City Council and Authorities Concurrent
December 12, 2023

REPORT TO COUNCIL

SUBJECT
Action to Adopt a Resolution Approving and Adopting Updated Salary Plans for Various As-Needed, Classified, and Unclassified Positions, Including City Manager, and Approve Various Modifications to Existing Class Specifications

COUNCIL PILLAR
Enhance Community Engagement and Transparency

BACKGROUND
Section 9 of the Personnel and Salary Resolution requires City Council approval of compensation plans for both classified and unclassified positions. California Code Regulations Section 570.5 governs and requires the adoption of updated publicly available salary schedules by the governing body. The proposed Council action satisfies these applicable requirements. The updated salary plans reflect the negotiated and Council approved Cost of Living Adjustments (COLA) included in each agreement for Unit 1, Unit 2, Unit 3, Unit 4, Unit 6, Unit 9, Unit 9B, and Unit 10.

The City of Santa Clara contracts with the California Public Employees’ Retirement System (CalPERS) to provide retirement benefits for employees in both classified and unclassified positions.

When the City makes modifications to the salary schedules for its classified or unclassified positions, the City Council must approve and adopt the publicly available salary schedules to comply with California Code of Regulations (CCR) section 570.5. If the City Council does not approve these resolutions, the City will be non-compliant with CalPERS record keeping and reporting requirements.

The City of Santa Clara is a contracting agency with CalPERS and is required to comply with its requirements.

The As-Needed Salary Plan has been modified to reflect the change in the City of Santa Clara minimum wage effective January 1, 2024. The minimum wage for the City of Santa Clara will be increased to $17.75/hour, which is based on the Regional Consumer Price Index per the Minimum Wage Ordinance. The proposed updates to the As-Needed Salary Plan are recommended to be effective December 24, 2023.

The Classified and Unclassified Salary Plans have been modified to reflect negotiated wage increases, approved by City Council, for several bargaining units. All classifications that are covered by the listed bargaining units, shall receive an automatic wage increase as described below effective December 24, 2023.
· Santa Clara Firefighters, International Association of Firefighters, Local 1171 (Unit 1): A wage increase of approximately 4.0%. Previously approved by City Council in open session as part City of Santa Clara Printed on 12/8/2023Page 1 of 8
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23-1408 Agenda Date: 12/12/2023
of an agreement on a successor Memorandum of Agreement (MOU) on or about July 12, 2022.
· Police Officers Association (Unit 2): A wage increase of approximately 5.0%. Previously approved by City Council in open session as part of an agreement on a successor Memorandum of Agreement (MOU) on or about June 7, 2022. · International Brotherhood of Electrical Workers, Local Union 1245 (Unit 3): A wage increase of approximately 5.5%. Previously approved by City Council in open session as part of an agreement on a successor MOU on or about June 21, 2022. These wages are funded by the Silicon Valley Power enterprise fund, rather than the City’s general fund. · Engineers of the City of Santa Clara (Unit 4): A wage increase of approximately 5.0%.

Previously approved by City Council in open session as part of an agreement on a successor MOU on or about March, 7, 2023.
· American Federation of State County and Municipal Employees, Local 101 (Unit 6): A wage increase of approximately 4.0%. Previously approved by City Council in open session as part of an agreement on a successor MOU on or about May 24, 2022. · Unclassified Miscellaneous Management (Unit 9): A wage increase of approximately 3.25%.

Previously approved by City Council in open session as part of an agreement on a successor MOU on or about November 17, 2020.
· Unclassified Fire Management (Unit 9B): A wage increase of approximately 4.0%. Previously approved by City Council in open session as part of an agreement on a successor MOU on or about November 1, 2022.
· Public Safety Non-Sworn Employees Association (Unit 10): A wage increase of approximately

5.0%. Previously approved by City Council in open session as part of an agreement on a successor MOU on or about November 1, 2022.
· City Manager: A wage increase of approximately 2.0% with a new annual rate of $413,157.48.

This item was previously approved by City Council in open session as part of employment agreement on or about February 7, 2023.

In addition, the Brown Act requires that where final action is being taken to approve a salary schedule that includes a change to the compensation of a local agency executive (here, the City Manager), a verbal summary of that executive compensation shall be stated at the regular meeting of the legislative body at which the schedule is approved.

Sections 4 and 6 of the Personnel and Salary Resolution require City Council approval of new or revised classifications. The proposed Council action satisfies these applicable requirements.

Various Modifications to Existing Classified and Unclassified Classifications Silicon Valley Power (Electric Department) coordinated with the Human Resources Department to modify the Electric Utility Electrician (Job Code 885) class specification to update the minimum qualifications in order to expand the candidate pool and add the Distinguishing Characteristics section.

The Human Resources Department modified the class specifications for Staff Analyst I (Job Code 796) and Staff Analyst II (Job Code 797) in order to expand the candidate pool for internal and external candidates. The revisions create a clearer promotional path for internal candidates. Other administrative revisions were made to the class specifications.

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These modifications for these classified positions were approved by the Civil Service Commission on November 13, 2023.

The Human Resources Department modified the Management Analyst (Job Code 008) class specification to expand the minimum qualifications to allow for more promotional opportunities for internal candidates and a attract a broader external candidate pool. The Executive Assistant (Job Code 187) classification is modified to broaden the minimum qualifications and remove obsolete duties related to the City Attorney’s Office this classification does not perform.

The requested approval does not modify salary ranges for these positions.

DISCUSSION
Approval and Adoption of the Salary Plan for Classified, Unclassified, and As-needed Positions The As-Needed Salary Plan is recommended to be modified as follows, in order to comply with the City’s Minimum Wage Ordinance increase from $17.20 per hour to $17.75 per hour, effective January 1, 2024:
· Crossing Guard (Job Code 362) - with an hourly range of $17.75 - $24.00, · Emergency Medical Technician (Job Code 100) - with an hourly range of $17.75 - $20.19, · Instructor/Lifeguard (Job Code 501) - with an hourly range of $17.75 - $25.31, · Laborer (Job Code 502) - with an hourly range of $17.75 - $24.85, · Law Clerk I (Job Code 524) - with an hourly range of $17.75 - $20.16, · Library Page (Job Code 542) - with a flat hourly rate of $17.75, · Library Technology Aide (Job Code 537) - with a flat hourly rate of $17.75, · Nutrition Meal Server (Job Code 608) - with an hourly range of $17.75 - $20.81, · Records Assistant (Job Code 606) - with an hourly range of $17.75 - $18.41, · Recreation Instructor (Job Code 699) - with an hourly range of $17.75 - $30.91, · Recreation Leader I (Job Code 681) - with an hourly range of $17.75 - $21.56, · Recreation Office Assistant (Job Code 698) - with an hourly range of $17.75 - $21.56, · Sr Library Page (Job Code 756) - with an hourly range of $17.75 - $20.96, · Student Intern I (Job Code 497) - with an hourly range of $17.75 - $18.72; and · Temporary Employee (Job Code 349) - with an hourly range of $17.75 - $214.06.

The Classified and Unclassified Salary Plans have been modified to reflect negotiated wage increases for several bargaining groups. All classifications that are covered by the respective bargaining units shall receive an automatic increase effective the pay period beginning on December 24, 2023.

On July 12, 2022, the City Council approved the 2020-2025 Memorandum of Understanding (MOU) between the City and the Santa Clara Firefighters, International Association of Firefighters, Local 1171 (Unit 1). For the fourth year of the MOU, the MOU provides for a wage increase of approximately 4.0%.

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On June 7, 2022, the City Council approved the 2022-2025 MOU between the City and the Police Officers Association (Unit 2). For the third year of the MOU, the MOU provides for a wage increase of approximately 5.0%.

On June 21, 2022, the City Council approved the 2022-2025 MOU between the City and the International Brotherhood of Electrical Workers, Local 1245 (Unit 3). For the third year of the MOU, the MOU provides for a wage increase of approximately 5.5%. This increase is funded by the Silicon Valley Power enterprise fund, rather than the City’s general fund.

On March 7, 2023, the City council approved the 2021-2025 MOU between the City and the Engineers of Santa Clara (Unit 4). For the third year of the MOU, the MOU provides for a wage increase of approximately 5.0%.

On May 24, 2022, the City Council approved the 2022-2024 MOU between the City and the American Federation of State County and Municipal Employees, Local 101 (Unit 6). For the third year of the MOU, the MOU provides for a wage increase of approximately 4.0%.

On November 17, 2020, the City Council approved the 2019-2024 MOU between the City and the Unclassified Miscellaneous Management (Unit 9). For the fifth year of the MOU, the MOU provides for a wage increase of approximately 3.25%.

On November 1, 2022, the City Council approved the 2023-2025 MOU between the City and the Unclassified Fire Management (Unit 9B). For the second year of the MOU, the MOU provides for a wage increase of approximately 4.0%.

On November 1, 2022, the City Council approved the 2021-2025 MOU between the City and the Public Safety Non-Sworn Employees Association (Unit 10). For the third year of the MOU, the MOU provides for a wage increase of approximately 5.0%.

On February 7, 2023, the City Council approved the employment agreement between the City and Jovan D. Grogan. Per the agreement, the City Manager shall receive a 2.0% COLA effective the first regular pay period in 2024. The updated salary plan therefore reflects a new annual compensation for the position of City Manager of $413,157.48. There are no other changes to the City Manager’s compensation.

Additionally, the Classified Salary Plan deletes the following classifications which are obsolete:
· Automotive Foreman/Foreperson (Job Code 252);
· Building Maintenance Foreperson (Job Code 258);
· Cultural Arts Supervisor (Job Code 363);
· Deputy Fire Marshal (Job Code 375);
· Landscape Foreman/Forewomen (Job Code 520);
· Legal Office Specialist III (Job Code 519);
· Mechanical Maintenance Foreperson (Job Code 577);
· Payroll Analyst (Job Code 614);
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· Project Manager (Job Code 676);
· Public Safety Dispatcher III (Job Code 341);
· Senior Staff Aide (Job Code 779);
· Street Foreman/Forewoman (Job Code 810);
· Street Maintenance Foreperson (Job Code 809);
· Traffic Foreman/Forewoman (Job Code 850); and
· Utility Crew Supervisor/Water (Job Code 881A).

Modifications to the Electric Utility Electrician (Job Code 885) Class Specification Silicon Valley Power (Electric Department) coordinated with the Human Resources Department to propose revisions to the Electric Utility Electrician (Job Code 885) class specification to update the Minimum Qualifications section in order to expand the candidate pool and add the Distinguishing Characteristics section.

Electric Utility Electrician (Job Code 885)
- with an annual salary range of $146,667.00-
$187,365.36. The Electric Utility Electrician is a journey level classification that performs inspections, maintenance, and commissioning tasks on equipment in Silicon Valley Power (SVP) substations.

Modifications to Staff Analyst I (Job Code 796) and Staff Analyst II (Job Code 797) Class Specifications
The Human Resources Department proposed revisions to the Staff Analyst I (Job Code 796) and Staff Analyst II (Job Code 797) class specifications to include revisions to the Class Summary, add the Distinguishing Characteristic section, and administrative revisions to the Typical Duties, Supervision Received and Supervision Exercised sections. Updates to the Minimum Qualifications section were made to align with proposed revisions to the Management Analyst (Job Code 008) class specification to increase the candidate pool and allow for a clear promotional path for internal candidates. It should be noted these classifications are not flexibly staffed.

Staff Analyst I (Job Code 796)
- with an annual salary range of $102,267.48- $130,801.20.

The Staff Analyst I is responsible for program analysis and administrative duties in support of assigned programs and activities.

Staff Analyst II (Job Code 797) - with an annual salary range of $107,418.84- $137,426.04.

The Staff Analyst II is responsible for advanced level program analysis and higher-level administrative duties in support of assigned programs and activities.

Modifications to the Management Analyst (Job Code 008) Class Specification The Human Resources Department proposed revisions to the Management Analyst (Job Code 008) class specifications to align with the Minimum Qualification revisions proposed for Staff Analyst I (Job Code 796) and Staff Analyst II (Job Code 797) and add the Distinguishing Characteristics section.

The Minimum Qualification revisions increase the candidate pool for external applicants and allow for a clear promotional path for internal candidates.

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Management Analyst (Job Code 008) - with an annual salary range of $116,217.24 - $150,411.72. This is a professional staff position in the unclassified service responsible for assembling, analyzing and interpreting data and preparing correspondence and reports with recommendations to management on varied, difficult and complex issues with a certain level of expertise in the assigned area.

Modifications to the Executive Assistant (Job Code 187) Class Specification The Executive Assistant (Job Code 187) was modified to include the Distinguishing Characteristics section, expand the Minimum Qualifications section to allow for a larger candidate pool and focus on requiring related experience, and remove obsolete duties no longer performed by the position. This classification is not budgeted in the City Attorney’s Office; therefore, all related information has been removed.

Executive Assistant (Job Code 187)
- with an annual salary range of $114,469.32 -
$148,133.04. The Executive Assistant provides responsible, confidential, administrative support services for the Mayor and City Council, and/or City Manager. The job involves working with individuals, activities and issues with which the Mayor and City Council and City Manager are involved and requires daily contact with a cross-section of high-level government, community, and public and private officials, as well as individual members of the community.

ENVIRONMENTAL REVIEW
The action being considered does not constitute a “project” within the meaning of the California Environmental Quality Act (“CEQA”) pursuant to CEQA Guidelines section 15378(b)(5) in that it is a governmental organizational or administrative activity that will not result in direct or indirect changes in the environment.

FISCAL IMPACT
The general wage increases have a salary cost of approximately $6.29 million (all funds), of which approximately $4.06 million is in the General Fund and $2.23 million is in other funds. These increases were factored into the FY 2023/24 and FY 2024/25 Adopted Biennial Operating Budget.

Bargaining Unit General Fund All Funds
IAFF (Unit 1) $ 1.05 M $ 1.17 M
POA (Unit 2) 1.53 M 1.53 M
IBEW (Unit 3) 0.00 M 0.94 M
Engineers (Unit 4) 0.09 M 0.41 M
AFSCME (Unit 6) 0.33 M 0.53 M
Miscellaneous Management (Unit 9) 0.54 M 1.16 M
Fire Management (Unit 9B) 0.12 M 0.13 M
PSNSEA (Unit 10) 0.40 M 0.42 M
TOTAL $ 4.06 M $ 6.29 M
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The general wage increase for the City Manager has a salary cost of approximately $8,200.

The fiscal impact to the FY 2023/24 Operating Budget to update as-needed class specifications that are covered under the City’s Minimum Wage Ordinance increase from $17.20 per hour to $17.75 per hour effective January 1, 2024 is approximately $16,000. This additional cost will be absorbed by the various departments in their existing budgets for FY 2023/24 and will be factored into the FY 2024/25 budget.

There is no fiscal impact to modifications to the class specifications.

COORDINATION
This report has been coordinated with the Finance Department and City Attorney’s Office.

PUBLIC CONTACT
Public contact was made by posting the Council agenda on the City’s official-notice bulletin board outside City Hall Council Chambers. A complete agenda packet is available on the City’s website and in the City Clerk’s Office at least 72 hours prior to a Regular Meeting and 24 hours prior to a Special Meeting. A hard copy of any agenda report may be requested by contacting the City Clerk’s Office at (408) 615-2220, email [email protected] <
<mailto:[email protected]>>, or at the public
information desk at any City of Santa Clara public library.

RECOMMENDATION

1. Adopt a Resolution to approve the revised salary plans for various as-needed, classified, and unclassified positions, including the position of City Manager (reflecting a 2% increase with a new annual rate of $413,157.48), to satisfy the requirements of California Code of Regulations Section 570.5, effective December 24, 2023; and

2. Approve revisions to the Electric Utility Electrician, Staff Analyst I and II, Management Analyst, and Executive Assistant class specifications.

Reviewed by: Aracely Azevedo, Director of Human Resources Approved by: Jovan D. Grogan, City Manager

ATTACHMENTS

1. As-Needed Salary Plan (effective 12-24-2023) approved 12-12-2023

2. Classified Salary Plan (effective 12-24-2023) approved 12-12-2023

3. Unclassified Salary Plan (effective 12-24-2023) approved 12-12-2023

4. City of Santa Clara Minimum Wage Ordinance No. 1969

5. Resolution Approving Updated Salary Plans

6. Electric Utility Electrician (Job Code 885) Class Specification Revisions

7. Staff Analyst I (Job Code 796) Class Specification Revisions

8. Staff Analyst II (Job Code 797) Class Specification Revisions

9. Management Analyst (Job Code 008) Class Specification Revisions

10. Executive Assistant (Job Code 187) Class Specification Revisions

11. Employment Agreement by and between the City of Santa Clara, California and Jovan D.

Grogan
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As-Needed Salary Plan
Effective 12/24/2023
Approved 12/12/2023
Job Code Description Minimum Hourly Rate Maximum Hourly Rate 349 TEMPORARY EMPLOYEE 17.75$ 214.06$ 362 CROSSING GUARD 17.75$ 24.00$ 100 EMERGENCY MEDICAL TECHNICIAN 17.75$ 20.19$ 501 INSTRUCTOR/LIFEGUARD 17.75$ 25.31$ 502 LABORER 17.75$ 24.85$ 524 LAW CLERK I 17.75$ 20.16$ 523 LAW CLERK II 19.61$ 23.84$ 542 LIBRARY PAGE 17.75$ -$ 537 LIBRARY TECHNOLOGY AIDE 17.75$ -$ 608 NUTRITION MEAL SERVER 17.75$ 20.81$ 609 NUTRITION SITE MANAGER 19.53$ 24.71$ 865 OFFICE CLERK I 29.18$ 35.50$ 870 OFFICE CLERK II 32.15$ 39.21$ 617 PER DIEM DISPATCHER (CITYWIDE) 75.00$ -$ 618 PER DIEM DISPATCHER (STADIUM) 60.00$ -$ 619 PER DIEM POLICE OFFICER 75.00$ -$ 666 POOL MANAGER 21.02$ 27.84$ 606 RECORDS ASSISTANT 17.75$ 18.41$ 699 RECREATION INSTRUCTOR 17.75$ 30.91$ 681 RECREATION LEADER I 17.75$ 21.56$ 682 RECREATION LEADER II 18.36$ 23.91$ 683 RECREATION LEADER III 20.65$ 27.57$ 698 RECREATION OFFICE ASSISTANT 17.75$ 21.56$ 684 RECREATION PROGRAM COORDINATOR 21.69$ 32.33$ 686 RECREATION SPECIALIST 18.86$ 27.57$ 756 SR LIBRARY PAGE 17.75$ 20.96$ 497 STUDEN INTERN I 17.75$ 18.72$ 498 STUDEN INTERN II 20.15$ 24.50$ 504 STUDEN INTERN III 23.17$ 28.18$ 848 TRAFFIC CONTROL SPECIAL EVENTS 25.00$ -$ City of
Santa Clara
The Center of What 's Possible
City of Santa Clara
Classified Salary Plan
Effective 12/24/2023
Approved 12/12/2023
Job Title
Job
Code
Union
Code
Sal
Plan Grade Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Account Clerk I 210 578 A 019 35.806327$ 6,206.43$ 74,477.16$ 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 44.684250$ 7,745.27$ 92,943.24$ 45.837865$ 7,945.23$ 95,342.76$ Account Clerk II 215 578 A 023 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 49.167058$ 8,522.29$ 102,267.48$ 50.402250$ 8,736.39$ 104,836.68$ Account Clerk III 220 578 A 025 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 50.402250$ 8,736.39$ 104,836.68$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ Accountant 205 578 A 031 48.094962$ 8,336.46$ 100,037.52$ 50.402250$ 8,736.39$ 104,836.68$ 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 59.769173$ 10,359.99$ 124,319.88$ 61.317808$ 10,628.42$ 127,541.04$ Accounting Technician I 216 578 A 018 34.941115$ 6,056.46$ 72,677.52$ 36.665250$ 6,355.31$ 76,263. 72$ 38.577577$ 6,686.78$ 80,241.36$ 40.527404$ 7,024.75$ 84,297.00$ 42.615288$ 7,386.65$ 88,639.80$ 43.624673$ 7,561.61$ 90,739.32$ 44.684250$ 7,745.27$ 92,943.24$ Accounting Technician II 217 578 A 020 36.665250$ 6,355.31$ 76,263.72$ 38.577577$ 6,686.78$ 80,241.36$ 40.527404$ 7,024.75$ 84,297.00$ 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 45.837865$ 7,945.23$ 95,342.76$ 46.997769$ 8,146.28$ 97,755.36$ Associate Engineer (Civil) 321 4 E 034 62.723885$ 10,872.14$ 130,465.68$ 65.984712$ 11,437.35$ 137,248.20$ 69.165865$ 11,988.75$ 143,865.00$ 72.629596$ 12,589.13$ 151,069.56$ 76.332404$ 13,230.95$ 158,771.40$ 78.332308$ 13,577.60$ 162,931.20$ 80.281673$ 13,915.49$ 166,985.88$ Associate Planner 240 578 A 036 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 62.885192$ 10,900.10$ 130,801.20$ 66.070212$ 11,452.17$ 137,426.04$ 67.637654$ 11,723.86$ 140,686.32$ 69.217615$ 11,997.72$ 143,972.64$ Asst Elec Utility Engineer 230 4 E2 032 65.382288$ 11,332.93$ 135,995.16$ 68.530154$ 11,878.56$ 142,542.72$ 72.082212$ 12,494.25$ 149,931.00$ 75.562212$ 13,097.45$ 157,169.40$ 79.352538$ 13,754.44$ 165,053.28$ 81.366865$ 14,103.59$ 169,243. 08$ 83.388462$ 14,454.00$ 173,448.00$ Asst Engineer (Civil) 228 4 E 032 59.839904$ 10,372.25$ 124,467.00$ 62.723885$ 10,872.14$ 130,465.68$ 65.984712$ 11,437.35$ 137,248.20$ 69.165865$ 11,988.75$ 143,865.00$ 72.629596$ 12,589.13$ 151,069.56$ 74.470096$ 12,908.15$ 154,897.80$ 76.332404$ 13,230.95$ 158,771.40$ Asst Planner 232 578 A 029 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 50.402250$ 8,736.39$ 104,836.68$ 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 56.985462$ 9,877.48$ 118,529.76$ 58.371000$ 10,117.64$ 121,411.68$ Asst Training Officer 233S 1S C1 041 62.323022$ 15,123.72$ 181,484.64$ 65.492102$ 15,892.75$ 190,713.00$ 68.761690$ 16,686.17$ 200,234.04$ 72.232294$ 17,528.37$ 210,340.44$ 75.908736$ 18,420.52$ 221,046.24$ 77.742239$ 18,865.45$ 226,385.40$ 79.690591$ 19,338.25$ 232,059.00$ Asst Wtr & Sanitary Swr Super 229 578 A 038 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 62.885192$ 10,900.10$ 130,801.20$ 66.070212$ 11,452.17$ 137,426.04$ 69.217615$ 11,997.72$ 143,972.64$ 70.954385$ 12,298.76$ 147,585.12$ 72.722423$ 12,605.22$ 151,262.64$ Auto Services Utility Worker 244 578 A 015 32.445808$ 5,623.94$ 67,487.28$ 34.057096$ 5,903. 23$ 70,838.76$ 35.806327$ 6,206.43$ 74,477.16$ 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 40.527404$ 7,024.75$ 84,297.00$ 41.580750$ 7,207.33$ 86,487.96$ Automotive Technician I 248 6 G 020 37.117731$ 6,433.74$ 77,204.88$ 38.996885$ 6,759.46$ 81,113.52$ 41.050385$ 7,115.40$ 85,384.80$ 43.187769$ 7,485.88$ 89,830.56$ 45.292904$ 7,850.77$ 94,209.24$ 46.423038$ 8,046.66$ 96,559.92$ 47.559519$ 8,243.65$ 98,923.80$ Automotive Technician II 249 6 G 022 38.996885$ 6,759.46$ 81,113.52$ 41.050385$ 7,115.40$ 85,384.80$ 43.187769$ 7,485.88$ 89,830.56$ 45.292904$ 7,850.77$ 94,209.24$ 47.559519$ 8,243.65$ 98,923.80$ 48.747692$ 8,449.60$ 101,395.20$ 49.845462$ 8,639.88$ 103,678.56$ Automotive Technician III 250 6 G 028 45.292904$ 7,850.77$ 94,209.24$ 47.559519$ 8,243.65$ 98,923.80$ 49.845462$ 8,639.88$ 103,678.56$ 52.267038$ 9,059.62$ 108,715.44$ 54.946904$ 9,524.13$ 114,289.56$ 56.277115$ 9,754.70$ 117,056.40$ 57.626769$ 9,988.64$ 119,863.68$ Building Maint Worker 260 6 G 026 43.187769$ 7,485.88$ 89,830.56$ 45.292904$ 7,850.77$ 94,209.24$ 47.559519$ 8,243.65$ 98,923.80$ 49.845462$ 8,639.88$ 103,678.56$ 52.267038$ 9,059.62$ 108,715.44$ 53.603769$ 9,291.32$ 111,495. 84$ 54.946904$ 9,524.13$ 114,289.56$ Building/Housing Inspector 254 578 A 035 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ 67.637654$ 11,723.86$ 140,686.32$ Business Analyst 262 578 A 035 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ 67.637654$ 11,723.86$ 140,686.32$ Business Analyst-Fiber 262A 578 A 035 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ 67.637654$ 11,723.86$ 140,686.32$ Business Analyst-Public Benef 262B 578 A 035 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ 67.637654$ 11,723.86$ 140,686.32$ Buyer 270 578 A 032 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843. 80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ Cemetery Worker I 290 6 G 019 36.265327$ 6,285.99$ 75,431.88$ 38.047615$ 6,594.92$ 79,139.04$ 39.984865$ 6,930.71$ 83,168.52$ 42.128769$ 7,302.32$ 87,627.84$ 44.253288$ 7,670.57$ 92,046.84$ 45.292904$ 7,850.77$ 94,209.24$ 46.423038$ 8,046.66$ 96,559.92$ Cemetery Worker II 295 6 G 021 38.047615$ 6,594.92$ 79,139.04$ 39.984865$ 6,930.71$ 83,168.52$ 42.128769$ 7,302.32$ 87,627.84$ 44.253288$ 7,670.57$ 92,046.84$ 46.423038$ 8,046.66$ 96,559.92$ 47.559519$ 8,243.65$ 98,923.80$ 48.747692$ 8,449.60$ 101,395.20$ Cemetery Worker III 300 6 G 023 39.984865$ 6,930.71$ 83,168.52$ 42.128769$ 7,302.32$ 87,627.84$ 44.253288$ 7,670.57$ 92,046.84$ 46.423038$ 8,046.66$ 96,559.92$ 48.747692$ 8,449.60$ 101,395.20$ 49.845462$ 8,639.88$ 103,678.56$ 51.072404$ 8,852.55$ 106,230.60$ Chief Of Party 310 578 A 034 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 62.885192$ 10,900.10$ 130,801.20$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ Chief
Storekeeper 319 578 A 032 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ Code Enforcement Officer 330 578 A 032 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ Code Enforcement Technician 329 578 A 023 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 49.167058$ 8,522.29$ 102,267.48$ 50.402250$ 8,736.39$ 104,836.68$ Combination Inspector 336 578 A 037 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 67.637654$ 11,723.86$ 140,686.32$ 69.217615$ 11,997.72$ 143,972.64$ 70.954385$ 12,298.76$ 147,585.12$ Communication Technician I 346 578 A 028 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ 56.985462$ 9,877.48$ 118,529.76$ Communication Technician II 345 578 A 032 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ Communications Coordinator 338 578 A 032 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ Community Svc Officer I 347 10 H 017 39.094385$ 6,776.36$ 81,316.32$ 41.051481$ 7,115.59$ 85,387.08$ 43.157019$ 7,480.55$ 89,766.60$ 45.397558$ 7,868.91$ 94,426.92$ 47.705538$ 8,268.96$ 99,227.52$ 48.913558$ 8,478.35$ 101,740.20$ 50.074269$ 8,679.54$ 104,154.48$ Community Svc Officer II 348 10 H 022 44.243596$ 7,668.89$ 92,026.68$ 46.477327$ 8,056.07$ 96,672.84$ 48.913558$ 8,478.35$ 101,740.20$ 51.235096$ 8,880.75$ 106,569.00$ 53.900769$ 9,342.80$ 112,113.60$ 55.156038$ 9,560.38$ 114,724.56$ 56.404442$ 9,776.77$ 117,321.24$ Crime Analyst 350 578 A 032 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ Customer Service Rep 364 578 A 019 35.806327$ 6,206.43$ 74,477.16$ 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 44.684250$ 7,745.27$ 92,943.24$ 45.837865$ 7,945.23$ 95,342.76$ Customer Service Rep - Permit 369 578 A 019 35.806327$ 6,206.43$ 74,477.16$ 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 44.684250$ 7,745.27$ 92,943.24$ 45.837865$ 7,945.23$ 95,342.76$ Customer Service Supervisor 367 578 A 028 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ 56.985462$ 9,877.48$ 118,529.76$ Deputy Fire Marshal 375 1 C 038 79.685308$ 13,812.12$ 165,745.44$ 83.597769$ 14,490.28$ 173,883.36$ 87.912000$ 15,238.08$ 182,856.96$ 92.331635$ 16,004.15$ 192,049.80$ 96.883038$ 16,793.06$ 201,516.72$ 99.385962$ 17,226. 90$ 206,722.80$ 101.862519$ 17,656.17$ 211,874.04$ Deputy Fire Marshal Haz Mats 376 1 C 040 83.597769$ 14,490.28$ 173,883.36$ 87.912000$ 15,238.08$ 182,856.96$ 92.331635$ 16,004.15$ 192,049.80$ 96.883038$ 16,793.06$ 201,516.72$ 101.862519$ 17,656.17$ 211,874.04$ 104.444481$ 18,103.71$ 217,244.52$ 106.967192$ 18,540.98$ 222,491.76$ Deputy Fire Marshal I 372 1 C 034 72.295096$ 12,531.15$ 150,373.80$ 75.871615$ 13,151.08$ 157,812.96$ 79.685308$ 13,812.12$ 165,745.44$ 83.597769$ 14,490.28$ 173,883.36$ 87.912000$ 15,238.08$ 182,856.96$ 90.111981$ 15,619.41$ 187,432.92$ 92.331635$ 16,004.15$ 192,049.80$ Deputy Fire Marshal II 373 1 C 038 79.685308$ 13,812.12$ 165,745.44$ 83.597769$ 14,490.28$ 173,883.36$ 87.912000$ 15,238.08$ 182,856.96$ 92.331635$ 16,004.15$ 192,049.80$ 96.883038$ 16,793.06$ 201,516.72$ 99.385962$ 17,226.90$ 206,722.80$ 101.862519$ 17,656.17$ 211,874.04$ Deputy Fire Marshal III 374 1 C 040 83.597769$ 14,490.28$ 173,883.36$ 87.912000$ 15,238.08$ 182,856.96$ 92.331635$ 16,004.15$ 192,049.80$ 96.883038$ 16,793.06$ 201,516.72$ 101.862519$ 17,656.17$ 211,874.04$ 104.444481$ 18,103.71$ 217,244.52$ 106.967192$ 18,540.98$ 222,491.76$ Driver/Eng 24 Hrs 380S 1S C1 033 51.264849$ 12,440.27$ 149,283.24$ 53.845096$ 13,066.41$ 156,796.92$ 56.535495$ 13,719. 28$ 164,631.36$ 59.345440$ 14,401.16$ 172,813.92$ 62.323022$ 15,123.72$ 181,484.64$ 63.893201$ 15,504.75$ 186,057.00$ 65.492102$ 15,892.75$ 190,713.00$ Driver/Eng 24Hr-Training Prem 380P 1S C1 034 52.543063$ 12,750.45$ 153,005.40$ 55.142390$ 13,381.22$ 160,574.64$ 57.914135$ 14,053.83$ 168,645.96$ 60.757665$ 14,743.86$ 176,926.32$ 63.893201$ 15,504.75$ 186,057.00$ 65.492102$ 15,892.75$ 190,713.00$ 67.105302$ 16,284.22$ 195,410.64$ Driver/Eng 80 Hrs 380 1 C 033 70.536404$ 12,226.31$ 146,715.72$ 74.086615$ 12,841.68$ 154,100.16$ 77.788385$ 13,483.32$ 161,799.84$ 81.654635$ 14,153.47$ 169,841.64$ 85.751596$ 14,863.61$ 178,363.32$ 87.912000$ 15,238.08$ 182,856.96$ 90.111981$ 15,619.41$ 187,432.92$ Driver/Eng Training Division 380T 1 C 038 79.685308$ 13,812.12$ 165,745.44$ 83.597769$ 14,490.28$ 173,883.36$ 87.912000$ 15,238.08$ 182,856.96$ 92.331635$ 16,004.15$ 192,049.80$ 96.883038$ 16,793.06$ 201,516.72$ 99.385962$ 17,226.90$ 206,722.80$ 101.862519$ 17,656.17$ 211,874.04$ Elec & Water System Op - Cert 390R 3 R6 037 89.088750$ 15,442.05$ 185,304.60$ 93.468981$ 16,201.29$ 194,415.48$ 98.268635$ 17,033.23$ 204,398.76$ 103.302288$ 17,905.73$ 214,868.76$ 108.513346$ 18,808.98$ 225,707.76$ 111.126981$ 19,262.01$ 231,144.12$ 113.950385$ 19,751.40$ 237,016. 80$ Elec & Water System Opertr 390 3 D1 037 84.047077$ 14,568.16$ 174,817.92$ 88.177212$ 15,284.05$ 183,408.60$ 92.702654$ 16,068.46$ 192,821.52$ 97.453962$ 16,892.02$ 202,704.24$ 102.374596$ 17,744.93$ 212,939.16$ 104.834885$ 18,171.38$ 218,056.56$ 107.497038$ 18,632.82$ 223,593.84$ Elec Crew Foreperson 550 3 D1 039 88.177212$ 15,284.05$ 183,408.60$ 92.702654$ 16,068.46$ 192,821.52$ 97.453962$ 16,892.02$ 202,704.24$ 102.374596$ 17,744.93$ 212,939.16$ 107.497038$ 18,632.82$ 223,593.84$ 110.126712$ 19,088.63$ 229,063.56$ 112.885558$ 19,566.83$ 234,801.96$ Elec Helper/Driver 435 3 D2 020 55.603788$ 9,637.99$ 115,655.88$ 58.515981$ 10,142.77$ 121,713.24$ 61.492558$ 10,658.71$ 127,904.52$ 64.517538$ 11,183.04$ 134,196.48$ 67.744269$ 11,742.34$ 140,908.08$ 69.446250$ 12,037.35$ 144,448.20$ 71.156423$ 12,333.78$ 148,005.36$ Elec Maintenance Worker 415 3 D2 022 58.515981$ 10,142.77$ 121,713.24$ 61.492558$ 10,658.71$ 127,904.52$ 64.517538$ 11,183.04$ 134,196.48$ 67.744269$ 11,742.34$ 140,908.08$ 71.156423$ 12,333.78$ 148,005.36$ 72.858519$ 12,628.81$ 151,545.72$ 74.584846$ 12,928.04$ 155,136.48$ Elec Meter Technician 426 3 D1 032 74.391173$ 12,894.47$ 154,733.64$ 78.069577$ 13,532.06$ 162,384.72$ 82.062635$ 14,224.19$ 170,690.28$ 86.015308$ 14,909.32$ 178,911. 84$ 90.331038$ 15,657.38$ 187,888.56$ 92.702654$ 16,068.46$ 192,821.52$ 95.033885$ 16,472.54$ 197,670.48$ Elec Util Database Administrat 177 578 A 043 64.484019$ 11,177.23$ 134,126.76$ 67.637654$ 11,723.86$ 140,686.32$ 70.954385$ 12,298.76$ 147,585.12$ 74.534308$ 12,919.28$ 155,031.36$ 78.308712$ 13,573.51$ 162,882.12$ 80.214692$ 13,903.88$ 166,846.56$ 82.202192$ 14,248.38$ 170,980.56$ Elec Util Electrician Apprent 887 3 D1 026 64.485288$ 11,177.45$ 134,129.40$ 67.574827$ 11,712.97$ 140,555.64$ 70.979019$ 12,303.03$ 147,636.36$ 74.391173$ 12,894.47$ 154,733.64$ 78.069577$ 13,532.06$ 162,384.72$ 80.062096$ 13,877.43$ 166,529.16$ 82.062635$ 14,224.19$ 170,690.28$ Elec Util Electrician Tech 890 3 D1 035 80.062096$ 13,877.43$ 166,529.16$ 84.047077$ 14,568.16$ 174,817.92$ 88.177212$ 15,284.05$ 183,408.60$ 92.702654$ 16,068.46$ 192,821.52$ 97.453962$ 16,892.02$ 202,704.24$ 99.882058$ 17,312.89$ 207,754.68$ 102.374596$ 17,744.93$ 212,939.16$ Step 7S t e p 1S tep 2S tep 3S tep 4S tep 5S tep 6
All classifications on the Classified Salary Plan are FLSA "Non-Exempt" except Unit 4 classifications. Unit 4 classifications are eligible for MOU overtime. 1 of 4

