CITY MANAGER' S REPORT
ITEM 5. 3
MARCH 13, 2023 CITY COUNCIL REGULAR MEETING
ITEM: BIENNIAL BUDGET FISCAL YEAR ( FY) 2022 — 2023
MID-YEAR REPORT ( YEAR 2)
RECOMMENDATION: Adopt a Resolution Approving the Mid- Year Budget Report for Year 2 of the Biennial Budget Fiscal Year
2022- 23 and Related Budget Augmentation Request
SUMMARY:
As part of the Biennial Budget process, a mid- cycle review is conducted on the second year' s programmed allocations ( Year 2 or FY 2023). The financial review as of December 31, 2022, provides a mid- year budget update to the City Council for the current fiscal year. The purpose of the mid- year review is to update City Council on the financial condition of the City and recommend adjustments to the City' s Budget that have been identified subsequent to budget adoption. The annual mid- year budget review is an essential element in maintaining financial stability and transparency. The mid- year budget review process provides the City Council with an opportunity to review the General Fund, make the needed course corrections to achieve a more accurate budget for the current fiscal year ( resulting in greater budget transparency), and help shape the development of the next budget cycle. The primary focus of the report is on the General Fund, which accounts for a majority of the City' s operations.
At mid- year, a $ 110, 000 appropriation adjustment is proposed for the General Fund to align the City' s expenditures with its current operating needs. The expenditures include technology costs needed to protect the City' s network with enhanced cyber security and professional services in the Finance Department for a payroll audit. In addition, funds for police services that were budgeted in Measure C, Mossdale CFD 2004- 1, COPS, and CLSP 2019- 2 need to be transferred to the General Fund. These transfers align with the funding of the Police Department and are where costs are charged within the general fund.
FY 22- 23 Sales Tax and Property Tax revenue are performing better than expected.
This is mainly due to an increase in economic development activity throughout the fiscal year. Due to the revised projections, staff proposes increasing sales tax and property tax revenue by $ 559 thousand each. Overall, the proposed mid- year adjustments will result in the ending General Fund unallocated fund balance to remain at the current level of $ 9. 1 million.
In addition, in order for the City to ensure that job descriptions align with job duties the mid- year includes a stafF reclassification in the Parks, Recreation and Maintenance Services Department and the Police Department. There is also a request for one new position in the Human Resources Department to facilitate the increased demand with a growing City workforce. The table on the next page is a summary of the proposed reclassifications and new positions created as a result of this alignment.
CITY MANAGER' S REPORT Page 2
MARCH 13, 2023, CITY COUNCIL REGULAR MEETING
BIENNIAL BUDGET FISCAL YEAR 2022 — 2023 MIDYEAR REPORT ( YEAR 2) I . Reclass
Parks, Rec & Maint Services
Parks & Fac M r Grade 64 T Mgmt Analyst I/ II Grade 60 8, 802) N/ A ! Police
Commander Grade 82 ! Commander Grade 84 19, 800 ', N/ A ' New Positions
Human Resources
Human Resources Analyst I/ II _ 132, 000 1. 0
Staff recommends that the City Council:
1. Adopt the proposed resolution amending Year 2 ( FY 2023) of the adopted Biennial Budget for various funds and projects as identified ( Attachment B)
2. Approve Police Lieutenant Job Description ( Attachment C)
3. Amend the City' s Grade Step Table ( Attachment D)
4. Amend the City' s Position Control Roster (Attachment E)
5. Amend Sworn Compensation Plan to add Lieutenant ( Attachment F) BACKGROUND:
As part of the Biennial Budget process approved by Council in June 2021, a mid- cycle review is conducted on the second year' s programmed allocations ( Year 2 or FY 2023). The mid- cycle financial review ( as of December 31, 2022) provides a budget update to the City Council for the current fiscal year. Analysis of the revenues collected and all expenditures through December 31, 2022 measures the budget' s adherence to the Adopted Budget. In limited instances, budget actions are recommended in this report to address unforeseen events at the time the budget document was produced and adopted.
The Mid- Year Budget Report for FY 2023 is presented in two categories:
General Fund Mid- Year Status: provides an overview of the general fund revenue, expenditures, and fund balance performance compared to the fiscal plan.
Mid- Year Requests: summarizes staff' s recommendations to amend the fiscal plan to address program needs or perform technical adjustments.
General Fund Mid- Year Status
The General Fund supports most of the City' s expenditures. After six months' experience in Year 2 of the Biennial Budget, Council is being presented with General Fund budget amendments of $ 3, 392, 755 in revenue and $ 3, 302, 755 in expenditures resulting in a General Fund Balance Reserves ending with a projected balance of $ 9. 1 CITY MANAGER' S REPORT Page 3
MARCH 13, 2023, CITY COUNCIL REGULAR MEETING
BIENNIAL BUDGET FISCAL YEAR 2022 - 2023 MIDYEAR REPORT ( YEAR 2) million at June 30, 2023.
Revenues:
Overall, staff is projecting General Fund revenues will finish the year at $ 28. 5 million.
FY 22- 23 Sales Tax and Property Tax revenue is performing better than expected.
This is mainly due to an increase in economic development activity throughout the fiscal year. Due to the revised projections, staff proposes increasing sales tax and property tax revenue by $ 559 thousand each. Current revenue trends in property tax and sales tax seem favorable and will be evaluated at the end of Year 2 ( FY 2023) to recommend additional adjustments to projections if needed.
Expenditures:
Overall, staff is projecting General fund expenditures will finish the year at $ 28. 5 million. General Fund expenditures are greater than the amended budget level with an increase of $ 110, 000. Expenditures have increased as the result of unanticipated technology costs to comply with network security and professional services in the Finance Department to conduct an FLSA payroll audit.
GF Reserves/ Fund Balance:
The City' s General Fund Reserve provides some flexibility to address one- time priority programs, smooth out economic uncertainties, buffer the swings of state and federal revenues, and temporarily support City operations in the event of a catastrophic event ( such as an earthquake or flood).
At year- end for FY 2022, staff reported a General Fund Reserves balance of $ 9. 1 million. With the Council approved amendments to FY 2023 Budget, staff is projecting a General Fund Reserves balance of $ 9. 1 million at the end of FY 2023.
Mid- Year Requests
As part of the Biennial Budget process approved by Council in ) une 2021, a mid- cycle review is conducted on the second year' s programmed allocations ( Year 2 or FY 2023). The Mid- Year Budget Report includes budget amendments reflecting changes to revenues and expenses in the first six months of Year 2 ( FY 2023). Adjustments to the fiscal plan are grouped by Staffing and Program/ Project Requests.
Staffinq
Due to increased responsibilities and the constant search for workflow efficiencies, departments have had the opportunity to review their staffing needs and recommend the following actions:
Salary Adjustments/ Reclassifications
1. Parks, Recreation and Maintenance Services
a. Reclass Parks and Facilities Manager to Management Analyst I/ II - This position will handle accounting duties, including budget preparation, purchasing agreements and contracts, software licensing and assist with CITY MANAGER' S REPORT Page 4
MARCH 13, 2023, CITY COUNCIL REGULAR MEETING
BIENNIAL BUDGET FISCAL YEAR 2022 - 2023 MIDYEAR REPORT ( YEAR 2) the procurement of equipment. This reclassification results in salary savings from the Parks and Facilities Manager position.
2. Police Department
a. Reclass the two Commander Positions from Grade 82 to Grade 84. In March 2023, the City Council approved the addition of a Police Lieutenant position. This position adds a mid- management rank to the Operations Division to oversee the Patrol Sergeants and provide direction and leadership to the different teams in the Operations Division. In order to keep the separation of salaries consistent on the salary table, the Commander position needs to be moved to a Grade 84.
3. Human Resources
a. Add Human Resource Analyst I/ II (Grade 52/ 56) - This position will support the Human Resources Department with a variety of professional and technical human resources. The need has arisen for this position as there are expanded requests due to the increase in the City workforce.
General Fund Program/ Project Requests
The following program/ project requests require additional funding from the General Fund to address a specific need:
1. Information Technology: Increase technical support in the amount of$ 100, 000 for the purchase of various software and to assist with detecting intrusion of potential cyber- attacks.
2. Finance: Increase professional services in the amount of $ 10, 000 to conduct a Fair Labor Standards Act ( FLSA) Payroll audit. Conducting an FLSA audit can benefit the City by ensuring payroll compliance with the transition to the new Lathrop Police Department.
in mi//ions) FY 2023 Amended FY 2023 Mid- Year
Begin Balance 9. 1 9. 1
Revenue 24. 2 28. 5
Expenditures 25. 2 28. 5
Fund Balance 8. 1 9. 1
CITY MANAGER' S REPORT Page 5
MARCH 13, 2023, CITY COUNCIL REGULAR MEETING
BIENNIAL BUDGET FISCAL YEAR 2022 — 2023 MIDYEAR REPORT ( YEAR 2) Non- General Fund Adjustments
The budget augmentations that are being proposed by staff for funds outside of the General Fund have been summarized in the table and list below:
Source GL Account Amount
STATE GRANTS FUND - Senate Bill 2
2160- 80- 00- 331- 05- 00 55, 000
Plannin
STATE GRANTS FUND - LEAP 2160- 80- 00- 331- 05- 00 20, 000 S urc GL Account Amoun
MEASURE C FUND - Police Services 1060- 19- 10- 425- 16- 00 1 798 500 MEASURE C FUND - Parks & Recreation -
l050- 19- io- 43o- 26- 00 18, 500
Other Maintenance & Re air
MEASURE C FUND - Parks & Recreation -
1050- 19- io- 450- 20- 00 26, 000
Machines and E ui ment
MEASURE C FUND - Parks & Recreation -
1o50- i9- io- 450- 36- 00 130, 000
Buildin
MEASURE C FUND - Parks & Recreation -
106o- 3o- io- 450- 3$- 00 50, 000
Im rovements Nonstructure
DEPARTMENT OF JUSTICE - COPS FUND
2220- 40- 16- 425- 10- 00 100, 000)
Police Services
MOSSDALE CFD 2004- 1 FUND - Police
2570- 40- 16- 425- 14- 00 1, 119, 255)
Services
CLSP CFD 2019- 2 FUND - Police Services 2680- 50- 55- 425- 15- 00 100, 000 GENERAL GOVERNMENT CIP - GG21- 15 -
3o10- s0- o0- 420- 12- 00 124, 000
Louise Ave Landsca e Im rovements
GENERAL GOVERNMENT CIP - GG23- 16 -
3oio- so- oo- 4so- 2o- 00 61, 583
Back ack and Food Pro ram
GENERAL GOVERNMENT CIP - GG23- 17 -
3010- 80- 00- 430- 20- 00 61, 582
Residential Landsca e Im rovements
PARKS & RECREATION CIP - PK22- 05 -
3010- 80- 00- 450- 35- 00 1, 500, 000
Communit Center - Historic Lathro
STREETS CIP - PS06- 06 - Louise Ave & I33io- so- oo- 450- 35- 00 72, 801 5Im rovements
WATER FUND - S ecial Fees 5620- 50- 50- 440- 40- 00 103, 934 MWQCF SEWER FUND - Other
6010- 50- 30- 420- 75- 00 100, 000
Maintenance & Re air
CITY MANAGER' S REPORT Page 6
MARCH 13, 2023, CITY COUNCIL REGULAR MEETING
BIENNIAL BUDGET FISCAL YEAR 2022 — 2023 MIDYEAR REPORT ( YEAR 2) REASON FOR RECOMMENDATION:
The mid- year budget review process provides the City Council with an opportunity to review the General Fund, make the needed course corrections to achieve a more accurate budget for the current fiscal year (resulting in greater budget transparency), and help shape the development of the next budget cycle. The Mid- Year Budget Report provides an opportunity to adjust City operations to align with current City needs by projecting from the prior six months of actual revenue and expenditures.
