ATTACHMENT B
CITY OF SANTA MARIA PROPOSAL #5
FOR SUCCESSOR SEIU L620 MOU 2026-27
JULY 9, 2026
The current Memorandum of Understanding (MOU) between the City of Santa Maria (City) and the Service Employees International Union Local 620, AFL -CIO-CLC (SEIU L620), adopted by City Council Resolution No. 23 -4704, covering the period February 20, 2024 through December 31, 2025 (SEIU MOU 2024 -25) was extended by amendment to June 30, 2026 , which h as now expired. SEIU L620 represents approximately 321 total City employees, including 158 different classifications, with 41 vacant positions, which numbers may change as these negotiations continue.
The City and SEIU Local 620 commenced labor negotiations for a successor MOU with their first meeting on January 29, 2026. The parties subsequently met again on March 12, 2026, April 15, 2026, April 27, 2026, May 7, 2026, May 26, 2026, June 11, 2026 , June 23, 2026 and today, July 9, 2026. The City provided its initial written Proposal #1 for a successor MOU on April 15, 2026. SEIU provided its counter Proposal # 1 for same on May 7, 2026. The parties have since exchanged additional proposals and counter proposals, with SEIU’s most recent being its Proposal #4 dated June 29, 2026. There are no further scheduled labor negotiations.
The City’s FY 2026–28 biennial budget was adopted by the City Council on June 16, 2026. The FY 2026-27 budget includes $10.8 million in long term reductions and used $9.1 million of short- term solutions that included $7.3 million of Local Economic Augmentation Fund (LEAF) reserve funds, $1.5 million of one-time Measure U unassigned fund balance, and $0.3 million of one-time cancelled capital and maintenance projects. The FY 2027 -28 budget was adopted as unbalanced, and the City will continue working towards addressing this multi -million-dollar structural deficit for the FY 2027-28 mid-cycle budget process.
All items affecting compensation within the expired SEIU MOU 2024-25 not addressed herein are proposed to remain unchanged. The City, however, is preparing a redlined version of the successor MOU, proposing some clean-up edits and language changes and offering to meet and confer over non-compensation language. In addition, any langu age that has a sunset will be deemed of no further force and effect. The City also reserves the right to add, delete, amend, or modify proposals in the future as the City is still developing contract language for its proposals and addressing budget shortfalls.
[SEE CHART ON NEXT PAGE]
ATTACHMENT B
City Proposal #5 To SEIU L620 By MOU Article
Outstanding Items
MOU SECTION CITY’S CURRENT PROPOSAL
Salaries
Section 4.01
The City proposes a 2% cost-of-living wage increase adjustment (COLA) effective the first full pay period after City Council approval and adoption by resolution of a successor MOU.
Equity Adjustments
Section 4.02
The City maintains its April 15, 2026 proposal.
Delete Section 4.02.
Section 4.02 Equity Adjustments
The City and SEIU Local 620 are willing to discuss the topic of equity adjustment during regular labor management meetings. In the event the parties are unable to reach an agreement regarding equity adjustments, SEIU retains the ability to request impasse procedures, including fact-finding.
For 2024 and 2025 the Parties specifically agree to the following process, (to start no later than March 1 of the respective year), to review potential equity adjustments:
At the Union’s request, the City will review the salary placement of up to five (5) represented classifications (not including ripple classifications) that meet one or more of the following criteria:
i. Significant turnover;
ii. Difficulty recruiting;
iii. Internal misalignment with classification(s) with similar responsibilities or duties; iv. Range or salary compaction; and/or
v. External misalignment with classification(s) with similar responsibilities or duties within agreed to comparison jurisdictions.
Requests for review will include the following information:
i. Class(es) to be studied;
ii. Which criteria set forth above are applicable;
iii. Supporting data that justifies the request;
iv. Any known or anticipated compaction or “ripple effects” created by an adjustment; v. Percentage increase proposed; and
vi. Estimated cost of salary adjustment requested (including any known benefit cost adjustments).
Bilingual Pay
Section 4.09
The City maintains its April 15, 2026 proposal.
