Agenda packet — Pismo Beach City Council, June 21, 2022 (part 2 of 3)

➢Participates in the development and implementation of goals, objectives, policies, and priorities for assigned functional areas; recommends within departmental policy, appropriate service and staffing levels; recommends and administers policies and procedures. ➢Participates in the development and administration of and oversees division budgets. ➢Develops and standardizes procedures and methods to improve and continuously monitors the efficiency and effectiveness of assigned programs, service delivery methods, and procedures; assesses and monitors workload, administrative and support systems, and internal reporting relationships; identifies opportunities for improvement and recommends to the Director. ➢Participates in the selection of, motivates, and evaluates assigned personnel; provides or coordinates staff training in work procedures; works with employees on performance issues; recommends discipline and termination of employees.
➢Recommends and administers policies and procedures such as procedure guidelines, design standards, and standard plans and specifications while ensuring that operation and maintenance, financial, regulatory, and legal requirements are met.
➢Oversees the development of consultant requests for proposals for professional and/or construction services and the advertising and bid processes; evaluates proposals and recommends project award; administers contracts after award; prepares specifications for various equipment, materials, and supply purchases.
➢Meets and confers with contractors, engineers, developers, architects, a variety of outside agencies, and the general public in acquiring information and coordinating public works maintenance matters; provides information regarding City development requirements. ➢Prepares, reviews, and completes various reports, including City Council agenda reports and division- related documentation and correspondence.
➢Provides technical information and instruction regarding applicable procedures and methods; interprets and explains rules, regulations, and procedures; answers questions and resolves concerns. ➢Serves as a liaison for the assigned division to other City departments, divisions, and outside agencies; attends meetings, as necessary; provides staff support to commissions, committees, and task forces, as necessary; negotiates and resolves significant and controversial issues. ➢Provides highly complex staff assistance to the Director of Public Works/City Engineer; develops and reviews staff reports related to assigned activities and services; may present infor mation to the City Council and various commissions, committees, and boards; performs a variety of public relations and outreach work related to assigned activities.
➢Conducts a variety of organizational studies, investigations, and operational studies; recommends modifications to public works maintenance and operations programs, policies, and procedures. ➢Attends and participates in professional group meetings; stays abreast of new trends and innovations in the field of public works maintenance and operations; researches emerging products and enhancements and their applicability to City needs.
➢Monitors changes in regulations and technology that may affect operations; implements policy and procedural changes after approval.
➢Evaluates and coordinates division safety and training programs; implements safety and training procedures as needed.
➢Receives, investigates, and responds to difficult and sensitive problems and complaints in a professional manner; identifies and reports findings and takes necessary corrective action. ➢Performs other duties as assigned.

QUALIFICATIONS
Knowledge of:
➢Administrative principles and practices, including goal setting, program development, implementation, and evaluation, and project management.
➢Principles and practices of budget development and administration.

Attachment 1A
Council Agenda 6-21-2022 12.C-10
Packet Page 179

Utilities Manager

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➢Principles and practices of employee supervision, either directly or through subordinate levels of supervision, including work planning, assignment, review and evaluation, and the training of staff in safety and work procedures.
➢Organization and management practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the assigned functional areas. ➢Methods, materials, and techniques used in the construction of public works projects. ➢Contract management practices in a public agency setting. ➢Applicable Federal, State, and local laws, regulatory codes, ordinances, and procedures relevant to assigned area of responsibility.
➢Practices of researching operations and maintenance issues, evaluating alternatives, making sound recommendations, and preparing and presenting effective staff reports. ➢General principles of risk management related to the functions of the assigned area. ➢Recent and on-going developments, current literature, and sources of information related to public works operations and maintenance.
➢Record keeping principles and procedures.
➢Modern office practices, methods, and computer equipment and applications related to the work. ➢English usage, grammar, spelling, vocabulary, and punctuation. ➢Techniques for effectively representing the City in contacts with governmental agencies, community groups, and various business, professional, educational, regulatory, and legislative organizations. ➢Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff.

Ability to:
➢Recommend and implement goals, objectives, and practices for providing effective and efficient services.
➢Administer complex and technical operations, maintenance, and related programs in an independent and cooperative manner.
➢Plan, organize, assign, review, and evaluate the work of staff; train staff in work procedures. ➢Evaluate and develop improvements in operations, procedures, policies, or methods. ➢Research, analyze, and evaluate new service delivery methods, procedures, and techniques. ➢Prepare clear and concise reports, correspondence, policies, procedures, and other written materials. ➢Analyze, interpret, summarize, and present administrative and technical information and data in an effective manner.
➢Interpret, apply, explain, and ensure compliance with Federal, State, and local policies, procedures, laws, and regulations.
➢Conduct complex research projects, evaluate alternatives, make sound recommendations, and prepare effective technical staff reports.
➢Effectively represent the department and the City in meetings with governmental agencies, community groups, and various businesses, professional, and regulatory organizations and in meetings with individuals.
➢Establish and maintain a variety of filing, record keeping, and tracking systems. ➢Operate modern office equipment including computer equipment and specialized software applications programs.
➢Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical time deadlines. ➢Make sound, independent decisions within established policy and procedural guidelines. ➢Use English effectively to communicate in person, over the telephone, and in writing. ➢Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines.
➢Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work.

Attachment 1A
Council Agenda 6-21-2022 12.C-11
Packet Page 180

Utilities Manager

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Education and Experience:

Equivalent to the completion of the twelfth (12th) grade supplemented by college-level coursework or specialized training in public works construction and maintenance or a related field, and five (5) years of increasingly responsible experience in public works maintenance, construction, and repair work , water or wastewater operations or related field including two (2) years management and/or supervisory experience, five (5) years preferred.

Licenses and Certifications:

Utilities Manager
➢ Possession of a valid Class B California driver’s license with appropriate endorsements. ➢ Possession of at time of appointment:
▪ Group A – a Grade III Wastewater Treatment Plant Operator issued by the State Water Resources Control Board (SWRCB); or
▪ Group B – a Grade III Water Distribution Operator Certificate and Grade II Water Treatment Operator Certificate SWRCB.
➢ If not in possession of all certifications listed in Group A and Group B above, ability to obtain Group A or Group B certifications within one and one half (1-½ ) years of employment.

PHYSICAL DEMANDS

Must possess mobility to work in a standard office setting and use standard office equipment, including a computer, to inspect City development and construction sites, to operate a motor vehicle, and to visit various City and meeting sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects weighing up to 25 pounds.

ENVIRONMENTAL ELEMENTS

Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.

WORKING CONDITIONS

May be required to be on-call and to work various shifts and special events or emergencies on evenings, weekends, and holidays.

Updated by: Human Resources
Council Approved:

Attachment 1A
Council Agenda 6-21-2022 12.C-12
Packet Page 181

FLSA: EXEMPT

FACILITIES MANAGER

DEFINITION
Under general direction, plans, organizes, oversees, coordinates, and reviews the work of staff performing difficult and complex professional, technical, and administrative support related to all programs and activities of the City’s Public Works operations, including assisting with long- and short-term project planning, overseeing the design, construction, maintenance, and operations of a wide variety of publi c works infrastructure construction, maintenance, repair, and other programs; coordinates assigned activities with other City departments and outside agencies; provides complex and responsible support to the Director of Public Works/City Engineer; and performs related work as required.

SUPERVISION RECEIVED AND EXERCISED
Receives general direction from the Director of Public Works/City Engineer. Exercises general direction and supervision over supervisory, professional, technical, and administrative supp ort staff through subordinate levels of supervision.

CLASS CHARACTERISTICS
This is a management classification that manages the City’s Public Works maintenance and operations divisions, that may include streets, parks, facilities, wastewater treatment and collection systems, and water distribution systems. Responsibilities include performing diverse, specialized, and complex work involving significant accountability and decision-making responsibility. The incumbents organize and oversee day- to-day activities and operations of the assigned functional areas, including participating in short- and long- term capital improvement planning, and development and administration of Federal, State, and local funds for capital improvements, expansions, and various other projects and studies. Incumbents will function as back-ups for supervision of operations and staff for Utilities and Public Facility Manager positions during a temporary vacancy of the regularly assigned manager. Successful performance of the work requires an extensive professional background as well as skill in coordinating work with that of other City departments and public agencies. This class is distinguished from Director of Public Works/City Engineer in that the latter has overall responsibility for all capital improvement project development, operations, and maintenance functions for the City’s Public Works Department and for developing, implementing, and interpreting public policy.

Attachment 1B
Council Agenda 6-21-2022 12.C-13
Packet Page 182

Facilities Manager

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➢Participates in the development and implementation of goals, objectives, policies, and priorities for assigned functional areas; recommends within departmental policy, appropriate service and staffing levels; recommends and administers policies and procedures. ➢Participates in the development and administration of and oversees division budgets. ➢Develops and standardizes procedures and methods to improve and continuously monitors the efficiency and effectiveness of assigned programs, service delivery methods, and procedures; assesses and monitors workload, administrative and support systems, and internal reporting relationships; identifies opportunities for improvement and recommends to the Director. ➢Participates in the selection of, motivates, and evaluates assigned personnel; provides or coordinates staff training in work procedures; works with employees on performance issues; recommends discipline and termination of employees.
➢Recommends and administers policies and procedures such as procedure guidelines, design standards, and standard plans and specifications while ensuring that operation and maintenance, f inancial, regulatory, and legal requirements are met.
➢Oversees the development of consultant requests for proposals for professional and/or construction services and the advertising and bid processes; evaluates proposals and recommends project award; administers contracts after award; prepares specifications for various equipment, materials, and supply purchases.
➢Meets and confers with contractors, engineers, developers, architects, a variety of outside agencies, and the general public in acquiring information and coordinating public works maintenance matters; provides information regarding City development requirements. ➢Prepares, reviews, and completes various reports, including City Council agenda reports and division- related documentation and correspondence.
➢Provides technical information and instruction regarding applicable procedures and methods; interprets and explains rules, regulations, and procedures; answers questions and resolves concerns. ➢Serves as a liaison for the assigned division to other City departments, divisions, and outside agencies; attends meetings, as necessary; provides staff support to commissions, committees, and task forces, as necessary; negotiates and resolves significant and controversial issues. ➢Provides highly complex staff assistance to the Director of Public Works/City Engineer; develops and reviews staff reports related to assigned activities and services; may present information to the City Council and various commissions, committees, and boards; performs a variety of public relations and outreach work related to assigned activities.
➢Conducts a variety of organizational studies, investigations, and operational studies; recommends modifications to public works maintenance and operations programs, policies, and procedures. ➢Attends and participates in professional group meetings; stays abreast of new trends and innovations in the field of public works maintenance and operations; researches emerging products and enhancements and their applicability to City needs.
➢Monitors changes in regulations and technology that may affect operations; implements policy and procedural changes after approval.
➢Evaluates and coordinates division safety and training programs; implements safety and training procedures as needed.
➢Receives, investigates, and responds to difficult and sensitive problems and complaints in a professional manner; identifies and reports findings and takes necessary corrective action. ➢Performs other duties as assigned.

Attachment 1B
Council Agenda 6-21-2022 12.C-14
Packet Page 183

Facilities Manager

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Attachment 1B
Council Agenda 6-21-2022 12.C-15
Packet Page 184

Facilities Manager

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Education and Experience:

Equivalent to the completion of the twelfth (12th) grade supplemented by college-level coursework or specialized training in public works construction and maintenance or a related field, and five (5) years of increasingly responsible experience in public works maintenance, construction, and repair work, including two (2) years management and/or supervisory experience, five (5) years preferred.

Licenses and Certifications:

Facilities Manager
➢Possession of a valid Class B California driver’s license with appropriate endorsements. ➢Possession of or ability to obtain within 1 year both a Class B (Landscape Maintenance) and Class C (Right of Way) Qualified Applicator Certifications issued by the State of California Department of Food and Agriculture for pest and weed control.

PHYSICAL DEMANDS
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer, to inspect City development and construction sites, to operate a motor vehicle, and to visit various City and meeting sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects weighing up to 25 pounds.

ENVIRONMENTAL ELEMENTS
Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.

WORKING CONDITIONS
May be required to be on-call and to work various shifts and special events or emergencies on evenings, weekends, and holidays.

Updated by: Human Resources
Council Approved:

Attachment 1B
Council Agenda 6-21-2022 12.C-16
Packet Page 185

Code Enforcement Officer

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FLSA: NON-EXEMPT

CODE ENFORCEMENT OFFICER

DEFINITION
To perform a variety of field and office work necessary to implement and sustain activities of the code enforcement program of the Community Development Department, including enforcement of Municipal and State codes as they relate to regulation of construction projects, public health and safety, land use, and neighborhood maintenance. The position manages the code enforcement caseload, receives and processes new cases, and coordinates initial and follow-up investigations.

Administers community outreach programs to build citizen awareness and cooperation in the pursuit of compliance with adopted codes.

SUPERVISION RECEIVED AND EXERCISED
Receives general supervision from the Community Development Director or Building Official.

CLASS CHARACTERISTICS
This is a single-position professional program coordinator class. Under general supervision, incumbent will receive training on code violations that will be readily visible within residential neighborhoods and learn the City and department functions, activities, policies, procedures, and practices.

ESSENTIAL JOB FUNCTIONS
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.

1.Administers and coordinates the day-to-day operation of the City’s code compliance program, which includes enforcement of City Ordinances including, but not limited to, sign violations, vacation rentals, right-of-way obstructions, overgrown vegetation, and other general safety related codes.

2.Identifies, responds to, and resolves code violations in residential neighborhoods and business district.

3.Researches regulations to prepare and maintain appropriate records/documentation for enforcement of City codes.

4.Gathers information and evidence, such as photographs, notes for future inspections, appropriate physical evidence, and statements.

Attachment 1C
Council Agenda 6-21-2022 12.C-17
Packet Page 186

Community Service Technician

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5.Enforces sign regulations as it relates to a-frame/sandwich board signs. Issues courtesy warnings or violation notices to neighborhood residents regarding property maintenance standards prior to enforcement.

6.Attends neighborhood meetings as necessary.

7.Opens cases for variety of municipal code and property maintenance violations to address nuisances within residential neighborhoods and business districts

8.Maintains logs and/or appropriate written documentation and records related to statistics and job activities.

9.Issues notices and/or citations as appropriate based on City’s Municipal Code and State law.

10.Performs weekly audits of the code enforcement caseload to ensure timely compliance, to meet legal deadlines, and to provide accurate statistics to interested individuals.

11.Establishes and maintains positive and effective working relationships with the general public, community, property owners, City businesses, community groups, and other agencies.

12.Designs and implements a community outreach/education program to encourage cooperation in achieving compliance with adopted codes.

13.Performs field investigations and follow-up inspections, to promote compliance with adopted codes.

14.Ensures the correction of violations through verbal communication, written notices, and administrative citations as needed.

15.Works closely with violators to assist them in finding timely solutions to problems.

16.Perform related duties and responsibilities as required.

QUALIFICATIONS
Knowledge of:
•Basic principles, methods, techniques, and practices of enforcement of codes or regulations.
•Applicable federal, state, and local laws, rules, and regulations. •Microsoft Office and desktop publishing software.
•Operate standard office equipment and a city vehicle.
•Code compliance systems.
•Effective investigative and interviewing techniques with an emphasis on conflict resolution and voluntary cooperation.
•Computer applications applicable to code compliance case management and word processing.
•Principles, methods, techniques, and practices of inspection and investigation. •Laws, codes and ordinances relating to general public and community safety.

Attachment 1C
Council Agenda 6-21-2022 12.C-18
Packet Page 187

Community Service Technician

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Ability to:
•Use tact, poise, and excellent customer service skills in dealing with the public. •Interpret, implement, and enforce provisions of applicable codes, ordinances, and regulations.
•Maintain complete and accurate records.
•Respond to requests and inquiries from the general public. •Write routine reports and correspondence.
•Speak effectively before groups of customers or employees of organization. •Communicate clearly, concisely, and tactfully both orally and in writing. •Establish and maintain effective working relationships with those contacted in the course of work.
•Meet physical requirements necessary to perform required duties safely and effectively. •Work flexible hours if needed, including weekend days. •Work primarily in the field, with the possibility of being exposed to dust, noise, and inclement weather conditions.
•Establish and maintain records and prepare routine reports related to assignment. •Understand and follow both oral and written instructions. •Carry out duties and responsibilities in compliance with appropriate federal, state, county, and City laws and ordinances and City personnel rules without bias, favoritism, or prejudice.

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

Education/Training
Equivalent to the completion of the twelfth grade supplemented by specialized training in code enforcement, construction regulation, customer service or a related field.

Experience
Two years of experience in enforcement of construction regulations preferred.

License or Certificate
•Possession of, or ability to obtain a valid California driver’s license •Ability to obtain Property Maintenance and Housing Inspector certification within 6 months
•Possession of Code Enforcement Officer Certification through CACEO or comparable association is highly desired.

Attachment 1C
Council Agenda 6-21-2022 12.C-19
Packet Page 188

Community Service Technician

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PHYSICAL DEMANDS AND WORKING ENVIRONMENT
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential job functions.

Environment: Office setting with travel to various locations to attend meetings and to perform inspections; the employee works in outside weather conditions.

Physical: Primary functions may require maintaining physical condition necessary for sufficient mobility to work in an office setting and outside in the field; walk, stand, sit, for prolonged periods of time; occasionally stoop, bend, kneel, crouch, reach, and twist; push, pull, lift, and/or carry light to moderate weights; operate office equipment including use of computer keyboard; requires a sense of touch, finger dexterity, and gripping with hands and fingers; ability to speak and hear to exchange information; ability to operate a vehicle to travel to various locations.

Vision: See within the normal range of vision with or without correction; specific vision abilities required by this job include close vision, distance vision, color vision, and depth perception.

Prepared by: Human Resources
City Manager Approved:

Attachment 1C
Council Agenda 6-21-2022 12.C-20
Packet Page 189

FLSA: NON-EXEMPT

RECREATION COORDINATOR

DEFINITION
Under general direction, plans, schedules, assigns, and reviews the work of recreation staff responsible for providing a variety of recreation and community programs, facility rentals, community events, and activities of the Recreation Division; administers current and long-term planning activities; performs a variety of technical tasks and professional recreation work relative to the assigned area of responsibility; provides professional support to the Recreation Manager and Tourism & Events Director; and performs related work as required.

SUPERVISION RECEIVED AND EXERCISED
Receives general supervision and direction from the Tourism and Events Director. Exercises some general supervision as a Lead Coordinator during events.

CLASS CHARACTERISTICS
This is a single-level professional classification. Performance of the work requires the use of considerable independence, initiative, and discretion within established guidelines. This position is a front line role that provides leadership and direction for recreation programs to the general public and part-time staff.

EXAMPLES OF ESSENTIAL FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
➢Develops and implements goals, objectives, policies, and priorities for recreation services and programs; identifies resource needs; researches and recommends policies and procedures, including standard operating procedures for assigned facilities; helps administers all recreation and community programs and community events.
➢Determines and recommends equipment, materials, and needs for assigned facilities, projects, and programs; participates in the development, administration, and oversight of Recreation Division budgets; prepares detailed cost estimates with appropriate justifications, as required. ➢Develops, plans, supervises, implements, and evaluates recreation programs, activities, and/or systems; establishes schedules and methods for providing community and recreation services. ➢Works with community groups and residents in the development and coordination of programs, facilities, use agreements, and leases.
➢Oversees the development of public relations to the community. ➢Coordinates and maintains recreation and contract classes; develops recruitment materials and recruits instructors; coordinates and maintains instructor contracts; provides orientation and training to new instructors on City policies and procedures.
➢Supervises customer service and facilities rental and usage program, including coordinating facilities rentals, providing information regarding availability of facilities, parks, and athletic fields rentals and usage, identifying facility needs, preparing and monitoring user contracts and agreements and liability Attachment 1D
Council Agenda 6-21-2022 12.C-21
Packet Page 190

Recreation Coordinator

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insurance documents, assessing and processing fees and deposits, and other administrative support services necessary for the effective use and operation of City facilities and programs. ➢ Evaluates community recreation needs and interests; prepares community surveys; analyzes data and develops new recreation programs or improvements to meet community needs. ➢ Develops, maintains, and reviews staff, financial, and statistical reports related to grants, program participation and analysis, expenditures, and revenues; establishes and analyzes fees for programs and facilities.
➢ Participates in ensuring compliance with relevant health, safety, and licensing laws and guidelines; maintains and updates all records required by Federal, State, and local regulatory agencies. ➢ Provides administrative support to the Supervisor, such as conducting research, performing special projects, developing reports, or compiling statistics.
➢ Provides advisory support and acts as a liaison to City departments, commissions, citizen committees, community partners, and volunteers to facilitate the delivery of recreation programs and services; builds partnerships and coalitions.
➢ Plans, organizes, and coordinates the operations of a recreation program division. ➢ Provides exemplary customer service to all individuals, maintaining a positive customer service environment.
➢ Oversees program events and activities; ensures staff ratios and plans on-site events. ➢
➢ Performs other duties as assigned.

QUALIFICATIONS

Knowledge of:

➢ Principles and practices of program development and administration, including program implementation, review, and evaluation, and budget administration. ➢ Principles, practices, and service delivery needs related to facility rentals, classes, and community events.
➢ Principles and techniques of organizing and implementing a variety of recreational activities. ➢ Safety precautions and procedures required for recreation programs. ➢ Procedures for planning, implementing, and maintaining a variety of recreation and leisure activities and programs through community participation.
➢ Recreational, cultural, age-specific, and social needs of the community. ➢ Applicable Federal, State, and local laws, regulatory codes, ordinances, and procedures relevant to assigned area of responsibility.
➢ Principles and practices of contract administration and evaluation. ➢ Principles and practices of public relations techniques. ➢ Principles and procedures of record keeping and report preparation. ➢ Modern office practices, methods, and computer equipment and applications. ➢ English usage, spelling, vocabulary, grammar, and punctuation. ➢ Techniques for effectively dealing with individuals of various ages, various socio-economic and ethnic groups, and effectively representing the City in contacts with the public. ➢ Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff.

Ability to:

➢ Properly schedule and promote programs, activities, and staff. ➢ Maintain accurate records and prepare related reports.

Attachment 1D
Council Agenda 6-21-2022 12.C-22
Packet Page 191

Recreation Coordinator

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➢ Establish and maintain effective work relationships.
➢ Develop and implement goals, objectives, practices, policies, procedures, and work standards. ➢ Develop, plan, coordinate, and implement a variety of recreational programs and facilities suited to the needs of the community.
➢ Interpret, apply, explain, and ensure compliance with applicable Federal, State, and local policies, procedures, laws, and regulations.
➢ Understand, interpret, and successfully communicate both orally and in writing, pertinent department policies and procedures.
➢ Identify problems, research and analyze relevant information, and develop and present recommendations and justification for solution.
➢ Prepare clear and concise reports, correspondence, and other written materials. ➢ Make accurate business arithmetic and statistical computations. ➢ Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical time deadlines. ➢ Use English effectively to communicate in person, over the telephone, and in writing. ➢ Use tact, initiative, prudence, and independent judgment within general policy, procedural, and leg al guidelines.
➢ Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work.

Education and Experience:

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

Associates degree in recreation or related field; or two years of progressive responsible experience in recreation programming.

Licenses and Certifications:

➢ Possession of, or ability to obtain, a valid California Driver’s License by time of appointment. ➢ Possession of an American Red Cross First Aid Certificate and CPR Certificate.

PHYSICAL DEMANDS

Must possess mobility to work in a standard office and/or recreational facility setting and use standard office and/or recreation equipment, including a computer, to operate a motor vehicle and to visit various City, recreation, and meeting sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. Finger dexterity is needed to access, enter and retrieve data using a computer keyboard or calculator and to operate standard office and recreational equipment. Positions in this classification frequently bend, stoop, kneel, reach, climb, and walk on uneven surfaces to participate in recreational activities; and push and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push and pull materials and objects weighing up to 50 pounds.

ENVIRONMENTAL ELEMENTS

Employees partially work in an office environment with moderate noise levels, controlled temperature conditions and no direct exposure to hazardous physical substances. Incumbents partially work in the field and may be exposed to blood and body fluids rendering First Aid and CPR and are required to wear appropriate attire for the recreation activity to which they are assigned. Employees may interact with upset Attachment 1D
Council Agenda 6-21-2022 12.C-23
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Recreation Coordinator

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staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.

Prepared by: Human Resources
Council Approved:

Attachment 1D
Council Agenda 6-21-2022 12.C-24
Packet Page 193

FLSA: NON-EXEMPT

PARKING ENFORCEMENT TECHNICIAN

DEFINITION
To perform a variety of field and office work necessary to sustain the function and use of the City’s parking program, including repair and maintenance of meters and other applicable parking equipment. The position will maintain the parking meters within the city of Pismo Beach to ensure working order. Position will also patrol assigned areas in order to gain compliance with parking regulations. This position may train and oversee part-time parking staff as needed in the absence of the Parking Supervisor.

SUPERVISION RECEIVED AND EXERCISED
Receives general supervision and direction from the Parking Supervisor and Police Commander assigned to oversee the Parking Division. Exercises general supervision over part-time parking staff.

CLASS CHARACTERISTICS
This is a single-position professional program coordinator class. Responsibilities include performance of skilled work in the installation, maintenance, repair, and testing of parking meters and other parking related equipment. Performance of the work requires the use of considerable independence, initiative, and discretion within established guidelines. Training for this position will be provided. Patrols assigned areas in order to gain compliance with parking regulations by verbal warnings, written warnings, and issuing citations; checks parking payment equipment for proper operations; performs the more technical and complex tasks relative to assigned area of responsibility.

EXAMPLES OF ESSENTIAL FUNCTIONS (Illustrative Only)
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
➢Installs and maintains parking meters and other related parking equipment. ➢Diagnoses mechanical, electronic, or programming problems and determines repair requirements. ➢Responds tactfully to questions and comments from the general public. ➢Provide safe working environment for themselves and others under established guidelines ➢Tests, disassembles, inspects, and assembles parking meters and other parking equipment. ➢Overhauls, adjusts, and programs meters.
➢Cleans parking meters both in field and shop.
➢Coordinates removal and installation of parking meters and parking regulatory signs with contractors, inspectors, and other City personnel
➢Orders supplies and materials.
➢Conducts parking studies and prepares reports as required. ➢Keeps records of all repairs and shipments.
➢Implements goals, objectives, ordinances, regulations, policies, and priorities for parking enforcement programs; identifies resource needs; researches, recommends, and implements policies and procedures, including standard operating procedures.
➢Recommends equipment and materials.

Attachment 1E
Council Agenda 6-21-2022 12.C-25
Packet Page 194

Parking Technician

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➢ Participates in the inspection, maintenance, and repair of all parking control equipment. ➢ Personally performs parking enforcement duties, including writing and issuing notices of violations. ➢ Coordinates with the Parking Division Supervisor and City department representatives to determine City needs and requirements for contractual services; negotiates contracts and agreements; oversees technical consultants’ work products to ensure adherence to City standards and legal provisions; ensures that deliverables are submitted on time and budget and that progress and payment requests are consistent with City policy and contract provisions.
➢ Provides administrative support to the Parking Supervisor, such as conducting research, performing special projects, developing reports, or compiling statistics. ➢ Monitors changes in regulations and technology that may affect operations; provides recommendation for implementing policy and procedural changes after approval. ➢ Receives, investigates, and responds to problems and complaints in a professional manner; ide ntifies and reports findings and takes necessary corrective action. ➢ Performs other duties as assigned.

QUALIFICATIONS

Knowledge of:

➢ Procedures for planning, implementing, and maintaining a parking enforcement and revenue collection program.
➢ Applicable Federal, State, and local laws, regulatory codes, ordinances, and procedures. ➢ Principles and practices of contract administration and evaluation. ➢ Principles and practices of public relations techniques. ➢ Practices of researching planning and design issues, evaluating alternatives, making sound recommendations, and preparing and presenting effective staff reports. ➢ Methods and techniques of effective technical report preparation and presentation. ➢ Modern office practices, methods, and computer equipment and applications. ➢ English usage, spelling, vocabulary, grammar, and punctuation. ➢ Techniques for effectively dealing with individuals of various ages, various socio-economic and ethnic groups, and effectively representing the City in contacts with the public. ➢ Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff.
➢ Methods, materials, tools, and equipment used in parking meter repair. ➢ Basic electronic components and equipment.
➢ Computer programs and systems.

Ability to:

➢ Develop and implement goals, objectives, practices, policies, procedures, and work standards. ➢ General Supervision, train, plan, organize, review, and evaluate the work of staff, contractors, and volunteers.
➢
➢ Interpret, apply, explain, and ensure compliance with applicable Federal, State, and local policies, procedures, laws, and regulations.
➢ Understand, interpret, and successfully communicate both orally and in writing, pertinent department policies and procedures.
➢ Identify problems, research and analyze relevant information, and develop and present recommendations and justification for solution.
➢ Prepare clear and concise reports, correspondence, and other written materials. ➢ Make accurate business arithmetic and statistical computations.

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➢ Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical time deadlines. ➢ Use English effectively to communicate in person, over the telephone, and in writing. ➢ Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines.
➢ Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work.
➢ Use hand tools, power tools, and equipment used in the installation, repair, and adjustment of parking meters.
➢ Use mechanical skills, have good finger dexterity and the ability to problem solve. ➢ Establish and maintain effective working relationships with other employees, contractors, and the general public.
➢ Work independently.

Maintain accurate work records, prepare reports, and follow oral and written instructions.

Education and Experience:

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

Equivalent to the completion of the twelfth grade with possession of a high school diploma or G.E.D.

Parking enforcement experience with frequent public contact desirable. Two years’ work experience involving mechanical/electronic repair activities, preferably in meter repair or closely-related field.

Licenses and Certifications:

➢ Possession of, or ability to obtain, a valid California Driver’s License by time of appointment.

PHYSICAL DEMANDS

Primary functions may require maintaining physical condition necessary for sufficient mobility to work in an office setting and outside in the field; walk, stand, sit, for prolonged periods of time; occasionally stoop, bend, kneel, crouch, reach, and twist; operate office equipment including use of computer keyboard; requires a sense of touch, finger dexterity, and gripping with hands and fingers; ability to speak and hear to exchange information; ability to operate a vehicle to travel to various locations. Employees must possess the ability to lift, carry, push, and pull materials and objects weighing up to 65 pounds. Must possess mobility to work in a standard office setting and use standard office equipment, including a computer, to inspect City parking enforcement sites, to operate a motor vehicle, and to visit various City meeting sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone.

ENVIRONMENTAL ELEMENTS

Employees work partially in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to potentially hazardous physical substances. Employees primarily work in the field and may occasionally be exposed to loud noise levels, hot and cold temperatures, inclement weather conditions, road hazards, loud noise levels, chemicals, and hazardous physical substances and fumes. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures and City codes.

Prepared by: Human Resources
Council Approved:

Attachment 1E
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FLSA: NON-EXEMPT

INFORMATION TECHNOLOGY TECHNICIAN

DEFINITION
Under general direction, performs a variety of technical duties in the implementation, operation, maintenance, and ongoing use of the City’s infrastructure; provides computer software, hardware and phone problem resolutions to City staff through the computer help desk. Identifies, diagnoses, and resolves basic to intermediate level problems for users of City owned computer software applications and hardware, the city communications network, and the internet. Acts as a point of contact for technology related problem resolution and performs other duties as assigned. Performs a variety of information technology related duties as required.

SUPERVISION RECEIVED AND EXERCISED
Receives general direction and supervision from the IT Manager and Administrative Services Director.

CLASS CHARACTERISTICS
This is a technical classification that is fully competent to perform a variety of technology -related responsible duties to assist in the support of the City’s IT infrastructure and staff help desk requests.

EXAMPLES OF ESSENTIAL JOB FUNCTIONS (Illustrative Only) Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
➢Using excellent customer service skills, establish and maintain effective working relationships with all city staff, and members of the general public.
➢Participates in the implementation of goals, objectives, policies, and priorities for the Information Technology Division.
➢Provide users with support and problem resolution on a variety of hardware and software issues related to computers, cell phones, phone system, and other city-owned technology devices. ➢Diagnose and resolve network or local printer problems, computer hardware problems, e-mail, Internet, and local-area network access problems.
➢Respond and triage user inquiries and problems with technology products and services. ➢Receive and log into help desk to answer questions and resolve problems received from City computer users.
➢Tests new or upgraded hardware and software for compatibility with existing standards. ➢Set up and configure end-user computer hardware, software and peripherals. ➢Monitor help desk ticket information and provide reports on status. ➢Provide hands on training on the use of computer, peripheral, and communications hardware and software.
➢Coordinate timely response to staff questions and issues related to technology, software, printers, etc. ➢Assist in the install of local area network cabling systems and equipment such as network interface cards, hubs and switches.

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Information Technology Manager

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➢Perform and maintain hardware inventories.
➢Assist IT Manager during network and computer set-ups and as needed. ➢Serves as an interface between the end user and the City's information technology staff; receives and logs user requests for service and problem notification; prioritizes requests, resolves problem or distributes to appropriate information technology staff for response; tracks status to ensure timely response; facilitates escalation as necessary.
➢Installs, configures or upgrades in house or vendor software, hardware, peripherals, network copiers and printers; troubleshoots hardware and software related problems. ➢Works with computer users to resolve problems and answer questions on a variety of hardware components and software programs.
➢Provides on-call assistance for computer systems support. ➢Performs other duties as assigned.

QUALIFICATIONS
Knowledge of:
➢Terminology, methods, techniques and practices of the operation and maintenance of network and personal computer hardware and software.
➢Modern office practices, methods, and computer equipment and applications. ➢Computer hardware systems and software applications.
➢Computer applications related to the work, including word processing, internet, networks, database management, spreadsheet and graphic applications.
➢Techniques for providing a high level of customer service to City personnel, City officials, government agencies and businesses in person, over the telephone, in writing and via email. ➢Network technology, data storage systems, and other peripheral equipment. ➢Basic organization and function of public agencies.
➢Records management and filing principles and practices. ➢Policies, procedures, regulations and processes related to the Information Technology Division. ➢Organization and time management skills.
➢English usage, grammar, spelling, vocabulary, and punctuation. ➢Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff.
➢Knowledge and experience with California Law Enforcement Telecommunication System (CLETS) and Department of Justice (DOJ) requirements.
➢Working knowledge of security, networking, backup, data management,, and database concepts, practices, and procedures.

Ability to:
➢Implement goals, objectives, and practices for providing effective and efficient services. ➢Train City staff in work procedures.
➢Comply with City policies and procedures, complex laws, codes, regulations, and ordinances. ➢Provide innovative, effective, and efficient IT solutions. ➢Perform regular updates and or upgrades to IT system and servers. ➢Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical time deadlines. ➢Operate modern office equipment including computer equipment and specialized software applications programs.
➢Use English effectively to communicate in person, over the telephone, and in writing, using technical language appropriate to the audience being addressed.

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Information Technology Manager

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➢Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines.
➢Establish, maintain, and foster positive and harmonious working relationships with those cont acted in the course of work.
➢Operate, identify, troubleshoot and resolve a wide range of computer and phone related problems for users effectively and efficiently.
➢Communicate effectively, both verbally and written, with customers, co-workers, and vendors in a courteous and professional manner.
➢Establish effective, professional working relationships with clients and co-workers. ➢Perform research and analysis necessary to develop and make appropriate written and/or oral recommendations for hardware/software configurations and for interfacing with other computer information systems.
➢Deliver technical customer support over the phone and in person. ➢Make the distinction between level one and level two problems. ➢Read and understand technical information.
➢Work occasional overtime.
➢Meet physical requirements necessary to safely and effectively perform required duties.

Education and Experience:

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

High school diploma or G.E.D., and college-level coursework in computer science or information technology, or similar field.
and
One year of experience providing end-user support for current PC desktop and application software or one year of experience in installing, upgrading, troubleshooting and repairing computers in a network environment, or, an equivalent combination of education and experience.

An Associates Degree in computer science or information technology is highly desirable.

Licenses and Certifications:

Possession of, or ability to obtain, a valid California Driver’s License by time of appointment.

PHYSICAL DEMANDS
Must possess mobility to work in a standard office setting and use standard office equipment, including a computer, to operate a motor vehicle, and to visit various City and meeting sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone. This is primarily a sedentary office classification although standing in and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects weighing up to 25 pounds.

ENVIRONMENTAL ELEMENTS
Attachment 1F
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Information Technology Manager

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Prepared by: Human Resources
Council Approved:

Attachment 1F
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PISMO BEACH COUNCIL AGENDA REPORT
Agenda Item #12.D
SUBJECT/TITLE:

MEMORANDUM OF UNDERSTANDING BETWEEN THE PISMO BEACH SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 620 (SEIU) AND THE CITY OF PISMO BEACH
RECOMMENDATION:

Adopt a Resolution approving a new three-year Successor Memorandum of Understanding with the Service Employees International Union Local 620 (SEIU) for Fiscal Years 2023, 2024, and 2025, and appropriating funds as required to cover costs.

BACKGROUND:

The City of Pismo Beach’s current Memorandum of Understanding (MOU) with the Pismo Beach Service Employees International Union Local 620 (SEIU) ends on June 30, 2022.

The City prepared for negotiations with SEIU for Fiscal Year 2023, 2024, and 2025 term by contracting with Koff and Associates to conduct a total compensation and benefits study. The compensation study allowed staff to effectively review salaries and benefits in comparable agencies, recognizing the need to remain competitive to attract and retain key staffing positions in the City.

During the negotiations process, the City reviewed the compensation study and provided recommendations to Council on equity adjustments. The City and SEIU arrived at a competitive negotiated package that maintains Pismo Beach’s position in the marketplace.

Key changes reflected in the MOU Resolution (Attachment 1) include:

1. Term: beginning July 1, 2022, through June 30, 2025.

2. Salary Increase: Effective the first full pay period after July 1, 2022, employees covered under the MOU shall receive a cost-of-living increase of 4%; effective the first full pay period after July 1, 2023, a 4% increase; and effective the first full pay period after July 1, 2024, a 3% increase.

3. Equity Adjustments: Effective the first full pay period after July 1, 2022, all affected job classes as listed below and covered under this MOU shall receive a 2.5% equity adjustment:

Accounting Clerk Engineering Technician Wastewater Plant Operator II Accounting Technician Office Assistant I Lead Wastewater Operator Administrative Assistant Office Assistant II Water Systems Operator II Administrative
Secretary
Police Records
Technician Water Systems Operator II
Building Permit
Technician
Wastewater Plant
Operator I Lead Water Systems Operator

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4. Community Enhancement Adjustment: Effective the first full pay period after July 1, 2022, all employees covered under this MOU shall receive a one-time 2.5% Community Enhancement Adjustment.

5. Certification Pay: Effective the first full pay period after July 1, 2022, employees covered under this MOU shall be eligible for a second 2.5% certification pay increase for holding a water or wastewater certification deemed beneficial to the City and upon approval by the City. There is a total max of 5% for certification pay.

6. Standby Duty Pay: Effective the first full pay period after July 1, 2022, employees covered under this MOU and assigned to standby duty shall receive an additional $60.00 per day.

In addition to the benefits above, the MOU has been clarified to reflect past practice of payroll implementation of specific sections.

Recommendation
Staff recommends City Council adopt a resolution (Attachment 1) approving the successor MOU (Attachment 1.A) with the SEIU for salaries and benefits for Fiscal Years 2023, 2024, and 2025.

FISCAL IMPACT:

The fiscal impact of the attached Resolution is an additional cost (compared to the FY 2023 Budget) of $231,807 in FY 2023, $347,743 in FY 2024, and $443,167 in FY 2025 across the General Fund, Motor Vehicle Replacement Fund, the Water Enterprise Fund, and the Wastewater Enterprise Fund. Staff recommends that Council appropriate an additional $231,807 in salary and benefits in the various funds in the salaries and benefit accounts budgets in FY 2023. The following table illustrates the additional salary and benefit costs by fund and fiscal year. Note that the Motor Vehicle Fund is supported by allocations to other funds and these costs are supported by the General Fund so that the net fiscal impact to the Motor Vehicle Fund is $0.

Fund Type FY 2023 FY 2024 FY 2025
General Fund Salary 89,078$ 139,145$ 180,460$
Benefit 20,818 33,224 43,387
Allocation to Motor Vehicle Fund 8,572 12,822 16,137 General Fund Total 118,469 185,192 239,984
Motor Vehicle Fund Salary 6,707 9,891 12,374 Benefit 1,866 2,931 3,762
Recovery from General Fund (8,572) (12,822) (16,137) Motor Vehicle Fund Total - - -
Water Enterprise Fund Salary 31,882 45,981 57,497 Benefit 8,228 12,024 15,115
Water Enterprise Fund Total 40,110 58,004 72,612
Wastewater Enterprise Fund Salary 58,120 82,782 103,276 Benefit 15,107 21,764 27,295
Wastewater Enterprise Fund Total 73,227 104,547 130,571 All Funds Total 231,807$ 347,743$ 443,167$

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These costs are based on the current mix of employees in various retirement tiers and receiving various special pays, including certification and standby pay. Based on preliminary projections, City staff projects sufficient net operating surplus (projected revenues less operating expenditures) during this period to support these ongoing costs across the various funds.

