February 1, 2022
adjustments for Confidential employees, in line with the new MEA MOU that will cover the next three years. There is one difference to highlight between the new MEA MOU and the Confidential wages and benefits detailed below, an increase of 1% for the employee paid contribution to the California Public Employees’ Retirement System (CalPERS) for employees in a classic CalPERS plan. MEA employees already contribute 2% additional to CalPERS, while Confidential employees have been paying 1% additional. Bringing the Confidential employees up one more percent, brings them to the same contribution total, 2%, as the MEA employees.
Wages – All Conf.
Employees
3% effective February 8th 2022
3% in January 2023
3% in January 2024
Wages – Equity
Adjustment
Based on the results of a compensation study, the City will provide 70% of what would be needed to bring each
classification to median, phased one-third at a time over the three years; effective dates are the same as the 3% wage increases above
Floating Holidays Consolidated Lincoln and Washington’s Birthdays into Presidents’ Day and added Juneteenth as a floating holiday; floating holidays will be paid based on an employee’s assigned daily work schedule
Vacation Sell-Back Reduce from 50 to 40 the number of hours an employee must have used in the eligibility period to be allowed to cash-out vacation; reduce the minimum remaining vacation balance from 80 to 50 hours
Sick Leave
Incentive Pay
Increase from 36 to 40 hours the maximum amount of sick leave allowed to be taken to qualify for an annual sell-back Retirement Additional 1%, for a new total of 2%, employee paid CalPERS contribution for classic plan members, effective 2/8/22 Education Expense
Reimbursement
Increase the per employee per fiscal year cap from $1,200 to $2,000
Management & Executives
In a complementary next step, staff is recommending the following adjustments to the wages and benefits provided to Management and Executive employees. While the MEA and Confidential employees will automatically receive the defined wage increases, Management and Executive employees will need an annual performance evaluation rating of satisfactory or above to qualify for their wage increases each year.
Management and Executive employees previously had no additional employee paid contributions to CalPERS. This package will add a contribution of 1% for all employees in a classic CalPERS plan.
Wages* 3% effective February 8th 2022
3% in first full pay period of February 2023
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February 1, 2022
3% in first full pay period of February 2024
Wages – Equity
Adjustment*
Based on the results of a compensation study, the City will provide 70% of what would be needed to bring each
classification to median, phased one-third at a time over the three years; effective dates are the same as the 3% wage increases above
Floating Holidays Consolidated Lincoln and Washington’s Birthdays into Presidents’ Day and added Juneteenth as a floating holiday; floating holidays will be paid based on an employee’s assigned daily work schedule
Retirement Additional 1% employee paid CalPERS contribution for classic plan members, effective 2/8/22
* Wage increases dependent on satisfactory annual performance evaluation
There are three executives who have employment contracts with the City, the City Manager, the Police Chief, and the City Attorney. All three have reopener language that is triggered when the City approves salary and benefit increases for the other executives. The existing contracts with the City Manager and Police Chief will expire in the next few months. Therefore, both individuals have agreed to delay the implementation of their wage increases until the term of their new contract begins. In accordance with the Brown Act, the new two year extensions to the employment contracts for the City Manager and Police Chief are on the agenda this evening as stand-alone items. The equity wage increases reflected in the new contracts follows the same methodology, based on the compensation study results to reach 70% of median over three years, as is being applied to all MEA, Confidential, Management, and Executive staff. The City Attorney has elected not to reopen his employment contract at this point in time. The City Attorney’s contract includes annual 3% wage increases, but does not include the equity adjustment.
Management and Executives are paid using a salary band system, in which they can be paid any amount within the salary band. The current salary bands have very wide ranges, with the lower end of the range often a dollar amount that is lower than the salary of the employees Managers and Executives supervise. The range of the salary bands have increased over time, as past salary adjustments increased the top of the band (maximum pay for the position), while the lowest end of the band remained the same. Since paying at the low end of the salary band range would cause compaction issues between staff members, in practice it is not used. The salary bands contained in the Salary Schedule attachment to this agenda item have been updated to remove the lowest end of the salary bands to resolve this issue.
Summary
The proposed salary and benefit adjustments for Confidential, Management, and Executive employees define wage increases through January 2024. However, as unrepresented employees, City Council maintains the right to adjust the compensation package at any time during this period.
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February 1, 2022
The attached Salary Schedules reflects the wages of Confidential, Management, and Executive employees over the next three years, which combines the annual 3% increase with any position specific equity increase, pending satisfactory performance evaluations for Management and Executives.
If approved as proposed, over the term of the three years of phased salary increases, personnel costs paid by the City will rise by approximately $1.36M, as compared to the current budgeted expenditures.
RECOMMENDATION
Adopt the Resolution approving the amended compensation plan for the Confidential, Management, & Executive employee groups and authorizing budget appropriations to pay for salary and benefit increases in Fiscal Year 2021-2022.
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CITY OF NATIONAL CITY
CONFIDENTIAL SALARY SCHEDULE
EFFECTIVE DATE 2/08/2022
3% Increase + Equity Adjustmen
t
TITLE STEP A STEP B STEP C STEP D STEP E
Information Technology Analyst
BI-WEEKLY 2,991.80 3,141.40 3,298.47 3,463.39 3,636.56 MONTHLY 6,482.23 6,806.36 7,146.68 7,504.00 7,879.21 ANNUAL 77,786.79 81,676.33 85,760.11 90,048.03 94,550.53 HOURLY 37.40 39.27 41.23 43.29 45.46 Information Technology Technician
BI-WEEKLY 2,567.84 2,696.23 2,831.04 2,972.60 3,121.23 MONTHLY 5,563.66 5,841.84 6,133.93 6,440.63 6,762.67 ANNUAL 66,763.96 70,102.11 73,607.13 77,287.58 81,152.02 HOURLY 32.10 33.70 35.39 37.16 39.02 Executive Assistant IV
BI-WEEKLY 2,372.93 2,491.59 2,616.16 2,746.97 2,884.31 MONTHLY 5,141.35 5,398.44 5,668.34 5,951.76 6,249.34 ANNUAL 61,696.23 64,781.23 68,020.06 71,421.16 74,992.11 HOURLY 29.66 31.14 32.70 34.34 36.05 Executive Assistant III
BI-WEEKLY 2,247.70 2,360.08 2,478.09 2,602.00 2,732.10 MONTHLY 4,870.02 5,113.51 5,369.19 5,637.67 5,919.55 ANNUAL 58,440.27 61,362.16 64,430.31 67,652.02 71,034.59 HOURLY 28.10 29.50 30.98 32.53 34.15 Executive Assistant II
BI-WEEKLY 2,090.06 2,194.56
2,304.28 2,419.50 2,540.48
MONTHLY 4,528.46 4,754.87 4,992.61 5,242.25 5,504.37 ANNUAL 54,341.54 57,058.49 59,911.32 62,907.04 66,052.39 HOURLY 26.13 27.43 28.80 30.24 31.76 Payroll Technician II
BI-WEEKLY 1,957.47 2,055.35 2,158.11 2,266.02 2,379.33 MONTHLY 4,241.19 4,453.25 4,675.91 4,909.71 5,155.21 ANNUAL 50,894.25 53,439.01 56,110.93 58,916.58 61,862.51 HOURLY 24.47 25.69 26.98 28.33 29.74 Confidential Assistant (At-Will)
BI-WEEKLY 1,919.23 2,015.19 2,115.95 2,221.75 2,332.84 MONTHLY 4,158.33 4,366.25 4,584.56 4,813.80 5,054.50 ANNUAL 49,899.98 52,395.02 55,014.75 57,765.58 60,653.96 HOURLY 23.99 25.19 26.45 27.77 29.16 Executive Assistant I
BI-WEEKLY 1,842.98 1,935.13 2,031.88 2,133.48 2,240.16 MONTHLY 3,993.12 4,192.77 4,402.41 4,622.53 4,853.67 ANNUAL 47,917.49 50,313.28 52,828.94 55,470.38 58,244.04 HOURLY 23.04 24.19 25.40 26.67 28.00 Payroll Technician I
BI-WEEKLY
1,779.53 1,868.50 1,961.92 2,060.03 2,163.01 MONTHLY 3,855.65 4,048.42 4,250.83 4,463.40 4,686.53 ANNUAL 46,267.79 48,581.02 51,010.01 53,560.76 56,238.38 HOURLY 22.24 23.36 24.52 25.75 27.04 562 of 629
CITY OF NATIONAL CITY
CONFIDENTIAL SALARY SCHEDULE
EFFECTIVE DATE JANUARY 2023
3% Increase + Equity Adjustment
TITLE STEP A STEP B STEP C STEP D STEP E
Information Technology Analyst
BI-WEEKLY 3,154.25 3,311.97 3,477.57 3,651.45 3,834.02 MONTHLY 6,834.22 7,175.95 7,534.74 7,911.47 8,307.05 ANNUAL 82,010.61 86,111.35 90,416.89 94,937.64 99,684.63 HOURLY 39.43 41.40 43.47 45.64 47.93 Information Technology Technician
BI-WEEKLY 2,644.88 2,777.12 2,915.97 3,061.78 3,214.87 MONTHLY 5,730.57 6,017.10 6,317.95 6,633.85 6,965.55 ANNUAL 68,766.88 72,205.17 75,815.34 79,606.21 83,586.58 HOURLY 33.06 34.71 36.45 38.27 40.19 Executive Assistant IV
BI-WEEKLY 2,487.54 2,611.93 2,742.52 2,879.65 3,023.62 MONTHLY 5,389.68 5,659.18 5,942.12 6,239.23 6,551.19 ANNUAL 64,676.16 67,910.16 71,305.43 74,870.81 78,614.23 HOURLY 31.09 32.65 34.28 36.00 37.80 Executive Assistant III
BI-WEEKLY 2,356.27 2,474.07 2,597.78 2,727.68 2,864.06 MONTHLY 5,105.24 5,360.50 5,628.52 5,909.97 6,205.46 ANNUAL 61,262.94 64,325.95 67,542.29 70,919.61 74,465.56 HOURLY 29.45 30.93 32.47 34.10 35.80 Executive Assistant II
BI-WEEKLY 2,191.01 2,300.55
2,415.58 2,536.36 2,663.18
MONTHLY 4,747.19 4,984.53 5,233.75 5,495.45 5,770.23 ANNUAL 56,966.24 59,814.42 62,805.04 65,945.45 69,242.72 HOURLY 27.39 28.76 30.19 31.70 33.29 Payroll Technician II
BI-WEEKLY 2,084.12 2,188.33 2,297.74 2,412.63 2,533.27 MONTHLY 4,515.59 4,741.38 4,978.44 5,227.37 5,488.75 ANNUAL 54,187.11 56,896.51 59,741.31 62,728.48 65,865.01 HOURLY 26.05 27.35 28.72 30.16 31.67 Confidential Assistant (At-Will)
BI-WEEKLY 2,003.48 2,103.66 2,208.84 2,319.29 2,435.26 MONTHLY 4,340.88 4,557.93 4,785.82 5,025.12 5,276.39 ANNUAL 52,090.59 54,695.16 57,429.89 60,301.49 63,316.67 HOURLY 25.04 26.30 27.61 28.99 30.44 Executive Assistant I
BI-WEEKLY 1,932.00 2,028.59 2,130.02 2,236.52 2,348.35 MONTHLY 4,185.99 4,395.28 4,615.05 4,845.80 5,088.10 ANNUAL 50,231.90 52,743.41 55,380.58 58,149.60 61,057.22 HOURLY 24.15 25.36 26.63 27.96 29.35 Payroll Technician I
BI-WEEKLY
1,894.67 1,989.39 2,088.86 2,193.31 2,302.96 MONTHLY 4,105.11 4,310.35 4,525.86 4,752.18 4,989.75 ANNUAL 49,261.31 51,724.21 54,310.36 57,026.14 59,877.01 HOURLY 23.68 24.87 26.11 27.42 28.79 563 of 629
CITY OF NATIONAL CITY
CONFIDENTIAL SALARY SCHEDULE
EFFECTIVE DATE JANUARY 2024
