Agenda packet — San Marino City Council, May 31, 2024 (part 2 of 4)

When securing approval for mileage reimbursement, the officer shall notify the Sergeant who, under the direction of the Patrol Commander or will work with the individual to determine the feasibility of driving his or her private vehicle to all off-site department training courses/classes.
(C) An officer scheduled to attend a training class on their regular scheduled workday shall compute travel time based on current FLSA guidelines.
(D) An officer who attends an eight (8) hour (or longer) training class on their normally scheduled workday (or flexed workdays to attend the training) will not be required to return to the station following the training unless they have utilized a vehicle provided by the Department. Additionally, resident trainees (lodging at the training location) will not be required to return to the station. The training class will constitute a full workday for the affected employee.
(E) An officer who attends a training class on their normally scheduled workday (or flexed workdays to attend training) which is less than eight (8) hours will have the option of using compensatory time, vacation time, or will return to the station to complete their workday unless prior approval has been obtained by the Watch Commander.

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22 Section 11.02. REIMBURSEMENT PROCEDURE. No sooner than one week prior to seeking an advancement of funds for business travels, meals, and meetings, the employee shall submit the “Employee Reimbursement for Business Travels, Meals and Meetings” form to the Operations Bureau Commander or. within ten (10) days of returning from the event, the employee shall present all receipts to the Division Commander or for reconciliation. All remaining balances shall be settled within 10 days of reconciliation.

ARTICLE 12

UNIFORM ALLOWANCE
Section 12.01. UNIFORM MAINTENANCE. Each affected employee shall receive a lump sum payment of one thousand dollars ($1,000.00) annually for uniform maintenance on the first paycheck issued in July2024, 2025, and 2026.

Affected employees hired after July 1 shall receive a prorated payment not to include the month of hire. The warrant check will be paid within two months of the date of hire. It shall be the responsibility of the new employee to submit the necessary prorated payment request to the Patrol Commander or his/her designee.

If an affected employee voluntarily terminates employment with the City, the officer shall reimburse the City for that portion of the unused uniform maintenance on a prorated basis.

If an employee's uniform or necessary related personal items are damaged as a result of the performance of official duties, the City shall replace the item at no cost to the employee as determined and approved by the Police Chief or his/her designee.

Section 12.02. BALLISTIC BODY ARMOR. Each effected new employee (new hire), shall be furnished a ballistic body armor at no cost to the employee. The ballistic body armor shall conform to the specifications as determined by police management staff and Association Board members. The City shall replace the ballistic body armor at an interval recommended by the ballistic body armor manufacturer. Once a ballistic body armor has been purchased and/or assigned to the affected employee, it shall be mandatory for the officer to wear the ballistic body armor at all times during hours while assigned to uniform duty. Ballistic body armors shall remain property of the City. Personal purchased body armor shall not be allowed under any circumstances.
(A) Anofficer who purchases the approved patrol outer vest shall only be permitted to wear the vest year as specified in the Uniform Policy as modified by the Police Chief in January 2017.
(B) An officer shall also have the option of carrying the city issued ASP or personally owned straight stick as defined in the policy manual.
(C) All officers shall wear a black t-shirt under their uniform as defined inthe policy manual.

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23 ARTICLE 13

VACATION BENEFIT
Section 13.01. INCREMENTS OF ACCRUAL AND USE
(A) Accrual Increments. All increments for accrual and use of vacation leave time shall be in hours or portions thereof.
(B) Vacation Accrual. Each permanent, full-time and probationary employee shall accrue vacation leave in accordance with the following formula:
(1) 7.4 hours for each month during the first (1st) through fifth (5th) year of employment (88.8 hours annually).
(2) 8.0 hours for each month during the sixth (6th) year of employment (96.0 hours annually).
(3) 8.7 hours for each month during the seventh (7th) year of employment (104.4 hours annually).
(4) 9.4 hours for each month during the eighth (8th) year of employment (112.8 hours annually).
(5) 10.0 hours for each month during the ninth (9th) year to fourteenth (14th) year of employment (120.0 hours annually).
(6) 13.4 hours for each month beginning with the fifteenth (15th) to nineteenth (19th year of employment (160.8 annually).15.0 hours for each month beginning with the twentieth (20th) year of employment (180.0 hours annually).
(7) 15.0 hours for each month beginning with the twentieth (20th) year of employment (180.0 hoursannually).

Vacation leave shall be deemed as having been accrued by the employee only at the end of the month in which the employee was in the service of the City. If employment begins prior to the fifteenth (15th) of the month, vacation leave shall be accrued for that month. If employment begins after the fifteenth (15th) of the month vacation leave shall be accrued beginning with the first (1st) day of the following month. If termination occurs prior to the fifteenth (15th) day of the month no vacation leave shall be accrued for that month. Vacation leave shall be accrued per pay period.

Accrual at the next highest incremental rate shall begin on the employee's anniversary date of original employment with the City, regardless of any promotions or demotions. If the anniversary date is the first (1st) of the month the higher rate shall be credited for that month. If the anniversary date is the fifteenth (15th) of the month the higher rate shall begin with the first (1st) day of the following month.

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24 (C) Maximum Vacation Accrual. An employee's available vacation hours shall not exceed the following maximum amounts at any given time:
(1) 177.6 hours in the first (1st) through fifth (5th) year of employment. (2) 192.0 hours in the sixth (6th) year of employment.
(3) 208.8 hours in the seventh (7th) year of employment. (4) 225.6 hours in the eighth (8th) year of employment. (5) 240.00 hours in the ninth (9th) through fourteenth (14th) year of employment. (6) 321.6 hours for the fifteenth (15th) through nineteenth (19th) year of employment.
(7) 360.0 hours for the twentieth (20th) and subsequent years of employment.

Section 13.02. USE OF VACATION. The dates of vacation leave may be selected by the employee, but shall be subject to prior approval by the Chief of Police or his/her designee who shall consider the request of the employee and the needs of the City.

Employees shall generally be grouped into one of the below-listed categories prior to selecting vacation periods.

1. Sergeants

2. Corporals

3. Police Officers assigned to Patrol

4. Police Officers assigned to Detective Unit
A) Each employee shall request their vacation of two weeks or more for the next year on December 1 of the previous year. For example, vacations of two weeks or more for Calendar Year 2023 shall be requested on December 1, 2022. The request will be prioritized based upon seniority. This does not preclude an employee from requesting additional vacation time in the year when available. That time will also be prioritized based upon seniority. The employee will be advised of the scheduled vacation by December 15 of that year. The vacation schedule may be changed by an employee during the calendar year with the approval of the Chief of Police or his/her designee.

Additionally, based upon the needs of the Department or the City a scheduled vacation may be cancelled and rescheduled if necessary. This would only be based upon a significant deployment need of the Department or the City.

B) Should more than one Team member select the same leave period, and replacement personnel are needed to maintain minimum team strength, the Department will assign one (1) sworn replacement position per team. If additional replacements positions are needed, it will be the responsibility of each employee will be required to find a PAGE 237 of 885
25 replacement for their shift prior to approval of their vacation request. After shift sign ups and not less than eleven (11) nor more than forty (40) calendar days prior to the date on which the vacation leave is to begin, the employee shall complete, sign and submit to the Watch Commander a "Leave Request" form. The Chief of Police or his/her designee shall approve or deny the request within twenty-four (24) hours of receiving the request.

C) An employee shall not be eligible to utilize accrued vacation time during the first twelve (12) months of initial full-time employment. While in a probationary period following a promotion, if more than eighty (80) hours of vacation or combined sick leave and vacation is taken, the probationary period will be extended an equivalent time to the time spent on vacation or combined sick leave and vacation.

Patrol Shifts will be scheduled for each calendar year. This will work with the vacation scheduling.

Nothing in this Policy shall preclude an employee from using their vacation time throughout the year based upon deployment needs of the Department and the City. Each employee will be required to find a replacement for their shift prior to approval of their vacation request. Each request for additional vacation use throughout the year will be processed through the employee’s chain of command with final approval by the Chief of Police or his/her designee.

Section 13.03. VACATION PAYMENT AT TERMINATION. Permanent employees voluntarilyor involuntarily terminating employment with the City shall be paid in a lump sum for all accrued vacation leave earned to the effective date of the termination, up to the maximums as prescribed in Section 13.0l(C) of this Article. Payment shall be at the same hourly rate as was authorized for the employee at the time of submittal of termination notice.

Employees dismissed by the City prior to the completion of the initial hire probationary period shall be entitled to payment of accrued vacation leave to the effective date of termination, at the same hourly rate as was authorized for the initial employment.

Employees voluntarily resigning from City service prior to the completion of their initial hire probationary period or six (6) months, whichever is sooner, shall be entitled to payment of accrued vacation leave to the effective date of resignation.

When termination is caused by the death of the employee, said payment for unused vacation shall be paid to the beneficiary designated by the employee. Such designation shall have been in writing, signed by the employee and filed with an authorized representative from the City. In the event an employee has not designated a beneficiary, the payment shall be made to the estate of the employee.

All payments for accrued vacation leave shall be made attime of the nextregular City payroll following the final date of employment with the City.

Section 13.04. ELIGIBILITY. All permanent employees who have successfully completed their initial hire probationary period shall be eligible for paid vacation leave after twelve (12) months of employment, based on the standard vacation accrual formula described PAGE 238 of 885
26 in Section 13.0l(B) of this Article. If the initial hire probationary period is greater than twelve (12) months, the employee shall be eligible for paid vacation leave after twelve (12) months of employment.

No part-time, provisional, or temporary employees shall be eligible for any vacation accrual.

ARTICLE 14

HOLIDAY BENEFIT
Section 14.01. HOLIDAY DATES. Affected employees shall receive eleven (11) holidays per calendar year: six (6) days at eight (8) hours per day for a total of forty-eight (48) hours of paid holiday – New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day – is equivalent to the number of hours the employee is normally scheduled to work, and five (5) holidays (Presidents Day, Veteran’s Day, Friday after Thanksgiving, Christmas Eve, and New Year’s Eve) shall be credited to the employee’s vacation bank, equivalent to the number of hours the employee is normally scheduled to work.

Section 14.02. HOLIDAYS WORKED. Notwithstanding Section 09.03, if an employee works his/her regularly scheduled workday on one of the six (6) designated holidays above he/she shall be paid time and one-half for all hours worked. Additionally, he/she shall be credited with compensatory time (straight time) for half of the hours worked.

If the employee is working a sick or vacation relief on one of the six (6) designated holidays above, he/she shall be paid time and one-half for all hours worked. Additionally, he/she shall be credited with compensatory time (straight time) for all hours worked.

This shall apply only to those six holidays where employees have previously received holiday pay (New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day).

Section 14.03. ELIGIBILITY. In order to be eligible to receive holiday pay, an employee must have worked, or be on scheduled vacation, the employee’s regular scheduled day before and regularly scheduled day after the holiday.

Section 14.04. HOLIDAY ON VACATION DAY. Should one of the six (6) days at eight (8) hours per day totaling forty-eight (48) hours of holiday leave listed above fall during an employee's vacation period, the employee shall receive either holiday pay of eight (8) hours or have theleave time charged against the employee's accumulated vacation.

Section 14.05. FLOATING HOLIDAY. All employees covered by the terms of this MOU shall have two (2) floating holidays per calendar year on a use it or lose it basis. A floating holiday is equivalent to the number of hours the employee is normally scheduled to work. The date of the floating holiday may be selected by the employee but shall be subject to prior PAGE 239 of 885
27 approval by the Chief of Police or his/her designee who shall consider the request of the employee and the needs of the City. Requests for use of a floating holiday is subject to the request process in Section 13.02 Use of Vacation (A) and (B) of the MOU.

ARTICLE 15

LEAVES OF ABSENCE
Section 15.01. AUTHORIZED LEAVE OF ABSENCE WITHOUT PAY. Upon recommendation from the department head, and with the approval of the City Manager, a permanent, full-time employee may be granted a leave of absence without pay in cases of personal emergency or necessity, or where such absence would not be contrary to the best interests of the City, for a period not to exceed ninety (90) calendar days. The request for and the approval of such leave shall be in writing and a copy placed in the employee's personnel file.

At the expiration of the approved leave, or within a reasonable period of time after notice to return to duty, the employee shall be reinstated to the position held at the time leave was granted. Failure on the part of the employee on leave to report promptly at such !eave’s expiration, or within a reasonable time after receiving a notice to return to duty, shall be cause for discharge. The depositing in the United States Postal Service mail of a first-class letter, postage paid, addressed to the employee’s last known place of residence, shall meet the requirements of reasonable notice.

During any authorized leave of absence without pay, an employee shall not be eligible to accumulate or receive benefits except as specifically provided for in this Agreement. The City shall contribute to an employee’s medical health plan, dental and visual insurance plan, and life insurance plan for the first thirty (30) calendar days of an employee’s authorized leave of absence. Thereafter, the City shall not have any obligation to contribute to an employee’s medical health plan, dental and visual insurance plan, or life insurance plan until the employee is reinstated in a permanent position. Vacation leave shall not be accrued beyond the first thirty (30) calendar days of an absence without pay.

Section 15.02. EXTENDED LEAVE OF ABSENCE. Upon written request of the employee and approval of the City Manager, the City Council may grant an extended leave of absence with or without pay for a period not to exceed one (1) year.

All provisions of Section 15.01 of this Article shall apply to extended leaves of absence, unless specifically authorized otherwise by the City Council.

Section 15.03. MILITARY LEAVE OF ABSENCE. Military leave shall be granted in accordance with the provisions of State and Federal law. All employees entitled to military leave shall give the department head an opportunity, within the limits of applicable laws, to determine when such leave shall be taken. Employees must provide a copy of their signed PAGE 240 of 885
28 orders from their military commanding officer to the Chief of Police or his/her designee.

Whenever possible, the employee involved shall notify his/her department head of such leave at least ten (10) working days in advance of the beginning date of such leave.

Section 15.04. SICK LEAVE. Paid sick leave may be used for the following reasons:

1. For the employee’s own diagnosis, care or treatment of an existing health condition or preventative care.

2. For the diagnosis, care or treatment of an existing health condition or preventative care for an employee or an employee's family member(s). For purposes of this policy, family member means any of the following:
• Child (including biological, adopted or foster child; stepchild; legal ward; or a child to whom the employee stands in loco parentis regardless of age or dependency status;
• Spouse or registered domestic partner;
• Parent (including biological, adoptive, or foster parent; stepparent; legal guardian of an employee or the employee’s spouse or registered domestic partner; or a person who stood loco parentis when the employee was a minor child);
• Grandparent;
• Grandchild;
• Sibling; or
• Designated person, which means a person identified by the employee at the time employee requests paid sick leave. Each employee is limited to one designated person per 12-month period for paid sick leave.

3. To obtain relief or services related to being a victim of domestic violence, sexual assault, or stalking as described in Labor Code Section 230(c) and 230.l(a).

Each affected employee shall accrue four (4) hours of sick leave time per pay period, up to a maximum of three hundred and forty (340) hours. Upon reaching the maximum accrual allowed, the employee shall cease to accrue sick leave time until such time as the total accrued hours is less than the maximum permitted, at which time the hours shall accrue in the amount state herein up to the maximum permitted.

If the need for paid sick leave is foreseeable, the employee shall provide reasonable advance notice to their supervisor by submitting a “Leave Request” form.

If the need for paid sick leave is unforeseeable, the employee shall provide notice to their supervisor of the need for the leave as soon as practicable, either verbally or in writing. The employee shall than submit a “Leave Request” on the day the employee returns to work.

Newly hired employees shall receive forty-eight (48) hours of sick leave time on the date of initial hire as an one-time advance for accruals, and shall be eligible to begin to accrual per pay period as provided for herein beginning on the first day of the month following completion of six (6) months of employment.

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29 In the event an employee experiences a catastrophic illness, the employee may be credited donated sick leave, vacation leave and/or compensatory hours from other employees' sick leave, vacation leave and or compensatory hour accruals upon prior approval of the City Manager. The employee donating sick leave must have one hundred (100) hours of remaining sick leave after the donation of sick leave. The employee must first exhaust all their sick and vacation leave prior to receiving any sick leave donation.

No portion of this Section shall be deemed to prevent an employee from utilizing other accrued leave time for the purpose of medical or sick leave.

Each year covered by this contract, officers may elect to cash out sick leave balances in excess of two hundred and sixty (260) hours at a rate of fifty ($0.50) cents on the dollar at their regular hourly rate of pay Employees must maintain a minimum of two hundred and sixty (260) hours of sick leave in order to be compensated. Accruals will be based on balances as of June 30th of each year covered by the contract.

Employee shall have no vested rights in the accrued sick leave time upon termination with the City.

Section 15.05. BEREAVEMENT LEAVE. On the death of a member of an affected employee’s immediate family; meaning spouse, natural or adopted child, stepchild, grandchild, brother, sister, parent, grandparent, parent-in-law, brother or sister-in-law, step-parent, stepbrother, step-sister, or other relative living in the same household, the employee shall be granted bereavement leave as follows:
(A) If the death occurred within a two hundred (200) miles radius of the City of San Marino, the employee shall be granted up to three (3) workdays paid bereavement leave. (B) If the death occurred outside a two hundred (200) miles radius of the City of San Marino, the employee shall be granted up to four (4) workdays paid bereavement leave.
(C) Upon request by the affected employee, the City Manager may grant paid bereavement leave in excess of the leave provided above. The City Manager’s decision regarding any request for additional paid bereavement leave shall not be subject to the grievance and arbitration procedure contained in Article 07.

Section 15.06. JURY DUTY. Every permanent employee covered under this agreement who is called or required to serve as a trial juror shall be entitled to be absent with full pay from duties not to exceed forty (40) hours within a three-year period and only during the period of such service of while necessarily being present in court as a result of such jury service. The employee shall present a certificate of such jury service to the Human Resources Department in order to be eligible for compensation. For the purpose of this section, full pay shall be the employee's base salary exclusive of premium pay or overtime.

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30 ARTICLE 16

INSURANCE AND RELATED BENEFITS
Section 16.01. FLEXIBLE MEDICAL BENEFITS. Effective February 1, 2009 the City of San Marino commenced participation in the Public Employees’ Medical and Hospital Care Act, Government Code Sections 22750 et. Seq. The employer contribution for annuitants shall at all times equal employer contribution paid for active employees. Medical benefits shall be under the P.E.R.S. medical program.

Section 16.02. OTHER HEALTH BENEFITS. The City shall make available to current employees group dental, vision and life insurance and long-term disability insurance programs, for as long as employee participation permits such programs to be provided.

Employees may join or remove themselves or their dependents from participation in any program once annually. The City shall notify employees of the join/remove period by providing a notice with payroll at least three (3) weeks prior to the time period.

Section 16.03. EMPLOYEE PARTICIPATION. All employees shall be covered under the P.E.R.S. medical program, except as provided for herein. The employee may select from the P.E.R.S. plans which health program is best for the employee’s family once annually.

Employees may modify their dependent medical coverage under the P.E.R.S. health plan as permitted by the insurance company. Should the program cost more than the City’s contribution provided in this Article, the City shall deduct the additional funds from the employee’s paycheck to pay the difference.

If an employee is able to provide proof of coverage under a spouse’s or other health insurance plan, the employee need not obtain health insurance under the City’s provided P.E.R.S. medical program. All employees electing not to participate in the City’s P.E.R.S. medical program shall be required to:

1. Submit adequate written proof of medical coverage;

2. Provide the City with no less than thirty (30) days written notice before any such medical coverage is canceled; and

3. Execute a liability and hold harmless release form removing the City from all liability resulting from medical coverage or the lack thereof.

Section 16.04. CITY CONTRIBUTION. The City's contribution is established at two hundred seventy-five dollars ($275) per month per annuitant and active employee. This monthly contribution shall only increase as required by the Board of Administration of the Public Employees' Retirement System or the State Legislation, as set forth in Government Code Section 22892.

For the term of this MOU, the City of San Marino commits to fully funding the cost of the insurances or until a subsequent MOU is agreed upon; whichever is later as noted above for the employee and all eligible dependents, capped at the rates for the Los Angeles County region of medical coverage.

In the event that the “FFBP” fails to cover the actual costs of the additional health insurance, required life insurance, vision insurance, required disability insurance, and dental insurance, the individual employee shall pay the difference. Any “FFBP” amount left unspent on actual insurance costs will be forfeited by the employee, with no option to cash it out, utilize it towards voluntary benefits, etc.

Section 16.05. LEGACY CASH-OUT PROGRAM. In 2019, the City of San Marino discontinued the practice of permitting the unused amount of the FFBP to be cashed out by current and/or new employees. Only employees who were cashing out at the time of the previous MOU adoption were permitted to continue. That policy continues in this MOU. The employees who continue to have a cash-out amount are now part of this “Legacy Cash Out Program.” Said cashout shall not be compensable to CalPERS as salary pursuant to California Code of Regulations, Chapter 2, Article 5, Section 572 (2CCR571). As before, all cash-out amounts are capped and shall never increase from the current amounts, but may decrease, as follows.

All Legacy Cash Out participants who elect medical insurance coverage shall have the amount of their cash-out reduced on a penny-for-penny basis directly proportional to any increase to their insurance costs. For example, if an employee’s insurance costs increase by fifty dollars and seventy-five cents ($50.75) per month, that employee’s cash-out will reduce by fifty dollars and seventy-five cents ($50.75) per month. Effective July 1, 2022, any reduction becomes the new maximum cash-out amount for the employee and may decrease again in the future, but never increase.

Section 16.06. FLORES DECISION. For employees who are part of the Legacy Cash Out Program (Section 16.05), the following shall apply:

Federal Labor Standards Act (FLSA) Overtime: On June 2, 2016, the United States Court of Appeals for the Ninth Circuit published its opinion in Danny Flores v. City of San Gabriel (the "decision"), which indicated that the City’s payment of unused health benefits must be included in the regular rate of pay and thus in the calculation of overtime.

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32 Given that the decision was final in favor of the individual plaintiffs, the City has recalculated FLSA overtime retroactive to June 28, 2015 according to the decision and prospectively began paying FLSA overtime according to the decision.

The City and Association acknowledge that this language completes satisfaction of any liability, both retroactive and prospective, for FLSA overtime under the decision.

Section 16.07. RETIREE PARTICIPATION. Retirees, who have retired under a P.E.R.S. retirement program after a minimum of five (5) years of full-time employment with the City, shall be eligible to participate in the P.E.R.S. medical program, the dental program and the vision plan provided by the City for current employees as provided in this Article.

Retirees and their dependents shall be eligible to remain in the P.E.R.S. medical program for as long as they shall meet the requirements of said program. Retirees shall be eligible to participate in the other health programs provided for herein until they reach the age of sixty-five (65).

Retirees may carry dependent coverage under the health programs (other than P.E.R.S. medical) provided for herein until the dependent reaches the age of sixty-five (65).

Retirees shall be provided two hundred and seventy-five dollars ($275.00) per month to be used for payment toward the medical and health benefits contained herein. If a retiree selects a program(s) in excess of the amount provided by the City, the Retiree shall be responsible for paying the balance due. Should the retiree select a program(s) costing less than the amount provided by the City, the employee shall have no rights to the balance available.

Each August 1st thereafter, the City shall increase the contribution available to retirees by the amount required by the P.E.R.S. medical program.

Section 16.08. LONG-TERM DISABILITY INSURANCE. The City shall provide a Long-Term Disability (LTD) insurance program for affected employees. The cost for said life insurance shall be paid by the employee from the monthly City contribution provided in Section 16.04 of this article.

The Long-Term Disability program shall be with a sixty (60) day elimination period; with seventy-five percent (75%) of salary benefits as defined by the plan; and with coverage as provided for under the California Law Enforcement Association program.

All affected employees shall be required to participate in the Long-Term Disability insurance program.

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33 Section 16.09. FLEXIBLE REIMBURSEMENT PLAN. The City shall provide a flexible reimbursement plan for medical and dental insurance premiums and deductibles and dependent care, as permitted by Section 125 of the Internal Revenue Code.

Section 16.10. LIFE INSURANCE. The City shall provide a life insurance benefit in the amount of fifty thousand dollars ($50,000.00) per employee. The cost for said life insurance shall be paid by the employee from the monthly City contribution provided in Section 16.04 of this article.

All affected employees shall be required to participate in the life insurance program.

An employee may buy additional life insurance at their own cost.

ARTICLE 17

RETIREMENT PROMOTIONS
Section 17.01. PROMOTION ON RETIREMENT. Each officer of the department who occupies a position of Sergeant or lower, may be promoted to the next higher rank upon retirement, if both of the following conditions exist:
(A) The officer shall certify to the Police Chief and the City Manager, in writing, that he/she has officially notified the State Employees’ Retirement System of his/her intention to retire; and
(B) The Police Chief and the City Manager, in their discretion, shall specifically recommend such promotion in recognition of the long, faithful, and efficient service of the officer.

All such promotions shall be made on a temporary basis for a maximum of thirty (30) days. Such temporary promotions may be made without regard to the number of positions budgeted for any rank, and shall not result in any change in salary or allowances received by the officer in the duty assigned.

ARTICLE 18

RETIREMENTBENEFIT
Section 18.01. P.E.R.S. MEMBERSHIP. The City is a contract member of the Public Employees' Retirement System. Such membership shall be maintained and employee eligibility, classification, contributions, and benefits are as prescribed in the contract between the City and the Public Employees' Retirement System heretofore approved by the City Council. The City shall pay on behalf of each affected employee that portion of the employees' share of the required retirement contribution to P.E.R.S., not to exceed 9% of the employee's base compensation as defined by the Public Employee's Retirement Law, Government Code PAGE 246 of 885
34 Section 20000 et seq. The City will report these payments as being those of the affected employee's so that they will be credited to the particular employee's individual account with P.E.R.S.

The City shall provide employees covered under this agreement with that certain retirement option program commonly referred to as "1959 Survivor Benefit, Fourth Level" based on the schedule of benefits as set forth in the California Public Employees' Retirement System (P.E.R.S.) Section 21574 of the California Government Code. Each employee will make a contribution per pay period and the City will contribute a normal cost of no more than four dollars ($4.00) per month per covered member as determined in the valuation report. Any future increases in the costs will be borne by the employee.

Section 18.02. RETIREMENT PLAN.

The City shall maintain a retirement benefit based upon the single highest year compensation for the safety employee hired before November 18, 2012 with a 3%@ 50 plan.

The City shall maintain a retirement benefit based on a “three-year average final compensation” for the safety employee hired on or after November 18, 2012 with a 2%@ 55 plan.

Pursuant to the Public Employees’ Pension Reform Act, safety employees hired on or after January 1, 2013, shall have a 2% at 57 retirement formula with a three-year average final compensation.

All safety employees (in any tier) shall pay the -employee’s share of P.E.R.S. The employee’s P.E.R.S. share amount is dependent upon the employee’s date of hire and corresponding retirement plan.

Section 18.03. DEFERRED COMPENSATION (457)- PEPRA MEMBER Effective July 1, 2022, all sworn full-time Police employees assigned to the Tier 3 Retirement formula (also known as “the PEPRA Tier”) shall be eligible for a dollar-for-dollar matching contribution to the City-sponsored deferred compensation program, up to a maximum of one hundred and seventy-five dollars ($175.00) per month.

ARTICLE 19

LAYOFF PROCEDURE
Section 19.01. NEED FOR LAYOFF. Whenever it becomes necessary, in the opinion of the City Council, to abolish a position or to reduce the number of employees in a given class in the classified service, the City Council may do so by stating in its proceedings its reasons therefore. However, no permanent full-time employee shall be separated from any department while there are emergency, seasonal, probationary, part-time or temporary employees serving in the same class of positions in the City.

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35 Section 19.02. ORDER OF SEPARATION. In each classification in which there is to be a layoff, employees shall be separated from employment according to the employee’s seniority withinservice. In case of the same hiring date, seniority shall be based upon hiring order.

Section 19.03. BUMPING RIGHTS. The employees laid off shall be entitled to displace to a position in the next lower class. Any employee so displaced shall be considered as laid off for the same reason as the person who displaced the employee and shall in the same manner be eligible to displace to the next lower class.

Section 19.04. WRITTEN NOTICE OF LAYOFF/REEMPLOYMENT RIGHTS. The employee laid off shall be given written notice of layoff not less than fifteen (15) calendar days prior to the effective date of the layoff and shall be informed of their reemployment status in writing.

The names of permanent employees who have been laid off due to reduction in force shall be placed on an appropriate layoff reemployment list according to the date of separation and shall be based on last employee laid off is the first employee on the list, with other employees eligible in sequential order thereafter. Such list shall be used by the appointing officer when a vacancy for that class is to be filled before certification. Said reemployment list shall exist for one (1) year.

Section 19.05. REAPPOINTMENT. The appointing officer shall reinstate the former employee to the highest available position in the layoff reemployment list, if any.

Section 19.06. REEMPLOYMENT PROCEDURE. The names of all permanent and nonpermanent employees who have been laid off due to reduction in force shall be placed on an appropriate layoff reemployment list according to the date of separation and shall be eligible for reemployment. Such re-employment list shall be based on: last employee laid off is the first employee on the list and first to be reemployed, with other employees being eligible in sequential order thereafter. Said list shall exist for one year and shall have preference over all other employment lists.

ARTICLE 20

SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING
It is the intent of the parties hereto that the provisions of this Memorandum of Understanding shall supersede all prior agreements and memorandums of agreement, or memorandums of understanding, or contrary salary and/or personnel resolutions or Administrative Codes, provisions of the City, oral and written, expressed or implied, between the parties, and shall govern the entire relationship and shall be the sole source of any and all rights which may be asserted hereunder. This Memorandum of Understanding is not intended to conflict with Federal or State law.

PAGE 248 of 885
36 ARTICLE 21

WAIVER OF BARGAINING DURING THE TERM OF THIS AGREEMENT
During the term of this Memorandum of Understanding, the parties mutually agree that they will not seek to negotiate or bargain with regard to wages, hours, and terms and conditions of employment, whether or not covered by the Memorandum or in the negotiations leading thereto, and irrespective of whether or not such matters were discussed or were even within the contemplation of the parties hereto during the negotiations leading to this Memorandum. Without negating the provisions of this Article, the parties agree to the following two (2) exceptions to this waiver: 1) as specified in Section 16.4, and 2) to discuss potential changes resulting from a comprehensive update of the Personnel Rules. Regardless of the waiver contained in this Article, the parties may, however, by mutual agreement, in writing, agree to meet and confer about any matter during the term of this Memorandum of Understanding.

ARTICLE 22

EMERGENCY WAIVER PROVISION
In the event of circumstances beyond the control of City, such as acts of God, fire, flood, earthquake, insurrection, civil disorder, national emergency, or similar circumstances, provisions of this Memorandum of Understanding or the Personnel Rules and Regulations of the City, which restrict the City's ability to respond to these emergencies, shall be suspended for the duration of such emergency. After the emergency is declared over, this Memorandum of Understanding will be reinstated immediately. The Association shall have the right to meet and confer with the City regarding the impact on employees of the suspension of provisions in the Memorandum of Understanding during the course of the emergency. Any rights and benefits suspended by virtue of the emergency shall be restored as soon as practicable at the conclusion of theemergency.

ARTICLE 23

AMERICANS WITH DISABILITIES ACT
Because the Americans with Disabilities Act (ADA) requires accommodations for individuals protected under the Act, and because these accommodations must be determined on an individual, case-by-case basis, the parties agree that the provisions of this Agreement may be disregarded in order for the City to avoid discrimination relative to hiring, promotion, granting permanency, transfer, layoff, reassignment, termination, rehire, rates of pay, job and duty classification, seniority, leaves, fringe benefits, training opportunities, hours of work or PAGE 249 of 885
37 other terms and privileges of employment.

The Association recognizes that the City has the legal obligation to meet with the individual employee to be accommodated before any adjustment is made in working conditions. The Association will be notified of these proposed accommodations prior to implementation by the City.

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

ARTICLE 24

REOPENERS DURING THE MOU
During the term of this MOU, the parties agree to reopen the MOU on the following subjects:

1. Revision of Section 15.04, Catastrophic Leave Process

2. Revision of current Personnel Rules.

3. Revision of current Performance Evaluation Form(s).

Updates to current Classification Specifications. Any changes to the above subjects shall require either mutual agreement or exhaustion of the impasse process (including fact finding).

In the event that either statutory or case law is changed to allow future hires to be excluded from the CalPERS retirement system, the parties agree to reopen the MOU on the subject of exclusion of new hire employees from the CalPERS retirement system. Any change to this subject shall require mutual agreement.

ARTICLE 25

SEPARABILITY PROVISION
Should any provisions of this Memorandum of Understanding be found to be inoperative, void, or invalid by a court of competent jurisdiction, all other provisions of this Memorandum of Understanding shall remain in full force and effect for the duration of this Memorandum of Understanding. The parties shall meet and confer over a new provision to replace any such provision stricken by law.

PAGE 250 of 885
38 ARTICLE 26

TERM OF MEMORANDUM OF UNDERSTANDING
Unless otherwise noted, this Agreement shall become effective on July 1, 2024 and upon ratification by the Association and adoption by the City Council; and, shall continue in full force and effect until June 30, 2027.

ARTICLE 27

RATIFICATION ANDEXECUTION
The City's and the Association's representatives have reached an understanding as to certain recommendations to be made to the City Council of the City of San Marino and have agreed that the parties will jointly urge the Council to adopt a new wage and salary resolution which will provide for the changes contained in this Memorandum of Understanding. The City and the Association acknowledge that this Memorandum of Understanding shall not be in full force and effect until adopted by the City Council.

CITY OF SAN MARINO SAN MARINO POLICE OFFICERS'

SAN MARINO POLICE OFFICERS' SALARY SCHEDULE
EFFECTIVE JULY 1, 2024
Police
Sergeant $9,891 $10,385 $10.904 $11,450 $12,022
Corporal $8,268 $8,682 $9,116 $9,572 $10,050
Police Officer $7,872 $8,266 $8,679 $9,113 $9,569
EFFECTIVE JULY 1, 2025
Police
Sergeant $10,286 $10,801 $11,341 $11,908 $12,503
Corporal $8,599 $9,029 $9,480 $9,954 $10,452
Police Officer $8,187 $8,596 $9,026 $9,478 $9,951
EFFECTIVE JULY 1, 2026
Police
Sergeant $10,698 $11,233 $11,794 $12,384 $13,003
Corporal $8,943 $9,390 $9,860 $10,353 $10,870
Police Officer $8,515 $8,940 $9,387 $9,857 $10,349
PAGE 252 of 885
40 Merit increases are based on the following table for all employees in this bargaining unit:

Step A First six (6) months of employment.

Step B (*) Eligible after six (6) months of employment.

Step C (**) Eligible after eighteen (18) months of employment.

Step D (**) Eligible after thirty (30) months of employment.

Step E (**) Eligible after forty-two (42) months of employment (*) based on initial six (6) months of probation.
(**) based on merit recommended by Police Chief and subject to the approval of the City Manager.

PAGE 253 of 885

CITY OF SAN MARINO
AND

SAN MARINO POLICE OFFICERS'

ASSOCIATION

MEMORANDUM OF UNDERSTANDING
JULY 1, 20224 THROUGH JUNE 30, 20247
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TABLE OF CONTENTS

SECTION HEADING PAGE
ARTICLE 01 RECOGNITION OF THE ORGANIZATION ...................................................................... 1 Section 01.01 RECOGNITION................................................................................................................ 1 Section 01.01 MAJORITY REPRESENTATION ..................................................................................... 1 ARTICLE 02 NON-DISCRIMINATION .................................................................................................. 2 Section 02.01 EMPLOYEE RIGHTS....................................................................................................... 2 Section 02.02 NO DISCRIMINATION ..................................................................................................... 2 ARTICLE 03 CITY RIGHTS .................................................................................................................. 3 Section 03.01 RESERVED RIGHTS....................................................................................................... 3 Section 03.02 IMPACT OF CITY RIGHTS .............................................................................................. 4 ARTICLE 04 ORGANIZATION RIGHTS ............................................................................................... 5 Section 04.01 DUES DEDUCTIONS....................................................................................................... 5 Section 04.02 INDEMNIFICATION ......................................................................................................... 5 ARTICLE 05 NO STRIKE- NO LOCKOUT PLEDGE............................................................................. 6 Section 05.01 ASSOCIATION PROHIBITED CONDUCT ....................................................................... 6 Section 05.02 NO LOCKOUT ................................................................................................................. 6 Section 05.03 ASSOCIATION RESPONSIBILITY................................................................................... 6 ARTICLE 06 PROBATION.................................................................................................................... 7 Section 06.01 PROBATION PERIOD ..................................................................................................... 7 Section 06.02 PERMANENT STATUS.................................................................................................... 7 ARTICLE 07 GRIEVANCES ................................................................................................................. 8 Section 07.01 PURPOSE OF GRIEVANCE PROCEDURE .................................................................... 8 Section 07.02 DEFINITION..................................................................................................................... 8 Section 07.03 GUIDELINES ................................................................................................................... 8 Section 07.04 TIME LIMITS.................................................................................................................... 9 Section 07.05 NO CHANGES................................................................................................................. 9 Section 07.06 ARBITRATION (ADVISORY) ........................................................................................... 9 Formatted: Font color: Auto
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ARTICLE 08 WAGE AND SALARY POLICY....................................................................................... 11 Section 08.01 BASIC COMPENSATION PLAN .................................................................................... 11 Section 08.02 SALARY AND WAGE SCHEDULES.............................................................................. 11 Section 08.03 ADMINISTRATION OF BASIC COMPENSATION PLAN ............................................... 11 Section 08.04 BEGINNING RATES...................................................................................................... 11 Section 08.05 SIGNING/RECRUITING/RETENTION BONUS.............................................................. 11 Section 08.06 SERVICE ....................................................................................................................... 12 Section 08.07 ADVANCEMENT WITHIN SCHEDULE.......................................................................... 12 Section 08.07(A) SERVICE ADVANCEMENT....................................................................................... 12 Section 08.07(B) MERIT ADVANCEMENT ........................................................................................... 12 Section 08.07(C) SPECIAL MERIT ADVANCEMENT ........................................................................... 12 Section 08.07(D) LENGTH OF SERVICE REQUIRED WHEN ADVANCEMENT IS DENIED................ 13 Section 08.08 REDUCTION IN SALARY STEPS.................................................................................. 13 Section 08.09 COMPENSATION INCREASES FOR PROMOTIONS ................................................... 13 Section 08.10 COMPENSATION ON DEMOTION................................................................................ 13 ARTICLE 09 OTHER WAGE AND HOURLY BENEFITS .................................................................... 14 Section 09.01 OUT OF CLASS............................................................................................................. 14 Section 09.02 PATROL WORK SCHEDULES...................................................................................... 14 Section 09.03 OVERTIME (COMPENSATORY TIME) ......................................................................... 14 Section 09.04 USAGE OF COMPENSATORY TIME PREVIOUSLY EARNED..................................... 14 Section 09.05 SHIFT TRADES ............................................................................................................. 15 Section 09.06 SHIFT ROTATIONS....................................................................................................... 16 Section 09.07 CALL BACK COMPENSATION...................................................................................... 16 Section 09.08 COURT TIME................................................................................................................. 16 Section 09.09 SPECIALY ASSIGNMENTS AND SPECIALTY PAY...................................................... 17 Section 09.09(A) FIELD TRAINING OFFICER...................................................................................... 17 Section 09.09(B) DETECTIVE .............................................................................................................. 18 Section 09.09(C) MOTOR OFFICER..................................................................................................... 18 Section 09.09(D) FIREARMS INSTRUCTOR........................................................................................ 18 Section 09.09(E) DEFENSIVE TACTICS INSTRUCTOR ...................................................................... 18 Section 09.09(F) ADMINISTRATIVE SERGEANT ................................................................................ 18 Section 09.10 BILINGUAL PAY ............................................................................................................ 18 Section 09.11 OTHER ASSIGNMENTS AND SPECIALTY PAY PRACTICE........................................ 19 Section 09.11(A) OUTSIDE ASSIGNEMENTS...................................................................................... 19 Section 09.11(B) RANGE QUALIFICATION.......................................................................................... 19 Section 09.11(C) STAFF MEETINGS.................................................................................................... 19 Section 09.11(D) COMPUTING OVERTIME ......................................................................................... 19 Section 09.12 ARPA (COVID-19) BONUS............................................................................................ 19 ARTICLE 10 EDUCATION WAGE BENEFIT AND CAREER DEVELOPMENT PROGRAM ............... 20 Section 10.01 EDUCATIONAL INCENTIVE.......................................................................................... 20 Section 10.02 LEGACY EDUCATION INCENTIVE PROGRAMTUITION REIMBURSEMENT PLAN ... 20 Section 10.03 P.O.S.T. CERTIFICATE PAY......................................................................................... 20 Section 10.04 LONGEVITY PAY .......................................................................................................... 20 Section 10.05 TUITION REIMBURSEMENT PLAN .............................................................................. 20 Formatted: Font: (Default) Arial
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Section 10.063 LIMITATIONS ON TUITION REIMBURSEMENT ........................................................... 22 Section 10.074 ALLOCATION OF FUNDS ............................................................................................. 22 ARTICLE 11 TRAVEL ALLOWANCE.................................................................................................. 23 Section 11.01 AUTOMOBILE ALLOWANCE ........................................................................................ 23 Section 11.02 REIMBURESEMENT PROCEDURE.............................................................................. 23 ARTICLE 12 UNIFORM ALLOWANCE............................................................................................... 24 Section 11.01 UNIFORM MAINTENANCE............................................................................................ 24 Section 11.02 BALLISTIC BODY ARMOR............................................................................................ 24 ARTICLE 13 VACATION BENEFIT..................................................................................................... 25 Section 13.01 INCREMENTS OF ACCRUAL AND USE....................................................................... 25 Section 13.01(A) ACCRUAL INCREMENTS......................................................................................... 25 Section 13.01(B) VACATION ACCRUAL .............................................................................................. 25 Section 13.01(C) MAXIMUM VACATION ACCRUAL ............................................................................ 26 Section 13.02 USE OF VACATION ...................................................................................................... 26 Section 13.03 VACATION PAYMENT AT TERMINATION.................................................................... 27 Section 13.04 ELIGIBILITY................................................................................................................... 27 ARTICLE 14 HOLIDAY BENEFIT ....................................................................................................... 29 Section 14.01 HOLIDAY DATES .......................................................................................................... 29 Section 14.02 HOLIDAYS WORKED.................................................................................................... 29 Section 14.03 ELIGIBILITY................................................................................................................... 29 Section 14.04 HOLIDAYS ON VACATION DAY ................................................................................... 29 Section 14.05 FLOATING HOLIDAY..................................................................................................... 29 ARTICLE 15 LEAVES OF ABSENCE ................................................................................................. 30 Section 15.01 AUTHORIZED LEAVE OF ABSENCE WITHOUT PAY .................................................. 30 Section 15.02 EXTENDED LEAVE OF ABSENCE ............................................................................... 30 Section 15.03 MILITARY LEAVE OF ABSENCE .................................................................................. 30 Section 15.04 SICK LEAVE.................................................................................................................. 30 Section 15.05 BEREAVEMENT LEAVE................................................................................................ 31 Section 15.06 JURY DUTY................................................................................................................... 31 ARTICLE 16 INSURANCE AND RELATED BENEFITS...................................................................... 33 Section 16.01 FLEXIBLE MEDICAL BENIFITS..................................................................................... 33 Section 16.02 OTHER HEALTH BENEFITS ......................................................................................... 33 Section 16.03 EMPLOYEE PARTICIPATION ....................................................................................... 33 Section 16.04 CITY CONTRIBUTION................................................................................................... 33 Section 16.05 LEGACY CASH-OUT PROGRAM.................................................................................. 34 Formatted: Normal
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Section 16.06 FLORES DECISION ...................................................................................................... 35 Section 16.07 RETIREE PARTICIPATION ........................................................................................... 35 Section 16.08 LONG-TERM DISABILITY INSURANCE........................................................................ 35 Section 16.09 FLEXIBLE REIMBURSEMENT ...................................................................................... 36 Section 16.10 LIFE INSURANCE ......................................................................................................... 36 ARTICLE 17 RETIREMENT PROMOTIONS....................................................................................... 37 Section 17.01 PROMOTION ON RETIREMENT................................................................................... 37 ARTICLE 18 RETIREMENT BENEFIT................................................................................................ 38 Section 18.01 P.E.R.S MEMBERSHIP ................................................................................................. 38 Section 18.02 RETIREMENT PLAN ..................................................................................................... 38 Section 18.03 DEFERRED COMPENSATION (457) – PEPRA MEMBERS.......................................... 38 ARTICLE 19 LAYOFF PROCEDURE ................................................................................................. 40 Section 19.01 NEED FOR LAYOFF...................................................................................................... 40 Section 19.02 ORDER OF SEPERATION ............................................................................................ 40 Section 19.03 BUMPING RIGHTS........................................................................................................ 40 Section 19.04 WRITTEN NOTICE OF LAYOFF REEMPLOYMENT RIGHTS....................................... 40 Section 19.05 REAPPOINTMENT ........................................................................................................ 40 Section 19.06 REEMPLOYMENT PROCEDURE.................................................................................. 40 ARTICLE 20 SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING...................................... 41 ARTICLE 21 WAIVER OF BARGAINING DURING THE TERM OF THIS AGREEMENT.................... 42 ARTICLE 22 EMERGENCY WAIVER PROVISION ............................................................................ 43 ARTICLE 23 AMERICANS WITH DISABILITIES ACT ........................................................................ 44 ARTICLE 24 COVID-19 VACCINE MANDATE ................................................................................... 45 ARTICLE 254 REOPENERS DURING THE MOU ................................................................................ 46 ARTICLE 265 SEPARABILITY PROVISION......................................................................................... 47 ARTICLE 276 TERM OF MEMORANDUM OF UNDERSTANDING...................................................... 48 ARTICLE 287 RATIFICATION AND EXECUTION ................................................................................ 49 EXHIBIT “A’ WAGE SCHEDULE............................................................................................................i ARTICLE 01 RECOGNITION OF THE ORGANIZATION ........................................... 1 Formatted: Font: (Default) Arial
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Section 01.01. RECOGNITION ......................................................................................... 1 Section 01.02. MAJORITY REPRESENTATION .................................................................. 1 ARTICLE 02 NON-DISCRIMINATION PLEDGE ........................................................ 2 Section 02.01. EMPLOYEE RIGHTS ................................................................................ 2 Section 02.02. NO DISCRIMINATION .............................................................................. 2 ARTICLE 03 CITY RIGHTS ............................................................................................ 3 Section 03.01. RESERVED RIGHTS .................................................................................. 3 Section 03.02. IMPACT OF CITY RIGHTS .................................................................... ..... 4 ARTICLE 04 ORGANIZATION RIGHTS ...................................................................... 5 Section 04.01. DUES DEDUCTIONS................................................................................. 5 Section 04.02. INDEMNIFICATION ................... ..................... .............. ............... ............. 5 ARTICLE 05 NO STRIKE - NO LOCKOUT PLEDGE ................................................ 6 Section 05.01. ASSOCIATION PROHIBITED CONDUCT .............................................. 6 Section 05.02. NO LOCKOUT ........................................................................................... 6 Section 05.03. ASSOCIATION RESPONSIBILITY ................................................... ............ 6 ARTICLE 06 PROBATION .................................................................. ............................ 7 Section 06.01. PROBATION PERIOD .................. ......... ............ ........... ........................... 7 Section 06.02. PERMANENT STATUS ............................................................................ 7 ARTICLE 07 GRIEVANCES ............................................................................................ 8 Section 07.01. PURPOSE OF GRIEVANCE PROCEDURE ............................................. 8 Section 07.02. DEFINITION .................................................................................................. 8 Section 07.03. GUIDELINES ................................................................................................. 8 PAGE 259 of 885
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Section 07.04. TIME LIMITS .............................................................................................. 9 Section 07.05. NO CHANGES ............................... .............................................................. 9 Section 07.06. ARBITRATION (ADVISORY)................................. ......................................
9 ARTICLE 08 WAGE AND SALARY POLICY ............................................................. 11 Section 08.01. BASIC COMPENSATION PLAN ................................................................. 11 Section 08.02. SALARY AND WAGE SCHEDULES ...................... ...................... ................
11 Section 08.03. ADMINISTRATION OF BASIC COMPENSATION PLAN .......................... 11 Section 08.04. BEGINNING RATES ................................................................................... 11 · Section 08.05.
· Section 08.06.

SIGNING/RECRUITING/RETENTION BONUS……………………………….

SERVICE
....................................................................................................... 12 Section 08.07. ADVANCEMENT WITHIN SCHEDULE ..................................................... 12 (A) Service Advancements
.................................................................................. 12 (B) Merit Advancement ...................................................................................... 12 (C)
(D)
Special Merit Advancement ..........................................................................

Length of Service Required When
12 Advancement is Denied
.............................................................................. 13 Section 08.08. REDUCTION ON SALARY STEPS .............................................................. 13 Section 08.09. COMPENSATION INCREASES FOR PROMOTIONS ................................ 13 Section 08.10. COMPENSATION ON DEMOTION ............................................................ 13 ARTICLE 09 OTHER WAGE AND HOURLY BENEFITS ....................................... 14 Section 09.01. OUT OF CLASS .......................................................... ................................ 14 Section 09.02. PATROL WORK SCHEDULE ..................................................................... 14 Section 09.03. OVERTIME (COMPENSATORY TIME) ...................................................... 14 Section 09.04. USAGE OF COMPENSATORY TIME PREVIOUSLY
EARNED ........................................................ ............................................. 15 Section 09.05. SHIFT TRADES ......................................................................... 15 Section 09.06. SHIFT ROTATIONS…………….................................................................... 16 Section 09.07. CALL BACK COMPENSATION .................................................................. 16 Section 09.08. COURT TIME...............................................................................................16 Section 09.09. SPECIALTY ASSIGNMENTS AND SPECIAL PAY.·...............................................17 (A) FIELD TRAINING OFFICER ....…………………………………………….… 17
(B) DETECTIVE ……………………………………………………………………… 17
(C) MOTOR OFFICER ……………………………………………………………… 17
(D) FIREARMS INSTRUCTOR………………………………………………………. 18
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(E) DEFENSIVE TACTICS INSTRUCTOR………………………………………… 18
(F) ADMINISTRATIVE SERGEANT………………………………………………… 18
Section 09.10. BILINGUAL PAY.......................................................................................... 18 Section 09.11. OTHER ASSIGNMENTS AND SPECIAL PAY PRACTICE ........................ 18 (A) Outside Assignments .................................................................................... 18 (B) Range Qualification ..................................................................................... 18 (C) Staff Meetings ................................................................................................ 18 (D) Computing Overtime .................................................................................... 18 Section 9.12. ARPA (COVID-19) BONUS……………………………………………………….………18 ARTICLE 10 EDUCATION WAGE BENEFIT AND CAREER
DEVELOPMENT PROGRAM......................................................................19 Section 10.01. EDUCATIONAL INCENTIVE .......................................................................19 Section 10.02. TUITION REIMBURSEMENT PLAN............................................................19 Section 10.03. LIMITATIONS ON TUITION REIMBURSEMENT .........................................21 Section 10.04 ALLOCATION OF FUNDS ……………………………………………………… 21 ARTICLE 11 TRAVEL ALLOWANCE ......................................................................... 22 Section 11.01. AUTOMOBILE ALLOWANCE ......................................... ............................... 22 Section 11.02. REIMBURSEMENT PROCEDURE ................................................................. 22 ARTICLE 12 UNIFORM ALLOWANCE ...................................................................... 23 Section 12.01. UNIFORM MAINTENANCE ......................................... .............................. 23 Section 12.02. BALLISTIC BODY ARMOR ……................................................................. 23 ARTICLE 13 VACATION BENEFIT ............................................................................. 24 Section 13.01. INCREMENTS OF ACCRUAL AND USE ................ ..................... ............. 24 (A) Accrual Increments ...................................................................................... 24 (B) Vacation Accrual ......... ........................................ .........................................
24 (C) Maximum Vacation Accrual ........................................ ,................................ 25 Section 13.02. USE OF VACATION .................................... ................................................ 25 Section

13.03. VACATION PAYMENT AT TERMINATION ................. ............................. 26 Section 13.04. ELIGIBILITY ............ .................................................................................... 26 PAGE 261 of 885
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ARTICLE 14 HOLIDAY BENEFIT ................................................................................ 27 Section 14.01. HOLIDAY DATES ........................................................................................ 27 Section 14.02. HOLIDAYS WORKED ............................................................................ ..... 27 Section 14.03. ELIGIBILITY ......................... ....................................................................... 27 Section 14.04. HOLIDAY ON VACATION DAY .................................................................. 27 ARTICLE 15 LEAVES OF ABSENCE ........................................................................... 28 PAGE 262 of 885
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Section 15.01. AUTHORIZED LEAVE OF ABSENCE WITHOUT PAY .............................. 28 Section 15.02. EXTENDED LEAVEOF ABSENCE.............................................................28 Section 15.03. MILITARY LEAVEOF ABSENCE................................................................28 Section 15.04. SICK LEAVE................................................................................................28 Section 15.05. BEREAVEMENT LEAVE .............................................................................30 Section 15.06. JURY DUTY.................................................................................................30 ARTICLE 16 INSURANCE ANDRELATED BENEFITS..................................................31 Section 16.01. FLEXIBLE MEDICAL BENEFITS .................................................................31 Section 16.02. OTHER HEALTH BENEFITS.......................................................................31 Section 16.03. EMPLOYEE PARTICIPATION.....................................................................31 Section 16.04. CITY CONTRIBUTION .................................................................................32 Section 16.05. RETIREE PARTICIPATION .........................................................................32 Section 16.06. LONG TERM DISABILITY INSU RANCE.....................................................32 Section 16.07. FLEXIBLE REIMBURSEMENT ....................................................................32 Section 16.08 LIFE INSURANCE…………………………………………………………………. 33 ARTICLE 17 RETIREMENT PROMOTIONS.....................................................................34 Section 17.01. PROMOTION ON RETIREMENT................................................................34 ARTICLE 18 RETIREMENT BENEFIT ............................................................................ 35 Section 18.01. P.E.R.S. MEMBERSHIP.............................................................................. 35 Section 18.02. RETIREMENT PLAN .................................................................................. 35 Section 18.03. DEFERRED COMPENSATION (457)- PEPRA MEMBERS......................... 35 ARTICLE 19 LAYOFF PROCEDURE .............................................................................. 36 Section 19.01. NEED FOR LAYOFF................................................................................... 36 Section 19.02. ORDER OF SEPARATION.......................................................................... 36 Section 19.03. BUMPING RIGHTS ..................................................................................... 36 Section 19.04. WRITTEN NOTICE OF LAYOFF REEMPLOYMENT
RIGHTS....................................................................................................... 36 Section 19.05. REAPPOINTMENT...................................................................................... 36 Section 19.06. REEMPLOYMENT PROCEDURE............................................................... 36 ARTICLE 20 SOLE AND ENTIRE MEMORANDUM OF UNDERSTANDING .................. 37 ARTICLE 21 WAIVER OF BARGAINING DURING THE TERM OF
THIS AGREEMENT..................................................................................... 38 ARTICLE 22 EMERGENCY WAIVER PROVISION ......................................................... 39 PAGE 263 of 885
ARTICLE 23 AMERICANS WITH DISABILITIES ACT...............................................40 ARTICLE 24 COVID-19 VACCINE MANDATE …….………………………………... 38 ARTICLE 25 REOPENERS DURING THE MOU……………………………………..41
ARTICLE 26 SEPARABILITY PROVISION ................................................................42 ARTICLE 27 TERM OF MEMORANDUM OF UNDERSTANDING .............................43 ARTICLE 28 RATIFICATION AND EXECUTION........................................................44 EXHIBIT “A” WAGE SCHEDULE ..................................................................................... i PAGE 264 of 885
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1 CITY OF SAN MARINO
AND

SAN MARINO POLICE OFFICERS' ASSOCIATION

MEMORANDUM OF UNDERSTANDING
ARTICLE 01

RECOGNITION OF THE ORGANIZATION
Section 01.01. RECOGNITION. The City of San Marino (hereinafter called the "City") has recognized the San Marino Police Officers' Association (hereinafter called the "Association") as the majority representative of employees in the classifications of Police Officer, Police Corporal, and Police Sergeant (affected employees).