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City of Santa Clara
Classified Salary Plan
Effective 12/24/2023
Approved 12/12/2023
Job Title
Job
Code
Union
Code
Sal
Plan Grade Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Step 7S t e p 1S tep 2S tep 3S tep 4S tep 5S tep 6
Elec Util Network Administrat 436 578 A 043 64.484019$ 11,177.23$ 134,126.76$ 67.637654$ 11,723.86$ 140,686.32$ 70.954385$ 12,298.76$ 147,585.12$ 74.534308$ 12,919.28$ 155,031.36$ 78.308712$ 13,573.51$ 162,882.12$ 80.214692$ 13,903.88$ 166,846.56$ 82.202192$ 14,248.38$ 170,980.56$ Elec Utility Electrician 885 3 D1 032 74.391173$ 12,894.47$ 154,733.64$ 78.069577$ 13,532.06$ 162,384.72$ 82.062635$ 14,224.19$ 170,690.28$ 86.015308$ 14,909.32$ 178,911.84$ 90.331038$ 15,657.38$ 187,888.56$ 92.702654$ 16,068.46$ 192,821.52$ 95.033885$ 16,472.54$ 197,670.48$ Elec Utility Engineer 428 4 E2 042 83.388462$ 14,454.00$ 173,448.00$ 87.720288$ 15,204.85$ 182,458.20$ 91.878923$ 15,925.68$ 191,108.16$ 96.528462$ 16,731.60$ 200,779.20$ 101.445058$ 17,583.81$ 211,005.72$ 103.899865$ 18,009.31$ 216,111.72$ 106.340135$ 18,432.29$ 221,187.48$ Elec Utility Equip Operatr 429 3 D2 022 58.515981$ 10,142.77$ 121,713.24$ 61.492558$ 10,658.71$ 127,904.52$ 64.517538$ 11,183.04$ 134,196.48$ 67.744269$ 11,742.34$ 140,908.08$ 71.156423$ 12,333.78$ 148,005.36$ 72.858519$ 12,628.81$ 151,545.72$ 74.584846$ 12,928.04$ 155,136.48$ Elec Utility Gen Tech 431 3 D1 035 80.062096$ 13,877.43$ 166,529.16$ 84.047077$ 14,568.16$ 174,817.92$ 88.177212$ 15,284.05$ 183,408.60$ 92.702654$ 16,068.46$ 192,821.52$ 97.453962$ 16,892.02$ 202,704. 24$ 99.882058$ 17,312.89$ 207,754.68$ 102.374596$ 17,744.93$ 212,939.16$ Elec Utility Prog Analyst 440 578 A 036 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 62.885192$ 10,900.10$ 130,801.20$ 66.070212$ 11,452.17$ 137,426.04$ 67.637654$ 11,723.86$ 140,686.32$ 69.217615$ 11,997.72$ 143,972.64$ Electrical Estimator 437 3 D1 027 66.050192$ 11,448.70$ 137,384.40$ 69.276923$ 12,008.00$ 144,096.00$ 72.681115$ 12,598.06$ 151,176.72$ 76.206288$ 13,209.09$ 158,509.08$ 80.062096$ 13,877.43$ 166,529.16$ 82.062635$ 14,224.19$ 170,690.28$ 84.047077$ 14,568.16$ 174,817.92$ Energy Consrvation Specialist 446 578 A 021 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 46.997769$ 8,146.28$ 97,755.36$ 48.094962$ 8,336.46$ 100,037.52$ Engineering Aide 460 578 A 021 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 46.997769$ 8,146.28$ 97,755.36$ 48.094962$ 8,336.46$ 100,037.52$ Engineering Aide - Fiber 460F 578 A 021 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275. 72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 46.997769$ 8,146.28$ 97,755.36$ 48.094962$ 8,336.46$ 100,037.52$ Engineering Aide (Electric) 460A 578 A 021 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 46.997769$ 8,146.28$ 97,755.36$ 48.094962$ 8,336.46$ 100,037.52$ Equipment Operator 470 6 G 027 44.253288$ 7,670.57$ 92,046.84$ 46.423038$ 8,046.66$ 96,559.92$ 48.747692$ 8,449.60$ 101,395.20$ 51.072404$ 8,852.55$ 106,230.60$ 53.603769$ 9,291.32$ 111,495.84$ 54.946904$ 9,524.13$ 114,289.56$ 56.277115$ 9,754.70$ 117,056.40$ Fiber Splicing Technician 488 3 D1 032 74.391173$ 12,894.47$ 154,733.64$ 78.069577$ 13,532.06$ 162,384.72$ 82.062635$ 14,224.19$ 170,690.28$ 86.015308$ 14,909.32$ 178,911.84$ 90.331038$ 15,657.38$ 187,888.56$ 92.702654$ 16,068.46$ 192,821.52$ 95.033885$ 16,472.54$ 197,670.48$ Financial Analyst 472 578 A 033 50.402250$ 8,736.39$ 104,836.68$ 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ 64.484019$ 11,177.23$ 134,126.76$ Fire Application Data Analyst 491 578 A 032 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ Fire Captain - Training 475T 1 C 043 90.111981$ 15,619.41$ 187,432.92$ 94.610654$ 16,399.18$ 196,790.16$ 99.385962$ 17,226.90$ 206,722.80$ 104.444481$ 18,103.71$ 217,244.52$ 109.647981$ 19,005.65$ 228,067.80$ 112.302404$ 19,465.75$ 233,589.00$ 115.114846$ 19,953.24$ 239,438.88$ Fire Captain 24 Hrs 475S 1S C1 038 57.914135$ 14,053.83$ 168,645.96$ 60.757665$ 14,743.86$ 176,926.32$ 63.893201$ 15,504.75$ 186,057.00$ 67.105302$ 16,284.22$ 195,410.64$ 70.413214$ 17,086.94$ 205,043.28$ 72.232294$ 17,528.37$ 210,340.44$ 74.032212$ 17,965.15$ 215,581.80$ Fire Captain 24Hr-Trng Premium 475P 1S C1 039 59.345440$ 14,401.16$ 172,813.92$ 62.323022$ 15,123.72$ 181,484.64$ 65.492102$ 15,892.75$ 190,713.00$ 68.761690$ 16,686.17$ 200,234.04$ 72.232294$ 17,528.37$ 210,340.44$ 74.032212$ 17,965.15$ 215,581.80$ 75.908736$ 18,420.52$ 221,046.24$ Fire Captain 80 Hrs 475 1 C 038 79.685308$ 13,812.12$ 165,745.44$ 83.597769$ 14,490.28$ 173,883.36$ 87.912000$ 15,238.08$ 182,856.96$ 92.331635$ 16,004.15$ 192,049.80$ 96.883038$ 16,793.06$ 201,516.72$ 99.385962$ 17,226.90$ 206,722.80$ 101.862519$ 17,656.17$ 211,874.04$ Fire Plan Draftsperson 482 578 A 025 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 50.402250$ 8,736.39$ 104,836.68$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ Fire Prevention Specialist I 489 10 H2 012 34.963038$ 6,060.26$ 72,723.12$ 36.721038$ 6,364.98$ 76,379.76$ 38.431385$ 6,661.44$ 79,937.28$ 40.455231$ 7,012.24$ 84,146.88$ 42.478962$ 7,363.02$ 88,356.24$ 43.576038$ 7,553.18$ 90,638.16$ 44.673115$ 7,743.34$ 92,920.08$ Fire Prevention Specialist II 478 10 H2 035 61.333558$ 10,631.15$ 127,573.80$ 64.427135$ 11,167.37$ 134,008.44$ 67.622942$ 11,721.31$ 140,655.72$ 71.036827$ 12,313.05$ 147,756.60$ 74.682346$ 12,944.94$ 155,339.28$ 76.535712$ 13,266.19$ 159,194.28$ 78.361962$ 13,582.74$ 162,992.88$ Fire Protection Engineer 492 10 H2 041 71.036827$ 12,313.05$ 147,756.60$ 74.682346$ 12,944.94$ 155,339.28$ 78.361962$ 13,582.74$ 162,992.88$ 82.205077$ 14,248.88$ 170,986.56$ 86.368442$ 14,970.53$ 179,646.36$ 88.460365$ 15,333.13$ 183,997.56$ 90.702231$ 15,721.72$ 188,660.64$ Firefight
er I 24 Hrs 487S 1S C3 018 35.591951$ 8,636.98$ 103,643.76$ 38.287129$ 9,291.01$ 111,492.12$ 41.178462$ 9,992.64$ 119,911.68$ 44.285316$ 10,746.57$ 128,958.84$ Firefighter I 24Hr-Trng Premiu 487P 1S C3 019 45.376731$ 11,011.42$ 132,137.04$ Firefighter I 80 Hrs 487Y 1 C2 018 48.971712$ 8,488.43$ 101,861.16$ 52.680058$ 9,131.21$ 109,574.52$ 56.658346$ 9,820.78$ 117,849.36$ 60.933115$ 10,561.74$ 126,740.88$ Firefighter II 24 Hrs 480S 1S C1 030 47.631511$ 11,558.58$ 138,702.96$ 49.977157$ 12,127.79$ 145,533.48$ 52.543063$ 12,750.45$ 153,005.40$ 55.142390$ 13,381.22$ 160,574.64$ 57.914135$ 14,053.83$ 168,645.96$ 59.345440$ 14,401.16$ 172,813.92$ 60.757665$ 14,743.86$ 176,926.32$ Firefighter II 24H-Trng/Premiu 480P 1S C1 031 48.813874$ 11,845.50$ 142,146.00$ 51.264849$ 12,440.27$ 149,283.24$ 53.845096$ 13,066.41$ 156,796.92$ 56.535495$ 13,719.28$ 164,631.36$ 59.345440$ 14,401.16$ 172,813.92$ 60.757665$ 14,743.86$ 176,926.32$ 62.323022$ 15,123.72$ 181,484.64$ Firefighter II 80 Hrs 480 1 C 030 65.537192$ 11,359.78$ 136,317.36$ 68.764615$ 11,919.20$ 143,030.40$ 72.295096$ 12,531.15$ 150,373.80$ 75.871615$ 13,151.08$ 157,812.96$ 79.685308$ 13,812.12$ 165,745.44$ 81.654635$ 14,153.47$ 169,841.64$ 83.597769$ 14,490.28$ 173,883.36$ Firefighter II Training Div 480T 1 C 035 74.086615$ 12,841.68$ 154,100.16$ 77.788385$ 13,483. 32$ 161,799.84$ 81.654635$ 14,153.47$ 169,841.64$ 85.751596$ 14,863.61$ 178,363.32$ 90.111981$ 15,619.41$ 187,432.92$ 92.331635$ 16,004.15$ 192,049.80$ 94.610654$ 16,399.18$ 196,790.16$ Fleet Coordinator 466 578 A 026 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ Forensic Coordinator 486 578 A 034 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 62.885192$ 10,900.10$ 130,801.20$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ Grounds Maint Worker I 485 6 G 019 36.265327$ 6,285.99$ 75,431.88$ 38.047615$ 6,594.92$ 79,139.04$ 39.984865$ 6,930.71$ 83,168.52$ 42.128769$ 7,302.32$ 87,627.84$ 44.253288$ 7,670.57$ 92,046.84$ 45.292904$ 7,850.77$ 94,209.24$ 46.423038$ 8,046.66$ 96,559.92$ Grounds Maint Worker II 490 6 G 021 38.047615$ 6,594.92$ 79,139.04$ 39.984865$ 6,930.71$ 83,168.52$ 42.128769$ 7,302.32$ 87,627.84$ 44.253288$ 7,670.57$ 92,046.84$ 46.423038$ 8,046.66$ 96,559.92$ 47.559519$ 8,243.65$ 98,923. 80$ 48.747692$ 8,449.60$ 101,395.20$ Grounds Maint Worker III 495 6 G 023 39.984865$ 6,930.71$ 83,168.52$ 42.128769$ 7,302.32$ 87,627.84$ 44.253288$ 7,670.57$ 92,046.84$ 46.423038$ 8,046.66$ 96,559.92$ 48.747692$ 8,449.60$ 101,395.20$ 49.845462$ 8,639.88$ 103,678.56$ 51.072404$ 8,852.55$ 106,230.60$ Health & Wellness Coordinator 123 578 A 023 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 49.167058$ 8,522.29$ 102,267.48$ 50.402250$ 8,736.39$ 104,836.68$ Housing Inspector 500 578 A 035 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ 67.637654$ 11,723.86$ 140,686.32$ Human Resources Assistant 509 578 A 019 35.806327$ 6,206.43$ 74,477.16$ 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 44.684250$ 7,745.27$ 92,943.24$ 45.837865$ 7,945.23$ 95,342.76$ Human Resources Technician 508 578 A 023 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739. 32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 49.167058$ 8,522.29$ 102,267.48$ 50.402250$ 8,736.39$ 104,836.68$ Jail Service Officer 353 10 H 022 44.243596$ 7,668.89$ 92,026.68$ 46.477327$ 8,056.07$ 96,672.84$ 48.913558$ 8,478.35$ 101,740.20$ 51.235096$ 8,880.75$ 106,569.00$ 53.900769$ 9,342.80$ 112,113.60$ 55.156038$ 9,560.38$ 114,724.56$ 56.404442$ 9,776.77$ 117,321.24$ Journey Lineworker 560 3 D1 035 80.062096$ 13,877.43$ 166,529.16$ 84.047077$ 14,568.16$ 174,817.92$ 88.177212$ 15,284.05$ 183,408.60$ 92.702654$ 16,068.46$ 192,821.52$ 97.453962$ 16,892.02$ 202,704.24$ 99.882058$ 17,312.89$ 207,754.68$ 102.374596$ 17,744.93$ 212,939.16$ Journey Lineworker Apprentice 561 3 D1 026 64.485288$ 11,177.45$ 134,129.40$ 67.574827$ 11,712.97$ 140,555.64$ 70.979019$ 12,303.03$ 147,636.36$ 74.391173$ 12,894.47$ 154,733.64$ 78.069577$ 13,532.06$ 162,384.72$ 80.062096$ 13,877.43$ 166,529.16$ 82.062635$ 14,224.19$ 170,690.28$ Journey Lineworker Apprentice 561R 3 D1 029 69.276923$ 12,008.00$ 144,096.00$ 72.681115$ 12,598.06$ 151,176.72$ 76.206288$ 13,209.09$ 158,509.08$ 80.062096$ 13,877.43$ 166,529.16$ 84.047077$ 14,568.16$ 174,817.92$ 86.015308$ 14,909.32$ 178,911.84$ 88.177212$ 15,284.05$ 183,408.60$ Key Cus
tomer Representative 505 578 A 035 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ 67.637654$ 11,723.86$ 140,686.32$ Librarian I 530 578 A 026 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ Librarian I - Cataloging 530C 578 A 026 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ Librarian I - Reference 530A 578 A 026 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ Librarian I - Youth Services 530B 578 A 026 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ Librarian II 535 578 A 030 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 58.371000$ 10,117.64$ 121,411.68$ 59.769173$ 10,359.99$ 124,319.88$ Librarian II - Cataloging 535C 578 A 030 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 58.371000$ 10,117.64$ 121,411.68$ 59.769173$ 10,359.99$ 124,319.88$ Librarian II - Reference 535A 578 A 030 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 58.371000$ 10,117.64$ 121,411.68$ 59.769173$ 10,359.99$ 124,319.88$ Librarian II - Youth Services 535B 578 A 030 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 58.371000$ 10,117.64$ 121,411.68$ 59.769173$ 10,359.99$ 124,319.88$ Library Assistant I 526 578 A 016 33.191827$ 5,753.25$ 69,039.00$ 34.941115$ 6,056.46$ 72,677.52$ 36.665250$ 6,355.31$ 76,263.72$ 38.577577$ 6,686.78$ 80,241.36$ 40.527404$ 7,024.75$ 84,297.00$ 41.580750$ 7,207.33$ 86,487.96$ 42.615288$ 7,386.65$ 88,639.80$ Library Assistant II 528 578 A 020 36.665250$ 6,355.31$ 76,263.72$ 38.577577$ 6,686.78$ 80,241.36$ 40.527404$ 7,024.75$ 84,297.00$ 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 45.837865$ 7,945.23$ 95,342.76$ 46.997769$ 8,146.28$ 97,755.36$ Library Circulation Supervsr 529 578 A 028 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ 56.985462$ 9,877.48$ 118,529.76$ Library Prog Coord - Tech Svcs 534D 578 A 034 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 62.885192$ 10,900.10$ 130,801.20$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ Library Prog Coord-Technology 534F 578 A 034 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 62.885192$ 10,900.10$ 130,801.20$ 64.484019$ 11,177. 23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ Library Program Coord - Ref 534B 578 A 034 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 62.885192$ 10,900.10$ 130,801.20$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ All classifications on the Classified Salary Plan are FLSA "Non-Exempt" except Unit 4 classifications. Unit 4 classifications are eligible for MOU overtime. 2 of 4

