Imperial Beach City Council
August 17, 2022

The Bigger Picture DRAFT for Discussion Only Draft Date June 15, 2022 [Date] 33
Chapter 3 – Citywide Capital, Recreation and Open Space Opportunities The Imperial Beach strategic plan, the Bigger Picture, must include capital projects, anticipated public works improvements, recreation and open space opportunities and other community investments. However, it should be noted that the City Council has adopted a Capital Improvements Program and although there may be some overlap, this document is not intended to replace or nullify the projects identified in the adopted Capital Improvements Program.

Implementation of the Palm Avenue Master Plan
The City of Imperial Beach received a grant for
preparation of the Palm Avenue Master Plan.

Extensive outreach and many public meetings
were conducted resulting in a conceptual plan for
the highest volume road in the community. As
additional funding is identified, implementation of
the plan will become a reality. Although the timing
for obtaining enough funding for implementation
of the plan is unknown, the plan is very important
in immediate and short-term planning and
development along the roadway. As new projects are submitted for review, the design elements are reviewed for consistency with the Palm Avenue Master Plan.

Vision: Palm Avenue will define Imperial Beach as “Classic Southern California”; a beach-oriented community with a safe, small town family atmosphere, rich is natural and cultural resources. Palm Avenue will be a gathering place for the community, rather than a dividing line, linking different neighborhoods as a safe, efficient and attractive transportation corridor. The roadway will support a thriving business climate and be a financial anchor for the City. 1-6 Year Strategy (completion prior to December 31, 2027):
 Staff will review all development projects in the Palm Avenue Master Plan area for consistency with the plan. A deferred improvement plan will be created for any elements of the plan that cannot be implemented at the current time so that when they can be implemented, the work can be completed.  Staff will review the plan on an annual basis to ensure the latest transportation solutions and trends are accommodated. For instance, there is a growing number of electrical vehicles and in order to comply with Federal and State laws, the number of electrical cars will continue to grow. The anticipated number of charging stations along the corridor may need to be increased to address this changing trend.

Funding options for 1-6 Year Strategy: The costs associated with the short-term tasks for the Palm Avenue Master Plan will be nominal and included in the annual work plan in the Community Development Department. The need for additional funding is not anticipated.

Longer-Term Goals and Objectives:

Staff will continue to explore funding options and opportunities to implement the Palm Avenue Master Plan. The effort will require many millions of dollars and likely a variety of funding sources. Potential funding sources include

The Bigger Picture DRAFT for Discussion Only Draft Date June 15, 2022 [Date] 34
the proceeds from the Pond 20 transaction with the Port of San Diego, transportation grants, private funding associated with development projects and City contributions. In the meantime, the plan will continue to serve as a guiding document for development along Palm Avenue.

City Hall Complex
The Imperial Beach City Hall is co-located with the Imperial Beach Fire Station and the substation of the San Diego Sheriff’s Department. The structures are in generally good condition, but aesthetic and mechanical updates and remodeling is needed. Recent City Council Chamber, flooring, window and office equipment improvements have created a more comfortable working environment and a better experience for residents and visitors to the City Hall Complex, and additional projects will result in a functional civic center.

Vision: The Imperial Beach City Hall Complex will be an attractive, efficient, and safe location to perform the necessary functions of local government. Residents and clients will be able to conduct business in a professional setting.
1-6 Year Strategy (completion prior to December 31, 2027):
 The community room will be updated to reflect the flooring and décor improvements of the main building at City Hall.
 The Fire Department, especially the residential area of the building, will be remodeled and updated. The restroom facilities, kitchen area and offices will reflect the improvements made at City Hall, and the living areas, including furnishings, will be high quality and attractive.  The exterior of the buildings will be updated to be more visually attractive. Details such as the replacement of the deteriorating facia will be replaced, and attractive accent colors will be implemented into the building design.
 An outdoor lunch, exercise and rest area will be improved south of the parking lot. The area will include tables, exercise equipment, sitting space, and other amenities with areas of shading and wind blocks.

Funding options for 1-6 Year Strategy: The costs associated with the short-term tasks for the City Hall Complex will be allocated from the General Fund.

Longer-Term Goals and Objectives:

Expansion of the City Council Chambers, additional office and meeting space and generally a more efficient use of space in the City Hall Complex will require significant planning and funding. Staff will explore various funding options, but it is likely that this funding will need to be allocated from the General Fund of the City. Recently, funding from the American Rescue Plan Act was used to complete various safety improvement including air filtration and better circulation.

Pocket Parks
There are some small, but important open spaces in the community that add to the systems of parks and open spaces. The pocket park at 10th Street and Iris is not a true park facility, but it provides an open space in an underserved area of the community. The Park includes Native American art and was dedicated by the Elders of the Kumeyaay Nation. There is a small, landscaped area located near the Fleet Reserve Association just north of

The Bigger Picture DRAFT for Discussion Only Draft Date June 15, 2022 [Date] 35
Palm Avenue on Silver Strand Boulevard. This space provides an area for meditation and reflection for those walking through this unused road right of way. Staff will explore other potential locations for smaller, but important public spaces through the community.

Safe Walking Routes and Bicycle Lanes, Transit Opportunities Geographically, Imperial Beach has a small footprint and is relatively flat in elevation. If safe walkways are provided, most residents and visitors can easily reach most destinations on foot or bicycle. To realize the full benefit of reduced vehicular travel, there must be attractive and safe pedestrian and bicycle facilities throughout the community that link all key destinations with the residential neighborhoods.

Complicating this effort is the fact that at last measure, more than 90% of the workforce in Imperial Beach had to leave the City for employment. Not surprisingly, a significant portion of the employment commute occurs at a similar time as the start of the school day in the community. For this reason, the City must place a high emphasis on safe walking routes to schools.

Complementing the safe walking routes, the City must continue to provide amenities such as the Tijuana Estuary Boardwalk located between 3rd Street and Seacoast Drive on the south side of Imperial Beach Boulevard, and dedicated bike lanes separated from traffic flow to encourage the use of non-motorized facilities.

The City of Imperial Beach is well served by bus transit but lacks a light rail station and taxi service is extremely limited. The City would benefit from a local shuttle service that allows people to be transported between major destinations in the City as well as regular and reliable transportation from Imperial Beach to the Palm Avenue Trolley Station (light rail) located east of Interstate 5.

Parking Programs and Improvements
Parking in a coastal community is an existential issue that impacts the lifestyle of residents, the experience of visitors, and the success of local businesses. The City Council recently directed staff to complete a parking analysis for the western portion of the community, but the results of the analysis can be applied throughout the community. Both near-term and longer-term solutions were explored and identified for consideration by the City Council.

Vision: Parking in Imperial Beach will allow residents to park at or near their homes, visitors to park near primary destination areas, and patrons of local businesses to find parking near their destination. 1-6 Year Strategy (completion prior to December 31, 2027):
 Convert segments of unrestricted parking on Seacoast Drive and Palm Avenue to 2-hour time restricted parking to increase parking turnover for local businesses.  Consult with individual business to determine whether existing 20-minute time restricted parking should be maintained or converted to 2-hour time restricted parking.  Convert unrestricted parking on the west side of Seacoast Drive south of Donax Avenue to a passenger loading zone with signage for rideshare pick-up/drop-off.  Continue to require new development projects in the coastal area to implement Transportation Demand Management strategies to support alternative modes of transportation and reduce parking demand.

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 Collaborate with existing businesses and perspective developers on opportunities for joint use of existing parking facilities and potential to construct new facilities.  Consider charging a fee to park in the Seacoast and Palm Lot, and the Seacoast and Elkwood Lot on weekends and/or implement time-restricted parking (such as 4-hour) to manage demand and increase parking turnover during peak periods of beach activity.

Funding options for 1-6 Year Strategy: The costs associated with exploring parking options will be allocated from the General Fund, including revenue from Measure I and the potential increase in TOT.

Longer-Term Goals and Objectives:

Many of the parking objectives will take many years and significant funding to complete. However, it is important to identify the potential solutions and begin to work toward implementation of the long-range goals. As funding becomes available and as conditions warrant, the following parking management strategies should be explored:
 Perform a feasibility study to evaluate design concepts and associated costs, benefits and impacts of converting Seacoast Drive and 2nd Street into a one-way couplet with parallel parking on one side of the street and angle parking on the other; the study should also explore options for protected bike facilities and/or wider sidewalks on Seacoast Drive.
 Seek funding opportunities, such as the San Diego Unified Port District’s CIP or public-private partnerships, to construct a two-to-three story parking structure along Seacoast Drive or at other strategic locations in proximity to the beach.
 Establish an In-Lieu Fee Program for new development to support new parking, on-going maintenance costs, and/or enforcement of time restrictions, pay or permit parking within the coastal area.  Implement a weekend shuttle service from the Palm Ave Trolley/Transit Station just east of I-5, or the large shopping center just west of I-5, to primary destinations off Seacoast Drive such as Dunes Park at Daisy Avenue and the Imperial Beach Pier at Evergreen Avenue.  Consider posting 4-hour time restricted parking on some residential streets within two blocks of the beach to increase turnover for beachgoers, while offering permits to area residents that would allow them to park in excess of the time restriction.
 Consider implementing parking meters on Seacoast Drive and Palm Avenue to increase parking turnover for local businesses, while providing more flexibility for customers.

Energy Efficiency and Electric Vehicles
The City of Imperial Beach has been a leader in exploring and implementing energy efficiency methods and reducing the City’s carbon footprint. However, there are additional opportunities and advancement that must be reviewed and acted upon. Some of the opportunities that will be explored in the next five years include:
 Installation of solar panels at appropriate municipal facilities in the City. (City Hall, 170 Palm, and Sports Park Recreation Center)
 Creation of a plan to transition the City’s fleet to zero emission vehicles and implement policies that by 2027 all new vehicle purchases in the City will be electric.

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Chapter 4 – Other Considerations
The Bigger Picture is a strategic plan for the City that links with many other planning document and policies adopted by the City Council. Additionally, there are several important priorities identified by the City Council that aren’t included in this document but should be noted as parallel efforts.  The Imperial Beach General Plan, Local Coastal Program, municipal budget, Capital Improvements Program, Sea Level Rise Analysis, the proposed Parks Master Plan, the Imperial Beach Municipal Code and similar documents are not competing but rather companion documents to the Bigger Picture. The purpose of the Bigger Picture is to consolidate and organize the financial and human resources of the City into an action document implemented at the direction of the City Council.  The impact of transboundary sewage and debris from Mexico into the Tijuana River Valley and the Pacific Ocean is an overarching and an all-encompassing issue for the City of Imperial Beach. However, as a small municipality, there are very limited actions the City can take to address this issue. Although not included herein, it should be noted that this is the highest priority issue for the City of Imperial Beach.  The City has many partners that can provide assistance in addressing the goals and objectives of this strategic plan. The Chamber of Commerce, the Design Review Board, Parks and Recreation Committee, the Tidelands Advisory Committee, the Port of San Diego, the United States Navy, SANDAG, the State of California, the Federal Government and countless other partners will be counted on for the success of the City.

The Bigger Picture DRAFT for Discussion Only Draft Date June 15, 2022 [Date] 38
The Bigger Picture Summary of Near-Term Projects and Funding Options 1-6 Year Strategic Projects
Communitywide Strategic Efforts
Clean and Safe Neighborhoods
 Elimination of Graffiti within 48 Hours
 Maintenance of Streets and Storm Drains
 Removal of Illegally Dumped Items
 Maintain Low Crime Rate Achieved in Recent Years
 Improve Emergency Preparedness and Conduct Exercises
 Maintain Highest Level of Marine and Beach Safety
 Maintain Effective Animal Control Services
 Improve Code Compliance Practices Including Implementation of a User-Friendly Reporting System  Expand the Community Park Ranger and Ambassador Program  Complete Crime Prevention Through Environmental Design Studies and Implement Solutions Update Imperial Beach General Plan and Local Coastal Program  Complete the General Plan and Local Coastal Program for Consideration by the City Council Events, Activities and Cultural Exchange
 Improve Experience for Those Attending Events in Imperial Beach  Create New Events that Showcase the Community
 Create New Events that Appeal to All Ages, Ethnicities and Genders  Operate the Highest-Level Parks and Recreation Program  Activate Under-Utilized Park and Facility Space
 Update the Recreation and Event Facilities to Accommodate Better Events Outreach and Communications
 Implement New Webpage that is User-Friendly and Bi-Lingual  Expand the Social Media Footprint of the City
 Maintain a Constant Presence in Traditional Video and Print Media  Be Intentional with Increased Outreach (multi-lingual and multi-cultural)  Install Electronic Message Boards in Key Locations
 Explore Innovative and Unconventional Methods to Reach All Residents Physical Accessibility
 Create Recreational Programs for Residents with Special Needs  Improve Parking and Access to Major Destinations
 Improve and Create Safe Walking Spaces
 Install Additional Bicycle Lanes that are Separated from Traffic Where Possible  Provide Additional ADA Friendly Mats at the Beach

The Bigger Picture DRAFT for Discussion Only Draft Date June 15, 2022 [Date] 39
 Install Better Wayfinding Signs in the Community
 Install Inclusive Playground Equipment and Other Amenities Social Accessibility and Equity
 Join the San Diego Network of AARP and National Age Friendly Cities  Facilitate and Support the Creation of Community Based Organizations to Improve Equity  Address Outreach and Equity at the Onset of All Projects  Incorporate Equity Policies in the Guiding Documents of the City  Provide High-Quality Youth Development Programs
 Implement Multi-Lingual Outreach and Education Programs for Housing  Develop and Implement an Affirmative Fair Marketing Plan Relationships and Partnerships
 Cultivate and Strengthen Relationships and Partnerships

The Bigger Picture DRAFT for Discussion Only Draft Date June 15, 2022 [Date] 40
Project Based Strategic Efforts
13th Street Community Corridor Improvements
 Prepare a 13th Street Community Corridor Plan
 Conduct Outreach to Businesses to Identify Barriers to Investment  Conduct Outreach to Multi-Family Residential Managers to Identify Barriers to Re-Investment  Implement Initial Lower-Cost Improvements of the Corridor Plan 170 Palm Avenue
 Complete Upgrades Necessary to Conduct Recreation Programs Bayshore Bikeway
 Install Bikeway Regulatory Signs
 Install Hydration Stations
 Create a Cycling/Pedestrian Safety Plan
 Install Additional Lighting in Strategic Locations
 Improve the Maintenance of Surface and Vegetation
Bayfront
 Complete an Ownership and Land Use Analysis
 Update the General Plan and Local Coastal Program to Indicate Preferred Uses  Create an Imperial Beach Bayfront Specific Plan
 Monitor Property Ownership
Beachfront
 Complete a Reinvestment and Façade Renovation Program  Complete an Art, Mural, and Activity Program
 Install Wayfinding and Storytelling Signage
 Install Picture Platforms, Maps, and Points of Interest Facilities  Work with the Port of San Diego to Complete Improvements to the Pier  Create Programs to Address and Mitigate Impacts that Affect Visitor Experiences  Improve Lighting and Other Safety Features on Seacoast Drive Bicentennial Triangle
 Install Electronic Message Board
 Place an Additional Piece of Public Art
 Activate with Seasonal Decorations
Border to Bayshore Bikeway
 Ensure Improvements are Safe and Aesthetically Pleasing  Meet with Business Owners Impacted by the Improvements to Mitigate Concerns Borderfield State Park
 Work with Appropriate Partners to Open the Park on a More Consistent Basis

The Bigger Picture DRAFT for Discussion Only Draft Date June 15, 2022 [Date] 41
Dunes Park
 Install Additional Safety Lighting
 Install Feet and Equipment Washing Station
 Upgrade Hydration Station
Eastside Park
 Initiate and Conclude Discussions with South Bay Union School District Regarding Oneonta School  Explore Locations for a Park in the Eastern Portion of the City Imperial Beach Sports Park
 Complete the Remodel of the Recreation Center
 Complete Improvements to the Outdoor Areas of the Sports Park  Install Safety Measures such as Security Cameras and Lighting  Complete a Vehicular Safety Plan for Areas Adjacent to the Sports Park  Increase Access to Ball Fields for Recreation Programs and Open Use  Replace Existing Restrooms
Mar Vista High School Pool
 Complete Agreement for Public Access and Use
Portwood Pier Plaza
 Improve Safety and Aesthetic Lighting
 Address Incompatible Uses
 Update the Equipment at the Tot-Lot
 Upgrade Infrastructure Necessary to Serve Events
Reama Park
 Improve the Underutilized Portions of the Park
Rose Teeple Park
 Complete and Implement a Crime Prevention Through Environmental Design Program  Improve the Underutilized Portions of the Park
 Improve Accessibility for All Amenities
Tijuana River Estuary
 Solidify Relationships
 Create Enhanced Educational Opportunities
Veterans Park
 Replace Existing Playground Equipment
 Install a Splash Pad
 Install Senior Friendly Exercise Equipment
 Replace Turf at Soccer Field
 Install Community Message Board

The Bigger Picture DRAFT for Discussion Only Draft Date June 15, 2022 [Date] 42
Citywide Capital, Recreation and Open Space Opportunities Palm Avenue Master Plan
 Review All Projects On or Near Palm Avenue for Compliance with the Master Plan  Review the Plan on an Annual Basis for Changes in Traffic Patterns and Technology City Hall Complex
 Update the Community Room
 Complete Improvements at the Fire Station
 Update and Improve the Exterior of the Structures
 Install Outdoor Eating and Exercise Area
Pocket Parks
 Identify Locations for Additional Parks
Safe Walking Routes and Bicycle Lanes, Transit Opportunities  Identify and Improve Walking Route and Bicycles Lanes  Work the MTS to Expand Transit Opportunities
Parking Programs and Improvements
 Convert Segments of Seacoast Drive and Palm Avenue to 2-hour Parking  Consult with Businesses Regarding Existing 20-minute Parking  Create a Passenger Loading Zone
 Impose Transportation Demand Management Strategies
 Explore Joint Use of Existing Parking Facilities
 Consider a Parking Fee in the Seacoast and Palm, and the Seacoast and Elkwood Lots

The Bigger Picture – Project Summary DRAFT for Discussion Only Draft Date June 15, 2022 [Date] 1
Attachment 2
The Bigger Picture Summary of Near-Term Projects and Funding Options 1-6 Year Strategic Projects
Communitywide Strategic Efforts
Clean and Safe Neighborhoods
 Elimination of Graffiti within 48 Hours
 Maintenance of Streets and Storm Drains
 Removal of Illegally Dumped Items
 Maintain Low Crime Rate Achieved in Recent Years
 Improve Emergency Preparedness and Conduct Exercises
 Maintain Highest Level of Marine and Beach Safety
 Maintain Effective Animal Control Services
 Improve Code Compliance Practices Including Implementation of a User-Friendly Reporting System  Expand the Community Park Ranger and Ambassador Program  Complete Crime Prevention Through Environmental Design Studies and Implement Solutions Update Imperial Beach General Plan and Local Coastal Program  Complete the General Plan and Local Coastal Program for Consideration by the City Council Events, Activities and Cultural Exchange
 Improve Experience for Those Attending Events in Imperial Beach  Create New Events that Showcase the Community
 Create New Events that Appeal to All Ages, Ethnicities and Genders  Operate the Highest-Level Parks and Recreation Program  Activate Under-Utilized Park and Facility Space
 Update the Recreation and Event Facilities to Accommodate Better Events Outreach and Communications
 Implement New Webpage that is User-Friendly and Bi-Lingual  Expand the Social Media Footprint of the City
 Maintain a Constant Presence in Traditional Video and Print Media  Be Intentional with Increased Outreach (multi-lingual and multi-cultural)  Install Electronic Message Boards in Key Locations
 Explore Innovative and Unconventional Methods to Reach All Residents Physical Accessibility
 Create Recreational Programs for Residents with Special Needs  Improve Parking and Access to Major Destinations
 Improve and Create Safe Walking Spaces
 Install Additional Bicycle Lanes that are Separated from Traffic Where Possible  Provide Additional ADA Friendly Mats at the Beach

The Bigger Picture – Project Summary DRAFT for Discussion Only Draft Date June 15, 2022 [Date] 2
 Install Better Wayfinding Signs in the Community
 Install Inclusive Playground Equipment and Other Amenities Social Accessibility and Equity
 Join the San Diego Network of AARP and National Age Friendly Cities  Facilitate and Support the Creation of Community Based Organizations to Improve Equity  Address Outreach and Equity at the Onset of All Projects  Incorporate Equity Policies in the Guiding Documents of the City  Provide High-Quality Youth Development Programs
 Implement Multi-Lingual Outreach and Education Programs for Housing  Develop and Implement an Affirmative Fair Marketing Plan Relationships and Partnerships
 Cultivate and Strengthen Relationships and Partnerships

The Bigger Picture – Project Summary DRAFT for Discussion Only Draft Date June 15, 2022 [Date] 3
Project Based Strategic Efforts
13th Street Community Corridor Improvements
 Prepare a 13th Street Community Corridor Plan
 Conduct Outreach to Businesses to Identify Barriers to Investment  Conduct Outreach to Multi-Family Residential Managers to Identify Barriers to Re-Investment  Implement Initial Lower-Cost Improvements of the Corridor Plan 170 Palm Avenue
 Complete Upgrades Necessary to Conduct Recreation Programs Bayshore Bikeway
 Install Bikeway Regulatory Signs
 Install Hydration Stations
 Create a Cycling/Pedestrian Safety Plan
 Install Additional Lighting in Strategic Locations
 Improve the Maintenance of Surface and Vegetation
Bayfront
 Complete an Ownership and Land Use Analysis
 Update the General Plan and Local Coastal Program to Indicate Preferred Uses  Create an Imperial Beach Bayfront Specific Plan
 Monitor Property Ownership
Beachfront
 Complete a Reinvestment and Façade Renovation Program  Complete an Art, Mural, and Activity Program
 Install Wayfinding and Storytelling Signage
 Install Picture Platforms, Maps, and Points of Interest Facilities  Work with the Port of San Diego to Complete Improvements to the Pier  Create Programs to Address and Mitigate Impacts that Affect Visitor Experiences  Improve Lighting and Other Safety Features on Seacoast Drive Bicentennial Triangle
 Install Electronic Message Board
 Place an Additional Piece of Public Art
 Activate with Seasonal Decorations
Border to Bayshore Bikeway
 Ensure Improvements are Safe and Aesthetically Pleasing  Meet with Business Owners Impacted by the Improvements to Mitigate Concerns Borderfield State Park
 Work with Appropriate Partners to Open the Park on a More Consistent Basis

The Bigger Picture – Project Summary DRAFT for Discussion Only Draft Date June 15, 2022 [Date] 4
Dunes Park
 Install Additional Safety Lighting
 Install Feet and Equipment Washing Station
 Upgrade Hydration Station
Eastside Park
 Initiate and Conclude Discussions with South Bay Union School District Regarding Oneonta School  Explore Locations for a Park in the Eastern Portion of the City Imperial Beach Sports Park
 Complete the Remodel of the Recreation Center
 Complete Improvements to the Outdoor Areas of the Sports Park  Install Safety Measures such as Security Cameras and Lighting  Complete a Vehicular Safety Plan for Areas Adjacent to the Sports Park  Increase Access to Ball Fields for Recreation Programs and Open Use  Replace Existing Restrooms
Mar Vista High School Pool
 Complete Agreement for Public Access and Use
Portwood Pier Plaza
 Improve Safety and Aesthetic Lighting
 Address Incompatible Uses
 Update the Equipment at the Tot-Lot
 Upgrade Infrastructure Necessary to Serve Events
Reama Park
 Improve the Underutilized Portions of the Park
Rose Teeple Park
 Complete and Implement a Crime Prevention Through Environmental Design Program  Improve the Underutilized Portions of the Park
 Improve Accessibility for All Amenities
Tijuana River Estuary
 Solidify Relationships
 Create Enhanced Educational Opportunities
Veterans Park
 Replace Existing Playground Equipment
 Install a Splash Pad
 Install Senior Friendly Exercise Equipment
 Replace Turf at Soccer Field
 Install Community Message Board

The Bigger Picture – Project Summary DRAFT for Discussion Only Draft Date June 15, 2022 [Date] 5
Citywide Capital, Recreation and Open Space Opportunities Palm Avenue Master Plan
 Review All Projects On or Near Palm Avenue for Compliance with the Master Plan  Review the Plan on an Annual Basis for Changes in Traffic Patterns and Technology City Hall Complex
 Update the Community Room
 Complete Improvements at the Fire Station
 Update and Improve the Exterior of the Structures
 Install Outdoor Eating and Exercise Area
Pocket Parks
 Identify Locations for Additional Parks
Safe Walking Routes and Bicycle Lanes, Transit Opportunities  Identify and Improve Walking Route and Bicycles Lanes  Work the MTS to Expand Transit Opportunities
Parking Programs and Improvements
 Convert Segments of Seacoast Drive and Palm Avenue to 2-hour Parking  Consult with Businesses Regarding Existing 20-minute Parking  Create a Passenger Loading Zone
 Impose Transportation Demand Management Strategies
 Explore Joint Use of Existing Parking Facilities
 Consider a Parking Fee in the Seacoast and Palm, and the Seacoast and Elkwood Lots

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August 17, 2022
ITEM TITLE: FISCAL YEAR 2021-2022 FINANCIAL UPDATE AND CONSIDERATION OF RESOLUTION 2022-67 RATIFYING PREVIOUS ACTIONS OF THE CITY COUNCIL IN RELATION TO THE FY 2021-2022 BUDGET AND CONSIDERATION OF AN ADDITIONAL AMENDMENT TO THE FY 2021-22 BUDGET. (0330-30)
ORIGINATING DEPARTMENT:

Finance
EXECUTIVE SUMMARY:

The Fiscal Year (“FY”) 2021-2022 municipal budget was adopted in May 2021 and represents the first year of a two-year budget cycle. Fiscal Year 2021-2022 concluded on June 30, 2022 and staff has analyzed the preliminary (unaudited) revenues and expenditures for the fiscal year. Staff has conducted an analysis of the FY 2021-22 adopted General Fund budget in comparison with authorized modifications in personnel and operational costs and City Council resolutions.

Resolution 2022-67 will ratify and consolidate previous actions of the City Council and direct staff to complete an additional FY 2021-2022 budget amendment.

Staff is currently preparing for the FY 2021-2022 annual audit which is scheduled to take place during the month of September. It is anticipated that final Financial Statements will be prepared and presented to City Council in November 2022.

RECOMMENDATION:

Staff recommends the adoption of Resolution 2022-67 ratifying and consolidating previous actions of the City Council impacting the City of Imperial Beach Budget and approving additional amendments to the FY 2021-2022 Budget.

OPTIONS:
 Adopt Resolution 2022-67
 Adopt a revised version of Resolution 2022-67
 Provide direction to staff to provide additional information BACKGROUND/ANALYSIS:

The municipal budget is the primary document that links the priorities of the City Council with the funding necessary to accomplish those goals. Throughout the budget period, the City Council

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considers various resolutions that serve to amend or modify the anticipated revenues and expenditures in the General Fund as financial needs change over time. Additionally, staff provides periodic budget updates to the City Council during public meetings in order to educate and maintain transparency. Through a series of previously adopted amendments (resolutions), the City Council has increased the authorized expenditures in the FY 2021-2022 General Fund Budget.

Staff is continually committed to monitoring the City's revenues and expenditures with the goal of keeping them in balance. The FY 2021-2022 fiscal year ended on June 30, 2022 and staff has been reviewing the finances and preparing the City for its annual audit. As part of the year-end closing, both the revenue and expenditure budgets are reviewed and adjusted as necessary.

Additionally, staff desires to provide the Council with a pre-audit look at how the City fared for the fiscal year. Please note, the numbers being provided are preliminary, unaudited numbers and are subject to change.

GENERAL FUND
General Fund Summary
The projections provided in this staff report are preliminary projections only. The totals will change as the fiscal year is closed out and all revenue and expenditures are properly recorded. Final revenue and expenditure amounts will not be certain until the annual audit is completed in September 2022.

Currently, it is projected that the General Fund will complete FY 2021-2022 with revenues exceeding expenditures resulting in approximately a $450,000 surplus. Although not severely affected by the COVID-19 pandemic, revenues appear to have rebounded, and often grown beyond, pre-pandemic levels and will finish the year ahead of budget. Additionally, expenditures are once again projected to complete the year under budget. While finishing under budget is a positive item, staff shortages are a major reason for expenditures finishing FY 2021-2022 below budget. In addition, staff continues to strive to ensure that spending stays within the approved limits. Various additional factors impacting the FY2021-2022 General Fund revenues and expenditures are discussed in the following sections.

Revenues
The City began FY 2021-2022 emerging from the effects of the COVID-19 pandemic. Thankfully, during FY 2020-2021 the pandemic did not have an extreme impact on the City’s General Fund Revenues. During that time, areas that were negatively impacted, such as Transient Occupancy Tax, were offset by increases in categories such as Property Tax and Sales Tax. In FY 2021- 2022, it appears that revenues have reached pre-pandemic levels and are once again “normalizing”.

The FY 2021-22 adopted General Fund revenue budget was $24,834,363 and the current amended budget is $25,288,772. The projected General Fund revenue for the fiscal year ended June 30, 2022 is $26,900,000.

The category of “Taxes” includes property related taxes, sales taxes and franchise fees.

Forecasted revenue from Property Tax related items is expected to exceed budget by

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approximately $700,000. This continues to largely be a result of the steady increase in the RPTTF Residual and VLF revenues. Additionally, Documentary Transfer Tax, taxes received on the sale of homes, is anticipated to finish at $212,000, almost twice its FY 2021-2022 budget. This increase is a direct reflection of the activity over the last year in the housing market. Sales Tax (both City and Measure I) is projected to exceed budget by approximately $1.6 million. The 1% City sales tax was budgeted to be $1.3 million and is estimated to finish at $1.75 million after year-end accruals, approximately $450,000 over budget. It is believed the increase reflects an increase in consumer spending as well as the cost of living. Unsure of what to expect from the City’s first year of revenue from Measure I, staff budgeted Measure I conservatively at $1.28 million for FY 2021- 2022. It appears after the completion of a full fiscal year, Measure I is estimated to finish at approximately $2.5 million after year-end accruals, much higher than planned. It will take another year or so to understand if this new revenue source will stabilize at this high amount.

The category of “Licenses and Permits” include business licenses as well as construction related permits. Business Licenses are estimated to be just over budget ($377,000 compared to a budget of $375,000) while construction related permits are anticipated to finish approximately $100,000 over budget. While this category appears to have rebounded from any pandemic affects, it is difficult to determine as building, and its associated revenue, often fluctuate from year to year. “Intergovernmental Revenue” is estimated to complete the year $125,000 below budget. This category is driven by reimbursement and grants that flow through the General Fund.

