Agenda packet, regular meeting — Imperial Beach City Council, August 20, 2025 (part 2 of 2)

CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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c. FSA Administration
The CITY reserves the right to contract with the Third-Party Administrator (TPA) for administration of both FSA's. The CITY will pay the start-up costs associated with the third-party administration, if any are required. The CITY pays monthly administration fees.

4. Use of City Vehicle or Auto Allowance: The City Manager shall set the terms of use of City vehicles and may provide auto allowances to designated Appointive Management personnel. Designated Appointive Management may receive between $150 to $440 a month. Department Heads will receive $440 a month in lieu of using City vehicles for local business travel. Certain designated full-time confidential employees will receive up to $100 a month for vehicle allowance in lieu of using City vehicles for local business travel. The Fire Chief, Fire Marshal, and Marine Safety Captain have a qualified nonpersonal City vehicle assigned.

5. Cellular Telephone Allowance: The City Manager shall set the terms of use and may provide a cellular telephone allowance of fifty ($50) dollars to certain Appointive Management personnel or provided City cell phone, unless otherwise stated in employment agreements.

6. Annual Physical Examination: Department Head personnel are eligible to receive City payment for an annual physical examination by the City's selected health care provider or up to four hundred twenty ($420) dollars that would otherwise qualify under IRS regulations for Flexible Spending Accounts or for approved health club membership and medical fees.

7. Severance Agreement: The City Manager may negotiate and set the terms to provide severance pay compensation for Appointive Management personnel.

8. Relocation Assistance: The City Manager may negotiate and set the terms to provide relocation assistance for certain Appointive Management personnel.

9. Uniform Allowance: The City Manager may negotiate and set the terms to provide uniform allowance for certain Appointive Management personnel. The Fire Marshall shall receive a uniform allowance in the amount of $520 per fiscal year, paid on a bi-weekly basis, approximately $20.00 per pay period for the purchase, rental, and/or maintenance of uniforms. The Fire Marshall shall be responsible for cleaning and maintenance of the uniforms. If the uniform is lost, stolen, or abused, the Fire Marshall shall purchase a new one.

10. Overtime Defined: Overtime work shall include only time worked by employees at the request of the department heads, authorized and approved by the City Manager, and that is in excess of 40 hours in a work week, provided, however, that leave without pay shall not be considered to be work time. Paid leave (including vacation, floating holiday, compensatory time, or sick leave) will be included as hours worked for the purpose of

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CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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calculating overtime. Overtime pay shall only apply to hourly employees; as such, it is only applicable to confidential classifications.

11. Out-of-Class Pay and Temporary Upgrade Pay:
a. Out-of-Class pay: An out-of-class appointment is an appointment to an upgraded position or higher classification that is a vacant position for a limited duration. A vacant position is a position that is vacant during recruitment for a permanent appointment. A vacant position does not refer to a position that is temporarily available due to another employee’s leave of absence or as part of a temporary project.
i. An employee who is assigned, in writing, by the department head, to work in an out-of-class appointment during the fiscal year will be paid at the salary schedule for the higher classification at the lowest step or 5% (five percent) above the current salary, whichever is higher. ii. The duration of the out-of-class assignment shall not exceed 960 hours in a fiscal year.
b. Temporary Upgrade Pay: Temporary Upgrade Pay is defined as compensation to employees who are required to work in an upgraded position/classification at full capacity for a limited period of time.
i. An employee who is assigned, in writing, by the department head to work in a temporary upgraded position during the fiscal year for three (3) or more consecutive working days, will, at the next appropriate bi-weekly payroll period, be paid for shifts 5% (five percent) above their current base salary.
c. Only Confidential and Mid-Management classifications are eligible for this benefit.

12. Safety Shoe Allowance: The CITY will provide certain designated Confidential and Midmanagement employees with a voucher not to exceed $300 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 $300 maximum. The voucher shall apply to ancillary items such as insoles and shoelaces.

13. Group Term Life and Accidental Death & Dismemberment Insurance:

Department Head personnel shall receive City-paid Group Life Insurance and Accidental Death & Dismemberment Insurance equivalent to $300,000 and additionally $2,000 for spouse or qualifying domestic partner, and $1,000 for children, including those of your qualified domestic partner.

Mid-Management and full-time Confidential personnel shall receive City-paid Group Life Insurance and Accidental Death & Dismemberment Insurance equivalent to 1.5 times

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CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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the annual salary up to a maximum of $250,000, rounded to the next higher $1,000, and additionally $2,000 for spouse or qualifying domestic partner, and $1,000 for children, including those of your qualified domestic partner.

Marine Safety Chief shall receive City-paid Group Life Insurance and Accidental Death & Dismemberment Insurance equivalent to $250,000.

Life Insurance & Supplemental Life Insurance for Marine Safety Lieutenants and Marine Safety Captain is as follows:
a. Effective July 1, 2018, the City shall provide all full-time Marine Safety Lieutenants and Marine Safety Captain a Group Term Life and Accidental Death & Dismemberment policy of $250,000 as described in the Certificate of Insurance with the City’s established vendor.
b. The City shall offer all full-time Marine Safety Lieutenants and Marine Safety Captain the ability to apply for Voluntary Life Insurance (Supplemental Life) as described in the Certificate of Insurance with the City’s established vendor. c. The City shall reimburse, through payroll subject to state and federal taxes, all fulltime Marine Safety Lieutenants and Marine Safety Captain for premiums paid by the employee up to a maximum of $50.00 per month for a Voluntary Life Insurance policy of no more than $250,000 for employee only. The employee must elect the Voluntary Life Insurance policy through the City’s established vendor in order to be eligible for the premium reimbursement. The premium reimbursement will terminate if the employee cancels the Voluntary Life Insurance policy, or if the City’s vendor cancels the policy for the employee for any reason, or if the employee is terminated from employment from the City. All Voluntary Life Insurance policies are subject to the underwriting process. The City will not reimburse employee premiums for outside vendors.
d. In the event of state legislation providing active duty injury or death benefits for industrial injuries for Lifeguards, the City will reduce the Group Term Life and Accidental Death & Dismemberment policy for full-time Marine Safety Lieutenants to $50,000, and Section C shall be null and void. The Marine Safety Captain will receive the equivalent of what other mid-managers receive.

14. Floating Holidays: On or after the first pay period from July 1st of each fiscal year, designated Appointive Management and Confidential employees will receive 36 hours of floating holiday leave that expire on June 30th of each year. The floating holiday may be cashed out when the employee terminates employment with the City, but may not be rolled over year after year. Floating holidays will be prorated as follows for new employees:
a. A new employee with a hire date in July 1 through December 31 will receive thirty-six (36) hours of floating holiday time in the fiscal year during which the employee is hired;

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CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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b. A new employee with a hire date in January 1 and March 31 will receive eighteen (18) hours of floating holiday time in the fiscal year during which the employee is hired;
c. A new employee with a hire date in April 1 and May 31 will receive nine (9) hours of floating holiday time in the fiscal year during which the employee is hired; d. A new employee with a hire date in May 31 and June 30 will not receive any floating holiday leave in the fiscal year during which the employee is hired.

Permanent Part-Time Employees:

All permanent part-time employees shall receive six (6) hours of floating holiday leave per fiscal year in the first pay period in July to be taken on a day mutually agreed by the employee and their department head. Floating holidays will be prorated as follows for new employees:
a. A new employee hired between July 1 and December 31, will receive six (6) hours of floating holiday leave upon hire.
b. A new employee hired between January 1 and March 31, will receive four (4) hours of floating holiday leave upon hire.
c. A new employee hired between April 1 and May 31, will receive two (2) hours of floating holiday leave upon hire.
d. A new employee hired between June 1 and June 30, will not receive any floating holiday leave in the fiscal year in which they are hired.

15. Designated Holidays: The holidays for employees in the appointive management/confidential groups are as follows:
a. New Year’s Day January 1
b. Martin Luther King, Jr. Day 3rd Monday in January
c. President’s Day 3rd Monday in February
d. Cesar Chavez Day 31st of March
e. Memorial Day Last Monday in May
f. Juneteenth Day June 19
g. Independence Day July 4
h. Labor Day 1st Monday in September
i. Veteran’s Day November 11
j. Thanksgiving Day 4th Thursday in November
k. Friday after Thanksgiving Day 4th Friday in November l. Christmas Eve December 24
m. Christmas Day December 25
n. New Year’s Eve December 31

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CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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16. Weekend Holiday: City Hall will be closed on holidays listed above in section 15. When a holiday listed herein falls on a Sunday, the following Monday shall be observed as a holiday. When a holiday listed herein falls on a Saturday, the preceding Friday will be observed as a Holiday. All City administrative offices and departments will be closed except fire suppression and lifeguard services.

17. Vacation, Sick Leave, and Holiday Pay for Employees on an Alternate Work Schedule:

Vacation, holiday pay, and sick leave will reflect the employee’s regularly scheduled hours for the workday. For example, if an employee is scheduled for nine (9) hours on Monday and requests vacation for the day, nine (9) hours of vacation will be recorded.

When a holiday falls on an employee’s regularly scheduled workday, the employee will receive holiday time off equal to the number of hours they were scheduled to work that day. When a holiday falls on an employee’s regularly scheduled day off (such as a “dark Friday” under a 9/80 schedule), the employee will receive holiday pay equal to the number of hours they would have been scheduled to work if it had been a regular workday.

18. Pay for Working on a Recognized City Holiday:

Full-time confidential employees that work during a holiday as part of their regular work schedule will receive double (2x) pay for working on Memorial Day, Independence Day, and Labor Day only. Full-time confidential employees that do not normally work on holidays as part of their regular work schedule but are assigned to work by the City Manager on the Memorial Day, Independence Day, and Labor Day holidays will receive double (2x) pay.

All other holidays as enumerated in item 15 above will be paid at time and a half (1.5x) as part of their regular work schedule. Employees that work on the remaining holidays as enumerated in item 15 above, not part of their regular work schedule, as assigned to work by the City Manager, will be compensated at time and a half (1.5x).

Part-time confidential employees that work during a holiday as part of their regular work schedule will receive double (2x) pay for working on Memorial Day, Independence Day, and Labor Day holidays.

Part-time employees that work on the following holidays: Thanksgiving, Christmas Eve, Christmas Day, New Year’s Eve, and New Year's Day, as part of their regular work schedule or designated by the City Manager will be compensated at time and a half (1.5x). All other holidays as enumerated in item 15 above will be compensated at the employee's regular rate of pay.

19. Permanent Part-Time pay for City Recognized Holidays:

Permanent Part-Time Employees, those that the City pays for their CalPERS and work a regular and consistent work schedule, will be entitled to six (6) hours of holiday off or holiday pay for holidays enumerated in Section 15.

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CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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20. Holiday Closures:

The City will implement Holiday Closures to take effect during the employees’ regular scheduled workweek between the Actual Holidays of December 24 and January 1 only.

During the Holiday Closures all City administrative offices will be closed. Full-time employees, and permanent part-time employees who have an established work schedule of 30 hours or less per week on an annual basis, who are impacted by the closure of City facilities during the Holiday Closures shall be compensated holiday pay for the observed Holiday Closures as follows:

Permanent part-time employees will receive six (6) hours per day when regularly scheduled to work for each holiday closure between December 24 and January 1. FullTime employees will receive the number of hours they are regularly scheduled to work or if the employee has an arrangement for an alternate work schedule between the holiday closure of December 25 and January 1.

For example, the City’s administrative and operation hours are Monday through Friday with an alternate Friday closure (9/80 schedule); however, there are employees that work Monday through Friday.

21. Vacation Accrual: Appointive management, mid-management, and confidential will receive vacation credits earned on a monthly basis. Department Heads will accrue vacation credits at 7.70 hours per pay period beginning on their hire date and may accumulate up to a maximum of twice their annual accrual rate of vacation time.

Mid-Management and Confidential employees will receive vacation credits accrued on a bi-weekly basis beginning on their hire date. Employees may accumulate up to a maximum of twice their annual accrual rate of vacation time. The number of credits earned is based on years of service:

Years of Service Annual Accrual* Bi-Weekly Accrual Rate 0 – 5 years 96 hours 3.69 hours
5 – 10 years 120 hours 4.62 hours
10 – 15 years 160 hours 6.15 hours
15+ years 200 hours 7.70 hours
*Indicates figures are rounded

22. Vacation Sell Back: As determined by the City Manager, Department Heads shall have the option to sell back accumulated vacation at a maximum of 160 hours once per calendar year, contingent on a minimum of 80 hours of vacation being maintained by the employee as of the pay period designated for the sell back. Mid-Management and Confidential employees shall have the option to sell back accumulated vacation at a maximum of 100 hours once per calendar year, contingent on a minimum of 80 hours of vacation being maintained by the employee as of the pay period designated for the sell back, unless otherwise stated in employment agreements. Sellback guidelines are as follows:

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CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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a. Employees may sell vacation accruals back to the CITY once per calendar year at the employee’s current rate of pay when the vacation is sold back. b. Between December 1 and December 20, an employee may make an irrevocable election to cash out vacation, which will be earned in the following calendar year, at the employee’s base rate of pay. On the pay day corresponding with any pay period of the employee’s choosing in the following year, the employee will receive their vacation cash out for the amount of vacation leave that the employee irrevocably elected to cash out in the prior year. c. If an employee makes an irrevocable election to cash out vacation leave in the following calendar year and uses vacation leave in that subsequent year, the vacation leave used will come from vacation leave the employee had earned prior to January 1 of the year the employee has elected to cash out vacation leave. This is to ensure that, assuming an employee had a vacation leave balance prior to January 1st, the vacation leave used will not result in a reduction in the amount of vacation leave the employee will be eligible to cash out.