Section 01.02. MAJORITY REPRESENTATION. The City shall recognize the Association as the majority representative of all employees in these classifications for the purpose of meeting its obligations under this Agreement, the Meyers-Milias-Brown Act, Government Code 3500 et seq., when the City rules, regulations, or laws affecting wages, hours, and other terms and conditions of employment are appropriately amended or changed.

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ARTICLE 02

NON-DISCRIMINATION PLEDGE
Section 02.01. EMPLOYEE RIGHTS. The parties mutually recognize and agree to protect the rights of all employees hereby to join and/or participate in protected Association activities or to refrain from joining or participating in such activities in accordance with Government CodeSections 3500 et seq.

Section 02.02. NO DISCRIMINATION. The City and the Association agree that they shall not discriminate against any employee because of race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), age, national origin, disability, political or religious opinions or affiliations, marital status, or genetic information. The City and the Association shall reopen any provision of this Agreement for the purpose of complying with any order of a Federal or State agency or court of competent jurisdiction requiring a modification or change in any provision or provisions of this Agreement in compliance with State or Federal anti-discrimination laws.

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3 ARTICLE 03

CITY RIGHTS
Section 03.01. RESERVED RIGHTS. The City reserves, retains, and is vested with, solely and exclusively, all rights of Management which have not been expressly abridged by specific provision of this Memorandum of Understanding or by law to manage the City, as such rights existed prior to the execution of this Memorandum of Understanding. The sole and exclusive rights of Management, as they are not abridged by this Agreement or by law, shall include but not be limited to the following rights:
(A) To manage the City generally and to determine the issues of policy; (B) To determine the existence or nonexistence of facts which are the basis of the Management decision;
(C) To determine the necessity of organization of any service or activity conducted by the City and expand or diminish services;
(D) To determine the nature, manner, means, technology and extent of services to be provided to the public;
(E) To establish methods of financing;
(F) To establish types of equipment or technology to be used; (G) To determine and/or change the facilities, methods, technology, means, and sizeof the work force by which the City operations are to be conducted; (H) 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 or subcontract for any work or operation of the City;
(I) 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;
(J) To relieve employees from duties for lack of work or similar non-disciplinary reasons;
(K) To establish and modify productivity and performance programs and standards for City operations;
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(M) To determine job classifications and to reclassify employees; (N) To hire, transfer, promote, and demote employees for non-disciplinary reasons in accordance with this Memorandum of Understanding and the City's rules and regulations;
(O) (O) To determine policies, procedures, and standards for selection, training, and promotion of employees;
(P) To establish employee performance standards, including but not limited to quality and quantity standards; and to require compliance therewith; (Q) To maintain order and efficiency in its facilities and operations; (R) To establish and promulgate and/or modify rules and regulations to maintain order and safety in the City which are not in contravention with this Agreement; (S) To take any and all necessary action to carry out the mission of the City in emergencies;
(T) To determine the mission of its constituent departments, boards, and commissions;
(U) To establish the need and use of personnel information for employees and the means by which that information is to be provided. Employees retain their rights to privacy as provided by law.

Section 03.02. IMPACT OF CITY RIGHTS. Except in emergencies, or where the City is required to make changes in its operations because of the requirements of law, whenever the contemplated exercise of Management'’s rights shall impact upon employees of the bargaining unit, the City agrees to meet and confer in good faith with representatives of the Association regarding the impact of the contemplated exercise of such rights prior to exercising such rights, unless the matter of the exercise of such rights is provided for in this Memorandum of Understanding.

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5 ARTICLE 04

ORGANIZATION RIGHTS
Section 04.01. DUES DEDUCTIONS. The City shall deduct dues, on a regular basis, from the pay of all employees recognized to be represented by the Association, who voluntarily authorize such deduction, in writing, on a form to be provided for this purpose, which is mutually agreed to by the Association and the City. The City shall remit such funds to the Association within five (5) working days of the date of the payroll.

Section 04.02. INDEMNIFICATION. The Association agrees to hold the City harmless and indemnify the City against any claims, causes of actions, or lawsuits arising out of the dues deductions or transmittal of such funds to the Association, except the intentional or negligent failure of the City to transmit to the Association, monies deducted from employees pursuant to this Article.

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ARTICLE 05

NO STRIKE - NO LOCKOUT PLEDGE
Section 05.01. ASSOCIATION PROHIBITED CONDUCT. The Association, its officers, agents, representatives and/or members agree that during the term of this Agreement, they will not cause or condone any strike, walkout, slowdown, or any other concerted job action, by withholding or refusing to perform services.

Compliance with the request of other labor organizations to engage in such activities is included in this prohibition.

Section 05.02. NO LOCKOUT. The City agrees that it shall not lockout its employees during the term of this Agreement. The term "lockout" is hereby defined so as not to include the discharge, suspension, termination, layoff, failure to recall, or failure to return to work of the employees of the City in the exercise of its rights as set forth in any provisions of this Agreement or applicable ordinance or law.

Section 05.03. ASSOCIATION RESPONSIBILITY. In the event that the Association, its officers, agents, representatives, or members engage in any of the conduct prohibited in Section

05.01 above, the Association shall immediately instruct any persons engaging in such conduct thattheir conduct is in violation of this Memorandum of Understanding, and request that all such persons immediately cease engaging in conduct prohibited in Section 05.01 above, and return to work.

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7 ARTICLE 06

PROBATION
Section 06.01. PROBATION PERIOD. An employee initially appointed to a class shall serve a probationary period during which the employee shall have an opportunity to demonstrate suitability for the job. For all Association members, the initial probationary period shall be eighteen (18) months beginning the effective date of the class of employment for which the employee has been hired. An employee who has been promoted to a higher classification within the Association shall be on probation for six (6) months. Under certain conditions, if necessary to adequately evaluate such employee, with the approval of the City Manager and the Police Chief, the probationary period may be shortened or extended.

Lateral transfer officers hired by the department will be subject to a 12-month probationary period under the following circumstances:
(a) The hired officer must possess a Basic POST certificate or higher. (b) The hired officer must have at least three (3) years police experience acting as a full- time paid police officer with an agency in the State of California as defined by California Penal Code Section 830.1.
(c) The hired officer must demonstrate suitability for the job. (d) The hired officer must have recent service with a State, County, or Municipal agency within three (3) years or less at the time of appointment.
(e) The Chief of Police and/or City Manager shall have the discretion to shorten or extend the probationary period if deemed appropriate.

Section 06.02. PERMANENT STATUS. The employee shall attain permanent status in the class upon successful completion of the probationary period.

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ARTICLE 07

GRIEVANCES
Section 07.01. PURPOSE OF GRIEVANCE PROCEDURE. This grievance procedure establishes a means by which an employee grievance may be considered, discussed, and resolved in a timely manner and at the closest possible level to the point of origin.

Section 07.02. DEFINITION. A "“grievance"” shall be defined as a controversy between the City and the Association or an employee or employees covered by this Agreement. Such controversy must pertain to the following:
(A) Any matter involving the interpretation of any provision of this Agreement, City Rules and Regulations, Salary Resolution or other written documents covering wages, hours, and other terms and conditions of employment;
(B) Any matter involving the violations of any provisions or intent of this Agreement, City Rules and Regulations, Salary Resolutions or other written documents covering wages, hours, and other terms and conditions of employment.

Section 07.03. GUIDELINES.
(A) The grievant is entitled to representation of his/her choice. (B) Employees are assured freedom from reprisal for using the grievance procedure. An employee who has initiated a grievance, or assisted another employee in initiating and/or processing a grievance, shall not in any way be coerced, intimidated, or discriminated against.
(C) The grieving employee and/or his/her representative may use a reasonable amount of work time in conferring and presenting the grievance and appeal. However, no employee shall be absent from the assigned work place without first obtaining approval from his/her supervisor.
(D) There shall be an earnest effort on the part of both parties to settle the grievance promptly through the steps listed below:
(D)
Step 1. An employee's grievance must be submitted to his/her first line supervisor or management representative immediately in charge of the aggrieved employee within fifteen (15) calendar days after the event giving rise to the grievance or reasonable knowledge of the event giving rise to the grievance. The supervisor or management representative shall give his/her answer to the employee by the end of the fifth (5th) calendar day following the presentation of the grievance, and the giving of such answer will terminate Step 1.

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9 Step 2. If the grievance is not settled in Step 1, the grievance will be reduced to writing by the employee, fully stating the facts surrounding the grievance and detailing the specific provisions of this Agreement alleged to have been violated, signed and dated by the employee and presented to the Police Chief within ten (10) calendar days after termination of Step 1. A meeting with the employee, employee's representative and Police Chief will be arranged at a mutually agreeable location and time to review and discuss the grievance. Such meeting will take place within ten (10) calendar days from the date the grievance is received by the Police Chief. The Police Chief may invite other members of management to be present at such meeting. The Police Chief shall give a written reply by the end of the tenth (10th) calendar day following the date of the meeting, and the giving of such reply will terminate Step 2.

Step 3. If the grievance is not settled in Step 2, the employee shall reduce his/her grievance to writing and submit it to the City Manager within ten (10) calendar days after the termination of Step 2. The City Manager shall arrange a meeting to be held at a mutually agreeable location and time to review and discuss the grievance.

Such meeting will take place within ten (10) calendar days from the date the grievance is referred to Step 3. A written decision shall be rendered within ten (10) days from the date of such meeting.

Section 07.04. TIME LIMITS. The limits set forth above may be extended by mutual agreement between the parties, but neither party shall be required to so agree.

Section 07.05. NO CHANGES. It is not intended that the grievance procedure shall be used to effect changes in the established salary and fringe benefits.

Section 07.06. ARBITRATION (ADVISORY). Grievances which are not settled pursuant to the grievance procedure above and which the employee desires to contest further, shall be submitted to arbitration as provided below:
(A) As soon as possible and in any event not later than ten (10) calendar days after the City Manager has received written notice from the employee of the desire to arbitrate, the parties shall agree upon an arbitrator. If no agreement is reached within said ten (10) calendar days, an arbitrator shall be selected from a list of five (5) arbitrators submitted by the State Conciliation Service or Federal Mediation and Conciliation Service by alternate striking of names until one name remains. The party who strikes the first name from the panel shall be determined by lot. (B) Either the City or the employee may call any employee as a witness, and the employer agrees to release said witness from work if he/she is on duty. (C) The arbitrator shall have no power to alter, amend, change, add to, or subtract from any of the terms of this Agreement. The decision of the arbitrator shall be based solely upon the evidence and arguments presented to the arbitrator by the respective parties in the presence of each other.

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(D) The decision of the arbitrator within the limits herein prescribed shall be advisory to the City Council.
(E) The arbitrator may hear and determine only one grievance at a time without the expressed agreement of the City and theAssociation.
(F) The cost of the arbitration shall be shared equally between the City and the Association.
(G) If the City Council fails to act after two (2) regular meetings, the arbitration will be final and binding.

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11 ARTICLE 08

WAGE AND SALARY POLICY
Section 08.01. BASIC COMPENSATION PLAN. There is hereby established a basic compensation plan for all members of the Association who are now employed or will in the future be employed in any of the designated classifications of employment listed in this Agreement.

Section 08.02. SALARY AND WAGE SCHEDULES. Salaries for employees subject to this Agreement are those listed in Exhibit A, which represents the City’s Salary Schedule for Association members.

The salary and wage schedules attached hereto shall constitute the basic compensation plan consisting of five (5) steps or rates of pay.

The respective steps shall be identified by the letters "A" to "E" inclusive.

Section 08.03. ADMINISTRATION OF BASIC COMPENSATION PLAN.

Effective July 1, 20224, all classifications shall receive a base salary increase of seven four percent (47%).

Effective upon adoption by the City Council, the Police Corporal salary steps shall receive “equity” adjustments that are 5% apart; there will be no retroactive implementation of these changes. Movement into any adjusted salary step will occur prospectively at the time of future salary increases.

The above equity increases do not compound with the base salary increases. The new Salary Schedule is set forth in Exhibit A.

Effective July 1, 20235 and July 1, 2026, all classifications shall receive a base salary increase of four percent (4%). The Salary Schedule is set forth in Exhibit A.

For all full timefull-time employees who have a regular weekly work schedule, the hourly rate of pay shall be the monthly rate multiplied by twelve (12) and divided by 2080.

In determining the hourly rate as herein provided, compensation shall be made to the nearest cent.

Section 08.04. BEGINNING RATES. A new employee of the City of San Marino shall be paid the rate shown in Step "A", allocated to the class of employment for which the employee has been hired, except that on the request of the Police Chief and the authorization of the City Manager, or City Council as required by City Code, such employee may be placed in Step "B", "C", "D", or "E", depending upon the employee's qualifications.

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Section 08.05. SIGNING/RECRUITING/RETENTION BONUS. A Police Officer shall receive the following amounts as a Signing/Recruiting/Retention Bonus:

First Day of Employment: Twenty-five hundred dollars ($2,500.00) Eighteen (18) Months of Employment: Twenty-five hundred dollars ($2,500.00) Forty-Two (42) Months of Employment: Twenty-five hundred dollars ($2,500.00) Current employees who have/did not receive the First Day of Employment bonus, may be eligible for the Eighteen (18) Months of Employment and/or Forty-Two (42) Months of Employment bonus if these respective anniversary dates occur during the term of this MOU.

Section 08.06. SERVICE. The word "service," as used in this Memorandum of Understanding shall be defined to mean continuous, full-time service in the employee's present classification, service in a higher classification, or service in a classification allocated to the same salary and having generally similar duties and requirements. A lapse of service by any employee for a period of time longer than thirty (30) calendar days by reason of resignation or discharge, shall serve to eliminate the accumulated length of service time of such employees for the purpose of this Agreement unless waived by the Police Chief and approved by the City Manager. Such employees reentering the service of the City shall be considered as a new employee, except that the employee may be reemployed within one (1) year and placed in the same salary step in the appropriate compensation rate as the employee was at the time of the termination of employment, at the discretion of the Police Chief and approved by the City Manager.

Section 08.07. ADVANCEMENT WITHIN SCHEDULE. The following regulations shall govern salary advancement:
(A) Service Advancements. After the salary of an employee has been first established and fixed under this plan, such employee shall be advanced from Step "A" to Step "B" effective the first day of the next pay period following the date of successful completion of six (6) months of continuous full timefull-time employment.
(B) Merit Advancement. An employee may be considered for advancement from one step to the next highest step upon completion of one year. The effective date of such merit increase, if granted, shall be the first day of the next pay period following approval by the City Manager or his/her designee. Advancement to any step shall be granted only for continuous, meritorious, and efficient service by the employee in the effective performance of his/her position. To be effective, a merit advancement requires that the Police Chief shall file with the City Manager or his/her designee a statement recommending the grant or denial of the merit increase and supporting such recommendation with specific reasons therefor.

The personnel evaluation may be used in providing said reasons. (C) Special Merit Advancement. In such cases as may occur wherein an employee Formatted: Right: -0.03", Tab stops: 0.75", Left
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13 shall demonstrate exceptional ability and proficiency in the performance of the employee's duties, the Police Chief may recommend to the City Manager that said employee be advanced to a higher step without regard to the minimum length of service provisions contained in this Memorandum of Understanding. The City Manager may, on the basis of the Police Chiefs recommendation, approve or deny such an advancement.
(D) Length of Service Required When Advancement is Denied. When an employee has not been approved for advancement to the higher salary step, the employee may be reconsidered for such advancement at any subsequent time. This reconsideration shall follow the same steps and shall be subject to the same actions as provided in the above paragraph of this Section.

Section 08.08. REDUCTION OF SALARY STEPS. For disciplinary reasons, any employee who is being paid on a salary step higher than Step "A" may be reduced by one or more steps upon the recommendation of the Police Chief with the approval of the City Manager or his/her designee. Procedure for such reduction shall follow the same procedure as outlined for merit advancements in Section 08.06, and such employee may be considered for re-advancement under the provisions as contained in subsection (C) of Section 08.06.

Section 08.09. COMPENSATION INCREASES FOR PROMOTIONS. Any full-time employee promoted to a higher classification shall receive an increase in compensation, which is at least five percent (5%) higher than the employee's last salary. The date of- promotion shall then be considered the new anniversary date for purposes of eligibility for further compensation increases, except that no merit increase shall be given until after six (6) months in the higher classification regardless of the requirement for a probationary period.

Any part-time employee promoted to a full-time position within the classified service shall receive compensation at the minimum step for the classification. The schedule for eligibility for increases as stated in Section 08.06 of this Article shall apply for such employees.

Section 08.10. COMPENSATION ON DEMOTION. When an employee is demoted, the employee shall retain the same step as he/she held in the previous salary. Increases in compensation shall thenceforth be in accordance with the schedule set forth in Section 08.06 of this Article as if the employee was originally employed in the new classification.

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ARTICLE 09

OTHER WAGE AND HOURLY BENEFITS
Section 09.01. OUT OF CLASS. When an affected employee, other than a Watch Commander, is required to work as a Watch Commander to fill a temporary vacancy, such employee shall be compensated for such period, including his/her educational incentive, hour for hour, at 10% above police officer, Step "E".

Whenever the needs of the City requires a Corporal an employee to temporarily perform the duties of a higher classification of which the employee currently holds, the employee shall be compensated for the acting role after serving two (2) consecutive weeks in the higher classification. An employee is not entitled to compensation for the first two (2) weeks.

The additional compensation for acting pay is equivalent to Step “C” of the Salary Schedule of the Police Sergeant classification.

Section 09.02. PATROL WORK SCHEDULE. Officers assigned to patrol work three (3)

12.33 hour (12 hours, 20 minute) shifts each week and every fourth week they work an additional twelve (12) hour shift. As a result, they work alternating two (2) week pay periods of seventy-four (74) and eight-six ( 86) hours. This shift schedule is commonly referred to as a “3/12.” Police management and the Association representatives shall meet as needed to review and make adjustments to ensure efficient and effective patrol operations. Final approval of all adjustments to the 3-12 work schedule rests with the Chief of Police. Officers with specialty positions shall be assigned work schedules as directed by the Chief of Police or his/her designee.

Section 09.03. OVERTIME (Effective January 20, 2020)
(A) Work Period
The City has exercised its ability to take a statutory “7K” exemption for sworn police personnel. The work period for such employees shall be twenty-eightfourteen (2814) days in length.
(B) Overtime Calculation
All employees required to perform work in excess of one hundred seventy-one hours (171) hours in a twenty-eight (28) day cycle shall receive compensation at the rate of time and one-half his/her Fair Labor Standards Act (“FLSA”) regular rate of pay for work through July 13, 2024.

Effective the first full pay period after July 1, 2024, Aall employees required to perform work in excess of one-hundred and seventy-oneeighty-six (17186) hours in a twenty-eightfourteen (1428) day cycle shall receive compensation at the rate of time and one-half his/her Fair Labor Standards Act (“FLSA”) regular rate of pay.

In determining an employee’s eligibility for overtime compensation in a work period, paid leaves of absences and unpaid leaves of absences shall be excluded from the total hours worked. Paid leave of absences include, but are not limited to, the following:

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15 (1) Vacation
(2) Holiday Leave
(3) Sick Leave
(4) Administrative Leave
(5) Workers’ Compensation Leave
(6) 4850 Time
(7) Jury Duty
(8) Bereavement Leave
(9) Military Leave
(10) Compensatory Time Off
(11) Floating Holiday
(10)
(C) Overtime Authorization
All overtime requests must have the prior written authorization of a supervisor prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal authorization must be obtained. Where verbal authorization is obtained, written authorization must be obtained as soon thereafter as practicable.

Dispatched calls beyond the end of duty time are considered as authorized.

An employee’s failure to obtain prior written approval, or explicit verbal authorization followed by written authorization, may result in disciplinary action. (D) Compensatory Time
In lieu of receiving cash payment for hours worked in excess of one-hundred and seventy-oneeighty-six (17186) hours during the twenty-eightfourteen (2814) day work period, an employee may elect the option of taking compensatory time off.

Compensatory time shall be earned at the time and one halfone-half rate for each hour worked.

No employee shall accrue more than threetwo hundred (3200) hours of such compensatory time. Should any employee exceed two three hundred (3200) hours of accrued compensatory time, he/she shall receive compensation at the rate of time and one-half his/her regular rate of payFair Labor Standards Act (“FLSA”) regular rate of pay..

Compensatory time earned after July 1, 2024 shall be paid out annually quarterly in January, April, July, and October of each year at the rate in effect the last full pay period prior to the quarter that is scheduled to be paid outof the fiscal year in which the compensatory time was accrued. Upon request, an employee may carry-over up to fourtyforty (40) hours compensatory time from one fiscal yearquarter to the next. In order to exercise this option, employees must notify payroll the Finance Department in writing of the number of hours he/she wishes to carry-over by March 15th, June 15th, September 15
th, and December 15th of each year.

Compensatory time earned prior to July 1, 2024 shall be paid out at the rate of time and one-half his/her Fair Labor Standards Act (“FLSA”) regular rate of pay in effect the last full pay period out of the Fiscal Year ending June 30, 2024 and will be paid out in July 2024.

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Upon termination of employment, an employee shall be paid for unused compensatory time earned, at a rate of compensation not less than— (1) The average Fair Labor Standards Act (“FLSA”) regular rate of pay received by such employee, whichever is higher.received by such employee during the last 3 years of the employee's employment, or
(2) The final Fair Labor Standards Act (“FLSA”) regular rate of pay received by such employee, whichever is higher.

Section 09.04. USAGE OF COMPENSATORY TIME PREVIOUSLY EARNED.

Accumulated compensatory time off may be taken by an employee upon five (5) days reasonable written notice and prior approval of the Police Chief or his/her designee, Commander, or Lieutenant.

The affected Watch Commander may permit an employee to use accumulated compensatory time off to be relieved from the work dayworkday, provided it will not cause the shift to be understaffed.

Accumulated compensatory time off shall be taken off by an employee when directed by the Police Chief; provided, however, that the Police Chief shall give fivefourteen (145) days'’ prior notice to the date accumulated compensatory time off is to be taken. Compensatory time off upon direction of the Police Chief shall not be less than eight (8) hours.

In directing an employee totake accumulated compensatory time off, thePolice Chief will, as muchfar as practicable, attempt to accommodate employee convenience to the degree possible in light of the operational requirements of the Police Department.

Section 09.05. SHIFT TRADES
The practice of shift trading shall be voluntary on behalf of each employee involved in the trade.

The trade must be due to the employee’s desire or need to attend to a personal matter and not due to the department’s operations. The employee providing the trade shall not have his/her compensable hours increased as a result of the trade; nor shall the employee receiving the trade have his/her compensable hours decreased as a result of the trade. Any premium pay or other extra compensation will be waived for both individuals during the period they work for the other.

Any hours worked beyond the normal work dayworkday will be credited to the individual actually doing the work.
“Paybacks” of shift trades are the obligation of the two employees involved in the trade and must be approved by the Operations Bureau Commander. Paybacks are to be completed within one six (61) calendar yearmonths of the date of the initial shift trade. Any dispute as to paybacks is to be resolved by the involved employees, and under no circumstances will the department be obligated for any further compensation whatsoever to any of the involved employees. The department is not responsible in any manner for hours owed to employees by other employees that leave the employment of the City or are assigned other duties.

A record of all initial shift trades and “paybacks” shall be maintained by the involved employees on forms provided by the department (“Shift Trade Log”).

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17 If one individual fails to appear for the other (regardless of the reason), the person who was originally scheduled will be listed as absent without leave and may be subject to disciplinary action.

Section 09.06. SHIFT ROTATION
Employees are assigned to a set shift for a period of no less than four (4) months. After two (2) rotations on the same shift, days vs. nights, employees are required to move to the opposite shift. Shift selection will be based on seniority. An employee can swap their newlyassigned shift with another employee as long as each employee agrees with the swap in writing. An employee assigned to a night shift shall receive compensation in the amount of one hundred dollars ($100.00) per month or fifty-eight cents ($0.58 per hour) per hour in addition to his/her base salary while serving in this specialty assignment.

Section 09.07. CALL BACK COMPENSATION. Affected employees called back for work shall be paid a minimum of four (4) hours compensation at time and one-half. An affected employee shall be deemed to have been called back if the employee has been released by the Watch Commander as having completed the employee'’s assigned duties at the end of his/her shift end and is called back to authorized duty.

Section 09.08. COURT TIME. Whenever an affected employee is called upon to attend court regarding a matter arising from his/her employment relationship with the City, such employee shall be paid as follows:
(A) ATTENDING COURT ON AWORKDAY
(1) A minimum of three (3) hours compensation at time and one-half for all court appearances scheduled at 8:30 am which fall on a regularly scheduled workday but do not occur during the officer's regular work hours. (2) A minimum of four (4) hours compensation at time and one-half for all court appearances scheduled at 10:00 am which fall on a regularly scheduled workday but do not occur during the officer's regular work hours. (3) A minimum of four (4) hours at time and one-half, for all court appearances scheduled at 1:30 pm which fall on a regularly scheduled workday but do not occur during the officer's regular work hours.
(4) No additional compensation shall be paid for court appearances which occur during the officer's regular work hours.
(B) ATTENDING COURT ON A DAY OFF
(1) A minimum of four (4) hours compensation at time and one-half for all court appearances, regardless of the time listed on the subpoena, which fall on the officer's normally scheduled day off.
(C) OTHER COURT TIME
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(1) An officer served with an "on call" subpoena or ordered "on call" by the department court shall be paid at the officer's standard rate, hour for hour. The employee will call the designated representative of the Police Department before the time indicated on the "on call" subpoena or department "on call" order.

For morning court subpoenas, if the officer does not receive a notification, he/she is off call at noon.
(2) If an officer receives two (2) separate subpoenas to court for a morning and an afternoon appearance on the same day, the officer shall receive four (4) hours of compensation at time and a one-half for the morning court appearance and four (4) hours of compensation at time and one-half for the afternoon appearance. (3) An officer served with a"telephonic" subpoena (ex. DMV hearings) shall be paid at time and one-half a minimum of one (1) hour compensation for all hours worked (on the phone) which fall on the officer's normally scheduled day off. A minimum of two (2) hours shall be paid at time and one-half for all hours worked (on the phone) which fall on the officer's regularly scheduled workday but do not occur during the officer's regular work hours.
(4) When an Officer working the graveyard shift is required to report to court after working his/her shift, the Officer shall notify the on-duty Watch Commander who, under the direction of the Patrol Lieutenant or Commander, will work with the individual to develop an appropriate schedule (reporting time for back to work following court).

Section 09.09. SPECIALTY ASSIGNMENTS AND SPECIAL PAY.

The specialty assignments represented within this section are at-will assignments, andassignments and are initiated and concluded at the sole discretion of the Police Chief. To satisfy the provisions of the Public Safety Officer's Procedural Bill of Rights Section 3301 (b), an employee who is removed and/or reassigned from a specialty assignment may appeal this decision in writing and/or verbally to the City Manager within ten (10) days of notice of removal and/or reassignment. The appeal to the City Manager is not an evidentiary hearing; it is an opportunity for the employee to present reasons why he/she should not be re-assigned. The City Manager's determination will be final. Removal and/or reassignment from a specialty assignment is not grounds for a grievance pursuant to Article 7 of this MOU and/or appeal of discipline pursuant to City Personnel Rules Chapter I-14: Disciplinary Action and Effect, and Chapter I-15: Appeal and Hearing Procedure.
(A) Field Training Officer. An employee assigned as a Field Training Officer shall receive compensation in the amount of three hundred seventy-five dollars ($375.00) per month or two dollars and sixteen cents ($2.16 per hour) per hour in addition to his/her base salary during the time periods he/she is actively assigned to provide training. At no point can there be more than six (6) officers assigned to Field Training at one time. (B) Detective. An employee assigned as a Detective shall receive compensation in the amount of three hundred seventy-five dollars ($375.00) per month or two dollars and sixteen cents ($2.16 per hour) per hour in addition to his/her base salary while serving in this specialty assignment. At no point can there be more than three (3) Officers Formatted: Font color: Auto
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19 and one (1) Sergeant serving in this specialty assignment of Detective. (C) Motor Officer. An employee assigned as a Motor Officer shall receive compensation in the amount of three hundred seventy-five dollars ($375.00) per month or two dollars and sixteen cents ($2.16 per hour) per hour in addition to his/her base salary while serving in this specialty assignment. This additional compensation is intended to compensate the Motor Officer for performance of the specialized duties of the assignment as well as off-duty Motor Officer activities including off-duty hours spent cleaning and maintaining the motorcycle. At no point can there be more than two (2) officers serving in this specialty assignment of Motor Officer. (D) Firearms Instructor. An employee assigned as a Firearms Instructor shall receive compensation in the amount of one-hundred dollars ($150.00) per month eight-seven cents ($0.87 per hour) per hour in addition to his/her base salary while serving in this specialty assignment. Employees can only earn Firearms Instructor or Defensive Tactics Instructor specialty pay, not both. At no point can there be more than four (4) officers serving in this specialty assignment of Firearms Instructor. (E) Defensive Tactics Instructor. An employee assigned as a Defensive Tactics Instructor shall receive compensation in the amount of one-hundred dollars ($150.00) per month or eight-seven cents ($0.87 per hour) per hour in addition to his/her base salary while serving in this specialty assignment. Employees can only earn Firearms Instructor or Defensive Tactics Instructor specialty pay, not both. At no point can there be more than five (5) officers serving in this specialty assignment of Defensive Tactics Instructor.
(F) Administrative Sergeant. An employee assigned as an Administrative Sergeant shall receive compensation in the amount of four hundred dollars ($400.00) per month or two dollars and thirty-one cents ($2.31 per hour) per hour in addition to his/her base salary while serving in this specialty assignment. At no point can there be more than one (1) officer serving in this specialty assignment.

Section 09.10. BILINGUAL PAY.

An employee who demonstrates only conversational fluency in Cantonese, Taiwanese, Mandarin, and/or Spanish (or any other language as determined by the City Manager) shall receive compensation in the amount of one hundred dollars ($100.00) per month or fifty-eight cents ($0.58 per hour) per hour. In exchange, the employee agrees to use his/her fluency to communicate and translate as needed. Qualification for bilingual pay shall be subject to successful completion of a proficiency exam as determined by the City Manager's OfficeHuman Resources Director. Bilingual pay will start at the beginning of the pay period immediately following the employee'’s successful completion of a conversational proficiency exam. Bilingual Pay increase is prospective. Biennial requalification will be required for continuation of bilingual pay.

Section 09.11. OTHER ASSIGNMENTS AND SPECIAL PAY PRACTICE.

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(A) Outside Assignments. Whenever an affected employee is assigned to serve as security for movie companies, weddings, carnivals, fairs, or any similar occurrence, the employee shall receive a minimum of four (4) hour's pay at their current (FLSA) wage. (B) Range Qualification. An affected employee shall be compensated in compensatory time off or pay, for a minimum of one and one-half (1.5) hours, whenever the employee engages in mandatory firearm qualification on the shooting range when not on scheduled duty.
(C) Staff Meetings. A minimum compensation of four (4) hours at time and a half shall be provided to employees who attend a regularly scheduled staff meeting, range meeting, or field training officer meeting during what would otherwise be off-duty time. (D) Computing Overtime. Range qualification, staff meetings, and actual hours worked during an outside assignment shall be included as "hours worked" for the purpose of computing overtime.

Section 09.12. ARPA (COVID-19) BONUS
All full-time Association members employed by the City on January 3, 2023, shall receive a one-time bonus of $100 for each month employed by the City from March 2020 through June 2022. The total amount received shall not exceed twenty-eight hundred dollars ($2800) in total and will be prorated in general and for partial months.

EDUCATION WAGE BENEFIT AND CAREER

DEVELOPMENT PROGRAM
Section 10.01. EDUCATIONAL INCENTIVE PAY. Assembly Bill 89, also called the Peace Officers Education and Age Conditions for Employment (PEACE) Act, was approvedsigned into law by the Governor of California on September 30, 2021. AB 89 raises the minimum age of employment for most types of state and local peace officers from 18 to 21 and requires all new peace officers to have at least either a bachelor’s degree or the newly developed modern policing degree.

Due to new legislationIn response to this legislation, effective July 1, 2024, the City will only provide an educational incentive for degrees that are not required as a condition of employment.

As an incentive for educational advancement, the City shall pay an employee who has successfully completed his/her probationary period.

As an incentive for educational advancement, tEffective July 1, 2024, hethe City shall pay an employee upon request and proof from the employee who has successfully completed his/her probationary period the following increase over and above the employee's base salary, for the corresponding levels of education. experience and police experience: At no time shall an employee be eligible to receive both the “Legacy Education Incentive Pay” and the new Educational Incentive Pay at the same time.

Education Level Obtained Fixed Dollar Amount Per Month
Associate Degree or Equivalent None
Bachelor’s Degree None
Master’s Degree $200
Section 10.02. LEGACY EDUCATION INCENTIVE PROGRAM. Effective July 1, 2024, the City of San Marino discontinued the practice of permitting employees from receiving Educational Incentive Pay based on their levels of education, experience, and police experience. If an employee is currently receiving an Education Incentive based on the “Legacy Education Incentive Program,” and qualifies and requests for additional Educational Incentive Pay for degrees or P.O.S.T. Certificates or Longevity Pay as of July 1, 2024, the employee will no longer be eligible to receive the “Legacy Education Incentive Pay” and will transition to the new Education Incentive Pay Structure per Section 10.01, Section 10.03, and Section 10.04 of this MOU.

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Incentive
Pay Group Education and Experience
I (1) P.O.S.T. Intermediate Certificate, or
(2) Associate of Arts Degree and 3 years' police experience.

II (1) P.O.S.T. Intermediate Certificate and
(a) Associate of Arts Degree, or
(b) Junior standing in college; or
(2) P.O.S.T. Advanced Certificate and 3 years' police
experience.

III (1) P.O.S.T. Advanced Certificate and (a) Associates of Arts Degree, or (b) junior standing in college; or
(2) Baccalaureate Degree,P.O.S.T.Intermediate Certificate, and 3 years' police experience.

IV (1) Baccalaureate Degree, P.O.S.T. Advanced Certificate, and 6 years’ police experience.

Legacy Police Education Incentive
Officer/ Corporal + Sergeant + Base
Base Monthly Hourly Monthly Hourly
I. $126.53 $144.61
II. $209.44 $245.59
III. $292.33 $346.56
IV. $375.23 $447.53
Section 10.03. P.O.S.T. CERTIFICATE PAY. The P.O.S.T. Basic Certificate is awarded to full-time Peace Officers of a P.O.S.T.-participating agency who have satisfactorily completed the prerequisite Basic Course requirement and the employing agency’s probationary period per Commission Regulation 1202. Since this certificate is a pre-requisite of a Peace Officer, effective July 1, 2024, the City will not be providing an incentive for a P.O.S.T. Basic Certificate.

The City shall pay an employee upon request and proof from the employee who has successfully completed his/her probationary period the following increase over and above the employee's base salary, for the corresponding P.O.S.T. Certificate. P.O.S.T. Certificate Pay is not subject to overtime calculation. The City will only compensate the highest level of P.O.S.T.

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23 receive $200 per month)
At no time shall an employee be eligible to receive both the “Legacy Education Incentive Pay” and the new P.O.S.T. Certificate Pay at the same time.

Certificate Obtained Fixed Dollar Amounts Per Month
Basic None
Intermediate $100
Advanced $200
Section 10.04. LONGEVITY PAY. Effective July 1, 2024, an employee shall be eligible to receive additional monthly compensation of base salary at the completion of the designated full-time years of service with the City of San Marino as set forth in the table below:

Years of Service % of Base Salary Per Month
Year 10 2%
Year 15 4%
Year 20 6%
At no time shall an employee be eligible to receive both the “Legacy Education Incentive Pay” and the Longevity Pay at the same time. Longevity Pay compensation shall occur the pay period following the completion of the total years of service.

Section 10.052. TUITION REIMBURSEMENT PLAN. During each fiscal year of this MOU, the City and the Association shall each contribute Five Thousand dollars ($5,000.00) to fund this plan. If there are unused funds at the end of the fiscal year, the parties contributions for the following fiscal year shall be shared equally to bring the total funds available for the that fiscal year to ten thousand dollars ($10,000.00). Use of these funds shall be governed by Section 10.04, Allocation of Funds.

Permanent employees receiving prior approval from their department head and from the City Manager shall be eligible to receive tuition reimbursement pursuant to this Memorandum of Understanding for course work leading to or as a prerequisite for a degree or certification that is not required which is directly related to the employee's position and duties with the City.

The City shall reimburse employee's costs for required school fees such as tuition, registration fees, and books, subject to the limits set forth in this Article. Other fees, such as mileage, activity cards end other optional fees shall not be reimbursed. The following rules shall apply for reimbursement:

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Courses must relate to the employee's present job or directly relate to the employee's potential development with the City.
(A) Course work taken at accredited institutions as recognized by the Western Association of Schools and Colleges shall be considered for reimbursement. Reimbursement for course work taken at a non-accredited institution shall be subject to the sole discretion of the City Manager.
(B) Employees shall not receive tuition reimbursement if they fail to satisfactorily complete the approved course and/or fail to receive a grade of "C" or better. (C) In the event an employee receives assistance under federal or state government legislation or other student aid programs for education charges for an approved course, only the difference, if any, between such assistance and the education charges an employee actually incurs, shall be eligible for reimbursement under this plan. (D) Course books for which an employee receives reimbursement shall become the property of the City. Books may be sold by the City back to the educational institution book- store and monies received returned to the City. Employees who wish to keep course books shall not be reimbursed for same.
(E) If an employee, of his/her own volition, withdraws from a course before completion, he/she will refund to the City all monies paid by the City toward that course. If an employee is forced to withdraw due to job reasons, and with the City Manager's approval, no refund will be necessary.
(F) An employee who leaves the employment of the City before completion of the semester, and therefore does not complete the course(s) while working for the City, shall refund all monies paid him by the City for the course(s). No prorating will be permitted. (G) Upon completion of each semester, the employee shall be responsible for reporting grades received to the City Manager or his/her designee for recording purposes and for supplying a copy of the grade receipt for the employee's personnel file.

Reimbursement for books and registration fees shall be paid upon receipt of proof of payment by the employee. Tuition costs shall be reimbursed following completion ofthecourse and submittal of proof for the successful completion of the course as required by this Section. If the City requires the employee to withdraw from the course, the City shall reimburse the employee for the cost of tuition.

All payments shall be made as part of the regular City warrant.

Tuition reimbursement shall not be allowed for internship courses or independent study courses where course work requirements are considered solely a continuing condition of employment.

Failure on the part of an employee to provide any information required to determine eligibility for reimbursement, or providing false information for reimbursement requests, shall result in the employee being ineligible for any future tuition reimbursements, and may result in disciplinary actions.

Section 10.063. LIMITATIONS ON TUITION REIMBURSEMENT. No employee shall be reimbursed for an individual course in an amount greater than the cost for the same level of course (i.e., undergraduate, graduate) as charged by a school in the California State Universitysystem.

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25 An employee may request reimbursement for general tuition for a degree program in lieu of reimbursement for an individual course. In such case the amount of tuition reimbursement shall not exceed the cost of general tuition for a California State resident in a school in the California State University under the same semester periods as the degree program requested.

In no case shall the total amount of tuition reimbursement for individual courses to an employee in a given fiscal year exceed the amount of general tuition in a school in the California State University system for two (2) semesters or the same amount for another term structure.

Section 10.074. ALLOCATION OF FUNDS. The maximum annual reimbursement is two thousand five hundred dollars ($2,500.00) per member. The actual amount may vary based on available funds and the number of members submitting for reimbursement and the total amount requested by applicants.

The amount of funds to be dispersed will be established at the end of the fiscal year and will be based on the number of applicants and the total amount requested.

If the total amount requested exceeds ten thousand dollars ($10,000.00), then the following will apply:

The two thousand five hundred dollars ($2,500.00) maximum per applicant will be reduced for all applicants to an amount which will result in a cumulative maximum of ten thousand dollars ($10,000.00).
a. Example 1: 10 members apply. One for two thousand five hundred dollars ($2,500.00) and the others for one thousand dollars ($1,000.00) each. The maximum benefit would be reduced to one thousand dollars ($1,000.00) for each applicant. b. Example 2: 5 members apply. Four for two thousand five hundred dollars ($2,500.00) and one for one thousand dollars ($1,000.00). The maximum benefit would be reduced to two thousand two hundred fifty dollars ($2,250.00) for each applicant.

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ARTICLE 11

TRAVEL ALLOWANCE
Section 11.01. AUTOMOBILE ALLOWANCE. Expense claims for the use of private automobiles must be submitted to the City Manager via the Finance Officer Department for payment on the next available warrant register. Such use, if approved, will be reimbursed at the rate established by the Internal Revenue Service, making unnecessary the IRS form 1099 reporting on mileage.
(A) Officers will not be reimbursed for private automobile usage when subpoenaed to appear in court.
(B) Officers who use their private automobile as transportation to and from off-site training courses/classes will secure the approval of the Patrol Commander or Lieutenant prior to submitting any mileage reimbursement form. For all off-site training mandated by the Department, Officers will either be reimbursed for use of their private automobile or will be provided a vehicle by the Department.

When securing approval for mileage reimbursement, the officer shall notify the Sergeant who, under the direction of the Patrol Commander or Lieutenant, will work with the individual to determine the feasibility of driving his or her private vehicle to all off-site department training courses/classes.
(C) An officer scheduled to attend a training class on their regular scheduled work dayworkdayshall compute travel time based on current FLSA guidelines. (D) An officer who attends an eight (8) hour (or longer) training class on their normally scheduled work dayworkday (or flexed work daysworkdaysto attend the training) will not be required to return to the station following the training unless they have utilized a vehicle provided by the Department. Additionally, resident trainees (lodging at the training location) will not be required to return to the station. The training class will constitute a full workday for the affected employee.
(E) An officer who attends a training class on their normally scheduled workday (or flexed work daysworkdays to attend training) which is less than eight (8) hours will have the option of using compensatory time, vacation time, or will return to the station to complete their work dayworkday unless prior approval has been obtained by the Watch Commander.

Section 11.02. REIMBURSEMENT PROCEDURE. No sooner than one week prior to seeking an advancement of funds for business travels, meals, and meetings, the employee shall submit the "“Employee Reimbursement for Business Travels, Meals and Meetings"” form to the Operations Bureau Commander or Lieutenant. Within ten (10) days of returning from the event, the employee shall present all receipts to the Division Commander or Lieutenant for reconciliation.

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ARTICLE 12

If an affected employee voluntarily terminates employment with the City, the officer shall reimburse the City for that portion of the unused uniform maintenance on a prorated basis.

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29 ARTICLE 13

VACATION BENEFIT
Section 13.01. INCREMENTS OF ACCRUAL AND USE
(A) Accrual Increments. All increments for accrual and use of vacation leave time shall be in hours or portions thereof.
(B) Vacation Accrual. Each permanent, full-time and probationary employee shall accrue vacation leave in accordance with the following formula:
(1) 7.4 hours for each month during the first (1st) through fifth (5th) year of employment (88.8 hours annually).
(2) 8.0 hours for each month during the sixth (6th) year of employment (96.0 hours annually).
(3) 8.7 hours for each month during the seventh (7th) year of employment (104.4 hours annually).
(4) 9.4 hours for each month during the eighth (8th) year of employment (112.8 hours annually).
(5) 10.0 hours for each month during the ninth (9th) year to fourteenth (14th) year of employment (120.0 hours annually).
(6) 13.4 hours for each month beginning with the fifteenth (15th) to nineteenth (19th year of employment (160.8 annually).15.0 hours for each month beginning with the twentieth (20th) year of employment (180.0 hoursannually). (7) 15.0 hours for each month beginning with the twentieth (20th) year of employment (180.0 hoursannually).

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(1) 177.6 hours in the first (1st) through fifth (5th) year of employment. (2) 192.0 hours in the sixth (6th) year of employment.
(3) 208.8 hours in the seventh (7th) year of employment. (4) 225.6 hours in the eighth (8th) year of employment. (5) 240.00 hours in the ninth (9th) through fourteenth (14th) year of employment. (6) 321.6 hours for the fifteenth (15th) through nineteenth (19th) year of employment. (7) 360.0 hours for the twentieth (20th) and subsequent years of employment.

Vacation leave in excess of the maximum accrual shall be compensated on the regular payroll following the month in which the maximum accrual was attained at the hourly rate of pay in effect in the month of accrual. Accrual in excess of the maximum permitted herein may be granted by the City Manager if special circumstances so warrant.The City Manager shall be empowered to authorize an employee to accrue vacation leave in excess of the maximums established herein if special circumstances, as determined by the City Manager, sowarrant.

Section 13.02. USE OF VACATION. The dates of vacation leave may be selected by the employee, but shall be subject to prior approval by the Chief of Police or their his/her designee who shall consider the request of the employee and the needs of the City.

Employees shall generally be grouped into one of the below-listed categories prior to selecting vacation periods.

1. Sergeants

2. Corporals

3. Police Officers assigned to Patrol

B) Should more than one Team member select the same leave period, and replacement personnel are needed to maintain minimum team strength, the Department will assign one Formatted: Space Before: 0 pt
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31 (1) sworn replacement position per team. If additional replacements positions are needed, it will be the responsibility of each employee will be required to find a replacement for their shift prior to approval of their vacation request. After shift sign ups and not less than eleven (11) nor more than forty (40) calendar days prior to the date on which the vacation leave is to begin, the employee shall complete, sign and submit to the Watch Commander a "Leave Request" form. The watch commanderChief of Police or his/her designee shall approve or deny the request within twenty-four (24) hours of receiving the request.

B)
C) An employee shall not be eligible to utilize accrued vacation time during the first twelve (12) months of initial full-time employment. While in a probationary period following a promotion, if more than eighty (80) hours of vacation or combined sick leave and vacation is taken, the probationary period will be extended an equivalent time to the time spent on vacation or combined sick leave and vacation.

Patrol Shifts will be scheduled for each calendar year. This will work with the vacation scheduling.

All payments for accrued vacation leave shall be made attime ofthe nextregular City payroll following the final date of employment with the City.

Section 13.04. ELIGIBILITY. All permanent employees who have successfully completed their initial hire probationary period shall be eligible for paid vacation leave after Formatted: Indent: Left: 0.4", First line: 0", Right: 0", Space After: 0 pt, Add space between paragraphs of the
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twelve (12) months of employment, based on the standard vacation accrual formula described in Section 13.0l(B) of this Article. If the initial hire probationary period is greater than twelve (12) months, the employee shall be eligible for paid vacation leave after twelve (12) months of employment.

No part-time, provisional, or temporary employees shall be eligible for any vacation accrual.

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33 ARTICLE 14

HOLIDAY BENEFIT
Section 14.01. HOLIDAY DATES. Affected employees shall receive eleven (11) holidays per calendar year: six (6) days at eight (8) hours per day for a total of forty-eight (48) hours of paid holiday --– New Year'’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day --– is equivalent to the number of hours the employee is normally scheduled to work, and five (5) holidays days at eight (8) hours per day for a total of forty (40) hours to be utilized in the same manner as vacation hours with pay. (Presidents Day, Veteran’s Day, Friday after Thanksgiving, Christmas Eve, and New Year’s Eve) shall be credited to the employee’s vacation bank, equivalent to the number of hours the employee is normally scheduled to work.

The five (5) days totaling forty (40) hours used as vacation shall be credited to the employee in eight (8) hour increments on the following days -- President's Day, Veteran's Day, Friday after Thanksgiving, Christmas Eve, and New Year's Eve.

Section 14.02. HOLIDAYS WORKED. Not withstanding Section 09.03, if an employee works his/her regularly scheduled workday on one of the six (6) designated holidays above he/she shall be paid time and one-half for all hours worked. Additionally, he/she shall be credited with compensatory time (straight time) for half of the hours worked.

This shall apply only to those six holidays where employees have previously received holiday pay (New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day).

Section 14.03. ELIGIBILITY. In order to be eligible to receive holiday pay, an employee must have worked, or be on scheduled vacation, the employee'’s regular scheduled day before and regularly scheduled day after the holiday.

Section 14.05. FLOATING HOLIDAY. All employees covered by the terms of this MOU shall have two (2) floating holidays per calendar year on a use it or lose it basis. A floating holiday is equivalent to the number of hours the employee is normally scheduled to work. The date of the floating holiday may be selected by the employee but shall be subject to prior approval by the Chief of Police or his/her designee who shall consider the request of the employee and the needs of the City. Requests for use of a floating holiday is subject to the Formatted: Underline, Font color: Auto
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request process in Section 13.02 Use of Vacation (A) and (B) of the MOU.

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35 ARTICLE 15

At the expiration of the approved leave, or within a reasonable period of time after notice to return to duty, the employee shall be reinstated to the position held at the time leave was granted. Failure on the part of the employee on leave to report promptly at such !eave'’s expiration, or within a reasonable time after receiving a notice to return to duty, shall be cause for discharge. The depositing in the United States Postal Service mail of a first classfirst-class letter, postage paid, addressed to the employee'’s last known place of residence, shall meet the requirements of reasonable notice.

During any authorized leave of absence without pay, an employee shall not be eligible to accumulate or receive benefits except as specifically provided for in this Agreement. The City shall contribute to an employee'’s medical health plan, dental and visual insurance plan, and life insurance plan for the first thirty (30) calendar days of an employee'’s authorized leave of absence. Thereafter, the City shall not have any obligation to contribute to an employee'’s medical health plan, dental and visual insurance plan, or life insurance plan until the employee is reinstated in a permanent position. Vacation leave shall not be accrued beyond the first thirty (30) calendar days of an absence without pay.

All provisions of Section 15.01 of this Article shall apply to extended leaves of absence, unless specifically authorized otherwise by the City Council.

Section 15.03. MILITARY LEAVE OF ABSENCE. Military leave shall be granted in accordance with the provisions of State and Federal law. All employees entitled to military leave shall give the department head an opportunity, within the limits of applicable laws, to determine when such leave shall be taken. Employees must provide a copy of their signed orders from their military commanding officer to the Chief of Police or his/her designee.

Whenever possible, the employee involved shall notify his/her department head of such leave at least ten (10) working days in advance of the beginning date of such leave.

Section 15.04. SICK LEAVE. Paid sick leave may be used for the following reasons:Sick leave shall be utilized solely for:

1. For the employee’s own diagnosis, care or treatment of an existing health Formatted: Underline, Font color: Auto
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condition or preventative care.

2. For the Ddiagnosis, care or treatment of an existing health condition or preventative care for an employee or an employee's family member(s). For purposes of this policy, family member means any of the following: Family member includes parent, child, spouse, registered domestic partner, parent-inlaw, sibling, grandchild, or grandparent. • Child (including biological, adopted or foster child; stepchild; legal ward; or a child to whom the employee stands in loco parentis regardless of age or dependency status;
• Spouse or registered domestic partner;
• Parent (including biological, adoptive, or foster parent; stepparent; legal guardian of an employee or the employee’s spouse or registered domestic partner; or a person who stood loco parentis when the employee was a minor child);
• Grandparent;
• Grandchild;
• Sibling; or
• Designated person, which means a person identified by the employee at the time employee requests paid sick leave. Each employee is limited to one designated person per 12-month period for paid sick leave.

1.•

2.3. To obtain relief or services related to being a victim of domestic violence, sexual assault, or stalking as described in Labor Code Section 230(c) and 230.l(a).

An employee shall submit a "Leave Request" form to his/her immediate supervisor no less than twenty-four (24) hours prior to taking sick leave for pre-scheduled medical appointments.

An employee who has been absent from work due to illness shall complete a "Leave Request" form on the day he/she returns to work indicating the date, times and nature of illness.

If the need for paid sick leave is foreseeable, the employee shall provide reasonable advance notice to their supervisor by submitting a “Leave Request” form.

If the need for paid sick leave is unforeseeable, the employee shall provide notice to their supervisor of the need for the leave as soon as practicable, either verbally or in writing.

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37 The employee shall than submit a “Leave Request” on the day the employee returns to work.

Newly hired employees leaving the employment with the City for any reason, who have received an advance for accruals of sick leave time and who have used said sick leave time at a rate greater than eight (8) hours of sick leave time off for each month of actual employment during the six (6) month period of the advance, shall have the amount of sick leave time off used in excess of eight (8) hours per month deducted from the employee's final payroll on an hour for hour basis at the employee's hourly salary rate at the time separation.