FISCAL IMPACT:
The Mid- Year Budget Report provides the City Council an update on the City' s Biennial Budget progression. The fiscal impacts associated with the recommended staffing reclassification in the Parks, Recreation and Maintenance Services Department will result in salary savings as identified. The Police Commander grade movement within the Police Department results in an annual increase as identified in the table above.
The addition of the Human Resources Analyst I/ II will be funded through vacancy savings in the current fiscal year. The increases associated with these position changes will be absorbed in future years Council approved operating budgets.
Operating Program and Capital Improvement Project requests totaling $ 2, 433, 400 across all funds are recommended to be funded from the sources identified in the budget amendments attachment ( Attachment B).
ATTACHMENTS:
A. Resolution of the City Council of the City of Lathrop Approving the Mid- Year Budget Report for Year 2 of the Biennial Budget FY 2023 and Related Budget and Position Control Request
B. Recommended Budget Amendments for Year 2 of Biennial Budget FY 2023 C. Job Description: Police Lieutenant
D. Grade Step Table
E. Position Control Roster
F. Sworn Compensation Plan
CITY MANAGER' S REPORT Page 7
MARCH 13, 2023, CITY COUNCIL REGULAR MEETING
BIENNIAL BUDGET FISCAL YEAR 2022 — 2023 MIDYEAR REPORT ( YEAR 2) APPROVALS:
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Sandra Frias Date
Sr. Management Analyst
3 Zo 3
Thomas Hedegard Date
Deputy Finance Director
I
Cari Jam Date
Director of in nce
3 T resa Vargas Date
overnment Services Director & City Clerk
3 Z.
Sal a or Navarrete Date
City Attorney
i - 3' 8' 3
Stephen J. Salvatore Date
City Manager
RESOLUTION NO. 23-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LATHROP APPROVING THE MID- YEAR BUDGET REPORT FOR YEAR 2 OF THE BIENNIAL BUDGET FY 2023 AND RELATED BUDGET AND POSITION
CONTROL REQUESTS
WHEREAS, the City Council of the City of Lathrop adopted the Biennial Budget for Fiscal Year 2021/ 22 and 2022/ 23 on June 3, 2021 by Resolution No. 21- 4885; and
WHEREAS, as part of the Biennial Budget process, a mid- cycle review is conducted on the first year' s programmed allocations ( Year 2 or FY 2023). The financial review as of December 31, 2022, provides a mid- year budget update to the City Council for the current fiscal year.; and
WHEREAS, at mid- year, a $ 110, 000 appropriation adjustment is proposed for the General Fund to align the City' s expenditures with its current operating needs.; and
WHEREAS, FY 22- 23 Sales Tax and Property Tax revenue are performing better than expected. This is mainly due to an increase in economic development activity throughout the fiscal year. Due to the revised projections, staff proposes increasing sales tax and property tax revenue by $ 559 thousand each; and WHEREAS, the proposed Mid- Year Report recommends approving the amended Grade Step Table and amending the Position Control roster to reclass and add the following positions:
Reclass
Parks, Rec & Maint Services '
Parks & Fac Mgr Grade 64 ' Mgmt Analyst I/ II Grade 60 8, 802) 1. 0 Police
Commander Grade 82 ' Commander Grade 84 19, 800 2. 0
New Positions
Human Resources
Human Resources Analyst I/ II 132, 000 ' 1. 0
WHEREAS, the proposed Mid- Year Report recommends approving the following new job descriptions and amending the Sworn Compensation Plan:
1. Police Lieutenant; and
WHEREAS, the proposed Mid- Year Report recommends amending all other City funds based on changes in revenue and expenditure projections as shown on Attachment B of the staff report and adjustments recommended therein.
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Lathrop does hereby approve the Mid- Year Budget Report for Year 2 of the Biennial Budget FY 2023; and
BE IT FURTHER RESOLVED, that these new or revised salary adjustments shall be effective the first full pay period after council adoption.
The foregoing resolution was passed and adopted this 13t'' day of March, 2023, by the following vote of the City Council, to wit:
AYES:
NOES:
ABSTAIN:
ABSENT:
Sonny Dhaliwal, Mayor
ATTEST: APPROVED AS TO FO M:
Teresa Vargas, City Clerk Salvador Navarrete, City Attorney Attachment" B"
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GENERAL FUND - Landscape Reserves 1010- 251- 07- 00 124, 000 GENERAL FUND - American Rescue Plan Act ARPA Reserves 1010- 251- 09- 00 565, 000 GENERAL FUND - ARPA Reserves 1010- 251- 09- 00 1, 500, 000 GENERAL FUND - ARPA Reserves 1010- 251- 09- 00 61, 583
GENERAL FUND - ARPA Reserves 1010- 251- 09- 00 61, 582
GENERAL FUND - ARPA Reserves 1010- 251- 09- 00 4, 000, 000 GENERAL FUND- Water& Sewer Reserves 1010- 251- 04- 00 4, 000, 000) Use of Reserves Grand Total: 2 312 165
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GENERAL FUND- Property Tax 1010- 15- 10- 311- 01- 00 559, 010 GENERAL FUND - Sales Tax 1010- 15- 10- 313- 01- 00 559, 010 STATE GRANTS FUND - Senate Bill 2 Planning 2160- 80- 00- 331- 05- 00 55, 000 STATE GRANTS FUND - LEAP 2160- 80- 00- 331- 05- 00 20, 000 Revenue Grand Total: i 193 020
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GENERAL FUND- Human Resource- Salaries 1010- 14- 10- 410- 11- 00 104, 067 GENERAL FUND - Finance- Salaries 1010- 15- 10- 410- 11- 00 123, 771 GENERAL FUND - Finance- Professional Services 1010- 15- 10- 420- 01- 00 10, 000 GENERAL FUND- Information Systems - Salaries 1010- 17- 20- 410- 11- 00 309, 306 GENERAL FUND- Information Systems - Technical Support 1010- 17- 20- 420- 58- 00 72, 078 GENERAL FUND- Information Systems - Subscriptions 1010- 17- 20- 435- 10- 00 100, 000 GENERAL FUND - Community Development- Professional Services 1010- 20- 10- 420- 01- 00 75, 000 GENERAL FUND - Community Services- Salaries 1010- 40- 20- 410- 11- 00 243, 525 GENERAL FUND - Public Safety- Frm Funds 1060, 2570, 2220, and 2680 1010- 40- 30- 4XX- XX- 00 2, 337, 086 GENERAL FUND- Public Safety- Professional Services 1010- 40- 30- 410- 11- 00 72, 078) MEASURE C FUND - Police Services 1060- 19- 10- 425- 16- 00 1, 798, 500) MEASURE C FUND- Parks& Recreation - Other Maintenance& Repair 1060- 19- 10- 430- 26- 00 18, 500 MEASURE C FUND - Parks& Recreation - Machines and Equipment 1060- 19- 10- 450- 20- 00 26, 000 MEASURE C FUND - Parks& Recreation - Building 1060- 19- 10- 450- 36- 00 130, 000 MEASURE C FUND - Parks& Recreation - Improvements Nonstructure 1060- 30- 10- 450- 38- 00 50, 000 DEPARTMENT OF JUSTICE- COPS FUND - Police Services 2220- 40- 16- 425- 10- 00 100, 000) MOSSDALE CFD 2004- 1 FUND- Police Services 2570- 40- 16- 425- 14- 00 1, 119, 255) CLSP CFD 2019- 2 FUND- Police Services 2680- 50- 55- 425- 15- 00 100, 000) GENERAL GOVERNMENT CIP- GG21- 15 - Louise Ave Landscape Improvements 3010- 80- 00- 420- 12- 00 124, 000 GENERAL GOVERNMENT CIP - GG23- 16 - Backpack and Food Program 3010- 80- 00- 430- 20- 00 61, 583 GENERAL GOVERNMENT CIP- GG23- 17 - Residential Landscape Improvements 3010- 80- 00- 430- 20- 00 61, 582 PARKS& RECREATION CIP - PK22- 05 - Community Center- Historic Lathrop 3010- 80- 00- 450- 35- 00 1, 500, 000 STREETS CIP- PS06- 06 - Louise Ave& I- 5 Improvements 3310- 80- 00- 450- 35- 00 72, 801 WATER FUND - Special Fees 5620- 50- 50- 440- 40- 00 103, 934 MWQCF SEWER FUND - Other Maintenance& Repair 6010- 50- 30- 420- 75- 00 100, 000 Expenditure Grand Total: 2, 433, 400
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GENERAL FUND- FRM MEASURE- C
1010- 9900- 393- 00- 00 1 798 500
GENERAL FUND- FRM MOSSDALE CFD 2004- 1
1010- 9900- 393- 00- 00 1 119 255
GENERAL FUND - FRM DOJ - COPS 1010- 9900- 393- 00- 00 100 000 GENERAL FUND- FRM CLSP CFD 2019- 2
1010- 9900- 393- 00- 00 100 000
GENERAL FUND - FRM STATE GRANTS 1010- 9900- 393- 00- 00 75 000 GENERAL GOVERNMENT CIP - GG23- 16- Back ack and Food Pro rem 1010- 9900- 393- 00- 00 61 583 GENERAL GOVERNMENT CIP- GG23- 17 - Residential Landsca e Im rovements 1010- 9900- 393- 00- 00 61 582 MEASURE D FUND- Cit ' s 20% 2440- 9900- 393- 00- 00 565 000 GENERAL GOVERNMENT CIP- GG21- 15 - Louise Ave Landscape Improvements 3010- 9900- 393- 00- 00 124, 000 PARKS& RECREATION CIP - PK22- 05 - Community Center- Historic Lathrop 3010- 9900- 393- 00- 00 1, 500, 000 STREETS CIP- PS06- 06 - Louise Ave& I- 5 Improvements 3310- 9900- 393- 00- 00 72, 801 Transfer In Total: 5 577 721
Attachment" B"
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GENERAL FUND- ARPA Reserves - Measure D 1010- 9900- 990- 90- 10 565, 000 GENERAL FUND - Landscape Reserves- GG21- 15 1010- 9900- 990- 90- 10 124, 000 GENERAL FUND - ARPA Reserve- GG23- 16 1010- 9900- 990- 90- 10 61, 583 GENERAL FUND - ARPA Reserve- GG23- 17 1010- 9900- 990- 90- 10 61, 582 GENERAL FUND - ARPA Reserve- PK22- 05 1010- 9900- 990- 90- 10 1, 500, 000 MEASURE- C FUND 1060- 9900- 990- 90- 10 1, 798, 500
STATE GRANTS FUND 2160- 9900- 990- 90- 10 75, 000
DEPARTMENT OF JUSTICE- COPS 2220- 9900- 990- 90- 10 100, 000 MOSSDALE CFD 2004- 1
2570- 9900- 990- 90- 10 1, 119, 255
CLSP CFD 2019- 2 FUND 2680- 9900- 990- 90- 10 100, 000
W/ C Lathrop Local Transp. Fund - P506- 06 2320- 9900- 990- 90- 10 72, 801 Transfer Out Total: 5 577 721
CITY OF LATHROP
POLICE LIEUTENANT
Class specifications are only intended to present a descriptive summary ofthe range ofduties and responsibi[ ities associated with specified positions. Therefore, specifications mav not include all duties performed by individua[ s within a classification. In additiorc, specifications are intended to outline the minimum qualifications necessaryfor entry into the class and do not necessarily convey the qualifications of incumbents within the position.