ALTERNATIVES:

1. Provide staff with other direction.

ATTACHMENTS:

1. Resolution

1.A. Exhibit A to Resolution: Successor MOU with SEIU including Salary Schedules (A–C)
Prepared by: Meeting Date: June 21, 2022
Bianka Buchanan, Management Analyst
Submitted By: Jorge Garcia, Assistant City Manager
City Manager Approval:

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RESOLUTION NO. R-2022-XXX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PISMO BEACH,

CALIFORNIA APPROVING A NEW THREE-YEAR SUCCESSOR MEMORANDUM OF

UNDERSTANDING WITH THE SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 620 (SEIU) FOR FISCAL YEARS 2023, 2024, AND 2025, AND

APPROPRIATING FUNDS AS REQUIRED TO COVER COSTS
WHEREAS, the Negotiating Teams representing the City and the Pismo Beach Service Employees International Union (SEIU) member-employees have reached agreement on a new Memorandum of Understanding (MOU) for the period of July 1, 2022 through June 30, 2025 (Fiscal Years (FY) 2023 FY 2024 and FY 2025) which includes changes in pay and benefits for SEIU member-employees; and
WHEREAS, the City Council believes that the new MOU is fair to its valued service employees and also serves the community of Pismo Beach well by providing broadly competitive salaries and benefits to retain and attract quality employees to serve our community and by providing pay incentives for additional benefits that will enhance the service to our residents, businesses and taxpayers.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Pismo Beach hereby approves the new Memorandum of Understanding titled "SEIU MOU FYs 2023– 2025," which is attached hereto as Exhibit A; and which succeeds the previous MOU which expires on June 30, 2022.

BE IT FURTHER RESOLVED that the City Council of the City of Pismo Beach hereby appropriates in the salary, various benefits, and motor vehicle allocation accounts $118,469 in the General Fund, $8,572 in the Motor Vehicle Replacement Fund, $40,110 in the Water Enterprise Fund, and $73,227 in the Wastewater Enterprise Fund from the available fund balance in each Fund, and appropriates $8,572 in the Motor Vehicle rental charge revenues Motor Vehicle Replacement Fund, all in FY 2023, including appropriating related budget adjustments between funds.

UPON MOTION OF Council Member , seconded by Council Member , the foregoing resolution was adopted by the City Council of the City of Pismo Beach this 21st day of June 2022, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

RECUSED:

Approved: Attest:

________________________ ________________________
Ed Waage, Mayor Erica Inderlied, City Clerk
Attachment 1

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SEIU MOU FYs 2023-2025
For Three Fiscal Years FY 23 through FY 25

TABLE OF CONTENTS
PREAMBLE .................................................................................................................................. 3 PURPOSE .................................................................................................................................... 4 ARTICLE 1 .............................................................................................................................................................. 4 REPRESENTATIONAL UNIT ................................................................................................................. 4 ARTICLE 2 .............................................................................................................................................................. 4 MANAGEMENT RIGHTS ....................................................................................................................... 4 ARTICLE 3 .............................................................................................................................................................. 6 NO STRIKE OR LOCKOUT ................................................................................................................... 6 ARTICLE 4 .............................................................................................................................................................. 7 MODIFIED LAYOFF POLICY ................................................................................................................. 7 ARTICLE 5 .............................................................................................................................................................. 8 RECRUITMENT ...................................................................................................................................... 8 ARTICLE 6 .............................................................................................................................................................. 8 EQUAL OPPORTUNITY EMPLOYMENT .............................................................................................. 8 ARTICLE 7 .............................................................................................................................................................. 8 ADA ........................................................................................................................................................ 8 ARTICLE 8 .............................................................................................................................................................. 8 PERFORMANCE EVALUATIONS ......................................................................................................... 8 ARTICLE 9 .............................................................................................................................................................. 9 PROBATIONARY PERIOD .................................................................................................................... 9 ARTICLE 10 ............................................................................................................................................................ 9 EXISTING CONDITIONS OF EMPLOYMENT ....................................................................................... 9 ARTICLE 11 .......................................................................................................................................................... 10 REPRESENTATION UNION OFFICERS, REPRESENTATIVES AND STEWARDS ......................... 10 ARTICLE 12 .......................................................................................................................................................... 11 GRIEVANCE PROCEDURE ................................................................................................................ 11 ARTICLE 13 .......................................................................................................................................................... 13 SALARY ADJUSTMENT ...................................................................................................................... 13 ARTICLE 14 ........................................................................................................................................................ 155 PISMO BEACH COMPENSATION PLAN .......................................................................................... 155 ARTICLE 15 ........................................................................................................................................................ 166 DUES DEDUCTIONS ......................................................................................................................... 166 ARTICLE 16 PERSONNEL FILES ...................................................................................................... 16 ARTICLE 17 .......................................................................................................................................................... 18 BULLETIN BOARDS ............................................................................................................................ 18 ARTICLE 18 .......................................................................................................................................................... 19 RETIREMENT SYSTEM ...................................................................................................................... 19 ARTICLE 19 .......................................................................................................................................................... 20 EXTRA COMPENSATION ................................................................................................................. 200 Attachment 1A

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2 ARTICLE 20 ........................................................................................................................................................ 222 PAY PERIODS ................................................................................................................................... 222 ARTICLE 21 .......................................................................................................................................................... 22 WORK PERIODS, DEFERRED COMPENSATION, OVERTIME & STANDBY TIME ......................... 22 ARTICLE 22 ........................................................................................................................................................ 265 HEALTH AND WELFARE INSURANCE BENEFITS ......................................................................... 265 ARTICLE 23 ........................................................................................................................................................ 287 HEALTH COVERAGE FOR RETIRED EMPLOYEES ....................................................................... 287 ARTICLE 24 .......................................................................................................................................................... 29 VACATION ........................................................................................................................................... 29 ARTICLE 25 ........................................................................................................................................................ 300 HOLIDAYS .......................................................................................................................................... 300 ARTICLE 26 ........................................................................................................................................................ 311 SICK LEAVE BENEFIT ...................................................................................................................... 311 ARTICLE 27 ........................................................................................................................................................ 344 BEREAVEMENT LEAVE .................................................................................................................... 344 ARTICLE 28 ........................................................................................................................................................ 354 UNEMPLOYMENT INSURANCE ....................................................................................................... 354 ARTICLE 29 ........................................................................................................................................................ 354 JURY DUTY ........................................................................................................................................ 354 ARTICLE 30 ........................................................................................................................................................ 355 MILEAGE REIMBURSEMENT ........................................................................................................... 355 ARTICLE 31 ........................................................................................................................................................ 355 HEALTH AND SAFETY ...................................................................................................................... 355 ARTICLE 32 ........................................................................................................................................................ 376 UNIFORM ALLOWANCE ................................................................................................................... 376 ARTICLE 33 ........................................................................................................................................................ 377 MEET AND CONFER PROCESS, WAIVER ...................................................................................... 377 ARTICLE 34 ........................................................................................................................................................ 377 TUITION ASSISTANCE ..................................................................................................................... 377 ARTICLE 35 ........................................................................................................................................................ 388 LICENSES AND CERTIFICATES ...................................................................................................... 388 ARTICLE 36 .......................................................................................................................................................... 38 CONSISTENT POLICY ........................................................................................................................ 38 ARTICLE 37 .......................................................................................................................................................... 39 LEAVE WITHOUT PAY ........................................................................................................................ 39 ARTICLE 38 ........................................................................................................................................................ 400 SEVERABILITY CLAUSE ................................................................................................................... 400 ARTICLE 39 ........................................................................................................................................................ 400 MEMORANDUM OF UNDERSTANDING AS BINDING AGREEMENT ............................................ 400 ARTICLE 40 ........................................................................................................................................................ 411

TERM OF
AGREEMENT…………………………………………………………………………………………..411
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SEIU MOU FYs 2023 through 2025
3 MEMORANDUM
OF

UNDERSTANDING

BETWEEN

THE CITY OF PISMO BEACH,

CALIFORNIA
(HEREINAFTER CALLED "CITY")

AND

SERVICE EMPLOYEES

INTERNATIONAL UNION
AFL-CIO (SEIU), LOCAL 620
PISMO BEACH CITY EMPLOYEES’ CHAPTER

(HEREINAFTER CALLED "UNION")

PREAMBLE

WHEREAS, pursuant to California law, the City, acting by and through its Municipal Employee Relations Officer, appointed by the governing body of said City, and the representatives of the Union, a recognized employee organization, have met and conferred in good faith and have fully communicated and exchanged information concerning wages, hours and other items and conditions of employment for three Fiscal Years FY 23 to FY 25 (July 1, 2022 to June 30, 2025); and

WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this Agreement shall apply to all employees represented by the Union; and

WHEREAS, Government Code Section 3500 et. seq. (Meyers-Milias-Brown Act) is incorporated herein by reference; and

WHEREAS, the representatives of the City and the Union desire to reduce their agreements to writing.

NOW, THEREFORE, this Memorandum of Understanding (“MOU”) will become effective July 1, 2022, and it is agreed as follows:

Attachment 1A

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4 PURPOSE

This Agreement constitutes the sole and entire existing agreement between the parties, and supersedes all prior agreements, commitments and practices.

ARTICLE 1

REPRESENTATIONAL UNIT

A. CLASSIFICATIONS

It is recognized, pursuant to the City's employer-employee relations Resolution #R-85-8, that the Union is the only employee organization entitled to meet and confer in good faith on matters within the scope of representation on behalf of its member employees in the General Services unit. Represented classifications as of ratification are: Administrative Secretary, Administrative Assistant, Office Assistant I / II, Accounting Technician, Accounting Clerk, Building Inspector / Plans Examiner, Building Inspector I / II, Engineering Technician, Maintenance Worker I / II / Lead, Fleet Mechanic, Assistant Mechanic, Regulatory Compliance Coordinator, Wastewater Plant Operator / Mechanic, Wastewater Plant Operator I / II / Lead, Water Systems Operator I / II / Lead, Building Permit Technician, Assistant Planner, Police Records Technician, Information Technology Technician, Parking Enforcement Technician, Recreation Coordinator, Code Enforcement Officer.

B. NEW CLASSIFICATIONS

During the course of this Agreement, the Union shall be notified in advance by the City of any contemplated new job classifications which could be considered under this Unit. The City shall provide the new job description and proposed salary range to the Union before the City and Union meet and confer over the assignment of the new job classification to the Unit and over the proposed salary range.

ARTICLE 2

MANAGEMENT RIGHTS

In order to ensure that the City shall continue to carry out its Public Health and Safety functions, programs, and responsibilities to the public imposed by law, and to maintain efficient service for the citizens of Pismo Beach, the City continues to reserve and retain solely and exclusively all management rights, regardless of the frequency of use, including those rights and responsibilities set forth by law and those City rights set forth in the City's Personnel Rules and Regulations Resolution and including but not limited to the following rights:

1. To manage all City Departments and determine policies and procedures and the right to manage the affairs of those Departments.

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SEIU MOU FYs 2023 through 2025
5 2. To determine the existence or nonexistence of facts which are the basis of the management decision in compliance with State law.

3. To determine the necessity, organization, implementation, and termination of any service or activity conducted by the City or other government jurisdictions, and to expand or diminish municipal services as needed.

4. To direct, supervise, recruit, select, hire, evaluate, promote, transfer, discipline, discharge, terminate, demote, reduce, suspend, reprimand, withhold salary increases and benefits for disciplinary reasons, or otherwise discipline employees in accordance with City Rules, Regulations and Ordinances.

5. To determine the nature, manner, means, extent, type, time quantity, quality, technology, standard, and level of municipal services to be provided to the public.

6. To require performance of other health and safety services not specifically stated herein in the event of emergency or disaster, as deemed necessary by the City.

7. To lay off employees of the City because of lack of work or funds or under conditions where continued work would be inefficient or nonproductive or not cost effective, as determined by the City.

8. To determine and/or change the City facilities, methods, technology, equipment, operations to be performed, organizational structure, and allocate and assign work by which the City operations and services are to be conducted.

9. To determine method of financing.

10. To plan, determine, and manage the City's budget which includes, but is not limited to, changes in the number of relocations, and types of operations, processes, and materials to be used in carrying out all City functions and the right to contract or subcontract any work or operations of the municipal services.

11. To determine the size and composition of the City's work force, assign work to employees of the City in accordance with requirements determined by the City and to establish and require compliance to work hours and changes to work hours, work schedules, including call back, standby, and overtime, and other work assignments, except as otherwise limited by this agreement, or subsequent agreements.

12. To establish and modify goals and objectives related to productivity and performance programs and standards, including but not limited to quality and quantity, and require compliance therewith.

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6 13. To determine qualifications, skills, abilities, knowledge, selection procedures and standards, job classification, job specifications, and to reallocate and reclassify employees in accordance with City Rules and Regulations.

14. To determine the issues of public policy and the overall goals and objectives of the City and to take necessary action to achieve the goals and objectives of the City.

15. To hire, transfer intra or inter Department/Division, promote, reduce in pay grade, demote, reallocate, terminate, and take other personnel action for non-disciplinary reasons in accordance with Department and/or City Rules, Regulations and Ordinances.

16. To determine policies, procedures, and standards for recruiting, selecting, training, and promoting employees.

17. To establish, implement, and/or modify rules and regulations, policies, and procedures related to productivity, performance, efficiency, personal appearance standards, code of ethics and standards of conduct, safety, health, and order, and to require compliance therewith.

18. To maintain order and efficiency in City facilities and operation.

19. To restrict the activity of an employee organization on City facilities except as set forth in this agreement.

20. To take any and all necessary steps and actions to carry out the service requirement and mission of the City in emergencies or any other time deemed necessary by the City and not specified above.

Authority of Third Party Neutral - Management Rights
All management rights, powers, authority, and functions, whether heretofore or hereinafter exercised, shall remain vested exclusively with the City. No third party neutral shall have the authority to diminish any of the management rights which are included in this Agreement.

ARTICLE 3

NO STRIKE OR LOCKOUT

The City and the Union agree that during the term of this Agreement, the City will not lockout employees and the Union will not engage in labor practices detrimental to providing services to the citizens of Pismo Beach or detrimental to the interest of the City nor will the Union sanction, support, condone, approve, or engage in any strike, sick-in, slowdown, work stoppage, or speed-up. The City and the Union further agree that all matters of controversy coming within the scope of this Agreement will be settled by Attachment 1A

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7 established grievance procedures. The Union acknowledges that violation of above shall be just cause for disciplinary action, including termination.

ARTICLE 4

MODIFIED LAYOFF POLICY

The parties agree that any employee whose position is abolished shall be given every opportunity through promotional examinations, transfers and voluntary demotion, to fill existing vacant positions. In the event that an employee scheduled to be laid off does not possess minimum qualifications for vacant positions, opportunity for trainee level appointment to a vacancy in the bargaining unit will be considered. In no case shall open competitive recruitment be used to fill a vacancy until it has been determined that no person as described above has the potential and willingness to meet those qualifications.

Whenever, in the judgment of the City Council, it becomes necessary in the interest of economy, or because of the necessity for a position to no longer exist, the City Council may abolish any position or employment in the competitive service, and the employee holding such position for employment may be laid-off without taking disciplinary action, and without the right of appeal. In reducing said personnel and laying off any employee through the abolition of position, the Council shall observe the seniority rule. (i.e., total full-time service with the City). The name of each employee so laid off shall be placed at the top of the appropriate eligibility list.

Employees to be laid off shall be given at least 30 days prior notice. The names of regular and probationary employees laid off, or demoted in lieu of lay-off, shall be placed upon re-employment lists for one year for those classes requiring basically the same qualifications, duties and responsibilities of the class from which lay-off, or demotion in lieu of lay-off, was made.

Persons whose names are placed on re-employment lists in accordance with this Section, and who are re-employed within the prescribed period, shall be regarded as having been on leave of absence during this period, and will be without prejudice to status. No annual leave or sick credit shall accrue during any such leave periods. The actual number of days absent shall not be counted as days of employed service for anniversary date, longevity, compensation, benefit accumulation, etc.

Prior to the Council implementing a layoff or salary reduction plan, the City Manager shall give the Union no less than 15 days notice to meet with the Union to receive advice and recommendations. This meeting is for communication purposes, and is non-binding upon the City.

Attachment 1A

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8 ARTICLE 5

RECRUITMENT

The City agrees to adopt a policy of promoting and hiring from within so that the existing qualified employees will be hired or promoted prior to filling a vacancy from the outside.

ARTICLE 6

EQUAL OPPORTUNITY EMPLOYMENT

The City and the Union stipulate that the provisions of this Agreement shall be applied equally to all employees covered herein without favor or discrimination because of age, race, ancestry, color, religious creed, gender, marital status, sex, medical condition, family medical history, or genetic information, national origin, physical or mental disability, political or religious affiliation, sexual orientation, pregnancy, gender identity and gender expression, or union membership.

ARTICLE 7
ADA

Because the Americans with Disabilities Act requires accommodations for individuals protected under the Act, and because these accommodations must be determined on an individual, case-by-case basis, the parties agree that the provisions of this Agreement may be disregarded in order for the City to avoid discrimination relative to hiring, promotion, transfer, layoff, reassignment, termination, rehire, rates of pay, job and duty classification, seniority, leaves, fringe benefits, training opportunities, hours of work or other terms and privileges of employment.

The Union recognizes that the City has the legal obligation to meet with the individual employee to be accommodated before any adjustment is made in working conditions.

Except as may be limited by the privacy rights of the Employee as established by the law, the Union will be notified of these proposed accommodations prior to implementation by the City.

Any accommodation provided to an individual who is protected by the ADA shall not establish a past practice, nor shall it be cited or used as evidence of a past practice in the grievance / arbitration procedure.

ARTICLE 8

PERFORMANCE EVALUATIONS

The City and the Union agree that the City shall provide each employee with a promptly written performance evaluation, at least annually, to assist the employee in their career development and promotions, to that end, the evaluation form will be updated to include employee goals and objectives. Both the City and the employee will receive a copy of Attachment 1A

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9 the performance report to verify that said review has taken place between the Employee and supervisor, but does not constitute agreement by the Employee with the content of the form.

Performance evaluations are not subject to appeal. An employee may dispute the contents and evaluation and create their own comments that may be added to their personnel file.

ARTICLE 9

PROBATIONARY PERIOD

1. For employees appointed after the effective date of this agreement, the probationary period shall be not less than twelve (12) months except for employees appointed under conditions outlined in the following sections 2 and 3.

2. Employees promoted within series shall have a six (6) month probationary period.

3. Those employees in a flexibly staffed class, who are moved from the entry level to the journey level in their class, shall have no probationary period at the journey level.

4. Any represented employee whose original probation as a new City employee is extended in accordance with Rule Twelve, Section 12.02 of the Personnel Rules and Regulations shall not have his or her probationary period extended more than 90 days beyond the twelve-month probationary period. Such employee shall be deemed to have successfully completed his or her probationary period unless notified in writing of probationary rejection prior to the completion of the extended probationary period.

ARTICLE 10

EXISTING CONDITIONS OF EMPLOYMENT

Except as expressly provided herein, the adoption of this Memorandum of Understanding shall not change the existing benefits, and terms and conditions of employment, which are provided for in the various Ordinances and Resolutions of the City of Pismo Beach.

Where conflict exists between City ordinances and Resolutions relating to this M.O.U., this Memorandum of Understanding will take precedence.

Attachment 1A

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10 ARTICLE 11

REPRESENTATION UNION OFFICERS, REPRESENTATIVES AND STEWARDS

1. The City and the Union agree that the Union officers and representatives will be allowed to meet with City management on City time for the purpose of meeting and conferring in good faith. The Union may designate up to three representatives that fairly represent the classes of employees pro-rata for negotiations and one alternate representative.

2. The Union agrees to provide the Personnel Officer with a list of Union Officers and representatives, with their job classifications, who are authorized to meet and confer in good faith and the list will be kept up-to-date by the Union.

3. The City agrees that authorized Union staff representatives shall be given access to work locations during working hours to conduct Union grievance investigations and/or observe working conditions. Such visits are to be made with the prior knowledge and approval of the Personnel Officer and Department Head and a management representative may accompany the staff member on the visit. A staff representative is defined as a paid full-time or part-time employee of the Union.

4. The City agrees that the Union may designate a Steward and an Alternate Steward to represent employees in the processing of grievances.

5. The Union shall furnish the City Manager with a written list identifying by name and work location of the Steward and an Alternate Steward, and the list shall be kept current by the Union at all times.

6. The Steward is to begin representation of a grievant only after the Employee has tried to resolve the problem with the Employee’s immediate supervisor, and the two parties have failed to reach a resolution of the problem.

7. One SEIU Steward may receive up to 2 hours release time, with pay, to attend the monthly SEIU board meetings. The release is contingent on availability and work schedule to be determined by management. Management will make a reasonable effort to accommodate the release time. The Steward will provide reasonable notice to management when requesting release time. Release time under no circumstance is considered as time worked. If the Steward is on vacation or comp time, no release time will be needed or granted; attendance will be at the Steward’s option. The City is not responsible for any liability arising from the Steward’s release time, or from other time used to attend SEIU Board meetings. The Steward is not authorized to use a City vehicle, or receive mileage reimbursement from the City. It is understood the SEIU Board meetings are in the evenings, and this release time is to provide the Steward driving time to arrive at the meeting on time.

Attachment 1A

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11 ARTICLE 12

GRIEVANCE PROCEDURE

The City agrees that the following grievance procedure shall remain in effect during the term of this agreement. There shall be no repercussions against employees solely for their proper use of the grievance procedure.

1. The Union agrees that whenever investigation or processing of a grievance is to be transacted during working hours, only the amount of time necessary to bring about a prompt disposition of the matter will be utilized. Time spent on investigation and processing of grievances will be recorded on a form provided by the management.

2. Stewards will be permitted reasonable time off with pay for the investigation and processing of grievances. Stewards, when conducting such investigation or processing grievances, shall first obtain permission from the Department Head and his/her designee and inform him/her of the nature of his/her business. Such permission will be granted promptly unless such absence would cause an undue interruption of work.

3. Upon entering a work location, the Steward shall inform the Department Head and Supervisor of the nature of his/her business. Permission to leave the job will be granted promptly to the employee involved unless such absence would cause an undue interruption of work. If the employee cannot be made available, the Steward will be immediately informed when the employee will be made available.

4. The parties agree that all formal grievances will be processed in accordance with the City's grievance procedure.

The parties also agree that any grievance over the interpretation of terms and conditions of this Agreement may be submitted through the grievance procedure for resolution.

PROCEDURE

A. Grievance Procedure

The purpose of this Grievance Procedure is to provide a clearly defined process for an employee grievance which shall apply to any dispute concerning the interpretation, application or alleged violation of written Rules and Regulations, including but not limited to the Personnel Ordinance or this Memorandum of Understanding. Any employee who has a grievance shall first try to resolve it through discussion with their immediate supervisor without undue delay. Undue delay shall be understood to be more than ten (10) working days of such an incident taking place or of first knowledge of the incident. Every effort shall be made to find an acceptable solution at the lowest possible level of supervision. For Attachment 1A

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12 purposes of this Grievance Procedure, a “working day” shall be defined as a day when City Hall is open for regular business.

B. General Conditions

The intent of the time limits set forth in this Rule is to expedite hearing of the employee’s appeal or grievance. The recognized employee representative may begin investigation of a grievance only after the employee has attempted to resolve the grievance with their immediate supervisor and the two parties failed to reach resolution. Time limits may be extended at any level if both parties agree to such an extension. There shall be no reprisals against employees solely for their proper use or non-use of the appeal/grievance procedure.

C. Appeal to Immediate Supervisor

Any employee who has a grievance shall first try to resolve it through discussion with their immediate supervisor. Every effort shall be made to find an acceptable solution at the lowest possible level of supervision.

D. Formal Appeal to Department Head

If, after discussion as listed above, the employee does not believe the grievance has been satisfactorily resolved, he or she may file a formal appeal in writing to the Department Head within ten (10) working days after receiving the informal decision of the immediate supervisor or within twenty (20) working days of presenting his or her appeal to the supervisor if a decision was not provided by the supervisor, or within ten (10) working days of the discussion with the employee. The supervisor shall have the duty to fully inform the Department Head regarding the grievance any and all informal discussions and/or determinations by the supervisor, and all available circumstances regarding said grievance.

The Department Head receiving the formal appeal shall render a written decision and comment to the employee within ten (10) working days after receiving the appeal.

E. Mediation

If, within ten (10) working days after receipt of the written decision of the Department Head, or within twenty (20) working days of presenting his or her appeal to the Department Head if a written decision was not provided and the employee is still dissatisfied, by mutual agreement the services of a mediator from the State Mediation and Conciliation Service (SMCS). Mediation shall begin at the earliest possible date on which the mediator is available. The mediator will provide a written decision on the grievance. All mediator decisions are non-binding recommendations only.

Attachment 1A

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13 F. Appeal to the City Manager

After the mediation process has concluded, either party may appeal the decision to the City Manager. Such appeal may be made by filing a written appeal to the City Manager within ten (10) working days after receipt of the written mediation service report.

The City Manager shall review all documentation, including the mediator’s report and render a written decision within twenty (20) working days after the appeal is made, that shall be final and binding.

ARTICLE 13

SALARY ADJUSTMENT

A. Effective the first full pay period in July 2022, the salary ranges for all affected job classes shall be set forth on Schedule A, which is attached hereto and by this reference made a part hereof. Schedule A includes a salary increase for Cost of Living for all classifications of 4%.

Classifications represented by the Union shall be assigned to the salary ranges on the attached salary schedule (Schedule “A” as indicated below).

CLASSIFICATION
Accounting Clerk
Accounting Technician
Administrative Assistant
Administrative Secretary
Assistant Mechanic
Assistant Planner
Building Inspector I
Building Inspector II
Building Inspector/Plans Examiner
Building Permit Technician
Code Enforcement Officer
Engineering Technician

Fleet Mechanic
Information Technology Technician
Regulatory Compliance Coordinator

Maintenance Worker I
Maintenance Worker II
Lead Maintenance Worker

Office Assistant I
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14 Office Assistant II
Parking Enforcement Technician
Police Records Technician

Recreation Coordinator
Water Systems Operator I

Water Systems Operator II
Lead Water Systems Operator
Wastewater Plant Operator I
Wastewater Plant Operator II
Lead Wastewater Plant Operator

B. Employees shall receive the following Cost of Living adjustments as set forth on Schedule B and Schedule C, attached hereto and by this reference made a part hereof, effective at the start of the first full pay period in the specified month:

a. July 2023 4% (Schedule B)
b. July 2024 3% (Schedule C)

C. Effective the first full pay period in July 2022, all classifications in the unit shall receive a one-time 2.5% Community Enhancement Adjustment.

D. Effective the first full pay period in July 2022, the salary ranges for all affected job classes set forth on Schedule A, which is attached hereto and by this reference made a part hereof. Schedule A represents equity adjustments for the following positions, as represented by Salary Range Changes, as follows:

Accounting Clerk 2.5 %
Accounting Technician 2.5 %
Administrative Assistant 2.5 %
Administrative Secretary 2.5 %
Building Permit Technician 2.5 %
Engineering Technician 2.5 %
Office Assistant I 2.5 %
Office Assistant II 2.5 %
Police Records Technician 2.5 %
Wastewater Plant Operator I 2.5 %
Wastewater Plant Operator II 2.5 %
Lead Wastewater Operator 2.5 %
Water Systems Operator I 2.5 %
Water Systems Operator II 2.5 %
Lead Water Systems Operator 2.5 %

Attachment 1A

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15 ARTICLE 14

PISMO BEACH COMPENSATION PLAN

The Compensation Plan shall be maintained by the Personnel Officer. The plan shall show the classification of positions, the range allocated to each classification, and the minimum and maximum salary or wage rates and intermediate wage rates. Employees shall be compensated on the basis of the Compensation Plan. The Compensation Plan shall be a merit compensation program. Employees shall be compensated on the following basis:

1. The first step is the minimum rate and is normally the hiring rate for the class. In the case where a person of unusual qualifications is engaged, the Personnel Officer may authorize hiring at an appropriate step within the established pay range.

2. The second step is an incentive adjustment to encourage an employee to improve the quality of his/her work. All employees are entitled to this adjustment after satisfactorily completing a six month probationary period.

3. The third step is awarded to an employee who has proven to be fully qualified, experienced and conscientious. An employee is eligible for this step after completing one year of satisfactory service at the preceding step.

4. The fourth step is awarded to an employee whose job performance is clearly above average. An employee is eligible for this step after completing one year of satisfactory service at the preceding step.

5. The fifth step is awarded to an employee whose job performance clearly meets or exceeds standard on a sustained basis. An employee is eligible for this step after one year of satisfactory service at the preceding step.

Step increases are not automatic, and they shall be given only upon recommendation of the Department Head and the approval of the City Manager. Step increases are given for meritorious service and not for longevity in a particular position. In order for any step increase to be granted, a performance evaluation must be submitted to and approved by the City Manager and by the Department Head.

In the event an employee is away from work on an extended leave of more than twenty eight (28) consecutive calendar days, the eligibility date for considering a merit step pay increase for such employee shall be extended by an equal number of days of said leave.

In such instance, credit shall be granted for limited work, which the employee may have performed at home during such extended leave. Leave is defined as hours not worked by the employee as part of approved time off for FMLA, CFRA, Workers Compensation, or approved unpaid leave.

Attachment 1A

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16 ARTICLE 15

DUES DEDUCTIONS

1. It is agreed that Union dues, insurance premiums and such other deductions as may be properly requested on one or more forms mutually agreeable to the City and the Union, and lawfully permitted, shall be deducted from the salary of each employee in the unit without charge to the employee or the Union.

2. When a person is hired in any of the job classifications represented by Local 620, the City shall provide written notice to Local 620 and allow the Union a 15-minute presentation to new represented employees to explain representation services provided by the Union and to provide them with a copy of the current contract.

3. All Union members who have payroll deductions for payment of Union dues prior to the effective date of this Agreement, and all members who establish dues payroll deduction during the term of this Agreement, shall remain members of the Union throughout the life of this Agreement, provided that Union members on payroll deduction may terminate their authorization for deduction of the Union dues by giving written notice to the City's Finance Department during the last ten (10) working days of the month of June of each year. It shall be the Union’s responsibility to notify the employees of the option to terminate the authorization for deduction of Union dues. The City shall promptly forward a copy of the letter of revocation to the Union.

4. The Side Letter Agreement on “Administration of Agency Shop”, signed by SEIU and the City on July 17, 2002, which followed an Agency Shop Election on June 25, 2002, the results and conduct of which were certified by both the City and SEIU, is attached as Exhibit B, and is hereby made a part of this Agreement.

5. The Union agrees to indemnify, defend and hold the City of Pismo Beach harmless due to the implementation and enforcement of this provision.

ARTICLE 16

PERSONNEL FILES

A. FILE MAINTENANCE AND CONTENTS

The Personnel Office shall maintain a personnel file for each employee in the service of the City. Information contained in these files shall include class title, the department to which assigned, salary, payroll records, changes in employment status, performance evaluations, disciplinary actions and such other information as may be considered pertinent.

No employee shall have any comment adverse to his/her interest entered into his/her Attachment 1A

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17 personnel file, or any other file used for any personnel purposes by the employer, without the employee having first read and signed the instrument containing the adverse comment indicating he/she is aware of such comment except that such entry may be made if after reading such instrument the employee refuses to sign it. Should an employee refuse to sign the fact shall be noted on that document, and signed or initialed by such employee.

B. PERSONNEL ACTION FORM

Every appointment, transfer, promotion, demotion, change of salary rate, any other temporary or regular change in status or any personnel action of employees shall be reported to the Personnel Officer and documented on the prescribed form.

C. EMPLOYEE EXIT RECORD

Employees separating from the Classified or Exempt Service for any reason shall complete a form stating causes and reasons for separation. The Department Head of such employee shall also complete the form. Completed reports shall be retained in the employee’s personnel file.

D. EMPLOYEE’S RESPONSIBILITY TO NOTIFY CITY OF CHANGED

INFORMATION

It is the employee’s responsibility to notify the City through the Payroll or Benefits Administrator of change of address, legal name, mailing address or change in family status that will result in change of Insurance coverage and/or Beneficiary designation. An employee separating from the Classified or Exempt Service will also be responsible for notification of any changes as identified above for a minimum of 12 calendar months, to insure the transfer of information on insurance, retirement and W-2s is complete.

E. MEDICAL INFORMATION

Per the guidelines and requirements of HIPAA and CMIA, all medical information about an employee or applicant is filed separately from other personnel records and is treated as confidential.

F. ACCESS TO MEDICAL INFORMATION

Access to employee or applicant medical information shall be strictly limited to only those with a legitimate need to have such information for City business reasons, or if access is required by law, subpoena or court order. In the case of an employee with a disability, managers and supervisors may be informed regarding necessary restrictions on the work or duties of the employee and necessary accommodations.

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18 G. ACCESS TO PERSONNEL FILES

The contents of an employee’s personnel file shall be made available to the employee, or with the employee’s written authorization, to the employee’s representative, at reasonable intervals during the regular business hours of the City. Materials of reference obtained in confidence or records relating to the investigation of a possible criminal offense shall not be made available to the employee or the employee’s representative except in circumstances where the Personnel Officer receives a court order to provide such records to a third party.

H. DESTRUCTION OF PERSONNEL FILES

Roster and payroll records shall be retained permanently. All other records relating to personnel may be destroyed, upon approval of the City Attorney, as prescribed by California and Federal law and by the City’s Retention Schedule.

I. REFERENCE REQUESTS

All requests for employment references will be responded to by the Human Resources Officer. Authorization to provide a reference must be made by the employee in writing.

In the absence of a written authorization from the employee to provide a reference, the Human Resources Office will provide only the following information in response to a reference request:

Dates of Employment
Description of Job Duties
Rates of Pay

ARTICLE 17

BULLETIN BOARDS

The City agrees to furnish bulletin board space of a reasonable size for posting Union material. The locations of the bulletin boards shall include but not be limited to the following workstations:

1. City Hall Copy Room on First Floor.

2. Public Works Garage.

The City agrees to allow the Union access to City Council Chambers for Membership meetings subject to normal City Hall booking process.

Attachment 1A

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19 ARTICLE 18

RETIREMENT SYSTEM

PERS

A. The City provides unit employees hired before December 17, 2012, retirement coverage through the Public Employee's Retirement System (PERS) for a

2.5%@55" modified formula, which includes the PERS Benefit Description: “One Year Final Compensation”. Of the 8% Member Contribution, the employee will pay 8% and the City will pay 0%.

B. The City provides unit employees hired after December 17, 2012, who qualify as a PERS “Classic” member under the new Public Employees’ Pension Reform Act (“PEPRA”) retirement coverage through the Public Employee’s Retirement System (“PERS”) for a 2%@60 modified formula. This formula is based upon highest average full time monthly pay rate for a 3-year period.

Employees with the above retirement benefit (2% @ 60) pay the full 7.0% PERS employee Member Contribution plus 1.0% of the employer contribution.

C. The City provides unit employees hired after January 1, 2013 who do not qualify for Pension Reciprocity pursuant to Government Code Section 7522.02(c), the City shall provide retirement coverage through the PERS retirement formula under Government Code 7522.20 (2%@62 formula). This formula shall be based upon highest average full time monthly pay rate for a 3-year period.

Employees in this PEPRA tier shall contribute one-half the normal cost of retirement, as defined each year by PERS plus one and three quarter percentage point (1.75%) of the total employer contribution percentage.

D. The City has amended the Retirement Contract with PERS to allow the additional Cost Sharing contribution by the employees (the amounts contributed by employees above the Member Contribution) to be credited to the employee’s PERS account as a normal contribution and the additional amount will be tax deferred.

Attachment 1A

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20 ARTICLE 19

EXTRA COMPENSATION

A. PURPOSE

The purpose of extra compensation is to recognize special duties, on a short-term basis, at the need of the City, for additional duty assignment not otherwise included in the employee's position description. As a benchmark, employees assigned to additional duty MUST hold a degree, certificate, or other special qualifying experience that qualifies the employee for this assignment.

B. LIMITATION

1. This extra compensation shall be paid only during those periods or portions thereof when such employees are actually assigned to these special assignments.

2. However, should an employee assigned to a special duty be unable to perform that function due to a non-job related illness or injury for a period of 15 working days or more, this assignment compensation shall be suspended for all scheduled work days not worked in excess of the first 15 working days and until the day he/she returned to this full-duty assignment.

3. Temporary Assignments: Those assignments as mentioned above are temporary assignments and not a separate job classification. It is not a property right and may be revoked at any time for job-related reasons or operational necessity or any other reason as deemed appropriate by the Department Head or City Manager.

4. When temporarily assigned to a higher job classification, an employee shall receive pay at the “A” step of the higher classification to which assigned, or an additional 5% above the employee’s regular rate of pay whichever is higher.

5. Employees are eligible for extra compensation for work in a higher job classification beginning on the first day of such assignment and continuing until the termination of the assignment only when such assignment is made on a formal basis and when the assignment is for a period of not less than fifteen (15) working days.

6. The extra compensation will terminate at either the end of the assignment, or in the case of an employee covering for a job classification that is vacant; the compensation will terminate on or before 14 days from the job classification being filled.

Attachment 1A

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21 C. SPECIFIC QUALIFICATIONS AND DESIGNATIONS

1. Certification Pay
Subject to prior approval by the City and deemed beneficial to the City, if an employee achieves a certification higher than those required for their current position, the City shall increase the employee’s pay by 2.5%, and shall maintain that 2.5% increase as long as the employee maintains one or more higher certifications than required.

If an employee obtains and maintains a relevant Pesticide Applicator’s license or certificate the City shall increase the employees pay 2.5% as long as the employee maintains that license or certification. No more than three eligible employees shall receive the 2.5% pesticide certification pay.

Employees will be eligible for no more than two certification pays (total 5%), upon approval by the City.

The City shall review certification pay annually and has the ability to remove certification pay should it be found that the certification is not being used and/or beneficial to the City. Employees shall be provided twelve (12) months advance notice if certification pay is going to be discontinued upon ratification of this agreement and will receive three (3) months advanced notice for any discontinuation thereafter. Denial of certification pay shall not be arbitrary or capricious. The Union and City shall meet to discuss the discontinuation of such pay, however, following the meeting, the decision of the City if final.

2. Class A Driver’s License with a Hazmat Endorsement
Employees assigned to Wastewater as Wastewater Operators, who obtain their commercial Class A driver’s license with a hazmat endorsement, shall be eligible to receive an additional pay of 2.5%. This provision shall be subject to the total certification pays of Article 19.C.1.

3. Bilingual Pay
Those City employees (no more than four) who are designated by the City Manager to assist non-English speaking persons who are having difficulties conducting business with the City, and who are called upon to provide their assistance on a periodic basis, shall receive $25 per two-week pay period for their special work assignment, following their designation by the City Manager.

Such designated employees shall be required to demonstrate their knowledge of and competence in a specified foreign language to the satisfaction of the City Manager.

4. Notary Pay
Two positions, as designated by the City Manager, shall be eligible to receive special pay for performance of notary functions. One position shall be in the Attachment 1A

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22 Community Development or Public Works department at City Hall, and one position shall be at the Police Department. The additional pay for obtaining and maintaining the necessary certificate and for performing this function shall be $25 per pay period, beginning the pay period following the designation of this duty by the City Manager.

ARTICLE 20

PAY PERIODS

The City and the Union agree that employees will be paid biweekly with pay to be made on alternate Fridays for the pay period ending at midnight of the preceding Sunday. If employees are placed on a work schedule of other than 40 hours per week, the pay period will be adjusted to conform to the Fair Labor Standards Act.

ARTICLE 21

WORK PERIODS, DEFERRED COMPENSATION, OVERTIME & STANDBY TIME

A. WORK PERIODS

1. Seven-Day Work Period

The work period for unit employees shall be a fixed and regularly recurring period of time consisting of 40 hours in seven consecutive days.

2. Work Period - Beginning/Ending

The seven (7) day work period shall begin on Monday, 12:00 a.m. and end seven (7) days later on Sunday night at 11:59 p.m., or shall be such other work period that conforms to FLSA requirements and accommodates the assigned daily work period.

3. Daily Work Period

The daily work schedule for unit employees will consist of the normal number of hours for the assigned function, i.e., 12, 10, 9 or 8 hours, inclusive of breaks, exclusive of meal breaks. The work schedule may be modified and/or adjusted by management to alternate work schedules (e.g., 5/8, 4/10, 9/80, 3/12).

4. Work Schedules

As stated in Article 2, Section 11 of this MOU, City management rights include, “To determine the size and composition of the City's work force, assign work to Attachment 1A

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23 employees of the City in accordance with requirements determined by the City and to establish and require compliance to work hours and changes to work hours, work schedules”. Service requirements in Public Works necessitate work schedules to include weekend rotations. All employees in Water, Wastewater, and Maintenance divisions will be required to work a weekend rotation as assigned.

5. Rest Breaks

As stated in the City Personnel Rules, Except for personnel assigned to continuous operations, two (2) paid rest periods of ten (10) minutes each shall be provided all employees during each half of their regular, eight-hour workday.