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City of Santa Clara
Classified Salary Plan
Effective 12/24/2023
Approved 12/12/2023
Job Title
Job
Code
Union
Code
Sal
Plan Grade Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Step 7S t e p 1S tep 2S tep 3S tep 4S tep 5S tep 6
Library Program Coordinator 534 578 A 034 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 62.885192$ 10,900.10$ 130,801.20$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ Library Technology Assistant 754C 578 A 025 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 50.402250$ 8,736.39$ 104,836.68$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ Literacy Advocate 562 578 A 012 30.182365$ 5,231.61$ 62,779.32$ 31.712192$ 5,496.78$ 65,961.36$ 33.191827$ 5,753.25$ 69,039.00$ 34.941115$ 6,056.46$ 72,677.52$ 36.665250$ 6,355.31$ 76,263.72$ 37.618269$ 6,520.50$ 78,246.00$ 38.577577$ 6,686.78$ 80,241.36$ Literacy Program Supervisor 563 578 A 028 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ 56.985462$ 9,877.48$ 118,529.76$ Literacy Student/Tutor Coord 564 578 A 020 36.665250$ 6,355.31$ 76,263.72$ 38.577577$ 6,686.78$ 80,241.36$ 40.527404$ 7,024.75$ 84,297.00$ 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943. 24$ 45.837865$ 7,945.23$ 95,342.76$ 46.997769$ 8,146.28$ 97,755.36$ Materials Handler 570 578 A 019 35.806327$ 6,206.43$ 74,477.16$ 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 44.684250$ 7,745.27$ 92,943.24$ 45.837865$ 7,945.23$ 95,342.76$ Mechanical Maintenance Worker 580 6 G 029 46.423038$ 8,046.66$ 96,559.92$ 48.747692$ 8,449.60$ 101,395.20$ 51.072404$ 8,852.55$ 106,230.60$ 53.603769$ 9,291.32$ 111,495.84$ 56.277115$ 9,754.70$ 117,056.40$ 57.626769$ 9,988.64$ 119,863.68$ 59.086154$ 10,241.60$ 122,899.20$ Meter Data Analyst 601 578 A 027 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 50.402250$ 8,736.39$ 104,836.68$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ Meter Reader 595 578 A 021 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 46.997769$ 8,146.28$ 97,755.36$ 48.094962$ 8,336.46$ 100,037.52$ Office Assistant 933 578 A 012 30.182365$ 5,231.61$ 62,779.32$ 31.712192$ 5,496.78$ 65,961. 36$ 33.191827$ 5,753.25$ 69,039.00$ 34.941115$ 6,056.46$ 72,677.52$ 36.665250$ 6,355.31$ 76,263.72$ 37.618269$ 6,520.50$ 78,246.00$ 38.577577$ 6,686.78$ 80,241.36$ Office Records Specialist 934 578 A 019 35.806327$ 6,206.43$ 74,477.16$ 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 44.684250$ 7,745.27$ 92,943.24$ 45.837865$ 7,945.23$ 95,342.76$ Office Specialist II 936 578 A 018 34.941115$ 6,056.46$ 72,677.52$ 36.665250$ 6,355.31$ 76,263.72$ 38.577577$ 6,686.78$ 80,241.36$ 40.527404$ 7,024.75$ 84,297.00$ 42.615288$ 7,386.65$ 88,639.80$ 43.624673$ 7,561.61$ 90,739.32$ 44.684250$ 7,745.27$ 92,943.24$ Office Specialist III 938 578 A 022 38.577577$ 6,686.78$ 80,241.36$ 40.527404$ 7,024.75$ 84,297.00$ 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 48.094962$ 8,336.46$ 100,037.52$ 49.167058$ 8,522.29$ 102,267.48$ Office Specialist IV 939 578 A 024 40.527404$ 7,024.75$ 84,297.00$ 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 50.402250$ 8,736.39$ 104,836.68$ 51.643673$ 8,951.57$ 107,418.84$ Park Foreperson 615 578 A 033 50.402250$ 8,736.39$ 104,836.68$ 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ 64.484019$ 11,177.23$ 134,126.76$ Park Maint Crafts Worker 620 6 G 029 46.423038$ 8,046.66$ 96,559.92$ 48.747692$ 8,449.60$ 101,395.20$ 51.072404$ 8,852.55$ 106,230.60$ 53.603769$ 9,291.32$ 111,495.84$ 56.277115$ 9,754.70$ 117,056.40$ 57.626769$ 9,988.64$ 119,863.68$ 59.086154$ 10,241.60$ 122,899.20$ Permit Center Supervisor 040 578 A 039 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 67.637654$ 11,723.86$ 140,686.32$ 70.954385$ 12,298.76$ 147,585.12$ 72.722423$ 12,605.22$ 151,262.64$ 74.534308$ 12,919.28$ 155,031.36$ Permit Technician 621 578 A 023 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 49.167058$ 8,522.29$ 102,267.48$ 50.402250$ 8,736.39$ 104,836.68$ Plans Examiner 630 578 A 041 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 67.637654$ 11,723.86$ 140,686. 32$ 70.954385$ 12,298.76$ 147,585.12$ 74.534308$ 12,919.28$ 155,031.36$ 76.352538$ 13,234.44$ 158,813.28$ 78.308712$ 13,573.51$ 162,882.12$ Police Lieutenant 645 2 B 043 96.532615$ 16,732.32$ 200,787.84$ 101.364865$ 17,569.91$ 210,838.92$ 106.414327$ 18,445.15$ 221,341.80$ 111.733788$ 19,367.19$ 232,406.28$ 117.276923$ 20,328.00$ 243,936.00$ 120.252692$ 20,843.80$ 250,125.60$ 123.195404$ 21,353.87$ 256,246.44$ Police Officer 650 2 B 031 72.035769$ 12,486.20$ 149,834.40$ 75.610558$ 13,105.83$ 157,269.96$ 79.415769$ 13,765.40$ 165,184.80$ 83.385519$ 14,453.49$ 173,441.88$ 87.539712$ 15,173.55$ 182,082.60$ 89.751692$ 15,556.96$ 186,683.52$ 91.930788$ 15,934.67$ 191,216.04$ Police Officer - FTO 650T 2 B 033 75.610558$ 13,105.83$ 157,269.96$ 79.415769$ 13,765.40$ 165,184.80$ 83.385519$ 14,453.49$ 173,441.88$ 87.539712$ 15,173.55$ 182,082.60$ 91.930788$ 15,934.67$ 191,216.04$ 94.234962$ 16,334.06$ 196,008.72$ 96.532615$ 16,732.32$ 200,787.84$ Police Records Spec I 641 10 H2 018 40.455231$ 7,012.24$ 84,146.88$ 42.478962$ 7,363.02$ 88,356.24$ 44.673115$ 7,743.34$ 92,920.08$ 46.928596$ 8,134.29$ 97,611.48$ 49.388481$ 8,560.67$ 102,728.04$ 50.560442$ 8,763.81$ 105,165.72$ 51.732519$ 8,966.97$ 107,603.64$ Police Rec
ords Spec II 643 10 H2 022 44.673115$ 7,743.34$ 92,920.08$ 46.928596$ 8,134.29$ 97,611.48$ 49.388481$ 8,560.67$ 102,728.04$ 51.732519$ 8,966.97$ 107,603.64$ 54.424038$ 9,433.50$ 113,202.00$ 55.691538$ 9,653.20$ 115,838.40$ 56.952058$ 9,871.69$ 118,460.28$ Police Records Supervisor 644 10 H2 026 49.388481$ 8,560.67$ 102,728.04$ 51.732519$ 8,966.97$ 107,603.64$ 54.424038$ 9,433.50$ 113,202.00$ 56.952058$ 9,871.69$ 118,460.28$ 59.807192$ 10,366.58$ 124,398.96$ 61.333558$ 10,631.15$ 127,573.80$ 62.859865$ 10,895.71$ 130,748.52$ Police Sergeant 665 2 B 037 83.385519$ 14,453.49$ 173,441.88$ 87.539712$ 15,173.55$ 182,082.60$ 91.930788$ 15,934.67$ 191,216.04$ 96.532615$ 16,732.32$ 200,787.84$ 101.364865$ 17,569.91$ 210,838.92$ 103.866577$ 18,003.54$ 216,042.48$ 106.414327$ 18,445.15$ 221,341.80$ Police Training Coordinator 648 578 A 026 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ Power Account Clerk I 662 578 A 019 35.806327$ 6,206.43$ 74,477.16$ 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 44.684250$ 7,745.27$ 92,943.24$ 45.837865$ 7,945.23$ 95,342.76$ Power Account Clerk III 664 578 A 025 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 50.402250$ 8,736.39$ 104,836.68$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ Power Contract Specialist 661 578 A 033 50.402250$ 8,736.39$ 104,836.68$ 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ 64.484019$ 11,177.23$ 134,126.76$ Principal Elec Estimator 669 3 D1 035 80.062096$ 13,877.43$ 166,529.16$ 84.047077$ 14,568.16$ 174,817.92$ 88.177212$ 15,284.05$ 183,408.60$ 92.702654$ 16,068.46$ 192,821.52$ 97.453962$ 16,892.02$ 202,704.24$ 99.882058$ 17,312.89$ 207,754.68$ 102.374596$ 17,744.93$ 212,939.16$ Principal Eng Aide (Civil) 670A 578 A 032 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ Principal Eng Aide (Electric) 670 578 A 032 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ Public Safety Dispatcher I 339 10 H2 025 48.168692$ 8,349.24$ 100,190.88$ 50.560442$ 8,763.81$ 105,165.72$ 53.074846$ 9,199.64$ 110,395.68$ 55.691538$ 9,653.20$ 115,838.40$ 58.396615$ 10,122.08$ 121,464.96$ 59.807192$ 10,366.58$ 124,398.96$ 61.333558$ 10,631.15$ 127,573.80$ Public Safety Dispatcher II 340 10 H2 028 51.732519$ 8,966.97$ 107,603.64$ 54.424038$ 9,433.50$ 113,202.00$ 56.952058$ 9,871.69$ 118,460.28$ 59.807192$ 10,366.58$ 124,398.96$ 62.859865$ 10,895.71$ 130,748.52$ 64.427135$ 11,167.37$ 134,008.44$ 65.980731$ 11,436.66$ 137,239.92$ Public Safety Dispatcher III 341 10 H2 031 55.691538$ 9,653.20$ 115,838.40$ 58.396615$ 10,122.08$ 121,464.96$ 61.333558$ 10,631.15$ 127,573.80$ 64.427135$ 11,167.37$ 134,008.44$ 67.622942$ 11,721.31$ 140,655.72$ 69.244673$ 12,002.41$ 144,028.92$ 71.036827$ 12,313.05$ 147,756.60$ Public Works Inspector 680 578 A 033 50.402250$ 8,736.39$ 104,836.68$ 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900. 10$ 130,801.20$ 64.484019$ 11,177.23$ 134,126.76$ Public Works Supervisor 151 578 A 038 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 62.885192$ 10,900.10$ 130,801.20$ 66.070212$ 11,452.17$ 137,426.04$ 69.217615$ 11,997.72$ 143,972.64$ 70.954385$ 12,298.76$ 147,585.12$ 72.722423$ 12,605.22$ 151,262.64$ Pump Maintenance Technician 677 6 G 027 44.253288$ 7,670.57$ 92,046.84$ 46.423038$ 8,046.66$ 96,559.92$ 48.747692$ 8,449.60$ 101,395.20$ 51.072404$ 8,852.55$ 106,230.60$ 53.603769$ 9,291.32$ 111,495.84$ 54.946904$ 9,524.13$ 114,289.56$ 56.277115$ 9,754.70$ 117,056.40$ Purchasing Clerk 678 578 A 019 35.806327$ 6,206.43$ 74,477.16$ 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 44.684250$ 7,745.27$ 92,943.24$ 45.837865$ 7,945.23$ 95,342.76$ Purchasing Utility Worker 679 578 A 015 32.445808$ 5,623.94$ 67,487.28$ 34.057096$ 5,903.23$ 70,838.76$ 35.806327$ 6,206.43$ 74,477.16$ 37.618269$ 6,520.50$ 78,246.00$ 39.555635$ 6,856.31$ 82,275.72$ 40.527404$ 7,024.75$ 84,297.00$ 41.580750$ 7,207.33$ 86,487.96$ Recreation Coordinator 693 578 A 027 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336. 46$ 100,037.52$ 50.402250$ 8,736.39$ 104,836.68$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ Recreation Coord-Therapeutics 693A 578 A 027 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 50.402250$ 8,736.39$ 104,836.68$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ Recreation Program Supervisor 691 578 A 032 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ Recreation Supervisor 685 578 A 032 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ Recruit Police Officer 689 2R B2 031 53.029385$ 9,191.76$ 110,301.12$ 55.682481$ 9,651.63$ 115,819.56$ 58.467346$ 10,134.34$ 121,612.08$ 61.390327$ 10,640.99$ 127,691.88$ 64.458231$ 11,172.76$ 134,073.12$ 66.071192$ 11,452.34$ 137,428.08$ 67.723615$ 11,738.76$ 140,865. 12$ Resource Analyst II 696 578 A 035 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ 67.637654$ 11,723.86$ 140,686.32$ Service Coordinator-Inspector 792 3 D1 037 84.047077$ 14,568.16$ 174,817.92$ 88.177212$ 15,284.05$ 183,408.60$ 92.702654$ 16,068.46$ 192,821.52$ 97.453962$ 16,892.02$ 202,704.24$ 102.374596$ 17,744.93$ 212,939.16$ 104.834885$ 18,171.38$ 218,056.56$ 107.497038$ 18,632.82$ 223,593.84$ Service Coord-Inspector(Fiber) 792F 3 D1 034 78.069577$ 13,532.06$ 162,384.72$ 82.062635$ 14,224.19$ 170,690.28$ 86.015308$ 14,909.32$ 178,911.84$ 90.331038$ 15,657.38$ 187,888.56$ 95.033885$ 16,472.54$ 197,670.48$ 97.453962$ 16,892.02$ 202,704.24$ 99.882058$ 17,312.89$ 207,754.68$ Sewer Inspection Technician 783 6 G 027 44.253288$ 7,670.57$ 92,046.84$ 46.423038$ 8,046.66$ 96,559.92$ 48.747692$ 8,449.60$ 101,395.20$ 51.072404$ 8,852.55$ 106,230.60$ 53.603769$ 9,291.32$ 111,495.84$ 54.946904$ 9,524.13$ 114,289.56$ 56.277115$ 9,754.70$ 117,056.40$ Sr Accounting Technician 208 578 A 026 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267. 48$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ Sr Business Analyst 722 578 A 038 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 62.885192$ 10,900.10$ 130,801.20$ 66.070212$ 11,452.17$ 137,426.04$ 69.217615$ 11,997.72$ 143,972.64$ 70.954385$ 12,298.76$ 147,585.12$ 72.722423$ 12,605.22$ 151,262.64$ Sr Center Coordinator 715 578 A 027 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 50.402250$ 8,736.39$ 104,836.68$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ Sr Customer Service Rep 724 578 A 022 38.577577$ 6,686.78$ 80,241.36$ 40.527404$ 7,024.75$ 84,297.00$ 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 48.094962$ 8,336.46$ 100,037.52$ 49.167058$ 8,522.29$ 102,267.48$ Sr Elec & Water Syst Op - Cert 777R 3 R6 040 95.751865$ 16,596.99$ 199,163.88$ 100.737000$ 17,461.08$ 209,532.96$ 105.875596$ 18,351.77$ 220,221.24$ 111.126981$ 19,262.01$ 231,144.12$ 116.733346$ 20,233.78$ 242,805.36$ 119.661577$ 20,741.34$ 248,896.08$ 122.573654$ 21,246.10$ 254,953.20$ Sr Elec & Water System Operatr 777 3 D1 040 90.331038$ 15,657.38$ 187,888. 56$ 95.033885$ 16,472.54$ 197,670.48$ 99.882058$ 17,312.89$ 207,754.68$ 104.834885$ 18,171.38$ 218,056.56$ 110.126712$ 19,088.63$ 229,063.56$ 112.885558$ 19,566.83$ 234,801.96$ 115.636269$ 20,043.62$ 240,523.44$ Sr Elec Crew Foreperson 551 3 D1 551 94.965635$ 16,460.71$ 197,528.52$ 99.713942$ 17,283.75$ 207,405.00$ 104.699654$ 18,147.94$ 217,775.28$ 109.934596$ 19,055.33$ 228,663.96$ 115.431404$ 20,008.11$ 240,097.32$ 118.317173$ 20,508.31$ 246,099.72$ 121.275058$ 21,021.01$ 252,252.12$ Sr Elec Meter Technician 729 3 D1 038 86.015308$ 14,909.32$ 178,911.84$ 90.331038$ 15,657.38$ 187,888.56$ 95.033885$ 16,472.54$ 197,670.48$ 99.882058$ 17,312.89$ 207,754.68$ 104.834885$ 18,171.38$ 218,056.56$ 107.497038$ 18,632.82$ 223,593.84$ 110.126712$ 19,088.63$ 229,063.56$ All classifications on the Classified Salary Plan are FLSA "Non-Exempt" except Unit 4 classifications. Unit 4 classifications are eligible for MOU overtime. 3 of 4

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City of Santa Clara
Classified Salary Plan
Effective 12/24/2023
Approved 12/12/2023
Job Title
Job
Code
Union
Code
Sal
Plan Grade Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Step 7S t e p 1S tep 2S tep 3S tep 4S tep 5S tep 6
Sr Elec Util Elec Tech 785 3 D1 038 86.015308$ 14,909.32$ 178,911.84$ 90.331038$ 15,657.38$ 187,888.56$ 95.033885$ 16,472.54$ 197,670.48$ 99.882058$ 17,312.89$ 207,754.68$ 104.834885$ 18,171.38$ 218,056.56$ 107.497038$ 18,632.82$ 223,593.84$ 110.126712$ 19,088.63$ 229,063.56$ Sr Elec Util Eng 730 4 E2 046 91.878923$ 15,925.68$ 191,108.16$ 96.528462$ 16,731.60$ 200,779.20$ 101.445058$ 17,583.81$ 211,005.72$ 106.340135$ 18,432.29$ 221,187.48$ 111.603288$ 19,344.57$ 232,134.84$ 114.426231$ 19,833.88$ 238,006.56$ 117.234692$ 20,320.68$ 243,848.16$ Sr Elec Util Eng/Control-Comm 730I 4 E2 046 91.878923$ 15,925.68$ 191,108.16$ 96.528462$ 16,731.60$ 200,779.20$ 101.445058$ 17,583.81$ 211,005.72$ 106.340135$ 18,432.29$ 221,187.48$ 111.603288$ 19,344.57$ 232,134.84$ 114.426231$ 19,833.88$ 238,006.56$ 117.234692$ 20,320.68$ 243,848.16$ Sr Elec Util Eng/Distbn Plan 730D 4 E2 046 91.878923$ 15,925.68$ 191,108.16$ 96.528462$ 16,731.60$ 200,779.20$ 101.445058$ 17,583.81$ 211,005.72$ 106.340135$ 18,432.29$ 221,187.48$ 111.603288$ 19,344.57$ 232,134.84$ 114.426231$ 19,833.88$ 238,006.56$ 117.234692$ 20,320.68$ 243,848.16$ Sr Elec Util Eng/Fiber 730L 4 E2 046 91.878923$ 15,925.68$ 191,108.16$ 96.528462$ 16,731.60$ 200,779.20$ 101.445058$ 17,583.81$ 211,005.72$ 106.340135$ 18,432.29$ 221,187.48$ 111.603288$ 19,344.57$ 232,134. 84$ 114.426231$ 19,833.88$ 238,006.56$ 117.234692$ 20,320.68$ 243,848.16$ Sr Elec Util Eng/Generation 730E 4 E2 046 91.878923$ 15,925.68$ 191,108.16$ 96.528462$ 16,731.60$ 200,779.20$ 101.445058$ 17,583.81$ 211,005.72$ 106.340135$ 18,432.29$ 221,187.48$ 111.603288$ 19,344.57$ 232,134.84$ 114.426231$ 19,833.88$ 238,006.56$ 117.234692$ 20,320.68$ 243,848.16$ Sr Elec Util Eng/Opr Planning 730F 4 E2 046 91.878923$ 15,925.68$ 191,108.16$ 96.528462$ 16,731.60$ 200,779.20$ 101.445058$ 17,583.81$ 211,005.72$ 106.340135$ 18,432.29$ 221,187.48$ 111.603288$ 19,344.57$ 232,134.84$ 114.426231$ 19,833.88$ 238,006.56$ 117.234692$ 20,320.68$ 243,848.16$ Sr Elec Util Eng/Prot Relay 730A 4 E2 046 91.878923$ 15,925.68$ 191,108.16$ 96.528462$ 16,731.60$ 200,779.20$ 101.445058$ 17,583.81$ 211,005.72$ 106.340135$ 18,432.29$ 221,187.48$ 111.603288$ 19,344.57$ 232,134.84$ 114.426231$ 19,833.88$ 238,006.56$ 117.234692$ 20,320.68$ 243,848.16$ Sr Elec Util Generation Tech 733 3 D1 038 86.015308$ 14,909.32$ 178,911.84$ 90.331038$ 15,657.38$ 187,888.56$ 95.033885$ 16,472.54$ 197,670.48$ 99.882058$ 17,312.89$ 207,754.68$ 104.834885$ 18,171.38$ 218,056.56$ 107.497038$ 18,632.82$ 223,593.84$ 110.126712$ 19,088.63$ 229,063.56$ Sr Electrical Estimator 726 3 D1 031 72.681115$ 12,598.06$ 151,176.72$ 76.206288$ 13,209.09$ 158,509. 08$ 80.062096$ 13,877.43$ 166,529.16$ 84.047077$ 14,568.16$ 174,817.92$ 88.177212$ 15,284.05$ 183,408.60$ 90.331038$ 15,657.38$ 187,888.56$ 92.702654$ 16,068.46$ 192,821.52$ Sr Energy Systems Analyst 744 578 A 043 64.484019$ 11,177.23$ 134,126.76$ 67.637654$ 11,723.86$ 140,686.32$ 70.954385$ 12,298.76$ 147,585.12$ 74.534308$ 12,919.28$ 155,031.36$ 78.308712$ 13,573.51$ 162,882.12$ 80.214692$ 13,903.88$ 166,846.56$ 82.202192$ 14,248.38$ 170,980.56$ Sr Engineer (Civil) 322 4 E 041 74.470096$ 12,908.15$ 154,897.80$ 78.332308$ 13,577.60$ 162,931.20$ 82.180154$ 14,244.56$ 170,934.72$ 86.223635$ 14,945.43$ 179,345.16$ 90.578596$ 15,700.29$ 188,403.48$ 92.853923$ 16,094.68$ 193,136.16$ 95.093077$ 16,482.80$ 197,793.60$ Sr Engineering Aide 745 578 A 028 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ 56.985462$ 9,877.48$ 118,529.76$ Sr Human Resources Assistant 510 578 A 020 36.665250$ 6,355.31$ 76,263.72$ 38.577577$ 6,686.78$ 80,241.36$ 40.527404$ 7,024.75$ 84,297.00$ 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 45.837865$ 7,945.23$ 95,342.76$ 46.997769$ 8,146.28$ 97,755.36$ Sr Human Resources Technician 747 578 A 024 40.527404$ 7,024.75$ 84,297.00$ 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 50.402250$ 8,736.39$ 104,836.68$ 51.643673$ 8,951.57$ 107,418.84$ Sr Inspector 750 578 A 039 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 67.637654$ 11,723.86$ 140,686.32$ 70.954385$ 12,298.76$ 147,585.12$ 72.722423$ 12,605.22$ 151,262.64$ 74.534308$ 12,919.28$ 155,031.36$ Sr Instrument & Control Tech 753 3 D1 038 86.015308$ 14,909.32$ 178,911.84$ 90.331038$ 15,657.38$ 187,888.56$ 95.033885$ 16,472.54$ 197,670.48$ 99.882058$ 17,312.89$ 207,754.68$ 104.834885$ 18,171.38$ 218,056.56$ 107.497038$ 18,632.82$ 223,593.84$ 110.126712$ 19,088.63$ 229,063.56$ Sr Key Customer Representative 752 578 A 039 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 67.637654$ 11,723.86$ 140,686.32$ 70.954385$ 12,298.76$ 147,585.12$ 72.722423$ 12,605.22$ 151,262.64$ 74.534308$ 12,919.28$ 155,031.36$ Sr Library Asst 754 578 A 025 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 50.402250$ 8,736.39$ 104,836.68$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ Sr Library Asst-Public Svc 754B 578 A 025 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 50.402250$ 8,736.39$ 104,836.68$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ Sr Materials Handler 760 578 A 023 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 49.167058$ 8,522.29$ 102,267.48$ 50.402250$ 8,736.39$ 104,836.68$ Sr Permit Technician 766 578 A 027 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 50.402250$ 8,736.39$ 104,836.68$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ Sr Planner 765 578 A 041 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 67.637654$ 11,723.86$ 140,686.32$ 70.954385$ 12,298.76$ 147,585.12$ 74.534308$ 12,919.28$ 155,031.36$ 76.352538$ 13,234.44$ 158,813.28$ 78.308712$ 13,573.51$ 162,882. 12$ Sr Plans Examiner 773 578 A 045 67.637654$ 11,723.86$ 140,686.32$ 70.954385$ 12,298.76$ 147,585.12$ 74.534308$ 12,919.28$ 155,031.36$ 78.308712$ 13,573.51$ 162,882.12$ 82.202192$ 14,248.38$ 170,980.56$ 84.214788$ 14,597.23$ 175,166.76$ 86.296327$ 14,958.03$ 179,496.36$ Sr Public Safety Dispatcher 725 10 H2 034 59.807192$ 10,366.58$ 124,398.96$ 62.859865$ 10,895.71$ 130,748.52$ 65.980731$ 11,436.66$ 137,239.92$ 69.244673$ 12,002.41$ 144,028.92$ 72.835673$ 12,624.85$ 151,498.20$ 74.682346$ 12,944.94$ 155,339.28$ 76.535712$ 13,266.19$ 159,194.28$ Sr Resource Analyst 771 578 A 043 64.484019$ 11,177.23$ 134,126.76$ 67.637654$ 11,723.86$ 140,686.32$ 70.954385$ 12,298.76$ 147,585.12$ 74.534308$ 12,919.28$ 155,031.36$ 78.308712$ 13,573.51$ 162,882.12$ 80.214692$ 13,903.88$ 166,846.56$ 82.202192$ 14,248.38$ 170,980.56$ Staff Aide I 794 578 A 024 40.527404$ 7,024.75$ 84,297.00$ 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 50.402250$ 8,736.39$ 104,836.68$ 51.643673$ 8,951.57$ 107,418.84$ Staff Aide II 795 578 A 026 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267. 48$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ Staff Aide II - Envir Programs 795A 578 A 026 42.615288$ 7,386.65$ 88,639.80$ 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 52.947750$ 9,177.61$ 110,131.32$ 54.251827$ 9,403.65$ 112,843.80$ Staff Analyst I 796 578 A 032 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 61.317808$ 10,628.42$ 127,541.04$ 62.885192$ 10,900.10$ 130,801.20$ Staff Analyst II 797 578 A 034 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 62.885192$ 10,900.10$ 130,801.20$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ Street Maint Worker I 811 6 G 019 36.265327$ 6,285.99$ 75,431.88$ 38.047615$ 6,594.92$ 79,139.04$ 39.984865$ 6,930.71$ 83,168.52$ 42.128769$ 7,302.32$ 87,627.84$ 44.253288$ 7,670.57$ 92,046.84$ 45.292904$ 7,850.77$ 94,209.24$ 46.423038$ 8,046.66$ 96,559.92$ Street Maint Worker II 812 6 G 021 38.047615$ 6,594.92$ 79,139. 04$ 39.984865$ 6,930.71$ 83,168.52$ 42.128769$ 7,302.32$ 87,627.84$ 44.253288$ 7,670.57$ 92,046.84$ 46.423038$ 8,046.66$ 96,559.92$ 47.559519$ 8,243.65$ 98,923.80$ 48.747692$ 8,449.60$ 101,395.20$ Street Maint Worker III 813 6 G 023 39.984865$ 6,930.71$ 83,168.52$ 42.128769$ 7,302.32$ 87,627.84$ 44.253288$ 7,670.57$ 92,046.84$ 46.423038$ 8,046.66$ 96,559.92$ 48.747692$ 8,449.60$ 101,395.20$ 49.845462$ 8,639.88$ 103,678.56$ 51.072404$ 8,852.55$ 106,230.60$ Street Maint Worker IV 814 6 G 029 46.423038$ 8,046.66$ 96,559.92$ 48.747692$ 8,449.60$ 101,395.20$ 51.072404$ 8,852.55$ 106,230.60$ 53.603769$ 9,291.32$ 111,495.84$ 56.277115$ 9,754.70$ 117,056.40$ 57.626769$ 9,988.64$ 119,863.68$ 59.086154$ 10,241.60$ 122,899.20$ Street Sweeper Operator 825 6 G 028 45.292904$ 7,850.77$ 94,209.24$ 47.559519$ 8,243.65$ 98,923.80$ 49.845462$ 8,639.88$ 103,678.56$ 52.267038$ 9,059.62$ 108,715.44$ 54.946904$ 9,524.13$ 114,289.56$ 56.277115$ 9,754.70$ 117,056.40$ 57.626769$ 9,988.64$ 119,863.68$ Time & Material Clerk 845 578 A 028 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ 56.985462$ 9,877.48$ 118,529.76$ Traffic Operations Engineer 851 4 E 038 69.165865$ 11,988.75$ 143,865.00$ 72.629596$ 12,589.13$ 151,069.56$ 76.332404$ 13,230.95$ 158,771.40$ 80.281673$ 13,915.49$ 166,985.88$ 84.100442$ 14,577.41$ 174,928.92$ 86.223635$ 14,945.43$ 179,345.16$ 88.346769$ 15,313.44$ 183,761.28$ Tree Trimmer II 780 6 G 026 43.187769$ 7,485.88$ 89,830.56$ 45.292904$ 7,850.77$ 94,209.24$ 47.559519$ 8,243.65$ 98,923.80$ 49.845462$ 8,639.88$ 103,678.56$ 52.267038$ 9,059.62$ 108,715.44$ 53.603769$ 9,291.32$ 111,495.84$ 54.946904$ 9,524.13$ 114,289.56$ Troubleshooter 860 3 D1 038 86.015308$ 14,909.32$ 178,911.84$ 90.331038$ 15,657.38$ 187,888.56$ 95.033885$ 16,472.54$ 197,670.48$ 99.882058$ 17,312.89$ 207,754.68$ 104.834885$ 18,171.38$ 218,056.56$ 107.497038$ 18,632.82$ 223,593.84$ 110.126712$ 19,088.63$ 229,063.56$ Underground Crew Leader 877 3 D1 036 82.062635$ 14,224.19$ 170,690.28$ 86.015308$ 14,909.32$ 178,911.84$ 90.331038$ 15,657.38$ 187,888.56$ 95.033885$ 16,472.54$ 197,670.48$ 99.882058$ 17,312.89$ 207,754.68$ 102.374596$ 17,744.93$ 212,939.16$ 104.834885$ 18,171.38$ 218,056.56$ Utility Business Systems Spc 569 578 A 035 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ 67.637654$ 11,723.86$ 140,686.32$ Utility Conserv/Effcy Coord 913 578 A 028 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ 56.985462$ 9,877.48$ 118,529.76$ Utility Crew Supervisor 881 578 A 035 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ 67.637654$ 11,723.86$ 140,686.32$ Utility Field Services Worker 897 578 A 023 39.555635$ 6,856.31$ 82,275.72$ 41.580750$ 7,207.33$ 86,487.96$ 43.624673$ 7,561.61$ 90,739.32$ 45.837865$ 7,945.23$ 95,342.76$ 48.094962$ 8,336.46$ 100,037.52$ 49.167058$ 8,522.29$ 102,267.48$ 50.402250$ 8,736.39$ 104,836.68$ Utility Field Svcs Supervisor 896 578 A 028 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ 56.985462$ 9,877.48$ 118,529.76$ Utility Inspection Supervisor 467 578 A 035 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ 67.637654$ 11,723.86$ 140,686.32$ Utility Inspection Technician 469 6 G 027 44.253288$ 7,670.57$ 92,046.84$ 46.423038$ 8,046.66$ 96,559.92$ 48.747692$ 8,449.60$ 101,395.20$ 51.072404$ 8,852.55$ 106,230.60$ 53.603769$ 9,291.32$ 111,495.84$ 54.946904$ 9,524.13$ 114,289.56$ 56.277115$ 9,754.70$ 117,056.40$ Utility Locator (Fiber) 899 3 D2 022 58.515981$ 10,142.77$ 121,713.24$ 61.492558$ 10,658.71$ 127,904.52$ 64.517538$ 11,183.04$ 134,196.48$ 67.744269$ 11,742.34$ 140,908.08$ 71.156423$ 12,333.78$ 148,005.36$ 72.858519$ 12,628.81$ 151,545.72$ 74.584846$ 12,928.04$ 155,136.48$ Utility Services Technician 892 578 A 028 44.684250$ 7,745.27$ 92,943.24$ 46.997769$ 8,146.28$ 97,755.36$ 49.167058$ 8,522.29$ 102,267.48$ 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 55.618615$ 9,640.56$ 115,686.72$ 56.985462$ 9,877.48$ 118,529.76$ Utility Worker 895 6 G 019 36.265327$ 6,285.99$ 75,431.88$ 38.047615$ 6,594.92$ 79,139.04$ 39.984865$ 6,930.71$ 83,168.52$ 42.128769$ 7,302.32$ 87,627.84$ 44.253288$ 7,670.57$ 92,046.84$ 45.292904$ 7,850.77$ 94,209.24$ 46.423038$ 8,046.66$ 96,559.92$ Water & Sewer System Operator 902 578 A 035 52.947750$ 9,177.61$ 110,131.32$ 55.618615$ 9,640.56$ 115,686.72$ 58.371000$ 10,117.64$ 121,411.68$ 61.317808$ 10,628.42$ 127,541.04$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ 67.637654$ 11,723.86$ 140,686.32$ Water Resources Specialist 907 578 A 034 51.643673$ 8,951.57$ 107,418.84$ 54.251827$ 9,403.65$ 112,843.80$ 56.985462$ 9,877.48$ 118,529.76$ 59.769173$ 10,359.99$ 124,319.88$ 62.885192$ 10,900.10$ 130,801.20$ 64.484019$ 11,177.23$ 134,126.76$ 66.070212$ 11,452.17$ 137,426.04$ Water Service Technician I 904 6 G 025 42.128769$ 7,302.32$ 87,627.84$ 44.253288$ 7,670.57$ 92,046.84$ 46.423038$ 8,046.66$ 96,559.92$ 48.747692$ 8,449.60$ 101,395.20$ 51.072404$ 8,852.55$ 106,230.60$ 52.267038$ 9,059.62$ 108,715.44$ 53.603769$ 9,291.32$ 111,495.84$ Water Service Technician II 903 6 G 027 44.253288$ 7,670.57$ 92,046.84$ 46.423038$ 8,046.66$ 96,559.92$ 48.747692$ 8,449.60$ 101,395.20$ 51.072404$ 8,852.55$ 106,230.60$ 53.603769$ 9,291.32$ 111,495.84$ 54.946904$ 9,524.13$ 114,289.56$ 56.277115$ 9,754.70$ 117,056.40$ Water/
Sewer Maint Worker I 914 6 G 019 36.265327$ 6,285.99$ 75,431.88$ 38.047615$ 6,594.92$ 79,139.04$ 39.984865$ 6,930.71$ 83,168.52$ 42.128769$ 7,302.32$ 87,627.84$ 44.253288$ 7,670.57$ 92,046.84$ 45.292904$ 7,850.77$ 94,209.24$ 46.423038$ 8,046.66$ 96,559.92$ Water/Sewer Maint Worker II 917 6 G 023 39.984865$ 6,930.71$ 83,168.52$ 42.128769$ 7,302.32$ 87,627.84$ 44.253288$ 7,670.57$ 92,046.84$ 46.423038$ 8,046.66$ 96,559.92$ 48.747692$ 8,449.60$ 101,395.20$ 49.845462$ 8,639.88$ 103,678.56$ 51.072404$ 8,852.55$ 106,230.60$ All classifications on the Classified Salary Plan are FLSA "Non-Exempt" except Unit 4 classifications. Unit 4 classifications are eligible for MOU overtime. 4 of 4

