CITY OF SANTA BARBARA
CITY COUNCIL
Randy Rowse
Mayor
Rebecca Bjork
City Administrator
Meagan Harmon
Mayor Pro Tempore
Kristen W. Sneddon
Ordinance Committee Chair
Ariel Pierre Calonne
City Attorney
Eric Friedman
Finance Committee Chair
Sarah J. Knecht
Acting City Attorney
Alejandra Gutierrez
Oscar Gutierrez
Mike Jordan
City Hall
735 Anacapa Street
http://www.SantaBarbaraCA.gov
OCTOBER 4, 2022, 2:00 PM
AGENDA
COUNCIL CHAMBERS, CITY HALL, 735 ANACAPA STREET;
1030 CACIQUE STREET, SANTA BARBARA, CA 93103
IN-PERSON PUBLIC COMMENT: At the beginning of each meeting of the City Council, Finance Committee, or Ordinance Committee, any member of the public may address the City Council concerning any item not on the Council's agenda. Any person wishing to make such address should first complete and deliver a "Request to Speak" form prior to the time that public comment is taken up by the City Council. Each speaker will be given a total of 3 minutes to address the Council. Pooling of time is not allowed during general public comment. The time allotted for general public comment at the beginning of the 2:00 p.m. session is 30 minutes.
Any member of the public who did not speak during the 2:00 p.m. session but who submitted a request to do so during the 2:00 p.m. 30 minute session may do so at the end of the meeting when the additional “Public Comment (If Necessary)” is announced. The City Council, upon majority vote, may decline to hear a speaker on the grounds that the subject matter is beyond their jurisdiction.
REMOTE PUBLIC COMMENT: Members of the public wishing to speak must “raise their hand” in the Zoom platform by selecting the virtual hand icon when their item is called. The keyboard shortcut for this is Alt+Y for Windows and Option+Y for Macs. City staff will activate the speaker’s microphone when the speaker’s name is called. The speaker will then need to unmute themselves. The keyboard shortcut for this is Alt+M for Windows or Command-Shift-A for Macs.
HOW TO REMOTELY OBSERVE AND/OR SPEAK LIVE AT A MEETING
• Web: https://santabarbaraca-gov.zoom.us/webinar/register/WN_BHXU9bk1SWq0ntGHplRq0Q (Participation via Zoom)
• Telephone: Dial 1-669-900-6833, Enter Webinar ID: 948 7481 3299 (press *9 to raise/lower hand; press *6 to mute/unmute) • Online Streaming: Council meetings are streamed live at www.SantaBarbaraCA.gov/CAP • TV: Each regular City Council meeting is broadcast live in English and Spanish on City TV Channel 18 and rebroadcast in English on Wednesdays and Thursdays at 7:00 p.m. and Saturdays at 8:00 a.m., and in Spanish on Sundays at 3:00 p.m.
Each televised Council meeting is closed captioned for the hearing impaired. Check the City TV program guide at www.santabarbaraca.gov/citytv for rebroadcasts of Finance and Ordinance Committee meetings.
WRITTEN PUBLIC COMMENT: Public comments may also be submitted via email to [email protected] prior to the beginning of the Council Meeting. All public comments submitted via email will be provided to City Council and will become part of the public record.
(CONTINUED ON NEXT PAGE)
ORDER OF BUSINESS: Regular meetings of the Finance Committee and the Ordinance Committee begin at 12:30 p.m. The regular City Council meeting begins at 2:00 p.m. in the Council Chambers at City Hall.
REPORTS: Copies of the reports relating to agenda items are available for review at http://www.SantaBarbaraCA.gov/CAP.In accordance with state law requirements, this agenda generally contains only a brief general description of each item of business to be transacted or discussed at the meeting. Should you wish more detailed information regarding any particular agenda item, you are encouraged to obtain a copy of the Council Agenda Report (a "CAR") online at the City's website (http://www.SantaBarbaraCA.gov/CAP). Materials related to an item on this agenda submitted to the City Council after distribution of the agenda packet are posted to the City’s website as soon as reasonably feasible.
CONSENT CALENDAR: The Consent Calendar is comprised of items that will not usually require discussion by the City Council. A Consent Calendar item is open for discussion by the City Council upon request of a Councilmember, City staff, or member of the public. Items on the Consent Calendar may be approved by a single motion. Should you wish to comment on an item listed on the Consent Agenda, after turning in your "Request to Speak" form, you should come forward to speak or raise your hand in Zoom at the time the Council considers the Consent Calendar.
SPANISH INTERPRETATION: If you need interpretation of your communications to Council from Spanish into English, please contact the City Clerk’s Office at 564-5309 or by email at [email protected]. If possible, notification of at least 48 hours will usually enable the City to make arrangements.
INTERPRETACIÓN EN ESPAÑOL: Si necesita una interpretación del español al inglés, para sus comunicaciones al Consejo, comuníquese con la Oficina del Secretario Municipal al 564-5309, o por correo electrónico a [email protected]. Si es posible, la notificación de al menos 48 horas generalmente permitirá a la Ciudad hacer los arreglos.
AMERICANS WITH DISABILITIES ACT: If you need auxiliary aids or services or staff assistance to attend or participate in this meeting, please contact the City Administrator's Office at 564-5305 or by email at [email protected]. If possible, notification at least 48 hours prior to the meeting will usually enable the City to make reasonable arrangements. For those who need accessibility accommodation in using the “raise hand” function and/or registering to participate in the Zoom session, please contact the Clerk’s office by 5:00 p.m. the day before the meeting for assistance. Additionally, a speaker may email [email protected] by 5:00 p.m. the day before a meeting, stating which item they wish to speak on. Specialized services, such as sign language interpretation or documents in Braille, may require additional lead time to arrange. 10/04/2022 Santa Barbara City Council Final Agenda Page 1 OCTOBER 4, 2022 AGENDA
SPECIAL ORDINANCE COMMITTEE MEETING - 12:00 P.M. IN THE COUNCIL CHAMBER (120.03)
1. Subject: Single Family Design Board Membership Criteria and Quorum Requirements (640.03)
Recommendation: That Ordinance Committee consider and recommend that Council amend Santa Barbara Municipal Code Section 22.69.010 to Revise the Membership of the Single Family Design Board.
https://santabarbaraca-gov.zoom.us/j/87886293926
10/04/2022 Santa Barbara City Council Final Agenda Page 2 REGULAR CITY COUNCIL MEETING – 2:00 P.M.
CALL TO ORDER
PLEDGE OF ALLEGIANCE
ROLL CALL
CEREMONIAL ITEMS
1. Subject: Stearns Wharf 150th Anniversary (120.04)
2. Subject: Employee Recognition – Service Award Pins (120.04) Recommendation: That Council authorize the City Administrator to express the City’s appreciation to employees who are eligible to receive service award pins for their years of service through October 31, 2022.
CHANGES TO THE AGENDA
PUBLIC COMMENT
CONSENT CALENDAR
3. Subject: Minutes
Recommendation: That Council waive reading and approve the minutes of the regular meeting of September 13, 2022; and the special meeting of September 13, 2022.
4. Subject: 2022-2025 Firefighters’ Association Bargaining Unit Memorandum of Understanding [Ordinance Introduction] (440.02)
Recommendation: That Council ratify the Memorandum of Understanding between the City and the Santa Barbara Firefighters’ Association by introduction and subsequent adoption of, by reading of title only, an Ordinance of the Council of the City of Santa Barbara Adopting a Memorandum of Understanding Between the City of Santa Barbara and the Santa Barbara Firefighters’ Association for the period of July 1, 2022 through June 30, 2025.
10/04/2022 Santa Barbara City Council Final Agenda Page 3
5. Subject: 2022-2025 Police Officers Association Bargaining Unit Memorandum of Understanding and Amendment of Resolution No. 22-064, the Position and Salary Control Resolution for Fiscal Year 2023 [Ordinance Introduction; Resolution] (440.02)
Recommendation: That Council:
A. Ratify the Memorandum of Understanding between the City and the Santa Barbara Police Officers Association by introduction and subsequent adoption of, by reading of title only, An Ordinance of the Council of the City of Santa Barbara Adopting a Memorandum of Understanding Between the City of Santa Barbara and the Santa Barbara Police Officers Association for the Period of July 1, 2022 through June 30, 2025; and
B. Adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Amending Resolution No. 22-064, the Position and Salary Control Resolution for Fiscal Year 2023, Affecting Certain Classifications in the Police Officers Association Effective October 8, 2022.
6. Subject: Acceptance of Homeland Security Grant [Resolution; Agreement] (330.05)
Recommendation: That Council:
A. Accept a grant for $51,081 from the Homeland Security Grant Program for the procurement of firefighting equipment; and
B. Adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Amending Resolution No. 22-059, Adopting the Budget for Fiscal Year 2023, to Approve an Increase of Revenue and Expenditure Appropriations in Fiscal Year 2023 in the Fire Miscellaneous Grants Fund Budget in the Amount of $51,081.
10/04/2022 Santa Barbara City Council Final Agenda Page 4
7. Subject: Contract for Surveying Services of Terminal Expansion and Parking Structure Project at the Santa Barbara Airport [Resolution; Agreement] (560.04)
Recommendation: That Council:
A. Authorize the Public Works Director to execute a professional services contract with Stantec Consulting Services, Inc. in the amount of $46,700 for surveying services to support the conceptual design of the Terminal Expansion and Parking Structure Project at the Santa Barbara Airport, and authorize the Public Works Director to approve expenditures of up to $4,670 for extra services that may result from necessary changes in the scope of work; and
B. Adopt a Resolution, by reading of title only, of the Council of the City of Santa Barbara Amending Resolution No. 22-059, Adopting the Budget for Fiscal Year 2023, to Increase Expenditure Appropriations for the Terminal Expansion and Parking Structure Project at Santa Barbara Airport.
8. Subject: Authorization for Legal Services with Colantuono, Highsmith & Whatley, PC for Special Counsel Services [Agreement] (160.03) Recommendation: That Council authorize the City Attorney to execute a legal services agreement with Colantuono, Highsmith & Whatley, PC, for special counsel services regarding Boring, P., et al. v. Cathy Murillo, et al., USDC Case No. 2:21-cv-07305-DOC-KES in an amount not to exceed $100,000.
9. Subject: Authorization for Limited Use of Confidential Sales Tax Data for Development of State Street Master Plan [Agreement] (610.04) Recommendation: That Council authorize the Finance Director to execute a confidentiality agreement, in a form approved by the City Attorney, and to release confidential sales tax information to Strategic Economics, Inc., for use in development of the State Street Master Plan, provided that no individual taxpayer information be publicly released unless expressly authorized by law.
This concludes the Consent Calendar.
REPORT FROM THE ORDINANCE COMMITTEE
CITY COUNCIL ADMINISTRATIVE AND ATTORNEY REPORTS
10/04/2022 Santa Barbara City Council Final Agenda Page 5
COMMUNITY DEVELOPMENT DEPARTMENT
10. Subject: Fiscal Year 2024 Human Services and Community Development Block Grant Funding Process, Priorities, and Criteria (610.05) Recommendation: That Council:
A. Establish a funding commitment for Fiscal Year 2024 from the General Fund in the amount of $726,150 for the Human Services Program; B. Approve the proposed application-review process and provide direction to the Community Development and Human Services Committee (CDHSC) on funding criteria and priorities, and preferred allocation method; and C. Approve five percent of the Community Development Block Grant capital (CDBG) project grant awards be charged to cover staff’s time in delivering the projects; and
D. Authorize staff to solicit proposals for Human Services and Community Development Block Grant grants for Fiscal Year 2024.
COUNCIL AND STAFF COMMUNICATIONS
COUNCILMEMBER COMMITTEE ASSIGNMENT REPORTS
PUBLIC COMMENT (IF NECESSARY)
ADJOURNMENT
CITY OF SANTA BARBARA
ORDINANCE COMMITTEE MEETING
SPECIAL MEETING AGENDA
Kristen W. Sneddon, Chair
Oscar Gutierrez
Mike Jordan
Office of the City
Attorney
Ariel Pierre Calonne
DATE: October 4, 2022
TIME: 12:00 p.m.
PLACE: Council Chambers
Office of the City
Administrator
Nicole Grisanti
Supervisor, City Administrator’s Office City Attorney
Sarah J. Knecht
Acting City Attorney
Members of the public may participate in person or via Zoom. Zoom instructions are below.
Please click the link below to join the webinar:
https://santabarbaraca-gov.zoom.us/j/87886293926
Or One tap mobile :
US: +16694449171,,87886293926# or +16699006833,,87886293926# Or Telephone:
Dial(for higher quality, dial a number based on your current location):
US: +1 669 444 9171 or +1 669 900 6833 or +1 346 248 7799 or +1 719 359 4580 or +1 253 215 8782 or +1 386 347 5053 or +1 564 217 2000 or +1 646 931 3860 or +1 929 436 2866 or +1 301 715 8592 or +1 309 205 3325 or +1 312 626 6799
Webinar ID: 878 8629 3926
International numbers available: https://santabarbaraca-gov.zoom.us/u/kcPbyGqN4B PUBLIC COMMENT: Members of the public wishing to speak must “raise their hand” in the Zoom platform by selecting the virtual hand icon when their item is called. When persons are called on to speak, their microphone will be activated by City staff and the speaker will be notified that they can now unmute themselves in order to begin speaking. The speaker will then need to unmute themselves by selecting the ‘mute/unmute’ icon or pressing Option+Y for MAC users or Alt+Y for Windows users on their keyboard.
For those who need accessibility accommodation in using the “raise hand” function and/or registering to participate in the ZOOM session, please contact the City Administrator’s Office by 5:00 p.m. the day before the meeting for assistance. Additionally, a speaker may email [email protected] by 5:00 p.m. the day before a meeting, stating the item on which they wish to speak.
File Code No. 120.03
Ordinance Committee Agenda
October 4, 2022
ITEM FOR CONSIDERATION
1. SUBJECT: Single Family Design Board Membership Criteria and Quorum Requirements
RECOMMENDATION: That the Ordinance Committee consider and recommend that Council amend Santa Barbara Municipal Code Section 22.69.010 to revise the membership of the Single Family Design Board.
https://santabarbaraca-gov.zoom.us/j/87886293926
CITY OF SANTA BARBARA
ORDINANCE COMMITTEE AGENDA REPORT
AGENDA DATE: October 4, 2022
TO: Ordinance Committee
FROM: Planning Division, Community Development Department SUBJECT: Amendment to Single Family Design Board Membership Criteria and Quorum Requirements
RECOMMENDATION:
That the Ordinance Committee consider and recommend that Council amend Santa Barbara Municipal Code Section 22.69.010 to revise the membership of the Single Family Design Board.
EXECUTIVE SUMMARY:
Given ongoing challenges to recruit new Single Family Design Board (SFDB) members and maintain a quorum for their biweekly full board meetings, staff proposes that the SFDB be reduced from seven to five members; that at least three members possess professional qualifications in fields related to architecture, building design, structural engineering, industrial design, or landscape design; and that the requirement for licensed professionals be removed. Up to two of the five SFDB members would be appointed from the public at large. A quorum would constitute three members. The proposed amendments would expand opportunities to recruit qualified individuals to serve on the SFDB and achieve a quorum on a regular basis.
DISCUSSION:
The Single Family Design Board (SFDB) was established by City Council in 2007 as the result of a multi-year effort to update the City’s Neighborhood Preservation Ordinance, which expanded the type and number of single-unit residence projects subject to discretionary design review. Prior to 2007, single-unit residential development projects requiring design review were under the purview of the Architectural Board of Review (ABR). The expanded discretionary review of single unit residential projects necessitated a separate advisory body to handle the workload and focus on issues and design features of residential development.
Agenda Item No. 1
File Code No. 640.03
Ordinance Committee Agenda Report
Single Family Design Board Membership Criteria and Quorum Requirements October 4, 2022
The City of Santa Barbara often has challenges recruiting and retaining members of the City’s four design review bodies (SFDB, ABR, Historic Landmarks Commission, and Sign Committee). Whereas the membership criteria and quorum requirements of the ABR and Historic Landmarks Commission are established by City Charter, the SFDB membership is established by Municipal Code and can be amended by a majority vote of the City Council. Staff recommends revising the membership criteria of the SFDB to address persistent recruitment and retention issues and challenges achieving a quorum in order to minimize unnecessary delay of single-unit residential development projects.
Santa Barbara Municipal Code (SBMC) Section 22.69.010.B. states that the SFDB “shall be composed of seven members appointed by the City Council. Two members shall be licensed architects, one member shall be a licensed landscape architect, three members shall possess professional qualifications in fields related to architecture, including, but not limited to, building design, structural engineering, industrial design, or landscape contracting, and one member shall be appointed from the public at large.” SBMC Section
22.69.010.C. establishes a quorum of the SFDB as four members, one of whom shall be a licensed architect.
The SFDB is currently down to five appointed members due to consistently low turnout in applications and resignation of members outside of the regular advisory group recruitment cycle. To remedy past recruitment challenges, staff have occasionally requested existing SFDB members to voluntarily serve beyond their appointed term until the next advisory group recruitment process concludes and new members are appointed by Council. In recent recruitment cycles, existing and potential members expressed to staff that the county-wide demand for professionals to serve on numerous design review boards leaves few licensed architects, landscape architects, and other design professionals available to serve on the City’s boards.
In accordance with the current membership configuration, if SFDB begins a meeting with the minimum to achieve quorum and a member needs to recuse herself or himself from an agenda item, quorum is lost and the project must be continued two weeks. This occurred as recently as August 15, 2022. Subsequently, the August 29 SFDB meeting was cancelled in its entirety due to an unexpected illness of one member and the planned absence of another. The requirement that one licensed architect must be present to constitute a quorum exacerbates the challenge to achieving quorum and holding scheduled meetings. Staff schedule special and additional SFDB meetings when needed to address the backlog of SFDB projects and cancelled meetings, but this response is not sustainable long term.
On August 18, 2022 the Land Development Team Oversight Subcommittee expressed support for amending the composition of the SFDB and reducing the number of members in order to address the recruitment challenges. To that end, the proposed ordinance would reduce the membership from seven members to five, remove the requirement that two members be licensed architects and one member be a licensed landscape architect, and remove the requirement that in order to achieve a quorum at least one of the Ordinance Committee Agenda Report
Single Family Design Board Membership Criteria and Quorum Requirements October 4, 2022
members be a licensed architect. In order to ensure that at least three members are qualified design professionals, the following language has been added: “At least three members shall possess professional qualifications in fields related to architecture, including, but not limited to, building design, structural engineering, industrial design, or landscape design.”
Future and Related SFDB Work Effort
Planning Division staff are currently engaged in a larger work effort to review the types of single-unit residential projects that currently require SFDB review, with an objective to streamline the permitting process where possible and ensure that discretionary review is adding value to the project and the community. That effort is just beginning and is expected to take about eight to ten months to complete. The need to adjust the SFDB membership criteria and quorum requirements is more immediate and, therefore, being addressed ahead of other future SFDB-related code amendments.
BUDGET/FINANCIAL INFORMATION:
Reducing the SFDB from seven members to five will result in a slight reduction in direct expenses by decreasing the stipends paid to each member ($50) for a full board meeting.
The change will also likely result in fewer cancellations of SFDB meetings due to a lack of quorum, saving staff time required to contact applicants about rescheduling projects and inform interested parties about the cancelled meeting.
ENVIRONMENTAL REVIEW:
The proposed ordinance amendments revising the composition of the Single Family Design Board do not have the potential to result in either a direct physical change in the environment or a reasonably foreseeable indirect physical change in the environment and, therefore, do not constitute a “Project” under Public Resources Code Section 15378 (the California Environmental Quality Act); therefore, the Ordinance Committee’s action on this matter is not subject to environmental review.
ATTACHMENT: Proposed Amendments to SBMC Section 22.69.010 PREPARED BY: Renee Brooke, AICP, City Planner
SUBMITTED BY: Elias Isaacson, Community Development Director APPROVED BY: City Administrator's Office
STAFF DRAFT SHOWING CHANGES
FROM CURRENT CODE 10/04/22
1 ORDINANCE NO. _____
AN ORDINANCE OF THE COUNCIL OF THE CITY OF
SANTA BARBARA AMENDING SANTA BARBARA
MUNICIPAL CODE SECTION 22.69.010 TO REVISE THE
MEMBERSHIP OF THE SINGLE FAMILY DESIGN BOARD
THE CITY COUNCIL OF THE CITY OF SANTA BARBARA DOES ORDAIN AS FOLLOWS:
SECTION 1. Section 22.69.010 of Chapter 22.69 of Title 22 of the Santa Barbara Municipal Code is amended to read as follows:
22.69.010 Single Family Design Board.
A. PURPOSE. A Single Family Design Board is hereby created and established by the City to promote the general public welfare, protect and preserve the City’s natural and historical charm, and enhance the City’s aesthetic appeal and beauty. The goal of the Single Family Design Board shall be to ensure that single-unit residential projects are compatible with the surrounding neighborhood in size and design. The Single Family Design Board is also charged with the task of protecting public visual resources and promoting the ecological sustainability of the City’s built environment through the design review process.
B. MEMBERSHIP. The Single Family Design Board shall be composed of five seven members appointed by the City Council. Two members shall be licensed architects, one member shall be a licensed landscape architect, At least three members shall possess professional qualifications in fields related to architecture, including, but not limited to, building design, structural engineering, industrial design, or landscape design.
STAFF DRAFT SHOWING CHANGES
FROM CURRENT CODE 10/04/22
2 contracting and one member shall be appointed from the public at large. All members of the Board shall reside within Santa Barbara County and shall hold office at the pleasure of the City Council. A person may serve on the Architectural Board of Review or the Historic Landmarks Commission and the Single Family Design Board at the same time.
C. CONDUCT OF MEETINGS. The members of the Single Family Design Board shall elect from their own members a chair and vice-chair. The Community Development Director shall act as secretary and record Board actions and render written reports thereof for the Board as required by this cChapter. The rules of procedure for the Board shall be established and approved by resolution of the City Council. A majority of the appointed members shall constitute a quorum. Four members shall constitute a quorum, one of whom shall be a licensed architect.
SECTION 2. CEQA
The proposed ordinance amendments revising the composition of the Single Family Design Board do not have the potential to result in either a direct physical change in the environment or a reasonably foreseeable indirect physical change in the environment and, therefore, do not constitute a “Project” under Public Resources Code Section 15378 (the California Environmental Quality Act).
Agenda Item No. 1
File Code No. 120.04
CITY OF SANTA BARBARA
COUNCIL AGENDA REPORT
AGENDA DATE: October 4, 2022
TO: Mayor and Councilmembers
FROM: City Administrator’s Office
SUBJECT: Employee Recognition – Service Award Pins
RECOMMENDATION:
That Council authorize the City Administrator to express the City’s appreciation to employees who are eligible to receive service award pins for their years of service through October 31, 2022.
DISCUSSION:
The City appreciates the loyalty to the community and the dedication to public service that are demonstrated by City employees throughout the organization every day. Since 1980, the City Employees’ Recognition Program has recognized length of City Service. Service award pins are presented to employees for every five years of service. Those employees achieving 25 years of service or more are eligible to receive their pins in front of the City Council.
Attached is a list of those employees who will be awarded pins for their service through October 31, 2022.
ATTACHMENT(S): October 2022 Service Awards
PREPARED BY: Talhia Dorado, Administrative Specialist
SUBMITTED BY: Rebecca Bjork, City Administrator
APPROVED BY: City Administrator's Office
Agenda Item No. 2
File Code No. 120.04
ATTACHMENT
October 2022 SERVICE AWARDS
October 4, 2022 Council Meeting
5 Years
Matthew Carlisle, Police Officer, Police Department
Raymond Santovena Fathauer, Police Officer, Police Department Adam Shull, Police Officer, Police Department
Kelsea King, Police Officer, Police Department
Edward Kasper, Police Officer, Police Department
John Duffy, Police Officer, Police Department
Joann Martinez, Parking Enforcement Officer, Police Department Scott Souza, Senior Public Works Inspector, Public Works Department John St Clair, Painter, Public Works Department
Ariana Bilek, Library Circulation Supervisor, Library Department Theo Sullivan, Airport Patrol Officer, Airport Department 10 YEARS
John Barriga, Police Officer, Police Department
Junmok Chung, Police Officer, Police Department
Kaitlyn Sipes, Police Officer, Police Department
Laura Yanez, Principal Engineer, Public Works Department 15 YEARS
Tomas Alferez, Maintenance Worker II, Public Works Department 25 YEARS
Winther Martinez, Water Treatment Plant Operator III, Public Works Department Ricardo Venegas, Neighborhood Outreach Services Coordinator II, Parks and Recreation Department
35 YEARS
Gregory Lowe, Heavy Equipment Technician, Waterfront Department 09/13/2022 Santa Barbara City Council Minutes Page 1 of 6
CITY OF SANTA BARBARA
CITY COUNCIL MINUTES
REGULAR MEETING
SEPTEMBER 13, 2022
COUNCIL CHAMBERS, 735 ANACAPA STREET
CALL TO ORDER
Mayor Randy Rowse called the meeting to order at 2:03 p.m. (A Special Finance Committee meeting was held at 12:00 p.m. The Ordinance Committee, which ordinarily meets at 12:30 p.m., did not meet this day.)
PLEDGE OF ALLEGIANCE
Mayor Rowse.
ROLL CALL
Councilmembers present: Eric Friedman, Alejandra Gutierrez (2:27 p.m.), Oscar Gutierrez, Meagan Harmon, Kristen W. Sneddon, Mayor Rowse.
Councilmembers absent: Mike Jordan.
Staff present: City Administrator Rebecca Bjork, Acting City Attorney Sarah Knecht, Deputy City Clerk Naomi Kovacs.
REPORT FROM CLOSED SESSION
Mayor Rowse reported that at the September 13, 2022, 10:30 a.m. Special Meeting, the Council voted unanimously of the members present to appoint Chris Hastert as the Airport Director. Councilmembers A. Gutierrez, O. Gutierrez, and Jordan were absent from the meeting.
CEREMONIAL ITEMS
1. Subject: Employee Recognition – Service Award Pins (120.04) Recommendation: That Council authorize the City Administrator to express the City’s appreciation to employees who are eligible to receive service award pins for their years of service through September 30, 2022.
Agenda Item No. 3
09/13/2022 Santa Barbara City Council Minutes Page 2 of 6 Action: City Administrator Rebecca Bjork read the names of employees being recognized for their service time. Mayor Rowse delivered a Proclamation and service award to Susan Jang-Bardick, who accepted the Proclamation.
Speakers:
- Staff: Parks and Recreation Senior Recreation Supervisor Susan JangBardick - Members of the Public: None
2. Subject: National Preparedness Month: September 2022 (120.04) Action: Mayor Rowse delivered a Proclamation to Liliana Encinas, who accepted the Proclamation.
Speakers:
- Fire Chief Chris Mailes, Bilingual Fire Public Education Coordinator Liliana Encinas
- Members of the Public: None
CHANGES TO THE AGENDA
PUBLIC COMMENT
Members of the Public: Michael Baker
CONSENT CALENDAR (Items 3 – 6)
The titles of the Ordinances were read.
Motion:
Councilmembers Friedman/O. Gutierrez to approve the Consent Calendar as recommended.
Vote:
Unanimous roll call vote (Absent: Councilmembers A. Gutierrez, Jordan).
3. Subject: Approving the 2022-2024 Management and Professional Attorneys Salary Plans [Ordinance Adoption] (410.01)
Recommendation: That Council adopt, by reading of title only, an Ordinance of the Council of the City of Santa Barbara Adopting the 2022-2024 Salary Plan Applicable to Unrepresented Managers and Professional Attorneys and the 2022- 2024 Salary Plan Applicable to Certain Unrepresented Safety Managers.
Action: Approved the recommendation; Ordinance 6081; (September 13, 2022 Council Agenda Report and any attachments).
09/13/2022 Santa Barbara City Council Minutes Page 3 of 6
4. Subject: Waterfront Department Lease Agreement with the Regents of the University of California for Dock Space in the Harbor [Ordinance Introduction; Agreement] (330.04)
Recommendation: That Council introduce and subsequently adopt, by reading of title only, an Ordinance of the Council of the City of Santa Barbara Authorizing the Waterfront Director to Execute a Five Year Lease Agreement with One Five-Year Option with the Regents of the University of California, for 5,563 Square Feet of Water Area Located at 139 Cabrillo Boulevard, Commencing Upon the Effective Date of the Enabling Ordinance.
Action: Approved the recommendation; Proposed Ordinance; (September 13, 2022 Council Agenda Report and any attachments).
5. Subject: July 2022 Investment Report (260.02)
Recommendation: That Council accept the July 2022 Investment Report.
Action: Approved the recommendation; (September 13, 2022 Council Agenda Report and any attachments).
6. Subject: Recruitment for Advisory Groups (140.02)
Recommendation: That Council:
A. Authorize and direct the City Clerk’s Office to accept applications through Monday, October 10, 2022, at 5:00 p.m. to fill scheduled vacancies on various City Advisory Groups and the unscheduled vacancies resulting from resignations received in the City Clerk’s Office through Wednesday, September 21, 2022;
B. Direct scheduling of City Council interviews of applicants for vacancies on various City Advisory Groups on Tuesday, November 1, 2022, at 4:00 p.m. (Estimated Time), Tuesday, November 8, 2022, at 4:00 p.m. (Estimated Time), and Tuesday, November 15, 2022, at 6:00 p.m. (Estimated Time); and
C. Direct scheduling of City Council appointments to fill the vacancies on various City Advisory Groups on Tuesday, December 6, 2022.
Action: Approved the recommendations; (September 13, 2022 Council Agenda Report and any attachments).
This concluded the Consent Calendar.
09/13/2022 Santa Barbara City Council Minutes Page 4 of 6
REPORT FROM THE FINANCE COMMITTEE
Finance Committee Chair Friedman reported that: 1. The Parks & Recreation Department made a presentation as part of the fiscal sustainability initiative; no action was taken. 2.
Unanimously approved the affordable housing financing and new 90-year affordability covenant for two properties with the Housing Authority on Kentia Place.
CITY COUNCIL ADMINISTRATIVE AND ATTORNEY REPORTS
CITY ADMINISTRATOR
7. Subject: Communications Office Outreach Update and Website Test Drive (170.04)
Recommendation: That Council receive an annual update on implementation of the City’s communication efforts and website launch.
Documents:
- September 13, 2022 Council Agenda Report and any attachments - PowerPoint presentation prepared and made by staff.
Speakers:
- Staff: Community Engagement Office/Public Information Officer Shelly Cone, Communication Specialist Kacey Dresher
- Members of the Public: Howard Green
Discussion:
- Councilmembers’ questions were answered.
COUNCIL AND STAFF COMMUNICATIONS
City Administrator Rebecca Bjork announced the commencement of recruitment for the City’s Boards and Commissions, which is up and live on the City’s website with applications online and available now, with lots of opportunities.
COUNCILMEMBER COMMITTEE ASSIGNMENT REPORTS
Councilmember O. Gutierrez reported on their attendance or made the following comment(s): 1. Community Prayer Breakfast; 2. Adam School’s solar panel ribbon cutting; 3. Farewell event for Jeff Shaffer of SB ACT; 4. Santa Barbara Ad Hoc Committee meeting; 5. Memorial for Booker Brown at Santa Barbara City College; 6. City College Hall of Fame; 7. League of Cities Conference in Long Beach; 8. 9/11 Flags Across America at Courthouse Sunken Gardens; 9. Community BBQ at Bohnett Park on the Westside.
09/13/2022 Santa Barbara City Council Minutes Page 5 of 6 Councilmember Friedman reported on their attendance or made the following comment(s): 1. Farewell event for Jeff Shaffer of SB ACT; 2. Attended and judged the Santa Barbara Hospitality Summer Games; 3. League of Cities Conference and several informative workshops, and presented the work of the Coastal Cities Group as Chair of that committee; 4. Environmental Defense Center’s 45th Anniversary event; 5. Hope School’s Annual Town Hall Meeting; 6. San Marcos High School Back to School Night.
Councilmember Sneddon reported on their attendance or made the following comment(s): 1. State Street Interim Operations meeting; 2. Homelessness Ad Hoc Committee; 3. League of Cities Conference and a standout session on resilient fire communities and lessons learned; 3. Elected Leaders Forum, the homeless collaboration across different jurisdictions; 4. 2nd Annual Flags Across America on 9/11; 5. Santa Barbara High School’s Back to School Night.
Mayor Rowse reported on their attendance or made the following comment(s): 1. Local Yacht Club Charity Regatta benefiting Visiting Nurse & Hospice; 2. Organ Donors event led by Scott Burns at Leadbetter Beach; 3. Riviera Association meeting; 4. Worked with and commended Heal the Ocean and Marborg in cleaning up the wrecked sailboat that washed ashore this past weekend.
Councilmember O. Gutierrez recognized the passing of Steve Engles, who was very active with our community, especially with TVSB.
PUBLIC COMMENT (IF NECESSARY)
Mayor Rowse recessed to Closed Session at 3:27 p.m.
CLOSED SESSION
8. Subject: Conference with City Attorney – Existing Litigation – Gov. Code §54956.9(d)(1) (160.03)
Recommendation: That Council hold a closed session to consider pending litigation pursuant to subsection (d)(1) of section 54956.9 of the Government Code and take appropriate action as needed.
The pending litigation is Kenneth Young v. City of Santa Barbara, et al. SBSC Case No. 21CV04618.
Scheduling: Duration 15 mins; anytime
Report: None anticipated
Document:
- September 13, 2022, report from the City Administrator 09/13/2022 Santa Barbara City Council Minutes Page 6 of 6 Time:
- 3:28 p.m. – 3:37 p.m.
No report made.
ADJOURNMENT
Mayor Rowse adjourned the meeting at 3:37 p.m.
Approved and adopted by the City Council of the City of Santa Barbara on October 4, 2022.
SANTA BARBARA CITY COUNCIL SANTA BARBARA
CITY CLERK'S OFFICE
_______________________________ ATTEST: ______________________________
RANDY ROWSE SARAH GORMAN
MAYOR CITY CLERK SERVICES MANAGER
09/13/2022 Santa Barbara City Council Minutes Page 1 of 2
CITY OF SANTA BARBARA
CITY COUNCIL MINUTES
SPECIAL MEETING
SEPTEMBER 13, 2022
COUNCIL CHAMBERS, 735 ANACAPA STREET
CALL TO ORDER
Mayor Randy Rowse called the meeting to order at 10:31 a.m.
PLEDGE OF ALLEGIANCE
Mayor Rowse.
ROLL CALL
Councilmembers present: Eric Friedman, O. Gutierrez (11:06 a.m.), Meagan Harmon, Kristen W. Sneddon, Mayor Rowse.
Councilmembers absent: A. Gutierrez, Mike Jordan.
Staff present: City Administrator Rebecca Bjork, Acting City Attorney Sarah Knecht, Deputy City Clerk Naomi Kovacs.
CLOSED SESSION
1. Subject: Airport Director Appointment (440.05)
Recommendation: That Council hold a closed session, pursuant to California Government Code Section 54957, to consider appointment of the Airport Director.
Scheduling: Duration: 1 Hour; anytime
Report: Report anticipated
Document:
- September 13, 2022, report from the City Administrator Time:
- 10:35 a.m. – 10:50 a.m.
09/13/2022 Santa Barbara City Council Minutes Page 2 of 2 A report is expected to be made at the September 13, 2022 Regular Meeting at 2:00 p.m.
2. Subject: Conference with City Attorney – Existing Litigation – Gov. Code §54956.9(d)(1) (160.03)
Recommendation: That Council hold a closed session to consider pending litigation pursuant to subsection (d)(1) of section 54956.9 of the Government Code and take appropriate action as needed.
The pending litigation is People of the City of Santa Barbara and of the County of Santa Barbara, Who Are Unhoused, as a Class Represented by P. Boring, etc. v.
Cathy Murillo, et al. USDC No. 2:21-cv-7305-DOC-KES.
SCHEDULING: Duration, 45 mins; anytime
REPORT: None anticipated
Document:
- September 13, 2022, report from the City Administrator Time:
- 10:55 a.m. – 11:30 a.m.