DEFINITION
Under direction from the Police Chief or Commander, plans, supervises, and coordinates the activities of the Police Department, including to serve as Watch Commander; to be responsible for the efficient accomplishment of the daily activities of an assigned unit( s); to provide protection of life and property, enforcement of laws and ordinances; conducting and overseeing investigations; to participate in community based police activities and programs; to coordinate assigned activities with other departments and outside agencies; and to provide highly responsible and complex staff assistance to sworn staff; and performs related duties as required.
DISTINGUISHING CHARACTERISTICS:
This is the first exempt management level classification in the Police classification series. The Police Lieutenant is responsible for directing and supervising the work of sworn and non- sworn classifications either directly or through subordinate supervisors; this classification may function as Watch Commander on an assigned shift.
The Police Lieutenant is distinguished from the next higher exempt management classification of Police Commander in that the latter has overall supervisory and management responsibility for a major functional division within the Police Department. The Police Lieutenant is distinguished from the next lower classification of Police Sergeant in that the latter is a non-exempt classification having lead responsibility for a team of police officers or performs specialized police assignments.
SUPERVISION RECEIVED/ EXERCISED:
Receives direction from a Police Commander or higher-level sworn police staff. Exercises direct supervision over sworn and non-sworn staff.
ESSENTIAL FLINCTIONS: ( include but are not limited to thefollowin Manages and supervises both sworn and professional staff and operational activities of one or more divisions, an assigned shift, or a function within a division.
Identify opportunities for improving service delivery methods and procedures; identify resource needs; review with appropriate management staff; implement policies and procedures.
Serve as a Watch Commander, perform responsible management, supervisory, and technical police work in commanding an assigned field operation shift; receive complaints or reports of emergencies and determine need for police action; solves problems as they arise within the unit or assignment; advise and assist in the direct supervision of difficult cases/ situations.
ATTACH IENT n p
Adopted by Resolution 23-
C
Respond to major incidents reported to the Police Department and ensure that the Incident Commander is following established protocols and standards; assume role as Incident Commander or other role as needed for the situation.
Organizes and assigns personnel among shifts; reviews shift activities and coordinates information gathered and work accomplished by subordinates.
Supervises Police Sergeants and/ or civilian supervisors to assure proper policies and procedures are followed; makes regular inspections of the holding area, building, and vehicles; investigates citizen complaints; appears in court as required. Responds to major crimes, accident scenes, and emergencies; supervises investigations, interviews, and interrogations in the field; conducts highly complex and sensitive investigations; solves problems as they arise within the unit or program; recommends disciplinary action to the appropriate higher level management official.
Participates in the development and implementation of goals, objectives, policies, and priorities.
Participates in the development and management of the department budget and resources for functional area( s) of responsibility; monitors and approves expenditures as authorized.
Identifies opportunities for improving service delivery methods and procedures.
Directs, coordinates, and reviews the work plan for the assigned area ofresponsibility; assigns work activities and projects; monitors workflow; reviews and evaluates work products, methods, and procedures; meets with staff to identify and resolve problems.
Trains, motivates, supervises, and evaluates subordinate personnel; supervises and conducts personnel investigations and makes recommendations regarding discipline, assignment of personnel, and promotions.
Coordinates assigned police activities with those of other units, divisions, other City departments, and outside agencies and organizations; provides staff assistance to the Police Commander; prepares and presents staff reports and other necessary correspondence as appropriate and necessary; prepares a variety of reports and makes presentations before City Council and community groups.
Responds to inquiries from the media and general public when appropriate; conducts meetings with local groups; provides interviews to media personnel upon request.
Reviews, corrects, and participates in the preparation of police reports and records.
Attends and participates in professional group meetings; stays abreast of new trends and innovations in the law enforcement field.
May serve as Acting Police Commander when designated in the Police Commander' s absence.
Build and maintain positive working relationships with co-workers, other City employees and the public using principles of good customer service,
Perform the full range of duties assigned to sworn staff as required.
May be assigned to coordinate special programs, auxiliary assignments, or services including FTO program, SWAT, traffic, weapons maintenance, Canine, or other areas. Coordinate assigned law enforcement services and activities with those of other divisions, outside agencies and organizations.
Performs other related duties as required or assigned by a superior officer.
EDUCATION AND/ OR EXPERIENCE
Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be to possess a Bachelor' s Degree with major coursework in police science, criminal justice administration, public administration, or a related field and to possess a California P. O. S. T. Supervisory Certificate.
A minimum of two( 2) years of experience as a Police Sergeant is required. 2 Adopted by Resolution 23-
KNOWLEDGE/ ABILITIES/ SKILLS( Thefollowing are a representative sample ofthe KAS' s necessary to perform essential duties ofthe position.)
Knowled e of•
Operations, services, and activities of a comprehensive municipal law enforcement program; law enforcement theory, principles, and practices and their application to a wide variety of services and programs; methods and techniques used in providing the full range of law enforcement and crime prevention services and activities, including investigation and identification, patrol, traffic control, crime prevention, records management, and care and custody of persons and property; principles and practices of community policing; Peace Officer Bill of Rights and its application; modern methods and procedures of criminal identification and records; use of firearms and other modern police equipment; methods and techniques of public relations; principles of customer service; recent court decisions and how they affect department operations; principles and practices of municipal budget preparation and administration; principles of supervision, training, and performance evaluation; office procedures, methods, and equipment including computers; principles of business letter writing and basic report preparation; thorough knowledge of pertinent federal, state, and local laws, ordinances, codes, and regulations.
Ability to•
Supervise, direct, and coordinate the work of assigned staff; select, train, and evaluate assigned staff; analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals; effectively deploy and review the work of officers and special investigational details; prepare clear and concise administrative reports; prepare and administer budgets; discharge firearms in a safe and effective manner; interpret, apply, and make decisions in accordance with applicable federal, state, and local policies, laws, and regulations; interpret and explain City law enforcement policies and procedures; supervise and conduct sensitive investigations; identify and prepare information for release to the media; analyze emergency situations and adopt quick, reasonable, and effective courses of action; respond to requests and inquiries from the general public; recommend improvements in departmental operations and in the rules, regulations, and policies governing the department; demonstrate an awareness and appreciation of the cultural diversity of the community; communicate clearly and concisely, both orally and in writing; establish and maintain effective working relationships with those contacted in the course of work.
Demonstrate a civic entrepreneurial spirit by generating new, innovative ideas and development of better methods to accomplish tasks and complete projects. Foster an environment that embraces diversity, integrity, trust and respect.
Be an integral team player, which involves flexibility, cooperation, and communication. Establish and maintain effective working relationships with those contacted in the course of work. Work with various cultural and ethnic groups in a tactful and effective manner. Communicate clearly and concisely, both orally and in writing. Oversee and manage an assigned operational unit of the Police Department. Relish innovation and think progressively. Identify and generate opportunities for improvement rather than as obstacles. Keep the Police Commander informed and up to date. Be politically astute yet remain apolitical.
Embrace and practice the Community Oriented Policing Philosophy. 3 Adopted by Resolution 23-
LICENSE/ CERTIFICATES
License/ Certificate
Possession of a valid California Driver License, Class C or higher, and a satisfactory driving record, prior to date of appointment. Possession of a valid California P. O. S. T. Basic and Advanced Certificate.
Possession of California P. O. S. T. Supervisory Certificate is highly desirable. Possession of, or ability to obtain, a valid CPR certification.
Additional Requirements
Must currently be employed as a sworn peace officer, in good standing; must successfully complete a comprehensive P. O. S. T. background investigation, physical examination, and psychological evaluation; must be legally authorized to work in the United States under federal law at the time of appointment.
PHYSICAL WORKING CONDITIONS
Phvsical Demands:
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; maintain P. O. S.T. physical standards, including mobility, physical strength, and stamina to respond to emergency situations and apprehend suspects; vision to maintain firearms qualification and to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone or radio. Due to the varied and unpredictable nature of police work, the incumbent may also be required to perform the following: make precise arm-hand positioning movements and maintain static arm-hand position such as when sighting and shooting a firearm; may require continuous and repetitive arm- hand movements; use sufficient strength and agility to enable the incumbent to sprint, or jump; coordinate the movement of more than one limb simultaneously such as when using hand radio while driving a vehicle or searching a building with firearm drawn, flashlight on, and opening and closing doors; bend or stoop repeatedly and continuously over time such as getting in and out of patrol car or gathering evidence at crime scenes; wear a 15 lbs. utility/gun belt which requires the continuous support from stomach and lower back muscles; may require the movement ofheavy obj ects SOlbs and more. Operate various office equipment such as telephones, computers, copiers, fax machines, etc. Safely operate the following equipment in the performance of duties: A variety of City- owned vehicles; firearms; communications equipment, such as two-way radios, cell phones, and pagers; mobile display terminals MDT); various audio-visual equipment; and any other equipment assigned.
Environmental Conditions:
Requires working outdoors and using body, ear, and eye protection such as safety helmets, armored vests, earplugs, utility belts, and other specialized equipment; involves exposure to loud noise levels, cold and hot temperatures, inclement weather conditions, traffic, violent persons, assault hazards, vibration, confining workspace, chemicals, mechanical and/ or electrical hazards, and hazardous physical substances and fumes.
Employees in this class are subject to the threat of injury and life-threatening hazards as part ofpolice safety operations. Working Conditions: Must be willing to work extended shifts or be called back in emergency situations and respond to personal danger which may include exposure to armed/ dangerous persons, dangerous animals, communicable diseases, hazards of emergency driving, hazards associated with traffic control and working in and near traffic, and natural and man- made disasters. 4 Adopted by Resolution 23-
Disaster Service Worker:
All City of Lathrop employees are, by State and Federal law, Disaster Service Workers. The roles and responsibilities for Disaster Service Workers are authorized by the California Emergency Services Act and are defined in the California Labor Code. In the event of a declaration of emergency, any employee of the City may be assigned to perform activities which promote the protection of public health and safety or the preservation of lives and property. Such assignments may require service at locations, times, and under conditions that are significantly different than the normal work assignments and may continue into the recovery phase of the emergency. If a " Local Emergency" is declared during the employee' s shift, employees will be expected to remain at work to respond to the emergency needs of the community. If a Local Emergency" is declared outside of the employee' s shift, employees must make every effort to contact their direct supervisor or department head to obtain reporting instructions as Disaster Service Workers.