However, if in the first pay period in December, an employee does not have the amount of vacation on the books that they irrevocably elected to cash out in the prior year, the employee will be cashed out for the hours the employee has on the books at that time.
d. The sell-back request shall be sent to the Human Resources Department, in writing by email, every year between December 1 and December 20. e. Employees must maintain a minimum of 80 hours of vacation accruals after the sell-back.

23. Sick Leave Accrual: Appointive Management and Confidential employees shall accrue sick leave with pay at the rate of 8.334 hours for each full month of service for a total of 100 hours for each full twelve (12) months of service. Sick leave credits accrue on a biweekly basis beginning on their hire date. A maximum of 1,000 hours may be accrued for Appointive Management and Confidential employees. Appointive Confidential, and part-time employees will receive paid sick leave benefits in accordance with the Healthy Workplaces/Healthy Families Act of 2014 or any duly adopted state regulations.

24. Sick Leave Accrual for employees hired after July 1, 2019: Employees shall accrue sick leave with pay at the rate of 8.334 hours for each full month of service for a total of 100 hours for each full twelve (12) months of service. A maximum of 600 hours may be accumulated.

25. Sick Leave Usage for Family Bonding Time: Eligible employees may be permitted to use sick leave in accordance with the Family Medical Leave Act and the California Family Rights Act. An employee who is eligible for and claims State Disability Insurance for baby bonding will not be permitted to use any accrued sick leave for bonding time after the birth or adoption of a child.

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CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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26. Sick Leave Permitted: Employees may use accrued sick leave with pay for absences necessitated as follows:
a. Illness, including contagious disease, or injury for the first fourteen (14) days; thereafter, as a supplement (up to 100% of basic wages) to short-term or longterm disability insurance. b. Authorized absence for medical care and/or appointments for the first fourteen (14) days; thereafter, as a supplement (up to 100% of basic wages) to short-term or long-term disability insurance.
c. Death, illness, or injury of a member of the immediate family: parent, child, spouse or domestic partner. To be eligible for the domestic partner benefit, the employee must register their domestic partner with the State of California and provide proof to the CITY.
d. Bonding time after the birth or adoption of a child as specified in Section 3 below.

27. Sick Leave Payoff: Sick leave conversion into the Health Retirement Account (HRA) will occur in accordance with the signed agreement:
a. Per HRA contract, an employee is 100% vested after 5 years of service (based upon date of hire) or death.
b. Upon retirement, if vested, final payout of sick leave hours will be paid 50% into HRA and 50% service credits if the employee is enrolled in CITY group medical prior to 60 days prior to retirement.
c. If the employee separation from employment is not due to retirement, then the sick leave conversion will be according to the provisions of the HRA contract.

28. Educational Reimbursement: The City maintains a program providing for the partial refund of tuition and fees for all job-related classes or training. Effective July 1, 2023, those employees who are full-time, permanent, and have completed a probationary period, if applicable, are eligible for a maximum of $2,000 and a maximum of $1,000 for permanent part-time in tuition reimbursement per fiscal year for fees, books, and/or tuition for such classes. Classes would require prior approval of the department head and/or City Manager, and subject to established criteria for reimbursement approval through administrative policy by City Manager. The educational benefit is designed to reimburse employees for fees, books, tuition, software, and valid parking fees (associated with the course only) upon conclusion of each individual course. Proof of satisfactory course completion and payment must be provided. Tuition reimbursement shall be limited to the annual budgeted amounts and subject to budgetary constraints and City Council approval. The funds will be allocated on a first-come, first-serve basis.

The program will allow full-time, permanent employees only to exceed $2,000 for tuition reimbursement, provided that the City Manager approves a Career Plan submitted by the employee and reviewed by the Human Resources Department. All classes would

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CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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require prior approval of the department head and Human Resources Department for the employee to receive any reimbursement. The employee shall be reimbursed for fees and/or tuition only upon conclusion of each individual class with a grade as noted in the chart below, or successful completion of courses that do not assign grades. Proof of satisfactory course completion and payment must be provided. Effective July 1, 2023, the City will reimburse employees in excess of $2,000 with an approved Career Plan, the equivalent of attending a non-profit university for full-time permanent employees only.

The cost of attendance includes tuition expenses, books, and related supplies. The chart below are the maximum amounts the city will reimburse:

Professional
Certifications
Pass; complete
certification
Tuition, fees,
books, and
supplies
$5,100 per the
program or per year
Associates Minimum of a grade
“C” or better
Tuition, fees,
books, and
supplies
$5,100 per year
Undergraduate Minimum of a grade
“C” or better
Tuition, fees,
books, and
supplies
$9,486 per year
Graduate Minimum of a grade
“b” or better
Tuition, fees,
books, and
supplies
$12,240 per year
The City will not pay for housing and food, international tuition and fees, transportation, personal or miscellaneous and personal expenses. Study abroad requests will be evaluated and approved by the City Manager and or the Chief Administrative Officer.

Employees with an approved Career Plan must meet the following requirements:
a. The program will begin to pay for a job-related bachelor’s degree after the employee completes their second-year anniversary with the City; a. The program will begin to pay for a job-related master’s degree after the employee completes their second-year anniversary and already possesses a bachelor’s degree;
b. The program will begin to pay for a job-related associate degree, or other jobrelated degree of certificate after the employee completes their probationary period.

All Full-Time employees will be eligible for an education incentive upon proof of completion of a job-related degree with demonstrated benefit to the City, subject to the approval by the City Manager or his/her designee, as follows:

Associate Degree: $50.00 per month, paid on a bi-weekly basis Bachelor’s Degree: $60.00 per month, paid on a bi-weekly basis Master’s Degree: $70.00 per month, paid on a bi-weekly basis

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CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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All Part-Time employees will be eligible for an education incentive upon proof of completion of a job-related degree with demonstrated benefit to the City, subject to the approval by the City Manager or his/her designee, as follows:

Associate Degree: $100.00 per year, paid on a bi-weekly basis Bachelor’s Degree: $200.00 per year, paid on a bi-weekly basis Master’s Degree: $300.00 per year, paid on a bi-weekly basis Employees will not receive an education incentive payment for any degrees required as a minimum qualification of the position. Employees will only receive one (1) education inventive. For example, if an employee processes two degrees, the employee will only receive one (1) education incentive, whichever is greater.

29. Social Security: The City also participates in the Federal Social Security Administration program.

30. Retirement: Retirement benefits are subject to the Public Employees’ Pension Reform Act (PEPRA) and related Public Employees’ Retirement Law (PERL).

The City contracts with the California Public Employees’ Retirement System (“CalPERS” or “PERS”) to provide retirement benefits for its employees. Pursuant to prior agreements and state-mandated reform, the City has implemented first, second, and third tier retirement benefits as follows:
a. Miscellaneous Employees (Classic Member – Tier 1): The CalPERS formula for employees hired on or after May 1, 1961, through March 8, 2012, shall be 2.7% at 55 with the use of average of the employee’s highest-one-year salary. b. Miscellaneous Employees (Classic Member – Tier 2): The CalPERS formula for employees hired on or after March 9, 2012, through December 31, 2012, shall be 2% at 60 with the use of average of the employee’s highest-three-year salary. c. Miscellaneous Employees (PEPRA Member): The CalPERS formula for employees hired on or after January 1, 2013, shall be 2% at 62 with the use of average of the employee’s highest-three-year salary as defined by the Public Employees Pension Reform Act (PEPRA) and related Public Employees’ Retirement Law (PERL). All new employees/members hired on or after January 1, 2013, pay 50% of the normal cost contribution.
d. Safety Other – Lifeguard Employees (Classic Member – Tier 1): The CalPERS formula for employees hired on or after December 19, 1996, through March 8, 2012, shall be 2% at 50 with the use of average of the employee’s highest-oneyear salary. e. Safety Other – Lifeguard Employees (Classic Member – Tier 2): The CalPERS formula for employees hired on or after March 9, 2012, through December 31,

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Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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2012, shall be 2% at 50 with the use of average of the employee’s highest-threeyear salary. f. Safety Other – Lifeguard Employees (PEPRA Member): The CalPERS formula for employees hired on or after January 1, 2013, shall be 2.7% at 57 with the use of average of the employee’s highest-three-year salary as defined by the Public Employees Pension Reform Act (PEPRA) and related Public Employees’ Retirement Law (PERL). All new employees/members hired on or after January 1, 2013, will pay 50% of the normal cost contribution.
g. Safety Fire – (Fire Chief) Fire Employee (Classic Member – Tier 1): The CalPERS formula for employees hired prior to July 1, 2011, shall be at 3% at 50 with the use of average of the employee’s highest-one-year salary.

31. Employee Cost Sharing: The employees share shall be half of the total Normal Rate towards the CalPERS retirement benefit as set forth below. Employee retirement cost sharing contributions that are in addition to the normal CalPERS Member Contribution will be calculated on base pay, special pays, and other pays normally reported as pensionable compensation, and will be made on a tax deferred basis through payroll deduction provided under 414(h)(2).
a. Miscellaneous Employees (Classic Member – Tier 1): currently, employees/members contribute 8% of the employee rate. Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing Additional Cost of 4.8% and will continue to contribute fifty percent (50%) of the total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases.
b. Miscellaneous Employees (Classic Member – Tier 2): currently, employees/members contribute 7% of the employee rate. Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing Additional Cost of 2.6% and will continue to contribute fifty percent (50%) of the total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases.
c. Safety Other – Lifeguard Employees (Classic Member – Tier 1): currently, employees/members contribute 9% of the employee rate. Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing Additional Cost of 6.4% and will continue to contribute fifty percent (50%) of the total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases.

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Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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d. Safety Other – Lifeguard Employees (Classic Member – Tier 2): currently, employees/members contribute 9% of the employee rate. Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing Additional Cost of 5.9% and will contribute to contribute fifty percent (50%) of the total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases.
e. Fire Employee – Fire Chief (Classic Member – Tier 1): currently, employees/members contribute 9% of the employee rate, plus a 6.78% modifier.

Upon the effective date of the contract amendment with CalPERS, members/employees will have Employee Sharing an Additional Cost of 3% for a total modifier of 9.78% and will continue to contribute fifty percent (50%) of the total Normal Rate cost sharing contribution of pensionable compensation towards retirement costs as permitted under Government Code §20516(f) as the total Normal Rate increases.

PEPRA employees/members pay 50% of the normal cost contribution as defined by the Public Employees Pension Reform Act (PEPRA) and related Public Employees’ Retirement Law (PERL).

The City must amend the contract with CalPERS every time the total Normal Rate cost increases. The City must comply with CalPERS requirements to amend the contract, which includes an affirmative vote of employees/members to share 50% of the total Normal Rate costs.

32. Short Term Disability (STD) and Long-Term Disability (LTD): Each employee will participate in the City’s STD and LTD Plans. Employees are required to file for STD or LTD after fourteen (14) consecutive days of absence due to illness, contagious disease, injury, or an authorized absence for medical care and/or appointments. STD and LTD premiums are paid by the employee as an after-tax deduction.

33. Employee Assistance Program: The City continues to implement and fund an Employee Assistance Program for all City employees.

34. Computer Loan: Full-time employees are eligible to borrow up to a maximum of $2,000 per a 24-month period and may apply once every 12-month period. Confidential employees must successfully pass their probationary period in order to qualify for a computer loan.