No report made.
ADJOURNMENT
Mayor Rowse adjourned the meeting at 11:30 a.m.
Approved and adopted by the City Council of the City of Santa Barbara on October 4, 2022.
SANTA BARBARA CITY COUNCIL SANTA BARBARA
CITY CLERK'S OFFICE
_______________________________ ATTEST: ______________________________
RANDY ROWSE SARAH GORMAN
MAYOR CITY CLERK SERVICES MANAGER
CITY OF SANTA BARBARA
COUNCIL AGENDA REPORT
AGENDA DATE: October 4, 2022
TO: Mayor and Councilmembers
FROM: City Administrator’s Office
SUBJECT: 2022-2025 Firefighters’ Association Bargaining Unit Memorandum of Understanding [Ordinance Introduction]
RECOMMENDATION:
That Council ratify the Memorandum of Understanding between the City and the Santa Barbara Firefighters’ Association by introduction and subsequent adoption of, by reading of title only, an Ordinance of the Council of the City of Santa Barbara Adopting a Memorandum of Understanding Between the City of Santa Barbara and the Santa Barbara Firefighters’ Association for the period of July 1, 2022 through June 30, 2025.
DISCUSSION:
The current Santa Barbara City Fire Association (SBCFA) Memorandum of Understanding (MOU) was adopted by the City Council on July 26th, 2022. A current side letter related to a retiree medical trust, effective April 1, 2022, was inadvertently left out of the final MOU. Staff is reintroducing the MOU to include this required side letter language.
The changes made are administrative in nature and there are no costs related to them.
BUDGET/FINANCIAL INFORMATION:
There are no additional costs to the City.
PREPARED BY: Sam Ramirez, Labor Relations Manager
SUBMITTED BY: Wendy Levy, Human Resources Director
APPROVED BY: City Administrator’s Office
Agenda Item No. 4
File Code No. 440.02
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ORDINANCE NO. _______
AN ORDINANCE OF THE COUNCIL OF THE CITY OF
SANTA BARBARA ADOPTING THE 2022-2025
MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF SANTA BARBARA AND THE SANTA BARBARA
CITY FIREFIGHTERS' ASSOCIATION
THE CITY COUNCIL OF THE CITY OF SANTA BARBARA DOES ORDAIN AS FOLLOWS:
SECTION 1. The Memorandum of Understanding between the City of Santa Barbara and the Santa Barbara City Firefighters' Association entered into as of July 1, 2022 and attached hereto and incorporated herein by reference as Exhibit "A" is hereby adopted.
SECTION 2. During the term of the agreement, the City Administrator is hereby authorized to implement the terms of the Memorandum of Understanding between the City of Santa Barbara and the Santa Barbara City Firefighters' Association without further action by the City Council, unless such further action is explicitly required by state or federal law.
SA390\042\10130308.v1-7/1/22
2022-2025 MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF SANTA BARBARA
AND
SANTA BARBARA
CITY FIREFIGHTERS ASSOCIATION, INC.
THIS AGREEMENT, SIGNED ON __________, IS ENTERED INTO AS OF JULY 1, 2022 BETWEEN THE CITY OF SANTA BARBARA (HEREINAFTER REFERRED TO AS "CITY") AND THE SANTA BARBARA CITY FIREFIGHTERS ASSOCIATION, INC. (HEREINAFTER REFERRED TO AS "SBCFA" OR “ASSOCIATION”). IT
SUPERSEDES AND REPLACES THE TERMS SET FORTH IN ANY PRIOR MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND SBCFA.
Pursuant to Section 3500 et seq. of the Government Code of the State of California, the duly authorized representatives of the City and SBCFA, having met and conferred in good faith over the issues of wages, hours, and terms and conditions of employment as herein set forth, declare their agreement to the provisions of this Memorandum of Understanding.
FOR THE CITY: FOR SBCFA:
Wendy Levy, Human Resources Director Robert Kendall, Fire Captain Sam Ramirez, Labor Relations Manager Renzo Durbiano, Fire Engineer Keith DeMartini, Finance Director Jon Turner, Fire Captain John Doimas, Assistant City Attorney
_________________________________
Brian Federmann, Fire Ops Division Chief
Alex Kargbo, Firefighter
_________________________________
Mark Kramer, Fire Engineer
_________________________________
Garrett Cuffel, Firefighter
_________________________________
Paul Spinale, Fire Engineer
Stuart Adams, Counsel
EXHIBIT A
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TABLE OF CONTENTS
Alphabetical by Article Title
ARTICLE- TITLE PAGE
1- BENEFITS DURING SICK LEAVE OR AUTHORIZED LEAVE WITHOUT PAY 1 2- BENEFITS - PART-TIME EMPLOYEES 1
3- BENEFITS - DOMESTIC PARTNERS 1
4- BEREAVEMENT LEAVE 1
5- BIWEEKLY PAY PERIOD 2
6- CAFETERIA PLAN 2
7- CALL BACK 2
8- CATASTROPHIC LEAVE 3
9- CONDUCT UNBECOMING OF A FIREFIGHTER (CUB-F) 3
10- CONFERENCE ATTENDANCE 3
11- DEPENDENT CARE 3
12- DISABILITY RETIREMENT 3
13- DIRECT DEPOSIT 4
14- DISCIPLINARY ACTION 4
15- DRIVER'S LICENSE 4
16- DRUG AND ALCOHOL TESTING POLICY 5
17- EDUCATIONAL REIMBURSEMENT 5
18- GRIEVANCE PROCEDURE 5
19- HAZARDOUS MATERIALS TEAM ASSIGNMENT 7
20- HEALTH INSURANCE FOR UNIT MEMBERS’ SURVIVORS 7
21- HOLIDAY COMPENSATION 7
22- HOLIDAY- ILLNESS OR INJURY 8
23- IMPLEMENTATION OF MOU 8
24- INDUSTRIAL LEAVE 8
25- LAYOFF PROCEDURE 9
26- LEAD CAPTAIN AND TRAINING CAPTAIN ASSIGNMENT 9
27- LIFE INSURANCE 9
28- LONGEVITY PAY 9
29- LOSS CONTROL SUPPORT (SAFETY) 10
30- MAINTENANCE OF BENEFITS 10
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31- MANAGEMENT RIGHTS 11
32- MATERNITY/PARENTAL LEAVE 12
33- MEAL CONTRIBUTION 12
34- MEDICAL AND DENTAL INSURANCE 12
35- MEDICAL AND FITNESS EXAMINATIONS 13
36- MEETING AND CONFERRING 13
37- MINIMUM STAFFING 13
38- MODIFIED DUTY 15
39- MUNICIPAL CODE CHANGES 16
40- NO STRIKE OR LOCKOUT 16
41- NON-DISCRIMINATION 16
42- OUT-OF-CLASSIFICATION WORK 17
43- OVERTIME/FAIR LABOR STANDARDS ACT (FLSA) 19
44- PAYROLL DEDUCTIONS 20
45- PREMIUM PAY FOR USE OF SPANISH LANGUAGE SKILLS 20
46- PROBATIONARY PERIOD 21
47- PROFESSIONAL CERTIFICATION PAY 22
48- RETIREE MEDICAL INSURANCE CONTRIBUTION 23
49- RETIREMENT 25
50- SALARIES 26
51- SBCFA ACCESS TO WORK LOCATIONS 27
52- SBCFA BULLETIN BOARDS 28
53- SCOPE OF THE BARGAINING UNIT 28
54- SERVICE BETTERMENT PAY (EDUCATION) 28
55- SHIFT TRADES 28
56- SICK LEAVE 28
57- STANDBY PAY 29
58- STATION MAINTENANCE 30
59- STEP INCREASE PLAN 30
60- TERM OF AGREEMENT 30
61- UNAUTHORIZED LEAVE/SUSPENSION 30
62- UNIFORM ALLOWANCE 31
63- VACATION 31
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64- WAIVER 32
65- WORK SCHEDULES 33
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1- BENEFITS DURING SICK LEAVE OR AUTHORIZED LEAVE WITHOUT PAY No sick leave, vacation, or holidays shall accrue to any employee during any full biweekly pay period in which the employee is on authorized leave without pay.
Employee on leave without pay shall also be responsible for full payment of insurance premiums.
2- BENEFITS - PART-TIME EMPLOYEES
Employees filling positions authorized by City Council in the official Position and Salary Control Resolution at more than 20 hours per week on a less-than-full time basis shall receive benefits as follows:
i. Cafeteria plan contribution, medical contribution, dental contribution, vision contribution, holiday and other benefits under this Agreement equal to the percent of time regularly scheduled versus a regular full-time (40 hour or 56 hour) schedule rounded up to the nearest ten percent (10%). ii. Vacation and sick leave equal to the percent of time actually worked versus a regular full-time (40 hour or 56 hour) schedule rounded up to the nearest ten percent (10%).
3- BENEFITS - DOMESTIC PARTNERS
The City shall allow same sex and opposite sex domestic partners dependent coverage under the medical, dental, and vision plans. In order to receive this benefit, domestic partners must be registered with the City Clerk’s office or the Secretary of State. The affected employee(s) shall be responsible for all tax consequences of this benefit.
4- BEREAVEMENT LEAVE
In case of death of a member of an employee's immediate family, a 40-hour employee shall be granted three (3) working days with pay, up to a maximum of five (5) days subject to the approval of the Department Head.
Employees of the Fire Department assigned to shift work shall be granted leave not to exceed two (2) shifts (48 hours) off with pay.
Immediate family is defined as mother, father, brother, sister, spouse, registered domestic partner, child, grandparents by blood or marriage, mother-in-law, fatherin-law, brother-in-law, sister-in-law, daughter-in-law, son-in-law, grandchildren by blood or marriage, step family members, or person standing in loco parentis. “In- SA390\042\10130308.v1-7/1/22 2
law” and “step” relationships shall include the immediate family of a registered domestic partner on the same basis as that of a spouse.
The intent of bereavement leave is to provide employees with adequate time to be with their immediate family during a period of anguish, whether it be at the time of death, preparation of funeral arrangements, and/or to attend a funeral.
Responsibility for proper administration of this section shall rest with the Fire Chief. 5- BIWEEKLY PAY PERIOD
All references to "hours, shifts, or days" may be considered on the basis of "hours per biweekly pay period" through conversion factors providing substantially equal employee benefits.
6- CAFETERIA PLAN
a. A flexible benefits plan known as a "125 Cafeteria Plan" and the "pre-tax advantage" provisions related to an employee’s eligible insurance premium contributions within the meaning of Section 125(d) of the Internal Revenue Code, shall be provided to employees.
b. Each employee shall be eligible to allocate a discretionary amount of $232.84 per month.
c. If medical and dental insurance selections exceed the cafeteria plan allocation in “b” above, the City will pay the difference of these respective insurance premiums up to the amounts in the Medical and Dental Insurance article of this MOU; said excess premium payments cannot be applied to any other element of the cafeteria plan.
7- CALL BACK
a. 40 hour per week employees called back to work from an off-duty status shall be compensated in accordance with the overtime provision of this Agreement.
b. If an employee is called back to duty on an overtime basis, such employee shall be compensated for no less than two hours overtime. c. Call back time commences upon the employee's receipt of the City's request for the employee to return to duty provided the employee promptly departs for his/her designated duty location.
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d. The Fire Chief retains the right to set administrative criteria governing when a fire investigator call-out, or other call back, is warranted and authorized.
e. Call back is defined as an employee remaining available to return physically to the workplace, at any time outside of normal working hours, and not limited to fielding a call or logging into a computer workstation. 8- CATASTROPHIC LEAVE
Employees will be covered by the Citywide Catastrophic Leave Policy, dated September 22, 2016, and incorporated herein by reference. This policy allows employee donation of eligible accrued time off to a coworker dealing with a catastrophic illness or injury to the coworker and/or the coworker’s spouse, registered domestic partner, or child.
9- CONDUCT UNBECOMING OF A FIREFIGHTER (CUB-F)
Firefighters are emergency responders held to a higher standard of behavior than ordinary employees because they respond to serious health and safety matters and at times may enter private property or residences. While off duty, firefighters shall not behave in a manner, or undertake actions that, reasonably considered, undermine the efficiency, cohesiveness, morale, or mission of the Department. 10- CONFERENCE ATTENDANCE
SBCFA representatives shall be permitted not more than an aggregate total of eight (8) shifts (192 hours) of time off with pay to attend conferences or seminars related to SBCFA activities for each fiscal year (July 1 - June 30). Such attendance is subject to approval of the Fire Chief.
11- DEPENDENT CARE
The City will provide a pre-tax salary reduction plan for employee dependent care needs in accordance with Section 129 of the Internal Revenue Code. 12- DISABILITY RETIREMENT
An employee found physically or mentally incompetent to perform his/her regular duties, even with a reasonable accommodation of a disability, shall be terminated pursuant to City Charter Section 1007 or retired, if eligible, pursuant to State law and City regulations. An employee eligible to retire for non-industrial disability shall be entitled to use a maximum of 180 days (2,160 hours for shift personnel and 1,440 hours for 40-hour per week employees) sick leave benefits prior to the date SA390\042\10130308.v1-7/1/22 4
the employee is eligible for retirement benefits. In no case shall an industrially injured employee be entitled to use sick leave benefits. 13- DIRECT DEPOSIT
All employees shall participate in the City’s payroll direct deposit program.
1. Each employee shall execute a payroll authorization form and submit a voided check or savings deposit slip to the Payroll Office. It shall be the employee’s choice as to which bank he or she designates as the institution receiving payroll funds.
2. When the authorization form is properly executed and filed with the Payroll Office, the City will begin automatically depositing the net amount of pay on or before each designated biweekly payday in the employee's designated bank account.
3. Exceptions: An exception to this policy may be granted by the Finance Director to an employee upon a showing of good cause for such exception (e.g., that he/she is unable to establish and/or maintain a personal banking/financial account for direct deposit, or that other personal circumstances necessitate a temporary or permanent exception). The Finance Director may require the employee to renew this exception periodically. Exceptions will not be unreasonably denied.
4. Employees participating in direct deposit will be provided with a payroll detail report each pay period. Employees will receive and be able to access this information electronically via the City’s computer system. 14- DISCIPLINARY ACTION
The City may provide the option of forfeiture of vacation time in lieu of taking other disciplinary action pursuant to Charter Section 1007 and enabling ordinances. 15- DRIVER'S LICENSE
Employees shall perform all activities necessary to maintain a Class 'C' or equivalent driver's license on their own time and at their own expense. The cost of any additional required driver's licenses, or the certificates or examinations necessary to obtain such licenses, shall be paid by the City. On-duty time, at the Fire Department's convenience, shall be provided for required testing and/or examinations.
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16- DRUG AND ALCOHOL TESTING POLICY
Employees in the job classifications of Administrative Fire Captain, Fire Captain, Fire Engineer, Firefighter, and Fire Inspector I, II and II are covered by the "City of Santa Barbara Drug and Alcohol Testing Policy for Fire Unit Employees" dated September 2000.
17- EDUCATIONAL REIMBURSEMENT
a. Educational Reimbursement Program: Employees shall be eligible for tuition reimbursement through the City of Santa Barbara’s Educational Reimbursement Program.
b. Fire Service Education Travel Expenses and Promotional Study List Materials: The Fire Department will provide up to a $400 reimbursement per fiscal year for the costs of lodging, meals, and mileage for fire service related courses, as outlined in the Standard Operating Procedures Manual, that are satisfactorily completed and receive the prior written reimbursement approval of the Fire Chief.
Reimbursement for the costs of books on the current Fire Engineer and Fire Captain promotional study list, but not eligible for reimbursement under the Educational Reimbursement Program, will also be permitted. The policies regarding reimbursement under this section shall be established by the Fire Chief and become part of the Santa Barbara City Fire Department's Standard Operating Procedures Manual. Reimbursement for lodging, meals and mileage shall be based upon the City of Santa Barbara Travel and Expense Reimbursement Policy for City Employees. The $400 per year available under this section will be accrued on July 1st of each fiscal year, up to a maximum ongoing accrual of $800.”
18- GRIEVANCE PROCEDURE
a. Grievances shall be defined as an alleged violation of this Agreement or dispute regarding interpretations, application or enforcement of this Agreement or the City Charter, City ordinances, resolutions, and written policies related to personnel practices and working conditions. Grievances shall not include disagreements regarding employment (including promotional) exams, disciplinary action, performance evaluations, probationary terminations, and items subject to meet and confer. b. Employees shall be assured freedom from reprisal for using the grievance procedure.
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c. Grievances shall be invalid unless filed within thirty (30) calendar days of the date the alleged grievable activity occurred or the employee could reasonably have known of its occurrence.
d. Step One - Immediate Supervisor. Any employee who has a grievance shall first try to get it settled through discussion with his immediate supervisor without undue delay. Every effort shall be made to find an acceptable solution at the lowest possible level of supervision. e. Step Two - Fire Chief. If after such discussion the employee does not believe the grievance has been satisfactorily resolved, he may file a formal appeal in writing to the Fire Chief within ten (10) calendar days after receiving the informal decision of his immediate supervisor. Fire Chief shall render his written decision and comment to the employee within ten (10) calendar days after receiving the appeal.
f. Step Three - Mediator. If, within fifteen (15) calendar days after receipt of the written decision of the Fire Chief the employee is still dissatisfied, he or she may request the services of a mediator from the State Mediation and Conciliation Service.
g. Step Four - City Administrator. If within fifteen (15) calendar days after the mediation process has been completed, or if mediation was not requested within fifteen (15) calendar days after receipt of the written decision of the Fire Chief, and the employee is still dissatisfied, he may appeal the decision to the City Administrator. Such appeal shall be made by filing a written appeal with the City Administrator. The City Administrator shall review the decision of the Fire Chief, and his/her decision, which shall be rendered within twenty-five (25) working days after the appeal is made, shall be final.
The City Administrator may request the advice of the Board of Civil Service Commissioners in any grievance proceeding, but he/she shall not be bound to follow any recommendation of the Board.
h. The time limitations for filing and responding to grievances may be waived or extended by mutual agreement of the parties. If either party to the grievance so requests, an informal hearing shall be conducted at the Fire Chief or City Administrator appeal levels. Employees may be represented by counsel or other person at any stage in the grievance process. For purposes of this Article "working days" refers to days in which the City Hall is open for business.
i. Grievances which are general in character and which involve interpretation or application of this MOU or City policies or which involve matters requiring resolution outside the authority of the Fire Chief shall be filed directly with SA390\042\10130308.v1-7/1/22 7
the Human Resources Director who shall provide a written response within ten (10) working days.
An employee may appeal the response of the Human Resources Director.
The employee's appeal shall be handled in accordance with the procedures in steps three and four above.
j. Complaints regarding performance evaluation (non-grievable) may be discussed with next highest level of supervision above the individual initiating the evaluation and taken to Fire Chief for final review. k. Examinations for employment and promotions shall not be grievable but shall be protested in accordance with approved administrative policy. City will consult with SBCFA prior to adopting and amending said policy. 19- HAZARDOUS MATERIALS TEAM ASSIGNMENT
Any employee holding the rank of Firefighter, Fire Engineer, or Fire Captain who holds either a Hazardous Materials Technician Certificate or a Hazardous Materials Specialist Certificate from the State of California shall be paid in addition to his/her salary range an increase of either five percent (5%) for a Hazardous Materials Technician Certificate or seven percent (7%) for a Hazardous Materials Specialist Certificate while assigned to the Hazardous Materials Team. 20- HEALTH INSURANCE FOR UNIT MEMBERS’ SURVIVORS
The City shall maintain and pay for the existing level of insurance benefits for up to twelve (12) months for the surviving family of a unit member who dies in the line of duty, or for such greater period of time required by state or federal law. 21- HOLIDAY COMPENSATION
Employees shall be eligible to receive holiday time at the general employee holiday and personal leave schedule for 40-hour employees, and seven and onehalf1 (7-1/2) twenty-four hour shifts (180 hours) per year for shift personnel.
Each employee will have the option to receive holiday compensation earned during the payroll year in time off or cash, or any combination thereof. Cash-out will be at the straight time rate of pay at the same time and in the same manner as the vacation cash-out process. Cash-out must be taken at the end of the same payroll year in which the holiday time was accrued. An employee who does not cash-out holiday pay accrued during the year must bid to take the time 1 Effective in pay period commencing July 30, 2022.
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off in the next year, and will not later be eligible to cash-out this time in lieu of taking time off.
Holiday time for suppression personnel shall be taken annually only in conjunction with vacation unless otherwise authorized by the Fire Chief. 22- HOLIDAY- ILLNESS OR INJURY
When an employee is assigned to work on a day which is a holiday for said employee and by reason of illness or job-related illness or injury is unable to work as assigned, such employee shall not be charged with a loss of holiday time in addition to sick leave or injury leave.
An employee unable to work due to extended illness or injury may cash-out holiday time through the holiday/vacation cash-out process at the end of the payroll year by notifying the department of the employee's desire to do so in writing prior to December 15 of the payroll year. Cash-out must be taken at the end of the same payroll year in which the holiday time was accrued. An employee who does not cash-out holiday pay accrued during the year must bid to take the time off in the next year, and will not later be eligible to cash-out this time in lieu of taking time off.
23- IMPLEMENTATION OF MOU
City shall implement the provisions of this Memorandum of Understanding by adopting appropriate resolutions, ordinances, and administrative policies.
An employee will be eligible for any increases to salaries and benefits that were effective prior to adoption of this Agreement, retroactive to the effective dates specified, if the employee was an active City employee and bargaining unit member on the date that the City Council ratified the Agreement. 24- INDUSTRIAL LEAVE
The City shall not deduct either State or Federal withholding taxes from Labor Code Section 4850 payments as long as that practice remains in accordance with the law and the employee is receiving 4850 payments for the entire biweekly pay period. Employees will hold harmless the City of Santa Barbara for any tax or other consequences that may arise from not deducting taxes in accordance with this provision.
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25- LAYOFF PROCEDURE
In cases of abolition of positions which result in layoff of personnel or reduction in force, the following seniority policy shall apply to sworn members of the bargaining unit:
a. The individual with the least time in rank shall be first reduced. Where equal time in rank is the case, total time with the Fire Department shall be used to determine seniority.
b. The individual affected shall have the right to "bump" downward to the next lower sworn rank formerly held by the affected employee such that the last hired employee in the lowest sworn rank shall be the first employee laid off.
Rehiring shall be accomplished pursuant to Section 3.16.350 of the Municipal Code.
26- LEAD CAPTAIN AND TRAINING CAPTAIN ASSIGNMENT
Any employee holding the rank of Fire Captain and assigned responsibility as Lead Captain or Training Captain2 shall be paid in addition to his/her salary range an increase in pay equal to ten percent (10%).
27- LIFE INSURANCE
The City will provide a term life insurance policy in the amount of $75,000 covering the employees only, with equal accidental death and dismemberment coverage. 28- LONGEVITY PAY
Effective July 6, 2024, in recognition of continuous full-time employment as a sworn Fire employee with the City of Santa Barbara, excluding unpaid breaks in service, the eligible employee shall be paid in addition to his/her salary range an increase in pay equal to the following as Longevity Pay. Such increase is in total and not stacked. For example, an employee at the 25 years and more level would receive only 8.0% and not a 21% increase.
5–9 years – 1.0%
10–14 years – 2.0%
15–19 years – 4.0%
20–24 years – 6.0%
25 and more years – 8.0%
2 Effective in pay period commencing July 30, 2022.
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29- LOSS CONTROL SUPPORT (SAFETY)
a. The City and SBCFA will abide by all provisions of the California Plan approved in accordance with the provisions of the Federal Occupational Safety & Health Act of 1970, and any applicable legislation as may be passed by the State of California to implement that plan. b. Any safety courses the employees are required to take will be provided on City time with pay.
c. The City will conduct a Safety Program on City time for the purpose of educating the employees concerning the provisions of the Occupational Safety & Health Act as well as the City safety policies. d. SBCFA will support without qualification the City's Safety Program and will encourage its members to attend safety courses if required by the City and made available on City time.
e. Both the City and SBCFA recognize the need and will strive to reduce the number of industrial injuries among the employees.
f. The City will either provide all safety equipment or will reimburse the employee for purchasing the equipment, whenever such equipment has been required by the City as necessary for the job. Such equipment may include, but not be limited to, safety shoes, safety glasses, helmets, gloves, safety boots, life jackets, and all related safety items. The City will purchase wildland boots for new employees only The City shall retain the right to determine the minimum specifications of the safety equipment, procurement, procedures, and limitations and exclusions. 30- MAINTENANCE OF BENEFITS
a. All benefits (other than direct wages) as provided by ordinances, resolutions, and City Charter, in existence at the commencement of this Agreement, shall not be diminished, lessened, altered or reduced except as may be herein provided for the duration of the Agreement. b. Wage adjustments as provided for from time to time by ordinance, resolution, or City Charter, as such may be amended in accordance with this Agreement, shall also continue for the duration of this Agreement. c. The City has the right and prerogative to assign duties to and direct employees in accordance with applicable job specifications and Section
3.12 of the Santa Barbara Municipal Code.
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31- MANAGEMENT RIGHTS
This section is to be interpreted in a manner consistent with applicable laws and with due regard for the provisions of this Agreement.
The City has an exclusive right to manage and direct the performance of services and the work force performing such services unless the City has specifically delegated, abridged, or modified any such rights in this Agreement. Such rights shall include but not be limited to the sole right to determine the organizational structure of the City, establish levels and types of services to be provided, determine the methods, means, and number of personnel by which operations are to be conducted including sole authority to contract or subcontract for municipal services, and to exercise complete control and discretion over the technology of performing the City's work.
The City retains complete authority over the policies and direction and administration of the Fire Department, including but not limited to standards and methods of selection for employment, promotion and performance evaluation, disciplinary action; relief of employees from duty because of lack of work or other legitimate reasons; maintenance of the efficiency of government operations; establishment of the work week and work schedules; and determination of the content of job classifications.
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32- MATERNITY/PARENTAL LEAVE
An employee may request to take pregnancy and/or parental leave as provided under the City’s “FMLA/CFRA Family Care and Medical Leave Policy”, “Maternity Leave Policy”, and/or “Parental Leave Policy, or as provided under state or federal law.
33- MEAL CONTRIBUTION
Employees are required by the City as a condition of employment to contribute financially to meals in the Fire Station at a charge equal to the value of the meal, irrespective of whether the employee chooses to eat the meal. Employees shall be solely responsible for any financial or tax liability regarding this provision.
Accordingly, the City shall be held harmless from any such liability. The City also shall not be responsible for maintaining any records or providing administration regarding this provision.
34- MEDICAL AND DENTAL INSURANCE
For the length of this Agreement the City will pay 100% of the premium for medical insurance for the employee only up to a maximum monthly amount of $1412.70.
Should the amount of "employee only" premium be less than the dollar limits herein described, the difference between the "employee only" premium and said dollar amount limits shall be applied to employee dependent medical coverage, if any.
For the length of this Agreement the City shall pay 100% of the premium for dental insurance coverage for the employee only up to a maximum monthly amount of $52.00.
The dental insurance shall provide for payments based upon 100% of reasonable and customary charges. The City will update dental schedule to reflect current, usual, customary, and reasonable charges in the Santa Barbara area.
The City retains full and complete control over the selection, approval, and administration of insurance programs to include selection of the carrier, insurance contract renewal, and changes in program specifications.
The City will administer the medical plans option and the City will provide a vision care option for unit employees.
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35- MEDICAL AND FITNESS EXAMINATIONS3
The City shall continue to provide a program of annual medical exams for unit employees regularly assigned to the Hazardous Materials Response Team (HAZMAT); as well as, continuing a program of periodic fitness exams for all unit employees.
The City will provide voluntary medical examinations with a provider agreed to between the Association and the Fire Chief for all employees on an annual basis.
The parties will reopen negotiations, upon either party’s 30 day prior written notice to the other, with regard to implementing a health and/or fitness maintenance program, which may establish requirements to demonstrate minimum job-related levels of health and/or fitness, and/or establish a program to reward employees for achieving and maintaining such level of fitness.
36- MEETING AND CONFERRING
Meeting and conferring over the renewal or continuation of this Agreement shall be initiated at the request of either party after September 1 of the last year of this Agreement, but not later than October 1 of the last year of this Agreement. Every effort will be made to reach an agreement prior to the expiration of this Agreement. 37- MINIMUM STAFFING
For the duration of the Agreement, subject to the requirements of Article X, Section 1008 of the City Charter, the City agrees to initially maintain the following minimum staffing levels:
a. The minimum staffing requirements of the Department shall be as follows:
(1) For Non-ARFF suppression, 25 sworn fire suppression personnel per shift within the City, not including sworn management, consisting of 7 engine companies and 1 truck company. Each engine company shall be comprised of one Fire Captain, one Fire Engineer and one Firefighter. The truck company shall be staffed with one Fire Captain, one Fire Engineer, and two Firefighters. (2) For the Aircraft Rescue and Fire Fighting (ARFF) Suppression Company, there will be 3 sworn fire suppression personnel per shift, comprised of one Fire Captain and two Fire Engineers. (3) Staff on mutual aid of a duration of 12 hours or less will be included in the above numbers, in which case back filling shall be at the discretion of the Fire Chief.
(4) Employee assigned and paid in an “acting” capacity on a shift will 3 Changes to become effective in pay period commencing July 30, 2022.
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be included in the above numbers at the acting rank. As provided under the department’s Standard Operating Procedure
“Overtime/Mandate”, acting employees will only be assigned where not enough personnel of the needed rank have made themselves available to work. City acknowledges that it is not its intent to permanently staff vacancies at the Engineer or Captain rank with acting employees. Out of classification work shall not exceed ten (10) consecutive shifts unless operational needs require a longer duration. The ten (10) consecutive shifts may be extended if operational needs require an extension and after the City has met and consulted with the Association.
(5) For the Prevention Bureau there shall be a minimum of 6 authorized positions on the official list of authorized positions. The City Council may direct that these positions, if vacated by the incumbent employee for reasons other than an involuntary termination, remain unfunded and unfilled without violating this section.
(6) There shall also remain a Training Captain position on the official list of authorized positions. The City Council may direct that this position, if vacated by the incumbent employee for reasons other than an involuntary termination, remain unfunded and unfilled without violating this section, however it is the intent of this section for the Training Captain position remain funded and filled if fiscal conditions permit.
b. If the City Council exercises its rights under Article X, Section 1008 of the City Charter, or otherwise discontinues the minimum staffing levels in Section 3(a), as outlined above, without the express written consent of the Association:
(1) The City will give the Association a minimum of 60 days written notice prior to the effective date of the change to minimum staffing (the “change date”), and
(2) In the event the Association believes that such intended action will affect the safety or workload of affected employees, it shall so advise the City, whereupon the City and the Association shall meet and confer in good faith over the impacts of the change, Such meeting and conferring, however, shall not prevent the City from implementing the staffing change on an interim basis not less than 60 days after notice to the Association, but prior to the conclusion of negotiations over the impacts of the change.
c. Prior to making a decision to “contract out” work currently being performed by ARFF Suppression staff, the City will provide notice to the Association and the opportunity to meet and confer over both the decision and the effects of such decision.
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d. If the City Council exercises its rights under Article X, Section 1008 of the City Charter, or otherwise discontinues the minimum staffing levels in Section 34(a)(ii) Non-ARFF Suppression, Section 34(a)(v) Prevention, or Section 34(a)(vi) Training Captain, without the express written consent of the Association the City will prospectively increase salaries across-the-board by 3%. This subsection “d” shall not apply to a reduction in ARFF Suppression staffing. 38- MODIFIED DUTY
a. The City’s Modified Work Program, which can be found in Chapter 4 and in Appendix 20 of the Injury and Illness Prevention Program (IIPP), shall apply to members of the Association.
b. The following provisions will apply to temporary modified duty assignments at the Fire department.
(1) Industrial Injury/Illness
i. The Fire Chief or his/her designee will coordinate all modified duty assignments for industrial injury or illness. ii. An employee unable to work due to an industrial injury or illness shall immediately notify the on-duty Battalion Chief whenever there is a change to the employee’s work restrictions.
iii. An employee shall immediately make himself or herself available to return to available modified duty upon authorization by the treating physician.
iv. Refusal by an employee with a job related injury or illness to accept a modified duty assignment under the work restrictions approved by the treating physician may result in loss of compensation and benefits under California Worker’s Compensation law and/or Labor Code §4850, consistent with applicable law.
v. An employee on modified duty will not be denied normal promotional or training opportunities based on his or her modified duty status.
vi. Modified duty assignments will be scheduled as follows, unless otherwise scheduled by the Fire Chief:
A. Short term: For modified duty of less than three
weeks (21 consecutive calendar days) the employee will work 8:00 a.m. to 5:00 p.m. on the regularly assigned shift.
B. Long term: For modified duty of more than three
weeks, the employee will be converted to a 40-hour work week (typically four 10-hour days).
(2) Non-Industrial Injury/Illness
i. The Fire Chief may consider requests for a voluntary modified duty assignment from an employee who sustains a non-industrial SA390\042\10130308.v1-7/1/22 16
injury/illness.
ii. If approved, a fire department employee will work a modified duty assignment in lieu of using sick leave or other disability benefits. iii. For all non-industrial injury or illness the employee will be converted to a 40-hour work week (typically four 10-hour days). iv. The Fire Chief may end any such modified duty assignment at his or her sole discretion.
39- MUNICIPAL CODE CHANGES
During the term of this Agreement the City and the SBCFA shall meet and confer with regard to any City proposed updates to Municipal Code Title 3 to reflect current practices.
40- NO STRIKE OR LOCKOUT
a. During the term of this Agreement, the City will not lockout employees and SBCFA will not engage in labor practices detrimental to providing services to the citizens of Santa Barbara or detrimental to the interests of the City; nor will SBCFA sanction, support, condone, approve, or engage in any strike, sick-in, slow-down, work stoppage, or speed-up. All matters of controversy coming within the scope of this Agreement will be settled by established grievance procedures.
b. Violation of the above shall be just cause for disciplinary action including termination.
c. City and SBCFA will not breach the terms of this Memorandum of Understanding or commit any unfair labor practices during the term of this Agreement.
41- NON-DISCRIMINATION
a. The provisions of this Agreement shall be applied equally to all employees covered herein without favor or discrimination because of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, pregnancy, age, sexual orientation, political or religious affiliations, union membership, or military and veteran status. b. The City and SBCFA will commit themselves to the goal of equal employment opportunity in all City services. Further, the Union agrees to encourage their members to assist in the implementation of the equal employment opportunity program.
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c. The taking of FMLA leave, or other leaves of absence protected under state and federal law, will not be used as a negative factor in employment actions, such as hiring, promotions, or disciplinary actions, nor will such leave be counted as a negative factor under attendance policies, provided that the employee has complied with any and all notice and proof requirements applicable to such leave.
f. Repeated discourteous treatment by any City employee of fellow coworkers may be reported to the supervisor or Human Resources. Such behavior, or retaliation against a coworker for reporting such behavior in good faith, may subject the employee to corrective action up to and including discipline. g. Complaints may also be made under the terms of the Citywide Violence in the Workplace Policy (contained in the Injury and Illness Prevention Program) or Non-discrimination and Harassment Policy, as appropriate. 42- OUT-OF-CLASSIFICATION WORK
a. Suppression Employees. When a certified employee has worked out-ofclassification, the certified employee shall be compensated at the rate of the higher classification while the out-of-classification work continues.
Compensation for working out-of-class shall be as follows:
(1) Firefighters working as Acting Engineer, and Engineers working as Acting Captain:
The lowest salary step of the higher classification that is at least 5% above the employee's current base pay.
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(2) Firefighters working as Acting Captain:
The lowest salary step of the higher classification that is at least 10% above the employee's current base salary.