Reimbursements are estimated to finish $76,000 over budget, primarily the result of reimbursement from CalOES for firefighter strike team involvement during the 2021-2022 fiscal year. This reimbursement offsets expenditure increases for firefighter overtime and vehicle (fire engine) maintenance costs. Grant revenues vary from year to year and their related budgets carry over until all funds are received and projects/programs are completed. For the fiscal year ended June 30, 2022, “grants” will end up approximately $212,000 under budget. If appropriate, any FY 2021-2022 grant revenue budgeted and not yet received during the fiscal year will be carried into FY 2022-2023 and budgeted in the appropriate fund. To avoid the large revenue fluctuations resulting from grant revenue that occur year-over-year in the General Fund, beginning in FY 2021- 2022 most grants have been removed from the General Fund and placed in a Special Revenue Fund. This practice will continue in the future.
“Charges for Services” are expected to finish approximately $163,000 (3%) below budget. This category includes Building Plan Check and Planning and Zoning fees. As previously stated, construction activity can fluctuate from year to year which makes budgeting for this area difficult.

Additionally, staff recently (within the last year) implemented a new automated permitting/billing system. With revenue for construction related permits finishing over budget, and revenue for building and planning fees finishing under budget, staff is reviewing and refining the system coding and may adjust account coding as necessary.

The category of “Fines and Forfeitures” comprises less than 1% of the budget is anticipated to finish just over original estimate. This source of revenue includes parking and traffic fines as well as ordinance civil penalties. During FY 2020-2021, this category dropped substantially and has now recovered to pre-pandemic levels.

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“Use of Money and Property” is projected to be lower than budgeted because of interest earnings being less than anticipated. “Miscellaneous Revenue” includes donations and contributions, paramedic billing reimbursement, as well as other miscellaneous reimbursements. This category is projected to finish the year approximately $300,000 over budget. The greatest reason for this increase is the establishment of the new “Community Benefit Contribution” being received by the City.

GENERAL FUND REVENUES
Original
Budget
Current
Budget
FY 21-22
Projected Variance ($) Variance (%)
Taxes $14,397,100 $14,397,100 $17,027,672 $2,630,572 18.27% Licenses & Permits 642,250 666,252 778,976 112,723 16.92% Intergovernmental 117,000 547,407 423,177 (124,230) -22.69% Charges for Service 6,456,938 6,456,938 6,293,782 (163,156) -2.53% Fines & Forfeitures 224,500 224,500 234,164 9,664 4.30% Use of Money & Property 540,000 540,000 373,261 (166,739) -30.88% Miscellaneous Revenue 131,500 131,500 442,613 311,113 236.59% Interfund Transfers 2,325,075 2,325,075 1,338,975 (986,100) -42.41% Revenue Total $24,834,363 $25,288,772 $26,912,619 $1,623,847 6.42% As illustrated above, several budget amendments, both increases and decreases, are needed to the current revenue budget. Staff is proposing an overall increase in the General Fund Revenue budget of $1.6 million for FY 2021-2022. While the amendment increases and decreases affect multiple accounts, the most prominent adjustments are as follows:
 Increase of $350,000 to 101-0000-311.6006 (RPTTF Residual) for higher than anticipated revenues
 Increase of $450,000 to 101-0000-313.4001 (7.75% Sales Tax – City) for higher than anticipated revenues
 Increase of $1,150,000 to 101-0000-313.4002 (Measure I Sales Tax) for higher than anticipated revenues
 Increase of $250,000 to 101-0000-316.7049 (Transient Occupancy Tax) for higher revenues resulting from additional hotel
 Decrease of $956,000 to 101-0000-391.9008 (Transfers In) due to a change in ARPA Fund programming
 Increase of $173,000 to 103-0000-376.8803 (Community Benefit Contribution) resulting from a new revenue source
The full details to the adjustment can be seen in the year-end revenue budget amendment (Attachment 2)

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GENERAL FUND
Expenditures
The General Fund expenditure budget was approved at $24.16 million and the current General Fund budget is $27.37 million. During the fiscal year, City Council approved several large budget amendments including a $1,092,771 amendment to transfer funds from the General Fund fund balance to the Internal Services funds and a $300,060 amendment for ARPA Essential Employee Stipends. Additionally, budget approvals and amendments for capital projects using General Fund reserves (“Strategic Reserves”) totaling $945,000 were approved by the City Council.

GENERAL FUND EXPENDITURES
Original
Budget
Current
Budget
FY 21-22
Projected Variance $ Variance %
GG* - Legislative $ 946,900 $ 960,925 $ 845,178 $ (115,747) -12.05% GG* - Mgmt & Support 5,247,680 7,620,464 7,657,280 36,816 0.48% Public Safety 13,553,720 13,715,010 13,444,454 (270,556) -1.97% Parks & Recreation 2,252,775 2,124,892 1,815,213 (309,679) -14.57% Public Works 2,156,500 2,571,732 2,462,171 (109,561) -4.26% Capital Outlay - 381,074 230,843 (150,231) -39.42%
Expenditure Total $24,157,575 $27,374,097 $26,455,139 $ (918,958) -3.36% **General Government
In summary, General Fund expenditures are projected to be $26.5 million for FY 2021-2022 and are below the current budget of $27.4 million. While total projected expenditures are projected to be below the current budget, there were areas within the General Fund that saw both decreases and increase in expenditures. Some of the areas of greater variance include:
 Increases to multiple department’s “HRA Contribution” account totaling $131,700. City Council adopted Resolution 2021-75 implementing a Health Reimbursement Arrangement (HRA) for employee groups. The total cost for the initial HRA deposit was $131,700.  Increase of $55,500 to account 101-1110-412.2903 (City Manager – Contingency). City Council adopted Resolution 2021-80 authorizing staff to enter into a contract with Lew Edwards Group to explore revenue generation opportunities for the City and make appropriate budget adjustments. The contract was approved not-to-exceed $100,000.  Increase of $57,000 to account 101-3020-422.1003 (Fire – Overtime). This overtime is for wildfire related costs. These expenditures are offset by an increase in revenue for wildfire reimbursements from CalFire.
 Increase of $61,800 to 101-1210-413.2101 (Finance – Temporary Staffing). These costs were a result of the need for assistance during a temporary reduction in departmental staff.

These costs were offset by a decrease in personnel related expenditures.

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 Increase of $48,600 to account 101-5010-531.2104 (Streets – Technical Services) for technical services related to the 10th Streetscape Enhancement Project and the STC Speed Limit Survey.
 Increase of $31,200 to account 101-5010-431.2701 (Streets – Gas & Electric) due to increases in utility costs.
 Increase of $19,500 to account 101-5010-431.5004 (Streets – Equipment) related to the replacement of an electronic speed sign. This expenditure is offset by an increase in revenue related to accident cost recovery.

Many General Fund departments finished the year below their FY 2021-2022 budget. As a result, the savings achieved can be used to offset a portion the unanticipated expenditures. A full listing of the proposed budget adjustments can be seen in the year-end expenditure budget amendment (Attachment 3).

INTERNAL SERVICE FUNDS
Fund 501 – Vehicle Replacement
It is estimated that the Vehicle Replacement Fund will complete the year with revenues $119,000 ahead of expenses. Account 501-1921-419.2815 (Vehicle Operations – Fuel/Oil) finished the year $26,200 over budget resulting from rising fuel costs. However, it is important to state that fuel cost reimbursement received from the Port of San Diego and the County of San Diego assisted in offsetting the additional expenses. The City is still awaiting delivery of two vehicles which the City has previously ordered. At this time, it is anticipated the budget, totaling approximately $80,000 for the two vehicles, will be carried over into FY 2022-2023.

Fund 502 – Risk Management
The Risk Management Fund is projected to finish the year with revenues ahead of expenses, increasing the fund’s net position by approximately $290,000. Staff continues to be proactive in claim management resulting in reduced expenses. This increase in net position will be another step towards staff’s goal of $750,000 in net position in the fund.

Fund 503 – Information Technology
The IT Fund is projected to finish FY 2021-2022 with revenues equaling expenses. The IT Department suffered some staffing losses resulting an unexpected increase in expenses for temporary staffing. However, the salary savings from the staff reduction did offset the temporary staffing costs. While the desire is that revenues exceed expenses to build a reserve for future equipment, the City made progress this year and is now fully funding the fund. Staff will continue to strive to structure the funding of the IT Fund with the goal of building a reserve for future IT infrastructure and equipment.

Fund 504 – Facility Maintenance
The Facility Maintenance Fund is projected to finish the year with revenues $133,500 below expenditures. This deficit is a result of projects approved in the previous budget cycle that were carried over and completed during FY 2021-2022. The net position in the Facility Maintenance Fund is projected to finish below the desired $200,000 balance and staff will continue to work to Fund the fund in order to increase its balance.

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INTERNAL SERVICE FUNDS
Revenue
Budget
Projected
Revenue*
Expenditure
Budget
Projected
Expenditures
FY 21-22
Surplus
(Deficit)
Vehicle Maintenance $ 584,533 $ 679,083 $ 639,634 $ 559,847 $ 119,236 Risk Management 739,372 792,993 739,372 501,857 291,136 Information Technology 615,445 635,755 609,145 628,041 7,714 Facilities Maintenance 160,200 9,186 374,413 143,691 (134,505) *Revenue excludes transfers in made from General Fund pursuant to Res. 2021-88 While the majority of the Internal Service Funds expenditures are projected to complete FY 2021- 2022 under budget, staff is continuing to work to fund the reserves in each fund to an acceptable level. As the fiscal year is closed out and final revenue and expenditure amounts are known, staff may once again recommend transfers to the Internal Service funds in order to increase fund balances and allow for future unanticipated and capital expenditures.

Recommended budget amendments for the Internal Service Funds have been included as Attachment 4 to this report.

SEWER ENTERPRISE FUND
Fund 601 – Sewer Enterprise Fund
The FY 2021-2022 adopted revenue budget for the Sewer Enterprise fund was $6,173,300. The projected revenues for the fund are estimated at $6,237,000, $63,700 above the adopted budget.

The adopted expenditure budget was $5,347,000 and the current budget is $6,529,000. The amended budget is inclusive of $1.3 million of CIP projects approved by City Council during the previous and current budget cycles. Expenditures are projected to be approximately $1.5 million below the amended budget. It is anticipated that $1.1 million of anticipated CIP expenditures will be carried over into FY 2022-2023.

Recommended budget amendments for the Sewer Enterprise fund have been included as Attachment 4 to this report.

ENVIRONMENTAL DETERMINATION:

Not a project as defined by CEQA.

FISCAL IMPACT:

FISCAL YEAR: FY 2021-2022
BUDGETED: N/A

BUDGET AMENDMENT YES
ACCOUNT NO(S).: VARIOUS

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PROJECT NO(S).: N/A
FISCAL ANALYSIS: Resolution 2022-67 ratifies
previous budget adjustments
approved by City Council and
proposes year-end budget
amendments
CURRENT BUDGET: N/A

ANTICIPATED
EXPENDITURE:

N/A
ATTACHMENTS:

ATT 1 – Resolution 2022-67
ATT 2 – General Fund Revenue Budget Amendment
ATT 3 – General Fund Expenditure Budget Amendment
ATT 4 – Internal Service and Sewer Fund Budget Amendment

ATTACHMENT 1
RESOLUTION NO. 2022-67

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF IMPERIAL BEACH, CALIFORNIA, AMENDING THE FISCAL YEAR 2021-2022 GENERAL FUND, INTERNAL SERVICE AND

SEWER ENTERPRISE BUDGETS AND RATIFYING CERTAIN PREVIOUS ACTIONS AND

DIRECTION OF THE CITY COUNCIL
WHEREAS, the City Council is responsible for the adoption of and approval of any modification of the Fiscal Year 2021-2022 City of Imperial Beach Budget; and WHEREAS, the City Council has taken previous action and provided direction to staff to implement actions that result in amendments to the adopted Fiscal Year 2021-2022 City of Imperial Beach Budget; and
WHEREAS, the City Council desires to be fully transparent in relation to the adoption, amendment, modification, alteration or any other action associated with the City of Imperial Beach Budget; and
WHEREAS, Resolution No. 2022-67 will ratify and consolidate the actions of the City Council in relation to the Fiscal Year 2021-2022 City of Imperial Beach Budget.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Imperial Beach as follows:

Section 1 – Findings

1. The City Council has determined that the above recitals are true and correct and are hereby incorporated as findings.

2. The City Council adopted the Fiscal Year 2021-2022 City of Imperial Beach Budget in May of 2021 and by Resolution initiated several amendments to the Budget.

3. The City Council ratifies and reconfirms the amendments outlined in Section 2 below and authorizes the City Manager or the Chief Administrative Officer to execute all necessary actions to amend the City of Imperial Beach Budget to reflect the previous actions of the City Council.

Section 2 – Budget Amendments
The amendments to the Fiscal Year 2021-2022 City of Imperial Beach Budget are identified in the Resolutions identified below and the contents of this Resolution. The following resolutions are incorporated by reference:

1. Resolution 2021-48

2. Resolution 2021-52

3. Resolution 2021-60

4. Resolution 2021-73

5. Resolution 2021-75

6. Resolution 2021-80

7. Resolution 2021-83

8. Resolution 2021-86

9. Resolution 2021-87

10. Resolution 2021-88

11. Resolution 2022-01

12. Resolution 2022-02

13. Resolution 2022-06

14. Resolution 2022-11

15. Resolution 2022-12

16. Resolution 2022-31

17. Resolution 2022-35

18. Resolution 2022-38

19. Resolution 2022-50

20. Resolution 2022-51
It is the intention of this Resolution to include and incorporate all actions that would result in an

Resolution No. 2022-67

amendment of the Fiscal Year 2021-2022 City of Imperial Beach Budget. Any omission of a resolution that would result in a budget amendment that was inadvertently excluded will not invalidate the effect of this Resolution and if discovered this Resolution may be corrected by a future Resolution of the City Council.

In addition to the Resolutions listed above, the City Council hereby authorizes and directs the City Manager to incorporate the following amendments to the Fiscal Year 2021-2022 City of Imperial Beach Budget:

A. The revenues of the General Fund shall be adjusted as detailed in Attachment A.

B. The expenditures of the General Fund adjusted as detailed in Attachment B.

C. The revenue and expenditures of the Internal Service Funds and Sewer Enterprise Fund shall be adjusted as detailed in Attachment C.

PASSED, APPROVED, AND ADOPTED by the City Council of the City of Imperial Beach at its meeting held on the 14th day of August 2022, by the following vote:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

SERGE DEDINA, MAYOR
ATTEST:

JACQUELINE M. KELLY, MMC

CITY CLERK

ATTACHMENT 2

ACCOUNT ACCOUNT NAME

BUDGET INCREASE/
(DECREASE) DESCRIPTION
101‐0000‐311.6002 RPTTF RDA PASS‐THRU $ 100,000 Higher than Anticipated 101‐0000‐311.6006 RPTTF RESIDUAL 350,000 Higher than Anticipated 101‐0000‐313.4001 7.75% SALES TAX (1% CITY) 450,000 Higher than Anticipated 101‐0000‐313.4002 MEASURE I SALES TAX 1,150,000 New Revenue Source ‐ Higher than Anticipated 101‐0000‐313.6002 PROP 172: .5% SALES TAX 35,000 Higher than Anticipated 101‐0000‐315.6003 DOCUMENTARY TRANSFER TX 90,000 Higher than Anticipated 101‐0000‐316.7049 TRANSIENT OCCUPANCY TAX 250,000 Additional Hotel 101‐0000‐318.1010 GAS & ELECTRIC (SDG&E) 35,000 YE Budget Refinement 101‐0000‐318.1015 CABLE (COX CABLE) (27,000) YE Budget Refinement 101‐0000‐318.1020 WATER (CAL AMERICAN) 5,000 YE Budget Refinement 101‐0000‐318.1030 AT&T (18,000) YE Budget Refinement
101‐0000‐322.7301 BUILDING PERMITS 120,000 YE Budget Refinement ‐ Incorrect Account Coding 101‐0000‐322.7302 PLUMBING PERMITS (20,000) YE Budget Refinement ‐ Fluctuates Annually 101‐0000‐322.7303 ELECTRICAL PERMITS 12,000 YE Budget Refinement ‐ Fluctuates Annually 101‐0000‐323.7102 COM/FIRE INSPECTION FEES 11,000 YE Budget Refinement ‐ Fluctuates Annually 101‐0000‐323.7103 RES/FIRE INSPECTION FEES (82,000) YE Budget Refinement ‐ Fluctuates Annually 101‐0000‐324.7301 MISCELLANEOUS PERMITS (5,000) YE Budget Refinement ‐ Fluctuates Annually 101‐0000‐325.7306 SPECIAL EVENT PERMIT FEES 6,000 YE Budget Refinement ‐ Fluctuates Annually 101‐0000‐332.4002 VLF "EXCESS" 12,000 YE Budget Refinement ‐ Fluctuates Annually 101‐0000‐341.7401 BUILDING PLAN CHECK (77,000) YE Budget Refinement ‐ Incorrect Account Coding 101‐0000‐341.7403 PLANNING & ZONING (47,000) YE Budget Refinement ‐ Fluctuates Annually 101‐0000‐342.2001 OTHER PORT REIMBURSE (149,500) Reclassed to MSA Payment 101‐0000‐342.2004 OCEAN BEACH (PORT) 119,000 MSA Equipment Reclassification 101‐0000‐344.7502 CITY CLERK MAPS/PUB. (500) YE Budget Refinement 101‐0000‐344.7503 BUILDING MAPS/PUBLICATION 1,000 YE Budget Refinement 101‐0000‐344.7603 FINANCE ADMIN FEES 6,000 YE Budget Refinement 101‐0000‐344.7703 AIR JUMP FEES (500) Minimal Activity for FY21‐22 101‐0000‐345.7701 SENIOR CENTER PROGRAMS (5,000) YE Budget Refinement ‐Inactive for Portion FY 101‐0000‐347.7702 JR.LIFEGUARD PROGRAM FEES 3,000 YE Budget Refinement 101‐0000‐351.7802 ORDINANCE CIVIL PENALTY 15,000 YE Budget Refinement 101‐0000‐352.7801 TRAFFIC FINES (10,000) YE Budget Refinement 101‐0000‐353.7801 FALSE ALARMS (1,000) New Permits Only 101‐0000‐361.8001 ALLOCATED INTEREST (60,000) YE Budget Refinement 101‐0000‐362.8202 RENT BUILDINGS 3,000 YE Budget Refinement 101‐0000‐371.8302 CONTRIBUTIONS 45,000 Symphony/Holiday Lighting Port Contribution 101‐0000‐371.8303 MISCELLANEOUS REVENUE 68,000 IRS Refund 101‐0000‐374.8501 OTHER COST REIMBURSEMENT 75,000 Wildfire Reimbursement; Accident Recovery 101‐0000‐374.8504 PARAMEDIC BILLING 19,000 AMR Closeout 101‐0000‐375.8801 SALES OF I.B. T‐SHIRTS (3,000) YE Budget Refinement 101‐0000‐391.9008 TRANSFER IN‐OTHER FUNDS (956,000) Change in ARPA Programming 103‐0000‐376.8803 COMMUNITY BENEFIT CONTRIBUTION 173,000 New Revenue Source 105‐0000‐318.1015 CABLE (COX CABLE) (12,000) YE Budget Refinement 105‐0000‐318.1030 AT&T (3,000) YE Budget Refinement
$ 1,676,500
FY 2021‐2022 YEAR END BUDGET AMENDMENT

GENERAL FUND REVENUE
SR -
RES 2022-67 - "ATTACHMENT A"

ATTACHMENT 3

ACCOUNT ACCOUNT NAME

BUDGET INCREASE/
(DECREASE) DESCRIPTION
101‐1020‐411.1112 HRA CONTRIBUTION 11,500 New HRA Contributions 101‐1020‐411.2104 TECHNICAL SERVICES (34,700) Tran to 1020‐411.1112, 1110‐412.2903 101‐1110‐412.1001 SALARIES FULL‐TIME 55,000 Salary Adjustments 101‐1110‐412.1112 HRA CONTRIBUTION 23,200 New HRA Contributions 101‐1110‐412.2903 CONTINGENCY ACCOUNT 55,500 Lew Edwards‐TOT 101‐1210‐413.1103 SECTION 125 CAFETERIA (24,000) Saving from temp staff reduction; Tran to 1210‐413.2101 101‐1210‐413.2101 TEMPORARY STAFFING 61,800 Temp asst for staff reduction 101‐1210‐413.2804 TRAVEL, TRAINING, MEETING (7,300) Tran to 1210‐413.5004 101‐1210‐413.5004 EQUIPMENT 7,300 Office Modifications
101‐1230‐413.1001 SALARIES FULL‐TIME 20,000 Salary Adjustments 101‐1230‐413.1103 SECTION 125 CAFETERIA (20,000) Tran to 1230‐413.1001 101‐1230‐413.1112 HRA CONTRIBUTION 5,800 New HRA Contributions 101‐1920‐419.9003 TRANSFER OUT 7,600 Tran to Fund 503 to cover funding shortage 101‐3010‐421.2104 TECHNICAL SERVICES (5,800) Tran to 1230‐413.1112 101‐3020‐422.1001 SALARIES FULL‐TIME (25,000) Tran to 3020‐422.1112 101‐3020‐422.1003 OVERTIME 57,000 Wildfire ‐ Reimbursed by OES 101‐3020‐422.1101 PERS‐CITY PORTION (23,000) Tran to 3020‐422.1112 101‐3020‐422.1103 SECTION 125 CAFETERIA (25,000) Tran to 3020‐422.1112 101‐3020‐422.1112 HRA CONTRIBUTION 73,000 New HRA Contributions 101‐3030‐423.1002 SALARIES PART‐TIME (93,900) Tran to 3030‐423.1003; 3035‐423.1XXXX 101‐3030‐423.1003 OVERTIME 30,000 Overtime due to Staffing 101‐3030‐423.1008 AUTO ALLOWANCE 1,000 Auto Benefit‐Chase 101‐3030‐423.1103 SECTION 125 CAFETERIA (4,700) Refinement 101‐3030‐423.1112 HRA CONTRIBUTION 3,700 New HRA Contributions 101‐3035‐423.1002 SALARIES PART‐TIME 7,000 Refinement
101‐3035‐423.1003 OVERTIME 100 Refinement
101‐3035‐423.1105 UNEMPLOYMENT INSURANCE 200 Refinement 101‐3035‐423.1106 WORKER'S COMP INSURANCE 1,400 Refinement 101‐3035‐423.1107 FICA 100 Refinement
101‐3035‐423.1109 PARS CITY CONTRIBUTION 100 Refinement 101‐5010‐431.1001 SALARIES FULL‐TIME 17,400 Refinement
101‐5010‐431.1103 SECTION 125 CAFETERIA (17,400) Tran to 5010‐431.1001 101‐5010‐431.2104 TECHNICAL SERVICES 48,687 10th St Grant‐Kimley Horn; STC Speed Limit Survey 101‐5010‐431.2701 GAS & ELECTRIC (SDG&E) 31,200 Increased Utility Costs 101‐5010‐431.5004 EQUIPMENT 19,500 Speed Sign (Cost Recovery) 101‐5020‐432.1103 SECTION 125 CAFETERIA (3,600) Transfer to 5020‐432.1112 101‐5020‐432.1112 HRA CONTRIBUTION 3,600 New HRA Contributions 101‐5050‐435.1112 HRA CONTRIBUTION 10,900 New HRA Contributions 101‐5050‐435.2006 PROFESSIONAL SERVICES (10,900) Transfer to 5050‐435.1112 TOTAL EXPENDITURE ADJUSTMENT $ 257,287
FY 2021‐2022 YEAR END BUDGET AMENDMENT

GENERAL FUND EXPENDITURES
RES 2022-67 - "ATTACHMENT B"
SR -

ATTACHMENT 4

ACCOUNT ACCOUNT NAME

BUDGET INCREASE/
(DECREASE) DESCRIPTION
501‐0000‐371.8305 FUEL COST REIMBURSEMENTS $ 49,000 YE Budget Refinement 501‐0000‐374.8501 OTHER COST REIMBURSEMENT 40,000 Wildfire Equipment Reimbursement 502‐0000‐374.8501 OTHER COST REIMBURSEMENT 49,000 PRISM Refund ‐ Recovery 504‐0000‐345.7004 FACILITIES REPLACE/REPAIR (150,000) Change in ARPA Programming TOTAL IS REVENUE ADJUSTMENT $ (12,000)
503‐0000‐391.9001 TRANSFER IN‐GENERAL FUND $ 7,600 To cover funding shortfall 503‐1923‐419.1001 SALARIES FULL‐TIME (43,000) Transfer to 1923‐419.2101 503‐1923‐419.1002 SALARIES PART‐TIME (21,000) Transfer to 1923‐419.2101 503‐1923‐419.1008 AUTO ALLOWANCE (3,000) Transfer to 1923‐419.2101 503‐1923‐419.1101 PERS‐CITY PORTION (3,000) Transfer to 1923‐419.2101 503‐1923‐419.1103 SECTION 125 CAFETERIA (33,000) Transfer to 1923‐419.2101 503‐1923‐419.1106 WORKER'S COMP INSURANCE (5,000) Transfer to 1923‐419.2101 503‐1923‐419.1107 FICA (3,000) Transfer to 1923‐419.2101 503‐1923‐419.2006 PROFESSIONAL SERVICES (17,000) Transfer to 1923‐419.2813 503‐1923‐419.2025 SOFTWARE MAINTENANCE 34,000 Increase in Software Mtce Costs 503‐1923‐419.2101 TEMPORARY STAFFING 116,000 Temp asst for staff reduction 503‐1923‐419.2104 TECHNICAL SERVICES (2,000) Transfer to 1923‐419.2101 503‐1923‐419.2704 UTILITIES‐TELEPHONE (2,000) Transfer to 1923‐419.2704 503‐1923‐419.2705 UTILITIES‐CELL PHONES 2,000 New method of Cell Phone Alloc 503‐1923‐419.2801 MAINTENANCE & REPAIR (2,000) Transfer to 1923‐419.2101 503‐1923‐419.2804 TRAVEL, TRAINING, MEETING (1,000) Transfer to 1923‐419.2101 503‐1923‐419.2813 FEES & LICENSES 17,000 Increase in Software Licensing 504‐1924‐519.5003 IMPROVEMENTS NOT BUILDINGS (150,000) Change in ARPA Programming TOTAL IS EXPENSE ADJUSTMENT $ (108,400)
601‐0000‐346.7001 SEWER‐BLDG PERMIT FEES $ 16,000 YE Budget Refinement ‐ Fluctuates Annually 601‐0000‐346.7004 SEWER FEES‐SPECIAL BILLED 89,000 YE Budget Refinement ‐ Fluctuates Annually 601‐0000‐346.7005 SEWER CAPACITY FEES 70,000 YE Budget Refinement ‐ Fluctuates Annually 601‐0000‐346.7007 CAPACITY FEES ADDITIONAL DWELLING 26,000 YE Budget Refinement ‐ Fluctuates Annually TOTAL SEWER REVENUE ADJUSTMENT $ 201,000
FY 2021‐2022 YEAR END BUDGET AMENDMENT

INTERNAL SERVICE AND SEWER FUND
RES 2022-67 - "ATTACHMENT C"
SR -

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August 17, 2021
ITEM TITLE: RESOLUTION NO. 2022-64 APPROVING AND ADOPTING THE SIDELETTER OF AGREEMENT TO THE MOUS BETWEEN THE CITY AND SEIU, LOCAL 221 AND IBFA, LOCAL 4692 FOR LONGEVITY PAY; AND A SIDELETTER OF AGREEMENT BETWEEN THE CITY AND SEIU FOR SAFETY SHOES. (0540-50)
ORIGINATING DEPARTMENT:

Human Resources
EXECUTIVE SUMMARY:

Staff is recommending that the City Council adopt Resolution No. 2022-64 which approves and adopts the Sideletter of Agreements to the Memorandum of Understanding (MOU) between the City and Service Employees International Union (SEIU) & Imperial Beach Firefighters’ Association (IBFA). The Sideletter of Agreements adds new language regarding longevity pay benefit for employees that have been actively in service with the City of Imperial Beach for twenty (20) years or more. Prior to presenting this Resolution to the City Council for consideration, the City’s Labor Negotiation Team met and conferred with SEIU & IBFA in good faith to discuss the terms of the Sideletter of Agreement. The City entered into a two-year MOU with SEIU & IBFA effective July 1, 2021, through June 30, 2023. Additionally, staff is recommending that the City Council adopts an additional Sideletter of Agreement with (SEIU). The Sideletter of Agreement adds new language regarding safety shoe benefits to provide the Building/Housing Inspection and Code Compliance classifications in the safety shoe benefit per California Senate Bill No. 296 (SB 296).

RECOMMENDATION:

That the City Council adopt Resolution No. 2022-64 which approves and adopts the Sideletter of Agreements to the Memorandum of Understanding (MOU) between the City and Service Employees International Union (SEIU) & Imperial Beach Firefighters’ Association (IBFA) to add a longevity pay benefit; and a Sideletter of Agreement to the Memorandum of Understanding (MOU) between the City and SEIU to include safety shoe benefits to the Building/Housing Inspectors & Code Compliance Officers to comply with SB 296.

OPTIONS:
 Adopt Resolution No. 2022-64 which approves and adopts the Sideletter of Agreements to the Memorandum of Understanding (MOU) between the City and Service Employees International Union & Imperial Beach Firefighters’ Association.  Provide direction to the City Manager to take a specific action.  Request additional information and an additional report.

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BACKGROUND/ANALYSIS:

The City entered into a two-year MOU with SEIU & IBFA effective July 1, 2021 through June 30, 2023. The City’s Labor Negotiation Team and representatives of the bargaining unit met and conferred and reached agreement on the terms contained in the attached Sideletter of Agreements to the SEIU & IBFA MOUs.

The item before Council is to approve a Sideletter of Agreement to the SEIU & IBFA MOU which would provide a longevity pay benefit to employees who have been actively serving in the City of Imperial Beach for at least twenty (20) years. The City recognizes those employees in this category for tenure in providing a service and dedication to the City of Imperial Beach and serving the residents of this community. This benefit is a way to demonstrate appreciation to those employees that have stayed with the City for these many years and as a gratitude for their loyalty.

