,300.00
8 UTILITY COORDINATION. DCE will coordinate locations and/or relocation of existing utilities. DCE will coordinate utilities with City of lmperial Public Services, AT&T, Gas Company, Cable Spectrum, llD Water, llD Energy and other utilities identified during initial research.
s 1,500.00
9 COORDINATION DURING DESIGN AND PROJECT BIDDING s 1,8000.00 _ DCE will coordinate with City Staff final plans. DCEwill assistthe City with the bidding process. DCE will be available to answer contractor questions during bidding process.
Surveying Total: s 59,400.00
COST PROPOSAL FOR ENGINEERING AND SURVEY SERVICES
DCE will provide the services mentioned in the scope of work for a lump sum fee of s59.400.00
Again, thank you for giving Dynamic Consulting Engineers, Inc (DCE) the opportunity to serve you. Ifyou have any questions I can be reached at (7 60) 545-0162.
Carlos Beltran, P.E.,
Principal Engineer.
2415 lmperial Business Park Dr. Suite B, lmperial, CA 92251 -'lel. (760\ 545-0162 - Fax (760) 545-0163 2 of 2
PREPARE EROSION AND SEDIMENT CONTROL PLAN - DCE will
prepare sediment and erosion control plan. We are not
anticipating this project to require a SWPPP. An erosivity waiver may be provided. DCE can assist the city with the erosivity waiver calcu lations.
I
DATE SUBMIT-TED
SUBMITTED BY
DATE ACTION REQTJIRT]D
q/10t25
PI.]BLIC SI:RVICES
9 7t25
IMPERIAL CITY COUNCIL
AGENDA ITEM
Agenda Item No. b-)
COIJNCIL ACTION
PUBLIC HEARING REQUIRET)
RESOLUTION
ORDINANCE IST READTNG
ORDINANCIJ 2ND READINC
CITY CI,ERK'S INITIALS
DISCUSSION/ACTION:
Accepl Tosk Order Proposol for On-Coll Civil Engineering Services from Nicklous Engineering lnc. to prepore the Poseo Sewer Pump Stotion Groding Plon ond Controct Documents.
DEPARTMENTINVOLVED: PUBLICSERVICES
SUBJECT:
BACKGROUND/SUMMARY:
See otloched documenl
FINANCE
IN ITIALS
FISCAL IMPACT:
$r 9,604.35
Accounl: 5$520-5210
DEPT.
INITIALS
STAFF RECOMMENDATION:
It is the deporlmenl's recommendotion to opprove.
MANAGER'S RECOMMENDATION:
tF?,14
CITY
MANACER's
INITIALS
MOTION:
REJECTED 0
DEFERRED O
SECONDED:
AYES:
NAYES:
ABSENT:
o
o
APPROVED
DISAPPROVED
a+-P-dREFERRED TO:
ra ^'lr ,J
6n
Clly of
California
September 17, 2025
Dear Honorable Councilmembers:
Reouested Action:
l. Accepl Task Order hoposal for On-Call Civil Engineering Services from Nicklaus Engineering Inc. to prepare the Paseo Sewer pump Station Grading plan and Contract Documents.
BsckEround:
On September 18.2024, the City Council awarded contracts to five engineering firms for On-Call Civil Engineering Services. On Augusl 12, 2025. the Public Services Departmlnt issuid a rask order request to these firms under the On-Call Engineering Services contract.
The Paseo sewer pump station is located near the intersecrion of W Rosarito Drive and p Street (Clark Road) in the City of Imperial. lt is near an Imperial lrrigalion Dislrict (llD) canal and eleclrical power lines. When it rains- the area is inaccessible due to the mud. The existing grading direcs water towards the sewer pump station. The project will be coordinated with the IID, both the water and power divisions.
There is no exisling fencing around the sewer pump slation. There is an existing concrete driveway entrance that will remain. There is a short access road (approxim atery i7 feet rong and r 5 feet wiJe), consist;ng ofnative malerial. This section of roadway will be replaced with six inches (min) ofgraded and compacted class 2 base. The project consists ofpreparing a precise grading plan that includes a fence or block wall and a locking sliding gate.
SCOPE OF WORK - Civil Engineering Design Services
o Perform a topographic survey ofthe project area. Locate the rights-of-way and existing utilities, both above and below ground.
o Prepare plans. specifications. and an engineer's estimate (ps&E) for the grading plan, which shall include:
o A class 2 base access road.
o A block wall or fence surrounding the pump station.
o A sliding locking gate.
o Erosion Control Notes/BMps
. Provide utility coordination and ensure utility impacts are addressed in the design. ' The engineer shall attend two (2) progress meetings with city staffduring the design phase. o The final deliverables sharr incrude a complete pS&E package ready for pubric bidding. alo 5ourh rr.prrrA! Avrilr! . lMrtsrA!. cA92t5r . rrr {760} lr5.,a!71 . f^r 17601155 47lE i wwvy.rMpt.r^L.cr.cov ) !
The city received two cost proposals:
(l) Nickhus Engineering, Inc. $19,604.35
(2) Webb Associates $39,910.00
Public Services staffrecommends awarding the project to Nicklaus Engineering, Inc. for $19,604.35 under the On-Call Civil Engineering Services contract.
Fiscal ImDact:
The fiscal impact is $ 19.604.35, which will be expended from Fund 55-520-5210 - Wastewater Operations Attachments:
Cost Proposal from Nicklaus Engineers, lnc
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September 1,2025
City of lmperial
Public Services Department
420 South lmperial Avenue
lmperial, CA 92251
Attention:
Reference:
Ms. Jenelle Guerrero, MPA
Engineerint Consulting Services for Paseo Sewer Pump Station Gradint Plan Dear Ms. Guerrero,
Nicklaus Engineering, lnc. (Nicklaus) appreciates the opportunity to submit our formal proposal for the abovereferenced project. lt is our understanding that the City of lmperial plans to contract engineering services through their existing On-Call, As Needed, Agreement to correct grading issues surrounding the Paseo Sewer Pump Station located near the intersection of W. Rosarito Drive and P Street.
Our services will include the following:
TASK 1.0 PROJECT MANAGEMENT
Our services for Task 1.0 will include the following:
. Attend pre-design kickoff meeting with City staff. t Attend two (2) progress meetings with City staff. ' Coordination with appropriate agencies and utilities, including the lmperial lrrigation District . General Project Management.
TASK 2.0 TOPOGRAPHIC SURVEY
Our services for Task 2.0 will include the following:
. Review of existing documentation and data provided by the City of lmperial. . Research and boundary and right-of-way calculations.
. Conduct a GPS survey and prepare a topographic background. ' lt is understood that the city of lmperial will require the location of existing utilities, both above and below ground. Eefore the topographic survey, Nicklaus will conduct a half-day of potholing within the footprint of the proposed improvements. ldentified underground utilities will be marked for collection during the topographic survey.
5urvey Notes and Exclusions:
r The proposal includes only those services listed above. ' The proposal does not include setting any survey monuments, filing a Record of Survey, or filing any Corner Records.
. Traffic control plans are not included.
r Encroachment permit fees are not included.
r Should potholing require more than a half-day of work, a modification request will be provided to the City of lm perial.
. Utility location services not specifically specified in this proposal are not included. www.netow.com
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Nrcruus Civil Architeclure Environrnentol Engineering & Consu ting ndusiriolHyqiene Geotechnicol ConslrucfionMonogemenl
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TASK 3.0: IMPROVEMENT PTANS
Ou r services for Task 3.0 will include 50% and 100% subm ittals. Services for the Design Package will include:
. Development of an engineering program. ldentify design issues relating to functional needs, directives, and constraints. ldentify critical issues affecting the project, significant site considerations, and review As-Built pla ns.
. Preparation of a site plan, a precise grading plan, an erosion control plan, and civil details.
Civil Design assumptions and exclusions include:
. Should off-site improvements be required beyond those specifically identified provide those services under contract modification.
. Nicklaus will not evaluate existing utilities nor design any new utilities. . The fee does not include traffic control plans.
. lt is assumed that there is no landscaping.
. The proposal assumes the City of lmperial will pay all permit and review fees. . The project will not be designed or constructed in multiple phases. . Biological or cultural services are not included.
in this proposal, we can
TA5K 4.0: SPECIFICATIONS
Our services for Task 4.0 will include 60% and 100% submittals. Services for the specifications will include:
r At 60% the Draft Technical Specifications and Supplementary Conditions . At 100% the FinalTechnicalSpecifications and Supplementary Conditions TASK 5.0: CONSTRUCTION COST ESTIMATE
. Our services for Task 5.0 will include cost estimates at the 60% and 100% design submittals, reproducible bid schedule necessary to bid and construct the improvements.
TASK 6.0: BID SUPPORT AND SERVICES DURING CONSTRUCTION
8id support and construction support services are not included in this proposal. lf you have any questions about this proposal, please call me at (928) 246-1616 (cell). including a
Best regards,
Nicklaus Engineering, lnc.
Antonio Alvarez, P.E
Vice President
www.nerow.com
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DATE SUBMITTED
SUBMITTED BY
DATE ACTION REQUIRED
09112t2025
Human Resources
09t17t2025
IMPERIAL CITY COUNCIL
AGENDA ITEM
Agenda Item No. D-6
COUNCILACTION (X
PUBLIC HEARING REQIIIRED (
RESOLUTION (
ORDINANCE ls'READING (
0RDINANCE 2ND READING i
CffY CLERK'S INITIALS (
STJBJECT DISCUSSION/ACTION: l. Receive and acknowledge the Classification and Compensation Studies conducted by Gallagher as final reports for City review.
DEPARTMENT INVOLVED: Human Resources
BACKGROUN D/SUMMARY:
Staff recommends the City Council receive and acknowledge the classification and compensation studies conducted by Gallagher as final reports for City review.
FISCAL IMPACT: NOT TO EXCEED
There is no fiscal impact to receive and accept the studies as final reports.
FINANCE
INITIALS {lg
STAI'F RECOMMENDATION:
Recommendation to receive and acknowledge the classification and compensation studies conducted by Gallagher as final reports for City review.
DEPT, INII'IAI-S
MANACER,S RECoMMENDAttoN. Approve Staff Recommendation
CITY
MANAGER s
INITIAI-S lpr
MOTION
SECONDED
AYES:
NAYES:
ABSENT:
APPROVED 0
DISAPPROVED 0
REJECTED
DEFERRED
(
(
)
)
rtlK
REFF]RRED TO:
© 2025 Arthur J. Gallagher & Co.
December 12, 2024
CLASSIFICATION STUDY
FINAL REPORT
City of Imperial
© 2025 Arthur J. Gallagher & Co. 1
December 12, 2024
Kristen Smith
Human Resources Manager
420 South Imperial Avenue
Imperial, CA 92251
Dear Ms. Smith:
Gallagher is pleased to present the Classification Study and Total Compensation Study Reports for the study of all positions in the City of Imperial. This report documents the classification study process and provides recommendations for the classification plan, allocations of individual positions for all City of Imperial employees, and newly revised class specifications for all classes studied. The Total Compensation Study Report sent under separate cover, documents the market compensation survey, findings, and recommendations.
This Classification Study Report incorporates a summary of the study’s multi-step process, which included results of written Position Description Questionnaires, interviews with employees and management, and employee review and comments in the form of draft class descriptions, and class allocation recommendations.
We would like to thank you and Alyssa Ferrell, Human Resources Analyst, for your assistance and cooperation without which this study could not have been brought to its successful completion.
We will be glad to answer any questions or clarify any points as you are implementing the findings and recommendations. It was a pleasure working with you and we look forward to future opportunities to provide you with professional assistance.
Very truly yours,
Mike Harary
Mike Harary
Project Manager
Gallagher
ajg.com/ps-class-comp
© 2025 Arthur J. Gallagher & Co. 2
Contents
Contents ..................................................................................................................................................... 2 List of tables................................................................................................................................................ 2 Appendices ................................................................................................................................................. 2 Executive Summary .................................................................................................................................... 3 Background............................................................................................................................................................... 3 Classification Study Goals........................................................................................................................... 3 Classification Study Process ....................................................................................................................... 3 Classification Concepts............................................................................................................................... 4 Positions vs. Classifications....................................................................................................................................... 4 The Relationship Between Classification and Compensation .................................................................................. 4 The Purpose of Having a Classification Plan............................................................................................................. 4 Classification Descriptions........................................................................................................................................ 5 Fair Labor Standards Act........................................................................................................................................... 7 Classification Findings and Recommendations ........................................................................................... 8 Classification Structure and Allocation Factors........................................................................................................ 8 Classification Allocation Recommendations .......................................................................................................... 12 Title Change............................................................................................................................................................ 12 Reclassification ....................................................................................................................................................... 14 New Classifications................................................................................................................................................. 14 Conclusion ..............................................................................................................................................156 List of tables
Table 1. Title Change Recommendations ................................................................................ 12 Table 2. Reclassification Recommendations............................................................................ 14 Appendices
Appendix I: Recommended Position Allocations
Appendix II: New Class Descriptions
Appendix III: Class Concepts
© 2025 Arthur J. Gallagher & Co. 3
Executive Summary
Background
In September 2023, the City’s Consultant, Arthur J. Gallagher, conducted a classification and total compensation study for all of the City of Imperial’s classifications. All classification and compensation findings, recommendations, and options for implementations are in Volumes I and II of this report.
This classification review process was precipitated by:
• The concern of the City Council and management that employees should be recognized for the level and scope of work performed and that they are paid on a fair and competitive basis that allows the City to recruit and retain a high-quality staff;
• To ensure that class descriptions reflect current programs, responsibilities, and technology; • The desire to have a compensation plan that can meet the needs of the City; and • The desire to ensure that internal relationships of salaries are based upon objective, non-quantitative evaluation factors, resulting in equity across the City.
The goal of the classification and compensation study is to assist the City in developing a competitive pay and benefit structure, which is based upon market data to ensure that the plan is fiscally responsible, and that meets the needs of the City with regards to recruitment and retention of qualified staff.
Classification Study Goals
The goals and objectives of the classification portion of the study were to:
• Obtain detailed information regarding each position through a variety of techniques, including written Position Description Questionnaires (PDQs) and interviews with employees and management; • Prepare an updated classification plan, including recommended class descriptions and position allocations that recognizes the scope and level of the various classes and positions, and is perceived equitable by management and employees alike;
• Provide class descriptions and other documentation that includes information required for compliance with the Americans with Disabilities Act (ADA) and appropriate qualifications, including knowledge, skills, and other requirements that are job-related and meet other legal guidelines; and • Provide sufficient documentation to allow the City to maintain the classification system on a regular basis.
Classification Study Process
The classification study procedures were as follows:
• An initial meeting was held with City management to clarify study scope, objectives, processes, and deliverables. • Orientation meetings were held to which all employees were invited, to meet consultant staff involved with the project, clarify study objectives and procedures, answer questions, and distribute the PDQs. • After the PDQs were completed by employees and reviewed by management and consultant staff, interviews were conducted with all employees and management.
• Following the analysis of the classification information gathered, draft class concepts, specifications, and position allocations were developed for management and employee review. © 2025 Arthur J. Gallagher & Co. 4
• After resolution of issues, wherever possible, including additional contacts with employees and management to gain details and clarification, appropriate modifications were made to the draft specifications and allocations and this final report was prepared.
Classification Concepts
Positions vs. Classifications
“Position” and “Classification” are two terms that are often used interchangeably but have very different meanings.
As used in this report:
• A position is an assigned group of duties and responsibilities performed by one person. A position can be fulltime, part-time, regular or temporary, filled or vacant. Often the word “job” is used in place of the word “position.” • A classification or class may contain only one position or may consist of a number of positions. When you have several positions assigned to one class, it means that the same title is appropriate for each position; that the scope, level, duties, and responsibilities of each position assigned to the class are sufficiently similar (but not identical) that the same core knowledge, skills, abilities, and other requirements are appropriate for all positions, and that the same salary range is equitable for all positions in the class.
The description of a position often appears as a working desk manual, going into detail regarding work process steps, while a class description emphasizes the general scope and level of responsibilities, plus the knowledge, skills, abilities, and other requirements for successful performance When positions are classified, the focus is on assigned job duties and the job related requirements for successful performance, not on individual employee capabilities or amount of work performed. Positions are thus evaluated and classified on the basis of such factors as knowledge, skills, and abilities required to perform the work, the complexity of the work, the authority delegated to make decisions and take action, the responsibility for the work of others and/or for budget expenditures, contacts with others (both inside and outside of the organization), and the impact of the position on the organization and working conditions.
The Relationship Between Classification and Compensation Classification and the description of the work and the requirements to perform the work are separate and distinct from determining the worth of that work in the labor market and to the organization. While recommending the appropriate compensation for the work of a class depends upon an understanding of what that work is and what it requires (as noted above), compensation levels are often influenced by two factors:
• The external labor market; and
• Internal relationships within the organization.
Compensation findings and recommendations for the City are covered in Volume II of this report.
The Purpose of Having a Classification Plan
A position classification plan provides an appropriate basis for making a variety of human resources decisions such as the:
• Development of job-related recruitment and selection procedures; • Clear and objective appraisal of employee performance; • Development of training plans and succession planning; • Design of an equitable and competitive salary structure; • Organizational development and the management of change; and © 2025 Arthur J. Gallagher & Co. 5
• Provision of an equitable basis for discipline and other employee actions.
In addition to providing this basis for various human resources management and process decisions, a position classification plan can also effectively support systems of administrative and fiscal control. Grouping of positions into an orderly classification system supports planning, budget analysis and preparation, and various other administrative functions.
Within a position classification plan, job classifications can either be broad (containing a number of positions) or narrow (emphasizing individual job characteristics). Broad job classifications are indicated when:
• Employees can be hired with a broad spectrum of knowledge, skill, and/or academic preparation and can readily learn the details of the City of Imperial, the department, and the position on-the-job; or • There is a need for flexibility of the assignment within a department or an organization due to changing programs, technologies, or workload.
Individualized job classifications are indicated when:
• There is an immediate need to recruit for specialty knowledge and skills; • There is a minimum of time or capability for on-the-job training; or • There is an organizational need to provide for specific job recognition and to highlight the differences between jobs.
Most classification plans are a combination of these two sets of factors and we have chosen the middle ground in this study as being most practicable in the City’s changing environment and service delivery expectations, as well as being in line with the City’s strategic plan. This approach resulted in recommendations to retitle classifications to more accurately reflect current responsibilities or use more contemporary titles (e.g. Public Records Analyst to Assistant City Clerk), or to reclassify certain individuals into existing or entirely new classifications that more accurately reflect current responsibilities (e.g. Accounting Assistant III to Utility Billing Technician). Detailed allocation recommendations are found in Appendix I of the report.
Classification Descriptions
In developing the new and revised classification descriptions for all positions, the basic concepts outlined in the previous pages were utilized. The recommended class descriptions are included in Appendix II of this report.
As mentioned earlier, the class descriptions are based upon the information from the written PDQs completed by each employee, the individual job audit interviews (if required), and from information provided by employees and managers during the review processes. These descriptions provide:
• A written summary documenting the work performed and/or proposed by the incumbents of these classifications; • Distinctions among the classes; and
• Documentation of requirements and qualifications to assist in the recruitment and selection process.
Just as there is a difference between a position and a class, there is also a difference between a position description and a class description. A position description, often known as a “desk manual”, generally lists each duty an employee performs and may also have information about how to perform that duty. A class description normally reflects several positions and is a summary document that does not list each duty performed by every employee.
The class description, which is intended to be broader, more general and informational, is intended to indicate the general scope and level of responsibility and requirements of the class, not detail-specific position responsibilities.
The sections of each class description are as follows:
Title: This should be brief and descriptive of the class and consistent with other titles in the classification plan and the occupational area.
© 2025 Arthur J. Gallagher & Co. 6
• The title of a classification is normally used for organization, classification, and compensation purposes within the City. Often working titles are used within a department to differentiate an individual. All positions have a similar level of scope and responsibility; however, the working titles may give assurance to a member of the public that they are dealing with an appropriate individual. Working titles should be authorized by Human Resources to ensure consistency within the City and across departmental lines.
Definition: This provides a capsule description of the job and should give an indication of the type of supervision received the scope and level of the work and any unusual or unique factors. The phrase “performs related work as required” is not meant to unfairly expand the scope of the work performed, but to acknowledge that jobs change and that not all duties are included in the class specification.
Supervision Received and Exercised: This section specifies which class or classes provide supervision to the class being described and the type and level of work direction or supervision provided to this class. The section also specifies what type and level of work direction or supervision the class provides to other classes. This assists the reader in defining where the class “fits” in the organization and alludes to possible career advancement opportunities.
Class Characteristics: This can be considered the “editorial” section of the specification, slightly expanding the Definition, clarifying the most important aspects of the class and distinguishing this class from the next higher-level in a class series or from a similar class in a different occupational series.
Examples of Typical Job Functions: This section provides a list of the major and typical duties, intended to define the scope and level of the class and to support the Qualifications, including Knowledge and Skills. This list is meant to be illustrative only. It should be emphasized that the description is a summary document, and that duties change depending upon program requirements, technology, and organizational needs.
Qualifications: This element of the description has several sections:
• A listing of the job-related knowledge and skills required to successfully perform the work. They must be related to the duties and responsibilities of the work and capable of being validated under the Equal Employment Opportunity Commission’s Uniform Guidelines on Selection Procedures. Knowledge (intellectual comprehension) and Abilities (acquired proficiency) should be sufficiently detailed to provide the basis for selection of qualified employees.
• A listing of educational and experience requirements that outline minimum and alternative ways of gaining the knowledge and abilities required for entrance into the selection process. These elements are used as the basic screening technique for job applicants.
• Licenses and/or certifications identify those specifically required in order to perform the work. These certifications are often required by an agency higher than the City (i.e., the State), and can therefore be appropriately included as requirements.
Physical Demands: This section identifies the basic physical abilities required for performance of the work. These are not presented in great detail (although they are more specifically covered for documentation purposes in the PDQs) but are designed to indicate the type of pre-employment physical examination (lifting requirements and other unusual characteristics are included, such as “finger dexterity needed to access, enter, and retrieve data using a computer keyboard”) and to provide an initial basis for determining reasonable accommodation for ADA purposes.
Working Conditions: These can describe certain outside influences and circumstances under which a job is performed; they give employees or job applicants an idea of certain risks involved in the job and what type of protective gear may be necessary to perform the job. Examples are loud noise levels, cold and/or hot temperatures, vibration, confining workspace, chemicals, mechanical and/or electrical hazards, and other job conditions. © 2025 Arthur J. Gallagher & Co. 7
Fair Labor Standards Act
One of the major components of the job analysis and classification review is the determination of each classification’s appropriate Fair Labor Standards Act (FLSA) status, i.e., exempt vs. non-exempt from the FLSA overtime rules and regulations.
As we review position description questionnaires and notes from the interviews, we analyze each classification’s essential functions to determine FLSA status. There are three levels for the determination of the appropriate FLSA status that are utilized and on which we base our recommendations. Below are the steps used for the determination of Exempt FLSA status.
Salary Basis Test: The incumbents in a classification are paid at least $844 per week ($43,888 per year), not subject to reduction due to variations in quantity/quality of work performed.
Exemption Applicability: The incumbents in a classification perform any of the following types of jobs:
• Executive: Employee whose primary duty is to manage the business or a recognized department/entity and who customarily directs the work of two or more employees. This also includes individuals who hire, fire, or make recommendations that carry particular weight regarding employment status. Examples: executive, director, owner, manager, supervisor.
• Administrative: Employee whose primary activities are performing office work or non-manual work on matters of significance relating to the management or business operations of the firm or its customers and which require the exercise of discretion and independent judgment. Examples: coordinator, administrator, analyst, accountant. • Professional: Employee who primarily performs work requiring advanced knowledge/education and which includes consistent exercise of discretion and independent judgment. The advanced knowledge must be in a field of science or learning acquired in a prolonged course of specialized intellectual instruction. Examples:
attorney, physician, statistician, architect, biologist, pharmacist, engineer, teacher. • Computer professional: Employee who primarily performs work as a computer systems analyst, programmer, software engineer or similarly skilled work in the computer field performing a) application of systems analysis techniques and procedures, including consulting with users to determine hardware, software, or system functional specifications; b) design, development, documentation, analysis, creation, testing, or modification of computer systems or programs, including prototypes, based on and related to user or system design specification; or c) design, documentation, testing, creation or modification of computer programs based on and related to user or system design specifications; or a combination of the duties described above, the performance of which requires the same level of skills. Examples: system analyst, database analyst, network architect, software engineer, programmer.
Job Analysis: A thorough job analysis of the job duties must be performed to determine exempt status. An exempt position must pass both the salary basis and duties tests. The job analysis should include:
• Review of the minimum qualifications established for the job; • Review of prior class descriptions, questionnaires, and related documentation; • Confirmation of duty accuracy with management; and
• Review and analysis of workflow, organizational relationships, policies, and other available organizational data.
Non-exempt classifications work within detailed and well-defined sets of rules and regulations, policies, procedures, and practices that must be followed when making decisions. Although the knowledge base required to perform the work may be significant, the framework within which incumbents work is fairly restrictive and finite. (Please note that FLSA does not allow for the consideration of workload and scheduling when it comes to exemption status).
Finally, often a classification performs both non-exempt and exempt duties, so we analyze time spent on each type of duties. If a classification performs mostly non-exempt duties (i.e. more than 50% of his or her time), then the classification would be considered non-exempt.
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Classification Findings and Recommendations
Classification Structure and Allocation Factors
The proposed classification plan provides the City with a systematic classification structure based on the interrelationship between duties performed, the nature and level of responsibilities, and other work-related requirements of the jobs.
A classification plan is not a stable, unchanging entity. Classification plans may be updated and revised by conducting classification studies that are organizational wide (review of the all classifications and positions) or position-specific. The methodology used for both types of studies is the same, as outlined above.
For either type of study, when identifying appropriate placement of new and/or realigned positions within the classification structure, there are general allocation factors to consider. By analyzing these factors, the City will be able to change and grow the organization while maintaining the classification plan.