B. DEFERRED COMPENSATION

1. Deferred Compensation Contribution
The City shall administer a deferred compensation plan(s) on behalf of the employees by a vendor of the City’s sole discretion. Employees shall be able to make voluntary contributions up to the maximum allowed by the Internal Revenue Service for said plan.

The City will pay $1,500 per year into each affected employee’s deferred compensation account, payable in 24 equal payments- two each month- at $62.50 per payment.

C. OVERTIME

1. Overtime Definition

The City shall administer all overtime pay provisions consistent with the Fair Labor Standards Act, including paying the appropriate overtime hourly rate for all hours worked in excess of 40 hours worked in a 7-day (168 hour) workweek. Only time worked shall be used to calculate overtime, except that personal and paid holidays shall be counted as time worked for calculating overtime. Overtime shall accrue in one-quarter hour minimum periods. The City continues to reserve its Management Right to determine work schedules, subject to any meet and confer obligations required by law.

2. Compensatory Time Off

Accrual at the discretion of the employee, overtime worked during a pay period shall be paid at the rate of one and one-half times the employee’s regular rate of pay or added to the employee’s accrued compensatory time off balance at the rate of one and one-half hours accrued for each hour worked, provided that in no event shall Attachment 1A

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24 compensatory time off be accrued so as to cause the employee’s compensatory time off balance to exceed 80 hours. Overtime hours worked that would cause the employee’s compensatory time off balance to exceed 80 hours shall be paid at the time and one-half rate.

Use
An employee may use some or all of the employee’s compensatory time off after approval of the Department Head.

Cash Out of Compensatory Time
Payout of all or part of an employee’s Compensatory time off balance may be requested by the employee and with Department Head approval, shall be paid out, but limited to no more than once a month in the months of February, April, June, August, October, and December.

3. Holiday Pay

If an employee is required to work on a holiday, the employee shall be compensated at the rate of time and one-half for the hours worked, in addition to receiving the normal eight hours credit for the holiday.

4. Rotation

The City and the Union agree that overtime work will be assigned to the employees on a rotation basis whenever possible.

5. Call Back Work

Call back work is work time performed by an off-duty unit employee ordered to duty when:

a. It is deemed necessary or advisable to properly handle an emergency incident or incidents;
b. To maintain necessary staffing levels.

Travel time to work and returning home shall be counted as work time, portal to portal, for a maximum of one hour per incident.

Unit employees recalled to work one hour or more prior to the beginning of their shifts shall be granted a minimum of three hours of overtime. If called back less than one hour prior to the beginning of the shift the employee will be paid at the regular overtime rate for actual hours worked. Repeat call back during any three- hour minimum call back period will be considered time already paid. Time worked beyond the initial three-hour call back will be considered overtime when it falls within the definition herein. Any subsequent call back beyond the initial three-hour call Attachment 1A

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25 back shall begin a new three-hour period.

6. Extended Shift Work/Beyond Tour of Duty

Extended shift work is work time worked by unit employees beyond their normal assigned shifts for the completion of work assigned.

7. Special Detail Work

Special detail work is pre-scheduled work time performed by a unit employee during off-duty hours involving duty at parades and other public or civic events.

8. Time Not Considered as Overtime

The following activities shall not be considered work time for the calculation of overtime, except as provided for in this Agreement:

a. Meal breaks
b. All travel time to work and returning home in either personal or City vehicle c. All time paid at standby wages

9. Standby Duty

Standby Duty is defined as that circumstance which requires an employee so assigned to:

a. Be ready to respond immediately to call for service
b. Be readily available at all hours by telephone or other agreed-upon communications equipment

The City agrees to pay $60 per day for standby pay to designated personnel while they are on standby duty. It is understood that standby time will be applicable for non-duty days during the employee’s normally scheduled workweek. It is further understood that standby pay will be allowed on the same twenty-four (24) hours per day basis for City holidays. Standby pay will not be applicable during the time when personnel on standby duty are performing their regularly assigned duties or are acting in response to a "call out" for which call out pay is being provided. Employees may not trade partial days for standby duty.

Attachment 1A

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26 ARTICLE 22

HEALTH AND WELFARE INSURANCE BENEFITS

A. CITY’S CAFETERIA PLAN

1. Effective January 1, 2010 the City implemented a full flex cafeteria plan for active employees in accordance with IRS Code Section 125. Active employees participating in the City’s full flex cafeteria plan receive a monthly flex dollar allowance to purchase benefits under the full flex cafeteria plan.

The monthly flex dollar allowance effective January 1, 2010 shall be a dollar amount equal to the amounts defined below, which includes the California Public Employees’ Medical and Hospital Care Act (PEMHCA) contribution hereby referred to as the PEMHCA minimum contribution, for an Employee, an Employee & One Dependent or an Employee & Two or More Dependents.

The monthly flex dollar allowance may be used in accordance with the terms of the cafeteria plan to purchase benefits such as medical, dental, and vision insurance coverage, or any other benefits the City may offer from time to time, or may be converted to taxable income.

2. The Union agrees that the City shall make Medical, Dental and vision care insurance available for employees, and the Union also agrees to make available an alternative insurance program, Public Employees Benefit Trust (“PEBT”), to all City employees who are members of the bargaining unit covered by this MOU, or who are non-represented employees of the City, including Council and Management employees.

There shall be an open enrollment period once each year prior to the insurance policy anniversary date to allow for changes in coverage.

3. The City shall continue to provide, for the duration of this Agreement, a term life insurance policy covering the employee equal in value to $50,000. Said policy shall also include a double indemnity coverage benefit of $100,000 for accidental death or dismemberment. The City will pay 100% of the premium cost for employee and dependent coverage for said insurance.

4. City Flex Dollar Contributions

In each of the contract years, the City’s flex dollar allowance will be established based on the following amounts for health, dental and vision. The amounts include the PEMHCA minimum contribution.

The current rates for employee only is equal to $947.83; employee plus 1 Attachment 1A

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27 dependent is equal to $1,589.02; employee plus children is equal to $2,072.93; and employee plus family is equal to $2,103.93.

In the event that different levels of dependent coverage are selected for dental and vision care than for medical coverage, the amount of dental and vision coverage shall be calculated based on the level of benefit selected by the employee and that amount shall be subtracted from the level of medical coverage selected. For example, if an employee selects "Employee Plus Family" dental and vision coverage, and "Employee Only" medical coverage, 100% of the cost of the full family dental and vision coverage shall be subtracted from the Employee Only maximum coverage level to determine the employee deduction for total health and welfare coverage. This same calculation shall be used to determine the amount of Employee Only medical redirect that may be paid pursuant to Section 5, below.

5. Medical Redirect

If an employee has health, dental and vision insurance coverage through another eligible source or a former employer and provides proof of other coverage to the Human Resources Division, the employee may elect to waive the City’s health insurance coverage and elect to use flex dollars, equal to the amount defined for employee only coverage of health, dental and vision, in accordance with the terms of the cafeteria plan, or the amount may be converted to taxable income.

See Section 4, above, for the calculation if an employee has selected different levels of dependent coverage for dental and vision than for medical coverage.

6. Benefit Changes

In the event that any of the medical, dental, vision care or life insurance benefits in force as of the effective date of this Agreement, and for which the City has control, are reduced or eliminated as a result of changes in benefit provider, the parties shall meet and confer for the purpose of replacing any benefits so reduced or eliminated with, to the maximum extent possible, benefits equivalent to those reduced or eliminated.

7. Affordable Care Act (ACA)

Parties agree to Meet and Confer during the term of this agreement should language or benefit changes be required to meet compliance requirements under the ACA.

Additionally, the parties agree to Meet and Confer during the term of this agreement to explore alternatives to the current health care provider.

Attachment 1A

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28 ARTICLE 23

HEALTH COVERAGE FOR RETIRED EMPLOYEES

A. RETIREE HEALTH COVERAGE

Employees represented by the Union who retire from the California Public Employees Retirement System (CalPERS) within 120 days of leaving their position with the City are eligible to continue in the City’s retiree group health insurance program offered through Public Employees’ Medical and Hospital Care Act (PEMHCA). The City’s contribution towards retiree coverage shall be The PEMHCA minimum contribution as determined by CalPERS from time to time.

B. LONGEVITY PAYMENTS

The City shall make a longevity payment to an employee who retires from the City as described in this Section and who qualifies for and exercises their right through PERS to receive the City’s retiree group health insurance. The City shall make a longevity payment on a monthly basis to the retiree’s Retiree Healthcare Reimbursement trust (Retiree HRA trust).

The City’s monthly contribution to the Retiree HRA trust shall be the difference between the premium cost of coverage for the retiree and retiree’s spouse (when applicable) minus the PEMHCA minimum contribution up to the City’s maximum longevity contribution. In no event shall the City’s total contribution to the Retiree HRA exceed the amounts described in this section. The City’s maximum contribution towards a retiree’s Retiree HRA Trust account shall not be subject to change and shall continue for the lifetime of the retiree and retiree’s spouse, in accordance with PEMHCA eligibility provisions for coverage.

1. Existing Employees retiring on or before January 1, 2010 shall receive a longevity payment not to exceed:

Retiree only/surviving spouse: $270 per month
Retiree plus one dependent $428 per month
Retiree plus family: $529 per month

The City’s contribution to a retiree’s Retiree HRA will decrease if the retiree experiences a change in family status, i.e. retiree has retiree plus one coverage and the spouse passes away, therefore changing to retiree only coverage.

2. Employees employed before July 1, 2009, retiring after January 1, 2010 who satisfy the criteria outlined below shall receive the longevity payment described in Section B 1of Article 23:
i. Employee retires from the City, and
ii. Employee has 10 or more years of service with the City of Pismo Beach at Attachment 1A

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29 the time of retirement

3. Employees employed before July 1, 2009, retiring after January 1, 2010 who satisfy the criteria of this section shall receive the longevity payment described below:
i. Employee is age 50 as of 01/01/2010, and the
ii. Employee has less than 10 years of service at the time of retirement from the City, the retiree shall receive the longevity payment described in Section B 1of Article 23

5. Employees employed before July 1, 2009, with less than 10 years of service who are not age 50 as of 1/1/2010 who retire from the City shall not be eligible to receive a longevity payment from the City. The City’s contribution towards their retiree health coverage shall be the PEMHCA minimum contribution as described in Section A of this Article.

6. Employees hired on or after July 1, 2009, including Department Heads and the City Manager positions, shall not be eligible to receive a longevity payment from the City. The City’s contribution towards their retiree health coverage shall be the PEMHCA minimum contribution as described in Section A of this Article.

C. ESTABLISHMENT OF A RETIREE HEALTHCARE TRUST

The City shall make available to the Union a Retiree Healthcare Trust, where employees shall be provided the opportunity to defer vacation and a specified amount of annual sick time buy-back, as well as a portion of their salary (if applicable), to prefund their future retiree health care costs. The trust and contribution requirements shall comply with the guidelines established by the Internal Revenue Service.

ARTICLE 24

VACATION

The purpose of annual vacation leave is to enable each eligible employee annually to return to his/her work mentally refreshed. All employees in the Classified Service shall be entitled to annual vacation leave with pay except the following:

1. Employees who have served less than six (6) months in service of the City.

However, vacation credits for the time may be granted to each such employee who later receives a regular appointment.

2. Employees who work on a provisional basis, and all employees who are not regularly employed in a Regular Full-Time position (including Temporary and Seasonal appointments).

The specific rates at which vacation leave are to be accrued shall be as follows:

Attachment 1A

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30 1. Each eligible employee shall accrue 6.66 hours per month.

2. Employees completing five (5) years of service, vacation leave will accrue at the rate of ten (10) hours per month.

3. Employees completing 10 years of service, vacation leave will accrue at the rate described in subsection (2) above, plus an additional 0.667 hours or one day for each year of service over ten (10) up to a maximum of 160 hours accrued per year.

Other applicable provisions are as follows:

1. The times during a calendar year at which an employee may take his/her vacation shall be determined by the Department Head with due regard for the wishes of the employee and particular regard for the service needs of the City.

2. If the service requirements of the City are such that an employee cannot take part or all of his/her annual vacation in a particular calendar year, such vacation either shall be taken during the following calendar year or paid for at the discretion of the Personnel Officer.

3. An eligible employee, with the consent of the head of his/her department, may defer a maximum 20 working days of his/her annual vacation to the succeeding calendar year, subject to the provisions of this Rule. The balance over 20 working days that is not deferred to the succeeding calendar year will be paid to the employee as straight-time hours.

4. In the event one or more municipal holidays fall within an annual vacation leave, such holidays shall not be charged as vacation leave.

5. Employees who terminate employment shall be paid in a lump sum for all accrued vacation leave earned prior to the effective date or termination.

ARTICLE 25

HOLIDAYS

A. Personal Holidays

The employees represented by the Union will be granted two personal holidays. These holidays must be taken during the course of the fiscal year at a time mutually agreeable to the employee and the department head and no compensation will occur for the holidays if not taken during the fiscal year Employees hired between July 1 and October 31 shall be granted two personal holidays in the fiscal year in which they are hired. Employees hired between November 1 and April 30 shall be granted one personal holiday in the fiscal year in which they are hired. Employees hired between May 1 and June 30 are not eligible for a personal holiday in the fiscal year in which they are hired.

B. Holidays

The City and the Union agree that the following days shall be paid holidays for all Attachment 1A

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31 employees of the unit:

1. New Year's Day

2. Third Monday in January, Martin Luther King Day

3. Third Monday in February, Washington's Birthday

4. Last Monday in May, Memorial Day

5. Independence Day

6. First Monday in September, Labor Day

7. Veteran's Day

8. Fourth Thursday in November, Thanksgiving Day

9. Friday after Thanksgiving

10. Christmas Eve

11. Christmas Day

Should a paid holiday fall on Sunday, the following Monday shall be observed as a holiday. Should a paid holiday fall on a Saturday, the preceding Friday shall be observed as a holiday.

ARTICLE 26

SICK LEAVE BENEFIT

A. SICK LEAVE BENEFIT

1. Sick leave is a benefit and not a right and is to be utilized by employees who are unable to work because of an injury or illness not arising out of the course of their employment.

2. Employees receiving temporary payments under Worker's Compensation or State Disability Insurance may use accumulated sick leave in order to maintain but not exceed his/her regular base income.

3. Employees have the right to use up to half of their annual sick leave accrual to attend to the illness of child, spouse, domestic partner, or parent.

4. The sick leave benefit protects employees from a loss in wages when they are unable to work because of an illness or injury and is not intended to be equivalent to vacation leave.

5. The City considers good attendance to be a very important part of an employee's overall performance. Absenteeism creates a hardship on City operations and co- workers, resulting in work schedule disruptions and added costs.

Accrual and use of sick leave shall be governed by the following provisions:

Attachment 1A

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32 1. Sick leave credit shall be granted to all probationary and regular full-time employees within the Classified Service.

2. For purposes of computing sick leave, sick leave will be credited at the rate of

3.692 hours per pay period regardless of work schedule for a maximum of twelve (12) days or 96 hours per year.

3. In order to be compensated for use of sick leave, the immediate supervisor shall be notified of an employee’s request to use sick leave prior to the employee’s absence or within four hours after the time set for the employee to begin work, or at such other time as may be specified by the head of the department.

4. The employee may be required to file a physician’s certificate or personal affidavit with the Personnel Officer when the absence is more than three workdays, verifying the need for the absence. However, if the Department Head has reason to believe that sick leave is being abused, a physician’s certificate may be required after any absence for which sick leave is claimed.

5. An employee receiving temporary disability payments under the Worker’s Compensation laws may use accumulated sick leave in order to continue to maintain regular income. However, all employees receiving full salaries in lieu of temporary disability payments pursuant to Section 4850 of the Labor Code are entitled to accumulate sick leave during such periods of disability.

B. SICK LEAVE PAYBACK OR RETIREMENT CREDIT

An employee will retain the benefit of converting sick leave balance to additional retirement credit, under the City’s contract with the Public Employees Retirement System, if the employee retires during the term of the contract.

At the end of each Calendar year, the employee will have the choice of the following:

1. Sick Leave Annual Pay-off

a. City will pay the employee one-sixth of the net amount of Employee’s sick leave accumulated (earned minus used) during said calendar year. b. Once the employee’s sick leave balance exceeds 480 hours, the net amount of sick leave hours accumulated (earned less used) in that calendar year will be paid in full.

Any sick leave hours paid for will be deducted from the sick leave balance. At no time will the number of hours paid out for a calendar year under this Section exceed the annual accrual.

Attachment 1A

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33 2. Sick Leave Retention

Employees can choose to not receive the Sick Leave Pay-off, and can instead build up their sick leave balance. There is no cap to the amount of sick leave that can be accumulated for retirement credit.

If the City’s contract with the Public Employees Retirement System so provides,, at the time of retirement, the Employee’s sick leave balance will convert to additional retirement credit.

This option to convert the unused sick leave at retirement does not change the vesting of sick leave, and does not entitle the Employee to any rights to the balance at any separation from City employment other than for retirement credit.

C. MISUSE OF SICK LEAVE, INJURY OR ILLNESS

No employee shall feign or misrepresent any illness or injury or deceive any other employee, supervisor, or any representative of the City as to their real condition for the purpose of remaining away from scheduled duty assignments. Misuse of sick leave shall result in disciplinary action up to and including termination.

D. FAMILY CARE AND MEDICAL LEAVE

The City will grant family care and medical leave in accordance with the requirements of applicable state (California Family Rights Act) and federal law (Family and Medical Leave Act) in effect at the time the leave is granted. No greater or lesser leave benefits will be granted than those set forth in the relevant California or federal law.

E. USE OF ACCRUED PAID LEAVES

Family and medical leave is unpaid, except that an employee is required to first use any accumulated sick leave, if the leave is for the employee’s own serious health condition.

The employee may also use sick leave to care for a parent, spouse or child with a serious health condition. For any other type of family and medical leave, the employee may use any paid or unpaid leave time. The paid and unpaid leave runs concurrently with the family and medical leave.

F. CONCURRENT USE OF FMLA WITH OTHER LEAVES

The City may designate any non-family and medical leave, such as workers’ compensation, sick, or vacation leave, to run concurrently with family and medical leave whenever the non-family and medical leave is also for a family and medical leave Attachment 1A

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34 purpose.

The City integrates family and medical leave with workers’ compensation leave whenever an employee is absent from the work place for 30 days or more due to an industrial injury or illness. As required by law, the City will not run family and medical leave concurrently for those employees entitled to Labor Code section 4850 leave.

G. BENEFITS DURING LEAVE

An employee may receive any group health insurance coverage that was provided before the leave on the same terms as if the employee had continued to work during the leave, up to a maximum of 12 workweeks.

Employee contributions for group health insurance coverage, if any, will be required either through payroll deduction or by direct payment to the insurance provider. The method of payment will be established in conjunction with the employee in writing at the beginning of the leave. The amount of an employee’s contribution is subject to any changes in rates that occur while the employee is on leave.

H. SICK AND VACATION LEAVE ACCRUAL

Sick leave and vacation leave do not accrue while an employee is on unpaid leave.

ARTICLE 27

BEREAVEMENT LEAVE

Bereavement leave shall be defined as whenever any employee has experienced a death in the immediate family. [Immediate family is defined in the definition section 2.19 of the City Personnel Rules and Regulations]

A. LEAVE WITH PAY

The employee may be granted bereavement leave with full pay of not to exceed a total of forty (40) hours per occurrence as approved by management. These days shall not be charged against the unit employee’s accumulated sick leave.

B. FACTS JUSTIFYING ABSENCE

The employee must submit an approved declaration or other evidence such as a death certificate or obituaries, acceptable to Department Head, evidencing eligibility for bereavement leave.

Attachment 1A

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35 ARTICLE 28

UNEMPLOYMENT INSURANCE

The City will continue to make appropriate contributions for the California Unemployment Insurance Plan for all employees represented by the Union.

ARTICLE 29

JURY DUTY

No deduction shall be made in the salary of any employee who serves on a jury, if the employee has waived or remitted the jury fee to the City for such jury duty. If the employee has not so waived or remitted the jury fee to the City, the employee shall be paid only for the time actually worked in the City position. An employee accepted for jury duty shall immediately notify the Finance Department, in writing, whether or not the jury fee will be waived or remitted to the City. It is understood that the employee may retain any travel pay granted by the court because of the employee's participation in jury duty.

An employee who is subpoenaed to appear in court as a result of official duties as a City employee shall be allowed to do so without loss of compensation. Any witness fees paid as required by law shall be submitted to the City if the employee is required to attend the legal proceeding in an official capacity. An employee subpoenaed to appear in court in a matter unrelated to official duties as a City employee may be permitted to use accrued vacation, holiday, and/or compensatory time off.

Except as provided in an applicable memorandum of understanding, employees shall be required to return to work for completion of their assigned work shift, where reasonable, upon release from their daily court duties. "Reasonableness" shall be determined by the department head, or the Department Head's designated representative.

ARTICLE 30

MILEAGE REIMBURSEMENT

It is agreed that reimbursement shall be based on the maximum allowed by IRS for miles traveled on City business utilizing the employee's car, with prior approval of the department head, for using a non-City vehicle.

ARTICLE 31

HEALTH AND SAFETY

1. The City and the Union agree to abide by all provisions of the California Plan approved in accordance with the provisions of the Federal Occupational Safety and Health Act of 1970, and any applicable legislation as may be passed by the State of California to implement that plan.

Attachment 1A

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36 2. The City agrees that any safety courses employees are required to take will be provided on City time with pay.

3. Both the City and the Union recognize the need and will strive to reduce the number of industrial accidents and injuries among employees by forming a joint Safety Committee.

4. It is the duty of management to make every reasonable effort to provide and maintain a safe place of employment. The Union will cooperate by encouraging all employees to perform their work in a safe manner. It is the duty of all employees in the course of performing their duties to be alert to unsafe practices, and to report any such unsafe practices or conditions to their immediate supervisor. If such conditions cannot be satisfactorily remedied by the immediate supervisor, an employee has the right to take the matter either personally or through the Steward to his/her Department Head or designated representative. On any matter of safety that is not resolved, consultation will take place between management and Union representatives.

5. The City agrees to facilitate or to perform directly regular on-site safety inspections with departmental safety coordinators. It is further agreed that the City shall continue to maintain vehicles and equipment in a safe operating condition and that no employee will be penalized for refusing to use vehicles or equipment proven to be unsafe pursuant to State Law. The City will insure the implementation of a comprehensive safety program including, but not necessarily limited to, periodic lectures, safety films, and instruction to all employees about first aid, CPR, and proper operation of fire extinguishers. No reprisals shall be taken against an employee solely for reporting unsafe working conditions to management.

6. The City and the Union agree that the City will either provide all safety equipment required by the City or will reimburse the employee for purchasing the equipment whenever such equipment has been required by the City as necessary for the job.

Such equipment shall include, but not be limited to, safety shoes, safety goggles, helmets, hard hats, gloves, boots, jackets, and all related safety items. Both parties agree that the City shall retain the right to determine the minimum specifications of the safety equipment, procurement procedures and limitations and exclusions.

Notwithstanding the above, the parties agree that employees designated by the City are required to wear steel-toed safety shoes or boots in the performance of their duties. Said employees shall purchase footwear, based on the current policy.

All City equipment, excepting personal items, i.e., boots, shall be returned to the City upon the employee leaving such service.

Attachment 1A

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37 ARTICLE 32

UNIFORM ALLOWANCE

A. The City and the Union agree that when Public Works employees are required by the City to wear field uniforms, said uniforms shall be maintained and laundered by the City at no cost to the employee.

B. Clothing allowance for Police Records Technicians
For Police Records Clerk/Technician, the City shall go from the present practice of providing uniforms, to giving a $700 per fiscal year allowance to employees occupying those positions on a full-time basis, with the employee being responsible for purchasing the uniforms, cleaning and maintaining them, and being required to wear them on all work days, except as permission is given by the Police Chief for other attire on special occasions. The allowance will be given twice a year, in June and December, as reimbursement for expenses, in increments of $350 each, by separate check. The first payment shall be commenced for the second pay period after Council approval of the MOU.

ARTICLE 33

MEET AND CONFER PROCESS, WAIVER

The City and the Union agree that, for the term of this Agreement, each party waives the right and each agrees that the other party shall not be obligated to meet and confer with respect to any subject or matter pertaining to or covered by this Agreement, except as to meeting and conferring over the renewal or continuation of this Agreement, or as otherwise provided herein.

If during the term of this Agreement a classification and pay study is completed, the parties agree to meet and confer on the results of such study.

The City and the Union also agree that meeting and conferring over the renewal or continuation of this Agreement shall be initiated at the request of either party between January 1, 2025but not later than April 15, 2025 and that every effort will be made to reach an agreement prior to the expiration of this Agreement on June 30, 2025.

It is further agreed that nothing in this Agreement shall in any way diminish the rights of the employees, the City or Union as established by the Meyers-Milias-Brown Act of the State of California and all amendments thereto, except as herein provided.

ARTICLE 34

TUITION ASSISTANCE

The City recognizes the importance of continued improvement of its personnel and Attachment 1A

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38 encourages all employees to take advantage of those training and development opportunities that will enable City employees to perform more effectively and productively in their job responsibilities. Tuition assistance programs are distinguished from courses or schools mandated or required by the City and when the latter are paid fully by the City.

A. WORK RELATED COURSES

1. The City will reimburse full-time regular employees for the cost of books and tuition for approved courses, which relate directly and specifically to their present work assignment, or to degree requirements in a related field, or to enhance career opportunities within the City service.

2. Employees obtaining tuition assistance shall be required to continue working for the City for a period of 12 months after completion of the reimbursed classes or repay the City in the full amount of reimbursement received.

3. Course/class attendance will be on employee's own time. In no case will City time be authorized for outside education as covered under this tuition assistance program.

4. Application for tuition assistance must be approved in writing, in advance, by the Department Head and the City Manager before the class/course work begins; and, the Department Head will certify that the approved course work meets the criteria set forth in number one above.

5. Any job related books paid for by the City or as a part of the tuition costs will become City property if determined to be of value to the City by the employee's Department Head.

6. Receipts for all tuition and registration fees and books must be submitted to the City as well as certification that the employee earned a grade of “C” or better or a copy of the certificate of completion for the class, before reimbursement will be made. All Reimbursements must be submitted within 60 days, following completion of the class.

B. REIMBURSEMENT FOR CITY-SPONSORED TRAINING

The City will provide an amount not to exceed $1000 per fiscal year per employee, toward Tuition Assistance.

ARTICLE 35

LICENSES AND CERTIFICATES

Employees who are required by the City, State or Federal agencies to be licensed or Attachment 1A

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SEIU MOU FYs 2023 through 2025
39 certificated shall be reimbursed for the fees, tuition, books and mileage, for such license or certificate, including licenses required beyond Class 'C' by the Department of Motor Vehicles for the initial certification attempt and renewal only.

ARTICLE 36

CONSISTENT POLICY

The parties agree that insofar as possible City-wide policies shall be applied consistently within all Departments within the General Services Bargaining Unit.

ARTICLE 37

LEAVE WITHOUT PAY

Employees of the City, with regular status or with the right to return to such status, may be granted leave of absence without pay, at the discretion of the Department Head and with the approval of the Personnel Officer, for a period not to exceed three months. Leave of absence may be granted for the following reasons:

1. Illness of the employee or his/her immediate family not covered by sick leave.

2. To enable an employee to attend school or otherwise obtain training designed to improve the quality of his/her service.

3. Pregnancy disability leave beyond that otherwise provided for by law.

4. For any other reason which the Personnel Officer approves as being in the public interest.

Leaves of absence without pay will not be approved for matters of simple convenience, such as extended vacations. Approval of leave of absence without pay will be granted only for reasons clearly permitted as stated above and which are compelling in nature.

Denial of such leave is not subject to grievance or appeal. All requests for leave of absence without pay will be handled in a timely manner. In the event of illness lasting longer than accrued sick leave, the employee’s vacation time may be approved for use unless the employee formally requests leave without pay within the pay period. Leave without pay may be authorized even though the employee has unused sick leave and/or vacation time to his/her credit.

Effect on Health Insurance Premiums

During an approved leave without pay the employee will pay that portion of Health, Dental, Vision and Life Insurance premiums designated as his/her portion of premiums for “employee only” and all premiums for dependents one month in advance of the month of insurance coverage. The City will pay the portion of premiums designated as the City’s Attachment 1A

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SEIU MOU FYs 2023 through 2025
40 share for the employee only for six (6) pay periods or for as long as the employee is current with payment of his/her share, up to 6 pay periods.

If insurance coverage is upgraded at the employee’s request during this time, the employee shall pay any additional premiums.

Effect on Seniority and Benefits

Time on leave without pay is disregarded in computing merit salary increases, vacation and sick leave credits, seniority and holidays. Under this unpaid leave policy, leave without pay is not considered work time for the purposes of crediting any of the above or any other benefits.

Expiration of Leaves Without Pay

At the expiration of a leave of absence or earlier if the Personnel Officer approves, an employee on leave shall be returned to his/her former position or to another position which the Personnel Officer finds has substantially similar duties and responsibilities, qualification requirements, and the same compensation. The City may refuse to reinstate an employee if he/she is no longer physically able to perform the duties of the class as determined by a licensed physician.

ARTICLE 38

SEVERABILITY CLAUSE

If any provision of this agreement, or the application of such provisions should be rendered or declared invalid by a decree of a court of competent jurisdiction or by reason of any existing or subsequently enacted legislation, the remaining portions of this Agreement shall remain in full force and effect.

ARTICLE 39

MEMORANDUM OF UNDERSTANDING AS BINDING AGREEMENT

It is understood that after its adoption, this Memorandum of Understanding shall be a binding agreement between the parties. This MOU is not intended to conflict with the provisions of any rules, regulations or ordinances of the City of Pismo Beach. If the provisions of this MOU are in conflict with the provisions of any rule, regulation or resolution, the MOU shall be controlling.

The City and Union agree that during the term of this Memorandum of Understanding no additional items will be placed under discussion for the purposes of meet and confer unless mutually agreed upon by both parties.

Attachment 1A

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SEIU MOU FYs 2023 through 2025
41 ARTICLE 40

TERM OF AGREEMENT

This Memorandum of Understanding shall remain in full force and effect from the date of ratification by the parties until and through June 30, 2025.

CITY OF PISMO BEACH PISMO BEACH EMPLOYEES' ASSOCIATION Negotiating Committee SEIU LOCAL 620 Negotiating Committee

___________________________ ___________________________________

___________________________________

____________________________________

Date: ______________________ Date: ______________________________ Attachment 1A

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City of Pismo Beach SCHEDULE A
Salary Table
5% between steps
Effective July 4, 2022
Classification Title Range # Period Step A Step B Step C Step D Step E Office Assistant I 7 Hourly 19.70703 20.69238 21.72700 22.81335 23.95401 Bi-weekly 1,576.56204 1,655.39014 1,738.15965 1,825.06763 1,916.32101 Monthly 3,415.88442 3,586.67864 3,766.01257 3,954.31320 4,152.02886 Annual 40,990.61303 43,040.14368 45,192.15086 47,451.75840 49,824.34632 Office Assistant II 11 Hourly 21.75287 22.84051 23.98254 25.18166 26.44075 Bi-weekly 1,740.22950 1,827.24098 1,918.60303 2,014.53318 2,115.25984 Monthly 3,770.49725 3,959.02212 4,156.97322 4,364.82188 4,583.06298 Annual 45,245.96705 47,508.26540 49,883.67867 52,377.86261 54,996.75574 Maintenance Worker I 13 Hourly 22.85411 23.99681 25.19665 26.45649 27.77931 Bi-weekly 1,828.32862 1,919.74505 2,015.73230 2,116.51892 2,222.34487 Monthly 3,961.37868 4,159.44761 4,367.41999 4,585.79099 4,815.08054 Annual 47,536.54413 49,913.37134 52,409.03991 55,029.49190 57,780.96650 Assistant Mechanic 14 Hourly 23.42546 24.59673 25.82657 27.11790 28.47379 Parking Enforcement Technician Bi-weekly 1,874.03684 1,967.73868 2,066.12561 2,169.43189 2,277.90349 Monthly 4,060.41314 4,263.43380 4,476.60549 4,700.43577 4,935.45756 Annual 48,724.95774 51,161.20562 53,719.26591 56,405.22920 59,225.49066 Administrative Assistant 15 Hourly 24.01110 25.21165 26.47223 27.79585 29.18564 Bi-weekly 1,920.88776 2,016.93214 2,117.77875 2,223.66769 2,334.85107 Monthly 4,161.92347 4,370.01965 4,588.52063 4,817.94666 5,058.84399 Annual 49,943.08168 52,440.23576 55,062.24755 57,815.35993 60,706.12793 Water Systems Operator I 16 Hourly 24.61137 25.84194 27.13404 28.49074 29.91528 Bi-weekly 1,968.90995 2,067.35545 2,170.72322 2,279.25938 2,393.22235 Monthly 4,265.97156 4,479.27014 4,703.23365 4,938.39533 5,185.31509 Annual 51,191.65872 53,751.24166 56,438.80374 59,260.74393 62,223.78113 Accounting Clerk 17 Hourly 25.22666 26.48799 27.81239 29.20301 30.66316 Wastewater Plant Operator I Bi-weekly 2,018.13270 2,119.03933 2,224.99130 2,336.24087 2,453.05291 Monthly 4,372.62085 4,591.25189 4,820.81449 5,061.85521 5,314.94797 Annual 52,471.45019 55,095.02270 57,849.77384 60,742.26253 63,779.37565 Police Records Technician 18 Hourly 25.85733 27.15019 28.50770 29.93309 31.42974 Recreation Coordinator Bi-weekly 2,068.58602 2,172.01532 2,280.61608 2,394.64689 2,514.37923 Monthly 4,481.93637 4,706.03319 4,941.33485 5,188.40159 5,447.82167 Annual 53,783.23645 56,472.39827 59,296.01818 62,260.81909 65,373.86004 Code Enforcement Officer 20 Hourly 27.16635 28.52467 29.95090 31.44845 33.02087 Bi-weekly 2,173.30818 2,281.97359 2,396.07227 2,515.87589 2,641.66968 Monthly 4,708.83440 4,944.27612 5,191.48993 5,451.06442 5,723.61764 Annual 56,506.01279 59,331.31343 62,297.87910 65,412.77306 68,683.41171 Accounting Technician 21 Hourly 27.84551 29.23779 30.69968 32.23466 33.84639 Administrative Secretary Bi-weekly 2,227.64089 2,339.02293 2,455.97408 2,578.77278 2,707.71142 Building Permit Technician Monthly 4,826.55526 5,067.88302 5,321.27717 5,587.34103 5,866.70808 Maintenance Worker II Annual 57,918.66311 60,814.59627 63,855.32608 67,048.09238 70,400.49700 Water Systems Operator II 22 Hourly 28.54165 29.96873 31.46717 33.04053 34.69255 Bi-weekly 2,283.33191 2,397.49851 2,517.37343 2,643.24210 2,775.40421 Monthly 4,947.21914 5,194.58010 5,454.30910 5,727.02456 6,013.37579 Annual 59,366.62969 62,334.96117 65,451.70923 68,724.29469 72,160.50943 Lead Maintenance Worker 24 Hourly 29.98657 31.48590 33.06019 34.71320 36.44886 Fleet Mechanic Bi-weekly 2,398.92559 2,518.87187 2,644.81546 2,777.05624 2,915.90905 Engineering Technician Monthly 5,197.67211 5,457.55572 5,730.43350 6,016.95518 6,317.80293 Wastewater Plant Operator II Annual 62,372.06532 65,490.66858 68,765.20201 72,203.46211 75,813.63522 Information Technology Technician
Building Inspector I 25 Hourly 30.73623 32.27305 33.88670 35.58103 37.36008 Bi-weekly 2,458.89873 2,581.84367 2,710.93585 2,846.48264 2,988.80677 Monthly 5,327.61391 5,593.99461 5,873.69434 6,167.37906 6,475.74801 Annual 63,931.36695 67,127.93530 70,484.33206 74,008.54866 77,708.97610 Lead Water Systems Operator 26 Hourly 31.50464 33.07987 34.73387 36.47056 38.29409 Bi-weekly 2,520.37120 2,646.38976 2,778.70924 2,917.64471 3,063.52694 Monthly 5,460.80426 5,733.84447 6,020.53670 6,321.56353 6,637.64171 Annual 65,529.65112 68,806.13368 72,246.44036 75,858.76238 79,651.70050 Regulatory Compliance Coordinator 28 Hourly 33.09956 34.75454 36.49227 38.31688 40.23272 Attachment 1A

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City of Pismo Beach SCHEDULE A
Salary Table
5% between steps
Effective July 4, 2022
Lead Wastewater Operator Bi-weekly 2,647.96499 2,780.36324 2,919.38140 3,065.35047 3,218.61799 Monthly 5,737.25748 6,024.12035 6,325.32637 6,641.59269 6,973.67232 Annual 68,847.08971 72,289.44420 75,903.91641 79,699.11223 83,684.06784 Assistant Planner 29 Hourly 33.92705 35.62340 37.40457 39.27480 41.23854 Building Inspector II Bi-weekly 2,714.16411 2,849.87232 2,992.36594 3,141.98423 3,299.08344 Monthly 5,880.68891 6,174.72336 6,483.45953 6,807.63250 7,148.01413 Annual 70,568.26695 74,096.68030 77,801.51432 81,691.59003 85,776.16953 Building Inspector/Plans Examiner 33 Hourly 37.44912 39.32157 41.28765 43.35203 45.51964 Bi-weekly 2,995.92934 3,145.72580 3,303.01209 3,468.16270 3,641.57083 Monthly 6,491.18023 6,815.73924 7,156.52620 7,514.35251 7,890.07014 Annual 77,894.16273 81,788.87087 85,878.31441 90,172.23013 94,680.84164 Attachment 1A

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City of Pismo Beach SCHEDULE B
Salary Table
5% between steps
Effective (first full payperiod) July 2023
Classification Title Range # Period Step A Step B Step C Step D Step E Office Assistant I 7 Hourly 20.49531 21.52007 22.59608 23.72588 24.91217 Bi-weekly 1,639.62452 1,721.60575 1,807.68604 1,898.07034 1,992.97385 Monthly 3,552.51980 3,730.14579 3,916.65308 4,112.48573 4,318.11002 Annual 42,630.23756 44,761.74944 46,999.83691 49,349.82876 51,817.32020 Office Assistant II 11 Hourly 22.62298 23.75413 24.94184 26.18893 27.49838 Bi-weekly 1,809.83868 1,900.33062 1,995.34715 2,095.11451 2,199.87023 Monthly 3,921.31715 4,117.38300 4,323.25215 4,539.41476 4,766.38550 Annual 47,055.80575 49,408.59604 51,879.02584 54,472.97714 57,196.62599 Maintenance Worker I 13 Hourly 23.76827 24.95669 26.20452 27.51475 28.89048 Bi-weekly 1,901.46177 1,996.53485 2,096.36160 2,201.17968 2,311.23866 Monthly 4,119.83383 4,325.82552 4,542.11679 4,769.22263 5,007.68377 Annual 49,438.00592 51,909.90622 54,505.40153 57,230.67160 60,092.20518 Assistant Mechanic 14 Hourly 24.36248 25.58060 26.85963 28.20261 29.61275 Parking Enforcement Technician Bi-weekly 1,948.99831 2,046.44823 2,148.77064 2,256.20917 2,369.01963 Monthly 4,222.82967 4,433.97116 4,655.66971 4,888.45320 5,132.87586 Annual 50,673.95607 53,207.65387 55,868.03656 58,661.43839 61,594.51031 Administrative Assistant 15 Hourly 24.97154 26.22012 27.53112 28.90768 30.35306 Bi-weekly 1,997.72327 2,097.60943 2,202.48990 2,312.61440 2,428.24512 Monthly 4,328.40041 4,544.82043 4,772.06146 5,010.66453 5,261.19776 Annual 51,940.80497 54,537.84522 57,264.73748 60,127.97435 63,134.37307 Water Systems Operator I 16 Hourly 25.59583 26.87562 28.21940 29.63037 31.11189 Bi-weekly 2,047.66635 2,150.04967 2,257.55215 2,370.42976 2,488.95125 Monthly 4,436.61042 4,658.44095 4,891.36299 5,135.93114 5,392.72770 Annual 53,239.32509 55,901.29135 58,696.35592 61,631.17371 64,712.73240 Accounting Clerk 17 Hourly 26.23573 27.54751 28.92489 30.37113 31.88969 Wastewater Plant Operator I Bi-weekly 2,098.85801 2,203.80091 2,313.99095 2,429.69050 2,551.17503 Monthly 4,547.52569 4,774.90197 5,013.64707 5,264.32942 5,527.54589 Annual 54,570.30822 57,298.82363 60,163.76481 63,171.95305 66,330.55071 Police Records Technician 18 Hourly 26.89162 28.23620 29.64801 31.13041 32.68693 Recreation Coordinator Bi-weekly 2,151.32946 2,258.89593 2,371.84073 2,490.43276 2,614.95440 Monthly 4,661.21383 4,894.27452 5,138.98824 5,395.93766 5,665.73454 Annual 55,934.56593 58,731.29422 61,667.85893 64,751.25188 67,988.81447 Code Enforcement Officer 20 Hourly 28.25301 29.66566 31.14894 32.70639 34.34171 Bi-weekly 2,260.24051 2,373.25254 2,491.91517 2,616.51092 2,747.33647 Monthly 4,897.18778 5,142.04717 5,399.14952 5,669.10700 5,952.56235 Annual 58,766.25333 61,704.56599 64,789.79429 68,029.28401 71,430.74821 Accounting Technician 21 Hourly 28.95933 30.40730 31.92766 33.52405 35.20025 Administrative Secretary Bi-weekly 2,316.74653 2,432.58385 2,554.21304 2,681.92370 2,816.01988 Building Permit Technician Monthly 5,019.61747 5,270.59835 5,534.12826 5,810.83468 6,101.37641 Maintenance Worker II Annual 60,235.40966 63,247.18014 66,409.53915 69,730.01611 73,216.51691 Water Systems Operator II 22 Hourly 29.68331 31.16748 32.72585 34.36215 36.08025 Bi-weekly 2,374.66519 2,493.39845 2,618.06837 2,748.97179 2,886.42038 Monthly 5,145.10791 5,402.36330 5,672.48147 5,956.10554 6,253.91082 Annual 61,741.29490 64,828.35965 68,069.77763 71,473.26651 75,046.92984 Lead Maintenance Worker 24 Hourly 31.18603 32.74533 34.38260 36.10173 37.90682 Fleet Mechanic Bi-weekly 2,494.88261 2,619.62674 2,750.60808 2,888.13849 3,032.54541 Engineering Technician Monthly 5,405.57900 5,675.85795 5,959.65084 6,257.63339 6,570.51505 Wastewater Plant Operator II Annual 64,866.94796 68,110.29535 71,515.81012 75,091.60063 78,846.18066 Information Technology Technician
Building Inspector I 25 Hourly 31.96568 33.56397 35.24217 37.00427 38.85449 Bi-weekly 2,557.25468 2,685.11741 2,819.37328 2,960.34195 3,108.35905 Monthly 5,540.71847 5,817.75439 6,108.64211 6,414.07422 6,734.77793 Annual 66,488.62165 69,813.05274 73,303.70537 76,968.89064 80,817.33517 Lead Water Systems Operator 26 Hourly 32.76483 34.40307 36.12322 37.92938 39.82585 Bi-weekly 2,621.18605 2,752.24535 2,889.85762 3,034.35050 3,186.06802 Monthly 5,679.23643 5,963.19825 6,261.35817 6,574.42608 6,903.14738 Annual 68,150.83720 71,558.37906 75,136.29801 78,893.11291 82,837.76855 Regulatory Compliance Coordinator 28 Hourly 34.42354 36.14472 37.95196 39.84956 41.84203 Attachment 1A

