RESOLUTION OF THE CITY OF MERCED CITY
COUNCIL REGARDING CERTAIN TERMS AND
CONDITIONS OF EMPLOYMENT FOR THE
UNREPRESENTED EMPLOYEES' UNIT
Effective June 24, 2024
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Table of Contents
Page
Article 1- Recognition ...................................................................................................... 1 Article 2- Hours of Work .................................................................................................. 1
2.1. FLSA Work Period ............................................................................................ 1
2.2. Workday ............................................................................................................ 1
2.3. Rest Periods ..................................................................................................... 1
2.4. Meal Period ....................................................................................................... 1 Article 3- Overtime........................................................................................................... 1
3.1. Overtime ........................................................................................................... 1
3.2. Compensatory Time Off (CTO) Payout ............................................................. 2
3.3. Exempt Classifications ...................................................................................... 2
3.4. Administrative Leave ......................................................................................... 2
3.5. Administrative Leave Cash Out ......................................................................... 2
3.6. Call-Back........................................................................................................... 2
3.7. Remote Response Pay ..................................................................................... 3
3.8. On-Call .............................................................................................................. 3
3.9. Declared Emergency ........................................................................................ 3 Article 4- Wages .............................................................................................................. 3
4.1. Salary Schedule ................................................................................................ 3
4.2. Salary Increases ............................................................................................... 3
4.3. Longevity Pay .................................................................................................. 4
4.4. Bilingual Pay ..................................................................................................... 4 Article 5- Insurances........................................................................................................ 5
5.1. Benefits Provided and Required ....................................................................... 5
5.2. Plan Selection and Employee Benefit Committee ............................................. 5
5.3. Schedule of Allowances Per Pay Period ........................................................... 5 Article 6- Retiree Medical, Dental, and Vision ................................................................. 6
6.1. Eligibility ............................................................................................................ 6
6.2. Groups .............................................................................................................. 6
6.3. Benefits Provided Per Group ............................................................................ 6 Article 7- Retirement ........................................................................................................ 7
7.1. California Public Employees Retirement System (CalPERS)............................ 7
7.2. Deferred Compensation Plan ............................................................................ 8 Article 8- Leaves ............................................................................................................. 8
8.1. Vacation Leave ................................................................................................. 8
8.2. Maximum Vacation Accrual............................................................................... 8
8.3. Vacation Cash Out ............................................................................................ 8
8.4. Holidays ............................................................................................................ 9
8.5. Holiday Observed ............................................................................................. 9
8.6. Floating Holiday ................................................................................................ 9
8.7. Sick Leave ........................................................................................................ 9
8.8. Sick Leave Usage ........................................................................................... 10
8.9. Payment of Unused Sick Leave ...................................................................... 10
8.10. Sick Leave Upon Retirement ....................................................................... 10
8.11. Bereavement Leave .................................................................................... 10 City of Merced ii Resolution
Article 9- Voluntary Resignation .................................................................................... 11 Article 10- Layoffs.......................................................................................................... 11 Article 11- Education Reimbursement ........................................................................... 12 Article 12- Term ............................................................................................................. 12 Appendix “A” Covered Employees ................................................................................ 13 Appendix “B” Salary Schedule, 6/24/24......................................................................... 15 Appendix “B” Salary Schedule, 10/14/24 ....................................................................... 19 Appendix “B” Salary Schedule, 6/23/25......................................................................... 21 Appendix “B” Salary Schedule, 6/22/26......................................................................... 23 City of Merced 1 Resolution
Article 1- Recognition
This Resolution covers employees in the classifications listed in Appendix “A” Covered Classifications.
Article 2- Hours of Work
2.1. FLSA Work Period
All employees, regardless of rank, are subject to the Fair Labor Standards Act (FLSA) work period, which is seven (7) days in length and has an FLSA overtime threshold of 40 hours.
2.2. Workday
The normal workday may be eight (8) or ten (10) hours depending on the assignment.
2.3. Rest Periods
Employees may take a fifteen (15) minute rest period during each four (4) hours of regular work. Rest periods may not be scheduled within one (1) hour of the beginning or the end of a work shift or lunch period.
The Department may make reasonable rules concerning rest period scheduling.
2.4. Meal Period
Employees are normally allowed an unpaid meal period of not less than thirty (30) minutes nor more than one (1) hour that is generally scheduled in the middle of the work shift. The Department may make reasonable rules concerning meal period scheduling.
Article 3- Overtime
3.1. Overtime
Non-exempt employees required to work in excess of forty (40) hours in the work period receive overtime at one-and-a-half times the employee’s regular rate of pay. All paid time counts as hours worked towards the calculation of overtime.
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3.2. Compensatory Time Off (CTO) Payout
Non-exempt employees may not accrue CTO. However, employees with CTO balances may use their CTO or receive payment for it upon separation. Upon separation, CTO will be paid out at the employee's current regular rate pay or the average of the final three (3) years, whichever is greater.
3.3. Exempt Classifications
Classifications classified as exempt employees under the Fair Labor Standards Act (FLSA). They are expected to work the hours necessary to accomplish the job requirements, including alternate shifts and irregular hours, attending evening meetings, and traveling to attend classes, meetings, and/or seminars as required. Exempt employees are generally expected to be available during regular hours of their normal workdays, except as required to meet other job requirements. These employees are not eligible for overtime.
3.4. Administrative Leave
Exempt employees in classifications designated as Confidential and Supervisory receive forty (40) hours of administrative leave annually in the first full pay period of the year.
Employees may not accrue more than forty (40) hours of administrative leave.
Exempt employees in classifications designated as Management receive sixty (60) hours of administrative leave annually in the first full pay period of the year. Employees may not accrue more than sixty (60) hours of administrative leave.
Upon hire, employees will receive a prorated amount of administrative leave. Upon separation, administrative leave is paid at the employee's straight-time rate of pay.
3.5. Administrative Leave Cash Out
By November 1 of each year, employees may make an irrevocable election to cash out up to forty (40) hours of Administrative Leave that will accrue in the next calendar year.
Employees will receive the cash out at their straight-time hourly rate on the first paycheck in December of the following year.
3.6. Call-Back
Non-exempt employees who are required to return to a worksite by their Department Head or designee will be paid for a minimum of two (2) hours at the rate of one-and-a- half times their regular rate of pay for each call-back. If the return to work is contiguous with the employee’s scheduled shift and the employee is provided with a minimum of four (4) hours advance notice, the employee will not be paid call-back pay.
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3.7. Remote Response Pay
Non-exempt employees who are not called in to work but who respond to a phone call or remotely connect to work systems will be compensated for a minimum of thirty (30) minutes of overtime per incident.
3.8. On-Call
Employees scheduled or required to be on-call on a non-holiday by their department head or designee will receive one (1) hour of pay for each accumulated eight (8) hours on-call.