1. Type and Level of Knowledge and Skill Required
This factor defines the level of job knowledge and skill, including those attained by formal education, technical training, on-the job experience, and required certification or professional registration. The varying levels are as follows:
A. The entry-level into any occupational field
This entry-level knowledge may be attained by obtaining a high school diploma, completing specific technical course work, or obtaining a four-year or advanced college or university degree. Little to no experience is required.
B. The experienced or journey-level (fully competent-level) in any occupational field This knowledge and skill level recognizes a class that is expected to perform the day-to-day functions of the work independently, but with guidelines (written or oral) and supervisory assistance available. This level of knowledge is sufficient to provide on-the-job instruction to a fellow employee or an assistant when functioning in a lead capacity. Certifications may be required for demonstrating possession of the required knowledge and skills.
C. The advanced level in any occupational field
This knowledge and skill level is applied in situations where an employee is required to perform or deal with virtually any job situation that may be encountered. Guidelines may be limited and creative problem solving may be involved. Supervisory knowledge and skills are considered in a separate factor and should not influence any assessment of this factor.
2. Supervisory/Management Responsibility
This factor defines the staff and/or program management responsibility, including short and long-range planning, budget development and administration, resource allocation, policy and procedure development, and supervision and direction of staff.
A. No ongoing direction of staff
The employee is responsible for the performance of his or her own work and may provide side-by-side instruction to a co-worker.
B. Lead direction of staff or program coordination
The employee plans, assigns, directs, and reviews the work of staff performing similar work to that performed by the employee on a day-to-day basis. Training in work procedures is normally involved. If staff direction is not © 2025 Arthur J. Gallagher & Co. 9
involved, the employee must have responsibility for independently coordinating one or more programs or projects on a regular basis.
C. Full first-line supervisor
The employee performs the supervisory duties listed above, and, in addition, makes effective recommendation and/or carries out selection, performance evaluation, and disciplinary procedures. If staff supervision is not involved, the employee must have programmatic responsibility, including development and implementing goals, objectives, policies and procedures, and budget development and administration.
D. Manager
The employee is considered management, often supervising through subordinate levels of supervision. In addition to the responsibilities outlined above, responsibilities include allocating staff and budget resources among competing demands and performing significant program and service delivery planning and evaluation.
This level normally reports to the Department Head.
Department Head
The employee provides administrative direction and oversight for all functions and activities of the assigned department, typically managing department operations through subordinate levels of management. In addition to allocating staff and budget resources, responsibilities include setting departmental policy and directing strategic plans and initiatives to align departmental operations and activities with City-wide strategic goals established by Executive Management and/or the City Council.
E. Executive Management
The employee has total administrative responsibility for the City of Imperial and reports to the City Council.
3. Supervision Received
A. Direct Supervision
Direct supervision is usually received by entry-level employees and trainees, i.e., employees who are new to the organization and/or position they are filling. Initially under close supervision, incumbents learn to apply concepts and work procedures and methods in assigned area of responsibility to resolve problems of moderate scope and complexity. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as they arise. As experience is gained, assignments become more varied and are performed with greater independence.
B. General Supervision
General supervision is usually received by the experienced and journey-level employees, i.e., employees who have been in a position for a period of time and have had the opportunity to be trained and learn most, if not all, duties and responsibilities of the assigned classification. Incumbents are cross-trained to perform the full range of technical work in all of the areas of assignment.
At the experienced-level, positions exercise some independent discretion and judgment in selecting and applying work procedures and methods. Assignments and objectives are set for the employee and established work methods are followed. Incumbents have some flexibility in the selection of steps and timing of work processes.
Journey-level positions receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of assigned projects, programs, and team(s).
Assignments are given with general guidelines and incumbents are responsible for establishing objectives, timelines, and methods to deliver work products. Work is typically reviewed upon completion for soundness, appropriateness, and conformity to policy and requirements, and the methodology used in arriving at the end results are not reviewed in detail.
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C. General Direction
General direction is usually received by senior level or management positions. Work assignments are typically given as broad, conceptual ideas and directives and incumbents are accountable for overall results and responsible for developing guidelines, action plans, and methods to produce deliverables on time and within budget.
D. Administrative and Policy Direction
Administrative direction is usually received by executive management classifications. The incumbent is accountable for accomplishing City of Imperial-wide planning and operational goals and objectives within legal and general policy and regulatory guidelines. The incumbent is responsible for the efficient and economical performance of the organization’s operations.
4. Problem Solving
This factor involves analyzing, evaluating, reasoning, and creative thinking requirements. In a work environment, not only the breadth and variety of problems are considered, but also guidelines, such as supervision, policies, procedures, laws, regulations, and standards available to the employee.
A. Structured problem solving
Employees learn to apply concepts and work procedures and methods in assigned area of responsibility and to resolve problems and issues that are specific, less complex, and/or repetitive. Exceptions or changes in procedures are explained in detail as they arise.
B. Independent, guided problem solving
Work situations require making independent decisions among a variety of alternatives; however, policies, procedures, standards, and regulations and/or management are available to guide the employee towards problem resolution.
C. Application of discriminating choices
Work situations require independent judgment and decision-making authority when identifying, evaluating, adapting, and applying appropriate concepts, guidelines, references, laws, regulations, policies, and procedures to resolve diverse and complex problems and issues.
D. Creative, evaluative, or critical thinking
The work involves a high-level of problem-solving requiring analysis of unique issues or increasingly complex problems without precedent and/or structure and formulating, presenting, and implementing strategies and recommendations for resolution.
5. Authority for Making Decisions and Taking Action
This factor describes the degree to which employees have the freedom to take action within their job. The variety and frequency of action and decisions, the availability of policies, procedures, laws, and supervisory or managerial guidance, and the consequence or impact of such decisions are considered within this factor.
A. Direct, limited work responsibility
The employee is responsible for the successful performance of his or her own work with little latitude for discretion or decision-making. Work is usually supervised while in progress and fits an established structure or pattern. Direct supervision is readily available.
B. Decision-making within guidelines
The employee is responsible for the successful performance of their own work, but able to prioritize and determine methods of work performance within general guidelines. Supervision is available, although the © 2025 Arthur J. Gallagher & Co. 11
employee is expected to perform independently on a day-to-day basis. Emergency or unusual situations may occur but are handled within procedures and rules. Impact of decisions is normally limited to the work unit, project, or program to which assigned.
C. Independent action with focus on work achieved
The employee receives assignments in terms of long-term objectives, rather than day-to-day or weekly timeframes. Broad policies and procedures are provided, but the employee has latitude for choosing techniques and deploying staff and material resources. Impact of decisions may have significant program or City of Imperialwide service delivery and/or budgetary impact.
D. Decisions made within general policy or elected official guidance The employee is subject only to the policy guidance of elected officials and/or broad regulatory or legal constraints. The ultimate authority for achieving the goals and objectives of the City of Imperial are with this employee.
6. Interaction with Others
This factor includes the nature and purpose of contacts with others, from simple exchanges of factual information to the negotiation of difficult issues. It also considers with whom the contacts are made, from co-workers and the public to elected or appointed public officials.
A. Exchange of factual information
The employee is expected to use ordinary business courtesy to exchange factual information with co-workers and the public. Strained situations may occasionally occur, but the responsibilities are normally not confrontational.
B. Interpretation and explanation of policies and procedures The employee is required to interpret policies and procedures, apply and explain them, and influence the public or others to abide by them. Problems may need to be defined and clarified and individuals contacted may be upset or unreasonable. Contacts may also be made with individuals at all levels throughout the City of Imperial.
C. Influencing individuals or groups
The employee is required to interpret laws, policies, and procedures to individuals who may be confrontational or to deal with members of professional, business, community, or other groups or regulatory agencies as a representative of the City of Imperial.
D. Negotiation with organizations from a position of authority The employee often deals with the City Council, elected officials, government agencies, and other outside agencies, and the public to advance and represent the priorities and interests of the City, provide policy direction, and/or negotiate solutions to difficult problems.
7. Working Conditions/Physical Demands
This factor includes specific physical, situational, and other factors that influence the employee’s working situation.
A. Normal office or similar setting
The work is performed in a normal office or similar setting during regular office hours (occasional overtime may be required but compensated for). Responsibilities include meeting standard deadlines, using office and related equipment, lifting materials weighing up to 25 pounds, and communicating with others in a generally nonstressful manner.
B. Varied working conditions with some physical or emotional demands © 2025 Arthur J. Gallagher & Co. 12
The work is normally performed indoors, but may have some exposure to noise, heat, weather, or other uncomfortable conditions. Stand-by, call back, or regular overtime may be required. The employee may have to meet frequent deadlines, work extended hours, and maintain attention to detail at a computer or other machinery, deal with difficult people, or regularly perform moderate physical activity.
C. Difficult working conditions and/or physical demands The work has distinct and regular difficult demands. Shift work (24-7 or rotating) may be required; there may be exposure to hazardous materials or conditions; the employee may be subject to regular emergency callback and extended shifts; and/or the work may require extraordinary physical demands.
Based on the above factors, in the maintenance of the classification plan when an employee is assigned an additional duty or responsibility and requests a change in classification, it is reasonable to ask:
• What additional knowledge and skills are required to perform the duty? • How does one gain this additional knowledge and skills – through extended training, through a short-term seminar, through on-the-job experience?
• Does this duty or responsibility require new or additional supervisory responsibilities? • Is there a greater variety of or are there more complex problems that need to be solved as a result of the new duty?
• Does the employee have to make a greater variety of or more difficult decisions as a result of this new duty? • Are the impacts of decisions greater because of this new duty (effects on staff, budget, City-wide activities, and/or relations with other agencies)?
• Are guidelines, policies, and/or procedures provided to the employee for the performance of this new duty? • Is the employee interacting with internal and external stakeholders others more frequently or for a different purpose as a result of this new assignment?
• Have the working or physical conditions of the job changed as a result of this new assignment? The analysis of the factors outlined above, as well as the answers to these questions, were used to determine recommended classifications for all City employees. The factors above will also help to guide the placement of specific positions to the existing classification structure and/or revision of entire classification structure in the future.
Classification Allocation Recommendations
All class descriptions were updated in order to ensure that the format is consistent, and that the duties and responsibilities are current and properly reflect the required knowledge, abilities, and skills.
When evaluating the allocation of positions, the focus is on assigned job duties and the job-related requirements for successful performance, not on individual employee capabilities or amount of work performed. Positions are evaluated and classified on the basis of such factors as knowledge and skill required to perform the work, the complexity of the work, the authority delegated to make decisions and take action, the responsibility for the work of others and/or for budget expenditures, contacts with others (both inside and outside of the organization), the impact of the position on the organization, and working conditions.
Furthermore, it is necessary to: (i) identify the duties that the incumbents are currently being required to perform; (ii) determine if those duties are captured in the current classification description; and (iii) identify the percentage of duties being performed, if any, which are outside of the current classification.
Title Change
One change in the classification plan, as noted above, was the title change for 38 classifications.
Table 1. Title Change Recommendations
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Current Classification Title Proposed Classification Title Accounting Assistant II Accounting Assistant
Accounting Assistant III Accounting Assistant
Police Chief's Administrative Assistant Administrative Assistant Public Records Analyst Assistant City Clerk
Code Enforcement Inspector Code Enforcement Inspector II Community Development Technician Community Development Technician II Engineering Technician/Inspector Construction Project Coordinator Project Manager Construction Project Manager
Criminal Analyst Crime Analyst
Maintenance Electrician Electrician
Building Service Worker Facilities Maintenance Worker
Administrative Services Director Finance Director
GIS Coordinator GIS Analyst
GIS Project Manager GIS Program Manager
Information Technology Technician III – some incumbents Information Technology Technician II Literacy Coordinator Library Grant Coordinator
Lifeguard/Recreation Leader I (LG) – all incumbents Lifeguard Lifeguard/Recreation Leader II (Rec) – all incumbents Lifeguard/Swim Instructor Lifeguard/Recreation Leader II (LG) – all incumbents Lifeguard/Swim Instructor Literacy Coordinator Literacy Coordinator I
Literacy Coordinator Literacy Coordinator II
Information Technology Technician III – 1 incumbent Network Specialist Organic Waste Monitor Organic Waste Specialist
General Maintenance Worker I – all incumbents Public Services Maintenance Worker I General Maintenance Worker II – all incumbents Public Services Maintenance Worker II Recreation Specialist – multiple incumbents Recreation and Event Specialist I/II Recreation Specialist Recreation and Event Specialist II Special Events Coordinator Recreation and Special Events Coordinator Recreation Coordinator Recreation and Special Events Coordinator Lifeguard/Recreation Leader I (Rec) – all incumbents Recreation Leader I Lead Equipment Mechanic Senior Equipment Mechanic
Lifeguard/Recreation Leader III (Rec) – all incumbents Senior Lifeguard/Swim Instructor Lifeguard/Recreation Leader III (LG) – all incumbents Senior Lifeguard/Swim Instructor Crew Leader Senior Public Services Maintenance Worker
Wastewater Plant Operator I – all incumbents Wastewater Treatment Plant Operator I Wastewater Plant Operator II Wastewater Treatment Plant Operator II Distribution Utility Worker I Water Meter/Distribution Operator I Distribution Utility Worker II Water Meter/Distribution Operator II Title changes are recommended to reflect the level and scope more clearly being performed, to consolidate work into broader categories that could be used City-wide, as well as establish consistency with the labor market and industry standards. Any compensation recommendations (detailed in Volume II) are not dependent upon a new title, but upon © 2025 Arthur J. Gallagher & Co. 14
the market value as defined by job scope, level and responsibilities, and the qualifications required for successful job performance. All recommended position allocations in Appendix I.
Reclassification
Reclassification recommendations are made for positions that are working out of class due to level and scope of work and/or job functions that have been added to or removed from those positions over time.
The study resulted in 29 incumbents, allocated to 25 classifications, to be reclassified, as noted in the table below.
These recommendations are based on the individual positions interviewed. Not every incumbent in the current classification is recommended for a reclassification.
Table 2. Reclassification Recommendations
Current Classification Title Proposed Classification Title Financial Analyst Accounting Technician
Administrative Assistant Administrative Specialist
Police Services Officer I Animal Control Officer
Building Inspector I Building Inspector II
General Maintenance Worker III – 1 incumbent Collection System Worker II Human Resources Manager Human Resources and Risk Management Director General Maintenance Technician – 1 incumbent HVAC/Electrical Technician Library Assistant I – 2 incumbents Library Clerk
Library Administrator Library Manager
Library Assistant Library Page
Library Page Library Support Services Worker
Park Maintenance Worker III – 2 incumbents Park Maintenance Worker II Crew Leader Parks Maintenance Coordinator
Police Services Officer III – 2 incumbents Police Services Officer II Administrative Assistant Project Coordinator
Police Services Officer III Property and Evidence Technician Public Services Foreman – 1 incumbent Public Services Supervisor Planner I Senior Planner
Wastewater Plant Operator III Senior Wastewater Treatment Plant Operator Accounting Assistant III Utility Billing Technician
General Maintenance Worker III – 1 incumbent Utility Maintenance Worker I General Maintenance Worker III – 2 incumbents Utility Maintenance Worker II General Maintenance Worker III Wastewater Operator in Training General Maintenance Worker II Water Operator in Training General Maintenance Worker III Water Operator in Training New Classifications
To accommodate changes in organizational structure and responsibilities, the City of Imperial requested the development of new classifications, including: Accountant, Assistant Planner, Associate Planner, Building Inspector I, Building Official, Collection System Worker I, Code Enforcement Inspector I, Community Development Technician I, Engineering Technician I/II, Finance Supervisor, Fleet & Facilities Supervisor, Information Technology Technician I, Library Assistant, Network Specialist, Purchasing Technician, Senior Collection System Worker, Senior Park © 2025 Arthur J. Gallagher & Co. 15
Maintenance Worker, Senior Recreation and Event Specialist, Senior Water Meter/Distribution Operator, Senior Water Treatment Plant Operator, and Wastewater Treatment Plant Operator III.
Conclusion
The revised classification descriptions serve as a general description of the work performed and provide a framework of the expectations of each position for the employee. Requests for the addition of new positions and classifications and/or reclassification of an existing position should follow established City policies and procedures. Any decisions related to the addition of new positions and classifications, reclassification of an existing position, and promotion of an existing position will depend on the needs and resources of the City and the availability of work, as well as the ability of existing positions to meet the qualifications of and perform the duties of the higher-level class.
Finally, as mentioned previously, a classification plan is not a static, unchanging entity. The classification plan should be reviewed on a regular, on-going basis and may be amended or revised as required.
It has been a pleasure working with City on this critical project. Please do not hesitate to contact us if we can provide any additional information or clarification regarding this report.
Respectfully submitted by,
Gallagher, Formerly Koff & Associates
Mike Harary
Mike Harary
Project Manager
© 2025 Arthur J. Gallagher & Co. 1
Appendix I
Recommended Position Allocations
© 2025 Arthur J. Gallagher & Co.
City of Imperial
Classification Study Final Allocation Listing
December 2024
PDQ?
Yes/No Last Name, First Name Department Division Current Title Recommended Title Action Rationale No Future Use City Manager's Administrative Offices Finance Department N/A Accountant New Class City wishes to create a new class for future use.
No Vacant Funded City Manager's Administrative Offices Finance Department Accounting Assistant III Accounting Assistant I/II Title Change No PDQ received. Classify same as peers.
Yes Magallanes, Emery City Manager's Administrative Offices Finance Department Accounting Assistant II Accounting Assistant II Title Change Title change to reflect consistency with class concepts.
Yes Quinones, Yaneth City Manager's Administrative Offices Finance Department Accounting Technician Accounting Technician No Change Position is properly classified.
Yes Vacant Funded City Manager's Administrative Offices Finance Department Financial Analyst Accounting Technician Reclassification Reclassify to reflect body of work performed.
Yes Ulloa, Alissa City Manager's Administrative Offices Information Technology Administrative Assistant Administrative Assistant Reclassification City independently recommends reclassification based on the demonstrated body of work performed by this position.
Yes Osuna, Aimee City Manager's Administrative Offices City Clerk Public Records Analyst Assistant City Clerk Title Change Title change to reflect body of work performed.
Yes Guerrero, Jenelll City Manager's Administrative Offices City Manager's Office Assistant to the City Manager Assistant to the City Manager No Change Position is properly classified.
No Mortita, Dennis City Manager's Administrative Offices City Manager's Office City Manager City Manager No Change Position is properly classified.
Yes Mejorado, Olivia City Manager's Administrative Offices City Manager's Office Executive Assistant Management Analyst Reclassification City independently recommends reclassification based on the demonstrated body of work performed by this position.
Yes Victor Manriquez City Manager's Administrative Offices Finance Department Administrative Services Director Finance Director Title Change Title change to reflect body of work performed.
Yes Quintana, Diana City Manager's Administrative Offices Finance Department Finance Manager Finance Manager No Change Position is properly classified.
No Future Use City Manager's Administrative Offices Finance Department N/A Finance Supervisor New Class City wishes to create a new class for future use.
Yes Vacant Funded City Manager's Administrative Offices Information Technology GIS Coordinator GIS Analyst Title Change Title change to reflect industry standards.
Yes Vacant Funded City Manager's Administrative Offices Information Technology GIS Project Manager GIS Program Manager Title Change Title change to reflect industry standards.
Yes Ferrell, Alyssa City Manager's Administrative Offices Human Resources Human Resources Analyst Human Resources Analyst No Change Position is properly classified.
Yes Smith, Kristen City Manager's Administrative Offices Human Resources Human Resources Manager Human Resources and Risk Management Director Reclassification Reclassify to reflect body of work performed.
Yes Zamudio, Adriana City Manager's Administrative Offices Human Resources Human Resources Specialist Human Resources Specialist No Change Position is properly classified.
Yes Estrada, Ramon Alejandro City Manager's Administrative Offices Information Technology Information Technology Director Information Technology Director No Change Position is properly classified.
No Future Use City Manager's Administrative Offices Information Technology N/A Information Technology Technician I New Class City wishes to create a new class for future use.
Yes Anguiano, Luis City Manager's Administrative Offices Information Technology Information Technology Technician III Information Technology Technician II Title Change Title change to reflect work performed and industry standard.
Yes Quero, Erick City Manager's Administrative Offices Information Technology Information Technology Technician III Network Specialist Title Change Title change to reflect work performed and industry standard.
No Future Use City Manager's Administrative Offices Finance Department N/A Purchasing Technician New Class City wishes to create a new class for future use.
Yes Redfern, Sandra City Manager's Administrative Offices Finance Department Accounting Assistant III Utility Billing Technician Reclassification Reclassify to reflect body of work performed.
City of Imperial
Classification Study Final Allocation Listing
December 2024
PDQ?
Yes/No Last Name, First Name Department Division Current Title Recommended Title Action Rationale No Future Use Community Development Planning N/A Assistant Planner New Class City wishes to create a new class for future use.
No Future Use Community Development Planning N/A Associate Planner New Class City wishes to create a new class for future use.
No Future Use Community Development Building & Safety N/A Building Inspector I New Class City wishes to create a new class for future use.
Yes Cole, Cody Community Development Building & Safety Building Inspector I Building Inspector II Reclassification Reclassify to reflect journey level work performed.
No Future Use Community Development Building & Safety N/A Building Official New Class City wishes to create a new class for future use. Will oversee Building & Code sections.
No Future Use Community Development Code Enforcement N/A Code Enforcement Inspector I New Class City wishes to create a new class for future use.
Yes Ramirez, David Community Development Code Enforcement Code Enforcement Inspector Code Enforcement Inspector II Title Change Title change to reflect consistency with class concepts.
Yes Mora, Othon Community Development Community Development Community Development Director Community Development Director No Change Position is properly classified.
No Future Use Community Development Community Development N/A Community Development Technician I New Class City wishes to create a new class for future use.
Yes Galindo, Lorena Community Development Building & Safety Community Development Technician Community Development Technician II Title Change Title change to reflect consistency with class concepts.
Yes Williams, Fernando L. Community Development Engineering Engineering Technician/Inspector Construction Project Coordinator Title Change Title change to reflect body of work performed.
Yes Villegas, Jesus Community Development Engineering Project Manager Construction Project Manager Title Change Title change to reflect body of work performed.
No Future Use Community Development Community Development N/A Engineering Technician I/II New Class City wishes to create a new class for future use.
Yes Flores, Ariel Community Development Code Enforcement Organic Waste Monitor Organic Waste Specialist Title Change Title change to reflect body of work performed.
Yes Banales, Carla Community Development Engineering Administrative Assistant Project Coordinator Reclassification Reclassify to reflect body of work performed.
Yes Cordero, Yvonne Community Development Planning Planner I Senior Planner Reclassification The City alternately recommends reclassifying the position to Associate Planner to reflect journey level work performed.
City of Imperial
Classification Study Final Allocation Listing
December 2024
PDQ?
Yes/No Last Name, First Name Department Division Current Title Recommended Title Action Rationale Yes Wolfe, Kathryn Library Services Library Department Librarian Librarian No Change Position is properly classified.
No Future Use Library Services Library Department N/A Library Assistant New Class City wishes to create a new class for future use.
Yes Samaniego, Julia Library Services Library Department Library Assistant I Library Clerk Reclassification Reclassify to reflect body of work performed.
Yes De Dios, Robert Library Services Library Department Library Assistant I Library Clerk Reclassification Reclassify to reflect body of work performed.
Yes Luevano, Elizabeth Library Services Literacy Program Department Literacy Coordinator Library Grant Coordinator Title Change Title change to reflect body of work performed.
Yes Haller, Ember Library Services Library Department Library Administrator Library Manager Reclassification Reclassify to reflect body of work performed.
No Vacant Funded Library Services Library Department Library Assistant Library Page Reclassification Reclassify to reflect body of work performed.
Yes Gonzalez, Emmanuel Library Services Library Department Library Page Library Support Services Worker Reclassification Reclassify to reflect body of work performed.
Yes Quihuis, Genesis Library Services Library Department Library Technician Library Technician No Change Position is properly classified.
Yes Diaz, Mariam Library Services Literacy Program Department Literacy Coordinator Literacy Coordinator No Change Position is properly classified.
Yes Reyes, Monica Library Services Literacy Program Department Literacy Coordinator Literacy Coordinator No Change Position is properly classified.
City of Imperial
Classification Study Final Allocation Listing
December 2024
PDQ?
Yes/No Last Name, First Name Department Division Current Title Recommended Title Action Rationale Yes Sanchez, Stephanie Parks and Recreation Parks and Recreation Administrative Assistant Administrative Specialist Reclassification Reclassify to reflect complexity of work.
No Amparano, Kaden Parks and Recreation Summer Programs - Pool Lifeguard/Recreation Leader I (LG) Lifeguard Title Change Title change to reflect body of work performed.
No Duenas, Dulce Parks and Recreation Summer Programs - Pool Lifeguard/Recreation Leader I (LG) Lifeguard Title Change Title change to reflect body of work performed.
No Graham, Angelique Parks and Recreation Summer Programs - Pool Lifeguard/Recreation Leader I (LG) Lifeguard Title Change Title change to reflect body of work performed.
No Karakoc, Mustafa Parks and Recreation Summer Programs - Pool Lifeguard/Recreation Leader I (LG) Lifeguard Title Change Title change to reflect body of work performed.
No Morales, Kaydence Parks and Recreation Summer Programs - Pool Lifeguard/Recreation Leader I (LG) Lifeguard Title Change Title change to reflect body of work performed.
No Ortega, Daniel Parks and Recreation Summer Programs - Pool Lifeguard/Recreation Leader I (LG) Lifeguard Title Change Title change to reflect body of work performed.
No Rivera, Anthony Parks and Recreation Summer Programs - Pool Lifeguard/Recreation Leader I (LG) Lifeguard Title Change Title change to reflect body of work performed.
No Campos, Kaylee Parks and Recreation Summer Programs - Recreation Lifeguard/Recreation Leader II (Rec) Lifeguard/Swim Instructor Title Change Title change to reflect body of work performed.
No Curiel, Brendon Parks and Recreation Summer Programs - Pool Lifeguard/Recreation Leader II (LG) Lifeguard/Swim Instructor Title Change Title change to reflect body of work performed.