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City of Pismo Beach SCHEDULE B
Salary Table
5% between steps
Effective (first full payperiod) July 2023
Lead Wastewater Operator Bi-weekly 2,753.88359 2,891.57777 3,036.15666 3,187.96449 3,347.36271 Monthly 5,966.74778 6,265.08517 6,578.33942 6,907.25640 7,252.61922 Annual 71,600.97333 75,181.02200 78,940.07309 82,887.07675 87,031.43059 Assistant Planner 29 Hourly 35.28413 37.04834 38.90076 40.84580 42.88808 Building Inspector II Bi-weekly 2,822.73068 2,963.86721 3,112.06057 3,267.66360 3,431.04678 Monthly 6,115.91647 6,421.71230 6,742.79791 7,079.93781 7,433.93470 Annual 73,390.99766 77,060.54754 80,913.57492 84,959.25367 89,207.21635 Building Inspector/Plans Examiner 33 Hourly 38.94708 40.89444 42.93916 45.08612 47.34042 Bi-weekly 3,115.76651 3,271.55484 3,435.13258 3,606.88921 3,787.23367 Monthly 6,750.82744 7,088.36881 7,442.78725 7,814.92661 8,205.67295 Annual 81,009.92927 85,060.42574 89,313.44703 93,779.11938 98,468.07535 Attachment 1A

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City of Pismo Beach SCHEDULE C
Salary Table
5% between steps
Effective (first full payperiod) July 2024
Classification Title Range # Period Step A Step B Step C Step D Step E Office Assistant I 7 Hourly 21.11017 22.16567 23.27396 24.43766 25.65954 Bi-weekly 1,688.81326 1,773.25392 1,861.91662 1,955.01245 2,052.76307 Monthly 3,659.09539 3,842.05016 4,034.15267 4,235.86031 4,447.65332 Annual 43,909.14473 46,104.60197 48,409.83207 50,830.32367 53,371.83985 Office Assistant II 11 Hourly 23.30167 24.46676 25.69009 26.97460 28.32333 Bi-weekly 1,864.13385 1,957.34054 2,055.20756 2,157.96794 2,265.86634 Monthly 4,038.95666 4,240.90450 4,452.94972 4,675.59721 4,909.37707 Annual 48,467.47997 50,890.85397 53,435.39667 56,107.16650 58,912.52483 Maintenance Worker I 13 Hourly 24.48132 25.70539 26.99066 28.34019 29.75720 Bi-weekly 1,958.50562 2,056.43090 2,159.25245 2,267.21507 2,380.57582 Monthly 4,243.42885 4,455.60029 4,678.38030 4,912.29932 5,157.91428 Annual 50,921.14614 53,467.20345 56,140.56362 58,947.59180 61,894.97139 Assistant Mechanic 14 Hourly 25.09335 26.34802 27.66542 29.04869 30.50113 Parking Enforcement Technician Bi-weekly 2,007.46826 2,107.84167 2,213.23376 2,323.89545 2,440.09022 Monthly 4,349.51457 4,566.99029 4,795.33981 5,035.10680 5,286.86214 Annual 52,194.17480 54,803.88354 57,544.07771 60,421.28160 63,442.34568 Administrative Assistant 15 Hourly 25.72069 27.00672 28.35706 29.77491 31.26366 Bi-weekly 2,057.65497 2,160.53772 2,268.56460 2,381.99283 2,501.09247 Monthly 4,458.25243 4,681.16505 4,915.22330 5,160.98447 5,419.03369 Annual 53,499.02917 56,173.98063 58,982.67966 61,931.81364 65,028.40432 Water Systems Operator I 16 Hourly 26.36370 27.68189 29.06598 30.51928 32.04525 Bi-weekly 2,109.09634 2,214.55116 2,325.27872 2,441.54265 2,563.61979 Monthly 4,569.70874 4,798.19418 5,038.10389 5,290.00908 5,554.50954 Annual 54,836.50490 57,578.33014 60,457.24665 63,480.10898 66,654.11443 Accounting Clerk 17 Hourly 27.02280 28.37394 29.79263 31.28227 32.84638 Wastewater Plant Operator I Bi-weekly 2,161.82375 2,269.91494 2,383.41069 2,502.58122 2,627.71028 Monthly 4,683.95146 4,918.14903 5,164.05648 5,422.25931 5,693.37227 Annual 56,207.41752 59,017.78839 61,968.67781 65,067.11171 68,320.46729 Police Records Technician 18 Hourly 27.69837 29.08329 30.53745 32.06432 33.66754 Recreation Coordinator Bi-weekly 2,215.86934 2,326.66281 2,442.99595 2,565.14575 2,693.40304 Monthly 4,801.05025 5,041.10276 5,293.15790 5,557.81579 5,835.70658 Annual 57,612.60296 60,493.23310 63,517.89476 66,693.78950 70,028.47897 Code Enforcement Officer 20 Hourly 29.10060 30.55563 32.08341 33.68758 35.37196 Bi-weekly 2,328.04773 2,444.45012 2,566.67262 2,695.00625 2,829.75657 Monthly 5,044.10342 5,296.30859 5,561.12402 5,839.18022 6,131.13923 Annual 60,529.24098 63,555.70303 66,733.48818 70,070.16259 73,573.67072 Accounting Technician 21 Hourly 29.82811 31.31952 32.88549 34.52977 36.25626 Administrative Secretary Bi-weekly 2,386.24892 2,505.56137 2,630.83944 2,762.38141 2,900.50048 Building Permit Technician Monthly 5,170.20600 5,428.71630 5,700.15212 5,985.15972 6,284.41771 Maintenance Worker II Annual 62,042.47201 65,144.59561 68,401.82539 71,821.91666 75,413.01249 Water Systems Operator II 22 Hourly 30.57381 32.10251 33.70763 35.39301 37.16266 Bi-weekly 2,445.90515 2,568.20040 2,696.61042 2,831.44095 2,973.01299 Monthly 5,299.46115 5,564.43421 5,842.65592 6,134.78871 6,441.52815 Annual 63,593.53381 66,773.21050 70,111.87102 73,617.46457 77,298.33780 Lead Maintenance Worker 24 Hourly 32.12161 33.72769 35.41408 37.18478 39.04402 Fleet Mechanic Bi-weekly 2,569.72909 2,698.21555 2,833.12633 2,974.78264 3,123.52178 Engineering Technician Monthly 5,567.74637 5,846.13369 6,138.44037 6,445.36239 6,767.63051 Wastewater Plant Operator II Annual 66,812.95646 70,153.60428 73,661.28449 77,344.34872 81,211.56615 Information Technology Technician
Building Inspector I 25 Hourly 32.92465 34.57089 36.29943 38.11440 40.02012 Bi-weekly 2,633.97232 2,765.67094 2,903.95448 3,049.15221 3,201.60982 Monthly 5,706.94003 5,992.28703 6,291.90138 6,606.49645 6,936.82128 Annual 68,483.28037 71,907.44438 75,502.81660 79,277.95743 83,241.85531 Lead Water Systems Operator 26 Hourly 33.74777 35.43516 37.20692 39.06726 41.02063 Bi-weekly 2,699.82163 2,834.81271 2,976.55335 3,125.38101 3,281.65006 Monthly 5,849.61353 6,142.09421 6,449.19892 6,771.65886 7,110.24181 Annual 70,195.36238 73,705.13049 77,390.38702 81,259.90637 85,322.90169 Regulatory Compliance Coordinator 28 Hourly 35.45625 37.22906 39.09052 41.04504 43.09729 Attachment 1A

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City of Pismo Beach SCHEDULE C
Salary Table
5% between steps
Effective (first full payperiod) July 2024
Lead Wastewater Operator Bi-weekly 2,836.50010 2,978.32510 3,127.24136 3,283.60343 3,447.78360 Monthly 6,145.75022 6,453.03773 6,775.68961 7,114.47409 7,470.19780 Annual 73,749.00260 77,436.45273 81,308.27536 85,373.68913 89,642.37359 Assistant Planner 29 Hourly 36.34266 38.15979 40.06778 42.07117 44.17473 Building Inspector II Bi-weekly 2,907.41260 3,052.78323 3,205.42239 3,365.69351 3,533.97819 Monthly 6,299.39397 6,614.36367 6,945.08185 7,292.33595 7,656.95274 Annual 75,592.72766 79,372.36404 83,340.98225 87,508.03136 91,883.43293 Building Inspector/Plans Examiner 33 Hourly 40.11549 42.12127 44.22733 46.43870 48.76063 Bi-weekly 3,209.23951 3,369.70148 3,538.18656 3,715.09589 3,900.85068 Monthly 6,953.35227 7,301.01988 7,666.07088 8,049.37442 8,451.84314 Annual 83,440.22723 87,612.23859 91,992.85052 96,592.49305 101,422.11770 Attachment 1A

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PISMO BEACH COUNCIL AGENDA REPORT
Agenda Item #12.E
SUBJECT/TITLE:

THREE-YEAR RESOLUTION ESTABLISHING WAGES AND BENEFITS FOR FULL- TIME NON-REPRESENTED EMPLOYEES; RESOLUTION ESTABLISHING SALARY

SCHEDULE FOR PART-TIME EMPLOYEES
RECOMMENDATION:

1. Adopt a Resolution approving salaries and benefits for a three-year term (Fiscal Years 2023, 2024, and 2025) for non-represented full-time City employees and appropriating funds as required to cover costs;

2. Adopt a Resolution approving salary schedules for non-represented part-time City employees and appropriating funds as required to cover costs; and

3. Approve the updated Combined Salary Schedule.

EXECUTIVE SUMMARY:

The City’s bargaining team has reached agreement with its two represented labor employee groups. The City’s non-represented full-time employees’ salary and benefits are defined by Resolution. The current Resolutions cover a three-year period and will end June 30, 2022. The Resolution provided as Attachment 1 will reflect the salary and benefits for the non-represented full-time employees through June 30, 2025 (FY 2023, FY 2024 and FY 2025). The salary and benefit changes proposed are consistent with those approved for other employee groups. The Resolution provided as Attachment 2 will reflect the salary information for non-represented part-time employees.

BACKGROUND:

Non-Represented Full-Time Employees
Non-represented full-time employees (including mid-managers and department heads) are provided salary and benefits through a resolution. Changes to the resolution are in alignment with similar proportional increases for other employee groups.

The Resolution contains some clean-up language and the major components are detailed below:

1. Term: a three-year term from July 1, 2022 through June 30, 2025.

2. Salary Increase: Effective July 1, 2022, employee covered under the Resolution shall receive a cost-of-living increase of 4%; effective July 1, 2023, a 4% increase; and effective July 1, 2024, a 3% increase.

3. Deferred Compensation: The City will provide an additional $2,500 annually on behalf of each Supervisory/Technical and Mid-Management/Professional employee, and an additional $5,000 annually on behalf of each Management Employee, into their respective deferred compensation accounts.

4. Equity Adjustments: a pay adjustment for various positions.

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5. Administrative Leave: Two additional administrative leave days for exempt employees.

Non-Represented Part-Time Employees
Non-represented part-time employees’ salaries are established through a resolution. To remain competitive in attraction and retention of part-time employees, a COLA consistent with other employee groups is being implemented for part-time employees. The salary schedule is being aligned with full-time employees.

Recommendation
Staff recommends that the City Council:

1. Adopt a Resolution (Attachment 1) approving salaries and benefits for a three- year term for the non-represented full-time employees and appropriating funds for FY 2023; and

2. Adopt a Resolution (Attachment 2) approving salary schedule for the non- represented part-time employees and appropriating funds for FY 2023.

Staff also recommends that the Council approve the resulting Combined Salary Schedule for all groups, provided as Attachment 3.

FISCAL IMPACT:

The fiscal impact of the attached Resolutions for both full-time and part-time Unrepresented employees is a net additional cost (compared to the FY 2023 Budget) of $630,298 in FY 2023, $859,068 in FY 2024, and $1,040,042 in FY 2025 across the General Fund, Lodging Business Improvement District (LBID) Fund, Parking Enterprise Fund, Technology Services Fund, the Wastewater Enterprise Fund, and the Water Enterprise Fund.

Staff recommends that Council appropriate an additional $650,726 in salary and benefits and IT allocation expenditures in the various funds in the salaries and benefit accounts budgets in FY 2023. Staff also recommends that Council appropriate the IT allocation revenue budget of $20,428 in the Technology Services Fund. Note that the Technology Services Fund is supported by allocations to other funds and these costs are identified as IT Allocation and is a revenue in the Technology Services Fund so that the net fiscal impact to the Technology Services Fund is $0. The following table illustrates the additional salary and benefit costs by fund and fiscal year.

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ALTERNATIVES:

1. Provide staff with other direction.

ATTACHMENTS:

1. Resolution

1.A. Exhibit A to Resolution: Salary Schedules for Non-Represented Full-Time Employees (A-C)

2. Resolution

2.A. Exhibit A to Resolution: Salary Schedule for Non-Represented Part-Time Employees

3. Combined Salary Schedule
Meeting Date: June 21, 2022 Submitted by:

Jorge Garcia, Assistant City Manager
City Manager Approval:

Fund Type FY 2023 FY 2024 FY 2025
General Fund Salaries 394,445$ 554,716$ 681,806$ Benefits 137,542 170,065 195,908
IT Allocation 20,428 25,958 30,271
General Fund Total 552,414 750,739 907,985
LBID Fund Salaries 796 1,625 2,271
Benefits 74 151 210
LBID Fund Total 870 1,775 2,481
Parking Enterprise Fund Salaries 12,188 24,112 33,453 Benefits 4,747 6,374 7,649
Parking Enterprise Fund Total 16,934 30,486 41,102
Technology Services Fund Salaries 15,781 20,510 24,200 Benefits 4,647 5,447 6,071
IT Allocation (20,428) (25,958) (30,271)
Technology Services Fund Total - - -
Wastewater Enterprise Fund Salaries 23,977 30,995 36,439 Benefits 8,207 9,759 10,964
Wastewater Enterprise Fund Total 32,184 40,754 47,403 Water Enterprise Fund Salaries 20,868 26,951 31,672
Benefits 7,028 8,362 9,398
Water Enterprise Fund Total 27,896 35,313 41,070
All Funds Total 630,298$ 859,068$ 1,040,042$
Total Expenditures 650,726 885,026 1,070,313
Total Revenues 20,428 25,958 30,271
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RESOLUTION NO. R-2022-XXX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PISMO BEACH,

CALIFORNIA APPROVING SALARIES AND BENEFITS FOR A THREE-YEAR TERM (FISCAL YEARS 2023, 2024, AND 2025) FOR THE NON-REPRESENTED FULL-

TIME CITY EMPLOYEES AND APPROPRIATING FUNDS AS REQUIRED TO COVER COSTS

WHEREAS, the City’s non-represented full-time employees’ salaries and benefits are hereby defined for the three-year period July 1, 2022 through June 30, 2025 (Fiscal Year (FY) 2023, FY 2024 and FY 2025) which includes changes in pay and benefits; and

WHEREAS, the City Council believes that the new Resolution is fair to its valued management and supervisory employees and also serves the community of Pismo Beach well by providing broadly competitive salaries and benefits to retain and attract quality employees to serve our residents, businesses and taxpayers.

NOW THEREFORE, BE IT RESOLVED that the City Council of the City of Pismo Beach hereby adopts the following Resolution setting forth salaries and benefits for non- represented full-time City employees, including the Salary Schedules attached hereto (Exhibit A), for the term of July 1, 2022 through June 30, 2025.

BE IT FURTHER RESOLVED that the City Council of the City of Pismo Beach hereby appropriates in the salaries, various benefits, and IT allocation accounts $598,438 in the General Fund, $8,286 in the Parking Enterprise Fund, $20,428 in the Technology Services Fund, $31,897 in the Wastewater Enterprise Fund, and $27,609 in the Water Enterprise Fund, from the available fund balance in each Fund, and appropriates $20,428 of revenues in the Technology Services Fund IT Service Charges account, in FY 2023, including appropriating related budget adjustments between funds. A summary of the appropriations by fund and account type is provided below.

Fund Type FY 2023
General Fund Salaries 358,100$
Benefits 131,692
IT Allocation 20,428
General Fund Total 510,219
Parking Enterprise Fund Salaries 4,462
Benefits 3,824
Parking Enterprise Fund Total 8,286
Technology Services Fund Salaries 15,781
Benefits 4,647
IT Allocation (20,428)
Technology Services Fund Total -
Wastewater Enterprise Fund Salaries 23,714
Benefits 8,183
Wastewater Enterprise Fund Total 31,897
Water Enterprise Fund Salaries 20,605
Benefits 7,003
Water Enterprise Fund Total 27,609
All Funds Total 578,010$
Total Expenditures 598,438
Total Revenues 20,428
Attachment 1
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SECTION 1 AFFECTED EMPLOYEES
The wages and benefits set forth herein are to be provided to those full-time employees whose positions are not represented by an employee organization recognized pursuant to Section 9(A) of City of Pismo Beach Resolution No. 1367 (the Employer-Employee Relations Resolution of the City of Pismo Beach). The job classes subject to the provisions of this resolution are set forth as follows:

SUPERVISORY/ TECHNICAL
These job classes provide first-line supervision and/or function in technical support capacities. Employees in these positions receive overtime pay pursuant to the Fair Labor Standards Act when they work over 40 hours in the work week. Unless employed on a less-than full-time basis, employees are part of the Competitive Service and have the full protection of the City’s Personnel Rules and Regulations. Job Classifications in this group are: Executive Assistant, Accountant, Recreation Supervisor, and Parking Operations Supervisor.

MID-MANAGEMENT/PROFESSIONAL
These job classes are responsible for middle management tasks and/or perform more complex technical or professional tasks. Those with mid-management responsibilities oversee a major division or program area within a department. Employees are exempt from overtime pay requirements of the Fair Labor Standards Act. Unless employed on a less-than full-time basis, employees are part of the Competitive Service and have the full protection of the City’s Personnel Rules and Regulations. Job Classifications in this group include: Crime Analyst, Tourism Coordinator, Assistant Engineer, Associate Planner, Senior Planner, Recreation Manager, Utilities Manager, Public Facilities Manager, City Clerk, Engineer, IT Manager, Building Official, Finance Manager, Planning Manager, Human Resources Officer, Senior Civil Engineer, and Police Commander.

MANAGEMENT EMPLOYEES
These employees are responsible for management of operations and personnel of a City department(s). Employees in this group are exempt from overtime pay requirements of the Fair Labor Standards Act and are excluded from the competitive service as defined in Section 2.40.020 of the City of Pismo Beach Municipal Code including: City Manager, Police Chief, Public Works Director/City Engineer, Assistant City Manager, Community Development Director, Administrative Services Director, Management Services Director, and Tourism and Events Director.

SECTION 2 PAY RATES AND COMPENSATION

1. Effective the first full pay period in July 2022, the salary ranges for all affected job classes shall be set forth on Schedule A, which is attached hereto and by this reference made a part hereof. Schedule A represents equity adjustments for various positions.

In addition, Schedule A includes a salary increase for Cost of Living for all classifications, of 4%.

Attachment 1
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2. Employees shall receive the following Cost of Living adjustments as set forth on Schedule B and Schedule C, attached hereto and by this reference made a part hereof, effective at the start of the first full pay period in the specified month:

a. July 2023 4% (Schedule B)
b. July 2024 3% (Schedule C)

SECTION 3 DEFERRED COMPENSATION

SUPERVISORY/ TECHNICAL AND MID-MANAGEMENT/PROFESSIONAL
The City will pay $7,000 per year into each affected employee’s deferred compensation account, payable in 24 equal payments – two each month – at $291.66 per payment.

MANAGEMENT EMPLOYEES
The City will pay $14,000 per year into each affected employee’s deferred compensation account, payable in 24 equal payments – two each month – at $583.33 per payment.

SECTION 4 HEALTH AND WELFARE INSURANCE BENEFITS

A. Life Insurance

The City will continue to provide each employee with term life insurance coverage equal in value to $50,000. Said policy shall also include accidental death and dismemberment benefits, plus dependent coverage (refer to the Life Insurance Summary Document and Policy for details). The City will pay 100% of the premium cost for said insurance.

B. Health Insurance (Medical, Dental, Vision Care)

CITY’S CAFETERIA PLAN

1. Effective January 1, 2010 the City implemented a full flex cafeteria plan for active employees in accordance with IRS Code Section 125. Active employees participating in the City’s full flex cafeteria plan shall receive a monthly flex dollar allowance to purchase benefits under the full flex cafeteria plan.

Attachment 1
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2. The City shall make Medical, Dental and Vision care insurance available for employees. There shall be an open enrollment period once each year prior to the insurance policy anniversary date to allow for changes in coverage.

3. City Flex Dollar Contributions

During the term of this resolution, the City’s flex dollar allowance will be established based on the following amounts for health, dental and vision. The amounts will include the PEMHCA minimum contribution.

SUPERVISORY/TECHNICAL AND

MID-MANAGEMENT/PROFESSIONAL

The current rate for employee only is equal to $947.83; employee plus 1 dependent is equal to $1,589.02; employee plus children is equal to $2,072.93; and employee plus family is equal to $2,103.93.

MANAGEMENT EMPLOYEES

The City provides up to $2,103.93 per month for the cost of Medical, Dental and Vision coverage for employee plus dependents, for whatever level of coverage or plan the employee selects.

4. Medical Redirect

If an employee has health, dental and vision insurance coverage through a spouse/dependent or a former employer and provides proof of other coverage to the Human Resources Department, the employee may elect to waive the City’s health insurance coverage and elect to use flex dollars, equal to the amount defined for employee only coverage of health, dental and vision, in accordance with the terms of the cafeteria plan, or the amount may be converted to taxable income.

See Section 3, above, for the calculation if an employee has selected different levels of dependent coverage for dental and vision than for medical coverage.

Attachment 1
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SECTION 5 RETIREMENT HEALTH

HEALTH COVERAGE FOR RETIRED EMPLOYEES

A. Retiree Health Coverage

Employees identified in this Resolution who retire from the California Public Employees' Retirement System (CalPERS) within 120 days of leaving their position with the City are eligible to continue in the City’s retiree group health insurance program offered through Public Employees’ Medical and Hospital Care Act (PEMHCA). The City’s contribution towards retiree coverage shall be the PEMHCA minimum contribution as determined by CalPERS from time to time.

B. Longevity Payments

1. Employees retiring on or before January 1, 2010 shall receive a longevity payment not to exceed:

SUPERVISORY/ TECHNICAL AND MID-MANAGEMENT /PROFESSIONAL

Retiree only/surviving spouse: $270 per month
Retiree plus one dependent $428 per month
Retiree plus family: $529 per month

MANAGEMENT EMPLOYEES

Retiree only/surviving spouse: $596 per month
Retiree plus one dependent $567 per month
Retiree plus family: $529 per month

The City’s contribution to a retiree’s Retiree HRA will decrease if the retiree experiences a change in family status, e.g. retiree has retiree plus one coverage and the spouse passes away, therefore changing to retiree only coverage.

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2. Employees employed before July 1, 2009, retiring after January 1, 2010 who satisfy the criteria outlined below shall receive the longevity payment described in Part B 1 of Section 5:
i. Employee retires from the City, and
ii. Employee has 10 or more years of service with the City of Pismo Beach at the time of retirement

3. Employees employed before July 1, 2009, retiring after January 1, 2010 who satisfy the criteria of this section shall receive the longevity payment described below:
i. Employee is age 50 as of January 1, 2010, and the
ii. Employee has less than 10 years of service at the time of retirement from the City, the retiree shall receive the longevity payment described in Part B 1 of Section 5

4. Employees employed before July 1, 2009, with less than 10 years of service at retirement and who are not age 50 as of January 1, 2010, who retire from the City shall not be eligible to receive a longevity payment from the City. The City’s contribution towards their retiree health coverage shall be the PEMHCA minimum contribution as described in Part A of this Section.

5. Employees hired on or after July 1, 2009, shall not be eligible to receive a longevity payment from the City. The City’s contribution towards their retiree health coverage shall be the PEMHCA minimum contribution as described in Part A of this Section.

C. Establishment of a Retiree Healthcare Trust

The City shall make available to the employees represented by this Resolution a Retiree Healthcare Trust, where employees shall be provided the opportunity to defer vacation and a specified amount of annual sick time buy-back, as well as a portion of their salary (if applicable), to pre-fund their future retiree health care costs. The trust and contribution requirements shall comply with the guidelines established by the Internal Revenue Service.

SECTION 6 RETIREMENT

PERS

A. SWORN EMPLOYEES:

1. The City provides Sworn Safety employees hired before December 17, 2012, retirement coverage through the Public Employees' Retirement System (PERS), specifically the PERS Benefit Description: “3% at 50 Modified Formula” and “One-Year Final Compensation”. The Employee will pay the total 9% sworn Member Contribution plus 3% Employer contribution.

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2. The City provides Sworn Safety police members hired after December 17, 2012, who qualify as a PERS “Classic” member under the new Public Employees’ Pension Reform Act (“PEPRA”) the retirement formula under Government Code Section 21363.1 (3% @ 55), modified for Social Security for Police Safety Employees. This formula shall be based upon highest average full-time monthly pay rate for a 3-year period. The Employee will pay the total 9% sworn member contribution plus 3% Employer contribution.

3. The City provides Sworn Safety police employees hired after January 1, 2013 who do not qualify for Pension Reciprocity pursuant to Government Code Section 7522.02(c), retirement coverage through the PERS retirement formula (2.7% @ 57 formula). This formula shall be based upon highest average full time monthly pay rate for a 3-year period.

Employees shall pay the full employee’s share of Public Employees’ Retirement employee contribution as determined by PERS; the City shall not pay any portion of the required employee contribution. Under this retirement benefit (2.7% @ 57) the employee pays the full PERS employee Member Contribution (currently 11.5%) plus 0.5% of the Employer Contribution. Should the employee contribution rate increase as defined by PEPRA, the employee will pay the Member Contribution rate defined under PEPRA plus one half of a percentage point (0.50%).

B. NON-SWORN EMPLOYEES:

1. The City provides Non-Sworn Employees hired before December 17, 2012, with retirement benefits through the Public Employees' Retirement System (PERS) at a "2.5 @ 55" modified formula, which includes the PERS Benefit Description: “One Year Final Compensation”. Of the 8% Member Contribution, the employee pays 8% of the PERS employee Member Contribution and the City pays 0%.

2. The City provides PERS Miscellaneous Non-Sworn employees hired after December 17, 2012, who qualify as a PERS “Classic” member under the new Public Employees’ Pension Reform Act (“PEPRA”) retirement coverage through the Public Employees Retirement System (“PERS”) Government Code Section 21353 (2% @ 60) for Miscellaneous Employees. This formula shall be based upon highest average full-time monthly pay rate for a 3-year period.

Employees with the 2% @ 60 modified formula pay the full 7% PERS employee Member Contribution plus 1.0% of the City contribution.

3. The City provides PERS Miscellaneous employees hired after January 1, 2013 who do not qualify for Pension Reciprocity pursuant to Government Code Section 7522.02(c), the City shall provide retirement coverage through the PERS retirement formula under Government Code 7522.20 (2% @ 62 Attachment 1
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formula). This formula shall be based upon highest average full time monthly pay rate for a 3-year period.

Employees pay the full employee’s share of Public Employees’ Retirement employee contribution as determined by PERS; the City shall not pay any portion of the required employee contribution. Under this retirement benefit (2% @ 62) the employee pays the full 6.25% PERS employee Member Contribution plus 1.75% of the City Contribution. For “new” Miscellaneous employees, should the employee contribution rate increase as defined by PEPRA, the employee will pay the Member Contribution, plus 1.75%.

C. ALL EMPLOYEES

The City has amended the Retirement Contract with PERS to allow the additional Cost Sharing contribution by the employees (the amounts contributed by employees above the Member Contribution) to be credited to the employee’s PERS account as a normal contribution and the additional amount will be reported as tax deferred compensation in accordance to IRC 414(h)(2).

SECTION 7 LEAVE

Leave benefits shall be as provided in Sections 19 of the City of Pismo Beach Personnel Rules and Regulations, including Sick Leave for Management Employees, with the exception as follows:

MANAGEMENT EMPLOYEES
Vacation Leave of the Personnel Rules and Regulations shall apply, except that subsection c) thereof, relating to rates of vacation accrual, is replaced by the following:

The specific rates at which vacation leave are to be accrued are as stated in the Personnel Rules and Regulations, with the exception of #3, which shall be replaced as follows: effective upon the employee’s completion of ten years of service with the City, the employee’s annual vacation leave shall accrue at 1.5 days per month, plus an additional 0.083 (1/12th) day per month for each completed year of service over 11 years, up to a maximum accrual rate of 1.83 days per month (22 days per year), effective upon the employee’s completion of fifteen years of service with the City.

Employees may carryover into a new calendar year unused vacation leave up to a maximum of two times the employee’s new annual accrual rate. Any carryover beyond the maximum requires written approval of the City Manager.

SECTION 8 OVERTIME

The City shall administer all overtime pay provisions consistent with the Fair Labor Standards Act (FLSA), including paying the appropriate overtime hourly rate for all hours Attachment 1
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worked in excess of 40 hours worked in a 7-day (168-hour) workweek for those employees who are not exempt from overtime payment under the FLSA. Only time worked shall be used to calculate overtime, except that paid holidays shall be counted as time worked for calculating overtime. Overtime shall accrue in one-quarter hour minimum periods. The City continues to reserve its Management Right to determine work schedules.

SECTION 9 COMPENSATORY TIME OFF

A. Accrual

TECHNICAL AND SUPERVISORY non-exempt employees specified in Section 1: At the discretion of the employee, overtime worked during a pay period shall be paid at the rate of one and one-half times the employee’s regular rate of pay or added to the employee’s accrued compensatory time off balance at the rate of one and one-half hours accrued for each hour worked, provided that in no event shall compensatory time off be accrued so as to cause the employee’s compensatory time off balance to exceed 80 hours. Overtime hours worked that would cause the employee’s compensatory time off balance to exceed 80 hours shall be paid at the time and one-half rate.

B. Use

An employee may use some or all of the employee’s compensatory time off after approval by the Department Head.

SECTION 10 ADMINISTRATIVE LEAVE

MID-MANAGEMENT/PROFESSIONAL employees specified in Section 1 are granted seven (7) administrative leave days (56 hours) per fiscal year.

MANAGEMENT employees specified in Section 1 are granted twelve (12) administrative leave days (96 hours) per fiscal year.

Administrative leave will not carry over from one fiscal year to the next, unused administrative leave will not be paid off on termination of employment, and no compensation will be paid for administrative leave days not taken during the fiscal year.

Employees must obtain prior approval of their Department Heads for administrative leave days off. Management Employees must obtain prior approval of the City Manager to schedule administrative leave days off.

Additional administrative leave days in addition to the five (5) days granted herein may be granted at the discretion of the City Manager to recognize unusual work demands.

Administrative Leave may be prorated for new hires. Administrative Leave may be prorated based on a new employee’s hire date.

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SECTION 12 POST EDUCATIONAL INCENTIVE PROGRAM

A. Purpose

The purpose of the educational incentive program is to motivate employees to achieve higher educational and professional law enforcement-related standards, and enhance career development. Additionally, this program is predicated upon a combination of appropriate educational training and experience as established by standards set forth by Peace Officer Standards and Training (POST).

B. Compensation

Safety personnel who possess a POST Management Certificate shall receive $400 compensation per month above their base salary.

SECTION 13 SEVERANCE PAY

MANAGEMENT
The City shall provide lump sum severance pay of six months' salary, PERS, and health insurance for medical, dental and vision care if an affected employee is terminated for other than “good cause”, which term shall include but not necessarily be limited to the following:

Malfeasance.

Failure to perform duties in a professional and responsible manner consistent with generally accepted standards of the employee’s profession.

Conduct unbecoming a management employee or which is likely to bring discredit or embarrassment to the City.

An employee shall not be entitled to severance pay under this section in the event the employee is terminated following conviction of a felony, or a misdemeanor involving an abuse of office or position by the employee, as set forth in Government Code Section 53243.4.

SECTION 14 LEAVE WITHOUT PAY
Employees of the City, with regular status or with the right to return to such status, may be granted leave of absence without pay, at the discretion of the Department Head and with the approval of the Personnel Officer, for a period not to exceed three months. Leave of absence may be granted for the following reasons:

1. Illness of the employee or his/her immediate family not covered by sick leave.

2. To enable an employee to attend school or otherwise obtain training designed to improve the quality of his/her service.

3. Pregnancy disability leave beyond that otherwise provided for by law or these Rules.

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4. For any other reason which the Personnel Officer approves as being in the public interest.

Effect on Health Insurance Premiums

If insurance coverage is upgraded at the employee’s request during this time, the employee shall pay any additional premiums.

Effect on Seniority and Benefits

Time on leave without pay is disregarded in computing merit salary increases, vacation and sick leave credits, seniority, and holidays. Under this unpaid leave policy, leave without pay is not considered work time for the purposes of crediting any of the above or any other benefits.

Expiration of Leaves without Pay

SECTION 15 OTHER PROVISIONS

Uniform allowances provided to other sworn safety personnel also apply to Mid- management and Management sworn safety personnel.

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Except as provided herein, all other provisions regarding compensation, benefits and hours of work shall be as set forth in the City of Pismo Beach Personnel Rules and Regulations.

Employees covered under this Resolution shall receive such paid holidays each year as are received by any other bargaining group.

The City Manager shall have the same benefits as are provided and defined by Resolution to the City's Management employees unless otherwise specified by the City Manager’s Employment Contract.

