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MEMORANDUM OF UNDERSTANDING
BETWEEN CITY OF PASADENA
AND
PASADENA MANAGEMENT ASSOCIATION
July 1,2023-June 30, 2027
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TABLE OF CONTENTS
Page
ARTICLE 1
ARTICLE 2
ARTICLE 3
ARTICLE 4
ARTICLE 5
ARTICLE 6
ARTICLE 7
ARTICLE 8
ARTICLE 9
ARTICLE 10
ARTICLE 11
ARTICLE 12
ARTICLE 13
A.
B.
c.
D.
E.
PREAMBLE....
RECOGNITION.
TERM
MANAGEMENT RIGHTS.
3 3
3 ....3
ASSOCIATION RIGHTS AND REPRESENTATIVES...................................................... 4 BULLETIN BOARDS.................................................................................................^ NON-DISCRIMINATION........................................................................................... 5 CHECK OFF OF UNION DUES .................................................................................. 5 NO STRIKE............................................................................................................... 6 SAVINGS CLAUSE.................................................................................................... 6 SALARIES................................................................................................................. 6 RECLASSIFICATION ................................................................................................. 7 WORK SCHEDULES.................................................................................................. 7 Work Schedules...................................................................................................... 7 FLSA Exempt Employees ........................................................................................ 7 FLSA Non-Exempt Employees ................................................................................ 7 Standby/On-call Pay for Non-Exempt Employees.................................................. 8 Prior Agreements on Work Schedules ................................................................... 9 ARTICLE 14 SPECIAL ASSIGNMENT PAY..................................................................................... 9 A. Bilingual Pay ........................................................................................................... 9 B. Senior Helicopter Mechanic Inspection Pay .......................................................... 9 C. Water Certification Pay......................................................................................... 9 ARTICLE 15 VACATION............................................................................................................. 10 ARTICLE 16 HOLIDAYS..............................................................................................................11 ARTICLE 17 LEAVES OF ABSENCE............................................................................................. 12 A. Sick Leave ............................................................................................................. 12 B. Workers' Compensation Leave ........................................................................... 13 C. Bereavement Leave.............................................................................................. 14 D. Witness Leave....................................................................................................... 14 E. Military Leave....................................................................................................... 14 F. Management Time Off (MTO).............................................................................. 14 G. Family Leave......................................................................................................... 15 H. Parental Leave...................................................................................................... 15
1. Accrued Leaves - Part-time Members................................................................. 15 J. Jury Duty Leave .................................................................................................... 16 K. Compensatory Time ............................................................................................. 16 L. Partial Day Absences............................................................................................ 17 ARTICLE 18 REST PERIODS....................................................................................................... 17 006293.00023
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ARTICLE 19 EMPLOYEE BENEFITS ............................................................................................ 18 A. Life Insurance ....................................................................................................... 18 B. Dental Care Program............................................................................................ 18 C. Health Insurance/Employee Option Benefit Fund (EOBF)................................... 18 D. Long Term Disability............................................................................................. 19 E. Tuition Reimbursement........................................................................................ 19 F. Licenses & Certifications ...................................................................................... 19 G. Professional/Personal Development Allowance.................................................. 19 H. Car Allowance....................................................................................................... 20 I. Mileage Reimbursement...................................................................................... 20 ARTICLE 20 RETIREMENT......................................................................................................... 20 ARTICLE 21 MOVEMENT THROUGH THE SALARY SCHEDULE.................................................. 22 ARTICLE 22 DISCIPLINE ............................................................................................................ 22 ARTICLE 23 GRIEVANCE ........................................................................................................... 23 A. Definition.............................................................................................................. 23 B. Guidelines............................................................................................................. 23 C. Grievance Steps.................................................................................................... 24 ARTICLE 24 LAYOFF.................................................................................................................. 28 ARTICLE 25 ADMINISTRATIVE REASSIGNMENT....................................................................... 28 ARTICLE 26 PRIDESHARE PROGRAM ....................................................................................... 29 ARTICLE 27 CLASSIFICATION AND COMPENSATION STUDY........................................................ 30 ARTICLE 28 LABOR-MANAGEMENT COMMITTEE.........................................................................30 SIGNATURE PAGE................................................................................................. 32 EXHIBIT I SALARY SCHEDULE.........................................................................................................33 EXHIBIT II AGREEMENT ON PERFORMANCE EVALUATION REVIEW PROCESS........................58 006293.00023
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City of Pasadena and PMA, July 1, 2023- June 30, 2027,Page ii ARTICLE 1 PREAMBLE
A. The Pasadena Management Association, a recognized employee organization, and the City of Pasadena, have met and conferred on the terms of this Memorandum of Understanding (MOD) and reached a mutually acceptable agreement.
B. It is the intent and purpose of this MOD to set forth the total and complete understanding and agreement between the parties regarding the matters set forth herein. All present rules covering matters within the scope of representation shall remain in full force and effect unless inconsistent with the provisions of this MOU. No presently established past practices on matters within the scope of representation shall be altered unless the City has given notice and met and conferred with the Association.
ARTICLE 2 RECOGNITION
In accordance with provisions of the Charter of the City of Pasadena, the Meyers- Milias-Brown Act and provisions of Employer-Employee Labor Relations Resolution No. 555, the City acknowledges the Pasadena Management Association (hereinafter referred to as PMA or Association) as the exclusive representative for the purpose of meeting and conferring regarding wages, hours and other terms and conditions of employment for all employees in certain specified classifications in Exhibit I or as appropriately modified in accordance with the Employer-Employee Resolution. All other classes not specifically listed are excluded from representation by PMA.
ARTICLE 3 TERM
This MOU shall be in effect from July 1, 2023 through June 30, 2027.
ARTICLE 4 MANAGEMENT RIGHTS
It is understood and agreed that the City reserves and retains all its inherent exclusive and non-exclusive managerial rights, powers, functions and authority.
Except where limited by specific provisions elsewhere in this MOD nothing in this MOD shall be construed to restrict, limit or impair the City's rights, powers, and authority. These rights, powers, and authorities, as practiced and hereby reaffirmed, include, but are not limited to the following: (1) determine the purposes and functions of its departments, commissions, committees and boards; (2) set standards of service; (3) determine the procedures and standards of selection for employment and promotion; (4) schedule, transfer, assign and direct its employees; (5) take disciplinary action; (6) relieve its employees from duty because of lack of work or for other legitimate reasons; (7) maintain the efficiency of City operations; (8) determine the methods, means and personnel by which City operations are to be conducted; (9) determine the allocation and content of job classifications; (10) 006293.00023
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City of Pasadena and PMA, 7/1/2023 -June 30, 2027, Page 3 take all necessary actions to carry out its purposes and functions in emergencies; (11) require overtime; (12) exercise complete control and discretion over its organization and the technology of performing its work.
The exercise of these rights does not eliminate PMA's right to meet and confer over any substantive impact these decisions have had on wages, hours and other terms and conditions of employment.
ARTICLE 5 ASSOCIATION RIGHTS AND REPRESENTATIVES
The City agrees to recognize and deal with an appropriate number of officers, so that each employee in the bargaining unit will have reasonable access to a representative. No officer other than the President, regardless of when selected, shall function as such for purposes of carrying on the Association activities, until the Director of Human Resources of the City has been notified in writing by the President of his/her selection as an official or steward. Notice of changes in the selection of officials and their alternates, will be given whenever such changes occur.
Association representatives shall notify their supervisor before engaging in Association business during regular working hours. Individuals serving as Association representatives shall be responsible for the full completion of their regular work load.
The Association President and designee approved by the Association Board of Directors shall be granted reasonable on-duty time to accomplish general Association business. The Director of Human Resources shall be informed of unusual Association business requirements.
All Association activities shall be conducted in such a manner as not to disrupt the work activities of the employees involved.
ARTICLE 6 BULLETIN BOARDS
Space shall be provided on City bulletin boards at their present locations for Association posting of notices and bulletins of the following types:
1. Notices of Association recreational, social affairs, and related Association business news;
2. Notices of Association elections; provided that this shall not include campaign material;
3. Notices of Association appointments and results of Association elections;
4. Notices of Association meetings;
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5. Association constitution, by-laws, and proposed amendments thereto;
6. Such other notices as may be mutually agreed upon by the Association and the Director of Human Resources.
All materials posted on bulletin boards shall indicate the author's identity, preferably by signature by an official of the Association. It must be clearly understood that such material is not official material or endorsed by the City, and the material must not contain anything that would identify it as such.
In no case shall obscene or personal attacks on any City employee be placed on any bulletin board. Copies of all information posted on any bulletin board shall be submitted to the Human Resources Director at the time of their posting. In the event objectionable material is posted, the City Human Resources Director will so inform the Association representative, stating the basis for the objection, and such material shall be removed from the bulletin board immediately.
The Association shall not post, nor authorize its members to post, any material anywhere upon the City's property except as provided in this Article. The City may remove or relocate any of its bulletin boards in the event of violations of this section or for reasons such as alterations in the physical facilities, etc., and will inform the Association whenever the City removes such bulletin boards.
Excluding lunch and rest periods, in no case will the distribution of literature at the workplace of employees be allowed during regular working hours.
ARTICLE 7 NON-DISCRIMINATION
The provisions of the MOD shall be applied equally to all employees and the City and the Association agree that they shall not unlawfully discriminate on any basis that is protected by law. Any violation of this provision shall be subject to immediate correction.
ARTICLE 8 CHECK OFF OF UNION DUES
PMAwill maintain records of employee authorizations for dues deductions. PMAwill provide the City with information regarding the amount of dues deductions and the list of PMA employees who have authorized dues deductions. To the extent required by the Government Code, the City will rely on the information provided by PMA in processing dues deductions for PMA members.
The Association agrees to indemnify and hold the City of Pasadena harmless from any liabilities of any nature which may arise as a result of the application of provisions of this Article.
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City of Pasadena and PMA, 7/1/2023 -June 30, 2027, Page 5 ARTICLE 9 NO STRIKE
During the term of this MOU and extending through the exhaustion of impasse procedures, under no conditions or circumstances will the Association or any of its members individually or collectively cause, sanction, honor or engage in any strike, sympathy strike, sit-down, stay-in, sick-out or slow-down, or in any curtailment of work or restriction of production or service.
ARTICLE 10 SAVINGS CLAUSE
Should any part of this MOU be rendered or declared illegal or invalid by a court, administrative agency with jurisdiction or by a change in legislation, or by a court decision (even when the court decision is not specifically interpreting a provision of this MOD) such invalidation shall not affect the remaining portions of this MOD. In this event, the parties shall meet and confer regarding the impact of the unenforceability of any MOU provision.
ARTICLE 11 SALARIES
A. Effective the date the City Council approves this MOD, the salary control rate for unit classifications will be increased by 3.00%. Unit members will have their salaries increased by 3.00% up to the maximum control rate.
B. Effective the pay period that includes January 1, 2024, the salary control rate for unit classifications will be increased by 1.00%. Unit members will have their salaries increased by 1.00% up to the maximum control rate.
C. Effective the date the pay period that includes July 1, 2024, the salary control rate for unit classifications will be increased by 3.50%. Unit members will have their salaries increased by 3.50% up to the maximum control rate.
D. Effective the date the pay period that includes July 1, 2025, the salary control rate for unit classifications will be increased by 3.00%. Unit members will have their salaries increased by 3.00% up to the maximum control rate.
E. Effective the date the pay period that includes July 1, 2026, the salary control rate for unit classifications will be increased by 2.75%. Unit members will have their salaries increased by 2.75% up to the maximum control rate.
F. Anti-Compaction Pay - When the maximum salary for a classification covered under this MOD is less than ten percent (10%) above the maximum salary of a subordinate classification, the Assistant City Manager (City Attorney and City Clerk, when applicable) may grant anti-compaction pay in an amount that will establish a ten percent (10%) differential. The 006293.00023
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City of Pasadena and PMA, July 1, 2023- June 30, 2027,Page 6 G.
decision to grant anti- compaction pay is discretionary and not subject to the filing of a grievance.
Completion of an Anti-Compaction Pay Authorization form will be required to identify the compaction issues that warrant such pay. Individuals receiving anti-compaction pay will be reviewed not less than annually to determine if the pay should continue.
The salaries of classifications represented by the Association are listed in Exhibit I.
ARTICLE 12 RECLASSIFICATION
The reclassification process will follow the procedures set forth in the City of Pasadena's Manual of Personnel & Administrative Rules, Section 5.C.
A. The parties agree that the comparison agencies include Anaheim, Burbank, Culver City, Glendale, Irvine, Long Beach, Riverside, Santa Monica and Torrance. Based on other factors such as specialty areas or retention, the parties may consider other agencies.
B. Compensation alignment will target the 60th - 70th percentile with consideration given to supervisor/subordinate differentials, recruitment/retention, and internal equity factors (such as minimum qualifications).
ARTICLE 13 WORK SCHEDULES
A. Work Schedules
Employees in this Unit shall be assigned to work either the 5/40 or 9/80 work schedules. For employees assigned to a 5/40 work schedule, their workweek shall begin on Sunday at 12:00 a.m. and go through Saturday at 11:59 p.m. For employees who are assigned the 9/80 work schedule, their workweek shall begin exactly four hours after the start time of their shift on their alternating regular day off and shall end exactly 168 hours later.
Department heads may change work schedules as needed for operational efficiency.
B. FLSA Exempt Employees
1. Except as set forth in sub-section 2 below, regular full-time employees in FLSA exempt classifications may be required to work extended hours in excess of their normal forty-hour per week work schedule as part of their regular compensation.