No Holbrook, Samuel Parks and Recreation Summer Programs - Pool Lifeguard/Recreation Leader II (LG) Lifeguard/Swim Instructor Title Change Title change to reflect body of work performed.
No Ortega, Arely Parks and Recreation Summer Programs - Recreation Lifeguard/Recreation Leader II (Rec) Lifeguard/Swim Instructor Title Change Title change to reflect body of work performed.
No Sundahl, Edward Parks and Recreation Summer Programs - Recreation Lifeguard/Recreation Leader II (Rec) Lifeguard/Swim Instructor Title Change Title change to reflect body of work performed.
No Becerra, Carlos Parks and Recreation Parks Department Park Maintenance Worker I Park Maintenance Worker I No Change Position is properly classified.
No Bueno, Jose Parks and Recreation Parks Department Park Maintenance Worker I Park Maintenance Worker I No Change Position is properly classified.
No Cordova, Luis Parks and Recreation Parks Department Park Maintenance Worker I Park Maintenance Worker I No Change Position is properly classified.
No Perdomo, Adrian Parks and Recreation Parks Department Park Maintenance Worker I Park Maintenance Worker I No Change Position is properly classified.
No De La Vera, Jose Parks and Recreation Parks Department Park Maintenance Worker II Park Maintenance Worker II No Change Position is properly classified.
No Gray, Matthew Parks and Recreation Parks Department Park Maintenance Worker II Park Maintenance Worker II No Change Position is properly classified.
No Matejovsky, Jason Parks and Recreation Parks Department Park Maintenance Worker II Park Maintenance Worker II No Change Position is properly classified.
No Rabb, Samuel Parks and Recreation Parks Department Park Maintenance Worker II Park Maintenance Worker II No Change Position is properly classified.
No Amador, Jesus Parks and Recreation Parks Department Park Maintenance Worker III Park Maintenance Worker II Reclassification Reclassify to reflect journey level work performed. City reclassified incumbent during course of Class Study.
No La Cuesta, Jaime Parks and Recreation Parks Department Park Maintenance Worker III Park Maintenance Worker II Reclassification Reclassify to reflect journey level work performed. City reclassified incumbent during course of Class Study.
Yes Lopez, Anthony Parks and Recreation Parks and Recreation Parks and Recreation Director Parks and Recreation Director No Change Position is properly classified.
Yes Campas, Sergio Parks and Recreation Parks Department Crew Leader Parks Maintenance Coordinator Reclassification Reclassify to reflect body of work performed.
No Vacant Funded Parks and Recreation Recreation Services and Special Events Recreation Specialist Recreation and Event Specialist I/II Title Change Title change to reflect body of work performed.
City of Imperial
Classification Study Final Allocation Listing
December 2024
PDQ?
Yes/No Last Name, First Name Department Division Current Title Recommended Title Action Rationale No Vacant Funded Parks and Recreation Recreation Services and Special Events Recreation Specialist Recreation and Event Specialist I/II Title Change Title change to reflect body of work performed.
Yes Torres, Martin Parks and Recreation Recreation Services and Special Events Recreation Specialist Recreation and Event Specialist II Title Change Title changedto reflect body of work performed.
Yes Amparano, Nancy Parks and Recreation Recreation Services and Special Events Special Events Coordinator Recreation and Special Events Coordinator Title Change Title change to reflect body of work performed.
Yes Topete, Victoria (Ceballos) Parks and Recreation Recreation Services and Special Events Recreation Coordinator Recreation and Special Events Coordinator Title Change Title change to reflect body of work performed.
No Brinnon, Drew Parks and Recreation Summer Programs - Recreation Lifeguard/Recreation Leader I (Rec) Recreation Leader I Title Change Title change to reflect body of work performed.
No Calderon, Angel Parks and Recreation Summer Programs - Recreation Lifeguard/Recreation Leader I (Rec) Recreation Leader I Title Change Title change to reflect body of work performed.
No Paez, Joselyn Parks and Recreation Summer Programs - Recreation Lifeguard/Recreation Leader I (Rec) Recreation Leader I Title Change Title change to reflect body of work performed.
No Quinones, Gabrielle Parks and Recreation Summer Programs - Recreation Lifeguard/Recreation Leader I (Rec) Recreation Leader I Title Change Title change to reflect body of work performed.
No Ramirez, Julyanna Parks and Recreation Summer Programs - Recreation Lifeguard/Recreation Leader I (Rec) Recreation Leader I Title Change Title change to reflect body of work performed.
No Tirado, Arlett Parks and Recreation Summer Programs - Recreation Lifeguard/Recreation Leader I (Rec) Recreation Leader I Title Change Title change to reflect body of work performed.
No Bedolla, Jared Parks and Recreation Summer Programs - Recreation Lifeguard/Recreation Leader I (Rec) Recreation Leader I Title Change Title change to reflect body of work performed.
No Amparano, Kailee Parks and Recreation Summer Programs - Recreation Lifeguard/Recreation Leader III (Rec) Senior Lifeguard/Swim Instructor Title Change Title change to reflect industry standards.
No Ellison, Haidyn Parks and Recreation Summer Programs - Pool Lifeguard/Recreation Leader III (LG) Senior Lifeguard/Swim Instructor Title Change Title change to reflect body of work performed.
No Gomez, Cheney Parks and Recreation Summer Programs - Pool Lifeguard/Recreation Leader III (LG) Senior Lifeguard/Swim Instructor Title Change Title change to reflect body of work performed.
No Holbrook, Addison Parks and Recreation Summer Programs - Pool Lifeguard/Recreation Leader III (LG) Senior Lifeguard/Swim Instructor Title Change Title change to reflect body of work performed.
No Landeros, Alejandra Parks and Recreation Summer Programs - Pool Lifeguard/Recreation Leader III (LG) Senior Lifeguard/Swim Instructor Title Change Title change to reflect body of work performed.
No Future Use Parks and Recreation Parks Department N/A Senior Park Maintenance Worker New Class City wishes to create a new class for future use.
No Future Use Parks and Recreation Recreation Services and Special Events N/A Senior Recreation and Event Specialist New Class City wishes to create a new class for future use.
No Espino, Viviana Parks and Recreation Summer Programs - Recreation Lifeguard/Recreation Leader III (Rec) Senior Recreation Leader Title Change Title change to reflect industry standards.
No Ortega, Giselle Parks and Recreation Summer Programs - Recreation Lifeguard/Recreation Leader III (Rec) Senior Recreation Leader Title Change Title change to reflect industry standards.
City of Imperial
Classification Study Final Allocation Listing
December 2024
PDQ?
Yes/No Last Name, First Name Department Division Current Title Recommended Title Action Rationale Yes Vacant Funded Police Police Police Chief's Administrative Assistant Administrative Assistant Title Change Title change to reflect body of work performed.
No Alvarez, Stephanie Police Records Police Services Officer I Animal Control Officer Reclassification No PDQ received. Allocate based on current JD.
No Vacant Funded Police Police Chief of Police Chief of Police No Change Position is properly classified.
Yes Ibarra, Caroline Police Coordination Center Criminal Analyst Crime Analyst Title Change Title change to reflect industry standards.
Yes Sheffield, Max Police Patrol Police Captain Police Captain No Change Position is properly classified.
Yes Martinez, Robert Police Police Police Corporal Police Corporal No Change Position is properly classified.
No Vacant Funded Police Patrol Police Corporal Police Corporal No Change Position vacant.
Yes Amaya, Ana Police Patrol Police Officer Police Officer No Change Position is properly classified.
No Ayala, Octavio Police Patrol (SRO (School Resource Officer)) Police Officer Police Officer No Change No PDQ received. Classify same as peers.
No Bustamante, Emily Police Patrol Police Officer Police Officer No Change No PDQ received. Classify same as peers.
Yes Chiriboga Villacis, Andrea Police Patrol Police Officer Police Officer No Change Position is properly classified.
No Corona, Erik Police Investigations Police Officer Police Officer No Change No PDQ received. Classify same as peers.
No Cortez, Michael Police Patrol Police Officer Police Officer No Change No PDQ received. Classify same as peers.
Yes Fierro-Gonzalez, Carmen Police Patrol Police Officer Police Officer No Change Position is properly classified.
No Janosz, Mark Police Patrol Police Officer Police Officer No Change No PDQ received. Classify same as peers.
No Reyes, Eladio Police Investigations Police Officer Police Officer No Change No PDQ received. Classify same as peers.
Yes Salazar Jr., Dario Police Patrol Police Officer Police Officer No Change Position is properly classified.
No Stiff, Andrea Police Patrol Police Officer Police Officer No Change No PDQ received. Classify same as peers.
No Torres, Christian Police Patrol Police Officer Police Officer No Change No PDQ received. Classify same as peers.
No Vacant Funded Police Investigations Police Officer Police Officer No Change Position vacant.
No Vacant Funded Police Patrol Police Officer Police Officer No Change Position vacant.
No Caldwell, Deanna Police Patrol Police Sergeant Police Sergeant No Change No PDQ received. Classify same as peers.
Yes Hernandez, Alberto Police Patrol Police Sergeant Police Sergeant No Change Position is properly classified.
Yes Rubio, Albert Police Patrol Police Sergeant Police Sergeant No Change Position is properly classified.
City of Imperial
Classification Study Final Allocation Listing
December 2024
PDQ?
Yes/No Last Name, First Name Department Division Current Title Recommended Title Action Rationale Yes Schaffer, Jeremy Police Patrol Police Sergeant Police Sergeant No Change Position is properly classified.
No Valenzuela, Albert Police Investigations Police Sergeant Police Sergeant No Change No PDQ received. Classify same as peers.
Yes Frazier, Gissell Police Records Police Services Officer III Police Services Officer II Reclassification Reclassify to reflect journey level work performed.
Yes Harmon, Damon Police Records Police Services Officer III Police Services Officer II Reclassification Reclassify to reflect journey level work performed.
Yes Murillo, Moises Police Records Police Services Officer III Property and Evidence Technician Reclassification Reclassify to reflect body of work performed.
City of Imperial
Classification Study Final Allocation Listing
December 2024
PDQ?
Yes/No Last Name, First Name Department Division Current Title Recommended Title Action Rationale No Future Use Public Services Wastewater N/A Collection System Worker I New Class City wishes to create a new class for future use.
Yes Sanchez, Fabian Public Services Wastewater General Maintenance Worker III Collection System Worker II Reclassification Reclassify to reflect body of work performed.
Yes Arreola, Rudy Public Services Building & Facility Maintenance Maintenance Electrician Electrician Title Change Title change to reflect industry standards.
No Camarillo, Juan Public Services Fleet Department Equipment Mechanic Equipment Mechanic No Change No PDQ received. Allocate based on current JD.
Yes Lankford, Michael Public Services Building & Facility Maintenance Building Service Worker Facilities Maintenance Worker Title Change Title change to reflect industry standards.
No Future Use Public Services Fleet Department N/A Fleet & Facilities Supervisor New Class City wishes to create a new class for future use.
Yes Burch, Cody Public Services Building & Facility Maintenance General Maintenance Technician I HVAC/Electrical Technician Reclassification Reclassify to reflect body of work performed.
Yes Solorzano, Jisela Public Services Public Services Management Analyst Management Analyst No Change Position is properly classified.
Yes Loper, Jackie Public Services Public Services Public Services Director Public Services Director No Change Position is properly classified.
Yes Aguiar, Francisco Public Services Shop & Streets Department General Maintenance Worker I Public Services Maintenance Worker I Title Change Title change to reflect industry standards.
Yes Aguilera, Jose Public Services Shop & Streets Department General Maintenance Worker I Public Services Maintenance Worker I Title Change Title change to reflect industry standards.
No Trujillo, Ricardo Public Services Shop & Streets Department General Maintenance Worker I Public Services Maintenance Worker I Title Change No PDQ received. Classify same as peers.
No Zepada, Anthony Public Services Shop & Streets Department General Maintenance Worker I Public Services Maintenance Worker I Title Change No PDQ received. Classify same as peers.
No Rodriguez, Alejandro Public Services Shop & Streets Department General Maintenance Worker II Public Services Maintenance Worker II Title Change No PDQ received. Allocate based on current JD.
Yes Vacant Funded Public Services Public Services Public Services Manager Public Services Manager No Change No PDQ received. Allocate based on current JD.
Yes Gonzalez, Isaiah Public Services Shop & Streets Department Public Services Foreman Public Services Supervisor Reclassification Reclassify to reflect supervision responsibilities.
No Future Use Public Services Wastewater N/A Senior Collection System Worker New Class City wishes to create a new class for future use.
Yes Cardenas, Gustavo A. Public Services Fleet Department Lead Equipment Mechanic Senior Equipment Mechanic Title Change Title change to reflect industry standards.
Yes Mercado, Anthony Public Services Public Services Crew Leader Senior Public Services Maintenance Worker Title Change Title change to reflect industry standards.
Yes Schneider, Clifford Public Services Wastewater Wastewater Plant Operator III Senior Wastewater Treatment Plant Operator Reclassification Reclassify to reflect lead responsibilities.
No Future Use Public Services Water Treatment Plant Department N/A Senior Water Meter/Distribution Operator New Class City wishes to create a new class for future use.
No Future Use Public Services Water Treatment Plant N/A Senior Water Treatment Plant Operator New Class City wishes to create a new class for future use.
Yes Barraza, Hector Public Services Public Services General Maintenance Worker III Utility Maintenance Worker I Reclassification Reclassify to reflect body of work performed.
Yes Cardenas, Gustavo C. Public Services Public Services General Maintenance Worker III Utility Maintenance Worker II Reclassification Reclassify to reflect body of work performed.
Yes Luna, Cesar Public Services Public Services General Maintenance Worker III Utility Maintenance Worker II Reclassification Reclassify to reflect body of work performed.
Yes Felix, Christian Public Services Wastewater General Maintenance Worker III Wastewater Operator in Training Reclassification Recommed City consider budgeting this position at the full journey (i.e., Operator II) level, and "UNDERFILL" with incumbent who doesn't yet qualify as a journey level employee Incumbent is currently serving
City of Imperial
Classification Study Final Allocation Listing
December 2024
PDQ?
Yes/No Last Name, First Name Department Division Current Title Recommended Title Action Rationale Yes Kemp, Christopher Public Services Wastewater Wastewater Plant Chief Operator Wastewater Plant Chief Operator No Change Position is properly classified.
Yes Fierro, Victor Public Services Wastewater Wastewater Plant Operator I Wastewater Treatment Plant Operator I Title Change Title change to reflect industry standards.
Yes Servin, Jose Public Services Wastewater Wastewater Plant Operator I Wastewater Treatment Plant Operator I Title Change Title change to reflect industry standards.
Yes Carpenter, Adam Public Services Wastewater Wastewater Plant Operator II Wastewater Treatment Plant Operator II Title Change Title change to reflect industry standards.
No Future Use Public Services Wastewater N/A Wastewater Treatment Plant Operator III New Class City wishes to create a new class for future use.
Yes Ruiz, Jorge Public Services Water Treatment Plant Department Distribution Utility Worker I Water Meter/Distribution Operator I Title Change Title change to reflect body of work performed.
Yes Bentley, James Public Services Water Treatment Plant Department Distribution Utility Worker II Water Meter/Distribution Operator II Title Change Title change to reflect body of work performed.
Yes Gonzalez, Frank Public Services Water Treatment Plant General Maintenance Worker III Water Operator In Training Reclassification Recommed City consider budgeting this position at the full journey (i.e., Operator II) level, and "UNDERFILL" with incumbent who doesn't yet qualify as a journey level employee
Yes Renteria, Javier Public Services Water Treatment Plant General Maintenance Worker II Water Operator In Training Reclassification Recommed City consider budgeting this position at the full journey (i.e., Operator II) level, and "UNDERFILL" with incumbent who doesn't yet qualify as a journey level employee
Yes Emmett, Robert Public Services Water Treatment Plant Water Plant Chief Operator Water Plant Chief Operator No Change Position is properly classified.
Yes Dominguez, Jose Public Services Water Treatment Plant Water Treatment Plant Operator II Water Treatment Plant Operator II No Change Position is properly classified.
Yes Arguellez, Ricardo Public Services Water Treatment Plant Water Treatment Plant Operator III Water Treatment Plant Operator III No Change Position is properly classified.
Yes Gutierrez, Ruben Public Services Water Treatment Plant Water Treatment Plant Operator III Water Treatment Plant Operator III No Change Position is properly classified.
Yes Viesca, Fernando Public Services Water Treatment Plant Water Treatment Plant Operator III Water Treatment Plant Operator III No Change Position is properly classified.
© 2025 Arthur J. Gallagher & Co.
Appendix II
New Classification Descriptions
© 2025 Arthur J. Gallagher & Co.
Appendix III
Classification Concepts
1 © 2024 Arthur J. Gallagher & Co.
Formerly Koff & Associates
City of Imperial Classification Concepts – February 2024 Classification Type – General Definitions
Classification type represents the grouping of classifications into a systematic classification structure based on the inter-relationship of duties performed, nature and level of responsibilities, and required knowledge, skills, abilities, education, training, and experience. These are the Class Concepts Gallagher/Koff have recommended for the City of Imperial Classification Study in 2024:
• City Manager
• Department Head
• Division Manager
• Program Manager
• Supervisor
• Lead Worker
• Professional
• Coordinator
• Specialist
• Technician
• Staff
Within each classification series, there may exist a classification at each level or only at selected levels. The levels within the classification series reflect the City’s needs and priorities. For example, in some classification series, there is no need for functions to be performed at the experienced, advanced, or supervisor level. Distinctions between levels within classification series can be defined based on scope of responsibility, complexity of work, supervision received and exercised, authority for making decisions and taking action, and type and level of required knowledge, skills, abilities, education, training, and experience. Following are descriptions of each classification type.
Management and Supervisory Class Concepts
City Manager
Plans, organizes, and provides administrative direction and oversight for all City functions and activities. Provides policy guidance and program evaluation to the City Council (Council) and management staff; and assumes responsibility for the development, implementation, and execution of short- and long-term goals, policies, budgets, and strategies to accomplish the City’s mission and Council priorities.
Department Head
• In many organizations this is usually the classification titled as “Director” or “Chief” Plans, organizes, manages, and provides administrative direction and oversight for all functions and activities of the assigned department. Provides highly responsible and complex management assistance to the City Manager in coordinating and directing City-wide departmental activities and operations. Assists the City Manager in executing the long-term vision for the City in collaboration with the City Council and other department directors. Coordinates 2 © 2024 Arthur J. Gallagher & Co.
Formerly Koff & Associates
assigned activities with officials and outside agencies and fosters cooperative working relationships among City departments and with intergovernmental and regulatory agencies and various public and private groups.
Work situations require the analysis and application of organizational policies and goals, complex laws, and/or general business or ethical considerations. Positions operate in highly visible, politically sensitive, legally complex, and evolving arenas working on significant and strategic issues and problems, as well as City-wide and/or City Council priorities and directives, requiring political sensitivity and in-depth evaluation and analysis of various (and often competing) circumstances, interests, and information. Incumbents are responsible for achieving departmental goals and objectives. Incumbents often deal with public officials, members of boards, councils, and commissions, legislators, regulatory agencies, and the community to provide policy direction, explain program mission and objectives, and/or negotiate solutions to difficult problems.
Division Manager
• The title is generally “Manager” but other industry standard titles exist.
This classification level is considered mid-management. In addition to the responsibilities outlined at the supervisor level, responsibilities include allocating staff and budget resources among competing demands and performing significant service delivery planning and evaluation at the subunit level. This level would be responsible for a unit, defined as a segment of the organization representing a specific business function which has a chain of command. It is common for managers to have supervisory or advanced professional, technical, or clerical staff reporting to them.
The main difference between the supervisor and the manager is that the supervisor spends a portion of time performing the same duties as those supervised within their unit(s), while a manager spends the majority of time on administrative, long- and short-term planning, and budgeting responsibilities. The managerial level develops, recommends, and sets the programs, projects, goals, and policies and procedures of the division, while the supervisory level is more involved in the day-to-day implementation and execution of those programs, projects, and policies and procedures.
− In essence the manager focus is on “the why” and the supervisor focus is on “the how”.
Program Manager
This classification is typically responsible for a program, defined as a planned coordinated group of activities and procedures created for a specific function related to ongoing City operations, initiatives, and services, as well as management and/or City Council priorities and directives. A program encompasses multiple projects with department-wide and community served impact. Employees are responsible for designing, planning, implementing, evaluating, and modifying the program, including short- and long-term planning activities; budget preparation and implementation; performing extensive, in-depth, and specialized administrative, budgetary, financial, and compliance research and analysis; supporting and analyzing programmatic practices and procedures; and developing and implementing recommendations for operational, policy, and procedural improvements for the assigned program(s).
Employees serve as a specialist, liaison, and advocate for the assigned program(s) requiring the use of initiative and resourcefulness, considerable independent judgment, and regular contact with senior management positions within the City, other public agencies, legislators, private and community organizations, regulatory and governmental agencies, and the public.
Supervisor
The focus of the job is on the direct supervision and coordination of a work unit, and also includes hands-on participation in the work activities of those supervised. Incumbents plan, assign, direct, review, and evaluate the work 3 © 2024 Arthur J. Gallagher & Co.
Formerly Koff & Associates
of staff. In addition, incumbents assigned to this level make effective recommendations and/or carry out selection, performance evaluation, and disciplinary procedures.
The supervisor also exercises discretion in selecting appropriate resources to use in accomplishing assigned work; monitors and reviews work in progress, and provides technical assistance and guidance; ensures that appropriate policies and procedures are followed by subordinates; monitors, coordinates, and provides input into developing the budget for the subunit(s); and recommends procedures consistent with unit, divisional, and City directives, policies, and regulations, which are developed by higher-level management staff.
Lead Worker
This is an advanced journey level classification that bridges the gap between a journey level position below and the supervisory position above. The position leads the work of a crew, or a small group of staff engaged in the same type of work. The “Senior” title is the industry standard (vs. “Lead” – although “Lead” is still seen in public agency operations departments). This level plans, schedules, assigns, provides performance feedback, and trains employees, and is responsible for the “work” not the “worker.” This is differentiated by the full Supervisor level above which is responsible for the “worker,” including counseling, disciplining, and conducting performance evaluations.
These employees provide technical and functional direction to assigned staff on an ongoing, day-to-day basis, and perform the most difficult and complex assignments.
Non-Management Class Concepts
Professional
This classification performs operational, financial, budgetary, legal, regulatory, political, and/or administrative analyses and studies; researches and analyzes practices and procedures, and develops recommendations for organizational, operational, policy, and procedural improvements; and conducts needs analyses, feasibility studies, and evaluations for assigned programs, projects, and activities. Other professional level classes perform discipline specific activities within a given occupation, such as planning or engineering. Employees receive broad (non-detailed and non-specific) assignments and/or tasks and are responsible for independently developing a plan of action and approach; identifying, synthesizing, and interpreting relevant sources of data and information; selecting and implementing methodology; analyzing and interpreting results; developing recommendations; and presenting final products for supervisor and management review. Work assignments are reviewed during the normal briefing cycle, generally upon completion, and for overall results. Decisions may have significant unit, division, or City-wide service delivery, operational, legislative, regulatory, and/or budgetary/financial impact. A four-year degree in the area assigned is typically a minimum qualification.
Coordinator
The term “Coordinator” is often used for classes responsible for the coordination and administration of one or more programs or projects in a department/division with external contractors, agencies, and/or service providers.
The employee would typically have responsibility for independently coordinating one or more programs or projects on a regular basis. The duties involved would include the implementation of the program’s or project’s goals and objectives, oversight of performance, input as to budget preparation and administration, promotion or marketing, and evaluation. Incumbents at this level may have limited supervisory responsibility such as exercising functional and technical supervision over full-time staff, or directing part-time, temporary, and/or contract staff, volunteers, and/or interns. This concept can also be adapted to administrative types of program operations, either within a larger department or positions which oversee a City-wide administrative program. 4 © 2024 Arthur J. Gallagher & Co.
Formerly Koff & Associates
Specialist
This is a paraprofessional classification that performs a combination of duties requiring the application of knowledge obtained from technical, vocational education, and/or experience usually provided through a two-year degree and/or post-secondary coursework and/or training. The work differs from the technician because it serves as a bridge classification to a professional series, and incumbents exercise broader discretion and independent judgment with a deeper understanding of the assigned subject matter area relative to the technician. This type and level of work can be found in departments where specialized assignments exist in administrative or operational areas.
Technician
• Examples of titles typically include “Technician” and “Operator” This is a technical classification that performs a combination of duties which also require the application of knowledge obtained through technical or vocational education and experience, usually provided through a two-year degree and/or post-secondary coursework and training, or for skilled and semi-skilled labor, in a formal apprenticeship type program or through extended periods of on-the-job training. Employees assume regular on-going work that involves specific technical and programmatic skills and abilities, requiring the interpretation and application of practices of greater complexity and with a deep knowledge base as it relates to the assignment.
Staff
• Examples of titles typically include “Assistant” and “Worker” This type of classification performs duties which are routine and often repetitive. For administrative positions it is often described as “transactional” work wherein employees process information and documents in which they have limited decision making latitude; generally, employees will follow established standard operating procedures within established guidelines under which decisions are made; examples would be an Accounting Assistant processing accounts payable, or an Office Assistant responsible for reception, data entry, filing, and general routine office support duties. The positions perform a combination of duties requiring the application of knowledge obtained from a high school education. Maintenance/field positions within this category engage in work that is predominantly standard and customarily mental, manual, mechanical, or physical work. The work is transactional, meaning that the focus is on maintaining the normal workflow of operations and the work typically fits within established techniques, procedures, processes, or specific standards. Typically, employees acquire their skill by experience rather than by advanced specialized intellectual instruction.
Levels of Work in Non-Management Classification Series
Where there are multiple levels of work within a classification series, these levels should be distinguishable, and generally fall within the following levels of work. Not every classification series will have all levels. These concepts are used throughout the organization for non-management positions, ranging from professional classes to maintenance and operations classes.