Employees scheduled or required to be on-call on a holiday by their department head or designee will receive one (1) hour of pay for each accumulated six (6) hours on-call.
3.9. Declared Emergency
When the City Council declares an emergency, exempt employees who are required to work in excess of their regularly scheduled hours for that emergency will be paid at time and one-half of their regular rate of pay for those hours.
Article 4- Wages
4.1. Salary Schedule
The salary schedule consists of five (5) steps, with approximately five percent (5.0%) between steps.
4.2. Salary Increases
Effective June 24, 2024, the salaries of all classifications will be set as outlined in Appendix “B” Salary Schedule.
All classifications will receive a three percent (3.0%) equity adjustment effective October 14, 2024.
All classifications will receive a four percent (4.0%) increase effective June 23, 2025.
Effective June 23, 2025, the PWS – Parks/Trees classification will receive a six percent (6.0%) equity adjustment.
Effective June 23, 2025, the PWS – Sewers/Storm Drains classification will receive a five percent (5.0%) equity adjustment.
Effective June 23, 2025, the PWS – Water and PWS – Streets classifications will receive a two percent (2.0%) equity adjustment.
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Effective June 23, 2025, the PWS – Solid Waste classification will receive a one percent (1.0%) equity adjustment.
All classifications will receive a four percent (4.0%) increase effective June 22, 2026.
Effective June 22, 2026, the PWS- Parks/Trees classification will receive a five percent (5.0%) equity adjustment.
Effective June 22, 2026, the PWS – Sewers/Storm Drains classification will receive a five percent (5.0%) equity adjustment.
Effective June 22, 2026, the PWS – Water and PWS – Streets classifications will receive a two percent (2.0%) equity adjustment.
Effective June 22, 2026, the PWS – Solid Waste classification will receive a one percent (1.0%) equity adjustment.
4.3. Longevity Pay
Effective June 24, 2024, employees receive longevity pay as follows:
Upon completion of ten (10) years of service with the City, employees receive one and a half percent (1.5%) of their base hourly rate of pay.
Upon completion of fifteen (15) years of service with the City, employees receive an additional one and a half percent (1.5%) of their base hourly rate of pay.
Upon completion of twenty (20) years of service with the City, employees receive an additional one and a half percent (1.5%) of their base hourly rate of pay.
Upon completion of twenty-five (25) years of service with the City, employees receive an additional one and a half percent (1.5%) of their base hourly rate of pay.
4.1. Education Pay
Employees in confidential classifications who possess a Bachelor's Degree will receive Education Pay in the amount of three percent (3.0%) of their base hourly rate of pay.
4.2. Bilingual Pay
Employees who speak or write Spanish, American Sign Language, or other approved languages other than English and who can do so fluently as determined by the City receive Bilingual Pay weekly as follows:
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Verbal Skills Only $23.08
Written Skills Only $34.62
Verbal and Written Skills $46.15
Article 5- Insurances
5.1. Benefits Provided and Required
The City provides employees with a "cafeteria" plan. Employees are required to enroll in each of the plans below:
Hospital/medical care plan,
Dental care plan,
Vision care plan,
Disability insurance plan,
Life insurance in the amount of $50,000.
Employees may request a waiver for medical, dental, and/or vision coverage from the Support Services Department. Waivers may be granted only if the employee shows proof of other coverage through the employee's spouse or registered domestic partner. Should an employee who has obtained a waiver to this provision lose such alternative coverage, the employee must provide proof to the Support Services Department within thirty (30) days and enroll in a City-provided insurance program.
Participation for the employee's dependents is optional.
5.2. Plan Selection and Employee Benefit Committee
The City provides at least two (2) options each for medical, dental, vision, life insurance, and disability insurance plans. The plans will be selected solely by the City following the review of proposals by the Employee Benefits Committee. The Employee Benefits Committee is advisory to the City Council and comprises representatives of each of the City's bargaining units and management.
5.3. Schedule of Allowances Per Pay Period
The City contributes an amount per bi-weekly pay period (based on twenty-six pay periods annually) as the Cafeteria Allowance. For medical employee only $281.41, employee plus one $576.05, employee plus two or more $846.67. For Dental, Vision, Disability, and life insurance employee only $35.57, employee plus one $52.70, and employs plus two or more $77.93.
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The City will pay fifty-five percent (55%) of the sum of the core premium increases, which will be reflected in the Cafeteria Allowance.
The employee is responsible for the balance of the premiums, if any, beyond the Cafeteria Allowance. No employee will receive cash back for having waived required coverage, except that an employee who is married and whose spouse or domestic partner is also a current City of Merced employee, accepted for waiver of medical coverage, will receive cash back equal to twenty-five percent (25%) of the core medical premium for a single individual.
Article 6- Retiree Medical, Dental, and Vision
6.1. Eligibility
The City provides a medical plan for eligible retirees. The medical care plan is selected solely by the City and provides essentially the same benefits to retirees as are provided to full-time employees. An employee is considered a retiree of the City if the employee retires in the California Public Employees' Retirement System and their last active place of full-time employment within the system was with the City. Retirees must meet at least one (1) of the following criteria to enroll in the City's retiree medical plan:
The retiree is age 50 or over with at least ten (10) years of service with the City; or Retiree is retired because of a service-connected disability; or Retiree is retired because of a non-service-connected disability with at least ten (10) years of service with the City.
6.2. Groups
Group 1 consists of employees who retired before January 1, 2008.
Group 2 consists of employees hired before July 5, 2006, who retired after December 31, 2007.
Group 3 consists of employees hired after July 4, 2006.
6.3. Benefits Provided Per Group
Eligible Group 1 employees and their spouse or registered domestic partner and/or other dependents will continue to be covered under the City's medical plan until the retired employee and their spouse or registered domestic partner reach age 65. The City pays the premium for the retired employee, and the spouse/registered domestic partner and dependent(s) premium(s) are the responsibility of the retired employee. At age 65, the City's medical plan will be secondary to Medicare medical coverage or any other benefit City of Merced 7 Resolution
coverage available to the retired employee and eligible spouse or registered domestic partner. Retired employees, their spouse, registered domestic partner and/or eligible dependents in Group 1 are eligible to continue dental and vision care coverage at the expense of the retired employee.
Eligible Group 2 employees receive a monthly stipend of $390.55 monthly for retirees over 65 or $546.51 monthly for retirees under 65 towards the City’s medical plan. The retiree pays any amount over the stipend. Eligible employees' spouse, registered domestic partner and/or eligible dependents in Group 2 are eligible to continue medical coverage at the expense of the retired employee. At the age of 65, the City's medical plan is secondary to Medicare medical coverage or any other benefit coverage available to the retired employee and eligible spouse or registered domestic partner. Retired employees, their spouse, registered domestic partner and/or eligible dependents in Group 2 are eligible to continue dental and vision care coverage at the expense of the retired employee.