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2. The City Manager, or his/her designee, may at his/her discretion and upon recommendation of a department director, approve (in advance) overtime at straight time base pay or time and one-half base pay for exempt employees. Overtime will only be considered due to significant staff shortages, the need for staffing due to extraordinary circumstances, or to provide service to the public that requires mandatory staffing.
C. FLSA Non-Exempt Employees
1. Non-exempt employees may be required to work beyond 40 hours in a week. If required to do so, they must have permission from their department head or designee in advance.
2. In those instances where such employees are assigned to work in excess of 40 hours in a workweek, such employees may request to be compensated with either compensatory time off at time-and-a- half, or paid overtime at time-and-a-half their base rate. Department heads retain the sole discretion in granting the request to accrue CTO or paying the overtime as it is worked. Compensatory time-off may be accrued to a maximum of 120 hours.
3. If an employee is receiving overtime pay for any hours worked, the employee may not receive additional overtime or premium rate payments for the same hours.
4. An employee who is promoted shall have his/her compensatory time off cashed out at his/her rate of pay prior to the promotion.
D. Standby/On-call Pay for Non-Exempt Employees
1. Standby/On-call is assigned and scheduled in advance by management. Employees will be given the opportunity to volunteer for standby/on-call status. However, if there are not a sufficient number of volunteers for the standby/on-call rotation, management may assign an employee to standby/on-call.
2. Standby/On-call will be rotated among those employees required to report to a call to return to work.
3. An employee who would be unable to respond within forty-five (45) minutes of a call requiring them to return to work, may not be scheduled on the standby/on-call list unless approved by management.
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4. Standby/On-call pay is one (1) hour for each Monday through Friday (except for an employee's regularly scheduled 9/80 day off) and two (2) hours for each Saturday, Sunday, Regular 9/80 day off, or observed City holiday.
5. Employees assigned to standby/on-call are subject to the following requirements:
a. Be ready to respond immediately to calls for service. b. Be reachable by phone (including a department issued communication device such as a pager, cell phone or radio). c. Respond to a call by returning to work as quickly as possible but in no case more than forty-five (45) minutes from the time called unless otherwise authorized by the department.
d. Refrain from intoxicants or other activities which might impair the ability to perform assigned duties.
6. Employees who are on standby/on-call and are called to report to work will be compensated for the time worked in accordance with applicable overtime provisions.
ARTICLE 14 SPECIAL ASSIGNMENT PAY
A. Bilingual Pay
Regular full-time employees in the unit may be eligible to receive bilingual pay of $75 per month under guidelines established in the Bilingual Incentive Program provisions of the City's Manual of Personnel and Administrative Rules.
Upon request of an employee, the department head will determine if a need exists for bilingual skills in the employee's assignment and will determine whether to recommend the employee for bilingual testing and pay. Employees recommended will comply with the City's bilingual policy.
The parties agree that to the extent permitted by law, bilingual pay is special compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR Section 571(a)(4) Special Assignment Pay as bilingual premium.
B. Senior Helicopter Mechanic Inspection Pay
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Senior Helicopter Mechanics who possess a Federal Aviation Administration Inspection Authorization and perform inspections on aircraft shall receive five percent (5%) paid on a biweekly basis as a percentage of base pay.
C. Water Certification Pay
Employees in the Water Treatment and Water Distribution classification series who hold higher level grade certifications than what is required by his/her job description are eligible for an annual stipend of $500 in August of each year. Proof of current certification must be provided each year.
Regardless of how many grade certifications are acquired, an employee is only eligible for one $500 water certification pay per year.
ARTICLE 15 Vacation
A. Vacation accrual and maximums will be provided as follows:
Years of continuous
service
Hours
accrued per
pay period
Annual
Accrual
Vacation Maximum
Accrual
Hire date to
completion of five
years
3.08 80 hours 240 hours
Six years -
completion of 10
years
4.62 120 hours 320 hours
11 years 4.92 128 hours 336 hours
12 years 5.23 136 hours 352 hours
13 years 5.54 144 hours 368 hours
14 years 5.85 152 hours 384 hours
15 years 6.15 160 hours 400 hours
B. New employees may be provided with an initial vacation allotment of up to forty (40) hours of vacation with City Manager (City Attorney or City Clerk, when applicable) approval as long as the initial vacation allotment and the annual accrual does not exceed the vacation earned by the individual's prior employment.
Alternatively, new employees may be authorized to begin employment at the six-year accrual rate with the approval of the City Manager (City Attorney or City Clerk, when applicable) as long as the accrual rate does not exceed the rate of vacation earned at the individual's prior employer.
C. Upon reaching the maximum accrual, employees will cease earning vacation until use of vacation brings the accrual below the maximum. If an employee has requested to use vacation and the request has been denied resulting in City of Pasadena and PMA, July 1, 2023-June 30, 2027, Page 10 D.
E.
the employee reaching his/her maximum, the City Manager may authorize a cash out of vacation up to a maximum of forty hours.
Employees who use forty hours of accrued leave (e.g., vacation, floating holiday or management time off) in the prior calendar year are allowed to cash out up to eighty hours of vacation once per calendar year at the base hourly rate of pay.
Vacation use is subject to supervisor/department head approval.
Upon separation of employment or death, employees or their beneficiary will be paid for all accrued and unused vacation with their final paycheck.
Upon separation, employees can submit a 457 deferred compensation form requesting some or all of the leave cash out be deferred into the 457 plan (subject to annual plan maximum).
ARTICLE 16 HOLIDAYS
A. The following eleven days shall be observed as holidays:
1. January 1;
2. The third Monday in January;
3. February 12;
4. the third Monday in February;
5. the last Monday in May;
6. July 4;
7. The first Monday in September;
8. November 11
9. The day following the fourth Thursday in November; and
10. December 25
B. Upon agreement from all bargaining units, add Juneteenth (June 19) and Cesar Chavez (March 31) as paid holidays in exchange for combining Lincoln and Washington's Birthday (observed as Presidents Day on the 3rd Monday of February). If any other bargaining unit agrees to anything greater during the term of this MOD then PMA would receive the same holiday.
C. Holidays have a value equal to the regularly scheduled hours of work on the day the holiday is observed.
D. If any of the foregoing holidays fall on a Friday that is the employee's regularly scheduled day off, the holiday hours will be added to the floating holiday bank in the pay period that the holiday occurs. If any of the foregoing holidays fall on a Saturday, the holiday will be observed on the preceding 006293.00023
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City of Pasadena and PMA, 7/1/2023 -June 30, 2027, Page 11 Friday. If the preceding Friday is a regularly scheduled day off as identified as the 9/80 plan closed Friday, the holiday hours will be added to the floating holiday bank in the pay period that the holiday occurs. If any of the foregoing holidays fall on a Sunday, the holiday will be observed on the following Monday.
E. All employees will receive nine floating holiday hours with the first paycheck in January. Floating holiday accrual is capped at fifty-four (54) hours. Should an individual be at the accrual maximum, no additional floating holiday hours will be granted until such time as the accrual is below fifty-four (54) hours.
F. Use of floating holiday time is subject to supervisor/department head approval.
G. At the time of separation from employment, earned but unused floating holiday hours will be paid to the employee with the final paycheck at the employees' base hourly rate of pay.
H. Any employee required by their supervisor to work on a City designated holiday will receive straight time pay for the actual hours worked and one additional floating holiday.
ARTICLE 17 LEAVES OF ABSENCE
A. Sick Leave
1. Sick leave may be granted for personal illness or injury; absences for medical, dental, and/or vision care appointments.
2. Every employee who is unable to report to work for his/her scheduled shift because of a need to use sick leave, shall either call, or have someone call his/her supervisor preceding the time he/she is scheduled to report to work to report the absence. If a supervisor doesn't answer at the time of the call, a contact phone number shall be left as part of the message regarding the absence.
3. The department head or his/her designee has the authority to approve sick leave for department employees.
4. Employees requesting to use sick leave for four consecutive business days or longer shall submit a signed verification of the need for absence due to illness/injury or the need to care for an immediate family member. The verification must be provided by the personal physician, osteopath, chiropractor, or Christian Science practitioner City of Pasadena and PMA, July 1, 2023-June 30, 2027, Page 12 006293.00023
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attending to the employee or immediate family member, and presented to the employees' supervisor before returning to work.
Employees who, while on vacation, become ill/injured and who provide a doctor's verification of illness/injury prior to returning to work that verifies that leave for injury or illness in excess of four days was required, may request that the vacation time be substituted with sick leave. Such requests are subject to approval by the department head.
5. Sick Leave Accrual
Sick leave will accrue as follows:
a. Employees are eligible to accrue on a per pay period basis, up to eighty (80) hours of sick leave per year (3.08 hours per pay period) up to a maximum of 2080 hours.
b. Employees who retire from the City may convert up to 2080 hours of accrued and unused sick leave to CalPERS service credit.
c. Each calendar year, employees may use up to one-half of his/her annual accrual (40 hours) for family sick leave purposes (for family members as identified in California Labor Code Section 233). Employees may also use up to three days of sick leave per fiscal year to care for a grandparent, grandchild, sibling or parent-in-law per Labor Code Section 246.
d. Upon promotion to a classification represented by PMA, employees who have reserve or extended sick leave will have those hours transferred to the accrued sick leave bank (up to the 2080 max) and then those banks will be eliminated.
B. Workers' Compensation Leave
1. The City will comply with the workers' compensation laws of the State of California.
2. If eligible, FMLA/CFRA runs concurrently with workers' compensation leave.
3. In addition to the benefits provided under the law, for workers' compensation claims which have been accepted for payment by the City, the City will supplement workers' compensation temporary disability payments to provide salary continuance in an amount equal to seventy percent (70%) the annual base pay of the employee (less any required state and/or federal taxes). Employees may not 006293.00023
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City of Pasadena and PMA, 7/1/2023 - June 30, 2027, Page 13 supplement salary continuation through the use of accrued leave.
Claims that have been denied are not eligible for this benefit.
4. Supplemental payments will begin from the date of accepted injury and will continue for a period of time not to exceed six (6) months.
Employees who may return to work with work restrictions and who are offered modified/light duty which is consistent with the employee's work restrictions, as determined by his/her treating physician or workers' compensation physician will discontinue receiving supplemental payments.
5. If an employee returns to work or is able to return to work in a modified/light duty capacity and has not received the full six (6) months of supplemental payments and subsequently needs to be off work again for the same workplace injury/illness, the employee will be eligible for supplemental payments not to exceed a cumulative total of six (6) months for the same injury/illness.
C. Bereavement Leave
Employees absent from work due to the death of an immediate family member (spouse, child, step-child, parent, grandparent, brother, sister, parent of spouse, or domestic partner) may receive regular compensation for a maximum of three days. Three working days shall be defined as three regular workdays under the employee's regular work schedule. Under special circumstances, the department head may, within his/her discretion, authorize bereavement leave for the death of an individual not specified as an employee's immediate family member, as herein defined. Three days bereavement is provided separate from sick leave provisions.
D. Witness Leave
1. An employee who is subpoenaed to appear in court as a witness shall be deemed to be on a leave of absence. With approval of the employee's department head or City Manager, the employee shall be granted leave with pay during the required absence.
2. Witness leave shall not be granted for time spent on cases in which the employee is party to the action.
E. Military Leave
Military leave will be granted and paid in accordance with law.
F. Management Time Off (MTO)
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H.
1. FLSA exempt employees shall receive forty (40) hours of Management Time Off with the pay period that includes January 1""' of each calendar year. The department head may (within his/her discretion not subject to being grieved or challenged) grant additional MTO hours up to a maximum of eighteen (18) hours in a calendar year.
With the approval of the City Manager and the Director of Human Resources, department heads may grant up to an
additional twenty-two (22) discretionary MTO hours for a total of 40 discretionary MTO hours per calendar year. Leave banks for MTO hours cannot exceed eighty (80) hours. Upon reaching the maximum of eighty (80) hours, no additional MTO may be
granted. MTO hours may be used in hourly increments. At the time of separation, earned but unused MTO hours will be paid with the final paycheck at the employee's hourly base rate of pay.
2. New employees and/or those promoted to a PMA exempt
classification will receive an initial pro-rated amount of MTO based on date of hire as follows:
Individuals hired/promoted January 1-March 30 receive 40 hours Individuals hired/promoted April 1-June 30 receive 30 hours Individuals hired/promoted July 1-September 30 receive 20 hours Individuals hired/promoted October 1-December 31 receive 10 hours
3. Use of management time off is subject to supervisor/department head approval.
G. Family Leave
The City will comply with the provisions of the Federal Family and Medical Care Leave Act as well as the State of California Family Rights Act. The City will maintain a policy which employees may access which sets forth all of their rights and obligations under the laws as well as post the required posters setting forth the major provisions of the laws.
Parental Leave
Employees are eligible for benefits pursuant to Pregnancy Disability Leave, California Family Rights Act (CFRA), and/or the Federal Family Medical Leave Act (FMLA), when applicable, for purposes of parenthood leave (e.g., pregnancy, childbirth, adoption, or foster care placement). Pregnancy 006293.00023
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City of Pasadena and PMA, 7/1/2023 -June 30, 2027, Page 15 Disability Leave (which runs concurrently with FMLA) provides for up to four months of leave for pregnancy disability (with health insurance paid for during such leave). CFRA provides the right to take up to an additional 12 weeks of leave (for up to one year after the birth, adoption or placement of a child in foster care) for caring for a newborn child, an adopted child or a child placed in the home for foster care. The department head may grant additional unpaid leaves of absence, with no additional benefits, for an additional period of up to four months for parenthood leaves (including employees of both genders) when such leave will not have a detrimental effect in maintaining operational needs.