• Entry: The entry level of a classification series provides an on-the-job opportunity for employees to gain the experience needed to perform the full range of duties. Employees at this level of the class series have the necessary education to perform the work, but they lack the practical on-the-job experience required to perform the full range of duties. Employees at this level will perform the more routine duties assigned to the class series, and will require a high level of supervision until such time as they are fully proficient in the work. The most common designation for entry level work is a “I” after the class title (e.g., Accounting Assistant I or Maintenance Worker I); in some professional classes, “Assistant” may be placed before the class title to designate the class as entry level (e.g. Assistant Civil Engineer or Assistant Planner). 5 © 2024 Arthur J. Gallagher & Co.
Formerly Koff & Associates
• Journey/Fully Proficient: Positions at the journey level of the series are fully proficient and qualified to perform the full range of duties assigned to the classification series. At this level, positions are subject to general supervision, referring only unusual situations and issues to their supervisor. The most common designation for journey level work is a “II” after the class title (e.g., Accounting Assistant II or Maintenance Worker II); in some professional classes, “Associate” may be placed before the class title to designate the class as journey level (e.g. Associate Civil Engineer or Associate Planner). In most classification series, the majority of positions will be placed at the journey level, since that is considered to be the core level of work, (i.e., performing the full range of duties). • Senior (Advanced/Lead staff level): In addition to performing the full scope of work, employees provide technical and functional direction to assigned staff on an ongoing, day-to-day basis, and perform the most difficult and complex assignments requiring the advanced knowledge of concepts in their assigned area of responsibility, as well as City and regulatory standards, practices, policies, and procedures. For professional classes, responsibilities include performing diverse, specialized, and complex work involving significant accountability and decision-making responsibility. Employees organize and oversee day-to-day activities and are responsible for providing support to an assigned supervisor/unit manager in a variety of areas. Successful performance of the work requires an extensive background as well as the ability to coordinate subunit or unit work with that of other units and outside agencies.
For some positions at the technical and clerical level, the work involves a high-level of problem-solving requiring analysis of unique issues or problems without precedent and/or structure and formulating and presenting strategies and recommendations to management. It is preferable to limit the use of the “Senior” concept to lead related duties but that is not always feasible; but to use the “senior” concept, you must first ensure that:
− The complex duties are distinguishable from journey level work and can be clearly articulated; − They should also be preponderant, i.e. the purpose why the job exists. − They should be performed a high percentage of time, e.g., 10% of time (4 hours/week) is not a significant amount of time.
• By its very definition, the number of positions assigned to the senior level is limited.
Flexible Staffing Entry/Journey Classifications
Flexible staffing is a strategy wherein the assigned work is the same at the entry and journey level of the series, but the organization wants some flexibility in how positions progress to the journey level. The position is budgeted at the journey level, but appointment into the class series could be made at either the entry or the journey level, depending on applicant skills and/or the desire to provide advancement opportunities for current staff who have the necessary education to move into the entry level, but who need time on the job to acquire knowledge of the necessary departmental operations in order to perform the full range of duties.
Some Gallagher/Koff recommendations include the use of flexible staffing; the methodology and language for the concept are presented below:
• We do not recommend the use of time frames for progression since they vary based on the classification, and can lead to an expectation of progression to the next level within the time range specified in the classification specification, rather than the other key factors for progression (i.e., being able to demonstrate that the employee has reached the level of knowledge and ability that allows them to perform the full range of duties of the class with minimal supervision); we present below some classification specification language to address this issue:
− “Positions in the Office Assistant I/II classification series are flexibly staffed; positions at the Office Assistant II level are normally filled by advancement from the Office Assistant I level; progression to the Office 6 © 2024 Arthur J. Gallagher & Co.
Formerly Koff & Associates
Assistant II level is dependent on (i) management affirmation that the position is performing the full range of duties assigned to the classification; (ii) satisfactory work performance; (iii) the incumbent meeting the minimum qualifications for the classification including any licenses and certifications; and (iv) management approval for progression to the Office Assistant II level.” • We also suggest a modified approach to typical duties, and knowledge and abilities statements in entry/journey flexibly staffed classes. In these cases, the entry level is the “learning” level within the series, so you will frequently see statements such as “ability to learn” for specific areas; this sometimes leads employees to believe that once they have completed the learning identified in a specific statement, they should then be progressed to the journey level. For that reason, we recommend incorporating the following “learning capacity” statements in the identified sections:
− Typical Duties – “Positions at the Office Assistant I level may perform some of these duties and responsibilities in a learning capacity.”
− Knowledge and Abilities – “Positions at the Office Assistant I level may exercise some of these knowledge and abilities statements in a learning capacity.”
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© 2025 Arthur J. Gallagher & Co.
December 12, 2024
TOTAL COMPENSATION STUDY
FINAL REPORT
City of Imperial
Formerly Koff & Associates
© 2025 Arthur J. Gallagher & Co. 1
December 12, 2024
Kristen Smith
Human Resources Manager
City of Imperial
420 South Imperial Avenue
Imperial, CA 92251
Dear Ms. Smith:
Gallagher is pleased to present the Total Compensation Study Report to the City of Imperial. This report documents the market compensation survey methodology, findings, and recommendations for implementation.
We would like to thank you for your assistance and cooperation without which this study could not have been brought to its successful completion.
We will be glad to answer any questions or clarify any points as you are implementing the findings and recommendations. It was a pleasure working with the City of Imperial and we look forward to future opportunities to provide you with professional assistance.
Very truly yours,
Mike Harary
Mike Harary
Project Manager
Gallagher
ajg.com/ps-class-comp
© 2025 Arthur J. Gallagher & Co. 2
Contents
Executive Summary ...................................................................................................................................................... 4 Background ................................................................................................................................................................. 4 Summary of Findings .................................................................................................................................................. 4 Study Process ............................................................................................................................................................... 4 Benchmark Classifications .......................................................................................................................................... 4 Comparator Agencies.................................................................................................................................................. 6 Salary and Benefits Data ............................................................................................................................................ 7 Data Collection ............................................................................................................................................................ 8 Matching Methodology ................................................................................................................................................ 8 Data Spreadsheets...................................................................................................................................................... 9 Market Compensation Findings................................................................................................................................. 10 Base Salary & Total Comp Market Results............................................................................................................... 11 Benefits ..................................................................................................................................................................... 12 Internal Salary Relationships..................................................................................................................................... 13 Recommendations ...................................................................................................................................................... 14 Pay Philosophy.......................................................................................................................................................... 14 Proposed Salary Structure ........................................................................................................................................ 14 Proposed Salary Range Placements ........................................................................................................................ 14 Options for Implementation ....................................................................................................................................... 14 Using the Market Data as a Tool................................................................................................................................ 16 © 2025 Arthur J. Gallagher & Co. 3
List of Tables
Table 1. Benchmark Classification.................................................................................................................................. 4 Table 2. Comparator Agencies ....................................................................................................................................... 7 Table 3. Market Compensation Results Summary ....................................................................................................... 10 Table 4. Market Base Salary and Total Compensation Results…………………………………………………………….11 Table 5. Average Monthly Employer Health Insurance Contributions………………………………………………………....…12 Table 6. Three-Year Implementation Proposal ........................................................................................................... 154 Appendices
Appendix I: Results Summary
Appendix II: Market Compensation Findings
Appendix III: Proposed Salary Range Schedule
Appendix IV: Salary Range Placement Recommendations
Appendix V: Additional Benefits
© 2025 Arthur J. Gallagher & Co. 4
Executive Summary
Background
In June and July 2024, Gallagher conducted a comprehensive Total Compensation Study for the City of Imperial (“City”). All compensation findings and recommendations are presented in this report.
This compensation review process was precipitated by:
• The concern of the City Council and management that employees should be recognized for the level and scope of work performed and that they are paid on a fair and competitive basis that allows the City to recruit and retain a high-quality staff;
• The desire to have a compensation plan that can meet the needs of the City; and • The desire to ensure that internal relationships of salaries are based upon objective, non-quantitative evaluation factors, resulting in equity across the City.
The goals of the compensation study are to assist the City in developing a competitive pay and benefit plan, which is based upon market data, and to ensure that the plan is fiscally responsible and meets the needs of the City with regards to recruitment and retention of qualified staff.
Summary of Findings
This report summarizes the study methodology, analytical tools, and the total compensation (salary and benefits) survey findings. The results of the total compensation study showed:
• The City’s base salaries, overall, in comparison to the market median are 11.0% below the market. • The City’s total compensation, overall, in comparison to the market median is 4.2% below the market. • The City’s benefits package puts the City in a more competitive position (+6.8%) compared to the market and, therefore, salary decisions should be based on total compensation versus base salary market results. • Gallagher considers a classification falling within 5.0% of the median to be competitive.
Study Process
Benchmark Classifications
The study included 53 benchmark classifications selected in order to collect salary and benefits data within the defined labor market. Classifications that we would expect to provide a sufficient sample for analysis were selected as “benchmarks” to use as the basis to build the compensation plan. Benchmark classifications are those classifications that are compared to the market, and these classifications are used as a means of anchoring the City’s overall compensation plan to the market. Other classifications not surveyed will be included in the compensation plan and aligned to the benchmark classifications using internal equity principles.
Table 1. Benchmark Classifications
Classification Title
1. Accountant
2. Accounting Technician
3. Administrative Assistant
4. Assistant City Clerk
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Classification Title
5. Assistant to the City Manager
6. Associate Planner
7. Building Inspector II
8. Building Official
9. Chief of Police
10. City Manager
11. Code Enforcement Inspector II
12. Collection System Worker II
13. Community Development Director
14. Community Development Technician II
15. Crime Analyst
16. Engineering Technician II
17. Equipment Mechanic
18. Finance Director
19. Finance Manager
20. Finance Supervisor
21. Fleet and Facilities Supervisor
22. Human Resources Director
23. Human Resources Specialist
24. Information Technology Director
25. Information Technology Technician II
26. Librarian
27. Library Assistant
28. Library Clerk II
29. Library Manager
30. Library Page*
31. Library Technician
32. Lifeguard/Swim Instructor*
33. Management Analyst
34. Park Maintenance Worker II
35. Parks and Recreation Director
36. Police Captain
37. Police Corporal
38. Police Officer
39. Police Sergeant
40. Police Services Officer II
41. Property and Evidence Technician
42. Public Services Director
43. Public Services Maintenance Worker II
44. Public Services Manager
© 2025 Arthur J. Gallagher & Co. 6
Classification Title
45. Public Services Supervisor
46. Recreation and Special Events Coordinator
47. Recreation Leader II*
48. Utility Maintenance Worker II
49. Wastewater Plant Chief Operator
50. Wastewater Treatment Plant Operator II
51. Water Meter/Distribution Operator II
52. Water Plant Chief Operator
53. Water Treatment Plant Operator II
*Non-Benefitted Classification
Comparator Agencies
Another important step in conducting a market salary study is the determination of appropriate agencies for comparison. In developing the list of potential comparator agencies, Gallagher reviewed a listing of agencies provided by City staff, as well as several other potential comparator agencies, for a total of 19 agencies. These other agencies were then added to the potential list of comparator agencies based on the following factors:
1. Organizational type and structure – It is generally recommended that agencies of a similar size and providing similar services to that of the City be used as comparators.
When it comes to technical classes, the size of an organization is not as critical, as these classes perform fairly similar work. The difference in size of an organization becomes more important when comparing classes at the management level. The scope of work and responsibility for management becomes much larger as an organization grows. Factors such as management of a large staff, consequence of error, the political nature of the job, and its visibility all grow with larger organizations. When it is difficult to find agencies that are similarly sized, it is important to get a good balance of smaller and larger agencies.
2. Similarity of population, staff, and operational budgets – These elements provide guidelines in relation to resources required (staff and funding) and available for the provision of services.
3. Scope of services provided – For the majority of classifications, it is important to select agencies providing similar services. Organizations providing the same services are ideal for comparators and most comparator agencies surveyed provide similar services to the City.
4. Labor market and geographic location – Today’s labor market reality is that many agencies are in competition for the same pool of qualified employees because large portions of the workforce don’t live in the communities they serve, are accustomed to lengthy commutes, and are more likely to consider changing jobs in a larger geographic area than in the past. Furthermore, by selecting employers within a geographic proximity to the City, the resulting labor market data generally reflects the region’s cost of living, housing costs, growth rate, and other demographic characteristics to the same extent as competing employers to the City. Therefore, the geographic labor market area where the City may be recruiting from or losing employees to, was taken into consideration when selecting comparator organizations.
All factors mentioned should be considered in selecting the group of comparator agencies. On December 20, 2023, the City Council agreed to include these ten (10) agencies. © 2025 Arthur J. Gallagher & Co. 7
Table 2. Comparator Agencies
Agency
1. City of Brawley
2. City of Calexico
3. City of Coachella
4. City of El Centro
5. City of Indio
6. City of Palm Desert
7. City of Palm Springs
8. County of Imperial
9. County of San Diego
10. Imperial Irrigation District
Salary and Benefits Data
The last element requiring discussion prior to beginning a market survey is the specific benefit data that will be collected and analyzed. The following salary and benefits data was collected for each benchmark classification (the cost of these benefits to each agency was converted into dollar amounts and can be found in Appendix II [Benefit Detail] of this report; these amounts were added to base salaries for total compensation purposes).
1. Monthly Base Salary
The top of the salary range and/or control point. All figures are presented on a monthly basis.
2. Employee Retirement
The retirement reflects the benefits offered to the majority of the employees:
• PERS Formula: The service retirement formula for each agency’s PEPRA plan. For agencies with retirement systems established under the County Employees Retirement Law of 1937 (“37 Act”), retirement formulas were converted to the equivalent PERS formula for purposes of comparison. • Social Security: If an employer participates in Social Security, then the employer contribution of 6.2% of the base salary up to the federally-determined maximum contribution of $871.10 per month was reported in 2024.
• Other: Any other retirement contributions made by the employer.
3. Deferred Compensation
Deferred compensation contributions provided to all employees of a classification with or without requiring the employee to make a contribution is reported.
4. Insurances
The employer paid premiums for an employee with family coverage was reported. The employer paid insurances included:
• Cafeteria/Flexible Benefit Plan
• Medical
• Dental
• Vision
© 2025 Arthur J. Gallagher & Co. 8
• Other
5. Leaves
Other than sick leave, which is usage-based, the number of hours off for which the employer is obligated. All hours have been translated into direct salary costs.
• Vacation: The number of paid time off (or vacation) hours available to all employees who have completed five (5) years of employment.
• Holidays: The number of holiday hours (including floating hours) available to employees. • Administrative: Administrative (or management) leave is normally the number of paid leave hours available to Fair Labor Standards Act (“FLSA”) Exempt and/or management to reward for extraordinary effort (in lieu of overtime). This leave category may also include personal leave which may be available to augment vacation or other time off.
6. Auto Allowance
This category includes either the provision of an auto allowance or the provision of an auto for personal use only. If a vehicle is provided to any classification for commuting and other personal use, the average monthly rate is estimated at $450. Mileage reimbursement is not included.
7. Other
This category includes any additional other benefits not captured above available to all in the class.
All of the benefit elements are negotiated benefits provided to all employees in the classification. As such, they represent an ongoing cost for which an agency must budget. Other monetary benefits collected, that were not included in the total compensation calculation, were Educational Incentive Pay, Bilingual Pay, Call Back Pay, Certification Pay, and Stand-By Pay. This information was provided to the City as qualitative data.
Data Collection
Data was collected during the months of June and July 2024, through comparator agency websites, conversations with human resources, accounting, and/or finance personnel, and careful review of agency documentation such as classification descriptions, memoranda of understanding, organization charts, and other documents.
Matching Methodology
Gallagher believes that the data collection step is the most critical for maintaining the overall credibility of any study and relied on the City’s classification descriptions as the foundation for comparison.
When Gallagher researches and collects data from the comparator agencies to identify possible matches for each of the benchmark classifications, there is an assumption that comparable matches may not be made that are 100% equivalent to the classifications at the City. Therefore, Gallagher does not match based upon job titles, which can often be misleading, but rather analyzes class descriptions before a comparable match is determined.
Gallagher’s methodology is to analyze each class description and the whole position by evaluating factors such as:
• Definition and typical job functions;
• Distinguishing characteristics;
• Level within a class series (i.e., entry, experienced, journey, specialist, lead, etc.); • Reporting relationship structure (for example, manages through lower-level staff); • Education and experience requirements;
© 2025 Arthur J. Gallagher & Co. 9
• Knowledge, abilities, and skills required to perform the work; • The scope and complexity of the work;
• Independence of action/responsibility;
• The authority delegated to make decisions and take action; • The responsibility for the work of others, program administration, and for budget dollars; • Problem solving/ingenuity;
• Contacts with others (both inside and outside of the organization); • Consequences of action and decisions; and
• Working conditions.
In order for a match to be included, Gallagher requires that a classification’s “likeness” be at approximately 70% of the matched classification.
When an appropriate match is not identified for one classification, Gallagher often uses “hybrids” which can be functional or represent a span in scope of responsibility. A functional hybrid means that the job of one classification at the City is performed by two or more classifications at a comparator agency. A “hybrid” representing a span in scope means that the comparator agency has one class that is “bigger” in scope and responsibility and one class that is “smaller,” where the City’s class falls in the middle.
If an appropriate match could not be found, then no match was reported as a non-comparable (N/C).
Data Spreadsheets
For each benchmark classification, there are three (3) information pages:
• Top Monthly Base Salary and Total Compensation Data (2 sheets per benchmark) − One sheet is sorted by top monthly
− One sheet is sorted by total monthly
• Benefit Detail (Monthly Equivalent Values)
The average (mean) and median (midpoint) of the comparator agencies are reported on the top monthly salary and total compensation data spreadsheets. The % above or below that the City is compared to the average and median is also reported.
The mean is the sum of the comparator agencies’ salaries/total compensation divided by the number of matches.
The median is the midpoint of all data with 50% of data points below and 50% of data points above.
In order to calculate the mean and median, Gallagher requires that there be a minimum of four (4) comparator agencies with matching classifications to the benchmark classification. The reason for requiring a minimum of four matches is so that no one classification has undue influence on the calculations. Sufficient data was collected from the comparator agencies for 35 of the established and six (6) of the proposed classifications out of the 53 benchmark classifications.
When using survey data to make salary range recommendations and adjustments, Gallagher recommends using the median, rather than the mean, because the median is not skewed by extremely high or low salary values. © 2025 Arthur J. Gallagher & Co. 10
Market Compensation Findings
The following table represents a summary of the market top monthly (base) salary and total compensation (base salary plus benefits [retirement, insurance, leaves, and allowances]) findings. For each benchmark classification, the number of matches (agencies with a comparable position) and percent above or below the top monthly salary market median and total compensation market median is listed. The table is sorted by top monthly salary in descending order from the most positive percentile (above market) to the most negative (below market). Please note that 6 (six) proposed classifications and 12 classifications with an insufficient number of matches in the labor market are not included.
Table 3. Market Compensation Results Summary
Classification Title # of
Matches
Top
Monthly %
Above or
Below
Total
Compensation
% Above or
Below
Recreation Leader II 4 20.0% Non-benefitted
Library Clerk II 7 14.0% 20.1%
Police Services Officer II 4 13.6% 18.5%
Property and Evidence Technician 6 10.3% 16.3%
Human Resources Specialist 7 7.4% 10.4%
Public Services Manager 6 6.1% 9.7%
Wastewater Treatment Plant Operator II 5 6.0% 14.1%
Finance Supervisor 6 5.6% 4.5%
Police Officer 7 5.6% 14.6%
Recreation and Special Events Coordinator 5 5.2% 6.7%
Park Maintenance Worker II 7 2.0% 12.4%
Police Sergeant 7 1.8% 8.9%
Accounting Technician 9 0.5% 3.0%
Water Treatment Plant Operator II 4 0.3% 9.0%
Management Analyst 8 -6.9% -0.1%
Public Services Supervisor 8 -7.4% -7.2%
Librarian 4 -8.6% -1.2%
Water Meter/Distribution Operator II 5 -9.6% 2.3%
Assistant City Clerk 4 -10.4% -7.4%
Police Captain 7 -11.8% -2.3%
Building Inspector II 9 -13.6% -0.7%
Chief of Police 7 -15.40% -6.40%
Equipment Mechanic 8 -15.7% -6.7%
Administrative Assistant 10 -16.8% -4.6%
City Manager 8 -18.9% -19.5%
Code Enforcement Inspector II 8 -21.1% -8.9%
Information Technology Technician II 7 -22.4% -13.6%
© 2025 Arthur J. Gallagher & Co. 11
Base Salary & Total Comp Market Results
Table 4. Market Base Salary and Total Compensation Results Base salary market results show that 21 classifications are paid below the market median and 14 classifications are paid above the market median.
# of Classifications <5% 5-10% 10-15% 15-20% >20% Total Below the Market Median 0 4 3 4 10 21
Above the Market Median 4 6 3 0 1 14
Excluding 1 (one) non-benefited classification, total compensation market results show that 20 classifications are paid below the market median and 14 classifications are paid above the market median. 0 2
4 6
8 10
12 14
16 >20%
Below
15 to
20%
Below
10 to
<15%
Below
5 to
<10%
Below
<5%
Below
<5%
Above
5 to
<10%
Above
10 to
<15%
Above
15 to
20%
Above
>20%
Above
# of Classifications
% Below/Above Market Median
Market Results
Base Salary Total Comp
Classification Title # of
Matches
Top
Monthly %
Above or
Below
Total
Compensation
% Above or
Below
Public Services Maintenance Worker II 9 -23.3% -10.7%
Information Technology Director 4 -29.3% -25.3%
Human Resources Director 8 -36.1% -26.1%
Library Manager 7 -37.7% -20.9%
Community Development Director 8 -39.2% -32.6%
Public Services Director 7 -39.6% -33.9%
Finance Director 7 -42.9% -35.7%
Community Development Technician II 8 -55.4% -27.9%
© 2025 Arthur J. Gallagher & Co. 12
# of Classifications <5% 5-10% 10-15% 15-20% >20% Total Below the Market Median 5 5 2 1 7 20
Above the Market Median 3 4 4 2 1 14
Generally, a classification falling within 5% of the median is considered to be competitive in the labor market for salary survey purposes because of the differences in compensation policy, actual scope of work, and position requirements. However, the City can adopt a different standard.
Overall, the differences between market base salaries and total compensation indicate that the City’s benefits package puts the City at a more competitive advantage. Further analysis indicates that, on average, classifications are 11.0% below the market median for base salaries, while that figure changes to 4.2% below the market median for total compensation, which is a 6.8% difference (i.e., the City “gains” a 6.8% competitive advantage when taking benefits into consideration).
Benefits
The market benefits data reveals the major contributing factors that give the City a competitive advantage are the City’s contribution to health insurance premiums and retirement.
Health Insurance: Market data indicates the average monthly employer contribution toward health insurance premiums is $1,840, excluding the City. The City’s current 2024 contribution of $2,401 is $561 more than, or 30.5% above, the market average. Table 5 below summarizes comparator agency health insurance contributions as well as the City’s contribution.
Table 5. Average Monthly Employer Health Insurance Contributions Retirement: The City participates in both CalPERS and Social Security. Among the comparators, only three (3) other agencies also participate in CalPERS and Social Security. Of the remaining agencies, five (5) participate in CalPERS but not Social Security, one (1) participates in Social Security only, and one (1) participates in a 37 Act plan but not Social Security.
Imperial City Employees
Labor Market Average Monthly
Health Insurance Contribution
Imperial City Monthly
Health Insurance
Contribution
Executives $2,132 $2,401
Management $2,011 $2,401
Teamsters $1,994 $2,401
POA Non-Safety $1,868 $2,401
POA Safety $1,834 $2,401
POA Management $1,820 $2,401
© 2025 Arthur J. Gallagher & Co. 13
Internal Salary Relationships
Building from the salary levels established for identified benchmark classes, internal salary relationships were developed and consistently applied in order to develop specific salary recommendations for all non-benchmarked classifications.
In the future, the City may need to utilize internal alignment practices if the number of staff grows and additional classifications are added or classifications change. While analyzing internal relationships, the same factors analyzed when comparing the City’s classifications to the labor market are used when making internal salary alignment recommendations.
In addition, the following are standard human resources practices that are commonly applied when making salary recommendations based upon internal relationships:
• A salary within 5% of the market average or median is considered to be competitive in the labor market for salary survey purposes because of the differences in compensation policy and actual scope of the position and its requirements. However, the City can adopt a closer standard. • Certain internal percentages are often applied. Those that are the most common are:
− The differential between a trainee and experienced (or journey) class in a series (I/II or Trainee/Experienced) is generally 10% to 15%;
− A lead or advanced journey-level (III or Senior-level) class is generally placed 10% to 15% above the journeylevel. − A full supervisory class is normally placed at least 10% to 25% above the highest level supervised, depending upon the breadth and scope of supervision.
• When a market or internal equity adjustment is granted to one class in a series, the other classes in the series are also adjusted accordingly to maintain internal equity.
Internal equity between certain levels of classifications is a fundamental factor to be considered when making salary decisions. When conducting a market compensation survey, results can often show that certain classifications that are aligned with each other are not the same in the outside labor market. However, as an organization, careful consideration should be given to these alignments because they represent internal value of classifications within job families, as well as across the organization.
For the purposes of this study, Gallagher utilized market data to develop the salary recommendations for all of the benchmarked classifications and used internal equity principles to make the salary recommendations for four (4) classifications that were not benchmarked. For the non-benchmarked classifications, internal alignments with other classifications will need to be considered, either in the same class series or those classifications that have similar scope of work, level of responsibility, and “worth” to the City. Where it is difficult to ascertain internal relationships due to unique qualifications and responsibilities, reliance can be placed on past internal relationships. It is important for City management to carefully review these internal relationships and determine if they are still appropriate given the current market data.
It is also important to analyze market data and internal relationships within class series as well as across the organization, and make adjustments to salary range placements, as necessary, based on the needs of the organization.
The City may want to make internal equity adjustments or alignments, as it implements the compensation strategy.
