RESOLUTION NO. 2025 – 113R
RESOLUTION 2025-113R OF THE CITY COUNCIL OF THE CITY OF SELMA,
CALIFORNIA, APPROVING AND AUTHORIZING THE CITY MANAGER TO
EXECUTE AN AGREEMENT WITH THE STATE OF CALIFORNIA DEPARTMENT
OF ALCOHOLIC BEVERAGE CONTROL TO REDUCE ALOCOHOL-RELATED CRIME
WHEREAS, the Agreement with the State of California Department of Alcoholic Beverage Control and the City of Selma for reimbursement of overtime incurred while working in partnership with the Department of Alcoholic Beverage Control; and WHEREAS, the agreement provides that the City of Selma, if awarded the grant, appropriates the funds for $28,000 for the State of CA Alcoholic Beverage Control Grant; provided however, that if the actual revenue received from the source specified should be more or less than the amount set forth herein, that the appropriations shall be adjusted to equal the amount actually received; and
WHEREAS, the City of Selma is authorizing the City Manager to execute an agreement with the California Alcoholic Beverage Control for grant funding; and
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SELMA DOES HEREBY RESOLVE AS FOLLOWS:
Section 1. The City Council finds that the above recitals are true and correct and are incorporated herein by reference.
Section 2. The City Manager is hereby authorized to execute the agreement and all necessary documents and make all necessary expenditures related to the same on behalf of the City.
Section 3. Severability. The provisions of this Resolution are severable and if any provision, clause, sentence, word or part thereof is held illegal, invalid, unconstitutional, or inapplicable to any person or circumstances, such illegality, invalidity, unconstitutionality, or inapplicability shall not affect or impair any of the remaining provisions, clauses, sentences, sections, words or parts thereof of the Resolution or their applicability to other persons or circumstances.
Section 4. Effective Date. That the City Clerk shall certify the adoption of this Resolution and that the same shall be in full force and effect.
(Signatures on next page)
514
PASSED, APPROVED, AND ADOPTED this 4th day of November, by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
____________________________
ATTEST: Scott Robertson
Mayor
______________________________
Sara M. Carlson
City Clerk
515
516
517
518
519
520
521
522
523
524
525
526
527
528
5-2
Discussion ItemAnimal Shelter Committee
Provisions
529
ITEM NO: 5-2
CITY COUNCIL STAFF REPORT
Meeting Date: November 4, 2025
SUBJECT: Discussion Item: Animal Shelter Committee Provisions SUBMITTED: John Kunkel, Interim City Manager
APPROVED: John Kunkel, Interim City Manager
BACKGROUND:
On February 18, 2025, the City Council considered the formation of an oversight committee for animal services and/or operation of the animal shelter. During the discussion of the item, it was determined that two members of the City Council, Mayor Robertson and Councilmember Oceguera, would serve on the committee along with selected members of the public, consisting of Parveen Sandhu, Nidya Juarez, Kelly Guerra, and Sara Rodriguez.
During the discussion regarding this committee, it was discussed that this committee was “adhoc” and therefore is not subject to the Brown Act because it was not a “standing committee.” Following its adoption, a report was provided from the committee by Ms. Sandhu at the regular City Council meeting held on May 6, 2025, that summarized the committee’s observations, recommendations, and some information that was still outstanding that had been requested.
DISCUSSION:
The Ralph M. Brown Act (Brown Act) provides guidelines for how legislative bodies, including advisory and subcommittees established by the City Council, conduct open and transparent meetings. The Act recognizes two main types of committees that a City Council may form to study, research, and report on specific topics: Ad Hoc Committees and Standing Committees.
Brown Act Section 54952(b) outlines how these committees are defined:
“A commission, committee, board, or other body of a local agency, whether permanent or temporary, decision-making or advisory, created by charter, ordinance, resolution, or formal action of a legislative body. However, advisory committees, composed solely of members of the legislative body that are less than a quorum of the legislative body, are not legislative bodies — except that standing committees of a legislative body, regardless of their composition, which have a continuing subject matter jurisdiction or a meeting schedule fixed by charter, ordinance, resolution, or formal action, are legislative bodies for purposes of this chapter.
530
Ad Hoc (Temporary) Committees
Ad Hoc Committees are temporary working groups made up of fewer than a quorum of the legislative body — for the City of Selma, this would mean two councilmembers. These committees are formed for a specific and limited purpose, such as studying an issue or developing recommendations to bring back to the full Council. Once their assigned task is complete, the Ad Hoc Committee is dissolved. Because these committees are temporary and limited in scope, they are not required to follow the Brown Act’s agenda posting or public notice requirements.
Standing Committees
A Standing Committee, by contrast, has an ongoing purpose and focuses on specific subject areas within the Council’s jurisdiction. Even if it does not have a fixed meeting schedule, a committee with a continuing purpose or that includes members of the public in addition to Council members is considered a Standing Committee. As such, it must comply with the Brown Act, including posting agendas at least 72 hours before each meeting and holding meetings open to the public.
For example, if a committee is composed of two Councilmembers and four members of the public, it would be considered a Standing Committee and must follow these public meeting requirements.