Eligible Group 3 employees are eligible to continue medical, dental, and vision care coverage at the retired employee's expense.
Article 7- Retirement
7.1. California Public Employees Retirement System (CalPERS) A. Employees hired before December 10, 2012, receive the 2.5% at 55 miscellaneous CalPERS formula with the three (3) year final average compensation period and modified Social Security Coverage. These employees pay the required eight percent (8%) member contribution pre-tax.
B. Employees hired after December 9, 2012, who are not classified as new members will receive the 2% at 60 miscellaneous CalPERS formula with the three (3) year final average compensation period and modified Social Security Coverage. These employees pay the required seven and a half percent (7.5%) member contribution pre-tax.
C. Employees hired after December 31, 2012, who are classified as new members will receive the 2% at 62 miscellaneous CalPERS formula with the three (3) year three-year final average compensation period and full Social Security Coverage.
These employees pay one-half of the total normal cost as determined annually by CalPERS pre-tax.
D. All miscellaneous retirement formulas have the following optional CalPERS retirement benefits:
Non-Industrial Disability – Standard
Post-Retirement Death Benefits
o Lump Sum $2,000
2% Retirement COLA
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7.2. Deferred Compensation Plan
Employees may contribute to the City’s Deferred Compensation Plan.
Article 8- Leaves
8.1. Vacation Leave
Employees earn vacation leave as follows.
During the first five (5) years of continuous service, full-time employees earn 3.696 hours of vacation leave each biweekly pay period of continuous service to a maximum of 192.00 hours.
After five (5) years of continuous service, full-time employees earn 4.616 hours of vacation leave each biweekly pay period of continuous service to a maximum of 240.00 hours.
After nine (9) years of continuous service, full-time employees earn 6.160 hours of vacation leave each biweekly pay period of continuous service to a maximum of 320.00 hours.
After fifteen (15) years of continuous service, full-time employees earn 6.928 hours of vacation leave each biweekly pay period of continuous service to a maximum of 360.00 hours.
After twenty (20) years of continuous service, full-time employees earn 7.696 hours of vacation leave each biweekly pay period of continuous service to a maximum of 400.00 hours.
After twenty-five (25) years of continuous service, full-time employees earn 9.232 hours of vacation leave each biweekly pay period of continuous service to a maximum of 480.00 hours.
8.2. Maximum Vacation Accrual
When an employee accumulates the maximum number of vacation hours, vacation ceases to accrue until the employee's accrued hours fall below the cap. Employees are paid out for their accrued vacation upon separation at their straight-time rate of pay.
8.3. Vacation Cash Out
By November 1 of each year, employees who have at least one hundred (100) hours of vacation may make an irrevocable election to cash out up to forty (40) hours of vacation City of Merced 9 Resolution
that will accrue in the next calendar year. The employee will receive the cash out on the first paycheck in December of the following year.
8.4. Holidays
The City recognizes the following holidays:
New Year's Day
Martin Luther King Jr.'s Birthday
President’s Day
Cesar Chavez Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
December 24th or December 31st
December 25th
Employees receive eight (8) hours of holiday pay for each holiday listed above.
8.5. Holiday Observed
When a holiday falls on a Sunday, the following Monday is considered the holiday. When a holiday falls on a Saturday, the preceding Friday is considered the holiday.
8.6. Floating Holiday
Employees receive eight (8) hours of floating holiday annually in the first full pay period of the year. Employees may not accrue more than eight (8) hours of floating holiday. Upon separation, employees will be paid for their floating holiday hours at their straight-time rate of pay. Upon hire, employees hired before the second Monday in October will receive eight (8) hours of floating holiday.
8.7. Sick Leave
Full-time employees earn 3.696 hours of sick leave each biweekly pay period of continuous service to a maximum of 1056.00 hours. When an employee accumulates the maximum number of sick leave hours, sick leave ceases to accrue until it falls below the accrual cap. An employee separated from employment for reasons other than retirement forfeits all unused sick leave. Part-time employees earn sick leave at a pro-rata. Abuse of sick leave may be subject to disciplinary actions.
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8.8. Sick Leave Usage
Employees may use up to one-half of their annual accrued sick leave for the required care of a spouse, domestic partner, parent, child, sibling, grandparent, grandchildren, or domestic partner’s child who is ill as defined by statute. Leave for this purpose may not be taken until it has actually accrued.
8.9. Payment of Unused Sick Leave
Annually in January, employees who have sick leave hours over 960 as of the last pay period in the preceding December will receive payment for fifty percent (50%) of their sick leave hours over 960 at their straight-time hourly rate of pay and the remaining fifty percent (50%) of hours above 960 will be forfeited.
8.10. Sick Leave Upon Retirement
Employees who retire concurrently from the City and CalPERS will receive payment for fifty percent (50%) of their accrued sick leave at their straight-time hourly rate of pay, and the remaining hours will be forfeited.
8.11. Bereavement Leave
Employees who the City has employed for at least thirty (30) days are entitled to five (5) days of protected bereavement leave in the event of the death of a “family member.” Employees will also receive twenty-four (24) hours of paid leave for the death of a family member who resides within the State or forty-eight (48) hours of paid leave for the death of a family member who resides out of the state that must be used concurrently with any bereavement leave taken. Employees must first utilize unused vacation or sick leave for the remaining portion of any unpaid bereavement leave.
A “family member” means any parent, spouse, registered domestic partner, child, child of an employee’s registered domestic partner, grandchild, grandparent, brother, sister, mother-in-law, father-in-law, or the death of any child or close relative who resided with the employee at the time of death.
Employees who utilize bereavement leave must notify their Department Head or designee of the intent to use such leave. Employees may use such leave on a non-consecutive basis but must complete leave within three (3) months of the date of death of a “family member.” The City may request an employee seeking bereavement leave to provide documentation to support the leave.
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Article 9- Voluntary Resignation
Employees absent without official leave for two (2) or more consecutive days or absent an aggregate of sixteen (16) hours in any calendar month without a satisfactory explanation will be deemed to have voluntarily resigned from the City of Merced.
Article 10- Layoffs
In lieu of being laid off, an employee may elect demotion (“bumping”) to:
A. Any class in the same class series with a lower maximum salary.
B. A class in the same line of work (as determined by the City) as the class of layoff but of lesser responsibility and with substantially the same or a lower maximum salary.
To bump to a new classification, the employee must have more seniority than the employee who will be displaced.
The employee bumping to a new classification must have held that classification at some time in their career in the City of Merced.
Seniority is determined by the time in the class from which the employee is bumping plus time in any higher classification in the same series.