For the purposes of this subsection, an out-of-classification assignment is defined as the full-time performance of all the duties of an authorized, funded, permanent, full-time position in one classification by an employee in a position in another classification. Credit or pay for out-of-classification work shall accrue in half or full shift increments only. b. An employee assigned to work as a Battalion Chief shall be compensated at the greater of either minimum base salary assigned to that class or at least receive a 15% (fifteen percent) increase in base salary (up to maximum of range) for each full shift or day the employee is assigned such work.
c. Prevention Employees. Working a Fire Prevention employee out-ofclassification that is not certified as an Inspector II or III will occur only to meet the work requirements within the City and that such out-ofclassification work will terminate fifteen (15) consecutive work days or thirty (30) work days in any one calendar year, or if extended beyond fifteen (15) consecutive or thirty (30) work days, the employee shall be compensated at the rate of the higher classification while the out-of-classification work continues. When an employee with certification has worked out-ofclassification, the certified employee shall be compensated at the rate of the higher classification while the out-of-classification work continues.
For purposes of this subsection, an out-of-classification assignment is defined as assignment by the Fire Chief or designee of the full-time performance of the significant duties of an authorized, funded, permanent, full-time position in one or more higher classification(s) by an employee in a position in another classification. "Significant duties" shall be as defined on the appropriate class specification.
When an employee works out-of-classification continuously for fifteen (15) working days or more, the City shall place a letter in the employee's personnel file acknowledging the out-of-classification work.
It is the intent of this subsection to compensate employees for assigned outof-class work which extends beyond fifteen (15) consecutive or thirty (30) work days in any one calendar year.
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43- OVERTIME/FAIR LABOR STANDARDS ACT (FLSA)
a. All unit members are exempt under the provisions of the 7K exemption of the Fair Labor Standards Act (FLSA).
b. Suppression employees shall be on a 24-day work period. c. Overtime compensation for employees shall be as follows:
(1) Suppression Employees. Suppression employees shall be compensated at time and one-half their regular rate of pay for all hours worked in excess of 182 hours in a 24-day work period. Paid leave time shall count as time worked for purposes of this section.
All emergency call back and hold over time shall be compensated at time and one-half.
(2) Prevention Employees. Prevention employees shall be compensated at one and one-half times their regular rate of pay for all hours worked in excess of their regularly scheduled shift and/or in excess of 40 hours per week. Paid leave time shall count as time worked for purposes of this section.
d. Hourly rates for suppression employees shall be based on the established biweekly salary divided by 112 hours.
e. Employees assigned to fire watch overtime hours (e.g. movie sets, concerts) will be paid at time plus one-half.
f. Emergency callback overtime is paid from time of notification to time of departure from the station or other assigned reporting site. Other overtime, including but not limited to scheduled and mandated overtime, is paid from arrival to until departure from the station or other assigned reporting site. g. Comp Time may be earned and used as follows:
1. Employees shall have the option to be compensated by CTO for any portion of overtime worked at a time and one-half CTO rate, subject to a CTO accrual limit of 1204 hours for suppression employees and 60 hours for prevention employees. Unless employees specifically designate CTO compensation for overtime worked, employees will receive monetary compensation for such overtime.
4 Effective in pay period commencing July 30, 2022.
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2. Effective July 1, 2022, employees will be limited to no more than 120 hours of compensatory time used as paid time off in any calendar year.
3. CTO shall be taken off under the same policies and procedures that govern vacation.
4. An employee may also request, in the same manner as vacation time, to utilize CTO beyond the maximum five employees per shift if sufficient staffing will be available. The availability of sufficient staffing will be determined by the department after the pre-schedule has occurred for the shift in question and the roster has been completed.
h. Members that respond to emergencies outside of the City’s jurisdiction will be paid “portal to portal” while in the course of their employment and assigned to an emergency incident, or pre-positioned for emergency response outside of the City’s jurisdiction.
44- PAYROLL DEDUCTIONS
The City will continue deducting monies from payroll and remit same to SBCFA as authorized by employee payroll deduction authorizations in accordance with present policy. Any changes in dues deductions shall be subject to indemnification of the City by SBCFA.
SBCFA will meet and confer at the City's request regarding the addition or deletion of other payroll deductions.
45- PREMIUM PAY FOR USE OF SPANISH LANGUAGE SKILLS
For all employees designated by the Fire Chief, who establish to the satisfaction of the Chief and the Human Resources Manager proficiency in conversing and reading skills in Spanish as demonstrated by appropriate testing, the City will pay premium pay of $51.20 each biweekly pay period.
Employees receiving such premium pay may be required to show continued proficiency as demonstrated by an annual recertification exam that is the same as the initial qualifying exam.
Employees who are off-duty for an extended period of time due to illness or injury (including industrial-related illness or injury) and are designated by the Fire Chief to take the exam, may take the test to establish proficiency in Spanish language skills; however, he or she will not begin receiving the premium pay until they return to active duty.
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46- PROBATIONARY PERIOD
The City may extend the probationary period upon written agreement of the employee. A consecutive period of time served by an employee in an acting capacity immediately prior to his/her regular appointment to the position shall be applied to the one year probationary period.
In addition, any period of ten (10) or more shifts served by an employee in an acting capacity within the six (6) months immediately prior to promotion shall be credited to the employee's probationary period.
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47- PROFESSIONAL CERTIFICATION PAY
a. Employees who meet the certification and eligibility requirements set forth herein shall receive the following pays effective the first full pay period following ratification of the MOU amendment. The percentage listed multiplied by the employee’s base salary rate constitutes the amount of the pay. The certificates listed below enhance the employees’ ability to do their job and a program or system is in place to evaluate and approve acceptable courses.
EMT-D* 2%
California State FF1 Certification
OR
California State Fire Inspector I
2%
California State FF II Certificate
OR Completion of FFI Certified Fire Academy
plus 1 year as a professional Firefighter
OR California State Fire Investigator I
Certificate
2%
Completion of Company Officer Courses
(2A, 2B, 2C, 2D, 2E, Instructor 1)
OR
Completion of State Fire Inspector II Courses
(2A,2B, 2C, 2D)
1%
California State Company Officer Certificate
OR
California State Fire Inspector II Certificate
2%
Water Rescue Team Member 2%5
Urban Search and Rescue (USAR) 3%6
b. Certification Requirements
5 Effective in pay period commencing July 30, 2022.
6 Effective in pay period commencing July 30, 2022.
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*EMT-D certification requirement as determined by the Santa Barbara County Emergency Medical Services Agency. Employee shall lose the certification pay and eligibility if recertification requirements are not met as determined and required by the Santa Barbara County Emergency Medical Services Agency. c. Eligibility Requirements
All eligible members will begin receiving pay effective the first full pay period following ratification of the MOU amendment. Subsequently, upon providing proof of eligibility, all newly eligible members will receive pay effective no later than two pay periods following submission.
d. Change in Criteria Meet and Confer
In the event that the requirements/criteria for either the courses and/or certificates changes from current July 1, 2022 standards in such a manner so as to adversely impact the members’ ability to obtain the percentages specified herein, the parties agree to meet and confer to ensure that the ability to maintain/obtain the percentages in this section are preserved. 48- RETIREE MEDICAL INSURANCE CONTRIBUTION
a. This provision is applicable to employees who retire from City service on or after July 1, 1994, and
1. Have 15 or more years of classified or unclassified service; or
2. Retire from City with an industrial disability.
b. For employees who retire on or after the date this Agreement is ratified by the City Council, the City shall contribute $12.00 per month, per year of service up to a maximum of 35 years (i.e., $420.00/month) towards the purchase of medical insurance for the retiree and his/her spouse or registered domestic partner, if applicable.
Employees who retire from the City with an industrial disability shall receive a minimum contribution based upon 15 years of service, or actual years of service, whichever is greater.
c. The retiree is not limited to purchase of a City sponsored plan, provided however, that if the retiree purchases another insurance plan, the retiree must supply the City with adequate proof of insurance coverage prior to any contribution from the City. Proof of such coverage shall be provided to the City on a periodic basis, as reasonably determined by the City.
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d. The City shall continue to make its contribution until the retiree reaches age 65 or dies, whichever occurs first, provided however, that if the retiree dies before reaching the age of 65 and there is a surviving spouse or registered domestic partner, the City's contribution shall cease when the retiree would have reached age 65. Thereafter, the spouse or registered domestic partner may remain on the insurance plan, at his/her own cost, subject to the conditions set forth by the insurance company.
e. In the event Health Care legislation is passed which affects the nature of the benefit described above, the parties will reopen negotiations and modify this benefit, if necessary, so as to maintain their original intent (e.g., eligibility, scope, cost).
2. RETIREE MEDICAL TRUST
a. Effective April 1, 2022, per the Association’s internal rules the employees voted to enter into an agreement with the California Firefighter Benefit Trust.
b. DEFINED CLASS OF EMPLOYEES RECEIVING CONTRIBUTIONS.
Employees receiving contributions to the Trust, as set forth below, consists of all employees represented by the Association. c. The City and the Association agree that the City shall withhold a mandatory contribution of $200.00 per month on a pre-tax basis from the pay of every employee who is a member of the bargaining unit represented by the Association and shall transmit such contributions to the Trust pursuant to the requirements in Section d below. No employee shall be permitted to opt-out of the mandatory contributions or receive any portion of the contribution in cash.
d. REMITTANCE OF CONTRIBUTIONS. The City shall remit the above contributions directly to the Trust for the duration of the Memorandum of Understanding. Those contributions shall be remitted per pay period, in one aggregate [ACH transfer or wire] directly to the custodian of the Trust within 30 days of the date the payment would have been payable to the employee.
e. RECEIPT OF TRUST AGREEMENT. The City hereby acknowledges receipt of the Trust Agreement governing the Trust and will comply with rules set by the Trust Office in regard to reporting and depositing the required contributions set forth herein.
f. REPORTING TO TRUST OFFICE. The City shall electronically submit to the Trust Office a report of contributing employees for each contribution sent to the Trust, in the format requested by the Trust, and received by the SA390\042\10130308.v1-7/1/22 25
Trust Office within five (5) days of receipt of the contribution funds. (1) The City shall also provide an initial report of information for all contributing employees, as reasonably requested by the Trust; and shall send updates to this information to the Trust Office whenever the City has notice of changes to the information.
g. MODIFICATION OF EMPLOYEE CONTRIBUTION AND LEAVE
AMOUNTS. The City and the Association agree that the Association has the right, subject to approval of its members according to the Association’s internal rules, to prospectively modify the amount of the mandatory employee contribution (Section c) in any increment of $25, or to include the mandatory transfer of employee leave where an employee is eligible to receive a monetary payout of accrued leave during the course of this Agreement, so long as the modification is mandatory for all employees covered by this Agreement.
h. LIMITATION OF LIABILITY. The Association shall indemnify, defend and hold harmless the City from any claim, complaint, assessment, penalty or damages asserted by any person or entity, including any state or federal authority, arising out of Association participation in the Trust, including but not limited to fines, fees, or penalties issued by state or federal taxing authority against the City due to employee payroll deductions or compensation payouts that are directed to the Trust.
49- RETIREMENT
a. Classic Employee For employees who are “Classic” employees under the Public Employees Retirement System (PERS):
(1) The City shall provide the 3% at age 50 PERS retirement formula for Fire safety employees.
(2) The employee will pay the full member contribution. (3) Classic employees will pay an additional cost share amount as follows:
i. Effective June 23, 2018, “Classic” employees under CalPERS will pay an additional 1.5% to CalPERS as cost-sharing under section 20516 (f), the “MOU Method,” of cost-sharing. This amount will be in addition to the 9% member contribution, for a total employee contribution of
10.5%.
ii. To the extent allowable by CalPERS, and consistent with the results of any required member election, these contributions will be tax-deferred and credited to the member account through the “Amendment Method” of cost-sharing. The City agrees to use reasonable haste to determine the eligibility of the cost-share under the amendment method, and to SA390\042\10130308.v1-7/1/22 26
conduct any administrative processes necessary to achieve such amendment.
(4) The City shall provide One-Year Highest Compensation pursuant to Section 20042 of the California Government Code.
b. PEPRA Employee Effective January 1, 2013, “New” Fire Safety members as defined by California Public Employees’ Pension Reform Act of 2013 (hereinafter “PEPRA Employees) will be covered under the 2.7% at 57 Safety retirement formula, with a final compensation measurement period of the average of the highest three (3) consecutive years, as well as all other statutory requirements..
Effective January 1, 2013, new employees and/or members as defined by statute shall contribute half the normal cost for benefits, as defined by statute; the City will not pay any portion of these employees’ required contributions. c. For both “Classic” and “PEPRA” PERS members:
(1) The City shall provide Post-Retirement Survivor Allowance to Continue After Remarriage pursuant to Section 21635 of the California Government Code. This provides that if the surviving spouse remarries on or after January 1, 1985, the Post-Retirement Survivor Continuance will not cease.
This section will apply on account of remarriages that occur on and after the contract inclusion date for survivors or contracting agency members. (2) The City shall provide Increased Level of 1959 Survivor Benefits pursuant to Section 21572 of the California Government Code. This benefit allows the City to provide 25% higher levels of 1959 Survivor Benefits than the level one benefits provided under section 21571 of the California Government Code.
(3) Suppression employees will have fifty-six (56) hours of regular salary reported to PERS.
(4) The City shall provide for employees to convert unused accumulated sick leave to additional PERS service credit at the time of retirement. (Government Code Section 20965).
(5) The City’s contract with PERS shall provide that Fire Inspectors I, II and III shall be designated as safety employees for purposes of retirement. (Government Code Section 20433).
d. Notwithstanding the above, the unclassified classification of Firefighter-Entry shall be enrolled in the CalPERS Miscellaneous retirement plan and subject to the contribution requirements applicable to the Miscellaneous plan. 50- SALARIES
a. The compensation which shall be paid to fire personnel shall be in accordance with Section 1211 (b) of the City Charter as amended.
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b. Further, the City agrees to provide employees with a minimum 5% increase in base salary upon promotion up to the maximum of the salary provided in the salary range for the position.
c. The following across-the-board increases will go into effect as indicated:
Effective Date Base Salary Increase
July 30, 2022 1.5%
July 1, 2023 3.0%
July 1, 2024 No salary increase
Should a formal salary/compensation survey occur, the following survey agencies will be used:
Santa Cruz
Santa Monica
Huntington Beach
Oxnard
Ventura
Newport Beach
Pasadena
Burbank
Montecito
Carpinteria
Glendale
Beverly Hills
51- SBCFA ACCESS TO WORK LOCATIONS
a. SBCFA officers or employees shall be permitted reasonable access to work locations for the purpose of processing grievances or contacting members concerning issues of wages, hours, or terms and conditions of employment.
Work locations will not be entered without the knowledge and consent of the Chief Officer on duty. Access shall not interfere with normal department operations or established safety or security requirements. b. Solicitation of membership and activities concerning SBCFA internal management shall not be conducted during working hours without the consent of the Fire Chief. The right to solicit members and conduct SBCFA activities shall not be unreasonably withheld if said activities are conducted during non-scheduled activity hours.
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c. SBCFA shall submit requests to the Chief or his designee at least twentyfour (24) hours in advance of its desire to conduct a SBCFA meeting on City property. The Fire Chief or his designee has the discretion to approve any request but may not withhold approval unreasonably. The Fire Chief's response to SBCFA will be made within a reasonable time so that SBCFA can make other arrangements if necessary.
52- SBCFA BULLETIN BOARDS
The Association may furnish a bulletin board at each main work location for the conduct of Association business. The size and location of the boards must be approved by the City. All materials to be posted on such bulletin board shall be non-defamatory, must be approved and signed by an Association official and shall be used only for information related to the following subjects: Association recreational, social and related news bulletins, meeting notices, election notices and results, and other official Association business such as Committee reports. 53- SCOPE OF THE BARGAINING UNIT
The bargaining unit will represent all employees in the classifications of Firefighter – Entry, Firefighter, Fire Engineer, Fire Captain, Fire Inspector I, Fire Inspector II and Fire Inspector III.
54- SERVICE BETTERMENT PAY (EDUCATION)
The former City Service Betterment Pay Plan was eliminated January 1, 1977. 55- SHIFT TRADES
Employees may voluntarily exchange work shifts or any portion of a shift with 24 hours advance notice and approval from the Fire Chief or designated representative. Employees exchanging shift time shall be of equal rank.
The City and Fire Department are not responsible for shift exchange arrangements made between employees. Outstanding shift exchange paybacks are the responsibility of the individual employee.
56- SICK LEAVE
a. Employees shall be eligible to accrue sick leave at the rate of 12 days (144 hours for shift personnel and 96 hours for 40-hour per week employees) per year. Sick leave may be accumulated up to a maximum of 180 days (2,160 hours for shift personnel and 1,440 hours for 40-hour per week employees).
Sick leave may be used for the diagnosis, care or treatment of the SA390\042\10130308.v1-7/1/22 29
employee’s existing health condition or preventative care (e.g. medical appointments). Employees may also use sick leave if they are a victim or domestic violence, sexual assault, or stalking, as provided under state law.
In no case shall sick leave be used in lieu of or in addition to vacation or industrial injury/illness leave. An employee’s use of the first one-half of paid sick leave in a calendar year (72 hours for Shift personnel and 48 hours for 40-hour per week employees) for any qualifying reason, is considered “Protected Sick Leave.” As such, no physician’s statement is required for sick leave utilized during this period. Thereafter, Section 3.08.170 of the Municipal Code regarding presentation of a physician's statement as proof of illness or sick leave absences, of for more than three consecutive working days, shall be interpreted to mean that such a physician's statement shall be required for absences of more than two consecutive shifts for shift personnel. Employees may use up to 6 days (72 hours for Shift personnel and 48 hours for 40-hour per week employees) of accrued sick leave per calendar year for the diagnosis, care or treatment of an existing health condition or preventative care (e.g. medical appointments) of a child, parent, spouse, domestic partner, child of a domestic partner of the employee, grandparents, grandchildren, siblings and parents-in-law, as provided under state law.
b. Sick Leave Annuity Upon Retirement - At the time of retirement, the City shall calculate the amount of an annuity for sick leave for the retiring employee using the formula for sick leave conversion that is set forth in Government Code section 20965. The following conditions apply to this benefit:
(1) In order to qualify for payout of sick leave upon retirement, the retiring employee must have at least thirty (30) years of service and at least 500 accrued sick leave hours;
(2) The conversion rate of 0.004 year of service credit for each 8-hour day of sick leave is utilized.
(3) The retiring employee will be paid out in a lump sum amount based upon the value of the sick leave annuity.
57- STANDBY PAY
When department management assigns 40 hour per week prevention employees to be on standby duty, the employees shall be compensated and governed by the following:
a. Employees shall be ready to respond to calls for their services. b. Employees shall be readily reachable by telephone or paging device.
SA390\042\10130308.v1-7/1/22 30
c. Employees shall remain within sixty minutes travel time from Santa Barbara City.
d. Employees shall refrain from activities which might impair their ability to perform their assigned duties.
The hourly standby pay amount will be $5.41 per hour.
Effective July 1, 2023, the hourly standby pay amount will be $10.00 per hour.
Employees shall not accrue standby pay simultaneously with overtime pay. 58- STATION MAINTENANCE
Employees shall be responsible for interior and exterior day-to-day routine maintenance necessary to maintain cleanliness of fire stations, related buildings and appurtenant grounds. Any additional work other than that which is necessary to maintain cleanliness shall not be required unless mutually agreed by the Association and the City.
59- STEP INCREASE PLAN
a. Entry Level Firefighters shall be appointed at the A step. Entry level personnel shall be eligible for a salary step increase to the B step upon satisfactory completion of a probationary period of one year and a "probationary firefighters examination."
b. Further step increases through the salary range shall require, in addition to satisfactory performance, a period of one year of actual service in each step.
60- TERM OF AGREEMENT
The term of this Memorandum of Understanding is for three years commencing on July 1, 2022 and expiring on June 30, 2025.
61- UNAUTHORIZED LEAVE/SUSPENSION
No sick leave, vacation, or holiday time shall accrue or be paid during any period of unauthorized leave or suspension. Should the suspension later be overturned, employee shall receive "back" pay and benefits that would have accrued to the employee as if the suspension had not taken place.
SA390\042\10130308.v1-7/1/22 31
62- UNIFORM ALLOWANCE
a. The City shall provide employees in the bargaining unit an annual uniform allowance of $595 per full year that provides the entire City contribution for maintenance, cleaning and replacement of any authorized uniforms.
Payment of the uniform allowance will be paid to employees on a bi-weekly basis.
b. Newly hired employees will receive the full annual uniform allowance upon their commencement of employment with the City. Following twelve (12) months of employment, employees will receive their uniform allowance pursuant to the provisions of paragraph 'a' above.
c. The Fire Department's dress, fatigue and physical fitness exercise uniforms are for official on-duty use only and are not to be mixed with personal clothing or worn off-duty. Any use of fire equipment or the wearing of the Fire Department uniform by fire personnel not on duty will only occur with the express permission of the Fire Chief or designee.
d. The Fire Department will exchange uniforms destroyed in the line of duty. e. The City will clean employee turnouts as needed.
Limited reopener – The SBCFA and City agree to commence limited reopener negotiations during the term of the MOU as to the uniform allowance only.7 63- VACATION
a. The following vacation schedule shall apply to shift personnel:
0 - 9 years continuous service accrues at 11 days (132 hours) per year. 10 – 14 years continuous service accrues at 17 days (204 hours) per year.
Effective July 1, 2023, the following vacation schedule shall also apply to shift personnel:
15 – 19 years continuous service accrues at 276 hours per year. 20+ years continuous service accrues at 348 hours per year. b. Employees assigned to 40-hour work week prevention function shall receive the General Unit employee’s vacation schedule.
c. Vacation hours bid in any vacation year must be taken by the end of that vacation year or the employee will cease accruing vacation, unless the 7 Effective in pay period commencing July 30, 2022.
SA390\042\10130308.v1-7/1/22 32
employee elects to cash-out “unscheduled” vacation time pursuant to paragraph “e” below. It shall be the employees’ responsibility to monitor their vacation accrual and schedule their unbid vacation days. Said limitation on accumulation of vacation hours shall not apply if scheduled vacations are canceled by the City for emergencies or canceled due to illness, injury or personal emergencies of employees. All vacation hours carried over due to the cancellation of a scheduled vacation shall either be taken or cashed in by the end of the following vacation year. d. Employees may maintain a bank of unbid vacation hours not to exceed their previous year's accrual. These unbid vacation hours may be taken with prior scheduling and approval by the City consistent with the staffing needs of the department.
Each year an employee must bid sufficient vacation hours so that his/her unbid hours do not exceed an amount equal to his/her previous year's vacation accrual.
e. If a 40-hour employee takes a minimum of 80 hours of vacation during a payroll year, that employee is eligible to cash out any remaining vacation time. If a 56-hour employee takes a minimum of 96 hours of vacation during a payroll year, the employee is eligible to cash out any remaining "unscheduled" vacation time. Cash-outs of vacation time shall occur annually in conjunction with the vacation scheduling process. f. Vacations shall be scheduled in accordance with Municipal Code Chapter
3.08. A maximum of five (5) employees per shift may schedule vacation, holiday, or compensatory time off during any vacation year. g. The City retains the right to cancel scheduled time off during emergencies. 64- WAIVER
Except as otherwise provided in this Agreement, each party voluntarily and unqualifiably waives the right and each agrees that the other party shall not be obligated to meet and confer with respect to any subject or matter pertaining to or covered by this Agreement. Nothing in the foregoing however, shall preclude the parties from meeting and consult during the term of this Agreement on matters of mutual concern. Such meeting and consulting shall be by mutual consent only.
Nothing in this Agreement shall in any way diminish the rights of the employees, the City, or the SBCFA as established by the Meyers-Milias-Brown Act of the State of California and all amendments thereto, or Santa Barbara Municipal Code, Chapter 3.12, except as herein provided.
SA390\042\10130308.v1-7/1/22 33
65- WORK SCHEDULES
a. Suppression Employees
(1) Suppression employees shall be regularly scheduled to work a 48/96 schedule. The following will apply to employees on a 48/96 work schedule:
i. A duty shift will be a period of 24 consecutive hours, starting at 0800 hours one day and continuing to 0800 hours the next day. A scheduled rotation will occur after 2 shifts (48 hours), followed by 96 hours off. This will result in 10 hours of scheduled overtime per 24- day FLSA work period.
ii. Except for off-district assignments through mutual aid or unusual circumstances, such as a local disaster, after 96 continuous duty hours an employee may request a minimum 12-hour period off duty for safety reasons before the employee returns to any duty. The Fire Chief or his/her designee also has the discretion to limit continuous duty to 96 hours for safety reasons.
(2) City shall designate the employee's work week and may change an employee to a 40-hour week by providing 30 calendar days advance notice unless mutually agreed by employee and City or unless unanticipatable circumstances, other than discipline or retraining, necessitate lesser notice in order to maintain service levels and normal activities. The 30 calendar day notice will not apply to an employee whose schedule changes when starting or ending a temporary modified duty assignment. (3) Any firefighter, fire engineer, or fire captain that is either:
i. Assigned by the Fire Chief or his/her designee to a 40-hour work schedule while on mandatory temporary modified duty due to an industrial illness or injury; or
ii. Designated by the Fire Chief to work in an administrative capacity on a schedule of 40 hours a week to meet the needs of the City, will receive a biweekly “administrative assignment pay”. The biweekly amount will be approximately equal to 3 hours at the straight time hourly rate of pay for an employee in the same job classification, but assigned to a 56-hours per week schedule.
The purpose of this pay will be to maintain a salary for the employee on a 40-hour per week administrative assignment that is approximately equal to that of an employee assigned to a 56-hour per week schedule. Any previous practice designed to achieve this salary equivalency will be discontinued. An employee assigned to a 40-hour schedule at his or her own request (e.g., due to a non-industrial illness or injury) will not be eligible for administrative assignment pay.
SA390\042\10130308.v1-7/1/22 34
(4) If the City desires to change the regular work schedule, it shall notify the Association and provide it the opportunity to meet and confer. b. Prevention/Investigation Employees
Employees shall be regularly scheduled to work an average 40-hour work week and shall receive a minimum of two (2) consecutive days off subject to emergency call back, overtime or standby. The City shall designate the employees' work week.
c. Moving from 40-hour to 56-hour shift
When an employee moves from a 40 hour shift to a 56 hour shift, and vice versa, no conversion shall be made to the hours in the employee’s accrued leave banks.
An employee may use previously accrued vacation on an hour-for-hour basis.
However, the employee will begin accruing leave at the new rate applicable to that new schedule
CITY OF SANTA BARBARA
COUNCIL AGENDA REPORT
AGENDA DATE: October 4, 2022
TO: Mayor and Councilmembers
FROM: City Administrator’s Office
SUBJECT: 2022-2025 Police Officers Association Bargaining Unit Memorandum of Understanding and Amendment of Resolution No. 22-064, the Position and Salary Control Resolution for Fiscal Year 2023 [Ordinance Introduction; Resolution]
RECOMMENDATION: That Council:
A. Ratify the Memorandum of Understanding between the City and the Santa Barbara Police Officers Association by introduction and subsequent adoption of, by reading of title only, An Ordinance of the Council of the City of Santa Barbara Adopting a Memorandum of Understanding Between the City of Santa Barbara and the Santa Barbara Police Officers Association for the Period of July 1, 2022 through June 30, 2025; and
B. Adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Amending Resolution No. 22-064, the Position and Salary Control Resolution for Fiscal Year 2023, Affecting Certain Classifications in the Police Officers Association Effective October 8, 2022.
DISCUSSION:
City and Police union negotiators have reached a tentative agreement for a new three-year Memorandum of Understanding (MOU), consistent with the authority provided to City negotiators by the City Council. The agreement includes a salary increase of 3.75% for sworn and non-sworn employees in the first year and also includes a salary increase of
3.0% in the second year. The agreement was ratified by the membership of the Police Officers Association (POA) on August 30, 2022.
Salary Increases
Under the proposed agreement, employees will receive the following across-the-board salary increases.
Agenda Item No. 5
File Code No. 440.02
Council Agenda Report
2022-2025 Police Officers Association Bargaining Unit Memorandum of Understanding and Amendment of Resolution No. 22-064, the Position and Salary Control Resolution for Fiscal Year 2023 [Ordinance Introduction; Resolution] October 4, 2022
Date Sworn Increases Non-Sworn Increases
October 8, 2022 3.75% 3.75%
July 1, 2023 3.0% 3.0%
The 3.75% salary increase on October 8, 2022 is the equivalent of 3.0% had the increase been effective the first pay period of the new fiscal year.
Retention Pay
Many agencies are competing for new and seasoned sworn and non-sworn professionals.
In an effort to retain some of our most experienced and long term employees, City negotiators have agreed to retention pay at the 5, 10, and 15 year levels during the third year of the agreement. Retention pay will allow the Department to use this new pay as a possible recruitment tool for lateral transfers or new personnel.
Other
City negotiators have also agreed to an increase in Holiday hour accruals. The increase in Holiday hour accrual will reflect the new Holidays (Juneteenth and Veteran’s Day) observed by almost all of the City’s other bargaining units.
BUDGET/FINANCIAL INFORMATION:
The cost of the Police Officers Association agreement in Fiscal Year (FY) 2023 is estimated to be $764,202 to the General Fund and $7,720 to the enterprise funds, for a total of $771,922 citywide. The financial impact of this MOU is more than what was assumed in the FY2023 adopted budget and projected in FY2024 and beyond. The FY2023 adopted budget calls for the use of $1 million of General Fund reserves, along with $1 million of expenditure reduction targets, in order to balance the budget. The impact of this MOU will result in the need to use additional reserves. Staff will incorporate the financial impacts of this MOU into the budget development process for the upcoming FY2024-2025 financial plan.