In the event an employee experiences a catastrophic illness, the employee may be credited donated sick leave, vacation leave and/or compensatory hours from other employees' sick leave, vacation leave and or compensatory hour accruals upon prior approval of the City Manager. The employee donating sick leave must have one hundred (100) hours of remaining sick leave after the donation of sick leave. The employee must first exhaust all their sick and vacation leave prior to receiving any sick leave donation.

No portion of this Section shall be deemed to prevent an employee from utilizing other accrued leave time for the purpose of medical or sick leave.

Employee shall have no vested rights in the accrued sick leave time upon termination with the City.

Section 15.05. BEREAVEMENT LEAVE. On the death of a member of an affected employee'’s immediate family; meaning spouse, natural or adopted child, step childstepchild, grandchild, brother, sister, parent, grandparent, parent-in-law, brother or sister-in-law, stepparent, step-brother, step-sister, or other relative living in the same household, the employee shall be granted bereavement leave as follows:
(A) If the death occurred within a two hundred (200) miles radius of the City of San Marino, the employee shall be granted up to three (3) workdays paid bereavement leave. (B) If the death occurred outside a two hundred (200) miles radius of the City of San Marino, the employee shall be granted up to four (4) workdays paid bereavement leave.

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(C) Upon request by the affected employee, the City Manager may grant paid bereavement leave in excess of the leave provided above. The City Manager'’s decision regarding any request for additional paid bereavement leave shall not be subject to the grievance and arbitration procedure contained in Article 07.

The employee shall present a certificate of such jury service to the Administration Human Resources Department in order to be eligible for compensation. For the purpose of this section, full pay shall be the employee's base salary exclusive of premium pay or overtime.

INSURANCE AND RELATED BENEFITS
Section 16.1. FLEXIBLE MEDICAL BENEFITS. Effective February 1, 2009 the City of San Marino commenced participation in the Public Employees'’ Medical and Hospital Care Act, Government Code Sections 22750 et. Seq. The employer contribution for annuitants shall at all times equal employer contribution paid for active employees. Medical benefits shall be under the P.E.R.S. medical program.

Section 16.2. OTHER HEALTH BENEFITS. The City shall make available to current employees group dental, vision and life insurance and long-term disability insurance programs, for as long as employee participation permits such programs to be provided.

Section 16.3. EMPLOYEE PARTICIPATION. All employees shall be covered under the P.E.R.S. medical program, except as provided for herein. The employee may select from the P.E.R.S. plans which health program is best for the employee'’s family once annually.

Employees may modify their dependent medical coverage under the P.E.R.S. health plan as permitted by the insurance company. Should the program cost more than the City'’s contribution provided in this Article, the City shall deduct the additional funds from the employee'’s paycheck to pay the difference.

If an employee is able to provide proof of coverage under a spouse'’s or other health insurance plan, the employee need not obtain health insurance under the City'’s provided P.E.R.S. medical program. All employees electing not to participate in the City'’s P.E.R.S. medical program shall be required to:

1. Submit adequate written proof of medical coverage;

2. Provide the City with no less than thirty (30) days written notice before any such medical coverage is canceled; and

3. Execute a liability and hold harmless release form removing the City from all liability resulting from medical coverage or the lack thereof.

Section 16.. CITY CONTRIBUTION. The City's contribution is established at two hundred seventy-five dollars ($275) per month per annuitant and active employee. This monthly contribution shall only increase as required by the Board of Administration of the Public Employees' Retirement System or the State Legislation, as set forth in Government Code Section 22892.

The City of San Marino will establish a flexible floating fringe benefit pool ("FFBP") for currently active employees. This "FFBP" shall not be used by any current annuitants or future annuitants. The purpose of the "FFBP" is to provide currently active employees with additional Formatted: Underline, Font color: Auto
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health insurance, life insurance, vision insurance, disability insurance, and dental insurance.

Effective January 1, 2023, the City of San Marino shall contribute the following flat rates on behalf of each currently active employee to the "FFBP":

No Coverage Elected for Medical Insurance: $906.94
Employee Only Coverage Elected for Medical Insurance: $906.94 Employee +1 Dependent Coverage Elected for Medical Insurance: $1,950.10 Employee + 2 or More Dependents Coverage Elected for Medical Insurance: $2,612.36 Effective January 1, 2024, the City will fully fund the same insurances noted above, recalculating the amounts based on insurance premium increases.

In the event that the "“FFBP"” fails to cover the actual costs of the additional health insurance, required life insurance, vision insurance, required disability insurance, and dental insurance, the individual employee shall pay the difference. Any “FFBP” amount left unspent on actual insurance costs will be forfeited by the employee, with no option to cash it out, utilize it towards voluntary benefits, etc.

Section 16.5. LEGACY CASH-OUT PROGRAM. In 2019, the City of San Marino discontinued the practice of permitting the unused amount of the FFBP to be cashed out by current and/or new employees. Only employees who were cashing out at the time of the previous MOU adoption were permitted to continue. That policy continues in this MOU. The employees who continue to have a cash-out amount are now part of this “Legacy Cash Out Program.” Said cashout shall not be compensable to CalPERS as salary pursuant to California Code of Regulations, Chapter 2, Article 5, Section 572 (2CCR571). As before, all cash-out amounts are capped and shall never increase from the current amounts, but may decrease, as follows.

For Legacy Cash Out Program employees who waive medical insurance coverage, their cash-out amounts will be reduced by the average percent that the cash-out reduced for Legacy employees who elect medical insurance coverage. For example, if the Legacy employees who elect medical insurance see an overall average reduction of 3.75% in their collective cash-out amount, then Legacy employees who waive medical insurance will see a corresponding 3.75% reduction in their cash-out amounts. Effective July 1, 2022, any reduction becomes the new Formatted: Font color: Auto
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41 maximum cash-out amount for the employee and may decrease again in the future, but never increase.

Section 16.6. FLORES DECISION. For employees who are part of the Legacy Cash Out Program (Section 16.5), the following shall apply:

Given that the decision was final in favor of the individual plaintiffs, the City has recalculated FLSA overtime retroactive to June 28, 2015 according to the decision and prospectively began paying FLSA overtime according to the decision.

The City and Association acknowledge that this language completes satisfaction of any liability, both retroactive and prospective, for FLSA overtime under the decision.

Section 16.7. RETIREE PARTICIPATION. Retirees, who have retired under a P.E.R.S. retirement program after a minimum of five (5) years of full-time employment with the City, shall be eligible to participate in the P.E.R.S. medical program, the dental program and the vision plan provided by the City for current employees as provided in this Article.

Retirees may carry dependent coverage under the health programs (other than P.E.R.S. medical) provided for herein until the dependent reaches the age of sixty-five (65).

Each August 1st thereafter, the City shall increase the contribution available to retirees by the amount required by the P.E.R.S. medical program.

Section 16.08. LONG- TERM DISABILITY INSURANCE. The City shall provide a Long TermLong-Term Disability (LTD) insurance program for affected employees. The cost for said life insurance shall be paid by the employee from the monthly City contribution provided in Section 16.04 of this article..

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The Long TermLong-Term Disability program shall be with a sixty (60) day elimination period; with seventy-five percent (75%) of salary benefits as defined by the plan; and with coverage as provided for under the California Law Enforcement Association program.

All affected employees shall be required to participate in the Long TermLong-Term Disability insurance program.

Section 16.09. FLEXIBLE REIMBURSEMENT PLAN. The City shall provide a flexible reimbursement plan for medical and dental insurance premiums and deductibles and dependent care, as permitted by Section 125 of the Internal Revenue Code.

Section 16.010. LIFE INSURANCE. The City shall provide a life insurance benefit in the amount of fifty thousand dollars ($50,000.00) per employee. The cost for said life insurance shall be paid by the employee from the monthly City contribution provided in Section 16.04 of this article.

All affected employees shall be required to participate in the life insurance program. An employee may buy additional life insurance at their own cost.

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43 ARTICLE 17

RETIREMENT PROMOTIONS
Section 17.01. PROMOTION ON RETIREMENT. Each officer of the department who occupies a position of Sergeant or lower, may be promoted to the next higher rank upon retirement, if both of the following conditions exist:
(A) The officer shall certify to the Police Chief and the City Manager, in writing, that he/she has officially notified the State Employees'’ Retirement System of his/her intention to retire; and
(B) The Police Chief and the City Manager, in their discretion, shall specifically recommend such promotion in recognition of the long, faithful, and efficient service of the officer.

All such promotions shall be made on a temporary basis for a maximum of thirty (30) days. Such temporary promotions may be made without regard to the number of positions budgeted for any rank, andrank, and shall not result in any change in salary or allowances received by the officer in the duty assigned.

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ARTICLE 18

RETIREMENTBENEFIT
Section 18.01. P.E.R.S. MEMBERSHIP. The City is a contract member of the Public Employees' Retirement System. Such membership shall be maintained and employee eligibility, classification, contributions, and benefits are as prescribed in the contract between the City and the Public Employees' Retirement System heretofore approved by the City Council. The City shall pay on behalf of each affected employee that portion of the employees' share of the required retirement contribution to P.E.R.S., not to exceed 9% of the employee's base compensation as defined by the Public Employee's Retirement Law, Government Code Section 20000 et seq. The City will report these payments as being those of the affected employee's so that they will be credited to the particular employee's individual account with P.E.R.S.

Section 18.02. RETIREMENT PLAN.

The City shall maintain a retirement benefit based upon the single highest year compensation for the safety employee hired before November 18, 2012 with a 3%@ 50 plan.

The City shall maintain a retirement benefit based on a "“three yearthree-year average final compensation"” for the safety employee hired on or after November 18, 2012 with a 2%@ 55 plan.

Pursuant to the Public Employees'’ Pension Reform Act, safety employees hired on or after January 1, 2013, shall have a 2% at 57 retirement formula with a three yearthree-year average final compensation.

All safety employees (in any tier) shall pay the -employee'’s share of P.E.R.S. The employee'’s P.E.R.S. share amount is dependent upon the employee'’s date of hire and corresponding retirement plan.

Section 18.03 DEFERRED COMPENSATION (457)- PEPRA MEMBER Effective July 1, 2022, all sworn full-time Police employees assigned to the Tier 3 Retirement formula (also known as “the PEPRA Tier”) shall be eligible for a dollar-for-dollar matching contribution to the City-sponsored deferred compensation program, up to a maximum of one hundred and seventy-five dollars ($175.00) per month.

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45 ARTICLE 19

Section 19.02. ORDER OF SEPARATION. In each classification in which there is to be a layoff, employees shall be separated from employment according to the employee'’s seniority withinservice. In case of the same hiring date, seniority shall be based upon hiring order.

Section 19.05. REAPPOINTMENT. The appointing officer shall reinstate the former employee to the highest available position in the layoff reemployment list, if any.

Section 19.06. REEMPLOYMENT PROCEDURE. The names of all permanent and nonpermanent employees who have been laid off due to reduction in force shall be placed on an appropriate layoff reemployment list according to the date of separation and shall be eligible for reemployment. Such reemployment list shall be based on: last employee laid off is the first employee on the list and first to be reemployed, with other employees being eligible in sequential order thereafter. Said list shall exist for one year and shall have preference over all other employment lists.

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ARTICLE 20

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49 ARTICLE 23

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ARTICLE 24
COVID-19 VACCINE MANDATE
In August 2021, the City announced its intention to establish a vaccine mandate for all employees and invited POA to engage in bargaining on the negotiable effects of the mandate. On October 5, 2021, the City declared impasse in negotiations. The City Council unilaterally imposed the mandate on April 13, 2022. The policy is included here as Exhibit “B.” Inclusion in this MOU does not indicate POA’s agreement with the policy, but rather only acknowledges that the policy was imposed and is in effect.

PAGE 315 of 885
51 ARTICLE 245

REOPENERS DURING THE MOU
During the term of this MOU, the parties agree to reopen the MOU on the following subjects:

1. Revision of Section 15.04, Catastrophic Leave Process

1.2. Revision of current Personnel Rules.

2.3. Revision of current Performance Evaluation Form(s).

Updates to current Classification Specifications. Any changes to the above subjects shall require either mutual agreement or exhaustion of the impasse process (including fact finding).

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ARTICLE 256

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53 ARTICLE 267

TERM OF MEMORANDUM OF UNDERSTANDING
Unless otherwise noted, this Agreement shall become effective on July 1, 2024 and upon ratification by the Association and adoption by the City Council; shall be applied retroactively to July 1, 2022; and, shall continue in full force and effect until June 30, 20274.

CITY OF SAN MARINO SAN MARINO POLICE OFFICERS'

ASSOCIATION
By:__________________________ By:______________________________ By:__________________________ By:______________________________ By:__________________________ By:______________________________ Formatted: Font: 11 pt, Underline, Font color: Auto
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i

EXHIBIT A

SAN MARINO POLICE OFFICERS' SALARY SCHEDULE
EFFECTIVE JULY 1, 20242
Police
Sergeant $9,891$9,144
$10,385$9,60
2 $10.904$10,0
82 $11,450$10,5
86 $12,022
$11,115
Corporal $8,268$7,644 $8,682$8,027 $9,116$8,428 $9,572$8,849 $10,050$9,29
2 Police Officer $7,872$7,278 $8,266$7,642
$8,679
$8,024
$9,113
$8,425

$9,569$8,847
EFFECTIVE JULY 1, 20253
Police
Sergeant
$10,286$9,51
0 $10,801$9,98
6 $11,341$10,4
85 $11,908$11,0
09 $12,503
$11,560
Corporal $8,599$7,950 $9,029$8,348 $9,480$8,765 $9,954$9,203 $10,452
$9,664
Police Officer $8,187$7,569 $8,596$7,948 $9,026$8,345
$9,478
$8,763
$9,951
$9,201
EFFECTIVE JULY 1, 2026
Police
Sergeant $10,698 $11,233 $11,794 $12,384 $13,003
Corporal $8,943 $9,390 $9,860 $10,353 $10,870
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ii
Police Officer $8,515 $8,940 $9,387 $9,857 $10,349
The Police Education Incentive
Officer/ Corporal + Sergeant + Base
Base Monthly Hourly Monthly Hourly
I. 126.53 144.61
II. 209.44 245.59
III. 292.33 346.56
IV. 375.23 447.53
Merit increases are based on the following table for all employees in this bargaining unit:

Step A First six (6) months of employment.

Step B (*) Eligible after six (6) months of employment.

Step C (**) Eligible after eighteen (18) months of employment.

Step D (**) Eligible after thirty (30) months of employment.

A RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF SAN MARINO, CALIFORNIA, ADOPTING THE

UNREPRESENTED EMPLOYEES SALARY AND

BENEFITS SCHEDULE FOR THE PERIOD COVERING
JULY 1, 2024 THROUGH JUNE 30, 2027
WHEREAS, Section 02.05.01(A) of the City Code provides that salary and benefits plans for employees are a part of the City’s personnel rules and regulations when approved by resolution of the City Council; and
WHEREAS, Section 02.05.01(D) provides that the City Manager shall prepare salary and benefit schedules for presentation to the City Council; and WHEREAS, the City Council previously adopted a compensation plan for unrepresented employees; and
WHEREAS, this resolution shall supersede any and all resolutions pertaining to the unrepresented employees salary and benefits schedule, including R-22-38, R-22-43, R-22-46, and R-24-04 pertaining to unrepresented employees salary and benefits schedule for the period covering July 1, 2022 through June 30, 2024.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SAN MARINO, CALIFORNIA, DOES HEREBY FIND, DETERMINE, AND RESOLVE AS FOLLOWS:

SECTION 1. That the “Unrepresented Employees Salary and Benefit Schedule” for the period covering July 1, 2024 to June 30, 2027, as attached hereto, and made a part hereof shall be adopted as the salary and benefit schedule for unrepresented employees in the City of San Marino.

SECTION 2. That the “Unrepresented Employees Salary and Benefit Schedule” shall become a part of the City’s personnel rules and regulations.

SECTION 3. The change in benefits for the Directors shall also apply to the City Manager.

PASSED, APPROVED, AND ADOPTED, at a Regular Meeting of the City Council of the City of San Marino, California, on this 31st day of May, 2024.

STEVEN HUANG, D.D.S., MAYOR
PAGE 322 of 885
CITY OF SAN MARINO RESOLUTION NO. R-24-16
PAGE 2 OF 2
ATTEST:

ALISON WALKER, CITY CLERK

STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss.

CITY OF SAN MARINO )
I, Alison Walker, City Clerk of the City of San Marino, California, hereby certify that Resolution No R-24-16 was adopted by the City Council of the City of San Marino at a regular meeting held on the 31st day of May, 2024, and that the same was adopted by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:
________________________________

ALISON WALKER, CITY CLERK

CITY OF SAN MARINO
PAGE 323 of 885

UNREPRESENTED EMPLOYEES

SALARY AND BENEFITS SCHEDULE

PERIOD COVERING
JULY 1, 2024 THROUGH JUNE 30, 2027
AS AMENDED BY RESOLUTION NO. R-24-16
SECTION 1. INTRODUCTION
This salary and benefit schedule shall represent the compensation program provided to unrepresented employees of the City of San Marino for the period July 1, 2024 through June 30, 2027. Unrepresented employees include department directors/chiefs, managers, and part-time employees. All full-time unrepresented employees are designated FLSA “exempt.” SECTION 2. WAGE AND SALARY
SECTION 2.1. ADMINISTRATION OF BASIC COMPENSATION PLAN.

Effective July 1, 2024, July 1, 2025, and July 1, 2026, all classifications shall receive a base salary increase of four (4%) percent each year.

A schedule of job classifications together with salary rate ranges is set forth in Exhibit A and attached hereto. Said salary rates shall be effective as indicated.

Notwithstanding the classification’s exempt status, the Fire Division Chief classification shall receive time-and-one-fifth (1.2 times the employee’s regular rate of pay) compensation for administrative duties worked beyond 112.31 hours in a pay period. In circumstances where an employee in the Fire Division Chief classification assumes supplemental responsibilities on a temporary basis, a maximum duration of 12 consecutive months, the Fire Chief, with the City Manager’s approval, is authorized to grant up to an additional 10% of compensation at the employee’s base salary rate for the duration of the assignment.

In circumstances where a Department Director assumes responsibility for an additional department, the City Manager is authorized to grant an additional 10%-15% of compensation at the employee’s base salary rate for the duration of the assignment, to be effective after the first two weeks have elapsed per occurrence.

Management employees promoted to their position from within City employment shall receive at least a five percent (5%) salary increase. Management employees appointed from outside City employment shall receive a salary at the level approved by the City Manager.

Management employees shall be eligible for a merit increase within their appropriate salary range following the successful conclusion of their initial probationary period (for those who serve a probationary period), and each twelve (12) months thereafter, following an evaluation of the employee by the City Manager or his/her designee.

Employees with unsatisfactory performance shall not receive a merit increase.

PAGE 324 of 885

SECTION 2.2 LONGEVITY PAY.

Full-time employees shall be eligible to receive additional monthly compensation of base salary at the completion of the designated full-time years of service with the City of San Marino as set forth in the table below:

Years of Service % of Base Salary Per Month
Year 10 2%
Year 15 4%
Year 20 6%
Longevity Pay compensation shall occur the pay period following the completion of the total years of service.

SECTION 2.3. BILINGUAL PAY.

Full-time employees who demonstrate conversational verbal fluency in Cantonese, Taiwanese, Mandarin, and/or Spanish (or any other language as determined by the City Manager) shall receive compensation in the amount of $100 per month. In exchange, the employee agrees to use his/her fluency to communicate and translate as needed.

Qualification for bilingual pay shall be subject to successful completion of a proficiency exam as determined by the Human Resources Director. Bilingual pay will start at the beginning of the pay period immediately following the employee's successful completion of a proficiency exam. Biennial requalification will be required for continuation of bilingual pay.

The total number of positions authorized for bilingual pay at any one time is at the discretion of the City Manager.

SECTION 2.4. EDUCATION INCENTIVE PAY.

Full-time employees that possess a degree from an accredited university in a related field that is not required by the job classification or governing agency (i.e. P.O.S.T.) or maintain a license (i.e. CPA or PE) that is not required by the job classification, shall be eligible to receive Education Incentive Pay as set forth in the table below:

Degree Per Month
Bachelor’s $200
Master’s, CPA, PE $400
The City will provide an Education Incentive Pay only for the highest degree earned.

Employees must present a copy of their Degree(s) to the Human Resources Department in order to determine eligibility. Education Incentive Pay will start at the beginning of the pay period immediately following the employee successfully meeting all of the requirements.

PAGE 325 of 885

SECTION 3. TUITION REIMBURSEMENT
Full-time employees are eligible for reimbursement for costs incurred during the fiscal year related to pursuing a formal college degree related to their field of work and subject to prior approval by the City Manager. Costs for books, fees and tuition are eligible for reimbursement.

Maximum annual reimbursement is two thousand-five hundred ($2,500.00) dollars per employee.

Actual amount may vary based on available funds and the number of members submitting for reimbursement and the total amount requested by applicants. Maximum annual funds available for the program is five thousand ($5,000.00) dollars. Amount of funds to be dispersed will be established at the end of the fiscal year and will be based on the number of applicants and the total amount requested.

If the total amount requested exceeds five thousand ($5,000.00) dollars, then the two thousandfive hundred ($2,500.00) dollars maximum per applicant will be reduced for all applicants to an amount which will result in a cumulative maximum of five thousand ($5,000.00) dollars. • Example 1 – Five (5) members apply. One (1) for two thousand-five hundred ($2,500.00) dollars and the others for one thousand ($1,000.00) dollars each. The maximum benefit would be reduced to one thousand ($1,000.00) dollars for each applicant. • Example 2 - Three (3) members apply. Two (2) for two thousand-five hundred ($2,500.00) dollars and one (1) for one thousand ($1,000.00) dollars. The maximum benefit would be reduced to two thousand ($2,000.00) dollars for each applicant.

SECTION 4. TECHNOLOGY LOAN PROGRAM
The Technology Loan Program is intended to assist full-time employees who want to purchase computers, software, and peripheral equipment. Authorized, purchases are intended to upgrade employee skills in current technology that can be used on the job. In order to be eligible to participate in the Technology Loan Program, employees must have been employed with the City of San Marino for at least one (1) year. An employee may apply for a Technology Loan for up to two thousand four hundred ($2,400.00) dollars as long as the prior loan has been paid in full. The Loan must be paid back in full within twenty-four (24) months following disbursement.

Prior to participating in the Employee Technology Loan Program, employees must agree and accept the terms and conditions of the Technology Loan Promissory Note, which is available in the Human Resources Department, and is subject to City Manager approval.

At the time of termination of employment (voluntary or involuntary), any outstanding balance of the loan will be due immediately and payable to the City before the final pay is released.

A maximum of five (5) new Technology Loans will be provided in a fiscal year subject to available funds.

PAGE 326 of 885

SECTION 5. VEHICLE USE
DEPARTMENT DIRECTORS’ VEHICLE ALLOWANCE
The following Director positions will be provided a two hundred dollar ($200.00) per month car allowance to compensate employees for the use of their personal vehicles in the performance of, and related to his/her duties:

Community Services Director
Community Development Director
Finance Director
Human Resources Director

USE OF CITY VEHICLES
The following positions may be assigned City vehicles, with the approval of the City Manager, for their use due to the unique nature of these positions and their responsibility at any and all times to be called upon to respond to emergency situations:

Police Chief*
Police Commander
Fire Chief*
Fire Division Chief
Parks & Public Works Director/City Engineer*
Public Works Manager
*In lieu of assigning a City vehicle, the City Manager may authorize a two hundred dollar ($200.00) per month car allowance to compensate employees for the use of their personal vehicles in the performance of, and related to his/her duties.

The City will provide all maintenance upkeep, fuels, and insurance on the assigned City vehicle. Personal use of the assigned City vehicle beyond commuting from home to work and work to home is prohibited, except during those times when the employee is on call. In those cases, the employees personal use is limited to the local area. Any employee issued a City vehicle agrees to hold the City harmless to waive all rights to seek damages for injury to him/herself for personal use of the vehicle. The waiver shall be prepared by the City.

Assignment of a City vehicle may be revoked or modified by the City Council, City Manager, or respective department without recourse by the employee.

SECTION 6. RETIREMENT
Employees eligible for participation in the CalPERS Retirement system shall be subject to the following rules. Employees not deemed eligible for membership in the CalPERS system shall participate in PARS.

PAGE 327 of 885

NEW MEMBERS
The Public Employees’ Pension Reform Act of 2013 (PEPRA) defines a “new member” as any of the following:
• A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any California public retirement system.
• A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system.
• A member who first established CalPERS membership prior to January 1, 2013, and who is rehired by a different CalPERS employer after a break in service of greater than six months.

CLASSIC MEMBERS
CalPERS refers to all members that do not fit within the definition of a new member as “Classic Members.”
FIRE MANAGERS:

Effective January 1, 2013, the employees’ retirement formula shall be determined by a three-tier system:

Tier 1: For Classic Members hired by the City before July 1, 2006, the City has contracted with PERS to provide 3% at 50 Retirement Benefit with the single highest one-year salary calculated as final compensation. Employees shall pay the entire portion of the required 9% employee contribution on behalf of the employee to CalPERS.

Tier 2: For Classic Members hired by the City on or after July 1, 2006 and before January 1, 2013 the City has contracted with PERS to provide 3% at 55 Retirement Benefit with the single highest one-year salary calculated as final compensation. Employees shall pay the entire portion of the required 9% employee contribution on behalf of the employee to CalPERS.

Tier 3: For New Members, as defined by PEPRA, the City previously contracted with PERS to provide 2% at 57 Retirement Benefit with three years of their highest average salary calculated as final compensation. With the adoption of this year’s Firefighters’ Association MOU, the City will pursue execution of a contract amendment with CalPERS to establish a new PEPRA tier at the 2.7% @ 57 formula. Once the new tier is effective, all current Fire PEPRA employees will be transferred from the 2% @ 57 formula to the 2.7% @ 57 formula and all new Fire PEPRA employees will be enrolled in this new tier. The required employee contribution for new members is adjusted periodically by CalPERS.

PAGE 328 of 885

POLICE MANAGERS:

Effective January 1, 2013, the employees’ retirement formula shall be determined by a three-tier system:

Tier 1: For Classic Members hired by the City before November 18, 2012, the City has contracted with PERS to provide 3% at 50 Retirement Benefit with the single highest one-year salary calculated as final compensation. Employees shall pay the entire portion of the required 9% employee contribution on behalf of the employee to CalPERS.

Tier 2: For Classic Members hired by the City on or after November 18, 2012, the City has contracted with PERS to provide 2% at 55 Retirement Benefit with three years of their highest average salary calculated as final compensation. Employees shall pay the entire portion of the required 7% employee contribution on behalf of the employee to CalPERS.

Tier 3: For New Members, as defined by PEPRA, the City has contracted with PERS to provide 2% at 57 Retirement Benefit with three years of their highest average salary calculated as final compensation. The required employee contribution for new members is adjusted periodically by CalPERS.

MISCELLANEOUS (NON-SWORN) MANAGERS:

Effective January 1, 2013, the employees’ retirement formula shall be determined by a three-tier system:

Tier 1: For Classic Members hired by the City before July 1, 2012, the City has contracted with PERS to provide 2% at 55 Retirement Benefit with the single highest one-year salary calculated as final compensation. Employees shall pay the entire portion of the required 7% employee contribution on behalf of the employee to CalPERS.

Tier 2: For Classic Members hired by the City after July 1, 2012, the City has contracted with PERS to provide 2% at 60 Retirement Benefit with three years of their highest average salary calculated as final compensation. Employees shall pay the entire portion of the required 7% employee contribution on behalf of the employee to CalPERS.

Tier 3: For New Members, as defined by PEPRA, the City has contracted with PERS to provide 2% at 62 Retirement Benefit with three years of their highest average salary calculated as final compensation. The required employee contribution for new members is adjusted periodically by CalPERS.

PARTICIPATION IN PUBLIC AGENCY RETIREMENT SERVICES (PARS) Employees deemed ineligible for participation in the CalPERS Retirement System (typically part-time employees) shall participate in the PARS retirement program, which is a qualified alternative to Social Security. The Plan requires a 7.5% contribution per pay period, which shall be evenly split between the City and the employee.

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DEFERRED COMPENSATION
Effective July 1, 2024, all non-sworn full-time employees shall be eligible for a dollar-fordollar matching contribution to the City-sponsored deferred compensation program, up to a maximum City contribution of two hundred dollars ($200.00) per month. Effective July 1, 2022, all sworn full-time Police employees assigned to the Tier 3 Retirement formula (also known as “the PEPRA Tier”) shall be eligible for a dollar-for-dollar matching contribution to the Citysponsored deferred compensation program, up to a maximum of one hundred seventy-five ($175.00) dollars per month.

SECTION 7. MEDICAL AND OTHER HEALTH BENEFITS
SECTION 7.1. FLEXIBLE MEDICAL BENEFITS.

Effective February 1, 2009 the City of San Marino commenced participation in the Public Employees’ Medical and Hospital Care Act, Government Code Sections 22750 et. seq. The employer contribution for annuitants shall at all times equal employer contribution paid for active employees. Medical benefits shall be under the PERS medical program.

SECTION 7.2. OTHER HEALTH BENEFITS.

The City shall make available to current full-time employees group dental and vision programs, for as long as employee participation permits such programs to be provided. Employees may join or remove themselves or their dependents from participation in any program once annually. The City shall notify employees of the join/remove period by providing a notice with payroll at least three (3) weeks prior to the time period.

SECTION 7.3. EMPLOYEE PARTICIPATION.

All eligible employees (typically only full-time employees) shall be covered under the PERS medical program, except as provided for herein. The employee may select from the PERS plans which health program is best for the employee's family once annually. Employees may modify their dependent medical coverage under the PERS health plan as permitted by the insurance company. Should the program cost more than the City's contribution provided in this Article, the City shall deduct the additional funds from the employee's paycheck to pay the difference.

If an employee is able to provide proof of coverage under a spouse's or other health insurance plan, the employee need not obtain health insurance under the City's provided PERS medical program. All employees electing not to participate in the City's PERS medical program shall be required to:

1. Submit adequate written proof of medical coverage;

2. Provide the City with no less than thirty (30) days written notice before any such medical coverage is canceled; and

3. Execute a liability and hold harmless release form removing the City from all liability resulting from medical coverage or the lack thereof.

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SECTION 7.4. CITY CONTRIBUTION.

The City's contribution is established at two-hundred seventy-five dollars ($275.00) per month per annuitant and active eligible employee. This monthly contribution shall only increase as required by the Board of Administration of the Public Employees’ Retirement System or the State Legislature, as set forth in Government Code Section 22892.

The City of San Marino will establish a flexible floating fringe benefit pool (“FFBP”) for currently active employees. This “FFBP” shall not be used by any current annuitants or future annuitants. The purpose of the “FFBP” is to provide current active employees with additional health insurance, life insurance, vision insurance, disability insurance, and dental insurance.

Through June 30, 2027, the City of San Marino commits to fully funding the cost of the insurances or until the resolution is amended; whichever is later as noted above for the employee and all eligible dependents, capped at the rates for the Los Angeles County region of medical coverage.

SECTION 7.5. LEGACY CASH-OUT PROGRAM.

In 2019, the City of San Marino discontinued the practice of permitting the unused amount of the FFBP to be cashed out by current and/or new employees. Only employees who were cashing out at the time of the previous MOU adoption were permitted to continue. That policy continues in this MOU. The employees who continue to have a cash-out amount are now part of this “Legacy Cash Out Program.” Said cash-out shall not be compensable to CalPERS as salary pursuant to California Code of Regulations, Chapter 2, Article 5, Section 572 (2CCR571). As before, all cashout amounts are capped and shall never increase from the current amounts, but may decrease, as follows.

All Legacy Cash Out participants who elect medical insurance coverage shall have the amount of their cash-out reduced on a penny-for-penny basis directly proportional to any increase to their insurance costs. For example, if an employee’s insurance costs increase by fifty dollars and seventy-five ($50.75) cents per month, that employee’s cash-out will reduce by fifty dollars and seventy-five ($50.75) per month. Effective July 1, 2022, any reduction becomes the new maximum cash-out amount for the employee and may decrease again in the future, but never increase.

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For Legacy Cash Out Program employees who waive medical insurance coverage, their cash-out amounts will be reduced by the average percent that the cash-out reduced for Legacy employees who elect medical insurance coverage. For example, if the Legacy employees who elect medical insurance see an overall average reduction of 3.75% in their collective cash-out amount, then Legacy employees who waive medical insurance will see a corresponding 3.75% reduction in their cash-out amounts. Effective July 1, 2022, any reduction becomes the new maximum cash-out amount for the employee and may decrease again in the future, but never increase.

SECTION 7.6. RETIREE PARTICIPATION.

Retirees, who have retired under a PERS retirement program after a minimum of five (5) years of full-time employment with the City or who have been authorized by the City Manager, shall be eligible to participate in the PERS medical program, the dental program and the vision plan provided by the City for current employees as provided in this Article.

Retirees and their dependents shall be eligible to remain in the PERS medical program for as long as they shall meet the requirements of said program. Retirees shall be eligible to participate in the other health programs provided for herein until they reach the age of sixty-five (65). Retirees may carry dependent coverage under the health programs (other than PERS medical) provided for herein until the dependent reaches the age of sixty-five (65).

Employees that retired prior to July 1, 2024 shall be provided two hundred seventy-five ($275.00) dollars per month to be used for payment toward the medical and health benefits contained herein. If a retiree selects a program(s) in excess of the amount provided by the City, the Retiree shall be responsible for paying the balance due. Should the retiree select a program(s) costing less than the amount provided by the City or elect not to have any coverage, the employee shall have no rights to the balance available.

The City shall increase the contribution available to retirees by the amount required by the PERS medical program.

Employees that retire after July 1, 2024 shall be provided the following retiree medical contributions based on years of service with the City of San Marino:

Years of Service Amount Per Month
5-10 Years $400
11-20 Years $600
21+ Years $800
The medical contribution is to be used for payment toward the medical and health benefits contained herein. If a retiree selects a program(s) in excess of the amount provided by the City, the Retiree shall be responsible for paying the balance due. Should the retiree select a program(s) costing less than the amount provided by the City or elect not to have any coverage, the employee shall have no rights to the balance available.

The City shall increase the contribution available to retirees by the amount required by the PERS medical program.

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SECTION 7.7. LONG TERM DISABILITY INSURANCE.

The City shall provide a Long-Term Disability (LTD) insurance program for affected employees. The cost for said LTD insurance shall be paid by the employee from the monthly City contribution noted earlier in this Section. All affected employees shall be required to participate in the Long-Term Disability insurance program.

The Short/Long-Term Disability program shall be with a thirty (30) day elimination period up to age 65.

SECTION 7.8. LIFE INSURANCE.

The City shall provide a life insurance benefit in the amount of fifty thousand dollars ($50,000.00) per employee. The cost for said life insurance shall be paid by the employee from the monthly City contribution.

All affected employees shall be required to participate in the life insurance program. An employee may buy additional life insurance at their own cost.

SECTION 7.9. PART-TIME EMPLOYEE PARTICIPATION.

Effective January 1, 2023, part-time employees may elect to participate in all eligible insurance programs at their own cost; there will be no City contribution. Eligibility determinations are made by the insurance plans themselves, but the City anticipates that dental, vision, life, disability, and supplemental programs will likely be available.

SECTION 8. NON-SWORN WORK SCHEDULES
Effective March 1, 2020, the following work schedule shall take effect for full-time non-sworn employees unless otherwise modified by the City Manager.

Monday-Thursday 7:00 a.m. to 5:00 p.m.

Friday 7:00 a.m. to 11:00 a.m.

• Police:
o Police Records Manager
• Public Works:
o Parks & Public Works Director/City Engineer
o Public Works Manager
SECTION 9. HOLIDAYS
All full-time employees shall be entitled to the following twelve (12) holidays as days off with pay:
o New Year's Day
o President's Day
o Martin Luther King Jr. Day
o Memorial Day
o Fourth of July
o Labor Day
o Veteran's Day
o Thanksgiving Day
o Friday after Thanksgiving
o Christmas Eve
o Christmas Day
o New Year's Eve
A holiday is equivalent to the number of hours the employee is normally scheduled to work.

Full-time exempt employees required by the City Manager to work a holiday may (on an hour-forhour basis up to a maximum of one full day) credit those working hours to their Holiday Earned accrual account or use the equivalent number of hours by June 30th, subject to their supervisor’s approval of the day off.

SECTION 9.1. FLOATING HOLIDAY.

Full-time employees shall have one (1) floating holiday per calendar year on a use it or lose it basis. A floating holiday is equivalent to the number of hours the employee is normally scheduled to work. The date of the floating holiday may be selected by the employee but shall be subject to prior approval by their supervisor who shall consider the request of the employee and the needs of the City.

SECTION 10. SICK LEAVE
SECTION 10.1. FULL-TIME EMPLOYEES SICK LEAVE.

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• To obtain relief or services related to being a victim of domestic violence, sexual assault, or stalking as described in Labor Code Section 230(c) and 230.1(a).

In the event an employee experiences a catastrophic illness, the employee may be credited donated sick leave hours from other employees’ sick leave accruals upon prior approval of the Human Resources Director. The employee must first exhaust all their sick and vacation leave prior to receiving any sick leave donation. Catastrophic leave will be approved upon presentation of a “medical certification of a serious health condition.”
Each full-time employee shall accrue five (5) hours of sick leave time at the end of each pay period not to exceed ten (10) hours per month, up to a maximum of two-hundred and forty (240) hours. Upon reaching the maximum accrual allowed, accrued hours received above the maximum shall be placed in a “bank,” only to be used in the event of a catastrophic illness with the approval of the Human Resources Director.

Employees requesting time off under this policy shall provide as much advance notice as possible to their immediate supervisor by submitting a “Leave Request” form.

An employee who has been absent from work due to illness shall complete a "Leave Request" form on the day he/she returns to work indicating the date, times and nature of illness.

Newly-hired full-time employees shall receive sixty (60) hours of sick leave time on the date of initial hire as an advance for accruals, and shall be eligible to begin the monthly accrual provided for herein beginning the first day of the month following completion of six (6) months of employment.

No portion of this Section shall be deemed to prevent an employee from utilizing other accrued leave time, if available, for the purpose of medical or sick leave.

Full-time management employees may elect to cash out sick leave balances in excess of one hundred and sixty (160) hours at a rate of fifty ($0.50) cents on the dollar of their base hourly rate of pay. Employees must maintain a minimum of one hundred and sixty (160) hours of sick leave in order to be compensated. Accruals will be based on balances during the last pay period of each fiscal year. Employees shall have no vested rights in the accrued sick leave time upon termination with the City.

SECTION 10.2. PART-TIME EMPLOYEES SICK LEAVE.

On January 1, 2024, part-time employees shall be credited an additional sixteen (16) hours of sick leave to their sick leave bank and on July 1st of each fiscal year thereafter, the City shall provide part-time employees sick leave in a lump sum of forty (40) hours to use for scheduled hours missed, and for permitted purposes as described below:

1. Diagnosis, care, or treatment of an existing health condition of the employee or the employee’s family member,

2. Preventive care for the employee or the employee's family member;

3. For an employee who is a victim of domestic violence, sexual assault, or stalking.

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“Family Member” for purposes of this policy includes parent (including step-parent and parent-in-law), child (including step-child), spouse, registered domestic partner, sibling, grandparent, and grandchildren. Employees requesting time off under this policy shall provide as much advance notice as possible to their immediate supervisor by submitting a “Leave Request” form.

Employees may use accrued Sick Leave only after completing ninety (90) days of employment with the City. Employees who work less than ninety (90) days with the City are not entitled to use any Sick Leave. The days worked for the City, by an employee who separates from the City and is rehired within twelve (12) months from the date of separation, will count toward the ninety (90) day qualification period. Additionally, the paid sick leave law requires that an employee’s unused sick leave be restored to them if they return to the same employer within twelve (12) months from their previous separation.

Unused sick leave shall not be carried over to the following fiscal year.

SECTION 11. BEREAVEMENT LEAVE
On the death of a member of an employee's immediate family; meaning spouse, natural or adopted child, step-child, grandchild, brother, sister, parent, grandparent, parent-in-law, brotherin-law or sister-in-law, step-parent, step-brother, step-sister, or other relative living in the same household, the full-time or part-time employee shall be granted up to five (5) days of bereavement leave for each qualifying occurrence. Only full-time employees are eligible for paid bereavement leave. The five (5) days of bereavement leave do not have to be taken consecutively; leave can be intermittent. The employee must take the bereavement leave within three (3) months of the date of the family member’s death. Employees must provide documentation to support the leave to the Human Resources Department within thirty (30) days of the first day of leave.

Upon request, the City Manager may grant paid bereavement leave in excess of the leave provided herein.

SECTION 12. VACATION LEAVE
All full-time employees shall accrue vacation leave in accordance with the following formula:
(a) 9.5 hours for each month during the first (1st) through fifth (5th) year of employment (114.0 hours annually).
(b) 10.0 hours for each month during the sixth (6th) year of employment (120.0 hours annually).
(c) 11.0 hours for each month during the seventh (7th) year of employment (132.0 hours annually).
(d) 11.5 hours for each month during the eighth (8th) year of employment (138.0 hours annually).

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(e) 12.0 hours for each month during the ninth (9th) through the nineteenth (14th) year of employment (144.0 hours annually).
(f) 13.5 hours for each month during the fifteenth (15th) through the nineteenth (19th) year of employment (162 hours annually).
(g) 15.5 hours for each month during the twentieth (20th) through the twenty-fifth (25th) year of employment (186.0 hours annually).
(h) 17.0 hours for each month beginning with the twenty-sixth (26th) year of employment (204.0 hours annually).

Vacation leave shall be deemed as having been accrued by the employee only at the end of the pay period in which the employee was in the service of the City. If employment begins prior to the fifteenth (15th) of the month, vacation leave shall be accrued for that month. If employment begins after the fifteenth (15th) of the month vacation leave shall be accrued beginning with the first (1st) day of the following month. If termination occurs prior to the sixteenth (16th) day of the month no vacation leave shall be accrued for that month.

Accrual at the next highest incremental rate shall begin at the end of the first pay period ending after the employee's anniversary date of original employment with the City, regardless of any promotions or demotions. If the anniversary date is the first (1st) of the month the higher rate shall be credited for that month. If the anniversary date is the sixteenth (16th) of the month the higher rate shall begin with the first (1st) day of the following month.

Employees shall be eligible to accrue a maximum of two and a quarter (2.25) times the annual vacation leave for which the employee is eligible pursuant to this Section. Vacation leave in excess of the maximum accrual shall be compensated on the regular payroll following the month in which the maximum accrual was attained at the hourly rate pay in effect in the month of accrual.

Accrual in excess of the maximum permitted herein may be granted by the City Manager if special circumstances so warrant.

At no time shall Directors receive more than ten (10) years’ service credit. To establish prior paid public service credit, the Human Resources Department will verify the years of service with CalPERS or other public agency retirement system.

SECTION 13. ADMINISTRATIVE LEAVE
All full-time employees shall be eligible for administrative leave in recognition of the additional hours required in performance of their duties. Administrative leave shall be taken only upon the approval of the City Manager. Administrative leave shall be accrued at the end of the first pay period beginning after July 1st of each year and shall not be carried beyond the fiscal year in which it is accrued, and remaining administrative leave time shall not be compensated.

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SECTION 13.1 ADMINISTRATIVE LEAVE FOR DIRECTORS
Each July, Directors may be credited up to one hundred (100) hours of Administrative Leave at the discretion of the City Manager. Administrative Leave does not rollover from year to year and the payment at termination only applies to the Administrative Leave that is accrued, and unused, during the fiscal year of the termination.

SECTION 13.2 ADMINISTRATIVE LEAVE FOR FULL-TIME MANAGEMENT

EMPLOYEES
Each July, full-time management employees may be credited up to eighty (80) hours of Administrative Leave annually at the discretion of the City Manager. Administrative Leave does not rollover from year to year and the payment at termination only applies to the Administrative Leave that is accrued, and unused, during the fiscal year of the termination.

SECTION 14. OTHER LEAVES OF ABSENCE
Full-time employees may be eligible for absence without pay for periods of up to thirty (30) days upon approval of the City Manager.

Full-time employees may be eligible for absence with or without pay for a period of not more than one (1) year upon approval of the City Manager and the City Council.

SECTION 15. PROBATION UPON APPOINTMENT
Department Director and part-time employees are designated as “at-will.” All other unrepresented employees who are not at-will and are appointed from outside City employment shall be subject to a twelve (12) month probationary period following their appointment to a management position, unless extended or shortened by the City Manager for no more than six months in either direction. An unrepresented not at-will current City employee who is promoted shall serve a six (6) month probationary period, unless extended or shortened by the City Manager for no more than six months in either direction.

SECTION 16. UNIFORMS
Employees required to regularly wear a uniform as part of their duties for the City shall have the uniforms provided by the City, unless otherwise specified below.

The Fire Chief and Fire Division Chief(s) shall be provided the sum of two hundred dollars ($200.00) each year for maintenance of regular fire uniforms.

The Police Chief and Police Commanders shall be provided the sum of one thousand dollars ($1000.00) each year for maintenance and purchase of police uniforms.

The Public Works Manager, Code Enforcement Manager, and part-time Code Enforcement Officer(s) shall be provided the sum of three hundred dollars ($300.00) each year for replacement of work boots.

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SECTION 17. SEVERANCE PROVISION FOR AT-WILL DEPARTMENT HEADS In recognition of the fact that Department Heads serve at the will and pleasure of the City Manager (with City Council concurrence), the City Manager may offer severance pay to any Department Head who is terminated involuntarily or pursuant to a negotiated separation agreement, in an amount not to exceed four months of base salary.

The amount of such severance shall be subject to the following provisions:

1. An employee must have at least twelve (12) months of service as a Department Head with the City.

2. An employee may be eligible for up to four (4) months of base salary based on years of service as a Department Head, as follows:
• 0-12 months - No Severance
• Completion of 12 months - 1 month of severance pay
• Completion of 24 months - 2 months of severance pay
• Completion of 36 months - 3 months of severance pay
• Completion of 48 months - 4 month of severance pay

3. Any severance pay is conditioned on the execution of a full release and waiver as to all employment-related issues by the Department Head.

4. This provision shall not apply to any retirement (either service or disability), death, and/or any voluntary resignation by a Department Head.

SECTION 18. APPEARANCE GUIDELINES
The City’s 2020 Business Attire and Grooming Policy (Non-Sworn) has been updated to provide for a casual Friday. All non-sworn employees are subject to this policy, which is included here as Exhibit B.

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EXHIBIT “A”

WAGE BENEFIT SCHEDULE
Executive Managers
Monthly Rates Effective: 7/1/2024
Step A Step B Step C Step D Step E
Fire Chief $16,217 $21,684
Chief of Police $16,217 $21,684
Community
Development
Director $14,454 $17,569
Finance Director $14,454 $17,569
Human Resources
Director $14,454 $17,569
Parks & Public
Works Director /City
Engineer. $14,454 $17,569
Community Services
Director $12,667 $15,397
Assistant to the City
Manager $9,928 $12,067
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Executive Managers
Monthly Rates Effective: 7/1/2025
Step A Step B Step C Step D Step E
Fire Chief $16,866 $22,551
Chief of Police $16,866 $22,551
Community
Development
Director $15,032 $18,272
Finance Director $15,032 $18,272
Human Resources
Director $15,032 $18,272
Parks & Public
Works Director/ City
Engineer. $15,032 $18,272
Community Services
Director $13,173 $16,013
Assistant to the City
Manager $10,325 $12,550
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Executive Managers
Monthly Rates Effective: 7/1/2026
Step A Step B Step C Step D Step E
Fire Chief $17,541 $23,453
Chief of Police $17,541 $23,453
Community
Development
Director $15,633 $19,003
Finance Director $15,633 $19,003
Human Resources
Director $15,633 $19,003
Parks & Public
Works Director /City
Engineer. $15,633 $19,003
Community Services
Director $13,700 $16,653
Assistant to the City
Manager $10,738 $13,052
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Managers
Monthly Rates Effective: 7/1/2024
Step A Step B Step C Step D Step E
Police
Commander $13,825 $14,516 $15,242 $16,004 $16,804
Fire Division
Chief $13,825 $14,516 $15,242 $16,004 $16,804
Public Works
Manager $9,928 $10,424 $10,945 $11,493 $12,067
Accounting
Manager/
Controller $9,928 $10,424 $10,945 $11,493 $12,067
Library
Manager $9,928 $10,424 $10,945 $11,493 $12,067
Police
Records
Manager $9,928 $10,424 $10,945 $11,493 $12,067
Recreation
Manager $9,928 $10,424 $10,945 $11,493 $12,067
Code
Enforcement
Manager $9,928 $10,424 $10,945 $11,493 $12,067
City Clerk $9,928 $10,424 $10,945 $11,493 $12,067
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Managers
Monthly Rates Effective: 7/1/2025
Step A Step B Step C Step D Step E
Police
Commander $14,378 $15,097 $15,852 $16,644 $17,476
Fire Division
Chief $14,378 $15,097 $15,852 $16,644 $17,476
Public Works
Manager $10,325 $10,841 $11,383 $11,952 $12,550
Accounting
Manager/
Controller $10,325 $10,841 $11,383 $11,952 $12,550
Library
Manager $10,325 $10,841 $11,383 $11,952 $12,550
Police
Records
Manager $10,325 $10,841 $11,383 $11,952 $12,550
Recreation
Manager $10,325 $10,841 $11,383 $11,952 $12,550
Code
Enforcement
Manager $10,325 $10,841 $11,383 $11,952 $12,550
City Clerk $10,325 $10,841 $11,383 $11,952 $12,550
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Managers
Monthly Rates Effective: 7/1/2026
Step A Step B Step C Step D Step E
Police
Commander $14,953 $15,701 $16,486 $17,310 $18,175
Fire Division
Chief $14,953 $15,701 $16,486 $17,310 $18,175
Public Works
Manager $10,738 $11,275 $11,839 $12,430 $13,052
Accounting
Manager/
Controller $10,738 $11,275 $11,839 $12,430 $13,052
Library
Manager $10,738 $11,275 $11,839 $12,430 $13,052
Police
Records
Manager $10,738 $11,275 $11,839 $12,430 $13,052
Recreation
Manager $10,738 $11,275 $11,839 $12,430 $13,052
Code
Enforcement
Manager $10,738 $11,275 $11,839 $12,430 $13,052
City Clerk $10,738 $11,275 $11,839 $12,430 $13,052
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Part-Time Employees
Hourly Rates Effective: 7/1/2024
Step A Step B Step C
Recreation Supervisor $43.50 $45.67 $47.96
Special Projects Coordinator $31.91 $33.51 $35.18
Code Enforcement Officer $36.88 $38.72 $40.66
Police Records Clerk $29.51 $30.99 $32.54
Librarian I $28.62 $30.05 $31.55
Child Development Specialist $25.51 $26.78 $28.12
Professional Intern $23.00 $24.15 $25.35
Assistant Pool Manager $22.32 $23.44 $24.61
Maintenance Assistant $21.51 $22.59 $23.72
Recreation Specialist $20.31 $21.33 $22.39
Water Safety Instructor $20.31 $21.33 $22.39
Library Assistant $20.10 $21.11 $22.16
Library Monitor $19.16 $20.12 $21.13
Police Cadet $18.91 $19.86 $20.85
Library Clerk $17.57 $18.45 $19.37
Library Page $17.36 $18.23 $19.14
Park Attendant $17.36 $18.23 $19.14
Recreation Program Leader $17.36 $18.23 $19.14
Lifeguard $17.36 $18.23 $19.14
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Part-Time Employees
Hourly Rates Effective: 7/1/2025
Step A Step B Step C
Recreation Supervisor $45.24 $47.50 $49.88
Special Projects Coordinator $33.19 $34.85 $36.59
Code Enforcement Officer $38.36 $40.27 $42.29
Police Records Clerk $30.69 $32.23 $33.84
Librarian I $29.76 $31.25 $32.81
Child Development Specialist $26.53 $27.85 $29.25
Professional Intern $23.92 $25.11 $26.37
Assistant Pool Manager $23.22 $24.38 $25.60
Maintenance Assistant $22.38 $23.49 $24.67
Recreation Specialist $21.12 $22.18 $23.29
Water Safety Instructor $21.12 $22.18 $23.29
Library Assistant $20.91 $21.95 $23.05
Library Monitor $19.93 $20.93 $21.97
Police Cadet $19.67 $20.65 $21.68
Library Clerk $18.27 $19.18 $20.14
Library Page $18.05 $18.96 $19.90
Park Attendant $18.05 $18.96 $19.90
Recreation Program Leader $18.05 $18.96 $19.90
Lifeguard $18.05 $18.96 $19.90

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Part-Time Employees
Hourly Rates Effective: 7/1/2026
Step A Step B Step C
Recreation Supervisor $47.05 $49.40 $51.87
Special Projects Coordinator $34.51 $36.24 $38.05
Code Enforcement Officer $39.89 $41.88 $43.98
Police Records Clerk $31.92 $33.52 $35.19
Librarian I $30.95 $32.50 $34.13
Child Development Specialist $27.59 $28.97 $30.42
Professional Intern $24.87 $26.12 $27.42
Assistant Pool Manager $24.15 $25.35 $26.62
Maintenance Assistant $23.27 $24.43 $25.66
Recreation Specialist $21.97 $23.07 $24.22
Water Safety Instructor $21.97 $23.07 $24.22
Library Assistant $21.74 $22.83 $23.97
Library Monitor $20.73 $21.76 $22.85
Police Cadet $20.45 $21.48 $22.55
Library Clerk $19.00 $19.95 $20.95
Library Page $18.78 $19.72 $20.70
Park Attendant $18.78 $19.72 $20.70
Recreation Program Leader $18.78 $19.72 $20.70
Lifeguard $18.78 $19.72 $20.70
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UNREPRESENTED EMPLOYEES

SALARY AND BENEFITS SCHEDULE

PERIOD COVERING
JULY 1, 20224 THROUGH JUNE 30, 20274
AS AMENDED BY RESOLUTION NO. R-23-234-16
SECTION 1. INTRODUCTION
This salary and benefit schedule shall represent the compensation program provided to unrepresented employees of the City of San Marino for the period July 1, 20224 through June 30, 20247. Unrepresented employees include department directors/chiefs, managers, and part-time employees. All full-time unrepresented employees are designated FLSA “exempt.”
SECTION 2. WAGE AND SALARY
SECTION 2.1. ADMINISTRATION OF BASIC COMPENSATION PLAN.