HISTORICAL DATA
Adopted: March 13, 2023 by Resolution: 23-
FLSA Status: Exempt
Bargaining Unit: Unrepresented
Adopted by Resolution 23-
CITY OF LATHROP Adopted by Resolution No. 23-
GRADE- STEP TABLE
FOR REFERENCE USE ONLY Eff. 03/ 13/ 2023
20 hourly $ 15. 1826 $ 15. 9418 $ 16. 7390 $ 17. 5759 $ 18.4547 bi- weekly 1, 215 1, 275 1, 339 1, 406 1, 476
monthly 2, 632 2, 763 2, 901 3, 046 3, 199
annual 31, 580 33, 159 34, 817 36, 558 38, 386
21 hourly $ 15. 5622 $ 16. 3405 $ 17. 1573 $ 18.0152 $ 18. 9161 bi- weekly 1, 245 1, 307 1, 373 1, 441 1, 513
monthly 2, 697 2, 832 2, 974 3, 123 3, 279
annual 32, 369 33,988 35, 687 37, 472 39, 345
22 hourly $ 15. 9508 $ 16. 7486 $ 17. 5858 $ 18. 4651 $ 19. 3882 bi- weekly 1, 276 1, 340 1, 407 1, 477 1, 551
monthly 2, 765 2, 903 3, 048 3, 201 3, 361
annual 33, 178 34, 837 36, 578 38, 407 40, 327
23 hou iy $ 16. 3500 $ 17. 1676 $ 18. 0260 $ 18. 9275 $ 19. 8735 bi- weekly 1, 308 1, 373 1, 442 1, 514 1, 590
monthly 2,834 2, 976 3, 125 3, 281 3, 445
annual 34,008 35, 709 37, 494 39 369 41 337
24 hourly $ 16. 7590 $ 17. 5970 $ 18. 4765 $ 19. 4004 $ 20. 3704 bi- weekly 1, 341 1, 408 1, 478 1, 552 1, 630
monthly 2, 905 3, 050 3, 203 3, 363 3, 531
annual 34, 859 36, 602 38, 431 40, 353 42, 371
25 hourly $ 17. 1780 $ 18. 0365 $ 18. 9384 $ 19. 8855 $ 20. 8799 bi- weekly 1, 374 1, 443 1, 515 1, 591 1, 670
monthiy 2, 978 3, 126 3, 283 3,447 3,619
annual 35, 730 37, 516 39,392 41, 362 43, 430
z( hourly $ 17. 6073 $ 18. 4877 $ 19. 4120 $ 20. 3825 $ 21. 4016 bi- weekly 1, 409 1, 479 1, 553 1, 631 1, 712
monthly 3, 052 3, 205 3, 365 3, 533 3,710
annual 36, 623 38, 454 40, 377 42, 395 44, 515
27 RECREATION LEADER UNREP hourly $ 18. 0474 $ 18. 9498 $ 19. 8976 $ 20. 8925 $ 21. 9369 bi- weekly 1, 444 1, 516 1, 592 1, 671 1, 755
monthly 3, 128 3, 285 3,449 3, 621 3, 802
annual 37, 539 39, 416 41, 387 43, 456 45, 629
Zg hourly $ 18. 4986 $ 19. 4235 $ 20. 3947 $ 21. 4144 $ 22. 4854 bi- weekly 1, 480 1, 554 1, 632 1, 713 1, 799
monthly 3, 206 3, 367 3, 535 3, 712 3, 897
annual 38, 477 40, 401 42, 421 44, 542 46, 770
Z9 hourly $ 18.9612 $ 19. 9092 $ 20. 9046 $ 21. 9498 $ 23. 0474 bi- weekly 1, 517 1, 593 1, 672 1, 756 1, 844
monthly 3, 287 3, 451 3,623 3,805 3, 995
annual 39, 439 41, 411 43,482 45, 656 47,939
30 hourly $ 19. 4351 $ 20. 4068 $ 21. 4271 $ 22. 4985 $ 23. 6235 bi- weekly 1, 555 1, 633 1, 714 1, 800 1, 890
monthly 3, 369 3, 537 3, 714 3, 900 4, 095
annual 40, 425 42, 446 44, 568 46, 797 49, 137
31 hourly $ 19. 9211 $ 20. 9169 $ 21. 9629 $ 23. 0609 $ 24. 2140 bi- weekly 1, 594 1, 673 1, 757 1, 845 1, 937
monthly 3, 453 3,626 3,807 3, 997 4, 197
annual 41, 436 43, 507 45, 683 47,% 7 50,365
32 OFFICE ASSISTANT I SEIU hourly $ 20. 4190 $ 21. 4398 $ 22. 5120 $ 23. 6372 $ 24. 8193 SENIOR RECREATION LEADER SEIU bi- weekly 1, 634 1, 715 1, 801 1, 891 1, 986 monthly 3, 539 3, 716 3, 902 4, 097 4,302
annual 42, 472 44, 595 46, 825 49, 165 51, 624
33 hourly $ 20. 9294 $ 21. 9759 $ 23.0746 $ 24. 2286 $ 25. 4399 bi- weekly 1, 674 1, 758 1, 846 1, 938 2, 035
monthly 3,628 3, 809 4, 000 4, 200 4,410
annual 43,533 45, 710 47,995 50, 395 52, 915
34 hourly $ 21. 4527 $ 22. 5255 $ 23. 6518 $ 24. 8345 $ 26. 0759 bi- weekly 1, 716 1, 802 1, 892 1, 987 2, 086
monthly 3, 718 3, 904 4, 100 4, 305 4, 520
annual 44, 622 46,853 49, 196 51, 656 54, 238
35 OFFICE ASSISTANT II SEIU hourly $ 21. 9892 $ 23. 0884 $ 24. 2428 $ 25.4548 $ 26. 7277 bi- weekly 1, 759 1, 847 1, 939 2, 036 2, 138
monthly 3, 811 4, 002 4,202 4,412 4, 633
annual 45,738 48, 024 50, 425 52, 946 55, 594
Attachment D
PaQe 1 of 6
CITY OF LATHROP Adopted by Resolution No. 23-
GRADE- STEP TABLE
FOR REFERENCE USE ONLY Eff. 03/ 13/ 2023
36 hourly $ 22. 5389 $ 23. 6656 $ 24. 8491 $ 26. 0913 $ 27. 3960 bi- weekly 1, 803 1, 893 1, 988 2, 087 2, 192
monthly 3, 907 4, 102 4, 307 4, 522 4, 749
annual 46, 881 49, 225 51, 686 54, 270 56, 984
37 RECREATION SPECIALIST SEIU hourly $ 23. 1021 $ 24.2571 $ 25. 4701 $ 26. 7438 $ 28. 0807 SPEQAL ASSISTANT SEIU bi- weekly 1, 848 1, 941 2, 038 2, 140 2, 246 monthly 4, 004 4,205 4, 415 4, 636 4,867
annual 48,052 50, 455 52, 978 55,627 58, 408
38 hourly $ 23. 6800 $ 24. 8638 $ 26. 1068 $ 27. 4121 $ 28. 7829 bi- weekly 1, 894 1, 989 2, 089 2, 193 2, 303
monthly 4, 105 4, 310 4, 525 4, 751 4,989
annual 49, 254 51, 717 54, 302 57, 017 59, 869
39 hourly $ 24. 2718 $ 25. 4855 $ 26.7595 $ 28. 0977 $ 29. 5022 bi- weekly 1, 942 2, 039 2, 141 2, 248 2,360
monthly 4, 207 4, 417 4,638 4, 870 5, 114
annual 50, 485 53,010 55, 660 58, 443 61, 365
40 hourly $ 24. 8788 $ 26. 1228 $ 27. 4288 $ 28. 8001 $ 30. 2400 bi- weekly 1, 990 2, 090 2, 194 2, 304 2, 419
monthly 4, 312 4, 528 4, 754 4, 992 5, 242
annual 51, 748 54, 336 57, 052 59, 904 62, 899
41 ADMINISTRATIVE ASSISTANT I SEIU hourly $ 25. 5006 $ 26.7756 $ 28. 1144 $ 29. 5201 $ 30. 9960 MAINTENANCE WORKER I SEIU bi- weekly 2, 040 2, 142 2,249 2, 362 2, 480 WAl' ER METER READER I SQU monthly 4,420 4,641 4, 873 5, 117 5, 373 annual 53, 041 55, 693 58, 478 61, 402 64,472
42 CUSTOMER SERVICE REPRESENTATNE I SEIU hourly $ 26. 1380 $ 27. 4449 $ 28. 8175 $ 30. 2582 $ 31. 7713 bi- weekly 2, 091 2, 196 2, 305 2, 421 2, 542
monthly 4, 531 4, 757 4, 995 5, 245 5, 507
annual 54, 367 57, 085 59, 940 62,937 66, 084
43 POLICE OFFICER TRAINEE NON- SWORN hourly $ 26. 7912 $ 28. 1312 $ 29.5376 $ 31. 0145 $ 32. 5651 POLICE RECORDS ASSISTANT I SEIU bi- weekly 2, 143 2,250 2,363 2, 481 2, 605 morrthly 4, 644 4, 876 5, 120 5, 376 5, 645
annual 55,726 58, 513 61438 64,510 67, 735
44 INFORMATION TECHNOLOGY TECHNICIAN SEIU hourly $ 27. 4612 $ 28. 8344 $ 30. 2762 $ 31. 7899 $ 33. 3795 bi- weekly 2, 197 2, 307 2, 422 2, 543 2, 670
monthly 4, 760 4, 998 5, 248 5, 510 5, 786
annual 57, 119 59,975 62, 974 66, 123 69, 429
45 ADMINISTRATIVE ASSISTANT II SEIU hourly $ 28. 1477 $ 29. 5551 $ 31. 0330 $ 32. 5847 $ 34. 2139 MAINTENANCE WORKER II SEIU bi- weekly 2, 252 2, 364 2,483 2, 607 2, 737 RECREATION CdORDINATOR SEIU monthly 4, 879 5, 123 5, 379 5,648 5, 930 WATER METER READER II SEIU annual 58, 547 61, 475 64,549 67,776 71, 165 46 POLICE RECORDS ASSISTANT II SEIU hourly $ 28. 8517 $ 30. 2941 $ 31. 8087 $ 33. 3994 $ 35. 0691 bi- weekly 2, 308 2, 424 2, 545 2, 672 2, 806
monthly 5, 001 5, 251 5, 514 5, 789 6, 079
annual 60, 012 63, 012 66, 162 69, 471 72, 944
47 ADMINISTRATIVE ASSISTANT III SEIU hourly $ 29. 5726 $ 31. 0516 $ 32. 6039 $ 34. 2340 $ 35. 9458 ADMINISTRAIIVE TECHNICIAN 1 SEIU bi- weekly 2, 366 2, 484 2, 608 2,739 2, 876 HUMAN RESOURCES TECHNICIAN SEIU monthly 5, 126 5, 382 5, 651 5, 934 6, 231 PERMIT TECHNICIAN I SEIU annual 61, 511 64, 587 67,816 71, 207 74 767 48 MAINTENANCE WORKER III SEIU hourly $ 30. 3122 $ 31. 8280 $ 33. 4190 $ 35. 0899 $ 36. 8447 SOLID WASTE& RESOURCE CONSERV. COOR SEIU bi- weekly 2, 425 2, 546 2, 674 2, 807 2, 948 fT10 tnly S; LS4 S, S1/ S,/ y:i b, Ut3L 6,32fb
annual 63, 049 66, 202 69, 512 72, 987 76, 637
49 CUSTOMER SERVICE REPRESENTATIVE II SEIU hourly $ 31. 0699 $ 32. 6234 $ 34. 2548 $ 35. 9676 $ 37. 7659 PROPERTY AND EVIDENCE TECHNICIAN SEIU bi- weekly 2,486 2,610 2, 740 2, 877 3, 021 monti ly 5, 385 5, 655 5, 937 6,234 6, 546
annual 64, 625 67, 857 71, 250 74,813 78, 553
50 ENGINEERING TECHNICIAN I SEIU hourly $ 31. 8466 $ 33. 4389 $ 35. 1111 $ 36. 8664 $ 38. 7099 bi- weekly 2, 548 2, 675 2, 809 2, 949 3,097
monthly 5, 520 5, 796 6,086 6, 390 6, 710
annual 66, 241 69, 553 73, 031 76, 682 80, 516
51 ADMINISTRATIVE TECHNICIAN II SEIU houriy $ 32. 6430 $ 34. 2754 $ 35. 9889 $ 37. 7885 $ 39. 6777 CRIME& INTELLIGENCE ANALYST SEIU bi- weekly 2, 611 2, 742 2, 879 3,023 3, 174 PERMIT TECHNIQAN II SEIU monthly 5, 658 5, 941 6, 238 6, 550 6,877 SENIOR ADMINISTRAIIVE ASSISTANT LMCEA annual 67, 897 71, 293 74, 857 78,600 82, 530
SENIOR CUSTOMER SERVICE REP SEIU
Attachment D
CITY OF LATHROP Adopted by Resolution No. 23-
GRADE- STEP TABLE
FOR REFERENCE USE ONt Y Eff. 03/ 13/ 2023
52 ACCOUNTANT I SEIU hourly $ 33. 4588 $ 35. 1316 $ 36. 8884 $ 38. 7327 $ 40. 6694 BUILDING INSPECTOR I SEIU bi- weekly 2, 677 2, 811 2, 951 3, 099 3, 254 COMMUNITY SERVICE OFFICER I SEIU monthly 5, 800 6, 089 6, 394 6, 714 7, 049 HR ANALYST I LMCEA annual 69, 594 73, 074 76, 728 80, 564 84, 592
UTILITY OPERATOR I SEIU
