San Rafael City Council
September 3, 2024

____________________________________________________________________________________

FOR CITY CLERK ONLY
Council Meeting:

Disposition:

Agenda Item No: 6.c
Meeting Date: September 3, 2024

SAN RAFAEL CITY COUNCIL AGENDA REPORT
Department: Human Resources
Prepared by: Marissa Sanchez, HR Director City Manager Approval: ______________ TOPIC: PERSONNEL CHANGES
SUBJECT: ADOPT A RESOLUTION APPROVING THE FOLLOWING PERSONNEL CHANGES:

RETITLING OF THE ASSISTANT DIRECTOR OF COMMUNITY DEVELOPMENT JOB

CLASSIFICATION, RETITLING OF THE CHILDCARE DIRECTOR JOB

CLASSIFICATION, CORRECTING THE OPERATIONS & MAINTENANCE SUPERINTENDENT SALARY RANGE; AND ADDING THE SENIOR HUMAN

RESOURCES ANALYST, WILDFIRE MITIGATION PROGRAM MANAGER, CHIEF ASSISTANT CITY ATTORNEY POSITIONS; AND AMENDING THE SAN RAFAEL MIDMANAGEMENT EMPLOYEE ASSOCIATION, SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 1021, AND UNREPRESENTED MID-MANAGEMENT AND EXECUTIVE SALARY SCHEDULES; AND UPDATING THE UNREPRESENTED

MID-MANAGEMENT SALARY RESOLUTION
RECOMMENDATION:

Adopt a resolution approving changes to the San Rafael Mid-Management Employee Association (SRMMEA), Service Employees International Union (SEIU) Local 1021, and unrepresented midmanagement and executive salary schedules, and approve minor changes to the unrepresented midmanager salary resolution.

BACKGROUND:

The Human Resources Department periodically seeks to establish, reallocate, amend, or delete positions to reorganize or restructure staffing to most effectively and efficiently serve the community and City goals.

This staff report outlines the current recommendations.

ANALYSIS:

Proposed Updates to the SRMMEA Salary Schedule:

Community Services Division & Division Director Position San Rafael is committed to creating a more inclusive and equitable city where every resident has the opportunity to thrive. With this in mind, the City is establishing a new Community Services Division of the City Manager’s Office. The Division is dedicated to enhancing the quality of life for all residents, with a special focus on traditionally underserved and vulnerable SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 2
populations, keeping equity at the forefront. This Division is at the forefront of addressing critical social and community issues, including homelessness response, and other services that uplift community members in need.

The Division’s mission is to develop and implement innovative strategies and programs that ensure access to vital resources, fostering community resilience, and promoting overall wellbeing, with a focus on equity. The Community Services Division will work collaboratively with the County of Marin, other local agencies, community-based organizations, service providers, and stakeholders to deliver services that are compassionate, effective, and responsive to the unique needs of our community. The current staffing proposed for this new Division it to reassign two full time equivalent (FTE) positions, so no new staff are being proposed. Given the volume of work currently needed to address homelessness, for the first few years, this new Division will be primarily focused on homelessness response However, the plan will be to grow and develop programming that reaches more of our community members in need.

The Assistant Director of Community Development is a single classification represented by the San Rafael Mid-Management Employee Association (SRMMEA). Recently, this position has focused on overseeing the work of the Housing Division and managing the City’s homelessness response.

In recognition of the cross-departmental nature of addressing the needs of the unsheltered population, the impact of encampments on the community, and the need for ongoing stakeholder engagement with our County and non-profit service providers, staff recommends changing the job title of the Assistant Director of Community Development to Community Services Division Director. The position would report directly to the Assistant City Manager and be supported by the Housing and Homelessness Analyst. In this new role, the Division Director will manage a broad range of responsibilities, from strategic planning and policy development to budget management, and communication strategies, to interdepartmental and interagency coordination. The Division Director will also be responsible for securing and managing funding, developing and maintaining partnerships, and ensuring that the Division's programs are both effective and sustainable. They will be a key liaison between the City and various stakeholders, including other government agencies and elected officials, community organizations, and residents. Their work will involve close collaboration with other City departments, public and private partners, and community groups to advance initiatives that address homelessness and other programs that support vulnerable populations. The Division Director will lead and coordinate community engagement efforts and will work collaboratively with the City’s Housing Division on achieving the City’s goals related to housing and homelessness.

Under the proposed resolution, the SRMMEA Assistant Director of Community Development would be removed from the SRMMEA salary schedule, and the Community Services Division Director classification would be added.

Wildfire Mitigation Program Manager
As part of the City’s ongoing commitment to wildfire hazard mitigation, the City has created the Wildfire Mitigation Program Manager to be included in the SRMMEA salary schedule. The Wildfire Mitigation Program Manager will be responsible for developing, operating, and SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 3
administrating programs and projects that support the City’s Wildfire Prevention and Protection Action Plan and the Marin Wildfire Prevent Authority’s goals and annual work plan.

In addition, there are two administrative errors that must be corrected. The SRMMEA Salary Schedule is titled “Unrepresented Mid-Management” and must be revised to state “SRMMEA Salary Schedule.” Staff discovered a typo in the Operations & Maintenance Superintendent salary range for fiscal years 2025-26 and 2026-27. City Council action for this item is only needed to codify this correction.

Proposed Updates to the SEIU Local 1021 Salary Schedule: A classification study was conducted for the Childcare Director position with the City; the City’s consultant that conducted the survey recommended re-titling the Childcare Director classification as Childcare Supervisor. This was discussed with SEIU Local 1021 representatives, and the new title should now be incorporated into the salary schedule, using the same range as the previous Childcare Director. City Council action for this item is only needed to codify this update.

Proposed Updates to the Unrepresented Mid-Management Salary Schedule and Salary Resolution: City staff propose adding the Senior Human Resources Analyst to the unrepresented midmanagement salary schedule. This position would support various human resources functions, with an emphasis on labor relations, data analysis, recruitment, employee relations, and benefits administration.

Additionally, City staff propose modifying language about seniority in the Unrepresented MidManagement Salary Resolution to bring benefits for this group of employees in line with that of the employees represented by SRMMEA.

Proposed Updates to the Unrepresented Executive Salary Schedule: The City Attorney and City Manager’s Offices recently worked with MRG Consultants to conduct a comprehensive classification study for the City Attorney’s Office, and it was determined that the range of attorney job classifications should be expanded to allow the City to recruit candidates that may have a broad breadth of experience and to allow for potential growth. Based on the recommendations from MRG, staff recommend adding a Chief Assistant City Attorney position to the unrepresented executive salary schedule. At this time, it is envisioned that the City will hire either a Chief Assistant City Attorney or an Assistant City Attorney. An individual may be hired at either level based on their experience, qualifications, and the needs of the City.

FISCAL IMPACT:

The recommendations in this staff report total approximately $125,000. These costs will be absorbed within the existing approved fiscal year 2024-25 budget.

OPTIONS:

The City Council has the following options to consider on this matter:

1. Approve the resolution and updated unrepresented mid-manager salary resolution as presented.

2. Request changes to the recommendations.

3. Direct staff to develop alternatives to the recommendation.

RECOMMENDED ACTION:

Adopt a resolution approving changes to the San Rafael Mid-Management Employee Association (SRMMEA), Service Employees International Union (SEIU) Local 1021, and unrepresented midmanagement and executive salary schedules, and approve minor changes to the unrepresented midmanager salary resolution.

SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 4
ATTACHMENTS:

Attachment A: Resolution
Attachment B: SRMMEA Salary Schedule
Attachment C: SEIU Local 1021 Salary Schedule
Attachment D: Unrepresented Mid-Management Salary Schedule Attachment E: Unrepresented Mid-Management Salary Resolution Attachment F: Unrepresented Executive Management Salary Schedule RESOLUTION NO.

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL

APPROVING CHANGES TO THE SAN RAFAEL MID-MANAGEMENT EMPLOYEE

ASSOCIATION (SRMMEA) AND UNREPRESENTED MID-MANAGEMENT AND EXECUTIVE

SALARY SCHEDULES
WHEREAS, the City must, from time to time, add or otherwise adjust job classifications, job specifications and/or compensation in order to satisfy the changing needs and demands of the workforce and to more closely match the tasks which need to be performed by employees in the City's various departments; and
WHEREAS, City staff has analyzed the job description of the Assistant Director of Community Development and determined the scope of work for this position should be updated to address homelessness interventions and community services and commensurate with the change in job responsibilities, the job title on the San Rafael Mid-Management Employee Association (SRMMEA) Salary Schedule should be changed from the Assistant Director of Community Development to Community Services Division Director; and WHEREAS, there was an administrative error in the title of the SRMMEA Salary Schedule; and
WHEREAS, there was an administrative error in the salary range for the Operations & Maintenance Superintendent on the SRMMEA Salary Schedule; and WHEREAS, staff recommends the addition of the Wildfire Mitigation Program Manager job classification to the SRMMEA Salary Schedule; and
WHEREAS, staff recommends the retitling of the Childcare Director job classification to the Childcare Supervisor on the Service Employees International Union (SEIU) Local 1021 Salary Schedule; and
WHEREAS, staff recommends the addition of the Senior Human Resources Analyst job classification to the Unrepresented Mid-Management Salary Schedule; and WHEREAS, staff recommends revising language about seniority in the Unrepresented Mid-Management Salary Resolution to bring benefits for this group of employees in line with that of the SRMMEA; and
WHEREAS, staff recommends the addition of the Chief Assistant City Attorney job classification to the Unrepresented Executive Salary Schedule; and NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of San Rafael hereby approves the recommended personnel compensation and classification changes included with the Staff Report for this Resolution.