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City of Santa Clara
Unclassified/Elected Salary Plan
Effective 12/24/2023
Approved 12/12/2023
Minimum Salary Maximum Salary
Job Title Job Code Union Code Hour ly Monthly Annual Hourly Monthly Annual Accounting Division Manager 109 9 82.735962$ 14,340.90$ 172,090.80$ 107.068904$ 18,558.61$ 222,703.32$ Asst Building Official 222 9 88.186096$ 15,285.59$ 183,427.08$ 114.132288$ 19,782.93$ 237,395.16$ Asst City Attorney 015 9 102.492808$ 17,765.42$ 213,185.04$ 132.642288$ 22,991.33$ 275,895.96$ Asst City Clerk 010 9 68.551327$ 11,882.23$ 142,586.76$ 88.713115$ 15,376.94$ 184,523.28$ Asst City Librarian 012 9 89.304462$ 15,479.44$ 185,753.28$ 115.571885$ 20,032.46$ 240,389.52$ Asst City Manager 016 9 138.876519$ 24,071.93$ 288,863.16$ 179.714250$ 31,150.47$ 373,805.64$ Asst Dir Of Community Dev 038 9 100.938519$ 17,496.01$ 209,952.12$ 131.219769$ 22,744.76$ 272,937.12$ Asst Dir Of Electric Util 021 9 120.989942$ 20,971.59$ 251,659.08$ 156.576692$ 27,139.96$ 325,679.52$ Asst Dir Of Finance 022 9 96.290654$ 16,690.38$ 200,284.56$ 124.614865$ 21,599.91$ 259,198.92$ Asst Dir Of Human Resources 018 9 96.290654$ 16,690.38$ 200,284.56$ 124.614865$ 21,599.91$ 259,198.92$ Asst Dir Of Pub Works/City Eng 071 9 106.188404$ 18,405.99$ 220,871.88$ 137.424058$ 23,820.17$ 285,842.04$ Asst Dir Of Water & Sewer Util 014 9 95.307346$ 16,519.94$ 198,239.28$ 123.348692$ 21,380.44$ 256,565.28$ Asst Fire Chief 024 9B 141.201404$ 24,474.91$ 293,698.92$ 182.740500$ 31,675.02$ 380,100.24$ Asst Fire Marshal 026 9B 108.300346$ 18,772.06$ 225,264.72$ 140.153423$ 24,293.26$ 291,519.12$ Asst Police Chief 027 9A 147.198635$ 25,514.43$ 306,173.16$ 183.163154$ 31,748.28$ 380,979.36$ Asst T
o The City Manager 028 9 94.131115$ 16,316.06$ 195,792.72$ 121.812635$ 21,114.19$ 253,370.28$ Audit Manager 201 9 79.650981$ 13,806.17$ 165,674.04$ 103.077635$ 17,866.79$ 214,401.48$ Battalion Chief 036 9B 116.678712$ 20,224.31$ 242,691.72$ 150.987577$ 26,171.18$ 314,054.16$ Battalion Chief 24 Hrs 036S 9BS 79.373283$ 19,261.25$ 231,135.00$ 102.712624$ 24,924.93$ 299,099.16$ Budget & Treasury Division Mgr 113 9 82.735962$ 14,340.90$ 172,090.80$ 107.068904$ 18,558.61$ 222,703.32$ Building Maintenance Manager 041 9 73.268827$ 12,699.93$ 152,399.16$ 94.818865$ 16,435.27$ 197,223.24$ Building Official 042 9 97.010481$ 16,815.15$ 201,781.80$ 125.540365$ 21,760.33$ 261,123.96$ Cemetery Operations Manager 045 9 58.589308$ 10,155.48$ 121,865.76$ 75.820442$ 13,142.21$ 157,706.52$ Chief Asst City Attorney 037 9 117.866423$ 20,430.18$ 245,162.16$ 152.538635$ 26,440.03$ 317,280.36$ Chief Electric Utility Officer 108 9 159.713192$ 27,683.62$ 332,203.44$ 206.682346$ 35,824.94$ 429,899.28$ Chief Operating Officer 311 9 159.713192$ 27,683.62$ 332,203.44$ 206.682346$ 35,824.94$ 429,899.28$ All classifications on the Unclassifed/Elected Salary Plan are FLSA "Exempt" 1 of 5 City of Santa Clara
Unclassified/Elected Salary Plan
Effective 12/24/2023
Approved 12/12/2023
Minimum Salary Maximum Salary
Job Title Job Code Union Code Hour ly Monthly Annual Hourly Monthly Annual City Attorney 060 Appointed 165.865385$ 28,750.00$ 345,000.00$ City Auditor 067 9 96.290654$ 16,690.38$ 200,284.56$ 124.614865$ 21,599.91$ 259,198.92$ City Clerk 063 Elected 1,500.00$ 18,000.00$
City Council Member CNCL Elected 2,000.00$ 24,000.00$ City Librarian 066 9 111.619327$ 19,347.35$ 232,168.20$ 144.448846$ 25,037.80$ 300,453.60$ City Manager 069 Appointed 198.633404$ 34,429.79$ 413,157.48$ Communications & Outreach Mgr 083 9 66.513981$ 11,529.09$ 138,349.08$ 86.071615$ 14,919.08$ 179,028.96$ Communications Operations Mgr 068 9 75.370500$ 13,064.22$ 156,770.64$ 97.537500$ 16,906.50$ 202,878.00$ Compliance Manager 081 9 67.561558$ 11,710.67$ 140,528.04$ 87.427731$ 15,154.14$ 181,849.68$ Contracts Manager 342 9 74.477135$ 12,909.37$ 154,912.44$ 96.374250$ 16,704.87$ 200,458.44$ Deputy City Attorney I 170 9 64.052365$ 11,102.41$ 133,228.92$ 82.890173$ 14,367.63$ 172,411.56$ Deputy City Attorney II 172 9 74.727808$ 12,952.82$ 155,433.84$ 96.708404$ 16,762.79$ 201,153.48$ Deputy City Clerk 178 9 57.689596$ 9,999.53$ 119,994.36$ 74.663538$ 12,941.68$ 155,300.16$ Deputy City Manager 079 9 103.546846$ 17,948.12$ 215,377.44$ 133.991942$ 23,225.27$ 278,703.24$ Deputy Fire Chief 080 9B 128.364288$ 22,249.81$ 266,997.72$ 166.129038$ 28,795.70$ 345,548.40$ Deputy Parks & Rec Director 175 9 83.674327$ 14,503.55$ 174,042.60$ 108.283615$ 18,769.16$ 225,229.92$ Deputy Public Works Director 176 9 83.822077$ 14,529.16$ 174,349.92$ 108.476423$ 18,802.58$ 225,630.96$ Development Project Manager 158
9 83.816596$ 14,528.21$ 174,338.52$ 108.467135$ 18,800.97$ 225,611.64$ Development Review Officer 144 9 81.090635$ 14,055.71$ 168,668.52$ 104.941500$ 18,189.86$ 218,278.32$ Director Of Community Developm 090 9 122.712462$ 21,270.16$ 255,241.92$ 158.806962$ 27,526.54$ 330,318.48$ Director Of Finance 087 9 122.468250$ 21,227.83$ 254,733.96$ 158.485615$ 27,470.84$ 329,650.08$ Director Of Human Resources 088 9 112.898250$ 19,569.03$ 234,828.36$ 146.100635$ 25,324.11$ 303,889.32$ Director Of Inf Technology/CIO 089 9 116.497385$ 20,192.88$ 242,314.56$ 150.766615$ 26,132.88$ 313,594.56$ Director Of Public Works 091 9 129.801519$ 22,498.93$ 269,987.16$ 167.978365$ 29,116.25$ 349,395.00$ Director Of Wtr & Sewer Utils 102 9 117.647885$ 20,392.30$ 244,707.60$ 152.244865$ 26,389.11$ 316,669.32$ Elec Div Mgr - Engineering 104Q 9 99.986250$ 17,330.95$ 207,971.40$ 129.402981$ 22,429.85$ 269,158.20$ All classifications on the Unclassifed/Elected Salary Plan are FLSA "Exempt" 2 of 5 City of Santa Clara
Unclassified/Elected Salary Plan
Effective 12/24/2023
Approved 12/12/2023
Minimum Salary Maximum Salary
Job Title Job Code Union Code Hour ly Monthly Annual Hourly Monthly Annual Elec Div Mgr - Generation 104R 9 99.986250$ 17,330.95$ 207,971.40$ 129.402981$ 22,429.85$ 269,158.20$ Elec Div Mgr - Operations 104P 9 99.986250$ 17,330.95$ 207,971.40$ 129.402981$ 22,429.85$ 269,158.20$ Elec Div Mgr - Substations 104M 9 99.986250$ 17,330.95$ 207,971.40$ 129.402981$ 22,429.85$ 269,158.20$ Elec Div Mgr - Transm, Distrib 104S 9 99.986250$ 17,330.95$ 207,971.40$ 129.402981$ 22,429.85$ 269,158.20$ Elec Div Mgr-Mkt A & P 107F 9 99.986250$ 17,330.95$ 207,971.40$ 129.402981$ 22,429.85$ 269,158.20$ Elec Division Manager 104 9 99.986250$ 17,330.95$ 207,971.40$ 129.402981$ 22,429.85$ 269,158.20$ Elec Program Manager 424 9 86.952115$ 15,071.70$ 180,860.40$ 112.519096$ 19,503.31$ 234,039.72$ Elec Util Chief Oper Officer 116 9 133.092173$ 23,069.31$ 276,831.72$ 172.239577$ 29,854.86$ 358,258.32$ Elec Util Risk Control Analyst 697 9 77.870596$ 13,497.57$ 161,970.84$ 100.776750$ 17,467.97$ 209,615.64$ Emergency Services Officer 106 9 90.512712$ 15,688.87$ 188,266.44$ 117.127269$ 20,302.06$ 243,624.72$ Environmental Programs Mgr 461 9 67.561558$ 11,710.67$ 140,528.04$ 87.427731$ 15,154.14$ 181,849.68$ Executive Assistant 187 9 56.821904$ 9,849.13$ 118,189.56$ 73.532365$ 12,745.61$ 152,947.32$ Field Foreperson 114 9 81.829673$ 14,183.81$ 170,205.72$ 105.892731$ 18,354.74$ 220,256.88$ Fire Chief 117 9B 153.565904$ 26,618.09$ 319,417.08$ 198.721904$ 34,445.13$ 413,341.56$ Fire Marshal 120 9B 116.678019$ 20,224.19$ 242,690.28$ 150.983423$ 26,170.46$ 314,045.52$ Fleet Manager 034
9 69.811038$ 12,100.58$ 145,206.96$ 90.339173$ 15,658.79$ 187,905.48$ Housing & Comm Svc Div Mgr 075 9 83.892808$ 14,541.42$ 174,497.04$ 108.572827$ 18,819.29$ 225,831.48$ Housing Development Officer 749 9 65.884096$ 11,419.91$ 137,038.92$ 85.261788$ 14,778.71$ 177,344.52$ Human Resources Div Mgr 139 9 82.735962$ 14,340.90$ 172,090.80$ 107.068904$ 18,558.61$ 222,703.32$ Information Technology Svc Mgr 112 9 77.652058$ 13,459.69$ 161,516.28$ 100.481135$ 17,416.73$ 209,000.76$ Inspection Manager 134 9 83.095846$ 14,403.28$ 172,839.36$ 107.544462$ 18,641.04$ 223,692.48$ Legal Executive Assistant 185 9 56.821904$ 9,849.13$ 118,189.56$ 73.532365$ 12,745.61$ 152,947.32$ Library Div Mgr -Support Svcs 127G 9 69.759635$ 12,091.67$ 145,100.04$ 90.287769$ 15,649.88$ 187,798.56$ Management Analyst 008 9 57.689596$ 9,999.53$ 119,994.36$ 74.663538$ 12,941.68$ 155,300.16$ Mayor MAYOR Elected 2,500.00$ 30,000.00$
Municipal Services Div Mgr 110 9 82.735962$ 14,340.90$ 172,090.80$ 107.068904$ 18,558.61$ 222,703.32$ All classifications on the Unclassifed/Elected Salary Plan are FLSA "Exempt" 3 of 5 City of Santa Clara
Unclassified/Elected Salary Plan
Effective 12/24/2023
Approved 12/12/2023
Minimum Salary Maximum Salary
Job Title Job Code Union Code Hour ly Monthly Annual Hourly Monthly Annual Park Maint & Operations Superv 131 9 68.956269$ 11,952.42$ 143,429.04$ 89.227327$ 15,466.07$ 185,592.84$ Parks & Recreation Director 132 9 113.753077$ 19,717.20$ 236,606.40$ 147.199615$ 25,514.60$ 306,175.20$ Parks Const, Mtc & Repair Mgr 130 9 68.956269$ 11,952.42$ 143,429.04$ 89.227327$ 15,466.07$ 185,592.84$ Performance Auditor I 203 9 48.074654$ 8,332.94$ 99,995.28$ 62.219596$ 10,784.73$ 129,416.76$ Performance Auditor II 204 9 57.689596$ 9,999.53$ 119,994.36$ 74.663538$ 12,941.68$ 155,300.16$ Plan Review Manager 629 9 83.989212$ 14,558.13$ 174,697.56$ 108.682096$ 18,838.23$ 226,058.76$ Planning Manager 072 9 87.588346$ 15,181.98$ 182,183.76$ 113.348135$ 19,647.01$ 235,764.12$ Police Captain 138 9A 144.246231$ 25,002.68$ 300,032.16$ 174.454212$ 30,238.73$ 362,864.76$ Police Chief 141 Elected 28,755.00$ 345,060.00$ Police Records Manager 647 9 59.424865$ 10,300.31$ 123,603.72$ 76.906558$ 13,330.47$ 159,965.64$ Power System Scheduler/Trader 674 9 74.573538$ 12,926.08$ 155,112.96$ 96.509192$ 16,728.26$ 200,739.12$ Power Trader 673 9 95.307346$ 16,519.94$ 198,239.28$ 123.348692$ 21,380.44$ 256,565.28$ Principal Accountant 148 9 74.477135$ 12,909.37$ 154,912.44$ 96.374250$ 16,704.87$ 200,458.44$ Principal Electric Utility Eng 145 9 95.236615$ 16,507.68$ 198,092.16$ 123.245827$ 21,362.61$ 256,351.32$ Principal Eng - Water & Sewer 142W 9 92.344385$ 16,006.36$ 192,076.32$ 119.505288$ 20,714.25$ 248,571.00$ Principal Eng/City Survey
or 140 9 96.961731$ 16,806.70$ 201,680.40$ 125.482442$ 21,750.29$ 261,003.48$ Principal Engineer 142 9 92.344385$ 16,006.36$ 192,076.32$ 119.505288$ 20,714.25$ 248,571.00$ Principal Financial Analyst 149 9 74.477135$ 12,909.37$ 154,912.44$ 96.374250$ 16,704.87$ 200,458.44$ Principal Planner 143 9 74.477135$ 12,909.37$ 154,912.44$ 96.374250$ 16,704.87$ 200,458.44$ Principal Power Analyst 154 9 74.477135$ 12,909.37$ 154,912.44$ 96.374250$ 16,704.87$ 200,458.44$ Principal Util Info System Mgr 146 9 95.307346$ 16,519.94$ 198,239.28$ 123.348692$ 21,380.44$ 256,565.28$ Public Information Officer 077 9 90.512712$ 15,688.87$ 188,266.44$ 117.127269$ 20,302.06$ 243,624.72$ Public Records Manager 082 9 57.689596$ 9,999.53$ 119,994.36$ 74.663538$ 12,941.68$ 155,300.16$ Purchasing Division Manager 147 9 79.650981$ 13,806.17$ 165,674.04$ 103.077635$ 17,866.79$ 214,401.48$ Recreation Manager 150 9 75.184096$ 13,031.91$ 156,382.92$ 97.293231$ 16,864.16$ 202,369.92$ Risk Manager 700 9 79.650981$ 13,806.17$ 165,674.04$ 103.077635$ 17,866.79$ 214,401.48$ All classifications on the Unclassifed/Elected Salary Plan are FLSA "Exempt" 4 of 5 City of Santa Clara
Unclassified/Elected Salary Plan
Effective 12/24/2023
Approved 12/12/2023
Minimum Salary Maximum Salary
Job Title Job Code Union Code Hour ly Monthly Annual Hourly Monthly Annual Sr Deputy City Attorney 161 9 79.432385$ 13,768.28$ 165,219.36$ 102.801346$ 17,818.90$ 213,826.80$ Sr Elec Div Mgr 173 9 109.980346$ 19,063.26$ 228,759.12$ 142.340769$ 24,672.40$ 296,068.80$ Sr Elec Div Mgr-Mkt A&P 174A 9 109.980346$ 19,063.26$ 228,759.12$ 142.340769$ 24,672.40$ 296,068.80$ Sr Information Tech Svcs Mgr 743 9 85.088250$ 14,748.63$ 176,983.56$ 110.115346$ 19,086.66$ 229,039.92$ Sr Management Analyst 742 9 63.458365$ 10,999.45$ 131,993.40$ 82.129673$ 14,235.81$ 170,829.72$ Sr Performance Auditor 202 9 67.561558$ 11,710.67$ 140,528.04$ 87.427731$ 15,154.14$ 181,849.68$ Sr Power System Schedlr/Trader 772 9 80.152269$ 13,893.06$ 166,716.72$ 103.733192$ 17,980.42$ 215,765.04$ Street Superintendent 159 9 76.199596$ 13,207.93$ 158,495.16$ 98.617269$ 17,093.66$ 205,123.92$ Transportation Manager 171 9 93.186404$ 16,152.31$ 193,827.72$ 120.597865$ 20,903.63$ 250,843.56$ Utility Business Systems Mgr 898 9 74.355000$ 12,888.20$ 154,658.40$ 96.219981$ 16,678.13$ 200,137.56$ Utility Operations Engineer 155 9 78.494019$ 13,605.63$ 163,267.56$ 101.573712$ 17,606.11$ 211,273.32$ Water & Sewer Operations Mgr 180 9 77.150827$ 13,372.81$ 160,473.72$ 99.851250$ 17,307.55$ 207,690.60$ Water & Sewer Superintendent 029 9 69.759635$ 12,091.67$ 145,100.04$ 90.287769$ 15,649.88$ 187,798.56$ Web & Digital Media Manager 073 9 66.513981$ 11,529.09$ 138,349.08$ 86.071615$ 14,919.08$ 179,028.96$ All classifications on the Unclassifed/Elected Salary Plan are FLSA "Exempt" 5 of 5 Resolution/Update As-Needed, Classified, and Unclassified Salary Plan (eff 12-24-2023) Page 1 of 2 Rev: 7/27/2023
RESOLUTION NO. 23- _____

A RESOLUTION OF THE CITY OF SANTA CLARA, CALIFORNIA

TO ADOP T THE AMENDED AS-NEEDED, CLASSIFED, AND

UNCLASSIFIED, INCLUDING THE POSITION OF CITY MANAGER,

SALARY PLAN S FOR VARIOUS POSITIONS WITH AN
APPROVAL DATE OF DECEMBER 5, 2023 AND AN EFFECTIVE
DATE OF DECEMBER 24, 2023

WHEREAS, the City of Santa Clara contracts with CalPERS to provide retirement benefits; WHEREAS, to comply with the California Code Regulations section 570.5, the City of Santa Clara shall among other things, have publicly available pay schedules approved and adopted by the City Council which shall indicate an effective date and date of any revisions; and, WHEREAS, as required by the California Code Regulations section 570.5 and as mandated by CalPERS, the City Council deems it to be in the best interests of the City to adopt the Amended As-needed, Classified, and Unclassified Salary Plans, including the position of City Manager, for City of Santa Clara classifications when there are salary modifications to existing classifications, and when new classifications are created and salary ranges need to be established or when existing classifications are deleted, with an approval date of December 12, 2023, and an effective date of December 24, 2023.

NOW THEREFORE, BE IT RESOLVED BY THE CITY OF SANTA CLARA AS FOLLOWS:

1. That the City hereby adopts the Amended As-needed, Classified, and Unclassified, Salary Plans for various City of Santa Clara positions reflecting the wage increases previously approved by the City Council in the applicable Memoranda of Understanding with the various bargaining units.

2. The unclassified salary plan also reflects the compensation for the position of City Manager of $413,157.48 in accordance with the terms of the employment agreement approved by the City Council on February 7, 2023.
//
//
Resolution/Update As-Needed, Classified, and Unclassified Salary Plan (eff 12-24-2023) Page 2 of 2 Rev: 7/27/2023

3. Effective date. In accordance with the California Code Regulations section 570.5 and to comply with CalPERS, the attached salary schedules for various as-needed, classified, and unclassified positions, including the position of City Manager, shall be effective December 24, 2023 and adopted with an approval date of December 12, 2023.

I HEREBY CERTIFY THE FOREGOING TO BE A TRUE COPY OF A RESOLUTION PASSED

AND ADOPTED BY THE CITY OF SANTA CLARA, CALIFORNIA, AT A REGULAR MEETING THEREOF HELD ON THE ____ DAY OF ____, 2023, BY THE FOLLOWING VOTE:

AYES: COUNCILORS:

NOES: COUNCILORS:

ABSENT: COUNCILORS:

ABSTAINED: COUNCILORS:

ATTEST: ______________________________

NORA PIMENTEL, MMC

ASSISTANT CITY CLERK

CITY OF SANTA CLARA

Attachments incorporated by reference:

1. As-Needed Salary Plan (effective 12-24-2023) approved 12-12-2023

2. Classified Salary Plan (effective 12-24-2023) approved 12-12-2023

3. Unclassified Salary Plan (effective 12-24-2023) approved 12-12-2023

ORDINANCE NO .. 1969

AN ORDINANCE OF THE CITY OF SANTA CLARA,
CALIFORNIA, AMENDING CHAPTER 3.20 ("MINIMUM WAGE
ORDINANCE") OF TITLE 3 ("REVENUE AND FINANCE") OF
"THE CODE OF THE CITY OF SANTA CLARA, CALIFORNIA"
BE IT ORDAINED BY THE CITY OF SANTA CLARA AS FOLLOWS:

WHEREAS, families and workers need to earn a living wage, and public policies which help achieve that goal are beneficial;
WHEREAS, payment of a minimum wage advances the interests of the City as a whole, by creating jobs that keep workers and their families out of poverty; WHEREAS, a minimum wage will enable a worker to meet basic needs and avoid economic hardship;
WHEREAS , this ordinance is intended to improve the quality of services provided in the City to the public by redt:Jcing high turnover , absenteeism, and instability in the workplace ; WHEREAS, prompt and efficient enforcement of this Chapter will provide workers with economic security and the assurance that their rights will be respected; WHEREAS, key findings of a regional minimum wage study survey performed by the Institute for Research on Labor and Employment at UC Berkeley and BW Research Partnership showed that increasing the minimum wage to $15.00 an hour by 2019 in Santa Clara County would:
• Increase earnings for 250,000 workers;
• Raise average annual earnings of affected workers by 19.4 percent; • Slightly increase average retail prices in Santa Clara County by 0.2 percent over three years;
• Have a net effect on employment that is slightly negative at the county level (1,450 jobs) and close to zero at a 10 county regional level; and,
Ordinance/Min imum Wage Page 1 of 12
Rev: 06-20-13; Typed: 08-17-17
WHEREAS, the Cities Association of Santa Clara County recommends a regional minimum wage increase to $15.00 by 2019 as an effort to prevent an uneven playing field that can be damaging to local economies, provide equity to the shared countywide economy, and implement regional consistency across the county.

NOW THEREFORE , BE IT FURTHER ORDAINED BY THE CITY OF SANTA CLARA AS FOLLOWS:

SECTION 1: That Chapter 3.20 ("Minimum Wage Ordinance") of Title 3 ("Revenue and Finance") of "The Code of the City of Santa Clara, California" ("SCCC") is hereby amended to read as follows:

Sections:

3.20.010

3.20.020

3.20.030

3.20.040

3.20.050

3.20.060

3.20.070

3.20.080

3.20.090

3.20.100

3.20.110

3.20.120

3.20.010
Title.

Authority .

Definitions.

Minimum wage.
"Chapter 3.20

MINIMUM WAGE ORDINANCE
Waiver through collective bargaining.

Notice, posting and payroll records.

Retaliation prohibited .

Implementation .

Enforcement.

Relationship to other requirements.

Application of minimum wage to welfare-to-work programs.

Fees.

Title.

This chapter shall be known as the minimum wage chapter of the City of Santa Clara.

3.20.020 Authority.

This Chapter is adopted pursuant to the powers vested in the City of Santa Clara under the laws and Constitution of the State of California, but not limited to, the police powers vested in the City pursuant to Article XI, Section 7 of the California Constitution and Section 1205(b) of the California Labor Law.

Ordinance/Minimum Wage Page 2 of 13
Rev: 06-20-13 ; Typed: 08-17-17

3.20.030 Definitions.

The following terms shall have the following meanings:
(a) "City" shall mean City of Santa Clara or any agency designated by the City to administer the terms of this Chapter.
(b) "Employee" shall mean any person who:
(1) In a calendar week performs at least two (2) hours of wor.k for an Employer as defined below.
(2) Qualifies as an employee entitled to payment of a minimum wage from any employer under the California minimum wage law, as provided under Section 1197 of the California Labor Code and wage orders published by the California Industrial Welfare Commission, or is a participant in a Welfare-to-Work Program. (c) "Employer" shall mean any person, including corporate officers or executives, as defined in Section 18 of the California Labor Code, who directly or indirectly through any other person, including through the services of a temporary employment agency, staffing agency or similar entity, employs or exercises control over the wages, hours or working conditions of any Employee and who is either subject to Chapter 3.40 SCCC or maintains a facility in the City. (d) "Governmental Agencies" shall include federal agencies, state agencies, school districts and auxiliary organizations as defined under Education Code sections 72670(c) and 89901. Governmental Agency does not include the City of Santa Clara. (e) "Minimum Wage" shall have the meaning set forth in SCCC 3.20.040. (f) "Welfare-to-Work Program" shall mean the CalWORKS Program, County Adult Assistance Program (CAAP) which includes the Personal Assisted Employment Services (PAES) Program, and General Assistance Program, and any successor programs that are substantially similar to them.

Ordinance/Minimum Wage Page 3 of 13
Rev: 06-20-13; Typed : 08-17-17
Minimum wage. 3.20.040
(a) Employers shall pay Employees no less than the Minimum Wage set forth in this Section for each hour worked within the geographic boundaries of the City of Santa Clara.

Governmental Agencies are exempt from the minimum wage requirements under the principle of governmental immunity when the work performed is related to the agency's governmental function .
(b) Effective January 1, 2017, the Minimum Wage shall be an hourly rate of $11 .10.

Effective January 1, 2018, the Minimum Wage shall be an hourly rate of thirteen dollars ($13.00). On January 1, 2019, the Minimum Wage shall be an hourly rate of fifteen dollars ($15.00), except when these scheduled increases are temporarily suspended under subsection (f). To prevent inflation from eroding its value, beginning on January 1, 2020, and each January 1st thereafter , the Minimum Wage shall increase by an amount corresponding to the increase, if any, in the cost of living. The prior year's increase in the cost of living shall be measured by the percentage increase, if any, as of August of the preceding year of the Bay Area Consumer Price Index (Urban Wage Earners and Clerical Workers, San Francisco-Oakland-San Jose, CA for All Items) or its successor index as published by the U.S. Department of Labor or its successor agency, with the amount of the Minimum Wage increase rounded to the nearest multiple of five ($.05) cents. If there is no net increase in the cost of living, the minimum wage shall remain unchanged for that year. Cost of living increases to the Minimum Wage shall not exceed five (5) percent. The adjusted Minimum Wage shall be announced by October 1 of each year, and shall become effective as the new minimum wage on January 1 of the following year. (c) Commissions or guaranteed gratuities, not including discretionary tips, may be counted toward paymen_t of the Minimum Wage when the commissions or guaranteed gratuities are earned and paid together with other compensation paid to an employee and are equal to or greater than the current Minimum Wage. For each pay period, Employers shall pay the Employee an amount that equals or exceeds the current hourly Minimum Wage.

Ordinance/Minimum Wage Page 4 of 13
Rev: 06-20-13 ; Typed: 08-17-17
(d) The Employer may offset a portion of the Minimum Wage for housing and meal costs only if the offsets are the same as those available under the California minimum wage law. The offsets shall only be recognized if there is a prior voluntary agreement between the Employer and the Employee.
(e) A violation for unlawfully failing to pay the Minimum Wage shall be deemed to continue from the date immediately following the date that the wages were due and payable as provided in Part 1 (commencing with Section 200) of Division 2 of the California Labor Code, to the date immediately preceding the date the wages are paid in full. (f) On or before September 1, 2017, and on or before every September 1 thereafter until the Minimum Wage is fifteen dollars ($15.00) per hour, to ensure that economic conditions can support a minimum wage increase, the City Manager or his/her designee shall annually make a determination and certify to the City Council whether each condition below is met:
(A) Total nonfarm employment for California, seasonally adjusted, decreased over the three-month period from April to June, inclusive, prior to the September 1 determination. This calculation shall compare seasonally adjusted total nonfarm employment in June to seasonally adjusted total nonfarm employment in March, as reported by the Employment Development Department.
(B) Total nonfarm employment for California, seasonally adjusted, decreased over the six-month period from January to June, inclusive, prior to the September 1 determination. This calculation shall compare seasonally adjusted total nonfarm employment in June to seasonally adjusted total nonfarm employment in December, as reported by the Employment Development Department.
(C) California state retail sales and use tax cash receipts from a 3.9375- percent tax rate for the July 1 to June 30, inclusive, period ending one month prior to the September 1 determination is less than retail sales and use tax cash receipts from a 3 .9375- percent tax rate for the July 1 to June 30, inclusive, period ending 14 months prior to the Ordinance/Minimum Wage Page 5 of 13
Rev: 06-20-13; Typed : 08-17-17
September 1 determination. The calculation for the condition specified in this subparagraph shall be made by the City Manager of designee using data posted online by the State Board of Equalization, following the procedure specified in paragraph (1) of subdivision (c) of Section 1182.12 of the California Labor Code as follows:
(i) The State Board of Equalization shall publish by the 1 oth of each month on its Internet Web site the total retail sales (sales before adjustments) for the prior month derived from their daily retail sales and use tax reports. (ii) The State Board of Equalization shall publish by the 10th of each · month on its Internet Web site the monthly factor required to convert the prior month's retail sales and use tax total from all tax rates to a retail sales and use tax total from a 3.9375-percent tax rate.
(iii) The Department of Finance shall multiply the monthly total from clause (i) by the monthly factor from clause (ii) for each month. (iv) The Department of Finance shall sum the monthly totals calculated in clause (iii) to calculate the 12-month July 1 to June 30, inclusive, totals needed for the comparison in this subparagraph.
(g) If, for any year, the condition in either subsection (A) or (B) of SCCC 3.20.040(f) is met, and if the condition in subsection (C) of SCCC 3.20.040(f) is met, the City Council may, on or before October 1 of that year, make a determination to temporarily suspend the minimum wage increase scheduled for the following year.
(h) If the City Council makes a determination to temporarily suspend the scheduled minimum wage increases for the following year, all dates specified in SCCC 3.20.040(b) that are subsequent to the October 1 determination date shall be postponed by an additional year.