Next Steps for the Animal Services Advisory Commission
To ensure the City’s committees operate in full alignment with the Brown Act’s transparency and public engagement requirements, the Council may wish to consider the following options:
1. Revise the Committee as an Ad Hoc Committee
a. Membership is limited to fewer than a quorum of the Council and no members of the public.
b. A specific, short-term purpose with automatic dissolution once the objective is achieved.
-OR2. Establish the Committee as a Standing Committee
a. Post agendas at least 72 hours prior to meetings.
b. Set semi-regular meeting dates and times.
c. Designate a public meeting location.
d. Assign roles such as note-taking, report preparation, and related tasks.
This approach supports both compliance with the Brown Act and the City’s commitment to open, transparent, and inclusive governance.
RECOMMENDATION:
It is recommended that the City Council provide directions regarding how to proceed with the composition and administration of the Animal Services Advisory Committee. 531
532
5-3
Action Item –
Consideration of Resolution
2025-114R Implementing new
Health, Dental and Vison
Insurance Rates for
Calendar Year 2026
533
ITEM NO: 5-3
CITY COUNCIL STAFF REPORT
Meeting Date: November 4, 2025
SUBJECT: Consideration of Resolution 2025-114R Implementing new Health, Dental and Vison Insurance Rates for Calendar Year 2026
SUBMITTED: Margee Fallert, Interim Administrative Services Director APPROVED: John Kunkel, Interim City Manager
RECOMMENDATION:
Adopt Resolution 2025-114R Implementing new Health, Dental and Vison Insurance Rates for calendar year 2026
DISCUSSION:
The City participates in a self-funded health insurance plan administered by the Baldwin Group. The plan’s costs have continued to increase substantially due to rising medical claims, specialty pharmacy expenses, and inflationary pressures in the healthcare sector. The city has a committee that oversees the benefits made up of the city unions, a representative from the retirees and human resource staff. The committee along with the broker have been meeting regularly since August to look at our health, dental and vision plan and how it is trending.
To preserve the financial stability of the Health Insurance Fund while maintaining a competitive benefits package, staff recommend a 15% premium increase and modest plan design adjustments. Changes to the plan include increasing the ER visit co-pay from $50 to $250 for non-emergency visits that can be handled at an urgent care. The co-pay will continue to be waived if you are admitted. In addition, the specific deductible is recommended to be moved from $55K to $75K to increase cost savings to the plan.
Staff is also recommending that insurance premiums effective January 1, 2026, be taken out of all pay periods (26) versus in prior years it was only taken from (24) and that when an employee leaves employment with the city that their insurance ceases at the end of the month that they leave.
Rates are shown below with the current 2025 rate first and then the 2026 rate for each of the four insurance plans offered by the city, including dental and vision. 534
535
FISCAL IMPACT:
The impact will be calculated and brought to council at mid-year budget review.
Attachments:
☒ Resolution 2025-114R
☐ Ordinance
☐ Map
☐ Agreement
☐ Other
List:
536
RESOLUTION NO. 2025-114R
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA,
CALIFORNIA APPROVING AND AUTHORIZING HEALTH INSURANCE RATES RECOMMENDED BY THE HEALTH INSURANCE COMMITTEE FOR THE 2026
CALENDAR YEAR AND AUTHORIZING CHANGES TO THE PLAN
WHEREAS, the City of Selma provides health, dental and vision insurance coverage to its eligible employees and their dependents through a group medical insurance program administered by the Baldwin Group; and
WHEREAS, the costs associated with providing such coverage have continued to increase due to rising medical expenses, pharmacy costs, and overall utilization trends; and WHEREAS, actuarial projections indicate that without a rate adjustment, the Health Insurance Fund will experience a deficit during Fiscal Year 2026; and WHEREAS, staff and the health insurance committee have reviewed several options to address the funding shortfall while maintaining a competitive benefits package and has recommended a combination of a premium rate increase and modest plan design adjustments; and
WHEREAS, the City of Selma City Council finds that such adjustments are necessary to maintain the long-term financial stability of the employee health plan; NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Selma as follows:
1. Premium Rate Adjustment:
Effective January 1, 2026, the health insurance premium rates for all participating employees and employer contributions shall increase by fifteen percent (15%) over the current 2025 rates.
2. Plan Design Changes:
Effective January 1, 2026, the following plan design modifications shall take effect:
• Emergency Room (ER) Visit Copay: Increased from $50 to $250 per visit for nonemergency room visits. • The specific deductible: Will increase from $65K to 75K to create additional cost savings to the fixed cost of the plan.
• For employees leaving employment their insurance shall cease at the end of the month that they leave employment versus the following month that they leave employment.