I, Lindsay Lara, Clerk of the City of San Rafael, hereby certify foregoing resolution was duly and regularly introduced and adopted at a regular meeting on the City Council of said City held on Tuesday, the 3rd day of September 2024, by the following vote to wit:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:
______________________
LINDSAY LARA, City Clerk
Grade Position A B C D E
2304
Assistant Community & Economic Development
Director $ 13,676 $ 14,360 $ 15,078 $ 15,832 $ 16,624
2400 Assistant Library and Recreation Director $ 12,036 $ 12,638 $ 13,270 $ 13,933 $ 14,630 2202 Assistant Public Works Director $ 13,530 $ 14,207 $ 14,917 $ 15,663 $ 16,446 2302 Chief Building Official $ 12,574 $ 13,202 $ 13,863 $ 14,556 $ 15,284 4203 Civic Engagement Manager $ 10,843 $ 11,385 $ 11,955 $ 12,552 $ 13,180 2122 Code Enforcement Supervisor $ 8,186 $ 8,595 $ 9,025 $ 9,477 $ 9,950 4204 Data & Infrastructure Manager $ 11,667 $ 12,251 $ 12,863 $ 13,506 $ 14,182 4213 Deputy Building Official $ 11,101 $ 11,656 $ 12,239 $ 12,851 $ 13,493 7125 Deputy Director of Emergency Management $ 13,531 $ 14,207 $ 14,918 $ 15,663 $ 16,447 2120 Deputy Fire Marshall $ 10,702 $ 11,237 $ 11,799 $ 12,389 $ 13,009 2135 Deputy PW Administrative Services Director $ 12,292 $ 12,907 $ 13,552 $ 14,230 $ 14,941 2135 Deputy Public Works Director $ 12,292 $ 12,907 $ 13,552 $ 14,230 $ 14,941 7117 Emergency Services Manager $ 9,883 $ 10,377 $ 10,896 $ 11,441 $ 12,013 2137 Housing Manager $ 11,844 $ 12,436 $ 13,058 $ 13,710 $ 14,396 2303 Community Services Division Director $ 13,025 $ 13,676 $ 14,360 $ 15,078 $ 15,832 2208 Operations and Maintenance Manager $ 11,300 $ 11,865 $ 12,459 $ 13,082 $ 13,736 2208 Operations and Maintenance Manager (SRSD) $ 11,300 $ 11,865 $ 12,459 $ 13,082 $ 13,736 7318 Operations & Maintenance Superintendent $ 10,124 $ 10,631 $ 11,162 $ 11,720 $ 12,306 2703 Parking Services Manager $ 10,326 $ 10,842 $ 11,385 $ 11,954 $ 12,551 7312 Parks Superintendent $ 10,124 $ 10,631 $ 11,162 $ 11,720 $ 12,306 2116 Planning Manager $ 11,844 $ 12,436 $ 13,058 $ 13,710 $ 14,396 2206 Principal Civil Engineer (SRSD) $ 13,806 $ 14,497 $ 15,222 $ 15,983 $ 16,782 4206 Product Manager $ 10,843 $ 11,385 $ 11,955 $ 12,552 $ 13,180 8103 Recreation Supervisor $ 8,531 $ 8,957 $ 9,405 $ 9,875 $ 10,369 9511 Risk Manager $ 11,508 $ 12,084 $ 12,688 $ 13,322 $ 13,988 7317 Senior Code Enforcement Supervisor $ 9,036 $ 9,487 $ 9,962 $ 10,460 $ 10,983 2101 Senior Management Analyst I $ 8,384 $ 8,803 $ 9,243 $ 9,705 $ 10,191 2105 Senior Management Analyst II $ 9,982 $ 10,481 $ 11,005 $ 11,555 $ 12,133 2203 Senior Project Manager $ 10,021 $ 10,522 $ 11,048 $ 11,600 $ 12,181 8102 Senior Recreation Supervisor $ 9,643 $ 10,125 $ 10,631 $ 11,163 $ 11,721 7310 Sewer Maintenance Superintendent $ 10,124 $ 10,631 $ 11,162 $ 11,720 $ 12,306 7311 Street Maintenance Superintendent $ 10,124 $ 10,631 $ 11,162 $ 11,720 $ 12,306 7245 Supervising Librarian $ 8,737 $ 9,174 $ 9,632 $ 10,114 $ 10,620 2150 Sustainability Program Manager $ 8,573 $ 9,002 $ 9,452 $ 9,925 $ 10,421 TBD Wildfire Program Mitigation Manager $ 9,883 $ 10,377 $ 10,896 $ 11,441 $ 12,013

SAN RAFAEL MID-MANAGEMENT EMPLOYEE ASSOCIATION

SALARY SCHEDULE
Effective July 1, 2024
Grade Position A B C D E
2304
Assistant Community & Economic Development
Director $ 14,086 $ 14,791 $ 15,530 $ 16,307 $ 17,122
2400 Assistant Library and Recreation Director $ 12,698 $ 13,333 $ 14,000 $ 14,700 $ 15,435 2202 Assistant Public Works Director $ 14,139 $ 14,846 $ 15,588 $ 16,368 $ 17,186 2302 Chief Building Official $ 13,140 $ 13,797 $ 14,486 $ 15,211 $ 15,971 4203 Civic Engagement Manager $ 11,440 $ 12,012 $ 12,612 $ 13,243 $ 13,905 2122 Code Enforcement Supervisor $ 8,555 $ 8,982 $ 9,431 $ 9,903 $ 10,398 4204 Data & Infrastructure Manager $ 12,017 $ 12,618 $ 13,249 $ 13,912 $ 14,607 4213 Deputy Building Official $ 11,434 $ 12,006 $ 12,606 $ 13,236 $ 13,898 7125 Deputy Director of Emergency Management $ 14,139 $ 14,846 $ 15,589 $ 16,368 $ 17,187 2120 Deputy Fire Marshall $ 11,184 $ 11,743 $ 12,330 $ 12,947 $ 13,594 2135 Deputy PW Administrative Services Director $ 12,845 $ 13,488 $ 14,162 $ 14,870 $ 15,614 2135 Deputy Public Works Director $ 12,845 $ 13,488 $ 14,162 $ 14,870 $ 15,614 7117 Emergency Services Manager $ 10,180 $ 10,688 $ 11,223 $ 11,784 $ 12,373 2137 Housing Manager $ 12,495 $ 13,120 $ 13,776 $ 14,465 $ 15,188 2303 Community Services Division Director $ 13,416 $ 14,086 $ 14,791 $ 15,530 $ 16,307 2208 Operations and Maintenance Manager $ 11,922 $ 12,518 $ 13,144 $ 13,801 $ 14,491 2208 Operations and Maintenance Manager (SRSD) $ 11,922 $ 12,518 $ 13,144 $ 13,801 $ 14,491 7318 Operations & Maintenance Superintendent $ 10,529 $ 11,056 $ 11,609 $ 12,189 $ 12,798 2703 Parking Services Manager $ 10,791 $ 11,330 $ 11,897 $ 12,492 $ 13,116 7312 Parks Superintendent $ 10,529 $ 11,056 $ 11,609 $ 12,189 $ 12,798 2116 Planning Manager $ 12,495 $ 13,120 $ 13,776 $ 14,465 $ 15,188 2206 Principal Civil Engineer (SRSD) $ 14,221 $ 14,932 $ 15,678 $ 16,462 $ 17,285 4206 Product Manager $ 11,440 $ 12,012 $ 12,612 $ 13,243 $ 13,905 8103 Recreation Supervisor $ 8,829 $ 9,271 $ 9,734 $ 10,221 $ 10,732 9511 Risk Manager $ 11,854 $ 12,446 $ 13,069 $ 13,722 $ 14,408 7317 Senior Code Enforcement Supervisor $ 9,442 $ 9,914 $ 10,410 $ 10,931 $ 11,477 2101 Senior Management Analyst I $ 8,761 $ 9,199 $ 9,659 $ 10,142 $ 10,649 2105 Senior Management Analyst II $ 10,431 $ 10,953 $ 11,500 $ 12,075 $ 12,679 2203 Senior Project Manager $ 10,322 $ 10,838 $ 11,380 $ 11,949 $ 12,546 8102 Senior Recreation Supervisor $ 10,173 $ 10,682 $ 11,216 $ 11,777 $ 12,366 7310 Sewer Maintenance Superintendent $ 10,529 $ 11,056 $ 11,609 $ 12,189 $ 12,798 7311 Street Maintenance Superintendent $ 10,529 $ 11,056 $ 11,609 $ 12,189 $ 12,798 7245 Supervising Librarian $ 9,261 $ 9,724 $ 10,210 $ 10,721 $ 11,257 2150 Sustainability Program Manager $ 9,174 $ 9,632 $ 10,114 $ 10,620 $ 11,150 TBD Wildfire Program Mitigation Manager $ 10,180 $ 10,688 $ 11,223 $ 11,784 $ 12,373

SAN RAFAEL MID-MANAGEMENT EMPLOYEE ASSOCIATION

SALARY SCHEDULE
Effective July 1, 2025
Grade Position A B C D E
2304
Assistant Community & Economic Development
Director $ 14,509 $ 15,235 $ 15,996 $ 16,796 $ 17,636
2400 Assistant Library and Recreation Director $ 13,333 $ 14,000 $ 14,700 $ 15,435 $ 16,206 2202 Assistant Public Works Director $ 14,705 $ 15,440 $ 16,212 $ 17,022 $ 17,874 2302 Chief Building Official $ 13,665 $ 14,348 $ 15,066 $ 15,819 $ 16,610 4203 Civic Engagement Manager $ 12,012 $ 12,612 $ 13,243 $ 13,905 $ 14,600 2122 Code Enforcement Supervisor $ 8,897 $ 9,342 $ 9,809 $ 10,299 $ 10,814 4204 Data & Infrastructure Manager $ 12,378 $ 12,997 $ 13,647 $ 14,329 $ 15,045 4213 Deputy Building Official $ 11,777 $ 12,366 $ 12,984 $ 13,633 $ 14,315 7125 Deputy Director of Emergency Management $ 14,705 $ 15,440 $ 16,212 $ 17,023 $ 17,874 2120 Deputy Fire Marshall $ 11,631 $ 12,213 $ 12,824 $ 13,465 $ 14,138 2135 Deputy PW Administrative Services Director $ 13,359 $ 14,027 $ 14,729 $ 15,465 $ 16,238 2135 Deputy Public Works Director $ 13,359 $ 14,027 $ 14,729 $ 15,465 $ 16,238 7117 Emergency Services Manager $ 10,485 $ 11,009 $ 11,560 $ 12,138 $ 12,744 2137 Housing Manager $ 13,120 $ 13,776 $ 14,465 $ 15,188 $ 15,947 2303 Community Services Division Director $ 13,818 $ 14,509 $ 15,235 $ 15,996 $ 16,796 2208 Operations and Maintenance Manager $ 12,518 $ 13,144 $ 13,801 $ 14,491 $ 15,216 2208 Operations and Maintenance Manager (SRSD) $ 12,518 $ 13,144 $ 13,801 $ 14,491 $ 15,216 7318 Operations & Maintenance Superintendent $ 10,950 $ 11,498 $ 12,073 $ 12,676 $ 13,310 2703 Parking Services Manager $ 11,222 $ 11,784 $ 12,373 $ 12,991 $ 13,641 7312 Parks Superintendent $ 10,950 $ 11,498 $ 12,073 $ 12,676 $ 13,310 2116 Planning Manager $ 13,120 $ 13,776 $ 14,465 $ 15,188 $ 15,947 2206 Principal Civil Engineer (SRSD) $ 14,647 $ 15,380 $ 16,149 $ 16,956 $ 17,804 4206 Product Manager $ 12,012 $ 12,612 $ 13,243 $ 13,905 $ 14,600 8103 Recreation Supervisor $ 9,138 $ 9,595 $ 10,075 $ 10,579 $ 11,108 9511 Risk Manager $ 12,209 $ 12,820 $ 13,461 $ 14,134 $ 14,840 7317 Senior Code Enforcement Supervisor $ 9,820 $ 10,311 $ 10,827 $ 11,368 $ 11,936 2101 Senior Management Analyst I $ 9,112 $ 9,567 $ 10,045 $ 10,548 $ 11,075 2105 Senior Management Analyst II $ 10,848 $ 11,391 $ 11,960 $ 12,558 $ 13,186 2203 Senior Project Manager $ 10,631 $ 11,163 $ 11,721 $ 12,307 $ 12,922 8102 Senior Recreation Supervisor $ 10,682 $ 11,216 $ 11,777 $ 12,366 $ 12,984 7310 Sewer Maintenance Superintendent $ 10,950 $ 11,498 $ 12,073 $ 12,676 $ 13,310 7311 Street Maintenance Superintendent $ 10,950 $ 11,498 $ 12,073 $ 12,676 $ 13,310 7245 Supervising Librarian $ 9,817 $ 10,308 $ 10,823 $ 11,364 $ 11,932 2150 Sustainability Program Manager $ 9,816 $ 10,306 $ 10,822 $ 11,363 $ 11,931 TBD Wildfire Program Mitigation Manager $ 10,485 $ 11,009 $ 11,560 $ 12,138 $ 12,744