The City also recognizes that this benefit will help with retention and attract new hires, while incentivizing employees to continue good work. The Longevity Pay benefit is as follows:
 $200 a month for full time employees that have served with the City for at least (20) year or more
 $50 a month (not to exceed $600 a year) for part time employees that work a regular schedule
 A lump sum payment of $600 for part time lifeguards that work at least 200 hours in the peak season between April and September
The second Sideletter of Agreement to the SEIU MOU is to provide safety shoes to all inspectors and code compliance officers per SB 296.

Except as amended by the Sideletters of Agreements, all other terms and conditions of the MOU from July 1, 2021, through June 30, 2023, will remain in full force and effect. The Sideletter of Agreement has been ratified and approved by the membership of the SEIU on August 9, 2022, and by IBFA on August 4, 2022.

ENVIRONMENTAL DETERMINATION:

Not a project as defined by CEQA.

FISCAL IMPACT: The combined cost for these benefits is approximately $23,000 annually. There are approximately 13 full time and part time employees who have served for at least 20 years or more for the City who are eligible to receive the longevity pay incentive, and 3 additional full time employees that are eligible to receive the safety shoe benefit. The Finance Director will make any necessary adjustment to the FY2022-2023 budget to reflect these changes in line with appropriate revenues and expenditures.

ATTACHMENTS:

1. Resolution No. 2022-64

2. SEIU Sideletter Agreement

3. SEIU Sideletter Agreement

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4. IBFA Sideletter Agreement

Attachment 1
RESOLUTION NO. 2022-64

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF IMPERIAL BEACH, CALIFORNIA,

APPROVING AND ADOPTING THE SIDELETTERS OF AGREEMENTS TO THE

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 221, AND IMPERIAL BEACH FIREFIGHTERS’ ASSOCIATION, LOCAL 4692
WHEREAS, Employer-Employee Relations for the City of Imperial Beach (hereinafter, “City”) are governed by California Government Code section 3500 through 3511, known as the Meyers-Milias-Brown Act; and
WHEREAS, the Service Employees International Union, Local 221 (SEIU) and the Imperial Beach Firefighters’ Association, Local 4692 (IBFA) is the exclusive bargaining agent and representative of the City’s Miscellaneous Classified Service and Fire Service; and WHEREAS, the City and SEIU and IBFA entered into a two-year MOU effective July 1, 2021 through June 30, 2023; and
WHEREAS, the City’s Labor Negotiation Team met independently with representatives of the SEIU and IBFA bargaining unit to meet and confer in good faith regarding a longevity pay benefit for employees that have been actively in service for 20 years or more and including the code compliance and inspection classifications in the safety shoe benefit as listed in the SEIU MOU; and
WHEREAS, the parties agree to incorporate the longevity pay benefit into the SEIU and IBFA MOUs and making changes to the safety shoe category of the SEIU MOU, and desire to amend the current MOU with the City and IBFA and SEIU; and WHEREAS, these agreements shall serve as a Sideletter of Agreement to the MOU with the City and SEIU and IBFA for July 1, 2021 through June 30, 2023; and WHEREAS, except as amended by the Sideletter of Agreement, all other terms and conditions of the MOU between the City and SEIU from July 1, 2021, through June 30, 2023, shall remain in full force and effect;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Imperial Beach as follows:

1. The above recitals are true and correct.

2. The City Council hereby approves and adopts the Sideletter of Agreement to the MOUs between the City and SEIU and IBFA resulting from the meet and confer process with the labor union groups.

3. The combined cost for these benefits is approximately $23,000 annually. The Finance Director is authorized to make any budgetary amendments to the FY2022-2023 budget to reflect the changes to the Sideletter of Agreements to the MOUs related to longevity pay and safety shoes.

PASSED, APPROVED, AND ADOPTED by the City Council of the City of Imperial Beach at its meeting held on the 17th day of August 2022, by the following vote:

Resolution No. 2022-64

AYES: COUNCILMEMBERS: NONE
NOES: COUNCILMEMBERS: NONE
ABSENT: COUNCILMEMBERS: NONEONE

SERGE DEDINA, MAYOR
ATTEST:

JACQUELINE M. KELLY,

CITY CLERK

Attachment 2

SIDE LETTER OF AGREEMENT
between the City of Imperial Beach
and Service Employees International Union (SEIU) Local 221 WHEREAS, Employer-Employee Relations for the City of Imperial Beach (hereinafter, “City”) are governed by California Government Code section 3500 through 3511, known as the Meyers-Milias-Brown Act (“MMBA”); and
WHEREAS, the Service Employees International Union, Local 221 (“SEIU”) is the exclusive bargaining agent and representative of the City’s Miscellaneous Classified Service; and WHEREAS, the City and SEIU entered into a Memorandum of Understanding (“MOU”) effective July 1, 2021 through June 30, 2023; and
WHEREAS, the parties met and conferred in good faith regarding a service recognition pay; and
WHEREAS, the parties agree to Article 39 on a longevity pay and desire to amend the current MOU;
WHEREAS, this agreement shall serve as a Side Letter Agreement to the MOU for July 1, 2021 through June 30, 2023.

NOW THEREFORE, the City and SEIU mutually agree as follows:
1) The following language will be added to MOU Article 39.0 “Longevity Pay:” Article 39.0 - LONGEVITY PAY
The City recognizes and appreciated the long-term service of permanent full-time and part-time employees who have completed at least 20 years of total City service. In addition to other compensation paid for the services of employees, service recognition pay shall be paid to employees on the following basis:

Full-Time Employees
A. After twenty (20) years of active continuous and uninterrupted service, the employee will receive, on an annual basis, two hundred dollars ($200) per month paid bi-weekly basis ($100 each pay period for a total of 24 pay periods).

Non-Lifeguard Part-Time Employees
B. After twenty (20) years of active continuous and uninterrupted service, employees who work a minimum of 40 hours a month, will receive, on an annual basis, fifty dollars ($50) per month; paid bi-weekly basis ($25 each pay period for a total of 24 pay periods).

Lifeguard Part-Time Employees
C. Part-Time Variable and/or Seasonal employees who work a minimum of 200 hours between April 1st and September 30th of each year, will receive a lump sum payment of $600 paid the first full pay period in October of every year.

D. Due to the timing of this Sideletter and the start of the peak season (April 1st– September 30th, 2022), employees who do not meet the eligibility criteria during the 2022 season as listed in Section C above, will receive the benefit in accordance to Section C. The eligibility requirements will begin on April 1, 2023 and continued indefinite unless otherwise mutually agreed by both parties.

Vacation, sick leave, workers' compensation leaves, military leave, compensatory time, suspensions with pay, floating holidays and other approved City paid leaves of absence shall be considered continuous and uninterrupted time. All unpaid suspensions and approved leaves of 30 days or less shall be considered continuous and uninterrupted time; those of more than 30 days shall be continuous employment but interrupted.

In the event an employee ceases to be employed by the City of Imperial Beach for a reason other than military service or lay-off, all rights to longevity pay shall be forfeited and expired, and if said employee is subsequently re-employed by the City, said employee shall not be entitled to any longevity pay by reason of any prior employment.

For classic and PEPRA members, longevity pay is considered special compensatory after five years of qualifying service, therefore the longevity pay will be reported to CalPERS.
2) Except as amended by this Sideletter of Agreement, all other terms and conditions of the MOU from July 1, 2021, through June 30, 2023,shall remain in full force and effect. 3) The Longevity Pay will be effective on August 26, 2022, and the first payment will begin on September 15, 2022.

Executed in Imperial Beach, California by:

SEIU:
________________________________ _______________________ Crystal Irving, President DATE
SEIU Local 221
City of Imperial Beach:
__________________________ ______________________
Nadia Moreno, Human Resources Analyst DATE
City of Imperial Beach
__________________________ ______________________
Andy Hall, City Manager DATE
City of Imperial Beach

Attachment 3

SIDE LETTER OF AGREEMENT
between the City of Imperial Beach
and Service Employees International Union (SEIU) Local 221 WHEREAS, Employer-Employee Relations for the City of Imperial Beach (hereinafter, “City”) are governed by California Government Code section 3500 through 3511, known as the Meyers-MiliasBrown Act (“MMBA”); and WHEREAS, the Service Employees International Union, Local 221 (“SEIU”) is the exclusive bargaining agent and representative of the City’s Miscellaneous Classified Service; and WHEREAS, the City and SEIU entered into a Memorandum of Understanding (“MOU”) effective July 1, 2021 through June 30, 2023; and
WHEREAS, the parties met and conferred in good faith regarding providing designated building inspection staffs with a safety shoe allowance; and
WHEREAS, the parties agree to Article 15 to extend the safety shoe benefit to Building/Housing Inspectors and Code Compliance Officers and desire to amend the current MOU; WHEREAS, this agreement shall serve as a Side Letter Agreement to the MOU for July 1, 2021 through June 30, 2023.

NOW THEREFORE, the City and SEIU mutually agree as follows:
1) The following language will be added to MOU Article 15.0 “Uniforms:” Per California Senate Bill No. 296 (SB 296), each local jurisdiction with code enforcement officer(s) must evaluate the safety hazards and risks applicable to their code enforcement officer(s).

Upon evaluation and implementation of SB 296, the City recognizes that employees in these categories may enter construction zones while performing their job duties which could result in a safety hazard. Therefore, the City of Imperial Beach has decided to include the building inspection and code compliance divisions in the safety shoes benefit to ensure that protective equipment is available to them.

Article 15.0 Uniforms
Public Works Employees:

1. The CITY will provide and maintain all uniforms that are required by the CITY for Public Works designated employees. The CITY shall issue to all designated Public Work employees five (5) work uniform t-shirts, after July 1st each year.

2. The CITY will provide designated Public Works employees an amount not to exceed $175.00 per employee per fiscal year for safety shoes. Employees may purchase more than one pair of safety shoes each fiscal year, as needed, within the annual $175.00 maximum.

3. The City will report to CalPERS the “monetary value” of no greater than $230 per fiscal year per employee for the purchase, rental and/or maintenance of uniforms for designated full-time public works employees.

Lifeguard Employees:

4. The CITY shall issue all lifeguards the uniforms described in the Lifeguard Policy Manual.

Lifeguards shall be responsible for cleaning and maintenance of uniforms. The CITY shall make available for lifeguard use the following: sun screen, pocket mask (CPR), extra thick rubber gloves, wet suits for winter guards, and jacket. Issued uniform items will be replaced annually if necessary due to normal wear and tear. Old uniform items must be returned prior to being replaced. Lifeguards are responsible and must replace any issued uniform item that is stolen, lost, torn or damaged due to misuse. Expected life of a jacket is three seasons. If jacket is lost, stolen, or abused the lifeguard must purchase a new one.

All employees must return all uniforms to the City upon separation from City service.

5. CITY shall reimburse all lifeguards upon meeting the minimum hours worked per the Lifeguard Orientation Manual one (1) pair safety sunglasses not to exceed $90.00 per year per employee.

6. All lifeguards shall adhere to a standard of personal grooming and appearance. Such standards shall be developed in consultation with lifeguard personnel and the UNION.

7. The City will report to CalPERS the “monetary value” of no greater than $590 per fiscal year per employee for the purchase, rental and/or maintenance of uniforms for designated full-time public works employees.

Fire Inspector Employees:

8. For new full-time fire inspector employees, the City will purchase three (3) pairs of pants, (3) shirts and one (1) jacket and provide the uniforms to the new employees on the first day of employment. Fire inspectors shall be responsible for cleaning and maintenance of the uniforms. If the uniform is lost, stolen or abused, the fire inspector shall purchase a new one. Existing full-time employees will receive a uniform allowance in the amount of $250.00 per fiscal year paid on a bi-weekly basis, approximately $9.61 per pay period for the purchase, rental, and/or maintenance of uniforms.

9. The City will report to CalPERS the “monetary value” of no greater than $250 per fiscal year per employee for the purchase, rental and/or maintenance of uniforms for designated full-time public works employees.

10. The City will provide designated code compliance and building inspection employees an amount not to exceed $175.00 per employee per year for safety shoes. Employees may purchase more than one pair of safety shoes each fiscal year, as needed, within the annual $175.00 maximum.

All Employees:

11. Uniform allowance as defined by the California Public Employees’ Retirement System (CalPERS) is a form of “compensation” for “classic” CalPERS members for CalPERS purposes only. As such, any uniform allowance or the value of uniforms for the purchase, rental and/or maintenance provided by the CITY to designated employees will be reported to CalPERS as part of the employee’s annual gross income for purposes of computing the employee’s and City’s CalPERS contribution. This excludes items that are for personal health and safety related. Under PEPRA, a uniform allowance or the value of uniforms is not considered pensionable compensation for “new members” of CalPERS.

12. EMPLOYEES must return all uniforms and protective gear prior to terminating employment with the CITY.

Executed in Imperial Beach, California by:

SEIU:
____________________________ _______________________
Crystal Irving, President DATE
SEIU Local 221
City of Imperial Beach:
__________________________ ______________________
Nadia Moreno, Human Resources Analyst DATE
City of Imperial Beach
__________________________ ______________________
Andy Hall, City Manager DATE
City of Imperial Beach

Attachment 4

SIDE LETTER OF AGREEMENT
between the City of Imperial Beach
and Imperial Beach Firefighter’s Association (IBFA) Local 4692 WHEREAS, Employer-Employee Relations for the City of Imperial Beach (hereinafter, “City”) are governed by California Government Code section 3500 through 3511, known as the Meyers-Milias-Brown Act (“MMBA”); and
WHEREAS, the Imperial Beach Firefighters’ Association, Local 4692 (“IBFA”) is the exclusive bargaining agent and representative of the City’s fire employees; and WHEREAS, the City and IBFA entered into a Memorandum of Understanding (“MOU”) effective July 1, 2021 through June 30, 2023; and
WHEREAS, the parties met and conferred in good faith regarding a service recognition pay; and
WHEREAS, the parties agree to Article 36 on a longevity pay and desire to amend the current MOU;
WHEREAS, this agreement shall serve as a Side Letter Agreement to the MOU for July 1, 2021 through June 30, 2023.

NOW THEREFORE, the City and IBFA mutually agree as follows:
1) The following language will be added to MOU Article 36.0 “Longevity Pay:” Article 36.0 - LONGEVITY PAY
The City recognizes and appreciates the long-term service of permanent employees who have completed at least 20 years of total City service. In addition to other compensation paid for the services of employees, longevity pay shall be paid to employees on the following basis:

A. After twenty (20) years of active continuous and uninterrupted service. the employee will receive, on an annual basis, two hundred dollars ($200) per month paid bi-weekly basis ($100 each pay period for a total of 24 pay periods).

Vacation, sick leave, workers' compensation leaves, military leave, compensatory time, suspensions with pay, floating holidays and other approved City paid leaves of absence shall be considered continuous and uninterrupted time. All unpaid suspensions and approved leaves of 30 days or less shall be considered continuous and uninterrupted time; those of more than 30 days shall be continuous employment but interrupted.

In the event an employee ceases to be employed by the City of Imperial Beach for a reason other than military service or lay-off, all rights to longevity pay shall be forfeited and expired, and if said employee is subsequently re-employed by the City, said employee shall not be entitled to any longevity pay by reason of any prior employment.

For classic and PEPRA members, longevity pay is considered special compensatory pay after five years of qualifying service, therefore the longevity pay will be reported to CalPERS.
2) Except as amended by this Sideletter of Agreement, all other terms and conditions of the MOU from July 1, 2021, through June 30, 2023,shall remain in full force and effect. 3) The Longevity Pay will be effective on August 26, 2022, and the first payment will begin on September 15, 2022.

Executed in Imperial Beach, California by:

IBFA:
________________________________ _______________________ John Olsen, IBFA President DATE
IBFA Local 4692
City of Imperial Beach:
__________________________ ______________________
Nadia Moreno, Human Resources Analyst DATE
City of Imperial Beach
__________________________ ______________________
Andy Hall, City Manager DATE
City of Imperial Beach

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August 17, 2022
ITEM TITLE: RESOLUTION NO. 2022-63 RATIFYING AND ADOPTING VARIOUS PERSONNEL CHANGES AND JOB DESCRIPTIONS AND AMENDING THE CITY’S FY 2022- 23 SALARY SCHEDULE (0510-20 & 0520-75)
ORIGINATING DEPARTMENT:

Human Resources
EXECUTIVE SUMMARY:

Resolution No. 2022-63 would approve and adopt various personnel changes, job descriptions and amend the City’s FY 2022-23 Salary Schedule.

RECOMMENDATION:

Staff is recommending that the City Council adopt Resolution No. 2022-63 approving and adopting various personnel changes, modifying job descriptions, and amending the City’s FY 2022-2023 Salary Schedule.

Pursuant to Government Code Section 54953(c)(3), the FY 2022-23 Salary Schedule includes compensation for Appointive Management personnel as part of this agenda item for City Council approval.

OPTIONS:
 Adopt Resolution No. 2022-63 approving and adopting various personnel changes, job descriptions, and amending the City’s FY 2022-2023 Salary Schedule.  Provide direction to the City Manager to take a specific action.  Request additional information and an additional report.

BACKGROUND/ANALYSIS:

Under Ordinance No. 41 and current adopted City Personnel Rules, the City Manager maintains the authority to establish or revise wages, salaries, and materials, etc., for appointive staff and City employees as a matter of business and operational necessity and as subsequently approved by the City Council. All classifications are subject to modification due to changes in departmental organization, professional expertise and knowledge, succession plans and employee retention, budgetary limitations or considerations, city size and population growth of the community, and administrative direction.

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Job Description & Salary Changes:

Periodically, the staffing levels within the organization are assessed to ensure adequate resources are in place for desired service levels, to identify areas of enhancement of service and to accommodate staffing needs and requirements to include succession plans and recognize employee retention during these hard times where hiring and recruiting is becoming more challenging. Specifications for job classifications are also periodically reviewed and updated to assure the validity of each class specification, to maintain compliance with all applicable federal or state labor laws, during the preparation of competitive examinations and, when necessary, during employee labor relations discussions.

The following is a detailed summary for all personnel and salary changes:

More than 70% of the City of Imperial Beach residents indicated that clean and safe neighborhoods are important in the community. In 2020, residents passed Measure “I” - an emergency response and vital services measure, providing a one cent sales tax increase to fund essential City services. As part of the FY 2021-2023 operating budget, the City Council approved positions to support the new Parks, Recreation & Community Services Department to support recreational programs and safety in the community. These positions include:

1. Creating a new classification of Community Response Crew Leader and establishing the salary at “range 55” at $5,400 - $6,892 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position. This position will help with maintaining a clean and safe City by clearing neighborhood alleyways, sidewalks, and streets of debris/solid waste/dumping and blight items and address and respond to resident complaints and/or request for service through city app, calls or email. City staff met and conferred in good faith with Service Employees International Union (SEIU) and the group ratified the changes on March 4, 2022.

2. Changing the Safety Park Ranger I title to Community Park Ranger per feedback received from the City Council, which is more suited for the intent and goal of the position. The job description reflecting the new title is attached. This position was previously approved by the City Council and ratified by SEIU. There are no changes to the compensation.

Furthermore, the City dissolved its Parks and Recreation Department in 2014, and during the 2021-2023 budgetary process, the City Council reinstated the the Parks, Recreation & Community Services Department. Because the City did not have any active positions for this department, staff conducted a comprehensive analysis to include compensation studies and the development of a series of new job descriptions under the department to support the creations of the Parks and Recreation Department and clean and safe neighborhoods. Staff also developed an organizational chart of what the Department will look like in the short and long term. This organizational chart will be reviewed and amended as necessary. The series of positions in support of the Parks and Recreation Department are as follows:

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1. Creating a new classification of Parks, Recreation and Community Services Supervisor and establishing the salary at “Band” at $6,555 - $8,402 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position. As described in the organizational chart above, it is anticipated that the department will eventually have three supervisors. One supervisor will manage all the sports leagues, field rental and grants, one supervisor will manage facilities, programs, special events, and social media, and one supervisor will manage aquatic programs, marketing, special events and additional camps. At this time, the City has only one supervisor and the duties are being distributed between one Supervisor and the Director.

However, as the department grows, trying to complete all the necessary assignments with one position will become unsustainable.

2. Creating a new classification of Recreation & Community Services Coordinator and establishing the salary at “range 45” at $4,187 - $5,3,43 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position. It has been a year since the Parks, Recreation, and Community Services department was established, and although many of the facilities are currently undergoing an upgrade, the City is promoting and hiring contractors/consultants to teach programs and services in the City. The Recreation & Community Services Coordinator will be the primary point of contact to recruit these consultants and establish programs. The City is in the process of concluding the hiring process for this position.

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3. Creating a new classification of Recreation Specialist and establishing the salary at “range 35” at $19.90 - $ 25.40 per hour based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position. The Recreation Specialist is a part time position that has experience working in recreation or sports. The position will primarily support with recreation activities and programs by planning and organizing the activities and providing information to the community. The City is in the process of concluding the hiring process for this position.

4. Creating a new classification of Recreation Leader II and establishing the salary at “range 30” at $17.57 – $22.42 per hour based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position.

5. Creating a new classification of Recreation Leader I and establishing the salary at “range 27” at $16.24 - $20.73 per hour based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position.

6. Creating a new classification of Recreation Aide and establishing the salary at “range 26” at $15.84 – $20.22 per hour based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position.

The Recreation Leader I/II and Recreation Aide are a series, and their main roles are to provide information to the public, register patrons for classes or activities, participate with patrons in games or activities, and general set up and assistance in the department including special events.

City staff met and conferred in good faith with Service Employees International Union (SEIU) regarding the represented Recreation series, and the group ratified the changes on July 8, 2022.

For the last couple of years, staff has had a challenge recruiting for all positions, but more for Seasonal Lifeguards to work our beach during the summer. Several beach agencies such as Solana Beach and San Diego have recently increased the compensation for their Lifeguards, making it even a greater challenge to hire for the summer in Imperial Beach. To attract and recruit seasonal lifeguards for the summer, City staff completed a compensation study and recommend increasing the hourly compensation to make it more competitive with the San Diego region. City staff met and conferred in good faith with Service Employees International Union (SEIU) and the group ratified the changes on June 8, 2022.

1. Update the Ocean Lifeguard I salary based on a salary study. The new range for the position will be “range 32P” at $18.05 – $23.04 per hour based on a salary study. There are no changes to the job description. Increasing the compensation for this position helped increasing staff for the summer coverage.

The City currently contracts with an engineer firm to inspect and assist with the developments of city-wide Public Works and Capital Improvement Projects. As the demand of these projects increase, staff conducted an analysis and believe that hiring for these roles and responsibilities in house would be more cost effective and provide for greater purpose such as ensuring project schedules and expenditures, assist with the review and development of construction design and bid specifications onsite, have in-house technical experience which will help with the construction compliance and quality of work by providing on-going inspections. After a compensation review and study within the San Diego County was conducted, staff recommends the creation of:

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1. Capital Improvement Program Construction Manager and establishing the salary at “Band” at $8,499 – $10,824 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position. This is a midmanagement position and does not require Union review or approval. The City Manager maintains the authority to establish or revise wages, salaries, and materials, etc., for appointive staff as a matter of business and operational necessity and as subsequently approved by the City Council.

The City has only one position dedicated for geographic information system (GIS). As the City services provided to the residents grow, so does the demand for GIS. The creation of the GIS Manager was a form of retention and to align the current demand of responsibilities of the position.

The GIS Coordinator moved to the manager position and the GIS Coordinator was left vacant and inactive. This is a mid-management position and does not require Union review or approval. The City Manager maintains the authority to establish or revise wages, salaries, and materials, etc., for appointive staff as a matter of business and operational necessity and as subsequently approved by the City Council. Therefore, staff recommends the following:

1. Creating a new classification of GIS Manager and establishing the salary at “Band” at $7,982 - $10,725 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position.

The City’s Information System Manager resigned his position to relocate his family to another state. The City offered the Network Specialist the interim position while the City recruited for the position. The Interim also left due to personal reasons. It had been years since the compensation for the Manager position was reviewed. Prior to recruiting, the City reviewed the roles and responsibilities and compensation for the position and feel that the title should be more aligned to the San Diego region of Information Technology Manager. The compensation has also been amended to assist with attraction, recruitment, and retention. Furthermore, the new IT Manager was tasked with reviewing the needs of IT department to include infrastructure and staffing needs to allow for a permanent and stable opportunity as the City was only hiring part-time staff. The department has experienced significant turnover and it is vital to have skilled and qualified staff to support the ongoing needs of the organization. The demands of City technology and programs are growing as well as the support tickets and special projects. The IT Manager proposed a restructure as described in the chart below that would provide those hired an opportunity to advance in the organization. Because the City continues to have challenges with recruitments, a series of positions have been suggested to hire depending on qualifications but also to provide staff with an opportunity to obtain certain qualifications before advancing to the next level once hired. For example, the City may hire for an IT Analyst I, but proposing to create an IT Analyst II and a Senior IT Analyst. However, each have distinguished position characteristics, years and area of experience, including education and certification requirements before anyone could advance to a higher position. The department plans to hire two full-time support staff for a total of three including the Manager. The IT Tech already existed and was part of the operating budget.

The IT Analyst and IT Specialist series are new and are confidential positions. The IT Manager is a mid-management position. These positions do not require Union review or approval. The City Manager maintains the authority to establish or revise wages, salaries, and materials, etc., for appointive staff as a matter of business and operational necessity and as subsequently approved by the City Council as follows:

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1. Creating a new classification of Information Technology Manager and establishing the salary at “Band” at $9,166 - $11,072 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position.

2. Creating new classification of Information Technology Analyst I/II and Senior Information Technology Analyst. Staff prepared the attached job description which accurately describes the series of these positions. The salary for these series is as follows:
a. Information Technology Analyst I and establishing the salary “Range 60” at $6,110 - $7,798 per month based on a salary study.
b. Information Technology Analyst II and establishing the salary “Range 65” at $6,809 to $8,690 per month based on a salary study.
c. Senior Information Technology Analyst and establishing the salary “Range 66” at 6,980 - $8,908 per month based on a salary study.

3. Creating new classification of Information Technology Specialist I/II. Staff prepared the attached job description which accurately describes the series of these positions. The salary for these series is as follows:
a. Information Technology Specialist I and establishing the salary “Range 53” at $5,112 - $$6,525 per month based on a salary study.
b. Information Technology Specialist II and establishing the salary “Range 55” at $5,400 - $$6,892 per month based on a salary study.

In recent years the City Clerk’s Office has experienced a significant amount of turnover and unpredictable life events beyond their control. The City Manager and more specifically the Chief Administrative Officer who has direct oversight of the department has made it a priority to work with the City Clerk and establish a succession plan and any necessary restructuring. Every department has to prepare for retirements, illnesses and events such as unexpected death, similar to what the City experienced in 2017 with the unexpected and tragic death of the Administrative Service/Finance Director. It took the City almost 4 years to fill that vacancy. That is why every department head has been tasked with establishing succession for their department.

After careful review of position roles and responsibilities in the City Clerk’s Department, the following reorganizations have been made:

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These positions do not require Union review or approval. The City Manager maintains the authority to establish or revise wages, salaries, and materials, etc., for appointive staff as a matter of business and operational necessity and as subsequently approved by the City Council as follows:

1. Creating a new classification of Assistant City Clerk and establishing the salary at “Band” at $6,000 – $8,239 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position. This position is intended to be the City Clerks right hand person and act as a City Clerk in her absence.

As described in the org chart above, the education and experience for this position has changed.

1. Creating a new classification of Senior Administrative Assistant and establishing the salary at “Range 49” at $4,648 - $5,932 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position.

This is a full-time position, non-exempt, that will provide administrative support in the dayto-day operations of the department.

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The Chief Administrative Officer (CAO), formerly Assistant City Manager, manages all the administrative functions of the City. It also provides oversight of a variety of services to the residents and business in the City. The CAO serves as the acting City Manager as required; oversees City operations in the City Manager’s absence; represents the City Manager at meetings of boards, commissions, various community and official events and meetings, and other agencies and public groups; attends City Council meetings and meets with members of the Council as required; and meets with officials of other cities, agencies and civic groups in the development and coordination of City affairs. The City Manager maintains the authority to establish or revise wages, salaries, and materials, etc., for appointive staff as a matter of business and operational necessity and as subsequently approved by the City Council. This is a creation of the CAO job description; however, the salary does not change as it remains the same salary as the Assistant City Manager. In summary, the City Council is approving the following:

1. Creating a new classification of Chief Administrative Officer and keeping the salary at “Band” at $14,841 - $17,991 per month the same as Assistant City Manager, as it does not increase the compensation, just a change in title. Staff prepared the attached job description which accurately describes the required duties for the position.

The Administrative Assistant for the Mayor, City Council, and City Manager’s Office has provided a resignation notice due to family and personal reasons. This position is critical for the City’s Council administrative support. This announcement provided staff an opportunity before recruitment to examine the duties and responsibilities of the position and to complete a compensation study. Because this position provides highly responsible, confidential, and complex administrative support and secretarial duties, requiring specialized knowledge, experience, and independence in support of the Mayor, City Council, and City Managers, staff feels that the title should be reclassified to Executive Assistant to City Council and Management. The City Manager maintains the authority to establish or revise wages, salaries, and materials, etc., for appointive staff as a matter of business and operational necessity and as subsequently approved by the City Council as follows:

1. Creating a new classification of Executive Assistant to City Council & Management and establishing the salary at “54” at $5,240 to $6,687 per month based on a salary study.

Staff prepared the attached job description which accurately describes the required duties for the position.

Per the City Manager’s Employment Agreement approved in August of 2021, the Salary Schedule being presented within this report ratifies the City Manager’s compensation as follows:

1. Update the salary for the City Manager position to $18,124 per month based on employment agreement.

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Minimum Wage Requirements
To comply with the state’s Minimum Wage Order as of January 1, 2022, the salary changed for the listed classifications and the City Council is ratifying the following changes:

1. Program Aide (budgeted part-time position)

2. Beach/Parks Maintenance Worker (budgeted part-time positions)

3. Recreation Program Aide (budgeted part-time position)

4. Recreation Leader (budgeted, currently vacant)
The new salary range for these classifications will be Range “26” currently at $15.84 - $20.22 per hour effective and retroactive to January 1, 2022. Resolution No. 2022-63 would authorize the change in salary for purposes of the Minimum Wage Order requirements. Staff will continue to monitor all city classification to comply with the state’s Minimum Wage Order for future minimum wage increases as it is anticipated that will increase to $15.50 per hour.

