Modesto City Council
June 7, 2022

Answer questions and provide information to the public; investigate complaints and recommend corrective action as necessary to resolve complaints.

Negotiate, manage, and oversee complex operational and maintenance services agreements and maintain liaison with staff, vendors, consultants and outside groups.

Direct the provision of support services to operational activities and units of the Department; maintain data, statistics, and information necessary for police planning and management.

Formulate and disseminate departmental policies, procedures, and directives; assist the Chief of Police with administrative matters.

Prepare grant proposals; monitor and administer grant and contract accounts and projects.

Confer with other City departments regarding assigned related issues; implement internal controls to ensure governmental policy and regulations are met.

Represent the division and department to outside agencies and organizations; participate in outside community and professional groups and committees; provide technical assistance, as necessary.

Research and prepare technical and administrative reports; prepare written correspondence.

Build and maintain positive working relationships with co-workers, other City employees, and the public using principles of good customer service.

Observe and maintain a safe working environment in compliance with established safety programs and procedures.

Marginal Functions
Perform related duties as assigned.

MINIMUM QUALIFICATIONS
Knowledge of:

Principles and practices of modern public administration including planning, #18..
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CITY OF MODESTO
Police Administrator

Knowledge of: (Continued)
organizing, staffing, directing, and controlling.

Principles, practices, and procedures of police administration, organization, and operation.

Principles and practices of organization and personnel management in a municipal government environment.

Pertinent federal, state, and local laws, codes, rules, and regulations.

Advanced principles, practices, and techniques of policing and law enforcement in records management, evidence technology, property management, training functions, fleet services, franchise tow agreements, animal control functions, and hiring processes.

Budgeting procedures and techniques.

Principles and practices of supervision, training, and personnel management.

Modern communication devices including radios, pagers, and cell phones.

Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases.

Ability to:

Plan, direct, manage, and coordinate the activities of a major division.

Prepare complex narrative, statistical reports, correspondence, and other documents.

Recommend and implement policies and procedures.

Meet and deal tactfully and effectively with the public.

Interpret, explain, and apply City and department policies, procedures, rules, and regulations.

Exhibit technical ability that commands respect of subordinates.

Ability to: (Continued)
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CITY OF MODESTO
Police Administrator

Prepare and administer a budget.

Supervise, train, and evaluate staff.

Establish and maintain effective working relationships with those contacted in the course of work.

Communicate clearly and concisely, orally and in writing.

Operate office equipment including computers and supporting word processing, spreadsheet, and database applications.

Experience and Training Guidelines:

Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Experience:

Five years of increasingly responsible administrative experience in public safety, including two years of supervisory experience.

Training:

Equivalent to a Bachelor’s degree from an accredited college or university with major course work in business administration, public administration, criminal justice or a related field.

License or Certificate:

Possession of, or the ability to obtain, a valid California driver's license.

Possession of a P.O.S.T Management Certificate is desirable. #18..
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CITY OF MODESTO
Police Administrator

PHYSICAL AND MENTAL REQUIREMENTS
Mobility: frequent use of keyboard; frequent sitting for long periods of time; occasional bending or squatting. Lifting: frequently up to 10 pounds; occasionally up to 25 pounds.

Vision: constant use of overall vision; frequent reading and close-up work; occasional color and depth vision. Dexterity: frequent repetitive motion; frequent writing; frequent grasping, holding, and reaching. Hearing/Talking: frequent hearing and talking, in person and on the phone. Emotional/Psychological: frequent decision making and concentration; frequent public and/or coworker contact; occasional working alone.

Environmental: frequent exposure to noise.

WORKING CONDITIONS
Work is performed in a typical temperature-controlled office environment subject to typical office noise and environment. Positions may require occasional overtime or weekend work and travel is rare. Work involves a variety of shifts including days, evenings, weekends, and holidays.

DISASTER SERVICE WORKER
All City of Modesto employees are, by State and Federal law, Disaster Service Workers. 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.

Class Spec History
Adopted 09/2021
Revised
BU Unrep
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Fiscal Year 2022-23 General Fund Adjustments
Proposal # Description of Adjustment Department Ongoing/One-Time Overview of Adjustment FTE Fund Cost Center Account Project Amount

0.50 0100 14210 51400 000000 31,928

0.50 0100 14220 51400 000000 31,928
(0.50) 0100 14210 51040 000000 (32,113)
(0.50) 0100 14220 51040 000000 (32,113)
Net Impact to CEDD (371)

1.00 0100 12115 51400 000000 $ 40,347
0100 12115 51900 000000 $ 16,568
0100 12115 51040 000000 $ (20,000)
0100 12115 45004 000000 $ (7,160)
0100 12115 45004 000000 $ (3,774)
0100 12115 45004 000000 $ (25,982)
Net Impact to Finance (0)

1.00 0100 18510 51400 000000 43,493
0100 18510 51040 000000 (33,721)
0100 18510 43608 000000 (17,807)
Net Impact to Fire (8,035)

1.00 0100 19420 51401 000000 128,165
0100 19420 51901 000000 51,266
0100 19420 53300 000000 (50,000)
0100 19420 51040 000000 (25,000)
Net Impact to Police 104,431

1.00 0100 35220 51401 000000 44,001
0100 35220 51901 000000 29,335
0100 35220 51040 000000 (73,336)
-

1.00 0100 32020 51401 000000 73,312
0100 32020 51901 000000 48,875
0100 32020 51040 000000 (25,000)
0100 32020 45004 000000 (59,441)
0100 32020 51403 000000 (28,548)
0100 32020 51903 000000 (19,279)
Net Impact to PR&N (10,081)

1.00 0100 19320 51401 000000 57,081
0100 19320 51901 000000 22,832
0100 19320 45004 000000 (79,913)
Net Impact to Police -
Net to Cost to the General Fund 85,944
PKOP-001 Part-time Salaries conversion to (1) FTE
Maint. Worker
Parks, Recreation and
Neighborhoods Ongoing
Parks Operations is requesting to convert existing Part-Time (Service and Maintenance Aides) money to (1) FTE Maintenance Worker.

Parks Operations staff currently interview 20-30 potential Service and Maintenance Aide candidates on a quarterly basis. Out of those interviews, we fill only a portion of our actual budgeted amount each year. This is due to the difficulty in hiring part-time staff PPD-001 (1) FTE Parks Project Coordinator for
Parks Planning and Development
Parks, Recreation and
Neighborhoods Ongoing
Parks Planning and Development (PPD) oversees capital improvements for the City's PRND and does landscape plan reviews and inspections for commercial, residential, industrial and city development projects. Many of the capital improvement projects that are overseen by the PPD are grant funded with specific funding deadlines. The adjustment is to upgrade a part-time Parks Project Coordinator that is currently budgeted to an additional 4th Full Time Parks Project Coordinator. In addition, there are some cost savings due to recent resignations in PPD that will result in a lower salary for the new hires since they will be paid at a lower step.

These savings can cover a portion of the cost of the new position.

MPD-001 Addition of Allocation - Police
Administrator Modesto Police Department Ongoing
Adding the allocation/position of Police Administrator to oversee a major division in the department to assist the Police Chief in planning, implementing, and directing services and activities related to the delivery of Police support services including but not limited to records administration, dispatch management, personnel management and training, budget administration, fleet and facility planning, development, and maintenance, and related support services functions. This request is for one full-time allocation.

FIN-AR-001 Restore one full time Accounts Clerk
position for Accounts Receivable Department of Finance Ongoing One full time Account Clerk will provide coverage full time customer service. This position is responsible for answering the phone for internal and external customers which includes setting up payment plans, taking payments over the phone, helping customers set up auto pay and providing support for various departments in the City that invoice and collect revenue in the Accounts Receivable System.

MFD-001 FIRE PREVENTION - AOA I Fire Department Ongoing Consider approving a full-time Administrative Office Assistant I (AOA I) position for the Fire Prevention Division. With the increased volume of activities and recent contracts for services with the City of Oakdale, Oakdale Fire Protection District, and City of Ceres coupled with the previous loss of a full-time AOA III position during Fiscal Year 2015-16, staff has found it difficult to effectively BSNPU-2 Full Time AOA II Community and Economic
Development Ongoing The Building Safety and Neighborhood Preservation Division requests that two AOA II part time positions be converted to one AOA II full time position.

MPD-002 Addition of Allocation - Police Technician Modesto Police Department Ongoing Adding the allocation/position of Police Technician to aid in the Real Time Crime Center with the responsibilities of non-emergency phone calls, triaging calls for service, managing camera feeds and overall aiding field operations however needed with real time information. This request is for one full-time allocation. #18..
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Fiscal Year 2022-23 General Fund Reductions
Description of Reduction Impact of Reduction Department Rev/Exp Ongoing/One-Time Position Title FTE Count Filled/Vacant Fund Cost Center Account Project Amount of
Reduction
Reduce budgeted Elections Costs by $250,000 City Clerk's Office Exp One-Time - - - 0100 05020 53320 000000 $ 250,000 Reduce Professional Services budget by $50,000 Eliminates budget for recodification of Municipal Code. City Clerk's Office Exp One-Time - - - 0100 05010 53300 000000 $ 50,000 City Clerk's Office Total - $ 300,000
Reduce Legal Services budget by $115,555 City Attorney's Office Exp One-Time - - - 0100 04010 53450 000000 $ 115,555 City Attorney's Office Total - $ 115,555
Vacancy Savings from budgeted City Auditor FTEs Office of the City Auditor Exp One-Time Various - - 0100 06010 51403/51903 000000 $ 85,409 Office of the City Auditor Total - $ 85,409
Freeze Vacant Financial Analyst III Position Reduced budget/analytical support to departments. Some departments will have to rely more upon their administrative analyst for this reduced analytical support. Delay in requests for information due to staffing decrease. Impact will be felt most heavily during the budget process (September through June).

City Manager's Office Exp One-Time Financial Analyst III 1.00 Vacant 0100 02110 51403/51903 000000 $ 128,982 City Manager's Office Total 1.00 $ 128,982
Discretionary - PC Software / Supplies Human Resources Exp One-Time 0100 17210 52170 000000 $ 500 Discretionary - Conference expenses Human Resources Exp One-Time 0100 17210 53020 000000 $ 1,500 Discretionary - Business Expenses Human Resources Exp One-Time 0100 17210 53030 000000 $ 3,000 Discretionary - Repair and Maintenance Services Human Resources Exp One-Time 0100 17210 53100 000000 $ 2,400 Human Resources Total - $ 7,400
Freeze Vacant Senior Business Analyst Position CEDD Exp One-Time Senior Business Analyst 1.00 Vacant 0100 14180 51403/51903 000000 $ 125,606 CEDD Total 1.00 $ 125,606
Freeze Vacant Cultural Services Manager Position Parks, Recreation & Neighborhoods Exp One-time Cultural Services Manager 1.00 Vacant 0100 34110 51403/51903 000000 $ 115,832 Closure of Airport Neighborhood Community Center Closure of building to the public. Elimination of FT/PT salaries.

Budget remains for ISF charges, utilities and repair & maint.

Parks, Recreation & Neighborhoods Exp One-time - - - 0100 33340 51001 000000 $ 66,144 Closure of Airport Neighborhood Community Center Closure of building to the public. Elimination of FT/PT salaries.

Budget remains for ISF charges, utilities and repair & maint.

Parks, Recreation & Neighborhoods Exp One-time - - - 0100 33340 51040 000000 $ 63,840 Closure of Airport Neighborhood Community Center Closure of building to the public. Elimination of FT/PT salaries.

Budget remains for ISF charges, utilities and repair & maint.

Parks, Recreation & Neighborhoods Exp One-time - - - 0100 33340 51550 000000 $ 1,047 Closure of Airport Neighborhood Community Center Closure of building to the public. Elimination of FT/PT salaries.

Budget remains for ISF charges, utilities and repair & maint.

Parks, Recreation & Neighborhoods Exp One-time - - - 0100 33340 52010 000000 $ 300 Closure of Airport Neighborhood Community Center Closure of building to the public. Elimination of FT/PT salaries.

Budget remains for ISF charges, utilities and repair & maint.

Parks, Recreation & Neighborhoods Exp One-time - - - 0100 33340 52200 000000 $ 2,000 Closure of Airport Neighborhood Community Center Closure of building to the public. Elimination of FT/PT salaries.

Budget remains for ISF charges, utilities and repair & maint.

Parks, Recreation & Neighborhoods Exp One-time - - - 0100 33340 53030 000000 $ 4,000 Closure of Airport Neighborhood Community Center Closure of building to the public. Elimination of FT/PT salaries.

Budget remains for ISF charges, utilities and repair & maint.

Parks, Recreation & Neighborhoods Exp One-time - - - 0100 33340 53047 000000 $ 2,350 Closure of Airport Neighborhood Community Center Closure of building to the public. Elimination of FT/PT salaries.

Budget remains for ISF charges, utilities and repair & maint.

Parks, Recreation & Neighborhoods Exp One-time - - - 0100 33340 53300 000000 $ 1,000 Parks, Recreation & Neighborhoods Total $ 256,513
Freeze 7.0 Vacant Police Officer Positions Police Department Exp One-Time Police Officer Vacant 0100 19320 51403/51903 000000 $ 928,053 Freeze 1.0 Vacant Police Captain Position Police Department Exp Ongoing Police Captain Vacant 51403/51903 $ 221,691 Police Department Total $ 1,149,744
Increase AMR Contract Revenues Fire Department Rev Ongoing - - - 0100 000000 $ 220,000 Reduction in Disretionary Expenditures Reduction from various discretionary accounts Fire Department Exp Ongoing - - - 0100 000000 $ 136,363 Hold 3.0 Fire Fighter Positions Vacant Vacancy Savings Fire Department Exp One-Time Fire Fighter 3.00 Vacant 0100 18220 51403/51903 000000 $ 385,779 Fire Department Total 3.00 $ 742,142
American Rescue Plan Act Funds Public Safety Eligible Expenditure Reimbursement ARPA Rev One-Time $ 4,500,000 ARPA Total - $ 4,500,000
Workers Compensation Rate Reduction (16%) Worker's Compensation Exp One-Time $ 860,687 Worker's Compensation Total - $ 860,687
Grand Total 14.00 $ 8,272,038
Position Detail

1.00 7.00

1.00 8.00
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Fiscal Year 2022-23 Non-General Fund Adjustments
Proposal # Description of Adjustment Department Ongoing/One-Time Overview of Adjustment FTE Fund Cost Center Account Project Amount (1.00) 4100 12470 51403 000000 (52,897)
4100 12470 51903 000000 (15,159)

1.00 4100 12470 51400 000000 58,393
4100 12470 51900 000000 28,573
4100 12470 51040 000000 (18,910)
Net Impact to Finance -
TRF-2 New Thermoplastic Kettles - Traffic
Operations Public Works One-Time
Traffic Operations crew received new thermoplastic striping machines. These machines place thermoplastic on the roadway for all the traffic striping within the City. New thermoplastic kettles are needed which hold and heat the thermoplastic to be transferred to the machines. This cost will be fully funded by SB1 and included in the Traffic Sign and Striping Maintenance budget on the SB1 project list.
1700 53550 57003 000000 100,000
Net Impact to Public Works 100,000
FIN-001 Reallocate one Account Clerk II to a
Senior Account Clerk Department of Finance Ongoing
The Utility Billing Division has 8 FTE Account Clerks, 2 FTE Senior Account Clerks, 2 FTE Account Technicians and 3 PT staff to manage approximately 75,000 customer accounts. The Senior Account Clerk performs a variety of complex accounting and customer service program duties involving financial record keeping and transactions requiring specialized knowledge. The Senior Account Clerk assists in providing the frontline support to the 8 FTE Account Clerks and the 3 PT staff. They provide direct support to the 2 Account Technicians for whom they act as the primary back-up for daily responsibilities. This position also provides administrative support to #18..
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CITY OF MODESTO

OPERATING BUDGET POLICY

INTRODUCTION
The purpose of this policy is to identify roles, responsibilities, and actions related to the preparation and monitoring of the City of Modesto’s annual operating budget. The operating budget is adopted annually at the fund level by the City Council. The budget provides a detailed estimate of how much the City needs to spend in its fiscal year to meet its ongoing financial obligations and provide programs and services.

RESPONSIBILITIES
Per the City Charter (Section 1302.1 through 1304), each year:

The City Manager shall, on or before December 15 of each year, submit to the Mayor and to the Council a five (5) year economic forecast of expenditures and revenues for each City Department.

The Mayor shall, on or before January 15 of each year, prepare and deliver to the Council the Mayor’s Proposed Budget Priorities and Direction for both the City’s Capital Budget and for the City’s Operating Budget.

The City Manager shall, on or before February 1 of each year, prepare and deliver to the Mayor and to the Council a Capital and Operating Mid-Year Budget Report for each City Department.

The Mayor shall, on or before February 15 of each year prepare and deliver to the Council the Mayor’s Budget Message which shall include:
a) A statement of the fiscal priorities which the City should adopt for the ensuing fiscal year; and
b) Which City services, departments, offices or agencies the Mayor proposes to be expanded or reduced.

The Council shall hold a public hearing to consider the Final Mayor’s Budget Message and to make any additions or revisions the Council deems advisable. Upon closing of the public hearing, the Council shall approve the Mayor’s Budget Message as presented, or as revised.

By April 30 of each year, the City Manager shall send to Council a draft budget consisting of a careful estimate of the amounts of expenditures required for the business and proper conduct of the various departments, offices, boards, and commissions of the City, over which the City Manager has control during the next ensuing year. The City Manager shall also include in the draft budget an estimate of the amount of income/revenues that are to be included as part of the #18..
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draft budget. The draft budget shall accurately reflect the recommendations and priorities specified in the Final Mayor’s Budget Message as adopted by the Council.

At least thirty (30) days prior to the new fiscal year, the Mayor shall prepare and deliver to the Council the Mayor’s Final Budget Modifications of the draft budget. Following the receipt of the Mayor’s Final Budget Modifications, the Council shall consider and review the draft budget as submitted by the City Manager together with the Mayor’s Final Budget Modifications and make such revisions as the Council may deem advisable. The resulting document shall be deemed the “Proposed Budget.”
After the creation of the “Proposed Budget” document, the Council shall determine the time for the holding of a public hearing upon the “Proposed Budget” and a notice shall be posted not less than ten (10) days prior to said hearing. This public hearing will be used by the Council to allow for interested persons desiring to be heard an opportunity to speak upon the “Proposed Budget.”
At the conclusion of the public hearing, the Council shall further consider the “Proposed Budget” and make any revisions that it may deem advisable; and thereafter it shall adopt the budget with revisions, if any. Any revisions may add or increase programs or amounts or may delete or decrease programs or amounts except expenditures required by law or for debt service provided that no budget revision to the budget shall increase proposed expenditures to an amount greater than the total estimated income plus unencumbered available reserves and estimated unencumbered balances of funds carried over from the preceding fiscal year.

The Mayor is responsible for preparing and delivering to the City Council the Mayor’s Proposed Budget Priorities and Direction for capital and operating budgets, the Mayor’s budget message, and final budget modifications.

The City Manager is responsible for preparing and delivering to the Mayor and Council a fiveyear forecast of expenditures and revenues, mid-year budget reports, and a draft budget.

The City Council is responsible for reviewing the proposed budget, holding a public hearing, revising the draft budget as needed, and approving the budget.

Under the Modesto Municipal Code (MMC) 2-3.401, the Finance Department is responsible for annually preparing and submitting to the City Manager a proposed preliminary budget prior to the beginning of the next succeeding fiscal year, and maintaining a system of budget control to ensure that monies are available and appropriated.

POLICY
Budget Development

1. It is the policy of the City of Modesto to prepare an annual budget using the accounting basis that is in conformance with generally accepted accounting principles (GAAP). To prepare the organization’s budget, the Budget Manager shall gather proposed budget information from all Department directors (and others with budgetary responsibilities).

2. Budgets proposed and submitted by each department should be accompanied by a narrative explanation of the sources and uses of funds and explaining all material fluctuations in budgeted amounts from prior years. All requests for additional personnel shall include a narrative explaining the need for an increase in staff potential duties for the new #18..
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employee and expected salary. All requests for capital shall include a narrative explaining the reason for the need of the respective item.

3. After appropriate revisions and a compilation of all department budgets a draft of the organization-wide budget is prepared by the Budget Manager. The appropriated budget is prepared by:
• Fund (e.g. General Fund)
• Department (e.g. Police).
• Division ( e.g. Field Operations)
• Revenue/Expense Account (e.g. Sales and Use Tax/Office Supplies)

4. The draft of the organization-wide budget, individual departments’ budgets as well as the narratives, and multi-year project budgets are presented to the City Manager for discussion, revision, and initial approval. Each individual capital request is evaluated to determine whether the capital item is needed to clear a safety issue a legal requirement or to improve customer service. This process is separate from the creation and adoption of the City’s Capital Improvement Program (CIP). The policy for the CIP adoption follows a different set of guidelines. All request for additional staff are reviewed for viability based on the economic condition of the City.

5. At a public hearing the Mayor submits to the City Council a proposed operating budget for the fiscal year commencing the following July 1. The operating budget includes proposed expenditures and the means of financing them. The proposed budget is presented to City Council for discussion, revision and adoption.

6. Public hearings are conducted at City Hall to obtain citizen input. Prior to July 1, the budget is adopted by motion of the City Council.

7. It is the policy of the City of Modesto to adopt a final budget prior to July 1 of the new fiscal year. The purpose of adopting a final budget at this time is to allow adequate time for the Budget Division to input the budget into the accounting system and establish appropriate budget and reporting procedures to ensure proper classification of activities and comparison of budget versus actual once the year begins.

8. The City will prepare and annually refine written goals and policies to guide the preparation of financing, spending, and performance plans for the City budget. Proposed budgets will comply with the adopted budget polices and Council priorities.

9. Department and program managers will not exceed the Council-approved appropriations in any fund. The City Council may approve modifications to these appropriations throughout the year as warranted by revenue collections and activity demands.

10. Enterprise funds and other non-general fund operations should be self-supporting and should maintain reserve levels that are adequate to protect against fluctuations in revenue and expenditure levels. Activities that deviate from this requirement shall be identified for the City Council annually at the time of budget adoption. Exempt from this requirement are those funds that account solely for grant funds.

11. Interest shall be allocated quarterly to all funds based on their average monthly balances during each quarter.

12. Costs charged between funds such as force-account labor and other direct costs shall be charged on the basis of actual cost and not on the budgeted amount, unless a separate contract exists between the managers of the two programs allowing the use of the budgeted amount as the basis for the charge.

13. Appropriations for certain grants and on-going Capital Improvement Program projects that were authorized in previous years and that are not fully expended shall be deemed valid until revoked. Appropriations related to certain developer-funded expenditures may also be treated as multi-year appropriations.

Inter-fund Transfers and Loans
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1. Ongoing operating program costs will not exceed the amount of ongoing revenue to finance those costs. Inter-fund loans will not be used as a funding mechanism to address ongoing gaps between revenues and costs. If a new program is added on an ongoing basis, an ongoing revenue source will be identified to fund the program costs. Any available carryover balance will only be used to offset one-time costs.

2. Unless direction is given at the time an inter-fund transfer is approved that the amount to be transferred between funds is not subject to adjustment based on a share of cost formula, all inter-fund transfers shall be based upon the sending fund’s pro rata share of any project costs or other obligation that is the basis for the transfer. Therefore, a reconciliation of the share of costs allocable to the fund(s) from which resources are to be transferred shall be performed prior to the year-end closing of the city’s financial records and shall become the basis for determining the actual amount of any resources to be transferred. It is the intent of this policy that any transfers designed to provide a subsidy to the operations of another fund shall not exceed the amount needed to provide sufficient resources to make revenues equal expenditures unless other direction is provided by the City Council.

3. All inter-fund transfers and their purpose shall be identified to the Council annually, at the time of the budget adoption.

4. All inter-fund transfers between a fund and Capital or Non-Capital project shall not lapse at the end of the fiscal year but instead shall remain active until the project is completed and the funding is no longer needed. Inter-fund transfers will be evaluated at each year-end and then the remaining funds will be re-appropriated in the new fiscal year as the inter-fund transfer continues on for the continuing project.