53 CONSTRUCTION INSPECTOR I SEIU hourly $ 34. 2955 $ 36. 0099 $ 37. 8104 $ 39. 7011 $ 41. 6863 POLICE RECORDS SUPERVISOR LMCEA bi- weekiy 2, 744 2, 881 3, 025 3, 176 3, 335 LEGAL SECRET'ARY LMGEA monthly 5, 945 6, 242 6, 554 6, 882 7, 226 ANIMAL SHELTER SUPERVISOR annual 71, 335 74, 901 78, 646 82, 578 86, 708 54 ENGINEERING TECHNICIAN II SEIU hourly $ 35. 1527 $ 36. 9104 $ 38. 7558 $ 40. 6937 $ 42. 7285 EXECUTNE ASSISTANT LMCEA bi- weekly 2, 812 2, 953 3, 100 3, 255 3, 418 monthly 6, 093 6,398 6, 718 7, 054 7, 406
annual 73, 118 76, 774 80, 612 84, 643 88,875
55 BUILDING INSPECTOR II SEIU hourly $ 36. 0316 $ 37.8332 $ 39. 7248 $ 41. 7109 $ 43. 7965 COMMUNITY SERVICE OFFICER II SEIU bi- weekly 2,883 3, 027 3, 178 3, 337 3, 504 PERMITTECHNICIAN III SEIU monthly 6, 245 6, 558 6,886 7, 230 7, 591 SENIOR ACCOUNTING TECHNICIAN SEIU annual 74, 946 78, 693 82, 628 86, 759 91, 097 56 ACCOUNTANT II SEIU hourly $ 36. 9325 $ 38. 7789 $ 40. 7180 $ 42. 7540 $ 44. 8914 DEPUTY CITY CLERK LMCEA bi- weekly 2, 955 3, 102 3, 257 3, 420 3, 591 HR ANALYST II LMCEA monthly 6, 402 6, 722 7, 058 7, 411 7, 781 MANAGEMENT ANALYST I( CONFIDENTIAL) LMCEA annual 76, 820 80, 660 84, 693 88, 928 93, 374
UTILITY OPERATOR II SEIU
57 CONSTRUCTION INSPECTOR II SEIU hourly $ 37. 8556 $ 39. 7484 $ 41. 7360 $ 43. 8225 $ 46. 0138 CUSTOMER SERVICE SUPERVISOR LMCEA bi- weekiy 3, 028 3, 180 3, 339 3, 506 3,681 LEGAL ASSISTANT LMCEA monthly 6, 562 6, 890 7, 234 7, 596 7,976 PARKS& RECREATION SUPERVISOR LMCEA annual 78, 740 82, 677 86, 811 91, 151 95, 709 58 ASSISTANT PLANNER SEIU hourly $ 38. 8020 $ 40. 7421 $ 42. 7793 $ 44. 9180 $ 47. 1642 UNIOR ENGINEER SEIU bi- weekly 3, 104 3, 259 3, 422 3, 593 3, 773 SENIOR ENGINEERING TECHNICIAN SEIU monthly 6, 726 7, 062 7, 415 7, 786 8, 175 annual 80, 708 84, 744 88, 981 93, 429 98, 101
59 BUILDING INSPECTOR III SEIU hourly $ 39. 7721 $ 41. 7608 $ 43. 8487 $ 46. 0409 $ 48. 3433 CHIEF UTILITY OPERATOR SEIU bi- weekly 3, 182 3, 341 3, 508 3, 683 3, 867 COMMUNITY SERVICE OFFICER III SEIU monthly 6, 894 7, 239 7, 600 7, 980 8, 380 LANDSCAPE& IRRIGAIION SPECIALIST LMCEA annual 82, 726 86,862 91, 205 95, 765 100, 554
MAINTENANCE SERVICES SUPERVISOR LMCEA
60 EXECUTIVE ASSIST TO THE CIfY MANAGER LMCEA hourly $ 40. 7666 $ 42. 8049 $ 44. 9451 $ 47. 1924 $ 49. 5518 INFORMATION TECHNOLOGY ENGINEER I LMCEA bi- weekly 3, 261 3, 424 3, 596 3, 775 3, 964 MANAGEMENT ANALYST II( CONFIDENTIAL) LMCEA monthly 7, 066 7, 420 7, 790 8, 180 8, 589 annual 84, 795 89, 034 93, 486 98, 160 103, 068
61 CONSTRUCTION INSPECTOR III SEIU hourly $ 41. 7855 $ 43. 8750 $ 46. 0685 $ 48. 3719 $ 50.7906 POLICE SERVICES MANAGER LMCEA bi- weekly 3, 343 3, 510 3, 685 3, 870 4, 063 UTILIiY MAINTENANCE SUPERVISOR LMCEA monthly 7, 243 7, 605 7, 985 8, 384 8, 804 UTILITY OPERATOR III SEIU annual 86, 914 91, 260 95, 823 100, 614 105, 645 62 WW TREATMENT PLANT SUPERVISOR LMCEA hourly $ 42. 8302 $ 44. 9718 $ 47. 2202 $ 49. 5814 $ 52. 0603 bi- weekly 3, 426 3, 598 3, 778 3, 967 4, 165
monthly 7, 424 7, 795 8, 185 8, 594 9, 024
annual 89, 087 93, 541 98, 218 103, 129 108, 285
63 ASSOCIATE PIANNER SEIU hourly $ 43. 9011 $ 46. 0961 $ 48. 4010 $ 50. 8207 $ 53. 3617 SENIOR BUILDING INSPECTOR SEIU bi- weekly 3, 512 3, 688 3, 872 4, 066 4, 269 monthly 7, 610 7, 990 8,389 8, 809 9, 249
annual 91, 314 95,880 100, 674 105, 707 110, 992
64 ASSISTANT ENGINEER SEIU hourly $ 44. 9984 $ 47. 2482 $ 49. 6108 $ 52. 0915 $ 54. 6959 PARKS AND FACILITATES MANAGER LMCEA bi- weekly 3, 600 3, 780 3, 969 4, 167 4,376 PARKS AND REC ADMINISTRATOR SEIU monthly 7, 800 8, 190 8,599 9, 029 9, 481 RECREATION MANAGER LMCEA annual 93, 597 98, 276 103, 191 108, 350 113, 768 STREEfS AND OPERATIONS MANAGER LMCEA
65 BUDGET MANAGER LMCEA houriy $ 46. 1235 $ 48.4298 $ 50. 8511 $ 53. 3937 $ 56. 0636 POLICE OFFICER SWORN bi- weekly 3, 690 3,874 4,068 4, 271 4,485 SENIOR ACCOUNTANT LMCEA monthly 7, 995 8, 394 8, 814 9, 255 9, 718 annual 95,937 100, 734 105, 770 111, 059 116, 612
Attachment D
Paee 3 of 6
CITY OF LATHROP Adopted by Resolution No. 23-
GRADE- STEP TABLE
FOR REFERENCE USE ONL Y Eff. 03/ 13/ 2023
r
66 hourly $ 47. 2765 $ 49. 6403 $ 52. 1224 $ 54. 7284 $ 57.4652 bi- weekly 3, 782 3, 971 4, 170 4, 378 4, 597
monthly 8, 195 8, 604 9, 035 9, 486 9, 961
a nnual 98, 335 103, 252 108, 415 113, 835 119, 528
67 COMMUNI7Y SERVICES SUPERVISOR LMCEA hourfy $ 48.4584 $ 50.8815 $ 53. 4254 $ 56. 0971 $ 58. 9014 HUMAN RESOURCES MANAGER IXEMPT bi- weekly 3, 877 4, 071 4,274 4, 458 4,712 INFORMATION TECHNOLOGY ENGINEER II LMCEA monthly 8,399 8,819 9,260 9, 723 10, 210 SENIORMANAGEMENTANALYST LMCEA annuat 100, 793 305, 834 111, 125 116, 682 122, 515 SPECIAL DISTRICTS MANA6ER LMCEA
68 PERMIT AND PLAN CHECK SUPERVISOR LMCEA hourly $ 49. 6697 $ 52. 1535 $ 54. 7610 $ 57. 4991 $ 60. 3742 bi- weekly 3, 974 4, 172 4, 381 4, 600 4,830
monthly 8, 609 9, 040 9, 492 9, 967 10, 465
a n n u a I 103, 313 108, 479 113, 903 119, 598 125, 578 69 SENIOR PLANNER LMCEA hourly $ 50. 9116 $ 53. 4572 $ 56. 1303 $ 58. 9366 $ 61. 8834 Ul'ILiTY PLANT SUPERVISOR LMCEA bi- weekly 4,073 4, 277 4, 490 4, 715 4,951 monthly 8,825 9,266 9, 729 10,216 10, 726
annual 105, 896 111, 191 116 751 122, 588 128, 717
70 ASSOCIATE ENGINEER SEIU hourly $ 52. 1846 $ 54. 7939 $ 57. 5333 $ 60. 4101 $ 63. 4305 bi- weekly 4, 175 4, 384 4, 603 4, 833 5, 074
monthly 9, 045 9, 498 9, 972 10, 471 10, 995
a n n u a I 108, 544 113, 971 119, 669 12 5, 653 131, 93 5 71 INFORMATION TECH ENGINEER III LMCEA hourly $ 53. 4893 $ 56. 1635 $ 58. 9717 $ 61.9201 $ 65. 0162 PARKS AND REC SUPERINTENDENT LMCEA bi- weekly 4, 279 4,493 4, 718 4, 954 5, 201 monthly 9,Z71 9, 735 10, 222 10, 733 31, 269
annual 111, 258 116, 820 122,661 128, 794 135, 234
72 POLICE SERGEANT SWORN hourly $ 54. 8264 $ 57. 5677 $ 60. 4462 $ 63. 4683 $ 66. 6417 bi- weekly 4,386 4, 605 4, 836 5, 077 5, 331
monthly 9, 503 9, 978 10, 477 11, 001 11, 551
annual 114, 039 119, 741 125, 728 132, 014 138, 615
73 ASSISTANT CHIEF BUILDING OFFICL4L LMCEA hou ly $ 56. 1968 $ 59.0067 $ 61.9573 $ 65. 0550 $ 68. 3077 bi- weekly 4,496 4, 721 4,957 5, 204 5,465
monthly 9, 741 10, 228 10,739 11, 276 11, 840
annual 116, 889 122, 734 128, 871 135, 314 142, 080
74 CITY CLERK EXEMPT hourly $ 57. 6021 $ 60. 4820 $ 63. 5059 $ 66. 6813 $ 70. 0153 FINANCE MANAGER LMCEA bi- weekly 4, 608 4, 839 5, 080 5, 335 5, 601 PRINCIPAL PLANNER LMCEA monthly 9, 984 10, 484 11, 008 11, 558 12, 136 SENIOR CNIL ENGINEER LMCEA annual 119, 812 125, 803 132, 092 138, 697 145, 632 75 hourly $ 59. 0422 $ 61. 9941 $ 65.0936 $ 68. 3485 $ 71. 7657 bi- weekly 4, 723 4,960 5, 207 5,468 5,741
monthly 10, 234 10, 746 11,283 11, 847 12, 439
annual 122, 808 128 948 135, 395 142, 165 149, 273
76 ACCOUNTING MANAGER LMCEA hourly $ 60. 5180 $ 63. 5440 $ 66. 7210 $ 70. 0571 $ 73. 5599 CONSTRUCTION SUPERINTENDENT LMCEA bi- weekly 4, 841 5, 084 5, 338 5, 605 5, 885 DEPUTY DIRECTOR OF PARKS, REC& MAINT LMCEA monthly 10, 490 11, 014 11, 565 12, 143 12, 750 PARKS PROJECT MANAGER LMCEA annual 125, 877 132, 172 138, 780 145, 719 153, 005 PRO] ECTS MANAGER LMCEA
UTILITY OPERATIONS SUPERINTENDENT LMCEA
77 ASSISTANT CITY AITORNEY IXEMPT hourly $ 62.0307 $ 65. 1325 $ 68. 3890 $ 71. 8084 $ 75. 3989 bi- weekly 4, 962 5, 211 5, 471 5, 745 6,032
monthly 10, 752 11, 290 11, 854 12,447 13, 069
annual 129, 024 135 476 142, 249 149, 361 156, 830
78 DEPUTY FINANCE DIRECTOR LMCEA hourly $ 63. 5819 $ 66.7607 $ 70. 0988 $ 73. 6037 $ 77. 2841 bi- weekly 5, 087 5, 341 5, 608 5, 888 6, 183
monthly 11, 021 11, 572 12, 150 12, 758 13, 396
a nnual 132, 250 138, 862 145, 806 153, 096 160, 751
79 ECONOMIC DEV ADMINISTRATOR LMCEA hourly $ 65. 1713 $ 68. 4296 $ 71. 8516 $ 75. 4439 $ 79. 2161 LAND DEVELOPMENT MANAGER LMCEA bi- weekly 5, 214 5, 474 5, 748 6, 036 6, 337 monthly 11, 296 11, 861 12,454 13, 077 13, 731
annual 135, 556 142 333 149 451 156, 923 164,770
80 ASSISTANT COM DEV DIRECTOR LMCEA hourly $ 66. 8004 $ 70. 1406 $ 73. 6476 $ 77. 3299 $ 81. 1964 CHIEF PLANNING OFFICIAL LMCEA bi- weekly 5, 344 5, 611 5, 892 6, 186 6, 496 PRINCIPAL ENGINEER LMCEA monthly 11, 579 12, 158 12, 766 13, 404 14, 074 a n n ua I 138, 945 145, 892 153, 187 160, 846 168, 889 Attachment D
CITY OF LATHROP Adopted by Resolution No. 23-
GRADE- STEP TABLE
FOR REFERENCE USE ONL Y Eff. 03/ 13/ 2023
81 CHIEF BUILDING OFFIQAL IXEMP'T' hourly $ 68. 4708 $ 71. 8943 ; 75. 4893 $ 79.2636 $ 83. 2266 CHIEF INFORMATION OFFICER IXEMPT bi-weekly 5,478 5, 752 6,039 6, 341 6,658 POLICE LIEUTENANT SWORN monthly 11, 868 12, 462 13, 085 13, 739 14,426 SENIOR CONSTRUCTtON MANAGER LMCEA annual 142, 419 149, 540 157 018 164, 868 173, 111 82 ASSISTANT PUBLIC WORKS DIRECTOR LMCEA hourly $ 70. 1823 $ 73. 6918 $ 77. 3761 $ 81. 2447 $ 85. 3074 51MARN bi- weekly 5, 615 5, 895 6, 190 6, 500 6, 825