A. This Bilingual pay differential shall only be paid to those employees whose duty assignments require frequent and regular use of bilingual language skills in Spanish and in English with members of the public . Bilingual pay shall be requested by the Department Head in writing and said designation shall be approved by the City Manager or his/her designee. Human Resources shall test and certify the employees for language proficiency. are required by the department head to use both English and Spanish in communicating with the general public while performing the duties of his/her position.
B. The Human Resources Office will test for the skill level required. The designation shall be subject to review at any time based on operational need. Upon classification change, bilingual pay will be reevaluated by the Department Head and Human Resources Director. Parties agree that classifications currently receiving this differential bilingual pay will continue to receive it consistent with department head approval identified in A above.
ATTACHMENT B
Medical, Dental, and
Optical Insurance Full-
Time Employees
Section 7.01
D. Update the MEC.
Replace existing E & F with the following:
E. For calendar years 2026 and 2027 only, the City agrees to provide a monthly medical benefit contribution for active, eligible employees towards the employee’s designated health plan up to the equivalent of the premium cost of the CalPERS Gold health plan (Region 2), inclusive of the above MEC, at the applicable enrollment tier (Employee Only, Employee + 1, or Employee + Family). Under no circumstances shall the City's contribution exceed the actual premium cost of the appropriate CalPERS Gold plan tier for calendar years 2026 and 2027, nor shall the City be obligation by this MOU to cover any CalPERS Gold Plan increase for calendar year 2028.
For calendar year 2026, the City shall continue to provide a pro-rated monthly optional health insurance contribution regardless of the medical plan chosen, inclusive of the above MEC, up to the amounts listed below:
Employee Only $956.28
Employee plus one $1,912.56
Employee plus two $2,486.33
Medical, Dental, and
Optical Insurance Part-
Time Employees
Section 7.01
The City maintains its June 11, 2026 proposal.
B. Update the MEC.
Replace existing C & D as follows:
C. For calendar year 2026, the City shall continue to provide a pro-rated monthly optional health insurance contribution regardless of the medical plan chosen, inclusive of the above MEC, up to the amounts listed below:
Employee Only $956.28
Employee plus one $1,019.40
Employee plus two $1,089.07
D. Effective the payroll period in which deductions are made for the January 2027 medical premium rates, the City shall increase its contributions to cover the increase in the cost for CalPERS Gold employee only, and apply that increased amount to the other two tiers for the 2027 calendar year only. For example, if employee only increases $25.00, the City will increase the contribution amounts above for employee plus one and employee plus two by $25.00 each.
Dental and Optical
Insurance
Section 7.01
The City maintains its April 15, 2026 proposal.
C. The City will pay no more than the 2026 monthly dental premium for full-time (FT) and part-time (PT32) employee only coverage. For full-time employees only, the City will pay fifty percent (50%) of the cost for family coverage. Part - time (PT32) employees will be eligible to participate in the family cov erage program and shall pay the difference between the cost of premium between employee only and family coverage.
ATTACHMENT B
TENTATIVE AGREEMENTS
MOU SECTION
Definitions
Section 1.01
Subsection G to state that both abbreviations SEIU and Union interchangeably shall be used for SEIU, then Union shall also be capitalized throughout the MOU.
Subsection M shall clarify that Memorandum of Understanding is abbreviated as either MOU or Agreement throughout the document for consistency.
Recognition
Section 2.01
The list of current represented classifications in the General Employee Bargaining Unit shall be referenced and attached to the MOU. In addition, the list shall contain the pay schedules for each represented classification.
Proposed language to update this section:
Pursuant to appropriate sections of the City’s Employer-Employee Resolution and Article 10, Division 4 of the California Government Code (Section 3500 et seq.), the City recognizes SEIU Local 620 as the majority representative of all City Employees in the General Employee Bargaining Unit, which includes all part-time (PT32) and full-time (FT) employees in the classifications listed in Appendix 1.
Implementation
Section 2.02
Modify to state “formally to approve and adopt the memorandum by Resolution;” The second part references City “ordinances” which the City proposes to delete as unnecessary and confusing.