Salary Increases Per Labor Negotiations
The attached amended FY 2022-2023 Salary Schedule reflects staff personnel changes, and it also includes salary adjustments for the following bargaining groups as described in the approved Memorandum of Understandings with SEIU and Fire, effective July 1, 2022, as previously approved by the City Council:

Employee Group Effective Date % Cost of Living Adjustment SEIU General Employees &
Lifeguards
7/1/22 3.5% COLA
Fire Employees 7/1/22 3% COLA
It also includes salary adjustments for the following management, mid-management and confidential personnel as described in the approved Appointive Management & Confidential Salary & Benefit Plan as previously approved by City Council:

Employee Group Effective Date % Cost of Living Adjustment Management, Mid-Management
& Confidential Employees
7/1/22 3.5% COLA
Although the City Council has previously approved these actions, the California Public Employees’ Retirement Subdivision (a) of CCR section 570.5 defines the requirements for a publicly available pay schedule including that it must be approved and adopted by the governing body (City Council) in accordance with requirements of applicable public meetings laws, that it identifies the positions by titles, pay rate, and the effective dates of the revisions. The attached Amended City’s Salary Schedule for FY 2021-2023, comply with the CalPERS law.

ENVIRONMENTAL DETERMINATION:

Not a project as defined by CEQA.

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FISCAL IMPACT: Adopting and approving the FY 2022-23 Salary Schedule includes previously approved salary increases via Memorandum of Understandings with the respective bargaining units, agreements with appointed employees, the adjustment of various part-time employees based on a minimum wage order, and the adopted FY2021-2023 municipal budget. The Finance Director will make any necessary internal budgetary adjustments within the adopted FY2022- 2023 budget to reflect these changes in line with the City’s revenues and expenditures.

ATTACHMENTS:

1. Resolution No. 2022-63

2. Amended City’s Salary Schedule for FY 2021-2023

3. Community Response Crew Leader Job Description

4. Parks, Recreation and Community Services Supervisor Job Description

5. Recreation & Community Services Coordinator Job Description

6. Recreation Specialist Job Description

7. Recreation Leader II Job Description

8. Recreation Leader I Job Description

9. Recreation Aide Job Description

10. Community Park Ranger Job Description

11. Capital Improvement Program Construction Manager Job Description

12. GIS Manager Job Description

13. Information Technology Manager Job Description

14. Assistant City Clerk Job Description

15. Senior Administrative Assistant Job Description

16. Chief Administrative Officer Job Description

17. Executive Assistant to City Council & Management Job Description

18. Information Technology Specialist I/II Job Description

19. Information Technology Analyst I/II/Senor Information Technology Job Description

Attachment 1
RESOLUTION NO. 2022-63

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF IMPERIAL BEACH, CALIFORNIA,

RATIFYING AND ADOPTING VARIOUS PERSONNEL AND JOB DESCRIPTIONS AND AMENDING THE CITY’S FY2022-2023 SALARY SCHEDULE
WHEREAS, the provisions of Ordinance No. 41 of the City of Imperial Beach provides that the City Manager maintains the authority under Ordinance No. 41 and under current adopted City Personnel Rules to establish or revise wages, salaries and materials, etc., for appointive staff and City employees as business and operational necessity subsequently approved by the City Council; and
WHEREAS, job classifications and salary are periodically reviewed and updated to assure the validity of each class specification, to maintain compliance with all labor laws, to prepare competitive examinations, and to retain well-trained employees that possess important institutional knowledge; and
WHEREAS, management reviewed various positions under several departments and has assessed and is recommending proposed changes to facilitate the efficiency and effectiveness of the organization in dealing with the public, and to respond to the many and varied requirements and projects expected of city staff; and
WHEREAS, personnel, job classification and salary changes are outlined below; NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Imperial Beach as follows:

1. The above recitals are true and correct.

2. The City Council hereby amends the FY2022-2023 Salary Schedule to include the following changes:
a) In order to comply with the state’s Minimum Wage Order, the salary for the following classifications changed effective January 1, 2022:
i. Program Aide (budgeted part-time position) to Range “26” $15.84/hr - $20.22/hr effective retroactive to January 1, 2022.
ii. Beach/Parks Maintenance Worker (budgeted part-time positions) to Range “26” $15.84/hr - $20.22/hr effective retroactive to January 1, 2022. iii. Recreation Program Aide (budgeted part-time position) to Range “26” $15.84/hr - $20.22/hr effective retroactive to January 1, 2022. iv. Recreation Leader (not budgeted, vacant) to Range “26” $15.84/hr - $20.22/hr effective retroactive to January 1, 2022.
v. Authorize staff to continue to monitor all city classification to comply with the state’s Minimum Wage Order for future minimum wage increases.

3. The City Council hereby amends the FY2022-2022 Salary Schedule and approves the following personnel, job classification, and salary changes:
a. Create a new classification of Community Response Crew Leader and establishing the salary at “range 55” at $5,400 - $6,892 per month based and approve the job description which accurately describes the required duties for the position.

Resolution No. 2022-63

b. Create a new classification of Parks, Recreation and Community Services Supervisor and establishing the salary at “Band” at $6,555 - $8,402 per month based on a salary study and approve the job description. c. Create a new classification of Recreation & Community Services Coordinator and establishing the salary at “range 45” at $4,187 - $5,343 per month based on a salary study and approve the job description. d. Create a new classification of Recreation Specialist and establishing the salary at “range 35” at $19.90 - $ 25.40 per hour based on a salary study and approve the job description.
e. Createa new classification of Recreation Leader II and establishing the salary at “range 30” at $17.57 – $22.42 per hour based on a salary study and approve the job description.
f. Create a new classification of Recreation Leader I and establishing the salary at “range 27” at $16.24 - $20.73 per hour based on a salary study and approve the job description
g. Create a new classification of Recreation Aide and establishing the salary at “range 26” at $15.84 – 20.22 per hour based on a salary study and approve the job description.
h. Update the Safety Park Ranger I title Community Park Ranger and no changes to compensation as it will remain at “range $31.15 - $39.76 per hour.
i. Update the Ocean Lifeguard I salary based on a salary study. The new range for the position will be “range 32P” at $18.05 – $23.04 per hour based on a salary study and no changes to the job description. j. Create a new classification of Capital Improvement Program Construction Manager and establishing the salary at “Band” at $8,499 – $10,824 per month and approved the job description.
k. Create a new classification of GIS Manager and establishing the salary at “Band” at $7,982 - $10,725 per month based on a salary study and approve the job description.
l. Create a new classification of Information Technology Manager and establishing the salary at “Band” at $9,166 - $11,072 per month based on a salary study and approve the job description.
m. Create a new classification of Information Technology Analyst I and establishing the salary “Range 60” at $6,110 - $7,798 per month based on a salary study and approve the job description.
n. Create a new classification of Information Technology Analyst II and establishing the salary “Range 65” at $6,890 - $8,690 per month based on a salary study and approve the job description.
o. Create a new classification of Senior Information Technology Analyst and establishing the salary “Range 66” at $6,980 - $8,908 per month based on a salary study and approve the job description.
p. Create a new classification of Information Technology Specialist I and establishing the salary “Range 53” at $5,112 - $6,525 per month based on a salary study and approve the job description.
q. Create a new classification of Information Technology Specialist II and establishing the salary “Range 55” at $5,400 - $6,892 per month based on a salary study and approve the job description.
r. Create a new classification of Assistant City Clerk and establishing the salary at “Band” at $6,000 – $8,239 per month based on a salary study and approve the job description.
s. Create a new classification of Senior Administrative Assistant and establishing the salary at “Range 49” at $4,648 - $5,932 per month based on a salary study and approve the job description

Resolution No. 2022-63

t. Create a new classification of Chief Administrative Officer, formerly Assistant City Manager and maintain the salary at “Band” at $14,841 - $17, 991 per month with no additional changes to compensation and approve the job description.
u. Create a new classification of Executive Assistant to City Council & Management and establishing the salary at “54” at $5,240 - $6,687 per month based on a salary study. Staff prepared the attached job description which accurately describes the required duties for the position. v. Update the salary for the City Manager position to $18,124 per month based on employment agreement.

4. Authorize the Finance Director to make any necessary internal budgetary adjustments within the adopted FY2022-2023 budget to reflect these changes in line with the City’s revenues and expenditures.

PASSED, APPROVED, AND ADOPTED by the City Council of the City of Imperial Beach at its meeting held on the 17th day of August 2022, by the following vote:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:

SERGE DEDINA, MAYOR
ATTEST:

JACQUELINE M. KELLY, MMC

CITY CLERK

City of Imperial Beach
FY 2022-2023

SALARY SCHEDULE
Adopted by Resolution No. 2021-69 on November 3, 2021;
Amended by Resolution No. 2022-63 on August 17, 2022
ATTACHMENT 2

Job No. General Employees Range

LOW HIGH
5010 ACCOUNT/CLERK TECHNICIAN 49 4,647 - 5,932
5010 ACCOUNT/CLERK TECHNICIAN (Part-time) 49P 4,512 - 5,758 5014 ADMINISTRATIVE ASSISTANT 45 4,187 - 5,344
5020 ADMINISTRATIVE INTERN (Part-Time) 29P 2,844 - 3,629 5025 ADMINISTRATIVE INTERN-GIS (Part-Time) 29P 2,844 - 3,629 5050 ASSISTANT PLANNER 55 5,400 - 6,891
5060 ASSOCIATE PLANNER 60 6,110 - 7,798
9010 BEACH/PARKS MAINTENANCE WORKER 24P 2,612 - 3,335
5070 BUILDING & PLANNING TECHNICIAN 42 3,949 - 5,040
5068 BUILDING/CODE COMPLIANCE SPECIALIST 32 3,272 - 4,176 5080 BUILDING/HOUSING INSPECTOR I 53 5,112 - 6,524
5090 BUILDING/HOUSING INSPECTOR II 57 5,673 - 7,240
6020 CODE COMPLIANCE OFFICER (Full-Time) 48 4,534 - 5,787 6020 CODE COMPLIANCE OFFICER (Part-Time) 48P 4,336 - 5,534 2048 COMMUNITY PARK RANGER I 30F 3,152 4,023
2055 COMMUNITY RESPONSE CREW LEADER 55 5,400 - 6,892
9020 CUSTODIAN 29 2,975 - 3,796
6050 CUSTOMER SERVICE SPECIALIST 41 3,901 - 4,979
9000 ENVIRONMENTAL PROGRAM SPECIALIST 48 4,534 - 5,787
9005 ENVIRONMENTAL PROGRAM SPECIALIST II 56 5,536 - 7,065 6065 FIRE SAFETY INSPECTOR II 64 6,643 - 8,478
9030 FLEET SUPERVISOR 57 5,673 - 7,240
9050 GROUNDS & FACILITIES SUPERVISOR 57 5,673 - 7,240
6072 LEAD MAINTENANCE WORKER 46 4,307 - 5,496
9070 MAINTENANCE WORKER 33 3,331 - 4,251
9080 MAINTENANCE WORKER I 36 3,536 - 4,512
9090 MAINTENANCE WORKER II 41 3,901 - 4,979
8040 MARINE SAFETY SERGEANT 50L 5,037 - 6,428
11120 MECHANIC I 40 3,799 - 4,849
11130 MECHANIC II 48 4,534 - 5,787
Monthly Salary

CITY OF IMPERIAL BEACH SALARY SCHEDULE

POSITION CLASSIFICATIONS AND MONTHLY COMPENSATION
EFFECTIVE JULY 1, 2022 - JUNE 30, 2023
Adopted by Reso No. 2021-69; Amended by Reso No. 2022-63

Job No. General Employees (cont.) Range

LOW HIGH
8010 OCEAN LIFEGUARD I 32P 3,129 - 3,993
8020 OCEAN LIFEGUARD II (Part-Time) 37P 3,421 - 4,367
8020 OCEAN LIFEGUARD II (Full-Time) 37F 3,702 - 4,726
6080 PROGRAM AIDE 24P 2,612 - 3,334
11153 PUBLIC WORKS INSPECTOR 50 4,862 - 6,206
6090 PROGRAM COORDINATOR 30P 2,956 - 3,772
7015 RECREATION & COMMUNITY SERVICES COORDINATOR 45 4,187 - 5,343 6095 RECREATION AIDE 26 2,746 - 3,504
7000 RECREATION LEADER 24P 2,612 - 3,334
7003 RECREATION LEADER I 27 2,815 - 3,593
7004 RECREATION LEADER II 30 3,045 - 3,886
7010 RECREATION PROGRAM AIDE 24P 2,612 - 3,334
7020 RECREATION PROGRAM COORDINATOR 34 3,365 - 4,294
7005 RECREATION SPECIALIST 35 3,449 - 4,402
7030 SENIOR ACCOUNT/CLERK TECHNICIAN 38 3,694 - 4,715
7040 SENIOR PLANNER 69 7,519 - 9,598
11160 SEWER SUPERVISOR 57 5,673 - 7,240
11170 STREET SUPERVISOR 57 5,673 - 7,240
11180 TIDELANDS SUPERVISOR 50 4,873 - 6,206
Job No. Fire Department (sworn) Range

LOW HIGH
8085 FIREFIGHTER/PARAMEDIC RECRUIT FP09 4,680 - -
8090 FIREFIGHTER/PARAMEDIC FP06 6,030 8,080
8060 FIRE ENGINEER F07 6,029 - 8,079
8070 FIRE ENGINEER/PARAMEDIC FP07 6,482 - 8,686
8050 FIRE CAPTAIN F08 7,135 - 9,561
8055 FIRE CAPTAIN/PARAMEDIC FP08 7,492 - 10,039
Monthly Salary

CITY OF IMPERIAL BEACH SALARY SCHEDULE

POSITION CLASSIFICATIONS AND MONTHLY COMPENSATION
EFFECTIVE JULY 1, 2022 - JUNE 30, 2023
Adopted by Reso No. 2021-69; Amended by Reso No. 2022-63 Monthly Salary

Job No. Confidential Range

LOW HIGH
5014 ADMINISTRATIVE ASSISTANT (Part-Time) 45PC 4,104 - 5,239 4035 ADMINISTRATIVE ASSISTANT (Full-Time) 45 4,187 - 5,344 4015 ASSISTANT FIRE MARSHALL 69C 7,483 - 9,550
3030 EXECUTIVE ASSISTANT TO CITY COUNCIL & MANAGEMENT 54 5,240 - 6,687 4085 HOUSING PROGRAM SPECIALIST 53C 5,100 - 6,508
6067 HUMAN RESOURCES TECHNICIAN 41C 3,882 - 4,954
4070 HUMAN RESOURCES TECHNICIAN I 43C 4,037 - 5,152
4080 HUMAN RESOURCES TECHNICIAN II 46C 4,286 - 5,470
3053 INFORMATION TECHNOLOGY ANALYST I 60 6,110 - 7,798
3053 INFORMATION TECHNOLOGY ANALYST II 65 6,809 - 8,690 3053 SENIOR INFORMATION TECHNOLOGY ANALYST 66 6,980 - 8,908 3055 INFORMATION TECHNOLOGY SPECIALIST I 53 5,112 - 6,525 3055 INFORMATION TECHNOLOGY SPECIALIST II 55 5,400 - 6,892 8030 MARINE SAFETY LIEUTENANT 58C 5,906 - 7,538
4050 OFFICE SPECIALIST (Full-Time) 31 3,169 - 4,045
4050 OFFICE SPECIALIST (Part-time) 31PC 3,154 - 4,025
RECORDS TECHNICIAN (Temporary Position) 35 3,449 - 4,402 4040 SENIOR ACCOUNTANT 63C 6,449 - 8,231
4040 SENIOR ACCOUNTANT (Part time) 63C 6,449 - 8,231
7035 SENIOR ADMINISTRATIVE ASSISTANT 49 4,648 - 5,932
Job No. Management and Mid-management Range

LOW HIGH
2018 ASSISTANT CITY CLERK BAND 6,000 - 8,239
3005 ASSISTANT DIRECTOR OF COMMUNITY DEVELOPMENT BAND 9,521 - 11,762 9420 ASSISSTANT PUBLIC WORKS DIRECTOR BAND 8,934 - 12,060 6000 BUILDING OFFICIAL BAND 7,294 - 10,766
9018 CAPITAL IMPROVEMENT PROGRAM CONSTRUCTION MANAGER BAND 8,499 - 10,824 9015 CAPITAL IMPROVEMENT PROGRAM MANAGER BAND 6,476 - 8,256 2023 CHIEF ADMINISTRATIVE OFFICER BAND 14,841 - 17,991
2030 CITY CLERK BAND 7,360 - 13,247
3015 CIVIL ENGINEER BAND 8,798 - 11,412
2040 COMMUNITY DEVELOPMENT DIRECTOR BAND 11,616 - 16,458 4010 DEPUTY CITY CLERK BAND 5,047 - 6,142
2025 DEPUTY CITY MANAGER BAND 11,929 - 16,620
2070 ENVIRONMENTAL & NATURAL RESOURCES DIRECTOR BAND 9,955 - 12,882 2005 FINANCE DIRECTOR BAND 12,052 - 15,860
3045 FINANCE MANAGER BAND 9,007 - 11,897
8045 FIRE CHIEF BAND 10,384 - 18,479
9038 GIS MANAGER BAND 7,984 - 10,725

CITY OF IMPERIAL BEACH SALARY SCHEDULE

POSITION CLASSIFICATIONS AND MONTHLY COMPENSATION
EFFECTIVE JULY 1, 2022 - JUNE 30, 2023
Adopted by Reso No. 2021-69; Amended by Reso No. 2022-63 Monthly Salary
Monthly Salary

3042 HUMAN RESOURCES ANALYST BAND 5,877 - 7,098
3045 HUMAN RESOURCES MANAGER BAND 9,827 - 11,549
3048 INFORMATION TECHNOLOGY MANAGER BAND 9,166 - 11,072 3060 MANAGEMENT ANALYST (PW) BAND 5,832 - 7,640
3050 MARINE SAFETY CAPTAIN BAND 7,782 - 10,249
2045 MARINE SAFETY CHIEF BAND 10,027 - 13,136
2043 PARKS , RECREATION AND COMMUNITY SERVICES SUPERVISOR BAND 6,555 - 8,402 2047 PARKS & RECREATION DIRECTOR BAND 11,379 - 16,398
2060 PUBLIC WORKS DIRECTOR BAND 10,102 - 17,306
3070 PUBLIC WORKS SUPERINTENDENT BAND 5,889 - 8,096
3075 PUBLIC WORKS OPERATIONS & CONSTRUCTION MANAGER BAND 7,628 - 10,490 Job No. Elected and City Manager Range
1010 CITY COUNCILMEMBER N/A
1020 CITY MANAGER N/A
1030 MAYOR N/A 1,441
Monthly Salary
641
18,124

CITY OF IMPERIAL BEACH SALARY SCHEDULE

POSITION CLASSIFICATIONS AND MONTHLY COMPENSATION
EFFECTIVE JULY 1, 2022 - JUNE 30, 2023
Adopted by Reso No. 2021-69; Amended by Reso No. 2022-63

SALARY RANGES
1 Monthly Monthly
RANGE 09 09/01 09/02 09/03 09/04 09/05 09/06 High Low
Hourly 10.40 10.92 11.47 12.04 12.64 13.28
BI-WEEKLY 832.12 873.73 917.41 963.28 1,011.45 1,062.02 ANNUAL 21,635.14 22,716.89 23,852.74 25,045.38 26,297.64 27,612.53 1,803 2,301 RANGE 10 10/01 10/02 10/03 10/04 10/05 10/06
Hourly 10.50 11.03 11.58 12.16 12.76 13.40
BI-WEEKLY 840.08 882.08 926.19 972.49 1,021.12 1,072.18 ANNUAL 21,842.01 22,934.11 24,080.82 25,284.86 26,549.11 27,876.56 1,820 2,323 RANGE 11 11/01 11/02 11/03 11/04 11/05 11/06
Hourly 10.93 11.47 12.04 12.65 13.28 13.94
BI-WEEKLY 874.00 917.70 963.59 1,011.77 1,062.36 1,115.47 ANNUAL 22,724.06 23,860.26 25,053.27 26,305.93 27,621.23 29,002.30 1,894 2,417 RANGE 12 12/01 12/02 12/03 12/04 12/05 12/06
Hourly 11.20 11.76 12.35 12.97 13.62 14.30
BI-WEEKLY 896.12 940.93 987.98 1,037.37 1,089.24 1,143.71 ANNUAL 23,299.21 24,464.16 25,687.37 26,971.74 28,320.34 29,736.34 1,942 2,478 RANGE 13 13/01 13/02 13/03 13/04 13/05 13/06
Hourly 11.49 12.06 12.66 13.30 13.96 14.66
BI-WEEKLY 918.86 964.80 1,013.04 1,063.69 1,116.88 1,172.72 ANNUAL 23,890.27 25,084.78 26,339.02 27,655.97 29,038.77 30,490.71 1,991 2,541 RANGE 14 14/01 14/02 14/03 14/04 14/05 14/06
Hourly 11.77 12.36 12.98 13.63 14.31 15.02
BI-WEEKLY 941.59 988.67 1,038.10 1,090.01 1,144.51 1,201.73 ANNUAL 24,481.33 25,705.40 26,990.66 28,340.20 29,757.21 31,245.07 2,040 2,604 RANGE 15 15/01 15/02 15/03 15/04 15/05 15/06
Hourly 11.89 12.48 13.11 13.76 14.45 15.18
BI-WEEKLY 951.21 998.77 1,048.71 1,101.14 1,156.20 1,214.01 ANNUAL 24,731.39 25,967.96 27,266.36 28,629.69 30,061.17 31,564.22 2,061 2,630 RANGE 16 16/01 16/02 16/03 16/04 16/05 16/06
Hourly 12.00 12.61 13.24 13.90 14.59 15.32
BI-WEEKLY 960.39 1,008.41 1,058.83 1,111.77 1,167.36 1,225.73 ANNUAL 24,970.09 26,218.60 27,529.53 28,906.00 30,351.31 31,868.87 2,081 2,656 RANGE 17 17/01 17/02 17/03 17/04 17/05 17/06
Hourly 12.30 12.92 13.56 14.24 14.95 15.70
BI-WEEKLY 984.17 1,033.38 1,085.05 1,139.30 1,196.27 1,256.08 ANNUAL 25,588.44 26,867.86 28,211.26 29,621.82 31,102.91 32,658.05 2,132 2,722 RANGE 18 18/01 18/02 18/03 18/04 18/05 18/06
Hourly 12.65 13.28 13.95 14.64 15.37 16.14
BI-WEEKLY 1,011.89 1,062.48 1,115.61 1,171.39 1,229.96 1,291.45 ANNUAL 26,309.08 27,624.53 29,005.75 30,456.05 31,978.84 33,577.79 2,192 2,798 RANGE 19 19/01 19/02 19/03 19/04 19/05 19/06
Hourly 13.20 13.86 14.55 15.28 16.04 16.85
BI-WEEKLY 1,055.95 1,108.75 1,164.19 1,222.40 1,283.52 1,347.70 ANNUAL 27,454.82 28,827.57 30,268.94 31,782.39 33,371.51 35,040.09 2,288 2,920

SALARY RANGES
2 RANGE 19P 19/P 19/P 19/P 19/P 19/P 19/P
Hourly 12.81 13.45 14.13 14.83 15.57 16.35
BI-WEEKLY 1,024.97 1,076.22 1,130.03 1,186.54 1,245.86 1,308.16 ANNUAL 26,649.35 27,981.82 29,380.91 30,849.95 32,392.45 34,012.07 2,221 2,834 RANGE 20 20/01 20/02 20/03 20/04 20/05 20/06
Hourly 13.52 14.20 14.91 15.66 16.44 17.26
BI-WEEKLY 1,081.92 1,136.02 1,192.82 1,252.46 1,315.08 1,380.84 ANNUAL 28,130.00 29,536.50 31,013.33 32,563.99 34,192.19 35,901.81 2,344 2,992 RANGE 21 21/01 21/02 21/03 21/04 21/05 21/06
Hourly 13.86 14.56 15.28 16.05 16.85 17.69
BI-WEEKLY 1,109.12 1,164.57 1,222.80 1,283.94 1,348.14 1,415.54 ANNUAL 28,837.00 30,278.85 31,792.79 33,382.43 35,051.55 36,804.13 2,403 3,067 RANGE 22 22/01 22/02 22/03 22/04 22/05 22/06
Hourly 14.21 14.92 15.67 16.45 17.27 18.14
BI-WEEKLY 1,136.83 1,193.67 1,253.36 1,316.03 1,381.83 1,450.92 ANNUAL 29,557.64 31,035.52 32,587.30 34,216.67 35,927.50 37,723.87 2,463 3,144 RANGE 22P 22/P 22/P 22/P 22/P 22/P 22/P
Hourly 13.79 14.48 15.21 15.97 16.77 17.60
BI-WEEKLY 1,103.48 1,158.65 1,216.59 1,277.42 1,341.29 1,408.35 ANNUAL 28,690.47 30,125.00 31,631.25 33,212.81 34,873.45 36,617.12 2,391 3,051 RANGE 23 23/01 23/02 23/03 23/04 23/05 23/06
Hourly 14.56 15.29 16.06 16.86 17.70 18.59
BI-WEEKLY 1,165.16 1,223.42 1,284.59 1,348.82 1,416.26 1,487.07 ANNUAL 30,294.20 31,808.90 33,399.35 35,069.32 36,822.78 38,663.93 2,525 3,222 RANGE 24 24/01 24/02 24/03 24/04 24/05 24/06
Hourly 14.85 15.59 16.37 17.19 18.05 18.96
BI-WEEKLY 1,188.18 1,247.59 1,309.97 1,375.47 1,444.24 1,516.45 ANNUAL 30,892.68 32,437.31 34,059.18 35,762.14 37,550.25 39,427.76 2,574 3,286 RANGE 24P 24P/01 24P/02 24P/03 24P/04 24P/05 24P/06
Hourly 15.07 15.83 16.62 17.45 18.32 19.24
BI-WEEKLY 1,205.91 1,266.20 1,329.51 1,395.99 1,465.79 1,539.08 ANNUAL 31,353.56 32,921.24 34,567.30 36,295.66 38,110.45 40,015.98 2,613 3,335 RANGE 25 25/01 25/02 25/03 25/04 25/05 25/06
Hourly 15.45 16.22 17.04 17.89 18.78 19.72
BI-WEEKLY 1,236.16 1,297.97 1,362.87 1,431.01 1,502.56 1,577.69 ANNUAL 32,140.13 33,747.13 35,434.49 37,206.22 39,066.53 41,019.86 2,678 3,418 RANGE 26 26/01 26/02 26/03 26/04 26/05 26/06
Hourly 15.84 16.63 17.46 18.34 19.25 20.22
BI-WEEKLY 1,267.29 1,330.65 1,397.18 1,467.04 1,540.39 1,617.41 ANNUAL 32,949.43 34,596.90 36,326.75 38,143.09 40,050.24 42,052.74 2,746 3,504 RANGE 26P 26P/01 26P/02 26P/03 26P/04 26P/05 26P/06
Hourly 15.91 16.71 17.54 18.42 19.34 20.31
BI-WEEKLY 1,273.05 1,336.70 1,403.54 1,473.71 1,547.40 1,624.77 ANNUAL 33,099.30 34,754.27 36,491.98 38,316.58 40,232.41 42,244.03 2,758 3,520

SALARY RANGES
3 RANGE 27P 27P/01 27P/02 27P/03 27P/04 27P/05 27P/06
Hourly 15.53 16.31 17.12 17.98 18.88 19.82
BI-WEEKLY 1,242.50 1,304.62 1,369.85 1,438.35 1,510.26 1,585.78 ANNUAL 32,304.92 33,920.16 35,616.17 37,396.98 39,266.82 41,230.17 2,692 3,436 RANGE 27 27/01 27/02 27/03 27/04 27/05 27/06
Hourly 16.24 17.05 17.91 18.80 19.74 20.73
BI-WEEKLY 1,299.37 1,364.34 1,432.56 1,504.19 1,579.40 1,658.37 ANNUAL 33,783.73 35,472.92 37,246.56 39,108.90 41,064.34 43,117.56 2,815 3,593 RANGE 28 28/01 28/02 28/03 28/04 28/05 28/06
Hourly 16.65 17.48 18.36 19.27 20.24 21.25
BI-WEEKLY 1,331.99 1,398.59 1,468.52 1,541.94 1,619.04 1,699.99 ANNUAL 34,631.68 36,363.26 38,181.43 40,090.50 42,095.03 44,199.77 2,886 3,683 RANGE 29 29/01 29/02 29/03 29/04 29/05 29/06
Hourly 17.16 18.02 18.92 19.86 20.86 21.90
BI-WEEKLY 1,372.73 1,441.37 1,513.44 1,589.11 1,668.57 1,751.99 ANNUAL 35,691.05 37,475.60 39,349.38 41,316.84 43,382.70 45,551.82 2,974 3,796 RANGE 29P 29P/01 29P/02 29P/03 29P/04 29P/05 29P/06
Hourly 16.41 17.23 18.09 18.99 19.94 20.94
BI-WEEKLY 1,312.60 1,378.23 1,447.14 1,519.50 1,595.47 1,675.25 ANNUAL 34,127.58 35,833.96 37,625.66 39,506.94 41,482.29 43,556.41 2,844 3,630 RANGE 29C 29C/01 29C/02 29C/03 29C/04 29C/05 14/06
Hourly 17.07 17.93 18.82 19.77 20.75 21.79
BI-WEEKLY 1,365.98 1,434.28 1,505.99 1,581.29 1,660.36 1,743.37 ANNUAL 35,515.45 37,291.22 39,155.78 41,113.56 43,169.24 45,327.71 2,960 3,777 RANGE 30 30/01 30/02 30/03 30/04 30/05 30/06
Hourly 17.57 18.45 19.37 20.34 21.35 22.42
BI-WEEKLY 1,405.43 1,475.70 1,549.49 1,626.96 1,708.31 1,793.73 ANNUAL 36,541.27 38,368.33 40,286.75 42,301.08 44,416.14 46,636.94 3,045 3,886 RANGE 30F 30F/01 30F/02 30F/03 30F/04 30F/05 30F/06
Hourly 18.18 19.09 20.05 21.05 22.10 23.21
BI-WEEKLY 1,454.75 1,527.48 1,603.86 1,684.05 1,768.25 1,856.67 ANNUAL 37,823.42 39,714.58 41,700.32 43,785.33 45,974.60 48,273.33 3,152 4,023 RANGE 30P 30P/01 30P/02 30P/03 30P/04 30P/05 30P/06
Hourly 17.05 17.91 18.80 19.74 20.73 21.76
BI-WEEKLY 1,364.20 1,432.41 1,504.03 1,579.23 1,658.19 1,741.10 ANNUAL 35,469.21 37,242.67 39,104.81 41,060.04 43,113.05 45,268.70 2,956 3,772 RANGE 31PC 31PC/01 31PC/02 31PC/03 31PC/04 31PC/05 31PC/06 Hourly 18.19 19.10 20.06 21.06 22.12 23.22
BI-WEEKLY 1,455.59 1,528.37 1,604.79 1,685.03 1,769.28 1,857.75 ANNUAL 37,845.44 39,737.71 41,724.60 43,810.83 46,001.36 48,301.43 3,154 4,025 RANGE 31 31/01 31/02 31/03 31/04 31/05 31/06
Hourly 18.28 19.20 20.16 21.17 22.23 23.34
BI-WEEKLY 1,462.79 1,535.93 1,612.73 1,693.36 1,778.03 1,866.93 ANNUAL 38,032.57 39,934.18 41,930.89 44,027.44 46,228.82 48,540.25 3,169 4,045

