Agenda packet, first session — Modesto City Council, June 13, 2023 (part 3 of 4)

employee in the form of a deposit into a Retiree Health Reimbursement Savings Arrangement account (RHSHRA) account.

1. Beginning January 1, 2016, the defined City HRA RHS contribution is sixty dollars ($60) per employee, per month.

2. Beginning January 1, 2017, the defined City HRA RHS contribution will increase by fifteen dollars ($15) for a total of seventy-five dollars ($75) per employee, per month.

3. Beginning January 1, 2018, the defined City HRA RHS contribution will increase by fifteen dollars ($15) for a total of ninety dollars ($90) per employee, per month.

4. Beginning January 1, 2019, the defined City HRA RHS contribution will increase by ten dollars ($10) for a total of one hundred dollars ($100) per employee, per month.

5. Beginning January 1, 2024, the defined City RHS contribution will increase by ten dollars ($10) for a total of one hundred ten dollars ($110) per employee, per month.

6. Beginning January 1, 2025, the defined City RHS contribution will increase by ten dollars ($10) for a total of one hundred dollars twenty ($120) per employee, per month.

7. Beginning January 1, 2026, the defined City RHS contribution will increase by ten dollars ($10) for a total of one hundred thirty dollars ($130) per employee, per month.

4.8. Beginning January 1, 2027, the defined City RHS contribution will increase by ten dollars ($10) for a total of one hundred forty dollars ($140) per employee, per month.

Employees in regular positions budgeted less than eighty (80) hours per pay period will receive a pro-rated amount per month.

Eligible Employees 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 an HRA RHS account, as described below:
(A) Eligibility: Regular full time employees and employees in regular positions budgeted less than eighty (80) hours per pay period are eligible to receive a City HRA RHS contribution, if they have completed two (2) full years of continuous City regular service. If an employee separates employment before meeting the eligibility requirement, the employee shall receive no benefit.
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(B) City Contribution:
1) Initial Contribution:
a. On the first pay period following completion of two (2) full years of continuous City service, regular full time employees shall receive a lump sum equivalent to the previous twenty-four (24) months at the defined contribution rate, as stated in the paragraph below, deposited into an HRA RHS account established in their name.

Employees in regular positions budgeted less than eighty (80) hours per pay period, shall receive a pro-rated lump sum contribution based on their hours worked. For example:
b.

1. The calculation for an employee hired on November 1, 2016 would be as follows: two (2) months at the 2016
defined rate of fifty dollars ($50) per month ($100); plus twelve (12) months at the 2017 defined rate of seventyfive dollars ($75) per month ($900); plus ten (10) months at the 2018 defined rate of ninety dollars ($90) per month ($900); equals an initial contribution of one thousand nine hundred dollars ($1,900).
7) Regular City Contribution: After the initial contribution (defined above) is made, the City shall contribute, for each eligible full time employee one hundred dollars ($100) per employee, per month. Employees in regular positions budgeted less than eighty (80) hours per pay period shall receive a pro-rated contribution based on reduced schedule.

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.

The defined City contribution shall increase annually by ten dollars ($10) monthly, up to a maximum contribution of one hundred forty dollars ($140) per month by January 2027 as follows:

1. Effective January 1, 2024, the defined City contribution shall increase by an additional ten dollars ($10) per month, per employee for a total of one hundred ten ($110) monthly per employee. Employees in regular positions budgeted less than eighty (80) hours per pay period shall receive a pro-rated contribution based on reduced schedule.

2. Effective January 1, 2025, the defined City contribution shall increase by an additional ten dollars ($10) per month, per employee for a total of one hundred twenty dollars ($120) monthly per employee. Employees in regular positions budgeted less than eighty (80) hours per pay period shall receive a prorated contribution based on reduced schedule. #16..
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3. Effective January 1, 2026, the defined City contribution shall increase by an additional ten dollars ($10) per month, per employee for a total of one hundred thirty dollars ($130) monthly per employee. Employees. in regular positions budgeted less than eighty (80) hours per pay period shall receive a pro-rated contribution based on reduced schedule.

1.4. Effective January 1, 2027, the defined City contribution shall increase by an additional ten dollars ($10) per month, per employee for a total of one hundred forty dollars ($140) monthly per employee. Employees in regular positions budgeted less than eighty (80) hours per pay period shall receive a pro-rated contribution based on reduced schedule.
(C) Access to Account Balance:
1) Participants may access the balance in their HRA RHS account upon termination of employment and attainment of age fifty (50) or retirement from CalPERS Retirement System, whichever is earlier.
2) Participants may defer accessing the account balance to any time beyond the earliest date described in 1(a).
3) Amounts that remain in the account balance are available to reimburse the participant for the same permitted medical expenses for the spouse and any other dependent covered under the retiree medical plan subject to the limitations and maximums as stipulated by law, however, federal regulations at this time does not permit the inclusion of expenses for domestic partners.
(D) Survivors of eligible retirees with account balance:
1) Spouses and eligible dependent children or dependent adults that are disabled may continue to access account balances after the death of the retiree subject to the limitations and maximums as stipulated by law. 2) Domestic partners are not permitted access to the account balances of the participant at this time by virtue of restrictions in the federal regulations that govern these types of accounts. If federal regulations are revised to allow inclusion of domestic partners in these benefits, the City will add them to these subsections.
(E) Forfeiture of account balance:
1) If an active employee dies prior to retirement, the amount of account balance is available to eligible spouses and dependents to reimburse them for medical expenses permitted under the applicable section of the Internal Revenue code.
2) Account balances in part or in total for active participants or retirees without any eligible spouse or dependent or unused account balances #16..
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after the death of the last eligible spouse or dependent will be forfeited and returned to all other active and retired participants in the form of a dividend allocated in direct proportion to the amount to be distributed by the total account balance for all participants applied to each individual account balance.
(F) This benefit will be subject to regulation under section 105(b) of the Internal Revenue Code and subject to revenue rulings for these types of plans as promulgated and the regulations of the Affordable Care Act (ACA).

New Article: Leave Bank Purchase Option

1. The City and MCEA agree to allow employees of this bargaining unit to independently agree to a leave bank purchase option plan.

2. The allowance is not to be viewed as a precedent or the establishment of a past practice or be construed in any way as MCEA waiving any contractual rights by MCEA to enforce the Memorandum of Understanding.

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

4. The City shall create for each eligible member an additional leave bank of 48 hours on pay period ending July 3, 2023. All members must exhaust the purchased leave bank no later than pay period ending June 17, 2024.

5. Two (2) hours of pay will be deducted over 24 pay periods beginning pay period ending July 3, 2023 through pay period ending May 20, 2024.

6. Employees may elect to use leave bank purchase option hours in a minimum of two (2) hour increments.

7. Overtime Exempt members of MCEA’s bargaining unit 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.

1.8. 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). Record of the direct deposit to the UAL shall be provided with the other reports provided to MCEA on a per pay period basis.
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Exhibit X MCEA Market Adjustments
Classification Total Adjustment Year 1
Adjustment Year 2 Adjustment
Account Clerk I 5.0% 2.5% 2.5%
Account Clerk II 5.0% 2.5% 2.5%
Account Technician I 5.0% 2.5% 2.5%
Account Technician II 5.0% 2.5% 2.5%
Administrative Services Technician I 2.5% 2.5% No Further Adjustment
Administrative Services Technician II 2.5% 2.5% No Further Adjustment
Building Inspector I 2.5% 2.5% No Further
Adjustment
Building Inspector II 2.5% 2.5% No Further
Adjustment
Building Maintenance Specialist 2.5% 2.5% No Further
Adjustment
Building Maintenance Technician 2.5% 2.5% No Further
Adjustment
Code Enforcement Officer I - NPU 2.5% 2.5% No Further
Adjustment
Code Enforcement Officer II - NPU 2.5% 2.5% No Further
Adjustment
Community Development Program
Specialist I 2.5% 2.5% No Further Adjustment
Community Development Program
Specialist II 2.5% 2.5% No Further Adjustment
Construction Inspector 2.5% 2.5% No Further
Adjustment
Development Services Technician I 2.5% 2.5% No Further
Adjustment
Development Services Technician II 2.5% 2.5% No Further Adjustment
Electrical and Instrumentation
Technician 2.5% 2.5% No Further Adjustment
Electrical and Instrumentation
Technician Trainee 2.5% 2.5% No Further Adjustment
Electrician - Traffic and Buildings 12.5% 7.5% 5.0%
Electrician Assistant I 12.5% 7.5% 5.0%
Electrician Assistant II 12.5% 7.5% 5.0%
Electrician Assistant III 12.5% 7.5% 5.0%
Electrician Crewleader 12.5% 7.5% 5.0%
Engineering Assistant I 5.0% 2.5% 2.5%
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Classification Total Adjustment Year 1
Adjustment Year 2 Adjustment
Engineering Assistant II 5.0% 2.5% 2.5%
Engineering Assistant Trainee 5.0% 2.5% 2.5%
Engineering Project Coordinator 5.0% 2.5% 2.5%
Equipment Operator I 2.5% 2.5% No Further
Adjustment
Equipment Operator II 2.5% 2.5% No Further
Adjustment
Equipment Service Technician 2.5% 2.5% No Further
Adjustment
Heavy Equipment Mechanic
Crewleader 2.5% 2.5% No Further Adjustment
Heavy Equipment Mechanic I 2.5% 2.5% No Further
Adjustment
Heavy Equipment Mechanic II 2.5% 2.5% No Further
Adjustment
Multimedia Designer 2.5% 2.5% No Further
Adjustment
Operations Crewleader 2.5% 2.5% No Further
Adjustment
Parking Enforcement Officer 5.0% 2.5% 2.5%
Parking Services Crewleader 5.0% 2.5% 2.5%
Plans Examiner 2.5% 2.5% No Further
Adjustment
Senior Account Clerk 5.0% 2.5% 2.5%
Senior Building Inspector 2.5% 2.5% No Further
Adjustment
Senior Construction Inspector 2.5% 2.5% No Further
Adjustment
Senior Electrical and Instrumentation
Technician 2.5% 2.5% No Further Adjustment
Senior Equipment Operator 2.5% 2.5% No Further
Adjustment
Solid Waste Enforcement Officer 2.5% 2.5% No Further
Adjustment
Survey Party Chief 5.0% 2.5% 2.5%
Traffic Operations Technician 2.5% 2.5% No Further
Adjustment
Traffic Striping Crewleader 2.5% 2.5% No Further
Adjustment
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This Tentative Agreement shall be presented to the Modesto City Council for approval and shall not be binding until so approved.

FOR THE

CITY OF MODESTO

FOR MODESTO CITY EMPLOYEES

ASSOCIATION
Christina Alger Date
Director of Human Resources
Erik Cervantes Date
MCEA President
Jesse Lad Date
Labor Representative, Meyers Nave
Joe Rose Date
Rose Law APC
ID qVBwCAVpKUL9vsMvqiEgdrxb
6/1/2023
ID Ann4fcEQPiXPTSCa928LWHSv
6/1/2023
6/1/23

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6/1/2023
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1 City of Modesto Package Proposal for MCMA
May 22, 2023
The parties agree that a total tentative agreement for a successor Memorandum of Understanding (MOU) has been reached on the below items. This total tentative agreement is contingent upon ratification by the bargaining unit and approval by the City Council. All items in the current MOU not identified in this total tentative agreement shall remain the same.

There shall be no retroactivity for any proposed enhancement in this total tentative agreement. The effective date of any proposed enhancement in this total tentative agreement shall be the date identified in the tentative agreement, or the date the City Council approves the enhancement in a successor MOU, whichever is later. Accordingly, to the extent this total tentative agreement identifies a date that is prior to the Council’s approval of a successor MOU, those dates shall be revised to the effective date of the successor MOU.

Summary
1) Wages
a) June 20, 2023, 4% base wage increase
b) June 18, 2024, 3% base wage increase
c) July 1, 2025, 3% base wage increase and add Step F,
d) June 30, 2026, 3% base wage increase
2) Market Equity - Enhancement
a) As listed in Exhibit X
i. Installment 1 effective June 20, 2023
ii. Installment 2 effective June 18, 2024
3) Article 11. Approved Work Schedules
a) Add 4/11 schedule for Police Department employees based on current practice: Option for employees whose reporting employees are assigned this shift. (currently includes Police Civilian Supervisor)
4) Article 14. Overtime for Non-Exempt Employees
a) Meal Allowance – Enhancement
i. Increase $2.00 from $12.50 to $14.50
5) Holidays – Enhancement
a) Adding Juneteenth and Cesar Chavez Day
6) Education Incentive – Enhancement
a) BA/BS 2.5% and MA/MS 5%
b) Eliminate waiting period
7) Longevity Incentive - New
a) 2.5% at 10 years of service
8) Pay Differentials - New
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2 a) Provide Driver Trainer, Driver Examiner and DMV Administrator Incentive equal to Notary b) Increase Notary, Driver Trainer, Driver Examiner and DMV Administrator Incentive to $55 per pay period effective 7/1/25
9) Safety Footwear – Enhancement
a) Increase $20 to $220 annually
10) Uniform allowance - Enhancement
a) Increase Uniform allowance for Police Support Specialist II (Confidential) and Police Civilian Supervisor $68 to $92 monthly.
b) Increase Uniform allowance for Animal Control Supervisors from $95.66 to $120 monthly. c) Add Uniform allowance for Police Civilian Manager of $92 monthly. d) Increase Uniform allowance for Deputy Fire Marshal from $105 to $125 monthly. 11) Cafeteria Plan – Enhancement
a) Increase to City contribution per pay period (for 24 periods) as described below January 1, 2024 January 1, 2025 January 1, 2026 January 1, 2027 Single $345 $359 $374 $389
Employee + 1 $690 $718 $747 $777
Family $975 $1,014 $1,055 $1,097
12) Retiree Health Savings – Enhancement
a) Additional $5 per pay period (for 24 periods) in each year of the contract 13) New Article: Fatigue Time consistent with MCEA
14) New Article: Declared emergency pay
a) Daily Stipend for working during declared emergencies b) Only applicable when City is reimbursed for such stipend 15) New Article: Leave Bank Purchase Option of 48 hours 16) Language Clean Up to be agreed to by the parties, including but not limited to discussions on the following:
a) Teleworking practices (language to be developed later) b) Personnel policies regarding compensation philosophy and internal relationships (language to be developed later)
c) Call duty (language to be developed later)
d) Clarify language that protected sick leave cannot be counted against wellness benefit earnings (language to be developed later)
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3 e) Sick Leave and all leaves to be clarified in Citywide leave policy (language to be developed later)
i. Allow use by one (1) week increment for all City of Modesto employees #16..
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4 LANGUAGE
ARTICLE 1. TERM
A. Term: The term of this MOU shall commence at 12:01 a.m. on July 1, 202319, and this MOU shall expire and otherwise be fully terminated at 12:00 a.m. (midnight) of June 30, 20273. Unless otherwise provided for in the MOU, its terms shall not become effective until the MOU is ratified by MCMA membership and adopted by the City Council in accordance with the Brown Act.

ARTICLE 5. SALARY RATES AND STEP ADVANCEMENTS
A. Salary Rates and Ranges: The classification titles for positions in this unit, with the corresponding salary range code, are listed in Exhibits 1 through 3 (Classifications and Salary Ranges).
1) Effective November 26, 2019June 20, 2023, employees will receive a 24.0% salary increase, as provided in Exhibit 4.
2) Effective June 23, 2020June 18, 2024, employees will receive an additional 23.0% salary increase, as provided in Exhibit 5.
3) Effective June 22, 2021July 1, 2025, employees will receive an additional 23.0% salary increase, as provided in Exhibit 6.
4) Effective June 21, 2022June 30, 2026 employees will receive an additional 23.0% salary increase, as provided in Exhibit 7.
5) Classifications, Job Titles and Salary Ranges may be amended from time to time by Resolutions adopted by the City Council.

B. Labor Market Adjustments: In addition to the salary increases described in subsection (A) of this Article, the salary range for each of the benchmark classes listed in Exhibit 6X, along with any related classes, shall increase in accordance with the schedule set forth in Exhibit 8. The effective date for the “Year 1 Adjustment” will be June 20, 2023.

The effective date for the “Year 2 Adjustment” will be June 18, 2024.

In accordance with California Government Code Section 3500 et al., classification titles and ranges may be amended from time to time by Resolution adopted by the City Council.

D. Initial Step Placement: Each salary range shall consist of five (5) steps, A through E, at (5%) increments. Progression through the steps shall be based upon both length of service and job performance.

1. Step A will normally be paid upon initial employment. The initial salary may be set at a higher step only upon approval of the Department Director. In cases of exceptional performance, employees hired at higher than Step A may be considered for their first step increase after thirteen (13) pay periods.

2. Employees hired at Step A, shall be considered for a step increase upon completion of thirteen (13) pay periods. An overall "Meets Expectations" rating #16..
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5 will result in a one-step (5%) increase. Consideration for subsequent step increases shall be at intervals of twenty-six (26) pay periods until Step E is attained.

3. Employees hired at other than Step A shall normally be considered for a step increase upon completion of twenty-six (26) pay periods, and consideration for subsequent step increases shall be at intervals of twenty-six (26) pay periods until Step E is attained.

Effective July 1, 2025 each salary range shall consist of six (6) steps, A through F, at (5%) increments. Progression through the steps shall be based upon both length of service and job performance. Effective July 1, 2025, employees who have been in Step E for 26 pay periods or more shall be placed into Step F.

2. Employees hired at Step A, shall be considered for a step increase upon completion of thirteen (13) pay periods. An overall "Meets Expectations" rating will result in a one-step (5%) increase. Consideration for subsequent step increases shall be at intervals of twenty-six (26) pay periods until Step F is attained.

1.3. Employees hired at other than Step A shall normally be considered for a step increase upon completion of twenty-six (26) pay periods, and consideration for subsequent step increases shall be at intervals of twenty-six (26) pay periods until Step F is attained.

E. Accelerated Step Increase:

Accelerated step increases within the established salary range may be granted in addition to those above, upon approval of the City Manager.

F. Denial of Step Increase:

When a step increase is denied, there shall be no reconsideration until the employee's next scheduled performance evaluation in twenty-six (26) pay periods. There is no right of appeal to the withholding of a step increase, but the reasons for withholding the increase shall be given in writing to the employee. "Withholding of a step increase" is defined as denial of the five percent (5%) step increase. The employee may contest the withholding of the step increase, in writing, beginning with the rater's supervisor and ending with the Department Director. The decision of the Department Director shall be final.

G. Step Reduction:

Due to inferior work, lack of application, indifferent attitude or other legitimate reasons, a non-exempt employee's step may be reduced to a lower step. For exempt employees, performance deficiencies may be cause for any FLSA-compliant action, in accordance with applicable law. There is no right of appeal under ARTICLE 43. (DISCIPLINARY #16..
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6 APPEALS) due to the lowering of steps, but the reasons for reduction shall be given in writing to the employee. An employee may contest the lowering of a step through the process in ARTICLE 41. (GRIEVANCE PROCEDURE).

All other salary administration policies shall be as contained in the Personnel Rules and Personnel Administrative Orders.

ARTICLE 11. APPROVED WORK SCHEDULES
A. The CITY has the right to implement work schedules, other than the traditional 5/2 schedule, to meet the needs of the organization and the individual departments. Prior to implementation of an alternate schedule, the CITY shall meet and confer with MCMA on the impacts of the alternate schedule. Work schedules currently authorized are described below.

B. Nine-eighty (9/80) and Four-ten (4/10) Work Schedules:

The nine-eighty (9/80) and four-ten (4/10) work schedules may be approved for classifications or positions that are overtime-eligible. These schedules may also be approved for 1) exempt first-line supervisory classifications when the CITY desires that the supervisor work the same schedule as his/her subordinates, and for 2) exempt professional or para-professional classifications where such work schedules will not interfere with the employee’s ability to coordinate with other staff.

C. Modified Four-ten (4/10) Schedules:

This schedule may only be approved for exempt first-line supervisory classifications in the Police Department when the CITY desires that the supervisor work the same schedule as his/her subordinates.

D. Four-eleven (4/11) Schedules:

This schedule may only be approved for exempt first-line supervisory classifications in the Police Department when the CITY desires that the supervisor works the same schedule as his/her subordinates.

D.E. Exempt employees working alternate schedules will be expected to attend CITY meetings or attend to CITY business on their days off, should the need arise.

E.F. Positions or classifications not meeting the criteria designated in paragraphs B and C, above, are not eligible for these alternate work schedules, except that the City Manager, or designee, may authorize exceptions.

F.G. A Department Director may require implementation of these schedules for one, or more, eligible employees, based on the needs of the CITY. An employee in these eligible classifications or positions may also request one of these work schedules. Any request for one of these alternate work schedules must be justified and approved by the Department Director. An employee whose request for an alternate work schedule is denied will be provided with the rationale for that denial. #16..
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7 All approved requests will be forwarded to the Human Resources Department for processing. The nine-eighty (9/80) work schedule shall not be effective until Human Resources has officially changed the employee’s workweek, as outlined in Exhibit 9, attached.

A Department Director may discontinue an alternate work schedule for one, or more, employees after written notification to each employee and after the Human Resources Department has processed this change, including officially changing the employee’s workweek, if needed.

ARTICLE 14. OVERTIME FOR NON-EXEMPT EMPLOYEES
A. Policy. It is the policy of the CITY to discourage overtime except when necessitated by abnormal or unanticipated workload situations. It is the responsibility of Department Directors to arrange for the accomplishment of workload under their jurisdiction within the normal tour of duty of employees. Each department shall keep complete and accurate records of all overtime earned in every pay period. The CITY has the right to require each employee to work overtime as necessary. To the extent possible and in the sole discretion of the Department Director, overtime will be distributed equitably among qualified employees within the department.

B. Definition. Overtime is defined as hours actually worked in excess of forty (40) hours in a workweek. Paid leave shall be considered as time actually worked for purposes of computing overtime. Overtime shall not affect leave accruals.

C. Overtime Compensation. Any employee authorized by the Department Director or authorized representative to work overtime shall be compensated at premium rates, i.e. one and one-half (1½) times the employee's regular hourly rate of pay. Upon an employee's request, overtime may be compensated as compensatory time off (CTO). CTO shall be credited at time and one-half. Overtime and CTO shall be recorded and used on a tenth (0.10) of an hour basis.

Each employee will be paid, as part of the last paycheck received in September, December, March and June for all compensatory time over one hundred and sixty (160) hours. For employees hired on, or after, October 4, 2005, quarterly payment shall be for all hours over one hundred (100). The Payroll calculation for the Cashout made for these months is based on the CTO hours from the prior pay check (before the last pay check for these months).

Employees may request payment of compensatory time to be included as part of a 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. Compensating time off may be taken at the request of the employee and with the approval of the Department Director or designee, in accordance with FLSA regulations. Compensating time off will be taken in straight time hours.

Prior to the promotion, reclassification or change to FLSA exempt status of an employee, all compensating time off shall be taken or paid at the employee's then current regular rate of pay.
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8 D. Wash Time. A Department Director, with the concurrence of the affected employee, may arrange for that employee to take such time off at straight time as is necessary to ensure that the employee's actual time worked does not exceed forty (40) hours within a given workweek.

Meal Allowance. An employee required to work unscheduled overtime for four (4) or more consecutive hours beyond the scheduled shift on emergency work, or for four (4) or more consecutive hours of work when on Standby or Call-Back, shall be compensated twelve fourteen dollars and fifty cents ($142.50) for a meal allowance during any twenty-four (24) hour period and shall be entitled to a thirty (30) minutes unpaid meal period for every additional four (4) hours worked. Only one (1) twelvefourteen-dollar and fifty cents ($142.50) payment shall be made per shiftemployee per 24-hour shift, unless the employee works four (4) or more consecutive hours, is released from duty, and must return for four (4) or more hours in the same shift24 hour period.

ARTICLE 20. HOLIDAYS
A. Fixed Holidays. All employees in regular positions, except those employees assigned to a modified four-ten (4/10) schedule, shall be entitled to the following fixed holidays:

New Year's Day Martin Luther King, Jr. Day
Presidents’ Day Cesar Chavez Day
Memorial Day Independence Day
Juneteenth Labor Day
Veterans' Day Thanksgiving Day
Day after Thanksgiving Day Christmas Day
The modified four-ten (4/10) schedule does not recognize fixed holidays. All holiday time for employees on this schedule shall be as defined in paragraph N, below.

B. Floating Holiday. Employees in regular positions shall be entitled to floating holiday time of eight (8) hours on a five-two (5/2) or nine (9) hours on a nine-eighty (9/80) schedule, and ten (10) hours on a four-ten (4/10) schedule, provided that the employee is on the payroll during the entire pay period in which such floating holiday time is to accrue. "Entire pay period" shall mean that an employee must have been hired prior to or at the start of the pay period and not have separated prior to the end of the pay period and was paid for at least one-half (1/2) of the scheduled hours. Floating holiday time shall be accrued during the pay period in which January 1 falls. Floating holiday time for employees on a modified fourten (4/10) schedule is included in their eighty-eight (88) hours of holiday credit defined in paragraph N, below.

C. Floating holidays accrued shall be available for use the first day following the pay period in which they are accrued, and shall be scheduled with the approval of the Department Director or designee.

D. Employees in regular positions budgeted less than eighty (80) hours per period or jobshared positions shall receive fixed and floating holiday accruals on a pro-rata basis. #16..
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9 E. If a fixed holiday falls on an employee's regularly scheduled workday, the employee shall be entitled to a total of eight (8), nine (9) hours or ten (10) hours (a full work shift) of holiday time off depending on their current work schedule.

F. If a fixed holiday falls on a Saturday, the preceding Friday will be observed as the fixed holiday. If a fixed holiday falls on a Sunday, the succeeding Monday will be observed as the fixed holiday.

G. If a fixed holiday falls on an employee's regularly scheduled day off, the full time employee shall be entitled to a total of eight (8) hours of holiday compensatory time.

H. Non-exempt employees working on fixed holidays shall be compensated at time and onehalf (1-1/2) for time actually worked, irrespective of hours actually worked in this workweek.

In no event shall such an employee be compensated for working a fixed holiday in excess of one and one-half (1-1/2) times the employee's regular hourly rate of pay plus hour-forhour holiday compensatory time, except as provided in ARTICLE 15. (CALL BACK).

I. Whenever an employee is directed to work on a fixed holiday, which falls on the employee's regularly scheduled work day, the employee shall accrue, on an hour-for-hour basis, up to a total of regularly scheduled hours (8 or 9 or 10 respectively) of holiday compensatory time.

J. Whenever an employee is directed to work on a fixed holiday which falls on a regular day off, the employee shall accrue on an hour-for-hour basis up to a total of eight (8) hours of holiday compensatory time irrespective of employee's normal work schedule.

K. Employees on leave without pay the last scheduled workday before and the first scheduled workday after a fixed holiday shall not receive holiday pay.

L. Holiday time may be accrued up to a maximum of forty (40) hours. When the employee reaches the forty (40) hour maximum, additional holiday time worked shall be compensated in cash at straight time rates. Upon termination or retirement, employees shall be compensated for any unused accrued holiday time at the then current regular hourly rate of pay.

M. Employees may request cash-out of up to forty (40) hours of their grandfathered holiday time annually, during the pay period in which November 1, falls. This cash-out is at the employee’s current regular hourly rate of pay.

N. Holidays for Modified four-ten (4/10) Schedules: The first pay period of January of each year, employees assigned to the modified four-ten (4/10) schedule shall be credited with eighty-eight (88) hours of accrued holiday time. Holiday leave shall be reduced by eightyeight (88) hours as required by the modified four-ten (4/10) schedule, for a net of zero (0) hours. See Exhibit 7. Employees assigned to the modified four-ten (4/10) schedule are not entitled to any additional compensation when the holiday falls on their regular workday.
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10 If an employee enters into or leaves the modified four-ten (4/10) schedule, the employee’s holiday hours shall be adjusted to reflect the schedule change.

ARTICLE 26. PAY DIFFERENTIALS
A. Bilingual Leave. Each Department Director shall, on an annual basis, determine the number of bilingual employees that are needed for oral translation purposes within their department. For purposes of this Article, bilingual is defined as Spanish, Southeast Asian language(s) common to this area, sign language or other languages deemed desirable by the Department Director.

Annually in January, each department will provide to their employees a list of translation opportunities within the department. Employee participation in this effort is voluntary.

A review panel made up of three experts (as determined by the department) will assess the qualifications of employees wishing to participate. Two (2) of the three (3) panel members must agree that the person is capable of bilingual translation.

All employees who pass the review panel and are needed in this capacity by the department shall receive three (3) hours of Bilingual Leave Time per pay period.

Employees must agree to use their bilingual skills at the direction of the department for a minimum of one (1) year from the time the compensation begins, unless an unusual hardship is presented by the employee.

Bilingual Leave Bank will share a cap with CTO, with 100 hours total between CTO and Bilingual Leave. When the cap is reached, Bilingual Leave shall be cashed out before CTO is cashed out. Outside of quarterly cash out schedule, employees may elect to cash out hours upon request.

If the Department Director identifies more opportunities for translation than there are employees certified, the Department and the Human Resources Department may establish a second notification for participants and a second review panel in July of that year.

An employee certified and receiving Bilingual Pay shall cease receiving the Bilingual Leave after they have been out of the workplace for three consecutive pay periods.

The Bilingual Leave will not be granted beginning the first day of the following pay period. The Bilingual Leave will be resumed the first full pay period the employee returns to work.

The Department Director may choose to eliminate the Bilingual Leave if it is determined that the translation services are not being effectively delivered by the employee and/or the need is no longer present in a specific division. If more employees are deemed to be capable of bilingual translation than the need for these services, the Department Director may choose to rotate this duty between eligible employees.
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11 B. Educational Incentive. Employees who possess a Bachelor’s Degree from an accredited institution shall be eligible for two- and one-half percent (2.5%) Educational Incentive Pay, subject to criteria established by the CITY. The maximum pay differential for employees who possess a bachelor’s degree is 2.5% regardless of the number of degrees obtained. Employees who have completed one full year of service with the City, and who possess a Master's Degree or Juris Doctor from an accredited institution shall be eligible for two and one-halffive percent (2½5.0%) Educational Incentive Pay, subject to criteria established by the CITY. . The maximum pay differential for Educational Incentive is two and one-halffive percent (2½5.0%), regardless of the number of Degrees obtained.

B.C. Longevity Incentive Pay. Effective July 1, 2023, employees with ten (10) years of service with the City shall be eligible for two- and one-half percent (2.5%) Longevity Incentive Pay.

C.D. Notary Incentive Pay. Employees certified as notaries and assigned notary duties shall receive fifty dollars ($50) per pay period. An employee certified and receiving Notary Pay shall cease receiving the Notary Pay after they have been out of the workplace for two consecutive pay periods. The Notary Pay will not be granted beginning the first day of the following pay period. The Notary Pay will be resumed the first full pay period the employee returns to work.

The Department Director may choose to eliminate the Notary Pay if it is determined that the notary services are not being effectively delivered by the employee and/or the need is no longer present in a specific division. If more employees are deemed to be capable of notary services than the need for these services, the Department Director may choose to rotate this duty between eligible employees.

Effective July 1, 2025, the Notary Incentive Pay will increase to fifty-five dollars ($55) per pay period.

E. Driver Trainer Incentive Pay. Effective July 1, 2023, employees registered as a Driver’s Trainer under the Federal Motor Carrier Safety Administration’s ELDT Training Provider Registry and assigned to provide Behind the Wheel or Theory training for employees to obtain/ renew their Commercial License shall receive fifty dollars ($50) per pay period.

An employee receiving Driver Trainer Pay shall cease receiving Driver Trainer Pay after they have been out of the workplace for two consecutive pay periods. The Driver Trainer Pay will not be granted beginning the first day of the following pay period. The Driver Trainer Pay will be resumed the first full pay period the employee returns to work.

The Department may choose to eliminate the Driver Trainer Pay if it is determined that the Driver Training services are not being effectively delivered by the employee and/or the need is no longer present in a specific division. If more employees are deemed to be capable of Driver Training services than the need for these services, the Department Director may choose to rotate this duty between eligible employees. #16..
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12 Effective July 1, 2025, the Driver Trainer Incentive Pay will increase to fifty-five dollars ($55) per pay period.

F. Driver Examiner Incentive Pay. Effective July 1, 2023, qualified employees assigned to conducting Behind the Wheel or Theory DMV Commercial License exams onsite for employees to obtain/ renew their Commercial License shall receive fifty dollars ($50) per pay period. An employee receiving Driver Examiner Pay shall cease receiving Driver Examiner Pay after they have been out of the workplace for two consecutive pay periods.

The Driver Examiner Pay will not be granted beginning the first day of the following pay period. The Driver Examiner Pay will be resumed the first full pay period the employee returns to work.

The Department may choose to eliminate the Driver Examiner Pay if it is determined that the Driver Examiner services are not being effectively delivered by the employee and/or the need is no longer present in a specific division. If more employees are deemed to be capable of Driver Examiner services than the need for these services, the Department Director may choose to rotate this duty between eligible employees.

Effective July 1, 2025, the Driver Examiner Incentive Pay will increase to fifty-five dollars ($55) per pay period.

G. DMV Administrator Incentive Pay. Effective July 1, 2023, employees assigned to DMV Commercial License administration for City employees to obtain/ renew their Commercial Driver’s License shall receive fifty dollars ($50) per pay period. An employee receiving DMV Administrator Pay shall cease receiving DMV Administrator Pay after they have been out of the workplace for two consecutive pay periods. The DMV Administrator Pay will not be granted beginning the first day of the following pay period. The DMV Administrator Pay will be resumed the first full pay period the employee returns to work.

The Department may choose to eliminate the DMV Administrator Pay if it is determined that the DMV Administrator services are not being effectively delivered by the employee and/or the need is no longer present in a specific division. If more employees are deemed to be capable of DMV Administrator services than the need for these services, the Department Director may choose to rotate this duty between eligible employees.

Effective July 1, 2025, the DMV Administrator Pay will increase to fifty-five dollars ($55) per pay period.

F.H. Shift Pay. All non-exempt employees and exempt employees in the following classifications whose regularly scheduled workday requires that they work four (4) hours or more in a shift, shall be paid shift differential at the following rates for shifts actually worked:

Police Civilian Supervisor
$6.00 per shift for any shift beginning on or after 12 noon up to 4:29 pm. $8.00 per shift for any shift beginning on or after 4:30 pm. #16..
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13 If a regular shift requires an employee to work more than four (4) hours in both “swing” shift and “graveyard” shift as noted above, the employee shall receive seven dollars ($7.00) total per shift. If the employee is required to work more than four hours in both shifts as a result of paid overtime, the employee shall receive twelve dollars ($12.00) per shift.

ARTICLE 27. DRESS, GROOMING AND UNIFORMS
A. Dress and Grooming
Employees shall be required, while working, to be clean and neat in appearance and be able to wear all safety equipment in an effective manner. Employees shall not wear or place any items on their person that would in any way impair safety on the job.

B. Uniforms
Employees in the following classifications shall wear CITY-provided uniforms, as designated below. Employees in the optional categories who elect a CITY-provided uniform, must wear the uniform.

Uniform Shirts required and Uniform Pants optional:

Operations Supervisor
Custodian Supervisor
Associate Land Surveyor
Uniform Shirts and Uniform Pants optional:

Electrical Supervisor
Operations Supervisor (Utilities)
Utilities Plant Maintenance Supervisor
Coveralls and Jackets
Upon request, the City will provide at no cost to each employee in the following work areas and classifications one (1) coverall and one (1) safety jacket (reflective tape and high visibility color) per fiscal year for all employees assigned to the following departments:

Electrical Division
Parks Division
Streets Division
Urban Forestry Division
Water Division
Wastewater Division
Safety Shoes
Each department will designate employees in certain job assignments for which safety footwear is required and the CITY will pay each employee so designated an annual safety footwear allowance of two hundred twenty dollars ($2200) during the first pay period in July. Replacement shall occur on an as-needed basis as approved by the immediate supervisor. Safety-toed shoes must meet ANSI standards.

C. Uniform Allowances - Police Department
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14 Employees in the classifications of Police Support Specialist II (Confidential), and Police Civilian Supervisor and Police Civilian Manager shall be required to wear a uniform and shall receive a uniform allowance of sixty-eightninety-two dollars ($9268) per month, paid monthly. Animal Control Supervisors shall be required to wear a uniform and shall receive a uniform allowance of ninety-fiveone hundred twenty dollars and sixty-six cents ($120.0095.66) per month. For employees in the classifications of Administrative Office Assistant III (Confidential), Senior Administrative Office Assistant (Confidential) and Executive Assistant, the wearing of a uniform is optional. These employees shall only receive the uniform allowance, stated above, if they elect to wear a uniform.