Ordinance/Minimum Wage Page 6 of 13
Rev: 06-20-13; Typed: 08-17-17

3.20.050 Waiver through collective bargaining.

To the extent required by federal law, all or any portion of the applicable requirements of this Chapter may be waived in a bona fide collective bargaining agreement, provided that such waiver is explicitly set forth in such agreement in clear and unambiguous terms.

Notice, posting and payroll records. 3.20.060
(a) By January 1 of each year, the City shall publish and make available to Employers a bulletin announcing the adjusted Minimum Wage rate for the upcoming year, which shall take effect on January 1. In conjunction with this bulletin, the City shall by January 1, or as soon as practicable thereafter of each year publish and make available to Employers, in the top three languages spoken in the City based on the latest available census information for the City, a notice suitable for posting by Employers in the workplace informing Employees of the current Minimum Wage rate and of their rights under this Chapter. (b) Every Employer shall post in a conspicuous place at any workplace or job site where any Employee works the notice published each year by the Office informing Employees of the current Minimum Wage rate and of their rights under this Chapter. Every Employer shall post such notices in the top three languages spoken in the City based on the latest available census information for the City at the workplace or job site. Every Employer shall also provide each Employee at the time of hire with the Employer's name, address, and telephone number in writing.
(c) Employers shall retain payroll records pertaining to Employees for a period of four years, and shall allow the City access to such records, with appropriate notice and at a mutually agreeable time, to monitor compliance with the requirements of this Chapter. Where an Employer does not maintain or retain adequate records documenting wages paid or does not allow the City reasonable access to such records, the Employee's account of how much he or she was paid shall be presumed to be accurate, absent clear and convincing evidence otherwise.

Ordinance/Minimum Wage Page 7 of 13
Rev: 06-20-13; Typed: 08-17-17

3.20.070
(a)
Retaliation prohibited.

It shall be unlawful for an Employer or any other party to discriminate in any manner or take adverse action against any person in retaliation for exercising rights protected under this Chapter . Rights protected under this Chapter include , but are not limited to: the right to file a complaint or inform any person about any party's alleged noncompliance with this Chapter ; and the right to inform any person of his or her potential rights under this Chapter and to assist him or her in asserting such rights. Protections of this Chapter shall apply to any person who mistakenly , but in good faith, alleges noncompliance with this Chapter. (b) Taking adverse action against a person within ninety (90) days of the person's exercise of rights protected under this Chapter shall raise a rebuttable presumption of having done so in retaliation for the exercise of such rights .

Implementation. 3.20.080
(a) Guidelines. The City shall be authorized to coordinate implementation and enforcement of this Chapter and may promulgate appropriate guidelines or rules for such purposes. Any guidelines or rules promulgated by the City shall have the force and effect of law and may be relied on by Employers, Employees and other parties to determine their rights and responsibilities under this Chapter . Any guidelines or rules may establish procedures for ensuring fair , efficient and cost-effective implementation of this Chapter, including supplementary procedures for helping to inform Employees of their rights under this Chapter, for monitoring Employer compliance with this Chapter , and for providing administrative hearings to determine whether an Employer or other person has violated the requirements of this Chapter . (b) Reporting Violations. An Employee or any other person may report to the City in writing any suspected violation of this Chapter. The City shall encourage reporting pursuant to this subsection by keeping confidential, to the maximum extent permitted by applicable laws, the name and other identifying information of the Employee or person reporting the violation .

Provided , however, that with the authorization of such person , the City may disclose his or her Ordinance/Minimum Wage Page 8 of 13
Rev: 06-20-13 ; Typed: 08-17-17
name and identifying information as necessary to enforce this Chapter or other employee protection laws. In order to further encourage reporting by Employees, if the City notifies an Employer that the City is investigating a complaint, the City shall require the Employer to post or otherwise notify its Employees that the City is conducting an investigation, using a form provided by the City.
(c) Investigation. The City shall be responsible for investigating any possible violations of this Chapter by an Employer or other person. The City shall have the authority to inspect workplaces, interview persons and request the City Attorney to subpoena books, papers, records, or other items relevant to the enforcement of this Chapter. (d) . Informal Resolution. The City shall make every effort to resolve complaints informally, in a timely manner, and shall have a policy that the City shall take no more than one year to resolve any matter, before initiating an enforcement action. The failure of the City to meet these timelines within one year shall not be grounds for closure or dismissal of the complaint.

3.20.090
(a)
Enforcement.

Where prompt compliance is not forthcoming, the City shall take any appropriate enforcement action to secure compliance. All remedies in the SCCC are considered cumulative and the use of one or more remedies by the City shall not bar the use of any other remedy for the purpose of enforcing these provisions.
(1) The City may issue an administrative citation pursuant to Chapter 1.10 of the SCCC with a fine of not more than fifty dollars ($50.00) for each day or portion thereof and for each Employee or person as to whom the violation occurred or continued. The Council may modify the fine amount by Resolution.
(2) Alternatively, the City may initiate a proceeding under Chapter 1.05 of the SCCC by issuing a compliance order.

Ordinance/Minimum Wage Page 9 of 13
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(3) The City may initiate a civil action for injunctive relief and damages and civil penalties in a court of competent jurisdiction.
(b) Any person aggrieved by a violation of this Chapter, any entity a member of which is aggrieved by a violation of this Chapter, or any other person or entity acting on behalf of the public as provided for under applicable state law, may bring a civil action in a court of competent jurisdiction against the Employer or other person violating this Chapter and, upon prevailing, shall be awarded reasonable attorneys' fees and costs and shall be entitled to such legal or equitable relief as may be appropriate to remedy the violation, including, without limitation, the payment of any back wages unlawfully withheld, the payment of an additional sum as a civil penalty in the amount of fifty dollars ($50.00) to each Employee or person whose rights under this Chapter were violated for each day that the violation occurred or continued, reinstatement in employment and/or injunctive relief. Provided, however, that any person or entity enforcing this Chapter on behalf of the public as provided for under applicable state law shall, upon prevailing, be entitled only to equitable, injunctive or restitutionary relief to employees, and reasonable attorneys' fees and costs.
(c) This Section shall not be construed to limit an Employee's right to bring legal action for a violation of any other laws concerning wages, hours, or other standards or rights nor shall exhaustion of remedies under this Chapter be a prerequisite to the assertion of any right. (d) Except where prohibited by state or federal law, City agencies or departments may revoke or suspend any registration certificates, permits or licenses held or requested by the Employer until such time as the violation is remedied.
(e) Relief. The remedies for violation of this Chapter include but are not limited to:
(1) Reinstatement, the payment of back wages unlawfully withheld, and the payment of an additional sum as a civil penalty in the amount of fifty dollars ($50.00) to each Employee or person whose rights under this Chapter were violated for each day or portion Ordinance/Minimum Wage Page 10 of 13
Rev: 06-20-13; Typed: 08-17-17
thereof that the violation occurred or continued, and fines imposed pursuant to other provisions of this Code or state law.
(2) Interest on all due and unpaid wages at the rate of interest specified in subdivision (b) of Section 3289 of the California Civil Code, which shall accrue from the date that the wages were due and payable as provided in Part 1 (commencing with Section 200) of Division 2 of the California Labor Code, to the date the wages are paid in full. (3) Reimbursement of the City's administrative costs of enforcement and reasonable attorney's fees.

3.20.100 Relationship to other requirements.

This Chapter provides for payment of a local Minimum Wage and shall not be construed to preempt or otherwise limit or affect the applicability of any other law, regulation, requirement, policy or standard that provides for payment of higher or supplemental wages or benefits, or that extends other protections.

3.20.110 Application of minimum wage to welfare-to-work programs.

The Minimum Wage established pursuant to SCCC 3.20.040(b) shall apply to the Welfare-to-Work programs under which persons must perform work in exchange for receipt of benefits. Participants in Welfare-to-Work Programs shall not, during a given benefits period, be required to work more than a number of hours equal to the value of all cash benefits received during that period, divided by the Minimum Wage .

3.20.120 Fees.

Nothing herein shall preclude the City Council from imposing a cost recovery fee on all Employers to pay the cost of administering this Chapter." SECTION 2: CEQA - Exemption . The City Council finds, pursuant to Title 14 of the California Code of Regulations, Section 15031 (b)(3), that this ordinance is exempt from the requirements of the California Environmental Quality Act (CEQA) in that it is not a project which has the potential for causing a significant effect on the environment.

Ordinance/Minimum Wage Page 11 of 13
Rev: 06-20-13; Typed: 08-17-17
SECTION 3: Savings clause . The changes provided for in this ordinance shall not affect any offense or act committed or done or any penalty or forfeiture incurred or any right established or accruing before the effective date of this ordinance ; nor shall it affect any prosecution , suit or proceeding pending or any judgment rendered prior to the effective date of this ordinance . All fee schedules shall remain in force until superseded by the fee schedules adopted by the City Counci l.

SECTION 4: Constitutional ity, severability . If any section , subsection, sentence, clause , phrase, or word of this ordinance is for any reason held by a court of competent jurisdiction to be unconstitutional or invalid for any reason , such decision shall not affect the validity of the remaining portions of the ordinance. The City Council hereby decla res that it would have passed this ordinance and each section , subsection , sentence , clause, phrase , and word thereof, irrespective of the fact that any one or more section(s), subsection(s) , sentence(s) , clause(s), phrase(s) , or word(s) be declared invalid.
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Ordinance/M inimum Wage Page 12 of 13
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SECTION 5: Effective date. This ordinance shall take effect thirty (30) days after its final adoption ; however, prior to its final adoption it shall be published in accordance with the requirements of Section 808 and 812 of "The Charter of the City of Santa Clara, California ." PASSED FOR THE PURPOSE OF PUBLICATION this 18th day of July 2017, by the following vote:

AYES : COUNCILORS :

NOES: COUNCILORS :

ABSENT: COUNCILORS :

ABSTAINED: COUNCILORS:

Caserta , Davis, Kolstad, Mahan, O'Neill, and
Watanabe and Mayor Gillmor
None
None
None
ATTEST:

ROD DIRIDON, JR.

CITY CLERK

CITY OF SANTA CLARA

FINALLY PASSED AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF SANTA CLARA this 22nd day of August 2017, by the following vote:

AYES : COUNCILORS :

NOES: COUNCILORS :

ABSENT: COUNCILORS :

ABSTAINED: COUNCILORS :

Caserta, Davis, Kolstad, Mahan, O'Neill, and
Watanabe and Mayor Gillmor
None
None
None
ATTEST :

ROD DIRIDON , JR.

CITY CLERK

CITY OF SANTA CLARA
Attachments incorporated by reference: None
l:\ORDINANCES\17 .0468 Minimum Wag e Ordinance 08-17-17.doc Ordinance/M inimum Wage Page 13 of 13
Rev: 06-20-13 ; Typed: 08-17-17
Rev. 11/2023

CITY OF SANTA CLARA, CALIFORNIA

CLASS SPECIFICATION

TITLE: Electric Utility Electrician (Job Code 885)

DEPARTMENT ACCOUNTABLE TO FLSA STATUS
Electric Utility Various Non-Exempt

DISTINGUISHING CHARACTERISTICS
This position is expected to work independently and exercise independent judgment and initiative to perform tasks. Incumbents are expected to be fully aware and follow standard operations processes and procedures. This classification is distinguished from the higher-level Electric Utility Electrician Technician which is the advanced journey level classification that performs work as a field crew leader.

MINIMUM QUALIFICATIONS

EDUCATION AND EXPERIENCE
• Graduation from high school or possession of a G.E.D.; • Status of journey level electrician, including proof of certification as a journey level electrician; or proof of completion of a formal electrician apprenticeship program; or proof of completion of a formal electrician or equivalent training program; and • Experience maintaining high voltage substation equipment, power generation equipment or industrial manufacturing facilities is required.

ACCEPTABLE SUBSTITUTION
None.

LICENSES/CERTIFICATIONS
• Possession of a valid California Class C driver’s license is required at the time of appointment and for the duration of employment.

DESIRABLE QUALIFICATIONS
• Journey level experience maintaining solid state traffic signal equipment

SPECIAL CONDITIONS
• Incumbents of this classification may be required to work shifts, weekends, and odd and unusual hours in the performance of duties, and be available for emergency and/or pre- arranged work whenever called upon.
• Incumbents may be required to work in inclement weather. • Incumbents will be required to travel from site to site and work occasionally at a considerable height above the ground.
• Applicants appointed to this position must possess normal color vision at time of appointment.
• Incumbents of this classification may be subject to drug and/or alcohol testing as mandated by federal regulations.
• Must be able to perform all of the essential functions of the job assignment.

ELECTRIC UTILITY ELECTRICIAN (JOB CODE 885)

TYPICAL DUTIES

Under general supervision:
• Performs a variety of skilled electrical work involved in construction, maintenance, and troubleshooting of substations, Supervisory Control Automated Data Analysis (SCADA) systems, communication and traffic signal systems, street lighting systems, automatic water control systems, and other City Electrical facilities; • Installs, maintains and repairs alarm equipment, motors, and switchboard wires; • Maintains, tests, and repairs relays;
• Installs and maintains primary and secondary metering equipment; • Installs and maintains well starters and related automatic control equipment; • Installs and maintains electrical substation equipment such as 230 KV, 115 KV, 60 KV, and 12 KV circuit breakers, transformers, capacitor banks, air switches, control wires, and protective relays;
• Answers trouble calls concerning substation alarms and traffic signals; • Operates hydraulic aerial devices to perform work inside substations and to replace burned out street and traffic signal lights;
• Maintains, repairs and replaces traffic signal standards and associated equipment; • Troubleshoots secondary circuits of 750 volts and under; • Takes readings and keeps records of substations;
• Inspects the various areas of substations and grounds, as appropriate, to ensure its safe and efficient operation;
• Logs and reports any deficiencies, takes readings, analyzes failures, and takes corrective action to ensure plant safety and reliability;
• Performs a variety of skilled electrical and mechanical work related to the distribution and transmission of electrical power; and
• Performs other related duties as assigned.

KNOWLEDGE, SKILLS, & ABILITIES

Knowledge of:
• Fundamentals of electricity and electronics including their application to the operation of high voltage substations, motor control, circuits, traffic signal devices and street lighting • National Electrical Code, California Electrical Safety Orders and CAL OSHA • Techniques, tools and materials of the electrical utility trade, and skill in their use • Applicable safety preparations and first aid practices; and • Knowledge of environmental and safety practices, procedures, and standards

Ability to:
• Read and interpret blueprints and electrical diagrams • Perform arithmetic calculations involving multiplication, addition, subtraction, division, decimals and fractions
• Safely drive light duty vehicles e.g. pick-up truck, bucket truck; • Train new personnel on work procedures
• Direct the activities of Utility Electrician Apprentices and other staff ELECTRIC UTILITY ELECTRICIAN (JOB CODE 885)

• Maintain accurate and precise written and computerized documents including records, forms and correspondence
• Understand and follow written instructions
• Understand, follow and provide oral instructions
• Deal tactfully and courteously with others
• Establish and maintain cooperative working relationship with those contacted in the course of work, including the general public
• Walk or stand for extended periods of time and bend, stoop, reach, carry, crawl, climb, and lift as necessary to perform assigned duties
• Effectively handle multiple priorities, organize workload, and meet strict deadlines; and • Work in a team-based environment and achieve common goals.

SUPERVISION RECEIVED
Works under the general supervision of an Electric Division Manager, Electric Program Manager, Senior Electric Utility Electrician Technician, Electric Utility Electrician Technician, or other assigned personnel.

SUPERVISION EXERCISED
Supervises Electric Maintenance Workers, Electric Utility Electrician Apprentices, Electric Helper/Drivers or others as assigned.

CLASSIFICATION HISTORY
Established 05/2010; Rev. 09/2016; Rev. 11/2023 (Distinguishing Characteristics and Minimum Qualifications only)

Rev. 11/2023

CITY OF SANTA CLARA, CALIFORNIA

CLASS SPECIFICATION

TITLE: Electric Utility Electrician (Job Code 885)

DEPARTMENT ACCOUNTABLE TO FLSA STATUS
Electric Utility Various Non-Exempt

DISTINGUISHING CHARACTERISTICS
This position is expected to work independently and exercise independent judgment and initiative to perform tasks. Incumbents are expected to be fully aware and follow standard operations processes and procedures. This classification is distinguished from the higher-level Electric Utility Electrician Technician which is the advanced journey level classification that performs work as a field crew leader.

MINIMUM QUALIFICATIONS

EDUCATION AND EXPERIENCE
• Graduation from high school or possession of a G.E.D.; • Status of journey level electrician, including proof of certification as a journey level electrician as a journey level electrician and/; or proof of completion of a formal electrician apprenticeship; or proof of completion of a formal electrician or equivalent training program; and
• Experience maintaining high voltage substation equipment, power generation equipment or industrial manufacturing facilities is required.

ACCEPTABLE SUBSTITUTION
None.

LICENSES/CERTIFICATIONS
• Possession of a valid California Class C driver’s license is required at the time of appointment and for the duration of employment.
• Proof of completion of an accredited three-year formal electrician apprenticeship program .

DESIRABLE QUALIFICATIONS
• Journey level experience maintaining solid state traffic signal equipment

SPECIAL CONDITIONS
• Incumbents of this classification may be required to work shifts, weekends, and odd and unusual hours in the performance of duties, and be available for emergency and/or pre- arranged work whenever called upon.
• Incumbents may be required to work in inclement weather. • Incumbents will be required to travel from site to site and work occasionally at a considerable height above the ground.
• Applicants appointed to this position must possess normal color vision at time of appointment.

I =---
ELECTRIC UTILITY ELECTRICIAN (JOB CODE 885)

• Incumbents of this classification may be subject to drug and/or alcohol testing as mandated by federal regulations.
• Must be able to perform all of the essential functions of the job assignment.

TYPICAL DUTIES

Under general supervision:
• Performs a variety of skilled electrical work involved in construction, maintenance, and troubleshooting of substations, Supervisory Control Automated Data Analysis (SCADA) systems, communication and traffic signal systems, street lighting systems, automatic water control systems, and other City Electrical facilities; • Installs, maintains and repairs alarm equipment, motors, and switchboard wires; • Maintains, tests, and repairs relays;
• Installs and maintains primary and secondary metering equipment; • Installs and maintains well starters and related automatic control equipment; • Installs and maintains electrical substation equipment such as 230 KV, 115 KV, 60 KV, and 12 KV circuit breakers, transformers, capacitor banks, air switches, control wires, and protective relays;
• Answers trouble calls concerning substation alarms and traffic signals; • Operates hydraulic aerial devices to perform work inside substations and to replace burned out street and traffic signal lights;
• Maintains, repairs and replaces traffic signal standards and associated equipment; • Troubleshoots secondary circuits of 750 volts and under; • Takes readings and keeps records of substations;
• Inspects the various areas of substations and grounds, as appropriate, to ensure its safe and efficient operation;
• Logs and reports any deficiencies, takes readings, analyzes failures, and takes corrective action to ensure plant safety and reliability;
• Performs a variety of skilled electrical and mechanical work related to the distribution and transmission of electrical power; and
• Performs other related duties as assigned.

KNOWLEDGE, SKILLS, & ABILITIES

Knowledge of:
• Fundamentals of electricity and electronics including their application to the operation of high voltage substations, motor control, circuits, traffic signal devices and street lighting • National Electrical Code, California Electrical Safety Orders and CAL OSHA • Techniques, tools and materials of the electrical utility trade, and skill in their use • Applicable safety preparations and first aid practices; and • Knowledge of environmental and safety practices, procedures, and standards

Ability to:
• Read and interpret blueprints and electrical diagrams • Perform arithmetic calculations involving multiplication, addition, subtraction, division, ELECTRIC UTILITY ELECTRICIAN (JOB CODE 885)

decimals and fractions
• Safely drive light duty vehicles e.g. pick-up truck, bucket truck; • Train new personnel on work procedures
• Direct the activities of Utility Electrician Apprentices and other staff • Maintain accurate and precise written and computerized documents including records, forms and correspondence
• Understand and follow written instructions
• Understand, follow and provide oral instructions
• Deal tactfully and courteously with others
• Establish and maintain cooperative working relationship with those contacted in the course of work, including the general public
• Walk or stand for extended periods of time and bend, stoop, reach, carry, crawl, climb, and lift as necessary to perform assigned duties
• Effectively handle multiple priorities, organize workload, and meet strict deadlines; and • Work in a team-based environment and achieve common goals.

SUPERVISION RECEIVED
Works under the general supervision of an Electric Division Manager, Electric Program Manager, Senior Electric Utility Electrician Technician, Electric Utility Electrician Technician, or other assigned personnel.

SUPERVISION EXERCISED
Supervises Electric Maintenance Workers, Electric Utility Electrician Apprentices, Electric Helper/Drivers or others as assigned.

CLASSIFICATION HISTORY
Established 05/2010; Rev. 09/2016; Rev. 11/2023 (Distinguishing Characteristics and Minimum Qualifications only)
Rev. 11/2023

CITY OF SANTA CLARA, CALIFORNIA

CLASS SPECIFICATION

TITLE: STAFF ANALYST I (JOB CODE 796)

DEPARTMENT ACCOUNTABLE TO FLSA STATUS
Various Various Non-exempt

CLASS SUMMARY
The Staff Analyst I is responsible for program analysis and administrative duties in support of assigned programs and activities. Assigned programs could include housing development, community development, community outreach, historic preservation, advanced planning, public/private housing rehabilitation, management analysis, building services, human services, criminal statistics, solid waste, recycling, waste prevention, sustainability, urban runoff pollution prevention, and federal/state grant programs and activities. Performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS
The Staff Analyst classifications are bridge classifications between the Staff Aide classifications and the Management Analyst classifications. The Staff Analyst I works under general supervision and is expected to work within established procedures and policies of the work unit.

This classification differs from the lower-level Staff Aide classifications in that the latter perform advanced clerical duties and project-based support. The classification differs from the higher- level Staff Analyst II classification in that the latter performs more complex program analysis and administrative duties. A Staff Analyst II may also provide lead or supervision to a Staff Analyst I.

MINIMUM QUALIFICATIONS

EDUCATION AND EXPERIENCE
Education equivalent to Bachelor's degree in public or business administration, urban planning, information management, criminal justice, environmental studies, finance, or related field from an accredited college or university.

ACCEPTABLE SUBSTITUTION
None

LICENSES/CERTIFICATIONS
Possession of a valid California Class C driver's license is required at time of appointment and for duration of employment.

DESIRABLE QUALIFICATIONS
Experience in electronic spreadsheets, on-line financial systems, social media outreach techniques, accounting, record-keeping, and mortgage financing.

OTHER REQUIREMENTS
• Must be able to perform all of the essential functions of the job assignment. • Incumbents of this classification may be required to occasionally work overtime and odd and unusual hours.

STAFF ANALYST (796)

TYPICAL DUTIES
This description may not include all the duties listed below, nor do the examples cover all duties that may be performed.

The Staff Analyst I may be assigned to work in the any of the following Departments, including but not limited to: Community Development Department, City Manager's Office, Housing and Community Services Division, Department of Public Works, or the Police Department.

Under general supervision, the incumbent:
• Performs administrative duties related to all facets of assigned programs • Maintains liaison with grantor agencies, citizen advisory committees, public services agencies, program applicants, and/or the general public • Prepares necessary reports including program planning reports, program performance reports, and grant reports
• Coordinates data collection and performs data entry
• Prepares evaluation reports
• Maintains financial records and budgets
• Monitors financial accounts
• Prepares appropriate correspondence, applications, and reports • Assists in developing policies and procedures relative to assigned programs • Seeks state and federal grant opportunities and develops grant applications for same • Prepares and distributes reports, charts, publications, and related materials to track, display, and explain trends
• Monitors program procedures and works with public when necessary and as directed • Responds to requests for analysis information related to specific programs, grants, or projects
• Performs necessary duties to implement community-oriented programs as directed • Performs other related duties as assigned

For the City Manager's Office and Housing and Community Services Division:
• Develops and assists in the negotiations of contracts and budgets for human service providers
• Monitors performance by contractors to service agreements and makes recommendations for improved delivery of goods and services
• Reviews and analyzes payment requests received from contractors to recommend payments based on performance accomplishments
• Coordinates the provision of financial assistance to property owners and preparation of loan packages
• Initiates contractor payments
• Monitors contractor performance on construction projects to ensure federal contract compliance standards are met
• Performs environmental review of programs and projects to evaluate compliance with federal environmental regulations, policies, and procedural requirements • Compiles performance data and prepares drafts of reports to the City Manager and grantors

STAFF ANALYST (796)

For the Police Department:
• Analyzes data and determines trends in criminal activity for the Police Department • Coordinates Citizens' Police Academy program

For the Community Development Department:
• Performs research and analysis related to Department programs and initiatives • Administers and manages contracts for the Department
• Coordinates the initiation and operation of Committees formed by the City Council • Analyzes development activity, maintains information, and creates reports for Department management and the City Manager's Office
• Maintains websites, applications, and Social Media accounts for the Department

For the Department of Public Works:
• Maintains websites, applications and social media accounts for the department • Represents the City at various countywide committees and subcommittees • Assists with the coordination of the City's annual Arbor Day/Earth Celebration and other special events
• Prepares service and solid waste hauling agreements
• Assists in solid waste and storm drain rate setting processes • Monitors performance of solid waste and recycling service providers and facilitates successful resolution of service issues
• Administer the City's Adopt-a-Spot community-based beautification program • Coordinates the sign-off of stormwater treatment measure inspection and maintenance agreements and third-party stormwater treatment measure installation verification sign- off for building occupancy
• Implements the construction & demolition debris recycling online reporting system

KNOWLEDGE, SKILLS, & ABILITIES

Knowledge of:
• The principles, methods, and practices of public administration • Analytical techniques needed to review and analyze information to determine options and recommend viable solutions
• Report writing to accurately and effectively communicate job related information • Principles and techniques used in working with different individuals and citizen groups • Federal, state, and local regulations dealing with housing, neighborhood conservation, solid waste planning and management
• Municipal and private sector finances and financial institutions • Property title research methods
• Basic research techniques
• Business English and statistical mathematics
• Office safety practices, procedures and standards
• Federal grants management

Ability to:

STAFF ANALYST (796)

• Analyze and apply complex governmental instructions, regulations and legislation • Perform basic financial accounting tasks
• Formulate conclusions based on analysis of data
• Read and interpret maps and geological information
• Exercise tact, resourcefulness, and persuasion in dealing with individuals and groups of varied ethnic, social, and economic backgrounds
• Effectively handle multiple priorities, organize workload and meet strict deadlines • Spell correctly and to communicate effectively, both orally and in written form, using proper English
• Prepare comprehensive, clear and concise reports
• Understand and carry out written and oral instructions • Make presentations to large groups of people
• Speak clearly and effectively
• Interpret and apply legal requirements
• Deal tactfully with those contacted in the course of work, including co-workers and the general public
• Lift, carry, and relocate a variety of files or materials weighing up to 25 pounds • Walk or stand for extended periods of time and bend, stoop, reach, carry, climb and lift as necessary to perform assigned duties
• Work with personal computers and perform data entry

SUPERVISION RECEIVED
Works under the general supervision of a Management Analyst, Division Manager, Assistant Director, Director or other manager as assigned.

SUPERVISION EXERCISED
May supervise clerical and/or administrative support staff, volunteers and/or interns. May assist in the training of other personnel.

CONFLICT OF INTEREST
Incumbents in this position are required to file a Conflict of Interest statement upon assuming office, annually, and upon leaving office, in accordance with City Manager’s Directive 100.

CLASSIFICATION HISTORY
Established 01/2013; Rev. 12/2016; Rev. 11/2023
Rev. 12/201611/2023

CITY OF SANTA CLARA, CALIFORNIA

CLASS SPECIFICATION

TITLE: STAFF ANALYST I (JOB CODE 796)

DEPARTMENT ACCOUNTABLE TO FLSA STATUS
Various Various Non-exempt

CLASS SUMMARY
The Staff Analyst I is responsible for program analysis and administrative duties in support of assigned programs and activities. The Staff Analyst I may be assigned to work in the Community Development Department, City Manager's Office, Housing and Community Services Division, Public Works Department, or the Police Department Administrative Services Division. Assigned programs could include housing development, community development, community outreach, historic preservation, advanced planning, public/private housing rehabilitation, management analysis, building services, human services, criminal statistics, solid waste, recycling, waste prevention, sustainability, urban runoff pollution prevention, and federal/state grant programs and activities. Performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS
The Staff Analyst classifications are bridge classifications between the Staff Aide classifications and the Management Analyst classifications. The Staff Analyst I works under general supervision and is expected to work within established procedures and policies of the work unit.

This classification differs from the lower-level Staff Aide classifications in that the latter perform advanced clerical duties and project-based support. The classification differs from the higher- level Staff Analyst II classification in that the latter performs more complex program analysis and administrative duties. A Staff Analyst II may also provide lead or supervision to a Staff Analyst I.

MINIMUM QUALIFICATIONS

EDUCATION AND EXPERIENCE
Education equivalent to Bachelor's degree in public or business administration, urban planning, information management, criminal justice, environmental studies, finance, or related field from an accredited college or university; and
At least one year of professional experience involving analysis, evaluation, and implementation of research programs in the fields of grants administration, human services programs, planning, community development, public administration, criminal behavior, social science, solid waste, recycling, waste prevention, sustainability, urban runoff pollution prevention or business administration.

ACCEPTABLE SUBSTITUTION
None

LICENSES/CERTIFICATIONS
Possession of a valid California Class C driver's license is required at time of appointment and for duration of employment.

STAFF ANALYST (796)

DESIRABLE QUALIFICATIONS
Experience in electronic spreadsheets, on-line financial systems, social media outreach techniques, accounting, record-keeping, and mortgage financing.

OTHER REQUIREMENTS
 Must be able to perform all of the essential functions of the job assignment.  Requires a comprehensive background examination, including fingerprints.  Incumbents of this classification may be required to occasionally work overtime and odd and unusual hours.

TYPICAL DUTIES

This description Each position in this classification may not include all the duties listed below, nor do the examples cover all duties that may be performed.