Effective July 1, 2024, July 1, 2025, and July 1, 2026, all classifications shall receive a base salary increase of four (4%) percent each year.

A schedule of job classifications together with salary rate ranges is set forth in Exhibit A and attached hereto. Said salary rates shall be effective as indicated.

Employees with unsatisfactory performance shall not receive a merit increase.

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SECTION 2.2 LONGEVITY PAY.

Years of Service % of Base Salary Per Month
Year 10 2%
Year 15 4%
Year 20 6%
Longevity Pay compensation shall occur the pay period following the completion of the total years of service.

SECTION 2.3. BILINGUAL PAY.

Full-time employees who demonstrates conversational verbal fluency in Cantonese, Taiwanese, Mandarin, and/or Spanish (or any other language as determined by the City Manager) shall receive compensation in the amount of $100 per month. In exchange, the employee agrees to use his/her fluency to communicate and translate as needed. Qualification for bilingual pay shall be subject to successful completion of a proficiency exam as determined by the Human Resources Director. Bilingual pay will start at the beginning of the pay period immediately following the employee's successful completion of a proficiency exam. Biennial requalification will be required for continuation of bilingual pay.

The total number of positions authorized for bilingual pay at any one time is at the discretion of the City Manager.

SECTION 2.4. EDUCATION INCENTIVE PAY.

Full-time employees that possess a degree from an accredited university in a related field that is not required by the job classification or governing agency (i.e. P.O.S.T.) or maintain a license (i.e. CPA or PE) that is not required by the job classification, shall be eligible to recieive Education Incentive Pay as set forth in the table below:

Degree Per Month
Bachelor’s $200
Master’s, CPA, PE $400
The City will provide an Education Incentive Pay only for the highest degree earned. Employees must present a copy of their Degree(s) to the Human Resources Department in order to determine eligibility.

Education Incentive Pay will start at the beginning of the pay period immediately following the employee successfully meeting all of the requirements.

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SECTION 3. TUITION REIMBURSEMENT
Full-time employees are eligible for reimbursement for costs incurred during the fiscal year related to pursuing a formal college degree related to their field of work and subject to prior approval by the City Manager. Costs for books, fees and tuition are eligible for reimbursement. Maximum annual reimbursement is two thousand-five hundred ($2,500.00) dollars per employee. Actual amount may vary based on available funds and the number of members submitting for reimbursement and the total amount requested by applicants.

Maximum annual funds available for the program is five thousand ($5,000.00) dollars. Amount of funds to be dispersed will be established at the end of the fiscal year and will be based on the number of applicants and the total amount requested.

If the total amount requested exceeds five thousand ($5,000.00) dollars, then the two thousand-five hundred ($2,500.00) dollars maximum per applicant will be reduced for all applicants to an amount which will result in a cumulative maximum of five thousand ($5,000.00) dollars. • Example 1 – Five (5) members apply. One (1) for two thousand-five hundred ($2,500.00) dollars and the others for one thousand ($1,000.00) dollars each. The maximum benefit would be reduced to one thousand ($1,000.00) dollars for each applicant.
•
• Example 2 - Three (3) members apply. Two (2) for two thousand-five hundred ($2,500.00) dollars and one (1) for one thousand ($1,000.00) dollars. The maximum benefit would be reduced to two thousand ($2,000.00) dollars for each applicant.

At the time of termination of employment (voluntary or involuntary), any outstanding balance of the loan will be due immediately and payable to the City before the final pay is released.

A maximum of five (5) new Technology Loans will be provided in a fiscal year subject to available funds.

SECTION 54. VEHICLE USE
DEPARTMENT DIRECTORS’ VEHICLE ALLOWANCE
The following Director positions will be provided a two hundred dollars ($200.00) per month car Formatted: Indent: First line: 0.25"
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allowance to compensate employees for the use of their personal vehicles in the performance of, and related to his/her duties:

Community Services Director
Community Development Director
Finance Director
Human Resources Director

Police Chief*
Police Commander
Fire Chief*
Fire Division Chief
Parks and & Public Works Director/City Engineer*
Public Works Manager
*In lieu of assigning a City vehicle, the City Manager may authorize a two hundred dollar ($200.00) per month car allowance to compensate employees for the use of their personal vehicles in the performance of, and related to his/her duties.

The City will provide all maintenance upkeep, fuels, and insurance on the assigned City vehicle.

Personal use of the assigned City vehicle beyond commuting from home to work and work to home is prohibited, except during those times when the employee is on call. In those cases, the employees personal use is limited to the local area. Any employee issued a City vehicle agrees to hold the City harmless to waive all rights to seek damages for injury to him/herself for personal use of the vehicle. The waiver shall be prepared by the City.

Assignment of a City vehicle may be revoked or modified by the City Council, City Manager, or respective department without recourse by the employee.

MILEAGE REIMBURSEMENT
Employees required to use their own vehicles for City business may be reimbursed for mileage at the rate established by the Internal Revenue Service.

SECTION 56. RETIREMENT
Employees eligible for participation in the CalPERS Retirement system shall be subject to the following rules. Employees not deemed eligible for membership in the CalPERS system shall participate in Formatted: Font: Bold, Underline
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PARS.

NEW MEMBERS
The Public Employees’ Pension Reform Act of 2013 (PEPRA) defines a “new member” as any of the following:
• A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any California public retirement system. • A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system. • A member who first established CalPERS membership prior to January 1, 2013, and who is rehired by a different CalPERS employer after a break in service of greater than six months.

CLASSIC MEMBERS
CalPERS refers to all members that do not fit within the definition of a new member as “cClassic Mmembers.”
FIRE MANAGERS:

Effective January 1, 2013, the employees’ retirement formula shall be determined by a three-tier system:

2.7% @ 57 formula. Once the new tier is effective, all current Fire PEPRA employees will be transferred from the 2% @ 57 formula to the 2.7% @ 57 formula and all new Fire PEPRA employees will be enrolled in this new tier. The required employee contribution for new members is adjusted periodically by CalPERS.

POLICE MANAGERS:

Effective January 1, 2013, the employees’ retirement formula shall be determined by a three-tier system:

Tier 1: For Classic Members hired by the City before November 18, 2012, the City has contracted with Formatted: Indent: First line: 0.25", Space After: 12 pt Formatted: Space Before: 12 pt
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PERS to provide 3% at 50 Retirement Benefit with the single highest one-year salary calculated as final compensation. Employees shall pay the entire portion of the required 9% employee contribution on behalf of the employee to CalPERS.

MISCELLANEOUS (NON-SWORN) MANAGERS:

Effective January 1, 2013, the employees’ retirement formula shall be determined by a three-tier system:

DEFERRED COMPENSATION
Effective July 1, 20224, all non-sworn full-time employees shall be eligible for a dollar-for-dollar matching contribution to the City-sponsored deferred compensation program, up to a maximum City contribution of two hundred dollars ($1200.00) per month. Effective July 1, 2022, all sworn full-time Police employees assigned to the Tier 3 Retirement formula (also known as “the PEPRA Tier”) shall be eligible for a dollar-for-dollar matching contribution to the City-sponsored deferred compensation program, up to a maximum of one hundred seventy-five ($175.00) dollars per month.

SECTION 67. MEDICAL AND OTHER HEALTH BENEFITS
(a) SECTION 7.1. FLEXIBLE MEDICAL BENEFITS.

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Effective February 1, 2009 the City of San Marino commenced participation in the Public Employees’ Medical and Hospital Care Act, Government Code Sections 22750 et. seq. The employer contribution for annuitants shall at all times equal employer contribution paid for active employees. Medical benefits shall be under the PERS medical program.
(b) SECTION 7.2. OTHER HEALTH BENEFITS.

1. Submit adequate written proof of medical coverage;

2. Provide the City with no less than thirty (30) days written notice before any such medical coverage is canceled; and

3. Execute a liability and hold harmless release form removing the City from all liability resulting from medical coverage or the lack thereof.
(d) SECTION 7.4. CITY CONTRIBUTION.

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For a two-year termThrough June 30, 2027, the City of San Marino commits to fully funding the cost of the insurances or until the resolution is amended; whichever is later as noted above for the employee and all eligible dependents, capped at the rates for the Los Angeles County region of medical coverage.

Effective January 1, 2023, the City of San Marino shall contribute the following flat rates per month on behalf of each currently active employee to the “FFBP”:

No Coverage Elected for Medical Insurance: $ 831.94
Employee Only Coverage Elected for Medical Insurance: $ 831.94 Employee +1 Dependent Coverage Elected for Medical Insurance: $1,875.10 Employee + 2 or More Dependents Coverage Elected for Medical Insurance: $2,537.36 Effective January 1, 2024, the City will fully fund the same insurances noted above, recalculating the amounts based on insurance premium increases.

In 2019, the City of San Marino discontinued the practice of permitting the unused amount of the FFBP to be cashed out by current and/or new employees. Only employees who were cashing out at the time of the previous MOU adoption were permitted to continue. That policy continues in this MOU. The employees who continue to have a cash-out amount are now part of this “Legacy Cash Out Program.” Said cash-out shall not be compensable to CalPERS as salary pursuant to California Code of Regulations, Chapter 2, Article 5, Section 572 (2CCR571). As before, all cash-out amounts are capped and shall never increase from the current amounts, but may decrease, as follows.

For example, if an employee’s insurance costs increase by fifty dollars and seventy-five ($50.75) cents per month, that employee’s cash-out will reduce by fifty dollars and seventy-five ($50.75) cents per month.

Effective July 1, 2022, any reduction becomes the new maximum cash-out amount for the employee and may decrease again in the future, but never increase.

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Retirees, who have retired under a PERS retirement program after a minimum of five (5) years of full-time employment with the City or who have been authorized by the City Manager, shall be eligible to participate in the PERS medical program, the dental program and the vision plan provided by the City for current employees as provided in this Article.

Employees that retired prior to July 1, 2024 Retirees shall be provided two hundred seventy-five ($275.00) dollars per month to be used for payment toward the medical and health benefits contained herein.

If a retiree selects a program(s) in excess of the amount provided by the City, the Retiree shall be responsible for paying the balance due. Should the retiree select a program(s) costing less than the amount provided by the City or elect not to have any coverage, the employee shall have no rights to the balance available.

The City shall increase the contribution available to retirees by the amount required by the PERS medical program.

Employees that retire after July 1, 2024Retirees shall be provided the following retiree medical contributions based on years of service with the City of San Marino: $275 per month, Years of Service Amount Per Month
5-10 Years $400
11-20 Years $600
21+ Years $800
The medical contribution is to be used for payment toward the medical and health benefits contained herein. If a retiree selects a program(s) in excess of the amount provided by the City, the Retiree shall be responsible for paying the balance due. Should the retiree select a program(s) costing less than the amount provided by the City or elect not to have any coverage, the employee shall have no rights to the balance available.

The City shall increase the contribution available to retirees by the amount required by the PERS medical program.
(g) SECTION 7.7. LONG TERM DISABILITY INSURANCE.

The City shall provide a Long- Term Disability (LTD) insurance program for affected employees. The cost for said LTD insurance shall be paid by the employee from the monthly City contribution noted earlier in this Section. All affected employees shall be required to participate in the Long- Term Disability insurance program.

The Short/Long- Term Disability program shall be with a thirty (30) day elimination period up to age

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(h) SECTION 7.8. LIFE INSURANCE.

All affected employees shall be required to participate in the life insurance program. An employee may buy additional life insurance at their own cost.
(i) SECTION 7.9. PART-TIME EMPLOYEE PARTICIPATION.

SECTION 87. NON-SWORN WORK SCHEDULES
Effective March 1, 2020, the following work schedule shall take effect for full-time non-sworn employees unless otherwise modified by the City Manager.

Monday-Thursday 7:00 a.m. to 5:00 p.m.

Friday 7:00 a.m. to 11:00 a.m.

Affected Employees Include:
• City Hall:
o Accounting Manager/Controller
o Assistant to the City Manager/ Community Engagement Manager o City Clerk
o Code Enforcement Manager
o Community Development Director
o Finance Director
o Human Resources Manager and/or Director
• Community Services:
o Community Services Director
o Recreation Manager
o Library Manager
• Police:
o Police Records Manager
• Public Works:
o Parks and & Public Works Director/City Engineer
o Public Works Manager
Exceptions:
• Library Manager: Monday through Friday 9:00 a.m to 6:00 p.m.

SECTION 89. HOLIDAYS
All full-time employees shall be entitled to the following eleven twelve (121) holidays as days off with Formatted: Space After: 12 pt
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pay:
o New Year's Day
o President's Day
o Martin Luther King Jr. Day
o Memorial Day
o Fourth of July
o Labor Day
o Veteran's Day
o Thanksgiving Day
o Friday after Thanksgiving
o Christmas Eve
o Christmas Day
o New Year's Eve
A holiday is equivalent to the number of hours the employee is normally scheduled to work. Full-time exempt employees required by the City Manager to work a holiday may (on an hour-for-hour basis up to a maximum of one full day) credit those working hours to their Holiday Earned accrual account or use the equivalent number of hours by June 30thwithin that same pay period, subject to their supervisor’s approval of the day off.

SECTION 9.1. FLOATING HOLIDAY.

Full-time employees shall have one (1) floating holiday per calendar year on a use it or lose it basis.

A floating holiday is equivalent to the number of hours the employee is normally scheduled to work. The date of the floating holiday may be selected by the employee but shall be subject to prior approval by their supervisor who shall consider the request of the employee and the needs of the City.

SECTION 910. SICK LEAVE
SECTION 10.1. FULL-TIME EMPLOYEES SICK LEAVE.

Sick leave shall be used solely for:
• Diagnosis, care or treatment of an existing health condition or preventative care for an employee or an employee’s family member(s). Family member includes parent (including step-parent), child (including step-child), spouse, registered domestic partner, parent-in-law, sibling, grandchild, or grandparent.
• To obtain relief or services related to being a victim of domestic violence, sexual assault, or stalking as described in Labor Code Section 230(c) and 230.1(a).

In the event an employee experiences a catastrophic illness, the employee may be credited donated sick leave hours from other employees’ sick leave accruals upon prior approval of the Human Resources Director. The employee must first exhaust all their sick and vacation leave prior to receiving any sick leave donation. Catastrophic leave will be approved upon presentation of a “medical certification of a serious health condition.”
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not to exceed ten (10) hours per month, up to a maximum of two-hundred and forty (240) hours. Upon reaching the maximum accrual allowed, accrued hours received above the maximum shall be placed in a “bank,” only to be used in the event of a catastrophic illness with the approval of the Human Resources Director.

Employees requesting time off under this policy shall provide as much advance notice as possible to their immediate supervisor by submitting a “Leave Request” form. . An employee who has been absent from work due to illness shall complete a "Leave Request" form on the day he/she returns to work indicating the date, times and nature of illness. Newly-hired full-time employees shall receive sixty (60) hours of sick leave time on the date of initial hire as an advance for accruals, and shall be eligible to begin the monthly accrual provided for herein beginning the first day of the month following completion of six (6) months of employment.

Full-time employees leaving employment with the City for any reason within the first six (6) months of employment, having received an advance for accruals of sick leave time and having used said sick leave time at a rate greater than ten (10) or twelve (12) hours as applicable of sick leave time off for each month of actual employment during the six (6) month period of the advance, shall have the amount of sick leave time off in excess of ten (10) or twelve (12) hours per month deducted from the employee's final payroll on an hour for hour basis at the employee's hourly salary rate at the time of separation.

No portion of this Section shall be deemed to prevent an employee from utilizing other accrued leave time, if available, for the purpose of medical or sick leave.

Accruals will be based on balances during the last pay period of each fiscal year. Employees shall have no vested rights in the accrued sick leave time upon termination with the City.

SECTION 10.2. PART-TIME EMPLOYEES SICK LEAVE.

1. Diagnosis, care, or treatment of an existing health condition of the employee or the employee’s family member,

2. Preventive care for the employee or the employee's family member;

3. For an employee who is a victim of domestic violence, sexual assault, or stalking. “Family Member” for purposes of this policy includes parent (including step-parent and parent-inlaw), child (including step-child), spouse, registered domestic partner, sibling, grandparent, and grandchildren. Employees requesting time off under this policy shall provide as much advance notice as possible to their immediate supervisor by submitting a “Leave Request” form.

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Employees may use accrued Sick Leave only after completing ninety (90) days of employment with the City. Employees who work less than ninety (90) days with the City are not entitled to use any Sick Leave.

The days worked for the City, by an employee who separates from the City and is rehired within twelve (12) months from the date of separation, will count toward the ninety (90) day qualification period. Additionally, the paid sick leave law requires that an employee’s unused sick leave be restored to them if they return to the same employer within twelve (12) months from their previous separation.

Unused sick leave shall not be carried over to the following fiscal year.

SECTION 110. BEREAVEMENT LEAVE
On the death of a member of an employee's immediate family; meaning spouse, natural or adopted child, step-child, grandchild, brother, sister, parent, grandparent, parent-in-law, brother-in-law or sister-inlaw, step-parent, step-brother, step-sister, or other relative living in the same household, the full-time or parttime employee shall be granted up to five (5) days of bereavement leave for each qualifying occurrence. Only full-time employees are eligible for paid bereavement leave. The five (5) days of bereavement leave do not have to be taken consecutively; leave can be intermittent. The employee must take the bereavement leave within three (3) months of the date of the family member’s death. Employees must provide documentation to support the leave to the Human Resources Department within thirty (30) days of the first day of leave. as follows:
(a)
If the death occurred within a two hundred (200) mile radius of the City of San Marino, the employee shall be granted up to three (3) days bereavement leave, at the number of hours that employee is typically scheduled for on those days.
(b) If the death occurred outside a two hundred (200) mile radius of the City of San Marino, the employee shall be granted up to five (5) days bereavement leave, at the number of hours that employee is typically scheduled for on those days.

Upon request, the City Manager may grant paid bereavement leave in excess of the leave provided herein.

SECTION 112. VACATION LEAVE
All full-time unrepresented employees shall accrue vacation leave in accordance with the following formula:
(a) 79.5 hours for each month during the first (1st) through fifth (5th) year of employment (90114.0 hours annually).
(b) 810.0 hours for each month during the sixth (6th) year of employment (96120.0 hours annually). (c) 911.0 hours for each month during the seventh (7th) year of employment (108132.0 hours annually).
(d) 9.11.5 hours for each month during the eighth (8th) year of employment (114138.0 hours annually).

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(e) 120.0 hours for each month during the ninth (9th) through the nineteenth (14th) year of employment (120144.0 hours annually).
(f) 131.5 hours for each month during the fifteenth (15th) through the nineteenth (19th) year of employment (138 162 hours annually).
(g) 153.5 hours for each month during the twentieth (20th) through the twenty-fifth (25th) year of employment (162186.0 hours annually).
(h) 175.0 hours for each month beginning with the twenty-sixth (26th) year of employment (180204.0 hours annually).

If the anniversary date is the sixteenth (16th) of the month the higher rate shall begin with the first (1st) day of the following month.

SECTION 12.1 VACTION LEAVE CREDIT FOR DIRECTORS
At the City Manager’s discretion, Directors shall be eligible to receive service credit for prior paid public service for the purpose of determining their annual vacation leave accrual rate. At no time shall Directors receive more than ten (10) years’ service credit. To establish prior paid public service credit, the Human Resources Department will verify the years of service with CalPERS or other public agency retirement system and subject to approval by the City Manager.

SECTION 123. ADMINISTRATIVE LEAVE
All full-time unrepresented employees shall be eligible for administrative leave in recognition of the additional hours required in performance of their duties. Administrative leave shall be taken only upon the approval of the City Manager. Administrative leave shall be accrued at the end of the first pay period beginning after July 1st of each year and shall not be carried beyond the fiscal year in which it is accrued, and remaining administrative leave time shall not be compensated. Admin leave does not rollover from year to year and the the payment at termination only applies to the admin leave that is accrued, and unused, during the calendar/fiscal year of the termination
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SECTION 13.1 ADMINISTRATIVE LEAVE FOR DIRECTORS
Each July, Directors willmay be credited up to one hundred (100) hours of Administrative Leave at the discretion of the City Manager. Administrative Leave does not rollover from year to year and the payment at termination only applies to the Administrative Leave that is accrued, and unused, during the fiscal year of the termination.

SECTION 13.2 ADMINISTRATIVE LEAVE FOR FULL-TIME MANAGEMENT EMPLOYEES Employees Each July, full-time management employees may accrue up to willmay be credited up to eighty (80) hours of aAdministrative lLeave annually at the discretion of the City Manager. . Any unused accrued administrative leave shall be paid out to an employee upon separation from City employment. Administrative Leave does not rollover from year to year and the payment at termination only applies to the Administrative Leave that is accrued, and unused, during the fiscal year of the termination.

SECTION 134. OTHER LEAVES OF ABSENCE
Full-time employees may be eligible for absence without pay for periods of up to thirty (30) days upon approval of the City Manager.

Full-time employees may be eligible for absence with or without pay for a period of not more than one (1) year upon approval of the City Manager and the City Council.

SECTION 145. PROBATION UPON APPOINTMENT
Department dDirector and part-time employees are designated as “at-will.” All other unrepresented employees who are not at-will and are appointed from outside City employment shall be subject to a twelve (12) month probationary period following their appointment to a management position, unless extended or shortened by the City Manager for no more than six months in either direction. An unrepresented not at-will current City employee who is promoted shall serve a six (6) month probationary period, unless extended or shortened by the City Manager for no more than six months in either direction.

SECTION 156. UNIFORMS
Unrepresented Eemployees required to regularly wear a uniform regularly as part of their duties for the City shall have the uniforms provided by the City, unless otherwise specified below.

The Fire Chief and Fire Division Chief(s) shall be provided the sum of two hundred dollars ($200.00) each year for maintenance of regular fire uniforms.

The Police Chief and Police Commanders shall be provided the sum of one thousand dollars ($1000.00) each year for maintenance and purchase of police uniforms.

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shall be provided the sum of three hundred dollars ($300.00) each year for replacement of work boots.

SECTION 167. SEVERANCE PROVISION FOR AT-WILL DEPARTMENT HEADS In recognition of the fact that Department Heads serve at the will and pleasure of the City Manager (with City Council concurrence), the City Manager shall may offer severance pay to any Department Head who is terminated involuntarily or pursuant to a negotiated separation agreement, in an amount not to exceed four months of base salary.

The amount of such severance shall be subject to the following provisions:

1. An employee must have at least twelve (12) months of service as a Department Head with the City.

2. An employee may be eligible for up to four (4) months of base salary based on years of service as a Department Head, as follows:

2. • 0-12 months - No Severance
• Completion of 12 months - 1 month of severance pay
• Completion of 24 months - 2 months of severance pay
• Completion of 36 months - 3 months of severance pay
• Completion of 48 months - 4 month of severance pay
•

3. Any severance pay is conditioned on the execution of a full release and waiver as to all employmentrelated issues by the Department Head.

4. This provision shall not apply to any retirement (either service or disability), death, and/or any voluntary resignation by a Department Head.

SECTION 17. ARPA (COVID-19) BONUS
All full-time employees employed by the City on January 3, 2023, shall receive a one-time bonus of $100 for each month employed by the City from March 2020 through June 2022. The total amount received shall not exceed twenty-eight hundred dollars ($2800) in total and will be prorated in general and for partial months.

SECTION 188. APPEARANCE GUIDELINES
The City’s 2020 Business Attire and Grooming Policy (Non-Sworn) has been updated to provide for a casual Friday. All non-sworn employees are subject to this policy, which is included here as Exhibit B.

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PAGE 364 of 885
EXHIBIT “A”

WAGE BENEFIT SCHEDULE
Executive Managers
Monthly Rates Effective: 10/4/20227/1/2024
Step A Step B Step C Step D Step E
Fire Chief
$14,994
$16,217
$20,048
$21,684
Chief of Police
$14,994
$16,217
$18,225
$21,684
Community
Development
Director
$13,363
$14,454
$16,244
$17,569
Finance Director
$13,363
$14,454
$16,244
$17,569
Human Resources
Director
$13,363
$14,454
$16,244
$17,569
Parks & Public
Works Director
Dir./City Engineer.
$13,363
$14,454
$16,244
$17,569
Community Services
Director
$11,711
$12,667
$14,235
$15,397
Assistant to the City
Manager
$9,179 $9,928 $11,157
$12,067
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PAGE 365 of 885
Executive Managers
Monthly Rates Effective: 7/1/20253
Step A Step B Step C Step D Step E
Fire Chief
$15,594
$16,866
$20,850
$22,551
Chief of Police
$15,594
$16,866
$20,850
$22,551
Community
Development
Director
$13,898
$15,032
$16,893
$18,272
Finance Director
$13,898
$15,032
$16,893
$18,272
Human Resources
Director
$13,898
$15,032
$16,893
$18,272
Parks & Public
Works Director/./
City Engineer.
$13,898
$15,032
$16,893
$18,272
Community Services
Director
$12,180
$13,173
$14,805
$16,013
Assistant to the City
Manager
$9,546
$10,325
$11,603
$12,550
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PAGE 366 of 885
Executive Managers
Monthly Rates Effective: 10/4/20227/1/2026
Step A Step B Step C Step D Step E
Fire Chief $17,541 $23,453
Chief of Police $17,541 $23,453
Community
Development
Director $15,633 $19,003
Finance Director $15,633 $19,003
Human Resources
Director $15,633 $19,003
Parks & Public
Works Director
Dir./City Engineer. $15,633 $19,003
Community Services
Director $13,700 $16,653
Assistant to the City
Manager $10,738 $13,052
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PAGE 367 of 885
Managers
Monthly Rates Effective: 7/1/20242
Step A Step B Step C Step D Step E
Police
Commander
$12,782
$13,825
$13,421
$14,516
$14,092
$15,242
$14,797
$16,004
$15,536
$16,804
Fire Division
Chief
$12,782
$13,825
$13,421
$14,516
$14,092
$15,242
$14,797
$16,004
$15,536
$16,804
Public Works
Manager $9,179$9,928 $9,638$10,424
$10,120
$10,945
$10,626
$11,493
$11,157
$12,067
Accounting
Manager/
Controller $9,179$9,928 $9,638$10,424
$10,120
$10,945
$10,626
$11,493
$11,157
$12,067
Library
Manager $9,179$9,928 $9,638$10,424
$10,120
$10,945
$10,626
$11,493
$11,157
$12,067
Police Records
Manager $9,179$9,928 $9,638$10,424
$10,120
$10,945
$10,626
$11,493
$11,157
$12,067
Recreation
Manager $9,179$9,928 $9,638$10,424
$10,120
$10,945
$10,626
$11,493
$11,157
$12,067
Code
Enforcement
Manager $9,179$9,928 $9,638$10,424
$10,120
$10,945
$10,626
$11,493
$11,157
$12,067
City Clerk $9,179$9,928 $10,424$9,638
$10,120
$10,945
$10,626
$11,493
$11,157
$12,067
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PAGE 368 of 885
Managers
Monthly Rates Effective: 7/1/20253
Step A Step B Step C Step D Step E
Police
Commander
$13,293
$14,378
$13,958
$15,097
$14,656
$15,852
$15,388
$16,644
$16,158
$17,476
Fire Division
Chief
$13,293
$14,378
$13,958
$15,097
$14,656
$15,852
$15,388
$16,644
$16,158
$17,476
Public Works
Manager $9,546$10,325
$10,023
$10,841
$10,524
$11,383
$11,051
$11,952
$11,603
$12,550
Accounting
Manager/
Controller $9,546$10,325
$10,023
$10,841
$10,524
$11,383
$11,051
$11,952
$11,603
$12,550
Library
Manager $9,546$10,325
$10,023
$10,841
$10,524
$11,383
$11,051
$11,952
$11,603
$12,550
Police Records
Manager $9,546$10,325
$10,023
$10,841
$10,524
$11,383
$11,051
$11,952
$11,603
$12,550
Recreation
Manager $9,546$10,325
$10,023
$10,841
$10,524
$11,383
$11,051
$11,952
$11,603
$12,550
Code
Enforcement
Manager $9,546$10,325
$10,023
$10,841
$10,524
$11,383
$11,051
$11,952
$11,603
$12,550
City Clerk $9,546$10,325
$10,023
$10,841
$10,524
$11,383
$11,051
$11,952
$11,603
$12,550
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Managers
Monthly Rates Effective: 7/1/2026
Step A Step B Step C Step D Step E
Police
Commander $14,953 $15,701 $16,486 $17,310 $18,175
Fire Division
Chief $14,953 $15,701 $16,486 $17,310 $18,175
Public Works
Manager $10,738 $11,275 $11,839 $12,430 $13,052
Accounting
Manager/
Controller $10,738 $11,275 $11,839 $12,430 $13,052
Library
Manager $10,738 $11,275 $11,839 $12,430 $13,052
Police Records
Manager $10,738 $11,275 $11,839 $12,430 $13,052
Recreation
Manager $10,738 $11,275 $11,839 $12,430 $13,052
Code
Enforcement
Manager $10,738 $11,275 $11,839 $12,430 $13,052
City Clerk $10,738 $11,275 $11,839 $12,430 $13,052
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PAGE 370 of 885
Part-Time Employees
Hourly Rates Effective: 7/1/20242
Step A Step B Step C
Recreation Supervisor $40.2143.50 $42.2245.67 $44.3347.96 Special Projects Coordinator $31.91 $33.51 $35.18
Code Enforcement Officer $34.1036.88 $35.8038.72 $37.5940.66 Police Records Clerk $27.2929.51 $28.6530.99 $30.0932.54 Librarian I $28.62 $30.05 $31.55
Child Development Specialist $23.5825.51 $24.7626.78 $26.0028.12 Professional Intern $21.2623.00 $22.3324.15 $23.4425.35 Assistant Pool Manager $20.6422.32 $21.6723.44 $22.7624.61 Maintenance Assistant $19.8921.51 $20.8922.59 $21.9323.72 Recreation Specialist $18.7820.31 $19.7221.33 $20.7022.39 Water Safety Instructor $18.7820.31 $19.7221.33 $20.7022.39 Library Assistant $18.5920.10 $19.5121.11 $20.4922.16
Library Monitor $17.7219.16 $18.6020.12 $19.5321.13
Police Cadet $17.4818.91 $18.3619.86 $19.2820.85
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Library Clerk $16.2417.57 $17.0518.45 $17.9119.37
Library Page $16.0517.36 $16.8518.23 $17.7019.14
Park Attendant $16.0517.36 $16.8518.23 $17.7019.14
Recreation Program Leader $16.0517.36 $16.8518.23 $17.7019.14 Lifeguard $16.0517.36 $16.8518.23 $17.7019.14
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Part-Time Employees
Hourly Rates Effective: 7/1/20253
Step A Step B Step C
Recreation Supervisor $41.8245.24 $43.9147.50 $46.1149.88 Special Projects Coordinator $33.19 $34.85 $36.59
Code Enforcement Officer $35.4638.36 $37.2340.27 $39.0942.29 Police Records Clerk $28.3730.69 $29.7932.23 $31.2833.84 Librarian I $29.76 $31.25 $32.81
Child Development Specialist $264.53 $25.7527.85 $27.0429.25 Pool Manager $24.53 $25.75 $27.04
Professional Intern $22.1123.92 $23.2225.11 $24.3826.37 Assistant Pool Manager $21.4723.22 $22.5424.38 $23.6725.60 Maintenance Assistant $20.6922.38 $21.7223.49 $22.8124.67 Recreation Specialist $19.5321.12 $20.5122.18 $21.5323.29 Water Safety Instructor $19.5321.12 $20.5122.18 $21.5323.29 Library Assistant $19.3320.91 $20.3021.95 $21.3123.05
Library Monitor $18.4319.93 $19.3520.93 $20.3121.97
Police Cadet $18.1819.67 $19.0920.65 $20.0521.68
Library Clerk $16.8918.27 $17.7419.18 $18.6220.14
Library Page $16.6918.05 $17.5318.96 $18.4019.90
Park Attendant $16.6918.05 $17.5318.96 $18.4019.90
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PAGE 373 of 885
Recreation Program Leader $16.6918.05 $17.5318.96 $18.4019.90 Lifeguard $16.6918.05 $17.5318.96 $18.4019.90
Part-Time Employees
Hourly Rates Effective: 7/1/2026
Step A Step B Step C
Recreation Supervisor $47.05 $49.40 $51.87
Special Projects Coordinator $34.51 $36.24 $38.05
Code Enforcement Officer $39.89 $41.88 $43.98
Police Records Clerk $31.92 $33.52 $35.19
Librarian I $30.95 $32.50 $34.13
Child Development Specialist $27.59 $28.97 $30.42
Professional Intern $24.87 $26.12 $27.42
Assistant Pool Manager $24.15 $25.35 $26.62
Maintenance Assistant $23.27 $24.43 $25.66
Recreation Specialist $21.97 $23.07 $24.22
Water Safety Instructor $21.97 $23.07 $24.22
Library Assistant $21.74 $22.83 $23.97
Library Monitor $20.73 $21.76 $22.85
Police Cadet $20.45 $21.48 $22.55
Library Clerk $19.00 $19.95 $20.95
Library Page $18.78 $19.72 $20.70
Park Attendant $18.78 $19.72 $20.70
Recreation Program Leader $18.78 $19.72 $20.70
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Lifeguard $18.78 $19.72 $20.70
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PAGE 375 of 885
RESOLUTION NO. R-24-20

A RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF SAN MARINO, CALIFORNIA, APPROVE EMPLOYEE

CONTRIBUTIONS TO THE IAFF MEDICAL EXPENSE
REIMBURSEMENT PLAN EFFECTIVE JULY 1, 2024
WHEREAS, firefighter employees of the City of San Marino (the “City”), who are in the bargaining unit represented by IAFF Local 3626, participate in the IAFF Medical Expense Reimbursement Plan (the “Plan”), which provides reimbursement for medical expenses for retired fire fighters who meet the eligibility rules of the Plan; and WHEREAS, IAFF Local 3626 employees participate in the Plan through employee contributions under the City of San Marino and San Marino Firefighters’ Association (the “FFA”) Representing San Marino Fire Fighters, Local 3626 Memorandum of Understanding (the “CBA”); and
WHEREAS, certain firefighter employees, who have promoted out of IAFF Local 3626, have requested to continue participation in the Plan through mandatory employee contributions after their promotion; and
WHEREAS, the governing body of the City of San Marino has the authority to require mandatory deductions from employee payroll as part of the employees’ compensation package, for contributions to such Plan to correspond to the CBA of the Local, as stated herein:

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SAN MARINO, CALIFORNIA, DOES HEREBY FIND, DETERMINE, AND RESOLVE AS FOLLOWS:

SECTION 1. That all of the above recitals are true and correct; SECTION 2. “Promoted Employee” is defined as an employee, who previously participated in the Plan or promotes out of the IAFF Local 3626 bargaining unit on or after July 1, 2024.

SECTION 3. The City shall implement a mandatory payroll deduction for each Promoted Employee to be deposited pre-tax with the Washington State Council of Fire Fighters Benefit Trust (the “Trust”). This amount shall be adjusted whenever, and in the same amount, the contribution amount in the CBA between the City and IAFF Local 3626 is adjusted.

SECTION 4. That upon retirement and/or annually the City shall transfer to the Trust pre-tax 0% of the [sick and/or vacation] leave payout that the Promoted Employee is entitled to based upon the Promoted Employee’s rate of pay immediately preceding retirement. This percentage shall match the percentage in the CBA between the City and IAFF Local 3626 and shall be adjusted whenever, and in the same amount, the leave transfer in the CBA is adjusted.

PAGE 376 of 885
CITY OF SAN MARINO RESOLUTION NO. R-24-20
PAGE 2 OF 2
SECTION 5. Except as otherwise stated in Sections 3 and 4 hereof, all aspects of the Plan contributions for Promoted Employees, including the timing, manner, and reporting of the contributions will be determined according to the terms of IAFF Local 3626 CBA with the City, as amended from time to time.

SECTION 6. That this Resolution shall take effect upon its adoption by this City Council.

PASSED, APPROVED, AND ADOPTED, at a Regular Meeting of the City Council of the City of San Marino, California, on this 31st day of May, 2024. ______________________________________
STEVEN HUANG, D.D.S., MAYOR

CITY OF SAN MARINO
ATTEST:
__________________________________

ALISON WALKER, CITY CLERK

CITY OF SAN MARINO
PAGE 377 of 885
CITY OF SAN MARINO RESOLUTION NO. R-24-20
PAGE 3 OF 2

STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss.

CITY OF SAN MARINO )
I, Alison Walker, City Clerk of the City of San Marino, California, hereby certify that Resolution No. R-24-20 was adopted by the City Council of the City of San Marino on the 31st day of May 2024, and that the same was adopted by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:
_______________________________________

ALISON WALKER, CITY CLERK

CITY OF SAN MARINO
PAGE 378 of 885
TO: Mayor and City Council
FROM: Philippe Eskandar, City Manager
BY: Terry Shea, Interim Finance Director
DATE: May 31, 2024
SUBJECT: PRESENTATION AND ADOPTION OF THE PROPOSED
OPERATING & CAPITAL BUDGET FOR FISCAL YEAR 2024-
25 STRATEGIC PLAN CRITICAL SUCCESS FACTORS
Efficient, Responsive, and Effective City Services
Fiscally Responsible and Transparent City Government
Safe Community
Well-Maintained Infrastructure
Inviting and Relevant City Facilities
Engaged and Connected Residents

BACKGROUND
The budget process in San Marino begins at the last meeting in January each year; the goal is to adopt the budget by May/June. The continuous improvements made over previous years have yielded successfully adopted budgets each year, with last year’s budget being adopted on June 14, 2023, well in advance of the beginning of the next fiscal year on July 1.

To date, the following actions have positioned the City on the correct path for today’s presentation of the FY 2024-25 proposed operating and capital budget:
• At the January 26, 2024 City Council meeting, staff presented the Fiscal Year 2024-25 budget calendar, gave a FY 2024-25 budget overview, and presented proposed priority initiatives.

Steven W. Huang, DDS, Mayor
Gretchen Shepherd Romey, Vice Mayor
Tony Chou, Council Member
Calvin Lo, Council Member
Steve Talt, Council Member
PAGE 379 of 885
• At the February 23, 2024 City Council meeting, staff presented the FY 2023-24 mid-year review, five-year financial forecast, and long-term financial projection.
• Staff also hosted a budget-focused Town Hall on February 15, 2024 and conducted a community engagement survey (open January 26 through March 3) in order to receive feedback from the community on the proposed priority initiatives.
• At the March 13, 2024 City Council meeting, staff presented more detailed information (including costs) on the FY 2024-25 proposed priority initiatives and received feedback from Council on which items to include in the proposed operating budget.
• At the March 29, 2024 City Council meeting, staff presented the FY 2024-25 Capital Equipment and Construction budget and received feedback from Council on which items to include in the proposed Capital Improvement budget.
• At the April 15, 2024 Library Board of Trustees meeting, staff presented the draft FY 2024-25 Community Services Department Library Division’s budget and received feedback.
• At the April 18, 2024 Recreation Commission meeting staff presented the draft FY 2024-25 Community Services Department Recreation Division’s budget and received feedback.
• At the April 26, 2024 City Council meeting, staff presented a high-level budget summary, anticipated fund balance, and revenue details to help frame the operating budget discussion.

DISCUSSION
Today’s meeting moves us into the final step in the budget process, with the presentation of the City Manager’s Proposed Operating and Capital Budget for FY 2024-25 (Attachment 1). The accompanying budget document incorporates all of the direction given to staff by the City Council at our previous budget meetings. The Proposed Budget document provides the City Council with the comprehensive FY 2024-25 budget, as well as budget details down to the individual line items within each department, individual capital projects, and equipment items. The following are changes that were made to the FY 2024-25 Proposed Budget and the current adopted fee schedule based on direction by the City Council following the budget study sessions.

PAGE 380 of 885
Summary of Budget Revisions
In line with Council direction provided to staff at the April 26, 2024 City Council meeting, the FY 24-25 Budget has gone from showing a $1,386,020 deficit to a $527,293 surplus, for a net change of $1,913,313. The tables below summarize the changes proposed:

Total Expenditure Reductions and Adjustments
$ 967,691
Revenue from Sale of Proposition A Funds 750,000
Reduction in Strike Team Reimbursement Resulting from Less Overtime (50,000) Use of COPS Funds for Police Radio Equipment rather than CIP Funds 116,000 Use of COPS Funds for 2 PD Vehicles rather than CIP Funds 129,622 Total $ 1,913,313

Expenditure Reductions and Adjustments:

City Council $ 3,700
City Attorney 25,000
City Managers' Office 39,328
Finance 12,921
Non-Departmental 500
Human Resources 4,442
Community Development 572,000
Police 111,735
Fire 63,690
Emergency Management 4,000
Parks & Public Works 43,450
Community Services 36,925
Use of Proposition A for Crossing Guards 50,000
Total $ 967,691
Updated the Fee Related to Bus/Van/Valet Parking Permits During the budget adoption, the City Council approves the fee schedule for the upcoming fiscal year. Staff reviewed the fee schedule and is proposing to add a fee related to Bus/Van/Valet Parking Permits. The fee is charged to recover outside services charged by the Police Department for providing PAGE 381 of 885
permits. The proposed fee of $190 is based on the 2013 Fee Study Cost Analysis. This fee will be analyzed and updated as part of the Fee Study to occur in FY 2024-25.

Updated Salary Resolution, Salary Schedule, and adoption of Job Classifications/Specifications Resolution
Additionally, the Salary Resolution (Attachment 4) and Salary Schedule (Attachment 5) have been updated to reflect the proposed positions and includes a 4% COLA for the Executive Team and City Staff, to be approved by Council for FY 2024-25 via Memorandum of Understandings (MOU’s) and a compensation plan for Unrepresented Employees for the period covering July 1, 2024 through June 30, 2027.

Section 02.05.01(D) of the San Marino Municipal Code (“Code”) provides that the City Manager shall prepare salary and benefit schedules for presentation to the City Council. Section 02.05.01(A) of the Code provides that salary and benefits plans for employees are a part of the City’s personnel rules and regulations when approved by resolution of the City Council.

The changes to the Salary Schedule includes adding the new proposed parttime Special Projects Coordinator position to the Salary Schedule. Section

02.05.01 of the Code provides that the City Manager shall prepare position classifications for City employees, and for the City Council to approve the addition of classifications via resolution. A Resolution (Attachment 6) adopting the job classification for the proposed position has been prepared to reflect the new position.

FISCAL IMPACT & PROCUREMENT REVIEW
The proposed operating budget includes $35.6 million in revenues, net transfers in of $.3 million and $35.3 million in expenditures in a balanced budget with a net income of $527K. Revenues are anticipated to decrease by $.6 million or -1.7% while operating expenditures are up $2.3 million or 6.8%.

City staffing is proposed to decrease overall by .61 full-time equivalent (FTE) positions to a total of 139.93 FTEs.

The proposed Capital Equipment and Improvement Budget is $18.2 million and consists of new funding for 16 capital improvement projects ($5.6 million), new funding for 13 capital equipment items ($0.8 million), and PAGE 382 of 885
requests to re-appropriate funds for 24 unfinished projects that were approved by the Council last year ($11.8 million).

The total FY 2024-25 Proposed Budget (Operating and Capital) includes revenues of $39.5 million and total expenditures of $54.9 million.

The unassigned fund balance of the General Fund is projected to grow by $0.55 million to $17.8 million by June 30, 2025, which will be equal to 50.1% of General Fund revenues. The fund balance for the Capital Projects Fund is projected to decline by $12.9 million to $.07 million by June 30, 2025, due to approved capital improvement projects. The Council will decide whether to use the General Fund balance reserves to transfer into the Capital Projects Fund to fund future capital projects at a future City Council meeting.

This report requires no procurement review.

LEGAL REVIEW
The City Attorney's office has reviewed and approved as to form.

RECOMMENDATION
Staff recommends that the City Council adopt Resolution No. R-24-17, adopting the Operating and Capital Budget for Fiscal Year 2024-25, adopt Resolution No. R-24-19, amending Resolution No. R-21-10 to include Fee S073 Bus/Van/Valet Parking Permits, adopt Resolution No. R-24-14, adopting the Salary Schedule for FY 2024-2025, and adopt Resolution No. R-24-15, approving new job classifications for the position of part-time Special Projects Coordinator. If the Council concurs with staff’s recommendation, an appropriate motion would be:
“I move to adopt (1) Resolution No. R-24-17, Adopting the Operating and Capital Budget for the Fiscal Year 2024-25 and Appropriating the Amounts Specified therein from the Funds and for the Purposes Indicated; (2) Resolution No. R-24-19 amending Resolution No. R-21-10 to Include Fee S073 Bus/Van/Valet Parking Permits; (3) Resolution No. R-24-14, Adopting the Salary Schedule for FY 2024-2025; and (4) Resolution No. R-24-15, Approving New Job Classifications for the Position of Part-Time Special Projects Coordinator.”
PAGE 383 of 885

ATTACHMENTS

1. Proposed Operating and Capital Budget for Fiscal Year 2024-25

2. Resolution No. R-24-17 (Draft)

3. Resolution No. R-24-19 (Draft)

4. Resolution No. R-24-14 (Draft)

5. Salary Schedule

6. Resolution No. R-24-15 (Draft)
PAGE 384 of 885
City of San Marino
Fiscal Year
2024
2025
Adopted
Operating
&
Capital
Budget
PAGE 385 of 885

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2 PAGE 386 of 885
City Leaders
City Council Executive Team
Mayor
Steven W. Huang, DDS
City Manager
Philippe Eskandar
Vice-Mayor
Gretchen Shepherd Romey
Interim Finance Director
Terry Shea
Council Member
Tony Chou
Human Resources Director
Lizette Guerrero
Council Member
Calvin Lo
Community Development Director
Isidro Figueroa
Council Member
Steve Talt
Police Chief
John Incontro
Fire Chief Appointed Officials Mario Rueda
Parks & Public Works Director
Amber Shah
City Treasurer
Annie Han
Community Services Director
Cathi Johnson
City Attorney
Joseph Montes
Community Engagement Manager
Nicole Tibbet
3 PAGE 387 of 885

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4 PAGE 388 of 885
City of San Marino
Organizational Chart
Residents
City Council
City Attorney City Manager City Treasurer
Community
Development City Manager’s Office
Community Services Finance
Fire Human Resources
Parks & Public Works Police
5 PAGE 389 of 885

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Table of Contents
City Manager’s Transmittal Letter .....................................................................................................................13 City Manager’s Transmittal Letter – Translated into Mandarin...........................................PENDING Five-Year Forecast – General and Public Safety Funds............................................................................31 Five-Year Forecast – Capital Projects Fund....................................................................................................33 Citywide Financial Policies Compliance...........................................................................................................35 Financial Summaries .................................................................................................................................................41 Summary of Revenues, Expenditures, and Changes in Fund Balances................................................42 Summary Schedule of Revenues by Fund.......................................................................................................45 Detail Schedule of Revenues by Fund ..............................................................................................................46 Summary Schedule of Expenditures by Fund................................................................................................53 Summary Schedule of Expenditures by Department & Type..................................................................54 Schedule of Department Expenditures by Fund...........................................................................................57 Schedule of Transfers Between Funds..............................................................................................................59 Cost Recovery – General, Public Safety and 4th of July Event Funds.....................................................61 Summary of Authorized Positions......................................................................................................................65 Total Compensation by Position Classification.............................................................................................67 Operating Budget
City Council.................................................................................................................................................................73 City Attorney ..............................................................................................................................................................77 City Manager’s Office..............................................................................................................................................81 El Molino Viejo (The Old Mill) ...................................................................................................................89 Finance Department................................................................................................................................................93 Non-Departmental .....................................................................................................................................103 Human Resources Department........................................................................................................................107 Community Development Department.........................................................................................................117 Police Department ................................................................................................................................................127 Fire Department.....................................................................................................................................................135 Emergency Management.........................................................................................................................145 Parks and Public Works Department .............................................................................................................149 Parks and Public Works Administration...................................................................................................158 7 PAGE 391 of 885
Fleet........................................................................................................................................................................160 Sewer.....................................................................................................................................................................161 Streets ...................................................................................................................................................................162 Parks ......................................................................................................................................................................164 Grounds................................................................................................................................................................166 Building Maintenance .....................................................................................................................................167 Community Services Department....................................................................................................................169 Community Services Administration .........................................................................................................177 Recreation............................................................................................................................................................183 Recreation Administration.......................................................................................................................186 Aquatics .........................................................................................................................................................188 Youth................................................................................................................................................................189 Adult.................................................................................................................................................................191 Community Events......................................................................................................................................192 Contract Classes ..........................................................................................................................................194 Facilities & Rentals......................................................................................................................................195 Library....................................................................................................................................................................197 Library Administration...............................................................................................................................200 Adult Services...............................................................................................................................................202 Childrens’ Services......................................................................................................................................204 Processing......................................................................................................................................................205 Circulation......................................................................................................................................................206 Capital Budgets.........................................................................................................................................................207 Capital Equipment Budget.................................................................................................................................209 Capital Construction Budget.............................................................................................................................243 Appendices..................................................................................................................................................................277 Legal Requirements and Budget Policies.....................................................................................................279 Budget Calendar ....................................................................................................................................................280 Fund Descriptions..................................................................................................................................................281 Community Profile ................................................................................................................................................285 City Map....................................................................................................................................................................286 History of San Marino..........................................................................................................................................287 8 PAGE 392 of 885
San Marino’s City Seal .........................................................................................................................................288 Summary of Audited Financial Statements – Last Five Years................................................................289 Summary of Citywide Net Position – Last Five Years...............................................................................291 Summary of General Fund Balance Sheets – Last Five Years................................................................292 Summary of General Fund “Income Statements” – Last Five Years....................................................293 The Property Tax in San Marino.......................................................................................................................294 The Public Safety Parcel Tax..............................................................................................................................297 Budget Adoption Resolution.............................................................................................................................298 Gann Appropriations Limit Resolution..........................................................................................................300 Gann Appropriations Limit Calculation ........................................................................................................302 Implications of the Gann Appropriations Limit..........................................................................................303 Schedule of Fees for Services – Fiscal Year 2024-25................................................................................305 Glossary ....................................................................................................................................................................313 5-Year Capital Equipment and Improvement Plan...................................................................................323 9 PAGE 393 of 885

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10 PAGE 394 of 885
Transmittal Letter
11 PAGE 395 of 885

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12 PAGE 396 of 885
City Manager’s Transmittal Letter
May 31, 2024
Honorable Mayor and City Council,
I am pleased to present the Fiscal Year (FY) 2024-25 Proposed Operating and Capital Budget for the City of San Marino. This document serves as the City’s financial plan for the upcoming year and demonstrates the City Council’s priorities for providing programs, projects, and services to this great community.

The Strategic Plan, adopted by the City Council in April 2018, served as a foundation for the development of this Budget. The Strategic Plan identified the following vision, mission, and critical success factors for the City organization:

Vision
To enhance our unique residential community and preserve the best of our past for future generations.

Mission
Contributing to a safe, beautiful, and enduring community with excellence, stewardship, and innovation.

Critical Success Factors
•
•
•
•
•
•
•
•
Engaged and Connected Residents
Efficient, Responsive, and Effective City Services
Safe Community
Well-Maintained Infrastructure
Fiscally Responsible and Transparent City Government
Attractive, Complementary Business District
Inviting and Relevant City Facilities
Beautiful, Preserved, Single-Family Neighborhoods
The eight critical success factors provide a foundation for maintaining and strengthening an exceptional San Marino as well as a clear vision of where the City would like to go. These critical success factors not only guide the priority initiatives that the City Council adopted for FY 2024-25 but also provide long-term goals of what the City would like to achieve in the future. Each Department uses the critical success factors to determine FY 2024-25 objectives which are listed in their respective Department budgets.
13 PAGE 397 of 885
The FY 2024-25 Priority Initiatives are strategic objectives that represent a major policy advancement or significant budget appropriation that drives a noteworthy improvement to City operations. The Priority Initiatives are generally brainstormed by City Council and City Staff, and go through a thorough research and review process at a staff, Council, and community level. This year, the selected Priority Initiatives include:
• Public Safety Excellence
o Educate the Community on the Public Safety Parcel Tax o Body Worn Camera Pilot Program
o Implementation of Traffic Safety Recommendations
• Preserve our Residential Neighborhoods
o General Plan Update
o Complete the Housing Element Update
o Continue Planning for the Future of Stoneman
Build Upon our Fiscal Health
o Cost of Service Study to determine the full cost of services that the City provides o Recruitment of a Finance Director and Strengthen Fiscal Transparency Enhance Service Delivery
•
•
o Public Facing Permitting/Permit Management System to improve both efficiency and transparency
o Public Works Asset Management Program, for all City infrastructure, facilities and fleet assets to better respond to the community’s needs, reduce potential liability exposure and proactively manage the City’s assets
o Fleet Modernization through Enterprise Leasing Model, this will lower the average age of the fleet, reduce operating costs and maintain a manageable year-over-year fleet budget
o Joint Use Agreement with the San Marino Unified School District, to facilitate additional access to the District’s recreation amenities for potential programming by the City
The adopted operating budget includes $35.6 million in unrestricted revenues and $36.8 million in operating expenditures. City Staff will also be utilizing $1.7 million in Special Revenue Fund Reserves that have accumulated over the years to fund day-to-day operating expenditures. This results in a balanced budget with a net income of $0.5 million. As a result, projected revenues are sufficient to pay for our planned operating expenditures.