D. Uniform Allowances – Fire Department
Employees in the classifications of Emergency Service Coordinator shall be required to wear a uniform and shall receive a uniform allowance of eighty-five dollars ($85) per month.

Employees in the classifications of Deputy Fire Marshal shall be required to wear a uniform and shall receive a uniform allowance of one hundred twenty-five dollars ($12505) per month.

E. Working Group
Representatives of the City and MCMA agree to establish a working group to meet to discuss modifications to this provision with a goal of clarifying the classifications who are in need of uniforms/PPE and improving processes related to the issuance of uniforms and PPE. The City’s representatives will include Department representatives from Public Works, Utilities, Human Resources, and Purchasing, and the Safety Officer.

ARTICLE 30. HEALTH, DENTAL, VISION INSURANCE
A. All employees in regular positions budgeted for forty (40) hours or more per pay period shall be eligible to participate in the health, dental and vision programs authorized by the CITY.

The CITY agrees to make available the health, dental and vision benefits currently provided for employees represented by MCMA or any other program(s) mutually agreed upon by the parties.

B. Employees may opt out of participation in the CITY’s medical health plan if the employee provides proof of alternate health coverage. This option may only be exercised during the CITY’s open enrollment period or within thirty (30) days of a qualifying “life change” event as defined by the IRS. The employee shall continue to participate in the CITY dental and vision plans.

C. For new employees, eligibility for health, dental and vision insurance benefits shall start with the beginning of the payroll period following completion of two (2) full pay periods.

D. The CITY shall contribute the following amounts bi-weekly (based on 24 pay periods) toward the combined total premium for health, dental and vision insurance plans; the employee is responsible for the balance of the premium cost, if any.

E. Effective July 1, 2023, the City currently contributes the following amounts bi-weekly (based on 24 pay periods) toward the combined total premium for health, dental and vision insurance plans; the employee is responsible for the balance of the premium cost, if any. #16..
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15 Coverage Level Maximum City Contribution
Opt-out $225.00
Employee Only $336.50
Employee + One $602.00
Employee Plus Family $850.50
F. Effective January 1, 20240, the City shall contribute the following amounts bi-weekly (based on 24 pay periods) toward the combined total premium for health, dental and vision insurance plans; the employee is responsible for the balance of the premium cost, if any.

Coverage Level Maximum City Contribution
Opt-out $225.00
Employee Only $317.00345.00
Employee + One $567.00690.00
Employee Plus Family $801.50975.00
G. Effective January 1, 20251, the City shall contribute the following amounts bi-weekly (based on 24 pay periods) toward the combined total premium for health, dental and vision insurance plans; the employee is responsible for the balance of the premium cost, if any.

Coverage Level Maximum City Contribution
Opt-out $225.00
Employee Only $323.50359.00
Employee + One $578.50718.00
Employee Plus Family $817.501014.00
H. Effective January 1, 20262, the City shall contribute the following amounts bi-weekly (based on 24 pay periods) toward the combined total premium for health, dental and vision insurance plans; the employee is responsible for the balance of the premium cost, if any.

Coverage Level Maximum City Contribution
Opt-out $225.00
Employee Only $330.00374.00
Employee + One $590.00747.00
Employee Plus Family $834.001,055.00
I. Effective January 1, 20273, the City shall contribute the following amounts bi-weekly (based on 24 pay periods) toward the combined total premium for health, dental and vision insurance plans; the employee is responsible for the balance of the premium cost, if any.

Coverage Level Maximum City Contribution
Opt-out $225.00
Employee Only $336.50389.00
Employee + One $602.00777.00
Employee Plus Family $850.501,097.00
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16 J. The City's contribution for employees with family coverage or employee plus one dependent coverage shall not exceed the actual premium amount for the lowest cost HMO (including dental and vision) offered by the CITY, regardless of the health plan selected by the employee or the contribution amounts listed above.

K. For employees enrolled in the City-sponsored High Deductible Health Plan, the City shall deposit any balance of the applicable above contribution not needed to pay for the employee’s combined premiums, into the employee’s Health Savings Account.

L. For employees who opt out of health coverage, the employee may elect to deposit to the employee's deferred compensation account an amount equal to the remaining balance of the above contributions, if any, not needed to pay for the combined dental and vision premium or have the amount paid in cash. Employees who are out of work on approved, unpaid leaves of absences as set forth in Article 23(A) and who were receiving this opt-out benefit at the time their approved leave of absence began will continue to receive this optout benefit while they are on such approved leave.

M. Employees in regular positions budgeted less than eighty (80) hours per pay period or in job shared positions, shall receive premium contributions on a pro-rated basis.

N. Except as otherwise required by law or this MOU, employees on leave without pay in excess of forty (40) hours in a pay period shall not receive a contribution from the CITY towards premium payment and coverage shall cease, unless the premium is paid by the employee. Employees on leave without pay who return to work shall have their health, dental and vision insurance benefits reinstated on the first day of the pay period following the employee's return to work.

O. The CITY shall continue an IRS Section 125 program for pre-tax deductions for the employee share of health, dental and vision insurance premiums, for dependent care costs and for unreimbursed medical expenses.

P. The CITY agrees to provide the benefits described in this Article subject to carrier requirements. Selection of the insurance provider(s) shall be within the sole discretion of the CITY.

Q. The CITY’s health plan is January through December with open enrollment occurring during the month October and/or November.

ARTICLE 31. RETIREE HEALTH INSURANCE
A. HRA RHS Program: For all 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 Retiree Health SavingsReimbursement Arrangement (HSARA) account. After an initial two year eligibility period is met, Tthe CITY shall contribute $10025.00 per month for full time employees and a one time deposit of the amounts earned during the eligibility period shall be deposited to the employee’s account. #16..
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17 For a full time employee, this equates to a maximum of $300 per year after the initial eligibility period is met. 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.

The defined City contribution shall be increase annually by $10 monthly up to a maximum contribution of $140 per month by January 2027 as follows:

1. Effective January 1, 2024, the City shall deposit $55 bi-weekly (based on 24 pay periods) into an employee’s RHS account. 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.

2. Effective January 1, 2025, the City shall deposit $60 bi-weekly (based on 24 pay periods) into an employee’s RHS account. 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.

3. Effective January 1, 2026, the City shall deposit $65 bi-weekly (based on 24 pay periods) into an employee’s RHS account. 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.

1.4. Effective January 1, 2027, the City shall deposit $70 bi-weekly (based on 24 pay periods) into an employee’s RHS account. 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.

The defined City contribution shall be a maximum contribution of $100 per month by January 2019.

A.B. Retiree Medical Program
1) Eligible employees hired on or before December 31, 2010 who retire from the City after January 31, 2015:
a. 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.
b. 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 to purchase medical insurance. c. Funding/Eligibility of Retiree Medical Program/Sick Leave Conversion #16..
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18 d. For each eight hours converted to the retiree medical program, the recipient shall be provided a monthly contribution under one of the following schedules:

Retiree shall not be eligible to receive a contribution for dependent, spouse, or registered domestic partner under the Retiree + 1 or Retiree + Family levels if 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 Savings Account Reimbursement Arrangement (RHSHRA) 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 semi-annual 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. Loss 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 #16..
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19 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 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 forth in subparagraph ii(c)(3)(a) 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.

2.) Eligible Employees hired on or after January 1, 2011:
a. For employees 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, as described below:

1. Eligibility: Regular full time employees and employees in regular positions budgeted less than eighty (80) hours per pay period or job-shared positions are eligible to receive a CITY HRA contribution, if they have completed two (2) full years of continuous City regular service. If an employee separates employment before meeting the eligibility requirement, the employee shall receive no benefit.

2. City Contribution:
a. Initial Contribution: On the first pay period following completion of two (2) full years of continuous City service, regular full time employees shall receive a lump sum contribution of $2,400 deposited into an HRA account established in their 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 their hours worked.

Regular City Contribution: After the initial contribution (defined above) is made, the CITY shall contribute for each eligible full time employee $100.00 per month. For a full time employee, this equates to a maximum of $1,200 per year after the initial eligibility #16..
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20 period is met. 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. b.e. 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 premium of any sort. The City’s contribution under this section represents the entire contribution towards employee retiree medical.

1. Access to Account Balance:

a. Participants may access the balance in their RHSHRA account upon termination of employment and attainment of age 50 or retirement from CalPERS Retirement System, whichever is earlier.
b. Participants may defer accessing the account balance to any time beyond the earliest date described in (a).
c. Amounts that remain in the account balance are available to reimburse the participant for the same permitted medical expenses for the spouse and any other dependent covered under the retiree medical plan subject to the limitations and maximums as stipulated by law, however, federal regulations at this time does not permit the inclusion of expenses for domestic partners.

2. Survivors of Eligible Retirees with Account Balances:
a. Spouses and eligible dependent children or dependent adults that are disabled may continue to access account balances after the death of the retiree subject to the limitations and maximums as stipulated by law.
b. Domestic partners are not permitted access to the account balances of the participant at this time by virtue of restrictions in the federal regulations that govern these types of accounts.

3. Forfeiture of Account Balance:
a. If an active employee dies prior to retirement, the amount of account balance is available to eligible spouses and dependents to reimburse them for medical expenses permitted under the applicable section of the Internal Revenue code.
b. Account balances in part or in total for active participants or retirees without any eligible spouse or dependent or unused account balances after the death of the last eligible spouse or dependent will be forfeited and returned to all other active and retired participants in the form of a dividend allocated in direct proportion to the amount to #16..
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21 be distributed divided by the total account balance for all participants applied to each individual account balance.

4. This benefit will be subject to regulation under section 105(b) of the Internal Revenue Code and subject to revenue rulings for these types of plans as promulgated.

ARTICLE 36. EDUCATIONAL AND TRAINING ALLOWANCES
A. Management Training Allowance:

Employees with one or more years of service in a management classification may be eligible to receive a Management Training Allowance, subject to available funds and approval of the Director of Human Resources. Program criteria and funding are at the discretion of the CITY.

B. CITY payment of membership dues on behalf of employees who voluntarily elect to join professional associations shall be at the sole discretion of the department director, with consideration given to budget impacts and the benefits to the CITY.

ARTICLE 37. ANNUAL PHYSICAL EXAMINATION
Employees may utilize their own physician and seek reimbursement for out of pocket expenses not to exceed the CITY's cost for comparable services.

For those positions for which an annual physical is not required, employees may obtain an annual physical through their personal medical provider as required under the Affordable Care Act.

New Article: FATIGUED EMPLOYEES
(A) Policy. It is the policy of the City to ensure that an employee is not required to work such a significant number of hours that it might lead to extreme fatigue of that employee or place that employee in violation of any state or federal law governing employees possessing a commercial driver’s license. Further, the City seeks to provide and maintain a safe working environment for each individual.

This Article applies only to employees assigned to a 5/2, 9/80, 12/80 or 4/10 work shift.
(B) Hours Worked for non-exempt eligible employees. An employee who is required to work more than four (4) hours overtime within a sixteen (16)-hour time period AND whose regularly scheduled work shift begins less than six (6) hours from the time the overtime ends, will be afforded a full eight (8)-hour rest period before returning to work.

As an example, Employee’s regular shift ends at 11:00 p.m., and they are required to work five (5) hours of overtime and get off at 4:00 a.m. The employee’s next scheduled shift begins at 6:00 a.m. Therefore, the employee is entitled to eight (8) hours of rest beginning at 4:00 a.m. Since the eight (8) hours extends into the regular #16..
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22 shift, the employee is entitled to six (6) hours of paid fatigue time from 6:00 a.m. to 12:00 p.m.

In the case of extraordinary circumstances (i.e., a natural disaster), a Department Director or a Deputy Director may authorize an employee to work longer without a rest period.
(C) Hours Worked for exempt employees. An employee who is required to work more than four (4) hours beyond their regular work shift, within a sixteen (16)-hour time period AND whose regularly scheduled work shift begins less than six (6) hours from the time the excess four hours ends, will be afforded a full eight (8)-hour rest period before returning to work.

As an example, Employee’s regular shift ends at 11:00 p.m., and they are required to work five (5) hours additional to regular shift and get off at 4:00 a.m. The employee’s next scheduled shift begins at 6:00 a.m. Therefore, the employee is entitled to eight (8) hours of rest beginning at 4:00 a.m. Since the eight (8) hours extends into the regular shift, the employee is entitled to six (6) hours of fatigue time and shall be deemed to be on duty from 6:00 a.m. to 12:00 p.m. and there shall be no loss of salary.
(D) Rest Period. If the eight (8)-hour rest period discussed in (B) and (C) above extends into the next regularly scheduled work shift, the employee will be absent from the workplace for a period of time totaling eight (8) hours. Any portion of the eight (8)-hour rest period that extends into the regularly scheduled work shift will be considered time worked.
(E) Additional Rest Period. If, following the eight (8)-hour rest period, the employee is still too fatigued to return to work, the employee may request additional time off to be charged to the employee’s vacation, Holiday CTO, or CTO balance. This additional approved time off will not be recorded as an “unscheduled” leave.

New Article: DECLARED EMERGENCY PAY
In the event that the City receives reimbursement for a declared emergency and employees are scheduled to work outside of their regular duty hours or functions, the City will provide a daily stipend to employees in this bargaining unit for working during such emergencies. The daily stipend will only be applicable when declared emergency event provides for the City to be reimbursed for such stipend.

New Article: LEAVE BANK PURCHASE OPTION

1. The City and MCMA agree to allow employees of this bargaining unit to independently agree to a leave bank purchase option plan.
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23 2. The allowance is not to be viewed as a precedent or the establishment of a past practice or be construed in any way as MCMA waiving any contractual rights by MCMA to enforce the Memorandum of Understanding.

3. Effective July 1, 2023 through June 30, 2027, employees may elect a leave bank purchase option of 48 hours.

4. The City shall create for each eligible member an additional leave bank of 48 hours annually, during the pay period that contains July 1st. All members must exhaust the purchased leave bank no later than the pay period preceding the pay period that contains July 1st in the following year.

5. Two (2) hours of pay will be deducted over 24 pay periods beginning the pay period that contains July 1st and ending after the 24th pay period following, during each year of the term of the MOU.

6. Employees may elect to use leave bank purchase option hours in a minimum of two (2) hour increments.

7. 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. Exempt employees shall not work more than forty (40) hours during any workweek within which they take leave bank purchase option hours.

8. The City will continue to report each employee’s full base pay rate to CalPERS. Fifty percent of employees’ deductions are to be sent to CalPERS in the form of a discretionary UAL payment, the remaining 50% will be sent to the Section 115 Pension Trust. Record of the direct deposit to the UAL shall be provided with the other reports provided to MCMA on a per pay period basis.
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24 Exhibit X: MCMA Market Adjustments
Classification Total
Adjustment
Year 1
Adjustment Year 2 Adjustment
Account Clerk I (Confidential) 5.0% 2.5% 2.5%
Account Clerk II (Confidential) 5.0% 2.5% 2.5%
Account Technician II (Confidential) 5.0% 2.5% 2.5%
Account Technician I (Confidential) 5.0% 2.5% 2.5%
Accounting Manager 2.5% 2.5%
No further
adjustment
Administrative Analyst I 2.5% 2.5%
No further
adjustment
Administrative Analyst II 2.5% 2.5%
No further
adjustment
Administrative Services Officer 2.5% 2.5%
No further
adjustment
Airport Manager 2.5% 2.5%
No further
adjustment
Animal Control Supervisor 5.0% 2.5% 2.5%
Assistant Chief Building Official 2.5% 2.5%
No further
adjustment
Assistant City Engineer 5.0% 2.5% 2.5%
Assistant Engineer 5.0% 2.5% 2.5%
Assistant Planner 5.0% 2.5% 2.5%
Assistant Surveyor 5.0% 2.5% 2.5%
Associate Civil/Traffic Engineer 5.0% 2.5% 2.5%
Associate Landscape Architect/Associate Architect 5.0% 2.5% 2.5% Associate Planner 5.0% 2.5% 2.5%
Associate Engineer 5.0% 2.5% 2.5%
Associate Land Surveyor 5.0% 2.5% 2.5%
Building Inspection Supervisor 2.5% 2.5%
No further
adjustment
Building Safety Program Coordinator 2.5% 2.5%
No further
adjustment
Business Analyst 2.5% 2.5%
No further
adjustment
Centre Plaza Manager 2.5% 2.5%
No further
adjustment
Chief Building Official 2.5% 2.5%
No further
adjustment
City Engineer 5.0% 2.5% 2.5%
Community Development Manager 10.0% 5.0% 5.0%
Compost Facility Supervisor 2.5% 2.5%
No further
adjustment
Construction Inspection Supervisor 2.5% 2.5%
No further
adjustment
Cultural Services Program Manager 2.5% 2.5%
No further
adjustment
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25 Classification Total
Adjustment
Year 1
Adjustment Year 2 Adjustment
Economic Development Manager 10.0% 5.0% 5.0%
Economic Development Marketing Specialist 2.5% 2.5%
No further
adjustment
Electrical Supervisor 12.5% 7.5% 5.0%
Engineering Division Manager 5.0% 2.5% 2.5%
Facilities Manager 2.5% 2.5%
No further
adjustment
Fleet Manager 2.5% 2.5%
No further
adjustment
Financial Analyst I 2.5% 2.5%
No further
adjustment
Financial Analyst II 2.5% 2.5%
No further
adjustment
Financial Analyst III 2.5% 2.5%
No further
adjustment
Information Technology Manager 5.0% 2.5% 2.5%
Information Technology Security Officer 5.0% 2.5% 2.5%
Integrated Waste Program Manager 2.5% 2.5%
No further
adjustment
Junior Engineer 5.0% 2.5% 2.5%
Management Analyst 2.5% 2.5%
No further
adjustment
Neighborhood Preservation Supervisor 2.5% 2.5%
No further
adjustment
Operations Manager 2.5% 2.5%
No further
adjustment
Operations Supervisor 2.5% 2.5%
No further
adjustment
Parking Adjudication Program Coordinator 5.0% 2.5% 2.5% Parking Services Supervisor 5.0% 2.5% 2.5%
Parks Planning and Development Manager 5.0% 2.5% 2.5%
Parks Recreation & Neighborhood Operations
Manager 2.5% 2.5%
No further
adjustment
Planning Manager 5.0% 2.5% 2.5%
Police Civilian Manager 2.5% 2.5%
No further
adjustment
Police Civilian Supervisor 2.5% 2.5%
No further
adjustment
Police Hiring Supervisor 2.5% 2.5%
No further
adjustment
Police Support Specialist II (Confidential) 7.5% 5.0% 2.5% Principal Information Technology Administrator 5.0% 2.5% 2.5% Principal Planner 5.0% 2.5% 2.5%
Principal Systems Engineer 5.0% 2.5% 2.5%
Public Safety Business Services Analyst 2.5% 2.5%
No further
adjustment
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26 Classification Total
Adjustment
Year 1
Adjustment Year 2 Adjustment
Purchasing Manager 2.5% 2.5%
No further
adjustment
Recycling Program Coordinator 2.5% 2.5%
No further
adjustment
Revenue Collections and Compliance Manager 2.5% 2.5%
No further
adjustment
Senior Business Analyst 2.5% 2.5%
No further
adjustment
Senior Civil/Traffic Engineer 5.0% 2.5% 2.5%
Senior Community Development Program
Specialist 2.5% 2.5%
No further
adjustment
Senior Crime and Intelligence Analyst 5.0% 2.5% 2.5%
Senior Financial Analyst 2.5% 2.5%
No further
adjustment
Senior Land Surveyor 5.0% 2.5% 2.5%
Senior Landscape Architect/Senior Architect 5.0% 2.5% 2.5% Senior Planner 5.0% 2.5% 2.5%
Senior Software Analyst 5.0% 2.5% 2.5%
Senior Systems Engineer 5.0% 2.5% 2.5%
Senior Systems Technician 7.5% 2.5% 5.0%
Software Analyst I 5.0% 2.5% 2.5%
Software Analyst II 5.0% 2.5% 2.5%
Solid Waste Enforcement Supervisor 2.5% 2.5%
No further
adjustment
Streets Manager 2.5% 2.5%
No further
adjustment
Systems Engineer I 5.0% 2.5% 2.5%
Systems Engineer II 5.0% 2.5% 2.5%
Systems Technician I 7.5% 2.5% 5.0%
Systems Technician II 7.5% 2.5% 5.0%
Technology Solutions Analyst I 7.5% 2.5% 5.0%
Technology Solutions Analyst II 7.5% 2.5% 5.0%
Traffic Engineer 5.0% 2.5% 2.5%
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6/6/23
6/6/2023
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Total Tentative Agreement Between
The City of Modesto Package Proposal and MPNSA
May 17, 2023
The parties agree that a total tentative agreement for a successor Memorandum of Understanding (MOU) has been reached on the below items. This total tentative agreement is contingent upon ratification by the bargaining unit and approval by the City Council. All items in the current MOU not identified in this total tentative agreement shall remain the same.

There shall be no retroactivity for any proposed enhancement in this total tentative agreement.

The effective date of any proposed enhancement in this total tentative agreement shall be the date identified in the tentative agreement, or the date the City Council approves the enhancement in a successor MOU, whichever is later. Accordingly, to the extent this total tentative agreement identifies a date that is prior to the Council’s approval of a successor MOU, those dates shall be revised to the effective date of the successor MOU.

Summary
1)Wages
a) June 20, 2023, 4% base wage increase
b) June 18, 2024, 3% base wage increase;
c) July 1, 2025, 3% base wage increase and add Step F,
d) June 30, 2026, 3% base wage increase
2)Market Equity - Enhancement
a) As listed in Exhibit X:
i) Installment 1 effective June 20, 2023
ii) Installment 2 effective June 18, 2024
3)Call Back
a) Adjust from 78 minutes to 60 minutes
4)Special Assignment – Enhancement and New
a) Increase from 2.5% to 5.0%
b) Add Crisis Negotiation Team Collateral Assignment Pay i)1.0% Year one and increase 0.5% annually to a maximum of 2.5% 5)Longevity Incentive - New
a) 2.5% at 10 years of service
6) Education Incentive - New
a) BA/BS 2.5% and MA/MS 5%
7)Uniform Allowance
a) $20 increase upon contract adoption
b) Add Police Technician Allowance
8)Holidays - Enhancement
a) Adding Juneteenth and Cesar Chavez Day
9) Cafeteria Plan - Enhancement
a) Increase to City contribution as described below
10)Gym Membership - New
a)Gym membership of $12 per month
11) Retiree Health Savings - Increase
a) Additional $10 per month; increased annually
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12)Holiday CTO
a)Employees will receive hour for hour Holiday CTO based on work schedule 13) Leave Bank Purchase Option of 48 hours
14)Language Clean Up to be agreed by the parties

LANGUAGE
ARTICLE 1. TERM
The term of this Memorandum of Understanding (MOU) shall commence on July 1, 202319, and shall expire and otherwise be fully terminated at midnight, June 30, 20273.

Unless otherwise provided for in the MOU, none of the modifications to this agreement shall become effective prior to ratification of this agreement by MPNSA and adoption by the City Council.

ARTICLE 3. REPRESENTATION
This Memorandum of Understanding covers the employees in the following position classifications of City, which MPNSA is certified as representing, and MPNSA is the formally recognized employee organization which has the exclusive right to represent said employees during the term of this implementation.

Fire Prevention Inspector I
Fire Prevention Inspector II
Outreach Specialist
Police Animal Control Officer I
Police Animal Control Officer II
Police Cadet I
Police Cadet II
Police Clerk Support Specialist I
Police Clerk Support Specialist II
Police Community Service Officer I
Police Community Service Officer II
Police Crime and Intelligence Analyst I
Police Crime and Intelligence Analyst II
Police Evidence and Property Technician I
Police Evidence and Property Technician II
Police Identification Technician I
Police Identification Technician II
Police Officer Recruit
Police Technician
Senior Fire Prevention Inspector
Senior Outreach Specialist
ARTICLE 5. SALARY RATES AND STEP ADVANCEMENTS
A. Salary Rates and Ranges:
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1)The salary range for each of position shown in Exhibit 1 shall increase by two four percent (4.0%2.0%) effective the October 29, 2019June 20, 2023, as provided in Exhibit 24.
2)The salary range for each of those positions shall increase by two three percent (3.0%2.0%) effective June 1823, 20240, as provided in Exhibit 35. 3) The salary range for each of those positions shall increase by three percent (3.0%) effective July 1, 2025, as provided in Exhibit 4. 4)The salary range for each of those position shall increase by two three percent (3.0%2.0%) effective June 30, 202622, 2021 as provided in Exhibit 56. The salary range for each of those position shall increase by two percent (2.0%) effective June 21, 2022 as provided in Exhibit 7.

B. Labor Market Adjustments: In addition to the salary increases described in subsection (A) of this Article, the salary range for each of the benchmark classificationses listed in Exhibit X8, along with any related classes, shall increase in accordance with the schedule set forth in Exhibit X8. The effective date for the “Year 1 Adjustment” will be June 20, 2023. The effective date for the “Year 2 Adjustment” will be June 18, 2024.

In accordance with California Government Code Section 3500 et al., classification titles and ranges may be amended from time to time by Resolution adopted by the City Council.

C. For purposes of this Memorandum, base salary range shall mean the salary range assigned to a specific classification as provided in Exhibits 21 through 53. Base salary rate shall mean the hourly rate of pay established pursuant to the Step placement within the base salary range as provided in this Memorandum.

Paid time shall be based upon the base salary rate with the computation rounded to the nearest cent.

D. Each salary range shall consist of five (5) Steps, A through E. Each salary range shall consist of five (5) steps, A through E, at five percent (5%) increments.

Progression through the steps shall be based upon both length of service and job performance.
(1) Step A will normally be paid upon initial employment. a. The initial salary may be set at a higher Step only upon approval of the Department Director and City Manager. In cases of exceptional performance, employees hired at higher than Step A may be considered for their first Step increase after thirteen (13) pay periods. (2) Step B shall be paid upon completion of thirteen (13) pay periods with an overall "meets" performance evaluation. Employees in Step B shall be paid at Step C upon completion of twenty-six (26) pay periods in Step B with an overall “meets” performance evaluation.
(3) Step D through Step E shall be paid upon completion of twenty-six (26) pay periods with an overall "meets” performance evaluation at each Step. #16..
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(4) Accelerated Step increases within the established salary range may be granted in addition to those above, upon approval of the City Manager. (5) When a Step increase is denied, there shall be another performance evaluation of the employee in thirteen (13) pay periods from the effective date of the denied increase. There is no right of appeal to the withholding of a step increase, but the reasons for withholding shall be given in writing to the employee.
(6) Due to inferior work, lack of application, indifferent attitude or other legitimate reasons, an employee's Step may be reduced to a lower Step. There is no right of appeal due to the lowering of Steps, but the reasons for reduction shall be given in writing to the employee.
(7) All other salary administration policies shall be as contained in the Personnel Rules and Personnel Administrative Orders.

E. Effective July 1, 2025, each salary range shall consist of six (6) Steps, A through F at five percent (5%) increments. Progression through the steps shall be based upon both length of service and job performance. Effective July 1, 2025, employees who have been in Step E for 26 pay periods or more shall be placed into Step F. (1) Step A will normally be paid upon initial employment. a. The initial salary may be set at a higher Step only upon approval of the Department Director and City Manager. In cases of exceptional performance, employees hired at higher than Step A may be considered for their first Step increase after thirteen (13) pay periods. (2) Step B shall be paid upon completion of thirteen (13) pay periods with an overall "meets" performance evaluation. Employees in Step B shall be paid at Step C upon completion of twenty-six (26) pay periods in Step B with an overall “meets” performance evaluation.
(3) Step D through Step F shall be paid upon completion of twenty-six (26) pay periods with an overall "meets” performance evaluation at each Step. (4) Accelerated Step increases within the established salary range may be granted in addition to those above, upon approval of the City Manager. (5) When a Step increase is denied, there shall be another performance evaluation of the employee in thirteen (13) pay periods from the effective date of the denied increase. There is no right of appeal to the withholding of a step increase, but the reasons for withholding shall be given in writing to the employee.
(6) Due to inferior work, lack of application, indifferent attitude or other legitimate reasons, an employee's Step may be reduced to a lower Step. There is no right of appeal due to the lowering of Steps, but the reasons for reduction shall be given in writing to the employee.
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(7) All other salary administration policies shall be as contained in the Personnel Rules and Personnel Administrative Orders.

ARTICLE 15. CALL BACK
When an employee returns to active duty at the request of the Department Director, or designee, after said employee has been released from active duty, said employee shall be entitled to call-back compensation. Paid Call-Back shall begin when the employee departs for his/her duty assignment and shall end when the employee departs from the worksite. (A) The following incidents are not considered call-back and are compensated on a time and one-half basis:
(1) Planned overtime for which the employee has received a minimum of twenty-four (24) hours advance notice;
(2) Overtime associated with assigned Standby as described in Article 13; (3) Overtime which occurs as an extension of an employee’s regular workday; (4) When an employee begins work at the request of the Department within ninety (90) minutes prior to the scheduled start of his/her regular work shift. (B) When on call-back, an employee receives the following compensation:
(1) Three (3) hours of straight time per call-back occurrence; (2) In addition to the three (3) hours of straight time, overtime will be applied as paying time and one-half pay for actual time worked in excess of seventyeightsixty (6078) minutes.

ARTICLE 19. SHIFT BIDDING & SPECIAL ASSIGNMENTS
A. Squad and Shift Bidding for Patrol:
(1) Police Community Service Officers assigned to general police field duties within the Operations Division may bid for squad and shift assignments based on seniority. Shift assignments are four (4) consecutive calendar months.

Seniority shall be classification seniority.
(2) Subject to the remaining provisions of this paragraph, CSOs assigned to the Operations Division may submit squad and shift bids during the months of November, March and July for the following four-month (4 month) period. (3) Following six (6) consecutive assignments to the same shift, a CSO shall rotate off that shift by bidding for another shift assignment. (4) Each employee’s bid will contain the following information:
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(a) Name
(b) Badge Number
(c) Notation of assignment to any specialized units
(d) First choice of shift
(e) Second choice of shift
(f) Third choice of shift
(g) First choice squad
(5) The Department must post a seniority list of employees no later than November 1st, March 1st and July 1st. Any objections to the posted seniority list shall be reported to the Operations Division Commander within ten (10) calendar days of the posting.
(6) All CSOs who have not successfully completed their initial probationary period prior to the posting of the seniority list may be exempted from the shift bidding process at the discretion of the Operations Division Commander.

B. Squad and Shift Bidding for Records:
(1) Police Clerks Support Specialists assigned to Records Division may bid for squad and shift assignments based on seniority. Seniority shall be by classification seniority.
(2) Subject to the remaining provisions of this paragraph, Police Support Specialists Clerks assigned to Records may submit squad and shift bids upon request in anticipation of reassignments. All records reassignments will be based on the shift bids during the months of December and June for the following six-month (6 month) period.
(3) Each employee’s bid will contain the following information:
(a) Name
(b) Date of Hire
(c) Notation of prior assignment to any specialized units (d) First choice of shift
(e) Second choice of shift
(f) Third choice of shift
(g) First choice of squad
(4) The Department must post a seniority list of employees each time a seniority bid occurs no later than December 1st, and June 1st. Any objections to the posted seniority list shall be reported to the Records Lieutenant within ten (10) calendar days of the posting.
(5) All Support SpecialistsRecords Clerks who have not successfully completed their initial probationary period prior to the posting of the seniority list may be exempted from the shift bidding process at the discretion of the Records Lieutenant.

C. Special Assignments:
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(1) There shall be a five (5) consecutive year limit to special assignments. A special assignment is defined as any assignment that removes the employee from regular patrol duties as a Police Community Service Officer or from the seniority shift bidding process in Records as a Police Support SpecialistsClerk.

The employee’s performance will be evaluated annually and must maintain a minimum rating of “professional” to remain in the assignment. The Chief of Police or their designee may exercise, notwithstanding the foregoing limitation, at their discretion to extend these assignments beyond five (5) years. Absent exceptional circumstances, employees who have completed five (5) consecutive years in special assignments must perform at least twelve (12) months of regular patrol duty or duty in Records before being assigned to another special assignment.
(2) In the event an employee has fulfilled the maximum term limit and must vacate a special assignment and the department has not received any interest from a qualified applicant, the incumbent may, with approval of the Police Chief, extend the assignment one (1) year. However, if the department receives interest from a qualified applicant during the one (1) year extension, the incumbent must vacate the special assignment at the end of the one (1) year extension in order to fill the position with an applicant. The one (1) year extension may be repeated if the preceding conditions persist. (3) Special assignments and terms are set forth in General Order 2.14, Specialized and Collateral Assignments.
(4) Notwithstanding this special assignment provision, the Chief of Police ultimately has the discretion to determine the length and terms of any assignment based on the needs of the department.
(5) Police Community Service Officer Assignment Pay: Police Community Service Officers assigned to non-patrol duties as set forth in this subsection (C) shall receive an additional two and one halffive percent (2.55.0%) in compensation for the duration of that special assignment and ending upon return to patrol duties.
(6) Police Records ClerkSupport Specialist Assignment Pay: Police Records ClerksSupport Specialists serving in a special assignment as set forth in this subsection (C) shall receive an additional two and one halffive percent (2.55.0%) in compensation for the duration of that special assignment and ending upon return to traditional Records Division assignment. (7) Special Assignment Pay for Collateral Assignment on the Crisis Negotiation Team:

In order to be eligible for this specialty pay, employees must be routinely and consistently assigned to work a collateral assignment on the Crisis Negotiation Team.
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a. Effective July 1, 2023, employees shall receive a one percent (1.0%) collateral assignment pay.
b. Effective July 1, 2024, employees shall receive an additional one half percent (0.5%) for a maximum of one and one half percent (1.5%) collateral assignment pay.
c. Effective July 1, 2025, employees shall receive an additional one half percent (0.5%) for a maximum of two percent (2.0%) collateral assignment pay.
d. Effective July 1, 2026, employees shall receive an additional one half percent (0.5%) for a maximum of two and one half percent (2.5%) collateral assignment pay.

Employees must maintain a meets expectations performance review to maintain collateral assignment.

D. Management Rights:
(A) Nothing contained herein shall limit the discretion of the employer to determine the number of employees to be assigned to each area, shift, Bureau, Division, Unit or specialized position, or the discretion of the employer to assign and transfer employees to meet the operating requirements of the Department, including temporary hardship needs of an employee.
(B) The bid system shall not supersede Management Rights as stated in Article 2 of this Memorandum, nor shall it infringe upon any of the Management Rights contained therein. Specifically, Management retains the right to assign and transfer employees.
(C) The Department Director is the final authority in assigning personnel and such decisions shall not be subject to the grievance procedure, arbitration or considered as discipline.
(D) All other administrative policies and procedures shall be as contained in the Personnel Rules and Personnel Administrative Orders.

ARTICLE 21. SPECIALTY PAY
(A) Shift Pay: Employees who are regularly assigned to work swing shift which is defined as any shift beginning on or after 12 noon, shall receive a shift differential of $6 per shift for every regularly scheduled shift.

Employees who are regularly assigned to work graveyard shift which is defined as any shift beginning on or after 4:30 pm shall receive a shift differential of $8 per shift for every regularly scheduled shift.

Police Support Specialists Clerks regularly assigned to work a swing or graveyard shift shall receive the shift differential when working a double day. #16..
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No shift differential shall be paid to an employee working an overtime shift where the employee is receiving time and one half pay. An employee who works hours in addition to his or her regular schedule on a short week at straight time shall receive the differential.

An employee who works all or part of a regularly scheduled swing or graveyard shift shall receive the full differential for that shift.
(B) Training Pay: Employees in this bargaining unit directed to train other employees shall receive five percent (5%) assignment pay for all hours worked as a trainer. (C) CSO – ID Unit Pay: Community Service Officers assigned to the ID Unit shall receive an additional five percent (5%) in compensation.
(D) Bilingual Pay: Each Department Director shall, on an annual basis, determine the number of bilingual employees that are needed for oral translation purposes within their department. For purposes of this Article, bilingual is defined as Spanish, Southeast Asian language(s) common to this area, sign language or other languages deemed desirable by the Department Director.

Prior to January 1 annually, each department will provide to their employees a list of translation opportunities within the department. Employee participation in this effort is voluntary.

A review panel made up of three (3) experts (as determined by the department) will assess the qualifications of employees wishing to participate. Two (2) of the three (3) panel members must agree that the person is capable of bilingual translation.

Employees who pass the review panel and are needed in this capacity by the department shall receive $50.00 (fifty dollars) per pay period. Employees must agree to use their bilingual skills at the direction of the department for a minimum of one (1) year from the time the compensation begins, unless an unusual hardship is presented by the employee.

The Department Director may choose to eliminate the compensation if it is determined that the translation services are not being effectively delivered by the employee and/or the need is no longer present in a specific division. If more employees are deemed to be capable of bilingual translation than the need for these services, the Department Director may choose to rotate this duty between eligible employees.