3% Increase + Equity Adjustment
TITLE STEP A STEP B STEP C STEP D STEP E
Information Technology Analyst
BI-WEEKLY 3,325.53 3,491.82 3,666.40 3,849.72 4,042.21 MONTHLY 7,205.32 7,565.60 7,943.88 8,341.06 8,758.13 ANNUAL 86,463.79 90,787.20 95,326.52 100,092.76 105,097.50 HOURLY 41.57 43.65 45.83 48.12 50.53 Information Technology Technician
BI-WEEKLY 2,724.23 2,860.44 3,003.45 3,153.63 3,311.31 MONTHLY 5,902.49 6,197.61 6,507.48 6,832.87 7,174.51 ANNUAL 70,829.89 74,371.33 78,089.80 81,994.40 86,094.18 HOURLY 34.05 35.76 37.54 39.42 41.39 Executive Assistant IV
BI-WEEKLY 2,607.69 2,738.09 2,874.98 3,018.73 3,169.67 MONTHLY 5,650.00 5,932.52 6,229.12 6,540.59 6,867.61 ANNUAL 67,800.02 71,190.22 74,749.48 78,487.07 82,411.30 HOURLY 32.60 34.23 35.94 37.73 39.62 Executive Assistant III
BI-WEEKLY 2,470.07 2,593.57 2,723.25 2,859.42 3,002.39 MONTHLY 5,351.83 5,619.41 5,900.38 6,195.42 6,505.19 ANNUAL 64,221.93 67,432.89 70,804.58 74,345.03 78,062.25 HOURLY 30.88 32.42 34.04 35.74 37.53 Executive Assistant II
BI-WEEKLY 2,296.83 2,411.67
2,532.25 2,658.87 2,791.81
MONTHLY 4,976.48 5,225.29 5,486.54 5,760.88 6,048.93 ANNUAL 59,717.71 62,703.46 65,838.52 69,130.62 72,587.15 HOURLY 28.71 30.15 31.65 33.24 34.90 Payroll Technician II
BI-WEEKLY 2,218.96 2,329.91 2,446.41 2,568.73 2,697.17 MONTHLY 4,807.75 5,048.14 5,300.55 5,565.58 5,843.87 ANNUAL 57,693.02 60,577.72 63,606.57 66,787.01 70,126.48 HOURLY 27.74 29.12 30.58 32.11 33.71 Confidential Assistant (At-Will)
BI-WEEKLY 2,091.44 2,196.01 2,305.81 2,421.10 2,542.16 MONTHLY 4,531.45 4,758.02 4,995.92 5,245.73 5,508.02 ANNUAL 54,377.37 57,096.28 59,951.07 62,948.73 66,096.27 HOURLY 26.14 27.45 28.82 30.26 31.78 Executive Assistant I
BI-WEEKLY 2,025.31 2,126.57 2,232.90 2,344.55 2,461.78 MONTHLY 4,388.18 4,607.58 4,837.96 5,079.85 5,333.86 ANNUAL 52,658.11 55,290.92 58,055.46 60,958.22 64,006.29 HOURLY 25.32 26.58 27.91 29.31 30.77 Payroll Technician I
BI-WEEKLY
2,017.25 2,118.11 2,224.01 2,335.22 2,451.96 MONTHLY 4,370.71 4,589.23 4,818.69 5,059.64 5,312.59 ANNUAL 52,448.52 55,070.77 57,824.24 60,715.73 63,751.05 HOURLY 25.22 26.48 27.80 29.19 30.65 564 of 629
City of National City
Human Resources Department
MANAGEMENT POSITIONS
February 8, 2022
Asst Director of PW/Engineering 9,029.30$ – 12,634.81$ 108,351.58 $ – 151,617.78 $ Battalion Chief ² 8,379.44$ – 11,427.18$ 100,553.30 $ – 137,126.15 $ Budget Manager 6,084.69$ – 10,109.50$ 73,016.28 $ – 121,313.96$ Building Official 7,563.42$ – 11,247.35$ 90,761.01 $ – 134,968.19$ Community Development Manager 7,654.06$ – 10,553.29$ 91,848.74 $ – 126,639.46$ Community Development Specialist III 6,180.60$ – 9,289.76 $ 74,167.23 $ – 111,477.18$ Deputy City Attorney 7,432.18$ – 10,900.54$ 89,186.18 $ – 130,806.43$ Deputy City Clerk 5,825.34$ – 8,083.68 $ 69,904.08 $ – 97,004.12 $ Deputy Director of Human Resources 7,705.07$ – 10,623.62$ 92,460.89 $ – 127,483.48$ Equipment Maint Supervisor 5,822.46$ – 8,807.62 $ 69,869.47 $ – 105,691.47$ Facilities Maint Supervisor 4,495.31$ – 7,486.54 $ 53,943.74 $ – 89,838.54 $ Financial Services Officer 7,868.80$ – 10,632.07$ 94,425.57 $ – 127,584.85$ Housing Programs Manager 7,034.48$ – 9,844.24 $ 84,413.76 $ – 118,130.93$ Human Resources Manager 7,705.07$ – 10,623.62$ 92,460.89 $ – 127,483.48$ Information Technology Manager 8,403.18$ – 10,915.79$ 100,838.13 $ – 130,989.45 $ Management Analyst I 4,215.43$ – 6,414.54 $ 50,585.11 $ – 76,974.54 $ Management Analyst II 4,791.05$ – 7,289.93 $ 57,492.54 $ – 87,479.12 $ Management Analyst III 5,361.93$ – 8,165.30 $ 64,343.16 $ – 97,983.58 $ Neighborhood Council Coordinator 5,308.33$ – 8,083.68 $ 63,699.98 $ – 97,004.12 $ Neighborhood Services Manager 4,423.40$ – 9,008.57 $ 53,080.80 $ – 108,102.88$ Nutrition Program Manager 4,856.78$ – 8,783.56 $ 58,281.33 $ – 105,402.77$ Park Superintendent 6,275.79$ – 8,940.04 $ 75,309.43 $ – 107,280.46$ PIO/Mgmt Analyst III 5,477.37$ – 8,341.10 $ 65,728.48 $ – 100,093.19$
SALARY BAND SALARY BANDPOSITION TITLE
(MONTHLY) (ANNUAL)
Compensation Plan (Mgmt Positions)
Revised 02/01/2022
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City of National City
Human Resources Department
MANAGEMENT POSITIONS
February 8, 2022
Police Captain ¹ 11,249.69$ – 14,510.98 $ 134,996.29 $ – 174,131.77 $ Police Support Services Manager 7,657.69$ – 8,473.73 $ 91,892.23 $ – 101,684.81$ Principal Civil Engineer 9,002.21$ – 11,206.25$ 108,026.47 $ – 134,474.96 $ Principal Librarian 6,938.63$ – 8,885.48 $ 83,263.54 $ – 106,625.78$ Principal Planner 7,302.87$ – 9,594.95 $ 87,634.45 $ – 115,139.34$ Project Officer 5,979.68$ – 9,164.31 $ 71,756.15 $ – 109,971.74$ Purchasing Agent 5,533.05$ – 9,620.09 $ 66,396.56 $ – 115,441.04$ Recreation Superintendent 6,125.72$ – 8,783.56 $ 73,508.69 $ – 105,402.77$ Risk Manager 5,700.06$ – 10,484.24$ 68,400.75 $ – 125,810.90$ Senior Accountant 6,323.20$ – 7,868.80 $ 75,878.36 $ – 94,425.57 $ Special Assistant to the Mayor 4,560.72$ – 7,217.06 $ 54,728.69 $ – 86,604.67 $ Street Maintenance Supervisor 5,288.66$ – 7,486.54 $ 63,463.90 $ – 89,838.54 $ Street & Wastewater Maint Superintendent 6,184.78$ – 9,124.27 $ 74,217.36 $ – 109,491.28$ Traffic Engineer 8,530.00$ – 11,045.77$ 102,359.96 $ – 132,549.29 $ Wastewater Supervisor 5,650.77$ – 7,562.86 $ 67,809.22 $ – 90,754.37 $
SALARY BAND SALARY BAND
(MONTHLY) (ANNUAL)
¹ Police Captain receives a $750 Uniform Allowance
² Battalion Chief receives a $650 Uniform Allowance
POSITION TITLE
Compensation Plan (Mgmt Positions)
Revised 02/01/2022
566 of 629
City of National City
Human Resources Department
MANAGEMENT POSITIONS
February 2023
Asst Director of PW/Engineering 9,629.75$ – 13,475.03 $ 115,556.96$ – 161,700.36$ Battalion Chief ² 8,909.86$ – 12,150.52 $ 106,918.33$ – 145,806.23$ Budget Manager 6,586.07$ – 10,942.52 $ 79,032.82$ – 131,310.23 $ Building Official 8,071.68$ – 12,003.17 $ 96,860.15$ – 144,038.05 $ Community Development Manager 8,039.06$ – 11,084.12 $ 96,468.73$ – 133,009.43 $ Community Development Specialist III 6,453.17$ – 9,699.44 $ 77,438.00$ – 116,393.32 $ Deputy City Attorney 8,074.32$ – 11,842.34 $ 96,891.87$ – 142,108.10 $ Deputy City Clerk 6,000.10$ – 8,326.19 $ 72,001.20$ – 99,914.25 $ Deputy Director of Human Resources 8,146.57$ – 11,232.36 $ 97,758.89$ – 134,788.29 $ Equipment Maint Supervisor 5,997.13$ – 9,071.85 $ 71,965.56$ – 108,862.22 $ Facilities Maint Supervisor 4,630.17$ – 7,711.14 $ 55,562.05$ – 92,533.69 $ Financial Services Officer 8,267.75$ – 11,321.03 $ 99,212.94$ – 135,852.35 $ Housing Programs Manager 7,414.34$ – 10,375.83 $ 88,972.11$ – 124,510.00 $ Human Resources Manager 8,146.57$ – 11,232.36 $ 97,758.89$ – 134,788.29 $ Information Technology Manager 8,961.99$ – 11,641.69 $ 107,543.87$ – 139,700.25$ Management Analyst I 4,385.73$ – 6,673.69 $ 52,628.75$ – 80,084.31 $ Management Analyst II 4,984.60$ – 7,584.44 $ 59,815.24$ – 91,013.28 $ Management Analyst III 5,578.55$ – 8,495.18 $ 66,942.63$ – 101,942.12 $ Neighborhood Council Coordinator 5,467.58$ – 8,326.19 $ 65,610.98$ – 99,914.25 $ Neighborhood Services Manager 4,660.05$ – 9,490.53 $ 55,920.62$ – 113,886.38 $ Nutrition Program Manager 5,070.96$ – 9,170.92 $ 60,851.53$ – 110,051.03 $ Park Superintendent 6,669.28$ – 9,500.58 $ 80,031.33$ – 114,006.94 $ PIO/Mgmt Analyst III 5,821.35$ – 8,864.92 $ 69,856.23$ – 106,379.04 $
POSITION TITLE SALARY BAND SALARY BAND
(MONTHLY) (ANNUAL)
Compensation Plan (Mgmt Positions)
Revised 02/01/2022
567 of 629
City of National City
Human Resources Department
MANAGEMENT POSITIONS
February 2023
Police Captain ¹ 11,897.67$ – 15,346.81 $ 142,772.08$ – 184,161.76$ Police Support Services Manager 8,268.00$ – 9,149.09 $ 99,216.04$ – 109,789.09 $ Principal Civil Engineer 9,572.05$ – 11,915.60 $ 114,864.55$ – 142,987.22$ Principal Librarian 7,164.83$ – 9,175.15 $ 85,977.93$ – 110,101.78 $ Principal Planner 7,875.42$ – 10,347.19 $ 94,504.99$ – 124,166.27 $ Project Officer 6,159.07$ – 9,439.24 $ 73,908.84$ – 113,270.89 $ Purchasing Agent 5,699.04$ – 9,908.69 $ 68,388.46$ – 118,904.27 $ Recreation Superintendent 6,395.87$ – 9,170.92 $ 76,750.42$ – 110,051.03 $ Risk Manager 5,987.35$ – 11,012.65 $ 71,848.15$ – 132,151.77 $ Senior Accountant 6,643.78$ – 8,267.75 $ 79,725.39$ – 99,212.94 $ Special Assistant to the Mayor 4,697.55$ – 7,433.57 $ 56,370.55$ – 89,202.81 $ Street Maintenance Supervisor 5,447.32$ – 7,711.14 $ 65,367.82$ – 92,533.69 $ Street & Wastewater Maint Superintendent 6,708.01$ – 9,896.19 $ 80,496.14$ – 118,754.24 $ Traffic Engineer 9,205.57$ – 11,920.60 $ 110,466.87$ – 143,047.19$ Wastewater Supervisor 5,879.62$ – 7,869.16 $ 70,555.49$ – 94,429.92 $ ¹ Police Captain receives a $750 Uniform Allowance
² Battalion Chief receives a $650 Uniform Allowance
POSITION TITLE SALARY BAND SALARY BAND
(MONTHLY) (ANNUAL)
Compensation Plan (Mgmt Positions)
Revised 02/01/2022
568 of 629
City of National City
Human Resources Department
MANAGEMENT POSITIONS
February 2024
Asst Director of PW/Engineering 10,270.12$ – 14,371.12 $ 123,241.50$ – 172,453.43$ Battalion Chief ² 9,473.85$ – 12,919.65 $ 113,686.26$ – 155,035.76$ Budget Manager 7,128.76$ – 11,844.18 $ 85,545.13$ – 142,130.20 $ Building Official 8,614.10$ – 12,809.78 $ 103,369.15$ – 153,717.41$ Community Development Manager 8,443.43$ – 11,641.65 $ 101,321.10$ – 139,699.80$ Community Development Specialist III 6,737.75$ – 10,127.19 $ 80,853.02$ – 121,526.27 $ Deputy City Attorney 8,771.94$ – 12,865.52 $ 105,263.33$ – 154,386.24$ Deputy City Clerk 6,180.10$ – 8,575.97 $ 74,161.24$ – 102,911.67 $ Deputy Director of Human Resources 8,613.37$ – 11,875.97 $ 103,360.48$ – 142,511.65$ Equipment Maint Supervisor 6,177.04$ – 9,344.01 $ 74,124.52$ – 112,128.08 $ Facilities Maint Supervisor 4,769.08$ – 7,942.48 $ 57,228.91$ – 95,309.70 $ Financial Services Officer 8,686.92$ – 12,054.63 $ 104,243.04$ – 144,655.58$ Housing Programs Manager 7,814.72$ – 10,936.13 $ 93,776.60$ – 131,233.54 $ Human Resources Manager 8,613.37$ – 11,875.97 $ 103,360.48$ – 142,511.65$ Information Technology Manager 9,557.96$ – 12,415.86 $ 114,695.53$ – 148,990.31$ Management Analyst I 4,562.91$ – 6,943.31 $ 54,754.95$ – 83,319.71 $ Management Analyst II 5,185.98$ – 7,890.85 $ 62,231.78$ – 94,690.21 $ Management Analyst III 5,803.93$ – 8,838.38 $ 69,647.11$ – 106,060.58 $ Neighborhood Council Coordinator 5,631.61$ – 8,575.97 $ 67,579.31$ – 102,911.67 $ Neighborhood Services Manager 4,909.36$ – 9,998.28 $ 58,912.38$ – 119,979.31 $ Nutrition Program Manager 5,294.59$ – 9,575.36 $ 63,535.09$ – 114,904.28 $ Park Superintendent 7,087.44$ – 10,096.26 $ 85,049.29$ – 121,155.18 $ PIO/Mgmt Analyst III 6,186.93$ – 9,421.64 $ 74,243.20$ – 113,059.64 $
POSITION TITLE SALARY BAND SALARY BAND
(MONTHLY) (ANNUAL)
Compensation Plan (Mgmt Positions)
Revised 2/01/2022
569 of 629
City of National City
Human Resources Department
MANAGEMENT POSITIONS
February 2024