1. Accrued Leaves - Part-time Members
Part-time bargaining unit members working twenty (20) hours a week or more shall be entitled to vacation, sick, and management time off on a pro- rata basis. That is, members working twenty-five (25) hours per week would accrue leaves at the rate of 62.5% of a full-time employee. Members working thirty (30) hours per week would accrue leaves at 75% of the rate of full-time employees, etc.
J. Jury Duty Leave
1. If a member is required to be absent from work to report for jury duty, the employee will notify his/her supervisor of the absence as soon as possible, including, a phone message the night before if the employee finds out via a phone recording that he/she must report the next day.
2. There will be no reduction in pay for a unit member who is required to be absent from work for jury duty. Jury duty includes time in court awaiting assignment or release. In those cases in which the employee is released by the court with four or more hours remaining on his/her shift, the employee will report for duty as soon as possible and work the balance of the shift. By returning to work, the employee will receive a full day's pay, and shall pay to the City any amount received from the court for the jury duty, excluding mileage. Exempt employees who can work from a location other than their primary work location may request authorization from his/her department head to work the remainder of the day in an alternate location.
3. In those cases in which the employee is not released by the court with four or more hours remaining on his/her shift, the employee need not return to work. The employee shall receive the full day's pay, and shall pay to the City any amount received from the court for jury duty, excluding mileage.
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4.Employees will submit proof of jury service to his/her supervisor.
K. Compensatory Time
For future promotions to exempt PMA represented classifications, those employees will be required to cash out any accrued and unused compensatory time off at rate of pay of the classification immediately prior to appointment to the PMA classification. Exempt employees in PMA are not eligible to earn compensatory time off.
L. Partial Day Absences
1. The intent of the partial day absence rule is to allow for some flexibility for exempt employees, while still recognizing the principle of public accountability. Public accountability means that employees are expected to work their regular work schedule and should not regularly be absent for less than three hours per day. If an employee needs to occasionally be absent for less than three hours on a working day, he/she will not have to use leave, but will be expected to complete his/her work.
2. FLSA exempt employees who are absent from work for three hours or more of their regularly assigned work schedule are required to utilize appropriate leave time to cover the absence. If accrued leave is unavailable, the time will be recorded as leave without pay.
3. Non-exempt employees must account for all regularly scheduled hours with work or leave. The type of earned/accrued leave used for partial day absences should be based on the reason for the absence.
For example, for a doctor's appointment, sick leave would be appropriate. For personal time, vacation or management time off would be appropriate.
4. On balance, exempt employees should be averaging at least forty hours a week of work, with the 9/80 schedule that is eighty hours in a pay period along with any additional hours that may be required to fulfill the responsibilities of the position.
5. Partial day absences are subject to supervisor approval, whether use of leave time is required or not. The use of vacation, sick leave and MTO require advance approval. Flexibility of an exempt employee's work hours may or may not be granted based on operational need including the need for supervisors to be available to supervise non- exempt staff and/or to provide service to the public and internal customers.
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City of Pasadena and PMA, 7/1/2023 -June 30, 2027, Page 17 ARTICLE 18 REST PERIODS
Employees shall be permitted to take two 15-minute rest periods per day. The first rest period shall occur in the first half of the employee's shift and the second rest period shall occur during the second half of the employee's shift. Employees may leave the job site for a rest period providing that the total time away from the job does not exceed 15 minutes. Rest periods must be coordinated not to adversely impact department operations.
Rest periods may not be accumulated, added to a lunch hour, taken before the day begins, to leave work early or added to any form of leave.
ARTICLE 19 EMPLOYEE BENEFITS
The following section outlines the insurance benefits for employees who have a full- time equivalent (FTE) of .75 and are regularly scheduled to work an average of thirty (30) or more hours per week during the calendar year.
A. Life Insurance
The City will provide life insurance and accidental death and dismemberment coverage for unit members. The policy is $75,000 for each employee.
B. Dental Care Program
The City will contribute 100% of the employee only PPO premium towards a dental care program as provided by the City of Pasadena. For employees who cover a dependent, the City will contribute up to an additional $80.00 per month toward the dental care premium. At no time will the City contribute more than 100% of the premium for whatever dental care is chosen.
C. Health Insurance/Employee Option Benefit Fund (EOBF) The City of Pasadena participates in the CalPERS Medical program (per the Public Employee Medical and Hospital Care Act - "PEMHCA"). For employees enrolled in a CalPERS medical plan, the City contributes the required statutory minimum (per Government Code section 22892) toward the medical premium which is part of the EOBF allowance.
The Employee Option Benefit Fund (EOBF) allowance is used to offset health premium costs and includes the PEMHCA minimum.
For calendar year 2023, the EOBF allowance for employees enrolled in a medical plan offered through the City is:
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City of Pasadena and PMA, July 1, 2023-June 30, 2027, Page 18 D.
Tier 1:
Tier 2:
Tier 3:
Employee Only
Employee +1
Employee +2
$1,304.13
$1,476.58
$1,919.56
Increases to each tier (employee only, EE+1, EE+2) will only occur when the premium for the CalPERS LA Region for Blue Shield Access+ or Kaiser exceed the current allowance. The allowance in each tier will equal the lower of the LA Region Blue Shield ACCCSS+ or Kaiser premium but shall not be lowered below the 2015 allowance. The allowance includes the PEMHCA minimum.
New employees hired by the City on or after January 1, 2016, will receive an EOBF allowance (including the statutory minimum) that equals the premium of Blue Shield Access+ or Kaiser (LA Region) whichever is lower for the tier in whichthey enroll (employee only, employee+1 employee+2).
Individuals employed by the City as of December 31, 2015 who elect to opt out of medical coverage offered by the City because they have provided proof of medical coverage will receive an EOBF opt out allowance of $1,304.13 per month which will be designated to the employee's deferred compensation account. Employees may elect to have 65% of the EOBF Opt Out allowance paid as cash in lieu of depositing the total allowance to a deferred compensation account offered by the City.
New employees electing to opt out of medical coverage offered by the City because they have provided proof of medical coverage will receive an EOBF opt out allowance of $400 per month which will be designated to the employee's deferred compensation account. New employees may elect to have 65% of the EOBF Opt Out allowance paid as cash in lieu of depositing the total allowance to a deferred compensation account offered bythe City.
Long Term Disability
1. The City will provide basic long-term disability (LTD) coverage for employees. The City will pay the premium for the LTD plan.
2. The City will make available supplemental LTD coverage, which employees may purchase at their expense.
Tuition Reimbursement
Full-time employees pursuing an Associate degree or higher in a job- related field at an accredited college or university, shall be eligible for tuition reimbursement of up to five thousand dollars ($5,000) per fiscal 006293.00023
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City of Pasadena and PMA, 7/1/2023 -June 30, 2027, Page 19 year. Upon presentation of receipts and grade cards (for which the employee must receive a grade of at least a "C" or better), employees will be reimbursed for the actual costs of tuition, books, lab fees, or other student expenses. Parking fees are not reimbursable under this provision.
F. Licenses & Certifications
Upon approval of Department Head, employees may be reimbursed for for any approved licenses/certificates renewed or obtained annually.
G. Professional/Personal Development Allowance
Employees are eligible for an annual lump sum payment of $750 included with the second paycheck in March. This allowance is designed for professional and/or personal development and may be used at the employees' discretion. This allowance is taxable and is not reported to CalPERS as special compensation.
Employees with 15 or more years of continuous service with the City are eligible for an annual lump sum payment of $950 included with the second paycheck in March beginning in 2020.
H. Car Allowance
Upon the recommendation of an employee's department head, the City Manager, (City Clerk or City Attorney for employees who report to these individuals) may authorize, on an individual basis, a car allowance in an amount not to exceed $300 per month for individuals who regularly drive during the work day as part of his/her regular duties or who may be required to respond to frequent calls to return to work during off-duty hours.
Individuals receiving a car allowance are not eligible for mileage reimbursement.
I. Mileage Reimbursement
The City will provide reimbursement to employees for use of their personal vehicle for authorized work related travel. Such reimbursement shall be equal to the rate allowed for tax deduction by the IRS for unreimbursed employee business expenses for the applicable calendar year.
J. Parental Leave
State Disability Insurance (and Paid Family Leave). Effective January 1, 2024, or as soon as practical thereafter, the City approves PMA's participation in the Employment Development Department's State Disability Insurance (SDI) program.
The cost of participating in this program is approximately 1% of earnings and will be paid by the employee. Employees may not receive more than 100 percent of normal City of Pasadena and PMA, July 1, 2023-June 30, 2027, Page 20 006293.00023
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earnings when receiving SDI or PFL benefits and pay from the City. In the event of a disability that is non-industrial or where industrial causation has yet to be determined, or for time taken to care for a seriously ill family member, or to bond with a new child, employees shall apply for SDI/PFL benefits in a timely manner. The City will continue to pay the employer share of the premiums for medical, vision, dental, and life insurance coverage on behalf of a qualified regular full or part-time employee who is receiving SDI for the period of time that he/she has and utilizes leave accruals to fully integrate or for the period of time he/she is on approved FMLA/CFRA leave, whichever period is longer. SDI benefits will be integrated with accrued leave accruals as follows:
a. Employees must promptly inform departmental payroll clerks of their SDI benefit amount and provide documentation of receipt for which he/she is eligible.
b. Employees' pay, including leave accruals and/or SDI benefits shall not exceed the employee's regular gross pay. Gross pay is made up of regular base pay and bilingual pay, as applicable. Employees must integrate all required leave to equal 100% of their full-time equivalent position. c. Upon exhaustion of sick leave, other accumulated leave will be integrated with weekly SDI benefits.
ARTICLE 20 RETIREMENT
A. Retirement benefits shall be provided as currently specified under the City of Pasadena's contract with the Public Employees' Retirement System.
B. Unit members employed by the City of Pasadena on or before December 31, 2012 and employees hired on or after January 1, 2013 who have less than a six month break in CalPERS covered service or are members of an agency with reciprocity, are defined as Classic Members and provided the following retirement benefits:
1. Miscellaneous 2.5% @ 55 benefit formula.
2. Final compensation based upon the highest annual average compensation earnable during the 36 months of employment immediately preceding the effective date of his/her retirement or some other period designated by the retiring employee.
3. Unit members employed by the City prior to July 1, 1984 have a one year final compensation period.
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4. Employees pay 2% of the employer rate as cost-sharing in accordance with Government Code section 20516(f). The City pays and reports the value of Employer Paid Member Contributions as 2%.
5. Effective the pay period that includes January 1, 2018, employees pay 6% employee/member contribution on a pre-tax basis and 2% of the employer rate as cost-sharing in accordance with Government Code section 20516(f). The City reports the value of the member contribution as 2%.
6. Effective July 9, 2018, in addition to B.5. above, employees contribute an additional 0.5% on a pre-tax basis as cost-sharing (for a total of
2.5% of the employer rate) in accordance with Government Code section 20516(f). The City reports the value of the member contribution as 2%.
7. Effective the pay period that includes January 1, 2019, employees pay 8% employee/member contribution on a pre-tax basis and 0.5% of the employer rate as cost-sharing in accordance with Government Code section 20516(f). The City reports the value of the member contribution as 0%.
8. Effective the first full pay period in July 2019, employees pay 8% employee/member contribution on a pre-tax basis and an additional
0.75% of the employer rate as cost-sharing (for a total of 1.25% of the employer rate) in accordance with Government Code section 20516(f). The City reports the value of the member contribution as 0%.
C. Unit members hired on or after January 1, 2013 who are "new members" as defined in the Public Employees' Pension Reform Act of 2013, are provided the following retirement benefits:
1. Miscellaneous 2% @ 62 benefit formula.
2. Final compensation based upon the highest annual average compensation earnable during the 36 months of employment immediately preceding the effective date of his/her retirement or some other period designated by the retiring employee.
3. Effective June 19, 2023, employees will no longer contribute 1% of pensionable compensation toward retirement on a pre-tax basis as cost-sharing under Government Code 20516(f).
D. The City contracts for the following optional benefits which apply to all employees:
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1. 1959 Survivor Benefit Level 4 (Section 21574)
2. Pre-Retirement Option 2W Death Benefit (Section 21548)
3. Pre-Retirement Death Benefits to Continue After Remarriage of Survivor (Section 21551)
4. $500 Retired Death Benefit (Section 21620)
5. 2% Annual Cost of Living Allowance Increase (Section 21329)
6. Unused Sick Leave Credit (Section 20965)
7. Military Service Credit (Section 21024)
ARTICLE 21 MOVEMENT THROUGH THE SALARY SCHEDULE
An individual is eligible for movement within the established salary range during the annual performance evaluation process as determined by his/her supervisor and with approval of his/her department director. During the annual performance evaluation process, an individual demonstrating the ability to consistently meet expectations for the position which results in accomplishments achieved during the review period are eligible for salary increases up to the control rate. An individual demonstrating the ability to consistently meet expectations for the position will receive a 3% increase in annual base pay no more than once every twelve months.
Directors (and City Attorney and City Clerk, when applicable) may grant up to a total of 7% increase in annual base pay up to the salary control rate for employees whose performance consistently exceeds expectations or who has completed significant projects that have department-wide or citywide impact as noted in his/her performance evaluation. If an employee's performance evaluation is not completed within 60 days of their anniversary date, the employee will automatically receive a 3% increase in annual base pay up to the salary control rate.
ARTICLE 22 DISCIPLINE
The City may take disciplinary action for cause. Disciplinary actions shall include only the following: verbal and written reprimands, suspension, reductions within salary range, demotion and termination. Disciplinary actions (with the exception of verbal and written reprimands) may be appealed starting at Step 2 of the Grievance procedure set forth in Article 23.
ARTLCLE 23 G Rl EVANCE
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City of Pasadena and PMA, 7/1/2023 -June 30, 2027, Page 23 A. Definition
1. Grievance - A dispute between an employee or employees and the City regarding an interpretation or application this MOU, or of the rules and regulations governing conditions of employment.