An employee certified and receiving bilingual compensation shall cease receiving the pay after they have been out of the workplace for three (3) consecutive pay periods. The pay will not be granted beginning the first day of the following pay #16..
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period. The pay will be resumed the first full pay period the employee returns to work.
(E) Longevity Pay. Effective July 1, 2023, employees with ten (10) years of service with the City shall be eligible for two- and one-half percent (2.5%) Longevity Incentive Pay.
(F) Educational Incentive. Effective July 1, 2023, employees who possess a degree from an accredited institution that enhances their ability to perform their job responsibilities shall be eligible for a maximum of five percent (5.0%) compensation for the highest college degree obtained and listed below:
1) BA/BS 2.5%
1)2) MA/MS 5.0%
(E)(G)Pay Differentials: Pay differentials provided in paragraphs (A) through (E)€ herein shall be included in base pay for purposes of compensation for approved vacation and holiday leave, compensating time off and sick leave.

ARTICLE 23. UNIFORM ALLOWANCES
(A) Police: All Police Department employees who are required to wear uniforms shall do so in accordance with the Police Departme’nt's uniform and equipment regulation and receive uniform allowance as follows:
(1) Police Community Service Officers and, Police Animal Control Officers and Police Identification Technicians shall receive a uniform allowance of one hundred twenty dollars ($12000.00) per month paid on the last paycheck of the month.
(2) Police Technicians assigned to RTCC, Police Identification Technicians, Police Evidence and Property Technicians and Outreach Specialists and shall receive a uniform allowance of eightyone hundred-five dollars ($105.0085.00) per month paid on the last paycheck of the month.
(3) Police Technicians assigned to Records and Clerks Police Support Specialists shall receive a uniform allowance of seventyninety-two dollars ($792.00) per month paid on the last paycheck of the month.
(4) Full Time Police Cadets shall receive a uniform allowance of one hundred twenty dollars ($120.00) per month paid on the last paycheck of the month; Part Time Police Cadets shall receive a pro-rated uniform allowance of fifty sixty dollars ($560.00) per month paid on the last paycheck of the month. (B) Fire: All Fire Department employees who are required to wear uniforms shall do so in accordance with the Fire Department Rules and Regulations and receive a uniform allowance as follows:
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Fire Prevention Technician InspectorI, II, and Senior Fire Prevention Technicians Inspector shall receive a uniform allowance of one hundred and twenty-five dollars ($125.00105.00) per month. Newly hired employees shall receive an allowance prorated from the date of hire.
(C) Reimbursement for Damage: The City will reimburse employees for the cost of replacing or repairing damaged uniforms in accordance with Personnel Administrative Order 19.1-81-6.
(D) An employee hired into or promoted into a position requiring a uniform or different uniform will receive a uniform allowance advance equal to three (3) months’ accrual.

The advancement will be provided within twenty (20) days of hire. The employee will not receive a uniform allowance for the first three months of employment. If an employee leaves the department and is subsequently rehired, such advance allowance will be available provided the employee has been separated from city service for more than twelve (12) months.

ARTICLE 25. HOLIDAYS
(A) Fixed Holidays: All employees in regular positions, except those employees assigned to a 6/3, 4/11 or a modified 4/10 schedule shall be entitled to the following fixed holidays:

New Year’s Day Martin Luther King, Jr. Day
Presidents’ Day Cesar Chavez Day
Memorial Day Juneteenth
Independence Day Labor Day
Veterans’ Day Thanksgiving Day
Day after Thanksgiving Day Christmas Day
The first pay period of January of each year, employees assigned to the 4/11 or modified 4/10 schedule shall be credited with eighty-eight (88) hours of accrued holiday time. Holiday leave shall be reduced by eighty-eight (88) as required by the modified 4/10 schedule for a net of zero (0) hours or reduced by twenty (20) hours as required by the 4/11 schedule, for a net of sixty-eight (68) hours. See Appendix.

Employees assigned to the 4/11 or modified 4/10 schedule are not entitled to any additional compensation when the holiday falls on their regular workday. For employees on a 4/11 schedule, the remaining sixty-eight (68) hours of holiday time in the employee’s regular holiday account shall be taken as time off, or shall be forfeited at the end of each calendar year. (The end of the calendar year is defined as the pay period in which January 1 falls). If an employee enters into or leaves a 4/11 or modified 4/10 schedule, the employees holiday hours shall be adjusted to reflect the schedule change.

At the sole discretion of the Police Chief, a probationary Police Community Service Officer assigned to Field Training may be required to cash out all, or a portion, of their holiday time. The Police Chief shall determine the number of hours to be cashed out based on the timing and duration of the Field Training assignment and the needs of the Police Department.
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(B) Floating Holiday: Employees in regular positions shall be entitled to a total of eight (8) hours on a 5/2 or 6/3 schedule, nine (9) hours for a 9/80, ten (10) hours for a 4/10 schedule, eleven (11) hours for a 4/11 schedule floating holiday time provided that the employee is on the payroll during the entire pay period in which such floating holiday time is to accrue. "Entire pay period" shall mean that an employee must have been hired prior to, or at the start of, the pay period and not have separated prior to the end of the pay period and was paid for at least one-half (1/2) of the scheduled hours. Floating holiday time shall be accrued during the pay period in which January 1 falls.
(C) Floating holidays accrued shall be available for use the first day following the pay period in which they are accrued, with the approval of the Department Director. (D) Job Sharing: Employees in regular positions budgeted less than eighty (80) hours per period or job-shared positions shall receive fixed and floating holiday accruals on a pro-rata basis.
(E) If a fixed holiday falls on an employee's regularly scheduled workday, the employee shall be entitled to a total of eight (8), nine (9), ten (10) or eleven (11) hours (a full work shift) of holiday time off depending on their current work schedule. Employees on a modified 4-10 or 4-11 shall receive holiday compensation as defined in the shift agreement.
(F) If a fixed holiday falls on a Saturday, the preceding Friday will be observed as the fixed holiday. If a fixed holiday falls on a Sunday, the succeeding Monday will be observed as the fixed holiday.
(G) If a fixed holiday falls on an employee'’s regularly scheduled day off, the full time employee shall be entitled to a total of eight (8), nine (9), ten (10) or eleven (11) hours (a full work shift) of holiday time compensatory off, depending on their current work schedule hours of holiday compensatory time.
(H) Employees working on fixed holidays shall be compensated at time and one-half for time actually worked; irrespective of hours actually worked in this workweek. In no event shall such an employee be compensated for working a fixed holiday in excess of one and one-half (1-1/2) times the employee's regular hourly rate of pay plus hour-for-hour holiday compensatory time except as provided in Article 12 (c). (I) Whenever a regular employee is required to work on a fixed holiday, which falls within the employee's regularly scheduled work week, the employee shall accrue, on an hour-for-hour basis, up to a total of regularly scheduled hours (eight (8), nine (9), or ten (10) or eleven (11), holiday compensatory time. (J) Whenever a regular employee is required to work on a fixed holiday which falls on a regular day off, the employee shall accrue on an hour-for-hour basis up to a total of eight eleven (118) hours of holiday compensatory time irrespective depending on theof employee's normal current work schedule (4/10, 4/11 or 9/80,). #16..
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(K) Employees on leave without pay the last scheduled workday before and the first scheduled workday after a fixed holiday shall not receive holiday pay. (L) Holiday time may be accrued up to a maximum of forty (40) hours. When the employee reaches the forty (40) hour maximum, additional holiday time worked shall be compensated in cash at straight time rates. Upon termination or retirement, employees shall be compensated for any unused accrued holiday time at the then current regular hourly rate of pay.
(M) Employees may request cash-out of up to forty (40) hours of their grandfathered holiday time annually during the pay period in which November 1 falls. This cashout is at the employee’s current regular hourly rate of pay.

ARTICLE 32. HEALTH, DENTAL, VISION INSURANCE
All employees in regular positions budgeted for forty (40) hours or more per pay period shall be eligible to participate in the health, dental and vision programs authorized by the City.

The City agrees to make available the health, dental and vision benefits currently provided for employees represented by MPNSA or any other program(s) mutually agreed upon by the parties.

Employees may opt out of participation in the City’s medical health plans if the employee provides proof of coverage under another medical health insurance. This option may only be exercised during the City’s open enrollment period or within thirty (30) days of a qualifying “life change” event as defined by the IRS. Employees who opt out of participation shall continue to participate in the City dental and vision plans.

For new employees, eligibility for health, dental and vision insurance benefits shall start with the beginning of the payroll period following completion of four (4) full pay periods.

The City shall contribute the following amounts bi-weekly (based on twenty-four (24) pay periods) toward the combined total premium for health, dental and vision insurance plans; the employee is responsible for the balance of the premium cost, if any. (A) Effective July 1, 2023, the City currently contributes the following amounts bi-weekly (based on 24 pay periods) toward the combined total premium for health, dental and vision insurance plans; the employee is responsible for the balance of the premium cost, if any.

Coverage Level Maximum City Contribution
Opt-out $225.00
Employee Only $336.50
Employee + One $602.00
Employee Plus Family $850.50
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(B) Effective January 1, 20240, the City shall contribute the following amounts bi-weekly (based on 24 pay periods) toward the combined total premium for health, dental and vision insurance plans; the employee is responsible for the balance of the premium cost, if any.

Coverage Level Maximum City Contribution
Opt-out $225.00
Employee Only $345.0017.00
Employee + One $690.00567.00
Employee Plus Family $975.00801.50
(C) Effective January 1, 20251, the City shall contribute the following amounts bi-weekly (based on 24 pay periods) toward the combined total premium for health, dental and vision insurance plans; the employee is responsible for the balance of the premium cost, if any.

Coverage Level Maximum City Contribution
Opt-out $225.00
Employee Only $359.00323.50
Employee + One $718.00578.50
Employee Plus Family $1014.00817.50
(D) Effective January 1, 20262, the City shall contribute the following amounts bi-weekly (based on 24 pay periods) toward the combined total premium for health, dental and vision insurance plans; the employee is responsible for the balance of the premium cost, if any.

Coverage Level Maximum City Contribution
Opt-out $225.00
Employee Only $374.00330.00
Employee + One $747.00590.00
Employee Plus Family $1055.00834.00
(E) Effective January 1, 20273, the City shall contribute the following amounts bi-weekly (based on 24 pay periods) toward the combined total premium for health, dental and vision insurance plans; the employee is responsible for the balance of the premium cost, if any.

Coverage Level Maximum City Contribution
Opt-out $225.00
Employee Only $389.00336.50
Employee + One $777.00602.00
Employee Plus Family $1097.00850.50
(F) The City's contribution for employees with family coverage or employee plus one dependent coverage shall not exceed the actual premium amount for the lowest cost HMO (including dental and vision) offered by the CITY, regardless of the health plan selected by the employee or the contribution amounts listed above. #16..
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(G) For employees enrolled in the City-sponsored High Deductible Health Plan, the City shall deposit any balance of the applicable above contribution not needed to pay for the employee’s combined premiums, into the employee’s Health Savings Account. (H) For employees who opt out of medical health coverage, employee may elect to deposit to the employee’s deferred compensation account an amount equal to the remaining balance of the above contributions, if any, not needed to pay for the dental and vision premium or have the amount paid in cash.

Employees in regular positions budgeted less than eighty (80) hours per pay period or in job-shared positions, shall receive premium contributions on a pro-rated basis.

Except as otherwise required by law or this Memorandum, employees on leave without pay in excess of forty (40) hours in a pay period shall not receive a contribution from the City towards premium payment and coverage shall cease, unless the premium is paid by the employee. Employees on leave without pay who return to work shall have their health, dental, and vision insurance benefits reinstated on the first day of the pay period following the employee's return to work.

Employees receiving Workers’ Compensation temporary disability payments through payroll shall continue to receive the City contribution towards health, dental and vision benefits.

The City shall continue an IRS Section 125 program for pre-tax deductions for the employee share of health, dental and vision insurance premiums for un-reimbursed health, dental and vision expenses and dependent care costs.

The City agrees to provide the benefits described in this Article subject to carrier requirements. Selection of the insurance provider(s) shall be within the sole discretion of the City.

The City's health plan year is January through December with open enrollment occurring during the month of October.

The City shall pay members a monthly membership fee of twelve dollars ($12) for each employee to utilize the fitness center located at 1018 13th Street, Modesto.

The monthly fee shall not increase during the term of this Agreement.

Should the year-over-year healthcare premium for the Kaiser HDHP (Employee + 1) plan increase by ten percent (10%) or greater, the parties shall meet and confer to discuss the City’s contributions towards employee healthcare costs for the applicable plan year. In no event will the City’s contribution to healthcare costs be decreased under this reopener. This provision shall sunset at the expiration of this contract.

ARTICLE 33. RETIREE HEALTH INSURANCE
(A) Eligible Employees hired before January 1, 2011 who retire from the City on or after January 1, 2015:
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The City will no longer offer retiree medical plans through the City’s group plans effective January 1, 2015; however, a retiree may elect on a one-time basis at retirement the option to purchase and maintain the City’s dental and vision plans at retiree’s cost.

I. Retiree Medical Program
a. The City currently contributes to a City sponsored defined contribution retiree medical benefit plan a City contribution of one hundred dollars ($100)25 per month for full time employees. For a full-time employee, this equates to a maximum of one thousand two hundred dollars ($1,200)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.

Effective January 1, 2019, the defined City contribution shall increase by an additional $15. The defined City contribution shall be a maximum contribution of $100 per month by January 2019.

Effective January 1, 2024, the defined City contribution shall increase by an additional ten dollars ($10) for a total of one hundred ten dollars ($110) per employee, per month. 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.

Effective January 1, 2025, the defined City contribution shall increase by an additional ten dollars ($10) for a total of one hundred twenty dollars ($120) per employee, per month. 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.

Effective January 1, 2026, the defined City contribution shall increase by an additional ten dollars ($10) for a total of one hundred thirty dollars ($130) per employee, per month. 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.

Effective January 1, 2027, the defined City contribution shall increase by an additional ten dollars ($10) for a total of one hundred forty dollars ($140) per employee, per month. 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 under this subsection shall be deemed to have satisfied any service eligibility requirements necessary to receive this benefit. b. Employees who retire after five (5) continuous years of service in good standing may, on a one-time basis, have ninety percent (90%) of their unused grandfathered sick leave converted to a City sponsored defined #16..
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contribution retiree medical benefit plan at a rate of eight (8) hours equals one month of contribution to purchase medical insurance.

II. Funding/Eligibility of Retiree Medical Program/Sick Leave Conversion a. For each eight hours converted to retiree medical program, the recipient shall be provided a monthly contribution under one of the following schedules:

Non-Medicare Eligible RecipientMedicare Eligible Recipient Retiree Only = $500 Retiree Only = $250
Retiree +1 Dep = $1,000Retiree +1 Dep = $500
Retiree + Family = $1,000Retiree + Family = $500
Combined contributions for Retirees
1 Non-Medicare + 1 Medicare coverage = $750
b. 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). c. Retiree shall not be eligible to receive a contribution for dependent, spouse, or registered domestic partner under the Retiree + 1 or Retiree + Family levels if retiree’s dependent, spouse, or registered domestic partner has medical insurance through their current employer, is covered under Retiree’s current employer, or if Retiree does not purchase individual insurance for dependent.
d. Upon retirement only, the City shall transfer contributions based on eligibility above into the retiree’s individual account with the City 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:
i. Upon Retirement – initial contributions will be made for the months from 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.
ii. 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) & July 31st (for months July - December) until exhaustion of sick leave conversion.
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2. To receive the semi-annual 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. This will not result, however, in a reduction to the number of months the Retiree is eligible for receiving contributions in the future in they did not receive a contribution during the year.

3. 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 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.

4. 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 $500 for spouse or $1,000 for spouse and one or more child dependent 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.
(B) Eligible Employees hired on or after January 1, 2011:
(1) For employees 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 Retiree Heath Savings Reimbursement Arrangement (RHSRA) account, as described below:
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(a) Eligibility: Regular full time employees and employees in regular positions budgeted less than eighty (80) hours per pay period or jobshared positions are eligible to receive a City HRA RHS contribution, if they have completed two (2) full years of continuous City regular service. If an employee separates employment before meeting the eligibility requirement, the employee shall receive no benefit. (b) City Contribution:
(1) Initial Contribution: On the first pay period following completion of two (2) full years of continuous City service, regular full time employees shall receive a lump sum contribution of $2,400 deposited into an HRA RHS account established in their 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 their hours worked.
(2) Regular City Contribution: After the initial contribution (defined above) is made, the City shall contribute for each eligible full-time employee, one hundred dollars ($100.00) per month. For a full-time employee, this equates to a maximum of $1,200 per year after the initial eligibility period is met. 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 their hours worked. 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.

The regular City contribution shall be increased annually by ten dollars ($10) monthly, up to a maximum contribution of $140 per month by January 2027 as follows:
a)Effective January 1, 2024, the defined City contribution shall increase by an additional ten dollars ($10) per month, per employee for a total of $110 monthly. 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. b)Effective January 1, 2025 the defined City contribution shall increase by an additional ten dollars ($10) per month, per employee for a total of $120 monthly. 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. c)Effective January 1, 2026 the defined City contribution shall increase by an additional ten dollars ($10) per month, per employee for a total of $130 monthly. Employees in regular #16..
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positions budgeted less than eighty (80) hours per pay period or job-shared positions, shall receive a pro-rated amount per month. a)d)Effective January 1, 2027, the defined City contribution shall increase by an additional ten dollars ($10) per month, per employee for a total of $140 monthly. 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. (D) Access to Account Balance:
(1) Participants may access the balance in their HRA RHS account upon termination of employment and attainment of age fifty (50) or retirement from CalPERS Retirement System, whichever is earlier.
(2) Participants may defer accessing the account balance to any time beyond the earliest date described in (1).
(3) Amounts that remain in the account balance are available to reimburse the participant for the same permitted medical expenses for the spouse and any other dependent covered under the retiree medical plan subject to the limitations and maximums as stipulated by law, however, federal regulations at this time do not permit the inclusion of expenses for domestic partners. Should future federal regulations allow for the inclusion of domestic partners, they shall be added as eligible to this section.
(E) Survivors of eligible retirees with account balances:
(1) Spouses and eligible dependent children or dependent adults that are disabled may continue to access account balances after the death of the retiree subject to the limitations and maximums as stipulated by law.
(2) Domestic partners are not permitted access to the account balances of the participant at this time by virtue of restrictions in the federal regulations that govern these types of accounts. Should future federal regulations allow for the inclusion of domestic partners, they shall be added as eligible to Section (1), above.
(F) Forfeiture of account balance:
(1) If an active employee dies prior to retirement, the amount of account balance is available to eligible spouses and dependents to reimburse them for medical expenses permitted under the applicable section of the Internal Revenue code. (2) Account balances in part or in total for active participants or retirees without any eligible spouse or dependent or unused account balances after the death of the last eligible spouse or dependent will be forfeited and returned to all other active and retired participants in the form of a dividend allocated in direct proportion to #16..
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the amount to be distributed divided by the total account balance for all participants applied to each individual account balance.

(G) This benefit will be subject to regulation under section 105(b) of the Internal Revenue Code and subject to revenue rulings for these types of plans as promulgated.

New Article: Leave Bank Purchase Option

1.The City and MPNSA agree to allow employees of this bargaining unit to independently agree to a leave bank purchase option plan.

2.The allowance is not to be viewed as a precedent or the establishment of a past practice or be construed in any way as MPNSA waiving any contractual rights by MPNSA to enforce the Memorandum of Understanding.

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

4.The City shall create for each eligible member an additional leave bank of 48 hours annually, during the pay period that contains July 1st. All members must exhaust the purchased leave bank no later than the pay period preceding the pay period that contains July 1st in the following year.

5.Two (2) hours of pay will be deducted over 24 pay periods beginning the pay period that contains July 1
st and ending after the 24th pay period following, during each year of the term of the MOU.

6.Employees may elect to use leave bank purchase option hours in a minimum of two (2) hour increments.

7.Overtime Exempt members of MPNSA’s bargaining unit 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). Record of the direct deposit to the UAL shall be provided with the other reports provided to MPNSA on a per pay period basis.
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Exhibit X MPNSA Market Adjustments
Classification Total
Adjustment
Year 1
Adjustment Year 2 Adjustment
Police Animal Control Officer I 5.0% 5.0% No further adjustment Police Animal Control Officer II 5.0% 5.0% No further adjustment Police Community Service Officer I 5.0% 5.0% No further adjustment Police Community Service Officer II 5.0% 5.0% No further adjustment Police Crime & Intelligence Analyst I 5.0% 2.5% 2.5%
Police Crime & Intelligence Analyst II 5.0% 2.5% 2.5%
Police Evidence & Property Technician I 2.5% 2.5% No further adjustment Police Evidence & Property Technician II 2.5% 2.5% No further adjustment Police Identification Technician I 2.5% 2.5% No further adjustment Police Identification Technician II 2.5% 2.5% No further adjustment Police Support Specialist I 7.5% 5.0% 2.5%
Police Support Specialist II 7.5% 5.0% 2.5%
Police Technician 2.5% 2.5% No further adjustment
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CITY OF MODESTO

SUMMARY OF BENEFIT OFFERINGS FOR

UNREPRESENTED SWORN MANAGEMENT AND

NON-SWORN MANAGEMENT AND

CONFIDENTIAL EMPLOYEES,

INCLUDING CHARTER OFFICERS AND

EXECUTIVES
Effective June 20, 2023
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1 Table of Contents
SECTION 1. PROBATIONARY PERIOD...............................................................................................3 SECTION 2. COMPENSATORY TIME OFF CAP. ...............................................................................4 SECTION 3. HOLIDAY CAP....................................................................................................................4 SECTION 4 MANAGEMENT LEAVE. ....................................................................................................4 SECTION 5. MANAGEMENT LEAVE ANNUAL CASHOUT...............................................................4 SECTION 6. MEDICAL LEAVES OF ABSENCE..................................................................................4 SECTION 7. CATASTROPHIC LEAVE..................................................................................................5 SECTION 8. NEGATIVE VACATION. ....................................................................................................5 SECTION 9. LEAVE CASHOUTS FOR SWORN FIRE MANAGEMENT EMPLOYEES................5 SECTION 10. SICK LEAVE. ....................................................................................................................5 SECTION 11. SICK LEAVE CASHOUT FOR SWORN FIRE MANAGEMENT EMPLOYEES......6 SECTION 12. PROMOTION....................................................................................................................6 SECTION 13. REGISTRATION AND CERTIFICATION FEES. .........................................................6 SECTION 14. VEHICLE ALLOWANCE..................................................................................................6 SECTION 15. UNIFORM ALLOWANCES. ............................................................................................7 SECTION 16. POST CERTIFICATION PAY. ........................................................................................7 SECTION 17. BONUS PAY FOR UNREPRESENTED POLICE MANAGEMENT. .........................7 SECTION 18. HAZARDOUS MATERIALS CERTIFICATION PAY....................................................7 SECTION 19. ALS PARAMEDIC PAY. ..................................................................................................7 #16..
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2 SECTION 20. FIRE CHIEF OFFICER SHIFT STIPEND. ....................................................................8 SECTION 21. ASSIGNMENT PAY. ........................................................................................................8 SECTION 22. MUTUAL AID ASSIGNMENT. ........................................................................................8 SECTION 23. DEFERRED COMPENSATION 457 PLAN. .................................................................9 SECTION 24. DEFERRED COMPENSATION 401 (a) MONEY PURCHASE PLANS...................9 SECTION 25. HEALTH, DENTAL AND VISION BENEFITS...............................................................9 SECTION 26. DOMESTIC PARTNERS...............................................................................................10 SECTION 27. RETIREE HEALTH INSURANCE. ...............................................................................10 SECTION 28. PAYCHECK ADVICES. .................................................................................................14 SECTION 29. EDUCATION INCENTIVE PAY....................................................................................14 SECTION 30. CERTIFICATION INCENTIVE PAY.............................................................................15 SECTION 31. LONGEVITY INCENTIVE PAY. ...................................................................................16 SECTION 32. UNFUNDED LIABILITY.................................................................................................16 SECTION 33. FURLOUGH. ...................................................................................................................18 SECTION 34. LEAVE BANK PURCHASE OPTION. .........................................................................19 #16..
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3 Nothing in this document shall create an express or implied covenant or contract or create a property right or tenure for any person appointed to unrepresented classifications covered by this Summary.

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.

Further, 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 and for Unrepresented Sworn Police employees consistent with the terms and conditions of employment covering employees in the Modesto Police Officers Association (MPOA) bargaining unit.

By Resolution No 2022-268, Council approved updated the benefit offerings for unrepresented sworn management and non-sworn management and confidential employees, including charter officers and executives; and authorized the city manager or his designee to take the necessary administrative action to implement any changes.

By Resolution 2023-____ , Council approved this Summary Of Benefit Offerings For Unrepresented Sworn Management and Non-Sworn Management and Confidential Employees, Including Charter Officers and Executives; and authorized the city manager or his designee to take the necessary administrative action to implement any changes 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 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 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.
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4 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 unpresented 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 even of separation from City employment of any person who has taken Management Leave prior to the time all of said 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. #16..
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5 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 classification of Fire Battalion Chief, Fire Deputy Chief and Fire Chief working a 40-hour schedule shall be afforded the 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-toyear 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 grandfather 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 MCCFFA 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.
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6 For the term of this contract, the Incentive Program allows employees to deposit the value 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 Saving 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 grandfather 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 grandfather compensatory time off (GCTO) shall be compensated in cash at the employee’s then current regular rate of pay.

SECTION 13. 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 14. 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 #16..
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7 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 15. 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
SECTION 16. 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 17. 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 18. 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 19. ALS PARAMEDIC PAY.

Effective July 14, 2015, one (1) Fire Department Battalion Chief or Fire Deputy Chief shall be authorized ten percent (10%) ALS Paramedic pay, while assigned to the ALS #16..
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8 Paramedic Program and have the required California State Paramedic License and all additional local required ALS certifications.

SECTION 20. 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 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 21. 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 anytime and such employee shall return to an assignment as Fire Battalion Chief.

SECTION 22. 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 Trainee shall receive a stipend of $1500 for a twenty-four 24-hour period subject to the following conditions:

1. The assignment results from a request through the California Office of Emergency Services.
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9 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 pro-rated 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 23. 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 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 one-half 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 24. DEFERRED COMPENSATION 401 (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.

SECTION 25. 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 monthly contribution (excluding opt out) shall increase on January 1, 2024 as listed below and by four (4) percent annually thereafter, as follows:

Coverage Level 2023 2024 2025 2026 2027
Opt-out of City Medical Coverage $450.00 $450.00 $450.00 $450.00 $450.00 Employee only $673.00 $690.00 $718.00 $748.00 $778.00
Employee plus one $1,204.00 $1,380.00 $1,436.00 $1,494.00 $1,554.00 #16..
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10 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 26. DOMESTIC PARTNERS.

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

SECTION 27. 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 the 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 five (5) year 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 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, Employee plus family $1,701.00 $1,950.00 $2,028.00 $2,110.00 $2,194.00 #16..
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11 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 a 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 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 only contribution for eligible recipients is allowable regardless of where the retiree acquires authorized and legitimate medical insurance (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, Medicare Retiree and
Number of Dependents
Medicare Eligible
Recipient Contribution
Retiree Only $250
Retiree plus one Dependent $500
Retiree plus two or more $500
Non-Medicare Retiree and
Number of Dependents
Non-Medicare Eligible
Recipient Contribution
Retiree Only $500
Retiree plus one Dependent $1,000
Retiree plus two or more $1,000
Combined Contributions for Retirees
One Non-Medicare plus one Medicare coverage
equals $750
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12 or registered domestic partner under the Retiree plus one or Retiree plus family levels if 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 Savings Account (RHS) 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 semiannual basis no later than January 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. Loss 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 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 plus one on November 15, the City will provide an additional $500 along with the 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 even 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 even 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. #16..
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13 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 Retirement Health Savings account (RHS). 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 position, 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 regardless of date of hire by January 1, 2019, the City will increase the City contribution to the City RHS 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. Employees in regular positions budgeted less than eighty (80) hours per pay period or job-shared position, shall receive a pro-rated amount per month.

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 Retirement Health Savings (RHS) account. An employee is eligible to receive a City RHS 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 RHS account established in the employee’s name. Employees in regular position 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 contributions under this section represents the entre contribution towards employee retiree medical.

Beginning January 1, 2024, the defined City contribution for non-sworn and sworn employees shall increase annually through January 1, 2027, by an additional $10 per month, per year, per employee each January. The defined City contribution shall be a maximum contribution of $140 per month by January 2027. For all employees regardless of date of hire by January 1, 2024, the City will increase the City contribution to the City RHS by an additional ten dollars ($10.00) monthly per employee effective January 1, #16..
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14 2024; followed by an additional increase of ten dollars ($10.00) monthly per employee effective January 1, 2025; followed by an additional increase of ten dollars ($10.00) monthly per employee effective January 1, 2026; and followed by an additional increase of ten dollars ($10.00) monthly per employee effective January 1, 2027. The contribution effective January 1, 2027 will be $140. Employees in regular positions budgeted less than eighty (80) hours per pay period or job-shared position, shall receive a pro-rated amount per month.

SECTION 28. PAYCHECK ADVICES.

All employees who have direct deposit will no longer receive hard copy pay advices.

Employees will now be able to utilize the 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 debit card. Pay advices are available for viewing anytime on payday.

Current and historical pay slips can be printed utilizing city computer workstation.

SECTION 29. EDUCATION INCENTIVE PAY.

Master’s Degree Incentive Pay. Effective June 20, 2023, employees who possess a Bachelor’s Degree from an accredited institution that enhances their ability to perform their job responsibilities shall be eligible for a two- and one-half percent (2.5%) Educational Incentive Pay. The maximum pay differential for employees who possess a bachelor’s degree is 2.5% regardless of the number of degrees obtained. Employees who possess a Master's Degree or Juris Doctor from an accredited institution that enhances their ability to perform their job responsibilities shall be eligible for five percent (5.0%) Educational Incentive Pay. The maximum pay differential for Educational Incentive is five percent (5.0%), regardless of the number of Degrees obtained.

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.

Effective June 22, 2022, Sworn Fire Management employees in the classification of Fire Battalion Chief, Fire Deputy Chief and Fire Chief shall be eligible for Educational Incentive Pay for designated certifications or degrees as follows:

Degree Educational Incentive Pay
Percentage
AA/A 2.50%
BA/BS 5.00%
Qualifying certificates and degrees:
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15 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 30. 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 Education Incentive Pay for certificates identified in (b) below. 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) 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
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 I
 Plans Examiner (or Checker) – 1A, 1B, 1C
 Fire and 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) #16..
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16  Company Officer – 2A, 2B, 2C, 2D, 2E
 Fire Marshal – 1A, 1B, 1C, 1D, 1E
 Chief Officer – 3A, 3B, 3C, 3D
SECTION 31. LONGEVITY INCENTIVE PAY.

Effective July 1, 2023, non-sworn unrepresented management and confidential employees, including charter officers and executives with ten (10) years of service with the City shall be eligible for two- and one-half percent (2.5%) Longevity 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 Longevity Incentive Pay for the following years of service:

Years of
Service
Longevity
Incentive Pay
Percentage
10 2.00%
15 3.50%
20 5.00%
Longevity incentives are not stable or cumulative. Employees receive pay for the highest years of service for which they qualify.

SECTION 32. 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 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 ensure that any contributions to the Base Account as referenced herein shall be directed to those costs arising specifically related to fire employees.
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17 c. Effective June 21, 2022, employees shall receive a two and one-half percent (2.5%) salary increase pursuant to 2 (b) above, and the employee will contribute an additional two and one-half percent (2.5%) for a total of six and one-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 specially related to fire employees. d. In contributing to their statutorily required retirement contributions, PERPA employees shall not exceed the agreed upon additional contribution levels noted above; sixteen percent (16.0%) for June 2021 and eighteen and one-half percent (18.5%) for June 2022. During the stated timelines, should the PERPA contribution exceed the percentages noted above, PERPA 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.

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 33. FURLOUGH.

1. Effective the pay period beginning July 7, 2020, and for a total of 24 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 twenty-four (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.
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18 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 of 24 pay period, 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 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. #16..
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19 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 34. 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 forty-eight (48) hours.

4. The City shall create for each eligible employee an additional leave bank of 48 hours annually, during the pay period that contains July 1st. All eligible employees must exhaust the purchased leave bank no later than the pay period preceding the pay period that contains July 1st in the following year.

5. Two (2) hours of pay will be deducted over 24 pay periods beginning pay period that contains July 1st and ending after the 24th pay period following, during each year from July 1, 2023 through June 30, 2027.

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 the 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).

The Council of the City of Modesto approved the above benefit offerings by Resolution No. 2023-____ on June 13, 2023.
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CITY OF MODESTO

SUMMARY OF SALARY RANGES AND

SCHEDULES FOR UNREPRESENTED SWORN

MANAGEMENT AND NON-SWORN

MANAGEMENT AND CONFIDENTIAL

EMPLOYEES,

INCLUDING CHARTER OFFICERS AND

EXECUTIVES
Effective June 20, 2023
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2 Table of Contents

1. SALARY RANGES, RATES AND EFFECTIVE DATES..................................................................5

2. CHARTER OFFICERS. ........................................................................................................................8

3. USE OF CLASSES. ..............................................................................................................................8

4. POSITIONS............................................................................................................................................8

5. APPOINTMENTS AND SALARIES. ...................................................................................................8

6. SPECIAL SALARY RATES..................................................................................................................8

7. PART-TIME EMPLOYMENT. ..............................................................................................................8 ATTACHMENTS ...........................................................................................................................................10 EXHIBIT 1: CLASS RANGE TABLE FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN CLASSES EFFECTIVE 6/20/23...................................................................................................................10 EXHIBIT 2: CLASS RANGE TABLE FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN CLASSES EFFECTIVE 6/20/23...................................................................................................................11 EXHIBIT 3A: HOURLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/20/23.........................................................................................................12 EXHIBIT 3B: BI-WEEKLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/20/23.........................................................................................................13 EXHIBIT 3C: MONTHLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/20/23.........................................................................................................14 EXHIBIT 4A: HOURLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/18/24.........................................................................................................15 EXHIBIT 4B: BI-WEEKLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/18/24.........................................................................................................16 EXHIBIT 4C: MONTHLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/18/24.........................................................................................................17 EXHIBIT 5A: HOURLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 7/1/25...........................................................................................................18 EXHIBIT 5B: BI-WEEKLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 7/1/25...........................................................................................................19 EXHIBIT 5C: MONTHLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN – 7/1/25 ...........................................................................................................................20 EXHIBIT 6A: HOURLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/30/26.........................................................................................................21 #16..
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3 EXHIBIT 6B: BI-WEEKLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/30/26.........................................................................................................22 EXHIBIT 6C: MONTHLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/30/26.........................................................................................................23 EXHIBIT 7A: CLASS RANGE TABLE EXECUTIVE MANAGEMENT 6/20/23 .................................................24 EXHIBIT 7B: CLASS RANGE TABLE EXECUTIVE MANAGEMENT 6/18/24 .................................................25 EXHIBIT 8A: SCHEDULE OF SALARY FOR UNREPRESENTED EXECUTIVE NON-SWORN MANAGEMENTEFFECTIVE 6/20/23 .................................................................................................................................26 EXHIBIT 8B: SCHEDULE OF SALARY FOR UNREPRESENTED EXECUTIVE NON-SWORN MANAGEMENTEFFECTIVE 6/18/24 .................................................................................................................................27 EXHIBIT 8C: SCHEDULE OF SALARY FOR UNREPRESENTED EXECUTIVE NON-SWORN MANAGEMENTEFFECTIVE 7/1/25 ...................................................................................................................................28 EXHIBIT 8D: SCHEDULE OF SALARY FOR UNREPRESENTED EXECUTIVE NON-SWORN MANAGEMENTEFFECTIVE 6/30/26 .................................................................................................................................29 EXHIBIT 9A: SCHEDULE OF SALARY FOR UNREPRESENTED BATTALION CHIEFS 80 - EFFECTIVE 6/21/22 ................................................................................................................................................................30 EXHIBIT 10A: SCHEDULE OF SALARY FOR UNREPRESENTED BATTALION CHIEFS 112 - EFFECTIVE 6/21/22...................................................................................................................................................31 EXHIBIT 9B: SCHEDULE OF SALARY FOR UNREPRESENTED BATTALION CHIEFS 80 - EFFECTIVE 6/20/23 ................................................................................................................................................................32 EXHIBIT 10B: SCHEDULE OF SALARY FOR UNREPRESENTED BATTALION CHIEFS 112 - EFFECTIVE 6/20/23...................................................................................................................................................33 EXHIBIT 11A: SCHEDULE OF SALARY FOR UNREPRESENTED FIRE DEPUTY CHIEFS - EFFECTIVE 6/21/22 ................................................................................................................................................................34 EXHIBIT 11B: SCHEDULE OF SALARY FOR UNREPRESENTED FIRE DEPUTY CHIEFS – EFFECTIVE 6/20/23 ................................................................................................................................................................35 EXHIBIT 12A: SCHEDULE OF SALARY FOR UNREPRESENTED FIRE CHIEF – EFFECTIVE 6/21/22 ..............36 EXHIBIT 12B: SCHEDULE OF SALARY FOR UNREPRESENTED FIRE CHIEF – EFFECTIVE 6/20/23 ..............37 EXHIBIT 13: CLASS RANGE TABLE FOR UNREPRESENTED FIRE MANAGEMENT EFFECTIVE 9/7/21 ........38 EXHIBIT 14: CLASS RANGE TABLE FOR UNREPRESENTED FIRE CHIEF EFFECTIVE 7/12/16......................39 EXHIBIT 15: CLASS RANGE TABLE FOR UNREPRESENTED POLICE MANAGEMENT EFFECTIVE 6/26/18..40 EXHIBIT 16A: SCHEDULE OF SALARY FOR UNREPRESENTED POLICE CAPTAINS – EFFECTIVE 6/23/20...41 EXHIBIT 16B: SCHEDULE OF SALARY FOR UNREPRESENTED POLICE CAPTAINS – EFFECTIVE 6/22/21 ...42 EXHIBIT 16C: SCHEDULE OF SALARY FOR UNREPRESENTED POLICE CAPTAINS – EFFECTIVE 6/21/22 ...43 EXHIBIT 17A: SCHEDULE OF SALARY FOR UNREPRESENTED POLICE CHIEF – EFFECTIVE 6/23/20..........44 EXHIBIT 17B: SCHEDULE OF SALARY FOR UNREPRESENTED POLICE CHIEF – EFFECTIVE 6/22/21..........45 #16..
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4 EXHIBIT 17C: SCHEDULE OF SALARY FOR UNREPRESENTED POLICE CHIEF – EFFECTIVE 6/21/22..........46 EXHIBIT 18: CLASS RANGE TABLE FOR UNREPRESENTED POLICE CHIEF EFFECTIVE 6/27/17 .................47 EXHIBIT X: UNREPRESENTED MARKET ADJUSTMENTS ...........................................................................48 #16..
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5 Nothing in this document shall create an expressed or implied covenant or contract or create a property right or tenure for any person appointed to unrepresented classifications covered by this summary.