A. This memorandum constitutes a mutual recommendation to be jointly submitted to the Council. It is agreed that this memorandum shall not be binding upon the parties either in whole or in part, unless formally approved and adopted by Resolution; and until the Council:
1. Acts, by majority vote, formally to approve the memorandum; and
2. Enacts amendments to all City ordinances required to implement the provisions set forth.
Term of MOU
Section 2.03
This term of this MOU shall be effective upon ratification by City Council through 12:00 Midnight on June 25, 2027 December 31, 2025. All payroll-related activities, not otherwise defined in this MOU, shall remain on a payroll-year basis.
Payroll Deduction
Section 2.04
Modify subsection A. to include same indemnity language as Section 10.17.
A. It is understood and agreed that SEIU has the right to payroll deduction of membership dues and insurance premiums, pursuant to Articles 7 and 10 of this MOU. Such deductions shall be made biweekly and forwarded to the SEIU office. SEIU agrees to hold the City of Santa Maria harmless against any and all claims, demands, suits and other forms of liability that may arise out of or by reason of the actions taken by the City of Santa Maria in connection with the deduction of dues and insurance premiums or co verage. (FT-MOU 12-25-04)The Union shall indemnify, defend, and hold the City, its officers, agents, and employees from and against any and all claims, demands, losses, defense costs, or liability of any kind or nature which the City, its officers, agents, and employees may sustain or incur, or which may be imposed upon them relating to the City’s compliance with the union dues obligation including claims relating to the Union’s use of monies collected under these provisions. The City and the Union shall mutually approve of any attorney representing the named party and approval shall not be unreasonably withheld.
Lunch Period
Section 3.03
Section 3.03 Lunch Meal Period (See CAM 1976-2)
A. The duration of the lunch meal period shall be when work stops at the work site and ends when work resumes at the work site.
ATTACHMENT B
Standby
Section 4.05
Strike language to clean up confusion.
B. Standby duty requires that employees are to:
1. Be ready and take immediate steps to respond within a reasonable time to calls for their service (which would exclude anyone on an approved vacation and/or out sick);
Shift Differential
Section 4.08
Section 4.08 Weekday Shift Differential
D. Employees will only be eligible to receive weekday shift differential when they actually work a qualifying shift, defined as an employee whose regularly scheduled shift is a swing or graveyard shift. Nonproductive work hours (i.e., paid leave time or unpaid leave time) shall not qualify for shift differential, and shall be paid at the base rate of pay (not the shift differential rate of pay).
Weekend Shift Differential
A.1. Employees will only be eligible to receive weekend shift differential when they actually work a qualifying shift. Non- productive work hours (i.e., paid leave time or unpaid leave time) shall not qualify for shift differential and shall be paid at the base rate of pay (not the shift differential rate of pay).
Education Incentive Pay
Section 4.13
Incorporate the First MOU Amendment Approved by Council on September 16, 2026 into the MOU.
Overpayment recoupment
provision
(New Section 4.18)
See overpayment recoupment provision at end of this proposal.
Vacations Full Time
Employees
Section 5.03
Replace chart with the following revised new vacation table and explanatory language:
Years
Hours
Per Pay
Period
Hours Per
Year
0-5 3.08 80.08
6 3.69 95.94
7 4 104.00
8 4.31 112.06
9 4.62 120.12
10 4.92 127.92
11 5.23 135.98
12 5.54 144.04
13 5.85 152.10
14-19 6.15 159.90
20 plus 6.46 167.96
*Hours per pay period are the applicable calculation. Hours per year is an approximation based on hours per pay period.
Personal Leave Part-time
(32PT) Employees
Section 5.07
G. Employees promoted to full-time positions, or otherwise who separate from City service shall have all personal leave time cashed-out on the effective date of such separation.
H. Employees promoted to a full -time position with the City will have the choi ce to roll over up to 50% of their personal leave hours accrued to either their new vacation leave bank and/or sick leave bank and cash out the remainder effective on the date of separation, or may cash out their total accrued personal leave upon effective date of such promotion.
ATTACHMENT B
Life and Disability
Insurance For Full-Time
(FT) Employees
Section 7.02
City proposes to eliminate language in Section I.
I. The City and SEIU agree to meet no later than January 15, 2024 to evaluate supplementing the City’s short-term disability insurance. In the event that an agreement on supplemental short-term disability insurance cannot be reached by March 1, 2024, the City shall initiate the process for allowing SEIU members to opt into the State of California State Disability Insurance (SDI) program. As part of these discussions, the City will evaluate the amount of sick leave which will be allowed for the care of a family member on a related leave of absence.