The operating budget is funded almost entirely from the General Fund, with some additional funding from restricted transportation and public safety funds. The General Fund unassigned fund balance is projected to grow by $0.5 million to $17.8 million by June 30, 2025, which will be equal to 50% of FY 2024-25 General Fund Group estimated revenues. (As a reminder, the City’s Financial Policies dictate that the City maintain a balance that equals 40% of our projected revenues, putting us well beyond that threshold.)
The adopted capital budget consists of $5.6 million for new projects, $11.8 million for continued projects from the prior fiscal year, and approximately $0.8 million for new equipment. While funding for capital equipment comes from the General Fund, funding for capital improvements 14 PAGE 398 of 885
comes primarily from our Capital Projects Fund reserves, along with some external funding sources. The City Council has also directed the transfer of excess reserves from the General Fund to the Capital Projects Fund, thereby funding our aggressive capital projects campaign for a fiveyear period.

In preparing this budget, we assumed a conservative approach as the local economy recovers from impacts due to the COVID-19 pandemic, and the continuation of a slowly growing economy.

We have forecasted revenues to grow at a modest rate in anticipation of a recovering economy.

The adopted budget includes total revenues of $39.5 million and total expenditures of $55 million ($36.8 million in operating expenditures and $18.2 million of capital expenditures). Please see the following graph for a breakdown of our revenue sources and expenditure categories:

TotalRevenues: $39.5M
Restricted Funds
10%
All Other
13%
Ad Valorem Property Utility Users Tax
Taxes
51%
6%
Charges for Services
6%
Public Safety Parcel Tax
9%
Property Tax In Lieu of
VLF
5%
15 PAGE 399 of 885
TotalExpenditures: $55M
Capital Equipment
1%
Capital Improvements
32%
Personnel
46%
Services & Supplies
21%
Budget Highlights
Budget Process
The budget process in San Marino begins at the end of January each year; the goal is to adopt the budget by May/June. The continuous improvements made over previous years have yielded successfully adopted budgets each year, with last year’s budget being adopted on June 14, 2023, in advance of the beginning of the next fiscal year on July 1.

At the January 26, 2024 City Council meeting, staff presented the Fiscal Year 2024-25 budget calendar, gave a FY 2024-25 budget overview, and presented proposed priority initiatives. In addition, staff also hosted a budget-focused Town Hall on February 15, 2024 and conducted a community engagement survey (open January 26 through March 3) in order to receive feedback from the community on the proposed priority initiatives.

At the February 23, 2024 City Council meeting, staff presented the mid-year review, five-year financial forecast, and long-term financial projections.

At the March 13, 2024 City Council meeting, staff presented more detailed information (including costs) on the FY 2024-25 proposed priority initiatives and received feedback from Council on which items to include in the proposed operating budget. 16 PAGE 400 of 885
At the March 18, 2024 Public Safety Commission meeting, the Commission reviewed and provided feedback on the FY 2024-25 Capital Equipment and Improvement proposed expenditures.

At the March 29, 2024 City Council meeting, the City Council reviewed and gave direction on the FY 2024-25 Capital Equipment and Improvement proposed expenditures.

At the April 15, 2024 Library Board of Trustees meeting, the Library Board of Trustees reviewed and accepted the draft FY 2024-25 Library Division budget as presented. Furthermore, at the April 18, 2024 Recreation Commission meeting, the Recreation Commission reviewed and accepted the draft FY 2024-25 Recreation Division budget as presented.

At the April 26, 2024 City Council meeting, the City Council reviewed the expenditures of the FY 2024-25 proposed operating budget and department work plans. Staff also provided a high-level budget summary, anticipated fund balance and revenue details to help frame the discussion. At this meeting the City Council offered comments on the operating budgets of all departments.

Staff then revised the draft operating and capital budgets based on the direction provided by the City Council. The complete Proposed Operating and Capital Budget document, incorporating all City Council feedback, is now presented to the City Council for approval.

A more detailed description of the FY 2024-25 budget preparation calendar is included as an appendix to this document.

The Budget and its Individual Funds
The FY 2024-25 Adopted Operating and Capital Budget is composed of budgets for 30 individual funds. In governmental accounting, funds are utilized to facilitate and demonstrate accountability for the collection and expenditure of revenues restricted for particular purposes.

The largest single fund is the City’s General Fund, which accounts for about a third of the City’s financial activity in terms of the adopted expenditures for the coming year. General Fund revenues are unrestricted. In addition, there are seven other individual funds maintained for budgeting purposes that provide public safety and other basic services and the revenues of which are generally unrestricted. These seven funds are combined with the General Fund to form the General Fund Group of funds. The eight funds in the General Fund Group account for about twothirds (2/3) of the adopted expenditures included in this budget.

The remaining one-third (1/3) of adopted expenditures is spread among the other twenty-two individual funds. These individual funds are maintained in order to account for resources that are restricted for particular purposes. The expenditures of these funds are mostly for capital expenditures.
17 PAGE 401 of 885
Revenues
FY 2023-24
Amended
FY 2024-25
Proposed
$ %
Revenues by Fund Change Change
General Fund Group $ 36,198,362 $ 35,578,313
3,513,892 3,902,809
$ 39,712,254 $ 39,481,122
$ (620,049) -1.7%
Restricted Funds 388,917 11.1%
Total $ (231,132) -0.6%
Estimated revenues for the General Fund Group of funds for FY 2024-25 total $35.6 million, a decrease of approximately $0.6 million (or -1.7%) over the FY 2023-24 amended budget of $36.2 million. Estimated revenues for the other restricted funds of the City are expected to increase by $388,917 (or 11.1%) mostly due to CDBG revenues. General Fund Group revenues are expected to account for 90.1% of all City revenues in FY 2024-25. The largest increase is primarily due to the increase in property taxes and the largest decrease is due to one-time ARPA funds being exhausted.

General Fund Group
General Fund Group
Revenues
FY 2023-24
Amended
FY 2024-25
Proposed
$ %
Change

0.4%
Change
Ad Valorem Property Taxes
Property Tax In Lieu of VLF
Public Safety Parcel Tax
Charges for Services
Utility Users Tax
All Other
$ 20,060,825 $ 20,150,000 $ 89,175
2,016,000
3,528,294
2,333,156
2,222,000
6,038,087
2,100,456
3,528,294
2,339,057
2,188,900
5,271,606
84,456
-

4.2%

0.0%
5,901 0.3%
(33,100) -1.5%
(766,481) -12.7%
Total $ 36,198,362 $ 35,578,313 $ (620,049) -1.7%
San Marino is a small community of single family residences with very limited commercial areas.

As such, the City has been (and continues to be) dependent on property tax revenue. Fortunately, the San Marino property tax base is very strong. For FY 2024-25, property tax revenue is conservatively estimated to grow to $20.2 million, which is 4.0% over the FY 2023-24 estimated collections of $19.4 million and 0.4% over the FY 2023-24 budgeted amount. However, while the City saw strong property tax growth during recent fiscal years, primarily driven by historically low mortgage interest rates, the recent increases to these rates are contributing to a much more modest property tax growth projection for FY 2024-25.

Beginning in 1980, our community determined that the post-Proposition 13 property tax revenue flow was not enough to sustain the level of services to which the community had grown accustomed. Since then, the residents have repeatedly supported, through the required twothirds vote, a special public safety parcel tax in eleven consecutive elections. The most recent election, in November 2019, authorized the parcel tax through FY 2024-25. 18 PAGE 402 of 885
The City Council sets the actual parcel tax rate every year. The authorizing Ordinance allows for 5% annual increases. At its March 29, 2024 meeting, the City Council elected not to increase the Public Safety Parcel Tax for FY 2024-25. Given that decision, the parcel tax is estimated to bring in $3.5 million this coming fiscal year, which will fund approximately 20.1% of the combined costs of our Police and Fire services.

Ad valorem property tax revenue and public safety parcel tax revenue together account for 66.7% of all General Fund Group estimated revenues in this adopted budget. Property tax in lieu of Vehicle License Fee (VLF), representing the extra property tax revenue cities now receive in exchange for giving up State VLF revenue, behaves like property taxes and is therefore estimated to increase 4.2%.

Charges for Services are composed primarily of planning and zoning, police, fire/paramedic, recreation, and library fees. Historically, most of these fees are budgeted at no change from the current fiscal year’s estimated actual revenue levels. The budget is anticipated to stay constant at $2.3 million next fiscal year.

The Utility Users Tax (UUT) is a 5% City tax assessed on electricity, gas, water, telephone, and cable television charges. The City’s UUT revenue is expected to decrease by -1.5% next year due to utility rates having stabilized from recent peaks. Other revenue consists of other taxes (sales, franchise, real property transfer, and business license taxes), licenses and permits, fines, revenue from use of money and property, donations, and other miscellaneous revenues.

For more detailed revenue information, please see the revenue summary and detail schedules in the “Summaries” section of this document.

Operating Expenditures
Operating Budget - Funding FY 2023-24 FY 2024-25
Proposed
$ %
Sources Amended Change
1,244,630
Change
General Fund Group 3.7%
Restricted Funds
Total
$ 34,064,623 $ 35,309,253 $
372,302 1,461,540
$ 34,436,925 $ 36,770,793
1,089,238 292.6%
$ 2,333,868 6.8%
The adopted operating expenditures budget of $36.7 million is $2.3 million (or 6.8%) higher than the FY 2023-24 amended operating expenditures budget of $34.4 million. Of the total operating expenditures budget of $36.7 million, $35.3 million are expenditures in the General Fund Group of funds. The $1.5 million balance of the adopted operating budget comes from restricted funds – Proposition A transit fund, Community Development Block Grant, Measure W Clean Water Fund, and Citizens’ Option for Public Safety (COPS) funds.
19 PAGE 403 of 885
FY 2023-24
Amended
$ 23,667,548 $ 25,388,864 $
FY 2024-25
Proposed
$ %
Operating Budget
Personnel
Change Change
1,721,316 7.3%
Services & Supplies
Debt Service
Total
10,194,489
574,888
$34,436,925 $36,770,793
11,381,929
-
1,187,440 11.6%
(574,888) -100.0%
$ 2,333,868 6.8%
The 6.8% increase in the adopted operating budget for FY 2024-25 increase is primarily attributable to a few reasons as noted below.

Personnel and Staffing
As a service provider, a healthy and committed workforce is the backbone of our ability to carry out the Council’s policies; as such personnel costs comprise two-thirds (2/3) of the operating budget, and the largest portion of the increase from FY 2023-24 is in that area. There are three primary components to this $1.7 million increase. First, cost of living adjustment increases and projected step increases are built into the personnel budget for next year, as employees are entitled to a 4% increase in their salaries per the Memorandum of Understandings (MOUs) with the various employee associations. This equates to a budget cost of $778k. Second, as part of the MOUs to mitigate costs associated with the loss of employees and institutional knowledge, employees are entitled to longevity pay and special pay incentives, which equals to approximately $335K. Finally, the increase in CalPERS pension costs for unfunded pension liabilities and annual payroll costs for FY 2024-25 is approximately $616k.

Our total citywide staffing level for next year is 139.93 FTEs.

For more information regarding City staffing, please see the Summary of Authorized Positions schedule in the “Summaries” section of this document, as well as each department’s adopted budget.

Services and Supplies
Services and Supplies costs are increasing by $1.2 million (or 11.6%). This increase is primarily due to the anticipated sale of $1.0 million of Prop A Funds to a neighboring municipality and to inflationary pressures felt by the City, which includes costs for utilities that are projected to increase 3-10% compared to FY 2023-24.

Debt Service
The City’s one outstanding bond issue, the 2007 Pension Obligation Bonds, was paid off in FY 2023-24.
20 PAGE 404 of 885
Departmental Budgets
Overall, as noted earlier, department budget increases are driven by personnel and staffing increases since 67% of the expenditure budget is comprised of the personnel expenses.

Please see the following chart which shows the operating budget comparison by department:

FY 2023-24
Amended
FY 2024-25
Proposed
$ %
Operating Budget
City Council
Change Change
$ 31,025 $ 29,475 $ (1,550) -5.0%
(25,000) -5.8%
(58,604) -5.8%
City Attorney 430,000
1,003,817
60,000
405,000
City Manager's Office 945,213
El Molino Viejo 60,000 - 0.0%
Finance 938,891 1,979,936
3,543,585
1,076,083
2,612,634
10,033,001
7,585,548
4,364,473
4,135,845
1,041,045 110.9%
1,311,156 58.7%
(741,191) -40.8%
(503,163) -16.1%
Non-Departmental
Human Resources
Community Development
Police
2,232,429
1,817,274
3,115,797
9,451,347
7,091,703
4,081,621
4,183,021
581,654
493,845
282,852

6.2%

7.0%

6.9%
Fire & Emergency Management
Parks & Public Works
Community Services
Total
(47,176) -1.1%
$ 34,436,925 $ 36,770,793 $ 2,333,868 6.8%
Other than citywide personnel expenses that are discussed earlier in the “Personnel and Staffing” section, changes in the departments are attributable to the following:
•
•
•
The City Attorney budget is decreasing as a result of the elimination of the one-time COVID-19 budget expenditures not rolling over to next year.

The City Manager’s Office budget is decreasing as a result of software costs being transferred to the Finance Department.

The Finance budget is increasing primarily due to the City needing to conduct a Fee Study, a full actuarial study for GASB 75 compliance, software costs transferred from the City Manager’s Office, and the sale of Proposition A Funds of $1,000,000. • The Non-Departmental budget is increasing primarily due to moving insurance premiums from the Human Resources Department to the Non-Departmental budget, an increase in costs for IT services, and costs related to non-personnel UAL payments being moved to the Department after being allocated to individual departments in prior years. 21 PAGE 405 of 885
•
•
•
•
•
The Human Resources budget is decreasing as a result of transferring insurance premiums to the Non-Departmental budget as discussed above.

The Police budget is increasing primarily due to personnel salary increases per the Memorandum of Understanding.

The Fire budget is increasing primarily due to personnel salary increases per the Memorandum of Understanding.

The Parks & Public Works budget is increasing as a result of the multi-year tree maintenance and planting program contract.

The Community Development budget is decreasing primarily due the General Plan update being deferred until after the implementation of the Housing Element and its adoption, and the elimination of the economic development study.
• The Community Services budget is decreasing as a result of reduction in part-time staffing.

For additional information regarding operating expenditures, please see the expenditure summary and detail schedules in the “Summaries” section of this document.

Inter-Fund Transfers
The adopted budget includes nearly $14.7 million of transfers between funds. The purpose of most of these transfers is to provide General Fund support to the other funds comprising the General Fund Group of funds, which either have no revenues of their own or insufficient revenues to fully fund their activities (Fourth of July Fund, Public Safety Fund, etc.).

For additional information, please refer to the Schedule of Transfers Between Funds in the “Summaries” section of this document.

Capital Budget
A total of $18.2 million is planned for capital improvement projects and equipment purchases in FY 2024-25. This total amount is comprised of $5.6 million of new requests for 16 projects, $11.8 million to re-appropriate funds in order to finish 24 projects that began in FY 2023-24 but are not expected to be finished by June 30, 2024, and $0.8 million for 13 capital equipment purchases.

Capital Improvements – New Requests
All of the 16 new requests included in the adopted FY 2024-25 capital improvement budget are more fully described in the Capital Budget section of this document and in the “Five-Year Capital Equipment and Improvement Plan” included in the Appendices section. The two largest capital improvement infrastructure projects are the Street Rehabilitation Program ($3.6 million) and the Citywide Sidewalk Replacement Program ($546k).
22 PAGE 406 of 885
Infrastructure Improvements
Capital Improvements -
New Requests
Right of Way
Street Rehab
Other
FY 2023-24
Amended
FY 2024-25
Proposed
$ %
Change Change
$ 7,418,678 $ 3,675,000 $ (3,743,678) -50.5%
(2,870,283) -77.3%
(114,430) 100.0%
(3,276,029) -89.1%
3,711,148
289,430
3,676,029
840,865
175,000
400,000
Parks
Civic Facilities
Wastewater Collection
System
Stormwater System
Total
2,780,083
595,148
150,000
408,910
(2,630,083) -94.6%
(186,238) -31.3%
$18,470,516 $ 5,649,775 $ (12,820,741) -69.4%
Please note that the apparent decrease in Street Rehab is not a decrease in the amount of street work being conducted. Given the construction schedule for street rehabilitation work, last year’s FY 2023-24 budget included expenditures for two years’ worth of work which are being reappropriated in FY 2024-25 as noted below.

Capital Equipment
A total of 13 capital equipment items are proposed for purchase in FY 2024-25. The largest requests are implementation of Multi-Year Fleet Leasing Program ($165,000), replacing the Police Department’s Mobile Radios ($116,000), and Council Meeting Broadcast Equipment ($150,000).

FY 2023-24
Amended
FY 2024-25
Proposed
$ %
Capital Equipment
Finance (IT)
Community Development
Police
Change Change
$ 118,566 $ 265,000 $ 146,434 123.5%

0.0%
(126,569) -41.8%
(500,000) -98.0%
76,871 40.9%
-
302,767
510,000
188,129
-
-
176,198
10,000
265,000
43,000
-
Fire
Parks & Public Works
Community Services
Total
43,000 100.0%
$ 1,119,462 $ 759,198 $ (360,264) -32.2%
All 13 individual capital equipment requests are more fully described in the Capital Budget section of this document and in the “Five-Year Capital Equipment and Improvement Plan” included in the Appendices section.
23 PAGE 407 of 885
Capital Improvements - Re-Appropriation Requests
There are 24 projects from the FY 2023-24 budget that are anticipated to not be completed by June 30, 2024. In order to complete these projects, staff recommends that the remaining unspent funds at June 30 be re-appropriated in the FY 2024-25 budget. The current estimates of the unspent amounts to be re-appropriated are as follows:

Re-Appropriation Requests
for Unfinished FY 2023-24 Projects
Huntington Drive/Mission St Beautification
Condition Assessment - Park & Street Trees
Street Rehabilitation
Amount
$ 500,000
50,000
6,200,000
132,310
113,215
31,850
City Wide Sidewalk
Traffic Control Devices Program
Emergency Generator System
Lacy Park Compost Station 20,000
Streetlight Management Plan
Bridge Maintenance Program
Measure R 710 North Projects
Lacy Park Playground Management Program
Alley and Parking Lot Improvement Program
Stoneman Path Forward
150,000
20,000
300,000
150,000
420,000
125,000
Barth Community Room Lighting 10,000
PW Facility Renovations 20,000
Old Mill Facility Repairs 50,000
Lift Station Improvements
Stoneman Facility Upgrades
FS HVAC Upgrades
Drainage Wash Improvement Program
FS Bathroom Remodel
2,551,500
319,900
373,700
50,000
18,250
Sewer Master Plan - Condition Assessment
Drainage Inlet Replacement Program
Rio Hondo Load Reduction
Total
53,583
11,090
89,998
$ 11,760,396
The City Council will be asked to adjust these amounts following the FY 2023-24 year-end, when the exact amounts of unspent funds for these projects will be known. 24 PAGE 408 of 885
Fund Balances
June 30, 2024 June 30, 2025
Estimated Estimated
%
Fund Balances
General Fund Group:

General Fund - Unassigned
Fund Balance
$ Change Change
$ 17,271,155 $ 17,819,748 $ 548,593 3.2%
Donations Fund
Other Funds:
331,653 310,353 (21,300) -6.4%
Capital Projects Fund
All Other Funds
Total
12,980,466
6,572,196
76,456
3,489,873
(12,904,010) -99.4%
(3,082,323) -46.9%
$37,155,470 $21,696,430 $ (15,459,040) -41.6%
General Fund Group
The unassigned fund balance of the General Fund is expected to grow by $549K in FY 2024-25, which is the result of General Fund Group estimated revenues exceeding adopted expenditures and net transfers to other funds. The unassigned fund balance of the General Fund is projected to be $17.8 million at June 30, 2025, the equivalent of 50.1% of General Fund Group revenues. (Again, as a reminder, the City’s Financial Policies dictate that the City maintain a balance that equals 40% of our projected revenues.) With the General Fund Unassigned Fund Balance being the primary contributor to the Capital Projects Fund, it will be important to maintain a close eye on how potential slowdowns in revenue growth and increases in expenditures may impact planned future capital work.

It is also an adopted Council policy that the fund balance of the Donations Fund, one of the funds comprising the General Fund Group, be segregated and tracked separately from other General Fund resources. The fund balance of the Donations Fund represents donations that have been received but are currently unspent. The fund balance of the Donations Fund is expected to be $310,353 at June 30, 2025.

Other Funds
The other 22 funds of the City’s budget have fund balances of varying amounts. The FY 2024-25 budget proposes that fund balances in these funds be reduced by a net amount of $16 million.

The largest drawdowns are in the Capital Projects Fund in the amount of $12.9 million, the Proposition A Transit Fund $963K and the LA County Measure M Fund $929K. The decrease in these Funds are mitigated by anticipated increases in fund balances in Measure W Clean Water and the Prop C Transit Funds.

The projected combined ending fund balances at June 30, 2024 for these other funds is $3.5 million, with the largest balance of $970K in the Measure W Clean Water Fund. 25 PAGE 409 of 885
Additional details regarding fund balances are included on the “Summary of Revenues, Expenditures and Changes in Fund Balances” schedule in the Summaries section of this document.

Five-Year Forecasts
The Citywide Financial Policies require us to publish, as part of our annual budget, a long-range projection of General Fund activities and operations. Staff has prepared an updated Five-Year Forecast of the General and Public Safety Funds, as well as an updated Five-Year Forecast of the Capital Projects Fund, which immediately follow this transmittal letter. The City’s Public Safety Parcel Tax expires at the end of FY 2024-25 and the Five-Year Forecast assumes it will be renewed.

The Public Safety Parcel Tax will be on the ballot again in November of 2024. Current general Fund reserves and outside revenue sources will provide resources to fund a limited amount of capital improvements annually.

In summary, the Five-Year Forecast for the General and Public Safety Funds shows that expenditures growth will slightly outpace revenue growth during the next four years. While this potential for expenditures outpacing revenues was a possibility for FY 2024-25, staff in partnership with direction from the City Council, made strategic decisions across every department in order to present a balanced budget. This effort was one immediate step in a series of short-, mid- and long term actions that will be before the Council for consideration in order to maintain the City’s strong financial standing for years to come.

Conclusion
While some uncertainties obviously exist, the City of San Marino continues to be in sound financial condition. The property tax base is strong and stable. Property tax revenues have grown at an average annual rate of 4% for the past several years and while not growing quite as fast as the City’s expenses (due largely to inflationary pressures on labor and the cost of goods), remain reliable. There will again be a small excess of General Fund revenues over expenditures in the coming year that should help with future Capital obligations, and, as noted, the General Fund reserve level is expected to reach 50.1% by FY 2024-25 year-end.

The City has put into place a five-year capital improvement program and has embarked on major Multi-year Street and sidewalk rehabilitation projects. The City Council has identified important community goals that City staff is proudly implementing. Staff continues to make every effort to control costs and provide the programs and services that the community desires in an efficient and effective manner.

I wish to express my gratitude to City Council Budget Liaison, Council Member Tony Chou, and the entire City Council for their extremely valuable direction and assistance in the preparation of the FY 2024-25 budget. I would also like to express my deep appreciation to the entire Finance staff for all of their efforts in compiling this budget. It’s a true privilege to work with such an amazing team – City Council Members, Executive Team, and all City staff – and am honored to serve as your City Manager, working with you to ensure that San Marino remains the very special place that it is.
26 PAGE 410 of 885
27 PAGE 411 of 885
Transmittal LetterMandarin
28 PAGE 412 of 885
Mandarin Translation of City’s Manager’s Transmittal Letter to be inserted here 29 PAGE 413 of 885
5 Year Forecast
30 PAGE 414 of 885
Five-Year Forecast
General and Public Safety Funds
In 2018, the Strategic Financial Planning Committee published a 30-year financial forecast in its final advisory report to the City Council. The Committee’s forecast demonstrated that the City can absorb estimated increases in pension unfunded liabilities over the next 30 years. The same report cautioned that the ability of the General Fund to support the City’s infrastructure needs while servicing employee pensions would be dependent on the community vote in November 2019 to continue the City’s Public Safety Parcel Tax. The Public Safety Parcel Tax was renewed by San Marino voters in November 2019 but will be on the ballot again in November 2024. Also in 2018, the City Council adopted Citywide Financial Policies that specify that the City will publish as a component of its annual budget a long-range projection for General Fund activities and operations.

Staff updated the Committee’s 30-year forecast in February 2024 as part of the FY 2023- 24 mid-year budget review. The forecast includes projections for the General Fund and Public Safety Funds only. The Five-Year Forecast has now been updated based on revised estimates arising out of the FY 2024-25 budgeting process.

Significant assumptions used in this updated Forecast include:
 The Public Safety Parcel Tax being renewed by San Marino voters in November 2024;
 All CalPERS pension costs paid in full each year;
 Property tax growth rate of 4.0% per year;
 Sales tax growth rate of 3.5% per year;
 Overall expenditure growth rate of 3.25% through FY 2028-29;  General Fund transfers to other funds of approximately $2.0 million to fund future CIP projects.

The results of this latest update to the Five-Year Forecast are similar to those of previous updates. Economic impact due to sales tax and consumer pressures is expected to have a small impact on our local economy as property taxes, the City’s main revenue source, remains strong and intact. The excess of revenues over expenditures will be evaluated annually by City Council and transferred from the General Fund reserves to the Capital Projects Fund. Expenditure growth including planned Capital Projects will outpace revenue growth during the next five years.
31 PAGE 415 of 885
32 PAGE 416 of 885
Five-Year Forecast
Capital Projects Fund
The Capital Projects Fund gets its resources from the General Fund, and the City has had a history of making annual transfers from the General Fund to the Capital Projects Fund.

The City Council authorized the transfer of $15.1 million in FY 2017-18, $5.1 million in FY 2019-20, $2.9 million in FY 2020-21, $2.3 million in FY 2021-22, $3.5 million in FY 2022-23 and $2.0 million in FY 2023-24 of General Fund reserves to the Capital Projects Fund. This represented a very large infusion of capital into the Capital Projects Fund and was intended to provide resources for capital projects.

Our current Five-Year Capital Improvement Plan (included in the Appendices section of this budget document) will require a transfer from the General Fund between $2-3 million from FY 2024-25 to FY 2028-29 due to large CIP projects projected in the next five years. 33 PAGE 417 of 885
Five-Year Forecast
Capital Projects Fund
Fiscal Year 2023-24 Fiscal Years 2024-25 through 2028-29 FY 2024-25
Proposed
FY 2025-26
Projected
FY 2026-27
Projected
FY 2027-28
Projected
FY 2028-29
Budget Estimated Projected
Interest Income -
25,000
-
25,000
- - - - -
Donations 25,000
-
50,000
-
50,000
-
50,000
-
50,000
Reimbursement 25,000 25,000 -
Transfer In from General Fund * 2,000,000 2,000,000 2,000,000 3,000,000 3,000,000 3,000,000 3,000,000 Total Revenue and Transfers In 2,050,000 2,050,000 2,025,000 3,050,000 3,050,000 3,050,000 3,050,000 Project Expenditures 14,958,490 4,857,106 12,929,010 4,477,095 4,179,585 2,820,870 3,957,620 Net Change in Fund Balance (12,908,490)
15,787,572
(2,807,106)
15,787,572
(10,904,010)
12,980,466
(1,427,095)
2,076,456
(1,129,585)
649,361
229,130 (907,620)
Fund Balance, Beginning of Year (480,224) (251,094)
Fund Balance, End of Year $ 2,879,082 $ 12,980,466 $ 2,076,456 $ 649,361 $ (480,224) $ (251,094) $ (1,158,714) * The Capital Projects Fund is funded by a transfer from General Fund excess cash (General Fund Balance Reserves). Per Section 1. A. of the Citywide Financial Policies Compliance, it states that the City shall maintain General Fund Reserves (Unassigned Fund Balance) at approximately 40% of General Fund revenues. Additionally, Section 1. D. states periodic transfers from accumulated General Fund Reserves shall be transferred to the Capital Projects Fund and the Capital Equipment Fund when appropriate. 34 PAGE 418 of 885
Citywide Financial Policies Compliance
On May 9, 2018 the City Council adopted Resolution R-18-08, the revised Citywide Financial Policies. Following is a summary of each of the 20 individual policies enumerated in the Resolution, along with staff’s analysis of the degree of compliance with the policies during FY 2023-24. Each policy appears in bold type; staff’s analysis appears in italic type.

SECTION 1. General Fund Reserves –
a. The City shall maintain General Fund Reserves (Unassigned Fund Balance) at approximately 40% of General Fund revenues.
b. One-time revenues (including the use of reserves) should only be used for onetime expenditures, such as the purchase of capital equipment or specific infrastructure projects. General Fund reserves should only be used to cover unanticipated/unplanned expenditures or revenue shortfalls due to economic cycles.
c. If reserves are used, the City shall begin rebuilding the reserve balance as quickly as practical. Rebuilding may take place over a two- to three-year timeframe.
d. Periodic transfers from accumulated General Fund Reserves shall be transferred to the Capital Projects Fund and the Capital Equipment Fund when appropriate for the execution of projects and acquisitions.

Compliance has been achieved with this policy in FY 2023-24. One-time revenues and reserves have only been used for one-time expenditures. Transfers to the Capital Equipment Fund have been made to fund annual equipment costs. The unassigned fund balance of the General Fund group of funds currently exceeds the 40% benchmark and is expected to be 49% of General Fund group revenues by June 30, 2024. During FY 2023-24, City Council approved a $2.0 million transfer from accumulated General Fund Reserves to the Capital Projects Fund to fund future projects.

SECTION 2. Annual Budget Adoption -- The annual budget is adopted by the City Council by at least June 30 of each fiscal year, and includes proposed expenditures and the means of financing them. The annual budget provides for the general operations of the City and, as appropriate, its near-term and long-term capital project and capital acquisition needs.

The FY 2024-25 Budget is scheduled to be adopted on May 31, 202. 35 PAGE 419 of 885
SECTION 3. Appropriations and Budget Authority -- The City Council approves total budgeted appropriations and any amendments to appropriations throughout the fiscal year. This “appropriated budget” covers substantially all City expenditures. Actual expenditures may not exceed budgeted appropriations at the fund level. The City Manager is authorized to transfer budgeted amounts between the operating accounts of any department, and between departments. The City Council is authorized to transfer and amend capital projects and capital acquisition budgets.

Compliance with this policy was demonstrated in the audited annual comprehensive financial report for FY 2022-23 issued in November 2023.

SECTION 4. Financial Reporting – The City shall publish, no less than quarterly, financial reports adequate to inform the City Council on the financial condition of the City.

Compliance has been achieved with this policy. Quarterly financial reports have been provided to the City Council detailing the financial condition of the City.

SECTION 5. Long-Range Financial Planning – The City shall publish as a component of its annual budget a long-range projection for General Fund activities and operations.

Compliance has been achieved with this policy. A General Fund Five-Year Forecast was included in the FY 2023-24 Adopted Budget document and is included in this FY 2024-25 Proposed Budget document.

SECTION 6. Encumbrance Accounting Systems -- Encumbrance accounting, under which purchase order, contracts and other commitments for the expenditure of monies are recorded to reserve that portion of the applicable appropriation, shall be employed as an extension of formal budgetary in the Governmental Fund Types during the year.

However, at year-end, all appropriations lapse. Accordingly, encumbrances are cancelled.

Encumbrances can be re-appropriated as part of the following year’s budget by action of the City Council. Encumbrances are not included in reported expenditures.

The City continues its compliance with the requirement that all appropriations lapse at year end.

During FY 2023-24, the City achieved compliance with this policy in terms of encumbrance accounting and contracts management.
36 PAGE 420 of 885
SECTION 7. GAAP Requirements -- Budgets for the general, special revenue and capital projects funds are adopted on a basis substantially consistent with generally accepted accounting principles (GAAP). Accordingly, actual revenues and expenditures can be compared with related budget amounts without any significant reconciling items.

The debt service fund is monitored through the use of appropriate bond indentures; therefore no formal budget is required for this fund and, accordingly, a budgetary comparison may not be required for these funds.

Compliance has been achieved with this policy.

SECTION 8. The Gann Limit -- Under Article XIIIB of the California Constitution (the Gann Spending Limitation Initiative), the City is restricted as to the amount of annual appropriations from proceeds of taxes, and if proceeds of taxes exceed allowed appropriations, the excess must either be refunded to the State Controller or returned to the taxpayers through revised tax rates or revised fee schedules, or an excess in one year may be offset against a deficit in the following year. The City shall calculate and publish its annual Gann Limit as a component of the annual budgeting process.

Compliance has been achieved with this policy. The City Council adopted its annually required Gann Limit Resolution with its FY 2023-24 Adopted Budget on June 14, 2023, and is scheduled to adopt the FY 2024-25 Gann Limit Resolution on May 31, 2024. The Resolution adopting the FY 2024-25 Gann Limit is included in the Appendices section of this document.

SECTION 9. Capital Assets -- The City will capitalize assets and equipment with individual minimum value of $5,000 or greater.

Compliance has been achieved with this policy.

SECTION 10. Investment Policy – The City shall at all times maintain compliance with the California Government Code with respect to the content and function of its Investment Policy. The Investment Policy shall be reviewed by the City Treasurer and adopted by the City Council each fiscal year.

Compliance has been achieved with this policy. The City Treasurer reviewed the Investment Policy and the City Council adopted the updated Investment Policy on April 10, 2024.

SECTION 11. Investment Reporting – The City Treasurer shall render and review monthly reports to the City Council which shall include all reportable elements specified in the City’s Investment Policy.

Compliance has been achieved with this policy. Monthly Treasurer’s Reports for July 2023 through March 2024 have been provided to the City Council within 45 days following month-end. 37 PAGE 421 of 885
SECTION 12. Procurement and Purchasing – The City shall maintain a Procurement Policy and organize its acquisition and accounting procedures to achieve compliance with all terms of the Procurement Policy.

Compliance has been achieved with this policy, as stated in Section 2.06.05 of the Municipal Code, in terms of its procedures for procurement and purchasing. Amendments to Section 2.06.05 of the Municipal Code to 1) clarify the City Manager’s purchasing authority, 2) update bidding limits for public projects and 3) include the design-build method of project delivery were adopted by the City Council on June 10, 2020.

SECTION 13. Long-Term Liabilities – The City shall evaluate long-term liabilities (debt borrowings, compensated absences, claims and judgments, CalPERS pensions, annual other postemployment benefits, etc.) on a case-by-case basis with appropriate deference to the short- and long-term cash requirements implicit to the liabilities. When resources are adequate, the City shall establish a Debt Management Policy that modifies this Section.

Compliance has been achieved with this policy.

SECTION 14. Capital Planning – The City shall publish with its annual budget a long-range capital improvement program, identifying, at a project level, sources of current and future funding. When resources are adequate, the City shall establish Capital Planning Policies that take into account the City’s unique organizational characteristics including the services we provide, how the services are structured, and the complete depiction of our external environment. The City shall exploit all external options to pay for portions of its infrastructure needs. We will endeavor to avoid capital project funding sourced solely from City dollars.

Compliance has been achieved with this policy. A Five-Year Capital Equipment and Improvement Plan and the current Five-Year Forecast for the Capital Projects Fund are included within this publication.

SECTION 15. Annual Audit – The City shall publish its annual financial statements, prepared in coordination with its external auditors, by at least December 31 of each fiscal year. The financial statements shall be presented to the City Council at a public meeting, and implications discussed, each year. The City shall endeavor to achieve audits with minimal auditor “findings.” The City shall swiftly and thoroughly respond, at every level of institutional function, to audit “significant deficiencies.” Compliance has been achieved with this policy. The audited annual comprehensive financial report for the fiscal year ended June 30, 2023 was issued by the City’s auditors on October 27, 2023 and was presented to the City Council at a public meeting on December 13, 2023. The auditor’s report on internal control over financial reporting that accompanied their report on the annual comprehensive financial report for FY 2022-23 identified no material weaknesses and no significant deficiencies in internal controls.
38 PAGE 422 of 885
SECTION 16. Cost Recovery – The City shall employ the principles and practices of cost recovery for services in a manner consistent with generally accepted cost of services and cost allocation best practices.

Compliance has been achieved with this policy. A comprehensive cost of services study based on cost of services and cost allocation was conducted and approved by the City Council on June 25, 2021. Resolution R-21-10 was adopted establishing a schedule of fees for various City activities and services effective September 1, 2021.

SECTION 17. Risk Management – The City shall maintain a vibrant risk management program in order to effectively plan for and mitigate the effects of known and unknown risk and liability. The City shall evaluate joint-powers risk pooling arrangements, pursuant to the California Government Code; arrange and administer programs for effective and efficient self-insurance; appropriately purchase excess insurance and reinsurance; and arrange for appropriate insurance for property and other lines of coverage.

Compliance has been achieved with this policy.

SECTION 18. Grants Management – The City shall establish a Grants Management Policy that most efficiently coordinates the various elements of grant applications; grant awards; grant spending and reimbursement; interim and final financial and narrative reporting; and grant closure.

Compliance has been achieved with this policy, but subject to improvement if and when the City receives a significant third-party grant.

SECTION 19. Corporate Technology – The City shall endeavor to maintain corporate and user-based technology necessary to maintain appropriate organizational function.

Compliance has been achieved with this policy. The City contracted with IntelesysOne from September 2018 through January 2024 to provide professional management of the City’s information technology operations and develop a multi-year improvement plan for its systems and equipment. Funds are requested in this FY 2024-25 Proposed Budget consistent with this improvement plan. A new Request for Proposal for IT services was issued by City staff during the fiscal year and a contract was entered into with SDI Presence in January 2024. 39 PAGE 423 of 885
SECTION 20. Pension Obligations – The City shall not prepay its pension obligations by issuing pension obligation bonds: this is the equivalent of paying off one debt with another debt. The City shall not accelerate its pension payments by making annual contributions higher than annual payments required by CalPERS. The City shall pay the minimum annual contributions required by CalPERS.

Compliance has been achieved with this policy. Pension Obligation Bonds were issued by the City in 2007 with an average interest rate of 5.4% to pay off a CalPERS “side fund” liability bearing a fixed 7.75% interest rate. These bonds were fully paid off in FY 2023-24. The City continues to pay its minimum annual required contributions to CalPERS.
40 PAGE 424 of 885
Financial Summaries
41 PAGE 425 of 885
City of San Marino
FY 2024-25 Proposed Budget
Summary of Revenues, Expenditures and Changes in Fund Balances 6/30/2023
Audited
Fiscal Year 2023-24
Transfers
6/30/2024
Estimated Estimated
Revenues
Transfers
In
Estimated
Fund Balances Out Expenditures Net Fund Balances
General Funds Group
101 General Fund - Unassigned Fund Bal
103 Public Safety Fund
16,374,149 28,555,064 - 15,465,877 14,004,138
15,795,832
100,333
-
897,006 17,271,155
- 4,551,878 13,153,184 - - -
104 Fourth of July Event Fund
105 San Marino Center Fund
281 Donations to City Fund *
245 American Rescue Plan Fund
595 Workers' Compensation Fund
596 General Liability Fund
- 75,600 43,006 - - -
- - - - - -
245,605 144,188 -
-
- 58,140
6,300
86,048 331,653
-
-
-
1,897,283 1,890,983 -
-
-
-
-
-
-
-
664,300
766,174
-
-
779,466
766,554
The General Fund Group
Special Revenue Funds
202 Gas Tax Fund
$ 16,619,754 $ 35,224,013 $ 14,626,664 $ 17,356,860 $ 31,510,763 $ 983,054 $ 17,602,808 (49,547)
117
668,532
9,000
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
43,947 624,585
-
575,038
204 CDBG Fund 9,000 117
206 County Park Prop. A Fund
207 Prop. A Transit Fund
209 Drought Education Fund
212 Air Quality Fund
213 STPL Fund
(9) - - (9)
1,281,677
31,714
63,381
(480)
415,692
1,940
18,930
210
241,430 174,262
1,940
(39,860)
210
1,455,939
33,654
23,521
(270)
-
58,790
-
214 TDA Fund 19,857
591,594
358,496
52,048
19,340
317,000
49,900
3,180
19,000 340 20,197
906,094
408,396
55,228
215 Prop. C Transit Fund
216 PEG Fees
2,500 314,500
49,900
3,180
-
217 Asset Seizure Fund -
221 Used Oil Grant
223 OTS Grant Fund
5,713
-
1,200
62,280
-
-
-
-
- 1,200
37,409
6,913
24,871 37,409
226 CA Recycling Grant Fund
233 COPS Grant Fund
197,663
499,389
9 12,100
221,759
1 -
-
-
-
-
-
-
-
-
-
-
-
-
274,464
-
12,100
(52,705)
1 209,763
446,684
240 Homeland Security Grant 10
243 LA County Measure R Fund
246 Measure W Clean Water Fund
247 LA County Measure M Fund
Special Revenue Funds
53,748 213,900
287,517
286,100
2,588,581
35,000
102,857
-
178,900
184,660
286,100
1,776,722
232,648
922,283
1,092,704
6,426,319
737,623
806,604
$ 4,649,597 $ $ - $ - $ 811,859 $ $
Capital Projects Fund
394 Capital Projects Fund 15,787,572
16,406
-
50,000
-
2,000,000
574,737
155,459
-
-
-
4,857,106
574,888
668,650
(2,807,106)
(151)
12,980,466
16,255
Debt Service Fund
401 Debt Service Fund
Internal Service (Proprietary) Fund
591 Capital Equipment Fund 642,813 129,622
82,141
129,622
All Groups and Funds $ 37,073,329 $ 38,505,407 $ 17,356,860 $ 17,356,860 $ 38,423,266 $ $ 37,155,470 *The fund balance of the Donations Fund is reported as committed/assigned fund balance of the General Fund in the audited financial statements 42 PAGE 426 of 885
City of San Marino
FY 2024-25 Proposed Budget
Summary of Revenues, Expenditures and Changes in Fund Balances 7/1/2024
Estimated
Fiscal Year 2024-25 6/30/2025
Estimated Estimated
Revenues
Transfers
In
Transfers
Out
Expenditure
Fund Balances Appropriations Net Fund Balances
General Funds Group
101 General Fund - Unassigned Fund Bal
103 Public Safety Fund
17,271,155 30,388,888 665,739 14,001,703
-
16,504,331
16,927,552
122,112
-
548,593 17,819,748
- 4,669,994 12,257,558 - -
104 Fourth of July Event Fund
105 San Marino Center Fund
281 Donations to City Fund *
245 American Rescue Plan Fund
595 Workers' Compensation Fund
596 General Liability Fund
- 75,425 46,687 - -
- - - - - -
331,653 42,600 -
-
- 63,900
-
(21,300) 310,353
-
-
-
401,406 401,406 -
-
-
-
-
-
-
-
721,135
976,323
-
-
721,135
976,323
The General Fund Group
Special Revenue Funds
202 Gas Tax Fund
$ 17,602,808 $ 35,578,313 $ 14,667,442 $ 14,403,109 $ 35,315,353 $ 527,293 $ 18,130,101 575,038
117
674,428
227,000
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
1,231,053 (556,625)
-
18,413
204 CDBG Fund 227,000 117
206 County Park Prop. A Fund
207 Prop. A Transit Fund
209 Drought Education Fund
212 Air Quality Fund
213 STPL Fund
(9) - - (9)
1,455,939
33,654
23,521
(270)
427,314
1,000
1,390,630 (963,316)
1,000
(24,000)
210
492,623
34,654
(479)
-
19,000
210
43,000
- (60)
214 TDA Fund 20,197
906,094
408,396
55,228
19,340
326,770
51,000
3,200
19,000 340 20,537
582,864
459,396
58,428
215 Prop. C Transit Fund
216 PEG Fees
650,000 (323,230)
51,000
3,200
-
217 Asset Seizure Fund -
221 Used Oil Grant
223 OTS Grant Fund
6,913
37,409
1,200
20,760
-
-
-
-
-
-
1,200
20,760
8,113
58,169
226 CA Recycling Grant Fund
233 COPS Grant Fund
209,763
446,684
10 103,000
236,000
-
-
-
-
-
91,000
314,608
-
12,000
(78,608)
-
221,763
368,076
240 Homeland Security Grant 10
243 LA County Measure R Fund
246 Measure W Clean Water Fund
247 LA County Measure M Fund
Special Revenue Funds
232,648
922,283
1,092,704
6,426,319
521,077
292,000
296,054
3,219,353
-
-
-
-
-
-
-
-
720,000
244,508
1,225,000
6,155,799
(198,923)
47,492
33,725
969,775
163,758
3,489,873
(928,946)
$ $ $ $ $ $ (2,936,446) $
Capital Projects Fund
394 Capital Projects Fund 12,980,466
16,255
25,000
-
- -
16,255
12,929,010
-
(12,904,010)
(16,255)
76,456
Debt Service Fund
401 Debt Service Fund -
-
-
-
Internal Service (Proprietary) Fund
591 Capital Equipment Fund 129,622 658,456
39,481,122
248,078 540,000
54,940,162
(129,622)
All Groups and Funds $ 37,155,470 $ $ 14,667,442 $ 14,667,442 $ $ (15,459,040) $ 21,696,430 *The fund balance of the Donations Fund is reported as committed/assigned fund balance of the General Fund in the audited financial statements 43 PAGE 427 of 885