On June 7, 2022, by Resolution No 2022-267, Council approved updates to salary ranges and salary schedules for unrepresented sworn management and non-sworn management and confidential employees, including charter officers and executives; and authorized the city manager or his designee to take the necessary administrative action to implement any changes.

On June 13, 2023, by Resolution No 2023-___ ,Council approved the Summary of Salary Ranges and Schedules for Unrepresented Sworn Management and Non-Sworn Management and Confidential Employees, Including Charter Officers and Executives; and authorized the city manager or his designee to take the necessary administrative action to implement any changes as follows:

1. SALARY RANGES, RATES AND EFFECTIVE DATES
The salary rates, salary ranges and salary steps as set forth in the following exhibits and attached hereto provide for a six-step schedule, effective June 20, 2023, for unrepresented sworn Fire Management employees and for unrepresented non-sworn management and confidential employees, including charter officers and executives.

The remaining exhibits 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 (2.5) percent across the board salary adjustment for unrepresented sworn Fire Management effective June 21, 2022. The remaining exhibits made a part hereof provide for four (4.0%) percent across-the-board salary adjustment for unrepresented Management and Confidential employees, including Charter Officers and Executives, effective June 20, 2023; salary ranges increased by three (3.0%) percent effective June 18, 2024 for unrepresented Management and Confidential employees, including Charter Officers and Executives; an additional three (3.0%) percent increase effective July 1, 2025 for unrepresented Management and Confidential employees, including Charter Officers and Executives; and an additional three (3.0%) percent base salary increase for all unrepresented Management and Confidential employees, including #16..
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6 Charter Officers and Executives, effective June 30, 2026. 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: Class Range Table for Unrepresented Management & Confidential Non-Sworn Classes Effective 6/20/23

2. Exhibit 2: Class Range Table for Unrepresented Management & Confidential Non-Sworn Classes Effective 6/20/23

3. Exhibit 3A: Hourly Schedule of Salary for Unrepresented Management & Confidential Non-Sworn - Effective 6/20/23

4. Exhibit 3B: Bi-Weekly Schedule of Salary for Unrepresented Management & Confidential Non-Sworn - Effective 6/20/23

5. Exhibit 3C: Monthly Schedule of Salary for Unrepresented Management & Confidential Non-Sworn - Effective 6/20/23

6. Exhibit 4A: Hourly Schedule of Salary for Unrepresented Management & Confidential Non-Sworn - Effective 6/18/24

7. Exhibit 4B: Bi-Weekly Schedule of Salary for Unrepresented Management & Confidential Non-Sworn - Effective 6/18/24

8. Exhibit 4C: Monthly Schedule of Salary for Unrepresented Management & Confidential Non-Sworn - Effective 6/18/24

9. Exhibit 5A: Hourly Schedule of Salary for Unrepresented Management & Confidential Non-Sworn - Effective 7/1/25

10.Exhibit 5B: Bi-Weekly Schedule of Salary for Unrepresented Management & Confidential Non-Sworn - Effective 7/1/25

11.Exhibit 5C: Monthly Schedule of Salary for Unrepresented Management & Confidential Non-Sworn – 7/1/25

12.Exhibit 6A: Hourly Schedule of Salary for Unrepresented Management & Confidential Non-Sworn - Effective 6/30/26

13.Exhibit 6B: Bi-Weekly Schedule of Salary for Unrepresented Management & Confidential Non-Sworn - Effective 6/30/26

14.Exhibit 6C: Monthly Schedule of Salary for Unrepresented Management & Confidential Non-Sworn - Effective 6/30/26

15.Exhibit 7A: Class Range Table Executive Management 6/20/23

16.Exhibit 7B: Class Range Table Executive Management 6/18/24

17.Exhibit 8A: Schedule of Salary for Unrepresented Executive Non-Sworn Management- Effective 6/20/23

18.Exhibit 8B: Schedule of Salary for Unrepresented Executive Non-Sworn Management- Effective 6/18/24

19.Exhibit 8C: Schedule of Salary for Unrepresented Executive Non-Sworn Management- Effective 7/1/25
#16..
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7 20.Exhibit 8D: Schedule of Salary for Unrepresented Executive Non-Sworn Management- Effective 6/30/26

21.Exhibit 9A: Schedule of Salary for Unrepresented Battalion Chiefs 80 - Effective 6/21/22

22.Exhibit 10A: Schedule of Salary for Unrepresented Battalion Chiefs 112 - Effective 6/21/22

23.Exhibit 9B: Schedule of Salary for Unrepresented Battalion Chiefs 80 - Effective 6/20/23

24.Exhibit 10B: Schedule of Salary for Unrepresented Battalion Chiefs 112 - Effective 6/20/23

25.Exhibit 11A: Schedule of Salary for Unrepresented Fire Deputy Chiefs - Effective 6/21/22

26.Exhibit 11B: Schedule of Salary for Unrepresented Fire Deputy Chiefs – Effective 6/20/23

27.Exhibit 12A: Schedule of Salary for Unrepresented Fire Chief – Effective 6/21/22

28.Exhibit 12B: Schedule of Salary for Unrepresented Fire Chief – Effective 6/20/23

29.Exhibit 13: Class Range Table for Unrepresented Fire Management Effective 9/7/21

30.Exhibit 14: Class Range Table for Unrepresented Fire Chief Effective 7/12/16

31.Exhibit 15: Class Range Table for Unrepresented Police Management Effective 6/26/18

32.Exhibit 16A: Schedule of Salary for Unrepresented Police Captains – Effective 6/23/20

33.Exhibit 16B: Schedule of Salary for Unrepresented Police Captains – Effective 6/22/21

34.Exhibit 16C: Schedule of Salary for Unrepresented Police Captains – Effective 6/21/22

35.Exhibit 17A: Schedule of Salary for Unrepresented Police Chief – Effective 6/23/20

36.Exhibit 17B: Schedule of Salary for Unrepresented Police Chief – Effective 6/22/21

37.Exhibit 17C: Schedule of Salary for Unrepresented Police Chief – Effective 6/21/22

38.Exhibit 18: Class Range Table for Unrepresented Police Chief Effective 6/27/17

39.Exhibit X: Unrepresented Market Adjustments
#16..
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8 2. CHARTER OFFICERS.

The salaries for the positions of the Charter Officers shall be as follows effective June 20, 2023:

Title Hourly Bi-Weekly Monthly
City Manager $ 133.51 $ 10,680.80 $ 23,141.74
City Attorney $ 120.96 $ 9,676.80 $ 20,966.40
City Auditor $ 85.61 $ 6,848.80 $ 14,839.07
City Clerk $ 73.82 $ 5,905.60 $ 12,795.47

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 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.
#16..
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9 The Council of the City of Modesto approved the above salary ranges and salary schedules by Resolution No. 2023-_____ on June 13, 2023. #16..
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10 ATTACHMENTS
EXHIBIT 1: CLASS RANGE TABLE FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN CLASSES EFFECTIVE 6/20/23

CITY OF MODESTO

CLASS RANGE TABLE

UNREPRESENTED MANAGEMENT AND CONFIDENTIAL NON-SWORN CLASSES Effective June 20, 2023
Range
Number Title
2423 Executive Assistant
2427 Office Supervisor - Confidential
2428 Legal Services Administrator
2429 Executive Assistant to the City Council
2429 Executive Assistant to the City Manager
2429 Paralegal
2431 Equal Opportunity Analyst/Paralegal
2434 Senior Auditor
2439 Employee Benefits Manager
2442 Employee Relations Officer
2445 Deputy City Attorney I
2448 Human Resources Manager
2448 Risk Manager
2449 Deputy City Attorney II
2452 Budget Manager
2452 Deputy Director of Community and Economic Development 2452 Deputy Director of Cultural and Enterprise Services 2452 Deputy Director of Finance
2452 Deputy Director of Human Resources
2452 Deputy Director of Recreation and Neighborhoods
2452 Public Relations and Legislative Affairs Manager
2453 Deputy City Attorney III
2453 Police Administrator
2457 Senior Deputy City Attorney
2463 Assistant City Attorney
#16..
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11 EXHIBIT 2: CLASS RANGE TABLE FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN CLASSES EFFECTIVE 6/20/23

CITY OF MODESTO

CLASS RANGE TABLE

UNREPRESENTED MANAGEMENT AND CONFIDENTIAL NON-SWORN CLASSES Effective June 18, 2024
Range
Number Title
2423 Executive Assistant
2427 Office Supervisor - Confidential
2428 Legal Services Administrator
2429 Executive Assistant to the City Council
2429 Executive Assistant to the City Manager
2429 Paralegal
2431 Equal Opportunity Analyst/Paralegal
2434 Senior Auditor
2439 Employee Benefits Manager
2442 Employee Relations Officer
2448 Deputy City Attorney I
2448 Human Resources Manager
2448 Risk Manager
2452 Deputy City Attorney II
2452 Deputy Director of Community and Economic Development 2452 Deputy Director of Cultural and Enterprise Services 2452 Deputy Director of Finance
2452 Deputy Director of Human Resources
2452 Deputy Director of Recreation and Neighborhoods
2452 Public Relations and Legislative Affairs Manager
2453 Budget Manager
2453 Police Administrator
2456 Deputy City Attorney III
2460 Senior Deputy City Attorney
2466 Assistant City Attorney
#16..
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12 EXHIBIT 3A: HOURLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/20/23

UNREPRESENTED MANAGEMENT/ CONFIDENTIAL

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 23/24
EFFECTIVE: JUNE 20, 2023
Step
Range Step A Step B Step C Step D Step E
2419 26.28 27.60 28.98 30.43 31.95
2420 26.94 28.29 29.70 31.19 32.75
2421 27.62 29.00 30.45 31.97 33.57
2422 28.31 29.72 31.21 32.77 34.40
2423 29.01 30.46 31.99 33.59 35.26
2424 29.74 31.23 32.79 34.43 36.15
2425 30.48 32.01 33.61 35.29 37.05
2426 31.24 32.81 34.45 36.17 37.98
2427 32.02 33.63 35.31 37.07 38.93
2428 32.83 34.47 36.19 38.00 39.90
2429 33.65 35.33 37.09 38.95 40.90
2430 34.49 36.21 38.02 39.92 41.92
2431 35.35 37.12 38.97 40.92 42.97
2432 36.23 38.04 39.95 41.94 44.04
2433 37.14 38.99 40.94 42.99 45.14
2434 38.07 39.97 41.97 44.07 46.27
Step
Range Step A Step B Step C Step D Step E
2435 39.02 40.97 43.02 45.17 47.43
2436 39.99 41.99 44.09 46.30 48.61
2437 40.99 43.04 45.19 47.45 49.83
2438 42.02 44.12 46.32 48.64 51.07
2439 43.07 45.22 47.48 49.86 52.35
2440 44.14 46.35 48.67 51.10 53.66
2441 45.25 47.51 49.89 52.38 55.00
2442 46.38 48.70 51.13 53.69 56.37
2443 47.54 49.91 52.41 55.03 57.78
2444 48.73 51.16 53.72 56.41 59.23
2445 49.94 52.44 55.06 57.82 60.71
2446 51.19 53.75 56.44 59.26 62.22
2447 52.47 55.10 57.85 60.74 63.78
2448 53.78 56.47 59.30 62.26 65.37
2449 55.13 57.89 60.78 63.82 67.01
2450 56.51 59.33 62.30 65.41 68.68
Step
Range Step A Step B Step C Step D Step E
2451 57.92 60.82 63.86 67.05 70.40
2452 59.37 62.34 65.45 68.72 72.16
2453 60.85 63.89 67.09 70.44 73.96
2454 62.37 65.49 68.77 72.20 75.81
2455 63.93 67.13 70.48 74.01 77.71
2456 65.53 68.81 72.25 75.86 79.65
2457 67.17 70.53 74.05 77.75 81.64
2458 68.85 72.29 75.90 79.70 83.68
2459 70.57 74.10 77.80 81.69 85.78
2460 72.33 75.95 79.75 83.73 87.92
2461 74.14 77.85 81.74 85.83 90.12
2462 75.99 79.79 83.78 87.97 92.37
2463 77.89 81.79 85.88 90.17 94.68
2464 79.84 83.83 88.02 92.43 97.05
2465 81.84 85.93 90.22 94.74 99.47
2466 83.88 88.08 92.48 97.10 101.96
#16..
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13 EXHIBIT 3B: BI-WEEKLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/20/23

UNREPRESENTED MANAGEMENT/ CONFIDENTIAL

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 23/24
EFFECTIVE: JUNE 20, 2023
Step
Range Step A Step B Step C Step D Step E
2419
2,102.40

2,208.00

2,318.40

2,434.40

2,556.00
2420
2,155.20

2,263.20

2,376.00

2,495.20

2,620.00
2421
2,209.60

2,320.00

2,436.00

2,557.60

2,685.60
2422
2,264.80

2,377.60

2,496.80

2,621.60

2,752.00
2423
2,320.80

2,436.80

2,559.20

2,687.20

2,820.80
2424
2,379.20

2,498.40

2,623.20

2,754.40

2,892.00
2425
2,438.40

2,560.80

2,688.80

2,823.20

2,964.00
2426
2,499.20

2,624.80

2,756.00

2,893.60

3,038.40
2427
2,561.60

2,690.40

2,824.80

2,965.60

3,114.40
2428
2,626.40

2,757.60

2,895.20

3,040.00

3,192.00
2429
2,692.00

2,826.40

2,967.20

3,116.00

3,272.00
2430
2,759.20

2,896.80

3,041.60

3,193.60

3,353.60
2431
2,828.00

2,969.60

3,117.60

3,273.60

3,437.60
2432
2,898.40

3,043.20

3,196.00

3,355.20

3,523.20
2433
2,971.20

3,119.20

3,275.20

3,439.20

3,611.20
2434
3,045.60

3,197.60

3,357.60

3,525.60

3,701.60
Step
Range Step A Step B Step C Step D Step E
2435
3,121.60

3,277.60

3,441.60

3,613.60

3,794.40
2436
3,199.20

3,359.20

3,527.20

3,704.00

3,888.80
2437
3,279.20

3,443.20

3,615.20

3,796.00

3,986.40
2438
3,361.60

3,529.60

3,705.60

3,891.20

4,085.60
2439
3,445.60

3,617.60

3,798.40

3,988.80

4,188.00
2440
3,531.20

3,708.00

3,893.60

4,088.00

4,292.80
2441
3,620.00

3,800.80

3,991.20

4,190.40

4,400.00
2442
3,710.40

3,896.00

4,090.40

4,295.20

4,509.60
2443
3,803.20

3,992.80

4,192.80

4,402.40

4,622.40
2444
3,898.40

4,092.80

4,297.60

4,512.80

4,738.40
2445
3,995.20

4,195.20

4,404.80

4,625.60

4,856.80
2446
4,095.20

4,300.00

4,515.20

4,740.80

4,977.60
2447
4,197.60

4,408.00

4,628.00

4,859.20

5,102.40
2448
4,302.40

4,517.60

4,744.00

4,980.80

5,229.60
2449
4,410.40

4,631.20

4,862.40

5,105.60

5,360.80
2450
4,520.80

4,746.40

4,984.00

5,232.80

5,494.40
Step
Range Step A Step B Step C Step D Step E
2451
4,633.60

4,865.60

5,108.80

5,364.00

5,632.00
2452
4,749.60

4,987.20

5,236.00

5,497.60

5,772.80
2453
4,868.00

5,111.20

5,367.20

5,635.20

5,916.80
2454
4,989.60

5,239.20

5,501.60

5,776.00

6,064.80
2455
5,114.40

5,370.40

5,638.40

5,920.80

6,216.80
2456
5,242.40

5,504.80

5,780.00

6,068.80

6,372.00
2457
5,373.60

5,642.40

5,924.00

6,220.00

6,531.20
2458
5,508.00

5,783.20

6,072.00

6,376.00

6,694.40
2459
5,645.60

5,928.00

6,224.00

6,535.20

6,862.40
2460
5,786.40

6,076.00

6,380.00

6,698.40

7,033.60
2461
5,931.20

6,228.00

6,539.20

6,866.40

7,209.60
2462
6,079.20

6,383.20

6,702.40

7,037.60

7,389.60
2463
6,231.20

6,543.20

6,870.40

7,213.60

7,574.40
2464
6,387.20

6,706.40

7,041.60

7,394.40

7,764.00
2465
6,547.20

6,874.40

7,217.60

7,579.20

7,957.60
2466
6,710.40

7,046.40

7,398.40

7,768.00

8,156.80
#16..
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14 EXHIBIT 3C: MONTHLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/20/23

UNREPRESENTED MANAGEMENT/ CONFIDENTIAL

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 23/23
EFFECTIVE: JUNE 20, 2023
Step
Range Step A Step B Step C Step D Step E
2419
4,555.20

4,784.00

5,023.20

5,274.54

5,538.00
2420
4,669.60

4,903.60

5,148.00

5,406.27

5,676.67
2421
4,787.47

5,026.67

5,278.00

5,541.47

5,818.80
2422
4,907.07

5,151.47

5,409.74

5,680.14

5,962.67
2423
5,028.40

5,279.74

5,544.94

5,822.27

6,111.74
2424
5,154.94

5,413.20

5,683.60

5,967.87

6,266.00
2425
5,283.20

5,548.40

5,825.74

6,116.94

6,422.00
2426
5,414.94

5,687.07

5,971.34

6,269.47

6,583.20
2427
5,550.14

5,829.20

6,120.40

6,425.47

6,747.87
2428
5,690.54

5,974.80

6,272.94

6,586.67

6,916.00
2429
5,832.67

6,123.87

6,428.94

6,751.34

7,089.34
2430
5,978.27

6,276.40

6,590.14

6,919.47

7,266.14
2431
6,127.34

6,434.14

6,754.80

7,092.80

7,448.14
2432
6,279.87

6,593.60

6,924.67

7,269.60

7,633.60
2433
6,437.60

6,758.27

7,096.27

7,451.60

7,824.27
2434
6,598.80

6,928.14

7,274.80

7,638.80

8,020.14
Step
Range Step A Step B Step C Step D Step E
2435
6,763.47

7,101.47

7,456.80

7,829.47

8,221.20
2436
6,931.60

7,278.27

7,642.27

8,025.34

8,425.74
2437
7,104.94

7,460.27

7,832.94

8,224.67

8,637.20
2438
7,283.47

7,647.47

8,028.80

8,430.94

8,852.14
2439
7,465.47

7,838.14

8,229.87

8,642.40

9,074.00
2440
7,650.94

8,034.00

8,436.14

8,857.34

9,301.07
2441
7,843.34

8,235.07

8,647.60

9,079.20

9,533.34
2442
8,039.20

8,441.34

8,862.54

9,306.27

9,770.80
2443
8,240.27

8,651.07

9,084.40

9,538.54

10,015.20
2444
8,446.54

8,867.74

9,311.47

9,777.74

10,266.54
2445
8,656.27

9,089.60

9,543.74

10,022.14

10,523.07
2446
8,872.94

9,316.67

9,782.94

10,271.74

10,784.80
2447
9,094.80

9,550.67

10,027.34

10,528.27

11,055.20
2448
9,321.87

9,788.14

10,278.67

10,791.74

11,330.80
2449
9,555.87

10,034.27

10,535.20

11,062.14

11,615.07
2450
9,795.07

10,283.87

10,798.67

11,337.74

11,904.54
Step
Range Step A Step B Step C Step D Step E
2451
10,039.47

10,542.14

11,069.07

11,622.00

12,202.67
2452
10,290.80

10,805.60

11,344.67

11,911.47

12,507.74
2453
10,547.34

11,074.27

11,628.94

12,209.60

12,819.74
2454
10,810.80

11,351.60

11,920.14

12,514.67

13,140.40
2455
11,081.20

11,635.87

12,216.54

12,828.40

13,469.74
2456
11,358.54

11,927.07

12,523.34

13,149.07

13,806.00
2457
11,642.80

12,225.20

12,835.34

13,476.67

14,150.94
2458
11,934.00

12,530.27

13,156.00

13,814.67

14,504.54
2459
12,232.14

12,844.00

13,485.34

14,159.60

14,868.54
2460
12,537.20

13,164.67

13,823.34

14,513.20

15,239.47
2461
12,850.94

13,494.00

14,168.27

14,877.20

15,620.80
2462
13,171.60

13,830.27

14,521.87

15,248.14

16,010.80
2463
13,500.94

14,176.94

14,885.87

15,629.47

16,411.20
2464
13,838.94

14,530.54

15,256.80

16,021.20

16,822.00
2465
14,185.60

14,894.54

15,638.14

16,421.60

17,241.47
2466
14,539.20

15,267.20

16,029.87

16,830.67

17,673.07
#16..
- 464 -
15 EXHIBIT 4A: HOURLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/18/24

UNREPRESENTED MANAGEMENT/ CONFIDENTIAL

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 24/25
EFFECTIVE: JUNE 18, 2024
Step
Range Step A Step B Step C Step D Step E
2419 27.07 28.43 29.85 31.34 32.91
2420 27.75 29.14 30.60 32.13 33.73
2421 28.45 29.87 31.36 32.93 34.57
2422 29.16 30.61 32.14 33.75 35.44
2423 29.89 31.38 32.95 34.60 36.32
2424 30.63 32.16 33.77 35.46 37.23
2425 31.40 32.97 34.62 36.35 38.16
2426 32.18 33.79 35.48 37.25 39.12
2427 32.99 34.64 36.37 38.19 40.10
2428 33.81 35.50 37.28 39.14 41.10
2429 34.66 36.39 38.21 40.12 42.12
2430 35.52 37.30 39.16 41.12 43.18
2431 36.41 38.23 40.14 42.15 44.26
2432 37.32 39.19 41.15 43.20 45.36
2433 38.25 40.17 42.17 44.28 46.50
2434 39.21 41.17 43.23 45.39 47.66
Step
Range Step A Step B Step C Step D Step E
2435 40.19 42.20 44.31 46.52 48.85
2436 41.20 43.25 45.42 47.69 50.07
2437 42.22 44.34 46.55 48.88 51.32
2438 43.28 45.44 47.72 50.10 52.61
2439 44.36 46.58 48.91 51.35 53.92
2440 45.47 47.74 50.13 52.64 55.27
2441 46.61 48.94 51.38 53.95 56.65
2442 47.77 50.16 52.67 55.30 58.07
2443 48.97 51.42 53.99 56.68 59.52
2444 50.19 52.70 55.34 58.10 61.01
2445 51.45 54.02 56.72 59.55 62.53
2446 52.73 55.37 58.14 61.04 64.09
2447 54.05 56.75 59.59 62.57 65.70
2448 55.40 58.17 61.08 64.13 67.34
2449 56.79 59.63 62.61 65.74 69.02
2450 58.21 61.12 64.17 67.38 70.75
Step
Range Step A Step B Step C Step D Step E
2451 59.66 62.64 65.78 69.06 72.52
2452 61.15 64.21 67.42 70.79 74.33
2453 62.68 65.81 69.11 72.56 76.19
2454 64.25 67.46 70.83 74.37 78.09
2455 65.85 69.15 72.60 76.23 80.04
2456 67.50 70.87 74.42 78.14 82.05
2457 69.19 72.65 76.28 80.09 84.10
2458 70.92 74.46 78.19 82.09 86.20
2459 72.69 76.32 80.14 84.15 88.35
2460 74.51 78.23 82.14 86.25 90.56
2461 76.37 80.19 84.20 88.41 92.83
2462 78.28 82.19 86.30 90.62 95.15
2463 80.24 84.25 88.46 92.88 97.53
2464 82.24 86.35 90.67 95.20 99.96
2465 84.30 88.51 92.94 97.58 102.46
2466 86.40 90.72 95.26 100.02 105.02
#16..
- 465 -
16 EXHIBIT 4B: BI-WEEKLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/18/24

UNREPRESENTED MANAGEMENT/ CONFIDENTIAL

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 24/25
EFFECTIVE: JUNE 18, 2024
Step
Range Step A Step B Step C Step D Step E
2419 2,165.60 2,274.40 2,388.00 2,507.20 2,632.80
2420 2,220.00 2,331.20 2,448.00 2,570.40 2,698.40
2421 2,276.00 2,389.60 2,508.80 2,634.40 2,765.60
2422 2,332.80 2,448.80 2,571.20 2,700.00 2,835.20
2423 2,391.20 2,510.40 2,636.00 2,768.00 2,905.60
2424 2,450.40 2,572.80 2,701.60 2,836.80 2,978.40
2425 2,512.00 2,637.60 2,769.60 2,908.00 3,052.80
2426 2,574.40 2,703.20 2,838.40 2,980.00 3,129.60
2427 2,639.20 2,771.20 2,909.60 3,055.20 3,208.00
2428 2,704.80 2,840.00 2,982.40 3,131.20 3,288.00
2429 2,772.80 2,911.20 3,056.80 3,209.60 3,369.60
2430 2,841.60 2,984.00 3,132.80 3,289.60 3,454.40
2431 2,912.80 3,058.40 3,211.20 3,372.00 3,540.80
2432 2,985.60 3,135.20 3,292.00 3,456.00 3,628.80
2433 3,060.00 3,213.60 3,373.60 3,542.40 3,720.00
2434 3,136.80 3,293.60 3,458.40 3,631.20 3,812.80
Step
Range Step A Step B Step C Step D Step E
2435 3,215.20 3,376.00 3,544.80 3,721.60 3,908.00
2436 3,296.00 3,460.00 3,633.60 3,815.20 4,005.60
2437 3,377.60 3,547.20 3,724.00 3,910.40 4,105.60
2438 3,462.40 3,635.20 3,817.60 4,008.00 4,208.80
2439 3,548.80 3,726.40 3,912.80 4,108.00 4,313.60
2440 3,637.60 3,819.20 4,010.40 4,211.20 4,421.60
2441 3,728.80 3,915.20 4,110.40 4,316.00 4,532.00
2442 3,821.60 4,012.80 4,213.60 4,424.00 4,645.60
2443 3,917.60 4,113.60 4,319.20 4,534.40 4,761.60
2444 4,015.20 4,216.00 4,427.20 4,648.00 4,880.80
2445 4,116.00 4,321.60 4,537.60 4,764.00 5,002.40
2446 4,218.40 4,429.60 4,651.20 4,883.20 5,127.20
2447 4,324.00 4,540.00 4,767.20 5,005.60 5,256.00
2448 4,432.00 4,653.60 4,886.40 5,130.40 5,387.20
2449 4,543.20 4,770.40 5,008.80 5,259.20 5,521.60
2450 4,656.80 4,889.60 5,133.60 5,390.40 5,660.00
Step
Range Step A Step B Step C Step D Step E
2451 4,772.80 5,011.20 5,262.40 5,524.80 5,801.60
2452 4,892.00 5,136.80 5,393.60 5,663.20 5,946.40
2453 5,014.40 5,264.80 5,528.80 5,804.80 6,095.20
2454 5,140.00 5,396.80 5,666.40 5,949.60 6,247.20
2455 5,268.00 5,532.00 5,808.00 6,098.40 6,403.20
2456 5,400.00 5,669.60 5,953.60 6,251.20 6,564.00
2457 5,535.20 5,812.00 6,102.40 6,407.20 6,728.00
2458 5,673.60 5,956.80 6,255.20 6,567.20 6,896.00
2459 5,815.20 6,105.60 6,411.20 6,732.00 7,068.00
2460 5,960.80 6,258.40 6,571.20 6,900.00 7,244.80
2461 6,109.60 6,415.20 6,736.00 7,072.80 7,426.40
2462 6,262.40 6,575.20 6,904.00 7,249.60 7,612.00
2463 6,419.20 6,740.00 7,076.80 7,430.40 7,802.40
2464 6,579.20 6,908.00 7,253.60 7,616.00 7,996.80
2465 6,744.00 7,080.80 7,435.20 7,806.40 8,196.80
2466 6,912.00 7,257.60 7,620.80 8,001.60 8,401.60
#16..
- 466 -
17 EXHIBIT 4C: MONTHLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/18/24

UNREPRESENTED MANAGEMENT/ CONFIDENTIAL

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 24/25
EFFECTIVE: JUNE 18, 2024
Step
Range Step A Step B Step C Step D Step E
2419 4,692.14 4,927.87 5,174.00 5,432.27 5,704.40
2420 4,810.00 5,050.94 5,304.00 5,569.20 5,846.54
2421 4,931.34 5,177.47 5,435.74 5,707.87 5,992.14
2422 5,054.40 5,305.74 5,570.94 5,850.00 6,142.94
2423 5,180.94 5,439.20 5,711.34 5,997.34 6,295.47
2424 5,309.20 5,574.40 5,853.47 6,146.40 6,453.20
2425 5,442.67 5,714.80 6,000.80 6,300.67 6,614.40
2426 5,577.87 5,856.94 6,149.87 6,456.67 6,780.80
2427 5,718.27 6,004.27 6,304.14 6,619.60 6,950.67
2428 5,860.40 6,153.34 6,461.87 6,784.27 7,124.00
2429 6,007.74 6,307.60 6,623.07 6,954.14 7,300.80
2430 6,156.80 6,465.34 6,787.74 7,127.47 7,484.54
2431 6,311.07 6,626.54 6,957.60 7,306.00 7,671.74
2432 6,468.80 6,792.94 7,132.67 7,488.00 7,862.40
2433 6,630.00 6,962.80 7,309.47 7,675.20 8,060.00
2434 6,796.40 7,136.14 7,493.20 7,867.60 8,261.07
Step
Range Step A Step B Step C Step D Step E
2435 6,966.27 7,314.67 7,680.40 8,063.47 8,467.34
2436 7,141.34 7,496.67 7,872.80 8,266.27 8,678.80
2437 7,318.14 7,685.60 8,068.67 8,472.54 8,895.47
2438 7,501.87 7,876.27 8,271.47 8,684.00 9,119.07
2439 7,689.07 8,073.87 8,477.74 8,900.67 9,346.14
2440 7,881.47 8,274.94 8,689.20 9,124.27 9,580.14
2441 8,079.07 8,482.94 8,905.87 9,351.34 9,819.34
2442 8,280.14 8,694.40 9,129.47 9,585.34 10,065.47
2443 8,488.14 8,912.80 9,358.27 9,824.54 10,316.80
2444 8,699.60 9,134.67 9,592.27 10,070.67 10,575.07
2445 8,918.00 9,363.47 9,831.47 10,322.00 10,838.54
2446 9,139.87 9,597.47 10,077.60 10,580.27 11,108.94
2447 9,368.67 9,836.67 10,328.94 10,845.47 11,388.00
2448 9,602.67 10,082.80 10,587.20 11,115.87 11,672.27
2449 9,843.60 10,335.87 10,852.40 11,394.94 11,963.47
2450 10,089.74 10,594.14 11,122.80 11,679.20 12,263.34
Step
Range Step A Step B Step C Step D Step E
2451 10,341.07 10,857.60 11,401.87 11,970.40 12,570.14
2452 10,599.34 11,129.74 11,686.14 12,270.27 12,883.87
2453 10,864.54 11,407.07 11,979.07 12,577.07 13,206.27
2454 11,136.67 11,693.07 12,277.20 12,890.80 13,535.60
2455 11,414.00 11,986.00 12,584.00 13,213.20 13,873.60
2456 11,700.00 12,284.14 12,899.47 13,544.27 14,222.00
2457 11,992.94 12,592.67 13,221.87 13,882.27 14,577.34
2458 12,292.80 12,906.40 13,552.94 14,228.94 14,941.34
2459 12,599.60 13,228.80 13,890.94 14,586.00 15,314.00
2460 12,915.07 13,559.87 14,237.60 14,950.00 15,697.07
2461 13,237.47 13,899.60 14,594.67 15,324.40 16,090.54
2462 13,568.54 14,246.27 14,958.67 15,707.47 16,492.67
2463 13,908.27 14,603.34 15,333.07 16,099.20 16,905.20
2464 14,254.94 14,967.34 15,716.14 16,501.34 17,326.40
2465 14,612.00 15,341.74 16,109.60 16,913.87 17,759.74
2466 14,976.00 15,724.80 16,511.74 17,336.80 18,203.47
#16..
- 467 -
18 EXHIBIT 5A: HOURLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 7/1/25

UNREPRESENTED MANAGEMENT/ CONFIDENTIAL

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 25/26
EFFECTIVE: JULY 1, 2025
Step
Range Step A Step B Step C Step D Step E Step F
2419 27.89 29.29 30.75 32.29 33.91 35.60
2420 28.59 30.02 31.52 33.10 34.75 36.49
2421 29.31 30.77 32.31 33.93 35.62 37.40
2422 30.04 31.54 33.12 34.77 36.51 38.34
2423 30.79 32.33 33.95 35.64 37.42 39.30
2424 31.56 33.14 34.79 36.53 38.36 40.28
2425 32.35 33.97 35.66 37.45 39.32 41.28
2426 33.16 34.82 36.56 38.38 40.30 42.32
2427 33.99 35.69 37.47 39.34 41.31 43.37
2428 34.84 36.58 38.41 40.33 42.34 44.46
2429 35.71 37.49 39.37 41.33 43.40 45.57
2430 36.60 38.43 40.35 42.37 44.49 46.71
2431 37.51 39.39 41.36 43.43 45.60 47.88
2432 38.45 40.37 42.39 44.51 46.74 49.07
2433 39.41 41.38 43.45 45.62 47.91 50.30
2434 40.40 42.42 44.54 46.76 49.10 51.56
Step
Range Step A Step B Step C Step D Step E Step F
2435 41.41 43.48 45.65 47.93 50.33 52.85
2436 42.44 44.56 46.79 49.13 51.59 54.17
2437 43.50 45.68 47.96 50.36 52.88 55.52
2438 44.59 46.82 49.16 51.62 54.20 56.91
2439 45.71 47.99 50.39 52.91 55.55 58.33
2440 46.85 49.19 51.65 54.23 56.94 59.79
2441 48.02 50.42 52.94 55.59 58.37 61.29
2442 49.22 51.68 54.26 56.98 59.83 62.82
2443 50.45 52.97 55.62 58.40 61.32 64.39
2444 51.71 54.30 57.01 59.86 62.85 66.00
2445 53.00 55.65 58.44 61.36 64.43 67.65
2446 54.33 57.05 59.90 62.89 66.04 69.34
2447 55.69 58.47 61.39 64.46 67.69 71.07
2448 57.08 59.93 62.93 66.08 69.38 72.85
2449 58.51 61.43 64.50 67.73 71.11 74.67
2450 59.97 62.97 66.11 69.42 72.89 76.54
Step
Range Step A Step B Step C Step D Step E Step F
2451 61.47 64.54 67.77 71.16 74.71 78.45
2452 63.00 66.15 69.46 72.93 76.58 80.41
2453 64.58 67.81 71.20 74.76 78.50 82.42
2454 66.19 69.50 72.98 76.63 80.46 84.48
2455 67.85 71.24 74.80 78.54 82.47 86.59
2456 69.54 73.02 76.67 80.51 84.53 88.76
2457 71.28 74.85 78.59 82.52 86.64 90.98
2458 73.06 76.72 80.55 84.58 88.81 93.25
2459 74.89 78.64 82.57 86.70 91.03 95.58
2460 76.76 80.60 84.63 88.86 93.31 97.97
2461 78.68 82.62 86.75 91.08 95.64 100.42
2462 80.65 84.68 88.92 93.36 98.03 102.93
2463 82.67 86.80 91.14 95.69 100.48 105.50
2464 84.73 88.97 93.42 98.09 102.99 108.14
2465 86.85 91.19 95.75 100.54 105.57 110.84
2466 89.02 93.47 98.15 103.05 108.21 113.62
#16..
- 468 -
19 EXHIBIT 5B: BI-WEEKLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 7/1/25

