Roseville City Council
January 19, 2022

32.7967 2623.74 5684.76 68217.14

33.7806 2702.45 5855.30 70263.65

34.7940 2783.52 6030.96 72371.52

35.8379 2867.03 6211.90 74542.83

36.9130 2953.04 6398.25 76779.04

38.0204 3041.63 6590.20 79082.43

39.1610 3132.88 6787.91 81454.88

40.3358 3226.86 6991.54 83898.46

41.5459 3323.67 7201.29 86415.47
Step B
Step C
Step D
Step E
Step F
Step G
Step H
Step I
Step J
MGMT Management
City of Roseville
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1646B Utility Government Relations
Administrator-B
Step A 47.4058 3792.46 8217.01 98604.06
Step B 50.1497 4011.98 8692.61 104311.38
Step C 51.6542 4132.34 8953.39 107440.74
Step D 53.2039 4256.31 9222.01 110664.11
Step E 54.8000 4384.00 9498.67 113984.00
Step F 56.4440 4515.52 9783.63 117403.52
Step G 58.1373 4650.98 10077.13 120925.58
Step H 59.8814 4790.51 10379.44 124553.31
Step I 61.6779 4934.23 10690.84 128290.03
Step J 63.5282 5082.26 11011.55 132138.66
MGMT Management
City of Roseville
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 8980B Wastewater Collection
Superintendent-B
Step A 45.7678 3661.42 7933.09 95197.02
Step B 48.4170 3873.36 8392.28 100707.36
Step C 49.8695 3989.56 8644.05 103728.56
Step D 51.3656 4109.25 8903.37 106840.45
Step E 52.9066 4232.53 9170.48 110045.73
Step F 54.4938 4359.50 9445.59 113347.10
Step G 56.1286 4490.29 9728.96 116747.49
Step H 57.8124 4624.99 10020.82 120249.79
Step I 59.5468 4763.74 10321.45 123857.34
Step J 61.3332 4906.66 10631.09 127573.06
MGMT Management
City of Roseville
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 8978B Wastewater Collection Supervisor-B Step A 37.3399 2987.19 6472.25 77666.99 Step B 39.5010 3160.08 6846.84 82162.08
Step C 40.6860 3254.88 7052.24 84626.88
Step D 41.9066 3352.53 7263.81 87165.73
Step E 43.1638 3453.10 7481.73 89780.70
Step F 44.4587 3556.70 7706.17 92474.10
Step G 45.7925 3663.40 7937.37 95248.40
Step H 47.1663 3773.30 8175.49 98105.90
Step I 48.5813 3886.50 8420.76 101049.10
Step J 50.0387 4003.10 8673.37 104080.50
MGMT Management
City of Roseville
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9040B Wastewater Treatment Plant Chief
Operator-B
Step A 49.2864 3942.91 8542.98 102515.71
Step B 52.1391 4171.13 9037.44 108449.33
Step C 53.7033 4296.26 9308.57 111702.86
Step D 55.3144 4425.15 9587.83 115053.95
Step E 56.9738 4557.90 9875.46 118505.50
Step F 58.6831 4694.65 10171.74 122060.85
Step G 60.4436 4835.49 10476.89 125722.69
Step H 62.2569 4980.55 10791.20 129494.35
Step I 64.1246 5129.97 11114.93 133379.17
Step J 66.0483 5283.86 11448.37 137380.46
MGMT Management
City of Roseville
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9045B Wastewater Utility Manager-B Step A 62.1520 4972.16 10773.01 129276.16 Step B 65.7493 5259.94 11396.55 136758.54
Step C 67.7218 5417.74 11738.45 140861.34
Step D 69.7535 5580.28 12090.61 145087.28
Step E 71.8461 5747.69 12453.32 149439.89
Step F 74.0015 5920.12 12826.93 153923.12
Step G 76.2215 6097.72 13211.73 158540.72
Step H 78.5082 6280.66 13608.09 163297.06
Step I 80.8634 6469.07 14016.32 168195.87
Step J 83.2893 6663.14 14436.81 173241.74
MGMT Management
City of Roseville
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9047B Water Conservation Administrator-B Step A 41.1907 3295.26 7139.72 85676.66 Step B 43.5752 3486.02 7553.03 90636.42
Step C 44.8824 3590.59 7779.62 93355.39
Step D 46.2289 3698.31 8013.01 96156.11
Step E 47.6157 3809.26 8253.39 99040.66
Step F 49.0442 3923.54 8500.99 102011.94
Step G 50.5155 4041.24 8756.02 105072.24
Step H 52.0310 4162.48 9018.71 108224.48
Step I 53.5919 4287.35 9289.26 111471.15
Step J 55.1997 4415.98 9567.95 114815.38
MGMT Management
City of Roseville
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9085B Water Distribution Superintendent-B Step A 45.0928 3607.42 7816.09 93793.02 Step B 48.4170 3873.36 8392.28 100707.36
Step C 49.8695 3989.56 8644.05 103728.56
Step D 51.3656 4109.25 8903.37 106840.45
Step E 52.9066 4232.53 9170.48 110045.73
Step F 54.4938 4359.50 9445.59 113347.10
Step G 56.1286 4490.29 9728.96 116747.49
Step H 57.8124 4624.99 10020.82 120249.79
Step I 59.5468 4763.74 10321.45 123857.34
Step J 61.3332 4906.66 10631.09 127573.06
MGMT Management
City of Roseville
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9084B Water Distribution Supervisor-B Step A 37.3398 2987.18 6472.23 77666.78 Step B 39.5010 3160.08 6846.84 82162.08
Step C 40.6860 3254.88 7052.24 84626.88
Step D 41.9066 3352.53 7263.81 87165.73
Step E 43.1638 3453.10 7481.73 89780.70
Step F 44.4587 3556.70 7706.17 92474.10
Step G 45.7925 3663.40 7937.37 95248.40
Step H 47.1663 3773.30 8175.49 98105.90
Step I 48.5813 3886.50 8420.76 101049.10
Step J 50.0387 4003.10 8673.37 104080.50
MGMT Management
City of Roseville
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9101B Water Quality Lab Supervisor-B Step A 39.2053 3136.42 6795.59 81547.02 Step B 41.4745 3317.96 7188.91 86266.96
Step C 42.7188 3417.50 7404.59 88855.10
Step D 44.0003 3520.02 7626.72 91520.62
Step E 45.3203 3625.62 7855.52 94266.22
Step F 46.6800 3734.40 8091.20 97094.40
Step G 48.0804 3846.43 8333.94 100007.23
Step H 49.5228 3961.82 8583.95 103007.42
Step I 51.0084 4080.67 8841.46 106097.47
Step J 52.5387 4203.10 9106.71 109280.50
MGMT Management
City of Roseville
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9175B Water Treatment Plant Chief
Operator-B
Step A 44.8057 3584.46 7766.32 93195.86
Step B 47.3993 3791.94 8215.88 98590.54
Step C 48.8213 3905.70 8462.36 101548.30
Step D 50.2859 4022.87 8716.22 104594.67
Step E 51.7945 4143.56 8977.71 107732.56
Step F 53.3483 4267.86 9247.04 110964.46
Step G 54.9488 4395.90 9524.46 114293.50
Step H 56.5972 4527.78 9810.18 117722.18
Step I 58.2951 4663.61 10104.48 121253.81
Step J 60.0440 4803.52 10407.63 124891.52
MGMT Management
City of Roseville
Salary Schedule: Management-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9244B Water Utility Manager-B Step A 62.1520 4972.16 10773.01 129276.16 Step B 65.7493 5259.94 11396.55 136758.54
Step C 67.7218 5417.74 11738.45 140861.34
Step D 69.7535 5580.28 12090.61 145087.28
Step E 71.8461 5747.69 12453.32 149439.89
Step F 74.0015 5920.12 12826.93 153923.12
Step G 76.2215 6097.72 13211.73 158540.72
Step H 78.5082 6280.66 13608.09 163297.06
Step I 80.8634 6469.07 14016.32 168195.87
Step J 83.2893 6663.14 14436.81 173241.74
ORDINANCE NO. 6441

ORDINANCE OF THE COUNCIL OF THE CITY OF ROSEVILLE AMENDING ORDINANCE 6359, THE SALARY ORDINANCE FOR ELECTRIC PERSONNEL

REPRESENTED BY THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, AFL-CIO, LOCAL NO. 1245, AS AMENDED BY APPENDIX “E” TO BE EFFECTIVE JANUARY 29, 2022, AS AN URGENCY MEASURE
THE CITY OF ROSEVILLE ORDAINS:

SECTION 1. Title and Purpose.

Ordinance 6359, the Salary Ordinances for electric personnel represented by the International Brotherhood of Electrical Workers, AFL-CIO, Local No. 1245, IBEW-A and IBEW-B, are hereby amended as shown on Appendix “E” for salary schedules A and B attached hereto.

ADDITION OF CLASSIFICATION
Classification No. Position Title Hourly Rate
1082A/1082B Generation Maintenance Scheduler- 5808
Coordinator
SECTION 2. Salary Plan Effective Date.

This Ordinance shall be effective January 29, 2022 as an urgency measure.

SECTION 3. Urgency Ordinance.

This ordinance is hereby declared to be an urgency measure, immediately necessary for the public peace, health and safety and shall take effect January 29, 2022. A statement of urgency is as follows:

It is necessary to amend the Salary Ordinance to comply with recently approved changes for the orderly and necessary continuance of operations of the City.

SECTION 4. Posting.

The City Clerk is hereby authorized and directed to post a true copy of the foregoing ordinance in each of three (3) conspicuous locations in the City and she shall immediately after such posting enter in the Ordinance Book under the record of the ordinance a certificate under her hand stating the time and place of said publication by posting.

PASSED AND ADOPTED by the Council of the City of Roseville this day of , 20 , by the following vote on roll call:
:

AYES: COUNCILMEMERS
NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:

MAYOR
ATTEST:

City Clerk
[C:\Program Files (x86)\neevia.com\docConverterPro\temp\NVDC\CAC2941DB-5BA6-4AA7-B6FFB3D7DA209AEB\Roseville.28376.1.00025418.DOC; 12/23/2021] IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 0150A Electric Apprentice Line Technician-A Step A 49.3402 3947.22 8552.30 102627.62 Step B 53.1357 4250.86 9210.19 110522.26
Step C 56.9311 4554.49 9868.06 118416.69
Step D 60.7265 4858.12 10525.93 126311.12
Step E 64.5219 5161.75 11183.80 134205.55
Step F 68.3173 5465.38 11841.67 142099.98
2328A Electric Drafting Technician I-A Step A 32.1965 2575.72 5580.73 66968.72 Step B 33.8063 2704.50 5859.76 70317.10
Step C 35.4966 2839.73 6152.74 73832.93
Step D 37.2714 2981.71 6460.38 77524.51
Step E 39.1350 3130.80 6783.40 81400.80
Step F 41.0917 3287.34 7122.56 85470.74
Step G 43.1463 3451.70 7478.69 89744.30
Step H 45.3037 3624.30 7852.64 94231.70
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2330A Electric Drafting Technician II-A Step A 35.4150 2833.20 6138.60 73663.20 Step B 37.1859 2974.87 6445.56 77346.67
Step C 39.0452 3123.62 6767.83 81214.02
Step D 40.9973 3279.78 7106.20 85274.38
Step E 43.0473 3443.78 7461.53 89538.38
Step F 45.1997 3615.98 7834.61 94015.38
Step G 47.4597 3796.78 8226.35 98716.18
Step H 49.8326 3986.61 8637.65 103651.81
2340A Electric Engineering Technician I-A Step A 40.3298 3226.38 6990.50 83885.98 Step B 42.3463 3387.70 7340.03 88080.30
Step C 44.4637 3557.10 7707.04 92484.50
Step D 46.6868 3734.94 8092.38 97108.54
Step E 49.0211 3921.69 8496.99 101963.89
Step F 51.4722 4117.78 8921.85 107062.18
Step G 54.0458 4323.66 9367.94 112415.26
Step H 56.7481 4539.85 9836.34 118036.05
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2345A Electric Engineering Technician II-A Step A 44.3627 3549.02 7689.53 92274.42 Step B 46.5809 3726.47 8074.02 96888.27
Step C 48.9100 3912.80 8477.73 101732.80
Step D 51.3554 4108.43 8901.60 106819.23
Step E 53.9232 4313.86 9346.69 112160.26
Step F 56.6194 4529.55 9814.03 117768.35
Step G 59.4503 4756.02 10304.72 123656.62
Step H 62.4229 4993.83 10819.97 129839.63
2285A Electric Line Technician-A Step A 75.9081 6072.65 13157.40 157888.85 2286A Electric Line Troubleshooter-A Step A 56.6453 4531.62 9818.52 117822.22 Step B 59.4776 4758.21 10309.45 123713.41
Step C 62.4515 4996.12 10824.93 129899.12
Step D 65.5741 5245.93 11366.18 136394.13
Step E 68.8528 5508.22 11934.49 143213.82
Step F 72.2954 5783.63 12531.20 150374.43
Step G 75.9102 6072.82 13157.77 157893.22
Step H 79.7057 6376.46 13815.65 165787.86
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2210A Electric Materials Technician I-A Step A 31.0119 2480.95 5375.40 64504.75 Step B 32.5625 2605.00 5644.17 67730.00
Step C 34.1906 2735.25 5926.37 71116.45
Step D 35.9001 2872.01 6222.68 74672.21
Step E 37.6952 3015.62 6533.83 78406.02
Step F 39.5798 3166.38 6860.50 82325.98
Step G 41.5589 3324.71 7203.54 86442.51
Step H 43.6368 3490.94 7563.71 90764.54
2212A Electric Materials Technician II-A Step A 34.1130 2729.04 5912.92 70955.04 Step B 35.8187 2865.50 6208.57 74502.90
Step C 37.6097 3008.78 6519.01 78228.18
Step D 39.4901 3159.21 6844.95 82139.41
Step E 41.4646 3317.17 7187.20 86246.37
Step F 43.5378 3483.02 7546.55 90558.62
Step G 45.7147 3657.18 7923.88 95086.58
Step H 48.0005 3840.04 8320.09 99841.04
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1031A Electric Metering Systems
Technician I - A
Step A 46.1721 3693.77 8003.16 96037.97
Step B 48.4808 3878.46 8403.34 100840.06
Step C 50.9048 4072.38 8823.50 105881.98
Step D 53.4500 4276.00 9264.67 111176.00
Step E 56.1226 4489.81 9727.92 116735.01
Step F 58.9286 4714.29 10214.29 122571.49
Step G 61.8751 4950.01 10725.02 128700.21
Step H 64.9688 5197.50 11261.26 135135.10
1033A Electric Metering Systems Technician
II - A
Step A 50.7894 4063.15 8803.50 105641.95
Step B 53.3288 4266.30 9243.66 110923.90
Step C 55.9952 4479.62 9705.83 116470.02
Step D 58.7951 4703.61 10191.15 122293.81
Step E 61.7348 4938.78 10700.70 128408.38
Step F 64.8215 5185.72 11235.73 134828.72
Step G 68.0626 5445.01 11797.52 141570.21
Step H 71.4657 5717.26 12387.39 148648.66
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2421A Electric Pre-Apprentice-A Step A 32.0712 2565.70 5559.01 66708.10 Step B 34.5382 2763.06 5986.62 71839.46
Step C 37.0052 2960.42 6414.23 76970.82
Step D 39.4722 3157.78 6841.85 82102.18
Step E 41.9393 3355.14 7269.48 87233.74
Step F 44.4063 3552.50 7697.09 92365.10
2254A Electric Preventive Data System
Technician-A
Step A 28.1926 2255.41 4886.72 58640.61
Step B 29.6022 2368.18 5131.05 61572.58
Step C 31.0823 2486.58 5387.60 64651.18
Step D 32.6364 2610.91 5656.98 67883.71
Step E 34.2682 2741.46 5939.82 71277.86
Step F 35.9816 2878.53 6236.81 74841.73
Step G 37.7807 3022.46 6548.65 78583.86
Step H 39.6698 3173.58 6876.10 82513.18
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1034A Electric Substation Technician I - A Step A 47.1538 3772.30 8173.33 98079.90 Step B 49.5115 3960.92 8581.99 102983.92
Step C 51.9871 4158.97 9011.10 108133.17
Step D 54.5864 4366.91 9461.64 113539.71
Step E 57.3158 4585.26 9934.74 119216.86
Step F 60.1815 4814.52 10431.46 125177.52
Step G 63.1906 5055.25 10953.04 131436.45
Step H 66.3501 5308.01 11500.68 138008.21
1035A Electric Substation Technician II - A Step A 51.8692 4149.54 8990.66 107887.94 Step B 54.4626 4357.01 9440.18 113282.21
Step C 57.1858 4574.86 9912.21 118946.46
Step D 60.0451 4803.61 10407.82 124893.81
Step E 63.0473 5043.78 10928.20 131138.38
Step F 66.1997 5295.98 11474.61 137695.38
Step G 69.5097 5560.78 12048.35 144580.18
Step H 72.9852 5838.82 12650.77 151809.22
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2350A Electric System Dispatcher-A Step A 59.3428 4747.42 10286.09 123433.02 Step B 62.3099 4984.79 10800.38 129604.59
Step C 65.4254 5234.03 11340.40 136084.83
Step D 68.6967 5495.74 11907.43 142889.14
Step E 72.1315 5770.52 12502.79 150033.52
Step F 75.7382 6059.06 13127.95 157535.46
Step G 79.5251 6362.01 13784.35 165412.21
Step H 83.5012 6680.10 14473.54 173682.50
2359A Electric Technology System
Technician-A
Step A 49.3080 3944.64 8546.72 102560.64
Step B 51.7734 4141.87 8974.06 107688.67
Step C 54.3621 4348.97 9422.76 113073.17
Step D 57.0801 4566.41 9893.88 118726.61
Step E 59.9341 4794.73 10388.58 124662.93
Step F 62.9309 5034.47 10908.02 130896.27
Step G 66.0774 5286.19 11453.42 137440.99
Step H 69.3812 5550.50 12026.07 144312.90
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9250A Electric Utility Inspection TechnicianA Step A 49.0436 3923.49 8500.89 102010.69 Step B 51.4957 4119.66 8925.92 107111.06
Step C 54.0705 4325.64 9372.22 112466.64
Step D 56.7740 4541.92 9840.83 118089.92
Step E 59.6128 4769.02 10332.89 123994.62
Step F 62.5934 5007.47 10849.52 130194.27
Step G 65.7231 5257.85 11392.00 136704.05
Step H 69.0092 5520.74 11961.59 143539.14
2380A Electronics Technician I-A Step A 34.4869 2758.95 5977.73 71732.75 Step B 36.2113 2896.90 6276.63 75319.50
Step C 38.0219 3041.75 6590.46 79085.55
Step D 39.9230 3193.84 6919.99 83039.84
Step E 41.9191 3353.53 7265.98 87191.73
Step F 44.0151 3521.21 7629.28 91551.41
Step G 46.2158 3697.26 8010.74 96128.86
Step H 48.5266 3882.13 8411.28 100935.33
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2385A Electronics Technician II-A Step A 37.9355 3034.84 6575.49 78905.84 Step B 39.8323 3186.58 6904.27 82851.18
Step C 41.8239 3345.91 7249.48 86993.71
Step D 43.9151 3513.21 7611.95 91343.41
Step E 46.1109 3688.87 7992.56 95910.67
Step F 48.4164 3873.31 8392.18 100706.11
Step G 50.8372 4066.98 8811.78 105741.38
Step H 53.3791 4270.33 9252.38 111028.53
1037A Environmental Utilities Instrument
and Control Technician I - A
Step A 34.4869 2758.95 5977.73 71732.75
Step B 36.2113 2896.90 6276.63 75319.50
Step C 38.0219 3041.75 6590.46 79085.55
Step D 39.9230 3193.84 6919.99 83039.84
Step E 41.9191 3353.53 7265.98 87191.73
Step F 44.0151 3521.21 7629.28 91551.41
Step G 46.2158 3697.26 8010.74 96128.86
Step H 48.5266 3882.13 8411.28 100935.33
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1038A Environmental Utilities Instrument
and Control Technician II - A
Step A 37.9355 3034.84 6575.49 78905.84
Step B 39.8323 3186.58 6904.27 82851.18
Step C 41.8239 3345.91 7249.48 86993.71
Step D 43.9151 3513.21 7611.95 91343.41
Step E 46.1109 3688.87 7992.56 95910.67
Step F 48.4164 3873.31 8392.18 100706.11
Step G 50.8372 4066.98 8811.78 105741.38
Step H 53.3791 4270.33 9252.38 111028.53
1082A Generation Maintenance SchedulerCoordinator-A Step A 41.2768 3302.14 7154.65 85855.74 Step B 43.3406 3467.25 7512.37 90148.45
Step C 45.5076 3640.61 7887.98 94655.81
Step D 47.7830 3822.64 8282.39 99388.64
Step E 50.1722 4013.78 8696.51 104358.18
Step F 52.6808 4214.46 9131.34 109576.06
Step G 55.3148 4425.18 9587.90 115054.78
Step H 58.0806 4646.45 10067.30 120807.65
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3608A Instrument and Control Technician-A Step A 51.7746 4141.97 8974.26 107691.17 Step B 54.3633 4349.06 9422.97 113075.66
Step C 57.0815 4566.52 9894.13 118729.52
Step D 59.9356 4794.85 10388.84 124666.05
Step E 62.9324 5034.59 10908.28 130899.39
Step F 66.0790 5286.32 11453.69 137444.32
Step G 69.3829 5550.63 12026.37 144316.43
Step H 72.8521 5828.17 12627.70 151532.37
4520A Materials Technician-A Step A 32.4886 2599.09 5631.36 67576.29 Step B 34.1129 2729.03 5912.90 70954.83
Step C 35.8187 2865.50 6208.57 74502.90
Step D 37.6097 3008.78 6519.01 78228.18
Step E 39.4901 3159.21 6844.95 82139.41
Step F 41.4646 3317.17 7187.20 86246.37
Step G 43.5378 3483.02 7546.55 90558.62
Step H 45.7147 3657.18 7923.88 95086.58
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5316A Plant and Equipment Maintenance
Worker I-A
Step A 22.1901 1775.21 3846.28 46155.41
Step B 23.2997 1863.98 4038.61 48463.38
Step C 24.4646 1957.17 4240.53 50886.37
Step D 25.6880 2055.04 4452.59 53431.04
Step E 26.9722 2157.78 4675.18 56102.18
Step F 28.3209 2265.67 4908.96 58907.47
Step G 29.7369 2378.95 5154.40 61852.75
Step H 31.2238 2497.90 5412.13 64945.50
5319A Plant and Equipment Maintenance
Worker II-A
Step A 24.4091 1952.73 4230.91 50770.93
Step B 25.6296 2050.37 4442.46 53309.57
Step C 26.9111 2152.89 4664.59 55975.09
Step D 28.2566 2260.53 4897.81 58773.73
Step E 29.6695 2373.56 5142.71 61712.56
Step F 31.1529 2492.23 5399.84 64798.03
Step G 32.7106 2616.85 5669.84 68038.05
Step H 34.3462 2747.70 5953.34 71440.10
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5327A Plant and Equipment Mechanic I-A Step A 26.8502 2148.02 4654.03 55848.42 Step B 28.1926 2255.41 4886.72 58640.61
Step C 29.6022 2368.18 5131.05 61572.58
Step D 31.0823 2486.58 5387.60 64651.18
Step E 32.6364 2610.91 5656.98 67883.71
Step F 34.2682 2741.46 5939.82 71277.86
Step G 35.9816 2878.53 6236.81 74841.73
Step H 37.7808 3022.46 6548.67 78584.06
5328A Plant and Equipment Mechanic II-A Step A 29.5346 2362.77 5119.33 61431.97 Step B 31.0113 2480.90 5375.29 64503.50
Step C 32.5619 2604.95 5644.06 67728.75
Step D 34.1900 2735.20 5926.27 71115.20
Step E 35.8995 2871.96 6222.58 74670.96
Step F 37.6945 3015.56 6533.71 78404.56
Step G 39.5791 3166.33 6860.38 82324.53
Step H 41.5581 3324.65 7203.40 86440.85
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5595A Power Engineer I-A Step A 47.7248 3817.98 8272.30 99267.58 Step B 50.1110 4008.88 8685.91 104230.88
Step C 52.6165 4209.32 9120.19 109442.32
Step D 55.2473 4419.78 9576.20 114914.38
Step E 58.0097 4640.78 10055.01 120660.18
Step F 60.9103 4872.82 10557.79 126693.42
Step G 63.9558 5116.46 11085.67 133028.06
Step H 67.1536 5372.29 11639.96 139679.49
5596A Power Engineer II-A Step A 52.4986 4199.89 9099.76 109197.09 Step B 55.1237 4409.90 9554.77 114657.30
Step C 57.8799 4630.39 10032.52 120390.19
Step D 60.7738 4861.90 10534.13 126409.50
Step E 63.8125 5105.00 11060.83 132730.00
Step F 67.0032 5360.26 11613.89 139366.66
Step G 70.3533 5628.26 12194.57 146334.86
Step H 73.8709 5909.67 12804.29 153651.47
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5590A Power Plant Engineer I-A Step A 47.7248 3817.98 8272.30 99267.58 Step B 50.1110 4008.88 8685.91 104230.88
Step C 52.6165 4209.32 9120.19 109442.32
Step D 55.2473 4419.78 9576.20 114914.38
Step E 58.0097 4640.78 10055.01 120660.18
Step F 60.9103 4872.82 10557.79 126693.42
Step G 63.9558 5116.46 11085.67 133028.06
Step H 67.1536 5372.29 11639.96 139679.49
5591A Power Plant Engineer II-A Step A 52.4973 4199.78 9099.53 109194.38 Step B 55.1222 4409.78 9554.51 114654.18
Step C 57.8783 4630.26 10032.24 120386.86
Step D 60.7722 4861.78 10533.85 126406.18
Step E 63.8108 5104.86 11060.54 132726.46
Step F 67.0014 5360.11 11613.58 139362.91
Step G 70.3514 5628.11 12194.24 146330.91
Step H 73.8690 5909.52 12803.96 153647.52
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5526A Power Plant Mechanic-A Step A 47.0667 3765.34 8158.23 97898.74 Step B 49.4201 3953.61 8566.15 102793.81
Step C 51.8911 4151.29 8994.46 107933.49
Step D 54.4856 4358.85 9444.17 113330.05
Step E 57.2099 4576.79 9916.38 118996.59
Step F 60.0703 4805.62 10412.19 124946.22
Step G 63.0739 5045.91 10932.81 131193.71
Step H 66.2276 5298.21 11479.45 137753.41
5522A Power Plant Operator Technician I-A Step A 44.8253 3586.02 7769.72 93236.62 Step B 47.0667 3765.34 8158.23 97898.74
Step C 49.4199 3953.59 8566.12 102793.39
Step D 51.8910 4151.28 8994.44 107933.28
Step E 54.4855 4358.84 9444.15 113329.84
Step F 57.2098 4576.78 9916.37 118996.38
Step G 60.0703 4805.62 10412.19 124946.22
Step H 63.0739 5045.91 10932.81 131193.71
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5523A Power Plant Operator Technician II-A Step A 49.3080 3944.64 8546.72 102560.64 Step B 51.7734 4141.87 8974.06 107688.67
Step C 54.3621 4348.97 9422.76 113073.17
Step D 57.0801 4566.41 9893.88 118726.61
Step E 59.9341 4794.73 10388.58 124662.93
Step F 62.9309 5034.47 10908.02 130896.27
Step G 66.0775 5286.20 11453.43 137441.20
Step H 69.3812 5550.50 12026.07 144312.90
5401A Predictive Maintenance Technician IA Step A 34.4869 2758.95 5977.73 71732.75 Step B 36.2113 2896.90 6276.63 75319.50
Step C 38.0219 3041.75 6590.46 79085.55
Step D 39.9230 3193.84 6919.99 83039.84
Step E 41.9191 3353.53 7265.98 87191.73
Step F 44.0151 3521.21 7629.28 91551.41
Step G 46.2158 3697.26 8010.74 96128.86
Step H 48.5266 3882.13 8411.28 100935.33
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5402A Predictive Maintenance Technician IIA Step A 37.9355 3034.84 6575.49 78905.84 Step B 39.8323 3186.58 6904.27 82851.18
Step C 41.8239 3345.91 7249.48 86993.71
Step D 43.9151 3513.21 7611.95 91343.41
Step E 46.1109 3688.87 7992.56 95910.67
Step F 48.4164 3873.31 8392.18 100706.11
Step G 50.8372 4066.98 8811.78 105741.38
Step H 53.3791 4270.33 9252.38 111028.53
5533A Preventative Maintenance
Coordinator-A
Step A 31.8913 2551.30 5527.83 66333.90
Step B 33.4859 2678.87 5804.22 69650.67
Step C 35.1602 2812.82 6094.43 73133.22
Step D 36.9182 2953.46 6399.15 76789.86
Step E 38.7641 3101.13 6719.11 80629.33
Step F 40.7023 3256.18 7055.07 84660.78
Step G 42.7374 3418.99 7407.82 88893.79
Step H 44.8743 3589.94 7778.21 93338.54
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5500A Preventative Maintenance Technician
I-A
Step A 29.9887 2399.10 5198.04 62376.50
Step B 31.4882 2519.06 5457.95 65495.46
Step C 33.0626 2645.01 5730.85 68770.21
Step D 34.7157 2777.26 6017.39 72208.66
Step E 36.4515 2916.12 6318.26 75819.12
Step F 38.2741 3061.93 6634.18 79610.13
Step G 40.1878 3215.02 6965.89 83590.62
Step H 42.1972 3375.78 7314.18 87770.18
5502A Preventative Maintenance Technician
II-A
Step A 32.9876 2639.01 5717.85 68614.21
Step B 34.6370 2770.96 6003.75 72044.96
Step C 36.3689 2909.51 6303.94 75647.31
Step D 38.1873 3054.98 6619.13 79429.58
Step E 40.0967 3207.74 6950.09 83401.14
Step F 42.1015 3368.12 7297.59 87571.12
Step G 44.2066 3536.53 7662.48 91949.73
Step H 46.4169 3713.35 8045.60 96547.15
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7020A SCADA System Technician-A Step A 37.9355 3034.84 6575.49 78905.84 Step B 39.8323 3186.58 6904.27 82851.18
Step C 41.8239 3345.91 7249.48 86993.71
Step D 43.9151 3513.21 7611.95 91343.41
Step E 46.1109 3688.87 7992.56 95910.67
Step F 48.4164 3873.31 8392.18 100706.11
Step G 50.8372 4066.98 8811.78 105741.38
Step H 53.3791 4270.33 9252.38 111028.53
7118A Senior Electric Line Technician-A Step A 59.3428 4747.42 10286.09 123433.02 Step B 62.3099 4984.79 10800.38 129604.59
Step C 65.4254 5234.03 11340.40 136084.83
Step D 68.6967 5495.74 11907.43 142889.14
Step E 72.1315 5770.52 12502.79 150033.52
Step F 75.7382 6059.06 13127.95 157535.46
Step G 79.5251 6362.01 13784.35 165412.21
Step H 83.5012 6680.10 14473.54 173682.50
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7169A Senior Electric Materials TechnicianA Step A 37.5244 3001.95 6504.23 78050.75 Step B 39.4005 3152.04 6829.42 81953.04
Step C 41.3706 3309.65 7170.90 86050.85
Step D 43.4391 3475.13 7529.44 90353.33
Step E 45.6111 3648.89 7905.92 94871.09
Step F 47.8916 3831.33 8301.21 99614.53
Step G 50.2862 4022.90 8716.27 104595.30
Step H 52.8005 4224.04 9152.09 109825.04
1036A Senior Electric Metering Systems
Technician - A
Step A 55.8687 4469.50 9683.91 116206.90
Step B 58.6622 4692.98 10168.11 122017.38
Step C 61.5953 4927.62 10676.52 128118.22
Step D 64.6751 5174.01 11210.35 134524.21
Step E 67.9088 5432.70 11770.86 141250.30
Step F 71.3043 5704.34 12359.41 148312.94
Step G 74.8695 5989.56 12977.38 155728.56
Step H 78.6130 6289.04 13626.25 163515.04
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7126A Senior Electric Substation
Technician-A
Step A 57.0544 4564.35 9889.43 118673.15
Step B 59.9072 4792.58 10383.91 124606.98
Step C 62.9024 5032.19 10903.08 130836.99
Step D 66.0477 5283.82 11448.27 137379.22
Step E 69.3501 5548.01 12020.68 144248.21
Step F 72.8175 5825.40 12621.70 151460.40
Step G 76.4585 6116.68 13252.81 159033.68
Step H 80.2813 6422.50 13915.43 166985.10
7168A Senior Electric System Dispatcher-A Step A 65.2770 5222.16 11314.68 135776.16 Step B 68.5409 5483.27 11880.42 142565.07
Step C 71.9678 5757.42 12474.42 149693.02
Step D 75.5663 6045.30 13098.16 157177.90
Step E 79.3446 6347.57 13753.06 165036.77
Step F 83.3118 6664.94 14440.71 173288.54
Step G 87.4774 6998.19 15162.75 181952.99
Step H 91.8513 7348.10 15920.89 191050.70
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7170A Senior Electronic Technician-A Step A 41.7292 3338.34 7233.06 86796.74 Step B 43.8157 3505.26 7594.72 91136.66
Step C 46.0064 3680.51 7974.44 95693.31
Step D 48.3068 3864.54 8373.18 100478.14
Step E 50.7221 4057.77 8791.83 105501.97
Step F 53.2582 4260.66 9231.42 110777.06
Step G 55.9211 4473.69 9692.99 116315.89
Step H 58.7172 4697.38 10177.65 122131.78
7205A Senior Plant and Equipment
Mechanic-A
Step A 32.4886 2599.09 5631.36 67576.29
Step B 34.1129 2729.03 5912.90 70954.83
Step C 35.8187 2865.50 6208.57 74502.90
Step D 37.6097 3008.78 6519.01 78228.18
Step E 39.4901 3159.21 6844.95 82139.41
Step F 41.4646 3317.17 7187.20 86246.37
Step G 43.5378 3483.02 7546.55 90558.62
Step H 45.7147 3657.18 7923.88 95086.58
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7152A Senior Power Plant Operator
Technician-A
Step A 54.2386 4339.09 9401.36 112816.29
Step B 56.9507 4556.06 9871.45 118457.46
Step C 59.7982 4783.86 10365.02 124380.26
Step D 62.7881 5023.05 10883.27 130599.25
Step E 65.9275 5274.20 11427.43 137129.20
Step F 69.2239 5537.91 11998.81 143985.71
Step G 72.6851 5814.81 12598.75 151185.01
Step H 76.3194 6105.55 13228.70 158744.35
7284A Senior Preventative Maintenance
Technician-A
Step A 41.8235 3345.88 7249.41 86992.88
Step B 43.9147 3513.18 7611.88 91342.58
Step C 46.1105 3688.84 7992.49 95909.84
Step D 48.4160 3873.28 8392.11 100705.28
Step E 50.8368 4066.94 8811.71 105740.54
Step F 53.3786 4270.29 9252.29 111027.49
Step G 56.0475 4483.80 9714.90 116578.80
Step H 58.8499 4707.99 10200.65 122407.79
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9559A Senior SCADA System Technician-A Step A 41.7291 3338.33 7233.04 86796.53 Step B 43.8156 3505.25 7594.70 91136.45
Step C 46.0063 3680.50 7974.43 95693.10
Step D 48.3066 3864.53 8373.14 100477.73
Step E 50.7220 4057.76 8791.81 105501.76
Step F 53.2581 4260.65 9231.40 110776.85
Step G 55.9210 4473.68 9692.97 116315.68
Step H 58.7170 4697.36 10177.61 122131.36
7202A Senior Wastewater Utility
Maintenance Worker-A
Step A 28.9289 2314.31 5014.34 60172.11
Step B 30.3754 2430.03 5265.07 63180.83
Step C 31.8942 2551.54 5528.33 66339.94
Step D 33.4889 2679.11 5804.74 69656.91
Step E 35.1633 2813.06 6094.97 73139.66
Step F 36.9214 2953.71 6399.71 76796.51
Step G 38.7675 3101.40 6719.70 80636.40
Step H 40.7059 3256.47 7055.69 84668.27
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7204A Senior Water Distribution Worker-A Step A 28.9289 2314.31 5014.34 60172.11 Step B 30.3754 2430.03 5265.07 63180.83
Step C 31.8942 2551.54 5528.33 66339.94
Step D 33.4889 2679.11 5804.74 69656.91
Step E 35.1633 2813.06 6094.97 73139.66
Step F 36.9214 2953.71 6399.71 76796.51
Step G 38.7675 3101.40 6719.70 80636.40
Step H 40.7059 3256.47 7055.69 84668.27
2375A Traffic Signal Maintenance Worker IA Step A 26.2505 2100.04 4550.09 54601.04 Step B 27.5631 2205.05 4777.60 57331.25
Step C 28.9412 2315.30 5016.47 60197.70
Step D 30.3882 2431.06 5267.29 63207.46
Step E 31.9077 2552.62 5530.67 66368.02
Step F 33.5029 2680.23 5807.17 69686.03
Step G 35.1782 2814.26 6097.55 73170.66
Step H 36.9371 2954.97 6402.43 76829.17
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2376A Traffic Signal Maintenance Worker IIA Step A 28.8755 2310.04 5005.09 60061.04 Step B 30.3194 2425.55 5255.36 63064.35
Step C 31.8353 2546.82 5518.12 66217.42
Step D 33.4270 2674.16 5794.01 69528.16
Step E 35.0984 2807.87 6083.72 73004.67
Step F 36.8533 2948.26 6387.91 76654.86
Step G 38.6959 3095.67 6707.29 80487.47
Step H 40.6308 3250.46 7042.67 84512.06
9027A Wastewater Utility Maintenance
Worker I-A
Step A 23.8648 1909.18 4136.57 49638.78
Step B 25.0581 2004.65 4343.40 52120.85
Step C 26.3110 2104.88 4560.57 54726.88
Step D 27.6265 2210.12 4788.59 57463.12
Step E 29.0079 2320.63 5028.04 60336.43
Step F 30.4583 2436.66 5279.44 63353.26
Step G 31.9812 2558.50 5543.41 66520.90
Step H 33.5803 2686.42 5820.59 69847.02
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9029A Wastewater Utility Maintenance
Worker II-A
Step A 26.2508 2100.06 4550.14 54601.66
Step B 27.5634 2205.07 4777.66 57331.87
Step C 28.9415 2315.32 5016.53 60198.32
Step D 30.3885 2431.08 5267.34 63208.08
Step E 31.9080 2552.64 5530.72 66368.64
Step F 33.5033 2680.26 5807.24 69686.86
Step G 35.1786 2814.29 6097.62 73171.49
Step H 36.9375 2955.00 6402.50 76830.00
9078A Water Conservation Specialist-A Step A 28.9289 2314.31 5014.34 60172.11 Step B 30.3754 2430.03 5265.07 63180.83
Step C 31.8942 2551.54 5528.33 66339.94
Step D 33.4889 2679.11 5804.74 69656.91
Step E 35.1633 2813.06 6094.97 73139.66
Step F 36.9214 2953.71 6399.71 76796.51
Step G 38.7675 3101.40 6719.70 80636.40
Step H 40.7059 3256.47 7055.69 84668.27
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9049A Water Conservation Worker I-A Step A 23.8648 1909.18 4136.57 49638.78 Step B 25.0581 2004.65 4343.40 52120.85
Step C 26.3110 2104.88 4560.57 54726.88
Step D 27.6265 2210.12 4788.59 57463.12
Step E 29.0079 2320.63 5028.04 60336.43
Step F 30.4583 2436.66 5279.44 63353.26
Step G 31.9812 2558.50 5543.41 66520.90
Step H 33.5803 2686.42 5820.59 69847.02
9051A Water Conservation Worker II-A Step A 26.2508 2100.06 4550.14 54601.66 Step B 27.5634 2205.07 4777.66 57331.87
Step C 28.9415 2315.32 5016.53 60198.32
Step D 30.3885 2431.08 5267.34 63208.08
Step E 31.9080 2552.64 5530.72 66368.64
Step F 33.5033 2680.26 5807.24 69686.86
Step G 35.1786 2814.29 6097.62 73171.49
Step H 36.9375 2955.00 6402.50 76830.00
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9246A Water Distribution Worker I-A Step A 23.8648 1909.18 4136.57 49638.78 Step B 25.0581 2004.65 4343.40 52120.85
Step C 26.3110 2104.88 4560.57 54726.88
Step D 27.6265 2210.12 4788.59 57463.12
Step E 29.0079 2320.63 5028.04 60336.43
Step F 30.4583 2436.66 5279.44 63353.26
Step G 31.9812 2558.50 5543.41 66520.90
Step H 33.5803 2686.42 5820.59 69847.02
9248A Water Distribution Worker II-A Step A 26.2508 2100.06 4550.14 54601.66 Step B 27.5634 2205.07 4777.66 57331.87
Step C 28.9415 2315.32 5016.53 60198.32
Step D 30.3885 2431.08 5267.34 63208.08
Step E 31.9080 2552.64 5530.72 66368.64
Step F 33.5033 2680.26 5807.24 69686.86
Step G 35.1786 2814.29 6097.62 73171.49
Step H 36.9375 2955.00 6402.50 76830.00
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 0150B Electric Apprentice Line Technician-B Step A 49.3402 3947.22 8552.30 102627.62 Step B 53.1357 4250.86 9210.19 110522.26
Step C 56.9311 4554.49 9868.06 118416.69
Step D 60.7265 4858.12 10525.93 126311.12
Step E 64.5220 5161.76 11183.81 134205.76
Step F 68.3173 5465.38 11841.67 142099.98
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2328B Electric Drafting Technician I-B Step A 32.1965 2575.72 5580.73 66968.72 Step B 32.9914 2639.31 5718.51 68622.11
Step C 33.8062 2704.50 5859.74 70316.90
Step D 34.6410 2771.28 6004.44 72053.28
Step E 35.4965 2839.72 6152.73 73832.72
Step F 36.3731 2909.85 6304.67 75656.05
Step G 37.2713 2981.70 6460.36 77524.30
Step H 38.1918 3055.34 6619.91 79438.94
Step I 39.1349 3130.79 6783.38 81400.59
Step J 40.1014 3208.11 6950.91 83410.91
Step K 41.0917 3287.34 7122.56 85470.74
Step L 42.1065 3368.52 7298.46 87581.52
Step M 43.1463 3451.70 7478.69 89744.30
Step N 44.2118 3536.94 7663.38 91960.54
Step O 45.3037 3624.30 7852.64 94231.70
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2330B Electric Drafting Technician II-B Step A 35.4150 2833.20 6138.60 73663.20 Step B 36.2896 2903.17 6290.20 75482.37
Step C 37.1858 2974.86 6445.54 77346.46
Step D 38.1041 3048.33 6604.71 79256.53
Step E 39.0451 3123.61 6767.82 81213.81
Step F 40.0093 3200.74 6934.95 83219.34
Step G 40.9973 3279.78 7106.20 85274.38
Step H 42.0099 3360.79 7281.72 87380.59
Step I 43.0472 3443.78 7461.51 89538.18
Step J 44.1104 3528.83 7645.80 91749.63
Step K 45.1997 3615.98 7834.61 94015.38
Step L 46.3158 3705.26 8028.07 96336.86
Step M 47.4596 3796.77 8226.33 98715.97
Step N 48.6317 3890.54 8429.49 101153.94
Step O 49.8326 3986.61 8637.65 103651.81
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2340B Electric Engineering Technician I-B Step A 40.3298 3226.38 6990.50 83885.98 Step B 41.3255 3306.04 7163.09 85957.04
Step C 42.3461 3387.69 7339.99 88079.89
Step D 43.3919 3471.35 7521.26 90255.15
Step E 44.4634 3557.07 7706.99 92483.87
Step F 45.5615 3644.92 7897.33 94767.92
Step G 46.6867 3734.94 8092.36 97108.34
Step H 47.8396 3827.17 8292.20 99506.37
Step I 49.0211 3921.69 8496.99 101963.89
Step J 50.2316 4018.53 8706.81 104481.73
Step K 51.4721 4117.77 8921.83 107061.97
Step L 52.7432 4219.46 9142.15 109705.86
Step M 54.0458 4323.66 9367.94 112415.26
Step N 55.3804 4430.43 9599.27 115191.23
Step O 56.7481 4539.85 9836.34 118036.05
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2345B Electric Engineering Technician II-B Step A 44.3627 3549.02 7689.53 92274.42 Step B 45.4581 3636.65 7879.40 94552.85
Step C 46.5807 3726.46 8073.99 96887.86
Step D 47.7311 3818.49 8273.39 99280.69
Step E 48.9098 3912.78 8477.70 101732.38
Step F 50.1177 4009.42 8687.07 104244.82
Step G 51.3552 4108.42 8901.57 106818.82
Step H 52.6235 4209.88 9121.41 109456.88
Step I 53.9231 4313.85 9346.67 112160.05
Step J 55.2548 4420.38 9577.50 114929.98
Step K 56.6192 4529.54 9813.99 117767.94
Step L 58.0175 4641.40 10056.37 120676.40
Step M 59.4503 4756.02 10304.72 123656.62
Step N 60.9184 4873.47 10559.19 126710.27
Step O 62.4229 4993.83 10819.97 129839.63
2285B Electric Line Technician-B Step A 75.9081 6072.65 13157.40 157888.85 IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2286B Electric Line Troubleshooter-B Step A 56.6450 4531.60 9818.47 117821.60 Step B 58.0440 4643.52 10060.96 120731.52
Step C 59.4774 4758.19 10309.42 123712.99
Step D 60.9461 4875.69 10563.99 126767.89
Step E 62.4512 4996.10 10824.87 129898.50
Step F 63.9935 5119.48 11092.21 133106.48
Step G 65.5739 5245.91 11366.14 136393.71
Step H 67.1933 5375.46 11646.84 139762.06
Step I 68.8527 5508.22 11934.47 143213.62
Step J 70.5529 5644.23 12229.17 146750.03
Step K 72.2953 5783.62 12531.19 150374.22
Step L 74.0807 5926.46 12840.65 154087.86
Step M 75.9100 6072.80 13157.73 157892.80
Step N 77.7848 6222.78 13482.70 161792.38
Step O 79.7057 6376.46 13815.65 165787.86
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2210B Electric Materials Technician I-B Step A 31.0119 2480.95 5375.40 64504.75 Step B 31.7775 2542.20 5508.10 66097.20
Step C 32.5623 2604.98 5644.13 67729.58
Step D 33.3664 2669.31 5783.51 69402.11
Step E 34.1905 2735.24 5926.35 71116.24
Step F 35.0348 2802.78 6072.70 72872.38
Step G 35.9000 2872.00 6222.67 74672.00
Step H 36.7865 2942.92 6376.33 76515.92
Step I 37.6951 3015.61 6533.82 78405.81
Step J 38.6259 3090.07 6695.16 80341.87
Step K 39.5798 3166.38 6860.50 82325.98
Step L 40.5572 3244.58 7029.91 84358.98
Step M 41.5589 3324.71 7203.54 86442.51
Step N 42.5851 3406.81 7381.42 88577.01
Step O 43.6368 3490.94 7563.71 90764.54
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2212B Electric Materials Technician II-B Step A 34.1130 2729.04 5912.92 70955.04 Step B 34.9553 2796.42 6058.92 72707.02
Step C 35.8185 2865.48 6208.54 74502.48
Step D 36.7031 2936.25 6361.87 76342.45
Step E 37.6096 3008.77 6519.00 78227.97
Step F 38.5383 3083.06 6679.97 80159.66
Step G 39.4900 3159.20 6844.93 82139.20
Step H 40.4652 3237.22 7013.97 84167.62
Step I 41.4646 3317.17 7187.20 86246.37
Step J 42.4885 3399.08 7364.67 88376.08
Step K 43.5377 3483.02 7546.53 90558.42
Step L 44.6129 3569.03 7732.90 92794.83
Step M 45.7147 3657.18 7923.88 95086.58
Step N 46.8436 3747.49 8119.56 97434.69
Step O 48.0005 3840.04 8320.09 99841.04
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1031B Electric Metering Systems
Technician I - B
Step A 46.1721 3693.77 8003.16 96037.97
Step B 47.3122 3784.98 8200.78 98409.38
Step C 48.4806 3878.45 8403.30 100839.65
Step D 49.6779 3974.23 8610.84 103330.03
Step E 50.9046 4072.37 8823.46 105881.57
Step F 52.1618 4172.94 9041.38 108496.54
Step G 53.4499 4275.99 9264.65 111175.79
Step H 54.7699 4381.59 9493.45 113921.39
Step I 56.1225 4489.80 9727.90 116734.80
Step J 57.5084 4600.67 9968.12 119617.47
Step K 58.9286 4714.29 10214.29 122571.49
Step L 60.3839 4830.71 10466.54 125598.51
Step M 61.8750 4950.00 10725.00 128700.00
Step N 63.4031 5072.25 10989.87 131878.45
Step O 64.9688 5197.50 11261.26 135135.10
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1033B Electric Metering Systems Technician
II - B
Step A 50.7894 4063.15 8803.50 105641.95
Step B 52.0434 4163.47 9020.86 108250.27
Step C 53.3286 4266.29 9243.62 110923.49
Step D 54.6456 4371.65 9471.90 113662.85
Step E 55.9951 4479.61 9705.82 116469.81
Step F 57.3780 4590.24 9945.52 119346.24
Step G 58.7949 4703.59 10191.12 122293.39
Step H 60.2468 4819.74 10442.78 125313.34
Step I 61.7347 4938.78 10700.68 128408.18
Step J 63.2592 5060.74 10964.93 131579.14
Step K 64.8214 5185.71 11235.71 134828.51
Step L 66.4222 5313.78 11513.18 138158.18
Step M 68.0626 5445.01 11797.52 141570.21
Step N 69.7434 5579.47 12088.86 145066.27
Step O 71.4657 5717.26 12387.39 148648.66
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2421B Electric Pre-Apprentice-B Step A 32.0712 2565.70 5559.01 66708.10 Step B 34.5382 2763.06 5986.62 71839.46
Step C 37.0052 2960.42 6414.23 76970.82
Step D 39.4722 3157.78 6841.85 82102.18
Step E 41.9393 3355.14 7269.48 87233.74
Step F 44.4063 3552.50 7697.09 92365.10
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2254B Electric Preventive Data System
Technician-B
Step A 28.1926 2255.41 4886.72 58640.61
Step B 28.8886 2311.09 5007.36 60088.29
Step C 29.6021 2368.17 5131.03 61572.37
Step D 30.3331 2426.65 5257.74 63092.85
Step E 31.0822 2486.58 5387.58 64650.98
Step F 31.8498 2547.98 5520.63 66247.58
Step G 32.6363 2610.90 5656.96 67883.50
Step H 33.4422 2675.38 5796.65 69559.78
Step I 34.2682 2741.46 5939.82 71277.86
Step J 35.1143 2809.14 6086.48 73037.74
Step K 35.9816 2878.53 6236.81 74841.73
Step L 36.8701 2949.61 6390.82 76689.81
Step M 37.7807 3022.46 6548.65 78583.86
Step N 38.7138 3097.10 6710.39 80524.70
Step O 39.6698 3173.58 6876.10 82513.18
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1034B Electric Substation Technician I - B Step A 47.1538 3772.30 8173.33 98079.90 Step B 48.3181 3865.45 8375.14 100501.65
Step C 49.5114 3960.91 8581.98 102983.71
Step D 50.7341 4058.73 8793.91 105526.93
Step E 51.9869 4158.95 9011.06 108132.75
Step F 53.2707 4261.66 9233.59 110803.06
Step G 54.5863 4366.90 9461.63 113539.50
Step H 55.9344 4474.75 9695.30 116343.55
Step I 57.3156 4585.25 9934.70 119216.45
Step J 58.7311 4698.49 10180.06 122160.69
Step K 60.1815 4814.52 10431.46 125177.52
Step L 61.6677 4933.42 10689.07 128268.82
Step M 63.1906 5055.25 10953.04 131436.45
Step N 64.7511 5180.09 11223.52 134682.29
Step O 66.3501 5308.01 11500.68 138008.21
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1035B Electric Substation Technician II - B Step A 51.8692 4149.54 8990.66 107887.94 Step B 53.1499 4251.99 9212.65 110551.79
Step C 54.4624 4356.99 9440.15 113281.79
Step D 55.8075 4464.60 9673.30 116079.60
Step E 57.1856 4574.85 9912.17 118946.05
Step F 58.5978 4687.82 10156.95 121883.42
Step G 60.0449 4803.59 10407.78 124893.39
Step H 61.5278 4922.22 10664.82 127977.82
Step I 63.0472 5043.78 10928.18 131138.18
Step J 64.6042 5168.34 11198.06 134376.74
Step K 66.1997 5295.98 11474.61 137695.38
Step L 67.8345 5426.76 11757.98 141095.76
Step M 69.5096 5560.77 12048.33 144579.97
Step N 71.2262 5698.10 12345.87 148150.50
Step O 72.9852 5838.82 12650.77 151809.22
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2350B Electric System Dispatcher-B Step A 59.3428 4747.42 10286.09 123433.02 Step B 60.8080 4864.64 10540.05 126480.64
Step C 62.3097 4984.78 10800.35 129604.18
Step D 63.8484 5107.87 11067.06 132804.67
Step E 65.4253 5234.02 11340.39 136084.62
Step F 67.0409 5363.27 11620.42 139445.07
Step G 68.6965 5495.72 11907.39 142888.72
Step H 70.3931 5631.45 12201.47 146417.65
Step I 72.1313 5770.50 12502.76 150033.10
Step J 73.9126 5913.01 12811.52 153738.21
Step K 75.7381 6059.05 13127.94 157535.25
Step L 77.6084 6208.67 13452.12 161425.47
Step M 79.5250 6362.00 13784.33 165412.00
Step N 81.4889 6519.11 14124.74 169496.91
Step O 83.5012 6680.10 14473.54 173682.50
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2359B Electric Technology System
Technician-B
Step A 49.3080 3944.64 8546.72 102560.64
Step B 50.5253 4042.02 8757.72 105092.62
Step C 51.7731 4141.85 8974.00 107688.05
Step D 53.0517 4244.14 9195.63 110347.54
Step E 54.3618 4348.94 9422.71 113072.54
Step F 55.7044 4456.35 9655.43 115865.15
Step G 57.0800 4566.40 9893.87 118726.40
Step H 58.4896 4679.17 10138.20 121658.37
Step I 59.9340 4794.72 10388.56 124662.72
Step J 61.4140 4913.12 10645.09 127741.12
Step K 62.9307 5034.46 10907.99 130895.86
Step L 64.4849 5158.79 11177.38 134128.59
Step M 66.0774 5286.19 11453.42 137440.99
Step N 67.7091 5416.73 11736.24 140834.93
Step O 69.3812 5550.50 12026.07 144312.90
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9250B Electric Utility Inspection TechnicianB Step A 49.0436 3923.49 8500.89 102010.69 Step B 50.2545 4020.36 8710.78 104529.36
Step C 51.4956 4119.65 8925.90 107110.85
Step D 52.7672 4221.38 9146.31 109755.78
Step E 54.0704 4325.63 9372.20 112466.43
Step F 55.4057 4432.46 9603.65 115243.86
Step G 56.7739 4541.91 9840.81 118089.71
Step H 58.1759 4654.07 10083.82 121005.87
Step I 59.6127 4769.02 10332.87 123994.42
Step J 61.0848 4886.78 10588.03 127056.38
Step K 62.5933 5007.46 10849.51 130194.06
Step L 64.1390 5131.12 11117.43 133409.12
Step M 65.7231 5257.85 11392.00 136704.05
Step N 67.3461 5387.69 11673.32 140079.89
Step O 69.0092 5520.74 11961.59 143539.14
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2380B Electronics Technician I-B Step A 32.1421 2571.37 5571.30 66855.57 Step B 32.9359 2634.87 5708.89 68506.67
Step C 33.7493 2699.94 5849.88 70198.54
Step D 34.5827 2766.62 5994.33 71932.02
Step E 35.4367 2834.94 6142.36 73708.34
Step F 36.3118 2904.94 6294.05 75528.54
Step G 37.2085 2976.68 6449.47 77393.68
Step H 38.1274 3050.19 6608.75 79304.99
Step I 39.0690 3125.52 6771.96 81263.52
Step J 40.0338 3202.70 6939.19 83270.30
Step K 41.0225 3281.80 7110.57 85326.80
Step L 42.0356 3362.85 7286.17 87434.05
Step M 43.0736 3445.89 7466.09 89593.09
Step N 44.1374 3530.99 7650.48 91805.79
Step O 45.2273 3618.18 7839.40 94072.78
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2385B Electronics Technician II-B Step A 35.3563 2828.50 6128.43 73541.10 Step B 36.2294 2898.35 6279.76 75357.15
Step C 37.1240 2969.92 6434.83 77217.92
Step D 38.0409 3043.27 6593.76 79125.07
Step E 38.9803 3118.42 6756.59 81079.02
Step F 39.9430 3195.44 6923.45 83081.44
Step G 40.9294 3274.35 7094.43 85133.15
Step H 41.9401 3355.21 7269.62 87235.41
Step I 42.9758 3438.06 7449.14 89389.66
Step J 44.0372 3522.98 7633.11 91597.38
Step K 45.1246 3609.97 7821.60 93859.17
Step L 46.2390 3699.12 8014.76 96177.12
Step M 47.3810 3790.48 8212.71 98552.48
Step N 48.5511 3884.09 8415.52 100986.29
Step O 49.7500 3980.00 8623.33 103480.00
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1037B Environmental Utilities Instrument
and Control Technician I - B
Step A 32.1421 2571.37 5571.30 66855.57
Step B 32.9359 2634.87 5708.89 68506.67
Step C 33.7493 2699.94 5849.88 70198.54
Step D 34.5827 2766.62 5994.33 71932.02
Step E 35.4367 2834.94 6142.36 73708.34
Step F 36.3118 2904.94 6294.05 75528.54
Step G 37.2085 2976.68 6449.47 77393.68
Step H 38.1274 3050.19 6608.75 79304.99
Step I 39.0690 3125.52 6771.96 81263.52
Step J 40.0338 3202.70 6939.19 83270.30
Step K 41.0225 3281.80 7110.57 85326.80
Step L 42.0356 3362.85 7286.17 87434.05
Step M 43.0736 3445.89 7466.09 89593.09
Step N 44.1374 3530.99 7650.48 91805.79
Step O 45.2273 3618.18 7839.40 94072.78
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1038B Environmental Utilities Instrument
and Control Technician II - B
Step A 35.3563 2828.50 6128.43 73541.10
Step B 36.2294 2898.35 6279.76 75357.15
Step C 37.1240 2969.92 6434.83 77217.92
Step D 38.0409 3043.27 6593.76 79125.07
Step E 38.9803 3118.42 6756.59 81079.02
Step F 39.9430 3195.44 6923.45 83081.44
Step G 40.9294 3274.35 7094.43 85133.15
Step H 41.9401 3355.21 7269.62 87235.41
Step I 42.9758 3438.06 7449.14 89389.66
Step J 44.0372 3522.98 7633.11 91597.38
Step K 45.1246 3609.97 7821.60 93859.17
Step L 46.2390 3699.12 8014.76 96177.12
Step M 47.3810 3790.48 8212.71 98552.48
Step N 48.5511 3884.09 8415.52 100986.29
Step O 49.7500 3980.00 8623.33 103480.00
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1082B Generation Maintenance SchedulerCoordinator-B Step A 41.2768 3302.14 7154.65 85855.74 Step B 42.2959 3383.67 7331.29 87975.47
Step C 43.3404 3467.23 7512.34 90148.03
Step D 44.4107 3552.86 7697.85 92374.26
Step E 45.5075 3640.60 7887.97 94655.60
Step F 46.6313 3730.50 8082.76 96993.10
Step G 47.7829 3822.63 8282.37 99388.43
Step H 48.9629 3917.03 8486.90 101842.83
Step I 50.1721 4013.77 8696.50 104357.97
Step J 51.4111 4112.89 8911.26 106935.09
Step K 52.6807 4214.46 9131.32 109575.86
Step L 53.9817 4318.54 9356.83 112281.94
Step M 55.3148 4425.18 9587.90 115054.78
Step N 56.6808 4534.46 9824.67 117896.06
Step O 58.0806 4646.45 10067.30 120807.65
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3608B Instrument and Control Technician-B Step A 51.7746 4141.97 8974.26 107691.17 Step B 53.0530 4244.24 9195.85 110350.24
Step C 54.3631 4349.05 9422.94 113075.25
Step D 55.7056 4456.45 9655.64 115867.65
Step E 57.0814 4566.51 9894.11 118729.31
Step F 58.4911 4679.29 10138.46 121661.49
Step G 59.9355 4794.84 10388.82 124665.84
Step H 61.4156 4913.25 10645.37 127744.45
Step I 62.9323 5034.58 10908.27 130899.18
Step J 64.4865 5158.92 11177.66 134131.92
Step K 66.0790 5286.32 11453.69 137444.32
Step L 67.7108 5416.86 11736.54 140838.46
Step M 69.3829 5550.63 12026.37 144316.43
Step N 71.0963 5687.70 12323.36 147880.30
Step O 72.8521 5828.17 12627.70 151532.37
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 4520B Materials Technician-B Step A 32.4886 2599.09 5631.36 67576.29 Step B 33.2908 2663.26 5770.41 69244.86
Step C 34.1128 2729.02 5912.89 70954.62
Step D 34.9553 2796.42 6058.92 72707.02
Step E 35.8185 2865.48 6208.54 74502.48
Step F 36.7031 2936.25 6361.87 76342.45
Step G 37.6096 3008.77 6519.00 78227.97
Step H 38.5383 3083.06 6679.97 80159.66
Step I 39.4900 3159.20 6844.93 82139.20
Step J 40.4652 3237.22 7013.97 84167.62
Step K 41.4646 3317.17 7187.20 86246.37
Step L 42.4885 3399.08 7364.67 88376.08
Step M 43.5377 3483.02 7546.53 90558.42
Step N 44.6130 3569.04 7732.92 92795.04
Step O 45.7147 3657.18 7923.88 95086.58
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5316B Plant and Equipment Maintenance
Worker I-B
Step A 22.1901 1775.21 3846.28 46155.41
Step B 22.7381 1819.05 3941.27 47295.25
Step C 23.2996 1863.97 4038.60 48463.17
Step D 23.8750 1910.00 4138.33 49660.00
Step E 24.4645 1957.16 4240.51 50886.16
Step F 25.0687 2005.50 4345.24 52142.90
Step G 25.6877 2055.02 4452.53 53430.42
Step H 26.3222 2105.78 4562.51 54750.18
Step I 26.9722 2157.78 4675.18 56102.18
Step J 27.6383 2211.06 4790.64 57487.66
Step K 28.3208 2265.66 4908.94 58907.26
Step L 29.0202 2321.62 5030.17 60362.02
Step M 29.7369 2378.95 5154.40 61852.75
Step N 30.4712 2437.70 5281.67 63380.10
Step O 31.2238 2497.90 5412.13 64945.50
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5319B Plant and Equipment Maintenance
Worker II-B
Step A 24.4091 1952.73 4230.91 50770.93
Step B 25.0119 2000.95 4335.40 52024.75
Step C 25.6295 2050.36 4442.45 53309.36
Step D 26.2624 2100.99 4552.15 54625.79
Step E 26.9110 2152.88 4664.57 55974.88
Step F 27.5755 2206.04 4779.75 57357.04
Step G 28.2565 2260.52 4897.79 58773.52
Step H 28.9543 2316.34 5018.75 60224.94
Step I 29.6695 2373.56 5142.71 61712.56
Step J 30.4022 2432.18 5269.71 63236.58
Step K 31.1529 2492.23 5399.84 64798.03
Step L 31.9223 2553.78 5533.20 66398.38
Step M 32.7106 2616.85 5669.84 68038.05
Step N 33.5185 2681.48 5809.87 69718.48
Step O 34.3462 2747.70 5953.34 71440.10
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5327B Plant and Equipment Mechanic I-B Step A 26.8502 2148.02 4654.03 55848.42 Step B 27.5131 2201.05 4768.94 57227.25
Step C 28.1925 2255.40 4886.70 58640.40
Step D 28.8886 2311.09 5007.36 60088.29
Step E 29.6021 2368.17 5131.03 61572.37
Step F 30.3331 2426.65 5257.74 63092.85
Step G 31.0822 2486.58 5387.58 64650.98
Step H 31.8498 2547.98 5520.63 66247.58
Step I 32.6363 2610.90 5656.96 67883.50
Step J 33.4423 2675.38 5796.67 69559.98
Step K 34.2682 2741.46 5939.82 71277.86
Step L 35.1145 2809.16 6086.51 73038.16
Step M 35.9816 2878.53 6236.81 74841.73
Step N 36.8702 2949.62 6390.83 76690.02
Step O 37.7808 3022.46 6548.67 78584.06
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5328B Plant and Equipment Mechanic II-B Step A 29.5346 2362.77 5119.33 61431.97 Step B 30.2638 2421.10 5245.73 62948.70
Step C 31.0112 2480.90 5375.27 64503.30
Step D 31.7770 2542.16 5508.01 66096.16
Step E 32.5618 2604.94 5644.05 67728.54
Step F 33.3659 2669.27 5783.42 69401.07
Step G 34.1899 2735.19 5926.25 71114.99
Step H 35.0342 2802.74 6072.59 72871.14
Step I 35.8994 2871.95 6222.56 74670.75
Step J 36.7859 2942.87 6376.22 76514.67
Step K 37.6944 3015.55 6533.70 78404.35
Step L 38.6252 3090.02 6695.03 80340.42
Step M 39.5791 3166.33 6860.38 82324.53
Step N 40.5566 3244.53 7029.81 84357.73
Step O 41.5581 3324.65 7203.40 86440.85
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5595B Power Engineer I-B Step A 47.7248 3817.98 8272.30 99267.58 Step B 48.9032 3912.26 8476.55 101718.66
Step C 50.1108 4008.86 8685.87 104230.46
Step D 51.3483 4107.86 8900.37 106804.46
Step E 52.6163 4209.30 9120.16 109441.90
Step F 53.9158 4313.26 9345.41 112144.86
Step G 55.2472 4419.78 9576.18 114914.18
Step H 56.6115 4528.92 9812.66 117751.92
Step I 58.0096 4640.77 10055.00 120659.97
Step J 59.4422 4755.38 10303.31 123639.78
Step K 60.9102 4872.82 10557.77 126693.22
Step L 62.4144 4993.15 10818.50 129821.95
Step M 63.9558 5116.46 11085.67 133028.06
Step N 65.5352 5242.82 11359.43 136313.22
Step O 67.1536 5372.29 11639.96 139679.49
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5596B Power Engineer II-B Step A 52.4986 4199.89 9099.76 109197.09 Step B 53.7949 4303.59 9324.45 111893.39
Step C 55.1235 4409.88 9554.74 114656.88
Step D 56.4847 4518.78 9790.68 117488.18
Step E 57.8796 4630.37 10032.46 120389.57
Step F 59.3090 4744.72 10280.23 123362.72
Step G 60.7737 4861.90 10534.11 126409.30
Step H 62.2744 4981.95 10794.23 129530.75
Step I 63.8124 5104.99 11060.82 132729.79
Step J 65.3882 5231.06 11333.95 136007.46
Step K 67.0030 5360.24 11613.85 139366.24
Step L 68.6577 5492.62 11900.67 142808.02
Step M 70.3532 5628.26 12194.55 146334.66
Step N 72.0906 5767.25 12495.70 149948.45
Step O 73.8709 5909.67 12804.29 153651.47
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5590B Power Plant Engineer I-B Step A 47.7248 3817.98 8272.30 99267.58 Step B 48.9032 3912.26 8476.55 101718.66
Step C 50.1108 4008.86 8685.87 104230.46
Step D 51.3483 4107.86 8900.37 106804.46
Step E 52.6163 4209.30 9120.16 109441.90
Step F 53.9158 4313.26 9345.41 112144.86
Step G 55.2472 4419.78 9576.18 114914.18
Step H 56.6115 4528.92 9812.66 117751.92
Step I 58.0096 4640.77 10055.00 120659.97
Step J 59.4422 4755.38 10303.31 123639.78
Step K 60.9102 4872.82 10557.77 126693.22
Step L 62.4144 4993.15 10818.50 129821.95
Step M 63.9558 5116.46 11085.67 133028.06
Step N 65.5352 5242.82 11359.43 136313.22
Step O 67.1536 5372.29 11639.96 139679.49
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5591B Power Plant Engineer II-B Step A 52.4973 4199.78 9099.53 109194.38 Step B 53.7935 4303.48 9324.21 111890.48
Step C 55.1219 4409.75 9554.46 114653.55
Step D 56.4832 4518.66 9790.42 117485.06
Step E 57.8781 4630.25 10032.20 120386.45
Step F 59.3073 4744.58 10279.93 123359.18
Step G 60.7721 4861.77 10533.83 126405.97
Step H 62.2728 4981.82 10793.95 129527.42
Step I 63.8107 5104.86 11060.52 132726.26
Step J 65.3865 5230.92 11333.66 136003.92
Step K 67.0013 5360.10 11613.56 139362.70
Step L 68.6559 5492.47 11900.36 142804.27
Step M 70.3513 5628.10 12194.23 146330.70
Step N 72.0886 5767.09 12495.36 149944.29
Step O 73.8690 5909.52 12803.96 153647.52
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5526B Power Plant Mechanic-B Step A 47.0667 3765.34 8158.23 97898.74 Step B 48.2289 3858.31 8359.68 100316.11
Step C 49.4199 3953.59 8566.12 102793.39
Step D 50.6403 4051.22 8777.65 105331.82
Step E 51.8909 4151.27 8994.42 107933.07
Step F 53.1724 4253.79 9216.55 110598.59
Step G 54.4855 4358.84 9444.15 113329.84
Step H 55.8310 4466.48 9677.37 116128.48
Step I 57.2098 4576.78 9916.37 118996.38
Step J 58.6227 4689.82 10161.27 121935.22
Step K 60.0703 4805.62 10412.19 124946.22
Step L 61.5537 4924.30 10669.31 128031.70
Step M 63.0739 5045.91 10932.81 131193.71
Step N 64.6315 5170.52 11202.79 134433.52
Step O 66.2276 5298.21 11479.45 137753.41
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5522B Power Plant Operator Technician I-B Step A 44.8253 3586.02 7769.72 93236.62 Step B 45.9321 3674.57 7961.56 95538.77
Step C 47.0664 3765.31 8158.18 97898.11
Step D 48.2288 3858.30 8359.66 100315.90
Step E 49.4198 3953.58 8566.10 102793.18
Step F 50.6403 4051.22 8777.65 105331.82
Step G 51.8908 4151.26 8994.41 107932.86
Step H 53.1723 4253.78 9216.53 110598.38
Step I 54.4854 4358.83 9444.14 113329.63
Step J 55.8310 4466.48 9677.37 116128.48
Step K 57.2096 4576.77 9916.33 118995.97
Step L 58.6226 4689.81 10161.25 121935.01
Step M 60.0703 4805.62 10412.19 124946.22
Step N 61.5537 4924.30 10669.31 128031.70
Step O 63.0739 5045.91 10932.81 131193.71
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5523B Power Plant Operator Technician II-B Step A 49.3080 3944.64 8546.72 102560.64 Step B 50.5254 4042.03 8757.74 105092.83
Step C 51.7731 4141.85 8974.00 107688.05
Step D 53.0518 4244.14 9195.65 110347.74
Step E 54.3619 4348.95 9422.73 113072.75
Step F 55.7044 4456.35 9655.43 115865.15
Step G 57.0800 4566.40 9893.87 118726.40
Step H 58.4896 4679.17 10138.20 121658.37
Step I 59.9340 4794.72 10388.56 124662.72
Step J 61.4142 4913.14 10645.13 127741.54
Step K 62.9307 5034.46 10907.99 130895.86
Step L 64.4849 5158.79 11177.38 134128.59
Step M 66.0775 5286.20 11453.43 137441.20
Step N 67.7092 5416.74 11736.26 140835.14
Step O 69.3812 5550.50 12026.07 144312.90
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5401B Predictive Maintenance Technician IB Step A 32.1421 2571.37 5571.30 66855.57 Step B 32.9359 2634.87 5708.89 68506.67
Step C 33.7493 2699.94 5849.88 70198.54
Step D 34.5827 2766.62 5994.33 71932.02
Step E 35.4367 2834.94 6142.36 73708.34
Step F 36.3118 2904.94 6294.05 75528.54
Step G 37.2085 2976.68 6449.47 77393.68
Step H 38.1274 3050.19 6608.75 79304.99
Step I 39.0690 3125.52 6771.96 81263.52
Step J 40.0338 3202.70 6939.19 83270.30
Step K 41.0225 3281.80 7110.57 85326.80
Step L 42.0356 3362.85 7286.17 87434.05
Step M 43.0736 3445.89 7466.09 89593.09
Step N 44.1374 3530.99 7650.48 91805.79
Step O 45.2273 3618.18 7839.40 94072.78
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5402B Predictive Maintenance Technician IIB Step A 35.3563 2828.50 6128.43 73541.10 Step B 36.2294 2898.35 6279.76 75357.15
Step C 37.1240 2969.92 6434.83 77217.92
Step D 38.0409 3043.27 6593.76 79125.07
Step E 38.9803 3118.42 6756.59 81079.02
Step F 39.9430 3195.44 6923.45 83081.44
Step G 40.9294 3274.35 7094.43 85133.15
Step H 41.9401 3355.21 7269.62 87235.41
Step I 42.9758 3438.06 7449.14 89389.66
Step J 44.0372 3522.98 7633.11 91597.38
Step K 45.1246 3609.97 7821.60 93859.17
Step L 46.2390 3699.12 8014.76 96177.12
Step M 47.3810 3790.48 8212.71 98552.48
Step N 48.5511 3884.09 8415.52 100986.29
Step O 49.7500 3980.00 8623.33 103480.00
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5533B Preventative Maintenance
Coordinator-B
Step A 31.8913 2551.30 5527.83 66333.90
Step B 32.6787 2614.30 5664.31 67971.70
Step C 33.4857 2678.86 5804.19 69650.26
Step D 34.3127 2745.02 5947.53 71370.42
Step E 35.1600 2812.80 6094.40 73132.80
Step F 36.0283 2882.26 6244.91 74938.86
Step G 36.9181 2953.45 6399.14 76789.65
Step H 37.8298 3026.38 6557.17 78685.98
Step I 38.7640 3101.12 6719.09 80629.12
Step J 39.7213 3177.70 6885.03 82620.30
Step K 40.7022 3256.18 7055.05 84660.58
Step L 41.7074 3336.59 7229.28 86751.39
Step M 42.7374 3418.99 7407.82 88893.79
Step N 43.7928 3503.42 7590.75 91089.02
Step O 44.8743 3589.94 7778.21 93338.54
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5500B Preventative Maintenance Technician
I-B
Step A 29.2200 2337.60 5064.80 60777.60
Step B 29.9416 2395.33 5189.88 62278.53
Step C 30.6810 2454.48 5318.04 63816.48
Step D 31.4387 2515.10 5449.37 65392.50
Step E 32.2151 2577.21 5583.95 67007.41
Step F 33.0107 2640.86 5721.85 68662.26
Step G 33.8258 2706.06 5863.14 70357.66
Step H 34.6612 2772.90 6007.94 72095.30
Step I 35.5172 2841.38 6156.31 73875.78
Step J 36.3943 2911.54 6308.35 75700.14
Step K 37.2930 2983.44 6464.12 77569.44
Step L 38.2141 3057.13 6623.78 79485.33
Step M 39.1578 3132.62 6787.35 81448.22
Step N 40.1247 3209.98 6954.95 83459.38
Step O 41.1157 3289.26 7126.72 85520.66
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5502B Preventative Maintenance Technician
II-B
Step A 32.1421 2571.37 5571.30 66855.57
Step B 32.9358 2634.86 5708.87 68506.46
Step C 33.7492 2699.94 5849.86 70198.34
Step D 34.5826 2766.61 5994.32 71931.81
Step E 35.4367 2834.94 6142.36 73708.34
Step F 36.3118 2904.94 6294.05 75528.54
Step G 37.2085 2976.68 6449.47 77393.68
Step H 38.1274 3050.19 6608.75 79304.99
Step I 39.0690 3125.52 6771.96 81263.52
Step J 40.0338 3202.70 6939.19 83270.30
Step K 41.0225 3281.80 7110.57 85326.80
Step L 42.0355 3362.84 7286.15 87433.84
Step M 43.0736 3445.89 7466.09 89593.09
Step N 44.1374 3530.99 7650.48 91805.79
Step O 45.2272 3618.18 7839.38 94072.58
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7020B SCADA System Technician-B Step A 35.3563 2828.50 6128.43 73541.10 Step B 36.2294 2898.35 6279.76 75357.15
Step C 37.1240 2969.92 6434.83 77217.92
Step D 38.0409 3043.27 6593.76 79125.07
Step E 38.9803 3118.42 6756.59 81079.02
Step F 39.9430 3195.44 6923.45 83081.44
Step G 40.9294 3274.35 7094.43 85133.15
Step H 41.9401 3355.21 7269.62 87235.41
Step I 42.9758 3438.06 7449.14 89389.66
Step J 44.0372 3522.98 7633.11 91597.38
Step K 45.1246 3609.97 7821.60 93859.17
Step L 46.2390 3699.12 8014.76 96177.12
Step M 47.3810 3790.48 8212.71 98552.48
Step N 48.5511 3884.09 8415.52 100986.29
Step O 49.7500 3980.00 8623.33 103480.00
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7118B Senior Electric Line Technician-B Step A 59.3428 4747.42 10286.09 123433.02 Step B 60.8080 4864.64 10540.05 126480.64
Step C 62.3097 4984.78 10800.35 129604.18
Step D 63.8484 5107.87 11067.06 132804.67
Step E 65.4253 5234.02 11340.39 136084.62
Step F 67.0409 5363.27 11620.42 139445.07
Step G 68.6965 5495.72 11907.39 142888.72
Step H 70.3931 5631.45 12201.47 146417.65
Step I 72.1313 5770.50 12502.76 150033.10
Step J 73.9126 5913.01 12811.52 153738.21
Step K 75.7381 6059.05 13127.94 157535.25
Step L 77.6084 6208.67 13452.12 161425.47
Step M 79.5250 6362.00 13784.33 165412.00
Step N 81.4889 6519.11 14124.74 169496.91
Step O 83.5012 6680.10 14473.54 173682.50
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7169B Senior Electric Materials TechnicianB Step A 37.5244 3001.95 6504.23 78050.75 Step B 38.4508 3076.06 6664.81 79977.66
Step C 39.4003 3152.02 6829.39 81952.62
Step D 40.3734 3229.87 6998.06 83976.67
Step E 41.3704 3309.63 7170.87 86050.43
Step F 42.3922 3391.38 7347.98 88175.78
Step G 43.4390 3475.12 7529.43 90353.12
Step H 44.5117 3560.94 7715.36 92584.34
Step I 45.6110 3648.88 7905.91 94870.88
Step J 46.7374 3738.99 8101.15 97213.79
Step K 47.8915 3831.32 8301.19 99614.32
Step L 49.0742 3925.94 8506.19 102074.34
Step M 50.2862 4022.90 8716.27 104595.30
Step N 51.5280 4122.24 8931.52 107178.24
Step O 52.8005 4224.04 9152.09 109825.04
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1036B Senior Electric Metering Systems
Technician - B
Step A 55.8687 4469.50 9683.91 116206.90
Step B 57.2483 4579.86 9923.04 119076.46
Step C 58.6620 4692.96 10168.08 122016.96
Step D 60.1106 4808.85 10419.17 125030.05
Step E 61.5952 4927.62 10676.50 128118.02
Step F 63.1163 5049.30 10940.16 131281.90
Step G 64.6749 5173.99 11210.32 134523.79
Step H 66.2721 5301.77 11487.16 137845.97
Step I 67.9087 5432.70 11770.84 141250.10
Step J 69.5858 5566.86 12061.54 144738.46
Step K 71.3042 5704.34 12359.39 148312.74
Step L 73.0650 5845.20 12664.60 151975.20
Step M 74.8694 5989.55 12977.36 155728.35
Step N 76.7184 6137.47 13297.86 159574.27
Step O 78.6130 6289.04 13626.25 163515.04
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7126B Senior Electric Substation
Technician-B
Step A 57.0544 4564.35 9889.43 118673.15
Step B 58.4632 4677.06 10133.62 121603.46
Step C 59.9070 4792.56 10383.88 124606.56
Step D 61.3863 4910.90 10640.29 127683.50
Step E 62.9022 5032.18 10903.05 130836.58
Step F 64.4558 5156.46 11172.34 134068.06
Step G 66.0474 5283.79 11448.22 137378.59
Step H 67.6785 5414.28 11730.94 140771.28
Step I 69.3498 5547.98 12020.63 144247.58
Step J 71.0625 5685.00 12317.50 147810.00
Step K 72.8174 5825.39 12621.68 151460.19
Step L 74.6156 5969.25 12933.37 155200.45
Step M 76.4584 6116.67 13252.79 159033.47
Step N 78.3465 6267.72 13580.06 162960.72
Step O 80.2813 6422.50 13915.43 166985.10
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7168B Senior Electric System Dispatcher-B Step A 65.2770 5222.16 11314.68 135776.16 Step B 66.8888 5351.10 11594.06 139128.70
Step C 68.5406 5483.25 11880.37 142564.45
Step D 70.2332 5618.66 12173.75 146085.06
Step E 71.9676 5757.41 12474.38 149692.61
Step F 73.7449 5899.59 12782.45 153389.39
Step G 75.5660 6045.28 13098.11 157177.28
Step H 77.4322 6194.58 13421.58 161058.98
Step I 79.3445 6347.56 13753.05 165036.56
Step J 81.3038 6504.30 14092.66 169111.90
Step K 83.3117 6664.94 14440.69 173288.34
Step L 85.3692 6829.54 14797.33 177567.94
Step M 87.4773 6998.18 15162.73 181952.78
Step N 89.6376 7171.01 15537.18 186446.21
Step O 91.8513 7348.10 15920.89 191050.70
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7170B Senior Electronic Technician-B Step A 38.8919 3111.35 6741.26 80895.15 Step B 39.8523 3188.18 6907.73 82892.78
Step C 40.8364 3266.91 7078.31 84939.71
Step D 41.8449 3347.59 7253.12 87037.39
Step E 42.8783 3430.26 7432.24 89186.86
Step F 43.9374 3514.99 7615.82 91389.79
Step G 45.0224 3601.79 7803.88 93646.59
Step H 46.1341 3690.73 7996.58 95958.93
Step I 47.2735 3781.88 8194.07 98328.88
Step J 48.4409 3875.27 8396.42 100757.07
Step K 49.6372 3970.98 8603.78 103245.38
Step L 50.8630 4069.04 8816.25 105795.04
Step M 52.1191 4169.53 9033.98 108407.73
Step N 53.4062 4272.50 9257.07 111084.90
Step O 54.7251 4378.01 9485.68 113828.21
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7205B Senior Plant and Equipment
Mechanic-B
Step A 32.4886 2599.09 5631.36 67576.29
Step B 33.2908 2663.26 5770.41 69244.86
Step C 34.1128 2729.02 5912.89 70954.62
Step D 34.9553 2796.42 6058.92 72707.02
Step E 35.8185 2865.48 6208.54 74502.48
Step F 36.7031 2936.25 6361.87 76342.45
Step G 37.6096 3008.77 6519.00 78227.97
Step H 38.5383 3083.06 6679.97 80159.66
Step I 39.4900 3159.20 6844.93 82139.20
Step J 40.4652 3237.22 7013.97 84167.62
Step K 41.4646 3317.17 7187.20 86246.37
Step L 42.4885 3399.08 7364.67 88376.08
Step M 43.5377 3483.02 7546.53 90558.42
Step N 44.6130 3569.04 7732.92 92795.04
Step O 45.7147 3657.18 7923.88 95086.58
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7152B Senior Power Plant Operator
Technician-B
Step A 54.2386 4339.09 9401.36 112816.29
Step B 55.5780 4446.24 9633.52 115602.24
Step C 56.9505 4556.04 9871.42 118457.04
Step D 58.3568 4668.54 10115.18 121382.14
Step E 59.7980 4783.84 10364.99 124379.84
Step F 61.2747 4901.98 10620.95 127451.38
Step G 62.7879 5023.03 10883.24 130598.83
Step H 64.3385 5147.08 11152.01 133824.08
Step I 65.9274 5274.19 11427.42 137128.99
Step J 67.5555 5404.44 11709.62 140515.44
Step K 69.2239 5537.91 11998.81 143985.71
Step L 70.9333 5674.66 12295.11 147541.26
Step M 72.6850 5814.80 12598.73 151184.80
Step N 74.4800 5958.40 12909.87 154918.40
Step O 76.3194 6105.55 13228.70 158744.35
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7284B Senior Preventative Maintenance
Technician-B
Step A 38.8919 3111.35 6741.26 80895.15
Step B 39.8523 3188.18 6907.73 82892.78
Step C 40.8364 3266.91 7078.31 84939.71
Step D 41.8449 3347.59 7253.12 87037.39
Step E 42.8783 3430.26 7432.24 89186.86
Step F 43.9374 3514.99 7615.82 91389.79
Step G 45.0224 3601.79 7803.88 93646.59
Step H 46.1341 3690.73 7996.58 95958.93
Step I 47.2735 3781.88 8194.07 98328.88
Step J 48.4409 3875.27 8396.42 100757.07
Step K 49.6372 3970.98 8603.78 103245.38
Step L 50.8630 4069.04 8816.25 105795.04
Step M 52.1191 4169.53 9033.98 108407.73
Step N 53.4062 4272.50 9257.07 111084.90
Step O 54.7251 4378.01 9485.68 113828.21
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9559B Senior SCADA System Technician-B Step A 38.8919 3111.35 6741.26 80895.15 Step B 39.8523 3188.18 6907.73 82892.78
Step C 40.8364 3266.91 7078.31 84939.71
Step D 41.8449 3347.59 7253.12 87037.39
Step E 42.8783 3430.26 7432.24 89186.86
Step F 43.9373 3514.98 7615.80 91389.58
Step G 45.0223 3601.78 7803.87 93646.38
Step H 46.1341 3690.73 7996.58 95958.93
Step I 47.2735 3781.88 8194.07 98328.88
Step J 48.4409 3875.27 8396.42 100757.07
Step K 49.6371 3970.97 8603.76 103245.17
Step L 50.8629 4069.03 8816.24 105794.83
Step M 52.1190 4169.52 9033.96 108407.52
Step N 53.4061 4272.49 9257.06 111084.69
Step O 54.7251 4378.01 9485.68 113828.21
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7202B Senior Wastewater Utility
Maintenance Worker-B
Step A 28.9289 2314.31 5014.34 60172.11
Step B 29.6432 2371.46 5138.15 61657.86
Step C 30.3753 2430.02 5265.05 63180.62
Step D 31.1254 2490.03 5395.07 64740.83
Step E 31.8941 2551.53 5528.31 66339.73
Step F 32.6817 2614.54 5664.83 67977.94
Step G 33.4888 2679.10 5804.73 69656.70
Step H 34.3158 2745.26 5948.07 71376.86
Step I 35.1632 2813.06 6094.95 73139.46
Step J 36.0316 2882.53 6245.48 74945.73
Step K 36.9214 2953.71 6399.71 76796.51
Step L 37.8332 3026.66 6557.75 78693.06
Step M 38.7675 3101.40 6719.70 80636.40
Step N 39.7250 3178.00 6885.67 82628.00
Step O 40.7059 3256.47 7055.69 84668.27
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7204B Senior Water Distribution Worker-B Step A 28.9289 2314.31 5014.34 60172.11 Step B 29.6432 2371.46 5138.15 61657.86
Step C 30.3753 2430.02 5265.05 63180.62
Step D 31.1254 2490.03 5395.07 64740.83
Step E 31.8941 2551.53 5528.31 66339.73
Step F 32.6817 2614.54 5664.83 67977.94
Step G 33.4888 2679.10 5804.73 69656.70
Step H 34.3158 2745.26 5948.07 71376.86
Step I 35.1632 2813.06 6094.95 73139.46
Step J 36.0316 2882.53 6245.48 74945.73
Step K 36.9214 2953.71 6399.71 76796.51
Step L 37.8332 3026.66 6557.75 78693.06
Step M 38.7675 3101.40 6719.70 80636.40
Step N 39.7250 3178.00 6885.67 82628.00
Step O 40.7059 3256.47 7055.69 84668.27
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2375B Traffic Signal Maintenance Worker IB Step A 26.2505 2100.04 4550.09 54601.04 Step B 26.8987 2151.90 4662.44 55949.30
Step C 27.5630 2205.04 4777.59 57331.04
Step D 28.2436 2259.49 4895.56 58746.69
Step E 28.9411 2315.29 5016.46 60197.49
Step F 29.6558 2372.46 5140.34 61684.06
Step G 30.3881 2431.05 5267.27 63207.25
Step H 31.1385 2491.08 5397.34 64768.08
Step I 31.9076 2552.61 5530.65 66367.81
Step J 32.6955 2615.64 5667.22 68006.64
Step K 33.5029 2680.23 5807.17 69686.03
Step L 34.3303 2746.42 5950.59 71407.02
Step M 35.1782 2814.26 6097.55 73170.66
Step N 36.0469 2883.75 6248.13 74977.55
Step O 36.9371 2954.97 6402.43 76829.17
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2376B Traffic Signal Maintenance Worker IIB Step A 28.8755 2310.04 5005.09 60061.04 Step B 29.5885 2367.08 5128.67 61544.08
Step C 30.3193 2425.54 5255.35 63064.14
Step D 31.0679 2485.43 5385.10 64621.23
Step E 31.8352 2546.82 5518.10 66217.22
Step F 32.6214 2609.71 5654.38 67852.51
Step G 33.4269 2674.15 5794.00 69527.95
Step H 34.2525 2740.20 5937.10 71245.20
Step I 35.0983 2807.86 6083.71 73004.46
Step J 35.9651 2877.21 6233.95 74807.41
Step K 36.8533 2948.26 6387.91 76654.86
Step L 37.7634 3021.07 6545.66 78547.87
Step M 38.6959 3095.67 6707.29 80487.47
Step N 39.6516 3172.13 6872.94 82475.33
Step O 40.6308 3250.46 7042.67 84512.06
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9027B Wastewater Utility Maintenance
Worker I-B
Step A 23.8648 1909.18 4136.57 49638.78
Step B 24.4540 1956.32 4238.69 50864.32
Step C 25.0580 2004.64 4343.39 52120.64
Step D 25.6769 2054.15 4450.66 53407.95
Step E 26.3109 2104.87 4560.56 54726.67
Step F 26.9606 2156.85 4673.17 56078.05
Step G 27.6265 2210.12 4788.59 57463.12
Step H 28.3087 2264.70 4906.84 58882.10
Step I 29.0078 2320.62 5028.02 60336.22
Step J 29.7241 2377.93 5152.18 61826.13
Step K 30.4582 2436.66 5279.42 63353.06
Step L 31.2104 2496.83 5409.80 64917.63
Step M 31.9812 2558.50 5543.41 66520.90
Step N 32.7709 2621.67 5680.29 68163.47
Step O 33.5803 2686.42 5820.59 69847.02
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9029B Wastewater Utility Maintenance
Worker II-B
Step A 26.2508 2100.06 4550.14 54601.66
Step B 26.8989 2151.91 4662.48 55949.71
Step C 27.5633 2205.06 4777.64 57331.66
Step D 28.2439 2259.51 4895.61 58747.31
Step E 28.9414 2315.31 5016.51 60198.11
Step F 29.6561 2372.49 5140.39 61684.69
Step G 30.3884 2431.07 5267.32 63207.87
Step H 31.1389 2491.11 5397.41 64768.91
Step I 31.9079 2552.63 5530.70 66368.43
Step J 32.6959 2615.67 5667.29 68007.47
Step K 33.5033 2680.26 5807.24 69686.86
Step L 34.3307 2746.46 5950.65 71407.86
Step M 35.1786 2814.29 6097.62 73171.49
Step N 36.0472 2883.78 6248.18 74978.18
Step O 36.9375 2955.00 6402.50 76830.00
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9078B Water Conservation Specialist-B Step A 28.9289 2314.31 5014.34 60172.11 Step B 29.6432 2371.46 5138.15 61657.86
Step C 30.3753 2430.02 5265.05 63180.62
Step D 31.1254 2490.03 5395.07 64740.83
Step E 31.8941 2551.53 5528.31 66339.73
Step F 32.6817 2614.54 5664.83 67977.94
Step G 33.4888 2679.10 5804.73 69656.70
Step H 34.3158 2745.26 5948.07 71376.86
Step I 35.1632 2813.06 6094.95 73139.46
Step J 36.0316 2882.53 6245.48 74945.73
Step K 36.9214 2953.71 6399.71 76796.51
Step L 37.8332 3026.66 6557.75 78693.06
Step M 38.7675 3101.40 6719.70 80636.40
Step N 39.7250 3178.00 6885.67 82628.00
Step O 40.7059 3256.47 7055.69 84668.27
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9049B Water Conservation Worker I-B Step A 23.8648 1909.18 4136.57 49638.78 Step B 24.4540 1956.32 4238.69 50864.32
Step C 25.0580 2004.64 4343.39 52120.64
Step D 25.6769 2054.15 4450.66 53407.95
Step E 26.3109 2104.87 4560.56 54726.67
Step F 26.9606 2156.85 4673.17 56078.05
Step G 27.6265 2210.12 4788.59 57463.12
Step H 28.3087 2264.70 4906.84 58882.10
Step I 29.0078 2320.62 5028.02 60336.22
Step J 29.7241 2377.93 5152.18 61826.13
Step K 30.4582 2436.66 5279.42 63353.06
Step L 31.2104 2496.83 5409.80 64917.63
Step M 31.9812 2558.50 5543.41 66520.90
Step N 32.7709 2621.67 5680.29 68163.47
Step O 33.5803 2686.42 5820.59 69847.02
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9051B Water Conservation Worker II-B Step A 26.2508 2100.06 4550.14 54601.66 Step B 26.8989 2151.91 4662.48 55949.71
Step C 27.5633 2205.06 4777.64 57331.66
Step D 28.2439 2259.51 4895.61 58747.31
Step E 28.9414 2315.31 5016.51 60198.11
Step F 29.6561 2372.49 5140.39 61684.69
Step G 30.3884 2431.07 5267.32 63207.87
Step H 31.1389 2491.11 5397.41 64768.91
Step I 31.9079 2552.63 5530.70 66368.43
Step J 32.6959 2615.67 5667.29 68007.47
Step K 33.5033 2680.26 5807.24 69686.86
Step L 34.3307 2746.46 5950.65 71407.86
Step M 35.1786 2814.29 6097.62 73171.49
Step N 36.0472 2883.78 6248.18 74978.18
Step O 36.9375 2955.00 6402.50 76830.00
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9246B Water Distribution Worker I-B Step A 23.8648 1909.18 4136.57 49638.78 Step B 24.4540 1956.32 4238.69 50864.32
Step C 25.0580 2004.64 4343.39 52120.64
Step D 25.6769 2054.15 4450.66 53407.95
Step E 26.3109 2104.87 4560.56 54726.67
Step F 26.9606 2156.85 4673.17 56078.05
Step G 27.6265 2210.12 4788.59 57463.12
Step H 28.3087 2264.70 4906.84 58882.10
Step I 29.0078 2320.62 5028.02 60336.22
Step J 29.7241 2377.93 5152.18 61826.13
Step K 30.4582 2436.66 5279.42 63353.06
Step L 31.2104 2496.83 5409.80 64917.63
Step M 31.9812 2558.50 5543.41 66520.90
Step N 32.7709 2621.67 5680.29 68163.47
Step O 33.5803 2686.42 5820.59 69847.02
IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:E
Effective Date:01/29/2022
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9248B Water Distribution Worker II-B Step A 26.2508 2100.06 4550.14 54601.66 Step B 26.8989 2151.91 4662.48 55949.71
Step C 27.5633 2205.06 4777.64 57331.66
Step D 28.2439 2259.51 4895.61 58747.31
Step E 28.9414 2315.31 5016.51 60198.11
Step F 29.6561 2372.49 5140.39 61684.69
Step G 30.3884 2431.07 5267.32 63207.87
Step H 31.1389 2491.11 5397.41 64768.91
Step I 31.9079 2552.63 5530.70 66368.43
Step J 32.6959 2615.67 5667.29 68007.47
Step K 33.5033 2680.26 5807.24 69686.86
Step L 34.3307 2746.46 5950.65 71407.86
Step M 35.1786 2814.29 6097.62 73171.49
Step N 36.0472 2883.78 6248.18 74978.18
Step O 36.9375 2955.00 6402.50 76830.00
Position Allocation Control Report 1/29/2022
Position Code Position Title Allocated FTE
CAO220245001 Assistant City Attorney 1
CAO221200001 City Attorney 1
CAO221658001 Deputy City Attorney I/II 1
CAO224096002 Legal Clerk I/II 1
CAO224096001 Legal Clerk I/II 1
CAO225015001 Paralegal 1
CAO227123003 Senior Deputy City Attorney 1
CAO227123002 Senior Deputy City Attorney 1
CAO227123001 Senior Deputy City Attorney 1
Total for Department: CAO City Attorney 9
Position Code Position Title Allocated FTE
CCD360250001 Assistant City Clerk 1
CCD361220001 City Clerk 1
CCD361227005 City Clerk Technician I/II 1
CCD361227004 City Clerk Technician I/II 1
CCD361227003 City Clerk Technician I/II 1
CCD361227002 City Clerk Technician I/II 1
CCD361227001 City Clerk Technician I/II 1
CCD361665002 Deputy City Clerk I/ll 1
CCD361665001 Deputy City Clerk I/ll 1
CCD369548006 Passport/Livescan Agent 0.5
CCD369548004 Passport/Livescan Agent 0.5
CCD369548002 Passport/Livescan Agent 1
CCD369548001 Passport/Livescan Agent 1
Total for Department: CCD City Clerk Department 12
Position Code Position Title Allocated FTE
CMO140325002 Assistant City Manager 1
CMO140325001 Assistant City Manager 1
CMO141240001 City Manager 1
CMO142540001 Environmental Coordinator 1
CMO142551001 Executive Assistant 1
CMO1414449001 Management Analyst ‐ City Manager 1
CMO144457001 Management Assistant I/II 1
Total for Department: CMO City Manager 7
Position Code Position Title Allocated FTE
DSD660071001 Administrative Assistant 1
DSD660084001 Administrative Technician 1
DSD661005005 Associate (PE)/Assistant/Junior Engineer 1 DSD661005004 Associate (PE)/Assistant/Junior Engineer 1 DSD661005003 Associate (PE)/Assistant/Junior Engineer 1 DSD661005002 Associate (PE)/Assistant/Junior Engineer 1 DSD661005001 Associate (PE)/Assistant/Junior Engineer 1 DSD660820003 Associate Engineer 1
DSD660820001 Associate Engineer 1
DSD660900006 Associate/Assistant Planner 1
DSD660900005 Associate/Assistant Planner 1
DSD660900004 Associate/Assistant Planner 1
DSD660900003 Associate/Assistant Planner 1
DSD660900002 Associate/Assistant Planner 1
DSD660900001 Associate/Assistant Planner 1
DSD661017001 Building Inspection Supervisor 1
DSD661019008 Building Inspector I/II 1
DSD661019007 Building Inspector I/II 1
DSD661019006 Building Inspector I/II 1
DSD661019005 Building Inspector I/II 1
DSD661019004 Building Inspector I/II 1
DSD661019003 Building Inspector I/II 1
DSD661019002 Building Inspector I/II 1
DSD661019001 Building Inspector I/II 1
DSD661043001 Building Official 1
DSD661047004 Building Plans Examiner I/II 1
DSD661047003 Building Plans Examiner I/II 1
DSD661047002 Building Plans Examiner I/II 1
DSD661047001 Building Plans Examiner I/II 1
DSD661369004 Code Enforcement Inspector I/II 1
DSD661369003 Code Enforcement Inspector I/II 1
DSD661369002 Code Enforcement Inspector I/II 1
DSD661369001 Code Enforcement Inspector I/II 1
DSD661368001 Code Enforcement Supervisor 1
DSD661027001 Construction Inspection Superintendent 1
DSD661248001 Construction Inspection Supervisor 1
DSD661434006 Construction Inspector I/II 1
DSD661434005 Construction Inspector I/II 1
DSD661434004 Construction Inspector I/II 1
DSD661434003 Construction Inspector I/II 1
DSD661434002 Construction Inspector I/II 1
DSD661434001 Construction Inspector I/II 1
DSD661280001 Development Services Administrator 1
DSD661282001 Development Services Analyst 1
DSD661282002 Development Services Analyst  1
DSD661676001 Development Services Director 1
DSD661695001 Development Services Manager 1
DSD661672003 Development Technician I/II 1
DSD661672002 Development Technician I/II 1
DSD661672001 Development Technician I/II 1
DSD661277001 Engineering Manager 1
DSD663412001 GIS Analyst I/II 1
DSD662214001 GIS Technician I/II 1
DSD660050001 Management Analyst I/II 1
DSD664957002 Office Assistant I/II 1
DSD664957001 Office Assistant I/II 1
DSD665279003 Permit Technician I/II 1
DSD665279002 Permit Technician I/II 1
DSD665279001 Permit Technician I/II 1
DSD661501001 Permits Supervisor 1
DSD665309001 Planning Manager 1
DSD665514001 Principal Engineer 1
DSD667117001 Senior Building Inspector 1
DSD667195001 Senior Building Plans Examiner 1
DSD667121002 Senior Construction Inspector 1
DSD667121001 Senior Construction Inspector 1
DSD661281001 Senior Development Services Analyst 1
DSD667142003 Senior Engineer 1
DSD667142002 Senior Engineer 1
DSD661502001 Senior Permits Technician 1
DSD667180002 Senior Planner 1
DSD667180001 Senior Planner 1
Total for Department: DSD Development Services Department 72 Position Code Position Title Allocated FTE
EDD541675001 Economic Development Analyst I/II 1
EDD541710001 Economic Development Director 1
EDD541001002 Economic Development Project Manager 1
EDD541001001 Economic Development Project Manager 1
EDD542551001 Executive Assistant 1
EDD543402003 Housing Analyst I/II 1
EDD543402002 Housing Analyst I/II 1
EDD543402001 Housing Analyst I/II 1
EDD543589001 Housing Manager 1
EDD543590001 Housing Supervisor 1
EDD543592004 Housing Technician I/II 1
EDD543592003 Housing Technician I/II 1
EDD543592002 Housing Technician I/II 1
EDD543592001 Housing Technician I/II 1
EDD540050001 Management Analyst I/II 1
EDD544957001 Office Assistant I/II 1
EDD547148001 Senior Housing Technician 1
Total for Department: EDD Economic Development Department 17 Position Code Position Title Allocated FTE
ELE701505001 AMI Project Manager 1
ELE700071001 Administrative Assistant 1
ELE700084003 Administrative Technician 1
ELE700084002 Administrative Technician 1
ELE700084001 Administrative Technician 1
ELE700395003 Assistant Electric Utility Director 1
ELE700395002 Assistant Electric Utility Director 1
ELE700395001 Assistant Electric Utility Director 1
ELE701067005 Associate/Assistant Electric Analyst 1
ELE701067004 Associate/Assistant Electric Analyst 1
ELE701067003 Associate/Assistant Electric Analyst 1
ELE701067002 Associate/Assistant Electric Analyst  1
ELE701067001 Associate/Assistant Electric Analyst  1
ELE701548002 Data Management Specialist I/II 1
ELE701548001 Data Management Specialist I/II 1
ELE701645001 Department Public Information Officer 1
ELE701312008 Electric Business Analyst I/II 1
ELE701312006 Electric Business Analyst I/II 1
ELE701312004 Electric Business Analyst I/II 1
ELE701312003 Electric Business Analyst I/II 1
ELE701312002 Electric Business Analyst I/II 1
ELE701312001 Electric Business Analyst I/II 1
ELE701312007 Electric Business Analyst I/II  1
ELE702335002 Electric Compliance Analyst I/II 1
ELE702335001 Electric Compliance Analyst I/II 1
ELE706285001 Electric Customer Programs Supervisor 1
ELE702330002 Electric Drafting Technician I/II 1
ELE702345005 Electric Engineering Technician I/II 1
ELE702345004 Electric Engineering Technician I/II 1
ELE702345003 Electric Engineering Technician I/II 1
ELE702345002 Electric Engineering Technician I/II 1
ELE702345001 Electric Engineering Technician I/II 1
ELE702284001 Electric Engineering Technician Supervisor 1 ELE702286003 Electric Line Troubleshooter 1
ELE702286002 Electric Line Troubleshooter 1
ELE702286001 Electric Line Troubleshooter 1
ELE702212004 Electric Materials Technician I/II 1
ELE702212003 Electric Materials Technician I/II 1
ELE702212002 Electric Materials Technician I/II 1
ELE702212001 Electric Materials Technician I/II 1
ELE701033005 Electric Metering Systems  Technician I/II 1 ELE701033004 Electric Metering Systems  Technician I/II 1 ELE701033003 Electric Metering Systems  Technician I/II 1 ELE701033002 Electric Metering Systems  Technician I/II 1 ELE701033001 Electric Metering Systems  Technician I/II 1 ELE702338001 Electric Operations Manager 1
ELE702339002 Electric Operations Supervisor 1
ELE702339001 Electric Operations Supervisor 1
ELE702254001 Electric Preventive Data System Technician 1 ELE702316005 Electric Resources Planner I/II 1
ELE702316003 Electric Resources Planner I/II 1
ELE702316002 Electric Resources Planner I/II 1
ELE702316001 Electric Resources Planner I/II 1
ELE702216001 Electric Risk and Compliance Supervisor 1
ELE702319001 Electric Substation Supervisor 1
ELE701035012 Electric Substation Technician I/II 1
ELE701035011 Electric Substation Technician I/II 1
ELE701035010 Electric Substation Technician I/II 1
ELE701035009 Electric Substation Technician I/II 1
ELE701035008 Electric Substation Technician I/II 1
ELE701035007 Electric Substation Technician I/II 1
ELE701035006 Electric Substation Technician I/II 1
ELE701035005 Electric Substation Technician I/II 1
ELE701035004 Electric Substation Technician I/II 1
ELE701035003 Electric Substation Technician I/II 1
ELE701035002 Electric Substation Technician I/II 1
ELE701035001 Electric Substation Technician I/II 1
ELE702350003 Electric System Dispatcher 1
ELE702350002 Electric System Dispatcher 1
ELE702350001 Electric System Dispatcher 1
ELE702359003 Electric Technology System Technician 1
ELE702359002 Electric Technology System Technician 1
ELE702359001 Electric Technology System Technician 1
ELE709560001 Electric Technology Systems Administrator 1 ELE702320001 Electric Utility Director 1
ELE702215001 Electric Utility Financial Administrator 1 ELE709250003 Electric Utility Inspection Technician 1
ELE709250002 Electric Utility Inspection Technician 1
ELE709250001 Electric Utility Inspection Technician 1
ELE702285013 Electric/Apprentice Line Technician 1
ELE702285011 Electric/Apprentice Line Technician 1
ELE702285010 Electric/Apprentice Line Technician 1
ELE702285009 Electric/Apprentice Line Technician 1
ELE702285008 Electric/Apprentice Line Technician 1
ELE702285007 Electric/Apprentice Line Technician 1
ELE702285006 Electric/Apprentice Line Technician 1
ELE702285005 Electric/Apprentice Line Technician 1
ELE702285004 Electric/Apprentice Line Technician 1
ELE702285002 Electric/Apprentice Line Technician 1
ELE702285001 Electric/Apprentice Line Technician 1
ELE702285015 Electric/Apprentice Line Technician/Pre‐Apprentice 1 ELE702285014 Electric/Apprentice Line Technician/Pre‐Apprentice 1 ELE702285012 Electric/Apprentice Line Technician/Pre‐Apprentice 1 ELE702285003 Electric/Apprentice Line Technician/Pre‐Apprentice 1 ELE702466003 Energy Program Technician 1
ELE702466002 Energy Program Technician 1
ELE702501003 Energy Services Account Representative I/II 1 ELE702501002 Energy Services Account Representative I/II 1 ELE702501001 Energy Services Account Representative I/II 1 ELE701082001 Generation Maintenance Scheduler‐Coordinator 1 ELE701648001 Government Relations Representative I/II 1 ELE703608003 Instrument and Control Technician 1
ELE703608002 Instrument and Control Technician 1
ELE703608001 Instrument and Control Technician 1
ELE704517002 Marketing and Communication Analyst I/II 0.5 ELE704517001 Marketing and Communication Analyst I/II 1 ELE704540003 Meter Reader 1
ELE704540002 Meter Reader 1
ELE704540001 Meter Reader 1
ELE704534001 Meter Service Worker 1
ELE704957004 Office Assistant I/II 1
ELE704957003 Office Assistant I/II 1
ELE704957002 Office Assistant I/II 1
ELE704957001 Office Assistant I/II 1
ELE705596004 Power Engineer I/II 1
ELE705596003 Power Engineer I/II 1
ELE705596002 Power Engineer I/II 1
ELE705596001 Power Engineer I/II 1
ELE705505001 Power Engineering Manager 1
ELE705600001 Power Generation Superintendent 1
ELE705591002 Power Plant Engineer I/II 1
ELE705591001 Power Plant Engineer I/II 1
ELE705526003 Power Plant Mechanic 1
ELE705526002 Power Plant Mechanic 1
ELE705526001 Power Plant Mechanic 1
ELE705530002 Power Plant Operations and Maintenance Supervisor 1 ELE705530001 Power Plant Operations and Maintenance Supervisor 1 ELE705523009 Power Plant Operator Technician I/II 1
ELE705523008 Power Plant Operator Technician I/II 1
ELE705523007 Power Plant Operator Technician I/II 1
ELE705523006 Power Plant Operator Technician I/II 1
ELE705523005 Power Plant Operator Technician I/II 1
ELE705523004 Power Plant Operator Technician I/II 1
ELE705523003 Power Plant Operator Technician I/II 1
ELE705523002 Power Plant Operator Technician I/II 1
ELE705523001 Power Plant Operator Technician I/II 1
ELE705535001 Power Supply and Portfolio Administrator 1 ELE707128004 Senior Electric Business Analyst 1
ELE707128003 Senior Electric Business Analyst 1
ELE707128002 Senior Electric Business Analyst 1
ELE707128001 Senior Electric Business Analyst 1
ELE707118005 Senior Electric Line Technician 1
ELE707118004 Senior Electric Line Technician 1
ELE707118003 Senior Electric Line Technician 1
ELE707118002 Senior Electric Line Technician 1
ELE707118001 Senior Electric Line Technician 1
ELE707169001 Senior Electric Materials Technician 1
ELE701036001 Senior Electric Metering Systems Technician 1 ELE707126003 Senior Electric Substation Technician 1
ELE707126002 Senior Electric Substation Technician 1
ELE707126001 Senior Electric Substation Technician 1
ELE707168001 Senior Electric System Dispatcher 1
ELE701023001 Senior Electric Technology Systems Analyst 1 ELE707163002 Senior Energy Services Account Representative 1 ELE707163001 Senior Energy Services Account Representative 1 ELE707161001 Senior GIS Analyst 1
ELE707200001 Senior Meter Service Worker 1
ELE707151002 Senior Power Engineer 1
ELE707151001 Senior Power Engineer 1
ELE705555001 Senior Power Plant Engineer 1
ELE707152004 Senior Power Plant Operator Technician 1
ELE707152003 Senior Power Plant Operator Technician 1
ELE707152002 Senior Power Plant Operator Technician 1
ELE707152001 Senior Power Plant Operator Technician 1
ELE701029002 Senior Utility Billing Analyst 1
ELE701029001 Senior Utility Billing Analyst 1
ELE701044003 Senior Utility Customer Service Specialist 1 ELE701044002 Senior Utility Customer Service Specialist 1 ELE701044001 Senior Utility Customer Service Specialist 1 ELE703315005 Utility Billing Analyst I/II 1
ELE703315004 Utility Billing Analyst I/II 1
ELE703315003 Utility Billing Analyst I/II 1
ELE703315002 Utility Billing Analyst I/II 1
ELE703315001 Utility Billing Analyst I/II 1
ELE70920001 Utility Billing Operations Manager 1
ELE701041001 Utility Billing and Field Services Supervisor 1 ELE701049015 Utility Customer Service Representative I/II 1 ELE701049014 Utility Customer Service Representative I/II 1 ELE701049013 Utility Customer Service Representative I/II 1 ELE701049012 Utility Customer Service Representative I/II 1 ELE701049011 Utility Customer Service Representative I/II 0.75 ELE701049010 Utility Customer Service Representative I/II 0.5 ELE701049009 Utility Customer Service Representative I/II 1 ELE701049008 Utility Customer Service Representative I/II 0.5 ELE701049007 Utility Customer Service Representative I/II 1 ELE701049006 Utility Customer Service Representative I/II 1 ELE701049005 Utility Customer Service Representative I/II 1 ELE701049004 Utility Customer Service Representative I/II 1 ELE701049001 Utility Customer Service Representative I/II 1 ELE701046004 Utility Customer Service Specialist I/II 1 ELE701046003 Utility Customer Service Specialist I/II 1 ELE701046002 Utility Customer Service Specialist I/II 1 ELE701046001 Utility Customer Service Specialist I/II 1 ELE701042001 Utility Customer Service Supervisor 1
ELE701646001 Utility Government Relations Administrator 1 Total for Department: ELE Electric Department 193.25
Position Code Position Title Allocated FTE
EUD740071001 Administrative Assistant 1
EUD741003001 Administrative Supervisor 1
EUD740084004 Administrative Technician 1
EUD740084003 Administrative Technician 1
EUD740084002 Administrative Technician 1
EUD740084001 Administrative Technician 1
EUD740411003 Assistant Environmental Utilities Director 1 EUD740411002 Assistant Environmental Utilities Director 1 EUD740411001 Assistant Environmental Utilities Director 1 EUD741005001 Associate (PE)/Assistant/Junior Engineer 1 EUD740820002 Associate Engineer 1
EUD740820001 Associate Engineer 1
EUD741548003 Data Management Specialist I/II 1
EUD741548002 Data Management Specialist I/II 1
EUD741548001 Data Management Specialist I/II 1
EUD749561001 Data Management System Administrator 1
EUD741645001 Department Public Information Officer 1
EUD741672001 Development Technician I/II 1
EUD749550001 ERP Business Analyst I/II 1
EUD741350002 Engineering Technician I/II 1
EUD741350001 Engineering Technician I/II 1
EUD742544002 Environmental Compliance Specialist I/II 1 EUD742544001 Environmental Compliance Specialist I/II 1 EUD742548001 Environmental Utilities Business Administrator 1 EUD742547004 Environmental Utilities Business Analyst I/II 1 EUD742547003 Environmental Utilities Business Analyst I/II 1 EUD742547002 Environmental Utilities Business Analyst I/II 1 EUD742547001 Environmental Utilities Business Analyst I/II 1 EUD741684001 Environmental Utilities Director 1
EUD741038006 Environmental Utilities Instrument and Control Technician 1 EUD741038005 Environmental Utilities Instrument and Control Technician 1 EUD741038004 Environmental Utilities Instrument and Control Technician 1 EUD741038003 Environmental Utilities Instrument and Control Technician 1 EUD741038002 Environmental Utilities Instrument and Control Technician 1 EUD741038001 Environmental Utilities Instrument and Control Technician 1 EUD741024001 Environmental Utilities Maintenance Superintendent 1 EUD742541003 Environmental Utility Compliance Administrator 1 EUD742541002 Environmental Utility Compliance Administrator 1 EUD742541001 Environmental Utility Compliance Administrator 1 EUD743335002 Finance Clerk I/II 1
EUD743335001 Finance Clerk I/II 1
EUD743412003 GIS Analyst I/II 1
EUD743412002 GIS Analyst I/II 1
EUD743412001 GIS Analyst I/II 1
EUD743451001 Government Relations Administrator 1
EUD741002001 Hydrogeologist 1
EUD743604001 Industrial Waste Specialist 1
EUD743610002 Industrial Waste Technician 1
EUD743732002 Interpretive Services Specialist I/II 1
EUD743732001 Interpretive Services Specialist I/II 1
EUD743740001 Interpretive Services Supervisor 1
EUD744020005 Laboratory Technician I/II 1
EUD744020004 Laboratory Technician I/II 1
EUD744020003 Laboratory Technician I/II 1
EUD744020001 Laboratory Technician I/II 1
EUD740050001 Management Analyst I/II 1
EUD744517003 Marketing and Communication Analyst I/II 1 EUD744517002 Marketing and Communication Analyst I/II 1 EUD744520002 Materials Technician 1
EUD744520001 Materials Technician 1
EUD744957012 Office Assistant I/II 1
EUD744957011 Office Assistant I/II 1
EUD744957010 Office Assistant I/II 1
EUD744957009 Office Assistant I/II 1
EUD744957008 Office Assistant I/II 1
EUD744957006 Office Assistant I/II 1
EUD744957005 Office Assistant I/II 1
EUD744957004 Office Assistant I/II 1
EUD744957003 Office Assistant I/II 1
EUD744957002 Office Assistant I/II 1
EUD744957001 Office Assistant I/II 1
EUD741028001 Organics Truck Driver 1
EUD745319003 Plant and Equipment Maintenance Worker I/II 1 EUD745319002 Plant and Equipment Maintenance Worker I/II 1 EUD745319001 Plant and Equipment Maintenance Worker I/II 1 EUD745328006 Plant and Equipment Mechanic I/II 1
EUD745328005 Plant and Equipment Mechanic I/II 1
EUD745328004 Plant and Equipment Mechanic I/II 1
EUD745328003 Plant and Equipment Mechanic I/II 1
EUD745328002 Plant and Equipment Mechanic I/II 1
EUD745328001 Plant and Equipment Mechanic I/II 1
EUD745402001 Predictive Maintenance Technician I/II 1
EUD745533002 Preventative Maintenance Coordinator 1
EUD745533001 Preventative Maintenance Coordinator 1
EUD745519002 Preventative Maintenance Supervisor 1
EUD745519001 Preventative Maintenance Supervisor 1
EUD745502004 Preventative Maintenance Technician I/II 1 EUD745502003 Preventative Maintenance Technician I/II 1 EUD745502002 Preventative Maintenance Technician I/II 1 EUD745502001 Preventative Maintenance Technician I/II 1 EUD745514002 Principal Engineer 1
EUD745514001 Principal Engineer 1
EUD741004001 Process Engineer 1
EUD746150001 Recycling and Organics Coordinator 1
EUD746226004 Refuse Maintenance Worker I/II 1
EUD746226003 Refuse Maintenance Worker I/II 1
EUD746226002 Refuse Maintenance Worker I/II 1
EUD746226001 Refuse Maintenance Worker I/II 1
EUD746231001 Refuse Superintendent 1
EUD746235004 Refuse Supervisor 1
EUD746235003 Refuse Supervisor 1
EUD746235002 Refuse Supervisor 1
EUD746235001 Refuse Supervisor 1
EUD746304042 Refuse Truck Driver I/II 1
EUD746304041 Refuse Truck Driver I/II 1
EUD746304040 Refuse Truck Driver I/II 1
EUD746304039 Refuse Truck Driver I/II 1
EUD746304038 Refuse Truck Driver I/II 1
EUD746304037 Refuse Truck Driver I/II 1
EUD746304036 Refuse Truck Driver I/II 1
EUD746304035 Refuse Truck Driver I/II 1
EUD746304034 Refuse Truck Driver I/II 1
EUD746304033 Refuse Truck Driver I/II 1
EUD746304032 Refuse Truck Driver I/II 1
EUD746304031 Refuse Truck Driver I/II 1
EUD746304030 Refuse Truck Driver I/II 1
EUD746304029 Refuse Truck Driver I/II 1
EUD746304028 Refuse Truck Driver I/II 1
EUD746304027 Refuse Truck Driver I/II 1
EUD746304026 Refuse Truck Driver I/II 1
EUD746304025 Refuse Truck Driver I/II 1
EUD746304024 Refuse Truck Driver I/II 1
EUD746304023 Refuse Truck Driver I/II 1
EUD746304022 Refuse Truck Driver I/II 1
EUD746304021 Refuse Truck Driver I/II 1
EUD746304020 Refuse Truck Driver I/II 1
EUD746304019 Refuse Truck Driver I/II 1
EUD746304018 Refuse Truck Driver I/II 1
EUD746304017 Refuse Truck Driver I/II 1
EUD746304016 Refuse Truck Driver I/II 1
EUD746304015 Refuse Truck Driver I/II 1
EUD746304014 Refuse Truck Driver I/II 1
EUD746304013 Refuse Truck Driver I/II 1
EUD746304012 Refuse Truck Driver I/II 1
EUD746304011 Refuse Truck Driver I/II 1
EUD746304010 Refuse Truck Driver I/II 1
EUD746304009 Refuse Truck Driver I/II 1
EUD746304008 Refuse Truck Driver I/II 1
EUD746304007 Refuse Truck Driver I/II 1
EUD746304006 Refuse Truck Driver I/II 1
EUD746304005 Refuse Truck Driver I/II 1
EUD746304004 Refuse Truck Driver I/II 1
EUD746304003 Refuse Truck Driver I/II 1
EUD746304002 Refuse Truck Driver I/II 1
EUD746304001 Refuse Truck Driver I/II 1
EUD746244001 Refuse and Stormwater Manager 1
EUD747020002 SCADA System Technician 1
EUD747020001 SCADA System Technician 1
EUD746500002 Safety Coordinator 1
EUD746500001 Safety Coordinator 1
EUD747142004 Senior Engineer 1
EUD747142003 Senior Engineer 1
EUD747142002 Senior Engineer 1
EUD741065001 Senior Environmental Utilities Business Analyst 1 EUD747161001 Senior GIS Analyst 1
EUD743733001 Senior Interpretive Services Specialist 1
EUD747284003 Senior Preventative Maintenance Technician 1 EUD747284002 Senior Preventative Maintenance Technician 1 EUD747284001 Senior Preventative Maintenance Technician 1 EUD747129006 Senior Refuse Truck Driver 1
EUD747129005 Senior Refuse Truck Driver 1
EUD747129004 Senior Refuse Truck Driver 1
EUD747129003 Senior Refuse Truck Driver 1
EUD747129002 Senior Refuse Truck Driver 1
EUD747129001 Senior Refuse Truck Driver 1
EUD749559001 Senior SCADA System Technician 1
EUD741279001 Senior Solid Waste Billing Technician 1
EUD747202004 Senior Wastewater Utility Maintenance Worker 1 EUD747202003 Senior Wastewater Utility Maintenance Worker 1 EUD747202002 Senior Wastewater Utility Maintenance Worker 1 EUD747202001 Senior Wastewater Utility Maintenance Worker 1 EUD747202005 Senior Wastewater Utility Maintenance Worker  1 EUD747204006 Senior Water Distribution Worker 1
EUD747204005 Senior Water Distribution Worker 1
EUD747204004 Senior Water Distribution Worker 1
EUD747204003 Senior Water Distribution Worker 1
EUD747204002 Senior Water Distribution Worker 1
EUD747204001 Senior Water Distribution Worker 1
EUD747324001 Solid Waste Billing Technician 1
EUD741646002 Utility Government Relations Administrator 1 EUD741646001 Utility Government Relations Administrator 1 EUD748978002 Wasterwater Collection Supervisor 1
EUD748980001 Wastewater Collection Superintendent 1
EUD748978003 Wastewater Collection Supervisor 1
EUD748978001 Wastewater Collection Supervisor 1
EUD749040001 Wastewater Treatment Plant Chief Operator 1 EUD749025010 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1 EUD749025009 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1 EUD749025008 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1 EUD749025007 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1 EUD749025006 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1 EUD749025005 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1 EUD749025004 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1 EUD749025003 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1 EUD749025002 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1 EUD749025001 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1 EUD749020004 Wastewater Treatment Plant Operator Grade III 24Hr 1 EUD749020003 Wastewater Treatment Plant Operator Grade III 24Hr 1 EUD749020002 Wastewater Treatment Plant Operator Grade III 24Hr 1 EUD749020001 Wastewater Treatment Plant Operator Grade III 24Hr 1 EUD749030002 Wastewater Treatment Plant Operator Grade IV 1 EUD749030001 Wastewater Treatment Plant Operator Grade IV 1 EUD749029025 Wastewater Utility Maintenance Worker I/II 1 EUD749029024 Wastewater Utility Maintenance Worker I/II 1 EUD749029022 Wastewater Utility Maintenance Worker I/II 1 EUD749029021 Wastewater Utility Maintenance Worker I/II 1 EUD749029020 Wastewater Utility Maintenance Worker I/II 1 EUD749029019 Wastewater Utility Maintenance Worker I/II 1 EUD749029018 Wastewater Utility Maintenance Worker I/II 1 EUD749029017 Wastewater Utility Maintenance Worker I/II 1 EUD749029016 Wastewater Utility Maintenance Worker I/II 1 EUD749029015 Wastewater Utility Maintenance Worker I/II 1 EUD749029014 Wastewater Utility Maintenance Worker I/II 1 EUD749029013 Wastewater Utility Maintenance Worker I/II 1 EUD749029012 Wastewater Utility Maintenance Worker I/II 1 EUD749029011 Wastewater Utility Maintenance Worker I/II 1 EUD749029010 Wastewater Utility Maintenance Worker I/II 1 EUD749029009 Wastewater Utility Maintenance Worker I/II 1 EUD749029008 Wastewater Utility Maintenance Worker I/II 1 EUD749029007 Wastewater Utility Maintenance Worker I/II 1 EUD749029006 Wastewater Utility Maintenance Worker I/II 1 EUD749029005 Wastewater Utility Maintenance Worker I/II 1 EUD749029004 Wastewater Utility Maintenance Worker I/II 1 EUD749029003 Wastewater Utility Maintenance Worker I/II 1 EUD749029002 Wastewater Utility Maintenance Worker I/II 1 EUD749029001 Wastewater Utility Maintenance Worker I/II 1 EUD749029023 Wastewater Utility Maintenance Worker I/II  1 EUD749047001 Water Conservation Administrator 1
EUD749078001 Water Conservation Specialist 1
EUD749051005 Water Conservation Worker I/II 1
EUD749051004 Water Conservation Worker I/II 1
EUD749051003 Water Conservation Worker I/II 1
EUD749051002 Water Conservation Worker I/II 1
EUD749051001 Water Conservation Worker I/II 1
EUD749085001 Water Distribution Superintendent 1
EUD749084004 Water Distribution Supervisor 1
EUD749084003 Water Distribution Supervisor 1
EUD749084002 Water Distribution Supervisor 1
EUD749084001 Water Distribution Supervisor 1
EUD749248022 Water Distribution Worker I/II 1
EUD749248021 Water Distribution Worker I/II 1
EUD749248020 Water Distribution Worker I/II 1
EUD749248019 Water Distribution Worker I/II 1
EUD749248018 Water Distribution Worker I/II 1
EUD749248017 Water Distribution Worker I/II 1
EUD749248016 Water Distribution Worker I/II 1
EUD749248015 Water Distribution Worker I/II 1
EUD749248014 Water Distribution Worker I/II 1
EUD749248013 Water Distribution Worker I/II 1
EUD749248012 Water Distribution Worker I/II 1
EUD749248011 Water Distribution Worker I/II 1
EUD749248010 Water Distribution Worker I/II 1
EUD749248009 Water Distribution Worker I/II 1
EUD749248008 Water Distribution Worker I/II 1
EUD749248007 Water Distribution Worker I/II 1
EUD749248006 Water Distribution Worker I/II 1
EUD749248005 Water Distribution Worker I/II 1
EUD749248004 Water Distribution Worker I/II 1
EUD749248003 Water Distribution Worker I/II 1
EUD749248002 Water Distribution Worker I/II 1
EUD749248001 Water Distribution Worker I/II 1
EUD749101001 Water Quality Lab Supervisor 1
EUD749101002 Water Quality Lab Supervisor 1
EUD741053001 Water Quality Technician 1
EUD749175001 Water Treatment Plant Chief Operator 1
EUD749230006 Water Treatment Plant Operator Grade I/II/III 24Hr 1 EUD749230005 Water Treatment Plant Operator Grade I/II/III 24Hr 1 EUD749230004 Water Treatment Plant Operator Grade I/II/III 24Hr 1 EUD749230003 Water Treatment Plant Operator Grade I/II/III 24Hr 1 EUD749230002 Water Treatment Plant Operator Grade I/II/III 24Hr 1 EUD749230001 Water Treatment Plant Operator Grade I/II/III 24Hr 1 Total for Department: EUD Environmental Utilities Department 271 Position Code Position Title Allocated FTE
FIN240040002 Accountant I/II 1
FIN240040001 Accountant I/II 1
FIN241370001 Accounting Manager 1
FIN240043001 Accounting Supervisor 1
FIN249427001 Accounts Payable Supervisor 1
FIN240084002 Administrative Technician 0.5
FIN240084001 Administrative Technician 1
FIN241021001 Assistant City Manager/Chief Financial Officer  1 FIN2421026001 Assistant Finance Director 1
FIN240915004 Budget Analyst I/II 1
FIN240915003 Budget Analyst I/II 1
FIN240915002 Budget Analyst I/II 1
FIN240915001 Budget Analyst I/II 1
FIN240930001 Budget Manager 1
FIN241060003 Buyer I/II 1
FIN241060002 Buyer I/II 1
FIN241060001 Buyer I/II 1
FIN241450001 Courier 1
FIN249550003 ERP Business Analyst I/II 1
FIN249550002 ERP Business Analyst I/II 1
FIN249550001 ERP Business Analyst I/II 1
FIN246520001 ERP Program Manager 1
FIN243335019 Finance Clerk I/II 0.63
FIN243335011 Finance Clerk I/II 1
FIN243335009 Finance Clerk I/II 1
FIN243335004 Finance Clerk I/II 1
FIN243335003 Finance Clerk I/II 1
FIN242900001 Finance Manager 1
FIN243326006 Finance Technician I/II 1
FIN243326003 Finance Technician I/II 1
FIN240050001 Management Analyst I/II 1
FIN244457001 Management Assistant I/II 1
FIN245103002 Payroll Clerk I/II 1
FIN245103001 Payroll Clerk I/II 0.6
FIN249428001 Payroll Supervisor 1
FIN245101002 Payroll Technician I/II 1
FIN245101001 Payroll Technician I/II 1
FIN245652001 Purchasing and Warehouse Manager 1
FIN241051003 Senior Accountant 1
FIN241051002 Senior Accountant 1
FIN241051001 Senior Accountant 1
FIN247139001 Senior Buyer 1
FIN247141001 Senior Payroll Technician 1
FIN247203001 Senior Warehouse Worker 1
FIN248952001 Warehouse Worker I/II 1
Total for Department: FIN Finance Department 43.73
Position Code Position Title Allocated FTE
FIR480071001 Administrative Assistant 1
FIR480084001 Administrative Technician 1
FIR480480001 Assistant Fire Chief 1
FIR481645001 Department Public Information Officer 1
FIR482415001 EMS Quality Assurance Coordinator 1
FIR480905006 Fire Battalion Chief 1
FIR480905004 Fire Battalion Chief 1
FIR480905003 Fire Battalion Chief 1
FIR480905002 Fire Battalion Chief 1
FIR480905001 Fire Battalion Chief 1
FIR480905005 Fire Battalion Chief  1
FIR483320030 Fire Captain 1
FIR483320029 Fire Captain 1
FIR483320028 Fire Captain 1
FIR483320027 Fire Captain 1
FIR483320026 Fire Captain 1
FIR483320025 Fire Captain 1
FIR483320024 Fire Captain 1
FIR483320023 Fire Captain 1
FIR483320022 Fire Captain 1
FIR483320021 Fire Captain 1
FIR483320020 Fire Captain 1
FIR483320019 Fire Captain 1
FIR483320018 Fire Captain 1
FIR483320017 Fire Captain 1
FIR483320016 Fire Captain 1
FIR483320015 Fire Captain 1
FIR483320014 Fire Captain 1
FIR483320013 Fire Captain 1
FIR483320012 Fire Captain 1
FIR483320011 Fire Captain 1
FIR483320010 Fire Captain 1
FIR483320009 Fire Captain 1
FIR483320008 Fire Captain 1
FIR483320007 Fire Captain 1
FIR483320006 Fire Captain 1
FIR483320005 Fire Captain 1
FIR483320004 Fire Captain 1
FIR483320003 Fire Captain 1
FIR483320002 Fire Captain 1
FIR483320001 Fire Captain 1
FIR483330001 Fire Chief 1
FIR483332002 Fire Division Chief 1
FIR483332001 Fire Division Chief 1
FIR483340030 Fire Engineer 1
FIR483340029 Fire Engineer 1
FIR483340028 Fire Engineer 1
FIR483340027 Fire Engineer 1
FIR483340026 Fire Engineer 1
FIR483340025 Fire Engineer 1
FIR483340024 Fire Engineer 1
FIR483340023 Fire Engineer 1
FIR483340022 Fire Engineer 1
FIR483340021 Fire Engineer 1
FIR483340020 Fire Engineer 1
FIR483340019 Fire Engineer 1
FIR483340018 Fire Engineer 1
FIR483340017 Fire Engineer 1
FIR483340016 Fire Engineer 1
FIR483340015 Fire Engineer 1
FIR483340014 Fire Engineer 1
FIR483340013 Fire Engineer 1
FIR483340012 Fire Engineer 1
FIR483340011 Fire Engineer 1
FIR483340010 Fire Engineer 1
FIR483340009 Fire Engineer 1
FIR483340008 Fire Engineer 1
FIR483340007 Fire Engineer 1
FIR483340006 Fire Engineer 1
FIR483340005 Fire Engineer 1
FIR483340004 Fire Engineer 1
FIR483340003 Fire Engineer 1
FIR483340002 Fire Engineer 1
FIR483340001 Fire Engineer 1
FIR481022001 Fire and Environmental Inspection Supervisor 1 FIR483377005 Fire and Environmental Safety Inspector I/II 1 FIR483377004 Fire and Environmental Safety Inspector I/II 1 FIR483377003 Fire and Environmental Safety Inspector I/II 1 FIR483377002 Fire and Environmental Safety Inspector I/II 1 FIR483377001 Fire and Environmental Safety Inspector I/II 1 FIR483355036 Firefighter Paramedic I/II 1
FIR483355035 Firefighter Paramedic I/II 1
FIR483355034 Firefighter Paramedic I/II 1
FIR483355033 Firefighter Paramedic I/II 1
FIR483355032 Firefighter Paramedic I/II 1
FIR483355031 Firefighter Paramedic I/II 1
FIR483355030 Firefighter Paramedic I/II 1
FIR483355029 Firefighter Paramedic I/II 1
FIR483355028 Firefighter Paramedic I/II 1
FIR483355027 Firefighter Paramedic I/II 1
FIR483355026 Firefighter Paramedic I/II 1
FIR483355025 Firefighter Paramedic I/II 1
FIR483355024 Firefighter Paramedic I/II 1
FIR483355023 Firefighter Paramedic I/II 1
FIR483355022 Firefighter Paramedic I/II 1
FIR483355021 Firefighter Paramedic I/II 1
FIR483355020 Firefighter Paramedic I/II 1
FIR483355019 Firefighter Paramedic I/II 1
FIR483355018 Firefighter Paramedic I/II 1
FIR483355017 Firefighter Paramedic I/II 1
FIR483355016 Firefighter Paramedic I/II 1
FIR483355015 Firefighter Paramedic I/II 1
FIR483355014 Firefighter Paramedic I/II 1
FIR483355013 Firefighter Paramedic I/II 1
FIR483355012 Firefighter Paramedic I/II 1
FIR483355011 Firefighter Paramedic I/II 1
FIR483355010 Firefighter Paramedic I/II 1
FIR483355009 Firefighter Paramedic I/II 1
FIR483355008 Firefighter Paramedic I/II 1
FIR483355007 Firefighter Paramedic I/II 1
FIR483355006 Firefighter Paramedic I/II 1
FIR483355005 Firefighter Paramedic I/II 1
FIR483355004 Firefighter Paramedic I/II 1
FIR483355003 Firefighter Paramedic I/II 1
FIR483355002 Firefighter Paramedic I/II 1
FIR483355001 Firefighter Paramedic I/II 1
FIR483412001 GIS Analyst I/II 1
FIR480050001 Management Analyst I/II 1
FIR484957001 Office Assistant I/II 1
Total for Department: FIR Fire Department 119
Position Code Position Title Allocated FTE
HRD280071001 Administrative Assistant 1
HRD280484001 Assistant Human Resources Director 1
HRD283596003 Human Resources Analyst I/II 1
HRD283596002 Human Resources Analyst I/II 1
HRD283596001 Human Resources Analyst I/II 1
HRD283598001 Human Resources Director 1
HRD283599001 Human Resources Manager 1
HRD285235006 Human Resources Technician 1
HRD285235005 Human Resources Technician 1
HRD285235004 Human Resources Technician 1
HRD285235003 Human Resources Technician 1
HRD285235002 Human Resources Technician 1
HRD285235001 Human Resources Technician 1
HRD286450001 Risk Manager 1
HRD287178002 Senior Human Resources Technician 1
HRD287178001 Senior Human Resources Technician 1
Total for Department: HRD Human Resources Department 16 Position Code Position Title Allocated FTE
ITD320084001 Administrative Technician 1
ITD329558002 Assistant Information Technology Director 1 ITD329558001 Assistant Information Technology Director 1 ITD321362012 Business Systems Analyst I/II 1
ITD321362011 Business Systems Analyst I/II 1
ITD321362010 Business Systems Analyst I/II 1
ITD321362009 Business Systems Analyst I/II 1
ITD321362008 Business Systems Analyst I/II 1
ITD321362006 Business Systems Analyst I/II 1
ITD321362005 Business Systems Analyst I/II 1
ITD321362004 Business Systems Analyst I/II 1
ITD321362003 Business Systems Analyst I/II 1
ITD321362002 Business Systems Analyst I/II 1
ITD321362001 Business Systems Analyst I/II 1
ITD321180001 Chief Information Officer 1
ITD321552003 Database Analyst I/II 1
ITD321552002 Database Analyst I/II 1
ITD321552001 Database Analyst I/II 1
ITD323625001 Information Security Administrator 1
ITD323794013 Information Technology Analyst I/II 1
ITD323794012 Information Technology Analyst I/II 1
ITD323794011 Information Technology Analyst I/II 1
ITD323794010 Information Technology Analyst I/II 1
ITD323794009 Information Technology Analyst I/II 1
ITD323794008 Information Technology Analyst I/II 1
ITD323794007 Information Technology Analyst I/II 1
ITD323794006 Information Technology Analyst I/II 1
ITD323794005 Information Technology Analyst I/II 1
ITD323794004 Information Technology Analyst I/II 1
ITD323794003 Information Technology Analyst I/II 1
ITD323794002 Information Technology Analyst I/II 1
ITD323794001 Information Technology Analyst I/II 1
ITD329542001 Information Technology Client Services Supervisor 1 ITD323602005 Information Technology Program Manager 1
ITD323602004 Information Technology Program Manager 1
ITD323602003 Information Technology Program Manager 1
ITD323602002 Information Technology Program Manager 1
ITD323602001 Information Technology Program Manager 1
ITD323618003 Information Technology Technician I/II 1
ITD323618002 Information Technology Technician I/II 1
ITD323618001 Information Technology Technician I/II 1
ITD320050001 Management Analyst I/II 1
ITD327130003 Senior Business Systems Analyst 1
ITD327130002 Senior Business Systems Analyst 1
ITD327130001 Senior Business Systems Analyst 1
ITD327145001 Senior Database Analyst 1
ITD327149003 Senior Information Technology Technician 1 Total for Department: ITD Information Technology Department 47 Position Code Position Title Allocated FTE
PAC181645001 Department Public Information Officer 1
PAC181659001 Deputy City Manager 1
PAC184517002 Marketing and Communication Analyst I/II 1 PAC184517001 Marketing and Communication Analyst I/II 1 PAC185565001 Public Information Officer 1
PAC188426001 Video and Multimedia Technician  1
Total for Department: PAC Public Affairs and Communications 6 Position Code Position Title Allocated FTE
POL440071001 Administrative Assistant 1
POL440100002 Animal Control Officer 1
POL440100001 Animal Control Officer 1
POL440110001 Animal Control Supervisor 1
POL441430003 Communications Supervisor 1
POL441430002 Communications Supervisor 1
POL441430001 Communications Supervisor 1
POL441380010 Community Services Officer I/II 1
POL441380009 Community Services Officer I/II 1
POL441380008 Community Services Officer I/II 1
POL441380007 Community Services Officer I/II 1
POL441380006 Community Services Officer I/II 1
POL441380005 Community Services Officer I/II 1
POL441380004 Community Services Officer I/II 1
POL441380003 Community Services Officer I/II 1
POL441380002 Community Services Officer I/II 1
POL441380001 Community Services Officer I/II 1
POL441475002 Crime Analyst 1
POL441475001 Crime Analyst 1
POL441645001 Department Public Information Officer 1
POL441700021 Dispatcher I/II 1
POL441700020 Dispatcher I/II 1
POL441700019 Dispatcher I/II 1
POL441700018 Dispatcher I/II 1
POL441700017 Dispatcher I/II 1
POL441700016 Dispatcher I/II 1
POL441700015 Dispatcher I/II 1
POL441700014 Dispatcher I/II 1
POL441700013 Dispatcher I/II 1
POL441700012 Dispatcher I/II 1
POL441700011 Dispatcher I/II 1
POL441700010 Dispatcher I/II 1
POL441700009 Dispatcher I/II 1
POL441700008 Dispatcher I/II 1
POL441700007 Dispatcher I/II 1
POL441700006 Dispatcher I/II 1
POL441700005 Dispatcher I/II 1
POL441700004 Dispatcher I/II 1
POL441700003 Dispatcher I/II 1
POL441700002 Dispatcher I/II 1
POL441700001 Dispatcher I/II 1
POL440050001 Management Analyst I/II 1
POL445400003 Police Captain 1
POL445400002 Police Captain 1
POL445400001 Police Captain 1
POL445410001 Police Chief 1
POL445420007 Police Lieutenant 1
POL445420006 Police Lieutenant 1
POL445420005 Police Lieutenant 1
POL445420004 Police Lieutenant 1
POL445420003 Police Lieutenant 1
POL445420002 Police Lieutenant 1
POL445420001 Police Lieutenant 1
POL445430117 Police Officer/Police Trainee 1
POL445430116 Police Officer/Police Trainee 1
POL445430115 Police Officer/Police Trainee 1
POL445430114 Police Officer/Police Trainee 1
POL445430113 Police Officer/Police Trainee 1
POL445430112 Police Officer/Police Trainee 1
POL445430111 Police Officer/Police Trainee 1
POL445430110 Police Officer/Police Trainee 1
POL445430109 Police Officer/Police Trainee 1
POL445430108 Police Officer/Police Trainee 1
POL445430107 Police Officer/Police Trainee 1
POL445430106 Police Officer/Police Trainee 1
POL445430105 Police Officer/Police Trainee 1
POL445430104 Police Officer/Police Trainee 1
POL445430103 Police Officer/Police Trainee 1
POL445430102 Police Officer/Police Trainee 1
POL445430101 Police Officer/Police Trainee 1
POL445430100 Police Officer/Police Trainee 1
POL445430099 Police Officer/Police Trainee 1
POL445430098 Police Officer/Police Trainee 1
POL445430097 Police Officer/Police Trainee 1
POL445430096 Police Officer/Police Trainee 1
POL445430095 Police Officer/Police Trainee 1
POL445430094 Police Officer/Police Trainee 1
POL445430093 Police Officer/Police Trainee 1
POL445430092 Police Officer/Police Trainee 1
POL445430091 Police Officer/Police Trainee 1
POL445430090 Police Officer/Police Trainee 1
POL445430089 Police Officer/Police Trainee 1
POL445430088 Police Officer/Police Trainee 1
POL445430087 Police Officer/Police Trainee 1
POL445430086 Police Officer/Police Trainee 1
POL445430085 Police Officer/Police Trainee 1
POL445430084 Police Officer/Police Trainee 1
POL445430083 Police Officer/Police Trainee 1
POL445430082 Police Officer/Police Trainee 1
POL445430081 Police Officer/Police Trainee 1
POL445430080 Police Officer/Police Trainee 1
POL445430079 Police Officer/Police Trainee 1
POL445430078 Police Officer/Police Trainee 1
POL445430077 Police Officer/Police Trainee 1
POL445430076 Police Officer/Police Trainee 1
POL445430075 Police Officer/Police Trainee 1
POL445430074 Police Officer/Police Trainee 1
POL445430073 Police Officer/Police Trainee 1
POL445430072 Police Officer/Police Trainee 1
POL445430071 Police Officer/Police Trainee 1
POL445430070 Police Officer/Police Trainee 1
POL445430069 Police Officer/Police Trainee 1
POL445430068 Police Officer/Police Trainee 1
POL445430067 Police Officer/Police Trainee 1
POL445430066 Police Officer/Police Trainee 1
POL445430065 Police Officer/Police Trainee 1
POL445430064 Police Officer/Police Trainee 1
POL445430063 Police Officer/Police Trainee 1
POL445430062 Police Officer/Police Trainee 1
POL445430061 Police Officer/Police Trainee 1
POL445430060 Police Officer/Police Trainee 1
POL445430059 Police Officer/Police Trainee 1
POL445430058 Police Officer/Police Trainee 1
POL445430057 Police Officer/Police Trainee 1
POL445430056 Police Officer/Police Trainee 1
POL445430055 Police Officer/Police Trainee 1
POL445430054 Police Officer/Police Trainee 1
POL445430053 Police Officer/Police Trainee 1
POL445430052 Police Officer/Police Trainee 1
POL445430051 Police Officer/Police Trainee 1
POL445430050 Police Officer/Police Trainee 1
POL445430049 Police Officer/Police Trainee 1
POL445430048 Police Officer/Police Trainee 1
POL445430047 Police Officer/Police Trainee 1
POL445430046 Police Officer/Police Trainee 1
POL445430045 Police Officer/Police Trainee 1
POL445430044 Police Officer/Police Trainee 1
POL445430043 Police Officer/Police Trainee 1
POL445430042 Police Officer/Police Trainee 1
POL445430041 Police Officer/Police Trainee 1
POL445430040 Police Officer/Police Trainee 1
POL445430039 Police Officer/Police Trainee 1
POL445430038 Police Officer/Police Trainee 1
POL445430037 Police Officer/Police Trainee 1
POL445430036 Police Officer/Police Trainee 1
POL445430035 Police Officer/Police Trainee 1
POL445430034 Police Officer/Police Trainee 1
POL445430033 Police Officer/Police Trainee 1
POL445430032 Police Officer/Police Trainee 1
POL445430031 Police Officer/Police Trainee 1
POL445430030 Police Officer/Police Trainee 1
POL445430029 Police Officer/Police Trainee 1
POL445430028 Police Officer/Police Trainee 1
POL445430027 Police Officer/Police Trainee 1
POL445430026 Police Officer/Police Trainee 1
POL445430025 Police Officer/Police Trainee 1
POL445430024 Police Officer/Police Trainee 1
POL445430023 Police Officer/Police Trainee 1
POL445430022 Police Officer/Police Trainee 1
POL445430021 Police Officer/Police Trainee 1
POL445430020 Police Officer/Police Trainee 1
POL445430019 Police Officer/Police Trainee 1
POL445430018 Police Officer/Police Trainee 1
POL445430017 Police Officer/Police Trainee 1
POL445430016 Police Officer/Police Trainee 1
POL445430015 Police Officer/Police Trainee 1
POL445430014 Police Officer/Police Trainee 1
POL445430013 Police Officer/Police Trainee 1
POL445430012 Police Officer/Police Trainee 1
POL445430011 Police Officer/Police Trainee 1
POL445430010 Police Officer/Police Trainee 1
POL445430009 Police Officer/Police Trainee 1
POL445430008 Police Officer/Police Trainee 1
POL445430007 Police Officer/Police Trainee 1
POL445430006 Police Officer/Police Trainee 1
POL445430005 Police Officer/Police Trainee 1
POL445430004 Police Officer/Police Trainee 1
POL445430003 Police Officer/Police Trainee 1
POL445430002 Police Officer/Police Trainee 1
POL445430001 Police Officer/Police Trainee 1
POL445434004 Police Property and Evidence Clerk I/II 1
POL445434003 Police Property and Evidence Clerk I/II 1
POL445434002 Police Property and Evidence Clerk I/II 1
POL445434001 Police Property and Evidence Clerk I/II 1
POL445429001 Police Property and Evidence Supervisor 1
POL445440011 Police Records Clerk I/II 1
POL445440010 Police Records Clerk I/II 1
POL445440009 Police Records Clerk I/II 1
POL445440008 Police Records Clerk I/II 1
POL445440007 Police Records Clerk I/II 1
POL445440006 Police Records Clerk I/II 1
POL445440005 Police Records Clerk I/II 1
POL445440004 Police Records Clerk I/II 1
POL445440003 Police Records Clerk I/II 1
POL445440002 Police Records Clerk I/II 1
POL445440001 Police Records Clerk I/II 1
POL445494004 Police Scene Technician I/II 1
POL445494003 Police Scene Technician I/II 1
POL445494002 Police Scene Technician I/II 1
POL445494001 Police Scene Technician I/II 1
POL445470015 Police Sergeant 1
POL445470014 Police Sergeant 1
POL445470013 Police Sergeant 1
POL445470012 Police Sergeant 1
POL445470011 Police Sergeant 1
POL445470010 Police Sergeant 1
POL445470009 Police Sergeant 1
POL445470008 Police Sergeant 1
POL445470007 Police Sergeant 1
POL445470006 Police Sergeant 1
POL445470005 Police Sergeant 1
POL445470004 Police Sergeant 1
POL445470003 Police Sergeant 1
POL445470002 Police Sergeant 1
POL445470001 Police Sergeant 1
POL445489002 Police Services Administrator 1
POL445489001 Police Services Administrator 1
POL441039001 Police Social Services Practitioner 1
POL445657001 Public Safety Program Coordinator 1
POL445748002 Records Supervisor 1
POL445748001 Records Supervisor 1
Total for Department: POL Police Department 211
Position Code Position Title Allocated FTE
PRL580071001 Administrative Assistant 1
PRL580084007 Administrative Technician 1
PRL580084006 Administrative Technician 1
PRL580084005 Administrative Technician 1
PRL580084004 Administrative Technician 1