THIS PAGE LEFT BLANK INTENTIONALLY
44 PAGE 428 of 885
City of San Marino
FY 2024-25 Proposed Budget
Summary Schedule of Revenues by Fund
2021-22
Actual
2022-23
Actual
2023-24 2024-25
Budget Estimated Proposed
General Fund Group (Unrestricted)
General Fund $ 25,731,326 $ 27,808,974 $ 29,384,411
4,627,794
$ 28,555,064 $ 30,388,888
Public Safety Fund 4,693,458
40,507
4,632,962
70,274
4,551,878
75,600
4,669,994
Fourth of July Fund 58,160 75,425
San Marino Center Fund -
Donations Fund
- - - -
110,857
376,253
30,952,401
125,997
446,415
33,084,622
154,250
1,973,747
36,198,362
144,188
1,897,283
35,224,013
42,600
American Rescue Plan Fund
Total General Fund
401,406
$ $ $ $ $ 35,578,313
Special Revenue Funds (Restricted)
Gas Tax Fund $ 557,949
15,420
-
$ 599,376
1,793
$ 672,921
9,131
$ 668,532
9,000
$ 674,428
227,000
-
Community Development Block Grant Fund (CDBG)
Los Angeles County Park Bond Fund
Proposition A Transit Fund
Drought Fund
(9) - -
276,027
(158)
422,905
2,068
356,741
200
415,692
1,940
427,314
1,000
Air Quality Management District Fund (AQMD)
MTA - STPL Public Works Grant Fund
TDA Article 3 Transportation Fund
Proposition C Transit Fund
Public Education Government Fund (PEG)
Asset Forfeiture Fund
16,321
(1,380)
9,024
22,480
11,967
19,725
354,236
51,514
3,395
19,050
500
18,930
210
19,000
210
19,100
296,833
31,800
200
19,340
317,000
49,900
3,180
19,340
326,770
51,000
3,200
227,437
28,168
(260)
Used Oil Grant Fund (121) 1,018 100 1,200 1,200
OTS Grant Fund 22,445
(988)
66,563
12,891
201,798
-
83,040
91,500
205,000
-
62,280
12,100
221,759
1 20,760
103,000
236,000
-
State Recycling Grant Fund
COPS Grant Fund 161,397
51,738
168,165
-
Homeland Security Grant
LA County Measure R Fund
Measure W Clean Water Fund
LA County Measure M Fund
Total Special Revenue Funds
217,866
737,622
287,151
3,014,359
557,375
235,000
254,758
2,833,249
213,900
287,517
286,100
2,588,581
521,077
292,000
296,054
3,219,353
194,767
$ 1,725,951
$
$
$
$
$
$
$
$
$
$
$
$
$
$
Capital Projects Fund
Debt Service Fund
(59,803)
150
67,241
16,254
50,000
-
50,000
-
25,000
-
Proprietary Funds (Internal Service)
Capitalized Equipment Fund $ 525,157 $ 547,754 $ 630,643 $ 642,813 $ 658,456 Total Revenue by Fund and Fiscal Year $ 33,143,856 $ 36,730,230 $ 39,712,254 $ 38,505,407 $ 39,481,122 45 PAGE 429 of 885
City of San Marino
FY 2024-25 Proposed Budget
Detail Schedule of Revenues by Fund
2021-22
Actual
2022-23
Actual
2023-24 2024-25
Description Budget Estimated Proposed
General Fund Group
General Fund
Taxes
101-00-3001-0000
101-00-3030-0000
101-00-3040-0000
101-00-3042-0000
101-00-3044-0777
101-00-3044-1650
101-00-3044-4510
101-00-3044-4620
101-00-3044-7260
101-00-3044-8470
101-00-3044-9022
101-00-3044-9240
101-00-3044-9355
101-00-3046-0000
Secured & Unsecured Property Tax
Sales & Use Taxes
$ 17,945,192
526,987
625,255
320,407
25,146
$ 18,718,893
591,677
712,639
181,842
23,784
$ 20,060,825
485,000
659,000
190,000
24,000
$ 19,375,000
606,000
699,700
203,494
21,225
$ 20,150,000
627,000
724,000
211,000
22,000
Franchise Taxes
Real Property Transfer Taxes
Utility Users Taxes - Cingular
Utility Users Taxes - Edison
Utility Users Taxes - Metro Water
Utility Users Taxes - Miscellaneous
Utility Users Taxes - AT&T
Utility Users Taxes - So. Cal. Gas
Utility Users Taxes - T-Mobile
Utility Users Taxes - Time Warner
Utility Users Taxes - Verizon
Business License Tax
724,789
530,384
116,162
58,238
902,998
496,652
108,365
55,672
960,000
502,000
81,000
892,000
561,000
110,000
51,100
923,000
580,000
113,800
60,000 52,700
275,919
11,327
429,283
13,621
410,000
13,000
324,000
15,300
335,300
16,000
113,172
18,363
123,302
21,751
150,000
22,000
119,000
21,660
123,100
23,000
406,759
21,698,100
444,375
22,824,854
431,000
24,047,825
431,000
23,430,479
446,000
$ $ $ $ $ 24,346,900
Licenses & Permits
101-00-3103-0000
101-00-3153-0000
101-14-3106-0000
101-14-3151-0000
101-48-3152-0000
Bicycle Licenses
Film Permits
$ 4
38,707
$ - $ - $ - $ -
34,316 39,000 20,000 25,000
Tree Permits 44,880 48,400 44,000 41,000 44,000
Building Permits
Street & Curb Permits
571,355
149,585
804,531
746,075
119,223
948,014
552,000
118,000
753,000
702,000
118,000
881,000
723,000
125,000
$ $ $ $ $ 917,000
Charges for Services
101-00-3304-0000
101-00-3321-0000
101-00-3309-0000
101-07-3346-0000
101-14-3306-0000
101-14-3307-0000
101-14-3308-0000
101-14-3309-0000
101-14-3312-0000
101-14-3346-0000
101-68-3340-0001
101-60-3342-0000
101-60-3502-0000
101-61-3336-0000
101-61-3340-0000
101-64-3340-0000
101-68-3340-0000
101-62-3336-0001
101-62-3336-0002
101-62-3336-0005
101-62-3340-0001
101-62-3340-0002
101-68-3336-0001
101-64-3336-0001
101-64-3336-0002
Environmental Fees $ 132,640
-
$ 132,495
50 $ 132,000
-
$ 132,000 $ 132,000
Check Reissuance Fee -
Online Convenience Fee
Sales of Maps & Pub.s - Admin
General Plan Fee
332 245 200 340
191
275
395 225 - 100
21,294
3,967
297,309
51,778
85,970
46 27,090
24,572
291,541
68,437
88,882
13 43,000
25,000
301,000
50,000
72,000
-
29,000
27,500
265,000
62,000
86,000
-
32,000
Technology Enhancement Fee
Plan Check Fees
28,000
285,000
Business License Application Fee
Zoning Fees
55,000
89,000
Sales of Maps & Pub.s-P&B
Contract Class Nonresident Fee
Class Refund Fee
-
13,398
3,164
9,741
30,573
253
7,521
2,678
8,915
43,218
415
18,557
4,200
8,250
38,785
2,157
-
10,231
2,000
8,250
42,000
1,000
-
-
4,200
Recreation Administrative Fees
Aquatics Program Fees
Aquatics Nonresident Fees
Senior Nonresident Fees
Aquatics Nonresident Fees
Day Camp Program Fees
Family Life Program Fees
Teen Pilot Program Fees
Daycamp Nonresident Fees
Family Life Nonresident Fees
Contract Class Program Fees
Bridge Program Fees
8,250
45,920
-
- (4) -
456 716
153,399
275,653
-
- 119 -
153,923
193,435
-
156,705
213,166
-
156,705
178,120
600
167,000
182,622
27,000
10,259
15,946
198,454
-
6,696
24,189
174,916
-
19,183
26,106
213,402
-
11,032
18,000
209,896
-
-
-
226,000
-
Jr. Titans Fees - - - - -
46 PAGE 430 of 885
City of San Marino
FY 2024-25 Proposed Budget
Detail Schedule of Revenues by Fund
2021-22
Actual
2022-23
Actual
2023-24 2024-25
Description Budget Estimated Proposed
101-66-3336-0000 2,300
101-66-3336-0001
101-66-3336-0002
101-66-3336-0004
101-66-3336-0005
101-66-3340-0000
101-66-3340-0001
101-66-3340-0004
101-66-3340-0005
101-64-3336-0000
101-64-3340-0000
101-62-3336-0003
101-90-3344-6055
101-90-3346-0000
101-91-3344-3963
101-91-3502-1496
101-93-3344-1200
101-94-3344-0000
101-94-3344-3000
101-94-3344-7037
Special Events Program Fees
Easter Program Fees
10,382 31,614 - -
7,717 8,599 3,188
6,800
12,250
5,000
-
3,188
6,890
8,653
9,000
-
8,625
Track Meet Program Fees
Trunk or Treat Program Fees
Lacy Park Camp Out Program Fees
Special Events Nonresident Fees
Easter Program Nonresident Fees
Trunk or Treat Nonresident Fees
Lacy Park Camp Out Nonresident Fees
Senior Program Fees
3,786 6,870 6,800
-
-
- 17,900
- 10,750
84 - -
- -
-
4,688
7,250
5,750
33,614
2,195
-
4,688
9,205
-
-
- -
- - -
7,092
-
15,605
-
8,000
200
13,940
Senior Program Nonresident Fees 700
Education Enrichment Program Fees
Passport Fees
1,733
223,674
2,414
2,266
306
- - -
180,813
2,256
1,791
194
180,000
2,400
2,500
-
162,649
2,875
779
160,000
2,900
1,000
-
Library Copies
Lost Materials Fees
DVD Rentals -
Damaged Materials Fees
Overdue Materials Fees
Hold Fees
598 812 500 400 500
9,630
739
11,608
429
11,500
-
11,463
7 11,500
-
Replacement Library Card Fees 495 391 350 458 350
$
$
1,494,249 $
$
1,592,844 $ 1,601,696 $
$
1,470,739 $
$
1,517,332
Intergovernmental
101-00-3202-9350
101-00-3204-0000
101-08-3702-0000
245-00-3201-0000
101-90-3202-0000
State Vehicle License Fees
VLF In-Lieu Tax
15,188
1,844,953
10,000
12,865
1,944,964
-
$ 12,500
2,016,000
-
15,503
2,022,002
-
14,500
2,100,456
COVID-19 Reimbursements -
American Rescue Plan Funds
Cenic Rebates
376,253
14,594
446,415
10,558
1,973,747
10,560
1,897,283
10,560
401,406
10,560
$
$
2,260,988 $
$
2,414,802 $
$
4,012,807 $
$
3,945,348 $
$
2,526,922
Fines & Forfeitures
101-00-3348-0000
101-00-3410-0000
101-14-3410-0000
101-14-3410-0500
101-14-3410-9245
Damage to City Property Fees
Fines & Fees
13,084
949
(5,323)
200
5,000
500
27,900
75 5,000
500
Business License NOVs
Administrative Citation Fee
Tree Fines
6,399
-
1,450
9,205
(7,585)
(2,053)
6,500
-
1,200
15,000
5,265
49,440
1,200
10,000
4,500
21,200
(25,340)
(4,908)
2,000
$ 14,000
$
$
$
$
$
$
$
$
$
Use of Money & Property
101-00-3501-0000
101-00-3550-0000
101-40-3502-0000
101-70-3502-0003
101-70-3502-0002
101-70-3502-0000
101-70-3502-0001
101-90-3502-0000
Interest Income (497,762)
28,138
2,160
188,125
-
213,570
11,500
-
430,000
5,000
100
430,000
4,500
-
430,000
5,000
-
Sale of Property
Rental Fees-Public Works
Rents & Concessions-Park Admissions
Lacy Park Rentals
141,645
83,168
-
116,000
94,730
-
91,000
90,045
-
92,800
95,000
Rents & Concessions-Stoneman -
Rents & Concessions-San Marino Center
Library Rental Fees
-
750 270,000
2,500
918,330
25,000
1,400
641,945
75,140
2,500
700,440
3,165
(275,424)
3,784
$ $ 453,667 $ $ $
47 PAGE 431 of 885
City of San Marino
FY 2024-25 Proposed Budget
Detail Schedule of Revenues by Fund
2021-22
Actual
2022-23
Actual
2023-24 2024-25
Description Budget Estimated Proposed
Miscellaneous Revenue
101-00-3701-0000
101-00-3701-0207
101-00-3702-0000
101-00-3703-0000
101-00-3800-0000
101-40-3348-0000
101-60-3701-0000
101-90-3701-0000
Miscellaneous Revenue
Sales of Prop A Funds
$ 15,584 $ 13,438 $ 10,000 $ 9,500 $ 10,000
- -
5,618
4,000
-
- - 750,000
City Reimbursements 114,711 500 11,280 500
Gain/Loss on Disposal of Asset
Operating Transfers In
-
-
-
-
-
-
-
-
-
-
-
Damage to City Property Reimbs
Miscellaneous Revenue-Rec
Miscellaneous Revenue-Library
- - 12,366
-
-
(722)
470
130,043
- -
205 -
23,261
250
$ $ $ 10,500 $ 33,396 $ 760,500
General Fund Totals $ 26,107,579 $ 28,255,389 $ 31,358,158 $ 30,452,347 $ 30,790,294 Public Safety Fund
Taxes
103-00-3005-0000
103-00-3006-0000
Public Safety Property Taxes
Public Safety Augmentation Fd
$
$
$
3,421,901
199,817
$
$
$
3,439,456
205,830
$
$
$
3,528,294
218,100
$
$
$
3,528,294
204,140
$
$
$
3,528,294
218,100
3,621,718 3,645,286 3,746,394 3,732,434 3,746,394
Charges for Services
103-30-3201-0000
103-30-3316-0000
103-30-3317-0000
103-30-3318-0000
103-30-3319-0000
103-30-3321-0000
103-30-3324-0000
103-30-3325-0000
103-30-3331-3550
103-30-3331-9241
103-34-3315-0000
103-34-3316-0000
103-34-3330-0000
103-34-3332-0000
Animal Control Services
Special Police Services
Citation Sign off Fee
Clearance Letter Fees
Report Copies
-
5,261
105
-
6,188
202
-
7,200
100
-
7,200
280
-
7,200
100
450 720 800 800 800
6,710
1,540
12,125
5,220
3,659
5,500
-
4,410
1,310
22,821
5,612
8,468
7,760
25,599
5,795
2,325
639,368
730,578
4,600
1,500
24,900
6,300
5,600
8,700
-
5,300
1,400
24,900
4,500
11,000
4,800
(8,426)
3,120
5,670
650,000
710,544
4,600
1,500
24,900
6,300
5,600
8,700
-
Burglary Alarm Permits
House Watch Fees
Vehicle Impound Release Fees
Live Scan Fees
Tow Fees
Shared Fire Command Revenue
Outside Services 4,130
2,385
574,598
621,683
9,700
3,900
600,000
673,300
9,700
3,900
673,000
746,300
Fire Fees
Paramedic Service Fees
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
$
Intergovernmental
103-30-3202-6600
103-34-3202-2725
POST Reimbursement
GEMT Reimbursement
27,911
-
14,610
46,923
61,533
4,000
5,000
9,000
6,427
18,753
25,180
4,000
5,000
27,911 9,000
Fines & Fees
103-30-3400-0000
103-30-3401-0000
Parking Citations 11,484
48,505
59,989
15,984
60,910
76,894
23,400
50,300
73,700
12,500
65,000
77,500
23,400
65,000
88,400
Vehicle Code Fines
Use of Money & Property
103-00-3501-0000 Interest Income $
$
618
618
$
$
(4)
(4)
$
$
-
-
$
$
-
-
$
$
-
-
Miscellaneous Revenue
103-30-3701-0000
103-30-3703-0000
103-34-3328-0000
Police Misc. Revenue $ 1,265
700
$ 27,962 $ - $ 1,320
4,900
-
$ -
Uninhabited Property Registration
Strike Team Reimbursements
2,250
88,463
400 4,900
75,000
79,900
359,574
361,539
125,000
$ $ 118,675 $ 125,400 $ 6,220 $
Public Safety Fund Totals $ 4,693,458 $ 4,632,962 $ 4,627,794 $ 4,551,878 $ 4,669,994 48 PAGE 432 of 885
City of San Marino
FY 2024-25 Proposed Budget
Detail Schedule of Revenues by Fund
2021-22
Actual
2022-23
Actual
2023-24 2024-25
Description Budget Estimated Proposed
Fourth of July Fund
104-00-3336-0000
104-66-3336-0000
104-00-3340-0000
104-00-3501-0000
Admission Fees $
$
40,508 $
$
68,374 $
$
38,820 $
$
47,600 $
$
75,425
4th of July Admission Fees
Admission Fees-Nonresident
Interest Income
-
-
1,900 - -
28,000
-
-
-
-
19,340
-
-
(1) -
Fourth of July Fund Total $ 40,507 $ 70,274 $ 58,160 $ 75,600 $ 75,425 San Marino Center Fund
105-82-3502-0000 Rents & Concessions $ - $ - $ - $ - $ - San Marino Center Fund Total $ - $ - $ - $ - $ -
Donations Fund
281-00-3501-0000
281-30-3601-0000
281-34-3601-0000
281-50-3601-0000
281-50-3601-7150
281-60-3601-0000
281-66-3601-0006
281-66-3601-0002
281-66-3601-2570
281-90-3601-0000
281-90-3601-1120
281-90-3601-9506
281-91-3601-0000
281-91-3601-0776
281-91-3601-2575
281-92-3601-0000
281-92-3601-2575
Interest Income $ (833)
23,511
13,950
7,618
50,000
-
$ 23,374
2,586
250
$ 1,000
10,000
10,000
2,000
50,000
-
$ 17,400
10,042
10,250
3,220
50,000
-
$ 1,000
Police Donations Received
Fire Donations Received
-
-
Lacy Park Donations 7,734
50,000
161
-
Rose Arbor Donation -
Recreation Donations Received -
Memorial Day Donations
Track Meet Donations
500 2,350
2,000
-
250 300 300
2,000
-
2,000
1,345
94 2,000
-
2,000
4th of July Donations -
Library Donations Received
Donations-Crain Art Gallery
Library Wish List Donations
Adult Materials Donations-Other
Adult Chinese Language Materia
Adult Materials Donations-Friends
Children's Mats. Donations
Children's Mats. Donations-Friends
48 40,000
1,500
-
12,476
2,300
-
-
2,020
-
944 2,300
- -
1,670
1,000
-
750 - 1,700
-
-
- 2,500
10,000
5,000
20,000
154,250
2,500
10,000
4,500
20,000
42,600
10,000
5,800
20,000
125,997
10,000
4,500
20,000
144,188
7,982
-
Donations Fund Total $
$
110,857 $
$
$
$
$
$
$
General Fund Group Totals 30,952,401 33,084,622 36,198,362 35,224,013 $ 35,578,313 Special Revenue Funds
Gas Tax Fund
202-00-3501-0000
202-48-3038-7585
202-48-3038-7590
202-48-3038-7700
202-48-3038-7810
202-48-3038-7920
202-48-3038-7930
Interest Income
RMRA - SB 1 Section 2032
$ (16,141)
261,694
72,665
46,280
86,829
3,000
$ (650)
280,107
71,446
45,813
97,368
3,000
$ 2,500
310,264
82,360
51,500
98,925
3,000
$ 5,650
314,434
75,971
48,075
101,642
3,000
$ 5,700
321,210
77,920
48,657
106,488
3,000
Gas Taxes Section 2105
Gas Taxes Section 2106
Gas Taxes Section 2107
Gas Taxes Section 2107.5
Gas Taxes Section 2103 103,622
557,949
102,292
599,376
124,372
672,921
119,760
668,532
111,453
$ $ $ $ $ 674,428
Community Development Block Grant (CDBG)
204-00-3201-0650
204-00-3501-0000
Federal CDBG
Interest Income
$
$
15,395
25 $
$
1,709
84 $
$
9,131
-
$
$
9,000
9,000
$
$
227,000
-
15,420 1,793 9,131 227,000
49 PAGE 433 of 885
City of San Marino
FY 2024-25 Proposed Budget
Detail Schedule of Revenues by Fund
2021-22
Actual
2022-23
Actual
2023-24 2024-25
Description Budget Estimated Proposed
County Park Proposition A
206-00-3203-3420
206-00-3501-0000
Local - LA Co. Pk. Bond
Interest Income
$
$
-
-
-
$
$
- $ -
-
-
$
$
-
-
-
$
$
-
(9)
(9)
-
$ -
Proposition A Transit
207-00-3032-0000
207-00-3501-0000
Prop. A Transit Taxes $
$
274,852
1,175
$
$
340,676
82,229
$
$
354,241
2,500
$
$
331,892 $
$
343,314
Interest Income 83,800 84,000
276,027 422,905 356,741 415,692 427,314
Drought Fund
209-00-3410-0000
209-00-3501-0000
Water Use Fines
Interest Income
$
$
- $
$
- $
$
100
100
200
$
$
- $
$
-
(158)
(158)
2,068
2,068
1,940
1,940
1,000
1,000
Air Quality Management District
212-00-3203-0080
212-00-3501-0000
AQMD Grant
Interest
$
$
16,433
(112)
$
$
15,765
6,715
$
$
18,750
300
$
$
16,500
2,430
$
$
16,500
2,500
16,321 22,480 19,050 18,930 19,000
Surface Transportation Program
213-00-3501-0000 Interest Income $
$
(1,380)
(1,380)
$
$
11,967
11,967
$
$
500
500
$
$
210
210
$
$
210
210
Transportation Development Act
214-00-3036-0000
214-00-3501-0000
TDA Article 3 Taxes
Interest Income
$
$
9,000
24 $
$
19,000
725
$
$
19,000
100
$
$
19,000
340
$
$
19,000
340
9,024 19,725 19,100 19,340 19,340
Proposition C Transit
215-00-3034-0000
215-00-3501-0000
Prop. C Transit Taxes
Interest Income
$
$
227,983
(546)
$
$
282,581
71,655
$
$
293,833
3,000
$
$
275,400
41,600
$
$
284,770
42,000
227,437 354,236 296,833 317,000 326,770
Public Educational Governmental (PEG) Cable Access
216-00-3045-0000
216-00-3501-0000
PEG Fees $
$
28,641
(473)
$
$
29,179
22,335
51,514
$
$
30,000
1,800
$
$
28,000
21,900
49,900
$
$
29,000
22,000
51,000
Interest Income
28,168 31,800
Asset Forfeiture (Police)
217-00-3501-0000 Interest Income $
$
(260)
(260)
$
$
3,395
3,395
$
$
200
200
$
$
3,180
3,180
$
$
3,200
3,200
Used Oil Grant
221-00-3501-0000 Interest Income
OTS Grant
$
$
(121)
(121)
$
$
1,018
1,018
$
$
100
100
$
$
1,200
1,200
$
$
1,200
1,200
OTS Grant
223-00-3701-0000 $
$
22,445
22,445
$
$
66,563
66,563
$
$
83,040
83,040
$
$
62,280
62,280
$
$
20,760
20,760
50 PAGE 434 of 885
City of San Marino
FY 2024-25 Proposed Budget
Detail Schedule of Revenues by Fund
2021-22
Actual
2022-23
Actual
2023-24 2024-25
Description Budget Estimated Proposed
California Recycling Grant
226-48-3202-7155
226-00-3501-0000
Rubberized Asphalt Grant
Interest Income
$
$
- $
$
- $ 91,000
500
$
$
- $
$
91,000
(988)
(988)
12,891
12,891
12,100 12,000
$ 91,500 12,100 103,000
Citizens' Option for Public Safety Grant (COPS)
233-00-3501-0000
233-30-3202-0000
Interest Income
COPS Allocation
$
$
112
161,285
161,397
$
$
36,527
165,271
201,798
$
$
5,000
200,000
205,000
$
$
35,600
186,159
221,759
$
$
36,000
200,000
236,000
Homeland Security Grant
240-00-3202-0000
240-00-3501-0000
Homeland Security Grant
Interest Income
$
$
51,738
-
$
$
-
-
-
$
$
-
-
-
$
$
- $
$
-
-
-
1 51,738 1
Measure R -- Transportation Sales Tax
243-00-3501-0000
243-48-3203-4200
Interest Income $
$
(2,816)
170,981
168,165
$
$
5,991
211,875
217,866
$
$
2,000
555,375
557,375
$
$
7,500
206,400
213,900
$
$
7,500
513,577
521,077
LA County Measure R
Measure W -- Clean Water Fund
246-00-3203-0000
246-00-3501-0000
Measure W Clean Water Fund
Interest Income
$ -
-
-
$ 702,034
35,588
$ 230,000
5,000
$ 236,017
51,500
$ 240,000
52,000
737,622 235,000 287,517 292,000
Measure M -- Traffic Improvement Sales Tax
247-48-3202-0000
247-00-3501-0000
Measure M $
$
$
193,522
1,245
$
$
$
239,676
47,475
$
$
$
249,758
5,000
$
$
$
232,800
53,300
$
$
$
242,054
Interest Income 54,000
194,767 287,151 254,758 286,100 296,054
Special Revenue Funds Total 1,725,951 3,014,359 2,833,249 2,588,581 3,219,353 Capital Projects Fund
394-00-3501-0000
394-00-3601-0000
394-00-3702-0000
Interest Income
Huntington Library Donation
$ (184,803)
100,000
25,000
$ (32,759)
100,000
$ - $ - $ -
25,000
-
25,000
25,000
50,000
25,000
25,000
50,000
Reimbursement
Capital Projects Fund Total $ (59,803) $ 67,241 $ $ $ 25,000 Debt Service Fund
401-00-3501-0000 Interest Income $ 150 $ 16,254 $ - $ - $ - Debt Service Fund Total $ 150 $ 16,254 $ - $ - $ -
Proprietary Funds
Capital Equipment Internal Service Fund
591-00-3501-0000
591-00-3703-0000
591-00-3850-0000
Interest Income $ 774
38,410
$ (6)
-
$ -
-
$ 12,170
-
$ 12,200
Gain/(Loss) on Disposal of Asset -
Equipment Cost Allocation 485,973
525,157
547,760
547,754
630,643
630,643
630,643
642,813
646,256
Proprietary Fund Total $ 658,456
$
$
$
$
$
$
$
$
Revenue Detail by Fund and Fiscal Year 33,143,856 36,730,230 39,712,254 38,505,407 $ 39,481,122 51 PAGE 435 of 885

THIS PAGE LEFT BLANK INTENTIONALLY
52 PAGE 436 of 885
City of San Marino
FY 2024-25 Proposed Budget
Summary Schedule of Expenditures by Fund
2021-22
Actual
2022-23
Actual
2023-24 2024-25
Budget Estimated Proposed
General Fund Group (Unrestricted)
General Fund 11,294,516
13,528,878
105,573
-
12,228,875
14,781,952
88,561
15,912,984
15,950,690
111,327
-
14,004,138
15,795,832
100,333
-
16,504,331
16,927,552
122,112
-
Public Safety Fund
Fourth of July Fund
San Marino Center Fund
Donations Fund
-
41,348
539,670
-
81,395 124,785
664,300
401,783
766,174
58,140
779,466
6,300
63,900
721,135
-
Workers' Compensation Fund
American Rescue Plan Fund
General Liability Fund
901,088
301,758
746,844 694,506 766,554 976,323
Total General Fund Group $ 26,256,829 $ 29,078,135 $ 33,932,043 $ 31,510,763 $ 35,315,353 Special Revenue Funds (Restricted)
Gas Tax Fund 1,375,000 650,000 675,000
9,000
-
43,947 1,231,053
Community Development Block Grant Fund (CDBG)
Los Angeles County Park Bond Fund
Proposition A Transit Fund
Drought Fund
15,171 1,709 9,000 227,000
- - - -
1,390,630
-
131,866 153,483 319,430
-
241,430
- - -
Air Quality Management District Fund (AQMD)
TDA Article 3 Transportation Fund
Proposition C Transit Fund
Public Education and Government Fees Fund (PEG)
Rubberized Pavement Grant
Used Oil Grant Fund
- - 58,790
19,000
402,500
-
58,790 43,000
19,000
650,000
-
9,000 270,626 19,000
300,000 815,796 2,500
- - -
- - 91,000
-
- 91,000
- - - -
24,871
274,464
-
OTS Grant 18,707 3,820 83,040
349,842
-
-
COPS Grant Fund 143,497 70,832 314,608
Homeland Security Grant - - -
LA County Measure R Fund
Measure W Clean Water Fund
LA County Measure M Fund
150,000 175,000 555,000
217,218
1,000,000
35,000
102,857
-
720,000
244,508
1,225,000
-
-
-
-
Total Special Revenue Funds $ 2,143,241
1,754,454
531,712
$ 2,141,266
6,682,989
552,034
$ 3,779,820
14,958,490
574,888
$ 811,859
4,857,106
574,888
$ 6,155,799
12,929,010
-
Capital Projects Fund
Capital Projects Fund
Debt Service Fund
Debt Service Fund
Internal Service Fund
Capitalized Equipment Fund 485,973 547,760 781,662 668,650 540,000 Total All Funds $ 31,172,209 $ 39,002,184 $ 54,026,903 $ 38,423,266 $ 54,940,162 53 PAGE 437 of 885
City of San Marino
FY 2024-25 Proposed Budget
Summary Schedule of Expenditures by Department & Type
2021-22
Actual
2022-23
Actual
2023-24 2024-25
Budget Estimated Proposed
City Council
Services & Supplies 24,252 28,030 31,025
31,025
26,793 29,475
Total Operating Expenditures $ 24,252 $
$
28,030 $
$
$
$
26,793 $
$
29,475
City Attorney
Services & Supplies 432,690 455,095 430,000 483,418 405,000 Total Operating Expenditures $ 432,690 455,095 430,000 483,418 405,000 City Manager's Office
Personnel 584,559
146,370
639,137
161,928
715,405
288,412
641,925
210,495
671,573
Services & Supplies 273,640
Total Operating Expenditures $ 730,929 $
$
801,065 $
$
1,003,817 $
$
852,420 $
$
945,213
El Molino Viejo
Services & Supplies 56,000 60,000 60,000 60,000 60,000
Total Operating Expenditures $ 56,000 60,000 60,000 60,000 60,000 Finance
Personnel
Services & Supplies
560,774
308,143
624,558
336,487
641,858
297,033
532,756
362,220
620,111
1,359,825
Total Operating Expenditures $ 868,917 $ 961,045 $ 938,891 $ 894,976 $ 1,979,936 Non-Departmental
Personnel 181,540
-
1,138,172
531,712
394,827
-
1,106,348
552,034
300,000 272,764 300,000
839,865
2,403,720
-
Unfunded Accrued Liability
Services & Supplies 1,357,541
574,888
1,340,113
Debt Service 574,888
Total Operating Expenditures $ 1,851,424 $
$
$
$
$
2,053,209 $
$
$
$
$
2,232,429 $
$
$
$
$
2,187,765 $
$
$
$
$
3,543,585
Human Resources
Personnel 168,386
1,194,786
293,567
1,150,465
364,530
1,452,744
280,527
1,406,990
378,669
Services & Supplies 697,414
Total Operating Expenditures $ 1,363,172 1,444,032 1,817,274 1,687,517 1,076,083 Community Development
Personnel 1,053,043
476,194
1,261,462
350,053
1,808,614
1,307,183
1,595,785
433,676
1,818,592
Services & Supplies 794,042
Total Operating Expenditures $ 1,529,237 1,611,515 3,115,797 2,029,461 2,612,634 Police
Personnel
Services & Supplies
6,722,925
796,155
7,568,216
873,500
8,418,247
1,033,100
8,003,139
959,412
8,985,651
1,047,350
Total Operating Expenditures $ 7,519,080 8,441,716 9,451,347 8,962,551 10,033,001 Fire
Personnel
Services & Supplies
5,834,139
674,900
6,380,772
699,579
6,257,603
746,710
6,680,045
783,681
6,725,478
798,920
Total Operating Expenditures $ 6,509,039 7,080,351 7,004,313 7,463,726 7,524,398 54 PAGE 438 of 885
City of San Marino
FY 2024-25 Proposed Budget
Summary Schedule of Expenditures by Department & Type
2021-22
Actual
2022-23
Actual
2023-24 2024-25
Budget Estimated Proposed
Emergency Management
Personnel 52,231 1,038 - - -
Services & Supplies 45,802 34,871 87,390 61,073 61,150
Total Operating Expenditures $ 98,033 $ 35,909 $ 87,390 $ 61,073 $ 61,150 Parks & Public Works
Personnel 1,761,661
1,581,266
1,924,378
1,619,984
2,160,211
1,921,410
2,041,713
1,928,722
2,072,833
Services & Supplies 2,291,640
Total Operating Expenditures $ 3,342,927 $
$
3,544,362 $
$
4,081,621 $
$
3,970,435 $
$
4,364,473
Community Services - Administration
Personnel -
-
-
383,901
81,724
465,625
666,306
99,243
765,549
604,743
95,239
699,982
712,574
97,114
809,688
Services & Supplies
Total Operating Expenditures $
Recreation
Personnel 906,974
473,225
870,889
533,360
1,018,609
662,006
831,561
626,340
987,887
Services & Supplies 684,832
Total Operating Expenditures $ 1,380,199 $
$
1,404,249 $
$
1,680,615 $
$
1,457,901 $
$
1,672,719
Library
Personnel
Services & Supplies
1,070,928
320,955
1,042,009
325,108
1,316,165
420,692
1,167,933
382,683
1,275,631
377,807
Total Operating Expenditures $ 1,391,883 1,367,117 1,736,857 1,550,615 1,653,438 Capital Equipment
Capital Purchases
Less: Capitalized Items
Depreciation
491,936
(491,936)
485,973
937,870
(937,870)
547,760
1,119,462 931,072 759,198
-
-
-
-
-
-
Total Capital Equipment $ 485,973 $ 547,760 $ 1,119,462 $ 931,072 $ 759,198 Capital Projects
Capital Improvement Projects 3,588,454 8,701,104 18,470,516 5,103,560 17,410,171 Total Capital Improvements $ 3,588,454 $
$
8,701,104 $
$
18,470,516 $
$
5,103,560 $
$
17,410,171
Total Expenditures $ 31,172,209 39,002,184 54,026,903 38,423,264 54,940,162 Summary of Expendtiures by Type:

Personnel $ 18,897,160
7,668,910
-
531,712
485,973
3,588,454
$
$
$
$
$
$
21,384,754
7,816,532
-
552,034
547,760
8,701,104
$
$
$
$
$
$
23,667,548
10,194,489
-
574,888
1,119,462
18,470,516
$
$
$
$
$
$
22,652,891
9,160,854
-
574,888
931,072
5,103,560
$
$
$
$
$
$
24,548,999
11,381,929
839,865
-
759,198
17,410,171
Services & Supplies $
Unfunded Accrued Liability $
Debt Service $
Captial Equipment $
Captial Projects $
Total Expenditures $ 31,172,209 $ 39,002,184 $ 54,026,903 $ 38,423,264 $ 54,940,162 55 PAGE 439 of 885

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56 PAGE 440 of 885
City of San Marino
FY 2024-25 Proposed Budget
Schedule of Department Expenditures by Fund
General
Fund
Public Safety
Fund
Fourth of
July
Worker's
Comp
General
Liability
Gas Prop A
Transit
Drought TDA Prop C
Transit
PEG
Fees
Used
Oil

OTS COPS
Grant
Homeland Measure R Measure W Rubberized Measure M American Capital Debt Capitalized Equipment
Total by
Department Function
City Council
City Attorney
City Manager
Donations Taxes CDBG Education AQMD Streets Grant Security Streets Water Grant Streets Rescue Plan Projects Service 29,475 29,475
405,000
945,213
60,000
405,000
945,213
El Molino Viejo
Finance
Non Departmental
60,000
819,436
2,567,262
792,288
1,160,500 1,979,936
3,543,585
1,076,083
976,323
Human Resources 283,795
Community Development Department 6,660
Police Department
2,605,974 2,612,634
9,652,432
7,275,120
15,139
5,078
10,500 146,520
244,200
70,000 138,410 10,033,001
Fire Department 7,524,398
Emergency Services 61,150 61,150
Parks and Public Works Department
Administration
Fleet
662,469
268,482
302,710
1,103,790
546,734
1,138,727
278,530
6,391 26,640 695,500
268,482
332,710
1,103,790
546,734
1,138,727
278,530
Sewers 30,000
Streets
Parks
Public Grounds
Building Maintenance
Community Services-Admin
Administration 809,688 809,688
Recreation
Administration
Aquatics
495,290
149,538
342,218
24,230
6,660 501,950
149,538
384,718
44,360
Youth 42,500
Adult 10,000 10,130
Community Events
Contract Classes
Facilities
173,568
150,613
170,168
95,504 2,300 271,372
150,613
170,168
Library
Administration
Adult Services
Children's Services
Processing
501,273
310,593
289,496
28,377
2,000
16,500
26,500
6,660 509,933
327,093
315,996
28,377
Circulation 472,039 472,039
Capital Projects 6,100
-
1,231,053
1,231,053
217,000
227,000
107,500 19,000 650,000
650,000
720,000
720,000
214,508
244,508
91,000 1,225,000
1,225,000
-
-
12,929,010
12,929,010
17,410,171
Capitalized Equipment 759,198
Total By Fund
43,000 176,198
314,608
-
-
540,000
16,504,331 16,927,552 122,112 63,900 721,135 976,323 1,390,630 - 43,000 19,000 - - - 91,000 - 540,000 54,940,162 57 PAGE 441 of 885

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58 PAGE 442 of 885
City of San Marino
FY 2024-25 Proposed Budget
Schedule of Transfers Between Funds
2021-22
Actual
2022-23
Actual
2023-24 2024-25
Budget Estimated Proposed
Transfers In
General Fund 359,759 297,141 -
-
-
-
665,739
Payroll Fund 370,674
8,931,154
78,699
-
-
10,074,016
32,227
-
Public Safety Fund
Fourth of July
13,153,184
43,006
13,153,184
43,006
12,257,558
46,687
San Marino Center
Capital Projects Fund
Debt Service Fund
Workers' Compensation Fund
General Liability Fund
Capitalized Equipment Fund
- - - -
2,350,000
513,729
593,206
725,878
-
3,550,000
544,712
884,443
733,572
599,673
2,000,000
574,737
664,300
766,174
243,191
2,000,000
574,737
664,300
766,174
155,459
-
-
721,135
976,323
-
Total Transfers In $ 13,923,099 $ 16,715,784 $ 17,444,592 $ 17,356,860 $ 14,667,442 Transfers Out
General Fund 13,146,645 16,155,815 15,553,609 15,465,877 14,001,703 Payroll Fund - 247,504 - - -
Public Safety Fund
Fourth of July
184,798 - - - -
32,162 10,571 - - -
San Marino Center
American Rescue Plan Fund
Donations Fund
- - - - -
- - 1,890,983 1,890,983 401,406
50,000 58,100 -
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
Air Quality Fund
COPS Fund
- 106,790 -
-
-
97,938 -
TDA Fund - -
Debt Service Fund
Workers' Compensation Fund
Capitalized Equipment Fund
General Liability Fund
- - 16,255
67,267
391,838
50,389
-
-
-
248,078
39,066 -
Total Transfers Out $ 13,923,099 $ 16,715,784 $ 17,444,592 $ 17,356,860 $ 14,667,442 59 PAGE 443 of 885

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60 PAGE 444 of 885
City of San Marino
FY 2024-25 Proposed Budget
Cost Recovery - General, Public Safety and 4th of July Event Funds (Statement of Activities Methodology)
Estimated
Account Number Description Revenue
General Government
Cost Recovery Revenue by Line Item
101 - 00 - 3153 - 0000
101 - 00 - 3202 - 9350
101 - 00 - 3304 - 0000
Film Permits 25,000
State Vehicle License Fees 14,500
Environmental Fees 132,000
101 - 00 - 3309 - 0000
101 - 00 - 3410 - 0000
Online Convenience Fees
Fines & Fees
275
500
101 - 07 - 3346 - 0000
101 - 14 - 3410 - 0000
Total Recovery Revenue
Sales of Maps & Pubs - Admin
Business License NOVs
100
1,200
173,575
Adopted Expenditures - City Attorney, City Manager, Human Resources, Finance, Non-Departmental 5,529,199
Cost Recovery % 3.1%
Public Safety
Cost Recovery Revenue by Line Item
103 - 00 - 3005 - 0000
103 - 00 - 3006 - 0000
103 - 30 - 3201 - 0000
103 - 30 - 3316 - 0000
103 - 30 - 3317 - 0000
103 - 30 - 3318 - 0000
103 - 30 - 3319 - 0000
103 - 30 - 3321 - 0000
103 - 30 - 3324 - 0000
103 - 30 - 3325 - 0000
103 - 30 - 3331 - 3550
103 - 30 - 3331 - 9241
103 - 30 - 3400 - 0000
103 - 30 - 3401 - 0000
Public Safety Property Taxes 3,528,294
218,100
0 Public Safety Augmentation Fund
Animal Control Services
Special Police Services
Citation Sign Off Fees
Clearance Letter Fees
Report Copies
7,200
100
800
4,600
1,500
24,900
6,300
5,600
8,700
23,400
65,000
Burglary Alarm Permits
Housewatch Fees
Vehicle Impound Release Fees
Live Scan Fees
Tow Fees
Parking Citations
Vehicle Code Fines
61 PAGE 445 of 885
City of San Marino
FY 2024-25 Proposed Budget
Cost Recovery - General, Public Safety and 4th of July Event Funds (Statement of Activities Methodology)
Estimated
Account Number Description Revenue
103 - 30 - 3703 - 0000
103 - 34 - 3316 - 0000
103 - 34 - 3330 - 0000
103 - 34 - 3332 - 0000
Total Recovery Revenue
Uninhabited Property Registration
Outside Services
4,900
9,700
Fire Fees 3,900
Paramedic Service Fees 673,000
4,585,994
Adopted Expenditures - Police, Fire and Emergency Management 16,988,702 Cost Recovery % 27.0%
Community Development
Cost Recovery Revenue by Line Item
101 - 14 - 3151 - 0000
101 - 14 - 3306 - 0000
101 - 14 - 3307 - 0000
101 - 14 - 3308 - 0000
101 - 14 - 3309 - 0000
101 - 14 - 3312 - 0000
101 - 14 - 3346 - 0000
101 - 14 - 3410 - 0500
101 - 14 - 3410 - 0000
Total Recovery Revenue
Building Permits 723,000
32,000
28,000
285,000
55,000
89,000
0 General Plan Fee
Technology Enhancement Fee
Plan Check Fees
Business License Application Fee
Zoning Fees
Sales of Maps & Pubs - P&B
Administrative Citation Fee
Tree Fines
10,000
4,500
1,226,500
Adopted Expenditures- Community Development 2,605,974
Cost Recovery % 47.1%
Parks & Public Works
Cost Recovery Revenue by Line Item
101 - 14 - 3106 - 0000
101 - 48 - 3152 - 0000
Total Recovery Revenue
Tree Permits 44,000
125,000
169,000
Street & Curb Permit Fees
Adopted Expenditures - Parks & Public Works 4,301,442
Cost Recovery % 3.9%
62 PAGE 446 of 885
City of San Marino
FY 2024-25 Proposed Budget
Cost Recovery - General, Public Safety and 4th of July Event Funds (Statement of Activities Methodology)
Estimated
Account Number Description Revenue
Recreation
Cost Recovery Revenue by Line Item
101 - 68 - 3340 - 0001 Contract Class Nonresident Fees
101 - 60 - 3342 - 0000
101 - 60 - 3502 - 0000
101 - 61 - 3336 - 0000
101 - 68 - 3340 - 0000
101 - 68 3336 - 0001
101 - 66 - 3336 - 0000
101 - 66 - 3336 - 0001
101 - 66 - 3336 - 0002
101 - 66 - 3336 - 0004
101 - 66 - 3336 - 0005
101 - 64 - 3336 - 0000
101 - 62 - 3336 - 0002
101 - 62 - 3336 - 0001
101 - 62 - 3336 - 0005
101 - 62 - 3340 - 0001
101 - 62 - 3340 - 0002
101 - 66 - 3340 - 0001
101 - 66 - 3340 - 0004
101 - 66 - 3340 - 0005
101 - 64 - 3340 - 0000
104 - 00 - 3336 - 0000
104 - 00 - 3340 - 0000
Total Recovery Revenue
0 Class Refund Fee 4,200
8,250
45,920
0 Recreation Administrative Fees
Aquatics Program Fees
Aquatics Nonresident Fees
Contract Class Program Fees
Special Events Program Fees
Easter Program Fees
226,000
0 8,625
6,800
17,900
10,750
13,940
182,622
167,000
27,000
0 Track Meet Program Fees
Trunk or Treat Program Fees
Lacy Park Camp Out Program Fees
Senior Program Fees
Family Life Program Fees
Daycamp Program Fees
Teen Pilot Program Fees
Daycamp Nonresident Fees
Family Life Nonresident Fees
Easter Program Nonresident Fees
Trunk or Treat Nonresident Fees
Lacy Park Camp Out Nonresident Fees
Senior Program Nonresident Fees
Fourth of July Admission Fees
Fourth of July Admission Nonresident Fees
0 0
0 0
700
75,425
0 795,132
Adopted Expenditures - Recreation (plus Police, Fire and Parks & Public Works for Fourth of July Event) 1,627,737
Cost Recovery % 48.8%
63 PAGE 447 of 885
City of San Marino
FY 2024-25 Proposed Budget
Cost Recovery - General, Public Safety and 4th of July Event Funds (Statement of Activities Methodology)
Estimated
Account Number Description Revenue
Library
Cost Recovery Revenue by Line Item
101 - 90 - 3344 - 6065
101 - 90 - 3346 - 0000
101 - 91 - 3344 - 3963
101 - 91 - 3502 - 1496
101 - 93 - 3344 - 1200
101 - 94 - 3344 - 0000
101 - 94 - 3344 - 3000
101 - 94 - 3344 - 7037
Total Recovery Revenue
Passport Fees 160,000
2,900
1,000
0 Copies
Lost Materials Fees
DVD Rentals
Damaged Materials Fees
Overdue Materials Fees
Hold Fees
500
11,500
0 Replacement Library Card Fees 350
176,250
Adopted Expenditures - Library 1,601,778
Cost Recovery % 11.0%
Citywide Summary
Cost Recovery Revenue 7,126,451
Adopted Related Expenditures 32,654,832
Citywide Cost Recovery % 21.8%
64 PAGE 448 of 885
Summary of Authorized Positions
Full-Time and Part-Time Employees
Full-Time Equivalent (FTE) = 2,080 Work Hours/Year
2021-22
Actual
2022-23
Actual
2023-24
Budget
2024-25
Proposed
City Manager's Office
Finance Department
Full-Time Employees FTE
Part-Time Employees FTE
Total Department FTE

3.00 0.50

3.50 3.00

0.50 3.50

3.00 0.50

3.50 3.00

0.50 3.50
Full-Time Employees FTE 4.00 4.00 4.00 4.00
Department Total FTE 4.00 4.00 4.00 4.00
Human Resources Department
Full-Time Employees FTE 2.00 2.00 2.00 2.00
Total Department FTE 2.00 2.00 2.00 2.00
Community Development Department
Full-Time Employees FTE
Part-Time Employees FTE
Total Department FTE

9.00 1.50

10.50 13.00

0.50 13.50

13.00 0.50

13.50 13.00

0.55 13.55
Police Department
Fire Department
Full-Time Employees FTE
Part-Time Employees FTE
Total Department FTE

38.00 2.00

40.00 38.00

2.00 40.00

41.00 2.50

40.00 41.00

2.50 43.50
Full-Time Employees FTE 21.00 21.00 21.00 21.00
Total Department FTE 21.00 21.00 21.00 21.00
Parks & Public Works Department
Full-Time Employees FTE
Part-Time Employees FTE

16.00 0.50

16.00 -

16.00 -
Total Department FTE 16.50 16.00 16.00 16.00
Community Services Administration Division
Full-Time Employees FTE -
-
-

3.00 -

3.00 4.00

1.68 5.68

4.00 1.68

5.68 Part-Time Employees FTE
Total Division FTE
65 PAGE 449 of 885
Summary of Authorized Positions
Full-Time and Part-Time Employees
Full-Time Equivalent (FTE) = 2,080 Work Hours/Year
2021-22
Actual
2022-23
Actual
2023-24
Budget
2024-25
Proposed
Recreation Division
Full-Time Employees FTE
Part-Time Employees FTE
Total Division FTE

4.85 7.85

12.70 3.00

10.61 13.61

3.00 11.07

14.07 3.00

10.41 13.41
Crowell Public Library Division
Full-Time Employees FTE
Part-Time Employees FTE

6.15 12.39

18.54 5.00

12.39 17.39

5.00 12.29

17.29 5.00

12.29 Total Division FTE 17.29
Total Community Services Department FTE 31.24 34.00 37.04 36.38 Total City Full-Time Employees FTE
Total City Part-Time Employees FTE
Total City FTE
104.00

24.74 128.74
108.00

26.00 134.00
112.00

28.54 140.54
112.00

27.93 139.93
FY 2024-25 Changes:

Position Reallocation: Eliminated Positions:

Part-Time Recreation Specialist (-0.66 FTE)
Part-Time Code Enforcement (0.05 FTE)
No positions were eliminated for FY 2024-25
Added Positions:

No positions were added for FY 2024-25
66 PAGE 450 of 885
Total Compensation by Position Classification
Full-Time and Part-Time Employees
Salary &
Classification FTE Benefits
City Manager's Office
City Manager 1.00 310,006
City Clerk 1.00 155,753
170,901
34,912
Community Engagement Manager
Special Projects Coordinator (PT)
Subtotal

1.00 0.50

3.50 $ 671,573
Costs not allocable to individual positions:

Fixed payment to pay down PERS Unfunded Liability
Total Personnel Costs
-
$ 671,573
Finance Department
Finance Director 1.00 251,589
187,947
180,575
620,111
Accounting Manager/Controller
Account Clerk

1.00 2.00
Subtotal 4.00 $
Costs not allocable to individual positions:

Fixed payment to pay down PERS Unfunded Liability
Total Personnel Costs
-
$ 620,111
Human Resources Department
Human Resources Director 1.00 268,042
103,968
372,009
Human Resources Analyst 1.00
Subtotal 2.00 $
Costs not allocable to individual positions:

Fixed payment to pay down PERS Unfunded Liability
Estimated Worker's Comp costs
Total Personnel Costs
-
6,660
$ 378,669
Community Development Department
Community Development Director
Code Enforcement Manager

1.00 1.00

1.00 258,841
186,625
Associate Planner 130,868
67 PAGE 451 of 885
Total Compensation by Position Classification
Full-Time and Part-Time Employees
Salary &
Classification FTE Benefits
Assistant Planner 2.00 232,165
Permit Technician 3.00

2.00 293,048
239,389
130,736
151,970
130,890
49,284
Code Enforcement Officer
Building Inspector II 1.00
Senior Planner 1.00
Management Analyst 1.00
Code Enforcement Officer (PT)
Subtotal

0.55 13.55 $ 1,803,816
Costs not allocable to individual positions:

Fixed payment to pay down PERS Unfunded Liability
Overtime and related benefits
Estimated Worker's Comp costs
Total Personnel Costs
-
8,116
6,660
$ 1,818,592
Police Department
Police Chief 1.00

2.00 333,795
659,032
1,388,409
693,158
2,867,189
211,422
123,475
111,325
108,599
570,959
35,600
Operations Commander
Police Sergeant 6.00
Corporals 4.00
Officers 19.00
Police Records Manager 1.00
Management Analyst 1.00
Administrative Assistant
Police Records Clerk
Dispatcher Clerk

1.00 1.00

5.00 Police Records Clerk (PT)
Police Cadet (PT)

0.50 2.00 87,654
Subtotal 43.50 $ 7,190,617
Costs not allocable to individual positions:

Fixed payment to pay down PERS Unfunded Liability
Overtime and related benefits
Fourth of July overtime and related benefits
1,284,908
348,467
15,139
68 PAGE 452 of 885
Total Compensation by Position Classification
Full-Time and Part-Time Employees
Salary &
Classification FTE Benefits
Estimated Worker's Comp costs 146,520
Total Personnel Costs $ 8,985,651
Fire Department
Fire Chief 1.00

1.00 3.00

3.00 12.00

1.00 334,480
334,958
756,693
652,103
2,161,510
126,158
4,365,903
Fire Division Chief
Fire Captains
Engineers
Firefighter/Paramedic
Management Analyst
Subtotal 21.00 $
Costs not allocable to individual positions:

Fixed payment to pay down PERS Unfunded Liability
Overtime and related benefits
Fourth of July overtime and related benefits
Estimated Worker's Comp costs
Total Personnel Costs
1,325,002
785,295
5,078
244,200
$ 6,725,478
Parks & Public Works Department
Public Works Director
Management Analyst

1.00 1.00
261,432
112,966
197,096
139,510
145,319
138,527
111,785
230,159
322,608
374,266
2,033,669
Public Works Division Manager
Shop Foreman

1.00 1.00
Street Foreman 1.00
Park Foreman 1.00
Urban Forester 1.00
Maintenance Worker III
Maintenance Worker II
Maintenance Worker I
Subtotal

2.00 3.00

4.00 16.00 $
Costs not allocable to individual positions:

Fixed payment to pay down PERS Unfunded Liability -
69 PAGE 453 of 885
Total Compensation by Position Classification
Full-Time and Part-Time Employees
Salary &
Classification FTE Benefits
Overtime and related benefits
Fourth of July overtime and related benefits
Estimated Worker's Comp costs
Total Personnel Costs
6,133
6,391
26,640
$ 2,072,833
Community Services Department
Community Services Administration Division
Community Services Director
Management Analyst

1.00 1.00

1.68 218,144
118,199
143,436
140,776
86,947
Recreation Supervisor
Facilities Supervisor
Maintenance Assistant (Part-Time)
Costs not allocable to individual positions:

Fixed payment to pay down PERS Unfunded Liability
Overtime and related benefits
Total Personnel Costs
-
5,073

5.68 $ 712,574
Recreation Division
Recreation Manager 1.00

1.00 178,024
166,106
95,077
59,793
14,007
44,092
327,490
23,553
36,236
25,472
10,871
980,720
Recreation Supervisor
Clerk Typist II 1.00
Child Development Specialist (Part-Time)
Recreation Coordinator (Part-Time)
Recreation Supervisor (Part-Time)
Recreation Specialist (Part-Time)
Park Attendants (Part-Time)
Lifeguard (Part-Time)

0.91 0.19

0.42 6.69

0.56 0.87
Water Safety Instructor (Part-Time)
Program Leader (Part-Time)
Subtotal

0.52 0.26

13.41 $
Costs not allocable to individual positions:

Fixed payment to pay down PERS Unfunded Liability -
70 PAGE 454 of 885
Total Compensation by Position Classification
Full-Time and Part-Time Employees
Salary &
Classification FTE Benefits
Overtime and related benefits
Estimated Worker's Comp costs
Total Personnel Costs
507
6,660
$ 987,887
Library Division
Library Manager 1.00

1.00 3.00

0.72 3.58

6.71 0.85

0.44 187,676
Clerk Typist II 98,232
Librarian II 418,187
Librarian I (Part-Time) 49,712
Library Assistant (Part-Time)
Clerk (Part-Time)
173,130
284,325
Library Monitor (Part-Time) 39,286
Page (Part-Time) 18,424
Subtotal 17.30 $ 1,268,972
Costs not allocable to individual positions:

Fixed payment to pay down PERS Unfunded Liability
Estimated Worker's Comp costs
Total Personnel Costs
-
6,660
$ 1,275,632
Non-Departmental
Costs not allocable to individual positions:

Fixed payment to pay down PERS Unfunded Liability
Retiree Medical Benefits (OPEB)
839,865
- 300,000
Total FTE Positions and Personnel Costs 139.94 $ 25,388,865 71 PAGE 455 of 885

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72 PAGE 456 of 885
City Council
73 PAGE 457 of 885

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74 PAGE 458 of 885

CITY COUNCIL

DEPARTMENT PURPOSE
The mission of the City Council is to provide leadership to the community through the establishment of policies that enhance the quality of life for San Marino residents, businesses, non-profit institutions, and other stakeholders; and to maintain a strong and stable fiscal condition.

DEPARTMENT DESCRIPTION
The City Council consists of five members, typically elected at-large to four-year terms. Annually, the Council elects one of its members to serve as Mayor and Vice Mayor respectively. The City Council is responsible for setting policies, passing ordinances and resolutions, adopting the budget, appointing committee members, hiring the City Manager and City Attorney, and concurring in the appointment of department heads.

Because the City Council is the legislative representative of the City, all citywide memberships are assigned to this budget. These memberships include the League of California Cities, the Los Angeles County Division of the League of California Cities, the San Gabriel Valley Council of Governments, and the Southern California Association of Governments. These memberships make up almost 65% of the City Council budget each fiscal year. The remaining expenditures are for travel and meetings, City Council hosted events, and materials and supplies such as nameplates, business cards, and plaques.
75 PAGE 459 of 885

CITY COUNCIL
FY 2021-22 FY 2022-23 FY 2023-24
Budget
FY 2024-25
Actual Actual Estimated Proposed
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
Total by Type
- - - - -
24,252
24,252
28,030
28,030
31,025
31,025
26,793
26,793
29,475
$ 29,475
$
$
$
$
$
$
$
$
$
Expenditures by Fund:
101 General Fund
Total by Fund
24,252
24,252
28,030
28,030
31,025
31,025
26,793
26,793
29,475
29,475
Operating Budget Detail
GL # Services & Supplies
101-01-4376-0000 Materials & Supplies
101-01-4396-0000 Memberships & Dues
101-01-4420-0000 Printing
3,725
18,234
294
3,570
20,277
261
3,975
20,450
400
3,100
20,613
280
3,975
20,900
400
101-01-4480-0000 Travel & Meetings
101-01-4480-2872 Hospitality
- 1,270 3,700 600 1,200
1,999 2,652 2,500 2,200 3,000
Total Services & Supplies $
$
24,252 $
$
28,030 $
$
31,025 $
$
26,793 $
$
29,475
Total Operating Expenditures 24,252 28,030 31,025 26,793 29,475 76 PAGE 460 of 885
City Attorney
77 PAGE 461 of 885

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78 PAGE 462 of 885

CITY ATTORNEY

DEPARTMENT PURPOSE
The City Attorney provides advice and opinions on matters of municipal concern, examines contracts and ordinances as to form and legality, and is frequently called upon to interpret the City’s municipal code, federal and state statutes, and any other laws that govern San Marino.

DEPARTMENT DESCRIPTION
The City of San Marino contracts with a firm for City Attorney services. The City Attorney provides general legal advice and provides the following services:
•
•
Serves as chief counsel to the City for both elected officials and staff; Drafts and reviews ordinances, resolutions, contracts, deeds, leases, and other legal documents as needed;
•
•
Represents the City in litigation, as either the defense or to prosecute; Attends City Council meetings, and other bodies as needed, to advise Council and to have firsthand knowledge of current and proposed City actions; and • Renders opinions on specific legal issues.
79 PAGE 463 of 885

CITY ATTORNEY
FY 2021-22 FY 2022-23 FY 2023-24
Budget Estimated
FY 2024-25
Actual Actual Proposed
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
Total by Type
- - - - -
432,690
432,690
455,095
455,095
430,000
430,000
483,418
483,418
405,000
$ 405,000
$
$
$
$
$
$
$
$
Expenditures by Fund:
101 General Fund
Total by Fund
432,690
432,690
455,095
455,095
430,000
430,000
483,418
483,418
405,000
$ 405,000
Operating Budget Detail
GL # Services & Supplies
101-06-4106-2755 Contract Legal Services-General
101-06-4106-2756 Contract Legal Services-Litigation
101-06-4106-2757 Contract Legal Services-COVID-19
101-06-4106-2758 Contract Legal Services-Code Enforcement Total Services & Supplies
181,372
64,655
186,663
-
206,336
147,004
67,003
250,000
100,000
30,000
200,000
275,000
1,418
250,000
100,000
5,000
34,752 50,000 7,000 50,000
$
$
432,690
432,690
$
$
455,095
455,095
$
$
430,000
430,000
$
$
483,418
483,418
$
$
405,000
Total Operating Expenditures 405,000
80 PAGE 464 of 885
City Manager ’s
Office
81 PAGE 465 of 885

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82 PAGE 466 of 885
CITY MANAGER’S OFFICE

DEPARTMENT PURPOSE
The mission of the City Manager’s Office is to maintain policy and operational alignment throughout the organization.

DEPARTMENT DESCRIPTION
The department provides oversight, direction, and organizational support to all City departments under the direction of the City Manager. The department also includes the City Clerk and Public Information functions. The Department provides the following services:
 City Manager – The City Manager is appointed by, and serves at the pleasure of, the City Council. The City Manager, in turn, is the sole appointing authority for all positions of employment in the City, except for department heads which require the concurrence of the Council. The City Manager directs all operations of the City by coordinating the efforts of the various departments and keeping the City Council apprised of matters dealing with general operations, finance, personnel, legislation, litigation, and other items of city business. The City Manager's primary responsibility is to assist the City Council in identifying policy priorities and to ensure that priorities established by Council are addressed in an innovative, yet cost-effective manner.
 City Clerk – The City Clerk is responsible for conducting municipal elections, compiling City Council agendas and minutes, and maintaining all City records. This function includes preparing Council minutes and managing the City Council agenda process; processing, indexing, and filing ordinances, resolutions, and official hearing notices; maintaining City codes; coordinating the commission and board appointment process; managing the document management program; and ensuring compliance with financial and campaign disclosure laws. It also includes the processing of public records requests and serving as a Notary Public.
 Community Engagement – Community Engagement is the primary public information office, managing all citywide outreach and communication efforts. This function includes management of social media accounts, the City website, newsletter publications, and media communication. The Community Engagement Manager also coordinates with community groups, residents, and organizations outside of the City to promote City activities.
83 PAGE 467 of 885
FISCAL YEAR 2023-24 ACCOMPLISHMENTS



Published two editions of the Resident Information and Guide, this was mailed to all 4,512 households in San Marino and was translated into Chinese.

Enhanced IT security through the migration to Office 365 and transition to the www.SanMarinoCA.gov domain for email and website.

Continued to improve communication efforts by expanding the City’s social media presence by publishing job openings to LinkedIn. This resulted in 9,265 views of the City of San Marino profile since January 2024.



Broadened the Chinese engagement program by providing on-call telephone interpreting services for employees to use for residents requiring language interpretation.

Implemented meeting management software, which provides a more user-friendly way for residents to access meeting recordings.

Strengthened direct communication with community organizations and communication outlets.


Successfully filled the position of City Clerk.

Completed a round of identifying records eligible for destruction per the records retention policy and conducted the proper procedure for destroying those identified records to create more space for physical records.

FISCAL YEAR 2024-25 OBJECTIVES
 Begin the process of updating the strategic plan for the City.

