Agenda Packet — Redding City Council, January 18, 2022 (part 2 of 4)

GASB Statement No. 90
In October 2021, GASB issued Statement No. 98, The Annual Comprehensive Financial Report, to establish the term annual comprehensive financial report and its acronym ACFR. That new term and acronym replace instances of comprehensive annual financial report and its acronym in generally accepted accounting principles for state and local governments. Application of this statement was to qualitative information in the report and did not have a material effect on the City’s financial statements for the fiscal year ending June 30, 2021.

We noted no transactions entered into by the City during the year for which there is a lack of authoritative guidance or consensus. All significant transactions have been recognized in the financial statements in the proper period.

Accounting Estimates
Accounting estimates are an integral part of the financial statements prepared by management and are based on management’s knowledge and experience about past and current events and assumptions about future events. Certain accounting estimates are particularly sensitive because of their significance to the financial statements and because of the possibility that future events affecting them may differ significantly from those expected. The most sensitive estimates affecting the City’s financial statements were:
 Investments are reported using GASB Statement No. 72, Fair Value Measurement and Application, this statement defines fair value, establishes a framework for measuring fair value and establishes disclosures about fair value measurement. Investments, unless otherwise specified, are recorded at fair value in the Statements of Net Position and are categorized based upon the level of judgment associated with the inputs used to measure their fair value. Levels of inputs are as follows:
 Level 1 – Inputs are unadjusted, quoted prices for identical assets and liabilities in active markets at the measurement date.
 Level 2 – Inputs, other than quoted prices included in Level 1, that are observable for the assets or liabilities through corroboration with market data at the measurement date.  Level 3 – Unobservable inputs that reflect management’s best estimate of what market participants would use in pricing the assets or liabilities at the measurement date.  Management’s estimate of the investment fair market value is based on information provided by the State of California for the City’s investment in Local Agency Investment Fund, and based on market price provided by US Bank, the trustee for investments in Medium Term Corporate Notes, Federal Agency Bonds, and Mutual Funds.

 Management’s estimate of the depreciation on capital assets is based on the industry standard and past experience on actual useful life of the asset groups.
.
 Management’s estimate of the net OPEB and the net pension liabilities is based on the actuarial valuations for each Plan of total pension/OPEB liability and is based on audited financial statements on fiduciary net position for the CalPERS plans and the PARS Plan. CalPERS issues publicly available reports that include a full description of the pension plans regarding benefit provisions, assumptions and membership information that can be found on the CalPERS website.

As part of our audit, we evaluated the key factors and assumptions used to develop the accounting estimates described above and in determining that it is reasonable in relation to the financial statements taken as a whole.

Packet Pg. 398 Attachment: City of Redding ACFR _AU-C 260 Letter 2021_FINAL (available online) (9B--Reports from Independent Auditors for the year ended To the Honorable Mayor and Members of the City Council
of the City of Redding
Redding, California

Page 3 ends

Certain financial statement disclosures are particularly sensitive because of their significance to financial statement users.

The most sensitive disclosures affecting the financial statements were:
 Note 1 – Summary of Significant Accounting Policies
 Note 9 – Long-Term Debt – 2020 Wastewater Revenue Bonds, Series A (Refunding)  Note 14 – Joint Ventures
 Note 17 – Retirement Plans
 Note 18 – Other Postemployment Healthcare Benefits
 Note 19 – Commitments and Contingencies
 Note 23 – American Rescue Plan Act
The financial statement disclosures are neutral, consistent, and clear.

Difficulties Encountered in Performing the Audit
We encountered no significant difficulties in dealing with management in performing and completing our audit.

Corrected and Uncorrected Misstatements
Professional standards require us to accumulate all known and likely misstatements identified during the audit, other than those that are clearly trivial, and communicate them to the appropriate level of management. There were no misstatements identified during our audit that management had to correct and none of the misstatements detected as a result of audit procedures were material, either individually or in the aggregate, to each opinion unit’s financial statements taken as a whole.

Disagreements with Management
For purposes of this letter, a disagreement with management is a financial accounting, reporting, or auditing matter, whether or not resolved to our satisfaction, that could be significant to the financial statements or the auditor’s report.

We are pleased to report that no such disagreements arose during the course of our audit.

Management Representations
We have requested certain representations from management that are communicated to us in the management representation letter dated December 21, 2021.

Management Consultations with Other Independent Accountants In some cases, management may decide to consult with other accountants about auditing and accounting matters, similar to obtaining a “second opinion” on certain situations. If a consultation involves application of an accounting principle to the governmental unit’s financial statements or a determination of the type of auditor’s opinion that may be expressed on those statements, our professional standards require the consulting accountant to check with us to determine that the consultant has all the relevant facts.

Other Audit Findings or Issues
We generally discuss a variety of matters, including the application of accounting principles and auditing standards, with management each year prior to retention as the governmental unit’s auditors. However, these discussions occurred in the normal course of our professional relationship and our responses were not a condition to our retention.

Packet Pg. 399 Attachment: City of Redding ACFR _AU-C 260 Letter 2021_FINAL (available online) (9B--Reports from Independent Auditors for the year ended To the Honorable Mayor and Members of the City Council
of the City of Redding
Redding, California

Page 4 ends

Other Information in Documents Containing Audited Financial Statements We have applied certain limited procedures to the Required Supplementary Information (“RSI”) which consists of Management Discussion and Analysis (“MD&A”), Budgetary Principles, Schedules of Revenues, Expenditures, and Changes in Fund Balance-Budget and Actual - General Fund, Schedules of Changes in Net Pension Liability and Related Ratios, Schedules of Plan Contributions, Schedules of Changes in Net OPEB Liability and Related Ratios, and Schedule of Contributions, and supplements the basic financial statements. Our procedures consisted of inquiries of management regarding the methods of preparing the information and comparing the information for consistency with management’s responses to our inquiries, the basic financial statements, and other knowledge we obtained during our audit of the basic financial statements. We did not audit the RSI and do not express an opinion or provide any assurance on the RSI.

We were engaged to report on the Combining and Individual Non-major Fund Financial Statements, Budgetary Comparison Schedules as listed in the table of contents, and Schedule of Passenger Facility Charges Collected and Expended and Interest Collected, which accompany the financial statements but are not RSI. With respect to this supplementary information, we made certain inquiries of management and evaluated the form, content, and methods of preparing the information to determine that the information complies with accounting principles generally accepted in the United States of America, the method of preparing it has not changed from the prior period, and the information is appropriate and complete in relation to our audit of the financial statements. We compared and reconciled the supplementary information to the underlying accounting records used to prepare the financial statements or to the financial statements themselves.

We were not engaged to report on the Introductory and Statistical Sections, which accompany the financial statements but are not RSI. We did not audit or perform other procedures on this other information, and we do not express an opinion or provide any assurance on it.

Restriction on Use
This information is intended solely for the use of the City Council and management of the City and is not intended to be, and should not be, used by anyone other than these specified parties.

Very truly yours,
Walnut Creek, California
Packet Pg. 400 Attachment: City of Redding ACFR _AU-C 260 Letter 2021_FINAL (available online) (9B--Reports from Independent Auditors for the year ended City of Redding
Redding, California
Single Audit, Passenger Facility
Charges Program, and
Independent Auditors’ Reports
For the Year Ended June 30, 2021
Packet Pg. 401 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) Packet Pg. 402 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) City of Redding
Table of Contents
Page
Single Audit:

Independent Auditors’ Report on Internal Control Over Financial Reporting and on Compliance and Other Matters Based on an Audit of Financial Statements Performed in Accordance with Government Auditing Standards .................................................................. 1 Independent Auditors’ Report on Compliance for Each Major Federal Program and on Internal Control Over Compliance Required by the Uniform Guidance ........................................ 3 Schedule of Expenditures of Federal Awards ............................................................................................................ 7 Notes to the Schedule of Expenditures of Federal Awards ...................................................................................... 10 Schedule of Findings and Questioned Costs ........................................................................................................... 11 Passenger Facility Charges:

Independent Auditors’ Report on Compliance with Requirements Applicable to the Passenger Facility Charge Program and on Internal Control Over Compliance ..................................... 13 Schedule of Passenger Facility Charges Collected and Expended and Interest Collected ....................................... 16 Notes to the Schedule of Passenger Facility Charges Collected and Expended and Interest Collected .................. 18 Schedule of Findings and Questioned Costs ............................................................................................................ 19 Packet Pg. 403 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) This page intentionally left blank.

Packet Pg. 404 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021)

REPORT ON INTERNAL CONTROL OVER FINANCIAL REPORTING AND ON COMPLIANCE AND

OTHER MATTERS BASED ON AN AUDIT OF FINANCIAL STATEMENTS PERFORMED IN

ACCORDANCE WITH GOVERNMENT AUDITING STANDARDS
Independent Auditors’ Report
To the Honorable Mayor and Members of City Council
of the City of Redding
Redding, California
We have audited, in accordance with the auditing standards generally accepted in the United States of America and the standards applicable to financial audits contained in Government Auditing Standards issued by the Comptroller General of the United States, the basic financial statements of the governmental activities, the business-type activities, each major fund, and the aggregate remaining fund information of the City of Redding, California (the “City”) as of and for the year ended June 30, 2021, and the related notes to the financial statements, which collectively comprise the City’s basic financial statements, and have issued our report thereon dated December 21, 2021.

Internal Control Over Financial Reporting
In planning and performing our audit of the basic financial statements, we considered the City’s internal control over financial reporting (“internal control”) as a basis for designing audit procedures that are appropriate in the circumstances for the purpose of expressing our opinions on the basic financial statements, but not for the purpose of expressing an opinion on the effectiveness of the City’s internal control. Accordingly, we do not express an opinion on the effectiveness of the City’s internal control.

A deficiency in internal control exists when the design or operation of a control does not allow management or employees, in the normal course of performing their assigned functions, to prevent, or detect and correct, misstatements on a timely basis. A material weakness is a deficiency, or a combination of deficiencies, in internal control, such that there is a reasonable possibility that a material misstatement of the entity’s financial statements will not be prevented, or detected and corrected on a timely basis. A significant deficiency is a deficiency, or a combination of deficiencies, in internal control that is less severe than a material weakness, yet important enough to merit attention by those charged with governance.

Our consideration of internal control was for the limited purpose described in the first paragraph of this section and was not designed to identify all deficiencies in internal control that might be material weaknesses or significant deficiencies. Given these limitations, during our audit we did not identify any deficiencies in internal control that we consider to be material weaknesses. However, material weaknesses may exist that have not been identified.

Compliance and Other Matters

As part of obtaining reasonable assurance about whether the City's basic financial statements are free from material misstatement, we performed tests of its compliance with certain provisions of laws, regulations, contracts, and grant agreements, noncompliance with which could have a direct and material effect on the financial statements. However, providing an opinion on compliance with those provisions was not an objective of our audit, and accordingly, we do not express such an opinion. The results of our tests disclosed no instances of noncompliance or other matters that are required to be reported under Government Auditing Standards. 2121 North California Blvd., Suite 290,Walnut Creek, California 94596 Tel: 925-974-3394 • Fax: 949-777-8850
www.pungroup.cpa
Packet Pg. 405 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) To the Honorable Mayor and Members of City Council
of the City of Redding
Redding, California

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2 Purpose of this Report
The purpose of this report is solely to describe the scope of our testing of internal control and compliance and the results of that testing, and not to provide an opinion on the effectiveness of the City’s internal control or on compliance. This report is an integral part of an audit performed in accordance with Government Auditing Standards in considering the City’s internal control and compliance. Accordingly, this communication is not suitable for any other purpose.

Walnut Creek, California
December 21, 2021
Packet Pg. 406 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021)

REPORT ON COMPLIANCE FOR EACH MAJOR FEDERAL PROGRAM AND ON INTERNAL

CONTROL OVER COMPLIANCE REQUIRED BY THE UNIFORM GUIDANCE Independent Auditors’ Report
To the Honorable Mayor and Members of City Council
of the City of Redding
Redding, California
Report on Compliance for Each Major Federal Program
We have audited the City of Redding’ (the “City”) compliance with the types of compliance requirements described in the OMB Compliance Supplement that could have a direct and material effect on each of the City’s major federal programs for the year ended June 30, 2021. The City’s major federal programs are identified in the summary of the auditor's results section of the accompanying schedule of findings and questioned costs.

Management’s Responsibility
Management is responsible for compliance with federal statutes, regulations, and the terms and conditions of its federal awards applicable to its federal programs.

Auditors’ Responsibility
Our responsibility is to express an opinion on compliance for each of the City’s major federal programs based on our audit of the types of compliance requirements referred to above. We conducted our audit of compliance in accordance with auditing standards generally accepted in the United States of America; the standards applicable to financial audits contained in Government Auditing Standards, issued by the Comptroller General of the United States; and the audit requirements of Title 2 U.S. Code of Federal Regulations Part 200, Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (Uniform Guidance). Those standards and the Uniform Guidance require that we plan and perform the audit to obtain reasonable assurance about whether noncompliance with the types of compliance requirements referred to above that could have a direct and material effect on a major federal program occurred. An audit includes examining, on a test basis, evidence about the City’s compliance with those requirements and performing such other procedures as we considered necessary in the circumstances.

We believe that our audit provides a reasonable basis for our opinion on compliance for each major federal program.

However, our audit does not provide a legal determination of the City’s compliance.

Opinion on Each Major Federal Program
In our opinion, the City complied, in all material respects, with the types of compliance requirements referred to above that could have a direct and material effect on each of its major federal programs for the year ended June 30, 2021.
2121 North California Blvd., Suite 290,Walnut Creek, California 94596 Tel: 925-974-3394 • Fax: 949-777-8850
www.pungroup.cpa
Packet Pg. 407 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) To the Honorable Mayor and Members of City Council
of the City of Redding
Redding, California

Page 2 ends

4 Report on Internal Control Over Compliance
Management of the City is responsible for establishing and maintaining effective internal control over compliance with the types of compliance requirements referred to above. In planning and performing our audit of compliance, we considered the City’s internal control over compliance with the types of requirements that could have a direct and material effect on each major federal program to determine the auditing procedures that are appropriate in the circumstances for the purpose of expressing an opinion on compliance for each major federal program and to test and report on internal control over compliance in accordance with the Uniform Guidance, but not for the purpose of expressing an opinion on the effectiveness of internal control over compliance. Accordingly, we do not express an opinion on the effectiveness of the City’s internal control over compliance.

A deficiency in internal control over compliance exists when the design or operation of a control over compliance does not allow management or employees, in the normal course of performing their assigned functions, to prevent, or detect and correct, noncompliance with a type of compliance requirement of a federal program on a timely basis. A material weakness in internal control over compliance is a deficiency, or combination of deficiencies, in internal control over compliance, such that there is a reasonable possibility that material noncompliance with a type of compliance requirement of a federal program will not be prevented, or detected and corrected, on a timely basis. A significant deficiency in internal control over compliance is a deficiency, or a combination of deficiencies, in internal control over compliance with a type of compliance requirement of a federal program that is less severe than a material weakness in internal control over compliance, yet important enough to merit attention by those charged with governance.

Our consideration of internal control over compliance was for the limited purpose described in the first paragraph of this section and was not designed to identify all deficiencies in internal control over compliance that might be material weaknesses or significant deficiencies. We did not identify any deficiencies in internal control over compliance that we consider to be material weaknesses. However, material weaknesses may exist that have not been identified.

The purpose of this report on internal control over compliance is solely to describe the scope of our testing of internal control over compliance and the results of that testing based on the requirements of the Uniform Guidance.

Accordingly, this report is not suitable for any other purpose.

Packet Pg. 408 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) To the Honorable Mayor and Members of City Council
of the City of Redding
Redding, California

Page 3 ends

5 Schedule of Expenditures of Federal Awards
We have audited the financial statements of the governmental activities, the business-type activities, each major fund, and the aggregate remaining fund information of the City as of and for the year ended June 30, 2021, and have issued our report thereon dated December 21, 2021 which contained an unmodified opinion on those financial statements.

Our audit was conducted for the purpose of forming our opinions on the City’s financial statements. The accompanying Schedule of Expenditures of Federal Awards, as required by Title 2 U.S. Code of Federal Regulations Part 200, Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards, is presented for purposes of additional analysis and is not a required part of the financial statements. Such information is the responsibility of management and was derived from and relates directly to the underlying accounting and other records used to prepare the financial statements. The information has been subjected to the auditing procedures applied in the audit of the basic financial statements and certain other procedures, including comparing and reconciling such information directly to the underlying accounting and other records used to prepare the financial statements or to the financial statements themselves, and other additional procedures in accordance with auditing standards generally accepted in the United States of America. In our opinion, the Schedule of Expenditures of Federal Awards is fairly stated in all material respects in relation to the basic financial statements as a whole.

Walnut Creek, California
December 21, 2021
Packet Pg. 409 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) 6 This page intentionally left blank.

Packet Pg. 410 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) City of Redding
Schedule of Expenditures of Federal Awards
For the Year Ended June 30, 2021
See accompanying Notes to the Schedule of Expenditures of Federal Awards 7 Federal Grant Amount
CFDA Identification Federal Provided to
Number Number Expenditures Subrecipients
U.S. Department of Housing and Urban Development
CDBG - Entitlement Grants Cluster:

Direct Programs:

Community Development Block Grant 14.218 B-18-MC 060-033 $ - 34,769 $ Community Development Block Grant 14.218 B-18-MC 062033 - 8,098 Community Development Block Grant 14.218 B-19-MC 060-033 105,698 257,659 Community Development Block Grant 14.218 B-20-MC 060-033 32,051 311,459 COVID-19 - Community Development Block Grant 14.218 B-20-MC 060-033 238,338 238,338 Total CDBG - Entitlement Grants Cluster 376,087 850,323 Direct Programs:

Community Development Block Grant 14.228 21-DRMHP-21008 - 11,462 HOME Investment Partnership 14.239 M17-MC060238 - 102,240 Housing Vouchers Cluster:

Section 8 Housing Choice Vouchers 14.871 CA 106 - 9,242,098 COVID-19 - Section 8 Housing Choice Vouchers 14.871 CA 106 - 421,365 Mainstream Vouchers 14.879 CA 106 - 39,780
Total Housing Vouchers Cluster - 9,703,243
Family Self-Sufficiency (FSS) Program:

FSS Coordinator 14.896 FSS20CA2893 32,706 -
FSS Coordinator 14.896 FSS21CA3628 18,456 -
Total Family Self-Sufficiency (FSS) Program - 51,162
Total U.S. Housing and Urban Development 376,087 10,718,430 U.S. Department of Justice
Direct Programs:

COVID-19 - Coronavirus Emergency Supplemental Funding Program 16.034 2020-VD-BX-0874 42,146 - Bulletproof Vest Partnership Program 2019 16.607 2019 Regular Solicitation 1,602 - Bulletproof Vest Partnership Program 2020 16.607 19097427 5,169 - Total - Program 16.607 - 6,771
Edward Byrne Memorial Justice Assistance Grant 16.738 2018-DJ-BX-0853 476 - Edward Byrne Memorial Justice Assistance Grant 16.738 2019-DJ-BX-0686 30,471 - Edward Byrne Memorial Justice Assistance Grant 16.738 2020-DJ-BX-0227 34,202 - Total - Program 16.738 - 65,149
Asset Seizure Program 16.922 N/A 13,252 -
Total U.S. Department of Justice - 127,318
Federal Grantor/Pass - Through
Grantor/Program Title
Packet Pg. 411 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) City of Redding
Schedule of Expenditures of Federal Awards (Continued)
For the Year Ended June 30, 2021
See accompanying Notes to the Schedule of Expenditures of Federal Awards 8 Federal Grant Amount
CFDA Identification Federal Provided to
Number Number Expenditures Subrecipients
U.S. Department of Transportation
Airport Improvement Program:

Direct Programs:

COVID-19 - CARES Act Muni 20.106 3-06-0194-053-2020 - 517,370 Runway 16 Blast Pad Design/Taxi 20.106 03-06-0194-52 - 401,022 Terminal Loop Design 20.106 03-06-0194-52 - 7,576
Parallel Taxi B Const 20 20.106 03-06-0308-20 - 32
CRSSA 20.106 3-06-0194-055-2021 - 515,815
Airport Rescue Grant - American Rescue Plan Act (ARP) 20.106 3-06-0194-058-2021 - 152,360 Total - Program 20.106 - 1,594,175
Highway Planning and Construction Cluster:

Passed through the California Department of Transportation:

FHBP study 5068-32 Sharon / ACID 20.205 HBRR 5068-32 - 1,806,252 FHBP study 5068-34 Sacramento / Olney 20.205 HBRR 5068-34 - 13,932 FHBP study 5068-36 Eastside Olney 20.205 HBRR 5068-36 - 15,618 FHBP study 5068-37 Canyon / ACID 20.205 HBRR 5068-37 - 87,674 FHBP study 5068-38 Westside / Canyon 20.205 HBRR 5068-38 - 44,500 FHBP study 5068-39 Girvan / Olney 20.205 HBRR 5068-39 - 67,719 FHBP study 5068-45 Old Alturas / Churn Creek 20.205 HBRR 5068-45 - 194,418 Victor Avenue Pedestrian Safety Improvements 20.205 HSIP6-02-001 5068-51 - 18,393 Shoulder widening on Old Oregon Trail for recovery area and bike lanes 20.205 HSIP6-02-002 5068-52 - 81,854 Hartnell Avenue Ped Improvements 20.205 HSIP7-02-002 5068-54 - 1,978,164 Churn Creek/Maraglia Safety Improvements 20.205 HSIPL-5068(57) - 49,527 Enhanced Pedestrian Crossings 20.205 HSIPL-5068(62) - 22,424 Diestelhorst Bridge to Downtown via Benton 20.205 ATPL-5068(055) - 1,994,809 Bridge Preventative Maintenance 20.205 BPMP-5068(060) 1,621 Pedestrian Improvements on Bidwell and North Bonnyview Road 20.205 SRTSL-5068 (048) - 393,479 Downtown to Turtle Bay Non-Motorized Improvements 20.205 RPSTPL 5068 (061) 51,524 Shasta Street Railroad Crossing Project 20.205 STPLR-7500(254) - 59,403 Girvan Road Railroad Crossing Project 20.205 STPLR-7500(225) - 1,389,320 Total Highway Planning and Construction Cluster - 8,270,631 Federal Transit Cluster:

Direct Program:

COVID-19 - Federal Transit—Formula Grants (CARES Act) 20.507 CA-2020-061 - 1,500,000 Federal Transit—Formula Grants 20.507 CA-90-Z278 - 18,813 Federal Transit—Formula Grants 20.507 CA-2017-040 - 203,999 Federal Transit—Formula Grants 20.507 CA-2020-192 - 1,500,000 Bus and Bus Facilities Formula Program 20.526 CA-2020-061 - 66,696 Total Federal Transit Cluster - 3,289,508
Federal Grantor/Pass - Through
Grantor/Program Title
Packet Pg. 412 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) City of Redding
Schedule of Expenditures of Federal Awards (Continued)
For the Year Ended June 30, 2021
See accompanying Notes to the Schedule of Expenditures of Federal Awards 9 Federal Grant Amount
CFDA Identification Federal Provided to
Number Number Expenditures Subrecipients
U.S. Department of Transportation (Continued)
Highway Safety Cluster:

Passed through California Office of Traffic Safety:

Selective Traffic Enforcement Program (STEP) 20.600 PT20110 - 7,083 Selective Traffic Enforcement Program (STEP) 20.600 PT21122 - 14,235 Total Highway Safety Cluster - 21,318
Minimum Penalties for Repeat Offenders for Driving While Intoxicated Program:

Passed through California Office of Traffic Safety:

Selective Traffic Enforcement Program (STEP) 20.608 PT20110 - 32,196 Selective Traffic Enforcement Program (STEP) 20.608 PT21122 - 74,953 Total - Program 20.608 - 107,149
Total U.S. Department of Transportation - 13,282,781
U.S. Department of Treasury
Passed through the State of California:

Coronavirus Relief Fund 21.019 1505-0271 - 1,132,763
Total U.S. Department of Treasury - 1,132,763
U.S. Department of Homeland Security
Passed through the California Department of Boating and Waterways:

Small Water Craft Safety Program 97.012 C8962309 - 33,376 Direct Programs:

Disaster Grants - Public Assistance 97.036 FEMA-4382-DR-Carr Fire - 192,016 Disaster Grants - Public Assistance 97.036 FEMA-4301-Flooding - 119,202 Total - Program 97.036 - 311,218
Direct Programs:

Hazard Mitigation Grant Program 97.036 HMGP 4382-149-27F - 8,011 Hazard Mitigation Grant Program 97.036 HMGP 4382-143-27F - 2,209 Total - Program 97.039 - 10,220
Total U.S. Department of Homeland Security - 354,814
Total Expenditures of Federal Awards $ 376,087 25,616,106 $ Grantor/Program Title
Federal Grantor/Pass - Through
Packet Pg. 413 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) City of Redding
Notes to the Schedule of Expenditures of Federal Awards For the Year Ended June 30, 2021
10 Note 1 – Reporting Entity
The financial reporting entity, as defined by the Governmental Accounting Standard Board (“GASB”), consists of the primary government, which is the City of Redding, California (the “City”), organizations for which the primary government is financially accountable, and other organizations for which the nature and significance of their relationship with the primary government are such that exclusion would cause the reporting entity’s financial statements to be misleading or incomplete.

Note 2 – Basis of Accounting
Funds received under the various grant programs have been recorded within the general fund, enterprise funds and special revenue funds of the City. The City utilizes the modified accrual method of accounting for the general fund and special revenue funds. The accompanying Schedule of Expenditures of Federal Awards (“Schedule”) is presented in accordance with the requirements of Title 2 U.S. Code of Federal Regulations Part 200, Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (Uniform Guidance).

Therefore, some amounts presented in the schedule may differ from amounts presented in, or used in, the preparation of the City’s basic financial statements. Negative amounts shown on the Schedule represent adjustments or credits made in the normal course of business to amounts reported as expenditures in prior years.

Note 3 – Schedule of Expenditures of Federal Awards
The accompanying Schedule presents the activity of all federal financial assistance programs of the City. Federal financial assistance received directly from federal agencies as well as federal financial assistance passed through the State of California, County of Shasta, County of Sacramento, and Shasta Regional Transportation Agency is included in the Schedule. The Schedule was prepared from only the accounts of various grant programs and, therefore, does not present the financial position, change in fund balance, or results of operations of the City.

Note 4 – Indirect Cost Rate
The City has not elected to use the 10-percent de minimis indirect rate as allowed under the Uniform Guidance.

Packet Pg. 414 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) City of Redding
Schedule of Findings and Questioned Costs
For the Year Ended June 30, 2021
11 Section I – Summary of Auditors’ Results
Financial Statements
Type of report the auditors issued on whether the financial statements audited were prepared in accordance with GAAP: Unmodified Internal control over financial reporting:
 Material weakness(es) identified? No
 Significant deficiency(ies) identified? None Reported Noncompliance material to financial statements noted? No Federal Awards
Internal control over major programs:
 Material weakness(es) identified? No
 Significant deficiency(ies) identified? None Reported Type of auditor’s report issued on compliance for major programs Unmodified Any audit findings disclosed that are required to be reported in accordance with 2 CFR 200.516(a)? No
Identification of major programs:

CFDA Number(s) Name of Federal Program or Cluster Expenditures

14.871/14.879 Housing Voucher Cluster 9,703,243 $

20.106 Airport Improvement Program 1,594,175

21.019 Coronavirus Relief Fund 1,132,763
Total Expenditures of All Major Federal Programs 12,430,181 $ Total Expenditures of Federal Awards 25,616,106 $
Percentage of Total Expenditures of Federal Awards 48.52% Dollar threshold used to distinguish between type A and type B program $768,483 Auditee qualified as low-risk auditee in accordance with 2 CFR 200.520? Yes Packet Pg. 415 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) City of Redding
Schedule of Findings and Questioned Costs (Continued)
For the Year Ended June 30, 2021
12 Section II – Financial Statement Findings
A. Current Year Findings – Financial Statement Audit
No findings were noted on the City’s financial statement audit for the year ended June 30, 2021.