monthly 12, 165 12, 773 13, 412 14, 082 14, 787
annual 145, 979 153, 279 160, 942 168, 989 177, 439
83 hourly $ 71. 9370 $ 75.5337 $ 79. 3105 $ 83. 2756 $ 87. 4396 bi- weekly 5, 755 6,043 6,345 6,662 6,995
monthly 12,469 13, 092 13, 747 14, 434 15, 156
annual 149, 629 157, 110 164,966 173, 213 181874
84 POLICE COMMANDER SWORN hourly $ 73. 7352 $ 77. 4222 $ 81. 2931 $ 85. 3576 $ 89.6260 bi- weekly 5, 899 6, 194 6, 503 6,829 7, 170
monthly 12, 781 13, 420 14, 091 14, 795 15, 535
a n n ua I 153, 369 161, 038 169, 090 177, 544 186, 422 mn2n„ ra May Se Su ' to C:, C, ri, tion ' mits B ai,,,nina at rade 8 jSte 4 85 DIRECTOR OF GOV' f SERV/ CIfY CLERK IXEMPT hourly $ 75. 5786 $ 79. 3577 $ 83. 3256 $ 8J'. 4918 $ 91. 8663 DIRECTOR OF HUMAN RESOURCES IXEMPT bi- weekly 6,Q46 6,349 6, 666 6,999 7, 349 DIRECTOR OF INFORMATION SYSTEMS IXEMPT monthly 13, 100 13, 755 14,443 15, 165 15, 923 DIRECTOR OF PARKS, REC& MAINT SERV IXEMPT annual 157, 203 165 064 173, 317 181, 3 191 082 86 CITY ENGINEER EXEMPT hourly $ 77. 4680 $ 81. 3416 $ 85:4086 $ $ 9.6790 $ 94. 1630 bi- weekly 6, 197 6, 507 b,833 7,174 7, 533
monthly 13,428 14, 099 14,$ U4 15, 544 16, 322
annual 161, 133 169, 191 177 650 ' ' 186 532 195 859
87 DIRECTOR OF FINANCE IXEMPT hourly $ 79. 4049 $ 83. 3752 $ 87:5?# 0 $ i.9210 $ 96. 5172 bi- weekly 6, 352 6,670 ' 7, 0 4 7,354 7,721
monthly 13, 764 14, 452 ' 15, 174 15, 933 16, 730
annual 165, 162 173 421 1$ 2 092 191 196 200, 756
88 DIRECTOR OF COMMUNITY DEVELOPMENT EXEMPT hourly $ 81. 3900 $ '$ 5.4594 $ 89. 7323 $ 94. 2190 $ 98. 9300 DIRECTOR OF PUBLIC WORKS IXEMPT bi- weekly 6, 511 6, 837 7, 179 7, 538 7,914 monthly 14, 108 i4,813 ' 15, 554 16, 331 17, 148
annual 169, 291 177, 756 1$ 6 6 13 195 975 205 774
89 hourly $ 83. 4248 $ $. 5960 $ 91. 976Q $ 96. 5Z48 $ 101. 4033 bi- weekly 6,674 7,008 T,358 7, 726 8, 112
monthly 14, 4C = 15, 183 I5,943 16, 740 17, 577
annual 173, 524 182 200 191310 20Q 876 230, 919
90 hourly ¢ 85. 5106 i $ 83.'Y858 $ 94. 2752 $ 98. 9$90 $ 103. 9385 bi- weekly 6, 841 7, 183` 7,542 7,919 8, 315
monthly 14,822 15, 563 16, 341 17, 158 18, 016
annual 177 862 386? 55 196 092 205 897 216192
91 ASSISTANT CITY MANAGER IXEMPT hourly $ 87. b4$ 2' $ 92.0303 $ 96. 6322 $ 101: 4640 106. 5371 bi- weekly 7,012 T,362 7, 731' ' $, 117 8, 523
monthly i5, i92 35, 952 I6. 750 i7,587 18, 466
annual 18 30$` 1914 3' 2EI0 9'95 211045 221597
92 hourly 89. 8456 $ 94.338' 4 $ 99.049b $ 104. 0000 $ 109. 2000 bi- weekly 7, 18$ 7, 547 7,924 8,320 8, 736
monthly 15, 573 16, 352 17, 169 18, 027 18, 928
annual 86$ 79,; 196 224 2W 023 216, 320 227136
93 hourly $ 92. Q920 $ ` 96.6888 :$ 101. 5248 $ 106. 6000 $ 111. 9352 bi- weekly 7,367 7,735 8; 122 8, 528 8, 955
monthly 15, 963 16, 759 17, 598 18, 477 19, 402
annual 191, 551 201113 211, 172 2217 8 232, 825
94 POLICE CHIEF EXEMPT hourly $ 94.39ti4' 14. Z3.20 $ 104. 0624 $ 109: 2728 $ 114J328 bi- weekly 7,551 7,929 8, 325 8, 742 9, 179
monthly 16, 361 17, 179 18, 037 18, 941 19, 887
annual 196 332 2Q6153 216 450 327 288 238 644
95 hourly $ 96J4 101. 5758 $ 106. 66 4 $ ii1. 987? $ 117. 5928 bi- weekly 7, 739 8, 126 8,533 8, 959 9,407
monthly 16,768 17, 607 18, 488 19,411 20, 383
annual 201221 . 2112$ 0 221 58 232, 933 244, 593
96 hourly $ 99. 1640 $ 104. 1248 $ 109: 3248 $ 114. 7952 $ 120. 5360 bi- weekly 7,933 330 8,746 9, 184 9, 643
monthly 17, 188' 18, O48 18, 950 19, 898 20, 893
annual 206, 2fi1 216, 580 227 396 238, 774 250 715
Attachment D
Paee 5 of 6
CITY OF LATHROP Adopted by Resolution No. 23-
GRADE- STEP TABLE
FOR REFERENCE USE ONLY Eff. 03/ 13/ 2023
CONTRACT
CITY ATTORNEY EXEMPT annual $ 236, 404
CITY MANAGER IXEMPT annual $ 251, 291-
Changes
Added: Police Lieutenant Grade 81
Adjustments:
Police Coommander from Grade 82 to Grade 84
Attachment D
Budget for Fiscal Year 22/ 23
2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 Amended Amended Amended Amended Amended Amended Amended Adopted 03/ 14/ 22 05/ 16/ 22 07/ 11/ 22 10/ 10/ 22 01/ 09/ 23 02/ 13/ 23 03/ 13/ 23
CITY ATTORNEY
City Attorney
Administrative Assistant I/ II/ III 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 City Attorney 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Legal Secretary 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Senior Administrative Assistant 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Total 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00
CITY AITORNEY- Tota) 3.00 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00
CITY CLERK
Clty Clerk
Deputy City Clerk 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Director of Government Services/ City Clerk 0. 50 0. 50 0. 50 0. 50 0. 50 0. 50 0. 50 0. 50 Total 1. 50 1. 50 1. 50 1. 50 1. 50 1. 50 1. 50 1. 50
CITY CLERK- Total 1. 50 1. 50 1. 50 1. 50 1. 50 1. 50 1. 50 1. 50
CITY MANAGER
Clty Manager
Assistant City Manager 0. 00 0. 00 0. 25 0. 25 0. 25 0. 25 0. 25 0. 25 City Engineer 0. 15 0. 00 0. 00 0. 00 0. 00 0. 00 0.00 0.00 City Manager 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Director of Government Services/ City Clerk 0. 50 0. 50 0. 50 0. 50 0. 50 0. 50 0. 50 0. 50 Economic Development Administrator 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 2. 65 2. 50 2. 75 2. 75 2. 75 2. 75 2. 75 2. 75
CITY MANAGER- Total 2.65 2. 50 2. 75 2. 75 2. 75 2. 75 2.75 2. 75
COMMUNITY DEVELOPMENT
Planning
Administrative Assistant I/ II/ III 0. 33 0. 33 0. 33 0. 33 0. 33 0. 33 0. 33 0. 33 Assistant Community Development Director 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Associate Planner 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Director of Community Development 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Executive Assistant 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Principal Planner 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Senior Administrative Assistant 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Senior Planner 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 4. 33 5. 33 5. 33 5. 33 5. 33 5. 33 5. 33 5. 33
COMMUNITY DEVELOPMENT- Total 4.33 5. 33 5. 33 5. 33 5. 33 5. 33 5. 33 5. 33 Attachment E
Budget for Fiscal Year 22/ 23
2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 Amended Amended Amended Amended Amended Amended Amended Adopted 03/ 14/ 22 05/ 16/ 22 07/ 11/ 22 10/ 10/ 22 01/ 09/ 23 02/ 13/ 23 03/ 13/ 23
FINANCE
Finance
Accountant I/ II 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Accounting Manager 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Accounting Specialist I/ II/ Technician 5. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Administrative Technician I/ II 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Customer Service Representatives I/ I I 0. 00 5. 00 5. 00 5. 00 5. 00 5. 00 5. 00 5. 00 Customer Service Supervisor 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Deputy Finance Director 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Director of Finance 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Finance Manager 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Management Analyst I/ II 0. 50 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 Senior Administrative Assistant 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Senior Customer Servlce Representative 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Senior Accountant 0. 00 0. 50 0. 50 0. 50 0. 50 0. 50 0. 50 0. 50 Senior Management Analyst 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 13. 50 14. 50 14. 50 14. 50 14. 50 14. 50 14. 50 14. 50 FI NANCE- Total 13. 50 14.50 14. 50 14.50 14.50 14.50 14. 50 14.50
HUMAN RESOURCES
Human Resources
Human Resources Director 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Human Resources Manager 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 HR Analyst I/ II 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 1. 00 H R Tech n ici a n 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Senior Administrative Assistant 0. 00 0. 00 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 Total 2. 00 3. 00 4. 00 4. 00 3. 00 3. 00 3. 00 4. 00
HUMAN RESOURCES- Total 2,00 3. 00 4.00 4. 00 3. 00 3. 00 3. 00 4. 00
INFORMATION TECHNOLOGY
Information Technology