Police Captain ¹ 12,582.98$ – 16,230.79 $ 150,995.75$ – 194,769.47$ Police Support Services Manager 8,926.96$ – 9,878.27 $ 107,123.56$ – 118,539.28$ Principal Civil Engineer 10,177.96$ – 12,669.86 $ 122,135.48$ – 152,038.31$ Principal Librarian 7,398.40$ – 9,474.26 $ 88,780.81$ – 113,691.10 $ Principal Planner 8,492.85$ – 11,158.41 $ 101,914.18$ – 133,900.90$ Project Officer 6,343.84$ – 9,722.42 $ 76,126.10$ – 116,669.02 $ Purchasing Agent 5,870.01$ – 10,205.95 $ 70,440.11$ – 122,471.40 $ Recreation Superintendent 6,677.93$ – 9,575.36 $ 80,135.12$ – 114,904.28 $ Risk Manager 6,289.11$ – 11,567.69 $ 75,469.30$ – 138,812.22 $ Senior Accountant 6,980.62$ – 8,686.92 $ 83,767.47$ – 104,243.04 $ Special Assistant to the Mayor 4,838.47$ – 7,656.57 $ 58,061.67$ – 91,878.89 $ Street Maintenance Supervisor 5,610.74$ – 7,942.48 $ 67,328.85$ – 95,309.70 $ Street & Wastewater Maint Superintendent 7,275.51$ – 10,733.40 $ 87,306.12$ – 128,800.85 $ Traffic Engineer 9,934.65$ – 12,864.71 $ 119,215.85$ – 154,376.53$ Wastewater Supervisor 6,117.75$ – 8,187.86 $ 73,412.99$ – 98,254.33 $ ¹ Police Captain receives a $750 Uniform Allowance
² Battalion Chief receives a $650 Uniform Allowance
POSITION TITLE SALARY BAND SALARY BAND
(MONTHLY) (ANNUAL)
Compensation Plan (Mgmt Positions)
Revised 2/01/2022
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City of National City
Human Resources Department
EXECUTIVE POSITIONS
February 8, 2022
City Manager
City Attorney
Assistant City Manager ¹ $ 8,718.91 – 17,129.29$ $ 104,626.89 – $ 205,551.50 Assistant Police Chief $ 12,235.92 – 16,144.50$ $ 146,831.00 – $ 193,734.00 City Librarian $ 9,914.63 – 12,999.90$ $ 118,975.50 – $ 155,998.77 Community Development Executive Director ¹ $ 9,875.70 – 14,986.79$ $ 118,508.40 – $ 179,841.50 Community Services Director $ 9,064.80 – 12,110.47$ $ 108,777.60 – $ 145,325.65 Deputy City Manager $ 8,696.04 – 16,241.25$ $ 104,352.53 – $ 194,895.00 Director of Administrative Services $ 10,863.00 – 14,217.11$ $ 130,356.00 – $ 170,605.37 Director of Building & Safety $ 9,875.70 – 11,775.66$ $ 118,508.40 – $ 141,307.97 Director of Community Development $ 9,875.70 – 13,902.28$ $ 118,508.40 – $ 166,827.30 Director of Emergency Services ² $ 11,102.00 – 14,710.76$ $ 133,224.00 – $ 176,529.13 Director of Finance $ 10,863.00 – 13,558.10$ $ 130,356.00 – $ 162,697.19 Director of Housing & Economic Development $ 9,727.20 – 12,399.87$ $ 116,726.40 – $ 148,798.41 Director of Neighborhood Services $ 9,875.70 – 12,589.17$ $ 118,508.40 – $ 151,070.03 Director of Planning $ 9,882.80 – 13,480.28$ $ 118,593.58 – $ 161,763.35 Director of Public Works $ 10,966.00 – 13,893.41$ $ 131,592.00 – $ 166,720.88 Director of Public Works/City Engineer $ 10,966.00 – 13,893.41$ $ 131,592.00 – $ 166,720.88 Fire Chief $ 11,102.00 – 14,710.76$ $ 133,224.00 – $ 176,529.13 Human Resources Director $ 10,892.00 – 13,616.63$ $ 130,704.00 – $ 163,399.61 Library and Community Services Director $ 9,914.63 – 15,475.74$ $ 118,975.50 $ 185,708.93 Police Chief ³ $ 15,618.17 – 17,758.95$ $ 187,418.01 – $ 213,107.40 Records Management Officer $ 7,565.60 – 9,305.45$ $ 90,787.20 – $ 111,665.40 Senior Assistant City Attorney $ 9,433.80 – 14,229.35$ $ 113,205.60 – $ 170,752.16
POSITION TITLE SALARY BAND SALARY BAND
(MONTHLY) (ANNUAL)
$18,802.51 (Jan-May)
$20,017.00 (May-Dec)
$225,630.08 (Jan-May)
$240,203.96 (May-Dec)
² Director of Emergency Services receives $650 Uniform Allowance annually (per memo dated 08/02/12) ³ Police Chief receives a $750 Uniform Allowance (per employment agreement of 03/13/19) $16,308.33 (Actual Salary)
$16,797.58 (Actual Oct 2022)
$195,700 (Current)
$201,570.96 (Oct 2022)
Effective 05/22/19, Appointment of City Manager (per Resolution 2019-70, Employment Agreement) Effective 08/01/19, Adjusted Salary of City Attorney (per Resolution 2019-120, Employment Agreement) Auto Allowance: $300/month, w/exception of Police & Fire Chief who are assigned a City Vehicle, and City Attorney. The City Manager receives $750/month and Assistant City Manager receives $400/month. ¹ If residing in National City, the Asst City Manager & CDC Executive Director receive a Housing Differential of $15,000 per year (per Resolution 2009-100)
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City of National City
Human Resources Department
EXECUTIVE POSITIONS
February 2023
City Manager
City Attorney
Assistant City Manager ¹ $ 9,310.05 – 18,290.66$ $ 111,720.59 – $ 219,487.90 Assistant Police Chief $ 13,169.52 – 17,376.33$ $ 158,034.20 – $ 208,515.90 City Librarian $ 11,234.26 – 14,730.18$ $ 134,811.14 – $ 176,762.21 Community Development Executive Director ¹ $ 10,836.61 – 16,445.01$ $ 130,039.27 – $ 197,340.08 Community Services Director $ 10,271.32 – 13,722.37$ $ 123,255.90 – $ 164,668.49 Deputy City Manager $ 9,261.29 – 17,296.93$ $ 111,135.45 – $ 207,563.18 Director of Administrative Services $ 11,800.48 – 15,444.05$ $ 141,605.72 – $ 185,328.61 Director of Building & Safety $ 10,836.61 – 12,921.44$ $ 130,039.27 – $ 155,057.23 Director of Community Development $ 10,836.61 – 15,254.97$ $ 130,039.27 – $ 183,059.60 Director of Emergency Services ² $ 12,325.44 – 16,331.89$ $ 147,905.28 – $ 195,982.64 Director of Finance $ 11,800.48 – 14,728.16$ $ 141,605.72 – $ 176,737.96 Director of Housing & Economic Development $ 10,513.16 – 13,401.78$ $ 126,157.89 – $ 160,821.32 Director of Neighborhood Services $ 10,836.61 – 13,814.10$ $ 130,039.27 – $ 165,769.15 Director of Planning $ 10,179.28 – 13,884.69$ $ 122,151.39 – $ 166,616.25 Director of Public Works $ 12,025.32 – 15,235.51$ $ 144,303.79 – $ 182,826.12 Director of Public Works/City Engineer $ 12,025.32 – 15,235.51$ $ 144,303.79 – $ 182,826.12 Fire Chief $ 12,325.44 – 16,331.89$ $ 147,905.28 – $ 195,982.64 Human Resources Director $ 11,863.57 – 14,831.24$ $ 142,362.80 – $ 177,974.85 Library and Community Services Director $ 11,234.26 – 17,535.57$ $ 134,811.14 $ 210,426.78 Police Chief ³ $ 16,809.83 – 19,113.96$ $ 201,718.01 – $ 229,367.49 Records Management Officer $ 8,176.90 – 10,057.33$ $ 98,122.81 – $ 120,687.97 Senior Assistant City Attorney $ 9,888.51 – 14,915.20$ $ 118,662.11 – $ 178,982.41
POSITION TITLE SALARY BAND SALARY BAND
(MONTHLY) (ANNUAL)
$20,017.00 (Jan-May)
$21,309.93 (May-Dec)
$240,203.96 (Jan-May)
$255,719.20 (May-Dec)
$16,797.58 (Actual Salary) $201,571
Effective 05/22/19, Appointment of City Manager (per Resolution 2019-70, Employment Agreement) Effective 08/01/19, Adjusted Salary of City Attorney (per Resolution 2019-120, Employment Agreement) Auto Allowance: $300/month, w/exception of Police & Fire Chief who are assigned a City Vehicle, and City Attorney. The City Manager receives $750/month and Assistant City Manager receives $400/month. ¹ If residing in National City, the Asst City Manager & CDC Executive Director receive a Housing Differential of $15,000 per year (per Resolution 2009-100)
² Director of Emergency Services receives $650 Uniform Allowance annually (per memo dated 08/02/12) ³ Police Chief receives a $750 Uniform Allowance (per employment agreement of 03/13/19) 572 of 629
City of National City
Human Resources Department
EXECUTIVE POSITIONS
February 2024
City Manager
City Attorney
Assistant City Manager ¹ $ 9,941.27 – 19,530.76$ $ 119,295.25 – $ 234,369.18 Assistant Police Chief $ 14,174.35 – 18,702.14 $ $ 170,092.21 – $ 224,425.67 City Librarian $ 12,729.54 – 16,690.77 $ $ 152,754.50 – $ 200,289.26 Community Development Executive Director ¹ $ 11,891.01 – 18,045.11$ $ 142,692.09 – $ 216,541.27 Community Services Director $ 11,638.44 – 15,548.82 $ $ 139,661.26 – $ 186,585.87 Deputy City Manager $ 9,863.27 – 18,421.23 $ $ 118,359.25 – $ 221,054.78 Director of Administrative Services $ 12,818.86 – 16,776.87 $ $ 153,826.30 – $ 201,322.47 Director of Building & Safety $ 11,891.01 – 14,178.69 $ $ 142,692.09 – $ 170,144.30 Director of Community Development $ 11,891.01 – 16,739.27 $ $ 142,692.09 – $ 200,871.30 Director of Emergency Services ² $ 13,683.70 – 18,131.66$ $ 164,204.45 – $ 217,579.92 Director of Finance $ 12,818.86 – 15,999.20 $ $ 153,826.30 – $ 191,990.45 Director of Housing & Economic Development $ 11,362.62 – 14,484.64$ $ 136,351.45 – $ 173,815.68 Director of Neighborhood Services $ 11,891.01 – 15,158.21$ $ 142,692.09 – $ 181,898.48 Director of Planning $ 10,484.66 – 14,301.23$ $ 125,815.93 – $ 171,614.74 Director of Public Works $ 13,186.96 – 16,707.26$ $ 158,243.53 – $ 200,487.12 Director of Public Works/City Engineer $ 13,186.96 – 16,707.26$ $ 158,243.53 – $ 200,487.12 Fire Chief $ 13,683.70 – 18,131.66$ $ 164,204.45 – $ 217,579.92 Human Resources Director $ 12,921.80 – 16,154.18$ $ 155,061.56 – $ 193,850.21 Library and Community Services Director $ 12,729.54 – 19,869.55$ $ 152,754.50 $ 238,434.59 Police Chief ³ $ 18,092.42 – 20,572.35$ $ 217,109.09 – $ 246,868.23 Records Management Officer $ 8,837.59 – 10,869.96 $ $ 106,051.13 – $ 130,439.55 Senior Assistant City Attorney $ 10,365.14 – 15,634.11 $ $ 124,381.62 – $ 187,609.36 ¹ If residing in National City, the Asst City Manager & CDC Executive Director receive a Housing Differential of $15,000 per year (per Resolution 2009-100)
² Director of Emergency Services receives $650 Uniform Allowance annually (per memo dated 08/02/12) ³ Police Chief receives a $750 Uniform Allowance (per employment agreement of 03/13/19) Effective 05/22/19, Appointment of City Manager (per Resolution 2019-70, Employment Agreement) Effective 08/01/19, Adjusted Salary of City Attorney (per Resolution 2019-120, Employment Agreement) Auto Allowance: $300/month, w/exception of Police & Fire Chief who are assigned a City Vehicle, and City Attorney. The City Manager receives $750/month and Assistant City Manager receives $400/month. $21,310.26 $255,723.12
$16,797.58 $201,570.96
POSITION TITLE SALARY BAND SALARY BAND
(MONTHLY) (ANNUAL)
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RESOLUTION NO. 2022 -
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NATIONAL CITY,
CALIFORNIA APPROVING SALARY AND BENEFIT CHANGES FOR THE
CONFIDENTIAL, MANAGEMENT, AND EXECUTIVE EMPLOYEE GROUPS, EFFECTIVE FEBRUARY 8, 2022, AND AUTHORIZING A FISCAL YEAR 2021-2022 BUDGET APPROPRIATION OF $159,750 TO FUND SAID SALARY AND BENEFIT
INCREASES
WHEREAS, the City of National City (“City”) has three formal union -represented employee associations, Police Officers’ Association, Firefighters’ Association, and Municipal Employees’ Association (“MEA”), and three informal employee groups who are not represented or subject to the terms of collective labor bargaining, Confidential, Management, and Executives; and
WHEREAS, o ver the past few years, the City has work ed with the union - represented employee associations to align all three labor agreements to the same term; and
WHEREAS, the last set of labor agreements ended on December 31, 2021 and the City negotiating team has concluded negotiations with two of the thr ee groups for a new three-year term of January 1, 2022 – December 31, 2024; and