ATTACHMENT: Classifications and Salary Ranges
PREPARED BY: Sam Ramirez, Labor Relations Manager
SUBMITTED BY: Wendy Levy, Human Resources Director
APPROVED BY: City Administrator’s Office
Hourly Rate Classes
Effective 7/02/2022
Revised 10/4/2022
Effective 9/24/22 - 3.5% COLA - Unrepresented Managers
Effective 9/24/22 - 3% COLA - TAP
Effective 10/8/22: 3.5% Increase - Certain Hourly Limited Term Classifications Effective 10/8/22: 3% COLA - POA
MUNIS 17 MUNIS 18 Hourly Rate
7332 N/A Assistant City Attorney IV $83.2600 - $101.2031 7334 N/A Assistant City Attorney III $75.6909 - $92.0028 7335 N/A Deputy City Attorney $48.8012 - $59.3181
MUNIS 17 MUNIS 18 Hourly Rate
7446 N/A Airport Operations Manager $59.2798 - $72.0550 7449 N/A Airport Properties Manager $59.2798 - $72.0550 7336 N/A Creeks Restoration/Clean Water Manager $58.1254 - $70.6516 7333 N/A Facilities & Energy Manager $60.4913 - $73.5276 7337 N/A Library Services Manager $52.5922 - $63.9263
7340 N/A Parks and Recreation Business Manager $55.8360 - $67.8690 7447 N/A Principal Project Manager $63.5263 - $77.2169
7341 N/A Streets Manager $55.2817 - $67.1952
7338 N/A Transportation Manager $64.8479 - $78.8231
MUNIS 17 MUNIS 18 Range
7448 N/A Airport Patrol Supervisor $55.2971 - $67.2138
7342 N/A Custodial Supervisor $30.6664 - $37.2753
7343 N/A Facilities Maintenance Supervisor $40.1342 - $48.7836 7344 N/A Parking/TMP Superintendent $50.7499 - $61.6869 7345 N/A Parks Supervisor $35.7843 - $43.4960
7346 N/A Senior Librarian $38.9476 - $47.3410
7347 N/A Water Treatment Superintendent $60.9477 - $74.0826 MUNIS 17 MUNIS 18 Range
7013 8008 Accountant II $35.1023
7074 8062 Accounting Assistant $27.4914
7103 8090 Accounting Coordinator $31.7695
7003 8001 Accounting Technician $28.8973
7000 N/A Administrative Analyst I $39.3690
7001 N/A Administrative Analyst II $45.0438
7002 8000 Administrative Assistant $32.2485
7065 8053 Administrative Specialist $24.1477
7011 8006 Airport Security Aide $19.4866
7004 8002 Assistant Parking Coordinator $25.1308
7007 8004 Assistant Planner $36.8973
7010 N/A Assistant Transportation Planner $36.8973
7008 8005 Associate Planner $39.9623
7009 8301 Associate Transportation Planner $39.9623
7062 8050 Automotive/Equipment Tech $30.2240
7012 8007 Automotive Service Writer $35.1023
7014 8009 Budget Technician $30.3752
7015 8010 Building Inspector $37.3013
7387 8307 Building Permit Tech $30.5547
7016 8011 Buyer II $33.7016
7017 8012 Carpenter $31.0335
7039 8031 City TV Production Assistant $26.1537
7040 8032 City TV Production Specialist $37.4774
7018 8013 Code Enforcement Officer $33.0628
7079 8067 Commission Secretary $26.7463
7020 N/A Communications Specialist $30.6796
7019 8014 Community Development Programs Specialist $36.1685 7026 8020 Computer Training Coordinator $40.7271
7027 8021 Creeks Outreach Coordinator $34.9277
7025 8019 Custodian $21.5306
7389 8308 Deputy City Clerk $29.5519
7028 8022 Electrician $32.9478
7029 8023 Electronics/Communications Technician I $31.4648 7031 8025 Engineering Technician I $28.2702
7032 8026 Engineering Technician II $31.0800
7386 N/A Environmental Services Specialist II $43.4985
7030 8024 Equipment Operator $25.3192
7034 N/A Executive Assistant $28.1141
7038 N/A Executive Assistant to Mayor/Council $29.5519
7036 8029 Fire Public Education Coordinator $34.9277
7414 8323 Fleet Services Technician I $30.2240
7415 8324 Fleet Services Technician II $33.3944
7037 8030 Geographic Information Systems Technician $35.2777 7021 8015 Graphic Designer $37.6408
7043 8035 Grounds Maintenance Crew Leader $28.5387
7044 8036 Grounds Maintenance Worker I $22.5750
Hourly Assignment to "Regular" Classes
01 Management
02 Management
04 Supervisors
14 General
Effective 7/30/2022: 1.5% COLA - Fire
Effective 8/27/22: Rate Change - Downtown Ambassador I; Police Officer; Police Officer Entry; APO
Attachment
Hourly Rate Classes
Effective 7/02/2022
Revised 10/4/2022
MUNIS 17 MUNIS 18 Hourly Rate
7045 8037 Grounds Maintenance Worker II $25.3192
7046 8038 Heavy Equipment Tech $33.3944
7047 8039 Housing Programs Specialist $39.9623
7411 8322 Housing Project Planner $42.8524
7048 N/A Human Resources Analyst II $45.0438
7416 8325 Human Resources Technician $33.2282
7023 8017 Information Technology Technician I $27.9059
7024 8018 Information Technology Technician II $30.3752 7049 N/A Law Clerk $30.9084
7050 N/A Legal Administrative Assistant I $26.4806
7051 N/A Legal Administrative Assistant II $32.0064
7052 8040 Librarian I $30.5640
7053 8041 Librarian II $33.6021
7054 8042 Library Assistant I $22.9075
7055 8043 Library Assistant II $23.8400
7057 8045 Library Systems Technician I $27.9059
7056 8044 Library Technician $25.4367
7005 N/A Litigation Paralegal $32.6516
7058 8046 Mail Services Specialist $19.4866
7061 8049 Maintenance Crew Leader $28.4680
7059 8047 Maintenance Worker I $21.5306
7060 8048 Maintenance Worker II $24.1477
7417 8326 Marketing Coordinator $37.6408
7022 8016 Network Analyst $40.7271
7063 8051 Office Specialist I $19.9785
7064 8052 Office Specialist II $21.9646
7067 8055 Outreach Coordinator $34.9277
7066 8054 Painter $30.0195
7068 8056 Parking Coordinator $32.0881
7072 8060 Planning Technician I $30.6796
7071 8059 Planning Technician II $33.2282
7073 8061 Plumber $31.8171
7070 8058 Project Engineer I $39.5657
7075 8063 Project Engineer II $43.4985
7077 8065 Project Planner $42.8524
7078 8066 Public Works Inspector I $32.4897
7397 8310 Real Property Agent $39.7636
7080 8068 Records Technician $25.3828
7382 8306 Recreation Coordinator $29.1870
7082 8070 Recreation Program Leader $21.2106
7083 8071 Recreation Specialist $24.1477
7081 8069 Recycling Educator $30.3752
7084 8072 Rental Housing Mediation Specialist $32.8983
7085 N/A Risk Analyst II $45.0438
7091 8078 Senior Commission Secretary $29.5519
7086 8073 Senior Custodian $22.7447
7035 8028 Senior Electronics/Communications Technician $37.0944 7033 8027 Senior Engineering Technician $35.3836
7087 8074 Senior Grounds Maintenance Worker $26.3499
7088 8075 Senior Library Technician $27.8261
7089 8076 Senior Maintenance Worker $27.0831
7076 8064 Senior Network/Applications Analyst $44.7957
7380 8303 Senior Plans Examiner $45.1072
7090 8077 Senior Real Property Agent $45.7228
7092 8079 Stock Clerk $22.4070
7094 8081 Survey Technician I $28.1856
7093 8080 Survey Technician II $30.6796
7096 8083 Traffic Technician I $27.9059
7097 8084 Traffic Technician II $30.6796
7100 8087 Transportation Engineering Associate $40.5646 7098 8085 Tree Trimmer I $23.0878
7099 8086 Tree Trimmer II $25.8941
7101 8088 Vehicle Services Assistant $22.8586
7104 8091 Water Resources Specialist $38.7844
7379 8304 Water Resources Technician $30.3752
7102 8089 Welder/Fabricator $30.5726
Hourly Assignment to "Regular" Classes
Hourly Rate Classes
Effective 7/02/2022
Revised 10/4/2022
MUNIS 17 MUNIS 18 Range
7006 8003 Airport Operations Specialist $27.7961
7348 8283 Airport Patrol Officer $45.2429
7352 8287 Harbor Patrol Officer $43.3271
7354 8289 Lab Analyst I $32.7923
7069 8057 Park Ranger $34.8410
7356 8291 Treatment Plant Technician $33.6850
7349 8284 Wastewater Treatment Plant OIT $29.2096
7350 8285 Wastewater Treatment Plant Operator III $40.7770 7351 8286 Water Distribution Operator Technician II $35.2317 7355 8290 Water Treatment Plant OIT $29.2104
7353 8288 Water Treatment Plant Operator II $36.7463
MUNIS 17 MUNIS 18 Range
7390 N/A Police Chief $125.0045
MUNIS 17 MUNIS 18 Range
7357 N/A Police Lieutenant $71.1850
MUNIS 17 MUNIS 18 Range
7359 N/A Police Officer $47.6237
7361 N/A Police Officer- Entry $45.0812
MUNIS 17 MUNIS 18 Range
7388 N/A EMD Dispatcher $41.3068
7395 N/A Identification Technician $38.9093
7360 N/A Parking Enforcement Officer $25.8483
7358 N/A Public Safety Dispatcher II $32.3650
7362 N/A Police Property/Evidence Assistant $27.4424
7391 N/A Police Property/Evidence Technician $32.3523
7363 N/A Police Records Specialist $23.7470
7364 N/A Police Technician $25.8483
MUNIS 17 MUNIS 18 Range
7432 N/A Fire Inspector II $43.8280 - $53.2734
Hourly Assignment to "Regular" Classes
29 Police Non-Sworn
39 Fire Non-Sworn
19 SBCEA Treatment & Patrol
23 Police Management III
24 Police Sworn
21 Police Chief
Hourly Rate Classes
Effective 7/02/2022
Revised 10/4/2022
MUNIS 17 MUNIS 18 Classification Department Hourly Rate 7220 N/A Airport Marketing Assistant Airport $16.46
7219 8205 Airport Operations Intern Airport $15.00
7394 8309 Airport Services Coordinator Airport $32.47
7221 8206 Airport Traffic Aide Airport $15.00
7218 8204 Alternative Transportation Planner Public Works $40.06 7396 N/A ARCON Instructor Police $47.45
7225 N/A Assistant PAL Coordinator I Police $15.00
7222 N/A Assistant PAL Coordinator II Police $17.64
7224 8207 Assistant Park Planner Parks & Recreation $23.46 7223 N/A Assistant to Council I City Council $15.00
7270 N/A Assistant to Council II City Council $15.42
7271 N/A Assistant to Council III City Council $17.64
7226 8208 Automotive Parts Aide Public Works $19.18
7227 N/A Background Investigator Police $47.45
7145 8132 Beach Lifeguard I Parks & Recreation $18.23
7146 8133 Beach Lifeguard II Parks & Recreation $19.14
7147 8134 Beach Lifeguard III Parks & Recreation $20.10 7370 8292 Bus Driver I Parks & Recreation $23.22
7371 8293 Bus Driver II Parks & Recreation $24.38
7372 8294 Bus Driver III Parks & Recreation $25.60
7228 8209 Cannoneer Waterfront $22.40
7229 N/A CAO Special Projects Manager CAO $57.15
7240 N/A CAO Intern CAO $15.00
7243 N/A City Council Intern City Council $15.00
7425 8334 City Programs Intern I Various $15.92
7426 8335 City Programs Intern II Various $18.04
7427 8336 City Programs Intern III Various $20.16
7428 8337 City Programs Intern IV Various $21.22
7429 8338 City Programs Intern V Various $23.34
7430 8339 City Programs Intern VI Various $24.41
7431 8340 City Programs Intern VII Various $26.53
7253 8222 City TV Production Aid Lead Admin Services $17.84 7251 8220 City TV Production Aide I Admin Services $15.00 7252 8221 City TV Production Aide II Admin Services $16.53 7250 8219 City TV Production Intern Admin Services $15.00 7135 8122 Clerical Assistant Various $15.00
7234 8211 Commercial Driver Trainer Public Works $27.21 7217 N/A Community Services Liaison Police $17.50
7384 N/A Community Services Officer Police $23.30
7235 8212 Creeks Resources Technician Parks & Recreation $26.68 7236 8213 Database Specialist Public Works $20.90
7237 N/A Development Manager Library $34.06
7238 N/A Dispatch Training Coordinator Police $45.35
7239 8214 Diver Waterfront $22.40
7399 8311 Downtown Ambassador I Public Works $20.00
7400 8312 Downtown Ambassador II Public Works $24.12
7374 8296 Driver Trainer I Parks & Recreation $28.06
7413 N/A Elections Advisor Admin Services $107.63
7412 N/A Elections Assistant Admin Services $25.63
7392 N/A EMD Auditor Police $52.07
7275 N/A EMS Nurse Educator Fire $82.82
7245 8215 Extension Aide Library $18.11
7246 N/A Facilities Project Manager Public Works $37.17 7436 8344 Facility Monitor I - Weekday Parks & Recreation $17.36 7437 8345 Facility Monitor II - Weekday Parks & Recreation $18.23 7438 8346 Facility Monitor III - Weekday Parks & Recreation $19.14 7439 8347 Facility Monitor I - Weekend and Evenings Parks & Recreation $21.70 7440 8348 Facility Monitor II - Weekend and Evenings Parks & Recreation $22.79 7441 8349 Facility Monitor III - Weekend and Evenings Parks & Recreation $23.93 7443 8351 Facility Technician I Parks & Recreation $15.00 7444 8352 Facility Technician II Parks & Recreation $15.75 7445 8353 Facility Technician III Parks & Recreation $16.54 7381 N/A Financial Systems Analyst Admin Services $52.29 7247 8216 Fire Public Education Assistant Fire $16.28
7231 N/A Fire Service Mutual Aide Specialist I Fire $38.20 7232 N/A Fire Service Mutual Aide Specialist II Fire $52.70 7230 N/A Fire Special Projects Manager Fire $49.52
7248 8217 GIS Mapping Technician Fire $19.18
7249 8218 Golf Course Maintenance Worker Parks & Recreation $15.00 7254 8223 Grounds Maintenance Assistant I Parks & Recreation $18.63 7255 8224 Grounds Maintenance Assistant II Parks & Recreation $20.70 7306 8260 Harbor Patrol Crew I Waterfront $15.00
7307 8261 Harbor Patrol Crew II Waterfront $15.64
7308 8262 Harbor Patrol Crew III Waterfront $16.41
7309 8263 Harbor Patrol Crew IV Waterfront $17.20
7310 8264 Harbor Patrol Crew V Waterfront $17.97
7311 8265 Harbor Patrol Crew VI Waterfront $18.75
7312 8266 Harbor Patrol Crew VII Waterfront $19.52
7313 8267 Harbor Patrol Crew VIII Waterfront $20.29
7314 8268 Harbor Patrol Crew IX Waterfront $21.08
7315 8269 Harbor Patrol Crew X Waterfront $21.86
7316 8270 Harbor Patrol Crew XI Waterfront $22.63
Hourly Rate Schedule (Limited Term)
Hourly Rate Classes
Effective 7/02/2022
Revised 10/4/2022
MUNIS 17 MUNIS 18 Classification Department Hourly Rate 7187 8174 Head Beach Lifeguard I Parks & Recreation $23.22 7188 8175 Head Beach Lifeguard II Parks & Recreation $24.38 7189 8176 Head Beach Lifeguard III Parks & Recreation $25.60 7296 N/A Human Resources Specialist Admin Services $26.81 7433 8341 Inclusion Specialist I Parks & Recreation $19.14 7434 8342 Inclusion Specialist II Parks & Recreation $20.10 7435 8343 Inclusion Specialist III Parks & Recreation $21.11 7383 8305 Information Systems Intern Admin Services $15.00 7256 N/A Internal Affairs Investigator Police $41.93
7105 8092 Job Apprentice I Parks & Recreation $15.00
7151 8138 Junior Lifeguard Instructor I Parks & Recreation $18.23 7152 8139 Junior Lifeguard Instructor II Parks & Recreation $19.14 7153 8140 Junior Lifeguard Instructor III Parks & Recreation $20.10 7192 8179 Junior Lifeguard Program Director I Parks & Recreation $23.22 7193 8180 Junior Lifeguard Program Director II Parks & Recreation $24.38 7194 8181 Junior Lifeguard Program Director III Parks & Recreation $25.60 7257 8225 Library Building Monitor Library $21.32
7280 8243 Library Volunteer Coordinator Library $19.18
7262 8230 Lot Operator Public Works $16.00
7265 8234 Management Intern Various $15.00
7274 8239 Management Intern IV Various $16.53
7268 8236 Marketing Assistant I Airport $15.00
7269 8237 Marketing Assistant II Airport $20.40
7272 N/A Mayor's Aide City Council $25.00
7330 8302 Meter Reader Public Works $23.16
7279 8242 Page Library $15.00
7281 N/A Parking Citation Admin Review Officer Police $43.82 7402 8313 Parking Coordinator Aide I Various $17.50
7403 8314 Parking Coordinator Aide II Various $19.50
7404 8315 Parking Coordinator Aide III Various $21.50
7418 8327 Parking Lead I Various $16.50
7419 8328 Parking Lead II Various $17.00
7423 8332 Parking Monitor I Various $16.00
7424 8333 Parking Monitor II Various $16.50
7288 N/A Parks Project Manager Parks & Recreation $49.07 7286 8246 Park Ranger Assistant I Parks & Recreation $17.36 7287 8247 Park Ranger Assistant II Parks & Recreation $18.23 7442 8350 Park Ranger Assistant III Parks & Recreation $19.14 7282 8244 Planning Intern I Community Development $15.97 7283 8245 Planning Intern II Community Development $18.64 7284 N/A Police Cadet I Police $18.00
7285 N/A Police Cadet II Police $19.50
7401 N/A Police Project Manager Police $47.45
7124 8111 Pool Lifeguard Parks & Recreation $18.23
7125 8112 Pool Lifeguard II Parks & Recreation $19.14
7126 8113 Pool Lifeguard III Parks & Recreation $20.10
7289 N/A Project Manager I Public Works $44.41
7290 N/A Project Manger II Public Works $56.84
7291 8248 Public Information Assistant Public Works $15.00 7119 8106 Recreation Assistant I Parks & Recreation $15.53 7120 8107 Recreation Assistant II Parks & Recreation $15.75 7121 8108 Recreation Assistant III Parks & Recreation $16.54 7162 8149 Recreation Leader I Parks & Recreation $17.36 7163 8150 Recreation Leader II Parks & Recreation $18.23 7164 8151 Recreation Leader III Parks & Recreation $19.14 7172 8159 Recreation Program Director I Parks & Recreation $20.96 7173 8160 Recreation Program Director II Parks & Recreation $22.06 7174 8161 Recreation Program Director III Parks & Recreation $23.22 7376 8298 Recreation Therapist/Nurse I Parks & Recreation $28.06 7377 8299 Recreation Therapist/Nurse II Parks & Recreation $50.00 7292 8249 Rental Mediation Aide I Community Development $15.00 7293 8250 Rental Mediation Aide II Community Development $20.97 7294 8251 Rental Mediation Aide III Community Development $24.29 7393 N/A Restorative Court Liaison Police $23.54
7295 N/A Restorative Outreach Specialist Police $21.64
7297 8252 School Crossing Guard I Police $15.00
7298 8253 School Crossing Guard II Police $15.42
Hourly Rate Schedule (Limited Term)
Hourly Rate Classes
Effective 7/02/2022
Revised 10/4/2022
MUNIS 17 MUNIS 18 Classification Department Hourly Rate 7167 8154 Senior Pool Lifeguard I Parks & Recreation $20.96 7168 8155 Senior Pool Lifeguard II Parks & Recreation $22.06 7169 8156 Senior Pool Lifeguard III Parks & Recreation $23.22 7398 N/A SNAP Officer Police $23.30
7299 8254 Standby Diver Waterfront $17.04
7140 8127 Swim Instructor I Parks & Recreation $19.14
7141 8128 Swim Instructor II Parks & Recreation $20.06
7301 8256 Traffic Counter Public Works $15.00
7303 N/A Traffic Engineer Public Works $78.58
7304 8258 Utility Worker I Public Works $20.57
7305 8259 Utility Worker II Public Works $23.06
7405 8316 Waterfront Facilities Aide I Waterfront $18.50 7406 8317 Waterfront Facilities Aide II Waterfront $19.03 7407 8318 Waterfront Facilities Aide III Waterfront $19.56 7408 8319 Waterfront Facilities Aide IV Waterfront $20.09 7420 8329 Waterfront Parking Lot Operator I Waterfront $15.00 7421 8330 Waterfront Parking Lot Operator II Waterfront $15.50 7422 8331 Waterfront Parking Lot Operator III Waterfront $16.00 7328 8282 Web Technician Administrative Services $26.68 Hourly Rate Schedule (Limited Term)
LEGEND
FLSA- UNIT- REVISION HISTORY
01 = Executive Management 31 = Fire Chief Ordinance #6077 = Fire COLA, effective 07/30/2022 E = Exempt under provisions of Fair Labor Standards Act (FLSA) 02 = Managers 32 = Fire Operations Division Chief Resolution # TBD = Supervisor Compaction, effective 7/02/2022 7 = 7K Exemption under provisions of Fair Labor Standards Act (FLSA) 04 = Supervisors 33 = Fire Battalion Chiefs Police Sworn, effective 8/27/2022 05 = Confidential Supervisors 34 = Fire Sworn Airport Patrol Officers, effective 8/27/2022 14 = General Unit 39 = Fire Non-Sworn Ordinance # TBD = Unrepresented Managers COLA, effective SERVICE STATUS 16 = Confidential
A = Appointed Employees 19 = Treatment & Patrol Ordinance #6063 = TAP COLA, effectiive 9/24/2022 C = Classified 21 = Police Chief Ordinance # TBD = POA COLA, effectiive 10/8/2022 U = Unclassified 22 = Police Deputy Chief
23 = Police Management Association
CONFIDENTIAL 24 = Police Sworn
* = Positions in this classification are designated as
confidential and receive an additional 2.5%
29 = Police Non-Sworn
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Accounting Assistant* N U 16 6000 4,765.17 5,003.42 5,253.60 5,516.29 5,792.09 2,199.31 2,309.27 2,424.74 2,545.98 2,673.27 27.4914 28.8659 30.3092 31.8247 33.4159 Accounting Technician* N U 16 6004 5,008.86 5,259.28 5,522.27 5,798.39 6,088.31 2,311.78 2,427.36 2,548.74 2,676.18 2,809.99 28.8973 30.3420 31.8592 33.4522 35.1249 Administrative Analyst I* N U 16 6001 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Administrative Analyst II* E U 16 6003 7,807.58 8,197.97 8,607.86 9,038.25 9,490.22 3,603.50 3,783.68 3,972.86 4,171.50 4,380.10 45.0438 47.2960 49.6607 52.1438 54.7512 Administrative Analyst III* E U 16 6002 8,456.18 8,879.00 9,322.95 9,789.09 10,278.54 3,902.85 4,098.00 4,302.90 4,518.04 4,743.94 48.7856 51.2250 53.7862 56.4755 59.2993 Administrative Assistant* N U 16 6028 5,589.74 5,869.20 6,162.69 6,470.84 6,794.36 2,579.88 2,708.86 2,844.32 2,986.54 3,135.86 32.2485 33.8607 35.5540 37.3317 39.1982 Administrative Assistant to Mayor/Council* N U 16 6029 5,869.22 6,162.65 6,470.82 6,794.36 7,134.08 2,708.87 2,844.30 2,986.53 3,135.86 3,292.65 33.8609 35.5538 37.3316 39.1983 41.1581 Administrative Specialist* N U 16 6024 4,185.61 4,394.87 4,614.61 4,845.36 5,087.62 1,931.82 2,028.40 2,129.82 2,236.32 2,348.13 24.1477 25.3550 26.6228 27.9540 29.3516 Applications Administrator* E U 16 6019 7,764.60 8,152.84 8,560.44 8,988.50 9,437.89 3,583.66 3,762.85 3,950.97 4,148.54 4,355.95 44.7957 47.0356 49.3871 51.8567 54.4494 Applications Analyst* E U 16 6006 7,059.37 7,412.32 7,782.97 8,172.10 8,580.72 3,258.17 3,421.07 3,592.14 3,771.74 3,960.33 40.7271 42.7634 44.9018 47.1468 49.5041 City Attorney Investigator I* E U 16 6026 7,233.37 7,595.06 7,974.83 8,373.54 8,792.23 3,338.48 3,505.41 3,680.69 3,864.71 4,057.95 41.7310 43.8176 46.0086 48.3089 50.7244 City Attorney Investigator II* E U 16 6036 8,263.10 8,676.24 9,110.08 9,565.57 10,043.80 3,813.74 4,004.42 4,204.65 4,414.88 4,635.60 47.6717 50.0553 52.5581 55.1860 57.9450 City Attorney Investigator III* E U 16 6037 8,951.89 9,399.48 9,869.45 10,362.93 10,881.00 4,131.64 4,338.22 4,555.13 4,782.89 5,022.00 51.6455 54.2277 56.9391 59.7861 62.7750 Finance Analyst I* E U 16 6009 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Finance Analyst II* E U 16 6027 7,807.58 8,197.97 8,607.86 9,038.25 9,490.22 3,603.50 3,783.68 3,972.86 4,171.50 4,380.10 45.0438 47.2960 49.6607 52.1438 54.7512 Human Resources Analyst I* E U 16 6014 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Human Resources Analyst II* E U 16 6015 7,807.58 8,197.97 8,607.86 9,038.25 9,490.22 3,603.50 3,783.68 3,972.86 4,171.50 4,380.10 45.0438 47.2960 49.6607 52.1438 54.7512 Human Resources Assistant* N U 16 6016 5,589.74 5,869.20 6,162.69 6,470.84 6,794.36 2,579.88 2,708.86 2,844.32 2,986.54 3,135.86 32.2485 33.8607 35.5540 37.3317 39.1982 Human Resources Technician* N U 16 6017 5,759.56 6,047.51 6,349.89 6,667.40 7,000.76 2,658.26 2,791.16 2,930.72 3,077.26 3,231.12 33.2282 34.8895 36.6340 38.4658 40.3890 Law Clerk* N U 16 6008 5,357.45 5,625.34 5,906.57 6,201.93 6,512.03 2,472.67 2,596.31 2,726.11 2,862.43 3,005.55 30.9084 32.4539 34.0764 35.7804 37.5694 Law Practice Administrator* E U 16 6033 8,456.18 8,879.00 9,322.95 9,789.09 10,278.54 3,902.85 4,098.00 4,302.90 4,518.04 4,743.94 48.7856 51.2250 53.7862 56.4755 59.2993 Legal Administrative Assistant I* N U 16 6010 4,589.98 4,819.51 5,060.51 5,313.47 5,579.19 2,118.45 2,224.39 2,335.62 2,452.37 2,575.01 26.4806 27.8049 29.1952 30.6546 32.1876 Legal Administrative Assistant II* N U 16 6011 5,547.77 5,825.19 6,116.46 6,422.26 6,743.40 2,560.51 2,688.55 2,822.98 2,964.12 3,112.34 32.0064 33.6069 35.2872 37.0515 38.9042 Litigation Paralegal I* N U 16 6012 5,659.62 5,942.56 6,239.70 6,551.72 6,879.30 2,612.13 2,742.72 2,879.86 3,023.87 3,175.06 32.6516 34.2840 35.9982 37.7984 39.6882 Litigation Paralegal II* N U 16 6034 6,310.48 6,626.04 6,957.32 7,305.18 7,670.41 2,912.53 3,058.17 3,211.07 3,371.62 3,540.19 36.4066 38.2271 40.1384 42.1453 44.2524 Litigation Paralegal III* N U 16 6035 6,961.37 7,309.42 7,674.90 8,058.66 8,461.53 3,212.94 3,373.58 3,542.26 3,719.38 3,905.32 40.1617 42.1698 44.2782 46.4922 48.8165 Office Specialist II* N U 16 6013 3,807.20 3,997.54 4,197.40 4,407.26 4,627.61 1,757.17 1,845.02 1,937.26 2,034.12 2,135.82 21.9646 23.0627 24.2157 25.4265 26.6978 Principal Human Resources Analyst* E U 16 6032 9,159.30 9,652.78 10,146.24 10,639.72 11,133.18 4,227.37 4,455.13 4,682.88 4,910.64 5,138.39 52.8421 55.6891 58.5360 61.3830 64.2299 Risk Analyst I* E U 16 6020 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Risk Analyst II* E U 16 6021 7,807.58 8,197.97 8,607.86 9,038.25 9,490.22 3,603.50 3,783.68 3,972.86 4,171.50 4,380.10 45.0438 47.2960 49.6607 52.1438 54.7512 Risk Assistant* N U 16 6025 5,161.02 5,419.05 5,690.04 5,974.52 6,273.26 2,382.01 2,501.10 2,626.17 2,757.47 2,895.35 29.7751 31.2638 32.8271 34.4684 36.1919 Risk Technician* N U 16 6030 5,759.56 6,047.51 6,349.89 6,667.40 7,000.76 2,658.26 2,791.16 2,930.72 3,077.26 3,231.12 33.2282 34.8895 36.6340 38.4658 40.3890 Senior Human Resources Analyst* E U 16 6018 8,456.18 8,879.00 9,322.95 9,789.09 10,278.54 3,902.85 4,098.00 4,302.90 4,518.04 4,743.94 48.7856 51.2250 53.7862 56.4755 59.2993 Senior Legal Services Analyst* E U 16 6031 8,456.18 8,879.00 9,322.95 9,789.09 10,278.54 3,902.85 4,098.00 4,302.90 4,518.04 4,743.94 48.7856 51.2250 53.7862 56.4755 59.2993
CONFIDENTIAL
Council hereby authorizes the following classified and unclassified regular full-time and regular part-time classifications and positions; and the salary ranges therefore for the 2023 fiscal year. Changes to future salaries may be adopted by the City Council by Ordinance as part of a collective bargaining agreement or long-term salary plan.
Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA
N = Non-Exempt under provisions of Fair Labor Standards Act (FLSA) Service
Status
9/24/2022
Revised 10/04/2022