Update language to match current coverage level:
F. Employees shall participate in the City's Short-Term and Long-Term Disability (LTD) and shall pay the premium on the first $3,000 of monthly salary. The City shall be responsible for paying the premium on salary in excess of $3,000 per month.
Employees shall be enrolled in the City’s Paid Family Leave program and shall be responsible for payment of the full premium.
G. The City provides a short-term disability plan at 66 2/3% of weekly earnings for employees to a maximum of $1,154 800 per week, with a 7-day elimination period.
H. The City provides a long -term disability plan at 66 2/3% of monthly earnings for employees to a maximum of $5,000 per month , with an elimination period being the greater of: the end of an employee’s Short Term Disability Benefits; or 180 days..
I. The City and SEIU agree to meet no later than January 15, 2024 to evaluate supplementing the City’s short -term disability insurance. In the event that an agreement on supplemental short -term disability insurance cannot be reached by March 1, 2024, the City shall initiate the process for allowing SEIU members to opt into the State of California State Disability Insurance (SDI) program. As part of these discussions, the City will evaluate the amount of sick leave which will be allowed for the care of a family member on a related leave of absence.
The City provides a paid family leave plan at 60% of weekly earnings for employes to a maximum of $1,750 per week.
Life and Disability
Insurance For Part-Time
(PT32) Employees
Section 7.02
Update language to match current coverage level and to eliminate language in Section E.
D. Employees shall participate in the City's Short-Term and Long-Term Disability (LTD) and shall pay the premium on the first $3,000 of monthly salary. The City shall be responsible for paying the premium on salary in excess of $3,000 per month.
Employees shall be enrolled in the City’s Paid Family Leave program and shall be responsible for payment of the full premium.
E. The City and SEIU agree to meet no later than January 15, 2024 to evaluate supplementing the City’s short -term disability insurance. In the event that an agreement on supplemental short-term disability insurance cannot be reached by March 1, 2024, the City shall initiate the process for allowing SEIU members to opt into the State of California State Disability Insurance (SDI) program.
The City provides a short-term disability plan at 66 2/3% of weekly earnings for employees to a maximum of $1,800 per week, with a 7-day elimination period.
F. The City provides a long -term disability plan at 66 2/3% of monthly earnings for employees to a m aximum of $5,000 per month, with an elimination period being the greater of: the end of an employee’s Short Term Disability Benefits; or 180 days.
G. The City provides a paid family leave plan at 60% of weekly earnings for employes to a maximum of $1,750 per week.
TA- 5/26/26
ATTACHMENT B
Uniform Allowance
Section 8.02
MOU amendment planned to go before Council in May 2026 to update classifications and language.
TA & Approved by City Council 5/5/26
Work Footwear
Section 8.04
Incorporate August 1, 2024 Work Footwear Side Letter into Successor MOU.
SEIU Side Letter 2024-02
Section 8.04 Work Footwear
A. In order to help reduce potential work related foot injuries, based upon recommendations of the City Safety Committee, the following policy, pertaining to appropriate work footwear, shall be as follows:
1. Appropriate work foot protection shall be worn by field and shop employees who are exposed to potential foot injuries from hot, corrosive, poisonous substances, falling objects, crushing, or penetrating actions.
2. Work footwear not appropriate and/or not approved shall be tennis shoes, sandals, “deck shoes”, canvas shoes, athletic shoes, open toe shoes, and any other shoe easily penetrated.
3. The City agrees to reimburse employees required to wear appropriate footwear, as defined in this section, for the replacement cost or resoling of one pair of work boots within 60 days of incurring cost, up to a maximum of $250 per calendar year. a. Those eligible employees assigned to the asphalt or concrete crews in the Department of Public Works or field staff in the Department of Utilities are authorized to purchase an additional pair of boots should their first pair be damaged, and the integrity of the boots has been compromised within the normal course of work. If the damage was caused by a careless act of a non-hazardous activity at the fault of the employee, the replacement cost will be the responsibility of the said employee. Subject to inspection and approval by the Division Manager, the City agrees to reimburse these employees for a second pair of boots up to a maximum of $250 per calendar year.