SALARY RANGES
4 RANGE 32P 32P/01 32P/02 32P/03 32P/04 32P/05 32P/06
Hourly 18.05 18.95 19.90 20.90 21.94 23.04
BI-WEEKLY 1,444.06 1,516.27 1,592.08 1,671.68 1,755.27 1,843.03 ANNUAL 37,545.64 39,422.92 41,394.07 43,463.77 45,636.95 47,918.81 3,129 3,993 RANGE 32 32/01 32/02 32/03 32/04 32/05 32/06
Hourly 18.88 19.82 20.81 21.85 22.95 24.09
BI-WEEKLY 1,510.18 1,585.69 1,664.97 1,748.22 1,835.63 1,927.42 ANNUAL 39,264.70 41,227.93 43,289.33 45,453.80 47,726.49 50,112.81 3,272 4,176 RANGE 33 33/01 33/02 33/03 33/04 33/05 33/06
Hourly 19.22 20.18 21.19 22.25 23.36 24.53
BI-WEEKLY 1,537.37 1,614.24 1,694.95 1,779.70 1,868.69 1,962.12 ANNUAL 39,971.70 41,970.29 44,068.80 46,272.24 48,585.85 51,015.14 3,331 4,251 RANGE 34 34/01 34/02 34/03 34/04 34/05 34/06
Hourly 19.41 20.38 21.40 22.47 23.59 24.77
BI-WEEKLY 1,552.76 1,630.40 1,711.92 1,797.52 1,887.39 1,981.76 ANNUAL 40,371.80 42,390.39 44,509.91 46,735.40 49,072.17 51,525.79 3,364 4,294 RANGE 35 35/01 35/02 35/03 35/04 35/05 35/06
Hourly 19.90 20.89 21.94 23.04 24.19 25.40
BI-WEEKLY 1,591.93 1,671.53 1,755.11 1,842.86 1,935.00 2,031.75 ANNUAL 41,390.25 43,459.76 45,632.75 47,914.39 50,310.10 52,825.61 3,449 4,402 RANGE 36 36/01 36/02 36/03 36/04 36/05 36/06
Hourly 20.40 21.42 22.49 23.61 24.79 26.03
BI-WEEKLY 1,631.63 1,713.21 1,798.87 1,888.81 1,983.25 2,082.42 ANNUAL 42,422.33 44,543.45 46,770.63 49,109.15 51,564.62 54,142.85 3,535 4,512 RANGE 37P 37P/01 37P/02 37P/03 37P/04 37P/05 37P/06
Hourly 19.74 20.72 21.76 22.85 23.99 25.19
BI-WEEKLY 1,578.92 1,657.87 1,740.76 1,827.80 1,919.19 2,015.15 ANNUAL 41,051.96 43,104.56 45,259.78 47,522.78 49,898.91 52,393.86 3,421 4,366 RANGE 37F 37F/01 37F/02 37F/03 37F/04 37F/05 37F/06
Hourly 21.36 22.43 23.55 24.73 25.96 27.26
BI-WEEKLY 1,708.83 1,794.28 1,883.99 1,978.19 2,077.10 2,180.95 ANNUAL 44,429.67 46,651.16 48,983.72 51,432.89 54,004.54 56,704.77 3,702 4,725 RANGE 38 38/01 38/02 38/03 38/04 38/05 38/06
Hourly 21.31 22.38 23.50 24.67 25.91 27.20
BI-WEEKLY 1,704.99 1,790.24 1,879.75 1,973.73 2,072.42 2,176.04 ANNUAL 44,329.64 46,546.13 48,873.43 51,317.11 53,882.96 56,577.11 3,694 4,715 RANGE 38P 38P/01 38P/02 38P/03 38P/04 38P/05 38P/06
Hourly 20.38 21.40 22.47 23.59 24.77 26.01
BI-WEEKLY 1,630.44 1,711.96 1,797.56 1,887.44 1,981.81 2,080.90 ANNUAL 42,391.38 44,510.94 46,736.50 49,073.32 51,526.99 54,103.33 3,533 4,509 RANGE 38C 38C/01 38C/02 38C/03 38C/04 38C/05 38C/06
Hourly 21.21 22.27 23.38 24.55 25.78 27.07
BI-WEEKLY 1,696.60 1,781.43 1,870.50 1,964.02 2,062.23 2,165.34 ANNUAL 44,111.54 46,317.12 48,632.98 51,064.63 53,617.86 56,298.74 3,676 4,692

SALARY RANGES
5 RANGE 39 39/01 39/02 39/03 39/04 39/05 39/06
Hourly 21.67 22.76 23.89 25.09 26.34 27.66
BI-WEEKLY 1,733.75 1,820.44 1,911.46 2,007.04 2,107.39 2,212.76 ANNUAL 45,077.56 47,331.44 49,698.01 52,182.92 54,792.06 57,531.67 3,756 4,794 RANGE 40 40/01 40/02 40/03 40/04 40/05 40/06
Hourly 21.92 23.02 24.17 25.38 26.64 27.98
BI-WEEKLY 1,753.60 1,841.28 1,933.34 2,030.01 2,131.51 2,238.09 ANNUAL 45,593.61 47,873.29 50,266.96 52,780.30 55,419.31 58,190.28 3,799 4,849 RANGE 41 41/01 41/02 41/03 41/04 41/05 41/06
Hourly 22.50 23.63 24.81 26.05 27.35 28.72
BI-WEEKLY 1,800.38 1,890.40 1,984.92 2,084.16 2,188.37 2,297.79 ANNUAL 46,809.83 49,150.33 51,607.84 54,188.23 56,897.65 59,742.52 3,901 4,979 RANGE 41C 41C/01 41C/02 41C/03 41C/04 41C/05 41C/06
Hourly 22.39 23.51 24.69 25.92 27.22 28.58
BI-WEEKLY 1,791.52 1,881.10 1,975.15 2,073.91 2,177.60 2,286.48 ANNUAL 46,579.53 48,908.50 51,353.92 53,921.62 56,617.71 59,448.59 3,882 4,954 RANGE 42 42/01 42/02 42/03 42/04 42/05 42/06
Hourly 22.78 23.92 25.12 26.37 27.69 29.08
BI-WEEKLY 1,822.59 1,913.72 2,009.40 2,109.87 2,215.37 2,326.13 ANNUAL 47,387.25 49,756.61 52,244.45 54,856.67 57,599.51 60,479.47 3,949 5,040 RANGE 43 43/01 43/02 43/03 43/04 43/05 43/06
Hourly 23.40 24.57 25.80 27.09 28.45 29.87
BI-WEEKLY 1,872.34 1,965.95 2,064.25 2,167.46 2,275.84 2,389.63 ANNUAL 48,680.77 51,114.81 53,670.54 56,354.07 59,171.78 62,130.37 4,057 5,178 RANGE 43P 43P/01 43P/02 43P/03 43P/04 43P/05 43P/06
Hourly 22.38 23.50 24.67 25.91 27.20 28.56
BI-WEEKLY 1,790.42 1,879.94 1,973.94 2,072.63 2,176.26 2,285.08 ANNUAL 46,550.86 48,878.39 51,322.32 53,888.43 56,582.86 59,412.00 3,879 4,951 RANGE 43C 43C/01 43C/02 43C/03 43C/04 43C/05 43C/06
Hourly 23.29 24.45 25.68 26.96 28.31 29.72
BI-WEEKLY 1,863.13 1,956.28 2,054.10 2,156.80 2,264.64 2,377.87 ANNUAL 48,441.25 50,863.32 53,406.49 56,076.81 58,880.65 61,824.69 4,037 5,152 RANGE 44 44/01 44/02 44/03 44/04 44/05 44/06
Hourly 23.94 25.13 26.39 27.71 29.10 30.55
BI-WEEKLY 1,915.01 2,010.76 2,111.29 2,216.86 2,327.70 2,444.09 ANNUAL 49,790.14 52,279.66 54,893.64 57,638.31 60,520.23 63,546.24 4,149 5,296 RANGE 45 45/01 45/02 45/03 45/04 45/05 45/06
Hourly 24.15 25.36 26.63 27.96 29.36 30.83
BI-WEEKLY 1,932.32 2,028.93 2,130.38 2,236.90 2,348.74 2,466.18 ANNUAL 50,240.26 52,752.28 55,389.90 58,159.38 61,067.36 64,120.72 4,187 5,343 RANGE 45C 45C/01 45C/02 45C/03 45C/04 45C/05 45C/06
Hourly 24.04 25.24 26.50 27.82 29.21 30.68
BI-WEEKLY 1,922.81 2,018.95 2,119.90 2,225.89 2,337.19 2,454.05 ANNUAL 49,993.08 52,492.73 55,117.37 57,873.24 60,766.90 63,805.24 4,166 5,317

SALARY RANGES
6 RANGE 45PC 45PC/01 45PC/02 45PC/03 45PC/04 45PC/05 45PC/06 Hourly 23.68 24.86 26.11 27.41 28.78 30.22
BI-WEEKLY 1,894.27 1,988.99 2,088.44 2,192.86 2,302.50 2,417.63 ANNUAL 49,251.10 51,713.65 54,299.33 57,014.31 59,865.02 62,858.27 4,104 5,238 RANGE 45P 45P/01 45P/02 45P/03 45P/04 45P/05 45P/06
Hourly 23.10 24.25 25.46 26.74 28.07 29.48
BI-WEEKLY 1,847.79 1,940.18 2,037.19 2,139.05 2,246.00 2,358.30 ANNUAL 48,042.53 50,444.66 52,966.89 55,615.24 58,395.99 61,315.80 4,004 5,110 RANGE 46C 46C/01 46C/02 46C/03 46C/04 46C/05 46C/06
Hourly 24.72 25.96 27.26 28.62 30.05 31.56
BI-WEEKLY 1,977.97 2,076.87 2,180.71 2,289.75 2,404.24 2,524.45 ANNUAL 51,427.27 53,998.63 56,698.57 59,533.49 62,510.17 65,635.68 4,286 5,470 RANGE 46 46/01 46/02 46/03 46/04 46/05 46/06
Hourly 24.85 26.09 27.39 28.76 30.20 31.71
BI-WEEKLY 1,987.75 2,087.14 2,191.50 2,301.07 2,416.12 2,536.93 ANNUAL 51,681.54 54,265.62 56,978.90 59,827.85 62,819.24 65,960.21 4,307 5,497 RANGE 47 47/01 47/02 47/03 47/04 47/05 47/06
Hourly 25.47 26.74 28.08 29.49 30.96 32.51
BI-WEEKLY 2,037.68 2,139.56 2,246.54 2,358.87 2,476.81 2,600.65 ANNUAL 52,979.61 55,628.59 58,410.02 61,330.51 64,397.04 67,616.90 4,415 5,635 RANGE 48 48/01 48/02 48/03 48/04 48/05 48/06
Hourly 26.16 27.47 28.84 30.28 31.80 33.39
BI-WEEKLY 2,092.67 2,197.31 2,307.17 2,422.53 2,543.66 2,670.84 ANNUAL 54,409.52 57,130.00 59,986.50 62,985.83 66,135.12 69,441.87 4,534 5,787 RANGE 48P 48P/01 48P/02 48P/03 48P/04 48P/05 48P/06
Hourly 25.01 26.27 27.58 28.96 30.41 31.93
BI-WEEKLY 2,001.15 2,101.21 2,206.27 2,316.58 2,432.41 2,554.03 ANNUAL 52,029.89 54,631.39 57,362.96 60,231.10 63,242.66 66,404.79 4,336 5,534 RANGE 48C 48C/01 48C/02 48C/03 48C/04 48C/05 48C/06
Hourly 26.03 27.33 28.70 30.13 31.64 33.22
BI-WEEKLY 2,082.38 2,186.50 2,295.82 2,410.61 2,531.14 2,657.70 ANNUAL 54,141.82 56,848.91 59,691.37 62,675.93 65,809.73 69,100.22 4,512 5,758 RANGE 49 49/01 49/02 49/03 49/04 49/05 49/06
Hourly 26.81 28.15 29.56 31.04 32.59 34.22
BI-WEEKLY 2,145.05 2,252.30 2,364.91 2,483.16 2,607.32 2,737.68 ANNUAL 55,771.24 58,559.80 61,487.79 64,562.18 67,790.29 71,179.81 4,648 5,932 RANGE 49P 49P/01 49P/02 49P/03 49P/04 49P/05 49P/06
Hourly 26.03 27.33 28.69 30.13 31.64 33.22
BI-WEEKLY 2,082.12 2,186.22 2,295.53 2,410.31 2,530.82 2,657.37 ANNUAL 54,135.01 56,841.76 59,683.85 62,668.04 65,801.44 69,091.51 4,511 5,758 RANGE 50 50/01 50/02 50/03 50/04 50/05 50/06
Hourly 28.05 29.45 30.93 32.47 34.10 35.80
BI-WEEKLY 2,244.11 2,356.32 2,474.13 2,597.84 2,727.73 2,864.12 ANNUAL 58,346.91 61,264.25 64,327.46 67,543.84 70,921.02 74,467.08 4,862 6,206

SALARY RANGES
7 RANGE 50L 50L/01 50L/02 50L/03 50L/04 50L/05 50L/06
Hourly 29.06 30.51 32.04 33.64 35.32 37.09
BI-WEEKLY 2,324.81 2,441.06 2,563.11 2,691.26 2,825.83 2,967.12 ANNUAL 60,445.18 63,467.43 66,640.80 69,972.85 73,471.48 77,145.06 5,037 6,429 RANGE 51C 51C/01 51C/02 51C/03 51C/04 51C/05 51C/06
Hourly 28.21 29.62 31.10 32.65 34.28 36.00
BI-WEEKLY 2,256.47 2,369.30 2,487.76 2,612.15 2,742.76 2,879.90 ANNUAL 58,668.35 61,601.77 64,681.86 67,915.95 71,311.75 74,877.33 4,889 6,240 RANGE 51 51/01 51/02 51/03 51/04 51/05 51/06
Hourly 28.35 29.76 31.25 32.81 34.45 36.18
BI-WEEKLY 2,267.63 2,381.01 2,500.06 2,625.07 2,756.32 2,894.14 ANNUAL 58,958.42 61,906.35 65,001.66 68,251.75 71,664.34 75,247.55 4,913 6,271 RANGE 52 52/01 52/02 52/03 52/04 52/05 52/06
Hourly 28.77 30.21 31.72 33.31 34.97 36.72
BI-WEEKLY 2,301.64 2,416.73 2,537.56 2,664.44 2,797.66 2,937.55 ANNUAL 59,842.75 62,834.88 65,976.63 69,275.45 72,739.23 76,376.19 4,987 6,365 RANGE 53C 53C/01 53C/02 53C/03 53C/04 53C/05 53C/06
Hourly 29.42 30.89 32.44 34.06 35.76 37.55
BI-WEEKLY 2,353.63 2,471.31 2,594.87 2,724.62 2,860.85 3,003.89 ANNUAL 61,194.31 64,254.03 67,466.73 70,840.06 74,382.07 78,101.17 5,100 6,508 RANGE 53 53/01 53/02 53/03 53/04 53/05 53/06
Hourly 29.49 30.97 32.52 34.14 35.85 37.64
BI-WEEKLY 2,359.44 2,477.41 2,601.28 2,731.35 2,867.91 3,011.31 ANNUAL 61,345.41 64,412.68 67,633.31 71,014.97 74,565.73 78,294.01 5,112 6,525 RANGE 54 54/01 54/02 54/03 54/04 54/05 54/06
Hourly 30.23 31.74 33.33 34.99 36.74 38.58
BI-WEEKLY 2,418.37 2,539.29 2,666.25 2,799.57 2,939.54 3,086.52 ANNUAL 62,877.62 66,021.50 69,322.58 72,788.70 76,428.14 80,249.55 5,240 6,687 RANGE 55 55/01 55/02 55/03 55/04 55/05 55/06
Hourly 31.15 32.71 34.35 36.06 37.87 39.76
BI-WEEKLY 2,492.17 2,616.77 2,747.61 2,884.99 3,029.24 3,180.70 ANNUAL 64,796.30 68,036.11 71,437.93 75,009.81 78,760.31 82,698.32 5,400 6,892 RANGE 56 56/01 56/02 56/03 56/04 56/05 56/06
Hourly 31.93 33.53 35.21 36.97 38.82 40.76
BI-WEEKLY 2,554.68 2,682.42 2,816.54 2,957.36 3,105.23 3,260.49 ANNUAL 66,421.72 69,742.80 73,229.95 76,891.45 80,736.01 84,772.82 5,535 7,064 RANGE 57 57/01 57/02 57/03 57/04 57/05 57/06
Hourly 32.73 34.37 36.09 37.89 39.78 41.77
BI-WEEKLY 2,618.42 2,749.34 2,886.81 3,031.15 3,182.71 3,341.84 ANNUAL 68,078.97 71,482.91 75,057.06 78,809.92 82,750.41 86,887.93 5,673 7,241 RANGE 58/01 58/02 58/03 58/04 58/05 58/06
Hourly 34.24 35.95 37.75 39.64 41.62 43.70
BI-WEEKLY 2,739.34 2,876.31 3,020.13 3,171.13 3,329.69 3,496.17 ANNUAL 71,222.97 74,784.11 78,523.32 82,449.48 86,571.96 90,900.55 5,935 7,575

SALARY RANGES
8 RANGE 58C 58C/01 58C/02 58C/03 58C/04 58C/05 58C/06
Hourly 34.07 35.78 37.57 39.44 41.42 43.49
BI-WEEKLY 2,725.87 2,862.16 3,005.27 3,155.53 3,313.31 3,478.97 ANNUAL 70,872.54 74,416.17 78,136.98 82,043.82 86,146.01 90,453.32 5,906 7,538 RANGE 59 59/01 59/02 59/03 59/04 59/05 59/06
Hourly 34.39 36.11 37.92 39.81 41.80 43.89
BI-WEEKLY 2,751.24 2,888.80 3,033.24 3,184.90 3,344.14 3,511.35 ANNUAL 71,532.13 75,108.74 78,864.18 82,807.39 86,947.76 91,295.14 5,961 7,608 RANGE 60 60/01 60/02 60/03 60/04 60/05 60/06
Hourly 35.25 37.01 38.86 40.81 42.85 44.99
BI-WEEKLY 2,820.05 2,961.05 3,109.10 3,264.56 3,427.79 3,599.17 ANNUAL 73,321.23 76,987.29 80,836.66 84,878.49 89,122.42 93,578.54 6,110 7,798 RANGE 61 61/01 61/02 61/03 61/04 61/05 61/06
Hourly 36.13 37.94 39.83 41.83 43.92 46.11
BI-WEEKLY 2,890.52 3,035.05 3,186.80 3,346.14 3,513.45 3,689.12 ANNUAL 75,153.52 78,911.20 82,856.76 86,999.60 91,349.58 95,917.06 6,263 7,993 RANGE 62 62/01 62/02 62/03 62/04 62/05 62/06
Hourly 37.04 38.89 40.83 42.87 45.02 47.27
BI-WEEKLY 2,962.92 3,111.06 3,266.62 3,429.95 3,601.44 3,781.52 ANNUAL 77,035.82 80,887.62 84,932.00 89,178.60 93,637.53 98,319.40 6,420 8,193 RANGE 63C 63C/01 63C/02 63C/03 63C/04 63C/05 63C/06
Hourly 37.21 39.07 41.02 43.07 45.23 47.49
BI-WEEKLY 2,976.62 3,125.45 3,281.72 3,445.80 3,618.09 3,799.00 ANNUAL 77,392.00 81,261.61 85,324.69 89,590.92 94,070.46 98,773.99 6,449 8,231 RANGE 63 63/01 63/02 63/03 63/04 63/05 63/06
Hourly 37.39 39.26 41.22 43.29 45.45 47.72
BI-WEEKLY 2,991.33 3,140.90 3,297.94 3,462.84 3,635.98 3,817.78 ANNUAL 77,774.65 81,663.39 85,746.56 90,033.88 94,535.58 99,262.36 6,481 8,272 RANGE 64 64/01 64/02 64/03 64/04 64/05 64/06
Hourly 38.32 40.24 42.25 44.36 46.58 48.91
BI-WEEKLY 3,065.92 3,219.21 3,380.17 3,549.18 3,726.64 3,912.97 ANNUAL 79,713.80 83,699.48 87,884.45 92,278.69 96,892.62 101,737.25 6,643 8,478 RANGE 65 65/01 65/02 65/03 65/04 65/05 65/06
Hourly 39.28 41.24 43.31 45.47 47.75 50.13
BI-WEEKLY 3,142.42 3,299.54 3,464.52 3,637.75 3,819.63 4,010.61 ANNUAL 81,702.95 85,788.09 90,077.49 94,581.38 99,310.44 104,275.96 6,809 8,690 RANGE 66 66/01 66/02 66/03 66/04 66/05 66/06
Hourly 40.27 42.28 44.39 46.61 48.95 51.39
BI-WEEKLY 3,221.37 3,382.44 3,551.57 3,729.14 3,915.60 4,111.38 ANNUAL 83,755.75 87,943.54 92,340.71 96,957.75 101,805.63 106,895.91 6,980 8,908 RANGE 67 67/01 67/02 67/03 67/04 67/05 67/06
Hourly 41.27 43.33 45.50 47.77 50.16 52.67
BI-WEEKLY 3,301.55 3,466.63 3,639.96 3,821.96 4,013.06 4,213.71 ANNUAL 85,840.38 90,132.40 94,639.02 99,370.97 104,339.52 109,556.49 7,153 9,130

SALARY RANGES
9 RANGE 68 68/01 68/02 68/03 68/04 68/05 68/06
Hourly 42.30 44.41 46.63 48.96 51.41 53.98
BI-WEEKLY 3,383.74 3,552.93 3,730.58 3,917.10 4,112.96 4,318.61 ANNUAL 87,977.29 92,376.16 96,994.96 101,844.71 106,936.95 112,283.79 7,331 9,357 RANGE 69 69/01 69/02 69/03 69/04 69/05 69/06
Hourly 43.38 45.55 47.83 50.22 52.73 55.37
BI-WEEKLY 3,470.57 3,644.09 3,826.30 4,017.61 4,218.49 4,429.42 ANNUAL 90,234.69 94,746.43 99,483.76 104,457.93 109,680.84 115,164.88 7,520 9,597 RANGE 69C 69C/01 69C/02 69C/03 69C/04 69C/05 69C/06
Hourly 43.17 45.33 47.59 49.97 52.47 55.10
BI-WEEKLY 3,453.49 3,626.16 3,807.47 3,997.85 4,197.74 4,407.63 ANNUAL 89,790.74 94,280.27 98,994.29 103,944.01 109,141.20 114,598.26 7,483 9,550 RANGE 70 70/01 70/02 70/03 70/04 70/05 70/06
Hourly 44.46 46.69 49.02 51.47 54.05 56.75
BI-WEEKLY 3,557.13 3,734.98 3,921.73 4,117.82 4,323.71 4,539.89 ANNUAL 92,485.28 97,109.54 101,965.02 107,063.27 112,416.43 118,037.26 7,707 9,836 RANGE 71 71/01 71/02 71/03 71/04 71/05 71/06
Hourly 45.58 47.85 50.25 52.76 55.40 58.17
BI-WEEKLY 3,646.05 3,828.35 4,019.77 4,220.76 4,431.79 4,653.38 ANNUAL 94,797.24 99,537.10 104,513.96 109,739.66 115,226.63 120,987.97 7,900 10,082 RANGE 72 72/01 72/02 72/03 72/04 72/05 72/06
Hourly 46.71 49.05 51.50 54.07 56.78 59.62
BI-WEEKLY 3,736.81 3,923.65 4,119.83 4,325.82 4,542.11 4,769.22 ANNUAL 97,156.95 102,014.79 107,115.52 112,471.31 118,094.86 123,999.61 8,096 10,333 RANGE 73 73/01 73/02 73/03 73/04 73/05 73/06
Hourly 47.88 50.27 52.79 55.43 58.20 61.11
BI-WEEKLY 3,830.45 4,021.97 4,223.07 4,434.22 4,655.93 4,888.73 ANNUAL 99,591.66 104,571.25 109,799.81 115,289.80 121,054.29 127,107.00 8,299 10,592 RANGE 74 74/01 74/02 74/03 74/04 74/05 74/06
Hourly 49.08 51.53 54.11 56.82 59.66 62.64
BI-WEEKLY 3,926.37 4,122.68 4,328.82 4,545.26 4,772.52 5,011.15 ANNUAL 102,085.49 107,189.76 112,549.25 118,176.71 124,085.55 130,289.82 8,507 10,857 RANGE 75 75/01 75/02 75/03 75/04 75/05 75/06
Hourly 50.30 52.82 55.46 58.23 61.15 64.20
BI-WEEKLY 4,024.38 4,225.60 4,436.88 4,658.72 4,891.66 5,136.24 ANNUAL 104,633.87 109,865.56 115,358.84 121,126.79 127,183.13 133,542.28 8,719 11,129 - -
RANGE 76 76/01 76/02 76/03 76/04 76/05 76/06
Hourly 51.56 54.14 56.85 59.69 62.68 65.81
BI-WEEKLY 4,125.19 4,331.45 4,548.02 4,775.43 5,014.20 5,264.91 ANNUAL 107,255.01 112,617.76 118,248.64 124,161.08 130,369.13 136,887.58 8,938 11,407 RANGE 77 77/01 77/02 77/03 77/04 77/05 77/06
Hourly 52.85 55.50 58.27 61.18 64.24 67.45
BI-WEEKLY 4,228.19 4,439.60 4,661.58 4,894.66 5,139.39 5,396.36 ANNUAL 109,932.97 115,429.62 121,201.10 127,261.15 133,624.22 140,305.43 9,161 11,692

SALARY RANGES
10 RANGE 78 78/01 78/02 78/03 78/04 78/05 78/06
Hourly 54.17 56.88 59.73 62.71 65.85 69.14
BI-WEEKLY 4,333.90 4,550.60 4,778.13 5,017.03 5,267.88 5,531.28 ANNUAL 112,681.41 118,315.48 124,231.25 130,442.81 136,964.96 143,813.21 9,390 11,984 RANGE 79 79/01 79/02 79/03 79/04 79/05 79/06
Hourly 55.53 58.31 61.22 64.28 67.50 70.87
BI-WEEKLY 4,442.49 4,664.62 4,897.85 5,142.74 5,399.88 5,669.87 ANNUAL 115,504.87 121,280.11 127,344.12 133,711.32 140,396.89 147,416.73 9,625 12,285 RANGE 80 80/01 80/02 80/03 80/04 80/05 80/06
Hourly 56.92 59.76 62.75 65.89 69.18 72.64
BI-WEEKLY 4,553.36 4,781.03 5,020.08 5,271.09 5,534.64 5,811.37 ANNUAL 118,387.43 124,306.80 130,522.14 137,048.25 143,900.66 151,095.70 9,866 12,591 RANGE 81 81/01 81/02 81/03 81/04 81/05 81/06
Hourly 58.34 61.25 64.32 67.53 70.91 74.45
BI-WEEKLY 4,666.85 4,900.20 5,145.21 5,402.47 5,672.59 5,956.22 ANNUAL 121,338.19 127,405.11 133,775.35 140,464.13 147,487.34 154,861.70 10,112 12,905 RANGE 82 82/01 82/02 82/03 82/04 82/05 82/06
Hourly 59.79 62.78 65.92 69.22 72.68 76.31
BI-WEEKLY 4,783.32 5,022.48 5,273.61 5,537.29 5,814.15 6,104.86 ANNUAL 124,366.25 130,584.56 137,113.79 143,969.48 151,167.95 158,726.35 10,364 13,227 RANGE 83 83/01 83/02 83/03 83/04 83/05 83/06
Hourly 61.53 64.60 67.83 71.23 74.79 78.53
BI-WEEKLY 4,922.25 5,168.36 5,426.78 5,698.12 5,983.03 6,282.18 ANNUAL 127,978.55 134,377.47 141,096.35 148,151.16 155,558.72 163,336.66 10,665 13,611 RANGE 84 84/01 84/02 84/03 84/04 84/05 84/06
Hourly 63.07 66.22 69.53 73.01 76.66 80.49
BI-WEEKLY 5,045.45 5,297.72 5,562.61 5,840.74 6,132.77 6,439.41 ANNUAL 131,181.65 137,740.73 144,627.76 151,859.15 159,452.11 167,424.71 10,932 13,952 RANGE 85 85/01 85/02 85/03 85/04 85/05 85/06
Hourly 64.65 67.88 71.27 74.84 78.58 82.51
BI-WEEKLY 5,171.79 5,430.38 5,701.90 5,987.00 6,286.35 6,600.66 ANNUAL 134,466.59 141,189.91 148,249.41 155,661.88 163,444.98 171,617.23 11,206 14,301 RANGE 86 86/01 86/02 86/03 86/04 86/05 86/06
Hourly 66.92 70.26 73.78 77.47 81.34 85.41
BI-WEEKLY 5,353.48 5,621.16 5,902.21 6,197.32 6,507.19 6,832.55 ANNUAL 139,190.53 146,150.06 153,457.57 161,130.45 169,186.96 177,646.32 11,599 14,804 RANGE 87 87/01 87/02 87/03 87/04 87/05 87/06
Hourly 68.45 71.87 75.47 79.24 83.20 87.36
BI-WEEKLY 5,475.98 5,749.78 6,037.27 6,339.13 6,656.09 6,988.89 ANNUAL 142,375.45 149,494.22 156,968.94 164,817.38 173,058.25 181,711.16 11,865 15,143 RANGE 88 88/01 88/02 88/03 88/04 88/05 88/06
Hourly 70.16 73.67 77.35 81.22 85.28 89.54
BI-WEEKLY 5,612.73 5,893.36 6,188.03 6,497.43 6,822.31 7,163.42 ANNUAL 145,930.91 153,227.46 160,888.84 168,933.27 177,379.94 186,248.94 12,161 15,521