SECTION 2. CLASSIFICATIONS AND SALARY RANGES: Effective 7/2/2022 HR\PSCR Page 1 10/4/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Accountant I E C 14 1400 5,506.71 5,782.01 6,071.13 6,374.72 6,693.44 2,541.56 2,668.62 2,802.06 2,942.18 3,089.28 31.7695 33.3578 35.0258 36.7773 38.6160 Accountant II E C 14 1401 6,084.39 6,388.59 6,708.04 7,043.44 7,395.59 2,808.18 2,948.58 3,096.02 3,250.82 3,413.35 35.1023 36.8572 38.7003 40.6352 42.6669 Accounting Assistant N C 14 1402 4,765.17 5,003.42 5,253.60 5,516.29 5,792.09 2,199.31 2,309.27 2,424.74 2,545.98 2,673.27 27.4914 28.8659 30.3092 31.8247 33.4159 Accounting Coordinator N C 14 1404 5,506.71 5,782.01 6,071.13 6,374.72 6,693.44 2,541.56 2,668.62 2,802.06 2,942.18 3,089.28 31.7695 33.3578 35.0258 36.7773 38.6160 Accounting Technician N C 14 1405 5,008.86 5,259.28 5,522.27 5,798.39 6,088.31 2,311.78 2,427.36 2,548.74 2,676.18 2,809.99 28.8973 30.3420 31.8592 33.4522 35.1249 Administrative Analyst I N U 14 1406 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Administrative Analyst II E U 14 1408 7,807.58 8,197.97 8,607.86 9,038.25 9,490.22 3,603.50 3,783.68 3,972.86 4,171.50 4,380.10 45.0438 47.2960 49.6607 52.1438 54.7512 Administrative Analyst III E U 14 1407 8,456.18 8,879.00 9,322.95 9,789.09 10,278.54 3,902.85 4,098.00 4,302.90 4,518.04 4,743.94 48.7856 51.2250 53.7862 56.4755 59.2993 Administrative Assistant N U 14 1409 5,589.74 5,869.20 6,162.69 6,470.84 6,794.36 2,579.88 2,708.86 2,844.32 2,986.54 3,135.86 32.2485 33.8607 35.5540 37.3317 39.1982 Administrative Specialist N C 14 1531 4,185.61 4,394.87 4,614.61 4,845.36 5,087.62 1,931.82 2,028.40 2,129.82 2,236.32 2,348.13 24.1477 25.3550 26.6228 27.9540 29.3516 Adult Literacy Coordinator N C 14 1580 6,405.23 6,725.46 7,061.75 7,414.83 7,785.57 2,956.26 3,104.06 3,259.27 3,422.23 3,593.34 36.9532 38.8008 40.7409 42.7779 44.9167 Airport Maintenance Coordinator N C 14 1413 5,371.08 5,639.66 5,921.65 6,217.73 6,528.60 2,478.96 2,602.92 2,733.07 2,869.72 3,013.20 30.9870 32.5365 34.1634 35.8715 37.6650 Airport Maintenance Worker I N C 14 1410 4,001.88 4,201.97 4,412.07 4,632.64 4,864.25 1,847.02 1,939.37 2,036.34 2,138.14 2,245.04 23.0878 24.2421 25.4542 26.7268 28.0630 Airport Maintenance Worker II N C 14 1411 4,399.68 4,619.64 4,850.63 5,093.16 5,347.79 2,030.62 2,132.14 2,238.75 2,350.69 2,468.21 25.3828 26.6517 27.9844 29.3836 30.8526 Airport Operations Technician N C 14 1579 4,509.55 4,735.03 4,971.79 5,220.39 5,481.36 2,081.33 2,185.40 2,294.67 2,409.41 2,529.86 26.0166 27.3175 28.6834 30.1176 31.6233 Airport Security Aide N C 14 1415 3,377.68 3,546.49 3,723.89 3,910.05 4,105.55 1,558.93 1,636.84 1,718.72 1,804.64 1,894.87 19.4866 20.4605 21.4840 22.5580 23.6859 Animal Control Officer N C 14 1416 4,737.89 4,974.80 5,223.55 5,484.74 5,758.98 2,186.72 2,296.06 2,410.87 2,531.42 2,657.99 27.3340 28.7008 30.1359 31.6427 33.2249 Animal Control Officer II N C 14 1417 5,234.93 5,496.70 5,771.52 6,060.08 6,363.02 2,416.12 2,536.94 2,663.78 2,796.96 2,936.78 30.2015 31.7117 33.2972 34.9620 36.7098 Applications Administrator E C 14 1596 7,764.60 8,152.84 8,560.44 8,988.50 9,437.89 3,583.66 3,762.85 3,950.97 4,148.54 4,355.95 44.7957 47.0356 49.3871 51.8567 54.4494 Applications Analyst E C 14 1595 7,059.37 7,412.32 7,782.97 8,172.10 8,580.72 3,258.17 3,421.07 3,592.14 3,771.74 3,960.33 40.7271 42.7634 44.9018 47.1468 49.5041 Aquatics Specialist N C 14 1601 4,694.41 4,929.10 5,175.58 5,434.35 5,706.00 2,166.65 2,274.97 2,388.73 2,508.16 2,633.54 27.0831 28.4371 29.8591 31.3520 32.9193 Assistant Parking Coordinator N C 14 1418 4,356.00 4,573.79 4,802.48 5,042.59 5,294.73 2,010.46 2,110.98 2,216.53 2,327.35 2,443.72 25.1308 26.3873 27.7066 29.0919 30.5465 Assistant Planner E C 14 1419 6,395.52 6,715.32 7,051.09 7,403.63 7,773.85 2,951.78 3,099.38 3,254.35 3,417.06 3,587.93 36.8973 38.7423 40.6794 42.7133 44.8491 Assistant Transportation Planner E C 14 1420 6,395.52 6,715.32 7,051.09 7,403.63 7,773.85 2,951.78 3,099.38 3,254.35 3,417.06 3,587.93 36.8973 38.7423 40.6794 42.7133 44.8491 Associate Planner E C 14 1422 6,926.79 7,273.20 7,636.85 8,018.68 8,419.60 3,196.98 3,356.86 3,524.70 3,700.93 3,885.97 39.9623 41.9607 44.0587 46.2616 48.5746 Associate Transportation Planner E C 14 1421 6,926.79 7,273.20 7,636.85 8,018.68 8,419.60 3,196.98 3,356.86 3,524.70 3,700.93 3,885.97 39.9623 41.9607 44.0587 46.2616 48.5746 Automotive/Equipment Technician N C 14 1578 5,238.83 5,500.78 5,775.79 6,064.59 6,367.83 2,417.92 2,538.82 2,665.75 2,799.04 2,939.00 30.2240 31.7353 33.3219 34.9880 36.7375 Automotive Parts Specialist N C 14 1427 5,238.83 5,500.78 5,775.79 6,064.59 6,367.83 2,417.92 2,538.82 2,665.75 2,799.04 2,939.00 30.2240 31.7353 33.3219 34.9880 36.7375 Automotive Service Writer N C 14 1428 6,084.39 6,388.59 6,708.04 7,043.44 7,395.59 2,808.18 2,948.58 3,096.02 3,250.82 3,413.35 35.1023 36.8572 38.7003 40.6352 42.6669 Building Inspector N C 14 1431 6,465.55 6,788.82 7,128.23 7,484.66 7,858.87 2,984.10 3,133.30 3,289.95 3,454.46 3,627.17 37.3013 39.1663 41.1244 43.1808 45.3396 Building Permit Technician N C 14 1432 5,296.16 5,560.99 5,839.04 6,130.93 6,437.51 2,444.38 2,566.61 2,694.94 2,829.66 2,971.16 30.5547 32.0826 33.6867 35.3708 37.1395 Buyer I N C 14 1433 5,257.46 5,520.34 5,796.40 6,086.21 6,390.50 2,426.52 2,547.85 2,675.26 2,809.02 2,949.46 30.3315 31.8481 33.4407 35.1127 36.8683 Buyer II N C 14 1575 5,841.62 6,133.73 6,440.42 6,762.43 7,100.56 2,696.13 2,830.95 2,972.50 3,121.12 3,277.18 33.7016 35.3869 37.1563 39.0140 40.9647 Carpenter N C 14 1434 5,379.14 5,648.13 5,930.51 6,227.04 6,538.39 2,482.68 2,606.83 2,737.16 2,874.02 3,017.72 31.0335 32.5854 34.2145 35.9252 37.7215 City TV Production Specialist N C 14 1463 6,496.08 6,820.88 7,161.92 7,519.98 7,895.98 2,998.19 3,148.10 3,305.50 3,470.76 3,644.30 37.4774 39.3512 41.3187 43.3845 45.5537 Code Enforcement Officer N C 14 1435 5,730.88 6,017.42 6,318.30 6,634.25 6,965.92 2,645.02 2,777.27 2,916.14 3,061.96 3,215.04 33.0628 34.7159 36.4518 38.2745 40.1880 Commission Secretary N C 14 1514 4,636.02 4,867.76 5,111.21 5,366.73 5,635.11 2,139.70 2,246.66 2,359.02 2,476.95 2,600.82 26.7463 28.0833 29.4877 30.9619 32.5102 Communications Specialist E C 14 1436 5,317.80 5,583.72 5,862.87 6,156.00 6,463.82 2,454.37 2,577.10 2,705.94 2,841.23 2,983.30 30.6796 32.2137 33.8242 35.5154 37.2913 Community Development Programs Specialist N C 14 1437 6,269.21 6,582.64 6,911.82 7,257.42 7,620.28 2,893.48 3,038.14 3,190.07 3,349.58 3,517.05 36.1685 37.9768 39.8759 41.8697 43.9631 Community Education Liaison E C 14 1438 4,647.80 4,880.18 5,124.21 5,380.40 5,649.43 2,145.14 2,252.39 2,365.02 2,483.26 2,607.43 26.8142 28.1549 29.5627 31.0408 32.5929 Computer Training Coordinator E C 14 1443 7,059.37 7,412.32 7,782.97 8,172.10 8,580.72 3,258.17 3,421.07 3,592.14 3,771.74 3,960.33 40.7271 42.7634 44.9018 47.1468 49.5041 Creeks Outreach Coordinator E C 14 1444 6,054.14 6,356.81 6,674.68 7,008.37 7,358.82 2,794.22 2,933.91 3,080.62 3,234.63 3,396.38 34.9277 36.6739 38.5078 40.4329 42.4547 Custodian N C 14 1445 3,731.98 3,918.57 4,114.46 4,320.20 4,536.22 1,722.45 1,808.57 1,898.98 1,993.94 2,093.64 21.5306 22.6071 23.7373 24.9243 26.1705 Deputy City Clerk N C 14 1446 5,122.33 5,378.40 5,647.35 5,929.69 6,226.20 2,364.15 2,482.34 2,606.47 2,736.78 2,873.63 29.5519 31.0293 32.5809 34.2098 35.9204 Electrician N C 14 1447 5,710.94 5,996.47 6,296.29 6,611.13 6,941.68 2,635.82 2,767.60 2,905.98 3,051.29 3,203.85 32.9478 34.5950 36.3248 38.1411 40.0481 Electronics/Communications Technician I N C 14 1450 5,453.89 5,726.63 6,012.98 6,313.58 6,629.26 2,517.18 2,643.06 2,775.22 2,913.96 3,059.66 31.4648 33.0382 34.6902 36.4245 38.2458 Electronics/Communications Technician II N C 14 1451 5,996.08 6,295.86 6,610.63 6,941.16 7,288.26 2,767.42 2,905.78 3,051.06 3,203.61 3,363.81 34.5927 36.3222 38.1383 40.0451 42.0476 Electronics Technician I N C 14 1448 5,194.56 5,454.32 5,727.06 6,013.39 6,314.04 2,397.49 2,517.38 2,643.26 2,775.41 2,914.17 29.9686 31.4673 33.0407 34.6926 36.4271 Electronics Technician II N C 14 1449 5,710.94 5,996.47 6,296.29 6,611.13 6,941.68 2,635.82 2,767.60 2,905.98 3,051.29 3,203.85 32.9478 34.5950 36.3248 38.1411 40.0481 Energy and Climate Specialist E C 14 1593 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Engineering Technician I N C 14 1452 4,900.18 5,145.16 5,402.39 5,672.55 5,956.15 2,261.62 2,374.69 2,493.41 2,618.10 2,748.99 28.2702 29.6836 31.1676 32.7262 34.3624 Engineering Technician II N C 14 1453 5,387.20 5,656.58 5,939.40 6,236.38 6,548.19 2,486.40 2,610.73 2,741.26 2,878.33 3,022.24 31.0800 32.6341 34.2657 35.9791 37.7780 Environmental Services Specialist I E C 14 1541 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Environmental Services Specialist II E C 14 1542 7,539.74 7,916.70 8,312.57 8,728.18 9,164.61 3,479.88 3,653.86 3,836.57 4,028.39 4,229.82 43.4985 45.6733 47.9571 50.3549 52.8727 Equipment Operator N C 14 1455 4,388.67 4,608.11 4,838.51 5,080.42 5,334.46 2,025.54 2,126.82 2,233.16 2,344.81 2,462.06 25.3192 26.5853 27.9145 29.3101 30.7757
GENERAL
HR\PSCR Page 2 10/4/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Facilities Maintenance Worker II N C 14 1573 4,399.68 4,619.64 4,850.63 5,093.16 5,347.79 2,030.62 2,132.14 2,238.75 2,350.69 2,468.21 25.3828 26.6517 27.9844 29.3836 30.8526 Finance Analyst I E U 14 1456 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Finance Analyst II E U 14 1457 7,807.58 8,197.97 8,607.86 9,038.25 9,490.22 3,603.50 3,783.68 3,972.86 4,171.50 4,380.10 45.0438 47.2960 49.6607 52.1438 54.7512 Fire Public Education Coordinator E C 14 1459 6,054.14 6,356.81 6,674.68 7,008.37 7,358.82 2,794.22 2,933.91 3,080.62 3,234.63 3,396.38 34.9277 36.6739 38.5078 40.4329 42.4547 Fire Services Specialist N C 14 1460 5,589.74 5,869.20 6,162.69 6,470.84 6,794.36 2,579.88 2,708.86 2,844.32 2,986.54 3,135.86 32.2485 33.8607 35.5540 37.3317 39.1982 Fire Warehouse Specialist N C 14 1458 4,291.28 4,505.89 4,731.16 4,967.69 5,216.10 1,980.59 2,079.64 2,183.61 2,292.78 2,407.43 24.7574 25.9955 27.2951 28.6598 30.0929 Fleet Services Technician I N C 14 1426 5,238.83 5,500.78 5,775.79 6,064.59 6,367.83 2,417.92 2,538.82 2,665.75 2,799.04 2,939.00 30.2240 31.7353 33.3219 34.9880 36.7375 Fleet Services Technician II N C 14 1468 5,788.36 6,077.78 6,381.61 6,700.72 7,035.75 2,671.55 2,805.13 2,945.36 3,092.64 3,247.27 33.3944 35.0641 36.8170 38.6580 40.5909 Geographic Information Systems Coordinator N C 14 1423 8,704.39 9,139.61 9,596.62 10,076.43 10,580.27 4,017.41 4,218.28 4,429.21 4,650.66 4,883.20 50.2176 52.7285 55.3651 58.1333 61.0400 Geographic Information Systems Technician N C 14 1461 6,114.81 6,420.55 6,741.56 7,078.67 7,432.58 2,822.22 2,963.33 3,111.49 3,267.08 3,430.42 35.2777 37.0416 38.8936 40.8385 42.8803 Graphic Designer N C 14 1439 6,524.40 6,850.63 7,193.20 7,552.85 7,930.48 3,011.26 3,161.83 3,319.94 3,485.93 3,660.22 37.6408 39.5229 41.4992 43.5741 45.7528 Grounds Maintenance Crew Leader N C 14 1464 4,946.72 5,194.04 5,453.78 5,726.48 6,012.76 2,283.10 2,397.25 2,517.13 2,642.99 2,775.12 28.5387 29.9656 31.4641 33.0374 34.6890 Grounds Maintenance Worker I N C 14 1465 3,913.00 4,108.65 4,314.07 4,529.76 4,756.27 1,806.00 1,896.30 1,991.11 2,090.66 2,195.20 22.5750 23.7037 24.8889 26.1332 27.4400 Grounds Maintenance Worker II N C 14 1466 4,388.67 4,608.11 4,838.51 5,080.42 5,334.46 2,025.54 2,126.82 2,233.16 2,344.81 2,462.06 25.3192 26.5853 27.9145 29.3101 30.7757 Harbor Operations Assistant N C 14 1467 4,509.55 4,735.03 4,971.79 5,220.39 5,481.36 2,081.33 2,185.40 2,294.67 2,409.41 2,529.86 26.0166 27.3175 28.6834 30.1176 31.6233 Head Pool Lifeguard N C 14 1572 3,151.42 3,308.98 3,474.47 3,648.19 3,830.58 1,454.50 1,527.22 1,603.60 1,683.78 1,767.96 18.1813 19.0903 20.0450 21.0472 22.0995 Heavy Equipment Technician N C 14 1576 5,788.36 6,077.78 6,381.61 6,700.72 7,035.75 2,671.55 2,805.13 2,945.36 3,092.64 3,247.27 33.3944 35.0641 36.8170 38.6580 40.5909 Housing Programs Specialist N C 14 1469 6,926.79 7,273.20 7,636.85 8,018.68 8,419.60 3,196.98 3,356.86 3,524.70 3,700.93 3,885.97 39.9623 41.9607 44.0587 46.2616 48.5746 Housing Project Planner E C 14 1590 7,427.75 7,799.16 8,189.09 8,598.57 9,028.52 3,428.19 3,599.61 3,779.58 3,968.57 4,167.01 42.8524 44.9951 47.2448 49.6071 52.0876 Information Technology Project Manager E C 14 1603 8,704.39 9,139.61 9,596.62 10,076.43 10,580.27 4,017.41 4,218.28 4,429.21 4,650.66 4,883.20 50.2176 52.7285 55.3651 58.1333 61.0400 Information Technology Technician I N C 14 1440 4,837.02 5,078.86 5,332.77 5,599.43 5,879.38 2,232.47 2,344.09 2,461.28 2,584.35 2,713.56 27.9059 29.3011 30.7660 32.3044 33.9195 Information Technology Technician II N C 14 1441 5,265.04 5,528.25 5,804.65 6,094.90 6,399.66 2,430.02 2,551.50 2,679.07 2,813.03 2,953.69 30.3752 31.8938 33.4884 35.1629 36.9211 Irrigation Systems Technician N C 14 1471 4,971.44 5,220.09 5,481.06 5,755.10 6,042.88 2,294.51 2,409.27 2,529.72 2,656.20 2,789.02 28.6814 30.1159 31.6215 33.2025 34.8627 Lead Equipment Technician N C 14 1472 6,395.52 6,715.32 7,051.09 7,403.63 7,773.85 2,951.78 3,099.38 3,254.35 3,417.06 3,587.93 36.8973 38.7423 40.6794 42.7133 44.8491 Librarian I E C 14 1474 5,297.76 5,562.66 5,840.81 6,132.84 6,439.51 2,445.12 2,567.38 2,695.76 2,830.54 2,972.08 30.5640 32.0922 33.6970 35.3818 37.1510 Librarian II E C 14 1473 5,824.37 6,115.59 6,421.35 6,742.45 7,079.54 2,688.17 2,822.58 2,963.70 3,111.90 3,267.48 33.6021 35.2822 37.0462 38.8988 40.8435 Library Assistant I N C 14 1476 3,970.63 4,169.12 4,377.58 4,596.45 4,826.27 1,832.60 1,924.21 2,020.42 2,121.44 2,227.51 22.9075 24.0526 25.2553 26.5180 27.8439 Library Assistant II N C 14 1477 4,132.27 4,338.84 4,555.76 4,783.57 5,022.72 1,907.20 2,002.54 2,102.66 2,207.80 2,318.18 23.8400 25.0317 26.2833 27.5975 28.9773 Library Systems Technician I N C 14 1479 4,837.02 5,078.86 5,332.77 5,599.43 5,879.38 2,232.47 2,344.09 2,461.28 2,584.35 2,713.56 27.9059 29.3011 30.7660 32.3044 33.9195 Library Systems Technician II N C 14 1481 5,265.04 5,528.25 5,804.65 6,094.90 6,399.66 2,430.02 2,551.50 2,679.07 2,813.03 2,953.69 30.3752 31.8938 33.4884 35.1629 36.9211 Library Technician N C 14 1480 4,409.04 4,629.52 4,861.00 5,104.02 5,359.19 2,034.94 2,136.70 2,243.54 2,355.70 2,473.47 25.4367 26.7088 28.0442 29.4462 30.9184 Library Technician - Unclassified N U 14 1594 4,409.04 4,629.52 4,861.00 5,104.02 5,359.19 2,034.94 2,136.70 2,243.54 2,355.70 2,473.47 25.4367 26.7088 28.0442 29.4462 30.9184 Mail Services Specialist N C 14 1482 3,377.68 3,546.49 3,723.89 3,910.05 4,105.55 1,558.93 1,636.84 1,718.72 1,804.64 1,894.87 19.4866 20.4605 21.4840 22.5580 23.6859 Maintenance Coordinator N C 14 1483 5,186.78 5,446.18 5,718.46 6,004.38 6,304.57 2,393.90 2,513.62 2,639.29 2,771.25 2,909.80 29.9238 31.4202 32.9911 34.6406 36.3725 Maintenance Crew Leader N C 14 1484 4,934.45 5,181.22 5,440.28 5,712.24 5,997.88 2,277.44 2,391.33 2,510.90 2,636.42 2,768.25 28.4680 29.8916 31.3862 32.9553 34.6031 Maintenance Worker I N C 14 1485 3,731.98 3,918.57 4,114.46 4,320.20 4,536.22 1,722.45 1,808.57 1,898.98 1,993.94 2,093.64 21.5306 22.6071 23.7373 24.9243 26.1705 Maintenance Worker II N C 14 1486 4,185.61 4,394.87 4,614.61 4,845.36 5,087.62 1,931.82 2,028.40 2,129.82 2,236.32 2,348.13 24.1477 25.3550 26.6228 27.9540 29.3516 Marketing Coordinator N C 14 1487 6,524.40 6,850.63 7,193.20 7,552.85 7,930.48 3,011.26 3,161.83 3,319.94 3,485.93 3,660.22 37.6408 39.5229 41.4992 43.5741 45.7528 Neighborhood & Outreach Services Coordinator I N C 14 1488 5,317.80 5,583.72 5,862.87 6,156.00 6,463.82 2,454.37 2,577.10 2,705.94 2,841.23 2,983.30 30.6796 32.2137 33.8242 35.5154 37.2913 Neighborhood & Outreach Services Coordinator II N C 14 1489 5,788.36 6,077.78 6,381.61 6,700.72 7,035.75 2,671.55 2,805.13 2,945.36 3,092.64 3,247.27 33.3944 35.0641 36.8170 38.6580 40.5909 Network Administrator E C 14 1490 8,532.44 8,959.12 9,407.06 9,877.36 10,371.25 3,938.05 4,134.98 4,341.72 4,558.78 4,786.73 49.2256 51.6872 54.2715 56.9848 59.8341 Network Analyst E C 14 1442 7,059.37 7,412.32 7,782.97 8,172.10 8,580.72 3,258.17 3,421.07 3,592.14 3,771.74 3,960.33 40.7271 42.7634 44.9018 47.1468 49.5041 Office Specialist I N C 14 1491 3,462.94 3,636.06 3,817.91 4,008.77 4,209.18 1,598.28 1,678.18 1,762.11 1,850.20 1,942.70 19.9785 20.9773 22.0264 23.1275 24.2838 Office Specialist II N C 14 1492 3,807.20 3,997.54 4,197.40 4,407.26 4,627.61 1,757.17 1,845.02 1,937.26 2,034.12 2,135.82 21.9646 23.0627 24.2157 25.4265 26.6978 Outreach Coordinator E C 14 1493 6,054.14 6,356.81 6,674.68 7,008.37 7,358.82 2,794.22 2,933.91 3,080.62 3,234.63 3,396.38 34.9277 36.6739 38.5078 40.4329 42.4547 Outreach Coordinator - Unclassified E U 14 1604 6,054.14 6,356.81 6,674.68 7,008.37 7,358.82 2,794.22 2,933.91 3,080.62 3,234.63 3,396.38 34.9277 36.6739 38.5078 40.4329 42.4547 Painter N C 14 1495 5,203.38 5,463.60 5,736.77 6,023.57 6,324.76 2,401.56 2,521.66 2,647.74 2,780.11 2,919.12 30.0195 31.5207 33.0968 34.7514 36.4890 Park Project Technician N C 14 1498 5,265.04 5,528.25 5,804.65 6,094.90 6,399.66 2,430.02 2,551.50 2,679.07 2,813.03 2,953.69 30.3752 31.8938 33.4884 35.1629 36.9211 Parking Coordinator N C 14 1496 5,561.94 5,840.03 6,132.04 6,438.64 6,760.54 2,567.05 2,695.40 2,830.17 2,971.68 3,120.25 32.0881 33.6925 35.3771 37.1460 39.0031 Parking Maintenance Coordinator N C 14 1592 5,371.08 5,639.66 5,921.65 6,217.73 6,528.60 2,478.96 2,602.92 2,733.07 2,869.72 3,013.20 30.9870 32.5365 34.1634 35.8715 37.6650 Parking Resources Specialist N C 14 1497 6,145.36 6,452.64 6,775.28 7,114.06 7,469.71 2,836.32 2,978.14 3,127.05 3,283.41 3,447.56 35.4540 37.2267 39.0881 41.0426 43.0945 Plan Check Engineer E C 14 1424 7,818.59 8,209.50 8,619.98 9,050.95 9,503.54 3,608.58 3,789.00 3,978.45 4,177.36 4,386.25 45.1072 47.3625 49.7306 52.2170 54.8281 Planning Technician I N C 14 1499 5,317.80 5,583.72 5,862.87 6,156.00 6,463.82 2,454.37 2,577.10 2,705.94 2,841.23 2,983.30 30.6796 32.2137 33.8242 35.5154 37.2913 Planning Technician II N C 14 1500 5,759.56 6,047.51 6,349.89 6,667.40 7,000.76 2,658.26 2,791.16 2,930.72 3,077.26 3,231.12 33.2282 34.8895 36.6340 38.4658 40.3890 Plans Examiner E C 14 1501 7,475.39 7,849.16 8,241.61 8,653.69 9,086.39 3,450.18 3,622.69 3,803.82 3,994.01 4,193.72 43.1273 45.2836 47.5478 49.9251 52.4215 Plumber N C 14 1502 5,514.97 5,790.70 6,080.27 6,384.28 6,703.52 2,545.37 2,672.63 2,806.28 2,946.59 3,093.93 31.8171 33.4079 35.0785 36.8324 38.6741 HR\PSCR Page 3 10/4/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Pool Technician N C 14 1503 4,694.41 4,929.10 5,175.58 5,434.35 5,706.00 2,166.65 2,274.97 2,388.73 2,508.16 2,633.54 27.0831 28.4371 29.8591 31.3520 32.9193 Program Analyst E U 14 1600 8,456.18 8,879.00 9,322.95 9,789.09 10,278.54 3,902.85 4,098.00 4,302.90 4,518.04 4,743.94 48.7856 51.2250 53.7862 56.4755 59.2993 Project Engineer I E C 14 1505 6,858.06 7,200.96 7,561.02 7,939.08 8,336.06 3,165.26 3,323.52 3,489.70 3,664.19 3,847.41 39.5657 41.5440 43.6212 45.8024 48.0926 Project Engineer II E C 14 1506 7,539.74 7,916.70 8,312.57 8,728.18 9,164.61 3,479.88 3,653.86 3,836.57 4,028.39 4,229.82 43.4985 45.6733 47.9571 50.3549 52.8727 Project Planner E C 14 1507 7,427.75 7,799.16 8,189.09 8,598.57 9,028.52 3,428.19 3,599.61 3,779.58 3,968.57 4,167.01 42.8524 44.9951 47.2448 49.6071 52.0876 Property Management Specialist N C 14 1508 5,964.18 6,262.38 6,575.53 6,904.30 7,249.49 2,752.70 2,890.33 3,034.86 3,186.60 3,345.92 34.4088 36.1291 37.9358 39.8325 41.8240 Public Works Inspector I N C 14 1509 5,631.56 5,913.14 6,208.76 6,519.20 6,845.22 2,599.18 2,729.14 2,865.58 3,008.86 3,159.33 32.4897 34.1142 35.8198 37.6107 39.4916 Public Works Inspector II N C 14 1510 6,379.43 6,698.40 7,033.28 7,384.98 7,754.20 2,944.35 3,091.57 3,246.13 3,408.45 3,578.86 36.8044 38.6446 40.5766 42.6056 44.7358 Public Works Operations Assistant N C 14 1571 4,356.00 4,573.79 4,802.48 5,042.59 5,294.73 2,010.46 2,110.98 2,216.53 2,327.35 2,443.72 25.1308 26.3873 27.7066 29.0919 30.5465 Real Property Agent N C 14 1511 6,892.36 7,236.97 7,598.83 7,978.75 8,377.70 3,181.09 3,340.14 3,507.15 3,682.50 3,866.63 39.7636 41.7518 43.8394 46.0313 48.3329 Records Technician N C 14 1512 4,399.68 4,619.64 4,850.63 5,093.16 5,347.79 2,030.62 2,132.14 2,238.75 2,350.69 2,468.21 25.3828 26.6517 27.9844 29.3836 30.8526 Recreation Coordinator N C 14 1515 5,059.08 5,312.02 5,577.65 5,856.50 6,149.30 2,334.96 2,451.70 2,574.30 2,703.00 2,838.14 29.1870 30.6462 32.1787 33.7875 35.4768 Recreation Program Leader N C 14 1517 3,676.51 3,860.35 4,053.40 4,256.05 4,468.86 1,696.85 1,781.70 1,870.80 1,964.33 2,062.55 21.2106 22.2713 23.3850 24.5541 25.7819 Recreation Specialist N C 14 1516 4,185.61 4,394.87 4,614.61 4,845.36 5,087.62 1,931.82 2,028.40 2,129.82 2,236.32 2,348.13 24.1477 25.3550 26.6228 27.9540 29.3516 Recycling Educator N C 14 1518 5,265.04 5,528.25 5,804.65 6,094.90 6,399.66 2,430.02 2,551.50 2,679.07 2,813.03 2,953.69 30.3752 31.8938 33.4884 35.1629 36.9211 Rental Housing Mediation Specialist N C 14 1519 5,702.36 5,987.50 6,286.87 6,601.23 6,931.28 2,631.86 2,763.46 2,901.63 3,046.72 3,199.05 32.8983 34.5433 36.2704 38.0840 39.9881 Senior Accountant E C 14 1520 7,031.20 7,382.79 7,751.94 8,139.54 8,546.50 3,245.17 3,407.44 3,577.82 3,756.71 3,944.54 40.5646 42.5930 44.7228 46.9589 49.3068 Senior Airport Maintenance Worker N C 14 1521 4,861.20 5,104.26 5,359.45 5,627.44 5,908.80 2,243.63 2,355.81 2,473.59 2,597.28 2,727.14 28.0454 29.4476 30.9199 32.4660 34.0892 Senior Airport Security Aide N C 14 1587 3,715.40 3,901.21 4,096.24 4,301.05 4,516.11 1,714.80 1,800.56 1,890.57 1,985.10 2,084.36 21.4350 22.5070 23.6321 24.8138 26.0545 Senior Building Inspector N C 14 1523 7,143.78 7,500.91 7,875.94 8,269.78 8,683.26 3,297.13 3,461.96 3,635.05 3,816.82 4,007.66 41.2141 43.2745 45.4381 47.7103 50.0958 Senior Building Inspector Specialty N C 14 1574 7,509.02 7,884.52 8,278.70 8,692.67 9,127.28 3,465.70 3,639.01 3,820.94 4,012.00 4,212.59 43.3213 45.4876 47.7617 50.1500 52.6574 Senior Buyer N C 14 1522 6,425.77 6,747.11 7,084.46 7,438.69 7,810.62 2,965.74 3,114.05 3,269.75 3,433.24 3,604.90 37.0717 38.9256 40.8719 42.9155 45.0612 Senior Commission Secretary N C 14 1513 5,122.33 5,378.40 5,647.35 5,929.69 6,226.20 2,364.15 2,482.34 2,606.47 2,736.78 2,873.63 29.5519 31.0293 32.5809 34.2098 35.9204 Senior Community Development Programs Specialist N C 14 1588 6,896.18 7,240.96 7,603.03 7,983.17 8,382.31 3,182.85 3,341.98 3,509.09 3,684.54 3,868.76 39.7856 41.7748 43.8636 46.0567 48.3595 Senior Custodian N C 14 1524 3,942.42 4,139.53 4,346.72 4,563.87 4,792.06 1,819.58 1,910.55 2,006.18 2,106.40 2,211.72 22.7447 23.8819 25.0773 26.3300 27.6465 Senior Electronics/Communications Technician N C 14 1525 6,429.69 6,751.20 7,088.75 7,443.22 7,815.38 2,967.55 3,115.94 3,271.73 3,435.33 3,607.10 37.0944 38.9492 40.8966 42.9416 45.0887 Senior Engineering Technician N C 14 1526 6,133.16 6,439.79 6,761.80 7,099.89 7,454.92 2,830.69 2,972.21 3,120.83 3,276.87 3,440.73 35.3836 37.1526 39.0104 40.9609 43.0091 Senior Grounds Maintenance Worker N C 14 1527 4,567.31 4,795.70 5,035.49 5,287.23 5,551.61 2,107.99 2,213.40 2,324.07 2,440.26 2,562.28 26.3499 27.6675 29.0509 30.5032 32.0285 Senior Library Technician E C 14 1528 4,823.20 5,064.32 5,317.59 5,583.44 5,862.65 2,226.09 2,337.38 2,454.27 2,576.97 2,705.84 27.8261 29.2172 30.6784 32.2121 33.8230 Senior Maintenance Worker N C 14 1529 4,694.41 4,929.10 5,175.58 5,434.35 5,706.00 2,166.65 2,274.97 2,388.73 2,508.16 2,633.54 27.0831 28.4371 29.8591 31.3520 32.9193 Senior Network/Applications Analyst E C 14 1504 7,764.60 8,152.84 8,560.44 8,988.50 9,437.89 3,583.66 3,762.85 3,950.97 4,148.54 4,355.95 44.7957 47.0356 49.3871 51.8567 54.4494 Senior Plan Check Engineer E C 14 1425 8,638.70 9,070.64 9,524.15 10,000.38 10,500.38 3,987.09 4,186.45 4,395.76 4,615.56 4,846.33 49.8386 52.3306 54.9470 57.6945 60.5791 Senior Plans Examiner E C 14 1530 7,818.59 8,209.50 8,619.98 9,050.95 9,503.54 3,608.58 3,789.00 3,978.45 4,177.36 4,386.25 45.1072 47.3625 49.7306 52.2170 54.8281 Senior Project Engineer N C 14 1602 8,687.06 9,121.39 9,577.47 10,056.32 10,559.12 4,009.41 4,209.87 4,420.37 4,641.38 4,873.44 50.1176 52.6234 55.2546 58.0172 60.9180 Senior Property Management Specialist N C 14 1534 6,926.79 7,273.20 7,636.85 8,018.68 8,419.60 3,196.98 3,356.86 3,524.70 3,700.93 3,885.97 39.9623 41.9607 44.0587 46.2616 48.5746 Senior Public Works Inspector N C 14 1533 7,048.60 7,401.01 7,771.03 8,159.65 8,567.59 3,253.20 3,415.85 3,586.63 3,765.99 3,954.27 40.6650 42.6981 44.8329 47.0749 49.4284 Senior Real Property Agent E C 14 1535 7,925.28 8,321.56 8,737.65 9,174.51 9,633.28 3,657.82 3,840.72 4,032.76 4,234.39 4,446.13 45.7228 48.0090 50.4095 52.9299 55.5766 Senior Rental Housing Mediation Specialist N C 14 1536 6,896.18 7,240.96 7,603.03 7,983.17 8,382.31 3,182.85 3,341.98 3,509.09 3,684.54 3,868.76 39.7856 41.7748 43.8636 46.0567 48.3595 Senior Streets Maintenance Worker N C 14 1537 4,861.20 5,104.26 5,359.45 5,627.44 5,908.80 2,243.63 2,355.81 2,473.59 2,597.28 2,727.14 28.0454 29.4476 30.9199 32.4660 34.0892 Senior Traffic Signal Technician N C 14 1583 6,124.00 6,430.19 6,751.68 7,089.29 7,443.76 2,826.46 2,967.78 3,116.16 3,271.98 3,435.58 35.3307 37.0972 38.9520 40.8998 42.9447 Senior Traffic Technician N C 14 1538 5,994.00 6,293.69 6,608.38 6,938.82 7,285.76 2,766.46 2,904.78 3,050.02 3,202.53 3,362.66 34.5808 36.3098 38.1253 40.0316 42.0333 Senior Tree Trimmer N C 14 1539 5,033.88 5,285.56 5,549.85 5,827.32 6,118.71 2,323.33 2,439.49 2,561.47 2,689.53 2,824.02 29.0416 30.4936 32.0184 33.6191 35.3003 Senior Waterfront Maintenance Worker N C 14 1540 4,861.20 5,104.26 5,359.45 5,627.44 5,908.80 2,243.63 2,355.81 2,473.59 2,597.28 2,727.14 28.0454 29.4476 30.9199 32.4660 34.0892 Stock Clerk N C 14 1543 3,883.88 4,078.06 4,281.94 4,496.05 4,720.86 1,792.56 1,882.18 1,976.28 2,075.10 2,178.86 22.4070 23.5273 24.7035 25.9387 27.2358 Streets Maintenance Coordinator N C 14 1544 5,371.08 5,639.66 5,921.65 6,217.73 6,528.60 2,478.96 2,602.92 2,733.07 2,869.72 3,013.20 30.9870 32.5365 34.1634 35.8715 37.6650 Streets Maintenance Crew Leader N C 14 1545 5,109.74 5,365.23 5,633.49 5,915.22 6,210.99 2,358.34 2,476.26 2,600.07 2,730.10 2,866.61 29.4793 30.9533 32.5009 34.1262 35.8326 Streets Maintenance Worker I N C 14 1546 3,922.79 4,118.96 4,324.91 4,541.18 4,768.21 1,810.52 1,901.06 1,996.11 2,095.93 2,200.71 22.6315 23.7633 24.9514 26.1991 27.5089 Streets Maintenance Worker II N C 14 1547 4,399.68 4,619.64 4,850.63 5,093.16 5,347.79 2,030.62 2,132.14 2,238.75 2,350.69 2,468.21 25.3828 26.6517 27.9844 29.3836 30.8526 System Administrator E C 14 1577 7,764.60 8,152.84 8,560.44 8,988.50 9,437.89 3,583.66 3,762.85 3,950.97 4,148.54 4,355.95 44.7957 47.0356 49.3871 51.8567 54.4494 Traffic Signal Technician I E C 14 1581 5,194.56 5,454.32 5,727.06 6,013.39 6,314.04 2,397.49 2,517.38 2,643.26 2,775.41 2,914.17 29.9686 31.4673 33.0407 34.6926 36.4271 Traffic Signal Technician II E C 14 1582 5,710.94 5,996.47 6,296.29 6,611.13 6,941.68 2,635.82 2,767.60 2,905.98 3,051.29 3,203.85 32.9478 34.5950 36.3248 38.1411 40.0481 Traffic Technician I N C 14 1552 4,837.02 5,078.86 5,332.77 5,599.43 5,879.38 2,232.47 2,344.09 2,461.28 2,584.35 2,713.56 27.9059 29.3011 30.7660 32.3044 33.9195 Traffic Technician II N C 14 1553 5,317.80 5,583.72 5,862.87 6,156.00 6,463.82 2,454.37 2,577.10 2,705.94 2,841.23 2,983.30 30.6796 32.2137 33.8242 35.5154 37.2913 Tree Care Specialist N C 14 1555 4,533.32 4,759.99 4,998.00 5,247.86 5,510.29 2,092.30 2,196.92 2,306.77 2,422.09 2,543.21 26.1537 27.4615 28.8346 30.2761 31.7901 Tree Trimmer I N C 14 1557 4,001.88 4,201.97 4,412.07 4,632.64 4,864.25 1,847.02 1,939.37 2,036.34 2,138.14 2,245.04 23.0878 24.2421 25.4542 26.7268 28.0630 Tree Trimmer II N C 14 1556 4,488.32 4,712.74 4,948.39 5,195.80 5,455.60 2,071.53 2,175.11 2,283.87 2,398.06 2,517.97 25.8941 27.1889 28.5484 29.9758 31.4746 HR\PSCR Page 4 10/4/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Vehicle Services Assistant N C 14 1558 3,962.16 4,160.26 4,368.24 4,586.70 4,815.98 1,828.69 1,920.12 2,016.11 2,116.94 2,222.76 22.8586 24.0015 25.2014 26.4617 27.7845 Warehouse Specialist N C 14 1559 4,291.28 4,505.89 4,731.16 4,967.69 5,216.10 1,980.59 2,079.64 2,183.61 2,292.78 2,407.43 24.7574 25.9955 27.2951 28.6598 30.0929 Water Conservation Coordinator E U 14 1599 7,921.44 8,326.78 8,732.12 9,180.34 9,628.56 3,656.05 3,843.13 4,030.21 4,237.08 4,443.95 45.7006 48.0391 50.3776 52.9635 55.5494 Water Quality Research Analyst E C 14 1589 7,807.58 8,197.95 8,607.86 9,038.25 9,490.22 3,603.50 3,783.67 3,972.86 4,171.50 4,380.10 45.0438 47.2959 49.6607 52.1437 54.7512 Water Resources Specialist E C 14 1560 6,722.63 7,058.76 7,411.63 7,782.28 8,171.39 3,102.75 3,257.89 3,420.75 3,591.82 3,771.41 38.7844 40.7236 42.7594 44.8978 47.1426 Water Resources Technician N C 14 1562 5,265.04 5,528.25 5,804.65 6,094.90 6,399.66 2,430.02 2,551.50 2,679.07 2,813.03 2,953.69 30.3752 31.8938 33.4884 35.1629 36.9211 Waterfront Maintenance Coordinator N C 14 1598 5,371.08 5,639.66 5,921.65 6,217.73 6,528.60 2,478.96 2,602.92 2,733.07 2,869.72 3,013.20 30.9870 32.5365 34.1634 35.8715 37.6650 Waterfront Maintenance Crew Leader N C 14 1564 5,109.74 5,365.23 5,633.49 5,915.22 6,210.99 2,358.34 2,476.26 2,600.07 2,730.10 2,866.61 29.4793 30.9533 32.5009 34.1262 35.8326 Waterfront Maintenance Worker I N C 14 1565 4,001.88 4,201.97 4,412.07 4,632.64 4,864.25 1,847.02 1,939.37 2,036.34 2,138.14 2,245.04 23.0878 24.2421 25.4542 26.7268 28.0630 Waterfront Maintenance Worker II N C 14 1566 4,399.68 4,619.64 4,850.63 5,093.16 5,347.79 2,030.62 2,132.14 2,238.75 2,350.69 2,468.21 25.3828 26.6517 27.9844 29.3836 30.8526 Waterfront Vessel Technician N C 14 1567 4,399.68 4,619.64 4,850.63 5,093.16 5,347.79 2,030.62 2,132.14 2,238.75 2,350.69 2,468.21 25.3828 26.6517 27.9844 29.3836 30.8526 Web Services Technician E C 14 1586 6,114.81 6,420.55 6,741.56 7,078.67 7,432.58 2,822.22 2,963.33 3,111.49 3,267.08 3,430.42 35.2777 37.0416 38.8936 40.8385 42.8803 Webmaster E C 14 1550 8,532.44 8,959.12 9,407.06 9,877.36 10,371.25 3,938.05 4,134.98 4,341.72 4,558.78 4,786.73 49.2256 51.6872 54.2715 56.9848 59.8341 Welder/Fabricator N C 14 1568 5,299.26 5,564.22 5,842.42 6,134.55 6,441.28 2,445.81 2,568.10 2,696.50 2,831.33 2,972.90 30.5726 32.1013 33.7062 35.3916 37.1612 Fire Captain (56 Hour) 7 C 34 3400 8,779.05 9,218.02 9,678.96 10,162.88 10,671.03 4,051.87 4,254.47 4,467.21 4,690.56 4,925.09 36.1774 37.9864 39.8858 41.8800 43.9740 Fire Captain (40 Hour) 7 C 34 3405 8,779.05 9,218.02 9,678.91 10,162.86 10,671.03 4,051.87 4,254.47 4,467.19 4,690.55 4,925.09 50.6484 53.1809 55.8399 58.6319 61.5636 Fire Engineer (56 Hour) 7 C 34 3401 7,596.85 7,976.71 8,375.58 8,794.35 9,234.05 3,506.24 3,681.56 3,865.65 4,058.93 4,261.87 31.3057 32.8711 34.5147 36.2404 38.0524 Fire Engineer (40 Hour) 7 C 34 3402 7,596.85 7,976.74 8,375.58 8,794.35 9,234.05 3,506.24 3,681.57 3,865.65 4,058.93 4,261.87 43.8280 46.0196 48.3206 50.7366 53.2734 Fire Inspector I (40 Hour) 7 C 39 3901 6,706.31 7,041.65 7,393.75 7,763.41 8,151.56 3,095.22 3,249.99 3,412.50 3,583.11 3,762.26 38.6902 40.6249 42.6562 44.7889 47.0282 Fire Inspector II (40 Hour) 7 C 39 3902 7,596.85 7,976.74 8,375.58 8,794.35 9,234.05 3,506.24 3,681.57 3,865.65 4,058.93 4,261.87 43.8280 46.0196 48.3206 50.7366 53.2734 Fire Inspector III (40 Hour) 7 C 39 3903 8,779.05 9,218.02 9,678.91 10,162.86 10,671.03 4,051.87 4,254.47 4,467.19 4,690.55 4,925.09 50.6484 53.1809 55.8399 58.6319 61.5636 Firefighter (56 Hour) 7 C 34 3403 6,706.33 7,041.62 7,393.73 7,763.38 8,151.56 3,095.23 3,249.98 3,412.49 3,583.10 3,762.26 27.6359 29.0177 30.4686 31.9920 33.5916 Firefighter (40 Hour) 7 C 34 3404 6,706.31 7,041.65 7,393.75 7,763.41 8,151.56 3,095.22 3,249.99 3,412.50 3,583.11 3,762.26 38.6902 40.6249 42.6562 44.7889 47.0283 Firefighter - Entry 7 C 39 3904 6,035.68 6,337.46 6,654.33 6,987.05 7,336.42 2,785.70 2,924.98 3,071.23 3,224.79 3,386.04 34.8212 36.5623 38.3904 40.3099 42.3255 Assistant City Attorney I E U 01 0103 10,173.15 12,365.62 4,695.30 5,707.21 58.6913 71.3401 Assistant City Attorney II E U 01 0104 11,296.50 13,730.97 5,213.77 6,337.37 65.1721 79.2171 Assistant City Attorney III E U 01 0105 13,119.75 15,947.14 6,055.27 7,360.22 75.6909 92.0028 Assistant City Attorney IV E U 01 0106 14,431.73 17,541.88 6,660.80 8,096.25 83.2600 101.2031 Deputy City Attorney E U 01 0110 8,458.88 10,281.81 3,904.10 4,745.45 48.8012 59.3181 Accounting Manager E U 02 0200 9,939.56 12,081.64 4,587.49 5,576.14 57.3436 69.7017 Airport Business Development Manager E U 02 0203 10,275.16 12,489.53 4,742.38 5,764.40 59.2798 72.0550 Airport Business Manager E U 02 0259 9,392.89 11,417.14 4,335.18 5,269.45 54.1897 65.8681 Airport Facilities Manager E U 02 0246 9,960.90 12,107.55 4,597.34 5,588.10 57.4668 69.8513 Airport Operations Manager E U 02 0202 10,275.16 12,489.53 4,742.38 5,764.40 59.2798 72.0550 Airport Properties Manager E U 02 0269 10,275.16 12,489.53 4,742.38 5,764.40 59.2798 72.0550 Assistant Library Director E U 02 0253 11,925.68 14,495.80 5,504.16 6,690.37 68.8020 83.6296 Assistant Parks & Recreation Director E U 02 0205 11,877.54 14,437.24 5,481.94 6,663.34 68.5242 83.2917 Assistant to the City Administrator E U 02 0225 9,487.08 11,531.61 4,378.65 5,322.28 54.7331 66.5285 Budget Manager E U 02 0207 9,678.24 11,763.96 4,466.88 5,429.52 55.8360 67.8690 Chief Building Official E U 02 0208 11,126.18 13,524.03 5,135.16 6,241.86 64.1895 78.0232 City Clerk Services Manager E U 02 0209 10,430.03 12,677.82 4,813.86 5,851.30 60.1733 73.1413 City Engineer E U 02 0206 13,251.29 16,107.02 6,115.98 7,434.01 76.4497 92.9251 City Planner E U 02 0210 11,588.74 14,086.19 5,348.65 6,501.32 66.8581 81.2665 Community Development Business Manager E U 02 0211 9,392.89 11,417.14 4,335.18 5,269.45 54.1897 65.8681 Community Engagement Officer/PIO E U 02 0264 9,392.89 11,417.14 4,335.18 5,269.45 54.1897 65.8681 Creeks Restoration/Clean Water Manager E U 02 0212 10,075.07 12,246.28 4,650.03 5,652.13 58.1254 70.6516 Cross Functional Team Manager E U 02 0266 11,560.21 14,051.51 5,335.48 6,485.31 66.6935 81.0664 Downtown Plaza & Parking Manager E U 02 0258 9,994.03 12,147.85 4,612.63 5,606.70 57.6579 70.0838 Economic Development Manager E U 02 0260 13,251.29 16,107.02 6,115.98 7,434.01 76.4497 92.9251