B. Prior Year Findings – Financial Statement Audit
No findings were noted on the City’s financial statement audit for the year ended June 30, 2020.

Section III – Federal Award Findings
A. Current Year Findings and Questioned Costs – Major Federal Award Program Audit No findings or questioned costs were noted on the City’s major federal programs for the year ended June 30, 2021.

B. Prior Year Findings and Questioned Costs – Major Federal Award Program Audit No findings or questioned costs were noted on the City’s major federal programs for the year ended June 30, 2020.

Packet Pg. 416 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021)

REPORT ON COMPLIANCE WITH REQUIREMENTS

APPLICABLE TO THE PASSENGER FACILITY CHARGE PROGRAM

AND ON INTERNAL CONTROL OVER COMPLIANCE
Independent Auditors’ Report
To the Honorable Mayor and Members of City Council
of the City of Redding
Redding, California
Report on Compliance
We have audited the compliance of the City of Redding, California (the “City”), with the compliance requirements described in the Passenger Facility Charge Audit Guide for Public Agencies, issued by the Federal Aviation Administration (Guide), for its passenger facility charge program for the year ended June 30, 2021. Compliance with the requirements of laws and regulations applicable to its passenger facility charge program is the responsibility of the City’s management. Our responsibility is to express an opinion on the City’s compliance based on our audit.

Management’s Responsibility
Management is responsible for compliance with the requirements of laws and regulations applicable to the passenger facility charge program.

Auditors’ Responsibility
Our responsibility is to express an opinion on compliance based on our audit of the types of compliance requirements referred to above. We conducted our audit of compliance in accordance with auditing standards generally accepted in the United States of America; the standards applicable to financial audits contained in Government Auditing Standards, issued by the Comptroller General of the United States; and the Guide. Those standards and the Guide require that we plan and perform the audit to obtain reasonable assurance about whether noncompliance with the types of compliance requirements referred to above that could have a direct and material effect on a major federal program occurred. An audit includes examining, on a test basis, evidence about the City’s compliance with those requirements and performing such other procedures as we considered necessary in the circumstances.

We believe that our audit provides a reasonable basis for our opinion on compliance for each major federal program.

However, our audit does not provide a legal determination of the City’s compliance.

Opinion on Compliance with Passenger Facility Charge Audit Guide for Public Agencies In our opinion, the City complied, in all material respects, with the types of compliance requirements referred to above that could have a direct and material effect on the passenger facility charge program for the year ended June 30, 2021.
2121 North California Blvd., Suite 290,Walnut Creek, California 94596 Tel: 925-974-3394 • Fax: 949-777-8850
www.pungroup.cpa
Packet Pg. 417 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) To the Honorable Mayor and Members of City Council
of the City of Redding
Redding, California

Page 2 ends

14 Report on Internal Control Over Compliance
Management of the City is responsible for establishing and maintaining effective internal control over compliance with the types of compliance requirements referred to above. In planning and performing our audit of compliance, we considered the City’s internal control over compliance with the types of requirements that could have a direct and material effect on the passenger facility charge program to determine the auditing procedures that are appropriate in the circumstances for the purpose of expressing an opinion on compliance and to test and report on internal control over compliance in accordance with the Guide, but not for the purpose of expressing an opinion on the effectiveness of internal control over compliance. Accordingly, we do not express an opinion on the effectiveness of the City’s internal control over compliance.

Packet Pg. 418 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) To the Honorable Mayor and Members of City Council
of the City of Redding
Redding, California

Page 3 ends

15 Schedule of Passenger Facility Charges Collected and Expended and Interest Collected We have audited the financial statements of the governmental activities, the business-type activities, each major fund, and the aggregate remaining fund information of the City as of and for the year ended June 30, 2021, and have issued our report thereon dated December 21, 2021 which contained an unmodified opinion on those financial statements.

Our audit was conducted for the purpose of forming our opinions on the City’s financial statements. The accompanying Schedule of Passenger Facility Charges Collected and Expended and Interest Collected, as required by the Guide, is presented for purposes of additional analysis and is not a required part of the financial statements. Such information is the responsibility of management and was derived from and relates directly to the underlying accounting and other records used to prepare the financial statements. The information has been subjected to the auditing procedures applied in the audit of the basic financial statements and certain other procedures, including comparing and reconciling such information directly to the underlying accounting and other records used to prepare the financial statements or to the financial statements themselves, and other additional procedures in accordance with auditing standards generally accepted in the United States of America. In our opinion, the Schedule of Passenger Facility Charges Collected and Expended and Interest Collected is fairly stated in all material respects in relation to the basic financial statements as a whole.

Walnut Creek, California
December 21, 2021
Packet Pg. 419 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) City of Redding
Schedule of Passenger Facility Charges Collected and Expended and Interest Collected For the Year Ended June 30, 2021
See accompanying Notes to the Schedule of Facility Charges Collected and Expended and Interest Collected 16 Cumulative Total September 30, December 31,
June 30, 2020 2020 2020
Unexpended (over expended) passenger facility - $ (239,742) $ (229,627) $ charges and interest, beginning of period
Revenues:

Passenger facility charges collected 4,069,503 10,115 15,680 Interest earned 19,779 - -
Total passenger facility charge revenue 4,089,282 10,115 15,680 Expenses:

Project Number/Project Name
Amount
Approved
Completed and Closed Applications 3,440,457 $ 3,440,457 - - Open Projects
Application 17-05-C-00-RDD
001-Aircraft Rescue and Fire Fighting Vehicle Acquisition 68,676 68,676 - - 002-Airport Master Plan Update 44,832 44,800 - -
003-ADA Passenger Loading Ramp 4,984 4,984 - -
004-Airport Pavement Management System Study 4,735 4,735 - - 005-T-Hangar Taxilane Reconstruction 458,672 394,850 - - 006-West Tie Down Apron Reconstruction 323,278 313,730 - - 007-Aircraft Rescue and Fire Fighting Station Modifications 1,735 1,735 - - 009-Environmental Assessment Parallel Runway 32,690 187 - - 013-PFC Application/Administration Costs 150,000 54,870 - - Total passenger facility charge revenue expenditures 4,329,024 - - Unexpended (over expended) passenger facility
charges and interest, end of period (239,742) $ (229,627) $ (213,947) $ For the Quarter Ended
Packet Pg. 420 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) City of Redding
Schedule of Passenger Facility Charges Collected and Expended and Interest Collected (Continued) For the Year Ended June 30, 2021
See accompanying Notes to the Schedule of Facility Charges Collected and Expended and Interest Collected 17 For the Year Ended
March 31, June 30, June 30, Cumulative Total
2021 2021 2021 June 30, 2021
Unexpended (over expended) passenger facility (213,947) $ (202,815) $ (239,742) $ - $ charges and interest, beginning of period
Revenues:

Passenger facility charges collected 11,132 34,547 71,474 4,140,977 Interest earned - - - 19,779
Total passenger facility charge revenue 11,132 34,547 71,474 4,160,756 Expenses:

Project Number/Project Name
Completed and Closed Applications - - 3,440,457 -
Open Projects
Application 17-05-C-00-RDD
001-Aircraft Rescue and Fire Fighting Vehicle Acquisition - - - 68,676 002-Airport Master Plan Update - - - 44,800
003-ADA Passenger Loading Ramp - - - 4,984
004-Airport Pavement Management System Study - - - 4,735 005-T-Hangar Taxilane Reconstruction - - - 394,850
006-West Tie Down Apron Reconstruction - - - 313,730
007-Aircraft Rescue and Fire Fighting Station Modifications - - - 1,735 009-Environmental Assessment Parallel Runway - - - 187
013-PFC Application/Administration Costs - - - 54,870
Total passenger facility charge revenue expenditures - - - 4,329,024 Unexpended (over expended) passenger facility
charges and interest, end of period (202,815) $ (168,268) $ (168,268) $ (168,268) $ For the Quarter Ended
Packet Pg. 421 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) City of Redding
Notes to the Schedule of Facility Charges Collected and Expended and Interest Collected For the Year Ended June 30, 2021
18 Note 1 – Reporting Entity
The accompanying Schedule of Facility Charges Collected and Expended and Interest Collected includes all the Passenger Facility Charges (“PFC”) and the interest earnings thereon collected by the City from July 1, 2020 through June 30, 2021. The City currently collects $4.50 per enplaned passenger. The current approval for charges as approved by the Federal Aviation Administration (“FAA”) is expected to end on February 1, 2025.

Note 2 – Basis of Accounting
The Schedule of Facility Charges Collected and Expended and Interest Collected was prepared on the accrual basis of accounting. PFCs are recorded as revenue when earned and expenditures for debt service and approved capital projects are recorded as expenditures are made. Expenditures are made in accordance with an approved FAA application.

Packet Pg. 422 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) City of Redding
Passenger Facility Charge Program
Schedule of Findings and Questioned Costs
For the Year Ended June 30, 2021
19 Section I – Summary of Auditors’ Results
A. Current Year Findings and Questioned Costs – Passenger Facility Charge Program No findings or questioned costs were noted on the City’s compliance with requirements of the passenger facility charge program for the year ended June 30, 2021.

B. Prior Year Findings and Questioned Costs – Passenger Facility Charge Program No findings or questioned costs were noted on the City’s compliance with requirements of the passenger facility charge program for the year ended June 30, 2020.

Packet Pg. 423 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021) 20 This page intentionally left blank.

Packet Pg. 424 Attachment: 2021_Redding_Single Audit_FINAL (available online) (9B--Reports from Independent Auditors for the year ended June 30, 2021)

CITY OF REDDING

REPORT TO THE CITY COUNCIL
Recommendation
Adopt Resolution approving the following:
(1) Amendment to the Executive Management Pay-For-Performance Salary Plan (Unrepresented) providing classification-specific salary range adjustments as a result of a compensation study, including the City Manager and City Attorney classifications, and authorizing immediate salary increases for the employees in those classifications, effective January 23, 2022; and
(2) Amendment of the Employment and Benefit Policies for Unrepresented Employees to:
(a) eliminate the educational and professional incentives/specialty assignment pay for the Public Safety Management classifications; and (b) increase the California Public Employees’ Retirement System (CalPERS) cost sharing amount by 1.125 percent for Classic CalPERS Miscellaneous Members, effective January 23, 2022, or as soon as administratively feasible.

Fiscal Impact
The annual cost of approving the salary schedule adjustment is approximately $1.3 million, of which $670,000 will come from the General Fund. There is sufficient budget available for this increase.

The additional contribution by Unrepresented Classic CalPERS Miscellaneous members of an additional 1.125 percent toward their CalPERS retirement pension benefit, for a total contribution of 9.125 percent, will result in an annual savings of approximately $97,000, of which $16,000 applies to the General Fund.

MEETING DATE: January 18, 2022
ITEM NO. 9.1(e)
FROM:
***APPROVED BY***
[email protected]
[email protected]
SUBJECT: 9.1(e)--Consider Resolution approving amendments to Executive Management Pay-For-Performance Salary Plan and Employment and Benefit Policies for Unrepresented Employees.

Barry Tippin, City
Manager/Development
Services Director
Packet Pg. 425
Report to Redding City Council January 13, 2022
Re: 9.1(e)--Unrepresented Salary Schedule Page 2
Alternative Action
The City Council could choose not to approve the resolution amending the Executive Management Pay-For-Performance Salary Plan and Employment and Benefit Policies for Unrepresented Employees, and provide additional direction to staff.

Background/Analysis
The City Council has developed goals and objectives for the City Manager to provide focus. One of the Objectives is “Government of the 21st Century” and one of the goals identified for that Objective is to “Develop a plan to improve the City’s effectiveness with a focus on organizational structure and succession planning.” There are, of course many layers to this goal, but the most important element is the City of Redding’s (City) workforce. The City delivers critical services to the community, and the ability to retain its existing staff and hire new quality employees is paramount. In recent years, this has been an increasing challenge. One of the reasons is that across the board the City’s compensation is below the labor market rate. To verify this, the City hired a consultant to study the City’s compensation plan, specifically salary and benefits, for all represented and unrepresented classifications and to also review how positions and classifications relate from a step and/or level perspective, and in succession planning, within the City.

The study compared key benchmark positions to the labor market. The labor market cities used for the unrepresented study included Chico, Davis, Fairfield, Folsom, Lodi, Roseville, Tracy, Turlock, Vacaville, and Woodland. These cities were selected in accordance with City Council Policy 206, which requires staff to survey comparable labor markets to review full compensation packages. These 10 cities have been historically used in prior comparison studies. The Redding Electric Utility completed a parallel study in which additional unrepresented positions with different comparable agencies were studied. The study results show that when comparing salary only, as a group, the unrepresented classifications are approximately 29 percent below the market median. After making an adjustment for the cost of housing to aid in determining a true compensation comparison between markets, the unrepresented classifications are approximately 31 percent below the market median. Individually, the classifications range from six percent to 75 percent behind the market with the majority being 20-30 percent below the market median.

The study data is attached to this staff report.

City Council Policy 206 reads, in part, “The City of Redding will establish and maintain a compensation policy which is intended to recruit and retain the better qualified employees”…..and….”The City shall conduct periodic surveys of public and private sector employment in order to ensure that its compensation practices conform to the practices of a cross-section of public and private employers in the labor market from which the City recruits its workforce.” The results of the compensation study clearly indicate that the City has deviated from the intent of this policy. The Great Recession and the intervening 12 years have been a challenge with an economy that was sluggish to recover combined with major changes in pension assumptions that drastically increase pension costs. In fact, in 2017, there was a projected budget deficit of $30 million dollars over a 10-year span. However, due to an improving economy, sound fiscal decisions, and the willingness of City employees to continue to assist with addressing the rising cost of benefits, the City is now on very strong, sound financial footing. The City has a projected balanced 10-Year Plan for all funds, that maintains a 10 percent cash reserve per Council policy. Consequently, the City can now address Council Policy 206 by reviewing its intent, focusing on employees, and ensuring its employees are fairly compensated for the excellent work they do.

Packet Pg. 426
Report to Redding City Council January 13, 2022
Re: 9.1(e)--Unrepresented Salary Schedule Page 3
Staff recommendation to adjust the salary ranges of the unrepresented classifications, ranging from five percent to 40 percent, as outlined in the matrix attached to the staff report is the first step in focusing on employee compensation. The recommendations take into account the market study results, as well as position relationships, and succession planning. Further, it is recommended that the unrepresented employees be eligible immediately for the total wage adjustment percentage identified for their assigned classification. The compensation report data indicates that the unrepresented classifications have fallen further out of market over the past 10 years than most of the City’s represented employees. Because no requirements for collective bargaining exist with unrepresented employees, the City Council can act swiftly to address the market issues that have been proven to exist. Classifications represented by labor organizations will be reviewed for salary adjustment recommendations during the negotiation process for successor Memoranda of Understanding. However, the same approach of striving to compensate employees at a fair rate as established by the labor market should be taken.

Providing compensation to employees that is both fair and established by the labor market is a goal that is driven by Council Policy 206 and reinforced by the Objectives established for the City Manager by the City Council, and it recognizes the value employees are to this organization and the essential services that are provided to the community by its quality employees.

Lastly, it is also recommended that the Employment and Benefit Policies for Unrepresented Employees be revised, eliminating educational incentives and professional certification/specialty assignment incentives for the unrepresented Public Safety Management employees (Police Chief, Fire Chief and Deputy Fire Chief) and adding language for additional cost sharing of the CalPERS retirement benefit for non-safety employees. The recommended salary increases factor in the amount of educational and professional certification/specialty assignment incentive pay that is being eliminated. The additional cost sharing of the CalPERS retirement benefit in the amount of 1.125 percent for the unrepresented Classic Miscellaneous CalPERS members would be effective as soon as administratively feasible. This amount equates to 50 percent of the Normal Cost of the retirement benefit and is consistent with the amount other employee groups are contributing toward their retirement benefit costs. The revised Employment and Benefit Policies for Unrepresented Employees document is available online.

Council Priority/City Manager Goals
• Government of the 21st Century – “Be relevant and proactive to the opportunities and challenges of today’s residents and workforce. Anticipate the future to make better decisions today.”
Attachments
Resolution
Council Policy 206 - Salary Policy (available online)
Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) Appendix A - Unrep 1.2022 (available online)
Appendix A - Unrep Electric Class Only 1.2022 (available online) ExecMgmtSalaryPlan-January 23, 2022 (available online)
ExecMgmtSalaryPlan-July 10, 2022 (available online)
ExecMgmtSalaryPlan-July 9, 2023 (available online)
ExecMgmtSalaryPlan-October 31, 2021 (available online)
Bryce Data_REU (available online)
Unrepresented Non-Electric Recommended Increases 1.23.22 Packet Pg. 427
Report to Redding City Council January 13, 2022
Re: 9.1(e)--Unrepresented Salary Schedule Page 4
Unrepresented Electric Recommended Increases 1.23.22
Packet Pg. 428
RESOLUTION NO. 2022-____

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING

APPROVING AMENDMENT TO THE EXECUTIVE MANAGEMENT
PAY-FOR-PERFORMANCE SALARY PLAN; AND AMENDMENT OF

THE EMPLOYMENT AND BENEFIT POLICIES FOR UNREPRESENTED
EMPLOYEES, EFFECTIVE JANUARY 23, 2022
WHEREAS,staff has recommended that the Executive Management Pay-For-Performance Salary Plan be amended, effective January 23, 2022; and
WHEREAS, staff has recommended that the Employment and Benefit Policies for Unrepresented Employees be amended, effective January 23, 2022; and
WHEREAS, the City Council deems it to be in the best interest of the City to adopt such recommendation;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council that the Executive Management Pay-For-Performance Salary Plan be amended, effective January 23, 2022; and the Employment and Benefit Policies for Unrepresented Employees be amended, effective January 23, 2022.

I HEREBY CERTIFY that the foregoing resolution was introduced and adopted at a regular meeting of the City Council of the City of Redding on the 18th day of January, 2022, by the following vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

___________________________________
KRISTEN SCHREDER, Mayor
ATTEST: FORM APPROVED:
__________________________________ ___________________________________ PAMELA MIZE, City Clerk BARRY E. DeWALT, City Attorney
Packet Pg. 429 Attachment: Resolution (9.1(e)--Unrepresented Salary Schedule) Packet Pg. 430 Attachment: Council Policy 206 - Salary Policy (available online) (9.1(e)--Unrepresented Salary Schedule)

CITY OF REDDING

EMPLOYMENT AND BENEFIT

POLICIES
FOR

UNREPRESENTED EMPLOYEES
NOTE: Amendments to this document are effective October 31, 2021 January 23, 2022 and are shown by underlining the new language and striking out the deleted language.

The following employment and benefit policies are applicable to those employees not represented by a Recognized Employee Union or Association.

Packet Pg. 431 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule)

CITY OF REDDING

EMPLOYMENT AND BENEFIT POLICIES FOR UNREPRESENTED EMPLOYEES

TABLE OF CONTENTS
ARTICLE Page
ARTICLE 1: EMPLOYEE STATUS .......................................................................1 ARTICLE 2: COMPENSATION AND CLASSIFICATIONS ....................................3 ARTICLE 3: HOURS AND OVERTIME..............................................................64 ARTICLE 4: SICK LEAVE.................................................................................76 ARTICLE 5: VACATIONS.................................................................................97 ARTICLE 6: HOLIDAYS.............................................................................. ...109 ARTICLE 7: ADMINISTRATIVE LEAVE........................................................ 1110 ARTICLE 8: FUNERAL (BEREAVEMENT) LEAVE..........................................1210 ARTICLE 9: JURY/WITNESS DUTY ................................................................12 ARTICLE 10: LEAVES......................................................................................12 ARTICLE 11: INDUSTRIAL DISABILITY.....................................................1413 ARTICLE 12:EXPENSES.............................................................................. .................................................................................................................. ..1514 ARTICLE 13: UNIFORM ALLOWANCE......................................................... 1615 ARTICLE 14: EMPLOYEE GROUP HEALTH AND WELFARE INSURANCE.....1716 ARTICLE 15: RETIREMENT PROGRAM....................................................... 2019 ARTICLE 16: CONTINUING EDUCATION .......................................................22 ARTICLE 17: GRIEVANCE PROCEDURES ...................................................2322 ARTICLE 18: DEFINITIONS........................................................................ 2423 Packet Pg. 432 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 1 ARTICLE 1: EMPLOYEE STATUS

1.1 Employees will be designated as Council-Appointed, Administrative, Regular, Part-Time Regular, Part-Time, or Temporary, depending upon the purpose for which they are hired and their length of continuous service with the City. City Council members are elected officers.

1.2 Council-Appointed employees include the City Manager and City Attorney and any others who may be appointed directly by the City Council and serve at the will of the Council.

The employee shall be eligible for all benefits of a Regular employee with the exception of access to the grievance process. The benefits outlined in an employment contract will supersede when there is conflict with benefits outlined for Regular employees.

1.3 An Administrative employee is defined as an employee appointed by the City Manager, subsequent to July 1, 1997, to the position of Assistant City Manager, Deputy City Manager, or Director of any Department or by the City Attorney to the position of Assistant City Attorney or Deputy City Attorney. A Regular employee serving in one of these positions prior to July 1, 1997, may become an Administrative employee only upon mutual agreement in writing.

An Administrative employee shall be eligible for all the benefits of a Regular employee, except these employees do not have access to the grievance procedure, nor shall they serve a probationary period as they serve strictly at the will of the City Manager or the City Attorney, as applicable, and the employment relationship may be ended at any time without cause.

1.4 A Regular employee (status code 3) is defined as an employee hired for a full-time position that has been regularly established as an authorized position and is of indeterminate duration. A Regular employee shall receive not less than the minimum rate for the job and shall be eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation, group health and welfare insurance coverage and other benefits as outlined herein as the employee becomes eligible.

1.5 A Part-Time Regular employee (status code 6) is defined as an employee who has one (1) year, or more, of full-time service with the City as a Regular employee, and who subsequently moves, without a break in service, to work less than full-time. This status would also include employees involved in job share arrangements. Job share employees shall be required to sign a City approved contract stipulating the specific conditions and restrictions of the job share arrangement. A job share employee who has not served an official probationary period shall be subject to a one-year probationary period. A Part-Time Regular employee shall receive not less than the minimum rate for the job, and shall be eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation, and seniority accrual, but shall not be eligible for supplemental benefits for industrial injury, bereavement leave pay, jury duty pay, or other benefits as outlined herein. Part-time Regular employees shall accrue holiday pay on a prorated basis at the rate of fifty-two thousandths (.052) of an hour for each regular hour worked or on paid leave. Part-Time Regular employees are eligible for insurance coverage (pursuant to group health and welfare insurance contract provisions). If a Part-Time Regular employee elects group health and welfare insurance coverage, the premiums shall be shared by the City and the employee on a prorated basis at the same ratio to full-time employee benefits as the employee’s work hours bear to full-time employees’ work hours. If a Part-Time Regular employee moves to Regular status, the employee Packet Pg. 433 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 2 shall be credited with all continuous service in determining eligibility for such benefits as may accrue to the employee in the employee’s new status.

1.6 A Part-Time employee (status codes 8a and 8b) is defined as an employee hired to work less than a full-time employee, but not more than 1,560 hours in a fiscal year. A status code 8a employee works for a period not to exceed one thousand (1,000) hours per fiscal year. A status code 8b employee works for a period not to exceed one thousand five hundred and sixty (1,560) hours per fiscal year and is eligible to participate in the CalPERS retirement plan. A PartTime employee will be limited to less than 1,000 hours per fiscal year unless approved by the Personnel Director. A Part-Time employee shall receive not less than the minimum rate for the job, and shall be eligible for sick leave pay per California state law, but shall not be eligible for holiday pay, and other benefits as outlined herein, nor shall the employee be eligible for group health and welfare insurance coverage. The employee may be eligible for participation in the retirement plan pursuant to the City’s contract with PERS. After completion of twenty-four (24) months of continuous service, the employee will be entitled to vacation pay on the same basis as Regular employees. If a Part-Time employee is reclassified to Regular status, the employee shall be credited with the employee’s service as a Part-Time employee in determining eligibility for benefits, if any, as may accrue to the employee in the employee’s new status.

1.7 A Temporary employee (status code 9) is defined as an employee hired for temporary, occasional or seasonal work for a period not to exceed 1,000 hours in a fiscal year. A status 9 employee works on-call, seasonal, intermittent or on an irregular schedule for a period not to exceed one thousand (1,000) hours per fiscal year. A Temporary employee shall receive not less than the minimum rate for the job and shall be eligible for sick leave pay per California state law, but shall not be eligible for holiday pay, vacation pay, or other items as outlined in this document, nor shall the employee be eligible for insurance coverage or retirement plan participation, nor shall the employee accrue seniority, or promotion and transfer rights, or leave of absence rights. If a Temporary employee moves to another status, the employee shall not be credited with the employee’s service as a Temporary employee in determining eligibility for benefits.

1.8 A City Council member is defined as an elected officer elected by the citizens of the City of Redding. Members receive compensation pursuant to the City’s Municipal Code, are eligible for participation in California Public Employees Retirement System (CalPERS) pursuant to Government Code Section 20361 and are eligible for group health and welfare insurance coverage on the same basis as Regular employees. Pursuant to Sections 2.16.010 and 2.20.010 of the Redding Municipal Code, the elected City Clerk and the elected City Treasurer receive the same benefit level as a City Council member.

1.9 Probationary Periods: Regular and Part-Time employees shall serve a probationary period of one (1) year upon initial appointment to each status. Such probationary period is considered to be a continuation of the selection process and employees may be terminated from employment or demoted without recourse at any time, pursuant to the grievance procedure.

An employee’s probationary period shall be extended by the duration of any unpaid absence of ten (10) or more consecutive days. The probationary period will start over for any employee who transfers to another position during the probationary period. The probationary period may be extended in circumstances where further evaluation of the employee is necessary. Employees serving their initial probationary period shall not be eligible for leave of absence, supplemental benefits for industrial injury, nor be given preferential consideration for promotion or transfer.

Packet Pg. 434 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 3 Temporary employees do not serve a probationary period, as the appointment is temporary by definition and can be terminated at any time.

An employee transferring into an Unrepresented position on a promotional basis shall serve a probationary period of one (1) year upon appointment to the Unrepresented position. The probation period is considered an extension of the promotional process. Employees not successful during the promotional probation will not be eligible to return to their previous position, and are subject to termination from employment.

1.10 Re-employment: With the recommendation of a Department Director and approval of the Personnel Director, a past employee who both passed the probationary period and resigned in good standing may be re-employed within two years of the effective date of resignation, to a vacant position in the same classification. Such re-employment shall, for all purposes, be considered as though it were an original appointment. The reinstated employee shall serve a new probationary period.

ARTICLE 2: COMPENSATION AND CLASSIFICATIONS

2.1 Employees shall be paid the salary or wage rate established for their classification.

Upon initial appointment to a classification, an employee shall normally be paid the lowest compensation rate for that classification. An employee may, however, be paid a rate above the lowest rate if circumstances justify it. When an employee is appointed to a higher paid classification which has a compensation range overlapping the range of the employee’s previous classification, the employee shall be paid at the rate of the classification to which the employee is being appointed, which is at least five percent (5%) more than the employee’s present rate, but not more than the top rate of the classification to which the employee is appointed. Step increases require an overall performance evaluation rating of “meets job standards or higher,” at each and every successive pay step, Department Director and Personnel Director approval and may be granted after twenty-six (26) full pay periods of employment in each step of the established pay range. A full pay period as used herein is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours. A promotion to a higher paid classification does not change the anniversary date for compensation increases.