UNREPRESENTED MANAGEMENT/ CONFIDENTIAL

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 25/26
EFFECTIVE: JULY 1, 2025
Step
Range Step A Step B Step C Step D Step E Step F
2419 2,231.20 2,343.20 2,460.00 2,583.20 2,712.80 2,848.00 2420 2,287.20 2,401.60 2,521.60 2,648.00 2,780.00 2,919.20 2421 2,344.80 2,461.60 2,584.80 2,714.40 2,849.60 2,992.00 2422 2,403.20 2,523.20 2,649.60 2,781.60 2,920.80 3,067.20 2423 2,463.20 2,586.40 2,716.00 2,851.20 2,993.60 3,144.00 2424 2,524.80 2,651.20 2,783.20 2,922.40 3,068.80 3,222.40 2425 2,588.00 2,717.60 2,852.80 2,996.00 3,145.60 3,302.40 2426 2,652.80 2,785.60 2,924.80 3,070.40 3,224.00 3,385.60 2427 2,719.20 2,855.20 2,997.60 3,147.20 3,304.80 3,469.60 2428 2,787.20 2,926.40 3,072.80 3,226.40 3,387.20 3,556.80 2429 2,856.80 2,999.20 3,149.60 3,306.40 3,472.00 3,645.60 2430 2,928.00 3,074.40 3,228.00 3,389.60 3,559.20 3,736.80 2431 3,000.80 3,151.20 3,308.80 3,474.40 3,648.00 3,830.40 2432 3,076.00 3,229.60 3,391.20 3,560.80 3,739.20 3,925.60 2433 3,152.80 3,310.40 3,476.00 3,649.60 3,832.80 4,024.00 2434 3,232.00 3,393.60 3,563.20 3,740.80 3,928.00 4,124.80 Step
Range Step A Step B Step C Step D Step E Step F
2435 3,312.80 3,478.40 3,652.00 3,834.40 4,026.40 4,228.00 2436 3,395.20 3,564.80 3,743.20 3,930.40 4,127.20 4,333.60 2437 3,480.00 3,654.40 3,836.80 4,028.80 4,230.40 4,441.60 2438 3,567.20 3,745.60 3,932.80 4,129.60 4,336.00 4,552.80 2439 3,656.80 3,839.20 4,031.20 4,232.80 4,444.00 4,666.40 2440 3,748.00 3,935.20 4,132.00 4,338.40 4,555.20 4,783.20 2441 3,841.60 4,033.60 4,235.20 4,447.20 4,669.60 4,903.20 2442 3,937.60 4,134.40 4,340.80 4,558.40 4,786.40 5,025.60 2443 4,036.00 4,237.60 4,449.60 4,672.00 4,905.60 5,151.20 2444 4,136.80 4,344.00 4,560.80 4,788.80 5,028.00 5,280.00 2445 4,240.00 4,452.00 4,675.20 4,908.80 5,154.40 5,412.00 2446 4,346.40 4,564.00 4,792.00 5,031.20 5,283.20 5,547.20 2447 4,455.20 4,677.60 4,911.20 5,156.80 5,415.20 5,685.60 2448 4,566.40 4,794.40 5,034.40 5,286.40 5,550.40 5,828.00 2449 4,680.80 4,914.40 5,160.00 5,418.40 5,688.80 5,973.60 2450 4,797.60 5,037.60 5,288.80 5,553.60 5,831.20 6,123.20 Step
Range Step A Step B Step C Step D Step E Step F
2451 4,917.60 5,163.20 5,421.60 5,692.80 5,976.80 6,276.00 2452 5,040.00 5,292.00 5,556.80 5,834.40 6,126.40 6,432.80 2453 5,166.40 5,424.80 5,696.00 5,980.80 6,280.00 6,593.60 2454 5,295.20 5,560.00 5,838.40 6,130.40 6,436.80 6,758.40 2455 5,428.00 5,699.20 5,984.00 6,283.20 6,597.60 6,927.20 2456 5,563.20 5,841.60 6,133.60 6,440.80 6,762.40 7,100.80 2457 5,702.40 5,988.00 6,287.20 6,601.60 6,931.20 7,278.40 2458 5,844.80 6,137.60 6,444.00 6,766.40 7,104.80 7,460.00 2459 5,991.20 6,291.20 6,605.60 6,936.00 7,282.40 7,646.40 2460 6,140.80 6,448.00 6,770.40 7,108.80 7,464.80 7,837.60 2461 6,294.40 6,609.60 6,940.00 7,286.40 7,651.20 8,033.60 2462 6,452.00 6,774.40 7,113.60 7,468.80 7,842.40 8,234.40 2463 6,613.60 6,944.00 7,291.20 7,655.20 8,038.40 8,440.00 2464 6,778.40 7,117.60 7,473.60 7,847.20 8,239.20 8,651.20 2465 6,948.00 7,295.20 7,660.00 8,043.20 8,445.60 8,867.20 2466 7,121.60 7,477.60 7,852.00 8,244.00 8,656.80 9,089.60 #16..
- 469 -
20 EXHIBIT 5C: MONTHLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN – 7/1/25

UNREPRESENTED MANAGEMENT/ CONFIDENTIAL

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 25/26
EFFECTIVE: JULY 1, 2025
Step
Range Step A Step B Step C Step D Step E Step F
2419 4,834.27 5,076.94 5,330.00 5,596.94 5,877.74 6,170.67 2420 4,955.60 5,203.47 5,463.47 5,737.34 6,023.34 6,324.94 2421 5,080.40 5,333.47 5,600.40 5,881.20 6,174.14 6,482.67 2422 5,206.94 5,466.94 5,740.80 6,026.80 6,328.40 6,645.60 2423 5,336.94 5,603.87 5,884.67 6,177.60 6,486.14 6,812.00 2424 5,470.40 5,744.27 6,030.27 6,331.87 6,649.07 6,981.87 2425 5,607.34 5,888.14 6,181.07 6,491.34 6,815.47 7,155.20 2426 5,747.74 6,035.47 6,337.07 6,652.54 6,985.34 7,335.47 2427 5,891.60 6,186.27 6,494.80 6,818.94 7,160.40 7,517.47 2428 6,038.94 6,340.54 6,657.74 6,990.54 7,338.94 7,706.40 2429 6,189.74 6,498.27 6,824.14 7,163.87 7,522.67 7,898.80 2430 6,344.00 6,661.20 6,994.00 7,344.14 7,711.60 8,096.40 2431 6,501.74 6,827.60 7,169.07 7,527.87 7,904.00 8,299.20 2432 6,664.67 6,997.47 7,347.60 7,715.07 8,101.60 8,505.47 2433 6,831.07 7,172.54 7,531.34 7,907.47 8,304.40 8,718.67 2434 7,002.67 7,352.80 7,720.27 8,105.07 8,510.67 8,937.07 Step
Range Step A Step B Step C Step D Step E Step F
2435 7,177.74 7,536.54 7,912.67 8,307.87 8,723.87 9,160.67 2436 7,356.27 7,723.74 8,110.27 8,515.87 8,942.27 9,389.47 2437 7,540.00 7,917.87 8,313.07 8,729.07 9,165.87 9,623.47 2438 7,728.94 8,115.47 8,521.07 8,947.47 9,394.67 9,864.40 2439 7,923.07 8,318.27 8,734.27 9,171.07 9,628.67 10,110.54 2440 8,120.67 8,526.27 8,952.67 9,399.87 9,869.60 10,363.60 2441 8,323.47 8,739.47 9,176.27 9,635.60 10,117.47 10,623.60 2442 8,531.47 8,957.87 9,405.07 9,876.54 10,370.54 10,888.80 2443 8,744.67 9,181.47 9,640.80 10,122.67 10,628.80 11,160.94 2444 8,963.07 9,412.00 9,881.74 10,375.74 10,894.00 11,440.00 2445 9,186.67 9,646.00 10,129.60 10,635.74 11,167.87 11,726.00 2446 9,417.20 9,888.67 10,382.67 10,900.94 11,446.94 12,018.94 2447 9,652.94 10,134.80 10,640.94 11,173.07 11,732.94 12,318.80 2448 9,893.87 10,387.87 10,907.87 11,453.87 12,025.87 12,627.34 2449 10,141.74 10,647.87 11,180.00 11,739.87 12,325.74 12,942.80 2450 10,394.80 10,914.80 11,459.07 12,032.80 12,634.27 13,266.94 Step
Range Step A Step B Step C Step D Step E Step F
2451 10,654.80 11,186.94 11,746.80 12,334.40 12,949.74 13,598.00 2452 10,920.00 11,466.00 12,039.74 12,641.20 13,273.87 13,937.74 2453 11,193.87 11,753.74 12,341.34 12,958.40 13,606.67 14,286.14 2454 11,472.94 12,046.67 12,649.87 13,282.54 13,946.40 14,643.20 2455 11,760.67 12,348.27 12,965.34 13,613.60 14,294.80 15,008.94 2456 12,053.60 12,656.80 13,289.47 13,955.07 14,651.87 15,385.07 2457 12,355.20 12,974.00 13,622.27 14,303.47 15,017.60 15,769.87 2458 12,663.74 13,298.14 13,962.00 14,660.54 15,393.74 16,163.34 2459 12,980.94 13,630.94 14,312.14 15,028.00 15,778.54 16,567.20 2460 13,305.07 13,970.67 14,669.20 15,402.40 16,173.74 16,981.47 2461 13,637.87 14,320.80 15,036.67 15,787.20 16,577.60 17,406.14 2462 13,979.34 14,677.87 15,412.80 16,182.40 16,991.87 17,841.20 2463 14,329.47 15,045.34 15,797.60 16,586.27 17,416.54 18,286.67 2464 14,686.54 15,421.47 16,192.80 17,002.27 17,851.60 18,744.27 2465 15,054.00 15,806.27 16,596.67 17,426.94 18,298.80 19,212.27 2466 15,430.14 16,201.47 17,012.67 17,862.00 18,756.40 19,694.14 #16..
- 470 -
21 EXHIBIT 6A: HOURLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/30/26

UNREPRESENTED MANAGEMENT/ CONFIDENTIAL

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 26/27
EFFECTIVE: JUNE 30, 2026
Step
Range Step A Step B Step C Step D Step E Step F
2419 28.73 30.17 31.68 33.26 34.93 36.67
2420 29.45 30.93 32.47 34.10 35.80 37.59
2421 30.19 31.70 33.28 34.95 36.69 38.53
2422 30.94 32.49 34.12 35.82 37.61 39.49
2423 31.72 33.30 34.97 36.72 38.55 40.48
2424 32.51 34.14 35.84 37.63 39.52 41.49
2425 33.32 34.99 36.74 38.57 40.50 42.53
2426 34.16 35.86 37.66 39.54 41.52 43.59
2427 35.01 36.76 38.60 40.53 42.55 44.68
2428 35.88 37.68 39.56 41.54 43.62 45.80
2429 36.78 38.62 40.55 42.58 44.71 46.94
2430 37.70 39.59 41.57 43.64 45.83 48.12
2431 38.64 40.58 42.60 44.73 46.97 49.32
2432 39.61 41.59 43.67 45.85 48.14 50.55
2433 40.60 42.63 44.76 47.00 49.35 51.82
2434 41.61 43.70 45.88 48.17 50.58 53.11
Step
Range Step A Step B Step C Step D Step E Step F
2435 42.65 44.79 47.03 49.38 51.85 54.44
2436 43.72 45.91 48.20 50.61 53.14 55.80
2437 44.81 47.05 49.41 51.88 54.47 57.19
2438 45.93 48.23 50.64 53.17 55.83 58.62
2439 47.08 49.44 51.91 54.50 57.23 60.09
2440 48.26 50.67 53.21 55.87 58.66 61.59
2441 49.47 51.94 54.54 57.26 60.12 63.13
2442 50.70 53.24 55.90 58.69 61.63 64.71
2443 51.97 54.57 57.30 60.16 63.17 66.33
2444 53.27 55.93 58.73 61.66 64.75 67.98
2445 54.60 57.33 60.20 63.21 66.37 69.68
2446 55.97 58.76 61.70 64.79 68.03 71.43
2447 57.36 60.23 63.24 66.41 69.73 73.21
2448 58.80 61.74 64.82 68.07 71.47 75.04
2449 60.27 63.28 66.45 69.77 73.26 76.92
2450 61.77 64.86 68.11 71.51 75.09 78.84
Step
Range Step A Step B Step C Step D Step E Step F
2451 63.32 66.48 69.81 73.30 76.96 80.81
2452 64.90 68.15 71.55 75.13 78.89 82.83
2453 66.52 69.85 73.34 77.01 80.86 84.90
2454 68.19 71.60 75.18 78.93 82.88 87.02
2455 69.89 73.39 77.06 80.91 84.95 89.20
2456 71.64 75.22 78.98 82.93 87.08 91.43
2457 73.43 77.10 80.96 85.00 89.25 93.72
2458 75.27 79.03 82.98 87.13 91.48 96.06
2459 77.15 81.00 85.05 89.31 93.77 98.46
2460 79.08 83.03 87.18 91.54 96.12 100.92
2461 81.05 85.10 89.36 93.83 98.52 103.44
2462 83.08 87.23 91.59 96.17 100.98 106.03
2463 85.16 89.41 93.88 98.58 103.51 108.68
2464 87.28 91.65 96.23 101.04 106.09 111.40
2465 89.47 93.94 98.64 103.57 108.75 114.18
2466 91.70 96.29 101.10 106.16 111.46 117.04
#16..
- 471 -
22 EXHIBIT 6B: BI-WEEKLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/30/26

UNREPRESENTED MANAGEMENT/ CONFIDENTIAL

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 26/27
EFFECTIVE: JUNE 30, 2026
Step
Range Step A Step B Step C Step D Step E Step F
2419 2,298.40 2,413.60 2,534.40 2,660.80 2,794.40 2,933.60 2420 2,356.00 2,474.40 2,597.60 2,728.00 2,864.00 3,007.20 2421 2,415.20 2,536.00 2,662.40 2,796.00 2,935.20 3,082.40 2422 2,475.20 2,599.20 2,729.60 2,865.60 3,008.80 3,159.20 2423 2,537.60 2,664.00 2,797.60 2,937.60 3,084.00 3,238.40 2424 2,600.80 2,731.20 2,867.20 3,010.40 3,161.60 3,319.20 2425 2,665.60 2,799.20 2,939.20 3,085.60 3,240.00 3,402.40 2426 2,732.80 2,868.80 3,012.80 3,163.20 3,321.60 3,487.20 2427 2,800.80 2,940.80 3,088.00 3,242.40 3,404.00 3,574.40 2428 2,870.40 3,014.40 3,164.80 3,323.20 3,489.60 3,664.00 2429 2,942.40 3,089.60 3,244.00 3,406.40 3,576.80 3,755.20 2430 3,016.00 3,167.20 3,325.60 3,491.20 3,666.40 3,849.60 2431 3,091.20 3,246.40 3,408.00 3,578.40 3,757.60 3,945.60 2432 3,168.80 3,327.20 3,493.60 3,668.00 3,851.20 4,044.00 2433 3,248.00 3,410.40 3,580.80 3,760.00 3,948.00 4,145.60 2434 3,328.80 3,496.00 3,670.40 3,853.60 4,046.40 4,248.80 Step
Range Step A Step B Step C Step D Step E Step F
2435 3,412.00 3,583.20 3,762.40 3,950.40 4,148.00 4,355.20 2436 3,497.60 3,672.80 3,856.00 4,048.80 4,251.20 4,464.00 2437 3,584.80 3,764.00 3,952.80 4,150.40 4,357.60 4,575.20 2438 3,674.40 3,858.40 4,051.20 4,253.60 4,466.40 4,689.60 2439 3,766.40 3,955.20 4,152.80 4,360.00 4,578.40 4,807.20 2440 3,860.80 4,053.60 4,256.80 4,469.60 4,692.80 4,927.20 2441 3,957.60 4,155.20 4,363.20 4,580.80 4,809.60 5,050.40 2442 4,056.00 4,259.20 4,472.00 4,695.20 4,930.40 5,176.80 2443 4,157.60 4,365.60 4,584.00 4,812.80 5,053.60 5,306.40 2444 4,261.60 4,474.40 4,698.40 4,932.80 5,180.00 5,438.40 2445 4,368.00 4,586.40 4,816.00 5,056.80 5,309.60 5,574.40 2446 4,477.60 4,700.80 4,936.00 5,183.20 5,442.40 5,714.40 2447 4,588.80 4,818.40 5,059.20 5,312.80 5,578.40 5,856.80 2448 4,704.00 4,939.20 5,185.60 5,445.60 5,717.60 6,003.20 2449 4,821.60 5,062.40 5,316.00 5,581.60 5,860.80 6,153.60 2450 4,941.60 5,188.80 5,448.80 5,720.80 6,007.20 6,307.20 Step
Range Step A Step B Step C Step D Step E Step F
2451 5,065.60 5,318.40 5,584.80 5,864.00 6,156.80 6,464.80 2452 5,192.00 5,452.00 5,724.00 6,010.40 6,311.20 6,626.40 2453 5,321.60 5,588.00 5,867.20 6,160.80 6,468.80 6,792.00 2454 5,455.20 5,728.00 6,014.40 6,314.40 6,630.40 6,961.60 2455 5,591.20 5,871.20 6,164.80 6,472.80 6,796.00 7,136.00 2456 5,731.20 6,017.60 6,318.40 6,634.40 6,966.40 7,314.40 2457 5,874.40 6,168.00 6,476.80 6,800.00 7,140.00 7,497.60 2458 6,021.60 6,322.40 6,638.40 6,970.40 7,318.40 7,684.80 2459 6,172.00 6,480.00 6,804.00 7,144.80 7,501.60 7,876.80 2460 6,326.40 6,642.40 6,974.40 7,323.20 7,689.60 8,073.60 2461 6,484.00 6,808.00 7,148.80 7,506.40 7,881.60 8,275.20 2462 6,646.40 6,978.40 7,327.20 7,693.60 8,078.40 8,482.40 2463 6,812.80 7,152.80 7,510.40 7,886.40 8,280.80 8,694.40 2464 6,982.40 7,332.00 7,698.40 8,083.20 8,487.20 8,912.00 2465 7,157.60 7,515.20 7,891.20 8,285.60 8,700.00 9,134.40 2466 7,336.00 7,703.20 8,088.00 8,492.80 8,916.80 9,363.20 #16..
- 472 -
23 EXHIBIT 6C: MONTHLY SCHEDULE OF SALARY FOR UNREPRESENTED MANAGEMENT & CONFIDENTIAL NON-SWORN - EFFECTIVE 6/30/26

UNREPRESENTED MANAGEMENT/ CONFIDENTIAL

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 26/27
EFFECTIVE: JUNE 30, 2026
Step
Range Step A Step B Step C Step D Step E Step F
2419 4,979.87 5,229.47 5,491.20 5,765.07 6,054.54 6,356.14 2420 5,104.67 5,361.20 5,628.14 5,910.67 6,205.34 6,515.60 2421 5,232.94 5,494.67 5,768.54 6,058.00 6,359.60 6,678.54 2422 5,362.94 5,631.60 5,914.14 6,208.80 6,519.07 6,844.94 2423 5,498.14 5,772.00 6,061.47 6,364.80 6,682.00 7,016.54 2424 5,635.07 5,917.60 6,212.27 6,522.54 6,850.14 7,191.60 2425 5,775.47 6,064.94 6,368.27 6,685.47 7,020.00 7,371.87 2426 5,921.07 6,215.74 6,527.74 6,853.60 7,196.80 7,555.60 2427 6,068.40 6,371.74 6,690.67 7,025.20 7,375.34 7,744.54 2428 6,219.20 6,531.20 6,857.07 7,200.27 7,560.80 7,938.67 2429 6,375.20 6,694.14 7,028.67 7,380.54 7,749.74 8,136.27 2430 6,534.67 6,862.27 7,205.47 7,564.27 7,943.87 8,340.80 2431 6,697.60 7,033.87 7,384.00 7,753.20 8,141.47 8,548.80 2432 6,865.74 7,208.94 7,569.47 7,947.34 8,344.27 8,762.00 2433 7,037.34 7,389.20 7,758.40 8,146.67 8,554.00 8,982.14 2434 7,212.40 7,574.67 7,952.54 8,349.47 8,767.20 9,205.74 Step
Range Step A Step B Step C Step D Step E Step F
2435 7,392.67 7,763.60 8,151.87 8,559.20 8,987.34 9,436.27 2436 7,578.14 7,957.74 8,354.67 8,772.40 9,210.94 9,672.00 2437 7,767.07 8,155.34 8,564.40 8,992.54 9,441.47 9,912.94 2438 7,961.20 8,359.87 8,777.60 9,216.14 9,677.20 10,160.80 2439 8,160.54 8,569.60 8,997.74 9,446.67 9,919.87 10,415.60 2440 8,365.07 8,782.80 9,223.07 9,684.14 10,167.74 10,675.60 2441 8,574.80 9,002.94 9,453.60 9,925.07 10,420.80 10,942.54 2442 8,788.00 9,228.27 9,689.34 10,172.94 10,682.54 11,216.40 2443 9,008.14 9,458.80 9,932.00 10,427.74 10,949.47 11,497.20 2444 9,233.47 9,694.54 10,179.87 10,687.74 11,223.34 11,783.20 2445 9,464.00 9,937.20 10,434.67 10,956.40 11,504.14 12,077.87 2446 9,701.47 10,185.07 10,694.67 11,230.27 11,791.87 12,381.20 2447 9,942.40 10,439.87 10,961.60 11,511.07 12,086.54 12,689.74 2448 10,192.00 10,701.60 11,235.47 11,798.80 12,388.14 13,006.94 2449 10,446.80 10,968.54 11,518.00 12,093.47 12,698.40 13,332.80 2450 10,706.80 11,242.40 11,805.74 12,395.07 13,015.60 13,665.60 Step
Range Step A Step B Step C Step D Step E Step F
2451 10,975.47 11,523.20 12,100.40 12,705.34 13,339.74 14,007.07 2452 11,249.34 11,812.67 12,402.00 13,022.54 13,674.27 14,357.20 2453 11,530.14 12,107.34 12,712.27 13,348.40 14,015.74 14,716.00 2454 11,819.60 12,410.67 13,031.20 13,681.20 14,365.87 15,083.47 2455 12,114.27 12,720.94 13,357.07 14,024.40 14,724.67 15,461.34 2456 12,417.60 13,038.14 13,689.87 14,374.54 15,093.87 15,847.87 2457 12,727.87 13,364.00 14,033.07 14,733.34 15,470.00 16,244.80 2458 13,046.80 13,698.54 14,383.20 15,102.54 15,856.54 16,650.40 2459 13,372.67 14,040.00 14,742.00 15,480.40 16,253.47 17,066.40 2460 13,707.20 14,391.87 15,111.20 15,866.94 16,660.80 17,492.80 2461 14,048.67 14,750.67 15,489.07 16,263.87 17,076.80 17,929.60 2462 14,400.54 15,119.87 15,875.60 16,669.47 17,503.20 18,378.54 2463 14,761.07 15,497.74 16,272.54 17,087.20 17,941.74 18,837.87 2464 15,128.54 15,886.00 16,679.87 17,513.60 18,388.94 19,309.34 2465 15,508.14 16,282.94 17,097.60 17,952.14 18,850.00 19,791.20 2466 15,894.67 16,690.27 17,524.00 18,401.07 19,319.74 20,286.94 #16..
- 473 -
24 EXHIBIT 7A: CLASS RANGE TABLE EXECUTIVE MANAGEMENT 6/20/23

CITY OF MODESTO

CLASS RANGE TABLE

EXECUTIVE MANAGEMENT
Effective June 20, 2023
Range
Number Title
1415 City Clerk
1421 City Auditor
1422 Director of Utility Planning and Projects
1425 Director of Administrative Services
1425 Chief Information Officer
1425 Director of Finance
1425 Director of Human Resources
1425 Director of Parks, Recreation and Neighborhoods
1427 Director of Community and Economic Development
1427 Director of Public Works
1430 Director of Utilities
1430 Director of Engineering Services
1431 Deputy City Manager
1435 City Attorney
1439 City Manager
#16..
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25 EXHIBIT 7B: CLASS RANGE TABLE EXECUTIVE MANAGEMENT 6/18/24

CITY OF MODESTO

CLASS RANGE TABLE

EXECUTIVE MANAGEMENT
Effective June 18, 2024
Range
Number Title
1415 City Clerk
1421 City Auditor
1422 Director of Utility Planning and Projects
1425 Director of Administrative Services
1426 Chief Information Officer
1426 Directory of Finance
1426 Director of Human Resources
1426 Director of Parks, Recreation and Neighborhoods
1429 Director of Community and Economic Development
1429 Director of Public Works
1432 Director of Utilities
1432 Director of Engineering Services
1433 Deputy City Manager
1435 City Attorney
1441 City Manager
#16..
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26 EXHIBIT 8A: SCHEDULE OF SALARY FOR UNREPRESENTED EXECUTIVE NON-SWORN MANAGEMENT- EFFECTIVE 6/20/23

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 23/24
EFFECTIVE: JUNE 20, 2023
Hourly Biweekly Monthly
Range
Number Unrepresented Executive Management Title Minimum Maximum Minimum Maximum Minimum Maximum 1405 46.13 57.67 3,690.40 4,613.60 7,995.87 9,996.14
1406 47.29 59.11 3,783.20 4,728.80 8,196.94 10,245.74
1407 48.47 60.59 3,877.60 4,847.20 8,401.47 10,502.27
1408 49.68 62.1 3,974.40 4,968.00 8,611.20 10,764.00
1409 50.92 63.65 4,073.60 5,092.00 8,826.14 11,032.67
1410 52.2 65.24 4,176.00 5,219.20 9,048.00 11,308.27
1411 53.5 66.88 4,280.00 5,350.40 9,273.34 11,592.54
1412 54.84 68.55 4,387.20 5,484.00 9,505.60 11,882.00
1413 56.21 70.26 4,496.80 5,620.80 9,743.07 12,178.40
1414 57.62 72.02 4,609.60 5,761.60 9,987.47 12,483.47
1415 City Clerk 59.06 73.82 4,724.80 5,905.60 10,237.07 12,795.47 1416 60.53 75.66 4,842.40 6,052.80 10,491.87 13,114.40
1417 62.04 77.55 4,963.20 6,204.00 10,753.60 13,442.00
1418 63.6 79.49 5,088.00 6,359.20 11,024.00 13,778.27
1419 65.19 81.48 5,215.20 6,518.40 11,299.60 14,123.20
1420 66.81 83.52 5,344.80 6,681.60 11,580.40 14,476.80
1421 City Auditor 68.49 85.61 5,479.20 6,848.80 11,871.60 14,839.07 1422 Director of Utility Planning and Projects 70.2 87.75 5,616.00 7,020.00 12,168.00 15,210.00 1423 71.95 89.94 5,756.00 7,195.20 12,471.34 15,589.60
1424 73.75 92.19 5,900.00 7,375.20 12,783.34 15,979.60
1425 Chief Information Officer 75.59 94.49 6,047.20 7,559.20 13,102.27 16,378.27 1425 Director of Administrative Services 75.59 94.49 6,047.20 7,559.20 13,102.27 16,378.27 1425 Director of Finance 75.59 94.49 6,047.20 7,559.20 13,102.27 16,378.27 1425 Director of Human Resources 75.59 94.49 6,047.20 7,559.20 13,102.27 16,378.27 1425 Director of Parks, Recreation & Neighborhoods 75.59 94.49 6,047.20 7,559.20 13,102.27 16,378.27 1426 77.48 96.85 6,198.40 7,748.00 13,429.87 16,787.34
1427 Director of Community and Economic
Development 79.42 99.28 6,353.60 7,942.40 13,766.14 17,208.54 1427 Director of Public Works 79.42 99.28 6,353.60 7,942.40 13,766.14 17,208.54 1428 81.41 101.76 6,512.80 8,140.80 14,111.07 17,638.40 1429 83.44 104.3 6,675.20 8,344.00 14,462.94 18,078.67
1430 Director of Engineering Services 85.53 106.91 6,842.40 8,552.80 14,825.20 18,531.07 1430 Director of Utilities 85.53 106.91 6,842.40 8,552.80 14,825.20 18,531.07 1431 Deputy City Manager 87.67 109.58 7,013.60 8,766.40 15,196.14 18,993.87 1432 89.86 112.32 7,188.80 8,985.60 15,575.74 19,468.80 1433 92.1 115.13 7,368.00 9,210.40 15,964.00 19,955.87
1434 94.41 118.01 7,552.80 9,440.80 16,364.40 20,455.07 1435 City Attorney 96.77 120.96 7,741.60 9,676.80 16,773.47 20,966.40 1436 99.18 123.98 7,934.40 9,918.40 17,191.20 21,489.87 1437 101.66 127.08 8,132.80 10,166.40 17,621.07 22,027.20 1438 104.21 130.26 8,336.80 10,420.80 18,063.07 22,578.40 1439 City Manager 106.81 133.51 8,544.80 10,680.80 18,513.74 23,141.74 1440 109.48 136.85 8,758.40 10,948.00 18,976.54 23,720.67 1441 112.22 140.27 8,977.60 11,221.60 19,451.47 24,313.47 #16..
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27 EXHIBIT 8B: SCHEDULE OF SALARY FOR UNREPRESENTED EXECUTIVE NON-SWORN MANAGEMENT- EFFECTIVE 6/18/24

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 24/25
EFFECTIVE: JUNE 18, 2024
Hourly Biweekly Monthly
Range
Number Unrepresented Executive Management Title Minimum Maximum Minimum Maximum Minimum Maximum 1405 47.52 59.40 3,801.60 4,752.00 8,236.80 10,296.00
1406 48.71 60.89 3,896.80 4,871.20 8,443.07 10,554.27
1407 49.93 62.41 3,994.40 4,992.80 8,654.54 10,817.74
1408 51.18 63.97 4,094.40 5,117.60 8,871.20 11,088.14
1409 52.46 65.57 4,196.80 5,245.60 9,093.07 11,365.47
1410 53.77 67.21 4,301.60 5,376.80 9,320.14 11,649.74
1411 55.11 68.89 4,408.80 5,511.20 9,552.40 11,940.94
1412 56.49 70.61 4,519.20 5,648.80 9,791.60 12,239.07
1413 57.90 72.38 4,632.00 5,790.40 10,036.00 12,545.87
1414 59.35 74.19 4,748.00 5,935.20 10,287.34 12,859.60
1415 City Clerk 60.83 76.04 4,866.40 6,083.20 10,543.87 13,180.27 1416 62.36 77.94 4,988.80 6,235.20 10,809.07 13,509.60
1417 63.91 79.89 5,112.80 6,391.20 11,077.74 13,847.60
1418 65.51 81.89 5,240.80 6,551.20 11,355.07 14,194.27
1419 67.15 83.94 5,372.00 6,715.20 11,639.34 14,549.60
1420 68.83 86.03 5,506.40 6,882.40 11,930.54 14,911.87
1421 City Auditor 70.55 88.18 5,644.00 7,054.40 12,228.67 15,284.54 1422 Director of Utility Planning and Projects 72.31 90.39 5,784.80 7,231.20 12,533.74 15,667.60 1423 74.12 92.65 5,929.60 7,412.00 12,847.47 16,059.34
1424 75.97 94.96 6,077.60 7,596.80 13,168.14 16,459.74
1425 Director of Administrative Services 77.87 97.34 6,229.60 7,787.20 13,497.47 16,872.27 1426 Chief Information Officer 79.82 99.77 6,385.60 7,981.60 13,835.47 17,293.47 1426 Director of Finance 79.82 99.77 6,385.60 7,981.60 13,835.47 17,293.47 1426 Director of Human Resources 79.82 99.77 6,385.60 7,981.60 13,835.47 17,293.47 1426 Director of Parks, Recreation & Neighborhoods 79.82 99.77 6,385.60 7,981.60 13,835.47 17,293.47 1427 81.81 102.27 6,544.80 8,181.60 14,180.40 17,726.80 1428 83.86 104.82 6,708.80 8,385.60 14,535.74 18,168.80 1429 Director of Community and Economic
Development 85.96 107.44 6,876.80 8,595.20 14,899.74 18,622.94 1429 Director of Public Works 85.96 107.44 6,876.80 8,595.20 14,899.74 18,622.94 1430 88.10 110.13 7,048.00 8,810.40 15,270.67 19,089.20 1431 90.31 112.88 7,224.80 9,030.40 15,653.74 19,565.87 1432 Director of Engineering Services 92.56 115.70 7,404.80 9,256.00 16,043.74 20,054.67 1432 Director of Utilities 92.56 115.70 7,404.80 9,256.00 16,043.74 20,054.67 1433 Deputy City Manager 94.88 118.60 7,590.40 9,488.00 16,445.87 20,557.34 1434 97.25 121.56 7,780.00 9,724.80 16,856.67 21,070.40 1435 City Attorney 99.68 124.60 7,974.40 9,968.00 17,277.87 21,597.34 1436 102.17 127.72 8,173.60 10,217.60 17,709.47 22,138.14 1437 104.73 130.91 8,378.40 10,472.80 18,153.20 22,691.07 1438 107.35 134.18 8,588.00 10,734.40 18,607.34 23,257.87 1439 110.03 137.54 8,802.40 11,003.20 19,071.87 23,840.27 1440 112.78 140.97 9,022.40 11,277.60 19,548.54 24,434.80 1441 City Manager 115.60 144.50 9,248.00 11,560.00 20,037.34 25,046.67 #16..
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28 EXHIBIT 8C: SCHEDULE OF SALARY FOR UNREPRESENTED EXECUTIVE NON-SWORN MANAGEMENT- EFFECTIVE 7/1/25