WHEREAS, the Confidential, Management, and Executive employees’ salary and benefits should be revisited when significant changes are made to the salary and benefits of the formally represented employees; and
WHEREAS, the proposed salary and benefit adjustments for Confidential, Management, and Executive employees define wage increases through January 2024 ; however, as unrepresented employees, City Council maintains the righ t to adjust the compensation package at any time during this period; and
WHEREAS, the salary schedule reflects the wages of Confidential, Management, and Executive employees over the next three years, which combine the annual 3% increase with any position specific equity increase, pending satisfactory performance evaluations for Management and Executives; and
WHEREAS, City staff recommends adoption of the Resolution approving the amended compensation plan for the Confidential, Management, & Executive empl oyee groups and authorizing budget appropriations to pay for salary and benefit increases in Fiscal Year 2021-2022.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF NATIONAL CITY,
CALIFORNIA, DOES RESOLVE, DECLARE, DETERMINE, AND ORDER AS FOLLOWS:
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Resolution No. 2022 –
Page Two
Section 1: Hereby approves the salary and benefit changes for the Confidential, Management, and Executive employee groups, effective February 8, 2022.
Section 2: Authorizes a Fiscal Year 2021 -2022 budget appropriation o f $159,750 to fund said salary and benefit increases.
Section 3: The City Clerk shall certify the passage and adoption of this Resolution and enter it into the book of original Resolutions.
PASSED and ADOPTED this 1st day of February, 2022.
Alejandra Sotelo-Solis, Mayor
ATTEST:
Luz Molina, City Clerk
APPROVED AS TO FORM:
Charles E. Bell Jr., City Attorney
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The following page(s) contain the backup material for Agenda Item: Resolution of the City Council of the City of National City, California, authorizing a two-year Employment Agreement between the City of National City and Jose Tellez for the position of Police Chief with an annual base salary of $212,263.67, effective March 14, 2022. (Human Resources) Please scroll down to view the backup material.
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CITY OF NATIONAL CITY, CALIFORNIA
COUNCIL AGENDA STATEMENT
ITEM TITLE:
PREPARED BY: DEPARTMENT:
PHONE:
EXPLANATION:
APPROVED BY:
AGENDA ITEM NO. MEETING DATE:
ENVIRONMENTAL REVIEW:
FINANCIAL STATEMENT: APPROVED: Finance
ORDINANCE: INTRODUCTION:
ACCOUNT NO.
STAFF RECOMMENDATION:
BOARD / COMMISSION RECOMMENDATION:
RECOMMENDATION:
ATTACHMENTS:
________________
February 1, 2022
Resolution of the City Council of the City of National City, California, authorizing a two-year Employment Agreement between the City of National City and Jose Tellez for the position of Police Chief with an annual base salary of $212,263.67, effective March 14, 2022.
Administrative Services
On March 13, 2022 the current Employment Agreement between the City and Jose Tellez for the position of Police Chief will end. Staff is recommending a new two-year Employment Agreement, with similar terms and conditions to the previous contract and salary increases that are calculated using the same methodology as the proposed increases being provided effective February 8, 2022 to MEA, Confidential, Management, and other Executive employees. The new base salary and the salary increase after year 1 were calculated by combining the 3% cost of living adjustment with an equity adjustment. The Police Chief classification was compared to similar classifications in San Diego County public agencies in a compensation study and found to be below median. The equity adjustment aims to provide 70% of what would be needed to bring the classification to median, phased one- third at a time over three years. Since the Police Chief’s Employment Agreement is for two years, it contains the first two years of the equity wage increase. The specific terms of the Employment Agreement are set forth in the attached “Summary Outlining the Salary and Other Compensation of the Police Chief.” The Summary is a requirement of the Brown Act (Government Code Section 54953(c)(3), and must be read aloud into the record at a City Council Meeting.
Molly Brennan
1. Summary Outlining the Salary and Other Compensation of the Police Chief
2. Chief of Police Employment Agreement
3. Resolution
This is not a project, and therefore, is not subject to environmental review.
FINAL ADOPTION:
APPROVED: ________________ MIS
The budget appropriation needed to cover the salary increase was included in the previous agenda item regarding wages and benefits for Confidential, Management, and Executive employees.
Adopt the Resolution authorizing the Employment Agreement for Police Chief.
619-336-4265
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[The Report is to be read aloud at an open meeting of the City Council as an Agenda Item prior to the execution of the employment agreement]
Oral Summary Report Outlining
the Salary and Other Compensation of the Police Chief
Government Code Section 54953(c)(3)
The following is a summary of the salary and other compensation under the Employment Agreement to be received by the Police Chief in accordance with the Executive Benefits package:
Two-year contract
$212,264 annual salary for year 1
Potential for $228,450 annual salary for year 2
10 paid fixed holidays per year
9 days administrative leave per year
Vacation accrued at the rate of 10.00 hours per month for the first 10 years of employment and at the rate of 13.33 hours per month beginning with the 11th year Employee life insurance equivalent to the employee’s annual gross salary, up to a maximum of $150,000
Availability of health, dental, and vision insurance, with up to $1,200 per month of premiums paid by the City
Participation in CalPERS retirement system
Retiree health benefit of $20 per month for each year of service Vehicle available for personal use
If employment is terminated by the City other than for cause, payment of four months’ base salary at the current rate of pay
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_____________________________________________________
EMPLOYMENT AGREEMENT
by and between
CITY OF NATIONAL CITY
and
JOSE TELLEZ
Dated March 14, 2022
___________________________________
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EMPLOYMENT AGREEMENT
TABLE OF CONTENTS
Page
Introduction 1
Section 1 Term 1
Section 2 Duties and Authority 1
Section 3 Compensation 1
Section 4 Health, Disability and Life Insurance Benefits 1 Section 5 Leave 2
Section 6 Monthly Vehicle Allowance 2
Section 7 Retirement 2
Section 8 General Business Expenses 2
Section 9 Termination 3
Section 10 Resignation 3
Section 11 Performance Evaluation 3
Section 12 Outside Activities 4
Section 13 Indemnification 4
Section 14 Bonding 4
Section 15 Notices 5
Section 16 General Provisions 5
Section 17 Background Investigation & Medical Evaluation 6 580 of 629
Chief of Police
EMPLOYMENT AGREEMENT
This Employment Agreement (“Agreement”) made and entered into this March 14, 2022, by and between the City of National Ci ty, a municipal corporation, (hereinafter called “Employer”) and Jose Tellez (hereinafter called “Employee”) an individual who has the education, training and experience in local government management to perform the functions and duties contemplated by this Agreement.
Section 1 Term
This Agreement shall remain in full force in effect for a period of two (2) years from March 14, 2022, through March 1 3, 202 4, unless sooner terminated by the Employer or Employee as provided in Sections 9, 10 or 11 of this Agreement.
Section 2 Duties and Authority
Employer agrees to employ Jose Tellez as Chief of Police of the City of National City, on an “at- will” basis, to perform the functions and duties specified in the National City Municipal Code and any other applicab le law, and to perform other legally permissible and proper duties and functions, commencing March 14, 2022. The Employee shall perform such functions and duties under the supervision of the City Manager, or her designee who is the Appointing Authority, and who shall act for the Employer, for purposes of this Agreement.
Section 3 Compensation
A. Base Salary: The Employer agrees to pay the Employee an annual base salary of two hundred twelve thousand, two hundred sixty -four ($212,264), payable in instal lments at the same time that the other executive employees of the Employer are paid. This salary includes the 2% bilingual pay. A uniform allowance of $750 per year will be payable in August of each year during the term of this Agreement.
B. Employer agrees to pay Employee a 7.63% annual increase after year 1, for a new base salary of two hundred twenty -eight thousand, four hundred fifty ($228,450), if the Employee receives an annual performance evaluation rating of satisfactory or above, conducted under the provisions of Section 12 of this Agreement.
C. This Agreement shall be automatically amended to reflect any salary adjustments that are provided or required by the Employer’s compensation policies.
Section 4 Health, Disability and Life Insurance Benefits
A. The Employer agrees to provide Employee a cafeteria health benefit of $1,200 per month.
B. The Employer agrees to put into force and to make required premium payments for short term and long term disability coverage for the Employee. 581 of 629
Chief of Police
C. The Employer shall pay the amount of premium due for term life insurance in the amount of the Employee’s annual salary, not to exceed $150,000. The Employee shall name the beneficiary of the life insurance policy.
Section 5 Leave
A. The Employee shall accrue sick and vacation leave and other paid leave on an annual basis at the rate provided to Executive Employees.
B. The Employee is entitled to accrue all unused vacation, without limit, and in the event the Employee’s employment is terminated, either voluntarily or involuntarily, the Employee shall be compensated for all unused vacation in accordance with the Employer’s customary practice for Executive Employees.
C. The Employee shall be entitled to military reserve time pursuant to state law and City policy.
Section 6 Monthly Vehicle Allowance
Employer will provide Employee with an unmarked vehicle equipped with a police radio and Employer will oversee vehicle maintenance, fuel, and automobile insurance. Employee’s duties as Chief of Police (law enforcement officer) require that Emp loyee shall have the exclusive use at all times during employment with the City of a vehicle to carry out City business.