35. Bilingual-Pay: Employees may receive up to $50 a month after successfully passing both oral and written tests. Part-time employees who complete a competent bi-lingual skills test shall receive $.40 cents per hour, not to exceed $50 per month

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Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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36. Industrial Salary Continuation for Marine Safety Lieutenants a. The City offers workers’ compensation benefits to all employees as set by the law. The City provides salary continuation up to 240 hours (30 days) for full-time employees of full base salary continuance for work-related injuries or illnesses while performing job duties as set by the City Industrial Injury Illness & Exposure Administrative Policy.
b. Effective July 1, 2018, for full-time Marine Safety Lieutenants in those instances due to job-related injuries/illness where the employee’s work restrictions are so extensive that: 1) modified duty is infeasible; 2) modified duty is unavailable; or 3) the employee is temporarily totally disabled, the City will provide the employee salary continuation of 105% base pay inclusive of workers’ compensation insurance and other city funds. The employee salary continuation paid by the City will be paid for up to one (1) year. Employee salary continuation will terminate if the employee returns to full duty with no restrictions. The City will terminate the employee salary continuation for those employees on workers’ compensation benefits after one (1) year. The City will not continue the employee salary continuation benefit if an employee separates from City employment, becomes temporarily disabled, or passes away.
c. While an employee is receiving salary continuation as described in Section 2 above, the City will continue health benefits for up to one (1) year to employee’s spouse, registered domestic partner, and children under the age of 26. If the employee remarries within the year of the health continuation benefits, benefits for the former spouse will cease, and the new spouse will receive health continuation benefits. If the employee terminates the registered domestic partnership within the year of the health continuation benefits, benefits for the former domestic partner will cease, and the new register domestic partner will not receive health continuation benefits.
d. In the event of state legislation providing active-duty injury or death benefits for industrial injuries for Lifeguards, the benefits within Section b and Section c shall be null and void.

37. Longevity Pay: Longevity pay benefit will be provided to employees who have been actively serving in the city 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 and serving the residents of this community. This benefit is a way to demonstrate appreciation to those employees that have stayed in the City for these many years and as a gratitude for their loyalty.
a. The Longevity Pay benefit is as follows:
i. $200 a month for full-time employees that have served with the City for at least twenty (20) years or more

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CITY OF IMPERIAL BEACH
Appointive Management & Confidential
Salary and Benefit Summary
July 1, 2025 – June 30, 2027 Reso. No. 2025-043

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ii. $50 a month (not to exceed $600 a year) for part-time employees that work a regular schedule for at least twenty (20) years of active, continuous and uninterrupted service
b. For the purpose of longevity pay, employees who served on a part-time basis and then promoted to a full-time appointment, the time worked as a part-time employee shall be counted towards the twenty (20) years of service as long as the employee met the following criteria:
i. The employee must have worked a continuous and interrupted service while employed as a part-time employee. A break in service will be considered a leave of twelve (12) months or more. In the event that an employee has a break in service, their longevity count will reset. ii. For the purpose of calculating a year or service while employed on a parttime basis, one (1) year of service shall equal two thousand and eighty (2080) hours worked.

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City of Imperial Beach

POSITION DESCRIPTION
Title: Fire Marshal Job Number: 8088
Department: Fire Worker’s Comp Number: 8810
Division: Fire Prevention Labor Group: Mid-Management
Date: August 20, 2025 Resolution No.: 2025-043
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. 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 direction, to perform, develop, coordinate and supervise all Fire Department activities involving fire prevention ; conduct complex inspections of industrial and residential properties and places of assembly; coordinate and perform plan examinations, inspections, and enforcement of fire protection systems within State and Federal fire codes and regulations; provide complex and technical staff assistance to the Fire Chief; and perform other technical and administrative duties as assigned.

Distinguishing Characteristics
The Fire Marshal is a non-safety employee who supervises fire prevention non-safety staff.

Incumbents in this classification have considerable experience in selecting work methods and procedures. Incumbent is expected to exercise considerable judgment, high level of independence, be proactive and a self-starter with good decision-making skills. Effective communication and a goal-orientated mind-set is critical to the success of an employee in this role.

SUPERVISION RECEIVED AND EXERCISED
Receives general direction from the Fire Chief and/or designee. Exercises direct and general supervision over professional, technical, administrative support staff, and interns.

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not limited to fire inspection, plan review, enforcement, fire investigation, and public education programs.
• Coordinate with building officials, City planners, and developers to ensure enforcement and oversight of program.
• Provide technical information and fire protection assistance to architects, developers, contractors, engineers, and property owners.
• Manage, coordinate, and participate in the department’s public education program including special events, schools, business, and community-based programs. • Coordinate fire prevention inspections, plan check and educational activities within the department, with other City departments, outside agencies, and related businesses.
• Evaluate and determine applicability of fire, building, electrical, life safety and mechanical code requirements, and alternate means and methods of fire protection, calculations, and fire modeling.
• Ensure the compliance, verification, and approval of the plan review of highly complex fire alarm systems, fire sprinkler and standpipe systems, fire pumps, fixed fire extinguishing systems, smoke control systems, clean agent systems, nonstructural building construction projects, flammable and hazardous materials storage tanks, and facilities to assure compliance with nationally accepted model codes and standards.
• Ensure the enforcement of all fire prevention laws, codes, and ordinances relative to the protection of life, property, and the environment from fire and unauthorized or accidental hazardous material releases.
• Provide interpretations related to application or enforcement of applicable fire and building codes, laws, and standards.
• Conduct training activities related to fire prevention. • Oversee the approval process of issuing a variety of permits including, tank installation and removal, air supported structures, tent/canopy, miscellaneous burning, and special events.
• Oversee and participate in the development and administration of the annual budget, development of inspection fee schedule, participate in the forecast of funds needed for staffing, equipment, materials, and supplies, monitor and approve expenditures and implement adjustments as needed.
• Oversee department programs such as fire safety plan, project review, annual inspections, brush abatement, fire prevention intern/s, and fire education which include public education and fire safety materials, and other assigned programs. • Represent the Fire Department on matters relating to the development, promulgation and enforcement of related codes and ordinances.
• Select, train, motivate, and evaluate assigned personnel; provide or coordinate staff training; work with employees to correct deficiencies.
• Participate in the selection and evaluation of assigned personnel; prepare and review performance evaluations of assigned personnel; implement discipline and termination procedure with consultation of the Human Resources Department.

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• Plan, direct, coordinate, and review the work plan of the fire prevention personnel; meet with staff to identify and resolve problems; assign work activities, projects, and programs; monitor workflow; review and evaluate work products, methods, and procedures.
• Oversee and organize inspections of buildings and other structures for compliance with applicable provisions of State and/or local codes; prepare inspection records and technical letters pertaining to recommendations and violations. • Continuously monitor and evaluate the efficiency and effectiveness of service delivery methods and procedures; assess and monitor workload, administrative and support systems, and internal reporting relationships; identify opportunities for improvement and review with the Fire Chief; direct the implementation of improvements.
• Respond to and resolve difficult and sensitive inquiries and complaints. • May be required to meet with professional groups, civic groups, respond to media, schools, agencies, and the general public related to fire prevention and related matters.
• May be required to participate in, advise, and provide information to a variety of boards and commissions; attend and participate in professional group meetings; stay abreast of new trends and innovations in the field of fire prevention. • Make presentations before civic business and educational groups as necessary; attend City Council and commission meetings and make presentations as assigned. • Represent the Fire Department to other departments, elected officials and outside agencies; coordinate assigned activities with those of other departments and outside agencies and organizations.
• Assist with special projects and other related duties as assigned. • May be required to act and fill in for the Fire Chief during their absence. • 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:
• Principles practices, techniques and procedures related to fire inspector, plan review, and enforcement.
• Pertinent City, County, State and Federal laws and regulations pertaining to fire suppression and prevention.
• Local, State, and Federal codes, standards, ordinances, and rules. • Building materials, construction methods, and fire alarm and suppression systems. • City and Fire Department policies and procedures.
• Operations, services, and activities of a comprehensive fire prevention program. • Principles and practices of municipal budget preparation and administration.

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• Principles of supervision, training, and performance evaluation. • Disciplinary procedures and processes.
• Emergency incident management, specifically the Incident Command System (ICS), National Incident Management System (NIMS), and Standardized Emergency Management System (SEMS).
• Principles and practices of training program development and implementation. • Principes of incident safety.
• Confined space and technical rescue techniques.

Ability to:
• Plan, organize and direct the program and activities of a fire prevention program. • Analyze problems, identify alternative solutions, and project consequences of proposed actions and implement recommendations.
• Exercise independent judgment in the solution of sensitive and complex issues.

Prepare and effectively present comprehensive reports and recommendations verbally and in writing; communicate clearly and concisely, both orally and in writing. • Establish and maintain effective working relationships with employees, City officials, other governmental jurisdictions, and the general public. • Properly interpret and make decisions in accordance with laws, regulations, and policies.
• Work well under pressure to meet deadlines.
• Develop and administer program goals, objectives, and procedures. • Analyze and assess programs, policies, and operational needs and make appropriate adjustments.
• Research, analyze, and evaluate new service delivery methods and techniques. • Plan, organize, direct, and coordinate the work of lower-level staff. • Delegate authority and responsibility.
• Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. • Prepare clear and concise administrative and financial reports. • Identify and respond to sensitive community and organizational issues, concerns and needs.
• Demonstrate an awareness and appreciation of the cultural diversity of the community.
• Demonstrate knowledge of City streets, alleys, and commercial locations. • Establish and maintain effective working relationships with those contacted in the course of work.
• Assist in preparation of the Fire Department budget.
• Select, supervise, train, and evaluate staff.

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:

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Education and Experience:
• A bachelor’s degree from an accredited college or university with major coursework in Fire Science, Fire Administration, Public Administration or related field and a is highly desirable.
• An associate degree, in Fire Science, Fire Technology or related area of study with a combination of at least four (4) years of experience in fire prevention and fire protection is required. If incumbent does not possess an associate’s degree at the time of hire, then eight (8) years of full-time equivalent fire prevention experience including two (2) years or supervisory experience is required.

Licensing and Certification:
• Successful completion of the Emergency Management Institute FEMA ICS 200, ICS 300, ICS 400, ICS 700 and ICS 800
• Hazardous Materials Awareness Certification or higher level. If not possessed at the time of hire, then the ability to commence the certification process within eight (8) months of hire and complete within two (2) years of employment. • PC 832 certification
• CPR certification
• Certification or course work of Fire Marshal through the California State Fire Training is required at the time of hire.
• 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 it through the course of employment.

PHYSICAL DEMANDS, WORKING CONDITIONS AND 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 accommodation may be made to enable individuals with disabilities to perform the essential job functions.

Physical Environment
Primary functions require sufficient physical ability to work in an office setting and operate office equipment. Continuous sitting and upward and downward flexion of neck; fine finger dexterity; light to moderate finger pressure to manipulate keyboard, equipment controls, and office equipment; pinch grasp to manipulate writing utensils. Frequent side-to-side turning of neck, walking, standing, bending, stooping, pushing/pulling, and twisting at waist; moderate wrist torque to twist equipment knobs and dials; lifting objects weighing up to 20 lbs. from below waist to above shoulders and transporting distances up to 50 yards. Occasional squatting, kneeling, and reaching above and at shoulder height; moderate grasp to manipulate reference books and manuals; lifting objects weighing 20- 35 lbs. from below waist to above shoulders and transporting distances up to 50 feet.

Vision:

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See in the normal visual range with or without correction; vison 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 setting with some travel to various locations to attend meetings or respond to emergency scenes, disasters, or critical incidents; occasional exposure to noise, dust, grease, smoke, fumes, airborne particles, noxious odors, gases, and all types of weather and temperature conditions; occasionally work near moving mechanical parts, in areas of limited and restricted entry and exit, and in high precarious places; extensive public contact; the noise level in the work environment is usually moderate; however, the noise level may be very loud when responding to emergency calls and when working at a fire or other emergency incident; incumbent may wear protective apparel including goggles, face protector, aprons, safety shoes; may be required to work extended hours including evenings and weekends and may be required to travel outside City boundaries to attend meetings. environment is both formal and informal, team oriented, having variable tasks, pace, and pressure.

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City of Imperial Beach

POSITION DESCRIPTION
Title: Environmental Officer Job Number: 2077
Department:Environmental & Natural Resources Worker’s Comp Number: 8810 Division: Labor Group: Confidential
Date: August 20, 2025 Resolution No. 2025-043
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, responsible for developing and implementing comprehensive City-wide environmental and sustainability programs designed to ensure compliance with storm water, solid waste, and climate action plan regulations; aids other departmental staff; assists in the preparation of technical and administrative data in written report and presentation formats; performs other related duties as required. Organize, coordinate, and implement comprehensive safety and loss control/prevention programs and activities for the City; implement program goals and objectives; evaluates safety training requirements; inspects facilities and equipment for compliance with mandated safety regulations.

SUPERVISION RECEIVED AND EXERCISED
Works under the direct supervision of the Environmental & Natural Resources Director.

May exercise direct supervision over professional, technical, and clerical staff.