4. Reimbursement will be approved with the original receipt for those specific classifications listed with Human Resources.
5. The City and the Union both reserve the right to make changes to add or remove classifications from the list upon mutual agreement.
6. During the time of any leave of absence without pay employees will not be eligible for footwear allowance.
The following classifications are eligible for footwear reimbursement pursuant this section:
Full-Time Classifications:
• Account Clerk - Scale House
• Building Inspector I/II
• Chief Building & PW Inspector
• Crew Leader/Maintenance Specialist
• Code Enforcement Officer I/II
• Code Enforcement Supervisor
• Customer Service Technician
• Electrician II
• Equipment Mechanic I/II
• Engineer I/II/III (assigned to field duties)
• Facilities Supervisor
• Field Mechanic
ATTACHMENT B
• Fleet Services Supervisor
• Groundskeeper
• Laboratory Coordinator
• Landfill Heavy Equipment Lead Operator
• Landfill Heavy Equipment Operator
• Lead Customer Service Technician
• Lead Mechanic
• Lead Wastewater Operator
• Lead Water Operator
• Maintenance Worker I/II
• Park & Forest Supervisor
• Park Services Officer I/II/III
• Public Works Inspector
• Public Works Technician I/II
• Regulatory Compliance Specialist I/II
• Regulatory Compliance Supervisor
• Senior Civil Engineer (assigned to field duties)
• Senior Crew Leader/Maintenance Specialist (assigned to Parks, Streets or Facilities) • Senior Park Services Officer
• Senior Traffic Signal Technician
• Solid Waste Equipment Crew Leader
• Solid Waste Equipment Lead Operator
• Solid Waste Equipment Operator I/II
• Solid Waste Collections Supervisor
• Solid Waste Landfill Supervisor
• Special Districts Coordinator
• Special Districts Technician
• Special Districts Supervisor
• Street Maintenance Supervisor
• Traffic Signal Technician
• Utilities Outreach Specialist
• Utilities Technology Analyst
• Wastewater Operator I/II/III
• Wastewater Supervisor
ATTACHMENT B
• Water Conservation Specialist
• Water Operator I/II/III
• Water Resources Operator
• Water Resources Lead Operator
• Water Supervisor
• Water Systems Operator I
• Heavy Equipment Mechanic (Fleet)
• Engineering Technicians
Part-Time Classifications:
• Facility Specialist II/III (Vector Control)
• Laborer III
• Security Guard
SEIU is in agreement but believe that the following classifications need to be included; Electrical & Instrumentation Technician
Electrician I
Landfill Heavy Equipment Operator II
Personnel Files
Section 10.01
Delete existing language. MOU provision to reference and incorporate access rights afforded by LC 1198.5.
Park Services Officer will follow POBAR personnel file access and maintenance rights.
Section 10.01 Personnel Files
(See City Code Sec. 2-20.23)
An employee shall be given access to any and all information in their own personnel file. Employees shall give reasonable notice to the City Manager’s Office prior to reviewing the personnel file. (FT-MOU 12-15-01) Salary Survey Procedure
Section 10.09
Incorporate January 14, 2025 Comparable Jurisdictions Side Letter Side Letter into Successor MOU and delete existing language.
Section 10.09 Salary Survey Procedure
A. The City and the Union agree to discuss salary survey procedures in future labor management discussions. Changes to salary survey procedures shall be by mutual agreement only. (MOU 05-21-19) (Side Letter 2020-02) B. The City and the Union have agreed to use the following agencies for future salary and compensation analyses.
C. The comparable jurisdictions to be used for future salary/compensation survey purposes shall be:
City of Oxnard City of San Luis Obispo
City of Santa Barbara City of Ventura
City of Santa Cruz City of Salinas
City of Paso Robles City of Lompoc
D. The City of Bakersfield shall be included as a comparable jurisdiction exclusively for the classifications of Park Services Officer series. Similarly, the County of Santa Barbara shall be included as a comparable jurisdiction exclusively for classifications within Utilities department related to Landfill positions.