Section 7 Retirement
The Employer agrees to enroll the Employee into the Public Employees’ Retirement System and to make the appropri ate contributions on the Employee’s behalf, for the Employer share required. Employee shall pay the entire employee share and any changed rate during the term of this Agreement. Employee shall pay an additional 1% of the required Employer’s normal cost share, in line with the retirement costs paid by other CalPERS classic plan member Executive employees.
Section 8 General Business Expenses
A. Subject to prior City Manager approval, and sufficient budgetary resources, Employer agrees to pay for profession al dues and subscriptions of the Employee described in this Section. Professional dues and subscriptions eligible for payment are those necessary for continuation and full participation in national, regional, state, and local associations, and organizations necessary and desirable for the Employee’s continued professional participation, growth, and advancement, and for the good of the Employer.
B. Subject to prior City Manager approval, and sufficient budgetary resources, Employer agrees to pay for travel a nd subsistence expenses of Employee for professional and official travel, meetings, and occasions to adequately continue the professional development of Employee and to pursue necessary official functions for Employer, including but not limited to the Poli ce Officer’s Research Association Conference (PORAC) , FBI National Conference (FBINAA), and such other national, regional, state, and local governmental groups and committees in which Employee serves as a member.
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Chief of Police
C. Subject to prior City Manager approval, and sufficient budgetary resources, Employer also agrees to pay for travel and subsistence expenses of Employee for short courses, institutes, and seminars that are necessary for the Employee’s professional development and for the good of the Employer.
D. Employer recognizes that certain expenses of a non -personal, job-related nature are incurred by Employee, and agrees to reimburse or to pay said general expenses. The Finance Director is authorized to disburse such moneys upon receipt of duly executed expense or petty cash vouchers, receipts, statements or personal affidavits.
E. The Employer shall provide Employee with a computer, software, fax/modem, cell phone and pager required for the Employee to perform the job and to maintain communication.
Section 9 Termination
For the purpose of this Agreement, termination of the Employee’s services and this Agreement shall occur when:
A. Employee elects to terminate his employment and this Agreement.
B. Employer’s City Manager, in the exercise of her/his sole discretion, det ermines with or without cause, to terminate Employee’s employment and this Agreement.
Section 10 Severance
A. The Employee is an at-will employee, serving at the pleasure of the Employer ’s City Manager. This Agreement, and the Employee’s employment with the Employer, may be terminated with or without cause by the Employer ’s City Manager . If the Employee is terminated for cause, or voluntarily resigns his position with the Employer, then the Employee shall not be entitled to the payment of Severance by the Employer.
B. In the event the Employee is terminated by the Employer other than for cause, and during such time that Employee is willing and able to per form his duties under this Agreement, then Employer agrees to pay Severance equal to four (4) months base salary at the current rate of pay. This Severance shall be paid in one lump sum unless otherwise agreed to by the Employer and the Employee. This Severance shall not include any payments described under Section 6 and 8 for this Agreement.
C. In the event of Severance, the Employee shall also be compensated for all accrued sick and vacation leave in a manner consistent with the Executive Compensation Plan.
D. If the Employee is terminated because of a conviction of a felony, then the Employer is not obligated to pay Severance under this section.
E. In the event Employee is convicted of a felony involving an abuse of Employee’s office or position, then any Severance paid under this section shall be reimbursed to Employer, as required and set forth in Government Code section 53243.2 , as amended.
Section 11 Resignation
In the event that the Employee voluntarily resigns her position with the Employer, the Employee shall provide a minimum of 30 days notice unless the parties agree otherwise. 583 of 629
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Section 12 Performance Evaluation
The Appointing Authority, acting for the Employer, may annually review the performance of the Employee in the Employee’s anniversary month subject to a process, form, criteria, and format for the evaluation which shall be mutually agreed upon by t he Employer and Employee. The process at a minimum may include the opportunity for both parties to: (1) prepare a written evaluation, (2) meet and discuss the evaluation, and (3) present a written summary of the evaluation results. The final written eval uation should be completed and delivered to the Employee within 30 days of the evaluation meeting.
Section 13 Outside Activities
The employment provided for by t his Agreement shall be the Employee’s sole employment.
However, certain outside consulting o r teaching opportunities provide indirect benefits to the Employer and the community. Accordingly, the Employee may, subject to the City Manager’s approval, accept limited teaching, consulting or other business opportunities, and to pursue further educatio n. If Employee pursues outside employment pursuant to this section, such arrangements shall not constitute interference with , nor a conflict of interest with , his or her responsibilities under this Agreement.
Section 14 Indemnification
Consistent with Federal, State or Local ordinance, Employer shall defend, save harmless and indemnify Employee against any tort, professional liability claim or demand or other legal action, whether groundless or otherwise, arising out of an alleged act or omission occurrin g in the course and scope of the performance of Employee’s duties as Chief of Police, or resulting from the exercise of judgment or discretion in connection with the course and scope of performance of program duties or responsibilities. However, if the Employee’s act or omission involved willful or wanton conduct occurring outside the course and scope of the performance of Employee’s duties as Chief of Police, Employer will consider providing a defense to Employee pursuant to Government Code Section 995 et. seq. In such cases not involving willful or wanton conduct , the Employee may request and the Employer shall not unreasonably refuse to provide independent legal representation at the Employer’s expense and the Employer may not unreasonably withhold approval. Legal representation provided by Employer for Employee shall extend until a final determination of the legal action , including any appeals brought by either party. The Employer shall indemnify Employee against any and all losses, damages, judgments, interest, settlements, fines, court costs and other reasonable costs and expenses of legal proceedings including attorney’s fees, and any other liabilities incurred by, imposed upon, or suffered by such Employee in connection with or resulting from any cla im, action, suit, or proceeding, actual or threatened, arising out of or in connection with the performance of the Employee in the course and scope of her duties. Any settlement of any claim must be made with prior approval of the Employer in order for indemnification, as provided in this Section, to be available.
Employee recognizes the Employer shall have the right to compromi se and settle any claim or suit. Further, Employer agrees to pay all reasonable litigation expenses of Employee throughout the pe ndency of any litigation to which the Employee is a party, witness or advisor to the Employer. Such expense payments shall continue b eyond Employee’s service to the Employer as long as litigation is pending. Further, Employer agrees to pay Employee reaso nable 584 of 629
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consulting fees and travel expenses when Employee serves as a witness, advisor or consultant to Employer regarding pending litigation.
Section 15 Bonding
Employer shall bear the full cost of any fidelity or other bonds required of the Employee unde r any law or ordinance.
Section 16 Notices
Notice pursuant to t his Agreement shall be given by depositing in the custody of the United States Postal Service, postage prepaid, addressed as follows:
(1) EMPLOYER: City Manager
City of National City
1243 National City Boulevard
National City, CA 91950-4301.
(2) EMPLOYEE: At the address of the Employee’s principal residence.
Alternatively, notice required pursuant to t his Agreement may be personally served in the same manner as is applicable to civil judicial practice. Notice shall be deemed given as of the date of personal service or as the date of deposit of such written notice in the course of transmission in the United States Postal Service.
Section 17 General Provisions
A. Integration. This Agreement sets forth and establishes the entire understanding between the Employer and the Employee relating to the employment of the Employee by the Employer. Any prior discussions or representations by or between the parties are merged into and rendered null and voi d by t his Agreement. The parties by mutual written agreement may amend any provision of this Agreement during the life of the Agreement. Such amendments shall be incorporated and made a part of this Agreement.
B. Binding Effect. This Agreement shall be bin ding on the Employer and the Employee as well as their heirs, assigns, executors, personal representatives and successors in interest.
C. Effective Date. This Agreement shall become effective on March 14, 2022.
D. Severability. The invalidity or partial invali dity of any portion of this Agreement will not effect the validity of any other provision. In the event that any provision of this Agreement is held to be invalid, the remaining provisions shall be deemed to be in full force and effect as if they have bee n executed by both parties subsequent to the expungement or judicial modification of the invalid provision.
E. Applicable Law. This Agreement shall be governed by and construed in accordance with the laws of the State of California. The venue for any legal action arising under this Agreement shall be in either state or federal court in the County of San Diego, State of California.
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Chief of Police
F. Construction. The parties acknowledge and agree that (1) each party is of equal bargaining strength, (2) each party has actively p articipated in the drafting, preparation and negotiation of this Agreement, (3) each such party has consulted with or has had the opportunity to consult with its own, independent counsel and such other professional advisors as such party has deemed appropriate, relative to any and all matters contemplated under this Agreement, (4) each party and such party’s counsel and advisors have reviewed this Agreement, (5) each party has agreed to enter into this Agreement following such review and the rendering of such advice, and (6) any rule or construction to the effect that ambiguities are to be resolved against the drafting party shall not apply in the interpretation of this Agreement, or any portions hereof, or any amendments hereto.
IN WITNESS WHEREOF, the pa rties hereto have executed this Agreement on the date and year first above written.
CITY OF NATIONAL CITY
By:________________________________
_______
Brad Raulston, City Manager
________________________________
________________________________
Jose Tellez, Chief of Police
APPROVED AS TO FORM:
________________________________
Charles E. Bell, Jr.
City Attorney
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RESOLUTION NO. 2022 -
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NATIONAL CITY,
AUTHORIZING A TWO-YEAR EMPLOYMENT AGREEMENT BETWEEN THE CITY OF
NATIONAL CITY AND JOSE TELLEZ FOR THE POSITION OF POLICE CHIEF WITH AN ANNUAL BASE SALARY OF $212,263.67, EFFECTIVE MARCH 14, 2022
WHEREAS, on March 13, 2022 the current Employment Agreement between the City and Jose Tellez for the position of Police Chief will end; and
WHEREAS, City staff is recommending a new two-year Employment Agreement, with similar terms and conditions to the previous contract and salary increases that are calculated using the same methodology as the proposed increases being provided effective February 8, 2022 to MEA, Confidential, Management, and other Executive employees.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF NATIONAL CITY,
CALIFORNIA, DOES RESOLVE, DECLARE, DETERMINE, AND ORDER AS FOLLOWS:
SECTION 1: Jose Tellez is hereby reappointed to the position of Police Chief for the City of National City effective March 14, 2022 through March 14, 2024.
SECTION 2: In consideration of Mr. Tellez ’s acceptance of the reappointment made hereinabove, the City Council hereby approves the following employment terms and conditions:
A. Commencement of Employment
March 14, 2022 is hereby designated as the date of re-commencement of Mr. Tellez’s duties to serve as Police Chief.
B. Salary / Compensation
The annual base salary to be paid to Mr. Tellez for his services as Police Chief shall be $212,263.67 year 1 and $228,450 for year 2. A uniform allowance of $750.00 per year will be payable in August of each year during the term of this Agreement.
C. Benefits
In addition to base salary, Mr. Tellez shall receive such other benefits as are provided to City Council -appointed officers of the City, including holidays, vacation leave, executive leave, sick leave, and insurance and retirement benefits.
SECTION 3. The Mayor is hereby authorized to execute an Employment Agreement between the City of National City and Jose Tellez with an initial term of two years from March 14, 2022 through March 14, 2024. Said Agreement is on file in the office of the City Clerk.
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Resolution No. 2022 –
Page Two
Section 4: That the City Clerk shall certify the passage and adoption of this Resolution and enter it into the book of original Resolutions.
PASSED and ADOPTED this 1st day of February, 2022.
Alejandra Sotelo-Solis, Mayor
ATTEST:
Luz Molina, City Clerk
APPROVED AS TO FORM:
Charles E. Bell Jr., City Attorney
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The following page(s) contain the backup material for Agenda Item: Resolution of the City Council of the City of National City, California, authorizing a two-year Employment Agreement between the City of National City and Bradford Raulston for the position of City Manager with an annual base salary of $240,203.96, effective May 22, 2022. (Human Resources)
Please scroll down to view the backup material.
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CITY OF NATIONAL CITY, CALIFORNIA
COUNCIL AGENDA STATEMENT
ITEM TITLE:
PREPARED BY: DEPARTMENT:
PHONE:
EXPLANATION:
APPROVED BY:
AGENDA ITEM NO. MEETING DATE:
ENVIRONMENTAL REVIEW:
FINANCIAL STATEMENT: APPROVED: Finance
ORDINANCE: INTRODUCTION:
ACCOUNT NO.
STAFF RECOMMENDATION:
BOARD / COMMISSION RECOMMENDATION:
RECOMMENDATION:
ATTACHMENTS:
________________
February 1, 2022
Resolution of the City Council of the City of National City, California, authorizing a two-year Employment Agreement between the City of National City and Bradford Raulston for the position of City Manager with an annual base salary of $240,203.96, effective May 22, 2022.