WHEN ASSIGNED TO SAFETY
• Conduct periodic audits, maintain records, and prepare reports concerning new or ongoing safety and health programs and program effectiveness. • Implement, conduct, maintain, and monitor safety training, programs, procedures, manuals and educational materials designed to achieve compliance with current state, federal, and local laws and regulations.
• Coordinate and review the work plan for assigned environmental compliance program services and activities; review and evaluate work products, methods and procedures; meet with staff to identify and resolve problems. • Survey, analyze, evaluate and inspect City facilities and equipment to determine compliance with local, state and federal safety regulations; recommend corrective measures as needed.
• Develop and present employee safety-training materials.

Attachment 4

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• Implement special projects, including coordination, research and development of safety initiatives to solve hazards.
• Interpret, analyze and determine general occupational health and safety and industrial hygiene compliance in all City departments; ensure City operations comply with OSHA laws and regulations.
• Consult with, advise and assist City departments regarding procurement of safety equipment and hardware, conduct safety and training meetings, and resolution of problems related to risk and safety issues.
• Serve on and coordinate departmental Safety Incident Review meetings composed of managers, supervisors, and employee representatives. • Prepare oral and written reports, including technical and presentation reports, tables, charts, slides, and computer-based presentations; assist in preparing presentations for management, City Council, and other agencies. • Develop and maintain computerized record keeping, documentation and database systems for accident, Cal/OSHA, safety training, and related reports. • Attend and participate in seminars and meetings related to safety; maintain liaison with professional safety organizations and other agencies to obtain and exchange current developments in providing a safe work environment for municipal government operations.
• Perform a variety of administrative duties as assigned.

WHEN ASSIGNED TO ENVIRONMENTAL
• Coordinate the organization and operational activities for assigned environmental compliance programs including stormwater, solid waste, environmental permitting, and other environmental programs or issues as assigned. • Participate in the development and implementation of goals, objectives, policies and priorities; may recommend and implement resulting policies and procedures. • Coordinate and review the work plan for assigned environmental compliance program services and activities; review and evaluate work products, methods and procedures; meet with staff to identify and resolve problems. • Analyze and evaluate all local, state and federal laws, regulations and ordinances governing assigned programs to ensure environmental compliance. • Participate in the development and administration of assigned program budget; forecast funds needed for staffing, materials, programs and supplies; recommend adjustments as necessary.
• Coordinate assigned activities with those of other departments and divisions as well as outside agencies and organizations.
• Coordinate stormwater monitoring and sampling activities; interpret applicable legislation as it applies to stormwater and other environmental programs. • Conducts field investigations and inspections related to the City’s stormwater management and solid waste programs.
• Oversee and coordinate the City's stormwater management and other environmental programs as assigned; coordinate referrals to and monitor the

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response of outside regulatory agencies; provide technical assistance to City departments, divisions and the business community.
• Attend and participate in regional storm water copermittee meetings, professional group meetings; stay abreast of new trends and innovations in the field of environmental compliance.
• Work with other departments and divisions to develop and maintain program databases.
• Organize and provide data for annual reports and/or on-site regulatory audits. • Initiate and conduct storm water and other environmental studies. • Prepare professional service agreements, resolutions, and written reports for City Council.
• Perform related duties as required.

Knowledge of:
• Operations, services, and activities of a safety and training program. • Principles, practices, materials, equipment, methods and techniques of safety program development and implementation.
• State, federal, and local occupational, environmental safety and health laws applicable to Public Works, Utilities, and other City departments. • Principles, practices, and methods for code enforcement. • Recent developments, current literature and information related to safety regulations.
• Accident investigation techniques; accident/incident record keeping techniques. • Pertinent federal, state and local laws, codes, and regulations including those affecting storm water NPDES permits, solid waste and recycling, climate adaptation and mitigation, and other environmental permits and programs. • Permitting, legal, regulatory, and technical requirements of storm water NPDES Permits.
• Modern principles and practices of water quality monitoring, wastewater, hazardous materials or waste, or industrial waste.
• Inspection, investigation and code enforcement principles and practices. • Organization and operation of municipal government; and employee safety. • Pollutant detection methodology related to storm water runoff or other wastes. • Best management practices programs for municipal, commercial, industrial, construction, and development activities.
• Basic principles and practices of municipal budget preparation and administration • Basic principles and practices of Occupational Health and Safety Rules.

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• Proper use of monitoring, sampling, and basic testing equipment. • Industrial Hygiene.
• Local, state and federal statutes, codes and regulations related to storm water, solid waste, and other environmental programs.
• Principles and practices of safety program management. • OSHA laws and regulations.

Ability to:
• Develop, coordinate and direct effective safety and training programs. • Recommend and implement goals, objectives, policies and procedures for providing risk management loss control/prevention and safety programs. • Read, interpret, and apply a variety of regulations related to industrial/occupational safety.
• Plan, organize, direct, coordinate, administer, and evaluate assigned environmental programs or projects.
• Exercise sound judgment to determine environmental program and permit compliance with existing laws and regulations.
• Conduct research, interpret data, and prepare complete and accurate analyses, reports, and recommendations.
• Ensure compliance with appropriate safety practices and regulations. • Assess and evaluate safety training needs and develop appropriate programs and/or make recommendations for improvement.
• Conduct accident and workplace safety investigations; identify existing or potential hazards.
• Understand the organization and operation of the City and of outside agencies as necessary to assume assigned responsibilities.
• Understand, interpret, and apply general and specific administrative and departmental policies and procedures as well as applicable federal, state, and local policies, laws, and regulations.
• Prepare clear and concise oral and written reports, both narrative and statistical and assist in presenting them.
• Prepare concise analysis, reports, and recommendations. • Perform a full range of responsible advanced professional level analytical, programmatic, and administrative duties in support of assigned programs, functions, and/or department involving the use of independent judgment and personal initiative. • Participate in the preparation and administration of assigned budgets. • Respond to emergency situations involving actual or suspected illegal discharges or spills to the storm drain system or environment effectively represent the City to outside individuals and agencies to accomplish the goals and objectives of the unit. • Work cooperatively with other departments, City officials, and outside agencies. • Respond tactfully, clearly, concisely, and appropriately to inquiries from the public, City staff, or other agencies on sensitive issues in area of responsibility. • Communicate clearly and concisely, both orally and in writing. • Represent the City in a professional manner when working with boards, community

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groups, and the general public.
• Establish and maintain effective working relationships with those contacted in the course of work.

Education & Experience:
• A Bachelor’s degree from an accredited college or university with major course work in public administration, business administration, environmental science, biology occupational health and safety, industrial hygiene, safety engineering, public health or a related field.
• Five (5) years of responsible experience in environmental programs, environmental management and regulatory compliance. Administrative experience related to storm water management, NPDES permit compliance, or other environmental compliance programs is required.

Licensing & Certifications:
• 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.
• Possession of Cardiopulmonary Resuscitation (CPR) American Red Cross for the Professional Rescuer and Healthcare Providers or American Heart Association BLS for Healthcare Providers or ability to obtain within six months of employment. • Associate in Risk Management (ARM), RIMS- Certified Risk Management Professional (RIMS-CRMP), Certified Safety Professional (CSP), or equivalent, is highly 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.

Primary functions require sufficient physical ability to work in an office setting and operate office equipment. CONTINUOUS sitting and upward and downward flexion of neck; fine finger dexterity; light to moderate finger pressure to manipulate keyboard, equipment controls, and office equipment; pinch grasp to manipulate writing utensils. FREQUENT side-to-side turning of neck, walking, standing, bending, stooping, pushing/pulling, and twisting at waist; moderate wrist torque to twist equipment knobs and dials; lifting objects weighing up to 20 lbs. from below waist to above shoulders and transporting distances up to 50 yards. OCCASIONAL squatting, kneeling, and reaching above and at shoulder height; moderate grasp to manipulate reference books and manuals; lifting objects

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weighing 20-35 lbs. from below waist to above shoulders and transporting distances up to 50 feet.

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.

Work is performed both indoors in an office and plant area, as well as occasional outdoors in the field and collateral facilities. Exposure to temperature swings from cool, controlled environment in an office to extreme heat, humidity, cold and rain outdoors. Some exposure to extreme noise of plant machinery and other equipment. Mechanical and electrical hazards of plant equipment; fumes and odors of chemicals and gases. Work in dusty areas. Work schedule is an 80-hour biweekly period, with unscheduled breaks.

Overtime or flexible hours may be required infrequently due to emergencies or for system maintenance. Work environment is informal, team-oriented, having both routine and variable tasks, with variable pace and pressure.

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Position Description
Title: Finance Administrative Coordinator Job Number: 2003 Department:Finance Workers’ Comp Number: 8810
Division: Administration Labor Group: Confidential
Date: August 20, 2025 Reso. No. 2025-043
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, to perform a wide variety of highly responsible administrative and clerical support to the finance department and/or department head; to perform routine administrative duties for a department; to provide information and assistance to the public regarding departmental policies and procedures; and to perform related duties as assigned.

SUPERVISION RECEIVED & EXERCISED
Works under the general supervision of the Finance Director and/or designee. May oversee clerical, temporary, and volunteer staff.

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. • Provide administrative support functions for the finance department including budgeting, purchasing, or other specialized departmental tasks. • Collect, compile, and analyze information from various sources on a variety of specialized topics related to functions administered by the position or by management staff including financial, budget, or administrative issues or questions. • Perform independent professional and technical public administration duties in all assigned areas of the administrative program.
• Provide administrative support for special projects including research and analysis. • Consult with businesses, citizens, personnel, consultants, governmental agencies, and associations to obtain information.
• Assist in budget preparation, analysis, and administration as assigned. • May prepare reports, resolutions, graphics, amendments, and grant documentation. • Assist with annual audit preparation; collect, organize, and compile information related to financial statements and other documents.
• Assist in processing incoming payments and accounts receivable, revenue recognition, cashiering, and recording of financial transactions. • Assist in processing accounts payable and purchasing. • Assist in preparing City payroll, reviewing timesheets, and preparation of related reports and confidential tasks.

Attachment 5

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• Assist in the administration and processing of business licenses. • Perform a variety of other clerical tasks as minor duties or backup to staff, including but not limited to, data entry, copying, recordkeeping, filing, and processing standard business forms.
• Screen calls, visitors, and mail; answer questions and provide information to City staff and the public regarding City and departmental procedures and policies; follow up on sensitive customer complaints and inquiries.
• Research, compile, analyze, and summarize data for special projects. • Assist with requests for information.
• Verify and review materials, applications, records, and reports for completeness and conformance with established regulations and procedures. • Establish and maintain a variety of files and records of information pertinent to the administration of the department and specific programs. • Maintain department supplies and equipment; contact vendors and order supplies as necessary.
• Serve as liaison between the finance department and other City staff, the general public, and outside agencies; provide information and assistance as appropriate. • Perform other related duties and responsibilities as assigned by the Department Head and/or designee.

Knowledge of:
• General city policies, procedures, and practices.
• Research and reporting methods, techniques, and procedures. • Basic public relations techniques.
• Modern office procedures, methods, and computer software and hardware including management information systems and office automation.
• Intermediate Microsoft Office Suite skills.
• Principles and procedures of financial record keeping and reporting. • Principles of accounting and mathematics.
• Proper English usage, grammar, punctuation, and spelling.

Ability to:
• Demonstrate excellent customer service.
• Understand pertinent procedures and functions quickly and apply them without immediate supervision.
• Maintain accurate records.
• Demonstrate high attention to detail.
• Read, understand, and apply difficult materials.
• Proofread and detect errors in keyboarding, spelling, grammar, and punctuation.

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• Plan, organize, and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical deadlines. • Prepare and present reports in tabular, graphic, and narrative form. • Establish and maintain effective relationships with those contacted in the course of work.
• Respond tactfully, clearly, concisely, and appropriately to inquiries from the public, press, or other agencies on sensitive issues in the area of responsibility. • Perform a wide variety of responsible, confidential, and complex duties.

Education:

Graduation from a high school or GED equivalent, including specialized administrative and business training.

Completion of an associate degree or higher in accounting, finance, business administration, or a closely related field is preferred but not required.

Experience:

Four (4) years of progressively responsible administrative/clerical experience. Some administrative and analytical experience, preferably within a local government environment, in the collection, compilation, and analysis of data involving financial, budgetary, or administrative issues is highly desirable.

Licensing:

Possession of or ability to obtain, prior to employment, a valid Class “C” California driver’s license with a safe, satisfactory driving record.

WORK AND 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.

While performing the duties of this job, the employee is regularly required to reach with hands and arms, stand, walk, bend and use hands and fingers, handle, feel, or operate objects.

Occasionally the employee is required to climb or balance, stoop, kneel, crouch, or crawl. On a continuous basis, the employee is required to sit at a desk for long periods of time; intermittently stand and walk. Intermittently twist and reach office equipment above and below shoulders; use telephone, write or use a keyboard to communicate through written means; use a computer keyboard on a regular and continuing basis; lift or carry up to 25 pounds. See in the normal vision range with or without correction to read typical business documents and computer screens; hear in the normal range with or without correction.