UPON MOTION OF Council Member , seconded by Council Member , the foregoing resolution was adopted by the City Council of the City of Pismo Beach this 21st day of June 2022, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

RECUSED:

Approved: Attest:
________________________ ________________________
Ed Waage, Mayor Erica Inderlied, City Clerk
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City of Pismo Beach SCHEDULE A
Salary Table
5% between steps
Effective July 4, 2022
Classification Title Range # Period Step A Step B Step C Step D Step E Exec Assistant 24 Hourly 29.98657 31.48590 33.06019 34.71320 36.44886 Tourism Coordinator Bi-weekly 2,398.92559 2,518.87187 2,644.81546 2,777.05624 2,915.90905 Monthly 5,197.67211 5,457.55572 5,730.43350 6,016.95518 6,317.80293 Annual 62,372.06532 65,490.66858 68,765.20201 72,203.46211 75,813.63522 Crime Analyst 26 Hourly 31.50464 33.07987 34.73387 36.47056 38.29409 Bi-weekly 2,520.37120 2,646.38976 2,778.70924 2,917.64471 3,063.52694 Monthly 5,460.80426 5,733.84447 6,020.53670 6,321.56353 6,637.64171 Annual 65,529.65112 68,806.13368 72,246.44036 75,858.76238 79,651.70050 Recreation Supervisor 28 Hourly 33.09956 34.75454 36.49227 38.31688 40.23272 Bi-weekly 2,647.96499 2,780.36324 2,919.38140 3,065.35047 3,218.61799 Monthly 5,737.25748 6,024.12035 6,325.32637 6,641.59269 6,973.67232 Annual 68,847.08971 72,289.44420 75,903.91641 79,699.11223 83,684.06784 Parking Operations Supervisor 30 Hourly 34.77523 36.51399 38.33969 40.25667 42.26951 Bi-weekly 2,782.01822 2,921.11913 3,067.17508 3,220.53384 3,381.56053 Monthly 6,027.70614 6,329.09144 6,645.54601 6,977.82332 7,326.71448 Annual 72,332.47363 75,949.09731 79,746.55217 83,733.87978 87,920.57377 Assistant Engineer 31 Hourly 35.64461 37.42684 39.29818 41.26309 43.32624 Management Analyst Bi-weekly 2,851.56867 2,994.14711 3,143.85446 3,301.04718 3,466.09954 Monthly 6,178.39879 6,487.31873 6,811.68466 7,152.26890 7,509.88234 Annual 74,140.78547 77,847.82474 81,740.21598 85,827.22678 90,118.58812 Associate Planner 32 Hourly 36.53572 38.36251 40.28064 42.29467 44.40940 Bi-weekly 2,922.85789 3,069.00078 3,222.45082 3,383.57336 3,552.75203 Monthly 6,332.85876 6,649.50170 6,981.97678 7,331.07562 7,697.62940 Annual 75,994.30511 79,794.02036 83,783.72138 87,972.90745 92,371.55282 Senior Management Analyst 34 Hourly 38.38534 40.30461 42.31984 44.43583 46.65763 Bi-weekly 3,070.82757 3,224.36895 3,385.58740 3,554.86676 3,732.61010 Monthly 6,653.45973 6,986.13272 7,335.43936 7,702.21132 8,087.32189 Annual 79,841.51680 83,833.59264 88,025.27227 92,426.53589 97,047.86268 Senior Planner 36 Hourly 40.32860 42.34503 44.46228 46.68540 49.01967 Accounting Supervisor Bi-weekly 3,226.28821 3,387.60263 3,556.98276 3,734.83189 3,921.57349 Monthly 6,990.29113 7,339.80569 7,706.79597 8,092.13577 8,496.74256 Annual 83,883.49359 88,077.66827 92,481.55168 97,105.62927 101,960.91073 Facilities Manager 40 Hourly 44.51523 46.74099 49.07804 51.53194 54.10854 Bi-weekly 3,561.21852 3,739.27945 3,926.24342 4,122.55559 4,328.68337 Monthly 7,715.97346 8,101.77213 8,506.86074 8,932.20378 9,378.81397 Annual 92,591.68153 97,221.26561 102,082.32889 107,186.44534 112,545.76760 Recreation Manager 41 Hourly 45.62811 47.90952 50.30499 52.82024 55.46126 Bi-weekly 3,650.24898 3,832.76143 4,024.39950 4,225.61948 4,436.90045 Monthly 7,908.87280 8,304.31644 8,719.53226 9,155.50887 9,613.28432 Annual 94,906.47357 99,651.79725 104,634.38711 109,866.10647 115,359.41179 Engineer 42 Hourly 46.76882 49.10726 51.56262 54.14075 56.84779 Bi-weekly 3,741.50521 3,928.58047 4,125.00949 4,331.25997 4,547.82296 Monthly 8,106.59462 8,511.92435 8,937.52057 9,384.39659 9,853.61642 Annual 97,279.13541 102,143.09218 107,250.24679 112,612.75913 118,243.39709

City Clerk 43 Hourly 47.93804 50.33494 52.85168 55.49427 58.26898 Bi-weekly 3,835.04284 4,026.79498 4,228.13473 4,439.54147 4,661.51854 Monthly 8,309.25948 8,724.72246 9,160.95858 9,619.00651 10,099.95683 Annual 99,711.11380 104,696.66949 109,931.50296 115,428.07811 121,199.48201 IT Manager 44 Hourly 49.13649 51.59331 54.17298 56.88163 59.72571 Human Resources Officer Bi-weekly 3,930.91891 4,127.46485 4,333.83810 4,550.53000 4,778.05650 Monthly 8,516.99097 8,942.84052 9,389.98254 9,859.48167 10,352.45576 Annual 102,203.89164 107,314.08622 112,679.79054 118,313.78006 124,229.46907 Senior Engineer 46 Hourly 51.62402 54.20522 56.91548 59.76126 62.74932 Finance Manager Bi-weekly 4,129.92168 4,336.41776 4,553.23865 4,780.90058 5,019.94561 Planning Manager Monthly 8,948.16364 9,395.57182 9,865.35041 10,358.61793 10,876.54883 Annual 107,377.96366 112,746.86184 118,384.20493 124,303.41518 130,518.58594 Building Official 48 Hourly 54.23749 56.94936 59.79683 62.78667 65.92600 Utilities Manager Bi-weekly 4,338.99896 4,555.94891 4,783.74636 5,022.93368 5,274.08036 Monthly 9,401.16442 9,871.22264 10,364.78378 10,883.02296 11,427.17411 Annual 112,813.97307 118,454.67172 124,377.40531 130,596.27557 137,126.08935 Attachment 1A
Packet Page 267

City of Pismo Beach SCHEDULE A
Salary Table
5% between steps
Effective July 4, 2022
Police Commander 54 Hourly 62.89886 66.04380 69.34599 72.81329 76.45395 Tourism and Events Director Bi-weekly 5,031.90854 5,283.50397 5,547.67917 5,825.06312 6,116.31628 Monthly 10,902.46850 11,447.59193 12,019.97153 12,620.97010 13,252.01861 Annual 130,829.62205 137,371.10315 144,239.65831 151,451.64122 159,024.22328 Community Development Director 61 Hourly 74.76697 78.50532 82.43059 86.55212 90.87973 Administrative Services Director Bi-weekly 5,981.35800 6,280.42590 6,594.44719 6,924.16955 7,270.37803 Management Services Director Monthly 12,959.60899 13,607.58944 14,287.96891 15,002.36736 15,752.48573 Assistant City Manager Annual 155,515.30789 163,291.07328 171,455.62694 180,028.40829 189,029.82871 Dir of Public Works/City Engineer 63 Hourly 78.55205 82.47966 86.60364 90.93382 95.48051 Bi-weekly 6,284.16424 6,598.37246 6,928.29108 7,274.70563 7,638.44091 Monthly 13,615.68920 14,296.47366 15,011.29734 15,761.86221 16,549.95532 Annual 163,388.27035 171,557.68387 180,135.56806 189,142.34646 198,599.46378 Police Chief 64 Hourly 80.51585 84.54165 88.76873 93.20717 97.86752 Bi-weekly 6,441.26835 6,763.33177 7,101.49836 7,456.57327 7,829.40194 Monthly 13,956.08143 14,653.88550 15,386.57977 16,155.90876 16,963.70420 Annual 167,472.97711 175,846.62596 184,638.95726 193,870.90512 203,564.45038 Attachment 1A
Packet Page 268

City of Pismo Beach SCHEDULE B
Salary Table
5% between steps
Effective July 2023
Classification Title Range # Period Step A Step B Step C Step D Step E Exec Assistant 24 Hourly 31.18603 32.74533 34.38260 36.10173 37.90682 Tourism Coordinator Bi-weekly 2,494.88261 2,619.62674 2,750.60808 2,888.13849 3,032.54541 Monthly 5,405.57900 5,675.85795 5,959.65084 6,257.63339 6,570.51505 Annual 64,866.94796 68,110.29535 71,515.81012 75,091.60063 78,846.18066 Crime Analyst 26 Hourly 32.76483 34.40307 36.12322 37.92938 39.82585 Bi-weekly 2,621.18605 2,752.24535 2,889.85762 3,034.35050 3,186.06802 Monthly 5,679.23643 5,963.19825 6,261.35817 6,574.42608 6,903.14738 Annual 68,150.83720 71,558.37906 75,136.29801 78,893.11291 82,837.76855 Recreation Supervisor 28 Hourly 34.42354 36.14472 37.95196 39.84956 41.84203 Bi-weekly 2,753.88359 2,891.57777 3,036.15666 3,187.96449 3,347.36271 Monthly 5,966.74778 6,265.08517 6,578.33942 6,907.25640 7,252.61922 Annual 71,600.97333 75,181.02200 78,940.07309 82,887.07675 87,031.43059 Parking Operations Supervisor 30 Hourly 36.16624 37.97455 39.87328 41.86694 43.96029 Bi-weekly 2,893.29895 3,037.96389 3,189.86209 3,349.35519 3,516.82295 Monthly 6,268.81438 6,582.25510 6,911.36786 7,256.93625 7,619.78306 Annual 75,225.77260 78,987.06123 82,936.41430 87,083.23501 91,437.39676 Assistant Engineer 31 Hourly 37.07039 38.92391 40.87011 42.91361 45.05929 Management Analyst Bi-weekly 2,965.63142 3,113.91299 3,269.60864 3,433.08907 3,604.74353 Monthly 6,425.53474 6,746.81148 7,084.15205 7,438.35966 7,810.27764 Annual 77,106.41692 80,961.73776 85,009.82465 89,260.31589 93,723.33168 Associate Planner 32 Hourly 37.99715 39.89701 41.89186 43.98645 46.18578 Bi-weekly 3,039.77221 3,191.76082 3,351.34886 3,518.91630 3,694.86211 Monthly 6,586.17311 6,915.48177 7,261.25586 7,624.31865 8,005.53458 Annual 79,034.07734 82,985.78121 87,135.07027 91,491.82378 96,066.41497 Senior Management Analyst 34 Hourly 39.92076 41.91680 44.01264 46.21327 48.52393 Bi-weekly 3,193.66067 3,353.34371 3,521.01089 3,697.06144 3,881.91451 Monthly 6,919.59813 7,265.57803 7,628.85693 8,010.29978 8,410.81477 Annual 83,035.17751 87,186.93638 91,546.28320 96,123.59736 100,929.77723 Senior Planner 36 Hourly 41.94175 44.03883 46.24078 48.55281 50.98046 Accounting Supervisor Bi-weekly 3,355.33974 3,523.10673 3,699.26207 3,884.22517 4,078.43643 Monthly 7,269.90278 7,633.39792 8,015.06782 8,415.82121 8,836.61227 Annual 87,238.83337 91,600.77504 96,180.81379 100,989.85448 106,039.34720 Facilities Manager 40 Hourly 46.29584 48.61063 51.04116 53.59322 56.27288 Bi-weekly 3,703.66726 3,888.85063 4,083.29316 4,287.45782 4,501.83071 Monthly 8,024.61240 8,425.84302 8,847.13517 9,289.49193 9,753.96653 Annual 96,295.34883 101,110.11628 106,165.62209 111,473.90319 117,047.59835 Recreation Manager 41 Hourly 47.45324 49.82590 52.31719 54.93305 57.67971 Bi-weekly 3,796.25894 3,986.07189 4,185.37549 4,394.64426 4,614.37647 Monthly 8,225.22771 8,636.48910 9,068.31355 9,521.72923 9,997.81569 Annual 98,702.73256 103,637.86918 108,819.76264 114,260.75077 119,973.78831 Engineer 42 Hourly 48.63957 51.07155 53.62512 56.30638 59.12170 Bi-weekly 3,891.16542 4,085.72369 4,290.00987 4,504.51037 4,729.73589 Monthly 8,430.85841 8,852.40133 9,295.02139 9,759.77246 10,247.76109 Annual 101,170.30087 106,228.81591 111,540.25671 117,117.26954 122,973.13302

City Clerk 43 Hourly 49.85556 52.34833 54.96575 57.71404 60.59974 Bi-weekly 3,988.44455 4,187.86678 4,397.26012 4,617.12313 4,847.97928 Monthly 8,641.62987 9,073.71136 9,527.39693 10,003.76677 10,503.95511 Annual 103,699.55839 108,884.53631 114,328.76313 120,045.20128 126,047.46135 IT Manager 44 Hourly 51.10195 53.65704 56.33990 59.15689 62.11473 Human Resources Officer Bi-weekly 4,088.15567 4,292.56345 4,507.19162 4,732.55120 4,969.17876 Monthly 8,857.67061 9,300.55414 9,765.58185 10,253.86094 10,766.55399 Annual 106,292.04735 111,606.64972 117,186.98220 123,046.33131 129,198.64788 Senior Engineer 46 Hourly 53.68898 56.37343 59.19210 62.15171 65.25929 Finance Manager Bi-weekly 4,295.11855 4,509.87448 4,735.36820 4,972.13661 5,220.74344 Planning Manager Monthly 9,306.09019 9,771.39470 10,259.96443 10,772.96265 11,311.61079 Annual 111,673.08225 117,256.73636 123,119.57318 129,275.55184 135,739.32943 Building Official 48 Hourly 56.40699 59.22734 62.18870 65.29814 68.56304 Utilities Manager Bi-weekly 4,512.55892 4,738.18687 4,975.09621 5,223.85102 5,485.04358 Monthly 9,777.21100 10,266.07155 10,779.37513 11,318.34389 11,884.26108 Attachment 1A
Packet Page 269

City of Pismo Beach SCHEDULE B
Salary Table
5% between steps
Effective July 2023
Annual 117,326.53204 123,192.85864 129,352.50157 135,820.12665 142,611.13298 Police Commander 54 Hourly 65.41481 68.68555 72.11983 75.72582 79.51211 Tourism and Events Director Bi-weekly 5,233.18488 5,494.84413 5,769.58633 6,058.06565 6,360.96893 Monthly 11,338.56725 11,905.49561 12,500.77039 13,125.80891 13,782.09936 Annual 136,062.80699 142,865.94733 150,009.24470 157,509.70694 165,385.19228 Community Development Director 61 Hourly 77.75765 81.64554 85.72781 90.01420 94.51491 Administrative Services Director Bi-weekly 6,220.61232 6,531.64293 6,858.22508 7,201.13633 7,561.19315 Management Services Director Monthly 13,477.99336 14,151.89302 14,859.48767 15,602.46206 16,382.58516 Assistant City Manager Annual 161,735.92027 169,822.71628 178,313.85209 187,229.54470 196,591.02193 Dir of Public Works/City Engineer 63 Hourly 81.69414 85.77884 90.06778 94.57117 99.29973 Bi-weekly 6,535.53082 6,862.30736 7,205.42273 7,565.69386 7,943.97855 Monthly 14,160.31677 14,868.33261 15,611.74924 16,392.33670 17,211.95353 Annual 169,923.80123 178,419.99129 187,340.99086 196,708.04040 206,543.44242 Police Chief 64 Hourly 83.73649 87.92331 92.31948 96.93545 101.78223 Bi-weekly 6,698.91909 7,033.86504 7,385.55829 7,754.83621 8,142.57802 Monthly 14,514.32469 15,240.04092 16,002.04297 16,802.14512 17,642.25237 Annual 174,171.89626 182,880.49107 192,024.51563 201,625.74141 211,707.02848 Attachment 1A
Packet Page 270

City of Pismo Beach SCHEDULE C
Salary Table
5% between steps
Effective July 2024
Classification Title Range # Period Step A Step B Step C Step D Step E Exec Assistant 24 Hourly 32.12161 33.72769 35.41408 37.18478 39.04402 Tourism Coordinator Bi-weekly 2,569.72909 2,698.21555 2,833.12633 2,974.78264 3,123.52178 Monthly 5,567.74637 5,846.13369 6,138.44037 6,445.36239 6,767.63051 Annual 66,812.95646 70,153.60428 73,661.28449 77,344.34872 81,211.56615 Crime Analyst 26 Hourly 33.74777 35.43516 37.20692 39.06726 41.02063 Bi-weekly 2,699.82163 2,834.81271 2,976.55335 3,125.38101 3,281.65006 Monthly 5,849.61353 6,142.09421 6,449.19892 6,771.65886 7,110.24181 Annual 70,195.36238 73,705.13049 77,390.38702 81,259.90637 85,322.90169 Recreation Supervisor 28 Hourly 35.45625 37.22906 39.09052 41.04504 43.09729 Bi-weekly 2,836.50010 2,978.32510 3,127.24136 3,283.60343 3,447.78360 Monthly 6,145.75022 6,453.03773 6,775.68961 7,114.47409 7,470.19780 Annual 73,749.00260 77,436.45273 81,308.27536 85,373.68913 89,642.37359 Parking Operations Supervisor 30 Hourly 37.25122 39.11379 41.06947 43.12295 45.27910 Bi-weekly 2,980.09792 3,129.10281 3,285.55795 3,449.83585 3,622.32764 Monthly 6,456.87882 6,779.72276 7,118.70890 7,474.64435 7,848.37656 Annual 77,482.54585 81,356.67314 85,424.50680 89,695.73214 94,180.51875 Assistant Engineer 31 Hourly 38.18250 40.09163 42.09621 44.20102 46.41107 Management Analyst Bi-weekly 3,054.60037 3,207.33038 3,367.69690 3,536.08175 3,712.88584 Monthly 6,618.30079 6,949.21583 7,296.67662 7,661.51045 8,044.58598 Annual 79,419.60950 83,390.58997 87,560.11947 91,938.12545 96,535.03172 Associate Planner 32 Hourly 39.13707 41.09392 43.14862 45.30605 47.57135 Bi-weekly 3,130.96537 3,287.51364 3,451.88933 3,624.48379 3,805.70798 Monthly 6,783.75831 7,122.94623 7,479.09354 7,853.04822 8,245.70063 Annual 81,405.09974 85,475.35472 89,749.12246 94,236.57858 98,948.40751 Senior Management Analyst 34 Hourly 41.11838 43.17430 45.33302 47.59967 49.97965 Bi-weekly 3,289.47050 3,453.94402 3,626.64122 3,807.97328 3,998.37195 Monthly 7,127.18608 7,483.54538 7,857.72265 8,250.60878 8,663.13922 Annual 85,526.23291 89,802.54456 94,292.67178 99,007.30537 103,957.67064 Senior Planner 36 Hourly 43.20000 45.36000 47.62800 50.00940 52.50987 Accounting Supervisor Bi-weekly 3,455.99994 3,628.79994 3,810.23993 4,000.75193 4,200.78953 Monthly 7,487.99987 7,862.39986 8,255.51986 8,668.29585 9,101.71064 Annual 89,855.99845 94,348.79837 99,066.23829 104,019.55021 109,220.52772 Facilities Manager 40 Hourly 47.68472 50.06895 52.57240 55.20102 57.96107 Bi-weekly 3,814.77728 4,005.51615 4,205.79196 4,416.08155 4,636.88563 Monthly 8,265.35078 8,678.61832 9,112.54924 9,568.17670 10,046.58553 Annual 99,184.20939 104,143.41986 109,350.59085 114,818.12040 120,559.02642 Recreation Manager 41 Hourly 48.87683 51.32068 53.88671 56.58104 59.41010 Bi-weekly 3,910.14672 4,105.65405 4,310.93675 4,526.48359 4,752.80777 Monthly 8,471.98455 8,895.58378 9,340.36297 9,807.38112 10,297.75017 Annual 101,663.81463 106,747.00536 112,084.35562 117,688.57341 123,573.00208 Engineer 42 Hourly 50.09875 52.60369 55.23388 57.99557 60.89535 Bi-weekly 4,007.90038 4,208.29540 4,418.71017 4,639.64568 4,871.62797 Monthly 8,683.78417 9,117.97337 9,573.87204 10,052.56565 10,555.19393 Annual 104,205.40999 109,415.68049 114,886.46452 120,630.78774 126,662.32713

City Clerk 43 Hourly 51.35122 53.91878 56.61472 59.44546 62.41773 Bi-weekly 4,108.09789 4,313.50279 4,529.17793 4,755.63682 4,993.41867 Monthly 8,900.87877 9,345.92271 9,813.21884 10,303.87979 10,819.07378 Annual 106,810.54524 112,151.07250 117,758.62613 123,646.55743 129,828.88531 IT Manager 44 Hourly 52.63500 55.26675 58.03009 60.93160 63.97818 Human Resources Officer Bi-weekly 4,210.80034 4,421.34036 4,642.40738 4,874.52775 5,118.25413 Monthly 9,123.40074 9,579.57078 10,058.54932 10,561.47678 11,089.55062 Annual 109,480.80887 114,954.84932 120,702.59178 126,737.72137 133,074.60744 Senior Engineer 46 Hourly 55.29965 58.06463 60.96787 64.01626 67.21707 Finance Manager Bi-weekly 4,423.97211 4,645.17071 4,877.42925 5,121.30071 5,377.36575 Planning Manager Monthly 9,585.27290 10,064.53655 10,567.76337 11,096.15154 11,650.95912 Annual 115,023.27482 120,774.43856 126,813.16049 133,153.81851 139,811.50944 Building Official 48 Hourly 58.09920 61.00416 64.05436 67.25708 70.61994 Utilities Manager Bi-weekly 4,647.93570 4,880.33248 5,124.34911 5,380.56656 5,649.59489 Monthly 10,070.52734 10,574.05371 11,102.75639 11,657.89421 12,240.78893 Attachment 1A
Packet Page 271

City of Pismo Beach SCHEDULE C
Salary Table
5% between steps
Effective July 2024
Annual 120,846.32811 126,888.64451 133,233.07674 139,894.73058 146,889.46711 Police Commander 54 Hourly 67.37726 70.74612 74.28342 77.99760 81.89748 Tourism and Events Director Bi-weekly 5,390.18044 5,659.68946 5,942.67393 6,239.80763 6,551.79801 Monthly 11,678.72428 12,262.66049 12,875.79352 13,519.58319 14,195.56235 Annual 140,144.69132 147,151.92589 154,509.52218 162,234.99829 170,346.74821 Community Development Director 61 Hourly 80.09038 84.09490 88.29965 92.71463 97.35036 Administrative Services Director Bi-weekly 6,407.23069 6,727.59223 7,063.97184 7,417.17043 7,788.02895 Management Services Director Monthly 13,882.33317 14,576.44983 15,305.27232 16,070.53593 16,874.06273 Assistant City Manager Annual 166,587.99803 174,917.39793 183,663.26783 192,846.43122 202,488.75278 Dir of Public Works/City Engineer 63 Hourly 84.14496 88.35221 92.76982 97.40831 102.27872 Bi-weekly 6,731.59675 7,068.17658 7,421.58541 7,792.66468 8,182.29792 Monthly 14,585.12629 15,314.38260 16,080.10173 16,884.10682 17,728.31216 Annual 175,021.51543 183,772.59120 192,961.22076 202,609.28180 212,739.74589 Police Chief 64 Hourly 86.24858 90.56101 95.08906 99.84352 104.83569 Bi-weekly 6,899.88667 7,244.88100 7,607.12505 7,987.48130 8,386.85537 Monthly 14,949.75444 15,697.24216 16,482.10427 17,306.20949 18,171.51996 Annual 179,397.05331 188,366.90598 197,785.25128 207,674.51384 218,058.23953 Attachment 1A
Packet Page 272

RESOLUTION NO. R-2022-XXX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PISMO BEACH,

CALIFORNIA APPROVING SALARY SCHEDULES FOR PART-TIME CITY

EMPLOYEES AND APPROPRIATING FUNDS AS REQUIRED TO COVER COSTS

WHEREAS, the City’s part-time employees’ salary schedules are hereby amended and established; and

WHEREAS, the City Council believes that the new Resolution is fair to its valued part- time employees and also serves the community of Pismo Beach well by providing broadly competitive wage rates to retain and attract quality employees to serve our residents, businesses and taxpayers.

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

SECTION 1 AFFECTED EMPLOYEES

PART-TIME EMPLOYEES
This classification includes all employees who are Part-Time and Temporary. These employees are not part of the Competitive Service and are not protected by the City’s Personnel Rules and Regulations. These employees receive only those benefits as required by law. No other benefits are provided.

SECTION 2 PAY RATES AND COMPENSATION

A. Employees shall receive the following pay as set forth on Schedule A, attached hereto and by this reference made a part hereof, effective at the start of the first full pay period after July 1, 2022.

Employees shall receive the following Cost of Living adjustments as set forth on Schedule B and Schedule C, attached hereto and by this reference made a part hereof, effective at the start of the first full pay period in the specified month:

a. July 2023 4% (Schedule B)
b. July 2024 3% (Schedule C)

SECTION 3 RETIREMENT

A Part-Time employee is not eligible for PERS retirement at hire date unless qualified as a member from a previous employer. In the event an employee works more than 1,000 hours in a fiscal year, they may qualify and will be enrolled in PERS retirement benefits.

In the event an employee qualifies or has previously qualified for PERS retirement, the employee will contribute as follows:

Attachment 2
Packet Page 273

A. SWORN EMPLOYEES:

1. The City provides Sworn Safety employees hired before December 17, 2012, retirement coverage through the Public Employees' Retirement System (PERS), specifically the PERS Benefit Description: "3% at 50 Modified Formula" and "One-Year Final Compensation." The Employee will pay the total 9% sworn Member Contribution plus 3% Employer contribution.

2. The City provides Sworn Safety police members hired after December 17, 2012, who qualify as a PERS "Classic" member under the new Public Employees’ Pension Reform Act ("PEPRA") the retirement formula under Government Code Section 21363.1 ("3% @ 55"), modified for Social Security for Police Safety Employees. This formula shall be based upon highest average full-time monthly pay rate for a 3-year period. The Employee will pay the total 9% sworn member contribution plus 3% Employer contribution.

3. The City provides Sworn Safety police employees hired after January 1, 2013 who do not qualify for Pension Reciprocity pursuant to Government Code Section 7522.02(c), retirement coverage through the PERS retirement formula "2.7% @ 57". This formula shall be based upon highest average full time monthly pay rate for a 3-year period.

Employees shall pay the full employee’s share of Public Employees’ Retirement employee contribution as determined by PERS; the City shall not pay any portion of the required employee contribution. Under this retirement benefit ("2.7% @ 57") the employee pays the full PERS employee Member Contribution (currently 11.5%) plus 0.5% of the Employer Contribution. Should the employee contribution rate increase as defined by PEPRA, the employee will pay the Member Contribution rate defined under PEPRA plus one half of a percentage point (0.50%).

B. NON-SWORN EMPLOYEES:

1. The City provides Non-Sworn Employees hired before December 17, 2012, with retirement benefits through the Public Employees' Retirement System (PERS) at a "2.5 @ 55" modified formula, which includes the PERS Benefit Description: "One Year Final Compensation." Of the 8% Member Contribution, the employee pays 8% of the PERS employee Member Contribution and the City pays 0%.

2. The City provides PERS Miscellaneous Non-Sworn employees hired after December 17, 2012, who qualify as a PERS "Classic" member under the new Public Employees’ Pension Reform Act ("PEPRA") retirement coverage through the Public Employees' Retirement System ("PERS") Government Code Section 21353 ("2% @ 60") for Miscellaneous Employees. This formula Attachment 2
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shall be based upon highest average full-time monthly pay rate for a 3-year period. Employees with the "2% @ 60" modified formula pay the full 7% PERS employee Member Contribution plus 1.0% of the City contribution.

Employees pay the full employee’s share of Public Employees’ Retirement employee contribution as determined by PERS; the City shall not pay any portion of the required employee contribution. Under this retirement benefit ("2% @ 62") the employee pays the full 6.25% PERS employee Member Contribution plus 1.75% of the City Contribution. For "new" Miscellaneous employees, should the employee contribution rate increase as defined by PEPRA, the employee will pay the Member Contribution, plus 1.75%.

C. ALL EMPLOYEES

The City has amended the Retirement Contract with PERS to allow the additional Cost Sharing contribution by the employees (the amounts contributed by employees above the Member Contribution) to be credited to the employee’s PERS account as a normal contribution and the additional amount will be reported as tax-deferred compensation in accordance to International Revenue Code 414(h)(2).

SECTION 4 UNIFORM AND BOOT ALLOWANCE

Part Time employees classified as Temporary Police Officers or Public Safety Dispatchers must wear a Police Department defined uniform. A uniform allowance will be provided to an employee for the purchase, replacement and cleaning of uniforms.

Non-Sworn personnel will receive $400 per year and Sworn personnel will receive $500 per year. The uniform allowance shall be made in two equal retroactive payments of 50% of the annual allowance and shall occur during the first period in December and June.

BE IT FURTHER RESOLVED that the City Council of the City of Pismo Beach hereby approves the Salary Schedules attached hereto (Exhibit A), for the term of July 1, 2022 through June 30, 2025.

BE IT FINALLY RESOLVED that the City Council of the City of Pismo Beach hereby appropriates in the temporary salaries and various benefits accounts $42,195 in the General Fund, $870 in the Lodging Business Improvement District (LBID) Fund, $8,649 in the Parking Enterprise Fund, $287 in the Wastewater Enterprise Fund, and $287 in the Attachment 2
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Water Enterprise Fund, from the available fund balance in each Fund, in FY 2023, including appropriating related budget adjustments between funds. A summary of the appropriations by fund and account type is provided below.

UPON MOTION OF Council Member , seconded by Council Member , the foregoing resolution was adopted by the City Council of the City of Pismo Beach this 21st day of June 2022, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

RECUSED:

Approved: Attest:

________________________ ________________________
Ed Waage, Mayor Erica Inderlied, City Clerk

Fund Type FY 2023
General Fund Salaries 36,345$
Benefits 5,850
General Fund Total 42,195
LBID Fund Salaries 796
Benefits 74
LBID Fund Total 870
Parking Enterprise Fund Salaries 7,726
Benefits 923
Parking Enterprise Fund Total 8,649
Wastewater Enterprise Fund Salaries 263
Benefits 24
Wastewater Enterprise Fund Total 287
Water Enterprise Fund Salaries 263
Benefits 24
Water Enterprise Fund Total 287
All Funds Total 52,289$
Attachment 2
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City of Pismo Beach SCHEDULE A
Salary Table
5% between steps
Effective July 4, 2022
Classification Title Range # Period Step A Step B Step C Step D Step E PT1 1 Hourly 16.99331 17.84297 18.73512 19.67188 20.65547 Bi-weekly 1,359.46451 1,427.43773 1,498.80962 1,573.75010 1,652.43760 Monthly 2,945.50643 3,092.78175 3,247.42084 3,409.79188 3,580.28147 Annual 35,346.07715 37,113.38100 38,969.05005 40,917.50256 42,963.37768 PT2 2 Hourly 17.41814 18.28905 19.20350 20.16367 21.17186 Bi-weekly 1,393.45112 1,463.12367 1,536.27986 1,613.09385 1,693.74854 Monthly 3,019.14409 3,170.10129 3,328.60636 3,495.03668 3,669.78851 Annual 36,229.72907 38,041.21553 39,943.27630 41,940.44012 44,037.46213 PT3 3 Hourly 17.85359 18.74627 19.68359 20.66776 21.70115 Bi-weekly 1,428.28740 1,499.70177 1,574.68685 1,653.42120 1,736.09226 Monthly 3,094.62269 3,249.35383 3,411.82152 3,582.41259 3,761.53322 Annual 37,135.47230 38,992.24592 40,941.85821 42,988.95112 45,138.39868 PT4 4 Hourly 18.29993 19.21493 20.17568 21.18446 22.24368 Bi-weekly 1,463.99458 1,537.19431 1,614.05403 1,694.75673 1,779.49456 Monthly 3,171.98826 3,330.58767 3,497.11706 3,671.97291 3,855.57155 Annual 38,063.85911 39,967.05206 41,965.40467 44,063.67490 46,266.85865 PT5 5 Hourly 18.75743 19.69530 20.68007 21.71407 22.79977 Bi-weekly 1,500.59445 1,575.62417 1,654.40538 1,737.12565 1,823.98193 Monthly 3,251.28797 3,413.85236 3,584.54498 3,763.77223 3,951.96084 Annual 39,015.45559 40,966.22837 43,014.53978 45,165.26677 47,423.53011 PT6 6 Hourly 19.22637 20.18768 21.19707 22.25692 23.36977 Bi-weekly 1,538.10931 1,615.01477 1,695.76551 1,780.55379 1,869.58148 Monthly 3,332.57016 3,499.19867 3,674.15861 3,857.86654 4,050.75986 Annual 39,990.84198 41,990.38407 44,089.90328 46,294.39844 48,609.11836 PT7 7 Hourly 19.70703 20.69238 21.72700 22.81335 23.95401 Bi-weekly 1,576.56204 1,655.39014 1,738.15965 1,825.06763 1,916.32101 Monthly 3,415.88442 3,586.67864 3,766.01257 3,954.31320 4,152.02886 Annual 40,990.61303 43,040.14368 45,192.15086 47,451.75840 49,824.34632 PT8 8 Hourly 20.19970 21.20969 22.27017 23.38368 24.55286 Bi-weekly 1,615.97609 1,696.77489 1,781.61364 1,870.69432 1,964.22904 Monthly 3,501.28153 3,676.34561 3,860.16289 4,053.17103 4,255.82958 Annual 42,015.37835 44,116.14727 46,321.95463 48,638.05236 51,069.95498 PT9 9 Hourly 20.70469 21.73993 22.82692 23.96827 25.16668 Bi-weekly 1,656.37549 1,739.19427 1,826.15398 1,917.46168 2,013.33476 Monthly 3,588.81357 3,768.25425 3,956.66696 4,154.50031 4,362.22532 Annual 43,065.76281 45,219.05095 47,480.00350 49,854.00367 52,346.70386 PT10 10 Hourly 21.22231 22.28343 23.39760 24.56748 25.79585 Bi-weekly 1,697.78488 1,782.67412 1,871.80783 1,965.39822 2,063.66813 Monthly 3,678.53391 3,862.46060 4,055.58363 4,258.36281 4,471.28095 Annual 44,142.40688 46,349.52722 48,667.00359 51,100.35376 53,655.37145 PT11 11 Hourly 21.75287 22.84051 23.98254 25.18166 26.44075 Bi-weekly 1,740.22950 1,827.24098 1,918.60303 2,014.53318 2,115.25984 Monthly 3,770.49725 3,959.02212 4,156.97322 4,364.82188 4,583.06298 Annual 45,245.96705 47,508.26540 49,883.67867 52,377.86261 54,996.75574 PT12 12 Hourly 22.29669 23.41153 24.58210 25.81121 27.10177 Bi-weekly 1,783.73524 1,872.92200 1,966.56810 2,064.89651 2,168.14133 Monthly 3,864.75969 4,057.99767 4,260.89755 4,473.94243 4,697.63955 Annual 46,377.11623 48,695.97204 51,130.77064 53,687.30917 56,371.67463 PT13 13 Hourly 22.85411 23.99681 25.19665 26.45649 27.77931 Bi-weekly 1,828.32862 1,919.74505 2,015.73230 2,116.51892 2,222.34487 Monthly 3,961.37868 4,159.44761 4,367.41999 4,585.79099 4,815.08054 Annual 47,536.54413 49,913.37134 52,409.03991 55,029.49190 57,780.96650 PT14 14 Hourly 23.42546 24.59673 25.82657 27.11790 28.47379 Bi-weekly 1,874.03684 1,967.73868 2,066.12561 2,169.43189 2,277.90349 Monthly 4,060.41314 4,263.43380 4,476.60549 4,700.43577 4,935.45756 Annual 48,724.95774 51,161.20562 53,719.26591 56,405.22920 59,225.49066 PT15 15 Hourly 24.01110 25.21165 26.47223 27.79585 29.18564 Bi-weekly 1,920.88776 2,016.93214 2,117.77875 2,223.66769 2,334.85107 Monthly 4,161.92347 4,370.01965 4,588.52063 4,817.94666 5,058.84399 Attachment 2A
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City of Pismo Beach SCHEDULE A
Salary Table
5% between steps
Effective July 4, 2022
Annual 49,943.08168 52,440.23576 55,062.24755 57,815.35993 60,706.12793 PT16 16 Hourly 24.61137 25.84194 27.13404 28.49074 29.91528 Bi-weekly 1,968.90995 2,067.35545 2,170.72322 2,279.25938 2,393.22235 Monthly 4,265.97156 4,479.27014 4,703.23365 4,938.39533 5,185.31509 Annual 51,191.65872 53,751.24166 56,438.80374 59,260.74393 62,223.78113 PT17 17 Hourly 25.22666 26.48799 27.81239 29.20301 30.66316 Bi-weekly 2,018.13270 2,119.03933 2,224.99130 2,336.24087 2,453.05291 Monthly 4,372.62085 4,591.25189 4,820.81449 5,061.85521 5,314.94797 Annual 52,471.45019 55,095.02270 57,849.77384 60,742.26253 63,779.37565 PT18 18 Hourly 25.85733 27.15019 28.50770 29.93309 31.42974 Bi-weekly 2,068.58602 2,172.01532 2,280.61608 2,394.64689 2,514.37923 Monthly 4,481.93637 4,706.03319 4,941.33485 5,188.40159 5,447.82167 Annual 53,783.23645 56,472.39827 59,296.01818 62,260.81909 65,373.86004 PT19 19 Hourly 26.50376 27.82895 29.22039 30.68141 32.21548 Bi-weekly 2,120.30067 2,226.31570 2,337.63149 2,454.51306 2,577.23871 Monthly 4,593.98478 4,823.68402 5,064.86822 5,318.11163 5,584.01721 Annual 55,127.81736 57,884.20822 60,778.41864 63,817.33957 67,008.20655 PT20 20 Hourly 27.16635 28.52467 29.95090 31.44845 33.02087 Bi-weekly 2,173.30818 2,281.97359 2,396.07227 2,515.87589 2,641.66968 Monthly 4,708.83440 4,944.27612 5,191.48993 5,451.06442 5,723.61764 Annual 56,506.01279 59,331.31343 62,297.87910 65,412.77306 68,683.41171 PT-NS21 NS 21 Hourly 28.95631 30.40412 31.92433 33.52055 35.19657 Bi-weekly 2,316.50458 2,432.32981 2,553.94630 2,681.64362 2,815.72580 Monthly 5,019.09327 5,270.04793 5,533.55033 5,810.22784 6,100.73923 Annual 60,229.11919 63,240.57515 66,402.60391 69,722.73410 73,208.87081 PT21 21 Hourly 27.84551 29.23779 30.69968 32.23466 33.84639 Bi-weekly 2,227.64089 2,339.02293 2,455.97408 2,578.77278 2,707.71142 Monthly 4,826.55526 5,067.88302 5,321.27717 5,587.34103 5,866.70808 Annual 57,918.66311 60,814.59627 63,855.32608 67,048.09238 70,400.49700 PT-NS22 NS 22 Hourly 29.68021 31.16423 32.72244 34.35856 36.07649 Bi-weekly 2,374.41718 2,493.13804 2,617.79494 2,748.68469 2,886.11892 Monthly 5,144.57055 5,401.79908 5,671.88903 5,955.48348 6,253.25766 Annual 61,734.84662 64,821.58895 68,062.66839 71,465.80181 75,039.09191 PT22 22 Hourly 28.54165 29.96873 31.46717 33.04053 34.69255 Bi-weekly 2,283.33191 2,397.49851 2,517.37343 2,643.24210 2,775.40421 Monthly 4,947.21914 5,194.58010 5,454.30910 5,727.02456 6,013.37579 Annual 59,366.62969 62,334.96117 65,451.70923 68,724.29469 72,160.50943 PT23 23 Hourly 29.25519 30.71795 32.25385 33.86654 35.55987 Bi-weekly 2,340.41521 2,457.43597 2,580.30777 2,709.32316 2,844.78931 Monthly 5,070.89962 5,324.44460 5,590.66683 5,870.20017 6,163.71018 Annual 60,850.79543 63,893.33520 67,088.00196 70,442.40206 73,964.52216 PT24 24 Hourly 29.98657 31.48590 33.06019 34.71320 36.44886 Bi-weekly 2,398.92559 2,518.87187 2,644.81546 2,777.05624 2,915.90905 Monthly 5,197.67211 5,457.55572 5,730.43350 6,016.95518 6,317.80293 Annual 62,372.06532 65,490.66858 68,765.20201 72,203.46211 75,813.63522 PT-NS25 NS 25 Hourly 31.96234 33.56046 35.23848 37.00041 38.85043 Bi-weekly 2,556.98740 2,684.83677 2,819.07861 2,960.03254 3,108.03417 Monthly 5,540.13938 5,817.14634 6,108.00366 6,413.40385 6,734.07404 Annual 66,481.67251 69,805.75614 73,296.04394 76,960.84614 80,808.88845 PT25 25 Hourly 30.73623 32.27305 33.88670 35.58103 37.36008 Bi-weekly 2,458.89873 2,581.84367 2,710.93585 2,846.48264 2,988.80677 Monthly 5,327.61391 5,593.99461 5,873.69434 6,167.37906 6,475.74801 Annual 63,931.36695 67,127.93530 70,484.33206 74,008.54866 77,708.97610 PT26 26 Hourly 31.50464 33.07987 34.73387 36.47056 38.29409 Bi-weekly 2,520.37120 2,646.38976 2,778.70924 2,917.64471 3,063.52694 Monthly 5,460.80426 5,733.84447 6,020.53670 6,321.56353 6,637.64171 Annual 65,529.65112 68,806.13368 72,246.44036 75,858.76238 79,651.70050 PT27 27 Hourly 32.29226 33.90687 35.60221 37.38232 39.25144 Bi-weekly 2,583.38048 2,712.54950 2,848.17698 2,990.58582 3,140.11512 Attachment 2A
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City of Pismo Beach SCHEDULE A
Salary Table
5% between steps
Effective July 4, 2022
Monthly 5,597.32437 5,877.19059 6,171.05011 6,479.60262 6,803.58275 Annual 67,167.89240 70,526.28702 74,052.60137 77,755.23144 81,642.99301 PT28 28 Hourly 33.09956 34.75454 36.49227 38.31688 40.23272 Bi-weekly 2,647.96499 2,780.36324 2,919.38140 3,065.35047 3,218.61799 Monthly 5,737.25748 6,024.12035 6,325.32637 6,641.59269 6,973.67232 Annual 68,847.08971 72,289.44420 75,903.91641 79,699.11223 83,684.06784 PT29 29 Hourly 33.92705 35.62340 37.40457 39.27480 41.23854 Bi-weekly 2,714.16411 2,849.87232 2,992.36594 3,141.98423 3,299.08344 Monthly 5,880.68891 6,174.72336 6,483.45953 6,807.63250 7,148.01413 Annual 70,568.26695 74,096.68030 77,801.51432 81,691.59003 85,776.16953 PT30 30 Hourly 34.77523 36.51399 38.33969 40.25667 42.26951 Bi-weekly 2,782.01822 2,921.11913 3,067.17508 3,220.53384 3,381.56053 Monthly 6,027.70614 6,329.09144 6,645.54601 6,977.82332 7,326.71448 Annual 72,332.47363 75,949.09731 79,746.55217 83,733.87978 87,920.57377 PT-NS31 NS 31 Hourly 37.06652 38.91985 40.86584 42.90913 45.05459 Bi-weekly 2,965.32170 3,113.58778 3,269.26717 3,432.73053 3,604.36706 Monthly 6,424.86368 6,746.10686 7,083.41220 7,437.58281 7,809.46195 Annual 77,098.36412 80,953.28233 85,000.94644 89,250.99377 93,713.54346 PT31 31 Hourly 35.64461 37.42684 39.29818 41.26309 43.32624 Bi-weekly 2,851.56867 2,994.14711 3,143.85446 3,301.04718 3,466.09954 Monthly 6,178.39879 6,487.31873 6,811.68466 7,152.26890 7,509.88234 Annual 74,140.78547 77,847.82474 81,740.21598 85,827.22678 90,118.58812 PT32 32 Hourly 36.53572 38.36251 40.28064 42.29467 44.40940 Bi-weekly 2,922.85789 3,069.00078 3,222.45082 3,383.57336 3,552.75203 Monthly 6,332.85876 6,649.50170 6,981.97678 7,331.07562 7,697.62940 Annual 75,994.30511 79,794.02036 83,783.72138 87,972.90745 92,371.55282 PT33 33 Hourly 37.44912 39.32157 41.28765 43.35203 45.51964 Bi-weekly 2,995.92934 3,145.72580 3,303.01209 3,468.16270 3,641.57083 Monthly 6,491.18023 6,815.73924 7,156.52620 7,514.35251 7,890.07014 Annual 77,894.16273 81,788.87087 85,878.31441 90,172.23013 94,680.84164 PT-SW34 SW 34 Hourly 39.14523 41.10249 43.15761 45.31549 47.58127 Bi-weekly 3,131.61819 3,288.19910 3,452.60906 3,625.23951 3,806.50148 Monthly 6,785.17275 7,124.43139 7,480.65295 7,854.68560 8,247.41988 Annual 81,422.07298 85,493.17663 89,767.83546 94,256.22723 98,969.03859 PT34 34 Hourly 38.38534 40.30461 42.31984 44.43583 46.65763 Bi-weekly 3,070.82757 3,224.36895 3,385.58740 3,554.86676 3,732.61010 Monthly 6,653.45973 6,986.13272 7,335.43936 7,702.21132 8,087.32189 Annual 79,841.51680 83,833.59264 88,025.27227 92,426.53589 97,047.86268 PT35 35 Hourly 39.34498 41.31223 43.37784 45.54673 47.82407 Bi-weekly 3,147.59826 3,304.97817 3,470.22708 3,643.73843 3,825.92536 Monthly 6,819.79623 7,160.78604 7,518.82534 7,894.76661 8,289.50494 Annual 81,837.55472 85,929.43246 90,225.90408 94,737.19928 99,474.05925 PT36 36 Hourly 40.32860 42.34503 44.46228 46.68540 49.01967 Bi-weekly 3,226.28821 3,387.60263 3,556.98276 3,734.83189 3,921.57349 Monthly 6,990.29113 7,339.80569 7,706.79597 8,092.13577 8,496.74256 Annual 83,883.49359 88,077.66827 92,481.55168 97,105.62927 101,960.91073 PT37 37 Hourly 41.33682 43.40366 45.57384 47.85253 50.24516 Bi-weekly 3,306.94542 3,472.29269 3,645.90733 3,828.20269 4,019.61283 Monthly 7,165.04841 7,523.30083 7,899.46587 8,294.43917 8,709.16112 Annual 85,980.58093 90,279.60998 94,793.59047 99,533.27000 104,509.93350 PT-SW38 SW 38 Hourly 43.20901 45.36946 47.63793 50.01982 52.52082 Bi-weekly 3,456.72041 3,629.55643 3,811.03425 4,001.58596 4,201.66526 Monthly 7,489.56089 7,864.03893 8,257.24088 8,670.10292 9,103.60807 Annual 89,874.73063 94,368.46716 99,086.89052 104,041.23505 109,243.29680 PT38 38 Hourly 42.37024 44.48875 46.71319 49.04885 51.50129 Bi-weekly 3,389.61906 3,559.10001 3,737.05501 3,923.90776 4,120.10315 Monthly 7,344.17462 7,711.38335 8,096.95252 8,501.80015 8,926.89015 Annual 88,130.09545 92,536.60022 97,163.43024 102,021.60175 107,122.68183 PT39 39 Hourly 43.42949 45.60097 47.88102 50.27507 52.78882 Bi-weekly 3,474.35953 3,648.07751 3,830.48138 4,022.00545 4,223.10573 Attachment 2A
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City of Pismo Beach SCHEDULE A
Salary Table
5% between steps
Effective July 4, 2022
Monthly 7,527.77899 7,904.16794 8,299.37633 8,714.34515 9,150.06241 Annual 90,333.34784 94,850.01523 99,592.51599 104,572.14179 109,800.74888 40 Hourly 44.51523 46.74099 49.07804 51.53194 54.10854
PT40 Bi-weekly 3,561.21852 3,739.27945 3,926.24342 4,122.55559 4,328.68337 Monthly 7,715.97346 8,101.77213 8,506.86074 8,932.20378 9,378.81397 Annual 92,591.68153 97,221.26561 102,082.32889 107,186.44534 112,545.76760 PT41 41 Hourly 45.62811 47.90952 50.30499 52.82024 55.46126 Bi-weekly 3,650.24898 3,832.76143 4,024.39950 4,225.61948 4,436.90045 Monthly 7,908.87280 8,304.31644 8,719.53226 9,155.50887 9,613.28432 Annual 94,906.47357 99,651.79725 104,634.38711 109,866.10647 115,359.41179 PT42 42 Hourly 46.76882 49.10726 51.56262 54.14075 56.84779 Bi-weekly 3,741.50521 3,928.58047 4,125.00949 4,331.25997 4,547.82296 Monthly 8,106.59462 8,511.92435 8,937.52057 9,384.39659 9,853.61642 Annual 97,279.13541 102,143.09218 107,250.24679 112,612.75913 118,243.39709