5. Loans between funds and loans to other component units of the city should be considered in light of a multi-year business plan that demonstrates a reasonable ability to repay the loan.

All inter-fund loans and loans to component units, either existing or proposed, shall be identified for the City Council at the time of budget adoption. Generally, inter-fund loans and loans to component units shall be established with a repayment deadline that reflects the earliest feasible opportunity for repayment of the loan. Interest rates charged on the loan shall be based on the actual rate of return earned by the City’s investment portfolio during the 12-month period immediately preceding a payment date. a. Note that the terms and conditions for existing loans between the City and the former Redevelopment Agency are governed by one or more separate resolutions adopted at the time the loans were approved and are subject to the laws put into place by recent redevelopment dissolution legislation passed by the State of California.

Reserves

1. General Fund Reserve: The Council has adopted a policy that uses the Fund Balance Guidelines for the General Fund that has been established by the Government Finance Officers Association (GFOA). The Council has established the following policies pertaining to General Fund reserves:
 The General Fund’s minimum reserve requirement should be maintained at a level of no less than the average of two months of regular General Fund operating expenditures.

The amount of General Fund reserves are to be calculated as the total of the Emergency Reserves category.
 Any unassigned reserves/carryover in the General Fund at the end of a fiscal year will be distributed out based upon the following guidelines:
o 1/3 of the unassigned reserves/carryover will be distributed to the Emergency Reserves category.
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o 1/3 of the unassigned reserves/carryover will be used to fund pension obligations (i.e. pension trust funding, etc.)
o 1/3 of the unassigned reserves/carryover will be used to fund deferred maintenance.

2. Fund Replacement Reserves: In order to provide future resources for the replacement or repair of depreciable assets, each fund shall establish a list of depreciable assets, including useful lives and replacement costs that will determine the amount to be set-aside annually to allow the timely replacement or repair of these assets. Each program manager shall also establish a plan for funding the reserve and shall disclose the adequacy of the reserve level annually to the City Council as part of the annual budget adoption process.

Fund Balance Information Requirements

1. The requirements of GASB Statement No. 54 are intended to enhance the usefulness, including the understandability, of fund balance information, in the financial statements. The City will spend the most restricted dollars before less restricted, given equal eligibility, in the following order:
 Non-Spendable - if funds become spendable (inventories, prepaid amounts)  Restricted (grants, bond proceeds)
 Committed (capital acquisitions, pending projects)
 Emergency Reserves (set aside funds in the General Fund that can only be appropriated through Council action)
 Assigned (purchase orders, encumbrances)
 Unassigned (residual fund balance after deducting the other fund balance categories)
Budget Adjustment Authority

1. Any adjustment that would appropriate any amount from the General Fund Emergency Reserves must receive Council approval to be appropriated. The authority to approve any other type of budget adjustment in the amount of $25,000 or less is delegated to the Budget Manager. The authority to approve any other type budget adjustment between $25,001 and $50,000 is delegated to the City Manager.

2. Authority for any budget adjustment over $50,000 is delegated to the parties shown below with the exception of appropriations from the General Fund Emergency Reserves:
 City Council
o Appropriation of undesignated reserves
o Appropriation of new revenues
 Does not include Developer Payments
o Budgeting inter-fund transfers
 Does not include adjustments to budgeted transfers where the intent is to subsidize an enterprise operation as shown in item (v) under the City Manager’s budget adjustment authority
o Creation of inter-fund loans
o Creation of, or increase in, any multi-year appropriation except for the allocation of interest
o Addition of permanent staff positions
o Appropriation of payments for new indebtedness including operating leases o All other budgetary actions not delegated to another official #18..
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 City Manager
o Adjust appropriations between departments within a fund o Change any capital equipment appropriation
o Appropriate reserves, excluding General Fund Emergency Reserves, for litigation on a case-by-case basis
o Adjustments to Inter-fund transfers intended to balance enterprise fund operations where the cumulative total of any adjustment does not increase the original City Council approved appropriation by more than $50,000 o Appropriate Developer Payments not previously budgeted o Annexation Deposits
o Special District Formation Deposits
o Developer Deposits to be recognized as revenue
 Budget Manager
o Appropriate unbudgeted grant interest
o Revise the allocation of Internal Service Fund charges between departments, provided that the total allocated amount does not increase (any such changes to the allocation shall not result in an increase or decrease to the total amount of discretionary appropriations provided to the affected departments) o Changing any CIP line item appropriation
o Revoke multi-year appropriations
o Close Capital Improvement Program or Non-Capital projects o Make technical budget corrections to implement the intent of Council-approved actions and resolutions
o Transfer fiscal appropriations between sub-funds of a single fund (except where this changes appropriation amounts for temporary agency labor and/or capital equipment purchases over $25,000)
 Department Director
o Transfer appropriations within a department, within a single fund (excludes appropriations related to capital equipment, capital improvement program) o Acting as a designee of the City Manager, the Parks, Recreation, & Neighborhoods Director shall be authorized to appropriate private donations or grants made to the Fund Development Program of the Parks, Recreation, & Neighborhoods Department for specified purposes up to $25,000 Monitoring Performance

1. It is the policy of the City of Modesto to monitor its financial performance by comparing and analyzing actual results with budgeted results. This function shall be performed periodically by the Budget Manager.

2. Budgetary review
 Budget-to-actual comparisons are made on a monthly basis by the Budget Division.  Budget-to-actual comparisons are presented for City Council review at mid-year and on an as needed basis.
 Budget-to-actual comparisons are provided in the comprehensive annual financial report (CAFR) for each individual governmental fund, for which an appropriated annual budget has been adopted.
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3. The City maintains an encumbrance accounting system of purchase orders and contracts as a means of accomplishing budgetary control. Purchase orders are reviewed to ensure that funds are available and that requests are properly authorized prior to being released to vendors.
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Exhibit 2 – FY 2022-23 Proposed Policies
Fiscal Year 2022-23
Proposed Policies

1. Approve the initiation of a rate reduction for all funds that make an annual payment into the Worker’s Compensation Fund for Fiscal Year 2022-23 at the rate of 84 percent (16 percent rate reduction).
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Exhibit 2 – FY 2022-23 Proposed Policies

CITY OF MODESTO

COUNCIL AGENDA REPORT
Budget Adoption
Date: June 7, 2022
TO: Mayor and City Council
THROUGH: Joseph P. Lopez, City Manager
FROM: Christina Alger, Director of Human Resources
Stephan Christensen, Budget Manager
SUBJECT: Workers Compensation Rate Reduction
CONTACT: Stephan Christensen, Budget Manager, [email protected], 209-577-5390
DESCRIPTION:

Consider providing policy direction regarding:

1. The initiation of a rate reduction for all funds that make an annual payment into the Worker’s Compensation Fund for Fiscal Year 2022-23 at the rate of 84 percent ( 16 percent rate reduction).
(Funding Source: General Fund and Non-General Fund Impact) FISCAL IMPACT:

For the 2022-23 fiscal year, the total workers’ compensation premium assessment charge to all funds is recommended to be $6.76 million with the General Fund contributing approximately $5.38 million. A recent evaluation of the Workers Compensation Fund’s reserve levels has resulted in the decision to initiate a rate reduction for fiscal year 2022-23 at the level of 16 percent. This rate reduction will equate to a lower funding level in workers compensation contributions from all funds in FY 2022-23. This action will result in a refunding to the General Fund of $860 thousand and a proportional savings to the non-general funds that pay premiums into the Workers’ Compensation Fund in the amount of $221 thousand, for total savings of $1.08 million. The existing cash balances in the fund will be sufficient to continue payment of actual claim costs on an annual basis.

BACKGROUND:

The city self-assesses a charge to all programs with employees to cover the cost of providing workers compensation benefits. The amount charged to each program is based on a fixed percent of the total salaries paid and a factor assigned using the actual claims history of the program’s employees. For the 2022-23 fiscal year, the total premium assessment to all funds is approximately $6.76 million. Though funding for the workers compensation fund will be at a lower #18..
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Exhibit 2 – FY 2022-23 Proposed Policies
amount due to the initiation of a rate reduction in FY 2022-23, the fund will have sufficient reserves to cover the decrease in revenues.

Approved by:

Christina Alger, Director of Human Resources
Steve Christensen, Budget Manager
Joseph P. Lopez, City Manager
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1 CITY OF MODESTO

CITY COUNCIL
POLICY
Latest Revision Date: June 2022
Policy Number: 1.041
SUBJECT: UNFUNDED PENSION LIABILITY POLICY
I. INTRODUCTION
The City of Modesto’s Unfunded Pension Liability Policy (the “Policy”) documents the methods the agency will use to mitigate its Unfunded Accrued Liability.

II. BACKGROOUND
The City of Modesto (the “City”) provides defined benefit retirement through the California Public Employees’ Retirement System (“CalPERS”). CalPERS is a multiple-employer public employee defined benefit pension plan.

All full-time and certain part-time City employees are eligible to participate in CalPERS. CalPERS provides retirement and disability benefits, annual cost of living adjustments and death benefits to plan members and their beneficiaries. CalPERS acts as a common investment and administrative agent for participating public entities within the State of California. Benefit provisions and all other requirements are established by State statute.

In response to the rising cost of public employee pensions after CalPERS investment losses during the Great Recession of 2008-2009, and to ensure the future solvency of plans under contract with CalPERS, California enacted the Public Employees’ Pension Reform Act (“PEPRA”). All public employees hired after PEPRA became effective in January 2013 receive a lesser benefit than those “Classic” employees hired before PEPRA. City employees earn benefits in one of the following four categories:

1. Classic Safety (sworn public safety employees);

2. PEPRA Safety;

3. Classic Miscellaneous (all other non‐sworn City employees); or

4. PEPRA Miscellaneous.

The market value of investments in the City’s pension plans is less than the present value of the City’s liability for benefits already earned, and thus the City has an Unfunded Accrued Liability (“UAL”).

Each year, the amount of the UAL changes based upon actual plan results and any CalPERS changes in assumptions. The UAL grows when actual plan results do not meet CalPERS assumptions, such as retirees living longer than expected; or when CalPERS changes its assumptions, such as reducing the assumed rate of investment return. Conversely, the UAL decreases when actual plan results exceed #18..
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2 CalPERS assumptions, such as investments earning more than the assumed rate of return. CalPERS also charges “interest” on the unpaid liability each year, based on the plan’s discount rate, equivalent to the assumed rate of return. CalPERS requires the City to make annual contributions to reduce the UAL.

III. POLICY
It is the policy of the City to use strategies to reduce the cost of the UAL and demonstrate financial stability. Two strategies to achieve these goals are:

1. Contribute more than required by CalPERS by applying Additional Discretionary Payments (“ADP”) to reduce the UAL and accrual of interest thereon; and

2. Contribute to the City’s irrevocable Internal Revenue Code Section 115 Trust.

Application of Additional Discretionary Payments
When the City identifies funding for an Additional Discretionary Payment (“ADP"), there is a strategy to apply the ADP to pay down the UAL.

The UAL is comprised of layers or “bases” related to each year of actual plan results. Each base is either a loss or gain, equating to either an increase or decrease in the UAL. CalPERS amortizes most of these bases over twenty (20) years to calculate the annual required contribution to pay off the associated liability. Loss bases at the beginning of an amortization cycle are desirable targets for an ADP to maximize overall savings. Conversely, loss bases at the end of an amortization cycle are desirable targets to maximize short‐term savings.

1. It shall be the City’s policy to use a targeting strategy, and apply any ADPs to loss bases that maximize overall savings.

Use Accumulated Fund Balance or One‐Time Money
The City has a General Fund and other types of funds to account for unrestricted revenue as well as many other “restricted” funds to account for revenue with spending restrictions imposed by law, other governmental agencies, or legally enforceable agreements. The City allocates its UAL to each fund based upon the prior year normal cost charged to the fund through payroll.

When the City receives more revenue than expected, or spends less than budgeted, a fund balance accumulates. Much like spending from a savings account, accumulated fund balance is a one‐time resource the City can use to pay down a fund’s allocation of the UAL. The City has a separate “reserve” policy to establish the minimum fund balance to keep on hand for emergencies and operational cash flow.
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3 2. It shall be the City’s policy to consider an ADP to reduce the UAL during each annual budget process, when staff identifies accumulated fund balance in excess of reserve policy requirements.

Negotiate with Employees
Safety members have agreed through current Memorandums of Understanding (“MOU”) to have a percentage of their compensation deducted through payroll to be allocated to provide ADPs.

Miscellaneous members have a voluntary leave bank purchase option, whereas employees purchase 48 hours of leave. Amounts collected from this option are used for ADPs and Section 115 Trust deposits.

The City may negotiate with its labor groups to require larger or new contributions from employees to assist in ADPs to reduce the UAL.

3. It shall be the City’s policy to propose employee contributions to reduce the UAL during labor negotiations, based upon the plan funding ratio and the City’s current and forecasted financial position.

Irrevocable Internal Revenue Code Section 115 Trust
As an alternative to making an ADP to CalPERS, the City can choose to set aside additional money in a Section 115 Trust. Money placed into the trust is irrevocable, meaning it cannot be withdrawn and used for another expenditure of the City. The City has already established a Section 115 Trust with an initial small deposit.

There are two primary benefits associated with a Section 115 Trust: The City has more control over the investment, and the City can use the Trust for rate stabilization. If there are future spikes in pension costs, the City could use money from the Section 115 Trust to help pay some of the required CalPERS contributions. However, in order to utilize the Trust, additional money must be set aside in advance.

4. It shall be the City’s policy to consider adding money to the Section 115 Trust account during each annual budget process through the ISF model and/or using one-time money as described above
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Exhibit 7 - FY 2022-23 Proposed Operating and Multi-Year Budget Addendum Fiscal Year 2022-23
Proposed Operating Budget Addendum

1. Amend the expense budget in Cost Center 45070 – MID Treatment and Delivery within the Water Fund (4100) in the amount of $338,041 to fund Principal and Interest Payments associated with the debt service payments

2. Amend the expense budget in Cost Center 18212 – Fire Service for City of Oakdale within the General Fund (0100) in the amount of $385,780 to fund the 3.0 FTE Fire Fighters as approved in the service contract by Council on 01/25/2022 via resolution 2022-045

3. Amend the expense budget in Cost Center 18211 – Fire Service for Stanislaus Consolidate within the General Fund (0100) in the amount of $322,000 to fund the

1.0 FTE Deputy Fire Chief, at Assistant Fire Chief pay and $372,000 revenue budget as approved by Council on 01/25/2022 via resolution 2022-043

4. Amend the expense budget in Cost Center 18214 – Fire Service for City of Turlock within the General Fund (0100) in the amount of $337,478 to fund the 1.0 FTE Deputy Fire Chief, at Assistant Fire Chief pay and $352,062 revenue budget as approved by Council on 02/08/2022 via resolution 2022-089

5. Amending the expense budgets in the following accounts, as approved by Council on 4/5/2022 via resolution 2022-156: Fund Cost Center Dept Type Classification FTE Dollar Amount 0100 - General Fund 18510 - MFD - Fire Prevention Bureau Fire Add 4398 - Admin Office Assistant III 1.00 $ 65,591 4210 - Wastewater Fund 44313 - UPP - Sutter Plant Maintenance Utilities Reclass 6159 - Senior Utilities Services Worker (1.00) $ (113,251) 4210 - Wastewater Fund 44314 - UPP - Jennings Plant Maintenance Utilities Reclass 6159 - Senior Utilities Services Worker (1.00) $ (113,251) 4210 - Wastewater Fund 44313 - UPP - Sutter Plant Maintenance Utilities Reclass 6719 - Senior Plant Mechanic 1.00 $ 124,996 4210 - Wastewater Fund 44314 - UPP - Jennings Plant Maintenance Utilities Reclass 6719 - Senior Plant Mechanic 1.00 $ 124,996 4210 - Wastewater Fund 44313 - UPP - Sutter Plant Maintenance Utilities Reclass 6716 - Plant Mechanic Trainee (1.00) $ (82,162) 4210 - Wastewater Fund 44314 - UPP - Jennings Plant Maintenance Utilities Reclass 6716 - Plant Mechanic Trainee (2.00) $ (164,324) 4210 - Wastewater Fund 44313 - UPP - Sutter Plant Maintenance Utilities Reclass 6718 - Plant Mechanic II 1.00 $ 113,250 4210 - Wastewater Fund 44314 - UPP - Jennings Plant Maintenance Utilities Reclass 6718 - Plant Mechanic II 2.00 $ 226,500 4210 - Wastewater Fund 44314 - UPP - Jennings Plant Maintenance Utilities Eliminate 6157 - Utilities Services Worker II (2.00) $ (185,886) 1133 - HUD Administration 14111 - CED - HUD Administration CED Add 3710 - Admin Analyst II (Limited Term) 2.00 $ 213,856 1133 - HUD Administration 14111 - CED - HUD Administration CED Reclass 3225 - Housing Rehabilitation Specialist II (1.00) $ (107,786) 1133 - HUD Administration 14111 - CED - HUD Administration CED Reclass 3228 - Community Development Program Spec1i.a0l0ist I$I 102,614

6. Amend the expense budget in Cost Center 19206 – MPD – ARRA Outreach Specialist within the American Rescue Grants Fund (1390) in the amount of $228,193 to fund the 2.0 FTE Homeless Outreach Specialist($165,540), Vehicle ($49,000), and maintenance ($13,653) for the Community Health and Assistance Team (CHAT) as approved by Council on 4/12/22 via resolution 2022-197.

7. Amend the expense budget in Cost Center 42020 – Construction Administration within the Capital Improvement Support Fund (1300) and Cost Center 41010 – UTL Administration within the Water Fund (4100) in the amount of $89,764 to move 1.0 FTE vacant Administrative Services Technician II from Fund 1300 to Fund 4100. #18..
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Exhibit 7 - FY 2022-23 Proposed Operating and Multi-Year Budget Addendum

8. Amend the expense budget in Cost Center 18510 – Fire Prevention and 18110 – Fire Administration to move 1.0 FTE Admin Office Assistant I/II flex position from 18510 to 18110 in the amount $43,493. The addition of 1.0 FTE Admin Office Assistant I/II flex position, and associated expense budget, in 18510 was included as part of the FY2022-23 budget via Budget Request MFD-001. The cost center of Budget Request MFD-001 was inadvertently listed as 18510 but should have been 18110.