LEGAL/PROFESSIONAL ATTORNEY
FIRE
MANAGEMENT
HR\PSCR Page 5 10/4/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Emergency Services Manager E U 02 0215 8,749.56 10,635.13 4,038.26 4,908.52 50.4782 61.3565 Energy and Climate Program Manager E U 02 0262 9,678.24 11,763.96 4,466.88 5,429.52 55.8360 67.8690 Environmental Services Manager E U 02 0217 9,678.24 11,763.96 4,466.88 5,429.52 55.8360 67.8690 Facilities Manager E U 02 0218 10,485.15 12,744.79 4,839.30 5,882.21 60.4913 73.5276 Finance and Treasury Manager E U 02 0255 11,441.60 13,907.38 5,280.74 6,418.79 66.0092 80.2349 Fire Business Manager E U 02 0254 9,392.89 11,417.14 4,335.18 5,269.45 54.1897 65.8681 Fire Operations Division Chief E U 32 3200 13,928.96 16,930.72 6,428.75 7,814.18 80.3594 97.6773 Fleet Services Manager E U 02 0219 9,054.05 11,005.24 4,178.79 5,079.34 52.2349 63.4918 General Services Manager E U 02 0220 9,939.56 12,081.64 4,587.49 5,576.14 57.3436 69.7017 Harbor Operations Manager E U 02 0222 9,994.03 12,147.85 4,612.63 5,606.70 57.6579 70.0838 Housing & Human Services Manager E U 02 0257 10,075.07 12,246.28 4,650.03 5,652.13 58.1254 70.6516 Human Resources Manager E U 02 0223 11,215.60 13,632.67 5,176.43 6,292.00 64.7054 78.6500 Information Technology Manager E U 02 0214 11,215.60 13,632.67 5,176.43 6,292.00 64.7054 78.6500 Labor Relations Manager E U 02 0267 10,173.15 12,365.62 4,695.30 5,707.21 58.6913 71.3401 Library Services Manager E U 02 0224 9,115.99 11,080.55 4,207.38 5,114.10 52.5922 63.9263 Parks & Recreation Business Manager E U 02 0226 9,678.24 11,763.96 4,466.88 5,429.52 55.8360 67.8690 Parks Manager E U 02 0227 9,309.37 11,315.59 4,296.63 5,222.58 53.7079 65.2823 Police Business Manager E U 02 0229 9,392.89 11,417.14 4,335.18 5,269.45 54.1897 65.8681 Police Information Technology Manager E U 02 0228 9,873.24 12,001.04 4,556.88 5,538.94 56.9610 69.2367 Police Records Manager E U 02 0230 8,104.59 9,691.02 3,740.58 4,472.78 46.7572 55.9097 Principal Engineer E U 02 0231 11,011.22 13,384.26 5,082.10 6,177.35 63.5263 77.2169 Principal Planner E U 02 0232 10,075.07 12,246.28 4,650.03 5,652.13 58.1254 70.6516 Principal Project Manager E U 02 0256 11,011.22 13,384.26 5,082.10 6,177.35 63.5263 77.2169 Principal Traffic Engineer E U 02 0252 11,011.22 13,384.26 5,082.10 6,177.35 63.5263 77.2169 Public Safety Communications Manager E U 02 0245 10,258.78 12,469.73 4,734.82 5,755.26 59.1853 71.9408 Public Works Business Manager E U 02 0234 10,275.16 12,489.53 4,742.38 5,764.40 59.2798 72.0550 Public Works Manager E U 02 0268 11,560.21 14,051.51 5,335.48 6,485.31 66.6935 81.0664 Recreation Programs Manager E U 02 0235 9,309.37 11,315.59 4,296.63 5,222.58 53.7079 65.2823 Risk Manager E U 02 0236 9,804.04 11,916.88 4,524.94 5,500.10 56.5617 68.7513 Senior Assistant to the City Administrator E U 02 0248 10,357.84 12,590.07 4,780.54 5,810.80 59.7568 72.6350 State Street Master Planner E U 02 0265 11,588.74 14,086.19 5,348.65 6,501.32 66.8581 81.2665 Streets Operations & Infrastructure Manager E U 02 0251 11,560.21 14,051.51 5,335.48 6,485.31 66.6935 81.0664 Transportation Planning & Parking Manager E U 02 0250 11,011.22 13,384.26 5,082.10 6,177.35 63.5263 77.2169 Wastewater System Manager E U 02 0240 12,472.68 15,160.64 5,756.62 6,997.22 71.9578 87.4652 Water Resources Manager E U 02 0242 14,341.99 17,432.85 6,619.38 8,045.93 82.7422 100.5741 Water Services Manager E U 02 0263 12,472.68 15,160.64 5,756.62 6,997.22 71.9578 87.4652 Water System Manager E U 02 0241 12,472.68 15,160.64 5,756.62 6,997.22 71.9578 87.4652 Waterfront Business Manager E U 02 0244 10,275.16 12,489.53 4,742.38 5,764.40 59.2798 72.0550 Waterfront Facilities Manager E U 02 0243 9,960.90 12,107.55 4,597.34 5,588.10 57.4668 69.8513 City Administrator/Clerk/Treasurer E U 01 0107 23,573.10 28,523.45 10,879.89 13,164.66 135.9986 164.5583 City Attorney E U 01 0108 23,477.98 28,408.36 10,835.99 13,111.56 135.4500 163.8945 Administrative Services Director E U 01 0100 13,993.53 17,009.27 6,458.55 7,850.43 80.7319 98.1304 Airport Director E U 01 0102 15,646.84 19,018.89 7,221.62 8,777.95 90.2703 109.7244 Assistant City Administrator E U 01 0101 16,577.08 20,149.61 7,650.96 9,299.82 95.6370 116.2477 Community Development Director E U 01 0109 14,861.62 18,064.43 6,859.21 8,337.43 85.7401 104.2179 Finance Director E U 01 0111 14,714.48 17,885.57 6,791.30 8,254.88 84.8912 103.1860 Fire Chief E U 31 3100 15,857.53 19,274.97 7,318.86 8,896.14 91.4858 111.2018 Human Resources Director E U 01 0118 14,110.14 17,151.03 6,512.37 7,915.86 81.4046 98.9482 Information Technology Director E U 01 0119 14,253.35 17,325.06 6,578.47 7,996.18 82.2309 99.9522 Library Director E U 01 0112 14,222.72 17,287.88 6,564.33 7,979.02 82.0541 99.7377 Parks & Recreation Director E U 01 0113 14,253.35 17,325.06 6,578.47 7,996.18 82.2309 99.9522 Police Chief E U 21 2100 18,449.73 22,425.82 8,515.26 10,350.38 106.4408 129.3797
MANAGEMENT/APPOINTED
MANAGEMENT/EXECUTIVE
HR\PSCR Page 6 10/4/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Public Works Director E U 01 0114 16,062.65 19,524.29 7,413.53 9,011.21 92.6691 112.6401 Sustainability & Resilience Director E U 01 0120 14,110.14 17,151.03 6,512.37 7,915.86 81.4046 98.9482 Waterfront Director/Harbormaster E U 01 0115 13,451.04 16,349.86 6,208.17 7,546.09 77.6021 94.3261 Fire Battalion Chief E C 33 3300 11,456.21 13,925.12 5,287.48 6,426.98 47.2096 57.3838 Fire Battalion Chief 40 HR E C 33 3301 11,456.21 13,925.12 5,287.48 6,426.98 66.0935 80.3373 Fire Battalion Chief / Fire Marshal E C 33 3303 11,456.21 13,925.12 5,287.48 6,426.98 66.0935 80.3373 Police Commander E C 23 2302 14,401.83 17,505.56 6,647.00 8,079.49 83.0875 100.9936 Police Lieutenant E C 23 2301 12,338.73 14,997.82 5,694.80 6,922.07 71.1850 86.5259 City Councilmember E 0001 4,671.33 2,156.00
Mayor E 0002 5,839.17 2,695.00
Identification Technician N C 29 2901 6,744.27 7,081.49 7,435.55 7,807.32 8,197.69 3,112.74 3,268.38 3,431.79 3,603.38 3,783.55 38.9093 40.8547 42.8974 45.0423 47.2944 Parking Enforcement Officer N C 29 2902 4,480.36 4,704.40 4,939.61 5,186.61 5,445.92 2,067.86 2,171.26 2,279.82 2,393.82 2,513.50 25.8483 27.1408 28.4977 29.9228 31.4187 Police Officer Range A 7 C 24 2400 8,254.78 8,667.51 9,100.93 9,555.91 10,033.73 3,809.90 4,000.39 4,200.43 4,410.42 4,630.95 47.6237 50.0049 52.5054 55.1302 57.8869 Police Officer Range B 7 C 24 2400 8,419.88 8,840.87 9,282.95 9,747.01 10,234.40 3,886.10 4,080.40 4,284.44 4,498.62 4,723.57 48.5762 51.0050 53.5555 56.2328 59.0446 Police Officer Range C 7 C 24 2400 8,584.96 9,014.22 9,464.98 9,938.13 10,435.08 3,962.29 4,160.41 4,368.45 4,586.83 4,816.19 49.5286 52.0051 54.6056 57.3354 60.2024 Police Officer Range D 7 C 24 2400 8,750.06 9,187.58 9,647.00 10,129.25 10,635.76 4,038.49 4,240.42 4,452.46 4,675.04 4,908.81 50.4811 53.0052 55.6557 58.4380 61.3601 Police Officer - Entry 7 C 29 2903 7,814.08 8,204.80 8,615.04 9,045.81 9,498.06 3,606.50 3,786.83 3,976.17 4,174.99 4,383.72 45.0812 47.3354 49.7021 52.1874 54.7965 Police Property/Evidence Assistant N C 29 2905 4,756.68 4,994.56 5,244.33 5,506.50 5,781.82 2,195.39 2,305.18 2,420.46 2,541.46 2,668.53 27.4424 28.8147 30.2557 31.7683 33.3566 Police Property/Evidence Technician N C 29 2906 5,607.72 5,888.13 6,182.52 6,491.66 6,816.25 2,588.18 2,717.60 2,853.47 2,996.15 3,145.96 32.3523 33.9700 35.6684 37.4519 39.3245 Police Range/Equipment Technician N C 29 2917 6,272.20 6,585.78 6,915.07 7,260.83 7,623.85 2,894.86 3,039.59 3,191.57 3,351.15 3,518.70 36.1857 37.9949 39.8946 41.8894 43.9838 Police Records Specialist N C 29 2904 4,116.15 4,321.94 4,538.00 4,764.93 5,003.14 1,899.76 1,994.74 2,094.46 2,199.20 2,309.14 23.7470 24.9343 26.1808 27.4900 28.8643 Police Records Supervisor N C 29 2914 5,607.72 5,888.13 6,182.52 6,491.66 6,816.25 2,588.18 2,717.60 2,853.47 2,996.15 3,145.96 32.3523 33.9700 35.6684 37.4519 39.3245 Police Sergeant 7 C 24 2401 10,645.68 11,177.96 11,736.88 12,323.70 12,939.92 4,913.39 5,159.06 5,417.02 5,687.86 5,972.27 61.4174 64.4882 67.7127 71.0983 74.6534 Police Services Coordinator N C 29 2916 4,950.38 5,197.86 5,457.79 5,730.66 6,017.16 2,284.79 2,399.01 2,518.98 2,644.92 2,777.15 28.5599 29.9876 31.4872 33.0615 34.7144 Police Services Specialist N C 29 2915 4,241.19 4,453.22 4,675.88 4,909.67 5,155.17 1,957.47 2,055.33 2,158.10 2,266.00 2,379.31 24.4684 25.6916 26.9763 28.3250 29.7414 Police Technician N C 29 2909 4,480.36 4,704.40 4,939.61 5,186.61 5,445.92 2,067.86 2,171.26 2,279.82 2,393.82 2,513.50 25.8483 27.1408 28.4977 29.9228 31.4187 Public Safety Dispatcher I N U 29 2910 5,337.50 5,604.32 5,884.58 6,178.79 6,487.72 2,463.46 2,586.61 2,715.96 2,851.75 2,994.33 30.7933 32.3326 33.9495 35.6469 37.4291 Public Safety Dispatcher II N C 29 2911 5,609.93 5,890.37 6,184.92 6,494.19 6,818.89 2,589.20 2,718.63 2,854.58 2,997.32 3,147.18 32.3650 33.9829 35.6822 37.4665 39.3398 Public Safety Dispatcher III N C 29 2912 6,198.90 6,508.88 6,834.34 7,176.02 7,534.84 2,861.03 3,004.10 3,154.31 3,312.01 3,477.62 35.7629 37.5513 39.4289 41.4001 43.4702 Public Safety Dispatch Supervisor N C 29 2913 7,562.32 7,940.42 8,337.46 8,754.33 9,192.04 3,490.30 3,664.81 3,848.06 4,040.46 4,242.48 43.6288 45.8101 48.1008 50.5058 53.0310 Accounting Supervisor E U 04 4064 8,423.11 10,238.37 3,887.59 4,725.40 48.5949 59.0675 Administrative Supervisor E U 04 4001 6,428.24 7,813.52 2,966.88 3,606.24 37.0860 45.0780 Administrative/Clerical Supervisor E U 04 4000 5,641.81 6,857.63 2,603.91 3,165.06 32.5489 39.5633 Airport Business Development Supervisor E U 04 4067 7,353.19 8,937.89 3,393.78 4,125.18 42.4223 51.5647 Airport Maintenance Supervisor E U 04 4003 7,394.18 8,987.68 3,412.70 4,148.16 42.6587 51.8520 Airport Operations Supervisor E U 04 4004 6,871.84 8,352.80 3,171.62 3,855.14 39.6453 48.1892 Airport Patrol Supervisor E U 04 4005 9,584.84 11,650.38 4,423.77 5,377.10 55.2971 67.2138 Billing Supervisor E U 04 4008 6,552.39 7,964.47 3,024.18 3,675.91 37.8023 45.9489 Building and Safety Supervisor E U 04 4009 9,934.47 12,075.44 4,585.14 5,573.28 57.3142 69.6660 Capital Projects Supervisor E U 04 4073 8,213.42 9,983.46 3,790.81 4,607.75 47.3851 57.5969 City TV Production Supervisor E U 04 4022 7,624.80 9,267.98 3,519.14 4,277.53 43.9892 53.4691 Creeks Supervisor E U 04 4023 8,534.72 10,374.00 3,939.10 4,788.00 49.2387 59.8500 Custodial Supervisor E U 04 4014 5,315.51 6,461.04 2,453.31 2,982.02 30.6664 37.2753 Electronics/Communication Supervisor E U 04 4016 7,394.16 8,987.70 3,412.69 4,148.17 42.6586 51.8521 Environmental Services Supervisor E U 04 4017 8,670.72 10,539.32 4,001.87 4,864.30 50.0234 60.8037
MANAGEMENT/FIRE
MAYOR/CITY COUNCIL
MANAGEMENT/POLICE
POLICE
SUPERVISOR
HR\PSCR Page 7 10/4/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Facilities Maintenance Superintendent E U 04 4018 8,882.34 10,796.54 4,099.54 4,983.02 51.2443 62.2878 Facilities Maintenance Supervisor E U 04 4019 6,956.60 8,455.83 3,210.74 3,902.69 40.1342 48.7836 Finance Supervisor E U 04 4020 8,423.11 10,238.37 3,887.59 4,725.40 48.5949 59.0675 Fleet Services Supervisor E U 04 4007 7,354.92 8,939.93 3,394.58 4,126.12 42.4322 51.5765 Harbor Patrol Supervisor E U 04 4024 8,851.57 10,759.17 4,085.34 4,965.77 51.0668 62.0721 Information Technology Supervisor E U 04 4027 9,483.85 11,527.66 4,377.16 5,320.46 54.7145 66.5057 Laboratory Supervisor E U 04 4028 9,071.21 11,026.12 4,186.71 5,088.98 52.3339 63.6122 Library Circulation Supervisor E U 04 4029 5,333.38 6,482.73 2,461.56 2,992.03 30.7695 37.4004 Maintenance Supervisor I E U 04 4030 6,173.46 7,503.88 2,849.29 3,463.33 35.6161 43.2916 Maintenance Supervisor II E U 04 4031 6,787.08 8,249.76 3,132.50 3,807.58 39.1562 47.5947 Marketing Supervisor E U 04 4070 7,214.48 8,769.30 3,329.76 4,047.37 41.6220 50.5921 Neighborhood & Outreach Services Supervisor I E U 04 4032 6,400.55 7,779.94 2,954.10 3,590.74 36.9263 44.8842 Parking Supervisor E U 04 4034 7,067.13 8,590.18 3,261.75 3,964.70 40.7719 49.5587 Parking/TMP Superintendent E U 04 4035 8,796.65 10,692.39 4,059.99 4,934.95 50.7499 61.6869 Parks Superintendent E U 04 4068 7,164.00 8,707.88 3,306.46 4,019.02 41.3308 50.2377 Parks Supervisor E U 04 4033 6,202.60 7,539.31 2,862.74 3,479.68 35.7843 43.4960 Purchasing Supervisor E U 04 4036 7,389.68 8,982.20 3,410.62 4,145.63 42.6327 51.8204 Recreation Supervisor I E U 04 4037 6,656.56 8,091.11 3,072.26 3,734.36 38.4033 46.6795 Rental Housing Mediation Supervisor E U 04 4074 7,882.66 9,581.43 3,638.15 4,422.20 45.4769 55.2775 Senior Librarian E U 04 4038 6,750.92 8,205.77 3,115.81 3,787.28 38.9476 47.3410 Senior Planner I E U 04 4039 8,541.93 10,382.80 3,942.43 4,792.06 49.2804 59.9008 Senior Planner II E U 04 4040 8,978.78 10,913.76 4,144.05 5,037.12 51.8006 62.9640 Senior Recreation Supervisor E U 04 4041 7,374.06 8,963.20 3,403.41 4,136.86 42.5426 51.7108 Street Tree Supervisor E U 04 4042 6,202.60 7,539.31 2,862.74 3,479.68 35.7843 43.4960 Supervising Engineer E U 04 4043 9,990.05 12,143.00 4,610.79 5,604.46 57.6349 70.0557 Supervising Librarian E U 04 4044 7,421.98 9,021.42 3,425.53 4,163.73 42.8191 52.0466 Supervising Park Ranger E U 04 4075 6,742.69 8,195.76 3,112.01 3,782.66 38.9001 47.2832 Supervising Transportation Engineer E U 04 4047 9,379.76 11,401.17 4,329.12 5,262.08 54.1140 65.7760 Supervising Transportation Planner E U 04 4046 8,534.72 10,374.00 3,939.10 4,788.00 49.2387 59.8500 Treatment Plant Technician Supervisor E U 04 4049 9,071.21 11,026.12 4,186.71 5,088.98 52.3339 63.6122 Urban Forest Superintendent E U 04 4050 7,888.25 9,588.17 3,640.73 4,425.31 45.5091 55.3164 Wastewater Collection System Superintendent E U 04 4053 10,564.28 12,840.99 4,875.82 5,926.61 60.9477 74.0826 Wastewater Collection System Supervisor E U 04 4052 8,321.67 10,115.04 3,840.77 4,668.48 48.0096 58.3560 Wastewater Treatment Superintendent E U 04 4054 10,564.28 12,840.99 4,875.82 5,926.61 60.9477 74.0826 Wastewater Treatment Supervisor E U 04 4055 9,070.69 11,025.52 4,186.47 5,088.70 52.3309 63.6087 Water Distribution Superintendent E U 04 4059 10,564.28 12,840.99 4,875.82 5,926.61 60.9477 74.0826 Water Distribution Supervisor E U 04 4060 9,071.21 11,026.12 4,186.71 5,088.98 52.3339 63.6122 Water Quality Superintendent E U 04 4069 10,564.28 12,840.99 4,875.82 5,926.61 60.9477 74.0826 Water Service Superintendent E U 04 4072 10,564.28 12,840.99 4,875.82 5,926.61 60.9477 74.0826 Water Services Supervisor E U 04 4071 8,861.84 10,771.65 4,090.08 4,971.53 51.1260 62.1441 Water Treatment Superintendent E U 04 4057 10,564.28 12,840.99 4,875.82 5,926.61 60.9477 74.0826 Water Treatment Supervisor E U 04 4058 9,071.21 11,026.12 4,186.71 5,088.98 52.3339 63.6122 Waterfront Maintenance Superintendent E U 04 4062 7,805.14 9,487.23 3,602.37 4,378.72 45.0296 54.7340 Waterfront Parking Supervisor E U 04 4061 7,126.45 8,662.25 3,289.13 3,997.96 41.1141 49.9745 Administrator's Office Supervisor* E U 05 5000 7,507.28 9,125.20 3,464.90 4,211.63 43.3113 52.6454 Information Technology Supervisor* E U 05 5001 9,625.09 11,699.33 4,442.35 5,399.69 55.5294 67.4961 Payroll and A/P Supervisor* E U 05 5005 8,423.11 10,238.37 3,887.59 4,725.40 48.5949 59.0675 Supervising Legal Administrative Assistant* E U 05 5006 6,258.24 7,606.91 2,888.42 3,510.88 36.1052 43.8860 Airport Operations Specialist N C 19 1900 4,818.00 5,058.93 5,311.84 5,577.43 5,856.31 2,223.69 2,334.89 2,451.62 2,574.20 2,702.91 27.7961 29.1861 30.6452 32.1775 33.7864 Airport Operations Specialist Trainee N U 19 1962 3,854.39 4,047.16 4,249.48 4,461.95 4,685.05 1,778.95 1,867.92 1,961.30 2,059.36 2,162.33 22.2369 23.3490 24.5162 25.7420 27.0291 Airport Patrol Officer N C 19 1901 7,842.10 8,234.16 8,645.91 9,078.18 9,532.08 3,619.43 3,800.38 3,990.42 4,189.93 4,399.42 45.2429 47.5048 49.8803 52.3741 54.9927 Airport Patrol Officer II N C 19 1903 8,584.66 9,013.90 9,464.59 9,937.74 10,434.69 3,962.15 4,160.26 4,368.27 4,586.65 4,816.01 49.5269 52.0033 54.6034 57.3331 60.2001 Airport Patrol Officer-Trainee N U 19 1902 6,273.67 6,587.32 6,916.74 7,262.54 7,625.65 2,895.54 3,040.30 3,192.34 3,351.94 3,519.53 36.1942 38.0038 39.9043 41.8993 43.9941
TREATMENT AND PATROL
SUPERVISOR/CONFIDENTIAL
HR\PSCR Page 8 10/4/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Control Systems Operator Specialist I N C 19 1904 6,680.46 7,014.48 7,365.19 7,733.42 8,120.08 3,083.29 3,237.45 3,399.32 3,569.27 3,747.73 38.5411 40.4681 42.4915 44.6159 46.8466 Control Systems Operator Specialist II N C 19 1905 7,420.55 7,791.62 8,181.20 8,590.27 9,019.75 3,424.87 3,596.13 3,775.94 3,964.74 4,162.96 42.8109 44.9516 47.1992 49.5592 52.0370 Cross Connection Specialist N C 19 1939 6,548.49 6,875.87 7,219.66 7,580.69 7,959.68 3,022.38 3,173.48 3,332.15 3,498.78 3,673.70 37.7797 39.6685 41.6519 43.7347 45.9213 Harbor Patrol Officer N C 19 1906 7,510.04 7,885.54 8,279.83 8,693.82 9,128.51 3,466.17 3,639.48 3,821.46 4,012.53 4,213.16 43.3271 45.4935 47.7682 50.1566 52.6645 Harbor Patrol Officer - Entry N C 19 1907 6,740.80 7,077.85 7,431.71 7,803.29 8,193.42 3,111.14 3,266.70 3,430.02 3,601.52 3,781.58 38.8893 40.8338 42.8752 45.0190 47.2697 Laboratory Analyst Coordinator N C 19 1911 6,903.93 7,249.10 7,611.59 7,992.18 8,391.76 3,186.43 3,345.74 3,513.04 3,688.70 3,873.12 39.8304 41.8218 43.9130 46.1087 48.4140 Laboratory Analyst I N C 19 1909 5,683.99 5,968.26 6,266.67 6,579.99 6,909.00 2,623.38 2,754.58 2,892.31 3,036.92 3,188.77 32.7923 34.4323 36.1539 37.9615 39.8596 Laboratory Analyst II N C 19 1910 6,307.77 6,623.13 6,954.33 7,302.04 7,667.14 2,911.28 3,056.83 3,209.69 3,370.17 3,538.68 36.3910 38.2104 40.1211 42.1271 44.2335 Lead Meter Reader/Water Distribution OIT N C 19 1912 4,712.02 4,947.63 5,195.00 5,454.78 5,727.50 2,174.78 2,283.52 2,397.69 2,517.59 2,643.46 27.1848 28.5440 29.9711 31.4699 33.0433 Lead Park Ranger N C 19 1955 6,643.04 6,975.15 7,323.94 7,690.13 8,074.60 3,066.02 3,219.30 3,380.28 3,549.29 3,726.74 38.3252 40.2412 42.2535 44.3661 46.5842 Meter Reader/Water Distribution OIT N C 19 1913 4,285.99 4,500.30 4,725.33 4,961.56 5,209.66 1,978.15 2,077.06 2,180.92 2,289.95 2,404.46 24.7269 25.9632 27.2615 28.6244 30.0557 Park Ranger N C 19 1914 6,039.11 6,341.03 6,658.12 6,991.01 7,340.54 2,787.28 2,926.63 3,072.98 3,226.62 3,387.94 34.8410 36.5829 38.4123 40.3327 42.3493 Reclamation Specialist N C 19 1924 4,977.42 5,226.28 5,487.58 5,761.95 6,050.09 2,297.27 2,412.13 2,532.73 2,659.36 2,792.35 28.7159 30.1516 31.6591 33.2420 34.9044 Reservoir & Dam Caretaker/Distribution Operator N C 19 1915 5,778.65 6,067.58 6,370.93 6,689.52 7,023.99 2,667.07 2,800.42 2,940.43 3,087.47 3,241.84 33.3384 35.0052 36.7554 38.5934 40.5230 Senior Airport Operations Specialist N C 19 1916 5,370.39 5,638.92 5,920.87 6,216.93 6,527.73 2,478.64 2,602.58 2,732.71 2,869.35 3,012.80 30.9830 32.5322 34.1589 35.8669 37.6600 Senior Control Systems Operator Specialist N C 19 1917 8,124.65 8,530.90 8,957.48 9,405.35 9,875.58 3,749.84 3,937.34 4,134.22 4,340.93 4,557.96 46.8730 49.2168 51.6778 54.2616 56.9745 Senior Cross Connection Specialist E C 19 1959 6,857.72 7,200.61 7,560.56 7,938.69 8,335.60 3,165.10 3,323.36 3,489.49 3,664.01 3,847.20 39.5638 41.5420 43.6186 45.8001 48.0900 Senior Treatment Plant Technician N C 19 1918 6,419.10 6,740.11 7,077.09 7,430.93 7,802.47 2,962.66 3,110.82 3,266.35 3,429.66 3,601.14 37.0333 38.8852 40.8294 42.8708 45.0142 Senior Wastewater Collection System Operator N C 19 1919 5,550.33 5,827.86 6,119.25 6,425.21 6,746.50 2,561.69 2,689.78 2,824.27 2,965.48 3,113.77 32.0211 33.6223 35.3034 37.0685 38.9221 Senior Wastewater Collection System Outreach Program
Coordinator N C 19 1958 7,577.01 7,955.87 8,353.67 8,771.36 9,209.94 3,497.08 3,671.94 3,855.54 4,048.32 4,250.74 43.7135 45.8993 48.1942 50.6040 53.1343 Senior Wastewater Treatment Plant Operator N C 19 1921 7,718.01 8,103.90 8,509.06 8,934.55 9,381.28 3,562.16 3,740.26 3,927.26 4,123.64 4,329.82 44.5270 46.7533 49.0908 51.5455 54.1228 Senior Water Distribution Operator N C 19 1920 5,550.87 5,828.44 6,119.82 6,425.84 6,747.13 2,561.94 2,690.05 2,824.53 2,965.77 3,114.06 32.0242 33.6256 35.3066 37.0721 38.9258 Treatment Plant Technician N C 19 1923 5,838.73 6,130.67 6,437.23 6,759.07 7,097.05 2,694.80 2,829.54 2,971.03 3,119.57 3,275.56 33.6850 35.3692 37.1379 38.9946 40.9445 Wastewater Collection System Lead Operator N C 19 1927 6,102.07 6,407.18 6,727.48 7,063.90 7,417.06 2,816.34 2,957.16 3,104.99 3,260.26 3,423.26 35.2042 36.9645 38.8124 40.7533 42.7907 Wastewater Collection System Operator I N C 19 1925 4,548.35 4,775.77 5,014.56 5,265.30 5,528.55 2,099.24 2,204.20 2,314.41 2,430.14 2,551.64 26.2405 27.5525 28.9301 30.3767 31.8955 Wastewater Collection System Operator II N C 19 1926 5,048.53 5,300.92 5,566.02 5,844.32 6,136.50 2,330.09 2,446.58 2,568.93 2,697.38 2,832.23 29.1261 30.5822 32.1116 33.7172 35.4029 Wastewater Collection System Operator Technician I N C 19 1929 5,610.17 5,890.69 6,185.27 6,494.50 6,819.24 2,589.31 2,718.78 2,854.74 2,997.46 3,147.34 32.3664 33.9847 35.6842 37.4682 39.3417 Wastewater Collection System Project Coordinator N C 19 1954 6,748.13 7,085.54 7,439.81 7,811.81 8,202.39 3,114.52 3,270.25 3,433.76 3,605.45 3,785.72 38.9315 40.8781 42.9220 45.0681 47.3215 Wastewater Compliance Specialist N C 19 1953 5,661.05 5,944.10 6,241.30 6,553.37 6,881.05 2,612.79 2,743.43 2,880.60 3,024.63 3,175.87 32.6599 34.2929 36.0075 37.8079 39.6984 Wastewater Treatment Plant Chief Operator N C 19 1932 8,124.22 8,530.45 8,956.96 9,404.81 9,875.02 3,749.64 3,937.13 4,133.98 4,340.68 4,557.70 46.8705 49.2141 51.6748 54.2585 56.9713 Wastewater Treatment Plant OIT N U 19 1931 5,063.00 5,316.09 5,581.94 5,861.03 6,154.07 2,336.77 2,453.58 2,576.28 2,705.09 2,840.34 29.2096 30.6698 32.2035 33.8136 35.5043 Wastewater Treatment Plant Operator I N C 19 1933 6,050.74 6,353.23 6,670.95 7,004.47 7,354.73 2,792.65 2,932.26 3,078.90 3,232.83 3,394.49 34.9081 36.6533 38.4863 40.4104 42.4311 Wastewater Treatment Plant Operator II N C 19 1934 6,369.35 6,687.83 7,022.23 7,373.32 7,742.02 2,939.70 3,086.69 3,241.03 3,403.07 3,573.24 36.7462 38.5836 40.5129 42.5384 44.6655 Wastewater Treatment Plant Operator III N C 19 1935 7,068.01 7,421.48 7,792.50 8,182.09 8,591.22 3,262.16 3,425.30 3,596.54 3,776.35 3,965.18 40.7770 42.8162 44.9567 47.2044 49.5647 Water Distribution Chief Operator N C 19 1957 8,124.65 8,530.90 8,957.48 9,405.35 9,875.58 3,749.84 3,937.34 4,134.22 4,340.93 4,557.96 46.8730 49.2168 51.6778 54.2616 56.9745 Water Distribution Equipment Operator N C 19 1930 5,778.65 6,067.58 6,370.93 6,689.52 7,023.99 2,667.07 2,800.42 2,940.43 3,087.47 3,241.84 33.3384 35.0052 36.7554 38.5934 40.5230 Water Distribution Lead Operator N C 19 1937 6,102.66 6,407.79 6,728.15 7,064.57 7,417.78 2,816.61 2,957.44 3,105.30 3,260.57 3,423.59 35.2076 36.9680 38.8162 40.7571 42.7949 Water Distribution Lead Operator Technician N C 19 1938 6,747.39 7,084.74 7,438.99 7,810.96 8,201.48 3,114.18 3,269.88 3,433.38 3,605.06 3,785.30 38.9272 40.8735 42.9173 45.0632 47.3162 Water Distribution OIT N U 19 1941 4,096.97 4,301.83 4,516.92 4,742.75 4,979.87 1,890.91 1,985.46 2,084.73 2,188.96 2,298.40 23.6364 24.8182 26.0591 27.3620 28.7300 Water Distribution Operator I N C 19 1945 4,548.38 4,775.77 5,014.58 5,265.28 5,528.53 2,099.25 2,204.20 2,314.42 2,430.13 2,551.63 26.2406 27.5525 28.9302 30.3766 31.8954 Water Distribution Operator II N C 19 1947 5,049.01 5,301.47 5,566.54 5,844.84 6,137.06 2,330.31 2,446.83 2,569.17 2,697.62 2,832.49 29.1289 30.5854 32.1146 33.7202 35.4061 Water Distribution Operator Technician OIT N U 19 1936 4,909.10 5,154.61 5,412.36 5,682.93 5,967.04 2,265.74 2,379.05 2,498.01 2,622.89 2,754.02 28.3218 29.7381 31.2251 32.7861 34.4253 Water Distribution Operator Technician I N C 19 1948 5,554.64 5,832.36 6,124.00 6,430.19 6,751.68 2,563.68 2,691.86 2,826.46 2,967.78 3,116.16 32.0460 33.6482 35.3308 37.0972 38.9520 Water Distribution Operator Technician II N C 19 1949 6,106.84 6,412.12 6,732.74 7,069.42 7,422.87 2,818.54 2,959.44 3,107.42 3,262.81 3,425.94 35.2317 36.9930 38.8428 40.7851 42.8243 Water Distribution Operator/Emergency Services N C 19 1950 6,102.66 6,407.79 6,728.15 7,064.57 7,417.78 2,816.61 2,957.44 3,105.30 3,260.57 3,423.59 35.2076 36.9680 38.8162 40.7571 42.7949 Water Distribution Project Coordinator N C 19 1956 6,748.13 7,085.54 7,439.81 7,811.81 8,202.39 3,114.52 3,270.25 3,433.76 3,605.45 3,785.72 38.9315 40.8781 42.9220 45.0681 47.3215 Water Meter Technician I N C 19 1960 4,909.10 5,154.61 5,412.36 5,682.93 5,967.04 2,265.74 2,379.05 2,498.01 2,622.89 2,754.02 28.3218 29.7381 31.2251 32.7861 34.4253 Water Meter Technician II N C 19 1961 5,554.64 5,832.36 6,124.00 6,430.19 6,751.68 2,563.68 2,691.86 2,826.46 2,967.78 3,116.16 32.0460 33.6482 35.3308 37.0972 38.9520 Water Treatment Chief Operator N C 19 1940 8,124.65 8,530.90 8,957.48 9,405.35 9,875.58 3,749.84 3,937.34 4,134.22 4,340.93 4,557.96 46.8730 49.2168 51.6778 54.2616 56.9745 Water Treatment Plant OIT N U 19 1942 5,063.13 5,316.22 5,582.09 5,861.18 6,154.24 2,336.83 2,453.64 2,576.35 2,705.16 2,840.42 29.2104 30.6705 32.2044 33.8145 35.5053 Water Treatment Plant Operator II N C 19 1944 6,369.35 6,687.81 7,022.23 7,373.34 7,742.00 2,939.70 3,086.68 3,241.03 3,403.08 3,573.23 36.7463 38.5835 40.5129 42.5385 44.6654 Water Treatment Plant Operator III N C 19 1946 7,067.69 7,421.09 7,792.14 8,181.72 8,590.81 3,262.01 3,425.12 3,596.37 3,776.18 3,964.99 40.7751 42.8140 44.9546 47.2022 49.5624 Water/Wastewater Maintenance Planner/Scheduler N C 19 1951 7,381.16 7,750.21 8,137.70 8,544.62 8,971.80 3,406.69 3,577.02 3,755.86 3,943.67 4,140.83 42.5836 44.7127 46.9482 49.2959 51.7604 HR\PSCR Page 9 10/4/2022
Subsection 2(a). The salaries of employees holding classifications or positions which are reclassified downward or for which the salary is adjusted as a result of salary surveys or other studies conducted by the City may be "Y" rated. When "Y" rated, the employee's salary shall be maintained at its current salary level until the salary applicable to the appropriate step in the employee's assigned classification is increased to equal the employee's current salary level. Thereafter, the employee's salary shall no longer be "Y" rated. As used herein, the term "current salary level" shall mean the salary which the employee was receiving at the time the salary for his assigned classification was reduced.