2.2 Exempt employees are eligible for Pay-For-Performance adjustments in accordance with the City’s Pay-For-Performance Policy. Salary rate changes shall be made on the first day of the pay period closest to the anniversary of an employee’s employment date.

2.3 Compensation shall be paid at bi-weekly intervals on Thursdays for a pay period ending no earlier than the preceding Saturday. If a payday falls on a fixed holiday, payments shall be made on the preceding workday. All employees hired after January 1, 2005, must make arrangements to have their pay deposited to a bank account via electronic transfer.

2.4 When an employee is temporarily assigned to work in a lower-paid classification than the employee’s normal classification, the employee’s compensation will not be reduced.

2.5 Whenever a Regular employee is assigned by the City to replace an absent employee in a higher-paid classification and the employee performs a substantial majority (greater than fifty percent [50%]) of the absent employee’s duties for a full work day, such employee shall Packet Pg. 435 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 4 have their compensation increased by at least five percent (5%), but not to exceed the range of the higher classification. Department Director approval is required.

2.6 When an employee is assigned to fill a vacant position or replace an absent employee in a higher-paid classification and performs a substantial majority (greater than fifty percent [50%]) of the duties of the higher classification for a period that extends beyond one full pay period, such employee shall be temporarily reclassified to the higher position. The employee’s compensation shall be increased by at least five percent (5%), but not to exceed the top of the range established for that classification. Department Director and Personnel Director approvals are required.

2.7 In addition to regular compensation, shift differential pay shall be added to the regular base rate of pay for regular hours worked as follows:

2.8 Educational incentives and Police Officer Standards and Training (POST) certification pay shall be added to base pay for Public Safety Management – Police Management personnel as follows, with a 12.5% incentive pay cap for both POST/educational incentives in this section and Bilingual pay incentive in Section 2.12 below (not including the $130 education incentive pay):

POLICE MANAGEMENT
* The annual additional educational incentive shall be $130 to be paid in equally divided installments with the City’s regular bi-weekly payroll processing. The additional education incentive will be added to any one (1) educational incentive pay.

2.9 Educational incentives and Professional Certificate/Specialty Assignment Incentive pay shall be added to base pay for Public Safety Management – Fire Management personnel as follows, with a 12.5% incentive pay cap for both Professional Certificate educational incentives in this section (not including the $100 education incentive pay):

PAY
PERCENTAGE EXCEPT WHEN:

Between 4:00 p.m. and 12 midnight 3.5% The shift ends on or before 6:00 p.m.

Between 12 midnight and 8:00 a.m. 5% The shift starts at 6:00 a.m. or later.

PAY REQUIREMENTS

2.5% * Associate of Arts or Science degree, or a POST Intermediate Certificate.

5.0% * POST Advance Certificate.

2.5%* Bachelor of Arts of Science degree

2.5% * Master’s Degree , POST Command College or FBI National Academy.

Formatted: Indent: Left: 0"
Formatted: Justified, Indent: Left: 0"
Formatted: Justified, Tab stops: Not at 0" + 0.5" + 0.56" + 0.81" + 1" + 1.5" + 2" + 2.5" + 3" + 3.5" + 4" +

4.5" + 5" + 5.5" + 6" + 6.5" + 7" + 7.5" + 8" + 8.5" +
9" + 9.5" + 10" + 10.5" + 11" + 11.5" + 12" + 12.5" +
13"
Formatted: Tab stops: Not at 0" + 0.5" + 0.56" + 0.81" + 1" + 1.5" + 2" + 2.5" + 3" + 3.5" + 4" + 4.5" + 5" +

5.5" + 6" + 6.5" + 7" + 7.5" + 8" + 8.5" + 9" + 9.5" +
10" + 10.5" + 11" + 11.5" + 12" + 12.5" + 13"
Formatted: Tab stops: Not at 0" + 0.5" + 0.56" + 0.81" + 1" + 1.5" + 2" + 2.5" + 3" + 3.5" + 4" + 4.5" + 5" +

5.5" + 6" + 6.5" + 7" + 7.5" + 8" + 8.5" + 9" + 9.5" +
10" + 10.5" + 11" + 11.5" + 12" + 12.5" + 13"
Formatted: Indent: Left: 0", First line: 0"
Formatted: Justified
Formatted: Indent: First line: 0"
Formatted: Justified, Tab stops: Not at 1.35"
Packet Pg. 436 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 5 FIRE MANAGEMENT
*The annual additional educational incentive shall be limited to $100 in total to be paid in equally divided installments with the City’s regular bi-weekly payroll processing. The additional education incentive will be added to any one (1) educational incentive pay. **Available only for the Deputy Fire Chief classification.

2.10 8 The City Manager may, based upon outstanding job performance, grant an exempt employee a one-time salary increase up to ten percent (10%) above the top of a classification range for a period not to exceed one (1) year. This one time increase is not cumulative and the employee would revert to the employee’s regular salary rate at the end of the one year period.

2.119 The City Manager, at his/her discretion, may provide severance pay not to exceed one year of salary to Administrative employees when it is deemed to be in the best interests of the City.

2.12 Bilingual pay shal be paid to the Chief of Policeclassification, if qualified through the Redding Police Department’srecognized testing process, to utilize bilingual skils (including sign language) as folows:

PAY REQUIREMENTS

2.5%* Fire Officer Certificate or Company Officer Certificate

2.5%* Associate of Arts or Science degree

2.5% *
California State Fire Marshal (CSFM) Chief Fire Officer Certification OR Center for Public Safety Excellence (CPSE) Chief Fire Officer Certificate.

2.5% * Bachelor of Arts or Science Degree

2.5% *
Master of Arts or Science Degree OR Executive Fire Officer Certificate OR National Fire Academy (NFA) Executive Fire Officer Certification

2.5%* Certification in Emergency Management from CalOES or Equivalent

5.0%** SCHMRT

2.5%** HAZMAT Team Leader (as designated by SCHMRT)

2.5%** HAZMAT Incident Commander, Emergency Management Specialist or Strike Team Leader
Packet Pg. 437 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 6 PAY REQUIREMENTS

2.5%* Proficient
*The bilingual pay incentive will be included in the regular rate of pay.

ARTICLE 3: HOURS AND OVERTIME

3.1 All Regular employees will receive full-time employment for each workweek employed, provided they report for duty and are capable of performing their work. This is not to be interpreted that the City does not retain the right to lay off or release employees on account of lack of work or other valid reason at the end of the workweek.

3.2 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday through Saturday, and except as otherwise provided, a basic workweek is normally defined to consist of five (5) consecutive workdays of eight (8) hours each. The basic workweek may begin on any day of the week and at any hour of the day during the workweek. Shift employees may be assigned any hour and/or days of work. The basic workweek or work shift may be modified by mutual agreement of the City and the affected employee(s) in those situations where such a modification serves the interests of both the City and its employees.

3.3 Except as otherwise provided in this section, overtime:

FOR FULL-TIME REGULAR EMPLOYEES IS DEFINED AS:

A Time worked in excess of forty (40) hours in a workweek.

B
Time worked in excess of eight (8), nine (9), ten (10), or twelve (12) hours as applicable on a scheduled workday.

C Time worked on a non-workday or on a holiday.

D Time worked outside of regular hours on a workday.

FOR PART-TIME AND TEMPORARY EMPLOYEES IS DEFINED AS:

A Time worked in excess of forty (40) hours in a workweek.

FOR PART-TIME OR TEMPORARY FIRE SUPPRESSION OR 24 HOUR SHIFT EMPLOYEES IS DEFINED AS:

A
Time worked in excess of two hundred forty (240) hours in an established 28-day work period.

3.4 Overtime shall be computed to the nearest one-quarter (1/4) hours.

3.5 In cases where the basic workweek or work shift has been modified by mutual agreement, these overtime requirements may be waived pursuant to applicable law.

3.6 Overtime wages shall be paid to non-exempt employees at a rate equivalent to one and one-half (1½) times the regular base rate of pay, or at the employee’s option, and with City approval, the employee may elect to receive time off with pay at the rate of one and one-half hours off for each overtime hour worked. Compensatory time off with pay shall be scheduled in the same manner as vacations are normally scheduled. Effective January 1, 2005, compensatory time off accrual shall be limited to eighty (80) hours per fiscal year and subject to a maximum Formatted: Justified, Widow/Orphan control, Tab stops: 0", Left + 1.31", Left + Not at -0.5" + 0" + 0.56" + 0.81" +

1.5" + 7" + 7.5" + 8" + 8.5" + 9" + 9.5" + 10" + 10.5"
+ 11" + 11.5" + 12" + 12.5" + 13"
Formatted: Justified, Widow/Orphan control, Tab stops: 0", Left + 1.31", Left + Not at -0.5" + 0" + 0.56" + 0.81" +

1.5" + 7" + 7.5" + 8" + 8.5" + 9" + 9.5" + 10" + 10.5"
+ 11" + 11.5" + 12" + 12.5" + 13"
Formatted: Justified, Widow/Orphan control, Tab stops: 0", Left + 0.5", Left + 1", Left + 1.31", Left + 2", Left + 2.5", Left + 3", Left + 3.5", Left + 4", Left + 4.5", Left + 5", Left + 5.5", Left + 6", Left + 6.5", Left
Packet Pg. 438 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 7 accumulation of one hundred sixty (160) hours. The working of overtime requires City management approval.

3.7 Exempt employees, who as a result of their exempt status are not eligible for overtime pay or compensatory time off, will not have their leave balances (vacation, sick leave, etc.) reduced for absences of less than four (4) hours. Department Director approval is required.

3.8 If an employee performs overtime work immediately following the end of the employee’s regular shift, the employee shall be paid overtime compensation only for the actual time worked. Employees who are entitled to overtime pay and who are required to report for work on their non-workdays, or on holidays they are entitled to have off, or outside of their regular hours on workdays, shall be paid overtime compensation for the actual time worked, but in no event for less than two (2) hours compensation each time an employee is required to report back to work, except however, that employees shall not be paid more than time and one-half the regular rate of pay for any given time period. If an employee reports back to work for such work outside of the employee’s regular hours on a workday and continues to work into the employee’s regular hours, the employee shall be paid overtime compensation only for the actual time worked.

3.9 Whenever personnel in the Deputy Fire Chief classification are required to change work schedules from forty (40) to fifty-six (56) hours or vice versa, the employee’s vacation and sick leave balances will be adjusted accordingly by applying the following formula:

ARTICLE 4: SICK LEAVE

4.1 Sick leave with pay shall be accumulated for each Regular and Part-Time Regular employee at the rate of forty six thousandths (.046) of an hour for each regular hour worked, or on paid leave. (Accrual rate approximately one [1] day per month.) Part-time and Temporary employees will accrue paid sick leave at a rate of one hour for every 30 hours worked which is equivalent to a rate of .033 per hour worked. Part-time and Temporary employees shall eligible to use the sick leave accrual on the 90th day of employment, and will be limited to 24 hours or three days of paid sick leave in each year of employment.

4.2 Paid sick leave shall be allowed for a non-work related absence due to:

WORK SCHEDULE FACTOR
Forty (40) to fifty-six (56) hours 1.4
Fifty-six (56) to forty (40) hours 0.715
Packet Pg. 439 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 8 “Immediate family” as used herein includes only the employee’s spouse, children, grandchildren, brothers, sisters, parents or grandparents of spouse or employee, or other persons who are living in the employee’s immediate household. The relationships included herein shall apply whether by blood or marriage. Sick leave to include mental or physical illness.

4.3 Management may require satisfactory evidence of sickness or disability, including written verification from a licensed medical practioner, before payment for sick leave will be made. The City may also require an employee requesting to return to work after sick leave or leave of absence for medical reasons to submit to a medical examination at City expense by a physician or physicians approved by City for the purpose of determining that such employee is fit and able to perform the duties of the employee’s former position without hazard to the employee, fellow employees, or the employee’s own permanent health.

4.4 If an employee is off on sick leave on a fixed holiday, the holiday credit will be used. However, if an employee is off on sick leave on a floating holiday, sick leave balances will be used and the holiday credit will be deferred.

4.5 In the event an employee exhausts all paid leave as a result of an illness or injury, and subject to the approval of the employee’s Department Director and the Personnel Director, such employee may be advanced sick leave from his or her future accruals up to eighty (80) hours.

Once the employee returns to duty, sick leave accrual hours will be applied to the negative sick leave account until it is zero. Should the employee terminate City employment with a negative sick leave balance, appropriate adjustments will be made to final paid leave cash pay-outs or other City monies owed the employee. If insufficient funds are due to the employee by the City, the employee shall directly reimburse the City for advanced sick leave in excess of the funds, if any, previously withheld. Such direct reimbursement will be waived for employees who are terminally ill or totally disabled (100%).

4.6 Any employee who after ten (10) years but less than fifteen (15) years of continuous service to the City terminates employment shall be paid at the employee’s regular pay rate for thirty-three and one-third percent (33 a%) of the employee’s accumulated sick leave hours. For employees with fifteen (15) years but less than twenty (20) years of continuous service, the percentage set forth above shall be increased to forty-five percent (45%). For employees with twenty (20) years or more continuous service, the percentage set forth above shall be increased to sixty percent (60%).

A
The inability of an employee to be present or perform duties because of personal illness, off-duty injury, or confinement for medical treatment.

B
The ability to attend personal medical or dental appointments, which are impractical to schedule outside of regular working hours.

C
The need to be present during childbirth, surgery, critical illness or injury involving members of the immediate family for up to forty (40) hours per incident.

D
For family sick leave up to forty-eight (48) hours per calendar year for members of the immediate family.

Packet Pg. 440 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 9 Upon retirement, any sick leave pay out the employee is eligible to receive will be transferred into the VantageCare Retirement Health Savings Plan on a pre-tax basis. The sick leave pay out amount will be calculated using the percentage levels described in the paragraph above. However, if the sick leave payout is less than $5,000, then the employee is not entitled to participate in the VantageCare Retirement Health Savings Plan and shall receive a cash pay out as described in the paragraph above. Any sick leave amount remaining will be used as service credit toward the employee’s retirement benefit through CalPERS, pursuant to the contract between the City of Redding and CalPERS.

ARTICLE 5: VACATIONS

5.1 Regular and Part-Time Regular employees shall accrue vacations, based on the length of their continuous service measured from their date of employment, with pay up to a maximum of 500 hours, for each regular hour worked, or on paid leave, as follows:

ACCRUAL

RATE PER
HOUR
FROM

THROUGH
PAY
PERIOD

APPROXIMATE

ACCRUAL RATE

YEARS OF

SERVICE
A .039 Date of Employment 104th 2 weeks 1-4
B .058 105th 234th 3 weeks After 4
C .068 235th 364th
3 ½ weeks After 9
D .077 365th 494th 4 weeks After 14
E .087 495th 624th
4 ½ weeks After 19
F .096 625th
-- 5 weeks After 24

5.2 A full pay period as used herein is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.

5.3 The City Manager may authorize the accrual of vacation for a new Regular employee at a rate that exceeds the rate prescribed for the employee’s actual years of service.

5.4 In the event of departmental cancellation of a previously scheduled vacation or of a paid leave of absence due to industrial injury where such employee would exceed the maximum vacation accrual, the accumulation of vacation hours may exceed the established vacation maximum. In the event of an absence due to an illness or injury that is not job related, the Personnel Director may approve the accumulation of vacation hours in excess of the established vacation maximum. The City Manager may also approve the accumulation of vacation hours in excess of the stated maximum for other extenuating circumstances. Whenever such excess accruals occur, the employee shall have one year from the date the vacation was canceled or from the date the employee returns to work from illness or injury to utilize the excess accrual.

5.5 It is City policy that employees take their normal vacation each year at such time or times as may be approved by their Department.

5.6 Vacation cannot be accrued while an employee is in a non-pay status.

5.7 Vacations will be scheduled throughout the calendar year. Employees with greater seniority will be given preference over those with less seniority in the selection of a vacation Packet Pg. 441 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 10 period, provided, however, that if the senior employee splits his/her vacation by requesting less than a full year’s allowance to be scheduled on consecutive workdays, the employee’s preferential rights shall only apply on one period in that calendar year prior to all other employees being given consideration in the selection of their first choice vacation period.

5.8 The City shall not require an employee to take vacation in lieu of sick leave or leave of absence on account of illness.

5.9 If an employee is off duty on vacation on a fixed holiday, the paid holiday will be used. If an employee is off on vacation on a floating holiday, vacation balances will be used and the paid holiday will be deferred.

5.10 Employees whose employment with the City is terminated for any reason shall, at the time of separation, receive pay for any unused vacation hours previously earned.

5.11 The City will, at the employee’s option, compensate employees for accumulated vacation during any fiscal year as follows:

MINIMUM

ACCRUAL

MAXIMUM

HOURS PAYABLE
120 40
240 80
360 120

5.12 Employees may contribute their earned vacation hours to an employee approved for the vacation donation program. Vacation is donated and granted on the basis of the dollar value of the donor’s base pay rate.

ARTICLE 6: HOLIDAYS

6.1 Regular employees, except as otherwise provided herein, shall be entitled to have the following holiday time off with pay:

DESCRIPTION OF HOLIDAY Fixed Floating
1 January 1st X
2 The third Monday in January, known as Martin Luther King, Jr. Day X 3 Lincoln Day X
4 The third Monday in February, known as President’s Day X 5 The last Monday in May, known as Memorial Day X
6 July 4th X
7 First Monday in September, known as Labor Day X
8 Employee’s Birthday X
9 June 19th, known as Juneteenth X
Packet Pg. 442 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 11 10 November 11th, known as Veteran’s Day X
11 Thanksgiving X
12 Friday after Thanksgiving X
13 The last half of the normal work shift before Christmas X 14 December 25th X

6.2 If any of the foregoing holidays falls on a Sunday, the Monday following shall be observed as the holiday, except by those employees who are regularly scheduled to work on Sunday other than on an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such holidays on Sunday. If any of the foregoing holidays falls on a Saturday, the preceding Friday shall be observed as the holiday, except by those employees who are regularly scheduled to work on Saturday other than on an overtime basis. Employees who are regularly scheduled to work on Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays falls on any day from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday for an employee, such employee shall be entitled to receive another workday off with pay, to be scheduled in the same manner as vacation days are normally scheduled. Employees who work alternative work schedules commonly known as 9/80’s will be entitled to paid holiday for eight (8) hours, as applicable. If a holiday falls on a usual nine-hour working day, one hour of vacation or compensatory time will be charged to make up the short fall of the eight-hour holiday versus the nine hours of missed work. If the employee has no vacation time, one extra hour at straight time must be worked during that pay period.

6.3 An employee may observe the employee’s birthday holiday on the employee’s birthday or anytime during the pay period in which the birthday occurs, or the holiday may be deferred and scheduled as vacations are normally scheduled. Floating holidays shall be scheduled by employees and the employee’s supervisor in the same manner as vacations are normally scheduled. When an employee is required to work on a floating holiday the employee shall receive pay at the straight time rate.

6.4 Notwithstanding the foregoing, employees regularly assigned to work twelve (12) hour shifts at the Redding Power Plant shall not be entitled to observe the following holidays; Lincoln Day, Columbus Day, Veterans Day nor the employee’s birthday.

6.5 Employees assigned to work ten (10) hour shifts for the Electric Department shall revert back to a normal eight-hour workday during the weeks in which holidays occur.

6.6 Employees may be scheduled to work on fixed holidays, in which event an employee will, in addition to holiday pay, be compensated at the overtime rate of pay for all time worked on such days. An employee may, however, elect to observe that holiday at another time, to be scheduled in the same manner as vacation days are normally scheduled. In which event, the employee will only be compensated for time worked on that day at the overtime rate of pay and shall not receive holiday pay.

An employee must be in a paid status on both workdays immediately adjacent to the holiday in order to receive pay for the holiday.

ARTICLE 7: ADMINISTRATIVE LEAVE
Packet Pg. 443 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 12 7.1 Exempt employees may be eligible for paid time off per calendar year as indicated below:

ADMINISTRATIVE

LEAVE MAY BE
GRANTED TO:

WITH

DEPARTMENT DIRECTOR

APPROVAL
WITH

CITY MANAGER

APPROVAL
Exempt employees: 40 Hours 80 Hours

7.2 Administrative leave is granted on the payroll period closest to January 1 and must be used by the end of the calendar year or it is forfeited without compensation. No administrative leave shall be carried over to the next calendar year, nor shall unused administrative leave be converted to compensation.

7.3 Employees are to schedule administrative leave in the same manner as vacation with the approval of their Supervisor.

7.4 Employees appointed to an exempt position after the first of the year may be granted leave on a prorated basis. Administrative Leave balances may be adjusted when employees separate employment prior to the end of the calendar year.

7.5 Administrative leave may not be taken for the purpose of outside employment or for self employment.

ARTICLE 8: FUNERAL (BEREAVEMENT) LEAVE

8.1 Regular employees who are absent from work due to the death of a member of the employee’s immediate family shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed forty (40) working hours per incident.

8.2 “Immediate family” as used herein includes only employee’s spouse; children, grandchildren, brothers, sisters, parents, or grandparents of either employee or spouse; or other persons who are living in the employee’s immediate household. The relationships included herein shall apply whether by blood or marriage.

8.3 Regular employees who are absent from work to attend the funeral of a person other than an immediate family member shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed one (1) regularly scheduled work day per incident. A maximum of twenty-four (24) hours may be utilized for this type of leave in a calendar year.

8.4 An employee must be in a paid status on both scheduled workdays immediately adjacent to funeral leave in order to receive pay for such leave.

ARTICLE 9: JURY/WITNESS DUTY

9.1 A Regular employee who is summoned for jury duty and thus absent from the work place will be paid for the time lost at the employee’s regular rate of pay.

Packet Pg. 444 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 13 9.2 Whenever any employee is subpoenaed to testify in court as a result of the employee’s employment and the employee is not an opposing party to the City, the employee shall be paid for all regular time lost. Employees subpoenaed by the Court for matters unrelated to City business must utilize vacation or other appropriate leave balances.

9.3 An employee must be in a paid status on both scheduled workdays immediately adjacent to the jury duty in order to receive pay for such leave.

ARTICLE 10: LEAVES

10.1 A leave of absence may be granted to employees by the City Manager for urgent and substantial reasons, up to a maximum of one year, providing satisfactory arrangements can be made to perform the employee’s duties without undue interference with the normal routine of work. Employees in an initial probationary period, Part-Time or Temporary status, are not eligible for leave of absence unless eligible pursuant to the Family Medical Leave Act or the California Family Medical Leave Act.
(a) A leave will commence on and include the first workday on which the employee is absent and terminates with and includes the workday preceding the day the employee returns to work.
(b) All applications for leave of absence shall be made in writing except when the employee is unable to do so. The conditions under which an employee will be restored to employment on the termination of leave of absence shall be clearly stated by the City in conjunction with the granting of a leave of absence. An employee is required to submit medical certifications as to the conditions necessitating the leave if the leave is a result of exhaustion of sick leave. If the leave should exceed the initial request, the employee is responsible for requesting additional time off and providing current medical certifications and return to work dates. Upon an employee’s return to work after a leave of absence, the employee will be reinstated to the employee’s former position and working conditions, providing that the employee is capable of performing the duties of the employee’s former position, except that if there has been a reduction of forces or the employee’s position has been eliminated during said leave, the employee will be returned to the position the employee would be in, had the employee not been on a leave of absence.
(c) An employee’s status as a Regular employee will not be impaired by a leave of absence and the employee’s seniority will accrue.
(d) If an employee fails to return immediately on the expiration of the employee’s leave of absence or if the employee accepts other employment without prior City approval while on leave, the employee will thereby forfeit the leave of absence and employment with the City may be terminated.
(e) An employee on a leave of absence as provided herein shall not accrue vacation or sick leave benefits nor maintain group health and welfare insurance coverage. An employee may, if eligible, maintain group insurance coverage at the employee’s expense providing the full monthly premium is received by the City Treasurer on or Packet Pg. 445 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 14 before the first day of the month for which the premium is intended.

Notwithstanding the above, however, if the leave of absence is as a result of exhaustion of sick leave benefits, an employee’s group health insurance may be maintained for up to three (3) calendar months on the normal premium-sharing formula, providing the employee pays his/her employee’s share of the premium on a timely basis.

10.2 Family and medical leave for employees shall be administered in accordance with the provisions of the Federal Family and Medical Leave Act (FMLA), 29 USC Section 2601 et seq., and the provisions of the California Family Rights Act (CFRA), Code of Regulations, Title 2, Division 4, Section 7297.0 et seq., as may be amended from time to time.

10.3 Pregnancy Disability Leave shall be administered in accordance with the provisions of California Code of Regulations, Title 2, Division 4, Section 7291.2 et seq.

10.4 Vacation Donation Program
(a) This program has been established to allow employees to donate accrued vacation hours to eligible employees in need. The purpose of this program is to provide a means by which the eligible employee may obtain authorized paid time off. Employees eligible for the program must:

1. Be a Regular or Part-Time Regular employee already having completed an initial probationary period;

2. Have a verifiable long-term illness or injury (non-work related). For this program, long term is defined as no less than four (4) weeks in duration. It is the employee’s responsibility to complete and return a Request for Donation form to the Personnel Department and attach to it a letter from a licensed physician certifying that the employee has a long-term illness or disabling injury of at least a four-week duration;

3. Not be eligible for long-term disability insurance benefits;

4. Have exhausted all accrued leaves, including advanced sick leave benefits, resulting in the employee being in an unpaid status if on approved leave;

5. Have requested and exhausted a sick leave advance.

6. Have the concurrence of the Department Director and Personnel Director. (b) Once an employee is determined eligible, a posting will be distributed and use of the donated hours will start as soon as possible. (c) When utilizing the donation program, recipients shall receive their normal regular rate of pay, as if being on paid leave status. The benefit shall be payable on regularly scheduled pay days. A minimum of twenty (20) hours per week must be utilized when there are available balances. As with paid leave status, recipients shall continue to be eligible to participate in the group health and welfare related benefits provided by the City.

Packet Pg. 446 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 15 ARTICLE 11: INDUSTRIAL DISABILITY

11.1 A Regular employee, who has completed their initial probationary period, and who becomes disabled as a result of a work-related injury or illness and is deemed eligible for benefits under the Workers’ Compensation and Insurance Chapters of the State Labor Code, shall receive compensation at the rate of eighty-five percent (85%) of the employee’s regular pay. This payment shall be made in lieu of temporary disability payments, which would be paid under the State Labor Code, for the period of disability not to exceed six (6) months. At the conclusion of six (6) months of supplemental benefits at the eighty-five percent (85%) rate, benefits are reduced to seventy percent (70%) of the employee’s regular pay for an additional six (6) month period. At any time the employee’s injury/illness is determined to be permanent and stationary or the employee is retired on a disability pension through CalPERS, eligibility under this provision ceases.

Employees who are covered under the provisions of California Labor Code, Section 4850 and those employees in their initial probationary period are excluded from this benefit.

In exchange for this benefit, the employee shall pay over to the City compensation received as a result of the disability, whether from Workers’ Compensation, State Disability Insurance (SDI), employee group health and welfare insurance benefits or unemployment compensation benefits. Privately secured insurance is excluded. The employee shall affirmatively assist the City in obtaining any such benefits to which the employee may be entitled, but has not yet received arising out of the disability. In no event shall such payment from the employee to the City from such sources exceed the amount of the supplemental benefits paid to the employee by the City in accordance with the provisions of the above paragraph.

11.2 An employee who is absent by reason of industrial disability may be returned to work by the City and given temporary light duties within the employee’s ability to perform, pursuant to the City’s Modified Duty Policy.