The Staff Analyst I may be assigned to work in the any of the following Departments, including but not limited to: Community Development Department, City Manager's Office, Housing and Community Services Division, Public Works Department of Public Works, or the Police Department Administrative Services Division.

Under general supervision, the incumbent:
 Performs administrative duties related to all facets of assigned programs  Maintains liaison with grantor agencies, citizen advisory committees, public services agencies, program applicants, and/or the general public  Prepares necessary reports including program planning reports, program performance reports, and grant reports
 Coordinates data collection and performs data entry
 Prepares evaluation reports
 Maintains financial records and budgets
 Monitors financial accounts
 Prepares appropriate correspondence, applications, and reports  Assists in developing policies and procedures relative to assigned programs  Seeks state and federal grant opportunities and develops grant applications for same  Prepares and distributes reports, charts, publications, and related materials to track, display, and explain trends
 Monitors program procedures and works with public when necessary and as directed  Responds to requests for analysis information related to specific programs, grants, or projects
 Performs necessary duties to implement community orientedcommunity-oriented programs as directed
 Performs other related duties as assigned

For the City Manager's Office and Housing and Community Services Division:
 Develops and assists in the negotiations of contracts and budgets for human service providers
STAFF ANALYST (796)

 Monitors performance by contractors to service agreements and makes recommendations for improved delivery of goods and services
 Reviews and analyzes payment requests received from contractors to recommend payments based on performance accomplishments
 Coordinates the provision of financial assistance to property owners and preparation of loan packages
 Initiates contractor payments
 Monitors contractor performance on construction projects to ensure federal contract compliance standards are met
 Performs environmental review of programs and projects to evaluate compliance with federal environmental regulations, policies, and procedural requirements  Compiles performance data and prepares drafts of reports to the City Manager and grantors

For the Police Department Administrative Services Division:
 Analyzes data and determines trends in criminal activity for the Police Department  Coordinates Citizens' Police Academy program

For the Community Development Department:
 Performs research and analysis related to Department programs and initiatives  Administers and manages contracts for the Department
 Coordinates the initiation and operation of Committees formed by the City Council  Analyzes development activity, maintains information, and creates reports for Department management and the City Manager's Office
 Maintains websites, applications, and Social Media accounts for the Department

For the Public Works Department of Public Works:
 Maintains websites, applications and social media accounts for the department  Represents the City at various countywide committees and subcommittees  Assists with the coordination of the City's annual Arbor Day/Earth Celebration and other special events
 Prepares service and solid waste hauling agreements
 Assists in solid waste and storm drain rate setting processes  Monitors performance of solid waste and recycling service providers and facilitates successful resolution of service issues
 Administer the City's Adopt-a-Spot community basedcommunity-based beautification program
 Coordinates the sign-off of stormwater treatment measure inspection and maintenance agreements and third partythird-party stormwater treatment measure installation verification sign-offs for building occupancy
 Implements the construction & demolition debris recycling online reporting system

KNOWLEDGE, SKILLS, & ABILITIES

Knowledge of:

STAFF ANALYST (796)

 The principles, methods, and practices of public administration  Analytical techniques needed to review and analyze information to determine options and recommend viable solutions
 Report writing to accurately and effectively communicate job related information  Principles and techniques used in working with different individuals and citizen groups  Federal, state, and local regulations dealing with housing, neighborhood conservation, solid waste planning and management
 Municipal and private sector finances and financial institutions  Property title research methods
 Basic research techniques
 Business English and statistical mathematics
 Office safety practices, procedures and standards
 Federal grants management

Ability to:
 Analyze and apply complex governmental instructions, regulations and legislation  Perform basic financial accounting tasks
 Formulate conclusions based on analysis of data
 Read and interpret maps and geological information
 Exercise tact, resourcefulness, and persuasion in dealing with individuals and groups of varied ethnic, social, and economic backgrounds
 Effectively handle multiple priorities, organize workload and meet strict deadlines  Spell correctly and to communicate effectively, both orally and in written form, using proper English
 Prepare comprehensive, clear and concise reports
 Understand and carry out written and oral instructions  Make presentations to large groups of people
 Speak clearly and effectively
 Interpret and apply legal requirements
 Deal tactfully with those contacted in the course of work, including co-workers and the general public
 Lift, carry, and relocate a variety of files or materials weighing up to 25 pounds  Walk or stand for extended periods of time and bend, stoop, reach, carry, climb and lift as necessary to perform assigned duties
 Work with personal computers and perform data entry

SUPERVISION RECEIVED
Works under the general supervision of the a Management Analyst, Division Manager, Assistant Director, Director Deputy City Manager, Director of Community Development, Police Chief, Deputy Director of Public Works, or other manager as assigned.

SUPERVISION EXERCISED
May supervise clerical and/or administrative support staff, Staff Aide and Office Specialist series, volunteers and/or interns. May assist in the training of other personnel.

CONFLICT OF INTEREST
STAFF ANALYST (796)

Incumbents in this position are required to file a Conflict of Interest statement upon assuming office, annually, and upon leaving office, in accordance with City Manager’s Directive 100.

CLASSIFICATION HISTORY
Established 01/2013; Rev. 12/2016; Rev. 1109/2023
Rev.11/2023

CITY OF SANTA CLARA, CALIFORNIA

CLASS SPECIFICATION

TITLE: STAFF ANALYST II (JOB CODE 797)

DEPARTMENT ACCOUNTABLE TO FLSA STATUS
Various Various Non-Exempt

CLASS SUMMARY
The Staff Analyst II is responsible for advanced level program analysis and higher-level administrative duties in support of assigned programs and activities. Assigned programs could include housing development, community development, community outreach, historic preservation, advanced planning, public/private housing rehabilitation, management analysis, building services, human services, criminal statistics, solid waste, recycling, waste prevention, sustainability, urban runoff pollution prevention, and federal/state grant programs and activities.

Performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS
The Staff Analyst classifications are bridge classifications between the Staff Aide classifications and the Management Analyst classifications. The Staff Analyst II works under general supervision and is expected to participate in policy development and implementation. It differs from the lower-level Staff Analyst I in that the latter performs entry level program analysis and may provide lead or supervision over lower-level classifications. The classification differs from the higher-level Management Analyst classification in that the latter performs more difficult and complex analytical or administrative work, may act as an independent contributor or subject matter expert in an assigned area, and has the responsibility for managing programs or projects within an assigned area.

MINIMUM QUALIFICATIONS

EDUCATION AND EXPERIENCE
• Graduation from an accredited college or university with a Bachelor's Degree in Urban Planning, Public Administration, Business Administration, Finance, or a related area; and Six (6) months of experience performing analytical work

ACCEPTABLE SUBSTITUTION
A Master's Degree from an accredited college or university in one of the above fields may be substituted for the six (6) months required analytical work experience

LICENSES/CERTIFICATIONS
Possession of a valid California Class C driver's license is required at the time of appointment and for the duration of employment

OTHER REQUIREMENTS
• Must be able to perform all of the essential functions of the job assignment. • Incumbents of this classification may be required to occasionally work overtime and odd and unusual hours.

STAFF ANALYST II (797)

TYPICAL DUTIES
This description may not include all the duties listed below, nor do the examples cover all duties that may be performed.

Under general direction the incumbent:
• Participates in the development and implementation of the City's policies • Performs administrative duties related to programs
• Maintains liaison with governmental agencies, commissions and committees, citizen groups, public service agencies, program applicants, and the general public • Prepares necessary reports including program planning, performance, and evaluation • Develops and assists with the preparation and negotiation of contracts and budgets for development projects and human service programs
• Monitors performance by contractors to development and service agreements • Makes recommendations for improved delivery of capital improvements and services • Reviews and analyzes payment requests based on performance accomplishments • Monitors compliance of City, sub-grantees, and contractors to applicable federal and state regulations
• Prepares various presentations, policies and procedures, reports, and correspondence including status reports, project issue reports, and City Council agenda reports • Coordinates the provision of financial assistance to property owners and preparation of loan packages, as applicable
• Maintains financial records and budgets
• Prepares appropriate correspondence, applications, and reports • Performs a variety of financial and budgetary analysis for the development of long-term policy and fiscal impacts, and makes recommendations based on findings • Assists with developing policies and procedures relative to housing and human service programs, as applicable
• Completes applications for state and federal grants
• Performs review of programs and projects in compliance with federal environmental regulations
• Compiles performance data and prepares drafts of reports to the City Manager and external stakeholders
• Performs necessary duties to implement community-oriented programs as directed • May supervise clerical or administrative support staff • Performs other related duties as assigned

KNOWLEDGE, SKILLS, & ABILITIES

Knowledge of:
• Principles and practices of public administration
• Techniques used in working with different individuals and citizen groups • Municipal organization, policies, and functions
• Federal, state, and local regulations dealing with grant administration, development of STAFF ANALYST II (797)

housing, capital improvements, and neighborhood conservation • Municipal and private sector financing and financial institutions • Federal grants management
• Interpretation and presentation of statistical information • Computer applications, databases, and spreadsheets
• Computer programs commonly used by the City, such as Windows Office • Financial accounting, analysis of complex governmental instructions, regulations, and legislation
• Basic principles and practices of supervision

Ability to:
• Be resourceful
• Work independently with minimal supervision
• Effectively handle multiple priorities, organize workload and meet strict deadlines • Use persuasion in dealing with individuals and groups with varied backgrounds • Prepare clear and concise reports
• Speak publicly and explain City practices and objectives to diverse populations, including public and private agencies, organizations, and individuals • Communicate effectively, both orally and in writing
• Interpret and apply legal requirements with application to local, state, and federal programs
• Use moderately complex or specialized computer applications such as online Federal databases
• Prepare comprehensive reports, proposals, and written materials of an analytical, technical, and evaluative nature
• Analyze new and revised statutes and proposed legislation to determine effects on City programs and department, as well as their impact on the community and community groups
• Assume responsibility for planning activities on multiple, diverse, and complex projects • Deal tactfully and courteously with others
• Establish and maintain effective working relationships with those contacted in the course of work, including coworkers, supervisors, and the general public • Work in a team-based environment and achieve common goals • Supervise others, prioritize and assign work, and ensure appropriate training • Walk or stand for extended periods of time
• Bend, stoop, reach, carry, crawl, climb and lift as necessary to perform assigned duties

SUPERVISION RECEIVED
Works under the general direction of a Management Analyst, Division Manager, Assistant Director, Director or other manager as assigned.

SUPERVISION EXERCISED
Assists in the supervision and training of the Staff Analyst I and may supervise clerical and/or administrative support staff when assigned.

STAFF ANALYST II (797)

CONFLICT OF INTEREST
Incumbents in this position are required to file a Conflict of Interest statement upon assuming office, annually, and upon leaving office, in accordance with City Manager’s Directive 100.

CLASSIFICATION HISTORY
Established 08/01/2001; Rev. 06/10/2014; Rev. 11/2023
Rev.11/2023

CITY OF SANTA CLARA, CALIFORNIA

CLASS SPECIFICATION

TITLE: STAFF ANALYST II (JOB CODE 797)

DEPARTMENT ACCOUNTABLE TO FLSA STATUS
Various Various Non-Exempt

CLASS SUMMARY
The Staff Analyst II in the Planning and Inspection Department is responsible for an advanced journey level of program analysis and higher level administrative duties in support of assigned programs and community development, human services, housing, and federal/state grant activities. activities. Assigned programs could include housing development, community development, community outreach, historic preservation, advanced planning, public/private housing rehabilitation, management analysis, building services, human services, criminal statistics, solid waste, recycling, waste prevention, sustainability, urban runoff pollution prevention, and federal/state grant programs and activities. Performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS
The Staff Analyst classifications are bridge classifications between the Staff Aide classifications and the Management Analyst classifications. The Staff Analyst II works under general supervision and is expected to participate in policy development and implementation. It differs from the lower-level Staff Analyst I in that the latter performs entry level program analysis and may provide lead or supervision over lower-level classifications. The classification differs from the higher-level Management Analyst classification in that the latter performs more difficult and complex analytical or administrative work, may act as an independent contributor or subject matter expert in an assigned area, and has the responsibility for managing programs or projects within an assigned area.

MINIMUM QUALIFICATIONS

EDUCATION AND EXPERIENCE
Graduation from an accredited college or university with a Bachelor's Degree in Urban Planning, Public Administration, Business Administration, Finance, or a related area; and

Four (4) years of progressively responsible professional experience which has included research, policy analysis, grants administration, human services programs, planning, community development, public administration, or business administration 
 Six (6) months of experience performing analytical work

ACCEPTABLE SUBSTITUTION
A Master's Degree from an accredited college or university in one of the above fields may be substituted for the six (6) months one year of the required analytical work professional experience
STAFF ANALYST II (797)

LICENSES/CERTIFICATIONS

Possession of a valid California Class C driver's license is required at the time of appointment and for the duration of employment

OTHER REQUIREMENTS
 Must be able to perform all of the essential functions of the job assignment.  Incumbents of this classification may be required to occasionally work overtime and odd and unusual hours.

TYPICAL DUTIES

Duties may include, but are not limited to, the following:

This description may not include all the duties listed below, nor do the examples cover all duties that may be performed.

Under general direction the incumbent:supervision:
 Participates in the development and implementation of the City's planning policies  Performs administrative duties related to all facets of the Housing and Community Services Division programs
 Maintains liaison with governmental agencies, commissions and committees, citizen groups, public service agencies, program applicants, and the general public  Prepares necessary reports including program planning, performance, and evaluation  Develops and assists with the preparation and negotiation of contracts and budgets for development projects and human service programs
 Monitors performance by contractors to development and service agreements  Makes recommendations for improved delivery of capital improvements and services  Reviews and analyzes payment requests based on performance accomplishments  Monitors compliance of City, sub-grantees, and contractors to applicable federal and state regulations
 Prepares various presentations, policies and procedures, reports, and correspondence including status reports, project issue reports, and City Council agenda reports  Coordinates the provision of financial assistance to property owners and preparation of loan packages, as applicable
 Maintains financial records and budgets
 Prepares appropriate correspondence, applications, and reports  Performs a variety of financial and budgetary analysis for the development of long termlong-term policy and fiscal impacts, and makes recommendations based on findings  Assists with developing policies and procedures relative to housing and human service programs, as applicable
 Completes applications for state and federal grants
STAFF ANALYST II (797)

 Performs environmental review of programs and projects in compliance with federal environmental regulations
 Compiles performance data and prepares drafts of reports to the City Manager and external stakeholdersgrantors
 Performs necessary duties to implement community orientedcommunity-oriented programs as directed
 May supervise clerical or administrative support staff  Performs other related duties as assigned

KNOWLEDGE, SKILLS, & ABILITIES

Knowledge of:
 Principles and practices of public administration
 Techniques used in working with different individuals and citizen groups  Municipal organization, policies, and functions
 Federal, state, and local regulations dealing with grant administration, development of housing, capital improvements, and neighborhood conservation  Municipal and private sector financing and financial institutions  Federal grants management
 Interpretation and presentation of statistical information  Computer applications, databases, and spreadsheets
 Computer programs commonly used by the City, such as Windows Office  Financial accounting, analysis of complex governmental instructions, regulations, and legislation
 Basic principles and practices of supervision

Ability to:
 Be resourceful
 Work independently with minimal supervision
 Effectively handle multiple priorities, organize workload and meet strict deadlines  Use persuasion in dealing with individuals and groups with varied backgrounds  Prepare clear and concise reports
 Speak publicly and explain City practices and objectives to diverse populations, including public and private agencies, organizations, and individuals  Communicate effectively, both orally and in writing
 Interpret and apply legal requirements with application to local, state, and federal programs
 Use moderately complex or specialized computer applications such as online Federal databases
 Prepare comprehensive reports, proposals, and written materials of an analytical, technical, and evaluative nature
 Analyze new and revised statutes and proposed legislation to determine effects on City programs and department, as well as their impact on the community and community groups
STAFF ANALYST II (797)

 Assume responsibility for planning activities on multiple, diverse, and complex projects  Deal tactfully and courteously with others
 Establish and maintain effective working relationships with those contacted in the course of work, including coworkers, supervisors, and the general public  Work in a team-based environment and achieve common goals  Supervise others, prioritize and assign work, and ensure appropriate training  Walk or stand for extended periods of time
 Bend, stoop, reach, carry, crawl, climb and lift as necessary to perform assigned duties

SUPERVISION RECEIVED
Works under the general direction of a Management Analyst, Division Manager, Assistant Director, Director or other manager as assigned.

Works under the general supervision of the Housing and Community Services Division Manager or others as assigned.

SUPERVISION EXERCISED
Assists in the supervision and training of the Staff Analyst I and may supervise clerical and/or administrative support staff when assigned.

CONFLICT OF INTEREST
Incumbents in this position are required to file a Conflict of Interest statement upon assuming office, annually, and upon leaving office, in accordance with City Manager’s Directive 100.

CLASSIFICATION HISTORY
Established 08/01/2001; Rev. 06/10/2014; Rev. 11/2023
Rev. 12/2023

CITY OF SANTA CLARA, CALIFORNIA

CLASS SPECIFICATION

TITLE: MANAGEMENT ANLAYST (JOB CODE 008)

DEPARTMENT ACCOUNTABLE TO FLSA STATUS
Various Various Exempt

CLASS SUMMARY
This is a professional staff position in the unclassified service responsible for assembling, analyzing and interpreting data and preparing correspondence and reports with recommendations to management on varied, difficult and complex issues with a certain level of expertise in the assigned area. Incumbents in this position will have considerable independence in making judgment related to their assignments and must handle situations with great sensitivity, tact and diplomacy. May supervise or act as lead worker to staff involved in management activities.

DISTINGUISHING CHARACTERISTICS
The Management Analyst classification is the first-level classification into the management series.

This position manages a function and/or program area in a major Department or Division. A Management Analyst may act as an independent contributor or subject matter expert in an assigned specialty. Incumbents work under general direction, and with considerable independence, requiring discretion, sensitivity, tact, and sound judgment in the course of work. Assignments are given with general instruction and incumbents are responsible for establishing objectives, timelines, and methods to complete assignments. This classification differs from the lower -level non-management Staff Analyst classification in that the latter performs entry level analysis duties.

This classification is distinguished from the higher-level classification of Senior Management Analyst, in that that latter is the advanced journey level classification responsible for performing the most complex assignments , may manage multiple functions or program areas, and may supervise subordinate management staff.

As a member of the City’s unclassified service, this is an “at -will” position and the incumbent serves at the discretion of the City Manager or City Attorney. An incumbent in this position demonstrates strong ethical, professional, and service-oriented leadership and interpersonal skills, sets a good example, and correctly applies the tenets of the City’s Code of Ethics and Values.

MINIMUM QUALIFICATIONS

EDUCATION AND EXPERIENCE
• Graduation from an accredited college or university with a bachelor’s degree in Public Administration, Business Administration or closely related field; AND • One (1) year of experience performing analytical work

ACCEPTABLE SUBSTITUTION
None.

LICENSES/CERTIFICATIONS
Possession of an appropriate, valid California Class C driver’s license is required at time of appointment and for duration of employment.

MANAGEMENT ANALYST (008)

DESIRABLE QUALIFICATIONS
A Master’s degree in Public or Business Administration or closely related field is desirable.

OTHER REQUIREMENTS
Must be able to perform all of the essential functions of the job assignment.

TYPICAL DUTIES
This description may not include all the duties listed below, nor do the examples cover all duties that may be performed. Specific job duties of this position may vary widely depending on the departmental location of the position.

Under general direction, the incumbent will:
• Perform management and operation reviews of organizations, both public, private and non-profit, departments, programs, functions, and systems; • Review and analyze policies and procedures to determine efficiency and effectiveness, both financially and operationally;
• Collaboratively work with representatives of other departments or organizations in conducting studies and be able to apply comparative and best practices data to benchmark activities;
• Conduct statistical analyses and apply information technology applications, spreadsheets and databases, to analyze and evaluate data;
• Propose reasonable conclusions, effective solutions and potential options; • Recommend modifications to existing policy, procedures and/or processes; • Write complete, concise reports designed to effect improvements and/or implement solutions;
• Present report contents and provides constructive feedback to departments, organizations, functions impacted by the report;
• Investigate, research and respond to assigned complaints, issues or concerns raised by the public or employees, and propose responses and/or resolutions for review and acceptance by City Manager or senior management;
• Perform monitoring, review and analysis of procedures, plans, processes, guidelines, and instructions to ensure compliance with departmental policies; • Establish, coordinate and monitor the administration of and follow-up on training opportunities, both in-house and external, contractor agreements and equipment and real property leases;
• Serve as staff liaison, as assigned, to City Commissions and/or committees; • Maintain, as directed, relations with governmental jurisdictions, organizations, associations and other external groups, making personal appearances as necessary; • Coordinate the review and analysis of State and Federal legislation; • Assist in the preparation, submittal and administration of the annual department budget; • Organize, coordinate and supervise, as assigned, special City wide events and the City wide volunteer program;
• Supervise or act as lead employee to staff involved in any of the assignments; and • Perform other work as assigned.

MANAGEMENT ANALYST (008)

KNOWLEDGE, SKILLS, & ABILITIES

Knowledge of:
• Area of assignment;
• Major principles, practices, methods and techniques of administration relating to at least one of the following: general management, budgeting, human resources, or financial; • Principles and techniques of narrative report writing; • Analysis of statistical data;
• Project and workload planning; and
• Environmental and office safety practices, procedures and standards, e.g. OSHA, Federal, State and local rules and regulations.

Ability to:
• Organize, analyze and evaluate tangible and intangible data soundly and impersonally; • Make recommendations on difficult issues;
• Conduct independent, original research based on sound analysis and leading to appropriate recommendations to resolve specific issues, complaints or problems involving individuals or organizational units;
• Present statistical and narrative reports or correspondence including recommendations clearly, concisely, logically, accurately and convincingly in oral and written form; • Speak effectively before groups;
• Establish and maintain tactful and constructive relationships by collaborating with City employees including elected and senior officials and managers, the general public, and other governmental representatives;
• Work effectively and coordinate multiple projects and complex tasks simultaneously in time-sensitive situations and meet deadlines;
• Understand, interpret, and apply rules, standards, or procedures and persuade others to accept or adopt recommendations;
• Formulate reasonable and effective conclusions;
• Conduct thorough investigations, determine methodologies and obtain basic data necessary to evaluate solutions to complex problems and issues with multiple variables; • Train, supervise, or evaluate assigned staff and their work; and • Walk or stand for extended periods of time and bend, stoop, crawl, climb, and lift as necessary to perform assigned duties.

SUPERVISION RECEIVED
Works under the supervision of the City Manager, Assistant City Manager, department head or other assigned manager.

SUPERVISION EXERCISED
May supervise staff or act as lead supervisor to those assigned to a task, program or project.

MANAGEMENT ANALYST (008)

CONFLICT OF INTEREST
If applicable add: Incumbents in this position are required to file a Conflict of Interest statement upon assuming office, annually, and upon leaving office, in accordance with City Manager’s Directive 100.

CLASSIFICATION HISTORY
Est. 05/2002, Rev. 02/2014; Rev. 12/2023
Rev. 12/2023

CITY OF SANTA CLARA, CALIFORNIA

CLASS SPECIFICATION

TITLE: MANAGEMENT ANLAYST (JOB CODE 008)

DEPARTMENT ACCOUNTABLE TO FLSA STATUS
Various Various Exempt

Description CLASS SUMMARY
This is a professional staff position in the unclassified service responsible for assembling, analyzing and interpreting data and preparing correspondence and reports with recommendations to management on varied, difficult and complex issues with a certain level of expertise in the assigned area. Incumbents in this position will have considerable independence in making judgment related to their assignments and must handle situations with great sensitivity, tact and diplomacy. May supervise or act as lead worker to staff involved in management activities.

DISTINGUISHING CHARACTERISTICS
The Management Analyst classification is the first-level classification into the management series.

This position manages a function and/or program area in a major D epartment or Division. A Management Analyst may act as an independent contributor or subject matter expert in an assigned specialty. Incumbents work under general direction , and with considerable independence, requiring discretion, sensitivity, tact, and sound judgment in the course of work. Assignments are given with general instruction and incumbents are responsible for establishing objectives, timelines, and methods to comp lete assignments. This classification differs from the lower -level non-management Staff Analyst classification in that the latter performs entry level analysis duties.

This classification is distinguished from the higher-level classification of Senior Management Analyst, in that that latter is the advanced journey level classification responsible for performing the most complex assignments , may manage multiple functions or program areas, and may supervise subordinate management staff.

As a member of the City’s unclassified service, this is an “at -will” position and the incumbent serves at the discretion of the City Manager or City Attorney. An incumbent in this position demonstrates strong ethical, professional, and service-oriented leadership and interpersonal skills, sets a good example, and correctly applies the tenets of the City’s Code of Ethics and Values.

MINIMUM QUALIFICATIONS

EDUCATION AND EXPERIENCE
• Graduation from an accredited college or university with a bachelor’s degree in Public Administration, Business Administration or closely related field; andAND • One (1) year of experience performing analytical work experience. responsible professional journey-level experience in public administration which may include systems and procedures, budget, fiscal program and project coordination, or human resources programs .

ACCEPTABLE SUBSTITUTION
None.

MANAGEMENT ANALYST (008)

LICENSES/CERTIFICATIONS
Possession of an appropriate, valid California Class C driver’s license is required at time of appointment and for duration of employment.

DESIRABLE QUALIFICATIONS
A Master’s degree in Public or Business Administration or closely related field is desirable.

OTHER REQUIREMENTS
Must be able to perform all of the essential functions of the job assignment.

TYPICAL DUTIES

This description may not include all the duties listed below, nor do the examples cover all duties that may be performed. Specific job duties of this position may vary widely depending on the departmental location of the position.

Duties may include, but are not limited to the following.

With Under general direction, the incumbent will::
• Perform management and operation reviews of organizations, both public, private and non-profit, departments, programs, functions, and systems; • Review and analyze policies and procedures to determine efficiency and effectiveness, both financially and operationally;
• Collaboratively work with representatives of other departments or organizations in conducting studies and be able to apply comparative and best practices data to benchmark activities;
• Conduct statistical analyses and apply information technology applications, spreadsheets and databases, to analyze and evaluate data;
• Propose reasonable conclusions, effective solutions and potential options; • Recommend modifications to existing policy, procedures and/or processes; • Write complete, concise reports designed to effect improvements and/or implement solutions;
• Present report contents and provides constructive feedback to departments, organizations, functions impacted by the report;
• Investigate, research and respond to assigned complaints, issues or concerns raised by the public or employees, and propose responses and/or resolutions for review and acceptance by City Manager or senior management;
• Perform monitoring, review and analysis of procedures, plans, processes, guidelines, and instructions to ensure compliance with departmental policies; • Establish, coordinate and monitor the administration of and follow-up on training opportunities, both in-house and external, contractor agreements and equipment and real property leases;
• Serve as staff liaison, as assigned, to City Commissions and/or committees; • Maintain, as directed, relations with governmental jurisdictions, organizations, associations and other external groups, making personal appearances as necessary; • Coordinate the review and analysis of State and Federal legislation; MANAGEMENT ANALYST (008)

• Assist in the preparation, submittal and administration of the annual department budget; • Organize, coordinate and supervise, as assigned, special City wide events and the City wide volunteer program;
• Supervise or act as lead employee to staff involved in any of the assignments; and • Perform other work as assigned.

KNOWLEDGE, SKILLS, & ABILITIES

Knowledge of:
• Area of assignment;
• Major principles, practices, methods and techniques of administration relating to at least one of the following: general management, budgeting, human resources, or financial; • Principles and techniques of narrative report writing; • Analysis of statistical data;
• Project and workload planning; and
• Environmental and office safety practices, procedures and standards, e.g. OSHA, Federal, State and local rules and regulations.

Ability to:
• Organize, analyze and evaluate tangible and intangible data soundly and impersonally; • Make recommendations on difficult issues;
• Conduct independent, original research based on sound analysis and leading to appropriate recommendations to resolve specific issues, complaints or problems involving individuals or organizational units;
• Present statistical and narrative reports or correspondence including recommendations clearly, concisely, logically, accurately and convincingly in oral and written form; • Speak effectively before groups;
• Establish and maintain tactful and constructive relationships by collaborating with City employees including elected and senior officials and managers, the general public, and other governmental representatives;
• Work effectively and coordinate multiple projects and complex tasks simultaneously in time-sensitive situations and meet deadlines;
• Understand, interpret, and apply rules, standards, or procedures and persuade others to accept or adopt recommendations;
• Formulate reasonable and effective conclusions;
• Conduct thorough investigations, determine methodologies and obtain basic data necessary to evaluate solutions to complex problems and issues with multiple variables; • Train, supervise, or evaluate assigned staff and their work; and • Walk or stand for extended periods of time and bend, stoop, crawl, climb, and lift as necessary to perform assigned duties.

SUPERVISION RECEIVED
Works under the supervision of the City Manager, Assistant City Manager, department head or other assigned manager.

MANAGEMENT ANALYST (008)

SUPERVISION EXERCISED
May supervise staff or act as lead supervisor to those assigned to a task, program or project.

CONFLICT OF INTEREST
If applicable add: Incumbents in this position are required to file a Conflict of Interest statement upon assuming office, annually, and upon leaving office, in accordance with City Manager’s Directive 100.

CLASSIFICATION HISTORY
Est. 05/2002, Rev. 02/2014; Rev. 12/2023
Rev. 12/2023

CITY OF SANTA CLARA, CALIFORNIA

CLASS SPECIFICATION

TITLE: EXECUTIVE ASSISTANT (JOB CODE 187)

DEPARTMENT ACCOUNTABLE TO FLSA STATUS
City Manager
Mayor and Council
City Manager or Designee Exempt

CLASS SUMMARY
The Executive Assistant provides responsible, confidential, administrative support services for the Mayor and City Council, and/or City Manager. The job involves working with individuals, activities and issues with which the Mayor and City Council and City Manager are involved and requires daily contact with a cross-section of high level government, community, and public and private officials, as well as individual members of the community. The incumbent must be able to handle non-partisan confidential matters with a high level of judgment.

As a member of the City's unclassified service, this is an "at-will" position and the incumbent serves at the discretion of the City Manager. An incumbent in this position demonstrates strong ethical, professional, and service-oriented leadership and interpersonal skills, sets a good example, and correctly applies the tenets of the City's Code of Ethics and Values. Performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS
The position of Executive Assistant is the highest level of administrative support. It is distinguished from other classifications by level of discretion, sensitivity, interpersonal skills, and political awareness necessary to perform effectively, and by ongoing contact with the City Manager, elected officials, departments heads, the City Council, and the public.