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Standard office and storage facility setting. Continuously working indoors, exposure to dust from paperwork. May be exposed to extreme heat and humidity in un-air-conditioned storage facility/ies; temperature swings from air-conditioned offices to outdoors; fumes, odors, and possible explosive hazards from chemicals used in cleaning and maintaining equipment. The work environment is both formal and informal, team-oriented, having variable tasks, pace, and pressure. Work is performed indoors in offices, meeting rooms, and storage facilities.

TOOLS AND EQUIPMENT
Basic office equipment, including office telephone, personal computer, printer, ten-key calculator, scanner, copier, and postage machine.

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City of Imperial Beach
Position Description
Title: Community Development Director Job Number: 2040
Department: Community Development Workers’ Comp Number: 9410 Division: Community Development Labor Group: None/Management Date: August 20, 2025 Reso. No.: 2025-043
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 administrative direction, plans, directs, manages, and oversees the functions, programs, and operations of the Community Development Department including planning, building, code enforcement, and housing services and activities; implements State and Federal laws, local Ordinances, City policies and procedures including General Plan, Local Coastal Plan, Climate Action Plan, zoning and environmental review, and establishes procedures coordinates assigned activities with other departments and outside agencies; serves as staff person to the Planning Commission and City committees; serves as liaison with regional governments on planning issues; provides highly responsible and complex administrative support the City Manager and Assistant City Manager.

SUPERVISION RECEIVED AND EXERCISED
Receives general administrative direction from the City Manager or designee. Exercises direct supervision over management, supervisory, professional, technical and administrative staff.

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conducted in accordance with federal, state, and City laws, ordinances, rules, and regulations; develop comprehensive plans to guide the physical development of the City, conserve resources, and satisfy the mandates of State law. • Direct and supervise application review on planned residential, commercial, and industrial projects, use permits, variances, and zone changes; ensure compliance with city policies, ordinances, and related regulations; establish, within City policy, appropriate service and staffing levels; monitor and evaluate the efficiency and effectiveness of service delivery methods and procedures; allocate resources accordingly.
• Strategize, develop, and implement goals, objectives, policies and programs which promote the City’s economic development.
• Ensures that economic development activities comply with City goals, policies and procedures as well as local, federal and state regulations; develops and maintains required reports, files and records.
• Prepare and administer the budget for the Community Development Department including Planning, Building, Code Compliance, Housing, and GIS/Mapping Divisions determining the best utilization of staff/staffing needs and sets priorities for the department including projection of costs, staffing and priorities; approve expenditures and implement budgetary adjustments as appropriate and necessary. Manage the development and implementation of departmental goals, objectives, policies, performance measures, and priorities for each assigned service area.
• Interview and select department employees in accordance with the guidelines and authority conferred by the City Manager; select, train, motivate and evaluate assigned personnel; plan and organize work; develop and establish work methods and standards; conduct and/or direct staff training and development; review and evaluate employee performance; execute disciplinary action in consultation with the Human Resources Department.
• Advise and provide assistance to the City Council, the Planning Commission, numerous City Committees, other City personnel, and the public regarding related issues; prepare and present reports and recommendations relating to department actions and activities. Conduct and/or direct studies, preparation and presentation of reports regarding the use of land in the City and the activities of the Community Development Department; coordinate the Community Development Block Grant application process.
• Represent the City, or delegate such authority, in relation with the community, advisory committees, local, state, and federal agencies, other Community Development departments, and professional organizations. • Confer with developers, representatives of residential, commercial, and industrial interests, property owners, and others in promoting and coordinating the development and use of property within the City; oversee negotiations and agreements with developers related to property development. confer with other City staff on related activities.

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• Identify and respond to concerns, issues and needs of the City Manager, Chief Administrative Officer, Assistant City Manager, City Council and Community as appropriate.
• May serve as Acting City Manager as deemed necessary; perform other related duties and responsibilities as assigned by City Manager or designee.

Knowledge of:

Extensive knowledge of the principles, practices, and techniques of planning; state and federal laws, ordinances, rules and regulations regarding local government operations related to planning and building inspection; principles and practices of supervision.

Considerable knowledge of California Environmental Quality Act and California Planning, Zoning and Development Laws, including the Sub-division Map Act and related statutes.

Ability to plan, organize, and coordinate department activities; prepare and interpret ordinances and formulate land use policies; prepare and present reports; communicate effectively both orally and in writing; deal constructively with conflict and develop effective resolutions; establish and maintain cooperative working relationships; supervise assigned staff; principles and practices of municipal budget preparation and administration; principles of supervision, training and performance evaluation.

Ability to:

Organize and direct the collection and analysis of economic and statistical data basic to the interpretation of community development problems; prepare and present clear and concise oral and written reports; supervise personnel research, compile and present statistical and other data in a logical manner; coordinate staff work and planning developments with civic interest and sound community planning; formulate budget estimates and administer departmental fiscal matters; communicate clearly and effectively, both orally and in writing. establish and maintain effective relationships with those contacted in the course of work.

EDUCATION, EXPERIENCE AND LICENSING
Education:

Graduation from a college or university, with a bachelor’s degree in planning, public administration, political science, business management, or closely related field is required.

A master’s degree in planning or related field and American Institute of Certified Planners (AICP) membership are highly desirable.

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Experience:

Seven (7) years of progressively responsible planning experience in the field of redevelopment or urban and environmental planning which includes three (3) years of administrative and supervisory experience.

Licensing:

A valid California Driver’s license Class “C” with good driving records and maintain throughout the course of employment.

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 job, the employee is frequently required to sit and talk or hear, use hands to finger, handle, feel or operate objects, tools, phones and a personal computer or laptop, copy machine, fax machine. Standard office setting with continuous working indoors. City Hall is on a 9/80 work schedule with alternating Fridays off in a biweekly period. Employee may be required to work weekends and evenings. Work environment is both formal and informal, team oriented, having variable tasks, pace, and pressure. Work is performed indoors in office and in meeting rooms.

Primary functions require sufficient physical ability to work in an office setting and operate office equipment. Continuous sitting and upward and downward flexion of neck; fine finger dexterity; light to moderate finger pressure to manipulate keyboard, equipment controls, and office equipment; pinch grasp to manipulate writing utensils. Frequent side-to-side turning of neck, walking, standing, bending, stooping, pushing/pulling, and twisting at waist; moderate wrist torque to twist equipment knobs and dials; lifting objects weighing up to 20 lbs. from below waist to above shoulders and transporting distances up to 50 yards. Occasional squatting, kneeling, and reaching above and at shoulder height; moderate grasp to manipulate reference books and manuals; lifting objects weighing 20- 35 lbs. from below waist to above shoulders and transporting distances up to 50 feet.

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

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Page 1 of 1 ends

LAST MINUTE AGENDA INFORMATION -

REVISED
08/20/2025 Regular City Council Meeting
(Agenda Related Writings/Documents provided to a majority of the City Council after distribution of the Agenda Packet for the August 20, 2025, meeting.) ITEM
NO. SUBJECT TITLE DESCRIPTION

16.d
RESOLUTION 2025-043 APPROVING AND
ADOPTING THE FY 2025-27 SALARY
SCHEDULE, THE CITY’S APPOINTIVE

MANAGEMENT & CONFIDENTIAL

BENEFITS SUMMARY AND VARIOUS
PERSONNEL CHANGES. (0520-75)
a. Revised Attachment 7:

City of Imperial Beach
Salary Schedule
Fiscal Year 2025-2027.

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City of Imperial Beach
Salary Schedule
Fiscal Year 2025-2027
Adopted by Resolution No. 2025-043 on August 20, 2025
Attachment 7
a.1 08-20-2025 Item No. 16.d
Last Mintue Agenda Information

REVISED

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Job No. General Employees Range

LOW HIGH
5010 ACCOUNT/CLERK TECHNICIAN 49 5,127 - 6,871
5014 ADMINISTRATIVE ASSISTANT 45 4,618 - 6,189
5020 ADMINISTRATIVE INTERN (Part-Time) 29P 3,137 - 4,204 5025 ADMINISTRATIVE INTERN-GIS (Part-Time) 29P 3,137 - 4,204 5050 ASSISTANT PLANNER 55 5,957 - 7,982
5060 ASSOCIATE PLANNER 60 6,740 - 9,033
9010 BEACH/PARKS MAINTENANCE WORKER 26 3,029 - 4,059
5070 BUILDING & PLANNING TECHNICIAN 42 4,356 - 5,838
5080 BUILDING/HOUSING INSPECTOR I 58 6,547 - 8,774
6025 CODE COMPLIANCE OFFICER II 54 5,780 - 7,746
2048 COMMUNITY PARK RANGER I 30F 3,477 - 4,660
2055 COMMUNITY RESPONSE CREW LEADER 55 5,957 - 7,982
2053 COMMUNITY RESPONSE CREW MEMBER 50 5,364 - 7,188
9020 CUSTODIAN 29 3,281 - 4,397
6050 CUSTOMER SERVICE SPECIALIST 41 4,303 - 5,767
3023 FACILITIES PROJECT COORDINATOR 54 5,780 - 7,746
7025 FIRE SAFETY INSPECTOR 57 6,258 - 8,387
9030 FLEET SUPERVISOR 62 7,081 - 9,490
9050 GROUNDS & FACILITIES SUPERVISOR 59 6,576 - 8,812
6072 LEAD MAINTENANCE WORKER 50 5,364 - 7,188
9080 MAINTENANCE WORKER I 36 3,900 - 5,226
9090 MAINTENANCE WORKER II 43 4,475 - 5,997
8040 MARINE SAFETY SERGEANT 53 5,639 - 7,557
11120 MECHANIC I 40 4,191 - 5,617
11130 MECHANIC II 53 5,639 - 7,557
8010 OCEAN LIFEGUARD I 34 3,711 - 4,973
8020 OCEAN LIFEGUARD II 46 4,751 - 6,367
11153 PUBLIC WORKS INSPECTOR 58 6,547 - 8,774
7015 RECREATION & COMMUNITY SERVICES COORDINATOR 45 4,618 - 6,189 7014 RECREATION & COMMUNITY SERVICES COORDINATOR II 50 5,364 - 7,188 7003 RECREATION LEADER I 27 3,106 - 4,162
7004 RECREATION LEADER II 30 3,359 - 4,502
7010 RECREATION PROGRAM AIDE 26 3,029 - 4,059
7020 RECREATION PROGRAM COORDINATOR 34 3,711 - 4,973
7005 RECREATION SPECIALIST 35 3,805 - 5,099
11160 SEWER SUPERVISOR 64 7,328 - 9,820
11170 STREET SUPERVISOR 61 6,909 - 9,258
11180 TIDELANDS SUPERVISOR 60 6,740 - 9,033
Monthly Salary

CITY OF IMPERIAL BEACH SALARY SCHEDULE

POSITION CLASSIFICATIONS AND MONTHLY COMPENSATION
EFFECTIVE JULY 1, 2025 - JUNE 30, 2027
Adopted by Reso No. 2025-043
a.2 08-20-2025 Item No. 16.d
Last Mintue Agenda Information

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Job No. Fire Department (sworn) Range

LOW HIGH
8085 FIREFIGHTER/PARAMEDIC RECRUIT FP09 4,940
8055 FIRE CAPTAIN/PARAMEDIC FP08C 8,905 - 11,934
FIRE CAPTAIN/PARAMEDIC (40 HR.) 08PC 8,905 - 11,934
8070 FIRE ENGINEER/PARAMEDIC FP07 7,499 - 10,050
FIRE ENGINEER/PARAMEDIC (40 HR.) 07P 7,499 - 10,050
8090 FIREFIGHTER/PARAMEDIC FP06 6,943 - 9,305
FIREFIGHTER/PARAMEDIC (40 HR.) 06P 6,943 - 9,305
Job No. Confidential Range

LOW HIGH
5012 ACCOUNTANT 57C 6,021 - 8,068
5014 ADMINISTRATIVE ASSISTANT (Part-Time) 45PC 4,355 - 5,837 4035 ADMINISTRATIVE ASSISTANT (Full-Time) 45C 4,421 - 5,925 2054 COMMUNITY OUTREACH WORKER (Temporary) 40C 4,032 - 5,403 2077 ENVIROMENTAL OFFICER (Effective 08/09/24) 66C 7,407 - 9,926 3027 EXECUTIVE ASSISTANT TO MAYOR (Limited Term) 54C 5,561 - 7,452 2003 FINANCE ADMINISTRATIVE COORDINATOR (Effective 9/23/24) 48C 4,788 - 6,416 4085 HOUSING PROGRAM SPECIALIST 53C 5,412 - 7,252
4070 HUMAN RESOURCES TECHNICIAN I 43C 4,284 - 5,741
3053 INFORMATION TECHNOLOGY ANALYST I 60C 6,484 - 8,689 3053 INFORMATION TECHNOLOGY ANALYST II 65C 7,225 - 9,683 3055 INFORMATION TECHNOLOGY SPECIALIST I 53C 5,412 - 7,252 3055 INFORMATION TECHNOLOGY SPECIALIST II 55C 5,730 - 7,679 6073 INFORMATION TECHNOLOGY TECHNICIAN 49C 4,932 - 6,609 8030 MARINE SAFETY LIEUTENANT 58C 6,268 - 8,399
2043 PARKS , RECREATION AND COMMUNITY SERVICES
SUPERVISOR 66C 7,407 - 9,926
4040 SENIOR ACCOUNTANT 63C 6,844 - 9,172
7035 SENIOR ADMINISTRATIVE ASSISTANT 49C 4,932 6,609