2. Employee - a bargaining unit member.
B. Guidelines
1. An employee may file a grievance without jeopardizing the employee's employment. The Association may also file a grievance.
2. An employee may select one of the following methods of representation. The employee may:
a. Beself-represented
b. Be represented by another person
c. Be represented by the Association not to exceed two City employees and the Business Representative.
3. Allegations of unlawful discrimination shall be processed through either the Human Resources Department utilizing the Discrimination Complaint Procedure, or the Grievance Procedure. The employee shall select one of these two options at the time of filing the discrimination allegation.
4. Once a grievance is presented and formal notification has been given to the department that the employee will be represented by another person in the grievance proceedings, then that representative shall be governed by this MOU.
5. The representative shall be entitled to:
a. Notification of the time and place of the grievance
proceedings and the opportunity to be present at such
proceedings.
b. A copy of any written decisions or communications to the employee concerning the grievance proceedings.
c. Time to discuss the grievance or complaint with the employee.
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d. Make inquiries in order to obtain relevant information and the right to interview witnesses, supervisors and other employees on City time.
e. Time to assist the grievant in preparation for the grievance process.
f. Agrievance maybe initiated bytheemployee concerned orthe Association.
g. An earnest and sincere effort shall be made by all parties to cooperate in the prompt resolution of a grievance in an amicable manner. The time limits may be extended when
mutually agreed upon in writing between the appropriate parties. If the employee, the employee's representative or the Association, fails to proceed with the grievance within any of the time limits specified herein, the grievance shall be considered settled on the basis of the last decision rendered.
If a supervisor does not proceed within the time limits or does not seek an extension of time, the grievance may proceed to the department head.
h. This is the sole and exclusive method for resolving grievances.
C. Grievance Steps
1. Step 1
The employee shall orally present the grievance to the immediate supervisor within fourteen (14) calendar days following the event or events upon which the grievance is based. If the employee and the immediate supervisor are both in the unit, the grievance shall be presented to the next higher-level supervisor not included in the unit.
If the employee elects to be represented (per "Guidelines, Paragraph 3") upon notification to the immediate supervisor, the employee may be assisted by a representative in presenting the grievance.
The immediate supervisor shall make whatever investigation deemed necessary and may arrange a meeting with the employee to discuss the grievance and, if possible, resolve it. The supervisor shall give an answer to the employee within fourteen (14) calendar days following the oral presentation of the grievance. If the employee has requested to be represented, the representative shall be given the opportunity to attend the meeting and shall be informed of the immediate supervisor's decision on the grievance. 006293.00023
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City of Pasadena and PMA, 7/1/2023 - June 30, 2027, Page 25 If the employee is not satisfied with the decision of the immediate supervisor, upon indicating the specific areas of disagreement, appeal to Step 2 can be made.
2. Step 2
If the employee desires to appeal his/her grievance to Step 2, the employee shall submit in writing the specific grievance and areas of disagreement on a grievance form to the department head, within fourteen (14) calendar days following receipt of the immediate supervisor's decision at Step 1. The Association may file a grievance on the employee's behalf by completing the grievance form and submitting it to the department head or Human Resources within fourteen (14) working days of the step one decision. The written grievance must contain a complete statement of the complaint, the facts upon which it is based, the employee's reasons for the appeal, and the remedy being requested. The grievance form shall be signed and dated by the employee(s) and/or Association representative.
The department head and the Director of Human Resources, or their designated representatives, shall attempt to resolve the grievance and shall arrange a meeting with the employee(s) and his/her appropriate representative. A decision, in writing, shall be given to the employee within fourteen (14) calendar days following the receipt of the written appeal or conclusion of the appeal meeting whichever is later.
If the written response is not provided within fourteen (14) calendar days of the step 2 meeting, then the grievant may appeal to step 3 unless the reason the response has not been provided is because information has been requested from the grievant or has not been provided. In that situation, the response is not due until after the decision maker is provided with the requested information.
If the employee or Association is not satisfied with the Step 2 decision upon indicating areas of specific disagreement, appeal of the grievance to Step 3 for resolution may be made. However, appeal beyond Step 2 for oral or written reprimands are excluded and the decision at Step 2 shall be final.
3. Step 3 (Advisory Arbitration)
If the grievance has been properly processed and is not satisfactorily resolved at Step 2, the Association or the employee with the Association's written consent may appeal the grievance to Step 3.
The appeal shall be in writing; shall be signed by the employee, or by the appropriate representative of the City; and shall be submitted City of Pasadena and PMA, July 1, 2023-June 30, 2027, Page 26 006293.00023
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to the other party within fourteen (14) calendar days of the written decision at Step 2.
The parties shall request that the Public Employment Relations Board (or other mutually agreeable entity) submit a list of seven (7) persons qualified to act as arbitrators.
Within seven (7) calendar days following receipt of the list of arbitrators, the parties shall meet to select the arbitrator. The parties shall alternately strike one name from the list of arbitrators (the right to strike the first name to be determined by flipping a coin) until one (1) name remains, and that person shall be the arbiter.
The arbitrator shall hold a hearing on the issue, or issues submitted.
The arbiter shall not hear witnesses without the presence of both parties. He/she shall render a written opinion within 30 days following the close of the hearing unless the period has been mutually extended in writing. The opinion, shall be advisory only, shall not be binding on either party, and shall be limited to the issue, or issues, presented (or mutually agreed upon) to the arbitrator. The opinion shall be sent to the City Manager or designee, with a copy to the employee and Association.
Within thirty-five (35) calendar days following receipt of the advisory opinion, the City Manager or designee shall advise the employee by letter whether he/she intends to take any further action regarding the issue, or issues, referred to in the arbitrator's advisory opinion.
He/she may affirm, modify or reject the advisory recommendation.
A copy of the City Manager or designee's letter will be sent to the employee and Association If the matter involves discipline, the employee will be advised of his/her right to appeal the decision of the City Manager or designee in accordance with Code of Civil Procedure section 1094.5.
Each of the parties involved shall contribute equally to the cost of facilities, fees and expense of the arbitrator, including transcripts required - which shall be determined in advance of the hearing. Each party shall bear its own witness and attorney fees.
ARTICLE 24 LAYOFF
A.The City Manager shall have the authority to accomplish a reduction in force.
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City of Pasadena and PMA, 7/1/2023 -June 30, 2027, Page 27 B. The retention of management employees within an affected department, or appropriate subdivision thereof, shall be based on:
1. The needs of the department for retained skills and capabilities.
2. The demonstrated capability of each employee to contribute to the department's effectiveness, as may be evidenced by performance evaluations and other supervisory evaluations of job performance.
C. A management employee to be laid off shall be given written notice thereof at least two weeks before the effective date of layoff. The department head may relieve the employee of further duties at any time after the notice is given, hlowever, the employee shall receive full pay for any remaining portion of the two-week notification period.
D. Employees who may be laid off shall be certified to available vacancies for which they qualify.
At the time of layoff, management employees may request to be placed on a reemployment list for 12 months provided their performance evaluation is rated Proficient or better and shall be certified to vacancies occurring in their job classification or classification series. If the vacancy is in the department from which the employee was laid off, reappointment shall be made. Following the expiration of the 12-month certification list, laid off employees may be considered for an additional 12 months.
E. Employees who are laid off will not receive any benefits while on a recall list but if they are recalled from the recall list they will be treated as follows:
1. Such employees will return with the exact amount of seniority (both City-wide and department-wide) they had on the day they were laid off. For purposes of all leave accruals, the employee will begin accruing leave based on their seniority as provided in this MOU.
2. Employees who are laid off will receive payment for all accrued and unused vacation, management time off and floating holiday hours at the time of layoff.
3. Severance
Employees laid off pursuant to this Article shall be entitled to one month's compensation for each year of City service not to exceed six (6) months' pay. These payments shall be made monthly and shall end if the employee is re-employed by the City.
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ARTICLE 25 ADMINISTRATIVE REASSIGNMENT
A. After exhausting the layoff provisions set forth above, if a regular status employee is subject to involuntary layoff or displacement, the City Manager, in consultation with the Director of Human Resources, may reassign the impacted employee to a vacant position in a classification other than his/her own, based on the employee's knowledge, skills, abilities and work performance. Such reassignment shall be temporary and shall not exceed one year.
B. In all cases of administrative reassignment, whether to a lower, higher, or equivalent level of classification, employees must take a qualifying examination to be eligible for regular status in the classification. This examination may be non-competitive and shall occur no less than three months and no more than one year from the beginning of the administrative reassignment. When the employee is satisfactorily performing the full duties and responsibilities of the reassigned position and has qualified for the classification based on examination, he/she may be formally appointed to the position.
C. Employees who are administratively reassigned will serve the normal probationary period for the classification in which they are placed, beginning with the date the administrative reassignment becomes effective.
If formal appointment is not achieved within one year from the date of reassignment, the employee may be laid off or separated from City employment. Such employee may exercise all options and rights applicable to the classification from which previously laid off or displaced.
D. If the reassignment is to a classification with an equivalent or higher maximum salary, the employee will retain his/her present classification, salary and benefits until he/she has qualified based upon examination. If the reassignment is to a classification with a lower maximum salary, the employee will assume the new classification title and corresponding benefits. The employee's salary shall not exceed the maximum allowable in the classification to which reassigned. At the time an employee is formally appointed to a higher classification through the examination process, his/her salary and benefits may be adjusted as appropriate to the new classification.
ARTICLE 26 PRIDESHARE PROGRAM
Unit members must participate in the PrideShare program as identified in the City's Personnel Manual of Policies and Procedures. Solo drivers are required to pay $35 per month. Non-Solo drivers have benefits provided per the policy. Employees who follow the exceptions to the program (e.g., by using public transit or walking or riding a bicycle to work) do not have to pay the per month fee. 006293.00023
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City of Pasadena and PMA, 7/1/2023 - June 30, 2027, Page 29 ARTICLE 27 CLASSIFICATION AND COMPENSATION STUDY
The parties will establish a targeted study of classifications within the PMA bargaining unit over an established period of time.
By December 15th of each year, the parties will agree on ten (10) classifications that will be studied over the next calendar year, with the first five (5) classifications studied between January and June, and the remaining five (5) classifications studied between July and December.
If agreement cannot be reached, the City will determine what classifications will be studied.
The City will meet with the impacted employees as necessary during the review process to ensure a complete understanding of their job duties.
After each of these segments of the classification and compensation study are completed, the City will share the results with the PMA and meet and confer with the PMA regarding whether salary adjustments are warranted by the study and if so, the amount of the salary adjustments.
The timelines for these studies may be extended by mutual agreement of the parties.
ARTICLE 28 LABOR-MANAGEMENT COMMITTEE
A. During the term of this MOD, the parties agree to convene a Joint Labor-Management Committee no more than once monthly, for the purpose of discussing issues impacting employees in this bargaining unit.
B. The Committee shall meet at the request of either party, during regular working hours.
The Committee shall consist of an equivalent number of Association and Management representatives. Association representatives shall be designated by the Association from among bargaining unit employees. Management representatives shall be designated by the Director of Human Resources.
C. Upon agreement, the parties can use the assistance of a Federal or State mediator in their discussions at the labor-management committee meetings.