9. Amend the budget in the CDBG/ESG/HUD funds to move budget to Activity Numbers and to amend the budget as shown below: City of Modesto Community & Economic Development Department Community Development Division Activity Number PROPOSED ADJUSTMENT FINAL PROPOSED Services City Forces - Interfund 54500 $ 382,736 $ (382,736) $ - Services City Forces - Interfund 54500 1465 $ - $ 378,595 $ 378,595 TOTAL Expenses $ 382,736 $ (4,141) $ 378,595
Intergov - Federal Housing Urban Development Current Year 42030 1465 $ - $ 378,595 $ 378,595 TOTAL Revenues $ - $ 378,595 $ 378,595
Total $ 382,736 $ (382,736) $ -
City of Modesto Community & Economic Development Department Community Development Division Activity Number PROPOSED ADJUSTMENT FINAL PROPOSED Services City Forces - Interfund 54500 $ 55,553 $ (55,553) $ - Direct Grants 54706 $ 283,500 $ (283,500) $ - Direct Grants- Downtown Streets Team 54706 1475 $ - $ 50,000 $ 50,000 Services City Forces - Interfund 54500 1475 $ - $ 5,000 $ 5,000 Direct Grants-Youth For Christ 54706 1474 $ - $ 20,000 $ 20,000 Services City Forces - Interfund 54500 1474 $ - $ 7,000 $ 7,000 Direct Grants - CASA 54706 1473 $ - $ 35,000 $ 35,000 Services City Forces - Interfund 54500 1473 $ - $ 5,000 $ 5,000 Direct Grants - Children's Crisis Center 54706 1472 $ - $ 36,000 $ 36,000 Services City Forces - Interfund 54500 1472 $ - $ 5,000 $ 5,000 Direct Grants - United Samaritan's Foundation 54706 1471 $ - $ 30,000 $ 30,000 Services City Forces - Interfund 54500 1471 $ - $ 5,000 $ 5,000 Direct Grants - Project Sentinel _Fair Housing 54706 1446 $ - $ 27,000 $ 27,000 Services City Forces - Interfund 54500 1446 $ - $ 5,000 $ 5,000 Direct Grants - Community Housing and Shelter Services - HP 54706 1469 $ - $ 40,000 $ 40,000 Services City Forces - Interfund 54500 1469 $ - $ 5,000 $ 5,000 Direct Grants - Center for Human Services - Pathways 54706 1465 $ - $ 40,000 $ 40,000 Services City Forces - Interfund 54500 1465 $ - $ 5,000 $ 5,000 Principal Retirement 59001 $ 312,000 $ (312,000) $ -
Interest Expense 59002 $ 23,000 $ (23,000) $ - Principal Retirement 59001 1466 $ - $ 312,000 $ 312,000 Interest Expense 59002 1466 $ - $ 23,000 $ 23,000
TOTAL Expenses $ 674,053 $ (19,053) $ 655,000
Intergov - Federal Housing Urban Development Current Year 42030 1475 $ - $ 55,000 $ 55,000 Intergov - Federal Housing Urban Development Current Year 42030 1474 $ - $ 27,000 $ 27,000 Intergov - Federal Housing Urban Development Current Year 42030 1473 $ - $ 40,000 $ 40,000 Intergov - Federal Housing Urban Development Current Year 42030 1472 $ - $ 41,000 $ 41,000 Intergov - Federal Housing Urban Development Current Year 42030 1471 $ - $ 35,000 $ 35,000 Intergov - Federal Housing Urban Development Current Year 42030 1446 $ - $ 32,000 $ 32,000 Intergov - Federal Housing Urban Development Current Year 42031 1469 $ - $ 45,000 $ 45,000 Intergov - Federal Housing Urban Development Current Year 42032 1465 $ - $ 45,000 $ 45,000 Intergov - Federal Housing Urban Development Current Year 42030 1466 $ - $ 335,000 $ 335,000 TOTAL Revenues $ - $ 655,000 $ 655,000
Total $ 674,053 $ (674,053) $ -
BUDGET ADDENDUM FISCAL YEAR 2022-2023
BUDGET ADDENDUM FISCAL YEAR 2022-2023
Funds Reimbursed with Entitlement Federal Funds Community Development Block Grant Funds (CDBG) FUND 1130 COST CENTER 14015
Funds Reimbursed with Entitlement Federal Funds Community Development Block Grant Funds (CDBG) FUND 1130 COST CENTER 14010
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Exhibit 7 - FY 2022-23 Proposed Operating and Multi-Year Budget Addendum City of Modesto Community & Economic Development Department Community Development Division Activity Number PROPOSED ADJUSTMENT FINAL PROPOSED Services City Forces - Interfund 54500 $ 251,869 $ (251,869) $ - Services City Forces - Interfund 54500 1468 $ - $ 250,000 $ 250,000 TOTAL Expenses $ 251,869 $ (1,869) $ 250,000
Intergov - Federal Housing Urban Development Current Year 42030 1468 $ - $ 250,000 $ 250,000 TOTAL Revenues $ - $ 250,000 $ 250,000
Total $ 251,869 $ (251,869) $ -
City of Modesto Community & Economic Development Department Community Development Division Activity Number PROPOSED ADJUSTMENT FINAL PROPOSED Services City Forces - Interfund 54500 $ 200,000 $ (200,000) $ - Direct Loan - Task 1476 Appr Unit C 54720 1476 $ - $ 500,000 $ 500,000 TOTAL Expenses $ 200,000 $ 300,000 $ 500,000
Intergov - Federal Housing Urban Development Current Year 42030 $ - $ 500,000 $ 500,000 TOTAL Revenues $ - $ 500,000 $ 500,000
Total $ 200,000 $ (200,000) $ -
City of Modesto Community & Economic Development Department Community Development Division Activity Number PROPOSED ADJUSTMENT FINAL PROPOSED Services City Forces - Interfund (Operating Budget) 54500 $ 940,800 $ (940,800) $ - Services City Forces - Interfund 54500 $ 134,329 $ (134,329) $ - HOME FY 2022-23 Project 101387 - Services City Forces - Task 1467 Appr Unit C $ - $ 101,381 $ 101,381 HOME FY 2022-23 Project 101387 - Direct Loan - Appr Unit C $ - $ 912,426 $ 912,426 TOTAL Expenses $ 1,075,129 $ (61,322) $ 1,013,807 HOME FY 2022-23 Project 101387 - Intergov - Federal Housing Urban Development 42030 1467 $ - $ 1,013,807 $ 1,013,807 TOTAL Revenues $ - $ 1,013,807 $ 1,013,807
Total $ 1,075,129 $ (1,075,129) $ -
City of Modesto Community & Economic Development Department Community Development Division Activity Number PROPOSED ADJUSTMENT FINAL PROPOSED CDBG CV Project 101256 - Services City Forces - Task 1359 Appr Unit C $ (230,399) $ - CDBG CV Project 101257 - Services City Forces - Appr Unit C $ 230,399 $ 230,399 TOTAL Expenses $ - $ - $ 230,399 CDBG CV Project 101256 - Intergov - Federal Housing Urban Development 42030 $ - $ (230,399) $ (230,399) CDBG CV Project 101257 - Intergov - Federal Housing Urban Development 42030 $ - $ 230,399 $ 230,399 TOTAL Revenues $ - $ - $ - Total $ - $ - $ 230,399
FUND 1130
Projects 101256 and 101257
HOME Investment Partnerships Program (HOME) FUND 1170
COST CENTER 14030
BUDGET ADDENDUM FISCAL YEAR 2022-2023
Funds Reimbursed with Entitlement Federal Funds Community Development Block Grant CARES (CDBG-CV) Funds Reimbursed with Entitlement Federal Funds Community Development Block Grant Funds (CDBG) Revolving Loan Fund - FUND 1150 Project 101388
BUDGET ADDENDUM FISCAL YEAR 2022-2023
Funds Reimbursed with Entitlement Federal Funds
BUDGET ADDENDUM FISCAL YEAR 2022-2023
Funds Reimbursed with Entitlement Federal Funds Community Development Block Grant Funds (CDBG) FUND 1130 COST CENTER 14020
BUDGET ADDENDUM FISCAL YEAR 2022-2023
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Exhibit 7 - FY 2022-23 Proposed Operating and Multi-Year Budget Addendum City of Modesto Community & Economic Development Department Community Development Division Activity Number PROPOSED ADJUSTMENT FINAL PROPOSED Services City Forces - Interfund (Operating Budget) 54500 $ 54,440 $ (54,440) $ - ESG FY 2021-22 Project TBD - Direct Grants - HMIS FY 21-22 54706 1451 $ - $ 7,980 $ 7,980 ESG FY 2021-22 Project TBD - Services City Forces - Interfund 54500 1451 $ - $ 13,981 $ 13,981 ESG FY 2021-22 Project TBD - Direct Grants - Street Outreach - HEART / CHAT FY 21-2254706 1452 $ - $ 90,000 $ 90,000 ESG FY 2021-22 Project TBD - Services City Forces - Interfund 54500 1452 $ - $ 5,000 $ 5,000 ESG FY 2022-23 Project 101409 - Services City Forces - Appr Unit C 54500 1477 $ - $ 11,911 $ 11,911 ESG FY 2022-23 Project 101409 - Direct Grants - HMIS 54706 1481 $ - $ 16,213 $ 16,213 ESG FY 2022-23 Project 101409 - Direct Grant - Street Outreach 54706 1478 $ - $ 40,000 $ 40,000 ESG FY 2022-23 Project 101409 - Services City Forces - Interfund 54500 1478 $ - $ 5,000 $ 5,000 ESG FY 2022-23 Project 101409 - Direct Grant - Shelter 54706 1479 $ - $ 40,000 $ 40,000 ESG FY 2022-23 Project 101409 - Services City Forces - Interfund 54500 1479 $ - $ 5,000 $ 5,000 ESG FY 2022-23 Project 101409 - Direct Grant - Rapid Rehousing 54706 1480 $ - $ 50,000 $ 50,000 ESG FY 2022-23 Project 101409 - Services City Forces - Interfund 54500 1480 $ - $ 6,906 $ 6,906 ESG FY 2022-23 Project 101409 - Direct Grant - Homeless Prevention 54706 1482 $ - $ - $ - ESG FY 2022-23 Project 101409 - Services City Forces - Interfund 54500 1482 $ - $ - $ - TOTAL Expenses $ 54,440 $ 237,551 $ 291,991 Intergov - Federal Housing Urban Development Current Year 42030 1451 $ - $ 21,961 $ 21,961 ESG FY 2022-23 Project 101409 - Intergov -Federal Housing Urban Development 42030 1452 $ - $ 95,000 $ 95,000 ESG FY 2022-23 Project 101409 - Intergov -Federal Housing Urban Development 42030 1477 $ - $ 11,911 $ 11,911 ESG FY 2022-23 Project 101409 - Intergov -Federal Housing Urban Development 42030 1481 $ - $ 16,213 $ 16,213 ESG FY 2022-23 Project 101409 - Intergov -Federal Housing Urban Development 42030 1478 $ - $ 45,000 $ 45,000 ESG FY 2022-23 Project 101409 - Intergov -Federal Housing Urban Development 42030 1479 $ - $ 45,000 $ 45,000 ESG FY 2022-23 Project 101409 - Intergov -Federal Housing Urban Development 42030 1480 $ - $ 56,906 $ 56,906 ESG FY 2022-23 Project 101409 - Intergov -Federal Housing Urban Development 42030 1482 $ - $ - $ - TOTAL Revenues $ - $ 291,991 $ 291,991 Total $ 54,440 $ (54,440) $ -
BUDGET ADDENDUM FISCAL YEAR 2022-2023
Funds Reimbursed with Entitlement Federal Funds Emergency Solutions Grant (ESG) FUND 1180 COST CENTER 14050
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CITY OF MODESTO

COUNCIL AGENDA REPORT
DATE OF MEETING:

June 7, 2022
Date: May 19, 2022
TO: Mayor and City Council
THROUGH: Joseph P. Lopez, City Manager
FROM: Christina Alger, Director of Human Resources
SUBJECT: Successor Memorandum of Understanding between the City and the Modesto City Fire Fighters Association
CONTACT: Christina Alger, Director of Human Resources
[email protected], 209-571-5126
DESCRIPTION:

Consider approving a successor Memorandum of Understanding (MOU) between the City of Modesto and Modesto City Fire Fighters Association (MCFFA) for a term of July 1, 2022 to June 30, 2024; granting salary changes and benefit offerings to non-sworn unrepresented management and confidential employees including charter officers, executives and unrepresented sworn fire employees; and rescinding Resolution Nos. 2020-310 and 2021-346. (Fund: General Fund)
STRATEGIC PLAN ELEMENT:

This item supports the 2020-2025 Strategic Plan Goal J – Build a High-Performance Organization by attracting and retaining high performance employees.

BACKGROUND:

The current Memorandum of Understanding (MOU) between the City and Modesto City Fire Fighters Association (MCFFA) expires on June 30, 2022. Prior to the expiration of this contract, the City and MCFFA have been meeting to determine if a new MOU could be agreed upon that alleviates concerns of both parties. The negotiations have been productive, resulting in an agreed upon contract that will run through June 30, 2024. The major concern for the City has been the stability of employee pensions, specifically the unfunded liability.

DISCUSSION:

The negotiations between the City and MCFFA have been conducted in good faith and have resulted in the proposed agreement that would expire on June 30, 2024. During the course of the negotiations, all items within the scope of bargaining were addressed and the City and MCFFA agreed to the following additional changes relative to the terms and conditions of employment for MCFFA members:
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Successor Memorandum of Understanding between the City and the Modesto City Fire Fighters Association

 The term of the successor contract would be from July 1, 2022 through June 30, 2024.
 Effective the pay period in which July 1, 2023 falls, a new step “F” will be added to the salary schedules for MCFFA members and employees who have been in Step E for 26 pay periods or more shall move to Step F in the same pay period.

Step F will be 5.0% above the current Step E.
 Effective the pay period in which July 1, 2022 falls, Education Incentive increase from 2% to 2.5% for AA/AS and from 3.5% to 5.0% for BA/BS, with a maximum of five percent (5.0%).
 Effective the pay period in which July 1, 2022 falls, Certification incentive of

0.5% per certification, up to a maximum of 2.5%.
 Effective the pay period in which July 1, 2022 falls, Longevity Incentive increase as follows:
 10 years of service from 1.5% to 2.0%
 15 years of service from 3.0% to 3.5%
 20 years of service from 4.0% to 5.0%
 MCFFA is the only City bargaining group that also contracts with PERS for health insurance coverage. Like most other insurance carriers, the cost of medical insurance continues to rise at a rapid pace. As such, it is proposed to adjust the medical health contributions as follows:
 Effective January 1 for calendar year 2023 and 2024, the City shall increase the monthly rate to medical, dental and vision insurance premiums as described below.
2023 2024
Employee only $873 $907
Employee plus 1 $1,303 $1,355
Employee plus family $1,640 $1,706
 The most recent contract between the City and MCFFA had certain incentives based on education and certifications. It is proposed to amend this article separating these incentives as follows.
 Effective the pay period in which July 1, 2022 falls, employees shall be eligible for Educational Incentive Pay, up to a maximum of 5.0%, for the following degrees, as follows:
i. AA/AS 2.5%
ii. BA/BS 5.0%
 Effective the pay period in which July 1, 2022 falls, employees shall #19..
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Successor Memorandum of Understanding between the City and the Modesto City Fire Fighters Association

be eligible for Certification Incentive Pay of 0.5% per certificate, up to a maximum of 2.0% for the following certificates:

Fire Investigator - 1A, 1B, 1C
Fire Inspector (or Prevention) – 1A, 1B, 1C, 1D
Fire Instructor – 1A, 1B, or I, II, III
Fire Command – 1A, 1B, 1C
Fire Management 1
Plans Examiner (or Checker) – 1A, 1B, 1C
Fire & Life Safety Educator – 1A, 1B, 1C
Fire Science or Fire Technology Certificate
Rescue Tech 2
Rope Rescue Technician
Boat Operator
Wildland Firefighter – Equivalent courses in series.

Fire Apparatus Driver/Operator or Engineer or Equivalent (Equivalent to completion of 1A and 1B)
Driver Operator 1A
Driver Operator 1B
Fire Control 5 (ARFF – Aircraft Rescue and Fire Fighting) Company Officer – 2A, 2B, 2C, 2D, 2E
Fire Marshal – 1A, 1B, 1C, 1D, 1E
Chief Officer – 3A, 3B, 3C, 3D
The City and MCFFA met in good faith to reach this agreement which was subsequently ratified by members of the association on June 2, 2022.

This successor MOU will rescind all side letters and subsequent resolutions associated with, or based on, prior MOU dated July 1, 2018 through June 30, 2021.

The Modesto Fire Department employs Fire Chiefs who are not members of MCFFA and are not represented by any other exclusive bargaining representative. The City has historically implemented terms and conditions of employment for these unrepresented Fire Chiefs consistent with the terms and conditions of employment covering employees in the MCFFA bargaining unit, with appropriate modifications.

Consistent with historical practice, the proposed terms and conditions of employment for the unrepresented Fire Chiefs are consistent with those agreed to between the City and MCFFA and include the following:
 Effective the pay period in which July 1, 2023 falls, a new step will be added to the salary schedules for Unrepresented Fire employees and employees who have been at the current top step for 26 pay periods or more shall move to the new step in the same pay period.
 Effective the pay period in which July 1, 2022 falls, Education Incentive increase from 2% to 2.5% for AA/AS and from 3.5% to 5.0% for BA/BS, with a maximum of five percent (5.0%).
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Successor Memorandum of Understanding between the City and the Modesto City Fire Fighters Association

 Effective the pay period in which July 1, 2022 falls, Certification Incentive of

0.5% per certification, up to a maximum of 2.5%.
 Effective the pay period in which July 1, 2022 falls, longevity Incentive increase as follows:
 10 years of service from 1.5% to 2.0%
 15 years of service from 3.0% to 3.5%
 20 years of service from 4.0% to 5.0%
FISCAL IMPACT:

Some impact for these terms will be absorbed by the revenue received with the contracts for fire services provided to the City of Ceres and City of Oakdale. With the contracts absorbing $401,130, the total fiscal impact for the implementation of the Successor Memorandum is $1,213,427 for the term of the contract and is anticipated as follows:

Agreement
Fiscal Impact
FY22-23
Fiscal Impact
FY23-24 Term Total
Additional Step F Effective 7/1/23 $ 623,925 $ 623,925
Education Incentive $ 176,523 $ 176,002 $ 352,525
Removal of 1% Fire Science from Education Incentive $ (43,025) $ (42,898) $ (85,922) Certificate Incentive $ 141,740 $ 282,644 $ 424,384
Longevity Pay Incentive $ 61,556 $ 61,374 $ 122,930
Cafeteria Plan 4% $ 43,742 $ 132,975 $ 132,976
Total Cost $ 380,536 $ 1,234,021 $ 1,614,557
With $39,066 absorbed from contract revenue, the additional impact to include unrepresented sworn fire personnel salary increases consistent with MCFFA is $192,685, and is anticipated as follows:

Agreement
Fiscal Impact
FY22-23
Fiscal Impact
FY23-24 Term Total
Additional Step F Effective 7/1/23 $ 83,797 $ 83,797
Education Incentive $ 29,137 $ 29,050 $ 118,655
Removal of 1% Fire Science from Education Incentive $ (5,392) $ (5,376) $ (10,769) Certificate Incentive $ 29,708 $ 44,429 $ 58,187
Longevity Pay Incentive $ 13,219 $ 13,180 $ 26,399
Total Cost $ 66,671 $ 165,080 $ 231,751
If Council approves this action, an item will be brought back to Council at a future date with a budget action to appropriate the funds from the General Fund.

COMMITTEE RECOMMENDATION:

This item did not go to committee.

RECOMMENDED COUNCIL ACTION:

Staff Recommendations:
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City Council, June 7, 2022
Successor Memorandum of Understanding between the City and the Modesto City Fire Fighters Association

Resolution approving a proposed agreement including language changes for a successor Memorandum of Understanding (MOU) between the City of Modesto and Modesto City Fire Fighters Association (MCFFA) for a term of July 1, 2022 to June 30, 2024, authorizing the City Manager to prepare and execute the successor MOU and authorizing the City Manager or his designee to take the necessary administrative action to implement the agreement.

Resolution granting salary changes to Unrepresented Sworn Fire Management employees, effective July 22, 2022 and Non-Sworn Unrepresented Management and Confidential employees including Charter Officers and Executives, effective November 26, 2019; rescinding Resolution No. 2020-310, and authorizing the City Manager or his designee to take the necessary administrative action to implement the changes.

Resolution updating benefit offerings for Unrepresented Sworn Fire Management and NonSworn Management and Confidential employees, including Charter Officers and Executives; rescinding Resolution No. 2021-346 and authorizing the City Manager or his designee to take the necessary administrative action to implement the changes.

Approved by:

Christina Alger, Director of Human Resources
Joseph P. Lopez, City Manager
Attachments:

1. Resolutions (3) plus Exhibits 1-30 & X

2. Tentative Agreement between City of Modesto and Modesto City Fire Fighters Association

3. MCFFA 06-20-23 – 80Hr Salary Schedule

4. MCFFA 06-22-23 – 112Hr Salary Schedule

5. MCFFA 06-20-23 – Trainee Salary Schedule
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MODESTO CITY COUNCIL
RESOLUTION NO. 2022-

RESOLUTION UPDATING BENEFIT OFFERINGS FOR UNREPRESENTED

SWORN FIRE MANAGEMENT AND NON-SWORN MANAGEMENT AND

CONFIDENTIAL EMPLOYEES, INCLUDING CHARTER OFFICERS AND
EXECUTIVES; RESCINDING RESOLUTION NO. 2021-346 AND

AUTHORIZING THE CITY MANAGER OR HIS DESIGNEE TO TAKE THE

NECESSARY ADMINISTRATIVE ACTION TO IMPLEMENT THE CHANGES WHEREAS, on November 26, 2019, by Resolution No 2019-532, Council approved benefit changes to Unrepresented Management and Confidential employees, including Charter Officers and Executives, and
WHEREAS, on September 7, 2021, by Resolution No 2020-346, Council approved benefit changes to Unrepresented Sworn Fire Management employees, and WHEREAS, the City has historically implemented terms and conditions of employment for Unrepresented Management and Confidential consistent with the terms and conditions of employment covering employees in the Modesto Confidential and Management Association (MCMA) bargaining unit, and
WHEREAS, the City has historically implemented terms and conditions of employment for Unrepresented Sworn Fire employees consistent with the terms and conditions of employment covering employees in the Modesto City Fire Fighters Association (MCFFA) bargaining unit.

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

SECTION 1. PROBATIONARY PERIOD. All original and promotional appointments to positions in the Classified Service shall be tentative and subject to a probationary period of one year from the date of appointment to the position. The purpose of the probationary period is to train, observe and evaluate the employee on conduct, performance, attitude, adaptability and job knowledge.

Time spent on any leave of absence, or time during which an employee is unable #19..
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to perform the full range of duties due to injury or illness, whether or not job- related, shall not be considered as part of any probationary period, and such time will be added to the probationary period. Any further extension of probation will only be upon mutual agreement. During the probationary period an employee may be released at any time without right of appeal. Written notice of release shall be furnished to the probationer.

An employee released during or at the conclusion of probation following a promotion, shall be reinstated to the position previously held, at the former salary step, except if the reasons for release are cause for dismissal.

SECTION 2. COMPENSATORY TIME OFF CAP. Management and
Confidential employees who are overtime-eligible shall be paid quarterly for all CTO over their established cap. For employees hired on or after December 6, 2005, the CTO cap shall be 100 hours. For employees hired before December 6, 2005, the cap shall be 160 hours.

SECTION 3. HOLIDAY CAP. Holiday time for unrepresented non-sworn employees may accrue up to a maximum of 40 hours. When the employee reaches the 40- hour maximum, additional holiday time shall be compensated in cash at straight time rates on a quarterly basis.

SECTION 4. MANAGEMENT LEAVE. Commencing January 1, 2012, management employees in exempt regular positions shall be advanced 80 hours of Management Leave (Fire Battalion Chiefs on a 56-hour schedule shall be advanced 112 hours) in January of each calendar year to be taken at the discretion of the employee and upon approval of City Manager, or designee, and shall be prorated for less than full-time employees. Management Leave will be forfeited if not used by the last pay period ending in December. An exempt employee hired after Management Leave has been advanced shall be eligible for a pro-rated portion of Leave. In the event of separation from City employment of any person who has taken Management Leave prior to the time all of said #19..
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leave is earned, the employee shall be required to make full restitution to the City for that portion of leave taken but remaining unearned on the date of termination of employment.

Employees separating from City service will be paid for earned Management Leave credit.

SECTION 5. MANAGEMENT LEAVE ANNUAL CASHOUT. The maximum number of hours available for cash out each December shall be 40 hours annually for Management employees. All employees may cash out Management Leave once annually during the pay period in which December 1 falls.

Effective December 2007, the maximum annual cash out shall be 80 hours for Executives and Charter Officers, and 60 hours for Assistant Police Chief, Police Captains, Fire Battalion Chiefs, Fire Deputy Chiefs, Deputy Directors, Assistant City Attorney and Deputy City Attorney I/II/III/Senior. For Fire Battalion Chiefs on a 56-hour schedule, the maximum cash out shall be 84 hours.

SECTION 6. MEDICAL LEAVES OF ABSENCE. Effective December 6, 2005, employees requesting an Authorized Medical Leave of Absence without pay, due to a medical incapacity to perform the duties of their position, must provide written medical verification of a long-term disability, illness or injury.

SECTION 7. CATASTROPHIC LEAVE. Effective December 6, 2005, employees requesting Catastrophic Leave donations must provide a written medical verification of long-term illness or injury, or verification of a family member's illness or injury.

SECTION 8. NEGATIVE VACATION. Effective March 7, 2006, use of negative vacation will be permitted only for extenuating circumstances and will require the approval of the City Manager, or designee.

SECTION 9. LEAVE CASHOUTS FOR SWORN FIRE MANAGEMENT
EMPLOYEES. Sworn Fire Management employees in the classifications of Fire Battalion Chief, Fire Deputy Chief and Fire Chief working a 40-hour schedule shall be afforded the #19..
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opportunity to cash out up to 61 hours of vacation leave per calendar year (at straight time rates) and up to 88 hours of holiday leave per calendar year (at time and one-half), effective July 1, 2003. Employees in the classification of Fire Battalion Chief working a 56-hour schedule shall be afforded the opportunity to cash out up to 72 hours of vacation leave per calendar year (at straight time rates) effective June 20, 2000, and up to 132 hours of holiday leave per calendar year (at time and one-half). Holiday leave may not be carried over year- to-year regardless of the schedule worked.

SECTION 10. SICK LEAVE. Non-sworn employees hired on or before December 31, 2010 shall have all accrued sick time transferred to a grandfathered sick leave bank effective the pay period ending October 22, 2012. Sworn employees hired on or before December 31, 2010 shall have all accrued sick time transferred to a grandfathered sick leave bank effective pay period ending August 25, 2014. For employees hired on or before December 31, 2010 and who promoted to an unrepresented management classification, employee's grandfathered accrued balance and regular sick accrued balance shall follow the employee. Employees who promote from MCFFA shall have their sick leave balance as of promotion date split between grandfathered sick leave and regular sick leave as follows:
 Grandfathered sick bank - Eligible for sick leave balance on the books as of September 8, 2015, reduced by hours previously converted to Deferred Compensation, and up to the amount of hours in employee's sick leave bank upon promotion.
 Regular sick bank - remaining sick leave balance as of promotion date not grandfathered. When taking sick leave, employees with grandfathered sick leave banks shall utilize new sick leave accrued hours prior to utilizing hours from the grandfathered bank.

For the term of this contract, the Incentive Program allows employees to deposit the value #19..
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of twenty-four (24) hours of regular sick leave (36 hours for employees in the classification of Fire Battalion Chief working a 56-hour schedule) into a Health Savings Account (HSA) or Flexible Spending Account (FSA), if eligible. If not eligible, employees may elect to deposit into a Deferred Compensation Account. Amount is deposited at the first pay period in December annually. To be eligible, members must meet the following requirements: Must have a balance of no less than 240 hours of regular sick leave (360 hours for employees in the classification of Fire Battalion Chief working a 56-hour schedule) for the calendar year. Sick leave usage for the calendar year must not exceed three days based on work schedule at time of usage (36 hours for employees in the classification of Fire Battalion Chief working a 56-hour schedule).

SECTION 11. SICK LEAVE CASHOUT FOR SWORN FIRE MANAGEMENT EMPLOYEES. Sworn Fire management employees who leave City service in good standing (other than retirement) after five (5) years of continuous service, shall be paid the first twenty- two hundred (2,200) hours of their current unused grandfathered sick leave, reduced by hours previously converted to Deferred Compensation, as follows: (1) Ninety (90%) percent of sick leave hours as of the date of the employee's initial promotion to a management classification shall be paid out at the current regular rate of pay (top step) for Fire Captain, and (2) In addition, twenty-five (25%) percent of the remaining sick leave hours accrued after promotion to a management classification shall be paid out at the employee's then current regular rate of pay.

SECTION 12. PROMOTION. For employees promoted on or after November 17, 2015, prior to their promotion to an unrepresented management classification, all compensatory time off (CTO) and grandfathered compensatory time off (GCTO) shall be compensated in cash at the employee’s then current regular rate of pay.

SECTION 13. MASTERS DEGREE INCENTIVE PAY. Effective November 26, 2019, employees who possess a Master’s Degree or Juris Doctor from an accredited institution, #19..
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shall be granted two- and one-half percent (2.5%) Masters Pay, subject to criteria as established by the City. Effective June 25, 2019, for Unrepresented Sworn Police employees who possess a Master’s Degree or who have obtained their certificate from either Command College or the Federal Bureau of Investigations National Academy shall be granted four percent (4.0%) Masters Pay.