This market survey is only a tool to be used by the City to determine market indexing and salary determination. © 2025 Arthur J. Gallagher & Co. 14
Recommendations
Pay Philosophy
The City has many options regarding what type of compensation plan it wants to implement. This decision will be based on what the City’s pay philosophy is, at which level it desires to pay its employees compared to the market, whether it is going to consider additional alternative compensation programs, and how great the competition is with other agencies over recruitment of a highly qualified workforce.
Proposed Salary Structure
Currently, the City has a salary structure with ranges that are approximately 2.5% apart from one another. Each salary range has seven steps with 5% between each step. It is recommended that the City maintain a similar salary structure. Appendix III contains the current salary range structure.
It is important to note that the salary range structure connects all salary ranges, and their steps, by formula, thereby allowing for COLAs to be applied to only one-dollar figure in the table/matrix, which then automatically updates the entire table. Due to the formula that connects each range to the next (with 2.5% differentials between each range), there is a compounding effect when drawing relationships that span several ranges. For example, with 2.5% differentials between ranges, four ranges should represent a 10% differential. However, because the compounding effect of 2.5%, on top of 2.5%, on top of 2.5%, and so on, the differential between Range 1 and Range 5 is not exactly 10%, but it is slightly greater.
Proposed Salary Range Placements
Appendix IV illustrates the proposed salary range placement for each classification based on the market data as well as the internal relationship analysis. The recommendations are based on total compensation or base salary market results. The following calculation was used:
1. Multiplied the City’s current top monthly salary by the percentage difference between the City’s total compensation or base salary and the total compensation or base salary market median to calculate the Market Placement Salary.
2. The classification was then placed within the proposed salary range with a Step 7 salary closest to the Market Placement Salary.
Gallagher also modified the current internal alignment in certain instances where it seemed warranted based on market-supported groupings and/or compaction issues.
For all classifications, this primary implementation procedure must be completed only at the initial time of implementation. In the future, if the City decides to implement annual across-the-board cost of living adjustment increases, only the salary schedule that was developed and included herein needs to be increased by the appropriate percentage, and each individual salary range will move up with this adjustment. This will ensure that the internal salary relationships are preserved, and the salary schedule remains structured and easily administered.
Options for Implementation
While the City may be interested in bringing all salaries to the market median, in most cases this goal may not be reached with a single adjustment. In this case, one option is to move employees into the salary range that is recommended for each class based on this market study and to the step within the new range that is closest to their current compensation. If employees’ current salaries are significantly below market so that their current © 2025 Arthur J. Gallagher & Co. 15
compensation falls below the bottom of the newly recommended range, then larger adjustments would be needed to move those employees at least to the bottom of the new salary range.
Another option is to use a phased implementation approach. Normally, if the compensation implementation program must be carried over months or years, the classes that are farthest from the market median should receive the greatest equity increase (separate from any cost-of-living increase). If a class falls within 5% of the market median, it would be logical to make no equity adjustment in the first round of changes. However, if a class is more than 5% (or in this case, more than 20%) below the market median, a higher percentage change may be initially warranted to reduce the disparity.
For example, if the City decided to implement the recommendations over a three-year period, then the following guidelines could be applied for the initial increase of the three-year implementation plan:
Table 6. Three-Year Implementation Proposal
The initial first year adjustment would provide
a portion of the equity increase and place the
class into the closest step (but not below)
where they are now. Subsequent increases
would be spaced on a similar schedule (at
annual intervals) based upon the remaining
disparity after each adjustment.
Please note that typically, for those classes
that had a market disparity of 0 to 4.99%, we recommend a 0% increase in the first year and an adjustment in the second year. Depending upon the City’s financial situation, which will have to be reviewed before each further adjustment is made, all market disparity adjustments are intended to be completed by the third year. The City may also consider a similar implementation plan over a longer period of time, like a five-year implementation plan.
The City may spend additional time to go through a process of deliberation and decision-making as to what compensation philosophy it should implement to attract, motivate, and retain a high-quality workforce. However, the City may want to consider adjusting those classifications’ salaries that are currently below the market median as soon as possible, assuming that incumbents’ performance meets the City’s level of expectation.
When classifications are over market, Gallagher typically recommends Y-rating employees whose current pay exceeds the maximum of the recommended range until the market numbers “catch up” with their current salary. To Y-rate an employee means to keep the employee’s salary frozen and to provide no salary increases (including no cost-of-living adjustments) until the employee’s current salary is within the recommended salary range. This will result in no immediate loss of income but will delay any future increases until the incumbent’s salary is within the salary range.
Other options to “freezing” a classification’s salary in place until the market catches up are:
• “Grandfathering” of salary ranges: This means that the salary range for the classification is adjusted down to what the market numbers are. However, current incumbents would continue being paid at the current rate of pay (which would put them outside of the new and adjusted salary range for the class) until they separate from employment with the City. Any new-hires would be paid within the newly established salary range. • Single-incumbent classes: If a class only has one incumbent, an option would be to wait until the person separates from employment with the City and then adjust the salary range for the class according to the market. • Recent hires: Some employees who have recently been hired may still be at one of the lower steps within their current salary range. So, even if the top of their current salary range is above market, the incumbents are Market Disparity % Increase
0 to 4.99% 0 to 2.49%
5.0% to 9.99% 2.5% to 4.99%
10.0% to 14.99% 5.0% to 7.49%
15.0% to 19.99% 7.5% to 9.99%
20.0% and above 10.0%
© 2025 Arthur J. Gallagher & Co. 16
currently still paid below the market maximum because they are not at the top of their current salary range. In this case, an immediate salary range adjustment could be made to bring the salary range within the market. This would bring the affected incumbents either to the top of the market range or very close to it, but they would not technically be Y-rated or lose any pay.
Another option, of course, is to actually reduce salaries down to the market. However, from an employee relations perspective this may not be a viable option.
Using the Market Data as a Tool
Gallagher would like to reiterate that this report and the findings are meant to be a tool for the City to create and implement an equitable compensation plan. Compensation strategies are designed to attract and retain excellent staff; however, financial realities and the City’s expectations may also come into play when determining appropriate compensation philosophies and strategies. The collected data presented herein represents a market survey that will give the City an instrument to make future compensation decisions.
It has been a pleasure working with the City on this critical project. Please do not hesitate to contact us if we can provide any additional information or clarification regarding this report.
Respectfully submitted by,
Gallagher, Formerly Koff & Associates
Mike Harary
Mike Harary
Project Manager
1 © 2024 Arthur J. Gallagher & Co
Appendix I
Results Summary
City of Imperial
Results Summary
August 2024
DRAFT
Top Monthly
Salary
Average of
Comparators
% above or
below
Median of
Comparators
% above or
below
Total Monthly
Comp
Average of
Comparators
% above or
below
Median of
Comparators
% above or
below
Accountant proposed $ 7,981 proposed $ 8,250 proposed proposed $ 11,292 proposed $ 11,777 proposed 10 Accounting Technician $ 5,914 $ 5,493 7.1% $ 5,887 0.5% $ 9,342 $ 8,400 10.1% $ 9,059 3.0% 9 Administrative Assistant $ 4,736 $ 5,411 -14.3% $ 5,531 -16.8% $ 7,959 $ 8,256 -3.7% $ 8,328 -4.6% 10 Assistant City Clerk $ 7,386 $ 8,307 -12.5% $ 8,153 -10.4% $ 11,069 $ 12,086 -9.2% $ 11,891 -7.4% 4 Assistant to the City Manager $ 12,103 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 17,070 Insuff. Data Insuff. Data Insuff. Data Insuff. Data 2 Associate Planner proposed $ 8,830 proposed $ 9,459 proposed proposed $ 12,287 proposed $ 13,328 proposed 7 Building Inspector II $ 7,206 $ 7,410 -2.8% $ 8,187 -13.6% $ 10,858 $ 10,512 3.2% $ 10,933 -0.7% 9 Building Official proposed $ 11,541 proposed $ 11,265 proposed proposed $ 15,527 proposed $ 14,673 proposed 9 Chief of Police $13,359 $ 17,249 -29.10% $ 15,417 -15.40% $19,042 $ 21,866 -14.80% $ 20,252 -6.40% 7 City Manager $ 19,574 $ 22,449 -14.7% $ 23,267 -18.9% $ 26,282 $ 29,859 -13.6% $ 31,412 -19.5% 8 Code Enforcement Inspector II $ 5,914 $ 6,532 -10.4% $ 7,165 -21.1% $ 9,342 $ 9,535 -2.1% $ 10,174 -8.9% 8 Collection System Worker II $ 5,227 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 8,536 Insuff. Data Insuff. Data Insuff. Data Insuff. Data 2 Community Development Director $ 13,360 $ 16,313 -22.1% $ 18,591 -39.2% $ 18,593 $ 21,367 -14.9% $ 24,662 -32.6% 8 Community Development Technician II $ 4,398 $ 6,588 -49.8% $ 6,833 -55.4% $ 7,562 $ 9,539 -26.1% $ 9,673 -27.9% 8 Crime Analyst $ 6,528 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 10,062 Insuff. Data Insuff. Data Insuff. Data Insuff. Data 3 Engineering Technician II proposed $ 6,249 proposed $ 6,665 proposed proposed $ 9,113 proposed $ 9,252 proposed 8 Equipment Mechanic $ 5,629 $ 6,198 -10.1% $ 6,515 -15.7% $ 9,008 $ 9,058 -0.6% $ 9,613 -6.7% 8 Finance Director $ 13,360 $ 17,428 -30.5% $ 19,096 -42.9% $ 18,593 $ 22,726 -22.2% $ 25,232 -35.7% 7 Finance Manager proposed $ 11,349 proposed $ 12,092 proposed proposed $ 15,408 proposed $ 16,113 proposed 8 Finance Supervisor $ 12,103 $ 11,120 8.1% $ 11,424 5.6% $ 16,605 $ 15,287 7.9% $ 15,866 4.5% 6 Fleet and Facilities Supervisor proposed $ 8,901 proposed $ 9,456 proposed proposed $ 12,359 proposed $ 12,870 proposed 8 Human Resources Director $ 12,103 $ 16,068 -32.8% $ 16,472 -36.1% $ 17,070 $ 21,389 -25.3% $ 21,534 -26.1% 8 Human Resources Specialist $ 7,760 $ 6,578 15.2% $ 7,186 7.4% $ 11,807 $ 9,602 18.7% $ 10,582 10.4% 7 Information Technology Director $ 13,360 $ 18,028 -34.9% $ 17,268 -29.3% $ 18,593 $ 23,698 -27.5% $ 23,305 -25.3% 4 Information Technology Technician II $ 5,914 $ 7,008 -18.5% $ 7,237 -22.4% $ 9,342 $ 10,084 -7.9% $ 10,610 -13.6% 7 Librarian $ 7,386 $ 7,766 -5.1% $ 8,024 -8.6% $ 11,069 $ 10,996 0.7% $ 11,203 -1.2% 4 Library Assistant proposed Insuff. Data Insuff. Data Insuff. Data Insuff. Data proposed Insuff. Data Insuff. Data Insuff. Data Insuff. Data 1 Library Clerk $ 4,736 $ 4,313 8.9% $ 4,073 14.0% $ 7,959 $ 6,892 13.4% $ 6,361 20.1% 7 Library Manager $ 7,954 $ 10,306 -29.6% $ 10,956 -37.7% $ 11,736 $ 13,967 -19.0% $ 14,190 -20.9% 7 Library Page* $ 24.14 Insuff. Data Insuff. Data Insuff. Data Insuff. Data N/A N/A N/A N/A N/A 1 Library Technician $ 5,100 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 8,386 Insuff. Data Insuff. Data Insuff. Data Insuff. Data 1 Lifeguard/Swim Instructor* $ 24.75 Insuff. Data Insuff. Data Insuff. Data Insuff. Data N/A N/A N/A N/A N/A 2 Management Analyst $ 7,760 $ 7,935 -2.3% $ 8,295 -6.9% $ 11,807 $ 11,305 4.3% $ 11,820 -0.1% 8 Park Maintenance Worker II $ 4,736 $ 4,597 2.9% $ 4,640 2.0% $ 7,959 $ 7,135 10.4% $ 6,973 12.4% 7 Parks and Recreation Director $ 13,360 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 18,593 Insuff. Data Insuff. Data Insuff. Data Insuff. Data 3 Police Captain $ 12,103 $ 13,636 -12.7% $ 13,532 -11.8% $ 17,520 $ 17,495 0.1% $ 17,931 -2.3% 7 Police Corporal $ 8,153 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 11,969 Insuff. Data Insuff. Data Insuff. Data Insuff. Data 2 Police Officer $ 7,030 $ 7,647 -8.8% $ 6,640 5.6% $ 10,652 $ 10,398 2.4% $ 9,100 14.6% 7 Police Sergeant $ 9,224 $ 10,141 -9.9% $ 9,055 1.8% $ 13,226 $ 13,235 -0.1% $ 12,044 8.9% 7 Police Services Officer II $ 5,629 $ 4,861 13.7% $ 4,863 13.6% $ 9,008 $ 7,451 17.3% $ 7,342 18.5% 4 Property and Evidence Technician $ 5,629 $ 5,330 5.3% $ 5,050 10.3% $ 9,008 $ 7,998 11.2% $ 7,536 16.3% 6 Public Services Director $ 13,360 $ 17,918 -34.1% $ 18,650 -39.6% $ 18,593 $ 23,542 -26.6% $ 24,904 -33.9% 7 Classification
Top Monthly Salary Data Total Monthly Compensation Data # of Matches
City of Imperial
Results Summary
August 2024
DRAFT
Top Monthly
Salary
Average of
Comparators
% above or
below
Median of
Comparators
% above or
below
Total Monthly
Comp
Average of
Comparators
% above or
below
Median of
Comparators
% above or
below
Classification
Top Monthly Salary Data Total Monthly Compensation Data # of Matches
Public Services Maintenance Worker II $ 4,736 $ 5,516 -16.5% $ 5,837 -23.3% $ 7,959 $ 8,356 -5.0% $ 8,808 -10.7% 9 Public Services Manager $ 12,103 $ 10,958 9.5% $ 11,363 6.1% $ 17,070 $ 15,030 12.0% $ 15,414 9.7% 6 Public Services Supervisor $ 8,780 $ 9,028 -2.8% $ 9,433 -7.4% $ 12,705 $ 12,594 0.9% $ 13,623 -7.2% 8 Recreation and Special Events Coordinator $ 6,859 $ 6,539 4.7% $ 6,500 5.2% $ 10,450 $ 9,560 8.5% $ 9,755 6.7% 5 Recreation Leader II* $ 24.75 $ 20.53 17.1% $ 19.80 20.0% N/A N/A N/A N/A N/A 4 Utility Maintenance Worker II $ 5,227 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 8,536 Insuff. Data Insuff. Data Insuff. Data Insuff. Data 3 Wastewater Plant Chief Operator $ 8,780 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 13,042 Insuff. Data Insuff. Data Insuff. Data Insuff. Data 3 Wastewater Treatment Plant Operator II $ 6,692 $ 6,290 6.0% $ 6,292 6.0% $ 10,254 $ 9,103 11.2% $ 8,804 14.1% 5 Water Meter/Distribution Operator II $ 5,629 $ 6,131 -8.9% $ 6,169 -9.6% $ 9,008 $ 9,018 -0.1% $ 8,804 2.3% 5 Water Plant Chief Operator $ 8,780 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 13,042 Insuff. Data Insuff. Data Insuff. Data Insuff. Data 2 Water Treatment Plant Operator II $ 6,692 $ 6,784 -1.4% $ 6,669 0.3% $ 10,254 $ 9,694 5.5% $ 9,332 9.0% 4 AVERAGE: -9.0% AVERAGE: -11.0% AVERAGE: -2.4% AVERAGE: -4.2% *Non-benefitted benchmark.
2 © 2024 Arthur J. Gallagher & Co
Appendix II
Market Compensation Findings
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Imperial Accountant Proposed
2 City of Palm Desert Accountant $ 10,116 $ 4,131 $ 14,247 7/1/2024 7/1/2025 3.00% 3 City of Palm Springs Accountant $ 9,739 $ 3,885 $ 13,624 7/1/2024 7/1/2025 5.00% 4 City of Indio Accountant $ 9,660 $ 3,911 $ 13,571 7/1/2024 7/1/2025 3.00% 5 Imperial Irrigation District Financial Accountant $ 9,368 $ 4,456 $ 13,823 1/1/2024 1/1/2025 4.00% 6 City of Coachella Accountant $ 9,202 $ 3,716 $ 12,918 7/1/2024 7/1/2025 4.00% 7 City of Brawley Accountant $ 7,297 $ 3,340 $ 10,637 7/1/2024 unknown unknown 8 City of El Centro Accountant $ 6,967 $ 2,615 $ 9,582 7/1/2024 unknown unknown 9 County of San Diego Associate Accountant $ 6,857 $ 2,598 $ 9,455 6/28/2024 unknown unknown 10 County of Imperial Accountant-Auditor $ 5,952 $ 2,295 $ 8,247 7/12/2024 unknown unknown 11 City of Calexico Accountant $ 4,652 $ 2,166 $ 6,818 1/1/2023 unknown unknown Top Monthly Total
Monthly
$ 7,981 $ 11,292
$ 8,250 $ 11,777
10 10
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Accountant
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Desert Accounting Technician II $ 7,710 $ 3,863 $ 11,573 7/1/2024 7/1/2025 3.00% 2 City of Coachella Accounting Technician $ 6,656 $ 3,312 $ 9,969 7/1/2024 7/1/2025 4.00% 3 City of Indio Accounting Technician II $ 6,450 $ 3,019 $ 9,469 7/1/2024 7/1/2025 3.00% 4 Imperial Irrigation District Accounting Technician $ 5,955 $ 3,527 $ 9,483 1/1/2024 1/1/2025 4.00% 5 City of Imperial Accounting Technician $ 5,914 $ 3,428 $ 9,342 7/1/2024 7/1/2025 2.50% 6 City of Palm Springs Account Clerk II $ 5,887 $ 3,172 $ 9,059 7/1/2024 7/1/2025 5.00% 7 City of Brawley Senior Accounting Assistant $ 4,907 $ 2,906 $ 7,814 7/1/2024 unknown unknown 8 County of San Diego Account Clerk Specialist $ 4,699 $ 2,357 $ 7,056 6/28/2024 unknown unknown 9 County of Imperial1 [Accounting Technician/ Account Clerk II] $ 3,691 $ 2,051 $ 5,742 7/12/2024 unknown unknown 10 City of Calexico Accounting Assistant II $ 3,479 $ 1,954 $ 5,433 1/1/2023 unknown unknown 11 City of El Centro N/C
Top Monthly Total
Monthly
$ 5,493 $ 8,400
7.1% 10.1%
$ 5,887 $ 9,059
0.5% 3.0%
9 9
1 - County of Imperial: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency.