Administrative Services
On May 21, 2022 the current Employment Agreement between the City and Bradford Raulston for the position of City Manager will end. Staff is recommending a new two-year Employment Agreement, with similar terms and conditions to the previous contract and salary increases that are calculated using the same methodology as the proposed increases being provided effective February 8, 2022 to MEA, Confidential, Management, and other Executive employees. The new base salary and the salary increase after year 1 were calculated by combining the 3% cost of living adjustment with an equity adjustment. The City Manager classification was compared to similar classifications in San Diego County public agencies in a compensation study and found to be below median. The equity adjustment aims to provide 70% of what would be needed to bring the classification to median, phased one- third at a time over three years. Since the City Manager’s Employment Agreement is for two years, it contains the first two years of the equity wage increase. The specific terms of the Employment Agreement are set forth in the attached “Summary Outlining the Salary and Other Compensation of the City Manager.” The Summary is a requirement of the Brown Act (Government Code Section 54953(c)(3), and must be read aloud into the record at a City Council Meeting.
Molly Brennan
1. Summary Outlining the Salary and Other Compensation of the City Manager
2. City Manager Employment Agreement
3. Resolution
This is not a project, and therefore, is not subject to environmental review.
FINAL ADOPTION:
APPROVED: ________________ MIS
The budget appropriation needed to cover the salary increase was included in the previous agenda item regarding wages and benefits for Confidential, Management, and Executive employees.
Adopt the Resolution authorizing the Employment Agreement for the City Manager
619-336-4265
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[The Report is to be read aloud at an open meeting of the City Council as an Agenda Item prior to the execution of the employment agreement]
Oral Summary Report Outlining
the Salary and Other Compensation of the City Manager
Government Code Section 54953(c)(3)
The following is a summary of the salary and other compensation under the Employment Agreement to be received by the City Manager in accordance with the Executive Benefits package:
Two-year contract
$240,204 annual salary for year 1
Potential for $255,719 annual salary for year 2
10 paid fixed holidays per year
9 days administrative leave per year
Vacation accrued at the rate of 10.00 hours per month for the first 10 years of employment and at the rate of 13.33 hours per month beginning with the 11th year Employee life insurance equivalent to the employee’s annual gross salary, up to a maximum of $150,000
Availability of health, dental, and vision insurance, with up to $1,200 per month of premiums paid by the City
Participation in CalPERS retirement system
Retiree health benefit of $20 per month for each year of service Vehicle allowance of $750 per month
If employment is terminated by the City other than for cause, payment of six months’ base salary at the current rate of pay
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RESOLUTION NO. 2022 -
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NATIONAL CITY,
AUTHORIZING A TWO-YEAR EMPLOYMENT AGREEMENT BETWEEN THE CITY OF
NATIONAL CITY AND BRADFORD RAULSTON FOR THE POSITION OF CITY MANAGER WITH AN ANNUAL BASE SALARY OF $240,203.96, EFFECTIVE MAY 22, 2022
WHEREAS, on May 21, 2022 the current Employment Agreement between the City and Bradford Raulston for the position of City Manager will end; and
WHEREAS, City staff is recommending a new (2) two -year Employment Agreement, with similar terms and conditions to the previous contract and salary increases that are calculated using the same methodology as the proposed increases being provided effective February 8, 2022 to MEA, Confidential, Management, and other Executive employees.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF NATIONAL CITY,
CALIFORNIA, DOES RESOLVE, DECLARE, DETERMINE, AND ORDER AS FOLLOWS:
SECTION 1: Bradford Raulston is hereby reappointed to the position of City Manager for the City of National City effective May 22, 2022 through May 22, 2024.
SECTION 2: In consideration of Mr. Raulston’s acceptance of the reappointments made hereinabove, the City Council hereby approves the following employment terms and conditions:
A. Commencement of Employment
May 22, 2022 is hereby designated as the date of re-commencement of Mr. Raulston’s duties to serve as City Manager.
B. Salary / Compensation
The annual base salary to be paid to Mr. Raulston for his services as City Manager shall be $240,203.96 for year 1 and $255,719 for year 2, annual Deferred Compensation of $7,500 , and $750.00 per month for vehicle allowance payable in accordance with the City’s c ustomary payroll practices.
C. Benefits
In addition to base salary, Mr. Raulston shall receive such other benefits as are provided to City Council -appointed officers of the City, including holidays, vacation leave, executive leave, sick leave, and insurance and retirement benefits.
SECTION 3. The Mayor is hereby authorized to execute an Employment Agreement between the City and Bradford Raulston with an initial term of two years from May 22, 2022 through May 22, 2024 . Said Agreement is on file in the office of the City Clerk.
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Resolution No. 2022 –
Page Two
Section 4: That the City Clerk shall certify the passage and adoption of this Resolution and enter it into the book of original Resolutions.
PASSED and ADOPTED this 1st day of February, 2022.
Alejandra Sotelo-Solis, Mayor
ATTEST:
Luz Molina, City Clerk
APPROVED AS TO FORM:
Charles E. Bell Jr., City Attorney
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The following page(s) contain the backup material for Agenda Item: Resolution of the City Council of the City of National City, California approving City Attorney’s request for authority to participate in the San Diego County Bar Association’s Diversity Fellowship Program. (City Attorney)
Please scroll down to view the backup material.
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CITY OF NATIONAL CITY, CALIFORNIA
COUNCIL AGENDA STATEMENT
ITEM TITLE:
PREPARED BY: DEPARTMENT:
EXPLANATION:
APPROVED BY:
AGENDA ITEM NO. MEETING DATE:
ENVIRONMENTAL REVIEW:
FINANCIAL STATEMENT: APPROVED: Finance
ORDINANCE: INTRODUCTION:
ACCOUNT NO.
STAFF RECOMMENDATION:
BOARD / COMMISSION RECOMMENDATION:
RECOMMENDATION:
ATTACHMENTS:
___________________
________________
2/1/ 2022
Resolution of the City Council of the City of National City , California approving City Attorney’s request for authority to participate in the San Diego County Ba r Association and the Association of Corporate Counsel – San Diego’s (“SDCBA/ACC”) Diversity Fellowship Program.
City Attorney’s Office
The San Diego County Bar Association (“SDCBA”) provides legal professionals with support to help them achieve their professional and personal career goals. SDCBA & the Association of Corporate Counsel – San Diego (“ACC”) have joined together to create the Diversity Fellowship Program.
Created in 2009, th e Program provides an opportunity for diverse, first year and part -time second year law students from ABA accredited law schools to learn and develop skills that are necessary to be successful in a law firm, corporate legal department, and public agency environments.
Additional information about the SDCBA/ACC Diversity Fellowship Program can be found on its website at the following web address: https://www.sdcba.org/?pg=DiversityFellowship.
Charles E. Bell, Jr., City Attorney
A. Presentation
B. SDCBA/ACC Diversity Fellowship Program’s Overview for Employers C. SDCBA/ACC Diversity Fellowship Program’s FAQ for Employers D. SDCBA/ACC Diversity Fellowship Program Employer Agreement E. Resolution
This action does not constitute a project under California Environmental Quality Act (CEQA) Guidelines Section 15378(b)(2).
FINAL ADOPTION:
APPROVED: ________________ MIS
The costs to participate in the program will be $8,250.00 ($250.00 Administration Fee and $8,000 for Compendation to the Diversity Fellow.
001-405-000-299-0000 (Contract Services)
Staff recommends City Council approve the City Attorney’ s request for authority to participate in the SDCBA/ACC’s Diversity Fellowship Program.
Not Applicable
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IFPDIVERSITY FELLOWSHIP PROGRAM
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WHAT IS
DFP?
Program created by the
San Diego County Bar Association
(SDCBA) and the
Association of Corporate Counsel
San Diego Chapter (ACC) to
• Connects diverse students early in
their legal education
• Introduce legal firms, corporate
departments, and public agencies to
talented diverse students
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How are we
different?
Fur Students:
" Una application 110get auteua to multiple employers!
" WE IDer at candidates. holistically
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* Diverse law students
* Full-time1L5 and part-time 2L5
* ABA-accredited law schools
* 3—10 weeks
* Paid fulltime (minimum
SZDIhaur}
* Fellowships for the Summer
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DFP
Timeline
Oct.–Feb.
Employer
Recruitment:
October –
Friday before
interviews
(Feb)
1 Dec.
Applications
open
Early Feb.
Applications
close: 9 AM
on 2nd Tues
in February
Late Feb.
Interviews &
Selection
Last Saturday
in February
Following
Monday
Students
notified of
selection:
Following
Monday
(March)
March
Meet &
Greet with
Employers: 1
week later
late March
Placement
finalized by
mid to late
March
Apr.–Aug.
Various
events for
students
May–Aug.
Fellowships
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2022 Employers
Ames Karanjia, LLP
Atkinson,
Andelson, Loya,
Ruud & Romo, APC
Buchalter Law
Group* Cozen O’Connor Ferris & Britton,
APC
Fisher Phillips Fonss &
Estigarribia, LLP*
Higgs Fletcher &
Mack, LLP
Horton, Oberrecht,
& Kirkpatrick* Hughes & Pizzuto*
Klinedinst, PC
Paul Plevin Sullivan
& Connaughton,
LLP
Pettit Kohn, PC
Robbins Geller
Rudman & Dowd,
LLP
Schwartz
Semerdjian Cauley
& Evans*
Wingert Grebing
Becton, Dickinson
and Company –
Will take 2
students
Sempra Energy –
Will take 2
students
Sony Electronics,
Inc.
District Attorney’s
Office, San Diego
County
Public Defender
Office, San Diego
County
Wilson Turner
Kosmo, LLP
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Contact
Information
Bhashini Weerasinghe
Director
SDCBA-ACC Diversity
Fellowship Program
[email protected]
(619) 352-0519
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PROGRAM OVERVIEW
FOR EMPLOYERS
DIVERSITY FELLOWSHIP PROGRAM
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As part of our commitment to diversity, the San Diego County Bar Association (SDCBA) & the Association of Corporate Counsel
- San Diego (ACC) have joined forces to bring you the Diversity Fellowship Program (Program).
Created in 2009, our Program provides an opportunity for diverse, first year
and part-time second year law
students from ABA accredited law schools to learn and develop skills that are necessary to be successful in a law firm, corporate legal department, and public agency environments and exposes law firms, corporate legal departments, and public agencies to qualified individuals who might not otherwise have come to your attention. Our Program is modeled after similarly successful programs in Sacramento, Puget Sound/Seattle, Cleveland, St. Louis, Columbus, Atlanta, and the Bay Area. The Program is not a recruitment tool, but an educational tool.
Our Program was created to: 1) Increase the number of diverse attorneys practicing in San Diego County law firms, corporate legal departments, and public sector agencies, by providing first year and part time second year law students with an opportunity to develop skills and make professional contacts through Fellowship opportunities at law firms, corporate legal departments, and public sector agencies; and 2) To assist San Diego County law firms, corporate legal departments, and public sector agencies in their efforts to recruit competent diverse attorneys by introducing them to qualified, diverse law students who may not have been selected for employment through traditional summer programs. In addition, employment of these students affords a diversity of ideas which enhances the quality of legal services that participating employers may provide their clients.
The diversity of San Diego population demands diverse lawyers. Helping to facilitate the development of practice skills in our diverse law students helps law firms, corporations, agencies, and our community at large.
Plain and simple, diversity is good for business. Studies have shown that diverse companies outperform homogenous ones, relate better to and serve the needs of their clients, are more innovative and have better reputations in the community. By participating in the Program, employers are provided Fellows from diverse backgrounds who can contribute their life experiences, talents, and skills to your organization in a way that can be unique to the majority of your employed staff.
Please see our article in the San Diego Lawyer magazine located on our website at www.sdcba.org/diversityFellowship, which provides detailed insight from each of our participating employers about how the Program positively impacted and enriched their firm’s strength and adaptability in an ever increasing diverse world.
The duration of the Program is eight to ten weeks during the summer. The start and end dates are set between the employer and their Fellow to make sure the dates work with schedules of both parties.
WHAT IS THE TERM OF THE FELLOWSHIP?
WHAT’S IN IT FOR ME?
WHAT IS THE DIVERSITY FELLOWSHIP PROGRAM?
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All Fellows must be:
1. First year or part-time second year law students;
2. Diverse;
3. Enrolled in an American Bar Association (ABA) accredited law school; and
4. In good academic standing
A Committee evaluates the student applications based upon a number of factors, including, but not limited to the Fellow’s:
1. Application;
2. Resume;
3. Writing Sample based on a prompt SDCBA provides;
4. Personal Statement;
5. Confirmation of Good Academic Standing by the Career Services Department of the law school
attended;
6. Two letters of recommendation; and
7. In-person interview.
By the time a Fellow is selected into the Program, five to seven attorneys have reviewed the application and evaluated the student. We evaluate the Fellows in a holistic method with focus centered on the strength of the writing sample, personal statement, and interview skills, rather than grades alone. This is based on the idea that after completing one semester of law school, the Fellow’s grades are not available and not the best indicator of the Fellow’s potential for success.