PRL580084003 Administrative Technician 1
PRL580084002 Administrative Technician 1
PRL580084001 Administrative Technician 1
PRL588302001 Aquatics Maintenance Technician 1
PRL588300001 Arborist Technician 1
PRL580376002 Assistant Child Care Site Coordinator 1
PRL581225010 Child Care Site Coordinator 1
PRL581225009 Child Care Site Coordinator 1
PRL581225008 Child Care Site Coordinator 1
PRL581225007 Child Care Site Coordinator 1
PRL581225006 Child Care Site Coordinator 1
PRL581225005 Child Care Site Coordinator 1
PRL581225004 Child Care Site Coordinator 1
PRL581225003 Child Care Site Coordinator 1
PRL581225002 Child Care Site Coordinator 1
PRL581225001 Child Care Site Coordinator 1
PRL581645002 Department Public Information Officer 1
PRL585075001 Irrigation Technician 1
PRL585075002 Irrigation Technician  1
PRL584152007 Librarian I/II 0.5
PRL584152005 Librarian I/II 1
PRL584152004 Librarian I/II 1
PRL584152002 Librarian I/II 1
PRL584152001 Librarian I/II 1
PRL584210005 Library Assistant I/II 1
PRL584210003 Library Assistant I/II 1
PRL584210002 Library Assistant I/II 1
PRL584210001 Library Assistant I/II 1
PRL584250003 Library Technician 1
PRL584250002 Library Technician 1
PRL584250001 Library Technician 1
PRL580050002 Management Analyst I/II 1
PRL580050001 Management Analyst I/II 1
PRL584517001 Marketing and Communication Analyst I/II 1 PRL589545001 Natural Resources Specialist I/II 1
PRL584872003 Natural Resources Worker  I/II 1
PRL584872002 Natural Resources Worker  I/II 1
PRL584872001 Natural Resources Worker  I/II 1
PRL584957009 Office Assistant I/II 1
PRL584957007 Office Assistant I/II 1
PRL584957006 Office Assistant I/II 1
PRL584957005 Office Assistant I/II 1
PRL584957004 Office Assistant I/II 1
PRL584957003 Office Assistant I/II 1
PRL584957002 Office Assistant I/II 1
PRL584957001 Office Assistant I/II 1
PRL585022002 Park Development Project Manager I/II 1
PRL585022001 Park Development Project Manager I/II 1
PRL585080020 Parks Maintenance Worker I/II 1
PRL585080019 Parks Maintenance Worker I/II 1
PRL585080018 Parks Maintenance Worker I/II 1
PRL585080017 Parks Maintenance Worker I/II 1
PRL585080016 Parks Maintenance Worker I/II 1
PRL585080015 Parks Maintenance Worker I/II 1
PRL585080014 Parks Maintenance Worker I/II 1
PRL585080013 Parks Maintenance Worker I/II 1
PRL585080012 Parks Maintenance Worker I/II 1
PRL585080011 Parks Maintenance Worker I/II 1
PRL585080010 Parks Maintenance Worker I/II 1
PRL585080009 Parks Maintenance Worker I/II 1
PRL585080008 Parks Maintenance Worker I/II 1
PRL585080007 Parks Maintenance Worker I/II 1
PRL585080006 Parks Maintenance Worker I/II 1
PRL585080005 Parks Maintenance Worker I/II 1
PRL585080004 Parks Maintenance Worker I/II 1
PRL585080003 Parks Maintenance Worker I/II 1
PRL585080002 Parks Maintenance Worker I/II 1
PRL585080001 Parks Maintenance Worker I/II 1
PRL585024001 Parks Planning and Development Superintendent 1 PRL581278005 Parks Project Technician 1
PRL581278004 Parks Project Technician 1
PRL581278003 Parks Project Technician 1
PRL581278002 Parks Project Technician 1
PRL581278001 Parks Project Technician 1
PRL589543011 Parks Recreation and Libraries Coordinator I/II 1 PRL589543010 Parks Recreation and Libraries Coordinator I/II 1 PRL589543009 Parks Recreation and Libraries Coordinator I/II 1 PRL589543007 Parks Recreation and Libraries Coordinator I/II 1 PRL589543006 Parks Recreation and Libraries Coordinator I/II 1 PRL589543005 Parks Recreation and Libraries Coordinator I/II 1 PRL589543004 Parks Recreation and Libraries Coordinator I/II 1 PRL589543003 Parks Recreation and Libraries Coordinator I/II 1 PRL589543002 Parks Recreation and Libraries Coordinator I/II 1 PRL589543001 Parks Recreation and Libraries Coordinator I/II 1 PRL589543008 Parks Recreation and Libraries Coordinator I/II  1 PRL585082001 Parks Recreation and Libraries Director 1
PRL589547003 Parks Recreation and Libraries Manager 1
PRL589547002 Parks Recreation and Libraries Manager 1
PRL589547001 Parks Recreation and Libraries Manager 1
PRL589546005 Parks Recreation and Libraries Superintendent 1 PRL589546004 Parks Recreation and Libraries Superintendent 1 PRL589546003 Parks Recreation and Libraries Superintendent 1 PRL589546002 Parks Recreation and Libraries Superintendent 1 PRL589546001 Parks Recreation and Libraries Superintendent 1 PRL585069004 Parks Supervisor 1
PRL585069003 Parks Supervisor 1
PRL585069002 Parks Supervisor 1
PRL585069001 Parks Supervisor 1
PRL588304001 Recreation Leader 1
PRL589544009 Recreation and Library Supervisor 1
PRL589544008 Recreation and Library Supervisor 1
PRL589544007 Recreation and Library Supervisor 1
PRL589544006 Recreation and Library Supervisor 1
PRL589544005 Recreation and Library Supervisor 1
PRL589544004 Recreation and Library Supervisor 1
PRL589544003 Recreation and Library Supervisor 1
PRL589544002 Recreation and Library Supervisor 1
PRL589544001 Recreation and Library Supervisor 1
PRL583733001 Senior Interpretive Services Specialist 1
PRL587192006 Senior Parks Maintenance Worker 1
PRL587192005 Senior Parks Maintenance Worker 1
PRL587192004 Senior Parks Maintenance Worker 1
PRL587192003 Senior Parks Maintenance Worker 1
PRL587192002 Senior Parks Maintenance Worker 1
PRL581504002 Tree Trimmer I/II 1
PRL581504001 Tree Trimmer I/II 1
PRL588762001 Urban Forester 1
PRL581641004 Youth Development Program Coordinator 1
PRL581641003 Youth Development Program Coordinator 1
PRL581641002 Youth Development Program Coordinator 1
PRL581641001 Youth Development Program Coordinator 1
Total for Department: PRL Parks Recreation and Libraries 125.5 Position Code Position Title Allocated FTE
PWD620071001 Administrative Assistant 1
PWD620084006 Administrative Technician 0.75
PWD620084005 Administrative Technician 1
PWD620084004 Administrative Technician 1
PWD620084003 Administrative Technician 1
PWD620084002 Administrative Technician 1
PWD620084001 Administrative Technician 1
PWD620088003 Alternative Transportation Analyst I/II 0.75 PWD620088001 Alternative Transportation Analyst I/II 1
PWD620090001 Alternative Transportation Manager 1
PWD621005011 Associate (PE)/Assistant/Junior Engineer 1 PWD621005010 Associate (PE)/Assistant/Junior Engineer 1 PWD621005009 Associate (PE)/Assistant/Junior Engineer 1 PWD621005008 Associate (PE)/Assistant/Junior Engineer 1 PWD621005007 Associate (PE)/Assistant/Junior Engineer 1 PWD621005006 Associate (PE)/Assistant/Junior Engineer 1 PWD621005005 Associate (PE)/Assistant/Junior Engineer 1 PWD621005004 Associate (PE)/Assistant/Junior Engineer 1 PWD621005003 Associate (PE)/Assistant/Junior Engineer 1 PWD621005002 Associate (PE)/Assistant/Junior Engineer 1 PWD621005001 Associate (PE)/Assistant/Junior Engineer 1 PWD621032005 Building Maintenance Worker I/II 1
PWD621032004 Building Maintenance Worker I/II 1
PWD621032003 Building Maintenance Worker I/II 1
PWD621032002 Building Maintenance Worker I/II 1
PWD621032001 Building Maintenance Worker I/II 1
PWD621401001 Community Relations Analyst 1
PWD621485005 Custodian 1
PWD621485004 Custodian 1
PWD621485003 Custodian 1
PWD621485002 Custodian 1
PWD621025001 Custodian Supervisor 1
PWD622385004 Electronics Technician I/II 1
PWD622385003 Electronics Technician I/II 1
PWD622385002 Electronics Technician I/II 1
PWD622385001 Electronics Technician I/II 1
PWD621277001 Engineering Manager 1
PWD621350001 Engineering Technician I/II 1
PWD622560004 Equipment Serviceworker 1
PWD622560003 Equipment Serviceworker 1
PWD622560002 Equipment Serviceworker 1
PWD622560001 Equipment Serviceworker 1
PWD623395001 Facilities Manager 1
PWD624321001 Facilities Supervisor 1
PWD623319001 Fleet Management Technician 1
PWD623392001 Fleet Manager 1
PWD622565001 Fleet Services Supervisor 1
PWD622214001 GIS Technician I/II 1
PWD620050002 Management Analyst I/II 1
PWD620050001 Management Analyst I/II 1
PWD624501009 Mechanic I/II 1
PWD624501008 Mechanic I/II 1
PWD624501007 Mechanic I/II 1
PWD624501006 Mechanic I/II 1
PWD624501005 Mechanic I/II 1
PWD624501004 Mechanic I/II 1
PWD624501003 Mechanic I/II 1
PWD624501002 Mechanic I/II 1
PWD624501001 Mechanic I/II 1
PWD624957006 Office Assistant I/II 1
PWD624957005 Office Assistant I/II 1
PWD624957004 Office Assistant I/II 1
PWD624957003 Office Assistant I/II 1
PWD624957002 Office Assistant I/II 1
PWD624957001 Office Assistant I/II 1
PWD625519001 Preventative Maintenance Supervisor 1
PWD625560002 Project Coordinator 1
PWD625560001 Project Coordinator 1
PWD621069001 Project Supervisor 1
PWD625635001 Public Works Director 1
PWD627119001 Senior Building Maintenance Worker 1
PWD627170001 Senior Electronic Technician 1
PWD627142003 Senior Engineer 1
PWD627142002 Senior Engineer 1
PWD627142001 Senior Engineer 1
PWD627189002 Senior Mechanic 1
PWD627189001 Senior Mechanic 1
PWD627187006 Senior Street Maintenance Worker 1
PWD627187005 Senior Street Maintenance Worker 1
PWD627187004 Senior Street Maintenance Worker 1
PWD627187003 Senior Street Maintenance Worker 1
PWD627187002 Senior Street Maintenance Worker 1
PWD627187001 Senior Street Maintenance Worker 1
PWD621073001 Street Maintenance Manager  1
PWD627522003 Street Maintenance Supervisor 1
PWD627522002 Street Maintenance Supervisor 1
PWD627522001 Street Maintenance Supervisor 1
PWD627530019 Street Maintenance Worker I/II 1
PWD627530018 Street Maintenance Worker I/II 1
PWD627530017 Street Maintenance Worker I/II 1
PWD627530016 Street Maintenance Worker I/II 1
PWD627530015 Street Maintenance Worker I/II 1
PWD627530014 Street Maintenance Worker I/II 1
PWD627530013 Street Maintenance Worker I/II 1
PWD627530012 Street Maintenance Worker I/II 1
PWD627530011 Street Maintenance Worker I/II 1
PWD627530010 Street Maintenance Worker I/II 1
PWD627530009 Street Maintenance Worker I/II 1
PWD627530008 Street Maintenance Worker I/II 1
PWD627530007 Street Maintenance Worker I/II 1
PWD627530006 Street Maintenance Worker I/II 1
PWD627530005 Street Maintenance Worker I/II 1
PWD627530004 Street Maintenance Worker I/II 1
PWD627530003 Street Maintenance Worker I/II 1
PWD627530002 Street Maintenance Worker I/II 1
PWD627530001 Street Maintenance Worker I/II 1
PWD627540005 Street Sweeper Operator 1
PWD627540004 Street Sweeper Operator 1
PWD627540003 Street Sweeper Operator 1
PWD627540002 Street Sweeper Operator 1
PWD627540001 Street Sweeper Operator 1
PWD622376002 Traffic Signal Maintenance Worker I/II 1
PWD622376001 Traffic Signal Maintenance Worker I/II 1
PWD621059001 Transit Operations Analyst I/II 1
PWD621052001 Transportation Grants Analyst 1
PWD628938001 Vehicle Maintenance Parts Buyer 1
PWD628940001 Vehicle Maintenance Servicewriter 1
PWD628952001 Warehouse Worker I/II 1
Total for Department: PWD Public Works 117.5
Allocated FTE
1,266.98

COUNCIL COMMUNICATION
CC #: 1882
File #: 0400-04-09-1 & 0201-01
Title:

West Roseville Specific Plan - Fiddyment Phase 4 Bike Trails – Reimbursement Agreement and Budget Adjustment
Contact: Alison Winter 916-774-5293 [email protected] Meeting Date: 1/19/2022
Item #: 7.13.

RECOMMENDATION TO COUNCIL
Staff recommends that the City Council take the following actions:

1. Adopt a resolution authorizing the City Manager to execute a reimbursement agreement between the City of Roseville and Jen California 15, LLC; and

2. Adopt an ordinance to approve a budget adjustment in the amount of $702,485, to cover the cost of constructing the Fiddyment Phase 4 Bike Trails project.

BACKGROUND
Jen California 15, LLC, aka Taylor Homes, is proposing to install approximately one mile of new Class 1 paved multi-use trail segments within the West Roseville Specific Plan (WRSP). The proposed trail segments include:

1. As shown in Exhibit A-1 of the Reimbursement Agreement, two new segments of trail are proposed within WRSP Parcel F-80:

A 3,120’ long segment of trail to be constructed with the F-10 Phase 1 & 2 subdivision improvements that will link the WRSP paseo/trail system at Hayden Parkway to the future Creekview Specific Plan trail system.

A 360’ long segment of trail adjoining WRSP Parcel F-13, with a connection from the existing trail at Chico Drive to the future Placer Parkway project in unincorporated Placer County.

2. As shown in Exhibit A-2 of the Reimbursement Agreement, two new segments of trail are proposed within WRSP Parcel F-84 and adjacent to WRSP Parcel F-8:

A 1,250’ long trail segment along the south edge of Cumberland Drive from Bev Bos Park to a bridge crossing of Pleasant Grove Creek, facilitating a connection from the Schellhous Drive paseo system to the main branch of the Pleasant Grove Creek Trail.

Continuing west along the south edge of Cumberland Drive, a 560’ long trail segment will connect to an existing sewer maintenance road south of WRSP Parcel F-8D, which together will facilitate a bicycle/pedestrian connection to Hayden Parkway.

All of the above trail segments are proposed in the WRSP Circulation Element and Development Agreement with the exception of the 560'-long segment shown in blue on Exhibit A-2. When the sewer maintenance road was installed last year, the developer and staff observed members of the public walking and biking on the sewer access road (which is designed like a Class I trail) from Hayden Parkway to Cumberland Drive and then continuing to Bev Bos Park. Since there is no sidewalk on the south side of Cumberland Drive, the public is choosing to continue walking within the open space, within the street, or on the sidewalk on the north side of Cumberland Drive. The developer is proposing the 560’-long Segment 2b to facilitate a safe public connection between Hayden Parkway and Bev Bos Park. Staff discussions with several neighbors along Cumberland Drive indicated support for installation of the new trail segment.

The total cost of the trail improvements is $2,782,485. As allowed in the WRSP Development Agreement, Jen California 15, LLC is requesting reimbursement from the WRSP Neighborhood Park/Bike Trail Fund. Given anticipated funding levels, City staff and the developer have agreed that the amount to be reimbursed through the WRSP Neighborhood Park/Bike Trail Fund will be $702,485. The Developer will be reimbursed for this improvement for the costs in excess of the Neighborhood Park/Bike Trail Fund contribution from the Fiddyment Ranch CFD No. 5 improvement fund.

FISCAL IMPACT
Funds to cover the cost of the construction for the multi-use trail as described in Exhibits A-1 and A-2 are available from bike trail development fees collected for the WRSP. When construction is complete, the trail will be maintained by the City using funding from Fiddyment Ranch CFD #2 (Public Services). There is no impact or cost to the General Fund.

ENVIRONMENTAL REVIEW
The City Council certified an Environmental Impact Report (EIR) and adopted Findings of Fact, Statements of Overriding Considerations, and a Mitigation Monitoring Plan for the West Roseville Specific Plan on February 2, 2004, State Clearinghouse Number 2002082057. The WRSP EIR provides environmental analysis of community infrastructure and facilities, including parks, pedestrian bridges, and bike trails. Although the 560'-long segment shown in blue on Appendix A2 of the reimbursement agreement was not included in the WRSP Circulation Element, the Specific Plan and the accompanying Development Agreement note that physical improvements such as bikeways, walkways, drainage and fences, may be located within the 50’ buffer area of open space parcels as needed and identified during the improvement plan process. Construction of the project, including Segment 2b, is therefore within the scope of the WRSP EIR, no new environmental effects are expected to occur, and the project will comply with all applicable mitigation measures identified in the WRSP Final EIR. Because the project meets the requirements identified in Section 15183 of the State CEQA Guidelines, no additional CEQA review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Goal A - Remain fiscally responsible in a changing world Goal C - Maintain a safe and healthy community
Goal F - Invest in well-planned infrastructure and growth Respectfully Submitted,
Alison Winter, Alternative Transportation Analyst
Jason Shykowski, Public Works Director
_____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description
Resolution 22-006
RA Fiddyment Ph 4 Trail
Ordinance 6443
Budget Adjustment
RESOLUTION NO. 22-006

APPROVING A CITY/DEVELOPER REIMBURSEMENT AGREEMENT, BY AND BETWEEN THE CITY OF ROSEVILLE AND JEN CALIFORNIA 15, LLC, AND

AUTHORIZING THE CITY MANAGER TO EXECUTE THEM ON BEHALF

OF THE CITY OF ROSEVILLE
WHEREAS, a City/Developer Reimbursement Agreement for the Fiddyment Phase 4 Bike Trails project, with Jen California 15, LLC, has been reviewed by City Council.

NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Roseville that said reimbursement agreement is hereby approved and that the City Manager is authorized to execute it on behalf of the City of Roseville; and
PASSED AND ADOPTED by the Council of the City of Roseville this day of , 2022, by the following vote on roll call:

AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:

MAYOR
ATTEST:

City Clerk
[\\rosenet\rosenetdfs\city attorney\cycom\wpdocs\d017\p004\00062697.docx; 11/19/2021]

CITY/DEVELOPER

REIMBURSEMENT AGREEMENT
(Project: Fiddyment Phase 4 Bike Trails)
THIS AGREEMENT is made and entered into this ___ day of ____________, 20__, by and between the City of Roseville, a municipal corporation, (“CITY”) and Jen California 15 LLC, a California limited liability (“DEVELOPER”); and
W I T N E S S E T H:

A. DEVELOPER is the owner of a certain parcels of real property under development within the City of Roseville, located in the West Roseville Specific Plan and described as Assessor’s Parcels Number F-80 (492-012-086-000) and F-84 (492-011-001- 000) (the “ Property”).

B. DEVELOPER has agreed to construct and install certain Public Improvements as shown within Exhibit “A-1” and Exhibit “A-2” attached hereto and made part of this agreement (“Public Improvements”). The Class 1 bike trails are located:

Within the open space parcel F-80, including segments:
 adjacent to F-10A-2 & F-10C-1, and
 adjacent to F-10C-2, and
 adjacent to F-13B-2
Within the open space parcel F-84, including the following segments:
2 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D017\P004\00062697.DOCX; 11/19/2021]  along Cumberland Drive, adjacent to parcels F-8B and F-8D, between the sewer access road south of F-8A and the pocket park (Bev Bos Park),  a connection to the north end of the new bridge across Pleasant Grove Creek, and  a connection to at the south end of the new bridge across Pleasant Grove Creek to the trail south of the creek.

C. DEVELOPER and CITY will substantially benefit from the construction and installation of the Public Improvements as described in Recital B above.

D. The total cost of constructing the Public Improvements as estimated using current prevailing wages and in accordance with the Improvement Plans is estimated as approximately seven hundred two thousand, four hundred eighty-five dollars ($702,485) (“Improvement Costs”), as more particularly set out in the breakdown of costs (“Breakdown of Costs”), Exhibit “B,” attached and incorporated by this reference.

E. Pursuant to the Breakdown of Costs, the parties have determined that the obligation of Improvement Costs will be allocated between CITY, and DEVELOPER as follows:

DEVELOPER $ 0
CITY $ 702,485
TOTAL $ 702,485
F. DEVELOPER and CITY desire to enter into this Agreement providing for the direct installation by DEVELOPER of the Public Improvements in accordance with the approved 3 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D017\P004\00062697.DOCX; 11/19/2021] Improvement Plans, for subsequent reimbursement of the total Improvement Costs by CITY directly to DEVELOPER.

NOW, THEREFORE, in consideration of the covenants set forth herein, CITY and DEVELOPER hereby agree as follows:

1. Construction of the Public Improvements. DEVELOPER shall cause the Public Improvements to be constructed and installed in accordance with the approved Improvement Plans. DEVELOPER is also required, and the specifications and bid and contract documents shall require all contractors and subcontractors, to pay prevailing wages and to otherwise comply with applicable provisions of the California Labor Code, Government Code, and Public Contracts Code relating to public works projects of cities and/or as may be required by CITY standards and procedures.

2. Contractor Registration. No contractor or subcontractor may be listed on a bid proposal for the Public Improvements or work on the Public Improvements unless registered with the Department of Industrial Relations pursuant to Labor Code section 1725.5.

DEVELOPER shall be responsible for ensuring that these contractor registration requirements are adhered to since this project is subject to compliance monitoring and enforcement by the Department of Industrial Relations.

3. Reimbursement of the Costs of the Public Improvements. In consideration of the satisfactory completion of the Public Improvements, CITY shall reimburse DEVELOPER for those portions of the Improvement Costs attributable to CITY as set forth in Recital E, hereof (the “Reimbursable Costs”). CITY and DEVELOPER acknowledge that the actual Reimbursable Costs may vary from the estimated costs, depending upon the actual costs of 4 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D017\P004\00062697.DOCX; 11/19/2021] constructing and installing the Public Improvements. Any variation in costs shall be agreed to by the parties.

The Reimbursable Costs shall include the contract bid amount for the Public Improvements as reflected on the Breakdown of Costs and reasonable change orders, as approved by CITY.

4. Timing of Reimbursements. CITY shall reimburse DEVELOPER for the total Reimbursable Costs following acceptance of the Bike Trail Improvements, as bike trail funds are collected and made available within the WRSP Neighborhood Park and Bike Trail Fund. Upon submission by DEVELOPER and approval by CITY of itemized invoices evidencing the costs for construction which reimbursement is to be provided in accordance with this Agreement, CITY shall make quarterly payments to DEVELOPER as funds are available from the WRSP Neighborhood Park and Bike Trail Fee fund.

5. Warranty Bond. Prior to the commencement of the Public Improvements, DEVELOPER shall procure, or cause its general contractor to procure, a Warranty Bond in the amount of ten percent (10%) of the Improvement Costs to guarantee and warrant the Public Improvements for a period of one year following its completion and acceptance against any defective work or labor done, or defective materials furnished. The Warranty Bond shall be released upon DEVELOPER’s request following expiration of the warranty period and subject to the reasonable determination of the Public Works Director that DEVELOPER’s warranty obligations have been satisfied.

6. Permits. DEVELOPER shall be responsible for obtaining all necessary permits.

CITY shall approve all plans prior to issuing any permit. 5 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D017\P004\00062697.DOCX; 11/19/2021]

7. Changes in the Scope of Work. If during the course of construction field conditions require a change of scope different then contemplated in Exhibit “A-1”, Exhibit “A-2” or Exhibit “B” as referenced above, and prior to making any changes that will affect the scope of this Agreement, the DEVELOPER shall contact CITY and get approval by CITY for those changes.

8. Prior To Commencement of Work. Prior to commencement of Work, DEVELOPER shall comply with the following: (1) obtain pre-approval from CITY of DEVELOPER’s construction documents; (2) cause its contractor to obtain an encroachment permit from City prior to commencement of construction activities in CITY’s right of way (and adjacent thereto); and, (3) cause its contractor to provide insurance and related documentation to CITY in accordance with Section 10 of this Agreement. In addition, as required by California Labor Code Section 1773.3, DEVELOPER shall notify the Department of Industrial Relations of the project within five (5) days of the award of a contract to a contractor for the Public Improvements.

9. Indemnification. To the fullest extent allowed by law, DEVELOPER shall defend, indemnify, and save and hold harmless CITY, its officers, agents, employees and volunteers from any claims, suits or actions of every name, kind and description brought forth, or on account of, injuries to or death of any person (including but not limited to workers and the public), or damage to property, resulting from or arising out of DEVELOPER's willful misconduct or negligent act or omission while engaged in the performance of obligations or exercise of rights created by this Agreement, except those matters arising from CITY's sole or active negligence or willful misconduct. The parties intend that this provision shall be broadly construed.
6 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D017\P004\00062697.DOCX; 11/19/2021] DEVELOPER’s responsibility for such defense and indemnity obligations shall survive the termination or completion of this Agreement for the full period of time allowed by law. The defense and indemnity obligations of this Agreement are undertaken in addition to, and shall not in any way be limited by, the insurance obligations contained in this Agreement.

10. Insurance. Prior to the issuance of an encroachment permit and commencement of any field construction for those certain improvements as shown on Exhibit “A-1” and Exhibit “A-2”, the DEVELOPER shall, or shall cause its contractor to, have on file with CITY throughout the duration of construction and maintain in full force the following policies of insurance:

POLICY LIMITS OF LIABILITY
Commercial General Liability, Bodily Injury:

Including endorsements for $2,000,000 each occurrence
comprehensive form, premises $4,000,000 aggregate
operations, products/completed Property Damage:
operations, broad form property $2,000,000 each occurrence damage, independent contractors, Personal Injury:
contractual, personal injury, $2,000,000 each occurrence explosion/collapse and underground $4,000,000 aggregate hazard
Workers’ Compensation Statutory
Automobile Liability $1,000,000 combined single limit
a. Form. DEVELOPER shall submit a certificate evidencing such coverage for the period covered by this Agreement in a form satisfactory to Risk Management and the City Attorney, prior to undertaking any work hereunder. Any insurance written on a claims made basis is subject to the approval of Risk Management and the City Attorney. b. Additional Insureds. DEVELOPER shall also provide a separate endorsement form or section of the policy showing CITY, its officers, agents, employees and 7 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D017\P004\00062697.DOCX; 11/19/2021] volunteers as additional insureds for each type of coverage, prior to undertaking any work hereunder. Such insurance shall specifically cover the contractual liability of DEVELOPER.

The additional insured coverage under the DEVELOPER’s policy shall be primary and noncontributory, as evidenced by a separate endorsement or section of the policy, and shall not seek contribution from CITY’s insurance or self-insurance. In addition, the additional insured coverage shall be at least as broad as the Insurance Services Office (“ISO”) CG 20 01 Endorsement. Any available insurance proceeds in excess of the specified minimum insurance coverage requirements and limits shall be available to the additional insureds. Furthermore, the requirements for coverage and limits shall be: (1) the minimum coverage and limits specified in this Agreement; or (2) the full coverage and maximum limits of any insurance proceeds available to the named insureds, whichever is greater.
c. Cancellation/Modification. DEVELOPER shall provide ten (10) days written notice to CITY prior to cancellation or modification of any insurance required by this Agreement.
d. Umbrella/Excess Insurance. The limits of insurance required in this Agreement may be satisfied by a combination of primary and excess insurance. Any excess insurance shall contain or be endorsed to contain a provision that such coverage shall also apply on a primary and noncontributory basis for the benefit of CITY (if agreed to in a written contract) before CITY’s own insurance shall be called upon to protect it as a named insured. e. Contractors. DEVELOPER agrees to include in its contracts with all contractors the same requirements and provisions of this Agreement, including the indemnity and insurance requirements, to the extent they apply to the scope of the contractor’s work. 8 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D017\P004\00062697.DOCX; 11/19/2021] Furthermore, DEVELOPER shall require its contractors to agree to be bound to DEVELOPER and CITY in the same manner and to the same extent as DEVELOPER is bound to CITY under this Agreement. Additionally, DEVELOPER shall obligate its contractors to comply with these same provisions with respect to any subcontractor, regardless of tier. A copy of CITY’s indemnity and insurance provisions will be furnished to the contractor or any subcontractor upon request.
f. Waiver of Subrogation. DEVELOPER hereby agrees to waive subrogation which any insurer of DEVELOPER may acquire from DEVELOPER by virtue of the payment of any loss under a Workers Compensation, Commercial General Liability or Automobile Liability policy. All Workers Compensation, Commercial General Liability and Automobile Liability policies shall be endorsed with a waiver of subrogation in favor of CITY, its officers, agents, employees and volunteers for all worked performed by DEVELOPER, its employees, agents and subcontractors.
g. Liability/Remedies. Insurance coverage in the minimum amounts set forth herein shall not be construed to relieve DEVELOPER of liability in excess of such coverage, nor shall it preclude CITY from taking such other actions as are available to it under any other provisions of this Agreement or law.

11. Obligations Arising From Agreement. Neither the General Fund, nor any other fund or monies of CITY, except for Roseville Traffic Mitigation Fees or similar traffic mitigation funds or accounts, shall be utilized for payment of any obligations arising from this Agreement. Neither the credit nor the taxing power of CITY is pledged for the payment of any obligations arising from this Agreement. CITY’s obligations arising from this Agreement are 9 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D017\P004\00062697.DOCX; 11/19/2021] not a debt of CITY, or a legal or equitable pledge, charge, lien or encumbrance upon any of its property, or upon any of its income, receipts or revenues.

12. Successors and Assigns. Each and every provision of this Agreement shall be binding and inure to the benefit of the successors and assigns of the parties hereto.

13. Attorney’s Fees; Venue; Governing Law. If either party commences any legal action against the other party arising out of this Agreement or the performance thereof, the prevailing party in such action shall be entitled to recover its reasonable litigation expenses, including but not limited to, court costs, expert witness fees, discovery expenses, and attorneys’ fees. Any action arising out of this Agreement shall be brought in Placer County, California, regardless of where else venue may lie. This Agreement shall be governed by and construed in accordance with the laws of the State of California.

14. Modification. This Agreement and each provision contained herein may be waived, amended, supplemented or eliminated only by mutual written agreement of the parties.

15. Severability. If any of the provisions contained in this Agreement are for any reason held invalid or unenforceable, such holding shall not affect the remaining provisions or the validity and enforceability of the Agreement as a whole.

16. Integrated Agreement. This is an integrated agreement and contains all of the terms, considerations, understanding and promises of the parties. It shall be read as a whole.

IN WITNESS WHEREOF, the City of Roseville, a municipal corporation has authorized the execution of this Agreement in duplicate by its City Manager and attested to by its City Clerk under the authority of Resolution No. _________, adopted by the Council of the City of

[\\rosenet\rosenetdfs\city attorney\cycom\wpdocs\d017\p004\00062697.docx; 11/19/2021] EXHIBIT A-1
Exhibit A-1
[\\rosenet\rosenetdfs\city attorney\cycom\wpdocs\d017\p004\00062697.docx; 11/19/2021] EXHIBIT A-2

BUILDING RELATIONSHIPS ONE PROJECT AT A TIME
231 Vernon Street Tel 916.341.7760Roseville, CA 95678 Fax 916.341.7767 [\\rosenet\rosenetdfs\city attorney\cycom\wpdocs\d017\p004\00062697.docx; 11/19/2021]

EXHIBIT B

EXHIBIT-B

ORDINANCE NO. 6443

ORDINANCE OF THE COUNCIL OF THE CITY OF ROSEVILLE
AUTHORIZING CERTAIN AMENDMENTS TO THE FISCAL YEAR2021-22

BUDGET AND DECLARING THIS ORDINANCE TO BE IMMEDIATELY

EFFECTIVE AS AN APPROPRIATION MEASURE
THE CITY OF ROSEVILLE ORDAINS:

SECTION 1. The City of Roseville Annual Budget, Fiscal Year 2021-22, is hereby amended as listed on the attached budget adjustment for the West Roseville Specific Plan, Fiddyment Phase 4 Bike Trails project.

SECTION 2. This ordinance is hereby declared to be an appropriation measure, immediately effective pursuant to the provisions of Section 5.03 of the Charter.

SECTION 3. The City Clerk is hereby authorized and directed to post a true copy of the foregoing ordinance in each of three (3) conspicuous locations in the City and she shall immediately after such posting enter in the ordinance book, under the record of the ordinance, a certificate under her hand stating the time and place of such publication by posting.

PASSED AND ADOPTED by the Council of the City ofRoseville, this _ day of , 2022, by the following vote on roll call:

AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:

MAYOR
ATTEST:

City Clerk

COUNCIL COMMUNICATION
CC #: 1882
File #: 0900-05 & 0201-01
Title:

Fire Station No. 8 - Professional Design Services Agreement and Budget Adjustment
Contact: Rjahja Canlas 916-746-1300 [email protected] Meeting Date: 1/19/2022
Item #: 7.14.

RECOMMENDATION TO COUNCIL
Staff recommends City Council adopt a resolution to approve a Professional Design Services Agreement with MFDB Architects, Inc. and authorize the City Manager to execute it. Staff additionally recommends City Council adopt an ordinance to approve a budget adjustment appropriating $499,900 in the Fire Facilities Fund to the Fire Station 8 Project to fund the work.

BACKGROUND
Fire Station 8 is located within the Campus Oaks Specific Plan at 7951 Painted Desert Drive.

Staff selected MFDB Architects (MFDB) to design Fire Station 8 because of their experience designing other fire stations for the City of Roseville including Fire Stations 1, 6, 7, and 9. This experience gives MFDB a good working knowledge of the City's fire station operations and eliminates the learning curve that would have been required for an inexperienced firm completing their first design of a fire station for the City. This knowledge will help expedite the design/construction process and provide the best opportunity to meet the Fire Department’s 2023 occupancy goal. Construction of Fire Station 8 will be through the "Design Assist" process similar to the process used for constructing the 316 Vernon Street and Fire Station 1 buildings.

Since July 2021, MFDB has been developing a schematic plan under a separate contract for Fire Station 8. Now that the rough sketch has been vetted, staff has negotiated a fee with MFDB Architects (MFDB) to complete the detailed design work for Fire Station 8 with a not-to-exceed fee of $744,403.50. The scope of work includes preparation of design development documents, assistance with the selection of a construction contractor, preparation of construction plans and specifications, and construction administration services. The proposed scope and associated costs are appropriate for a project of this type.

FISCAL IMPACT
Partial funding for the Fire Station 8 Project (Project #500067) was included in the FY2021-22 Adopted Budget using resources in the Fire Facilities Fund (Fund 3360).

A budget adjustment in the amount of $499,000 is being recommended to fully fund the MFDB contract, cover City staff time, and realign the original project budget to match anticipated expenditures. The requested amount will come from available resources in the Fire Facilities Fund. No General Fund resources will be used for this budget adjustment.

Staff is evaluating potential funding options for construction and will return to City Council at a later date once the design phase is completed and a detailed construction estimate is available.

Funding for future maintenance, rehabilitation, and capital equipment replacement costs for Station 8 will be included in the Fire Department operations budget in the General Fund and in the internal service funds for maintenance of facilities and capital equipment.

ENVIRONMENTAL REVIEW
Development of the Fire Station 8 project was previously evaluated in the Hewlett Packard Master Plan EIR, certified May 15, 2008 (SCH No. 1995112022), and subsequently the Campus Oaks Master Plan Amendment to the Hewlett Packard Master Plan EIR on May 20, 2020 (Resolution 20-168). The Fire Station 8 project is within the scope of the project covered by the Hewlett Packard Master Plan Final EIR, and Campus Oaks Master Plan Amendment. As discussed in the Specific Plan EIR, the EIR provides environmental analysis of community infrastructure and facilities, to the extent applicable.

Because the project is consistent with the Hewlett Packard Master Plan EIR and Campus Oaks Master Plan Amendment, no new effects would be expected to occur and all applicable mitigation measures from the Hewlett Packard Master Plan EIR and Campus Oaks Master Plan Amendment will be implemented during the design and construction of the Fire Station 8 project.

As such, no additional environmental documentation is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Goal C - Maintain a safe and healthy community
Goal E - Deliver exceptional city services
Goal F - Invest in well-planned infrastructure and growth Respectfully Submitted,
Rjahja Canlas, Associate Engineer
Jason Shykowski, Public Works Director
_____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description
Fire Station 8 - Location Map
Resolution 22-005

MFDB - PDSA
Ordinance 6442
Budget Adjustment
Fire Station 8
7951 Painted Desert Drive
[ 0 37.5 75 150 225 300
Feet
Fire Station 8
Public Works - Engineering
S:\Arcdata\publicworks\CIP\Fire Station 8.mxd Date Saved: 12/6/2021 4:51:19 PM RESOLUTION NO. 22-005

APPROVING A PROFESSIONAL DESIGN SERVICES AGREEMENT, BY AND BETWEEN THE CITY OF ROSEVILLE AND MFDB ARCHITECTS, INC., AND AUTHORIZING THE

CITY MANAGER TO EXECUTE IT ON BEHALF OF THE CITY OF ROSEVILLE WHEREAS, a professional design services agreement regarding design services for Fire Station No. 8, by and between the City of Roseville and MFDB Architects, Inc., has been reviewed by the City Council; and
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Roseville that said agreement is hereby approved and that the City Manager is authorized to execute it on behalf of the City of Roseville.