The salary displayed is an average of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Accounting Technician
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Desert Administrative Assistant II $ 7,710 $ 3,863 $ 11,573 7/1/2024 7/1/2025 3.00% 2 City of Indio Administrative Assistant $ 6,482 $ 3,025 $ 9,507 7/1/2024 7/1/2025 3.00% 3 Imperial Irrigation District1 [Administrative Assistant II/ Clerical Technician] $ 6,453 $ 3,663 $ 10,116 1/1/2024 1/1/2025 4.00% 4 City of Palm Springs Administrative Assistant $ 6,183 $ 3,212 $ 9,395 7/1/2024 7/1/2025 5.00% 5 City of Coachella Department Assistant II $ 5,750 $ 3,168 $ 8,918 7/1/2024 7/1/2025 4.00% 6 County of San Diego Administrative Secretary II $ 5,313 $ 2,426 $ 7,738 6/28/2024 unknown unknown 7 City of El Centro Staff Assistant $ 4,965 $ 2,372 $ 7,337 7/1/2024 unknown unknown 8 City of Imperial Administrative Assistant $ 4,736 $ 3,223 $ 7,959 7/1/2024 7/1/2025 2.50% 9 County of Imperial Administrative Secretary $ 4,167 $ 2,103 $ 6,270 7/12/2024 unknown unknown 10 City of Brawley Administrative Office Clerk $ 3,607 $ 2,671 $ 6,278 7/1/2024 unknown unknown 11 City of Calexico Administrative Assistant $ 3,479 $ 1,954 $ 5,433 1/1/2023 unknown unknown Top Monthly Total
Monthly
$ 5,411 $ 8,256
-14.3% -3.7%
$ 5,531 $ 8,328
-16.8% -4.6%
10 10
1 - Imperial Irrigation District: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Administrative Assistant
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Coachella Deputy City Clerk $ 9,498 $ 4,125 $ 13,623 7/1/2024 7/1/2025 3.00% 2 City of Palm Desert Deputy City Clerk II $ 8,511 $ 3,952 $ 12,463 7/1/2024 7/1/2025 3.00% 3 City of Indio Deputy City Clerk $ 7,795 $ 3,523 $ 11,318 7/1/2024 7/1/2025 3.00% 4 City of Palm Springs Deputy City Clerk $ 7,422 $ 3,519 $ 10,941 7/1/2024 7/1/2025 5.00% 5 City of Imperial Assistant City Clerk $ 7,386 $ 3,683 $ 11,069 7/1/2024 7/1/2025 2.50% 6 City of El Centro N/C
7 County of San Diego N/C
8 County of Imperial N/C
9 Imperial Irrigation District N/C
10 City of Calexico N/C
11 City of Brawley N/C
Top Monthly Total
Monthly
$ 8,307 $ 12,086
-12.5% -9.2%
$ 8,153 $ 11,891
-10.4% -7.4%
4 4
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Assistant City Clerk
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Springs Special Assistant to the City Manager $ 13,561 $ 4,748 $ 18,309 7/1/2024 7/1/2025 5.00% 2 City of Coachella Assistant to the City Manager $ 12,573 $ 4,729 $ 17,302 7/1/2024 7/1/2025 3.00% 3 City of Imperial Assistant to the City Manager $ 12,103 $ 4,967 $ 17,070 7/1/2024 7/1/2025 2.50% 4 City of Calexico N/C
5 County of San Diego N/C
6 County of Imperial N/C
7 City of El Centro N/C
8 Imperial Irrigation District N/C
9 City of Brawley N/C
10 City of Palm Desert N/C
11 City of Indio N/C
Top Monthly Total
Monthly
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
2 2
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Assistant to the City Manager
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Imperial Associate Planner Proposed
2 City of Palm Desert Associate Planner $ 10,367 $ 4,159 $ 14,526 7/1/2024 7/1/2025 3.00% 3 City of Palm Springs Associate Planner $ 9,988 $ 3,924 $ 13,912 7/1/2024 7/1/2025 5.00% 4 City of Coachella Associate Planner $ 9,780 $ 4,180 $ 13,960 7/1/2024 7/1/2025 3.00% 5 City of Indio Associate Planner $ 9,459 $ 3,869 $ 13,328 7/1/2024 7/1/2025 3.00% 6 County of San Diego Land Use/Environmental Planner II $ 8,670 $ 2,800 $ 11,470 6/28/2024 unknown unknown 7 City of El Centro Associate Planner $ 7,378 $ 2,948 $ 10,326 7/1/2024 unknown unknown 8 County of Imperial Planner II $ 6,167 $ 2,318 $ 8,485 7/12/2024 unknown unknown 9 Imperial Irrigation District N/C
10 City of Calexico N/C
11 City of Brawley N/C
Top Monthly Total
Monthly
$ 8,830 $ 12,287
$ 9,459 $ 13,328
7 7
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Associate Planner
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Desert Building Inspector II $ 8,941 $ 4,000 $ 12,941 7/1/2024 7/1/2025 3.00% 2 City of Indio Building Inspector II $ 8,865 $ 3,745 $ 12,611 7/1/2024 7/1/2025 3.00% 3 City of Coachella Building Inspector II $ 8,607 $ 3,621 $ 12,228 7/1/2024 7/1/2025 4.00% 4 City of Palm Springs Building Inspector $ 8,316 $ 3,499 $ 11,815 7/1/2024 7/1/2025 5.00% 5 County of San Diego Building Inspector II $ 8,187 $ 2,746 $ 10,933 6/28/2024 unknown unknown 6 City of Imperial Building Inspector II $ 7,206 $ 3,652 $ 10,858 7/1/2024 7/1/2025 2.50% 7 City of Brawley Building Inspector $ 6,680 $ 3,228 $ 9,908 7/1/2024 unknown unknown 8 County of Imperial Building Inspector II $ 5,734 $ 2,271 $ 8,005 7/12/2024 unknown unknown 9 City of El Centro Building Inspector $ 5,691 $ 2,460 $ 8,151 7/1/2024 unknown unknown 10 City of Calexico Building Inspector II $ 5,668 $ 2,351 $ 8,019 1/1/2023 unknown unknown 11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 7,410 $ 10,512
-2.8% 3.2%
$ 8,187 $ 10,933
-13.6% -0.7%
9 9
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Building Inspector II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Imperial Building Official Proposed
2 City of Palm Desert Chief Building Official $ 16,172 $ 4,807 $ 20,979 7/1/2024 7/1/2025 3.00% 3 City of Indio Chief Building Official $ 15,312 $ 5,568 $ 20,880 7/1/2024 7/1/2025 3.00% 4 City of Palm Springs Building Official $ 13,898 $ 4,808 $ 18,706 7/1/2024 7/1/2025 5.00% 5 City of Coachella Building Official $ 12,460 $ 4,707 $ 17,168 7/1/2024 7/1/2025 3.00% 6 County of San Diego Building/Enforcement Manager $ 11,265 $ 3,270 $ 14,535 6/28/2024 unknown unknown 7 City of El Centro Assistant Community Development Director $ 10,868 $ 3,805 $ 14,673 7/1/2024 unknown unknown 8 County of Imperial Building Division Manager $ 9,312 $ 2,925 $ 12,238 7/12/2024 unknown unknown 9 City of Brawley Building Official $ 8,326 $ 3,526 $ 11,852 7/1/2024 unknown unknown 10 City of Calexico Building Official $ 6,256 $ 2,457 $ 8,713 1/1/2023 unknown unknown 11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 11,541 $ 15,527
$ 11,265 $ 14,673
9 9
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Building Official
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Springs Police Chief $ 23,875 $ 6,573 $ 30,448 7/1/2024 7/1/2025 5.00% 2 City of Indio Chief of Police $ 19,648 $ 4,632 $ 24,281 7/1/2024 unknown unknown 3 County of San Diego Sheriff's Commander $ 18,435 $ 4,087 $ 22,522 6/28/2024 unknown unknown 4 City of Brawley Chief of Police $ 15,417 $ 4,835 $ 20,252 8/6/2024 8/6/2025 5.40% 5 County of Imperial Sheriff-Coroner $ 15,160 $ 4,174 $ 19,333 7/12/2024 unknown unknown 6 City of El Centro Chief of Police $ 14,534 $ 4,541 $ 19,075 7/1/2024 unknown unknown 7 City of Calexico Police Chief $ 13,674 $ 3,480 $ 17,154 12/7/2022 unknown unknown 8 City of Imperial Chief of Police $ 13,359 $ 5,683 $ 19,042 7/1/2024 7/1/2025 2.50% 9 City of Coachella N/C
10 City of Palm Desert N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 17,249 $ 21,866
-29.10% -14.80%
$ 15,417 $ 20,252
-15.40% -6.40%
9 9
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Chief of Police
Summary Results
Average of Comparators
% City of Imperial Above/Below
Median of Comparators
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Springs City Manager $ 27,083 $ 9,099 $ 36,182 3/1/2023 unknown unknown 2 City of Palm Desert City Manager $ 26,306 $ 5,937 $ 32,244 7/1/2024 7/1/2025 3.00% 3 City of Indio City Manager $ 25,417 $ 9,728 $ 35,145 7/1/2024 unknown unknown 4 City of Coachella City Manager $ 23,917 $ 10,069 $ 33,986 1/24/2024 1/24/2025 Up to 7.00% 5 Imperial Irrigation District General Manager, Assistant $ 22,616 $ 7,963 $ 30,579 1/1/2024 1/1/2025 4.00% 6 City of El Centro City Manager $ 20,400 $ 5,476 $ 25,876 7/1/2024 7/1/2025 2.00% 7 City of Imperial City Manager $ 19,574 $ 6,708 $ 26,282 7/1/2024 7/1/2025 2.50% 8 City of Calexico City Manager $ 18,334 $ 5,486 $ 23,820 6/15/2022 unknown unknown 9 City of Brawley City Manager $ 15,522 $ 5,516 $ 21,038 7/1/2024 11/4/2024 1.50% 10 County of Imperial N/C
11 County of San Diego N/C
Top Monthly Total
Monthly
$ 22,449 $ 29,859
-14.7% -13.6%
$ 23,267 $ 31,412
-18.9% -19.5%
8 8
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
City Manager
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Desert Code Compliance Officer II $ 8,098 $ 3,906 $ 12,004 7/1/2024 7/1/2025 3.00% 2 City of Palm Springs Code Compliance Officer $ 7,531 $ 3,394 $ 10,925 7/1/2024 7/1/2025 5.00% 3 City of Indio Code Enforcement Officer II $ 7,306 $ 3,168 $ 10,474 7/1/2024 7/1/2025 3.00% 4 County of San Diego Code Enforcement Officer $ 7,278 $ 2,645 $ 9,923 6/28/2024 unknown unknown 5 City of Coachella Code Enforcement Officer $ 7,051 $ 3,375 $ 10,426 7/1/2024 7/1/2025 4.00% 6 City of Imperial Code Enforcement Inspector II $ 5,914 $ 3,428 $ 9,342 7/1/2024 7/1/2025 2.50% 7 City of Brawley Code Enforcement Officer $ 5,601 $ 3,032 $ 8,634 7/1/2024 unknown unknown 8 City of El Centro Code Enforcement Officer I $ 4,965 $ 2,372 $ 7,337 7/1/2024 unknown unknown 9 City of Calexico Code Enforcement Officer $ 4,428 $ 2,126 $ 6,554 1/1/2023 unknown unknown 10 County of Imperial N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 6,532 $ 9,535
-10.4% -2.1%
$ 7,165 $ 10,174
-21.1% -8.9%
8 8
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Code Enforcement Inspector II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Coachella Treatment/Collection System Operator II $ 6,796 $ 3,334 $ 10,130 7/1/2024 7/1/2025 4.00% 2 City of Imperial Collection System Worker II $ 5,227 $ 3,308 $ 8,536 7/1/2024 7/1/2025 2.50% 3 City of El Centro Wastewater Maintenance Worker $ 4,472 $ 2,433 $ 6,905 7/1/2024 unknown unknown 4 City of Calexico N/C
5 County of San Diego N/C
6 County of Imperial N/C
7 Imperial Irrigation District N/C
8 City of Brawley N/C
9 City of Palm Desert N/C
10 City of Palm Springs N/C
11 City of Indio N/C
Top Monthly Total
Monthly
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
2 2
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Collection System Worker II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 County of San Diego Deputy Director, Planning and Development Services $ 19,978 $ 4,663 $ 24,641 6/28/2024 unknown unknown 2 City of Palm Desert Director of Development Services $ 19,703 $ 5,201 $ 24,904 7/1/2024 7/1/2025 3.00% 3 City of Indio Director of Community Development $ 19,096 $ 6,503 $ 25,599 7/1/2024 7/1/2025 3.00% 4 City of Palm Springs Director of Development Services $ 18,977 $ 5,706 $ 24,683 7/1/2024 7/1/2025 5.00% 5 City of Coachella1 [Community Development Director/ City Engineer] $ 18,206 $ 7,548 $ 25,754 7/1/2024 7/1/2025 4.00% 6 City of Imperial Community Development Director $ 13,360 $ 5,233 $ 18,593 7/1/2024 7/1/2025 2.50% 7 County of Imperial2 [Assistant Director of Planning and Building Services/ Director of Planning and Building Services] $ 12,989 $ 3,427 $ 16,416 7/12/2024 unknown unknown 8 City of El Centro Director of Community Development $ 11,050 $ 3,834 $ 14,884 7/1/2024 unknown unknown 9 City of Calexico Planning and Building Services Director $ 10,507 $ 3,551 $ 14,058 11/13/2023 unknown unknown 10 City of Brawley N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 16,313 $ 21,367
-22.1% -14.9%
$ 18,591 $ 24,662
-39.2% -32.6%
8 8
1 - City of Coachella: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - County of Imperial: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Community Development Director
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Coachella Development Services Technician $ 8,420 $ 3,913 $ 12,333 7/1/2024 7/1/2025 3.00% 2 City of Palm Springs Permit Center Technician $ 7,915 $ 3,445 $ 11,360 7/1/2024 7/1/2025 5.00% 3 City of Palm Desert Permit Technician II $ 7,710 $ 3,863 $ 11,573 7/1/2024 7/1/2025 3.00% 4 County of San Diego Land Use Technician II $ 6,854 $ 2,597 $ 9,451 6/28/2024 unknown unknown 5 City of Indio Permit Technician II $ 6,813 $ 3,082 $ 9,896 7/1/2024 7/1/2025 3.00% 6 County of Imperial Permit Specialist $ 5,953 $ 2,295 $ 8,248 7/12/2024 unknown unknown 7 City of El Centro Permit Center Technician $ 5,313 $ 2,414 $ 7,727 7/1/2024 unknown unknown 8 City of Imperial Community Development Technician II $ 4,398 $ 3,164 $ 7,562 7/1/2024 7/1/2025 2.50% 9 City of Calexico Permit Technician $ 3,725 $ 1,998 $ 5,723 1/1/2023 unknown unknown 10 City of Brawley N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 6,588 $ 9,539
-49.8% -26.1%
$ 6,833 $ 9,673
-55.4% -27.9%
8 8
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Community Development Technician II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 County of San Diego Crime and Intelligence Analyst $ 8,479 $ 2,873 $ 11,352 6/28/2024 unknown unknown 2 City of Palm Springs Crime Analyst $ 7,531 $ 3,394 $ 10,925 7/1/2024 7/1/2025 5.00% 3 City of Indio IPD Crime Analyst II $ 6,740 $ 3,299 $ 10,040 1/1/2024 1/1/2025 3.00% 4 City of Imperial Crime Analyst $ 6,528 $ 3,534 $ 10,062 7/1/2024 7/1/2025 2.50% 5 City of Coachella N/C
6 City of Palm Desert N/C
7 City of Brawley N/C
8 City of Calexico N/C
9 City of El Centro N/C
10 County of Imperial N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
3 3
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Crime Analyst
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Imperial Engineering Technician II Proposed
2 Imperial Irrigation District Engineering Technician II $ 7,598 $ 3,974 $ 11,572 1/1/2024 1/1/2025 4.00% 3 City of Coachella Engineering Technician $ 7,210 $ 3,400 $ 10,610 7/1/2024 7/1/2025 4.00% 4 County of San Diego Engineering Technician II $ 6,866 $ 2,599 $ 9,465 6/28/2024 unknown unknown 5 City of Indio Engineering Technician II $ 6,847 $ 3,088 $ 9,936 7/1/2024 7/1/2025 3.00% 6 City of El Centro Engineering Technician $ 6,483 $ 2,556 $ 9,039 7/1/2024 unknown unknown 7 City of Brawley Engineering Technician II $ 5,337 $ 2,943 $ 8,280 7/1/2024 7/1/2025 2.00% 8 County of Imperial Civil Engineering Technician $ 5,111 $ 2,204 $ 7,315 7/12/2024 unknown unknown 9 City of Calexico Engineering Technician $ 4,538 $ 2,146 $ 6,684 1/1/2023 unknown unknown 10 City of Palm Desert N/C
11 City of Palm Springs N/C
Top Monthly Total
Monthly
$ 6,249 $ 9,113
$ 6,665 $ 9,252
8 8
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Engineering Technician II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Coachella Vehicle Equipment Mechanic II $ 8,374 $ 3,585 $ 11,958 7/1/2024 7/1/2025 4.00% 2 City of Palm Springs Fleet Maintenance Technician III $ 7,720 $ 3,419 $ 11,139 7/1/2024 7/1/2025 5.00% 3 City of Indio Fleet Mechanic II $ 7,020 $ 3,118 $ 10,139 7/1/2024 7/1/2025 3.00% 4 County of San Diego Senior Fleet Technician $ 6,777 $ 2,589 $ 9,366 6/28/2024 unknown unknown 5 Imperial Irrigation District Mechanic II $ 6,252 $ 3,608 $ 9,860 1/1/2024 1/1/2025 4.00% 6 City of Imperial Equipment Mechanic $ 5,629 $ 3,378 $ 9,008 7/1/2024 7/1/2025 2.50% 7 County of Imperial1 [Heavy Equipment Mechanic/ Automotive Mechanic] $ 4,691 $ 2,159 $ 6,850 7/12/2024 unknown unknown 8 City of El Centro Equipment Mechanic I $ 4,640 $ 2,333 $ 6,973 7/1/2024 unknown unknown 9 City of Calexico Mechanic I/Service Advisor $ 4,112 $ 2,069 $ 6,181 1/1/2023 unknown unknown 10 City of Palm Desert N/C
11 City of Brawley N/C
Top Monthly Total
Monthly
$ 6,198 $ 9,058
-10.1% -0.6%
$ 6,515 $ 9,613
-15.7% -6.7%
8 8
1 - County of Imperial: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Equipment Mechanic
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 County of San Diego Group Finance Director $ 20,699 $ 4,757 $ 25,456 6/28/2024 unknown unknown 2 City of Palm Desert Director of Finance $ 20,197 $ 5,256 $ 25,453 7/1/2024 7/1/2025 3.00% 3 City of Palm Springs Director of Finance and Treasurer $ 19,433 $ 5,787 $ 25,220 7/1/2024 7/1/2025 5.00% 4 City of Indio Director of Finance $ 19,096 $ 6,136 $ 25,232 7/1/2024 7/1/2025 3.00% 5 City of Coachella Finance Director $ 18,374 $ 7,585 $ 25,959 7/1/2024 7/1/2025 4.00% 6 City of Imperial Finance Director $ 13,360 $ 5,233 $ 18,593 7/1/2024 7/1/2025 2.50% 7 City of El Centro Director of Finance $ 12,351 $ 3,742 $ 16,093 7/1/2024 unknown unknown 8 County of Imperial Deputy CEO - Budget and Finance $ 11,848 $ 3,822 $ 15,670 7/12/2024 unknown unknown 9 City of Brawley N/C
10 City of Calexico N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 17,428 $ 22,726
-30.5% -22.2%
$ 19,096 $ 25,232
-42.9% -35.7%
7 7
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Finance Director
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Imperial Finance Manager Proposed
2 City of Palm Springs Assistant Director of Finance $ 15,194 $ 5,037 $ 20,231 7/1/2024 7/1/2025 5.00% 3 Imperial Irrigation District4 [Officer of Accounting Financial Controller/ Officer Budget & Finance Performance, Assistant] $ 14,579 $ 6,121 $ 20,700 1/1/2024 1/1/2025 4.00% 4 City of Palm Desert2 [Deputy Director of Finance/ Finance Supervisor] $ 13,734 $ 4,535 $ 18,269 7/1/2024 7/1/2025 3.00% 5 City of Coachella1 [Accounting Manager/ Finance Manager] $ 12,610 $ 4,737 $ 17,346 7/1/2024 7/1/2025 3.00% 6 County of San Diego3 [Principal Accountant/ Departmental Budget Manager] $ 11,573 $ 3,307 $ 14,880 6/28/2024 unknown unknown 7 City of El Centro Finance Manager $ 8,298 $ 3,184 $ 11,482 7/1/2024 unknown unknown 8 County of Imperial General Accounting Manager $ 8,216 $ 2,776 $ 10,992 7/12/2024 unknown unknown 9 City of Calexico Finance Manager $ 6,591 $ 2,771 $ 9,362 7/1/2023 unknown unknown 10 City of Indio N/C
11 City of Brawley N/C
Top Monthly Total
Monthly
$ 11,349 $ 15,408
$ 12,092 $ 16,113
8 8
1 - City of Coachella: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. 2 - City of Palm Desert: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches. 3 - County of San Diego: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 4 - Imperial Irrigation District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Finance Manager
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Springs Payroll and Accounting Manager $ 12,593 $ 4,577 $ 17,170 7/1/2024 7/1/2025 5.00% 2 City of Indio1 [Finance Manager/ Senior Accountant] $ 12,185 $ 4,436 $ 16,621 7/1/2024 7/1/2025 3.00% 3 City of Imperial Finance Supervisor $ 12,103 $ 4,502 $ 16,605 7/1/2024 7/1/2025 2.50% 4 Imperial Irrigation District Supervisor, Payroll & Accounts Payable Services $ 11,956 $ 5,160 $ 17,115 1/1/2024 1/1/2025 4.00% 5 City of Palm Desert Finance Supervisor $ 10,892 $ 4,218 $ 15,110 7/1/2024 7/1/2025 3.00% 6 County of San Diego2 [Principal Accountant/ Senior Accountant] $ 10,007 $ 2,949 $ 12,956 6/28/2024 unknown unknown 7 City of Brawley Finance Manager $ 9,088 $ 3,664 $ 12,752 7/1/2024 unknown unknown 8 City of Coachella N/C
9 City of Calexico N/C
10 City of El Centro N/C
11 County of Imperial N/C
Top Monthly Total
Monthly
$ 11,120 $ 15,287
8.1% 7.9%
$ 11,424 $ 15,866
5.6% 4.5%
6 6
1 - City of Indio: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
2 - County of San Diego: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Finance Supervisor
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Imperial Fleet and Facilities Supervisor Proposed 2 Imperial Irrigation District6 [Supervisor, Fleet Services/ Foreman, General Facilities Management Services] $ 11,386 $ 5,005 $ 16,391 1/1/2024 1/1/2025 4.00% 3 City of Indio Fleet Mechanic Supervisor $ 10,042 $ 3,990 $ 14,033 7/1/2024 7/1/2025 3.00% 4 City of Palm Springs3 [Fleet Maintenance Manager/ Fleet Maintenance Technician, Lead] $ 9,947 $ 3,917 $ 13,864 7/1/2024 7/1/2025 5.00% 5 City of Coachella Fleet Services Coordinator $ 9,873 $ 3,822 $ 13,696 7/1/2024 7/1/2025 4.00% 6 County of San Diego5 [Fleet Coordinator/ Fleet Team Lead] $ 9,039 $ 3,005 $ 12,044 6/28/2024 unknown unknown 7 City of Calexico1 [Supervisor - Maintenance and Operations/ Supervisor-Fleet Maintenance] $ 7,648 $ 2,709 $ 10,357 1/1/2023 unknown unknown 8 City of El Centro2 [Building and Facilities Maintenance Supervisor/ Chief Mechanic] $ 6,967 $ 2,882 $ 9,849 7/1/2024 unknown unknown 9 County of Imperial4 [Maintenance Supervisor II/ Supervising Vehicle and Light Equipment Mechanic] $ 6,306 $ 2,333 $ 8,639 7/12/2024 unknown unknown 10 City of Palm Desert N/C
11 City of Brawley N/C
Top Monthly Total
Monthly
$ 8,901 $ 12,359
$ 9,456 $ 12,870
8 8
6 - Imperial Irrigation District: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 1 - City of Calexico: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 2 - City of El Centro: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 3 - City of Palm Springs: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
4 - County of Imperial: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 5 - County of San Diego: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Fleet and Facilities Supervisor
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 County of San Diego Group Human Resources Director $ 20,699 $ 4,757 $ 25,456 6/28/2024 unknown unknown 2 City of Indio Director of Human Resources and Risk Management $ 19,096 $ 6,723 $ 25,819 7/1/2024 7/1/2025 3.00% 3 Imperial Irrigation District Manager, Human Resources $ 18,607 $ 7,044 $ 25,650 1/1/2024 1/1/2025 4.00% 4 City of Palm Springs Director of Human Resources $ 16,772 $ 5,316 $ 22,088 7/1/2024 7/1/2025 5.00% 5 City of Palm Desert Human Resources Manager $ 16,172 $ 4,807 $ 20,979 7/1/2024 7/1/2025 3.00% 6 City of Coachella Human Resources Manager $ 14,513 $ 6,301 $ 20,814 7/1/2024 7/1/2025 4.00% 7 City of Imperial Human Resources Director $ 12,103 $ 4,967 $ 17,070 7/1/2024 7/1/2025 2.50% 8 County of Imperial Deputy Director of Human Resources and Risk Management $ 11,848 $ 3,822 $ 15,670 7/12/2024 unknown unknown 9 City of El Centro Director of Human Resources $ 10,837 $ 3,800 $ 14,637 7/1/2024 unknown unknown 10 City of Brawley N/C
11 City of Calexico N/C
Top Monthly Total
Monthly
$ 16,068 $ 21,389
-32.8% -25.3%
$ 16,472 $ 21,534
-36.1% -26.1%
8 8
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Human Resources Director
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 Imperial Irrigation District Human Resources Specialist I $ 8,092 $ 4,109 $ 12,201 1/1/2024 1/1/2025 4.00% 2 City of Palm Springs Human Resources Specialist $ 7,999 $ 3,610 $ 11,609 7/1/2024 7/1/2025 5.00% 3 City of Imperial Human Resources Specialist $ 7,760 $ 4,046 $ 11,807 7/1/2024 7/1/2025 2.50% 4 City of Indio Human Resources Specialist $ 7,453 $ 3,165 $ 10,618 7/1/2024 7/1/2025 3.00% 5 City of Coachella Human Resources Technician $ 7,186 $ 3,396 $ 10,582 7/1/2024 7/1/2025 4.00% 6 County of Imperial Human Resources Specialist-Confidential $ 5,527 $ 2,249 $ 7,776 7/12/2024 unknown unknown 7 County of San Diego Human Resources Assistant $ 5,467 $ 2,537 $ 8,004 6/28/2024 unknown unknown 8 City of Calexico Human Resources - Risk Management Technician $ 4,320 $ 2,106 $ 6,426 1/1/2023 unknown unknown 9 City of Palm Desert N/C
10 City of Brawley N/C
11 City of El Centro N/C
Top Monthly Total
Monthly
$ 6,578 $ 9,602
15.2% 18.7%
$ 7,186 $ 10,582
7.4% 10.4%
7 7
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Human Resources Specialist
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 County of San Diego Group Information Technology Manager $ 20,699 $ 4,757 $ 25,456 6/28/2024 unknown unknown 2 City of Palm Springs Director of Information Technology $ 17,619 $ 5,466 $ 23,085 7/1/2024 7/1/2025 5.00% 3 City of Indio Director of Information Technology $ 16,918 $ 5,809 $ 22,727 7/1/2024 7/1/2025 3.00% 4 Imperial Irrigation District Chief Information Officer, Assistant $ 16,877 $ 6,647 $ 23,524 1/1/2024 1/1/2025 4.00% 5 City of Imperial Information Technology Director $ 13,360 $ 5,233 $ 18,593 7/1/2024 7/1/2025 2.50% 6 City of Coachella N/C
7 City of Palm Desert N/C
8 City of Brawley N/C
9 City of Calexico N/C
10 City of El Centro N/C
11 County of Imperial N/C
Top Monthly Total
Monthly
$ 18,028 $ 23,698
-34.9% -27.5%
$ 17,268 $ 23,305
-29.3% -25.3%
4 4
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Information Technology Director
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Springs Information Technology Technician $ 8,524 $ 3,527 $ 12,051 7/1/2024 7/1/2025 5.00% 2 City of Indio Information Technology Support Technician $ 7,603 $ 3,220 $ 10,823 7/1/2024 7/1/2025 3.00% 3 County of San Diego Information Technology Specialist $ 7,505 $ 2,822 $ 10,327 6/28/2024 unknown unknown 4 Imperial Irrigation District Personal Computer Technician $ 7,237 $ 3,876 $ 11,113 1/1/2024 1/1/2025 4.00% 5 City of Coachella Information Technology Technician $ 7,210 $ 3,400 $ 10,610 7/1/2024 7/1/2025 4.00% 6 City of El Centro Computer Support Technician $ 6,084 $ 2,508 $ 8,592 7/1/2024 unknown unknown 7 City of Imperial Information Technology Technician II $ 5,914 $ 3,428 $ 9,342 7/1/2024 7/1/2025 2.50% 8 County of Imperial Department Systems Support Technician II $ 4,893 $ 2,181 $ 7,074 7/12/2024 unknown unknown 9 City of Palm Desert N/C
10 City of Brawley N/C
11 City of Calexico N/C
Top Monthly Total
Monthly
$ 7,008 $ 10,084
-18.5% -7.9%
$ 7,237 $ 10,610
-22.4% -13.6%
7 7
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Information Technology Technician II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Desert Librarian II $ 9,868 $ 4,104 $ 13,972 7/1/2024 7/1/2025 3.00% 2 City of Palm Springs Librarian $ 8,398 $ 3,673 $ 12,071 7/1/2024 7/1/2025 5.00% 3 County of San Diego Librarian II $ 7,649 $ 2,686 $ 10,335 6/28/2024 unknown unknown 4 City of Imperial Librarian $ 7,386 $ 3,683 $ 11,069 7/1/2024 7/1/2025 2.50% 5 City of Calexico Reference Librarian $ 5,149 $ 2,455 $ 7,604 7/1/2023 unknown unknown 6 City of Coachella N/C
7 City of Indio N/C
8 City of Brawley N/C
9 City of El Centro N/C
10 County of Imperial N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 7,766 $ 10,996
-5.1% 0.7%
$ 8,024 $ 11,203
-8.6% -1.2%
4 4
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Librarian