Even though grades are not a required factor in choosing candidates for this Program, the purpose of the Confirmation of Good Academic Standing is to ensure that the Fellow will be enrolled in law school for the Fall semester and is not on academic probation and/or in danger of being removed from law school.
A wonderful facet of the Program is that the SDCBA handles all the legwork, so you do not have to. We understand your time is valuable, so we handle all the details including reviewing the candidates’ applications, the interview process, and selecting the best Fellow for your organization.
The interview is conducted by a panel of two or three attorney interviewers from an SDCBA committee who ensure that interviews are conducted in a fair and equitable manner and in compliance with state and federal employment laws and best practices. All interviewers are required to ask candidates a minimum of five primary questions selected from a standardized question list and are permitted to ask additional follow up questions based on the responses provided by the candidates.
Interviewers discuss and accept the top candidates into the Program based on a number of factors including, but not limited to, (1) overall application strength, (2) interview skills, and (3) criteria given to the Committee by the participating employers.
The selection committee will remain blind as to which law school the candidate attends throughout the selection process.
After the selection of Fellows, the participating employers are given copies of all of the application materials the Fellows submitted to SDCBA, and Fellows are invited to a reception with all of the employers (the Meet and Greet). After the reception, the participating employers have an opportunity to give their input on the candidates to the DFP Director, including preferences regarding the placement of potential Fellows.
HOW MUCH OF MY TIME IS REQUIRED TO OBTAIN A FELLOW?
HOW QUALIFIED ARE THE FELLOWS?
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The SDCBA then handles the final step of matching Fellows with employers that best fit their needs and cultural competencies.
SDCBA makes every effort to match a Fellow to an employer that selected them for placement preference after the reception. In addition, the SDCBA takes into consideration that final Fellowship offers are fair and balanced among the candidates from all participating local law schools. The law school attended by the student shall not be known to employers prior to placement with the employer.
All final decisions regarding Fellowship offers and placements are the sole discretion of the SDCBA.
Upon joining the Program, you are welcome to provide us with your preferences and criteria regarding your ideal Fellow. We will take these items into consideration when placing a Fellow in your organization. You can email the DFP Director, Bhashini Weerasinghe at [email protected] and/or call her at (619) 352-0519.
Success of the Program will depend, in large part, on the extent to which the Fellow is completely submerged in the law firm, corporate legal department, or public sector agency, which includes their involvement and participation in social activities of the employer. We encourage employers to incorporate your Fellow into the organization in the same manner and to the same extent as first year summer clerks.
In addition, employers are encouraged to ask attorneys to devote appropriate attention and to provide supplemental support to the Fellows; it is anticipated that this process will be informal. Whenever possible, each Fellow should be assigned a mentor attorney who will be asked to closely follow the Fellow’s progress and to assure that he/she/they are in the mainstream of activities.
Upon conclusion of the fellowship, your Fellow should receive an exit interview with the employer.
ONCE WE HAVE A FELLOW, WHAT ARE OUR RESPONSIBILITIES?
WHO TO TELL THE SPECIAL CRITERIA AT OUR WORKPLACE?
No matter how many years of legal experience we may have under our belts, it's refreshing to experience the eagerness of these fellows and their commitment to practicing law. This helps keep the rest of us invigorated and mindful of why we chose this career.
John Alessio
Managing Partner - Procopio, Cory, Hargreaves & Savitch, LLP DO I HAVE TO PAY THE FELLOW DURING THEIR TIME OF EMPLOYMENT? Yes. Each participating employer is requested to compensate their Fellow at a minimum rate of $20 per hour 1 and is
responsible for complying with all applicable federal and state wage, hour and employment laws.
DO I HAVE TO PAY THE FELLOW?
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Time Commitment. The Program is intensive and requires the full-time commitment of the Fellows.
Upon acceptance of a Fellowship position, Fellows may not solicit nor accept employment of any kind for the Fellowship period. Upon acceptance of a Fellowship, participants agree to complete the Program in its entirety.
Professionalism & Integrity. Upon acceptance of a Fellowship position, Fellows agree to conduct themselves in the highest level of professionalism, honesty, and integrity. Fellows are required to act ethically and uphold the reputation of the profession. Fellows should take pride in their work and strive for excellence in fulfilling the employer’s provided roles and responsibilities in line with the employer’s values and core competencies.
Attendance at Program Events. The Program includes events intended to enhance the Fellowship experience for all participants including a reception at the commencement and conclusion of the Program; educational seminars covering a variety of topics such as time management, professionalism in the workplace, networking, creating mentoring relationships and/or other topics relevant to professional development and advancement. Each Fellow is expected to participate in these events.
Employer Specific Requirements. Some participating employers may have additional requirements to meet such as minimum GPA and/or require Fellows to submit to and pass a background check, drug test, or conflicts of interest check prior to accepting the Fellow’s employment.
If you are interested in participating in Program, please contact DFP Director, Bhashini Weerasinghe at [email protected] and/or call her at 619.352.0519. Each participating employer will be given an Employer Agreement to sign. There is also an administrative fee of $250 to cover administration costs associated with the Program. You can also visit our website, www.sdcba.org/diversityFellowship, for more information.
Yes. We encourage you to promote your partnership with the Program and your pledge to diversity in the community.
Great! W hile employers participating in the Program are not expected to extend an offer beyond the fellowship, employers are welcomed to do so following the completion of the Fellowship term. Whether the participating employer makes an offer of employment after the Program or if the Fellow accepts is a decision for the participating employer and Fellow. SDCBA/Program has no expectations for either party. We have had employers extend offers to continue after the fellowship to stay on as law clerks.
WHAT IF I WANT TO RETAIN THE FELLOW AFTER THE PROGRAM?
CAN I PROMOTE THIS PARTNERSHIP?
HOW DO I PARTICIPATE IN THE PROGRAM?
WHAT ARE THE EXPECTATIONS OF FELLOWS DURING THEIR FELLOWSHIP WITH US?
CAN I BILL TIME FOR THE FELLOWS?
Yes. A Fellow’s billable time should be treated in the same manner as any employed law clerk working for your organization at the hourly billing rate of your choosing.
CAN I BILL TIME FOR THE FELLO W?
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We want this to be a great opportunity and an enriching experience for both the Fellow and the employer. If any issues arise at any time with your Fellow that cannot be handled internally, the SDCBA has assigned the DFP Director as an ombudsperson to this Program who is available for any reason. You can reach the DFP Director, Bhashini Weerasinghe at [email protected] or (619) 352-0519.
The DFP Director, as the point person for this Program, works closely with SDCBA staff, Chairs of the Committee on Diversity and Inclusion (formerly ERDC), and DFP Committees to carry out the various aspects of the Program. The DFP Director regularly submits reports on Program matters to SDCBA’s Committee on Diversity and Inclusion (CDI) comprised of representatives from diverse bar associations around the County; as well as SDCBA’s Executive Director and Board of Directors.
DFP Committees include Application Review Committee and Interview Committee, among others. These Committees are comprised of volunteer attorneys from SDCBA Board, CDI, and other attorney members of the legal community.
DFP Director also keep ACC San Diego Chapter apprised of the Program on a quarter-annual basis.
WHAT IS THE PROGRAM OVERSIGHT STRUCTURE?
WHAT DO I DO IF I HAVE AN ISSUE WITH THE FELLOW?
Increasing diversity in our profession is of utmost importance. We have an obligation to reflect our community and represent our clients to the best of our ability. A diversity initiative or program is a key component of that objective.
Patricia Hollenbeck
Partner - Duane Morris, LLP
There is a possibility that due to Covid-19, California will remain in a partially shut-down phase during the Summer 2022.
As an employer, you are agreeing to hire the Fellow for in-person or potentially remote/virtual work, or combination of the two.
WHAT ABOUT COVID-19?
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DIVERSITY FELLOWSHIP PROGRAM
EMBRACING DIVERSITY & CLOSING THE GAP IN THE LEGAL PROFESSION
Frequently Asked Questions by Employers
1 County employers, in accordance with their policies, can pay $19.79 per hour.
1. What is the purpose of the Program?
The main purpose of the Program is to increase diversity in the legal community by giving diverse students a leg up on the competition in order to level the playing field. The students in the Program begin to learn skills that are beneficial for working in the legal field and build a network of contacts that will help them in the future. Law firms, corporate legal departments, and public agencies get an opportunity to work with a qualified person with diverse background and can bring a diverse perspective which can enhance the quality of legal services provided to your clients.
2. Is there a fee associated?
Yes. We ask each employer to pay a $250 fee each year to participate in the Program. The fee should be submitted to SDCBA along with the signed Employer Agreement.
3. How much should we pay our Fellows?
We request the employers pay the Fellows a minimum of $20/hour.
4. Will we be able to meet the students and give input before they are placed with our office? Yes. We hold a reception (the Meet and Greet) after the Fellows are selected and before placement. Prior to the reception, employers will be sent all of the application materials we received from each Fellow. At the reception, employers have an opportunity to meet each Fellow and provide SDCBA with a specified number of Fellows they prefer to be matched to their office. We take this into consideration when placing Fellows.
5. We have certain criteria that we look for in good candidates for our office. Would that be taken into consideration? Yes. We ask that any particular criteria are sent to the Program Director via email at least a week before the interviews take place. Please keep in mind that we do not consider grades for this Program, although all Fellows will be in Academic good standing.
6. Is there a set start date for the Fellows to begin working at my office? No. The Program lasts 8 – 10 weeks during the Summer. The start and end dates are set between the employer and their Fellow to make sure that the dates work with schedules of both parties.
7. Is this a part-time or full-time position?
The fellowship positions are full-time positions; 40 hours/week.
9. Our office has our own new hire process, including background checks and/or drug tests. Is that a problem? No. All applicants to the Program know that if they are hired, they must go through the employer’s hiring process, including background checks and/or drug tests, if necessary. The Fellows are your employees, therefore, they should go through the same processes as your other employees and summer associates, if you have any. We ask that you let the DFP Director know of the hiring process prior to the Meet and Greet.
10. How do I sign up?
All information can be found on our website at www.sdcba.org/diversityfellowship or you may contact, DFP Director, Bhashini Weerasinghe at [email protected] or (619) 352-0519 to express your interest and/or to ask any questions you may have regarding participation in the Program.
1 8. Is this an in -person or remote/virtual position? The fellowship may be in-person or remote virtual work , depending on the circumstances especially with Covid-19.
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EMPLOYER AGREEMENT
1 Diverse means all underrepresented classes including, not limited to, ethnicity, gender, physical disability, military service or relationship, family and socioeconomic background, and sexual orientation.
2 County employers, in accordance with their policies, will pay $19.79.
The below signed signatory (Employer) and San Diego County Bar Association (SDCBA) hereby enter into this agreement to participate in the 2021-2022 Diversity Fellowship Program (Program). SDCBA reserves the right to determine whether the Employer is accepted as a Participating Employer for the current Program year as outlined below.
1. Program Eligibility for Student Participants
Employer understand that any member of a diverse group, who is a 1L or part-time 2L at an American Bar Association (ABA) accredited law school, with preference given to students who attend San Diego County law schools, will be eligible to participate in the Program.
2. Selection and Placement of Fellows
a. The SDCBA will provide information to the law schools to present the Program to eligible students.
b. Students will be advised that they should expect to be compensated at minimum of $20.00 per hour.
c. The SDCBA will review all applications to ensure they are complete and all eligible applications will be sent to a program review committee who will determine the applicants to be interviewed.
d. General selection criteria have been established by the Program and will be utilized by the interview committee established by the SDCBA.
e. Interviews will be conducted in one day by the interview committee; which may be virtual.
f. Members of the interview committee will make the final determination regarding the individuals who are selected to participate in the Program based on the application review, the interview, and consideration of the preferences disclosed to the DFP Director by the participating employers prior to the interviews.
g.
A “meet and greet” reception will be held after the “interview day” including all of the employers and the Fellows selected for a DFP Placement; this event may be virtual. This will provide the employers with an opportunity to provide input on placement preferences. The law school each Fellow attends will not be known by the employers prior to placement.
h. The Program shall assign Fellows to a participating employer. i. Selected Fellows shall have one week after notification to return a letter of acceptance. j. After selections are made and placements accepted, the employers will be notified of the placement.
Fellows shall participate in an orientation program and various
events hosted by SDCBA during the Summer.
2
1 The Employer understand that the following process will be used by SDCBA to select and place Fellows for the Program:
k.
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3County employers, in accordance with their policies, will pay $19.79.
3. Participating Employer Responsibilities
Law firms, corporate legal departments, and public sector agencies (Employers) may sign up to participate in the Program and agrees to the following:
a. Employers
are subject to approval by SDCBA
,
which
reserves
the
right
to
determine
if a
n
Employer
will
be
accepted
as a
Participating
Employer
for
the
current
Program year.