To be considered for a demotion in lieu of layoff, an employee must notify the Personnel Manager within five (5) days of receiving the notice of layoff.
In cases where there are two (2) or more employees in a class from which the layoff is to be made, employees will be laid off in inverse order of seniority.
Employees bumping to a lower or similar class will be placed at the salary step representing the least loss of pay, without exceeding the employee’s current rate of pay.
The names of persons laid off or demoted will be placed on a re-employment list in the order of layoff.
The re-employment list expires after two (2) years, except that persons appointed to regular positions of the same or higher level will be removed from the list upon appointment.
Refusal of a person to accept the first offer of re-employment with the same classification or a classification at the same or higher range will result in the person being removed from the re-employment list. Failure of a person to respond within seven (7) workdays to the offer of re-employment is deemed a refusal.
Employees from other bargaining units may only bump into previously held classifications.
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Article 11- Education Reimbursement
Employees may be eligible for education reimbursement for graduate and postgraduate courses by submitting a written proposal to the City Manager requesting approval and outlining the benefits to the City.
Article 12- Term
This Resolution is effective June 24, 2024, and supersedes all prior written agreements, memorandums of understanding, and side letters.
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Appendix “A” Covered Employees
Title Grade Class Exempt /
Non-Exempt
Airport Manager 836 MM Exempt
Assistant Building Official 836 MM Exempt
Assistant City Clerk 803 MM Exempt
Associate Engineer 776 MS Exempt
Associate Planner 764 MS Exempt
Business And Aviation Manager 878 MM Exempt
Chief Deputy City Attorney 902 MM Exempt
City Surveyor 818 MM Exempt
Communications Systems Supervisor 788 MS Exempt
Crime Analyst 729 MS Exempt
Deputy City Attorney 808 MM Exempt
Deputy Development Services Director 891 MM Exempt
Deputy Finance Officer 834 MM Exempt
Deputy Public Works Director 878 MM Exempt
Economic Development Associate 762 MS Exempt
Economic Development Manager 836 MM Exempt
Engineering Project Manager 818 MM Exempt
Executive Assistant 710 MC Non-Exempt
Fire Marshal 498 MM Exempt
GIS Coordinator 832 MM Exempt
Housing Program Supervisor 802 MS Exempt
Human Resources Analyst 732 MS Exempt
Human Resources Manager 836 MM Exempt
Human Resources Technician I 701 MC Non-Exempt
Human Resources Technician II 702 MC Non-Exempt
Human Resources Technician III 728 MC Non-Exempt
Information Technology Manager 814 MM Exempt
Legal Administrative Assistant 709 MC Non-Exempt
Management Analyst 731 MS Exempt
Paralegal 710 MC Non-Exempt
Paralegal Office Administrator 703 MS Exempt
Payroll Supervisor 758 MS Exempt
Payroll Technician I 698 MC Non-Exempt
Payroll Technician II 716 MC Non-Exempt
Planning Manager 836 MM Exempt
Police Records Supervisor 699 MS Exempt
Principal Planner 833 MM Exempt
Purchasing Supervisor 760 MS Exempt
PWM - Internal Services 805 MM Exempt
PWM – Operations 805 MM Exempt
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PWM – Refuse 805 MM Exempt
PWM - Tax Services 805 MM Exempt
PWM – Wastewater 866 MM Exempt
PWM – Water 835 MM Exempt
PWS - Environmental Compliance 773 MS Exempt
PWS – Facilities 735 MS Exempt
PWS – Fleet 756 MS Exempt
PWS – Laboratory 773 MS Exempt
PWS - Parks/Trees 737 MS Exempt
PWS - Sewers/Storm Drains 748 MS Exempt
PWS - Solid Waste 738 MS Exempt
PWS – Streets 739 MS Exempt
PWS – Water 756 MS Exempt
Recreation Supervisor 742 MS Exempt
Revenue And Customer Serv Supr 729 MS Exempt
Risk Analyst 732 MS Exempt
Safety Coordinator 714 MS Exempt
Senior Accountant 758 MS Exempt
Senior Deputy City Attorney 876 MM Exempt
Senior Engineer 818 MM Exempt
Senior Management Analyst 824 MM Exempt
Senior Planner 785 MM Exempt
Software Analyst I 755 MC Exempt
Software Analyst II 771 MC Exempt
Software Analyst III 774 MC Exempt
Systems Engineer I 771 MC Non-Exempt
Systems Engineer II 774 MC Non-Exempt
Systems Engineer III 782 MS Exempt
WWTP Maintenance Supervisor 756 MS Exempt
WWTP Operations Supervisor 757 MS Exempt
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Appendix “B” Salary Schedule, 6/24/24
Unrepresented Management Wage Summary
Effective PP14 - 6/24/2024
Title Step 1 Step 2 Step 3 Step 4 Step 5
Executive Assistant $4,840 $5,082 $5,336 $5,603 $5,883
$145 $152 $160 $168 $176 Prem Pay
Human Resources Technician I $3,908 $4,103 $4,308 $4,524 $4,750 $117 $123 $129 $136 $142 Prem Pay
Human Resources Technician II $4,308 $4,524 $4,750 $4,987 $5,237 $129 $136 $142 $150 $157 Prem Pay
Human Resources Technician III $4,987 $5,237 $5,498 $5,773 $6,062 $150 $157 $165 $173 $182 Prem Pay
Legal Administrative Assistant $4,390 $4,609 $4,840 $5,082 $5,336 $132 $138 $145 $152 $160 Prem Pay
Paralegal $4,840 $5,082 $5,336 $5,603 $5,883
$145 $152 $160 $168 $176 Prem Pay
Payroll Technician I $4,773 $5,012 $5,263 $5,526 $5,802 $143 $150 $158 $166 $174 Prem Pay
Payroll Technician II $5,262 $5,526 $5,802 $6,092 $6,397 $158 $166 $174 $183 $192 Prem Pay
Software Analyst I $5,306 $5,571 $5,850 $6,142 $6,449
$159 $167 $175 $184 $193 Prem Pay
Software Analyst II $5,850 $6,142 $6,449 $6,772 $7,110
$175 $184 $193 $203 $213 Prem Pay
Software Analyst III $6,772 $7,110 $7,466 $7,839 $8,231 $203 $213 $224 $235 $247 Prem Pay