SAN RAFAEL MID-MANAGEMENT EMPLOYEE ASSOCIATION

SALARY SCHEDULE
Effective July 1, 2026
Grade Position A B C D E
7241 Accountant I $ 6,720 $ 7,056 $ 7,409 $ 7,779 $ 8,168 7240 Accountant II $ 7,057 $ 7,409 $ 7,780 $ 8,169 $ 8,577 7200 Accounting Assistant I $ 4,895 $ 5,139 $ 5,396 $ 5,666 $ 5,949 7201 Accounting Assistant II $ 5,391 $ 5,661 $ 5,944 $ 6,241 $ 6,553 7300 Senior Accounting Assistant $ 5,944 $ 6,241 $ 6,553 $ 6,881 $ 7,225 7299 Accounting Technician $ 6,722 $ 7,058 $ 7,411 $ 7,782 $ 8,171 7205 Administrative Analyst $ 6,352 $ 6,670 $ 7,003 $ 7,353 $ 7,721 7211 Administrative Assistant I $ 5,073 $ 5,327 $ 5,593 $ 5,873 $ 6,166 7212 Administrative Assistant II $ 5,594 $ 5,873 $ 6,167 $ 6,475 $ 6,799 7295 Senior Administrative Assistant $ 6,023 $ 6,324 $ 6,640 $ 6,972 $ 7,321 7216 Administrative Assistant to the City Clerk $ 6,023 $ 6,324 $ 6,640 $ 6,972 $ 7,321 7210 Assistant Planner $ 7,184 $ 7,544 $ 7,921 $ 8,317 $ 8,733 7208 Associate Planner $ 7,929 $ 8,325 $ 8,741 $ 9,179 $ 9,637 7217 Building Inspector I $ 6,510 $ 6,836 $ 7,178 $ 7,536 $ 7,913 7218 Building Inspector II $ 7,184 $ 7,544 $ 7,921 $ 8,317 $ 8,733 7220 Business License Examiner $ 5,660 $ 5,943 $ 6,240 $ 6,552 $ 6,880 9352 Child Care Supervisor $ 5,043 $ 5,295 $ 5,560 $ 5,838 $ 6,130 9351 Child Care Instructor I $ 2,820 $ 2,961 $ 3,109 $ 3,264 $ 3,427 9350 Child Care Instructor II $ 3,619 $ 3,800 $ 3,990 $ 4,190 $ 4,399 7222 Code Enforcement Official I $ 5,215 $ 5,476 $ 5,750 $ 6,038 $ 6,339 7223 Code Enforcement Official II $ 5,755 $ 6,043 $ 6,345 $ 6,662 $ 6,995 7380 Code Enforcement Official III $ 6,835 $ 7,176 $ 7,535 $ 7,912 $ 8,307 2119 Construction Inspector - SRSD $ 7,076 $ 7,430 $ 7,802 $ 8,192 $ 8,601 7224 Custodian $ 4,857 $ 5,100 $ 5,355 $ 5,623 $ 5,904
4210 Data Analyst I $ 7,339 $ 7,706 $ 8,091 $ 8,496 $ 8,920 4211 Data Analyst II $ 8,073 $ 8,476 $ 8,900 $ 9,345 $ 9,812 4212 Data Analyst III $ 8,880 $ 9,324 $ 9,790 $ 10,280 $ 10,794 7226 Deputy City Clerk I $ 6,174 $ 6,483 $ 6,807 $ 7,147 $ 7,505 3702 Deputy City Clerk II $ 7,505 $ 7,879 $ 8,273 $ 8,687 $ 9,121 7120 Emergency Management Coordinator $ 5,883 $ 6,177 $ 6,486 $ 6,810 $ 7,151 7121 Environmental Management Coordinator $ 5,883 $ 6,177 $ 6,486 $ 6,810 $ 7,151 7232 Facility Repair Supervisor $ 7,733 $ 8,119 $ 8,525 $ 8,952 $ 9,399 7291 Facility Repair Worker I $ 5,487 $ 5,762 $ 6,050 $ 6,352 $ 6,670 7233 Facility Repair Worker II $ 6,052 $ 6,354 $ 6,672 $ 7,006 $ 7,356 7294 Facility Repair Worker III $ 6,513 $ 6,838 $ 7,180 $ 7,539 $ 7,916 7108 Fire Prevention Inspector I $ 8,226 $ 8,638 $ 9,070 $ 9,523 $ 9,999 7107 Fire Prevention Inspector II $ 9,069 $ 9,522 $ 9,998 $ 10,498 $ 11,023 7298 IT Help Desk Supervisor $ 8,073 $ 8,476 $ 8,900 $ 9,345 $ 9,812 7243 Librarian I $ 6,716 $ 7,052 $ 7,404 $ 7,775 $ 8,163 7244 Librarian II $ 7,055 $ 7,408 $ 7,778 $ 8,167 $ 8,575 2404 Library Aide $ 3,219 $ 3,380 $ 3,549 $ 3,727 $ 3,913 7246 Library Assistant I $ 4,422 $ 4,643 $ 4,875 $ 5,119 $ 5,375 7247 Library Assistant II $ 5,001 $ 5,251 $ 5,513 $ 5,789 $ 6,079 2405 Library Tech Services Supervisor $ 6,394 $ 6,714 $ 7,049 $ 7,402 $ 7,772 City of San Rafael

SEIU - SALARY SCHEDULE
Effective July 1, 2024
7292 Literacy Program Supervisor $ 7,783 $ 8,173 $ 8,581 $ 9,010 $ 9,461 7249 Mail and Stores Clerk $ 4,384 $ 4,603 $ 4,833 $ 5,075 $ 5,329 7255 Network Analyst $ 7,340 $ 7,707 $ 8,092 $ 8,497 $ 8,922 7274 Network Support Technician $ 5,614 $ 5,895 $ 6,190 $ 6,499 $ 6,824 7285 Office Assistant I $ 4,175 $ 4,383 $ 4,603 $ 4,833 $ 5,074 7284 Office Assistant II $ 4,716 $ 4,952 $ 5,199 $ 5,459 $ 5,732 7256 Park Equipment Mechanic $ 6,356 $ 6,674 $ 7,008 $ 7,358 $ 7,726 7257 Parking Attendant I $ 2,390 $ 2,509 $ 2,635 $ 2,767 $ 2,905 7275 Parking Attendant II $ 2,632 $ 2,764 $ 2,902 $ 3,047 $ 3,199 6208 Parking Enforcement Officer $ 5,830 $ 6,122 $ 6,428 $ 6,749 $ 7,087 6212 Parking Equipment Technician $ 5,625 $ 5,906 $ 6,201 $ 6,512 $ 6,837 6209 Parking Maintenance & Collections $ 5,625 $ 5,906 $ 6,201 $ 6,511 $ 6,837 6211 Parking Operations Supervisor $ 7,733 $ 8,119 $ 8,525 $ 8,951 $ 9,399 7258 Parks & Graffitti Worker $ 5,102 $ 5,357 $ 5,625 $ 5,906 $ 6,201 2123 Parks Lead Maintenance Worker $ 6,513 $ 6,838 $ 7,180 $ 7,539 $ 7,916 7271 Parks Maintenance Supervisor $ 7,733 $ 8,119 $ 8,525 $ 8,952 $ 9,399 7236 Parks Maintenance Worker I $ 5,357 $ 5,625 $ 5,906 $ 6,202 $ 6,512 7238 Parks Maintenance Worker II $ 5,625 $ 5,906 $ 6,202 $ 6,512 $ 6,837 7296 Permit Services Coordinator $ 7,755 $ 8,143 $ 8,550 $ 8,978 $ 9,426 7396 Permit Services Supervisor $ 8,725 $ 9,161 $ 9,620 $ 10,101 $ 10,606 7196 Permit Technician I $ 5,381 $ 5,650 $ 5,933 $ 6,229 $ 6,541 7197 Permit Technician II $ 5,919 $ 6,215 $ 6,525 $ 6,852 $ 7,194 7198 Permit Technician III $ 6,511 $ 6,836 $ 7,178 $ 7,537 $ 7,914 7261 Planning Technician $ 5,614 $ 5,895 $ 6,190 $ 6,499 $ 6,824 9453 Principal Planner $ 10,378 $ 10,897 $ 11,442 $ 12,014 $ 12,614 7234 Printing Press Operator $ 5,459 $ 5,732 $ 6,018 $ 6,319 $ 6,635 7305 Program Analyst $ 6,967 $ 7,315 $ 7,681 $ 8,065 $ 8,468 1201 Program Coordinator $ 5,900 $ 6,195 $ 6,505 $ 6,830 $ 7,171 7290 Public Works Dispatcher $ 5,625 $ 5,906 $ 6,202 $ 6,512 $ 6,837 7253 Public Works Inspector $ 6,433 $ 6,755 $ 7,092 $ 7,447 $ 7,819 7263 Revenue Supervisor $ 8,574 $ 9,002 $ 9,453 $ 9,925 $ 10,421 2309 Senior Building Inspector $ 8,528 $ 8,955 $ 9,403 $ 9,873 $ 10,366 7265 Senior Library Assistant $ 5,252 $ 5,514 $ 5,790 $ 6,079 $ 6,383 7264 Senior Planner $ 8,972 $ 9,421 $ 9,892 $ 10,387 $ 10,906 2204 Sewer Lead Maintenance Worker $ 7,182 $ 7,541 $ 7,918 $ 8,314 $ 8,729 7266 Sewer Maintenance Worker I $ 5,764 $ 6,052 $ 6,355 $ 6,672 $ 7,006 7267 Sewer Maintenance Worker II $ 6,203 $ 6,513 $ 6,839 $ 7,180 $ 7,539 7281 Sewers Supervisor $ 8,118 $ 8,524 $ 8,950 $ 9,398 $ 9,868 7269 Shop & Equipment Supervisor $ 7,733 $ 8,120 $ 8,525 $ 8,952 $ 9,399 7280 Street Lead Maintenance Worker $ 6,513 $ 6,838 $ 7,180 $ 7,539 $ 7,916 7209 Street Maintenance Supervisor $ 7,733 $ 8,119 $ 8,525 $ 8,952 $ 9,399 7250 Street Maintenance Worker I $ 5,357 $ 5,625 $ 5,906 $ 6,202 $ 6,512 7251 Street Maintenance Worker II $ 5,625 $ 5,906 $ 6,202 $ 6,512 $ 6,837 7283 Street Sweeper Operator $ 5,906 $ 6,202 $ 6,512 $ 6,837 $ 7,179 8523 Supervising Parking Enforcement Officer $ 6,557 $ 6,885 $ 7,229 $ 7,590 $ 7,970 7288 Supervising Vehicle/Equipment Mechanic $ 6,841 $ 7,183 $ 7,542 $ 7,919 $ 8,315 7286 Vehicle/Equipment Mechanic I $ 5,764 $ 6,052 $ 6,355 $ 6,673 $ 7,006 7287 Vehicle/Equipment Mechanic II $ 6,356 $ 6,674 $ 7,008 $ 7,358 $ 7,726 2131 Volunteer Program Assistant $ 5,689 $ 5,973 $ 6,272 $ 6,586 $ 6,915 Grade Position A B C D E
7241 Accountant I $ 6,989 $ 7,338 $ 7,705 $ 8,090 $ 8,495 7240 Accountant II $ 7,339 $ 7,706 $ 8,091 $ 8,496 $ 8,920 7200 Accounting Assistant I $ 5,090 $ 5,345 $ 5,612 $ 5,893 $ 6,187 7201 Accounting Assistant II $ 5,607 $ 5,887 $ 6,182 $ 6,491 $ 6,815 7300 Senior Accounting Assistant $ 6,182 $ 6,491 $ 6,815 $ 7,156 $ 7,514 7299 Accounting Technician $ 6,991 $ 7,340 $ 7,707 $ 8,093 $ 8,497 7205 Administrative Analyst $ 6,606 $ 6,936 $ 7,283 $ 7,647 $ 8,030 7211 Administrative Assistant I $ 5,276 $ 5,540 $ 5,817 $ 6,108 $ 6,413 7212 Administrative Assistant II $ 5,817 $ 6,108 $ 6,414 $ 6,734 $ 7,071 7295 Senior Administrative Assistant $ 6,264 $ 6,577 $ 6,906 $ 7,251 $ 7,614 7216 Administrative Assistant to the City Clerk $ 6,264 $ 6,577 $ 6,906 $ 7,251 $ 7,614 7210 Assistant Planner $ 7,472 $ 7,845 $ 8,238 $ 8,650 $ 9,082 7208 Associate Planner $ 8,246 $ 8,658 $ 9,091 $ 9,546 $ 10,023 7217 Building Inspector I $ 6,771 $ 7,109 $ 7,465 $ 7,838 $ 8,230 7218 Building Inspector II $ 7,472 $ 7,845 $ 8,238 $ 8,650 $ 9,082 7220 Business License Examiner $ 5,886 $ 6,181 $ 6,490 $ 6,814 $ 7,155 9352 Child Care Supervisor $ 5,346 $ 5,613 $ 5,893 $ 6,188 $ 6,498 9351 Child Care Instructor I $ 2,989 $ 3,138 $ 3,295 $ 3,460 $ 3,633 9350 Child Care Instructor II $ 3,837 $ 4,028 $ 4,230 $ 4,441 $ 4,663 7222 Code Enforcement Official I $ 5,424 $ 5,695 $ 5,980 $ 6,279 $ 6,593 7223 Code Enforcement Official II $ 5,985 $ 6,284 $ 6,598 $ 6,928 $ 7,275 7380 Code Enforcement Official III $ 7,108 $ 7,463 $ 7,837 $ 8,228 $ 8,640 2119 Construction Inspector - SRSD $ 7,359 $ 7,727 $ 8,114 $ 8,519 $ 8,945 7224 Custodian $ 5,052 $ 5,304 $ 5,569 $ 5,848 $ 6,140
4210 Data Analyst I $ 7,632 $ 8,014 $ 8,415 $ 8,835 $ 9,277 4211 Data Analyst II $ 8,396 $ 8,815 $ 9,256 $ 9,719 $ 10,205 4212 Data Analyst III $ 9,235 $ 9,697 $ 10,182 $ 10,691 $ 11,225 7226 Deputy City Clerk I $ 6,421 $ 6,742 $ 7,079 $ 7,433 $ 7,805 3702 Deputy City Clerk II $ 7,805 $ 8,195 $ 8,604 $ 9,034 $ 9,486 7120 Emergency Management Coordinator $ 6,118 $ 6,424 $ 6,745 $ 7,083 $ 7,437 7121 Environmental Management Coordinator $ 6,118 $ 6,424 $ 6,745 $ 7,083 $ 7,437 7232 Facility Repair Supervisor $ 8,042 $ 8,444 $ 8,866 $ 9,310 $ 9,775 7291 Facility Repair Worker I $ 5,707 $ 5,992 $ 6,292 $ 6,606 $ 6,937 7233 Facility Repair Worker II $ 6,294 $ 6,608 $ 6,939 $ 7,286 $ 7,650 7294 Facility Repair Worker III $ 6,773 $ 7,112 $ 7,468 $ 7,841 $ 8,233 7108 Fire Prevention Inspector I $ 8,556 $ 8,983 $ 9,433 $ 9,904 $ 10,399 7107 Fire Prevention Inspector II $ 9,432 $ 9,903 $ 10,398 $ 10,918 $ 11,464 7298 IT Help Desk Supervisor $ 8,396 $ 8,815 $ 9,256 $ 9,719 $ 10,205 7243 Librarian I $ 7,119 $ 7,475 $ 7,849 $ 8,241 $ 8,653 7244 Librarian II $ 7,478 $ 7,852 $ 8,245 $ 8,657 $ 9,090 2404 Library Aide $ 3,412 $ 3,583 $ 3,762 $ 3,950 $ 4,148 7246 Library Assistant I $ 4,687 $ 4,922 $ 5,168 $ 5,426 $ 5,698 7247 Library Assistant II $ 5,301 $ 5,566 $ 5,844 $ 6,137 $ 6,443 2405 Library Tech Services Supervisor $ 6,778 $ 7,116 $ 7,472 $ 7,846 $ 8,238 City of San Rafael