If SDCBA decide not to accept the
Employer for the current Program year, such Employer will be notified within a reasonable period of time.
b. Participation – Participating Employers agree to employee a Fellow in their
San
Diego office by agreeing
to the terms of this Employer Agreement. The employment may be in-person or remote virtual work .
Each Participating Employer will have the option to identify
qualifying/disqualifying criteria and/or
identify a preferred student for their office. Every effort will be
made to accommodate the requests
and comments of a Participating Employer.
c. Compensation – Each Participating Employer is required to compensate their assigned Fellow(s) at minimum of $20.00 per hour. Each Participating Employer will be responsible for complying with all applicable federal and state wage and hour laws.
d. Training – Fellows are expected to participate in the same manner as any training program for students which is normally conducted by the Participating Employer. In addition, Participating Employers are encouraged to ask attorneys in their office to devote appropriate attention to provide supplemental support, guidance,
and mentorship to the Fellow(s); it is anticipated that this process may be informal.
Success of the
Program will depend, in large part, on the extent to which the Fellow is completely submerged in the
Participating Employer’s office; that is, his/her/their work involvement and participation in social
activities of the Participating Employer’s office are expected to be identical to that of any summer
clerk(s) of that office.
e. Monitoring – Whenever possible, each Fellow should be assigned an attorney who will be asked to closely follow the Fellow’s progress and to assure that he/she/they are in the mainstream of activities.
f. Second-year Fellowship Opportunities – Whether the Participating Employer makes an offer of employment after the Program and/or if the Fellow accepts is a decision for the Participating Employer and Fellow. SDCBA has no expectations for either party.
g. Exit Interviews – Each Fellow shall receive an exit interview with an individual selected by his/her/their Participating Employer. The Employer’s designee shall convey to the Fellow as highly detailed evaluation as possible.
h. Fees – Each Participating Employer agrees to pay $250 to SDCBA to participate in the Program, which is due with this Employer Agreement. The SDCBA will be responsible for keeping track of who sent in payment and for sending invoices to the employers that need to pay the fee.
i. The SDCBA may provide feedback to Participating Employers and Fellows throughout the Program.
Employer hereby agrees to the foregoing and to participate in the SDCBA-ACC Diversity Fellowship Program by hiring a Fellow for the Summer of 2022.
3 _________________________________________
Signature of Employer
Print Name:
Date
Firm/Office Name
SDCBA Use Only
Acceptance of Employer: YES NO 619 of 629
RESOLUTION NO. 2022 -
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NATIONAL CITY , CALIFORNIA, APPROVING CITY ATTORNEY ’S REQ UEST FOR AUTHORITY TO PARTICIPATE IN THE SAN DIEGO COUNTY BAR ASSOCIATION ’S AND THE ASSOCIATION OF CORPORATE COUNSEL – SAN DIEGO’S (“SDCBA/ACC”)
DIVERSITY FELLOWSHIP PROGRAM
WHEREAS, the San Diego County Bar Association (“SDCBA”) supports legal professionals to help them achieve their professional and personal career goals; and
WHEREAS, the SDCBA and the Association of Corporate Counsel – San Diego (“ACC”) have joined together to create the Diversity Fellowship Program (“Program”); and WHEREAS, the Program provides an opportunity for diverse, first-year and part-time second-year law students from AB A-accredited law schools to learn and develop skills that are necessary to be successful in a law firm, corporate legal department, and public agency environments; and
WHEREAS, the City of National City supports efforts to increase the number of diverse, first-year, and part-time second-year law students from ABA-accredited law schools to learn and develop necessary skills to be successful in a law firm, corporate legal department, and public agency environments.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF NATIONAL CITY,
CALIFORNIA, DOES RESOLVE, DECLARE, DETERMINE, AND ORDER AS FOLLOWS:
Section 1: The City Council hereby approves the City Attorney’s request for authority to participate in the San Diego County Bar Association and the Association of Corporate Counsel – San Diego’s (“SDCBA/ACC”) Diversity Fellowship Program.
Section 2: The City Clerk shall certify the passage and adop tion of this Resolution and enter it into the book of original Resolutions.
PASSED and ADOPTED this 1st day of February, 2022.
Alejandra Sotelo-Solis, Mayor
ATTEST:
Luz Molina, City Clerk
APPROVED AS TO FORM:
Charles E. Bell Jr., City Attorney
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The following page(s) contain the backup material for Agenda Item: District Elections Process and Community Outreach Overview. (City Clerk)
Please scroll down to view the backup material.
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CITY OF NATIONAL CITY, CALIFORNIA
COUNCIL AGENDA STATEMENT
A-200 (5/07)
ITEM TITLE:
PREPARED BY: DEPARTMENT:
PHONE:
EXPLANATION:
APPROVED BY:
AGENDA ITEM NO. MEETING DATE:
ENVIRONMENTAL REVIEW:
FINANCIAL STATEMENT: APPROVED: Finance
ORDINANCE: INTRODUCTION:
ACCOUNT NO.
STAFF RECOMMENDATION:
ATTACHMENTS:
Shelley Chapel
________________
February 1, 2022
District Elections Process and Community Outreach Overview (City Clerk) City Clerk’s Office
On December 21, 2021, the City Council voted to change the way the City Councilmembers are elected, transitioning to district based elections for the four City Councilmember seats. The Mayor would remain elected at-large. This transition requires that the City create districts and adopt a boundary map. The City has partnered with a consultant, Redistricting Insights, to utilize 2020 Federal Census data to determine district options for consideration. The City will also work collaboratively with Falcon Strategies to engage the community and distribute information in multiple languages to ensure participation from all segments of the community.
The community is encouraged to participate in a series of five public meetings (see Attachment A for schedule), which will include four Public Hearings and one Community Workshop and Informational Session. Due to the COVID Pandemic all meetings will be held via Zoom. Staff has also created a District Elections webpage on the City website at www.nationalcityca.gov/government/redistricting to provide updated information throughout the process.
At the February 5th Community Workshop, the demographer will explain the districting process, provide mapping tool training, and solicit feedback from the public. The community is encouraged to get involved and attend a public hearing.
The public can also submit draft maps for consideration. Public input helps to ensure representation and identify what issues are most impactful to your community.
Luz Molina, City Clerk
Shelley Chapel, Deputy City Clerk
Attachment A – Information provided on City Districting page of City website.
This action is not subject to review under the California Environmental Quality Act (CEQA) FINAL ADOPTION:
APPROVED: ________________ MIS
None.
Receive and File.
n/a
(619) 336-4225
BOARD / COMMISSION RECOMMENDATION:
RECOMMENDATION:
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https://www.nationalcityca.gov/government/redistricting City of National City District Elections
Mapping National City's Voting Districts
Page Translation in Espanol | Filipino
Every ten years, local governments use new census data to redraw their district lines to reflect how local populations have changed. Assembly Bill 849 (2019) requires cities and counties to engage communities in the districting process by holding public hearings and/or workshops and conducting public outreach, including to non-English-speaking communities.
On December 21, 2021, the National City Council voted to change the way City Council members are elected, transitioning from at-large elections for City Council members, creating districts within the city and adopting a district boundary map. The City of National City is beginning the districting process using the 2020 federal census data. Several public hearings will be held from January through early 2022. The final map will incorporate the public’s input and will define the four City district boundaries. The district boundary lines will impact how residents elect their council members for the next 10 years.
In spring, 2022, the final district boundary map will be presented to the City Council for adoption.
Districting Public Hearing/Workshop Dates (subject to change)
FEBRUARY
Thursday, February 3, 2022 @ 6 pm to 8 pm Public Hearing #1 DISTRICTING 101 Location: Na
tional City Virtual City Council Meeting
Legal Noticing
Agenda
Minutes
Deadline: Register to Speak or Interpretation Services is 4:00 p.m.
Deadline: Submit Written Comment is 4:00 p.m.
Saturday, February 5 @ 10 am to 12 pm (noon) – Community Workshop/Information Session
ATTACHMENT A
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City of National City District Elections | National City, CA https://www.nationalcityca.gov/government/redistricting Location: National City Virtual City Council Meeting
Legal Noticing
Agenda
Minutes
Deadline: Register to Speak or Interpretation Services is 8:00 a.m.
Deadline: Submit Written Comment is 8:00 a.m.
Tuesday, February 22 @ 3 pm to 4 pm Public Hearing #2 INTRODUCTION OF MAPS (Intro of maps from demographer and community)
Location: National City Virtual City Council Meeting
Legal Noticing
Agenda
Minutes
Deadline: Register to Speak or Interpretation Services is 1:00 p.m.
Deadline: Submit Written Comment is 1:00 p.m.
MARCH
Saturday, March 5 @ 9:30 am to 10:30 am Public Hearing #3 ADDITIONAL VETTING OF POTENTIAL MAPS Location: National City Virtual City Council Meeting
Legal Noticing
Agenda
Minutes
Deadline: Register to Speak or Interpretation Services is 8:00 a.m.
Deadline: Submit Written Comment is 8:00 a.m.
Tuesday, March 15 @ 4 pm to 5 pm Public Hearing #4 ADOPTION OF DISTRICT MAP 624 of 629
City of National City District Elections | National City, CA https://www.nationalcityca.gov/government/redistricting Location: National City Virtual City Council Meeting
Legal Noticing
Agenda
Minutes
Deadline: Register to Speak or Interpretation Services is 2:00 p.m.
Deadline: Submit Written Comment is 2:00 p.m.
Every ten years, districts must be redrawn so that each district is substantially equal in population. This process, called redistricting, is important in ensuring that each city councilmember represents about the same number of constituents. In City of National City, the City Council is responsible for drawing council districts. Redistricting is done using U.S. Census data, which was released mid August, 2021. For the City of National City, the redistricting process must be completed in the spring of 2022.
Redistricting determines which neighborhoods and communities are grouped together into a district for purposes of electing City Council members.
The City Council will seek input in selecting the next district map for our City Council. You have an opportunity to share with the City Council how you think district boundaries should be drawn to best represent your community. Share your thoughts, draw a map, attend an upcoming workshop or public hearing to get involved, or submit written testimony about the process to [email protected]
WHAT IS REDISTRICTING -
WHY DOES REDISTRICTING MATTER TO ME? -
HOW DO I GET INVOLVED? -
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City of National City District Elections | National City, CA https://www.nationalcityca.gov/government/redistricting The schedule of meetings are posted on the redistricting webpage and hearings and workshops will have Spanish interpretation available.
Upcoming meetings and information will also be included in these city communications resources:
Online City of National City News Center
City of National City online calendar
City of National City social media platforms
To the extent practicable, district lines will be adopted using the following criteria:
geographically contiguous districts (each city council district should share a common border with the next), the geographic integrity of local neighborhoods or communities shall be respected in a manner that minimizes its division, geographic integrity of the city shall be respected in a manner that minimizes its division, easily identifiable boundaries that follow natural or artificial barriers (rivers, streets, highways, rail lines, etc.), and lines shall be drawn to encourage geographic compactness. In addition, boundaries shall not be drawn for purposes of favoring or discriminating against a political party.
The City has hired a demographic consultant from Redistricting Insights to draft district maps based on the community’s input for consideration according to the requirements of the Federal Voting Rights Act and CA Voting Rights Act. Residents will also have the opportunity to draw and submit maps for consideration. Draft maps will be posted on this webpage prior to the public hearing at which they will be reviewed and considered. In Spring 2022, the City Council will adopt the final district map.
WHAT CRITERIA WILL CITY COUNCIL USE WHEN DRAWING DISTRICT LINES? - WHAT IS THE PROCESS? -
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City of National City District Elections | National City, CA https://www.nationalcityca.gov/government/redistricting Draw a Map - Coming Soon!
Paper-only maps for those without internet access or who prefer paper.
Tools needed:
Public Participation Kit – Paper Map w/ Population Count (English) Public Participation Kit – Paper Map w/ Population Count (Espanol) Alternatively, submit any form of hand-drawn map that identifies street names.
Submit a Map
Submit maps to [email protected]. After you submit your map, the demographic consultants will generate the population and other demographic details for your proposed map.
It is helpful if you submit written comments with your map describing how your map was drawn to meet the required criteria. An example of this would be describing the specific neighborhoods or communities of interest that are kept within a single district.
Interactive Review Map - Coming Soon!
This tool is used to review, analyze, and compare maps, not to create them. Zoom in and out on map boundaries, view population counts/ID#s, and view draft maps (once the draft maps are released). Similar to Google Maps in ease of use. click here for an interactive District Boundary Map (map not available yet)
DRAW MAP -
INTERACTIVE REVIEW MAP -
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The following page(s) contain the backup material for Agenda Item: City Manager Report. (City Manager)
Please scroll down to view the backup material.
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Item # ___
02/01/22
City Manager Report
(City Manager)
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