SECTION 14. REGISTRATION AND CERTIFICATION FEES. Effective July 1, 2003, when an employee is required by the City to obtain or renew a certificate, license or registration in order to carry out their assigned duties, except a California Class C Driver's License, the City will pay the fee for the actual certificate, license or registration, (and exam fee, if any).

SECTION 15. VEHICLE ALLOWANCE. Per Resolution No. 2001-271 effective July 1, 2001, the vehicle allowance for Executives and Charter Officers who receive an allowance, shall be $400/month, and the City Manager is authorized to grant Deputy Directors either an assigned City vehicle or a vehicle allowance in the amount of $300/month. The City Manager is also authorized to grant selected Management employees a vehicle allowance of $100-$200/month based on Department Director recommendation and an annual justification relating to extensive use of a personal vehicle while conducting City business. Effective May 27, 2008, per Resolution 2008-305, the vehicle allowance for Charter Officers is increased to a maximum of $500/month.

SECTION 16. UNIFORM ALLOWANCES. Uniform allowances for
unrepresented Management and Confidential employees who are required to wear a uniform, are as follows:

Positions Effective Date Allowance
Sworn Police Management February 1, 2015 $101.67
Sworn Fire Management April 16, 2019 $105.00
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SECTION 17. POST CERTIFICATION PAY. Effective March 7, 2017, Police Captains who provide evidence they have a Supervisory POST Certificate shall be eligible for an additional two percent (2.0%) certification pay for a total of ten percent (10%).

Effective March 7, 2017, Police Captains who provide evidence they have a Management POST Certificate shall be eligible for ten percent (10%) Management POST Certificate pay. Effective January 10, 2016, Police Chief shall be eligible for an additional ten percent (10.0%) Executive POST pay. These amounts are not cumulative and Captains receiving Management POST pay shall not also receive Supervisory POST pay. The maximum allowable POST pay is ten percent (10.0%).

SECTION 18. BONUS PAY FOR UNREPRESENTED POLICE
MANAGEMENT. City shall pay one thousand dollars ($1,000) to Sworn Police Management as a retention bonus to be paid out in the second pay period of November each year for the term of the contract.

SECTION 19. HAZARDOUS MATERIALS CERTIFICATION PAY. Effective July 1, 2003, one (1) Fire Department Battalion Chief or Fire Deputy Chief shall be authorized five percent (5%) Haz Mat Pay, when certified as a Hazardous Materials Specialist and assigned to administer the City of Modesto's participation in the Regional Hazardous Materials Response Team. This pay replaced the annual Haz Mat Stipend.

SECTION 20. ALS PARAMEDIC PAY. Effective July l4, 2015, one (l) Fire Department Battalion Chief or Fire Deputy Chief shall be authorized ten percent (10%) ALS Paramedic pay, when assigned to the ALS Paramedic Program and have the required California State Paramedic License and all additional local required ALS certifications.

SECTION 21. FIRE CHIEF OFFICER SHIFT STIPEND. Effective December 2, 2014, Fire Battalion Chiefs and Fire Deputy Chiefs assigned to work extra shifts in order to maintain a consistent staffing of two (2) Battalion Chiefs to the extent possible, may #19..
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receive a stipend of one thousand five hundred dollars ($1,500) per 24-hour shift. Criteria for assignment to extra shifts with the stipend shall be at the discretion of the Fire Chief, who shall also determine when staffing at the level of one Battalion Chief is acceptable.

The Fire Chief shall annually determine the maximum number of assignments available for stipend, subject to funds budgeted and the needs of the City. As FLSA Exempt management employees, Fire Battalion Chiefs and Fire Deputy Chiefs may be required to work both emergency and non-emergency assignments without additional compensation.

SECTION 22. ASSIGNMENT PAY. Effective September 7, 2021, the Fire Chief may appoint an employee currently employed by the Fire Department in the classification of Fire Deputy Chief to the assignment of Fire Assistant Chief and shall be paid ten percent (10%) Assignment Pay. Such appointment may be made without competitive examination and shall continue at the will and pleasure of the Fire Chief.

The Fire Chief may end the assignment at any time and such employee shall return to an assignment as Fire Deputy Chief. Effective September 7, 2021, the Fire Chief may appoint an employee currently employed by the Fire Department in the classification of Fire Battalion Chief to the assignment of Fire Division Chief and shall be paid five percent (5%) Assignment Pay. Such appointment may be made without competitive examination and shall continue at the will and pleasure of the Fire Chief. The Fire Chief may end the assignment at any time and such employee shall return to an assignment as Fire Battalion Chief.

SECTION 23. MUTUAL AID ASSIGNMENT. Sworn Fire Management employees in the classification of Fire Battalion Chief and Fire Deputy Chief shall receive a stipend when assigned to fill Strike Team and Task Force Leader assignments. Fire Battalion Chiefs assigned as Strike Team or Task Force Leader or Strike Team or Task Force Leader Trainee shall receive a stipend of $1500 for a 24-hour period. Fire Deputy Chiefs assigned as Strike Team or Task Force Leader or Strike Team or Task Force Leader #19..
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Trainee shall receive a stipend of $1500 for a 24-hour period subject to the following conditions:

1. The assignment results from a request through the California Office of Emergency Services.

2. The assignment is subject to reimbursement through the "Cooperative Agreement for Local Government Fire Suppression."

3. Regularly scheduled work hours are not included and partial periods are prorated to the nearest hour.

The City Manager is authorized to adjust the stipend amount, from time to time, consistent with increases in overall Fire Management salaries and reimbursement rates.

SECTION 24. DEFERRED COMPENSATION 457 PLAN. The CITY shall provide access to a 457 deferred compensation program authorized by the City Council for the voluntary participation of City employees. In addition, the CITY shall match on behalf of a participating employee in a regular position, one and one-half percent (1.5%) of an employee's regular rate of pay on a bi-weekly basis; provided, the employee is contributing at least one and one-half percent (1.5%). For such employees who have been continuously employed by the CITY for nine (9) or more years, the CITY shall contribute two and onehalf percent (2.5%); provided the employee is contributing at least two and one-half percent (2.5%). Effective January 1, 2006, this increase in the City's contribution shall be effective with the first pay period to begin in the month following completion of nine (9) years of service, provided that the employee has completed any required documents.

SECTION 25. DEFERRED COMPENSATION 40l (a) MONEY PURCHASE PLANS. The 401(a) Money Purchase Plans shall provide for a City-paid contribution and equal mandatory employee contribution, effective January 1, 2006, of 5% for Charter Officers, 3% for Executives other than Charter Officers, and 2% for all other unrepresented Management and Confidential employees.
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SECTION 26. HEALTH, DENTAL AND VISION BENEFITS. The City's contribution to health, dental and vision benefits for Unrepresented Management and Confidential employees, including Charter Officers and Executives and Unrepresented Sworn Fire and Police Management and, shall be a three-tier system as follows and the City contribution (excluding opt out) shall increase by two (2) percent annually as follows:

Beginning
July 1, 2019
2020 2021 2022 2023
Opt-out of City Medical
Coverage
$450.00 $450.00 $450.00 $450.00 $450.00
Employee only $622.00 $634.00 $648.00 $660.00 $673.00
Employee plus 1 $1112.00 $1134.00 $1157.00 $1180.00 $1,204.00 Employee plus family $1572.00 $1603.00 $1635.00 $1668.00 $1,701.00 The City shall pay in cash any balance remaining from the above listed contributions not needed to pay for the employee's health, dental or vision premiums. Effective July 22, 2008, for employees enrolled in the City- sponsored High Deductible Health Plan, any balance of said contributions shall be directed to the employee's Health Savings Account.

Only in the event that an employee does not qualify for enrollment into a Health Savings Account, the City shall pay in cash any balance of the above contribution not needed to pay for the employee's combined premium.

SECTION 27. DOMESTIC PARTNERS. Benefits applicable to spouses shall be extended to registered domestic partners, as required by law.

SECTION 28. RETIREE HEALTH INSURANCE. Employees who retire prior to December 31, 2015, may elect on a one-time basis at retirement to purchase health, dental and vision insurance under a City-authorized plan and are responsible for all cost.

Non-sworn employees hired on or before December 31, 2010 and who retire from the City prior to October 23, 2012 after five (5) years of continuous service in good #19..
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standing may, on a one-time basis, exercise the option to have ninety percent (90%) of their unused grandfathered sick leave applied by the City upon retirement to premiums for health, dental and vision insurance plans covered by the CITY at the rate of eight (8) hours equals one month of contribution. Said insurance contribution shall be provided in an amount up to that contributed to active employees’ subject to changes in the median priced health HMO plan for active employees, as needed to cover the cost of retiree health, dental and vision premium.

Non-sworn employees hired on or before December 31, 2010 and who retire from the City between October 23, 2012 and December 31, 2014, after five (5) years of continuous service in good standing may, on a one-time basis, exercise the option to have ninety percent (90%) of their unused grandfathered sick leave applied by the City upon retirement to premiums for health, dental and vision insurance plans covered by the CITY at the rate of eight (8) hours equals one month of contribution. Said insurance contribution shall be provided as needed to cover the cost of retiree health, dental and vision premiums up to a monthly rate of $621 for retiree without dependents and up to $1,100 for retirees with dependent coverage.

Sworn employees hired on or before December 31, 2010 and who retire from the City prior to January 1, 2015, after five (5) years of continuous service in good standing may, on a one-time basis, exercise the option to have ninety percent (90%) of their unused grandfathered sick leave applied by the City upon retirement to premiums for health, dental and vision insurance plans covered by the CITY at a rate of eight (8) hours equals one month of contribution (employees promoted on or after December 30, 2014 into a Fire Unrepresented position on a 56-hour schedule, shall have hours at retirement applied at a rate of twelve (12) hours equals one month of contribution). Said insurance shall be provided in an amount up to that contributed to active employees’ subject to changes in the median priced health HMO plan for active employees, as needed to cover the cost of #19..
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retiree health, dental and vision premium.

For all Non-Sworn and Sworn employees hired on or before December 31, 2010 who retire from the City on or after January 1, 2015, the City will no longer offer retiree medical plans through City's group plans effective December 31, 2015, however, retirees may elect on a one-time basis at retirement the option to purchase and maintain City's dental and vision plans at retiree's cost. For these employees who retire after five (5) continuous years of service in good standing may, on a one time basis, have ninety (90%) percent of their unused grandfathered sick leave converted to the City sponsored defined contribution retiree medical benefit plan at the rate of eight (8) hours equals one month of contribution (Fire Unrepresented position on a 56-hour schedule, shall have hours at retirement applied at a rate of twelve (12) hours equals one month of contribution) to purchase medical insurance. For each eight hours (or twelve hours) converted to the retiree medical program, the recipient shall be provided a monthly contribution under one of the following schedules:

Retiree + Family = $1,000 Retiree + Family = $500
Combined contributions for Retirees
1 Non-Medicare + 1 Medicare coverage = $750
Retiree only contribution for eligible recipients is allowable regardless of where the retiree acquires authorized and legitimate medical insurance coverage (i.e. through State Exchange, through individual insurance company, through a current employer, or through spouse employer). Retiree shall not be eligible to receive a contribution for dependent, spouse, or registered domestic partner under the Retiree + l or Retiree + Family levels if Non-Medicare Eligible Recipient Medicare Eligible Recipient Retiree Only = $500 Retiree Only = $250
Retiree +1 Dep = $1,000 Retiree +1 Dep = $500
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retiree's dependent, spouse, or registered domestic partner has medical insurance coverage through their current employer, is covered under Retiree's current employer, or if Retiree does not purchase individual insurance for dependent. Upon retirement only, the City shall transfer contributions based on eligibility above into the City's sponsored Retiree Health Reimbursement Arrangement (HRA) for the individual. Employees will not be eligible for these contributions should they separate from City service prior to retirement.

Contributions to eligible retirees will be made as follows: Upon Retirement - initial contributions will be made for the months following loss of coverage with City through either December 31st or June 30th, whichever date is earlier. Contributions will be deposited no later than 30 days after retirement date.

Ongoing Contribution -a semi-annual years' worth of contributions will be made on a semi- annual basis no later than Jan 31st (for months January -June) and July 31st (for months July - December) until exhaustion of sick leave conversion. To receive the semiannual contribution, the retiree must provide the City with proof and cost of coverage by December 15th each year to receive a contribution for the following calendar year.

Failure to provide proof of coverage will result in the retiree losing a City contribution for that calendar year; however, if the retiree provides proof of coverage before June 15th, the retiree will be eligible for the July contribution. Lose of contribution will not result in a reduction to the number of months the retiree is eligible to receive contributions in the future. If retiree has a status change during any calendar year that would change the monthly contribution, such as a marriage, divorce, death, birth, spouse or dependent loss of coverage, the City will reconcile the new amount the retiree is eligible for with the following semi-annual contribution. The change in status is presumed effective the 1st of the month following the month when the retiree provided notice to the City of the change in status. For example, if the retiree's status changes from retiree only to retiree + 1 on November 15, the City will provide an additional $500 along with the #19..
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total semi-annual contribution for the following calendar year to compensate the retiree for the change in status for the month of December in the previous calendar year. If the retiree's change in status results in monies owed to the City, the City will recoup the amount owed by deducting it from the following semi-annual contribution. However, in the event of a death of the retiree receiving a contribution for the retiree only level during the calendar year in which the contribution was already received, any remaining months of contribution will be deleted for subsequent calendar years, but the City will not endeavor to seek payments already made for the months following the retiree's death. In the event of the death of retiree participating in the contribution program, surviving qualified spouse will be eligible to receive a contribution for the following calendar year if the retiree would have been eligible to receive a contribution. If eligible, the contribution will be consistent with the eligibility criteria set above and continue until the exhaustion of the deceased retiree's sick leave bank, upon the death of the surviving spouse, upon the spouse and/or dependents coverage for other insurance through an employer, or upon voluntarily election to not continue with the contribution program.

For employees hired on or before December 31, 2010, the City shall contribute to a Defined Contribution retiree medical benefit plan for each eligible employee in the form of a deposit into a Health Reimbursement Arrangement (HRA). For non-sworn employees, effective July 2, 2013, the City shall contribute $25.00 per month. For sworn employees, effective August 26, 2014 the City shall contribute $25.00 per month. For a full-time employee, this equates to a maximum of $300 per year. Employees in regular positions budgeted less than eighty (80) hours per pay period or job-shared positions, shall receive a pro-rated amount per month. Beginning January 1, 2015, the defined City contribution for non-sworn and sworn employees shall increase annually through January 1, 2019, by an additional $10 per year, per employee each January. The defined City contribution shall be a maximum contribution of $75 per month by January 2019. For all employees #19..
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regardless of date of hire by January 1, 2019, the City will increase the City contribution to the City HRA by an additional ten dollars ($10.00) monthly per employee effective January 1, 2017; followed by an additional increase of ten dollars ($10.00) monthly per employee effective January 1, 2018; and followed by an additional increase of ten dollars ($10.00) monthly per employee effective January 1,2019. The contribution effective January 1, 2019 will be $100.

For all unrepresented employees (sworn and non-sworn) hired on or after January 1, 2011, the City shall contribute to a Defined Contribution retiree medical benefit plan for each eligible employee in the form of a deposit into a Health Reimbursement Arrangement (HRA) account. An employee is eligible to receive a City HRA contribution upon completion of two full years. If an employee separates employment before meeting eligibility requirement, the employee shall receive no benefit. On the first pay period following completion of two full years of continuous City service, the CITY shall deposit $2,400 into an HRA account established in the employee's name. Employees in regular positions budgeted less than eighty (80) hours per pay period or job-shared positions, shall receive a pro-rated lump sum contribution based on hours worked. After the initial contribution is made, the City shall contribute $100 per month for each eligible full-time employee.

Employees in regular positions budgeted less than eighty (80) hours per pay period or job-shared positions, shall receive a pro- rated amount per month. Employees hired on or after January 1, 2011 and subject to this defined contribution plan shall not be eligible for any sick leave conversion towards retiree medical premiums of any sort. The City's contribution under this section represents the entire contribution towards employee retiree medical.

SECTION 29. PAYCHECK ADVICES. All employees who have direct deposit will no longer receive hard-copy pay advices. Employees will now be able to utilize the #19..
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Employee self-service tool available via Oracle under the CoM Employee Self Service.

Employees are responsible to view their pay advices, including their annual W- 2s.

Employees have the option to elect to be paid via direct deposit or a debit card. Pay advices are available for viewing anytime on payday. Current and historical pay slips can be printed utilizing city computer workstation.

SECTION 30. EDUCATIONAL INCENTIVE PAY. Effective June 22, 2022, Sworn Fire Management employees in the classifications of Fire Battalion Chief, Fire Deputy Chief and Fire Chief shall be eligible for Educational Incentive Pay for designated certifications or degrees as follows:

1. AA/A 2.5%

2. BA/BS 5.0%
Qualifying certificates and degrees:

1. Associates Degree in Fire Science, Fire Technology, or a related field, OR a Bachelor's Degree in Fire Science, Fire Management, Public Safety Administration or a related field. Fire Chief reserves the right to determine qualifying degrees.

Education incentives are not stackable or cumulative. Employees receive pay for the highest certification or degree earned. Employee is responsible for submitting request for educational incentive. Educational incentive will be effective in the same pay period that verification of education is received by the City from the employee.

SECTION 31. CERTIFICATION INCENTIVE PAY.

Effective June 22, 2022, Sworn Fire Management employees in the classifications of Fire Battalion Chief, Fire Deputy Chief and Fire Chief shall be eligible for Educational Incentive Pay for certificates identified in (b) below. Employee is #19..
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responsible for submitting request for certificate incentive. Certificate incentive will be effective in the same pay period that verification of certificate is received by the City from the employee.
a) Employees shall receive one half percent (0.5%) for each qualifying certificate listed below, for up to a maximum of two- and one-half percent (2.5%) certification incentive pay.
b) Qualifying certificates:
1) Certificates below held from the Office of the California State Fire Marshal or the equivalent California Joint Apprentice Committee Program shall be eligible for compensation:

Fire Investigator – 1A, 1B, 1C
Fire Inspector (or Prevention) – 1A, 1B, 1C, 1D
Fire Instructor – 1A, 1B, or I, II, III
Fire Command – 1A, 1B, 1C
Fire Management 1
Plans Examiner (or Checker) – 1A, 1B, 1C
Fire & Life Safety Educator – 1A, 1B, 1C
Fire Science or Fire Technology Certificate
Rescue Tech 2
Rope Rescue Technician
Boat Operator
Wildland Firefighter – Equivalent courses in series.

Fire Apparatus Driver/Operator or Engineer or Equivalent (Equivalent to completion of 1A and 1B)
Driver Operator 1A
Driver Operator 1B
Fire Control 5 (ARFF – Aircraft Rescue and Fire Fighting) Company Officer – 2A, 2B, 2C, 2D, 2E
Fire Marshal – 1A, 1B, 1C, 1D, 1E
Chief Officer – 3A, 3B, 3C, 3D
SECTION 32. LONGEVITY INCENTIVE PAY. Effective June 22, 2022, Sworn Fire Management employees in the classifications of Fire Battalion Chief, Fire Deputy #19..
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Chief and Fire Chief shall be eligible for Longevity Incentive Pay for the following years of service:

1. 10 years of service 2.0%

2. 15 years of service 3.5%

3. 20 years of service 5.0%
Longevity incentives are not stackable or cumulative. Employees receive pay for the highest years of service for which they qualify.

SECTION 33. UNFUNDED LIABILITY.

1. Effective April 16, 2019, each unrepresented Fire Management employee shall contribute one percent (1.0%) of salary to an agreed upon Base as noted in the CalPERS Safety Schedule of Amortization.

2. Effective July 21, 2020, each unrepresented Fire Management employee shall contribute an additional three percent (3.0%) of salary for a total of four percent (4%)
a. Effective July 21, 2020 through June 7, 2021, the four (4%) contribution shall be used to fund a portion of the Employer Share of the normal cost versus being contributed to an agreed upon Base on the CalPERS Safety Schedule of Amortization.
b. Effective June 8, 2021 the four (4%) contribution shall resume as contributions to an agreed upon base as noted in the CalPERS Safety Schedule of Amortization Bases as Additional Direct Payments to the CalPERS Unfunded Accrued Liability (UAL) and shall continue to until such liability is paid in full. To the extent possible, the City shall insure that any contributions to the Base Account as referenced herein shall be directed to those costs arising specifically related to fire employees. #19..
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c. Effective June 21, 2022, employees shall receive a two and one- half (2.5 %) salary increase pursuant to 2 (b) above, and the employee will contribute an additional two and half percent (2.5%) for a total of six and half percent (6.5%) as contributions to an agreed upon base as noted in the CalPERS Safety Schedule of Amortization Bases as Additional Direct Payments to the CalPERS Unfunded Accrued Liability (UAL) and shall continue until such liability is paid in full. To the extent possible, the City shall insure that any contributions to the Base Account as referenced herein shall be directed to those costs arising specifically related to fire employees. d. In contributing to their statutorily required retirement contributions, PEPRA employees shall not exceed the agreed upon additional contribution levels noted above; sixteen percent (16.0%) for June 2021 and eighteen- and onehalf percent (18.5%) for June 2022. During the stated timelines, should the PEPRA contribution exceed the percentages noted above, PEPRA employees shall have their additional contributions to the City’s Base account adjusted downward accordingly. The cap of eighteen and one-half percent (18.5%) shall remain in effect from July 1, 2022 through June 30, 2024.
e. If any other City employee group which has agreed to concessions, salary reductions, furloughs, postponed salary increases or any similar “give back” reversed, the three percent (3.0%) raise diversion noted in 3 (a) above shall immediately cease and shall revert to the employee’s three percent (3.0%) base wage increase.

3. Effective June 21, 2021, the three percent increase shall resume as contributions to an agreed upon base as noted in the CalPERS Safety Schedule of Amortization Bases.
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4. Effective June 25, 2019, each Unrepresented Sworn Police Management employee shall contribute one- and one-half percent (1.5%) of salary to an agreed upon Base as noted in the CalPERS Safety Schedule of Amortization.

SECTION 34. FURLOUGH.

1. Effective the pay period beginning July 7, 2020, and for a total of 24 pay periods, each Unrepresented Sworn Police Management and Unrepresented Non-Sworn Management and Confidential employees, including Charter Officers and Executives shall have 4 (four) unpaid furlough hours deducted from his/her paycheck. This will be accomplished by the employee reporting this deduction in each of the 24 pay periods. Unrepresented Sworn Police Management employees retiring prior to December 31, 2020 will be exempt from payroll deductions, nor receive a furlough bank, provided retirement notice is given before July 3, 2020.

2. On the pay period beginning July 7, 2020 the City shall create for each eligible member a furlough bank of 96 hours.

3. Between July 7, 2020 and December 31, 2021, the Department Director shall ensure that all Sworn Police Management exhaust all hours in the furlough bank in a manner that does not result in an increase in overtime cost due to the vacancy left by the furloughed employee. Furloughs will be scheduled in the same manner as vacation and should not cause an increase in overtime.

4. Between July 7, 2020 and June 7, 2021, the Department Director shall ensure that all Non-Sworn employees exhaust all hours in the furlough bank in a manner that does not result in an increase in overtime cost due to the vacancy left by the furloughed employee.

5. Non-Sworn employees may elect an increase of voluntary furlough bank of 48 hours to be added to their 96 hours of furlough bank for a total of 144 furlough bank hours. Employees who elect this option will, effective July 7, 2020 for a total #19..
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of 24 pay periods, have 2 (two) additional unpaid furlough hours deducted from his/her paycheck for a total of 6 (six) unpaid furlough hours.

6. All employees shall record furlough hours on their timesheets only at the time the furlough hours are actually taken as time off.

7. Non-sworn employees shall not work more than forty (40) hours during any workweek within which they take furlough hours.

8. During this designated furlough deduction period through July 7, 2020 through June 7, 2021, the City will continue to report each employee’s full base pay rate to CalPERS each pay period.