SALARY RANGES
11 RANGE 89 89/01 89/02 89/03 89/04 89/05 89/06
Hourly 71.92 75.51 79.29 83.25 87.42 91.79
BI-WEEKLY 5,753.32 6,040.99 6,343.04 6,660.19 6,993.20 7,342.86 ANNUAL 149,586.40 157,065.72 164,919.02 173,164.96 181,823.21 190,914.37 12,466 15,910 RANGE 90 90/01 90/02 90/03 90/04 90/05 90/06
Hourly 73.72 77.40 81.27 85.34 89.60 94.08
BI-WEEKLY 5,897.33 6,192.20 6,501.81 6,826.90 7,168.24 7,526.65 ANNUAL 153,330.56 160,997.09 169,046.94 177,499.28 186,374.25 195,692.96 12,778 16,308 RANGE 91 91/01 91/02 91/03 91/04 91/05 91/06
Hourly 75.56 79.34 83.31 87.47 91.85 96.44
BI-WEEKLY 6,045.01 6,347.26 6,664.62 6,997.85 7,347.74 7,715.13 ANNUAL 157,170.18 165,028.70 173,280.13 181,944.14 191,041.35 200,593.41 13,098 16,716 RANGE 92 92/01 92/02 92/03 92/04 92/05 92/06
Hourly 77.45 81.33 85.39 89.66 94.15 98.85
BI-WEEKLY 6,196.36 6,506.18 6,831.48 7,173.06 7,531.71 7,908.30 ANNUAL 161,105.29 169,160.56 177,618.59 186,499.52 195,824.49 205,615.72 13,425 17,135 RANGE 93 93/01 93/02 93/03 93/04 93/05 93/06
Hourly 79.39 83.36 87.53 91.90 96.50 101.32
BI-WEEKLY 6,351.03 6,668.58 7,002.01 7,352.11 7,719.72 8,105.70 ANNUAL 165,126.78 173,383.13 182,052.29 191,154.90 200,712.64 210,748.27 13,761 17,562 RANGE 94 94/01 94/02 94/03 94/04 94/05 94/06
Hourly 81.38 85.45 89.72 94.20 98.91 103.86
BI-WEEKLY 6,510.16 6,835.67 7,177.45 7,536.33 7,913.14 8,308.80 ANNUAL 169,264.22 177,727.43 186,613.80 195,944.49 205,741.72 216,028.81 14,105 18,002 RANGE 95 95/01 95/02 95/03 95/04 95/05 95/06
Hourly 83.04 87.19 91.55 96.12 100.93 105.98
BI-WEEKLY 6,642.80 6,974.94 7,323.69 7,689.87 8,074.37 8,478.09 ANNUAL 172,712.84 181,348.48 190,415.91 199,936.71 209,933.54 220,430.21 14,393 18,369 RANGE 96 96/01 96/02 96/03 96/04 96/05 96/06
Hourly 85.11 89.37 93.84 98.53 103.46 108.63
BI-WEEKLY 6,809.02 7,149.47 7,506.94 7,882.29 8,276.40 8,690.22 ANNUAL 177,034.41 185,886.14 195,180.44 204,939.46 215,186.44 225,945.76 14,753 18,829 RANGE 97 97/01 97/02 97/03 97/04 97/05 97/06
Hourly 87.24 91.61 96.19 101.00 106.05 111.35
BI-WEEKLY 6,979.51 7,328.49 7,694.91 8,079.66 8,483.64 8,907.83 ANNUAL 181,467.38 190,540.75 200,067.78 210,071.18 220,574.73 231,603.47 15,122 19,300 RANGE 98 98/01 98/02 98/03 98/04 98/05 98/06
Hourly 89.43 93.90 98.59 103.52 108.70 114.13
BI-WEEKLY 7,154.12 7,511.83 7,887.42 8,281.79 8,695.88 9,130.67 ANNUAL 186,007.19 195,307.55 205,072.92 215,326.57 226,092.90 237,397.54 15,501 19,783 RANGE 99 99/01 99/02 99/03 99/04 99/05 99/06
Hourly 91.66 96.25 101.06 106.11 111.42 116.99
BI-WEEKLY 7,333.01 7,699.67 8,084.65 8,488.88 8,913.33 9,358.99 ANNUAL 190,658.39 200,191.31 210,200.88 220,710.92 231,746.47 243,333.79 15,888 20,278 RANGE 100 100/01 100/02 100/03 100/04 100/05 100/06
Hourly 93.95 98.65 103.58 108.76 114.20 119.91
BI-WEEKLY 7,516.19 7,892.00 8,286.60 8,700.93 9,135.98 9,592.78 ANNUAL 195,420.99 205,192.03 215,451.64 226,224.22 237,535.43 249,412.20 16,285 20,784

FIRE SALARY RANGES 1
Monthly Monthly
FIRE RANGE 06-40 HRS 06/02 06/03 06/04 06/05 06/06 06/07 06/08 High Low HOURLY 31.25 32.82 34.46 36.18 37.99 39.89 41.88
BI-WEEKLY 2,500.21 2,625.22 2,756.48 2,894.31 3,039.02 3,190.97 3,350.52 ANNUAL 65,005.51 68,255.78 71,668.58 75,252.00 79,014.60 82,965.34 87,113.60 5,417 7,259 FIRE RANGE 07-40 HRS 07/02 07/03 07/04 07/05 07/06 07/07 07/08 HOURLY 34.78 36.52 38.35 40.27 42.28 44.39 46.61
BI-WEEKLY 2,782.60 2,921.73 3,067.82 3,221.21 3,382.27 3,551.38 3,728.95 ANNUAL 72,347.64 75,965.02 79,763.27 83,751.43 87,939.01 92,335.96 96,952.75 6,029 8,079 FIRE RANGE 08-40 HRS 08/02 08/03 08/04 08/05 08/06 08/07 08/08 HOURLY 41.16 43.22 45.38 47.65 50.03 52.54 55.16
BI-WEEKLY 3,293.10 3,457.76 3,630.64 3,812.18 4,002.79 4,202.92 4,413.07 ANNUAL 85,620.64 89,901.67 94,396.76 99,116.59 104,072.42 109,276.04 114,739.85 7,135 9,562 FIRE RANGE 06P-40 HRS 06P/02 06P/03 06P/04 06P/05 06P/06 06P/07 06P/08 HOURLY 34.79 36.53 38.35 40.27 42.28 44.40 46.62
BI-WEEKLY 2,782.95 2,922.10 3,068.20 3,221.61 3,382.69 3,551.83 3,729.42 ANNUAL 72,356.64 75,974.48 79,773.20 83,761.86 87,949.95 92,347.45 96,964.82 6,030 8,080 FIRE RANGE 07P-40 HRS 07P/02 07P/03 07P/04 07P/05 07P/06 07P/07 07P/08 HOURLY 37.39 39.26 41.23 43.29 45.45 47.72 50.11
BI-WEEKLY 2,991.41 3,140.98 3,298.03 3,462.93 3,636.07 3,817.88 4,008.77 ANNUAL 77,776.58 81,665.41 85,748.69 90,036.11 94,537.92 99,264.82 104,228.06 6,481 8,686 FIRE RANGE 08P-40 HRS 08P/02 08P/03 08P/04 08P/05 08P/06 08P/07 08P/08 HOURLY 43.22 45.38 47.65 50.03 52.54 55.16 57.92
BI-WEEKLY 3,457.76 3,630.64 3,812.18 4,002.79 4,202.92 4,413.07 4,633.72 ANNUAL 89,901.67 94,396.76 99,116.59 104,072.42 109,276.04 114,739.85 120,476.84 7,492 10,040 FIRE RANGE F06-56 HRS F06/02 F06/03 F06/04 F06/05 F06/06 F06/07 F06/08 HOURLY 22.32 23.44 24.61 25.84 27.13 28.49 29.92
BI-WEEKLY 2,500.21 2,625.22 2,756.48 2,894.31 3,039.02 3,190.97 3,350.52 ANNUAL 65,005.51 68,255.78 71,668.58 75,252.00 79,014.60 82,965.34 87,113.60 5,417 7,259 FIRE RANGE F07-56 HRS F07/02 F07/03 F07/04 F07/05 F07/06 F07/07 F07/08 HOURLY 24.84 26.09 27.39 28.76 30.20 31.71 33.29
BI-WEEKLY 2,782.60 2,921.73 3,067.82 3,221.21 3,382.27 3,551.38 3,728.95 ANNUAL 72,347.64 75,965.02 79,763.27 83,751.43 87,939.01 92,335.96 96,952.75 6,029 8,079 FIRE RANGE F08-56 HRS F08/02 F08/03 F08/04 F08/05 F08/06 F08/07 F08/08 HOURLY 29.40 30.87 32.42 34.04 35.74 37.53 39.40
BI-WEEKLY 3,293.10 3,457.76 3,630.64 3,812.18 4,002.79 4,202.92 4,413.07 ANNUAL 85,620.64 89,901.67 94,396.76 99,116.59 104,072.42 109,276.04 114,739.85 7,135 9,562 FIRE RANGE FP06-56 HRS FP06/02 FP06/03 FP06/04 FP06/05 FP06/06 FP06/07 FP06/08 HOURLY 24.85 26.09 27.39 28.76 30.20 31.71 33.30
BI-WEEKLY 2,782.95 2,922.10 3,068.20 3,221.61 3,382.69 3,551.83 3,729.42 ANNUAL 72,356.64 75,974.48 79,773.20 83,761.86 87,949.95 92,347.45 96,964.82 6,030 8,080 FIRE RANGE FP07-56 HRS FP07/02 FP07/03 FP07/04 FP07/05 FP07/06 FP07/07 FP07/08 HOURLY 26.71 28.04 29.45 30.92 32.46 34.09 35.79
BI-WEEKLY 2,991.41 3,140.98 3,298.03 3,462.93 3,636.07 3,817.88 4,008.77 ANNUAL 77,776.58 81,665.41 85,748.69 90,036.11 94,537.92 99,264.82 104,228.06 6,481 8,686 FIRE RANGE FP08-56 HRS FP08/02 FP08/03 FP08/04 FP08/05 FP08/06 FP08/07 FP08/08 HOURLY 30.87 32.42 34.04 35.74 37.53 39.40 41.37
BI-WEEKLY 3,457.76 3,630.64 3,812.18 4,002.79 4,202.92 4,413.07 4,633.72 ANNUAL 89,901.67 94,396.76 99,116.59 104,072.42 109,276.04 114,739.85 120,476.84 7,492 10,040 3% COLA EFFECTIVE 7/1/2022

FIRE SALARY RANGES 2
FIRE RANGE 06C-40 HRS 06C/02 06C/03 06C/04 06C/05 06C/06 06C/07 06C/08 HOURLY 32.12 33.73 35.41 37.18 39.04 41.00 43.05
BI-WEEKLY 2,569.72 2,698.20 2,833.11 2,974.77 3,123.51 3,279.68 3,443.67 ANNUAL 66,812.67 70,153.30 73,660.96 77,344.01 81,211.21 85,271.77 89,535.36 5,568 7,461 - -
FIRE RANGE 07C-40 HRS 07C/02 07C/03 07C/04 07C/05 07C/06 07C/07 07C/08 HOURLY 35.75 37.54 39.41 41.38 43.45 45.63 47.91
BI-WEEKLY 2,859.96 3,002.96 3,153.10 3,310.76 3,476.30 3,650.11 3,832.62 ANNUAL 74,358.90 78,076.85 81,980.69 86,079.72 90,383.72 94,902.90 99,648.04 6,197 8,304 - -
FIRE RANGE 08C-40 HRS 08C/02 08C/03 08C/04 08C/05 08C/06 08C/07 08C/08 HOURLY 42.31 44.42 46.64 48.98 51.43 54.00 56.70
BI-WEEKLY 3,384.65 3,553.88 3,731.58 3,918.15 4,114.06 4,319.77 4,535.75 ANNUAL 88,000.89 92,400.94 97,020.99 101,872.03 106,965.63 112,313.92 117,929.62 7,333 9,827 FIRE RANGE 06PC-40 HRS 06PC/02 06PC/03 06PC/04 06PC/05 06PC/06 06PC/07 06PC/08 HOURLY 35.75 37.54 39.42 41.39 43.46 45.63 47.91
BI-WEEKLY 2,860.31 3,003.33 3,153.50 3,311.17 3,476.73 3,650.57 3,833.09 ANNUAL 74,368.16 78,086.57 81,990.89 86,090.44 90,394.96 94,914.71 99,660.44 6,197 8,305 FIRE RANGE 07PC-40 HRS 07PC/02 07PC/03 07PC/04 07PC/05 07PC/06 07PC/07 07PC/08 HOURLY 38.43 40.35 42.37 44.49 46.71 49.05 51.50
BI-WEEKLY 3,074.57 3,228.30 3,389.71 3,559.20 3,737.16 3,924.01 4,120.22 ANNUAL 79,938.77 83,935.71 88,132.50 92,539.12 97,166.08 102,024.38 107,125.60 6,662 8,927 FIRE RANGE 08PC-40 HRS 08PC/02 08PC/03 08PC/04 08PC/05 08PC/06 08PC/07 08PC/08 HOURLY 44.42 46.64 48.98 51.43 54.00 56.70 59.53
BI-WEEKLY 3,553.88 3,731.58 3,918.15 4,114.06 4,319.77 4,535.75 4,762.54 ANNUAL 92,400.94 97,020.99 101,872.03 106,965.63 112,313.92 117,929.62 123,826.10 7,700 10,319 FIRE RANGE F06C-56 HRS F06C/02 F06C/03 F06C/04 F06C/05 F06C/06 F06C/07 F06C/08 HOURLY 22.94 24.09 25.30 26.56 27.89 29.28 30.75
BI-WEEKLY 2,569.72 2,698.20 2,833.11 2,974.77 3,123.51 3,279.68 3,443.67 ANNUAL 66,812.67 70,153.30 73,660.96 77,344.01 81,211.21 85,271.77 89,535.36 5,568 7,461 FIRE RANGE F07C-56 HRS F07C/02 F07C/03 F07C/04 F07C/05 F07C/06 F07C/07 F07C/08 HOURLY 25.54 26.81 28.15 29.56 31.04 32.59 34.22
BI-WEEKLY 2,859.96 3,002.96 3,153.10 3,310.76 3,476.30 3,650.11 3,832.62 ANNUAL 74,358.90 78,076.85 81,980.69 86,079.72 90,383.72 94,902.90 99,648.04 6,197 8,304 FIRE RANGE F08C-56 HRS F08C/02 F08C/03 F08C/04 F08C/05 F08C/06 F08C/07 F08C/08 HOURLY 30.22 31.73 33.32 34.98 36.73 38.57 40.50
BI-WEEKLY 3,384.65 3,553.88 3,731.58 3,918.15 4,114.06 4,319.77 4,535.75 ANNUAL 88,000.89 92,400.94 97,020.99 101,872.03 106,965.63 112,313.92 117,929.62 7,333 9,827 FIRE RANGE FP06C-56 HRS FP06C/02 FP06C/03 FP06C/04 FP06C/05 FP06C/06 FP06C/07 FP06C/08 HOURLY 25.54 26.82 28.16 29.56 31.04 32.59 34.22
BI-WEEKLY 2,860.31 3,003.33 3,153.50 3,311.17 3,476.73 3,650.57 3,833.09 ANNUAL 74,368.16 78,086.57 81,990.89 86,090.44 90,394.96 94,914.71 99,660.44 6,197 8,305 FIRE RANGE FP07C-56 HRS FP07C/02 FP07C/03 FP07C/04 FP07C/05 FP07C/06 FP07C/07 FP07C/08 HOURLY 27.45 28.82 30.27 31.78 33.37 35.04 36.79
BI-WEEKLY 3,074.57 3,228.30 3,389.71 3,559.20 3,737.16 3,924.01 4,120.22 ANNUAL 79,938.77 83,935.71 88,132.50 92,539.12 97,166.07 102,024.38 107,125.60 6,662 8,927 FIRE RANGE FP08C-56 HRS FP08C/02 FP08C/03 FP08C/04 FP08C/05 FP08C/06 FP08C/07 FP08C/08 HOURLY 31.73 33.32 34.98 36.73 38.57 40.50 42.52
BI-WEEKLY 3,553.88 3,731.58 3,918.15 4,114.06 4,319.77 4,535.75 4,762.54 ANNUAL 92,400.94 97,020.99 101,872.03 106,965.63 112,313.92 117,929.62 123,826.10 7,700 10,319 FI ANNUAL 43,250.77 3,604
09P ANNUAL 56,707.06 4,726
FP09 ANNUAL 56,704.85 4,725
3% COLA EFFECTIVE 7/1/2022

City of Imperial Beach

POSITION DESCRIPTION
Title: Community Response Job Number: 2055
Crew Leader
Department: Parks & Recreation Worker’s Comp Number: 9420 Division: Labor Group: SEIU
Date: August 17, 2022 Resolution No.: 2022-63
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under general supervision, with latitude for independent initiative and judgment, to oversee and perform maintenance and repairs using semi-skilled and skilled work methods for City parks, beaches, landscaped areas, street trees, sports fields, public facilities, and other outdoor public areas. Work in an independent environment or as a member of a team to maintain a clean and safe City by clearing neighborhood alleyways, sidewalks, and streets of debris/solid waste/dumping and blight items; address and respond to resident complaints and/or request for service through city app, calls or email; refer necessary calls for service and/or request to other departments when needed; primary role of position is to work as a team to assist with addressing resident concerns.

Distinguishing Characteristics
Positions in this class have considerable independence in selecting work methods, materials, and procedures from a variety of standard methods or procedures. Employee is expected to be accountable, dependable, proactive, and a self-starter with good decisionmaking skills. Effective communication and a goal-orientated mind-set is critical to the success of an employee in this role.

Position is not part of a division of public works, however during work schedule incumbent coordinates activities with other City staff and departments to complete assignments with the purpose of city beautification efforts. This role will require the safe operation of City vehicles and equipment and the primary function will include manual labor. Employees at this level are required to be fully trained in all procedures related to assigned area of responsibility.

This position may be required to work weekends and evenings. Position may at times require overtime, call back, standby and off-hour shifts including holidays as needed.

Employee is expected to have regular punctual attendance and prepared to perform all duties of the position.

ATTACHMENT 3

City of Imperial Beach
Community Response Crew Leader

SUPERVISION RECEIVED
Works under the limited supervision of the Community Services Director, Parks & Recreation Director and or designee with contributing direction from the City Manager and the Chief Administrative Officer/Assistant City Manager.

SUPERVISION EXERCISED
Plans, directs, and coordinates the daily operations and activities of response crew members, volunteer organizations, community service youth groups, and environmental clean-up organizations.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices. • Receive daily assignments and tasks that may be completed independently or with the assistance of co-workers as necessary.
• Maintain safe and clean public areas; perform a variety of maintenance and technical tasks relative to assigned areas of responsibility. • Maintain coordinated effort and communication with team members, other departments and employees while performing assignments in assigned areas. • Participate in the cleanliness, maintenance, construction, and improvement of public areas such as City parks, beach facilities, sport fields, public restrooms, streets, sidewalks, parking lots, open space areas and related facilities. • Inspect work areas and perform routine and non-routine maintenance and repairs as required; proactively respond to issues, complaints, and work orders quickly. • Perform minor repairs, clean, paint and maintain fences, benches, bleachers, stairs, fixtures, City signs, parkway medians, traffic control equipment, trash receptacles, street trees, other City property and areas; participate in the removal of graffiti from City property.
• Determine tools, materials, and equipment needed for each assignment and demonstrate proper use of tools and equipment necessary for area of assignment. • Maintain routine records and prepare a variety of reports and correspondence related to area of assignment.
• Review and prioritize service requests; respond to and resolve inquiries, concerns, suggestions, and complaints; serve as a referral source for other City services; schedule work when required.
• Provide assistance in the set-up, break down, and removal of equipment for special events.
• Provide customer service and support to the community and visitors of the city by greeting community members and visitors; providing visitors directions to various city destinations.

City of Imperial Beach
Community Response Crew Leader

• Supervise crew when working in City right-of ways, alleys and other areas as assigned; maintain all safety standards and protocols.
• Pick up parts and materials as needed for various jobs; complete requisitions for supplies and materials.
• Assist other employees in completing tasks and with moving portable equipment, furniture or other heavy objects as necessary.
• Participate and work with other City staff on education and community events aimed at litter prevention, neighborhood/park/beach clean-ups, illegal dumping, and blight in the city.
• Assist staff with the investigation of storm water run-off complaints and violations of NPDES and storm water regulations, initiate and conduct site visits and communicate with property owners and recommend solutions and/or mitigate measures.
• Recommend and assist in the implementation of goals and objectives; implement approved policies and procedures.
• As new or unusual situations arise have greater responsibility, autonomy, and discretion in planning and completing a wide variety of activities. • Assist with special projects and other related duties as assigned.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Safe work methods and safety regulations pertaining to the work, including the use of personal protective equipment.
• Using radio and cell phone to communicate with co-workers and staff in brief and concise manner.
• Proper methods, materials, tools, and equipment used in general repair, maintenance, and construction work.
• City facility and park maintenance and repair.
• City streets, property and right of ways.
• Practices and procedures of traffic control and flagging. • English usage, grammar, spelling, vocabulary, and punctuation. • Principles and practices of conflict resolution.

City of Imperial Beach
Community Response Crew Leader

Ability to:
• Perform work in an efficient, effective, and timely manner without constant supervision and be able to react to constant change.
• Review, prioritize, and schedule work for service requests. • Perform maintenance and minor repairs of assigned equipment. • Oversee working crew in assigned area.
• Deliver excellent customer service to diverse audiences. • Maintain effective work relationships with coworkers; communicate with co-workers via radio or cell phones.
• Use a cell phone, tablet, laptop and/or computer including software applications for daily reports, answering emails, responding to city app/website inquiries, etc. • Use general hand and portable power tools.
• Perform the full range of duties as assigned safely, reliably, and efficiently alone or as member of a team; receive only occasional instruction or assistance. • Supervise employees; lead and train personnel; conduct performance evaluation of staff.
• Determine the most efficient way to complete assigned tasks. • Prepare and maintain accurate records.
• Evaluate work methods and priorities; make recommendations for changes and improvements to existing standards and procedures.
• Communicate in a clear and concise manner face to face, over the phone and in written format with members of the public and co-workers. • Respond to public inquiries in a courteous manner; provides information within the area of assignment.
• Safely drive and operate City vehicles and other motorized equipment on city streets and property.
• Set-up, break down, and remove a variety of equipment for special events. • See in the normal visual range with or without correction; vision sufficient to read computer screens, printed documents, and to operate equipment. • Hear in the normal audio range with or without correction. • Build and maintain positive working relationships with co-workers, other City employees and the public using principles of good customer service. • Operate hand and portable power tools; perform skilled work in a specialized designated maintenance area.

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

City of Imperial Beach
Community Response Crew Leader

Education:

High School Diploma, or General Equivalency Diploma (G.E.D.). Some college or university coursework is highly desirable.

Experience:

Four years of increasingly responsible experience (in the area of assignment) in public works and/or facilities, parks, maintenance, including two years of experience in a lead supervisory capacity.

Licensing:
• A valid Class “C” California Driver’s License and maintain during the course of employment is required.
• Completion of CPR and AED Certification within 12 months of employment and maintain same during employment.
• Completion of the Traffic Control & Flagger Training within 12 months of employment.

PHYSICAL ENVIRONMENT
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Employee is expected to walk, ride a bicycle, or drive city vehicles in public areas, streets, right of ways, parks, and open space areas and evaluate service and amenities for immediate attention such as trash, graffiti, equipment, and repair; Employee is expected to participate in cleaning activities, which may involve alleys, sidewalks, litter removal, restrooms, water leaks, securing hazardous material, performing custodial work, removing fallen trees and limbs, and any service or maintenance as needed.

Work regularly involves lifting, loading, pushing and/or pulling of objects which may weigh between 50 to 100 pounds or more; requires the mobility to stand, stoop, reach and bend; must have sufficient mobility to drive and operate a variety of vehicles, and construction equipment; require sufficient vision to work both up close and at a distance from worksite, distinguish colors, possess sufficient peripheral vision to see objects and people to either side, sufficient depth perception to judge distance.

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Exposure to loud noise, dust, debris and/or particles, gas fumes, sunlight, change in temperature, and exposure to wind and rain; exposed to traffic hazards, moving parts, pressurized equipment, and may be required to deal with difficult situations; may be

City of Imperial Beach
Community Response Crew Leader

required to work in inclement weather without effective protection from sun, cold and rain; may be required to work with gases and harsh or toxic substances; may be required to work around foul odors; required to wear protective apparel including goggles, face protector, noise insulators, apron and shoes.

May be called upon to work as a disaster service worker in the event of a natural disaster.

City of Imperial Beach

POSITION DESCRIPTION
Title: Parks, Recreation and Job Number: 2043
Community Services Supervisor
Department: Parks & Recreation Worker’s Comp Number: 9420 Division: Labor Group: Mid-Management
Date: August 17, 2022 Resolution No.: 2022-63
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under general direction provides support to the City’s diverse range of recreation and community services programs. Assists in the planning, organizing, and coordinating of a variety of recreational activities, special events, and community programs and services at an assigned recreation center, park facility, or recreational area; leads and supervises subordinate staff in assigned programs.

Distinguishing Characteristics
Parks, Recreation and Community Services Supervisor is a specialized, supervisory class in the Parks and Recreation Department. Based upon assignment, incumbents are responsible for the activities provided to the community through the Parks and Recreation Departments special events, beach/aquatics programs, sports leagues, recreation/community centers and indoor/outdoor recreation programs. Responsibilities include planning, developing, marketing, budgeting, and supervising various programs within the department. Examples of programs include special events, art programs, youth and adult sports leagues, camps, after school recreation programs, preschool, youth, adult, and senior citizens programs, contractual taught classes and programs, aquatics, mobile recreation, nature programs, facility & field rentals, and volunteer programs.

This class is distinguished from the Parks & Recreation or Community Services Manager in that the latter is responsible for managing the day-to-day operation of an assigned division.

SUPERVISION RECEIVED AND EXERCISED
Receives supervision from the Parks and Recreation Director, the Parks and Recreation Manager, and/or Community Services Manager. Incumbent directly supervises multiple year-round staff and programs for the recreation and community services day-to-day activities of one or more recreation/community facilities, athletics, special events, community pool and/or community recreation programs.

ATTACHMENT 4

City of Imperial Beach
Parks, Recreation and
Community Services Supervisor

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Examples of duties performed by employees in this position may not include all required duties, nor are all listed tasks necessarily performed by everyone in this class.
• Directly supervise and coordinate staff, program activities and operations within one or more assigned program areas. Program areas include but are not limited to recreation facilities, fields, community pool, recreation, and community service programs and/or special events.
• Continually plan, develop, implement, and evaluate programs and activities within assigned recreation and/or community services program area. • Collaborate with community partners, outside organizations, City departments, and school personal regarding the department’s special events, facilities, and programs.
• Meet and participate in meetings regularly to maintain strong and collaborative relationships.
• Research, identify, develop, and determine the viability of specific programs based upon community demographics; plan and implement programs which meet community needs.
• Evaluate programs offered to the community to ascertain efficiency and effectiveness
• Advise and instruct personnel on methods and techniques for improving programs. • Select, train, and evaluate the performance of staff and recommend hiring, promotions, and initiate disciplinary actions.
• Inspect parks, fields, recreational/center facilities, and special event locations. • Supervise and evaluate contractual instructors, interns, and volunteers. • Work in collaboration with Department Manager(s) and Director to create yearly budget needed for staffing, equipment, materials, and supplies; monitor working budget and staff hours.
• Keep inventory of existing equipment and supplies. Order, study, and recommend equipment and materials needed for various parks, fields, facilities, pools, and their programs.
• Submit request for facility maintenance, write reports and follow-up with necessary repair request, services and other improvements with City departments when needed.
• Participate in community outreach and presentations regarding parks, recreation and community service programs and special events within the department. • Assist community, sports leagues, special event groups and other organizations, in utilization of the programs, field rentals, facilities and special event permits offered by the City.
• Plan, coordinate, supervise, and work with a diverse range of city-wide special events and community outreach events serving the City’s residents spanning multiple age groups and cultures.

City of Imperial Beach
Parks, Recreation and
Community Services Supervisor

• Act as liaison between the division and various groups and a variety of public and private agencies in co-sponsored programs.
• Prepare and review activity records and reports, daily logs, permits, and incident accident reports.
• Meet, coordinate, and participate in meetings regularly with community program partners to maintain strong and collaborative relationships. • Provide excellent customer service to the community and outside organizations regarding recreation activities, facility amenities, special events and programs. • Assist in the promotion of program activities and special events via the creation of marketing materials, flyers, and related documents using a variety of platforms for communications including e-mails, websites, and social media and attend various events to promote services and events.
• Attend and participate in professional group meetings. • Stay abreast of new trends and innovations in recreation and community service program development and implementation.
• Perform related duties as required.

When Assigned to a Pool Facility:
• Coordinate maintenance of pool including cleaning, sweeping, and vacuuming of pool.
• Ensure proper water chemistry levels.
• Monitor chlorine levels and adjusts as needed.
• Ensure proper hiring, training, and supervision of pool manager, pool lifeguards, instructors, and camp instructors.
• Maintain training records and copies of staff certifications. • Coordinate or conduct first aid and C.P.R. courses.
• Review training materials, related emergency first aid, and advanced water rescue techniques.
• Conduct regular patrol of aquatic areas and observes swimmers from pool deck or towers.
• Perform emergency pool rescues and administers first aid and cardiopulmonary resuscitation.
• Instruct employees in aquatic emergency operations; promote applicable safety laws, codes, and ordinances and rules.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

City of Imperial Beach
Parks, Recreation and
Community Services Supervisor

Knowledge of:
• Principles, practices, procedures, methods, and techniques used in the planning, development, coordination and administration of parks, recreation, community service programs and special events to meet the leisure time and recreational needs of the community including youth, adults, and senior citizens. • Methods involved in organizing, conducting, and supervising recreation programs and activities, special events, facilities, and equipment needed in a broad recreation program.
• Facility scheduling software and online registration systems and software. • General principles of municipal administration and budgeting for City park, recreation, and community service programs.
• First aid and safety precautions used in Park, Recreation and Community Service Departments.
• Principles of supervision, training, and performance evaluation. • Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff.
• Methods of marketing communications to the public including social media related approaches.

When assigned to a Pool Facility:
• Knowledge of methods and techniques of swimming, water rescue, and lifeguarding.
• Knowledge of pool equipment and pool maintenance methods and techniques.