Systems Engineer I $5,850 $6,142 $6,449 $6,772 $7,110
$175 $184 $193 $203 $213 Prem Pay
Systems Engineer II $6,772 $7,110 $7,466 $7,839 $8,231
$203 $213 $224 $235 $247 Prem Pay
Airport Manager $8,753 $9,190 $9,650 $10,132 $10,639
$263 $276 $289 $304 $319 Prem Pay
Assistant Building Official $8,753 $9,190 $9,650 $10,132 $10,639 $263 $276 $289 $304 $319 Prem Pay
Assistant City Clerk $6,739 $7,076 $7,430 $7,801 $8,191 $202 $212 $223 $234 $246 Prem Pay
Business And Aviation Manager $10,141 $10,648 $11,180 $11,739 $12,326 $304 $319 $335 $352 $370 Prem Pay
Chief Deputy City Attorney $11,634 $12,216 $12,827 $13,468 $14,141 $349 $366 $385 $404 $424 Prem Pay
City Surveyor $8,400 $8,820 $9,261 $9,724 $10,210
$252 $265 $278 $292 $306 Prem Pay
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Deputy City Attorney $7,874 $8,268 $8,681 $9,115 $9,571 $236 $248 $260 $273 $287 Prem Pay
Deputy Development Services
Director $10,203 $10,713 $11,249 $11,812 $12,402
$306 $321 $337 $354 $372 Prem Pay
Deputy Finance Officer $8,706 $9,141 $9,598 $10,078 $10,582 $261 $274 $288 $302 $317 Prem Pay
Deputy Public Works Director $10,141 $10,648 $11,180 $11,739 $12,326 $304 $319 $335 $352 $370 Prem Pay
Economic Development Manager $8,753 $9,190 $9,650 $10,132 $10,639 $263 $276 $289 $304 $319 Prem Pay
Engineering Project Manager $8,400 $8,820 $9,261 $9,724 $10,210 $252 $265 $278 $292 $306 Prem Pay
Fire Marshal $7,045 $7,397 $7,767 $8,155 $8,563
$211 $222 $233 $245 $257 Prem Pay
GIS Coordinator $6,352 $6,670 $7,004 $7,354 $7,721
$191 $200 $210 $221 $232 Prem Pay
Human Resources Manager $8,753 $9,190 $9,650 $10,132 $10,639 $263 $276 $289 $304 $319 Prem Pay
Information Technology Manager $8,146 $8,554 $8,981 $9,430 $9,902 $244 $257 $269 $283 $297 Prem Pay
Planning Manager $8,753 $9,190 $9,650 $10,132 $10,639
$263 $276 $289 $304 $319 Prem Pay
Principal Planner $8,336 $8,753 $9,190 $9,650 $10,132
$250 $263 $276 $289 $304 Prem Pay
PWM - Internal Services $7,821 $8,212 $8,623 $9,054 $9,507 $235 $246 $259 $272 $285 Prem Pay
PWM - Operations $7,821 $8,212 $8,623 $9,054 $9,507
$235 $246 $259 $272 $285 Prem Pay
PWM - Refuse $7,821 $8,212 $8,623 $9,054 $9,507
$235 $246 $259 $272 $285 Prem Pay
PWM - Tax Services $7,821 $8,212 $8,623 $9,054 $9,507
$235 $246 $259 $272 $285 Prem Pay
PWM - Wastewater $9,177 $9,636 $10,117 $10,623 $11,155
$275 $289 $304 $319 $335 Prem Pay
PWM - Water $8,292 $8,706 $9,142 $9,599 $10,079
$249 $261 $274 $288 $302 Prem Pay
Senior Deputy City Attorney $9,262 $9,725 $10,211 $10,722 $11,258 $278 $292 $306 $322 $338 Prem Pay
Senior Engineer $8,400 $8,820 $9,261 $9,724 $10,210
$252 $265 $278 $292 $306 Prem Pay
Senior Management Analyst $7,406 $7,777 $8,166 $8,574 $9,003 $222 $233 $245 $257 $270 Prem Pay
City of Merced 17 Resolution
Senior Planner $7,201 $7,561 $7,939 $8,336 $8,753
$216 $227 $238 $250 $263 Prem Pay
Associate Engineer $7,257 $7,620 $8,001 $8,401 $8,821
$218 $229 $240 $252 $265 Prem Pay
Associate Planner $5,924 $6,221 $6,532 $6,858 $7,201
$178 $187 $196 $206 $216 Prem Pay
Communications Systems
Supervisor $5,728 $6,014 $6,315 $6,630 $6,962
$172 $180 $189 $199 $209 Prem Pay
Crime Analyst $5,978 $6,277 $6,590 $6,920 $7,266
$179 $188 $198 $208 $218 Prem Pay
Economic Development Associate $5,442 $5,714 $5,999 $6,299 $6,614 $163 $171 $180 $189 $198 Prem Pay
Housing Program Supervisor $6,683 $7,017 $7,368 $7,737 $8,123 $200 $211 $221 $232 $244 Prem Pay
Human Resources Analyst $6,088 $6,392 $6,712 $7,048 $7,400 $183 $192 $201 $211 $222 Prem Pay
Management Analyst $6,212 $6,523 $6,849 $7,191 $7,551
$186 $196 $205 $216 $227 Prem Pay
Paralegal Office Administrator $6,471 $6,794 $7,134 $7,490 $7,865 $194 $204 $214 $225 $236 Prem Pay
Payroll Supervisor $7,052 $7,405 $7,775 $8,164 $8,572
$212 $222 $233 $245 $257 Prem Pay
Police Records Supervisor $5,604 $5,884 $6,178 $6,487 $6,811 $168 $177 $185 $195 $204 Prem Pay
Purchasing Supervisor $5,536 $5,813 $6,103 $6,408 $6,729 $166 $174 $183 $192 $202 Prem Pay
PWS - Environmental Compliance $6,658 $6,991 $7,340 $7,707 $8,092 $200 $210 $220 $231 $243 Prem Pay
PWS - Facilities $5,207 $5,468 $5,741 $6,028 $6,329
$156 $164 $172 $181 $190 Prem Pay
PWS - Fleet $6,184 $6,493 $6,818 $7,159 $7,517
$186 $195 $205 $215 $226 Prem Pay
PWS - Laboratory $6,658 $6,991 $7,340 $7,707 $8,092
$200 $210 $220 $231 $243 Prem Pay
PWS - Parks/Trees $5,481 $5,755 $6,042 $6,345 $6,662
$164 $173 $181 $190 $200 Prem Pay
PWS - Sewers/Storm Drains $5,648 $5,931 $6,227 $6,538 $6,865 $169 $178 $187 $196 $206 Prem Pay
PWS - Solid Waste $5,451 $5,723 $6,009 $6,310 $6,625
$164 $172 $180 $189 $199 Prem Pay
PWS - Streets $5,892 $6,187 $6,496 $6,821 $7,162
$177 $186 $195 $205 $215 Prem Pay
City of Merced 18 Resolution
PWS - Water $6,364 $6,683 $7,017 $7,368 $7,736
$191 $200 $211 $221 $232 Prem Pay
Recreation Supervisor $5,730 $6,017 $6,318 $6,634 $6,965 $172 $181 $190 $199 $209 Prem Pay
Revenue and Customer Serv Supr $5,978 $6,277 $6,590 $6,920 $7,266 $179 $188 $198 $208 $218 Prem Pay
Risk Analyst $6,088 $6,392 $6,712 $7,048 $7,400
$183 $192 $201 $211 $222 Prem Pay
Safety Coordinator $4,299 $4,514 $4,740 $4,977 $5,226
$129 $135 $142 $149 $157 Prem Pay
Senior Accountant $7,052 $7,405 $7,775 $8,164 $8,572
$212 $222 $233 $245 $257 Prem Pay
Systems Engineer III $7,246 $7,608 $7,988 $8,388 $8,807 $217 $228 $240 $252 $264 Prem Pay
WWTP Maintenance Supervisor $6,184 $6,493 $6,818 $7,159 $7,517 $186 $195 $205 $215 $226 Prem Pay
WWTP Operations Supervisor $6,552 $6,879 $7,223 $7,584 $7,964 $197 $206 $217 $228 $239 Prem Pay
All numbers have been rounded to the nearest $1.