Subsection 2(b). As provided by Municipal Code Section 3.04.161, regular part-time employees working in the classifications contained herein shall serve in the unclassified service. Regular part-time employees shall be paid on an hourly basis the salaries provided herein for the appropriate classification.
Subsection 2(c). Any employee designated as "Confidential" by the City Administrator shall be paid an increase in pay equal to two and one-half percent (2½%) for the applicable step and range.
Subsection 2(d). Managers and Professional Attorneys will receive salary and benefits as established by resolution, ordinance, and administrative procedure, and as reflected in the Management and Performance Compensation Plan, the Professional Attorney’s Performance and Compensation Plan, the Police Managers' Association (PMA) MOU/Agreement, and the Fire Managers' Association (FMA) MOU/Agreement .
Subsection 2(e). Any employee designated by the City Administrator as an Administrative Fire Captain, working forty (40) hours a week, shall be paid an increase in pay equal to three percent (3.0%) in order to maintain a salary approximately equal to a fifty-six (56) hours per week Fire Captain.
Subsection 2(f): Salary ranges for non-management positions shall have 5 steps. Appointments shall be made at Step 1 in the salary range, except as may be provided by ordinance or authorized by the City Administrator based on extraordinary qualifications. All step increases shall be based upon the equivalent of one year of satisfactory performance at the lower step in the appropriate range.
Subsection 2(g): The City Administrator may appoint a professional attorney or management employee to a salary anywhere between the minimum and maximum of the salary range.
Subsection 2(h): Employees may serve in an hourly assignment in the classifications listed herein as provided under Santa Barbara Municipal Code Section 3.04.160. All such appointments shall be made at Step 1 in the salary range, except as may be provided by ordinance or authorized by the City Administrator based on extraordinary qualifications. In the alternative, the City Administrator may authorize the creation of limited or temporary hourly classifications. Such limited or temporary (“L/T”) hourly classifications shall be paid an hourly rate of not less than the applicable state or federal minimum wage and not greater than $150.00 per hour, or such greater amount as may be provided by ordinance. The official salary schedules for such limited or temporary hourly classifications shall be made publicly available on the City’s web site.
HR\PSCR 10 10/4/2022
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9121612.1 SA390-037
ORDINANCE NO. _____
AN ORDINANCE OF THE COUNCIL OF THE CITY OF SANTA BARBARA
ADOPTING A MEMORANDUM OF UNDERSTANDING BETWEEN THE
CITY OF SANTA BARBARA AND THE SANTA BARBARA POLICE
OFFICERS ASSOCIATION FOR THE PERIOD OF JULY 1, 2022 THROUGH JUNE 30, 2025
THE CITY COUNCIL OF THE CITY OF SANTA BARBARA DOES ORDAIN AS FOLLOWS:
SECTION 1. The Memorandum of Understanding between the City of Santa Barbara and the Santa Barbara Police Officers Association entered into as of July 1, 2022 and attached hereto and incorporated herein by reference as Exhibit "A" is hereby adopted. The FY23 Salary Schedule, effective Oct 8, 2022 attached hereto and incorporated herein by reference as Exhibit “B” is hereby adopted.
SECTION 2. During the term of the agreement, the City Administrator is hereby authorized to implement the terms of the Memorandum of Understanding between the City of Santa Barbara and the Santa Barbara Police Officers Association without further action by the City Council, unless such further action is explicitly required by state or federal law.
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9121612.1 SA390-037
EXHIBIT A
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF SANTA BARBARA AND THE
SANTA BARBARA POLICE OFFICERS ASSOCIATION
THIS AGREEMENT, SIGNED ON , IS ENTERED INTO AS OF
JULY 1, 2022, BETWEEN THE CITY OF SANTA BARBARA, HEREINAFTER REFERRED TO AS THE "CITY," AND THE SANTA BARBARA POLICE OFFICERS ASSOCIATION, HEREINAFTER REFERRED TO AS THE "ASSOCIATION."
Pursuant to Section 3.12 of the Municipal Code of the City of Santa Barbara and Section 3500 et. seq. of the Government Code, the duly authorized representatives of the City and the Association, having met and conferred in good faith concerning wages, hours, and terms and conditions of employment of Unit employees, declare their agreement to the provisions of this Memorandum of Understanding.
FOR THE CITY: FOR THE ASSOCIATION:
Wendy Levy
Human Resources Director
Eric Beecher
Executive Director
Sam Ramirez, Heather Clark
Labor Relations Manager Association President
________________________________ _________________________________ Keith DeMartini Sadie Carr
Finance Director Police Services Coordinator
________________________________ _________________________________ John Doimas Ben Ahrens
Assistant City Attorney Sergeant
________________________________ _________________________________ Kenneth Kushner Mark Corbett
Commander Officer
_________________________________
Adam Mik
Officer
_________________________________
Rashun Drayton
Sergeant
Jessica Ulleymer, Property Evidence Tech
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9121612.1 SA390-037
TABLE OF CONTENTS
(Online version- “Click” on any article to skip to that Article) ARTICLE # PAGE #
1. Benefits- Domestic Partners ...............................................................................................................1
2. Benefits- During Authorized Leave Without Pay..................................................................................1
3. Benefits- Part-time Employees...........................................................................................................1
4. Bereavement Leave............................................................................................................................1
5. Biweekly Pay Period...........................................................................................................................2
6. Cafeteria Plan.....................................................................................................................................2
7. Call Back ............................................................................................................................................2
8. Canine Pay.........................................................................................................................................3
9. Child Care ..........................................................................................................................................3
10. Educational Incentive Pay Plan...........................................................................................................3
11. Emergency Medical Dispatch Personnel.............................................................................................3
12. Equal Employment Opportunity ..........................................................................................................3
13. Grievance Procedure..........................................................................................................................4
14. Health Insurance for Unit Members' Survivors ....................................................................................4
15. Holidays .............................................................................................................................................4
16. Implementation of MOU......................................................................................................................5
17. Jury Duty and Court Appearances ......................................................................................................5
18. Layoff Procedure ................................................................................................................................5
19. Life Insurance.....................................................................................................................................6
20. Loss Control Support..........................................................................................................................6
21. Maintenance of Benefits .....................................................................................................................6
22. Management Rights ...........................................................................................................................6
23. Medical, Dental, and Vision Insurance ................................................................................................7
24. Meeting and Conferring ......................................................................................................................7
25. Municipal Code Changes....................................................................................................................7
26. No Unfair Labor Practices...................................................................................................................8
27. "Non-Sworn Personnel" Shift Assignments .........................................................................................8
28. Overtime ............................................................................................................................................8
29. Payroll Deductions..............................................................................................................................9
30. Premium Pay for Use of Bilingual Skills ..............................................................................................9
31. Recruitment Incentives .....................................................................................................................10
32. Retiree Medical Insurance Contribution ............................................................................................10
33. Retirement .......................................................................................................................................11
34. Retroactivity .....................................................................................................................................13 iv
9121612.1 SA390-037
35. Salary Adjustments...........................................................................................................................13
36. Salary Increases Upon Promotion ....................................................................................................14
37. Salary Ranges For Police Officer......................................................................................................14
38. Salary Step Movement .....................................................................................................................15
39. Scope of Representation ..................................................................................................................15
40. Service Credit for Sick Leave Upon Retirement ................................................................................16
41. Shift Differential for Non-Sworn Personnel........................................................................................17
42. Sick Leave........................................................................................................................................17
43. Specialty Assignment Program.........................................................................................................17
44. Standby Pay.....................................................................................................................................18
45. Term of Agreement...........................................................................................................................18
46. Time Off for Association Officers.......................................................................................................18
47. Training............................................................................................................................................18
48. Transportation Demand Management ..............................................................................................19
49. Tuition Reimbursement.....................................................................................................................19
50. Unauthorized Leave/Suspension ......................................................................................................19
51. Uniform Allowance............................................................................................................................19
52. Use of Computer Resources.............................................................................................................19
53. Vacation...........................................................................................................................................20
54. Work Schedule .................................................................................................................................20
55. Workers' Compensation: Non-Sworn Personnel ..............................................................................21 APPENDIX A- TRAINING AND RELATED TRAVEL TIME FOR REQUIRED CLASSES...............................22 APPENDIX B- MEMORANDUM OF UNDERSTANDING REGARDING 3/12.5 SCHEDULE .........................24 MEMORANDUM OF UNDERSTANDING REGARDING 3/12.5 SCHEDULE- CONTINUED .......................25 iii
1 9121612.1 SA390-037
1. Benefits- Domestic Partners
Employees may be entitled to add their registered domestic partners to City health and welfare benefits, to take family medical leave to attend to a domestic partner, and to other domestic partner benefits, as provided under City policy or under state law.
2. Benefits- During Authorized Leave Without Pay
No sick leave, vacation, or holidays shall accrue to any employee during authorized leave without pay for any full biweekly pay period. Employee shall be responsible for full payment of insurance premiums during authorized leave without pay, except as otherwise provided by law.
3. Benefits- Part-time Employees
A. Employees filling positions authorized by City Council in the official Position and Salary Control Resolution at more than 20 hours per week on a less-than-full time basis shall receive benefits as follows:
i. Cafeteria plan contribution, medical contribution, dental contribution, vision contribution, holiday time, and other benefits under this agreement equal to the percent of time regularly scheduled versus a regular work week rounded up to the nearest ten percent (10%).
ii. Vacation and sick leave equal to the percent of time actually worked versus a regular work week rounded up to the nearest ten percent (10%).
B. Grandfathering: Employees filling positions authorized by City Council in the official Position and Salary Control Resolution at more than 20 hours per week on a less-than-full-time basis before March 1, 2005 will continue to receive full-time health benefits (cafeteria plan contribution, medical contribution, dental contribution, vision contribution).
4. Bereavement Leave
In case of the death of an immediate family member, full-time employees shall be eligible for up to forty (40) hours leave with pay.
Immediate family member is defined as: mother, father, brother, sister, spouse, registered domestic partner, child, grandparents by blood or marriage, grandchildren by blood or marriage, mother-in-law, father-in-law, brother-in-law, sister-in-law, daughter-in-law, son-in-law, person standing in loco parentis, and step family members. “In-law” and “step” relationships shall include the immediate family of a registered domestic partner on the same basis as that of a spouse.
Co-worker funeral attendance is acceptable upon the approval of the Chief of Police, consistent with the operational needs of the Department.
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5. Biweekly Pay Period
It is understood that all references to "hours or days per month" may be considered on the basis of "hours per biweekly pay period" through conversion factors providing substantially equal employee benefits.
6. Cafeteria Plan
A. Each full-time employee shall be eligible to allocate a discretionary amount equal to $6,000 per plan year under the "125 Cafeteria Plan."
B. If medical, dental, and vision insurance plan selections exceed the cafeteria plan allocation, the City will pay the difference of these insurance premiums up to the amounts in the Medical, Dental and Vision Insurance Article of this MOU; said excess premiums are not discretionary.
7. Call Back
A. An employee officially called back to duty after being off from scheduled duty for ten (10) hours or more shall be compensated for actual hours worked with a minimum of three (3) hours of pay or compensatory time off at the overtime rate.
B. An employee officially called back to duty after being off from scheduled duty for less than ten (10) hours shall be compensated at the overtime rate for actual hours worked with a minimum credit of four (4) hours at the overtime rate set forth in the Overtime Article of this agreement. An employee called back to work in this capacity shall continue to be compensated at the overtime rate for as many continuous hours worked from the reporting time of the call back including regularly scheduled work hours.
C. Multiple call backs within the minimum paid time periods outlined in Sections A and B of this Article will not receive additional compensation.
D. A "call back" occurs when an employee has left work and is on a regular day off or otherwise off duty and is requested to return to work. Call back does not begin until the employee arrives at duty station and begins work. At no time does a “call back” entitle an employee to “portal” pay or travel time.
An employee shall not be compelled to take vacation or CTO to avoid payment of overtime for a call back.
E. Management shall make every effort to avoid scheduling consecutive work days (excluding overtime) without a minimum of ten (10) hours of time off with the following exceptions:
1. Shift change;
2. By mutual consent of both management and the employee; or
3. During an emergency or natural disaster.
F. Telephone Consultations: An employee who receives a phone call authorized in advance by the shift commander on off-duty hours for which he or she is not otherwise receiving compensation (i.e. standby or callback pay) shall be paid for the time actually spent on the phone call, or ½ hour, whichever is greater. This will apply to phone calls for professional consultation purposes, not routine phone calls such as calling an employee back to work. This section will apply independently to multiple phone calls, even regarding the same event, except if those multiple phone calls occur within the same half hour. 3 9121612.1 SA390-037
8. Canine Pay
It is agreed that employees assigned to serve as canine handlers shall receive the following overtime pay in addition to their regular base salary:
The time spent by a canine handler in the care, grooming and feeding of his/her assigned police dog shall be hours worked payable at a time and one half overtime rate of $37.4568 per hour (hourly rate of $ 24.9712 at a time and one-half overtime premium) effective July 1, 2016. In order to maintain equivalency, this hourly rate for dog care shall be increased by the same percentage as the general salary increases for Police Officers.
It is agreed that canine handlers normally spend 6 hours per biweekly pay period performing such work and written authorization from the Police Chief must be obtained to perform such work for more than 6 hours.
9. Child Care
The City will maintain a pre-tax salary reduction plan for employee dependent care needs in accordance with Section 129 of the Internal Revenue Code.
10. Educational Incentive Pay Plan
A. Effective the beginning of the first full pay period after the City is notified officially by POST of an officer's qualification for an Intermediate or Advance POST certificate, said officer shall receive the supplement to his or her base pay as described in Section B of this Article.
B. The monthly amount of Intermediate or Advance POST pay a full-time employee shall receive is as follows:
Police Officer Sergeant
Effective Date Intermediate Advance Intermediate Advance July 1, 2016 $396 $603 $420 $656
Said supplemental pay shall be included in the employee's regular biweekly paycheck.
11. Emergency Medical Dispatch Personnel
Public Safety Dispatch personnel (Dispatchers I, II and III, and Supervisors) who are certified as Emergency Medical Dispatchers and provide pre-arrival medical instructions to callers to the Police/Fire Communications Center shall be eligible to receive a biweekly premium equal to 5% of the employee’s biweekly base salary.
12. Equal Employment Opportunity
A. The City and the Association agree that the provisions of this agreement shall be applied equally to all employees covered herein without discrimination because of a person’s age (over 40), ancestry, color, mental or physical disability including HIV and AIDS, gender identity and expression, marital status, medical condition (cancer or genetic characteristics), national origin, race, religious belief, sex (including pregnancy/childbirth), sexual orientation, political affiliation, or union membership.
B. The City and the Association agree to commit themselves to the goal of equal employment opportunity in all City services. Further, the Association agrees to encourage their members to assist in the implementation of City equal employment opportunity programs. 4 9121612.1 SA390-037
C. Employees shall adhere to, and have the ability to file a complaint under, the Citywide “Nondiscrimination and Harassment Policy and Employee Complaint Procedure” as that policy may be amended from time to time.
13. Grievance Procedure
A. Any employee who has a grievance shall first try to get it settled through discussion with that employee’s immediate supervisor without undue delay. An employee must discuss the grievance with his/her supervisor within 30 calendar days from the date of occurrence or when the employee knew or should have known of the occurrence of the behavior that is the subject of the grievance. Every effort shall be made to find an acceptable solution at the lowest possible level of supervision.
B. If after such discussion the employee does not believe the grievance has been satisfactorily resolved, that employee may file a formal appeal in writing to the Police Chief within ten (10) calendar days after receiving the informal decision of the immediate supervisor. The Police Chief shall render a written decision and comment to the employee within ten (10) calendar days after receiving the appeal.
C. If after receipt of the written decision of the department head the employee is still dissatisfied, that employee may appeal the decision of the Police Chief to the City Administrator. Such appeal shall be made by filing a written appeal to the City Administrator within five (5) days after receipt of the written decision of the Police Chief. The City Administrator shall review the decision of the Police Chief, and the City Administrator’s decision, which shall be rendered within twenty-five (25) days after the appeal is made, shall be final. The City Administrator may request the advice of the Board of Civil Service Commissioners (Board) in any grievance proceeding, but the City Administrator shall not be bound to follow any recommendation of the Board.
D. Grievances general in nature regarding interpretation of City-wide policy or which involve matters beyond the authority of the Chief of Police, shall be filed with the Assistant City Administrator who shall respond in accordance with the rules applicable to the Police Chief outlined herein.
14. Health Insurance for Unit Members' Survivors
The City shall maintain and pay for the existing level of insurance benefits for up to six (6) months for the surviving family of a unit member who dies in the line of duty, or for such greater period of time required by state or federal law.
15. Holidays
A. Except as indicated below, full-time employees shall accrue four (5.0) hours of holiday leave each biweekly pay period (26 pay periods). Said hours shall be credited to the employee's Holiday bank.
B. The following days shall be designated as holidays by the City:
January 1st (New Year's Day)
3 rd Monday in January (Martin Luther King Jr.’s Birthday) 3rd Monday in February (President's Day)
Last Monday in May (Memorial Day)
June 19th (Juneteenth)
July 4th (Independence Day)
1st Monday in September (Labor Day)
November 11th (Veteran’s Day)
4th Thursday in November (Thanksgiving)
The Friday immediately following Thanksgiving Day
December 25th (Christmas Day)
Four additional days (32 hours) each fiscal year may be designated by the employee as holidays. 5 9121612.1 SA390-037
C. When a holiday falls on a Saturday or Sunday the preceding Friday or following Monday respectively, shall be observed as a legal holiday.
D. If a holiday is requested by the employee and approved by the City or is a day listed in Section B of this Article, and designated by the City and if the employee is called back to work on that holiday, the employee shall receive compensation for the hours worked in accordance with the overtime Article of this Agreement and also shall be entitled to reschedule the holiday for the hours lost. Requests for holiday time off shall not unreasonably be denied.
E. If an employee's holiday bank exceeds 120 hours, the City shall have the option to either require the employee to take holiday time off or to pay the employee for the hours. The option of time off or pay in-lieu of holiday hours shall be at the sole discretion of the City.
F. Employees may schedule up to 80 hours of their accrued holiday time during the regular annual the vacation sign up period established by the Department, pursuant to the same rules and procedures.
16. Implementation of MOU
City shall implement provisions of this Memorandum of Understanding by adopting appropriate resolutions, ordinances, and administrative policies.
17. Jury Duty and Court Appearances
The parties agree that members of the bargaining unit performing jury duty or responding to a subpoena arising from line of duty civil court appearances shall be compensated as though they were on duty. Any and all other remuneration received by the employee for such jury duty or court appearances shall be paid to the City.
A sworn employee who is required by subpoena to be at court outside of his/her regularly scheduled work week regarding a matter arising from line of duty, and whose presence in the courtroom is necessary both before and after a scheduled court lunch period, shall be deemed to be on duty during the scheduled lunch period.
Notwithstanding the above, the Chief of Police has the right to adjust an employee's work schedule in keeping with court appearances, jury duty schedules, and/or needs of the City.
18. Layoff Procedure
In cases of abolition of positions, which result in layoff of personnel, or reduction-in-force, the following seniority policy shall apply to sworn members of the bargaining unit:
A. The individual with the least time in rank shall be first reduced. Where equal time in the rank is the case, total time with the Police Department shall be used to determine seniority.
B. The individual affected shall have the right to "bump" downward to the next lower sworn classification such that the last hired employee in the lowest sworn rank shall be the first employee laid off. Rehiring shall be accomplished pursuant to Section 3.16.350 of the Municipal Code.
In cases of abolition of positions, which result in layoff of personnel, or reduction-in-force, the seniority and layoff policy found in Municipal Code Section 3.16.350 shall apply to non-sworn members of the bargaining unit.
6 9121612.1 SA390-037
19. Life Insurance
The City and the Association agree that employees shall be entitled to a term life insurance policy covering the employee only, the premium for which shall be paid by the City. The limits of life insurance coverage shall be seventy-five thousand ($75,000) of term insurance with one hundred fifty thousand ($150,000) double indemnity in case of accidental death for sworn employees; and fifty thousand ($50,000) of term insurance with one hundred thousand ($100,000) double indemnity in case of accidental death for non-sworn employees. Said life insurance policy will be subject to such reasonable restrictions and requirements as may be imposed by the insurance carrier.
20. Loss Control Support
A. The Association agrees to support, without qualification, the City's Safety Program and will encourage its members to attend safety courses if required by the City and made available on City time.
B. Both the City and the Association recognize the need and will strive to reduce the number of industrial injuries among employees.
C. It is the duty of management to make every reasonable effort to provide and maintain a safe place of employment. The Association will cooperate by encouraging all employees to perform their work in a safe manner. It is the duty of all employees in the course of performing their duties to be alert to unsafe practices, equipment and conditions, and report them to their immediate supervisor. If such conditions cannot be satisfactorily remedied by the immediate supervisor, an employee has the right to submit the matter either personally or through the Association to the Chief of Police or designated representative. On any matter of safety that is not resolved, consultation will take place between management and Association representatives.
D. It is agreed that the City shall continue maintaining vehicles and equipment in a safe operating condition and that no employee will be penalized for refusing to use vehicles or equipment proven to be unsafe pursuant to State law.
21. Maintenance of Benefits
A. The City and the Association agree that all benefits other than direct wages as provided by ordinances, resolutions and City Charter in existence at the commencement of this agreement shall not be diminished, lessened, altered or reduced except as may be herein provided for the duration of the agreement.
B. Wage adjustments as provided for from time to time by ordinance, resolution, or City Charter, as such may be amended in accordance with this agreement, shall also continue for the duration of this agreement.
C. City and Association shall meet and confer concerning any work schedule changes from current 4/10 work schedule for sworn personnel.
22. Management Rights
The rights of the City include, but are not limited to, the exclusive right to determine the mission of its constituent departments, commissions and boards; set standards of service; determine the procedures and standards of selection for employment and promotion; direct its employees; take disciplinary action; relieve its employees from duty because of economic reasons or for cause as provided in Section 1007 of the City Charter; maintain the efficiency of governmental operations; determine the methods, means and personnel by which government operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work.
7 9121612.1 SA390-037
23. Medical, Dental, and Vision Insurance
A. The parties agree that the City will pay 100% of the premium for medical insurance for the employee only up to a monthly maximum as follows.
PPO that is coordinated with a Health Reimbursement Account (HRA): $1,414.64 All other Health Plans: $1,374.64
It is agreed that should the amount of subject premium be less than the limits herein described, the difference between the employee only premiums and said dollar amount limits shall be applied to employee dependent medical coverage, if any.
B. For an employee enrolled in a PPO plan that is coordinated with a Health Savings Account (HSA), the City will match the employee’s contribution to the HSA on a dollar-for-dollar basis, not to exceed a maximum City contribution of $75.00 per month, provided however that the total combined employer and employee amount will not exceed the annual indexed allowable HSA contribution limits.
C. The City will pay for the premium for dental insurance up to a monthly maximum of $105.00.
D. For the length of this agreement the City will pay for the premium for vision insurance up to a monthly maximum of $7.50.
E. The City retains full and complete control over the selection, approval and administration of insurance programs to include selection of carrier, insurance contract renewal and changes in program specifications.
F. Should the City discontinue offering an HMO plan, or discontinue offering an HRA coordinated PPO plan, or discontinue offering an HSA-coordinated PPO plan, the parties will reopen negotiations for the sole purpose of developing an alternative City contribution structure that will maintain the same total City contribution toward bargaining unit medical benefits as was in place immediately before the change.
G. The parties will reopen negotiations to address cost-neutral changes to the structure of contributions under this Article, Article 6 (Cafeteria Plan), Article 3 (Benefits- Part-time employees) and related articles that may be necessary to avoid impacts of the Affordable Care Act (e.g. Cadillac Tax, affordability provisions, etc.) H. Effective January 1, 2023, at the request of the Union, the parties agree to meet regarding on duty work out time.
24. Meeting and Conferring
Except as provided in the “Municipal Code Changes” Article of this Agreement, or as otherwise provided in this Agreement, the parties agree that there shall be no meeting or conferring over any issues of wages, hours, or other terms and conditions of employment covered by this agreement during the term of this agreement unless both parties consent.
25. Municipal Code Changes
During the term of the Agreement the City and the Association shall meet and confer with regard to any City proposed updates to Santa Barbara Municipal Code Title 3 affecting the terms and conditions of employment of Association Members as required by law. 8 9121612.1 SA390-037
26. No Unfair Labor Practices
The parties agree that during the term of this agreement the City will not lock out employees and the Association will not engage in labor practices detrimental to providing services to the Citizens of Santa Barbara, or detrimental to the interests of the City; nor will the Association sanction, support, condone, approve, or engage in a strike, sit-in, slow down, work stoppage, or speed-up.
The City and the Association further agree that all matters of controversy concerning issues covered by this agreement, will be settled by established grievance procedures.
The Association acknowledges that violations of the above shall be just cause for disciplinary action including termination.
27. "Non-Sworn Personnel" Shift Assignments
Non-sworn personnel in the bargaining unit shall normally be allowed a minimum of ten (10) hours off between shifts unless the employee consents otherwise. The above ten hour provision shall not apply during the regular periods of shift rotation, in cases where the employee has worked overtime prior to reporting for his/her next regular shift assignment, or in cases of emergency.
28. Overtime
A. Except as provided in the Call Back Article overtime shall be defined as any hours worked beyond eighty (80) hours in a fourteen-day work period. For the purpose of computing overtime, all regular, scheduled work hours, including paid leave time, shall be considered time worked.
B. Overtime shall continue to be compensated at a time and one-half overtime cash or time and one-half CTO rate.
C. Effective September 21, 2013, if an employee’s scheduled overtime is cancelled within 8 hours of the scheduled overtime start time, the employee will receive 3 hours of pay at straight time. , D. If an employee is called back to work or held over from his/her previous regularly scheduled shift and works five (5) or more hours outside his/her normal shift, and any portion of the hours worked on a call-back or hold-over basis falls within five (5) hours of the beginning of his/her next scheduled shift, that employee will be receive at least five (5) hours of continuous rest before resuming work without a loss in pay. If any portion of the rest period falls during the next regularly scheduled shift, then that portion of the rest period will be paid by the City at the employee’s normal straight time pay rate. The employee shall have no restrictions on the location of the rest area.
If such call-back or hold over is concluded less than 3 hours before the start of the employee’s next scheduled shift, then the employee may request to take the equivalent paid rest period at the back-end of the shift instead. If the request is approved, the employee will be paid at the employee’s normal straight time rate during the regularly scheduled shift and the rest period.
E. An employee who has accrued CTO shall be permitted to use such time within a reasonable period after making the request to do so if the use of compensatory time does not unduly disrupt the operations of the City. For purposes of this provision, “unduly disrupt the operation of the City” shall include, but not be limited to, requested use of compensatory time during Fiesta (Old Spanish Days), July 4th, and Christmas.
F. The City shall have the option to pay off all overtime subject to an employee retaining a CTO bank that shall not exceed a maximum of 50 hours.
9 9121612.1 SA390-037
G. Overtime for declared disasters shall be paid at time and one-half only if federal or State disaster or emergency relief funds are made available to defray costs. Section F of this Article shall apply to the duration of emergency incidents, not the duration of the formal declared emergency.
H. Employees may use up to 40 emergency leave hours per calendar year from their overtime bank for time off due to illness or injury of their spouse, registered domestic partner, or children. Such emergency leave shall not be withheld by the City, and shall be in addition to paid sick leave use for this purpose under State law. Emergency leave shall be deducted from the employee's accumulated overtime. No emergency leave payment shall be made except after satisfactory evidence of dependent illness or injury has been accepted and approved by the Chief of Police.
I. Employees are limited on hours worked based on the following: 16 hours for every 24 hours; 30 for any 48 hours, and 84 in any 168 hour period. With the approval of the Chief of Police, employees can work beyond these hour limits in certain circumstances.
29. Payroll Deductions/Direct Deposit
A. Any changes in Association dues deduction only shall be subject to indemnification of City by the Association.
B. City shall maintain a payroll program with equal bi-weekly deductions (24 checks plus 2 checks without voluntary deductions).
C. All employees shall participate in the City’s payroll direct deposit program.
1. Each employee shall execute a payroll authorization form and submit avoided check or savings deposit slip to the Payroll Office. It shall be the employee’s choice as to which bank he or she designates as the institution receiving payroll funds.
2. When the authorization form is properly executed and filed with the Payroll Office, the City will begin automatically depositing the net amount of pay on or before each designated biweekly payday in the employee's designated bank account.
3. Exceptions: An exception to this policy may be granted by the Finance Director to an employee upon a showing of good cause for such exception (e.g., that he/she is unable to establish and/or maintain a personal banking/financial account for direct deposit, or that other personal circumstances necessitate a temporary or permanent exception). The Finance Director may require the employee to renew this exception periodically. Exceptions will not be unreasonably denied.
4. Employees participating in direct deposit will be provided with a payroll detail report each pay period. Employees will receive and be able to access this information electronically via the City’s computer system.
30. Premium Pay for Use of Bilingual Skills
For all full-time Patrol Officers and employees in other positions designated by the Chief of Police, who establish to the satisfaction of the Chief and the Human Resources Manager proficiency in conversing and reading skills in Spanish, as demonstrated by appropriate testing every other year, the City will pay premium pay of $51.20 each biweekly pay period.
For all full-time employees in positions designated by the Chief of Police who meet the following qualifications, the City paid premium will be $102.50 each biweekly pay period:
A. Establish to the satisfaction of the Chief and the Human Resources Manager a complex level of verbal and/or written proficiency in Spanish as demonstrated by appropriate testing every other year.
B. Provide written translation from Spanish-to-English and English-to-Spanish and/or act as a translator for complicated interviews with Spanish speaking witnesses or suspects. 10 9121612.1 SA390-037
31. Recruitment Incentives
The City may, at its option, implement any of the following recruitment incentive programs at any time during the term of this Agreement:
A. Vacation Credit for Prior City Service: An employee who (1) received a performance evaluation of “meets standards” or better on his or her last two performance evaluations, and (2) separates from City service and then is rehired within 3 years of his or her termination date, may recoup his or her past service credit toward the vacation accrual rate. Such employee may also be eligible for credit for other government service under section B of this article.
B. Vacation and Sick Leave Credit for Prior Government Service: An employee appointed from outside City of Santa Barbara government service within 6 months of leaving employment with either a city, county, state agency, federal agency or special district and who, in the opinion of the Police Chief, possesses government experience directly related to the position to which he or she has been appointed, may receive credit for years of prior service with his or her immediate previous government employer in the following ways:
Vacation Accrual: Upon appointment, employee will receive credit for the full prior years of service at his or her immediate previous government employer toward the initial vacation accrual rate. Employee will not be eligible to progress to a higher accrual rate until employee has the normal required minimum amount of City of Santa Barbara service (including prior service under Section A of this Article) for that accrual rate.
Sick Leave: Employee will be credited with 96 hours of sick leave. Thereafter, employee will accrue sick leave at the normal rate.
C. Uniform: New employees may be provided an initial uniform set at City cost.
D. Signing Bonus: New employees who have already completed a full basic academy at the time of hire (e.g., a lateral hire or a post-academy hire) may be provided a signing bonus in an amount determined by the City.
E. Employee Referral Bonus: Existing employees who refer an applicant from outside City employment who is hired and successfully completes the probationary period may be provided a referral Bonus. The City may establish the amount of such bonus and procedures for documenting the referral at the time of application.
F. Employee Retention Pay: Effective July 15, 2024, in recognition of continuous full-time employment with the City of Santa Barbara, excluding unpaid breaks in service, the eligible employee (sworn and non-sworn) shall be paid in addition to his/her salary range an increase in pay equal to the below schedule. Such increases are in total and not stackable. For example, an employee at the 15 and more year’s level would receive only 6.0% and not a 12% salary increase.
5 Years; 2%
10 Years; 2% (Max 4%)
15 and More Years 2% (Max 6%
32. Retiree Medical Insurance Contribution
A. This provision is applicable to employees who retire from City service, and
1. Have 15 or more years of regular City service; or
2. Retire from the City with an industrial disability.
11 9121612.1 SA390-037
B. The City shall contribute $12.00 per month, per year of service up to a maximum of 35 years (i.e., $420.00/month) towards the purchase of medical insurance for the retiree and his/her spouse or domestic partner registered with the City Clerk or the Secretary of State, if applicable. Employees will receive a prorated contribution for portions of a year of service. Service will be calculated based on the nearest full one hundredth (.01) of a year. (For example, an employee retiring on November 30th with 15.233 years of service will receive 15.23 x $8.70= $132.50 per month).
Accrued liability for past retiree medical increases was factored into past labor agreements and will not be charged again toward costing in future negotiations.
C. The retiree is not limited to the purchase of a City sponsored plan, provided however, that if the retiree purchases another insurance plan, the retiree must supply the City with adequate proof of insurance coverage prior to any contribution from the City. Proof of such coverage shall be provided to the City on a periodic basis, as determined by the City.
The City will contribute only up to the maximum monthly premium of the City's sponsored plan.
D. Except as specifically provided in Section F of this article, below, the City shall continue to make its contribution until the retiree reaches age 65 or dies, whichever occurs first. If there is a surviving spouse or registered domestic partner, he/she will be permitted to remain on the medical insurance plan at his/her own cost, subject to the conditions set forth by the insurance company.