D. The parties agree that the Committee may make advisory recommendations to Management for consideration.
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City of Pasadena and PMA, 7/1/2023 -June 30, 2027, Page 31
SIGNATURE PAGE
The parties hereto have caused their duly-authorized representatives to execute this Memorandum of Understanding effective July 31,2023
FOR THE City of Pasadena: FOR THE PASADENA MANAGEMENT
ASSOCIATION:
Miguel Marquez, City Manager Mike Chiasson, PMA President -1
Tiffany Jacobs-Quinn, Director of
Human Resources
Jaime Arellano, Principal Human Resources
Analyst
(:_ _y
Sharon Moody, PMA '<?ic^/President^
/
Dolores McDonnell, PMA
Director
JayTrinnaman, Atkinson, Andelson, Loya,
Ruud, & Romo
P^M^^^^c^M
/? _
Phyllis Hallowell, PMA Director
Glenn Rothner, RothnerSegall
Greenstone
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City of Pasadena and PMA, July 1, 2023-June 30, 2027 , Page 32
EXHIBIT I
PMA SALARY SCHEDULE
Effective July 31,2023
Job ClassificationSalary Control Rate
311 CALL CENTER MANAGER$136,922
ACCOUNT MANAGER$128,430
ACCOUNTANT$90,859
ADAPTIVE RECREATION PRG SPEC$75,124
APPLICATIONS DEVELOPER$129,737
ASSC ELECTRICAL ENGINEER$137,568
ASSIST ENVHEALTH SPECIALIST$76,864
ASSISTANT CITY CLERK$103,471
ASSISTANT CITY ENGINEER$198,414
ASSISTANT ENGINEER$113,037
ASSISTANT PLANNER$100,122
ASSOCIATE ENGINEER$131,541
ASSOCIATE PLANNER$110,604
ASST ELECTRICAL ENGINEER$118,213
BUILDING INSPECTION SUPERVISOR$120,306
BUILDING OFFICIAL$192,085
BUSINESS SYS ANALYST$111,111
CAPITAL PROJECTS MANAGER$149,876
CAREER SERVICES ADMINISTRATOR$161,196
CAREER SERVICES COORDINATOR$129,158
CENTRAL SERVICES SUPERVISOR$90,289
CHEMIST$112,186
CITY ARCHITECT$182,892
CODE COMPLIANCE MANAGER$142,197
COLLECTIONS SPECIALIST$81,969
CONSERVATION PROG ANALYST$94,864
CONSTRUCTION INSPECTOR$89,783
CONSTRUCTION INSPECTOR$98,705
CRIME ANALYST$113,485
CULTURAL AFFAIRS MANAGER$166,317
CUSTOMER PROGRAM MANAGER$141,167
CUSTOMER REL PROG MGR$141,167
CUSTOMER RELATIONS MANAGER$162,175
CUSTOMER SERVICE MANAGER$158,793
CUSTOMER SERVICE SUPERVISOR$104,717
CUSTOMER SV FIELD SUPERVISOR I$104,718
DATABASE ADMINISTRATOR$144,252
DEPUTY CITY CLERK$78,737
ELECTRIC MECH CREW SUPERVISOR$142,984
ELECTRICAL ENGINEER$155,757
ENERGY TRADER$178,467
EXHIBIT I
PMA SALARY SCHEDULE
Effective July 31,2023
Job Classification Salary Control Rate
ENERGY TRADER TRAINEE $138,118
ENGINEER $148,934
ENGINEERING MANAGER $198,294
ENVIRON HEALTH PROGRAM MGR $98,277
ENVIRON HEALTH SPECIALIST $94,055
EPIDEMIOLOGIST $117,954
EPIDEMIOLOGY ANALYST $93,356
EQUIPMENT MECHANIC SUPERVISOR $103,441
EXECUTIVE ASSISTANT $78,734
FACILITIES MAINTENANCE COORD $89,930
FILM/EVENT COORDINATOR $92,547
FILM/EVENT PROGRAM COORDINATOR $108,151
FINANCIAL/RATE ANALYST $108,153
FLEET MAINT SUPERVISOR $93,511
GIS ADMINISTRATOR $144,252
GIS ANALYST $111,111
GRADING PLANS CHECK ENGINEER $141,751
GRADUATE MANAGEMENT INTERN $73,116
HAZARDOUS MATERIALS SPECIALIST $124,776
HEALTH EDUCATOR $99,096
HOUSING ADMINISTRATOR $159,686
HOUSING ASSISTANCE OFFICER $140,244
HOUSING SPECIALIST $102,903
INSPECTION SUPERVISOR $117,387
INSURANCE AND CLAIMS ANALYST $101,308
IT ANALYST $111,111
IT MANAGER $177,128
IT PROJECT MANAGER $129,737
IT SECURITY OFFICER $177,128
IT SUPERVISOR $152,947
LANDSCAPE ARCHITECT $122,703
LIBRARIAN $82,836
LIBRARY SERVICES MANAGER $111,747
LICENSED CLINICAL SOCIAL WORK $91,368
MANAGEMENT ANALYST I $84,153
MANAGEMENT ANALYST II $92,885
MANAGEMENT ANALYST I $108,153
MANAGEMENT ANALYST IV $124,191
MANAGEMENT ANALYST V $137,091
MANAGER OF PLANNING & ANALYSIS $174,185
MATERIALS & WAREHOUSE MANAGER $139,704
EXHIBIT I
PMA SALARY SCHEDULE
Effective July 31,2023
Job ClassificationSalary Control Rate
MUNICIPAL SERVICES MANAGER$135,746
MUNICIPAL SERVICES SUPERVISOR$115,667
NEIGHBORHOOD & BSNS SVCS ADM$186,712
NETWORK ENGINEER$129,737
NORTHWEST MANAGER$159,686
NURSE PRACTITIONER$145,134
NUTRITIONIST- PERINATAL$93,147
NUTRITIONIST-W.I.C.$90,867
PARKING MANAGER$178,286
PARKING SERVICES SUPERVISOR$77,269
PARKS SUPERINTENDENT$133,900
PERMIT SERVICES MANAGER$135,746
PLANNER$122,390
PLANNING MANAGER$186,637
PLANS EXAMINER$114,337
POWER DISPATCHING SUPERVISOR$181,247
POWER DIST SECT SUPERVISOR$194,758
POWER DIST SVR - ELECTRIC$181,247
POWER ENGINEERING MANAGER$207,811
POWER PLANT MAINT SUPERVISOR$157,211
POWER PLANT MANAGER$187,395
POWER PLANT MECH CREW SUPER$136,706
POWER PLANT SUPERVISOR$166,594
POWER PRODUCTION ENGINEER$172,732
POWER PRODUCTION SUPERVISOR$158,055
POWER RESOURCE PLAN MANAGER$218,982
POWER RESOURCE PLANNER$142,418
POWER RESOURCE PLANNER I$163,780
PRINCIPAL ACCOUNTANT$137,091
PRINCIPAL CHEMIST$125,526
PRINCIPAL COMM RELATIONS REP$80,402
PRINCIPAL ELEC ENGINEER$178,162
PRINCIPAL ENGINEER$170,359
PRINCIPAL ENGINEERING TECH$124,655
PRINCIPAL FIN/RATE ANALYST$137,091
PRINCIPAL LIBRARIAN$147,741
PRINCIPAL PLANNER$162,078
PRINCIPAL PLANS EXAMINER$158,418
PRINCIPAL POWER DISPATCHER$167,241
PRINCIPAL POWER RESOURCES PLAN$186,764
PROGRAM COORDINATOR I$92,547
EXHIBIT I
PMA SALARY SCHEDULE
Effective July 31, 2023
Job Classification Salary Control Rate
PROGRAM COORDINATOR II $108,151
PROGRAM COORDINATOR ill $117,866
PROJECT MANAGER $138,225
PROJECT PLANNER $124,800
PUB HEALTH DIV MGR-COMM HEALTH $140,169
PUB HEALTH DIV MGR-ENV HEALTH $140,169
PUB HEALTH DIV MGR-NURSING SVC $140,169
PUBLIC HEALTH ADMINISTRATOR $150,968
PUBLIC HEALTH NURSE $113,103
PUBLIC HEALTH NURSE MANAGER $136,855
PUBLIC INFORMATION COORDINATOR $92,516
PUBLIC WORKS CREW SUPERVISOR I $89,960
PUBLIC WORKS CREW SVR $103,597
PUBLIC WORKS SUPER-ELECTRIC $142,325
PUBLIC WORKS SUPERINTENDENT $133,900
PURCHASING ADMINISTRATOR $152,954
REAL PROPERTY MANAGER $153,387
REC & COMM SVC ADMINISTRATOR $166,610
RECREATION & CS SUPERINTENDENT $133,900
RECREATION COORDINATOR $87,921
REGISTERED NURSE $106,651
RISK & INSURANCE ADM $139,704
SENIOR ACCOUNTANT $109,863
SENIOR APPLICATIONS DEVELOPER $144,252
SENIOR BUSINESS SYS ANALYST $120,545
SENIOR COMMUNITY RELATIONS REP $75,124
SENIOR CUSTOMER PROG ANALYST $128,430
SENIOR EXECUTIVE ASSISTANT $91,337
SENIOR GIS ANALYST $120,545
SENIOR HELICOPTER MECHANIC $116,699
SENIOR IT ANALYST $120,545
SENIOR IT PROJECT MANAGER $144,252
SENIOR LIBRARIAN $96,084
SENIOR NETWORK ENGINEER $152,947
SENIOR PLANNER $140,384
SENIOR PLANS EXAMINER $128,315
SENIOR PROJECT MANAGER $153,383
SENIOR PUBLIC HEALTH NURSE $118,759
SENIOR REGISTERED NURSE $114,143
SENIOR STREETLIGHT&SIGNAL MECH $123,763
SENIOR SUBSTANCE ABUSE COUNSEL $68,551
EXHIBIT I
PMA SALARY SCHEDULE
Effective July 31, 2023
Job ClassificationSalary Control Rate
SENIOR SYSENG/ADMIN$152,947
SOCIAL WORKER$81,495
STORM WATER PROGRAM ADMIN$141,365
SUBSTANCE ABUSE PROGRAM COORD$91,084
SUPERVISING FIRE INSPECTOR$124,776
SUPERVISING FIREPLANS EXAMINER$141,799
SUPERVISING PLANCHECK ENGINEER$145,063
SUPV PUBLIC HEALTH NURSE$124,414
SURVEY PARTY CHIEF$112,517
SYSTEMS ENGINEER/ADMIN$129,737
TELECOMM & REGULATOR ADMIN$152,947
TELECOMMUNICATIONS SUPERVISOR$120,545
TRANSPORTATION SERVICES MGR$178,286
UTILITY SERVICES PLANNING SVR$128,022
W.I.C. PROGRAM MANAGER$103,757
WATER OPS SECTION SPVR$160,544
WATER DIST & CON MANAGER$164,155
WATER DIST & CONS CREW SPVR$116,554
WATER OPERATIONS MNGR$193,929
WATER OPS & TREAT CREW SPVR$125,597
WATER QUALITY MANAGER$160,400
WATER SYSTEM SUPERVISOR$118,260
WHOLESALE OPERATIONS MANAGER$207,782
WORK EXPERIENCE SUPERVISOR I$80,972
WORK EXPERIENCE SUPERVISOR II$93,119
WORKERS COMP CLAIMS EXAMINER$96,833
EXHIBIT I
PMA SALARY SCHEDULE
Effective January 1, 2024
Job Classification Salary Control Rate
311 CALL CENTER MANAGER $138,291
ACCOUNT MANAGER $129,714
ACCOUNTANT $91,768
ADAPTIVE RECREATION PRG SPEC $75,875
APPLICATIONS DEVELOPER $131,034
ASSC ELECTRICAL ENGINEER $138,944
ASSIST ENVHEALTH SPECIALIST $77,633
ASSISTANT CITY CLERK $104,506
ASSISTANT CITY ENGINEER $200,398
ASSISTANT ENGINEER $114,167
ASSISTANT PLANNER $101,123
ASSOCIATE ENGINEER $132,856
ASSOCIATE PLANNER $111,710
ASST ELECTRICAL ENGINEER $119,395
BUILDING INSPECTION SUPERVISOR $121,509
BUILDING OFFICIAL $194,006
BUSINESS SYS ANALYST $112,222
CAPITAL PROJECTS MANAGER $151,375
CAREER SERVICES ADMINISTRATOR $162,808
CAREER SERVICES COORDINATOR $130,450
CENTRAL SERVICES SUPERVISOR $91,192
CHEMIST $113,308
CITY ARCHITECT $184,721
CODE COMPLIANCE MANAGER $143,619
COLLECTIONS SPECIALIST $82,789
CONSERVATION PROG ANALYST $95,813
CONSTRUCTION INSPECTOR $90,681
CONSTRUCTION INSPECTOR II $99,692
CRIME ANALYST $114,620
CULTURAL AFFAIRS MANAGER $167,980
CUSTOMER PROGRAM MANAGER $142,579
CUSTOMER REL PROG MGR $142,579
CUSTOMER RELATIONS MANAGER $163,797
CUSTOMER SERVICE MANAGER $160,381
CUSTOMER SERVICE SUPERVISOR $105,764
CUSTOMER SV FIELD SUPERVISOR I $105,765
DATABASE ADMINISTRATOR $145,695
DEPUTY CITY CLERK $79,524
ELECTRIC MECH CREW SUPERVISOR $144,414
ELECTRICAL ENGINEER $157,315
ENERGY TRADER $180,252
EXHIBIT I
PMA SALARY SCHEDULE
Effective January 1, 2024
Job ClassificationSalary Control Rate
ENERGY TRADER TRAINEE$139,499
ENGINEER$150,423
ENGINEERING MANAGER$200,277
ENVIRON HEALTH PROGRAM MGR$99,260
ENVIRON HEALTH SPECIALIST$94,996
EPIDEMIOLOGIST$119,134
EPIDEMIOLOGY ANALYST$94,290
EQUIPMENT MECHANIC SUPERVISOR$104,475
EXECUTIVE ASSISTANT$79,521
FACILITIES MAINTENANCE COORD$90,829
FILM/EVENT COORDINATOR$93,472
FILM/EVENT PROGRAM COORDINATOR$109,233
FINANCIAL/RATE ANALYST$109,235
FLEET MAI NT SUPERVISOR$94,446
GIS ADMINISTRATOR$145,695
CIS ANALYST$112,222
GRADING PLANS CHECK ENGINEER$143,169
GRADUATE MANAGEMENT INTERN$73,847
HAZARDOUS MATERIALS SPECIALIST$126,024
HEALTH EDUCATOR$100,087
HOUSING ADMINISTRATOR$161,283
HOUSING ASSISTANCE OFFICER$141,646
HOUSING SPECIALIST$103,932
INSPECTION SUPERVISOR$118,561
INSURANCE AND CLAIMS ANALYST$102,321
IT ANALYST$112,222
IT MANAGER$178,899
IT PROJECT MANAGER$131,034
IT SECURITY OFFICER$178,899
IT SUPERVISOR$154,476