City of Merced 19 Resolution
Appendix “B” Salary Schedule, 10/14/24
Unrepresented Management Wage Summary
Effective PP22 - 10/14/2024
Title Step 1 Step 2 Step 3 Step 4 Step 5
Airport Manager $9,015 $9,466 $9,939 $10,436 $10,958
Assistant Building Official $9,015 $9,466 $9,939 $10,436 $10,958 Assistant City Clerk $6,941 $7,288 $7,653 $8,035 $8,437 Associate Engineer $7,475 $7,848 $8,241 $8,653 $9,086
Associate Planner $6,102 $6,407 $6,728 $7,064 $7,417
Business And Aviation Manager $10,445 $10,967 $11,515 $12,091 $12,696 Chief Deputy City Attorney $11,983 $12,582 $13,211 $13,872 $14,565 City Surveyor $8,652 $9,085 $9,539 $10,016 $10,517
Communications Systems Supervisor $5,899 $6,194 $6,504 $6,829 $7,171 Crime Analyst $6,157 $6,465 $6,788 $7,128 $7,484
Deputy City Attorney $8,110 $8,516 $8,942 $9,389 $9,858 Deputy Development Services Director $10,509 $11,035 $11,587 $12,166 $12,774 Deputy Finance Officer $8,967 $9,415 $9,886 $10,380 $10,899 Deputy Public Works Director $10,445 $10,967 $11,515 $12,091 $12,696 Economic Development Associate $5,605 $5,885 $6,179 $6,488 $6,813 Economic Development Manager $9,015 $9,466 $9,939 $10,436 $10,958 Engineering Project Manager $8,652 $9,085 $9,539 $10,016 $10,517 Executive Assistant $4,985 $5,234 $5,496 $5,771 $6,059
Fire Marshal $7,256 $7,619 $8,000 $8,400 $8,820
GIS Coordinator $6,543 $6,870 $7,214 $7,574 $7,953
Housing Program Supervisor $6,884 $7,228 $7,589 $7,969 $8,367 Human Resources Analyst $6,271 $6,584 $6,913 $7,259 $7,622 Human Resources Manager $9,015 $9,466 $9,939 $10,436 $10,958 Human Resources Technician I $4,025 $4,226 $4,437 $4,659 $4,892 Human Resources Technician II $4,437 $4,659 $4,892 $5,137 $5,394 Human Resources Technician III $5,137 $5,394 $5,663 $5,947 $6,244 Information Technology Manager $8,391 $8,810 $9,251 $9,713 $10,199 Legal Administrative Assistant $4,521 $4,748 $4,985 $5,234 $5,496 Management Analyst $6,399 $6,718 $7,054 $7,407 $7,777
Paralegal $4,985 $5,234 $5,496 $5,771 $6,059
Paralegal Office Administrator $6,665 $6,998 $7,348 $7,715 $8,101 Payroll Supervisor $7,264 $7,627 $8,009 $8,409 $8,829
Payroll Technician I $4,916 $5,162 $5,420 $5,691 $5,976 Payroll Technician II $5,420 $5,691 $5,976 $6,275 $6,589 Planning Manager $9,015 $9,466 $9,939 $10,436 $10,958
Police Records Supervisor $5,772 $6,060 $6,363 $6,681 $7,015 Principal Planner $8,586 $9,015 $9,466 $9,939 $10,436
Purchasing Supervisor $5,702 $5,987 $6,286 $6,601 $6,931 City of Merced 20 Resolution
PWM - Internal Services $8,056 $8,459 $8,882 $9,326 $9,792 PWM – Operations $8,056 $8,459 $8,882 $9,326 $9,792
PWM – Refuse $8,056 $8,459 $8,882 $9,326 $9,792
PWM - Tax Services $8,056 $8,459 $8,882 $9,326 $9,792
PWM – Wastewater $9,452 $9,925 $10,421 $10,942 $11,489
PWM – Water $8,540 $8,967 $9,416 $9,887 $10,381
PWS - Environmental Compliance $6,857 $7,200 $7,560 $7,938 $8,335 PWS – Facilities $5,363 $5,632 $5,913 $6,209 $6,519
PWS – Fleet $6,370 $6,688 $7,023 $7,374 $7,743
PWS – Laboratory $6,857 $7,200 $7,560 $7,938 $8,335
PWS - Parks/Trees $5,645 $5,927 $6,224 $6,535 $6,862
PWS - Sewers/Storm Drains $5,818 $6,108 $6,414 $6,735 $7,071 PWS - Solid Waste $5,614 $5,895 $6,189 $6,499 $6,824
PWS – Streets $6,069 $6,372 $6,691 $7,026 $7,377
PWS – Water $6,555 $6,883 $7,227 $7,589 $7,968
Recreation Supervisor $5,902 $6,197 $6,507 $6,833 $7,174 Revenue And Customer Serv Supr $6,157 $6,465 $6,788 $7,128 $7,484 Risk Analyst $6,271 $6,584 $6,913 $7,259 $7,622
Safety Coordinator $4,428 $4,649 $4,882 $5,126 $5,382
Senior Accountant $7,264 $7,627 $8,009 $8,409 $8,829
Senior Deputy City Attorney $9,540 $10,017 $10,518 $11,044 $11,596 Senior Engineer $8,652 $9,085 $9,539 $10,016 $10,517
Senior Management Analyst $7,629 $8,010 $8,411 $8,831 $9,273 Senior Planner $7,417 $7,788 $8,177 $8,586 $9,016
Software Analyst I $5,465 $5,738 $6,025 $6,326 $6,643
Software Analyst II $6,025 $6,326 $6,643 $6,975 $7,324
Software Analyst III $6,975 $7,323 $7,690 $8,074 $8,478 Systems Engineer I $6,025 $6,326 $6,643 $6,975 $7,324
Systems Engineer II $6,975 $7,323 $7,690 $8,074 $8,478
Systems Engineer III $7,463 $7,836 $8,228 $8,639 $9,071 WWTP Maintenance Supervisor $6,370 $6,688 $7,023 $7,374 $7,743 WWTP Operations Supervisor $6,748 $7,086 $7,440 $7,812 $8,202 All numbers have been rounded to the nearest $1.