SEIU - SALARY SCHEDULE
Effective July 1, 2025
7292 Literacy Program Supervisor $ 8,250 $ 8,663 $ 9,096 $ 9,551 $ 10,028 7249 Mail and Stores Clerk $ 4,559 $ 4,787 $ 5,027 $ 5,278 $ 5,542 7255 Network Analyst $ 7,634 $ 8,015 $ 8,416 $ 8,837 $ 9,279 7274 Network Support Technician $ 5,839 $ 6,131 $ 6,437 $ 6,759 $ 7,097 7285 Office Assistant I $ 4,342 $ 4,559 $ 4,787 $ 5,026 $ 5,277 7284 Office Assistant II $ 4,905 $ 5,150 $ 5,407 $ 5,678 $ 5,962 7256 Park Equipment Mechanic $ 6,611 $ 6,941 $ 7,288 $ 7,653 $ 8,035 7257 Parking Attendant I $ 2,486 $ 2,610 $ 2,740 $ 2,877 $ 3,021 7275 Parking Attendant II $ 2,737 $ 2,874 $ 3,018 $ 3,169 $ 3,327 6208 Parking Enforcement Officer $ 6,064 $ 6,367 $ 6,685 $ 7,019 $ 7,370 6212 Parking Equipment Technician $ 5,850 $ 6,142 $ 6,450 $ 6,772 $ 7,111 6209 Parking Maintenance & Collections $ 5,850 $ 6,142 $ 6,449 $ 6,772 $ 7,110 6211 Parking Operations Supervisor $ 8,042 $ 8,444 $ 8,866 $ 9,310 $ 9,775 7258 Parks & Graffitti Worker $ 5,306 $ 5,571 $ 5,850 $ 6,142 $ 6,449 2123 Parks Lead Maintenance Worker $ 6,773 $ 7,112 $ 7,468 $ 7,841 $ 8,233 7271 Parks Maintenance Supervisor $ 8,042 $ 8,444 $ 8,866 $ 9,310 $ 9,775 7236 Parks Maintenance Worker I $ 5,572 $ 5,850 $ 6,143 $ 6,450 $ 6,772 7238 Parks Maintenance Worker II $ 5,850 $ 6,143 $ 6,450 $ 6,772 $ 7,111 7296 Permit Services Coordinator $ 8,065 $ 8,469 $ 8,892 $ 9,337 $ 9,804 7396 Permit Services Supervisor $ 9,074 $ 9,528 $ 10,004 $ 10,505 $ 11,030 7196 Permit Technician I $ 5,596 $ 5,876 $ 6,170 $ 6,478 $ 6,802 7197 Permit Technician II $ 6,155 $ 6,463 $ 6,786 $ 7,126 $ 7,482 7198 Permit Technician III $ 6,771 $ 7,110 $ 7,465 $ 7,839 $ 8,231 7261 Planning Technician $ 5,839 $ 6,131 $ 6,437 $ 6,759 $ 7,097 9453 Principal Planner $ 10,793 $ 11,333 $ 11,899 $ 12,494 $ 13,119 7234 Printing Press Operator $ 5,677 $ 5,961 $ 6,259 $ 6,572 $ 6,901 7305 Program Analyst $ 7,246 $ 7,608 $ 7,988 $ 8,388 $ 8,807 1201 Program Coordinator $ 6,136 $ 6,443 $ 6,765 $ 7,103 $ 7,458 7290 Public Works Dispatcher $ 5,850 $ 6,143 $ 6,450 $ 6,772 $ 7,111 7253 Public Works Inspector $ 6,690 $ 7,025 $ 7,376 $ 7,745 $ 8,132 7263 Revenue Supervisor $ 8,917 $ 9,363 $ 9,831 $ 10,322 $ 10,838 2309 Senior Building Inspector $ 8,870 $ 9,313 $ 9,779 $ 10,268 $ 10,781 7265 Senior Library Assistant $ 5,567 $ 5,845 $ 6,137 $ 6,444 $ 6,766 7264 Senior Planner $ 9,331 $ 9,798 $ 10,288 $ 10,802 $ 11,342 2204 Sewer Lead Maintenance Worker $ 7,469 $ 7,842 $ 8,234 $ 8,646 $ 9,078 7266 Sewer Maintenance Worker I $ 5,994 $ 6,294 $ 6,609 $ 6,939 $ 7,286 7267 Sewer Maintenance Worker II $ 6,451 $ 6,773 $ 7,112 $ 7,468 $ 7,841 7281 Sewers Supervisor $ 8,443 $ 8,865 $ 9,308 $ 9,774 $ 10,263 7269 Shop & Equipment Supervisor $ 8,042 $ 8,444 $ 8,867 $ 9,310 $ 9,775 7280 Street Lead Maintenance Worker $ 6,773 $ 7,112 $ 7,468 $ 7,841 $ 8,233 7209 Street Maintenance Supervisor $ 8,042 $ 8,444 $ 8,866 $ 9,310 $ 9,775 7250 Street Maintenance Worker I $ 5,572 $ 5,850 $ 6,143 $ 6,450 $ 6,772 7251 Street Maintenance Worker II $ 5,850 $ 6,143 $ 6,450 $ 6,772 $ 7,111 7283 Street Sweeper Operator $ 6,143 $ 6,450 $ 6,772 $ 7,111 $ 7,466 8523 Supervising Parking Enforcement Officer $ 6,819 $ 7,160 $ 7,518 $ 7,894 $ 8,289 7288 Supervising Vehicle/Equipment Mechanic $ 7,114 $ 7,470 $ 7,843 $ 8,236 $ 8,647 7286 Vehicle/Equipment Mechanic I $ 5,995 $ 6,294 $ 6,609 $ 6,939 $ 7,286 7287 Vehicle/Equipment Mechanic II $ 6,610 $ 6,941 $ 7,288 $ 7,652 $ 8,035 2131 Volunteer Program Assistant $ 5,917 $ 6,212 $ 6,523 $ 6,849 $ 7,192 Grade Position A B C D E
7241 Accountant I $ 7,268 $ 7,632 $ 8,013 $ 8,414 $ 8,835 7240 Accountant II $ 7,632 $ 8,014 $ 8,415 $ 8,835 $ 9,277 7200 Accounting Assistant I $ 5,294 $ 5,559 $ 5,837 $ 6,128 $ 6,435 7201 Accounting Assistant II $ 5,831 $ 6,123 $ 6,429 $ 6,750 $ 7,088 7300 Senior Accounting Assistant $ 6,429 $ 6,751 $ 7,088 $ 7,442 $ 7,815 7299 Accounting Technician $ 7,271 $ 7,634 $ 8,016 $ 8,417 $ 8,837 7205 Administrative Analyst $ 6,870 $ 7,214 $ 7,575 $ 7,953 $ 8,351 7211 Administrative Assistant I $ 5,487 $ 5,761 $ 6,050 $ 6,352 $ 6,670 7212 Administrative Assistant II $ 6,050 $ 6,352 $ 6,670 $ 7,004 $ 7,354 7295 Senior Administrative Assistant $ 6,515 $ 6,840 $ 7,182 $ 7,541 $ 7,918 7216 Administrative Assistant to the City Clerk $ 6,515 $ 6,840 $ 7,182 $ 7,541 $ 7,918 7210 Assistant Planner $ 7,771 $ 8,159 $ 8,567 $ 8,995 $ 9,445 7208 Associate Planner $ 8,576 $ 9,005 $ 9,455 $ 9,927 $ 10,424 7217 Building Inspector I $ 7,042 $ 7,394 $ 7,763 $ 8,151 $ 8,559 7218 Building Inspector II $ 7,771 $ 8,159 $ 8,567 $ 8,996 $ 9,445 7220 Business License Examiner $ 6,122 $ 6,428 $ 6,749 $ 7,087 $ 7,441 9352 Child Care Supervisor $ 5,666 $ 5,950 $ 6,247 $ 6,559 $ 6,887 9351 Child Care Instructor I $ 3,168 $ 3,326 $ 3,493 $ 3,667 $ 3,851 9350 Child Care Instructor II $ 4,067 $ 4,270 $ 4,484 $ 4,708 $ 4,943 7222 Code Enforcement Official I $ 5,641 $ 5,923 $ 6,219 $ 6,530 $ 6,857 7223 Code Enforcement Official II $ 6,224 $ 6,536 $ 6,862 $ 7,206 $ 7,566 7380 Code Enforcement Official III $ 7,392 $ 7,762 $ 8,150 $ 8,557 $ 8,985 2119 Construction Inspector - SRSD $ 7,654 $ 8,036 $ 8,438 $ 8,860 $ 9,303 7224 Custodian $ 5,254 $ 5,516 $ 5,792 $ 6,082 $ 6,386
4210 Data Analyst I $ 7,938 $ 8,334 $ 8,751 $ 9,189 $ 9,648 4211 Data Analyst II $ 8,731 $ 9,168 $ 9,626 $ 10,108 $ 10,613 4212 Data Analyst III $ 9,604 $ 10,085 $ 10,589 $ 11,118 $ 11,674 7226 Deputy City Clerk I $ 6,678 $ 7,012 $ 7,363 $ 7,731 $ 8,117 3702 Deputy City Clerk II $ 8,117 $ 8,522 $ 8,948 $ 9,396 $ 9,866 7120 Emergency Management Coordinator $ 6,363 $ 6,681 $ 7,015 $ 7,366 $ 7,734 7121 Environmental Management Coordinator $ 6,363 $ 6,681 $ 7,015 $ 7,366 $ 7,734 7232 Facility Repair Supervisor $ 8,364 $ 8,782 $ 9,221 $ 9,682 $ 10,166 7291 Facility Repair Worker I $ 5,935 $ 6,232 $ 6,543 $ 6,871 $ 7,214 7233 Facility Repair Worker II $ 6,546 $ 6,873 $ 7,216 $ 7,577 $ 7,956 7294 Facility Repair Worker III $ 7,044 $ 7,396 $ 7,766 $ 8,155 $ 8,562 7108 Fire Prevention Inspector I $ 8,898 $ 9,343 $ 9,810 $ 10,300 $ 10,815 7107 Fire Prevention Inspector II $ 9,809 $ 10,299 $ 10,814 $ 11,355 $ 11,923 7298 IT Help Desk Supervisor $ 8,732 $ 9,168 $ 9,626 $ 10,108 $ 10,613 7243 Librarian I $ 7,546 $ 7,923 $ 8,320 $ 8,736 $ 9,172 7244 Librarian II $ 7,927 $ 8,323 $ 8,739 $ 9,176 $ 9,635 2404 Library Aide $ 3,617 $ 3,798 $ 3,988 $ 4,187 $ 4,397 7246 Library Assistant I $ 4,969 $ 5,217 $ 5,478 $ 5,752 $ 6,039 7247 Library Assistant II $ 5,619 $ 5,900 $ 6,195 $ 6,505 $ 6,830 2405 Library Tech Services Supervisor $ 7,184 $ 7,543 $ 7,921 $ 8,317 $ 8,732 City of San Rafael