PT43 43 Hourly 47.93804 50.33494 52.85168 55.49427 58.26898 Bi-weekly 3,835.04284 4,026.79498 4,228.13473 4,439.54147 4,661.51854 Monthly 8,309.25948 8,724.72246 9,160.95858 9,619.00651 10,099.95683 Annual 99,711.11380 104,696.66949 109,931.50296 115,428.07811 121,199.48201 PT44 44 Hourly 49.13649 51.59331 54.17298 56.88163 59.72571 Bi-weekly 3,930.91891 4,127.46485 4,333.83810 4,550.53000 4,778.05650 Monthly 8,516.99097 8,942.84052 9,389.98254 9,859.48167 10,352.45576 Annual 102,203.89164 107,314.08622 112,679.79054 118,313.78006 124,229.46907 SW 45 Hourly 51.36193 53.93003 56.62653 59.45786 62.43075 PT-SW45 Bi-weekly 4,108.95463 4,314.40237 4,530.12248 4,756.62861 4,994.46004 Monthly 8,902.73504 9,347.87179 9,815.26538 10,306.02865 10,821.33008 Annual 106,832.82049 112,174.46152 117,783.18459 123,672.34382 129,855.96101 PT45 45 Hourly 50.36490 52.88314 55.52730 58.30367 61.21885 Bi-weekly 4,029.19188 4,230.65148 4,442.18405 4,664.29325 4,897.50792 Monthly 8,729.91574 9,166.41153 9,624.73211 10,105.96871 10,611.26715 Annual 104,758.98893 109,996.93838 115,496.78530 121,271.62456 127,335.20579 PT46 46 Hourly 51.62402 54.20522 56.91548 59.76126 62.74932 Bi-weekly 4,129.92168 4,336.41776 4,553.23865 4,780.90058 5,019.94561 Monthly 8,948.16364 9,395.57182 9,865.35041 10,358.61793 10,876.54883 Annual 107,377.96366 112,746.86184 118,384.20493 124,303.41518 130,518.58594 PT47 47 Hourly 52.91462 55.56035 58.33837 61.25529 64.31805 Bi-weekly 4,233.16972 4,444.82821 4,667.06962 4,900.42310 5,145.44425 Monthly 9,171.86773 9,630.46112 10,111.98417 10,617.58338 11,148.46255 Annual 110,062.41275 115,565.53339 121,343.81005 127,411.00056 133,781.55059 PT48 48 Hourly 54.23749 56.94936 59.79683 62.78667 65.92600 Bi-weekly 4,338.99896 4,555.94891 4,783.74636 5,022.93368 5,274.08036 Monthly 9,401.16442 9,871.22264 10,364.78378 10,883.02296 11,427.17411 Annual 112,813.97307 118,454.67172 124,377.40531 130,596.27557 137,126.08935 PT49 49 Hourly 55.59342 58.37310 61.29175 64.35634 67.57415 Bi-weekly 4,447.47394 4,669.84764 4,903.34002 5,148.50702 5,405.93237 Monthly 9,636.19353 10,118.00321 10,623.90337 11,155.09854 11,712.85347 Annual 115,634.32239 121,416.03851 127,486.84044 133,861.18246 140,554.24158 PT50 50 Hourly 56.98326 59.83242 62.82404 65.96525 69.26351 Bi-weekly 4,558.66079 4,786.59383 5,025.92352 5,277.21969 5,541.08068 Monthly 9,877.09837 10,370.95329 10,889.50095 11,433.97600 12,005.67480 Annual 118,525.18045 124,451.43948 130,674.01145 137,207.71202 144,068.09762 PT51 51 Hourly 58.40784 61.32823 64.39465 67.61438 70.99510 Bi-weekly 4,672.62731 4,906.25867 5,151.57161 5,409.15019 5,679.60769 Monthly 10,124.02583 10,630.22712 11,161.73848 11,719.82540 12,305.81667 Annual 121,488.30996 127,562.72546 133,940.86174 140,637.90482 147,669.80006 PT52 52 Hourly 59.86804 62.86144 66.00451 69.30474 72.76997 Bi-weekly 4,789.44299 5,028.91514 5,280.36090 5,544.37894 5,821.59789 Monthly 10,377.12648 10,895.98280 11,440.78194 12,012.82104 12,613.46209 Annual 124,525.51771 130,751.79360 137,289.38328 144,153.85244 151,361.54507 PT53 53 Hourly 61.36474 64.43298 67.65462 71.03736 74.58922 Attachment 2A
Packet Page 280

City of Pismo Beach SCHEDULE A
Salary Table
5% between steps
Effective July 4, 2022
Bi-weekly 4,909.17906 5,154.63802 5,412.36992 5,682.98841 5,967.13783 Monthly 10,636.55464 11,168.38237 11,726.80149 12,313.14156 12,928.79864 Annual 127,638.65566 134,020.58844 140,721.61786 147,757.69875 155,145.58369 PT54 54 Hourly 62.89886 66.04380 69.34599 72.81329 76.45395 Bi-weekly 5,031.90854 5,283.50397 5,547.67917 5,825.06312 6,116.31628 Monthly 10,902.46850 11,447.59193 12,019.97153 12,620.97010 13,252.01861 Annual 130,829.62205 137,371.10315 144,239.65831 151,451.64122 159,024.22328 PT55 55 Hourly 64.47133 67.69489 71.07964 74.63362 78.36530 Bi-weekly 5,157.70625 5,415.59157 5,686.37114 5,970.68970 6,269.22419 Monthly 11,175.03022 11,733.78173 12,320.47081 12,936.49435 13,583.31907 Annual 134,100.36260 140,805.38073 147,845.64977 155,237.93225 162,999.82887 PT56 56 Hourly 66.08311 69.38727 72.85663 76.49946 80.32443 Bi-weekly 5,286.64891 5,550.98136 5,828.53042 6,119.95694 6,425.95479 Monthly 11,454.40597 12,027.12627 12,628.48258 13,259.90671 13,922.90205 Annual 137,452.87166 144,325.51525 151,541.79101 159,118.88056 167,074.82459 PT57 57 Hourly 67.73519 71.12195 74.67805 78.41195 82.33255 Bi-weekly 5,418.81513 5,689.75589 5,974.24368 6,272.95587 6,586.60366 Monthly 11,740.76612 12,327.80443 12,944.19465 13,591.40438 14,270.97460 Annual 140,889.19346 147,933.65313 155,330.33578 163,096.85257 171,251.69520 PT58 58 Hourly 69.42857 72.90000 76.54500 80.37225 84.39086 Bi-weekly 5,554.28551 5,831.99979 6,123.59978 6,429.77976 6,751.26875 Monthly 12,034.28527 12,635.99954 13,267.79951 13,931.18949 14,627.74897 Annual 144,411.42329 151,631.99446 159,213.59418 167,174.27389 175,532.98758 PT59 59 Hourly 71.16428 74.72250 78.45862 82.38155 86.50063 Bi-weekly 5,693.14265 5,977.79978 6,276.68977 6,590.52426 6,920.05047 Monthly 12,335.14241 12,951.89953 13,599.49450 14,279.46923 14,993.44269 Annual 148,021.70887 155,422.79432 163,193.93403 171,353.63074 179,921.31227 PT60 60 Hourly 72.94339 76.59056 80.42009 84.44109 88.66315 Bi-weekly 5,835.47122 6,127.24478 6,433.60701 6,755.28737 7,093.05173 Monthly 12,643.52097 13,275.69701 13,939.48187 14,636.45596 15,368.27876 Annual 151,722.25160 159,308.36418 167,273.78238 175,637.47150 184,419.34508 PT61 61 Hourly 74.76697 78.50532 82.43059 86.55212 90.87973 Bi-weekly 5,981.35800 6,280.42590 6,594.44719 6,924.16955 7,270.37803 Monthly 12,959.60899 13,607.58944 14,287.96891 15,002.36736 15,752.48573 Annual 155,515.30789 163,291.07328 171,455.62694 180,028.40829 189,029.82871 PT62 62 Hourly 76.63615 80.46796 84.49135 88.71592 93.15172 Bi-weekly 6,130.89195 6,437.43654 6,759.30837 7,097.27379 7,452.13748 Monthly 13,283.59922 13,947.77918 14,645.16813 15,377.42654 16,146.29787 Annual 159,403.19058 167,373.35011 175,742.01762 184,529.11850 193,755.57442 PT63 63 Hourly 78.55205 82.47966 86.60364 90.93382 95.48051 Bi-weekly 6,284.16424 6,598.37246 6,928.29108 7,274.70563 7,638.44091 Monthly 13,615.68920 14,296.47366 15,011.29734 15,761.86221 16,549.95532 Annual 163,388.27035 171,557.68387 180,135.56806 189,142.34646 198,599.46378 PT64 64 Hourly 80.51585 84.54165 88.76873 93.20717 97.86752 Bi-weekly 6,441.26835 6,763.33177 7,101.49836 7,456.57327 7,829.40194 Monthly 13,956.08143 14,653.88550 15,386.57977 16,155.90876 16,963.70420 Annual 167,472.97711 175,846.62596 184,638.95726 193,870.90512 203,564.45038 Attachment 2A
Packet Page 281

City of Pismo Beach SCHEDULE B
Salary Table
5% between steps
Effective July 2023
Classification Title Range # Period Step A Step B Step C Step D Step E PT1 1 Hourly 17.67304 18.55669 19.48453 20.45875 21.48169 Bi-weekly 1,413.84309 1,484.53524 1,558.76200 1,636.70010 1,718.53511 Monthly 3,063.32669 3,216.49302 3,377.31767 3,546.18356 3,723.49273 Annual 36,759.92025 38,597.91626 40,527.81207 42,554.20268 44,681.91281 PT2 2 Hourly 18.11486 19.02061 19.97164 20.97022 22.01873 Bi-weekly 1,449.18916 1,521.64862 1,597.73105 1,677.61761 1,761.49849 Monthly 3,139.90985 3,296.90535 3,461.75061 3,634.83815 3,816.58005 Annual 37,678.91825 39,562.86417 41,541.00737 43,618.05774 45,798.96063 PT3 3 Hourly 18.56774 19.49612 20.47093 21.49448 22.56920 Bi-weekly 1,485.41889 1,559.68984 1,637.67433 1,719.55805 1,805.53595 Monthly 3,218.40760 3,379.32798 3,548.29438 3,725.70910 3,911.99455 Annual 38,620.89121 40,551.93577 42,579.53256 44,708.50919 46,943.93464 PT4 4 Hourly 19.03193 19.98353 20.98270 22.03184 23.13343 Bi-weekly 1,522.55436 1,598.68208 1,678.61619 1,762.54700 1,850.67435 Monthly 3,298.86779 3,463.81118 3,637.00174 3,818.85183 4,009.79442 Annual 39,586.41349 41,565.73416 43,644.02087 45,826.22192 48,117.53301 PT5 5 Hourly 19.50773 20.48311 21.50727 22.58263 23.71177 Bi-weekly 1,560.61822 1,638.64914 1,720.58159 1,806.61067 1,896.94121 Monthly 3,381.33949 3,550.40646 3,727.92678 3,914.32312 4,110.03928 Annual 40,576.07383 42,604.87752 44,735.12139 46,971.87746 49,320.47134 PT6 6 Hourly 19.99542 20.99519 22.04495 23.14720 24.30456 Bi-weekly 1,599.63368 1,679.61536 1,763.59613 1,851.77594 1,944.36474 Monthly 3,465.87297 3,639.16662 3,821.12495 4,012.18120 4,212.79026 Annual 41,590.47567 43,669.99946 45,853.49943 48,146.17440 50,553.48312 PT7 7 Hourly 20.49531 21.52007 22.59608 23.72588 24.91217 Bi-weekly 1,639.62452 1,721.60575 1,807.68604 1,898.07034 1,992.97385 Monthly 3,552.51980 3,730.14579 3,916.65308 4,112.48573 4,318.11002 Annual 42,630.23756 44,761.74944 46,999.83691 49,349.82876 51,817.32020 PT8 8 Hourly 21.00769 22.05807 23.16098 24.31903 25.53498 Bi-weekly 1,680.61513 1,764.64589 1,852.87819 1,945.52210 2,042.79820 Monthly 3,641.33279 3,823.39943 4,014.56940 4,215.29787 4,426.06277 Annual 43,695.99350 45,880.79318 48,174.83284 50,583.57448 53,112.75320 PT9 9 Hourly 21.53288 22.60953 23.74000 24.92700 26.17335 Bi-weekly 1,722.63051 1,808.76204 1,899.20014 1,994.16015 2,093.86816 Monthly 3,732.36611 3,918.98442 4,114.93364 4,320.68032 4,536.71434 Annual 44,788.39334 47,027.81301 49,379.20366 51,848.16384 54,440.57203 PT10 10 Hourly 22.07120 23.17476 24.33350 25.55018 26.82769 Bi-weekly 1,765.69628 1,853.98109 1,946.68014 2,044.01415 2,146.21486 Monthly 3,825.67526 4,016.95903 4,217.80698 4,428.69733 4,650.13219 Annual 45,908.10317 48,203.50833 50,613.68375 53,144.36794 55,801.58633 PT11 11 Hourly 22.62298 23.75413 24.94184 26.18893 27.49838 Bi-weekly 1,809.83868 1,900.33062 1,995.34715 2,095.11451 2,199.87023 Monthly 3,921.31715 4,117.38300 4,323.25215 4,539.41476 4,766.38550 Annual 47,055.80575 49,408.59604 51,879.02584 54,472.97714 57,196.62599 PT12 12 Hourly 23.18856 24.34799 25.56539 26.84365 28.18584 Bi-weekly 1,855.08465 1,947.83888 2,045.23083 2,147.49237 2,254.86699 Monthly 4,019.35007 4,220.31758 4,431.33346 4,652.90013 4,885.54514 Annual 48,232.20090 50,643.81094 53,176.00149 55,834.80156 58,626.54164 PT13 13 Hourly 23.76827 24.95669 26.20452 27.51475 28.89048 Bi-weekly 1,901.46177 1,996.53485 2,096.36160 2,201.17968 2,311.23866 Monthly 4,119.83383 4,325.82552 4,542.11679 4,769.22263 5,007.68377 Annual 49,438.00592 51,909.90622 54,505.40153 57,230.67160 60,092.20518 PT14 14 Hourly 24.36248 25.58060 26.85963 28.20261 29.61275 Bi-weekly 1,948.99831 2,046.44823 2,148.77064 2,256.20917 2,369.01963 Monthly 4,222.82967 4,433.97116 4,655.66971 4,888.45320 5,132.87586 Annual 50,673.95607 53,207.65387 55,868.03656 58,661.43839 61,594.51031 PT15 15 Hourly 24.97154 26.22012 27.53112 28.90768 30.35306 Bi-weekly 1,997.72327 2,097.60943 2,202.48990 2,312.61440 2,428.24512 Monthly 4,328.40041 4,544.82043 4,772.06146 5,010.66453 5,261.19776 Attachment 2A
Packet Page 282

City of Pismo Beach SCHEDULE B
Salary Table
5% between steps
Effective July 2023
Annual 51,940.80497 54,537.84522 57,264.73748 60,127.97435 63,134.37307 PT16 16 Hourly 25.59583 26.87562 28.21940 29.63037 31.11189 Bi-weekly 2,047.66635 2,150.04967 2,257.55215 2,370.42976 2,488.95125 Monthly 4,436.61042 4,658.44095 4,891.36299 5,135.93114 5,392.72770 Annual 53,239.32509 55,901.29135 58,696.35592 61,631.17371 64,712.73240 PT17 17 Hourly 26.23573 27.54751 28.92489 30.37113 31.88969 Bi-weekly 2,098.85801 2,203.80091 2,313.99095 2,429.69050 2,551.17503 Monthly 4,547.52569 4,774.90197 5,013.64707 5,264.32942 5,527.54589 Annual 54,570.30822 57,298.82363 60,163.76481 63,171.95305 66,330.55071 PT18 18 Hourly 26.89162 28.23620 29.64801 31.13041 32.68693 Bi-weekly 2,151.32946 2,258.89593 2,371.84073 2,490.43276 2,614.95440 Monthly 4,661.21383 4,894.27452 5,138.98824 5,395.93766 5,665.73454 Annual 55,934.56593 58,731.29422 61,667.85893 64,751.25188 67,988.81447 PT19 19 Hourly 27.56391 28.94210 30.38921 31.90867 33.50410 Bi-weekly 2,205.11270 2,315.36833 2,431.13675 2,552.69358 2,680.32826 Monthly 4,777.74417 5,016.63138 5,267.46295 5,530.83610 5,807.37790 Annual 57,332.93007 60,199.57658 63,209.55541 66,370.03318 69,688.53484 PT20 20 Hourly 28.25301 29.66566 31.14894 32.70639 34.34171 Bi-weekly 2,260.24051 2,373.25254 2,491.91517 2,616.51092 2,747.33647 Monthly 4,897.18778 5,142.04717 5,399.14952 5,669.10700 5,952.56235 Annual 58,766.25333 61,704.56599 64,789.79429 68,029.28401 71,430.74821 PT21 21 Hourly 28.95933 30.40730 31.92766 33.52405 35.20025 Bi-weekly 2,316.74653 2,432.58385 2,554.21304 2,681.92370 2,816.01988 Monthly 5,019.61747 5,270.59835 5,534.12826 5,810.83468 6,101.37641 Annual 60,235.40966 63,247.18014 66,409.53915 69,730.01611 73,216.51691 PT-NS21 NS 21 Hourly 29.68021 31.16423 32.72244 34.35856 36.07649 Bi-weekly 2,374.41718 2,493.13804 2,617.79494 2,748.68469 2,886.11892 Monthly 5,144.57055 5,401.79908 5,671.88903 5,955.48348 6,253.25766 Annual 61,734.84662 64,821.58895 68,062.66839 71,465.80181 75,039.09191 PT22 22 Hourly 29.68331 31.16748 32.72585 34.36215 36.08025 Monthly 5,145.10791 5,402.36330 5,672.48147 5,956.10554 6,253.91082 Annual 61,741.29490 64,828.35965 68,069.77763 71,473.26651 75,046.92984 PT-NS22 NS 22 Hourly 30.86742 32.41079 34.03133 35.73290 37.51955 Bi-weekly 2,469.39389 2,592.86358 2,722.50676 2,858.63210 3,001.56370 Monthly 5,350.35342 5,617.87109 5,898.76465 6,193.70288 6,503.38802 Annual 64,204.24106 67,414.45311 70,785.17577 74,324.43455 78,040.65628 PT23 23 Hourly 30.42540 31.94667 33.54400 35.22120 36.98226 Bi-weekly 2,434.03182 2,555.73341 2,683.52008 2,817.69608 2,958.58089 Monthly 5,273.73561 5,537.42239 5,814.29351 6,105.00818 6,410.25859 Annual 63,284.82727 66,449.06864 69,771.52207 73,260.09817 76,923.10308 PT-NS23 NS 23 Hourly 31.63911 33.22106 34.88212 36.62622 38.45753 Bi-weekly 2,531.12871 2,657.68515 2,790.56940 2,930.09787 3,076.60277 Monthly 5,484.11221 5,758.31782 6,046.23371 6,348.54539 6,665.97266 Annual 65,809.34649 69,099.81382 72,554.80451 76,182.54473 79,991.67197 PT24 24 Hourly 31.18603 32.74533 34.38260 36.10173 37.90682 Bi-weekly 2,494.88261 2,619.62674 2,750.60808 2,888.13849 3,032.54541 Monthly 5,405.57900 5,675.85795 5,959.65084 6,257.63339 6,570.51505 PT25 25 Hourly 31.96568 33.56397 35.24217 37.00427 38.85449 Bi-weekly 2,557.25468 2,685.11741 2,819.37328 2,960.34195 3,108.35905 Monthly 5,540.71847 5,817.75439 6,108.64211 6,414.07422 6,734.77793 Annual 66,488.62165 69,813.05274 73,303.70537 76,968.89064 80,817.33517 PT26 26 Hourly 32.76483 34.40307 36.12322 37.92938 39.82585 Bi-weekly 2,621.18605 2,752.24535 2,889.85762 3,034.35050 3,186.06802 Monthly 5,679.23643 5,963.19825 6,261.35817 6,574.42608 6,903.14738 Annual 68,150.83720 71,558.37906 75,136.29801 78,893.11291 82,837.76855 PT-NS26 NS 26 Hourly 34.07186 35.77545 37.56422 39.44243 41.41456 Bi-weekly 2,725.74857 2,862.03600 3,005.13780 3,155.39469 3,313.16443 Monthly 5,905.78857 6,201.07800 6,511.13190 6,836.68850 7,178.52292 Annual 70,869.46290 74,412.93604 78,133.58284 82,040.26199 86,142.27509 Attachment 2A
Packet Page 283

City of Pismo Beach SCHEDULE B
Salary Table
5% between steps
Effective July 2023
PT27 27 Hourly 33.58395 35.26314 37.02630 38.87762 40.82150 Bi-weekly 2,686.71570 2,821.05148 2,962.10406 3,110.20926 3,265.71972 Monthly 5,821.21734 6,112.27821 6,417.89212 6,738.78673 7,075.72606 Annual 69,854.60813 73,347.33853 77,014.70546 80,865.44073 84,908.71277 PT28 28 Hourly 34.42354 36.14472 37.95196 39.84956 41.84203 Bi-weekly 2,753.88359 2,891.57777 3,036.15666 3,187.96449 3,347.36271 Monthly 5,966.74778 6,265.08517 6,578.33942 6,907.25640 7,252.61922 Annual 71,600.97333 75,181.02200 78,940.07309 82,887.07675 87,031.43059 PT29 29 Hourly 35.28413 37.04834 38.90076 40.84580 42.88808 Bi-weekly 2,822.73068 2,963.86721 3,112.06057 3,267.66360 3,431.04678 Monthly 6,115.91647 6,421.71230 6,742.79791 7,079.93781 7,433.93470 Annual 73,390.99766 77,060.54754 80,913.57492 84,959.25367 89,207.21635 PT30 30 Hourly 36.16624 37.97455 39.87328 41.86694 43.96029 Bi-weekly 2,893.29895 3,037.96389 3,189.86209 3,349.35519 3,516.82295 Monthly 6,268.81438 6,582.25510 6,911.36786 7,256.93625 7,619.78306 Annual 75,225.77260 78,987.06123 82,936.41430 87,083.23501 91,437.39676 PT31 31 Hourly 37.07039 38.92391 40.87011 42.91361 45.05929 Bi-weekly 2,965.63142 3,113.91299 3,269.60864 3,433.08907 3,604.74353 Monthly 6,425.53474 6,746.81148 7,084.15205 7,438.35966 7,810.27764 Annual 77,106.41692 80,961.73776 85,009.82465 89,260.31589 93,723.33168 PT32 32 Hourly 37.99715 39.89701 41.89186 43.98645 46.18578 Bi-weekly 3,039.77221 3,191.76082 3,351.34886 3,518.91630 3,694.86211 Monthly 6,586.17311 6,915.48177 7,261.25586 7,624.31865 8,005.53458 Annual 79,034.07734 82,985.78121 87,135.07027 91,491.82378 96,066.41497 PT-NS32 NS 32 Hourly 39.51291 41.48856 43.56299 45.74113 48.02819 Bi-weekly 3,161.03293 3,319.08458 3,485.03880 3,659.29074 3,842.25528 Monthly 6,848.90468 7,191.34991 7,550.91741 7,928.46328 8,324.88644 Annual 82,186.85615 86,296.19896 90,611.00891 95,141.55936 99,898.63732 PT33 33 Hourly 38.94708 40.89444 42.93916 45.08612 47.34042 Bi-weekly 3,115.76651 3,271.55484 3,435.13258 3,606.88921 3,787.23367 Monthly 6,750.82744 7,088.36881 7,442.78725 7,814.92661 8,205.67295 Annual 81,009.92927 85,060.42574 89,313.44703 93,779.11938 98,468.07535 PT34 34 Hourly 39.92076 41.91680 44.01264 46.21327 48.52393 Bi-weekly 3,193.66067 3,353.34371 3,521.01089 3,697.06144 3,881.91451 Monthly 6,919.59813 7,265.57803 7,628.85693 8,010.29978 8,410.81477 Annual 83,035.17751 87,186.93638 91,546.28320 96,123.59736 100,929.77723 PT35 35 Hourly 40.91878 42.96472 45.11295 47.36860 49.73703 Bi-weekly 3,273.50219 3,437.17730 3,609.03616 3,789.48797 3,978.96237 Monthly 7,092.58808 7,447.21748 7,819.57836 8,210.55727 8,621.08514 Annual 85,111.05694 89,366.60979 93,834.94028 98,526.68730 103,453.02166 PT-SW35 SW 35 Hourly 41.72881 43.81525 46.00602 48.30632 50.72163 Bi-weekly 3,338.30499 3,505.22024 3,680.48125 3,864.50532 4,057.73058 Monthly 7,232.99415 7,594.64386 7,974.37605 8,373.09485 8,791.74960 Annual 86,795.92980 91,135.72629 95,692.51260 100,477.13823 105,500.99514 PT36 36 Hourly 41.94175 44.03883 46.24078 48.55281 50.98046 Bi-weekly 3,355.33974 3,523.10673 3,699.26207 3,884.22517 4,078.43643 Monthly 7,269.90278 7,633.39792 8,015.06782 8,415.82121 8,836.61227 Annual 87,238.83337 91,600.77504 96,180.81379 100,989.85448 106,039.34720 PT37 37 Hourly 42.99029 45.13981 47.39680 49.76664 52.25497 Bi-weekly 3,439.22324 3,611.18440 3,791.74362 3,981.33080 4,180.39734 Monthly 7,451.65035 7,824.23287 8,215.44451 8,626.21674 9,057.52757 Annual 89,419.80420 93,890.79441 98,585.33413 103,514.60084 108,690.33088 PT38
38 Hourly 44.06505 46.26830 48.58172 51.01080 53.56134
Bi-weekly 3,525.20382 3,701.46401 3,886.53721 4,080.86407 4,284.90728 Monthly 7,637.94161 8,019.83869 8,420.83062 8,841.87216 9,283.96576 Annual 91,655.29931 96,238.06427 101,049.96749 106,102.46586 111,407.58915 PT39 39 Hourly 45.16667 47.42501 49.79626 52.28607 54.90037 Bi-weekly 3,613.33392 3,794.00061 3,983.70064 4,182.88567 4,392.02996 Monthly 7,828.89015 8,220.33466 8,631.35139 9,062.91896 9,516.06491 Annual 93,946.68179 98,644.01588 103,576.21667 108,755.02751 114,192.77888 Attachment 2A
Packet Page 284

City of Pismo Beach SCHEDULE B
Salary Table
5% between steps
Effective July 2023
PT-SW39 SW 39 Hourly 46.06080 48.36384 50.78203 53.32113 55.98719 Bi-weekly 3,684.86396 3,869.10715 4,062.56251 4,265.69064 4,478.97517 Monthly 7,983.87190 8,383.06550 8,802.21877 9,242.32971 9,704.44620 Annual 95,806.46285 100,596.78600 105,626.62530 110,907.95656 116,453.35439 PT40 40 Hourly 46.29584 48.61063 51.04116 53.59322 56.27288 Bi-weekly 3,703.66726 3,888.85063 4,083.29316 4,287.45782 4,501.83071 Monthly 8,024.61240 8,425.84302 8,847.13517 9,289.49193 9,753.96653 Annual 96,295.34883 101,110.11628 106,165.62209 111,473.90319 117,047.59835 PT41 41 Hourly 47.45324 49.82590 52.31719 54.93305 57.67971 Bi-weekly 3,796.25894 3,986.07189 4,185.37549 4,394.64426 4,614.37647 Monthly 8,225.22771 8,636.48910 9,068.31355 9,521.72923 9,997.81569 Annual 98,702.73256 103,637.86918 108,819.76264 114,260.75077 119,973.78831 PT42 42 Hourly 48.63957 51.07155 53.62512 56.30638 59.12170 Bi-weekly 3,891.16542 4,085.72369 4,290.00987 4,504.51037 4,729.73589 Monthly 8,430.85841 8,852.40133 9,295.02139 9,759.77246 10,247.76109 Annual 101,170.30087 106,228.81591 111,540.25671 117,117.26954 122,973.13302 PT43 43 Hourly 49.85556 52.34833 54.96575 57.71404 60.59974 Bi-weekly 3,988.44455 4,187.86678 4,397.26012 4,617.12313 4,847.97928 Monthly 8,641.62987 9,073.71136 9,527.39693 10,003.76677 10,503.95511 Annual 103,699.55839 108,884.53631 114,328.76313 120,045.20128 126,047.46135 PT44 44 Hourly 51.10195 53.65704 56.33990 59.15689 62.11473 Bi-weekly 4,088.15567 4,292.56345 4,507.19162 4,732.55120 4,969.17876 Monthly 8,857.67061 9,300.55414 9,765.58185 10,253.86094 10,766.55399 Annual 106,292.04735 111,606.64972 117,186.98220 123,046.33131 129,198.64788 PT45 45 Hourly 52.37949 54.99847 57.74839 60.63581 63.66760 Bi-weekly 4,190.35956 4,399.87754 4,619.87141 4,850.86498 5,093.40823 Monthly 9,079.11238 9,533.06800 10,009.72140 10,510.20747 11,035.71784 Annual 108,949.34853 114,396.81596 120,116.65676 126,122.48960 132,428.61408 PT46 46 Hourly 53.68898 56.37343 59.19210 62.15171 65.25929 Bi-weekly 4,295.11855 4,509.87448 4,735.36820 4,972.13661 5,220.74344 Monthly 9,306.09019 9,771.39470 10,259.96443 10,772.96265 11,311.61079 Annual 111,673.08225 117,256.73636 123,119.57318 129,275.55184 135,739.32943 PT-SW46 SW 46 Hourly 54.75182 57.48941 60.36388 63.38208 66.55118 Bi-weekly 4,380.14564 4,599.15292 4,829.11057 5,070.56610 5,324.09440 Monthly 9,490.31555 9,964.83133 10,463.07290 10,986.22654 11,535.53787 Annual 113,883.78664 119,577.97598 125,556.87478 131,834.71851 138,426.45444 PT47 47 Hourly 55.03121 57.78277 60.67191 63.70550 66.89078 Bi-weekly 4,402.49651 4,622.62134 4,853.75240 5,096.44002 5,351.26203 Monthly 9,538.74244 10,015.67956 10,516.46354 11,042.28672 11,594.40106 Annual 114,464.90930 120,188.15477 126,197.56251 132,507.44063 139,132.81267 PT48 48 Hourly 56.40699 59.22734 62.18870 65.29814 68.56304 Bi-weekly 4,512.55892 4,738.18687 4,975.09621 5,223.85102 5,485.04358 Monthly 9,777.21100 10,266.07155 10,779.37513 11,318.34389 11,884.26108 Annual 117,326.53204 123,192.85864 129,352.50157 135,820.12665 142,611.13298 PT49 49 Hourly 57.81716 60.70802 63.74342 66.93059 70.27712 Bi-weekly 4,625.37290 4,856.64154 5,099.47362 5,354.44730 5,622.16967 Monthly 10,021.64128 10,522.72334 11,048.85951 11,601.30248 12,181.36761 Annual 120,259.69534 126,272.68010 132,586.31411 139,215.62982 146,176.41131 PT50 50 Hourly 59.26259 62.22572 65.33701 68.60386 72.03405 Bi-weekly 4,741.00722 4,978.05758 5,226.96046 5,488.30848 5,762.72391 Monthly 10,272.18231 10,785.79143 11,325.08100 11,891.33505 12,485.90180 Annual 123,266.18772 129,429.49711 135,900.97196 142,696.02056 149,830.82159 PT51 51 Hourly 60.74416 63.78136 66.97043 70.31895 73.83490 Bi-weekly 4,859.53240 5,102.50902 5,357.63447 5,625.51620 5,906.79200 Monthly 10,528.98687 11,055.43621 11,608.20802 12,188.61842 12,798.04934 Annual 126,347.84241 132,665.23454 139,298.49626 146,263.42108 153,576.59213 PT52 52 Hourly 62.26276 65.37590 68.64469 72.07693 75.68077 Bi-weekly 4,981.02071 5,230.07175 5,491.57533 5,766.15410 6,054.46181 Monthly 10,792.21154 11,331.82212 11,898.41322 12,493.33388 13,118.00058 Attachment 2A
Packet Page 285

City of Pismo Beach SCHEDULE B
Salary Table
5% between steps
Effective July 2023
Annual 129,506.53847 135,981.86540 142,780.95867 149,920.00660 157,416.00693 PT53 53 Hourly 63.81933 67.01029 70.36081 73.87885 77.57279 Bi-weekly 5,105.54623 5,360.82354 5,628.86472 5,910.30795 6,205.82335 Monthly 11,062.01683 11,615.11767 12,195.87355 12,805.66723 13,445.95059 Annual 132,744.20194 139,381.41203 146,350.48264 153,668.00677 161,351.40711 PT54 54 Hourly 65.41481 68.68555 72.11983 75.72582 79.51211 Bi-weekly 5,233.18488 5,494.84413 5,769.58633 6,058.06565 6,360.96893 Monthly 11,338.56725 11,905.49561 12,500.77039 13,125.80891 13,782.09936 Annual 136,062.80699 142,865.94733 150,009.24470 157,509.70694 165,385.19228 PT55 55 Hourly 67.05018 70.40269 73.92282 77.61897 81.49991 Bi-weekly 5,364.01451 5,632.21523 5,913.82599 6,209.51729 6,519.99316 Monthly 11,622.03143 12,203.13300 12,813.28965 13,453.95413 14,126.65184 Annual 139,464.37716 146,437.59602 153,759.47582 161,447.44961 169,519.82209 PT56 56 Hourly 68.72644 72.16276 75.77090 79.55944 83.53741 Bi-weekly 5,498.11487 5,773.02061 6,061.67164 6,364.75522 6,682.99299 Monthly 11,912.58222 12,508.21133 13,133.62189 13,790.30299 14,479.81814 Annual 142,950.98659 150,098.53592 157,603.46271 165,483.63585 173,757.81764 PT57 57 Hourly 70.44460 73.96683 77.66517 81.54843 85.62585 Bi-weekly 5,635.56774 5,917.34613 6,213.21343 6,523.87411 6,850.06781 Monthly 12,210.39677 12,820.91661 13,461.96244 14,135.06056 14,841.81359 Annual 146,524.76125 153,850.99932 161,543.54928 169,620.72675 178,101.76308 PT58 58 Hourly 72.20571 75.81600 79.60680 83.58714 87.76649 Bi-weekly 5,776.45693 6,065.27978 6,368.54377 6,686.97096 7,021.31951 Monthly 12,515.65669 13,141.43952 13,798.51150 14,488.43708 15,212.85893 Annual 150,187.88028 157,697.27430 165,582.13801 173,861.24491 182,554.30716 PT59 59 Hourly 74.01085 77.71140 81.59697 85.67682 89.96066 Bi-weekly 5,920.86836 6,216.91178 6,527.75736 6,854.14523 7,196.85249 Monthly 12,828.54811 13,469.97551 14,143.47429 14,850.64800 15,593.18040 Annual 153,942.57729 161,639.70616 169,721.69146 178,207.77604 187,118.16484 PT60 60 Hourly 75.86113 79.65418 83.63689 87.81874 92.20967 Bi-weekly 6,068.89007 6,372.33457 6,690.95130 7,025.49886 7,376.77381 Monthly 13,149.26181 13,806.72490 14,497.06115 15,221.91420 15,983.00991 Annual 157,791.14172 165,680.69881 173,964.73375 182,662.97044 191,796.11896 PT61 61 Hourly 77.75765 81.64554 85.72781 90.01420 94.51491 Bi-weekly 6,220.61232 6,531.64293 6,858.22508 7,201.13633 7,561.19315 Monthly 13,477.99336 14,151.89302 14,859.48767 15,602.46206 16,382.58516 Annual 161,735.92027 169,822.71628 178,313.85209 187,229.54470 196,591.02193 PT62 62 Hourly 79.70160 83.68668 87.87101 92.26456 96.87779 Bi-weekly 6,376.12763 6,694.93401 7,029.68071 7,381.16474 7,750.22298 Monthly 13,814.94319 14,505.69035 15,230.97487 15,992.52361 16,792.14979 Annual 165,779.31827 174,068.28419 182,771.69840 191,910.28332 201,505.79748 PT63 63 Hourly 81.69414 85.77884 90.06778 94.57117 99.29973 Bi-weekly 6,535.53082 6,862.30736 7,205.42273 7,565.69386 7,943.97855 Monthly 14,160.31677 14,868.33261 15,611.74924 16,392.33670 17,211.95353 Annual 169,923.80123 178,419.99129 187,340.99086 196,708.04040 206,543.44242 PT64 64 Hourly 83.73649 87.92331 92.31948 96.93545 101.78223 Bi-weekly 6,698.91909 7,033.86504 7,385.55829 7,754.83621 8,142.57802 Monthly 14,514.32469 15,240.04092 16,002.04297 16,802.14512 17,642.25237 Annual 174,171.89626 182,880.49107 192,024.51563 201,625.74141 211,707.02848 Attachment 2A
Packet Page 286