9. The City has the sole discretion to assign overtime and that employees will not require the City to backfill with overtime to cover furlough hours in order to avoid actual reduction of pay by any employee. However, there may be occasions when overtime would be needed to cover back furlough hours to ensure minimums are maintained at proper levels.

10. If the City revises its revenue estimates and/or receives funding through a federal package that are anticipated to equal or exceed $147,000,000 for Fiscal Year 20/21, furloughs will be reviewed and ceased or reduced accordingly. Should such action occur, employees shall only be allowed to utilize furlough hours in proportion to the duration of time that the furlough program was in place, and all additional hours shall be forfeited. City shall cease the furlough payroll deductions effective the pay period following such a determination.

11. Should an employee exhaust furlough leave and separate from the City before earning such leave in proportion with the amount of time the employee worked during the furlough period, the employee will be responsible for reimbursing the City. An employee that separates from the City should attempt to utilize unused furlough bank prior to separation as the employee will not be reimbursed for #19..
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unused hours. Should an employee use leaves and the City cease the furlough due to circumstances in above, the employee will not be reimbursed for using such leave.

12. For Sworn Police Management, during this designated furlough deduction period between July 7, 2020 through June 7, 2021, the 1.5% payroll deduction for additional contribution to CalPERS, as referenced in Section 31 above, shall be temporarily suspended. Upon conclusion of the furlough period, including if the furlough period terminates early consistent with above, the 1.5% furlough deduction shall resume.

13. For Sworn Police Management, during this designated furlough usage period, the vacation accrual cap shall be temporarily suspended. It is incumbent upon the employees to still utilize their vacation balances and employees will be required to have their accruals under the cap by October 1, 2022. Any additional extension at the discretion of the Police Chief and City Manager.

SECTION 35. LEAVE BANK PURCHASE OPTION.

1. The City shall allow Non-Sworn Unrepresented Management and Confidential employees, including Charter Officers and Executives to independently apply for the leave bank purchase option plan.

2. The allowance is not to be viewed as a precedent or the establishment of a past practice.

3. Eligible employees may elect a leave bank purchase option of 48 hours.

4. The City shall create for each eligible employee an additional leave bank of 48 hours on pay period ending July 4, 2022. All eligible employees must exhaust the purchased leave bank no later than pay period ending June 18, 2023.

5. Two (2) hours of pay will be deducted over 24 pay periods beginning pay period ending July 4, 2022 through pay period ending May 22, 2023. #19..
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6. Eligible employees may elect to use leave bank purchase option hours in a minimum of two (2) hour increments.

7. Overtime Exempt employees shall record leave bank purchase option hours on their timesheets only at the time the leave bank purchase option hours are actually taken as time off. Overtime Exempt employees shall not work more than forty (40) hours during any workweek within which they take leave bank purchase option hours.

8. During this designated leave bank purchase option deduction period, the City will continue to report each employee’s full base pay rate to CalPERS. All employees’ deductions go to UAL payment by making additional direct payments (ADP).

BE IT FURTHER RESOLVED by the Council of the City of Modesto that Resolution No. 2021-346 is hereby rescinded.

BE IT FURTHER RESOLVED by the Council of the City of Modesto that the Council authorizes the City Manager, or his designee, to take the necessary administrative actions to implement the changes under this Resolution.

The foregoing resolution was introduced at a regular meeting of the Council of the City of Modesto held on the 7th day of June, 2022, by Councilmember ?, who moved its adoption, which motion being duly seconded by Councilmember ?, was upon roll call carried and the resolution adopted by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ATTEST: DIANE
NAYARES-PEREZ, City Clerk
APPROVED AS TO FORM:

BY:
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JOSE M. SANCHEZ, City Attorney
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MODESTO CITY

COUNCIL
RESOLUTION NO. 2022-

RESOLUTION GRANTING SALARY CHANGES TO UNREPRESENTED
SWORN FIRE MANAGEMENT EMPLOYEES, EFFECTIVE JULY 22,
2022 AND NON-SWORN UNREPRESENTED MANAGEMENT AND

CONFIDENTIAL EMPLOYEES INCLUDING CHARTER OFFICERS AND
EXECUTIVES, E F F E C T I V E N O V E M B E R 2 6 , 2 0 1 9 ; RESCINDING RESOLUTION NO. 2020-310, AND AUTHORIZING THE CITY

MANAGER OR HIS DESIGNEE TO TAKE THE NECESSARY

ADMINISTRATIVE ACTION TO IMPLEMENT THE CHANGES
WHEREAS, on July 14, 2020, by Resolution No. 2020-310, Council amended the salary schedules for Unrepresented Sworn Fire Management, and WHEREAS, the Council of the City of Modesto adopted a successor Memorandum of Understanding (MOU) with Modesto City Fire Fighters Association (MCFFA) on June 7, 2022 which included adding a step to the existing salary schedule, and
WHEREAS, the City shall provide for wage increases for Unrepresented Sworn Fire Management employees as follows:
a. Effective June 20, 2023 the salary schedule will be modified from a number step schedule to a letter step schedule to bring it consistent with all other employee group salary schedules.
b. Effective June 20, 2023, the salary range shall consist of six steps, “A through F”. Progression through the steps shall be based upon both length of service and job performance, and
WHEREAS, on November 26, 2019 the City approved a two percent (2.0%) base salary increase for all unrepresented Management and Confidential employees, including Charter Officers and Executives, effective November 26, 2019; followed #19..
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by an additional two percent (2.0%) base salary increase for all unrepresented Management and Confidential employees, including Charter Officers and Executives, effective June 23, 2020 and an additional two (2.0%) base salary increase for all unrepresented Management and Confidential employees, including Charter Officers and Executives, effective June 22, 2021, and an additional two (2.0%) base salary increase for all unrepresented Management and Confidential employees, including Charter Officers and Executives, employees effective June 21, 2022, and
WHEREAS, the City desires to maintain competitive position with the labor market.

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

1. SALARY RANGES, RATES AND EFFECTIVE DATES.

The salary rates, salary ranges and salary steps as set forth in the following exhibits which is attached hereto and made a part hereof provide for a six step schedule, effective June 20, 2023, for unrepresented sworn Fire Management employees.

As previously approved, the remaining exhibits which are attached hereto and made a part hereof provide for a two and one-half (2.5) percent across the board salary adjustment for unrepresented Fire Management effective June 22, 2021, and an additional two and half percent (2.5) across the board salary adjustment for unrepresented sworn Fire Management effective June 21, 2022, the remaining exhibits made a part hereof provide for a two (2.0%) percent across-the-board salary adjustment for unrepresented Management and Confidential employees, including Charter Officers and Executives, effective November 26, 2019; salary #19..
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ranges increased by two (2.0%) percent effective June 23, 2020 for unrepresented Management and Confidential employees, including Charter Officers and Executives; an additional two (2.0%) percent increase effective June 22, 2021 for unrepresented Management and Confidential employees, including Charter Officers and Executives; and an additional two (2.0%) percent base salary increase for all unrepresented Management and Confidential employees, including Charter Officers and Executives, effective June 21, 2022.

In addition, based on the results of the City’s most recent labor market study, the salary range for each of the benchmark classes listed in Exhibit X, along with any related classes, shall increase in accordance with the schedule and is set forth in these Exhibits.

1. Exhibit "1" entitled "City of Modesto Class Range Table, Unrepresented Management and Confidential Non-Sworn Classes, Effective November 26, 2019."

2. Exhibit "2" entitled "City of Modesto Class Range Table, Unrepresented Management and Confidential Non-Sworn
Classes, Effective June 23, 2020."

3. Exhibit "3" entitled "City of Modesto Class Range Table, Unrepresented Management and Confidential Non-Sworn
Classes, Effective June 22, 2021."

4. Exhibit "4" entitled "City of Modesto Schedule Of Salary Ranges in City Service for FY 19/20, Effective November 26, 2019 Management/Confidential – Non-Sworn
Unrepresented."

5. Exhibit "5" entitled "City of Modesto Schedule Of Salary Ranges in City Service for FY 20/21, Effective June 23, 2020 Management/Confidential – Non-Sworn Unrepresented."

6. Exhibit “6” entitled “City of Modesto Schedule Of Salary Ranges in City Service for FY 21/22, Effective June 22, 2021 Management/Confidential – Non-Sworn Unrepresented.”

7. Exhibit “7” entitled “City of Modesto Schedule Of Salary Ranges in City Service for FY 21/22, Effective June 21, 2022 Management/Confidential – Non-Sworn Unrepresented.”
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8. Exhibit "8" entitled "City of Modesto Class Range Table, Executive Management, Effective November 26, 2019"
which includes Charter Officers.

9. Exhibit "9" entitled "City of Modesto Class Range Table, Executive Management, Effective June 23, 2020" which
includes Charter Officers.

10. Exhibit "10" entitled "City of Modesto Class Range Table, Executive Management, Effective June 22, 2021" which
includes Charter Officers.

11. Exhibit "11” entitled "City of Modesto Schedule Of Salary Ranges in City Service for FY 19/20, Effective November 26, 2019 - Executive Management."

12. Exhibit "12" entitled "City of Modesto Schedule Of Salary Ranges in City Service for FY 20/21, Effective June 23,2020 - Executive Management."

13. Exhibit “13” entitled “City of Modesto Schedule Of Salary Ranges in City Service for FY 21/22, Effective June 22, 2021 – Executive Management.”

14. Exhibit “14” entitled “City of Modesto Schedule Of Salary Ranges in City Service for FY 22/23, Effective June 21, 2022 – Executive Management.”

15. Exhibit “15” entitled “City of Modesto Schedule Of Salary Ranges in City Service for FY 22/23, Effective June 21, 2022 – Schedule X, Fire Management – 80 Hrs. – Battalion Chief and Schedule Y, Fire Management – 112 Hrs. –
Battalion Chief.

16. Exhibit “16” entitled “City of Modesto Schedule Of Salary Ranges in City Service, Unrepresented Battalion Chiefs, Effective June 20, 2023 – 80 Hour and 112 Hour.

17. Exhibit “17” entitled “City of Modesto Schedule Of Salary Ranges in City Service, Effective June 21, 2022 –
Unrepresented Fire Deputy Chiefs – 80 hours .”

18. Exhibit “18” entitled “City of Modesto Schedule Of Salary Ranges in City Service, Unrepresented Fire Deputy Chiefs, Effective June 20, 2023
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19. Exhibit “19” City of Modesto Schedule of Salary Ranges in City Service for FY 22/23, Effective June 21, 2022 –
Unrepresented - Fire Chief

20. Exhibit “20” City of Modesto Schedule of Salary Ranges in City Service, Unrepresented Fire Chief, Effective June 20, 2023

21. Exhibit “21” entitled “City of Modesto Class Range Table, Fire Management Classes, Effective September 7, 2021.

22. Exhibit “22” entitled “City of Modesto Class Range Table, Sworn Fire Executive Management Classes, Effective July 12, 2016.

23. Exhibit “23” entitled “City of Modesto Class Range Table, Police Management Classes (Unrepresented), Effective June 26, 2018.

24. Exhibit “24” City of Modesto Schedule of Salary Ranges in City Service for FY 20/21, Effective June 23, 2020 –
Unrepresented Police Captains.

25. Exhibit “25” City of Modesto Schedule of Salary Ranges in City Service for FY 21/22, Effective June 22, 2021 –
Unrepresented Police Captains.

26. Exhibit “26” City of Modesto Schedule of Salary Ranges in City Service for FY 22/23, Effective June 21, 2022 –
Unrepresented Police Captains.

27. Exhibit “27” City of Modesto Schedule of Salary Ranges in City Service for FY 20/21, Effective June 23, 2020 –
Management/Confidential Police Chief – Unrepresented.

28. Exhibit “28” City of Modesto Schedule of Salary Ranges in City Service for FY 21/22, Effective June 22, 2021 –
Management/Confidential Police Chief – Unrepresented.

29. Exhibit “29” City of Modesto Schedule of Salary Ranges in City Service for FY 22/23, Effective June 21, 2022 –
Management/Confidential Police Chief – Unrepresented.

30. Exhibit “30” entitled “City of Modesto Class Range Table, Sworn Police Executive Management Classes, Effective June 27, 2017
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2. CHARTER OFFICERS. The salaries for the positions of the Charter Officers
shall be as follows effective November 26, 2019:

3. USE OF CLASSES.

The designated classes of positions may be used in any organizational unit of the City deemed proper by the City Manager.

4. POSITIONS.

The City Council authorizes and directs the City Manager, within the limits of funds budgeted therefor, to appoint employees in such number and in such classes in each department as may be necessary to properly operate the department under the Charter, ordinances and resolutions adopted by the City Council, including, but not limited to, creating additional positions to replace employees who are on disability leave or other leaves of absence.

5. APPOINTMENTS AND SALARIES.

The City Manager is hereby authorized to appoint, in accordance with the applicable provisions of the Modesto Municipal Code and Personnel Rules and within the limits of funds budgeted therefor, any person to a position in a class for which he is the appointing authority and for which the salary is hereby provided, to designate the #19..
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definite salary rate or salary step at which such person is appointed, and the salary so designated is hereby fixed as the salary of such employee for the position.

6. SPECIAL SALARY RATES.

The City Manager is further authorized, subject to budgetary appropriation control
by the City Council, to fix the salary range or rate for part-time, hourly or special positions in the Unclassified Service for which the City Manager is the appointing authority and which are not designated herein.

7. PART-TIME EMPLOYMENT.

Employees appointed to any of the positions referred to herein who, with the approval of the City Manager, regularly work less hours per week than established for their class by rule 13.1 of the Personnel Rules, shall be paid in approximate proportion of the time worked.

BE IT FURTHER RESOLVED by the Council of the City of Modesto that Resolution No. 2020-310 is hereby rescinded effective June 7, 2022.

BE IT FURTHER RESOLVED by the Council of the City of Modesto that the Council hereby authorizes the City Manager, or his designee, to take the necessary administrative actions to implement the changes under this Resolution.

The foregoing resolution was introduced at a regular meeting of the Council of the City of Modesto held on the 7th day of June, 2022, by Councilmember ?, who moved its adoption, which motion being duly seconded by Councilmember ?, was upon roll call carried and the resolution adopted by the following vote:

AYES: Councilmembers: ?
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NOES: Councilmembers: ?
ABSENT: Councilmembers: ?
ATTEST: ________________________________
DIANE NAYARES-PEREZ, City Clerk
(SEAL)
APPROVED AS TO FORM:

BY:

JOSE M. SANCHEZ, City Attorney
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MODESTO CITY COUNCIL
RESOLUTION NO. 2022 -?

RESOLUTION APPROVING A PROPOSED AGREEMENT INCLUDING LANGUAGE

CHANGES FOR A SUCCESSOR MEMORANDUM OF UNDERSTANDING (MOU)

BETWEEN THE CITY OF MODESTO AND MODESTO CITY FIRE FIGHTERS ASSOCIATION (MCFFA) FOR A TERM OF JULY 1, 2022 TO JUNE 30, 2024,

AUTHORIZING THE CITY MANAGER TO PREPARE AND EXECUTE THE

SUCCESSOR MOU AND AUTHORIZING THE CITY MANAGER OR HIS DESIGNEE

TO TAKE THE NECESSARY ADMINISTRATIVE ACTION TO IMPLEMENT THE

AGREEMENT
WHEREAS, the current Memorandum of Understanding (MOU) between the City of Modesto (CITY) and the Modesto City Fire Fighters Association (MCFFA) expires on June 30, 2022, and
WHEREAS, representatives of the CITY and the MCFFA have met and conferred in good faith concerning wages, hours, terms and conditions of employment for employees in said bargaining unit, and
WHEREAS, the CITY and MCFFA have reached agreement on language changes for a successor MOU which shall be attached hereto and made a part hereof as Exhibit “A”, and WHEREAS, the MOU provides as follows:

ARTICLE 2. TERM. The term of the MOU shall be from July 1, 2022 to June 30, 2024.

ARTICLE 4. SALARY.
a. Effective June 20, 2022, each salary range shall consist of six (6) steps, A through F. Progression through the steps shall be based upon both length of service and job performance.
b. Effective June 20, 2022, employees who have been in Step E for 26 pay periods or more shall be placed into Step F.
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ARTICLE 11. EDUCATIONAL INCENTIVE PAY. Changes shown in attached Exhibit “A” to be effective June 22, 2022.

NEW ARTICLE. CERTIFICATE INCENTIVE PAY. Changes shown in attached Exhibit “A” to be effective June 22, 2022.

ARTICLE 13. LONGEVITY INCENTIVE PAY. Changes shown in attached Exhibit “A” to be effective June 22, 2022.

ARTICLE 12. OVERTIME, COMPENSATORY TIME, HIRE-BACK, CALL-BACK.

New subsection (h) If requested by an employee, overtime for shift employees may be recorded as compensatory time off (CTO). CTO will be credited at one and one-half (1½) times the amount of hours worked. Each employee shall be paid, as part of the last paycheck received in September, December, March and June for all compensatory time over one hundred forty-four (144) hours. Employees may request payment of compensatory time to be included in any other regular paycheck so long as the request is for at least twenty (20) hours and sufficient notice, as determined by the Finance Director, is provided. Employees will be granted, subject to the availability of a vacation or holiday board, and with the consent of the Fire Chief or designee, compensatory time off. Prior to the employee’s reassignment from a 56-hour shift schedule to a 40-hour non-shift schedule, all compensatory time off shall be paid to the employee at the employee’s then current rate of pay. CTO earned in a fiscal year must be used or cashed out by the last paycheck received in June; no CTO balance will be carried over into the new fiscal year.

If an employee has a remaining CTO balance after the last paycheck in June, it will be cashed out in the next pay period at the employee’s then current rate of pay. #19..
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ARTICLE 20. CAFETERIA PLAN. Effective the pay period that includes the PERs rate changes for calendar year, 2023 and 2024 the City shall increase the monthly rate increase to medical, dental and vision insurance premiums as described below. 2023 2024
Employee only $873 $907
Employee plus 1 $1,303 $1,355
Employee plus family $1,640 $1,706
NEW ARTICLE 49. FIRE HOSE TESTING.

Effective July 1, 2022 the City shall begin the process of hiring an outside company to conduct fire hose test of all of the Departments fire hoses.

CHANGES AND REMAINING PROVISIONS. Other changes and remaining provisions of the July 1, 2018 through June 30, 2021 MOU and Letters of Agreements through June 30, 2022 between the CITY and MCFFA shall continue in the new MOU. The exact language of all provisions shall be set forth in the MOU between the CITY and MCFFA.

WHEREAS, the Council considered this matter at its meeting of May 10, 2022.

NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Modesto that the Council hereby approves the language changes for a successor Memorandum of Understanding between the City of Modesto and the Modesto City Fire Fighters Association, which covers a term from July 1, 2022 through June 30, 2024.

BE IT FURTHER RESOLVED by the Council of the City of Modesto that the Council herby authorizes the City Manager to prepare and execute the successor Memorandum of Understanding between the City of Modesto and the Modesto City Fire Fighters Association, consistent with the approved language changes under this Resolution, in a form approved by the #19..
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City Attorney. Upon execution of same, a copy of the MOU will be on file in the office of the City Clerk.

The foregoing resolution was introduced at a regular meeting of the Council of the City of Modesto held on the 7th day of June 2022, by Councilmember ?, who moved its adoption, which motion being duly seconded by Councilmember ?, was upon roll call carried and the resolution adopted by the following vote:

AYES: Councilmembers: ?
NOES: Councilmembers: ?
ABSENT: Councilmembers: ?
ATTEST:

DIANE NAYARES-PEREZ, City Clerk
APPROVED AS TO FORM:

BY:

JOSE M. SANCHEZ, City Attorney
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4 a) Effective July 1, 202218, employees shall receive up to a maximum of five percent (5.0%) compensation for the highest college degree obtained and listed below. be eligible for Educational Incentive Pay for designated certifications or degrees, as follows:
1) Fire Science/Fire Officer 1%
2)1)AA/AS 22.5%
3)2)BA/BS 3.55.0%
b) Qualifying certificates and degrees:
1) Fire Science or Fire Technology certificate from a community college accredited by the Western Association of Schools and Colleges OR completion of Fire Officer Certification from the Office of the California State Fire Marshal.
2)1)Associates Degree in Fire Science, Fire Technology, or a related field, OR a Bachelor’s Degree in Fire Science, Fire Management, Public Safety Administration or a related field. Fire Chief reserves the right to determine qualifying degrees.

Educational incentives are not stackable or cumulative. Employees receive pay for the highest certification or degree earned. Employee is responsible for submitting request for educational incentive. Educational incentive will be effective in the same pay period that verification of education is received by the City from the employee.

Article 12. CERTIFICATE INCENTIVE PAY
Employees who hold certificates identified below shall be eligible for certification incentive pay. Employee is responsible for submitting request for certificate incentive. Certificate incentive will be effective in the same pay period that verification of certificate is received by the City from the employee.
a) Effective July 1, 2022, employees shall receive one half percent (0.5%) for each qualifying certificate listed below, for up to a maximum of two and one half percent (2.5%) certification incentive pay.
b) Qualifying certificates:
1) Certificates below held from the Office of the California State Fire Marshal or the equivalent California Joint Apprentice Committee Program shall be eligible for compensation:

Fire Investigator – 1A, 1B, 1C
Fire Inspector (or Prevention) – 1A, 1B, 1C, 1D
Fire Instructor – 1A, 1B, or I, II, III
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5 Fire Command – 1A, 1B, 1C
Fire Management 1
Plans Examiner (or Checker) – 1A, 1B, 1C
Fire & Life Safety Educator – 1A, 1B, 1C
Fire Science or Fire Technology Certificate
Rescue Tech 2
Rope Rescue Technician
Boat Operator
Wildland Firefighter – Equivalent courses in series.

Fire Apparatus Driver/Operator or Engineer or Equivalent (Equivalent to completion of 1A and 1B)
Driver Operator 1A
Driver Operator 1B
Fire Control 5 (ARFF – Aircraft Rescue and Fire Fighting) Company Officer – 2A, 2B, 2C, 2D, 2E
Fire Marshal – 1A, 1B, 1C, 1D, 1E
Chief Officer – 3A, 3B, 3C, 3D
Article 123. LONGEVITY INCENTIVE PAY
a) Effective July 1, 202218, employees shall be eligible for Longevity Incentive Pay for the following years of service
1) 10 years of service 2.01.5%
2) 15 years of service 3.5%
3) 20 years of service 5.0%
Longevity incentives are not stackable or cumulative. Employees receive pay for the highest years of service for which they qualify.

Article 165. OVERTIME, COMPENSATORY TIME, HIRE-BACK, CALL-BACK a) The work period for fire suppression employees working shifts shall be twenty-four (24) days. The first day of the work period for Platoon A shall be April 22, 1985; for Platoon B shall be April 19, 1985; and, for Platoon C shall be April 16, 1985 all at 0700 hours. The fifty-six hour weekly work schedule provides for 192 hours of work within the twenty-four (24) day work period. Therefore, the average non-overtime workweek shall be fifty-three (53) hours. The three (3) hours of regularly scheduled overtime in each week, to equal the fifty-six (56) hour workweek schedule, are only paid at overtime rates if the employee works more than 182 scheduled hours in the twenty-four (24) day work period. “4850 time” shall be treated as time worked for purposes of computing overtime.
b) The work period for non-shift employees (“40 hour” employees) shall be fourteen (14) days and shall coincide with the City’s standard pay period cycle. The work period shall commence at 12:01 a.m. Tuesday and conclude at 12:00 a.m. (midnight) #19..
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6 two weeks thereafter. The average non-overtime work week shall be forty (40) hours. The Fire Chief may authorize alternate work schedules for non-shift employees, not to exceed eighty (80) non-overtime hours in the fourteen (14) day work period.
c) Employees shall not work overtime without the express direction of their supervisor and approval of the Fire Chief or designee.
d) All overtime worked must be reported by the employee to the supervisor the day or shift following the day or shift the overtime was worked. e) Overtime shall be compensated at time and one-half of the employee’s regular rate of pay for each minute worked. For shift employees, overtime pay rates shall be for all time worked over one hundred eighty-two (182) hours in a twenty-four (24) day work period. For non-shift employees, overtime pay rates shall be paid for all time scheduled and worked over eighty (80) hours in the fourteen (14) day work period.