SEIU - SALARY SCHEDULE
Effective July 1, 2026
7292 Literacy Program Supervisor $ 8,745 $ 9,183 $ 9,642 $ 10,124 $ 10,630 7249 Mail and Stores Clerk $ 4,742 $ 4,979 $ 5,228 $ 5,489 $ 5,764 7255 Network Analyst $ 7,939 $ 8,336 $ 8,753 $ 9,190 $ 9,650 7274 Network Support Technician $ 6,072 $ 6,376 $ 6,695 $ 7,030 $ 7,381 7285 Office Assistant I $ 4,515 $ 4,741 $ 4,978 $ 5,227 $ 5,488 7284 Office Assistant II $ 5,101 $ 5,356 $ 5,624 $ 5,905 $ 6,200 7256 Park Equipment Mechanic $ 6,875 $ 7,219 $ 7,580 $ 7,959 $ 8,357 7257 Parking Attendant I $ 2,585 $ 2,714 $ 2,850 $ 2,992 $ 3,142 7275 Parking Attendant II $ 2,847 $ 2,989 $ 3,139 $ 3,296 $ 3,460 6208 Parking Enforcement Officer $ 6,306 $ 6,622 $ 6,953 $ 7,300 $ 7,665 6212 Parking Equipment Technician $ 6,084 $ 6,388 $ 6,707 $ 7,043 $ 7,395 6209 Parking Maintenance & Collections $ 6,084 $ 6,388 $ 6,707 $ 7,043 $ 7,395 6211 Parking Operations Supervisor $ 8,364 $ 8,782 $ 9,221 $ 9,682 $ 10,166 7258 Parks & Graffitti Worker $ 5,518 $ 5,794 $ 6,084 $ 6,388 $ 6,707 2123 Parks Lead Maintenance Worker $ 7,044 $ 7,396 $ 7,766 $ 8,155 $ 8,562 7271 Parks Maintenance Supervisor $ 8,364 $ 8,782 $ 9,221 $ 9,682 $ 10,166 7236 Parks Maintenance Worker I $ 5,794 $ 6,084 $ 6,388 $ 6,708 $ 7,043 7238 Parks Maintenance Worker II $ 6,084 $ 6,388 $ 6,708 $ 7,043 $ 7,395 7296 Permit Services Coordinator $ 8,388 $ 8,807 $ 9,248 $ 9,710 $ 10,196 7396 Permit Services Supervisor $ 9,437 $ 9,909 $ 10,404 $ 10,925 $ 11,471 7196 Permit Technician I $ 5,820 $ 6,111 $ 6,417 $ 6,737 $ 7,074 7197 Permit Technician II $ 6,402 $ 6,722 $ 7,058 $ 7,411 $ 7,781 7198 Permit Technician III $ 7,042 $ 7,394 $ 7,764 $ 8,152 $ 8,560 7261 Planning Technician $ 6,072 $ 6,376 $ 6,695 $ 7,030 $ 7,381 9453 Principal Planner $ 11,225 $ 11,786 $ 12,375 $ 12,994 $ 13,644 7234 Printing Press Operator $ 5,904 $ 6,199 $ 6,509 $ 6,835 $ 7,177 7305 Program Analyst $ 7,535 $ 7,912 $ 8,308 $ 8,723 $ 9,159 1201 Program Coordinator $ 6,381 $ 6,700 $ 7,035 $ 7,387 $ 7,756 7290 Public Works Dispatcher $ 6,084 $ 6,388 $ 6,708 $ 7,043 $ 7,395 7253 Public Works Inspector $ 6,958 $ 7,306 $ 7,671 $ 8,055 $ 8,458 7263 Revenue Supervisor $ 9,273 $ 9,737 $ 10,224 $ 10,735 $ 11,272 2309 Senior Building Inspector $ 9,224 $ 9,686 $ 10,170 $ 10,678 $ 11,212 7265 Senior Library Assistant $ 5,901 $ 6,196 $ 6,506 $ 6,831 $ 7,172 7264 Senior Planner $ 9,704 $ 10,190 $ 10,699 $ 11,234 $ 11,796 2204 Sewer Lead Maintenance Worker $ 7,768 $ 8,156 $ 8,564 $ 8,992 $ 9,442 7266 Sewer Maintenance Worker I $ 6,234 $ 6,546 $ 6,873 $ 7,217 $ 7,578 7267 Sewer Maintenance Worker II $ 6,709 $ 7,044 $ 7,397 $ 7,766 $ 8,155 7281 Sewers Supervisor $ 8,781 $ 9,220 $ 9,681 $ 10,165 $ 10,673 7269 Shop & Equipment Supervisor $ 8,364 $ 8,782 $ 9,221 $ 9,682 $ 10,166 7280 Street Lead Maintenance Worker $ 7,044 $ 7,396 $ 7,766 $ 8,155 $ 8,562 7209 Street Maintenance Supervisor $ 8,364 $ 8,782 $ 9,221 $ 9,682 $ 10,166 7250 Street Maintenance Worker I $ 5,794 $ 6,084 $ 6,388 $ 6,708 $ 7,043 7251 Street Maintenance Worker II $ 6,084 $ 6,388 $ 6,708 $ 7,043 $ 7,395 7283 Street Sweeper Operator $ 6,388 $ 6,708 $ 7,043 $ 7,395 $ 7,765 8523 Supervising Parking Enforcement Officer $ 7,092 $ 7,446 $ 7,819 $ 8,210 $ 8,620 7288 Supervising Vehicle/Equipment Mechanic $ 7,399 $ 7,769 $ 8,157 $ 8,565 $ 8,993 7286 Vehicle/Equipment Mechanic I $ 6,234 $ 6,546 $ 6,873 $ 7,217 $ 7,578 7287 Vehicle/Equipment Mechanic II $ 6,875 $ 7,219 $ 7,580 $ 7,959 $ 8,356 2131 Volunteer Program Assistant $ 6,153 $ 6,461 $ 6,784 $ 7,123 $ 7,479 Grade Position A B C D E
7315 Accounting Manager $ 10,785 $ 11,324 $ 11,891 $ 12,485 $ 13,109 1105 Deputy City Attorney I $ 11,504 $ 12,079 $ 12,683 $ 13,317 $ 13,983 1109 Deputy City Attorney II $ 12,683 $ 13,318 $ 13,983 $ 14,683 $ 15,417 7127 Deputy Fire Chief $ 15,689 $ 16,474 $ 17,298 $ 18,162 $ 19,071 2107 Human Resources Operations Manager $ 10,463 $ 10,986 $ 11,536 $ 12,113 $ 12,718 2143 Principal Human Resources Analyst $ 10,463 $ 10,986 $ 11,536 $ 12,113 $ 12,718 TBD Senior Human Resources Analyst $ 9,982 $ 10,481 $ 11,005 $ 11,555 $ 12,133

SAN RAFAEL UNREPRESENTED MID-MANAGEMENT

SALARY SCHEDULE
Effective July 1, 2024
Grade Position A B C D E
7315 Accounting Manager $ 11,432 $ 12,004 $ 12,604 $ 13,234 $ 13,896 1105 Deputy City Attorney I $ 12,136 $ 12,743 $ 13,380 $ 14,049 $ 14,752 1109 Deputy City Attorney II $ 13,381 $ 14,050 $ 14,753 $ 15,490 $ 16,265 7127 Deputy Fire Chief $ 16,788 $ 17,627 $ 18,508 $ 19,434 $ 20,406 2107 Human Resources Operations Manager $ 11,091 $ 11,646 $ 12,228 $ 12,839 $ 13,481 2143 Principal Human Resources Analyst $ 11,091 $ 11,646 $ 12,228 $ 12,839 $ 13,481 TBD Senior Human Resources Analyst $ 10,431 $ 10,953 $ 11,500 $ 12,075 $ 12,679

SAN RAFAEL UNREPRESENTED MID-MANAGEMENT

SALARY SCHEDULE
Effective July 1, 2025
Grade Position A B C D E
7315 Accounting Manager $ 12,118 $ 12,724 $ 13,360 $ 14,028 $ 14,730 1105 Deputy City Attorney I $ 12,743 $ 13,380 $ 14,049 $ 14,752 $ 15,489 1109 Deputy City Attorney II $ 14,050 $ 14,753 $ 15,490 $ 16,265 $ 17,078 7127 Deputy Fire Chief $ 17,963 $ 18,861 $ 19,804 $ 20,794 $ 21,834 2107 Human Resources Operations Manager $ 11,757 $ 12,344 $ 12,962 $ 13,610 $ 14,290 2143 Principal Human Resources Analyst $ 11,757 $ 12,344 $ 12,962 $ 13,610 $ 14,290 TBD Senior Human Resources Analyst $ 10,848 $ 11,391 $ 11,960 $ 12,558 $ 13,186

SAN RAFAEL UNREPRESENTED MID-MANAGEMENT

SALARY SCHEDULE
Effective July 1, 2026
RESOLUTION NO.