ATTACHMENT B
E. The City and the Union both reserve the right to make changes to the list of comparable jurisdictions upon mutual agreement. (Side Letter 2025-01) The City and the Union agree to discuss salary survey procedures in future labor management discussions. Changes to salary survey procedures shall be by mutual agreement only. (MOU 05-21-19) TA- 5/7/226
Maintenance of
Membership
Section 10.17
A. Maintenance of Membership: Both the City and the Union acknowledge and agree that employees may join and become dues paying union members at any time without restriction. Employees who are members of the Union on the effective date of any new contract or join the Union during the t erm of the contract retain the right to withdraw their membership only during the first payroll period beginning in October annually.
Withdrawal must be requested in writing, addressed to SEIU Local 620, 114 Vine Street, Santa Maria, CA, 93454 350 S. Hope Avenue Suite A-103, Santa Barbara, California, 93105. (MOU 02-07-24) Labor / Management
Committee
Section 10.18
A. The City and SEIU agree to meet in a joint Labor/Management Committee on an as -needed basis as mutually agreed by the City and SEIU to discuss issues of mutual importance:
CalPERS compliance and clean up language,
Supplemental short-term disability insurance or SDI membership Equity adjustments, and
Split Shifts
ATTACHMENT B
Section 4.18 OVERPAYMENT & RECOUPMENT
A. In the event an employee receives an overpayment as defined below, the City is entitled to recoupment of the amount overpaid.
For purposes of this provision, “overpayment” shall be defined as:
1. When an employee receives payment that exceeds their agreed upon salary, or that exceeds their wages with respect to the hours they have worked;
2. When an hourly employee receives payment for hours they have been deemed to not have actually worked, including any over-time pay;
3. When an employee’s salary or pay has been determined on the basis of false or incorrect statements, education, or qualifications, regardless of whether intentionally false; or
4. Disbursement of payroll or leave credits beyond the amount of which the employee is entitled.
The City reserves the right to seek re coupment of overpayment regardless of when they have or should have realized the overpayment.
The City reserves the right to seek recoupment of overpayment regardless of the amount accrued.
B. When an employee is overpaid, the employee will be notified of the amount due to the City and be given an opportunity to respond within 30 days to select a method of reimbursement as set forth below.
1. The repayment options are as follows:
(a) Lump-sum cash payment or payments in full;
(b) Payroll Deduction – Installments to cover the same amount of money overpaid over the same amount of pay periods for which the overpayment occurred; or
(c) Where leave credits were the source of overpayment, credits may be recouped in the same manner and on the same schedule as how they were provided or credited
2. Absent a response from the employee selecting a repayment option within 30 days of receiving notice, the City shall proceed with recoupment in the manner set forth in option (b).
(a) 30-day notice of the selected method of reimbursement may be extended an additional 30-days if the further clarification or correction of the reimbursement amount is necessary.
ATTACHMENT B
C. In the event an employee is separated from employment with the City, whether terminated or by voluntary separation, prior to full repayment of amount owed:
1. The employee shall have withheld from any money owing the employee upon separation an amount sufficient to provide full repayment.
2. If the amount of money owing upon separation is insufficient to provide full reimbursement to the City:
(a) The employee agrees to remain contractually obligated to repayment of outstanding overpayment on the same repayment schedule as established in section (B)(1)(b) above.
(b) If the employee refuses to continue repayment or fails to remit payment after separation, the City shall have the right to exercise any and all other legal means to recover the additional amount owed.
D. Except as provided in paragraph C above, amounts deducted per payment of salary or wages pursuant to the a bove provisions shall in no event exceed 25 percent of the employee's net disposable earnings for that pay period.
ATTACHMENT B
Section 2.01 Recognition Appendix 1:
The following are the classifications represented by SEIU Local 620. Please note the classifications with strike out font are obsolete, to be abolished by council action after ratification of this MOU.