Paid leave time shall be considered as time actually worked for purposes of computing overtime, except that the three (3) hours of regularly scheduled overtime in each week must be actually worked to be paid at overtime rates as required by Article 14(a) above.
f) The Opt Out allowance paid pursuant to the Cafeteria Plan shall be treated as a lump sum payment to an hourly rate employee for the purposes of overtime compensation pursuant to the method of 29 C.F.R. 778.110(b). Unlike the Opt Out allowance, all other remunerations not subject to exclusion pursuant to 29 U.S.C. 207(e) shall be treated as they have been, and shall be included in the regular rate and paid at one and one half times the regular rate for overtime hours. g) g) If requested by the employee, overtime for non-shift employees may be recorded as compensatory time off (CTO). CTO will be credited at one and one-half (1½) times the amount of hours worked. Each employee shall be paid, as part of the last paycheck received in September, December, March and June for all compensatory time over one hundred forty-four (144) hours. Employees may request payment of compensatory time to be included in any other regular paycheck so long as the request is for at least twenty (20) hours and sufficient notice, as determined by the Finance Director, is provided. Employees may also request and with the consent of the Fire Chief or designee be granted compensatory time off.

Prior to the employee’s reassignment from a 40-hour non-shift schedule to a 56-hour shift schedule, all compensatory time off shall be paid to the employee at the employee’s then current rate of pay.
h) If requested by an employee, overtime for shift employees may be recorded as compensatory time off (CTO). CTO will be credited at one and one-half (1½) times the amount of hours worked. Each employee shall be paid, as part of the last paycheck received in September, December, March and June for all compensatory time over one hundred forty-four (144) hours. Employees may request payment of #19..
- 696 -
7 compensatory time to be included in any other regular paycheck so long as the request is for at least twenty (20) hours and sufficient notice, as determined by the Finance Director, is provided. Employees will be granted, subject to the availability of a vacation or holiday board, and with the consent of the Fire Chief or designee, compensatory time off. Prior to the employee’s reassignment from a 56-hour shift schedule to a 40-hour non-shift schedule, all compensatory time off shall be paid to the employee at the employee’s then current rate of pay. CTO earned in a fiscal year must be used or cashed out by the last paycheck received in June; no CTO balance will be carried over into the new fiscal year. If an employee has a remaining CTO balance after the last paycheck in June, it will be cashed out in the next pay period at the employee’s then current rate of pay.
h) Shift employees who are on duty at the time of a call for service, and who are required to continue on the call beyond the end of their regular shift, shall be paid overtime for time beyond the end of shift. Such overtime shall be paid at the end of the pay period in which the duty was performed.
i) Employees who are “hired-back” to meet the manpower requirements of the Minimum Staffing Policy shall be paid overtime for all such duty. Travel time will be paid only from duty station to duty station. Anyone responding to work from any other location will be paid from the time of arrival at the assigned duty station. Such overtime shall be paid at the end of the pay period in which the duty was performed. j) Employees who are “called-back” to work on an emergency basis (including Fire Investigations and emergency support activities) shall be paid a minimum of four (4) hours of overtime. “Emergency Basis” also includes staffing needs as a result of extended automatic or mutual aid.
k) When a 40-hour non-shift employee works overtime in a shift capacity, the hourly rate of pay used to calculate overtime compensation arising out of the hours worked on shift, shall be derived from the 112 hour Salary Schedule and shall exclude any special assignment pay attributable to the employee’s 40-hour special assignment. l) FLSA overtime shall be calculated at the conclusion of each work period and shall be paid with the payroll check received no later than the next full pay period. m) Personnel working a 56-hour work schedule who represent MCFFA during contract negotiations with the CITY of Modesto will be relieved from their regular shift for 12 hours when they attend negotiation sessions.
n) Fire Department employees are required to receive an annual physical. This physical shall be paid for by the CITY, when performed by the CITY contract physician. Employees obtaining their annual physical from their private physician shall incur all costs. The CITY shall pay the employee three (3) hours of overtime pay to obtain all phases of this physical. Those employees required to obtain a HazMat physical shall be paid four (4) hours of overtime. #19..
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#19..
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#19..
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CITY OF MODESTO

SCHEDULE OF SALARY RANGES IN CITY SERVICE
MCFFA - 80 HOUR SCHEDULE
EFFECTIVE JUNE 20 2023

HOURLY BI-WEEKLY MONTHLY

A B C D E F A B C D E F A B C D E F
0701 30.43 31.95 33.55 35.22 36.98 38.83 2,434.40 2,556.00 2,684.00 2,817.60 2,958.40 3,106.40 5,274.54 5,538.00 5,815.34 6,104.80 6,409.87 6,730.54 0702 31.19 32.75 34.38 36.10 37.91 39.80 2,495.20 2,620.00 2,750.40 2,888.00 3,032.80 3,184.00 5,406.27 5,676.67 5,959.20 6,257.34 6,571.07 6,898.67 0703 31.97 33.57 35.24 37.01 38.86 40.80 2,557.60 2,685.60 2,819.20 2,960.80 3,108.80 3,264.00 5,541.47 5,818.80 6,108.27 6,415.07 6,735.74 7,072.00 0704 32.77 34.40 36.12 37.93 39.83 41.82 2,621.60 2,752.00 2,889.60 3,034.40 3,186.40 3,345.60 5,680.14 5,962.67 6,260.80 6,574.54 6,903.87 7,248.80 0705 33.59 35.26 37.03 38.88 40.82 42.86 2,687.20 2,820.80 2,962.40 3,110.40 3,265.60 3,428.80 5,822.27 6,111.74 6,418.54 6,739.20 7,075.47 7,429.07 0706 34.42 36.15 37.95 39.85 41.84 43.93 2,753.60 2,892.00 3,036.00 3,188.00 3,347.20 3,514.40 5,966.14 6,266.00 6,578.00 6,907.34 7,252.27 7,614.54 0707 35.29 37.05 38.90 40.85 42.89 45.03 2,823.20 2,964.00 3,112.00 3,268.00 3,431.20 3,602.40 6,116.94 6,422.00 6,742.67 7,080.67 7,434.27 7,805.20 0708 36.17 37.98 39.87 41.87 43.96 46.16 2,893.60 3,038.40 3,189.60 3,349.60 3,516.80 3,692.80 6,269.47 6,583.20 6,910.80 7,257.47 7,619.74 8,001.07 0709 37.07 38.92 40.87 42.91 45.06 47.31 2,965.60 3,113.60 3,269.60 3,432.80 3,604.80 3,784.80 6,425.47 6,746.14 7,084.14 7,437.74 7,810.40 8,200.40 0710 38.00 39.90 41.89 43.99 46.19 48.49 3,040.00 3,192.00 3,351.20 3,519.20 3,695.20 3,879.20 6,586.67 6,916.00 7,260.94 7,624.94 8,006.27 8,404.94 0711 38.95 40.89 42.94 45.09 47.34 49.71 3,116.00 3,271.20 3,435.20 3,607.20 3,787.20 3,976.80 6,751.34 7,087.60 7,442.94 7,815.60 8,205.60 8,616.40 0712 39.92 41.92 44.01 46.21 48.52 50.95 3,193.60 3,353.60 3,520.80 3,696.80 3,881.60 4,076.00 6,919.47 7,266.14 7,628.40 8,009.74 8,410.14 8,831.34 0713 40.92 42.96 45.11 47.37 49.74 52.22 3,273.60 3,436.80 3,608.80 3,789.60 3,979.20 4,177.60 7,092.80 7,446.40 7,819.07 8,210.80 8,621.60 9,051.47 0714 41.94 44.04 46.24 48.55 50.98 53.53 3,355.20 3,523.20 3,699.20 3,884.00 4,078.40 4,282.40 7,269.60 7,633.60 8,014.94 8,415.34 8,836.54 9,278.54 0715 42.99 45.14 47.40 49.77 52.25 54.87 3,439.20 3,611.20 3,792.00 3,981.60 4,180.00 4,389.60 7,451.60 7,824.27 8,216.00 8,626.80 9,056.67 9,510.80 0716 44.07 46.27 48.58 51.01 53.56 56.24 3,525.60 3,701.60 3,886.40 4,080.80 4,284.80 4,499.20 7,638.80 8,020.14 8,420.54 8,841.74 9,283.74 9,748.27 0717 45.17 47.42 49.80 52.29 54.90 57.64 3,613.60 3,793.60 3,984.00 4,183.20 4,392.00 4,611.20 7,829.47 8,219.47 8,632.00 9,063.60 9,516.00 9,990.94 0718 46.30 48.61 51.04 53.59 56.27 59.08 3,704.00 3,888.80 4,083.20 4,287.20 4,501.60 4,726.40 8,025.34 8,425.74 8,846.94 9,288.94 9,753.47 10,240.54 0719 47.45 49.83 52.32 54.93 57.68 60.56 3,796.00 3,986.40 4,185.60 4,394.40 4,614.40 4,844.80 8,224.67 8,637.20 9,068.80 9,521.20 9,997.87 10,497.07 0720 48.64 51.07 53.62 56.31 59.12 62.08 3,891.20 4,085.60 4,289.60 4,504.80 4,729.60 4,966.40 8,430.94 8,852.14 9,294.14 9,760.40 10,247.47 10,760.54 0721 49.85 52.35 54.96 57.71 60.60 63.63 3,988.00 4,188.00 4,396.80 4,616.80 4,848.00 5,090.40 8,640.67 9,074.00 9,526.40 10,003.07 10,504.00 11,029.20 0722 51.10 53.66 56.34 59.16 62.11 65.22 4,088.00 4,292.80 4,507.20 4,732.80 4,968.80 5,217.60 8,857.34 9,301.07 9,765.60 10,254.40 10,765.74 11,304.80 0723 52.38 55.00 57.75 60.63 63.67 66.85 4,190.40 4,400.00 4,620.00 4,850.40 5,093.60 5,348.00 9,079.20 9,533.34 10,010.00 10,509.20 11,036.14 11,587.34 0724 53.69 56.37 59.19 62.15 65.26 68.52 4,295.20 4,509.60 4,735.20 4,972.00 5,220.80 5,481.60 9,306.27 9,770.80 10,259.60 10,772.67 11,311.74 11,876.80 0725 55.03 57.78 60.67 63.70 66.89 70.23 4,402.40 4,622.40 4,853.60 5,096.00 5,351.20 5,618.40 9,538.54 10,015.20 10,516.14 11,041.34 11,594.27 12,173.20 #19..
- 700 -

CITY OF MODESTO

SCHEDULE OF SALARY RANGES IN CITY SERVICE
MCFFA - 112 HOUR SCHEDULE
EFFECTIVE JUNE 20 2023

HOURLY BI-WEEKLY MONTHLY

A B C D E F A B C D E F A B C D E F
0201 21.73 22.82 23.96 25.16 26.42 27.74 2,433.76 2,555.84 2,683.52 2,817.92 2,959.04 3,106.88 5,273.15 5,537.66 5,814.30 6,105.50 6,411.26 6,731.58 0202 22.28 23.39 24.56 25.79 27.08 28.43 2,495.36 2,619.68 2,750.72 2,888.48 3,032.96 3,184.16 5,406.62 5,675.98 5,959.90 6,258.38 6,571.42 6,899.02 0203 22.84 23.98 25.18 26.43 27.76 29.14 2,558.08 2,685.76 2,820.16 2,960.16 3,109.12 3,263.68 5,542.51 5,819.15 6,110.35 6,413.68 6,736.43 7,071.31 0204 23.41 24.58 25.80 27.09 28.45 29.87 2,621.92 2,752.96 2,889.60 3,034.08 3,186.40 3,345.44 5,680.83 5,964.75 6,260.80 6,573.84 6,903.87 7,248.46 0205 23.99 25.19 26.45 27.77 29.16 30.62 2,686.88 2,821.28 2,962.40 3,110.24 3,265.92 3,429.44 5,821.58 6,112.78 6,418.54 6,738.86 7,076.16 7,430.46 0206 24.59 25.82 27.11 28.47 29.89 31.38 2,754.08 2,891.84 3,036.32 3,188.64 3,347.68 3,514.56 5,967.18 6,265.66 6,578.70 6,908.72 7,253.31 7,614.88 0207 25.21 26.47 27.79 29.18 30.64 32.17 2,823.52 2,964.64 3,112.48 3,268.16 3,431.68 3,603.04 6,117.63 6,423.39 6,743.71 7,081.02 7,435.31 7,806.59 0208 25.84 27.13 28.48 29.91 31.40 32.97 2,894.08 3,038.56 3,189.76 3,349.92 3,516.80 3,692.64 6,270.51 6,583.55 6,911.15 7,258.16 7,619.74 8,000.72 0209 26.48 27.80 29.19 30.65 32.19 33.80 2,965.76 3,113.60 3,269.28 3,432.80 3,605.28 3,785.60 6,425.82 6,746.14 7,083.44 7,437.74 7,811.44 8,202.14 0210 27.14 28.50 29.92 31.42 32.99 34.64 3,039.68 3,192.00 3,351.04 3,519.04 3,694.88 3,879.68 6,585.98 6,916.00 7,260.59 7,624.59 8,005.58 8,405.98 0211 27.82 29.21 30.67 32.21 33.82 35.51 3,115.84 3,271.52 3,435.04 3,607.52 3,787.84 3,977.12 6,750.99 7,088.30 7,442.59 7,816.30 8,206.99 8,617.10 0212 28.52 29.94 31.44 33.01 34.66 36.39 3,194.24 3,353.28 3,521.28 3,697.12 3,881.92 4,075.68 6,920.86 7,265.44 7,629.44 8,010.43 8,410.83 8,830.64 0213 29.23 30.69 32.22 33.84 35.53 37.30 3,273.76 3,437.28 3,608.64 3,790.08 3,979.36 4,177.60 7,093.15 7,447.44 7,818.72 8,211.84 8,621.95 9,051.47 0214 29.96 31.46 33.03 34.68 36.42 38.24 3,355.52 3,523.52 3,699.36 3,884.16 4,079.04 4,282.88 7,270.30 7,634.30 8,015.28 8,415.68 8,837.92 9,279.58 0215 30.71 32.24 33.86 35.55 37.33 39.19 3,439.52 3,610.88 3,792.32 3,981.60 4,180.96 4,389.28 7,452.30 7,823.58 8,216.70 8,626.80 9,058.75 9,510.11 0216 31.48 33.05 34.70 36.44 38.26 40.17 3,525.76 3,701.60 3,886.40 4,081.28 4,285.12 4,499.04 7,639.15 8,020.14 8,420.54 8,842.78 9,284.43 9,747.92 0217 32.26 33.88 35.57 37.35 39.22 41.18 3,613.12 3,794.56 3,983.84 4,183.20 4,392.64 4,612.16 7,828.43 8,221.55 8,631.66 9,063.60 9,517.39 9,993.02 0218 33.07 34.72 36.46 38.28 40.20 42.20 3,703.84 3,888.64 4,083.52 4,287.36 4,502.40 4,726.40 8,024.99 8,425.39 8,847.63 9,289.28 9,755.20 10,240.54 0219 33.90 35.59 37.37 39.24 41.20 43.26 3,796.80 3,986.08 4,185.44 4,394.88 4,614.40 4,845.12 8,226.40 8,636.51 9,068.46 9,522.24 9,997.87 10,497.76 0220 34.74 36.48 38.30 40.22 42.23 44.34 3,890.88 4,085.76 4,289.60 4,504.64 4,729.76 4,966.08 8,430.24 8,852.48 9,294.14 9,760.06 10,247.82 10,759.84 0221 35.61 37.39 39.26 41.22 43.29 45.45 3,988.32 4,187.68 4,397.12 4,616.64 4,848.48 5,090.40 8,641.36 9,073.31 9,527.10 10,002.72 10,505.04 11,029.20 0222 36.50 38.33 40.24 42.26 44.37 46.59 4,088.00 4,292.96 4,506.88 4,733.12 4,969.44 5,218.08 8,857.34 9,301.42 9,764.91 10,255.10 10,767.12 11,305.84 0223 37.41 39.29 41.25 43.31 45.48 47.75 4,189.92 4,400.48 4,620.00 4,850.72 5,093.76 5,348.00 9,078.16 9,534.38 10,010.00 10,509.90 11,036.48 11,587.34 0224 38.35 40.27 42.28 44.39 46.61 48.94 4,295.20 4,510.24 4,735.36 4,971.68 5,220.32 5,481.28 9,306.27 9,772.19 10,259.95 10,771.98 11,310.70 11,876.11 0225 39.31 41.27 43.34 45.50 47.78 50.17 4,402.72 4,622.24 4,854.08 5,096.00 5,351.36 5,619.04 9,539.23 10,014.86 10,517.18 11,041.34 11,594.62 12,174.59 #19..
- 701 -

CITY OF MODESTO

SCHEDULE OF SALARY RANGES IN CITY SERVICE

MCFFA - TRAINEES
EFFECTIVE JUNE 20 2023

HOURLY BI-WEEKLY MONTHLY

A B C D E F A B C D E F A B C D E F
0901 28.81 30.25 31.76 33.35 35.01 36.77 2,304.80 2,420.00 2,540.80 2,668.00 2,800.80 2,941.60 4,993.74 5,243.34 5,505.07 5,780.67 6,068.40 6,373.47 0902 29.53 31.00 32.55 34.18 35.89 37.68 2,362.40 2,480.00 2,604.00 2,734.40 2,871.20 3,014.40 5,118.54 5,373.34 5,642.00 5,924.54 6,220.94 6,531.20 0903 30.27 31.78 33.37 35.04 36.79 38.63 2,421.60 2,542.40 2,669.60 2,803.20 2,943.20 3,090.40 5,246.80 5,508.54 5,784.14 6,073.60 6,376.94 6,695.87 0904 31.02 32.57 34.20 35.91 37.71 39.59 2,481.60 2,605.60 2,736.00 2,872.80 3,016.80 3,167.20 5,376.80 5,645.47 5,928.00 6,224.40 6,536.40 6,862.27 0905 31.80 33.39 35.06 36.81 38.65 40.58 2,544.00 2,671.20 2,804.80 2,944.80 3,092.00 3,246.40 5,512.00 5,787.60 6,077.07 6,380.40 6,699.34 7,033.87 0906 32.59 34.22 35.93 37.73 39.62 41.60 2,607.20 2,737.60 2,874.40 3,018.40 3,169.60 3,328.00 5,648.94 5,931.47 6,227.87 6,539.87 6,867.47 7,210.67 0907 33.41 35.08 36.83 38.67 40.61 42.64 2,672.80 2,806.40 2,946.40 3,093.60 3,248.80 3,411.20 5,791.07 6,080.54 6,383.87 6,702.80 7,039.07 7,390.94 0908 34.24 35.95 37.75 39.64 41.62 43.70 2,739.20 2,876.00 3,020.00 3,171.20 3,329.60 3,496.00 5,934.94 6,231.34 6,543.34 6,870.94 7,214.14 7,574.67 0909 35.10 36.85 38.70 40.63 42.66 44.79 2,808.00 2,948.00 3,096.00 3,250.40 3,412.80 3,583.20 6,084.00 6,387.34 6,708.00 7,042.54 7,394.40 7,763.60 0910 35.98 37.77 39.66 41.65 43.73 45.91 2,878.40 3,021.60 3,172.80 3,332.00 3,498.40 3,672.80 6,236.54 6,546.80 6,874.40 7,219.34 7,579.87 7,957.74 0911 36.87 38.72 40.65 42.69 44.82 47.06 2,949.60 3,097.60 3,252.00 3,415.20 3,585.60 3,764.80 6,390.80 6,711.47 7,046.00 7,399.60 7,768.80 8,157.07 0912 37.80 39.69 41.67 43.75 45.94 48.24 3,024.00 3,175.20 3,333.60 3,500.00 3,675.20 3,859.20 6,552.00 6,879.60 7,222.80 7,583.34 7,962.94 8,361.60 0913 38.74 40.68 42.71 44.85 47.09 49.44 3,099.20 3,254.40 3,416.80 3,588.00 3,767.20 3,955.20 6,714.94 7,051.20 7,403.07 7,774.00 8,162.27 8,569.60 0914 39.71 41.69 43.78 45.97 48.27 50.68 3,176.80 3,335.20 3,502.40 3,677.60 3,861.60 4,054.40 6,883.07 7,226.27 7,588.54 7,968.14 8,366.80 8,784.54 0915 40.70 42.74 44.87 47.12 49.47 51.95 3,256.00 3,419.20 3,589.60 3,769.60 3,957.60 4,156.00 7,054.67 7,408.27 7,777.47 8,167.47 8,574.80 9,004.67 0916 41.72 43.81 46.00 48.29 50.71 53.24 3,337.60 3,504.80 3,680.00 3,863.20 4,056.80 4,259.20 7,231.47 7,593.74 7,973.34 8,370.27 8,789.74 9,228.27 0917 42.76 44.90 47.15 49.50 51.98 54.58 3,420.80 3,592.00 3,772.00 3,960.00 4,158.40 4,366.40 7,411.74 7,782.67 8,172.67 8,580.00 9,009.87 9,460.54 0918 43.83 46.02 48.32 50.74 53.28 55.94 3,506.40 3,681.60 3,865.60 4,059.20 4,262.40 4,475.20 7,597.20 7,976.80 8,375.47 8,794.94 9,235.20 9,696.27 0919 44.93 47.17 49.53 52.01 54.61 57.34 3,594.40 3,773.60 3,962.40 4,160.80 4,368.80 4,587.20 7,787.87 8,176.14 8,585.20 9,015.07 9,465.74 9,938.94 0920 46.05 48.35 50.77 53.31 55.97 58.77 3,684.00 3,868.00 4,061.60 4,264.80 4,477.60 4,701.60 7,982.00 8,380.67 8,800.14 9,240.40 9,701.47 10,186.80 0921 47.20 49.56 52.04 54.64 57.37 60.24 3,776.00 3,964.80 4,163.20 4,371.20 4,589.60 4,819.20 8,181.34 8,590.40 9,020.27 9,470.94 9,944.14 10,441.60 0922 48.38 50.80 53.34 56.01 58.81 61.75 3,870.40 4,064.00 4,267.20 4,480.80 4,704.80 4,940.00 8,385.87 8,805.34 9,245.60 9,708.40 10,193.74 10,703.34 0923 49.59 52.07 54.67 57.41 60.28 63.29 3,967.20 4,165.60 4,373.60 4,592.80 4,822.40 5,063.20 8,595.60 9,025.47 9,476.14 9,951.07 10,448.54 10,970.27 0924 50.83 53.37 56.04 58.84 61.78 64.87 4,066.40 4,269.60 4,483.20 4,707.20 4,942.40 5,189.60 8,810.54 9,250.80 9,713.60 10,198.94 10,708.54 11,244.14 0925 52.10 54.71 57.44 60.31 63.33 66.49 4,168.00 4,376.80 4,595.20 4,824.80 5,066.40 5,319.20 9,030.67 9,483.07 9,956.27 10,453.74 10,977.20 11,524.94 #19..
- 702 -
Exhibit “1”

CITY OF MODESTO

CLASS RANGE TABLE

UNREPRESENTED MANAGEMENT AND CONFIDENTIAL NON-SWORN CLASSES Effective November 26, 2019

RANGE TITLE

2422 Executive Assistant
2426 Office Supervisor - Personnel
2427 Executive Assistant to the City Council
Executive Assistant to the City Manager
Paralegal
2428 Legal Services Administrator
2431 Equal Opportunity Analyst/Paralegal
2434 Senior Auditor
2439 Employee Benefits Manager
2440 Employee Relations Coordinator
2444 Deputy City Attorney I
2445 Risk Manager
2446 Human Resources Manager
2448 Deputy City Attorney II
2451 Budget Manager
2452 Deputy City Attorney III
Deputy Director of Community and Economic Development
Deputy Director of Cultural and Enterprise Services
Deputy Director of Finance
Deputy Director of Human Resources
Deputy Director of Public Works – Operations
Deputy Director of Recreation and Neighborhoods
2455 Deputy Director of Utility Planning and Projects
2456 Senior Deputy City Attorney
2462 Assistant City Attorney
#19..
- 703 -
Exhibit “2”