AMENDED RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL

ESTABLISHING THE COMPENSATION AND WORKING CONDITIONS FOR UNREPRESENTED

MID-MANAGEMENT EMPLOYEES
(July 1, 2024 through June 30, 2027)

1. MID-MANAGEMENT EMPLOYEES
The Mid-Management Employees of the City of San Rafael are the Mid-Management Job Class Titles (“Mid-Managers”) enumerated in Exhibit A, attached hereto and incorporated herein. This Resolution shall constitute the compensation and conditions of employment for Unrepresented Mid-Managers for the period from July 1, 2024 through June 30, 2027.

2. SALARY AND COMPENSATION GOALS
A. GOALS AND COMPENSATION DEFINITIONS
It is the goal of the City Council to try to achieve a total compensation package for all Mid-Managers that is competitive compared to similar cities in our labor market. The survey cities are Fairfield, Hayward, San Leandro, South San Francisco, Alameda, Napa, Novato and Santa Rosa. The Council’s goal is to attract and retain the most qualified Mid-Managers in accordance with the City’s ability to pay.

Total Compensation for survey purposes shall be defined as: Top step salary (excluding longevity pay steps), educational incentive pay, holiday pay, uniform allowance, employer paid deferred compensation (except for such portion that may be part of employee cafeteria plan), employer’s contribution towards employees’ share of retirement, employer’s retirement contribution, employer paid contributions toward insurance premiums for health, life, long term disability, dental and vision plans, management allowance, and employer paid cafeteria/flexible spending accounts.

B. COMPENSATION SURVEYS
In order to measure progress towards the above-stated goal, the City shall survey Mid-Management positions in the final year of the Resolution in advance of discussions regarding a successor Resolution.

Identified positions from other agencies include positions that are filled as well as those that may be unfilled, so long as the position is identified by the survey agency as being on the salary schedule and having a job class description. Other city/agency positions are established as benchmark positions in San Rafael's compensation survey based upon similar work and similar job requirements.

The City shall review the survey data for accuracy and completeness. The City shall provide the survey data to all Mid-Managers. During the term of this Resolution, Mid-Managers agree to work with the City to identify and implement a new benchmark strategy such as an alignment of Mid-Manager salaries with the respective department director.

C. SALARY INCREASES
Individual classification salary increase percentages depend on the labor market adjustment applied to each position. The salary schedule included with this salary resolution authorizes the proposed new salary for each position.

3. INSURANCE
Health & Dental Insurance benefits are prorated for part-time employees in accordance with the percentage of full-time work schedule. Domestic partners who are registered with the Secretary of State and same-sex spouses are considered dependents under these benefits. Pertinent taxes will be 2 applied to coverage provided to registered domestic partners and same sex spouses as required by federal and state laws.

A. HEALTH INSURANCE

1. Health Insurance for Active Employees. Effective January 1, 2009, the City implemented a full flex cafeteria plan for active employees, in accordance with IRS Code Section 125. Active employees participating in the City’s full flex cafeteria plan shall receive a monthly flex dollar allowance to purchase benefits under the full flex cafeteria plan.

The monthly flex dollar allowance effective the paycheck of July 1, 2024 shall be:

For employee only: $ 735.86
For employee and one dependent: $1,471.71
For employee and two or more dependents: $1,913.24
The monthly flex dollar allowance effective the paycheck of December 15, 2024, shall be:

For employee only: $ 950.00
For employee and one dependent: $ 1,900.00
For employee and two or more dependents: $ 2,400.00
Effective December 15, 2025, and December 15, 2026, the flex dollar allowances shall increase on the December 15th paycheck up to a maximum of five percent (5.0%) on an annual basis. If the Kaiser Bay Area premium rate increase is less than five percent (5.0%), the flex dollar allowance shall only increase the amount of the Kaiser Bay Area premium increase. In the event that the Kaiser Bay Area premium rate increase for the upcoming calendar year exceeds ten percent (10%) and is less than fifteen percent (15%), the City and the employee will split the cost of the increase above ten percent (10%) evenly; each paying 50% of the dollar value of the increase between 10-15%.

Upon the expiration of this resolution, the flex dollar allowances shall increase on the December 15th paycheck of each subsequent year up to a maximum of three percent (3%) on an annual basis, based on but not to exceed the Kaiser Bay Area premium rate increase for the upcoming calendar year.

The City shall contribute to the cost of medical coverage for each eligible employee and his/her dependents, an amount not to exceed the California Public Employees’ Medical and Hospital Care Act (PEMHCA) contribution, as determined by CalPERS on an annual basis. This portion of the monthly flex dollar allowance is identified as the City’s contribution towards PEMHCA.

The balance of the monthly flex dollar allowance (after the PEMHCA minimum contribution) may be used in accordance with the terms of the cafeteria plan to purchase health benefits.

Conditional Opt-Out Payment: An employee may elect to waive the City’s health insurance coverage and receive the value of the Employee Only contribution as a monthly Opt-Out payment in accordance with the terms of the cafeteria plan, and the Affordable Care Act, if the employee complies with the following conditions:
1) The employee certifies that the employee and all individuals in the employee’s tax family for whom coverage is waived, have alternative Minimum Essential Coverage as defined by the Patient Protection and Affordable Care Act through a provider other than a federal marketplace, a state exchange, or an individual policy. 2) During the City’s annual open enrollment period, the employee must complete an annual written attestation confirming that the employee and the other members of the employee’s tax family are enrolled in alternative Minimum Essential Coverage. The employee agrees to notify the City no later than 30 days if the employee or other member(s) of the 3 employee’s tax family lose coverage under the alternative Minimum Essential Coverage Plan.
3) The employee understands that the City is legally required to immediately stop conditional opt-out payments if the City learns that the employee and/or members of the employee’s family do not have the alternative Minimal Essential Coverage.

The City reserves the right to modify at any time, the amount an employee is eligible to receive under this paragraph, if required by IRS Cafeteria Plan regulations, other legislation or Federal and/or California agency guidance.

Miscellaneous Allowance for Employees hired on or before January 1, 2009:

The City shall pay to employees hired on or before January 1, 2009, a miscellaneous allowance in an amount equivalent to the difference between the employee’s benefit election for coverage under PEMHCA and their flex dollar allowance, if their benefit election under PEMHCA exceeds their flex dollar allowance. The miscellaneous allowance shall be treated as income. An employee may use the miscellaneous allowance to pay for health coverage on a pre-tax basis as defined under the City’s Cafeteria plan.

2. Health Insurance for Retirees
MID-MANAGERS HIRED PRIOR TO APRIL 1, 2007
a. For Mid-Managers who retired before December 1, 2001, the City’s contribution to retiree medical premiums shall be the PEMHCA minimum contribution as designated by PEMHCA on an annual basis.

Longevity Payments: The City shall make a longevity payment equivalent to the difference between the PEMHCA minimum contribution and the premium cost of coverage for the retiree, the retiree’s spouse/registered domestic partner and/or qualified dependent children (as defined by PEMHCA) up to $442 per month. The City‘s longevity contribution shall remain in effect during the lifetime of the Mid-Manager and Mid-Manager’s spouse/registered domestic partner or surviving spouse/registered domestic partner. b. Mid-Managers who retired on or after December 1, 2001 from the Marin County Employees Retirement Association (MCERA) within 120 days of leaving their City of San Rafael MidManagement position (and who comply with the appropriate retirement provisions under the MCERA laws and regulations) are eligible to receive upon retirement the PEMHCA minimum contribution as designated by PEMHCA on an annual basis.

Longevity Payments: The City shall make a longevity payment equivalent to the difference between the PEMHCA minimum contribution and the premium cost of coverage for the retiree, the retiree’s spouse/registered domestic partner and/or qualified dependent children (as defined by PEMHCA) capped at the contribution the City makes towards the health coverage of active Mid-Manager employees. The City‘s longevity contribution shall remain in effect during the lifetime of the Mid-Manager and Mid-Manager’s spouse/registered domestic partner or surviving spouse/registered domestic partner.

As described in this subsection, the City shall reimburse retired Mid-Managers and their spouses or registered domestic partners the Medicare Part B standard premium amount as determined by the Centers of Medicare and Medicaid Services (CMS) on an annual basis.

To initiate reimbursement, retirees must submit proof of payment of the Medicare Part B premiums to the Human Resources Department. If the Medicare Part B is deducted from social security, the retiree/spouse/domestic partner may submit a copy of the social security check, the Medicare Part B bill, or other relevant documentation. Reimbursements will be processed on a quarterly basis. This reimbursement shall remain in effect for the retired 4 Mid-Manager’s life and that of the retired Mid-Manager’s spouse/registered domestic partner or surviving spouse/registered domestic partner.

MID-MANAGERS HIRED ON OR AFTER APRIL 1, 2007
Mid-Managers who are hired on or after April 1, 2007, and who retire from the Marin County Employees Retirement Association (MCERA) within 120 days of leaving their City of San Rafael position (and comply with the appropriate retirement provisions under the MCERA laws and regulations) are eligible to continue in the City’s group health insurance program.

The City’s contribution towards the coverage of retirees under this subsection (3.A.2.b.) shall be the PEMHCA minimum contribution as determined by CalPERS on an annual basis.

Longevity Payments: The City shall make a longevity payment equivalent to the difference between the PEMHCA minimum contribution and the premium cost of coverage, up to $600, for the retiree. The City shall not be responsible for making any contributions towards the cost of coverage of the retiree’s spouse, registered domestic partner or dependents. The City‘s longevity contribution shall cease upon the retired Mid-Manager’s death.

The City shall not be responsible for reimbursing retired Mid-Managers and/or their spouses for any Medicare premiums paid by the retired Mid-Manager and/or the retired Mid-Manager’s spouse or surviving spouse.

MID-MANAGER HIRED ON OR AFTER JANUARY 1, 2009
Mid-Managers who are hired on or after January 1, 2009, and who retire from the Marin County Employees Retirement Association (MCERA) within 120 days of leaving their City of San Rafael position (and comply with the appropriate retirement provisions under the MCERS laws and regulations) are eligible to continue in the City’s group health insurance program. The City’s contribution towards the coverage of retirees under this subsection (3.A.2.c) shall be the PEMHCA minimum contribution as determined by CalPERS on an annual basis.

The City shall not be responsible for reimbursing retired Mid-Managers and/or their spouses for any Medicare premiums paid by the retired Mid-Manager and/or the retired Mid-Manager’s spouse or surviving spouse.

The City shall additionally make available a retiree health care trust to enable these employees to prefund retiree health care premiums while employed by the City. The retiree health care trust shall be funded by the mandatory annual conversion of 80 hours of sick time in service on July 1 of each year, provided an employee has a remaining balance of 75 hours of sick leave after the conversion.

B. LIFE INSURANCE
The City shall provide a basic group life insurance plan in the amount of $300,000 at no cost to the employee.

C. LONG-TERM DISABILITY INSURANCE
The City shall provide long term disability (LTD) insurance, at no cost to the employee, with a benefit of two-thirds (2/3) of the employee’s monthly salary, up to a maximum benefit of $7,500 (reduced by any deductible benefits).

D. DENTAL INSURANCE
The City shall make available to employees, an additional flex dollar allowance equal to $113 per month to purchase dental coverage under the City’s dental plan. The City shall pay dental premiums on behalf of the employee and eligible dependents.
5 E. VISION PLAN
The City will contract for and pay for a vision plan for “employee plus dependent” vision benefits.

F. EMPLOYEE ASSISTANCE PLAN
The City provides an Employee Assistance Program (EAP) with confidential personal counseling on work and family related issues such as eldercare, substance abuse, etc. Supervisors may also utilize the EAP to refer employees to counselors for work related assistance.