City of Merced 21 Resolution
Appendix “B” Salary Schedule, 6/23/25
Unrepresented Management Wage Summary
Effective PP14 - 6/23/2025
Title Step 1 Step 2 Step 3 Step 4 Step 5
Airport Manager $9,376 $9,845 $10,337 $10,854 $11,396
Assistant Building Official $9,376 $9,845 $10,337 $10,854 $11,396 Assistant City Clerk $7,219 $7,580 $7,959 $8,357 $8,775 Associate Engineer $7,774 $8,162 $8,571 $8,999 $9,449
Associate Planner $6,346 $6,663 $6,997 $7,346 $7,714
Business And Aviation Manager $10,863 $11,406 $11,976 $12,575 $13,204 Chief Deputy City Attorney $12,462 $13,086 $13,740 $14,427 $15,148 City Surveyor $8,998 $9,448 $9,920 $10,416 $10,937
Communications Systems Supervisor $6,135 $6,442 $6,764 $7,103 $7,458 Crime Analyst $6,403 $6,724 $7,060 $7,413 $7,783
Deputy City Attorney $8,435 $8,857 $9,299 $9,764 $10,253 Deputy Development Services Director $10,930 $11,476 $12,050 $12,653 $13,285 Deputy Finance Officer $9,326 $9,792 $10,281 $10,796 $11,335 Deputy Public Works Director $10,863 $11,406 $11,976 $12,575 $13,204 Economic Development Associate $5,829 $6,121 $6,427 $6,748 $7,085 Economic Development Manager $9,376 $9,845 $10,337 $10,854 $11,396 Engineering Project Manager $8,998 $9,448 $9,920 $10,416 $10,937 Executive Assistant $5,184 $5,443 $5,716 $6,001 $6,302
Fire Marshal $7,546 $7,924 $8,320 $8,736 $9,173
GIS Coordinator $6,805 $7,145 $7,502 $7,877 $8,271
Housing Program Supervisor $7,159 $7,517 $7,893 $8,287 $8,702 Human Resources Analyst $6,522 $6,848 $7,190 $7,550 $7,927 Human Resources Manager $9,376 $9,845 $10,337 $10,854 $11,396 Human Resources Technician I $4,186 $4,395 $4,615 $4,846 $5,088 Human Resources Technician II $4,615 $4,846 $5,088 $5,342 $5,609 Human Resources Technician III $5,342 $5,609 $5,890 $6,184 $6,494 Information Technology Manager $8,726 $9,163 $9,621 $10,102 $10,607 Legal Administrative Assistant $4,702 $4,937 $5,184 $5,443 $5,716 Management Analyst $6,654 $6,987 $7,337 $7,703 $8,089
Paralegal $5,184 $5,443 $5,716 $6,001 $6,302
Paralegal Office Administrator $6,931 $7,278 $7,642 $8,024 $8,425 Payroll Supervisor $7,555 $7,932 $8,329 $8,745 $9,183
Payroll Technician I $5,113 $5,369 $5,637 $5,919 $6,215 Payroll Technician II $5,637 $5,919 $6,215 $6,526 $6,852 Planning Manager $9,376 $9,845 $10,337 $10,854 $11,396
Police Records Supervisor $6,003 $6,303 $6,618 $6,949 $7,296 Principal Planner $8,929 $9,376 $9,845 $10,337 $10,854
Purchasing Supervisor $5,930 $6,226 $6,538 $6,865 $7,208 PWM - Internal Services $8,378 $8,797 $9,237 $9,699 $10,184
City of Merced 22 Resolution
PWM – Operations $8,378 $8,797 $9,237 $9,699 $10,184
PWM – Refuse $8,378 $8,797 $9,237 $9,699 $10,184
PWM - Tax Services $8,378 $8,797 $9,237 $9,699 $10,184
PWM – Wastewater $9,830 $10,322 $10,838 $11,380 $11,949 PWM – Water $8,882 $9,326 $9,792 $10,282 $10,796
PWS - Environmental Compliance $7,132 $7,488 $7,863 $8,256 $8,669 PWS – Facilities $5,578 $5,857 $6,150 $6,457 $6,780
PWS – Fleet $6,625 $6,956 $7,304 $7,669 $8,052
PWS – Laboratory $7,132 $7,488 $7,863 $8,256 $8,669
PWS - Parks/Trees $5,984 $6,283 $6,597 $6,927 $7,273
PWS - Sewers/Storm Drains $6,341 $6,658 $6,991 $7,341 $7,708 PWS - Solid Waste $5,895 $6,189 $6,499 $6,824 $7,165
PWS – Streets $6,433 $6,755 $7,092 $7,447 $7,819
PWS – Water $6,949 $7,296 $7,661 $8,044 $8,446
Recreation Supervisor $6,138 $6,445 $6,768 $7,106 $7,461 Revenue And Customer Serv Supr $6,403 $6,724 $7,060 $7,413 $7,783 Risk Analyst $6,522 $6,848 $7,190 $7,550 $7,927
Safety Coordinator $4,605 $4,835 $5,077 $5,331 $5,598
Senior Accountant $7,555 $7,932 $8,329 $8,745 $9,183
Senior Deputy City Attorney $9,922 $10,418 $10,939 $11,485 $12,060 Senior Engineer $8,998 $9,448 $9,920 $10,416 $10,937
Senior Management Analyst $7,934 $8,331 $8,747 $9,184 $9,644 Senior Planner $7,714 $8,099 $8,504 $8,930 $9,376
Software Analyst I $5,684 $5,968 $6,266 $6,579 $6,908
Software Analyst II $6,266 $6,579 $6,908 $7,254 $7,617
Software Analyst III $7,254 $7,616 $7,997 $8,397 $8,817 Systems Engineer I $6,266 $6,579 $6,908 $7,254 $7,617
Systems Engineer II $7,254 $7,616 $7,997 $8,397 $8,817
Systems Engineer III $7,761 $8,150 $8,557 $8,985 $9,434 WWTP Maintenance Supervisor $6,625 $6,956 $7,304 $7,669 $8,052 WWTP Operations Supervisor $7,018 $7,369 $7,737 $8,124 $8,531 All numbers have been rounded to the nearest $1.