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 25/26
EFFECTIVE: JULY 1, 2025
Hourly Biweekly Monthly
Range
Number Unrepresented Executive Management Title Minimum Maximum Minimum Maximum Minimum Maximum 1405 48.95 63.64 3,916.00 5,091.20 8,484.67 11,030.94
1406 50.18 65.23 4,014.40 5,218.40 8,697.87 11,306.54
1407 51.43 66.86 4,114.40 5,348.80 8,914.54 11,589.07
1408 52.72 68.53 4,217.60 5,482.40 9,138.14 11,878.54
1409 54.04 70.25 4,323.20 5,620.00 9,366.94 12,176.67
1410 55.39 72.00 4,431.20 5,760.00 9,600.94 12,480.00
1411 56.77 73.80 4,541.60 5,904.00 9,840.14 12,792.00
1412 58.19 75.65 4,655.20 6,052.00 10,086.27 13,112.67
1413 59.65 77.54 4,772.00 6,203.20 10,339.34 13,440.27
1414 61.14 79.48 4,891.20 6,358.40 10,597.60 13,776.54
1415 City Clerk 62.67 81.46 5,013.60 6,516.80 10,862.80 14,119.74 1416 64.23 83.50 5,138.40 6,680.00 11,133.20 14,473.34
1417 65.84 85.59 5,267.20 6,847.20 11,412.27 14,835.60
1418 67.48 87.73 5,398.40 7,018.40 11,696.54 15,206.54
1419 69.17 89.92 5,533.60 7,193.60 11,989.47 15,586.14
1420 70.90 92.17 5,672.00 7,373.60 12,289.34 15,976.14
1421 City Auditor 72.67 94.47 5,813.60 7,557.60 12,596.14 16,374.80 1422 Director of Utility Planning and Projects 74.49 96.83 5,959.20 7,746.40 12,911.60 16,783.87 1423 76.35 99.25 6,108.00 7,940.00 13,234.00 17,203.34
1424 78.26 101.74 6,260.80 8,139.20 13,565.07 17,634.94 1425 Director of Administrative Services 80.22 104.28 6,417.60 8,342.40 13,904.80 18,075.20 1426 Chief Information Officer 82.22 106.89 6,577.60 8,551.20 14,251.47 18,527.60 1426 Director of Finance 82.22 106.89 6,577.60 8,551.20 14,251.47 18,527.60 1426 Director of Human Resources 82.22 106.89 6,577.60 8,551.20 14,251.47 18,527.60 1426 Director of Parks, Recreation & Neighborhoods 82.22 106.89 6,577.60 8,551.20 14,251.47 18,527.60 1427 84.28 109.56 6,742.40 8,764.80 14,608.54 18,990.40 1428 86.38 112.30 6,910.40 8,984.00 14,972.54 19,465.34 1429 Director of Community and Economic Development 88.54 115.10 7,083.20 9,208.00 15,346.94 19,950.67 1429 Director of Public Works 88.54 115.10 7,083.20 9,208.00 15,346.94 19,950.67 1430 90.76 117.98 7,260.80 9,438.40 15,731.74 20,449.87 1431 93.02 120.93 7,441.60 9,674.40 16,123.47 20,961.20 1432 Director of Engineering Services 95.35 123.95 7,628.00 9,916.00 16,527.34 21,484.67 1432 Director of Utilities 95.35 123.95 7,628.00 9,916.00 16,527.34 21,484.67 1433 Deputy City Manager 97.73 127.05 7,818.40 10,164.00 16,939.87 22,022.00 1434 100.18 130.23 8,014.40 10,418.40 17,364.54 22,573.20 1435 City Attorney 102.68 133.48 8,214.40 10,678.40 17,797.87 23,136.54 1436 105.25 136.82 8,420.00 10,945.60 18,243.34 23,715.47 1437 107.88 140.24 8,630.40 11,219.20 18,699.20 24,308.27 1438 110.58 143.75 8,846.40 11,500.00 19,167.20 24,916.67 1439 113.34 147.34 9,067.20 11,787.20 19,645.60 25,538.94 1440 116.17 151.02 9,293.60 12,081.60 20,136.14 26,176.80 1441 City Manager 119.08 154.80 9,526.40 12,384.00 20,640.54 26,832.00 #16..
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29 EXHIBIT 8D: SCHEDULE OF SALARY FOR UNREPRESENTED EXECUTIVE NON-SWORN MANAGEMENT- EFFECTIVE 6/30/26

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 26/27
EFFECTIVE: JUNE 30, 2026
Hourly Biweekly Monthly
Range
Number Unrepresented Executive Management Title Minimum Maximum Minimum Maximum Minimum Maximum 1405 48.95 63.64 3,916.00 5,091.20 8,484.67 11,030.94
1406 50.18 65.23 4,014.40 5,218.40 8,697.87 11,306.54
1407 51.43 66.86 4,114.40 5,348.80 8,914.54 11,589.07
1408 52.72 68.53 4,217.60 5,482.40 9,138.14 11,878.54
1409 54.04 70.25 4,323.20 5,620.00 9,366.94 12,176.67
1410 55.39 72.00 4,431.20 5,760.00 9,600.94 12,480.00
1411 56.77 73.80 4,541.60 5,904.00 9,840.14 12,792.00
1412 58.19 75.65 4,655.20 6,052.00 10,086.27 13,112.67
1413 59.65 77.54 4,772.00 6,203.20 10,339.34 13,440.27
1414 61.14 79.48 4,891.20 6,358.40 10,597.60 13,776.54
1415 City Clerk 62.67 81.46 5,013.60 6,516.80 10,862.80 14,119.74 1416 64.23 83.50 5,138.40 6,680.00 11,133.20 14,473.34
1417 65.84 85.59 5,267.20 6,847.20 11,412.27 14,835.60
1418 67.48 87.73 5,398.40 7,018.40 11,696.54 15,206.54
1419 69.17 89.92 5,533.60 7,193.60 11,989.47 15,586.14
1420 70.90 92.17 5,672.00 7,373.60 12,289.34 15,976.14
1421 City Auditor 72.67 94.47 5,813.60 7,557.60 12,596.14 16,374.80 1422 Director of Utility Planning and Projects 74.49 96.83 5,959.20 7,746.40 12,911.60 16,783.87 1423 76.35 99.25 6,108.00 7,940.00 13,234.00 17,203.34
1424 78.26 101.74 6,260.80 8,139.20 13,565.07 17,634.94 1425 Director of Administrative Services 80.22 104.28 6,417.60 8,342.40 13,904.80 18,075.20 1426 Chief Information Officer 82.22 106.89 6,577.60 8,551.20 14,251.47 18,527.60 1426 Director of Finance 82.22 106.89 6,577.60 8,551.20 14,251.47 18,527.60 1426 Director of Human Resources 82.22 106.89 6,577.60 8,551.20 14,251.47 18,527.60 1426 Director of Parks, Recreation & Neighborhoods 82.22 106.89 6,577.60 8,551.20 14,251.47 18,527.60 1427 84.28 109.56 6,742.40 8,764.80 14,608.54 18,990.40 1428 86.38 112.30 6,910.40 8,984.00 14,972.54 19,465.34 1429 Director of Community and Economic Development 88.54 115.10 7,083.20 9,208.00 15,346.94 19,950.67 1429 Director of Public Works 88.54 115.10 7,083.20 9,208.00 15,346.94 19,950.67 1430 90.76 117.98 7,260.80 9,438.40 15,731.74 20,449.87 1431 93.02 120.93 7,441.60 9,674.40 16,123.47 20,961.20 1432 Director of Engineering Services 95.35 123.95 7,628.00 9,916.00 16,527.34 21,484.67 1432 Director of Utilities 95.35 123.95 7,628.00 9,916.00 16,527.34 21,484.67 1433 Deputy City Manager 97.73 127.05 7,818.40 10,164.00 16,939.87 22,022.00 1434 100.18 130.23 8,014.40 10,418.40 17,364.54 22,573.20 1435 City Attorney 102.68 133.48 8,214.40 10,678.40 17,797.87 23,136.54 1436 105.25 136.82 8,420.00 10,945.60 18,243.34 23,715.47 1437 107.88 140.24 8,630.40 11,219.20 18,699.20 24,308.27 1438 110.58 143.75 8,846.40 11,500.00 19,167.20 24,916.67 1439 113.34 147.34 9,067.20 11,787.20 19,645.60 25,538.94 1440 116.17 151.02 9,293.60 12,081.60 20,136.14 26,176.80 1441 City Manager 119.08 154.80 9,526.40 12,384.00 20,640.54 26,832.00 #16..
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30 EXHIBIT 9A: SCHEDULE OF SALARY FOR UNREPRESENTED BATTALION CHIEFS 80 - EFFECTIVE 6/21/22

CITY OF MODESTO

SCHEDULE OF SALARY RANGES IN CITY SERVICE
EFFECTIVE: JUNE 21, 2022
UNREP BATTALION CHIEFS 80 HOURS
Hourly
Range
Number Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 1812 52.31 53.63 54.96 56.34 57.75 59.19 60.67 62.19 63.74 1813 53.62 54.96 56.34 57.75 59.19 60.67 62.19 63.74 65.33 1814 54.96 56.34 57.75 59.19 60.67 62.19 63.74 65.33 66.97 1815 46.30 57.75 59.19 60.67 62.19 63.74 65.33 66.97 68.64 1816 57.75 59.19 60.67 62.19 63.74 65.33 66.97 68.64 70.36 1817 59.19 60.67 62.19 63.74 65.33 66.97 68.64 70.36 72.11 1818 60.67 62.19 63.74 65.33 66.97 68.64 70.36 72.11 73.92 1819 62.19 63.74 65.33 66.97 68.64 70.36 72.11 73.92 75.77 1820 63.74 65.33 66.97 68.64 70.36 72.11 73.92 75.77 77.66 1821 65.33 66.97 68.64 70.36 72.11 73.92 75.77 77.66 79.60 1822 66.97 68.64 70.36 72.11 73.92 75.77 77.66 79.60 81.59 1823 68.64 70.36 72.11 73.92 75.77 77.66 79.60 81.59 83.63 1824 70.36 72.11 73.92 75.77 77.66 79.60 81.59 83.63 85.72 Bi-Weekly
Range
Number Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 1812 4,184.80 4,289.60 4,396.80 4,507.20 4,620.00 4,735.20 4,853.60 4,975.20 5,099.20 1813 4,289.60 4,396.80 4,507.20 4,620.00 4,735.20 4,853.60 4,975.20 5,099.20 5,226.40 1814 4,396.80 4,507.20 4,620.00 4,735.20 4,853.60 4,975.20 5,099.20 5,226.40 5,357.60 1815 4,507.20 4,620.00 4,735.20 4,853.60 4,975.20 5,099.20 5,226.40 5,357.60 5,491.20 1816 4,620.00 4,735.20 4,853.60 4,975.20 5,099.20 5,226.40 5,357.60 5,491.20 5,628.80 1817 4,735.20 4,853.60 4,975.20 5,099.20 5,226.40 5,357.60 5,491.20 5,628.80 5,768.80 1818 4,853.60 4,975.20 5,099.20 5,226.40 5,357.60 5,491.20 5,628.80 5,788.80 5,913.60 1819 4,975.20 5,099.20 5,226.40 5,357.60 5,491.20 5,628.80 5,768.80 5,913.60 6,061.50 1820 5,099.20 5,226.40 5,357.60 5,491.20 5,628.80 5,768.80 5,913.60 6,061.60 6,212.80 1821 5,226.40 5,357.60 5,491.20 5,628.80 5,768.80 5,913.60 6,061.60 6,212.80 6,368.00 1822 5,357.60 5,491.20 5,628.80 5,768.80 5,913.60 6,061.60 6,212.80 6,368.00 6,527.20 1823 5,491.20 5,628.80 5,768.80 5,913.60 6,061.60 6,212.80 6,368.00 6,527.20 6,690.40 1824 5,628.80 5,768.80 5,913.60 6,061.60 6,212.80 6,368.00 6,527.20 6,690.40 6,857.60 Monthly
Range
Number Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 1812 9,097.76 9,325.59 9,558.64 9,798.65 10,043.88 10,294.32 10,551.73 10,816.08 11,085.66 1813 9,325.59 9,558.64 9,798.65 10,043.88 10,294.32 10,511.73 10,816.08 11,085.66 11,362.19 1814 9,558.64 9,798.65 10,043.88 10,294.32 10,551.73 10,816.08 11,085.66 11,362.19 11,647.42 1815 9,798.65 10,043.88 10,294.32 10,551.73 10,816.08 11,085.66 11,362.19 11,647.42 11,937.87 1816 10,043.88 10,294.32 10,551.73 10,816.08 11,085.66 11,362.19 11,647.42 11,937.87 12,237.01 1817 10,294.32 10,511.73 10,816.08 11,085.66 11,362.19 11,647.42 11,937.87 12,237.01 12,541.37 1818 10,551.73 10,816.08 11,085.66 11,362.19 11,647.42 11,937.87 12,237.01 12,541.37 12,856.17 1819 10,816.08 11,085.66 11,362.19 11,647.42 11,937.87 12,237.01 12,541.37 12,858.17 13,177.92 1820 11,085.66 11,362.19 11,647.42 11,937.87 12,237.01 12,541.37 12,856.17 13,177.92 13,506.63 1821 11,362.19 11,647.42 11,937.87 12,237.01 12,541.37 12,856.17 13,177.92 13,506.63 13,844.03 1822 11,647.42 11,937.87 12,237.01 12,541.37 12,856.17 13,177.92 13,506.63 13,844.03 14,190.13 1823 11,937.87 12,237.01 12,541.37 12,856.17 13,177.92 13,506.63 13,844.03 14,190.13 14,544.93 1824 12,237.01 12,541.37 12,856.17 13,177.92 13,506.63 13,644.03 14,190.13 14,544.93 14,908.42 #16..
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31 EXHIBIT 10A: SCHEDULE OF SALARY FOR UNREPRESENTED BATTALION CHIEFS 112 - EFFECTIVE 6/21/22

CITY OF MODESTO

SCHEDULE OF SALARY RANGES IN CITY SERVICE
EFFECTIVE: JUNE 21, 2022
UNREP BATTALION CHIEFS 112 HOURS
Hourly
Range
Number Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 812 37.36 38.30 39.26 40.24 41.25 42.28 43.34 44.42 45.53 813 38.30 39.26 40.24 41.25 42.28 43.34 44.42 45.53 46.68 814 39.26 40.24 41.25 42.28 43.34 44.42 45.53 46.66 47.84 815 40.24 41.25 42.28 43.34 44.42 45.53 46.66 47.84 49.03 816 41.25 42.28 43.34 44.42 45.53 46.66 47.84 49.03 50.26 817 42.28 43.34 44.42 45.53 46.66 47.84 49.03 50.26 51.51 818 43.34 44.42 45.53 46.66 47.84 49.03 50.26 51.51 52.80 819 44.42 45.53 46.66 47.84 49.03 50.26 51.51 52.80 54.12 820 45.53 46.66 47.84 49.03 50.26 51.51 52.80 54.12 55.47 821 46.66 47.84 49.03 50.26 51.51 52.80 54.12 55.47 56.86 822 47.84 49.03 50.26 51.51 52.80 54.12 55.47 56.86 58.28 823 49.03 50.26 51.51 52.80 54.12 55.47 56.86 58.28 59.74 824 50.26 51.51 52.80 54.12 55.47 56.86 58.28 59.74 61.23 Bi-Weekly
Range
Number Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 812 4,184.80 4,289.60 4,396.80 4,507.20 4,620.00 4,735.20 4,853.60 4,975.20 5,099.20 813 4,289.60 4,396.80 4,507.20 4,620.00 4,735.20 4,853.60 4,975.20 5,099.20 5,226.40 814 4,396.80 4,507.20 4,620.00 4,735.20 4,853.60 4,975.20 5,099.20 5,226.40 5,357.60 815 4,507.20 4,620.00 4,735.20 4,853.60 4,975.20 5,099.20 5,226.40 5,357.60 5,491.20 816 4,620.00 4,735.20 4,853.60 4,975.20 5,099.20 5,226.40 5,357.60 5,491.20 5,628.80 817 4,735.20 4,853.60 4,975.20 5,099.20 5,226.40 5,357.60 5,491.20 5,628.80 5,768.80 818 4,853.60 4,975.20 5,099.20 5,226.40 5,357.60 5,491.20 5,628.80 5,788.80 5,913.60 819 4,975.20 5,099.20 5,226.40 5,357.60 5,491.20 5,628.80 5,768.80 5,913.60 6,061.50 820 5,099.20 5,226.40 5,357.60 5,491.20 5,628.80 5,768.80 5,913.60 6,061.60 6,212.80 821 5,226.40 5,357.60 5,491.20 5,628.80 5,768.80 5,913.60 6,061.60 6,212.80 6,368.00 822 5,357.60 5,491.20 5,628.80 5,768.80 5,913.60 6,061.60 6,212.80 6,368.00 6,527.20 823 5,491.20 5,628.80 5,768.80 5,913.60 6,061.60 6,212.80 6,368.00 6,527.20 6,690.40 824 5,628.80 5,768.80 5,913.60 6,061.60 6,212.80 6,368.00 6,527.20 6,690.40 6,857.60 Monthly
Range
Number Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 812 9,097.76 9,325.59 9,558.64 9,798.65 10,043.88 10,294.32 10,551.73 10,816.08 11,085.66 813 9,325.59 9,558.64 9,798.65 10,043.88 10,294.32 10,511.73 10,816.08 11,085.66 11,362.19 814 9,558.64 9,798.65 10,043.88 10,294.32 10,551.73 10,816.08 11,085.66 11,362.19 11,647.42 815 9,798.65 10,043.88 10,294.32 10,551.73 10,816.08 11,085.66 11,362.19 11,647.42 11,937.87 816 10,043.88 10,294.32 10,551.73 10,816.08 11,085.66 11,362.19 11,647.42 11,937.87 12,237.01 817 10,294.32 10,511.73 10,816.08 11,085.66 11,362.19 11,647.42 11,937.87 12,237.01 12,541.37 818 10,551.73 10,816.08 11,085.66 11,362.19 11,647.42 11,937.87 12,237.01 12,541.37 12,856.17 819 10,816.08 11,085.66 11,362.19 11,647.42 11,937.87 12,237.01 12,541.37 12,858.17 13,177.92 820 11,085.66 11,362.19 11,647.42 11,937.87 12,237.01 12,541.37 12,856.17 13,177.92 13,506.63 821 11,362.19 11,647.42 11,937.87 12,237.01 12,541.37 12,856.17 13,177.92 13,506.63 13,844.03 822 11,647.42 11,937.87 12,237.01 12,541.37 12,856.17 13,177.92 13,506.63 13,844.03 14,190.13 823 11,937.87 12,237.01 12,541.37 12,856.17 13,177.92 13,506.63 13,844.03 14,190.13 14,544.93 824 12,237.01 12,541.37 12,856.17 13,177.92 13,506.63 13,844.03 14,190.13 14,544.93 14,908.42 #16..
- 481 -
32 EXHIBIT 9B: SCHEDULE OF SALARY FOR UNREPRESENTED BATTALION CHIEFS 80 - EFFECTIVE 6/20/23

CITY OF MODESTO

SCHEDULE OF SALARY RANGES IN CITY SERVICE
EFFECTIVE: JUNE 20, 2023
UNREP BATTALION CHIEFS 80 HOURS
Range
Number Step A Step B Step C Step D Step E Step F
1812 52.31 54.96 57.75 60.67 63.74 65.33
1813 53.62 56.34 59.19 62.19 65.33 68.60
1814 54.96 57.75 60.67 63.74 66.97 70.31
1815 56.34 59.19 62.19 65.33 68.64 72.07
1816 57.75 60.67 63.74 66.97 70.36 72.87
1817 59.19 62.19 65.33 68.64 72.11 75.72
1818 60.67 63.74 66.97 70.36 73.92 77.61
1819 62.19 65.33 68.64 72.11 75.77 79.55
1820 63.74 66.97 70.36 73.92 77.66 81.54
1821 65.33 68.64 72.11 75.77 79.60 83.58
1822 66.97 70.36 73.92 77.66 81.59 85.67
1823 68.64 72.11 75.77 79.60 83.63 87.81
1824 70.36 73.92 77.66 81.59 85.72 90.01
Range
Number Step A Step B Step C Step D Step E Step F
2419 4,184.80 4,396.80 4,620.00 4,853.60 5,099.20 5,226.40 2420 4,289.60 4,507.20 4,735.20 4,975.20 5,226.40 5,488.00 2421 4,396.80 4,620.00 4,853.60 5,099.20 5,357.60 5,624.80 2422 4,507.20 4,735.20 4,975.20 5,226.40 5,491.20 5,765.60 2423 4,620.00 4,853.60 5,099.20 5,357.60 5,628.80 5,909.60 2424 4,735.20 4,975.20 5,226.40 5,491.20 5,768.80 6,057.60 2425 4,853.60 5,099.20 5,357.60 5,628.80 5,913.60 6,208.80 2426 4,975.20 5,226.40 5,491.20 5,768.80 6,061.60 6,367.00 2427 5,099.20 5,357.60 5,628.80 5,913.60 6,212.80 6,523.20 2428 5,226.40 5,491.20 5,768.80 6,061.60 6,368.00 6,686.40 2429 5,357.60 5,628.80 5,913.60 6,212.80 6,527.20 6,853.60 2430 5,491.20 5,768.80 6,061.60 6,368.00 6,690.40 7,024.80 2431 5,628.80 5,913.60 6,212.80 6,527.20 6,857.60 7,200.80 Range
Number Step A Step B Step C Step D Step E Step F
2419 9,067.07 9,526.40 10,010.00 10,516.14 11,048.27 11,323.87 2420 9,294.14 9,765.60 10,259.60 10,779.60 11,323.87 11,890.67 2421 9,526.40 10,010.00 10,516.14 11,048.27 11,608.14 12,187.07 2422 9,765.60 10,259.60 10,779.60 11,323.87 11,897.60 12,492.14 2423 10,010.00 10,516.14 11,048.27 11,608.14 12,195.74 12,804.14 2424 10,259.60 10,779.60 11,323.87 11,897.60 12,499.07 13,124.80 2425 10,516.14 11,048.27 11,608.14 12,195.74 12,812.80 13,452.40 2426 10,779.60 11,323.87 11,897.60 12,499.07 13,133.47 13,788.67 2427 11,048.27 11,608.14 12,195.74 12,812.80 13,461.07 14,133.60 2428 11,323.87 11,897.60 12,499.07 13,133.47 13,797.34 14,487.20 2429 11,608.14 12,195.74 12,812.80 13,461.07 14,142.27 14,849.47 2430 11,897.60 12,499.07 13,133.47 13,797.34 14,495.87 15,220.40 2431 12,195.74 12,812.80 13,461.07 14,142.27 14,858.14 15,601.74 #16..
- 482 -
33 EXHIBIT 10B: SCHEDULE OF SALARY FOR UNREPRESENTED BATTALION CHIEFS 112 - EFFECTIVE 6/20/23

CITY OF MODESTO

SCHEDULE OF SALARY RANGES IN CITY SERVICE
EFFECTIVE: JUNE 20, 2023
UNREP BATTALION CHIEFS 112 HOURS
Range
Number Step A Step B Step C Step D Step E Step F
1812 37.36 39.26 41.25 43.34 45.53 46.66
1813 38.30 40.24 42.28 44.42 46.66 49.00
1814 39.26 41.25 43.34 45.53 47.84 50.22
1815 40.24 42.28 44.42 46.66 49.03 51.48
1816 41.25 43.34 45.53 47.84 50.26 52.76
1817 42.28 44.42 46.66 49.03 51.51 54.09
1818 43.34 45.53 47.84 50.26 52.80 55.44
1819 44.42 46.66 49.03 51.51 54.12 56.82
1820 45.53 47.84 50.26 52.80 55.47 58.24
1821 46.66 49.03 51.51 54.12 56.86 59.7
1822 47.84 50.26 52.80 55.47 58.28 61.19
1823 49.03 51.51 54.12 56.86 59.74 62.72
1824 50.26 52.80 55.47 58.28 61.23 64.29
Range
Number Step A Step B Step C Step D Step E Step F
2419 4,184.80 4,396.80 4,620.00 4,853.60 5,099.20 5,226.40 2420 4,289.60 4,507.20 4,735.20 4,975.20 5,226.40 5,488.00 2421 4,396.80 4,620.00 4,853.60 5,099.20 5,357.60 5,624.80 2422 4,507.20 4,735.20 4,975.20 5,226.40 5,491.20 5,765.60 2423 4,620.00 4,853.60 5,099.20 5,357.60 5,628.80 5,909.60 2424 4,735.20 4,975.20 5,226.40 5,491.20 5,768.80 6,057.60 2425 4,853.60 5,099.20 5,357.60 5,628.80 5,913.60 6,208.80 2426 4,975.20 5,226.40 5,491.20 5,768.80 6,061.60 6,367.00 2427 5,099.20 5,357.60 5,628.80 5,913.60 6,212.80 6,523.20 2428 5,226.40 5,491.20 5,768.80 6,061.60 6,368.00 6,686.40 2429 5,357.60 5,628.80 5,913.60 6,212.80 6,527.20 6,853.60 2430 5,491.20 5,768.80 6,061.60 6,368.00 6,690.40 7,024.80 2431 5,628.80 5,913.60 6,212.80 6,527.20 6,857.60 7,200.80 Range
Number Step A Step B Step C Step D Step E Step F
2419 9,067.07 9,526.40 10,010.00 10,516.14 11,048.27 11,323.87 2420 9,294.14 9,765.60 10,259.60 10,779.60 11,323.87 11,890.67 2421 9,526.40 10,010.00 10,516.14 11,048.27 11,608.14 12,187.07 2422 9,765.60 10,259.60 10,779.60 11,323.87 11,897.60 12,492.14 2423 10,010.00 10,516.14 11,048.27 11,608.14 12,195.74 12,804.14 2424 10,259.60 10,779.60 11,323.87 11,897.60 12,499.07 13,124.80 2425 10,516.14 11,048.27 11,608.14 12,195.74 12,812.80 13,452.40 2426 10,779.60 11,323.87 11,897.60 12,499.07 13,133.47 13,788.67 2427 11,048.27 11,608.14 12,195.74 12,812.80 13,461.07 14,133.60 2428 11,323.87 11,897.60 12,499.07 13,133.47 13,797.34 14,487.20 2429 11,608.14 12,195.74 12,812.80 13,461.07 14,142.27 14,849.47 2430 11,897.60 12,499.07 13,133.47 13,797.34 14,495.87 15,220.40 2431 12,195.74 12,812.80 13,461.07 14,142.27 14,858.14 15,601.74 #16..
- 483 -
34 EXHIBIT 11A: SCHEDULE OF SALARY FOR UNREPRESENTED FIRE DEPUTY CHIEFS - EFFECTIVE 6/21/22

CITY OF MODESTO

SCHEDULE OF SALARY RANGES IN CITY

UNREPRESENTED FIRE DEPUTY CHIEFS
EFFECTIVE: JUNE 21, 2022
HOURLY
Range
Number Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 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 78.60 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

BI-WEEKLY
Range
Number Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 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 5,269.00 5,401.60 5,536.00 5,674.40 5,816.80 5,962.00 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 5,268.60 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 58.16.80 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

MONTHLY
Range
Number Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 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 #16..
- 484 -
35 EXHIBIT 11B: SCHEDULE OF SALARY FOR UNREPRESENTED FIRE DEPUTY CHIEFS – EFFECTIVE 6/20/23

CITY OF MODESTO

SCHEDULE OF SALARY RANGES IN CITY

UNREPRESENTED FIRE DEPUTY CHIEFS
EFFECTIVE: JUNE 20, 2023
HOURLY
Range Number Step A Step B Step C Step D Step E Step F
515 55.41 58.22 61.17 64.26 67.52 70.89
516 56.80 59.68 62.70 65.87 69.20 72.66
517 58.22 61.17 64.26 67.52 70.93 74.48
518 59.68 62.70 65.87 69.20 72.71 76.34
519 61.17 64.26 67.52 70.93 74.53 78.25
520 62.70 65.87 69.20 72.71 76.39 80.21
521 64.26 67.52 70.93 74.53 78.30 82.21
522 65.87 69.20 72.71 76.39 80.26 84.27
523 67.52 70.93 74.53 78.30 82.26 86.37
524 69.20 72.71 76.39 80.26 84.32 88.53
525 70.93 74.53 78.30 82.26 86.43 90.75
526 72.71 76.39 80.26 84.32 88.59 93.02
527 74.53 78.30 82.26 86.43 90.80 95.34
528 76.39 80.26 84.32 88.59 93.07 97.72

BI-WEEKLY
Range Number Step A Step B Step C Step D Step E Step F
515 4,432.80 4,657.60 4,893.60 5,140.80 5,401.60 5,671.20 516 4,432.80 4,774.40 5,016.00 5,269.60 5,536.00 5,812.80 517 4,657.60 4,893.60 5,140.80 5,401.60 5,674.40 5,958.40 518 4,774.40 5,016.00 5,269.60 5,536.00 5,816.80 6,107.20 519 4,893.60 5,140.80 5,401.60 5,674.40 5,962.40 6,260.00 520 5,016.00 5,269.60 5,536.00 5,816.80 6,111.20 6,416.80 521 5,140.80 5,401.60 5,674.40 5,962.40 6,264.00 6,576.80 522 5,269.60 5,536.00 5,816.80 6,111.20 6,420.80 6,741.60 523 5,401.60 5,674.40 5,962.40 6,264.00 6,580.80 6,909.60 524 5,536.00 5,816.80 6,111.20 6,420.80 6,745.60 7,082.40 525 5,674.40 5,962.40 6,264.00 6,580.80 6,914.40 7,260.00 526 5,816.80 6,111.20 6,420.80 6,745.60 7,087.20 7,441.60 527 5,962.40 6,264.00 6,580.80 6,914.40 7,264.00 7,627.20 528 6,111.20 6,420.80 6,745.60 7,087.20 7,445.60 7,817.60

MONTHLY
Range Number Step A Step B Step C Step D Step E Step F
515 9,604.40 10,091.47 10,602.80 11,138.40 11,703.47 12,287.60 516 9,845.34 10,344.54 10,868.00 11,417.47 11,994.67 12,594.40 517 10,091.47 10,602.80 11,138.40 11,703.47 12,294.54 12,909.87 518 10,344.54 10,868.00 11,417.47 11,994.67 12,603.07 13,232.27 519 10,602.80 11,138.40 11,703.47 12,294.54 12,918.54 13,563.34 520 10,868.00 11,417.47 11,994.67 12,603.07 13,240.94 13,903.07 521 11,138.40 11,703.47 12,294.54 12,918.54 13,572.00 14,249.74 522 11,417.47 11,994.67 12,603.07 13,240.94 13,911.74 14,606.80 523 11,703.47 12,294.54 12,918.54 13,572.00 14,258.40 14,970.80 524 11,994.67 12,603.07 13,240.94 13,911.74 14,615.47 15,345.20 525 12,294.54 12,918.54 13,572.00 14,258.40 14,981.20 15,730.00 526 12,603.07 13,240.94 13,911.74 14,615.47 15,355.60 16,123.47 527 12,918.54 13,572.00 14,258.40 14,981.20 15,738.67 16,525.60 528 13,240.94 13,911.74 14,615.47 15,355.60 16,132.14 16,938.14 #16..
- 485 -
36 EXHIBIT 12A: SCHEDULE OF SALARY FOR UNREPRESENTED FIRE CHIEF – EFFECTIVE 6/21/22

CITY OF MODESTO

SCHEDULE OF SALARY RANGES IN CITY SERVICE

UNREPRESENTED FIRE CHIEF
EFFECTIVE: JUNE 21, 2022
Hourly Biweekly Monthly
Range
Number Unrepresented Fire Chief Title Minimum Maximum Minimum Maximum Minimum Maximum 1705 46.13 57.67 3,690.40 4,613.60 8,022.93 10,029.97
1706 47.29 59.11 3,783.20 4,728.80 8,224.68 10,280.41
1707 48.47 60.59 3,877.60 4,847.20 8,429.90 10,537.81
1708 49.68 62.10 3,974.40 4,968.00 8,640.35 10,800.43
1709 50.92 63.60 4,073.60 5,092.00 8,856.01 11,070.01
1710 52.20 65.24 4,176.00 5,219.20 9,078.62 11,346.54
1711 53.50 66.88 4,280.00 5,350.40 9,304.72 11,631.77
1712 54.84 68.55 4,387.20 5,484.00 9,537.77 11,922.22
1713 56.21 70.26 4,496.80 5,620.80 9,776.04 12,219.62
1714 57.62 72.02 4,609.60 5,761.60 10,021.27 12,525.72
1715 59.06 73.82 4,724.80 5,905.60 10,271.72 12,838.77
1716 60.53 75.66 4,842.40 6,052.80 10,527.38 13,158.79
1717 62.04 77.55 4,963.20 6,204.00 10,790.00 13,487.50
1718 63.60 79.49 5,088.00 6,359.20 11,061.31 13,824.90
1719 65.19 81.48 5,215.20 6,518.40 11,337.84 14,171.00
1720 66.81 83.52 5,344.80 6,681.60 11,619.60 14,525.80
1721 68.49 85.61 5,479.20 6,848.80 11,911.78 14,889.29
1722 70.20 87.75 5,616.00 7,020.00 12,209.18 15,261.48
1723 71.95 89.94 5,756.00 7,195.20 12,513.54 15,642.36
1724 73.75 92.19 5,900.00 7,375.20 12,826.60 16,033.68
1725 75.59 94.49 6,047.20 7,559.20 13,146.61 16,433.70
1726 77.48 96.85 6,198.40 7,748.00 13,475.32 16,844.15
1727 79.42 99.28 6,353.60 7,942.40 13,812.73 17,266.78
1728 81.41 101.76 6,512.80 8,140.80 14,158.83 17,698.10 1729 Fire Chief 83.44 104.30 6,675.20 8,344.00 14,511.88 18,139.86 1730 85.53 106.91 6,842.40 8,552.80 14,875.38 18,593.79 1731 87.67 109.58 7,013.60 8,766.40 15,247.57 19,058.15 1732 89.86 112.32 7,188.80 8,985.60 15,628.45 19,534.69 1733 92.10 115.13 7,368.00 9,210.40 16,018.03 20,023.41 1734 94.41 118.01 7,552.80 9,440.80 16,419.79 20,524.30 1735 96.77 120.96 7,741.60 9,676.80 16,830.24 21,037.36 1736 99.18 123.98 7,934.40 9,918.40 17,249.39 21,562.60 1737 101.66 127.08 8,132.80 10,166.40 17,680.71 22,101.75 1738 104.21 130.26 8,336.80 10,420.80 18,124.20 22,654.82 1739 106.81 133.51 8,544.80 10,680.80 18,576.40 23,220.06 1740 109.48 136.85 8,758.40 10,948.00 19,040.76 23,800.95 1741 112.22 140.27 8,977.60 11,221.60 19,517.30 24,395.76 #16..
- 486 -
37 EXHIBIT 12B: SCHEDULE OF SALARY FOR UNREPRESENTED FIRE CHIEF – EFFECTIVE 6/20/23

CITY OF MODESTO

SCHEDULE OF SALARY RANGES IN CITY SERVICE

UNREPRESENTED FIRE CHIEF
EFFECTIVE: JUNE 20, 2023
Range Number
Hourly Biweekly Monthly
Range
Number Title Minimum Maximum Minimum Maximum Minimum Maximum 1705 46.13 59.97 3,690.40 4,797.60 7,995.87 10,394.80
1706 47.29 61.47 3,783.20 4,917.60 8,196.94 10,654.80
1707 48.47 63.01 3,877.60 5,040.80 8,401.47 10,921.74
1708 49.68 64.90 3,974.40 5,167.20 8,611.20 11,195.60
1709 50.92 66.20 4,073.60 5,296.00 8,826.14 11,474.67
1710 52.20 67.85 4,176.00 5,428.00 9,048.00 11,760.67
1711 53.50 69.55 4,280.00 5,564.00 9,273.34 12,055.34
1712 54.84 71.29 4,387.20 5,703.20 9,505.60 12,356.94
1713 56.21 73.07 4,496.80 5,845.60 9,743.07 12,665.47
1714 57.62 74.90 4,609.60 5,992.00 9,987.47 12,982.67
1715 59.06 76.77 4,724.80 6,141.60 10,237.07 13,306.80
1716 60.53 78.69 4,842.40 6,295.20 10,491.87 13,639.60
1717 62.04 80.66 4,963.20 6,452.80 10,753.60 13,981.07
1718 63.60 82.67 5,088.00 6,613.60 11,024.00 14,329.47
1719 65.19 84.74 5,215.20 6,779.20 11,299.60 14,688.27
1720 66.81 86.86 5,344.80 6,948.80 11,580.40 15,055.74
1721 68.49 89.03 5,479.20 7,122.40 11,871.60 15,431.87
1722 70.20 91.25 5,616.00 7,300.00 12,168.00 15,816.67
1723 71.95 93.54 5,756.00 7,483.20 12,471.34 16,213.60
1724 73.75 95.87 5,900.00 7,669.60 12,783.34 16,617.47
1725 75.59 98.27 6,047.20 7,861.60 13,102.27 17,033.47
1726 77.48 100.73 6,198.40 8,058.40 13,429.87 17,459.87 1727 79.42 103.25 6,353.60 8,260.00 13,766.14 17,896.67 1728 81.41 105.83 6,512.80 8,466.40 14,111.07 18,343.87 1729 Fire Chief 83.44 108.47 6,675.20 8,677.60 14,462.94 18,801.47 1730 85.53 111.18 6,842.40 8,894.40 14,825.20 19,271.20 1731 87.67 113.96 7,013.60 9,116.80 15,196.14 19,753.07 1732 89.86 116.81 7,188.80 9,344.80 15,575.74 20,247.07 1733 92.10 119.73 7,368.00 9,578.40 15,964.00 20,753.20 1734 94.41 122.73 7,552.80 9,818.40 16,364.40 21,273.20 1735 96.77 125.79 7,741.60 10,063.20 16,773.47 21,803.60 1736 99.18 128.94 7,934.40 10,315.20 17,191.20 22,349.60 1737 101.66 132.16 8,132.80 10,572.80 17,621.07 22,907.74 1738 104.21 135.47 8,336.80 10,837.60 18,063.07 23,481.47 1739 106.81 138.85 8,544.80 11,108.00 18,513.74 24,067.34 1740 109.48 142.32 8,758.40 11,385.60 18,976.54 24,668.80 1741 112.22 145.88 8,977.60 11,670.40 19,451.47 25,285.87 #16..
- 487 -
38 EXHIBIT 13: CLASS RANGE TABLE FOR UNREPRESENTED FIRE MANAGEMENT EFFECTIVE 9/7/21