LANDSCAPE ARCHITECT$123,930
LIBRARIAN$83,664
LIBRARY SERVICES MANAGER$112,864
LICENSED CLINICAL SOCIAL WORK$92,282
MANAGEMENT ANALYST I$84,995
MANAGEMENT ANALYST II$93,814
MANAGEMENT ANALYST I$109,235
MANAGEMENT ANALYST IV$125,433
MANAGEMENT ANALYST V$138,462
MANAGER OF PLANNING & ANALYSIS$175,927
MATERIALS & WAREHOUSE MANAGER$141,101
EXHIBIT I
PMA SALARY SCHEDULE
Effective January 1, 2024
Job Classification Salary Control Rate
MUNICIPAL SERVICES MANAGER $137,103
MUNICIPAL SERVICES SUPERVISOR $116,824
NEIGHBORHOOD & BSNS SVCS ADM $188,579
NETWORK ENGINEER $131,034
NORTHWEST MANAGER $161,283
NURSE PRACTITIONER $146,585
NUTRITIONIST-PERINATAL $94,078
NUTRITIONIST-W.I.C. $91,776
PARKING MANAGER $180,069
PARKING SERVICES SUPERVISOR $78,042
PARKS SUPERINTENDENT $135,239
PERMIT SERVICES MANAGER $137,103
PLANNER $123,614
PLANNING MANAGER $188,503
PLANS EXAMINER $115,480
POWER DISPATCHING SUPERVISOR $183,059
POWER DIST SECT SUPERVISOR $196,706
POWER DISTSVR-ELECTRIC $183,059
POWER ENGINEERING MANAGER $209,889
POWER PLANT MAINT SUPERVISOR $158,783
POWER PLANT MANAGER $189,269
POWER PLANT MECH CREW SUPER $138,073
POWER PLANT SUPERVISOR $168,260
POWER PRODUCTION ENGINEER $174,459
POWER PRODUCTION SUPERVISOR $159,636
POWER RESOURCE PLAN MANAGER $221,172
POWER RESOURCE PLANNER I $143,842
POWER RESOURCE PLANNER I $165,418
PRINCIPAL ACCOUNTANT $138,462
PRINCIPAL CHEMIST $126,781
PRINCIPAL COMM RELATIONS REP $81,206
PRINCIPAL ELEC ENGINEER $179,944
PRINCIPAL ENGINEER $172,063
PRINCIPAL ENGINEERING TECH $125,902
PRINCIPAL FIN/RATE ANALYST $138,462
PRINCIPAL LIBRARIAN $149,218
PRINCIPAL PLANNER $163,699
PRINCIPAL PLANS EXAMINER $160,002
PRINCIPAL POWER DISPATCHER $168,913
PRINCIPAL POWER RESOURCES PLAN $188,632
PROGRAM COORDINATOR $93,472
EXHIBIT I
PMA SALARY SCHEDULE
Effective January 1, 2024
Job ClassificationSalary Control Rate
PROGRAM COORDINATOR I$109,233
PROGRAM COORDINATOR I$119,045
PROJECT MANAGER$139,607
PROJECT PLANNER$126,048
PUB HEALTH DIV MGR-COMM HEALTH$141,571
PUB HEALTH DIV MGR-ENV HEALTH$141,571
PUB HEALTH DIV MGR-NURSING SVC$141,571
PUBLIC HEALTH ADMINISTRATOR$152,478
PUBLIC HEALTH NURSE$114,234
PUBLIC HEALTH NURSE MANAGER$138,224
PUBLIC INFORMATION COORDINATOR$93,441
PUBLIC WORKS CREW SUPERVISOR I$90,860
PUBLIC WORKS CREW SVR I$104,633
PUBLIC WORKS SUPER-ELECTRIC$143,748
PUBLIC WORKS SUPERINTENDENT$135,239
PURCHASING ADMINISTRATOR$154,484
REAL PROPERTY MANAGER$154,921
REC & COMM SVC ADMINISTRATOR$168,276
RECREATION & CS SUPERINTENDENT$135,239
RECREATION COORDINATOR$88,800
REGISTERED NURSE$107,718
RISK & INSURANCE ADM$141,101
SENIOR ACCOUNTANT$110,962
SENIOR APPLICATIONS DEVELOPER$145,695
SENIOR BUSINESS SYS ANALYST$121,750
SENIOR COMMUNITY RELATIONS REP$75,875
SENIOR CUSTOMER PROG ANALYST$129,714
SENIOR EXECUTIVE ASSISTANT$92,250
SENIOR GIS ANALYST$121,750
SENIOR HELICOPTER MECHANIC$117,866
SENIOR IT ANALYST$121,750
SENIOR IT PROJECT MANAGER$145,695
SENIOR LIBRARIAN$97,045
SENIOR NETWORK ENGINEER$154,476
SENIOR PLANNER$141,788
SENIOR PLANS EXAMINER$129,598
SENIOR PROJECT MANAGER$154,917
SENIOR PUBLIC HEALTH NURSE$119,947
SENIOR REGISTERED NURSE$115,284
SENIOR STREETLIGHT&SIGNAL MECH$125,001
SENIOR SUBSTANCE ABUSE COUNSEL$69,237
EXHIBIT I
PMA SALARY SCHEDULE
Effective January 1, 2024
Job Classification Salary Control Rate
SENIOR SYSENG/ADMIN $154,476
SOCIAL WORKER $82,310
STORM WATER PROGRAM ADMIN $142,779
SUBSTANCE ABUSE PROGRAM COORD $91,995
SUPERVISING FIRE INSPECTOR $126,024
SUPERVISING FIREPLANS EXAMINER $143,217
SUPERVISING PLANCHECK ENGINEER $146,514
SUPV PUBLIC HEALTH NURSE $125,658
SURVEY PARTY CHIEF $113,642
SYSTEMS ENGINEER/ADMIN $131,034
TELECOMM & REGULATOR ADMIN $154,476
TELECOMMUNICATIONS SUPERVISOR $121,750
TRANSPORTATION SERVICES MGR $180,069
UTILITY SERVICES PLANNING SVR $129,302
W.I.C. PROGRAM MANAGER $104,795
WATER OPS SECTION SPVR $162,149
WATER DIST & CON MANAGER $165,797
WATER DIST & CONS CREW SPVR $117,720
WATER OPERATIONS MNGR $195,868
WATER OPS & TREAT CREW SPVR $126,853
WATER QUALITY MANAGER $162,004
WATER SYSTEM SUPERVISOR $119,443
WHOLESALE OPERATIONS MANAGER $209,860
WORK EXPERIENCE SUPERVISOR I $81,782
WORK EXPERIENCE SUPERVISOR $94,050
WORKERS COMP CLAIMS EXAMINER $97,801
EXHIBIT I
PMA SALARY SCHEDULE
Effective July 1,2024
Job ClassificationSalary Control Rate
311 CALL CENTER MANAGER$143,131
ACCOUNT MANAGER$134,254
ACCOUNTANT$94,980
ADAPTIVE RECREATION PRG SPEC$78,531
APPLICATIONS DEVELOPER$135,620
ASSC ELECTRICAL ENGINEER$143,807
ASSIST ENVHEALTH SPECIALIST$80,350
ASSISTANT CITY CLERK$108,164
ASSISTANT CITY ENGINEER$207,412
ASSISTANT ENGINEER$118,163
ASSISTANT PLANNER$104,662
ASSOCIATE ENGINEER$137,506
ASSOCIATE PLANNER$115,620
ASST ELECTRICAL ENGINEER$123,574
BUILDING INSPECTION SUPERVISOR$125,762
BUILDING OFFICIAL$200,796
BUSINESS SYS ANALYST$116,150
CAPITAL PROJECTS MANAGER$156,673
CAREER SERVICES ADMINISTRATOR$168,506
CAREER SERVICES COORDINATOR$135,016
CENTRAL SERVICES SUPERVISOR$94,384
CHEMIST$117,274
CITY ARCHITECT$191,186
CODE COMPLIANCE MANAGER$148,646
COLLECTIONS SPECIALIST$85,687
CONSERVATION PROG ANALYST$99,166
CONSTRUCTION INSPECTOR I$93,855
CONSTRUCTION INSPECTOR II$103,181
CRIME ANALYST$118,632
CULTURAL AFFAIRS MANAGER$173,859
CUSTOMER PROGRAM MANAGER$147,569
CUSTOMER REL PROG MGR$147,569
CUSTOMER RELATIONS MANAGER$169,530
CUSTOMER SERVICE MANAGER$165,994
CUSTOMER SERVICE SUPERVISOR$109,466
CUSTOMER SV FIELD SUPERVISOR I$109,467
DATABASE ADMINISTRATOR$150,794
DEPUTY CITY CLERK$82,307
ELECTRIC MECH CREW SUPERVISOR$149,468
ELECTRICAL ENGINEER$162,821
ENERGY TRADER$186,561
EXHIBIT I
PMA SALARY SCHEDULE
Effective July 1,2024
Job Classification Salary Control Rate
ENERGY TRADER TRAINEE $144,381
ENGINEER $155,688
ENGINEERING MANAGER $207,287
ENVIRON HEALTH PROGRAM MGR $102,734
ENVIRON HEALTH SPECIALIST $98,321
EPIDEMIOLOGIST $123,304
EPIDEMIOLOGY ANALYST $97,590
EQUIPMENT MECHANIC SUPERVISOR $108,132
EXECUTIVE ASSISTANT $82,304
FACILITIES MAINTENANCE COORD $94,008
FILM/EVENT COORDINATOR $96,744
FILM/EVENT PROGRAM COORDINATOR $113,056
FINANCIAL/RATE ANALYST $113,058
FLEET MAINT SUPERVISOR $97,752
GIS ADMINISTRATOR $150,794
CIS ANALYST $116,150
GRADING PLANS CHECK ENGINEER $148,180
GRADUATE MANAGEMENT INTERN $76,432
HAZARDOUS MATERIALS SPECIALIST $130,435
HEALTH EDUCATOR $103,590
HOUSING ADMINISTRATOR $166,928
HOUSING ASSISTANCE OFFICER $146,604
HOUSING SPECIALIST $107,570
INSPECTION SUPERVISOR $122,711
INSURANCE AND CLAIMS ANALYST $105,902
IT ANALYST $116,150
IT MANAGER $185,160
IT PROJECT MANAGER $135,620
IT SECURITY OFFICER $185,160
IT SUPERVISOR $159,883
LANDSCAPE ARCHITECT $128,268
LIBRARIAN $86,592
LIBRARY SERVICES MANAGER $116,814
LICENSED CLINICAL SOCIAL WORK $95,512
MANAGEMENT ANALYST I $87,970
MANAGEMENT ANALYST I $97,097
MANAGEMENT ANALYST III $113,058
MANAGEMENT ANALYST IV $129,823
MANAGEMENT ANALYST V $143,308
MANAGER OF PLANNING & ANALYSIS $182,084
MATERIALS & WAREHOUSE MANAGER $146,040
EXHIBIT I
PMA SALARY SCHEDULE
Effective July 1,2024
Job ClassificationSalary Control Rate
MUNICIPAL SERVICES MANAGER$141,902
MUNICIPAL SERVICES SUPERVISOR$120,913
NEIGHBORHOOD & BSNS SVCS ADM$195,179
NETWORK ENGINEER$135,620
NORTHWEST MANAGER$166,928
NURSE PRACTITIONER$151,715
NUTRITIONIST-PERINATAL$97,371
NUTRITIONIST-W.I.C.$94,988
PARKING MANAGER$186,371
PARKING SERVICES SUPERVISOR$80,773
PARKS SUPERINTENDENT$139,972
PERMIT SERVICES MANAGER$141,902
PLANNER$127,940
PLANNING MANAGER$195,101
PLANS EXAMINER$119,522
POWER DISPATCHING SUPERVISOR$189,466
POWER DIST SECT SUPERVISOR$203,591
POWER DISTSVR - ELECTRIC$189,466
POWER ENGINEERING MANAGER$217,235
POWER PLANT MAINT SUPERVISOR$164,340
POWER PLANT MANAGER$195,893
POWER PLANT MECH CREW SUPER$142,906
POWER PLANT SUPERVISOR$174,149
POWER PRODUCTION ENGINEER$180,565
POWER PRODUCTION SUPERVISOR$165,223
POWER RESOURCE PLAN MANAGER$228,913
POWER RESOURCE PLANNER I$148,876
POWER RESOURCE PLANNER I$171,208
PRINCIPAL ACCOUNTANT$143,308
PRINCIPAL CHEMIST$131,218
PRINCIPAL COMM RELATIONS REP$84,048
PRINCIPAL ELEC ENGINEER$186,242
PRINCIPAL ENGINEER$178,085
PRINCIPAL ENGINEERING TECH$130,309
PRINCIPAL FIN/RATE ANALYST$143,308
PRINCIPAL LIBRARIAN$154,441
PRINCIPAL PLANNER$169,428
PRINCIPAL PLANS EXAMINER$165,602
PRINCIPAL POWER DISPATCHER$174,825
PRINCIPAL POWER RESOURCES PLAN$195,234
PROGRAM COORDINATOR I$96,744
EXHIBIT I
PMA SALARY SCHEDULE
Effective July 1,2024
Job Classification Salary Control Rate
PROGRAM COORDINATOR II $113,056
PROGRAM COORDINATOR $123,212
PROJECT MANAGER $144,493
PROJECT PLANNER $130,460
PUB HEALTH DIV MGR-COMM HEALTH $146,526
PUB HEALTH DIV MGR-ENV HEALTH $146,526
PUB HEALTH DIV MGR-NURSING SVC $146,526
PUBLIC HEALTH ADMINISTRATOR $157,815
PUBLIC HEALTH NURSE $118,232
PUBLIC HEALTH NURSE MANAGER $143,062
PUBLIC INFORMATION COORDINATOR $96,711
PUBLIC WORKS CREW SUPERVISOR I $94,040
PUBLIC WORKS CREW SVR $108,295
PUBLIC WORKS SUPER-ELECTRIC $148,779
PUBLIC WORKS SUPERINTENDENT $139,972
PURCHASING ADMINISTRATOR $159,891
REAL PROPERTY MANAGER $160,343
REC & COMM SVC ADMINISTRATOR $174,166
RECREATION & CS SUPERINTENDENT $139,972
RECREATION COORDINATOR $91,908
REGISTERED NURSE $111,488
RISK & INSURANCE ADM $146,040
SENIOR ACCOUNTANT $114,846
SENIOR APPLICATIONS DEVELOPER $150,794
SENIOR BUSINESS SYS ANALYST $126,011
SENIOR COMMUNITY RELATIONS REP $78,531
SENIOR CUSTOMER PROG ANALYST $134,254
SENIOR EXECUTIVE ASSISTANT $95,479
SENIOR GIS ANALYST $126,011
SENIOR HELICOPTER MECHANIC $121,991
SENIOR IT ANALYST $126,011
SENIOR IT PROJECT MANAGER $150,794
SENIOR LIBRARIAN $100,442
SENIOR NETWORK ENGINEER $159,883
SENIOR PLANNER $146,751
SENIOR PLANS EXAMINER $134,134
SENIOR PROJECT MANAGER $160,339
SENIOR PUBLIC HEALTH NURSE $124,145
SENIOR REGISTERED NURSE $119,319
SENIOR STREETLIGHT&SIGNAL MECH $129,376
SENIOR SUBSTANCE ABUSE COUNSEL $71,660
EXHIBIT I
PMA SALARY SCHEDULE
Effective July 1,2024