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Imperial Library Assistant Proposed
2 City of Palm Desert Librarian I $ 9,393 $ 4,051 $ 13,444 7/1/2024 7/1/2025 3.00% 3 City of Brawley N/C
4 County of Imperial N/C
5 City of El Centro N/C
6 City of Calexico N/C
7 County of San Diego N/C
8 Imperial Irrigation District N/C
9 City of Palm Springs N/C
10 City of Coachella N/C
11 City of Indio N/C
Top Monthly Total
Monthly
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
1 1
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Library Assistant
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Desert Library Assistant $ 5,732 $ 3,642 $ 9,374 7/1/2024 7/1/2025 3.00% 2 City of Palm Springs Library Assistant, Senior $ 5,601 $ 3,134 $ 8,735 7/1/2024 7/1/2025 5.00% 3 City of Imperial Library Clerk $ 4,736 $ 3,223 $ 7,959 7/1/2024 7/1/2025 2.50% 4 City of Brawley Library Clerk $ 4,496 $ 2,832 $ 7,328 7/1/2024 unknown unknown 5 County of San Diego Library Technician I $ 4,073 $ 2,287 $ 6,361 6/28/2024 unknown unknown 6 City of El Centro Library Assistant $ 3,676 $ 2,216 $ 5,892 7/1/2024 unknown unknown 7 City of Calexico Library Assistant II $ 3,479 $ 1,954 $ 5,433 1/1/2023 unknown unknown 8 County of Imperial Library Assistant I $ 3,133 $ 1,991 $ 5,125 7/12/2024 unknown unknown 9 City of Coachella N/C
10 City of Indio N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 4,313 $ 6,892
8.9% 13.4%
$ 4,073 $ 6,361
14.0% 20.1%
7 7
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Library Clerk
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Desert Assistant Director of Library Services $ 13,504 $ 4,509 $ 18,013 7/1/2024 7/1/2025 3.00% 2 City of Palm Springs2 [Director of Library Services/ Library Operations & Collections Manager] $ 13,021 $ 4,402 $ 17,423 7/1/2024 7/1/2025 5.00% 3 County of Imperial County Librarian $ 11,204 $ 3,734 $ 14,938 7/12/2024 unknown unknown 4 County of San Diego Principal Librarian $ 10,956 $ 3,233 $ 14,190 6/28/2024 unknown unknown 5 City of El Centro1 [Library Director/ Library Operations Supervisor] $ 8,739 $ 3,465 $ 12,204 7/1/2024 unknown unknown 6 City of Imperial Library Manager $ 7,954 $ 3,782 $ 11,736 7/1/2024 7/1/2025 2.50% 7 City of Brawley Library Manager $ 7,623 $ 3,399 $ 11,021 7/1/2024 unknown unknown 8 City of Calexico Library Manager $ 7,098 $ 2,883 $ 9,981 7/1/2023 unknown unknown 9 City of Coachella N/C
10 City of Indio N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 10,306 $ 13,967
-29.6% -19.0%
$ 10,956 $ 14,190
-37.7% -20.9%
7 7
1 - City of El Centro: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
2 - City of Palm Springs: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Library Manager
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Imperial Library Page $ 24.14 N/A N/A 7/1/2024 7/1/2025 2.50% 2 City of Palm Springs Library Page $ 23.42 N/A N/A 7/1/2024 7/1/2025 5.00% 3 City of Calexico N/C
4 County of San Diego N/C
5 County of Imperial N/C
6 City of El Centro N/C
7 Imperial Irrigation District N/C
8 City of Brawley N/C
9 City of Palm Desert N/C
10 City of Coachella N/C
11 City of Indio N/C
Top Monthly Total
Monthly
Insuff. Data N/A
Insuff. Data N/A
Insuff. Data N/A
Insuff. Data N/A
1 N/A
*Non-benefitted benchmark
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Library Page
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Imperial Library Technician $ 5,100 $ 3,286 $ 8,386 7/1/2024 7/1/2025 2.50% 2 County of San Diego Library Technician II $ 4,789 $ 2,367 $ 7,156 6/28/2024 unknown unknown 3 City of Coachella N/C
4 City of Palm Springs N/C
5 City of Palm Desert N/C
6 City of Indio N/C
7 City of Brawley N/C
8 City of Calexico N/C
9 City of El Centro N/C
10 County of Imperial N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
1 1
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Library Technician
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Springs Lifeguard $ 25.88 N/A N/A 7/1/2024 7/1/2025 5.00% 2 City of Imperial Lifeguard/Swim Instructor $ 24.75 N/A N/A 7/1/2024 7/1/2025 2.50% 3 City of El Centro Lifeguard $ 16.00 N/A N/A 7/1/2024 unknown unknown 4 City of Calexico N/C
5 County of San Diego N/C
6 County of Imperial N/C
7 Imperial Irrigation District N/C
8 City of Brawley N/C
9 City of Palm Desert N/C
10 City of Coachella N/C
11 City of Indio N/C
Top Monthly Total
Monthly
Insuff. Data N/A
Insuff. Data N/A
Insuff. Data N/A
Insuff. Data N/A
2 N/A
*Non-benefitted benchmark
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Lifeguard/Swim Instructor
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Desert Management Analyst II $ 9,868 $ 4,104 $ 13,972 7/1/2024 7/1/2025 3.00% 2 City of Coachella Management Analyst $ 9,353 $ 4,096 $ 13,449 7/1/2024 7/1/2025 3.00% 3 City of Indio Management Analyst $ 9,190 $ 3,813 $ 13,003 7/1/2024 7/1/2025 3.00% 4 County of San Diego Administrative Analyst II $ 8,499 $ 2,940 $ 11,439 6/28/2024 unknown unknown 5 Imperial Irrigation District Department Analyst $ 8,092 $ 4,109 $ 12,201 1/1/2024 1/1/2025 4.00% 6 City of Imperial Management Analyst $ 7,760 $ 4,046 $ 11,807 7/1/2024 7/1/2025 2.50% 7 City of Brawley Management Analyst I $ 6,981 $ 3,282 $ 10,263 7/1/2024 unknown unknown 8 County of Imperial Administrative Analyst I $ 6,104 $ 2,311 $ 8,415 7/12/2024 unknown unknown 9 City of Calexico Public Works Analyst $ 5,395 $ 2,301 $ 7,696 1/1/2023 unknown unknown 10 City of Palm Springs N/C
11 City of El Centro N/C
Top Monthly Total
Monthly
$ 7,935 $ 11,305
-2.3% 4.3%
$ 8,295 $ 11,820
-6.9% -0.1%
8 8
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Management Analyst
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Springs1 [Maintenance Mechanic I - Parks/ Maintenance Worker I] $ 6,500 $ 3,255 $ 9,755 7/1/2024 7/1/2025 5.00% 2 City of Coachella Public Works Maintenance Worker $ 5,480 $ 3,125 $ 8,606 7/1/2024 7/1/2025 4.00% 3 County of San Diego Park Maintenance Worker $ 4,749 $ 2,363 $ 7,112 6/28/2024 unknown unknown 4 City of Imperial Park Maintenance Worker II $ 4,736 $ 3,223 $ 7,959 7/1/2024 7/1/2025 2.50% 5 City of El Centro Park Maintenance Worker II $ 4,640 $ 2,333 $ 6,973 7/1/2024 unknown unknown 6 City of Brawley Parks Maintenance Worker $ 4,181 $ 2,743 $ 6,923 7/1/2024 7/1/2025 2.00% 7 City of Calexico Laborer $ 3,479 $ 1,954 $ 5,433 1/1/2023 unknown unknown 8 County of Imperial Grounds Maintenance Worker I $ 3,150 $ 1,993 $ 5,143 7/12/2024 unknown unknown 9 City of Palm Desert N/C
10 City of Indio N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 4,597 $ 7,135
2.9% 10.4%
$ 4,640 $ 6,973
2.0% 12.4%
7 7
1 - City of Palm Springs: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Park Maintenance Worker II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 County of San Diego Deputy Director, Parks and Recreation $ 16,845 $ 4,253 $ 21,097 6/28/2024 unknown unknown 2 City of Palm Springs Director of Parks and Recreation $ 16,772 $ 5,316 $ 22,088 7/1/2024 7/1/2025 5.00% 3 City of Imperial Parks and Recreation Director $ 13,360 $ 5,233 $ 18,593 7/1/2024 7/1/2025 2.50% 4 City of El Centro Director of Community Services $ 11,471 $ 4,001 $ 15,472 7/1/2024 unknown unknown 5 City of Coachella N/C
6 City of Palm Desert N/C
7 City of Indio N/C
8 City of Brawley N/C
9 City of Calexico N/C
10 County of Imperial N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
3 3
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Parks and Recreation Director
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Springs Police Captain $ 18,336 $ 4,648 $ 22,984 7/1/2024 unknown unknown 2 City of Indio Assistant Police Chief $ 17,764 $ 3,963 $ 21,727 7/1/2024 7/1/2025 3.00% 3 County of San Diego Sheriff's Captain $ 16,037 $ 3,784 $ 19,821 6/28/2024 6/27/2025 2.75% 4 City of El Centro Commander $ 13,532 $ 4,399 $ 17,931 7/1/2024 unknown unknown 5 City of Imperial Police Captain $ 12,103 $ 5,417 $ 17,520 7/1/2024 7/1/2025 2.50% 6 County of Imperial Undersheriff $ 11,437 $ 3,765 $ 15,202 7/12/2024 unknown unknown 7 City of Brawley Police Commander $ 9,261 $ 3,695 $ 12,957 7/1/2024 unknown unknown 8 City of Calexico Police Lieutenant $ 9,086 $ 2,756 $ 11,842 7/1/2023 unknown unknown 9 City of Palm Desert N/C
10 City of Coachella N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 13,636 $ 17,495
-12.7% 0.1%
$ 13,532 $ 17,931
-11.8% -2.3%
7 7
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Police Captain
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Indio IPD Police Corporal $ 9,946 $ 3,301 $ 13,247 1/1/2024 1/1/2025 3.00% 2 City of Imperial Police Corporal $ 8,153 $ 3,816 $ 11,969 7/1/2024 7/1/2025 2.50% 3 County of Imperial Senior Deputy Sheriff $ 6,998 $ 2,407 $ 9,405 7/12/2024 unknown unknown 4 City of Calexico N/C
5 County of San Diego N/C
6 City of El Centro N/C
7 Imperial Irrigation District N/C
8 City of Brawley N/C
9 City of Palm Desert N/C
10 City of Palm Springs N/C
11 City of Coachella N/C
Top Monthly Total
Monthly
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
2 2
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Police Corporal
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 County of San Diego Deputy Sheriff $ 10,033 $ 2,941 $ 12,974 6/28/2024 6/27/2025 2.75% 2 City of Palm Springs Police Officer $ 9,396 $ 3,297 $ 12,693 7/1/2024 unknown unknown 3 City of Indio IPD Police Officer $ 9,362 $ 3,224 $ 12,586 1/1/2024 1/1/2025 3.00% 4 City of Imperial Police Officer $ 7,030 $ 3,621 $ 10,652 7/1/2024 7/1/2025 2.50% 5 City of El Centro Police Officer $ 6,640 $ 2,460 $ 9,100 7/1/2024 unknown unknown 6 City of Calexico Police Officer $ 6,497 $ 2,098 $ 8,595 7/1/2023 unknown unknown 7 County of Imperial Deputy Sheriff $ 6,407 $ 2,344 $ 8,750 7/12/2024 unknown unknown 8 City of Brawley Police Officer $ 5,192 $ 2,898 $ 8,090 7/1/2024 7/1/2024 2.00% 9 City of Palm Desert N/C
10 City of Coachella N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 7,647 $ 10,398
-8.8% 2.4%
$ 6,640 $ 9,100
5.6% 14.6%
7 7
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Police Officer
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Indio Police Sergeant $ 13,085 $ 3,711 $ 16,796 1/1/2024 1/1/2025 4.00% 2 City of Palm Springs Police Sergeant $ 12,196 $ 3,588 $ 15,784 7/1/2024 unknown unknown 3 County of San Diego Sheriff's Sergeant $ 12,140 $ 3,191 $ 15,331 6/28/2024 6/27/2025 2.75% 4 City of Imperial Police Sergeant $ 9,224 $ 4,002 $ 13,226 7/1/2024 7/1/2025 2.50% 5 City of El Centro Sergeant $ 9,055 $ 2,989 $ 12,044 7/1/2024 unknown unknown 6 City of Brawley Police Sergeant $ 8,438 $ 3,384 $ 11,822 7/1/2024 7/1/2025 2.00% 7 County of Imperial Sheriffs Sergeant $ 8,303 $ 2,548 $ 10,851 7/12/2024 unknown unknown 8 City of Calexico Police Sergeant $ 7,769 $ 2,250 $ 10,019 7/1/2023 unknown unknown 9 City of Palm Desert N/C
10 City of Coachella N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 10,141 $ 13,235
-9.9% -0.1%
$ 9,055 $ 12,044
1.8% 8.9%
7 7
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Police Sergeant
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Springs Police Services Officer $ 5,737 $ 3,152 $ 8,889 7/1/2024 7/1/2025 5.00% 2 City of Imperial Police Services Officer II $ 5,629 $ 3,378 $ 9,008 7/1/2024 7/1/2025 2.50% 3 City of Indio Records Specialist II $ 5,416 $ 2,840 $ 8,256 7/1/2024 7/1/2025 3.00% 4 County of Imperial Sheriffs Service Officer $ 4,309 $ 2,118 $ 6,427 7/12/2024 unknown unknown 5 City of El Centro Police Records Clerk I $ 3,980 $ 2,253 $ 6,233 7/1/2024 unknown unknown 6 City of Calexico N/C
7 County of San Diego N/C
8 Imperial Irrigation District N/C
9 City of Brawley N/C
10 City of Palm Desert N/C
11 City of Coachella N/C
Top Monthly Total
Monthly
$ 4,861 $ 7,451
13.7% 17.3%
$ 4,863 $ 7,342
13.6% 18.5%
4 4
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Police Services Officer II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Springs Property Technician $ 6,825 $ 3,299 $ 10,124 7/1/2024 7/1/2025 5.00% 2 City of Indio Property & Evidence Officer II $ 6,740 $ 3,299 $ 10,040 1/1/2024 1/1/2025 3.00% 3 City of Imperial Property and Evidence Technician $ 5,629 $ 3,378 $ 9,008 7/1/2024 7/1/2025 2.50% 4 County of San Diego Sheriff's Property and Evidence Specialist II $ 5,555 $ 2,453 $ 8,008 6/28/2024 unknown unknown 5 County of Imperial Evidence Technician $ 4,544 $ 2,143 $ 6,688 7/12/2024 unknown unknown 6 City of Brawley Evidence Technician $ 4,301 $ 2,763 $ 7,065 7/1/2024 7/1/2025 2.00% 7 City of Calexico Evidence Technician $ 4,011 $ 2,050 $ 6,061 1/1/2023 unknown unknown 8 City of Palm Desert N/C
9 City of Coachella N/C
10 City of El Centro N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 5,330 $ 7,998
5.3% 11.2%
$ 5,050 $ 7,536
10.3% 16.3%
6 6
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Property and Evidence Technician
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Indio2 [IWA General Manager/ Director of Public Works] $ 22,750 $ 7,121 $ 29,871 7/1/2024 7/1/2025 3.00% 2 County of San Diego Deputy Director, Public Works $ 21,422 $ 4,851 $ 26,274 6/28/2024 unknown unknown 3 City of Palm Desert Director of Public Works $ 19,703 $ 5,201 $ 24,904 7/1/2024 7/1/2025 3.00% 4 City of Coachella1 [Public Works Director/ Utilities Manager] $ 18,650 $ 7,646 $ 26,296 7/1/2024 7/1/2025 4.00% 5 City of Palm Springs Director of Public Works $ 18,062 $ 5,545 $ 23,607 7/1/2024 7/1/2025 5.00% 6 City of Imperial Public Services Director $ 13,360 $ 5,233 $ 18,593 7/1/2024 7/1/2025 2.50% 7 City of El Centro Director of Public Works/City Engineer $ 13,354 $ 4,302 $ 17,656 7/1/2024 unknown unknown 8 City of Brawley Director of Public Works Operations $ 11,483 $ 4,702 $ 16,185 7/1/2024 7/1/2025 2.00% 9 City of Calexico N/C
10 County of Imperial N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 17,918 $ 23,542
-34.1% -26.6%
$ 18,650 $ 24,904
-39.6% -33.9%
7 7
1 - City of Coachella: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.
2 - City of Indio: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Public Services Director
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Desert Street Maintenance Worker II $ 7,710 $ 3,863 $ 11,573 7/1/2024 7/1/2025 3.00% 2 County of San Diego Road Structures Worker II $ 6,531 $ 2,561 $ 9,093 6/28/2024 unknown unknown 3 Imperial Irrigation District Construction Resources Worker $ 5,955 $ 3,527 $ 9,483 1/1/2024 1/1/2025 4.00% 4 City of Palm Springs Street/Traffic Maintenance Worker $ 5,887 $ 3,172 $ 9,059 7/1/2024 7/1/2025 5.00% 5 City of Indio Street Maintenance Worker II $ 5,837 $ 2,913 $ 8,750 7/1/2024 7/1/2025 3.00% 6 City of Coachella Public Works Street Maintenance Worker $ 5,654 $ 3,153 $ 8,808 7/1/2024 7/1/2025 4.00% 7 City of Imperial Public Services Maintenance Worker II $ 4,736 $ 3,223 $ 7,959 7/1/2024 7/1/2025 2.50% 8 City of El Centro Street Maintenance Worker II $ 4,640 $ 2,333 $ 6,973 7/1/2024 unknown unknown 9 County of Imperial1 [Striping and Sign Assistant I/ Road Maintenance Worker] $ 3,953 $ 2,080 $ 6,033 7/12/2024 unknown unknown 10 City of Calexico Laborer $ 3,479 $ 1,954 $ 5,433 1/1/2023 unknown unknown 11 City of Brawley N/C
Top Monthly Total
Monthly
$ 5,516 $ 8,356
-16.5% -5.0%
$ 5,837 $ 8,808
-23.3% -10.7%
9 9
1 - County of Imperial: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Public Services Maintenance Worker II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Indio2 [Fleet Services Operations Manager/ Public Works Manager] $ 12,458 $ 4,493 $ 16,951 7/1/2024 7/1/2025 3.00% 2 City of Imperial Public Services Manager $ 12,103 $ 4,967 $ 17,070 7/1/2024 7/1/2025 2.50% 3 City of Coachella1 [Sanitary Superintendent/ Water Superintendent] $ 11,507 $ 4,520 $ 16,027 7/1/2024 7/1/2025 3.00% 4 Imperial Irrigation District Superintendent of Construction $ 11,386 $ 5,005 $ 16,391 1/1/2024 1/1/2025 4.00% 5 County of San Diego4 [Facilities Support Manager/ Division Road Superintendent] $ 11,339 $ 3,279 $ 14,618 6/28/2024 unknown unknown 6 City of Palm Springs3 [Street Maintenance Manager/ Facilities Maintenance Manager] $ 10,756 $ 4,045 $ 14,801 7/1/2024 7/1/2025 5.00% 7 City of El Centro Maintenance Supervisor $ 8,298 $ 3,095 $ 11,393 7/1/2024 unknown unknown 8 City of Palm Desert N/C
9 City of Brawley N/C
10 City of Calexico N/C
11 County of Imperial N/C
Top Monthly Total
Monthly
$ 10,958 $ 15,030
9.5% 12.0%
$ 11,363 $ 15,414
6.1% 9.7%
6 6
1 - City of Coachella: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches.
2 - City of Indio: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 3 - City of Palm Springs: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.
4 - County of San Diego: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Public Services Manager
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Desert Street Maintenance Supervisor $ 10,892 $ 4,218 $ 15,110 7/1/2024 7/1/2025 3.00% 2 City of Indio1 [Street Maintenance Supervisor/ Park and Landscape Supervisor] $ 10,042 $ 3,990 $ 14,033 7/1/2024 7/1/2025 3.00% 3 City of Palm Springs Maintenance Supervisor $ 9,739 $ 3,885 $ 13,624 7/1/2024 7/1/2025 5.00% 4 City of Coachella Streets Supervisor $ 9,498 $ 4,125 $ 13,623 7/1/2024 7/1/2025 3.00% 5 Imperial Irrigation District Superintendent of Construction, Assistant $ 9,368 $ 4,456 $ 13,823 1/1/2024 1/1/2025 4.00% 6 City of Imperial Public Services Supervisor $ 8,780 $ 3,925 $ 12,705 7/1/2024 7/1/2025 2.50% 7 County of San Diego2 [Building Maintenance Supervisor/ Road Crew Supervisor] $ 8,765 $ 2,811 $ 11,576 6/28/2024 unknown unknown 8 City of Calexico Supervisor - Maintenance and Operations $ 7,648 $ 2,709 $ 10,357 1/1/2023 unknown unknown 9 County of Imperial Regional Road Superintendent $ 6,275 $ 2,330 $ 8,605 7/12/2024 unknown unknown 10 City of Brawley N/C
11 City of El Centro N/C
Top Monthly Total
Monthly
$ 9,028 $ 12,594
-2.8% 0.9%
$ 9,433 $ 13,623
-7.4% -7.2%
8 8
1 - City of Indio: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches.
2 - County of San Diego: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Public Services Supervisor
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Indio Community Program Administrator $ 9,099 $ 3,794 $ 12,893 7/1/2024 7/1/2025 3.00% 2 City of El Centro Recreation Supervisor $ 6,967 $ 2,882 $ 9,849 7/1/2024 unknown unknown 3 City of Imperial Recreation and Special Events Coordinator $ 6,859 $ 3,592 $ 10,450 7/1/2024 7/1/2025 2.50% 4 City of Palm Springs Program Coordinator $ 6,500 $ 3,255 $ 9,755 7/1/2024 7/1/2025 5.00% 5 City of Brawley Recreation Coordinator $ 5,359 $ 2,988 $ 8,348 7/1/2024 unknown unknown 6 City of Calexico Community Recreation Coordinator $ 4,768 $ 2,187 $ 6,955 1/1/2023 unknown unknown 7 County of San Diego N/C
8 County of Imperial N/C
9 Imperial Irrigation District N/C
10 City of Palm Desert N/C
11 City of Coachella N/C
Top Monthly Total
Monthly
$ 6,539 $ 9,560
4.7% 8.5%
$ 6,500 $ 9,755
5.2% 6.7%
5 5
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Recreation and Special Events Coordinator
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Palm Springs Recreation Program Assistant $ 26.52 N/A N/A 7/1/2024 7/1/2025 5.00% 2 City of Imperial Recreation Leader II $ 24.75 N/A N/A 7/1/2024 7/1/2025 2.50% 3 City of Indio Community Program Aide $ 19.84 N/A N/A 7/1/2024 unknown unknown 4 County of San Diego Park Recreation Aide $ 19.75 N/A N/A 6/28/2024 unknown unknown 5 City of El Centro Recreation Leader $ 16.00 N/A N/A 7/1/2024 unknown unknown 6 City of Palm Desert N/C
7 City of Coachella N/C
8 City of Brawley N/C
9 City of Calexico N/C
10 County of Imperial N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 20.53 N/A
17.1% N/A
$ 19.80 N/A
20.0% N/A
4 N/A
*Non-benefitted benchmark
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Recreation Leader II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 County of San Diego Sewer Construction and Maintenance Worker $ 5,977 $ 2,500 $ 8,476 6/28/2024 unknown unknown 2 Imperial Irrigation District Construction Resources Worker $ 5,955 $ 3,527 $ 9,483 1/1/2024 1/1/2025 4.00% 3 City of Imperial Utility Maintenance Worker II $ 5,227 $ 3,308 $ 8,536 7/1/2024 7/1/2025 2.50% 4 City of Brawley Utility Worker I $ 4,389 $ 2,779 $ 7,167 7/1/2024 7/1/2025 2.00% 5 City of Coachella N/C
6 City of Palm Springs N/C
7 City of Palm Desert N/C
8 City of Indio N/C
9 City of Calexico N/C
10 City of El Centro N/C
11 County of Imperial N/C
Top Monthly Total
Monthly
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
3 3
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Utility Maintenance Worker II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 County of San Diego DPW Unit Manager $ 12,619 $ 3,432 $ 16,050 6/28/2024 unknown unknown 2 City of Coachella2 [Wastewater Superintendent/ Chief Treatment/Collections System Operator] $ 10,819 $ 4,384 $ 15,203 7/1/2024 7/1/2025 3.00% 3 City of Calexico1 [Public Works Director/ Wastewater System Supervisor] $ 10,233 $ 3,178 $ 13,411 1/1/2023 unknown unknown 4 City of Imperial Wastewater Plant Chief Operator $ 8,780 $ 4,263 $ 13,042 7/1/2024 7/1/2025 2.50% 5 City of Palm Desert N/C
6 City of Palm Springs N/C
7 City of Brawley N/C
8 City of Indio N/C
9 City of El Centro N/C
10 County of Imperial N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
3 3
1 - City of Calexico: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
2 - City of Coachella: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Wastewater Plant Chief Operator
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 County of San Diego Wastewater Plant Operator II $ 6,939 $ 2,607 $ 9,545 6/28/2024 unknown unknown 2 City of Coachella Treatment Plant Operator II $ 6,796 $ 3,334 $ 10,130 7/1/2024 7/1/2025 4.00% 3 City of Imperial Wastewater Treatment Plant Operator II $ 6,692 $ 3,562 $ 10,254 7/1/2024 7/1/2025 2.50% 4 City of Calexico Wastewater Treatment Plant Operator II $ 6,292 $ 2,512 $ 8,804 7/1/2022 unknown unknown 5 City of El Centro Wastewater Treatment Plant Operator II $ 6,084 $ 2,671 $ 8,755 7/1/2024 unknown unknown 6 City of Brawley Wastewater Treatment Plant Operator 2 $ 5,337 $ 2,943 $ 8,280 7/1/2024 7/1/2025 2.00% 7 City of Palm Springs N/C
8 City of Palm Desert N/C
9 City of Indio N/C
10 County of Imperial N/C
11 Imperial Irrigation District N/C
Top Monthly Total
Monthly
$ 6,290 $ 9,103
6.0% 11.2%
$ 6,292 $ 8,804
6.0% 14.1%
5 5
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Wastewater Treatment Plant Operator II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Indio IWA Water Utility Worker II $ 7,270 $ 3,162 $ 10,431 7/1/2024 7/1/2025 4.00% 2 City of Calexico Water Distribution Operator II $ 6,292 $ 2,512 $ 8,804 7/1/2022 unknown unknown 3 City of Coachella Water Service Worker II $ 6,169 $ 3,235 $ 9,404 7/1/2024 7/1/2025 4.00% 4 City of El Centro1 [Certified Water Distribution Operator II/ Utility Field Representative] $ 6,084 $ 2,671 $ 8,755 7/1/2024 unknown unknown 5 City of Imperial Water Meter/Distribution Operator II $ 5,629 $ 3,378 $ 9,008 7/1/2024 7/1/2025 2.50% 6 City of Brawley Utility Worker II $ 4,841 $ 2,857 $ 7,698 7/1/2024 7/1/2025 2.00% 7 County of San Diego N/C
8 County of Imperial N/C
9 Imperial Irrigation District N/C
10 City of Palm Desert N/C
11 City of Palm Springs N/C
Top Monthly Total
Monthly
$ 6,131 $ 9,018
-8.9% -0.1%
$ 6,169 $ 8,804
-9.6% 2.3%
5 5
1 - City of El Centro: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Water Meter/Distribution Operator II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Indio IWA Operations Manager $ 16,067 $ 5,119 $ 21,186 7/1/2024 7/1/2025 3.00% 2 City of Calexico1 [Public Works Director/ Water System Supervisor] $ 10,233 $ 3,178 $ 13,411 1/1/2023 unknown unknown 3 City of Imperial Water Plant Chief Operator $ 8,780 $ 4,263 $ 13,042 7/1/2024 7/1/2025 2.50% 4 County of San Diego N/C
5 County of Imperial N/C
6 City of El Centro N/C
7 Imperial Irrigation District N/C
8 City of Brawley N/C
9 City of Palm Desert N/C
10 City of Palm Springs N/C
11 City of Coachella N/C
Top Monthly Total
Monthly
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
Insuff. Data Insuff. Data
2 2
1 - City of Calexico: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Water Plant Chief Operator
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Market Compensation Data (sorted by Top Monthly Salary) August 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Indio IWA Water Treatment Plant Operator II $ 8,194 $ 3,322 $ 11,516 7/1/2024 7/1/2025 4.00% 2 City of El Centro Water Treatment Plant Shift Operator $ 7,046 $ 2,813 $ 9,859 7/1/2024 unknown unknown 3 City of Imperial Water Treatment Plant Operator II $ 6,692 $ 3,562 $ 10,254 7/1/2024 7/1/2025 2.50% 4 City of Calexico Water Treatment Plant Operator II $ 6,292 $ 2,512 $ 8,804 7/1/2022 unknown unknown 5 City of Brawley Water Treatment Plant Operator T-3 $ 5,606 $ 2,990 $ 8,595 7/1/2024 7/1/2025 2.00% 6 County of San Diego N/C
7 County of Imperial N/C
8 Imperial Irrigation District N/C
9 City of Palm Desert N/C
10 City of Palm Springs N/C
11 City of Coachella N/C
Top Monthly Total
Monthly
$ 6,784 $ 9,694
-1.4% 5.5%
$ 6,669 $ 9,332
0.3% 9.0%
4 4
Median of Comparators
% City of Imperial Above/Below
Number of Matches
N/C - Non Comparator
Water Treatment Plant Operator II
Summary Results
Average of Comparators
% City of Imperial Above/Below
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Accountant Accountant Accountant Accountant Accountant Accountant Accountant Accountant AccountantAuditor Associate
Accountant
Financial
Accountant
Top Step Proposed $ 7,297 $ 4,652 $ 9,202 $ 6,967 $ 9,660 $ 10,116 $ 9,739 $ 5,952 $ 6,857 $ 9,368 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 1.62%@65 Employee Cost Share
Social Security $ 452 $ 288 $ 599 $ 581
Deferred Compensation $ 100 $ 94
Other Ret.1 $ 937
Cafeteria $ 1,323 $ 1,771 $ 1,900 $ 100 $ 2,349 $ 1,833 Health $ 2,017 $ 2,095 $ 2,633 $ 1,555 $ 1,908
Dental $ 137 $ 138 $ 99
Vision $ 24 $ 32
Other Ins.