As a member of the City’s unclassified service, this is an “at -will” position and the incumbent serves at the discretion of the City Manager o r City Attorney. An incumbent in this position demonstrates strong ethical, professional, and service-oriented leadership and interpersonal skills, sets a good example, and correctly applies the tenets of the City’s Code of Ethics and Values.

MINIMUM QUALIFICATIONS

EDUCATION AND EXPERIENCE
• High School Diploma or tested equivalent; and
• Six years of increasingly responsible clerical, office, and administrative work, including public contact. One year of required experience must include support of management at the senior executive level.

ACCEPTABLE SUBSTITUTION
None

LICENSES/CERTIFICATIONS
Possession of a valid California Class C driver's license is required at time of appointment and for duration of employment.

EXECUTIVE ASSISTANT (187)

DESIRABLE QUALIFICATIONS
• Experience working in the public sector

OTHER REQUIREMENTS
• Must be able to perform all of the essential functions of the job assignment. • Requires a comprehensive background examination, including fingerprints. • Incumbents of this classification may be required to occasionally work odd and unusual hours.

TYPICAL DUTIES
This description may not include all the duties listed below, nor do the examples cover all duties that may be performed.

Under general direction, the incumbent will:
• Receive and reply to mail, office visitors, telephone calls, and refer citizen complaints to the appropriate department;
• Perform varied, responsible and confidential administrative duties; • Maintain calendar and appointment schedule, and coordinate attendance at numerous board, committee, and commission meetings;
• Prepare original correspondence, reports, news releases, proclamations and commendations;
• Coordinate special and ongoing projects;
• Handle daily contact with high-level government officials and residents; • Handle confidential information regarding controversial issues; • Handle travel arrangements;
• Prepare or transcribe finished copy from notes, typed copy, rough draft, oral instructions self-composed letters and memos, and transcripts of minutes and reports; • Assemble, review, and analyze materials to determine that all relevant data, files, signatures, and other required details are included;
• Screen incoming correspondence, follow up to ensure deadlines are met; • Contact other agencies for information required for special reports or correspondence, handle confidential information regarding controversial matters; • Establish and maintain office files and procedures;
• Prepare annual operating budget and monitor use of funds; • Track Council proclamations and awards received by the City of Santa Clara; • Supervise administrative support staff;
• Order office supplies and capital outlay items; and
• Perform other related duties as assigned.

KNOWLEDGE, SKILLS, & ABILITIES

Knowledge of:
• Basic organization and function of municipal government, including the role of an EXECUTIVE ASSISTANT (187)

elected City Council and appointed boards and commissions; functions and role of City Manager, City Attorney, and City operations;
• Individual activities and issues with which the office is involved; • Budgetary and financial record keeping methods;
• Office methods, procedures and machines, including filing systems, reception and telephone techniques and letter and report writing;
• Office safety practices, procedures and standards;
• Microsoft Office suite products, including Word, Excel, PowerPoint and Outlook; and • Correct English usage, spelling, punctuation, grammar and vocabulary.

Ability to:
• Perform difficult para-professional work independently; • Use tact and discretion in handling routine, complex, and confidential matters related to the City of Santa Clara's business;
• Effectively manage calendars and appointment schedules; • Establish and maintain effective working relationships with those contacted in the course of work, including the general public;
• Prepare correspondence without review, employ good judgment and make sound decisions in light of established policies and procedures; • Transcribe material with 90% accuracy;
• Type from clear copy at a net rate of not less than 25 words per minute on a computer keyboard;
• Communicate effectively and clearly, both verbally and in writing; • Supervise the work of administrative support staff;
• Manage multiple priorities, organize workload, organize files, meet strict deadlines and work with many interruptions; and
• Walk or stand for extended periods of time and bend, stoop, crawl, climb, and lift as necessary to perform assigned duties.

SUPERVISION RECEIVED
Works under the general direction of the City Manager or designee.

SUPERVISION EXERCISED
May supervise administrative support staff as assigned by the City Manager.

CONFLICT OF INTEREST
Incumbents in this position are required to file a Conflict of Interest statement upon assuming office, annually, and upon leaving office, in accordance with City Manager’s Directive 100.

CLASSIFICATION HISTORY
Established 07/01/2002; Rev: 09/18/2018; Rev: 12/2023
Rev. 12/2023

CITY OF SANTA CLARA, CALIFORNIA

CLASS SPECIFICATION

TITLE: EXECUTIVE ASSISTANT (JOB CODE 187)

DEPARTMENT ACCOUNTABLE TO FLSA STATUS
City Manager City Manager or Designee Exempt

CLASS SUMMARY
The Executive Assistant is distinguished from other classes in the administrative support series in that the incumbent provides responsible, confidential, administrative support services for the Mayor and City Council, and/or City Manager, and City Attorney. The job involves working with individuals, activities and issues with which the Mayor and City Council and , City Manager , and City Attorney are involved and requires daily contact with a cross-section of high level government, community, and public and private officials, as well as individual members of the community. The incumbent must be able to handle non-partisan confidential matters with a high level of judgment.

As a member of the City's unclassified service, this is an "at-will" position and the incumbent serves at the discretion of the City Manager or City Attorney. An incumbent in this position demonstrates strong ethical, professional, and service-oriented leadership and interpersonal skills, sets a good example, and correctly applies the tenets of the City's Code of Ethics and Values. Performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS
This class is distinguished from other office administrative classes by its direct reporting relationship to the City Manager and its broader continuing interfaces with political and elected officials, department heads, other government agencies, private business representatives, City staff, and the public.

As a member of the City’s unclassified service, this is an “at -will” position and the incumbent serves at the discretion of the City Manager or City Attorney. An incumbent in this position demonstrates strong ethical, professional, and service-oriented leadership and interpersonal skills, sets a good example, and correctly applies the tenets of the City’s Code of Ethics and Values.

MINIMUM QUALIFICATIONS

EDUCATION AND EXPERIENCE
• High School Diploma or tested equivalent Associate of Arts degree in office administration, business management or related field; and • Six years of progressively responsible and varied administrative support and/or legal experience including supervisory responsibilities, which includes one (1) year of support experience assisting executive management or a high-level public official; and • Public sector experience is preferred

ACCEPTABLE SUBSTITUTION
None
EXECUTIVE ASSISTANT (187)

LICENSES/CERTIFICATIONS
Possession of a valid California Class C driver's license is required at time of appointment and for duration of employment.

DESIRABLE QUALIFICATIONS
For City Attorney's Office:
• Experience in law office procedures, including court calendaring, file system organization, library maintenance and familiarity; and
• Experience in work involving knowledge of legal terminology, forms, and procedures. • Experience working in the public sector

OTHER REQUIREMENTS
• Must be able to perform all of the essential functions of the job assignment. • Requires a comprehensive background examination, including fingerprints. • Incumbents of this classification may be required to occasionally work odd and unusual hours.

TYPICAL DUTIES

This description may not include all the duties listed below, nor do the examples cover all duties that may be performed.

Under general direction, the incumbent will:

Duties may include, but are not limited to, the following:

Under general direction:

For all Offices:
• Receive and reply to mail, office visitors, telephone calls, and refer citizen complaints to the appropriate department ;
• Perform varied, responsible and confidential administrative duties; • Maintain calendar and appointment schedule, and coordinate attendance at numerous board, committee, and commission meetings;
• Prepare original correspondence, reports, news releases, proclamations and commendations;
• Coordinate special and ongoing projects;
• Handle daily contact with high-level government officials and residents; • Handle confidential information regarding controversial issues; • Handle travel arrangements;
• Prepare or transcribe finished copy from notes, typed copy, rough draft, oral instructions self-composed letters and memos, and transcripts of minutes and reports; • Assemble, review, and analyze materials to determine that all relevant data, files, signatures, and other required details are included;
EXECUTIVE ASSISTANT (187)

• Screen incoming correspondence, follow up to ensure deadlines are met; • Contact other agencies for information required for special reports or correspondence, handle confidential information regarding controversial matters; • Establish and maintain office files and procedures;
• Prepare annual operating budget and monitor use of funds; • Track Council proclamations and awards received by the City of Santa Clara; • Supervise administrative support staff;
• Order office supplies and capital outlay items; and
• Perform other related duties as assigned.

For City Attorney's Office:
• Interface with the municipal, superior, and Federal courts; • Draft letters, memoranda, reports, pleadings, resolutions, and ordinances; • Maintain the filing system and the law library, including organizing, ordering, cataloging and filing books, updates, supplements newsletters, bulletins, and seminar materials; and • Process claims and act as liaison between the City's claims administrator and the City Attorney's Office.

KNOWLEDGE, SKILLS, & ABILITIES

Knowledge of:

For City Attorney's Office:
• Experience in law office procedures, including court calendaring, file system organization, library maintenance and familiarity; and
• Experience in work involving knowledge of legal terminology, forms, and procedures.

For all Offices:
• Basic organization and function of municipal government, including the role of an elected City Council and appointed boards and commissions; functions and role of City Manager, City Attorney, and City operations;
• Individual activities and issues with which the office is involved; • Budgetary and financial record keeping methods;
• Office methods, procedures and machines, including filing systems, reception and telephone techniques and letter and report writing;
• Office safety practices, procedures and standards;
• Microsoft Office suite products, including Word, Excel, PowerPoint and Outlook; and • Correct English usage, spelling, punctuation, grammar and vocabulary.

For City Attorney's Office:
• Current legal and general office methods;
• Fundamentals of the organization and maintenance of a law library; and • Legal terminology, pleadings, briefs, ordinances, resolutions, documents and publications.

Ability to:

EXECUTIVE ASSISTANT (187)

For all Offices:
• Perform difficult para-professional work independently; • Use tact and discretion in handling routine, complex, and confidential matters related to the City of Santa Clara's business;
• Effectively manage calendars and appointment schedules; • Establish and maintain effective working relationships with those contacted in the course of work, including the general public;
• Prepare correspondence without review, employ good judgment and make sound decisions in light of established policies and procedures; • Transcribe material with 90% accuracy;
• Type from clear copy at a net rate of not less than 25 words per minute on a computer keyboard;
• Communicate effectively and clearly, both verbally and in writing; • Supervise the work of administrative support staff;
• Manage multiple priorities, organize workload, organize files, meet strict deadlines and work with many interruptions; and
• Walk or stand for extended periods of time and bend, stoop, crawl, climb, and lift as necessary to perform assigned duties.

SUPERVISION RECEIVED
Works under the general direction of the City Manager , City Attorney, or designee.

SUPERVISION EXERCISED
May supervise administrative support staff as assigned by the City Manager.

CONFLICT OF INTEREST
Incumbents in this position are required to file a Conflict of Interest statement upon assuming office, annually, and upon leaving office, in accordance with City Manager’s Directive 100.

CLASSIFICATION HISTORY
Established 07/01/2002; Rev: 09/18/2018; Rev: 12/2023

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EMPLOYMENT AGREEMENT

BY AND BETWEEN THE

CITY OF SANTA CLARA, CALIFORNIA
AND
JOVAN D. GROGAN

This EMPLOYMENT AGREEMENT is made by and between the City of Santa Clara, California, a chartered California municipal corporation ("City") and Jovan D. Grogan ("Employee") as of February 7, 2023.

RECITALS
This Agreement is entered into on the basis of the following facts:

A. City, acting with the approval of its duly elected City Council, desires to appoint and employ Jovan D. Grogan as its City Manager subject to the terms and conditions set forth in this Agreement, the Government Code of the State of California, the Santa Clara City Code and the Charter of the City of Santa Clara (the "Charter").

B. The Charter provides that the City Manager shall be appointed by and serve at the pleasure of the City Council.

C. Employee desires to be employed by the City as its City Manager, subject to the terms and conditions set forth in this Agreement, the Government Code of the State of California, the Santa Clara City Code and the Charter.

D. City and Employee desire to establish specific terms and conditions relating to compensation, including salary and benefits, performance evaluations and related matters.

AGREEMENT PROVISIONS
BASED UPON THE FOREGOING, CITY AND EMPLOYEE AGREE AS FOLLOWS:

1. Employment. City Council appoints and employs Employee as City Manager with the City of Santa Clara and Employee accepts the appointment and employment. Employee acknowledges and agrees that as City Manager, Employee serves in an at-will capacity, serving at the pleasure of the City Council, with no expectation of continued employment, and with no right to pre-or-post-separation due process or appeal as provided in Santa Clara City Charter Section 800, et seq., Government Code Section 36506 as applicable, and Santa Clara City Code 2.15.010. Such appointment and employment shall be effective on May 1, 2023 (“Effective Date”) and shall continue until such time as this Agreement is terminated by either party.

2. Duties of the City Manager. Employee shall perform the duties established for the City Manager by the Charter, the Santa Clara City Code, governing documents for City- related entities, and the City Council, and by any applicable law, ordinance, resolution, rule, or regulation including, without limitation, as reflected in the description of duties for

301447.14
the City Manager position, attached hereto as Exhibit E and hereby incorporated by reference.

2.1. Full Energy and Skill. Employee shall devote their full energy, skill, ability, and productive time to the performance of the "Duties of the City Manager" referenced herein.

2.2. Council-Employee Relations. City and Employee acknowledge that an excellent City Council-Employee relationship is in the best interest of the City and accordingly each agrees to use best efforts to foster City Council-Employee communications.

2.3. Conflict. Employee shall not engage in any employment, activity, consulting service, or other enterprise, for compensation or otherwise, which is actually or potentially in conflict with, inimical to, or which interferes with the performance of the "Duties of the City Manager" described herein. Employee acknowledges that they are subject to and will abide by the various conflict of interest requirements found in the California Government Code and other applicable state and local policies and regulations concerning conflicts of interest.

2.4. Code of Ethics and Values. Employee shall adhere to the City of Santa Clara's Code of Ethics and Values, a copy of which is attached as Exhibit A and incorporated herein.

2.5. Permission Required For Outside Activities. Employee shall not engage in any employment, activity, consulting service, or other enterprise, for compensation or otherwise, without the express, written consent of the Mayor or other Council member designated by City Council. Charitable or religious engagements that do not conflict with the duties of the City Manager are not a violation of Section 2.5.

2.6. Professional Activities.
(a) During Employee's appointment as City Manager, Employee is expressly authorized to participate in professional activities, including but not limited to meetings, conferences, and other events conducted or sponsored by any professional organizations related to their work responsibilities as City Manager, including responsibilities identified in the Section, provided that their ability to perform the "Duties of the City Manager" described herein is not compromised.
(b) Employee shall be paid regular salary and benefits while traveling to, attending, or participating in professional activities, and shall be entitled to expense advances in accordance with City policy applicable to other Council-appointed officers. Subject to annual appropriation and any limitations in the City travel policy attached hereto as Exhibit D (City Manager’s Directive 028 Travel Policy, hereinafter “Policy”), Employee is

301447.14
entitled to reimbursement for the actual costs of the following expense categories that they incur as a result of the Professional Activities authorized in this Section: membership fees, airfare, rental car (if necessary), conference fees and lodging, in accordance with the City's policy.
(c) To the extent the Policy vests authority in an employee’s supervisor, the City Manager or designee, such authority shall be vested in the Mayor or other council member designated by City Council. Employee shall inform and receive advance written permission by e-mail from the Mayor or other council member designated by the City Council in advance of absences of more than one day related to such Professional Activities. (d) The City Manager may not change any terms of the Policy that are applicable to them without the express, advance approval of the City Council. The City Manager maintains discretion to approve modifications of this Policy as applicable to other City employees.

2.7. Other Roles. Employee shall also serve as Contract Administrator for the Sports & Open Space Authority, Executive Director for the Housing Authority, Chief Executive Officer of the Stadium Authority, Staff Chair for the Economic Development Team, Executive Director for the Bayshore North Project Enhancement Authority, and Executive Director for the Successor Agency to the Redevelopment Agency.

3. Compensation. While performing the duties of City Manager, Employee shall be compensated as provided in this Section.

3.1. Salary. Employee shall receive an annual salary of Four Hundred and Five Thousand and Fifty-Six Dollars, and Forty Cents ($405,056.40), less all authorized and appropriate deductions and withholdings, payable in pro-rata increments on regular City paydays, commencing on the first day of employment.

3.2. Adjustments.
(a) Employee shall receive a two percent (2.0%) Cost of Living Adjustment (“COLA”) to their Base Salary, effective the first regular pay period in 2024.
(b) Prior to the first regular pay period in 2024, and in conjunction with Employee’s annual performance appraisal (see Section 4 below), the City Council will meet with the Employee for the express purpose of determining, in its sole discretion, whether to grant Employee a merit- based salary adjustment, in an amount deemed appropriate by the City Council and otherwise permitted by law. This merit-based salary adjustment would be in addition to the COLA identified in Section 3.2, subsection (a) above.
(c) Following January 30, 2024, Council will, in its sole discretion, determine whether to provide Employee with any additional base salary or other compensation adjustments. Council will make such determinations in

301447.14
conjunction with Employee’s annual performance appraisal (see Section 4 below) or at any other time that Council, in its sole discretion, deems appropriate. Any adjustments made pursuant to this subsection shall be memorialized in writing as an amendment to this Agreement and shall be approved by the City Council in open session.

3.3. Benefits and Allowances.
(a) Except as otherwise specified in this Agreement, Employee will be eligible for, and shall receive, the benefits provided in the following identified sections of the Miscellaneous Unclassified Employees Memorandum of Understanding (“MOU”) for Unit 9 as of May 1, 2023. To the extent these sections vest authority in a Unit 9 member’s supervisor, Department Head, City Manager or designee, such authority shall vest to the Mayor or other Council member designated by City Council.
i. Section 2 – California Public Employees’ Retirement
System
ii. Section 4 – Holidays
iii. Section 6 – Vacation Accrual and Usage
iv. Section 7 – Health Insurance
v. Section 8 – Dental Insurance
vi. Section 9 – Vision Insurance
vii. Section 10 – Long Term Disability
viii. Section 11 – Life Insurance
ix. Section 12 – Automobile Allowance
x. Section 13 – Mobile Communication Device Allowance
xi. Section 16 – Sick Leave/Family Sick Leave/Personal
Leave
xii. Section 17 – Bereavement Leave
xiii. Section 19 – Retiree Medical Reimbursement Benefit xiv. Section 24 – Industrial Injury/Continuation of Insurance Benefits While on Workers’ Compensation
xv. Section 25 – Management Leave Program
xvi. Section 26 – Flexible Spending Plan
(b) In the event a successor MOU includes a change to any of the sections enumerated above, the City Council shall, in its discretion, determine the extent to which such changes are applicable to Employee.

301447.14
(c) Entitlement to any and all benefits provided under this Section 3.3 shall cease immediately upon termination of employment, excluding health benefits provided as Severance pursuant to Section 6.1. (d) A copy of the MOU is attached as Exhibit B and the provisions enumerated in Section 3.3 subsection (a) are incorporated herein. No side letters to the MOU (including but not limited to the Side Letters executed between the City and Unit 9 regarding Amendment to the December 15, 2019 – December 30, 2024 Memorandum of
Understanding (“MOU”) dated September 8, 2022 and Use of Compensatory Time Off (“CTO”) dated November 4, 2020) shall be applicable to Employee.

3.4. Deferred Compensation. Employee may participate in ICMA-RC for deferred compensation programs. The City shall contribute Eight Thousand, Six Hundred Dollars and Zero Cents ($8,600.00) annually, prorated and contributed on the City’s normal paydays, to a 457 or a 401(a) retirement plan account established for Employee. Employee will make any additional contributions required under the plan, if any, and may make additional voluntary contributions, if permitted.

3.5. Vacation. MOU Section 6 shall govern the terms and conditions related to Employee’s use of vacation during their tenure with the City, unless expressly stated otherwise in this Agreement. Section 6, subsection (A) of the MOU [vacation within the first 6 months of employment] and subsection (E) of the MOU [Maximum Vacation Accrual Limit] are not applicable to Employee. (a) Effective the first day of employment, Employee will have a vacation bank of 120 hours.
(b) Employee shall accrue vacation at the rate and be subject to a maximum accrual as specified in Section 6 of the Unit 9 MOU as of May 1, 2023 as though Employee has completed ten (10) years of service with the City.

In the event a successor MOU includes a change to the specified accrual rate or maximum accrual, the City Council shall, in its discretion, determine the extent to which such change applies to Employee. (c) Employee shall seek and obtain advance approval from the Mayor or other Council member designated by City Council to use vacation time.

3.6. Sick Leave. MOU Section 16 [Sick Leave/Family Sick Leave/Personal Leave] shall govern the terms and conditions related to Employee’s use of such leaves during their tenure with the City, unless expressly stated otherwise in this Agreement. Effective the first day of employment, Employee will have a sick leave bank of 120 hours.

3.7. Management Leave. MOU Section 25 [Management Leave] shall govern the terms and conditions related to Employee’s use of management leave during their tenure with the City, unless expressly stated otherwise in this Agreement.

Employee shall not be entitled to management leave until their one-year anniversary date of employment, at which time they will be credited 120 hours in

301447.14
their management leave bank. This term expressly supersedes subsections (A) and (B) of Section 25 of the MOU.

3.8. Automobile Allowance. MOU Section 12 [Automobile Allowance] shall govern the terms and conditions related to Employee’s use of the automobile allowance program, unless expressly stated otherwise in this Agreement. Employee shall be entitled to a monthly automobile allowance of Five Hundred and Twenty Dollars and Zero Cents ($520.00).

3.9. Past Practices. No past practices or benefits previously provided to the City Manager position or past practices or benefits provided to any other City position shall be applicable unless specifically incorporated and approved in this agreement.

4. Performance Appraisal. The City Council shall make best efforts to undertake a performance appraisal of the Employee at least every twelve (12) months following the Employee’s original date of hire. The City Council may conduct performance appraisals more frequently in its sole discretion.

5. Additional Expenses of Employment. The City shall pay the costs of any fidelity or other bonds required by law for Employee.

6. Termination, Resignation and Severance Pay. Removal of Employee shall conform to the requirements of Charter section 806. Employee understands and agrees that they have no constitutionally protected property or other interest in continued employment as City Manager. Employee understands that notwithstanding any other applicable laws, resolutions, and policies, they have no right to pre-or-post-disciplinary due process.

Employee further understands and agrees that they work at the will and pleasure of the City Council and that they may be terminated at any time, with or without Cause (as defined below).

6.1. No Cause Termination. In the event that Employee’s employment as City Manager is Terminated (as defined below) for no reason or for any reason other than as set forth in Sections 6.2 and 6.6 below and Employee signs, does not revoke, and delivers to the City Council a general and full release of all claims substantially in the form attached as Exhibit C (Severance and Release Agreement), which may be amended as required by law to effectuate a full and complete release, on or after Employee’s termination date but no later than the date set by the City Council at the time of termination in accordance with applicable law, City shall provide the following severance benefits (“Severance”):
(a) If Employee is Terminated before November 1, 2023, City shall pay Employee a severance amount equal to six (6) months’ base salary and shall pay for continued health benefits (medical, dental, and vision) for Employee and any dependents enrolled during employment for six (6) months or until Employee secures health benefits through another source, whichever comes first.
(b) If Employee is Terminated between November 2, 2023 and January 1, 2024, City shall pay Employee a severance amount equal to eight (8)

301447.14
months’ base salary and shall pay for continued health benefits (medical, dental, and vision) for Employee and any dependents enrolled during employment for eight (8) months or until Employee secures health benefits through another source, whichever comes first. (c) If Employee is Terminated January 2, 2024, or after, City shall pay Employee a severance amount equal to ten (10) months’ base salary and shall pay for continued health benefits (medical, dental, and vision) for Employee and any dependents enrolled during employment for ten (10) months or until Employee secures health benefits through another source, whichever comes first.
(d) The parties understand and agree that any severance-related payments through the City’s payroll system and/or on its payroll schedule shall not constitute continued employment for any purpose nor shall they entitle Employee to any benefits beyond those set forth in this Section 6.1. (e) Severance shall include only the cash payments and health benefits described in this Section.
(f) For purposes of this Section, “Terminated” shall mean any of the following:
i. The City Council ends the employment relationship; or ii. Employee resigns after the City Council requests
Employee’s resignation.
(g) The City shall, in its discretion, decide whether to issue the severance amount and the continued health benefits as either a lump-sum cash payment and direct payment of Employee’s COBRA costs for the continued health benefits period, or to issue severance-related payments through the City’s payroll system and/or its payroll schedule and maintain the Employee and eligible dependents on the City’s health insurance plan during the continued health benefits period. For purposes of this subsection, “continued health benefits period” refers to the duration for which the Employee and eligible dependents shall receive health insurance benefits pursuant to either subsection (a), (b), or (c) of Section

6.1. If the City decides to issue severance-related payments through the City’s payroll system, the City shall convert remaining non-health related payments to a lump-sum cash payment if requested by the Employee and necessary for the Employee to obtain employment elsewhere.

6.2. For Cause Termination. Notwithstanding Section 6.1 above, City shall not be obligated to pay, and shall not pay, any amounts or continue any benefits under the provisions of Section 6.1 if Employee is terminated for Cause. Cause shall be defined as any of the following:
(a) Conviction of or a plea of nolo contendere to a felony or a misdemeanor involving moral turpitude, dishonesty, breach of trust, abuse of position, or unethical conduct;

301447.14
(b) Material willful misconduct, material or willful gross neglect, fraud, misappropriation, embezzlement, theft, or dishonesty;
(c) Willful or repeated failure, for reasons other than disability, to devote substantially all of Employee’s business time and effort to the City; or (d) Violation of the City’s Code of Ethics and Values (Exhibit A).

6.3. Abuse of Office or Position. If Employee is convicted of a crime involving an abuse of their office or position, or moral turpitude, all of the following shall apply:
(a) If Employee is provided with paid administrative leave pending an investigation, Employee shall be required to fully reimburse City such amounts paid;
(b) If City pays for the criminal legal defense of Employee (which would be in its sole discretion, as it is generally not obligated to pay for criminal defense), Employee shall be required to fully reimburse City such amounts paid; and
(c) Any severance benefits not yet paid to Employee shall be forfeited.

For purposes of this Section, abuse of office or position means either an abuse of public authority, including waste, fraud, misappropriation of funds, or other illegal fiscal practices, violation of the law under color of authority, or a crime against public justice.

6.4. Resignation. Employee shall provide at least sixty (60) days’ written notice to City in the event Employee voluntarily resigns or retires. This notice requirement may be waived by the City in its sole discretion. Except as provided in Section

6.1 subsection (f), in the event Employee voluntarily retires or resigns their position, Employee shall be entitled only to earned but unpaid base salary, accrued but unpaid expenses required to be reimbursed, and any vacation accrued through the date of separation from employment.

6.5. Death of Employee. If, during the Term or any extended Term, Employee dies, Employee’s estate shall receive outstanding wages and accrued vacation, but shall not be entitled to any additional compensation or payment, including Severance.

6.6. Medical Separation. Subject to the provisions of the Americans with Disabilities Act and the California Fair Employment and Housing Act, in the event Employee is unable to perform the duties of City Manager, because of sickness, accident, injury, or mental or physical incapacity for a period exceeding any provided sick leave pursuant to this Agreement or other legally mandated leave, City may terminate Employee's employment and this Agreement without penalty or Severance.

6.7. Elections. City Council shall take no action to terminate Employee without Cause within ninety (90) days before and after the seating of a new member following any election in which one or more new members are elected to the City Council.

This Section does not apply if Employee is terminated for a reason set forth in

301447.14
Sections 6.2 and 6.6. There is no express or implied promise made to Employee for any form of continued employment. Employee shall have no right to a termination hearing other than as provided in the Charter.

6.8. State Law. This Agreement is subject to California Government Code section 53260 et seq. Government Code section 53260 subdivision (a) provides:

All contracts of employment between an employee and a
local agency employer shall include a provision that
provides that regardless of the term of the contract, if the contract is terminated, the maximum cash settlement that an employee may receive shall be an amount equal to the monthly salary of the employee multiplied by the number of months left on the unexpired term of the contract, with the following exceptions:
(1) If the unexpired term of the contract is greater than 18 months, the maximum cash settlement shall be an amount
equal to the monthly salary of the employee multiplied by

18. (2) In the case of a district superintendent of schools, for contracts of employment executed on or after January 1, 2016, the maximum cash settlement shall be an amount
equal to the monthly salary of the employee multiplied by

12. This Agreement has no set term. This Section 6.8 in no way modifies the term of this Agreement.

7. Miscellaneous.

7.1. Indemnity. In accordance with and to the extent provided by the California Tort Claims Act (Government Code sections 825, et seq.) and Government Code sections 995-996.5, the City shall defend and indemnify Employee against and for all losses sustained by the Employee in direct consequence of the discharge of the Employee's duties on the City's behalf for the period of the Employee's employment. This Section shall be equally applicable to each City related entity as though set forth in an indemnity agreement between the Employee and that legal entity. The City hereby guarantees the performance of this indemnity obligation by the City related entity and shall indemnify and hold the Employee harmless against any failure or refusal by the City related entity to perform its obligations under this Section. Further, if the City provides funds for legal criminal defense pursuant to this Section and the terms of the Government Code, Employee shall reimburse the City for such legal criminal defense funds if Employee is convicted of a crime involving an abuse of office or position, as provided by Government Code Sections 53243-53243.4. This Section shall survive termination of the Agreement.

301447.14

7.2. Notices. Notices given under this Agreement shall be in writing and shall be either:
(a) served personally; or
(b) delivered by first class United States mail, certified, with postage prepaid and a return receipt requested; or
(c) sent by Federal Express, or some equivalent private mail delivery service.

Notices shall be deemed received at the earlier of actual receipt or three (3) days following deposit in the United States mail, postage prepaid. Notices shall be directed to the addresses shown below, provided that a party may change such party's address for notice by giving written notice to the other party in accordance with this Section.

For City: Attention: Mayor
City of Santa Clara
1500 Warburton Avenue
Santa Clara, CA 95050

For Employee: Jovan D. Grogan
Address on file with the City

7.3. Entire Agreement/Amendment. This Agreement constitutes the entire understanding and agreement between the parties as to those matters contained in it, and supersedes any and all prior or contemporaneous agreements, representations, and understandings of the parties. This Agreement may be amended at any time by mutual agreement of the parties, but any such amendment must be in writing, dated and signed by the parties, approved by the City Council, and attached hereto.