(Signatures next page)
537
PASSED, APPROVED, AND ADOPTED this 4th day of November 2025, by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
____________________________
ATTEST: Scott Robertson
Mayor
______________________________
Sara M. Carlson
City Clerk
538
5-4
Action Item –
Consideration of Resolution
2025- 115R
Adopting the Revised Master
Salary Schedule for the
classifications of Deputy City
Manager and Adopting changes
to the classification of Deputy
City Manager, Senior
Administrative Assistant and
Community Services Officer
539
ITEM NO: 5-4
CITY COUNCIL STAFF REPORT
Meeting Date November 4, 2025
SUBJECT: Consideration of Resolution 2025-115R Adopting the Revised Master Salary Schedule for the classifications of Deputy City Manager and Adopting changes to the classification of Deputy City Manager, Senior Administrative Assistant and Community Services Officer SUBMITTED: Margee Fallert, Interim Administrative Services Director APPROVED: John Kunkel, Interim City Manager
RECOMMENDATION:
That the City Council adopt Resolution 2025-115R authorizing the changes to the Master Salary chart regarding the Deputy City Manager classification and authorize changes to the Classifications of Deputy City Manager, Senior Administrative Assistant and Community Services Officer
DISCUSSION:
The City currently employs one Deputy City Manager who provides executive-level oversight for various departments and assists the City Manager in carrying out City Council priorities.
As the City’s organization, service responsibilities, and strategic initiatives have expanded, the workload and complexity of executive management duties have significantly increased.
To ensure effective oversight, continuity of leadership, and improved coordination across departments, staff recommend the addition of a second Deputy City Manager position.
In addition, minor changes are being recommended to Senior Administrative Assistant and Community Services Officer.
Section 36506 of the California Government Code provides that the City Council shall fix the compensation of all appointive officers and employees by resolution or ordinance.
Additionally, Section 570.5 of Title 2 of the California Code of Regulations requires that pay rates be approved and adopted by the City Council and included in a publicly available salary schedule. This schedule must list the position title, pay rate (whether a single amount or within a range), and the applicable time base (hourly, daily, bi-weekly, monthly, bi-monthly, or annually).
The California Public Employees’ Retirement System (CalPERS), pursuant to its interpretation of Title 2 CCR § 570.5, recommends that all CalPERS employers maintain compensation levels in a single, publicly available document that is approved and adopted by the governing body and meets all regulatory requirements. While CalPERS has indicated that it may revisit its interpretation, no formal revisions have been issued to date.
To maintain compliance with CalPERS' current recommended interpretation and with Title 2 CCR § 570.5, the City continues to maintain and adopt a unified Master Salary Schedule. 540
FISCAL IMPACT:
The fiscal impact will be offset with the vacancy of an HR Technician and the reallocation of the Administrative Services Directors salary to the Deputy City Manager classification.
Attachments:
☒ Resolution 2025-115R
☐ Ordinance
☐ Map
☐ Agreement
☒ Other
List: • Master Salary Schedule
• Deputy City Manager Job Description
• Senior Administrative Assistant Job Description
• Community Services Officer Job Description
541
RESOLUTION NO. 2025-115R
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA,
CALIFORNIA APPROVING THE MASTER SALARY SCHEDULE REFLECTING
CHANGES IN PAY RATES FOR THE DEPUTY CITY MANAGER AND APPROVE
CHANGES TO THE CLASSFICATIONS OF DEPUTY CITY MANAGER, SENIOR
ADIMINISTRATIVE ASSISTANT AND COMMUNITY SERVICES OFFICER WHEREAS, the City Council of the City of Selma recognizes the need for effective executive-level leadership and coordination within the organization to ensure the efficient delivery of municipal services and implementation of City Council priorities; and WHEREAS, the addition of this position is consistent with the City’s commitment to maintaining high standards of governance, accountability, and operational excellence; and WHEREAS, Section 36506 of the California Government Code requires that the City Council shall, by Resolution or Ordinance, fix the compensation for all appointive officers and employees; and
WHEREAS, pursuant to Section 570.5 of Title 2 of the California Code of Regulation, pay rates shall be duly approved and adopted by the City Council in accordance with requirements of public meeting laws and be publicly available in a salary schedule which identifies the position title, the pay rate for each position, which may be stated as a single amount or as multiple amounts within a range, and that indicates the time base, including, but not limited to, whether the time base is hourly, daily, bi-weekly, monthly, bi-monthly, or annually; and
WHEREAS, the California Public Employees’ Retirement System (CalPERS), requests all CalPERS contracted employers to list their compensation levels in one document, approved and adopted by the governing body, in accordance with Title 2, California Code of Regulations Section 570.5. and meeting all the requirements thereof; and WHEREAS, the increase in the Master Salary Schedule is due to an increase to the Deputy City Manager Position,
WHEREAS, the proposed revised Master Salary Schedule is attached as “Exhibit A: Master Salary Schedule”, and is effective as of November 4, 2025, to be implemented in the pay period that starts on November 15, 2025; and
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Selma as follows:
Section 1. The above recitals are true and correct and are incorporated herein by reference Section 2. The City Council hereby approves the recommended job classification and position of Deputy City Manager, Senior Administrative Assistant and Community Services Officer allocation actions recommended by the City Manager. 542
Section 3. The City Council hereby adopts a single consolidated Master Salary Schedule that meets all the requirements of Title 2 CCR Section 570.5, attached hereto as Exhibit A, and incorporated herein by reference.
Section 4. All prior resolutions concerning compensation for City employees that conflict with this resolution or the attached Master Salary Schedule are hereby repealed.
Section 5. Severability. The provisions of this Resolution are severable and if any provision, clause, sentence, word or part thereof is held illegal, invalid, unconstitutional, or inapplicable to any person or circumstances, such illegality, invalidity, unconstitutionality, or inapplicability shall not affect or impair any of the remaining provisions, clauses, sentences, sections, words or parts thereof of the Resolution or their applicability to other persons or circumstances.