CITY OF MODESTO

CLASS RANGE TABLE

UNREPRESENTED MANAGEMENT AND CONFIDENTIAL NON-SWORN CLASSES Effective June 23, 2020

RANGE TITLE

2423 Executive Assistant
2427 Office Supervisor - Personnel
2428 Executive Assistant to the City Council
Executive Assistant to the City Manager
Legal Services Administrator
Paralegal
2431 Equal Opportunity Analyst/Paralegal
2434 Senior Auditor
2439 Employee Benefits Manager
2441 Employee Relations Coordinator
2444 Deputy City Attorney I
2447 Human Resources Manager
Risk Manager
2448 Deputy City Attorney II
2451 Budget Manager
2452 Deputy City Attorney III
Deputy Director of Community and Economic Development
Deputy Director of Cultural and Enterprise Services
Deputy Director of Finance
Deputy Director of Human Resources
Deputy Director of Public Works – Operations
Deputy Director of Recreation and Neighborhoods
2455 Deputy Director of Utility Planning and Projects
2456 Senior Deputy City Attorney
2462 Assistant City Attorney
#19..
- 704 -
Exhibit “3”

CITY OF MODESTO

CLASS RANGE TABLE

UNREPRESENTED MANAGEMENT AND CONFIDENTIAL NON-SWORN CLASSES Effective June 22, 2021

RANGE TITLE

2423 Executive Assistant
2427 Office Supervisor - Personnel
2428 Legal Services Administrator
2429 Executive Assistant to the City Council
Executive Assistant to the City Manager
Paralegal
2431 Equal Opportunity Analyst/Paralegal
2434 Senior Auditor
2439 Employee Benefits Manager
2442 Employee Relations Coordinator
2444 Deputy City Attorney I
2448 Human Resources Manager
Risk Manager
2448 Deputy City Attorney II
2451 Budget Manager
2452 Deputy City Attorney III
Deputy Director of Community and Economic Development
Deputy Director of Cultural and Enterprise Services
Deputy Director of Finance
Deputy Director of Human Resources
Deputy Director of Public Works – Operations
Deputy Director of Recreation and Neighborhoods
2455 Deputy Director of Utility Planning and Projects
2456 Senior Deputy City Attorney
2462 Assistant City Attorney
#19..
- 705 -
Exhibit "4" #19..
- 706 -
Exhibit "4" #19..
- 707 -
Exhibit "5" #19..
- 708 -
Exhibit "5" #19..
- 709 -
Exhibit "6" #19..
- 710 -
Exhibit "6" #19..
- 711 -
Exhibit "7"
#19..
- 712 -
Exhibit "7" #19..
- 713 -
Exhibit “8”

CITY OF MODESTO

CLASS RANGE TABLE

EXECUTIVE MANAGEMENT
Effective November 26, 2019

RANGE TITLE
1415 City Clerk
1421 City Auditor
1422 Director of Utility Planning and Projects
1423 Chief Information Officer
Director of Finance
Director of Human Resources
Director of Parks, Recreation and Neighborhoods
1424 Director of Public Works
1425 Director of Administrative Services
1426 Director of Community and Economic Development
1428 Deputy City Manager
1429 Director of Utilities
1432 City Attorney
1437 City Manager
#19..
- 714 -
Exhibit “9”

CITY OF MODESTO

CLASS RANGE TABLE

EXECUTIVE MANAGEMENT
Effective June 23, 2020

RANGE TITLE
1415 City Clerk
1421 City Auditor
1422 Director of Utility Planning and Projects
1424 Chief Information Officer
Director of Finance
Director of Human Resources
Director of Parks, Recreation and Neighborhoods
1425 Director of Public Works
Director of Administrative Services
1426 Director of Community and Economic Development
1429 Deputy City Manager
Director of Utilities
1434 City Attorney
1438 City Manager
#19..
- 715 -
Exhibit “10”

CITY OF MODESTO

CLASS RANGE TABLE

EXECUTIVE MANAGEMENT
Effective June 22, 2021

RANGE TITLE
1415 City Clerk
1421 City Auditor
1422 Director of Utility Planning and Projects
1424 Chief Information Officer
Director of Finance
Director of Human Resources
Director of Parks, Recreation and Neighborhoods
1425 Director of Administrative Services
1426 Director of Community and Economic Development
Director of Public Works
1429 Director of Utilities
1430 Deputy City Manager
1435 City Attorney
1438 City Manager
#19..
- 716 -
Exhibit "11"
#19..
- 717 -
Exhibit "12"
#19..
- 718 -
Exhibit "13" #19..
- 719 -
Exhibit "14" #19..
- 720 -
Exhibit "15" #19..
- 721 -
Exhibit "16"
#19..
- 722 -
UNREP FIRE DEPUTY CHIEFS 80 HOURS
1 2 3 4 5 6 7 8 9
515 55.41 56.80 58.22 59.68 61.17 62.70 64.26 65.87 67.52 516 56.80 58.22 59.68 61.17 62.70 64.26 65.87 67.52 69.20 517 58.22 59.68 61.17 62.70 64.26 65.87 67.52 69.20 70.93 518 59.68 61.17 62.70 64.26 65.87 67.52 69.20 70.93 72.71 519 61.17 62.70 64.26 65.87 67.52 69.20 70.93 72.71 74.53 520 62.70 64.26 65.87 67.52 69.20 70.93 72.71 74.53 76.39 521 64.26 65.87 67.52 69.20 70.93 72.71 74.53 76.39 78.30 522 65.87 67.52 69.20 70.93 72.71 74.53 76.39 78.30 80.26 523 67.52 69.20 70.93 72.71 74.53 76.39 78.30 80.26 82.26 524 69.20 70.93 72.71 74.53 76.39 78.30 80.26 82.26 84.32 525 70.93 72.71 74.53 76.39 78.30 80.26 82.26 84.32 86.43 526 72.71 74.53 76.39 78.30 80.26 82.26 84.32 86.43 88.59 527 74.53 76.39 78.30 80.26 82.26 84.32 86.43 88.59 90.80 528 76.39 78.30 80.26 82.26 84.32 86.43 88.59 90.80 93.07 1 2 3 4 5 6 7 8 9
515 4,432.80 4,544.00 4,657.60 4,774.40 4,893.60 5,016.00 5,140.80 5,269.60 5,401.60 516 4,544.00 4,657.60 4,774.40 4,893.60 5,016.00 5,140.80 5,269.60 5,401.60 5,536.00 517 4,657.60 4,774.40 4,893.60 5,016.00 5,140.80 5,269.60 5,401.60 5,536.00 5,674.40 518 4,774.40 4,893.60 5,016.00 5,140.80 5,269.60 5,401.60 5,536.00 5,674.40 5,816.80 519 4,893.60 5,016.00 5,140.80 5,269.60 5,401.60 5,536.00 5,674.40 5,816.80 5,962.40 520 5,016.00 5,140.80 5,269.60 5,401.60 5,536.00 5,674.40 5,816.80 5,962.40 6,111.20 521 5,140.80 5,269.60 5,401.60 5,536.00 5,674.40 5,816.80 5,962.40 6,111.20 6,264.00 522 5,269.60 5,401.60 5,536.00 5,674.40 5,816.80 5,962.40 6,111.20 6,264.00 6,420.80 523 5,401.60 5,536.00 5,674.40 5,816.80 5,962.40 6,111.20 6,264.00 6,420.80 6,580.80 524 5,536.00 5,674.40 5,816.80 5,962.40 6,111.20 6,264.00 6,420.80 6,580.80 6,745.60 525 5,674.40 5,816.80 5,962.40 6,111.20 6,264.00 6,420.80 6,580.80 6,745.60 6,914.40 526 5,816.80 5,962.40 6,111.20 6,264.00 6,420.80 6,580.80 6,745.60 6,914.40 7,087.20 527 5,962.40 6,111.20 6,264.00 6,420.80 6,580.80 6,745.60 6,914.40 7,087.20 7,264.00 528 6,111.20 6,264.00 6,420.80 6,580.80 6,745.60 6,914.40 7,087.20 7,264.00 7,445.60 1 2 3 4 5 6 7 8 9
515 9,636.91 9,878.66 10,125.62 10,379.55 10,638.69 10,904.78 11,176.10 11,456.11 11,743.08 516 9,878.66 10,125.62 10,379.55 10,638.69 10,904.78 11,176.10 11,456.11 11,743.08 12,035.26 517 10,125.62 10,379.55 10,638.69 10,904.78 11,176.10 11,456.11 11,743.08 12,035.26 12,336.15 518 10,379.55 10,638.69 10,904.78 11,176.10 11,456.11 11,743.08 12,035.26 12,336.15 12,645.72 519 10,638.69 10,904.78 11,176.10 11,456.11 11,743.08 12,035.26 12,336.15 12,645.72 12,962.26 520 10,904.78 11,176.10 11,456.11 11,743.08 12,035.26 12,336.15 12,645.72 12,962.26 13,285.75 521 11,176.10 11,456.11 11,743.08 12,035.26 12,336.15 12,645.72 12,962.26 13,285.75 13,617.94 522 11,456.11 11,743.08 12,035.26 12,336.15 12,645.72 12,962.26 13,285.75 13,617.94 13,958.82 523 11,743.08 12,035.26 12,336.15 12,645.72 12,962.26 13,285.75 13,617.94 13,958.82 14,306.66 524 12,035.26 12,336.15 12,645.72 12,962.26 13,285.75 13,617.94 13,958.82 14,306.66 14,664.93 525 12,336.15 12,645.72 12,962.26 13,285.75 13,617.94 13,958.82 14,306.66 14,664.93 15,031.91 526 12,645.72 12,962.26 13,285.75 13,617.94 13,958.82 14,306.66 14,664.93 15,031.91 15,407.57 527 12,962.26 13,285.75 13,617.94 13,958.82 14,306.66 14,664.93 15,031.91 15,407.57 15,791.94 528 13,285.75 13,617.94 13,958.82 14,306.66 14,664.93 15,031.91 15,407.57 15,791.94 16,186.73

CITY OF MODESTO

MONTHLY
HOURLY

BI-WEEKLY
EFFECTIVE: JUNE 21 2022

SCHEDULE OF SALARY RANGES IN CITY SERVICE
Exhibit "17" #19..
- 723 -

CITY OF MODESTO

SCHEDULE OF SALARY RANGES IN CITY SERVICE

UNREPRESENTED FIRE DEPUTY CHIEFS
EFFECTIVE JUNE 20 2023

HOURLY BI-WEEKLY MONTHLY

A B C D E F A B C D E F A B C D E F
0515 55.41 58.22 61.17 64.26 67.52 70.89 4,432.80 4,657.60 4,893.60 5,140.80 5,401.60 5,671.20 9,604.40 10,091.47 10,602.80 11,138.40 11,703.47 12,287.60 0516 56.80 59.68 62.70 65.87 69.20 72.66 4,432.80 4,774.40 5,016.00 5,269.60 5,536.00 5,812.80 9,845.34 10,344.54 10,868.00 11,417.47 11,994.67 12,594.40 0517 58.22 61.17 64.26 67.52 70.93 74.48 4,657.60 4,893.60 5,140.80 5,401.60 5,674.40 5,958.40 10,091.47 10,602.80 11,138.40 11,703.47 12,294.54 12,909.87 0518 59.68 62.70 65.87 69.20 72.71 76.34 4,774.40 5,016.00 5,269.60 5,536.00 5,816.80 6,107.20 10,344.54 10,868.00 11,417.47 11,994.67 12,603.07 13,232.27 0519 61.17 64.26 67.52 70.93 74.53 78.25 4,893.60 5,140.80 5,401.60 5,674.40 5,962.40 6,260.00 10,602.80 11,138.40 11,703.47 12,294.54 12,918.54 13,563.34 0520 62.70 65.87 69.20 72.71 76.39 80.21 5,016.00 5,269.60 5,536.00 5,816.80 6,111.20 6,416.80 10,868.00 11,417.47 11,994.67 12,603.07 13,240.94 13,903.07 0521 64.26 67.52 70.93 74.53 78.30 82.21 5,140.80 5,401.60 5,674.40 5,962.40 6,264.00 6,576.80 11,138.40 11,703.47 12,294.54 12,918.54 13,572.00 14,249.74 0522 65.87 69.20 72.71 76.39 80.26 84.27 5,269.60 5,536.00 5,816.80 6,111.20 6,420.80 6,741.60 11,417.47 11,994.67 12,603.07 13,240.94 13,911.74 14,606.80 0523 67.52 70.93 74.53 78.30 82.26 86.37 5,401.60 5,674.40 5,962.40 6,264.00 6,580.80 6,909.60 11,703.47 12,294.54 12,918.54 13,572.00 14,258.40 14,970.80 0524 69.20 72.71 76.39 80.26 84.32 88.53 5,536.00 5,816.80 6,111.20 6,420.80 6,745.60 7,082.40 11,994.67 12,603.07 13,240.94 13,911.74 14,615.47 15,345.20 0525 70.93 74.53 78.30 82.26 86.43 90.75 5,674.40 5,962.40 6,264.00 6,580.80 6,914.40 7,260.00 12,294.54 12,918.54 13,572.00 14,258.40 14,981.20 15,730.00 0526 72.71 76.39 80.26 84.32 88.59 93.02 5,816.80 6,111.20 6,420.80 6,745.60 7,087.20 7,441.60 12,603.07 13,240.94 13,911.74 14,615.47 15,355.60 16,123.47 0527 74.53 78.30 82.26 86.43 90.80 95.34 5,962.40 6,264.00 6,580.80 6,914.40 7,264.00 7,627.20 12,918.54 13,572.00 14,258.40 14,981.20 15,738.67 16,525.60 0528 76.39 80.26 84.32 88.59 93.07 97.72 6,111.20 6,420.80 6,745.60 7,087.20 7,445.60 7,817.60 13,240.94 13,911.74 14,615.47 15,355.60 16,132.14 16,938.14 Exhibit "18"
#19..
- 724 -
Exhibit "19"
#19..
- 725 -
Exhibit "20"
#19..
- 726 -
Exhibit “21”

CITY OF MODESTO

CLASS RANGE TABLE

FIRE MANAGEMENT CLASSES
Effective September 7, 2021

RANGE TITLE
524 Fire Deputy Chief
819 Fire Battalion Chief (112 hrs)
1819 Fire Battalion Chief (80 hrs)
#19..
- 727 -
Exhibit “22”

CITY OF MODESTO

CLASS RANGE TABLE

SWORN FIRE EXECUTIVE MANAGEMENT
Effective July 12, 2016

RANGE TITLE
1729 Fire Chief
#19..
- 728 -
Exhibit “23”
S:\Agendas\2022 Agenda Items\6.7.22 MCFFA TA for Successor MOU\Unrep Salary Reso with Exhibits\done\Exhibit 23 UNREPRESENTED POLICE MANAGEMENT CLASS RANGE TABLE EFF 06.26.18.doc

CITY OF MODESTO

CLASS RANGE TABLE
POLICE MANAGEMENT CLASSES (Unrepresented)
Effective June 26, 2018

RANGE TITLE
1627 Police Captain
1632 Assistant Chief of Police
#19..
- 729 -

3.0% CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 20/21
EFFECTIVE: June 23, 2020

UNREPRESENTED POLICE CAPTAINS
HOURLY BY-WEEKLY MONTHLY = 2.174

A B C D E A B C D E A B C D
1601 34.81 36.57 38.39 40.31 42.33 2,785.12 2,925.60 3,071.20 3,224.80 3,386.40 6,054.85 6,360.25 6,676.79 7,010.72 1602 35.70 37.48 39.35 41.32 43.39 2,856.00 2,998.40 3,148.00 3,305.60 3,471.20 6,208.94 6,518.52 6,843.75 7,186.37 1603 36.59 38.42 40.34 42.35 44.47 2,927.20 3,073.60 3,227.20 3,388.00 3,557.60 6,363.73 6,682.01 7,015.93 7,365.51 1604 37.50 39.38 41.35 43.41 45.58 3,000.00 3,150.40 3,308.00 3,472.80 3,646.40 6,522.00 6,848.97 7,191.59 7,549.87 1605 38.44 40.36 42.38 44.50 46.72 3,075.20 3,228.80 3,390.40 3,560.00 3,737.60 6,685.48 7,019.41 7,370.73 7,739.44 1606 39.40 41.37 43.44 45.61 47.89 3,152.00 3,309.60 3,475.20 3,648.80 3,831.20 6,852.45 7,195.07 7,555.08 7,932.49 1607 40.39 42.40 44.52 46.75 49.09 3,231.20 3,392.00 3,561.60 3,740.00 3,927.20 7,024.63 7,374.21 7,742.92 8,130.76 1608 41.40 43.46 45.64 47.92 50.31 3,312.00 3,476.80 3,651.20 3,833.60 4,024.80 7,200.29 7,558.56 7,937.71 8,334.25 1609 42.43 44.55 46.78 49.12 51.57 3,394.40 3,564.00 3,742.40 3,929.60 4,125.60 7,379.43 7,748.14 8,135.98 8,542.95 1610 43.49 45.66 47.95 50.34 52.86 3,479.20 3,652.80 3,836.00 4,027.20 4,228.80 7,563.78 7,941.19 8,339.46 8,755.13 1611 44.58 46.81 49.15 51.60 54.18 3,566.40 3,744.80 3,932.00 4,128.00 4,334.40 7,753.35 8,141.20 8,548.17 8,974.27 1612 45.69 47.98 50.37 52.89 55.54 3,655.20 3,838.40 4,029.60 4,231.20 4,443.20 7,946.40 8,344.68 8,760.35 9,198.63 1613 46.83 49.18 51.63 54.22 56.93 3,746.40 3,934.40 4,130.40 4,337.60 4,554.40 8,144.67 8,553.39 8,979.49 9,429.94 1614 48.00 50.40 52.92 55.57 58.35 3,840.00 4,032.00 4,233.60 4,445.60 4,668.00 8,348.16 8,765.57 9,203.85 9,664.73 1615 49.20 51.66 54.25 56.96 59.81 3,936.00 4,132.80 4,340.00 4,556.80 4,784.80 8,556.86 8,984.71 9,435.16 9,906.48 1616 50.43 52.96 55.60 58.38 61.30 4,034.40 4,236.80 4,448.00 4,670.40 4,904.00 8,770.79 9,210.80 9,669.95 10,153.45 1617 51.70 54.28 56.99 59.84 62.84 4,136.00 4,342.40 4,559.20 4,787.20 5,027.20 8,991.66 9,440.38 9,911.70 10,407.37 1618 52.99 55.64 58.42 61.34 64.41 4,239.20 4,451.20 4,673.60 4,907.20 5,152.80 9,216.02 9,676.91 10,160.41 10,668.25 1619 54.31 57.03 59.88 62.87 66.02 4,344.80 4,562.40 4,790.40 5,029.60 5,281.60 9,445.60 9,918.66 10,414.33 10,934.35 1620 55.67 58.45 61.38 64.44 67.67 4,453.60 4,676.00 4,910.40 5,155.20 5,413.60 9,682.13 10,165.62 10,675.21 11,207.40 1621 57.06 59.91 62.91 66.06 69.36 4,564.80 4,792.80 5,032.80 5,284.80 5,548.80 9,923.88 10,419.55 10,941.31 11,489.16 1622 58.49 61.41 64.48 67.71 71.09 4,679.20 4,912.80 5,158.40 5,416.80 5,687.20 10,172.58 10,680.43 11,214.36 11,776.12 1623 59.95 62.95 66.09 69.40 72.87 4,796.00 5,036.00 5,287.20 5,552.00 5,829.60 10,426.50 10,948.26 11,494.37 12,070.05 1624 61.45 64.52 67.75 71.13 74.69 4,916.00 5,161.60 5,420.00 5,690.40 5,975.20 10,687.38 11,221.32 11,783.08 12,370.93 1625 62.98 66.13 69.44 72.91 76.56 5,038.40 5,290.40 5,555.20 5,832.80 6,124.80 10,953.48 11,501.33 12,077.00 12,680.51 1626 64.56 67.79 71.18 74.73 78.47 5,164.80 5,423.20 5,694.40 5,978.40 6,277.60 11,228.28 11,790.04 12,379.63 12,997.04 1627 66.17 69.48 72.96 76.60 80.43 5,293.60 5,558.40 5,836.80 6,128.00 6,434.40 11,508.29 12,083.96 12,689.20 13,322.27 1628 67.83 71.22 74.78 78.52 82.44 5,426.40 5,697.60 5,982.40 6,281.60 6,595.20 11,796.99 12,386.58 13,005.74 13,656.20 Percentage Increase
Exhibit "24" #19..
- 730 -
E
7,362.03
7,546.39
7,734.22
7,927.27
8,125.54
8,329.03
8,537.73
8,749.92
8,969.05
9,193.41
9,422.99
9,659.52
9,901.27
10,148.23
10,402.16
10,661.30
10,929.13
11,202.19
11,482.20
11,769.17
12,063.09
12,363.97
12,673.55
12,990.08
13,315.32
13,647.50
13,988.39
14,337.96
Exhibit "24" #19..
- 731 -

3.0% CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 21/22
EFFECTIVE: June 22, 2021