11.3 If a third party is found to be responsible for the employee’s industrial injury and the employee recovers a judgment in damages from said third party, then all supplemental benefits received as provided for in 11.1 not already repaid from the other sources mentioned in 11.1 shall be repaid to the City by the employee.

11.4 Vacation and sick leave shall accrue while an employee is absent from work and receiving the supplemental benefits as set forth in 11.1 or the benefits of Section 4850 of the Labor Code of the State of California. Regular and Part-Time Regular employees who are not in a Citypaid status and on leave receiving Workers’ Compensation temporary disability benefits, may, at their option, maintain their group health insurance coverage for up to a maximum of a cumulative total of three (3) years, which includes the period in which the employee is receiving supplemental disability benefits as set forth under 11.1, provided the employee pays his or her normal share of the group health insurance program premium, if any. Holidays which occur during the period for which an employee is receiving temporary disability compensation shall not be recognized for compensation purposes.

ARTICLE 12: EXPENSES
Packet Pg. 447 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 16 12.1 The following provisions allow for a fair and equitable means of reimbursing expenses incurred while conducting City business, i.e., traveling to authorized meetings, seminars, training sessions, luncheons and other events approved by the Department Director.

12.2 Transportation-Related Expenses:
(a) When City business requires that an employee commute to or from work in a City owned or leased vehicle, that employer provided vehicle cannot be used for any personal purposes. The value of this benefit is to be included in the assigned employee’s gross wages at a rate established by the Internal Revenue Service (IRS). (b) Whenever employees use their personal vehicles for City business at the City’s convenience, reimbursement will be at the rate per mile established by the City Manager, but not higher than the rate established by the Internal Revenue Service. (c) Whenever employees use their personal vehicle for the employee’s convenience for out of City travel on official City business, the total allowance for transportation shall in no case exceed the cost of coach-class air passage if such service is available. (This would include any additional expenses that would be incurred for lodging, meals and other expenses.) (d) The City is not responsible for any loss or damage, operating maintenance or repair expenses to personal vehicles used on City business. (e) Travel time will be allowed on the same basis as if the employee had traveled by air. The employee will charge to the City only the time that would have been required to make the trip using airline transportation. All time in excess of air travel time will be charged to the employee. Exceptions may be authorized by the Director of Finance in cases where it is beneficial to the City for the employee to use their personal vehicle.

12.3 Lodging and Meal Related Expenses:
(a) Employees who have a temporary work assignment at such distance that it is impractical for them to return to their regular residence will receive a per diem for meals, lodging and incidental expenses as determined utilizing the GSA Travel Rate for the duration of such assignment. The time spent by such employees in traveling to such temporary assignment at its beginning, to and from home on holidays and weekends, and from such temporary assignment at its conclusion will be paid by the City.
(b) Not withstanding (a) above, Lodging expenses may be reimbursed at actual and reasonable costs as approved by the Department Director, or designee. Receipts are required to support expenses.
(c) Travel per diem are included in an individual’s gross wages as determined by the Internal Revenue Service (IRS).

12.4 The City shall pay the reasonable cost of repair or a prorated replacement of uniforms, glasses, watches or other personal property up to three hundred dollars ($300) damaged in the course of employment. This provision does not apply to items lost or damaged as a result of negligence of the employee.

Packet Pg. 448 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 17 12.5 An employee who is required to change residence to accommodate employment with the City may be compensated for moving expenses, under special circumstances, subject to approval by the City Manager.

ARTICLE 13: UNIFORM ALLOWANCE

13.1 An annual uniform allowance shall be provided to Public Safety Management personnel required to wear a uniform as part of their normal job duties, as opposed to occasional ceremonial functions, as follows:

CLASSIFICATION AMOUNT
Fire Chief $900
Police Chief $900
Deputy Fire Chief $900
Police Services Manager $600

13.2. The annual uniform allowance will be paid in equally divided installments on a biweekly basis with the City’s regular payroll processing.

13.3. Effective upon City Council approval, the Fire Chief and Deputy Fire Chief will be provided a one-time payment in the amount of $300 and $400 respectively to be used toward their uniform allowance. Beginning with the next fiscal year thereafter, the annual uniform allowance will be as follows:

CLASSIFICATION AMOUNT
Fire Chief $1,200
Police Chief $1,300
Deputy Fire Chief $1,200
Police Services Manager $600

13.4. Newly hired employees will receive the full amount indicated above in Section

13.3. In July following the new employee’s hire date, regardless of time with the respective department, the employee will begin receiving bi-weekly installments with the regular payroll.

ARTICLE 14: EMPLOYEE GROUP HEALTH & WELFARE INSURANCE BENEFITS

14.1 Regular and Part-Time Regular employees and City Council members are eligible to participate in the City’s group health and welfare insurance benefit program, which includes the medical, prescription, dental, vision, life and long term disability insurance plans, effective the first day of employment. The City shall pay the cost of the program for Regular employees and City Council members and dependents as indicated below. If a Part-Time Regular employee elects insurance coverage, premiums shall be shared by the City and the employee on a pro-rated basis at the same ratio to full-time employee benefits as the employee’s work hours bear to full-time employees’ work hours. Benefit highlights include:

Packet Pg. 449 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 18 (a) Life Insurance: Twice annual compensation up to $250,000. More specific benefit information is provided in the carrier’s booklet. (b) Health Benefits: City’s contribution toward the monthly group health and welfare insurance composite premium rate shall be ninety percent (90%) and the employee will begin paying ten percent (10%) of the rate through a bi-weekly payroll deduction. The ten percent (10%) co-share of premium will be recalculated every January 1st to coincide with the renewal of the City’s Group Health Insurance Plan. The City has established a Section 125 Plan to redirect the portion of the employee’s salary to pay, on a pre-tax basis, the employee’s contribution toward the medical, prescription, dental and vision insurance composite premium rate.

Beginning Calendar Year 2013, the City will offer two health plans, a “Base Plan” and an optional “Buy Up Plan”. All eligible employees will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Buy Up Plan” initially, and during the open enrollment period for each subsequent calendar year. Changes will be effective at the beginning of the following calendar year. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be ninety percent (90%) and the employee will pay ten percent (10%) of the premium rate through a bi-weekly payroll deduction. Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 90% of the “Base Plan” composite rate.

Effective December 29, 2019, the City’s contribution for the Group Health and Welfare Insurance Plan will transition to a monthly flat rate contribution. The City’s monthly flat rate contribution will be established for Calendar Year 2020 in the amount equal to a 90% City contribution toward the “Base Plan”. Each year thereafter, the City and the employee will share the premium increase in equal amounts (50% each). Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution toward the “Base Plan” rate.

Effective December 25, 2022, all employees participating in the Group Health and Welfare Insurance Plan will pay twenty percent (20%) co-share of premium. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be 80%. Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 80% of the “Base Plan” composite rate.

Effective February 19, 2019, all active employees will be able to select an optional high deductible plan (medical and prescription only) as an additional lower cost option for group health. The City will contribute a flat rate monthly amount, limited to the amount of the City’s contribution toward the “Base Plan”, for the high deductible plan. Retirees are not eligible for the high deductible plan.

For specifics regarding the City’s Group Health and Welfare Benefit Plan, refer to the Benefit Summary Plan Description.

Employees with spousal coverage will be allowed to “opt out” of the City’s group health and welfare insurance coverage (cease paying their share of the premium) beginning on January 1, 2013. Employees “opting out” of the City’s group health benefits must provide proof of alternative health care coverage on an annual basis during the open enrollment period. (c) Prescription Benefits: Employee co-payments as shown in the following table:

Retail (34 days’ supply)
Effective 9/1/2011
Co-Payment
Effective 1/1/21
Co-Payment
Packet Pg. 450 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 19 Generic $10.00 $10.00
Brand $40.00 $50.00
No Generic Available $20.00 $20.00
Mail (90 days’ supply)
Generic $20.00 $20.00
Brand $70.00 $100.00
No Generic Available $40.00 $40.00
Note: Maintenance medications (i.e. a medication taken longer than 60 days) that are filled at the retail co-pay amount more than twice will be filled at the mail order co-pay amount.

The premium cost of the Prescription benefit program is outlined under “Health Benefits” above. (d) Dental Benefits: The premium cost of the Dental benefit program is outlined under “Health Benefits” above. For specifics regarding the City’s Dental Plan, refer to the Benefit Summary Plan Document.
(e) Long Term Disability: After three (3) months, sixty percent (60%) of employee’s compensation to a maximum of $5,000 per month integrated with all other income benefits payable to age 65. More specific benefit information is provided in the carrier’s booklet. (f) Vision Care: The premium cost of the Vision benefit program is outlined under “Health Benefits” above. For specifics regarding the City’s Vision Plan, refer to the Benefit Summary Plan Document.

Effective September 1, 2011, health benefits not provided by Blue Shield will no longer be offered.

14.2 (a) Tier I – Group Health Benefits at Retirement for Employees and Elected Officials Hired or Elected Prior to August 7, 2011
All active employees and elected officials hired or elected prior to August 7, 2011, who retire from the City with five (5) or more years of City service (and eligible for CalPERS benefits upon separation of service) shall be eligible for the City to pay a 50% proportionate share of costs of the insurance premium should the active employee or elected official transitioning to retirement elect to participate in the group health plan or the group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee or elected official must go directly from active status to retiree status with CalPERS. To maintain a qualified status, and to continue to receive the benefit, the retiree must continue the group medical insurance during retirement without a break in coverage. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death of a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse. The City will not contribute payments on behalf of any retiree hired prior to August 7, 2011 except as set forth above.

14.2 (b) Tier 2 – Group Health Benefits at Retirement for Employees and Elected Officials Hired or Elected On or After August 7, 2011
Packet Pg. 451 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 20 All active employees and elected officials hired or elected on or after August 7, 2011, who retire during the term of this MOU and who have five (5) or more years of City service (and are eligible for CalPERS benefits upon separation of service) shall be eligible for the City to pay a proportionate share of the cost of the insurance premiums in accordance with the following formula: two percent (2%) for every year of active service with the City of Redding up to a maximum of fifty percent (50%) should the active employee or elected official transitioning to retirement elect to participate in the group health plan or the group health, dental and vision plan also made available to active employees. To initially qualify for the benefit, the employee or elected official must go directly from active status to retiree status with CalPERS. To maintain a qualified status, and to continue to receive the benefit, the retiree must continue the group medical insurance during retirement without a break in coverage and the retiree and their covered spouses who reach Medicare A/B eligibility age must enroll in Medicare. Payments by the City will be discontinued upon termination of group medical insurance coverage by the City retiree or loss of qualified status by the retiree. Following the death a retiree, the surviving spouse, if any, may continue the insurance and the City will continue the benefit on the same terms and conditions for the life of the surviving spouse. The City will not contribute payments on behalf of any retiree hired after August 7, 2011 except as set forth above.

14.2 (c) Retiring employees who were hired or who worked under a different Memorandum of Understanding (MOU) or City Resolution than the one in effect at the time of retirement shall be vested with the greatest retiree premium co-share formula in effect and for which that employee qualified for during his or her term of employment.

14.2 (d) Beginning Calendar Year 2013, the City will offer two health plans, a “Base Plan” and an optional “Buy Up Plan”. All retired employees participating in the group health plan will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Buy Up Plan” initially, and during the open enrollment period for each subsequent calendar year. Changes will be effective at the beginning of the following calendar year. The City shall pay a proportionate share of the cost of the “Base Plan” insurance premiums as outlined above in sections 14.2 (a) and

14.2 (b). Participating retired employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of the “Base Plan” composite rate. The City’s proportionate share of payments referenced above in 14.2 (a) and 14.2 (b) shall apply only to the premium for the “Base Plan”.

14.3 Regular employees are eligible to participate in the City’s Deferred Plan through voluntary payroll deductions from the employee’s pay.

14.4. The City offers the VantageCare Retiree Health Savings Plan to Regular employees.

ARTICLE 15: RETIREMENT PROGRAM

15.1 All Regular, Part-Time Regular, qualified Part-Time employees, and elected officials are covered by the California Public Employees’ Retirement System (CalPERS) program.

Elected officials may choose to opt out of participating in CalPERS at the time of assuming office.

Tier 1 – Non-Safety Employees and Elected Officials

15.2 (a) Regular employees hired prior to January 1, 2013, and elected officials elected prior to that date, and those considered to be “Classic CalPERS Members” and will be covered Packet Pg. 452 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 21 under the 2.0% at age 55 retirement benefit formula with the 12 highest paid consecutive months final compensation provision. Employees and elected officials will be covered by the Indexed level of 1959 Survivors’ Benefit Program (Government Code Section 21382.4), Survivor Continuance allowance; credit for unused sick leave; and military service credit buy back option.

The employee contribution of seven percent (7%) of pensionable earnings will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis or monthly for elected officials.

Regular employees vested in Tier 1 who leave City employment and subsequently are rehired will be re-employed with Tier 1 status for CalPERS benefits.

All CalPERS eligible Tier 1 employees agree to cost sharing of the CalPERS contribution rate in accordance with Government Code Section 20516, effective December 27, 2020. The additional contribution of pensionable earnings will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Employees have agreed to cost sharing of the contribution rate in accordance with Government Code Section 20516 as follows:
• One percent (1.0%), effective December 27, 2020 [total employee contribution of 8%]; • An additional 1.125 percent (1.125%) for a total of nine point one two five percent (9.125%), effective as soon as administratively feasible after City Council approval of the successor Employment & Benefits Policies for Unrepresented Employees [total employee contribution of 9.125%]
• Effective December 27, 2020:

Increase contribution rate 1%
The City will also provide non-safety employees hired prior to August 7, 2011, and elected officials elected prior to that date with the Public Agency Retirement System (PARS) 0.7% at age 55 retirement benefit formula for each year of regular City Service, any prior CalPERS service and CalPERS service credit purchased and credited to the employee’s City of Redding CalPERS account while an employee or elected official of the City as a supplement to the CalPERS benefit, so long as the employee or elected official is vested with five (5) years of City service.

Effective October 7, 2017, all regular employees receiving the Public Agency Retirement System (PARS) benefit will make begin making an employee contribution of 2% of pensionable earnings that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Effective December 26, 2021, all regular employees receiving the Public Agency Retirement System (PARS) benefit will make an additional employee contribution of .7% of pensionable earnings (to equate to a total contribution of 50% of normal cost) that will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis. This amount is subject to change based upon the bi-ennial actuarial valuation for the PARS retirement benefit to equal 50% of normal cost.

Tier 2 – Non-Safety Employees and Elected Officials

15.2 (b) Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA), employees hired on or after January 1, 2013, and elected officials elected on or after that date will be covered by the 2.0% at age 62 retirement formula with the 36 highest consecutive months final compensation provision as a “New CalPERS Member” if the employee or elected official 1) has not been a member of a California Public Retirement System, or 2) had prior Formatted: List Paragraph, Left
Formatted: Font: Times New Roman, 12 pt
Packet Pg. 453 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 22 CalPERS/reciprocity service with a break in service of six months or longer. Employees and elected officials will be covered by the Indexed level of 1959 Survivors’ Benefit Program (Government Code Section 21382.4) Survivor Continuance allowance; credit for unused sick leave; and military service credit buy back option. Also pursuant to PEPRA, New CalPERS Members will be responsible for paying one-half of the total normal cost rate for the retirement benefit on a bi-weekly pre-tax basis for employees or monthly for elected officials.

Employees hired on or after August 7, 2011, and elected officials elected on or after that date will not be eligible for the Public Agency Retirement System (PARS) 0.7% at age 55 supplemental retirement benefit formula.

Tier 1 – “Classic” Public Safety Management Employees

15.2 (c) Public Safety Management employees hired prior to September 8, 2012, will be covered under the 3.0% at age 50 retirement benefit formula with the 12 highest paid consecutive months final compensation provision. Employees will be covered by the Fourth Level of 1959 Survivors’ Benefit Program (Government Code Section 21382.4), Survivor Continuance allowance; credit for unused sick leave; fifty percent (50%) ordinary disability benefit and military service credit buy back option. The employee contribution of nine percent (9%) of pensionable earnings will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis. .

Employees have agreed to cost sharing of the contribution rate in accordance with Government Code Section 20516 as follows:
• Three percent (3.0%), effective December 29, 2019 [total employee contribution of 12%]; • An additional 1.5 percent (1.5%) for a total of four and a half percent (4.5%), effective June 13, 2021 [total employee contribution of 13.5%];
• An additional 2 percent (2%) for a total of six and a half percent (6.5%), effective September 5, 2021 [total employee contribution of 15.5%]; • An additional 2 percent (2%) for a total of eight and a half percent (8.5%), effective September 4, 2022 [total employee contribution of 17.5%].

Regular employees vested in Tier 1 who leave City employment and maintain CalPERS membership, and subsequently are rehired, will be re-employed with Tier 1 status for CalPERS benefits.

Tier 2 – “Classic” Public Safety Management Employees

15.2 (d) Public Safety Management employees hired between September 8, 2012, and December 31, 2012, and those hired on or after January 1, 2013 who are considered to be “Classic CalPERS Members” will be covered under three percent (3%) at age 55 retirement benefit formula using an average of the highest paid consecutive 36 months of employment when determining final compensation. Employees will be covered by the Fourth Level of 1959 Survivors’ Benefit Program (Government Code Section 21382.4), Survivor Continuance allowance; credit for unused sick leave; fifty percent (50%) ordinary disability benefit and military service credit buy back option.

The employee contribution of nine percent (9%) of pensionable earnings will be paid by the employee through a bi-weekly payroll deduction on a pre-tax basis.

Packet Pg. 454 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 23 Employees have agreed to cost sharing of the contribution rate in accordance with Government Code Section 20516 as follows:
• Three percent (3.0%), effective December 29, 2019 [total employee contribution of 12%]; • An additional 1.5 percent (1.5%) for a total of four and a half percent (4.5%), effective June 13, 2021 [total employee contribution of 13.5%];
• An additional 2 percent (2%) for a total of six and a half percent (6.5%), effective September 5, 2021 [total employee contribution of 15.5%]; • An additional 2 percent (2%) for a total of eight and a half percent (8.5%), effective September 4, 2022 [total employee contribution of 17.5%].

Regular employees vested in Tier 1 who leave City employment and maintain CalPERS membership, and subsequently are rehired, will be re-employed with Tier 1 status for CalPERS benefits.

Tier 3 – “PEPRA” Public Safety Management Employees

15.2 (e) Pursuant to the California Public Employees’ Pension Reform Act of 2013 (PEPRA), employees hired on or after January 1, 2013, will be covered by the 2.7% at age 57 retirement formula with the 36 highest consecutive months final compensation provision as a “New CalPERS Member” if the employee 1) has not been a member of a California Public Retirement System, or 2) had prior CalPERS/reciprocity service with a break in service of six months or longer. Employees will be covered by the Fourth Level of 1959 Survivors’ Benefit Program (Government Code Section 21382.4) Survivor Continuance allowance; credit for unused sick leave; and military service credit buy back option. Also pursuant to PEPRA, New CalPERS Members will be responsible for paying one-half of the total normal cost rate for the retirement benefit on a bi-weekly pre-tax basis.

ARTICLE 16: CONTINUING EDUCATION

16.1 Regular, non-probationary, employees who complete City approved courses taken for credit with a passing grade may, upon application, be reimbursed for the tuition, cost of required textbooks and required materials, including but not limited to computer software, calculators, videos, but not to include incidentals such as paper, pens and pencils.

16.2 Employees must obtain prior approval from their Department Director.

Reimbursement under this program shall be limited to four hundred dollars ($400.00) per course (semester/quarter).

ARTICLE 17: GRIEVANCE PROCEDURE - DISCIPLINE

17.1 Any grievance which may arise between a Regular or Part-Time employee and the City with respect to discharge, demotion, suspension, or loss of pay of an individual employee, shall be determined by the provisions of the following Discipline Grievance procedure.

Probationary employees shall not be entitled to invoke the Grievance Procedure with regard to matters of discharge or demotion. This shall not, however, prevent Probationary employee from exercising any other rights under this procedure. Every employee designated by the City to hear grievances shall have the authority to settle them.

Packet Pg. 455 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 24 17.2 Step 1: The initial step in the resolution of a grievance shall be the presentation of the grievance, in writing, to the Personnel Director, who shall conduct an investigation and attempt to resolve the grievance. If no resolution of the grievance is achieved, the Personnel Director shall provide the employee with the City’s answer to the grievance in writing. This step will be taken during the working hours of the employee.

17.3 Step 2: If a grievance is not resolved in the initial step, the second step shall be the presentation of the grievance, in writing, to the City Manager or designee, who will answer, in writing, within ten (10) calendar days. This step shall be taken within ten (10) calendar days of the date of the answer to Step One.

17.4 Step 3: If a grievance is not resolved in the second step, the third step shall be the referral of the matter to mediation by either party within twenty (20) calendar days of the answer to Step Two. Whenever a grievance is referred to mediation, either the employee or the City may request that the California State Mediation and Conciliation Service refer a state mediator. The mediator shall assist the parties in the resolution of the grievance in the same manner as that which is normally used in the mediation of interest disputes. Referral to Step Four shall not occur until the mediator has released the parties from the mediation process.

17.5 Step 4: If a grievance is not resolved in the third step of this procedure, the fourth step shall be referral by either the City or the employee to arbitration. The fourth step shall be taken within twenty (20) calendar days of the date of the answer to Step Three. a) An Arbitrator shall be appointed on each occasion that a grievance is submitted to arbitration. The arbitrator shall be chosen by mutual agreement of the City and employee. In the event that City and the employee or their representative are unable to agree on the selection of an Arbitrator, they shall request the State of California Mediation and Conciliation Service to nominate five (5) persons to be the Arbitrator. The City and the employee or their representative each will alternately challenge two (2) of such nominees, the party having the first challenge to be determined by lot. The remaining nominee shall be accepted as the Arbitrator and their compensation and expenses shall be borne equally by the City and the employee. Notwithstanding the foregoing, the City and the employee may, by mutual consent, agree on a single arbitrator to hear grievances, on the same cost sharing basis. The City and the employee shall pay the compensation and expenses of their respective witnesses. At the employee’s or their representative’s request, the City shall release employees from duty to participate in arbitration proceedings. (b) The Arbitrator shall hold such hearings and shall consider such evidence as to the Arbitrator appears necessary and proper. The decision of the Arbitrator shall be final and binding on City and the employee, provided that such decision does not in any way add to, disregard or modify any of the provisions of City policies, resolutions or ordinances.

17.6 Failure by the employee to meet any of the aforementioned time limits as set forth in Steps 1, 2, 3, 4, 5, 6, and 7 will result in forfeiture. If the City fails to answer a grievance on a timely basis, the grievance may be advanced to the next step. Except, however, that the aforementioned time limits may be extended by mutual agreement. Grievances settled by forfeiture shall not bind either party to an interpretation of City policies, practices, resolutions or ordinances, Packet Pg. 456 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 25 nor shall such settlements be cited by either party as evidence in the settlement of subsequent grievances.

ARTICLE 18: DEFINITIONS
“ACTUAL SERVICE” means paid service on the City payroll in a position in City service. “ALLOCATION” describes an individual position for which funds have been budgeted to cover salary and related costs.
“ALTERNATIVE WORK SCHEDULES” describes schedules which permit work days of longer than eight hours without the obligation to pay overtime. Employees typically work fewer days each week, with longer hours each day. Common alternative workweek schedules are the “4/10” (four 10-hour days each week), “3/12” (three 12-hour days) and the “9/80” (nine hours each day, five days one week, four days the next week.).
“CALENDAR YEAR” means a year starting on January 1 and terminating at the close of the following December 31.
“CITY” means the City of Redding in the State of California. “CLASS” or “CLASSIFICATION” defines a grouping of positions on the basis of the nature of the tasks, duties and responsibilities performed so as positions are sufficiently similar that the same descriptive title, the same requirements as to education, experience, knowledge and ability may be demanded of incumbents, and so that the same schedule of compensation may be made to apply with equity.
“COMPENSATION” means the salary, wage, allowances and all other forms of valuable consideration earned by, or paid to, any employee by reason of service in any position, but does not include any allowances authorized and incurred as incidents to employment. “CONTINUOUS SERVICE” means service uninterrupted from date of appointment except for authorized absence.
“DAY” means calendar day unless specified as a working day. “DEPARTMENT” includes office, and “office” includes department. “DEPARTMENT DIRECTOR” means the head of an established office or department having supervision of such department and office.
“EMPLOYEE” means a person legally occupying a position in City service. “EXEMPT EMPLOYEE” means an employee in a position not covered by the provisions of the Fair Labor Standards Act (FLSA), includes most professional, supervisory, managerial and executive positions.
“FISCAL YEAR” means a City budget year starting on July 1 and terminating at the close of the following June 30.

Packet Pg. 457 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) 26 “FIXED HOLIDAY” means a non-floating holiday.
“FLEXIBLE SCHEDULE” means a workweek schedule of eight hours per day where some employees begin a shift early in the day and others begin their work later in the day. “FLOATING HOLIDAY” means a holiday in which the employee may elect, with City approval, to take the paid holiday off on that date or defer it to another date. “MONTH” means a period from a particular calendar date in a month to and including the immediately preceding date of the following month.
“NON-EXEMPT EMPLOYEE” means an employee in a position covered under the provisions of the Fair Labor Standards Act.
“POSITION” means a collection of duties and responsibilities which require the full-time or parttime services and employment of one person or more persons in a job share situation. “REGULAR BASE RATE OF PAY” means the rate established by Schedules of Classifications and Wage Rates/Salary Ranges or the Executive Management Pay-for-Performance Salary Plan that are approved by City Council Resolution.
“SENIORITY” means total length of continuous service with the City. Continuity of service will not be broken and seniority will accrue when an employee is: called to active duty in the Armed Forces of the United States; on active duty with the National Guard; absent due to industrial injury; on leave of absence; or on excused leave.
“TITLE” means the designation given to, or name applied to, a classification to the legally appointed incumbent of each position allocated to the class. “YEAR” means a period from a particular calendar month and date of a year to and including the immediately preceding date of the same month in the following year.