PASSED AND ADOPTED by the Council of the City of Roseville this day of , 2022, by the following vote on roll call:

AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:

MAYOR
ATTEST:

City Clerk
1 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D010\P005\00063357.DOCX;12/14/2021]

PROFESSIONAL DESIGN SERVICES AGREEMENT
Fire Station No. 8 Design Services
THIS AGREEMENT is made and entered into this ___ day of ________________, 20__, by and between the City of Roseville, a municipal corporation (“CITY”), and MFDB Architects, Inc., a California corporation (“CONSULTANT”); and
W I T N E S S E T H:

WHEREAS, CITY desires professional design services consisting of preparation of design development documents, assistance with the selection of a construction contractor, preparation of construction plans and specifications, and providing construction administration services for the Roseville Fire Station No. 8 design project; and WHEREAS, CONSULTANT has prepared a proposal dated November 17, 2021, which describes the scope of work to be performed by CONSULTANT, the budget for the work, and the schedule for performance of the work; and
WHEREAS, CONSULTANT is qualified and experienced to provide such professional design services.

NOW, THEREFORE, the parties agree as follows:

1. Services. CONSULTANT shall perform, at the direction of CITY, the scope of services as described in EXHIBIT “A,” attached hereto and incorporated herein by this reference.
2 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D010\P005\00063357.DOCX;12/14/2021]

2. Compensation. For its services provided hereunder, CONSULTANT shall be compensated on a time and expense basis in accordance with the budget estimate as described in EXHIBIT “A”. Total compensation shall not exceed seven hundred forty-four thousand, four hundred three dollars and fifty cents ($744,403.50).

CONSULTANT shall submit monthly invoices for its services. Such invoices shall be delineated by task, the person performing the services, and the hourly rate, which shall be stated in time increments of not greater than one-tenth (1/10) hours. CITY shall pay invoices within thirty (30) days after receipt, if the services specified in the invoice have been satisfactorily completed.

3. Indemnification. To the fullest extent allowed by law, CONSULTANT agrees to indemnify, not including the cost to defend CITY, and its officers, employees and volunteers from any and all claims, demands, costs or liability to the extent actually caused by the negligence, recklessness, or willful misconduct of CONSULTANT and its agents in the performance of services under this contract, but this indemnity does not apply to liability for damages for death or bodily injury to persons, injury to property, or other loss, arising from the negligence, willful misconduct or defects in design by CITY or the agents, servants, or independent contractors who are directly responsible to CITY, or arising from the negligence of CITY. Notwithstanding any terms of this section, indemnification and defense obligations shall conform to California Civil Code Section 2782.8. CONSULTANT agrees to reimburse indemnitees for damages including defense costs, equal to the percentage of CONSULTANT’s liability caused by the negligent act, error or omission of CONSULTANT as legally determined by a court of competent jurisdiction.
3 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D010\P005\00063357.DOCX;12/14/2021] CONSULTANT agrees to defend and indemnify CITY if, despite the parties intent and practice, any venue, agency, or court with competent jurisdiction determines that CONSULTANT and/or any of its agents, officers, employees, volunteers, independent contractors, or subcontractors, are characterized as employee(s) of CITY.

CONSULTANT’s responsibility for such indemnity obligations shall survive the termination or completion of this Agreement for the full period of time allowed by law. The indemnity obligations of this Agreement are undertaken in addition to, and shall not in any way be limited by, the insurance obligations contained in this Agreement.

4. Insurance. CONSULTANT agrees to continuously maintain, in full force and effect, the following minimum policies of insurance during the term of this Agreement.

COVERAGE LIMITS OF LIABILITY
Workers’ Compensation Statutory
Commercial General Liability $2,000,000 each occurrence $4,000,000 aggregate
Personal Injury:
$2,000,000 each occurrence
$4,000,000 aggregate
Automobile Liability $1,000,000 combined single limit
Professional Liability (errors and $2,000,000 per claim omissions) $4,000,000 aggregate
a. Form. CONSULTANT shall submit a certificate evidencing such coverage for the period covered by this Agreement in a form satisfactory to Risk Management and the City Attorney, prior to undertaking any work hereunder. Any insurance written on a claims made basis is subject to the approval of Risk Management and the City Attorney. b. Additional Insureds. CONSULTANT shall also provide a separate 4 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D010\P005\00063357.DOCX;12/14/2021] endorsement form or section of the policy showing CITY, its officers, agents, employees and volunteers as additional insureds for each type of coverage, except for Workers’ Compensation and Professional Liability. Such insurance shall specifically cover the contractual liability of CONSULTANT. The additional insured coverage under the CONSULTANT’s policy shall be primary and noncontributory, as evidenced by a separate endorsement or section of the policy, and shall not seek contribution from CITY’s insurance or self-insurance. In addition, the additional insured coverage shall be at least as broad as the Insurance Services Office (“ISO”) CG 20 01 Endorsement. Any available insurance proceeds in excess of the specified minimum insurance coverage requirements and limits shall be available to the additional insureds.

Furthermore, the requirements for coverage and limits shall be: (1) the minimum coverage and limits specified in this Agreement; or (2) the full coverage and maximum limits of any insurance proceeds available to the named insureds, whichever is greater. c. Cancellation/Modification. CONSULTANT shall provide ten (10) days written notice to CITY prior to cancellation of any insurance required by this Agreement. d. Umbrella/Excess Insurance. The limits of insurance required in this Agreement may be satisfied by a combination of primary and excess insurance. Any excess insurance shall contain or be endorsed to contain a provision that such coverage shall also apply on a primary and noncontributory basis for the benefit of CITY (if agreed to in a written contract) before CITY’s own insurance shall be called upon to protect it as a named insured. e. Subcontractors. CONSULTANT agrees to include in its contracts with all subcontractors the same requirements and provisions of this Agreement, including the indemnity and insurance requirements, to the extent they apply to the scope of the subcontractor’s work. 5 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D010\P005\00063357.DOCX;12/14/2021] Furthermore, CONSULTANT shall require its subcontractors to agree to be bound to CONSULTANT and CITY in the same manner and to the same extent as CONSULTANT is bound to CITY under this Agreement. Additionally, CONSULTANT shall obligate its subcontractors to comply with these same provisions with respect to any tertiary subcontractor, regardless of tier. A copy of CITY’s indemnity and insurance provisions will be furnished to the subcontractor or tertiary subcontractor upon request.
f. Self-Insured Retentions. All self-insured retentions (“SIR”) must be disclosed to Risk Management for approval and shall not reduce the limits of liability.

Policies containing any SIR provision shall provide or be endorsed to provide that the SIR may be satisfied by either the named insured or CITY. CITY reserves the right to obtain a full certified copy of any insurance policy and endorsements. The failure to exercise this right shall not constitute a waiver of such right.
g. Waiver of Subrogation. CONSULTANT hereby agrees to waive subrogation which any insurer of CONSULTANT may acquire from CONSULTANT by virtue of the payment of any loss under a Workers Compensation, Commercial General Liability or Automobile Liability policy. All Workers Compensation, Commercial General Liability and Automobile Liability policies shall be endorsed with a waiver of subrogation in favor of CITY, its officers, agents, employees and volunteers for all worked performed by CONSULTANT, its employees, agents and subcontractors.
h. Liability/Remedies. Insurance coverage in the minimum amounts set forth herein shall not be construed to relieve CONSULTANT of liability in excess of such coverage, nor shall it preclude CITY from taking such other actions as are available to it under any other provisions of this Agreement or law.
6 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D010\P005\00063357.DOCX;12/14/2021]

5. Records. CONSULTANT and its subcontractors shall maintain all files and records relating to the services performed hereunder during the term of this Agreement and for a period of not less than one (1) year after the date of termination or expiration. Provided, however, that in the event of litigation or settlement of claims arising from the performance of this Agreement, CONSULTANT and its subcontractors shall maintain all files and records until such litigation, appeals or claims are resolved. Duly authorized representatives of CITY shall have right of access during normal business hours and after reasonable notice to CONSULTANT’s and subcontractors’ files and records relating to the services performed hereunder, and may review and copy the files and records at appropriate stages during performance of the services and during the one (1) year period following termination or expiration of this Agreement. CONSULTANT shall include this provisions in its contracts with all subcontractors.

6. Prevailing Wages. When applicable, for purposes of this Agreement, CONSULTANT and its subcontractors shall comply with all applicable prevailing wage laws, e.g., but not limited to, California Labor Code Sections 1770 et seq. In accordance with said Section 1775, CONSULTANT shall forfeit as a penalty to the City two hundred dollars ($200) for each calendar day or portion thereof for each worker paid less than the prevailing rates for such work or craft in which such worker is employed for any work done on-site under the Agreement by CONSULTANT or by any subcontractor in violation of the provisions of the Labor Code and in particular, Labor Code Sections 1770 to 1780, inclusive. In addition to said penalty and pursuant to said Section 1775, the difference between such stipulated prevailing wage rates and the amount paid to each worker for each calendar day or portion thereof for 7 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D010\P005\00063357.DOCX;12/14/2021] which each worker was paid less than the stipulated prevailing wage shall be paid to each worker by CONSULTANT or the applicable subcontractor.

Pursuant to the provisions of California Labor Code Section 1773, the contracting department has identified the source, stated below, of the general prevailing rate of wages applicable to the site to be done, for straight time, overtime, and holiday work. The holiday wage rate listed shall be applicable to all holidays recognized in the collective bargaining agreement of the particular craft, classification or type of worker concerned. These wage rates may be obtained from the State Department of Industrial Relations and/or the following website address: http://www.dir.ca.gov/dlsr/DPreWageDetermination.htm.

Pursuant to Labor Code Section 1773.2, general prevailing wage rates set forth above, which forms a part of this Agreement, shall be posted by CONSULTANT at a prominent place at the work site. Prevailing wage rates to be posted at the work site will be furnished by the contracting department. The possibility of wage increases is one of the elements to be considered by CONSULTANT in determining its proposal, and will not under any circumstances be considered as the basis of a claim against CITY or the Agreement.

7. Contractor Registration. No contractor or subcontractor may work on a public works project unless registered with the Department of Industrial Relations pursuant to Labor Code section 1725.5. During the performance of this Agreement, CONSULTANT and its subcontractors shall have a continuing legal obligation to maintain current registration with the Department of Industrial Relations. CONSULTANT is hereby notified that this Agreement is subject to compliance monitoring and enforcement by the Department of Industrial Relations. 8 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D010\P005\00063357.DOCX;12/14/2021]

8. Compliance with Laws. CONSULTANT shall comply with all federal, state and local laws, ordinances and policies as may be applicable to the performance of services under this Agreement.

9. Ability to Perform. CONSULTANT agrees and represents that it has the time, ability and professional expertise to perform the services required under this Agreement.

10. Governing Agreement. In the event of any conflict between this Agreement and its EXHIBITS, the provisions of this Agreement shall govern. In the event of any conflict between any of the EXHIBITS, the provisions of the first in order of attachment shall govern.

11. Assignment. CONSULTANT is employed to perform unique personal services.

CONSULTANT shall not assign this Agreement without the prior written consent of CITY.

CONSULTANT shall not employ or otherwise incur any obligation to pay other specialists or experts for services in connection with this Agreement, without prior written consent of CITY.

12. Independent Contractor. CONSULTANT, inclusive of its agents, officers, employees, volunteers, independent contractors, and subcontractors, shall act as an independent contractor, and covenants and agrees that it will conduct itself consistent with such status, that it will neither hold itself out as, nor claim to be, an officer or employee of CITY by reason of this Agreement.

CONSULTANT and CITY agree that: (a) CONSULTANT is free from the control and direction of CITY in connection with the performance of the work; (b) CONSULTANT is providing services directly to CITY; (c) CONSULTANT has and will maintain at all relevant times a business license; (d) CONSULTANT maintains a business location that is separate from CITY; (e) CONSULTANT is customarily engaged in an independently established business of the same nature as that involved in the work performed 9 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D010\P005\00063357.DOCX;12/14/2021] hereunder; (f) CONSULTANT actually contracts with other businesses to provide the same or similar services and maintains a clientele without restrictions from CITY; (g) CONSULTANT advertises and holds itself out to the public as available to provide the same or similar services; (h) CONSULTANT provides its own tools, vehicles, and equipment to perform the services; (i) CONSULTANT has negotiated its own rates; (j) CONSULTANT set its own hours and location of work in accomplishing CITY’s on-call needs; and (k) CONSULTANT has the right to control the manner and means of accomplishing the result desired and exercises its own expert independent judgement.

13. Representation and Warranties. CONSULTANT warrants that it has not employed or retained any company or person, other than a bona fide employee working for CONSULTANT, to solicit or secure this Agreement, and that it has not paid or agreed to pay any company or person, other than a bona fide employee, any fee, commission, percentage, brokerage fee, gift or any other consideration, contingent upon or resulting from the award or making of this Agreement. For breach or violation of this warranty, CITY shall have the right to terminate as void this Agreement, without liability, or, in its discretion, to deduct from the Agreement price or consideration, or otherwise recover, the full amount of such fee, commission, percentage, brokerage fee, gift or contingent fee.

14. Successors in Interest. This Agreement shall be binding upon the heirs, successors, executors, administrators and assigns of the respective parties hereto.

15. Copyright, Ownership and Use of Materials. All tangible materials (“Material”) created or delivered pursuant to this Agreement is considered a work made for hire under the Copyright Act. To the extent such Material does not qualify as a work made for hire, CONSULTANT hereby assigns to CITY all right, title, and interest, including but not limited to 10 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D010\P005\00063357.DOCX;12/14/2021] all copyrights, in all Material created by CONSULTANT in its performance under this Agreement. Material constitutes the scope of work outlined in Exhibit A and attached hereto, and all written and other tangible expressions, including but not limited to, drawings, papers, documents, reports, surveys, renderings, exhibits, sketches, maps, models, prints, paintings or photographs, in any and all media or formats in which such materials have been created or are maintained. All Material furnished by CONSULTANT is, and shall remain, the property of CITY.

CONSULTANT shall execute any documents necessary to effectuate such assignment.

In the event that CONSULTANT uses, employs, designates, or retains any person or entity who is not an employee of CONSULTANT, to perform any work required of it pursuant to this Agreement, CONSULTANT shall require said person or entity to execute an agreement containing the preceding paragraph.

16. Termination of Agreement. The City may terminate this Agreement without cause by giving CONSULTANT ten (10) days advance written notice from the City Manager.

CONSULTANT may terminate this Agreement without cause by giving CITY thirty (30) days advance written notice. In the event of termination through no fault of CONSULTANT, CITY shall compensate CONSULTANT for services performed as of the date of termination, upon the release to CITY of all Material hereunder, in any and all media or formats in which such materials have been created or are maintained. CITY retains the right to receive and use any Material, notwithstanding any termination or any dispute regarding the amount to be paid.

17. Attorney’s Fees; Venue; Governing Law. If either party commences any legal action against the other party arising out of this Agreement or the performance thereof, the prevailing party in such action shall be entitled to recover its reasonable litigation expenses, 11 [\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D010\P005\00063357.DOCX;12/14/2021] including but not limited to, court costs, expert witness fees, discovery expenses, and attorneys’ fees. Any action arising out of this Agreement shall be brought in Placer County, California, regardless of where else venue may lie. This Agreement shall be governed by and construed in accordance with the laws of the State of California.

18. Modification. This Agreement and each provision contained herein may be waived, amended, supplemented or eliminated only by mutual written agreement of the parties.

19. Severability. If any of the provisions contained in this Agreement is for any reason held invalid or unenforceable, such holding shall not affect the remaining provisions or the validity and enforceability of the Agreement as a whole.

20. Notices. Any notices to parties required by this Agreement shall be delivered personally or mailed, U.S. first class postage prepaid, addressed as follows:

CITY OF ROSEVILLE CONSULTANT
Rjahja Canlas G. Tyler Babcock
Associate Engineer Principal
311 Vernon Street 111 Scripps Drive
Roseville, CA 95678 Sacramento, CA 95825
Either party may amend its address for notice by giving notice to the other party in writing.

21. Integrated Agreement. This is an integrated agreement and contains all of the terms, considerations, understanding and promises of the parties. It shall be read as a whole.

IN WITNESS WHEREOF, the City of Roseville, a municipal corporation, has authorized the execution of this Agreement in duplicate by its City Manager and attested to by its City Clerk under the authority of Resolution No. ______, adopted by the Council of the City of Roseville on the ___ day of ____________, 20__, and CONSULTANT has caused this Agreement to be executed.

[\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D010\P005\00063357.DOCX;12/14/2021] EXHIBIT “A”
MFDB ARCHITECTS INC.
111 Scripps Drive, Sacramento, California, 95825
P: 916.972.0131 F: 916-481-1845
November 17, 2021
Mr. Rjahja Canlas, P.E., Project Manager
City of Roseville
311 Vernon Street
Roseville, CA 95678
RE: Fire Station No. 8 – A/E Services Proposal
Campus Oaks Site
Dear Rjahja:

We are pleased to present our A/E proposal for the remaining phases of design services for the Fire Station No. 8.

Our team of design professionals is well prepared to efficiently support the goals of the City to deliver a concise fire station project that will meet the goals of the Fire Department, City Administrators, and the Community – with an attractive, appropriately detailed, civic-scaled project. Our recent concept design efforts to meet the current scope criteria has yielded consistent support from the Fire Department stakeholders of the project.

Our team of proposed consultants were selected both through a competitive fee analysis and consideration for the best advantage of the project and the goals of the City. Additionally, all the proposed consultants have demonstrated fire station project experience and a proven track record working successfully as part of an MFDB design team.

Our Scope of Work and this proposal is based on the following understanding:

1. The single-story concept design, Option 2, presented to the City on 10-4-21 will be the basis for the building design. (See site plan and floor plan images attached)

2. The firehouse itself will be roughly 12,170 sf. with a total of nine (9) sleeping rooms.

3. The Option 2 site design provides the primary response and return driveways off of the Painted Desert Drive frontage with no vehicular access from Wood Creek Oaks Blvd.

4. A topographic survey of the “existing” site grading – is included in our scope. The boundary survey will be based on record information and the Title Report.

5. Low Impact Design (LID) for the civil storm water management (Bio-swales) will be included in the civil scope of work along with best practices to meet current Environmental Utilities requirements established by the City.

6. A SWPP Plan is part of our Civil scope of work intended to meet NPDES SWPPP requirements, submittal to State online permitting system (SMARTS) to obtain the Notice of Intent (NOI) and Waste Discharge Identification Number.

7. The landscape design will utilize predominantly drought-tolerant and lowmaintenance planting and will be coordinated with the civil engineering requirements to support the Low Impact Design (LID) strategies.

8. The City has determined they will utilize a Design-Assist (DA) delivery method. This approach anticipates the design team completing a DD package (roughly 40% complete) to distribute to a pre-qualified group of contractors. As we understand, Mr. Rjahja Canlas, P.E.

November 17, 2021

those contractors will then respond to the City’s RFP criteria and, utilizing our DD package, price the project based on those documents. The entire team will respond to contractor questions during the RFP process. We expect the shortlisted participants will be interviewed and based on their total qualifications (RFP response, experience, references for similar projects, response to interview questions and price) – a contractor will be selected. We anticipate the design team will pause during the DA selection process and resume progress after selection – to take full advantage of the DA opportunity. The selected contractor will join the team to assist with constructability issues and help validate the budget. We anticipate additional meetings with the contractor to coordinate our efforts and align budget/constructability related decisions during the CD phase.

9. We are including weekly site visits/meetings for the entire (12) month construction schedule in addition to office time to answer RFI’s, review submittals, help the City evaluate monthly pay applications and help process PCO’s/COR’s for the Construction Administration portion of the work. This proposal anticipates roughly (52) site visits over the course of the project.

The design team will operate in a supporting role to the City’s Project Manager. Our fee proposal anticipates our CA role is less time intensive when compared to an independent Construction Management consultant.

10. Record drawing notations, to incorporate contractor notes and changes to the project made during the construction phase, will be added by each discipline to their document package once we receive those mark-ups from the contractor at the conclusion of the project. A digital copy and/or hard copies of the Record Drawings will be provided to the City.

11. We anticipate Owner furnished systems and equipment will remain similar to those provided for previous Stations 6, 7, 9 and 1.

12. Our proposal includes color and materials selection and specifications for paint, LVT, ceilings, cabinetry – and all finishes that are attached to the building.

13. Excess professional liability, from our typical $2M coverage to the required $4M project specific coverage, will not need to extend past the conclusion of the construction phase – generally related to obtaining the final Certificate of Occupancy.

Schedule:

Following the completion of the Concept Design, currently underway, the duration of the subsequent Tasks/Phases of the project are estimated as follows. The scheduled durations exclude City/Fire reviews where the design team needs input and/or approval before moving forward:

Task 1: Schematic Design 60 days
Task 2: Design Development 65 days
Task 3: Contractor Selection/Design-Assist TBD
Task 4: Construction Documents (progress to 65%) 45 days Task 4: Construction Documents (progress to 95%) 60 days Task 5: Permit Phase TBD
Task 6: Bidding 30 days
Task 7: Construction Administration 12–14 months
Mr. Rjahja Canlas, P.E.

November 17, 2021

A/E Lump Sum Fee Proposal (Including A, C, L, S, M, E, TE and Commissioning):

Schematic Design/Project Kick-off: $83,695.50
Design Development - 40% for DA selection: 114,004.50
Contractor DA Selection Process: 9,790.00
Construction Documents: 333,629.50
Permitting: 17,204.00
Bidding: 13,739.00
Construction Administration: 160,341.00
Total A/E Fee: $732,403.50 + Reimbursable Expenses

Estimate for Reimbursable Expenses: $12,000 (assuming City pays for printing documents to contractor/subs)
Reimbursable expenses incurred during the execution of the project will be billed (at cost plus 15%) in addition to compensation for basic and additional services and will include actual expenditures made for cost of reproductions, postage and handling of drawings, specifications or renderings requested by the City. The City will NOT be charged for trips to the construction site or telephone calls. Based on past projects, our budget estimate for reimbursable expenses is $12,000, as noted above. Actual reimbursable expenses shall not exceed this budget unless this budgeted amount is increased by amendment of this agreement. All unused portions of this budget remain as City funds.

The work product for all disciplines for each task is as follows:

Schematic Design/Project Kick-off Meeting: Orient the project team to the concept design; establish schedule and priorities;
refine the earlier design; obtain SD approval
from the Fire Department
Design Development - 40% for DA selection: 40% drawings and specifications for distribution; fully describes building structure
and systems; hard copies of drawings and
specs as determined by City - reimbursable
expense.

Contractor DA Selection Process: Participate with City to help develop written RFP and selection criteria; assist City during
pricing exercise; participate in interviews;
help with selection; no deliverables.

Construction Documents: Review at 65% and 95% complete; submit drawings and specifications to City for plan
check and permit; hard copy deliverables of
plans and specs as required by City –
reimbursable expense.

Permitting and Bidding Subcontractors: Respond to plan check comments in order to achieve building permit; answer questions
from subcontractors bidding the job; hard
copy drawings as required – reimbursable
expense.

Mr. Rjahja Canlas, P.E.

November 17, 2021

Construction Administration: Participate with the City to help manage the construction phase (estimated at 12
months); process RFI’s, submittals, shop
drawings, COR’s and help evaluate monthly
pay requests; attend weekly site meetings;
agendas and action items if not covered by
contractor; final punch list review; Record
Documents; process O&M manuals;
deliverables as required by City –
reimbursable expense.

Exclusions (could be furnished by MFDB Team at additional cost):

1. Geotechnical investigation and report to inform the structural foundation design and on-site civil design work for pavement sections.

2. Design of any special foundation systems beyond anticipated conventional spread footing foundation.

3. Off-site utility work – all utilities are anticipated to be available on-site.

4. Design of the Plymovent - Vehicle Exhaust System beyond performance specification and coordination for support within the structure.

5. Design of low-voltage electrical systems (including phone, data, communications, security, cameras, alerting system, etc.) beyond coordination and conduit – if necessary.

6. Work related to the communications tower beyond general coordination and the foundation/footing. An independent design/build tower provider will be required to size the footing.

7. Design of the fire suppression or fire alarm systems beyond a performance specification. We anticipate this will be provided by a design/build subcontractor hired under the selected DA contractor prior to permitting or as a deferred submittal to the Building Department.

8. LEED Certification at any level.

9. Selection of furnishings (can assist fire staff with color/material recommendations, if desired).

The following categories of Additional Services shall be provided, with a mutually agreed upon adjustment in compensation, when authorized in writing by CITY in advance:

A. Preparing documents for alternate bids or out of sequence services requested by CITY, except as necessarily provided in the basic services with respect to consultation, revision, or correction.

B. Providing quantity surveys or inventories of material, equipment, and labor.

C. Making revisions in drawings, specifications, or other documents when such revisions are inconsistent with the originally approved construction documents due to causes beyond the control of ARCHITECT.

D. Preparing extraordinary supporting data and other services in connection with change orders.

E. Providing consultation concerning replacement of any work damaged by fire or other cause during construction and furnishing professional services as may be required in connection with the replacement of such work.

F. Providing professional services made necessary by the default of the contractor or by major defects in the work of the contractor in the performance of the construction contract.

Mr. Rjahja Canlas, P.E.

November 17, 2021

G. Providing extraordinary assistance in the utilization of any equipment or system such as initial start-up or testing, adjusting, and balancing, preparation of operation and maintenance manuals, training personnel for operation and maintenance, and consultation during operation.

H. Providing services after CITY issues the final certificate of payment.

I. Preparing to serve or serving as an expert witness in connection with any arbitration or legal proceeding.

J. Providing services not otherwise included in this agreement.

MFDB Hourly Rate Schedule: (Effective July 1, 2021 – June 30, 2022) Principal $155.00/hour
Associate 135.00/hour
Designer 115.00/hour
Project Architect/Manager 115.00/hour
Job Captain 110.00/hour
Senior Drafter 100.00/hour
Intermediate Drafter 80.00/hour
Administrative Staff 65.00/hour

List of Consultants:

Civil: Warren Consulting Engineers, Inc.

Landscape: Roach & Campbell
Structural: Buehler Engineering, Inc.

Mechanical: Capital Engineering Consultants, Inc.

Electrical: The Engineering Enterprise
Traffic Engineering: Kimley Horn
Commissioning: Weston & Associates
We are excited to begin work on the Schematic Design and production phase of design services for the project. We are proud to continue our successful relationship working with the City and look forward to developing a beautiful new state-of-the-art facility to serve Campus Oaks and the surrounding community. If you have any questions, please don’t hesitate to contact us.

Sincerely,
MFDB Architects, Inc.

__________________________________
G. Tyler Babcock, AIA, LEED AP Authorized Representative Principal City of Roseville
Enclosures: Concept Design Site and Floor Plans (dated 10-4-21) ORDINANCE NO. 6442

ORDINANCE OF THE COUNCIL OF THE CITY OF ROSEVILLE
AUTHORIZING CERTAIN AMENDMENTS TO THE FISCAL YEAR 2021-22

BUDGET AND DECLARING THIS ORDINANCE TO BE IMMEDIATELY

EFFECTIVE AS AN APPROPRIATION MEASURE
THE CITY OF ROSEVILLE ORDAINS:

SECTION 1. The City of Roseville Annual Budget, Fiscal Year 2021-22, is hereby amended as listed on the attached budget adjustment for design services for Fire Station 8.

SECTION 2. This ordinance is hereby declared to be an appropriation measure, immediately effective pursuant to the provisions of Section 5.03 of the Charter.

SECTION 3. The City Clerk is hereby authorized and directed to post a true copy of the foregoing ordinance in each of three (3) conspicuous locations in the City and she shall immediately after such posting enter in the ordinance book, under the record of the ordinance, a certificate under her hand stating the time and place of such publication by posting.

PASSED AND ADOPTED by the Council of the City of Roseville, this day of , 2022, by the following vote on roll call:

AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:

MAYOR
ATTEST:

City Clerk
12/6/20213:01 PM
1 REQUEST FOR BUDGET ADJUSTMENT
REQUESTER NAME & TITLE: Rjahja Canlas / Associate Engineer FISCAL YEAR: 2022 PREPARER NAME & TITLE: Rjahja Canlas / Associate Engineer COUNCIL DATE (if applicable): 1/19/22 DEPARTMENT/DIVISION: PW - Engineering ORDINANCE:

EXPENDITURES/EXPENSES/TRANSFERS OUT
BUDGET ($)
Fund Account Center Project Adjustment
3360 6587 84001 500067 805,000
3360 5080 84001 500067 95,000
3360 5301 84001 500067 (401,000)
499,000

REVENUES/TRANSFERS IN
BUDGET ($)
Fund Account Center Project Adjustment
-
499,000

FUND BALANCE
BUDGET ($)
Fund Account Center Project Adjustment
3360 3601 00000 000000 (499,000)
3601 00000 000000
3601 00000 000000
3601 00000 000000
(499,000)
Justification for Budget Adjustment:

REQUESTING DEPARTMENT HEAD / DESIGNEE DATE BUDGET MANAGER / DESIGNEE DATE

CHIEF FINANCIAL OFFICER / DESIGNEE DATE CITY MANAGER / DESIGNEE DATE

POSTED BY DATE
Revised: September 14, 2020
TOTAL
REQUIRED APPROVALS:

ACCOUNT STRING DESCRIPTION
Reduce Fire Facilities Fund Balance
BUDGET DEPARTMENT USE ONLY:

A budget adjustment in the amount of $499,000 is being requested to fully fund the design contract (MFDB Architects) and to cover City staff time for the Fire Station 8 Project (#500067), and realign the original project budget to match the anticipated expenditures. The requested amount will come from budgeted resources in the Fire Facilities Fund. The amended project budget will be $900,000.

Increase project expense budget for staff time
TOTAL
TOTAL

ACCOUNT STRING DESCRIPTION
Increase project expense budget for design
Realign orginal budget to match anticipated
expenditures

NET ADJUSTMENT

ACCOUNT STRING DESCRIPTION

COUNCIL COMMUNICATION
CC #: 1878
File #: 0800-03 & 0201-01
Title: Electric Facilities Improvements - Budget Adjustment Contact: Shawn Matchim 916-774-1620 [email protected] Meeting Date: 1/19/2022
Item #: 7.15.

RECOMMENDATION TO COUNCIL
Staff recommends City Council adopt an ordinance approving the attached budget adjustment authorizing a $400,000 increase for the 116 S. Grant Street Building Improvements project and a $500,000 budget for the 2090 Hilltop Generator Replacement Project.

BACKGROUND
The 116 S. Grant Street Building, or Legacy Building, was acquired by the City in 2020 to support the future needs of Roseville Electric Utility’s growing business operations and customer programs. The building will provide the City’s utility customers with a one-stop shop where they can pay their bill, learn about exciting new programs, emerging technology, and rebates.

The electric utility has since undertaken a planning, design, and construction effort to prepare the building for electric utility staff and customer engagement. Building improvements to Floors 1 and 2 include the addition of office space, a service desk, a demonstration area, conference rooms and access compliance updates to the restrooms. The $400,000 project budget increase will provide funding for the construction of exhibit displays for the new customer demonstration area and necessary fixtures and furnishings to prepare the building for move-in. The construction of the exhibit displays for the customer demonstration area was planned to be undertaken during FY2022-23, but is being advanced to FY2021-22.

The backup generator at the electric utility’s 2090 Hilltop facility is over 40 years old and has reached the end of its useful life. Facilities has recommended the back-up generator be replaced to ensure uninterrupted service. The back-up generator is critical in maintaining electric operations in the event of a system outage. The recommended budget adjustment establishes a $500,000 project budget to fund the 2090 Hilltop Generator Replacement Project.

FISCAL IMPACT
Approval of the attached budget adjustment authorizes an additional $900,000 in funding from the Electric Fund for FY2021-22. Approving this budget adjustment increases the 116 S. Grant Street Building Improvements total project budget to $5,150,000 and establishes a $500,000 project budget for the 2090 Hilltop Generator Replacement Project. Funds are available in the Electric Fund balance to cover both project appropriations for FY2021-22.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378. Approval of a budget adjustment meets the above criteria and is not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Goal F - Invest in well-planned infrastructure and growth Respectfully Submitted,
Shawn Matchim, Assistant Electric Utility Director
Michelle Bertolino, Electric Utility Director
_____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description
Ordinance 6439
ELE 1.19.22 Budget Adjustment
ORDINANCE NO. 6439

ORDINANCE OF THE COUNCIL OF THE CITY OF ROSEVILLE
AUTHORIZING CERTAIN AMENDMENTS TO THE FISCAL YEAR2021-22

BUDGET AND DECLARING THIS ORDINANCE TO BE IMMEDIATELY

EFFECTIVE AS AN APPROPRIATION MEASURE
THE CITY OF ROSEVILLE ORDAINS:

SECTION 1. The City of Roseville Annual Budget, Fiscal Year 2021-22, is hereby amended as listed on the attached budget adjustment for the Electric Facilities improvements.

SECTION 2. This ordinance is hereby declared to be an appropriation measure, immediately effective pursuant to the provisions of Section 5.03 of the Charter.

SECTION 3. The City Clerk is hereby authorized and directed to post a true copy of the foregoing ordinance in each of three (3) conspicuous locations in the City and she shall immediately after such posting enter in the ordinance book, under the record of the ordinance, a certificate under her hand stating the time and place of such publication by posting.

PASSED AND ADOPTED by the Council of the City ofRoseville, this day of , 2022, by the following vote on roll call:

AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:

MAYOR
ATTEST:

City Clerk

REQUEST FOR BUDGET ADJUSTMENT
REQUESTER NAME & TITLE: Eric Campbell, Finance Adminstrator FISCAL YEAR: 2021/2022 PREPARER NAME & TITLE: Eric Campbell, Finance Adminstrator COUNCIL DATE (if applicable): 1/19/22 DEPARTMENT/DIVISION: Electric Department ORDINANCE:

EXPENDITURES/EXPENSES/TRANSFERS OUT
BUDGET ($)
Fund Account Center Project Adjustment
6001 6587 84701 500160 400,000
6001 6587 84701 500223 500,000
900,000

REVENUES/TRANSFERS IN
BUDGET ($)
Fund Account Center Project Adjustment
-
900,000

FUND BALANCE
BUDGET ($)
Fund Account Center Project Adjustment
6001 (900,000)
(900,000)
Justification for Budget Adjustment:

REQUESTING DEPARTMENT HEAD / DESIGNEE DATE BUDGET MANAGER / DESIGNEE DATE

CHIEF FINANCIAL OFFICER / DESIGNEE DATE CITY MANAGER / DESIGNEE DATE

POSTED BY DATE
Revised: June 24, 2019
Fund the 2090 Hilltop Generator Replacement Project
TOTAL
TOTAL

ACCOUNT STRING DESCRIPTION
Increase the 116 S Grant Street Building Improvements
Project
Decrease available resources in the Electric Fund

NET ADJUSTMENT

ACCOUNT STRING DESCRIPTION
REQUIRED APPROVALS:

BUDGET DEPARTMENT USE ONLY:

This budget adjustment funds an additional $400,000 for the 116 S. Grant Street Building Improvements project to construct a new customer demonstration area and necessary fixtures and furnishing, and $500,000 to replace the back-up generator at Roseville Electric Utility’s 2090 Hilltop facility. Approving this budget adjustment increases the 116 S. Grant Street Building Improvements total project budget to $5,150,000 and establishes a $500,000 project budget for the 2090 Hilltop Generator Replacement project. Funds are available in the Electric Fund balance to cover both increases for FY2021-22.

DESCRIPTION
TOTAL

ACCOUNT STRING
12/21/20211:55 PM
1 COUNCIL COMMUNICATION
CC #: 1889
File #: 0900-02 & 0201-01
Title:

Aquifer Storage Recovery Well and Pump Station Project - Professional Design Services Agreement Amendment and Budget Adjustment
Contact: Janice Gainey 916-774-5535 [email protected] Meeting Date: 1/19/2022
Item #: 7.16.

RECOMMENDATION TO COUNCIL
Staff recommends that City Council:

1. Adopt a resolution approving the First Amendment to Professional Design Services Agreement with Carollo Engineers in the amount of $636,156 for the Aquifer Storage and Recovery Wells Design Project and authorize the City Manager to execute it; and

2. Adopt an ordinance to approve a budget adjustment of $700,000 from available resources in the Water Construction Fund to fully fund the project.

BACKGROUND
After a competitive proposal process, a Professional Design Services Agreement was awarded to Carollo Engineers on April 1, 2020, for design and engineering support during construction for the Aquifer Storage and Recovery (ASR) wells.

The objective of the project is to support Roseville’s groundwater program by designing ASR wells that will diversify Roseville’s water supply and ensure the City’s water supply reliability is optimum to meet the needs of our customers and provide the foundation for a thriving economy.

During the initial design, it was discovered that two ASR wells (Westbrook and Solaire) would require water treatment facilities to address iron and manganese in the aquifer.

A proposal was requested from Carollo to design these treatment facilities and incorporate them into the plans and specifications for construction. Additionally, the Environmental Utilities Department requested additional scope for support of Programmable Logic Controllers (PLC) programming and Supervisory Control and Data Acquisition (SCADA) system integration.

FISCAL IMPACT
The recommended budget adjustment appropriates $700,000 for the Aquifer Storage and Recovery Wells Design project (500155) from available resources in the Water Construction Fund. This amount will fund the amendment with Corollo Engineers ($636,156) and additional City staff labor expenses ($50,000).

ENVIRONMENTAL REVIEW
Implementation of the proposed project was previously evaluated in the 2012 ASR Program Final EIR (State Clearinghouse No. 2009072018) certified by City Council on March 29, 2012. The proposed project is consistent with the scope of the project covered by the 2012 ASR Final EIR.

All applicable mitigation measures from the ASR Program Final EIR will be implemented during the design and construction of the project and consequently no additional CEQA review is required for design and construction approval.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Goal F - Invest in well-planned infrastructure and growth Respectfully Submitted,
Janice Gainey, Senior Engineer
Richard Plecker, Environmental Utilities Director
_____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description
Resolution 22-012
Carollo Engineers Amendment 1
Ordinance 6444
Budget Adjustment
RESOLUTION NO. 22-012

APPROVING A FIRST AMENDMENT TO PROFESSIONAL DESIGN SERVICES

AGREEMENT, BY AND BETWEEN THE CITY OF ROSEVILLE AND CAROLLO ENGINEERS, INC., AND AUTHORIZING THE CITY MANAGER TO EXECUTE IT ON

BEHALF OF THE CITY OF ROSEVILLE
WHEREAS, a first amendment to professional design services agreement for the Aquifer Storage Recovery Well and Pump Station project, by and between the City of Roseville and Carollo Engineers, Inc., has been reviewed by the City Council; and NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Roseville that said first amendment is hereby approved and that the City Manager is authorized to execute it on behalf of the City of Roseville.

PASSED AND ADOPTED by the Council of the City of Roseville this day of , 2022, by the following vote on roll call:

AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:

MAYOR
ATTEST:

City Clerk
[\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D015\P004\00063504.DOCX:12/15/2021]

FIRST AMENDMENT TO

PROFESSIONAL DESIGN SERVICES AGREEMENT
Aquifer Storage Recovery Well and Pump Station Project

THIS FIRST AMENDMENT TO PROFESSIONAL DESIGN SERVICES
AGREEMENT is made and entered into this ___ day of __________, 20__, by and between the City of Roseville, a municipal corporation (“CITY”), and Carollo Engineers, Inc., a Delaware corporation (“CONSULTANT”); and
W I T N E S S E T H:

WHEREAS, CITY and CONSULTANT previously entered into a Professional Design Services Agreement dated April 1, 2020 (“Agreement”) regarding the design, construction, and installation for the Aquifer Storage Recovery Well and Pump Station Project (“Project”); WHEREAS, CITY desires to amend the Agreement to include additional services as described in CONSULTANT’s letter/proposal dated December 6, 2021, which is attached hereto as Exhibit “A” and incorporated herein by reference; and WHEREAS, CONSULTANT is willing and able to provide such additional services; and NOW, THEREFORE, the parties agree as follows:

1. CONSULTANT shall provide additional services as described in Exhibit “A” of this First Amendment to Agreement.
[\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D015\P004\00063504.DOCX:12/15/2021]

2. Section 2 of the Agreement is amended by adding an additional paragraph to read as follows:
“CITY shall pay six hundred thirty-six thousand, one hundred fifty-six dollars ($636,156), in consideration of the additional services as set forth in Exhibit “A” to the First Amendment to Agreement. This brings the total not to exceed contract amount to four million, five hundred ninety-seven thousand, nine hundred forty-seven dollars ($4,597,947).”

3. All other provisions of the Agreement shall remain unchanged and in full force and effect.

IN WITNESS WHEREOF, the City of Roseville, a municipal corporation, has authorized the execution of this First Amendment to Agreement in duplicate by its City Manager and attested to by its City Clerk under the authority of Resolution No. _________, adopted by the Council of the City of Roseville on the ___ day of ___________, 20__, and CONSULTANT has caused this First Amendment to Agreement to be executed.

CITY OF ROSEVILLE, a CAROLLO ENGINEERS, INC., a
municipal corporation Delaware corporation
BY: _______________________________ BY: _______________________________ DOMINICK CASEY its: _______________________________
City Manager
and
[SIGNATURES CONTINUED ON NEXT PAGE]
Vice President
[\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D015\P004\00063504.DOCX:12/15/2021] ATTEST:

BY: _______________________________
its: _______________________________
BY: _______________________________

SONIA OROZCO
City Clerk
APPROVED AS TO FORM:

BY: _______________________________

MICHELLE SHEIDENBERGER
City Attorney
APPROVED AS TO SUBSTANCE:

BY: _______________________________
RICHARD D. PLECKER
Environmental Utilities Director
Senior Vice President
2795 Mitchell Drive, Walnut Creek, California 94598
P. 925.932.1710 F. 925.930.0208
carollo.com

CERTIFICATION
This is to certify that the undersigned, Michael W. Barnes, as Corporate Secretary and General Counsel for Carollo Engineers, Inc., is authorized to state and certify: That by corporate policy approved by the Board of Directors on 02/07/2011, Beverly Hann, Vice President, and Christopher Cleveland, Senior Vice President, are authorized to execute engineering service agreements for the usual and customary engineering business of the company.

Dated: January 6, 2022
Michael W. Barnes
Corporate Secretary & General Counsel
[\\Rosenet\rosenetdfs\CITY ATTORNEY\CYCOM\WPDOCS\D015\P004\00063504.DOCX:12/15/2021] EXHIBIT “A”
12/6/21 Page 1
AMENDMENT NO. 1 SCOPE OF SERVICES
City of Roseville
Environmental Utilities Department
Aquifer Storage Recovery Well and Pump Station Project
Treatment System Addition and Facility Programming
December 6, 2021

PURPOSE
The purpose of this Task Order is to describe additional services to be provided by the Carollo Engineers consultant team to support the Project.

1. Design, Engineering Services During Construction, and Startup and Commissioning of Treatment Processes at Westbrook and Solaire Wells for manganese.

2. Programing services required to support the City during the construction phase of the Westbrook and Solaire Wells.

A description of the scope of work for each of these tasks is provided below. Task numbers have been selected to align with and be in addition to existing project scope Tasks 1-10.

TASK 11 TREATMENT SYSTEM DESIGN AND ESDC FOR WESTBROOK AND

SOLAIRE WELLS
Based on water samples taken during pump testing of each well during September 2021, manganese was present above the DDW MCL of 0.05 mg/L. Therefore, the addition of a treatment process to reduce manganese to below the MCL was requested to be added to the project by the City. This task includes the design, support during construction, and startup and commissioning of a manganese treatment system at each of the two well sites based on the well water sampling results.

SUBTASK 11.1 Design of Westbrook and Solaire Treatment Systems Preliminary design concepts will be prepared in coordination with input from the City and the Design-Assist Contractor. Vendors will be contacted, and viable options will be identified to meet the project’s requirements, including schedule. Treatment system characteristics and equipment requirements will be identified and developed with project team members.

Treatment System Design. Carollo will prepare a treatment system design for both well sites based on a single treatment process and vendor equipment. The design will be based on applicable industry design standards.
12/6/21 Page 2
Site Layout. Modified site layout plans including pump station building, site lighting, site access, grading and paving, perimeter fencing, connection to the existing City offsite utilities, treatment system equipment, and associated improvements will be developed.

Sites may need additional space to accommodate treatment equipment.

Architectural, Mechanical, and Structural. Modifications to the pump station building layout plans will be made to accommodate treatment at each site. Mechanical and structural design of the treatment system and support needed to accommodate the equipment will be performed. It is assumed that the treatment equipment will be located outdoors, with chemical systems being located in the pump station building.

Treatment System Design. Develop major control system strategy and performance criteria for the treatment system at each site. Integrate treatment operation into the ASR function of each facility.

Electrical & Instrumentation. Define treatment system electrical requirements and major components to integrate into each facility.

Modify electrical equipment layout, lighting and receptacle layout and identify major conduit runs. Describe basic process and control needs for major treatment equipment and process diagrams. Create P&IDs for treatment systems and integrate into each facility P&ID package.

Supervisory Control and Data Acquisition (SCADA). Describe a local control panel Operator Interface Panel (OIP) at each well site for the treatment system (to be provided by the treatment equipment vendor) that links to the primary facility PLC at each site.

Define basic data collection and control needs for treatment process operation and reporting. Define requirements to develop screens and reports in SCADA systems.

Design documents related to the treatment system will be incorporated into the overall design documents for each facility. Plans and specifications will be submitted to the City for review at the 50%, 90%, and record drawing/final contract document stages.

The 90% submittal will include 90% design drawings, technical specifications of all applicable treatment related sections, and will be incorporated into the project contract documents that include both well sites.

Carollo will assist City with determining what permits and agency authorizations are required for implementation of the treatment systems. Carollo will support the City in receiving required permits and coordinating with other agencies as required. Carollo will track permit progress and provide any additional information required by the permitting agency through construction.

Task 11.1 Deliverables
- 50% design documents (treatment integrated into main project documents) - 90% design documents (treatment integrated into main project documents) - Final design documents (treatment integrated into main project documents) 12/6/21 Page 3
SUBTASK 11.2 Treatment Systems Engineering Services During Construction (ESDC)
Under this subtask Carollo will provide engineering services to support the construction phase of treatment system implementation at the Westbrook and Solaire well sites. It is assumed treatment system construction will be performed as part of the overall construction activities at each site.

Review Shop Drawing and Other Submittals for conformance with design drawings and specifications. Carollo will review and comment on contractor shop drawings, submittals, and other submitted construction documents throughout the course of the construction period.

Submittals and review comments will be in electronic format using a Document Management System.

Construction Meetings and Special Meetings. Attend progress meetings with the contractor and project team (as needed) to provide treatment system design engineering services within the estimated level of effort during the construction duration.

Design Clarification due to Unforeseen Conditions. Carollo will review and respond to contractor's requests for information and clarifications during construction regarding the treatment systems.

Prepare Treatment System Record Drawings. Carollo will provide treatment system related record drawing updates on a quarterly basis and at the end of the construction project based on records kept by the contractor and verified by the construction manager: 1) a single PDF file with all plan set sheets will be provided for each submittal, and 2) in AutoCAD format (v. 2017 or later) with all associated files. Treatment system record drawings will be part of the overall record drawings for the project.

Carollo will attend a contractor walk-through, final inspection, and demonstrations of the treatment systems.

Review and Comment on Treatment Systems O&M Manuals. Carollo will obtain treatment systems O&M manuals submitted by the contractor and review for completeness. Carollo will coordinate review with City staff and collate comments back to the contractor.

Task 11.2 Deliverables
- Quarterly record drawing package (pdf and CAD files)
- Final record drawing package (pdf and CAD files)
- Submittal/RFI review responses/comments (pdf)
12/6/21 Page 4
SUBTASK 11.3 Treatment Systems Startup, Commissioning, and Training
Carollo will provide assistance during the startup and commissioning phase of the project, as directed by the City and as described below. Carollo will provide commissioning related assistance to the City, including the following tasks:
• Review the Contractor‐submitted Startup and Commissioning Plans for treatment equipment.
• Review any records from factory, functional and operational startup testing. • Offer advice and/or provide clarifications to the City regarding design and operational intent during Startup and Commissioning.

In addition, Carollo will review the Operational Startup Testing results and provide recommendations for proceeding with additional testing if required.

Carollo will provide an on‐site representative during Start‐Up to answer questions, troubleshoot process functions, and document required revisions to the treatment systems vendor supplied Operations Manual, Operator Manual, and SOPs, as applicable.

Carollo will attend the treatment equipment vendor supplied training session(s), and share any supplemental operating and maintenance experience from other operating systems.

TASK 12 PROGRAMMING SERVICES FOR WESTBROOK AND SOLAIRE
WELLS

GLOSSARY OF TERMS AND CONDITIONS
• Commissioning Coordinator (CC) – Commissioning Coordinator is provided by the General Contractor in accordance with Section 46_08_17 (Commissioning) and shall have the responsibilities described therein.
• Complete End-to-End Testing (CEET) – After the Electrical Contractor has "fully completed and submitted all loop drawings to the ENGINEER for review and acceptance” and the instrumentation and control system contractor (ICSC) has completed the control system “Installation Testing”, the PROGRAMMER will go to the field and load the Programmable Logic Controller (PLC) program for testing. In addition, the PLC is connected to the AWTF PLC network at this time for hard wire end to end test only. During the CEET, signals are tested through the PLC program, the AWTF PLC network, and all the way to the operator’s AWTF SCADA graphic screens. • Contractor (GC) – Auburn Constructors
• City – City of Roseville
• Electrical Contractor (EC) – Auburn Constructors
12/6/21 Page 5
• Engineer – Carollo Engineers, Inc.
• Factory Acceptance Test (FAT) – Test components, devices, and equipment/system for proper performance at point of manufacture or assembly before shipping to the site. Also referred to as Source Testing.
• Final Completion – All punch list items including any programming fine tuning has been completed.
• Functional Test (FT) – After CEET and the Contractor's Manual Equipment Testing, the FT will be performed by the PROGRAMMER with assistance (full-time) from the Contractor. Some OWNER assistance shall also be required. Construction inspection staff shall witness the tests. The purpose of the FT is to verify the proper operation of all PLC control logic and its interaction with field equipment and devices. Feedback control loops will also be tuned at this time.
• Human Machine Interface (HMI) – A software application that presents information to an operator or user about the state of a process, and to accept and implement the operators control instructions. Typically, information is displayed in a graphical format. • Instrumentation and Control System Contractor (ICSC) – TSI – Subcontractor who specializes in the design, construction, fabrication, software development, installation, testing, and commissioning of industrial instrumentation and control systems and will be providing the PLC programming.
• Local Operator Interface (LOI) - Local Operator Interface is an operator interface device consisting of an alphanumeric or graphic display with operator input functionality. The LOI is typically a flat panel type of display mounted on the front of an enclosure with either a touch screen or tactile button interface.
• Operator Interface Terminal (OIT): PC-based interface device used for operator interface with the SCADA system.
• PCM – Process Control Module
• PLCs – Programmable Logic Controllers
• Programmer – Engineer’s programming services group who will complete the services defined herein.
• SCADA – Supervisory Control and Data Acquisition
• Substantial Completion – Treatment process and programming is capable of producing water that meets the Project requirements. Because the OWNER receives beneficial use of the facility, the Warranty Period begins following Substantial Completion. • System Integrator - TSI
• Vendor Packages – Any manufacture supplied equipment and/or systems. • VPN – Virtual Private Network.

SCOPE DEVELOPMENT CRITERIA
This Programming scope of work is based upon the following requirements, work by others and the listed assumptions based on the Draft 90% Design and Specifications (November 2021):

1. HMI Programming for 143 hard-wired I/O and 165 soft I/O 12/6/21 Page 6

2. Development of approximately 20 +/- 5 SCADA screens

3. Trending of all analog I/O

4. Coordinate process control system development with Vendor supplied systems and Barton Water Treatment Plant.

The development of the PLC programming provided by Carollo includes the integration of three (3) vendor-supplied PLC control systems. To allow the Programmer sufficient time to develop their final PLC programs before the on-site Installation and FT tasks, the Vendors supplying the Sodium Hypochlorite, Fluoride, and Packaged Skid Water Filter systems shall provide the following to the Programmer no later than 70 days before the start date of the Vendor Factory Acceptance Test:

1. All “Final” PLC programs, completely tested, with full annotation and documentation.

2. A complete and “Final” I/O list provided in Excel format, with additional columns denoting all “send” and “receive” global data and PLC-PLC Interlocks (each interlock explained in a word document and/or flow chart).

3. A complete list of tags, which the Vendor requires, displayed on the plant-wide SCADA system matching the existing SCADA system format for tag naming and description (both tag naming conventions and descriptions will be discussed in the first mandatory programmer meeting).

4. All operating parameters, set points, alarm levels, historical data, and trending which the Vendors systems require being functions of the plant-wide SCADA system.

Assumptions – Contractor’s Responsibilities

1. The Contractor shall be responsible for preparing formal testing and startup plans in accordance with the contract documents.

2. The Contractor shall be responsible for creating field signals and verifying proper operation of final control elements. It is assumed that full-time dedicated Contractor staff assistance shall be provided during the CEET. It has been assumed that the CEET will last two (2) days per well site.

3. The Contractor’s Commissioning Coordinator (CC) shall be responsible for coordinating the work of the Contractor with the Programmer’s programming and testing activities.

The CC shall submit construction project schedules and startup plans to Carollo’s Programmer for review and comment.

SUBTASK 12.1 Project Coordination
The purpose of this task is to provide ongoing project coordination, management, review of deliverables, and project meetings.

12.1.1 Project Management. All phases of the work will be managed under a single project management task for project execution, office administration, invoicing, coordinating work of the programming team, and coordinating and reporting on the progress of the project to the City.

12.1.2. Project Administration. Project Manager (PM) will assign labor resources for completion of project tasks, review work products, respond to City requests and 12/6/21 Page 7
concerns, and maintain communications with City staff to provide satisfactory completion of the work on schedule and within budget. Under this task, Project Manager will also prepare progress reports to send with monthly billing invoices.

12.1.3 Meetings. Carollo will schedule a project kick-off meeting and technical review meetings to facilitate dialogue between all project team members and to review schedule and coordination required between the ICSC and Programmer.

Coordination meetings with key staff will be scheduled as telephone conference calls.

We propose the following meetings during the design phases of the project:
• Kickoff Meeting (4 hours)
• Weekly Coordination Meetings (1/2 hour calls for 12 weeks) • Programming Standards Review Workshop (4 hours)
• System Optimization Strategy Workshop (4 hours)
• Programming Workshop (4 hours)
• Implementation Planning (2 hours)
Up to three additional miscellaneous project meetings (as required) averaging 2-hours each with the programming team’s PM and Lead Programmer.

Task 12.1.4 Quality Control/Quality Assurance. Carollo will provide quality control and quality assurance throughout project completion. This includes completion of a task to set up a system for tracking work progress and expenditures, per Carollo standard procedures. Carollo’s PM will implement the completion of formal internal review procedures (which includes formal review by senior staff) prior to submittal of all project deliverables to provide an objective check on the adequacy of the design and related work products.

Task 12.1 Meetings (Note design-related meetings are described in the associated design tasks below)
- Kickoff Meeting
- Weekly Coordination Meetings
- Three additional project meetings throughout the project Task 12.1 Deliverables
- Information Request Log Meeting agendas, presentation materials, handouts, and meeting summary notes.
- Monthly invoices.
- Monthly progress reports.

Task 12.1 Assumptions
- Project management fee is based on an overall project duration projection of 12 weeks. - The level of effort for PM calls is based on weekly 1-hr conference calls between Carollo and the City’s project manager, with other City staff invited by the City’s project manager.
12/6/21 Page 8
- The fee estimate for additional project meetings (3) assumes participation of two (2) Carollo team members for an average of two (2) hours per meeting.

SUBTASK 12.2 Programming Investigations

12.2.1 Engineering and Programming Investigations. Carollo will work with the City’s SCADA staff to review the City’s existing programming standards that have been developed. This effort should include review of the following:
• Control strategies
• HMI programming standards
• Reporting requirements
Carollo’s PM will develop an Information Request Log, which will be updated and shared with the City regularly to facilitate ongoing collection of data/information and on-schedule completion of the work.

Task 12.2 Meetings
- Programming Standards Workshop
- System Optimization Strategy Workshop
Task 12.2 Assumptions
- City will provide Carollo’s Programmer with their existing programming standards and template PLC and HMI files.

SUBTASK 12.3 Process control software development
Carollo will provide PLC and HMI programming for two well sites using the City provided templates as outlined in Task 2 as a starting point. The programming for the HMI and PLC will follow the P&IDs and process control narratives developed by Carollo for this project.

12.3.1 Configure Hardware and Software Carollo’s programmer will install and configure all software for the local OIT at the well sites.

12.3.2 HMI Programming Carollo’s Programmer will configure / program the SCADA operator interface system to incorporate new signals and graphic screens per the project process and instrumentation drawings. Programmer will develop HMI graphic screens to provide monitoring and control of equipment connected to the PLCs programmed by the Contractor (through suppliers and subcontractors) that are connected to the PCN via Ethernet.

Carollo’s programmer will work directly with TSI’s PLC programmer to develop HMI screens to conform with the programming standards as reviewed during the software standards workshop.

Carollo’s Programmer will review all HMI screens with OWNER staff prior to installation and startup. Programmer will incorporate all comments, revisions and changes provided by the City staff into the final configuration of the SCADA application software. 12/6/21 Page 9
Carollo’s Programmer will provide data tags for inclusion by the City into the existing Historian.

City Staff shall perform all configuration and testing of the new historical data added to the existing historian.

Programmer will create and test a total of ten (10) trend screens based on decisions made with the City’s Staff during the Software Coordination Meeting.

12.3.. Implementation Planning Carollo’s Programmer will coordinate with the City’s SCADA staff and ICSC to facilitate a software implementation meeting to go over factory test and fieldtesting procedures.

Task 12.3 Meetings
- Programming Standards Review Workshop
- System Optimization Strategy Workshop
- PLC Programming Coordination Meetings
- Programming Workshop
- Implementation Planning
Task 12.3 Deliverables
- HMI program for well sites
- Implementation Plan
Task 12.3 Assumptions
- ICSC will procure and install all hardware relating to the PCS. - ICSC will provide all PLC programming related to the well sites and work with Carollo’s programmer during testing and startup activities.
- ICSC will deliver the PLC OIT to Carollo’s programmer 8 weeks prior to the scheduled FAT for configuration, programming, and testing activities as outlined in this scope. - The City will provide all software licenses required for the OITs. - The City will provide programming standards and HMI templates to Carollo’s Programmer for use.
- Carollo is not responsible for programming or testing any vendor system OITs. - One set of HMI screens will be developed for use at both the Well Site OIT and the City’s central control center.

SUBTASK 12.4 Acceptance Testing

12.4.1 Configure Hardware and Software Carollo’s Programmer will test all control strategies with the associated HMI applications to validate the control logic and corresponding graphical interface prior to installation.

12.4.2 Factory Acceptance Test Carollo’s Programmer will attend the PCS control panel FAT at TSI’s facility.

Task 12.4 Deliverables
- Test Forms
12/6/21 Page 10
SUBTASK 12.5 Installation, Testing, Startup, and Commissioning Under this task Carollo will coordinate onsite installation, testing, startup, and commissioning with the City’s staff and TSI.

12.5.1 Onsite Installation Carollo’s Programmer will coordinate the installation of the Computer Control Systems and HMI software applications with City SCADA staff.

12.5.2 Complete End-to-End Testing (CEET) Carollo will work with the Contractor to provide CEET of instrumentation devices and subsystems as specified in Section 17950. Prerequisite for the instrumentation devices and subsystems loop check/validation installation tests is the submission of all loop drawings for review and approval and the ICSC’s completed control system installation. The instrumentation devices and subsystems CEET will occur only after the Contractor has submitted certified test reports that all field wiring has been tested and verified against the loop drawings. During the CEET, signals are tested through the PLC program, network, and to the OIT.

The CEET will be performed by the Programmer and Contractor working together, with assistance from the City and/or the inspection staff, as needed. Carollo’s Programmer will provide staff to verify input signals at, and create output signals from, the SCADA system.

Carollo has included no more than three (eight hour) days per well site for completion of the CEET.

12.5.3 Functional Testing (FT) The purpose of the FT is to verify the proper operation of all PLC control logic and its interaction with field equipment and devices. Carollo will assist TSI with FT as needed following the completion of CEET and the Contractor’s testing of the manual operation of equipment. The FT will be performed by TSI.

Task 12.5 Deliverables
- Test Forms
Task 12.5 Assumptions
- Loop validation testing will be completed by the Contractor and approved by the City prior to testing activities outlined in this task.
- Contractor, ICSC, and City Staff will assist Carollo’s programmer for the testing activities outlined in this task.
- ICSC will perform all process startup and commissioning tasks.

SUBTASK 12.6 Final Documentation and Follow-Up Services

12.6.1 Operation and Maintenance (O&M) Manuals Carollo will provide the following as part of the O&M Manuals:

1. CEET and FT results

2. SCADA system hardware and software
Electronic copies of the individual O&M sections listed above will be delivered to the Contractor for incorporation into the overall project O&M manual.
12/6/21 Page 11

12.6.2 Warranty Period Services Carollo will provide the following Warranty Period Services:

1. On-call, dial-in adjustments during the 1-year warranty period following substantial completion of the construction contract.

2. Attempt to troubleshoot the problem over the telephone to determine the cause and whether the reported problem is covered under warranty services.

3. If the problem is covered under warranty services, Carollo’s Programmer will determine the cause, determine what repairs or corrections are necessary, and perform necessary work.

4. Provide on-site staff to perform software repairs. Carollo’s Programmer will generally require one to two (1-2) working days’ notice to perform on-site repairs. However, for serious problems that disrupt treatment operations, the Programmer will make every reasonable effort to arrive on site as soon as possible after notification of the problem.

5. If the Programmer believes a reported problem is not covered under Warranty Services, the Programmer will promptly notify the City. The City will then either obtain repairs through other means or direct the Programmer to proceed with repairs.