G. STATE DISABILITY INSURANCE
Employees will have the full premium cost for State Disability Insurance (SDI) coverage automatically deducted from their paycheck and no City contribution will be made toward participation in the plan. It is incumbent upon the employee to keep the City advised of their medical status, within Health Insurance Portability and Accountability Act (HIPAA) guidelines, regarding their eligibility for SDI.

4. RETIREMENT
A. EMPLOYER PAID MEMBER CONTRIBUTION (EPMC)
Each Mid-Manager is responsible for paying the full cost of their employee contribution rate as established by the Marin County Employee Retirement Association.

Effective September 1, 2013, in accordance with MCERA and City administrative requirements, all Mid-Management employees will pay an additional contribution of one percent (1%) of pensionable compensation toward the normal cost of pension provided by the Marin County Employees Retirement Association, in addition to the current employee contribution towards pension as determined by MCERA.

The only employees excluded from this payment are long-term City employees with thirty or more years of City service who no longer have to pay any employee contribution to the Marin County Retirement System.

B. COLA
Mid-Managers participating in the Marin County Employee Retirement Association will pay their full share of members’ cost of living rates as allowed under Articles 6 and 6.8 of the 1937 Retirement Act.

Miscellaneous and safety member contribution rates include both the basic and COLA portions (currently 50% of the COLA is charged to members as defined in the 1937 Act).

C. RETIREMENT PLAN
The City shall provide the Marin County Employee Retirement Association 2.7% @55 retirement program to all miscellaneous Mid-Manager subject to Marin County Employee Retirement Association procedures and regulations and applicable 1937 Act laws. This is based on an employee’s single highest year of compensation.

Employees hired on or after July 1, 2011 will receive an MCERA retirement benefit at the formula 2% at 55, calculated based on the average of their highest three years of compensation, in accordance with MCERA regulations. The annual pension adjustment shall be a maximum of 2% COLA.

Minimum retirement age is 55.

Employees hired by the City on or after January 1, 2013 who are defined as “new members” of MCERA in accordance with the Public Employees’ Pension Reform Act (PEPRA) of 2013, shall be enrolled in the MCERA 2% @ 62 plan for Miscellaneous members. The employee is responsible for paying the employee contribution of half of the total normal cost of the plan, as defined by MCERA, through a payroll deduction. Final compensation will be based upon the highest annual average compensation earnable during the thirty-six (36) consecutive months of employment immediately 6 preceding the effective date of their retirement or some other period designated by the retiring employee.

D. SERVICE CREDIT FOR SICK LEAVE
Mid-Managers who are eligible to accrue sick leave and who retire from the City of San Rafael, on or after 07/01/95 and within 120 days of leaving City employment (excludes deferred retirements), shall receive employment service credit (incorporated from Resolution #9414, dated July 17, 1995), for retirement purposes only, for all hours of accrued, unused sick leave (exclusive of any sick leave hours they are eligible to receive and they elect to receive in compensation for at the time of retirement, pursuant to Section 5 A. of this Resolution). This provision will no longer be available to Mid-Managers hired after June 30, 2009.

E. MANAGEMENT ALLOWANCE
As of September 16, 2015, the Management Allowance of 4.54% was rolled into base pay for all Unrepresented Mid-Management employees.

F. DEFERRED COMPENSATION
The City will contribute one and six hundredths percent (1.06%) of pensionable compensation toward a City-provided deferred compensation plan.

5. LEAVES OF ABSENCE
A. SICK LEAVE
Mid-Managers shall earn sick leave credits at the rate of one (1) working day per month commencing with the date of employment. Accrued sick leave may be used during their probationary period.

Mid-Managers who leave City service in good standing shall receive compensation (cash in) of all accumulated, unused sick leave based upon the rate of three percent (3%) for each year of service up to a maximum of fifty percent (50%) of their sick leave balance. In the event of the death of an employee, payment for unused sick leave (based upon the previously stated formula) shall be paid to the employee's designated beneficiary.

Mid-Managers may accrue unlimited sick leave for usage purposes. However, a maximum of one thousand, two hundred hours (1,200) accrual applies for cash-in purposes at the time of City separation.

Mid-Managers may use sick leave prior to completion of probation. In recognition of Mid-Managers’ exempt status under FLSA, time off for sick leave purposes shall not be deducted from a MidManager’s sick leave accrual, unless the employee is absent for the full work day.

Use of sick leave for work-related injuries or illnesses shall not be required when it is determined by the treating physician that this status is permanent and stationary.

B. VACATION LEAVE

1. Vacation Accrual - Vacation is accrued when an employee is on pay status and is credited on a semi-monthly basis. Eligible employees accrue vacation at the following rate for continuous service performed in pay status:

Years of service Leave Accrual rate/yearly
1-5 years 15 days
6 years 16 days
7 years 17 days
8 years 18 days
7 9 years 19 days
10 years 20 days
11 years 21 days
12 years 22 days
13 years 23 days
14 years 24 days
15 plus years 25 days
In recognition of Mid-Managers’ exempt status under FLSA, time off for vacation leave purposes shall not be deducted from a Mid-Manager’s vacation accrual unless the employee is absent for the full workday.

2. Administration of Vacation Leave
The City Manager may advance vacation leave to a Mid-Manager; prior approval is required.

Mid-Managers may accrue a maximum of 250 hours of vacation. Vacation leave accrual shall resume once the employee’s accumulated vacation leave balance falls below the accrual limit of 250 hours. Mid-Managers who terminate their employment shall be paid in a lump sum for all accrued vacation leave earned prior to the date of termination. Mid-Managers may not utilize accrued vacation, administrative leave time, or personal leave time to extend their retirement date and service credit at the end of their city service. The vacation accrual may be increased to a maximum of 300 hours at the discretion of the City Manager.

3. Annual Option for Payment of Accrued Vacation Leave
A Mid-Manager who has taken at least ten (10) days of vacation in the preceding twelve (12) months, may request that their accrued vacation, not to exceed fifty-two and 1/2 (52.5) hours, be paid to them in cash. The request may be granted at the discretion of the City Manager. MidManagers may not cash-in more than fifty-two and 1/2 (52.5) hours within any twelve (12) month period.

C. ADMINISTRATIVE LEAVE
Mid-Managers shall receive ten (10) Administrative Leave days (75 hours) each calendar year subject to the approval of the Department Director and the City Manager. An additional three (3) days may be granted at the discretion and with approval of the department director and the City Manager. Unused Administrative Leave shall not carry over from one calendar year to the next, nor shall unused Administrative Leave balances be paid to a Mid-Manager upon their resignation.

In recognition of exempt status under FLSA time off for Administrative leave purposes shall not be deducted from a Mid-Manager’s administrative leave accrual, unless the employee is absent for the full work day.

D. HOLIDAYS
City shall provide twelve designated holidays and one (1) floating holiday per calendar year to MidManagers. The hours for the floating holidays are automatically added to an employees’ vacation accrual on a semi-annual basis.

In order to be eligible for compensation for the paid holiday, the employee must both be in paid status on the day before the holiday and on the day after the holiday.

All employees who are required to work on a day designated as an authorized holiday, other than a day on which an election is held throughout the state, shall be paid at the applicable rate of pay for the number of hours actually worked.

City paid holidays, and the days on which holidays are observed, are outlined in the annual holiday schedule.
8 E. BEREAVEMENT LEAVE
In the event of the death of a Mid-Manager’s spouse, registered domestic partner, child, parent, sibling, parent in-law(s), grandchild, grandparent, relative who lives or has lived in the home of the employee, to such an extent that the relative was considered a member of the immediate family and/or another individual who has a legal familial relationship to the employee and resided in the employee’s household, up to a maximum of five (5) days may be granted for paid bereavement leave. All bereavement leave must be exhausted within 3 months of the date of the death of the family member and may be taken intermittently.

In those cases where the death involves an individual who had such a relationship with the employee, as defined above, the employee shall sign a simple affidavit describing the relationship and submit this to the City Manager as part of the request for bereavement leave. Directors may make a request to the City Manager, to use bereavement leave for a relative other than those listed above.

The above bereavement clause shall also apply in the event of a reproductive loss for an employee. The City agrees to maintain employee confidentiality related to the reproductive loss leave.

F. CATASTROPHIC LEAVE
All Mid-Managers shall abide by the City’s Catastrophic Leave Policy.

G. PAID PARENTAL LEAVE
Effective July 1, 2024, any employee who has been continuously employed by the City for at least 12 months prior to the start of the leave shall be eligible for Paid Parental Leave (PPL) to use within 12 months of the following eligible events:

1. Birth of a child of the employee, the employee’s spouse, or the employee’s registered domestic partner.

2. Placement of a child with the employee for adoption.

For the purposes of PPL, the definition of “parent” and “child” are as defined by the California Family Rights Act.

Benefit and Use:

1. Eligible employees shall be granted 300 PPL hours to use within 12 months of the qualifying event for the purposes of disability due to pregnancy and/or baby bonding. Regular part-time employees shall be eligible for a prorated number of PPL hours, based on scheduled and budgeted FTE.

2. PPL is based on a 12-month rolling calendar. No more than 300 PPL hours may be used in any 12- month period. PPL may not be used or extended beyond the 12-month time frame and any accrued and unused PPL will be forfeited at the end of the 12-month period for the qualifying event.

3. Upon termination of the employee’s employment at the City, they will not be paid for any accrued and unused PPL for which they were eligible.

4. PPL is based on the employee’s regularly scheduled hourly base wage. It is considered “paid status” for the purpose of merit, seniority, benefit premium contributions, retirement service credit, vacation and sick leave accrual, and City benefit eligibility and contributions.

5. PPL shall be used in a block of continuous time or on an intermittent or reduced schedule.

Intermittent leaves or reduced schedules must be arranged and approved by the employee’s supervisor in advance.

6. PPL shall run concurrently with FMLA/CFRA and with PDL as set forth in paragraph 7, below.

Eligible employees will be reinstated to the same or equivalent position in accordance with FMLA/CFRA protections. This may include altered assignments to accommodate the department’s operational needs when the employee is working a reduced work schedule. 9 7. Pregnancy Disability Leave (PDL): An eligible employee on PDL must reduce their sick leave balance to 40 hours or less to use PPL concurrently with PDL. An eligible employee is not required to further reduce their balance once they have reached the initial threshold of 40 hours or less.

Coordination of Benefits & Leaves:
• PPL taken under this policy will run concurrently with leave under the FMLA, CFRA, and PDL once the eligible employee’s sick leave balance is reduced to 40 hours or less. • PPL will be fully integrated with any short-term disability or California Paid Family Leave program but shall not exceed one hundred percent (100%) of the employee’s normal gross salary rate.
• The use of Short-Term Disability (STD) and Paid Family Leave (PFL) will not reduce available hours under the PPL leave entitlement.
• For time covered by FMLA/CFRA job protected leave for baby bonding purposes, PPL must be used prior to other accrued leave or unpaid leave except as discussed in number 7 above. • If an employee has exhausted FMLA/CFRA entitlements for reasons other than baby bonding, PPL must be used prior to other accrued leaves or Leave Without Pay for arranged leaves for the purpose of baby bonding. Scheduling of non-FMLA/CFRA protected PPL is subject to department approval.
• An employee who is eligible for PPL but is on leave for other reasons cannot use PPL except as described in paragraph 7 above.

F. END OF LIFE CARE LEAVE
Eligibility:

Effective July 1, 2024, employees who have been continuously employed by the City for at least 12 months prior to the start of the leave shall be eligible for End of Life Care leave to provide end of life care for an immediate family member, which shall include an employee’s spouse, registered domestic partner, child, parent, sibling, parent, parent in-law(s), grandparent, or grandchild.