Packet Pg. 458 Attachment: Unrep Employment and Benefit Policies 1.23.22 DRAFT (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
Survey Classification
Redding Maximum
Base Salary
Labor Market Median
Base Salary
% Redding Is Above or
Below Labor Market
Median
Redding Total
Cash
Labor Market
Median Total Cash
% Redding Is
Above or Below
Labor Market
Median
Redding Total
Compensation
Labor Market
Median Total
Compensation
% Redding Is
Above or Below
Labor Market
Median
City of Redding
Total
Compensation
Minus House
Payment
Labor Market
Mean Total
Compensation
Minus Housing
Payment
% City of Redding
is Above or Below
Market Mean Comparability
Airports Manager $8,879 Insuff Data --- $8,879 Insuff Data --- $10,461 Insuff Data --- $8,718 Insuff Data --- 2 Assistant City Attorney II $12,859 $15,833 -23.13% $12,859 $16,862 -31.13% $14,462 $19,775 -36.73% $12,719 $16,573 -30.30% 5 Building Official $9,587 $12,018 -25.35% $9,587 $12,534 -30.74% $11,174 $14,805 -32.50% $9,431 $12,130 -28.62% 8 Chief Information Officer $12,395 $15,640 -26.18% $12,645 $17,059 -34.91% $14,246 $18,913 -32.76% $12,503 $16,227 -29.78% 4 Chief of Police $16,837 $19,094 -13.40% $19,061 $20,037 -5.12% $19,756 $21,973 -11.22% $18,013 $19,264 -6.94% 10 City Attorney $17,309 $20,085 -16.04% $17,659 $21,589 -22.26% $19,282 $25,086 -30.10% $17,539 $21,930 -25.03% 5 City Manager $18,445 $20,964 -13.65% $18,945 $21,895 -15.57% $20,574 $25,096 -21.98% $18,831 $22,311 -18.48% 10 Communication Manager $8,072 $10,642 -31.83% $8,072 $11,527 -42.80% $9,648 $14,265 -47.86% $7,905 $11,038 -39.64% 6 Director of Community Services $12,205 $15,655 -28.27% $12,505 $16,984 -35.82% $14,105 $19,578 -38.80% $12,362 $16,425 -32.86% 8 Director of Development Services $12,279 $15,833 -28.94% $12,279 $17,162 -39.77% $13,880 $20,075 -44.63% $12,137 $16,873 -39.02% 5 Director of Finance $11,713 $14,959 -27.71% $11,963 $16,252 -35.85% $13,561 $18,914 -39.47% $11,818 $16,205 -37.12% 8 Director of Public Works $13,887 Insuff Data --- $14,187 Insuff Data --- $15,795 Insuff Data --- $14,052 Insuff Data --- 1 Economic Development, Innovation
and Equity Manager $9,286 $11,414 -22.92% $9,286 $12,224 -31.64% $10,871 $14,232 -30.92% $9,128 $11,159 -22.25% 6 Executive Assistant to the City Manager $6,255 $6,667 -6.59% $6,255 $7,006 -12.01% $7,816 $9,283 -18.78% $6,073 $6,111 -0.63% 7 Finance Officer $10,516 $12,650 -20.29% $10,516 $13,128 -24.84% $12,109 $15,381 -27.02% $10,366 $12,550 -21.07% 9 Fire Chief $14,775 $17,356 -17.47% $16,730 $18,722 -11.90% $17,530 $20,356 -16.12% $15,787 $17,670 -11.93% 10 Fleet Manager $6,657 $8,609 -29.33% $6,657 $8,634 -29.71% $8,221 $10,815 -31.56% $6,478 $7,812 -20.59% 5 Housing Manager $8,720 $11,019 -26.37% $8,720 $11,863 -36.04% $10,301 $13,759 -33.57% $8,558 $10,629 -24.20% 4 Information Technology Manager $9,283 $12,289 -32.39% $9,283 $12,763 -37.49% $10,867 $14,985 -37.89% $9,124 $12,340 -35.24% 10 Parks Superintendent $7,037 Insuff Data --- $7,037 Insuff Data --- $8,604 Insuff Data --- $6,861 Insuff Data --- 2 Personnel Director $10,637 $16,585 -55.92% $10,637 $17,980 -69.03% $12,230 $20,129 -64.58% $10,487 $16,927 -61.40% 7 Planning Manager/Community
Development Manager $10,299 $13,080 -27.00% $10,299 $14,150 -37.39% $11,891 $16,307 -37.14% $10,148 $13,212 -30.20% 4 Police Services Manager $6,657 $11,541 -73.37% $6,657 $12,925 -94.15% $8,221 $14,433 -75.57% $6,478 $11,384 -75.73% 3 Purchasing Officer $7,701 Insuff Data --- $7,701 Insuff Data --- $9,274 Insuff Data --- $7,531 Insuff Data --- 2 Reprographics Manager $5,090 Insuff Data --- $5,090 Insuff Data --- $6,641 Insuff Data --- $4,898 Insuff Data --- 0 Risk Manager $7,538 $12,658 -67.92% $7,538 $13,580 -80.15% $9,109 $15,370 -68.73% $7,366 $12,550 -70.36% 3 Average -29.24% Average -36.11% Average -37.05% Average -31.50% Base Salary Total Cash Total Compensation
MEDIAN
Total Compensation minus Housing Payment

Page 1 of 28 ends

Packet Pg. 459 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
Survey Classification
Redding Maximum
Base Salary
Labor Market Mean
Base Salary
% Redding Is Above or
Below Labor Market
Mean
Redding Total
Cash
Labor Market
Mean Total Cash
% Redding Is
Above or Below
Labor Market
Mean
Redding Total
Compensation
Labor Market
Mean Total
Compensation
% Redding Is
Above or Below
Labor Market
Mean
City of Redding
Total
Compensation
Minus House
Payment
Labor Market
Mean Total
Compensation
Minus Housing
Payment
% City of Redding
is Above or Below
Market Mean Comparability
Airports Manager $8,879 Insuff Data --- $8,879 Insuff Data --- $10,461 Insuff Data --- $8,718 Insuff Data --- 2 Assistant City Attorney II $12,859 $15,429 -19.98% $12,859 $16,377 -27.36% $14,462 $18,863 -30.43% $12,719 $15,856 -24.66% 5 Building Official $9,587 $11,968 -24.84% $9,587 $12,663 -32.09% $11,174 $14,769 -32.17% $9,431 $12,070 -27.99% 8 Chief Information Officer $12,395 $15,377 -24.06% $12,645 $16,689 -31.98% $14,246 $18,606 -30.61% $12,503 $15,669 -25.32% 4 Chief of Police $16,837 $18,783 -11.56% $19,061 $20,062 -5.25% $19,756 $21,913 -10.92% $18,013 $19,096 -6.01% 10 City Attorney $17,309 $20,579 -18.89% $17,659 $22,085 -25.06% $19,282 $24,455 -26.82% $17,539 $21,448 -22.28% 5 City Manager $18,445 $21,029 -14.01% $18,945 $22,469 -18.60% $20,574 $24,709 -20.10% $18,831 $21,891 -16.25% 10 Communication Manager $8,072 $10,280 -27.35% $8,072 $10,944 -35.58% $9,648 $12,986 -34.61% $7,905 $10,152 -28.43% 6 Director of Community Services $12,205 $15,884 -30.15% $12,505 $16,990 -35.87% $14,105 $19,332 -37.05% $12,362 $16,360 -32.33% 8 Director of Development Services $12,279 $15,698 -27.84% $12,279 $16,750 -36.41% $13,880 $18,603 -34.03% $12,137 $15,819 -30.34% 5 Director of Finance $11,713 $15,178 -29.58% $11,963 $16,240 -35.76% $13,561 $18,686 -37.79% $11,818 $15,842 -34.05% 8 Director of Public Works $13,887 Insuff Data --- $14,187 Insuff Data --- $15,795 Insuff Data --- $14,052 Insuff Data --- 1 Economic Development, Innovation
and Equity Manager $9,286 $11,172 -20.31% $9,286 $11,891 -28.05% $10,871 $14,132 -30.00% $9,128 $11,097 -21.58% 6 Executive Assistant to the City
Manager $6,255 $6,849 -9.49% $6,255 $7,266 -16.17% $7,816 $9,417 -20.49% $6,073 $6,530 -7.53% 7 Finance Officer $10,516 $12,051 -14.60% $10,516 $12,713 -20.89% $12,109 $14,901 -23.06% $10,366 $12,017 -15.93% 9 Fire Chief $14,775 $17,457 -18.15% $16,730 $18,759 -12.13% $17,530 $20,919 -19.33% $15,787 $18,101 -14.66% 10 Fleet Manager $6,657 $9,683 -45.46% $6,657 $10,277 -54.38% $8,221 $11,946 -45.32% $6,478 $9,149 -41.23% 5 Housing Manager $8,720 $11,039 -26.59% $8,720 $11,813 -35.47% $10,301 $13,423 -30.32% $8,558 $10,565 -23.46% 4 Information Technology Manager $9,283 $12,118 -30.54% $9,283 $12,768 -37.54% $10,867 $14,963 -37.69% $9,124 $12,146 -33.11% 10 Parks Superintendent $7,037 Insuff Data --- $7,037 Insuff Data --- $8,604 Insuff Data --- $6,861 Insuff Data --- 2 Personnel Director $10,637 $16,114 -51.49% $10,637 $17,335 -62.97% $12,230 $19,644 -60.62% $10,487 $16,599 -58.27% 7 Planning Manager/Community
Development Manager $10,299 $13,130 -27.49% $10,299 $14,171 -37.60% $11,891 $16,175 -36.03% $10,148 $13,062 -28.72% 4 Police Services Manager $6,657 $10,462 -57.16% $6,657 $11,297 -69.70% $8,221 $12,722 -54.75% $6,478 $9,946 -53.53% 3 Purchasing Officer $7,701 Insuff Data --- $7,701 Insuff Data --- $9,274 Insuff Data --- $7,531 Insuff Data --- 2 Reprographics Manager $5,090 Insuff Data --- $5,090 Insuff Data --- $6,641 Insuff Data --- $4,898 Insuff Data --- 0 Risk Manager $7,538 $12,635 -67.62% $7,538 $13,648 -81.06% $9,109 $15,333 -68.32% $7,366 $12,526 -70.05% 3 Average -28.44% Average -35.23% Average -34.31% Average -29.32% Base Salary Total Cash Total Compensation
Mean
Total Compensation minus Housing Payment

Page 2 of 28 ends

Packet Pg. 460 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrepresented
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement
Paid by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Airports Manager $5,596 $8,879 0% $0 $0 $0 $0 $0 $8,879 $1,509 inc inc inc $22 $11 $0 $129 $10,549 1% $89 $10,461 $1,743 $8,718 City of Chico Airport Manager $6,741 $9,313 0% $0 $0 $0 $0 $25 $25 Notary $9,338 $0 $1,457 $58 $5 $14 $76 $0 $135 $11,084 6% $559 $10,526 $2,183 $8,343 City of Davis No Comparable Class
City of Fairfield No Comparable Class
City of Folsom No Comparable Class
City of Lodi No Comparable Class
City of Roseville No Comparable Class
City of Tracy Airport Manager $7,307 $8,882 0% $0 $444 $0 $0 $0 $9,326 $3,119 inc inc inc $12 $40 $0 $679 $13,177 0% $0 $13,177 $3,298 $9,879 City of Turlock No Comparable Class
Parks, Recreation and Public Facilities
Superintendent over airport
City of Vacaville No Comparable Class
City of Woodland No Comparable Class
Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
2 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 3 of 28 ends

Packet Pg. 461 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Assistant City Attorney II $7,403 $12,859 0% $0 $0 $0 $0 $0 $12,859 $1,509 inc inc inc $26 $11 $0 $186 $14,591 1% $129 $14,462 $1,743 $12,719 City of Chico No Comparable Class
City of Davis No Comparable Class
City of Fairfield No Comparable Class
City of Folsom Assistant City Attorney $12,500 $15,833 0% $0 $1,029 $0 $0 $0 $16,862 $0 $1,674 $113 $20 $11 $56 $50 $989 $19,775 0% $0 $19,775 $3,202 $16,573 City of Lodi Deputy City Attorney $10,745 $13,060 0% $0 $392 $0 $0 $0 $13,452 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $189 $15,624 3% $392 $15,232 $2,274 $12,958
City of Roseville Senior Deputy City Attorney $13,126 $17,590 6.197% $1,090 $528 $0 $0 $0 $19,208 $1,945 inc inc inc $53 $16 $100 $255 $21,577 6.197% $1,090 $20,486 $3,156 $17,330 City of Tracy Deputy City Attorney II $11,442 $13,908 0% $0 $695 $0 $0 $0 $14,603 $3,119 inc inc inc $36 $63 $0 $961 $18,782 0% $0 $18,782 $3,298 $15,484 City of Turlock No Comparable Class
City of Vacaville Assistant City Attorney $13,784 $16,753 0% $0 $1,005 $0 $0 $0 $17,758 $0 $1,894 $139 $17 $8 $46 $100 $243 $20,206 1% $168 $20,038 $3,104 $16,934 Flexes to Assistant City of Woodland No Comparable Class
$15,833 $16,862 $19,775 $16,573
-23.13% -31.13% -36.73% -30.30%
$15,429 $16,377 $18,863 $15,856
-19.98% -27.36% -30.43% -24.66%
5 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 4 of 28 ends

Packet Pg. 462 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Building Official $6,042 $9,587 0% $0 $0 $0 $0 $0 $9,587 $1,509 inc inc inc $23 $11 $0 $139 $11,269 1% $96 $11,174 $1,743 $9,431 City of Chico Building Official $7,675 $10,575 0% $0 $0 $0 $0 $25 $25 Notary $10,600 $0 $1,457 $58 $5 $16 $87 $0 $153 $12,377 6% $635 $11,742 $2,183 $9,559 City of Davis No Comparable Class Not Budgeted
City of Fairfield Chief Building Official $11,012 $13,385 2.5% $335 $1,270 $0 $0 $0 $14,990 $0 $1,743 $112 $13 $12 $20 $50 $194 $17,134 5.25% $703 $16,431 $2,990 $13,441 City of Folsom No Comparable Class Not Budgeted
City of Lodi Building Official $8,549 $10,391 0% $0 $312 $0 $0 $0 $10,703 $0 $1,795 $83 $17 $87 DNA-self
funded $0 $151 $12,835 3% $312 $12,524 $2,274 $10,250
City of Roseville Building Official $9,806 $13,141 6.197% $814 $394 $0 $0 $0 $14,350 $1,945 inc inc inc $39 $16 $100 $191 $16,641 6.197% $814 $15,826 $3,156 $12,670 City of Tracy Building Official $10,845 $13,182 0% $0 $659 $0 $0 $0 $13,841 $3,119 inc inc inc $12 $60 $0 $951 $17,982 0% $0 $17,982 $3,298 $14,684 City of Turlock Chief Building Official $9,079 $11,036 0% $0 $276 $166 $0 $276 2.5% MA $11,753 $0 $1,698 $88 $20 $18 $77 $331 $160 $14,145 1% $110 $14,035 $2,217 $11,818 City of Vacaville Chief Building Official $10,316 $12,540 0% $0 $752 $0 $0 $0 $13,293 $0 $1,894 $139 $17 $8 $39 $100 $182 $15,672 1% $125 $15,547 $3,104 $12,443 City of Woodland Chief Building Official $9,006 $11,495 0% $0 $230 $50 $0 $0 $11,775 $0 $2,196 $163 $19 $14 $24 $50 $167 $14,407 3% $345 $14,062 $2,368 $11,694 $12,018 $12,534 $14,805 $12,130
-25.35% -30.74% -32.50% -28.62%
$11,968 $12,663 $14,769 $12,070
-24.84% -32.09% -32.17% -27.99%
8 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available Woodland- self funded for dental and vision and working on obtaining 2022 rate; rates listed are for 2021 % Redding is Above or Below Median
Labor Market Median
# Of Comparable Matches
Labor Market Mean
% Redding is Above or Below Mean

Page 5 of 28 ends

Packet Pg. 463 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Chief Information Officer $7,850 $12,395 0% $0 $0 $0 $250 $0 $12,645 $1,509 inc inc inc $26 $11 $0 $180 $14,370 1% $124 $14,246 $1,743 $12,503 City of Chico No Comparable Class Not a Department
City of Davis
Information Technology
Director $9,530 $11,583 0% $0 $0 $290 $0 $0 $11,873 $0 $1,972 $210 $0 $25 $40 $0 $168 $14,288 1.4% $162 $14,126 $3,385 $10,741 City of Fairfield
Director of Information
Technology $14,341 $18,645 0% $0 $1,769 $0 $350 $0 $20,764 $0 $1,743 $112 $13 $12 $25 $0 $270 $22,940 2.50% $466 $22,474 $2,990 $19,484 City of Folsom No Comparable Class Not a Department
City of Lodi No Comparable Class Not a Department
City of Roseville Chief Information Officer $12,832 $17,195 6.197% $1,066 $516 $0 $0 $0 $18,776 $1,945 inc inc inc $52 $16 $100 $249 $21,138 6.197% $1,066 $20,073 $3,156 $16,917 City of Tracy No Comparable Class Not a Department
City of Turlock
Administrative Services
Director $11,588 $14,085 0% $0 $493 $211 $200 $352 2.5% MA $15,341 $0 $1,698 $88 $20 $23 $98 $423 $204 $17,895 1% $141 $17,754 $2,217 $15,537 Over IT and HR City of Vacaville No Comparable Class Not a Department
City of Woodland No Comparable Class Not a Department
$15,640 $17,059 $18,913 $16,227
-26.18% -34.91% -32.76% -29.78%
$15,377 $16,689 $18,606 $15,669
-24.06% -31.98% -30.61% -25.32%
4 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 6 of 28 ends

Packet Pg. 464 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Uniform
Allowance
(Safety only)
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Chief of Police $10,653 $16,837 0% $0 $0 $0 provided $108 $2,115

12.5% Max +
$130/year $19,061 $1,509 inc inc inc $26 $11 $0 $244 $20,850 6.5% $1,094 $19,756 $1,743 $18,013 City of Chico Chief of Police $15,833 $15,833 0% $0 $0 $0 provided $0 $0 $15,833 $0 $1,457 $58 $5 $24 $130 $0 $230 $17,737 3% $475 $17,262 $2,183 $15,079 City of Davis Police Chief $13,536 $16,454 0% $0 $0 $411 $0 $138 $0 $17,003 $0 $1,972 $210 $0 $25 $40 $0 $239 $19,489 4% $658 $18,831 $3,385 $15,446 City of Fairfield Police Chief $16,407 $21,873 0% $0 $2,076 $0 $350 $104 $0 $24,403 $0 $1,743 $112 $13 $12 $25 $0 $317 $26,625 2.25% $492 $26,133 $2,990 $23,143 City of Folsom Police Chief $15,833 $19,167 0% $0 $1,246 $0 provided $71 $0 $20,484 $0 $1,674 $113 $20 $11 $68 $50 $1,037 $23,457 0% $0 $23,457 $3,202 $20,255 No spec City of Lodi Police Chief $19,021 $19,021 0% $0 $571 $0 provided $0 $0 $19,591 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $276 $21,849 9% $1,712 $20,138 $2,274 $17,864 City of Roseville Police Chief $15,333 $20,548 9% $1,849 $616 $0 $0 $67 $0 $23,080 $1,945 inc inc inc $62 $16 $100 $298 $25,501 9% $1,849 $23,652 $3,156 $20,496 City of Tracy Police Chief $16,447 $19,992 0% $0 $1,000 $0 $500 $92 $0 $21,583 $3,119 inc inc inc $54 $90 $0 $290 $25,137 0% $0 $25,137 $3,298 $21,839 City of Turlock Police Chief $13,415 $16,306 0% $0 $571 $245 $200 $99 $408 2.5% MA $17,828 $0 $1,698 $88 $20 $26 $104 $489 $236 $20,490 0% $0 $20,490 $2,217 $18,273 City of Vacaville Chief of Police $17,449 $21,209 0% $0 $1,273 $0 $400 $83 $0 $22,965 $0 $1,894 $139 $17 $8 $46 $100 $308 $25,478 3% $636 $24,841 $3,104 $21,737 City of Woodland Police Chief $13,359 $17,427 0% $0 $349 $0 provided $75 $0 $17,851 $0 $2,196 $163 $19 $14 $24 $50 $253 $20,569 7.887% $1,374 $19,195 $2,368 $16,827 $19,094 $20,037 $21,973 $19,264
-13.40% -5.12% -11.22% -6.94%
$18,783 $20,062 $21,913 $19,096
-11.56% -5.25% -10.92% -6.01%
10 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available Woodland- self funded for dental and vision and working on obtaining 2022 rate; rates listed are for 2021 # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 7 of 28 ends

Packet Pg. 465 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding City Attorney $17,309 $17,309 0% $0 $0 $0 $350 $0 $17,659 $1,509 inc inc inc $26 $11 $0 $251 $19,455 1% $173 $19,282 $1,743 $17,539 City of Chico No Comparable Class
City of Davis No Comparable Class
City of Fairfield No Comparable Class
City of Folsom City Attorney $15,833 $19,167 0% $0 $1,246 $0 $400 $0 $20,813 $0 $1,674 $113 $20 $11 $68 $50 $1,037 $23,786 0% $0 $23,786 $3,202 $20,584 No Spec City of Lodi City Attorney $17,970 $17,970 0% $0 $539 $0 $0 $0 $18,509 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $261 $20,752 6% $1,078 $19,674 $2,274 $17,400 City of Roseville City Attorney $21,981 $21,981 6.197% $1,362 $659 $0 $0 $0 $24,003 $1,945 inc inc inc $66 $16 $100 $319 $26,448 6.197% $1,362 $25,086 $3,156 $21,930 City of Tracy City Attorney $20,085 $20,085 0% $0 $1,004 $0 $500 $0 $21,589 $3,119 inc inc inc $54 $91 $0 $1,051 $25,904 0% $0 $25,904 $3,298 $22,606 City of Turlock No Comparable Class
City of Vacaville City Attorney $19,492 $23,691 0% $0 $1,421 $0 $400 $0 $25,512 $0 $1,894 $139 $17 $8 $46 $100 $344 $28,061 1% $237 $27,824 $3,104 $24,720 City of Woodland No Comparable Class
$20,085 $21,589 $25,086 $21,930
-16.04% -22.26% -30.10% -25.03%
$20,579 $22,085 $24,455 $21,448
-18.89% -25.06% -26.82% -22.28%
5 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available % Redding is Above or Below Median
Labor Market Median
# Of Comparable Matches
Labor Market Mean
% Redding is Above or Below Mean

Page 8 of 28 ends

Packet Pg. 466 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding City Manager $18,445 $18,445 0% $0 $0 $0 $500 $0 $18,945 $1,509 inc inc inc $26 $11 $0 $267 $20,758 1% $184 $20,574 $1,743 $18,831 City of Chico City Manager $17,292 $17,292 0% $0 $1,532 $0 $400 $0 $19,223 $0 $1,457 $58 $5 $26 $142 $0 $251 $21,162 3% $519 $20,644 $2,183 $18,461 City of Davis City Manager $19,604 $19,604 0% $0 $0 $490 $0 $0 $20,094 $0 $1,972 $210 $0 $25 $40 $0 $284 $22,626 1.4% $274 $22,351 $3,385 $18,966 City of Fairfield City Manager $22,542 $22,542 0% $0 $2,139 $0 $350 $0 $25,031 $0 $1,743 $112 $13 $12 $34 $0 $327 $27,272 2.50% $564 $26,708 $2,990 $23,718 No Spec City of Folsom City Manager $20,927 $20,927 0% $0 $1,570 $0 $500 $0 $22,997 $0 $1,674 $113 $20 $11 $74 $50 $1,063 $26,001 0% $0 $26,001 $3,202 $22,799 No Spec City of Lodi City Manager $19,675 $19,675 0% $0 $590 $0 $0 $0 $20,265 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $285 $22,532 6% $1,180 $21,352 $2,274 $19,078 City of Roseville City Manager $25,010 $25,010 6.197% $1,550 $750 $0 $0 $0 $27,310 $1,945 inc inc inc $75 $16 $100 $363 $29,809 6.197% $1,550 $28,259 $3,156 $25,103 City of Tracy City Manager $21,870 $21,870 0% $0 $0 $0 $500 $0 $22,370 $3,119 inc inc inc $54 $99 $0 $1,077 $26,719 0% $0 $26,719 $3,298 $23,421 City of Turlock City Manager $14,938 $18,157 0% $0 $635 $272 $400 $454 2.5% MA $19,919 $0 $1,698 $88 $20 $29 $104 $545 $263 $22,666 1% $182 $22,484 $2,217 $20,267 City of Vacaville City Manager $19,921 $24,213 0% $0 $1,453 $0 $400 $0 $26,066 $0 $1,894 $139 $17 $8 $46 $100 $351 $28,622 1% $242 $28,380 $3,104 $25,276 City of Woodland City Manager $21,000 $21,000 0% $0 $420 $0 $0 $0 $21,420 $0 $2,196 $163 $19 $14 $24 $50 $305 $24,190 0% $0 $24,190 $2,368 $21,822 $20,964 $21,895 $25,096 $22,311
-13.65% -15.57% -21.98% -18.48%
$21,029 $22,469 $24,709 $21,891
-14.01% -18.60% -20.10% -16.25%
10 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available Woodland- self funded for dental and vision and working on obtaining 2022 rate; rates listed are for 2021 % Redding is Above or Below Median
Labor Market Median
# Of Comparable Matches
Labor Market Mean
% Redding is Above or Below Mean

Page 9 of 28 ends

Packet Pg. 467 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Communication Manager $5,087 $8,072 0% $0 $0 $0 $0 $0 $8,072 $1,509 inc inc inc $20 $11 $0 $117 $9,728 1% $81 $9,648 $1,743 $7,905 No spec City of Chico Public Information Officer $6,243 $8,609 0% $0 $0 $0 $0 $25 $25 Notary $8,634 $0 $1,457 $58 $5 $13 $71 $0 $125 $10,364 6% $517 $9,847 $2,183 $7,664 City of Davis No Comparable Class Public Relations Manager not budgeted City of Fairfield Communications Manager $9,733 $11,830 2.5% $296 $1,123 $0 $0 $0 $13,248 $0 $1,743 $112 $13 $12 $18 $50 $172 $15,368 5.25% $621 $14,747 $2,990 $11,757 City of Folsom No Comparable Class Department Head
City of Lodi Public Information Officer $6,047 $7,350 0% $0 $221 $0 $0 $0 $7,571 $0 $1,795 $83 $17 $62 DNA-self
funded $0 $107 $9,634 3% $221 $9,414 $2,274 $7,140
City of Roseville Public Information Officer $8,992 $12,050 6.197% $747 $362 $0 $0 $0 $13,158 $1,945 inc inc inc $36 $16 $100 $175 $15,430 6.197% $747 $14,683 $3,156 $11,527 City of Tracy Public Information Officer $7,777 $9,453 0% $0 $473 $0 $0 $0 $9,926 $3,119 inc inc inc $36 $43 $0 $723 $13,847 0% $0 $13,847 $3,298 $10,549 City of Turlock No Comparable Class
City of Vacaville Public Relations Manager $10,189 $12,385 0% $0 $743 $0 $0 $0 $13,128 $0 $1,894 $139 $17 $8 $38 $100 $180 $15,505 1% $124 $15,381 $3,104 $12,277 City of Woodland No Comparable Class
$10,642 $11,527 $14,265 $11,038
-31.83% -42.80% -47.86% -39.64%
$10,280 $10,944 $12,986 $10,152
-27.35% -35.58% -34.61% -28.43%
6 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 10 of 28 ends

Packet Pg. 468 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding
Director of Community
Services $7,730 $12,205 0% $0 $0 $0 $300 $0 $12,505 $1,509 inc inc inc $26 $11 $0 $177 $14,227 1% $122 $14,105 $1,743 $12,362 City of Chico No Comparable Class Parks under Public Works, No Recreation City of Davis
Parks and Community
Services Director $11,201 $13,615 0% $0 $0 $340 $0 $0 $13,955 $0 $1,972 $210 $0 $25 $40 $0 $197 $16,400 1.4% $191 $16,210 $3,385 $12,825 City of Fairfield
Director of Parks and
Recreation $14,341 $18,645 0% $0 $1,769 $0 $350 $0 $20,764 $0 $1,743 $112 $13 $12 $25 $0 $270 $22,940 2.50% $466 $22,474 $2,990 $19,484 City of Folsom Parks and Recreation Director $12,500 $15,833 0% $0 $1,029 $0 $300 $0 $17,162 $0 $1,674 $113 $20 $11 $56 $50 $989 $20,075 0% $0 $20,075 $3,202 $16,873 No job description City of Lodi
Parks, Recreation and Cultural
Services Director $13,223 $13,223 0% $0 $397 $0 $0 $0 $13,619 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $192 $15,793 6% $793 $15,000 $2,274 $12,726
City of Roseville
Parks, Recreation and Library
Director $13,473 $18,055 6.197% $1,119 $542 $0 $0 $0 $19,716 $1,945 inc inc inc $54 $16 $100 $262 $22,092 6.197% $1,119 $20,974 $3,156 $17,818 City of Tracy
Director of Parks and
Recreation $14,445 $17,543 0% $0 $877 $0 $500 $0 $18,920 $3,119 inc inc inc $54 $79 $0 $1,014 $23,186 0% $0 $23,186 $3,298 $19,888 City of Turlock No Comparable Class
Parks, Recreation and Public Facilities Director is
also over streets
City of Vacaville
Director of Parks and
Recreation $12,731 $15,478 0% $0 $929 $0 $400 $0 $16,806 $0 $1,894 $139 $17 $8 $46 $100 $224 $19,236 1% $155 $19,081 $3,104 $15,977 City of Woodland Community Services Director $11,306 $14,683 0% $0 $294 $0 $0 $0 $14,977 $0 $2,196 $163 $19 $14 $24 $50 $213 $17,655 0% $0 $17,655 $2,368 $15,287 $15,655 $16,984 $19,578 $16,425
-28.27% -35.82% -38.80% -32.86%
$15,884 $16,990 $19,332 $16,360
-30.15% -35.87% -37.05% -32.33%
8 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available Woodland- self funded for dental and vision and working on obtaining 2022 rate; rates listed are for 2021 # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 11 of 28 ends