Vacation $ 421 $ 286 $ 708 $ 428 $ 557 $ 584 $ 1,011 $ 343 $ 396 $ 540 Holidays $ 393 $ 268 $ 752 $ 362 $ 483 $ 545 $ 524 $ 298 $ 369 $ 396 Admin Leave $ 56 $ 54 $ 372
Allow
Auto
$ 0 $ 3,340 $ 2,166 $ 3,716 $ 2,615 $ 3,911 $ 4,131 $ 3,885 $ 2,295 $ 2,598 $ 4,456 N/C - Non Comparator
1 - Imperial Irrigation District: 401a
Benefit Package Total
Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Accounting
Technician
Senior
Accounting
Assistant
Accounting
Assistant II
Accounting
Technician N/C Accounting
Technician II
Accounting
Technician II Account Clerk II
[Accounting
Technician/
Account Clerk II]
Account Clerk
Specialist
Accounting
Technician
Top Step $ 5,914 $ 4,907 $ 3,479 $ 6,656 $ 6,450 $ 7,710 $ 5,887 $ 3,691 $ 4,699 $ 5,955 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 1.62%@65 Employee Cost Share
Social Security $ 367 $ 304 $ 216 $ 400 $ 369
Deferred Compensation $ 100 $ 60
Other Ret.1 $ 596
Cafeteria $ 2,401 $ 1,323 $ 1,900 $ 100 $ 2,380 $ 1,833 Health $ 2,017 $ 2,095 $ 2,633 $ 1,555 $ 1,908
Dental $ 137 $ 138 $ 99
Vision $ 24 $ 32
Other Ins.
Vacation $ 341 $ 283 $ 214 $ 512 $ 372 $ 445 $ 475 $ 213 $ 271 $ 344 Holidays $ 318 $ 264 $ 201 $ 544 $ 347 $ 415 $ 317 $ 185 $ 253 $ 252 Admin Leave $ 38
Allow
Auto
$ 3,428 $ 2,906 $ 1,954 $ 3,312 $ 0 $ 3,019 $ 3,863 $ 3,172 $ 2,051 $ 2,357 $ 3,527 N/C - Non Comparator
1 - Imperial Irrigation District: 401a
Benefit Package Total
Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Administrative
Assistant
Administrative
Office Clerk
Administrative
Assistant
Department
Assistant II Staff Assistant Administrative
Assistant
Administrative
Assistant II
Administrative
Assistant
Administrative
Secretary
Administrative
Secretary II
[Administrative
Assistant II/
Clerical
Technician]
Top Step $ 4,736 $ 3,607 $ 3,479 $ 5,750 $ 4,965 $ 6,482 $ 7,710 $ 6,183 $ 4,167 $ 5,313 $ 6,453 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 1.62%@65 Employee Cost Share
Social Security $ 294 $ 224 $ 216 $ 402 $ 400
Deferred Compensation $ 100 $ 65
Other Ret.1 $ 645
Cafeteria $ 2,401 $ 1,323 $ 1,771 $ 1,900 $ 100 $ 2,380 $ 1,833 Health $ 2,017 $ 2,095 $ 2,633 $ 1,555 $ 1,908
Dental $ 137 $ 138 $ 99
Vision $ 24 $ 32
Other Ins.
Vacation $ 273 $ 208 $ 214 $ 442 $ 305 $ 374 $ 445 $ 499 $ 240 $ 307 $ 372 Holidays $ 255 $ 194 $ 201 $ 470 $ 258 $ 349 $ 415 $ 333 $ 208 $ 286 $ 273 Admin Leave $ 28 $ 38
Allow
Auto
$ 3,223 $ 2,671 $ 1,954 $ 3,168 $ 2,372 $ 3,025 $ 3,863 $ 3,212 $ 2,103 $ 2,426 $ 3,663 N/C - Non Comparator
1 - Imperial Irrigation District: 401a
Benefit Package Total
Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Assistant City
Clerk N/C N/C Deputy City
Clerk N/C Deputy City
Clerk
Deputy City
Clerk II
Deputy City
Clerk N/C N/C N/C
Top Step $ 7,386 $ 9,498 $ 7,795 $ 8,511 $ 7,422
PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62
Employee Cost Share $ -95
Social Security $ 458 $ 483
Deferred Compensation $ 100
Other Ret.
Cafeteria $ 2,401 $ 1,900 $ 100 $ 2,349
Health $ 2,095 $ 2,633
Dental $ 137 $ 138
Vision $ 24 $ 32
Other Ins.
Vacation $ 426 $ 731 $ 450 $ 491 $ 771
Holidays $ 398 $ 776 $ 390 $ 458 $ 400
Admin Leave $ 457 $ 300
Allow
Auto
Benefit Package Total $ 3,683 $ 0 $ 0 $ 4,125 $ 0 $ 3,523 $ 3,952 $ 3,519 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Assistant to the
City Manager N/C N/C Assistant to the
City Manager N/C N/C N/C
Special Assistant
to the City
Manager
N/C N/C N/C
Top Step $ 12,103 $ 12,573 $ 13,561
PEPRA 2%@62 2%@62 2%@62
Employee Cost Share $ -126
Social Security $ 750
Deferred Compensation
Other Ret.
Cafeteria $ 2,401 $ 2,349
Health $ 2,095
Dental $ 137
Vision $ 24
Other Ins.
Vacation $ 698 $ 967 $ 1,408
Holidays $ 652 $ 1,028 $ 730
Admin Leave $ 466 $ 604 $ 261
Allow
Auto
Benefit Package Total $ 4,967 $ 0 $ 0 $ 4,729 $ 0 $ 0 $ 0 $ 4,748 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Associate
Planner N/C N/C Associate
Planner
Associate
Planner
Associate
Planner
Associate
Planner
Associate
Planner Planner II
Land Use/
Environmental
Planner II
N/C
Top Step Proposed $ 9,780 $ 7,378 $ 9,459 $ 10,367 $ 9,988 $ 6,167 $ 8,670 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 1.62%@65
Employee Cost Share $ -98
Social Security $ 586
Deferred Compensation $ 100
Other Ret.
Cafeteria $ 1,771 $ 1,900 $ 100 $ 2,349 $ 1,833
Health $ 2,095 $ 2,633 $ 1,555
Dental $ 137 $ 138 $ 99
Vision $ 24 $ 32
Other Ins.
Vacation $ 752 $ 652 $ 546 $ 598 $ 1,037 $ 356 $ 500
Holidays $ 799 $ 383 $ 473 $ 558 $ 538 $ 308 $ 467
Admin Leave $ 470 $ 142 $ 364
Allow
Auto
Benefit Package Total $ 0 $ 0 $ 0 $ 4,180 $ 2,948 $ 3,869 $ 4,159 $ 3,924 $ 2,318 $ 2,800 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Building
Inspector II
Building
Inspector
Building
Inspector II
Building
Inspector II
Building
Inspector
Building
Inspector II
Building
Inspector II
Building
Inspector
Building
Inspector II
Building
Inspector II N/C
Top Step $ 7,206 $ 6,680 $ 5,668 $ 8,607 $ 5,691 $ 8,865 $ 8,941 $ 8,316 $ 5,734 $ 8,187 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 1.62%@65 Employee Cost Share
Social Security $ 447 $ 414 $ 351 $ 550
Deferred Compensation $ 100
Other Ret.
Cafeteria $ 2,401 $ 1,323 $ 1,771 $ 1,900 $ 100 $ 2,380 $ 1,833 Health $ 2,017 $ 2,095 $ 2,633 $ 1,555
Dental $ 137 $ 138 $ 99
Vision $ 24 $ 32
Other Ins.
Vacation $ 416 $ 385 $ 349 $ 662 $ 350 $ 511 $ 516 $ 672 $ 331 $ 472 Holidays $ 388 $ 360 $ 327 $ 703 $ 295 $ 443 $ 481 $ 448 $ 287 $ 441 Admin Leave $ 51 $ 44 $ 341
Allow
Auto
Benefit Package Total $ 3,652 $ 3,228 $ 2,351 $ 3,621 $ 2,460 $ 3,745 $ 4,000 $ 3,499 $ 2,271 $ 2,746 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Building
Official Building Official Building Official Building Official Assistant
Community
Development
Director
Chief Building
Official
Chief Building
Official Building Official Building Division
Manager
Building/
Enforcement
Manager
N/C
Top Step Proposed $ 8,326 $ 6,256 $ 12,460 $ 10,868 $ 15,312 $ 16,172 $ 13,898 $ 9,312 $ 11,265 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 1.62%@65 Employee Cost Share $ -125
Social Security $ 516 $ 388 $ 871
Deferred Compensation $ 100
Other Ret.
Cafeteria $ 1,323 $ 1,771 $ 1,900 $ 100 $ 2,349 $ 1,927 Health $ 2,017 $ 2,095 $ 2,633 $ 1,555
Dental $ 137 $ 138 $ 99
Vision $ 24 $ 32
Other Ins.
Vacation $ 480 $ 385 $ 958 $ 835 $ 883 $ 933 $ 1,443 $ 537 $ 737 Holidays $ 448 $ 361 $ 1,018 $ 564 $ 824 $ 871 $ 748 $ 466 $ 607 Admin Leave $ 64 $ 599 $ 334 $ 589 $ 267 $ 269
Allow
Auto
$ 300 $ 500
Benefit Package Total $ 0 $ 3,526 $ 2,457 $ 4,707 $ 3,805 $ 5,568 $ 4,807 $ 4,808 $ 2,925 $ 3,270 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Chief of Police Chief of Police Police Chief N/C Chief of Police Chief of Police N/C Police Chief Sheriff-Coroner Sheriff's Commander N/C
Top Step $ 13,359 $ 15,417 $ 13,674 $ 14,534 $ 19,648 $ 23,875 $ 15,160 $ 18,435 PEPRA 2.7%@57 2.7%@57 2.7%@57 2.7%@57 2.7%@57 2.7%@57 2.7%@57 2.5%@57 Employee Cost Share $ -589
Social Security $ 828 $ 871
Deferred Compensation
Other Ret.
Cafeteria $ 2,401 $ 1,323 $ 1,771 $ 1,900 $ 2,349 $ 1,752 Health $ 2,017 $ 1,555
Dental $ 99
Vision
Other Ins.
Vacation $ 771 $ 947 $ 1,118 $ 1,134 $ 2,479 $ 875 $ 1,281 Holidays $ 719 $ 830 $ 789 $ 755 $ 982 $ 1,286 $ 758 $ 1,055 Admin Leave $ 514 $ 667 $ 421 $ 447 $ 756 $ 459 $ 437
Allow
Auto
$ 450 $ 450 $ 450 $ 450 $ 450
Benefit Package Total $ 5,683 $ 4,835 $ 3,480 $ 0 $ 4,541 $ 4,632 $ 0 $ 6,573 $ 4,174 $ 4,087 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
City Manager City Manager City Manager City Manager City Manager City Manager City Manager City Manager N/C N/C General
Manager,
Assistant
Top Step $ 19,574 $ 15,522 $ 18,334 $ 23,917 $ 20,400 $ 25,417 $ 26,306 $ 27,083 $ 22,616 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62
Employee Cost Share $ -478
Social Security $ 871 $ 871 $ 871 $ 871 $ 871
Deferred Compensation $ 1,196 $ 1,667 $ 100 $ 625 $ 226 Other Ret.1 $ 2,262
Cafeteria $ 2,401 $ 1,323 $ 1,771 $ 1,900 $ 100 $ 2,349 Health $ 2,017 $ 2,942 $ 2,633 $ 1,908
Dental $ 137 $ 138
Vision $ 24 $ 32
Other Ins.
Vacation $ 1,129 $ 895 $ 1,128 $ 2,415 $ 1,568 $ 2,444 $ 1,518 $ 3,646 $ 1,740 Holidays $ 1,054 $ 836 $ 1,058 $ 1,955 $ 1,059 $ 1,369 $ 1,416 $ 1,458 $ 957 Admin Leave $ 753 $ 597 $ 705 $ 1,380 $ 628 $ 978 $ 521 Allow
Auto
$ 500 $ 300 $ 400 $ 500 $ 450 $ 500 $ 500
$ 6,708 $ 5,516 $ 5,486 $ 10,069 $ 5,476 $ 9,728 $ 5,937 $ 9,099 $ 0 $ 0 $ 7,963 N/C - Non Comparator
1 - Imperial Irrigation District: 401a
Benefit Package Total
Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Code
Enforcement
Inspector II
Code
Enforcement
Officer
Code
Enforcement
Officer
Code
Enforcement
Officer
Code
Enforcement
Officer I
Code
Enforcement
Officer II
Code
Compliance
Officer II
Code
Compliance
Officer
N/C
Code
Enforcement
Officer
N/C
Top Step $ 5,914 $ 5,601 $ 4,428 $ 7,051 $ 4,965 $ 7,306 $ 8,098 $ 7,531 $ 7,278 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 1.62%@65 Employee Cost Share
Social Security $ 367 $ 347 $ 275 $ 453
Deferred Compensation $ 100
Other Ret.
Cafeteria $ 2,401 $ 1,323 $ 1,771 $ 1,900 $ 100 $ 2,380 $ 1,833 Health $ 2,017 $ 2,095 $ 2,633
Dental $ 137 $ 138
Vision $ 24 $ 32
Other Ins.
Vacation $ 341 $ 323 $ 272 $ 542 $ 305 $ 422 $ 467 $ 608 $ 420 Holidays $ 318 $ 302 $ 255 $ 576 $ 258 $ 393 $ 436 $ 406 $ 392 Admin Leave $ 43 $ 38
Allow
Auto
Benefit Package Total $ 3,428 $ 3,032 $ 2,126 $ 3,375 $ 2,372 $ 3,168 $ 3,906 $ 3,394 $ 0 $ 2,645 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella City of El Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Collection
System Worker II N/C N/C
Treatment/
Collection System
Operator II
Wastewater
Maintenance
Worker
N/C N/C N/C N/C N/C N/C
Top Step $ 5,227 $ 6,796 $ 4,472
PEPRA 2%@62 2%@62 2%@62
Employee Cost Share
Social Security $ 324
Deferred Compensation
Other Ret.
Cafeteria $ 2,401 $ 1,771
Health $ 2,095
Dental $ 137
Vision $ 24
Other Ins.
Vacation $ 302 $ 523 $ 395
Holidays $ 281 $ 555 $ 232
Admin Leave $ 34
Allow
Auto
Benefit Package Total $ 3,308 $ 0 $ 0 $ 3,334 $ 2,433 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Community
Development
Director
N/C
Planning and
Building Services
Director
[Community
Development
Director/ City
Engineer]
Director of
Community
Development
Director of
Community
Development
Director of
Development
Services
Director of
Development
Services
[Assistant
Director of
Planning and
Building
Services/
Director of
Planning and
Building
Services]
Deputy Director,
Planning and
Development
Services
N/C
Top Step $ 13,360 $ 10,507 $ 18,206 $ 11,050 $ 19,096 $ 19,703 $ 18,977 $ 12,989 $ 19,978 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 1.62%@65 Employee Cost Share $ -364
Social Security $ 828 $ 651 $ 871
Deferred Compensation $ 100
Other Ret.
Cafeteria $ 2,401 $ 1,323 $ 1,771 $ 1,900 $ 100 $ 2,349 $ 2,050 Health $ 2,942 $ 2,633 $ 1,555
Dental $ 137 $ 138 $ 99
Vision $ 24 $ 32
Other Ins.
Vacation $ 771 $ 647 $ 1,838 $ 849 $ 1,469 $ 1,137 $ 1,971 $ 749 $ 1,537 Holidays $ 719 $ 606 $ 1,488 $ 574 $ 1,028 $ 1,061 $ 1,022 $ 649 $ 1,076 Admin Leave $ 514 $ 323 $ 1,050 $ 340 $ 734 $ 365 $ 375 Allow
Auto
$ 433 $ 300 $ 500
Benefit Package Total $ 5,233 $ 0 $ 3,551 $ 7,548 $ 3,834 $ 6,503 $ 5,201 $ 5,706 $ 3,427 $ 4,663 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Community
Development
Technician II
N/C Permit
Technician
Development
Services
Technician
Permit Center
Technician
Permit
Technician II
Permit
Technician II
Permit Center
Technician Permit Specialist Land Use
Technician II N/C
Top Step $ 4,398 $ 3,725 $ 8,420 $ 5,313 $ 6,813 $ 7,710 $ 7,915 $ 5,953 $ 6,854 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 1.62%@65 Employee Cost Share $ -84
Social Security $ 273 $ 231 $ 422
Deferred Compensation $ 100
Other Ret.
Cafeteria $ 2,401 $ 1,323 $ 1,771 $ 1,900 $ 100 $ 2,380 $ 1,833 Health $ 2,095 $ 2,633 $ 1,555
Dental $ 137 $ 138 $ 99
Vision $ 24 $ 32
Other Ins.
Vacation $ 254 $ 229 $ 648 $ 327 $ 393 $ 445 $ 639 $ 343 $ 395 Holidays $ 237 $ 215 $ 688 $ 276 $ 367 $ 415 $ 426 $ 298 $ 369 Admin Leave $ 405 $ 41
Allow
Auto
Benefit Package Total $ 3,164 $ 0 $ 1,998 $ 3,913 $ 2,414 $ 3,082 $ 3,863 $ 3,445 $ 2,295 $ 2,597 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Crime Analyst N/C N/C N/C N/C IPD Crime
Analyst II N/C Crime Analyst N/C
Crime and
Intelligence
Analyst
N/C
Top Step $ 6,528 $ 6,740 $ 7,531 $ 8,479
PEPRA 2%@62 2%@62 2%@62 1.62%@65
Employee Cost Share
Social Security $ 405 $ 418
Deferred Compensation
Other Ret.
Cafeteria $ 2,401 $ 2,000 $ 2,380 $ 1,927
Health
Dental
Vision
Other Ins.
Vacation $ 377 $ 389 $ 608 $ 489
Holidays $ 352 $ 493 $ 406 $ 457
Admin Leave
Allow
Auto
Benefit Package Total $ 3,534 $ 0 $ 0 $ 0 $ 0 $ 3,299 $ 0 $ 3,394 $ 0 $ 2,873 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Engineering
Technician II
Engineering
Technician II
Engineering
Technician
Engineering
Technician
Engineering
Technician
Engineering
Technician II N/C N/C Civil Engineering
Technician
Engineering
Technician II
Engineering
Technician II
Top Step Proposed $ 5,337 $ 4,538 $ 7,210 $ 6,483 $ 6,847 $ 5,111 $ 6,866 $ 7,598 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 1.62%@65
Employee Cost Share
Social Security $ 331 $ 281 $ 425 $ 471
Deferred Compensation $ 76
Other Ret.1 $ 760
Cafeteria $ 1,323 $ 1,771 $ 1,900 $ 1,833
Health $ 2,017 $ 2,095 $ 1,555 $ 1,908
Dental $ 137 $ 99
Vision $ 24
Other Ins.
Vacation $ 308 $ 279 $ 555 $ 399 $ 395 $ 295 $ 396 $ 438 Holidays $ 287 $ 262 $ 589 $ 337 $ 369 $ 256 $ 370 $ 321 Admin Leave $ 50
Allow
Auto
$ 0 $ 2,943 $ 2,146 $ 3,400 $ 2,556 $ 3,088 $ 0 $ 0 $ 2,204 $ 2,599 $ 3,974 N/C - Non Comparator
1 - Imperial Irrigation District: 401a
Benefit Package Total
Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Equipment
Mechanic N/C Mechanic I/
Service Advisor
Vehicle
Equipment
Mechanic II
Equipment
Mechanic I Fleet Mechanic II N/C
Fleet
Maintenance
Technician III
[Heavy
Equipment
Mechanic/
Automotive
Mechanic]
Senior Fleet
Technician Mechanic II
Top Step $ 5,629 $ 4,112 $ 8,374 $ 4,640 $ 7,020 $ 7,720 $ 4,691 $ 6,777 $ 6,252 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 1.62%@65 Employee Cost Share
Social Security $ 349 $ 255 $ 435 $ 388
Deferred Compensation $ 63
Other Ret.1 $ 625
Cafeteria $ 2,401 $ 1,323 $ 1,771 $ 1,900 $ 2,380 $ 1,833 Health $ 2,095 $ 1,555 $ 1,908
Dental $ 137 $ 99
Vision $ 24
Other Ins.
Vacation $ 325 $ 253 $ 644 $ 285 $ 405 $ 624 $ 271 $ 391 $ 361 Holidays $ 303 $ 237 $ 684 $ 241 $ 378 $ 416 $ 235 $ 365 $ 265 Admin Leave $ 36
Allow
Auto
$ 3,378 $ 0 $ 2,069 $ 3,585 $ 2,333 $ 3,118 $ 0 $ 3,419 $ 2,159 $ 2,589 $ 3,608 N/C - Non Comparator
1 - Imperial Irrigation District: 401a
Benefit Package Total
Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Finance
Director N/C N/C Finance Director Director of
Finance
Director of
Finance
Director of
Finance
Director of
Finance and
Treasurer
Deputy CEO -
Budget and
Finance
Group Finance
Director N/C
Top Step $ 13,360 $ 18,374 $ 12,351 $ 19,096 $ 20,197 $ 19,433 $ 11,848 $ 20,699 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 1.62%@65 Employee Cost Share $ -367
Social Security $ 828 $ 871
Deferred Compensation $ 100
Other Ret.
Cafeteria $ 2,401 $ 1,771 $ 1,900 $ 100 $ 2,349 $ 2,050 Health $ 2,942 $ 2,633 $ 1,555
Dental $ 137 $ 138 $ 99
Vision $ 24 $ 32
Other Ins.
Vacation $ 771 $ 1,855 $ 949 $ 1,102 $ 1,165 $ 2,018 $ 684 $ 1,592 Holidays $ 719 $ 1,502 $ 641 $ 1,028 $ 1,088 $ 1,046 $ 592 $ 1,115 Admin Leave $ 514 $ 1,060 $ 380 $ 734 $ 374 $ 342
Allow
Auto
$ 433 $ 500 $ 550
Benefit Package Total $ 5,233 $ 0 $ 0 $ 7,585 $ 3,742 $ 6,136 $ 5,256 $ 5,787 $ 3,822 $ 4,757 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves
City of Imperial
Benefit Detail
August 2024
City of Imperial City of Brawley City of Calexico City of Coachella
City of El
Centro City of Indio City of Palm
Desert
City of Palm
Springs
County of
Imperial
County of San
Diego
Imperial
Irrigation
District
Finance
Manager N/C Finance
Manager
[Accounting
Manager/
Finance
Manager]
Finance
Manager N/C
[Deputy Director
of Finance/
Finance
Supervisor]
Assistant
Director of
Finance
General
Accounting
Manager
[Principal
Accountant/
Departmental
Budget Manager]
[Officer of
Accounting
Financial
Controller/
Officer Budget &
Finance
Performance,
Assistant]
Top Step Proposed $ 6,591 $ 12,610 $ 8,298 $ 13,734 $ 15,194 $ 8,216 $ 11,573 $ 14,579 PEPRA 2%@62 2%@62 2%@62 2%@62 2%@62 2%@62 1.62%@65
Employee Cost Share $ -126
Social Security $ 409 $ 871
Deferred Compensation $ 100 $ 146
Other Ret.1 $ 1,458
Cafeteria $ 1,323 $ 1,771 $ 100 $ 2,349 $ 1,927
Health $ 2,095 $ 2,633 $ 1,555 $ 1,908
Dental $ 137 $ 138 $ 99
Vision $ 24 $ 32
Other Ins.
Vacation $ 456 $ 970 $ 510 $ 792 $ 1,578 $ 474 $ 757 $ 1,121 Holidays $ 380 $ 1,031 $ 431 $ 740 $ 818 $ 411 $ 623 $ 617 Admin Leave $ 203 $ 606 $ 255 $ 292 $ 237
Allow
Auto
$ 217
$ 0 $ 0 $ 2,771 $ 4,737 $ 3,184 $ 0 $ 4,535 $ 5,037 $ 2,776 $ 3,307 $ 6,121 N/C - Non Comparator
1 - Imperial Irrigation District: 401a
Benefit Package Total
Agency
Benchmark/ Comparator Agency Match Retirement Insurance Leaves