6. The City’s Staff and Programmer will attempt to mutually determine and agree if a reported problem is covered by Warranty Services
Note: Warranty Services do not cover equipment, materials, services, or software provided by others. Warranty Services do not include equipment damage caused by misuse, accidental damage, electrical surges, or other events outside the control of the Programmer. Warranty Services do not include work performed by the City or by the Contractor and others hired by the City. The reloading of programs, software files and configuration parameters that becomes necessary due to the failure of equipment provided by others or the negligent acts of others (i.e., not the Programmer) is not covered by the warranty.

Task 12.6 Deliverables
- O&M Manual

CITY STAFF ASSISTANCE
City staff is expected to provide the following services:
• Attend all coordination meetings, construction meetings, and conference calls.

Coordinate with interested City departments for attendance as required. • Provide review of HMI program to be installed at the well sites. • Participate in and attend meetings with the project team to discuss issues, concerns, opportunities, and challenges.

COST
Cost for this scope of services is detailed in the attached budget table, Attachment A. Costs will be billed on a monthly basis on a time and materials not-to-exceed basis as a part of the 12/6/21 Page 12
existing project invoice. Hourly rates are per the original rate schedule for work performed in 2021, and will be updated annually starting January 2022 and the start of each subsequent calendar year, per the original agreement. The City’s project manager may approve by email subsequent reallocation between tasks within the authorized budget.

SCHEDULE
The schedule of completion for the work described in this base scope of services is approximately 8 months from receipt of Notice to Proceed. +10%
SUB MARKUP12/6/2021

PROJECTTOTAL
PIC Advisor PM PE Str/Arch Lead Str. PE Staff Eng. Elec IC SCADA HVAC Asset Mgmt Hann Siebert Cleveland Ducker Dadik/Hollenb augh Harding Robertson Bahneman Robinson Moore/ Janowiak Green James Task Task Description $284 $327 $327 $284 $305 $239 $196 $284 $284 $284 $273 $305 $206 $148 $130 $1311 2 Wells Treatment System Design and ESDC

11.1 Design of Westbrook & Solaire Treatment 12 24 354 24 100 100 120 280 40 1,054 247,788 $ 13,702 $ 261,490 $ 261,490 $

11.2 ESDC of Westbrook & Solaire Treatment 4 24 150 12 80 80 120 40 40 12 562 149,056 $ 7,306 $ $ 4,000 $ 160,362 160,362 $

11.3 Startup, Commissioning, & Training - 8 80 40 8 24 160 42,264 $ 2,080 $ 44,344 $ 44,344 $ TASK 11 TOTAL - 16 56 584 36 - 120 188 244 40 - - 160 280 52 1,776 439,108 $ 23,088 $ 4,000 $ 466,196 $ 466,196 $ 12 Programming

12.1 Project Coordination 122 122 34,648 $ 1,586 $ 2,000 $ 38,234 $ 38,234 $ 12.2 Programming Investigations 48 48 13,632 $ 624 $ $ 500 $ 14,756 14,756 $

12.3 Proces Control Software Development - 176 176 49,984 $ 2,288 $ 500 $ 52,772 $ 52,772 $ 12.4 Acceptance Testing 36 36 10,224 $ 468 $ 100 $ 10,792 $ 10,792 $

12.5 Install, Testing, Startup, & Comissioning 108 108 30,672 $ 1,404 $ $ 1,550 $ 33,626 33,626 $

12.6 Final Documentand and Follow-Up Services - 64 4 68 18,696 $ 884 $ 200 $ 19,780 $ 19,780 $ TASK 12 TOTAL - - - - - - - - - 554 - - - - 4 558 157,856 $ 7,254 $ 4,850 $ 169,960 $ 169,960 $ TOTAL TASKS 11 & 12 $ 636,156

CITY OF ROSEVILLE
CAD
Tech
Doc.

Process. Total
Hours
Labor
Cost
Carollo Engineers, Inc.

ASR WELL & PUMP STATION PROJECT- AMENDMENT NUMBER 1

ATTACHMENT A - FEE PROPOSAL
Sr. CAD
Tech Carollo
Subtotal
PECE1 Expenses
12/6/2021
ORDINANCE NO. 6444

ORDINANCE OF THE COUNCIL OF THE CITY OF ROSEVILLE
AUTHORIZING CERTAIN AMENDMENTS TO THE FISCAL YEAR2021-22

BUDGET AND DECLARING THIS ORDINANCE TO BE IMMEDIATELY

EFFECTIVE AS AN APPROPRIATION MEASURE
THE CITY OF ROSEVILLE ORDAINS:

SECTION 1. The City of Roseville Annual Budget, Fiscal Year 2021-22, is hereby amended as listed on the attached budget adjustment for the Aquifer Storage Recovery Well and Pump Station Project.

SECTION 2. This ordinance is hereby declared to be an appropriation measure, immediately effective pursuant to the provisions of Section 5.03 of the Charter.

SECTION 3. The City Clerk is hereby authorized and directed to post a true copy of the foregoing ordinance in each of three (3) conspicuous locations in the City and she shall immediately after such posting enter in the ordinance book, under the record of the ordinance, a certificate under her hand stating the time and place of such publication by posting.

PASSED AND ADOPTED by the Council of the City ofRoseville, this day of , 2022, by the following vote on roll call:

AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:

MAYOR
ATTEST:

City Clerk
12/16/20212:11 PM
1 REQUEST FOR BUDGET ADJUSTMENT
REQUESTER NAME & TITLE: Janice Gainey, Senior Engineer FISCAL YEAR: 2022 PREPARER NAME & TITLE: Nancy Rothlisberger, Sr. EU Business Analyst COUNCIL DATE (if applicable): 1/19/2022 DEPARTMENT/DIVISION: EU/Tech Services ORDINANCE:

EXPENDITURES/EXPENSES/TRANSFERS OUT
BUDGET ($)
Fund Account Center Project Adjustment
6120 5301 84001 500155 650,000
6120 5080 84001 500155 50,000
700,000

REVENUES/TRANSFERS IN
BUDGET ($)
Fund Account Center Project Adjustment
-
700,000

FUND BALANCE
BUDGET ($)
Fund Account Center Project Adjustment
6120 (700,000)
(700,000)
Justification for Budget Adjustment:

REQUESTING DEPARTMENT HEAD / DESIGNEE DATE BUDGET MANAGER / DESIGNEE DATE

CHIEF FINANCIAL OFFICER / DESIGNEE DATE CITY MANAGER / DESIGNEE DATE

POSTED BY DATE
Revised: June 24, 2019
TOTAL

ACCOUNT STRING

DESCRIPTION
LABOR?
BUDGET DEPARTMENT USE ONLY:

Environmental Utilities' Aquifer Storage and Recovery (ASR) Well - Design project (500155) in the Water Construction Fund (6120) requires an amendment with Corollo Engineers ($636,156). During the initial design, it was discovered that the Westbrook and Solaire ASR wells will require water treatment systems. Additionally, EU's SCADA group requested support on these two facilities. Because of this increased scope, the project’s current city staff (secondary) labor budget requires an additional $50,000. Rounding that contract amendment up to $650,000 and adding in labor, this budget adjustment is requesting $700,000 from the available resources in the Water Construction Fund. This will bring the project's total remaining budget to $763,373 and it's total lifetime budget to $4,825,000. The reimbursement for secondary labor is already included in the EU Tech Services operating budget for FY2022 and will be appropriated as needed in FY2023.

Secondary labor on 500155
TOTAL
TOTAL

ACCOUNT STRING

DESCRIPTION
Contract amendment on 500155
Decrease available resources in the Water Construction
Fund

NET ADJUSTMENT

ACCOUNT STRING

DESCRIPTION
12/16/21

COUNCIL COMMUNICATION
CC #: 1892
File #: 0721 & 0201-01
Title:

Fiscal Year 2021/22 Transportation Development Act Claim and Transit Fund Budget Adjustment
Contact: Cameron Schreiter 916-774-5293 [email protected] Meeting Date: 1/19/2022
Item #: 7.17.

RECOMMENDATION TO COUNCIL
Staff Recommends the City Council:

1. Adopt a resolution approving the Fiscal Year (FY) 2021/22 Transportation Development Act (TDA) claim in the amount of $13,899,717 and authorize the City Manager or his designee to execute the claim on behalf of the City; and

2. Approve a payment to the Placer County Transportation Planning Agency of $225,000 in FY2021/22 Local Transportation Funds; and

3. Adopt an ordinance approving a budget adjustment for the Transit Fund, adding FTA revenues in the amount of $606,202, State Transit Assistance (STA) revenues in the amount of $419,155, reducing passenger fare revenues by $125,000 and reducing Local Transportation Fund (LTF) revenues by $900,537.

BACKGROUND
Roseville Transit is funded primarily through Transportation Development Act (TDA) resources that include the Local Transportation Fund (LTF), State Transit Assistance (STA), and Senate Bill 1 (SB1) State of Good Repair (SGR) funds. These formula funds are distributed to Roseville by the Placer County Transportation Planning Agency (PCTPA). Roseville Transit also receives funding from the Federal Transit Administration (FTA). Roseville Transit’s FY2021/22 budget was based upon preliminary findings of apportionment provided by PCTPA, as well as our then understanding of available FTA funds.

FTA - In April of 2021, President Biden signed the American Rescue Plan Act (ARPA) of 2021.

ARPA includes stimulus funds for a variety of federal programs including transit. The FTA ARPA funds currently allocated to Roseville total $2,450,815. These are in addition to Coronavirus Aid, Relief, and Economic Security Act (CARES) and Coronavirus Response and Relief Supplemental Appropriations Act (CRRSAA) stimulus funds that were approved in April of 2020 and January of 2021, respectively. The current FY2021/22 budget assumes the use of approximately $1.8 million in FTA stimulus funds to support transit operations. Given the availability of additional ARPA funds, staff recommends that the Transit Fund’s FTA revenues be increased by $606,202 as shown in the proposed budget adjustment. This will leave a balance of approximately $1.2 million in FTA stimulus funds to be used in the upcoming FY2022/23 budget.

STA - STA revenue is derived from state diesel fuel excise taxes with augmentation from Senate Bill 1 (SB1). STA funds are applied to administration, operations, maintenance, and capital projects for the City's transit system. PCTPA adopted a preliminary apportionment for FY2021/22 LTF that assumed lower than normal sales tax receipts due to the COVID-19 pandemic, and that lower number was used for Roseville Transit’s FY2021/22 budget. PCTPA recently adopted a final apportionment that increased the available STA funds by $419,155 to $1,251,860. The proposed budget adjustment and TDA claim reflect the increase in STA funds.

LTF - LTF revenue comes from a 1/4 cent sales tax in Placer County and is used for local transportation programs. Similar to STA, PCTPA adopted a preliminary apportionment for FY2021/22 LTF that assumed lower than normal sales tax receipts due to the COVID-19 pandemic. As it turns out, retail sales remained strong during most of the pandemic and, as a result, the final LTF apportionment for FY2021/22 has been increased to $12,464,776. Staff is recommending that $6,755,992 be claimed for use in the Transit Fund to support transit operations and capital expenses. This amount takes into account the increase in available FTA and STA funds noted above, but a projected decrease of $125,000 in passenger fares due to the continued transit ridership impact of the pandemic, for a total overall reduction in transit fund LTF revenues of $900,357.

Staff proposes that the FY2021/22 balance of LTF funds totaling $5,708,784 be claimed for use in the Transportation Fund to support the City's bikeway, Transportation Systems Management (TSM) and crossing guard programs, and capital projects. Of this amount, $225,000 is claimed to support the 2022 Transportation Funding Strategy Outreach, which will evaluate whether or not to pursue a transportation sales tax district vote in the south Placer County area in 2022. The sales tax district would provide much-needed revenue for transportation maintenance and capital projects.

SGR - SB1's State of Good Repair (SGR) program provides needed funding towards maintenance of the Roseville Transit bus fleet. The SGR program is funded by a portion of the State Transportation Improvement Fee on vehicle registrations. The amount of SGR funds available in FY2021/22 has decreased slightly to $183,081. These funds have been budgeted for use in this year's battery-electric commuter bus replacement project.

FISCAL IMPACT
The recommended budget adjustment reflects increased federal and state funding that are intended to support transit operations during the COVID-19 pandemic. In addition, the TDA claim totaling $13,899,717 provides much-needed revenues to the Transportation and Transit Fund programs and projects.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378. The FY2021-22 Transportation Development Act Claim action meets the above criteria and is not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Goal A - Remain fiscally responsible in a changing world Goal E - Deliver exceptional city services
Goal F - Invest in well-planned infrastructure and growth Respectfully Submitted,
Cameron Schreiter, Transportation Grants Analyst
Jason Shykowski, Public Works Director
_____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description
Resolution 22-016
TDA Annual Project and Financial Plan
LTF Claim FY22
STA Claim FY22
SGR Claim FY22
Ordinance 6445
Budget Adjustment
RESOLUTION NO. 22-016
APPROVING AND AUTHORIZING EXECUTION OF THE 2021/22 TRANSPORTATION

DEVELOPMENT ACT CLAIMS TO THE PLACER COUNTY TRANSPORTATION

PLANNING AGENCY
WHEREAS, the California Public Utilities Code, commencing with Section 99200, and Title 21 of the California Code of Regulations, commencing with Section 6600, authorize local transportation funding available through the Local Transportation Fund and State Transit Assistance Fund established by the Transportation Development Act; and WHEREAS, the Placer County Transportation Planning Agency is responsible for reviewing and approving annual transportation claims, and for making allocations from the Local Transportation Fund and State Transit Assistance Funds; NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Roseville hereby authorizes and directs the City Manager to execute the FY2021/22 Transportation Development Act Claims in the amount of $13,899,717 to the Placer County Transportation Planning Agency as follows:

1. Local Transportation Funds for public transportation system purposes as authorized by Article 4, commencing with Section 99260 of the California Public Utilities Code and for streets and roads purposes authorized by Article 8, commencing with Section 99400 of the California Public Utilities Code, in an aggregate amount not to exceed $12,464,776.

2. State Transit Assistance Funds for transit operations, as authorized by Section 99313 and Section 99314 of the California Public Utilities Code, Chapter 4, Article 6.5, in an aggregate amount not to exceed $1,251,860.

3. State of Good Repair Funds for transit maintenance as provided by in Senate Bill 1, in an aggregate amount not to exceed $183,081.

PASSED AND ADOPTED by the Council of the City of Roseville this ___ day of __________________________, 20__, by the following vote on roll call:

AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:
______________________________
MAYOR
ATTEST:
___________________________
City Clerk
Placer County Transportation Planning Agency Revised September 2021

TDA ANNUAL PROJECT AND FINANCIAL PLAN
This form will show the planned expenditures of all TDA funds claimed for the fiscal year in addition to any TDA funds carried over from previous years. Briefly describe all operational, capital and/or streets and roads projects which will be funded by TDA moneys. Please show BOTH prior year TDA funds (if any) and current year TDA funds to be used, provide the total cost of each project, and indicate all other sources of funding associated with each project. For capital projects, the projects listed and their associated costs and funding sources should be consistent with the budget developed in the TDA Claim Worksheet completed for the submittal of this claim. The total project cost and total funding source(s) listed below should balance for each project. See attached sample plan for additional guidance.

Claimant: City of Roseville
Fiscal Year: FY 2021/22
Brief Project Description Project Cost Source of Funding & Amount TRANSIT OPERATIONS Administration & Services $6,888,322 Operating Reserve $1,500,000
OPERATIONAL COSTS $8,388,322
Interest Earnings from FY21 $16,587
Carryover $(319,090)
Passenger Fares $300,000
Advertising/Other $225,000
ARPA - FTA $2,450,815
LTF Article 4 FY22 $4,463,150
STA FY22 $1,251,860
OPERATIONAL REVENUE $8,388,322
TRANSIT CAPITAL PROJECTS Transit Capital Projects $3,125,020 Capital Reserve $1,000,000
CAPITAL COSTS $4,125,020
Carryover $1,000,000
FTA Capital Assistance $0
LTF Article 4 FY22 $2,692,870
SB1 SGR FY22 $0
City General Fleet $432,150
CAPITAL REVENUE $4,125,020
STREETS AND ROADS TSM & Bikeway Program $1,123,481
Maintenance-Roadway $318,221
Construction $4,292,729
Other $143,521
Transp. Planning Process $225,000
Subtotal $6,102,952
Capital Reserve $1,000,000
STREETS & ROADS COSTS $7,102,952
Carryover $2,347,073
Interest Earnings FY21 $50,399
LTF Article 8a FY22 $5,483,784
LTF Article 8a FY22
Transp. Planning Process $225,000
Federal Grants $193,530
FY21 Claim Unreleased $3,192,913
STREETS & ROAD REV. $11,492,699
EST. CARRYOVER FY22 $4,389,747

CLAIM FOR LOCAL TRANSPORTATION FUNDS
TO: PLACER COUNTY TRANSPORTATION PLANNING AGENCY
299 NEVADA STREET, AUBURN, CA 95603
FROM:

CLAIMANT: City of Roseville
ADDRESS: 316 Vernon Street, Suite 150
Roseville, CA 95678
CONTACT PERSON: Michael Dour
Phone:(916) 746-1304 Email: [email protected]
The City of Roseville hereby requests, in accordance with the State of California Public Utilities Code, commencing with Section 99200 and the California Code of Regulations commencing with Section 6600, that this claim for Local Transportation Funds be approved for Fiscal Year 2021/22, in the following amounts for the following purposes to be drawn from the Local Transportation Fund deposited with the Placer County Treasurer:

P.U.C. 99260a, Article 4, Transit Operations: $ 3,211,126 P.U.C. 99260a, Article 4, Transit Capital: $3,544,866
P.U.C. 99275, Article 4.5, Community Transit Services $0.00 P.U.C. 99400a, Article 8a, Local Streets and Roads $5,483,784 P.U.C. 99402, Article 8a, Transportation Planning Process $225,000 P.U.C. 99400c, Article 8c, Contracted Transit Services: $0.00 P.U.C. 99400e, Article 8e, Capital for Contracted Services: $0.00 C.C.R. 6648, Capital Reserve: $0.00
When approved, this claim will be transmitted to the Placer County Auditor for payment. Approval of the claim and payment by the County Auditor to the applicant is subject to such monies being available for distribution, and to the provisions that such monies will be used only in accordance with the terms of the approved annual financial plan and budget. Claimant must submit a complete Fiscal and Compliance Audit for the prior fiscal year prior to issuance of instructions to the County Auditor to pay the claimant in full.

APPROVED: APPLICANT:

PLACER COUNTY

TRANSPORTATION PLANNING AGENCY

BOARD OF DIRECTORS
BY: BY:
(signature) (signature)
TITLE: TITLE: CITY MANAGER
DATE: DATE:

CLAIM FOR STATE TRANSIT ASSISTANCE FUNDS
TO: PLACER COUNTY TRANSPORTATION PLANNING AGENCY
299 NEVADA STREET, AUBURN, CA 95603
FROM:

CLAIMANT: City of Roseville
ADDRESS: 316 Vernon Street, Suite 150
Roseville, CA 95678
CONTACT PERSON: Michael Dour
Phone:(916) 746-1304 Email: [email protected]
The City of Roseville hereby requests, in accordance with the State of California Public Utilities Code commencing with Section 99200 and the California Code of Regulations commencing with Section 6600, that this claim for State Transit Assistance be approved in the amount of $$1,251,860 for Fiscal Year 2021/22 , in the following amounts for the following purposes to be drawn from the State Transit Assistance fund deposited with the Placer County Treasurer:

Transit Operations (6730a): $1,251,860
Transit Capital (6730b): $0.00
Contracted Transit Services (6731b): $0.00
Community Transit Services Provided by WPCTSA (6731.1): $0.00 When approved, this claim will be transmitted to the Placer County Auditor for payment. Approval of the claim and payment by the County Auditor to the applicant is subject to such monies being available for distribution, and to the provisions that such monies will be used only in accordance with the terms of the approved annual financial plan and budget.

APPROVED: APPLICANT:

PLACER COUNTY

TRANSPORTATION PLANNING AGENCY

BOARD OF DIRECTORS
BY: BY:
(signature) (signature)
TITLE: TITLE: CITY MANAGER
DATE: DATE:

CLAIM FOR STATE OF GOOD REPAIR PROGRAM FUNDS
TO: PLACER COUNTY TRANSPORTATION PLANNING AGENCY
299 NEVADA STREET, AUBURN, CA 95603
FROM:

CLAIMANT: City of Roseville
ADDRESS: 316 Vernon Street, Suite 150
Roseville, CA 95678
CONTACT PERSON: Michael Dour
Phone:(916) 746-1304 Phone:(916) 746-1304
The City of Roseville hereby requests, in accordance with the State of California Public Utilities Code commencing with Section 99200 and the California Code of Regulations commencing with Section 6600, that this claim for State of Good Repair Funds be approved in the amount of $$183,081 for Fiscal Year 2021/22, in the following amounts for the following purposes to be drawn from the State Transit Assistance fund deposited with the Placer County Treasurer.

Transit Capital (6730a): $183,081
When approved, this claim will be transmitted to the Placer County Auditor for payment. Approval of the claim and payment by the County Auditor to the applicant is subject to such monies being available for distribution, and to the provisions that such monies will be used only in accordance with the terms of the approved annual financial plan and budget.

APPROVED: APPLICANT:

PLACER COUNTY

TRANSPORTATION PLANNING AGENCY

BOARD OF DIRECTORS
BY: BY:
(signature) (signature)
TITLE: TITLE: CITY MANAGER
DATE: DATE:

ORDINANCE NO. 6445

ORDINANCE OF THE COUNCIL OF THE CITY OF ROSEVILLE
AUTHORIZING CERTAIN AMENDMENTS TO THE FISCAL YEAR2021-22

BUDGET AND DECLARING THIS ORDINANCE TO BE IMMEDIATELY

EFFECTIVE AS AN APPROPRIATION MEASURE
THE CITY OF ROSEVILLE ORDAINS:

SECTION 1. The City of Roseville Annual Budget, Fiscal Year 2021-22, is hereby amended as listed on the attached budget adjustment for the Transit Fund.

SECTION 2. This ordinance is hereby declared to be an appropriation measure, immediately effective pursuant to the provisions of Section 5.03 of the Charter.

SECTION 3. The City Clerk is hereby authorized and directed to post a true copy of the foregoing ordinance in each of three (3) conspicuous locations in the City and she shall immediately after such posting enter in the ordinance book, under the record of the ordinance, a certificate under her hand stating the time and place of such publication by posting.

PASSED AND ADOPTED by the Council of the City ofRoseville, this _ day of , 2022, by the following vote on roll call:

AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:

MAYOR
ATTEST:

City Clerk

REQUEST FOR BUDGET ADJUSTMENT
REQUESTER NAME & TITLE: Mike Dour, Alternative Transportation Manager FISCAL YEAR: FY2021-22 PREPARER NAME & TITLE: Suzanne Engelke, Administrative Technician COUNCIL DATE (if applicable): 1/19/2022 DEPARTMENT/DIVISION: Public Works/Alternative Transportation ORDINANCE:

EXPENDITURES/EXPENSES/TRANSFERS OUT
BUDGET ($)
Fund Account Center Project Adjustment
-

REVENUES/TRANSFERS IN
BUDGET ($)
Fund Account Center Project Adjustment
6511 4341 62410 (125,000)
6511 4401 62410 606,202
6511 4420 62410 419,155
6511 4425 62410 (900,357)
-
-

FUND BALANCE
BUDGET ($)
Fund Account Center Project Adjustment
-
Justification for Budget Adjustment:

REQUESTING DEPARTMENT HEAD / DESIGNEE DATE BUDGET MANAGER / DESIGNEE DATE

CHIEF FINANCIAL OFFICER / DESIGNEE DATE CITY MANAGER / DESIGNEE DATE

POSTED BY DATE
Revised: June 24, 2019
TOTAL
TOTAL

ACCOUNT STRING DESCRIPTION

NET ADJUSTMENT

ACCOUNT STRING DESCRIPTION
REQUIRED APPROVALS:

BUDGET DEPARTMENT USE ONLY:

Due to the increased grant apportionments, Local Transportation Funds can be decreased by <$900,357>.

This budget adjustment is needed to adjust the revenue sources for Transit Services. The revenue for Roseville Transit's passenger fares needs to be reduced by <$125,000> due to continued low ridership caused by the Covid pandemic. The new total for passenger fares budget will be $275,000.

In addition, Alternative Transportation received additional federal funding (ARPA), so federal and state grants revenue budgets need to be increased. The increase for federal grants will be $606,202, resulting a revised budget of $2,450,815. The increase for state grants will be $419,155, resulting in a revised budget of $1,251,860
Reduce bus passenger fares
Reduce Local Transportation Funds (LTF)

ACCOUNT STRING DESCRIPTION
Increase Federal Grants (Function code 36144)
Increase State Transit Assistance
TOTAL
12/23/202110:58 AM
1 COUNCIL COMMUNICATION
CC #: 1872
File #: 0316-04
Title: Second Reading - 2021 Speed Limit Ordinance Update Contact: Jana Cervantes 916-774-5498 [email protected] Meeting Date: 1/19/2022
Item #: 7.18.

RECOMMENDATION TO COUNCIL
ORDINANCE NO. 6438 OF THE COUNCIL OF THE CITY OF ROSEVILLE AMENDING SECTION 11.28.010 OF CHAPTER 11.28 OF TITLE 11 OF THE ROSEVILLE MUNICIPAL CODE REGARDING SPEED LIMITS, for second reading and adoption.

BACKGROUND
Not applicable.

FISCAL IMPACT
Not applicable.

ENVIRONMENTAL REVIEW
Not applicable.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Goal C - Maintain a safe and healthy community
Goal E - Deliver exceptional city services
Respectfully Submitted,
Jana Cervantes, Senior Engineer
Jason Shykowski, Public Works Director
_____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description
Ordinance 6438
ORDINANCE NO. 6438

ORDINANCE OF THE COUNCIL OF THE CITY OF ROSEVILLE AMENDING SECTION

11.28.010 OF CHAPTER 11.28 OF TITLE 11 OF THE ROSEVILLE MUNICIPAL CODE

REGARDING SPEED LIMITS
THE CITY OF ROSEVILLE ORDAINS:

SECTION 1. Section 11.28.010 of Chapter 11.28 of Title 11 of the Roseville Municipal Code is hereby amended to read as follows:

11.28.10 Change in speed limits set by state law.

Pursuant to authority contained in Sections 22357 and 22358 of the Vehicle Code, the city council determines upon the basis of an engineering and traffic survey that the prima facie speed limits set forth in this section would facilitate the orderly movement of vehicular traffic and would be reasonable and safe, except when passing school grounds, and it is determined that a speed limit greater than those hereinafter set forth would be more than is reasonable or safe. It is declared that the prima facie speed limits hereinafter set forth are established according to law:

1. Alexandra Drive:
a. Between East Roseville Parkway and Secret Ravine Parkway, 35 mph;

2. All-America City Boulevard:
a. Between Los Vegas Avenue and Washington Boulevard, 25 mph;

3. Angus Road:
a. Between Fiddyment Road and Casa Sedona Drive, 35 mph;

4. Antelope Creek Drive:
a. Between Galleria Boulevard and Creekside Ridge Drive, 30 mph, b. Between Creekside Ridge Drive and end, 30 mph;

5. Atkinson Street:
a. Between Denio Loop and Church Street, 40 mph,
b. Between Denio Loop and PFE, 45 mph;

6. Atlantic Street:
a. Between Yosemite Street and Interstate 80, 40 mph;

7. Auburn Boulevard:
a. Between Riverside and city limits, 35 mph;
2 8. Automall Drive: 30 mph;

9. Baseline Road:
a. Between Foothills Boulevard and Fiddyment Road, 45 mph;

10. Berry Street:
a. Between 156 Berry Street and Galleria Boulevard, 35 mph;

11. Blue Oaks Boulevard:
a. Between Fiddyment Road and eastern city limits, 45 mph, b. Between Fiddyment Road and Hayden Parkway, 50 mph;

12. Bob Doyle Drive:
a. Between Kennerleigh Parkway and Hayden Parkway, 35 mph;

13. Brady Lane:
a. Between Vineyard Road and Baseline Road, 40 mph;

14. Brookstone Drive:
a. Between Westbrook Boulevard (N) and Westbrook Boulevard (S), 30 mph;

15. Casa Sedona Drive:
a. Between Angus Road and Crocker Ranch Road, 30 mph;

16. Central Park Drive:
a. Between Fairway Drive and Highland Park Drive, 25 mph;

17. Chase Drive:
a. Between Roseville Parkway and Heritage Drive, 30 mph;

18. Church Street:
a. Between Atkinson Street and Washington Boulevard, 35 mph;

19. Cirby Hills Drive:
a. Between Cirby Way and end, 30 mph;

20. Cirby Way:
a. Between Foothills Boulevard and Old Auburn Boulevard, 40 mph;

21. Commerce Drive:
3 a. Vernon Street and Roseville Road, 35 mph;

22. Country Club Drive:
a. Between Baseline Road and Pleasant Grove Boulevard, 35 mph;

23. Crawford Parkway:
a. Between Schellhous Drive and Fiddyment Road, 35 mph; b. Between North Hayden Boulevard to Schellhous Drive, 25 mph;

24. Creekside Ridge Drive:
a. Between Roseville Parkway and end, 25 mph;

25. Crimson Ridge Way:
a. Between Woodcreek Oaks Boulevard and Roseville Parkway, 30 mph;

26. Crocker Ranch Road:
a. Between Blue Oaks Boulevard and Opal Drive, 35 mph;

27. Del Webb Boulevard:
a. Between Fiddyment Road and Blue Oaks Boulevard, 35 mph;

28. Diamond Creek Boulevard:
a. Between Blue Oaks Boulevard and Parkside Way, 35 mph;

29. Douglas Boulevard:
a. Between Vernon Street and 1-80, 30 mph,
b. Between I-80 and Rocky Ridge, 35 mph,
c. Between Rocky Ridge Drive and Sierra College Boulevard, 45 mph;

30. Eastridge Drive:
a. Between Old Auburn Road and Weston Way, 30 mph;

31. East Roseville Parkway:
a. Between Taylor Road and Sierra College Boulevard, 45 mph, b. Between Sierra College Boulevard and eastern City limits, 40 mph;

32. Estates Drive:
a. Between Folsom Road and Harding Boulevard, 25 mph;

33. Eureka Road:
4 a. Between Interstate 80 and Sierra College Boulevard, 40 mph;

34. Fairway Drive:
a. Between northern city limits and Stanford Ranch Road, 40 mph;

35. Fiddyment Road:
a. Between Pleasant Grove Boulevard and northern city limits, 45 mph, b. Between Pleasant Grove Boulevard and Baseline Road, 50 mph;

36. Fidelity Way:
a. Between Blue Oaks Boulevard and Freedom Way, 30 mph;

37. Folsom Road:
a. Between Vernon Street and Douglas Boulevard, 25 mph;

38. Foothills Boulevard:
a. Between Cirby Way and Blue Oaks Boulevard, 45 mph,
b. Between Blue Oaks Boulevard and northern city limits, 40 mph;

39. Freedom Way:
a. Between Industrial Avenue and Washington Boulevard, 40 mph;

40. Galilee Road:
a. Between Pleasant Grove Boulevard and Industrial Avenue, 35 mph;

41. Galleria Boulevard:
a. Between Harding Boulevard and Roseville Parkway, 45 mph, b. Between Roseville Parkway and SR-65, 40 mph;

42. Gibson Drive:
a. Between Roseville Parkway (E) and Roseville Parkway (W), 40 mph;

43. Hallissy Drive:
a. Between Washington Boulevard and Pleasant Grove Boulevard, 30 mph;

44. Harding Boulevard:
a. Between Douglas Boulevard and Estates Drive, 30 mph, b. Between Estates Drive and Lead Hill Boulevard, 35 mph, c. Between Lead Hill Boulevard and Wills Road, 40 mph;

45. Hayden Parkway:
5 a. Between Fiddyment Road and Blue Oaks Boulevard, 35 mph;

46. Highland Park Drive:
a. Between Fairway Drive and Pleasant Grove Boulevard, 30 mph, b. Between Pleasant Grove Boulevard and Stanford Ranch, 35 mph;

47. Hillsborough Drive:
a. Between East Roseville Parkway and Eureka Road, 35 mph;

48. Holt Parkway:
a. Between Fiddyment Road and North Hayden Parkway, 30mph;

49. Industrial Avenue:
a. Between Northern city limits and Washington Boulevard, 45mph;

50. Junction Boulevard:
a. Between Baseline Road and Foothills Boulevard, 45 mph, b. Between Foothills Boulevard and Washington Boulevard, 40 mph;

51. Kennerleigh Parkway:
a. Between Pleasant Grove Boulevard and Bob Doyle Drive, 35 mph;

52. Kenroy Lane:
a. Between Riverside Avenue and end, 25 mph;

53. Lead Hill Boulevard:
a. Between Harding Boulevard and North Sumise Avenue, 35 mph, b. Between North Sunrise Avenue and East Roseville Parkway, 40 mph;

54. Main Street:
a. Between Foothills Boulevard and Porter Drive, 35 mph;

55. Market Street:
a. Between Pleasant Grove Boulevard and southerly end, 35 mph;

56. McAnally Drive:
a. Between Foothills Boulevard and Woodcreek Oaks Boulevard, 35 mph;

57. Melody Lane:
a. Between Cirby Way and West Whyte Avenue, 35 mph;

58. Miners Ravine Drive:
6 a. Between Sierra College Boulevard and Copperleaf Street, 30 mph;

59. Monument Drive:
a. Between Pleasant Grove Boulevard and Bob Doyle Drive, 30 mph;

60. New Meadow Drive:
a. Between Blue Oaks Boulevard and Parkside Way, 35 mph;

61. Niblick Drive:
a. Between Blue Oak Boulevard and end, 35 mph;

62. North Cirby Way:
a. Between Thistle Down Drive and East Roseville Parkway, 35 mph;

63. North Hayden Parkway:
a. Between Fiddyment Road and Hollis Way, 35 mph;

64. Northpark Drive:
a. Between Woodcreek Oaks Boulevard and Parkside Drive, 30 mph;

65. North Sunrise Avenue:
a. Between Douglas Boulevard and Lead Hill Boulevard, 35 mph, b. Between Lead Hill Boulevard and East Roseville Parkway, 40 mph;

66. Oak Crest Drive:
a. Between Alexandra Drive and Frensham Drive, 25 mph;

67. Old Auburn Road:
a. Between South Cirby and the easterly city limit line, 45 mph, b. Between Sierra College Boulevard and East Roseville Parkway, 35 mph, c. Between South Cirby and the southern city limit line, 35 mph;

68. Old Washington Blvd:
a. Between Atlantic Street and Republican Alley, 15 mph;

69. Olympus Drive:
a. Between Professional Drive and East Roseville Parkway, 30 mph, b. Between East Roseville Parkway and Sierra College Boulevard, 40 mph;

70. Opal Drive:
a. Between Crocker Ranch Road and Parkside Way, 35 mph; 7 71. Opportunity Drive:
a. Vineyard Road and end, 30 mph;

72. Orchard View Road:
a. Between Blue Oaks Boulevard and Harcourt Way, 25 mph;

73. Orlando Avenue:
a. Between Cirby Way and Riverside Avenue/Auburn Boulevard, 40mph;

74. Painted Desert Drive:
a. Between Prairie Woods and Woodcreek Oaks , 30 mph;
b. Between Woodcreek Oaks Boulevard and Roseville Parkway, 35 mph;

75. Parkhill Drive:
a. Between McLaren Drive and East Roseville Parkway, 35 mph;

76. Parkside Drive:
a. Between Opal Drive and Diamond Creek Boulevard, 35 mph, b. Between Diamond Creek and McCloud Way, 25 mph,
c. Between McCloud Way and New Meadow Drive; 35 mph;

77. Park Regency Drive:
a. Between Hiawatha Drive and Junction Boulevard, 30 mph, b. Between Junction Boulevard and Casterbridge Drive, 35 mph;

78. P.F.E. Road:
a. Between Atkinson Street and the western city limits, 45 mph;

79. Phillip Road:
a. Between Westpark Drive and end, 40 mph;

80. Pioneer Road:
a. Between Pleasant Grove Boulevard and Trehowell Drive, 30 mph;

81. Pleasant Grove Boulevard:
a. Between western city limits and Rocklin city limits, 45 mph;

82. Prairie Woods Way:
a. Between Blue Oaks and Painted Desert, 30 mph;

83. Professional Drive:
8 a. Between Rocky Ridge Drive and Olympus Drive, 30 mph;

84. Reserve Drive:
a. Between Diamond Oaks Road and Roseville Parkway, 25 mph, b. Between Diamond Oaks Road and Berry Street, 35 mph

85. Riverside Avenue:
a. Between I-80 and Darling Way, 35 mph,
b. Between Darling Way and Douglas Boulevard, 25 mph;

86. Rocky Ridge Drive:
a. Between East Roseville Parkway and Cirby Way, 40 mph;

87. Roseville Parkway:
a. Between Washington Boulevard and Taylor Road, 45 mph; b. Between Blue Oaks Boulevard and Foothills Boulevard, 35 mph;

88. Roseville Road:
a. Between Cirby Way and the southern city limits, 45 mph;

89. Santa Clara Drive:
a. Between Douglas Boulevard and Sierra Gardens Drive, 30 mph;

90. Scarborough Drive:
a. Between Secret Ravine Parkway and northern city limits, 35 mph;

91. Secret Ravine Parkway:
a. Between East Roseville Parkway and Sierra College Boulevard, 45 mph;

92. Schellhous Drive:
a. Between Holt Parkway and Cumberland Loop, 25 mph;

93. Sierra Boulevard:
a. Between Roseville Street and Alta Vista, 30 mph;

94. Sierra College Boulevard:
a. Between Olympus Drive and Old Auburn Road, 45 mph,
b. Between Olympus and city limits, 50 mph;

95. Sierra Gardens Drive:
a. Between Douglas Boulevard and North Sunrise Avenue, 30 mph; 9 96. South Cirby Way:
a. Between Rocky Ridge Drive and Old Auburn Road, 40 mph;

97. Stanford Ranch Road:
a. Between Highway 65 and northern city limits, 40 mph;

98. Stone Point Drive:
a. Between North Sunrise and Rocky Ridge Drive, 35 mph;

99. Sun City Boulevard:
a. Between Pleasant Grove Boulevard and Del Webb Boulevard, 35 mph; 100. Sunrise Avenue:
a. Between Douglas Boulevard and Cirby Way, 35 mph,
b. Between Cirby Way and city limits, 40 mph;
101. Taylor Road:
a. Between Eureka Road and northern city limits, 45 mph; 102. Trehowell Drive:
a. Between Chase Drive and Pioneer Road, 30 mph;
103. Trestle Road:
a. Between Roseville Parkway and Hallissy Drive, 25 mph; 104. Vernon Street:
a. Between Folsom Road and Lincoln Street, 25 mph,
b. Between Lincoln Street and South Grant Street, 15 mph, c. Between South Grant Street and Riverside Avenue, 25 mph, d. Between Riverside Avenue and 6th Street, 35 mph,
e. Between 6th Street and Cirby Way, 40 mph;
105. Village Green Drive:
a. Between Fiddyment Road and Bob Doyle Drive, 35mph;
106. Vineyard Road:
a. Between Atkinson Street and Brady Lane, 40 mph;
107. Washington Boulevard:
a. Between Oak Street and Elefa Street, 35 mph,
10 b. Between Elefa Street and Blue Oaks Boulevard, 45 mph; 108. Westbrook Boulevard:
a. Between Pleasant Grove Boulevard and Payson Avenue, 40 mph; 109. Westhills Drive:
a. Between Fiddyment Road and Morningstar Drive, 35 mph; 110. Westpark Drive:
a. Between Blue Oaks Boulevard and 2420 feet south of Phillip Road, 40 mph;
b. Between Bickleigh Loop and Bob Doyle Drive, 35mph;
111. Woodcreek OaksBoulevard:
a. Between Baseline Road and Horncastle Avenue, 40 mph, b. Between Horncastle Avenue and Blue Oaks Boulevard, 45 mph; c. Between Blue Oaks Boulevard and northern city limits, 40 mph; 112. Yosemite Street:
a. Between Atlantic Street and Shasta Street, 25 mph.

SECTION 2. This ordinance shall be effective at the expiration of thirty (30) days from the date of adoption.

SECTION 3. The City Clerk is hereby directed to cause this ordinance to be published in full at least once within fourteen (14) days after it is adopted in a newspaper of general circulation in the City, or shall within fourteen (14) days after its adoption cause this ordinance to be posted in full in at least three (3) public places in the City and enter in the Ordinance Book a certificate stating the time and place of said publication by posting.

PASSED AND ADOPTED by the Council of the City of Roseville this ___ day of _____________, 2021, by the following vote on roll call:

AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:
______________________________
MAYOR
ATTEST:
________________________
11 City Clerk

COUNCIL COMMUNICATION
CC #: 1876
File #: 0600-02
Title: Out-of-State Travel Request - Police Department
Contact: Mark Peinado 916-774-5021 [email protected] Meeting Date: 1/19/2022
Item #: 7.19.

RECOMMENDATION TO COUNCIL
Staff requests that City Council approve out-of-state travel for one Detective to attend a Social Networking Investigation class in Hoover, Alabama from January 31st to February 3rd, 2022.

BACKGROUND
The National Computer Forensics Institute (NCFI) is a federally funded training center dedicated to instructing state and local officials in digital evidence and cyber crime investigations. The NCFI has approved for one of Roseville Police Department’s Detectives to attend a Social Networking Investigation course at the NCFI Facility in Hoover, Alabama. The course is designed to provide investigators with the ability to act as an investigator to a variety of social media cases.

Investigators will gain hands-on experience with online social media investigations, email investigations, basic networking, legal issues, and search and seizure. The course combines instructor-led discussions and practical exercises to teach methodologies and techniques used during investigations involving digital evidence of social media with traditional investigative techniques.

FISCAL IMPACT
This course is fully funded by the NCFI. The NCFI will pay for travel expenses, hotel, training cost, and provide per diem for food. There is no cost to the City or impact to the General Fund.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378. Approval of out-of-state travel meets the above criteria and is not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Goal C - Maintain a safe and healthy community
Respectfully Submitted,
Mark Peinado, Management Analyst
Troy Bergstrom, Police Chief
_____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description

COUNCIL COMMUNICATION
CC #: 1890
File #: 0110-01
Title: Placer Valley Tourism - 2022 Strategic Marketing Plan and Budget Contact: Jeannine Thrash 916-774-5473 [email protected] Dennis Kauffman 916-774-5313 [email protected]
Meeting Date: 1/19/2022
Item #: 7.20.

RECOMMENDATION TO COUNCIL
Staff recommends that Council adopt a resolution to approve the 2022 Placer Valley Tourism Strategic Marketing Plan and Budget.

BACKGROUND
The South Placer County Tourism Corporation, dba Placer Valley Tourism (PVT), exists to create a revenue source that specifically promotes and supports tourism efforts that generate overnight stays within the region. Revenue is generated by assessments on hotel room nights for all hotels in the cities of Lincoln, Rocklin and Roseville. This assessment was voted on and approved by all hotel owners in 2014.

On November 5, 2014 the City entered into a Marketing Management Agreement with PVT which authorizes PVT to administer and implement all of the activities and improvements of the Placer Valley Sports Complex and Tourism Marketing District (District). Expenditure of assessments received from the District are directed by the PVT Board, which is comprised of hotel, Chamber and city representatives from Roseville, Rocklin and Lincoln. Pursuant to the Marketing Management Agreement, and as required by state law, the PVT strategic marketing plan and budget shall undergo annual review and approval by the City Council. The City Council has the discretion to approve the strategic marketing plan and budget as submitted or may modify any particular matter contained within these documents.

The attached strategic marketing plan and budget were approved by the PVT Board of Directors on November 18, 2021. Revenues are estimated to exceed expenses as compared to 2021. The key strategies in the 2022 Strategic Marketing plan include:

1. Evaluate and define the new need periods

2. Harness demand and move rate

3. Improve room tracking

4. Evaluate the grant program

5. Continue to build brand awareness with key segments
The attached Placer Valley Tourism 2022 Strategic Marketing Plan provides more detailed information. Staff has reviewed and recommends approval of the PVT's 2022 Strategic Marketing Plan and the 2022 Budget.

FISCAL IMPACT
There is not a fiscal impact associated with this recommendation. Funding for these PVT activities is derived from room night assessments for all hotels in the cities of Lincoln, Rocklin and Roseville. These assessments were voted on and approved by a majority of affected hotel owners in 2014. This assessment is separate and distinct from the 6% transient occupancy tax (TOT) collected by the City of Roseville for all Roseville hotels. The City recently accepted a payment plan from PVT for the repayment to the City for the long field project design costs incurred by the City's Citywide Park-West Roseville Specific Plan Fund. The first payment was in December 2021, with a payment to be made annually until the payoff in 2025.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378. The approval of the Placer Valley Tourism Annual Budget and Strategic Work Plan meets the above criteria and is not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Goal A - Remain fiscally responsible in a changing world Goal D - Enhance economic vitality
Respectfully Submitted,
Jeannine Thrash, Management Analyst
Dennis Kauffman, Assistant City Manager/Chief Financial Officer _____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description
Resolution 22-013
2022 PVTAnnual Budget
2022 PVTStrategic Marketing Plan
RESOLUTION NO. 22-013
APPROVING THE 2022 PLACER VALLEY TOURISM STRATEGIC

MARKETING PLAN AND BUDGET
WHEREAS, the Placer Valley Sports Complex and Tourism Marketing District (District) was created in November 2014 to replace the former South Placer County Tourism Business Improvement Area; and
WHEREAS, Placer Valley Tourism (PVT) administers the District under a Marketing Management Agreement which requires PVT to submit an annual budget and work plan to the City; and
WHEREAS, the 2022 Placer Valley Tourism Strategic Marketing Plan and 2022 Placer Valley Tourism Budget have been reviewed by the City Council; NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Roseville that the 2022 Placer Valley Tourism Strategic Marketing Plan and 2022 Placer Valley Tourism Budget is hereby approved.

PASSED AND ADOPTED by the Council of the City of Roseville this day of , 20 , by the following vote on roll call:

AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:

MAYOR
ATTEST:

City Clerk
2022 Budget 2021 Budget 2021 Total Year
Projection
Budget 2022 vs
Budget 2021
Budget 2022 vs
2021 Projections
Revenues
Net Hotel Assessment to PVT 1 2,564,870 1,814,069 2,276,000 750,801 288,870 - - -
Other Revenues: - - -
7010 · Interest Income 2 600 2,500 500 (1,900) 100
7020 · County Shares Grant 10,000 - (10,000)
Subtotal 600 2,500 10,500 (1,900) (9,900)
- - -
TOTAL REVENUES 2,565,470 1,816,569 2,286,500 748,901 278,970 - -
Expenses - -
Projects: - -
4100 · Marketing 3 140,000 200,000 80,000 (60,000) 60,000 4140 · Tourism Study 12,000 9,000 11,400 3,000 600
4160 · Professional Development 11,000 8,000 3,000 3,000 8,000 4250 · Event Support 4 400,000 300,000 200,000 100,000 200,000 4550 · Board/Staff Development 20,000 16,000 16,000 4,000 4,000 4800 · Web Site 25,000 20,000 20,000 5,000 5,000
4900 · Community Events 5 65,000 40,000 40,000 25,000 25,000 Total Projects 673,000 593,000 370,400 80,000 302,600
- -
Payroll Expenses: - -
2210-2220 · Salaries + Hourly Wages 552,000 520,000 525,000 32,000 27,000 2300-2400 · Payroll Taxes and W/C Ins 50,000 45,000 42,000 5,000 8,000 2450 · Incentive 70,000 20,000 35,822 50,000 34,178
2500-2600 · Employee Benefits 6 75,000 90,000 67,000 (15,000) 8,000 2650 · Temp Labor 165 - (165)
Total Payroll 747,000 675,000 669,987 72,000 77,013
-
Placer Valley Tourism
2022 Budget
Placer Valley Tourism
2022 Budget
2022 Budget 2021 Budget 2021 Total Year
Projection
Budget 2022 vs
Budget 2021
Budget 2022 vs
2021 Projections
Operations: -
3090 ∙ Common Area Maintenance/Assoc Dues 14,000 12,500 11,000 1,500 3,000 3110 · Janitorial/Maintenance 7,000 7,000 2,700 - 4,300 3200 · Utilities 7,000 6,000 6,200 1,000 800
3300 · Telephone 8,500 4,500 6,000 4,000 2,500
3155 · Office Supplies 7,000 7,000 7,000 - -
3400 · Insurance-Liability/D&O 6,500 6,500 6,117 - 383
3600 · Postage and Delivery 600 1,500 600 (900) -
3700 · Accounting and Payroll 5,700 3,500 5,700 2,200 - 3990 · Property Tax 7,000 6,300 6,850 700 150
3810 · Dues and Subscriptions 10,000 6,000 7,000 4,000 3,000 3820 · Legal and Professional 7 40,000 14,000 35,000 26,000 5,000 3831 · Expense Reimbursement-Travel 14,000 12,000 8,000 2,000 6,000 3832 · Expense Reimbursement-Meals 10,000 10,000 3,500 - 6,500 3850 · Audit Fee 7,000 7,000 7,500 - (500)
3900 · City of Roseville Admin Fee 3,500 3,000 3,000 500 500 -
Total Operations 147,800 106,800 116,167 41,000 31,633
- - -
SUBTOTAL EXPENSES 1,567,800 1,374,800 1,156,554 193,000 218,246 - -
Special Projects: -
4855 ∙ Major Projects Rollover 8 25,000 50,000 25,000 (25,000) 25,000 4880 · Major Projects 9 500,000 - 500,000 -
4881 · Long Fields Reimbursement 10 250,000 250,000 250,000 Total Special Projects 775,000 50,000 275,000 725,000 (225,000) -
-
Grand Total Expense 2,342,800 1,424,800 1,431,554 918,000 (6,754) -
Revenue Over Entire Expense 222,670 391,769 854,946 (169,099) (463,176) ATG support back stop loss 11 200,000 200,000
PVT available cash 22,670
Placer Valley Tourism
2022 Budget
1 Assumption is 74% occupancy in 25 hotels.
2 Interest returns are very low due to interest rates. Investment committee will bring recommendations to improve 2022 but an increased income is not budgeted. 3 Marketing is increased from 2021 projections due to more trade shows and group sales efforts as well as room tracking programs. 4 Event Support is high to allow for event opportunities and any change to grant/incentive policies. 5 Continue to expand public relations through sponsorships. 6 Reduction is due to less employees participating in the plan. 7 Assumes finalization of County of Placer agreement.
8 Due to supply chain issues ATG was unable to finish the Capital Grant awarded in 2020, it should be completed Q1 of 2022. 9 Reinstates Major Projects at $500,000.
10 Second reimbursement for the long field development to City of Roseville. Approximately $671k in total remains to be paid and should end in 2025. 11 Budgeted loss based upon feasibility study. Highly unlikely it would be needed based upon 2021 performance and ATG's 2022 budget.

Finding the New Normal
2022 Strategic Plan
Placer Valley Tourism 1
The past 20 months have been a challenging rollercoaster for the hotel industry as well as Placer Valley Tourism (PVT). The everchanging mandates and restrictions due to the unpredictable pandemic saw hotel demand and occupancy teeter-tottering up and down. But the Placer Valley region survived the COVID challenge better than most areas and is already rebounding back to 2019 demand.

As COVID is starting to diminish in our rearview mirror, 2022 will have us assessing what the “new normal” will be and how our marketing and operations need to adjust for the future. During the same time period as COVID, PVT had another very significant change to its historic strategy of sports tourism. Merely weeks before the COVID shutdown, PVT hosted the Grand Opening of the Roebbelen Center (RC) on February 13, 2020. Prior to the mid-March closure, we were able to host four events at the RC. Those events provided new knowledge and data points on how the RC might affect future strategies. 2022 will see PVT incorporate both the new normal of COVID as well as year-round functionality of the RC. We will analyze how these new events at the RC will meld with our existing events that PVT has worked on throughout the three cities of Roseville, Rocklin and Lincoln. Five key areas we will focus on for next year will be:

1. Evaluate and define the new need periods. We believe that the RC will solve most of the hotel demand issues on the weekends of January, February, March and to a lesser degree some of November and December. We anticipate the new need periods will be more date specific than before and most likely shift to midweek.

2. Harness demand and move rate. When PVT’s existing event base is layered on top of the new RC events, it is apparent there will be time periods where multiple event demands will exceed PVT’s hotel inventory. We will determine how best to capture, harness and channel the demand to maximize occupancy and drive average daily rate (ADR) increases.

3. Improve room tracking. Room tracking for events has always been a very labor- intensive, manual process. Given the staffing situation of the hotels, we will look for new opportunities to make improvements.

4. Evaluate our grant program. PVT’s successful room grant program has been in place for years. It is time to review it in the light of competitiveness, as well as the addition of all the new events at the RC.

5. Continue to build brand awareness with key segments. While awareness of PVT continues to grow, there is still work to be done especially towards national/regional event organizers, group Placer Valley Tourism 2
and meeting markets, and the community-at-large, not just the political jurisdiction of Placer County in order to become more of a presence in the Sacramento region.

DEFINING AND TARGETING NEW “NEED” PERIODS
We had hoped 2021 would give us insight to how anticipated room nights from the RC would impact traditionally low occupancy periods for the market, however, events were unable to fully operate under normal conditions until the second quarter of 2021. PVT will continue to track and analyze occupancy and ADR as it impacts the shoulder months of January, February, November and December. It is anticipated that January and February of 2022 will have good room night growth as both months are booked solid with weekend events. For the first six months of 2022 there is currently only one available weekend to book an event in the RC.

PVT will continue to monitor and evaluate room night production of events held at the RC in order to maximize growth and to ensure the overall ongoing success of the building. When deciding which events to pursue we will consider the following:
• Market demand
• Length of stay
• Days of the week
• Potential for growth
Prior to COVID, 2019 room night history showed weekend occupancy rates outpacing midweek business, 77% to 84% comparatively or 7% differential. In 2021, hotel weekend occupancy more rapidly returned to pre-COVID levels driven by sports tourism and leisure business, widening the gap between midweek occupancy due to a much slower rebound of the corporate/business markets. Midweek now lags weekend occupancy by 14 points or twice as much as pre-COVID, 69% to 83% comparatively. With the opening of the RC, a calendar filled with events and the slow return of corporate travel, the widening between these rates has become more prevalent. As we continue to monitor and evaluate room nights, the need to shift focus to drive midweek business and target hard to fill dates such as the weeks of 4th of July, Christmas and New Year’s will become a priority.

Placer Valley Tourism 3
*Above chart data provided by Smith Travel Research illustrates weekend out paces midweek by nearly 14 points of occupancy in Placer Valley.

Revenue Per Available (RevPAR) Midweek and Weekend
for First Week of November*
Location
2021 2019
Midweek Weekend Total Midweek Weekend Total
Placer Valley $79.37 $115.94 $89.82 $94.35 $91.67 $93.59 Folsom $97.52 $130.00 $106.80 $119.25 $89.85 $110.85
Rancho Cordova $67.87 $87.81 $73.57 $86.70 $70.40 $82.04 Sacramento $75.39 $105.89 $84.10 $120.25 $107.56 $116.62 *Above chart data provided by Smith Travel Research illustrates the difference in RevPAR between weekend and midweek rates with weekend margins at $36 more than midweek in the PVT market.

THE PLAN FOR DEMAND
With the exception of some annual events like Placer United Girls Cup and California’s National History Days, the demand for hotel rooms rarely exceeds supply. But projections moving forward into a “non2006 2007 2009 2010 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 Midweek 65.93 64.55 47.39 52.99 59.34 63.27 65.00 67.23 72.94 75.68 77.46 76.81 57.80 69.37 Weekend 71.83 68.82 55.26 61.72 69.20 72.11 73.35 76.65 81.88 82.52 85.06 83.95 63.81 83.13 45%
50%
55%
60%
65%
70%
75%
80%
85%
90%
Placer Valley Hotels Average Occupancy Midweek vs. Weekend* 7%
14%
Placer Valley Tourism 4
restrictive” year of RC events, will trigger some supply challenges that will necessitate an increased need for overflow hotel rooms.

To proactively manage the forecasted demand for more hotel accommodations, the following steps will be considered and refined for implementation:
• Encourage PVT Hotels to work together to capture more hotel stays o Communicate with one another, especially neighboring hotels, to share groups when a single property cannot accommodate all rooms under one roof which will help eliminate groups from seeking rooms outside of Placer Valley
• Establish overflow options at “sister properties” when PVT hotels are at capacity o Invite local hotel sales staff to brainstorm ideas for overflowing attendees to their sister properties located in neighboring cities such as Rancho Cordova, Sacramento and Folsom o Determine the most effective process for securing overflow rooms either through requests from local PVT hotel sales staff and/or PVT to work directly with overflow properties
o PVT to execute annual agreements with overflow properties to include the collection of a room night incentive which will go to the event organizer • Incent existing event organizers who have flexibility to shift to non-impacted dates

IMPROVE ROOM NIGHT TRACKING
Room night tracking data provides us with information to measure the success of events, pay grant incentives to event organizers, and provide crucial direction for event development including capital investments. The majority of tracking data is provided by the hotels using a combination of guest surveying and property management systems. COVID adversely affected hotel staffing in quite a few ways:
initial loss of experienced employees due to drop in business, overwhelmed employees challenged by customer needs, and finding and training new employees to meet the demand. Staff turnover has occurred at all levels from the General Manager to Sales to front line and back-of-house. These and any changes in staffing disrupt the consistency and timeliness of the data. Event organizers are also encouraged to self-track incented by higher grant rates. The results are mixed as information may be difficult to verify with hotels. Improving the accuracy and timeliness of room night tracking will allow for increased data and informed decision making.

Placer Valley Tourism 5
Measures to improve reporting and support the hotels include:
• PVT 101 – Introduce or reintroduce hoteliers to PVT and the importance of room night tracking with:
o Increase site visits focusing on those new to their role and/or behind in providing data o Provide training support for front line staff
o Reward those who continue to do a good job and provide incentive to those who meet the standard
• Utilize an online survey given to event organizers so attendees can self-report at their convenience. Manual surveys have been difficult for event organizers to utilize consistently. The survey link would be included in the room grant process increasing availability. An incentive for responses could be built in and possibly build our social media database at the same time. • Research new survey techniques and/or technology to collect data from our 25 (and growing) hotels. Canvass similar tourism-based organizations for the tools they use to collect insights and data.

GRANT PROGRAM MODIFICATION
Historically, the PVT incentive program also referred to as the “grant program”, has been most effective in attracting and retaining events for Placer Valley. Monetizing organizations for room night production will continue to be a focus in 2022 but to maintain our competitiveness, will need some adjustments to appeal to the quality and sophistication of our new event organizers. For instance, a standard incentive across the U.S. can go as high as $25.00+ per room night. Our standard program is tier-based according to tracked room nights and currently peaks at $8.00 per room night, which has been the same rate for several years now. An additional dollar per room night is added when organizers assist with tracking.

We had hoped to evaluate and modify this program in 2020 and again in 2021, however COVID-19 delayed that project and we are hopeful with a more normalized year, 2022 will be the year to make changes and adjustments to the program.

Based on the differential between our program and that of the industry’s the following will be analyzed:
• Comparison of what third party reservation systems offer • Comparison of what similar Destination Marketing Organizations offer Placer Valley Tourism 6
• Minimum room night thresholds
• Days of week event occurs/timeframe
• Event organizer tracking requirements/benefits of tracking • Established years/events
• Exceptions to the rule

BRAND AWARENESS/MARKETING
Although COVID-19 has prevented the RC from producing a full calendar of events, the need to fill midweek business has become a priority for PVT. As we look into the group and meeting segments that can fill midweek travel, we will need to adjust our traditionally heavy sports focused marketing to align with that strategy, including:
• Establish and grow PVT LinkedIn platform
• Evaluate website information
• Create print and digital collateral
• Work with sales team to find relevant advertising channels, opportunities and messaging While the focus on midweek travel will come to the forefront in 2022, PVT’s ongoing branding will continue with the following:
• Major overhaul of website to streamline navigation and realign events, hotels and newsletter sign-ups as primary focus
• Grow digital presence and awareness through digital ads, social media, Search Engine Optimization/Search Engine Marketing and website optimization • Increase community awareness through sponsorships, signage, digital assets and newsletters • Re-establish importance on press releases and working with media channels • Work with event organizations on hotel specific graphics for use on websites and social media • Research marketing and advertising opportunities for corporate business, website focus and overall messaging
Placer Valley Tourism 7

NOT QUITE AS EXPECTED BUT MADE IT WORK
The high expectations for 2021 were impacted by a continuing presence of COVID restrictions and concerns, however, a willingness to adapt allowed us to persevere when many did not. Following is a brief summary of some RC bookings that had a positive impact on hotel occupancies in 2021 and what to expect in 2022:

GYMNASTICS
Gymnastics was an unexpected stand-out in 2021! Thanks to local organizer, Byer’s Gymnastics Club, the RC was able to play host to the first-EVER Rose Gold Classic Performance which generated 127 tracked room nights. California had not hosted a single gymnastics event since the first shutdown of COVID so when the opportunity presented itself to move forward, we ALL did “back flips” to make the event as safe as possible. Some examples of the safety measures implemented were as follows:
• No spectators allowed
• Staggered on-site times
• Assigned entrance and exits
• Visible signage governing safety protocols throughout the RC • Enforced wearing masks
• Every gym confined to their own pod
• Sanitization of equipment and tip & roll bleachers occurred between each rotating pod • Gyms had to provide their own chalk bucket
We could not be prouder of the team effort and sheer determination set forth by Byer’s, PVT, @the Grounds, Placer County and USA Gymnastics to overcome the obstacles and see the event come to fruition.

As a result of the successful Rose Gold Classic Performance, a second gymnastic performance evolved.

American Gymnastics Academy teamed with Poway Gymnastics to host the Level 2 - 10 Xcel SoCal State Gymnastics Performance in the RC. Safety protocols and techniques established by Byers were implemented and followed. The event was limited to southern California gymnasts thereby creating a HUGE economic impact for Placer Valley hotels and businesses. An astounding 1,414 room nights were generated during a much-needed time.

Placer Valley Tourism 8

BASKETBALL
Another year has passed and Placer Valley is still awaiting the opportunity to host unrestricted elite basketball tournaments inside the RC. Having booked so many renowned NCAA certified tournaments by brands such as Under Armour, Adidas, Zero Gravity, Nike, and East Bay has been challenging as event organizers, PVT has had to navigate through the laborious decision-making process of the NCAA to halt tournament play and college recruitment periods in both 2020 and subsequently 2021. Fortunately for Placer Valley hotels and RC, event hosts have continued to roll-over their bookings to the following year and 2022 will be no exception.