Packet Pg. 469 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding
Director of Development
Services $7,777 $12,279 0% $0 $0 $0 $0 $0 $12,279 $1,509 inc inc inc $26 $11 $0 $178 $14,003 1% $123 $13,880 $1,743 $12,137 City of Chico
Community Development
Director $13,333 $13,333 0% $0 $0 $0 $400 $0 $13,733 $0 $1,457 $58 $5 $20 $109 $0 $193 $15,577 3% $400 $15,177 $2,183 $12,994 City of Davis No Comparable Class Assistant City Manager City of Fairfield No Comparable Class
Assistant City Manager/Dir of Community
Development
City of Folsom
Community Development
Director $12,500 $15,833 0% $0 $1,029 $0 $300 $0 $17,162 $0 $1,674 $113 $20 $11 $56 $50 $989 $20,075 0% $0 $20,075 $3,202 $16,873 City of Lodi
Community Development
Director $13,543 $13,543 0% $0 $406 $0 $0 $0 $13,949 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $196 $16,128 6% $813 $15,315 $2,274 $13,041
City of Roseville Development Services Director $13,473 $18,055 6.197% $1,119 $542 $0 $0 $0 $19,716 $1,945 inc inc inc $54 $16 $100 $262 $22,092 6.197% $1,119 $20,974 $3,156 $17,818 City of Tracy No Comparable Class
Development Services Director includes
Engineering
City of Turlock No Comparable Class
Development Services Director includes
Engineering
City of Vacaville
Director of Community
Development $14,583 $17,725 0% $0 $1,063 $0 $400 $0 $19,188 $0 $1,894 $139 $17 $8 $46 $100 $257 $21,650 1% $177 $21,473 $3,104 $18,369 City of Woodland No Comparable Class
Community Development Director also services as
City Engineer (per website)
$15,833 $17,162 $20,075 $16,873
-28.94% -39.77% -44.63% -39.02%
$15,698 $16,750 $18,603 $15,819
-27.84% -36.41% -34.03% -30.34%
5 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 12 of 28 ends

Packet Pg. 470 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Director of Finance $7,065 $11,713 0% $0 $0 $0 $250 $0 $11,963 $1,509 inc inc inc $26 $11 $0 $170 $13,678 1% $117 $13,561 $1,743 $11,818 City of Chico
Administrative Services
Director $13,333 $13,333 0% $0 $0 $0 $400 $0 $13,733 $0 $1,457 $58 $5 $20 $109 $0 $193 $15,577 3% $400 $15,177 $2,183 $12,994 Finance and IT City of Davis Finance Director $11,201 $13,615 0% $0 $0 $340 $0 $0 $13,955 $0 $1,972 $210 $0 $25 $40 $0 $197 $16,400 1.4% $191 $16,210 $3,385 $12,825 City of Fairfield Director of Finance $14,341 $18,645 0% $0 $1,769 $0 $350 $0 $20,764 $0 $1,743 $112 $13 $12 $25 $0 $270 $22,940 2.50% $466 $22,474 $2,990 $19,484 City of Folsom
Chief Financial Officer/Finance
Director $12,500 $15,833 0% $0 $1,029 $0 $300 $0 $17,162 $0 $1,674 $113 $20 $11 $56 $50 $989 $20,075 0% $0 $20,075 $3,202 $16,873 City of Lodi No Comparable Class Deputy City Manager/Internal Services Director City of Roseville No Comparable Class Assistant City Manager/CFO City of Tracy Director of Finance $14,445 $17,543 0% $0 $877 $0 $500 $0 $18,920 $3,119 inc inc inc $54 $79 $0 $1,014 $23,186 0% $0 $23,186 $3,298 $19,888 City of Turlock Finance Director $11,588 $14,085 0% $0 $493 $211 $200 $352 2.5% MA $15,341 $0 $1,698 $88 $20 $23 $98 $423 $204 $17,895 1% $141 $17,754 $2,217 $15,537 City of Vacaville Director of Finance $13,646 $16,585 0% $0 $995 $0 $400 $0 $17,980 $0 $1,894 $139 $17 $8 $46 $100 $240 $20,425 1% $166 $20,260 $3,104 $17,156 No job description available City of Woodland Finance Officer $9,231 $11,782 0% $0 $236 $50 $0 $0 $12,067 $0 $2,196 $163 $19 $14 $24 $50 $171 $14,704 3% $353 $14,350 $2,368 $11,982 Highest level over Finance $14,959 $16,252 $18,914 $16,205
-27.71% -35.85% -39.47% -37.12%
$15,178 $16,240 $18,686 $15,842
-29.58% -35.76% -37.79% -34.05%
8 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available Woodland- self funded for dental and vision and working on obtaining 2022 rate; rates listed are for 2021 # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Median
Labor Market Mean
% Redding is Above or Below Mean

Page 13 of 28 ends

Packet Pg. 471 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Director of Public Works $8,795 $13,887 0% $0 $0 $0 $300 $0 $14,187 $1,509 inc inc inc $26 $11 $0 $201 $15,934 1% $139 $15,795 $1,743 $14,052 PE City of Chico No Comparable Class
Have two classes - Director of Public WorksOperations and Maintenance and Director of Public Works-Engineering
City of Davis No Comparable Class Public Works Director-no PE City of Fairfield Director of Public Works $14,341 $18,645 0% $0 $1,769 $0 $350 $0 $20,764 $0 $1,743 $112 $13 $12 $25 $0 $270 $22,940 2.50% $466 $22,474 $2,990 $19,484 PE City of Folsom No Comparable Class
Have two classes - Director of Public Works and
Director of Environmental Utilities and Water
Resources
City of Lodi No Comparable Class Public Works Director-no PE City of Roseville No Comparable Class
Have two classes - Director of Public Works and
Director of Environmental Utilities
City of Tracy No Comparable Class
Have two classes - Director of Public Works and
Director of Utilities
City of Turlock No Comparable Class
Park, Recreation and Public Facilities Director
does not include Engineering; Development
Services Director does not require PE; Municipal
Utilities Director does not require PE
City of Vacaville No Comparable Class
Have two classes - Director of Public Works and
Director of Utilities
City of Woodland No Comparable Class Director of Public Works -no PE Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
1 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available % Redding is Above or Below Median
Labor Market Median
# Of Comparable Matches
Labor Market Mean
% Redding is Above or Below Mean

Page 14 of 28 ends

Packet Pg. 472 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding
Economic Development,
Innovation and Equity
Manager $5,854 $9,286 0% $0 $0 $0 $0 $0 $9,286 $1,509 inc inc inc $23 $11 $0 $135 $10,963 1% $93 $10,871 $1,743 $9,128 City of Chico No Comparable Class Economic Development Manager not budgeted City of Davis Deputy Innovation Officer $8,018 $9,746 0% $0 $0 $244 $0 $0 $9,990 $0 $1,972 $210 $0 $25 $40 $0 $141 $12,378 1.4% $136 $12,242 $3,385 $8,857 City of Fairfield
Economic Development
Project Manager-Senior $9,495 $11,541 2.5% $289 $1,095 $0 $0 $0 $12,925 $0 $1,743 $112 $13 $12 $17 $50 $167 $15,039 5.25% $606 $14,433 $2,990 $11,443 City of Folsom No Comparable Class
City of Lodi
Business Development
Manager $8,539 $10,379 0% $0 $311 $0 $0 $0 $10,691 $0 $1,795 $83 $17 $87 DNA-self
funded $0 $151 $12,823 3% $311 $12,512 $2,274 $10,238
City of Roseville
Economic Development
Project Manager $8,526 $11,426 6.197% $708 $343 $0 $0 $0 $12,477 $1,945 inc inc inc $34 $16 $100 $166 $14,738 6.197% $708 $14,030 $3,156 $10,874 City of Tracy
Economic Development
Manager $9,381 $11,402 0% $0 $570 $0 $0 $0 $11,972 $3,119 inc inc inc $12 $52 $0 $872 $16,027 0% $0 $16,027 $3,298 $12,729 City of Turlock No Comparable Class
Assistant to City Manager-Economic Development
also over Housing
City of Vacaville
Economic Development
Manager $10,316 $12,540 0% $0 $752 $0 $0 $0 $13,292 $0 $1,894 $139 $17 $8 $39 $100 $182 $15,672 1% $125 $15,546 $3,104 $12,442 City of Woodland No Comparable Class
$11,414 $12,224 $14,232 $11,159
-22.92% -31.64% -30.92% -22.25%
$11,172 $11,891 $14,132 $11,097
-20.31% -28.05% -30.00% -21.58%
6 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 15 of 28 ends

Packet Pg. 473 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding
Executive Assistant to the
City Manager $3,922 $6,255 0% $0 $0 $0 $0 $0 $6,255 $1,509 inc inc inc $15 $8 $0 $91 $7,878 1% $63 $7,816 $1,743 $6,073 City of Chico
Executive Administrative
Assistant $3,318 $4,574 0% $0 $0 $0 $0 $0 $4,574 $0 $1,457 $58 $5 $7 $38 $0 $66 $6,206 3% $137 $6,069 $2,183 $3,886 City of Davis No Comparable Class
City of Fairfield
Executive Assistant to the City
Manger $7,060 $8,582 2.5% $215 $814 $0 $0 $0 $9,611 $0 $1,743 $112 $13 $12 $13 $50 $124 $11,678 2.75% $236 $11,442 $2,990 $8,452 City of Folsom
Administrative Support
Specialist $5,417 $6,667 0% $0 $217 $0 $0 $0 $6,884 $0 $1,674 $113 $20 $9 $24 $50 $510 $9,283 0% $0 $9,283 $3,202 $6,081 City of Lodi
Executive Administrative
Assistant $5,173 $6,288 0% $0 $189 $0 $0 $0 $6,477 $0 $1,795 $83 $17 $4 DNA-self
funded $0 $91 $8,466 6% $377 $8,089 $2,274 $5,815
City of Roseville Executive Assistant $5,471 $7,331 6.197% $454 $220 $183 $0 $0 $8,189 $1,945 inc inc inc $22 $12 $100 $106 $10,373 6.197% $454 $9,919 $3,156 $6,763 City of Tracy
Executive Assistant to the City
Manger $6,490 $7,888 0% $0 $237 $0 $0 $0 $8,125 $3,119 inc inc inc $18 $36 $0 $603 $11,901 0% $0 $11,901 $3,298 $8,603 City of Turlock No Comparable Class Executive Assistant/Deputy City Clerk City of Vacaville Executive Assistant $5,436 $6,610 0% $0 $397 $0 $0 $0 $7,006 $0 $1,894 $139 $17 $8 $20 $100 $96 $9,281 1% $66 $9,215 $3,104 $6,111 Supports Department Heads; one in City Manager
office
City of Woodland No Comparable Class
Secretary to the City Manager services as Deputy
City Clerk
$6,667 $7,006 $9,283 $6,111
-6.59% -12.01% -18.78% -0.63%
$6,849 $7,266 $9,417 $6,530
-9.49% -16.17% -20.49% -7.53%
7 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 16 of 28 ends

Packet Pg. 474 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Finance Officer $6,619 $10,516 0% $0 $0 $0 $0 $0 $10,516 $1,509 inc inc inc $26 $11 $0 $152 $12,214 1% $105 $12,109 $1,743 $10,366 City of Chico Accounting Manager $7,675 $10,575 0% $0 $0 $0 $0 $25 $25 Notary $10,600 $0 $1,457 $58 $5 $16 $87 $0 $153 $12,377 6% $635 $11,742 $2,183 $9,559 City of Davis Finance Manager $8,820 $10,721 0% $0 $0 $268 $0 $0 $10,989 $0 $1,972 $210 $0 $25 $40 $0 $155 $13,392 1.4% $150 $13,242 $3,385 $9,857 City of Fairfield Accounting Manager $10,481 $12,740 2.5% $319 $1,209 $0 $0 $0 $14,268 $0 $1,743 $112 $13 $12 $19 $50 $185 $16,401 5.25% $669 $15,732 $2,990 $12,742 Budget Manager and Financial Services Manager
paid the same
City of Folsom Financial Services Manager $11,021 $13,101 0% $0 $655 $0 $0 $250 $250 MA $14,006 $0 $1,674 $113 $20 $9 $46 $50 $949 $16,868 0% $0 $16,868 $3,202 $13,666 City of Lodi Accounting Manager $10,414 $12,658 0% $0 $380 $0 $0 $0 $13,038 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $184 $15,203 3% $380 $14,824 $2,274 $12,550 Budget Manager same salary City of Roseville Finance Manager $9,864 $13,219 6.197% $819 $397 $0 $0 $0 $14,435 $1,945 inc inc inc $40 $16 $100 $192 $16,727 6.197% $819 $15,908 $3,156 $12,752 Also have Budget Manager and Accounting
Manager-same salary
City of Tracy Accounting Manager $10,407 $12,650 0% $0 $633 $0 $0 $0 $13,283 $3,119 inc inc inc $36 $57 $0 $943 $17,438 0% $0 $17,438 $3,298 $14,140 Budget Officer lower paid City of Turlock No Comparable Class
City of Vacaville Accounting Manager $10,189 $12,385 0% $0 $743 $0 $0 $0 $13,128 $0 $1,894 $139 $17 $8 $38 $100 $180 $15,505 1% $124 $15,381 $3,104 $12,277 Finance Division Manager not budgeted City of Woodland Finance Services Manager $8,159 $10,413 0% $0 $208 $50 $0 $0 $10,671 $0 $2,196 $163 $19 $14 $24 $50 $151 $13,288 3% $312 $12,976 $2,368 $10,608 $12,650 $13,128 $15,381 $12,550
-20.29% -24.84% -27.02% -21.07%
$12,051 $12,713 $14,901 $12,017
-14.60% -20.89% -23.06% -15.93%
9 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available Woodland- self funded for dental and vision and working on obtaining 2022 rate; rates listed are for 2021 # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 17 of 28 ends

Packet Pg. 475 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Uniform
Allowance
(Safety only)
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Fire Chief $9,334 $14,775 0% $0 $0 $0 provided $100 $1,855

12.5% max +
$100/year $16,730 $1,509 inc inc inc $26 $11 $0 $214 $18,490 6.5% $960 $17,530 $1,743 $15,787 City of Chico Fire Chief $13,333 $13,333 0% $0 $0 $0 $400 $0 $0 $13,733 $0 $1,457 $58 $5 $20 $109 $0 $193 $15,577 3% $400 $15,177 $2,183 $12,994 City of Davis Fire Chief $13,656 $16,598 0% $0 $0 $415 $0 $83 $0 $17,096 $0 $2,228 $210 $0 $25 $40 $0 $241 $19,840 3% $498 $19,342 $3,385 $15,957 City of Fairfield Fire Chief $16,407 $21,873 0% $0 $2,076 $0 $350 $104 $0 $24,403 $0 $1,743 $112 $13 $12 $25 $0 $317 $26,625 2.25% $492 $26,133 $2,990 $23,143 City of Folsom Fire Chief $15,833 $19,167 0% $0 $1,246 $0 provided $71 $0 $20,484 $0 $1,674 $113 $20 $11 $68 $50 $1,037 $23,457 0% $0 $23,457 $3,202 $20,255 No job description City of Lodi Fire Chief $15,723 $15,723 0% $0 $472 $0 provided $0 $0 $16,195 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $228 $18,405 3% $472 $17,934 $2,274 $15,660
City of Roseville Fire Chief $13,516 $18,113 9% $1,630 $543 $0 $0 $67 $0 $20,353 $1,945 inc inc inc $54 $16 $100 $263 $22,731 9% $1,630 $21,101 $3,156 $17,945 City of Tracy Fire Chief $15,482 $18,815 0% $0 $941 $0 $500 $92 $0 $20,347 $3,119 inc inc inc $54 $85 $0 $273 $23,878 0% $0 $23,878 $3,298 $20,580 City of Turlock Fire Chief $12,776 $15,529 0% $0 $544 $233 $200 $92 $388 2.5% MA $16,985 $0 $1,698 $88 $20 $25 $104 $466 $225 $19,611 0% $0 $19,611 $2,217 $17,394 City of Vacaville Fire Chief $17,056 $20,731 0% $0 $1,244 $0 $400 $100 $0 $22,475 $0 $1,894 $139 $17 $8 $46 $100 $301 $24,981 3% $622 $24,359 $3,104 $21,255 City of Woodland Fire Chief $11,306 $14,683 0% $0 $734 $0 provided $100 $0 $15,517 $0 $2,196 $163 $19 $14 $24 $50 $213 $18,196 0% $0 $18,196 $2,368 $15,828 $17,356 $18,722 $20,356 $17,670
-17.47% -11.90% -16.12% -11.93%
$17,457 $18,759 $20,919 $18,101
-18.15% -12.13% -19.33% -14.66%
10 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available Woodland- self funded for dental and vision and working on obtaining 2022 rate; rates listed are for 2021 % Redding is Above or Below Median
Labor Market Median
# Of Comparable Matches
Labor Market Mean
% Redding is Above or Below Mean

Page 18 of 28 ends

Packet Pg. 476 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Fleet Manager $4,175 $6,657 0% $0 $0 $0 $0 $0 $6,657 $1,509 inc inc inc $16 $9 $0 $97 $8,288 1% $67 $8,221 $1,743 $6,478 City of Chico Fleet Manager $6,243 $8,609 0% $0 $0 $0 $0 $25 $25 Notary $8,634 $0 $1,457 $58 $5 $13 $71 $0 $125 $10,364 6% $517 $9,847 $2,183 $7,664 City of Davis Fleet Manager $6,873 $8,355 0% $0 $0 $209 $0 $0 $8,564 $0 $1,972 $210 $0 $25 $40 $0 $121 $10,932 1.4% $117 $10,815 $3,385 $7,430 City of Fairfield Fleet Division Manager $9,976 $12,126 2.5% $303 $1,151 $0 $0 $0 $13,580 $0 $1,743 $112 $13 $12 $18 $50 $176 $15,704 5.25% $637 $15,067 $2,990 $12,077 City of Folsom No Comparable Class Fleet/Solid Waste Manager City of Lodi Fleet Services Superintendent $6,588 $8,008 0% $0 $240 $0 $0 $0 $8,248 $0 $1,795 $83 $17 $67 DNA-self
funded $0 $116 $10,326 3% $240 $10,086 $2,274 $7,812
City of Roseville Fleet Manager $8,446 $11,318 6.197% $701 $340 $0 $0 $0 $12,359 $1,945 inc inc inc $34 $16 $100 $164 $14,618 6.197% $701 $13,917 $3,156 $10,761 City of Tracy No Comparable Class Supervisory level
City of Turlock No Comparable Class Supervisory level
City of Vacaville No Comparable Class Fleet and Facilities Manager over both City of Woodland No Comparable Class Fleet and Facility Manager over both $8,609 $8,634 $10,815 $7,812
-29.33% -29.71% -31.56% -20.59%
$9,683 $10,277 $11,946 $9,149
-45.46% -54.38% -45.32% -41.23%
5 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 19 of 28 ends

Packet Pg. 477 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Housing Manager $5,496 $8,720 0% $0 $0 $0 $0 $0 $8,720 $1,509 inc inc inc $21 $11 $0 $126 $10,388 1% $87 $10,301 $1,743 $8,558 City of Chico Housing Manager $7,675 $10,575 0% $0 $0 $0 $0 $25 $25 Notary $10,600 $0 $1,457 $58 $5 $16 $87 $0 $153 $12,377 6% $635 $11,742 $2,183 $9,559 City of Davis No Comparable Class
Housing and Human Services Superintendent not
budgeted
City of Fairfield Housing Division Manager $9,495 $11,541 2.5% $289 $1,095 $0 $0 $0 $12,925 $0 $1,743 $112 $13 $12 $17 $50 $167 $15,039 5.25% $606 $14,433 $2,990 $11,443 City of Folsom No Comparable Class
City of Lodi No Comparable Class
Neighborhood Services Manager over Housing
and Code Enforcement
City of Roseville Housing Manager $8,525 $11,425 6.197% $708 $343 $0 $0 $0 $12,476 $1,945 inc inc inc $34 $16 $100 $166 $14,737 6.197% $708 $14,029 $3,156 $10,873 City of Tracy No Comparable Class
City of Turlock No Comparable Class Also over Economic Development City of Vacaville
Housing Services
Administrator $8,732 $10,613 0% $0 $637 $0 $0 $0 $11,250 $0 $1,894 $139 $17 $8 $33 $100 $154 $13,595 1% $106 $13,489 $3,104 $10,385 City of Woodland No Comparable Class
$11,019 $11,863 $13,759 $10,629
-26.37% -36.04% -33.57% -24.20%
$11,039 $11,813 $13,423 $10,565
-26.59% -35.47% -30.32% -23.46%
4 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available % Redding is Above or Below Median
Labor Market Median
# Of Comparable Matches
Labor Market Mean
% Redding is Above or Below Mean

Page 20 of 28 ends

Packet Pg. 478 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding
Information Technology
Manager $5,849 $9,283 0% $0 $0 $0 $0 $0 $9,283 $1,509 inc inc inc $23 $11 $0 $135 $10,960 1% $93 $10,867 $1,743 $9,124 City of Chico Information Systems Manager $7,675 $10,575 0% $0 $0 $0 $0 $25 $25 Notary $10,600 $0 $1,457 $58 $5 $16 $87 $0 $153 $12,377 6% $635 $11,742 $2,183 $9,559 City of Davis Technical Services Manager $8,641 $10,503 0% $0 $0 $263 $0 $0 $10,766 $0 $1,972 $210 $0 $25 $40 $0 $152 $13,165 1.4% $147 $13,018 $3,385 $9,633 City of Fairfield
Information Technology
Manager $10,225 $12,429 2.5% $311 $1,180 $0 $0 $0 $13,919 $0 $1,743 $112 $13 $12 $19 $50 $180 $16,048 5.25% $653 $15,396 $2,990 $12,406 City of Folsom Information Services Manager $9,503 $12,166 0% $0 $275 $0 $0 $300 $300 MA $12,741 $0 $1,674 $113 $20 $9 $43 $50 $931 $15,581 0% $0 $15,581 $3,202 $12,379 City of Lodi
Information Technology
Manager $10,212 $12,413 0% $0 $372 $0 $0 $0 $12,785 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $180 $14,948 3% $372 $14,575 $2,274 $12,301
City of Roseville
Assistant Information
Technology Director $10,265 $13,756 6.197% $852 $413 $0 $0 $0 $15,021 $1,945 inc inc inc $41 $16 $100 $199 $17,323 6.197% $852 $16,470 $3,156 $13,314 Division Head City of Tracy
Information Technology
Manager $10,407 $12,650 0% $0 $633 $0 $0 $0 $13,283 $3,119 inc inc inc $36 $57 $0 $943 $17,438 0% $0 $17,438 $3,298 $14,140 City of Turlock
Information Technology
Manager $9,216 $11,202 0% $0 $280 $168 $0 $280 2.5% MA $11,930 $0 $1,698 $88 $20 $18 $78 $336 $162 $14,330 1% $112 $14,218 $2,217 $12,001 City of Vacaville
Information Technology
Division Manager $11,969 $14,549 0% $0 $873 $0 $0 $0 $15,422 $0 $1,894 $139 $17 $8 $45 $100 $211 $17,837 1% $145 $17,691 $3,104 $14,587 City of Woodland
Information Technology
Manager $8,572 $10,940 0% $0 $219 $50 $0 $0 $11,209 $0 $2,196 $163 $19 $14 $24 $50 $159 $13,834 3% $328 $13,505 $2,368 $11,137 Reports to City Manager; Division under City
Manager office
$12,289 $12,763 $14,985 $12,340
-32.39% -37.49% -37.89% -35.24%
$12,118 $12,768 $14,963 $12,146
-30.54% -37.54% -37.69% -33.11%
10 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available Woodland- self funded for dental and vision and working on obtaining 2022 rate; rates listed are for 2021 % Redding is Above or Below Median
Labor Market Median
# Of Comparable Matches
Labor Market Mean
% Redding is Above or Below Mean

Page 21 of 28 ends

Packet Pg. 479 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Parks Superintendent $4,446 $7,037 0% $0 $0 $0 $0 $0 $7,037 $1,509 inc inc inc $17 $9 $0 $102 $8,675 1% $70 $8,604 $1,743 $6,861 No BA City of Chico No Comparable Class BA required
City of Davis No Comparable Class BA required
City of Fairfield No Comparable Class BA required
City of Folsom
Facilities Maintenance
Manager $8,609 $11,022 0% $0 $275 $0 $0 $300 $300 MA $11,597 $0 $1,674 $113 $20 $9 $39 $50 $843 $14,345 0% $0 $14,345 $3,202 $11,143 City of Lodi No Comparable Class
City of Roseville No Comparable Class BA required
City of Tracy No Comparable Class
City of Turlock No Comparable Class Also over streets
City of Vacaville Park Manager $8,824 $10,724 0% $0 $643 $0 $0 $0 $11,368 $0 $1,894 $139 $17 $8 $33 $100 $156 $13,715 1% $107 $13,608 $3,104 $10,504 City of Woodland No Comparable Class Park Superintendent requires BA Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
2 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 22 of 28 ends

Packet Pg. 480 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Personnel Director $6,737 $10,637 0% $0 $0 $0 $0 $0 $10,637 $1,509 inc inc inc $26 $11 $0 $154 $12,337 1% $106 $12,230 $1,743 $10,487 City of Chico
Human Resources and Risk
Management Director $13,333 $13,333 0% $0 $0 $0 $400 $0 $13,733 $0 $1,457 $58 $5 $20 $109 $0 $193 $15,577 3% $400 $15,177 $2,183 $12,994 City of Davis Human Resources Director $11,201 $13,615 0% $0 $0 $340 $0 $0 $13,955 $0 $1,972 $210 $0 $25 $40 $0 $197 $16,400 1.4% $191 $16,210 $3,385 $12,825 City of Fairfield Director of Human Resources $14,341 $18,645 0% $0 $1,769 $0 $350 $0 $20,764 $0 $1,743 $112 $13 $12 $25 $0 $270 $22,940 2.50% $466 $22,474 $2,990 $19,484 City of Folsom Human Resources Director $12,500 $15,883 0% $0 $1,032 $0 $300 $0 $17,215 $0 $1,674 $113 $20 $11 $56 $50 $990 $20,129 0% $0 $20,129 $3,202 $16,927 City of Lodi No Comparable Class Manager
City of Roseville Human Resources Director $12,832 $17,196 6.197% $1,066 $516 $0 $0 $0 $18,778 $1,945 inc inc inc $52 $16 $100 $249 $21,139 6.197% $1,066 $20,074 $3,156 $16,918 City of Tracy Director of Human Resources $14,445 $17,543 0% $0 $877 $0 $500 $0 $18,920 $3,119 inc inc inc $54 $79 $0 $1,014 $23,186 0% $0 $23,186 $3,298 $19,888 City of Turlock No Comparable Class Administrative Services Director is also over IT City of Vacaville Director of Human Resources $13,646 $16,585 0% $0 $995 $0 $400 $0 $17,980 $0 $1,894 $139 $17 $8 $46 $100 $240 $20,425 1% $166 $20,260 $3,104 $17,156 No job description available City of Woodland No Comparable Class Not a Department
$16,585 $17,980 $20,129 $16,927
-55.92% -69.03% -64.58% -61.40%
$16,114 $17,335 $19,644 $16,599
-51.49% -62.97% -60.62% -58.27%
7 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 23 of 28 ends