E. The City will continue the normal retiree medical allowance past the age of 65 for the six (6) employees named below who retire after December 23, 2006 and thereafter certify, on an annual basis, that they are not eligible to apply for Medicare Part A (hospitalization) coverage on the basis of their City service, other covered employment, through a spouse’s covered employment, or through any other means.
Name Title Hire Date
1. Robert E. Casey Police Officer 1/6/75
2. Leonard J. Gomez Police Officer 9/25/78
3. David M. Gonzales Police Sergeant 3/7/77
4. George B. Hansen Police Officer 7/13/79
5. Jessie M. Ramey Parking Enforcement Officer 2/11/75
6. Kathryn H. Denlinger Parking Enforcement Officer 10/19/77 The City shall continue to make its contribution until the retiree dies. However, if at the time the retiree dies there is a surviving spouse or registered domestic partner over 65 years of age who is not eligible for Medicare Part A, one half of the allowance will continue until the death of the spouse or registered domestic partner.
F. In the event Health Care legislation is passed which affects the nature of the benefit described above, the parties will reopen negotiations and modify this benefit, if necessary, so as to maintain their original intent (e.g., eligibility, scope, cost).
33. Retirement
A. The City contract with the Public Employees' Retirement System (PERS) shall provide the 3% at age 50 benefit formula for all Classic Police Safety members.
B. Safety Employees will pay the full 9% member contribution.
C. The City contract with the Public Employees' Retirement System (PERS) shall provide the 2.7% at age 55 benefit formula for all Classic Miscellaneous members.
D. Under the negotiated 2.7% at 55 cost/benefit sharing formula for Classic Miscellaneous 12 9121612.1 SA390-037
employees:
1. If the PERS miscellaneous plan employer rate is exactly equal to 20.164%, the employee shall pay 7.162% of the 8% required employee contribution. The City will pay 0.838% of the 8% required employee contribution.
2. If the employer rate is less than 20.164%, the employee shall receive credit for 30.559% of the amount by which the employer rate is less than 20.164%.
The credit shall be applied until the City again pays a full 7% of the 8% required employee contribution.
[For example: If the employer rate is only 18.164% of PERS-able compensation, the City will pay an additional 0.61% (2% times 30.559%) of the 8% employee contribution, for a total of 1.448%];
3. If the employer rate exceeds 20.164%, the employee shall pay 30.559% of the amount by which the employer rate exceeds 20.164%. The employee shall pay for this cost in the following manner:
i. First, through an increase in the employee-paid portion of the 8% required employee contribution up to a maximum increase of 0.838% [For example: If the employer rate is 22.164% of PERS-able compensation, the employee will pay an additional 0.61% (2% times
30.559%) of the 8% employee contribution, for a total of 7.772%]; ii. Second, through payroll deduction.
[For example: If the employer rate is 25.164% of PERS-able compensation, the employee will pay an additional 1.528% (5% times
30.559%) of PERS-able compensation as follows: an additional 0.838% (8%-7.162%) to cover the full 8% employee contribution, and a payroll deduction equal to 0.69% (1.528%-0.838%) of PERS-able compensation.] E. Should the City and the General Employees, SEIU Local 620 agree to change the classic member cost/benefit sharing formula described above for FY 2020-2021 (i.e. July 1, 2020) through its 2020 negotiations on a successor MOU in a manner that is more favorable to employees, then the nonsworn classic member miscellaneous employees shall also receive the same more favorable change to their cost/benefit sharing formula.
F. The City shall report the value of Employer Paid Member Contributions (EPMC) to PERS as compensation earnable for Classic Miscellaneous employees pursuant to Government Code Section 20636(c)(4).
G. The City will provide the PERS One-Year Highest Compensation benefit to Classic Safety and Miscellaneous employees.
H. The City will provide an amendment to the Public Employees' Retirement System (PERS) contract to allow widows/widowers to continue receiving benefits upon remarriage.
I. The City will provide the PERS Increased Level of 1959 Survivor Benefits (Level Two) for Safety employees, and the PERS Increased Level of 1959 Survivor Benefits (Level Four) for Miscellaneous employees.
J. The PERS contract shall provide for Public Service Credit for Peace Corps or Americorps:
Volunteers in Service to America (VISTA) for Miscellaneous employees only.
K. Notwithstanding the provisions above, effective January 1, 2013, new members as defined by California Public Employees’ Pension Reform Act of 2013 (hereinafter “AB 340”) will be covered under the 2.7% at 57 Safety retirement formula or the 2% at 62 Miscellaneous retirement formula, with a final compensation measurement period of the average of the highest three (3) 13 9121612.1 SA390-037
consecutive years, as well as all other statutory requirements of AB 340. Effective July 1, 2013, new employees and/or members as defined by AB 340 shall contribute half the normal cost for benefits, as defined by AB 340; the City will not pay any portion of these employees’ required contributions.
34. Retroactivity
An employee will be eligible for retroactive increases to salaries and benefits provided under this Agreement on the dates specified for each increase if the employee is an active City employee and bargaining unit member on the date that the City Council ratifies this Agreement.
35. Salary Adjustments
A. All sworn positions represented by the Association (police officers and police sergeants) shall receive the following regular increases to base salary:
Date Increase
October 8, 2022 3.75%
July 1, 2023 3.0%
B. All non-sworn positions represented by the Association shall receive the following regular base salary increases:
Date Increase
October 8, 2022 3.75%
July 1, 2023 3.0%
C. The survey agencies to be used for future salary/compensation survey purposes shall be:
a. Beverly Hills;
b. Irvine;
c. Santa Cruz
d. Santa Monica;
e. Huntington Beach;
f. Oxnard;
g. Newport Beach;
h. Pasadena;
i. Torrance;
j. Burbank
D. On or after January 1, 2024, but no later than January 31, 2024 the City agrees, at the Union’s request, to review the salary placement of up to three (3) classifications that meet one or more of the following criteria:
1. Significant turnover;
2. Difficulty recruiting;
3. Internal misalignment with classifications(s) with similar responsibilities or duties; B. Requests for review will include the following information:
1. Class(es) to be studied:
2. Which criteria set forth above are applicable;
3. Supporting data that justifies the request;
E. The City agrees to present to the City Council any inequities that are not 5% above the market median by surveying the agreed-upon comparable agencies. The City also agrees that when 14 9121612.1 SA390-037
presenting any such inequities to the City Council, the City Staff presenting the inequities shall make a recommendation to Council that the inequities be rectified by an appropriate salary adjustment to raise the salary/salaries to an amount that is at least 5% above the market median.
36. Salary Increases Upon Promotion
Employees shall receive at least a five percent (5%) salary increase upon promotion provided however that the City shall not be required to pay a salary in excess of the authorized salary range in the City Position and Salary Control Resolution.
For purposes of this article, the base for the (5%) salary increase shall be the employee's current step on the appropriate salary range plus Specialty Assignment pay if appropriate. All officers promoted to the classification of Sergeant shall be appointed to "C" Step.
37. Salary Ranges For Police Officer
A. Effective July 9, 2016, there shall be four base salary ranges for the classification of Police Officer (Ranges A, B, C, and D) at 2% apart. Each salary range shall include five (5) salary steps (Steps 1 through 5) and be reflected on the City’s publicly available pay schedule.
B. Salary Range Assignment
1. Range A will be set at the prior single base salary range for Police Officer, inclusive of any salary increase provided in this Agreement. All new assignments to the Police Officer classification shall be in range A, and any officer not meeting the requirements for placement in ranges B, C, or D shall be assigned to range A.
2. An officer will be assigned on the Range “B”:
o During the active performance of a Senior Officer assignment, OR o If he/she has successfully completed one Senior Officer assignment for the minimum period of time determined for the assignment by the Chief of Police AND o He/she meets or exceeds performance standards, remains available to work any assignment, and continues to apply for and compete in good faith for upcoming Senior Officer Assignments.
3. An officer will be assigned on the Range “C”:
o During the active performance of a Senior Officer assignment if he/she has successfully completed one previous and different Senior Officer assignment for the minimum period of time determined for the assignment by the Chief of Police OR
o If he/she has completed two full Senior Officer assignments for the minimum period of time determined for the assignments by the Chief of Police, AND o He/she meets or exceeds performance standards, remains available to work any assignment, and continues to apply for and compete in good faith for upcoming Senior Officer Assignments.
4. An officer will be assigned on the Range “D”:
o During the active performance of a Senior Officer assignment if he/she has successfully completed two previous and different Senior Officer assignments for the minimum period of time determined for the assignments by the Chief of Police OR
o If he/she has completed three or more full Senior Officer assignments for the minimum period of time determined for the assignment by the Chief of Police, AND o He/she meets or exceeds performance standards, remains available to work any 15 9121612.1 SA390-037
assignment, and continues to apply for and compete in good faith for other upcoming Senior Officer Assignments.
5. At the discretion of the Police Chief, based on the needs of the department, credit for a reassignment to a Senior Officer assignment previously completed may be granted as if it were a different assignment.
C. Movement between salary ranges shall be from the employee’s current salary step in one range to the same salary step in the other range. Movement from one salary step to another salary step within the Police Officer classification, regardless of the assigned salary range, will be governed by Article 38 (Salary Step Movement) of this Agreement.
D. Effective the first day of the first full pay period following ratification of this Agreement, the former specialty assignment pay program will be discontinued. All employees that were receiving 2% specialty assignment pay will be placed at their current salary step in salary range B. All employees that were receiving 4% specialty assignment pay will be placed at their current salary step in salary range C. All employees that were receiving 6% specialty assignment pay will be placed at their current salary step in salary range D. Time spent in the prior specialty assignments will be credited toward the corresponding Senior Officer assignments.
E. Credit for successful completion of a Senior Officer assignment, shall require that the position be held for a minimum of 75% of the maximum duration of that assignment unless approved by the Police Chief. If the employee is on a leave of absence of more than 30 consecutive calendar days during the assignment, the maximum duration of the assignment will be extended by the period of the leave. Duration of Senior Officer assignments will be determined and publicized in advance by the Police Chief.
F. The Police Chief shall have sole discretion over the number and nature of Senior Officer assignments based on the needs of the Department. The Police Chief may create, abolish, or change the duration of a Senior Officer assignment at any time. Officers currently performing the assignment will receive full credit for any abolished assignment. For a lengthened assignment, officers currently performing the assignment shall receive credit based on assignment duration publicized at the time they applied.
G. At the sole discretion of the Police Chief, certain Senior Officer assignments may be designated as “long-term assignments" not having a maximum duration, and allowing credit for more than one Senior Officer assignment, for purposes of salary range placement. For these assignments, the first 4 years in the assignment will be counted as the first Senior Officer assignment, years 4 to 6 will be counted as a second Senior Officer assignment, and years 6 to 8 as the third Senior Officer assignment.
H. If an employee has been moved back to Salary Range A as a result of failing to meet the requirements to maintain a salary range for which he or she previously qualified, the employee may be moved back to the higher salary range by again complying with the above requirements for retention of that salary range.
38. Salary Step Movement
The parties agree that achieving the second salary step, or "Step 2," and subsequent salary steps thereafter, shall require, in addition to satisfactory performance, a period of one year of actual service.
It is further agreed that any salary adjustments in cases of employee reclassification shall not necessarily move "step to step."
39. Scope of Representation
16 9121612.1 SA390-037
A. The Association represents all employees (except hourly and confidential employees) in a police bargaining unit composed of the following job classifications:
Police Sergeant
Police Officer
Police Officer - Entry Level
Identification Technician
Assistant Identification Technician
Public Safety Dispatcher (I,II,III)
Public Safety Dispatcher Supervisor
Police Property/Evidence Specialist
Police Property/Evidence Assistant
Police Range/Equipment Specialist
Police Crime Analyst
Parking Enforcement Officer
Police Records Specialist
Police Records Supervisor
Police Technician
Reclassification of these positions that does not entail changes in job duties or responsibilities will not affect their inclusion in the bargaining unit except as is provided by applicable State law.
B. If the City creates a Community Services Officer classification to perform some or all functions currently being performed by sworn officers, but not requiring the service of a sworn employee, the classification will be included as a non-sworn classification in the bargaining unit. City agrees that the creation of new Community Services Officer positions will not result in layoff of any sworn officer.
C. Police Officer Bill of Rights (POBR) and the remedies contained therein, shall only apply to sworn personnel pursuant to Government Code section 3301 except that the rights during interrogation set forth under section 3303 shall be afforded to non-sworn personnel. This shall not bestow upon non-sworn personnel any other rights or remedies afforded by POBR.
40. Service Credit for Sick Leave Upon Retirement
At the time of retirement, the City shall purchase an annuity for a retiring employee that pays a monthly benefit similar to the PERS amendment that provides service credit for sick leave under Government Code Section 20965.
The following conditions apply to this benefit:
A. In order to qualify for service credit for sick leave upon retirement, the retiring employee must have been hired by the City on or before September 17, 2013 and have at least 500 sick leave hours;
B. The conversion rate of 0.004 years of service credit for each day of sick leave is utilized. (For purposes of this section, a "day" is the equivalent of eight (8) hours.); C. The retiring employee may take the cash purchase value of the annuity in lieu of the monthly annuity;
D. Prior to September 17, 2013, safety group members who obtain 90% of final compensation upon retirement are not eligible for this benefit; however, employees who retire on or after September 17, 2013 and who obtain 90% of final compensation upon retirement will be eligible for this benefit; and
E. If the City amends its PERS Miscellaneous or Police contract to include service credit for sick leave upon retirement, non-safety or Police members, respectively will be included in that 17 9121612.1 SA390-037
PERS contract amendment and the annuity program will be discontinued for that group.
41. Shift Differential for Non-Sworn Personnel
A. Full-time, non-sworn personnel regularly assigned to a shift of eight (8) or more hours shall receive:
1. Swing shift differential pay when 50% or more of the hours of their regularly assigned shift , excluding overtime, falls between 5:00 p.m. and midnight; or
2. Graveyard shift differential pay when 50% or more of the hours of their regularly assigned shift, excluding overtime, falls between midnight and 7:00 a.m.
B. Employees who are regularly assigned to a shift that does not meet the definition of a swing shift or graveyard shift shall not receive shift differential. This includes, but is not limited to, circumstances wherein an employee may be called back to work or scheduled to work an overtime shift that qualifies for shift differential pay when regularly assigned to the shift.
C. The biweekly amount of shift differential for a full-time employee shall be as follows:
Effective Date Swing Shift Biweekly Graveyard Shift Biweekly July 1, 2016 $64 $128
42. Sick Leave
A. Employees shall accrue sick leave at the rate of eight (8) hours per month of service rendered up to a maximum of 2,080 hours of accumulated sick leave.
B. The City's "non-replenishable" sick leave program (M.C. 3.08.150b) shall be retained for the term of this agreement.
C. A full-time employee may use up to 48 hours of available accrued sick leave (the equivalent of 6 months of accrual) per calendar year for the diagnosis, care, or treatment of an existing health condition of, or preventive care for, a family member of the employee. “Family member” means any of the following: a spouse or registered domestic partner; a child (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); a parent (biological, adoptive, or foster parent, stepparent, or legal guardian) of an employee or the employee’s spouse or registered domestic partner; a person who stood in loco parentis when the employee was a minor child; a grandparent; a grandchild; or a sibling. Part-time employees may use the equivalent of six (6) months of sick leave accrual at their prorated accrual rate for such purposes. All rules for use of sick leave will apply, including those regarding physician statement requirements and use of sick leave for medical appointments
43. Specialty Assignment Program
The Specialty Assignment Program included in the labor agreement immediately preceding this Agreement will be eliminated effective July 9, 2016 and the related 2%-6% special assignment pay discontinued.
Effective November 15, 2021, it is hereby agreed that:
1. Effective upon the first day of the first pay period following adoption of this side letter, Dispatchers serving as Communications Training Officers (CTO) shall receive two percent (2%) specialty pay increase as part of their bi-weekly salary; and
2. After one year from the date of adoption of this side letter, dispatchers will need to provide written notice to Dispatch Management if they want to continue on as CTOs and receive specialty pay; 18 9121612.1 SA390-037
3. Sworn Personnel are not eligible for this specialty pay;
4. If an employee has lost specialty pay as a result of failing to meet the requirements of CTO Duties, the employee may have the specialty pay reinstated by applying or competing for the selection to the CTO assignment.
The Association agrees that management retains right to determine how many staff meet the eligibility for CTO, and evaluate performance as needed to determine CTO duties are being met.
5. After adoption of the successor MOU, at the request of the Union, the parties agree to meeting regarding Dispatchers serving as Communications Training Officers (CTO) and that assignment and/or pay.
Additionally, at the request of the Association, the parties agree to meet and confer on the issue of EMD pay as it relates to Police Techs assigned to Dispatch.
44. Standby Pay
The City and the Association agree that when an employee is officially designated by management to remain available to return to work, at any time during specific hours outside of normal working hours, the employee shall receive three (3) hours of straight time pay or compensatory time off for each eight (8) hours on standby or fraction thereof. To the extent feasible, the parties agree that standby shall be assigned on an equitable basis to all eligible employees.
The City and Association agree that all employees will be on automatic standby duty during a state of emergency or civil defense disaster as declared by the President of the United States, the Governor of the State, the Mayor of the City, the City Council, or the City Administrator. Such automatic emergency standby shall be without compensation unless the City is reimbursed by the State or federal government for such an expenditure.
45. Term of Agreement
A. This Memorandum of Understanding shall become effective July 1, 2022 and shall remain effective through June 30, 2025.
B. The agreement may be extended beyond its expiration date, if both parties concur.
C. The parties agree to commence the meet-and-confer process for a successor Memorandum of Understanding no later than February 1, 2025.
46. Time Off for Association Officers
A. Reasonable time off with pay at straight time will be granted to Association officers and negotiators for the purpose of meeting and conferring or consulting with the City subject to approval by the Chief of Police as to specific times.
B. The Association will maintain a complete and current list of its officers and negotiators on file with the Assistant City Administrator.
C. Upon reasonable advance notice, Association officers will be granted up to an aggregate of one hundred sixty (160) hours pay annually for attendance at Association meetings and conventions and for conducting normal and regular Association business during the term of this agreement.
47. Training
The City and the Association agree that all direct costs for all training or instruction required by the City shall be paid for by the City. However, the City shall retain the right to determine what training is required for the employee to improve his performance on the job and to make such training a condition of employment.
19 9121612.1 SA390-037
For the purposes of this agreement, this section shall include requests by Department Heads for additional training of current employees, subject to the approval of the City Administrator.
Both parties recognize that training programs and the advancement of employees to positions of higher skill are matters of great importance and interest to the City, the Association, and the employees covered by this agreement.
48. Transportation Demand Management
A. Effective December 23, 2006, will provide up to 8 additional carpool parking spaces, based on need, with reasonable distance from the Police Department.
B. Bargaining unit members shall be eligible to participate in any established Citywide Alternative Transportation Program.
C. Effective July 1, 2020 through June 30, 2021, employees of the Police Department are eligible to participate in a pilot parking program at no cost to the employee. Employees are eligible to park on the rooftop level of the following parking lots: Lot 2, Lot 6, and Lot 10. This will be on a first come first serve basis.
49. Tuition Reimbursement
Employees shall be eligible for tuition reimbursement through the City of Santa Barbara’s Educational Reimbursement Program.
50. Unauthorized Leave/Suspension
No sick leave, vacation, or holiday time shall accrue or be paid during any period of unauthorized leave or suspension. Suspension is defined as provided in Municipal Code Section 3.16.310 and City Charter Section 1007. Retroactive accrual of sick leave, vacation, or holiday time shall be provided for suspensions later found to be in error. This section shall not apply to any non-disciplinary suspension.
51. Uniform Allowance
A. Except as indicated below, the City shall provide an annualized uniform allowance to full-time employees in the bargaining unit who are required to maintain a uniform as follows:
Sworn police personnel not assigned motorcycle, SWAT or canine duty $1,038 Sworn police personnel assigned canine duty 1,088
Sworn police personnel assigned motorcycle or SWAT duty 1,238 Non-sworn personnel 863
B. Payment of the uniform allowance will be paid to employees who are on the payroll during the pay period ending two (2) weeks prior to the payday on which the uniform allowance is paid in June or December of each year. Payment will be made in a separate check, in an amount equal to half of the annualized allowance, per the following schedule:
December 9, 2016 and June 9, 2017
December 8, 2017 and June 8, 2018
December 7, 2018 and June 7, 2019
52. Use of Computer Resources
Employees’ rights and obligations regarding use of the City’s computers and computing resources are governed generally by the City’s computer use policies. The Association and the City agree 20 9121612.1 SA390-037
that occasional and incidental employee use of City computing resources for Association business is allowable within the same parameters applied to other acceptable non-commercial personal use under those policies.
The parties agree that such use shall not interfere with the performance of work duties or the effective delivery of services, and shall not result in any significant cost to the City or compromise the security of City systems. The parties further agree that City computer resources, including the e-mail system, will not be used by the Association or City employees to support or oppose a political campaign or ballot measure.
The Association acknowledges that employees have no expectation of privacy in the use of City computer resources, including but not limited to e-mail and text messaging, even if they are locked or password-protected.
53. Vacation
A. It is agreed that vacation time may be taken as accrued subject to City approval.
B. Effective July 4, 2020, It is agreed that vacation accrual for sworn and non-sworn police personnel shall be in accordance with the following schedule:
Length of Continuous Service Vacation Entitlement
0 through 2 years 96 hours per year
3 through 5 years 120 hours per year
6 through 10 years 176 hours per year
11 through 15 years 200 hours per year
16 and over years 224 hours per year
C. Maximum vacation accrual will be 600 hours. Said maximum vacation accrual shall not apply if scheduled vacations are canceled by the City for emergencies or personal emergencies of employees. Where requested in advance by the employee, management will make reasonable efforts to work with the employee to try to avoid the loss of vacation time accruals under the accrual maximum.
54. Work Schedule
A. When regular days off (RDO) are changed, reasonable notice shall be given to the affected employee(s). “Reasonable notice” is at least 48 hours unless by mutual consent.
B. Except as provided in Appendix B (Memorandum of Understanding Regarding 3/12.5 Schedule), all sworn employees shall be placed on a 4/10 work schedule. Management retains the right to change an employee’s day off at any time with less than 48 hours’ notice without incurring overtime liability in order to meet departmental needs related to court subpoenas and other planned events. Other planned events shall include incidents such as drug sweeps in Investigations and employee training. Overtime liability for an employee on a 4/10 schedule will continue to occur when an employee works in excess of eighty (80) hours in a 14-day work period as required by the Fair Labor Standards Act (FLSA).
21 9121612.1 SA390-037
Uniformed sworn officers on a 4/10 schedule who are subject to call for service during the lunch period will work ten (10) hours and take a one half (1/2) hour paid lunch break. Other sworn and non-sworn employees on a 4/10 schedule will work ten (10) hours and take a one-half (1/2) hour or one-hour unpaid lunch break. A change made by management to this practice will be a normal meet and confer issue.
C. Upon mutual agreement between management and an employee represented by the Association, s/he may work a schedule different than that delineated in Section B of this Article.
55. Workers' Compensation: Non-Sworn Personnel
A. Non-sworn employees who sustain illness or injury arising out of and in the course of their City employment shall receive benefits equal to those mandated by the State of California plus the difference between State mandated benefits and the equivalent of eighty-five percent (85%) of the individual's gross (excluding O.T.) salary, if any, paid by the City for a maximum of ninety (90) working days.
B. This Article shall not be construed to grant employees the use of sick leave benefits in lieu of or to supplement workers' compensation benefits herein or by State law, except as follows:
An employee who returns from an accepted work-related injury or illness to regular duty or modified duty may attend follow-up medical appointments during work hours when it is not possible to arrange such appointments on non-work time. Reasonable advance notice must be given to the supervisor, which in no event shall be less than 24 hours. Release time is subject to supervisory approval based on operational needs. Under these conditions, to account for the lost work time to attend physician, physical therapy, chiropractic, counseling and other physical and mental care appointments, the employee may:
1. Use accrued paid leave time (sick leave, vacation time, compensatory time, or personal leave); or
2, Use ‘industrial leave without pay” if employee has no accrued paid leave time, or
3. If the employee has not reached a permanent and stationary status, the employee may elect to use "industrial leave without pay" if employee does not choose to use accrued paid leave (sick leave, vacation time, compensatory time, or personal leave). However, employees who have reached permanent and stationary status must exhaust available leave balances before being placed on leave without pay.
An employee who has not reached a permanent and stationary status and uses industrial leave without pay may be entitled to “wage loss” under workers’ compensation system depending on eligibility.
The City may make changes to its Personnel Policies including, but not limited to, the Santa Barbara Municipal Code to reflect the substance of this Agreement. 22 9121612.1 SA390-037
APPENDIX A- TRAINING AND RELATED TRAVEL TIME FOR REQUIRED CLASSES The purpose of this Appendix is to provide a guide to utilize when determining when an employee is entitled to payment for attending training.
Non-Exempt Employees
The Fair Labor Standards Act (FLSA) indicates that time spent by non-exempt employees in training is compensable unless all of the following conditions are met:
1. Attendance is outside of the employee's regular working hours.
2. Attendance is in fact voluntary. FLSA indicates that attendance is not considered voluntary if the employee believes that present working conditions or the continuance of employment will be adversely affected by non-attendance.
3. The course, lecture, or meeting is not directly related to the employee's job. The regulations state that training is directly related to the employee's job if it is designed to make the employee handle his or her job more effectively, as distinguished from training for another job.
4. The employee does not perform any productive work during such attendance.
If all four of the above conditions are not met, then all hours spent in training (including those outside of normal working hours) are considered to be compensable under FLSA.
If the training is considered compensable and travel time is associated with the employee's attendance, then the next question is whether the time spent traveling should be paid for. , The following must be considered.
1. Travel During Regular Working Hours. If the travel time related to attending required training occurs during normal working hours, then the time is considered to be compensable.
2. Special One-Day, Out-of-Town Travel. Travel time associated with special one-day, out-of-town training is required to be paid for irrespective of the mode of transportation utilized or whether the employee drives or is a passenger. Time that can be excluded from payment is normal home-towork travel time and time spent eating while traveling.
3. Overnight Travel. If an employee travels overnight on business (for more than one day), the employee must be paid for time spent in traveling (except for meal periods) during their normal working hours on their non-working days, such as Saturday, as well as, on their regular working days.
Travel time as a passenger on an airplane, train, boat, bus, or automobile outside of regular working hours is not considered worktime unless the employee performs any actual work or the employee drives a car without being offered public conveyance. Therefore, nighttime travel policies when associated with training for more than one day may prove to be more advantageous. The cost for hotel accommodations and meals for the employee versus the overtime payment should be considered when trying to determine which is more advantageous.
Special Requirements for 207K Exempt Employees
The only special requirement related to 207(k) exempt employees under FLSA relates to time spent in required training when an employee is confined to a campus or to barracks 24 hours a day. Only the time spent in actual training is considered compensable hours of work as long as the other hours are spent in studying or other personal pursuits. Other than this, the same requirements that apply to non-exempt employees apply to 207(k) exempt employees.
23 9121612.1 SA390-037
TRAINING AND RELATED TRAVEL TIME FOR REQUIRED CLASSES- CONTINUED Exempt Employees
In the case of an exempt employee, the MOU is the guiding document in whether training or related travel time is compensable. Generally, exempt employees will only be paid for time spent in required training and travel during normal work hours. Travel outside of regular work hours is excluded.
Employees who have questions regarding the compensability of training and related travel time, may contact either the Chief of Police or one of the Personnel Analysts at Ext. 5316. 24 9121612.1 SA390-037
APPENDIX B- MEMORANDUM OF UNDERSTANDING REGARDING 3/12.5 SCHEDULE This memorandum of understanding was entered into as of September 25, 1999, and amended on July 3, 2001 and December 10, 2015, between the City of Santa Barbara, hereinafter referred to as "City," and the Santa Barbara Police Officers Association, hereinafter referred to as "Association." This agreement is intended to allow the City to implement a "3/12.5" work schedule for some of those Officers and Sergeants assigned to patrol functions.
The work period shall be defined as a 28-day work period as permitted by the Fair Labor Standards Act (FLSA) for law enforcement personnel for all sworn personnel irrespective of their shift assignment in order to accommodate the new "3/12.5" schedule. FLSA mandated overtime for all sworn personnel shall be defined as any hours worked beyond one hundred seventy one (171) hours in a designated twenty-eight (28) day cycle. Overtime under a "4/10" or "3/12.5" work schedule is defined as hours worked beyond the regularly scheduled shift, whether it be a 12.5-, 10-, 9- or 8-hour day. Overtime liability shall also occur if a member works in excess of his/her regularly scheduled 75, 80 or 85 hours in a pay period. The City shall continue for purposes of computing overtime to count all regular, scheduled work hours, including paid leave time, as time worked. Overtime shall continue to be compensated at a time and one-half overtime cash or time and one-half CTO rate but not to exceed the 50 hours CTO maximum bank. Once overtime is earned in connection with any approved method of accrual (daily, biweekly, FLSA) said amounts shall be deducted from overtime owed under any other approved method of accrual. There shall be no double or triple payment of overtime for the same hours involved.
The basic work schedule for those assigned to a "3/12.5" shall be to work 12 shifts of 12.5 hours and one shift of 10 hours during each 28-day work period. This is the equivalent of working 160 hours in a fourweek period; the same as employees assigned to a "4/10", work schedule. The current meal break policy shall apply to all sworn patrol personnel assigned to a "3/12.5" work schedule.
For those assigned to a "3/12.5" schedule, the 10-hour shift must be worked within the designated 28-day work period and is considered an integral part of the City's staffing needs. Therefore, the 10-hour shift is not intended to be "routinely" utilized for leave time. In situations where an employee who, for whatever reason, does not either actually work or report leave time approved by the Department for the required 10- hour shift within the 28-day work period shall have paid leave utilized for any hours necessary to account for the required 160 hours in the following order: CTO, Holiday, Vacation unless an agreement between management and the employee to utilize in a different order. If no leave balances are available, then the hours shall be reported as leave without pay.
The one 10-hour shift shall not be limited to any particular purpose; however, it is generally intended to be utilized to facilitate training, patrol responsibilities or special assignments. Complete flexibility for scheduling this day shall be maintained by management to allow for changing priorities, training availability, and the special needs of the organization.
25 9121612.1 SA390-037
MEMORANDUM OF UNDERSTANDING REGARDING 3/12.5 SCHEDULE- CONTINUED Under the "3/12.5" work schedule employees shall regularly work 75 hours during one biweekly pay period and 85 hours during the other biweekly pay period within the 28-day work cycle. As a matter of convenience for employees assigned to the "3/12.5" work schedule, the City shall ensure that the payments received by the employees at the end of each biweekly pay period are equal, or 80 hours per biweekly pay period, exclusive of any overtime. An exception will be in the case of an employee who does not work the required hours and does not have sufficient leave balances to cover the hours.
Management shall make every reasonable effort to have changes in patrol shift assignments coincide with the end of a 28-day work period. However, if the needs of the department (as determined in the sole discretion of the Police Chief) warrant a change from the "3/12.5" within the 28-day work period, the Association acknowledges that an adjustment will be required to balance the actual hours worked with the actual hours paid . This adjustment may necessitate a deduction from an employee's CTO, holiday, vacation time and/or gross pay. A similar adjustment may be necessary in situations such as, but not limited to, the resignation of an Officer.
The Association agrees that management retains the absolute right to discontinue the use of the "3/12.5" work schedule at any time without having to engage in the meet and confer process. Management also retains the right to assign an officer to either the "3/12.5" or the "4/10" work schedule without having to engage in the meet and confer process. If the "3/12.5 work schedule is discontinued by management, employees assigned to a "3/12.5" work schedule shall return to a "4/10" work schedule.
Hourly Rate Classes
Effective 7/02/2022
Revised 10/4/2022
Effective 9/24/22 - 3.5% COLA - Unrepresented Managers
Effective 9/24/22 - 3% COLA - TAP
Effective 10/8/22: 3.5% Increase - Certain Hourly Limited Term Classifications Effective 10/8/22: 3% COLA - POA
MUNIS 17 MUNIS 18 Hourly Rate
7332 N/A Assistant City Attorney IV $83.2600 - $101.2031 7334 N/A Assistant City Attorney III $75.6909 - $92.0028 7335 N/A Deputy City Attorney $48.8012 - $59.3181
MUNIS 17 MUNIS 18 Hourly Rate
7446 N/A Airport Operations Manager $59.2798 - $72.0550 7449 N/A Airport Properties Manager $59.2798 - $72.0550 7336 N/A Creeks Restoration/Clean Water Manager $58.1254 - $70.6516 7333 N/A Facilities & Energy Manager $60.4913 - $73.5276 7337 N/A Library Services Manager $52.5922 - $63.9263
7340 N/A Parks and Recreation Business Manager $55.8360 - $67.8690 7447 N/A Principal Project Manager $63.5263 - $77.2169
7341 N/A Streets Manager $55.2817 - $67.1952
7338 N/A Transportation Manager $64.8479 - $78.8231
MUNIS 17 MUNIS 18 Range
7448 N/A Airport Patrol Supervisor $55.2971 - $67.2138
7342 N/A Custodial Supervisor $30.6664 - $37.2753
7343 N/A Facilities Maintenance Supervisor $40.1342 - $48.7836 7344 N/A Parking/TMP Superintendent $50.7499 - $61.6869 7345 N/A Parks Supervisor $35.7843 - $43.4960
7346 N/A Senior Librarian $38.9476 - $47.3410
7347 N/A Water Treatment Superintendent $60.9477 - $74.0826 MUNIS 17 MUNIS 18 Range
7013 8008 Accountant II $35.1023
7074 8062 Accounting Assistant $27.4914
7103 8090 Accounting Coordinator $31.7695
7003 8001 Accounting Technician $28.8973
7000 N/A Administrative Analyst I $39.3690
7001 N/A Administrative Analyst II $45.0438
7002 8000 Administrative Assistant $32.2485
7065 8053 Administrative Specialist $24.1477
7011 8006 Airport Security Aide $19.4866
7004 8002 Assistant Parking Coordinator $25.1308
7007 8004 Assistant Planner $36.8973
7010 N/A Assistant Transportation Planner $36.8973
7008 8005 Associate Planner $39.9623
7009 8301 Associate Transportation Planner $39.9623
7062 8050 Automotive/Equipment Tech $30.2240
7012 8007 Automotive Service Writer $35.1023
7014 8009 Budget Technician $30.3752
7015 8010 Building Inspector $37.3013
7387 8307 Building Permit Tech $30.5547
7016 8011 Buyer II $33.7016
7017 8012 Carpenter $31.0335
7039 8031 City TV Production Assistant $26.1537
7040 8032 City TV Production Specialist $37.4774
7018 8013 Code Enforcement Officer $33.0628
7079 8067 Commission Secretary $26.7463
7020 N/A Communications Specialist $30.6796
7019 8014 Community Development Programs Specialist $36.1685 7026 8020 Computer Training Coordinator $40.7271
7027 8021 Creeks Outreach Coordinator $34.9277
7025 8019 Custodian $21.5306
7389 8308 Deputy City Clerk $29.5519
7028 8022 Electrician $32.9478
7029 8023 Electronics/Communications Technician I $31.4648 7031 8025 Engineering Technician I $28.2702
7032 8026 Engineering Technician II $31.0800
7386 N/A Environmental Services Specialist II $43.4985
7030 8024 Equipment Operator $25.3192
7034 N/A Executive Assistant $28.1141
7038 N/A Executive Assistant to Mayor/Council $29.5519
7036 8029 Fire Public Education Coordinator $34.9277
7414 8323 Fleet Services Technician I $30.2240
7415 8324 Fleet Services Technician II $33.3944
7037 8030 Geographic Information Systems Technician $35.2777 7021 8015 Graphic Designer $37.6408
7043 8035 Grounds Maintenance Crew Leader $28.5387
7044 8036 Grounds Maintenance Worker I $22.5750
Hourly Assignment to "Regular" Classes
01 Management
02 Management
04 Supervisors
14 General
Effective 7/30/2022: 1.5% COLA - Fire
Effective 8/27/22: Rate Change - Downtown Ambassador I; Police Officer; Police Officer Entry; APO