Section 6. Effective Date. That the City Clerk shall certify to the adoption of this Resolution and that the same shall be in full force and effect.
PASSED, APPROVED, AND ADOPTED this 2nd day of November 4, 2025, by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
___________________________
ATTEST: Scott Robertson
Mayor
______________________________
Sara M. Carlson
City Clerk
543
544
CODE A B C D E F GROUP
1 Account Clerk I 200 Annual $ 38,532.69 $ 40,560.73 $ 42,695.51 $ 44,942.64 $ 47,308.04 $ 49,797.94 CLOCEA ACC-1 Monthly $ 3,211.06 $ 3,380.06 $ 3,557.96 $ 3,745.22 $ 3,942.34 $ 4,149.83 Biweekly $ 1,482.03 $ 1,560.03 $ 1,642.13 $ 1,728.56 $ 1,819.54 $ 1,915.31 Hourly $ 18.53 $ 19.50 $ 20.53 $ 21.61 $ 22.74 $ 23.94
2 Account Clerk II 201 Annual $ 42,814.11 $ 45,067.48 $ 47,439.46 $ 49,936.27 $ 52,564.49 $ 55,331.05 CLOCEA ACC-2 Monthly $ 3,567.84 $ 3,755.62 $ 3,953.29 $ 4,161.36 $ 4,380.37 $ 4,610.92 Biweekly $ 1,646.70 $ 1,733.36 $ 1,824.59 $ 1,920.63 $ 2,021.71 $ 2,128.12 Hourly $ 20.58 $ 21.67 $ 22.81 $ 24.01 $ 25.27 $ 26.60
3 Accountant 203 Annual $ 66,345.38 $ 69,662.64 $ 73,145.78 $ 76,803.07 $ 80,643.22 $ 84,675.38 CLOCEA ACC-4 Monthly $ 5,528.78 $ 5,805.22 $ 6,095.48 $ 6,400.26 $ 6,720.27 $ 7,056.28 Biweekly $ 2,551.75 $ 2,679.33 $ 2,813.30 $ 2,953.96 $ 3,101.66 $ 3,256.75 Hourly $ 31.90 $ 33.49 $ 35.17 $ 36.92 $ 38.77 $ 40.71
4 Accounting Technician 202 Annual $ 54,625.18 $ 57,356.44 $ 60,224.26 $ 63,235.47 $ 66,397.25 $ 69,717.11 CLOCEA ACC-3 Monthly $ 4,552.10 $ 4,779.70 $ 5,018.69 $ 5,269.62 $ 5,533.10 $ 5,809.76 Biweekly $ 2,100.97 $ 2,206.02 $ 2,316.32 $ 2,432.13 $ 2,553.74 $ 2,681.43 Hourly $ 26.26 $ 27.58 $ 28.95 $ 30.40 $ 31.92 $ 33.52
5 Administrative Assistant I 103 Annual $ 48,699.64 $ 51,262.78 $ 53,960.82 $ 56,800.86 $ 59,790.38 $ 62,937.24 CLOCEA DMN1 Monthly $ 4,058.30 $ 4,271.90 $ 4,496.73 $ 4,733.41 $ 4,982.53 $ 5,244.77 Biweekly $ 1,873.06 $ 1,971.65 $ 2,075.42 $ 2,184.65 $ 2,299.63 $ 2,420.66 Hourly $ 23.41 $ 24.65 $ 25.94 $ 27.31 $ 28.75 $ 30.26
6 Administrative Assistant II 104 Annual $ 53,569.93 $ 56,389.40 $ 59,357.26 $ 62,481.33 $ 65,769.82 $ 69,231.39 CLOCEA DMN2 Monthly $ 4,464.16 $ 4,699.12 $ 4,946.44 $ 5,206.78 $ 5,480.82 $ 5,769.28 Biweekly $ 2,060.38 $ 2,168.82 $ 2,282.97 $ 2,403.13 $ 2,529.61 $ 2,662.75 Hourly $ 25.75 $ 27.11 $ 28.54 $ 30.04 $ 31.62 $ 33.28
7 Animal Services Manager 816 Annual $ 87,335.99 $ 91,702.79 $ 96,287.93 $ 101,102.33 $ 106,157.45 $ 111,465.32 misc Monthly $ 7,278.00 $ 7,641.90 $ 8,023.99 $ 8,425.19 $ 8,846.45 $ 9,288.78 mid-mgmt Biweekly $ 3,359.08 $ 3,527.03 $ 3,703.38 $ 3,888.55 $ 4,082.98 $ 4,287.13 Hourly $ 41.99 $ 44.09 $ 46.29 $ 48.61 $ 51.04 $ 53.59
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
545
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