Packet Pg. 481 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding
Planning
Manager/Community
Development Manager $6,515 $10,299 0% $0 $0 $0 $0 $0 $10,299 $1,509 inc inc inc $25 $11 $0 $149 $11,994 1% $103 $11,891 $1,743 $10,148 City of Chico No Comparable Class
City of Davis No Comparable Class
City of Fairfield Planning Division Manager $10,743 $13,058 2.5% $326 $1,239 $0 $0 $0 $14,624 $0 $1,743 $112 $13 $12 $20 $50 $189 $16,763 5.25% $686 $16,077 $2,990 $13,087 City of Folsom Planning Manager $11,022 $13,101 0% $0 $275 $0 $0 $300 $300 MA $13,676 $0 $1,674 $113 $20 $9 $46 $50 $949 $16,538 0% $0 $16,538 $3,202 $13,336 City of Lodi No Comparable Class City Planner not budgeted City of Roseville Planning Manager $10,312 $13,820 6.197% $856 $415 $0 $0 $0 $15,091 $1,945 inc inc inc $41 $16 $100 $200 $17,394 6.197% $856 $16,537 $3,156 $13,381 City of Tracy No Comparable Class
City of Turlock No Comparable Class
City of Vacaville City Planner $10,316 $12,540 0% $0 $752 $0 $0 $0 $13,293 $0 $1,894 $139 $17 $8 $39 $100 $182 $15,672 1% $125 $15,547 $3,104 $12,443 Division Manager City of Woodland No Comparable Class Planning Manager not budgeted $13,080 $14,150 $16,307 $13,212
-27.00% -37.39% -37.14% -30.20%
$13,130 $14,171 $16,175 $13,062
-27.49% -37.60% -36.03% -28.72%
4 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 24 of 28 ends

Packet Pg. 482 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Police Services Manager $4,175 $6,657 0% $0 $0 $0 $0 $0 $6,657 $1,509 inc inc inc $16 $9 $0 $97 $8,288 1% $67 $8,221 $1,743 $6,478 BA; Records, telephone support, reception,
budget, purchasing
City of Chico
Police Support Operations
Manager $5,758 $7,932 0% $0 $0 $0 $0 $25 $25 Notary $7,957 $0 $1,457 $58 $5 $12 $65 $0 $115 $9,669 6% $476 $9,194 $2,183 $7,011 Plan, assign, schedule, coordinate, and manage
one or more areas of police support operations,
which may include: public safety dispatch, police
records services, and evidence
City of Davis No Comparable Class
Records and Communications Manager-no BA
and over Dispatch
City of Fairfield
Police Records/Property
Manager $9,495 $11,541 2.5% $289 $1,095 $0 $0 $0 $12,925 $0 $1,743 $112 $13 $12 $17 $50 $167 $15,039 5.25% $606 $14,433 $2,990 $11,443 Over records and property City of Folsom No Comparable Class Not budgeted
City of Lodi No Comparable Class
City of Roseville Police Services Administrator $8,890 $11,913 6.197% $738 $357 $0 $0 $0 $13,009 $1,945 inc inc inc $36 $16 $100 $173 $15,278 6.197% $738 $14,540 $3,156 $11,384 Over records or dispatch City of Tracy No Comparable Class
Police Support Operator Manager is over records,
communications, animal services, fiscal and
information technology
City of Turlock No Comparable Class
City of Vacaville No Comparable Class Communications Manager is over Dispatch City of Woodland No Comparable Class Records Manager not budgeted $11,541 $12,925 $14,433 $11,384
-73.37% -94.15% -75.57% -75.73%
$10,462 $11,297 $12,722 $9,946
-57.16% -69.70% -54.75% -53.53%
3 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 25 of 28 ends

Packet Pg. 483 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Purchasing Officer $4,829 $7,701 0% $0 $0 $0 $0 $0 $7,701 $1,509 inc inc inc $19 $10 $0 $112 $9,351 1% $77 $9,274 $1,743 $7,531 City of Chico Purchasing Manager $6,380 $8,795 0% $0 $0 $0 $0 $25 $25 Notary $8,820 $0 $1,457 $58 $5 $13 $72 $0 $128 $10,554 6% $528 $10,026 $2,183 $7,843 City of Davis No Comparable Class
City of Fairfield No Comparable Class
City of Folsom No Comparable Class
City of Lodi No Comparable Class
City of Roseville
Purchasing and Warehouse
Manager $8,786 $11,774 6.197% $730 $353 $0 $0 $0 $12,857 $1,945 inc inc inc $35 $16 $100 $171 $15,124 6.197% $730 $14,394 $3,156 $11,238 City of Tracy No Comparable Class
City of Turlock No Comparable Class Supervisory level
City of Vacaville No Comparable Class
City of Woodland No Comparable Class
Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
2 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 26 of 28 ends

Packet Pg. 484 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Reprographics Manager $3,192 $5,090 0% $0 $0 $0 $0 $0 $5,090 $1,509 inc inc inc $12 $7 $0 $74 $6,692 1% $51 $6,641 $1,743 $4,898 City of Chico No Comparable Class
City of Davis No Comparable Class
City of Fairfield No Comparable Class
City of Folsom No Comparable Class
City of Lodi No Comparable Class
City of Roseville No Comparable Class
City of Tracy No Comparable Class
City of Turlock No Comparable Class
City of Vacaville No Comparable Class
City of Woodland No Comparable Class
Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
0 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 27 of 28 ends

Packet Pg. 485 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrep
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Risk Manager $4,751 $7,538 0% $0 $0 $0 $0 $0 $7,538 $1,509 inc inc inc $18 $10 $0 $109 $9,185 1% $75 $9,109 $1,743 $7,366 No job description City of Chico No Comparable Class
City of Davis No Comparable Class
City of Fairfield Risk Manager $9,976 $12,126 2.5% $303 $1,151 $0 $0 $0 $13,580 $0 $1,743 $112 $13 $12 $18 $50 $176 $15,704 2.75% $333 $15,370 $2,990 $12,380 City of Folsom No Comparable Class
City of Lodi Risk Manager $10,414 $12,658 0% $0 $380 $0 $0 $0 $13,037 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $184 $15,203 3% $380 $14,824 $2,274 $12,550
City of Roseville Risk Manager $9,791 $13,121 6.197% $813 $394 $0 $0 $0 $14,328 $1,945 inc inc inc $39 $16 $100 $190 $16,618 6.197% $813 $15,805 $3,156 $12,649 City of Tracy No Comparable Class
City of Turlock No Comparable Class
City of Vacaville No Comparable Class
City of Woodland No Comparable Class
$12,658 $13,580 $15,370 $12,550
-67.92% -80.15% -68.73% -70.36%
$12,635 $13,648 $15,333 $12,526
-67.62% -81.06% -68.32% -70.05%
3 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Davis, Folsom, Tracy, -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available % Redding is Above or Below Median
Labor Market Median
# Of Comparable Matches
Labor Market Mean
% Redding is Above or Below Mean

Page 28 of 28 ends

Packet Pg. 486 Attachment: Appendix A - Unrep 1.2022 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
Survey Classification
Redding Maximum
Base Salary
Labor Market Median
Base Salary
% Redding Is Above or
Below Labor Market
Median
Redding Total
Cash
Labor Market
Median Total Cash
% Redding Is
Above or Below
Labor Market
Median
Redding Total
Compensation
Labor Market
Median Total
Compensation
% Redding Is
Above or Below
Labor Market
Median
City of Redding
Total
Compensation
Minus House
Payment
Labor Market
Mean Total
Compensation
Minus Housing
Payment
% City of Redding
is Above or Below
Market Mean Comparability
Director of Electric Utility $18,741 $19,318 -3.08% $19,041 $19,968 -4.87% $20,671 $23,200 -12.24% $18,928 $20,422 -7.89% 6 Electric Manager-Customer Services $13,387 $13,064 2.41% $13,387 $13,581 -1.45% $14,993 $16,834 -12.28% $13,250 $14,617 -10.32% 3 Electric Manager-Engineering $15,864 Insuff Data --- $15,864 Insuff Data --- $17,481 Insuff Data --- $15,738 Insuff Data --- 2 Electric Manager-Line $15,143 $15,406 -1.74% $15,143 $15,818 -4.45% $16,757 $18,148 -8.30% $15,014 $15,903 -5.92% 4 Electric Manager-Resources $15,143 $15,742 -3.95% $15,143 $16,214 -7.07% $16,757 $18,344 -9.47% $15,014 $16,127 -7.42% 3 Electric Program Supervisor-Power
Production $12,395 Insuff Data --- $12,395 Insuff Data --- $13,996 Insuff Data --- $12,253 Insuff Data --- 2 Electric Program SupervisorSubstations $11,700 $12,745 -8.93% $11,700 $13,382 -14.38% $13,298 $15,782 -18.68% $11,555 $13,508 -16.90% 3 Electric Program SupervisorTransmission and Distribution $15,152 $12,256 19.11% $15,152 $12,624 16.69% $16,766 $15,430 7.97% $15,023 $13,213 12.05% 3 Electric Utility Engineer $10,226 Insuff Data --- $10,226 Insuff Data --- $11,817 Insuff Data --- $10,074 Insuff Data --- 2 Electric Utility Engineering Assistant II $7,609 $8,204 -7.82% $7,609 $8,327 -9.43% $9,181 $11,210 -22.10% $7,438 $8,477 -13.98% 4 Electric Utility Resource Planner $10,737 $11,709 -9.05% $10,737 $12,294 -14.51% $12,331 $15,653 -26.94% $10,588 $13,436 -26.90% 3 Electrical Engineer $11,934 Insuff Data --- $11,934 Insuff Data --- $13,533 Insuff Data --- $11,790 Insuff Data --- 1 Average -1.63% Average -4.93% Average -12.76% Average -9.66% Base Salary Total Cash Total Compensation
MEDIAN
Total Compensation minus Housing Payment

Page 1 of 14 ends

Packet Pg. 487 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
Survey Classification
Redding Maximum
Base Salary
Labor Market Mean
Base Salary
% Redding Is Above or
Below Labor Market
Mean
Redding Total
Cash
Labor Market
Mean Total Cash
% Redding Is
Above or Below
Labor Market
Mean
Redding Total
Compensation
Labor Market
Mean Total
Compensation
% Redding Is
Above or Below
Labor Market
Mean
City of Redding
Total
Compensation
Minus House
Payment
Labor Market
Mean Total
Compensation
Minus Housing
Payment
% City of Redding
is Above or Below
Market Mean Comparability
Director of Electric Utility $18,741 $20,235 -7.97% $19,041 $20,760 -9.03% $20,671 $23,613 -14.23% $18,928 $21,403 -13.08% 6 Electric Manager-Customer Services $13,387 $12,447 7.02% $13,387 $12,772 4.60% $14,993 $15,643 -4.33% $13,250 $13,504 -1.92% 3 Electric Manager-Engineering $15,864 Insuff Data --- $15,864 Insuff Data --- $17,481 Insuff Data --- $15,738 Insuff Data --- 2 Electric Manager-Line $15,143 $15,425 -1.86% $15,143 $15,854 -4.70% $16,757 $18,630 -11.18% $15,014 $15,995 -6.53% 4 Electric Manager-Resources $15,143 $15,845 -4.64% $15,143 $16,281 -7.52% $16,757 $19,151 -14.29% $15,014 $17,012 -13.31% 3 Electric Program Supervisor-Power
Production $12,395 Insuff Data --- $12,395 Insuff Data --- $13,996 Insuff Data --- $12,253 Insuff Data --- 2 Electric Program SupervisorSubstations $11,700 $12,070 -3.16% $11,700 $12,433 -6.26% $13,298 $15,255 -14.71% $11,555 $13,116 -13.51% 3 Electric Program SupervisorTransmission and Distribution $15,152 $12,520 17.37% $15,152 $12,860 15.13% $16,766 $15,743 6.10% $15,023 $13,604 9.44% 3 Electric Utility Engineer $10,226 Insuff Data --- $10,226 Insuff Data --- $11,817 Insuff Data --- $10,074 Insuff Data --- 2 Electric Utility Engineering Assistant II $7,609 $8,276 -8.77% $7,609 $8,501 -11.72% $9,181 $11,160 -21.55% $7,438 $8,524 -14.60% 4 Electric Utility Resource Planner $10,737 $11,850 -10.36% $10,737 $12,159 -13.24% $12,331 $15,013 -21.75% $10,588 $12,874 -21.60% 3 Electrical Engineer $11,934 Insuff Data --- $11,934 Insuff Data --- $13,533 Insuff Data --- $11,790 Insuff Data --- 1 Average -1.55% Average -4.09% Average -11.99% Average -9.39% Base Salary Total Cash Total Compensation
Mean
Total Compensation minus Housing Payment

Page 2 of 14 ends

Packet Pg. 488 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Director of Electric Utility $11,664 $18,741 0% $0 $0 $0 $300 $0 $19,041 $1,509 inc inc inc $26 $11 $0 $272 $20,858 1% $187 $20,671 $1,743 $18,928 City of Healdsburg Utilities Director $15,150 $18,341 0% $0 $0 $550 $0 $0 $18,891 $0 $2,051 $143 $18 $19 $59 $0 $266 $21,447 0% $0 $21,447 $4,127 $17,320 $350 Management Incentive Pay added to base
salary
City of Lodi Electric Utility Director $17,836 $17,836 0% $0 $535 $0 $0 $0 $18,371 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $259 $20,612 6% $1,070 $19,542 $2,274 $17,268 Imperial Irrigation District Data Not Available
Modesto Irrigation District
Assistant General Manager
Electric Resources $16,861 $26,305 0% $0 $1,315 $0 $0 $0 $27,620 $0 $3,140 $159 $20 $33 $2 $0 $381 $31,355 0% $0 $31,355 $1,925 $29,430 Down one level; have other AGMs- same salary Turlock Irrigation District
Assistant General Manager,
Electrical Engineering and
Operations $16,912 $21,585 0% $0 $0 $0 $0 $0 $21,585 $42 $2,041 $131 $26 $28 $28 $0 $1,072 $24,954 0% $0 $24,954 $2,217 $22,737 Down one level; have other AGMs- same salary City of Shasta Lake (Director
only) Electric Utility Director $17,047 $17,047 0% $0 $0 $0 $0 $0 $17,047 $0 $1,823 $150 $38 $35 $46 $0 $247 $19,386 0% $0 $19,386 $1,279 $18,107 Trinity PUD (Director only) General Manager $20,294 $20,294 0% $0 $0 $0 $750 $0 $21,044 $0 $2,527 $184 $70 $102 $11 $0 $1,054 $24,991 0% $0 $24,991 $1,433 $23,558 $19,318 $19,968 $23,200 $20,422
-3.08% -4.87% -12.24% -7.89%
$20,235 $20,760 $23,613 $21,403
-7.97% -9.03% -14.23% -13.08%
6 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Healdsburg -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 3 of 14 ends

Packet Pg. 489 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding
Electric Manager-Customer
Services $8,478 $13,387 0% $0 $0 $0 $0 $0 $13,387 $1,509 inc inc inc $26 $11 $0 $194 $15,127 1% $134 $14,993 $1,743 $13,250 City of Healdsburg No Comparable Class
City of Lodi Revenue Manager $8,800 $10,696 0% $0 $321 $0 $0 $0 $11,017 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $155 $13,154 3% $321 $12,834 $2,274 $10,560
In Finance, not over meter maintenance or
customer programs
Imperial Irrigation District Data Not Available
Modesto Irrigation District Customer Services Manager $10,206 $13,064 0% $0 $653 $0 $0 $0 $13,717 $0 $3,140 $159 $20 $33 $2 $0 $189 $17,260 0% $0 $17,260 $1,925 $15,335 Over Billing, Call Center and cash accounting; No
Manager level over Meters; organized differ than
Redding
Turlock Irrigation District
Customer Service Department
Manager $10,641 $13,581 0% $0 $0 $0 $0 $0 $13,581 $42 $2,041 $131 $26 $28 $28 $0 $956 $16,834 0% $0 $16,834 $2,217 $14,617 Over Billing, connections/disconnections, meter
reading, field collections and cashiering; organized
different than Redding; Meter Division Manager
$13,064 $13,581 $16,834 $14,617

2.41% -1.45% -12.28% -10.32%
$12,447 $12,772 $15,643 $13,504

7.02% 4.60% -4.33% -1.92%
3 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Healdsburg -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 4 of 14 ends

Packet Pg. 490 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding
Electric ManagerEngineering $10,047 $15,864 0% $0 $0 $0 $0 $0 $15,864 $1,509 inc inc inc $26 $11 $0 $230 $17,640 1% $159 $17,481 $1,743 $15,738 City of Healdsburg No Comparable Class
Utilities Engineering Manager is for water and
wastewater
City of Lodi No Comparable Class
Manager, Engineering and Operations is over
engineering and operations
Imperial Irrigation District Data Not Available
Modesto Irrigation District
Engineering Manager,
Electrical $12,745 $16,314 0% $0 $816 $0 $0 $0 $17,130 $0 $3,140 $159 $20 $33 $2 $0 $237 $20,720 0% $0 $20,720 $1,925 $18,795 Turlock Irrigation District
Electrical Engineering and
Operations Department
Manager $12,396 $15,824 0% $0 $0 $0 $0 $0 $15,824 $42 $2,041 $131 $26 $28 $28 $0 $989 $19,109 0% $0 $19,109 $2,217 $16,892 Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
2 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Healdsburg -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available % Redding is Above or Below Median
Labor Market Median
# Of Comparable Matches
Labor Market Mean
% Redding is Above or Below Mean

Page 5 of 14 ends

Packet Pg. 491 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Electric Manager-Line $9,590 $15,143 0% $0 $0 $0 $0 $0 $15,143 $1,509 inc inc inc $26 $11 $0 $220 $16,908 1% $151 $16,757 $1,743 $15,014 City of Healdsburg
Electric Operations
Superintendent $12,318 $14,972 0% $0 $0 $449 $0 $0 $15,421 $0 $2,051 $143 $18 $19 $59 $0 $217 $17,928 0% $0 $17,928 $4,127 $13,801 City of Lodi Electric Utility Superintendent $12,951 $15,742 0% $0 $472 $0 $0 $0 $16,214 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $228 $18,424 3% $472 $17,952 $2,274 $15,678
Imperial Irrigation District Data Not Available
Modesto Irrigation District Line Construction Manager $12,435 $15,917 0% $0 $796 $0 $0 $0 $16,713 $0 $3,140 $159 $20 $33 $2 $0 $231 $20,297 0% $0 $20,297 $1,925 $18,372 Turlock Irrigation District Line Department Manager $11,808 $15,070 0% $0 $0 $0 $0 $0 $15,070 $42 $2,041 $131 $26 $28 $28 $0 $978 $18,344 0% $0 $18,344 $2,217 $16,127 $15,406 $15,818 $18,148 $15,903
-1.74% -4.45% -8.30% -5.92%
$15,425 $15,854 $18,630 $15,995
-1.86% -4.70% -11.18% -6.53%
4 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Healdsburg -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 6 of 14 ends

Packet Pg. 492 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Electric Manager-Resources $9,591 $15,143 0% $0 $0 $0 $0 $0 $15,143 $1,509 inc inc inc $26 $11 $0 $220 $16,908 1% $151 $16,757 $1,743 $15,014 City of Healdsburg No Comparable Class
City of Lodi
Rates and Resources
Manager $12,951 $15,742 0% $0 $472 $0 $0 $0 $16,214 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $228 $18,424 3% $472 $17,952 $2,274 $15,678
Imperial Irrigation District Data Not Available
Modesto Irrigation District
Resource Planning and
Development Manager $13,064 $16,723 0% $0 $836 $0 $0 $0 $17,559 $0 $3,140 $159 $20 $33 $2 $0 $242 $21,155 0% $0 $21,155 $1,925 $19,230 Turlock Irrigation District
Resource Planning
Department Manager $11,808 $15,070 0% $0 $0 $0 $0 $0 $15,070 $42 $2,041 $131 $26 $28 $28 $0 $978 $18,344 0% $0 $18,344 $2,217 $16,127 $15,742 $16,214 $18,344 $16,127
-3.95% -7.07% -9.47% -7.42%
$15,845 $16,281 $19,151 $17,012
-4.64% -7.52% -14.29% -13.31%
3 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Healdsburg -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 7 of 14 ends

Packet Pg. 493 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding
Electric Program SupervisorPower Production $7,850 $12,395 0% $0 $0 $0 $0 $0 $12,395 $1,509 inc inc inc $26 $11 $0 $180 $14,120 1% $124 $13,996 $1,743 $12,253 City of Healdsburg No Comparable Class
City of Lodi No Comparable Class
Imperial Irrigation District Data Not Available
Modesto Irrigation District Generation Supervisor $9,476 $12,132 0% $0 $607 $0 $0 $0 $12,739 $0 $3,140 $159 $20 $32 $2 $0 $176 $16,267 0% $0 $16,267 $1,925 $14,342 Turlock Irrigation District Power Plant Supervisor $10,043 $10,043 0% $0 $0 $0 $0 $0 $10,043 $0 $2,041 $131 $26 $28 $23 $0 $768 $13,061 0% $0 $13,061 $2,217 $10,844 Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
2 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Healdsburg -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available % Redding is Above or Below Median
Labor Market Median
# Of Comparable Matches
Labor Market Mean
% Redding is Above or Below Mean

Page 8 of 14 ends

Packet Pg. 494 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding
Electric Program SupervisorSubstations $7,407 $11,700 0% $0 $0 $0 $0 $0 $11,700 $1,509 inc inc inc $26 $11 $0 $170 $13,415 1% $117 $13,298 $1,743 $11,555 City of Healdsburg No Comparable Class
City of Lodi Substation/Metering Supervisor $13,421 $13,421 0% $0 $403 $0 $0 $50 $600/yr Class A $13,873 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $195 $16,050 2% $268 $15,782 $2,274 $13,508 Class A Imperial Irrigation District Data Not Available
Modesto Irrigation District Substation Supervisor $9,956 $12,745 0% $0 $637 $0 $0 $0 $13,382 $0 $3,140 $159 $20 $33 $2 $0 $185 $16,921 0% $0 $16,921 $1,925 $14,996 Turlock Irrigation District Substation Supervisor $10,043 $10,043 0% $0 $0 $0 $0 $0 $10,043 $0 $2,041 $131 $26 $28 $23 $0 $768 $13,061 0% $0 $13,061 $2,217 $10,844 $12,745 $13,382 $15,782 $13,508
-8.93% -14.38% -18.68% -16.90%
$12,070 $12,433 $15,255 $13,116
-3.16% -6.26% -14.71% -13.51%
3 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Healdsburg -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available % Redding is Above or Below Median
Labor Market Median
# Of Comparable Matches
Labor Market Mean
% Redding is Above or Below Mean

Page 9 of 14 ends

Packet Pg. 495 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding
Electric Program SupervisorTransmission and
Distribution $12,438 $15,152 0% $0 $0 $0 $0 $0 $15,152 $1,509 inc inc inc $26 $11 $0 $220 $16,917 1% $152 $16,766 $1,743 $15,023 City of Healdsburg No Comparable Class
City of Lodi
Electric Distribution Operations
Supervisor $11,671 $12,256 0% $0 $368 $0 $0 $0 $12,624 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $178 $14,784 2% $245 $14,539 $2,274 $12,265
Valid System Operator Certification from an
accredited training program within three (3) years
of appointment.