This past year however, did see a couple “modified” tournaments hosted once California lessened some youth sports restrictions but due to venue capacity limitations, fear of traveling and apprehensions of reimposed California shutdowns, team participation was much lower than expected. But even with that said, two July tournaments combined to generate 629 tracked room nights proving Placer Valley hotels will inevitably realize significant room night production in 2022.

A brief snapshot for 2022 currently includes seven elite basketball tournaments being played from April through July and hosted by the following acclaimed NCAA certified event organizations: Hoop Source, 3- Step Sports in partnership with Select Events and Premiere Basketball, Made Hoops, End of Trail, and Grassroots Sports Ventures. One local organizer, Xtreme Hoops will host an expanded tournament in May.

The room night projection from these eight tournaments is expected to exceed 2,500.

VOLLEYBALL
Similar to basketball, volleyball tournaments were also restricted throughout 2020 and the bulk of its 2021 season. But when youth sports restrictions loosened-up and the RC became available over the Memorial Day weekend, Northern California Volleyball Association (NCVA) JUMPED at the opportunity to host a 4- day tournament that went exceptionally well generating over 1,200 tracked room nights. Discussions to annualize the event and possibly create another to take place during the week of July 4th are currently under way.

In 2022, a prominent well-renowned volleyball organization, Showtime Events, will be expanding west to host their first tournament at the RC. We are excited to have the honor of welcoming them and expect great success. Also adding to the line-up of girl’s tournaments being hosted between the months of Placer Valley Tourism 9
January through June are West Coast Volleyball Association with three, Elite Event Partners with three and NCVA with four including Memorial Day Weekend.

On another note, NCVA was FINALLY able to host some boys’ tournaments at the RC in 2021. The boys’ season runs from September – December thereby fulfilling some hotel need periods. Boys’ volleyball is not as popular as girls’ volleyball so NCVA is taking full advantage of the RC to develop the sport. With no history to reference, room night generation has been an unknown until now. To date NCVA has hosted three boys’ tournaments that have surprisingly generated 601 room nights with more numbers still being collected. The potential for exponential growth is forthcoming and PVT will work with NCVA to determine ways to foster and support the growth of boys’ volleyball for the future.

CHEER
Cheer events are ready to embark on the start of a new season that begins November 2021. PVT has been waiting two whole years to see how many “shoulder month” room nights will be generated for Placer Valley hotels.

JAMZ will host two back-to-back competitions in mid-November followed by American Cheer Power, a Varsity Brand, in early December. JAMZ returns in January 2022 followed by National Cheerleaders Association, another Varsity brand, in February 2022. Finishing-out our cheer schedule, The Spirit Network, will host a one-day event in March 2022. If the RC had availability in April, we’d see another cheer booking but instead, the basketball viewing period will finally be hitting ATG and we could not be more excited!

COUNCIL COMMUNICATION
CC #: 1873
File #: 0102-06
Title: Proclamation - School Choice Week January 23-29, 2022 Contact: Blair Hutchison 916-774-5266 [email protected] Meeting Date: 1/19/2022
Item #: 7.21.

RECOMMENDATION TO COUNCIL
Proclaim January 23-29, 2022 as Roseville School Choice Week and call this observance to the attention of all of our citizens.

BACKGROUND
Not applicable.

FISCAL IMPACT
Not applicable.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378. Ceremonial documents meet the above criteria and are not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Not applicable.

Respectfully Submitted,
Blair Hutchison, City Clerk Technician
Helen Dreyer, Assistant City Clerk
_____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description
Proclamation - School Choice Week January 23-29, 2022

COUNCIL COMMUNICATION
CC #: 1868
File #: 0102-10
Title: Resolution - Norm Hinman
Contact: Blair Hutchison 916-774-5266 [email protected] Meeting Date: 1/19/2022
Item #: 7.22.

RECOMMENDATION TO COUNCIL
Commend Norm Hinman for his 15 years of outstanding service and dedication to the City of Roseville, congratulate him for his many accomplishments, and wish him a long, healthy, and enjoyable retirement.

BACKGROUND
Not applicable.

FISCAL IMPACT
Not applicable.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378. Ceremonial documents meet the above criteria and are not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Not applicable.

Respectfully Submitted,
Blair Hutchison, City Clerk Technician
Helen Dreyer, Assistant City Clerk
_____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description
Resolution - Norm Hinman

COUNCIL COMMUNICATION
CC #: 1869
File #: 0102-10
Title: Resolution - Valerie DePeel
Contact: Blair Hutchison 916-774-5266 [email protected] Meeting Date: 1/19/2022
Item #: 7.23.

RECOMMENDATION TO COUNCIL
Commend Valerie DePeel for her 28 years of outstanding service and dedication to the City of Roseville, congratulate her for her accomplishments, and wish her a long, healthy, and enjoyable retirement.

BACKGROUND
Not applicable.

FISCAL IMPACT
Not applicable.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378. Ceremonial documents meet the above criteria and are not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Not applicable.

Respectfully Submitted,
Blair Hutchison, City Clerk Technician
Helen Dreyer, Assistant City Clerk
_____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description
Resolution - Valerie DePeel

COUNCIL COMMUNICATION
CC #: 1874
File #: 0102-10
Title: Resolution - Jan Lynch
Contact: Blair Hutchison 916-774-5266 [email protected] Meeting Date: 1/19/2022
Item #: 7.24.

RECOMMENDATION TO COUNCIL
Commend Jan Lynch for his 30 years outstanding service and dedication to the City of Roseville, congratulate him for his many accomplishments, and wish him a long, healthy, and enjoyable retirement.

BACKGROUND
Not applicable.

FISCAL IMPACT
Not applicable.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378. Ceremonial documents meet the above criteria and are not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Not applicable.

Respectfully Submitted,
Blair Hutchison, City Clerk Technician
Helen Dreyer, Assistant City Clerk
_____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description
Resolution - Jan Lynch

COUNCIL COMMUNICATION
CC #: 1875
File #: 0102-10
Title: Resolution - Richard Salsberry
Contact: Blair Hutchison 916-774-5266 [email protected] Meeting Date: 1/19/2022
Item #: 7.25.

RECOMMENDATION TO COUNCIL
Commend Richard Salsberry for his 21 years of outstanding service and dedication to the City of Roseville, congratulate him for his many accomplishments, and wish him a long, healthy, and enjoyable retirement.

BACKGROUND
Not applicable.

FISCAL IMPACT
Not applicable.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378. Ceremonial documents meet the above criteria and are not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Not applicable.

Respectfully Submitted,
Blair Hutchison, City Clerk Technician
Helen Dreyer, Assistant City Clerk
_____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description
Resolution - Richard Salsberry

COUNCIL COMMUNICATION
CC #: 1896
File #: 0600-01
Title:

Roseville Firefighters, Local 1592 - Memorandum of Understanding and Salary Schedule Update
Contact: Stacey Peterson 916-774-5374 [email protected] Meeting Date: 1/19/2022
Item #: 8.1.

RECOMMENDATION TO COUNCIL
It is recommended that the City Council take the following actions:

1. Adopt a resolution approving the attached Roseville Firefighters, Local 1592 (RFF) Memorandum of Understanding.

2. Adopt an ordinance to approve the attached RFF Salary Schedule A and Salary Schedule B (Appendix A) reflecting wage increases and Salary Schedule B compressed salary ranges from 10 steps to 9 steps.

BACKGROUND
The current Memorandum of Understanding (MOU) for the Roseville Firefighters, Local 1592 (RFF) expired on December 31, 2021. During negotiations in the prior and current cycles with the City of Roseville employee bargaining units, the City’s goal has been to ensure it is competitive in the marketplace on recruitment and retention among comparable agencies while remaining fiscally responsible.

As a service organization, labor is the City’s biggest expense and the City has taken steps to control costs in this area. In the past eight years, the City has implemented policies to slow payroll growth, reduce retirement benefits, set total compensation (salaries and benefit packages) at median in the labor market (except for Electric Department positions), and control pension costs by transferring the responsibility to employees to fund 100 percent of the employees’ share of pension costs. During the time the City was implementing these cost-control measures, services were expanded to meet the needs of our growing population, yet staffing was reduced by 40 percent per capita from FY2007-08 to FY2021-22.

Maintaining the quality of services along with the integrity of the City’s more than $4 billion worth of infrastructure requires balancing our ability to attract and retain a high-performing workforce while living within our means. To this end, the City has strived during this round of bargaining to recognize the exceptional efforts of City staff through the COVID pandemic by providing outstanding service to the community which has been substantiated by the recent community surveys. This resulted in recommending the City salary philosophy align to the 55th percentile of the market, which is estimated to increase compensation by about 1.5 percent to recruit and retain highly engaged employees to continue great service to the community. The City also created a tiered benefits structure to provide a different contribution at the Employee only, Employee plus One or Employee plus Family benefit levels to be used by active employees to remain competitive and cost effective in the market.

Ultimately, the City’s compensation philosophy seeks to maintain internal equity among employee groups’ medical benefits for current employees and to compare its total compensation with jurisdictions that are similar in size, services, and geographical location to remain competitive and retain our talented City employees who have produced high service levels affirmed by the community.

RECOMMENDATION
After numerous bargaining sessions since September 13, 2021, Roseville Firefighters, Local 1592 (RFF) membership ratified the Tentative Agreement reached during contract negotiations on January 11, 2022. The significant provisions of the agreement are as follows:

Term
The term covers four years from January 1, 2022 to December 31, 2025.

Salaries and Benefits
Adjustments to the salaries fall in two categories: those that address wage increases across the group and labor market adjustments.

1. Labor Market Adjustments:

Year 1: Effective January 15, 2022:

Classification A Schedule B Schedule
Fire Engineer 5.93% 5.93%
Firefighter Paramedic 5.93% 5.93%
Fire Captain 3.0% 4.12%
Fire and Environmental Safety Inspector II 3.0% 4.96%
Fire and Environmental Safety Inspector I 3.0% 4.96%
Fire and Environmental Inspection Supervisor 3.0% 4.96% Year 2 and 4: A total compensation study will be conducted in July 2022 and 2024 to determine the job classifications in the bargaining group behind the labor market. The City of Rocklin was added as a market agency and Redding removed. The City will provide a salary increase for each classification falling below the 55th percentile of the total compensation market by an amount to match the 55th percentile of the market. Staff will present the results of the study to Council in December prior to the effective date, for review and approval of the updated salary schedules to be effective the first full pay period in January 2023 (Year 2) and January 2025 (Year 4).

2. General Wage Increase
Year 3: A 2.5% general base wage increase is recommended for all classifications in the bargaining group (both Salary Schedule A and Salary Schedule B) in the first full pay period in January 2024, which will offset labor market adjustments in 2025.

3. Salary Schedule B Salary Ranges: Reduce from 10 steps to 9 steps Effective January 15, 2022, to promote retention of staff and stay competitive in our market, the Schedule B salary ranges will be reduced from 10 steps to 9 steps, using the same top salary step, establishing 3 percent between salary steps, except for the difference between salary step A to B at 4.7% below the new step B.

4. Health and Welfare Benefits - Tiered Flex Credit for Active Employees To address increasing premium costs, the Flex Credit benefit is revised to provide a different level of contribution for those enrolled in Employee Only versus Employee Plus One or Employee Plus Family medical plans, to cover approximately eighty percent of the premium costs for medical, dental and vision at the family level. The following includes a summary of the recommended Flex Credit benefit adjustments to create a 3 Tiered benefit contribution:

Flex Credit
Effective
Employee
Only
Employee
Plus One
Employee
Plus Family
Upon Council
Approval
-$58/month +$15/month +$150/month
January 1,
2023
No change +$45/month +$75/month
January 1,
2024
No change +$45/month +$75/month
January 1,
2025
No change +$45/month +$75/month

5. Education Pay
Captains with the required AA may receive up to 10% Chief Fire Officer education incentive upon completion of the State Fire Training program classes. Since the education pay provision has a maximum education incentive of 15%, the majority of Captains not receiving the full 15% incentive will be eligible for 5% of this pay since they already receive 10% for other education pay under this provision.

6. Fire Captain
Effective the first full pay period in January 2023, a Fire Captain may earn 5% compensation instead of 4% for a paramedic license or NWCG Engine Boss Certification.

FISCAL IMPACT
The current total annual salary and benefit cost to the City for the 110 full-time positions in the RFF bargaining group is $16,529,141, which is fully funded by the General Fund (GF). The additional ongoing incremental cost for each calendar year of the 4 year term of the successor MOU is as follows:

Incremental
Calendar
Year 1
Incremental
Calendar Year
2 Incremental
Calendar
Year 3
Incremental
Calendar
Year 4
Wages:

General Wage Increase:

Yr 1 (% by class); Yr 3 (2.5%)
- - $406,080 -
Labor Market Adjustment $549,352 TBD** - TBD**
Schedule B Adjustment $52,771 - - -
Other costs:

Pension* $177,510 $45,178 $136,242 $38,628
Health $81,000 $44,665 $44,460 $42,659
Education/Engine Boss Pay $164,480 $109,188 $178,773 $110,536 Deferred compensation $10,922 $2,217 $9,608 $1,594
Other Benefits (Life, LTD,
OPEB)
$22,998 $5,949 $18,561 $5,043
Taxes (Medicare, SUI) $10,236 $1,398 $6,903 $903
Total Incremental Cost $1,069,269 $208,595 $800,627 $199,363 *This incremental pension cost results only from the negotiated wage increase and does not include the cost of anticipated PERS rate changes. The terms and conditions of the pension benefit plan remain unchanged.
**The value of 1% of total compensation is $171,475.

While the incremental cost of the negotiated agreement for calendar year 2022 is projected to be $1,069,269 (6.24% of total compensation), $208,595 (1.26% of total compensation) in 2023, $800,627 (4.67% of total compensation) in 2024, and $199,363 (1.16% of total compensation) in 2025, the increases are compounding and therefore the projected total salary and benefit cost increase for the items specified above is $6.7M to the General Fund, not accounting for the cost in calendar year 2 and 4 of the Labor Market adjustments to maintain salaries at the 55th percentile of the market consistent with the City’s new salary philosophy. Prior to implementation of the labor market adjustments in year 2 and 4, the cost to maintain salaries at the 55th percentile will be presented to Council with the updated salary schedules.

The cost to the General Fund of the successor RFF salary and benefit adjustments for the FY2021-22 is $493,509 based on 12 pay periods remaining. The cost to the current fiscal year will be covered by appropriations included in the FY2021-22 budget.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378. Adoption of a Memorandum of Understanding meets the above criteria, and therefore is not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS
Goal C - Maintain a safe and healthy community
Goal E - Deliver exceptional city services
Respectfully Submitted,
Stacey Peterson, Human Resources Director
_____________________________
Dominick Casey, City Manager
ATTACHMENTS:

Description
Resolution 22-026
RFF MOU Final
RFF MOU Final Redline
Ordinance 6446
011522 RFF ScheduleA
011522 RFF Schedule B
RESOLUTION NO. 22-026

APPROVING A MEMORANDUM OF UNDERSTANDING FOR EMPLOYEES
REPRESENTED BY ROSEVILLE FIREFIGHTERS, LOCAL 1592, AND AUTHORIZING

THE CITY MANAGER TO EXECUTE IT ON BEHALF OF

THE CITY OF ROSEVILLE
WHEREAS, a Memorandum of Understanding for Employees Represented by Roseville Firefighters, Local 1592, has been reviewed by the City Council; NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Roseville that said Memorandum of Understanding is approved and that the City Manager is authorized to execute it on behalf of the City of Roseville.

PASSED AND ADOPTED by the City Council of the City of Roseville this day of , 20 , by the following vote on roll call:

AYES COUNCIL MEMBER:

NOES COUNCIL MEMBER:

ABSENT COUNCIL MEMBER:

Mayor
ATTEST:

City Clerk

Memorandum of Understanding
Roseville Firefighters, Local 1592 and City of Roseville Term of Agreement:

January 1, 2022 – December 31, 2025

TABLE OF CONTENTS
CHAPTER 1. ADMINISTRATION ............................................................................................................... 1 ARTICLE I. PARTIES TO UNDERSTANDING ........................................................................................... 1 ARTICLE II. STATE LAW COMPLIANCE .................................................................................................. 1 ARTICLE III. RECOGNITION ...................................................................................................................... 1 ARTICLE IV. CITY COUNCIL APPROVAL ................................................................................................ 1 ARTICLE V. CONTINUATION OF BENEFITS............................................................................................ 1 ARTICLE VI. TERMS OF UNDERSTANDING............................................................................................ 1 ARTICLE VII. VALIDITY OF MOU .............................................................................................................. 2 ARTICLE VIII. MANAGEMENT RIGHTS .................................................................................................... 2 CHAPTER 2. COMPENSATION ................................................................................................................. 4 ARTICLE I. SALARIES ............................................................................................................................... 4 ARTICLE II. OVERTIME.............................................................................................................................. 7 ARTICLE III. EMERGENCY WORK HOURS AND DUTY ASSIGNMENTS ..............................................9 ARTICLE IV. MEAL BREAK .....................................................................................................................10 ARTICLE V. WORKING OUT OF CLASS ................................................................................................10 ARTICLE VI. EDUCATIONAL INCENTIVE...............................................................................................11 ARTICLE VII. UNIFORM ALLOWANCE...................................................................................................13 ARTICLE VIII. LONGEVITY PAY..............................................................................................................14 ARTICLE X. EMERGENCY MEDICAL TECHNICIAN/PARAMEDIC .......................................................15 ARTICLE XI. STRIKE TEAM.....................................................................................................................16 ARTICLE XII. PAY PERIOD - FLSA .......................................................................................................16 ARTICLE XIII. PAYROLL ERRORS ..........................................................................................................16 ARTICLE XV. SPECIAL COMPENSATION..............................................................................................17 CHAPTER 3. LEAVES ..............................................................................................................................18 ARTICLE I. VACATION LEAVE................................................................................................................18 ARTICLE II. HOLIDAYS/SCHEDULING TIME OFF .................................................................................19 ARTICLE III. SICK LEAVE........................................................................................................................21 ARTICLE IV. JURY DUTY LEAVE............................................................................................................22 ARTICLE V. MILITARY LEAVE................................................................................................................22 ARTICLE VI. MATERNITY LEAVE...........................................................................................................23 ARTICLE VII. CATASTROPHIC LEAVE ..................................................................................................23 CHAPTER 4. INSURANCES.....................................................................................................................24 ARTICLE I. HEALTH AND WELFARE BENEFITS ..................................................................................24 ARTICLE II. RETIREE HEALTH BENEFITS ............................................................................................25 ARTICLE III. LIFE INSURANCE ...............................................................................................................27 ARTICLE IV. EMPLOYEE ASSISTANCE PROGRAM.............................................................................28 ARTICLE V. DEFERRED COMPENSATION.............................................................................................28 CHAPTER 5. RETIREMENT .....................................................................................................................29 ARTICLE I. PUBLIC EMPLOYEES' RETIREMENT SYSTEM .................................................................29 CHAPTER 6. HOURS & SCHEDULES.....................................................................................................31 ARTICLE I. HOURS OF SERVICE............................................................................................................31 ARTICLE II. DAYLIGHT/STANDARD TIME CHANGES..........................................................................32 ARTICLE III. MODIFIED DUTY ASSIGNMENT.......................................................................................32 ARTICLE IV. LONG TERM VACANCIES .................................................................................................33 ARTICLE V. MODIFIED DUTY..................................................................................................................33 CHAPTER 7. MISCELLANEOUS ISSUES ...............................................................................................34 ARTICLE I. NON-DISCRIMINATION ........................................................................................................34 ARTICLE II. UNFAIR LABOR PRACTICES .............................................................................................34 ARTICLE III. SENIORITY ..........................................................................................................................34 ARTICLE IV. UNION ACTIVITIES.............................................................................................................35 ARTICLE V. SAFETY................................................................................................................................36 ARTICLE VI. MEMBERSHIP DUES AND AUTHORIZED DEDUCTIONS...............................................36 ARTICLE VII. CAUSES FOR DISCIPLINE ...............................................................................................37 ARTICLE VIII. (INTENTIONALLY LEFT BLANK) ....................................................................................38 ARTICLE IX. NO STRIKE (CONCERTED ACTION) ................................................................................38 ARTICLE X. MINIMUM SCORES AND COMPUTATIONS ......................................................................38 ARTICLE XI. CERTIFICATION OF ELIGIBLES AND APPOINTMENTS ................................................38 ARTICLE XII. HEALTH MAINTENANCE PHYSICALS............................................................................38 ARTICLE XIII. TOWELS/LINENS .............................................................................................................38 ARTICLE XIV. STATION ASSIGNMENTS ...............................................................................................38 ARTICLE XV. NO SMOKING ....................................................................................................................38 ARTICLE XVI. ALCOHOL AND DRUG POLICY......................................................................................39 ARTICLE XVII. REMOTE EMAIL ACCESS...............................................................................................39 ARTICLE XVIII. TEMPORARY LAYOFF/FURLOUGH..............................................................................39 ARTICLE XIX. EDUCATIONAL REIMBURSEMENT ................................................................................39 ARTICLE XX. LIMITED TERM ...................................................................................................................40 APPENDIX “A”...........................................................................................................................................42 APPENDIX “B”...........................................................................................................................................43 Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/22-12/31/25 Page 1 Memorandum of Understanding

MEMORANDUM OF UNDERSTANDING
CHAPTER 1. ADMINISTRATION
ARTICLE I. PARTIES TO UNDERSTANDING
This Memorandum of Understanding (MOU) relates to issues within the scope of representation existing between the CITY OF ROSEVILLE, CALIFORNIA, (City) and the ROSEVILLE FIREFIGHTERS, LOCAL 1592, (Union or RFF) and those employees occupying the classes listed in Appendix "A", attached hereto and incorporated herein by this reference.

ARTICLE II. STATE LAW COMPLIANCE
This MOU complies with the provisions of Section 3500 et seq. of the Government Code of the State of California, and Chapter 3.17 of Roseville Municipal Code in that the Employer and Employee representatives who have executed this MOU did meet and confer in good faith and did reach agreement on those matters within the scope of representation.

ARTICLE III. RECOGNITION
The City hereby confirms its prior certification of the Union as the recognized employee organization for the employees in the Fire Department Unit, as defined in the City's Employer-Employee Relations Policy, and agrees to meet and confer and otherwise deal exclusively with the Union on all matters relating to the scope of representation pertaining to the said employees as authorized by law.

ARTICLE IV. CITY COUNCIL APPROVAL
It is the mutual understanding of the parties that this MOU is of no force or effect until submitted to, and approved by, the City Council.

ARTICLE V. CONTINUATION OF BENEFITS
Except as otherwise provided herein, this MOU does not modify existing benefits contained in the current salary resolution and other compensation benefits, or in the Personnel Rules (Roseville Municipal Code Title 3). Such benefits remain unmodified and shall continue in full force and effect throughout the term of this MOU.

ARTICLE VI. TERMS OF UNDERSTANDING
This MOU incorporates all modifications regarding wages, hours, and other terms and conditions of employment. This MOU shall be effective as of January 1, 2022, and shall expire December 31, 2025.

Should either party desire to commence the Meet and Confer process for the next subsequent MOU, they shall notify the other in writing no earlier than one hundred and twenty (120) calendar days prior to the expiration date of this MOU, and the Meet and Confer process shall begin no later than ninety (90) calendar days prior to the expiration date of this MOU.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/22-12/31/25 Page 2 Memorandum of Understanding
ARTICLE VII. VALIDITY OF MOU
Should any article, section, or portion thereof of this MOU be held unlawful or unenforceable by any court of competent jurisdiction, including the California Public Employment Relations Board (PERB) such decision of the court shall only apply to the specific article, section, or portion thereof directly specified in the decision, and the remainder of this MOU shall not be affected thereby and shall continue in full force and effect.

ARTICLE VIII. MANAGEMENT RIGHTS
A. To ensure that the City is able to carry out its statutory functions and responsibilities, nothing contained in this MOU shall be construed to require the City to negotiate on matters which are solely a function of management, or are discretionary management decisions and/or perogatives as defined by applicable decisional law, including but not limited to the following:

1. To manage the City generally and to determine the issues of policy.

2. To determine the existence of facts which are the basis of management decisions.

3. To determine the necessity for and organization of any service or activity conducted by the City, and to expand or diminish services.

4. To determine the nature, manner, means, technology, and extent of services to be provided to the public.

5. To determine methods of financing.

6. To determine types of equipment or technology to be used.

7. To determine and/or change the facilities, methods, technology, means, organizational structure, and size and composition of the work force, and to allocate and assign the work by which City operations are to be conducted.

8. To determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions, including, but not limited to, the right to contract for or subcontract any work or operation of the City, except where such contracts for service would be for the purpose of work force reductions.

9. To assign work to and schedule employees in accordance with requirements as determined by the City, and to establish and change work schedules and assignments upon reasonable notice and good faith consultation.

10. To lay off employees from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive.

11. To establish and modify productivity and performance programs and standards.

12. To dismiss, suspend without pay, demote, reprimand, withhold salary step increases, or otherwise discipline employees for cause.

13. To determine minimum qualifications, skills, abilities, knowledge, selection procedures and standards, and job classifications, and to reclassify employees in accordance with applicable policies and codes of the City.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/22-12/31/25 Page 3 Memorandum of Understanding

14. To hire, transfer, promote, and demote employees for nondisciplinary reasons in accordance with applicable policies and codes of the City.

15. To determine policies, procedures, and standards for selection, training, and promotion of employees in accordance with applicable policies and codes of the City.

16. To establish reasonable employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith.

17. To maintain order and efficiency in City facilities and operations.

18. To establish, publish, and/or modify rules and regulations to maintain order and safety and health in the City which are not in contravention of the Personnel Rules and Regulations or this MOU.

19. To restrict the activity of an employee organization on City facilities not accessible to the public or on paid time except as set forth in this MOU.

20. To take any and all necessary action to carry out the mission of the City in emergencies.

21. To take any and all necessary actions to comply with the law.

B. Management agrees to utilize the Labor-Management Alliance Committee to discuss operational issues not bound by the meet and confer process.

C. No neutral third party, including the Personnel Board, shall have the authority to add, delete or otherwise modify any provision of these management rights, authorities, or functions, but shall be limited to matters of interpretation only.

D. Nothing in this Article is intended to limit the scope of bargaining as between the City and RFF in accordance with the MMBA, nor shall this Article limit the right of the RFF under the MMBA to bargain over the impacts of any changes made by the City if those changes impact the terms and conditions of employment.

E. The management rights shall not remove or limit the right of any classified employee to exercise grievance procedures.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/22-12/31/25 Page 4 Memorandum of Understanding
CHAPTER 2. COMPENSATION
ARTICLE I. SALARIES
A. Salaries
1) Labor Market Adjustments -
Effective January 15, 2022, the following salary increases shall be implemented for employees in the classifications listed below:

Classification A Schedule B Schedule
Fire Engineer 5.93% 5.93%
Firefighter Paramedic 5.93% 5.93%
Fire Captain 3.0% 4.12%
Fire and Environmental Safety Inspector II 3.0% 4.96%
Fire and Environmental Safety Inspector I 3.0% 4.96%
Fire and Environmental Inspection Supervisor 3.0% 4.96%

2) Labor Market AdjustmentsEffective the first full pay period in January 2023, the same benchmark job classifications used in the 2020 Total Compensation Study will be studied in 2022, except the Firefighter Paramedic will be the benchmark job classification for the safety classes and the parties agree to review the percentage differential between the Fire and Environmental Inspection Supervisor and the Fire and Environmental Safety Inspector II salary range. The effective date of the Total Compensation Study survey data is July 1, 2022. In addition, the parties agree to internally align the base pay of the Fire Engineer Classification at 2.5% above the base pay of the Firefighter Paramedic and the Fire Captain at 5% above the base pay of the Fire Engineer.

Except as stated in the paragraph above and included with the language change for Article VI Education Incentive, Special Pay Section E, the Total Compensation Study will use the agencies provided in Appendix “B” for comparison and will be based on the same salary, benefit elements and methodology used in the 2020 Total Compensation Study for each classification, which include:

Minimum Base Salary
Maximum Base Salary
Employee’s Portion of PERS Paid by the Employer (%)
Employee’s Portion of PERS Paid by the Employer
Deferred Compensation
Longevity Pay (Year 10)
Maximum Education/Certification Pay
Education/Certification Pay Notes
Cafeteria Plan
Health (Most Expensive Plan)
Dental
Vision
Life Insurance
Long-Term Disability Insurance
Retiree Health Savings Account (RHSA)
Social Security/Medi-Care
Employee Contributions Towards RHSA
Employer Portion of Retirement Paid by the Employee
Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/22-12/31/25 Page 5 Memorandum of Understanding
The Total Compensation Study will be prepared at the City’s expense and the City will provide a draft of the result of the Total Compensation Study to RFF for comments and to review for accuracy no later than October 14, 2022. The RFF will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 28, 2022. The City will provide a Salary Increase for each classification falling below the total compensation 55th percentile by an amount to match the market 55th percentile. Salary increases, if applicable, for the surveyed classifications that are behind the market 55th percentile, and their related internal relationships, will be implemented in the first full pay period in January 2023 for Salary Schedule B and Salary Schedule A.
3) General Wage Increase –
Effective the first full pay period in January 2024, the Roseville Firefighters’ classes listed in Appendix “A” shall be increased by two and one half percent (2.5%) of “base” salary on both Salary Schedule A and Salary Schedule B. To address compaction, the parties agree to also internally align the base pay of the Fire Captain at 7.5% above the Fire Engineer base pay. 4) Labor Market Adjustments –
Effective the first full pay period in January 2025, the same benchmark job classifications used in the 2024. Total Compensation Study will be studied in 2024. The effective date of the Total Compensation Study survey data is July 1, 2024. In addition, the parties agree to maintain the internal alignment of the base pay of the Fire Engineer Classification at 2.5% above the base pay of the Firefighter Paramedic and adjust the Fire Captain base pay to be 9% above the Fire Engineer base pay.

Except as stated in the paragraph above, the Total Compensation Study will use the agencies provided in Appendix “B” for comparison and will be based on the same salary, benefit elements and methodology used in the 2022 Total Compensation Study for each classification, which include:

Minimum Base Salary
Maximum Base Salary
Employee’s Portion of PERS Paid by the Employer (%)
Employee’s Portion of PERS Paid by the Employer
Deferred Compensation
Longevity Pay (Year 10)
Maximum Education/Certification Pay
Education/Certification Pay Notes
Cafeteria Plan
Health (Most Expensive Plan)
Dental
Vision
Life Insurance
Long-Term Disability Insurance
Retiree Health Savings Account (RHSA)
Social Security/Medi-Care
Employee Contributions Towards RHSA
Employer Portion of Retirement Paid by the Employee
The Total Compensation Study will be prepared at the City’s expense and the City will provide a draft of the result of the Total Compensation Study to RFF for comments and to review for accuracy no later than October 14, 2024. The RFF will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 28, 2024. The City will provide a Salary Increase in the first full pay period in January 2025 for each classification falling below Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/22-12/31/25 Page 6 Memorandum of Understanding
the total compensation 55th percentile by an amount to match the market 55th percentile for Salary Schedule B and Salary Schedule A.

B. Salary Schedule B Salary Ranges – Reduce from 10 steps to 9 steps Effective January 15, 2022, the Schedule B salary ranges will be reduced from 10 steps to 9 steps, using the same top salary step, establishing 3 percent between salary steps, except creating a new entry salary step that is 4.7% below the new step B.

C. Annual Merit Step Increases
Effective January 7, 2017 the City created a second salary schedule (B) which will apply to new hires for all listed classifications in the bargaining unit. For purposes of this provision, any employee who was initially hired before January 7, 2017 that had a break in City service and was rehired after January 7, 2017 will be deemed a newly hired employee under this provision.

D. Merit Step Increase When Hired at Step A
Effective the first full pay period in January or upon City Council approval, whichever is sooner, this section supersedes Personnel Rule 3.11.030 C (1) only where salary Step A is paid upon initial employment, the employee shall become eligible for advancement to Step B upon their anniversary date, based on demonstrated satisfactory job progress and normal increased productivity. No salary step advancement shall be granted unless recommended by the department head and approved by the City Manager.

E. All Employees Hired prior to January 1, 2017
Effective the first full pay period in January 2017, all employees hired before January 1, 2017 will remain on the current salary schedule (A) for all listed classifications in the bargaining unit. All such employees will continue on this salary schedule when promoted or transferred to other classifications within the bargaining unit.

F. City may reopen the economic terms and conditions of the MOU if any of the following occur:

1. General Fund revenue declines, or is projected to decline, by two percent (2%) or more in one year or one percent (1%) per year over two years. The contact can be reopened only after: a) closing out the previous fiscal year, b) receiving County property tax projections for the current fiscal year, and c) the Finance Department revising revenue projections for the current fiscal year based on a) and b).

2. General Fund expenses increase by two percent (2%) or more, with no offsetting increase in revenue, based on an unfunded mandate of the State of California or an agency of the State.

3. The Roseville electorate, by local ballot initiative, approves a limitation to the salaries of Roseville management employees.

G. Any employee who is promoted to a position in a class with a higher salary range shall be placed in the step in the new higher range which is at least a ten percent (10%) increase over the employee’s current salary step. In the event that the top step in the new range is less than ten percent (10%) the employee will then be assigned to the top step in the new salary range.

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ARTICLE II. OVERTIME
A. Overtime work may be required of any employee in order to meet special or unusual service needs that are beneficial to the City and community. Overtime is defined as the number of hours worked in excess, and as an extension, of the normal schedule of work hours as illustrated below:

Employee Work Schedule Overtime

1. Eight hours per day, Over eight hours per day five days per week and forty hours
per week (5/8 plan)

2. Ten hours per day, Over ten hours per day and forty
four days per week (4/l0 plan) hours/week

3. Twenty-four hours per shift Over twenty-four hours per shift. For (56 hour workweek) shift extensions (see subsection E)

4. A flex-time schedule approved Over the prescribed hours per by the City manager in writing day and forty hours/week B. Overtime in excess of eight (8) minutes or more shall be compensable and shall be rounded to the nearest fifteen (15) minutes.

C. Overtime shall be compensable at the rate of one and one-half (1 ½) times the employee's base hourly rate except as noted in Subsection "E" of this section.

D. Employees in the Fire Service who work a twenty-four (24) hour shift shall be compensated as follows for overtime worked:

1. Emergency Overtime. Emergency overtime shall be compensated at double the employee's normal hourly rate. "Emergency Overtime" is defined as those calls in which the employee is called back to work on their normal day off to fight a fire, assist in a hazardous spill, assist at a major accident scene, or any emergency classified as an “AllCall.”

2. Regular Overtime. Regular overtime shall be compensated at one and one-half (1 ½) the employee's normal hourly rate. "Regular Overtime" is defined to include all extra shift assignments, special assignments and other assignments not specifically mentioned in Subdivision 1 of this subsection. Emergency calls during an extra shift assignment shall be compensated at the regular overtime (one and one-half) rate.

3. Shift Extension. If an employee is called to work early or is worked beyond the employee’s normal work shift, compensation for overtime shall be calculated in accordance with Subsection "C" of this section.

4. Holidays, sick leave, compensatory time off, vacation leave and floating holidays are considered time worked for the purposes of computing overtime. Fair Labor Standards Act (FLSA) computations (for 24 day work cycle) will not include holiday, sick leave, compensatory time off (CTO), vacation and/or floating holidays as time worked.

5. Workers' Compensation leave, leave without pay requested by the employee, suspension or disciplinary action and a short week worked by a new employee shall not be considered as time worked for the purpose of computing overtime.

6. No employee may be required to work overtime during any scheduled work week in which that employee is on an unpaid status due to disciplinary action.

E. Compensatory Time. Compensatory Time shall be governed as follows:

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Operations Staff

1. Subject to FLSA regulations, regular and probationary operations employees may, with the prior approval of their supervisor, accrue up to one hundred and forty-four (144) hours of compensatory time off in lieu of overtime pay. The accrual rate of compensatory time shall be at one and one-half (1½ ) times the hourly rate for each hour of compensatory time worked.

2. Maximum accumulation of compensatory time shall be reduced as follows:
a. Effective March 16, 2019, the maximum accumulation of CTO shall be one hundred twelve (112) hours;
b. Employees with CTO balances above the maximum cap on March 16, 2019 shall be allowed to maintain said balances but shall not be allowed to accrue additional CTO hours until their balance drops below the cap identified above that respective year.

3. Once an employee has been credited with compensatory time, one (1) time per year the employee may request to receive a lump sum payment at the straight time hourly rate for the hours accrued.

4. Compensatory time off hours which are not used by December 31 of each year will be cashed out.

5. The employee's immediate supervisor shall determine whether an employee shall accrue compensatory time or be paid overtime. However, the supervisor shall not deny the request for compensatory time for arbitrary or capricious reasons.

Prevention Staff

1. Regular and probationary prevention employees may, with the prior approval of their supervisor, accrue compensatory time off in lieu of overtime pay. The accrual rate of compensatory time shall be one and one half hour (1 ½) for each hour of compensatory time worked. Prevention staff are entitled to the annual lump sum cash out of a maximum of one hundred and forty-four (144) hours at straight time.

2. Upon separation the employee will be paid at the employee's current hourly rate or average of last three (3) years, whichever is higher, for the remaining compensatory balance.

3. Fire prevention employees may not exceed two hundred and forty (240) hours of CTO accumulation at any one time on the City's payroll system.

4. Maximum accumulation of compensatory time shall be reduced as follows:
a. Effective March 16, 2019, the maximum accumulation of CTO shall be one hundred twenty (120) hours;
b. Effective January 1, 2020, the maximum accumulation of CTO shall be one hundred (100) hours; and
c. Effective January 1, 2021, the maximum accumulation of CTO shall be eighty (80) hours.
d. Employees with CTO balances above the maximum cap on March 16, 2019 shall be allowed to maintain said balances but shall not be allowed to accrue additional CTO hours until their balance drops below the cap identified above that respective year.

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e. Employees at or below a CTO balance of 100 on March 16, 2019 shall be covered under subsection 9b of this Article and shall be capped at 100 hours.

Employees at or below a CTO balance of 80 hours onMarch 16, 2019 shall be covered under subsection 9c of this Article and shall be capped at 80 hours.

5. The employee's immediate supervisor shall determine whether an employee shall accrue compensatory time or be paid overtime. However, the supervisor shall not deny the request for compensatory time for arbitrary or capricious reasons.

F. Employees assigned to shift work in the Fire Department whose regular work schedule requires work on a holiday shall be compensated at their straight time hourly base rate of pay for performance of work on holidays.

G. Employees who are entitled to take holidays off work as holidays occur, and who are required to work on a holiday when they would otherwise observe the holiday off, shall be compensated by either of the following methods, the choice of which shall be made by the employee's supervisor in advance of such work:

1. If an employee works the holiday and does not receive any other scheduled work day off in lieu of working the holiday, the employee shall be compensated at the rate of regular pay plus time and one-half the employee's base hourly rate (for the actual number of hours worked on the holiday).

2. If an employee works the holiday and receives another scheduled work day off in lieu of working the holiday, the employee shall be compensated at the rate of time and one-half the employee's base hourly rate for the actual number of hours worked on the holiday.

Under this option, the employee must be given another scheduled work day off within the period of five (5) working days before to five (5) working days after the worked holiday with corresponding notations upon appropriate payroll reports.

ARTICLE III. EMERGENCY WORK HOURS AND DUTY ASSIGNMENTS
(Refer to Section 3.12.040, Personnel Rules)
A. Many classes of employment in City service are subject to routine or periodic emergency callback work as an inherent and integral part of their assigned job responsibilities in order to provide continuous public services deemed to be necessary and appropriate by the City manager.

Classes and positions in City service subject to emergency work hours shall be designated by the City manager.

B. Employees who occupy positions designated for emergency work hours, including callback, shall be required to keep the City apprised of a current telephone number where they can normally be reached during off-duty hours, and such employees shall be required to respond to such emergency work calls by the City within a reasonable amount of time, unless the employee is incapacitated or can give other just cause for not responding.

Employees may receive callback pay if fifteen (15) minutes have passed after the employee has been officially released from duty; anything less than fifteen (15) minutes shall be considered as a continuation of the previous call.

C. All regular employees are entitled to a minimum call-back pay of two (2) hours at the appropriate overtime rate when said employee is required to return to work after leaving the worksite at the end of their scheduled work day or required to return to work on their scheduled day off. This provision does not apply when employees are required to work beyond their normal work day/shift without having been called to return to work.

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ARTICLE IV. MEAL BREAK
The City agrees that any employee required to work at least two (2) hours beyond or prior to the employee’s normal workshift shall be eligible for meals as provided below:

A. Employees required to work between two (2) to four (4) extra hours shall be entitled to one (1) meal break.

B. Employees required to work at least eight (8) extra hours shall be entitled to two (2) meal breaks.

C. Employees required to work at least twelve (12) extra hours shall be entitled to three (3) meal breaks.

D. In no event shall an employee be entitled to more than three (3) meal breaks in a given twentyfour (24) hour period.

Arrangements for meals shall be as follows:

A. City may provide a meal by bringing food to the work site.

B. City may allow the employee to go to a restaurant within district of the employee’s own choice, during which time the employee shall be on paid time.

C. If circumstance permit, the supervisor, in lieu of the options contained in paragraphs A and B, may authorize the employee to go home and consume a meal at no cost to the City for a period not to exceed one (1) hour.

D. An employee may purchase food at a grocery store on the way to, or during, the overtime work shift.

ARTICLE V. WORKING OUT OF CLASS
The principle for paying employees for performing higher level job responsibilities due to operational necessity is based on such considerations as: the employee’s ability and qualifications to perform at a higher level, whether the employee would be required to perform only routine or a significant range of the higher job responsibilities, and the length of time necessary for an employee to perform in a higher class.

The purpose of compensating employees for performing work in a higher class is to establish a system by which employees will continuously receive a pay rate comparable to those job factors that establish pay for each class of work in City service. Authorization for an assignment to work in a higher class requires approval by the employee’s supervisor and the Operations Chief, except under emergency conditions.

The following conditions shall prevail as the definition and standards of compensation:

A. In order to receive out of class pay, the employee must be formally assigned to the higher classification and such employee must have successfully passed a promotional/eligibility list process within the last two years in the absence of an active eligible list for the higher class with the following exception:

To meet the requirements of an emergency condition that threatens life, property, or the general welfare of the City, the City Manager may authorize the employment of such persons that meet the minimum qualifications, as may be needed for the period of the emergency, without regard to examination or appointment regulations in this MOU or the Personnel Rules.

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B. Employees are required to work at least one (1) hour in the higher class to receive the higher class pay and then for the nearest one-half (1/2) hour thereafter.

C. Employees assigned to work in a higher class shall be compensated for the actual number of hours worked in the higher class as follows:

Pursuant to Roseville Municipal Code Section 3.07.080, no employee shall be required to perform duties which are not closely related both in kind of work and in level of responsibility to duties formerly assigned to positions in the class, except on a short-term, temporary, or emergency basis. However, if a supervisor assigns an employee to work out-of-class the employee shall be paid out of class pay equal to ten percent (10%) or top step of the higher class where there is not ten percent (10%) differential between the two classes.

Work periods in higher class assignments shall not apply toward seniority or time-in-class considerations for promotional or lay-off purposes as regards the higher class.

ARTICLE VI. EDUCATIONAL INCENTIVE
A. Objectives:

1. Maximum participation in educational programs, both occupational and academic.

2. Enhance the Fire Service Profession:
a. Upgrade minimum standards.
b. Upgrade professional standards.
c. Upgrade competency.

3. Encourage college graduates to enter the Fire Service.

4. Recognize prior and future academic achievement.

5. Recognize and remunerate for education.

6. Create the ability to cope with unique social problems through education.

7. Meet the challenges of today and tomorrow within the Fire Service.

B. Employees shall receive the following monthly educational incentive payments in consideration of the prescribed standards of educational achievement as indicated below:

Associate of Arts or Science Degree from an accredited college or university 5% of base pay
Bachelor of Arts or Science Degree from an accredited college or university 10% of base pay
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California State Fire Marshal Educational Incentives
Job classification Current CSFM
Certification
% CSFM Historical Certification Track
that continues to qualify for incentive
pay
Captain Company Officer
Certificate
5% Fire Officer Certificate if obtained prior
to 12/31/16.

Fire Engineer Fire Apparatus
Driver/Operator Pump
Apparatus Certificate
5% Fire Apparatus Driver/Operator I
Certificate or Fire Officer Certificate if
obtained prior to 12/31/16.

Fire
Fighter/Paramedic
Fire Fighter II
Certificate
5% Fire Officer Certificate if obtained prior
to 12/31/16.

Fire and
Environmental
Inspection Supervisor
Fire Inspector I
Certificate
5% Fire Prevention Officer Certificate prior
to 12/31/16.

Fire & Environmental
Safety Inspector I/II
Fire Inspector I
Certificate
5% Fire Prevention Officer Certificate prior
to 12/31/16.

Captains Chief Fire Officer* 10% Chief Officer Certification prior to 12/31/18.
*Chief Fire Officer incentive shall be allowed upon completion of required classes, task books and possession of an Associates Degree. The required “in seat time” found in the task books for Chief Fire Officer will be waived if a member completes all other tasks. The task books shall be signed by a qualified evaluator designated by the member’s fire chief and holds an equivalent or higherlevel certification. If no such evaluator is present, the fire chief shall designate an individual with more experience than the candidate and a demonstrated ability to execute the job performance requirements. It is the candidate’s responsibility to routinely check the State Fire Training website for updates to an initiated task book. Any State Fire Training issued update or addendum is required for task book completion. A certification task book may have more than one evaluator.

Note: AA/AS and BA/BS degrees are not cumulative. College degrees can be combined with CSFM certificates to a maximum of fifteen percent (15%).

Upon promotion, a member will retain CSFM incentive pay from their prior rank during the probationary period. CSFM certificates listed above are not cumulative.

C. Employees may not receive educational pay for both an AA degree and a BA/BS degree; only one qualifies for payment.

D. Education incentive pay shall not be computed for payroll purposes such that the payment results in a supplement to base salary compensation, particularly where it would have a compounding wage effect upon overtime and acting assignments. Pursuant to the FLSA, education incentive pay shall be included in the regular rate of pay.

Special Pays
E. All employees are assigned to the Hazardous Material Response Team (HMRT) who possess a valid California State hazardous materials technician or specialist certificate and shall receive two and one-half (2.5%) of base salary bi-weekly.

F. Employees possessing a valid California State hazardous materials technician or specialist certificate who are assigned to the Task Force shall receive five percent (5%) of base pay biweekly.

Hazardous Material pay is at the Team or Task Force level and may not be compounded.

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The City shall pay direct continuing education and recertification costs including annual training, fees, physical examinations and overtime for off-duty attendance up to a maximum of sixteen (16) hours annually. All expenses must be approved in advance by the employee’s battalion chief.

Assignments to the Task Force or Team will be at the discretion of fire management personnel in accordance with unit bidding policy.

The City has a goal of maintaining the HMRT at ten (10) qualified Team members per shift.

However, this agreement in no way diminishes the City’s right to determine the appropriate number of HMRT members.

In order to qualify for the hazardous materials certificate compensation, those employees assigned to the HMRT agree to:

Maintain the appropriate certification and Team membership until such time as replaced by another qualified technician/specialist; and,
Maintain requirements of hazardous materials physical as set forth by state law.

G. Employees assigned to the Rescue Task Force shall receive no more than five percent (5%) of base salary bi-weekly.

H. Employees possessing all requisite certificates to serve on the Rescue Task Force but not currently assigned shall receive no more than two and one-half (2.5%) of base salary bi-weekly.

ARTICLE VII. UNIFORM ALLOWANCE
Operations
A. The City shall provide an annual uniform allowance of $1000 per year. Such allowance shall be included in the bi-weekly payroll check and paid semi-annually with the first payment being paid with the last biweekly payroll check in July and the second with the last biweekly payroll check in December of each year.

Upon hire, new employees may request a one-time advance of the $500 semi-annual uniform allowance payment. The advance shall be paid in the first bi-weekly payroll check after a written request from the employee has been received by the Human Resources Department. An employee who has received an advanced uniform allowance payment shall not receive the next semi-annual payment (e.g. an employee is hired on August 28th, the employee submits a request and receives a $500 uniform allowance payment on the next pay check; the employee will not receive a $500 uniform allowance payment included in the last check in December, but will receive a semi-annual uniform allowance payment in July.) B. This allowance will require the purchase, cleaning and maintenance of the following uniform items:

Pants
Short sleeve shirts
Long sleeve shirts
T-shirts with department logo
Wildland boots
Coat and jacket
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Coat liner
Belt
Class A uniform
The department will provide one (1) Class A hat and tie upon hire.

C. The Fire Chief, at his/her discretion, may change the uniform specifications of the department consistent with changing times, conditions, availability, and legal requirements. Uniform specifications will be on file in the Fire Department Administrative Office.

D. Uniforms which are damaged in the line of duty shall be replaced by the department. Employees must report any uniform damaged in the line of duty to their supervisor immediately. The final determination as to the replacement of any uniforms damaged in the line of duty, is left to the sole discretion of the Fire Chief.

E. The City shall provide all safety equipment including, steel tip duty boots, protective turnout clothing including turnout boots, wildland protective clothing, and badges.

Fire Prevention
(Fire and Environmental Inspection Supervisor, Fire and Environmental Safety Inspector I/II) Clothing used by fire prevention staff (both Classic and PEPRA employees) in the performance of their duties shall be cleaned as part of the City’s existing dry cleaning service. For Classic employees, the monetary value of the City’s cost of cleaning clothing used in their assignment shall be reported as special compensation to CalPERS, up to a maximum value of $300 per calendar year.

ARTICLE VIII. LONGEVITY PAY
In recognition of the substantial contribution to the community made by employees as a result of the length of their continuous City service, effective February 25, 2012, the City shall annually award each applicable employee longevity pay as indicated below.

Length of Service Longevity Pay
Beginning of 10th year to
completion of 14th year 2.5% of base salary
Beginning of 15th year to 5.0% of base salary
completion of 19th year
Beginning of 20th year and 7.5% of base salary
every year thereafter
Longevity pay is not compounded and shall be included on each eligible employee's bi-weekly payroll.

The longevity pay is to be considered as part of an employee's total compensation.

ARTICLE IX. SERVICE TERM BONUS
Employees hired on or after January 1, 2017, who receive a satisfactory or above annual performance review shall receive an annual lump sum performance bonus as follows:

Service Term Performance Bonus
Beginning of 10th year to
completion of 14th year 2.5% of the annual base salary
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Beginning of 15th year and
every year thereafter 5.0% of the annual base salary
The annual lump sum performance bonus shall be paid with the first full pay check in January each year based upon the base salary paid during the first full pay period in the previous November of each year.

ARTICLE X. EMERGENCY MEDICAL TECHNICIAN/PARAMEDIC
A. EMT

1. All employees in the unit hired after January 1, 1987, are required to maintain at a minimum a valid SSV EMT Certification Card as a condition of continued employment.

2. All employees in the unit who have a valid E.M.T. I certificate as of January 1, 1987, are required to maintain a valid SSV EMT Certification Card as a condition of continued employment. This provision does not apply to fire prevention employees.

3. As of January 1, 1987, all classification specifications in the unit were amended to require at a minimum a valid SSV EMT Certification Card. All applicants for promotion to a higher class must possess at a minimum a valid SSV EMT Certification Card to be eligible to compete in the examination process.

4. All truck qualified personnel and those at the rank of firefighter will possess at a minimum a valid SSV EMT Certification Card.

5. The City will provide SSV EMT recertification training as needed.

Recertification training will be scheduled, as much as possible, during working hours.

However, if an employee cannot attend the training, the employee will arrange to make up the training either by shift trade or on the employee’s time off. If training is made up on scheduled time off, no compensation whatsoever will be provided.

6. Regularly scheduled training, such as Self Contained Breathing Apparatus equipment, will be scheduled during working hours. If an employee is unable to attend the training, the employee is responsible for scheduling make up training either by shift trade or attendance at the next available session.

B. Paramedic

1. All employees in the Paramedic unit are required to maintain a valid Paramedic license as a condition of continued employment. The City shall pay for paramedics to attend up to two (2) CQI meetings, as well as direct continuing education and recertification costs including tuition and fees and overtime for off-duty attendance up to a maximum of twenty-four (24) hours annually. All expenses must be approved in advance by the employee’s Battalion Chief and substantiated by a certificate of completion. Overtime compensation shall be for actual classroom hours only.

2. Employees in the classification of Fire Captain who possess a California paramedic license and who are accredited through the local EMS agency will be eligible for four percent (4%) paramedic incentive pay paid out in bi-weekly payments on the employee’s regular paycheck. Effective the first full pay period in January 2023, Fire Captains who possess a California paramedic license and who are accredited through the local EMS agency will be eligible for five percent (5%) paramedic incentive pay paid out in bi-weekly Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/22-12/31/25 Page 16 Memorandum of Understanding
payments on the employee’s regular paycheck. Proof of a valid license and accreditation will be required.
a) Effective the first full pay period in January 2016, regular employees in the classification of Fire Captain are eligible for a four percent (4%) NWCG Engine Boss Certification Incentive pay. Effective the first full pay period in January 2023, regular employees in the classification of Fire Captain are eligible for a five percent (5%) NWCG Engine Boss Certification Incentive pay. Proof of a valid certification is required. However, any Fire Captain who receives the Paramedic Incentive pay is ineligible for the Engine Boss Certification Incentive pay. b) Effective the first full pay period in October 2016, new or promoted regular employees in the classification of Fire Captain and Fire Captains not receiving Paramedic Incentive pay by this same date will not be eligible for the four percent (4%) Paramedic Incentive pay. Additionally, any Fire Captain who is receiving the Paramedic Incentive pay after the first full pay period in October 2016 and fails to maintain the license will no longer be eligible for it.

3. Employees in the classification of Fire Engineer who possess a California paramedic license and who are accredited through the local EMS agency will be eligible for five percent (5%) paramedic incentive pay paid out in bi-weekly payments on the employee’s regular paycheck. Proof of a valid license and accreditation will be required.

4. Fire Captains and Fire Engineers receiving this incentive pay will be expected to perform paramedic skills as necessary and in accordance with local EMS agency and Fire Department policy.

ARTICLE XI. STRIKE TEAM
A. At the discretion of the Fire Chief, or on-duty Battalion Chief, individuals may be released for a minimum 12 hour paid rest period, as listed below:
− Return 0700 – 1900 – released and return to work at 0700 − Return 1900 or later – released and return to work at 1900 the following day B. Office of Emergency Services (OES) Deployments - Employees assigned to Office of Emergency Services' deployments (i.e., Strike Team Leader, Line EMT, Overhead or other recognized positions) shall receive a five percent (5%) differential for any reimbursable incident. The differential shall apply from the time of deployment to the employee's return from the deployment.

ARTICLE XII. PAY PERIOD - FLSA
The City will maintain a twenty-four (24) day FLSA pay period to coincide with the 48/96 work schedule.

Salaries will continue to be paid bi-weekly. All regularly scheduled overtime shall be reported to CalPERS as special compensation under C.C.R § 571, pursuant to the Public Employee Retirement Law.

ARTICLE XIII. PAYROLL ERRORS
A. In the event an error has been made in the payment of an employee’s compensation (which may include, but is not limited to salary, overtime, payment or leave accruals), balances, or usages, City shall, for purposes of future compensation adjust such compensation to the correct amount, giving written notice to employee.

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B. In the event an employee received an overpayment or underpayment of wages, the City will provide documentation to the employee on the amount of overpayment or underpayment. Upon the written mutual agreement, between the City and the employee, one of the following repayment methods may be selected:

1. Lump sum payment by employee or employer;

2. One-time deduction from usable vacation, compensatory time off (CTO), or holiday leave balances equivalent to the overpayment at the employee’s current hourly rate;

3. A repayment schedule through payroll adjustment; and/or

4. Other means, as may be mutually agreed to between the parties.

C. Action to enforce repayment of an overpayment, or to correct an underpayment, shall be limited to a period beginning on the first day of the city pay period three (3) years prior to the date that either the City or the employee gives written notice to the other that a payment error has occurred.

ARTICLE XIV. MINIMUM STAFFING
Staffing shall be maintained at the following levels:

Truck: 1 Captain
1 Engineer
2 Firefighter/Paramedics
Engine: 1 Captain
1 Engineer
1 Firefighter/Paramedic
ARTICLE XV. SPECIAL COMPENSATION
All special compensation listed in Articles VI through X of this chapter shall be reported to CalPERS as special compensation under C.C.R § 571, pursuant to the Public Employee Retirement Law.

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CHAPTER 3. LEAVES
ARTICLE I. VACATION LEAVE
The purpose of vacation leave is to provide eligible employees the opportunity to take paid time off from their job responsibilities in order to maintain a high standard of mental, emotional and physical conditioning.

A. Eligibility. All employees in the classified service shall be entitled to annual vacation leave with pay Each employee shall earn and accrue vacation hours pursuant to the accrual schedule as noted in subsection B. Exceptions to this provision shall only be granted in unusual circumstances substantiated by the department head in a recommendation to the City manager who may approve or disapprove such variances.

B. Accrual. Except as noted below, each full-time classified employee shall earn and accrue vacation leave with pay as follows:

Service Category Bi-weekly
Accrual
Days/Year
Equivalent
Maximum
Hours
New employee to completion of
4th year

3.693 hr 12 days (96 hours) 192
Start of 5th yr to completion of 9th
year

4.615 hr 15 days (120 hours) 240
Start of 10th yr to completion of
14th yr

5.231 hr 17 days (135 hours) 272
Start of 15th yr to completion of
19th yr

5.846 hr 19 days (152 hours) 304
Start of 20th yr and succeeding
years

6.462 hr 21 days (168 hours) 336
Each full-time classified employee in the Fire Department working a twenty-four (24) hour shift shall accrue vacation leave with pay as follows:

Service Category Bi-weekly
Accrual
Days/Year
Equivalent
Maximum
Hours
New employee to completion of
4th year

5.538 hr 6 shifts (144 hours) 288
Start of 5th yr to completion of 9th
year

7.385 hr 8 shifts (192 hours) 384
Start of 10th yr to completion of
14th yr

8.308 hr 9 shifts (216 hours) 432
Start of 15th yr to completion of
19th yr

9.231 hr 10 shifts (240
hours)
480
Start of 20th yr and succeeding
years

10.154 hr 11 shifts (264
hours)
528

1. As noted in subsection A, new employees shall earn vacation at the bi-weekly rate shown above from the hire date. Eligible employees shall advance to the next higher rate of accrual upon completion of the maximum number of years at the lower accrual rate, and shall begin to accrue at the higher rate at the start of their qualifying year. Part-time employees shall receive a pro-rated accrual.

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2. Maximum accrual of vacation hours may not exceed twice the employee's annual accrual rate as specified above, and an employee will stop earning and accruing vacation hours while the employee’s accrual remains at the maximum allowed under this Section B.

3. One (1) month prior to the employee’s anniversary date, the department head shall review the number of hours accrued by the employee. If the amount exceeds specified limits in Section B, the employee shall take the excess number of vacation hours up to a maximum of twenty (20) hours [thirty (30) hours for Firefighters] prior to the anniversary date or, if operational necessity will not permit taking such time, the employee may be paid the straight time hourly equivalent for up to twenty (20) hours [thirty (30) hours for Firefighters]. All hours in excess of twenty (20) hours [thirty (30) hours for Firefighters] shall be forfeited by the employee. Additionally, when excess vacation accrues during an employee's disability leave, jury duty, or military leave as provided in these rules, the employee shall be allowed to liquidate such excess accrual within thirty (30) calendar days following return to duty, by means of taking such time up to a maximum of twenty (20) hours [thirty (30) hours for Firefighters] or receiving the straight time hourly equivalent in compensation.

C. Use. An employee may elect to take all or part of earned vacation, or may carry over to the next service year all or part of earned vacation as approved by the department head and consistent with the provisions of subsection B. The dates and amount of vacation selected by the employee shall be subject to approval of the department head. Vacation leave shall generally be taken in minimum increments of one (1) full workday/work shift, except that unusual, emergency, necessary and infrequent use of vacation leave may be granted in one (1) hour increments. In the event it becomes necessary to call an employee back to work from a scheduled vacation, the employee shall be credited with the unused vacation hours and shall have the opportunity to take such remaining vacation leave at a time of the employee's choosing and the department head's approval.

Seniority shall prevail in selection of first choice vacation, however there will be no bumping of junior personnel once the first choice is made.

1. First choice of vacation shall be submitted no later than March 31 of each year beginning with senior person on that shift.

2. If an employee elects not to choose a time for a vacation by the deadline, the employee shall forfeit right of choice regardless of seniority.

3. Holidays and other days off will be governed on a first-come, first-served basis. There will be a thirty (30) day grace period, no bumping, prior to the choice of day, or days, off.

D. Holidays Within Vacation Leave. Except for shift personnel, holidays which occur during a scheduled vacation period shall be counted as a holiday. Employees may request in advance that they extend their vacation leave by the number of holidays occurring within their scheduled leave, or they may request fewer vacation hours which, together with the holiday(s), will comprise the total time period of their scheduled leave.

E. Probationary employees who are terminated during their probationary period shall receive compensation for accrued vacation
ARTICLE II. HOLIDAYS/SCHEDULING TIME OFF
A. The following holidays shall be observed by the City with respect to all employees, except shift employees. City offices shall be closed on these days except as otherwise provided herein:

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January 1st (New Year's Day)
The third Monday in January (Martin Luther King’s Birthday) The third Monday in February (Washington's Birthday)
The last Monday in May (Memorial Day)
July 4th (Independence Day)
The first Monday in September (Labor Day)
November 11th (Veteran's Day)
The day in November appointed by the President of the United States as Thanksgiving Day
The day immediately following Thanksgiving Day
December 25th (Christmas)
Sixteen (16) hours (floating holiday) to be taken any time during the calendar year by employees who have completed at least six (6) months probationary service (pro-rated for part time permanent employees). The number of floating holiday hours to be credited to a new employee hired after January 1 shall be pro-rated based on the number of full months employed during that year. Employees unable to complete six (6) months of probationary service prior to December 31 shall not accrue or be eligible for any floating holidays that year. The employees and the employees’ supervisors shall jointly determine a convenient date to take such leave.

B. Fire Department Shift employees shall receive seven (7) full paid holiday shifts per year, in advance on January 1. Employees must use a minimum of eight (8) hours of holiday with additional hours requested in one (1) hour increments up to twenty-four (24) hours.

C. In lieu of holiday time off, shift employees may elect to receive straight salary for all shifts of earned and unused holiday credit within each calendar year. All holiday time to be converted to pay by an employee shall be in one-half shift increments.

D. All holiday time off is subject to advance approval of the department head.

E. Holiday hours which are not used by December 31 will be cashed out and paid at the employee’s regular rate of pay.

F. If an employee has taken more holidays in advance than have been earned at the time of separation from service, the City may deduct an equivalent amount of pay for the holidays taken in advance from the employee's final pay check.