8 Animal Services Officer 817 Annual $ 47,870.45 $ 50,389.94 $ 53,042.05 $ 55,833.73 $ 58,772.35 $ 61,865.63 CLOCEA Monthly $ 3,989.20 $ 4,199.16 $ 4,420.17 $ 4,652.81 $ 4,897.70 $ 5,155.47 Biweekly $ 1,841.17 $ 1,938.07 $ 2,040.08 $ 2,147.45 $ 2,260.48 $ 2,379.45 Hourly $ 23.01 $ 24.23 $ 25.50 $ 26.84 $ 28.26 $ 29.74
9 Animal Services Technician 818 Annual $ 46,427.53 $ 48,871.08 $ 51,443.25 $ 54,150.78 $ 57,000.83 $ 60,000.87 CLOCEA Monthly $ 3,868.96 $ 4,072.59 $ 4,286.94 $ 4,512.57 $ 4,750.07 $ 5,000.07 Biweekly $ 1,785.67 $ 1,879.66 $ 1,978.59 $ 2,082.72 $ 2,192.34 $ 2,307.73 Hourly $ 22.32 $ 23.50 $ 24.73 $ 26.03 $ 27.40 $ 28.85
10 Assistant Planner 303 Annual $ 65,733.86 $ 69,193.54 $ 72,835.31 $ 76,668.74 $ 80,703.94 $ 84,951.52 CLOCEA PLAN2 Monthly $ 5,477.82 $ 5,766.13 $ 6,069.61 $ 6,389.06 $ 6,725.33 $ 7,079.29 Biweekly $ 2,528.23 $ 2,661.29 $ 2,801.36 $ 2,948.80 $ 3,104.00 $ 3,267.37 Hourly $ 31.60 $ 33.27 $ 35.02 $ 36.86 $ 38.80 $ 40.84
11 Associate Planner 304 Annual $ 73,037.27 $ 76,881.33 $ 80,927.72 $ 85,187.07 $ 89,670.60 $ 94,390.11 CLOCEA PLAN3 Monthly $ 6,086.44 $ 6,406.78 $ 6,743.98 $ 7,098.92 $ 7,472.55 $ 7,865.84 Biweekly $ 2,809.13 $ 2,956.97 $ 3,112.60 $ 3,276.43 $ 3,448.87 $ 3,630.39 Hourly $ 35.11 $ 36.96 $ 38.91 $ 40.96 $ 43.11 $ 45.38
12 Building Inspector 300 Annual $ 67,398.75 $ 70,946.06 $ 74,680.06 $ 78,610.59 $ 82,747.99 $ 87,103.14 CLOCEA BLD-3 Monthly $ 5,616.56 $ 5,912.17 $ 6,223.34 $ 6,550.88 $ 6,895.67 $ 7,258.60 Biweekly $ 2,592.26 $ 2,728.69 $ 2,872.31 $ 3,023.48 $ 3,182.61 $ 3,350.12 Hourly $ 32.40 $ 34.11 $ 35.90 $ 37.79 $ 39.78 $ 41.88
13 City Clerk 409 Annual $ 82,753.27 $ 87,108.70 $ 91,693.37 $ 96,519.34 $ 101,599.30 $ 106,946.63 At-Will Monthly $ 6,896.11 $ 7,259.06 $ 7,641.11 $ 8,043.28 $ 8,466.61 $ 8,912.22 Exempt Biweekly $ 3,182.82 $ 3,350.33 $ 3,526.67 $ 3,712.28 $ 3,907.67 $ 4,113.33 Hourly $ 39.79 $ 41.88 $ 44.08 $ 46.40 $ 48.85 $ 51.42
14 City Clerk/PIO 404 Annual $ 81,333.99 $ 85,614.72 $ 90,120.76 $ 94,863.96 $ 99,856.80 $ 104,849.64 misc CTCLK Monthly $ 6,777.83 $ 7,134.56 $ 7,510.06 $ 7,905.33 $ 8,321.40 $ 8,737.47 mid-mgmt Biweekly $ 3,128.23 $ 3,292.87 $ 3,466.18 $ 3,648.61 $ 3,840.65 $ 4,032.68 Hourly $ 39.10 $ 41.16 $ 43.33 $ 45.61 $ 48.01 $ 50.41
546
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
15 City Planner 306 Annual $ 111,596.76 $ 117,176.60 $ 123,035.43 $ 129,187.20 $ 135,646.56 $ 142,428.89 misc PLAN5 Monthly $ 9,299.73 $ 9,764.72 $ 10,252.95 $ 10,765.60 $ 11,303.88 $ 11,869.07 mid-mgmt Biweekly $ 4,292.18 $ 4,506.79 $ 4,732.13 $ 4,968.74 $ 5,217.18 $ 5,478.03 Hourly $ 53.65 $ 56.33 $ 59.15 $ 62.11 $ 65.21 $ 68.48
16 Code Enforcement Officer I 800 Annual $ 54,545.45 $ 57,416.26 $ 60,438.17 $ 63,619.13 $ 66,967.50 $ 70,492.11 CLOCEA CODE Monthly $ 4,545.45 $ 4,784.69 $ 5,036.51 $ 5,301.59 $ 5,580.63 $ 5,874.34 Biweekly $ 2,097.90 $ 2,208.32 $ 2,324.55 $ 2,446.89 $ 2,575.67 $ 2,711.23 Hourly $ 26.22 $ 27.60 $ 29.06 $ 30.59 $ 32.20 $ 33.89