Administrative Assistant I/ II/ III 0. 50 0. 00 0. 00 0.00 0. 00 0. 00 0. 00 0.00 Director of Information Systems 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Chief Information Officer 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 InformationTechnologyTechnician 0. 00 0. 00 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 Information Technology Engineer I/ II/ III 3. 00 5. 00 5. 00 5. 00 5. 00 5. 00 5. 00 5. 00 Management Analyst I/ II 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 4. 50 8.00 8. 00 8. 00 9. 00 9. 00 9. 00 9. 00
INFORMATION TECHN LOGY- Total 4. 50 8. 00 8. 00 8. 00 9. 00 9. 00 9. 00 9. 00
POLICE DEPARTMENT
Sworn
Police Chief 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Police Commander 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 Pollce Officer 19. 50 19. 50 21. 50 21. 50 21. 50 26. 50 26. 50 26. 50 Police Sergeant 5. 00 5. 00 5. 00 5. 00 5. 00 5. 00 5. 00 5. 00 Total 27. 50 27. 50 29. 50 29. 50 29. 50 34. 50 34. 50 34.50 Non- Sworn
Crime& Intelligence Analyst 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Police Records Assistant I/ II 0. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 Attachment E
Budget for Fiscal Year 22/ 23
2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 Amended Amended Amended Amended Amended Amended Amended Adopted 03/ 14/ 22 05/ 16/ 22 07/ 11/ 22 10/ 10/ 22 O1/ 09/ 23 02/ 13/ 23 03/ 13/ 23 Police Records Supervisor 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Property& Evidence Technician 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 0. 00 4. 00 4. 00 4. 00 4. 00 4. 00 4. 00 4. 00
Administration
Management Analyst I/ II 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Executive Assistant 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Senior Administrative Assistant 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Total 3. 00 3. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00
Community Services Division
Community Services Supervisor 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Community Services Officer I/ II/ III 3. 00 5. 00 5. 00 5. 00 5. 00 5. 00 5. 00 5. 00 Administrative Assistant I/ II/ III 0. 50 0. 00 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 Animal Shelter Supervisor 0. 00 0. 00 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 Animal Services Assistant 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Total 5. 50 6. 00 6. 00 6. 00 8. 00 8. 00 8.00 8. 00
POLICE DEPARTMENT- Total 36. 00 40. 50 41. 50 41. 50 43. 50 48.50 48. 50 48. 50
MEASURE C
Administrative Assistant I/ II/ III 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Deputy Dlr of Parks, Recreation and Maint. Servia 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Recreation Leader 0. 90 0. 90 0. 90 0. 90 0. 90 0. 90 0. 90 0. 90 Senior Recreation Leader 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 3. 90 2. 90 2. 90 2. 90 2. 90 2. 90 2. 90 2. 90
Essential City Services- Police Department
Police Offlcer 4. 50 4. 50 4. 50 4. 50 4. 50 4. 50 5. 50 5. 50 Police Sergeant 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Police Lleutenant 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 1. 00 1. 00 Total 5. 50 5. 50 5. 50 5. 50 5. 50 5. 50 7. 50 7. 50
Lathrop Manteca Fire District
eattalion Chiefs 1. 98 1. 98 1. 98 1. 98 1. 98 1. 98 1. 98 1. 98 Firefighters/ Engineers 6. 00 6. 00 6. 00 6. 00 6. 00 6. 00 6. 00 6. 00 Total 7. 98 7. 98 7.98 7. 98 7. 98 7. 98 7.98 7. 98
MEASURE C- Total 17. 38 16.38 16. 38 16.38 16. 38 16.38 18. 38 18. 38 Attachment E
Budget for Fiscal Year 22/ 23
2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 Amended Amended Amended Amended Amended Amended Amended Adopted 03/ 14/ 22 05/ 16/ 22 07/ 11/ 22 10/ 10/ 22 O1/ 09/ 23 02/ 13/ 23 03/ 13/ 23
PARKS, RECREATION AND MAINTENANCE SERVICES
Parks and Recreation
Administrative Assistant I/ II/ III 1. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 Director of Parks, Recreation and Maintenance Se 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Management Analyst I/ II 1. 25 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 1. 00 Recreation Coordinator 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00 Recreation Leaders 8. 55 8. 55 8. 55 8. 55 8. 55 8. 55 8. 55 8. 55 Recreation Manager 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Recreation Supervisor 1. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 Senior Accountant 0. 00 0. 25 0. 25 0. 25 0. 25 0. 25 0. 25 0. 25 SeniorAdministrativeAssistant 0. 00 0. 00 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 Senior Recreation Leaders 4. 35 4. 35 4. 35 5. 00 6. 00 6. 00 6. 00 6. 00 Total 20. 15 22. 15 22. 15 22. 80 24. 80 24. 80 24. 80 25. 80 Maintenance Services
Landscape and Irrigation Specialist 0. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Maintenance Services Supervisor 1. 00 1. 00 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Maintenance Worker I/ II/ III 9. 00 10. 00 10. 00 9. 00 9. 00 9. 00 9. 00 9. 00 Parks and Facilities Manager 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 0. 00 Streets and Maintenance Operatlon Manager 0. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Totai 10. 00 13. 00 13. 00 13. 00 13. 00 13. 00 13. 00 12. 00 PARKS, RECREATION AND MAINTENANCE SERVICES- 30. 15 35. 15 35. 15 35.80 37. 80 37. 80 37. 80 37. 80
PUBLIC WORKS
Building
Administrative Assistant I/ II/ III 0. 33 0. 33 0. 33 0. 33 0. 33 0. 33 0. 33 0. 33 Assistant City Manager 0. 00 0. 00 0. 32 0. 32 0. 32 032 0. 32 032 Bullding Inspector I/ II/ III 2. 00 2. 00 2. 00 2. 00 3. 00 3. 00 3. 00 3. 00 Chief Building Official 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Permit and Plan Check Supervisor 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 PermitTechnician 2. 00 3. 00 3. 00 3. 00 4. 00 4. 00 4. 00 4. 00 Total 6. 33 7. 33 7. 65 7. 65 9. 65 9.65 9. 65 9. 65
Attachment E
Budget for Fiscal Year 22/ 23
2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 2022/ 23 Amended Amended Amended Amended Amended Amended Amended Adopted 03/ 14/ 22 05/ 16/ 22 07/ 11/ 22 10/ 10/ 22 01/ 09/ 23 02/ 13/ 23 03/ 13/ 23 Public Works
Administrative Assistant I/ II 2. 34 2. 34 2. 34 2. 34 2. 34 2. 34 2. 34 2. 34 Assistant City Manager 0. 00 0. 00 0. 43 0. 43 0. 43 0. 43 0. 43 0. 43 Assistant Engineer 1. 00 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00 3. 00 Associate Engineer 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 City Engineer 0. 85 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Construction Inspector I/ II 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 Constructlon Inspector III 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Construction Superintendent 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Director of Public Works 1. 00 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Executive Assistant 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Land Development Manager 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Management Analyst I/ II 0. 25 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Meter Reader 1. 00 1. 00 1. 00 1. 00 2. 00 2. 00 2. 00 2. 00 Senior Accountant 0. 00 0. 25 0. 25 0. 25 0. 25 0. 25 0. 25 0. 25 Senior Administrative Assistant 1. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 0. 00 Senior Civll Engineer 1. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 2. 00 Senior Construction Manager 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Utility Operations Superintendent 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Utility Operator I/ II/ III 6. 00 6. 00 6. 00 6. 00 6. 00 6. 00 6. 00 6. 00 Utility Plant Manager 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 1. 00 Total 24. 44 26. 59 26. 02 26. 02 27. 02 27. 02 27. 02 27. 02 PUBLIC WORKS- Total 30. 77 33. 92 33. 67 33. 67 36. 67 36. 67 36. 67 36.67 Total City Staff Positions 137. 80 155. 80 157. 80 158. 45 165.45 170. 45 172. 45 173. 45 Total Contractual Positions 7• 98 7• 98 7• 98 7• 98 7• 98 7• 98 7• 98 7•98 Attachment E
City of
390 Towne Centre Drive, Lathrop, CA 95330
Phone( 209J 941- 7220— Fax( 209) 941- 7229
www.ci.la th rop. ca. us
City of Lathrop Police Department
Sworn Compensation Plan
I Approved by Resolution No. 23-
In order to recruit and retain employees for the new Lathrop Police Department, the City has identified the following compensation components to be considered during the hiring and employment process. This Sworn Compensation Plan is an updated plan from the previously I adopted plan, approved by Resolution No. 2 3- 86- 5207.