Ability to:
• Develop and administer community service and recreation programs suited to the needs of the community.
• Manage multiple projects and tasks of varying complexities and work well under pressure.
• Supervise, direct, and coordinate the work of lower-level staff; Ability to provide staff leadership and work direction by motivating, training, supervising and coaching employees.
• Establish and maintain effective working relationships with participants, parents of participants, fellow employees, local community groups, organizations, businesses, and the general public.
• Communicate clearly and concisely, both orally and in writing; prepare clear and concise records, reports, correspondence, and other written materials. • Effectively use computer systems, software applications relevant to work performed, and modern business equipment to perform a variety of work tasks.

City of Imperial Beach
Parks, Recreation and
Community Services Supervisor

• Prepare clear and concise records, reports, correspondence, and other written materials.
• Exercise professional and sound judgment in problem-solving and evaluation. • Operate modern office equipment, and a variety of word processing and software applications.
• Basic marketing skills for parks, recreation, and community service programs. • Work both in a team environment or independently during the course of a workday • Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.
• Have flexibility in job assignment.
• Safely operate a motor vehicle.

When assigned to a Pool Facility:
• Swim with endurance and proficiency at a level necessary to perform assigned duties.
• Maintain swimming pool facilities in a safe and clean manner. • Monitor and enforce swimming pool program compliance with related policies and regulations.
• Recommend and assist in the implementation of goals and objectives; establish schedules and methods for aquatic recreation activities; implement swimming pool facility policies and procedures.
• Coordinate with school district on quarterly schedule for community including youth, adults, seniors for aquatic programs, lessons, and camps. • Develop, promote, and implement a variety of aquatic recreational programs and services for the community

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education:

Graduation from an accredited college or university with a bachelor’s degree in recreation, physical education, hospitality and tourism, business, public administration, or related field (if degree is not in listed field must also have minimum two years of experience working in municipality parks, recreation and/or community service department.).

Experience:

Three (3) years of increasingly responsible experience including at least one (1) year of full-time experience leading and/or supervising permanent and/or temporary staff in

City of Imperial Beach
Parks, Recreation and
Community Services Supervisor

organizing, planning, and implementing parks, recreation or community service programs and activities.

Licensing:
• Possession of a valid California Driver’s License and maintain throughout the course of employment.
• Possession of, or successful acquisition within 12 months of employment, a valid CPR and first aid certification issued by the American Red Cross and maintain throughout the course of employment.

Required Licenses and Certifications when assigned to pool:
• Valid, current C.P.R. certificate
• Valid, current 1st Aid certificate
• Current California Driver’s License
• Water Safety Instructor certificate
• Valid, current Aquatic Facility Operator Certification from the National Recreation and Park Association, or an equivalent Public Pool Operator certification • Valid, current C.P.R. Instructor certificate

PHYSICAL/MENTAL DEMANDS AND WORK ENVIRONMENT
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Work is performed indoors and outdoors throughout workday. Worksites may be at any of the city recreation/community centers, parks, and/or beach. Employees may be involved in off-site assignments such as field trips or special events. May be required to work varied sites and schedules (nights, weekends, and holidays) as requested.

When assigned to an office environment, must possess mobility to work in a standard office setting and use standard office equipment, including a computer; vision to read printed materials and a computer screen and color vision to create and interpret color coded reports and spreadsheets; and hearing and speech to communicate in person and over the telephone and to operate a motor vehicle and visit various City sites; ability to stand and walk between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Work is frequently disrupted by the need to respond to in-person and telephone inquiries.

When working in an external environment, position requires sitting, standing, walking on slippery surfaces, reaching, twisting, turning, kneeling, bending, stopping, squatting, crouching, grasping, and making repetitive hand movement in the performance of daily duties. Employees must possess the ability to lift, carry, push, and pull materials and

City of Imperial Beach
Parks, Recreation and
Community Services Supervisor

objects averaging a weight of 40 pounds, or heavier weights, in all cases with the use of proper equipment and/or assistance from other staff. The performance of outdoor work requires exposure to a variety of weather conditions (heat, cold, rain, intense sun).

ENVIRONMENTAL CONDITIONS
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances.

Employees also work in the field and are exposed to loud noise levels, cold and hot temperatures, inclement weather conditions, road hazards, vibration, confining workspace, chemicals, mechanical and/or electrical hazards, hazardous physical substances and fumes, dust, and air contaminants. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.

City of Imperial Beach

POSITION DESCRIPTION
Title: Recreation & Community Job Number: 7015
Services Coordinator
Department: Parks & Recreation Worker’s Comp Number: 9420 Division: Labor Group: SEIU
Date: August 17, 2022 Resolution No.: 2022-63
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under general supervision from Parks & Recreation Supervisor and/or Community Services Supervisor, provide excellent customer service to all program patrons by exemplifying a positive attitude and exceeding the needs of patrons; assist with the organization, planning, and implementation of a variety of recreation and park activities as well as special events in various seasonal programs.

SUPERVISION RECEIVED AND EXERCISED
Receives supervision from the Parks & Recreation Director, the Parks & Recreation Supervisor, the Community Services Supervisor and/or designee. Incumbent may supervise the Recreation Leaders as assigned.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address the needs and changes of the department. • Assist in planning, organizing, and conducting programs, classes, activities, and special event activities in a specialized phase of the recreation/community service programs requiring a degree of knowledge and skill not normally expected of a general Recreation Aide, Recreation Leader or Recreation Specialist. • Assist with recreation/community service programs and/or special events to meet the social, economic, and geographic needs of the citizens of the City. • Assist in scheduling programs and uses of facilities by outside organizations. • Participate in and support the activities in the daily, weekly, and monthly schedule for the department.
• Provide information, promote, develop interest and participation for activities within the recreation/community service programs to the public. • Open and close facility as needed, set-up and perform light maintenance of the facility and equipment and help with preparations for special events. • Advise patrons of regulations governing the use of a recreational facility.

ATTACHMENT 5

City of Imperial Beach
Recreation & Community
Services Coordinator

• Take registrations for recreation programs and field/facility rentals. • Coordinate the specialized activities to fit the abilities and interests of the participants.
• May assist in developing public information flyers and social media ads for promotion of City-wide programs, activities, and events. • May assist with hiring, training, assigning work, and overseeing other part-time staff for the programs and activities in the department.
• Supervise program participants.
• Ensure the safety of participants and staff.
• Develop, maintain, and issue specialized equipment and materials. • Keep routine records.
• Complete forms, prepare reports, and compile statistical information for assigned programs.
• Attend staff meetings, conferences, and trainings as scheduled. • Build and maintain positive working relationships with co-workers, other City employees, and the public using principles of good customer service. • May be responsible for specific areas of the recreation/community service program. • May act as recreation or community supervisor in absence of Parks & Recreation Supervisor or Community Services Supervisor.
• Perform other related duties as assigned.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Municipal recreational activities.
• Basic needs and safety concerns associated with the care of assigned populations.

Ability to:
• Operate computer equipment and software applications related to assignment. • Work with a wide variety of populations.
• Maintain a safe work environment in accordance with programs and City policies and procedures for participants, patrons, co-workers, and self. • Communicate clearly and concisely, both orally and in writing any incidents, decisions, and issues pertaining to activity, event, or program to assigned supervisor.
• Effectively work with the community and maintain positive contacts.

City of Imperial Beach
Recreation & Community
Services Coordinator

• Work various schedules including mornings, afternoons, evenings, weekends, holidays, and split shifts as required by work assignment. • Demonstrate general leadership qualities.
• Plan, organize, train, and supervise work of subordinate personal to meet the needs of the activity, event, or program with minimal direction.

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education & Experience:
• Any combination of education and/or experience and training that would likely provide the required knowledge and abilities is qualifying. • Two (2) years of part-time experience in a specialized area applicable to a municipal recreation program and training equivalent to the completion of the twelfth grade, supplemented by 30 units from an accredited college or university. • One (1) year showing advancing supervisory and leadership skills in recreation and/or community services preferred.

Licensing:
• Possession of or ability to obtain, prior to employment, a valid Class “C” California driver's license with a safe satisfactory driving record and ability to maintain through the course of employment.

Special Requirements:
• Applicants must be 18 years of age or older at time of hire. • Ability to obtain a CPR and First Aid certificate within one year of employment.

When Assigned to Community Pool:
• Ability to obtain a CPR and First Aid certificate.
• Ability to obtain a water safety instructor's certificate and lifeguard training when assigned to the community pool as well as all certifications currently mandated by the National Red Cross to perform lifeguarding and swim instructor responsibilities. • May be required to obtain additional certifications if assigned to community pool.

PHYSICAL DEMANDS & WORKING CONDITIONS
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

On a continuous basis, stand and walk while supervising participants and monitoring facilities inside and out; intermittently bend, stoop, stretch, squat, kneel, twist at the waist and extend arms above and below the shoulders while modeling various recreational

City of Imperial Beach
Recreation & Community
Services Coordinator

activities; safely lead and interact with participants in specialized recreation, games and group activities; push, pull and/or lift 35 to 60 pounds; twist and reach for office equipment while sitting at a desk; use a computer keyboard; verbal ability to communicate in person and by telephone; see in the normal vision range with or without correction; hear in the normal range with or without correction. Work is performed indoors and outdoors; the performance of outdoor work requires exposure to a variety of weather conditions (heat, cold, rain, intense sun); exposure to potentially hazardous substances and chemicals; and slippery or uneven surfaces. Indoor work is performed in a variety of environments with natural or artificial lighting and moderate to high noise levels. Work is frequently disrupted by the need to respond to in-person and telephone inquiries.

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Worksites may be at any of the City recreation/community centers, parks, beach, indoors or outdoors. Employees may be involved in off-site assignments such as field trips or special events. City special events typically occur on nights and weekends, therefore, this position may be required to work varied sites and schedules (nights, weekends, and holidays) as requested.

City of Imperial Beach

POSITION DESCRIPTION
Title: Recreation Specialist Job Number: 7005
Department: Parks & Recreation Worker’s Comp Number: 9420 Division: Labor Group: SEIU
Date: August 17, 2022 Resolution No.: 2022-63
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under general supervision, provide general assistance and support of assigned park, recreation and community services activities, programs, and special events; lead participants in a wide variety of City-sponsored activities; set-up and issue equipment for recreational activities; assist in providing on-site supervision of recreation/community center and recreation/community center participants; and perform a variety of tasks relative to assigned area of responsibility.

SUPERVISION RECEIVED AND EXERCISED
Works under the direct supervision of the Parks, Recreation and Community Services Supervisor, and/or designee in a specialized phase of the recreation programs requiring a degree of knowledge and skill not normally expected of a general Recreation Leader.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address the needs and changes of the department. • Assist with the daily operation of the City's park, beach recreation programs, community/recreation centers, senior centers, and youth after school program. • Plan, organize, and lead class activities and/or field trips at a public recreational facility.
• Direct games, sports, craft activities, and special events. • Maintain effective discipline and safety procedures during classes and/or activities. • Provide information about recreation programs to the public. • Develop interest and participation in recreation programs. • Advise patrons of regulations governing the use of a recreational facilities. • Register patrons for classes and/or activities.
• Collect and be accountable for fees for classes and activities. • Teach fundamentals of play and sportsmanship.

ATTACHMENT 6

City of Imperial Beach
Recreation Specialist

• Participate and support the activities in the daily, weekly, and monthly schedule. • Issue and maintain equipment and supplies.
• Ensure the safety of participants and staff.
• Administer first aid as needed.
• Assist with set-up, light maintenance and cleaning of the facility and equipment. • Keep routine records and complete all necessary and/or required forms. • May develop various flyers and social media post for promotion of center programs and events.
• Prepare reports and compile statistical information.
• Build and maintain positive working relationships with co-workers, other City employees, and the public using principles of good customer service. • Perform related duties as assigned.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Municipal recreational activities.
• Principles of good customer service and ability to effectively work with community and maintain positive contacts.

Ability to:
• Work with children and/or adults and utilize effective techniques in teaching, discipline, and motivation during classes.
• Maintain a safe work environment in accordance with programs and city policies and procedures for participants, patrons, co-workers, and self. • Follow written and oral instructions.
• Work various schedules including mornings, afternoons, evenings, weekends, holidays, and split shifts as required by the work assignment. • Operate computer equipment and software applications related to assignment. • Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work.
• Teach various sports, games, and group activities.

City of Imperial Beach
Recreation Specialist

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education & Experience:
• Any combination of education and/or experience and training that would likely provide the required knowledge and abilities is qualifying. • At the time of hire, high school diploma or have passed the California High School Proficiency Exam (CHSPE) or General Education Development (GED) examination is required.
• One (1) year of part-time experience in recreation, sports, and/or beach/aquatic programming is preferred.
• Some experience with recreation programming and leading activities for children and/or adults is desired.

Licensing:
• Ability to obtain a CPR and First Aid certificate within one year of employment. • Possession of or ability to obtain, prior to employment, a valid Class “C” California driver's license with a safe satisfactory driving record and able to maintain through the course of employment.

Special Requirements:
• Applicants must be 18 years of age or older at the time of hire.

PHYSICAL DEMANDS & WORKING CONDITIONS
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Physical demands may vary from assignment to assignment. Incumbents frequently drive to site locations, attend outdoor activities and events, and occasionally be required to physically exert themselves (run, walk, stoop, bend, reach) in the supervision of recreational activities. Some positions may occasionally require incumbents to lift or move moderately heavy equipment, or materials during the course of duties assigned.

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Worksites may be at any of the City community centers, parks, indoors or outdoors.

Employees may be involved in off-site assignments such as field trips or special events.

May be required to work varied sites and schedules (nights, weekends, and holidays) as requested.

City of Imperial Beach

POSITION DESCRIPTION
Title: Recreation Leader II Job Number: 7004
Department: Parks & Recreation Worker’s Comp Number: 9420 Division: Labor Group: SEIU
Date: August 17, 2022 Resolution No.: 2022-63
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under immediate supervision, provide general assistance and support in the daily operations of the recreation center, special events, and recreation activities; assist in monitoring and maintaining City facilities and grounds; supervise and instruct program participants; set-up and issue equipment for recreational activities; and perform a variety of tasks relative to assigned area of responsibility.

SUPERVISION RECEIVED AND EXERCISED
Works under the direct supervision of the Parks, Recreation and Community Services Supervisor, and/or designee. Incumbent does not supervise.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address the needs and changes of the department. • Plan, organize, and teach recreation classes.
• Plan and provide special events/activities support.
• Provide reception and general administrative assistance. • Distribute and maintain equipment.
• Maintain discipline.
• Enforce regulations.
• Open and close recreation centers and related facilities. • Ensure the safety of recreation center patrons.
• Administer first aid.
• Supervise the use and ensure the security of the facility. • Provide information to the public.
• Register participants in activities.
• Collect and account for program registration.
• Maintain records, complete forms, prepare reports and compile statistical information.

ATTACHMENT 7

City of Imperial Beach
Recreation Leader II

• Assist with program/facility set-ups and tear-downs and basic cleaning and maintenance projects.
• Perform other duties as assigned.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Various sports, games, and group activities.

Ability to:
• Plan and organize various recreational programs and activities. • Lead adults and youth in recreation and sports activities. • Effectively communicate orally and in writing with program participants and their families, and to community groups and others involved.
• Work various schedules including mornings, afternoons, evenings, weekends, holidays, and split shifts as required by the work assignment. • Operate computer equipment and software applications related to assignment. • Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work, work with various cultural and ethnic groups in a tactful and effective manner.

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education & Experience:
• Any combination of education and/or experience and training that would likely provide the required knowledge and abilities is qualifying. Some experience with recreation programming and leading activities for children and/or adults is desired. • At the time of hire, high school diploma or have passed the California High School Proficiency Exam (CHSPE) or General Education Development (GED) examination is required.

Licensing:
• Ability to obtain a CPR and First Aid certificate.

City of Imperial Beach
Recreation Leader II

• Possession of or ability to obtain, prior to employment, a valid Class “C” California driver's license with a safe satisfactory driving record and able to maintain through the course of employment.

Special Requirements:
• Applicants must be 18 years of age or older.

PHYSICAL DEMANDS & WORKING CONDITIONS
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Physical demands may vary from assignment to assignment. Incumbents frequently drive to site locations, attend outdoor activities and events, and occasionally be required to physically exert themselves (run, walk, stoop, bend, reach) in the supervision of recreational activities. Some positions may occasionally require incumbents to lift or move moderately heavy equipment, or materials during the course of duties assigned.

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Worksites may be at any of the City community centers, parks, indoors or outdoors.

Employees may be involved in off-site assignments such as field trips or special events.

May be required to work varied sites and schedules (nights, weekends, and holidays) as requested.

City of Imperial Beach

POSITION DESCRIPTION
Title: Recreation Leader I Job Number: 7003
Department: Parks & Recreation Worker’s Comp Number: 9420 Division: Labor Group: SEIU
Date: August 17, 2022 Resolution No.: 2022-63
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under immediate supervision, provide information about recreation programs to the public; advise patrons of regulations governing the use of a recreational facility; register patrons for classes and/or activities; act as group leader in a variety of games and recreational activities; and assist with set-up and light maintenance of the facility and equipment.

SUPERVISION RECEIVED AND EXERCISED
Works under the direct supervision of the Parks, Recreation and Community Services Supervisor, and/or designee. Incumbent does not supervise.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address the needs and changes of the department. • Assist with preparation and/or leadership of recreation programs and activities, including youth supervision.
• Direct games, sports, arts & crafts and activities at recreation centers and special events.
• Provide information about recreation programs to the public. • Check out recreation equipment to patrons.
• Develop interest and participation in recreation programs. • Register patrons for classes and/or activities.
• Collect and account for program registration.
• Teach fundamentals of play and sportsmanship.
• Issue and maintain equipment and supplies.
• Ensure the safety of participants and staff.
• Enforce policies and procedures.
• Administer first aid as needed.
• Assist in operations and maintenance of a recreational facility such as set-up/tear down of equipment and cleaning.

ATTACHMENT 8

City of Imperial Beach
Recreation Leader I

• Keep routine records.
• Complete forms, prepare reports, and compile statistical information. • Build and maintain positive working relationships with co-workers, other City employees, and the public using principles of good customer service. • Perform related duties as assigned.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Basic objectives of recreational activities.
• Principles of good customer service.
• Skills involved in various sports, games, and group activities.

Ability to:
• Follow written and oral instructions.
• Maintain discipline and safety practices.
• Work various schedules including mornings, afternoons, evenings, weekends, holidays, and split shifts as required by the work assignment. • Operate computer equipment and software applications related to assignment. • Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work, work with various cultural and ethnic groups in a tactful and effective manner.

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education & Experience:
• Any combination of education and/or experience and training that would likely provide the required knowledge and abilities is qualifying. Some experience with recreation programming and leading activities for children and/or adults is desired. • At the time of hire, high school diploma or have passed the California High School Proficiency Exam (CHSPE) or General Education Development (GED) examination is required.

Licensing:
• Ability to obtain a CPR and First Aid certificate within one year of employment.

City of Imperial Beach
Recreation Leader I

• Possession of or ability to obtain, prior to employment, a valid Class “C” California driver's license with a safe satisfactory driving record and able to maintain through the course of employment.

Special Requirements:
• Applicants must be 18 years of age and older.

PHYSICAL DEMANDS & WORKING CONDITIONS
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Physical demands may vary from assignment to assignment. Incumbents frequently drive to site locations, attend outdoor activities and events, and occasionally be required to physically exert themselves (run, walk, stoop, bend, reach) in the supervision of recreational activities. Some positions may occasionally require incumbents to lift or move moderately heavy equipment, or materials during the course of duties assigned.

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Worksites may be at any of the City community centers, parks, indoors or outdoors.

Employees may be involved in off-site assignments such as field trips or special events.

May be required to work varied sites and schedules (nights, weekends, and holidays) as requested.

City of Imperial Beach

POSITION DESCRIPTION
Title: Recreation Aide Job Number: 6095
Department: Parks & Recreation Worker’s Comp Number: 9420 Division: Labor Group: SEIU
Date: August 17, 2022 Resolution No.: 2022-63
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under direct supervision, work at various City of Imperial Beach Recreation/Community Centers, teen, and after school programs; senior/older adult programs; assist with games, crafts, sports, dance, nature and beach, park, and aquatic activities; provide information to the public; and register participants in classes.

SPECIAL CHARACTERISTICS
The Recreation Aide position is an entry-level part-time position in the Parks & Recreation Department.

SUPERVISION RECEIVED AND EXERCISED
Works under the direct supervision of the Parks, Recreation and Community Services Supervisor or designee. Incumbent does not supervise.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address the needs and changes of the department. • Work at various City recreation and community centers, after school programs and special events.
• Assist with sports, games, crafts, dance, preschool, youth and older adult programs, beach, park, nature, and aquatic activities.
• Provide information about recreation programs to the public. • Check-out recreation equipment to patrons.
• Register patrons for classes and/or activities.
• Issue and maintain equipment and supplies.
• Ensure the safety of participants and staff.
• Enforce policies and procedures.
• Administer first aid as needed.
• Assist in operations and maintenance of a recreational facility such as set-up/tear down of equipment and cleaning.

ATTACHMENT 9

City of Imperial Beach
Recreation Aide

• Perform general maintenance of facilities and grounds. • Make simple repairs to equipment and facilities.
• Perform related duties as assigned.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Basic objectives of recreational activities.
• Principles of good customer service.
• Skills involved in various sports, games, and group activities.

Ability to:
• Follow written and oral instructions.
• Maintain discipline and safety practices.
• Work various schedules including mornings, afternoons, evenings, weekends, holidays, and split shifts as required by the work assignment. • Operate computer equipment and software applications related to assignment. • Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work, work with various cultural and ethnic groups in a tactful and effective manner.

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education & Experience:

Any combination of education and/or experience and training that would likely provide the required knowledge and abilities is qualifying. Some experience with recreation programming and leading activities for children and/or adults is desired.

Licensing:
• Ability to obtain First aide and CPR certificate within first year of employment. • Possession of or ability to obtain, prior to employment, a valid Class “C” California driver's license with a safe satisfactory driving record and able to maintain through the course of employment.

City of Imperial Beach
Recreation Aide

Special Requirements:

Applicants must be 18 years of age and older.

PHYSICAL DEMANDS & WORKING CONDITIONS
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

May vary from assignment to assignment. Incumbents may occasionally walk, ride a bike or drive to site locations, attend outdoor activities and events, and occasionally be required to physically exert themselves (run, walk, stoop, bend, reach) in the supervision of recreational activities. Some positions may occasionally require incumbents to lift or move moderately heavy equipment, or materials during the course of duties assigned.

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Worksites may be at any of the city community/recreation centers, parks, indoors or outdoors. Employees may be involved in off-site assignments such as field trips or special events. May be required to work varied sites and schedules (nights, weekends, and holidays) as requested.

While performing the duties of this job, the employee occasionally works in outside weather conditions.

City of Imperial Beach

POSITION DESCRIPTION
Title: Community Park Ranger I Job Number: 2048
Department:Park Safety Worker’s Comp Number: 9420
Division: Park Safety Employee Labor Group: SEIU
Date: August 17, 2022 Reso. No.: 2022-63
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under general supervision, assisting the public in the use of park facilities, protecting the parks and their natural resources, and patrolling the parks to ensure public safety and enforce city ordinance, park rules and regulations; to perform park duties including administration, safety, rule enforcement, and maintenance; performs patrol activities; provide educational programming and outreach to park visitors; perform traffic control and parking enforcement; solve issues pertaining to homelessness and address complaints from the community.

Class Characteristics
Performs the full range of duties required to ensure that the City's recreation area infrastructure, systems, and facilities are maintained in a safe and effective working condition and provide the highest level of safety for public use. Responsibilities include inspecting and attending to assigned areas in a timely manner and performing a wide variety of tasks in the inspection of assigned facilities and systems. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of the work unit.

SUPERVISION RECEIVED AND EXERCISED
Works under general direction of the Marine Safety Chief, Parks & Recreation Director and/or designee.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices. • Promote compliance through public education and outreach. • Monitor and patrol parks, beach, facilities, and public areas for user compliance with applicable rules and regulations.

ATTACHMENT 10

City of Imperial Beach
Park Safety Ranger I

• Perform visual surveillance and assessment of the use of park facilities and carry out a variety of park security duties.
• Assist the public in the use of outdoor recreation facilities. • Issue warnings and citations for violations of municipal ordinances, other rules and regulations including parking citations.
• Assure public safety, park security and resource protection by providing education to park visitors and enforcing City ordinances, park rules and other measures that encourage the proper use and enjoyment of parks, beach, facilities, and public areas.
• Communicate with law enforcement personnel to provide information, request back up and coordinate assistance related to the enforcement of park, beach, facilities, and public areas code enforcement issues.
• Report hazardous conditions which might interfere with safe usage of facility/park. • Assist facility users in resolving problems and complaints concerning facility/park quality, availability, and the actions of other users.
• Provide information to the general public about facility and assistance to the general public about park resources.
• Assists with efforts to connect park visitors experiencing homelessness to services.

Investigates solutions to problems encountered such as mental illness, drug addition, homelessness, and public health emergencies, such as syringes, feces, hazardous materials, drugs, and unsafe camps.
• May be assigned to specific programs, specific parks, or to a roving crew to provide extra help during special events.
• Utilize de-escalation techniques on aggressive individuals. • Collaborate with various homelessness agencies for outreach, service coordination and support.
• Work with other city departments and employees when necessary as pertains to parks, beaches, facilities, and those currently experiencing homelessness within city.
• Maintain a variety of statistics, daily logs of activities, and submit reporting. • Assist with special projects and assignments.
• Utilize information from DMV and other databases.
• Provide direct response to customer service issues and needs. • Secure city assets, facilities, property and parks.
• Support other law enforcement and rescue operations as directed. • Search for lost children, missing adults.
• Handle calls for service and communicate with the public. • Handle special administrative projects as assigned.
• Patrol and take preventative actions and safety interventions. • Subject to emergency call-back including nights, weekends, and holidays. • Interpret and explain applicable codes, ordinances, regulation, policies and procedures to the public.
• Testify in court regarding matters of enforcement and litigation. • Attend classes, conferences, and meetings to keep abreast of current trends in the field.

City of Imperial Beach
Park Safety Ranger I

• Present professional appearance and attitude at all times and maintains a high standard of customer service.
• Coordinate activities with other supervisors of other City departments and exchange information with officers in other public safety agencies. • Enforcement including but not limited to alcohol, smoking, camping, skateboarding, fishing, dogs, parking enforcement, and safety concerns. • Perform other duties as assigned.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Knowledge of safety hazards and necessary safety precautions sufficient to be able to establish a safe environment for self and others. Laws, policies, regulations, codes, and guidelines related to the job area assigned. • General office practices, including operation of standard office equipment and computer terminals.
• Record keeping and report writing principles and practices. • Various computer systems necessary to support administrative work. • Basic homelessness awareness and community assistance. Public relations in a park/recreation environment.
• Principals and practices involved in protecting and maintaining park natural areas.

Ability to:
• Read, interpret, apply, and enforce park rules and regulations, ordinances and laws.
• Interpret and follow written and oral instructions.
• Ability to learn and maintain CPR and first aid techniques sufficient to be able to perform lifesaving measures and render first aid when needed. • Understand and follow written and oral instructions.
• Write clear and accurate reports.
• Deal tactfully and courteously with employees and the public. • Learn, apply, and explain departmental policies, rules, instructions, laws and regulations related to assigned tasks.
• Learn standard broadcasting procedures of a radio system. • Establish and maintain cooperative working relationships with those contacted in the course of work.
• Exercise sound independent judgment within general procedural and legal guidelines.
• Analyze situations and take effective action.
• Perform enforcement actions in accordance with California PC832.

City of Imperial Beach
Park Safety Ranger I

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education:
• High school graduation or G.E.D. equivalent.
• Desirable to have some college credits.

Experience:
• Two (2) years of experience dealing with the public and customer service, preferably in parks and recreation environment.

Licensing:
• Possession of or ability to obtain, a valid Class C California driver’s license and maintain during the course of employment.
• Possession of California PC832 certificate within 1 year of appointment. • Cardiopulmonary Resuscitation (CPR) American Red Cross for the Professional Rescuer and Healthcare Providers or American Heart Association BLS for Healthcare Providers

PHYSICAL DEMANDS, WORKING CONDITIONS & ENVIRONMENT
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

While performing the duties of this class, an employee is regularly exposed to inclement weather conditions often with insufficient protection from the sun; moving mechanical parts, cold, heat, electrical hazards, dusts, blood, bodily fluids, contaminated water, extreme temperatures for prolonged time periods, and aggressive and/or noncompliant members of the public.

Occasional strenuous physical work requiring strength and endurance with exposure to environmental conditions of significant risk. There are periods of relative inaction which still require alertness followed by high activity levels. Requires occasional lifting of objects including bodies weighing up to 175 lbs. combined with twisting, bending or working on uneven surfaces.

Depending on the essential duties of the assignment, the physical and mental requirements and environment may vary. While performing the duties of this class, an employee is regularly required to sit; communicate in person and by telephone; operate standard office equipment and reach with hands and arms in the course of work, assisting injured citizens, set-up or operation of special events, operating a vehicle and bicycle. An employee is frequently required to walk or stand during the performance of patrols, special event preparation, or traffic control. Specific vision abilities required by this job include

City of Imperial Beach
Park Safety Ranger I

close and far vision, the ability to adjust focus, to read and operate office and computer equipment as necessary during the course of the work assignments.

While performing the duties, employees of this class are regularly required to use written and oral communication skills; read information and documents; observe and interpret people and situations; learn and apply new information or skills; perform detailed work; and interact with staff and others encountered in the course of work.

Incumbents may need to travel to various city locations or to off-site meetings as necessary and as the assignment demands.

Marine, beach, park, pier, skatepark, open space, and trail patrol will require operating various vehicles, riding a bicycle or frequent walking for long durations. In emergency situations it may be necessary to have the capability to lift or drag a human being.

City of Imperial Beach

POSITION DESCRIPTION
Title: Capital Improvement Job Number: 9018
Program Construction
Manager
Department:Public Works Worker’s Comp Number: 9420
Division: Labor Group: Mid-Management
Date: August 17, 2022 Resolution No.: 2022-63
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under administrative direction of the Public Works Director and the Assistant Public Works Director, manage, coordinate, direct and supervise the progress of city-wide Public Works and Capital Improvement Program projects at every stage of development. Support the Capital Improvement Program ensuring project schedules, expenditures, and overall quality performance objectives are achieved. Assist in the review and development of construction design and bid specifications for Capital Improvement projects. Provide multilayered administrative support to the Public Works Director and Assistant Public Works Director. Effectively respond to technical questions and inquiries by City officials, City Council, consultants, property owners, local businesses, community groups, developers, contractors, engineering professionals, City staff and outside agencies. Ensure overall construction compliance with plans, specifications and work quality established by City, County, Regional, State and Federal standards & procedures.