17 Code Enforcement Officer II 801 Annual $ 60,605.87 $ 63,795.66 $ 67,153.32 $ 70,687.71 $ 74,408.11 $ 78,324.33 CLOCEA CODE2 Monthly $ 5,050.49 $ 5,316.30 $ 5,596.11 $ 5,890.64 $ 6,200.68 $ 6,527.03 Biweekly $ 2,331.00 $ 2,453.68 $ 2,582.82 $ 2,718.76 $ 2,861.85 $ 3,012.47 Hourly $ 29.14 $ 30.67 $ 32.29 $ 33.98 $ 35.77 $ 37.66
18 Community Services Coordinator 501 Annual $ 53,696.75 $ 56,522.89 $ 59,497.78 $ 62,629.24 $ 65,925.52 $ 69,395.28 CLOCEA REC-2 Monthly $ 4,474.73 $ 4,710.24 $ 4,958.15 $ 5,219.10 $ 5,493.79 $ 5,782.94 Biweekly $ 2,065.26 $ 2,173.96 $ 2,288.38 $ 2,408.82 $ 2,535.60 $ 2,669.05 Hourly $ 25.82 $ 27.17 $ 28.60 $ 30.11 $ 31.69 $ 33.36
19 Community Services Officer 802 Annual $ 45,718.64 $ 48,124.89 $ 50,657.78 $ 53,323.97 $ 56,130.50 $ 59,084.74 police PD-CS Monthly $ 3,809.89 $ 4,010.41 $ 4,221.48 $ 4,443.66 $ 4,677.54 $ 4,923.73 Biweekly $ 1,758.41 $ 1,850.96 $ 1,948.38 $ 2,050.92 $ 2,158.87 $ 2,272.49 Hourly $ 21.98 $ 23.14 $ 24.35 $ 25.64 $ 26.99 $ 28.41
20 Crime Analyst 815 Annual $ 60,108.36 $ 63,271.96 $ 66,602.06 $ 70,107.43 $ 73,797.30 $ 77,681.36 CLOCEA Monthly $ 5,009.03 $ 5,272.66 $ 5,550.17 $ 5,842.29 $ 6,149.77 $ 6,473.45 Biweekly $ 2,311.86 $ 2,433.54 $ 2,561.62 $ 2,696.44 $ 2,838.36 $ 2,987.74 Hourly $ 28.90 $ 30.42 $ 32.02 $ 33.71 $ 35.48 $ 37.35
21 Custodian 606 Annual $ 39,324.07 $ 41,393.76 $ 43,572.38 $ 45,865.66 $ 48,279.64 $ 50,820.67 CLOCEA CUST Monthly $ 3,277.01 $ 3,449.48 $ 3,631.03 $ 3,822.14 $ 4,023.30 $ 4,235.06 Biweekly $ 1,512.46 $ 1,592.07 $ 1,675.86 $ 1,764.06 $ 1,856.91 $ 1,954.64 Hourly $ 18.91 $ 19.90 $ 20.95 $ 22.05 $ 23.21 $ 24.43
547
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
22 Development Services Technician 301 Annual $ 51,844.88 $ 54,573.56 $ 57,445.85 $ 60,469.32 $ 63,651.91 $ 67,002.02 CLOCEA BLD-1 Monthly $ 4,320.41 $ 4,547.80 $ 4,787.15 $ 5,039.11 $ 5,304.33 $ 5,583.50 Biweekly $ 1,994.03 $ 2,098.98 $ 2,209.46 $ 2,325.74 $ 2,448.15 $ 2,577.00 Hourly $ 24.93 $ 26.24 $ 27.62 $ 29.07 $ 30.60 $ 32.21
23 712 Annual $ 89,238.41 $ 93,700.33 $ 98,385.35 $ 103,304.62 $ 108,469.85 $ 113,893.34 fire Monthly $ 6,728.00 $ 7,808.36 $ 8,198.78 $ 8,608.72 $ 9,039.15 $ 9,491.11 mid-mgmt Biweekly $ 3,432.25 $ 3,603.86 $ 3,784.05 $ 3,973.25 $ 4,171.92 $ 4,380.51 Hourly $ 42.90 $ 45.05 $ 47.30 $ 49.67 $ 52.15 $ 54.76
24 Engineering Technician 302 Annual $ 59,621.41 $ 62,759.38 $ 66,062.51 $ 69,539.48 $ 73,199.45 $ 77,052.05 CLOCEA ENG-1 Monthly $ 4,968.45 $ 5,229.95 $ 5,505.21 $ 5,794.96 $ 6,099.95 $ 6,421.00 Biweekly $ 2,293.13 $ 2,413.82 $ 2,540.87 $ 2,674.60 $ 2,815.36 $ 2,963.54 Hourly $ 28.66 $ 30.17 $ 31.76 $ 33.43 $ 35.19 $ 37.04
25 Equipment Mechanic I 610 Annual $ 57,977.66 $ 61,029.11 $ 64,241.17 $ 67,622.29 $ 71,181.35 $ 74,927.74 CLOCEA EQU-1 Monthly $ 4,831.47 $ 5,085.76 $ 5,353.43 $ 5,635.19 $ 5,931.78 $ 6,243.98 Biweekly $ 2,229.91 $ 2,347.27 $ 2,470.81 $ 2,600.86 $ 2,737.74 $ 2,881.84 Hourly $ 27.87 $ 29.34 $ 30.89 $ 32.51 $ 34.22 $ 36.02