UNREPRESENTED POLICE CAPTAINS
HOURLY BY-WEEKLY MONTHLY = 2.174

A B C D E A B C D E A B C D
1601 35.85 37.66 39.54 41.52 43.59 2,868.34 3,012.80 3,163.20 3,321.60 3,487.20 6,235.78 6,549.83 6,876.80 7,221.16 1602 36.76 38.60 40.53 42.56 44.68 2,940.80 3,088.00 3,242.40 3,404.80 3,574.40 6,393.30 6,713.31 7,048.98 7,402.04 1603 37.68 39.56 41.54 43.62 45.80 3,014.40 3,164.80 3,323.20 3,489.60 3,664.00 6,553.31 6,880.28 7,224.64 7,586.39 1604 38.62 40.55 42.58 44.71 46.94 3,089.60 3,244.00 3,406.40 3,576.80 3,755.20 6,716.79 7,052.46 7,405.51 7,775.96 1605 39.59 41.57 43.64 45.83 48.12 3,167.20 3,325.60 3,491.20 3,666.40 3,849.60 6,885.49 7,229.85 7,589.87 7,970.75 1606 40.58 42.61 44.74 46.97 49.32 3,246.40 3,408.80 3,579.20 3,757.60 3,945.60 7,057.67 7,410.73 7,781.18 8,169.02 1607 41.59 43.67 45.85 48.15 50.55 3,327.20 3,493.60 3,668.00 3,852.00 4,044.00 7,233.33 7,595.09 7,974.23 8,374.25 1608 42.63 44.76 47.00 49.35 51.82 3,410.40 3,580.80 3,760.00 3,948.00 4,145.60 7,414.21 7,784.66 8,174.24 8,582.95 1609 43.70 45.88 48.18 50.58 53.11 3,496.00 3,670.40 3,854.40 4,046.40 4,248.80 7,600.30 7,979.45 8,379.47 8,796.87 1610 44.79 47.03 49.38 51.85 54.44 3,583.20 3,762.40 3,950.40 4,148.00 4,355.20 7,789.88 8,179.46 8,588.17 9,017.75 1611 45.91 48.20 50.61 53.14 55.80 3,672.80 3,856.00 4,048.80 4,251.20 4,464.00 7,984.67 8,382.94 8,802.09 9,242.11 1612 47.06 49.41 51.88 54.47 57.20 3,764.80 3,952.80 4,150.40 4,357.60 4,576.00 8,184.68 8,593.39 9,022.97 9,473.42 1613 48.23 50.64 53.18 55.83 58.63 3,858.40 4,051.20 4,254.40 4,466.40 4,690.40 8,388.16 8,807.31 9,249.07 9,709.95 1614 49.44 51.91 54.51 57.23 60.09 3,955.20 4,152.80 4,360.80 4,578.40 4,807.20 8,598.60 9,028.19 9,480.38 9,953.44 1615 50.67 53.21 55.87 58.66 61.59 4,053.60 4,256.80 4,469.60 4,692.80 4,927.20 8,812.53 9,254.28 9,716.91 10,202.15 1616 51.94 54.54 57.26 60.13 63.13 4,155.20 4,363.20 4,580.80 4,810.40 5,050.40 9,033.40 9,485.60 9,958.66 10,457.81 1617 53.24 55.90 58.70 61.63 64.71 4,259.20 4,472.00 4,696.00 4,930.40 5,176.80 9,259.50 9,722.13 10,209.10 10,718.69 1618 54.57 57.30 60.16 63.17 66.33 4,365.60 4,584.00 4,812.80 5,053.60 5,306.40 9,490.81 9,965.62 10,463.03 10,986.53 1619 55.93 58.73 61.67 64.75 67.99 4,474.40 4,698.40 4,933.60 5,180.00 5,439.20 9,727.35 10,214.32 10,725.65 11,261.32 1620 57.33 60.20 63.21 66.37 69.69 4,586.40 4,816.00 5,056.80 5,309.60 5,575.20 9,970.83 10,469.98 10,993.48 11,543.07 1621 58.77 61.70 64.79 68.03 71.43 4,701.60 4,936.00 5,183.20 5,442.40 5,714.40 10,221.28 10,730.86 11,268.28 11,831.78 1622 60.23 63.25 66.41 69.73 73.21 4,818.40 5,060.00 5,312.80 5,578.40 5,856.80 10,475.20 11,000.44 11,550.03 12,127.44 1623 61.74 64.83 68.07 71.47 75.04 4,939.20 5,186.40 5,445.60 5,717.60 6,003.20 10,737.82 11,275.23 11,838.73 12,430.06 1624 63.28 66.45 69.77 73.26 76.92 5,062.40 5,316.00 5,581.60 5,860.80 6,153.60 11,005.66 11,556.98 12,134.40 12,741.38 1625 64.87 68.11 71.51 75.09 78.84 5,189.60 5,448.80 5,720.80 6,007.20 6,307.20 11,282.19 11,845.69 12,437.02 13,059.65 1626 66.49 69.81 73.30 76.97 80.81 5,319.20 5,584.80 5,864.00 6,157.60 6,464.80 11,563.94 12,141.36 12,748.34 13,386.62 1627 68.15 71.56 75.13 78.89 82.84 5,452.00 5,724.80 6,010.40 6,311.20 6,627.20 11,852.65 12,445.72 13,066.61 13,720.55 1628 69.85 73.35 77.01 80.86 84.91 5,588.00 5,868.00 6,160.80 6,468.80 6,792.80 12,148.31 12,757.03 13,393.58 14,063.17 Percentage Increase
Exhibit "25" #19..
- 732 -
E
7,581.17
7,770.75
7,965.54
8,163.80
8,369.03
8,577.73
8,791.66
9,012.53
9,236.89
9,468.20
9,704.74
9,948.22
10,196.93
10,450.85
10,711.73
10,979.57
11,254.36
11,536.11
11,824.82
12,120.48
12,423.11
12,732.68
13,050.96
13,377.93
13,711.85
14,054.48
14,407.53
14,767.55
Exhibit "25" #19..
- 733 -

3.0% CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 22/23
EFFECTIVE: June 21, 2022

UNREPRESENTED POLICE CAPTAINS
HOURLY BY-WEEKLY MONTHLY = 2.174

A B C D E A B C D E A B C D
1601 36.93 38.78 40.72 42.76 44.89 2,954.04 3,102.40 3,257.60 3,420.80 3,591.20 6,422.08 6,744.62 7,082.02 7,436.82 1602 37.86 39.75 41.74 43.82 46.02 3,028.80 3,180.00 3,339.20 3,505.60 3,681.60 6,584.61 6,913.32 7,259.42 7,621.17 1603 38.80 40.74 42.78 44.92 47.17 3,104.00 3,259.20 3,422.40 3,593.60 3,773.60 6,748.10 7,085.50 7,440.30 7,812.49 1604 39.77 41.76 43.85 46.04 48.35 3,181.60 3,340.80 3,508.00 3,683.20 3,868.00 6,916.80 7,262.90 7,626.39 8,007.28 1605 40.77 42.81 44.95 47.19 49.55 3,261.60 3,424.80 3,596.00 3,775.20 3,964.00 7,090.72 7,445.52 7,817.70 8,207.28 1606 41.79 43.88 46.07 48.37 50.79 3,343.20 3,510.40 3,685.60 3,869.60 4,063.20 7,268.12 7,631.61 8,012.49 8,412.51 1607 42.83 44.97 47.22 49.58 52.06 3,426.40 3,597.60 3,777.60 3,966.40 4,164.80 7,448.99 7,821.18 8,212.50 8,622.95 1608 43.90 46.10 48.40 50.82 53.36 3,512.00 3,688.00 3,872.00 4,065.60 4,268.80 7,635.09 8,017.71 8,417.73 8,838.61 1609 45.00 47.25 49.61 52.09 54.70 3,600.00 3,780.00 3,968.80 4,167.20 4,376.00 7,826.40 8,217.72 8,628.17 9,059.49 1610 46.13 48.43 50.85 53.40 56.06 3,690.40 3,874.40 4,068.00 4,272.00 4,484.80 8,022.93 8,422.95 8,843.83 9,287.33 1611 47.28 49.64 52.12 54.73 57.47 3,782.40 3,971.20 4,169.60 4,378.40 4,597.60 8,222.94 8,633.39 9,064.71 9,518.64 1612 48.46 50.88 53.43 56.10 58.90 3,876.80 4,070.40 4,274.40 4,488.00 4,712.00 8,428.16 8,849.05 9,292.55 9,756.91 1613 49.67 52.16 54.76 57.50 60.38 3,973.60 4,172.80 4,380.80 4,600.00 4,830.40 8,638.61 9,071.67 9,523.86 10,000.40 1614 50.91 53.46 56.13 58.94 61.88 4,072.80 4,276.80 4,490.40 4,715.20 4,950.40 8,854.27 9,297.76 9,762.13 10,250.84 1615 52.19 54.80 57.53 60.41 63.43 4,175.20 4,384.00 4,602.40 4,832.80 5,074.40 9,076.88 9,530.82 10,005.62 10,506.51 1616 53.49 56.16 58.97 61.92 65.02 4,279.20 4,492.80 4,717.60 4,953.60 5,201.60 9,302.98 9,767.35 10,256.06 10,769.13 1617 54.83 57.57 60.45 63.47 66.64 4,386.40 4,605.60 4,836.00 5,077.60 5,331.20 9,536.03 10,012.57 10,513.46 11,038.70 1618 56.20 59.01 61.96 65.06 68.31 4,496.00 4,720.80 4,956.80 5,204.80 5,464.80 9,774.30 10,263.02 10,776.08 11,315.24 1619 57.60 60.48 63.51 66.68 70.02 4,608.00 4,838.40 5,080.80 5,334.40 5,601.60 10,017.79 10,518.68 11,045.66 11,596.99 1620 59.04 62.00 65.09 68.35 71.77 4,723.20 4,960.00 5,207.20 5,468.00 5,741.60 10,268.24 10,783.04 11,320.45 11,887.43 1621 60.52 63.54 66.72 70.06 73.56 4,841.60 5,083.20 5,337.60 5,604.80 5,884.80 10,525.64 11,050.88 11,603.94 12,184.84 1622 62.03 65.13 68.39 71.81 75.40 4,962.40 5,210.40 5,471.20 5,744.80 6,032.00 10,788.26 11,327.41 11,894.39 12,489.20 1623 63.58 66.76 70.10 73.60 77.28 5,086.40 5,340.80 5,608.00 5,888.00 6,182.40 11,057.83 11,610.90 12,191.79 12,800.51 1624 65.17 68.43 71.85 75.44 79.22 5,213.60 5,474.40 5,748.00 6,035.20 6,337.60 11,334.37 11,901.35 12,496.15 13,120.52 1625 66.80 70.14 73.65 77.33 81.20 5,344.00 5,611.20 5,892.00 6,186.40 6,496.00 11,617.86 12,198.75 12,809.21 13,449.23 1626 68.47 71.89 75.49 79.26 83.23 5,477.60 5,751.20 6,039.20 6,340.80 6,658.40 11,908.30 12,503.11 13,129.22 13,784.90 1627 70.18 73.69 77.38 81.24 85.31 5,614.40 5,895.20 6,190.40 6,499.20 6,824.80 12,205.71 12,816.16 13,457.93 14,129.26 1628 71.94 75.53 79.31 83.28 87.44 5,755.20 6,042.40 6,344.80 6,662.40 6,995.20 12,511.80 13,136.18 13,793.60 14,484.06 Percentage Increase
Exhibit "26" #19..
- 734 -
E
7,807.27
8,003.80
8,203.81
8,409.03
8,617.74
8,833.40
9,054.28
9,280.37
9,513.42
9,749.96
9,995.18
10,243.89
10,501.29
10,762.17
11,031.75
11,308.28
11,590.03
11,880.48
12,177.88
12,482.24
12,793.56
13,113.57
13,440.54
13,777.94
14,122.30
14,475.36
14,837.12
15,207.56
Exhibit "26" #19..
- 735 -

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 20/21
EFFECTIVE: June 23, 2020
Sworn Executive Management
HOURLY Bi-weekly Monthly
1505 41.07 51.34 3,285.29 4,107.20 7,142.22 8,929.05
1506 42.10 52.62 3,368.00 4,209.60 7,322.03 9,151.67
1507 43.15 53.94 3,452.00 4,315.20 7,504.65 9,381.24
1508 44.23 55.28 3,538.40 4,422.40 7,692.48 9,614.30
1509 45.33 56.67 3,626.40 4,533.60 7,883.79 9,856.05
1510 46.47 58.08 3,717.60 4,646.40 8,082.06 10,101.27
1511 47.63 59.54 3,810.40 4,763.20 8,283.81 10,355.20
1512 48.82 61.02 3,905.60 4,881.60 8,490.77 10,612.60
1513 50.04 62.55 4,003.20 5,004.00 8,702.96 10,878.70
1514 51.29 64.11 4,103.20 5,128.80 8,920.36 11,150.01
1515 52.57 65.72 4,205.60 5,257.60 9,142.97 11,430.02
1516 53.89 67.36 4,311.20 5,388.80 9,372.55 11,715.25
1517 55.23 69.04 4,418.40 5,523.20 9,605.60 12,007.44
1518 56.62 70.77 4,529.60 5,661.60 9,847.35 12,308.32
1519 58.03 72.54 4,642.40 5,803.20 10,092.58 12,616.16
1520 59.48 74.35 4,758.40 5,948.00 10,344.76 12,930.95
1521 60.97 76.21 4,877.60 6,096.80 10,603.90 13,254.44
1522 62.49 78.11 4,999.20 6,248.80 10,868.26 13,584.89
1523 64.05 80.07 5,124.00 6,405.60 11,139.58 13,925.77
1524 65.66 82.07 5,252.80 6,565.60 11,419.59 14,273.61
1525 67.30 84.12 5,384.00 6,729.60 11,704.82 14,630.15
1526 68.98 86.22 5,518.40 6,897.60 11,997.00 14,995.38
1527 70.70 88.38 5,656.00 7,070.40 12,296.14 15,371.05
1528 72.47 90.59 5,797.60 7,247.20 12,603.98 15,755.41
1529 74.28 92.85 5,942.40 7,428.00 12,918.78 16,148.47
1530 76.14 95.17 6,091.20 7,613.60 13,242.27 16,551.97
1531 Chief of Police 78.04 97.55 6,243.20 7,804.00 13,572.72 16,965.90 1532 79.99 99.99 6,399.20 7,999.20 13,911.86 17,390.26
1533 81.99 102.49 6,559.20 8,199.20 14,259.70 17,825.06 1534 84.04 105.05 6,723.20 8,404.00 14,616.24 18,270.30 1535 86.14 107.68 6,891.20 8,614.40 14,981.47 18,727.71 1536 88.30 110.37 7,064.00 8,829.60 15,357.14 19,195.55 1537 90.50 113.13 7,240.00 9,050.40 15,739.76 19,675.57 1538 92.77 115.96 7,421.60 9,276.80 16,134.56 20,167.76 1539 95.09 118.86 7,607.20 9,508.80 16,538.05 20,672.13 1540 97.46 121.83 7,796.80 9,746.40 16,950.24 21,188.67 1541 99.90 124.87 7,992.00 9,989.60 17,374.61 21,717.39 Exhibit "27"
#19..
- 736 -

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 20/21
EFFECTIVE: June 23, 2020
Sworn Executive Management
HOURLY Bi-weekly Monthly
Exhibit "27"
#19..
- 737 -
#19..
- 738 -
#19..
- 739 -

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 21/22
EFFECTIVE: June 22, 2021
Sworn Executive Management
HOURLY Bi-weekly Monthly
1505 42.30 52.88 3,384.17 4,230.40 7,357.18 9,196.89
1506 43.36 54.20 3,468.80 4,336.00 7,541.17 9,426.46
1507 44.45 55.56 3,556.00 4,444.80 7,730.74 9,663.00
1508 45.56 56.95 3,644.80 4,556.00 7,923.80 9,904.74
1509 46.70 58.37 3,736.00 4,669.60 8,122.06 10,151.71
1510 47.87 59.83 3,829.60 4,786.40 8,325.55 10,405.63
1511 49.06 61.33 3,924.80 4,906.40 8,532.52 10,666.51
1512 50.29 62.86 4,023.20 5,028.80 8,746.44 10,932.61
1513 51.55 64.43 4,124.00 5,154.40 8,965.58 11,205.67
1514 52.83 66.04 4,226.40 5,283.20 9,188.19 11,485.68
1515 54.16 67.69 4,332.80 5,415.20 9,419.51 11,772.64
1516 55.51 69.39 4,440.80 5,551.20 9,654.30 12,068.31
1517 56.90 71.12 4,552.00 5,689.60 9,896.05 12,369.19
1518 58.32 72.90 4,665.60 5,832.00 10,143.01 12,678.77
1519 59.78 74.72 4,782.40 5,977.60 10,396.94 12,995.30
1520 61.27 76.59 4,901.60 6,127.20 10,656.08 13,320.53
1521 62.80 78.50 5,024.00 6,280.00 10,922.18 13,652.72
1522 64.37 80.46 5,149.60 6,436.80 11,195.23 13,993.60
1523 65.98 82.48 5,278.40 6,598.40 11,475.24 14,344.92
1524 67.63 84.54 5,410.40 6,763.20 11,762.21 14,703.20
1525 69.32 86.65 5,545.60 6,932.00 12,056.13 15,070.17
1526 71.05 88.82 5,684.00 7,105.60 12,357.02 15,447.57
1527 72.83 91.04 5,826.40 7,283.20 12,666.59 15,833.68
1528 74.65 93.31 5,972.00 7,464.80 12,983.13 16,228.48
1529 76.52 95.65 6,121.60 7,652.00 13,308.36 16,635.45
1530 78.43 98.04 6,274.40 7,843.20 13,640.55 17,051.12
1531 Chief of Police 80.39 100.49 6,431.20 8,039.20 13,981.43 17,477.22 1532 82.40 103.00 6,592.00 8,240.00 14,331.01 17,913.76 1533 84.46 105.57 6,756.80 8,445.60 14,689.28 18,360.73 1534 86.57 108.21 6,925.60 8,656.80 15,056.25 18,819.88 1535 88.74 110.92 7,099.20 8,873.60 15,433.66 19,291.21 1536 90.95 113.69 7,276.00 9,095.20 15,818.02 19,772.96 1537 93.23 116.53 7,458.40 9,322.40 16,214.56 20,266.90 1538 95.56 119.45 7,644.80 9,556.00 16,619.80 20,774.74 1539 97.95 122.43 7,836.00 9,794.40 17,035.46 21,293.03 1540 100.40 125.49 8,032.00 10,039.20 17,461.57 21,825.22 1541 102.91 128.63 8,232.80 10,290.40 17,898.11 22,371.33 Exhibit "28"
#19..
- 740 -

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 21/22
EFFECTIVE: June 22, 2021
Sworn Executive Management
HOURLY Bi-weekly Monthly
Exhibit "28"
#19..
- 741 -
#19..
- 742 -
#19..
- 743 -

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 22/23
EFFECTIVE: June 21, 2022
Sworn Executive Management
HOURLY Bi-weekly Monthly
1505 43.57 54.47 3,485.52 4,357.60 7,577.52 9,473.42
1506 44.66 55.83 3,572.80 4,466.40 7,767.27 9,709.95
1507 45.78 57.22 3,662.40 4,577.60 7,962.06 9,951.70
1508 46.92 58.65 3,753.60 4,692.00 8,160.33 10,200.41
1509 48.10 60.12 3,848.00 4,809.60 8,365.55 10,456.07
1510 49.30 61.62 3,944.00 4,929.60 8,574.26 10,716.95
1511 50.53 63.16 4,042.40 5,052.80 8,788.18 10,984.79
1512 51.79 64.74 4,143.20 5,179.20 9,007.32 11,259.58
1513 53.09 66.36 4,247.20 5,308.80 9,233.41 11,541.33
1514 54.42 68.02 4,353.60 5,441.60 9,464.73 11,830.04
1515 55.78 69.72 4,462.40 5,577.60 9,701.26 12,125.70
1516 57.17 71.46 4,573.60 5,716.80 9,943.01 12,428.32
1517 58.60 73.25 4,688.00 5,860.00 10,191.71 12,739.64
1518 60.07 75.08 4,805.60 6,006.40 10,447.37 13,057.91
1519 61.57 76.96 4,925.60 6,156.80 10,708.25 13,384.88
1520 63.11 78.88 5,048.80 6,310.40 10,976.09 13,718.81
1521 64.68 80.85 5,174.40 6,468.00 11,249.15 14,061.43
1522 66.30 82.87 5,304.00 6,629.60 11,530.90 14,412.75
1523 67.96 84.95 5,436.80 6,796.00 11,819.60 14,774.50
1524 69.66 87.07 5,572.80 6,965.60 12,115.27 15,143.21
1525 71.40 89.25 5,712.00 7,140.00 12,417.89 15,522.36
1526 73.18 91.48 5,854.40 7,318.40 12,727.47 15,910.20
1527 75.01 93.76 6,000.80 7,500.80 13,045.74 16,306.74
1528 76.89 96.11 6,151.20 7,688.80 13,372.71 16,715.45
1529 78.81 98.51 6,304.80 7,880.80 13,706.64 17,132.86
1530 80.78 100.97 6,462.40 8,077.60 14,049.26 17,560.70 1531 Chief of Police 82.80 103.50 6,624.00 8,280.00 14,400.58 18,000.72 1532 84.87 106.08 6,789.60 8,486.40 14,760.59 18,449.43 1533 86.99 108.74 6,959.20 8,699.20 15,129.30 18,912.06 1534 89.16 111.45 7,132.80 8,916.00 15,506.71 19,383.38 1535 91.39 114.24 7,311.20 9,139.20 15,894.55 19,868.62 1536 93.68 117.10 7,494.40 9,368.00 16,292.83 20,366.03 1537 96.02 120.02 7,681.60 9,601.60 16,699.80 20,873.88 1538 98.42 123.02 7,873.60 9,841.60 17,117.21 21,395.64 1539 100.88 126.10 8,070.40 10,088.00 17,545.05 21,931.31 1540 103.40 129.25 8,272.00 10,340.00 17,983.33 22,479.16 1541 105.99 132.48 8,479.20 10,598.40 18,433.78 23,040.92 Exhibit "29"
#19..
- 744 -

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 22/23
EFFECTIVE: June 21, 2022
Sworn Executive Management
HOURLY Bi-weekly Monthly
Exhibit "29"
#19..
- 745 -
#19..
- 746 -
#19..
- 747 -
Exhibit “30”
S:\Agendas\2022 Agenda Items\6.7.22 MCFFA TA for Successor MOU\Unrep Salary Reso with Exhibits\done\Exhibit 30 SWORN POLICE EXECUTIVE MANAGEMENT class range table eff 06.27.17.doc

CITY OF MODESTO

CLASS RANGE TABLE

SWORN POLICE EXECUTIVE MANAGEMENT
Effective June 27, 2017

RANGE TITLE
1532 Chief of Police
#19..
- 748 -
Exhibit "X"
Unrepresented Classification
Total
Adjustment 1st Adj
2nd
Adj
3rd
Adj
City Manager 5.0% 2.5% 2.5%
Deputy City Manager 7.5% 2.5% 2.5% 2.5%
Director of Finance 5.0% 2.5% 2.5%
Director of Human Resources 5.0% 2.5% 2.5%
Director of Parks Recreation & Neighborhoods 5.0% 2.5% 2.5% Chief Information Technology 5.0% 2.5% 2.5%
Director of Public Works 10.0% 5.0% 2.5% 2.5%
City Attorney 12.5% 5.0% 5.0% 2.5%
City Auditor 2.5% 2.5% 0.0% 0.0%
City Clerk 2.5% 2.5%
Executive Assistant - Unrep Exempt 5.0% 2.5% 2.5%
Executive Assistant to City Manager 7.5% 2.5% 2.5% 2.5% Executive Assistant to City Council 7.5% 2.5% 2.5% 2.5% Office Supervisor - Unrep 5.0% 2.5% 2.5%
Paralegal 10.0% 5.0% 2.5% 2.5%
Risk Manager 12.5% 5.0% 5.0% 2.5%
Employee Relations Coordinator 7.5% 2.5% 2.5% 2.5%
Human Resources Manager 10% 5.0% 2.5% 2.5%
Budget Manager 2.5% 2.5%
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OFFICE OF THE CITY CLERK

NOTICE OF SPECIAL MEETING
Please take notice that a special Closed Session meeting of the Council of the City of Modesto has been called pursuant to Section 2-1.02 of the Modesto Municipal Code to be convened on
TUESDAY, JUNE 7, 2022 at 4:30 PM
and after the regularly scheduled meeting in the Tenth Street Place, Chambers Conference Room, Basement Level, 1010 Tenth Street, Modesto, California.

Any and all of the following agenda items are subject to action being taken by the Modesto City Council.

The business to be considered at said City Council meeting shall consist of a Closed Session concerning the following:

CLOSED SESSION

PUBLIC EMPLOYEE PERFORMANCE EVALUATION
(Pursuant to Section 54957 of the Government Code)
Title: City Attorney
CONFERENCE WITH LEGAL COUNSEL – EXISTING LITIGATION
One Case (Pursuant to Section 54956.9(d)(1) of the Government Code) Name of Case: Cherry v. City of Modesto
Case No. 1:18-CV-01268
June 3, 2022

BY ORDER OF THE CHAIR
/S
Diane Nayares-Perez, CMC, City Clerk
Posted pursuant to Government Code Section 54956 on the bulletin board at Tenth Street Place on at by
date time signature
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TO: THE CLERK OF THE CITY OF MODESTO
RE: CLOSED SESSION
Pursuant to Section 2-1.02 of the Modesto Municipal Code, you are hereby authorized and empowered to call a special Closed Session meeting of the Council of the City of Modesto to be convened on
TUESDAY, JUNE 7, 2022 at 4:30 PM
and after the regularly scheduled meeting in the Tenth Street Place, Chambers Conference Room, Basement Level, 1010 Tenth Street, Modesto, California.

Any and all of the following agenda items are subject to action being taken by the Modesto City Council.

The business to be considered at said City Council meeting shall consist of a Closed Session concerning the following:

CLOSED SESSION

PUBLIC EMPLOYEE PERFORMANCE EVALUATION
(Pursuant to Section 54957 of the Government Code)
Title: City Attorney
CONFERENCE WITH LEGAL COUNSEL – EXISTING LITIGATION
One Case (Pursuant to Section 54956.9(d)(1) of the Government Code) Name of Case: Cherry v. City of Modesto
Case No. 1:18-CV-01268
June 3, 2022

BY ORDER OF THE CHAIR
/S
_________________________
SUE ZWAHLEN, Mayor
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