City of Pismo Beach SCHEDULE C
Salary Table
5% between steps
Effective July 2024
Classification Title Range # Period Step A Step B Step C Step D Step E PT1 1 Hourly 18.20323 19.11339 20.06906 21.07251 22.12614 Bi-weekly 1,456.25838 1,529.07130 1,605.52486 1,685.80111 1,770.09116 Monthly 3,155.22649 3,312.98782 3,478.63721 3,652.56907 3,835.19752 Annual 37,862.71789 39,755.85378 41,743.64647 43,830.82880 46,022.37024 PT2 2 Hourly 18.65831 19.59123 20.57079 21.59933 22.67929 Bi-weekly 1,492.66484 1,567.29808 1,645.66299 1,727.94614 1,814.34344 Monthly 3,234.10715 3,395.81251 3,565.60314 3,743.88329 3,931.07746 Annual 38,809.28584 40,749.75013 42,787.23763 44,926.59952 47,172.92949 PT3 3 Hourly 19.12477 20.08101 21.08506 22.13931 23.24628 Bi-weekly 1,529.98146 1,606.48053 1,686.80456 1,771.14479 1,859.70203 Monthly 3,314.95983 3,480.70782 3,654.74321 3,837.48038 4,029.35439 Annual 39,779.51798 41,768.49388 43,856.91857 46,049.76450 48,352.25273 PT4 4 Hourly 19.60289 20.58303 21.61218 22.69279 23.82743 Bi-weekly 1,568.23100 1,646.64255 1,728.97467 1,815.42341 1,906.19458 Monthly 3,397.83383 3,567.72552 3,746.11179 3,933.41738 4,130.08825 Annual 40,774.00593 42,812.70623 44,953.34154 47,201.00862 49,561.05905 PT5 5 Hourly 20.09296 21.09761 22.15249 23.26011 24.42312 Bi-weekly 1,607.43677 1,687.80861 1,772.19904 1,860.80899 1,953.84944 Monthly 3,482.77967 3,656.91866 3,839.76459 4,031.75282 4,233.34046 Annual 41,793.35608 43,883.02388 46,077.17508 48,381.03383 50,800.08552 PT6 6 Hourly 20.59528 21.62505 22.70630 23.84162 25.03370 Bi-weekly 1,647.62269 1,730.00383 1,816.50402 1,907.32922 2,002.69568 Monthly 3,569.84917 3,748.34162 3,935.75870 4,132.54664 4,339.17397 Annual 42,838.18998 44,980.09948 47,229.10445 49,590.55968 52,070.08766 PT7 7 Hourly 21.11017 22.16567 23.27396 24.43766 25.65954 Bi-weekly 1,688.81326 1,773.25392 1,861.91662 1,955.01245 2,052.76307 Monthly 3,659.09539 3,842.05016 4,034.15267 4,235.86031 4,447.65332 Annual 43,909.14473 46,104.60197 48,409.83207 50,830.32367 53,371.83985 PT8 8 Hourly 21.63792 22.71982 23.85581 25.04860 26.30103 Bi-weekly 1,731.03359 1,817.58527 1,908.46453 2,003.88776 2,104.08215 Monthly 3,750.57278 3,938.10142 4,135.00649 4,341.75681 4,558.84465 Annual 45,006.87335 47,257.21702 49,620.07787 52,101.08176 54,706.13585 PT9 9 Hourly 22.17887 23.28781 24.45220 25.67481 26.95855 Bi-weekly 1,774.30943 1,863.02490 1,956.17615 2,053.98495 2,156.68420 Monthly 3,844.33710 4,036.55395 4,238.38165 4,450.30073 4,672.81577 Annual 46,132.04518 48,438.64744 50,860.57981 53,403.60880 56,073.78925 PT10 10 Hourly 22.73334 23.87001 25.06351 26.31668 27.63252 Bi-weekly 1,818.66717 1,909.60052 2,005.08055 2,105.33458 2,210.60131 Monthly 3,940.44553 4,137.46780 4,344.34119 4,561.55825 4,789.63616 Annual 47,285.34631 49,649.61363 52,132.09431 54,738.69902 57,475.63398 PT11 11 Hourly 23.30167 24.46676 25.69009 26.97460 28.32333 Bi-weekly 1,864.13385 1,957.34054 2,055.20756 2,157.96794 2,265.86634 Monthly 4,038.95666 4,240.90450 4,452.94972 4,675.59721 4,909.37707 Annual 48,467.47997 50,890.85397 53,435.39667 56,107.16650 58,912.52483 PT12 12 Hourly 23.88421 25.07843 26.33235 27.64896 29.03141 Bi-weekly 1,910.73719 2,006.27405 2,106.58775 2,211.91714 2,322.51300 Monthly 4,139.93058 4,346.92711 4,564.27347 4,792.48714 5,032.11150 Annual 49,679.16697 52,163.12532 54,771.28158 57,509.84566 60,385.33795 PT13 13 Hourly 24.48132 25.70539 26.99066 28.34019 29.75720 Bi-weekly 1,958.50562 2,056.43090 2,159.25245 2,267.21507 2,380.57582 Monthly 4,243.42885 4,455.60029 4,678.38030 4,912.29932 5,157.91428 Annual 50,921.14614 53,467.20345 56,140.56362 58,947.59180 61,894.97139 PT14 14 Hourly 25.09335 26.34802 27.66542 29.04869 30.50113 Bi-weekly 2,007.46826 2,107.84167 2,213.23376 2,323.89545 2,440.09022 Monthly 4,349.51457 4,566.99029 4,795.33981 5,035.10680 5,286.86214 Annual 52,194.17480 54,803.88354 57,544.07771 60,421.28160 63,442.34568 PT15 15 Hourly 25.72069 27.00672 28.35706 29.77491 31.26366 Bi-weekly 2,057.65497 2,160.53772 2,268.56460 2,381.99283 2,501.09247 Monthly 4,458.25243 4,681.16505 4,915.22330 5,160.98447 5,419.03369 Attachment 2A
Packet Page 287

City of Pismo Beach SCHEDULE C
Salary Table
5% between steps
Effective July 2024
Annual 53,499.02917 56,173.98063 58,982.67966 61,931.81364 65,028.40432 PT16 16 Hourly 26.36370 27.68189 29.06598 30.51928 32.04525 Bi-weekly 2,109.09634 2,214.55116 2,325.27872 2,441.54265 2,563.61979 Monthly 4,569.70874 4,798.19418 5,038.10389 5,290.00908 5,554.50954 Annual 54,836.50490 57,578.33014 60,457.24665 63,480.10898 66,654.11443 PT17 17 Hourly 27.02280 28.37394 29.79263 31.28227 32.84638 Bi-weekly 2,161.82375 2,269.91494 2,383.41069 2,502.58122 2,627.71028 Monthly 4,683.95146 4,918.14903 5,164.05648 5,422.25931 5,693.37227 Annual 56,207.41752 59,017.78839 61,968.67781 65,067.11171 68,320.46729 PT18 18 Hourly 27.69837 29.08329 30.53745 32.06432 33.66754 Bi-weekly 2,215.86934 2,326.66281 2,442.99595 2,565.14575 2,693.40304 Monthly 4,801.05025 5,041.10276 5,293.15790 5,557.81579 5,835.70658 Annual 57,612.60296 60,493.23310 63,517.89476 66,693.78950 70,028.47897 PT19 19 Hourly 28.39083 29.81037 31.30089 32.86593 34.50923 Bi-weekly 2,271.26608 2,384.82938 2,504.07085 2,629.27439 2,760.73811 Monthly 4,921.07650 5,167.13033 5,425.48684 5,696.76119 5,981.59925 Annual 59,052.91803 62,005.56393 65,105.84213 68,361.13424 71,779.19095 PT20 20 Hourly 29.10060 30.55563 32.08341 33.68758 35.37196 Bi-weekly 2,328.04773 2,444.45012 2,566.67262 2,695.00625 2,829.75657 Monthly 5,044.10342 5,296.30859 5,561.12402 5,839.18022 6,131.13923 Annual 60,529.24098 63,555.70303 66,733.48818 70,070.16259 73,573.67072 PT21 21 Hourly 29.82811 31.31952 32.88549 34.52977 36.25626 Bi-weekly 2,386.24892 2,505.56137 2,630.83944 2,762.38141 2,900.50048 Monthly 5,170.20600 5,428.71630 5,700.15212 5,985.15972 6,284.41771 Annual 62,042.47201 65,144.59561 68,401.82539 71,821.91666 75,413.01249 PT-NS21 NS 21 Hourly 29.68021 31.16423 32.72244 34.35856 36.07649 Bi-weekly 2,374.41718 2,493.13804 2,617.79494 2,748.68469 2,886.11892 Monthly 5,144.57055 5,401.79908 5,671.88903 5,955.48348 6,253.25766 Annual 61,734.84662 64,821.58895 68,062.66839 71,465.80181 75,039.09191 PT22 22 Hourly 30.57381 32.10251 33.70763 35.39301 37.16266 Monthly 5,299.46115 5,564.43421 5,842.65592 6,134.78871 6,441.52815 Annual 63,593.53381 66,773.21050 70,111.87102 73,617.46457 77,298.33780 PT-NS22 NS 22 Hourly 32.10212 33.70723 35.39259 37.16222 39.02033 Bi-weekly 2,568.16964 2,696.57812 2,831.40703 2,972.97738 3,121.62625 Monthly 5,564.36756 5,842.58594 6,134.71523 6,441.45099 6,763.52354 Annual 66,772.41070 70,111.03124 73,616.58280 77,297.41194 81,162.28253 PT23 23 Hourly 31.33816 32.90507 34.55032 36.27784 38.09173 Bi-weekly 2,507.05278 2,632.40541 2,764.02568 2,902.22697 3,047.33832 Monthly 5,431.94768 5,703.54506 5,988.72232 6,288.15843 6,602.56635 Annual 65,183.37215 68,442.54076 71,864.66780 75,457.90119 79,230.79625 PT-NS23 NS 23 Hourly 32.58828 34.21770 35.92858 37.72501 39.61126 Bi-weekly 2,607.06257 2,737.41570 2,874.28649 3,018.00081 3,168.90085 Monthly 5,648.63557 5,931.06735 6,227.62072 6,539.00176 6,865.95184 Annual 67,783.62689 71,172.80823 74,731.44864 78,468.02108 82,391.42213 PT24 24 Hourly 32.12161 33.72769 35.41408 37.18478 39.04402 Bi-weekly 2,569.72909 2,698.21555 2,833.12633 2,974.78264 3,123.52178 Monthly 5,567.74637 5,846.13369 6,138.44037 6,445.36239 6,767.63051 PT25 25 Hourly 32.92465 34.57089 36.29943 38.11440 40.02012 Bi-weekly 2,633.97232 2,765.67094 2,903.95448 3,049.15221 3,201.60982 Monthly 5,706.94003 5,992.28703 6,291.90138 6,606.49645 6,936.82128 Annual 68,483.28037 71,907.44438 75,502.81660 79,277.95743 83,241.85531 PT26 26 Hourly 33.74777 35.43516 37.20692 39.06726 41.02063 Bi-weekly 2,699.82163 2,834.81271 2,976.55335 3,125.38101 3,281.65006 Monthly 5,849.61353 6,142.09421 6,449.19892 6,771.65886 7,110.24181 Annual 70,195.36238 73,705.13049 77,390.38702 81,259.90637 85,322.90169 PT-NS26 NS 26 Hourly 35.09401 36.84871 38.69115 40.62571 42.65699 Bi-weekly 2,807.52103 2,947.89708 3,095.29194 3,250.05653 3,412.55936 Monthly 6,082.96223 6,387.11034 6,706.46586 7,041.78915 7,393.87861 Annual 72,995.54678 76,645.32412 80,477.59033 84,501.46985 88,726.54334 Attachment 2A
Packet Page 288

City of Pismo Beach SCHEDULE C
Salary Table
5% between steps
Effective July 2024
PT27 27 Hourly 34.59146 36.32104 38.13709 40.04394 42.04614 Bi-weekly 2,767.31717 2,905.68303 3,050.96718 3,203.51554 3,363.69132 Monthly 5,995.85387 6,295.64656 6,610.42889 6,940.95034 7,287.99785 Annual 71,950.24644 75,547.75876 79,325.14669 83,291.40403 87,455.97423 PT28 28 Hourly 35.45625 37.22906 39.09052 41.04504 43.09729 Bi-weekly 2,836.50010 2,978.32510 3,127.24136 3,283.60343 3,447.78360 Monthly 6,145.75022 6,453.03773 6,775.68961 7,114.47409 7,470.19780 Annual 73,749.00260 77,436.45273 81,308.27536 85,373.68913 89,642.37359 PT29 29 Hourly 36.34266 38.15979 40.06778 42.07117 44.17473 Bi-weekly 2,907.41260 3,052.78323 3,205.42239 3,365.69351 3,533.97819 Monthly 6,299.39397 6,614.36367 6,945.08185 7,292.33595 7,656.95274 Annual 75,592.72766 79,372.36404 83,340.98225 87,508.03136 91,883.43293 PT30 30 Hourly 37.25122 39.11379 41.06947 43.12295 45.27910 Bi-weekly 2,980.09792 3,129.10281 3,285.55795 3,449.83585 3,622.32764 Monthly 6,456.87882 6,779.72276 7,118.70890 7,474.64435 7,848.37656 Annual 77,482.54585 81,356.67314 85,424.50680 89,695.73214 94,180.51875 PT31 31 Hourly 38.18250 40.09163 42.09621 44.20102 46.41107 Bi-weekly 3,054.60037 3,207.33038 3,367.69690 3,536.08175 3,712.88584 Monthly 6,618.30079 6,949.21583 7,296.67662 7,661.51045 8,044.58598 Annual 79,419.60950 83,390.58997 87,560.11947 91,938.12545 96,535.03172 PT32 32 Hourly 39.13707 41.09392 43.14862 45.30605 47.57135 Bi-weekly 3,130.96537 3,287.51364 3,451.88933 3,624.48379 3,805.70798 Monthly 6,783.75831 7,122.94623 7,479.09354 7,853.04822 8,245.70063 Annual 81,405.09974 85,475.35472 89,749.12246 94,236.57858 98,948.40751 PT-NS32 NS 32 Hourly 40.69830 42.73321 44.86987 47.11337 49.46904 Bi-weekly 3,255.86392 3,418.65711 3,589.58997 3,769.06947 3,957.52294 Monthly 7,054.37182 7,407.09041 7,777.44493 8,166.31718 8,574.63304 Annual 84,652.46184 88,885.08493 93,329.33918 97,995.80614 102,895.59644 PT33 33 Hourly 40.11549 42.12127 44.22733 46.43870 48.76063 Bi-weekly 3,209.23951 3,369.70148 3,538.18656 3,715.09589 3,900.85068 Monthly 6,953.35227 7,301.01988 7,666.07088 8,049.37442 8,451.84314 Annual 83,440.22723 87,612.23859 91,992.85052 96,592.49305 101,422.11770 PT34 34 Hourly 41.11838 43.17430 45.33302 47.59967 49.97965 Bi-weekly 3,289.47050 3,453.94402 3,626.64122 3,807.97328 3,998.37195 Monthly 7,127.18608 7,483.54538 7,857.72265 8,250.60878 8,663.13922 Annual 85,526.23291 89,802.54456 94,292.67178 99,007.30537 103,957.67064 PT35
35 Hourly 42.14634 44.25366 46.46634 48.78966 51.22914
Bi-weekly 3,371.70726 3,540.29262 3,717.30725 3,903.17262 4,098.33125 Monthly 7,305.36573 7,670.63401 8,054.16571 8,456.87400 8,879.71770 Annual 87,664.38873 92,047.60817 96,649.98858 101,482.48801 106,556.61241 PT-SW35 SW 35 Hourly 42.98068 45.12971 47.38620 49.75551 52.24328 Bi-weekly 3,438.45414 3,610.37685 3,790.89569 3,980.44048 4,179.46250 Monthly 7,449.98397 7,822.48317 8,213.60733 8,624.28770 9,055.50208 Annual 89,399.80769 93,869.79807 98,563.28798 103,491.45238 108,666.02500 PT36 36 Hourly 43.20000 45.36000 47.62800 50.00940 52.50987 Bi-weekly 3,455.99994 3,628.79994 3,810.23993 4,000.75193 4,200.78953 Monthly 7,487.99987 7,862.39986 8,255.51986 8,668.29585 9,101.71064 Annual 89,855.99845 94,348.79837 99,066.23829 104,019.55021 109,220.52772 PT37 37 Hourly 44.28000 46.49400 48.81870 51.25963 53.82262 Bi-weekly 3,542.39994 3,719.51994 3,905.49593 4,100.77073 4,305.80927 Monthly 7,675.19987 8,058.95986 8,461.90785 8,885.00325 9,329.25341 Annual 92,102.39841 96,707.51833 101,542.89425 106,620.03896 111,951.04091 PT38
38 Hourly 45.38700 47.65635 50.03917 52.54112 55.16818
Bi-weekly 3,630.95994 3,812.50793 4,003.13333 4,203.29000 4,413.45450 Monthly 7,867.07986 8,260.43386 8,673.45555 9,107.12833 9,562.48474 Annual 94,404.95837 99,125.20629 104,081.46661 109,285.53994 114,749.81693 PT39 39 Hourly 46.52167 48.84776 51.29015 53.85465 56.54739 Bi-weekly 3,721.73394 3,907.82063 4,103.21166 4,308.37225 4,523.79086 Monthly 8,063.75686 8,466.94470 8,890.29194 9,334.80654 9,801.54686 Annual 96,765.08233 101,603.33645 106,683.50327 112,017.67843 117,618.56236 Attachment 2A
Packet Page 289

City of Pismo Beach SCHEDULE C
Salary Table
5% between steps
Effective July 2024
PT-SW39 SW 39 Hourly 47.44262 49.81475 52.30549 54.92077 57.66681 Bi-weekly 3,795.40987 3,985.18037 4,184.43939 4,393.66136 4,613.34442 Monthly 8,223.38806 8,634.55746 9,066.28534 9,519.59960 9,995.57959 Annual 98,680.65674 103,614.68958 108,795.42406 114,235.19526 119,946.95502 PT40 40 Hourly 47.68472 50.06895 52.57240 55.20102 57.96107 Bi-weekly 3,814.77728 4,005.51615 4,205.79196 4,416.08155 4,636.88563 Monthly 8,265.35078 8,678.61832 9,112.54924 9,568.17670 10,046.58553 Annual 99,184.20939 104,143.41986 109,350.59085 114,818.12040 120,559.02642 PT41 41 Hourly 48.87683 51.32068 53.88671 56.58104 59.41010 Bi-weekly 3,910.14672 4,105.65405 4,310.93675 4,526.48359 4,752.80777 Monthly 8,471.98455 8,895.58378 9,340.36297 9,807.38112 10,297.75017 Annual 101,663.81463 106,747.00536 112,084.35562 117,688.57341 123,573.00208 PT42 42 Hourly 50.09875 52.60369 55.23388 57.99557 60.89535 Bi-weekly 4,007.90038 4,208.29540 4,418.71017 4,639.64568 4,871.62797 Monthly 8,683.78417 9,117.97337 9,573.87204 10,052.56565 10,555.19393 Annual 104,205.40999 109,415.68049 114,886.46452 120,630.78774 126,662.32713 PT43 43 Hourly 51.35122 53.91878 56.61472 59.44546 62.41773 Bi-weekly 4,108.09789 4,313.50279 4,529.17793 4,755.63682 4,993.41867 Monthly 8,900.87877 9,345.92271 9,813.21884 10,303.87979 10,819.07378 Annual 106,810.54524 112,151.07250 117,758.62613 123,646.55743 129,828.88531 PT44 44 Hourly 52.63500 55.26675 58.03009 60.93160 63.97818 Bi-weekly 4,210.80034 4,421.34036 4,642.40738 4,874.52775 5,118.25413 Monthly 9,123.40074 9,579.57078 10,058.54932 10,561.47678 11,089.55062 Annual 109,480.80887 114,954.84932 120,702.59178 126,737.72137 133,074.60744 PT45 45 Hourly 53.95088 56.64842 59.48084 62.45489 65.57763 Bi-weekly 4,316.07035 4,531.87387 4,758.46756 4,996.39094 5,246.21049 Monthly 9,351.48576 9,819.06005 10,310.01305 10,825.51370 11,366.78939 Annual 112,217.82909 117,828.72055 123,720.15658 129,906.16440 136,401.47262 PT46 46 Hourly 55.29965 58.06463 60.96787 64.01626 67.21707 Bi-weekly 4,423.97211 4,645.17071 4,877.42925 5,121.30071 5,377.36575 Monthly 9,585.27290 10,064.53655 10,567.76337 11,096.15154 11,650.95912 Annual 115,023.27482 120,774.43856 126,813.16049 133,153.81851 139,811.50944 SW-PT46 SW 46 Hourly 56.39438 59.21409 62.17480 65.28354 68.54772 Bi-weekly 4,511.55001 4,737.12751 4,973.98389 5,222.68308 5,483.81723 Monthly 9,775.02502 10,263.77627 10,776.96508 11,315.81334 11,881.60401 Annual 117,300.30024 123,165.31526 129,323.58102 135,789.76007 142,579.24807 PT47 47 Hourly 56.68214 59.51625 62.49206 65.61667 68.89750 Bi-weekly 4,534.57141 4,761.29998 4,999.36498 5,249.33323 5,511.79989 Monthly 9,824.90472 10,316.14996 10,831.95746 11,373.55533 11,942.23310 Annual 117,898.85669 123,793.79953 129,983.48950 136,482.66398 143,306.79718 PT48 48 Hourly 58.09920 61.00416 64.05436 67.25708 70.61994 Bi-weekly 4,647.93570 4,880.33248 5,124.34911 5,380.56656 5,649.59489 Monthly 10,070.52734 10,574.05371 11,102.75639 11,657.89421 12,240.78893 Annual 120,846.32811 126,888.64451 133,233.07674 139,894.73058 146,889.46711 PT49 49 Hourly 59.55168 62.52926 65.65572 68.93851 72.38543 Bi-weekly 4,764.13409 5,002.34079 5,252.45783 5,515.08072 5,790.83476 Monthly 10,322.29053 10,838.40505 11,380.32530 11,949.34157 12,546.80865 Annual 123,867.48631 130,060.86063 136,563.90366 143,392.09884 150,561.70378 PT50 50 Hourly 61.04047 64.09249 67.29712 70.66197 74.19507 Bi-weekly 4,883.23744 5,127.39931 5,383.76928 5,652.95774 5,935.60563 Monthly 10,580.34779 11,109.36518 11,664.83344 12,248.07511 12,860.47886 Annual 126,964.17347 133,312.38214 139,978.00125 146,976.90131 154,325.74638 PT51 51 Hourly 62.56648 65.69480 68.97954 72.42852 76.04995 Bi-weekly 5,005.31838 5,255.58430 5,518.36351 5,794.28169 6,083.99577 Monthly 10,844.85648 11,387.09931 11,956.45427 12,554.27699 13,181.99084 Annual 130,138.27781 136,645.19170 143,477.45128 150,651.32385 158,183.89004 PT52 52 Hourly 64.13064 67.33717 70.70403 74.23923 77.95120 Bi-weekly 5,130.45134 5,386.97390 5,656.32260 5,939.13873 6,236.09566 Monthly 11,115.97790 11,671.77679 12,255.36563 12,868.13391 13,511.54061 Attachment 2A
Packet Page 290

City of Pismo Beach SCHEDULE C
Salary Table
5% between steps
Effective July 2024
Annual 133,391.73475 140,061.32149 147,064.38756 154,417.60694 162,138.48729 PT53 53 Hourly 65.73391 69.02060 72.47163 76.09521 79.89998 Bi-weekly 5,258.71262 5,521.64825 5,797.73066 6,087.61720 6,391.99806 Monthly 11,393.87734 11,963.57121 12,561.74977 13,189.83726 13,849.32912 Annual 136,726.52812 143,562.85453 150,740.99725 158,278.04711 166,191.94947 PT54 54 Hourly 67.37726 70.74612 74.28342 77.99760 81.89748 Bi-weekly 5,390.18044 5,659.68946 5,942.67393 6,239.80763 6,551.79801 Monthly 11,678.72428 12,262.66049 12,875.79352 13,519.58319 14,195.56235 Annual 140,144.69132 147,151.92589 154,509.52218 162,234.99829 170,346.74821 PT55 55 Hourly 69.06169 72.51477 76.14051 79.94754 83.94491 Bi-weekly 5,524.93495 5,801.18169 6,091.24078 6,395.80282 6,715.59296 Monthly 11,970.69238 12,569.22700 13,197.68835 13,857.57277 14,550.45141 Annual 143,648.30861 150,830.72404 158,372.26024 166,290.87325 174,605.41691 PT56 56 Hourly 70.78823 74.32764 78.04402 81.94622 86.04353 Bi-weekly 5,663.05832 5,946.21124 6,243.52180 6,555.69789 6,883.48278 Monthly 12,269.95969 12,883.45768 13,527.63056 14,204.01209 14,914.21269 Annual 147,239.51632 154,601.49214 162,331.56674 170,448.14508 178,970.55234 PT57 57 Hourly 72.55793 76.18583 79.99512 83.99488 88.19462 Bi-weekly 5,804.63478 6,094.86652 6,399.60984 6,719.59033 7,055.56985 Monthly 12,576.70869 13,205.54412 13,865.82133 14,559.11239 15,287.06801 Annual 150,920.50423 158,466.52944 166,389.85591 174,709.34871 183,444.81614 PT58 58 Hourly 74.37188 78.09048 81.99500 86.09475 90.39949 Bi-weekly 5,949.75065 6,247.23818 6,559.60009 6,887.58009 7,231.95910 Monthly 12,891.12640 13,535.68272 14,212.46686 14,923.09020 15,669.24471 Annual 154,693.51683 162,428.19268 170,549.60231 179,077.08243 188,030.93655 PT59 59 Hourly 76.23118 80.04274 84.04488 88.24712 92.65948 Bi-weekly 6,098.49441 6,403.41913 6,723.59009 7,059.76960 7,412.75808 Monthly 13,213.40456 13,874.07479 14,567.77853 15,296.16746 16,060.97583 Annual 158,560.85476 166,488.89749 174,813.34237 183,554.00949 192,731.70996 PT60 60 Hourly 78.13696 82.04381 86.14600 90.45330 94.97596 Bi-weekly 6,250.95677 6,563.50461 6,891.67984 7,236.26384 7,598.07703 Monthly 13,543.73968 14,220.92666 14,931.97299 15,678.57164 16,462.50023 Annual 162,524.87612 170,651.11993 179,183.67593 188,142.85972 197,550.00271 PT61 61 Hourly 80.09038 84.09490 88.29965 92.71463 97.35036 Bi-weekly 6,407.23069 6,727.59223 7,063.97184 7,417.17043 7,788.02895 Monthly 13,882.33317 14,576.44983 15,305.27232 16,070.53593 16,874.06273 Annual 166,587.99803 174,917.39793 183,663.26783 192,846.43122 202,488.75278 PT62 62 Hourly 82.09264 86.19728 90.50714 95.03250 99.78412 Bi-weekly 6,567.41146 6,895.78203 7,240.57114 7,602.59969 7,982.72968 Monthly 14,229.39150 14,940.86107 15,687.90413 16,472.29933 17,295.91430 Annual 170,752.69798 179,290.33288 188,254.84952 197,667.59200 207,550.97160 PT63 63 Hourly 84.14496 88.35221 92.76982 97.40831 102.27872 Bi-weekly 6,731.59675 7,068.17658 7,421.58541 7,792.66468 8,182.29792 Monthly 14,585.12629 15,314.38260 16,080.10173 16,884.10682 17,728.31216 Annual 175,021.51543 183,772.59120 192,961.22076 202,609.28180 212,739.74589 PT64 64 Hourly 86.24858 90.56101 95.08906 99.84352 104.83569 Bi-weekly 6,899.88667 7,244.88100 7,607.12505 7,987.48130 8,386.85537 Monthly 14,949.75444 15,697.24216 16,482.10427 17,306.20949 18,171.51996 Annual 179,397.05331 188,366.90598 197,785.25128 207,674.51384 218,058.23953 Attachment 2A
Packet Page 291

City of Pismo Beach
Salary Table
5% between steps
Effective July 4, 2022
Classification Title Range # Period Step A Step B Step C Step D Step E PT1 1 Hourly 16.99331 17.84297 18.73512 19.67188 20.65547 Bi-weekly 1,359.46451 1,427.43773 1,498.80962 1,573.75010 1,652.43760 Monthly 2,945.50643 3,092.78175 3,247.42084 3,409.79188 3,580.28147 Annual 35,346.07715 37,113.38100 38,969.05005 40,917.50256 42,963.37768 PT2 2 Hourly 17.41814 18.28905 19.20350 20.16367 21.17186 Bi-weekly 1,393.45112 1,463.12367 1,536.27986 1,613.09385 1,693.74854 Monthly 3,019.14409 3,170.10129 3,328.60636 3,495.03668 3,669.78851 Annual 36,229.72907 38,041.21553 39,943.27630 41,940.44012 44,037.46213 PT3 3 Hourly 17.85359 18.74627 19.68359 20.66776 21.70115 Bi-weekly 1,428.28740 1,499.70177 1,574.68685 1,653.42120 1,736.09226 Monthly 3,094.62269 3,249.35383 3,411.82152 3,582.41259 3,761.53322 Annual 37,135.47230 38,992.24592 40,941.85821 42,988.95112 45,138.39868 PT4 4 Hourly 18.29993 19.21493 20.17568 21.18446 22.24368 Bi-weekly 1,463.99458 1,537.19431 1,614.05403 1,694.75673 1,779.49456 Monthly 3,171.98826 3,330.58767 3,497.11706 3,671.97291 3,855.57155 Annual 38,063.85911 39,967.05206 41,965.40467 44,063.67490 46,266.85865 PT5 5 Hourly 18.75743 19.69530 20.68007 21.71407 22.79977 Bi-weekly 1,500.59445 1,575.62417 1,654.40538 1,737.12565 1,823.98193 Monthly 3,251.28797 3,413.85236 3,584.54498 3,763.77223 3,951.96084 Annual 39,015.45559 40,966.22837 43,014.53978 45,165.26677 47,423.53011 PT6 6 Hourly 19.22637 20.18768 21.19707 22.25692 23.36977 Bi-weekly 1,538.10931 1,615.01477 1,695.76551 1,780.55379 1,869.58148 Monthly 3,332.57016 3,499.19867 3,674.15861 3,857.86654 4,050.75986 Annual 39,990.84198 41,990.38407 44,089.90328 46,294.39844 48,609.11836 Office Assistant I 7 Hourly 19.70703 20.69238 21.72700 22.81335 23.95401 PT7 Bi-weekly 1,576.56204 1,655.39014 1,738.15965 1,825.06763 1,916.32101 Monthly 3,415.88442 3,586.67864 3,766.01257 3,954.31320 4,152.02886 Annual 40,990.61303 43,040.14368 45,192.15086 47,451.75840 49,824.34632 PT8 8 Hourly 20.19970 21.20969 22.27017 23.38368 24.55286 Bi-weekly 1,615.97609 1,696.77489 1,781.61364 1,870.69432 1,964.22904 Monthly 3,501.28153 3,676.34561 3,860.16289 4,053.17103 4,255.82958 Annual 42,015.37835 44,116.14727 46,321.95463 48,638.05236 51,069.95498 PT9 9 Hourly 20.70469 21.73993 22.82692 23.96827 25.16668 Bi-weekly 1,656.37549 1,739.19427 1,826.15398 1,917.46168 2,013.33476 Monthly 3,588.81357 3,768.25425 3,956.66696 4,154.50031 4,362.22532 Annual 43,065.76281 45,219.05095 47,480.00350 49,854.00367 52,346.70386 PT10 10 Hourly 21.22231 22.28343 23.39760 24.56748 25.79585 Bi-weekly 1,697.78488 1,782.67412 1,871.80783 1,965.39822 2,063.66813 Monthly 3,678.53391 3,862.46060 4,055.58363 4,258.36281 4,471.28095 Annual 44,142.40688 46,349.52722 48,667.00359 51,100.35376 53,655.37145 Office Assistant II 11 Hourly 21.75287 22.84051 23.98254 25.18166 26.44075 PT11 Bi-weekly 1,740.22950 1,827.24098 1,918.60303 2,014.53318 2,115.25984 Monthly 3,770.49725 3,959.02212 4,156.97322 4,364.82188 4,583.06298 Annual 45,245.96705 47,508.26540 49,883.67867 52,377.86261 54,996.75574 PT12 12 Hourly 22.29669 23.41153 24.58210 25.81121 27.10177 Bi-weekly 1,783.73524 1,872.92200 1,966.56810 2,064.89651 2,168.14133 Monthly 3,864.75969 4,057.99767 4,260.89755 4,473.94243 4,697.63955 Annual 46,377.11623 48,695.97204 51,130.77064 53,687.30917 56,371.67463 Maintenance Worker I 13 Hourly 22.85411 23.99681 25.19665 26.45649 27.77931 PT13 Bi-weekly 1,828.32862 1,919.74505 2,015.73230 2,116.51892 2,222.34487 Monthly 3,961.37868 4,159.44761 4,367.41999 4,585.79099 4,815.08054 Annual 47,536.54413 49,913.37134 52,409.03991 55,029.49190 57,780.96650 Assistant Mechanic 14 Hourly 23.42546 24.59673 25.82657 27.11790 28.47379 Parking Enforcement Technician Bi-weekly 1,874.03684 1,967.73868 2,066.12561 2,169.43189 2,277.90349 PT14 Monthly 4,060.41314 4,263.43380 4,476.60549 4,700.43577 4,935.45756 Annual 48,724.95774 51,161.20562 53,719.26591 56,405.22920 59,225.49066 Administrative Assistant 15 Hourly 24.01110 25.21165 26.47223 27.79585 29.18564 PT15 Bi-weekly 1,920.88776 2,016.93214 2,117.77875 2,223.66769 2,334.85107 Attachment 3
Packet Page 292

City of Pismo Beach
Salary Table
5% between steps
Effective July 4, 2022
Monthly 4,161.92347 4,370.01965 4,588.52063 4,817.94666 5,058.84399 Annual 49,943.08168 52,440.23576 55,062.24755 57,815.35993 60,706.12793 Water Systems Operator I 16 Hourly 24.61137 25.84194 27.13404 28.49074 29.91528 PT16 Bi-weekly 1,968.90995 2,067.35545 2,170.72322 2,279.25938 2,393.22235 Monthly 4,265.97156 4,479.27014 4,703.23365 4,938.39533 5,185.31509 Annual 51,191.65872 53,751.24166 56,438.80374 59,260.74393 62,223.78113 Accounting Clerk 17 Hourly 25.22666 26.48799 27.81239 29.20301 30.66316 Wastewater Plant Operator I Bi-weekly 2,018.13270 2,119.03933 2,224.99130 2,336.24087 2,453.05291 PT17 Monthly 4,372.62085 4,591.25189 4,820.81449 5,061.85521 5,314.94797 Annual 52,471.45019 55,095.02270 57,849.77384 60,742.26253 63,779.37565 Police Records Technician 18 Hourly 25.85733 27.15019 28.50770 29.93309 31.42974 Recreation Coordinator Bi-weekly 2,068.58602 2,172.01532 2,280.61608 2,394.64689 2,514.37923 PT18 Monthly 4,481.93637 4,706.03319 4,941.33485 5,188.40159 5,447.82167 Annual 53,783.23645 56,472.39827 59,296.01818 62,260.81909 65,373.86004 PT19 19 Hourly 26.50376 27.82895 29.22039 30.68141 32.21548 Bi-weekly 2,120.30067 2,226.31570 2,337.63149 2,454.51306 2,577.23871 Monthly 4,593.98478 4,823.68402 5,064.86822 5,318.11163 5,584.01721 Annual 55,127.81736 57,884.20822 60,778.41864 63,817.33957 67,008.20655 Code Enforcement Officer 20 Hourly 27.16635 28.52467 29.95090 31.44845 33.02087 PT20 Bi-weekly 2,173.30818 2,281.97359 2,396.07227 2,515.87589 2,641.66968 Monthly 4,708.83440 4,944.27612 5,191.48993 5,451.06442 5,723.61764 Annual 56,506.01279 59,331.31343 62,297.87910 65,412.77306 68,683.41171 Public Safety Dispatcher NS 21 Hourly 28.95631 30.40412 31.92433 33.52055 35.19657 PT-NS21 Bi-weekly 2,316.50458 2,432.32981 2,553.94630 2,681.64362 2,815.72580 Monthly 5,019.09327 5,270.04793 5,533.55033 5,810.22784 6,100.73923 Annual 60,229.11919 63,240.57515 66,402.60391 69,722.73410 73,208.87081 Accounting Technician 21 Hourly 27.84551 29.23779 30.69968 32.23466 33.84639 Administrative Secretary Bi-weekly 2,227.64089 2,339.02293 2,455.97408 2,578.77278 2,707.71142 Building Permit Technician Monthly 4,826.55526 5,067.88302 5,321.27717 5,587.34103 5,866.70808 Maintenance Worker II Annual 57,918.66311 60,814.59627 63,855.32608 67,048.09238 70,400.49700 PT21
Community Services Officer NS 22 Hourly 29.68021 31.16423 32.72244 34.35856 36.07649 PT-NS22 Bi-weekly 2,374.41718 2,493.13804 2,617.79494 2,748.68469 2,886.11892 Monthly 5,144.57055 5,401.79908 5,671.88903 5,955.48348 6,253.25766 Annual 61,734.84662 64,821.58895 68,062.66839 71,465.80181 75,039.09191 Water Systems Operator II 22 Hourly 28.54165 29.96873 31.46717 33.04053 34.69255 PT22 Bi-weekly 2,283.33191 2,397.49851 2,517.37343 2,643.24210 2,775.40421 Monthly 4,947.21914 5,194.58010 5,454.30910 5,727.02456 6,013.37579 Annual 59,366.62969 62,334.96117 65,451.70923 68,724.29469 72,160.50943 PT23 23 Hourly 29.25519 30.71795 32.25385 33.86654 35.55987 Bi-weekly 2,340.41521 2,457.43597 2,580.30777 2,709.32316 2,844.78931 Monthly 5,070.89962 5,324.44460 5,590.66683 5,870.20017 6,163.71018 Annual 60,850.79543 63,893.33520 67,088.00196 70,442.40206 73,964.52216 Exec Assistant 24 Hourly 29.98657 31.48590 33.06019 34.71320 36.44886 Lead Maintenance Worker Bi-weekly 2,398.92559 2,518.87187 2,644.81546 2,777.05624 2,915.90905 Tourism Coordinator Monthly 5,197.67211 5,457.55572 5,730.43350 6,016.95518 6,317.80293 Fleet Mechanic Annual 62,372.06532 65,490.66858 68,765.20201 72,203.46211 75,813.63522 Engineering Technician
Wastewater Plant Operator II
Information Technology Technician
PT24
Senior Public Safety Dispatcher NS 25 Hourly 31.96234 33.56046 35.23848 37.00041 38.85043 PT-NS25 Bi-weekly 2,556.98740 2,684.83677 2,819.07861 2,960.03254 3,108.03417 Monthly 5,540.13938 5,817.14634 6,108.00366 6,413.40385 6,734.07404 Annual 66,481.67251 69,805.75614 73,296.04394 76,960.84614 80,808.88845 Building Inspector I 25 Hourly 30.73623 32.27305 33.88670 35.58103 37.36008 PT25 Bi-weekly 2,458.89873 2,581.84367 2,710.93585 2,846.48264 2,988.80677 Monthly 5,327.61391 5,593.99461 5,873.69434 6,167.37906 6,475.74801 Annual 63,931.36695 67,127.93530 70,484.33206 74,008.54866 77,708.97610 Crime Analyst 26 Hourly 31.50464 33.07987 34.73387 36.47056 38.29409 Attachment 3
Packet Page 293