CITY OF IMPERIAL BEACH SALARY SCHEDULE

POSITION CLASSIFICATIONS AND MONTHLY COMPENSATION
EFFECTIVE JULY 1, 2025 - JUNE 30, 2027
Adopted by Reso No. 2025-043
Monthly Salary
Monthly Salary
a.3 08-20-2025 Item No. 16.d
Last Mintue Agenda Information

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Job No. Mid-Management Range

LOW HIGH
2018 ASSISTANT CITY CLERK (Effective 05/06/25) BAND 6,426 - 8,961 9420 ASSISTANT PUBLIC WORKS DIRECTOR BAND 9,113 - 12,301 6000 BUILDING OFFICIAL (Effective 06/02/25) BAND 10,793 - 14,208 9018 CAPITAL IMPROVEMENT PROGRAM CONSTRUCTION
MANAGER BAND 8,669 - 11,040
3010 CITY PLANNER/MANAGEMENT ASSOCIATE BAND 9,690 - 12,648 3045 FINANCE MANAGER BAND 9,187 - 12,135
8088 FIRE MARSHAL (Effective 08/23/24) BAND 10,604 - 14,041 9038 GIS MANAGER BAND 8,144 - 10,940
4083 HOUSING & NEIGHBORHOOD SERVICES MANAGER BAND 8,270 - 10,932 3048 INFORMATION TECHNOLOGY MANAGER BAND 9,349 - 11,293 3050 MARINE SAFETY CAPTAIN BAND 7,938 - 10,454
7045 SENIOR MANAGEMENT ANALYST BAND 7,101 - 9,208
Job No. Management/Department Heads Range
2023 CHIEF ADMINISTRATIVE OFFICER BAND 15,138 - 18,351
2030 CITY CLERK BAND 7,507 - 14,187
2040 COMMUNITY DEVELOPMENT DIRECTOR BAND 11,848 - 16,787 2070 ENVIRONMENTAL & NATURAL RESOURCES DIRECTOR BAND 10,154 - 13,140 2005 FINANCE DIRECTOR BAND 12,293 - 16,177
8045 FIRE CHIEF BAND 10,592 - 18,849
3043 HUMAN RESOURCES DIRECTOR BAND 11,890 - 16,961
2060 PUBLIC WORKS DIRECTOR BAND 10,304 - 17,652
Job No. Elected and City Manager Range
1010 CITY COUNCILMEMBER N/A
1020 CITY MANAGER N/A
1030 MAYOR N/A 800
Monthly Salary
Monthly Salary
950
19,125
Monthly Salary

CITY OF IMPERIAL BEACH SALARY SCHEDULE

POSITION CLASSIFICATIONS AND MONTHLY COMPENSATION
EFFECTIVE JULY 1, 2025 - JUNE 30, 2027
Adopted by Reso No. 2025-043
a.4 08-20-2025 Item No. 16.d
Last Mintue Agenda Information

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SALARY RANGE TABLE 1
RANGE 24 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 16.38 17.20 18.06 18.97 19.91 20.91 21.96
MONTHLY 2,839.89 2,981.88 3,130.98 3,287.52 3,451.90 3,624.50 3,805.72 ANNUAL 34,078.64 35,782.57 37,571.70 39,450.29 41,422.80 43,493.94 45,668.64 RANGE 24P STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 16.63 17.46 18.33 19.25 20.21 21.22 22.28
MONTHLY 2,882.25 3,026.37 3,177.69 3,336.57 3,503.40 3,678.57 3,862.50 ANNUAL 34,587.05 36,316.40 38,132.23 40,038.84 42,040.78 44,142.82 46,349.97 RANGE 25 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 17.05 17.90 18.79 19.73 20.72 21.75 22.84
MONTHLY 2,954.56 3,102.29 3,257.40 3,420.27 3,591.29 3,770.85 3,959.40 ANNUAL 35,454.75 37,227.47 39,088.85 41,043.29 43,095.46 45,250.23 47,512.75 RANGE 26 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 17.47 18.35 19.27 20.23 21.24 22.30 23.42
MONTHLY 3,028.96 3,180.41 3,339.43 3,506.40 3,681.72 3,865.80 4,059.09 ANNUAL 36,347.50 38,164.88 40,073.13 42,076.78 44,180.62 46,389.64 48,709.13 RANGE 26P STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 17.55 18.43 19.35 20.32 21.34 22.40 23.52
MONTHLY 3,042.74 3,194.87 3,354.62 3,522.35 3,698.46 3,883.39 4,077.56 ANNUAL 36,512.83 38,338.47 40,255.40 42,268.17 44,381.57 46,600.65 48,930.69 RANGE 27 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 17.92 18.81 19.75 20.74 21.78 22.87 24.01
MONTHLY 3,105.65 3,260.94 3,423.98 3,595.18 3,774.94 3,963.69 4,161.87 ANNUAL 37,267.85 39,131.24 41,087.80 43,142.20 45,299.30 47,564.27 49,942.49 RANGE 27P STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 17.13 17.99 18.89 19.83 20.83 21.87 22.96
MONTHLY 2,969.71 3,118.20 3,274.11 3,437.81 3,609.70 3,790.19 3,979.70 ANNUAL 35,636.52 37,418.35 39,289.27 41,253.73 43,316.41 45,482.24 47,756.35 RANGE 28 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 18.37 19.29 20.25 21.26 22.33 23.44 24.61
MONTHLY 3,183.60 3,342.78 3,509.92 3,685.42 3,869.69 4,063.17 4,266.33 ANNUAL 38,203.25 40,113.41 42,119.08 44,225.04 46,436.29 48,758.10 51,196.00 RANGE 29 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 18.93 19.88 20.87 21.91 23.01 24.16 25.37
MONTHLY 3,280.99 3,445.04 3,617.29 3,798.15 3,988.06 4,187.46 4,396.84 ANNUAL 39,371.86 41,340.46 43,407.48 45,577.85 47,856.75 50,249.58 52,762.06 RANGE 29P STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 18.10 19.00 19.95 20.95 22.00 23.10 24.26
MONTHLY 3,137.26 3,294.13 3,458.83 3,631.77 3,813.36 4,004.03 4,204.23 ANNUAL 37,647.16 39,529.52 41,506.00 43,581.29 45,760.36 48,048.38 50,450.80 RANGE 29C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 18.12 19.03 19.98 20.98 22.02 23.13 24.28
MONTHLY 3,140.77 3,297.81 3,462.70 3,635.84 3,817.63 4,008.51 4,208.94 ANNUAL 37,689.27 39,573.74 41,552.43 43,630.04 45,811.55 48,102.13 50,507.23 26 26P
27 24
24P
25 29P
29C
27P
28 29
SALARY SCHEDULE EFFECTIVE 7/1/2025 - 6/30/2026
a.5
*ALL CONFIDENTIAL POSITION GRADES INCLUDE C
08-20-2025 Item No. 16.d
Last Mintue Agenda Information

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SALARY RANGE TABLE 2
RANGE 30 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 19.38 20.35 21.37 22.43 23.56 24.73 25.97
MONTHLY 3,359.15 3,527.10 3,703.46 3,888.63 4,083.06 4,287.22 4,501.58 ANNUAL 40,309.77 42,325.26 44,441.52 46,663.59 48,996.78 51,446.61 54,018.94 RANGE 30F STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 20.06 21.06 22.12 23.22 24.38 25.60 26.88
MONTHLY 3,477.01 3,650.86 3,833.41 4,025.08 4,226.33 4,437.65 4,659.53 ANNUAL 41,724.15 43,810.35 46,000.88 48,300.91 50,715.96 53,251.76 55,914.34 RANGE 30P STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 18.81 19.75 20.74 21.78 22.87 24.01 25.21
MONTHLY 3,260.60 3,423.63 3,594.81 3,774.55 3,963.27 4,161.44 4,369.51 ANNUAL 39,127.15 41,083.51 43,137.69 45,294.56 47,559.30 49,937.26 52,434.13 RANGE 31 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 20.17 21.18 22.24 23.35 24.52 25.74 27.03
MONTHLY 3,496.24 3,671.05 3,854.60 4,047.33 4,249.70 4,462.18 4,685.29 ANNUAL 41,954.86 44,052.60 46,255.23 48,567.99 50,996.40 53,546.21 56,223.52 RANGE 31C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 19.40 20.37 21.39 22.46 23.59 24.77 26.00
MONTHLY 3,363.37 3,531.54 3,708.12 3,893.52 4,088.20 4,292.61 4,507.24 ANNUAL 40,360.46 42,378.48 44,497.40 46,722.28 49,058.39 51,511.30 54,086.87 RANGE 31PC STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 19.31 20.27 21.29 22.35 23.47 24.64 25.88
MONTHLY 3,346.82 3,514.16 3,689.87 3,874.37 4,068.08 4,271.49 4,485.06 ANNUAL 40,161.88 42,169.98 44,278.47 46,492.40 48,817.02 51,257.87 53,820.76 RANGE 32 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 20.82 21.87 22.96 24.11 25.31 26.58 27.91
MONTHLY 3,609.51 3,789.98 3,979.48 4,178.45 4,387.38 4,606.75 4,837.08 ANNUAL 43,314.07 45,479.77 47,753.76 50,141.45 52,648.52 55,280.95 58,045.00 RANGE 32P STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 19.91 20.91 21.95 23.05 24.20 25.41 26.68
MONTHLY 3,451.48 3,624.05 3,805.25 3,995.52 4,195.29 4,405.06 4,625.31 ANNUAL 41,417.72 43,488.61 45,663.04 47,946.19 50,343.49 52,860.68 55,503.71 RANGE 33 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 21.20 22.26 23.37 24.54 25.77 27.06 28.41
MONTHLY 3,674.50 3,858.22 4,051.13 4,253.69 4,466.38 4,689.69 4,924.18 ANNUAL 44,093.98 46,298.68 48,613.61 51,044.30 53,596.51 56,276.33 59,090.15 RANGE 34 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 21.41 22.48 23.61 24.79 26.03 27.33 28.69
MONTHLY 3,711.28 3,896.84 4,091.68 4,296.27 4,511.08 4,736.64 4,973.47 ANNUAL 44,535.35 46,762.11 49,100.22 51,555.23 54,132.99 56,839.64 59,681.62 RANGE 35 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 21.95 23.05 24.20 25.41 26.68 28.02 29.42
MONTHLY 3,804.90 3,995.15 4,194.90 4,404.65 4,624.88 4,856.13 5,098.93 ANNUAL 45,658.83 47,941.77 50,338.86 52,855.80 55,498.59 58,273.52 61,187.19 30 31C
31PC
32 30F
30P
31 35
32P
33 34
SALARY SCHEDULE EFFECTIVE 7/1/2025 - 6/30/2026
a.6
*ALL CONFIDENTIAL POSITION GRADES INCLUDE C
08-20-2025 Item No. 16.d
Last Mintue Agenda Information