CITY OF MODESTO

CLASS RANGE TABLE

FIRE MANAGEMENT CLASSES
Effective September 7, 2021
Range
Number Title
524 Fire Deputy Chief
819 Fire Battalion Chief (112 hrs)
1819 Fire Battalion Chief (80 hrs)
#16..
- 488 -
39 EXHIBIT 14: CLASS RANGE TABLE FOR UNREPRESENTED FIRE CHIEF EFFECTIVE 7/12/16

CITY OF MODESTO

CLASS RANGE TABLE

FIRE MANAGEMENT CLASSES
Effective July 12, 2016
Range
Number Title
1729 Fire Chief
#16..
- 489 -
40 EXHIBIT 15: CLASS RANGE TABLE FOR UNREPRESENTED POLICE MANAGEMENT EFFECTIVE 6/26/18

CITY OF MODESTO

CLASS RANGE TABLE

POLICE MANAGEMENT CLASSES
Effective June 26, 2018
Range
Number Title
1627 Police Captain
1632 Assistant Chief of Police
#16..
- 490 -
41 EXHIBIT 16A: SCHEDULE OF SALARY FOR UNREPRESENTED POLICE CAPTAINS – EFFECTIVE 6/23/20

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 20/21
EFFECTIVE: June 23, 2020
Unrepresented Police Captain Monthly=2.174
HOURLY
Range
Number Step A Step B Step C Step D Step E
1601 34.81 36.57 38.39 40.31 42.33
1602 35.70 37.48 38.35 41.32 43.39
1603 36.59 38.42 40.34 42.35 44.47
1604 37.50 39.38 41.35 43.41 45.58
1605 38.44 40.36 42.38 44.50 46.72
1606 39.40 41.37 43.44 45.61 47.89
1607 40.39 42.40 44.52 46.75 49.09
1608 41.40 43.46 45.64 47.92 50.31
1609 42.43 44.55 46.78 49.12 51.57
1610 43.49 45.66 47.95 50.34 52.86
1611 44.58 46.81 49.15 51.60 54.18
1612 45.69 47.98 50.37 52.89 55.54
1613 46.83 49.18 51.63 54.22 56.93
1614 48.00 50.40 52.92 55.57 58.35
1615 49.20 51.66 54.25 56.96 59.81
1616 50.43 52.96 55.60 58.38 61.30
1617 51.70 54.28 56.99 59.84 62.84
1618 52.99 55.64 58.42 61.34 64.41
1619 54.31 57.03 59.88 62.87 66.02
1620 55.67 58.45 61.38 64.44 67.67
1621 57.06 59.91 62.91 66.06 69.36
1622 58.49 61.41 64.48 67.71 71.09
1623 59.95 62.95 66.09 69.40 72.87
1624 61.45 64.52 67.75 71.13 74.69
1625 62.98 66.13 69.44 72.91 76.56
1626 64.56 67.79 71.18 74.73 78.47
1627 66.17 69.48 72.96 76.60 80.43
1628 67.83 71.22 74.78 78.52 82.44

BI-WEEKLY
Range
Number Step A Step B Step C Step D Step E
1601 2,785.12 2,925.60 3,071.20 3,224.80 3,386.40
1602 2,856.00 2,998.40 3,148.00 3,305.60 3,471.20
1603 2,927.20 3,073.60 3,227.20 3,388.00 3,557.60
1604 3,000.00 3,150.40 3,308.00 3,472.80 3,646.40
1605 3,075.20 3,228.80 3,390.40 3,560.00 3,737.60
1606 3,152.00 3,309.60 3,475.20 3,648.80 3,831.20
1607 3,231.20 3,392.00 3,561.60 3,740.00 3,927.20
1608 3,312.00 3,476.80 3,651.20 3,833.60 4,024.80
1609 3,394.40 3,564.00 3,742.40 3,929.60 4,128.60
1610 3,479.20 3,652.80 3,836.00 4,027.20 4,228.80
1611 3,566.40 3,744.80 3,932.00 4,128.00 4,334.40
1612 3,655.20 3,838.40 4,029.60 4,231.20 4,443.20
1613 3,746.40 3,934.40 4,130.40 4,337.60 4,554.40
1614 3,840.00 4,032.00 4,233.60 4,445.00 4,668.00
1615 3,936.00 4,132.80 4,340.00 4,556.80 4,784.80
1616 4,034.40 4,236.80 4,448.00 4,670.40 4,904.00
1617 4,136.00 4,342.40 4,559.20 4,787.20 5,027.20
1618 4,239.20 4,451.20 4,673.60 4,907.20 5,152.80
1619 4,344.80 4,562.40 4,790.40 5,029.60 5,281.60
1620 4,453.60 4,676.00 4,910.40 5,155.20 5,413.60
1621 4,564.80 4,792.80 5,032.80 5,284.80 5,548.80
1622 4,679.20 4,912.80 5,158.40 5,416.80 5,687.20
1623 4,796.00 5,036.00 5,287.20 5,552.00 5,829.60
1624 4,916.00 5,161.60 5,420.00 5,690.40 5,975.20
1625 5,038.40 5,290.40 5,555.20 5,832.80 6,124.80
1626 5,164.80 5,423.20 5,694.40 5,978.40 6,277.60
1627 5,293.60 5,558.40 5,836.80 6,128.00 6,434.40
1628 5,426.40 5,697.60 5,982.40 6,281.60 6,595.20

MONTHLY
Range
Number Step A Step B Step C Step D Step E
1601 6,054.85 6,360.25 6,676.79 7,010.72 7,362.03
1602 6,208.94 6,518.52 6,843.75 7,186.37 7,546.39
1603 6,363.73 6,682.01 7,015.93 7,365.51 7,734.22
1604 6,522.00 6,848.97 7,191.59 7,549.87 7,927.27
1605 6,685.48 7,019.41 7,370.73 7,739.44 8,125.54
1606 6,852.45 7,195.07 7,555.08 7,932.49 8,329.03
1607 7,024.63 7,374.21 7,742.92 8,130.75 8,537.73
1608 7,200.29 7,558.56 7,937.71 8,334.25 8,749.92
1609 7,379.43 7,748.14 8,135.98 8,542.95 8,969.05
1610 7,563.78 7,941.19 8,339.46 8,755.13 9,193.41
1611 7,753.35 8,141.20 8,548.17 8,974.27 9,422.99
1612 7,946.40 9,244.68 8,760.35 9,198.63 9,659.52
1613 8,144.67 8,553.39 8,979.49 9,429.94 9,901.27
1614 8,348.16 8,765.57 9,203.85 9,664.73 10,148.23
1615 8,556.86 8,984.71 9,435.16 9,906.48 10,402.16
1616 8,770.79 9,210.80 9,669.95 10,153.45 10,661.30
1617 8,991.66 9,440.38 9,911.70 10,407.37 10,929.13
1618 9,216.02 9,676.91 10,160.41 10,668.25 11,202.19
1619 9,445.60 9,918.66 10,414.33 10,934.35 11,482.20
1620 9,682.13 10,165.62 10,675.21 11,207.40 11,769.17
1621 9,923.88 10,419.55 10,941.31 11,489.16 12,063.09
1622 10,172.58 10,680.43 11,214.36 11,776.12 12,363.97
1623 10,426.50 10,948.26 11,494.37 12,070.05 12,673.55
1624 10,687.38 11,221.32 11,783.08 12,370.93 12,990.08
1625 10,953.48 11,501.00 12,077.00 12,680.51 13,315.32
1626 11,228.28 11,790.04 12,379.63 12,997.04 13,647.50
1627 11,508.29 12,083.96 12,689.20 13,322.27 13,988.39
1628 11,796.99 12,386.58 13,005.74 13,656.20 14,337.96
#16..
- 491 -
42 EXHIBIT 16B: SCHEDULE OF SALARY FOR UNREPRESENTED POLICE CAPTAINS – EFFECTIVE 6/22/21

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 21/22
EFFECTIVE: June 22, 2021
Unrepresented Police Captain Monthly 2.174
HOURLY
Range
Number Step A Step B Step C Step D Step E
1601 35.85 37.66 39.54 41.52 43.59
1602 36.76 38.60 40.53 42.56 44.68
1603 37.68 39.56 41.54 43.62 45.80
1604 38.62 40.55 42.58 44.71 46.94
1605 39.59 41.57 43.64 45.83 48.12
1606 40.58 42.61 44.74 46.97 49.32
1607 41.59 43.67 45.85 48.15 50.55
1608 42.63 44.76 47.00 49.35 51.82
1609 43.70 45.88 48.18 50.58 53.11
1610 44.79 47.03 49.38 51.85 54.44
1611 45.91 48.20 50.61 53.14 55.80
1612 47.06 49.41 51.88 54.47 57.20
1613 48.23 50.64 53.18 55.83 58.63
1614 49.44 51.91 54.51 57.23 60.09
1615 50.67 53.21 55.87 58.66 61.59
1616 51.94 54.54 57.26 60.13 63.13
1617 53.24 55.90 58.70 61.63 64.71
1618 54.57 57.30 60.16 63.17 66.33
1619 55.93 58.73 61.67 64.75 67.99
1620 57.33 60.20 63.21 66.37 69.69
1621 58.77 61.70 64.79 68.03 71.43
1622 60.23 63.25 66.41 69.73 73.21
1623 61.74 64.83 68.07 71.47 75.04
1624 63.28 66.45 69.77 73.26 76.92
1625 64.87 68.11 71.51 75.09 78.84
1626 66.49 69.81 73.30 76.97 80.81
1627 68.15 71.56 75.13 78.89 82.84
1628 69.85 73.35 77.01 80.83 84.91

BI-WEEKLY
Range
Number Step A Step B Step C Step D Step E
1601 2,868.34 3,012.80 3,163.20 3,321.60 3,487.20
1602 2,940.80 3,088.00 3,242.40 3,404.80 3,574.40
1603 3,014.40 3,164.80 3,323.20 3,489.60 3,664.00
1604 3,089.60 3,244.00 3,406.40 3,576.80 3,755.20
1605 3,167.20 3,325.60 3,491.20 3,666.40 3,849.60
1606 3,246.40 3,408.80 3,579.20 3,757.60 3,945.60
1607 3,327.20 3,493.60 3,668.00 3,852.00 4,044.00
1608 3,410.40 3,580.80 3,760.00 3,948.00 4,145.60
1609 3,496.00 3,670.40 3,854.40 4,046.40 4,248.80
1610 3,583.20 3,762.40 3,950.40 4,148.00 4,355.20
1611 3,672.80 3,856.00 4,048.80 4,251.20 4,464.00
1612 3,764.80 3,952.80 4,150.40 4,357.60 4,576.00
1613 3,858.40 4,051.20 4,254.40 4,466.40 4,690.40
1614 3,955.20 4,152.80 4,360.80 4,578.40 4,807.20
1615 4,053.60 4,256.80 4,469.60 4,692.80 4,927.20
1616 4,155.20 4,363.20 4,590.80 4,810.40 5,050.40
1617 4,259.20 4,472.00 4,696.00 4,930.40 5,176.80
1618 4,365.60 4,584.00 4,812.80 5,053.60 5,306.40
1619 4,474.40 4,698.40 4,933.60 5,180.00 5,439.20
1620 4,586.40 4,816.00 5,056.80 5,309.60 5,575.20
1621 4,701.00 4,936.00 5,183.20 5,442.40 5,714.40
1622 4,818.40 5,060.00 5,312.80 5,578.40 5,856.80
1623 4,939.20 5,186.40 5,445.60 5,717.60 6,033.20
1624 5,062.40 5,316.00 5,581.60 5,860.80 6,153.60
1625 5,189.60 5,448.80 5,720.80 6,007.20 6,307.20
1626 5,319.20 5,584.80 5,864.00 6,157.60 6,464.80
1627 5,452.00 5,724.80 6,010.40 6,311.20 6,627.20
1628 5,588.00 5,868.00 6,160.80 6,468.80 6,792.80

MONTHLY
Range
Number Step A Step B Step C Step D Step E
1601 6,235.78 6,549.83 6,876.80 7,221.16 7,581.17
1602 6,393.30 6,713.31 7,048.98 7,402.04 7,770.75
1603 6,553.31 6,880.28 7,224.64 7,586.39 7,965.54
1604 6,716.79 7,052.46 7,405.51 7,775.96 8,163.80
1605 6,885.49 7,229.85 7,589.87 7,970.75 8,369.03
1606 7,057.67 7,410.73 7,781.18 8,169.02 8,577.73
1607 7,233.33 7,595.09 7,974.23 8,374.25 8,791.66
1608 7,414.21 7,784.66 8,174.24 8,582.95 9,012.53
1609 7,600.00 7,979.45 9,279.47 8,796.87 9,236.89
1610 7,789.88 8,179.46 8,588.17 9,017.75 9,468.20
1611 7,984.00 8,382.94 8,802.09 9,242.11 9,704.74
1612 8,184.68 8,593.39 9,022.97 9,473.42 9,948.22
1613 8,388.16 8,807.32 9,249.07 9,709.95 10,196.93
1614 8,598.60 9,028.19 9,480.38 9,953.44 10,450.85
1615 8,812.53 9,254.28 9,716.91 10,202.15 10,711.73
1616 9,033.40 9,485.60 9,958.66 10,457.81 10,979.57
1617 9,259.50 9,722.13 10,209.10 10,718.69 11,254.36
1618 9,490.81 9,965.62 10,463.03 10,986.53 11,536.11
1619 9,727.35 10,214.32 10,725.65 11,261.32 11,824.82
1620 9,970.83 10,469.98 10,993.48 11,543.07 12,120.48
1621 10,221.28 10,730.86 11,268.28 11,831.78 12,423.11
1622 10,475.20 11,000.44 11,550.03 12,127.44 12,732.68
1623 10,737.82 11,275.23 11,838.73 12,430.06 13,050.96
1624 11,005.66 11,556.98 12,134.40 12,741.38 13,377.93
1625 11,282.19 11,845.69 12,437.02 13,059.65 13,711.85
1626 11,563.94 12,141.36 12,748.34 13,386.62 14,054.48
1627 11,852.65 12,445.72 13,066.61 13,720.55 14,407.53
1628 12,148.31 12,757.03 13,393.58 14,063.17 14,767.55
#16..
- 492 -
43 EXHIBIT 16C: SCHEDULE OF SALARY FOR UNREPRESENTED POLICE CAPTAINS – EFFECTIVE 6/21/22

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 22/23
EFFECTIVE: June 21, 2022
Unrepresented Police Captain Monthly=2.174
HOURLY
Range
Number Step A Step B Step C Step D Step E
1601 36.93 38.78 40.72 42.76 44.89
1602 37.86 39.75 41.74 43.82 46.02
1603 38.80 40.74 42.78 44.92 47.17
1604 39.77 41.76 43.85 46.04 48.35
1605 40.77 42.81 44.95 47.19 49.55
1606 41.79 43.88 46.07 48.37 50.79
1607 42.83 44.97 47.22 49.58 52.06
1608 43.90 46.10 48.40 50.82 53.36
1609 45.00 47.25 49.61 52.09 54.70
1610 46.13 48.43 50.85 53.40 56.06
1611 47.28 49.64 52.12 54.73 57.47
1612 48.46 50.88 53.43 56.10 58.90
1613 49.67 52.16 54.76 57.50 60.38
1614 50.91 53.46 56.13 58.94 61.88
1615 52.19 54.80 57.53 60.41 63.43
1616 53.49 56.16 58.97 61.92 54.02
1617 54.83 57.57 60.45 63.47 66.64
1618 56.20 59.01 61.96 65.06 68.31
1619 57.60 60.48 61.51 66.68 70.02
1620 59.04 62.00 65.09 68.35 71.77
1621 60.52 63.54 66.72 70.06 73.56
1622 62.03 65.13 68.39 71.81 75.40
1623 63.58 66.76 70.10 73.60 77.28
1624 65.17 68.43 71.85 75.44 79.22
1625 66.80 70.14 73.65 77.33 81.20
1626 68.47 71.89 75.49 79.26 83.23
1627 70.18 73.69 77.38 81.40 85.31
1628 71.94 75.53 79.31 83.28 87.44

BI-WEEKLY
Range
Number Step A Step B Step C Step D Step E
1601 3,954.04 3,102.40 3,257.60 3,420.80 3,591.20
1602 3,028.80 3,180.00 3,339.20 3,505.60 3,681.60
1603 3,404.00 3,259.20 3,422.40 3,593.60 3,773.60
1604 3,181.60 3,340.80 3,508.00 3,683.20 3,868.00
1605 3,261.60 3,424.80 3,596.00 3,775.20 3,964.00
1606 3,343.20 3,510.40 3,685.60 3,869.60 4,063.20
1607 3,426.40 3,597.60 3,777.60 3,966.40 4,164.80
1608 5,212.00 3,688.00 3,872.00 4,065.60 4,268.80
1609 3,600.00 3,780.00 3,968.80 4,167.20 4,376.00
1610 3,690.40 3,874.40 4,068.00 4,272.00 4,484.80
1611 3,782.40 3,971.20 4,169.60 4,378.40 4,597.60
1612 3,876.80 4,070.40 4,274.40 4,488.00 4,712.00
1613 3,973.60 4,172.80 4,380.80 4,600.00 4,830.40
1614 4,072.80 4,276.80 4,490.40 4,715.20 4,950.40
1615 4,175.20 4,384.00 4,602.40 4,832.80 5,074.40
1616 4,279.20 4,492.80 4,717.60 4,953.60 5,201.60
1617 4,386.40 4,605.60 4,836.00 5,077.60 5,331.20
1618 4,496.00 4,720.80 4,956.80 5,204.80 5,464.80
1619 4,608.00 4,838.40 5,080.80 5,334.40 5,601.60
1620 4,723.20 4,960.00 5,207.20 5,468.00 5,741.60
1621 4,841.60 5,083.20 5,337.60 5,604.80 5,884.80
1622 4,962.40 5,210.40 5,471.20 5,744.80 6,032.00
1623 5,086.40 5,340.80 5,608.00 5,888.00 6,182.40
1624 5,213.60 5,474.40 5,748.00 6,035.20 6,337.60
1625 5,344.00 5,611.20 5,892.00 6,186.40 6,496.00
1626 5,477.60 5,751.20 6,039.20 6,340.80 6,658.40
1627 5,614.40 5,895.20 6,190.40 6,499.20 6,824.80
1628 5,755.20 6,042.40 6,344.80 6,662.40 6,995.20

MONTHLY
Range
Number Step A Step B Step C Step D Step E
1601 6,422.08 6,744.62 7,082.02 7,436.82 7,807.27
1602 6,584.61 6,913.32 7,259.42 7,621.17 8,003.80
1603 6,748.10 7,085.50 7,440.30 7,812.49 8,203.81
1604 6,916.80 7,262.90 7,626.39 8,007.28 8,409.03
1605 7,090.72 7,445.52 7,817.70 8,207.28 8,617.74
1606 7,268.12 7,631.61 8,012.49 8,412.51 8,833.40
1607 7,448.99 7,821.18 8,212.50 8,622.95 9,054.28
1608 7,635.09 8,017.71 8,417.73 8,838.61 9,280.37
1609 7,826.40 8,217.72 8,628.17 9,059.49 9,513.42
1610 8,022.93 8,422.95 8,843.83 9,287.33 9,749.96
1611 8,222.94 8,633.39 9,064.71 9,518.64 9,995.18
1612 8,428.16 8,849.05 9,292.55 9,756.91 10,243.89
1613 8,638.61 9,071.67 9,523.86 10,000.40 10,501.29
1614 8,854.27 9,297.76 9,762.13 10,250.84 10,762.17
1615 9,076.88 9,530.82 10,005.62 10,506.51 11,031.75
1616 9,302.98 9,767.35 10,256.06 10,769.13 11,308.28
1617 9,536.03 10,012.57 10,513.46 11,038.70 11,590.03
1618 9,774.30 10,263.00 10,776.08 11,315.24 11,880.48
1619 10,017.79 10,518.68 11,045.66 11,596.99 12,177.88
1620 10,268.24 10,783.04 11,320.45 11,887.42 12,482.24
1621 10,525.64 11,050.88 11,603.94 12,184.84 12,793.56
1622 10,788.26 11,327.41 11,894.39 12,489.20 13,113.57
1623 11,057.83 11,610.90 12,191.79 12,800.51 13,440.54
1624 11,334.37 11,901.35 12,496.15 13,120.52 13,777.94
1625 11,617.86 12,198.75 12,809.21 13,449.23 14,122.30
1626 11,908.30 12,503.11 13,129.22 13,784.90 14,475.36
1627 12,205.71 12,816.16 13,457.93 14,129.26 14,837.12
1628 12,511.80 13,136.18 13,793.60 14,484.06 15,207.56
#16..
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44 EXHIBIT 17A: SCHEDULE OF SALARY FOR UNREPRESENTED POLICE CHIEF – EFFECTIVE 6/23/20

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 20/21

SWORN EXECUTIVE MANAGEMENT
EFFECTIVE: JUNE 23, 2020
Hourly Biweekly Monthly
Range
Number Title Minimum Maximum Minimum Maximum Minimum Maximum 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 #16..
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45 EXHIBIT 17B: SCHEDULE OF SALARY FOR UNREPRESENTED POLICE CHIEF – EFFECTIVE 6/22/21

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 21/22

SWORN EXECUTIVE MANAGEMENT
EFFECTIVE: JUNE 22, 2021
Hourly Biweekly Monthly
Range
Number Title Minimum Maximum Minimum Maximum Minimum Maximum 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 4,332.00 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 13,562.72
1522 64.37 80.46 5,149.60 6,436.80 11,195.23 13,993.60
1523 65.98 84.48 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 5,970.00 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 #16..
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46 EXHIBIT 17C: SCHEDULE OF SALARY FOR UNREPRESENTED POLICE CHIEF – EFFECTIVE 6/21/22

CITY OF MODESTO
SCHEDULE OF SALARY RANGES IN CITY SERVICE FOR FY 22/23

SWORN EXECUTIVE MANAGEMENT
EFFECTIVE: JUNE 21, 2022
Hourly Biweekly Monthly
Range
Number Title Minimum Maximum Minimum Maximum Minimum Maximum 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 11,930.04
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 14,415.75
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 #16..
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47 EXHIBIT 18: CLASS RANGE TABLE FOR UNREPRESENTED POLICE CHIEF EFFECTIVE 6/27/17

CITY OF MODESTO

CLASS RANGE TABLE

SWORN POLICE EXECUTIVE MANAGEMENT
Effective June 27, 2017
Range
Number Title
1532 Chief of Police
#16..
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48 EXHIBIT X: UNREPRESENTED MARKET ADJUSTMENTS
Classification Total Adjustment Year 1 Adjustment Year 2 Adjustment Assistant City Attorney 10.0% 2.5% 7.5%
Budget Manager 5.0% 2.5% 2.5%
Chief Information Officer 5.0% 2.5% 2.5%
City Manager 7.5% 2.5% 5.0%
Deputy City Attorney I 10.0% 2.5% 7.5%
Deputy City Attorney II 10.0% 2.5% 7.5%
Deputy City Attorney III 10.0% 2.5% 7.5%
Deputy City Manager 7.5% 2.5% 5.0%
Director of Community and Economic Development 7.5% 2.5% 5.0% Director of Engineering Services 7.5% 2.5% 5.0%
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% Director of Public Works 7.5% 2.5% 5.0%
Director of Utilities 7.5% 2.5% 5.0%
Senior Deputy City Attorney 10.0% 2.5% 7.5%
#16..
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City of Modesto City of Modesto City of Modesto
Schedule of Salary Ranges in City Service for FY 23/24 Schedule of Salary Ranges in City Service for FY 23/24 Schedule of Salary Ranges in City Service for FY 23/24 Effective June 20, 2023 Effective June 20, 2023 Effective June 20, 2023

MCEA MCEA MCEA
Hourly Biweekly Monthly
Range
Number Step A Step B Step C Step D Step E
Range
Number Step A Step B Step C Step D Step E
Range
Number Step A Step B Step C Step D Step E
0101 15.74 16.53 17.36 18.23 19.14 0101 1,259.20 1,322.40 1,388.80 1,458.40 1,531.20 0101 2,728.27 2,865.20 3,009.07 3,159.87 3,317.60 0102 16.14 16.95 17.79 18.68 19.62 0102 1,291.20 1,356.00 1,423.20 1,494.40 1,569.60 0102 2,797.60 2,938.00 3,083.60 3,237.87 3,400.80 0103 16.54 17.37 18.24 19.15 20.11 0103 1,323.20 1,389.60 1,459.20 1,532.00 1,608.80 0103 2,866.94 3,010.80 3,161.60 3,319.34 3,485.74 0104 16.96 17.80 18.69 19.63 20.61 0104 1,356.80 1,424.00 1,495.20 1,570.40 1,648.80 0104 2,939.74 3,085.34 3,239.60 3,402.54 3,572.40 0105 17.38 18.25 19.16 20.12 21.12 0105 1,390.40 1,460.00 1,532.80 1,609.60 1,689.60 0105 3,012.54 3,163.34 3,321.07 3,487.47 3,660.80 0106 17.81 18.70 19.64 20.62 21.65 0106 1,424.80 1,496.00 1,571.20 1,649.60 1,732.00 0106 3,087.07 3,241.34 3,404.27 3,574.14 3,752.67 0107 18.26 19.17 20.13 21.14 22.19 0107 1,460.80 1,533.60 1,610.40 1,691.20 1,775.20 0107 3,165.07 3,322.80 3,489.20 3,664.27 3,846.27 0108 18.71 19.65 20.63 21.66 22.75 0108 1,496.80 1,572.00 1,650.40 1,732.80 1,820.00 0108 3,243.07 3,406.00 3,575.87 3,754.40 3,943.34 0109 19.18 20.14 21.15 22.21 23.32 0109 1,534.40 1,611.20 1,692.00 1,776.80 1,865.60 0109 3,324.54 3,490.94 3,666.00 3,849.74 4,042.14 0110 19.66 20.64 21.68 22.76 23.90 0110 1,572.80 1,651.20 1,734.40 1,820.80 1,912.00 0110 3,407.74 3,577.60 3,757.87 3,945.07 4,142.67 0111 20.15 21.16 22.22 23.33 24.50 0111 1,612.00 1,692.80 1,777.60 1,866.40 1,960.00 0111 3,492.67 3,667.74 3,851.47 4,043.87 4,246.67 0112 20.66 21.69 22.77 23.91 25.11 0112 1,652.80 1,735.20 1,821.60 1,912.80 2,008.80 0112 3,581.07 3,759.60 3,946.80 4,144.40 4,352.40 0113 21.17 22.23 23.34 24.51 25.74 0113 1,693.60 1,778.40 1,867.20 1,960.80 2,059.20 0113 3,669.47 3,853.20 4,045.60 4,248.40 4,461.60 0114 21.70 22.79 23.93 25.12 26.38 0114 1,736.00 1,823.20 1,914.40 2,009.60 2,110.40 0114 3,761.34 3,950.27 4,147.87 4,354.14 4,572.54 0115 22.25 23.36 24.52 25.75 27.04 0115 1,780.00 1,868.80 1,961.60 2,060.00 2,163.20 0115 3,856.67 4,049.07 4,250.14 4,463.34 4,686.94 0116 22.80 23.94 25.14 26.39 27.71 0116 1,824.00 1,915.20 2,011.20 2,111.20 2,216.80 0116 3,952.00 4,149.60 4,357.60 4,574.27 4,803.07 0117 23.37 24.54 25.77 27.05 28.41 0117 1,869.60 1,963.20 2,061.60 2,164.00 2,272.80 0117 4,050.80 4,253.60 4,466.80 4,688.67 4,924.40 0118 23.96 25.15 26.41 27.73 29.12 0118 1,916.80 2,012.00 2,112.80 2,218.40 2,329.60 0118 4,153.07 4,359.34 4,577.74 4,806.54 5,047.47 0119 24.55 25.78 27.07 28.42 29.84 0119 1,964.00 2,062.40 2,165.60 2,273.60 2,387.20 0119 4,255.34 4,468.54 4,692.14 4,926.14 5,172.27 0120 25.17 26.43 27.75 29.13 30.59 0120 2,013.60 2,114.40 2,220.00 2,330.40 2,447.20 0120 4,362.80 4,581.20 4,810.00 5,049.20 5,302.27 0121 25.80 27.09 28.44 29.86 31.36 0121 2,064.00 2,167.20 2,275.20 2,388.80 2,508.80 0121 4,472.00 4,695.60 4,929.60 5,175.74 5,435.74 0122 26.44 27.76 29.15 30.61 32.14 0122 2,115.20 2,220.80 2,332.00 2,448.80 2,571.20 0122 4,582.94 4,811.74 5,052.67 5,305.74 5,570.94 0123 27.10 28.46 29.88 31.37 32.94 0123 2,168.00 2,276.80 2,390.40 2,509.60 2,635.20 0123 4,697.34 4,933.07 5,179.20 5,437.47 5,709.60 0124 27.78 29.17 30.63 32.16 33.77 0124 2,222.40 2,333.60 2,450.40 2,572.80 2,701.60 0124 4,815.20 5,056.14 5,309.20 5,574.40 5,853.47 0125 28.47 29.90 31.39 32.96 34.61 0125 2,277.60 2,392.00 2,511.20 2,636.80 2,768.80 0125 4,934.80 5,182.67 5,440.94 5,713.07 5,999.07 0126 29.19 30.65 32.18 33.79 35.47 0126 2,335.20 2,452.00 2,574.40 2,703.20 2,837.60 0126 5,059.60 5,312.67 5,577.87 5,856.94 6,148.14 0127 29.92 31.41 32.98 34.63 36.36 0127 2,393.60 2,512.80 2,638.40 2,770.40 2,908.80 0127 5,186.14 5,444.40 5,716.54 6,002.54 6,302.40 0128 30.66 32.20 33.81 35.50 37.27 0128 2,452.80 2,576.00 2,704.80 2,840.00 2,981.60 0128 5,314.40 5,581.34 5,860.40 6,153.34 6,460.14 0129 31.43 33.00 34.65 36.38 38.20 0129 2,514.40 2,640.00 2,772.00 2,910.40 3,056.00 0129 5,447.87 5,720.00 6,006.00 6,305.87 6,621.34 0130 32.22 33.83 35.52 37.29 39.16 0130 2,577.60 2,706.40 2,841.60 2,983.20 3,132.80 0130 5,584.80 5,863.87 6,156.80 6,463.60 6,787.74 0131 33.02 34.67 36.40 38.22 40.14 0131 2,641.60 2,773.60 2,912.00 3,057.60 3,211.20 0131 5,723.47 6,009.47 6,309.34 6,624.80 6,957.60 0132 33.85 35.54 37.31 39.18 41.14 0132 2,708.00 2,843.20 2,984.80 3,134.40 3,291.20 0132 5,867.34 6,160.27 6,467.07 6,791.20 7,130.94 0133 34.69 36.43 38.25 40.16 42.17 0133 2,775.20 2,914.40 3,060.00 3,212.80 3,373.60 0133 6,012.94 6,314.54 6,630.00 6,961.07 7,309.47 0134 35.56 37.34 39.20 41.16 43.22 0134 2,844.80 2,987.20 3,136.00 3,292.80 3,457.60 0134 6,163.74 6,472.27 6,794.67 7,134.40 7,491.47 0135 36.45 38.27 40.18 42.19 44.30 0135 2,916.00 3,061.60 3,214.40 3,375.20 3,544.00 0135 6,318.00 6,633.47 6,964.54 7,312.94 7,678.67 0136 37.36 39.23 41.19 43.25 45.41 0136 2,988.80 3,138.40 3,295.20 3,460.00 3,632.80 0136 6,475.74 6,799.87 7,139.60 7,496.67 7,871.07 0137 38.29 40.21 42.22 44.33 46.54 0137 3,063.20 3,216.80 3,377.60 3,546.40 3,723.20 0137 6,636.94 6,969.74 7,318.14 7,683.87 8,066.94 0138 39.25 41.21 43.27 45.44 47.71 0138 3,140.00 3,296.80 3,461.60 3,635.20 3,816.80 0138 6,803.34 7,143.07 7,500.14 7,876.27 8,269.74 0139 40.23 42.24 44.35 46.57 48.90 0139 3,218.40 3,379.20 3,548.00 3,725.60 3,912.00 0139 6,973.20 7,321.60 7,687.34 8,072.14 8,476.00 0140 41.24 43.30 45.46 47.74 50.12 0140 3,299.20 3,464.00 3,636.80 3,819.20 4,009.60 0140 7,148.27 7,505.34 7,879.74 8,274.94 8,687.47 0141 42.27 44.38 46.60 48.93 51.38 0141 3,381.60 3,550.40 3,728.00 3,914.40 4,110.40 0141 7,326.80 7,692.54 8,077.34 8,481.20 8,905.87 0142 43.32 45.49 47.76 50.15 52.66 0142 3,465.60 3,639.20 3,820.80 4,012.00 4,212.80 0142 7,508.80 7,884.94 8,278.40 8,692.67 9,127.74 0143 44.41 46.63 48.96 51.41 53.98 0143 3,552.80 3,730.40 3,916.80 4,112.80 4,318.40 0143 7,697.74 8,082.54 8,486.40 8,911.07 9,356.54 0144 45.52 47.79 50.18 52.69 55.33 0144 3,641.60 3,823.20 4,014.40 4,215.20 4,426.40 0144 7,890.14 8,283.60 8,697.87 9,132.94 9,590.54 0145 46.66 48.99 51.44 54.01 56.71 0145 3,732.80 3,919.20 4,115.20 4,320.80 4,536.80 0145 8,087.74 8,491.60 8,916.27 9,361.74 9,829.74 0146 47.82 50.21 52.72 55.36 58.13 0146 3,825.60 4,016.80 4,217.60 4,428.80 4,650.40 0146 8,288.80 8,703.07 9,138.14 9,595.74 10,075.87 #16..
- 499 -
City of Modesto City of Modesto City of Modesto
Schedule of Salary Ranges in City Service for FY 23/24 Schedule of Salary Ranges in City Service for FY 23/24 Schedule of Salary Ranges in City Service for FY 23/24 Effective June 20, 2023 Effective June 20, 2023 Effective June 20, 2023

MCEA MCEA MCEA
Hourly Biweekly Monthly
Range
Number Step A Step B Step C Step D Step E
Range
Number Step A Step B Step C Step D Step E
Range
Number Step A Step B Step C Step D Step E
0147 49.02 51.47 54.04 56.74 59.58 0147 3,921.60 4,117.60 4,323.20 4,539.20 4,766.40 0147 8,496.80 8,921.47 9,366.94 9,834.94 10,327.20 0148 50.24 52.75 55.39 58.16 61.07 0148 4,019.20 4,220.00 4,431.20 4,652.80 4,885.60 0148 8,708.27 9,143.34 9,600.94 10,081.07 10,585.47 0149 51.50 54.07 56.78 59.61 62.60 0149 4,120.00 4,325.60 4,542.40 4,768.80 5,008.00 0149 8,926.67 9,372.14 9,841.87 10,332.40 10,850.67 0150 52.79 55.42 58.20 61.11 64.16 0150 4,223.20 4,433.60 4,656.00 4,888.80 5,132.80 0150 9,150.27 9,606.14 10,088.00 10,592.40 11,121.07 #16..
- 500 -
City of Modesto City of Modesto City of Modesto
Schedule of Salary Ranges in City Service for FY 24/25 Schedule of Salary Ranges in City Service for FY 24/25 Schedule of Salary Ranges in City Service for FY 24/25 Effective June 18, 2024 Effective June 18, 2024 Effective June 18, 2024