OPERATIONAL DASHBOARD
FY 2022-23
Year to Date
(July - March)
FY 2023-24
Year to Date
(July - March)
Description
Weekly Briefing Audience - 1,573
Average Monthly Social Media
Reach - 7,750
Average Time to Respond to
Public Records Requests
Proclamations and Certificates
Prepared
8 Days
61 7 Days
76 84 PAGE 468 of 885
85 PAGE 469 of 885
City Manager ’s Office
City Manager
Community
Engagement
Manager
City Clerk
Special Projects
Coordinator (P/T)
86 PAGE 470 of 885

CITY MANAGER'S OFFICE
FY 2021-22 FY 2022-23 FY 2023-24
Budget Estimated
FY 2024-25
Actual Actual Adopted
Authorized Positions (Full-Time Equivalents)
Full-Time
City Manager
Asst. to the City Mgr (Comm. Engagement. Mgr)
City Clerk

1.00 1.00

1.00 Part-Time
Intern 0.50

3.00 0.50

3.50 0.50

3.00 0.50

3.50 0.50

3.00 0.50

3.50 0.50

3.00 0.50

3.50 0.50

3.00 0.50

3.50 Total Full-Time FTE
Total Part-Time FTE
Department Total FTE
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
584,559
146,370
639,137
161,928
715,405
288,412
641,925
210,495
671,573
273,640
Total by Type $ 730,929 $ 801,065 $
$
1,003,817 $ 852,420 $ 945,213
Expenditures by Fund:
101 General Fund 730,929 801,065 1,003,817 852,420 945,213 Total by Fund $ 730,929 $ 801,065 1,003,817 $ 852,420 $ 945,213 Operating Budget Detail
GL # Personnel
101-09-4001-0000 Full Time Salaries
101-09-4002-0000 Part Time Wages
101-09-4004-0000 Overtime
422,830
21,227
-
482,215
20,553
-
492,363
25,353
-
439,581
20,008
505,336
33,187
-
101-09-4006-0000 Medicare 6,221
10,703
606
80,985
31,077
2,485
8,425
-
7,226
4,568
770
78,227
33,521
2,821
7,050
2,186
7,507
14,200
951
104,344
58,687
3,600
8,400
-
6,503
14,200
750
98,935
53,548
-
7,809
16,900
1,244
47,771
48,526
-
101-09-4008-3080 Retirement-City Manager
101-09-4008-6050 Retirement-PARS
101-09-4008-6160 Retirement-PERS
101-09-4010-0000 Cafeteria Benefit
101-09-4011-0000 Technology Allowance
101-09-4012-0000 Auto Allowance
101-09-4014-0001 Unemployment Payments
8,400
-
10,800
-
Total Personnel $ 584,559 $ 639,137 $ 715,405 $ 641,925 $ 671,573 GL # Services & Supplies
101-09-4150-0000 Other Contract Services
101-09-4150-0500 Other Contract Services-IT
101-09-4202-0000 Legal Notices
66,154
24,706
29,986
84 45,293
43,618
17,363
20 119,600
72,562
30,000
100
58,650
84,342
20,000
180
80,100
40,205
25,000
101-09-4204-0000 Books & Periodicals 335
87 PAGE 471 of 885

CITY MANAGER'S OFFICE
FY 2021-22 FY 2022-23 FY 2023-24
Budget Estimated
FY 2024-25
Actual Actual Adopted
101-09-4220-0000 City Manager's Contingency
101-09-4290-0000 Election
3,741 7,872 20,000
-
-
-
20,000
50,150
5,000
5,465
-
466
4,583
4,447
5 30,057
5,267
2,015
-
101-09-4376-0000 Materials & Supplies
101-09-4396-0000 Memberships & Dues
101-09-4398-0000 Mileage
4,700
4,745
100
4,700
4,604
-
101-09-4420-0000 Printing - 2,528
2,176
5,719
15,000
10,000
11,605
17,000
10,000
11,019
18,000
10,000
19,385
101-09-4468-0000 Staff Development
101-09-4480-0000 Travel & Meetings
565
11,633
Total Services & Supplies $ 146,370 $ 161,928
Total Operating Expenditures $ 730,929 $ 801,065
$
$
288,412 $ 210,495
1,003,817 $ 852,420
$ 273,640
$ 945,213
88 PAGE 472 of 885
El Molino Viejo
89 PAGE 473 of 885

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90 PAGE 474 of 885

EL MOLINO VIEJO

DESCRIPTION
El Molino Viejo, also known as The Old Mill, is a California Historical Landmark showcasing the legacy of missions and the Spanish presence in early California. The original adobe building sits amongst almost two acres of gardens. The site is owned by the City of San Marino and is operated by The Old Mill Foundation. The Old Mill Foundation’s over-arching purpose is to maintain, preserve, and operate The Old Mill by creating artistic, educational, and community programs. 91 PAGE 475 of 885

EL MOLINO VIEJO
FY 2021-22 FY 2022-23 FY 2023-24 FY 2024-25
Actual Actual Budget Estimated Adopted
Operating Budget Summary
Expenditures by Type:

Services & Supplies 56,000 60,000 60,000 60,000 60,000
Total by Type $
$
55,000 $
$
60,000 $
$
60,000 $
$
60,000 $
$
60,000
Expenditures by Fund:
101 General Fund
Total by Fund
56,000
55,000
60,000
60,000
60,000
60,000
60,000
60,000
60,000
60,000
Operating Budget Detail
GL # Services & Supplies
101-95-4150-0000 Other Contract Services 56,000
56,000
56,000
60,000
60,000
60,000
60,000
60,000
60,000
60,000
60,000
60,000
60,000
60,000
60,000
Total Services & Supplies $
$
$
$
$
$
$
$
$
Total Operating Expenditures $
92 PAGE 476 of 885
Finance
Department
93 PAGE 477 of 885

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94 PAGE 478 of 885

FINANCE DEPARTMENT

DEPARTMENT PURPOSE
The mission of the Finance Department is to create and sustain quality information dissemination, high standards of industry compliance, financial predictability, and fiscal sustainability.

DEPARTMENT DESCRIPTION
The Department is responsible for the preparation and administration of the City’s annual operating and capital budgets, long-range financial planning, accounting and analysis, debt management, cash management, collections, accounts receivable, accounts payable, and payroll.

The Department keeps and maintains books, accounts and a general accounting system for the City in accordance with applicable City and governmental accounting and auditing requirements, standards, and guidelines. The Department also manages the City’s information technology systems and manages any grants that the City receives.

FISCAL YEAR 2023-24 ACCOMPLISHMENTS



Finalized the City’s Fiscal Year 2022-23 Audited Annual Comprehensive Financial Report (ACFR) with no material weaknesses or significant deficiencies Received the Operating Excellence Award for the Fiscal Year 2023-24 Operating Budget from the California Society of Municipal Finance Officers Received the Distinguished Budget Presentation Award for the Fiscal Year 2023-24 Operating Budget from the Government Finance Officers Association Cross-trained Finance staff to prevent operational impact during staffing absences Submitted the City’s Fiscal Year 2022-23 ACFR to the Government Finance Officers Association for a Certificate of Achievement for Excellence in Financial Reporting Award Conducted a Request For Proposals for City IT services
Centralized all merchant services accounts to one vendor in order to achieve cost savings Assisted the Public Works Department implement a new procurement and contract management software





FISCAL YEAR 2024-25 OBJECTIVES


Conduct a Request For Proposals for a Citywide Fee Study Update Assist the Police Department in implementing a new scheduling and timecard software to add efficiencies to the payroll process


Obtain a “clean audit” for the sixth year
Submit Fiscal Year 2024-25 Operating Budget to the Government Finance Officers Association for the Distinguished Budget Presentation Award as well as the California Society of Municipal Finance Officers for the Operating Excellence Award Submit Fiscal Year 2023-24 ACFR to the Government Finance Officers Association for the Certificate of Achievement for Excellence in Financial Reporting Award 
95 PAGE 479 of 885

OPERATIONAL DASHBOARD
FY 2022-23
Year to Date
(July – March)
FY 2023-24
Year to Date
(July – March)
FY 2022-23 Description Total
Revenues $35,311,777
$38,790,100
$100,973
$22,278,122 $21,120,553
Expenses $26,618,785
$79,207
$27,118,315
COVID expenses $2,283
Overtime expenses
General Fund Balance*
$1,466,556
$19,872,644
$1,107,434
$14,525,999
$1,420,535
$13,890,418
Overall Cash Balance*
(in bank) $43,168,909 $41,412,240 $38,348,721
*Balance numbers are reported as the last balance recorded for the year or time period, not totals.
96 PAGE 480 of 885
97 PAGE 481 of 885
98 PAGE 482 of 885
Finance Department
Finance Director
Accounting Manager
/ Controller
Account Clerk Account Clerk
99 PAGE 483 of 885

FINANCE DEPARTMENT
FY 2021-22 FY 2022-23 FY 2023-24
Budget Estimated
FY 2024-25
Actual Actual Proposed
Authorized Positions (Full-Time Equivalents)
Full-Time
Finance Director
Accounting Manager/Controller
Account Clerk

1.00 1.00 1.00

1.00 2.00

4.00 -

1.00 1.00

2.00 4.00
-

1.00 1.00

2.00 4.00
-

1.00 2.00

4.00 -

1.00 2.00

4.00 -
Total Full-Time FTE
Total Part-Time FTE
Department Total FTE 4.00 4.00 4.00 4.00 4.00
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
560,774
308,143
624,558
336,487
641,858
297,033
532,756
362,220
620,111
1,359,825
Total by Type $ 868,917 $ 961,045 $ 938,891 $ 894,976 $ 1,979,936 $
Expenditures by Fund:
101
207
General Fund
Prop A Transit Funds
752,980
115,937
840,666
120,379
778,591
160,300
734,676
160,300
819,436
1,160,500
Total by Fund $ 868,917 $ 961,045 $ 938,891 $ 894,976 1,979,936 Operating Budget Detail
GL # Personnel
101-11-4001-0000 Full Time Salaries
101-11-4002-0000 Part Time Wages
101-11-4004-0000 Overtime
416,958 462,614 463,542 394,824 487,562
- -
-
- - -
-
6,662
3,300
-
91,090
60,892
-
-
6,721
4,800
-
94,858
71,937
-
-
5,521
3,400
-
82,633
46,378
-
-
101-11-4006-0000 Medicare 5,945
-
-
80,526
57,345
7,070
7,600
-
45,404
70,075
2,400
-
101-11-4008-3080 Retirement-457 Plan
101-11-4008-6050 Retirement-PARS
101-11-4008-6160 Retirement-PERS
101-11-4010-0000 Cafeteria Benefit
101-11-4013-0000 Auto Allowance
101-11-4016-0000 Retiree Medical Benefits (OPEB)
-
- - - -
Total Personnel $ 560,774 $ 624,558 $ 641,858 $ 532,756 $ 620,111 GL # Services & Supplies
101-11-4150-0000 Other Contract Services
101-11-4150-0500 Other Contract Services-IT
101-11-4204-0000 Books & Periodicals
49,780
30,773
277
62,603
36,171
-
62,650
38,005
280
132,863
38,029
280
104,460
58,674
-
101-11-4316-0000 Equipment Repair & Maintenance 7,053 7,776 8,304 7,717 8,054 100 PAGE 484 of 885

FINANCE DEPARTMENT
FY 2021-22 FY 2022-23 FY 2023-24
Budget Estimated
FY 2024-25
Actual Actual Proposed
101-11-4332-0000 Fees to Outside Agencies
101-11-4376-0000 Materials & Supplies
101-11-4396-0000 Memberships & Dues
101-11-4398-0000 Mileage
911 965 985 930 964
1,901
796
4,166
1,143
54 4,195 3,739 4,102
1,504 488 1,371
- 300 200 300
101-11-4412-0000 Postage 8,009
4,419
1,558
2,057
59,466
3,348
20,079
1,779
-
1,569
4,972
1,964
904
10,000 7,500 9,000
101-11-4420-0000 Printing 4,900 5,046 5,000
101-11-4468-0000 Staff Development
101-11-4480-0000 Travel & Meetings
101-11-4500-1980 Utilities-Electricity
101-11-4500-4950 Utilities-Natural Gas
101-11-4500-9025 Utilities-Telecommunications
101-11-4500-9460 Utilities-Water
1,790 2,170 3,300
3,820 2,958 4,100
68,536
4,349
18,968
1,968
-
- - -
- - -
- - -
- - -
101-11-4950-0001 Equipment Cost Allocation
207-11-4208-0750 Bus Transportation-Chamber
207-11-4208-0500 Prop A Transfer
- - -
- - -
-
-
-
-
- - 1,000,000
10,500
150,000
1,359,825
1,979,936
207-11-4208-1330 Bus Transportation-Dial a Ride
207-11-4208-8140 Bus Transportation-SMUSD Youth
5,937
110,000
10,379
110,000
10,300
150,000
10,300
150,000
Total Services & Supplies $ 308,143 $ 336,487 $ 297,033 $ 362,220 Total Operating Expenditures $ 868,917 $ 961,045 $ 938,891 $ 894,976 $
$
101 PAGE 485 of 885

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102 PAGE 486 of 885
Non-Departmental
103 PAGE 487 of 885

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104 PAGE 488 of 885

NON-DEPARTMENTAL
FY 2021-22
Actual
FY 2022-23
Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
Operating Budget Summary
Expenditures by Type:

Personnel
Unfunded Accrued Liability
Services & Supplies
Debt Service
181,540
-
1,138,172
531,712
394,827
-
1,106,348
552,034
300,000 272,764
-
1,340,113
574,888
2,187,765
300,000
839,865
2,403,720
-
-
1,357,541
574,888
Total by Type $ 1,851,424 $
$
2,053,209 $ 2,232,429 $
$
$ 3,543,585
Expenditures by Fund:
101
204
245
401
596
General Fund
CDBG Fund
American Rescue Plan Fund
Debt Service Fund
1,304,541
15,171
-
531,712
-
1,295,925
1,709
203,541
552,034
-
1,657,541 1,612,877 2,567,262
- - -
-
-
-
574,888
-
-
574,888
General Liability Fund -
Total by Fund
976,323
$ 1,851,424 2,053,209 $ 2,232,429 2,187,765 $ 3,543,585 Operating Budget Detail
GL # Personnel
101-08-4016-0000 Retiree Medical Benefits (OPEB) *
101-08-4008-6161 Retirement-PERS (UAL)
245-00-4006-0000 Medicare
181,540 191,286
-
300,000 272,764 300,000
839,865
-
-
-
-
-
-
2,781 -
245-00-4001-0000 ARPA Bonus - 200,760 - - -
Total Personnel $ 181,540 $ 394,827 $ 300,000 $ 272,764 $ 1,139,865 GL # Services & Supplies
101-08-4150-0000 Other Contract Services
101-08-4150-0500 Citywide IT Contract Services
101-08-4150-0750 Cell Phone Contract Services
101-08-4150-0775 City Hall Credit Card Fees
101-08-4324-0000 Parking Lot Lease-SMUSD
596-08-4356-3412 Insurance Premiums JPIA
101-08-4376-0000 Materials & Supplies-COVID-19
101-08-4376-0500 IT Contract Services-COVID-19
101-08-4468-0000 Staff Development
-
229,632
48,586
19,902
34,044
-
-
209,754
44,539
27,779
34,685
-
12,500
250,279
51,540
25,000
35,339
-
-
253,704
51,080
26,801
35,339
-
8,100
280,917
53,230
27,600
36,006
976,323
80,353 1,000
227
14,631
157
2,500
-
1,320
- -
- - - - 20,000
101-08-4495-0000 Property Tax Admin Fee (SB2557) 224,284 225,334 237,000 237,850 246,818 105 PAGE 489 of 885

NON-DEPARTMENTAL
FY 2021-22
Actual
FY 2022-23
Actual
FY 2023-24
Budget Estimated
85,300 84,763
FY 2024-25
Proposed
101-08-4500-1980 Utilities-Electricity - - 87,859
3,811
13,596
2,204
646,256
-
101-08-4500-4950 Utilities-Natural Gas
101-08-4500-9025 Utilities-Telecommunications
101-08-4500-9460 Utilities-Water
-
-
-
-
3,700
21,600
2,140
630,643
-
3,545
12,988
- - 2,080
101-08-4950-0001 Equipment Cost Allocation **
204-08-4150-0000 Other Contract Services
204-08-4399-0000 Non-Capitalized Equipment
485,973
5,845
9,326
547,760
1,054
655
630,643
-
- - -
Total Services & Supplies
Debt Service Interest Expense
$ 1,138,172
81,712
$ 1,106,348 $ 1,357,541 $ 1,340,113
29,888
545,000
574,888
2,187,765
$ 2,403,720
401-00-4360-0000 57,034
495,000
552,034
29,888
545,000
574,888
-
401-00-4402-00000 Debt Service Principal Repayment
Total Debt Service
450,000 -
$ -
$
531,712
1,851,424
$
$
$ $
$
$
Total Operating Expenditures 2,053,209 $ 2,232,429 $ 3,543,585 * Note: Retiree Medical Benefits (OPEB) is for Other Post Employment Benefit budget to pay for retiree medical cost benefits.

Expense also includes $100k annual contribution to CERBT Trust Fund through FY 2024-25. ** Note: Equipment Cost Allocation is a non-cash budget item for equipment depreciation. This budget changes year over year depending on what equipment over $5k was purchased and is depreciated over the estimated life of the equipment.

In prior years, the Equipment Cost Allocation was allocated to the respective Department that possesses the equipment. 106 PAGE 490 of 885
Human Resources
Department
107 PAGE 491 of 885

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108 PAGE 492 of 885

HUMAN RESOURCES DEPARTMENT

DEPARTMENT PURPOSE
The mission of the Human Resources Department mission is to make the City of San Marino an employer of choice by continuously working towards creating a positive and safe workplace environment that attracts, develops, and retains exceptional employees.

DEPARTMENT DESCRIPTION
The Human Resources Department is responsible for the day-to-day administration of a comprehensive personnel system and maintenance of all employee records. The activities of this office include recruitment and selection processes for full-time and part-time employees; administering employee benefits; on-boarding new employees; off-boarding employees; employee relations; overseeing the development, maintenance, and communication of personnel related policies, procedures, rules, and regulation; managing the performance appraisal program; managing the classification and salary plans; and managing labor relations including negotiating employee Memoranda of Understanding (M.O.U.s) with the City’s organized employee associations. An additional office responsibility is overseeing and managing the City’s risk management program including liability, employee workers’ compensation and safety programs.

FISCAL YEAR 2023-24 ACCOMPLISHMENTS





Increased Safety Trainings for Public Works staff
Updated City Policies
Completed LossCAP Audit thru CJPIA
Increased Performance Appraisal Completion Rate
Continued to develop new employee performance review process and forms for various City Departments












Updated Job Classifications
Created an Employee Resource Board
Held 2nd Annual Health Fair for City Staff
Held 1st Wellness Event for all employees
Completed Union Negotiations
Increased the number of training sessions through CJPIA Expanded the Year-Round Employee Recognition Program
Implemented a new Employee Assistance Program for all employees Updated information on Employee Intranet
Implemented regular meetings with City Departments
Completed a comprehensive salary survey
Successful recruitment of City Manager
109 PAGE 493 of 885



Successful recruitment of Director of Finance
Worked with various Departments to improved recruitments Implemented a formal internal promotion process in various Departments FISCAL YEAR 2024-25 OBJECTIVES

















Implement Memorandums of Understanding (MOU)
Increase recruitment efforts to attract the most qualified candidates Address LossCAP Audit Findings
Implement an Employee Safety Program
Review City’s Volunteer Program
Purge Human Resources Records per City policy in coordination with the City Clerk Implement new Employee Performance Evaluations
Continue to update Job Descriptions
Continue to improve process and procedures
Continue to update City Policies
Improve the Workers Compensation Program
Complete Request for Proposal for Employee Benefits Program Complete Request for Proposal for Workers Compensation Excess Insurance Program Complete Request for Proposal for HRIS System
Develop a formal on-boarding and off-boarding process for all City employees Implement Onboard thru NEOGOV
Review the City’s 457 Program
110 PAGE 494 of 885

OPERATIONAL DASHBOARD
Description
FY 2022-23
Year to Date
(July – March)
FY 2023-24
Year to Date
(July – March)
FY 2022-23
Total
Full-Time Employees
(out of 112 budgeted) 99
46 98
43 106
Part-Time Employees 50
Full-Time Position Vacancy
Rate 8.2% 9.2% 5.3%
Workers' Comp Claims
(average total open per
month)
59 58 65
Workers' Comp Claims (new) 45 39 33
Cumulative Workers' Comp
Days Off 492 270 766
Performance Appraisal
Completion Rate 74% 74% 80%
All numbers reported as averages for the reporting time period except for “Cumulative Worker’s Comp Days Off”
111 PAGE 495 of 885
112 PAGE 496 of 885
Human Resources
Department
Human Resources
Director
Human Resources
Analyst
113 PAGE 497 of 885

HUMAN RESOURCES DEPARTMENT
FY 2021-22
Actual
FY 2022-23
Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
Authorized Positions (Full-Time Equivalents)
Full-Time
Human Resources Director
Human Resources Manager
Administrative Assistant
Human Resources Analyst
- 1.00
-

1.00 -

2.00 -

1.00 -
-

1.00 2.00
-

1.00 -
-

1.00 2.00
-

1.00 -
-

1.00 2.00
-

1.00 1.00
-

2.00 -

2.00 Total Full-Time FTE
Total Part-Time FTE
Department Total FTE 2.00 2.00 2.00 2.00
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
Total by Type
168,386
1,194,786
1,363,172
293,567
1,150,465
1,444,032
364,530
1,452,744
1,817,274
280,527
1,406,990
1,687,517
378,669
697,414
$ 1,076,083
$
$
$
$
$
$
$
$
$
Expenditures by Fund:
101
595
596
General Fund 386,778
229,550
746,844
499,617
249,909
694,506
765,039
286,061
766,174
663,856
257,107
766,554
792,288
283,795
-
Workers' Compensation Fund
General Liability Fund
Total by Fund 1,363,172 1,444,032 1,817,274 1,687,517 1,076,083 Operating Budget Detail
GL # Personnel
101-10-4001-0000 Full Time Salaries
101-10-4002-0000 Part Time Wages
101-10-4004-0000 Overtime
105,263
-
204,204
-
253,824
-
198,364 289,171
- -
41 49 - - -
101-10-4006-0000 Medicare 1,499
-
39,311
22,272
2,396
1,400
52,300
33,218
3,680
2,400
60,074
38,792
2,687
1,200
46,948
30,926
-
4,193
3,800
29,418
43,027
2,400
-
6,660
-
378,669
101-10-4008-3080 Retirement - 457 Plan
101-10-4008-6160 Retirement-PERS
101-10-4010-0000 Cafeteria Benefit
101-10-4013-0000 Auto Allowance
101-10-4016-0000 Retiree Medical Benefits (OPEB)
595-10-4015-0001 Workers' Comp Current Employee
595-10-4015-0002 Workers' Comp Past Employee
Total Personnel
-
-
-
-
-
-
-
5,760
-
-
402
-
$ 168,386 $ 293,567 $ 364,530 $ 280,527 $
GL # Services & Supplies
101-10-4106-3415 Contract Legal Services-Labor
101-10-4150-0000 Other Contract Services
101-10-4150-0500 Other Contract Services-IT
101-10-4376-0000 Materials & Supplies
101-10-4396-0000 Memberships & Dues
101-10-4398-0000 Mileage
82,368
29,042
8,077
14,783
1,046
-
76,226
30,608
20,797
12,413
455
239,689
52,050
21,806
9,500
235,276
50,267
21,704
2,545
1,199
10 250,000
43,364
23,147
9,850
1,129 1,299
16 200 200
101-10-4436-0000 Recruitment & Retention 76,894 59,175 72,000 69,080 82,680 114 PAGE 498 of 885

HUMAN RESOURCES DEPARTMENT
FY 2021-22
Actual
FY 2022-23
Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
101-10-4468-0000 Staff Development
101-10-4480-0000 Travel & Meetings
595-10-4150-0000 Workers' Comp Contract Services
595-10-4356-0000 Workers' Comp Insurance Premiums
596-10-4356-3412 Insurance Premiums JPIA
Total Services & Supplies
3,872
2,310
2,794
3,566
5,975
3,920
1,384
2,266
6,300
3,440
23,760
253,375
-
23,760
205,790
746,844
23,760
226,149
694,506
23,760 23,760
256,541
766,174
1,452,744
1,817,274
232,945
766,554
1,406,990
1,687,517
$ 1,194,786
1,363,172
$ 1,150,465
1,444,032
$
$
$
$
$ 697,414
Total Operating Expenditures $ $ $ 1,076,083
115 PAGE 499 of 885

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116 PAGE 500 of 885
Community
Development
Department
117 PAGE 501 of 885

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118 PAGE 502 of 885

COMMUNITY

DEVELOPMENT DEPARTMENT

DEPARTMENT PURPOSE
The mission of the Community Development Department is to preserve the comforts of the community, our neighborhoods, and our natural resources.

DEPARTMENT DESCRIPTION
The Department consists of the Community Development Director, a Building Inspector, a Code Enforcement Manager, two (2) full-time Code Enforcement Officers, one (1) part-time Code Enforcement Officer, a Senior Planner, an Associate Planner, two (2) Assistant Planners, three (3) Permit Technicians, and a Management Analyst. Together these employees are primarily responsible for current and long-range planning, environmental review, building inspections, plan checking, code enforcement, economic development, and administering the business license program. Current planning activities include:


Providing zoning information to the public;
Reviewing development plans for compliance with City zoning regulations, and processing plans through the Design Review Committee, Planning Commission, and City Council; Providing long-range planning guides to address future growth and physical development of the City by updating the General Plan and its various elements; 


Providing code enforcement to preserve the City’s beautiful appearance; Monitoring commercial vacancies and providing zoning information for prospective businesses seeking to relocate to San Marino; and
 Administering and enforcing local and State regulations applicable to construction on private property within the City. Included in this responsibility is the review of construction plans, issuance of permits and field inspection of construction from foundation through final completion of buildings.

FISCAL YEAR 2023-24 ACCOMPLISHMENTS
 Prepared Zoning Ordinance text amendment for adoption by City Council to update the City’s Accessory Dwelling Unit Ordinance to be consistent with State law  Retained a consultant to assist the City to submit the 6th Cycle Housing Element for certification to the State Housing and Community Development Department and implement the adoption of the Housing Element programs. Conducted community outreach to inform the public of the requirements and implications of the Housing Element and receive input from residents
 Based on the direction of the City Council, implemented one-year pilot property vacancy enforcement program that included the mailing of an education/outreach mailer, canvassing, and increasing enrollment into the City’s vacant property program 119 PAGE 503 of 885
 Undertake previously stalled economic development efforts such as the Mission District Improvement plan by holding a stakeholders meeting to inform residents and business owners of the project and receive input


Update the pre-approved roof materials colors and application list Prepared Zoning Ordinance text amendment for adoption by City Council to extend applicability of objective design standards to all multifamily residential projects in the Historical and Cultural Zone
 Undertake a code compliance campaign with the city’s business community to end the COVID-19 enforcement leniency. The campaign initiated after the holiday season in order to provide as much leeway as possible to the business community 

Prepared an Ordinance for adoption by the City Council establishing a moratorium on the installation of artificial turf and synthetic grass in the City Prepared Zoning Ordinance text amendments for adoption by City Council to ensure compliance with state housing laws regarding residential parking requirements within a half-mile of public transit and allowing ministerial approval when reconfiguring space within an existing single-family residence to create no more than two bedrooms Conducted an audit of the current building permit fees and found these fees were outdated and coordinated the update of the fees avoiding further loss of revenue 
FISCAL YEAR 2024-25 OBJECTIVES




Coordinate the development of the General Plan Update
Work with the City Urban Forester to update the Tree Preservation Ordinance Update the pre-approved window replacement procedures and window material list Research and prepare a Zoning Ordinance text amendment for adoption by the City Council regulating artificial turf and synthetic grass
120 PAGE 504 of 885

OPERATIONAL DASHBOARD
FY 2022-23
Year to Date
(July – March)
FY 2023-24
Year to Date
(July – March)
FY 2022-23
Total Description
Building permits issued 905
87 41
52 69
35 636
70 30
42 63
26 666
51 23
25 85
26 Tree removal permits
issued
ADU permits issued
ADU Applications
submitted
Open code enforcement
cases per month
New businesses
121 PAGE 505 of 885
122 PAGE 506 of 885
Community Development
Department
Community Development
Director
Management Analyst
Code
Enforcement
Manager
Senior Planner*
Permit
Tech (3)
Building
Inspector II
Code
Enforcement
Officer (2)
Associate
Planner
Code
Enforcement
Officer (P/T)
Assistant
Planner (2)
123 PAGE 507 of 885

COMMUNITY DEVELOPMENT
DEPARTMENT FY 2021-22
Actual
FY 2022-23
Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
Authorized Positions (Full-Time Equivalents)
Full-Time
Community Development Director
Code Enforcement Manager
Senior Planner
Associate Planner
Assistant Planner
Permit Technician I
Management Analyst
Code Enforcement Officer
Building Inspector II
Part-Time

1.00 1.00
-

1.00 1.00

2.00 -

1.00 1.00

1.00 2.00

3.00 1.00

2.00 1.00

1.00 1.00

2.00 3.00

1.00 2.00

1.00 1.00

1.00 2.00

3.00 1.00

2.00 1.00

1.00 1.00

1.00 2.00

3.00 1.00

2.00 1.00
Senior Planner
Management Analyst
Code Enforcement Officer

0.50 0.50

0.50 8.00

1.50 9.50
-
-
-
-
-
-
-
-

0.50 13.00

0.50 13.50

0.50 13.00

0.50 13.50

0.50 13.00

0.50 13.50

0.55 13.00

0.55 13.55
Total Full-Time FTE
Total Part-Time FTE
Department Total FTE
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
Total by Type
1,053,043
476,194
1,529,237
1,261,462
350,053
1,611,515 $ 3,115,797
1,808,614
1,307,183
1,595,785
433,676
2,029,461
1,818,592
794,042
$ 2,612,634
$
$
$
$
$
$
$
Expenditures by Fund:
101
595
General Fund
Workers Compensation Fund
Total by Fund
1,529,237
-
1,529,237
1,608,376
3,139
1,611,515 $ 3,115,797
3,110,037
5,760
2,025,481
3,980
2,029,461
2,605,974
6,660
2,612,634
Operating Budget Detail
GL # Personnel
101-14-4001-0000 Full Time Salaries
101-14-4002-0000 Part Time Wages
101-14-4004-0000 Overtime
607,376
155,493
7,840
10,638
-
1,122
165,869
104,305
-
843,300
24,717
12,729
11,931
5,690
838
201,221
157,297
-
1,206,209
40,660
8,000
18,080
15,600
1,641
232,711
278,453
-
1,094,272
42,097
6,753
15,437
10,800
-
205,115
215,831
-
1,352,925
46,515
8,000
20,408
18,400
1,744
120,526
239,264
2,400
101-14-4006-0000 Medicare
101-14-4008-3080 Retirement - 457 Plan
101-14-4008-6050 Retirement-PARS
101-14-4008-6160 Retirement-PERS
101-14-4010-0000 Cafeteria Benefit
101-14-4012-0000 Auto Allowance
101-14-4013-0000 Uniform Allowance
595-14-4015-0001 Workers' Comp Current Employee
400
-
600
3,139
1,500
5,760
1,500
3,980
1,750
6,660
Total Personnel $ 1,053,043 $ 1,261,462 $ 1,808,614 $ 1,595,785 $ 1,818,592 GL # Services & Supplies
101-14-4104-6270 Contract Building & Safety Svc 259,684 234,706 250,000 246,000 250,000 124 PAGE 508 of 885

COMMUNITY DEVELOPMENT
DEPARTMENT FY 2021-22
Actual
FY 2022-23
Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
101-14-4106-0950 Contract Legal Svcs.-Code Enf.
101-14-4150-0000 Other Contract Services
101-14-4150-0001 Other Contract Services-Econ. Develop. 101-14-4150-0500 Other Contract Services-IT
101-14-4202-0000 Legal Noticing
38,957 2,088 - -
138,481
2,625
14,814
-
-
428,938
50,000
15,246
-
87,645
31,403
18,657
6,318
-
59,543
2,625
16,236
1,151
2,119
249
875,420
120,000
13,550
5,500
101-14-4204-0000 Reference Materials
101-14-4309-0000 Admin- Cash Over/Short-Com Dev
101-14-4316-0000 Equipment Repair & Maintenance
101-14-4332-0000 LA County Publishing Fees
101-14-4376-0000 Materials & Supplies
101-14-4396-0000 Memberships & Dues
101-14-4398-0000 Mileage
200 200 200
156
4,319
150
5,023
-
5,500
-
6,800
-
7,000
-
10,542
2,454
1,893
253
7,830
1,049
880
10,000
3,348
1,500
500
9,750
2,315
150
15,450
3,348
1,500
101-14-4412-0000 Postage - 175 500
101-14-4420-0000 Printing 3,034
1,876
662
2,624
3,340
-
3,000
3,960
5,305
3,500
5,900
-
3,406
1,215
-
3,000
4,155
5,305
3,500
5,900
-
101-14-4468-0000 Staff Development
101-14-4480-0000 Travel & Meetings
101-14-4500-9025 Utilities-Telecommunications
101-14-4508-0000 Vehicle Repair & Maintenance
101-14-4950-0001 Equipment Cost Allocation
Total Services & Supplies
3,503
4,688
-
3,727
6,863
-
3,500
4,245
-
$
$
476,194
1,529,237
$
$
350,053 $ 1,307,183
1,611,515 $ 3,115,797
$
$
433,676
2,029,461
$ 794,042
Total Operating Expenditures $ 2,612,634
125 PAGE 509 of 885

THIS PAGE LEFT BLANK INTENTIONALLY
126 PAGE 510 of 885
Police
Department
127 PAGE 511 of 885

THIS PAGE LEFT BLANK INTENTIONALLY
128 PAGE 512 of 885

POLICE DEPARTMENT

DEPARTMENT PURPOSE
The mission statement of the San Marino Police Department is that we are an ethical policing organization that prevents crime and fosters a feeling of safety in our community.

DEPARTMENT DESCRIPTION
The Department is comprised of 43.5 full and part-time personnel. Of the 43.5 personnel, the Department has 32 sworn officers and 11.5 civilian staff. The San Marino Police Department is led by a Chief of Police, two Bureau Commanders, and a civilian Administrative Manager. The officers are assigned to patrol or detective functions along with collateral administrative duties.

Working with the community and City staff, the Department provides a full-range of services to the community. The services include:




Responding to calls for service, traffic collision investigation, and enforcement Proactive patrolling of residential and commercial areas of the City Ensuring our personnel treat all persons with compassion and respect Providing a strong community focused approach to the reduction of crime and maintaining community partnerships with residents, businesses, and visitors to the City  Ensuring the community has a feeling of safety.
 Working with residents, businesses, community groups, and other City departments toward the goal of crime reduction and public safety



Working in partnership with the San Marino Unified School District to ensure the safety of students, staff, and faculty
Investigating all crimes that result in filing appropriate and just charges with the Office of the District Attorney
Providing a variety of community engagement programs, such as Coffee with a Cop, Town Hall meetings, Community Police Academy, and other community programs FISCAL YEAR 2023-24 ACCOMPLISHMENTS


Increased community interactions through social media
Police Officers’ Association for Los Angeles County Centurian Award for Excellence in Community Policing for our “Donuts with Dispatch” event 





Decreased commercial burglaries by 10% from January - December 2023 Decreased attempted burglaries by 50% from January - December 2023 Hired a Management Analyst
Held 12 California Office of Traffic Safety (OTS) details Held approximately 12 recruitment events for vacant Officer and Dispatcher positions Conducted detective special assignment testing, and promotional testing for anticipated Commander, Sergeant, and Corporal vacancies
129 PAGE 513 of 885
FISCAL YEAR 2024-25 OBJECTIVES




Complete hiring for all vacant civilian and sworn positions Decrease hit and run traffic collisions by 10%.

Initiate the Body Worn Camera pilot (BWC) program
Begin our Unmanned Aircraft System (UAS) for effective and efficient investigations and policing of various incidents

OPERATIONAL DASHBOARD
FY 2022-23
Year to Date
(July – March)
FY 2023-24
Year to Date
(July – March)
FY 2022-23 Description Total
Residential Burglaries
Larcenies
65 49
88 54
117 79
Traffic Citations 2061 1,291 2,039
Community
meetings* 22 17 43
130 PAGE 514 of 885
Police Department
Police Chief
Management Analyst
Administrative Sergeant Administrative Assistant
Administrative Support Services Operation Support
Administrative
Manager
Police
Commander
Police
Commander
(Traffic
Division)
Motors
Police
Dispatchers
(5)
Detectives Team 1 Team 2
Police
Sergeant
Police
Sergeant
Police
Records Sergeant
Clerk
Police Police Police Corporal Corporal Officers
Records
Clerk (P/T) Police
Officer (2)
Police
Officer (3) Police
Cadet
Team 3 Team 4
Police
Sergeant
Police
Sergeant
Police
Corporal
Police
Corporal
Police
Officer (2)
Police
Officer (3)
Police Cadets
(4)
131 PAGE 515 of 885

POLICE DEPARTMENT
FY 2021-22
Actual
FY 2022-23
Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
Authorized Positions (Full-Time Equivalents)
Full-Time
Police Chief 1.00

2.00 1.00
-

1.00 2.00

1.00 -

1.00 2.00

1.00 1.00

1.00 5.00

19.00 4.00

6.00 1.00

1.00 2.00

1.00 1.00

1.00 5.00

19.00 4.00

6.00 1.00

1.00 Police Commander
Police Records Manager
Management Analyst
Administrative Assistant
Dispatcher/Clerk
Officer

2.00 1.00

1.00 1.00

5.00 19.00

4.00 6.00

1.00 1.00

5.00 17.00

4.00 6.00

1.00 1.00

5.00 17.00

4.00 6.00

1.00 Corporal
Sergeant
Records Clerk
Part-Time
Records Clerk
Cadet
- - 0.50

2.00 -

0.50 2.00
-

1.00 1.00

38.00 2.00

40.00 2.00
Parking Enforcement Officers -
Total Full-Time FTE 38.00

2.00 40.00

41.00 2.50

43.50 41.00

2.50 43.50

41.00 2.50

43.50 Total Part-Time FTE
Department Total FTE
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
Total by Type
6,722,925
796,155
7,568,215
873,500
8,418,247
1,035,100
8,003,139
959,412
8,985,651
1,047,350
$ 7,519,080 $ 8,441,716 $ 9,453,347 $ 8,962,551 $ 10,033,001 Expenditures by Fund:
103
104
207
223
233
281
595
Public Safety Fund
4th of July Fund
7,229,407
10,647
-
7,998,033
4,899
9,161,755
11,000
-
8,547,364
11,795
-
9,652,432
15,139
70,000
-
Prop A Fund -
OTS Grant Fund 18,707
143,497
2,750
3,820 83,040
70,832
-
24,871
70,832
-
COPS Fund 70,832
35,703
328,430
138,410
10,500
146,520
Donations Fund
Workers' Compensation Fund
Total by Fund
114,072 126,720 307,689
$ 7,519,080 $ 8,441,716 $ 9,453,347 $ 8,962,551 $ 10,033,001 Operating Budget Detail
GL # Personnel
103-30-4001-0000
103-30-4002-0000
103-30-4004-0000
103-30-4004-0002
Full Time Salaries
Part Time Wages
Overtime
3,561,052
31,723
3,922,656
35,549
4,770,326
111,503
327,130
-
4,304,186
53,340
5,174,099
117,162
323,487
-
674,828
2,686
697,560
(475)
608,511
Overtime-Support
132 PAGE 516 of 885

POLICE DEPARTMENT
FY 2021-22
Actual
FY 2022-23
Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
103-30-4006-0000
103-30-4008-3080
103-30-4008-6050
103-30-4008-6160
103-30-4008-6161
103-30-4010-0000
103-30-4013-0000
103-30-4014-0000
103-30-4015-0000
103-30-4401-0000
104-30-4002-0000
104-30-4004-0000
104-30-4006-0000
104-30-4008-6160
104-30-4010-0000
207-30-4010-0000
223-30-4004-0000
223-30-4006-0000
595-30-4015-0001
595-30-4015-0002
Medicare 58,297
-
63,238
16,675
1,256
75,530 67,495 81,704
50,000
4,394
877,576
1,284,908
856,162
34,500
-
Retirement - 457 Plan
Retirement-PARS
48,600 25,100
1,120
1,554,611
-
4,181 1,888
Retirement-PERS 1,732,758
-
1,898,422 1,734,731
Retirement-PERS UAL
Cafeteria Benefit
- -
538,899
22,900
450
634,033
32,000
-
939,107 789,699
Uniform Allowance
Unemployment Payments
Workers' Compensation Salaries
Outside Services
34,500 30,500
-
-
-
137,572
-
95,818 54,819 -
- - -
Part Time Wages - - - -
Police Overtime 7,673
100
3,546
46 8,000
100
1,400
1,500
11,626 12,064
Medicare 169 175
Retirement-PERS 1,386
1,488
548
759
-
-
1,400
1,500
20,000
-
Cafeteria Benefit
Overtime (Walking School Bus)
Overtime 13,881
187
3,820
-
70,210
1,018
13,168
Medicare 218 -
Workers' Comp Current Employee
Workers' Comp Past Employee
Total Personnel
43,228
70,844
248,293
80,137
51,739
74,981
241,583
66,106
81,537
64,983
$ 6,722,925 $ 7,568,215 $ 8,418,247 $ 8,003,139 $ 8,985,651 GL # Services & Supplies
103-30-4150-0000 Other Contract Services 360,912
24,288
474
376,262
41,082
149
499,551
54,696
500
452,713
55,094
605
447,487
53,899
-
103-30-4150-0500
103-30-4204-0000
103-30-4316-0000
103-30-4376-0000
103-30-4376-0200
103-30-4376-0175
103-30-4396-0000
103-30-4399-0000
103-30-4412-0000
103-30-4415-0000
Other Contract Services-IT
Books & Periodicals
Equipment Repair & Maintenance
Materials & Supplies
Community Relations-M&S
Ammunition
12,670
16,227
6,510
7,935
4,852
7,173
321
21,216
16,492
7,052
45,776
15,350
8,000
50,021
14,718
7,109
48,014
14,850
5,500
9,500
5,660
8,500
300
11,942
4,726
12,000
5,663
11,900
Memberships & Dues 4,569
Non-capitalized Equipment
Postage
21,647
153
14,500
300
13,986
266
POST Training 45,488 40,369 45,000 33,768 45,000
133 PAGE 517 of 885

POLICE DEPARTMENT
FY 2021-22
Actual
FY 2022-23
Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
103-30-4420-0000
103-30-4436-0000
103-30-4468-0000
103-30-4480-0000
103-30-4492-0000
103-30-4492-0003
103-30-4492-0004
103-30-4500-4950
103-30-4500-9025
103-30-4508-0000
103-30-4950-0001
207-30-4150-0000
223-30-4376-0000
223-30-4468-0000
233-00-4150-0500
233-30-4150-9470
233-30-4399-0000
233-30-4436-0000
281-30-4376-0000
281-30-4399-0000
Printing 1,926
14,678
10,063
4,149
-
2,575
29,427
23,572
14,232
168
3,275 2,833
27,782
30,436
13,398
-
2,250
Recruitment 20,000 -
Staff Development 56,500 27,900
13,245
-
Travel & Meetings 13,670
Uniforms -
Uniforms-PERSable 16,755
8,539
474
23,994
2,162
2,938
29,917
96,891
-
25,000 23,775
6,159
669
25,000
8,000
1,000
32,335
100,000
-
Uniforms-Safety 8,000
Utilities-Natural Gas
Utilities-Telecommunications
Vehicle Repair & Maintenance
Equipment Cost Allocation
Other Contract Services
Materials & Supplies
1,300
25,618
76,217
-
28,375 29,426
97,868
-
95,000
-
- - - - 50,000
3,269 -
1,370
-
- 7,811 7,615
3,870
-
Staff Development - 4,001 -
Other Contract Services-IT
Other Contract Services-CAD RMS
Non-capitalized Equipment
Recruitment
- - 6,660
100,000
-
121,664
21,833
-
70,832
-
70,832 70,832
- -
-
-
-
- - 31,750
Materials & Supplies - 23,372
Donation Fund -Non-Cap Equipment 12,331
Total Services & Supplies
Total Operating Expenditures
2,750 - 10,500
$ 796,155 $ 873,500 $ 1,035,100 $ 959,412 $ 1,047,350
$ 7,519,080 $ 8,441,716 $ 9,453,347 $ 8,962,551 $ 10,033,001 134 PAGE 518 of 885
Fire
Department
135 PAGE 519 of 885

THIS PAGE LEFT BLANK INTENTIONALLY
136 PAGE 520 of 885

FIRE DEPARTMENT

DEPARTMENT PURPOSE
The mission of the San Marino Fire Department is to save lives and property, and ensure the safety of our community.

DEPARTMENT DESCRIPTION
The Fire Department’s primary purpose is to provide lifesaving emergency response for fire suppression and emergency medical services for residents of the City. Equally important, however, are its responsibilities in the areas of fire prevention, life safety inspections, community education and emergency preparedness.

The delivery of life saving paramedic services is an integral part of the Fire Department mission.

All of the San Marino firefighters are licensed Paramedics trained to the highest level provided within the County of Los Angeles. Only about ten percent of the cities in Los Angeles County employ paramedics with the extensive training and experience required to provide advanced life support using standing field treatment protocols.

Other services include:


Annual inspections of commercial property and school occupancy; Review of commercial and large residential building plans for adequacy of fire detection and suppression systems;





Pre-incident exercises and training with allied agencies, and others related to high-risk or high-value areas of the City, such as the High Fire Hazard Severity Zone and the Huntington Library, Art Collections and Botanical Gardens; Participation in public education in schools, neighborhoods, community groups and service clubs to stress fire safety, first aid, cardiopulmonary resuscitation and emergency preparedness;
In conjunction with the South Pasadena Fire Department, share fire command Chief Officers for the two fire departments. By sharing resources, the fire departments can provide an enhanced service at a lower cost;
In conjunction with MySafe California, a non-profit safety organization, the San Marino Fire Department conducts fire safety programs and neighborhood canvassing after fires in our City; and
Emergency Management responsibilities for the City.
137 PAGE 521 of 885
FISCAL YEAR 2023-24 ACCOMPLISHMENTS
 Conducted annual inspections of all commercial properties and residential properties within the City’s High Fire Hazard Severity Zone


Published an Annual San Marino Fire Department Report
Conducted several post fire neighborhood canvassing events offering educational materials, fire inspections, and smoke alarm installation 


Conducted “Operation Fire Safe” inspections and installed smoke alarms for residents Celebrated the 100-year anniversary community event for the San Marino Fire Department Purchased self-contained breathing apparatus (SCBAs) for all personnel to replace out of compliance equipment and meet current NFPA standards


Purchased and outfitted a battalion vehicle to replace reserve Battalion 791 Conducted four Fire Department Life Safety, Emergency Preparedness, and Live Fire instructional workshops for residents


Conducted Life Safety, Emergency Preparedness, and Live Fire in-service workshops for the teachers and staff of the San Marino Unified School District Completed a Captain’s Examination and established a promotional list of six fire department employees
FISCAL YEAR 2024-25 OBJECTIVES
 Conduct Life Safety, Emergency Preparedness and Live Fire in-service workshops for San Marino Unified School District teachers and staff


Host a Fire Department Community and Council Day at the Alhambra Training Tower Conduct four Fire Department Life Safety, Emergency Preparedness, and Live Fire Instructional Workshops for residents


Partner with the Community Services Department to host a joint Easter Egg Hunt/Pancake Breakfast event in Lacy Park
Conduct promotional testing for the positions of Engineer and Battalion Chief to develop eligibility lists in accordance with the San Marino Firefighters’ Association Memorandum of Understanding


Conduct a review of the Fire Department’s operational policies with the goal of adopting Lexipol Operational Procedures
Conduct a feasibility assessment of residents to determine the benefits of re-establishing the Community Emergency Response Team (CERT) program
138 PAGE 522 of 885

OPERATIONAL DASHBOARD
FY 2022-23
Year to Date
(July – March)
FY 2023-24
Year to Date
(July – March)
FY 2022-23 Description Total
# of total responses
Responses in City
2,266 1,715
839
1,435
1,120 740
1,146
0:00:59
0:01:15
0:05:59
19 Responses out of City 876 695
90th percentile EMS
turnout time 0:01:15
0:01:32
0:06:16
19 0:01:18
0:01:42
0:06:12
11 90th percentile Fire
turnout time
90th percentile overall
response time
Total cardiac arrest
incidents
Cardiac arrest return of
spontaneous 4 4 2
circulation
139 PAGE 523 of 885
Fire Department
Fire Chief
Management
Analyst
A Shift B Shift C Shift
Division
Chief (1)
Division
Chief (1)
Division
Chief (1)
Fire Captain
Fire Engineer
Fire Captain
Fire Engineer
Fire Captain
Fire Engineer
Firefighter /
Paramedics
Firefighter /
Paramedics
Firefighter /
Paramedics
140 PAGE 524 of 885

FIRE DEPARTMENT
FY 2021-22
Actual
FY 2022-23
Actual
FY 2023-24
Budget Estimated
FY 2024-25
Adopted
Authorized Positions (Full-Time Equivalents)
Full-Time
San Marino Fire Chief
San Marino Fire Division Chief
Fire Captains
Firefighter/Paramedic
Engineer

1.00 1.00

3.00 12.00

3.00 1.00

21.00 -

1.00 1.00

1.00 3.00

12.00 3.00

1.00 21.00
-

1.00 1.00

3.00 12.00

3.00 1.00

21.00 -

1.00 1.00

3.00 12.00

3.00 1.00

21.00 -

1.00 3.00

12.00 3.00

1.00 21.00
-
Management Analyst
Total Full-Time FTE
Total Part-Time FTE
Department Total FTE 21.00 21.00 21.00 21.00 21.00
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
5,834,139
674,900
6,380,772
699,579
6,257,603
746,710
6,680,045
783,681
6,725,478
798,920
Total by Type $ 6,509,039 $
$
7,080,351 $
$
7,004,313 $
$
7,463,726 $ 7,524,398
Expenditures by Fund:
103
104
281
595
Public Safety Fund
4th of July Fund
6,299,471
1,782
6,783,919
1,740
6,790,935
2,178
7,248,468
4,624
-
7,275,120
5,078
Donations Fund 19,432 - - -
Workers Compensation Fund 188,354 294,691
7,080,351
211,200
7,004,313
210,634 244,200
Total by Fund $ 6,509,039 7,463,726 $ 7,524,398
Operating Budget Detail
GL # Personnel
103-34-4001-0000 Full Time Salaries
103-34-4001-0019 Full Time Salaries-COVID-19
103-34-4004-0000 Overtime
103-34-4004-0003 Overtime-Strike Teams
103-34-4004-0019 Overtime-COVID-19
103-34-4004-0033 Overtime-Shared Command
103-34-4006-0000 Medicare
2,421,223 2,724,970
9,502
820,689
50,451
-
119,610
50,368
1,712,315
-
1,200
423,179
4,000
168,058
1,517
2,862,442
-
512,720
140,000
-
120,000
52,709
1,822,390
-
1,200
528,764
4,000
-
2,423,396
-
1,127,181
-
3,094,114
-
538,356
75,000
-
160,000
56,804
704,190
1,325,002
1,200
517,534
4,000
-
8,777
857,342
160,628
248
75,352
47,690
1,530,146
-
-
152,651
50,155
1,803,965
-
1,200
492,133
4,000
410,106
4,558
66 103-34-4008-6160 Retirement-PERS
103-34-4008-6161 Retirement-PERS (UAL)
103-34-4008-3080 Retirement 457 Plan
103-34-4010-0000 Cafeteria Benefit
103-34-4013-0000 Uniform Allowance
103-34-4015-0000 Worker's Comp 4850 Pay
104-34-4004-0000 Fire Overtime (4th of July)
104-34-4006-0000 Medicare
-
348,250
800
193,547
1,536
21 1,925
28 4,784
20 69
104-34-4010-0000 Cafeteria Benefit 225 203 225 - 225
595-34-4015-0001 Workers' Comp Current Employees
595-34-4015-0002 Workers' Comp Past Employees
187,398
956
263,487
31,204
6,380,772
176,647
34,553
6,257,603
206,972
3,662
6,680,045 $ 6,725,478
210,649
33,551
Total Personnel $ 5,834,139 $ $ $
141 PAGE 525 of 885

FIRE DEPARTMENT
FY 2021-22
Actual
FY 2022-23
Actual
FY 2023-24
Budget Estimated
FY 2024-25
Adopted
GL # Services & Supplies
103-34-4110-0000 Shared Command
103-34-4150-0000 Other Contract Services
103-34-4150-0500 Other Contract Services-IT
103-34-4204-0000 Books & Periodicals
103-34-4206-0000 Building Repair & Maintenance
103-34-4308-0000 Equipment Rental
103-34-4316-0000 Equipment Repair & Maintenance
103-34-4376-0000 Materials & Supplies
281-34-4376-0000 Materials & Supplies
103-34-4396-0000 Memberships & Dues
103-34-4398-0000 Mileage
148,774
189,074
16,690
338
176,226
203,038
17,993
368
178,000 170,000
254,759
18,307
312
178,000
264,390
21,980
400
240,900
18,250
400
11,306
-
17,887
162
19,400
400
21,824
-
19,400
400
15,136
58,942
18,346
3,876
128
12,313
64,762
-
16,200
69,950
-
15,047
70,511
-
18,450
73,350
-
5,396
25 4,360
100
4,998
-
5,000
100
103-34-4399-0000 Non-capitalized Equipment
281-34-4399-0000 Non-capitalized Equipment
103-34-4401-0000 Outside Services
13,367
1,086
8,785
549
10,829
-
12,300
-
12,152
-
12,000
-
7,380
460
3,000
500
5,280
460
3,000
103-34-4420-0000 Printing 500
103-34-4436-0000 Recruitment 33,882
492
32,843
420
16,600
500
41,689
186
16,600
103-34-4452-0000 Small Tools 500
103-34-4460-0003 Special Exp.Strike Team FEMP
103-34-4468-0000 Staff Development
103-34-4480-0000 Travel & Meetings
103-34-4492-0003 Uniforms-PERSable
103-34-4492-0004 Uniforms-Safety
9,926
10,852
2,146
2,251
15,667
3,971
1,486
10,045
2,352
8,327
8,926
7,045
12,000
14,100
5,600
7,400
23,000
7,000
- 12,000
14,100
5,600
7,400
27,200
4,600
14,552
3,685
7,400
23,743
103-34-4500-4950 Utilities-Natural Gas 4,372
142 PAGE 526 of 885

FIRE DEPARTMENT
FY 2021-22
Actual
FY 2022-23
Actual
FY 2023-24
Budget Estimated
FY 2024-25
Adopted
103-34-4500-9025 Utilities-Telecommunications
103-34-4508-0000 Vehicle Repair & Maintenance
103-34-4950-0001 Equipment Cost Allocation
21,996
87,320
-
24,329 23,750 27,079
87,323
-
28,550
85,400
-
86,966 73,000
- -
Total Services & Supplies $ 674,900 $
$
699,579
7,080,351
$
$
746,710
7,004,313
$
$
783,681 $ 798,920
Total Operating Expenditures $ 6,509,039 7,463,726 $ 7,524,398 143 PAGE 527 of 885

THIS PAGE LEFT BLANK INTENTIONALLY
144 PAGE 528 of 885

EMERGENCY MANAGEMENT

DEPARTMENT PURPOSE
The Emergency Management Program develops and maintains the City’s emergency management program and disaster plans to respond to and coordinate the resources necessary to cope with local emergencies affecting San Marino. Emergency preparedness is a key component of the community’s readiness for a major emergency.