Job ClassificationSalary Control Rate
SENIOR SYSENG/ADMIN$159,883
SOCIAL WORKER$85,191
STORM WATER PROGRAM ADMIN$147,776
SUBSTANCE ABUSE PROGRAM COORD$95,215
SUPERVISING FIRE INSPECTOR$130,435
SUPERVISING FIREPLANS EXAMINER$148,230
SUPERVISING PLANCHECK ENGINEER$151,642
SUPV PUBLIC HEALTH NURSE$130,056
SURVEY PARTY CHIEF$117,619
SYSTEMS ENGINEER/ADMIN$135,620
TELECOMM & REGULATOR ADMIN$159,883
TELECOMMUNICATIONS SUPERVISOR$126,011
TRANSPORTATION SERVICES MGR$186,371
UTILITY SERVICES PLANNING SVR$133,828
W.I.C. PROGRAM MANAGER$108,463
WATER OPS SECTION SPVR$167,824
WATER DIST & CON MANAGER$171,600
WATER DIST & CONS CREW SPVR$121,840
WATER OPERATIONS MNGR$202,723
WATER OPS & TREAT CREW SPVR$131,293
WATER QUALITY MANAGER$167,674
WATER SYSTEM SUPERVISOR$123,624
WHOLESALE OPERATIONS MANAGER$217,205
WORK EXPERIENCE SUPERVISOR I$84,644
WORK EXPERIENCE SUPERVISOR I$97,342
WORKERS COMP CLAIMS EXAMINER$101,224
EXHIBIT I
PMA SALARY SCHEDULE
Effective June 30, 2025
Job Classification Salary Control Rate
311 CALL CENTER MANAGER $147,425
ACCOUNT MANAGER $138,282
ACCOUNTANT $97,829
ADAPTIVE RECREATION PRG SPEC $80,887
APPLICATIONS DEVELOPER $139,689
ASSC ELECTRICAL ENGINEER $148,121
ASSIST ENVHEALTH SPECIALIST $82,761
ASSISTANT CITY CLERK $111,409
ASSISTANT CITY ENGINEER $213,634
ASSISTANT ENGINEER $121,708
ASSISTANT PLANNER $107,802
ASSOCIATE ENGINEER $141,631
ASSOCIATE PLANNER $119,089
ASST ELECTRICAL ENGINEER $127,281
BUILDING INSPECTION SUPERVISOR $129,535
BUILDING OFFICIAL $206,820
BUSINESS SYS ANALYST $119,635
CAPITAL PROJECTS MANAGER $161,373
CAREER SERVICES ADMINISTRATOR $173,561
CAREER SERVICES COORDINATOR $139,066
CENTRAL SERVICES SUPERVISOR $97,216
CHEMIST $120,792
CITY ARCHITECT $196,922
CODE COMPLIANCE MANAGER $153,105
COLLECTIONS SPECIALIST $88,258
CONSERVATION PROG ANALYST $102,141
CONSTRUCTION INSPECTOR I $96,671
CONSTRUCTION INSPECTOR I $106,276
CRIME ANALYST $122,191
CULTURAL AFFAIRS MANAGER $179,075
CUSTOMER PROGRAM MANAGER $151,996
CUSTOMER REL PROG MGR $151,996
CUSTOMER RELATIONS MANAGER $174,616
CUSTOMER SERVICE MANAGER $170,974
CUSTOMER SERVICE SUPERVISOR $112,750
CUSTOMER SV FIELD SUPERVISOR I $112,751
DATABASE ADMINISTRATOR $155,318
DEPUTY CITY CLERK $84,776
ELECTRIC MECH CREW SUPERVISOR $153,952
ELECTRICAL ENGINEER $167,706
ENERGY TRADER $192,158
EXHIBIT I
PMA SALARY SCHEDULE
Effective June 30, 2025
Job ClassificationSalary Control Rate
ENERGY TRADER TRAINEE$148,712
ENGINEER$160,359
ENGINEERING MANAGER$213,506
ENVIRON HEALTH PROGRAM MGR$105,816
ENVIRON HEALTH SPECIALIST$101,271
EPIDEMIOLOGIST$127,003
EPIDEMIOLOGY ANALYST$100,518
EQUIPMENT MECHANIC SUPERVISOR$111,376
EXECUTIVE ASSISTANT$84,773
FACILITIES MAINTENANCE COORD$96,828
FILM/EVENT COORDINATOR$99,646
FILM/EVENT PROGRAM COORDINATOR$116,448
FINANCIAL/RATE ANALYST$116,450
FLEET MAINT SUPERVISOR$100,685
GIS ADMINISTRATOR$155,318
GIS ANALYST$119,635
GRADING PLANS CHECK ENGINEER$152,625
GRADUATE MANAGEMENT INTERN$78,725
HAZARDOUS MATERIALS SPECIALIST$134,348
HEALTH EDUCATOR$106,698
HOUSING ADMINISTRATOR$171,936
HOUSING ASSISTANCE OFFICER$151,002
HOUSING SPECIALIST$110,797
INSPECTION SUPERVISOR$126,392
INSURANCE AND CLAIMS ANALYST$109,079
IT ANALYST$119,635
IT MANAGER$190,715
IT PROJECT MANAGER$139,689
IT SECURITY OFFICER$190,715
IT SUPERVISOR$164,679
LANDSCAPE ARCHITECT$132,116
LIBRARIAN$89,190
LIBRARY SERVICES MANAGER$120,318
LICENSED CLINICAL SOCIAL WORK$98,377
MANAGEMENT ANALYST I$90,609
MANAGEMENT ANALYST II$100,010
MANAGEMENT ANALYST I$116,450
MANAGEMENT ANALYST IV$133,718
MANAGEMENT ANALYST V$147,607
MANAGER OF PLANNING & ANALYSIS$187,547
MATERIALS & WAREHOUSE MANAGER$150,421
EXHIBIT I
PMA SALARY SCHEDULE
Effective June 30, 2025
Job Classification Salary Control Rate
MUNICIPAL SERVICES MANAGER $146,159
MUNICIPAL SERVICES SUPERVISOR $124,540
NEIGHBORHOOD & BSNS SVCS ADM $201,034
NETWORK ENGINEER $139,689
NORTHWEST MANAGER $171,936
NURSE PRACTITIONER $156,266
NUTRITIONIST-PERINATAL $100,292
NUTRITIONIST-W.I.C. $97,838
PARKING MANAGER $191,962
PARKING SERVICES SUPERVISOR $83,196
PARKS SUPERINTENDENT $144,171
PERMIT SERVICES MANAGER $146,159
PLANNER $131,778
PLANNING MANAGER $200,954
PLANS EXAMINER $123,108
POWER DISPATCHING SUPERVISOR $195,150
POWER DIST SECT SUPERVISOR $209,699
POWER DISTSVR-ELECTRIC $195,150
POWER ENGINEERING MANAGER $223,752
POWER PLANT MAINT SUPERVISOR $169,270
POWER PLANT MANAGER $201,770
POWER PLANT MECH CREW SUPER $147,193
POWER PLANT SUPERVISOR $179,373
POWER PRODUCTION ENGINEER $185,982
POWER PRODUCTION SUPERVISOR $170,180
POWER RESOURCE PLAN MANAGER $235,780
POWER RESOURCE PLANNER I $153,342
POWER RESOURCE PLANNER II $176,344
PRINCIPAL ACCOUNTANT $147,607
PRINCIPAL CHEMIST $135,155
PRINCIPAL COMM RELATIONS REP $86,569
PRINCIPAL ELEC ENGINEER $191,829
PRINCIPAL ENGINEER $183,428
PRINCIPAL ENGINEERING TECH $134,218
PRINCIPAL FIN/RATE ANALYST $147,607
PRINCIPAL LIBRARIAN $159,074
PRINCIPAL PLANNER $174,511
PRINCIPAL PLANS EXAMINER $170,570
PRINCIPAL POWER DISPATCHER $180,070
PRINCIPAL POWER RESOURCES PLAN $201,091
PROGRAM COORDINATOR I $99,646
EXHIBIT I
PMA SALARY SCHEDULE
Effective June 30, 2025
Job ClassificationSalary Control Rate
PROGRAM COORDINATOR II$116,448
PROGRAM COORDINATOR I$126,908
PROJECT MANAGER$148,828
PROJECT PLANNER$134,374
PUB HEALTH DIV MGR-COMM HEALTH$150,922
PUB HEALTH DIV MGR-ENV HEALTH$150,922
PUB HEALTH DIV MGR-NURSING SVC$150,922
PUBLIC HEALTH ADMINISTRATOR$162,549
PUBLIC HEALTH NURSE$121,779
PUBLIC HEALTH NURSE MANAGER$147,354
PUBLIC INFORMATION COORDINATOR$99,612
PUBLIC WORKS CREW SUPERVISOR I$96,861
PUBLIC WORKS CREW SVR II$111,544
PUBLIC WORKS SUPER-ELECTRIC$153,242
PUBLIC WORKS SUPERINTENDENT$144,171
PURCHASING ADMINISTRATOR$164,688
REAL PROPERTY MANAGER$165,153
REC & COMM SVC ADMINISTRATOR$179,391
RECREATION & CS SUPERINTENDENT$144,171
RECREATION COORDINATOR$94,665
REGISTERED NURSE$114,833
RISK & INSURANCE ADM$150,421
SENIOR ACCOUNTANT$118,291
SENIOR APPLICATIONS DEVELOPER$155,318
SENIOR BUSINESS SYS ANALYST$129,791
SENIOR COMMUNITY RELATIONS REP$80,887
SENIOR CUSTOMER PROG ANALYST$138,282
SENIOR EXECUTIVE ASSISTANT$98,343
SENIOR GIS ANALYST$129,791
SENIOR HELICOPTER MECHANIC$125,651
SENIOR IT ANALYST$129,791
SENIOR IT PROJECT MANAGER$155,318
SENIOR LIBRARIAN$103,455
SENIOR NETWORK ENGINEER$164,679
SENIOR PLANNER$151,154
SENIOR PLANS EXAMINER$138,158
SENIOR PROJECT MANAGER$165,149
SENIOR PUBLIC HEALTH NURSE$127,869
SENIOR REGISTERED NURSE$122,899
SENIOR STREETLIGHT&SIGNAL MECH$133,257
SENIOR SUBSTANCE ABUSE COUNSEL$73,810
EXHIBIT I
PMA SALARY SCHEDULE
Effective June 30, 2025
Job Classification Salary Control Rate
SENIOR SYSENG/ADMIN $164,679
SOCIAL WORKER $87,747
STORM WATER PROGRAM ADMIN $152,209
SUBSTANCE ABUSE PROGRAM COORD $98,071
SUPERVISING FIRE INSPECTOR $134,348
SUPERVISING FIREPLANS EXAMINER $152,677
SUPERVISING PLANCHECK ENGINEER $156,191
SUPV PUBLIC HEALTH NURSE $133,958
SURVEY PARTY CHIEF $121,148
SYSTEMS ENGINEER/ADMIN $139,689
TELECOMM & REGULATOR ADMIN $164,679
TELECOMMUNICATIONS SUPERVISOR $129,791
TRANSPORTATION SERVICES MGR $191,962
UTILITY SERVICES PLANNING SVR $137,843
W.I.C. PROGRAM MANAGER $111,717
WATER OPS SECTION SPVR $172,859
WATER DIST & CON MANAGER $176,748
WATER DIST & CONS CREW SPVR $125,495
WATER OPERATIONS MNGR $208,805
WATER OPS & TREAT CREW SPVR $135,232
WATER QUALITY MANAGER $172,704
WATER SYSTEM SUPERVISOR $127,333
WHOLESALE OPERATIONS MANAGER $223,721
WORK EXPERIENCE SUPERVISOR $87,183
WORK EXPERIENCE SUPERVISOR I $100,262
WORKERS COMP CLAIMS EXAMINER $104,261
EXHIBIT I
PMA SALARY SCHEDULE
Effective June 29, 2026
Job ClassificationSalary Control Rate
311 CALL CENTER MANAGER$151,479
ACCOUNT MANAGER$142,085
ACCOUNTANT$100,519
ADAPTIVE RECREATION PRG SPEC$83,111
APPLICATIONS DEVELOPER$143,530
ASSC ELECTRICAL ENGINEER$152,194
ASSIST ENVHEALTH SPECIALIST$85,037
ASSISTANT CITY CLERK$114,473
ASSISTANT CITY ENGINEER$219,509
ASSISTANT ENGINEER$125,055
ASSISTANT PLANNER$110,767
ASSOCIATE ENGINEER$145,526
ASSOCIATE PLANNER$122,364
ASST ELECTRICAL ENGINEER$130,781
BUILDING INSPECTION SUPERVISOR$133,097
BUILDING OFFICIAL$212,508
BUSINESS SYS ANALYST$122,925
CAPITAL PROJECTS MANAGER$165,811
CAREER SERVICES ADMINISTRATOR$178,334
CAREER SERVICES COORDINATOR$142,890
CENTRAL SERVICES SUPERVISOR$99,889
CHEMIST$124,114
CITY ARCHITECT$202,337
CODE COMPLIANCE MANAGER$157,315
COLLECTIONS SPECIALIST$90,685
CONSERVATION PROG ANALYST$104,950
CONSTRUCTION INSPECTOR I$99,329
CONSTRUCTION INSPECTOR II$109,199
CRIME ANALYST$125,551
CULTURAL AFFAIRS MANAGER$184,000
CUSTOMER PROGRAM MANAGER$156,176
CUSTOMER REL PROG MGR$156,176
CUSTOMER RELATIONS MANAGER$179,418
CUSTOMER SERVICE MANAGER$175,676
CUSTOMER SERVICE SUPERVISOR$115,851
CUSTOMER SV FIELD SUPERVISOR I$115,852
DATABASE ADMINISTRATOR$159,589
DEPUTY CITY CLERK$87,107
ELECTRIC MECH CREW SUPERVISOR$158,186
ELECTRICAL ENGINEER$172,318
ENERGY TRADER$197,442
EXHIBIT I
PMA SALARY SCHEDULE
Effective June 29, 2026
Job Classification Salary Control Rate
ENERGY TRADER TRAINEE $152,802
ENGINEER $164,769
ENGINEERING MANAGER $219,377
ENVIRON HEALTH PROGRAM MGR $108,726
ENVIRON HEALTH SPECIALIST $104,056
EPIDEMIOLOGIST $130,496
EPIDEMIOLOGY ANALYST $103,282
EQUIPMENT MECHANIC SUPERVISOR $114,439
EXECUTIVE ASSISTANT $87,104
FACILITIES MAINTENANCE COORD $99,491
FILM/EVENT COORDINATOR $102,386
FILM/EVENT PROGRAM COORDINATOR $119,650
FINANCIAL/RATE ANALYST $119,652
FLEET MAINT SUPERVISOR $103,454
GIS ADMINISTRATOR $159,589
GIS ANALYST $122,925
GRADING PLANS CHECK ENGINEER $156,822
GRADUATE MANAGEMENT INTERN $80,890
HAZARDOUS MATERIALS SPECIALIST $138,043
HEALTH EDUCATOR $109,632
HOUSING ADMINISTRATOR $176,664
HOUSING ASSISTANCE OFFICER $155,155
HOUSING SPECIALIST $113,844
INSPECTION SUPERVISOR $129,868
INSURANCE AND CLAIMS ANALYST $112,079
IT ANALYST $122,925
IT MANAGER $195,960
IT PROJECT MANAGER $143,530
IT SECURITY OFFICER $195,960