City of Pismo Beach
Salary Table
5% between steps
Effective July 4, 2022
Lead Water Systems Operator Bi-weekly 2,520.37120 2,646.38976 2,778.70924 2,917.64471 3,063.52694 PT26 Monthly 5,460.80426 5,733.84447 6,020.53670 6,321.56353 6,637.64171 Annual 65,529.65112 68,806.13368 72,246.44036 75,858.76238 79,651.70050 PT27 27 Hourly 32.29226 33.90687 35.60221 37.38232 39.25144 Bi-weekly 2,583.38048 2,712.54950 2,848.17698 2,990.58582 3,140.11512 Monthly 5,597.32437 5,877.19059 6,171.05011 6,479.60262 6,803.58275 Annual 67,167.89240 70,526.28702 74,052.60137 77,755.23144 81,642.99301 Recreation Supervisor 28 Hourly 33.09956 34.75454 36.49227 38.31688 40.23272 Regulatory Compliance Coordinator Bi-weekly 2,647.96499 2,780.36324 2,919.38140 3,065.35047 3,218.61799 Lead Wastewater Operator Monthly 5,737.25748 6,024.12035 6,325.32637 6,641.59269 6,973.67232 PT28 Annual 68,847.08971 72,289.44420 75,903.91641 79,699.11223 83,684.06784 Assistant Planner 29 Hourly 33.92705 35.62340 37.40457 39.27480 41.23854 Building Inspector II Bi-weekly 2,714.16411 2,849.87232 2,992.36594 3,141.98423 3,299.08344 PT29 Monthly 5,880.68891 6,174.72336 6,483.45953 6,807.63250 7,148.01413 Annual 70,568.26695 74,096.68030 77,801.51432 81,691.59003 85,776.16953 Parking Operations Supervisor 30 Hourly 34.77523 36.51399 38.33969 40.25667 42.26951 PT30 Bi-weekly 2,782.01822 2,921.11913 3,067.17508 3,220.53384 3,381.56053 Monthly 6,027.70614 6,329.09144 6,645.54601 6,977.82332 7,326.71448 Annual 72,332.47363 75,949.09731 79,746.55217 83,733.87978 87,920.57377 Police Support Services Supervisor NS 31 Hourly 37.06652 38.91985 40.86584 42.90913 45.05459 PT-NS31 Bi-weekly 2,965.32170 3,113.58778 3,269.26717 3,432.73053 3,604.36706 Monthly 6,424.86368 6,746.10686 7,083.41220 7,437.58281 7,809.46195 Annual 77,098.36412 80,953.28233 85,000.94644 89,250.99377 93,713.54346 Assistant Engineer 31 Hourly 35.64461 37.42684 39.29818 41.26309 43.32624 Management Analyst Bi-weekly 2,851.56867 2,994.14711 3,143.85446 3,301.04718 3,466.09954 PT31 Monthly 6,178.39879 6,487.31873 6,811.68466 7,152.26890 7,509.88234 Annual 74,140.78547 77,847.82474 81,740.21598 85,827.22678 90,118.58812 Associate Planner 32 Hourly 36.53572 38.36251 40.28064 42.29467 44.40940 PT32 Bi-weekly 2,922.85789 3,069.00078 3,222.45082 3,383.57336 3,552.75203 Monthly 6,332.85876 6,649.50170 6,981.97678 7,331.07562 7,697.62940 Annual 75,994.30511 79,794.02036 83,783.72138 87,972.90745 92,371.55282 Building Inspector/Plans Examiner 33 Hourly 37.44912 39.32157 41.28765 43.35203 45.51964 PT33 Bi-weekly 2,995.92934 3,145.72580 3,303.01209 3,468.16270 3,641.57083 Monthly 6,491.18023 6,815.73924 7,156.52620 7,514.35251 7,890.07014 Annual 77,894.16273 81,788.87087 85,878.31441 90,172.23013 94,680.84164 Police Officer SW 34 Hourly 39.14523 41.10249 43.15761 45.31549 47.58127 PT-SW34 Bi-weekly 3,131.61819 3,288.19910 3,452.60906 3,625.23951 3,806.50148 Monthly 6,785.17275 7,124.43139 7,480.65295 7,854.68560 8,247.41988 Annual 81,422.07298 85,493.17663 89,767.83546 94,256.22723 98,969.03859 Senior Management Analyst 34 Hourly 38.38534 40.30461 42.31984 44.43583 46.65763 PT34 Bi-weekly 3,070.82757 3,224.36895 3,385.58740 3,554.86676 3,732.61010 Monthly 6,653.45973 6,986.13272 7,335.43936 7,702.21132 8,087.32189 Annual 79,841.51680 83,833.59264 88,025.27227 92,426.53589 97,047.86268 PT35 35 Hourly 39.34498 41.31223 43.37784 45.54673 47.82407 Bi-weekly 3,147.59826 3,304.97817 3,470.22708 3,643.73843 3,825.92536 Monthly 6,819.79623 7,160.78604 7,518.82534 7,894.76661 8,289.50494 Annual 81,837.55472 85,929.43246 90,225.90408 94,737.19928 99,474.05925 Senior Planner 36 Hourly 40.32860 42.34503 44.46228 46.68540 49.01967 Accounting Supervisor Bi-weekly 3,226.28821 3,387.60263 3,556.98276 3,734.83189 3,921.57349 PT36 Monthly 6,990.29113 7,339.80569 7,706.79597 8,092.13577 8,496.74256 Annual 83,883.49359 88,077.66827 92,481.55168 97,105.62927 101,960.91073 PT37 37 Hourly 41.33682 43.40366 45.57384 47.85253 50.24516 Bi-weekly 3,306.94542 3,472.29269 3,645.90733 3,828.20269 4,019.61283 Monthly 7,165.04841 7,523.30083 7,899.46587 8,294.43917 8,709.16112 Annual 85,980.58093 90,279.60998 94,793.59047 99,533.27000 104,509.93350 Police Corporal SW 38 Hourly 43.20901 45.36946 47.63793 50.01982 52.52082 PT-SW38 Bi-weekly 3,456.72041 3,629.55643 3,811.03425 4,001.58596 4,201.66526 Monthly 7,489.56089 7,864.03893 8,257.24088 8,670.10292 9,103.60807 Annual 89,874.73063 94,368.46716 99,086.89052 104,041.23505 109,243.29680 Attachment 3
Packet Page 294

City of Pismo Beach
Salary Table
5% between steps
Effective July 4, 2022
PT38 38 Hourly 42.37024 44.48875 46.71319 49.04885 51.50129 Bi-weekly 3,389.61906 3,559.10001 3,737.05501 3,923.90776 4,120.10315 Monthly 7,344.17462 7,711.38335 8,096.95252 8,501.80015 8,926.89015 Annual 88,130.09545 92,536.60022 97,163.43024 102,021.60175 107,122.68183 PT39 39 Hourly 43.42949 45.60097 47.88102 50.27507 52.78882 Bi-weekly 3,474.35953 3,648.07751 3,830.48138 4,022.00545 4,223.10573 Monthly 7,527.77899 7,904.16794 8,299.37633 8,714.34515 9,150.06241 Annual 90,333.34784 94,850.01523 99,592.51599 104,572.14179 109,800.74888 Facilities Manager 40 Hourly 44.51523 46.74099 49.07804 51.53194 54.10854 PT40 Bi-weekly 3,561.21852 3,739.27945 3,926.24342 4,122.55559 4,328.68337 Monthly 7,715.97346 8,101.77213 8,506.86074 8,932.20378 9,378.81397 Annual 92,591.68153 97,221.26561 102,082.32889 107,186.44534 112,545.76760 Recreation Manager 41 Hourly 45.62811 47.90952 50.30499 52.82024 55.46126 PT41 Bi-weekly 3,650.24898 3,832.76143 4,024.39950 4,225.61948 4,436.90045 Monthly 7,908.87280 8,304.31644 8,719.53226 9,155.50887 9,613.28432 Annual 94,906.47357 99,651.79725 104,634.38711 109,866.10647 115,359.41179 Engineer 42 Hourly 46.76882 49.10726 51.56262 54.14075 56.84779 PT42 Bi-weekly 3,741.50521 3,928.58047 4,125.00949 4,331.25997 4,547.82296 Monthly 8,106.59462 8,511.92435 8,937.52057 9,384.39659 9,853.61642 Annual 97,279.13541 102,143.09218 107,250.24679 112,612.75913 118,243.39709

City Clerk 43 Hourly 47.93804 50.33494 52.85168 55.49427 58.26898 PT43 Bi-weekly 3,835.04284 4,026.79498 4,228.13473 4,439.54147 4,661.51854 Monthly 8,309.25948 8,724.72246 9,160.95858 9,619.00651 10,099.95683 Annual 99,711.11380 104,696.66949 109,931.50296 115,428.07811 121,199.48201 IT Manager 44 Hourly 49.13649 51.59331 54.17298 56.88163 59.72571 Human Resources Officer Bi-weekly 3,930.91891 4,127.46485 4,333.83810 4,550.53000 4,778.05650 PT44 Monthly 8,516.99097 8,942.84052 9,389.98254 9,859.48167 10,352.45576 Annual 102,203.89164 107,314.08622 112,679.79054 118,313.78006 124,229.46907 Police Sergeant SW 45 Hourly 51.36193 53.93003 56.62653 59.45786 62.43075 PT-SW45 Bi-weekly 4,108.95463 4,314.40237 4,530.12248 4,756.62861 4,994.46004 Monthly 8,902.73504 9,347.87179 9,815.26538 10,306.02865 10,821.33008 Annual 106,832.82049 112,174.46152 117,783.18459 123,672.34382 129,855.96101 PT45 45 Hourly 50.36490 52.88314 55.52730 58.30367 61.21885 Bi-weekly 4,029.19188 4,230.65148 4,442.18405 4,664.29325 4,897.50792 Monthly 8,729.91574 9,166.41153 9,624.73211 10,105.96871 10,611.26715 Annual 104,758.98893 109,996.93838 115,496.78530 121,271.62456 127,335.20579 Senior Engineer 46 Hourly 51.62402 54.20522 56.91548 59.76126 62.74932 Finance Manager Bi-weekly 4,129.92168 4,336.41776 4,553.23865 4,780.90058 5,019.94561 Planning Manager Monthly 8,948.16364 9,395.57182 9,865.35041 10,358.61793 10,876.54883 PT46 Annual 107,377.96366 112,746.86184 118,384.20493 124,303.41518 130,518.58594 PT47 47 Hourly 52.91462 55.56035 58.33837 61.25529 64.31805 Bi-weekly 4,233.16972 4,444.82821 4,667.06962 4,900.42310 5,145.44425 Monthly 9,171.86773 9,630.46112 10,111.98417 10,617.58338 11,148.46255 Annual 110,062.41275 115,565.53339 121,343.81005 127,411.00056 133,781.55059 Building Official 48 Hourly 54.23749 56.94936 59.79683 62.78667 65.92600 Utilities Manager Bi-weekly 4,338.99896 4,555.94891 4,783.74636 5,022.93368 5,274.08036 PT48 Monthly 9,401.16442 9,871.22264 10,364.78378 10,883.02296 11,427.17411 Annual 112,813.97307 118,454.67172 124,377.40531 130,596.27557 137,126.08935 PT49 49 Hourly 55.59342 58.37310 61.29175 64.35634 67.57415 Bi-weekly 4,447.47394 4,669.84764 4,903.34002 5,148.50702 5,405.93237 Monthly 9,636.19353 10,118.00321 10,623.90337 11,155.09854 11,712.85347 Annual 115,634.32239 121,416.03851 127,486.84044 133,861.18246 140,554.24158 PT50 50 Hourly 56.98326 59.83242 62.82404 65.96525 69.26351 Bi-weekly 4,558.66079 4,786.59383 5,025.92352 5,277.21969 5,541.08068 Monthly 9,877.09837 10,370.95329 10,889.50095 11,433.97600 12,005.67480 Annual 118,525.18045 124,451.43948 130,674.01145 137,207.71202 144,068.09762 PT51 51 Hourly 58.40784 61.32823 64.39465 67.61438 70.99510 Bi-weekly 4,672.62731 4,906.25867 5,151.57161 5,409.15019 5,679.60769 Attachment 3
Packet Page 295

City of Pismo Beach
Salary Table
5% between steps
Effective July 4, 2022
Monthly 10,124.02583 10,630.22712 11,161.73848 11,719.82540 12,305.81667 Annual 121,488.30996 127,562.72546 133,940.86174 140,637.90482 147,669.80006 PT52 52 Hourly 59.86804 62.86144 66.00451 69.30474 72.76997 Bi-weekly 4,789.44299 5,028.91514 5,280.36090 5,544.37894 5,821.59789 Monthly 10,377.12648 10,895.98280 11,440.78194 12,012.82104 12,613.46209 Annual 124,525.51771 130,751.79360 137,289.38328 144,153.85244 151,361.54507 PT53 53 Hourly 61.36474 64.43298 67.65462 71.03736 74.58922 Bi-weekly 4,909.17906 5,154.63802 5,412.36992 5,682.98841 5,967.13783 Monthly 10,636.55464 11,168.38237 11,726.80149 12,313.14156 12,928.79864 Annual 127,638.65566 134,020.58844 140,721.61786 147,757.69875 155,145.58369 Police Commander 54 Hourly 62.89886 66.04380 69.34599 72.81329 76.45395 Tourism and Events Director Bi-weekly 5,031.90854 5,283.50397 5,547.67917 5,825.06312 6,116.31628 PT54 Monthly 10,902.46850 11,447.59193 12,019.97153 12,620.97010 13,252.01861 Annual 130,829.62205 137,371.10315 144,239.65831 151,451.64122 159,024.22328 PT55 55 Hourly 64.47133 67.69489 71.07964 74.63362 78.36530 Bi-weekly 5,157.70625 5,415.59157 5,686.37114 5,970.68970 6,269.22419 Monthly 11,175.03022 11,733.78173 12,320.47081 12,936.49435 13,583.31907 Annual 134,100.36260 140,805.38073 147,845.64977 155,237.93225 162,999.82887 PT56 56 Hourly 66.08311 69.38727 72.85663 76.49946 80.32443 Bi-weekly 5,286.64891 5,550.98136 5,828.53042 6,119.95694 6,425.95479 Monthly 11,454.40597 12,027.12627 12,628.48258 13,259.90671 13,922.90205 Annual 137,452.87166 144,325.51525 151,541.79101 159,118.88056 167,074.82459 PT57 57 Hourly 67.73519 71.12195 74.67805 78.41195 82.33255 Bi-weekly 5,418.81513 5,689.75589 5,974.24368 6,272.95587 6,586.60366 Monthly 11,740.76612 12,327.80443 12,944.19465 13,591.40438 14,270.97460 Annual 140,889.19346 147,933.65313 155,330.33578 163,096.85257 171,251.69520 PT58 58 Hourly 69.42857 72.90000 76.54500 80.37225 84.39086 Bi-weekly 5,554.28551 5,831.99979 6,123.59978 6,429.77976 6,751.26875 Monthly 12,034.28527 12,635.99954 13,267.79951 13,931.18949 14,627.74897 Annual 144,411.42329 151,631.99446 159,213.59418 167,174.27389 175,532.98758 PT59 59 Hourly 71.16428 74.72250 78.45862 82.38155 86.50063 Bi-weekly 5,693.14265 5,977.79978 6,276.68977 6,590.52426 6,920.05047 Monthly 12,335.14241 12,951.89953 13,599.49450 14,279.46923 14,993.44269 Annual 148,021.70887 155,422.79432 163,193.93403 171,353.63074 179,921.31227 PT60 60 Hourly 72.94339 76.59056 80.42009 84.44109 88.66315 Bi-weekly 5,835.47122 6,127.24478 6,433.60701 6,755.28737 7,093.05173 Monthly 12,643.52097 13,275.69701 13,939.48187 14,636.45596 15,368.27876 Annual 151,722.25160 159,308.36418 167,273.78238 175,637.47150 184,419.34508 Community Development Director 61 Hourly 74.76697 78.50532 82.43059 86.55212 90.87973 Administrative Services Director Bi-weekly 5,981.35800 6,280.42590 6,594.44719 6,924.16955 7,270.37803 Management Services Director Monthly 12,959.60899 13,607.58944 14,287.96891 15,002.36736 15,752.48573 Assistant City Manager Annual 155,515.30789 163,291.07328 171,455.62694 180,028.40829 189,029.82871 PT61
PT62 62 Hourly 76.63615 80.46796 84.49135 88.71592 93.15172 Bi-weekly 6,130.89195 6,437.43654 6,759.30837 7,097.27379 7,452.13748 Monthly 13,283.59922 13,947.77918 14,645.16813 15,377.42654 16,146.29787 Annual 159,403.19058 167,373.35011 175,742.01762 184,529.11850 193,755.57442 Dir of Public Works/City Engineer 63 Hourly 78.55205 82.47966 86.60364 90.93382 95.48051 PT63 Bi-weekly 6,284.16424 6,598.37246 6,928.29108 7,274.70563 7,638.44091 Monthly 13,615.68920 14,296.47366 15,011.29734 15,761.86221 16,549.95532 Annual 163,388.27035 171,557.68387 180,135.56806 189,142.34646 198,599.46378 Police Chief 64 Hourly 80.51585 84.54165 88.76873 93.20717 97.86752 PT64 Bi-weekly 6,441.26835 6,763.33177 7,101.49836 7,456.57327 7,829.40194 Monthly 13,956.08143 14,653.88550 15,386.57977 16,155.90876 16,963.70420 Annual 167,472.97711 175,846.62596 184,638.95726 193,870.90512 203,564.45038 City Manager 72 Hourly 98.10075 103.00579 108.15608 113.56388 119.24208 Bi-weekly 7,848.06002 8,240.46302 8,652.48617 9,085.11048 9,539.36601 Monthly 17,004.13005 17,854.33655 18,747.05338 19,684.40605 20,668.62635 Annual 204,049.56056 214,252.03859 224,964.64052 236,212.87254 248,023.51617 Attachment 3
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PISMO BEACH COUNCIL AGENDA REPORT
Agenda Item 12.F

SUBJECT/TITLE:

REVIEW OF COUNCIL EXPENSE REIMBURSEMENT AND COMPENSATION

PRACTICES

RECOMMENDATION:

Receive a report on the City’s practices with respect to expense reimbursement and compensation for City Council Members, and provide direction if desired.

BACKGROUND:

At the February 1, 2022 City Council meeting, there was consensus among a majority of the Council to direct staff to return with an agenda item allowing for the discussion of the City’s expense reimbursement and compensation practices for City Council Members.

These topics are discussed individually below.

Expense Reimbursement
Expense reimbursement practices for public officials are primarily regulated by Government Code Sections 25008, 36514.5, and 53232 et seq. (provisions enacted in 2005 by AB 1234, a bill that is widely known for also establishing an ethics training requirement for City Council Members and other officials).

These laws stipulate that Council Members and Advisory Body Members may only receive expense reimbursement for “actual and necessary” expenses incurred in the course of their duties, and only as documented by expense report forms and/or accompanying receipts, which generally precludes such payments being made on a proactive or estimated basis. Any practice of proactive or estimated payments for expenses would constitute additional compensation (salary) to the official, which is generally prohibited by state laws that limit such compensation, as discussed in the following section.

These laws also stipulate that a local agency must publicly adopt a written policy detailing its expense reimbursement practices for elected and appointed legislative body members, including which types of expenses or activities are reimbursable.

Purchasing Policy / Travel and Meal Expenses
The City’s Purchasing Policy was amended on March 5, 2019 by Resolution R-2019-021 to reflect the provisions of AB 1234 with respect to Council Member and Advisory Body Member travel and meal reimbursements.

The provisions of the Policy that relate specifically to the City Council and Advisory Body Members are summarized as follows:

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 Council Members who wish to be reimbursed for travel-related meals and incidental expenses may do so up to the maximum federal per diem rate for each city and state where the related travel occurs.
 With respect to lodging, the City will pay for “the most reasonable priced accommodations available consistent with the purpose and goals of the travel” at the actual cost for official City business that requires an overnight stay.  If a Council Member wants to seek reimbursement for levels of expenses not otherwise authorized under the City’s reimbursement policy, then they may seek prior approval for such reimbursement from the City Manager (before incurring the expense), but is considered taxable as wages for the Council Member.  Council Members must use expense report forms and provide accompanying receipts to substantiate the charges.
 The above documentation is public record.

Other Expense Reimbursement
AB 1234 requires public agencies wishing to offer expense reimbursements to its elected and appointed officials to adopt a policy stipulating which expenses the agency considers to be reimbursable, and the maximum amounts therefor. As such it is necessary for the City to have a written policy setting the reimbursement amounts for telephone service, internet service, and “miscellaneous” expenses unrelated to travel. Staff is preparing an update to the City’s Purchasing Policy that will formally memorialize the existing reimbursable expenses as follows, which will be returned to the Council in the near future:
 Telephone service costs of up to $55 per month
 Internet service costs of up to $40 per month
 Miscellaneous expenses (mileage, office supplies, etc.) of up to $150 per month

Discussion of Compensation Options for Consideration
Due to the limitations set forth in the Government Code on the manner in which elected officials may be reimbursed for their expenses, staff has not identified any viable alternatives to the City’s current practices with respect to travel and meal expenses. With respect to expenses not related to travel, should the Council wish to continue to be eligible for reimbursement of certain expenses such as internet and phone service costs, the only viable course of action identified by staff is the previously discussed adoption of updates to the Purchasing Policy stipulating the nature and amounts of such reimbursements.

With respect to mileage expenses specifically, the California Attorney General has rendered an opinion that the payment of an allowance (i.e. a proactively paid stipend) to Council Members for the costs of vehicle travel associated with the performance of official duties is a permissible exception to the general rule under AB 1234 that expenses may only be reimbursed retroactively. As such, the Council could direct staff to explore this possibility for vehicle costs and return with a related policy item, which would involve the execution of a contract by each Member wishing to receive reimbursement, as provided by Government Code Section 1223, along with a comporting revision to the Purchasing Policy.

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Compensation (Salary)
Compensation for City Council Members is regulated by Government Code Section 36516 et seq., which provides that Council Member salary may be increased in an amount not to exceed 5% per calendar year from the effective date of the prior salary increase.

The increase is not a compounded year-over-year increase based on what could have been established each year, but a simple per-year increase based on the last-established salary amount.

The Council last considered its members’ compensation in March 2018, at which time the Council opted to pursue the maximum compensation increase allowed by law. Ordinance O-2018-005 was adopted on March 20, 2018, and a 50% salary increase, from $514.80 to $772.20 per month for Council Members, became effective following the certification of the 2018 election results. Government Code Section 36516.5 states that a change in compensation does not apply to a Council Member during the Council Member’s term of office, so any changes become effective only after the next election for Council Members.

The additional Mayoral compensation of $300 per month remained unchanged, for a total of $1,072.20 per month for the Mayor.

Options for Direction
Pursuant to Government Code Section 36516(a)(4), at this time the City Council could opt to direct staff to prepare an ordinance that would enact a further increase in compensation of up to 20%, or an additional $154.44, for a total of up to $926.64 per month (a 5%-per-year increase since the last increase 2018). If the Council were ultimately to adopt such an ordinance prior to the 2022 general election, the increase would become effective for all members following the certification of the election results.

The Council could also opt to provide direction to staff on Mayoral compensation, which is discussed further below.

Table 1 shows monthly Council Member salaries adopted by other cities in the county.

Table 1. Current Council and Mayor Salaries in Nearby Cities

City Council
Salary (a)
Add'l Mayor
Salary (b)
Mayor Salary
(total) (a+b=c)
Atascadero $600.00 $150.00 $750.00
Paso Robles $600.00 $200.00 $800.00
Arroyo Grande $648.00 $150.00 $798.00
Grover Beach1 $720.00 $180.00 $900.00
Pismo Beach $772.20 $300.00 $1072.20
Morro Bay2 $1,000.00 $400.00 $1,400.00
San Luis Obispo3 $1,990.00 $518.00 $2,508.00

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Notes on figures shown in Table 1:

1. Projected Grover Beach compensation of $720 for Council Members and $900 for Mayor is expected to be adopted by ordinance in 2022 and become effective after the 2022 election. Current salary is $600 for Council and $750 for Mayor.

2. Morro Bay compensation of $1,000 for Council Members and $1,400 for Mayor has been adopted by ordinance and will be effective after the 2022 election.

Current salary is $500 for Council and $700 for Mayor.

3. San Luis Obispo is a charter city and is not bound by the same salary limitations as general law cities such as Pismo Beach, which may explain the relatively higher salary amount for that city.

Table 2 shows various options for salary amount increases for Pismo Beach, along with a comparative analysis to other cities' Council salaries. These figures assume that additional Mayor compensation of $300 remains unchanged (see next section for discussion) and assumes the implementation of projected increases in Grover Beach. As noted above, in accordance with California Attorney General opinion 06-504, the 5- percent-per-year increase is not compounded when calculating multi-year increases.

Table 2. Analysis of Potential Salary Increase Amounts1 2

Increase
from
Current
Council
Member
Salary
Mayor Salary
(total)
Compared to
Median
(Council)
Compared to
Average
(Council)
Rank
1 = highest
7 = lowest
(Council)
0% $772.20 $1,072.20 +$52.20 -$132.11 3
5% $810.81 $1,110.81 +$90.81 -$93.50 3
10% $849.42 $1,149.42 +$129.42 -$54.89 3
15% $888.03 $1,188.03 +$168.03 -$16.28 3
20% (max) $926.64 $1,226.64 +$206.64 +$22.33 3

Additional Mayor Compensation
In addition to salary received as a Council Member, Government Code Section 36516.1 provides the Mayor may receive additional compensation as established by Council ordinance. The amount of this compensation is not regulated by Government Code, and an increase may be enacted at any time, including mid-term of office.

In accordance with Municipal Code Section 2.04.020B., the Mayor presently receives an additional $300 in compensation per month, bringing the salary total for the position to $1,072.20 per month. This additional Mayoral compensation is the third-highest amount countywide (behind San Luis Obispo and Morro Bay). The Council may choose to leave the Mayor compensation amount unchanged, or it may direct an increase or decrease to the amount. If Council wishes to increase or decrease the amount, staff recommends that the change be made concurrent with any amendment to Council compensation that the

1 2 See Notes on Table 1.

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Council may wish to make. Additional Mayor compensation amounts adopted by other cities are shown in Table 1.

Conclusion and Recommendation
With respect to reimbursements for expenses not related to travel, staff is preparing an update to the Purchasing Policy that will formally establish a policy stipulating reimbursable expenses for Council Members, in amounts that meet with current reimbursement practices:
Telephone service costs of up to $55 per month
Internet service costs of up to $40 per month
Miscellaneous expenses (mileage, office supplies, constituent meetings, etc.) of up to $150 per month.

The Council may provide direction as to the above reimbursement amounts at this juncture. The Council may also direct staff to return with a policy item relating to the establishment of a vehicle allowance, which would involve the execution of a contract by each Member wishing to receive reimbursement, along with a comporting revision to the Purchasing Policy.

With respect to compensation (monthly salary), the Council may opt to direct staff to return with further information about a potential compensation increase, including preparation of an ordinance to implement such an increase, or take no action.

FISCAL IMPACT:

There is no fiscal impact associated with this discussion item. Any fiscal impact associated with related updates to the Purchasing Policy will be discussed in that report.

Should the Council direct staff to prepare an ordinance relating to Council compensation, the full fiscal impact would be analyzed at that time.

ALTERNATIVES:

1. As outlined in the above report.

ATTACHMENTS:

None
Prepared by: Meeting Date: June 21, 2022
Erica Inderlied, City Clerk
Submitted by: Jorge Garcia, Assistant City Manager
City Manager Approval:

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PISMO BEACH COUNCIL AGENDA REPORT
Agenda Item #12.G
SUBJECT/TITLE:

AGREEMENT WITH AMPSURF FOR THE TITLE SPONSORSHIP OF THE 2022 ISA WORLD PARA SURFING CHAMPIONSHIP
RECOMMENDATION:

Adopt a Resolution authorizing the City Manager to enter into an agreement with the Association of Amputee Surfers for the Title Sponsorship of the 2022 ISA World Para Surfing Championships, in an amount not to exceed $175,400, and appropriating related budget adjustments in Fiscal Year 2023.

BACKGROUND:

Surfing is one of the major themes of the City’s “Classic California” branding strategy. To support this brand in the past, the City has sponsored several surfing competitions including Billabong’s “Still Frothy” and the Pismo Beach Open hosted by the World Surfing League. Due to the marketing success of and the enjoyment from spectators at previous athletic events held in Pismo Beach, the City has been looking for another “off season” major event to sponsor that would support the brand and be enjoyable for residents to experience.

With that goal in mind, in 2021, the City partnered with the Association of Amputee Surfers (AmpSurf) to act as the Title Sponsor of the 2021 International Surfing Association World Para Surfing Championships (ISA WPSC), an arrangement which offered the City an excellent marketing opportunity, created minimal additional workload for staff, and generated revenue in the form of sales tax and Transient Occupancy Tax, while providing a low-impact event for the City’s residents to enjoy. Considering the success of the 2021 event, staff now recommends that the City Council authorize the hosting of the event, including providing funding for the Title Sponsorship, again in 2022.

First Pismo Beach ISA World Para Surfing Championship Hosted by AmpSurf 2021 The International Surfing Association (ISA) has taken an active role in the development and advancement of Para Surfing to create a global platform for universal access to the sport and enable Para Surfers the opportunity to achieve sporting excellence and inspire others. Since 2015, the ISA has hosted the ISA World Para (Adaptive) Surfing Championship, and each have been the largest international Adaptive Surfing World Championship to date. The 2015 Adaptive Surfing Championship included 69 competitors from 18 nations and in 2018 the event featured 120 athletes from 24 nations. This world championship has created a stage for surfers with disabilities to display their talents in world-class competition.

The Association of Amputee Surfers (AmpSurf), a 501(c)(3) non-profit organization established to Promote, Inspire, Educate, and Rehabilitate (PIER) all people with disabilities and their families through Adaptive Surf Therapy and other outdoor activities, is an organization the City has long enjoyed a positive relationship with. AmpSurf Council Agenda 6-21-2022 12.G-1
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contacted the City in early 2021 about an opportunity for the City of Pismo Beach to be the Title Sponsor of the 2021 International Surfing Association World Para Surfing Championships (ISA WPSC), and staff obtained the City Council’s approval to provide the necessary funding.

On December 4–12, 2021, the first Pismo Beach ISA World Para Surfing Championship Hosted by AmpSurf was held in Pismo Beach. The event brought in 24 international teams, 134 athletes, and 175 support staff lodging rooms per night. The event ran for 10 nights. Overall, the event was a big success.

Benefit to the City from First Pismo Beach ISA World Para Surfing Championship The title sponsorship afforded the City many benefits, including:

 World-class marketing opportunity for Pismo Beach
 Off-season 14-day event
 Advancing the Classic California Brand
 Low impact on the City of Pismo Beach and City staff
 Fun event for the residents to come watch
 Support Destination Management Strategy of Equity Diversity and Inclusion  Support from Conference and Visitors Bureau Board, Pismo Beach Hospitality Association, and Chamber of Commerce
 Supports sales tax revenues in the downtown during holidays  Announcement of possible Para Surfing in LA 2028 Para Olympics

Economic Return from First Pismo Beach ISA World Para Surfing Championship The financial results were impressive, generating over an additional one million dollars in lodging revenue compared to 2019 and 2020. Financial results were determined using same-day year-over-year comparisons using Smith Travel Research Inc. (STR) research information. 2019 was used as the base year for comparison due to it being before the COVID-19 pandemic began. In Table 2 below, Citywide Rooms Revenue represents gross room revenue for all properties that report to STR; Transient Occupancy Tax (TOT) represents the tax collected on the room revenue; LBID represents Lodging Business Improvement District (LBID) Assessment revenues at 1% of gross rent; and LBID 2 represents the LBID 1% assessment for physical improvements. The results show that an LBID offseason investment of $129,000 produced a sizeable $141,879 in TOT, LBID and LBID2 assessments to the City. These results show that having the Pismo Beach ISA World Para Surfing Championships provided a return on investment on top of the benefits to the City listed above.

Table 1: First Pismo Beach ISA World Para Surfing Championship Investment

Description Amount
Title Sponsor $75,000
Marketing 25,000
ISA Rooms 29,000
Total $129,000
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Table 2: First Pismo Beach ISA World Para Surfing Championship Return on Investment

2021 2020 2019 2021 vs
2019
Citywide Rooms
Revenue $1,970,723 $809,588 $952,626 $1,018,097
TOT $216,779 $80,958 $95,262 $121,517
LBID $19,707 $8,095 $9,526 $10,181
LBID 2 $19,707 $8,095 $9,526 $10,181
Total $256,193 $97,148 $114,314 $141,879

Proposed Second Pismo Beach ISA World Para Surfing Championship Based on the positive exposure of Pismo Beach to the surfing community, the marketing benefits of an international audience that fits with the City’s vision to provide a world-class destination, and the economic return plus future projected returns from this exposure, Pismo Beach staff entertained discussions for another ISA World Para Surfing Championship event.

In April 2022, AmpSurf completed negotiations with ISA to hold the ISA World Para Surfing Championships in Pismo Beach once again. AmpSurf has met with staff and again asked if Pismo Beach would like to participate as the Title Sponsor for the event to be held in Pismo Beach from November 30 to December 14, 2022. The upcoming event is scheduled to have 40 international teams, 200 athletes, 200 support staff and 35 ISA representatives. This date is a time of year where lodging properties and City staff have capacity and there are no other major events in the City. This adds 6 additional nights as compared to 2021 and adds additional rooms, creating greater revenue from each team and participants.

On May 8, 2022 staff sent to all lodging properties a request for proposals (RFP) for AmpSurf the Host Sponsor. The RFP sought two types of proposals: the first for accommodating the International Surfing Association, and the second for accommodating international teams and participants who would be attending, in accordance with particular requirements.

On May 20, 2022, AmpSurf received the lodging properties’ proposals and selected the ISA hotel, Inn at the Pier, and hotels that will offer rooms for the teams and participants.

Proposed Agreement with AmpSurf
An agreement has been drafted (Attachment 1.A) that outlines the City’s support for the event and the financial commitments of the City. The agreement will also stipulate the Council Agenda 6-21-2022 12.G-3
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benefit and exposure the City gets from hosting the event. Specifically, the City will agree to pay AmpSurf up to $175,400, including:
 $75,000 as a pass-through payment which AmpSurf will pay to ISA for the title sponsorship. ISA uses the title sponsorship money to staff 35 employees, provide judging, purchase trophies, coordinate the competition brackets, provide announcers, stream video, and sanction the event. This payment would be made in one payment upon execution of this agreement.
 $25,000 for additional marketing services payable to AmpSurf upon receipt of invoice directly from AmpSurf to support costs for production of a livestream webcast of the event as well as global marketing and media campaigns on endemic media including Surfline, Magicseaweed, and the Inertia.
 $25,000 to AmpSurf to coordinate the entire 14-day event. This includes:

1. Working directly with the ISA following all contractual requirements to sanction the event

2. Running Clinics for Para Surfing participants

3. Coordination of ISA and International team and participant rooms

4. Organizing and training 300 volunteers

5. Holding local organizing meeting with City Special Events Committee staff and downtown merchants

6. Hiring and training of two event coordinators

7. Set-up and ordering of all tents, staging, sound, projection seating,

8. Breakdown of the event

9. Obtaining vendors

10. Organizing opening and closing ceremonies, and

11. Providing Adaptive Surf Therapy services.

 Up to $50,400 of in-kind support, including the City providing direct support to the host hotel for hotel accommodations.

The total compensation, including the value of in-kind services, shall not exceed $175,400. The Lodging Business Improvement District (LBID) / Conference & Visitors Bureau Advisory Board and the Pismo Beach Hospitality Association unanimously endorsed the event using LBID Fund available fund balance to support the event.

Projected Benefit to the City of a Second Proposed Title Sponsorship The potential of having the event back in 2022 creates more exposure for Pismo Beach as a world-class surfing destination. During 2021, the COVID-19 pandemic had limited the number of international competitors that could travel to the US compete. The second proposed event will have up to 40 International teams as compared to 30 in 2021. This will not only increase the size of the event but will help for marketing to drive increased lodging to the City during the off-season leading up to Christmas. The event will provide all of the benefits that were enjoyed in 2021 with the addition of the event being six additional nights. This is an extra week of over 500 rooms per night during the off season.

This event, once recognized as a Para Olympic entry into the 2028 Olympics in Los Angeles, will create world recognition. The City is in competition for this event with Australia and El Salvador. The City will not only be using the $25,000 for marketing on Council Agenda 6-21-2022 12.G-4
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the surfing channels required by ISA but will be building its winter campaign around the event, bringing in visitors from outside the 4-hour driving radius and building awareness of Pismo Beach throughout the US and the world.

Projected Economic Return to the City of a Second Title Sponsorship In order to determine the projected economic return to the City of a second proposed Pismo Beach ISA World Para Surfing Championship, the City used 2019 as its base year.

By doing so staff can make a comparable return on investment to 2021. Staff is expecting that the City’s lodging businesses will once again increase rooms sold and increase overall rooms revenue over both 2019 and over last year’s event in 2021. The reason for this increase is the additional nightly rooms revenue due to the event being extended for six nights. The City will also have an additional two months to advertise the event due to an earlier contract agreement as compared to 2021. The results below were created by taking the results for 2021 and adding the additional rooms revenue that would be generated due to the increase in team rooms and participants and the additional room nights. Overall, the investment for the 2022 Pismo Beach ISA World Para Surfing Championship will be $175,400. This is up $46,400 more than 2021 due to additional rooms for the ISA to stay an additional six nights and to hire Amp Surf as the event coordinator. For this additional investment the 2022 event is proposed to generate an additional $1,618,074 over year 2019 and $599,977 over 2021. When looking at the total return on investment of $ 219,877 from TOT, LBID and LBID2, this demonstrates that this is a good financial investment, on top of the other projected benefits listed above.

Table 3: Proposed Second Pismo Beach ISA World Para Surfing Championship Investment

Description Amount
Title Sponsor (pass-through Payment to ISA) $75,000
Marketing 25,000
Administration of Event 25,000
In-kind support to Host Hotel 50,400
Total $175,400

Table 4: Proposed Second Pismo Beach ISA World Para Surfing Championship Return on Investment

2022 2021 2020 2019 2022 vs 2019
Citywide
Rooms
Revenue
$2,570,700 $1,970,723 $809,588 $952,626 $1,618,074
TOT 282,777 $216,779 $80,958 $95,262 $187,515
LBID 25,707 $19,707 $8,095 $9,526 $16,181
LBID 2 25,707 $19,707 $8,095 $9,526 $16,181
Total $334,191 $256,194 $97,149 $114,315 $219,877

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Conclusion and Recommendation
Staff recommends the City Council adopt a resolution (Attachment 1) to authorize the City Manager to enter into an agreement with AmpSurf for the Title Sponsorship of the ISA World Para Surfing Championship hosted by AmpSurf, in an amount not to exceed $175,400, and appropriating related budget adjustments in FY 2023.

FISCAL IMPACT:

The fiscal impact of approving the attached resolution is $175,400, including $125,000 of direct support to AmpSurf and $50,400 of support to the host hotel.

The $125,000 of direct support includes $75,000 for the Title Sponsorship, $25,000 for Marketing Contributions to offset costs for production of a livestream webcast of the event as well as global marketing and media campaigns on endemic media including Surfline, Magicseaweed, and the Inertia and $25,000 paid to AmpSurf for additional management and coordination services.

The $50,400 of in-kind support to AmpSurf includes support for lodging accommodations.

The City will pay $50,400 directly from the City to the host hotel.

Staff recommends that Council appropriate $175,400 in the LBID fund contributions account to support this agreement from the LBID Fund available fund balance in FY 2023.

The LBID Fund has sufficient funds to support this event.

ALTERNATIVES:

1. Do not approve the agreement.

ATTACHMENTS:

1. Resolution

1.A Exhibit A to Resolution: ISA Agreement
Submitted by: Meeting Date: June 21, 2022
Gordon Jackson, Director of Tourism and Events
City Manager Approval:

Council Agenda 6-21-2022 12.G-6
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RESOLUTION NO. R-2022-XXX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PISMO BEACH,

CALIFORNIA AUTHORIZING THE CITY MANAGER TO ENTER INTO AN

AGREEMENT WITH THE ASSOCIATION OF AMPUTEE SURFERS FOR THE TITLE

SPONSORSHIP OF THE ISA WORLD PARA SURFING CHAMPIONSHIPS, IN AN AMOUNT NOT TO EXCEED $175,400, AND APPROPRIATING RELATED BUDGET ADJUSTMENTS IN FISCAL YEAR 2023
WHEREAS, the City of Pismo Beach and the Association of Amputee Surfers (AmpSurf) partnered successfully to have the 2021 ISA World Para Surfing Championship hosted in Pismo Beach and to have the City act as the Title Sponsor for the event; and WHEREAS, in consideration of the success of the previous event, staff recommends that the City host, and act as the Title Sponsor of, the 2022 ISA World Para Surfing Championship, which is projected to bring even greater revenue; and WHEREAS, the Special Events Committee has reviewed the event and determined that it meets the criteria of being held in the events offseason, supporting the City’s brand, having a low impact on residents, and not overburdening City staff; and WHEREAS, the Lodging Business Improvement District (LBID)/ Conference & Visitors Bureau Advisory Board and the Pismo Beach Hospitality Association unanimously endorsed the event using LBID Fund available fund balance to support the event.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Pismo Beach hereby authorizes the City Manager to enter into an agreement with the Association of Amputee Surfers (AmpSurf) for the Title Sponsorship of the ISA World Para Surfing Championships (Exhibit A), for an amount not to exceed $175,400.

BE IT FURTHER RESOLVED that the City Council of the City of Pismo Beach hereby appropriates $175,400 in the LBID Fund contributions account to support this agreement using LBID Fund available fund balance in Fiscal Year 2023.

UPON MOTION OF Council Member , seconded by Council Member , the foregoing resolution was adopted by the City Council of the City of Pismo Beach this 21st day of June 2022, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

RECUSED:

Council Agenda 6-21-2022 12.G-7
Attachment 1
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Approved: Attest:
________________________ ________________________
Ed Waage, Mayor Erica Inderlied, City Clerk
Council Agenda 6-21-2022 12.G-8
Attachment 1
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Pismo Beach City CouncilJune 21, 2022

Pismo Beach City Council
June 21, 2022