End of Life care may be used to provide support, assistance and care to an immediate family member, as defined above, who is receiving end of life services through hospice or a medical facility.

Benefit and Use:

1. Eligible employees shall receive 80 hours of End of Life Care leave to be used during their employment with the City for use to support an immediate family member near the end of life, as described above.

2. Upon termination of the employee’s employment at the City, they will not be paid for any accrued and unused End of Life Care leave for which they were eligible. Further, if an employee leaves City employment and returns to City service later in their career, the employee shall receive any unused hours from their previous employment with the City but shall not be granted any additional hours of for End of Life Care Leave.

3. End of Life Care leave is based on the employee’s regularly scheduled hourly base wage. It is considered “paid status” for the purpose of merit, seniority, benefit premium contributions, retirement service credit, vacation and sick leave accrual, and City benefit eligibility and contributions.
10 4. End of Life Care leave shall be used in a block of continuous time or on an intermittent or reduced schedule. Intermittent leaves or reduced schedules must be arranged and approved by the employee’s supervisor in advance.

5. End of Life Care shall run concurrently with FMLA/CFRA. Eligible employees will be reinstated to the same or equivalent position in accordance with FMLA/CFRA protections. This may include altered assignments to accommodate the department’s operational needs when the employee is working a reduced work schedule.

6. An employee who is eligible for End of Life Care Leave but is on leave for other reasons cannot use PPL except as described in paragraph 5 above.

6. EMPLOYMENT TERMS
A. HOURS OF WORK
The WORK WEEK will reflect thirty-seven and one-half (37.5) hours for all job classes. Unless otherwise designated, the normal business hours for vacation, sick and administrative leave deduction and sick and administrative leave accrual purposes for Mid-Managers shall be 7.5 hours per day.

B. DRUG FREE WORK PLACE
All Mid-Managers shall abide by the City’s Drug and Alcohol Policy.

C. FURLOUGH PLAN
Mid-Managers endorse the Furlough Program described in Exhibit B attached to this Resolution.

D. PAY FOR PERFORMANCE EVALUATION SYSTEM
Mid-Managers shall be evaluated annually based upon the evaluation program adopted by the City Council in October of 1996 and incorporated by reference herein.

E. OUTSIDE EMPLOYMENT
All Mid-Managers shall abide by the City’s Outside Employment Policy.

F. CITY VEHICLE
Under limited circumstances, a city vehicle may be provided to a Mid-Manager if it is determined to be needed to complete his/her job duties and upon approval of the City Manager.

G. UNIFORM ALLOWANCE
If required to wear a uniform which is not provided by the City, employee shall receive an annual uniform allowance of $545 per year, paid in two installments, in June and December.

H. GYM REIMBURSEMENT
Employees are eligible to receive up to $16.50 per month reimbursement for all eligible health and wellness expenses as follows: preventative medical examinations (minus any amount paid by a private insurance plan), paid health or gym club memberships, licensed weight loss facility memberships, physical therapy sessions, smoking cessation programs, wellness counseling, acupuncture, or meditation programs. Such reimbursement shall be reported as taxable income to the employee.

I. PROFESSIONAL DEVELOPMENT
The City Manager commits to working with each department’s management team to establish dedicated professional development time throughout the year.

J. OUT OF CLASS COMPENSATION
Employees assigned in writing by their Department Director to perform additional duties of a higher paid classification shall be compensated at a rate not less than 5% greater than the employee's 11 current base salary. Eligibility for out-of-class compensation requires a minimum assignment of ten (10) consecutive days.

The out-of-class pay becomes effective on the first day of the assignment. If the assignment extends beyond four consecutive weeks, then the employee shall be compensated at the lower step of the classification within which the duties fall if that is greater than 5% of the employee’s base pay. The Department Director is required to complete a Personnel Action Report (PAR), to initiate out-of-class compensation.

K. BILINGUAL PAY
Within the job classifications specified in this resolution an employee may receive bilingual pay for full fluency in a foreign language.

Full fluency is defined as a skill level that will allow the employee to fully assist someone else who does not speak English in coping with situations or problems by translating for, conversing with and/or reading or writing written material.

An employee can petition their Department Director for this bilingual pay incentive. With the Department Director’s recommendation and on review by the Human Resources Director and approval of the City Manager the employee may begin to receive this bilingual pay incentive.

Criteria for approval of the bilingual pay incentive by the City Manager includes:
a. Certification by a recognized school of the appropriate skill level; and/or b. Demonstrated ability of the proficiency level on the job; and c. Department Director’s recommendation and statement that the bilingual skill of the employee can be of value to the department and the employee in the completion of their regular work assignments.

Employees who have been approved for the bilingual pay incentive and are required in the performance of their duties to converse with the public in a language other than English shall receive an additional $200.00 per month above their base salary.

Employees who also translate official written documents to or from a language other than English shall receive an additional $50.00 for a total of $250.00 per month above their base salary.

This bilingual pay incentive shall be reviewed annually and as long as the employee demonstrates (by work experience or re-testing, as determined by the City of San Rafael) the full fluency skill level; and as long as the Department Director indicates the value of this skill to the department and the employee in the completion of their regular work assignments.

Removal of the bilingual pay incentive would be considered a non-disciplinary action however removal of bilingual pay is appealable to the Human Resources Director. The determination of the Human Resources Director is not subject to any appeal/grievance procedure.

L. AT WILL STATUS
All positions covered by this resolution are at-will and as such serve at the pleasure of the appointing authority and may be removed at any time without cause and without right of appeal.

M. SEVERANCE
Except employees who have committed an abuse of office or position as defined by Government Code Section 53243.4 or committed a violation of the Fair Employment and Housing Act, an Unrepresented Executive Management employee who is involuntarily separated shall receive severance pay in a lump sum equal to the following, provided they sign a settlement and general release provided by the City:
12 • 1 year of service = two months of salary and two months of COBRA health insurance. • 2 years of service = three months of salary and three months of COBRA health insurance.
• 3 years of service = four months of salary and four months of COBRA health insurance. • 4 years of service = five months of salary and five months of COBRA health insurance. • 5 or more years of service = six months of salary and six months of COBRA health insurance.

N. SENIORITY
Whenever seniority is used to determine a working condition (e.g. vacation accrual, vacation cap, severance pay, sick time pay out, etc.), it shall be determined by the employee’s original start date with the City, regardless of original status (seasonal, fixed-term, etc.).

I, LINDSAY LARA, Clerk of the City of San Rafael, hereby certify that the foregoing resolution was duly and regularly introduced and adopted at a regular meeting of the Council of said City held on the 3rd day of September 2024 by the following vote, to wit:

AYES: COUNCILMEMBERS:

NOES: COUNCILMEMBERS:

ABSENT: COUNCILMEMBERS:
______________________________

LINDSAY LARA, CITY CLERK

EXHIBIT A
Grade Position A B C D E
2501 Assistant City Attorney 14,908 $ 15,654 $ 16,436 $ 17,258 $ 18,121 $ 2001 Assistant City Manager 20,829 $ 21,871 $ 22,964 $ 24,112 $ 25,318 $ TBD Chief Assistant City Attorney 17,145 $ 18,002 $ 18,902 $ 19,847 $ 20,839 $ 2300 Director of Community & Economic Development 15,770 $ 16,559 $ 17,387 $ 18,256 $ 19,169 $ 4205 Director of Digital Service & Open Government 14,977 $ 15,726 $ 16,512 $ 17,337 $ 18,204 $ 2205 District Manager/Engineer (SRSD) 14,088 $ 14,792 $ 15,532 $ 16,308 $ 17,124 $ 2140 Finance Director 14,772 $ 15,510 $ 16,286 $ 17,100 $ 17,955 $ 7101 Fire Chief 20,623 $ 21,654 $ 22,737 $ 23,873 $ 25,067 $ 1106 Human Resources Director 14,908 $ 15,654 $ 16,436 $ 17,258 $ 18,121 $ 2406 Library and Recreation Director 15,516 $ 16,292 $ 17,106 $ 17,961 $ 18,859 $ 6101 Police Chief 20,623 $ 21,654 $ 22,737 $ 23,873 $ 25,067 $ 2201 Public Works Director 16,075 $ 16,879 $ 17,723 $ 18,609 $ 19,540 $ ** adjusted per Council action
24,494 $

SAN RAFAEL UNREPRESENTED EXECUTIVE MANAGEMENT

SALARY SCHEDULE
Effective July 1, 2024
Position Monthly Salary
City Manager (Appointed)

EXHIBIT A
Grade Position A B C D E
2501 Assistant City Attorney 16,250 $ 17,063 $ 17,916 $ 18,812 $ 19,752 $ 2001 Assistant City Manager 21,454 $ 22,527 $ 23,653 $ 24,836 $ 26,078 $ TBD Chief Assistant City Attorney 18,345 $ 19,262 $ 20,225 $ 21,236 $ 22,298 $ 2300 Director of Community & Economic Development 16,716 $ 17,552 $ 18,430 $ 19,351 $ 20,319 $ 4205 Director of Digital Service & Open Government 16,325 $ 17,141 $ 17,998 $ 18,898 $ 19,843 $ 2205 District Manager/Engineer (SRSD) 14,510 $ 15,236 $ 15,998 $ 16,798 $ 17,637 $ 2140 Finance Director 15,953 $ 16,751 $ 17,589 $ 18,468 $ 19,391 $ 7101 Fire Chief 21,241 $ 22,303 $ 23,419 $ 24,590 $ 25,819 $ 1106 Human Resources Director 16,250 $ 17,063 $ 17,916 $ 18,812 $ 19,752 $ 2406 Library and Recreation Director 16,602 $ 17,432 $ 18,304 $ 19,219 $ 20,180 $ 6101 Police Chief 21,241 $ 22,303 $ 23,419 $ 24,590 $ 25,819 $ 2201 Public Works Director 17,120 $ 17,976 $ 18,875 $ 19,819 $ 20,810 $ ** adjusted per Council action
$ 24,494

SAN RAFAEL UNREPRESENTED EXECUTIVE MANAGEMENT

SALARY SCHEDULE
Effective July 1, 2025
Position Monthly Salary
City Manager (Appointed)

EXHIBIT A
Grade Position A B C D E
2501 Assistant City Attorney 17,550 $ 18,428 $ 19,349 $ 20,316 $ 21,332 $ 2001 Assistant City Manager 22,098 $ 23,203 $ 24,363 $ 25,581 $ 26,860 $ TBD Chief Assistant City Attorney 18,895 $ 19,840 $ 20,832 $ 21,873 $ 22,967 $ 2300 Director of Community & Economic Development 17,218 $ 18,079 $ 18,983 $ 19,932 $ 20,929 $ 4205 Director of Digital Service & Open Government 17,794 $ 18,684 $ 19,618 $ 20,599 $ 21,629 $ 2205 District Manager/Engineer (SRSD) 14,946 $ 15,693 $ 16,478 $ 17,302 $ 18,167 $ 2140 Finance Director 17,230 $ 18,091 $ 18,996 $ 19,945 $ 20,943 $ 7101 Fire Chief 21,879 $ 22,973 $ 24,121 $ 25,327 $ 26,594 $ 1106 Human Resources Director 17,550 $ 18,428 $ 19,349 $ 20,316 $ 21,332 $ 2406 Library and Recreation Director 17,598 $ 18,478 $ 19,402 $ 20,372 $ 21,390 $ 6101 Police Chief 21,879 $ 22,973 $ 24,121 $ 25,327 $ 26,594 $ 2201 Public Works Director 17,634 $ 18,516 $ 19,441 $ 20,413 $ 21,434 $ ** adjusted per Council action
$ 24,494

SAN RAFAEL UNREPRESENTED EXECUTIVE MANAGEMENT

SALARY SCHEDULE
Effective July 1, 2026
Position Monthly Salary
City Manager (Appointed)