City of Merced 23 Resolution
Appendix “B” Salary Schedule, 6/22/26
Unrepresented Management Wage Summary
Effective PP14 - 6/22/2026
Title Step 1 Step 2 Step 3 Step 4 Step 5
Airport Manager $9,751 $10,239 $10,750 $11,288 $11,852
Assistant Building Official $9,751 $10,239 $10,750 $11,288 $11,852 Assistant City Clerk $7,508 $7,883 $8,277 $8,691 $9,126 Associate Engineer $8,085 $8,489 $8,913 $9,359 $9,827
Associate Planner $6,600 $6,930 $7,276 $7,640 $8,022
Business And Aviation Manager $11,297 $11,862 $12,455 $13,078 $13,732 Chief Deputy City Attorney $12,961 $13,609 $14,289 $15,004 $15,754 City Surveyor $9,358 $9,826 $10,317 $10,833 $11,375
Communications Systems Supervisor $6,381 $6,700 $7,035 $7,387 $7,756 Crime Analyst $6,659 $6,992 $7,342 $7,709 $8,095
Deputy City Attorney $8,772 $9,211 $9,671 $10,155 $10,663 Deputy Development Services Director $11,367 $11,935 $12,532 $13,159 $13,817 Deputy Finance Officer $9,699 $10,184 $10,693 $11,227 $11,789 Deputy Public Works Director $11,297 $11,862 $12,455 $13,078 $13,732 Economic Development Associate $6,062 $6,365 $6,684 $7,018 $7,369 Economic Development Manager $9,751 $10,239 $10,750 $11,288 $11,852 Engineering Project Manager $9,358 $9,826 $10,317 $10,833 $11,375 Executive Assistant $5,392 $5,661 $5,944 $6,242 $6,554
Fire Marshal $7,848 $8,241 $8,653 $9,085 $9,540
GIS Coordinator $7,077 $7,431 $7,802 $8,192 $8,602
Housing Program Supervisor $7,445 $7,818 $8,208 $8,619 $9,050 Human Resources Analyst $6,782 $7,122 $7,478 $7,851 $8,244 Human Resources Manager $9,751 $10,239 $10,750 $11,288 $11,852 Human Resources Technician I $4,353 $4,571 $4,799 $5,039 $5,291 Human Resources Technician II $4,799 $5,039 $5,291 $5,556 $5,834 Human Resources Technician III $5,556 $5,834 $6,126 $6,432 $6,753 Information Technology Manager $9,075 $9,529 $10,006 $10,506 $11,031 Legal Administrative Assistant $4,890 $5,135 $5,392 $5,661 $5,944 Management Analyst $6,921 $7,267 $7,630 $8,012 $8,412
Paralegal $5,392 $5,661 $5,944 $6,242 $6,554
Paralegal Office Administrator $7,209 $7,569 $7,947 $8,345 $8,762 Payroll Supervisor $7,857 $8,250 $8,662 $9,095 $9,550
Payroll Technician I $5,318 $5,584 $5,863 $6,156 $6,464 Payroll Technician II $5,863 $6,156 $6,464 $6,787 $7,126 Planning Manager $9,751 $10,239 $10,750 $11,288 $11,852 Police Records Supervisor $6,243 $6,555 $6,882 $7,227 $7,588 Principal Planner $9,287 $9,751 $10,239 $10,750 $11,288 Purchasing Supervisor $6,167 $6,476 $6,799 $7,139 $7,496 PWM - Internal Services $8,713 $9,149 $9,606 $10,087 $10,591 PWM – Operations $8,713 $9,149 $9,606 $10,087 $10,591
City of Merced 24 Resolution
PWM – Refuse $8,713 $9,149 $9,606 $10,087 $10,591
PWM - Tax Services $8,713 $9,149 $9,606 $10,087 $10,591 PWM – Wastewater $10,223 $10,735 $11,271 $11,835 $12,427 PWM – Water $9,237 $9,699 $10,184 $10,693 $11,228
PWS - Environmental Compliance $7,417 $7,788 $8,177 $8,586 $9,015 PWS – Facilities $5,801 $6,091 $6,396 $6,715 $7,051
PWS – Fleet $6,890 $7,234 $7,596 $7,976 $8,374
PWS – Laboratory $7,417 $7,788 $8,177 $8,586 $9,015
PWS - Parks/Trees $6,283 $6,597 $6,927 $7,273 $7,637
PWS - Sewers/Storm Drains $6,912 $7,257 $7,620 $8,001 $8,401 PWS - Solid Waste $6,189 $6,499 $6,824 $7,165 $7,523
PWS – Streets $6,819 $7,160 $7,518 $7,894 $8,289
PWS – Water $7,366 $7,734 $8,121 $8,527 $8,953
Recreation Supervisor $6,384 $6,703 $7,038 $7,390 $7,760 Revenue And Customer Serv Supr $6,659 $6,992 $7,342 $7,709 $8,095 Risk Analyst $6,782 $7,122 $7,478 $7,851 $8,244
Safety Coordinator $4,789 $5,029 $5,280 $5,544 $5,822
Senior Accountant $7,857 $8,250 $8,662 $9,095 $9,550
Senior Deputy City Attorney $10,318 $10,834 $11,376 $11,945 $12,542 Senior Engineer $9,358 $9,826 $10,317 $10,833 $11,375
Senior Management Analyst $8,251 $8,664 $9,097 $9,552 $10,029 Senior Planner $8,022 $8,423 $8,845 $9,287 $9,751
Software Analyst I $5,911 $6,206 $6,517 $6,843 $7,185
Software Analyst II $6,517 $6,843 $7,185 $7,544 $7,921
Software Analyst III $7,544 $7,921 $8,317 $8,733 $9,170 Systems Engineer I $6,517 $6,843 $7,185 $7,544 $7,921
Systems Engineer II $7,544 $7,921 $8,317 $8,733 $9,170
Systems Engineer III $8,072 $8,475 $8,899 $9,344 $9,811 WWTP Maintenance Supervisor $6,890 $7,234 $7,596 $7,976 $8,374 WWTP Operations Supervisor $7,299 $7,664 $8,047 $8,449 $8,872 All numbers have been rounded to the nearest $1.
City of Merced 25 Resolution
Appendix “B” 2024 Cash-Outs
For 2024 only, employees with a minimum of 100 hours of vacation leave may elect to cash out twenty (20) hours on the first paycheck in December. This provision will be removed from this document following the first paycheck in December.
For 2024 only, employees may elect to cash out forty (40) hours of administrative leave on the first paycheck in December. This provision will be removed from this document following the first paycheck in December.
For 2024 only, employees may elect to cash out forty (40) hours of Compensatory Time Off on the first paycheck in December. This provision will be removed from this document following the first paycheck in December.