7.4. Applicable Law and Venue. This Agreement shall be interpreted according to the laws of the State of California. Venue of any action regarding this Agreement shall be in the Santa Clara County Superior Court.

7.5. Severability. In the event any portion of this Agreement is declared void, such portion shall be severed from this Agreement and the remaining provisions shall remain in effect, unless the result of such severance would be to substantially alter this Agreement or the obligations of the parties, in which case this Agreement shall be immediately terminated.

7.6. Waiver. Any failure of a party to insist upon strict compliance with any term, undertaking or condition of this Agreement shall not be deemed to be a waiver of such term, undertaking or condition. To be effective, a waiver must be in writing, signed and dated by the parties.

7.7. Representation by Counsel. Employee and City acknowledge that they each did, or had the opportunity to, consult with legal counsel of their

301447.14
respective choices with respect to the matters that are the subject of this Agreement prior to executing it.

7.8. Section Headings. The headings on each of the sections and subsections of this Agreement are for the convenience of the parties only and do not limit or expand the contents or any such section or subsection.

The Parties acknowledge and accept the terms and conditions of this Employment Agreement as evidenced by the following signatures of their duly authorized representatives . It is the intent of the Parties that this Agreement shall become operative on the Effective Date first set forth above.

CITY OF SANTA CLARA, CALIFORNIA
a chartered California municipal corporation

___________________________
LISA M. GILLMOR
Mayor

______________________
JOVAN D. GROGAN
Employee

APPROVED AS TO FORM:

___________________________

JENICA MALDONADO
Renne Public Law Group

ATTEST:

___________________________

NORA PIMENTEL
City Clerk

Attachments:

Exhibit A - City of Santa Clara's Code of Ethics and Values Exhibit B - Miscellaneous Unclassified Employees Unit 9 Memorandum of Understanding Exhibit C - Severance and Release Agreement
Exhibit D - City Manager’s Directive 028 Travel Policy
Exhibit E - Description of Duties

301447.15

EXHIBIT A
City of Santa Clara’s Code of Ethics and Values

Attachment A
Santa Clara
hOd
r~iP
2001

PREAMBLE
City of Santa Clara, CA
Code of Ethics and Values
CMD NUMBER 67
The proper operation of democratic government requires that decision-makers be independent, impartial , and accountable to the people they serve. The City of Santa Clara has adopted this Code of Ethics and Values to promote and maintain the highest standards of personal and professional conduct in the City's government. All elected and appointed officials, City employees, volunteers, and others who participate in the city's government are required to subscribe to this Code, understand how it applies to their specific responsibilities, and practice its eight core values in their work. Because we seek public confidence in the City's services and public trust of its decision-makers, our decisions and our work must meet the most demanding ethical standards and demonstrate the highest levels of achievement in following this code.

1. As a Representative of the City of Santa Clara, I will be ethical.

In practice, this value looks like:
a.) I am trustworthy, acting with the utmost integrity and moral courage. b.) I am truthful, do what I say I will do, and am dependable. c.) I make impartial decisions , free of bribes, unlawful gifts , narrow political interests , and financial and other personal interests that impair my independence of judgment or action. d .) I am fair, distributing benefits and burdens according to consistent and equitable criteria. e.) I extend equal opportunities and due process to all parties in matters under considerat ion. If I engage in unilateral meetings and discussions, I do so without making voting decisions. f.) I show respect for persons, confidences , and information designated as "confidential. " g .) I use my title(s) only when conducting official City business , for information purposes, or as an indication of background and expertise, carefully considering whether I am exceeding or appearing to exceed my authority.

2. As a Representative of the City of Santa Clara, I will be professional.

In practice, this value looks like:
a.) I apply my knowledge and expertise to my assigned activities and to the interpersonal relationships that are part of my job in a consistent, confident, competent , and productive manner .
b.) I approach my job and work-related relationships with a positive attitude. c.) I keep my professional knowledge and skills current and growing.

3. As a Representative of the City of Santa Clara, I will be service-oriented.

In practice, this value looks like:
a.) I provide friendly, receptive, courteous service to everyone. b.) I am attuned to, and care about, the needs and issues of citizens, public officials, and city workers .

Attachment A CMD NUMBER 67
c.) In my interactions with constituents , I am interested , engaged , and responsive .

4. As a Representative of the City of Santa Clara, I will be fiscally responsible In practice, this value looks like:
a.) I make decisions after prudent consideration of their financial impact , taking into account the long-term financial needs of the City, especially its financial stability. b.) I demonstrate concern for the proper use of City assets (e.g., personnel, time, property , equipment , funds) and follow established procedures.
c.) I make good financial decisions that seek to preserve programs and services for City residents.

5. As a Representative of the City of Santa Clara, I will be organized.

In practice, this value looks like:
a.) I act in an efficient manner , making decisions and recommendations based upon research and facts, taking into consideration short and long term goals. b.) I follow through in a responsible way, keeping others informed, and responding in a timely fashion .
c.) I am respectful of established City processes and guidelines.

6. As a Representative of the City of Santa Clara, I will be communicative .

In practice, this value looks like:
a.) I convey the City's care for and commitment to its citizens. b.) I communicate in various ways that I am approachable, open-minded and willing to participate in dialog.
c.) I engage in effective two-way communication , by listening carefully, asking questions , and determining an appropriate response which adds value to conversations .

7. As a Representative of the City of Santa Clara, I will be collaborative.

In practice, this value looks like:
a.) I act in a cooperative manner with groups and other individuals , working together in a spirit of tolerance and understanding.
b.) I work towards consensus building and gain value from diverse opinions. c.) I accomplish the goals and responsibilities of my individual position, while respecting my role as a member of a team .
d.) I consider the broader regional and State-wide implications of the City's decisions and issues.

8. As a Representative of the City of Santa Clara, I will be progressive .

In practice, this value looks like:
a.) I exhibit a proactive , innovative approach to setting goals and conducting the City's business. b.) I display a style that maintains consistent standards, but is also sensitive to the need for compromise , "thinking outside the box," and improving existing paradigms when necessary . c.) I promote intelligent and thoughtful innovation in order to forward the City's policy agenda and City services .

Attachment A CMD NUMBER 67
Approved by City Council on April 4, 2000; modified by Council on August 21, 200 I

301447.15

EXHIBIT B
Miscellaneous Unclassified Employees Unit 9
Memorandum of Understanding

MEMORANDUM OF

UNDERSTANDING
between

CITY OF SANTA CLARA
and

MISCELLANEOUS UNCLASSIFIED

MANAGEMENT EMPLOYEES
UNIT 9

DECEMBER 15, 2019 - DECEMBER 31, 2024

MEMORANDUM OF UNDERSTANDING
between

CITY OF SANTA CLARA
and
MISCELLANEOUS UNCLASSIFIED MANAGEMENT EMPLOYEES, UNIT #9 DECEMBER 15, 2019 - DECEMBER 31, 2024
Table of Contents

1. WAGE ADJUSTMENTS .......................................................................................... 4

2. CALIFORNIA PUBLIC EMPLOYEES' RETIREME NT SYSTEM .............................. 5

3. APPLICATION OF MOU TO REIMBURSED SERVICES ........................................ 5

4. HOLIDAYS .............................................................................................................. 5

5. JOB SECURITY ...................................................................................................... 6

6. VACATION ACCRUAL AND USAGE ....................................................................... 6

7. HEALTH INSURANCE ............................................................................................ 7

8. DENTAL INSURANCE .......................................................................................... 11

9. VISION INSURANCE ............................................................................................ 11

10. LONG TERM DISABILITY ..................................................................................... 12

11. LIFE INSURANCE ................................................................................................. 12

12. AUTOMOBILE ALLOWANCE ................................................................................ 12

13. MOBILE COMMUNICATION DEVICE ALLOWANCE ............................................ 13

14. MERIT PAY/SALARY ADJUSTMENT SYSTEM .................................................... 13

15. EMERGENCY PAID LEAVE PROGRAM ............................................................... 15

16. SICK LEAVE/FAMILY SICK LEAVE/PERSONAL LEAVE ...................................... 16

17. BEREAVEMENT LEAVE ....................................................................................... 17

18. VOLUNTARY EMPLOYEE BENEFICIARY ASSOCIATION (VEBA) ...................... 18

19. RETIREE MEDICAL REIMBURSEMENT BENEFIT .............................................. 18

20. EMPLOYEE ASSISTANCE PROGRAM ................................................................ 18

21. CHANGES TO JOB DESCRIPTIONS ................................................................... 19

22. LIMITED/ALTERNATIVE DUTY ............................................................................ 19

23. REDUCED WORK WEEK VOLUNTAR Y TIME OFF (VTO) PROGRAM ............... 20

24. INDUSTRIAL INJURY/CONTINUATION OF INSURANCE BENEFITS WHILE ON WORKERS' COMPENSATION ............................................................................. 21

25. MANAGEMENT L EAVE PROGRAM ..................................................................... 21

26. FLEXIBLE SPENDING PLAN (INTERNAL REVENUE CODE SECTION 125) ...... 22

27. DOMESTIC PARTNERS ....................................................................................... 22

28. PAY PERIOD S ...................................................................................................... 23

30. DECLARATION ..................................................................................................... 23

31. NEXT MEMORANDUM OF UNDERSTANDING .................................................... 23 APPENDIX A: MOBILE COMMUNICATION DEVICE PROGRAM ................................ 25

SIDE LETTER AGREEMENT - USE OF COMPENSATORY TIME OFF (CTO)

MEMORANDUM OF UNDERSTANDING — UNIT #9 (2019-2024)
Alphabetical Table of Contents
APPENDIX A: MOBILE COMMUNICATION DEVICE PROGRAM ................................ 25 APPLICATION OF MOU TO REIMBURSED SERVICES ................................................ 5 AUTOMOBILE ALLOWANCE ....................................................................................... 12 BEREAVEMENT LEAVE .............................................................................................. 17 CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM ...................................... 5 CHANGES TO JOB DESCRIPTIONS ........................................................................... 19 DENTAL INSURANCE .................................................................................................. 11 DECLARATION ............................................................................................................ 23 DOMESTIC PARTNERS ............................................................................................... 22 EMERGENCY PAID LEAVE PROGRAM ...................................................................... 15 EMPLOYEE ASSISTANCE PROGRAM ........................................................................ 18 FLEXIBLE SPENDING PLAN (INTERNAL REVENUE CODE SECTION 125) .............. 22 HEALTH INSURANCE .................................................................................................... 7 HOLIDAYS ...................................................................................................................... 5

INDUSTRIAL INJURY/CONTINUATION OF INSURANCE BENEFITS WHILE ON WORKERS' COMPENSATION ..................................................................................... 21 JOB SECURITY .............................................................................................................. 6 LIFE INSURANCE ........................................................................................................ 12 LIMITED/ALTERNATIVE DUTY .................................................................................... 19 LONG TERM DISABILITY ............................................................................................. 12 MANAGEMENT LEAVE PROGRAM ............................................................................. 21 MERIT PAY/SALARY ADJUSTMENT SYSTEM ........................................................... 13 MOBILE COMMUNICATION DEVICE ALLOWANCE ................................................... 13 NEXT MEMORANDUM OF UNDERSTANDING ........................................................... 23 PAY PERIODS .............................................................................................................. 23 REDUCED WORK WEEK/VOLUNTARY TIME OFF (VTO) PROGRAM ....................... 20 RETIREE MEDICAL REIMBURSEMENT BENEFIT ...................................................... 18 SICK LEAVE/FAMILY SICK LEAVE/PERSONAL LEAVE ................................ ............. 16 VACATION ACCRUAL AND USAGE .............................................................................. 6 VISION INSURANCE .................................................................................................... 11 VOLUNTARY EMPLOYEE BENEFICIARY ASSOCIATION (VEBA) ............................. 18 WAGE ADJUSTMENTS .................................................................................................. 4

MEMORANDUM OF UNDERSTANDING
between

CITY OF SANTA CLARA
and
MISCELLANEOUS UNCLASSIFIED MANAGEMENT EMPLOYEES, UNIT #9 DECEMBER 15, 2019 - DECEMBER 31, 2024

In accordance with the provisions of Section 18 of the City of Santa Clara Resolution #2979, entitled "Employer-Employee Relations", this Memorandum of Understanding constitutes the results of discussions between designated representatives of the City Management Staff (City) and the Miscellaneous Unclassified Management Employees of the City of Santa Clara (Unit 9) on all matters within the scope of representation. The term of this Agreement shall be from December 15, 2019 through December 31, 2024.

1. WAGE ADJUSTMENTS

A. Effective December 15, 2019, all salary ranges for employees holding positions in classifications assigned to Unit 9 shall remain status quo.

B. Effective the first pay period of calendar year 2021, all salary ranges for employees holding positions in classifications assigned to Unit 9 shall remain status quo.

C. Effective the first pay period of calendar year 2022, all salary ranges for employees holding positions in classifications assigned to Unit 9 shall be increased by approximately 4.5%.

D. Effective the first pay period of calendar year 2023, all salary ranges for employees holding positions in classifications assigned to Unit 9 shall be increased by approximately 3.25%.

E. Effective the first pay period of calendar year 2024, all salary ranges for employees holding positions in classifications assigned to Unit 9 shall be increased by approximately 3.25%.

F. During the term of this Agreement, the parties agree that the MOU will reopen on the issue of wages if either of the following occurs:

1) The total annual calendar year General Fund Transient Occupancy Tax (or “TOT”) revenues remitted to the City and allocated to any of the calendar years covered by this Agreement Equal or surpass the City’s actual total TOT revenues from March 1, 2018 to February 28, 2019. After calendar year 2022, the TOT revenues remitted to the City shall be adjusted to normalize for any potential change in the TOT rate if passed by voters on the ballot for purposes of this section; OR

2) Forecasted General Fund deficits remain above $20 million ongoing, as reflected in updated or revised Ten-Year General Fund Forecasts released after July 1, 2021.

The City agrees to provide an update on the City’s TOT revenues to the Association upon the Association’s request. In the event either of the foregoing occur, either party may request to meet to discuss the subject of wages. Any changes will be by mutual agreement. The parties understand and agree that this will not be a meet and confer within the meaning of section 3505 of the MMBA and that neither party will have access to any impasse resolution procedure except as mutually agreed.

G. The parties agree to meet and confer over wages in the event the City reaches agreement on a new general wage increase to be effective during Calendar Year 2021 or 2022 with any other miscellaneous bargaining unit as part of an agreement on a successor Memorandum of Understanding (MOU). For purposes of this section, “general wage increase” means a wage increase applicable to all members of the bargaining unit (not a subset), but only if that agreement does not also include an agreement for an alternative cost saving measure (including but not limited to unpaid furlough days). Additionally, the parties agree that this section shall not apply to any general wage increases applicable to sworn public safety bargaining units or to miscellaneous bargaining units that are exclusively funded through sources other than the General Fund.

2. CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM
The City has contracted with CalPERS to provide employees with the 2.7% at age 55 formula with "highest single year" effective December 17, 2006 for "Classic" or "Legacy" employees as defined by CalPERS and the Public Employees' Pension Reform Act of 2013 (PEPRA) and the 2.0% at 62 with "highest three year average" for "New Members" as defined by CalPERS and PEPRA. Classic/Legacy employees shall continue to pay the employee contribution rate and New Members shall contribute 50% of the "normal cost" of their pension formula as required and defined by CalPERS and PEPRA. The employee's CalPERS retirement contribution will continue to be treated as tax deferred.

3. APPLICATION OF MOU TO REIMBURSED SERVICES
The terms of this Memorandum of Understanding shall not apply to Unclassified Management Employees when such employees are providing their services to another agency that is reimbursing the City of Santa Clara for salary and fringe benefits of such employees. Such arrangements shall be mutually agreed upon between the employee and the City.

4. HOLIDAYS
A. Employees shall be provided 13 annual paid holidays (computed on the eight hour per day pay rate). Any additional permanent holidays designated by the City Council will be afforded represented employees of Unit 9. Additional permanent holidays under this section shall be defined as a holiday on which City offices are closed.

B. Additionally, effective December 2020, the City shall provide 32 hours for four additional paid holidays between December 25
th and January 1st of
the following calendar year. If there are more than four working days between December 25
th and January 1st of the following calendar year,

the City shall designate which four working days shall be paid holidays under this paragraph. Employees whose jobs require them to work on these days would receive banked paid hours off instead (up to 8 hours per holiday), which hours may and must be used during the applicable MOU year with the approval of the applicable supervisor/manager.

5. JOB SECURITY
Represented members will be compensated at the rate of forty (40) hours salary per year of service to a maximum of six hundred and forty (640) hours should they be terminated from employment for reasons other than cause as defined under Section 6.4 of the Civil Service Rules and Regulations.

6. VACATION ACCRUAL AND USAGE

Represented employees will be entitled to use vacation as it is earned under the following conditions:

A. Vacation may not be taken during the first 6 months of regular employment.

B. Vacation will be earned on a bi-weekly basis (1/26 of the yearly accrual) provided that the employee is in a paid
status for at least 2/3 of the hours (53.4
hours) of that pay period.

C. Accrued vacation time will be paid off regardless of term of employment.

D. Annual and maximum vacation accrual rates, calculated to four decimal points for accuracy, are as follows:

COMPLETED

YEARS OF SERVICE
ANNUAL

ACCRUAL

MAXIMUM VACATION

ACCRUAL LIMIT
1 through 4 80 hours 480 hours
5 through 9 120 hours 480 hours
10 through 15 168 hours 480 hours
16 through 20 176 hours 480 hours
21 years + 192 hours 480 hours
E. Maximum Vacation Accrual Limit – Employees are limited to the maximum accrual of vacation as defined. The current vacation balance, the annual accrual and the current pay period usage are all shown on the employees' pay check stub and are the responsibility of the employee to track for compliance with this provision.

1) Effective December 27, 2020 (the first pay period of calendar year 2021), the Maximum Vacation Accrual Limit as described in Section

6.D above shall be temporarily suspended for two (2) years until the end of the last pay period of calendar year 2022. Employees may continue to accrue vacation above the Maximum Vacation Accrual

Limit until December 24, 2022 (the end of the last pay period of calendar year 2022).

2) Effective December 25, 2022 (the first pay period of calendar year 2023), employees shall not be allowed to accrue vacation above the Maximum Vacation Accrual Limit.

3) Temporary Supplemental Vacation Accrual – Effective December 25, 2022 (the first pay period of calendar year 2023), employees holding positions in classifications assigned to Unit 9 shall be eligible for the Temporary Supplemental Vacation Accrual. The Temporary
Supplemental Vacation Accrual is a separate vacation balance subject to the following:

(a) Effective December 25, 2022, all unused accrued vacation hours above 400 hours as of December 24, 2022 (the last pay period of calendar year 2022) shall be placed in the
Temporary Supplemental Vacation Accrual balance.

(i) The following is only an example of the Temporary
Supplemental Vacation Accrual described above, and
any figures are for illustration purposes only and
assumes the employee does not use vacation.

Issue Hours
Vacation Balance as of December 24, 2022
(the last pay period of calendar year 2022)
500
Hours to be placed in
Temporar
y Supplemental Vacation Accrual
100
Vacation Balance as of December 25, 2022
(the first pay period of calendar year 2023)
400
Hours that can be accrued in
calendar year 2023
80 Hours that can be accrued above the
Maximum Vacation Accrual Limit of 480 hours
0 (b) The Temporary Supplemental Vacation Accrual balance may not be increased.

(c) Subject to supervisory approval, any Temporary Supplemental Vacation Accrual shall be available for use to the employee until the Temporary Supplemental Vacation Accrual balance has been exhausted.

(d) If an employee leaves or retires from City service, any unused Temporary Supplemental Vacation Accrual hours shall not be subject to the terms of Section 6.I below. Any accrued but unused Temporary Supplemental Vacation Accrual hours will be cashed out upon the employee’s retirement or other separation from City service. If permitted by the City’s deferred compensation plan and applicable law, the separating employee may elect to contribute all or a portion of their accrued but unused Temporary Supplemental Vacation Accrual hours to their deferred compensation account by

submitting a written request no later than 30 days prior to their separation from City service.

(e) An employee must first use their Temporary Supplemental Vacation Accrual for any vacation leave taken until the Temporary Supplemental Vacation Accrual balance has been exhausted, subject to supervisory approval.

(f) An employee must use their Temporary Supplemental Vacation Accrual for any leave of absence until the Temporary
Supplemental Vacation Accrual balance has been exhausted subject to any requirement that sick leave be utilized first.

(g) An employee may not be on unpaid status until the Temporary Supplemental Vacation Accrual balance has been exhausted and must use their Temporary Supplemental Vacation Accrual until the Temporary Supplemental Vacation Accrual balance has been exhausted, with the exception of any formal disciplinary action pursuant to the City’s Civil Service Rules.

F. Vacation may be used in one-tenth (1/10th) hour increments.

G. Employees who begin work prior to July 1st or continue to be employed after the first calendar year of employment are required to use at least one-half of the vacation accrued during the prior calendar year during the current calendar year.

H. Subject to having a sufficient balance of accrued vacation available, an employee may, on a twice per year basis, request to be paid at his/her current hourly pay rate for a total combined maximum of 80 hours of accrued vacation.

I. In lieu of receiving a vacation-leave cash payout at retirement, the Miscellaneous Unclassified Management Employees may vote to roll accrued vacation leave hours (except for any hours in the Temporary Supplemental Vacation Accrual balance) into the employee's VEBA account, subject to Association compliance with Federal rules associated with employee contributions of vacation leave to their VEBA accounts.

7. HEALTH INSURANCE
A. For employees who enroll in a City offered health plan and whose benefits exceed the total of the City’s Health Flex Contribution, Additional Health Flex Contribution, and/or Regular Flex Contribution applicable to the employee and as described below, the balance of the benefits shall be paid by a salary deduction from the pay of the individual employee.

B. Health Flex Contribution
1) The City offers full-time employees a Health Flex Contribution to put toward the payment of a City offered health plan. The City shall modify the Health Flex Contribution each calendar year using the Rate of Pay Safe Harbor (based on the lowest base pay of any full- time position covered by this MOU) to ensure the City’s offered

coverage is “affordable.” The City contributes the statutorily required minimum contribution under the Public Employees Medical and Hospital Care Act (PEMHCA) as determined by CalPERS in each calendar year. It is understood and agreed that the Health Flex Contribution described in this paragraph shall be equal to or exceed the City’s statutorily required minimum PEMHCA contribution.1 2) Employees may not receive all or any portion of the Health Flex Contribution as cash or any other taxable benefit, and must apply the Health Flex Contribution to City-offered health benefits. Employees who do not enroll in City-offered health benefits will not receive any of the Health Flex Contributions.

C. Additional Health Flex Contribution
1) Full-time employees who enroll in a City health plan for which the premium amount is more than $946.86/month shall receive an Additional Health Flex Contribution in the amounts described in this section.
2) Employees may not receive all or any portion of the Additional Health Flex Contribution as cash or any other taxable benefit, and must apply the Additional Health Flex Contribution to City-offered health benefits.

Employees who do not enroll in City-offered health benefits will not receive any of the Additional Health Flex Contributions. 3) Effective January 1, 2020, full-time employees who enroll in a City health plan for which the premium amount is more than
$946.86/month shall receive an Additional Health Flex
Contribution. The Additional Health Flex Contribution, when added to the Health Flex Contribution described in the prior section and the Regular Flex Contribution described herein, shall not exceed $200 per month over the Kaiser employee only premium amount for the applicable year.
2 4) Effective January 1, 2023, full-time employees:

(a) Who enroll in a City health plan for Employee Only coverage for which the premium amount is more than $946.86/month shall receive an Additional Health Flex Contribution to be put towards the premium amount. The City will provide an Additional Health Flex Contribution amount that, when added to the Health Flex Contribution described above and the Regular Flex Contribution described herein, shall not exceed $200 per month over the Kaiser employee only premium amount for the applicable year.

(b) Who enroll in a City health plan for Employee Plus One coverage or Employee Plus Family coverage for which the premium amount

1 As an example, for 2020, the PEMHCA minimum is approximately $139/month and the Health Flex Contribution is $139.00/month, which includes the PEMHCA minimum of $139/month.
2 As an example, for 2020, the Additional Health Flex Contribution is approximately $23.70/month to these individuals since $200 over the Kaiser employee only premium amount in 2020 is approximately $970.56/month.

is more than $946.86/month shall receive an Additional Health Flex Contribution to be put towards the premium amount. The Additional Health Flex Contribution, when added to the Health Flex Contribution described above and the Regular Flex
Contribution described herein, shall not exceed an amount equal to 100% of the Kaiser Employee Plus One rate for the applicable year.

D. Regular Flex Contribution
1) The City will provide full-time employees a Regular Flex Contribution equal to $946.86 less the Health Flex Contribution.
3 Employees may
use the Regular Flex Contribution to pay for health benefits offered under the City’s Section 125 plan or may opt to receive any or all of the Regular Flex Contribution as taxable cash. An employee will receive a Regular Flex Contribution whether or not he/she enrolls in City-offered health benefits and notwithstanding the provisions of Section 7.E. below.
2) Employees hired or rehired on or after January 1, 2023, who choose not to enroll in a City health plan are not eligible for a Regular Flex Contribution.

E. Cash In Lieu
1) Full-time employees hired before January 1, 2023, who choose not to enroll in a City health plan for a plan year, and meet the requirements set forth below shall receive a Cash in Lieu amount per month for that plan year equal to $946.86 minus the Regular Flex Contribution as calculated each calendar year.
4 A full-time employee hired before
January 1, 2023, who enrolls in coverage for a plan year, shall be treated in accordance with Sections 7.A-D and will not receive Cash in Lieu for that plan year.
2) Full-time employees hired or rehired on or after January 1, 2023, who choose not to enroll in a City health plan for a plan year, and meet the requirements set forth below, shall receive a Cash in Lieu amount for that plan year equal to $250/month. A full-time employee hired on or after January 1, 2023, who enrolls in coverage for a plan year, shall be treated in accordance with Sections 7.A-D and will not receive Cash in Lieu for that plan year.
3) In order to receive Cash in Lieu of health coverage, an employee must sign a form attesting that the employee and the employee’s Tax Family have the Alternative Required Coverage for the Opt Out Period.
(a) Tax Family means all individuals for whom the employee intends to claim a personal exemption deduction for the taxable year or

3 As an example, for 2020, the Regular Flex Contribution for employees who are regularly scheduled to work 40 hours per week is approximately $807.86/month. 4 As an example, for 2020, the Cash in Lieu amount is approximately $139.00/month for employees who are regularly scheduled to work 40 hours per week.

years that begin or end in or with the City’s plan year to which the opt out applies.
(b) Alternative Required Coverage required means minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California).
(c) Opt Out Period means the plan year to which the opt out arrangement applies.
(d) An employee must provide the attestation every plan year at open enrollment or within 30 days after the start of the plan year for each plan year the employee would like to receive Cash in Lieu. (e) The Cash in Lieu payment cannot be made and the City will not in fact make payment if the City knows or has reason to know that the employee or a Tax Family member does not have such
alternative coverage, or if the conditions in this paragraph are not otherwise satisfied.
(f) An employee who opts out of City-offered health benefits, but cannot provide the attestation, will not receive the Cash in Lieu contribution described in this subsection.

F. Flexible Spending Account (IRS Section 125 Plan)
The City has established a Flexible Spending Account benefit (IRS Section 125 Plan) for employees, which provides accounts in which employees may contribute pre-tax dollars for dependent care and un-reimbursed medical expenses. This Plan will follow the regulations outlined by the Internal Revenue Service. Detailed information will be available in the Summary Plan Document.

This Plan is voluntary and participating employees will make pre-tax salary reduction elections to fund the plan.

G. Proration of Benefits:

For employees who may be eligible for benefits but work less than 40 hours per week, benefits shall be prorated based on the employee’s full-time equivalent (FTE) level.

8. DENTAL INSURANCE
The City will pay toward dental insurance premiums an amount equal to the lowest cost employee only premium amount among the dental plans offered by the City. All employees are required to enroll in a dental plan.

9. VISION INSURANCE
For persons enrolled in the City's VSP vision plan, the City will pay toward vision insurance premiums an amount equal to the lowest cost employee only vision premium. Participation is voluntary. Employees that do not choose to enroll in a vision plan are not entitled to the benefit of City contributions to vision premiums

described in this paragraph.

10. LONG TERM DISABILITY
The City will continue to pay the cost of a long term disability insurance program. The LTD plan will have a maximum 60 day waiting period and the maximum monthly benefit will include those offsets required by law such as, but not limited to, SDI, retirement, reduced work schedule, worker's compensation, social security, and Railroad retirement.

11. LIFE INSURANCE
The City will pay the required premium for life insurance for represented employees in the amount of $50,000.

12. AUTOMOBILE ALLOWANCE
As an alternative to IRS mileage reimbursement or use of a City vehicle, an automobile allowance program will be available to represented employees as follows:

A. Department Heads including Assistant City Manager, Deputy City Manager and Deputy Director Redevelopment Agency/Sports & Open Space Authority (Executive Management) shall be entitled to a base monthly automobile allowance of $320 for use of their personal vehicles to conduct City business. Executive Management employees may be eligible to receive an additional amount up to a maximum of $200 per month based on required driving while conducting City business, at the discretion of the City Manager or his/her designee.

B. Assistant Department Heads and Division Managers shall be entitled to a base monthly automobile allowance of $200 for use of their personal vehicles to conduct City business. Assistant Department Heads and Division Managers may be eligible to receive an additional amount up to a maximum of $300 per month based on required driving while conducting City business, at the discretion of the City Manager or his/her designee.

C. Effective December 27, 2020 (the first pay period of calendar year 2021), the base monthly automobile allowance shall be paid on the first 2 pay periods of every month.

D. Upon request of the employee, prior to the beginning of each fiscal year, the City Manager or his/her designee will determine whether or not it is appropriate for a manager to receive an amount above the base monthly allowance. The determination will be made based on the requirements for use of the personal vehicles for City business and may require detailed driving information in order to grant an amount above the base monthly amount. This rate adjustment will become effective at the beginning of each fiscal year and will remain in effect for the full year unless there are unique circumstances requiring a modification.

E. Prior to the granting of this allowance, all insurance, driver's license, and vehicle registration as required under the State of California Vehicle Code, will be provided by the represented employee, and must be valid and in force at all times employees are operating their personal vehicles on City