MCEA MCEA MCEA
Hourly Biweekly Monthly
Range
Number Step A Step B Step C Step D Step E
Range
Number Step A Step B Step C Step D Step E
Range
Number Step A Step B Step C Step D Step E
0101 16.22 17.04 17.89 18.78 19.72 0101 1,297.60 1,363.20 1,431.20 1,502.40 1,577.60 0101 2,811.47 2,953.60 3,100.94 3,255.20 3,418.14 0102 16.63 17.46 18.33 19.25 20.21 0102 1,330.40 1,396.80 1,466.40 1,540.00 1,616.80 0102 2,882.54 3,026.40 3,177.20 3,336.67 3,503.07 0103 17.05 17.90 18.79 19.73 20.72 0103 1,364.00 1,432.00 1,503.20 1,578.40 1,657.60 0103 2,955.34 3,102.67 3,256.94 3,419.87 3,591.47 0104 17.47 18.35 19.26 20.23 21.24 0104 1,397.60 1,468.00 1,540.80 1,618.40 1,699.20 0104 3,028.14 3,180.67 3,338.40 3,506.54 3,681.60 0105 17.91 18.80 19.74 20.73 21.77 0105 1,432.80 1,504.00 1,579.20 1,658.40 1,741.60 0105 3,104.40 3,258.67 3,421.60 3,593.20 3,773.47 0106 18.36 19.27 20.24 21.25 22.31 0106 1,468.80 1,541.60 1,619.20 1,700.00 1,784.80 0106 3,182.40 3,340.14 3,508.27 3,683.34 3,867.07 0107 18.82 19.76 20.74 21.78 22.87 0107 1,505.60 1,580.80 1,659.20 1,742.40 1,829.60 0107 3,262.14 3,425.07 3,594.94 3,775.20 3,964.14 0108 19.29 20.25 21.26 22.32 23.44 0108 1,543.20 1,620.00 1,700.80 1,785.60 1,875.20 0108 3,343.60 3,510.00 3,685.07 3,868.80 4,062.94 0109 19.77 20.76 21.79 22.88 24.03 0109 1,581.60 1,660.80 1,743.20 1,830.40 1,922.40 0109 3,426.80 3,598.40 3,776.94 3,965.87 4,165.20 0110 20.26 21.27 22.34 23.45 24.63 0110 1,620.80 1,701.60 1,787.20 1,876.00 1,970.40 0110 3,511.74 3,686.80 3,872.27 4,064.67 4,269.20 0111 20.77 21.81 22.90 24.04 25.24 0111 1,661.60 1,744.80 1,832.00 1,923.20 2,019.20 0111 3,600.14 3,780.40 3,969.34 4,166.94 4,374.94 0112 21.29 22.35 23.47 24.64 25.87 0112 1,703.20 1,788.00 1,877.60 1,971.20 2,069.60 0112 3,690.27 3,874.00 4,068.14 4,270.94 4,484.14 0113 21.82 22.91 24.06 25.26 26.52 0113 1,745.60 1,832.80 1,924.80 2,020.80 2,121.60 0113 3,782.14 3,971.07 4,170.40 4,378.40 4,596.80 0114 22.36 23.48 24.66 25.89 27.18 0114 1,788.80 1,878.40 1,972.80 2,071.20 2,174.40 0114 3,875.74 4,069.87 4,274.40 4,487.60 4,711.20 0115 22.92 24.07 25.27 26.54 27.86 0115 1,833.60 1,925.60 2,021.60 2,123.20 2,228.80 0115 3,972.80 4,172.14 4,380.14 4,600.27 4,829.07 0116 23.50 24.67 25.90 27.20 28.56 0116 1,880.00 1,973.60 2,072.00 2,176.00 2,284.80 0116 4,073.34 4,276.14 4,489.34 4,714.67 4,950.40 0117 24.08 25.29 26.55 27.88 29.27 0117 1,926.40 2,023.20 2,124.00 2,230.40 2,341.60 0117 4,173.87 4,383.60 4,602.00 4,832.54 5,073.47 0118 24.69 25.92 27.22 28.58 30.00 0118 1,975.20 2,073.60 2,177.60 2,286.40 2,400.00 0118 4,279.60 4,492.80 4,718.14 4,953.87 5,200.00 0119 25.30 26.57 27.90 29.29 30.75 0119 2,024.00 2,125.60 2,232.00 2,343.20 2,460.00 0119 4,385.34 4,605.47 4,836.00 5,076.94 5,330.00 0120 25.94 27.23 28.59 30.02 31.52 0120 2,075.20 2,178.40 2,287.20 2,401.60 2,521.60 0120 4,496.27 4,719.87 4,955.60 5,203.47 5,463.47 0121 26.58 27.91 29.31 30.77 32.31 0121 2,126.40 2,232.80 2,344.80 2,461.60 2,584.80 0121 4,607.20 4,837.74 5,080.40 5,333.47 5,600.40 0122 27.25 28.61 30.04 31.54 33.12 0122 2,180.00 2,288.80 2,403.20 2,523.20 2,649.60 0122 4,723.34 4,959.07 5,206.94 5,466.94 5,740.80 0123 27.93 29.33 30.79 32.33 33.95 0123 2,234.40 2,346.40 2,463.20 2,586.40 2,716.00 0123 4,841.20 5,083.87 5,336.94 5,603.87 5,884.67 0124 28.63 30.06 31.56 33.14 34.80 0124 2,290.40 2,404.80 2,524.80 2,651.20 2,784.00 0124 4,962.54 5,210.40 5,470.40 5,744.27 6,032.00 0125 29.34 30.81 32.35 33.97 35.66 0125 2,347.20 2,464.80 2,588.00 2,717.60 2,852.80 0125 5,085.60 5,340.40 5,607.34 5,888.14 6,181.07 0126 30.08 31.58 33.16 34.82 36.56 0126 2,406.40 2,526.40 2,652.80 2,785.60 2,924.80 0126 5,213.87 5,473.87 5,747.74 6,035.47 6,337.07 0127 30.83 32.37 33.99 35.69 37.47 0127 2,466.40 2,589.60 2,719.20 2,855.20 2,997.60 0127 5,343.87 5,610.80 5,891.60 6,186.27 6,494.80 0128 31.60 33.18 34.84 36.58 38.41 0128 2,528.00 2,654.40 2,787.20 2,926.40 3,072.80 0128 5,477.34 5,751.20 6,038.94 6,340.54 6,657.74 0129 32.39 34.01 35.71 37.49 39.37 0129 2,591.20 2,720.80 2,856.80 2,999.20 3,149.60 0129 5,614.27 5,895.07 6,189.74 6,498.27 6,824.14 0130 33.20 34.86 36.60 38.43 40.35 0130 2,656.00 2,788.80 2,928.00 3,074.40 3,228.00 0130 5,754.67 6,042.40 6,344.00 6,661.20 6,994.00 0131 34.03 35.73 37.51 39.39 41.36 0131 2,722.40 2,858.40 3,000.80 3,151.20 3,308.80 0131 5,898.54 6,193.20 6,501.74 6,827.60 7,169.07 0132 34.88 36.62 38.45 40.37 42.39 0132 2,790.40 2,929.60 3,076.00 3,229.60 3,391.20 0132 6,045.87 6,347.47 6,664.67 6,997.47 7,347.60 0133 35.75 37.54 39.41 41.38 43.45 0133 2,860.00 3,003.20 3,152.80 3,310.40 3,476.00 0133 6,196.67 6,506.94 6,831.07 7,172.54 7,531.34 0134 36.64 38.48 40.40 42.42 44.54 0134 2,931.20 3,078.40 3,232.00 3,393.60 3,563.20 0134 6,350.94 6,669.87 7,002.67 7,352.80 7,720.27 0135 37.56 39.44 41.41 43.48 45.65 0135 3,004.80 3,155.20 3,312.80 3,478.40 3,652.00 0135 6,510.40 6,836.27 7,177.74 7,536.54 7,912.67 0136 38.50 40.42 42.44 44.57 46.79 0136 3,080.00 3,233.60 3,395.20 3,565.60 3,743.20 0136 6,673.34 7,006.14 7,356.27 7,725.47 8,110.27 0137 39.46 41.43 43.50 45.68 47.96 0137 3,156.80 3,314.40 3,480.00 3,654.40 3,836.80 0137 6,839.74 7,181.20 7,540.00 7,917.87 8,313.07 0138 40.45 42.47 44.59 46.82 49.16 0138 3,236.00 3,397.60 3,567.20 3,745.60 3,932.80 0138 7,011.34 7,361.47 7,728.94 8,115.47 8,521.07 0139 41.46 43.53 45.71 47.99 50.39 0139 3,316.80 3,482.40 3,656.80 3,839.20 4,031.20 0139 7,186.40 7,545.20 7,923.07 8,318.27 8,734.27 0140 42.49 44.62 46.85 49.19 51.65 0140 3,399.20 3,569.60 3,748.00 3,935.20 4,132.00 0140 7,364.94 7,734.14 8,120.67 8,526.27 8,952.67 0141 43.56 45.73 48.02 50.42 52.94 0141 3,484.80 3,658.40 3,841.60 4,033.60 4,235.20 0141 7,550.40 7,926.54 8,323.47 8,739.47 9,176.27 0142 44.65 46.88 49.22 51.68 54.27 0142 3,572.00 3,750.40 3,937.60 4,134.40 4,341.60 0142 7,739.34 8,125.87 8,531.47 8,957.87 9,406.80 0143 45.76 48.05 50.45 52.97 55.62 0143 3,660.80 3,844.00 4,036.00 4,237.60 4,449.60 0143 7,931.74 8,328.67 8,744.67 9,181.47 9,640.80 0144 46.91 49.25 51.71 54.30 57.01 0144 3,752.80 3,940.00 4,136.80 4,344.00 4,560.80 0144 8,131.07 8,536.67 8,963.07 9,412.00 9,881.74 0145 48.08 50.48 53.01 55.66 58.44 0145 3,846.40 4,038.40 4,240.80 4,452.80 4,675.20 0145 8,333.87 8,749.87 9,188.40 9,647.74 10,129.60 0146 49.28 51.74 54.33 57.05 59.90 0146 3,942.40 4,139.20 4,346.40 4,564.00 4,792.00 0146 8,541.87 8,968.27 9,417.20 9,888.67 10,382.67 #16..
- 501 -
City of Modesto City of Modesto City of Modesto
Schedule of Salary Ranges in City Service for FY 24/25 Schedule of Salary Ranges in City Service for FY 24/25 Schedule of Salary Ranges in City Service for FY 24/25 Effective June 18, 2024 Effective June 18, 2024 Effective June 18, 2024

MCEA MCEA MCEA
Hourly Biweekly Monthly
Range
Number Step A Step B Step C Step D Step E
Range
Number Step A Step B Step C Step D Step E
Range
Number Step A Step B Step C Step D Step E
0147 50.51 53.04 55.69 58.47 61.40 0147 4,040.80 4,243.20 4,455.20 4,677.60 4,912.00 0147 8,755.07 9,193.60 9,652.94 10,134.80 10,642.67 0148 51.77 54.36 57.08 59.93 62.93 0148 4,141.60 4,348.80 4,566.40 4,794.40 5,034.40 0148 8,973.47 9,422.40 9,893.87 10,387.87 10,907.87 0149 53.07 55.72 58.51 61.43 64.50 0149 4,245.60 4,457.60 4,680.80 4,914.40 5,160.00 0149 9,198.80 9,658.14 10,141.74 10,647.87 11,180.00 0150 54.40 57.11 59.97 62.97 66.12 0150 4,352.00 4,568.80 4,797.60 5,037.60 5,289.60 0150 9,429.34 9,899.07 10,394.80 10,914.80 11,460.80 #16..
- 502 -
City of Modesto City of Modesto City of Modesto
Schedule of Salary Ranges in City Service for FY 25/26 Schedule of Salary Ranges in City Service for FY 25/26 Schedule of Salary Ranges in City Service for FY 25/26 Effective July 1, 2025 Effective July 1, 2025 Effective July 1, 2025

MCEA MCEA MCEA
Hourly Biweekly Monthly
Range
Number Step A Step B Step C Step D Step E Step F
Range
Number Step A Step B Step C Step D Step E Step F
Range
Number Step A Step B Step C Step D Step E
0101 16.71 17.55 18.43 19.35 20.32 21.33 0101 1,336.80 1,404.00 1,474.40 1,548.00 1,625.60 1,706.40 0101 2,896.40 3,042.00 3,194.54 3,354.00 3,522.14 0102 17.13 17.99 18.89 19.83 20.82 21.86 0102 1,370.40 1,439.20 1,511.20 1,586.40 1,665.60 1,748.80 0102 2,969.20 3,118.27 3,274.27 3,437.20 3,608.80 0103 17.56 18.44 19.36 20.33 21.34 22.41 0103 1,404.80 1,475.20 1,548.80 1,626.40 1,707.20 1,792.80 0103 3,043.74 3,196.27 3,355.74 3,523.87 3,698.94 0104 18.00 18.90 19.84 20.84 21.88 22.97 0104 1,440.00 1,512.00 1,587.20 1,667.20 1,750.40 1,837.60 0104 3,120.00 3,276.00 3,438.94 3,612.27 3,792.54 0105 18.45 19.37 20.34 21.36 22.42 23.55 0105 1,476.00 1,549.60 1,627.20 1,708.80 1,793.60 1,884.00 0105 3,198.00 3,357.47 3,525.60 3,702.40 3,886.14 0106 18.91 19.86 20.85 21.89 22.99 24.13 0106 1,512.80 1,588.80 1,668.00 1,751.20 1,839.20 1,930.40 0106 3,277.74 3,442.40 3,614.00 3,794.27 3,984.94 0107 19.38 20.35 21.37 22.44 23.56 24.74 0107 1,550.40 1,628.00 1,709.60 1,795.20 1,884.80 1,979.20 0107 3,359.20 3,527.34 3,704.14 3,889.60 4,083.74 0108 19.87 20.86 21.90 23.00 24.15 25.36 0108 1,589.60 1,668.80 1,752.00 1,840.00 1,932.00 2,028.80 0108 3,444.14 3,615.74 3,796.00 3,986.67 4,186.00 0109 20.36 21.38 22.45 23.57 24.75 25.99 0109 1,628.80 1,710.40 1,796.00 1,885.60 1,980.00 2,079.20 0109 3,529.07 3,705.87 3,891.34 4,085.47 4,290.00 0110 20.87 21.92 23.01 24.16 25.37 26.64 0110 1,669.60 1,753.60 1,840.80 1,932.80 2,029.60 2,131.20 0110 3,617.47 3,799.47 3,988.40 4,187.74 4,397.47 0111 21.40 22.46 23.59 24.77 26.00 27.30 0111 1,712.00 1,796.80 1,887.20 1,981.60 2,080.00 2,184.00 0111 3,709.34 3,893.07 4,088.94 4,293.47 4,506.67 0112 21.93 23.03 24.18 25.39 26.65 27.99 0112 1,754.40 1,842.40 1,934.40 2,031.20 2,132.00 2,239.20 0112 3,801.20 3,991.87 4,191.20 4,400.94 4,619.34 0113 22.48 23.60 24.78 26.02 27.32 28.69 0113 1,798.40 1,888.00 1,982.40 2,081.60 2,185.60 2,295.20 0113 3,896.54 4,090.67 4,295.20 4,510.14 4,735.47 0114 23.04 24.19 25.40 26.67 28.00 29.40 0114 1,843.20 1,935.20 2,032.00 2,133.60 2,240.00 2,352.00 0114 3,993.60 4,192.94 4,402.67 4,622.80 4,853.34 0115 23.62 24.80 26.04 27.34 28.70 30.14 0115 1,889.60 1,984.00 2,083.20 2,187.20 2,296.00 2,411.20 0115 4,094.14 4,298.67 4,513.60 4,738.94 4,974.67 0116 24.21 25.42 26.69 28.02 29.42 30.89 0116 1,936.80 2,033.60 2,135.20 2,241.60 2,353.60 2,471.20 0116 4,196.40 4,406.14 4,626.27 4,856.80 5,099.47 0117 24.81 26.05 27.35 28.72 30.16 31.66 0117 1,984.80 2,084.00 2,188.00 2,297.60 2,412.80 2,532.80 0117 4,300.40 4,515.34 4,740.67 4,978.14 5,227.74 0118 25.43 26.70 28.04 29.44 30.91 32.46 0118 2,034.40 2,136.00 2,243.20 2,355.20 2,472.80 2,596.80 0118 4,407.87 4,628.00 4,860.27 5,102.94 5,357.74 0119 26.07 27.37 28.74 30.17 31.68 33.27 0119 2,085.60 2,189.60 2,299.20 2,413.60 2,534.40 2,661.60 0119 4,518.80 4,744.14 4,981.60 5,229.47 5,491.20 0120 26.72 28.05 29.46 30.93 32.48 34.10 0120 2,137.60 2,244.00 2,356.80 2,474.40 2,598.40 2,728.00 0120 4,631.47 4,862.00 5,106.40 5,361.20 5,629.87 0121 27.39 28.76 30.19 31.70 33.29 34.95 0121 2,191.20 2,300.80 2,415.20 2,536.00 2,663.20 2,796.00 0121 4,747.60 4,985.07 5,232.94 5,494.67 5,770.27 0122 28.07 29.47 30.95 32.49 34.12 35.82 0122 2,245.60 2,357.60 2,476.00 2,599.20 2,729.60 2,865.60 0122 4,865.47 5,108.14 5,364.67 5,631.60 5,914.14 0123 28.77 30.21 31.72 33.31 34.97 36.72 0123 2,301.60 2,416.80 2,537.60 2,664.80 2,797.60 2,937.60 0123 4,986.80 5,236.40 5,498.14 5,773.74 6,061.47 0124 29.49 30.97 32.51 34.14 35.85 37.64 0124 2,359.20 2,477.60 2,600.80 2,731.20 2,868.00 3,011.20 0124 5,111.60 5,368.14 5,635.07 5,917.60 6,214.00 0125 30.23 31.74 33.33 34.99 36.74 38.58 0125 2,418.40 2,539.20 2,666.40 2,799.20 2,939.20 3,086.40 0125 5,239.87 5,501.60 5,777.20 6,064.94 6,368.27 0126 30.98 32.53 34.16 35.87 37.66 39.54 0126 2,478.40 2,602.40 2,732.80 2,869.60 3,012.80 3,163.20 0126 5,369.87 5,638.54 5,921.07 6,217.47 6,527.74 0127 31.76 33.35 35.01 36.76 38.60 40.53 0127 2,540.80 2,668.00 2,800.80 2,940.80 3,088.00 3,242.40 0127 5,505.07 5,780.67 6,068.40 6,371.74 6,690.67 0128 32.55 34.18 35.89 37.68 39.57 41.55 0128 2,604.00 2,734.40 2,871.20 3,014.40 3,165.60 3,324.00 0128 5,642.00 5,924.54 6,220.94 6,531.20 6,858.80 0129 33.37 35.03 36.79 38.63 40.56 42.58 0129 2,669.60 2,802.40 2,943.20 3,090.40 3,244.80 3,406.40 0129 5,784.14 6,071.87 6,376.94 6,695.87 7,030.40 0130 34.20 35.91 37.71 39.59 41.57 43.65 0130 2,736.00 2,872.80 3,016.80 3,167.20 3,325.60 3,492.00 0130 5,928.00 6,224.40 6,536.40 6,862.27 7,205.47 0131 35.06 36.81 38.65 40.58 42.61 44.74 0131 2,804.80 2,944.80 3,092.00 3,246.40 3,408.80 3,579.20 0131 6,077.07 6,380.40 6,699.34 7,033.87 7,385.74 0132 35.93 37.73 39.61 41.59 43.67 45.86 0132 2,874.40 3,018.40 3,168.80 3,327.20 3,493.60 3,668.80 0132 6,227.87 6,539.87 6,865.74 7,208.94 7,569.47 0133 36.83 38.67 40.60 42.63 44.77 47.00 0133 2,946.40 3,093.60 3,248.00 3,410.40 3,581.60 3,760.00 0133 6,383.87 6,702.80 7,037.34 7,389.20 7,760.14 0134 37.75 39.64 41.62 43.70 45.88 48.18 0134 3,020.00 3,171.20 3,329.60 3,496.00 3,670.40 3,854.40 0134 6,543.34 6,870.94 7,214.14 7,574.67 7,952.54 0135 38.69 40.63 42.66 44.79 47.03 49.38 0135 3,095.20 3,250.40 3,412.80 3,583.20 3,762.40 3,950.40 0135 6,706.27 7,042.54 7,394.40 7,763.60 8,151.87 0136 39.66 41.64 43.73 45.91 48.21 50.62 0136 3,172.80 3,331.20 3,498.40 3,672.80 3,856.80 4,049.60 0136 6,874.40 7,217.60 7,579.87 7,957.74 8,356.40 0137 40.65 42.69 44.82 47.06 49.41 51.88 0137 3,252.00 3,415.20 3,585.60 3,764.80 3,952.80 4,150.40 0137 7,046.00 7,399.60 7,768.80 8,157.07 8,564.40 0138 41.67 43.75 45.94 48.24 50.65 53.18 0138 3,333.60 3,500.00 3,675.20 3,859.20 4,052.00 4,254.40 0138 7,222.80 7,583.34 7,962.94 8,361.60 8,779.34 0139 42.71 44.85 47.09 49.44 51.91 54.51 0139 3,416.80 3,588.00 3,767.20 3,955.20 4,152.80 4,360.80 0139 7,403.07 7,774.00 8,162.27 8,569.60 8,997.74 0140 43.78 45.97 48.26 50.68 53.21 55.87 0140 3,502.40 3,677.60 3,860.80 4,054.40 4,256.80 4,469.60 0140 7,588.54 7,968.14 8,365.07 8,784.54 9,223.07 0141 44.87 47.12 49.47 51.94 54.54 57.27 0141 3,589.60 3,769.60 3,957.60 4,155.20 4,363.20 4,581.60 0141 7,777.47 8,167.47 8,574.80 9,002.94 9,453.60 0142 45.99 48.29 50.71 53.24 55.91 58.70 0142 3,679.20 3,863.20 4,056.80 4,259.20 4,472.80 4,696.00 0142 7,971.60 8,370.27 8,789.74 9,228.27 9,691.07 0143 47.14 49.50 51.98 54.57 57.30 60.17 0143 3,771.20 3,960.00 4,158.40 4,365.60 4,584.00 4,813.60 0143 8,170.94 8,580.00 9,009.87 9,458.80 9,932.00 0144 48.32 50.74 53.27 55.94 58.73 61.67 0144 3,865.60 4,059.20 4,261.60 4,475.20 4,698.40 4,933.60 0144 8,375.47 8,794.94 9,233.47 9,696.27 10,179.87 0145 49.53 52.01 54.61 57.34 60.20 63.21 0145 3,962.40 4,160.80 4,368.80 4,587.20 4,816.00 5,056.80 0145 8,585.20 9,015.07 9,465.74 9,938.94 10,434.67 0146 50.77 53.31 55.97 58.77 61.71 64.79 0146 4,061.60 4,264.80 4,477.60 4,701.60 4,936.80 5,183.20 0146 8,800.14 9,240.40 9,701.47 10,186.80 10,696.40 0147 52.04 54.64 57.37 60.24 63.25 66.41 0147 4,163.20 4,371.20 4,589.60 4,819.20 5,060.00 5,312.80 0147 9,020.27 9,470.94 9,944.14 10,441.60 10,963.34 0148 53.34 56.00 58.80 61.74 64.83 68.07 0148 4,267.20 4,480.00 4,704.00 4,939.20 5,186.40 5,445.60 0148 9,245.60 9,706.67 10,192.00 10,701.60 11,237.20 0149 54.67 57.40 60.27 63.29 66.45 69.77 0149 4,373.60 4,592.00 4,821.60 5,063.20 5,316.00 5,581.60 0149 9,476.14 9,949.34 10,446.80 10,970.27 11,518.00 0150 56.04 58.84 61.78 64.87 68.11 71.52 0150 4,483.20 4,707.20 4,942.40 5,189.60 5,448.80 5,721.60 0150 9,713.60 10,198.94 10,708.54 11,244.14 11,805.74 #16..
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City of Modesto City of Modesto City of Modesto
Schedule of Salary Ranges in City Service for FY 26/27 Schedule of Salary Ranges in City Service for FY 26/27 Schedule of Salary Ranges in City Service for FY 26/27 Effective June 30, 2026 Effective June 30, 2026 Effective June 30, 2026

MCEA MCEA MCEA
Hourly Biweekly Monthly
Range
Number Step A Step B Step C Step D Step E Step F
Range
Number Step A Step B Step C Step D Step E Step F
Range
Number Step A Step B Step C Step D Step E
0101 17.22 18.09 18.99 19.94 20.94 21.98 0101 1,377.60 1,447.20 1,519.20 1,595.20 1,675.20 1,758.40 0101 2,984.80 3,135.60 3,291.60 3,456.27 3,629.60 0102 17.66 18.54 19.46 20.44 21.46 22.53 0102 1,412.80 1,483.20 1,556.80 1,635.20 1,716.80 1,802.40 0102 3,061.07 3,213.60 3,373.07 3,542.94 3,719.74 0103 18.10 19.00 19.95 20.95 22.00 23.10 0103 1,448.00 1,520.00 1,596.00 1,676.00 1,760.00 1,848.00 0103 3,137.34 3,293.34 3,458.00 3,631.34 3,813.34 0104 18.55 19.48 20.45 21.47 22.55 23.67 0104 1,484.00 1,558.40 1,636.00 1,717.60 1,804.00 1,893.60 0104 3,215.34 3,376.54 3,544.67 3,721.47 3,908.67 0105 19.01 19.96 20.96 22.01 23.11 24.26 0105 1,520.80 1,596.80 1,676.80 1,760.80 1,848.80 1,940.80 0105 3,295.07 3,459.74 3,633.07 3,815.07 4,005.74 0106 19.49 20.46 21.48 22.56 23.69 24.87 0106 1,559.20 1,636.80 1,718.40 1,804.80 1,895.20 1,989.60 0106 3,378.27 3,546.40 3,723.20 3,910.40 4,106.27 0107 19.97 20.97 22.02 23.12 24.28 25.49 0107 1,597.60 1,677.60 1,761.60 1,849.60 1,942.40 2,039.20 0107 3,461.47 3,634.80 3,816.80 4,007.47 4,208.54 0108 20.47 21.50 22.57 23.70 24.89 26.13 0108 1,637.60 1,720.00 1,805.60 1,896.00 1,991.20 2,090.40 0108 3,548.14 3,726.67 3,912.14 4,108.00 4,314.27 0109 20.99 22.03 23.14 24.29 25.51 26.78 0109 1,679.20 1,762.40 1,851.20 1,943.20 2,040.80 2,142.40 0109 3,638.27 3,818.54 4,010.94 4,210.27 4,421.74 0110 21.51 22.59 23.71 24.90 26.14 27.45 0110 1,720.80 1,807.20 1,896.80 1,992.00 2,091.20 2,196.00 0110 3,728.40 3,915.60 4,109.74 4,316.00 4,530.94 0111 22.05 23.15 24.31 25.52 26.80 28.14 0111 1,764.00 1,852.00 1,944.80 2,041.60 2,144.00 2,251.20 0111 3,822.00 4,012.67 4,213.74 4,423.47 4,645.34 0112 22.60 23.73 24.92 26.16 27.47 28.84 0112 1,808.00 1,898.40 1,993.60 2,092.80 2,197.60 2,307.20 0112 3,917.34 4,113.20 4,319.47 4,534.40 4,761.47 0113 23.16 24.32 25.54 26.81 28.15 29.56 0113 1,852.80 1,945.60 2,043.20 2,144.80 2,252.00 2,364.80 0113 4,014.40 4,215.47 4,426.94 4,647.07 4,879.34 0114 23.74 24.93 26.18 27.48 28.86 30.30 0114 1,899.20 1,994.40 2,094.40 2,198.40 2,308.80 2,424.00 0114 4,114.94 4,321.20 4,537.87 4,763.20 5,002.40 0115 24.34 25.55 26.83 28.17 29.58 31.06 0115 1,947.20 2,044.00 2,146.40 2,253.60 2,366.40 2,484.80 0115 4,218.94 4,428.67 4,650.54 4,882.80 5,127.20 0116 24.94 26.19 27.50 28.88 30.32 31.84 0116 1,995.20 2,095.20 2,200.00 2,310.40 2,425.60 2,547.20 0116 4,322.94 4,539.60 4,766.67 5,005.87 5,255.47 0117 25.57 26.85 28.19 29.60 31.08 32.63 0117 2,045.60 2,148.00 2,255.20 2,368.00 2,486.40 2,610.40 0117 4,432.14 4,654.00 4,886.27 5,130.67 5,387.20 0118 26.21 27.52 28.89 30.34 31.85 33.45 0118 2,096.80 2,201.60 2,311.20 2,427.20 2,548.00 2,676.00 0118 4,543.07 4,770.14 5,007.60 5,258.94 5,520.67 0119 26.86 28.21 29.62 31.10 32.65 34.28 0119 2,148.80 2,256.80 2,369.60 2,488.00 2,612.00 2,742.40 0119 4,655.74 4,889.74 5,134.14 5,390.67 5,659.34 0120 27.53 28.91 30.36 31.87 33.47 35.14 0120 2,202.40 2,312.80 2,428.80 2,549.60 2,677.60 2,811.20 0120 4,771.87 5,011.07 5,262.40 5,524.14 5,801.47 0121 28.22 29.63 31.11 32.67 34.30 36.02 0121 2,257.60 2,370.40 2,488.80 2,613.60 2,744.00 2,881.60 0121 4,891.47 5,135.87 5,392.40 5,662.80 5,945.34 0122 28.93 30.37 31.89 33.49 35.16 36.92 0122 2,314.40 2,429.60 2,551.20 2,679.20 2,812.80 2,953.60 0122 5,014.54 5,264.14 5,527.60 5,804.94 6,094.40 0123 29.65 31.13 32.69 34.32 36.04 37.84 0123 2,372.00 2,490.40 2,615.20 2,745.60 2,883.20 3,027.20 0123 5,139.34 5,395.87 5,666.27 5,948.80 6,246.94 0124 30.39 31.91 33.51 35.18 36.94 38.79 0124 2,431.20 2,552.80 2,680.80 2,814.40 2,955.20 3,103.20 0124 5,267.60 5,531.07 5,808.40 6,097.87 6,402.94 0125 31.15 32.71 34.34 36.06 37.86 39.76 0125 2,492.00 2,616.80 2,747.20 2,884.80 3,028.80 3,180.80 0125 5,399.34 5,669.74 5,952.27 6,250.40 6,562.40 0126 31.93 33.53 35.20 36.96 38.81 40.75 0126 2,554.40 2,682.40 2,816.00 2,956.80 3,104.80 3,260.00 0126 5,534.54 5,811.87 6,101.34 6,406.40 6,727.07 0127 32.73 34.36 36.08 37.89 39.78 41.77 0127 2,618.40 2,748.80 2,886.40 3,031.20 3,182.40 3,341.60 0127 5,673.20 5,955.74 6,253.87 6,567.60 6,895.20 0128 33.55 35.22 36.98 38.83 40.77 42.81 0128 2,684.00 2,817.60 2,958.40 3,106.40 3,261.60 3,424.80 0128 5,815.34 6,104.80 6,409.87 6,730.54 7,066.80 0129 34.38 36.10 37.91 39.80 41.79 43.88 0129 2,750.40 2,888.00 3,032.80 3,184.00 3,343.20 3,510.40 0129 5,959.20 6,257.34 6,571.07 6,898.67 7,243.60 0130 35.24 37.01 38.86 40.80 42.84 44.98 0130 2,819.20 2,960.80 3,108.80 3,264.00 3,427.20 3,598.40 0130 6,108.27 6,415.07 6,735.74 7,072.00 7,425.60 0131 36.13 37.93 39.83 41.82 43.91 46.10 0131 2,890.40 3,034.40 3,186.40 3,345.60 3,512.80 3,688.00 0131 6,262.54 6,574.54 6,903.87 7,248.80 7,611.07 0132 37.03 38.88 40.82 42.86 45.01 47.26 0132 2,962.40 3,110.40 3,265.60 3,428.80 3,600.80 3,780.80 0132 6,418.54 6,739.20 7,075.47 7,429.07 7,801.74 0133 37.95 39.85 41.84 43.94 46.13 48.44 0133 3,036.00 3,188.00 3,347.20 3,515.20 3,690.40 3,875.20 0133 6,578.00 6,907.34 7,252.27 7,616.27 7,995.87 0134 38.90 40.85 42.89 45.03 47.29 49.65 0134 3,112.00 3,268.00 3,431.20 3,602.40 3,783.20 3,972.00 0134 6,742.67 7,080.67 7,434.27 7,805.20 8,196.94 0135 39.87 41.87 43.96 46.16 48.47 50.89 0135 3,189.60 3,349.60 3,516.80 3,692.80 3,877.60 4,071.20 0135 6,910.80 7,257.47 7,619.74 8,001.07 8,401.47 0136 40.87 42.91 45.06 47.31 49.68 52.16 0136 3,269.60 3,432.80 3,604.80 3,784.80 3,974.40 4,172.80 0136 7,084.14 7,437.74 7,810.40 8,200.40 8,611.20 0137 41.89 43.99 46.19 48.50 50.92 53.47 0137 3,351.20 3,519.20 3,695.20 3,880.00 4,073.60 4,277.60 0137 7,260.94 7,624.94 8,006.27 8,406.67 8,826.14 0138 42.94 45.09 47.34 49.71 52.19 54.80 0138 3,435.20 3,607.20 3,787.20 3,976.80 4,175.20 4,384.00 0138 7,442.94 7,815.60 8,205.60 8,616.40 9,046.27 0139 44.01 46.21 48.52 50.95 53.50 56.17 0139 3,520.80 3,696.80 3,881.60 4,076.00 4,280.00 4,493.60 0139 7,628.40 8,009.74 8,410.14 8,831.34 9,273.34 0140 45.11 47.37 49.74 52.22 54.84 57.58 0140 3,608.80 3,789.60 3,979.20 4,177.60 4,387.20 4,606.40 0140 7,819.07 8,210.80 8,621.60 9,051.47 9,505.60 0141 46.24 48.55 50.98 53.53 56.21 59.02 0141 3,699.20 3,884.00 4,078.40 4,282.40 4,496.80 4,721.60 0141 8,014.94 8,415.34 8,836.54 9,278.54 9,743.07 0142 47.40 49.77 52.26 54.87 57.61 60.49 0142 3,792.00 3,981.60 4,180.80 4,389.60 4,608.80 4,839.20 0142 8,216.00 8,626.80 9,058.40 9,510.80 9,985.74 0143 48.58 51.01 53.56 56.24 59.05 62.00 0143 3,886.40 4,080.80 4,284.80 4,499.20 4,724.00 4,960.00 0143 8,420.54 8,841.74 9,283.74 9,748.27 10,235.34 0144 49.80 52.29 54.90 57.65 60.53 63.55 0144 3,984.00 4,183.20 4,392.00 4,612.00 4,842.40 5,084.00 0144 8,632.00 9,063.60 9,516.00 9,992.67 10,491.87 0145 51.04 53.59 56.27 59.09 62.04 65.14 0145 4,083.20 4,287.20 4,501.60 4,727.20 4,963.20 5,211.20 0145 8,846.94 9,288.94 9,753.47 10,242.27 10,753.60 0146 52.32 54.93 57.68 60.56 63.59 66.77 0146 4,185.60 4,394.40 4,614.40 4,844.80 5,087.20 5,341.60 0146 9,068.80 9,521.20 9,997.87 10,497.07 11,022.27 0147 53.63 56.31 59.12 62.08 65.18 68.44 0147 4,290.40 4,504.80 4,729.60 4,966.40 5,214.40 5,475.20 0147 9,295.87 9,760.40 10,247.47 10,760.54 11,297.87 0148 54.97 57.71 60.60 63.63 66.81 70.15 0148 4,397.60 4,616.80 4,848.00 5,090.40 5,344.80 5,612.00 0148 9,528.14 10,003.07 10,504.00 11,029.20 11,580.40 0149 56.34 59.16 62.11 65.22 68.48 71.90 0149 4,507.20 4,732.80 4,968.80 5,217.60 5,478.40 5,752.00 0149 9,765.60 10,254.40 10,765.74 11,304.80 11,869.87 0150 57.75 60.64 63.67 66.85 70.19 73.70 0150 4,620.00 4,851.20 5,093.60 5,348.00 5,615.20 5,896.00 0150 10,010.00 10,510.94 11,036.14 11,587.34 12,166.27 #16..
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CITY OF MODESTO

CLASS RANGE TABLE

GENERAL NON-SWORN CLASSES
Effective June 20, 2023
______________________________________________________________________

RANGE TITLE
104 Custodian I
106 Engineering Intern
107 Administrative Office Assistant I
108 Custodian II
109 Parking Enforcement Officer
111 Account Clerk I
Administrative Office Assistant II
Custodian Crewleader
Exhibits Coordinator
114 Storeskeeper
115 Account Clerk II
Administrative Office Assistant III
Equipment Service Technician
116 Maintenance Worker I
118 Senior Storeskeeper
Tree Trimmer I
119 Electrical and Instrumentation Technician Trainee
Fleet Procurement Technician
Plant Mechanic Trainee
Process Control Technician Trainee
Production Technician
Senior Account Clerk
Senior Administrative Office Assistant
120 Assistant Buyer
Electrician Assistant I
Maintenance Worker II
Solid Waste Specialist
Utilities Services Worker I
121 Account Technician I
Equipment Operator I
Groundskeeper
Water Resource Specialist
#16..
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City of Modesto
Class Range Table – General Non-Sworn Classes

Page 2 ends

Modesto City CouncilJune 13, 2023

Modesto City Council
June 13, 2023