G. If an employee is on disability leave, jury leave, or military leave as provided in the Personnel Rules or this MOU, and the employee is thus unable to liquidate holiday hours, employees will be allowed to carry over such hours to the next year until they return to work. Employees must submit a timely request upon their return to work so that the hours are liquidated within thirty (30) days of their return to work. If a request is not submitted or is submitted too late to be considered, the hours will be forfeited. If a request is submitted and denied by the department, the employee will be paid for the hours at the straight time rate.

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H. SCHEDULING TIME OFF

1. The following policy and procedures shall continue to be followed by shift personnel when scheduling leave. Positions on the leave calendar are referred to as “slots.” The first, second, third, fourth, fifth, sixth, and seventh slots on the leave calendar are reserved for vacation (VAC), holiday (HOL), and compensatory time off (CTO). All other forms of leave start at the eighth slot and work down (seventh, etc.) from there. If there is a vacancy, or open position (OPN) on the shift due to promotions, retirements, or separations from the department, that vacancy will not occupy a slot. The Battalion Chief must authorize exceptions for unusual, emergency, necessary, or infrequent circumstances.

2. Notwithstanding paragraph 1 above, the number of slots (positions) on the leave calendar will be determined by the following:
a. Number of shift personnel per day x 20% = total number of slots per day b. Any resulting decimal portion will be adjusted to the next whole number c. For example, 22 shift personnel per day x 20% = 4.4; will be adjusted to 5 slots per day.

3. Shift personnel will not have any available slots on the calendar for the following holidays (including vacation or holiday leave):
a. Thanksgiving Day
b. Christmas Eve (December 24)
c. Christmas Day (December 25)
Shift employees listed in Appendix “A” who are scheduled to work on holidays will have the opportunity to find a replacement worker for the three (3) “special days” (Thanksgiving, Christmas Eve, and Christmas). It is the responsibility of the scheduled worker to fill his/her absence on the “special days”. The replacement worker will be allowed to voluntarily work for the scheduled employee on a rank-for-rank basis.

4. Employees who are scheduled to work will have the opportunity to find a replacement worker for short-term CTO, vacation or holiday leave defined as one continuous leave per employee per day with a minimum of two (2) hours and a maximum of seven and three quarters (7.75) hours. Such leave shall not disrupt training or other scheduled activities and shall be approved by the appropriate Company Officer. It is the responsibility of the scheduled worker to fill his/her absence on this type of short-term leave. The replacement worker will be allowed to voluntarily work for the scheduled employee on a rank for rank basis.

ARTICLE III. SICK LEAVE (Refer to Section 3.12.070, Personnel Rules, except item J) A. Upon retirement from City service employees may receive a payoff and/or service credit for unused sick leave balances according to the table below Employees’ leave will be converted to eight hour days (i.e 1200 hours = 150 days) for purposes of converting sick leave for payoff or sick leave credit reported to the California Public Employees’ Retirement System (CalPERS) according to CalPERS procedures.

1. Effective the first full pay period in January of 2017 , employees will receive payment for unused sick leave as follows:

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Non-24-Hour Shift Number of
Sick Leave Hours
Accumulated
24-Hour Shift Number of
Sick Leave Hours
Accumulated
Percent of
Compensation Given
Max Max
1200 to 1600 1800 to 2400 70%
956 to 1199.99 1434 to 1799.99 60%
764 to 955.99 1146 to 1433.99 50%
572 to 763.99 858 to 1145.99 40%
380 to 571.99 570 to 857.99 30%
188 to 379.99 282 to 569.99 20%
0 to 187.99 0 to 281.99 0%
B. Represented 24-hour shift employees who maintain a balance of four hundred and thirty-two (432) hours in sick leave accruals will be allowed to convert forty-eight (48) hours of sick leave to vacation leave on July 1 of each year. Represented 8-hour shift employees who maintain a balance of four hundred and thirty-two (432) hours in sick leave accruals will be allowed to elect to convert sixteen (16) hours of sick leave accruals to vacation leave on July 1 of each year.

ARTICLE IV. JURY DUTY LEAVE
A. Employees who have been summoned or subsequently selected to serve on a jury shall receive their regular rate of compensation by the City for normal work hours and days or shifts during such absence from work, provided the employee endorses to the City that compensation received by the employee for jury duty service. No compensation will be made for jury duty served on days off. Jury duty is not considered time worked for overtime purposes.

B. Employees will be allowed to retain any mileage compensation granted to them by the respective court jurisdiction to which they were summoned or selected for jury duty.

C. Employees summoned to jury duty must provide evidence of such summons and subsequent jury duty days away from work through their respective department heads to the Human Resources Director.

D. Employees compensated by the summoning court jurisdiction for jury duty shall endorse such payments to the City in the same pay period the payment is received by the employee, in order to receive full City compensation as prescribed in Subsection “A”. This payment endorsement is to be forwarded directly to the Finance Director by the employee.

ARTICLE V. MILITARY LEAVE (Refer to Section 3.12.110, Personnel Rules) A. Employees obligated to serve periods of active military duty for training shall be compensated by the City at their regular rate of compensation for normal duty hours and days or shifts during such absence from work, up to a maximum of thirty (30) calendar days in any calendar year. The number of calendar days used shall be the number of days on active duty as determined by the military orders, regardless of the employee's City duty schedule.

B. Employees exercising this provision of military leave will be required to submit properly documented evidence of their call to active duty prior to such duty if for regularly scheduled training or within thirty (30) days following the conclusion of duty ordered as the result of an emergency. Such documentation must be submitted through the chain of command to the Human Resources Director.

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ARTICLE VI. MATERNITY LEAVE
A. Continuation of Employment. A pregnant employee may continue employment as long as her health, the health of the unborn fetus, or the employee's ability to adequately perform prescribed job responsibilities would not be adversely affected by continued employment.

B. Notification. Applicable employees shall notify the department head and Human Resources Director in writing upon notice by their treating physician that such pregnancy exists, including the anticipated date of childbirth or other related medical conditions and their anticipated date of return to full duty. At any time during the pregnancy, the Human Resources Director may require the employee to furnish medical evidence or information to support the employee's medical suitability for continued employment.

C. Term of Leave. Maternity leave shall be granted only for medical reasons arising out of and in the course of a pregnancy, the subsequent childbirth, or other related medical conditions, as provided below:

1. Sick Leave With Pay. A pregnant employee may take accrued sick leave with pay for reasons of medical necessity relating to the employee's physical condition resulting from the pregnancy, childbirth, or other related medical condition. However, under no circumstances shall such paid sick leave exceed the total of the employee's accumulated but unused sick leave, nor shall paid sick leave be granted beyond the date the employee is no longer considered medically disabled from normal work activities.

2. Other Paid Leave. A pregnant employee may elect to utilize accrued vacation, compensatory time off, or any other earned form of paid absence from work in lieu of, or in combination with, paid sick leave during the period of pregnancy-related leave, the combination of which may not exceed normal full pay.

3. Sick Leave Without Pay. Eligible employees may be granted sick leave without pay pursuant to Roseville Municipal Code Section 3.12.070 (H).

ARTICLE VII. CATASTROPHIC LEAVE
Employees may voluntarily donate accrued vacation and/or compensatory time off (CTO) for credit to another permanent employee who suffers a non-industrial related catastrophic illness or injury.

The parties have interest in making revisions to the catastrophic leave program/policy and will meet and confer over forthcoming City proposed revisions.

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CHAPTER 4. INSURANCES
ARTICLE I. HEALTH AND WELFARE BENEFITS
A. Eligibility
Any regular employee working fifty percent (50%) or more of a full-time schedule shall be eligible to enroll in any health and welfare benefit provided by this Article. Regular part-time employees who are hired into a position funded as regular part-time after January 1, 2004, or current employees who laterally transfer or promote into a regular part-time allocated position, will receive a pro-rated amount toward their health and welfare contribution based on actual hours worked. The contribution amount will be based on the percentage of full-time the employee works. For example, employees working twenty (20) hours per week will receive fifty percent (50%) of the full-time contribution; employees working thirty (30) hours per week will receive seventy-five percent (75%) of the full-time contribution, etc.

B. Medical Insurance Benefits
The City agrees to contract with CalPERS for the purpose of providing employees and their eligible dependents with medical insurance benefits. Effective the first of the month following City Council approval or as soon as administratively possible, the City’s maximum monthly contribution for each eligible active employee shall be equal to the minimum employer contribution required under the Public Employees Medical and Hospital Care Act (PEMHCA).

C. Cafeteria Plan

1. The City agrees to maintain a Cafeteria Plan, pursuant to Section 125 of the Internal Revenue Code and any related regulations, for the purpose of providing employees with access to various health and welfare benefits. Benefits available through the Cafeteria Plan include medical insurance, dental insurance, and vision insurance.

2. The City provides a Cafeteria Plan Allowance to all employees eligible to participate in City sponsored health and welfare benefits under Section A of this Article of up to $1,347 monthly (less the direct PEMHCA payment provided in paragraph B).

3. Effective January 1, 2022, or upon Council approval, whichever is later, the City provides a flex plan credit based on medical plan tier election (EE only, EE+1, Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:

4. Effective January 1, 2023, the City agrees to provide a flex plan credit based on medical plan tier election (EE only, EE+1 or Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:

Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $200/month $273/month $598/month
Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $200/month $318/month $673/month
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5. Effective January 1, 2024, the City agrees to provide a flex plan credit based on medical plan tier election (EE only, EE+1 or Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:

6. Effective January 1, 2025, the City agrees to provide a flex plan credit based on medical plan tier election (EE only, EE+1 or Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:

7. Employees who elect not to participate in any of the medical, dental, and vision insurance benefits sponsored by the City and who provide proof of other medical coverage will not receive any Cafeteria Plan Allowance under Section C(2) of this Article. Instead, employees who opt out of these City sponsored benefits will receive $150 per month.

8. Any Cafeteria Plan Allowance provided for under Section C(2) of this Article can only be used by an employee to offset the cost of participation in City sponsored medical, dental, and vision insurance benefits for the employee and any eligible dependents.

D. The City agrees to provide a dental benefit to include two (2) preventative dental cleanings per year. Other details of the City’s dental benefit are described in the evidence of coverage document. The City reserves the right to select any dental carrier. Open enrollment will be as described in the evidence of coverage document.

E. The City agrees to continue its existing Section 125 program. The City reserves the right to select the provider or self-adminster this program and to set limits for medical reimbursement accounts.

F. The City agrees to continue the existing level of service of its current vision program.

G. From time to time, the City will change benefit providers due to administrative, service, economic or other reasons. Due to carrier policies and procedures and Department of Insurance requirements, there can be no guarantee that one policy will exactly mirror the preceding one.

The City desires to provide a consistent benefit, and will make reasonable efforts to ensure benefits and language will be matched.

ARTICLE II. RETIREE HEALTH BENEFITS
A. Medical Insurance Benefits
The City agrees to contract with CalPERS for the purpose of providing employees and their eligible dependents with medical insurance benefits. Effective the first day of the month following City Council approval or as soon as administratively possible, the City’s maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees under the Public Employees Medical and Hospital Care Act (PEMHCA).

Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $200/month $363/month $748/month
Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $200/month $408/month $823/month
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B. For Employees Hired Prior to January 1, 2004 (Tier 1) Employees hired prior to January 1, 2004 will receive access to a City-paid retiree health contribution of up to the $1200 each month with a two percent (2%) annual escalator each January 1 (beginning 1/1/13).

C. For Employees Hired on or after January 1, 2004 and Prior to January 1, 2012 (Tier 2) Employees hired on or after January 1, 2004 and prior to January 1, 2012 will receive access to a City-paid retiree health contribution of up to the $1200 each month with a two percent (2%) annual escalator each January 1 (beginning 1/1/13) subject to the vesting schedule set forth in Article II E. Employees who have CalPERS-credited service through other public agencies must complete at least five (5) years of service with the City of Roseville and retire from the City of Roseville to be eligible for post-retirement health benefits. However, once an employee has completed five (5) years of service with the City of Roseville, their eligibility for post-retirement health benefits will include all years of CalPERS-credited service. Employees who retire must have ten (10) years of CalPERS-credited service in order to be eligible for post-retirement health benefits.

D. For Employees Hired on or after January 1, 2012 (Tier 3) Employees hired on January 1, 2012 or thereafter will receive $720 per month with a two percent (2%) escalator City-paid retiree medical premium contribution upon their retirement subject to the vesting schedule set forth in Article II E. Employees must obtain normal age of retirement before they are eligible for a City contribution to their retiree medical benefit. Employees must retire with a minimum of ten (10) years of City of Roseville service to be eligible for the supplemental amount above the minimum PEMHCA contribution level.

Employees will contribute one percent (1%) of their salary per year of employment each year for the first five (5) years of employment for their supplemental retiree health benefit above the minimum PEMHCA retiree medical benefit. After five (5) years of employment, the employee’s contribution to their retiree medical benefit will cap at five percent (5%) of their annual salary.

1. The City shall withhold the mandatory contribution in accordance with Article II D per pay period on a pre-tax basis, subject to applicable federal tax laws, from the pay of every active employee as set forth therein. These contributions will be irrevocable and deducted from an employee's bi-weekly paycheck and will end upon retirement. In addition, no employee will be entitled to receive a refund of the monies for any reason and any employee who leaves City employment prior to being vested in the benefit will forfeit any contributions. These funds may be used to reimburse postretirement qualified medical expenses of the employee as defined by federal tax law, and as otherwise permitted by applicable federal tax provisions and the trust.

2. Since the contribution is mandatory, the employee's obligation to make the contribution does not end when he or she is on a paid or unpaid leave of absence or in any status where there are insufficient funds available in his or her paycheck to cover this contribution after other mandatory deductions have been taken, subject to applicable federal tax laws. The employee will be required to make up all mandatory contributions by a lump sum pre-tax deduction from his or her paycheck within sixty (60) days after the date the employee has sufficient funds to pay the required contributions through payroll, or, if this lump sum payment is not made during this time frame, the City will deduct double the normal deduction amount from each paycheck on a pre-tax basis until all missed contributions have been paid in full.

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E. Vesting Schedule
Total Credited % of
Years of Service City Contribution
10 50 %
11 55
12 60
13 65
14 70
15 75
16 80
17 85
18 90
19 95
20 + 100 %
F. For employees hired on or after August 15, 2015 (Tier 4)

1. Employees hired on or after August 15, 2015 shall have no vested right in any postemployment medical benefits provided by the City of Roseville. Instead, upon hire, those employees shall contribute one percent (1%) of their base salary each pay period to a City sponsored Retirement Health Savings (RHS) account and shall contribute an additional one percent (1%) per pay period per year annually, up to a maximum of five percent (5%) per pay period annually thereafter, to be used to fund the employee’s medical costs upon retirement from the City.

2. After five (5) years of continuous service with the City of Roseville, and beginning on the first pay period of the sixth year of service, the City shall contribute a flat dollar amount equal to $100 per month to be deposited to the employee’s RHS account up until the employee’s retirement date or separation from the City. After accruing ten (10) cumulative years of service with the City and pursuant to the vesting schedule in Section E of this Article, employees may draw from the City contribution to this account upon retirement.

3. Employees who terminate City service for reasons other than retirement prior to twenty (20) years of cumulative service with the City will forfeit any City contributions.

4. Employees must retire from the City of Roseville and be enrolled in the City of Roseville’s health plan in order to utilize City contributions to the employee’s RHS accounts. After ten (10) years of cumulative service with the City of Roseville, City contributions to the employee’s RHS account may be used for all covered medical expenses pursuant to Section 213 of the IRS Code including participation in non-City sponsored plans.

ARTICLE III. LIFE INSURANCE
A. The City agrees to provide eligible employees with a fully paid life insurance program in the amount of twice the annual salary in effect as of July 1 of each year. The City reserves the right to select the insurance provider.

B. From time to time, the City will change benefit providers due to administrative, service, economic or other reasons. Due to carrier policies and procedures and Department of Insurance requirements, there can be no guarantee that one policy will exactly mirror the preceding one.

The City desires to provide a consistent benefit, and insofar as is possible benefits and language will be matched.

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ARTICLE IV. EMPLOYEE ASSISTANCE PROGRAM
A. The City agrees to provide an Employee Assistance Program (EAP) for employees pursuant to the current EAP Plan document. The plan will include no less than up to six (6) visits a calendar year. The plan document is available through the City’s Human Resources Office.

B. From time to time, the City will change benefit providers due to administrative, service, economic or other reasons. Due to carrier policies and procedures and Department of Insurance requirements, there can be no guarantee that one policy will exactly mirror the preceding one.

The City desires to provide a consistent benefit, and insofar as is possible benefits and language will be matched.

ARTICLE V. DEFERRED COMPENSATION
A. The City agrees to maintain a voluntary program of employee funded deferred compensation for regular full and part-time employees. The parties agree that it’s at the City’s sole discretion to select the deferred compensation plan and plan administrator(s).

B. Effective January 7, 2017 the City agrees to contribute three (3%) percent of base salary into the city sponsored deferred compensation plan for employees who have completed five (5) continuous years of regular employment with the City of Roseville.

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CHAPTER 5. RETIREMENT
ARTICLE I. PUBLIC EMPLOYEES' RETIREMENT SYSTEM
A. The City agrees to provide and maintain membership in CalPERS for the benefit of eligible employees based on the following CalPERS contract provisions:

1. For CalPERS eligible employees hired prior to January 1, 2013 or for eligible employees hired after January 1, 2013 who qualify for pension reciprocity pursuant to Government Code Section 7522.02(c), the City agrees to continue its current Public Employees’ Retirement System contract to provide a 3% at 50 retirement benefit for safety employees. The costs of this benefit will be included when calculating total compensation and the survey agencies used for the salary comparisons shall remain the same as listed in Appendix ”B”.
a. Effective the beginning of the first full pay period in January of 2018, CalPERS classic safety employees represented by RFF will pay nine (9%) of compensation earnable as the employee’s portion of the contribution to CalPERS.

2. CalPERS eligible safety employees hired on or after January 1, 2013, who do not qualify for pension reciprocity pursuant to Government Code Section 7522.02(c), shall receive the retirement benefit formula of 2.7% at 57. As required by Government Code Section 7522.30, employees shall have an initial member pension contribution rate of 50% of the total normal cost rate.

3. For CalPERS eligible employees hired prior to January 1, 2013 or for eligible employees hired after January 1, 2013 who qualify for pension reciprocity pursuant to Government Code Section 7522.02(c), the City agrees to continue its current Public Employees’ Retirement System contract to provide a 2.7% at 55 retirement benefit for miscellaneous retirement formula covered employees. The costs of this benefit will be included when calculating total compensation and the survey agencies used for the salary comparisons shall remain the same as listed in Appendix ”B”.
a. Effective January 28, 2012, miscellaneous employees represented by RFF will pay 8% of compensation earnable as the employees’ portion of CalPERS.

4. CalPERS eligible miscellaneous employees hired on or after January 1, 2013, who do not qualify for pension reciprocity pursuant to Government Code Section 7522.02(c), shall receive the retirement benefit formula of 2% at 62. As required by Government Code Section 7522.30, employees shall have an initial member pension contribution rate of 50% of the total normal cost rate.

B. The City agrees to maintain its current Public Employees’ Retirement System contract which provides 100% of an employee's accumulated sick leave to be credited to years of service, in accordance with Section 20862.8 of the Public Employees’ Retirement System contract options.

In addition to the above sick leave service credit, an employee may elect to receive a payoff of part or all of their accumulated sick leave in accordance with Personnel Rules Section

3.12.070(J) - Payment for Unused Sick Leave.

C. The City agrees to provide the 1959 Survivor Benefit highest level plan. Employee to contribute $2.00 per month and City to contribute $3.00 per month per employee.

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D. The City agrees to continue the military buy-back PERS contract provision.

E. Any tax liability created by this form of compensation shall be the sole responsibility of each employee for that amount henceforth reimbursed by the City of the employee's normal contribution.

Further, the City may include this form of compensation in future consideration of employee's total compensation.

F. For all employees hired before October 21, 2015, the City will provide a three percent (3%) annual cost of living allowance (COLA) increase to retirees. For employees hired on or after August 15, 2015 or as soon as administratively possible whichever date is later, the City will provide a two percent (2%) annual cost of living allowance (COLA) upon retirement from the City.

G. The City will continue the Section 21548 Pre-Retirement Optional Settlement 2 Death Benefit for safety employees.

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CHAPTER 6. HOURS & SCHEDULES
ARTICLE I. HOURS OF SERVICE
A. The Fire Department shall work on the basis of twenty-four (24) hours on duty. This shall average a total of fifty-six (56) hours per week. A shift shall begin at seven o'clock (7:00) a.m., and shall end at seven o'clock (7:00) a.m., the following morning.

B. The City agrees to maintain a 48/96 work schedule. The schedule will consist of two (2) consecutive twenty-four (24) hour shifts on duty followed by ninety-six (96) hours off (i.e. - X X O O O O X X O O O O X X ).

C. The City will maintain a twenty-four (24) hour day FLSA pay period to coincide with the 48/96 work schedule. Salaries will be paid bi-weekly.

The Force Hire rotation will be structured so that a shift will be up for Force Hire on the first and fourth day of the four (4) day. All represented 24-hour shift employees will be subject to the Force Hire rotation.

D. Example:

Shift on duty: A A B B C C A A B B
Force List: C B A C B A C B A C
E. Working down:

1. At the discretion of the Fire Chief or Assistant Fire Chief of Operations, employees will be allowed to work down in a lower rank position to reduce Force Hires.

2. Employees working down in a lower rank position will only be utilized after all voluntary options for filling the vacancy have been exhausted. Available qualified actors from a lower rank will be used to fill the vacancy prior to employees at a higher rank being allowed to work down.

3. When a Force Hire occurs, the Forced employee may seek other qualified employees, starting with other employees in the same rank, and then including actors from current promotional lists, and then qualified employees from the rank above, to cover all or part of the Force Hire. Hours covered through this agreement will be counted as SOD (overtime) hours.

The hours worked will be compensated at their regular overtime rate.

4. Engineer Paramedics can work down as Firefighter Paramedics to prevent a Force Hire. The employee working down to cover the Force Hire will do so by indicating through Fire Staffing that they are willing to work down and post availability through Telestaff. The hours worked will be counted to them as SOD (overtime) hours. The employee working down will be compensated at their regular overtime rate.

5. Captains can work down as Engineers to prevent a Force Hire. The employee working down to cover the Force Hire will do so by indicating through fire staffing that they are willing to work down and post availability through Telestaff. The hours worked will be counted to them as SOD (overtime) hours. The employee working down will be compensated at their regular overtime rate.

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6. Engineers and Captains are prohibited from working down if a Force Hire exists at their normal assigned rank during the same time period.

7. The employee authorized to work down in the lower rank shall meet the minimum qualification for the job class. The Fire Chief or designee shall have the final determination for who meets the minimum competency requirements for personnel permitted to work down as Engineers and Firefighter Paramedics. This determination can be grieved to the Fire Chief or his designee. The decision of the Fire Chief is final.

ARTICLE II. DAYLIGHT/STANDARD TIME CHANGES
Employees subject to work shifts during periods of time changes to Daylight Savings or Standard Time shall be paid for the actual number of hours worked.

ARTICLE III. MODIFIED DUTY ASSIGNMENT
A. Modified duty assignments may occur when an employee, who has been injured on or off the job, or who has some other condition, has been medically released for limited work based on specific medical work restrictions. The Risk Management Division will administer this policy.

B. In the case of a non-work-related disability, the City will require the disabled employee to provide the department head with a written request for a modified duty assignment and the treating health care provider’s statement of work restriction(s), or a status report specifying the employee’s anticipated date of return to full duty.

In the case of a work-related disability, the City may require that an employee return to a modified duty assignment, should an assignment be available that meets the medical work restrictions imposed by the employee’s treating health care provider .

C. The department head will determine whether there is a duty assignment available within the department that meets the work restrictions imposed by the treating health care provider . If such work is available, the department head will recommend approval of the assignment to the Human Resources Director. The Human Resources Director shall give input as to what constitutes reasonable accommodation for a modified duty assignment based on a case-by-case evaluation of such factors as the nature of the employee’s work restriction(s), length of disability, and the mutual welfare of the employee and City operations.

D. After receiving the recommendation of the department head and approval of Risk Management, the Human Resources Director may authorize a modified duty assignment for an injured employee who is restricted in ability to perform the full range of normal job duties.

E. The department head will notify the employee in writing after receipt of the treating health care provider’s statement of work restriction(s) and approval of the City Manager concerning whether or not a modified duty assignment can be accommodated.

F. If a modified duty assignment cannot be found within the employee’s regularly assigned department, a request to locate an assignment outside of the employee’s department may be made to the Human Resources Director.

G. Modified duty assignments will be approved in bi-weekly (5 shift) increments, which may be renewed depending on availability of work and the continued disability of the employee. The biweekly (5 shift) increment request is required regardless of the anticipated duration of modified duty.

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H. Modified duty assignments are limited to ninety (90) days. Should an employee have a disability that requires accommodation beyond ninety (90) days, a new assignment must be located and approved by the Human Resources Director. The new assignment must involve job tasks/duties which are different from those performed in previous modified duty assignments. In no case will a modified duty assignment be continued once an employee has reached a permanent and stationary status.

I. Modified duty shall be limited to three (3) ninety (90) day assignments. Upon completion of the third modified duty assignment the employee shall be removed from work until released to return to full duty or deemed permanent and stationary. The employee may use any benefits available to them at that time.

J. When an employee is assigned a modified duty assignment, the employee shall be compensated for hours worked at the regular rate of base salary and benefits regardless of whether or not the employee performs work within the regular classified position or is assigned to the employee’s regularly assigned department. If an employee is assigned to a modified duty assignment of less than full time, compensation for hours worked may be supplemented by either accrued sick leave or other available leave.

ARTICLE IV. LONG TERM VACANCIES
All vacancies are filled on a rank-for-rank basis in accordance with existing department Call Back Procedures. This does not prohibit the Working Down provision in Article I above. Effective July 01, 2014, when a vacancy becomes long term (greater than 30 days), the vacancy will become a “floating” vacancy.

Floating vacancies are to be filled with NO preference given to unit or station assignment. NO “reset” of a floating vacancy will be applied if the vacancy is moved to a different unit or shift assignment.

ARTICLE V. MODIFIED DUTY

1. Employees who are on a 24 hour shift schedule and who are placed in a modified duty assignment which is expected to last more than one (1) full pay period shall be assigned to a 40-hour work schedule the first day of the pay period following the modified duty assignment. All payroll calculations, to include leave balances, holidays and CTO shall be transitioned to a 40-hour work week calculation. Holiday leave usage will be applied per the 40-hour work week holiday schedule.

2. Employees who have returned to full duty status by a health care provider during the first week of a pay period will be transitioned from the 40-hour work week to a 24 hour shift schedule at the beginning of that pay period. Employees who have returned to full duty status by a health care provider during the second week of a pay period will be transitioned from the 40-hour work week to a 24 hour shift schedule at the beginning of the following pay period. All payroll calculations, including leave balances, holidays and CTO shall be transitioned back to a 24 hour shift schedule.

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CHAPTER 7. MISCELLANEOUS ISSUES
ARTICLE I. NON-DISCRIMINATION
The Union hereby certifies that it has no restrictions on membership based on race, color, creed, sex, national origin or political affiliation or any other status or basis prohibited by law.

ARTICLE II. UNFAIR LABOR PRACTICES
The parties hereto recognize the following as an unfair labor practice which violates the meet and confer process:

A. Discussion between employees and individual members of the City Council on matters or issues which are the subject of negotiations between employee representatives and representatives of the City Council.

B. Discussion between City Personnel Relations Committee members and individual members of the Union of matters or issues which are the subject of negotiations between City Personnel Relations Committee members and representatives of Local 1592, I.A.F.F.

ARTICLE III. SENIORITY
A. Employees shall be placed on the seniority list in accordance with the date they were first placed on the payroll of the Roseville Fire Department as regular or limited term employees. When two (2) or more employees are assigned to the payroll on the same date, preference in placement on the department seniority list shall be given based on relative standing on the Roseville Firefighter hiring list. The hiring list is defined as the candidate ranking based on a final examination process determined at the conclusion of the recruitment, which may be the certified employment list (as defined by Personnel Rule 3.05.110) or a list determined by further candidate testing following the establishment of the certified employment list. The hiring list, established by the Fire Chief or his designee, will be provided to the Human Resources Department for the official record.

B. Placement on the department seniority list shall not be affected by leaves of absence duly granted for medical reasons where such medical disability was incurred in the course and scope of the employee's official duties.

C. A correct copy of the seniority list as of January 1 of each year shall be provided to the Union in March of each year, and a currently correct copy made available for inspection at reasonable times to employees upon request.

D. For promotions, seniority at their respective ranks shall be determined by the date of promotion to the higher job class (rank). When two (2) or more employees are promoted on the same date to the same job class, preference in placement on the seniority list shall be given based on promotional list provided to Human Resources when established for the official record.

E. The department seniority list shall be maintained by the Fire Department.

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ARTICLE IV. UNION ACTIVITIES
A. The Union may place one bulletin board in each fire station for the purpose of communicating normal and usual Union business to the membership.

1. Specific placement of such boards within a station shall be subject to the approval of the Fire Chief.
a. The officially designated Union representative in each station shall be responsible for maintaining such board.
b. The Fire Chief reserves the right to prohibit the posting and order the removal of, material that the Chief reasonably concludes will be disruptive of the operation of the Fire Department.
c. Claims of arbitrariness on the part of the Fire Chief in this regard shall fall under the grievance procedure hereinafter provided.
d. The Union will keep the Fire Chief notified in writing of the names of its designated representatives in each station.

2. The Union may use the Training Room at the Fire Training Facility (Hilltop) for a meeting place for its membership once a month or for any special meetings necessary for completing Union business.

These membership meetings will be held after the normal work day.

B. Members of the Employee Affairs Committee shall be granted leave from duty with full benefits for the purpose of negotiating terms of an agreement when such meetings take place at a time during which such members are scheduled to be on duty. The Fire Chief shall make the final determination as to manpower availability.

C. Members of the Employee Affairs Committee shall be granted leave from duty with full benefits for all meetings and hearings between the City and the Union for the purpose of resolving a grievance when such meetings or hearings take place at a time during which such member is scheduled to be on duty.

D. The City and RFF agree to the establishment of an RFF Time Bank for use by employees for the sole purpose of performing or conducting association business subject to the following conditions:

1. RFF members may donate only vacation or compensation time off (CTO) hours from an association member’s accrued leave balance for such hours. Such donation shall be voluntary, non-revocable and not returnable to the employee. Donations will be allowed only during the first pay period in February of each year.

2. The maximum number of hours any member shall donate is eight (8) hours per year.

Any remaining unused hours in the time bank on December 31st shall be carried over into the next calendar year. The maximum number of hours that can be accrued is not to exceed eight (8) hours per represented employee per year.

3. Time bank hours shall not be used without prior approval of RFF representatives. All time submitted to payroll for reimbursement from the bank must have RFF and department approval. RFF will be responsible for circulating and collecting donation forms and submitting these forms to the Human Resources Department. The Human Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/22-12/31/25 Page 36 Memorandum of Understanding
Resources and Finance Departments will be responsible for processing the appropriate donation forms and any payment(s).

4. RFF members assume any tax liability for being assessed vacation or CTO hours and/or using Time Bank hours. Hours donated to association members shall not be considered time worked for overtime, retirement, or any other benefit purpose. However, any donated hours will be subject to applicable state and federal payroll taxes.

ARTICLE V. SAFETY
A. The City shall continue to provide for the safety of employees during the hours of their employment. In this regard, the City agrees that it will receive and consider written recommendations with respect to unsafe working conditions or other safety ideas in the area of working conditions from any employee or the Union; and the employees and the Union agree that they will forward their safety recommendations and ideas to the City.

B. The City shall take all reasonable and readily available precautions when employees' assigned duties are performed under generally known extraordinarily life endangering conditions not normally associated with fire fighting and fire safety and prevention activities.

C. To the extent reasonably ascertainable by the City, fire fighting equipment provided and maintained by the City shall be reasonably safe and adequate for its normal and intended use.

Provided however that nothing herein is to be construed to mean that the City assumes the liability of any other party, or waives any rights, defenses to liability or causes of action that it may have in law or equity.

ARTICLE VI. MEMBERSHIP DUES AND AUTHORIZED DEDUCTIONS
A. The Association shall be entitled to have membership dues and other lawful deductions of its members deducted from their paychecks in accordance with the procedures required by law and set forth herein. To the extent required by Government Code Sections 1157.3 and 1157.12, the City shall honor employees’ voluntary authorizations for Association dues deductions from employee paychecks. Such authorized deductions shall be remitted monthly to Association along with an adequate itemized record of deductions. The City shall make every reasonable effort to remit the amounts deducted within ten (10) working days following the payday on which the deductions were made.

B. In making such authorized membership dues deductions, the City shall rely on written certification from the Association confirming that the Association has and will maintain authorizations signed by each individual employee from whose paychecks the deduction is to be made that the individual affirmatively consents to the dues deduction in a manner that meets the requirements of state and federal law, including but not limited to applicable provisions of Government Code Sections 1150-1157.12 and the First Amendment of the United States Constitution. After providing the required certification, the Association shall not be required to provide a copy of individual authorizations to the City unless a dispute arises about the existence or terms of the authorization. To the extent required by law, the City will rely on information provided by the Association in writing regarding whether dues deductions were properly cancelled or changed.

Any requests from the Association that the City change dues deductions shall include a certification that the changes are requested with the affirmative consent of the individual employee(s) and otherwise comply with all requirements of state and federal law.

C. The amount of membership dues shall be set by the Association. All changes in dues deductions shall become effective the first of the month following written notification to the City Chief Financial Officer.

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D. The City agrees to direct all employees to the Association with regard to any questions or concerns related to membership dues or any other mutually agreed payroll deduction. The City agrees to send requests to cancel or change dues deductions to the Association.

E. The City agrees to provide to Association on a monthly basis a payroll dues deduction report.

F. The employee's earnings must be regularly sufficient, after other legal and required deductions are made, to cover the amount of the dues check-off authorized. When an employee, in good standing in the Association, is in a non-pay status, for the full pay period when his/her dues would normally be withheld, no dues deduction will be made to cover that withholding from the current or future earnings; nor will the employee deposit the amount with the City which would have been withheld if the employee had been in a pay status during that period. In the case of an employee who is in a non-pay status during only a part of the pay period and the salary is not sufficient to cover the full withholding, no deduction shall be made. In this connection, all other legal and required deductions have priority over Association dues.

G. The Association shall indemnify, defend, protect and hold harmless the City and its elected and appointed officials, officers, employees, officers and agents (collectively hereafter the “Indemnitees”) from and against any and all claims, liabilities, losses, damages, fines, penalties, claims, demands, suits, actions, causes of action, judgments, costs and expenses (including, but not limited to, reasonable attorneys’ fees and court costs) arising from the application of any provisions under this Article, including, but not limited to, any claims made by any member employees for the membership dues deductions the City made in reliance on the Association’s certification, and any claims made by any member employees for any deduction cancellation or modification the City made in reliance on the information provided by the Association, provided that the City promptly notify the Association of any such matter for which it is seeking indemnification after the City has knowledge of the occurrence of such matter.

H. In the event any such action or proceeding is brought against the City by reason of any such claim, the Association, upon notice from the City, covenants to defend such action or proceeding by counsel reasonably satisfactory to the City. Further, the Association agrees to indemnify and hold harmless the Indemnitees for any loss or damage arising from the Association’s actions or inactions under this Article.

ARTICLE VII. CAUSES FOR DISCIPLINE (Refer to Section 3.16.020, Personnel Rules) The Fire Department uses The City of Roseville Fire Department Administrative Investigation Manual as a guideline.

The discipline of City of Roseville employees, including Roseville Firefighters (RFF) members, may be by written reprimand, suspension, demotion, discharge, transfer for purposes of corrective measures or other actions not inconsistent with the provisions of the City Charter, and is governed by Article VIII of the City Charter, Section 8.04 Personnel Rules, Subsection (i), and Roseville Municipal Code Chapter 3.16 and applicable law including Government Code Section 3250 et. seq.

Roseville Municipal Code Section 3.16.020 provides details regarding the Causes for Discipline and Section 3.16.030 outlines the Types of Discipline available. Should the performance of an RFF member warrant some form of discipline, the type and imposition of discipline will be governed by the Roseville Municipal Code and applicable law including Government Code Section 3250 et. seq.

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ARTICLE VIII. (Intentionally left blank)
ARTICLE IX. NO STRIKE (CONCERTED ACTION)
Union agrees that for the term of this Agreement, the Union and its members shall not call or engage in any strike, slowdown, suspension or stoppage of work activity, or sanction any such conduct by unit employees, and the City agrees that it shall not cause or engage in any lockout.

ARTICLE X. MINIMUM SCORES AND COMPUTATIONS
Refer to Municipal Code Section 3.05.070 for selection process applicant scoring.

ARTICLE XI. CERTIFICATION OF ELIGIBLES AND APPOINTMENTS Refer to Municipal Code Section 3.050.110 (B) and 3.06.030 Appointments.

ARTICLE XII. HEALTH MAINTENANCE PHYSICALS
When, in the opinion of the City Manager, Human Resources Director, or department head, it would be in the best interest of the City or a specific function of City service to evaluate the medical or psychological condition of any candidate or employee, the Human Resources Director may schedule such employee(s) for an examination with a physician, or other appropriate licensed health professional, selected by the City and at City expense. The results of such examination shall be available to the Human Resources Director, City Manager, and the department head as may be appropriate in the same manner as new employee examinations. Each employee is independently responsible for compliance with the advice and suggestions made by the physician/licensed health professional as a result of such examination. All nonindustrial care, treatment, or other requirements recommended by the physician/licensed health professional shall be at the expense of the employee. The City shall receive from the City-selected physician/licensed health professional a notice of examination completion, whether or not further treatment or specialized diagnosis is required, and a certification that the employee is able to continue job performance. In the event an employee is certified by the City physician/licensed health professional as unable to continue performance of the duties assigned to the position, that employee shall not return to the active service until such time as the employee is determined by the City physician/licensed health professional to be permanently able to continue job performance.

ARTICLE XIII. TOWELS/LINENS
The City agrees to provide towels, sheets, linens and pillow cases (linens) at each fire station.

Employees will be responsible for washing and drying linens in conjunction with other station housekeeping duties.

ARTICLE XIV. STATION ASSIGNMENTS
The City agrees to maintain a Standard Procedure Manual Policy regarding a method by which employees may express their preference for station assignments.

ARTICLE XV. NO SMOKING
Employees hired on/after January 1, 2004 must be tobacco free and cannot use tobacco products on or off duty.

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ARTICLE XVI. ALCOHOL AND DRUG POLICY
City and Union agree to continue to enforce the current Alcohol and Drug Abuse Policy.

In addition to the above-mentioned policy, all employees will be required to notify the City in writing of any criminal drug statute conviction for a violation occurring in the workplace not later than five (5) calendar days after such conviction.

ARTICLE XVII. REMOTE EMAIL ACCESS
Employees will be allowed to enter into a remote email access agreement with the City of Roseville as described in the Administrative Regulations. Employees understand that this voluntary policy is being adopted for their convenience and no compensation will be provided as a result of incidental access to the City’s email system.

ARTICLE XVIII. TEMPORARY LAYOFF/FURLOUGH
A. Temporary layoff under this section is defined as the City’s temporary reduction or abolition of an employee’s allocated position. Temporary layoffs shall not exceed twelve (12) working days per a twelve (12) month notice period. The reduction in employee salary will be equalized over the twelve (12) month period following the first day of furlough.

B. The City Manager may exempt employees from one (1) or more furlough days based on the operating needs of the City.

C. Employees may request specific furlough days off in eight (8) hour increments, subject to management approval.

D. There shall be no reduction in the City’s contribution to retirement, health, dental, vision, life, and LTD as a result of employees being furloughed.

E. Furlough days shall be counted as time worked for purposes of retirement credits.

F. Accrued furlough leave shall have no cash value.

NOTICE OF TEMPORARY LAYOFF/FURLOUGH
The Human Resources Director shall provide written notice to each department classified employee affected by a temporary layoff (furlough) at least fifteen (15) calendar days prior to the effective date of the action. Notice shall be personally delivered to the employee, or sent by U.S. first class mail to the employee’s last known address. The notice will state the duration of the temporary layoff. An employee may respond to the notice but shall not have a right to appeal such action.

BUMPING
Employees who are subject to a temporary layoff are not eligible to exercise bumping rights under this chapter.

ARTICLE XIX. EDUCATIONAL REIMBURSEMENT
Employees may be reimbursed for the tuition and fees connected with approved job related educational courses not to exceed $500 per year for Firefighter/Paramedic I/II, $400 per year for Fire Engineer and $300 per year for Fire Captain. The cost of books is not covered in this Agreement. The employee will submit the request for reimbursement to the Training Battalion Chief, who will accept or reject the Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/22-12/31/25 Page 40 Memorandum of Understanding
request. The request must be made before the class has been completed. The request will then be forwarded with the Fire Chief’s recommendation to the Human Resources Department, who will make the final decision to accept or reject the request. No payment will be made until the final proof of a passing grade is submitted to the Human Resources Department. The City has established a $6,000 educational reimbursement fund to be administered by the Human Resources Department. Once the fund balance is depleted, no further reimbursements will be approved.

ARTICLE XX. LIMITED TERM
Pursuant to Section 3.06.095 of the City’s Personnel Rules, the following shall apply to Firefighter Paramedic limited term appointments.

A. A limited term employee appointed from a certified hiring list to a Firefighter Paramedic limited term position shall have their service in the limited term position counted toward their probationary period in classified service should they be transferred, in accordance with Personnel Rule 3.07.030, to a regular Firefighter Paramedic position without a break in City service.

B. At the conclusion of at least every three months the limited term Firefighter Paramedic’s performance shall be evaluated in the manner described in Personnel Rule Section 3.06.150.

C. A limited term Firefighter Paramedic who is transferred from a limited-term position to a regular Firefighter Paramedic position, at the sole discretion of the Fire Chief, having the same salary range and substantially similar duties, shall be compensated at the same step in the salary range as previously received without a change in the anniversary date.

D. Salary Step Advancement. A merit step increase may be granted to a limited term Firefighter Paramedic employee pursuant to City’s Personnel Rules 3.11.030, subject, but not limited, to the following:

1. “Anniversary date” means the date upon which an employee first appears on the City payroll due to original appointment to the Firefighter Paramedic limited-term position, and in which the employee becomes eligible for salary advancement consideration.

2. A limited term Firefighter Paramedic shall be provided with an employee evaluation in accordance with Chapter 3.14 of the Personnel Rules.

E. Limited term Firefighter Paramedic employees shall be at-will employees and shall be entitled to health insurance, CalPERS retirement, retiree health savings account, long term disability, holiday pay, vacation and sick leave and other benefits, on the same terms and conditions as a newly hired regular status employee.

F. The length of service and service credit shall start from the initial date of hire as a limited term Firefighter Paramedic and be deemed continuous service upon the transfer to a regular Firefighter Paramedic position without a break in service.

G. Nothing in this Article shall change the at-will, temporary status of a limited term appointment.

H. In all circumstances, appointments made based on this provision or into regular service are at the sole discretion of the Fire Chief.

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The terms and conditions of this Memorandum of Understanding are executed this day of by the Employer-Employee representatives whose signatures appear below on behalf of their respective organizations.

CITY OF ROSEVILLE: ROSEVILLE FIREFIGHTERS’:
________________________________ _____________________________

DOMINICK CASEY GABE MICHAEL
City Manager President
_________________________________ ______________________________

TIM DAVIS JERRY CAMOUS
Chief Negotiator Chief Negotiator
_________________________________ ______________________________

BRIAN DIEMER WILL RABY
Member, Negotiating Team Member, Negotiating Team
_______________________________ ______________________________

JAMIE PEPIN MATT PICCHI
Member, Negotiating Team Member, Negotiating Team
_______________________________

DION LOUTHAN MATT WALLING
Member, Negotiating Team Member, Negotiating Team
_______________________________

AJMEER KHALIQI MATT MCCAULEY
Member, Negotiating Team Member, Negotiating Team
Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/22-12/31/25 Page 42 Memorandum of Understanding
APPENDIX “A”

ROSEVILLE FIREFIGHTERS CLASSES
3375 FIRE & ENVIR SAFETY INSPEC I
3377 FIRE & ENVIR SAFETY INSPEC II
3320 FIRE CAPTAIN
3340 FIRE ENGINEER
1022 FIRE & ENVIR INSPECTION SUPERVISOR
3350 FIREFIGHTER-EMT I
3353 FIREFIGHTER-PARAMEDIC I
3355 FIREFIGHTER-PARAMEDIC II
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APPENDIX “B”

SURVEY AGENCIES
City of Sacramento
Davis
Fairfield
Folsom
Lodi
Rocklin
Sacramento Metropolitan Fire Protection District
South Placer Fire Protection District
Vacaville
City of West Sacramento
El Dorado Hills Fire Department
Consumnes Community Services District Fire Department

Memorandum of Understanding
Roseville Firefighters, Local 1592 and City of Roseville Term of Agreement:

January 1, 2019 2022 – December 31,
20212025

TABLE OF CONTENTS
CHAPTER 1. ADMINISTRATION ............................................................................................................... 1 ARTICLE I. PARTIES TO UNDERSTANDING ........................................................................................... 1 ARTICLE II. STATE LAW COMPLIANCE .................................................................................................. 1 ARTICLE III. RECOGNITION ...................................................................................................................... 1 ARTICLE IV. CITY COUNCIL APPROVAL ................................................................................................ 1 ARTICLE V. CONTINUATION OF BENEFITS............................................................................................ 1 ARTICLE VI. TERMS OF UNDERSTANDING............................................................................................ 1 ARTICLE VII. VALIDITY OF MOU .............................................................................................................. 2 ARTICLE VIII. MANAGEMENT RIGHTS .................................................................................................... 2 CHAPTER 2. COMPENSATION ................................................................................................................. 4 ARTICLE I. SALARIES ............................................................................................................................... 4 ARTICLE II. OVERTIME.............................................................................................................................. 7 ARTICLE III. EMERGENCY WORK HOURS AND DUTY ASSIGNMENTS ..............................................9 ARTICLE IV. MEAL BREAK .....................................................................................................................10 ARTICLE V. WORKING OUT OF CLASS ................................................................................................10 ARTICLE VI. EDUCATIONAL INCENTIVE...............................................................................................11 ARTICLE VII. UNIFORM ALLOWANCE...................................................................................................14 ARTICLE VIII. LONGEVITY PAY..............................................................................................................15 ARTICLE X. EMERGENCY MEDICAL TECHNICIAN/PARAMEDIC .......................................................15 ARTICLE XI. STRIKE TEAM.....................................................................................................................17 ARTICLE XII. PAY PERIOD - FLSA .......................................................................................................17 ARTICLE XIII. PAYROLL ERRORS ..........................................................................................................17 ARTICLE XV. SPECIAL COMPENSATION..............................................................................................18 CHAPTER 3. LEAVES ..............................................................................................................................19 ARTICLE I. VACATION LEAVE................................................................................................................19 ARTICLE II. HOLIDAYS/SCHEDULING TIME OFF .................................................................................20 ARTICLE III. SICK LEAVE........................................................................................................................22 ARTICLE IV. JURY DUTY LEAVE............................................................................................................23 ARTICLE V. MILITARY LEAVE................................................................................................................23 ARTICLE VI. MATERNITY LEAVE...........................................................................................................24 ARTICLE VII. CATASTROPHIC LEAVE ..................................................................................................24 CHAPTER 4. INSURANCES.....................................................................................................................25 ARTICLE I. HEALTH AND WELFARE BENEFITS ..................................................................................25 ARTICLE II. RETIREE HEALTH BENEFITS ............................................................................................26 ARTICLE III. LIFE INSURANCE ...............................................................................................................28 ARTICLE IV. EMPLOYEE ASSISTANCE PROGRAM.............................................................................29 ARTICLE V. DEFERRED COMPENSATION.............................................................................................29 CHAPTER 5. RETIREMENT .....................................................................................................................30 ARTICLE I. PUBLIC EMPLOYEES' RETIREMENT SYSTEM .................................................................30 CHAPTER 6. HOURS & SCHEDULES.....................................................................................................32 ARTICLE I. HOURS OF SERVICE............................................................................................................32 ARTICLE II. DAYLIGHT/STANDARD TIME CHANGES..........................................................................33 ARTICLE III. MODIFIED DUTY ASSIGNMENT.......................................................................................33 ARTICLE IV. LONG TERM VACANCIES .................................................................................................34 ARTICLE V. MODIFIED DUTY..................................................................................................................34 CHAPTER 7. MISCELLANEOUS ISSUES ...............................................................................................35 ARTICLE I. NON-DISCRIMINATION ........................................................................................................35 ARTICLE II. UNFAIR LABOR PRACTICES .............................................................................................35 ARTICLE III. SENIORITY ..........................................................................................................................35 ARTICLE IV. UNION ACTIVITIES.............................................................................................................36 ARTICLE V. SAFETY................................................................................................................................37 ARTICLE VI. MEMBERSHIP DUES AND AUTHORIZED DEDUCTIONS...............................................37 ARTICLE VII. CAUSES FOR DISCIPLINE ...............................................................................................38 ARTICLE VIII. (INTENTIONALLY LEFT BLANK) ....................................................................................39 ARTICLE IX. NO STRIKE (CONCERTED ACTION) ................................................................................39 ARTICLE X. MINIMUM SCORES AND COMPUTATIONS ......................................................................39 ARTICLE XI. CERTIFICATION OF ELIGIBLES AND APPOINTMENTS ................................................39 ARTICLE XII. HEALTH MAINTENANCE PHYSICALS............................................................................39 ARTICLE XIII. TOWELS/LINENS .............................................................................................................39 ARTICLE XIV. STATION ASSIGNMENTS ...............................................................................................39 ARTICLE XV. NO SMOKING ....................................................................................................................39 ARTICLE XVI. ALCOHOL AND DRUG POLICY......................................................................................40 ARTICLE XVII. REMOTE EMAIL ACCESS...............................................................................................40 ARTICLE XVIII. TEMPORARY LAYOFF/FURLOUGH..............................................................................40 ARTICLE XIX. EDUCATIONAL REIMBURSEMENT ................................................................................40 ARTICLE XX. LIMITED TERM ...................................................................................................................41 APPENDIX “A”...........................................................................................................................................43 APPENDIX “B”...........................................................................................................................................44 CHAPTER 1. ADMINISTRATION ............................................................................................................... 1 ARTICLE I. PARTIES TO UNDERSTANDING ........................................................................................... 1 ARTICLE II. STATE LAW COMPLIANCE .................................................................................................. 1 ARTICLE III. RECOGNITION ...................................................................................................................... 1 ARTICLE IV. CITY COUNCIL APPROVAL ................................................................................................ 1 ARTICLE V. CONTINUATION OF BENEFITS............................................................................................ 1 ARTICLE VI. TERMS OF UNDERSTANDING............................................................................................ 1 ARTICLE VII. VALIDITY OF MOU .............................................................................................................. 2 ARTICLE VIII. MANAGEMENT RIGHTS .................................................................................................... 2 CHAPTER 2. COMPENSATION ................................................................................................................. 4 ARTICLE I. SALARIES ............................................................................................................................... 4 ARTICLE II. OVERTIME.............................................................................................................................. 7 ARTICLE III. EMERGENCY WORK HOURS AND DUTY ASSIGNMENTS ..............................................9 ARTICLE IV. MEAL BREAK .....................................................................................................................10 ARTICLE V. WORKING OUT OF CLASS ................................................................................................10 ARTICLE VI. EDUCATIONAL INCENTIVE...............................................................................................11 ARTICLE VII. UNIFORM ALLOWANCE...................................................................................................14 ARTICLE VIII. LONGEVITY PAY..............................................................................................................15 ARTICLE X. EMERGENCY MEDICAL TECHNICIAN/PARAMEDIC .......................................................15 ARTICLE XI. STRIKE TEAM.....................................................................................................................17 A. AT THE DISCRETION OF THE FIRE CHIEF, OR ON-DUTY BATTALION CHIEF, INDIVIDUALS MAY BE RELEASED FOR A MINIMUM 12 HOUR PAID REST PERIOD, AS LISTED BELOW: ...........17 ARTICLE XII. PAY PERIOD - FLSA .......................................................................................................17 ARTICLE XIII. PAYROLL ERRORS ..........................................................................................................17 ARTICLE XV. SPECIAL COMPENSATION..............................................................................................18 CHAPTER 3. LEAVES ..............................................................................................................................19 ARTICLE I. VACATION LEAVE................................................................................................................19 ARTICLE II. HOLIDAYS/SCHEDULING TIME OFF .................................................................................20 ARTICLE III. SICK LEAVE........................................................................................................................22 ARTICLE IV. JURY DUTY LEAVE............................................................................................................23 ARTICLE V. MILITARY LEAVE................................................................................................................23 ARTICLE VI. MATERNITY LEAVE...........................................................................................................24 ARTICLE VII. CATASTROPHIC LEAVE ..................................................................................................24 CHAPTER 4. INSURANCES.....................................................................................................................25 ARTICLE I. HEALTH AND WELFARE BENEFITS ..................................................................................25 ARTICLE II. RETIREE HEALTH BENEFITS ............................................................................................26 ARTICLE III. LIFE INSURANCE ...............................................................................................................28 ARTICLE IV. EMPLOYEE ASSISTANCE PROGRAM.............................................................................29 ARTICLE V. DEFERRED COMPENSATION.............................................................................................29 CHAPTER 5. RETIREMENT .....................................................................................................................30 ARTICLE I. PUBLIC EMPLOYEES' RETIREMENT SYSTEM .................................................................30 CHAPTER 6. HOURS & SCHEDULES.....................................................................................................32 ARTICLE I. HOURS OF SERVICE............................................................................................................32 ARTICLE II. DAYLIGHT/STANDARD TIME CHANGES..........................................................................33 ARTICLE III. MODIFIED DUTY ASSIGNMENT.......................................................................................33 ARTICLE IV. LONG TERM VACANCIES .................................................................................................34 ARTICLE V. MODIFIED DUTY..................................................................................................................34 CHAPTER 7. MISCELLANEOUS ISSUES ...............................................................................................35 ARTICLE I. NON-DISCRIMINATION ........................................................................................................35 ARTICLE II. UNFAIR LABOR PRACTICES .............................................................................................35 ARTICLE III. SENIORITY ..........................................................................................................................35 ARTICLE IV. UNION ACTIVITIES.............................................................................................................36 ARTICLE V. SAFETY................................................................................................................................37 ARTICLE VI. MEMBERSHIP DUES AND AUTHORIZED DEDUCTIONS...............................................37 ARTICLE VII. CAUSES FOR DISCIPLINE ...............................................................................................38 ARTICLE VIII. (INTENTIONALLY LEFT BLANK) ....................................................................................39 ARTICLE IX. NO STRIKE (CONCERTED ACTION) ................................................................................39 ARTICLE X. MINIMUM SCORES AND COMPUTATIONS ......................................................................39 ARTICLE XI. CERTIFICATION OF ELIGIBLES AND APPOINTMENTS ................................................39 ARTICLE XII. HEALTH MAINTENANCE PHYSICALS............................................................................39 ARTICLE XIII. TOWELS/LINENS .............................................................................................................39 ARTICLE XIV. STATION ASSIGNMENTS ...............................................................................................39 ARTICLE XV. NO SMOKING ....................................................................................................................39 ARTICLE XVI. ALCOHOL AND DRUG POLICY......................................................................................40 ARTICLE XVII. REMOTE EMAIL ACCESS...............................................................................................40 ARTICLE XVIII. TEMPORARY LAYOFF/FURLOUGH..............................................................................40 ARTICLE XIX, EDUCATIONAL REIMBURSEMENT ................................................................................40 APPENDIX “A”...........................................................................................................................................43 APPENDIX “B”...........................................................................................................................................44 Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 1 Memorandum of Understanding

MEMORANDUM OF UNDERSTANDING
CHAPTER 1. ADMINISTRATION
ARTICLE I. PARTIES TO UNDERSTANDING
This Memorandum of Understanding (MOU) relates to issues within the scope of representation existing between the CITY OF ROSEVILLE, CALIFORNIA, (City) and the ROSEVILLE FIREFIGHTERS, LOCAL 1592, (Union or RFF) and those employees occupying the classes listed in Appendix "A", attached hereto and incorporated herein by this reference.

ARTICLE II. STATE LAW COMPLIANCE
This MOU complies with the provisions of Section 3500 et seq. of the Government Code of the State of California, and Chapter 3.17 of Roseville Municipal Code in that the Employer and Employee representatives who have executed this MOU did meet and confer in good faith and did reach agreement on those matters within the scope of representation.

ARTICLE III. RECOGNITION
The City hereby confirms its prior certification of the Union as the recognized employee organization for the employees in the Fire Department Unit, as defined in the City's Employer-Employee Relations Policy, and agrees to meet and confer and otherwise deal exclusively with the Union on all matters relating to the scope of representation pertaining to the said employees as authorized by law.

ARTICLE IV. CITY COUNCIL APPROVAL
It is the mutual understanding of the parties that this MOU is of no force or effect until submitted to, and approved by, the City Council.

ARTICLE V. CONTINUATION OF BENEFITS
Except as otherwise provided herein, this MOU does not modify existing benefits contained in the current salary resolution and other compensation benefits, or in the Personnel Rules (Roseville Municipal Code Title 3). Such benefits remain unmodified and shall continue in full force and effect throughout the term of this MOU.

ARTICLE VI. TERMS OF UNDERSTANDING
This MOU incorporates all modifications regarding wages, hours, and other terms and conditions of employment. This MOU shall be effective as of January 1, 2022,19 and shall expire December 31, 20251.

Should either party desire to commence the Meet and Confer process for the next subsequent MOU, they shall notify the other in writing no earlier than one hundred and twenty (120) calendar days prior to the expiration date of this MOU, and the Meet and Confer process shall begin no later than ninety (90) calendar days prior to the expiration date of this MOU.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 2 Memorandum of Understanding
ARTICLE VII. VALIDITY OF MOU
Should any article, section, or portion thereof of this MOU be held unlawful or unenforceable by any court of competent jurisdiction, including the California Public Employment Relations Board (PERB) such decision of the court shall only apply to the specific article, section, or portion thereof directly specified in the decision, and the remainder of this MOU shall not be affected thereby and shall continue in full force and effect.

ARTICLE VIII. MANAGEMENT RIGHTS
A. To ensure that the City is able to carry out its statutory functions and responsibilities, nothing contained in this MOU shall be construed to require the City to negotiate on matters which are solely a function of management, or are discretionary management decisions and/or perogatives as defined by applicable decisional law, including but not limited to the following:

1. To manage the City generally and to determine the issues of policy.

2. To determine the existence of facts which are the basis of management decisions.

3. To determine the necessity for and organization of any service or activity conducted by the City, and to expand or diminish services.

4. To determine the nature, manner, means, technology, and extent of services to be provided to the public.

5. To determine methods of financing.

6. To determine types of equipment or technology to be used.

7. To determine and/or change the facilities, methods, technology, means, organizational structure, and size and composition of the work force, and to allocate and assign the work by which City operations are to be conducted.

8. To determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions, including, but not limited to, the right to contract for or subcontract any work or operation of the City, except where such contracts for service would be for the purpose of work force reductions.

9. To assign work to and schedule employees in accordance with requirements as determined by the City, and to establish and change work schedules and assignments upon reasonable notice and good faith consultation.

10. To lay off employees from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive.

11. To establish and modify productivity and performance programs and standards.

12. To dismiss, suspend without pay, demote, reprimand, withhold salary step increases, or otherwise discipline employees for cause.

13. To determine minimum qualifications, skills, abilities, knowledge, selection procedures and standards, and job classifications, and to reclassify employees in accordance with applicable policies and codes of the City.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 3 Memorandum of Understanding

14. To hire, transfer, promote, and demote employees for nondisciplinary reasons in accordance with applicable policies and codes of the City.

15. To determine policies, procedures, and standards for selection, training, and promotion of employees in accordance with applicable policies and codes of the City.

16. To establish reasonable employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith.

17. To maintain order and efficiency in City facilities and operations.

18. To establish, publish, and/or modify rules and regulations to maintain order and safety and health in the City which are not in contravention of the Personnel Rules and Regulations or this MOU.

19. To restrict the activity of an employee organization on City facilities not accessible to the public or on paid time except as set forth in this MOU.

20. To take any and all necessary action to carry out the mission of the City in emergencies.

21. To take any and all necessary actions to comply with the law.

B. Management agrees to utilize the Labor-Management Alliance Committee to discuss operational issues not bound by the meet and confer process.

C. No neutral third party, including the Personnel Board, shall have the authority to add, delete or otherwise modify any provision of these management rights, authorities, or functions, but shall be limited to matters of interpretation only.

D. Nothing in this Article is intended to limit the scope of bargaining as between the City and RFF in accordance with the MMBA, nor shall this Article limit the right of the RFF under the MMBA to bargain over the impacts of any changes made by the City if those changes impact the terms and conditions of employment.

E. The management rights shall not remove or limit the right of any classified employee to exercise grievance procedures.

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CHAPTER 2. COMPENSATION
ARTICLE I. SALARIES
A. Salaries
1) Labor Market Adjustments -
Effective January 15, 2022, March 16, 2019, the following salary increases shall be implemented to Salary Schedule B for employees in the classifications listed below:

Classification A Schedule B Schedule
Fire Engineer 5.93% 5.93%
Firefighter Paramedic 5.93% 5.93%
Fire Captain 3.0% 4.12%
Fire and Environmental Safety Inspector II 3.0% 4.96%
Fire and Environmental Safety Inspector I 3.0% 4.96%
Fire and Environmental Inspection Supervisor 3.0% 4.96% Fire Engineer 6.03%
Firefighter Paramedic 6.03%
Captain 7.25%
2) Effective the first full pay period in January 2020, the Roseville Firefighters classes listed in Appendix “A” shall be increased by two percent (2%) of “base” salary on both Salary Schedule A and Salary Schedule B.
23) Labor Market Adjustments-: Effective the first full pay period in January 2021:

Effective the first full pay period in January 2023, Tthe same benchmark job classifications used in the 202018 Total Compensation Study will be studied in 2022, except the Firefighter Paramedic will be the benchmark job classification for the safety classes and the parties agree to review the percentage differential between the Fire and Environmental Inspection Supervisor and the Fire and Environmental Safety Inspector II salary range0. The effective date of the Total Compensation Study survey data is July 1, 20220. In addition, the parties agree to internally align the base pay of the Fire Engineer Classification .at 2.5% above the base pay of the Firefighter Paramedic and the Fire Captain at 5% above the base pay of the Fire Engineer.