DEPARTMENT DESCRIPTION
The Department is responsible for training and educating the City Council members, City staff, businesses and residents to be self-sufficient in the event of a major disaster. Department responsibilities include:
 Ensure City Council members and key staff participate in at least one disaster exercise each year to test the City’s and County’s ability to manage and respond to a large-scale event.

The City’s Emergency Operations Center (EOC) also participates in periodic communications exercises intended to test the capabilities of the County’s emergency management information systems;
 Coordinate Disaster Preparedness and Emergency Medical Services training for employees and residents;




Maintain the City’s Emergency Operations Center;
Maintain the City’s Emergency Operations Plan, and the Local Hazard Mitigation Plan; Maintain the City’s disaster supplies; and
Maintain the City’s emergency notification systems, which includes the San Marino Community Alert Message System (SMCAMS) to notify residents and businesses about urgent information related to the safety of our community. Emergency information can be sent to a telephone or email address. The Emergency Management program also maintains the Wireless Emergency Alerts (WEA) system, which has the ability to send emergency alerts directly to mobile devices in the event of an emergency.

FISCAL YEAR 2023-24 ACCOMPLISHMENTS





Conducted an emergency operations earthquake workshop with the City’s executive staff and representatives from the San Marino Unified School District.

Activated the EOC to a Level III in response to Tropical Storm Hilary and the anticipated extreme weather event.

Selected a consultant to revise the City’s Local Hazard Mitigation Plan. Conducted staff and community meetings inviting residents to provide input into the revised plan.

Conducted staff training with Red Cross to prepare the San Marino Community Center to be used as an emergency shelter.

Conducted training on the City’s Earthquake Emergency Plan for all Department Executives.
145 PAGE 529 of 885
FISCAL YEAR 2024-25 OBJECTIVES
 Complete the draft Local Hazard Mitigation Plan and submit the plan for approval by FEMA and the San Marino City Council.


Inventory the City’s Disaster Cache to meet Red Cross supply recommendations.

In partnership with the Community Services Department (CSD), ensure that CSD personnel and associated facilities are trained and prepared to support the City’s emergency operations and provide care for residents during disasters.  Complete training and preparations for the San Marino Community Center to be used as an emergency shelter.



Conduct earthquake and active shooter incident training exercises for all City personnel.

Host an active shooter workshop with houses of worship within the City.

In conjunction with the County of Los Angeles Office of Emergency Management, implement the Genasys Evacuation Management platform.


Work in collaboration with the Huntington Library to develop their emergency operations center procedures.

Submit the Family Assistance Center annex to the Emergency Operations Plan to the Disaster Council and City Council for approval and adoption.

OPERATIONAL DASHBOARD
FY 2022-23
Year to Date
(July – March)
1 FY 2023-24
Year to Date
(July – March)
0 FY 2022-23
Total Description
EOC Activations 1
146 PAGE 530 of 885

EMERGENCY MANAGEMENT
FY 2021-22 FY 2022-23
Actual Actual
FY 2023-24 FY 2024-25
Budget Estimated Adopted
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
Total by Type
52,231 1,038 - - -
45,802 34,871 87,390 61,073 61,150
$
$
98,033 $
$
35,909 $
$
87,390 $
$
61,073 $
$
61,150
Expenditures by Fund:
101 General Fund 98,033 35,909 87,390 61,073 61,150
Total by Fund 98,033 35,909 87,390 61,073 61,150
Operating Budget Detail
GL # Personnel
101-36-4002-0019
101-36-4004-0019
101-36-4006-0000
101-36-4008-6050
101-36-4008-6160
101-36-4010-0000
PT Salaries-COVID-19
Overtime-COVID-19
Medicare
39,850
7,763
640
(26) -
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
1,098
8 Retirement-PARS -
Retirement-PERS
Cafeteria Benefit
-
3,903
75 (47)
5 Total Personnel $ 52,231 $ 1,038 $ $ $
GL # Services & Supplies
101-36-4150-0000 Other Contract Services
Other Contract Services-IT
Equipment Repair & Maintenance
Materials & Supplies
-
5,928
11,713
13,593
510
- 38,000
6,100
10,900
13,000
300
24,405
6,388
10,234
6,172
300
10,000
6,400
10,900
13,000
300
101-36-4150-0500
101-36-4316-0000
101-36-4376-0000
101-36-4396-0000
101-36-4399-0000
101-36-4468-0000
101-36-4500-9025
101-36-4950-0001
6,084
3,103
12,052
Memberships & Dues 75
Non-capitalized Equipment
Staff Development
7,664
883
5,050
395
7,500
3,700
7,890
-
1,333
3,318
8,923
-
7,500
3,700
9,350
-
Utilities-Telecommunications
Equipment Cost Allocation
Total Services & Supplies
Total Operating Expenditures
5,511
-
8,112
$
$
45,802
98,033
$
$
34,871
35,909
$
$
87,390
87,390
$
$
61,073
61,073
$
$
61,150
61,150
147 PAGE 531 of 885

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148 PAGE 532 of 885
Parks & Public Works
Department
149 PAGE 533 of 885

THIS PAGE LEFT BLANK INTENTIONALLY
150 PAGE 534 of 885

PARKS & PUBLIC WORKS

DEPARTMENT

DEPARTMENT PURPOSE
The mission of the Parks and Public Works Department is to create and sustain our community assets and infrastructure.

DEPARTMENT DESCRIPTION
The Parks and Public Works Department is responsible for the design, construction, maintenance, and operations of the City’s public infrastructure. The Department performs this mission through a combination of physical assets, best management practices and policies, and skilled personnel.

The City’s infrastructure assets include:



121 lane-miles of public street and alley rights-of-way (curbs, gutters, sidewalks, signs, traffic signals and street lighting)
60 acres of landscaping including Lacy Park and boulevard-style median parks (Huntington Drive, Sierra Madre Boulevard, and Old Mill Road)
105,000 square feet of civic facilities including City Hall, the police and fire stations, the public works corporation yard, San Marino Community Center, Stoneman Building, Crowell Public Library, 7 municipal parking lots, and historic buildings such as the Old Mill and Thurnher House


51 miles of wastewater collection systems including sewer mains, manhole, and 3 lift stations
6 miles of stormwater drainage systems including lined and unlined washes, culverts, manholes, and drainage inlets
The Department is composed of seven divisions: Administration (including city engineering), Fleet, Sewer (wastewater and stormwater), Streets/Right-of-way, Parks, Grounds, and Building Maintenance.

FISCAL YEAR 2023-24 ACCOMPLISHMENTS


Rehabilitated 31 neighborhood streets (approximately 4.5 miles of roadway) under budget Completed the replacement of 27,459 square feet (approximately 1 square mile) of sidewalk under budget


Completed the construction phase of the $8.3 million San Marino Community Center Renovation
Maintained Lacy Park, 25 acres of medians, 7,300 street trees, and all City-owned buildings and facilities


Assisted the Old Guard/Rotary Club in the assembly of the new Holiday House Provided after hours maintenance staff support during several winter storms to help ensure safe conditions of City streets and access to sandbags for residents. 151 PAGE 535 of 885
 Hosted annual Arbor Day celebration at Lacy Park and planted sacred fig tree donated by the Chinese Club of San Marino


Trimmed and pruned 3,615 public trees
Assisted Community Services, Police, and Fire Department staff during special community events such as 4th of July, Trunk or Treat, and the Lunar New Year Celebration.

Responded to 459 non-emergency requests (as of April) made by residents via the GoGov app and the City’s website, including streetlight bulb replacements, removing tree branches/debris from the public right-of-way, filling potholes, unclogging storm drains, and repairing sidewalk, among others.

FISCAL YEAR 2024-25 OBJECTIVES
 Begin the construction phase of the Lift Station Improvement Project. This is a major capital improvement project that will help modernize the City’s infrastructure and ensure the safety of our residents.
 Develop a Fleet Leasing program that will provide for regular replacement of vehicles, in accordance with the City Council’s Priority Initiative to Enhance Service Delivery. This will provide lower, sustainable, and more predictable year-to-year fleet costs to help ensure staff safety and community safety.
 Implement a public works asset management program that provides a complete and comprehensive inventory of all City assets. These inventories will enable the City to have a central location with information about these assets, allowing for better and more proactive management, responses to requests, and planning for CIP projects. This is part of the Council-approved Priority Initiative to Enhance Service Delivery. 152 PAGE 536 of 885

OPERATIONAL DASHBOARD
Description
FY 2022-23
Year to Date
(July – March)
FY 2023-24
Year to Date
(July – March)
FY 2022-23
Total
% of fleet out of service for
more than 3 business days
Maintenance service

4.8%
619

4.7%
478

4.8%
459 requests opened
% service requests closed
within 5 business days 87%
10 67% 90%
Customer surveys received 5 7
100%
7 % customer survey rating
“superior/good” 90%
7 100%
# capital projects in design 12
# capital projects in
construction 3 3 14
153 PAGE 537 of 885
154 PAGE 538 of 885
Parks & Public Works
Department
Parks & Public Works
Director/City Engineer
Management Analyst Urban Forester
Parks & Public Works
Manager
Fleet & Building
Maintenance Division
Parks & Grounds
Division Streets Division
Shop Foreman Street Foreman Park Foreman
Maintenance Worker II Maintenance Worker III
Maintenance Worker II
Maintenance Worker III
Maintenance Worker II
Maintenance Worker I
(2)
Maintenance Worker I
(2)
Maintenance Worker I
(P/T)
155 PAGE 539 of 885

PARKS AND PUBLIC WORKS -

SUMMARY
FY 2021-22 FY 2022-23
Actual Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
Authorized Positions (Full-Time Equivalents)
Full-Time
Public Works Director
Management Analyst
Public Works Division Manager
Public Works Supervisor
Urban Forester

1.00 1.00 1.00

1.00 1.00

3.00 1.00

2.00 3.00

4.00 1.00

1.00 1.00

3.00 1.00

2.00 3.00

4.00 1.00

1.00 1.00

3.00 1.00

2.00 3.00

4.00 1.00

1.00 3.00

1.00 2.00

3.00 4.00

1.00 1.00

3.00 1.00

2.00 3.00

4.00 Maintenance Worker III
Maintenance Worker II
Maintenance Worker I
Part-Time
Park Attendants 0.50

16.00 0.50
- - - -
Total Full-Time FTE
Total Part-Time FTE
Department Total FTE

16.00 -

16.50 16.00 16.00 16.00 16.00
Operating Budget Summary
Expenditures by Type:

Personnel 1,761,661
1,581,266
1,924,378
1,619,984
2,160,211
1,921,410
2,041,713
1,928,722
2,072,833
Services & Supplies 2,291,640
Total by Type $ 3,342,927 $ 3,544,362 $ 4,081,621 $ 3,970,435 $ 4,364,473 Expenditures by Fund:
101
104
202
204
207
213
214
215
236
243
244
246
281
595
General Fund
4th of July Fund
3,312,901 3,511,015 4,046,485 3,960,834 4,301,442
11,259 3,863 6,087 2,611 6,391
Gas Tax Fund -
-
-
-
-
-
-
-
-
-
-
-
- - -
-
-
-
-
-
CDBG Fund - -
Prop. A Transit Fund
STPL Fund
- -
-
-
-
TDA Fund -
Prop. C Transit Fund
Windstorm Tree Grant Fund
Measure R Fund
2,500 2,500
- - - - -
Prop. 1B -
-
-
-
-
-
- -
30,000
-
Measure W Fund
Donations Fund
-
4,490
-
11,366
7,401
6,301
23,183
3,510
Workers' Compensation Fund 23,039 26,640
Total by Fund $ 3,342,927 $ 3,544,362 $ 4,081,621 $ 3,970,435 $ 4,364,473 156 PAGE 540 of 885

PARKS AND PUBLIC WORKS -

SUMMARY
FY 2021-22 FY 2022-23
Actual Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
Expenditures by Division:

Administration Division
Fleet Division
415,935 417,984 619,003 596,098
290,170
229,265
1,010,206
544,334
1,090,837
209,525
695,500
268,482
332,710
1,103,790
546,734
1,138,727
278,530
261,918
332,809
733,167
500,994
925,406
172,698
279,745
290,641
865,679
501,374
994,336
194,603
293,107
Sewer Division 231,530
Streets Division 1,047,504
Parks Division 569,593
Grounds Division 1,114,194
Building Maintenance Division 206,690
Total By Division $ 3,342,927 $ 3,544,362 $ 4,081,621 $ 3,970,435 $ 4,364,473 Expenditures by Division:

Administration Personnel
Services & Supplies
Total by Type
307,865
108,070
415,935
327,155
90,829
385,068
233,935
619,003
351,112
244,986
596,098
407,430
288,070
$ 695,500
$
$
$
$
$
$
$
$
$
$
$
$
$
417,984 $
$
$
$
$
$
$
$
$
$
$
$
Fleet Personnel
Services & Supplies
Total by Type
240,120
21,798
262,800
16,945
269,312
23,795
265,519
24,651
239,532
28,950
261,918 279,745 293,107 290,170 268,482
Sewer Personnel
Services & Supplies
Total by Type
- - - - -
332,809
332,809
290,641
290,641
231,530
231,530
229,265
229,265
332,710
332,710
Streets Personnel
Services & Supplies
Total by Type
461,551
271,616
733,167
588,257
277,422
607,229
440,275
585,266
424,940
561,220
542,570
865,679 $ 1,047,504 $ 1,010,206 1,103,790
Parks Personnel
Services & Supplies
Total by Type
332,039
168,955
500,994
327,357
174,017
501,374
403,283
166,310
569,593
376,334
168,000
544,334
383,809
162,925
$ $ 546,734
Grounds
Bldg. Maintenance
Personnel
Services & Supplies
Total by Type
420,086
505,320
925,406
418,809
575,527
495,319
618,875
463,482
627,355
480,842
657,885
994,336 $ 1,114,194 $ 1,090,837 1,138,727
Personnel
Services & Supplies
Total by Type
- - - - -
172,698
172,698
194,603
194,603
206,690
206,690
209,525
209,525
278,530
$ $ $ 278,530
Total by Division $ 3,342,927 $ 3,544,362 $ 4,081,621 $ 3,970,435 $ 4,364,473 157 PAGE 541 of 885

PARKS AND PUBLIC WORKS - ADMINISTRATION
FY 2021-22 FY 2022-23 FY 2023-24 FY 2024-25
Actual Actual Budget Estimated Proposed
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
307,865
108,070
327,155
90,829
385,068
233,935
351,112
244,986
407,430
288,070
Total by Type $ 415,935 $ 417,984 $ 619,003 $ 596,098 $ 695,500 Expenditures by Fund:
101
104
General Fund 397,275
11,259
7,401
390,938
3,863
589,877
6,087
593,487
2,611
-
662,469
4th of July Fund 6,391
595 Workers' Compensation Fund 23,183 23,039 26,640
Total by Fund $ 415,935 $ 417,984 $ 619,003 $ 596,098 $ 695,500 Operating Budget Detail
101-40-4001-0000
101-40-4002-0000
101-40-4004-0000
101-40-4006-0000
101-40-4008-6160
101-40-4008-3080
101-40-4010-0000
101-40-4012-0000
101-40-4014-0000
104-40-4004-0000
104-40-4006-0000
104-40-4010-0000
595-40-4015-0001
595-40-4015-0002
Full Time Salaries 219,241
28,127
254
179,767
54,655
-
275,782 268,973 291,093
Part Time Salaries -
Overtime
-
-
-
- -
Medicare 3,431
-
3,186
1,900
15,898
32,934
-
3,999
23,986
2,400
49,775
-
3,536 4,221
3,800
23,811
49,074
2,400
-
Retirement-PERS 2,400
Retirement-457 Plan
Cafeteria Benefit
15,201
21,078
-
23,394
50,198
Auto Allowance -
Unemployment Insurance
Public Works Overtime
Medicare
1,873
9,481
131
11,769
3,808
55 - -
6,000
87 2,577 6,300
34 91
Cafeteria Benefits
Workers' Comp Current Employee
Workers' Comp Past Employees
1,647
2,054
5,347
- - -
-
-
-
2,026
21,157
8,664
14,375
11,091
15,549
Total Personnel $ 307,865 $ 327,155 $ 385,068 $ 351,112 $ 407,430 101-40-4104-0000
101-40-4150-0000
101-40-4150-0500
101-40-4260-0000
Contract Engineering Services
Other Contract Services
33,424
11,441
9,600
10,966
10,307
10,080
21,723
165,000
5,960
161,000
7,350
150,000
7,570
Other Contract Services-IT
Damage to City Property Repair
12,680
10,000
13,356
20,000
72,880
25,490 10,000
158 PAGE 542 of 885

PARKS AND PUBLIC WORKS - ADMINISTRATION
FY 2021-22 FY 2022-23
Actual Actual
500 94
FY 2023-24
Budget Estimated Proposed
5,460
FY 2024-25
101-40-4316-0000
101-40-4376-0000
101-40-4396-0000
101-40-4398-0000
101-40-4468-0000
101-40-4480-0000
101-40-4492-0003
101-40-4492-0004
101-40-4500-9025
101-40-4508-0000
Equipment Repair & Maintenance
Materials & Supplies
Memberships & Dues
Mileage
5,460
6,900
3,190
100
5,460
6,900
3,710
200
6,526
2,032
23 5,798
2,735
-
6,900
3,055
200
Staff Development
Travel & Meetings
Uniforms-PERSable
Uniforms-Safety
1,900
1,855
5,371
7,743
2,061
104
3,168
2,960
5,562
8,033
2,203
-
4,290
4,610
5,430
8,075
2,275
-
4,030
4,600
7,100
9,700
2,200
-
5,285
6,500
7,300
9,990
2,275
-
Utilities-Telecommunications
Vehicle Repair
Total Services & Supplies $ 108,070 $ 90,829 $ 233,935 $ 244,986 $ 288,070 Total Operating Expenditures $ 415,935 $ 417,984 $ 619,003 $ 596,098 $ 695,500 159 PAGE 543 of 885

PARKS AND PUBLIC WORKS - FLEET
FY 2021-22 FY 2022-23 FY 2023-24 FY 2024-25
Actual Actual Budget Estimated Proposed
Operating Budget Summary
Expenditures by Type:

Personnel 240,120
21,798
262,800
16,945
269,312
23,795
265,519
24,651
239,532
Services & Supplies 28,950
Total by Type $ 261,918 $ 279,745 $ 293,107 $ 290,170 $ 268,482 Expenditures by Fund:
101 General Fund 261,918 279,745 293,107 290,170 268,482 Total by Fund $ 261,918 $ 279,745 $ 293,107 $ 290,170 $ 268,482 Operating Budget Detail
101-42-4001-0000
101-42-4004-0000
101-42-4006-0000
101-42-4008-3080
101-42-4008-6160
101-42-4010-0000
101-42-4013-0000
Full Time Salaries 144,066
5,373
2,300
-
157,024
5,635
2,479
1,200
64,605
31,257
600
164,824
1,545
2,412
2,400
65,691
31,840
600
163,476
2,783
2,501
2,400
64,186
29,573
600
180,898
1,545
2,645
2,400
20,298
31,046
700
Overtime
Medicare
Retirement-457 Plan
Retirement-PERS
Cafeteria Benefit
Uniform Allowance
56,364
31,617
400
Total Personnel $ 240,120 $ 262,800 $ 269,312 $ 265,519 $ 239,532 101-42-4150-0000
101-42-4316-0000
101-42-4376-0000
101-42-4452-0000
101-42-4508-0000
101-42-4950-0001
Other Contract Services
Equipment Repair & Maintenance
Materials & Supplies
5,395
9,206
5,349
1,460
388
7,347
2,595
4,366
1,360
1,277
-
7,220
10,325
4,000
1,500
750
9,041
9,150
4,310
1,500
650
10,450
10,250
5,000
2,500
750
Small Tools
Vehicle Repair & Maintenance
Equipment Cost Allocation
Total Services & Supplies
- - - -
$ 21,798 $ 16,945 $ 23,795 $ 24,651 $ 28,950
Total Operating Expenditures $ 261,918 $ 279,745 $ 293,107 $ 290,170 $ 268,482 160 PAGE 544 of 885

PARKS AND PUBLIC WORKS - SEWER
FY 2021-22 FY 2022-23 FY 2023-24 FY 2024-25
Actual Actual Budget Estimated Proposed
Operating Budget Summary
Expenditures by Type:

Personnel - - - - -
Services & Supplies 332,809 290,641 231,530 229,265 332,710 Total by Type $ 332,809 $ 290,641 $ 231,530 $ 229,265 $ 332,710 Expenditures by Fund:
101
246
General Fund 332,809
-
290,641
-
231,530
-
229,265
-
302,710
Measure W Fund 30,000
Total by Fund $ 332,809 $ 290,641 $ 231,530 $ 229,265 $ 332,710 Operating Budget Detail
101-44-4104-0000
101-44-4150-0000
101-44-4150-5170
101-44-4150-9020
101-44-4376-0000
101-44-4399-0000
101-44-4460-5170
246-44-4460-5170
Contracted Engineering NPDES 390
153,001
35,051
5,805
122,427
17,545
15,000 15,000 70,000
Other Contract Services
Other Contract Services-NPDES
Contracted Street Sweeping
Materials and Supplies
180,960 179,740 197,310
23,000 22,050 23,300
136,322 136,951 - - -
- - -
Non-Capitalized Equipment -
Special Expenses-NPDES
Special Expenses-NPDES
-
12,570
-
-
12,475
-
8,045
-
7,913
-
12,100
30,000
Total Services & Supplies $ 332,809 $ 290,641 $ 231,530 $ 229,265 $ 332,710 Total Operating Expenditures $ 332,809 $ 290,641 $ 231,530 $ 229,265 $ 332,710 161 PAGE 545 of 885

PARKS AND PUBLIC WORKS - STREETS
FY 2021-22 FY 2022-23 FY 2023-24
Budget Estimated
FY 2024-25
Actual Actual Proposed
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
461,551
271,616
588,257
277,422
607,229
440,275
585,266
424,940
561,220
542,570
Total by Type $ 733,167 $ 865,679 $ 1,047,504 $ 1,010,206 $ 1,103,790 Expenditures by Fund:
101
215
General Fund 733,167
-
865,679
-
1,045,004
2,500
1,007,706
2,500
1,103,790
Prop. C Transit Fund -
Total by Fund $ 733,167 $ 865,679 $ 1,047,504 $ 1,010,206 $ 1,103,790 Operating Budget Detail
101-48-4001-0000
101-48-4002-0000
101-48-4004-0000
101-48-4006-0000
101-48-4008-3080
101-48-4008-6050
101-48-4008-6160
101-48-4010-0000
101-48-4013-0000
Full Time Salaries
Part Time Wages
Overtime
276,802
-
351,750
-
364,140
-
365,318
-
415,395
-
20,402
4,363
-
29,582
5,492
2,400
-
- 887 -
Medicare 5,280
6,000
-
5,308
4,105
-
6,023
7,400
-
Retirement-457 Plan
Retirement-PARS
Retirement-PERS
Cafeteria Benefit
Uniform Allowance
-
104,850
54,234
900
125,275
72,508
1,250
129,732
100,577
1,500
607,229
128,694
79,304
1,650
585,266
50,342
80,310
1,750
Total Personnel $ 461,551 $ 588,257 $ $ $ 561,220
101-48-4150-0000
101-48-4150-9020
101-48-4316-0000
101-48-4376-0000
101-48-4376-9242
101-48-4452-0000
101-48-4500-1980
101-48-4500-9025
101-48-4508-0000
Other Contract Services
Contracted Street Sweeping
Equipment Repair & Maintenance
Materials & Supplies
53,845
-
51,313
-
81,985
146,490
1,750
82,800
-
74,485
146,490
1,500
76,615
-
182,500
153,820
1,750
77,800
-
2,531
80,563
-
1,596
81,788
Traffic Commission Enhancements -
Small Tools 1,066
106,192
-
565 1,000
100,200
-
1,000
99,150
-
1,000
102,150
-
Utilities-Electricity 117,959
Utilities-Telecommunications -
Vehicle Repair & Maintenance 27,419 24,201 23,550 23,200 23,550 162 PAGE 546 of 885

PARKS AND PUBLIC WORKS - STREETS
FY 2021-22 FY 2022-23 FY 2023-24
Budget Estimated
FY 2024-25
Actual Actual Proposed
101-48-4950-0001
215-48-4150-0000
Equipment Cost Allocation
Other Contract Services
-
-
-
-
-
2,500
-
2,500
-
-
Total Services & Supplies $ 271,616 $ 277,422 $ 440,275 $ 424,940 $ 542,570 Total Operating Expenditures $ 733,167 $ 865,679 $ 1,047,504 $ 1,010,206 $ 1,103,790 163 PAGE 547 of 885

PARKS AND PUBLIC WORKS - PARKS
FY 2021-22 FY 2022-23 FY 2023-24 FY 2024-25
Actual Actual Budget Estimated Proposed
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
332,039
168,955
327,357
174,017
403,283
166,310
376,334
168,000
383,809
162,925
Total by Type $ 500,994 $ 501,374 $ 569,593 $ 544,334 $ 546,734 Expenditures by Fund:
101
281
General Fund 489,628
11,366
495,073
6,301
566,083
3,510
539,844
4,490
546,734
Donations Fund -
Total by Fund $ 500,994 $ 501,374 $ 569,593 $ 544,334 $ 546,734 Operating Budget Detail
101-50-4001-0000
101-50-4002-0000
101-50-4004-0000
101-50-4006-0000
101-50-4008-3080
101-50-4008-6050
101-50-4008-6160
101-50-4010-0000
101-50-4013-0000
101-50-4014-0000
101-50-4015-0000
Full Time Salaries
Part Time Wages
Overtime
199,418
17,381
482
185,631
104
240,269 215,407 266,528
-
500
3,491
3,600
-
-
684
2,939
800
-
-
500
3,872
3,600
-
2,158
2,576
1,100
4 Medicare 3,133
Retirement-457 Plan -
Retirement-PARS
Retirement-PERS
Cafeteria Benefit
622
69,134
41,219
650
75,086
56,421
375
81,329
73,194
900
-
81,200
74,329
975
-
28,108
80,151
1,050
-
Uniform Allowance
Unemployment Payments
Workers' Comp Current Employee
- 3,902
- - - - -
Total Personnel $ 332,039 $ 327,357 $ 403,283 $ 376,334 $ 383,809 101-50-4150-0000
101-50-4206-0000
101-50-4316-0000
101-50-4376-0000
101-50-4404-0000
101-50-4452-0000
101-50-4500-4950
Other Contract Services
Building Repair & Maintenance
Equipment Repair & Maintenance
Materials & Supplies
Plants
32,585
815
32,785
-
14,000
-
13,000
-
11,500
-
279 - 500 500 500
24,082
2,978
467
22,044
4,251
962
25,700
5,000
750
23,660
4,500
750
25,700
5,000
Small Tools 750
Utilities-Natural Gas 718 1,365 1,050 750 775
164 PAGE 548 of 885

PARKS AND PUBLIC WORKS - PARKS
FY 2021-22 FY 2022-23
Actual Actual
1,936 2,016
FY 2023-24
Budget Estimated Proposed
2,050
FY 2024-25
101-50-4500-9025
101-50-4500-9460
101-50-4508-0000
101-50-4950-0001
281-50-4399-0000
Utilities-Telecommunications
Utilities-Water
2,000
103,350
15,000
-
2,050
82,366
11,363
-
90,178
14,115
-
104,550
9,200
-
106,450
Vehicle Repair & Maintenance
Equipment Cost Allocation
Non-Capitalized Equipment
10,200
-
11,366 6,301 3,510 4,490 -
Total Services & Supplies $ 168,955 $ 174,017 $ 166,310 $ 168,000 $ 162,925 Total Operating Expenditures $ 500,994 $ 501,374 $ 569,593 $ 544,334 $ 546,734 165 PAGE 549 of 885

PARKS AND PUBLIC WORKS - GROUNDS
FY 2021-22 FY 2022-23
Actual Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
Operating Budget Summary
Expenditures by Type:

Personnel 420,086
505,320
418,809
575,527
495,319
618,875
463,482
627,355
480,842
Services & Supplies 657,885
Total by Type $ 925,406 $ 994,336 $ 1,114,194 $ 1,090,837 $ 1,138,727 Expenditures by Fund:
101 General Fund 925,406 994,336 1,114,194 1,090,837 1,138,727 Total by Fund $ 925,406 $ 994,336 $ 1,114,194 $ 1,090,837 $ 1,138,727 Operating Budget Detail:
101-52-4001-0000
101-52-4002-0000
101-52-4004-0000
101-52-4006-0000
101-52-4008-3080
101-52-4008-6160
101-52-4010-0000
101-52-4013-0000
Full Time Salaries 263,574
-
258,903
-
311,701
-
287,375
-
342,957
Part-Time Wages -
Overtime 26,989
4,284
-
20,930
3,964
1,100
74,484
58,953
475
4,000
4,578
4,800
79,513
89,527
1,200
495,319
4,601
4,079
2,700
73,308
90,444
975
4,000
5,031
4,800
32,951
89,703
1,400
480,842
Medicare
Retirement-457 Plan
Retirement-PERS
Cafeteria Benefit
Uniform Allowance
70,766
53,823
650
Total Personnel $ 420,086 $ 418,809 $ $ 463,482 $
101-52-4150-0000
101-52-4316-0000
101-52-4376-0000
101-52-4404-0000
101-52-4452-0000
101-52-4500-9460
101-52-4508-0000
101-52-4950-0001
Other Contract Services
Equipment Repair & Maintenance
Materials & Supplies
Plants
284,085
2,161
8,303
10,204
-
344,564
1,915
9,044
3,990
27 394,680
1,000
9,690
4,000
750
394,060
550
416,860
1,000
9,900
4,200
750
10,310
4,500
Small Tools 750
Utilities-Water 185,084
15,483
-
198,544
17,443
-
193,380
15,375
-
203,000
14,895
-
209,090
15,375
-
Vehicle Repair & Maintenance
Equipment Cost Allocation
Total Services & Supplies $ 505,320 $ 575,527 $ 618,875 $ 627,355 $ 657,885 Total Operating Expenditures $ 925,406 $ 994,336 $ 1,114,194 $ 1,090,837 $ 1,138,727 166 PAGE 550 of 885
PARKS AND PUBLIC WORKS - BLDG MAINT.

FY 2021-22 FY 2022-23 FY 2023-24 FY 2024-25
Actual Actual Budget Estimated Proposed
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
- - - - -
172,698 194,603 206,690 209,525 278,530
Total by Type $ 172,698 $ 194,603 $ 206,690 $ 209,525 $ 278,530 Expenditures by Fund:
101 General Fund 172,698 194,603 206,690 209,525 278,530 Total by Fund $ 172,698 $ 194,603 $ 206,690 $ 209,525 $ 278,530 Operating Budget Detail
101-53-4150-0000
101-53-4206-0000
101-53-4376-0000
101-53-4508-0000
Other Contract Services
Building Repair & Maintenance
Materials & Supplies
109,161
34,371
29,166
-
106,553
59,135
28,915
-
113,050
62,845
30,295
500
112,255
64,720
32,050
500
145,175
97,845
35,010
Vehicle Repair & Maintenance 500
Total Services & Supplies $ 172,698 $ 194,603 $ 206,690 $ 209,525 $ 278,530 Total Operating Expenditures $ 172,698 $ 194,603 $ 206,690 $ 209,525 $ 278,530 167 PAGE 551 of 885

THIS PAGE LEFT BLANK INTENTIONALLY
168 PAGE 552 of 885
Community Ser vices
Department
169 PAGE 553 of 885

THIS PAGE LEFT BLANK INTENTIONALLY
170 PAGE 554 of 885

COMMUNITY SERVICES DEPARTMENT

DEPARTMENT PURPOSE
The mission of the Community Services Department (CSD) is to enrich the community through quality-of-life programming, services, and events; promote active lifestyles; connect people to people, and people to nature; and support literacy and lifelong learning at the Crowell Public Library.

DEPARTMENT DESCRIPTION
The Community Services Department is committed to exemplary customer service and community-driven quality-of-life programming. Through its Recreation and Library Divisions, the Department’s programming and services inspire community connectedness, active living, and safe recreational and knowledge-discovery opportunities. The Department leads the City in community collaborations by leveraging the talents and resources of over 20 community partners and stakeholder groups.

The Recreation Division provides a range of early childhood and youth activities to further safe, healthy, and creative outlets; offers an array of social, recreational, and fitness-oriented activities for adults of all interests and ages; and organizes year-round events that further community connections. The Division partners with individuals and organizations to offer exciting recreational services via staff and contractor led programming. The Division also operates the City’s recreational facilities, such as the San Marino Community Center, Stoneman Building, and Gatehouse and historic Thurnher House at Lacy Park, in addition to coordinating rental use by individuals, the community, and private / non-profit groups. The Division operates the San Marino High School pool for a seasonal aquatics program during the months of June and July for community-based, all ages programming.

The Crowell Public Library fulfills its commitment to supporting literacy, lifelong learning, and knowledge acquisition by providing print and digital materials that meet the community’s educational, professional, and recreational information needs. The Library also offers programs for all ages to apply research-based literacy practices, provides opportunities for cultural enrichment, and creates a sense of community through shared experiences. The Division liaisons with the San Marino Public Library Foundation and the Friends of the Crowell Public Library, in which the role of both non-profit organizations is to support the mission and service delivery of the Library.
171 PAGE 555 of 885
FISCAL YEAR 2023-24 ACCOMPLISHMENTS
• Successfully facilitated the grand re-opening of the San Marino Community Center, which includes the physical relocation of Recreation Division headquarters from the Stoneman Building.
• Executed the “Rebuild a Sense of Community” Priority Initiative proposal by successfully planning and presenting three new community-building, family-oriented variety shows and music events.
•
•
Implemented the new Community Center’s inaugural program proforma and rental use plan to no less than 50% of operational capacity.

Facilitated the successful acquisition and implementation of a new Integrated Library System (ILS) that best meets the current and future needs of the community.

FISCAL YEAR 2024-25 OBJECTIVES
•
•
•
•
•
•
As a shared initiative with the City Manager’s Office, assist in developing a joint use agreement (JUA) with San Marino Unified School District that will outline, in part, expanded use of indoor/outdoor facilities to enhance recreation offerings.

As a shared initiative with the Fire Department, ensure that CSD personnel and associated facilities are trained and prepared to support the City’s emergency operations and provide care for residents during disasters.

As a shared initiative with the Human Resources Department, develop a quarterly CSD new employee orientation and on-boarding program that improves retention, staff and patron safety and emergency preparedness, and customer service excellence.

As a shared initiative with the Human Resources Department, revamp the volunteer program to include improvements to recruitment, onboarding, training, scheduling, recognition and tracking/reporting on annual hours.

Reimagine and rebrand the 4th of July Community Parade by successfully assuming parade management responsibilities and striving to meet or exceed the previous year’s total entries and spectator attendance.

As part of a 3-year plan, refresh the Library’s collection by 1/3 each year by evaluating and replacing unused titles with titles that are relevant and in demand to ensure that the collection reflects community interest and need.
172 PAGE 556 of 885

OPERATIONAL DASHBOARD
Description
FY 2022-23
Year to Date
(July – March)
FY 2023-24
Year to Date
(July – March)
FY 2022-23
Total
Programs Offered
Total Participants
Circulation
609
32,065
139,989
11,729
128,260
-
449
24,079
110,603
8,658
101,945
-
453
25,883
98,128
10,414
87,714
220
Digital Catalog (eBooks)
In-Person
Rental Bookings
FY 2023-24 PROGRAMS AND PARTICIPANTS
80 60
40 20
0 10000 76
61 53 54
5000
0 42 43
31 22
Jul-23 Aug-23 Sep-23 Oct-23 Nov-23 Dec-23 Jan-24 Feb-24 Programs Offered Total Participants
173 PAGE 557 of 885
FY 2023-24 CIRCULATION
18,000
12,000
6,000
0 1,212 1,124 1,170 1,296
9,756
1,056
9,621
1,219
9,369
1,200
9,391
1,080
8,995
1,057
8,858 10,160 11,096 10,468
Jul-23 Aug-23 Sep-23 Oct-23 Nov-23 Dec-23 Jan-24 Feb-24 Mar-24 Circulation - In Person Circulation - Digital Catalog
174 PAGE 558 of 885
Community Services
Department
Community Services
Director
Library Services
Library Manager
Recreation Services Administrative Services
Recreation Manager Management Analyst
Adult Services Librarian II
Librarian (P/T)
Recreation Supervisor
Facilities Supervisor
Child Development
Specialists (P/T) Maintenance
Assistants (P/T)
Recreation
Specialists (P/T)
Library Assistants
(P/T) Clerk Typist II
Clerk Typist II
Program Leaders
(P/T)
Youth Services Librarian II
Librarian (P/T) Recreation Supervisor
Recreation
Specialists (P/T)
Library Assistants
(P/T)
Program Leaders
Monitors (P/T) (P/T)
Park Attendants
(P/T) Circulation Librarian II
Recreation Supervisor
(Aquatics) (P/T)
Library Assistant
(P/T)
Recreation
Clerks (P/T)
Page (P/T)
Coordinator (P/T)
Water Safety
Instructors (P/T)
Lifeguards (P/T)
Program Leaders Indicates Seasonal
Positions
175
(P/T)
PAGE 559 of 885

COMMUNITY SERVICES DEPARTMENT - SUMMARY
FY 2021-22 FY 2022-23
Actual Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
Authorized Positions (Full-Time Equivalents)
Community Services Department
Total Full-Time FTE
Total Part-Time FTE
Total Community Services FTE

11.00 20.24

31.24 11.00

23.00 34.00

12.00 25.04

37.04 12.00

25.04 37.04

12.00 24.43

36.43 Operating Budget Summary
Expenditures by Type:

Personnel 1,977,902
794,180
2,296,799
940,192
3,001,080
1,181,941
2,604,237
1,104,261
2,976,092
Services & Supplies 1,159,753
Total by Type $2,772,082 $3,236,991 $4,183,021 $3,708,498 $4,135,845 Expenditures by Fund:
101
104
105
204
206
207
281
General Fund
4th of July Fund
2,666,175 3,093,177 3,943,059
92,062
-
3,522,709
81,303
-
3,917,091
95,504
-
81,885 78,059
San Marino Center Fund
CDBG Fund
-
-
-
- 9,000
-
9,000
-
10,000
LA County Park Bond Fund -
Prop. A Transit Fund
Donations Fund
- -
15,929
7,800
293
33,104
30,915
1,736
46,630
80,750
11,520
46,130
49,300
56 52,630
47,300
595 Workers' Compensation Fund 13,320
Total by Fund $2,772,082 $3,236,991 $4,183,021 $3,708,498 $4,135,845 176 PAGE 560 of 885
Community Ser vices
Department –
Administration
177 PAGE 561 of 885

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178 PAGE 562 of 885

COMMUNITY SERVICES - ADMINISTRATION
FY 2021-22 FY 2022-23 FY 2023-24
Budget Estimated
FY 2024-25
Actual Actual Proposed
Authorized Positions (Full-Time Equivalents)
Full-Time
Community Services Director
Management Analyst
-
-
-
-
-
-

1.00 1.00

1.00 1.00
-

1.00 1.00

1.00 -

1.00 1.00

1.00 -

1.00 Recreation Supervisor
Recreation Coordinator
Facilities Supervisor
-

1.00 -
-

1.00 1.68

1.00 Maintenance Assistant (Part-Time) 1.68
Total Full-Time FTE
Total Part-Time FTE
Total FTE
-
-
-

3.00 -

3.00 4.00

1.68 5.68

4.00 1.68

5.68 4.00

1.68 5.68
Operating Budget Summary
Expenditures by Type:

Personnel -
-
383,901
81,724
666,306
99,243
604,743
95,239
712,574
Services & Supplies 97,114
Total by Type $
$
- $ 465,625 $ 765,549 $ 699,982 $ 809,688
Expenditures by Fund:
101 General Fund - 465,625 765,549 699,982 809,688
Total by Fund - $ 465,625 $ 765,549 $ 699,982 $ 809,688 Expenditures by Division:

Administration Personnel
Services & Supplies
Total by Type
-
-
383,901
81,724
666,306
99,243
604,743
95,239
712,574
97,114
$
$
- $ 465,625 $ 765,549 $ 699,982 $ 809,688
Total by Division - $ 465,625 $ 765,549 $ 699,982 $ 809,688 179 PAGE 563 of 885

COMMUNITY SERVICES - ADMINISTRATION
FY 2021-22 FY 2022-23 FY 2023-24 FY 2024-25
Actual Actual Budget Estimated Proposed
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
Total by Type
-
-
383,901
81,724
666,306
99,243
604,743
95,239
712,574
97,114
$
$
- $ 465,625 $
$
765,549 $ 699,982 $ 809,688
Expenditures by Fund:
101 General Fund - 465,625 765,549 699,982 809,688
Total by Fund - $ 465,625 765,549 $ 699,982 $ 809,688
Operating Budget Detail
GL # Personnel
101-59-4001-0000 Full Time Salaries
101-59-4002-0000 Part Time Salaries
101-59-4004-0000 Overtime
-
-
-
-
317,217 443,319
79,470
-
421,548
57,322
1,813
6,560
3,600
597
480,637
82,649
5,000
8,241
6,200
3,099
49,676
74,322
2,400
350
-
6,311
4,442
2,400
-
101-59-4006-0000 Medicare 7,580
4,800
2,980
53,328
74,829
-
101-59-4008-3080 Retirement- 457 Plan
101-59-4008-6050 Retirement- PARS
101-59-4008-6160 Retirement - PERS
101-59-4010-0000 Cafeteria Benefit
101-59-4012-0000 Auto Allowance
101-59-4013-0000 Uniform Allowance
-
-
26,778
26,753
-
50,709
62,594
- -
- - - -
Total Personnel $ - $ 383,901 $ 666,306 $ 604,743 $ 712,574 GL # Services & Supplies
101-59-4150-0000 Other Contract Services
101-59-4150-0500 Other Contract Services - IT
101-59-4376-0000 Materials & Supplies
101-59-4396-0000 Memberships & Dues
101-59-4412-0000 Postage
-
-
-
-
-
-
-
-
17,800
12,977
-
17,136
20,011
3,560
4,714
7,272
27,785
6,010
7,730
16,800
19,136
3,560
4,742
7,360
27,250
3,665
7,701
20,000
20,396
4,060
5,000
7,581
27,785
3,960
6,332
4,293
5,929
25,476
7,429
7,820
101-59-4420-0000 Printing
101-59-4468-0000 Staff Development
101-59-4480-0000 Travel & Meetings
180 PAGE 564 of 885

COMMUNITY SERVICES - ADMINISTRATION
FY 2021-22 FY 2022-23 FY 2023-24 FY 2024-25
Actual Actual Budget Estimated Proposed
101-59-4492-0000 Uniforms
Total Services & Supplies
Total Operating Expenditures
-
-
- 5,025
99,243
5,025 2,000
$
$
$ 81,724
$ 465,625
$
$
$ 95,239 $ 97,114
- 765,549 $ 699,982 $ 809,688
181 PAGE 565 of 885

THIS PAGE LEFT BLANK INTENTIONALLY
182 PAGE 566 of 885
Community Ser vices
Department –
Recreation Division
183 PAGE 567 of 885

RECREATION DIVISION - SUMMARY
FY 2021-22 FY 2022-23
Actual Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
Authorized Positions (Full-Time Equivalents)
Full-Time
Community Services Director
Management Analyst
Recreation Manager
Recreation Supervisor
Recreation Coordinator
Clerk Typist II

0.70 - - - -

0.50 1.00

1.00 0.65

1.00 - - - -

1.00 1.00
-

1.00 1.00 1.00 1.00
Part-Time
Maintenance Assistant
Child Development Specialist
Recreation Coordinator
Recreation Supervisor
Recreation Specialist
Recreation Program Leader
Lifeguards

0.89 0.89

0.79 0.19

0.38 5.72

0.71 0.87

0.52 0.54
- - -

0.79 0.91

0.19 0.38

6.99 0.65

0.87 0.52

0.56 0.91

0.19 0.38

6.99 0.65

0.87 0.52

0.56 0.91

0.19 0.42

6.35 0.64

0.87 0.52

0.56 -
-

5.72 0.45
-
-
-
Water Safety Instructors
Park Attendants
Total Full-Time FTE
Total Part-Time FTE
Total FTE

4.85 7.85

12.70 3.00

10.61 13.61

3.00 11.07

14.07 3.00

11.07 14.07

3.00 10.46

13.46 Operating Budget Summary
Expenditures by Type:

Personnel 906,974
473,225
870,889
533,360
1,018,609
662,006
831,561
626,340
987,887
Services & Supplies 684,832
Total by Type $1,380,199 $ 1,404,249 $ 1,680,615 $ 1,457,901 $ 1,672,719 Expenditures by Fund:
101
104
105
204
206
207
281
General Fund
4th of July Fund
1,280,092 1,289,401 1,524,913
92,062
-
1,319,112
81,303
-
1,505,625
95,504
-
81,885 78,059
San Marino Center Fund
CDBG Fund
-
-
-
- 9,000
-
9,000
-
10,000
LA County Park Bond Fund -
Prop. A Transit Fund
Restricted Donations Fund
- -
15,929
2,000
293
33,104
1,949
1,736
46,630
2,250
5,760
46,130
2,300
56 52,630
2,300
595 Workers' Compensation Fund 6,660
Total by Fund $1,380,199 $ 1,404,249 $ 1,680,615 $ 1,457,901 $ 1,672,719 184 PAGE 568 of 885

RECREATION DIVISION - SUMMARY
FY 2021-22 FY 2022-23
Actual Actual
FY 2023-24
Budget Estimated
FY 2024-25
Proposed
Expenditures by Division:

Administration Personnel
Services & Supplies
Total by Type
230,006 418,754 428,980 423,343
47,729
452,948
96,429 55,605 41,802 49,002
$
$
$
$
$
$
$
326,435 $
$
$
$
$
$
$
474,359 $
$
$
$
$
$
$
470,782 $
$
$
$
$
$
$
471,072 $ 501,950
Aquatics
Youth
Adult
Personnel
Services & Supplies
Total by Type
28,860
6,019
71,252
20,364
91,616
121,232
24,099
93,962
23,870
126,439
23,099
34,879 145,331 117,832 $
$
$
$
$
$
149,538
Personnel
Services & Supplies
Total by Type
275,941
39,275
242,141
63,335
309,979
91,660
222,003
91,780
286,608
98,110
315,216 305,476 401,639 313,783 384,718
Personnel
Services & Supplies
Total by Type
108,824
17,519
23,081
29,931
53,012
19,020
45,013
64,033
15,553
32,992
48,545
3,722
40,638
126,343 44,360
Community Events &
Cultural Enrichment
Personnel
Services & Supplies
Total by Type
128,320
129,563
257,883
37,080
182,849
219,929
45,160
244,977
290,137
35,761
221,277
257,038
29,698
241,674
271,372
Contract Classes
Facilities & Rentals
Personnel
Services & Supplies
Total by Type
61,028
136,217
197,245
12,716
129,084
141,800
- - -
142,049
142,049
130,500
130,500
150,613
150,613
Personnel
Services & Supplies
Total by Type
73,995
48,203
65,865
52,192
94,238
72,406
40,940
78,192
88,472
81,696
122,198 118,057 166,644 119,132 170,168
Total by Division $1,380,199 $ 1,404,249 $ 1,680,615 $ 1,457,901 $ 1,672,719 185 PAGE 569 of 885

RECREATION DIVISION - ADMINISTRATION
FY 2021-22 FY 2022-23 FY 2023-24 FY 2024-25
Actual Actual Budget Estimated Proposed
Operating Budget Summary
Expenditures by Type:

Personnel 230,006
96,429
418,754
55,605
428,980
41,802
423,343
47,729
452,948
Services & Supplies 49,002
Total by Type $ 326,435 $ 474,359 $ 470,782 $ 471,072 $ 501,950 Expenditures by Fund:
101
104
281
General Fund
4th of July Fund
Donations Fund
326,142 472,623 465,022 471,016 495,290
- -
-
-
-
- -
- - -
595 Workers' Compensation Fund 293 1,736 5,760 56 6,660 Total by Fund $ 326,435 $ 474,359 $ 470,782 $ 471,072 $ 501,950 Operating Budget Detail
GL # Personnel
101-60-4001-0000 Full Time Salaries
101-60-4002-0000 Part Time Wages
101-60-4004-0000 Overtime
147,414
31,753
1,490
2,486
(194)
29,987
-
285,840
17,717
131
292,562
12,655
500
296,217
12,329
475
325,758
5,849
500
101-60-4006-0000 Medicare 4,294
75 4,433
475
4,474
135
4,817
101-60-4008-6050 Retirement - PARS -
101-60-4008-6160 Retirement - PERS
101-60-4008-3080 Retirement- 457 Plan
101-60-4010-0000 Cafeteria Benefit
101-60-4014-0000 Unemployment Payments
595-60-4015-0001 Workers' Comp Current Employe
49,136
3,300
56,525
-
44,496
3,600
64,499
-
43,414
3,600
62,642
-
40,551
5,000
63,813
-
16,416
361
293 1,736 5,760 56 6,660
Total Personnel $ 230,006 $ 418,754 $ 428,980 $ 423,343 $ 452,948 GL # Services & Supplies
101-60-4150-0000 Other Contract Services 34,611
23,919
34,152
1,318
20,208
-
29,668
-
29,956
101-60-4150-0500 Other Contract Services - IT -
101-60-4316-0000 Equipment Repair & Maintenance
101-60-4324-0000 Facility Rental
2,354
2,350
1,375
2,421
5,150
2,311
5,528
893
6,002
853
186 PAGE 570 of 885

RECREATION DIVISION - ADMINISTRATION
FY 2021-22 FY 2022-23
Actual Actual
FY 2023-24
Budget Estimated Proposed
FY 2024-25
101-60-4376-0000 Materials & Supplies
101-60-4396-0000 Memberships & Dues
101-60-4398-0000 Mileage
6,781 4,992 5,700 5,700 5,880
1,186
562
2,148
17,401
449
649
-
- - - -
757 917 400 655
101-60-4412-0000 Postage 11 100 - -
101-60-4420-0000 Printing 2,069 1,500 1,740 1,740
101-60-4468-0000 Staff Development
101-60-4480-0000 Travel & Meetings
- - - -
- - - -
101-60-4492-0000 Uniforms 3,578 - - -
101-60-4500-9025 Utilities-Telecommunications
101-60-4508-0000 Vehicle Repair & Maintenance
101-60-4950-0001 Equipment Cost Allocation
281-60-4150-0000 Contract Services (Memorial Day)
Total Services & Supplies
- - - - -
4,019
-
4,932 5,916 3,800 3,916
-
-
-
-
-
-
-
- -
$ 96,429 $ 55,605 $ 41,802 $ 47,729 $ 49,002
Total Operating Expenditures $ 326,435 $ 474,359 $ 470,782 $ 471,072 $ 501,950 187 PAGE 571 of 885

RECREATION DIVISION - AQUATICS
FY 2021-22 FY 2022-23
Actual Actual
FY 2023-24
Budget Estimated Proposed
FY 2024-25
Operating Budget Summary
Expenditures by Type:

Personnel
Services & Supplies
Total by Type
28,860
6,019
34,879 $ 91,616
71,252 121,232
24,099
93,962
23,870
126,439
20,364 23,099
$
$
$
$
145,331 $ 117,832 $ 149,538
Expenditures by Fund:
101 General Fund 34,879
-
91,616
-
145,331
-
117,832
-
149,538
281 Restricted Donations Fund -
Total by Fund 34,879 $ 91,616 145,331 $ 117,832 $ 149,538 Operating Budget Detail
GL # Personnel
101-61-4002-0000 Part Time Wages
101-61-4004-0000 Overtime
27,382
53 67,630
138
115,240 89,316 119,339
- -
1,671
4,321
-
-
101-61-4006-0000 Medicare 398
1,027
-
980 1,296
3,350
-
1,730
4,008
1,362
101-61-4008-6050 Retirement - PARS
101-61-4008-6160 Retirement - PERS
2,504
-
Total Personnel $ 28,860 $ 71,252 $ 121,232 $ 93,962 $ 126,439 GL # Services & Supplies
101-61-4150-0000 Other Contract Services
101-61-4324-0000 Facility Rental
101-61-4376-0000 Materials & Supplies
101-61-4492-0000 Uniforms
- 480
15,359
1,567
1,000
16,339
2,980
1,000
16,110
2,980
500
16,339
2,480
1,082
2,726
2,211 2,958 3,780 3,780 3,780
Total Services & Supplies
Total Operating Expenditures
$
$
6,019 $ 20,364
34,879 $ 91,616
$
$
24,099 $ 23,870 $ 23,099
145,331 $ 117,832 $ 149,538
188 PAGE 572 of 885

RECREATION DIVISION - YOUTH
FY 2021-22 FY 2022-23 FY 2023-24 FY 2024-25
Actual Actual Budget Estimated Proposed
Operating Budget Summary
Expenditures by Type:

San Marino City CouncilMay 31, 2024

San Marino City Council
May 31, 2024