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SALARY RANGE TABLE 3
RANGE 35C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 21.12 22.17 23.28 24.45 25.67 26.95 28.30
MONTHLY 3,660.31 3,843.32 4,035.49 4,237.26 4,449.12 4,671.58 4,905.16 ANNUAL 43,923.66 46,119.85 48,425.84 50,847.13 53,389.48 56,058.96 58,861.91 RANGE 36 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 22.50 23.62 24.80 26.05 27.35 28.71 30.15
MONTHLY 3,899.78 4,094.77 4,299.51 4,514.48 4,740.21 4,977.22 5,226.08 ANNUAL 46,797.34 49,137.22 51,594.08 54,173.78 56,882.47 59,726.60 62,712.93 RANGE 37F STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 23.56 24.74 25.98 27.28 28.64 30.07 31.58
MONTHLY 4,084.31 4,288.52 4,502.95 4,728.10 4,964.50 5,212.73 5,473.36 ANNUAL 49,011.70 51,462.29 54,035.41 56,737.17 59,574.03 62,552.73 65,680.37 RANGE 37P STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 21.77 22.86 24.00 25.20 26.46 27.79 29.18
MONTHLY 3,773.80 3,962.49 4,160.62 4,368.65 4,587.08 4,816.44 5,057.26 ANNUAL 45,285.65 47,549.93 49,927.42 52,423.80 55,044.99 57,797.24 60,687.10 RANGE 38 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 23.51 24.69 25.92 27.22 28.58 30.01 31.51
MONTHLY 4,075.11 4,278.87 4,492.81 4,717.45 4,953.33 5,200.99 5,461.04 ANNUAL 48,901.36 51,346.43 53,913.75 56,609.44 59,439.91 62,411.90 65,532.50 RANGE 38P STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 22.48 23.61 24.79 26.03 27.33 28.69 30.13
MONTHLY 3,896.93 4,091.78 4,296.37 4,511.19 4,736.75 4,973.58 5,222.26 ANNUAL 46,763.20 49,101.35 51,556.43 54,134.25 56,840.96 59,683.01 62,667.16 RANGE 38C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 22.51 23.63 24.81 26.05 27.36 28.72 30.16
MONTHLY 3,900.96 4,096.01 4,300.81 4,515.85 4,741.64 4,978.72 5,227.66 ANNUAL 46,811.52 49,152.10 51,609.70 54,190.19 56,899.70 59,744.67 62,731.91 RANGE 39 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 23.91 25.10 26.36 27.68 29.06 30.51 32.04
MONTHLY 4,143.87 4,351.06 4,568.61 4,797.05 5,036.90 5,288.74 5,553.18 ANNUAL 49,726.41 52,212.73 54,823.37 57,564.54 60,442.77 63,464.91 66,638.16 RANGE 40 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 24.18 25.39 26.66 27.99 29.39 30.86 32.40
MONTHLY 4,191.31 4,400.87 4,620.92 4,851.96 5,094.56 5,349.29 5,616.75 ANNUAL 50,295.68 52,810.46 55,450.99 58,223.53 61,134.71 64,191.44 67,401.01 RANGE 40C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 23.26 24.42 25.65 26.93 28.27 29.69 31.17
MONTHLY 4,032.03 4,233.63 4,445.31 4,667.57 4,900.95 5,146.00 5,403.30 ANNUAL 48,384.30 50,803.52 53,343.70 56,010.88 58,811.42 61,751.99 64,839.59 RANGE 41 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 24.83 26.07 27.37 28.74 30.18 31.68 33.27
MONTHLY 4,303.11 4,518.27 4,744.18 4,981.39 5,230.46 5,491.98 5,766.58 ANNUAL 51,637.33 54,219.20 56,930.15 59,776.66 62,765.50 65,903.77 69,198.95 35C
36 37F
37P
38 41
38P
38C
39 40
40C
SALARY SCHEDULE EFFECTIVE 7/1/2025 - 6/30/2026
a.7
*ALL CONFIDENTIAL POSITION GRADES INCLUDE C
08-20-2025 Item No. 16.d
Last Mintue Agenda Information

Page 216 of 222 ends

SALARY RANGE TABLE 4
RANGE 41C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 23.76 24.95 26.20 27.51 28.89 30.33 31.85
MONTHLY 4,119.21 4,325.17 4,541.43 4,768.50 5,006.93 5,257.28 5,520.14 ANNUAL 49,430.57 51,902.09 54,497.19 57,222.06 60,083.16 63,087.32 66,241.69 RANGE 42 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 25.13 26.39 27.71 29.09 30.55 32.08 33.68
MONTHLY 4,356.19 4,574.00 4,802.70 5,042.84 5,294.98 5,559.73 5,837.71 ANNUAL 52,274.30 54,888.01 57,632.42 60,514.04 63,539.74 66,716.72 70,052.56 RANGE 43 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 25.82 27.11 28.46 29.89 31.38 32.95 34.60
MONTHLY 4,475.10 4,698.86 4,933.80 5,180.49 5,439.51 5,711.49 5,997.06 ANNUAL 53,701.22 56,386.28 59,205.59 62,165.87 65,274.17 68,537.88 71,964.77 RANGE 43P STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 24.69 25.92 27.22 28.58 30.01 31.51 33.08
MONTHLY 4,279.30 4,493.27 4,717.93 4,953.83 5,201.52 5,461.60 5,734.68 ANNUAL 51,351.65 53,919.22 56,615.19 59,445.94 62,418.25 65,539.16 68,816.12 RANGE 43C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 24.71 25.95 27.25 28.61 30.04 31.54 33.12
MONTHLY 4,283.85 4,498.05 4,722.95 4,959.10 5,207.05 5,467.40 5,740.77 ANNUAL 51,406.25 53,976.57 56,675.39 59,509.16 62,484.62 65,608.85 68,889.29 RANGE 44 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 26.41 27.73 29.11 30.57 32.10 33.70 35.39
MONTHLY 4,577.08 4,805.94 5,046.23 5,298.55 5,563.47 5,841.65 6,133.73 ANNUAL 54,925.00 57,671.26 60,554.82 63,582.55 66,761.68 70,099.77 73,604.75 RANGE 45 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 26.64 27.98 29.38 30.84 32.39 34.01 35.71
MONTHLY 4,618.46 4,849.39 5,091.85 5,346.45 5,613.77 5,894.46 6,189.18 ANNUAL 55,421.54 58,192.62 61,102.25 64,157.36 67,365.23 70,733.49 74,270.16 RANGE 45P STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 25.48 26.75 28.09 29.50 30.97 32.52 34.14
MONTHLY 4,416.43 4,637.25 4,869.11 5,112.57 5,368.20 5,636.61 5,918.44 ANNUAL 52,997.16 55,647.02 58,429.36 61,350.84 64,418.37 67,639.29 71,021.26 RANGE 45C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 25.51 26.78 28.12 29.53 31.00 32.55 34.18
MONTHLY 4,421.09 4,642.14 4,874.25 5,117.96 5,373.86 5,642.55 5,924.68 ANNUAL 53,053.06 55,705.71 58,491.00 61,415.55 64,486.32 67,710.63 71,096.17 RANGE 45PC STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 25.13 26.38 27.70 29.09 30.54 32.07 33.67
MONTHLY 4,355.47 4,573.25 4,801.91 5,042.00 5,294.10 5,558.81 5,836.75 ANNUAL 52,265.66 54,878.94 57,622.89 60,504.04 63,529.24 66,705.70 70,040.99 RANGE 46 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 27.41 28.78 30.22 31.73 33.32 34.98 36.73
MONTHLY 4,750.96 4,988.50 5,237.93 5,499.82 5,774.82 6,063.56 6,366.73 ANNUAL 57,011.46 59,862.03 62,855.13 65,997.89 69,297.79 72,762.68 76,400.82 41C
42 44
45 45P
43 43P
43C
45C
45PC
46 SALARY SCHEDULE EFFECTIVE 7/1/2025 - 6/30/2026
a.8
*ALL CONFIDENTIAL POSITION GRADES INCLUDE C
08-20-2025 Item No. 16.d
Last Mintue Agenda Information

Page 217 of 222 ends

SALARY RANGE TABLE 5
RANGE 46C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 26.24 27.55 28.93 30.37 31.89 33.49 35.16
MONTHLY 4,547.92 4,775.31 5,014.08 5,264.78 5,528.02 5,804.43 6,094.65 ANNUAL 54,575.03 57,303.78 60,168.97 63,177.42 66,336.29 69,653.11 73,135.76 RANGE 47 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 28.10 29.50 30.98 32.53 34.15 35.86 37.65
MONTHLY 4,870.28 5,113.80 5,369.49 5,637.96 5,919.86 6,215.85 6,526.65 ANNUAL 58,443.40 61,365.56 64,433.84 67,655.53 71,038.31 74,590.23 78,319.74 RANGE 48 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 28.86 30.30 31.81 33.40 35.07 36.83 38.67
MONTHLY 5,001.73 5,251.82 5,514.41 5,790.13 6,079.64 6,383.62 6,702.80 ANNUAL 60,020.78 63,021.81 66,172.91 69,481.56 72,955.64 76,603.41 80,433.58 RANGE 48P STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 27.59 28.97 30.42 31.94 33.54 35.22 36.98
MONTHLY 4,782.98 5,022.13 5,273.23 5,536.89 5,813.74 6,104.43 6,409.65 ANNUAL 57,395.74 60,265.52 63,278.80 66,442.74 69,764.88 73,253.12 76,915.78 RANGE 48C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 27.62 29.00 30.45 31.98 33.58 35.25 37.02
MONTHLY 4,787.98 5,027.38 5,278.75 5,542.68 5,819.82 6,110.81 6,416.35 ANNUAL 57,455.73 60,328.52 63,344.96 66,512.20 69,837.81 73,329.70 76,996.19 RANGE 49 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 29.58 31.06 32.61 34.24 35.95 37.75 39.64
MONTHLY 5,126.91 5,383.26 5,652.42 5,935.04 6,231.79 6,543.38 6,870.55 ANNUAL 61,522.93 64,599.07 67,829.02 71,220.48 74,781.51 78,520.58 82,446.61 RANGE 49P STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 28.71 30.15 31.65 33.24 34.90 36.64 38.47
MONTHLY 4,976.50 5,225.32 5,486.59 5,760.92 6,048.96 6,351.41 6,668.98 ANNUAL 59,717.95 62,703.85 65,839.05 69,130.99 72,587.54 76,216.92 80,027.76 RANGE 49C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 28.45 29.88 31.37 32.94 34.59 36.32 38.13
MONTHLY 4,932.07 5,178.68 5,437.61 5,709.49 5,994.97 6,294.72 6,609.45 ANNUAL 59,184.89 62,144.13 65,251.33 68,513.90 71,939.60 75,536.58 79,313.41 RANGE 50 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 30.94 32.49 34.12 35.82 37.61 39.49 41.47
MONTHLY 5,363.69 5,631.87 5,913.46 6,209.14 6,519.59 6,845.57 7,187.85 ANNUAL 64,364.22 67,582.43 70,961.55 74,509.64 78,235.11 82,146.87 86,254.21 RANGE 50L STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 32.06 33.66 35.34 37.11 38.97 40.91 42.96
MONTHLY 5,556.57 5,834.40 6,126.12 6,432.43 6,754.05 7,091.75 7,446.34 ANNUAL 66,678.89 70,012.83 73,513.47 77,189.15 81,048.60 85,101.03 89,356.09 RANGE 51 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 31.27 32.83 34.47 36.20 38.01 39.91 41.90
MONTHLY 5,419.90 5,690.90 5,975.44 6,274.21 6,587.92 6,917.32 7,263.18 ANNUAL 65,038.81 68,290.75 71,705.28 75,290.56 79,055.09 83,007.83 87,158.22 47 48
48P
46C
49C
50 50L
48C
49 49P
51 SALARY SCHEDULE EFFECTIVE 7/1/2025 - 6/30/2026
a.9
*ALL CONFIDENTIAL POSITION GRADES INCLUDE C
08-20-2025 Item No. 16.d
Last Mintue Agenda Information