SUPERVISION RECEIVED AND EXERCISED
Receives general direction from the Public Works Director and/or the Assistant Public Works Director. Exercises direct supervision over assigned personnel.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address the needs and changes of the department. • Inspect and provide technical instruction on drainage system maintenance, building/facility maintenance, street maintenance/pavement preservation, sanitary sewage maintenance, street lights/traffic signal maintenance, parks and landscape maintenance, public works projects & operations and private development projects within City's right-of-way to ensure quality control and compliance with approved plans, specifications and standards.

ATTACHMENT 11

City of Imperial Beach
Capital Improvement Program
Construction Manager

• Proactively manage condition assessments of the City’s infrastructure and recommend appropriate improvements included in the City’s Capital Improvement Program and the City’s annual maintenance program.
• Manage assets within right-of-way, develop and maintain condition assessments, determine risk/s, and develop short and long-term preservation strategies. • Assist in developing project design plans, overall budget, bid specifications, cost estimates, and RFP’s for Capital Improvement Program construction projects. • Continuously develop and implement standard operating procedures to improve the efficiency and effectiveness of the Public Works Department support programs/systems and comprise post-project “lessons learned” items and corrective actions.
• Manage projects not performed by City staff (due to the size and scope) such as street repair, street lighting & traffic signal repair, storm drain and sewer/lift stations repairs, traffic calming projects, and major maintenance. • Compile detailed reports of construction operations, progress, and inspections. • Perform formal inspections including generating Punch Lists for quality control and for overall construction product acceptance.
• Proactively implement Best Management Practices (BMP’s) to prevent pollution from entering waterways.
• Investigate and respond to arduous inquiries or demanding complaints from the local businesses, general public, property owners, community groups, developers, contractors, engineering professionals and outside agencies. • Ensures compliance with City, County, Regional, State and Federal regulations, and contract laws from conception through project completion. • Administer and process change orders and contract compliance with applicable laws and regulations.
• Assist with development, management, and completion of maintenance agreements.
• Administer and investigate construction change order claims against the City. • Inspect methods and materials used in field implementation of erosion control and storm water pollution prevention measures.
• Establish working relations with utility companies, contractors, engineers and architects for coordination of construction activity within the City's right-of-way. • Utilize various procedures to calculate and determine cost estimates. • Participate in the development and administration of division goals, objectives and procedures.
• Perform other duties as assigned.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be

City of Imperial Beach
Capital Improvement Program
Construction Manager

made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Civil engineering design and construction principles & practices as it relates to street, drainage, sewer construction, general maintenance and over-all repair. • Means and methods involved in heavy construction, maintenance, and repair. • Safe driving principles and practices.
• Occupational hazards and standard safety practices.
• Supervisory Control and Data Acquisition (SCADA).
• General principles of sanitary and storm water engineering. • Principles and practices of contract negotiation and administration. • Principles and practices of environmental regulations, laws, and restrictions.

Ability to:
• Communicate clearly, concisely, and persuasively both orally and in writing. • Communicate complex technical information, orally and in writing, to contractors, developers, property owners, employees, consultants, governmental agency representatives, City officials and the general public. • Check line & grade, size, elevation and location of elements or structures for conformance & accuracy against construction plans.
• Attend professional group meetings to stay current of new trends and innovations in public works maintenance, operations and construction management. • Write reports on complex matters/projects and recommend solutions. • Be on standby or on-call duty as needed.
• Develop methods and procedures to solve problems/challenges encountered. • Detect construction defects and faults, including determining materials and workmanship defect rectification.
• Evaluate construction work performed to approve progress payments. • Deal firmly and tactfully with contractors, engineers, and property owners. • Build and maintain positive working relationships with co-workers, other City employees and the public using principles of excellent customer service. • Analyze problems and identify alternative solutions.
• Employ mediation, negotiation, and conflict resolution techniques. • Review and approve construction standards, plans and specifications. • Compile detailed data of construction progress and inspection results; prepare reports on daily operations and activities.
• Supervise contracted construction inspectors.

City of Imperial Beach
Capital Improvement Program
Construction Manager

• Recommend and implement Public Works goals, objectives, and practices for providing exceptional community services.
• Prepare clear and concise administrative and financial reports. • Utilize safety regulations and prudent work practices in and around confined spaces and deep trenches.
• Coordinate, manage, and track multiple construction project activities on multiple projects simultaneously.
• Plan, assign, lead and/or review the work of subordinate staff and contractors and ability to maximize available resources to meet program and service goals. • Read and interpret engineering plans and specifications. • Organize asset management procedures and procurement processes.

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education & Experience
Any combination of education and/or experience and training that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:
• Equivalent to a bachelor’s degree from an accredited college or university with major course work in civil engineering, construction management, public administration or business administration.
• Five (5) years of progressively responsible experience in coordinating and directing municipal public works construction, operation & maintenance, heavy construction inspection, Public Works contract management & administration, and Capital Improvement Projects.
• Five (5) years of increasingly responsible experience in construction management, project engineering, operations management and facilities management, including three (3) years of supervisory or administrative capacity.

Licensing:
• Possession of a valid Class "C" California driver's license with a safe satisfactory driving record.

Possession of the following certifications is highly desirable:
• Certificate with the State of California as a Civil Engineer (PE) • Certified Construction Manager (CCM)
• Project Management Professional (PMP)

City of Imperial Beach
Capital Improvement Program
Construction Manager

PHYSICAL DEMANDS & WORKING CONDITIONS
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Work is performed both outdoor and indoor; exposure to a variety of weather conditions; exposure to live traffic, loud noise, physical barriers, heavy equipment, fumes and odors, slippery or uneven surfaces. On a continuous basis, conducting field inspection duties, stand & walk for prolonged periods, kneel, move fast, crouch, stoop, squat, twist, climb, carry, bend, crawl, reach, handle, sporadically pull and push objects up to one hundred (100) pounds, drive a motorized vehicle, walk on uneven surfaces, climb up or down slopes; climb ladders, inspect in confined spaces & trenches, handle or operate instruments, tools and equipment. Must occasionally lift or carry up to fifty (50) pounds.

Must be willing to work off-hours shifts in emergency situations and may be required to work extended hours including evenings and weekends, including on-call or standby 24 hours a day.

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

A combination of an office setting and constant travel to various locations to supervise/advise and/or attend meetings; exposed to inclement weather conditions; work around heavy construction equipment; work or inspect in confined spaces; occasionally work in street/road traffic; noise level frequently loud; occasionally exposed to toxic chemicals, extreme cold, extreme heat, risk of electrical shock; may be required to work extended hours including evenings and weekends and may be required to travel outside City boundaries.

City of Imperial Beach

POSITION DESCRIPTION
Title: GIS Manager Job Number: 9038
Department: Community Development Worker’s Comp Number: 9420 Division: Labor Group: Mid-Management
Date: August 17, 2022 Resolution No.: 2022-63
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under general direction, perform highly responsible administrative and technical work in the development, activities, and operations of the enterprise Geographic Information System (GIS) including citywide planning, strategy, and budgeting. Oversee and provide GIS and data management services for all city departments in order to achieve the strategic business objectives of the City of Imperial Beach. Coordinate assigned activities with other divisions, outside agencies, and the general public and provide highly responsible and complex staff assistance to management staff. Ensure work quality and adherence to established policies and procedures and perform related responsibilities as required.

SUPERVISION RECEIVED AND EXERCISED
Works and receives general supervision and technical direction from the Community Development Director.

SUPERVISION EXERCISED
Exercise technical or functional supervision over technical staff or consultant contracts as assigned.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices.

Assume responsibility for the services and activities of the City's Geographic Information System (GIS) program activities and data management operations including management of Citywide GIS implementation efforts, coordination and management of system hardware and software, development of GIS applications for City staff, presentations and training sessions to educate City staff and Council members.

Plan, organize, and direct the implementation of the city's enterprise GIS services; develop goals and objectives.

ATTACHMENT 12

City of Imperial Beach
GIS Manager

Identify opportunities and provide direction for GIS to deliver innovative services to staff and to the public.

Establish priorities and budget for the program; determine resource availability for program activities; supervise various aspects of GIS including database design and creation, geoprocessing and modeling activities, and product and service delivery.

Recommend and implement policies, procedures, and standards relating to enterprise Geographic Information Systems, data management, and other pertinent technology activities.

Collect, interpret, and apply federal, state, regional, local and other public datasets.

Oversee city-wide parcel management, land-base information, and asset management software.

Manage the processing of as-built construction drawings.

Manage GIS integrated portion of sewer billing process.

Supervise the design, development, installation and maintenance of enterprise GIS to meet the needs of user departments; determine information requirements, and further define the nature of projects.

Assign work to subordinate personnel, providing instructions and answering questions; coordinate the scheduling and completion of work by determining operational priorities and resolving workload problems; review work for accuracy and completeness; evaluate work techniques and methods for conformance to established GIS standards and policies.

Coordinate GIS activities with other departments, divisions, and outside agencies and organizations; coordinate with department directors on data needs; work closely with City staff from various departments to provide assistance and GIS products to include engineering, utilities, land use, environmental, transportation, safety, demographic, economic, and other data and information; resolve sensitive and controversial issues.

Provide technical guidance and assistance to subordinates, to department users and to consultants in the development and implementation of systems and applications.

Select, train, motivate, and evaluate assigned personnel; provide or coordinate staff training; work with employees to correct deficiencies; implement discipline and termination procedures.

Develop policies, rules and procedures for the effective operation of the department, including establishing goals, objectives and priorities.

City of Imperial Beach
GIS Manager

Advise and otherwise provide assistance to the Director and other city personnel regarding GIS related issues, applications, services or equipment; supervise and participate in the training of city personnel in the uses and capacities of GIS and technical equipment.

Conduct research and perform analysis; prepare and present reports regarding project feasibility, equipment utilization, project development, and the cost of applications.

Prepare and administer the GIS division budget; monitor and approve expenditures with budget limits; make recommendations regarding staffing needs, equipment, materials, and supplies.

Work with Information Technology personnel to ensure system compatibility; recommend hardware and software for GIS applications; process hardware and software procurement documents; coordinate with outside vendors and in-house Information Technology personnel for maintenance and repair work; troubleshoot system malfunctions.

Attend conferences, meetings or other functions as the department representative; may provide information or participate in discussions regarding GIS activities.

Represent the GIS in various public and private forums; serve as staff on a variety of boards, commissions, and committees; coordinate with other public agencies on regional planning and standards committees for GIS; prepare and present staff reports and other necessary correspondence.

Attend and participate in professional group meetings; stay abreast of new trends and innovations in the field of Geographic Information Systems.

Schedule GIS work; ensure data backup and system security; resolve technical difficulties with assistance of Information Technology personnel; prepare detailed long and shortterm operations plans; conduct cost analysis; prepare proposals and presentations for various project phases.

Perform related duties as required.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Principles of enterprise GIS technology such as:

City of Imperial Beach
GIS Manager

• Design, management and operation of Relational Database (RDBMS) software such as PostgreSQL or Microsoft SQL Server as they related to data management both spatial and non.
• Management and operation of GIS data server software such as PostGIS for PostgreSQL, or Esri ArcGIS Server
• Principles and use of GIS Mapping software such as Esri ArcGIS suite, QGIS, etc. • Scripting language: python, etc.
• Principles and practices of organization, administration, budgeting and personnel management.
• Principles, practices, and techniques of GIS management and general administration to support the City’s GIS effort.
• Operation and applications of information processing equipment, methods, principles, and practices as related to municipal operations and management information systems.
• Systems and programming, including knowledge of data base systems and languages compatible with the city's computer systems.
• Geographic Information System theory, tools, software, its application and the role of geospatial information in organization-wide management of operations, decisionmaking, and policy formulation. • Supervisory techniques and administrative practices and principles, including budget preparation and monitoring; ability to apply these principles and techniques. • Pertinent federal, state, and local laws, codes, and regulations. • Research methods and techniques and methods of report presentation. • Principles and practices of customer service.

Ability to:
• Oversee and participate in the management of a Geographic Information System program, data management, and other pertinent technology activities. • Plan, develop, manage, coordinate and promote a GIS system to all potential users citywide.
• Exercise sound judgment to interpret, apply, and explain applicable municipal laws, codes, policies, and regulations.
• Select, supervise, train, and evaluate assigned staff. • Provide professional consulting services to departments to conceptualize and analyze user needs, develop practical systems, and determine essential resources. • Communicate effectively (orally and in writing) including translating technical information for the lay-person and educating others in effective use of systems. • Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. • Develop project estimates, schedules, budgets, and resource requirements. • Research, analyze, and evaluate new service delivery methods and techniques. • Adapt to changing technologies and learn functionality of new equipment and systems.

City of Imperial Beach
GIS Manager

• Exercise good judgment, flexibility, creativity, and sensitivity in response to changing situations and needs.
• Prepare and administer program budgets.
• Establish and maintain effective working relationships with those contacted in the course of work.
• Work well under pressure to meet deadlines.
• Write reports, correspondence, and policy, rules, and procedure manuals. • Effectively present information and respond to questions from groups of managers, clients, outside agencies, and the general public.

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education:

A Bachelor's degree from an accredited college or university with major course work in computer science, geography, science, planning, engineering, or closely related field with emphasis in geographic information systems.

Experience:

Six (6) years of progressively responsible experience using GIS including two (2) years of administrative and supervisory responsibility.

Licensing:

A valid California class “C” driver’s license and maintain throughout the course of employment.

PHYSICAL ENVIRONMENT
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Primary functions require sufficient physical ability to work in an office setting and operate office equipment. Continuous sitting; frequent downward flexion of neck, side-to-side turning of neck; fine finger dexterity and grasp to manipulate keyboard, telephone, writing instruments, papers, books, manuals, and reports; occasional walking, standing, bending and stooping, climbing, reaching at and above shoulders, twisting at waist, upward flexion of neck, lifting and carrying objects weighing up to 10-25 lbs. from below waist to above shoulders and transporting distances up to one block; infrequent squatting, kneeling, pushing/pulling.

City of Imperial Beach
GIS Manager

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Most of the work is performed in a normal office environment with extensive computer use. Duties will also take place outdoors with travel from site to site and may include carrying GPS equipment. Incumbents may be exposed to noise, dust, and inclement weather conditions. There is considerable attention to detail and deadlines required.

TOOLS AND EQUIPMENT
The operation of a GPS unit and note-taking apparatus, personal computer, database software, GIS software, laptops, servers, calculator, telephone, mapping hardware, general office equipment.

City of Imperial Beach

POSITION DESCRIPTION
Title: Information Technology Manager Job Number: 3048
Department:Information Technology Workers’ Comp Number: 8810 Division: Information Technology Labor Group: Mid-Management Date: August 17, 2022 Resolution No. 2022-63
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under administrative direction, manages information systems city-wide and overseeing information systems, applications, operating systems, networks, associated hardware and web applications, evaluating and purchasing technology for the City, providing technical support to system users; supervise the work of professional and technical staff involved in a variety of information system technology activity; and to perform related responsibilities as required.

CLASS CHARACTERISTICS
The Information Technology Manager manages and coordinates general and specialized information technology functions and oversees the work of professional and technical support staff. The nature of the work performed is more complex than that performed by the professional and technology support staff and involves significant accountability and decision-making responsibility. This position reports to the Assistant City Manager.

SUPERVISION RECEIVED AND EXERCISED
Works under the general supervision of the Assistant City Manager and/or designee.

Provides direct supervision to the Information Technology staff, consultants, contractors, and vendors.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices. • Develop, implement, monitor, and evaluate the efficiency and effectiveness of the City’s information systems; oversee City-wide computerized applications; provide emergency responses to reduce downtime; trouble-shoot systems problems. • Manage and participate in the development, implementation, and modification of the division’s goals, objectives, policies, and priorities; recommend and administer policies and procedures.

ATTACHMENT 13

City of Imperial Beach
Information Technology Manager

• Assist with the preparation and administration of the department budget including forecasting the need for additional funds for staffing, equipment, materials, and supplies; monitor expenditures with budget limits.
• Assign work to subordinate personnel, providing instructions and answering questions; coordinate the scheduling and completion of work by determining operational priorities and resolving work load problems; review work for accuracy and completeness; evaluate work techniques and methods for conformance to established standards.
• Supervise, train, schedule, and evaluate the work of assigned staff; work with employees to correct deficiencies; implement disciplinary procedures; recommend employee terminations in consultation with Human Resources. • Participate in the selection of subordinates; plan and implement employee training; evaluate employee performance; initiate disciplinary action. • Provide technical guidance and assistance to subordinates, to department users and to consultants in the development and implementation of systems and applications.
• Work with outside vendors to identify and correct causes of hardware, operating systems software, or application program malfunctions, and to perform programming changes and enhancements.
• Provide assistance to user departments concerning needs assessments for the procurement of computer hardware and software; negotiate and finalize purchases from vendors; coordinate all testing of software before implementation; supervise the installation of hardware; determine necessary preventative and corrective equipment maintenance.
• Ensures safety and security of information system assets and protects systems from inappropriate access or destruction.
• Receives, investigates, and responds to difficult and sensitive problems and complaints in a professional manner; identifies and reports findings and takes necessary corrective action.
• Research, prepare, and present oral and written reports; attend and participate in meetings with the City Council, staff, the public and other public or private agencies including various client groups.
• Required to be available other than regularly scheduled work hours to oversee system changes, resolve major operational problems, and to respond to emergencies after regular working hours; attend and make presentations at management meetings and City Council meetings.
• Manage the City's telecommunication networks for telephone, voice, cell, video and audio systems.

City of Imperial Beach
Information Technology Manager

• May be required to assist users with GIS support and maintain the GIS server for all support and maintenance issues.
• Maintain and support the City’s website and train staff as applicable. • Attend conferences, meetings or other functions as the department representative; may provide information or participate in discussions regarding information systems activities.
• Stay abreast in information systems technologies.
• Perform other related duties as assigned.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:

Knowledge of principles and practices of organization, administration, budgeting and personnel management; principles, practices and techniques of information technology management and general administration; systems programming, including knowledge of data base systems and languages compatible with the City's computer systems; operation and applications of information processing equipment, methods, principles, and practices as related to municipal operations and management information systems; and research methods and techniques of report presentation.

Ability to:

Analyze the City’s technological needs and prepare short and long-range plans for implementing various projects; develop and recommend policies and establish project objectives to implement those policies; successfully plan, coordinate, organize, workload, and maintain work effectiveness to meet deadlines with frequent changes in the volume of activity and priorities; exercise independent judgment in selecting an appropriate course of action from among many alternatives; plan, direct, and manage the work of professional and technical staff in a manner conducive to full performance and high morale, and meeting goals and objectives; train, motivate, and evaluate staff; interface with and assist end-users in identifying and evaluating their technology needs, distinguishing between hardware and software problems, troubleshooting, and developing and implementing workable solutions including making recommendations on purchases of equipment, services, and supplies; gather, analyze, forecast, and evaluate information; prepare, clear, concise, and informative written and oral reports and correspondence; communicate effectively, both orally and in writing, using tact and sound judgment; develop and conduct effective training on an individual and group

City of Imperial Beach
Information Technology Manager

level; establish and maintain working relationships with City officials, co-workers, outside agencies, vendors, and the City’s internal and external customers.

EDUCATION, EXPERIENCE, AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education:

Equivalent to a Bachelor’s degree from an accredited college or university with major course work in computer science, information systems or related field, and five years of progressively responsible experience in information systems operations and maintenance with two years of supervision.

Certification & Licenses
Possession of a Class C Driver’s License by the State of California and maintain during the course of employment is required.

Certifications in information technology, security, management, public administration, and project management are desirable.

PHYSICAL DEMANDS & WORKING CONDITIONS
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

While performing the duties of this class, the employee is regularly required to sit; talk or hear, in person and by telephone; use hands to finger, handle, feel or operate standard office equipment; and reach with hands or arms. The employee occasionally walks and stands and lifts and moves records and documents weighing 20 pounds or less.

Specific vision abilities required by this job include close vision, color vision, depth perception and the ability to adjust focus.

While performing the duties of this class, the employee is regularly required to use oral and written communication skills; read and interpret data, information and documents; analyze and solve problems; observe and interpret data and situations; use math and mathematical reasoning; learn and apply new skills or information; perform highly detailed work on multiple concurrent tasks; work under changing and intensive deadlines with frequent interruptions; and interact with City officials, media, citizen groups, employees and others encountered in the course of work.

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable

City of Imperial Beach
Information Technology Manager

accommodations may be made to enable individuals with disabilities to perform the essential functions.

The employee works under typical office conditions, and the noise level is usually quiet.

City of Imperial Beach

POSITION DESCRIPTION
Title: Assistant City Clerk Job Number: 2018
Department: City Clerk Worker’s Comp Number: 9420
Division: Labor Group: Mid-Management
Date: August 17, 2022 Resolution No.: 2022-63
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
Under general direction of the City Clerk, plan, develop, organize, implement, and monitor programs and services of the City Clerk's office. Assist in the preparation, custody, distribution and preservation of official City documents and records; assist the City Clerk in the election process; provide public records information; provide staff supervision; act as the City Clerk in the absence of the City Clerk as directed; and perform related duties and special projects as required.

CLASS CHARACTERISTICS
The Assistant City Clerk is a highly responsible mid-management position and is distinguished from other administrative positions by the incumbent's legal authority to perform the duties of the City Clerk, functions of official recordkeeping for the City, as well as the need to know and apply in depth knowledge of legal requirements and procedures to support the operations of the City Council in the conduct of City business. All duties performed require high attention to detail and meeting of stringent legal and procedural guidelines.

SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from the City Clerk. Exercises supervision over administrative and other staff as assigned.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address the needs and changes of the department. • Assume responsibility for the operations, activities, and services of assigned functions and program areas in the City Clerk's Office. • Participate in the development and implementation of goals, objectives, policies, and priorities; assist in the development, administration, and implementation of programs; recommend and implement resulting policies and procedures.

ATTACHMENT 14

City of Imperial Beach
Assistant City Clerk

• Direct, coordinate, and review the work plan for assigned operations, services, and activities in assigned program areas; assign work activities and projects; monitor workflow; review and evaluate work products, methods, and procedures; meet with staff to identify and resolve problems.
• Direct, administer, coordinate, and supervise the activities and services of the Citywide records management program; direct the operations for the electronic records management system; index imaged information into the City's database system; manage the records storage facility; direct the on-going maintenance of City-wide records retention schedule; provide ongoing technical support and training for the records management program and related systems.
• Assist in the preparation, assembly, and distribution of City Council agenda packets.
• Assist the City Clerk in assuming responsibility for the accurate recording of City Council proceedings and actions; record City Council meetings; prepare minutes as required.
• Attend City Council, board and commission meetings as required. • Assist in the administration of municipal and special elections. • Oversee the maintenance of municipal code.
• Train, motivate, and evaluate assigned personnel; provide or coordinate staff training; work with employees to correct deficiencies; implement discipline and termination procedures.
• Develop manuals, forms, and procedural handbooks and make presentations on candidate fillings, campaign and economic interest disclosure filings, citizen initiatives and ballot measures, recalls, referenda, and other matters related to elections and other departmental functions.
• Review and analyze proposed and existing legislation, ordinances, and resolutions for impact on City Clerk department and functions overseen by department. • Recommend and implement improvements and modifications for work methods and procedures.
• Participate in the development and administration of assigned budget; forecast funds needed for staffing, equipment, materials, and supplies; monitor and approve expenditures; recommend adjustments as necessary.
• Provide responsible, professional and technical staff assistance to the City Clerk; conduct a variety of studies and investigations; develop and recommend modifications to City Clerk Office programs, policies, and procedures as appropriate.
• Coordinate assigned activities with those of other divisions, departments, and outside agencies and organizations; resolve sensitive and controversial issues.

City of Imperial Beach
Assistant City Clerk

• Serve as staff on committees; prepare and present reports and other necessary correspondence.
• Respond to requests for research and information from the City Council, City staff, and the public including those regarding City codes, ordinances, and established policies and procedures.
• Research and analyze complex legal or administrative issues; compile data for administrative and public reports.
• Attend and participate in professional group meetings; stay abreast of new trends, innovations, and laws in the fields of records management, elections, and in the profession of City Clerk.
• Maintain and process contract files, resolutions, ordinances, public notices, including handling of confidential information.
• Read, interpret, and apply rules and directions related to State election law, the Political Reform Act, the Maddy Act, the Brown Act, Public Records Act and local ordinances.
• Assist with processing Fair Political Practices Commission (FPPC) filings. • Perform the duties of the City Clerk in his or her absence. • Perform related duties as required.

DESIRED MINIMUM QUALIFICATIONS
To perform a job in this classification, an individual must be able to perform the essential duties as generally described in this specification. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties in this specification. The requirements listed below are representative of the knowledge, skills and/or abilities required.

Knowledge of:
• Operational characteristics, services, and activities of a City Clerk's Office including a records management program.
• Election and related laws and procedures.
• Public sector budgeting procedures.
• Procedures and legal requirements necessary to maintain, archive, preserve, and protect municipal records.
• Principles and practices used in the development of records retention schedules. • Pertinent federal, state, and local laws, codes, and regulations including election laws and procedures, Political Reform Act requirements, open meeting laws and procedures, Conflict of Interest Code reporting requirements, and Public Records Act requirements.
• Modern office procedures, methods, and equipment including computers and supporting software applications.

City of Imperial Beach
Assistant City Clerk

• English usage, spelling, grammar, syntax, punctuation, and business math. • Principles and practices used in the development of business correspondence. • Principles of customer service.

Ability to:
• Participate in planning, organizing, and directing the functions and services of the City Clerk's Office.
• Manage and administer an efficient records management program and system. • Supervise, direct, and coordinate the work of lower-level staff. • Select, train, and evaluate staff.
• Participate in the development and administration of goals, objectives, and procedures for the City Clerk's Office.
• Understand the organization, operation, and services of the City and of outside agencies as necessary to assume assigned responsibilities. • Participate in the coordination and administration of local elections. • Provide information and organize material in compliance with laws, regulations, and policies.
• Stay abreast of new technologies used to automate systems. • Research, analyze, and evaluate new service delivery methods and techniques. • Prepare and administer program budgets.
• Prepare clear and concise administrative and financial reports. • Analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals. • Interpret and apply federal, state, and local policies, laws, and regulations. • Perform a wide variety of administrative duties independent of direct supervision. • Demonstrate an awareness and appreciation of the cultural diversity of the community.
• Communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with those contacted in the course of work including but not limited to fellow employees, members of boards, commissions, elected officials, representatives of other agencies and the public.

EDUCATION, EXPERIENCE AND LICENSING
Any combination equivalent to education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:

Education & Experience:
• A Bachelor's degree from an accredited college or university with major coursework in Public Administration, Business Administration, Political Science, or other closely related field.
• Four (4) years of progressively responsible managerial and/or supervisory experience in preparing, processing, and filing legal documents and official records for a legal office or municipality.

City of Imperial Beach
Assistant City Clerk

Licensing & Certificates:
• Certification as a Municipal Clerk or Master Municipal Clerk is highly desirable. If not possessed at the time of hire, then the ability to commence the process within 12 months of employment.
• Notary Public certification. If not possessed at the time of hire, then the ability to commence and complete the process within 6 months of employment. • Possession of or ability to obtain, prior to employment, a valid Class "C" California driver's license with a safe, satisfactory driving record and ability to maintain through the course of employment.

PHYSICAL DEMANDS & WORKING CONDITIONS
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Primary functions require sufficient physical ability to work in an office and storage facility setting and to operate office equipment. Continuous sitting; downward flexion of neck; fine finger dexterity and light to moderate finger pressure to manipulate keyboard, equipment controls, and other office equipment. Frequent walking; reaching above and at shoulder height; side-to-side turning of neck; pinch grasp to manipulate writing utensils; moderate grasp to manipulate boxes, reference books and manuals. Occasional standing, bending, and stooping; pushing/pulling; twisting at waist; upward flexion of neck; lifting objects weighing up to 25 lbs. from below waist to above shoulders; moderate wrist torque to twist knobs and dials of equipment. Infrequent squatting, climbing, kneeling; lifting objects weighing 11-25 lbs. from below waist to above shoulders and transporting distances up to 50 feet.

Vision: See in the normal visual range with or without correction; vision sufficient to read computer screens and printed documents and to operate equipment.

Hearing: Hear in the normal audio range with or without correction.

WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Standard office and storage facility setting. Continuously work indoors, exposure to dust from paperwork. Infrequent exposure to extreme heat and humidity in a un-air conditioned storage facility; temperature swings from air conditioned offices to outdoors; fumes, odors and possible explosive hazards from chemicals used in cleaning and maintaining equipment. Work schedule is an 80-hour biweekly period, with occasional, night and/or weekend meetings as required. Work environment is both formal and informal, team

City of Imperial Beach
Assistant City Clerk

oriented, having variable tasks, pace, and pressure. Work is performed indoors in office, meeting rooms, and storage facilities.

City of Imperial Beach

POSITION DESCRIPTION
Title: Senior Administrative Job Number: 7035
Assistant
Department: City Clerk Worker’s Comp Number: 9420
Division: Labor Group: Confidential
Date: August 17, 2022 Resolution No.: 2022-63
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

GENERAL PURPOSE
To perform highly complex, departmental administrative and analytical work in the areas of election administration, City boards and commissions, state-mandated disclosure filings, records management, municipal code amendments and maintenance, contracts administration, outreach programs and other functions related to the City Clerk department, to conduct special projects and studies, and to perform related work as required.

CLASS CHARACTERISTICS
This is an advanced classification allocated only to the City Clerk's with duties specifically related to City Clerk and has the ability to perform the full range of duties assigned with only occasional instruction or assistance as unique situations arise. Responsibilities include performing specialized and technical office support duties in a confidential and discreet manner to ensure efficient service provision. The work requires the interpretation and application of policies, procedures, and regulations and involves frequent contact with the public.

SUPERVISION RECEIVED AND EXERCISED
Receives general direction from the City Clerk and/or Assistant City Clerk. May exercise functional, technical or lead responsibility to clerical or paraprofessional classifications including temporary interns.

ESSENTIAL DUTIES AND RESPONSIBILITIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address the needs and changes of the department. • Perform advanced level administrative, operational, research and analytical duties in support of City Clerk Department activities.

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