Imperial Irrigation District Data Not Available
Modesto Irrigation District Dispatch Shift Supervisor $13,064 $13,064 0% $0 $653 $0 $0 $0 $13,717 $0 $3,140 $159 $20 $33 $2 $0 $189 $17,260 0% $0 $17,260 $1,925 $15,335 Turlock Irrigation District
Power Control Center Shift
Supervisor $12,239 $12,239 0% $0 $0 $0 $0 $0 $12,239 $0 $2,041 $131 $26 $28 $28 $0 $936 $15,430 0% $0 $15,430 $2,217 $13,213 $12,256 $12,624 $15,430 $13,213

19.11% 16.69% 7.97% 12.05%
$12,520 $12,860 $15,743 $13,604

17.37% 15.13% 6.10% 9.44%
3 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Healdsburg -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 10 of 14 ends

Packet Pg. 496 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Electric Utility Engineer $6,435 $10,226 0% $0 $0 $0 $0 $0 $10,226 $1,509 inc inc inc $25 $11 $0 $148 $11,919 1% $102 $11,817 $1,743 $10,074 City of Healdsburg No Comparable Class
City of Lodi No Comparable Class
Imperial Irrigation District Data Not Available
Modesto Irrigation District Associate Electrical Engineer $9,476 $12,132 0% $0 $607 $0 $0 $0 $12,739 $0 $3,140 $159 $20 $32 $2 $0 $176 $16,267 0% $0 $16,267 $1,925 $14,342 PE desired Turlock Irrigation District Assistant Engineer-Electrical $8,501 $10,849 0% $0 $0 $0 $0 $0 $10,849 $42 $2,041 $131 $26 $28 $25 $0 $830 $13,973 0% $0 $13,973 $2,217 $11,756 No PE Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
2 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Healdsburg -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 11 of 14 ends

Packet Pg. 497 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding
Electric Utility Engineering
Assistant II $4,795 $7,609 0% $0 $0 $0 $0 $0 $7,609 $1,509 inc inc inc $19 $10 $0 $110 $9,257 1% $76 $9,181 $1,743 $7,438 City of Healdsburg
Electric Engineering Technician
II $7,561 $9,191 0% $0 $0 $276 $0 $0 $9,467 $0 $2,051 $143 $18 $14 $35 $0 $133 $11,862 0% $0 $11,862 $4,127 $7,735 City of Lodi
Electrical Engineering
Technician $6,741 $8,193 0% $0 $246 $0 $0 $0 $8,438 $0 $1,795 $83 $17 $69 DNA-self
funded $0 $119 $10,521 2% $164 $10,357 $2,274 $8,083
Imperial Irrigation District Data Not Available
Modesto Irrigation District Engineering Technician II $5,864 $7,507 0% $0 $375 $0 $0 $0 $7,882 $0 $3,140 $159 $20 $20 $2 $0 $109 $11,331 0% $0 $11,331 $1,925 $9,406 Turlock Irrigation District
Engineering Technician IIElectrical $6,760 $8,215 0% $0 $0 $0 $0 $0 $8,215 $0 $2,041 $131 $26 $28 $19 $0 $628 $11,089 0% $0 $11,089 $2,217 $8,872 $8,204 $8,327 $11,210 $8,477
-7.82% -9.43% -22.10% -13.98%
$8,276 $8,501 $11,160 $8,524
-8.77% -11.72% -21.55% -14.60%
4 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Healdsburg -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 12 of 14 ends

Packet Pg. 498 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding
Electric Utility Resource
Planner $6,757 $10,737 0% $0 $0 $0 $0 $0 $10,737 $1,509 inc inc inc $26 $11 $0 $156 $12,438 1% $107 $12,331 $1,743 $10,588 City of Healdsburg No Comparable Class
City of Lodi
Electric Utility Resources
Analyst $9,397 $11,423 0% $0 $343 $0 $0 $0 $11,765 $0 $1,795 $83 $17 $88 DNA-self
funded $0 $166 $13,913 3% $343 $13,570 $2,274 $11,296
Imperial Irrigation District Data Not Available
Modesto Irrigation District Resource Planner $9,147 $11,709 0% $0 $585 $0 $0 $0 $12,294 $0 $3,140 $159 $20 $31 $2 $0 $170 $15,816 0% $0 $15,816 $1,925 $13,891 Turlock Irrigation District
Utility Analyst II-Resource
Planning $9,727 $12,417 0% $0 $0 $0 $0 $0 $12,417 $42 $2,041 $131 $26 $28 $28 $0 $940 $15,653 0% $0 $15,653 $2,217 $13,436 $11,709 $12,294 $15,653 $13,436
-9.05% -14.51% -26.94% -26.90%
$11,850 $12,159 $15,013 $12,874
-10.36% -13.24% -21.75% -21.60%
3 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Healdsburg -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available % Redding is Above or Below Median
Labor Market Median
# Of Comparable Matches
Labor Market Mean
% Redding is Above or Below Mean

Page 13 of 14 ends

Packet Pg. 499 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented City of Redding
Total Compensation Study
Unrepresented-Electric Classes Only
1/2022
New Hires, Classic Members
Agency Classification
Minimum
Base Salary
Maximum
Base Salary
Employee's
Portion of
Retirement Paid
by the
Employer (%)
Employee's
Portion of
Retirement
Paid by the
Employer ($)
Deferred
Compensation
Longevity
pay at 10
Years
Auto
Allowance
Certification/
Education Pay
Certification/
Education Pay
Notes Total Cash
Cafeteria
Plan
Health
(Most
Expensive
Plan) Dental Vision
Life
Insurance
LTD
Insurance RHSA
Social
Security
and/or
Medicare Total Comp
Employer's
Portion of
Retirement
Paid by the
Employee
(%)
Employer's
Portion of
Retirement
Paid by the
Employee
($)
Total
Compensation
minus ER
portion of
retirement paid
by EE
Estimated
Monthly
Housing
Payment*
Total
Compensation
minus Housing
Payment Comments
City of Redding Electrical Engineer $7,555 $11,934 0% $0 $0 $0 $0 $0 $11,934 $1,509 inc inc inc $26 $11 $0 $173 $13,653 1% $119 $13,533 $1,743 $11,790 PE City of Healdsburg No Comparable Class
City of Lodi No Comparable Class Electrical Engineer is not budgeted Imperial Irrigation District Data Not Available
Modesto Irrigation District No Comparable Class Associate Electrical Engineer does not require PE Turlock Irrigation District Associate Electrical Engineer $9,372 $11,958 0% $0 $0 $0 $0 $0 $11,958 $42 $2,041 $131 $26 $28 $28 $0 $915 $15,169 0% $0 $15,169 $2,217 $12,952 PE Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
Insuff Data Insuff Data Insuff Data Insuff Data
--- --- --- ---
1 Data effective as of 1/2022
*Estimated monthly housing payment - based on median cost of house using $50,000 down, excellent credit and 30 year loan; Source- Mortgage Calculator from Bank of America (as conducted in past salary studies); Healdsburg -had to use 20% down payment since $50,000 is less than a 5% down payment and calculation not available # Of Comparable Matches
Labor Market Median
% Redding is Above or Below Mean
Labor Market Mean
% Redding is Above or Below Median

Page 14 of 14 ends

Packet Pg. 500 Attachment: Appendix A - Unrep Electric Class Only 1.2022 (available online) (9.1(e)--Unrepresented Job Code Title
96 City Clerk (Elected Official) $600
97 City Treasurer (Elected Official) $600
30 Director of Electric Utility $17,173 – $22,326
31 Assistant Director of Electric Utility $15,611 – $20,296 35 Chief of Police $14,635 – $19,026
61 Electric Manager - Energy Management $14,165 – $18,415 84 Electric Manager - Engineering $14,165 – $18,415
12 Assistant City Manager $13,459 – $17,498
40 Fire Chief $13,013 – $16,918
88 Electric Program Supervisor - Energy Management $12,846 – $16,700 62 Electric Program Supervisor - Transmission & Distribution $12,846 – $16,700 20 Director of Public Works $12,818 – $16,665
76 Electric Manager - Power Production $12,114 – $15,748 69 Electric Manager - Financial $11,920 – $15,496
94 Chief Information Officer $11,920 – $15,496
63 Electric Manager - Customer Services and Metering $11,823 – $15,370 77 Electric Manager - Line $11,823 – $15,370
86 Electric Manager - Resources $11,823 – $15,370
43 Director of Development Services $11,618 – $15,103
52 Director of Community Services $11,618 – $15,103
134 Assistant City Attorney II $11,375 – $14,788
66 Electric Manager - Compliance $11,327 – $14,725
42 Deputy Fire Chief $11,212 – $14,576
87 Senior Electrical Engineer $11,092 – $14,420
64 Director of Finance $10,812 – $14,056
65 Personnel Director $10,812 – $14,056
18 Deputy City Manager $10,790 – $14,028
78 Electric Program Supervisor - Line $10,785 – $14,021 83 Electric Manager - Engineering (E&O) $9,890 – $13,975 106 Assistant Director of Public Works $10,570 – $13,741 80 Electric Program Supervisor - Substations $10,530 – $13,689 41 Electric Program Supervisor - Meter Shop $10,530 – $13,689 89 Electric Program Supervisor - Service Planning $10,392 – $13,510 135 Assistant City Attorney I $10,301 – $13,392
81 Electric Manager $10,106 – $13,139
108 Electrical Engineer $10,098 – $13,127
68 Operations/Compliance Engineer $10,098 – $13,127
112 Assistant City Engineer $9,990 – $12,988

CITY OF REDDING

EXECUTIVE MANAGEMENT PAY-FOR-PERFORMANCE SALARY PLAN
Effective: January 23, 2022
Monthly Salary Range

NO RANGE

NO RANGE
Packet Pg. 501 Attachment: ExecMgmtSalaryPlan-January 23, 2022 (available online) (9.1(e)--Unrepresented Salary Schedule) Job Code Title Monthly Salary Range
82 Electric Program Supervisor $9,876 – $12,839
58 Electric Program Supervisor - Operational Technology $9,876 – $12,839 59 Electric Program Supervisor - Power Production $9,820 – $12,767 155 Electric Utility Senior Project Engineer $9,775 – $12,708 71 Assistant Director of Development Services/Building Official $9,710 – $12,623 93 Deputy Director of Public Works $9,640 – $12,533
54 Cyber Security Officer $9,379 – $12,193
138 Planning /Community Development Manager $9,269 – $12,050 50 Assistant Director - Community Services $9,181 – $11,935 252 Municipal Utilities Manager $9,181 – $11,935
192 Electric Utility Operational Technology Engineer $9,085 – $11,811 116 Electric Utility Resource Planner $9,085 – $11,811
53 Support Services Director $7,403 – $11,690
60 Finance Officer $8,979 – $11,673
72 Environmental Compliance Manager $8,836 – $11,488
127 Building Official $8,813 – $11,457
110 Electric Utility Engineer $8,652 – $11,248
151 Deputy City Attorney $8,621 – $11,208
75 Airports Manager $8,537 – $11,099
103 Housing Manager $8,317 – $10,813
111 Assistant Director of Development Services/City Engineer $6,711 – $10,608 182 Geographic Information Systems Manager $8,106 – $10,538 249 Field Foreman-Electrical Technician $8,097 – $10,527 95 Personnel Manager $7,980 – $10,374
90 Risk Manager $7,980 – $10,374
98 Administrator - Office of City Clerk $7,897 – $10,266 99 Administrator - Office of City Treasurer $7,897 – $10,266 131 Economic Development, Innovation and Equity Manager $7,773 – $10,106 121 Electric Utility Engineering Associate $7,570 – $9,842 105 Assistant Finance Officer $7,512 – $9,765
92 Parks & Facilities Manager $7,481 – $9,725
51 Communication Manager $7,451 – $9,686
195 Electric Utility Associate Resource Planner $7,342 – $9,545 107 Energy Services Account Manager $7,247 – $9,422
56 Senior Personnel Analyst $7,234 – $9,404
70 Information Technology Manager $5,849 – $9,283
209 Assistant Airports Manager $7,117 – $9,253
136 Electric Utility Engineering Assistant II $6,907 – $8,979 Packet Pg. 502 Attachment: ExecMgmtSalaryPlan-January 23, 2022 (available online) (9.1(e)--Unrepresented Salary Schedule) Job Code Title
166 Purchasing Officer $6,812 – $8,856
113 Electric Utility Field Foreman $5,362 – $8,549
257 Power Plant Supervisor $5,362 – $8,549
125 Street Maintenance Superintendent $5,310 – $8,427
175 Management Assistant to the City Manager $6,477 – $8,421 248 Customer Services Operations Manager $5,196 – $8,245 122 Electric Utility Information Systems and Mapping Supervisor $5,180 – $8,218 150 Electric Utility Engineering Assistant I $6,272 – $8,154 165 Parks Superintendent $6,225 – $8,093
169 Recreation Superintendent $6,225 – $8,093
73 Permit Center Manager $5,087 – $8,072
130 Fleet Manager $6,145 – $7,988
185 Police Services Manager $6,145 – $7,988
102 Convention Center and Visitors Bureau Manager $4,720 – $7,490 85 Director of Utilities/Customer Services $4,720 – $7,490 212 Electric Utility Supervising Arborist $4,417 – $7,045 152 Financial Management Specialist $4,446 – $7,037
259 Maintenance Planner/Materials Coordinator $4,446 – $7,037 123 Electric Utility Manager-Customer Contact $4,258 – $6,790 79 Tourism Officer $4,247 – $6,774
245 Executive Assistant to the City Manager $5,052 – $6,568 109 Reprographics Manager $5,052 – $6,568
156 Police Administrative Supervisor $4,063 – $6,479
Monthly Salary Range
Packet Pg. 503 Attachment: ExecMgmtSalaryPlan-January 23, 2022 (available online) (9.1(e)--Unrepresented Salary Schedule) Job Code Title
96 City Clerk (Elected Official) $600
97 City Treasurer (Elected Official) $600
30 Director of Electric Utility $17,516 – $22,772
31 Assistant Director of Electric Utility $15,924 – $20,702 35 Chief of Police $15,659 – $20,358
61 Electric Manager - Energy Management $14,448 – $18,783 84 Electric Manager - Engineering $14,448 – $18,784
40 Fire Chief $13,859 – $18,017
12 Assistant City Manager $13,729 – $17,848
88 Electric Program Supervisor - Energy Management $13,103 – $17,034 62 Electric Program Supervisor - Transmission & Distribution $13,103 – $17,034 20 Director of Public Works $13,075 – $16,998
76 Electric Manager - Power Production $12,356 – $16,063 69 Electric Manager - Financial $12,158 – $15,806
94 Chief Information Officer $12,158 – $15,806
63 Electric Manager - Customer Services and Metering $12,059 – $15,678 77 Electric Manager - Line $12,059 – $15,677
86 Electric Manager - Resources $12,059 – $15,677
42 Deputy Fire Chief $11,940 – $15,523
43 Director of Development Services $11,850 – $15,406
52 Director of Community Services $11,850 – $15,405
134 Assistant City Attorney II $11,602 – $15,083
66 Electric Manager - Compliance $11,553 – $15,020
87 Senior Electrical Engineer $11,314 – $14,708
64 Director of Finance $11,028 – $14,337
65 Personnel Director $11,028 – $14,337
18 Deputy City Manager $11,006 – $14,308
78 Electric Program Supervisor - Line $11,001 – $14,302 106 Assistant Director of Public Works $10,781 – $14,016 80 Electric Program Supervisor - Substations $10,740 – $13,963 41 Electric Program Supervisor - Meter Shop $10,740 – $13,963 89 Electric Program Supervisor - Service Planning $10,600 – $13,780 135 Assistant City Attorney I $10,507 – $13,660
81 Electric Manager $10,308 – $13,401
108 Electrical Engineer $10,299 – $13,390
68 Operations/Compliance Engineer $10,299 – $13,390
112 Assistant City Engineer $10,190 – $13,248
82 Electric Program Supervisor $10,073 – $13,096
58 Electric Program Supervisor - Operational Technology $10,073 – $13,095

CITY OF REDDING

EXECUTIVE MANAGEMENT PAY-FOR-PERFORMANCE SALARY PLAN
Effective: July 10, 2022
Monthly Salary Range

NO RANGE

NO RANGE
Packet Pg. 504 Attachment: ExecMgmtSalaryPlan-July 10, 2022 (available online) (9.1(e)--Unrepresented Salary Schedule) Job Code Title Monthly Salary Range
59 Electric Program Supervisor - Power Production $10,017 – $13,022 155 Electric Utility Senior Project Engineer $9,970 – $12,962 71 Assistant Director of Development Services/Building Official $9,904 – $12,876 93 Deputy Director of Public Works $9,833 – $12,783
54 Cyber Security Officer $9,567 – $12,437
138 Planning /Community Development Manager $9,454 – $12,291 50 Assistant Director - Community Services $9,364 – $12,174 252 Municipal Utilities Manager $9,364 – $12,174
192 Electric Utility Operational Technology Engineer $9,267 – $12,047 116 Electric Utility Resource Planner $9,267 – $12,047
60 Finance Officer $9,158 – $11,906
72 Environmental Compliance Manager $9,013 – $11,717
127 Building Official $8,989 – $11,686
110 Electric Utility Engineer $8,825 – $11,473
151 Deputy City Attorney $8,793 – $11,432
75 Airports Manager $8,708 – $11,321
103 Housing Manager $8,484 – $11,029
182 Geographic Information Systems Manager $8,268 – $10,749 249 Field Foreman-Electrical Technician $8,259 – $10,737 95 Personnel Manager $8,140 – $10,582
90 Risk Manager $8,139 – $10,582
98 Administrator - Office of City Clerk $8,055 – $10,472 99 Administrator - Office of City Treasurer $8,055 – $10,472 131 Economic Development, Innovation and Equity Manager $7,929 – $10,308 121 Electric Utility Engineering Associate $7,721 – $10,038 105 Assistant Finance Officer $7,662 – $9,961
92 Parks & Facilities Manager $7,630 – $9,920
51 Communication Manager $7,600 – $9,880
195 Electric Utility Associate Resource Planner $7,489 – $9,736 107 Energy Services Account Manager $7,392 – $9,610
56 Senior Personnel Analyst $7,378 – $9,592
209 Assistant Airports Manager $7,260 – $9,438
136 Electric Utility Engineering Assistant II $7,045 – $9,159 166 Purchasing Officer $6,949 – $9,033
113 Electric Utility Field Foreman $5,362 – $8,720
175 Management Assistant to the City Manager $6,607 – $8,589 150 Electric Utility Engineering Assistant I $6,397 – $8,317 Packet Pg. 505 Attachment: ExecMgmtSalaryPlan-July 10, 2022 (available online) (9.1(e)--Unrepresented Salary Schedule) Job Code Title
165 Parks Superintendent $6,349 – $8,254
169 Recreation Superintendent $6,349 – $8,254
130 Fleet Manager $6,267 – $8,148
185 Police Services Manager $6,267 – $8,148
245 Executive Assistant to the City Manager $5,153 – $6,700 109 Reprographics Manager $5,153 – $6,700
Monthly Salary Range
Packet Pg. 506 Attachment: ExecMgmtSalaryPlan-July 10, 2022 (available online) (9.1(e)--Unrepresented Salary Schedule) Job Code Title
96 City Clerk (Elected Official) $600
97 City Treasurer (Elected Official) $600
30 Director of Electric Utility $17,779 – $23,114
31 Assistant Director of Electric Utility $16,163 – $21,012 35 Chief of Police $15,894 – $20,664
61 Electric Manager - Energy Management $14,665 – $19,065 84 Electric Manager - Engineering $14,665 – $19,065
40 Fire Chief $14,067 – $18,287
12 Assistant City Manager $13,934 – $18,116
88 Electric Program Supervisor - Energy Management $13,299 – $17,290 62 Electric Program Supervisor - Transmission & Distribution $13,299 – $17,290 20 Director of Public Works $13,271 – $17,253
76 Electric Manager - Power Production $12,541 – $16,304 69 Electric Manager - Financial $12,341 – $16,043
94 Chief Information Officer $12,341 – $16,043
63 Electric Manager - Customer Services and Metering $12,240 – $15,913 77 Electric Manager - Line $12,240 – $15,913
86 Electric Manager - Resources $12,240 – $15,913
42 Deputy Fire Chief $12,120 – $15,756
43 Director of Development Services $12,028 – $15,637
52 Director of Community Services $12,028 – $15,637
134 Assistant City Attorney II $11,776 – $15,310
66 Electric Manager - Compliance $11,726 – $15,245
87 Senior Electrical Engineer $11,483 – $14,929
64 Director of Finance $11,194 – $14,552
65 Personnel Director $11,194 – $14,552
18 Deputy City Manager $11,171 – $14,523
78 Electric Program Supervisor - Line $11,166 – $14,516 106 Assistant Director of Public Works $10,943 – $14,227 80 Electric Program Supervisor - Substations $10,901 – $14,172 41 Electric Program Supervisor - Meter Shop $10,901 – $14,172 89 Electric Program Supervisor - Service Planning $10,759 – $13,987 135 Assistant City Attorney I $10,665 – $13,865
81 Electric Manager $10,463 – $13,602
108 Electrical Engineer $10,454 – $13,591
68 Operations/Compliance Engineer $10,454 – $13,591
112 Assistant City Engineer $10,343 – $13,446
82 Electric Program Supervisor $10,224 – $13,292
58 Electric Program Supervisor - Operational Technology $10,224 – $13,292

CITY OF REDDING

EXECUTIVE MANAGEMENT PAY-FOR-PERFORMANCE SALARY PLAN
Effective: July 9, 2023
Monthly Salary Range

NO RANGE

NO RANGE
Packet Pg. 507 Attachment: ExecMgmtSalaryPlan-July 9, 2023 (available online) (9.1(e)--Unrepresented Salary Schedule) Job Code Title Monthly Salary Range
59 Electric Program Supervisor - Power Production $10,167 – $13,217 155 Electric Utility Senior Project Engineer $10,120 – $13,156 71 Assistant Director of Development Services/Building Official $10,053 – $13,069 93 Deputy Director of Public Works $9,980 – $12,975
54 Cyber Security Officer $9,710 – $12,624
138 Planning /Community Development Manager $9,596 – $12,475 50 Assistant Director - Community Services $9,505 – $12,356 252 Municipal Utilities Manager $9,505 – $12,356
192 Electric Utility Operational Technology Engineer $9,406 – $12,228 116 Electric Utility Resource Planner $9,406 – $12,228
60 Finance Officer $9,296 – $12,085
72 Environmental Compliance Manager $9,148 – $11,893
127 Building Official $9,124 – $11,861
110 Electric Utility Engineer $8,958 – $11,645
151 Deputy City Attorney $8,925 – $11,603
75 Airports Manager $8,839 – $11,491
103 Housing Manager $8,611 – $11,195
182 Geographic Information Systems Manager $8,392 – $10,910 249 Field Foreman-Electrical Technician $8,383 – $10,898 95 Personnel Manager $8,262 – $10,741
90 Risk Manager $8,262 – $10,741
98 Administrator - Office of City Clerk $8,176 – $10,629 99 Administrator - Office of City Treasurer $8,176 – $10,629 131 Economic Development, Innovation and Equity Manager $8,048 – $10,463 121 Electric Utility Engineering Associate $7,837 – $10,189 105 Assistant Finance Officer $7,777 – $10,110
92 Parks & Facilities Manager $7,745 – $10,068
51 Communication Manager $7,714 – $10,028
195 Electric Utility Associate Resource Planner $7,602 – $9,882 107 Energy Services Account Manager $7,503 – $9,754
56 Senior Personnel Analyst $7,489 – $9,736
209 Assistant Airports Manager $7,368 – $9,579
136 Electric Utility Engineering Assistant II $7,150 – $9,296 166 Purchasing Officer $7,053 – $9,169
113 Electric Utility Field Foreman $5,362 – $8,851
175 Management Assistant to the City Manager $6,706 – $8,718 150 Electric Utility Engineering Assistant I $6,493 – $8,441 Packet Pg. 508 Attachment: ExecMgmtSalaryPlan-July 9, 2023 (available online) (9.1(e)--Unrepresented Salary Schedule) Job Code Title
165 Parks Superintendent $6,444 – $8,378
169 Recreation Superintendent $6,444 – $8,378
130 Fleet Manager $6,361 – $8,270
185 Police Services Manager $6,361 – $8,270
245 Executive Assistant to the City Manager $5,231 – $6,800 109 Reprographics Manager $5,231 – $6,800
Monthly Salary Range
Packet Pg. 509 Attachment: ExecMgmtSalaryPlan-July 9, 2023 (available online) (9.1(e)--Unrepresented Salary Schedule) Job Code Title
96 City Clerk (Elected Official) $600
97 City Treasurer (Elected Official) $600
30 Director of Electric Utility $11,664 – $18,741
31 Assistant Director of Electric Utility $11,376 – $17,961 35 Chief of Police $10,653 – $16,837
61 Electric Manager - Energy Management $10,321 – $16,296 84 Electric Manager - Engineering $10,047 – $15,864
88 Electric Program Supervisor - Energy Management $12,722 – $15,463 62 Electric Program Supervisor - Transmission & Distribution $12,438 – $15,152 77 Electric Manager - Line $9,590 – $15,143
86 Electric Manager - Resources $9,591 – $15,143
76 Electric Manager - Power Production $9,590 – $15,143 40 Fire Chief $9,334 – $14,775
69 Electric Manager - Financial $9,303 – $14,689
12 Assistant City Manager $8,859 – $13,989
83 Electric Manager - Engineering (E&O) $9,890 – $13,975 20 Director of Public Works $8,795 – $13,887
63 Electric Manager - Customer Services $8,478 – $13,387 66 Electric Manager - Compliance $8,478 – $13,387
42 Deputy Fire Chief $7,880 – $12,899
134 Assistant City Attorney II $7,403 – $12,859
87 Senior Electrical Engineer $8,082 – $12,761
78 Electric Program Supervisor - Line $7,925 – $12,519
94 Chief Information Officer $7,850 – $12,395
81 Electric Manager $7,850 – $12,395
59 Electric Program Supervisor - Power Production $7,850 – $12,395 43 Director of Development Services $7,777 – $12,279
52 Director of Community Services $7,730 – $12,205
155 Electric Utility Senior Project Engineer $7,546 – $11,988 108 Electrical Engineer $7,555 – $11,934
68 Operations/Compliance Engineer $7,555 – $11,934
58 Electric Program Supervisor - Operational Technology $7,546 – $11,921 64 Director of Finance $7,065 – $11,713
80 Electric Program Supervisor - Substations $7,407 – $11,700 41 Electric Program Supervisor - Meter Shop $7,407 – $11,700 18 Deputy City Manager $7,403 – $11,690
53 Support Services Director $7,403 – $11,690
106 Assistant Director of Public Works $7,243 – $11,451 82 Electric Program Supervisor $7,127 – $11,258
89 Electric Program Supervisor - Service Planning $7,127 – $11,258

CITY OF REDDING

EXECUTIVE MANAGEMENT PAY-FOR-PERFORMANCE SALARY PLAN
Effective: October 31, 2021
Monthly Salary Range

NO RANGE

NO RANGE
Packet Pg. 510 Attachment: ExecMgmtSalaryPlan-October 31, 2021 (available online) (9.1(e)--Unrepresented Salary Schedule) Job Code Title Monthly Salary Range
93 Deputy Director of Public Works $6,919 – $11,091
192 Electric Utility Operational Technology Engineer $6,757 – $10,737 116 Electric Utility Resource Planner $6,757 – $10,737
65 Personnel Director $6,737 – $10,637
71 Assistant Director of Development Services/Building Official $6,711 – $10,608 111 Assistant Director of Development Services/City Engineer $6,711 – $10,608 50 Assistant Director - Community Services $6,589 – $10,562 252 Municipal Utilities Manager $6,589 – $10,562
60 Finance Officer $6,619 – $10,516
138 Planning /Community Development Manager $6,515 – $10,299 110 Electric Utility Engineer $6,435 – $10,226
135 Assistant City Attorney I $6,473 – $10,223
182 Geographic Information Systems Manager $6,570 – $9,849 249 Field Foreman-Electrical Technician $6,142 – $9,747 127 Building Official $6,042 – $9,587
54 Cyber Security Officer $6,666 – $9,380
131 Economic Development, Innovation and Equity Manager $5,854 – $9,286 70 Information Technology Manager $5,849 – $9,283
112 Assistant City Engineer $5,839 – $9,277
72 Environmental Compliance Manager $5,701 – $9,045
98 Administrator - Office of City Clerk $5,610 – $8,927 99 Administrator - Office of City Treasurer $5,610 – $8,927 75 Airports Manager $5,596 – $8,879
105 Assistant Finance Officer $5,594 – $8,878
107 Energy Services Account Manager $5,549 – $8,805
195 Electric Utility Associate Resource Planner $5,518 – $8,757 103 Housing Manager $5,496 – $8,720
113 Electric Utility Field Foreman $5,362 – $8,549
257 Power Plant Supervisor $5,362 – $8,549
151 Deputy City Attorney $5,310 – $8,427
125 Street Maintenance Superintendent $5,310 – $8,427
121 Electric Utility Engineering Associate $5,255 – $8,340 248 Customer Services Operations Manager $5,196 – $8,245 122 Electric Utility Information Systems and Mapping Supervisor $5,180 – $8,218 92 Parks & Facilities Manager $5,097 – $8,104
95 Personnel Manager $5,097 – $8,104
51 Communication Manager $5,087 – $8,072
75 Airports Manager $5,087 – $8,072
73 Permit Center Manager $5,087 – $8,072
166 Purchasing Officer $4,829 – $7,701
136 Electric Utility Engineering Assistant II $4,795 – $7,609 90 Risk Manager $4,751 – $7,538
Packet Pg. 511 Attachment: ExecMgmtSalaryPlan-October 31, 2021 (available online) (9.1(e)--Unrepresented Salary Schedule) Job Code Title
102 Convention Center and Visitors Bureau Manager $4,720 – $7,490 85 Director of Utilities/Customer Services $4,720 – $7,490 175 Management Assistant to the City Manager $4,593 – $7,323 56 Senior Personnel Analyst $4,524 – $7,179
212 Electric Utility Supervising Arborist $4,417 – $7,045 152 Financial Management Specialist $4,446 – $7,037
165 Parks Superintendent $4,446 – $7,037
169 Recreation Superintendent $4,446 – $7,037
259 Maintenance Planner/Materials Coordinator $4,446 – $7,037 209 Assistant Airports Manager $4,406 – $7,010
150 Electric Utility Engineering Assistant I $4,332 – $6,910 123 Electric Utility Manager-Customer Contact $4,258 – $6,790 79 Tourism Officer $4,247 – $6,774
130 Fleet Manager $4,175 – $6,657
185 Police Services Manager $4,175 – $6,657
156 Police Administrative Supervisor $4,063 – $6,479
245 Executive Assistant to the City Manager $3,922 – $6,255 109 Reprographics Manager $3,192 – $5,090
Monthly Salary Range
Packet Pg. 512 Attachment: ExecMgmtSalaryPlan-October 31, 2021 (available online) (9.1(e)--Unrepresented Salary Schedule) City of Redding
Electric Department
Total Compensation Study
8/2021
Agency Median Housing Cost
Redding $345,400
Imperial Irrigation District $324,000
Modesto Irrigation District $388,800
Riverside $517,900
Roseville $587,300
Sacramento Municipal Utility District $435,600
Turlock Irrigation District $418,300
Shasta Lake $269,000
Trinity Public Utility District (Weaverville) $279,500
(Source- Sperling's Best Places; data pulled on 8/24/2021)

Page 1 of 41 ends

Redding City CouncilJanuary 18, 2022

Redding City Council
January 18, 2022