Except as stated in the paragraph above and included with the language change for Article VI Education Incentive, Special Pay Section E, tThe Total Compensation Study will use the agencies provided in Appendix “B” for comparison and will be based on the same salary, benefit elements and methodology used in the 202018 Total Compensation Study for each classification, which include:

Minimum Base Salary
Maximum Base Salary
Employee’s Portion of PERS Paid by the Employer (%)
Employee’s Portion of PERS Paid by the Employer
Deferred Compensation
Longevity Pay (Year 10)
Maximum Education/Certification Pay
Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 5 Memorandum of Understanding
Education/Certification Pay Notes
Cafeteria Plan
Health (Most Expensive Plan)
Dental
Vision
Life Insurance
Long-Term Disability Insurance
Retiree Health Savings Account (RHSA)
Social Security/Medi-Care
Employee Contributions Towards RHSA
Employer Portion of Retirement Paid by the Employee
The Total Compensation Study will be prepared at the City’s expense and the City will provide a draft of the result of the Total Compensation Study to RFF for comments and to review for accuracy no later than November 2October 14, 20220. The RFF will provide any comments regarding the accuracy of the Total Compensation Survey no later than November 13October 28, 20220. The City will provide a Salary Increase for each classification falling below the total compensation 55th percentile by an amount to match the market 55th percentile. Salary increases, if applicable, for the surveyed classifications that are behind the market 55th percentilemedian, and their related internal relationships, will be implemented in the first full pay period in January 20231 for Salary Schedule B and Salary Schedule A. 3) General Wage Increase –
Effective the first full pay period in January 2024, the Roseville Firefighters’ classes listed in Appendix “A” shall be increased by two and one half percent (2.5%) of “base” salary on both Salary Schedule A and Salary Schedule B. To address compaction, the parties agree to also internally align the base pay of the Fire Captain at 7.5% above the Fire Engineer base pay. 4) Labor Market Adjustments –
Effective the first full pay period in January 2025, the same benchmark job classifications used in the 20242. Total Compensation Study will be studied in 2024. The effective date of the Total Compensation Study survey data is July 1, 2024. In addition, the parties agree to maintain the internal alignment of the base pay of the Fire Engineer Classification at 2.5% above the base pay of the Firefighter Paramedic and adjust the Fire Captain base pay to be 9% above the Fire Engineer base pay.

Except as stated in the paragraph above, the Total Compensation Study will use the agencies provided in Appendix “B” for comparison and will be based on the same salary, benefit elements and methodology used in the 2022 Total Compensation Study for each classification, which include:

Minimum Base Salary
Maximum Base Salary
Employee’s Portion of PERS Paid by the Employer (%)
Employee’s Portion of PERS Paid by the Employer
Deferred Compensation
Longevity Pay (Year 10)
Maximum Education/Certification Pay
Education/Certification Pay Notes
Cafeteria Plan
Health (Most Expensive Plan)
Dental
Vision
Life Insurance
Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 6 Memorandum of Understanding
Long-Term Disability Insurance
Retiree Health Savings Account (RHSA)
Social Security/Medi-Care
Employee Contributions Towards RHSA
Employer Portion of Retirement Paid by the Employee
The Total Compensation Study will be prepared at the City’s expense and the City will provide a draft of the result of the Total Compensation Study to RFF for comments and to review for accuracy no later than October 14, 2024. The RFF will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 28, 2024. The City will provide a Salary Increase in the first full pay period in January 2025 for each classification falling below the total compensation 55th percentile by an amount to match the market 55th percentile for Salary Schedule B and Salary Schedule A.

B. Salary Schedule B – Salary Range Step Reduction
Effective March 16, 2019, salary range B shall be reduced to a total of 10 steps. Step O shall become the new Step J. All range B employees shall move to their new corresponding step. Employees hired prior to March 16, 2019, into Salary Schedule B steps A-E, shall be placed into the new step A of the salary range.

B. Salary Schedule B Salary Ranges – Reduce from 10 steps to 9 steps Effective January 15, 2022, the Schedule B salary ranges will be reduced from 10 steps to 9 steps, using the same top salary step, establishing 3 percent between salary steps, except creating a new entry salary step that is 4.7% below the new step B.

C. Annual Merit Step Increases
Effective January 7, 2017 the City created a second salary schedule (B) which will apply to new hires for all listed classifications in the bargaining unit. The salary steps for the new salary schedule will be approximately 2.5% apart for each classification in the bargaining unit. For purposes of this provision, any employee who was initially hired before January 7, 2017 that had a break in City service and was rehired after January 7, 2017 will be deemed a newly hired employee under this provision.

D. Merit Step Increase When Hired at Step A
Effective the first full pay period in January or upon City Council approval, whichever is sooner, this section supersedes Personnel Rule 3.11.030 C (1) only where salary Step A is paid upon initial employment, the employee shall become eligible for advancement to Step B upon their anniversary date, based on demonstrated satisfactory job progress and normal increased productivity. No salary step advancement shall be granted unless recommended by the department head and approved by the City Manager.

D.E. All Employees Hired prior to January 1, 2017
Effective the first full pay period in January 2017, all employees hired before January 1, 2017 will remain on the current salary schedule (A) for all listed classifications in the bargaining unit. All such employees will continue on this salary schedule when promoted or transferred to other classifications within the bargaining unit.

E.F. City may reopen the economic terms and conditions of the MOU if any of the following occur:

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 7 Memorandum of Understanding

1. General Fund revenue declines, or is projected to decline, by two percent (2%) or more in one year or one percent (1%) per year over two years. The contact can be reopened only after: a) closing out the previous fiscal year, b) receiving County property tax projections for the current fiscal year, and c) the Finance Department revising revenue projections for the current fiscal year based on a) and b).

2. General Fund expenses increase by two percent (2%) or more, with no offsetting increase in revenue, based on an unfunded mandate of the State of California or an agency of the State.

3. The Roseville electorate, by local ballot initiative, approves a limitation to the salaries of Roseville management employees.

G. Any employee who is promoted to a position in a class with a higher salary range shall be placed in the step in the new higher range which is at least a ten percent (10%) increase over the employee’s current salary step. In the event that the top step in the new range is less than ten percent (10%) the employee will then be assigned to the top step in the new salary range.

ARTICLE II. OVERTIME
A. Overtime work may be required of any employee in order to meet special or unusual service needs that are beneficial to the City and community. Overtime is defined as the number of hours worked in excess, and as an extension, of the normal schedule of work hours as illustrated below:

Employee Work Schedule Overtime

1. Eight hours per day, Over eight hours per day five days per week and forty hours
per week (5/8 plan)

2. Ten hours per day, Over ten hours per day and forty
four days per week (4/l0 plan) hours/week

3. Twenty-four hours per shift Over twenty-four hours per shift. For (56 hour workweek) shift extensions (see subsection E)

4. A flex-time schedule approved Over the prescribed hours per by the City manager in writing day and forty hours/week B. Overtime in excess of eight (8) minutes or more shall be compensable and shall be rounded to the nearest fifteen (15) minutes.

C. Overtime shall be compensable at the rate of one and one-half (1 ½) times the employee's base hourly rate except as noted in Subsection "E" of this section.

D. Employees in the Fire Service who work a twenty-four (24) hour shift shall be compensated as follows for overtime worked:

1. Emergency Overtime. Emergency overtime shall be compensated at double the employee's normal hourly rate. "Emergency Overtime" is defined as those calls in which the employee is called back to work on their normal day off to fight a fire, assist in a hazardous spill, assist at a major accident scene, or any emergency classified as an “AllCall.”

2. Regular Overtime. Regular overtime shall be compensated at one and one-half (1 ½) the employee's normal hourly rate. "Regular Overtime" is defined to include all extra shift assignments, special assignments and other assignments not specifically mentioned in Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 8 Memorandum of Understanding
Subdivision 1 of this subsection. Emergency calls during an extra shift assignment shall be compensated at the regular overtime (one and one-half) rate.

3. Shift Extension. If an employee is called to work early or is worked beyond the employee’s normal work shift, compensation for overtime shall be calculated in accordance with Subsection "C" of this section.

4. Holidays, sick leave, compensatory time off, vacation leave and floating holidays are considered time worked for the purposes of computing overtime. Fair Labor Standards Act (FLSA) computations (for 24 day work cycle) will not include holiday, sick leave, compensatory time off (CTO), vacation and/or floating holidays as time worked.

5. Workers' Compensation leave, leave without pay requested by the employee, suspension or disciplinary action and a short week worked by a new employee shall not be considered as time worked for the purpose of computing overtime.

6. No employee may be required to work overtime during any scheduled work week in which that employee is on an unpaid status due to disciplinary action.

E. Compensatory Time. Compensatory Time shall be governed as follows:

Operations Staff

1. Subject to FLSA regulations, regular and probationary operations employees may, with the prior approval of their supervisor, accrue up to one hundred and forty-four (144) hours of compensatory time off in lieu of overtime pay. The accrual rate of compensatory time shall be at one and one-half (1½ ) times the hourly rate for each hour of compensatory time worked.

2. Maximum accumulation of compensatory time shall be reduced as follows:
a. Effective March 16, 2019, the maximum accumulation of CTO shall be one hundred twelve (112) hours;
b. Employees with CTO balances above the maximum cap on March 16, 2019 shall be allowed to maintain said balances but shall not be allowed to accrue additional CTO hours until their balance drops below the cap identified above that respective year.

3. Once an employee has been credited with compensatory time, one (1) time per year the employee may request to receive a lump sum payment at the straight time hourly rate for the hours accrued.

4. Compensatory time off hours which are not used by December 31 of each year will be cashed out.

5. The employee's immediate supervisor shall determine whether an employee shall accrue compensatory time or be paid overtime. However, the supervisor shall not deny the request for compensatory time for arbitrary or capricious reasons.

Prevention Staff

1. Regular and probationary prevention employees may, with the prior approval of their supervisor, accrue compensatory time off in lieu of overtime pay. The accrual rate of compensatory time shall be one and one half hour (1 ½) for each hour of compensatory Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 9 Memorandum of Understanding
time worked. Prevention staff are entitled to the annual lump sum cash out of a maximum of one hundred and forty-four (144) hours at straight time.

2. Upon separation the employee will be paid at the employee's current hourly rate or average of last three (3) years, whichever is higher, for the remaining compensatory balance.

3. Fire prevention employees may not exceed two hundred and forty (240) hours of CTO accumulation at any one time on the City's payroll system.

4. Maximum accumulation of compensatory time shall be reduced as follows:
a. Effective March 16, 2019, the maximum accumulation of CTO shall be one hundred twenty (120) hours;
b. Effective January 1, 2020, the maximum accumulation of CTO shall be one hundred (100) hours; and
c. Effective January 1, 2021, the maximum accumulation of CTO shall be eighty (80) hours.
d. Employees with CTO balances above the maximum cap on March 16, 2019 shall be allowed to maintain said balances but shall not be allowed to accrue additional CTO hours until their balance drops below the cap identified above that respective year.
e. Employees at or below a CTO balance of 100 on March 16, 2019 shall be covered under subsection 9b of this Article and shall be capped at 100 hours.

Employees at or below a CTO balance of 80 hours onMarch 16, 2019 shall be covered under subsection 9c of this Article and shall be capped at 80 hours.

5. The employee's immediate supervisor shall determine whether an employee shall accrue compensatory time or be paid overtime. However, the supervisor shall not deny the request for compensatory time for arbitrary or capricious reasons.

F. Employees assigned to shift work in the Fire Department whose regular work schedule requires work on a holiday shall be compensated at their straight time hourly base rate of pay for performance of work on holidays.

G. Employees who are entitled to take holidays off work as holidays occur, and who are required to work on a holiday when they would otherwise observe the holiday off, shall be compensated by either of the following methods, the choice of which shall be made by the employee's supervisor in advance of such work:

1. If an employee works the holiday and does not receive any other scheduled work day off in lieu of working the holiday, the employee shall be compensated at the rate of regular pay plus time and one-half the employee's base hourly rate (for the actual number of hours worked on the holiday).

2. If an employee works the holiday and receives another scheduled work day off in lieu of working the holiday, the employee shall be compensated at the rate of time and one-half the employee's base hourly rate for the actual number of hours worked on the holiday.

Under this option, the employee must be given another scheduled work day off within the period of five (5) working days before to five (5) working days after the worked holiday with corresponding notations upon appropriate payroll reports.

ARTICLE III. EMERGENCY WORK HOURS AND DUTY ASSIGNMENTS
(Refer to Section 3.12.040, Personnel Rules)
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A. Many classes of employment in City service are subject to routine or periodic emergency callback work as an inherent and integral part of their assigned job responsibilities in order to provide continuous public services deemed to be necessary and appropriate by the City manager.

Classes and positions in City service subject to emergency work hours shall be designated by the City manager.

B. Employees who occupy positions designated for emergency work hours, including callback, shall be required to keep the City apprised of a current telephone number where they can normally be reached during off-duty hours, and such employees shall be required to respond to such emergency work calls by the City within a reasonable amount of time, unless the employee is incapacitated or can give other just cause for not responding.

Employees may receive callback pay if fifteen (15) minutes have passed after the employee has been officially released from duty; anything less than fifteen (15) minutes shall be considered as a continuation of the previous call.

C. All regular employees are entitled to a minimum call-back pay of two (2) hours at the appropriate overtime rate when said employee is required to return to work after leaving the worksite at the end of their scheduled work day or required to return to work on their scheduled day off. This provision does not apply when employees are required to work beyond their normal work day/shift without having been called to return to work.

ARTICLE IV. MEAL BREAK
The City agrees that any employee required to work at least two (2) hours beyond or prior to the employee’s normal workshift shall be eligible for meals as provided below:

A. Employees required to work between two (2) to four (4) extra hours shall be entitled to one (1) meal break.

B. Employees required to work at least eight (8) extra hours shall be entitled to two (2) meal breaks.

C. Employees required to work at least twelve (12) extra hours shall be entitled to three (3) meal breaks.

D. In no event shall an employee be entitled to more than three (3) meal breaks in a given twentyfour (24) hour period.

Arrangements for meals shall be as follows:

A. City may provide a meal by bringing food to the work site.

B. City may allow the employee to go to a restaurant within district of the employee’s own choice, during which time the employee shall be on paid time.

C. If circumstance permit, the supervisor, in lieu of the options contained in paragraphs A and B, may authorize the employee to go home and consume a meal at no cost to the City for a period not to exceed one (1) hour.

D. An employee may purchase food at a grocery store on the way to, or during, the overtime work shift.

ARTICLE V. WORKING OUT OF CLASS
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The principle for paying employees for performing higher level job responsibilities due to operational necessity is based on such considerations as: the employee’s ability and qualifications to perform at a higher level, whether the employee would be required to perform only routine or a significant range of the higher job responsibilities, and the length of time necessary for an employee to perform in a higher class.

The purpose of compensating employees for performing work in a higher class is to establish a system by which employees will continuously receive a pay rate comparable to those job factors that establish pay for each class of work in City service. Authorization for an assignment to work in a higher class requires approval by the employee’s supervisor and the Operations Chief, except under emergency conditions.

The following conditions shall prevail as the definition and standards of compensation:

A. In order to receive out of class pay, the employee must be formally assigned to the higher classification and such employee must have successfully passed a promotional/eligibility list process within the last two years in the absence of an active eligible list for the higher class with the following exception:

To meet the requirements of an emergency condition that threatens life, property, or the general welfare of the City, the City Manager may authorize the employment of such persons that meet the minimum qualifications, as may be needed for the period of the emergency, without regard to examination or appointment regulations in this MOU or the Personnel Rules.

B. Employees are required to work at least one (1) hour in the higher class to receive the higher class pay and then for the nearest one-half (1/2) hour thereafter.

C. Employees assigned to work in a higher class shall be compensated for the actual number of hours worked in the higher class as follows:

Pursuant to Roseville Municipal Code Section 3.07.080, no employee shall be required to perform duties which are not closely related both in kind of work and in level of responsibility to duties formerly assigned to positions in the class, except on a short-term, temporary, or emergency basis. However, if a supervisor assigns an employee to work out-of-class the employee shall be paid out of class pay equal to ten percent (10%) or top step of the higher class where there is not ten percent (10%) differential between the two classes.

Work periods in higher class assignments shall not apply toward seniority or time-in-class considerations for promotional or lay-off purposes as regards the higher class.

ARTICLE VI. EDUCATIONAL INCENTIVE
A. Objectives:

1. Maximum participation in educational programs, both occupational and academic.

2. Enhance the Fire Service Profession:
a. Upgrade minimum standards.
b. Upgrade professional standards.
c. Upgrade competency.

3. Encourage college graduates to enter the Fire Service.

4. Recognize prior and future academic achievement.

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5. Recognize and remunerate for education.

6. Create the ability to cope with unique social problems through education.

7. Meet the challenges of today and tomorrow within the Fire Service.

B. Employees shall receive the following monthly educational incentive payments in consideration of the prescribed standards of educational achievement as indicated below:

Associate of Arts or Science Degree from an accredited college or university 5% of base pay
Bachelor of Arts or Science Degree from an accredited college or university 10% of base pay
California State Fire Marshal Educational Incentives
Job classification Current CSFM
Certification
% CSFM Historical Certification Track
that continues to qualify for incentive
payeffective the first full pay period
in January 2017 or upon City Council
approval whichever is latest
Captain Fire Company Officer
Certificate
5% Fire Officer Certificate if obtained prior
to 12/31/16.; or Company Officer
Certificate
Fire Engineer Fire Apparatus
Driver/Operator Pump
Apparatus
CertificateFire Officer
Certificate
5% Fire Apparatus Driver/Operator I Pump
Apparatus Certificate or Fire Officer
Certificate if obtained prior to 12/31/16.

Fire
Fighter/Paramedic
Fire Fighter Officer II
Certificate
5% Fire Fighter II Certificate or Fire Officer
Certificate if obtained prior to 12/31/16.

Fire and
Environmental
Inspection Supervisor
Fire Prevention
Officer; or Fire
Inspector I Certificate
5% Fire Prevention Officer Certificate prior
to 12/31/16.; or Fire Inspector I
Certificate
Fire & Environmental
Safety Inspector I/II
Fire Inspector I
CertificateFire
Prevention Officer; or
Fire Inspector I Cert
5% Fire Prevention Officer Certificate prior
to 12/31/16.Fire Prevention Officer prior
to 12/31/16; or Fire Inspector I
Certificate
Fire Inspector I/II Fire Prevention
Officer; or Fire
Inspector I Cert
5% Fire Prevention Officer prior to
12/31/16; or Fire Inspector I Certificate
Captains All
Classifications
Chief Fire Officer*
Certification
10% Chief Fire Officer Certification prior to
12/31/18.
*Chief Fire Officer incentive shall be allowed upon completion of required classes, task books and possession of an Associates Degree. The required “in seat time” found in the task books for Chief Fire Officer will be waived if a member completes all other tasks. The task books shall be signed by a qualified evaluator designated by the member’s fire chief and holds an equivalent or higher- Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 13 Memorandum of Understanding
level certification. If no such evaluator is present, the fire chief shall designate an individual with more experience than the candidate and a demonstrated ability to execute the job performance requirements. It is the candidate’s responsibility to routinely check the State Fire Training website for updates to an initiated task book. Any State Fire Training issued update or addendum is required for task book completion. A certification task book may have more than one evaluator.

Note: AA/AS and BA/BS degrees are not cumulative. College degrees can be combined with CSFM certificates to a maximum of fifteen percent (15%).

Upon promotion, a member will retain CSFM incentive pay from their prior rank during the probationary period. CSFM certificates listed above are not cumulative.

C. Employees may not receive educational pay for both an AA degree and a BA/BS degree; only one qualifies for payment.

D. Education incentive pay shall not be computed for payroll purposes such that the payment results in a supplement to base salary compensation, particularly where it would have a compounding wage effect upon overtime and acting assignments. Pursuant to the FLSA, education incentive pay shall be included in the regular rate of pay.

Special Pays
D.E. All employees are assigned to the Hazardous Material Response Team (HMRT) who Employees possessing a valid California State hazardous materials technician or specialist certificate and assigned to the Hazardous Material Response Team (HMRT) shall receive two and one-half (2.5%) of base salary bi-weekly.

E.F. Employees possessing a valid California State hazardous materials technician or specialist certificate who are assigned to the Task Force shall receive five percent (5%) of base pay biweekly.

Hazardous Material pay is at the Team or Task Force level and may not be compounded.

The City shall pay direct continuing education and recertification costs including annual training, fees, physical examinations and overtime for off-duty attendance up to a maximum of sixteen (16) hours annually. All expenses must be approved in advance by the employee’s battalion chief.

Assignments to the Task Force or Team will be at the discretion of fire management personnel in accordance with unit bidding policy.

The City has a goal of maintaining the HMRT at ten (10) qualified Team members per shift.

However, this agreement in no way diminishes the City’s right to determine the appropriate number of HMRT members.

In order to qualify for the hazardous materials certificate compensation, those employees assigned to the HMRT agree to:

Maintain the appropriate certification and Team membership until such time as replaced by another qualified technician/specialist; and,
Maintain requirements of hazardous materials physical as set forth by state law.

F.G. Employees assigned to the Rescue Task Force shall receive no more than five percent (5%) of base salary bi-weekly.

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G.H. Employees possessing all requisite certificates to serve on the Rescue Task Force but not currently assigned shall receive no more than two and one-half (2.5%) of base salary bi-weekly.

ARTICLE VII. UNIFORM ALLOWANCE
Operations
A. The City shall provide an annual uniform allowance of $1000 per year. Such allowance shall be included in the bi-weekly payroll check and paid semi-annually with the first payment being paid with the last biweekly payroll check in July and the second with the last biweekly payroll check in December of each year.

Upon hire, new employees may request a one-time advance of the $500 semi-annual uniform allowance payment. The advance shall be paid in the first bi-weekly payroll check after a written request from the employee has been received by the Human Resources Department. An employee who has received an advanced uniform allowance payment shall not receive the next semi-annual payment (e.g. an employee is hired on August 28th, the employee submits a request and receives a $500 uniform allowance payment on the next pay check; the employee will not receive a $500 uniform allowance payment included in the last check in December, but will receive a semi-annual uniform allowance payment in July.) B. This allowance will require the purchase, cleaning and maintenance of the following uniform items:

Pants
Short sleeve shirts
Long sleeve shirts
T-shirts with department logo
Wildland boots
Coat and jacket
Coat liner
Belt
Class A uniform
The department will provide one (1) Class A hat and tie upon hire.

C. The Fire Chief, at his/her discretion, may change the uniform specifications of the department consistent with changing times, conditions, availability, and legal requirements. Uniform specifications will be on file in the Fire Department Administrative Office.

D. Uniforms which are damaged in the line of duty shall be replaced by the department. Employees must report any uniform damaged in the line of duty to their supervisor immediately. The final determination as to the replacement of any uniforms damaged in the line of duty, is left to the sole discretion of the Fire Chief.

E. The City shall provide all safety equipment including, steel tip duty boots, protective turnout clothing including turnout boots, wildland protective clothing, and badges.

Fire Prevention
(Fire and Environmental Inspection Supervisor, Fire and Environmental Safety Inspector I/II) Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 15 Memorandum of Understanding
Clothing used by fire prevention staff (both Classic and PEPRA employees) in the performance of their duties shall be cleaned as part of the City’s existing dry cleaning service. For Classic employees, the monetary value of the City’s cost of cleaning clothing used in their assignment shall be reported as special compensation to CalPERS, up to a maximum value of $300 per calendar year.

ARTICLE VIII. LONGEVITY PAY
In recognition of the substantial contribution to the community made by employees as a result of the length of their continuous City service, effective February 25, 2012, the City shall annually award each applicable employee longevity pay as indicated below.

Length of Service Longevity Pay
Beginning of 10th year to
completion of 14th year 2.5% of base salary
Beginning of 15th year to 5.0% of base salary
completion of 19th year
Beginning of 20th year and 7.5% of base salary
every year thereafter
Longevity pay is not compounded and shall be included on each eligible employee's bi-weekly payroll.

The longevity pay is to be considered as part of an employee's total compensation.

ARTICLE IX. SERVICE TERM BONUS
Employees hired on or after January 1, 2017, who receive a satisfactory or above annual performance review shall receive an annual lump sum performance bonus as follows:

Service Term Performance Bonus
Beginning of 10th year to
completion of 14th year 2.5% of the annual base salary
Beginning of 15th year and
every year thereafter 5.0% of the annual base salary
The annual lump sum performance bonus shall be paid with the first full pay check in January each year based upon the base salary paid during the first full pay period in the previous November of each year.

ARTICLE X. EMERGENCY MEDICAL TECHNICIAN/PARAMEDIC
A. EMT

1. All employees in the unit hired after January 1, 1987, are required to maintain at a minimum a valid SSV EMT Certification Card as a condition of continued employment.

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2. All employees in the unit who have a valid E.M.T. I certificate as of January 1, 1987, are required to maintain a valid SSV EMT Certification Card as a condition of continued employment. This provision does not apply to fire prevention employees.

3. As of January 1, 1987, all classification specifications in the unit were amended to require at a minimum a valid SSV EMT Certification Card. All applicants for promotion to a higher class must possess at a minimum a valid SSV EMT Certification Card to be eligible to compete in the examination process.

4. All truck qualified personnel and those at the rank of firefighter will possess at a minimum a valid SSV EMT Certification Card.

5. The City will provide SSV EMT recertification training as needed.

Recertification training will be scheduled, as much as possible, during working hours.

However, if an employee cannot attend the training, the employee will arrange to make up the training either by shift trade or on the employee’s time off. If training is made up on scheduled time off, no compensation whatsoever will be provided.

6. Regularly scheduled training, such as Self Contained Breathing Apparatus equipment, will be scheduled during working hours. If an employee is unable to attend the training, the employee is responsible for scheduling make up training either by shift trade or attendance at the next available session.

B. Paramedic

1. All employees in the Paramedic unit are required to maintain a valid Paramedic license as a condition of continued employment. The City shall pay for paramedics to attend up to two (2) CQI meetings, as well as direct continuing education and recertification costs including tuition and fees and overtime for off-duty attendance up to a maximum of twenty-four (24) hours annually. All expenses must be approved in advance by the employee’s Battalion Chief and substantiated by a certificate of completion. Overtime compensation shall be for actual classroom hours only.

2. Employees in the classification of Fire Captain who possess a California paramedic license and who are accredited through the local EMS agency will be eligible for four percent (4%) paramedic incentive pay paid out in bi-weekly payments on the employee’s regular paycheck. Effective the first full pay period in January 2023, Fire Captains who possess a California paramedic license and who are accredited through the local EMS agency will be eligible for five percent (5%) paramedic incentive pay paid out in bi-weekly payments on the employee’s regular paycheck. Proof of a valid license and accreditation will be required.
a) Effective the first full pay period in January 2016, regular employees in the classification of Fire Captain are eligible for a four percent (4%) NWCG Engine Boss Certification Incentive pay. Effective the first full pay period in January 2023, regular employees in the classification of Fire Captain are eligible for a five percent (5%) NWCG Engine Boss Certification Incentive pay. Proof of a valid certification is required. However, any Fire Captain who receives the Paramedic Incentive pay is ineligible for the Engine Boss Certification Incentive pay. b) Effective the first full pay period in October 2016, new or promoted regular employees in the classification of Fire Captain and Fire Captains not receiving Paramedic Incentive pay by this same date will not be eligible for the four percent Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 17 Memorandum of Understanding
(4%) Paramedic Incentive pay. Additionally, any Fire Captain who is receiving the Paramedic Incentive pay after the first full pay period in October 2016 and fails to maintain the license will no longer be eligible for it.

3. Employees in the classification of Fire Engineer who possess a California paramedic license and who are accredited through the local EMS agency will be eligible for five percent (5%) paramedic incentive pay paid out in bi-weekly payments on the employee’s regular paycheck. Proof of a valid license and accreditation will be required.

4. Fire Captains and Fire Engineers receiving this incentive pay will be expected to perform paramedic skills as necessary and in accordance with local EMS agency and Fire Department policy.

ARTICLE XI. STRIKE TEAM
A. At the discretion of the Fire Chief, or on-duty Battalion Chief, individuals may be released for a minimum 12 hour paid rest period, as listed below:
− Return 0700 – 1500 – Stay and work
− Return 1500 – 1900 – released and return to work at 0700 − Return 1900 or later – released and return to work at 19500 the following day B. Office of Emergency Services (OES) Deployments - Employees assigned to Office of Emergency Services' deployments (i.e., Strike Team Leader, Line EMT, Overhead or other recognized positions) shall receive a five percent (5%) differential for any reimbursable incident. The differential shall apply from the time of deployment to the employee's return from the deployment.

ARTICLE XII. PAY PERIOD - FLSA
The City will maintain a twenty-four (24) day FLSA pay period to coincide with the 48/96 work schedule.

Salaries will continue to be paid bi-weekly. All regularly scheduled overtime shall be reported to CalPERS as special compensation under C.C.R § 571, pursuant to the Public Employee Retirement Law.

ARTICLE XIII. PAYROLL ERRORS
A. In the event an error has been made in the payment of an employee’s compensation (which may include, but is not limited to salary, overtime, payment or leave accruals), balances, or usages, City shall, for purposes of future compensation adjust such compensation to the correct amount, giving written notice to employee.

B. In the event an employee received an overpayment or underpayment of wages, the City will provide documentation to the employee on the amount of overpayment or underpayment. Upon the written mutual agreement, between the City and the employee, one of the following repayment methods may be selected:

1. Lump sum payment by employee or employer;

2. One-time deduction from usable vacation, compensatory time off (CTO), or holiday leave balances equivalent to the overpayment at the employee’s current hourly rate;

3. A repayment schedule through payroll adjustment; and/or Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 18 Memorandum of Understanding

4. Other means, as may be mutually agreed to between the parties.

C. Action to enforce repayment of an overpayment, or to correct an underpayment, shall be limited to a period beginning on the first day of the city pay period three (3) years prior to the date that either the City or the employee gives written notice to the other that a payment error has occurred.

ARTICLE XIV. MINIMUM STAFFING
Staffing shall be maintained at the following levels:

Truck: 1 Captain
1 Engineer
2 Firefighter/Paramedics
Engine: 1 Captain
1 Engineer
1 Firefighter/Paramedic
ARTICLE XV. SPECIAL COMPENSATION
All special compensation listed in Articles VI through X of this chapter shall be reported to CalPERS as special compensation under C.C.R § 571, pursuant to the Public Employee Retirement Law.

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CHAPTER 3. LEAVES
ARTICLE I. VACATION LEAVE
The purpose of vacation leave is to provide eligible employees the opportunity to take paid time off from their job responsibilities in order to maintain a high standard of mental, emotional and physical conditioning.

A. Eligibility. All employees in the classified service shall be entitled to annual vacation leave with pay Each employee shall earn and accrue vacation hours pursuant to the accrual schedule as noted in subsection B. Exceptions to this provision shall only be granted in unusual circumstances substantiated by the department head in a recommendation to the City manager who may approve or disapprove such variances.

B. Accrual. Except as noted below, each full-time classified employee shall earn and accrue vacation leave with pay as follows:

Service Category Bi-weekly
Accrual
Days/Year
Equivalent
Maximum
Hours
New employee to completion of
4th year

3.693 hr 12 days (96 hours) 192
Start of 5th yr to completion of 9th
year

4.6215 hr 15 days (120 hours) 240
Start of 10th yr to completion of
14th yr

5.231 hr 17 days (135 hours) 272
Start of 15th yr to completion of
19th yr

5.846 hr 19 days (152 hours) 304
Start of 20th yr and succeeding
years

6.462 hr 21 days (168 hours) 336
Each full-time classified employee in the Fire Department working a twenty-four (24) hour shift shall accrue vacation leave with pay as follows:

Service Category Bi-weekly
Accrual
Days/Year
Equivalent
Maximum
Hours
New employee to completion of
4th year

5.538 hr 6 shifts (144 hours) 288
Start of 5th yr to completion of 9th
year

7.385 hr 8 shifts (192 hours) 384
Start of 10th yr to completion of
14th yr

8.308 hr 9 shifts (216 hours) 432
Start of 15th yr to completion of
19th yr

9.231 hr 10 shifts (240
hours)
480
Start of 20th yr and succeeding
years

10.154 hr 11 shifts (264
hours)
528

1. As noted in subsection A, new employees shall earn vacation at the bi-weekly rate shown above from the hire date. Eligible employees shall advance to the next higher rate of accrual upon completion of the maximum number of years at the lower accrual rate, and shall begin to accrue at the higher rate at the start of their qualifying year. Part-time employees shall receive a pro-rated accrual.

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2. Maximum accrual of vacation hours may not exceed twice the employee's annual accrual rate as specified above, and an employee will stop earning and accruing vacation hours while the employee’s accrual remains at the maximum allowed under this Section B.

3. One (1) month prior to the employee’s anniversary date, the department head shall review the number of hours accrued by the employee. If the amount exceeds specified limits in Section B, the employee shall take the excess number of vacation hours up to a maximum of twenty (20) hours [thirty (30) hours for Firefighters] prior to the anniversary date or, if operational necessity will not permit taking such time, the employee may be paid the straight time hourly equivalent for up to twenty (20) hours [thirty (30) hours for Firefighters]. All hours in excess of twenty (20) hours [thirty (30) hours for Firefighters] shall be forfeited by the employee. Additionally, when excess vacation accrues during an employee's disability leave, jury duty, or military leave as provided in these rules, the employee shall be allowed to liquidate such excess accrual within thirty (30) calendar days following return to duty, by means of taking such time up to a maximum of twenty (20) hours [thirty (30) hours for Firefighters] or receiving the straight time hourly equivalent in compensation.

C. Use. An employee may elect to take all or part of earned vacation, or may carry over to the next service year all or part of earned vacation as approved by the department head and consistent with the provisions of subsection B. The dates and amount of vacation selected by the employee shall be subject to approval of the department head. Vacation leave shall generally be taken in minimum increments of one (1) full workday/work shift, except that unusual, emergency, necessary and infrequent use of vacation leave may be granted in one (1) hour increments. In the event it becomes necessary to call an employee back to work from a scheduled vacation, the employee shall be credited with the unused vacation hours and shall have the opportunity to take such remaining vacation leave at a time of the employee's choosing and the department head's approval.

Seniority shall prevail in selection of first choice vacation, however there will be no bumping of junior personnel once the first choice is made.

1. First choice of vacation shall be submitted no later than March 31 of each year beginning with senior person on that shift.

2. If an employee elects not to choose a time for a vacation by the deadline, the employee shall forfeit right of choice regardless of seniority.

3. Holidays and other days off will be governed on a first-come, first-served basis. There will be a thirty (30) day grace period, no bumping, prior to the choice of day, or days, off.

D. Holidays Within Vacation Leave. Except for shift personnel, holidays which occur during a scheduled vacation period shall be counted as a holiday. Employees may request in advance that they extend their vacation leave by the number of holidays occurring within their scheduled leave, or they may request fewer vacation hours which, together with the holiday(s), will comprise the total time period of their scheduled leave.

E. Probationary employees who are terminated during their probationary period shall receive compensation for accrued vacation
ARTICLE II. HOLIDAYS/SCHEDULING TIME OFF
A. The following holidays shall be observed by the City with respect to all employees, except shift employees. City offices shall be closed on these days except as otherwise provided herein:

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January 1st (New Year's Day)
The third Monday in January (Martin Luther King’s Birthday) The third Monday in February (Washington's Birthday)
The last Monday in May (Memorial Day)
July 4th (Independence Day)
The first Monday in September (Labor Day)
November 11th (Veteran's Day)
The day in November appointed by the President of the United States as Thanksgiving Day
The day immediately following Thanksgiving Day
December 25th (Christmas)
Sixteen (16) hours (floating holiday) to be taken any time during the calendar year by employees who have completed at least six (6) months probationary service (pro-rated for part time permanent employees). The number of floating holiday hours to be credited to a new employee hired after January 1 shall be pro-rated based on the number of full months employed during that year. Employees unable to complete six (6) months of probationary service prior to December 31 shall not accrue or be eligible for any floating holidays that year. The employees and the employees’ supervisors shall jointly determine a convenient date to take such leave.

B. Fire Department Shift employees shall receive seven (7) full paid holiday shifts per year, in advance on January 1. Employees must use a minimum of eight (8) hours of holiday with additional hours requested in one (1) hour increments up to twenty-four (24) hours.

C. In lieu of holiday time off, shift employees may elect to receive straight salary for all shifts of earned and unused holiday credit within each calendar year. All holiday time to be converted to pay by an employee shall be in one-half shift increments.

D. All holiday time off is subject to advance approval of the department head.

E. Holiday hours which are not used by December 31 will be cashed out and paid at the employee’s regular rate of pay.

F. If an employee has taken more holidays in advance than have been earned at the time of separation from service, the City may deduct an equivalent amount of pay for the holidays taken in advance from the employee's final pay check.

G. If an employee is on disability leave, jury leave, or military leave as provided in the Personnel Rules or this MOU, and the employee is thus unable to liquidate holiday hours, employees will be allowed to carry over such hours to the next year until they return to work. Employees must submit a timely request upon their return to work so that the hours are liquidated within thirty (30) days of their return to work. If a request is not submitted or is submitted too late to be considered, the hours will be forfeited. If a request is submitted and denied by the department, the employee will be paid for the hours at the straight time rate.

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H. SCHEDULING TIME OFF

1. The following policy and procedures shall continue to be followed by shift personnel when scheduling leave. Positions on the leave calendar are referred to as “slots.” The first, second, third, fourth, fifth, sixth, and seventh slots on the leave calendar are reserved for vacation (VAC), holiday (HOL), and compensatory time off (CTO). All other forms of leave start at the eighth slot and work down (seventh, etc.) from there. If there is a vacancy, or open position (OPN) on the shift due to promotions, retirements, or separations from the department, that vacancy will not occupy a slot. The Battalion Chief must authorize exceptions for unusual, emergency, necessary, or infrequent circumstances.

2. Notwithstanding paragraph 1 above, the number of slots (positions) on the leave calendar will be determined by the following:
a. Number of shift personnel per day x 20% = total number of slots per day b. Any resulting decimal portion will be adjusted to the next whole number c. For example, 22 shift personnel per day x 20% = 4.4; will be adjusted to 5 slots per day.

3. Shift personnel will not have any available slots on the calendar for the following holidays (including vacation or holiday leave):
a. Thanksgiving Day
b. Christmas Eve (December 24)
c. Christmas Day (December 25)
Shift employees listed in Appendix “A” who are scheduled to work on holidays will have the opportunity to find a replacement worker for the three (3) “special days” (Thanksgiving, Christmas Eve, and Christmas). It is the responsibility of the scheduled worker to fill his/her absence on the “special days”. The replacement worker will be allowed to voluntarily work for the scheduled employee on a rank-for-rank basis.

4. Employees who are scheduled to work will have the opportunity to find a replacement worker for short-term CTO, vacation or holiday leave defined as one continuous leave per employee per day with a minimum of two (2) hours and a maximum of seven and three quarters (7.75) hours. Such leave shall not disrupt training or other scheduled activities and shall be approved by the appropriate Company Officer. It is the responsibility of the scheduled worker to fill his/her absence on this type of short-term leave. The replacement worker will be allowed to voluntarily work for the scheduled employee on a rank for rank basis.

ARTICLE III. SICK LEAVE (Refer to Section 3.12.070, Personnel Rules, except item J) A. Upon retirement from City service employees may receive a payoff and/or service credit for unused sick leave balances according to the table below Employees’ leave will be converted to eight hour days (i.e 1200 hours = 150 days) for purposes of converting sick leave for payoff or sick leave credit reported to the California Public Employees’ Retirement System (CalPERS) according to CalPERS procedures.

1. Effective the first full pay period in January of 2017 , employees will receive payment for unused sick leave as follows:

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Non-24-Hour Shift Number of
Sick Leave Hours
Accumulated
24-Hour Shift Number of
Sick Leave Hours
Accumulated
Percent of
Compensation Given
Max Max
1200 to 1600 1800 to 2400 70%
956 to 1199.99 1434 to 1799.99 60%
764 to 955.99 1146 to 1433.99 50%
572 to 763.99 858 to 1145.99 40%
380 to 571.99 570 to 857.99 30%
188 to 379.99 282 to 569.99 20%
0 to 187.99 0 to 281.99 0%
B. Represented 24-hour shift employees who maintain a balance of four hundred and thirty-two (432) hours in sick leave accruals will be allowed to convert forty-eight (48) hours of sick leave to vacation leave on July 1 of each year. Represented 8-hour shift employees who maintain a balance of four hundred and thirty-two (432) hours in sick leave accruals will be allowed to elect to convert sixteen (16) hours of sick leave accruals to vacation leave on July 1 of each year.

ARTICLE IV. JURY DUTY LEAVE
A. Employees who have been summoned or subsequently selected to serve on a jury shall receive their regular rate of compensation by the City for normal work hours and days or shifts during such absence from work, provided the employee endorses to the City that compensation received by the employee for jury duty service. No compensation will be made for jury duty served on days off. Jury duty is not considered time worked for overtime purposes.

B. Employees will be allowed to retain any mileage compensation granted to them by the respective court jurisdiction to which they were summoned or selected for jury duty.

C. Employees summoned to jury duty must provide evidence of such summons and subsequent jury duty days away from work through their respective department heads to the Human Resources Director.

D. Employees compensated by the summoning court jurisdiction for jury duty shall endorse such payments to the City in the same pay period the payment is received by the employee, in order to receive full City compensation as prescribed in Subsection “A”. This payment endorsement is to be forwarded directly to the Finance Director by the employee.

ARTICLE V. MILITARY LEAVE (Refer to Section 3.12.110, Personnel Rules) A. Employees obligated to serve periods of active military duty for training shall be compensated by the City at their regular rate of compensation for normal duty hours and days or shifts during such absence from work, up to a maximum of thirty (30) calendar days in any calendar year. The number of calendar days used shall be the number of days on active duty as determined by the military orders, regardless of the employee's City duty schedule.

B. Employees exercising this provision of military leave will be required to submit properly documented evidence of their call to active duty prior to such duty if for regularly scheduled training or within thirty (30) days following the conclusion of duty ordered as the result of an emergency. Such documentation must be submitted through the chain of command to the Human Resources Director.

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ARTICLE VI. MATERNITY LEAVE
A. Continuation of Employment. A pregnant employee may continue employment as long as her health, the health of the unborn fetus, or the employee's ability to adequately perform prescribed job responsibilities would not be adversely affected by continued employment.

B. Notification. Applicable employees shall notify the department head and Human Resources Director in writing upon notice by their treating physician that such pregnancy exists, including the anticipated date of childbirth or other related medical conditions and their anticipated date of return to full duty. At any time during the pregnancy, the Human Resources Director may require the employee to furnish medical evidence or information to support the employee's medical suitability for continued employment.

C. Term of Leave. Maternity leave shall be granted only for medical reasons arising out of and in the course of a pregnancy, the subsequent childbirth, or other related medical conditions, as provided below:

1. Sick Leave With Pay. A pregnant employee may take accrued sick leave with pay for reasons of medical necessity relating to the employee's physical condition resulting from the pregnancy, childbirth, or other related medical condition. However, under no circumstances shall such paid sick leave exceed the total of the employee's accumulated but unused sick leave, nor shall paid sick leave be granted beyond the date the employee is no longer considered medically disabled from normal work activities.

2. Other Paid Leave. A pregnant employee may elect to utilize accrued vacation, compensatory time off, or any other earned form of paid absence from work in lieu of, or in combination with, paid sick leave during the period of pregnancy-related leave, the combination of which may not exceed normal full pay.

3. Sick Leave Without Pay. Eligible employees may be granted sick leave without pay pursuant to Roseville Municipal Code Section 3.12.070 (H).

ARTICLE VII. CATASTROPHIC LEAVE
Employees may voluntarily donate accrued vacation and/or compensatory time off (CTO) for credit to another permanent employee who suffers a non-industrial related catastrophic illness or injury. Such donation shall be made in accordance with Municipal Code Section 3.12.065.

The parties have interest in making revisions to the catastrophic leave program/policy and will meet and confer over forthcoming City proposed revisions.

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CHAPTER 4. INSURANCES
ARTICLE I. HEALTH AND WELFARE BENEFITS
A. Eligibility
Any regular employee working fifty percent (50%) or more of a full-time schedule shall be eligible to enroll in any health and welfare benefit provided by this Article. Regular part-time employees who are hired into a position funded as regular part-time after January 1, 2004, or current employees who laterally transfer or promote into a regular part-time allocated position, will receive a pro-rated amount toward their health and welfare contribution based on actual hours worked. The contribution amount will be based on the percentage of full-time the employee works. For example, employees working twenty (20) hours per week will receive fifty percent (50%) of the full-time contribution; employees working thirty (30) hours per week will receive seventy-five percent (75%) of the full-time contribution, etc.

B. Medical Insurance Benefits
The City agrees to contract with CalPERS for the purpose of providing employees and their eligible dependents with medical insurance benefits. Effective the first of the month following City Council approval or as soon as administratively possible, the City’s maximum monthly contribution for each eligible active employee shall be equal to the minimum employer contribution required under the Public Employees Medical and Hospital Care Act (PEMHCA).

C. Cafeteria Plan

1. The City agrees to maintain a Cafeteria Plan, pursuant to Section 125 of the Internal Revenue Code and any related regulations, for the purpose of providing employees with access to various health and welfare benefits. Benefits available through the Cafeteria Plan include medical insurance, dental insurance, and vision insurance.

2. The City provides a Cafeteria Plan Allowance to all employees eligible to participate in City sponsored health and welfare benefits under Section A of this Article of up to $1,347 monthly (less the direct PEMHCA payment provided in paragraph B).

3. Effective January 1, 2022, or upon Council approval, whichever is later, tThe City provides a flex plan credit of $168.00 per monthbased on medical plan tier election (EE only, EE+1, Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:
. Effective December 1, 2019, the City will increase the flex plan credit to $198. Effective December 1, 2020, the City will increase the flex plan credit to $228. Effective December 1, 2021, the City will increase the flex plan credit to $258.

4. Effective January 1, 2023, the City agrees to provide a flex plan credit based on medical plan tier election (EE only, EE+1 or Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:

Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $200/month $273/month $598/month
Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 26 Memorandum of Understanding

5. Effective January 1, 2024, the City agrees to provide a flex plan credit based on medical plan tier election (EE only, EE+1 or Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:

6. Effective January 1, 2025, the City agrees to provide a flex plan credit based on medical plan tier election (EE only, EE+1 or Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:

5.7. Employees who elect not to participate in any of the medical, dental, and vision insurance benefits sponsored by the City and who provide proof of other medical coverage will not receive any Cafeteria Plan Allowance under Section C(2) of this Article. Instead, employees who opt out of these City sponsored benefits will receive $150 per month.

6.8. Any Cafeteria Plan Allowance provided for under Section C(2) of this Article can only be used by an employee to offset the cost of participation in City sponsored medical, dental, and vision insurance benefits for the employee and any eligible dependents.

D. The City agrees to provide a dental benefit to include two (2) preventative dental cleanings per year. Other details of the City’s dental benefit are described in the evidence of coverage document. The City reserves the right to select any dental carrier. Open enrollment will be as described in the evidence of coverage document.

E. The City agrees to continue its existing Section 125 program. The City reserves the right to select the provider or self-adminster this program and to set limits for medical reimbursement accounts.

F. The City agrees to continue the existing level of service of its current vision program.

G. From time to time, the City will change benefit providers due to administrative, service, economic or other reasons. Due to carrier policies and procedures and Department of Insurance requirements, there can be no guarantee that one policy will exactly mirror the preceding one.

The City desires to provide a consistent benefit, and will make reasonable efforts to ensure benefits and language will be matched.

ARTICLE II. RETIREE HEALTH BENEFITS
A. Medical Insurance Benefits
Flex Plan Credit $200/month $318/month $673/month
Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $200/month $363/month $748/month
Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $200/month $408/month $823/month
Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 27 Memorandum of Understanding
The City agrees to contract with CalPERS for the purpose of providing employees and their eligible dependents with medical insurance benefits. Effective the first day of the month following City Council approval or as soon as administratively possible, the City’s maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees under the Public Employees Medical and Hospital Care Act (PEMHCA).

B. For Employees Hired Prior to January 1, 2004 (Tier 1) Employees hired prior to January 1, 2004 will receive access to a City-paid retiree health contribution of up to the $1200 each month with a two percent (2%) annual escalator each January 1 (beginning 1/1/13).

C. For Employees Hired on or after January 1, 2004 and Prior to January 1, 2012 (Tier 2) Employees hired on or after January 1, 2004 and prior to January 1, 2012 will receive access to a City-paid retiree health contribution of up to the $1200 each month with a two percent (2%) annual escalator each January 1 (beginning 1/1/13) subject to the vesting schedule set forth in Article II E. Employees who have CalPERS-credited service through other public agencies must complete at least five (5) years of service with the City of Roseville and retire from the City of Roseville to be eligible for post-retirement health benefits. However, once an employee has completed five (5) years of service with the City of Roseville, their eligibility for post-retirement health benefits will include all years of CalPERS-credited service. Employees who retire must have ten (10) years of CalPERS-credited service in order to be eligible for post-retirement health benefits.

D. For Employees Hired on or after January 1, 2012 (Tier 3) Employees hired on January 1, 2012 or thereafter will receive $720 per month with a two percent (2%) escalator City-paid retiree medical premium contribution upon their retirement subject to the vesting schedule set forth in Article II E. Employees must obtain normal age of retirement before they are eligible for a City contribution to their retiree medical benefit. Employees must retire with a minimum of ten (10) years of City of Roseville service to be eligible for the supplemental amount above the minimum PEMHCA contribution level.

Employees will contribute one percent (1%) of their salary per year of employment each year for the first five (5) years of employment for their supplemental retiree health benefit above the minimum PEMHCA retiree medical benefit. After five (5) years of employment, the employee’s contribution to their retiree medical benefit will cap at five percent (5%) of their annual salary.

1. The City shall withhold the mandatory contribution in accordance with Article II D per pay period on a pre-tax basis, subject to applicable federal tax laws, from the pay of every active employee as set forth therein. These contributions will be irrevocable and deducted from an employee's bi-weekly paycheck and will end upon retirement. In addition, no employee will be entitled to receive a refund of the monies for any reason and any employee who leaves City employment prior to being vested in the benefit will forfeit any contributions. These funds may be used to reimburse postretirement qualified medical expenses of the employee as defined by federal tax law, and as otherwise permitted by applicable federal tax provisions and the trust.

2. Since the contribution is mandatory, the employee's obligation to make the contribution does not end when he or she is on a paid or unpaid leave of absence or in any status where there are insufficient funds available in his or her paycheck to cover this contribution after other mandatory deductions have been taken, subject to applicable federal tax laws. The employee will be required to make up all mandatory contributions by a lump sum pre-tax deduction from his or her paycheck within sixty (60) days after the date the employee has sufficient funds to pay the required contributions through payroll, Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 28 Memorandum of Understanding
or, if this lump sum payment is not made during this time frame, the City will deduct double the normal deduction amount from each paycheck on a pre-tax basis until all missed contributions have been paid in full.

E. Vesting Schedule
Total Credited % of
Years of Service City Contribution
10 50 %
11 55
12 60
13 65
14 70
15 75
16 80
17 85
18 90
19 95
20 + 100 %
F. For employees hired on or after August 15, 2015 (Tier 4)

1. Employees hired on or after August 15, 2015 shall have no vested right in any postemployment medical benefits provided by the City of Roseville. Instead, upon hire, those employees shall contribute one percent (1%) of their base salary each pay period to a City sponsored Retirement Health Savings (RHS) account and shall contribute an additional one percent (1%) per pay period per year annually, up to a maximum of five percent (5%) per pay period annually thereafter, to be used to fund the employee’s medical costs upon retirement from the City.

2. After five (5) years of continuous service with the City of Roseville, and beginning on the first pay period of the sixth year of service, the City shall contribute a flat dollar amount equal to $100 per month to be deposited to the employee’s RHS account up until the employee’s retirement date or separation from the City. After accruing ten (10) cumulative years of service with the City and pursuant to the vesting schedule in Section E of this Article, employees may draw from the City contribution to this account upon retirement.

3. Employees who terminate City service for reasons other than retirement prior to twenty (20) years of cumulative service with the City will forfeit any City contributions.

4. Employees must retire from the City of Roseville and be enrolled in the City of Roseville’s health plan in order to utilize City contributions to the employee’s RHS accounts. After ten (10) years of cumulative service with the City of Roseville, City contributions to the employee’s RHS account may be used for all covered medical expenses pursuant to Section 213 of the IRS Code including participation in non-City sponsored plans.

ARTICLE III. LIFE INSURANCE
Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 29 Memorandum of Understanding
A. The City agrees to provide eligible employees with a fully paid life insurance program in the amount of twice the annual salary in effect as of July 1 of each year. The City reserves the right to select the insurance provider.

B. From time to time, the City will change benefit providers due to administrative, service, economic or other reasons. Due to carrier policies and procedures and Department of Insurance requirements, there can be no guarantee that one policy will exactly mirror the preceding one.

The City desires to provide a consistent benefit, and insofar as is possible benefits and language will be matched.

ARTICLE IV. EMPLOYEE ASSISTANCE PROGRAM
A. The City agrees to provide an Employee Assistance Program (EAP) for employees pursuant to the current EAP Plan document. The plan will include no less than up to six (6) visits a calendar year. The plan document is available through the City’s Human Resources Office.

B. From time to time, the City will change benefit providers due to administrative, service, economic or other reasons. Due to carrier policies and procedures and Department of Insurance requirements, there can be no guarantee that one policy will exactly mirror the preceding one.

The City desires to provide a consistent benefit, and insofar as is possible benefits and language will be matched.

ARTICLE V. DEFERRED COMPENSATION
A. The City agrees to maintain a voluntary program of employee funded deferred compensation for regular full and part-time employees. The parties agree that it’s at the City’s sole discretion to select the deferred compensation plan and plan administrator(s).

B. Effective January 7, 2017 the City agrees to contribute three (3%) percent of base salary into the city sponsored deferred compensation plan for employees who have completed five (5) continuous years of regular employment with the City of Roseville.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 30 Memorandum of Understanding
CHAPTER 5. RETIREMENT
ARTICLE I. PUBLIC EMPLOYEES' RETIREMENT SYSTEM
A. The City agrees to provide and maintain membership in CalPERS for the benefit of eligible employees based on the following CalPERS contract provisions:

1. For CalPERS eligible employees hired prior to January 1, 2013 or for eligible employees hired after January 1, 2013 who qualify for pension reciprocity pursuant to Government Code Section 7522.02(c), the City agrees to continue its current Public Employees’ Retirement System contract to provide a 3% at 50 retirement benefit for safety employees. The costs of this benefit will be included when calculating total compensation and the survey agencies used for the salary comparisons shall remain the same as listed in Appendix ”B”.
a. Effective the beginning of the first full pay period in January of 2018, CalPERS classic safety employees represented by RFF will pay nine (9%) of compensation earnable as the employee’s portion of the contribution to CalPERS.

2. CalPERS eligible safety employees hired on or after January 1, 2013, who do not qualify for pension reciprocity pursuant to Government Code Section 7522.02(c), shall receive the retirement benefit formula of 2.7% at 57. As required by Government Code Section 7522.30, employees shall have an initial member pension contribution rate of 50% of the total normal cost rate.

3. For CalPERS eligible employees hired prior to January 1, 2013 or for eligible employees hired after January 1, 2013 who qualify for pension reciprocity pursuant to Government Code Section 7522.02(c), the City agrees to continue its current Public Employees’ Retirement System contract to provide a 2.7% at 55 retirement benefit for miscellaneous retirement formula covered employees. The costs of this benefit will be included when calculating total compensation and the survey agencies used for the salary comparisons shall remain the same as listed in Appendix ”B”.
a. Effective January 28, 2012, miscellaneous employees represented by RFF will pay 8% of compensation earnable as the employees’ portion of CalPERS.

4. CalPERS eligible miscellaneous employees hired on or after January 1, 2013, who do not qualify for pension reciprocity pursuant to Government Code Section 7522.02(c), shall receive the retirement benefit formula of 2% at 62. As required by Government Code Section 7522.30, employees shall have an initial member pension contribution rate of 50% of the total normal cost rate.

B. The City agrees to maintain its current Public Employees’ Retirement System contract which provides 100% of an employee's accumulated sick leave to be credited to years of service, in accordance with Section 20862.8 of the Public Employees’ Retirement System contract options.

In addition to the above sick leave service credit, an employee may elect to receive a payoff of part or all of their accumulated sick leave in accordance with Personnel Rules Section

3.12.070(J) - Payment for Unused Sick Leave.

C. The City agrees to provide the 1959 Survivor Benefit highest level plan. Employee to contribute $2.00 per month and City to contribute $3.00 per month per employee.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 31 Memorandum of Understanding
D. The City agrees to continue the military buy-back PERS contract provision.

E. Any tax liability created by this form of compensation shall be the sole responsibility of each employee for that amount henceforth reimbursed by the City of the employee's normal contribution.

Further, the City may include this form of compensation in future consideration of employee's total compensation.

F. For all employees hired before October 21, 2015, the City will provide a three percent (3%) annual cost of living allowance (COLA) increase to retirees. For employees hired on or after August 15, 2015 or as soon as administratively possible whichever date is later, the City will provide a two percent (2%) annual cost of living allowance (COLA) upon retirement from the City.

G. The City will continue the Section 21548 Pre-Retirement Optional Settlement 2 Death Benefit for safety employees.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 32 Memorandum of Understanding
CHAPTER 6. HOURS & SCHEDULES
ARTICLE I. HOURS OF SERVICE
A. The Fire Department shall work on the basis of twenty-four (24) hours on duty. This shall average a total of fifty-six (56) hours per week. A shift shall begin at seven o'clock (7:00) a.m., and shall end at seven o'clock (7:00) a.m., the following morning.

B. The City agrees to maintain a 48/96 work schedule. The schedule will consist of two (2) consecutive twenty-four (24) hour shifts on duty followed by ninety-six (96) hours off (i.e. - X X O O O O X X O O O O X X ).

C. The City will maintain a twenty-four (24) hour day FLSA pay period to coincide with the 48/96 work schedule. Salaries will be paid bi-weekly.

The Force Hire rotation will be structured so that a shift will be up for Force Hire on the first and fourth day of the four (4) day. All represented 24-hour shift employees will be subject to the Force Hire rotation. When a Force Hire occurs the Forced employee may seek other qualified employees, including actors from current promotional lists, to cover all or part of the Force Hire.

Engineer Paramedics can work down as a Firefighter Paramedic to prevent a Force Hire. The employee working out of class to cover the Force Hire will do so at their discretion and the hours worked will be counted to them as Force Hire hours.

D. Example:

Shift on duty: A A B B C C A A B B
Force List: C B A C B A C B A C
E. Working down:

1. At the discretion of the Fire Chief or Assistant Fire Chief of Operations, employees will be allowed to work down in a lower rank position to reduce Force Hires.

2. Employees working down in a lower rank position will only be utilized after all voluntary options for filling the vacancy have been exhausted. Available qualified actors from a lower rank will be used to fill the vacancy prior to employees at a higher rank being allowed to work down.

3. When a Force Hire occurs, the Forced employee may seek other qualified employees, starting with other employees in the same rank, and then including actors from current promotional lists, and then qualified employees from the rank above, to cover all or part of the Force Hire. Hours covered through this agreement will be counted as SOD (overtime) hours.

The hours worked will be compensated at their regular overtime rate.

4. Engineer Paramedics can work down as Firefighter Paramedics to prevent a Force Hire. The employee working down to cover the Force Hire will do so by indicating through Fire Staffing that they are willing to work down and post availability through Telestaff. The hours worked will be counted to them as SOD (overtime) hours. The employee working down will be compensated at their regular overtime rate.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/1922-12/31/2125 Page 33 Memorandum of Understanding

5. Captains can work down as Engineers to prevent a Force Hire. The employee working down to cover the Force Hire will do so by indicating through fire staffing that they are willing to work down and post availability through Telestaff. The hours worked will be counted to them as SOD (overtime) hours. The employee working down will be compensated at their regular overtime rate.

6. Engineers and Captains are prohibited from working down if a Force Hire exists at their normal assigned rank during the same time period.

7. The employee authorized to work down in the lower rank shall meet the minimum qualification for the job class. The Fire Chief or designee shall have the final determination for who meets the minimum competency requirements for personnel permitted to work down as Engineers and Firefighter Paramedics. This determination can be grieved to the Fire Chief or his designee. The decision of the Fire Chief is final.

E. Effective January 1, 2017 or as soon as administratively possible, modify Operations shift schedule from ACB to ABC. Shift bidding will be conducted no less than forth-five (45) days prior to implementation. The shift bid will be across all shifts. Shift bidding will be based on seniority within rank.

ARTICLE II. DAYLIGHT/STANDARD TIME CHANGES
Employees subject to work shifts during periods of time changes to Daylight Savings or Standard Time shall be paid for the actual number of hours worked.

ARTICLE III. MODIFIED DUTY ASSIGNMENT
A. Modified duty assignments may occur when an employee, who has been injured on or off the job, or who has some other condition, has been medically released for limited work based on specific medical work restrictions. The Risk Management Division will administer this policy.

B. In the case of a non-work-related disability, the City will require the disabled employee to provide the department head with a written request for a modified duty assignment and the treating health care provider’s statement of work restriction(s), or a status report specifying the employee’s anticipated date of return to full duty.

In the case of a work-related disability, the City may require that an employee return to a modified duty assignment, should an assignment be available that meets the medical work restrictions imposed by the employee’s treating health care provider .

C. The department head will determine whether there is a duty assignment available within the department that meets the work restrictions imposed by the treating health care provider . If such work is available, the department head will recommend approval of the assignment to the Human Resources Director. The Human Resources Director shall give input as to what constitutes reasonable accommodation for a modified duty assignment based on a case-by-case evaluation of such factors as the nature of the employee’s work restriction(s), length of disability, and the mutual welfare of the employee and City operations.

D. After receiving the recommendation of the department head and approval of Risk Management, the Human Resources Director may authorize a modified duty assignment for an injured employee who is restricted in ability to perform the full range of normal job duties.

E. The department head will notify the employee in writing after receipt of the treating health care provider’s statement of work restriction(s) and approval of the City Manager concerning whether or not a modified duty assignment can be accommodated.

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F. If a modified duty assignment cannot be found within the employee’s regularly assigned department, a request to locate an assignment outside of the employee’s department may be made to the Human Resources Director.

G. Modified duty assignments will be approved in bi-weekly (5 shift) increments, which may be renewed depending on availability of work and the continued disability of the employee. The biweekly (5 shift) increment request is required regardless of the anticipated duration of modified duty.