26 Equipment Mechanic II 611 Annual $ 63,775.51 $ 67,132.11 $ 70,665.38 $ 74,384.61 $ 78,299.59 $ 82,420.62 CLOCEA EQU-2 Monthly $ 5,314.63 $ 5,594.34 $ 5,888.78 $ 6,198.72 $ 6,524.97 $ 6,868.39 Biweekly $ 2,452.90 $ 2,582.00 $ 2,717.90 $ 2,860.95 $ 3,011.52 $ 3,170.02 Hourly $ 30.66 $ 32.28 $ 33.97 $ 35.76 $ 37.64 $ 39.63
27 Equipment Mechanic III 612 Annual $ 70,152.97 $ 73,845.24 $ 77,731.83 $ 81,822.98 $ 86,129.45 $ 90,662.58 CLOCEA EQU-3 Monthly $ 5,846.08 $ 6,153.77 $ 6,477.65 $ 6,818.58 $ 7,177.45 $ 7,555.21 Biweekly $ 2,698.19 $ 2,840.20 $ 2,989.69 $ 3,147.04 $ 3,312.67 $ 3,487.02 Hourly $ 33.73 $ 35.50 $ 37.37 $ 39.34 $ 41.41 $ 43.59
28 Executive Assistant to the CM 405 Annual $ 62,033.39 $ 65,298.30 $ 68,735.05 $ 72,352.69 $ 76,160.73 $ 80,169.18 At-Will ADM3 Monthly $ 5,169.45 $ 5,441.53 $ 5,727.92 $ 6,029.39 $ 6,346.73 $ 6,680.77 Exempt Biweekly $ 2,385.90 $ 2,511.47 $ 2,643.66 $ 2,782.80 $ 2,929.26 $ 3,083.43 Hourly $ 29.82 $ 31.39 $ 33.05 $ 34.78 $ 36.62 $ 38.54
Emergency Medical Services (EMS)
Supervisor
548
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
29 Field Services Manager 822 Annual $ 70,002.53 $ 73,502.66 $ 77,177.79 $ 81,036.68 $ 85,088.51 $ 89,342.94 misc Monthly $ 5,833.54 $ 6,125.22 $ 6,431.48 $ 6,753.06 $ 7,090.71 $ 7,445.25 mid-mgmt Biweekly $ 2,692.41 $ 2,827.03 $ 2,968.38 $ 3,116.80 $ 3,272.64 $ 3,436.27 Hourly $ 33.66 $ 35.34 $ 37.10 $ 38.96 $ 40.91 $ 42.95
30 Finance Manager 205 Annual $ 99,077.25 $ 104,031.11 $ 109,232.67 $ 114,694.30 $ 102,429.02 $ 126,450.47 misc ACC-5 Monthly $ 8,256.44 $ 8,669.26 $ 9,102.72 $ 9,557.86 $ 8,535.75 $ 10,537.54 mid-mgmt Biweekly $ 3,810.66 $ 4,001.20 $ 4,201.26 $ 4,411.32 $ 3,939.58 $ 4,863.48 Hourly $ 47.63 $ 50.01 $ 52.52 $ 55.14 $ 49.24 $ 60.79
31 Fire Battalion Chief * 709 Annual $ 115,427.22 $ 121,198.58 $ 127,258.51 $ 133,621.43 $ 140,302.50 $147,317.63 fire FIRE7 Monthly $ 9,618.93 $ 10,099.88 $ 10,604.88 $ 11,135.12 $ 11,691.88 $ 12,276.47 mid-mgmt Biweekly $ 4,439.51 $ 4,661.48 $ 4,894.56 $ 5,139.29 $ 5,396.25 $ 5,666.06 40 Hour Rate Hourly $ 55.49 $ 58.27 $ 61.18 $ 64.24 $ 67.45 $ 70.83 *112 biweekly hours Hourly $ 39.64 $ 41.62 $ 43.70 $ 45.89 $ 48.18 $ 50.59 32 Fire Captain * 710 Annual $ 94,011.54 $ 98,712.11 $ 103,647.72 $ 108,830.10 $ 114,271.61 $ 119,985.19 fire FIRE4 Monthly $ 7,834.29 $ 8,226.01 $ 8,637.31 $ 9,069.18 $ 9,522.63 $ 9,998.77 mid-mgmt Biweekly $ 3,615.83 $ 3,796.62 $ 3,986.45 $ 4,185.77 $ 4,395.06 $ 4,614.82 40 Hour Rate Hourly $ 45.20 $ 47.46 $ 49.83 $ 52.32 $ 54.94 $ 57.69 *112 biweekly hours Hourly $ 32.28 $ 33.90 $ 35.59 $ 37.37 $ 39.24 $ 41.20 33 Fire Engineer * 708 Annual $ 77,378.28 $ 81,247.19 $ 85,309.55 $ 89,575.03 $ 94,053.78 $ 98,756.47 fire FIRE2 Monthly $ 6,448.19 $ 6,770.60 $ 7,109.13 $ 7,464.59 $ 7,837.82 $ 8,229.71 Biweekly $ 2,976.09 $ 3,124.89 $ 3,281.14 $ 