IT SUPERVISOR $169,208
LANDSCAPE ARCHITECT $135,749
LIBRARIAN $91,643
LIBRARY SERVICES MANAGER $123,627
LICENSED CLINICAL SOCIAL WORK $101,082
MANAGEMENT ANALYST I $93,101
MANAGEMENT ANALYST II $102,760
MANAGEMENT ANALYST I $119,652
MANAGEMENT ANALYST IV $137,395
MANAGEMENT ANALYST V $151,666
MANAGER OF PLANNING & ANALYSIS $192,705
MATERIALS & WAREHOUSE MANAGER $154,558
EXHIBIT I
PMA SALARY SCHEDULE
Effective June 29, 2026
Job ClassificationSalary Control Rate
MUNICIPAL SERVICES MANAGER$150,178
MUNICIPAL SERVICES SUPERVISOR$127,965
NEIGHBORHOOD & BSNS SVCS ADM$206,562
NETWORK ENGINEER$143,530
NORTHWEST MANAGER$176,664
NURSE PRACTITIONER$160,563
NUTRITIONIST- PERINATAL$103,050
NUTRITIONIST-W.I.C.$100,529
PARKING MANAGER$197,241
PARKING SERVICES SUPERVISOR$85,484
PARKS SUPERINTENDENT$148,136
PERMIT SERVICES MANAGER$150,178
PLANNER$135,402
PLANNING MANAGER$206,480
PLANS EXAMINER$126,493
POWER DISPATCHING SUPERVISOR$200,517
POWER DIST SECT SUPERVISOR$215,466
POWER DIST SVR - ELECTRIC$200,517
POWER ENGINEERING MANAGER$229,905
POWER PLANT MAINT SUPERVISOR$173,925
POWER PLANT MANAGER$207,319
POWER PLANT MECH CREW SUPER$151,241
POWER PLANT SUPERVISOR$184,306
POWER PRODUCTION ENGINEER$191,097
POWER PRODUCTION SUPERVISOR$174,860
POWER RESOURCE PLAN MANAGER$242,264
POWER RESOURCE PLANNER I$157,559
POWER RESOURCE PLANNER II$181,193
PRINCIPAL ACCOUNTANT$151,666
PRINCIPAL CHEMIST$138,872
PRINCIPAL COMM RELATIONS REP$88,950
PRINCIPAL ELEC ENGINEER$197,104
PRINCIPAL ENGINEER$188,472
PRINCIPAL ENGINEERING TECH$137,909
PRINCIPAL FIN/RATE ANALYST$151,666
PRINCIPAL LIBRARIAN$163,449
PRINCIPAL PLANNER$179,310
PRINCIPAL PLANS EXAMINER$175,261
PRINCIPAL POWER DISPATCHER$185,022
PRINCIPAL POWER RESOURCES PLAN$206,621
PROGRAM COORDINATOR I$102,386
EXHIBIT I
PMA SALARY SCHEDULE
Effective June 29, 2026
Job Classification Salary Control Rate
PROGRAM COORDINATOR II $119,650
PROGRAM COORDINATOR $130,398
PROJECT MANAGER $152,921
PROJECT PLANNER $138,069
PUB HEALTH DIV MGR-COMM HEALTH $155,072
PUB HEALTH DIV MGR-ENV HEALTH $155,072
PUB HEALTH DIV MGR-NURSING SVC $155,072
PUBLIC HEALTH ADMINISTRATOR $167,019
PUBLIC HEALTH NURSE $125,128
PUBLIC HEALTH NURSE MANAGER $151,406
PUBLIC INFORMATION COORDINATOR $102,351
PUBLIC WORKS CREW SUPERVISOR I $99,525
PUBLIC WORKS CREW SVR II $114,611
PUBLIC WORKS SUPER-ELECTRIC $157,456
PUBLIC WORKS SUPERINTENDENT $148,136
PURCHASING ADMINISTRATOR $169,217
REAL PROPERTY MANAGER $169,695
REC&COMMSVC ADMINISTRATOR $184,324
RECREATION & CS SUPERINTENDENT $148,136
RECREATION COORDINATOR $97,268
REGISTERED NURSE $117,991
RISK & INSURANCE ADM $154,558
SENIOR ACCOUNTANT $121,544
SENIOR APPLICATIONS DEVELOPER $159,589
SENIOR BUSINESS SYS ANALYST $133,360
SENIOR COMMUNITY RELATIONS REP $83,111
SENIOR CUSTOMER PROG ANALYST $142,085
SENIOR EXECUTIVE ASSISTANT $101,047
SENIOR GIS ANALYST $133,360
SENIOR HELICOPTER MECHANIC $129,106
SENIOR IT ANALYST $133,360
SENIOR IT PROJECT MANAGER $159,589
SENIOR LIBRARIAN $106,300
SENIOR NETWORK ENGINEER $169,208
SENIOR PLANNER $155,311
SENIOR PLANS EXAMINER $141,957
SENIOR PROJECT MANAGER $169,691
SENIOR PUBLIC HEALTH NURSE $131,385
SENIOR REGISTERED NURSE $126,279
SENIOR STREETLIGHT&SIGNAL MECH $136,922
SENIOR SUBSTANCE ABUSE COUNSEL $75,840
EXHIBIT I
PMA SALARY SCHEDULE
Effective June 29, 2026
Job ClassificationSalary Control Rate
SENIOR SYSENG/ADMIN$169,208
SOCIAL WORKER$90,160
STORM WATER PROGRAM ADMIN$156,395
SUBSTANCE ABUSE PROGRAM COORD$100,768
SUPERVISING FIRE INSPECTOR$138,043
SUPERVISING FIREPLANS EXAMINER$156,876
SUPERVISING PLANCHECK ENGINEER$160,486
SUPV PUBLIC HEALTH NURSE$137,642
SURVEY PARTY CHIEF$124,480
SYSTEMS ENGINEER/ADMIN$143,530
TELECOMM & REGULATOR ADMIN$169,208
TELECOMMUNICATIONS SUPERVISOR$133,360
TRANSPORTATION SERVICES MGR$197,241
UTILITY SERVICES PLANNING SVR$141,634
W.I.C. PROGRAM MANAGER$114,789
WATER OPS SECTION SPVR$177,613
WATER DIST & CON MANAGER$181,609
WATER DIST & CONS CREW SPVR$128,946
WATER OPERATIONS MNGR$214,547
WATER OPS & TREAT CREW SPVR$138,951
WATER QUALITY MANAGER$177,453
WATER SYSTEM SUPERVISOR$130,835
WHOLESALE OPERATIONS MANAGER$229,873
WORK EXPERIENCE SUPERVISOR I$89,581
WORK EXPERIENCE SUPERVISOR I$103,019
WORKERS COMP CLAIMS EXAMINER$107,128
EXHIBIT II
Agreement on Performance Evaluation Review Process
AGREEMENT BETWEEN THE
CITY OF PASADENA AND THE
PASADENA MANAGEMENT ASSOCIATION
This is an Agreement between the City of Pasadena and the Pasadena Management Association to establish a process for employees to express concerns or questions pertaining to the written content of performance evaluations. This Agreement clarifies the parties' intent that challenges to performance evaluations are not subject to the grievance procedure.
The parties acknowledge that the exchange of mutual promises, and the terms and conditions contained herein, are consideration for entering into this Agreement. This Agreement shall be binding unless or until the parties negotiate a change hereto in good faith through the meet and confer process. The parties hereby agree to the following:
1. Challenges to the written content of performance evaluations by PMA or PMA represented employees are not subject to the grievance procedure of the Memorandum of Understanding (MOU);
2. Employees who wish to challenge the written content of a performance evaluation may utilize one or both of the following two procedures:
a. Employees may file a written rebuttal to their performance evaluations pursuant to the Manual of Personnel Rules, Practices and Procedures, Section 3.00, Employment Practices, Subject
3.25, Employee Performance Evaluation, III, C; and, and/or b. Employees may utilize the following process described in Paragraph 3.
3. Three Step Process to Assist in Resolving Employee Disputes Regarding Performance Evaluations:
a. Step I: Within 15 calendar days of receipt of the performance evaluation, the employee may request an informal meeting between the employee and his or her supervisor. The request may be made orally or in writing by the employee. A meeting shall be held by the supen/isor with the employee (and his or her representative, if requested by the employee) within 15 calendar days of the request. The supervisor shall respond in writing within 15 calendar days of the meeting with a determination as to any changes to the evaluation. If the employee is not satisfied with the supervisor's response, or if no response is received within 30 calendar days of the meeting with the supervisor, or if no meeting is 234385.2 PA100-059
006293.00023
41916587.1
scheduled or held within 30 calendar days of the request, the employee may proceed to Step II.
b. Step II: The employee may request that the Human Resources Department, Employee Relations Division, assist in mediating and providing an advisory recommendation to the employee's
department director as to whether any changes should be made to the employee's performance evaluation. Human Resources shall provide its recommendation to the employee and the employee's department director within 30 calendar days of the last mediation session held with either party, or, if information has been requested by Human Resources, 30 calendar days from the date such information is received, whichever is later. The department director may accept, reject, or modify Human Resources' recommendation.
The department director must notify the employee of his or her decision within 15 calendar days of receiving the recommendation.
If the employee is not satisfied with the department director's decision, the employee may, within 15 calendar days of the department director's response or within 15 calendar days of the date the director's decision was due, if no response is provided, proceed to Step III.
c. Step III: The employee may request in writing to meet with the department director, or his or her designee, who has authority to make changes to the performance evaluation in dispute, to discuss the performance evaluation. The department director has discretion to make any changes that he/she feels are appropriate.
The department director's decision shall be provided within 15 calendar days of the meeting and shall be final and not subject to any further appeal.
4. Representation: Employees may be represented by PMA at any point in this process and such representation shall be recognized by the City and the employee's supervisor and department director.
5. Grievances: Any alleged violation of the application of this Agreement is subject to the grievance procedure and shall be resolved exclusively through the grievance process.
6. Within 10 calendar days of the execution of this Agreement, PMA will withdraw with prejudice its Unfair Labor Practice Charge against the City (PERB Case Number LA-CE-391-M).
7. This Agreement is not intended to alter or amend the MOD or the City's Manual of Personnel Rules, Practices and Procedures but-shall be attached to the MOU as an Addendum. All rights, obligations and 234385.2 PA100-059
006293.00023
41916587.1
EXHIBIT II
Agreement on Performance Evaluation Review Process
procedures in both the MOD and the Manual of Personnel Rules, Practices and Procedures shall remain in fu!l force and effect except as contained herein.
8. This constitutes the entire agreement between the parties and supersedes any prior agreements on this subject whether oral or in writing.
9 If any part of this Agreement is found by a court or administrative agency of competent jurisdiction to be invalid, all remaining parts of this Agreement not found to be invalid shal! remain in full force and effect.
For the City of Pasadena ForPMA
'M-
Richard FKifffe i ^'
Human Resources Manager
/0/^o/ff7
Date
.4.
Roberf l^ltfnzon /
President of the Pasadena
Management Association
Date
/C 1^^ 12.CO-7
/
I
234385.2 PAIOO-059
006293.00023
41916587.1