Page 218 of 222 ends

SALARY RANGE TABLE 6
RANGE 51C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 29.93 31.43 33.00 34.65 36.38 38.20 40.11
MONTHLY 5,188.28 5,447.69 5,720.08 6,006.08 6,306.38 6,621.70 6,952.79 ANNUAL 62,259.32 65,372.29 68,640.90 72,072.95 75,676.59 79,460.42 83,433.44 RANGE 52 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 31.74 33.32 34.99 36.74 38.58 40.51 42.53
MONTHLY 5,501.19 5,776.25 6,065.07 6,368.32 6,686.74 7,021.07 7,372.13 ANNUAL 66,014.33 69,315.05 72,780.80 76,419.83 80,240.83 84,252.87 88,465.51 RANGE 53 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 32.53 34.16 35.87 37.66 39.55 41.52 43.60
MONTHLY 5,639.33 5,921.30 6,217.36 6,528.23 6,854.64 7,197.37 7,557.24 ANNUAL 67,671.96 71,055.56 74,608.33 78,338.75 82,255.69 86,368.47 90,686.89 RANGE 53C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 31.22 32.78 34.42 36.14 37.95 39.85 41.84
MONTHLY 5,411.66 5,682.24 5,966.35 6,264.67 6,577.90 6,906.80 7,252.14 ANNUAL 64,939.89 68,186.89 71,596.23 75,176.04 78,934.84 82,881.58 87,025.66 RANGE 54 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 33.35 35.01 36.77 38.60 40.53 42.56 44.69
MONTHLY 5,780.18 6,069.19 6,372.65 6,691.28 7,025.85 7,377.14 7,746.00 ANNUAL 69,362.19 72,830.30 76,471.81 80,295.40 84,310.17 88,525.69 92,951.97 RANGE 54C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 32.08 33.68 35.37 37.14 38.99 40.94 42.99
MONTHLY 5,560.52 5,838.55 6,130.47 6,437.00 6,758.85 7,096.79 7,451.63 ANNUAL 66,726.23 70,062.54 73,565.67 77,243.95 81,106.15 85,161.47 89,419.54 RANGE 55 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 34.36 36.08 37.89 39.78 41.77 43.86 46.05
MONTHLY 5,956.56 6,254.39 6,567.11 6,895.46 7,240.24 7,602.25 7,982.36 ANNUAL 71,478.74 75,052.68 78,805.32 82,745.58 86,882.86 91,227.00 95,788.35 RANGE 55C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 33.06 34.71 36.45 38.27 40.18 42.19 44.30
MONTHLY 5,730.20 6,016.71 6,317.54 6,633.42 6,965.09 7,313.34 7,679.01 ANNUAL 68,762.35 72,200.47 75,810.50 79,601.02 83,581.07 87,760.12 92,148.12 RANGE 56 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 35.23 36.99 38.84 40.78 42.82 44.96 47.21
MONTHLY 6,105.98 6,411.28 6,731.85 7,068.44 7,421.86 7,792.95 8,182.60 ANNUAL 73,271.79 76,935.38 80,782.15 84,821.26 89,062.32 93,515.44 98,191.21 RANGE 57 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 36.11 37.91 39.81 41.80 43.89 46.08 48.39
MONTHLY 6,258.33 6,571.25 6,899.81 7,244.80 7,607.04 7,987.39 8,386.76 ANNUAL 75,099.96 78,854.95 82,797.70 86,937.59 91,284.46 95,848.68 100,641.12 RANGE 57C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 34.73 36.47 38.29 40.21 42.22 44.33 46.55
MONTHLY 6,020.50 6,321.52 6,637.60 6,969.48 7,317.95 7,683.85 8,068.04 ANNUAL 72,245.95 75,858.24 79,651.16 83,633.72 87,815.40 92,206.17 96,816.47 53 53C
54 51C
52 56
57 57C
54C
55 55C
SALARY SCHEDULE EFFECTIVE 7/1/2025 - 6/30/2026
a.10
*ALL CONFIDENTIAL POSITION GRADES INCLUDE C
08-20-2025 Item No. 16.d
Last Mintue Agenda Information

Page 219 of 222 ends

SALARY RANGE TABLE 7
RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7
HOURLY 37.77 39.66 41.64 43.73 45.91 48.21 50.62
MONTHLY 6,547.35 6,874.72 7,218.45 7,579.37 7,958.34 8,356.26 8,774.07 ANNUAL 78,568.19 82,496.59 86,621.43 90,952.50 95,500.12 100,275.12 105,288.88 RANGE 58C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 36.16 37.97 39.87 41.86 43.95 46.15 48.46
MONTHLY 6,267.54 6,580.92 6,909.97 7,255.46 7,618.24 7,999.15 8,399.11 ANNUAL 75,210.51 78,971.03 82,919.58 87,065.56 91,418.84 95,989.79 100,789.28 RANGE 59 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 37.94 39.83 41.83 43.92 46.11 48.42 50.84
MONTHLY 6,575.77 6,904.56 7,249.79 7,612.28 7,992.89 8,392.53 8,812.16 ANNUAL 78,909.24 82,854.70 86,997.44 91,347.31 95,914.68 100,710.40 105,745.92 RANGE 60 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 38.89 40.83 42.87 45.02 47.27 49.63 52.11
MONTHLY 6,740.24 7,077.25 7,431.11 7,802.67 8,192.80 8,602.44 9,032.56 ANNUAL 80,882.85 84,926.99 89,173.34 93,632.01 98,313.61 103,229.30 108,390.76 RANGE 60C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 37.41 39.28 41.24 43.30 45.47 47.74 50.13
MONTHLY 6,484.09 6,808.29 7,148.71 7,506.14 7,881.45 8,275.52 8,689.30 ANNUAL 77,809.07 81,699.53 85,784.51 90,073.73 94,577.42 99,306.30 104,271.61 RANGE 61 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 39.86 41.85 43.94 46.14 48.45 50.87 53.41
MONTHLY 6,908.68 7,254.11 7,616.81 7,997.66 8,397.54 8,817.42 9,258.29 ANNUAL 82,904.11 87,049.31 91,401.77 95,971.87 100,770.46 105,808.98 111,099.43 RANGE 62 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 40.86 42.90 45.04 47.30 49.66 52.14 54.75
MONTHLY 7,081.71 7,435.80 7,807.59 8,197.97 8,607.86 9,038.26 9,490.17 ANNUAL 84,980.53 89,229.56 93,691.03 98,375.59 103,294.37 108,459.08 113,882.04 RANGE 63 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 41.25 43.31 45.48 47.75 50.14 52.64 55.28
MONTHLY 7,149.63 7,507.11 7,882.47 8,276.59 8,690.42 9,124.94 9,581.19 ANNUAL 85,795.55 90,085.33 94,589.60 99,319.08 104,285.03 109,499.28 114,974.25 RANGE 63C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 39.49 41.46 43.53 45.71 47.99 50.39 52.91
MONTHLY 6,844.08 7,186.29 7,545.60 7,922.88 8,319.03 8,734.98 9,171.73 ANNUAL 82,129.01 86,235.47 90,547.24 95,074.60 99,828.33 104,819.74 110,060.73 RANGE 64 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 42.28 44.39 46.61 48.94 51.39 53.96 56.65
MONTHLY 7,327.89 7,694.28 8,079.00 8,482.95 8,907.10 9,352.45 9,820.07 ANNUAL 87,934.68 92,331.41 96,947.98 101,795.39 106,885.15 112,229.41 117,840.88 RANGE 65 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 43.33 45.50 47.77 50.16 52.67 55.30 58.07
MONTHLY 7,510.75 7,886.28 8,280.60 8,694.63 9,129.36 9,585.83 10,065.12 ANNUAL 90,128.97 94,635.41 99,367.19 104,335.55 109,552.32 115,029.94 120,781.43 58 63
63C
64 58C
59 60
60C
61 62
65 SALARY SCHEDULE EFFECTIVE 7/1/2025 - 6/30/2026
a.11
*ALL CONFIDENTIAL POSITION GRADES INCLUDE C
08-20-2025 Item No. 16.d
Last Mintue Agenda Information

Page 220 of 222 ends

SALARY RANGE TABLE 8
RANGE 65C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 41.68 43.77 45.96 48.26 50.67 53.20 55.86
MONTHLY 7,225.32 7,586.58 7,965.91 8,364.21 8,782.42 9,221.54 9,682.62 ANNUAL 86,703.82 91,039.00 95,590.96 100,370.51 105,389.03 110,658.48 116,191.40 RANGE 66 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 44.42 46.64 48.97 51.42 53.99 56.69 59.53
MONTHLY 7,699.46 8,084.43 8,488.65 8,913.08 9,358.74 9,826.67 10,318.01 ANNUAL 92,393.48 97,013.15 101,863.81 106,957.00 112,304.85 117,920.09 123,816.09 RANGE 66C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 42.73 44.87 47.11 49.47 51.94 54.54 57.26
MONTHLY 7,406.86 7,777.20 8,166.06 8,574.36 9,003.08 9,453.23 9,925.89 ANNUAL 88,882.27 93,326.38 97,992.70 102,892.34 108,036.95 113,438.80 119,110.74 RANGE 67 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 45.53 47.80 50.19 52.70 55.34 58.10 61.01
MONTHLY 7,891.09 8,285.65 8,699.93 9,134.93 9,591.67 10,071.25 10,574.82 ANNUAL 94,693.09 99,427.75 104,399.14 109,619.10 115,100.05 120,855.06 126,897.81 RANGE 68 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 46.66 48.99 51.44 54.01 56.71 59.55 62.53
MONTHLY 8,087.53 8,491.91 8,916.50 9,362.33 9,830.45 10,321.97 10,838.07 ANNUAL 97,050.39 101,902.91 106,998.05 112,347.95 117,965.36 123,863.62 130,056.80 RANGE 69 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 47.86 50.25 52.76 55.40 58.17 61.08 64.13
MONTHLY 8,295.05 8,709.80 9,145.29 9,602.56 10,082.69 10,586.82 11,116.16 ANNUAL 99,540.60 104,517.62 109,743.51 115,230.68 120,992.23 127,041.83 133,393.93 RANGE 69C STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 45.81 48.10 50.51 53.03 55.68 58.47 61.39
MONTHLY 7,940.55 8,337.58 8,754.46 9,192.18 9,651.79 10,134.38 10,641.10 ANNUAL 95,286.65 100,050.98 105,053.53 110,306.21 115,821.52 121,612.59 127,693.22 RANGE 70 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 49.05 51.50 54.08 56.78 59.62 62.60 65.73
MONTHLY 8,501.94 8,927.04 9,373.39 9,842.06 10,334.16 10,850.87 11,393.41 ANNUAL 102,023.28 107,124.45 112,480.67 118,104.70 124,009.94 130,210.44 136,720.96 RANGE 71 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 50.28 52.79 55.43 58.20 61.11 64.17 67.37
MONTHLY 8,714.47 9,150.20 9,607.71 10,088.09 10,592.50 11,122.12 11,678.23 ANNUAL 104,573.68 109,802.36 115,292.48 121,057.11 127,109.96 133,465.46 140,138.73 RANGE 72 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 51.53 54.10 56.81 59.65 62.63 65.76 69.05
MONTHLY 8,931.40 9,377.96 9,846.86 10,339.21 10,856.17 11,398.97 11,968.92 ANNUAL 107,176.74 112,535.57 118,162.35 124,070.47 130,273.99 136,787.69 143,627.08 RANGE 73 STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 52.82 55.46 58.23 61.14 64.20 67.41 70.78
MONTHLY 9,155.21 9,612.97 10,093.62 10,598.30 11,128.22 11,684.63 12,268.86 ANNUAL 109,862.55 115,355.68 121,123.46 127,179.64 133,538.62 140,215.54 147,226.32 66C
67 68
65C
66 71
72 73
69 69C
70 SALARY SCHEDULE EFFECTIVE 7/1/2025 - 6/30/2026
a.12
*ALL CONFIDENTIAL POSITION GRADES INCLUDE C
08-20-2025 Item No. 16.d
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FIRE SALARY RANGE TABLE 1
FIRE RANGE 06P-40 HRS STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 40.06 42.06 44.16 46.37 48.69 51.12 53.68
MONTHLY 6,943.26 7,290.42 7,654.94 8,037.69 8,439.57 8,861.55 9,304.63 ANNUAL 83,319.07 87,485.02 91,859.28 96,452.25 101,274.86 106,338.60 111,655.53 FIRE RANGE 07P-40 HRS STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 43.27 45.43 47.70 50.08 52.59 55.22 57.98
MONTHLY 7,499.27 7,874.23 8,267.94 8,681.34 9,115.41 9,571.18 10,049.73 ANNUAL 89,991.20 94,490.76 99,215.30 104,176.07 109,384.87 114,854.11 120,596.82 FIRE RANGE 08PC-40 HRS STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 51.38 53.95 56.64 59.48 62.45 65.57 68.85
MONTHLY 8,905.40 9,350.67 9,818.20 10,309.11 10,824.57 11,365.79 11,934.08 ANNUAL 106,864.76 112,207.99 117,818.40 123,709.31 129,894.78 136,389.52 143,209.00 FIRE RANGE FP06-56 HRS STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 28.61 30.04 31.55 33.12 34.78 36.52 38.34
MONTHLY 6,943.26 7,290.42 7,654.94 8,037.69 8,439.57 8,861.55 9,304.63 ANNUAL 83,319.07 87,485.02 91,859.28 96,452.25 101,274.86 106,338.60 111,655.53 FIRE RANGE FP07-56 HRS STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 30.90 32.45 34.07 35.77 37.56 39.44 41.41
MONTHLY 7,499.27 7,874.23 8,267.94 8,681.34 9,115.41 9,571.18 10,049.73 ANNUAL 89,991.20 94,490.76 99,215.30 104,176.07 109,384.87 114,854.11 120,596.82 FIRE RANGE FP08C-56 HRS STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 HOURLY 36.70 38.53 40.46 42.48 44.61 46.84 49.18
MONTHLY 8,905.40 9,350.67 9,818.20 10,309.11 10,824.57 11,365.79 11,934.08 ANNUAL 106,864.76 112,207.99 117,818.40 123,709.31 129,894.78 136,389.52 143,209.00 FIRE RANGE FP09
MONTHLY 4,940.41
ANNUAL 59,284.92
06P
07P
08PC
FP09
FP06
FP07
FP08C
SALARY SCHEDULE EFFECTIVE 7/1/2025-6/30/2026
a.13 08-20-2025 Item No. 16.d
Last Mintue Agenda Information

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Imperial Beach City CouncilAugust 20, 2025

Imperial Beach City Council
August 20, 2025