Incentive pay is based upon current salary step and range for the employee. The incentive pays are cumulative unless specifically stated.
Pension Plan
The City participates in CaIPERS retirement. The safety plan is a 2. 7% @ 57 pension formula for sworn personnel.
Deferred Compensation
Laterals exiting a 3% @ 50 pension plan or 3% @ 55 pension plan, or were members of a Public Agency Retirement system prior to January 1, 2013 ( Pre- PEPRA) the City will offer the following deferred compensation contribution on an annual basis. Contribution will be prorated and paid bi- weekly:
o Chief: $ 5, 000 ($ 192. 31 per pay period)
I
o Commander: $ 4, 000 ($ 153. 85 per pay period)
o Lieutenant: $ 3 500 ($ 134. 62 per pav period)
o Sergeant and Lateral Officer: $ 3, 000 ($ 115. 39 per pay period) Education and Police Officer Standards and Trainin ( POST) Certification The Commission on Peace Officer Standards and Training ( POST), through the POST Professional Certificates Unit, awards professional certificates at the following levels: Basic, Intermediate, Advanced, Supervisory, Management, Executive,
These POST Professional Certificate Programs provide education, training, and support professionalism in law enforcement. Participation in POST training raises the level of I Amended ^' ^"= 03/ 13/ 2023 1
ATTACHMENT " "
competence of law enforcement officers and fosters cooperation between the Commission, Public Safety Departments, and individuals.
Incentive pay for POST certification will be provided as follows:
Officers:
2. 5% Intermediate Certificate
2. 5% Advanced Certificate
Sergeants:
2. 5% Advanced Certificate
2. 5% Supervisory Certificate
I Lieutenant and Commanders:
2. 5% Supervisory Certificate
2. 5% Management Certificate
The City will pay a 2. 5% incentive on the existing salary step and range for sworn employees who possess an Associates of Arts degree. The City will pay a 5% incentive on existing salary step and range for sworn employees with a Bachelor' s Degree or higher. A maximum of 5% education incentive will be provided for this benefit.
Vacation Leave
Vacation Leave for employees shall accrue as follows:
Years of Service Hours Per Pay Hours Per Year Maximum Accrual Period
0- 4 3. 08 80 240 hours
5- g 4. 61 120 360 hours
10+ 6. 15 160 480 hours
Newly hired employees who begin employment from August 1, 2021 to December 31, 2023 will accrue vacation leave as follows:
Years of Service at Hours Per Pay Hours Per Year Maximum Accrual Prior Agency Period
0- 4 3. 08 80 240 hours
5- 9 4. 61 120 360 hours
10+ 6. 15 160 480 hours
Vacation accrual increase shall include years of service at prior agency in accordance with the timeframe above. Also within that hiring timeframe, newly hired sworn personnel will be provided an initial vacation bank of 40 hours upon hire.
I Amended ^' ^ 03/ 13/ 2023 2
Sick leave
The City understands there are times when an employee, because of illness or injury, or caring for a family member who is ill or injured, cannot and should not be at work. Sick leave is provided on an accrual basis at eight ( 8) hours per month.
Sworn employees hired from August 1, 2021 to December 31, 2023 will be provided an initial sick leave bank of 40 hours upon hire.
Sick Leave Conversion at Retirement
An employee who retires with at least ten (10) years of City service may elect one of the following options 1) convert all accrued sick leave to a medical insurance bank. The value of the medical insurance bank shall be determined by multiplying the number of accrued sick leave hours by the employee' s hourly rate of pay. The retired employee and his/ her dependents shall be entitled to continued insurance coverage, dental and/ or vision coverage currently in effect, with premiums for such coverage being deducted from the medical insurance bank until said bank is exhausted. Thereafter, the retiree and his/ her dependents may continue to participate in the City' s group health plan, at group rates, provided the City receives the retiree' s payment for the premium by the 10t'' of each month for the following month' s coverage. 2) Convert to CALPERS service credit per the City' s current contract.
Terms of the Policy Agreement with the City' s insurance carrier regarding coverage and eligibility shall apply to the retiree and his/ her dependents.
Health Insurance
Effective January 1, 2023 City contributes up to a maximum of $ 1, 915 per month for Health Insurance (medical, dental, and vision) for full-time employees and eligible dependents.
Sworn Staff have the option of contributing the unused health insurance balance to a 457 or taxable cash of unused balance. Up to $8, 040 annually ($ 670/ month).
Uniform
The City will provide a uniform allowance of $ 1, 200 per year. Uniform allowance will be a onetime payment, paid the first pay period in January, beginning in January 2023.
Si nin Bonus
Sworn personnel hired between August 1, 2021 and December 31, 2023 will receive a cash bonus of$ 5, 000 upon hire.
I Amended n' n
03/ 13/ 2023 3
Special Assi nment Pav
Sworn personnel assigned to perform special assignments shall receive the following compensation:
Detective 5%
School Resource Officer 5%
Traffic 5%
Field Training Officer 5%
SWAT Officer 5%
Community Resource Officer 5%
Bilingual Pay 2. 5%
Canine Officer may receive a stipend of$ 600 per month.
Mana ement Leave
The Chief of Police will receive 120 hours of Management Leave in accordance with City rules.
I Police Lieutenants and Police Commanders will receive 100 hours of Management Leave in accordance with City rules.
Overtime for Non- Exempt 7( K) Public Safetv Emplovee
Employees covered by this compensation plan are law enforcement employees as defined by the Fair Labor Standards Act( FLSA) and as designated by the City under the 7( K) overtime exemption provision of the FLSA, who do not otherwise qualify for exemption from the FLSA overtime provisions.
Work Period
City of Lathrop law enforcement employees have a 14-day work period. When the number of hours actually worked by law enforcement employees, exceeds eight six ( 86) hours in a 14- day work period, and those hours have been approved by the supervisor, the excess hours are considered overtime.
Military Leave
Military leave shall be granted in accordance with provisions of State and Federal laws. For purposes of this section, " military duty" applies to both " active" and " inactive" military duty.
Employees who are ordered to active military duty shall provide the City with a copy of the Orders. Employees who are required to engage in weeknight of weekend military drills as part of their inactive military duty, shall provide the City with documentation of the requirement. All employees entitled to military leave shall give the Chief an opportunity, within the limits of military regulations, to determine when such leave shall be granted. An employee on military I Amended n' ^' 03/ 13/ 2023 4
leave of absence will be entitled to receive City salary for the first 30 calendar days of such absence. Pay for such purposes shall not exceed 30 days in any one fiscal year.
Educational Reimbursement
In accordance with the City' s Tuition Reimbursement Program, employees are eligible to receive tuition reimbursement for educational purposes which are intended to improve his/ her ability to accomplish his/ her City job for courses taken on the employee' s own time. Courses taken at any college or university, business or technical school, or courses given by a recognized correspondence school shall be recognized when they are:
a. Related to the employee' s current position within the City b. Related to the employee' s potential development within the City c. Part of a program leading to a degree relating to the employee' s position or possible development within the City
Reimbursement must be recommended by the Department Head and approved by the City Manager prior to enrollment. Requests are to be submitted on the approved form. Requests will be returned to the employee within fourteen ( 14) calendar days of submittal. Payment of education funds is discretionary with a Department Head within appropriate budget limits:
a. Costs not to exceed a maximum of $ 3, 000 per calendar year, per employee; including books and materials and lab fees.
b. Employee' s time and travel are at employee' s own expense. c. Class time must be on employee' s own time, unless the Department Head approves an exception.
d. A passing grade of C or better, or a certificate of completion, is required in each course for reimbursement.
The City shall reimburse the employee within ( 30) calendar days of submitting the necessary documentation. If an employee voluntarily separates within one year of receiving the educational reimbursement, he/ she must reimburse the City of Lathrop within one year from the separation date.
Sworn Positions covered under this benefits plan include:
Police Chief Police Officer
Police Sergeant Police Commander
Police Lieutenant
Expiration Date:
This sworn compensation plan expires upon the adoption of an MOU between the City of Lathrop and the Lathrop Police Officers Association.
I Amended 9' / n-;' 03/ 13/ 2023 5