JOB CLASSIFICATION Time-type
ACCOUNT CLERK - SCALE HOUSE Full - Time
ACCOUNT CLERK I * Full - Time
ACCOUNT CLERK II * Full - Time
ACCOUNTING TECHNICIAN I * Full - Time
ACCOUNTING TECHNICIAN II * Full - Time
ACCOUNTING TECHNICIAN III Full - Time
ADMINISTRATIVE ASSISTANT Full - Time
ASSISTANT PLANNER * Full - Time
ASSOCIATE PLANNER * Full - Time
AUTOMOTIVE SERVICE WRITER Full - Time
BUILDING INSPECTOR I * Full - Time
BUILDING INSPECTOR II * Full - Time
BUILDING PERMIT TECHNICIAN I * Full - Time
BUILDING PERMIT TECHNICIAN II * Full - Time
CAD TECHNICIAN Full - Time
CHIEF BUILDING INSPECTOR Full - Time
CHIEF PUBLIC WORKS INSPECTOR Full - Time
CODE ENFORCEMENT OFFICER I * Full - Time
CODE ENFORCEMENT OFFICER II * Full - Time
CODE ENFORCEMENT SUPERVISOR Full - Time
CODE ENFORCEMENT TECHNICIAN Full - Time
CREW LEADER/MAINTENANCE SPECIALIST Full - Time
CRIME ANALYST I * Full - Time
CRIME ANALYST II * Full - Time
CUSTOMER SERVICE CLERK Full - Time
CUSTOMER SERVICE TECHNICIAN Full - Time
ELECTRICAL AND INSTRUMENTATION TECHNICIAN Full - Time
ELECTRICIAN I * Full - Time
ATTACHMENT B
ELECTRICIAN II * Full - Time
ENGINEER I * Full - Time
ENGINEER II * Full - Time
ENGINEER III Full - Time
ENGINEERING TECH II Full - Time
ENGINEERING TECH III Full - Time
EQUIPMENT MECHANIC I * Full - Time
EQUIPMENT MECHANIC II * Full - Time
FACILITIES SUPERVISOR Full - Time
FIELD MECHANIC Full - Time
FINANCE CLERK I * Full - Time
FINANCE CLERK II * Full - Time
FINANCE LEAD CLERK Full - Time
FLEET SERVICES SUPERVISOR Full - Time
GIS ANALYST Full - Time
GIS TECHNICIAN I * Full - Time
GIS TECHNICIAN II * Full - Time
GRAPHICS TECHNICIAN Full - Time
GRANTS SPECIALIST I * Full - Time
GRANTS SPECIALIST II * Full - Time
GROUNDSKEEPER Full - Time
HEAVY EQUIPMENT MECHANIC Full - Time
HOUSING & COMMUNITY SERVICE TECHNICIAN Full - Time
LABORATORY COORDINATOR Full - Time
LANDFILL HEAVY EQUIP LEAD OPR Full - Time
LANDFILL HEAVY EQUIP OPR Full - Time
LANDFILL HEAVY EQUIP OPR II Full - Time
LEAD ACCOUNT CLERK - SCALE HOUSE Full - Time
LEAD CUSTOMER SERVICE TECHNICIAN Full - Time
LEAD MECHANIC Full - Time
LEAD WASTEWATER OPERATOR Full - Time
LEAD WATER OPERATOR Full - Time
ATTACHMENT B
LIBRARIAN I * Full - Time
LIBRARIAN II * Full - Time
LIBRARY ASSISTANT I Full - Time
LIBRARY ASSISTANT II Full - Time
LIBRARY CLERK Full - Time
LIBRARY TECHNICIAN Full - Time
MAINTENANCE WORKER I * Full - Time
MAINTENANCE WORKER II * Full - Time
OFFICE ASSISTANT I * Full - Time
OFFICE ASSISTANT II * Full - Time
OUTREACH COORDINATOR Full - Time
PARK SERVICES OFFICER Full - Time
PARK SERVICES OFFICER II Full - Time
PARK SERVICES OFFICER III Full - Time
PARKS & FOREST SUPERVISOR Full - Time
PLANNING TECHNICIAN Full - Time
PLANS EXAMINER Full - Time
POLICE RECORDS SUPERVISOR Full - Time
POLICE RECORDS TECH-DETECTIVES Full - Time
POLICE RECORDS TECHNICIAN I * Full - Time
POLICE RECORDS TECHNICIAN II * Full - Time
PROPERTY-EVIDENCE CLERK Full - Time
PUBLIC WORKS INSPECTOR Full - Time
PUBLIC WORKS TECHNICIAN I * Full - Time
PUBLIC WORKS TECHNICIAN II * Full - Time
RECREATION COORDINATOR Full - Time
RECREATION SUPERVISOR Full - Time
RECREATION TECHNICIAN Full - Time
REGULATORY COMPLIANCE SPECIALIST I * Full - Time
REGULATORY COMPLIANCE SPECIALIST II * Full - Time
REGULATORY COMPLIANCE SUPERVISOR Full - Time
SECRETARY Full - Time
ATTACHMENT B
SENIOR BUILDING PERMIT TECH Full - Time
SENIOR CIVIL ENGINEER Full - Time
SENIOR CREW LEADER-MAINT SPEC Full - Time
SENIOR PARK SERVICES OFFICER Full - Time
SENIOR PLANNER Full - Time
SENIOR PLANS EXAMINER Full - Time
SENIOR POLICE RECORDS TECH Full - Time
SENIOR TRAFFIC SIGNAL TECH Full - Time
SHAREPOINT DEVELOPER Full - Time
SOLID WASTE COLLECTIONS SUPV Full - Time
SOLID WASTE EQUIP CREW LDR Full - Time
SOLID WASTE EQUIP LEAD OPR Full - Time
SOLID WASTE EQUIPMENT OPR I Full - Time
SOLID WASTE EQUIPMENT OPR II Full - Time
SOLID WASTE LANDFILL SUPV Full - Time
SPECIAL DISTRICTS COORDINATOR Full - Time
SPECIAL DISTRICTS PLANNING TECHNICIAN Full - Time
SPECIAL DISTRICTS SUPERVISOR Full - Time
SPECIAL DISTRICTS TECHNICIAN Full - Time
STREET MAINT SUPERVISOR Full - Time
SYSTEMS ANALYST I * Full - Time
SYSTEMS ANALYST II * Full - Time
TRAFFIC SIGNAL TECHNICIAN Full - Time
TRANSIT ASSISTANT Full - Time
TRANSIT COORDINATOR Full - Time
TRANSIT PLANNER Full - Time
UTILITIES ACCOUNTING TECH I * Full - Time
UTILITIES ACCOUNTING TECH II * Full - Time
UTILITIES ACCOUNTING TECH III Full - Time
UTILITIES OFFICE SPECIALIST Full - Time
UTILITIES OUTREACH SPECIALIST Full - Time
ATTACHMENT B
UTILITIES TECHNOLOGY ANALYST Full - Time
UTILITY BILLING LEAD CLERK Full - Time
UTILITY BILLING SUPERVISOR Full - Time
WASTEWATER OPERATOR Full - Time
WASTEWATER OPERATOR I Full - Time
WASTEWATER OPERATOR II Full - Time
WASTEWATER OPERATOR III Full - Time
WASTEWATER OPERATOR TRAINEE Full - Time
WASTEWATER SUPERVISOR Full - Time
WATER CONSERVATION SPECIALIST Full - Time
WATER OPERATOR Full - Time
WATER OPERATOR I Full - Time
WATER OPERATOR II Full - Time
WATER OPERATOR III Full - Time
WATER OPERATOR TRAINEE Full - Time
WATER RESOURCES LEAD OPERATOR Full - Time
WATER RESOURCES OPERATOR Full - Time
WATER SUPERVISOR Full - Time
WATER SYSTEM OPERATOR I Full - Time
WATER SYSTEM OPERATOR II Full - Time
ACCOUNT CLERK AIDE Part-Time
CLERK II Part-Time
COMMUNITY OUTREACH COORDINATOR Part-Time
EMERGENCY SERVICES SPECIALIST Part-Time
FACILITY SPECIALIST II Part-Time
FACILITY SPECIALIST III Part-Time
LABORER III Part-Time
LIBRARY TECHNICAL ASSISTANT Part-Time
PARK SERVICES COORDINATOR Part-Time
POLICE RECORDS CLERK Part-Time
ATTACHMENT B
RECREATION ACTIVITY SPECIALIST Part-Time
SECURITY GUARD Part-Time
SENIOR LIFEGUARD Part-Time
STAFF ASSISTANT Part-Time
TRANSIT TECHNICIAN Part-Time
*Indicates Flex series
END