3,445.19 $ 3,617.45 $ 3,798.33 40 Hour Rate Hourly $ 37.20 $ 39.06 $ 41.01 $ 43.06 $ 45.22 $ 47.48 *112 biweekly hours Hourly $ 26.57 $ 27.90 $ 29.30 $ 30.76 $ 32.30 $ 33.91 34 Firefighter * 707 Annual $ 68,362.81 $ 71,780.95 $ 75,369.99 $ 79,138.49 $ 83,095.42 $ 87,250.19 fire FIRE1 Monthly $ 5,696.90 $ 5,981.75 $ 6,280.83 $ 6,594.87 $ 6,924.62 $ 7,270.85 Biweekly $ 2,629.34 $ 2,760.81 $ 2,898.85 $ 3,043.79 $ 3,195.98 $ 3,355.78 40 Hour Rate Hourly $ 32.87 $ 34.51 $ 36.24 $ 38.05 $ 39.95 $ 41.95 *112 biweekly hours Hourly $ 23.48 $ 24.65 $ 25.88 $ 27.18 $ 28.54 $ 29.96 35 Fire Marshal 706 Annual $ 94,011.54 $ 98,712.11 $ 103,647.72 $ 108,830.10 $ 114,271.61 $ 119,985.19 fire FIRE3 Monthly $ 7,834.29 $ 8,226.01 $ 8,637.31 $ 9,069.18 $ 9,522.63 $ 9,998.77 mid-mgmt Biweekly $ 3,615.83 $ 3,796.62 $ 3,986.45 $ 4,185.77 $ 4,395.06 $ 4,614.82 Hourly $ 45.20 $ 47.46 $ 49.83 $ 52.32 $ 54.94 $ 57.69
549
CODE
ABCD
EF GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
550
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
36 Fleet Maintenance Supervisor 613 Annual $ 85,633.33 $ 89,915.00 $ 94,410.75 $ 99,131.28 $ 104,087.85 $ 109,292.24 misc FLSUP Monthly $ 7,136.11 $ 7,492.92 $ 7,867.56 $ 8,260.94 $ 8,673.99 $ 9,107.69 mid-mgmt Biweekly $ 3,293.59 $ 3,458.27 $ 3,631.18 $ 3,812.74 $ 4,003.38 $ 4,203.55 Hourly $ 41.17 $ 43.23 $ 45.39 $ 47.66 $ 50.04 $ 52.54
37 Grants Manager 107 Annual $ 69,693.65 $ 73,178.33 $ 76,837.25 $ 80,679.11 $ 84,713.07 $ 88,948.72 misc GRANT Monthly $ 5,807.80 $ 6,098.19 $ 6,403.10 $ 6,723.26 $ 7,059.42 $ 7,412.39 mid-mgmt Biweekly $ 2,680.52 $ 2,814.55 $ 2,955.28 $ 3,103.04 $ 3,258.19 $ 3,421.10 Hourly $ 33.51 $ 35.18 $ 36.94 $ 38.79 $ 40.73 $ 42.76
38 Human Resources Manager 403 Annual $ 99,020.67 $ 103,971.70 $ 109,170.28 $ 114,628.80 $ 120,360.24 $ 126,378.25 misc HR-1 Monthly $ 8,251.72 $ 8,664.31 $ 9,097.52 $ 9,552.40 $ 10,030.02 $ 10,531.52 mid-mgmt Biweekly $ 3,808.49 $ 3,998.91 $ 4,198.86 $ 4,408.80 $ 4,629.24 $ 4,860.70 Hourly $ 47.61 $ 49.99 $ 52.49 $ 55.11 $ 57.87 $ 60.76
39 Human Resources Technician 402 Annual $ 52,147.29 $ 54,891.89 $ 57,780.93 $ 60,822.04 $ 64,023.20 $ 67,392.84 CLOCEA HR-2 Monthly $ 4,345.61 $ 4,574.32 $ 4,815.08 $ 5,068.50 $ 5,335.27 $ 5,616.07 Biweekly $ 2,005.67 $ 2,111.23 $ 2,222.34 $ 2,339.31 $ 2,462.43 $ 2,592.03 Hourly $ 25.07 $ 26.39 $ 27.78 $ 29.24 $ 30.78 $ 32.40
40 Info System Coor/GIS Supervisor 401 Annual $ 67,874.68 $ 71,268.41 $ 74,831.83 $ 78,573.42 $ 82,502.10 $ 86,627.20 misc IS-S Monthly $ 5,656.22 $ 5,939.03 $ 6,235.99 $ 6,547.79 $ 6,875.17 $ 7,218.93 mid-mgmt Biweekly $ 2,610.56 $ 2,741.09 $ 2,878.15 $ 3,022.05 $ 3,173.16 $ 3,331.82 Hourly $ 32.63 $ 34.26 $ 35.98 $ 37.78 $ 39.66 $ 41.65
41 Information System Technician 400 Annual $ 58,971.88 $ 62,075.66 $ 65,342.80 $ 68,781.89 $ 72,401.99 $ 76,212.63 CLOCEA IS-T Monthly $ 4,914.32 $ 5,172.97 $ 5,445.23 $ 5,731.82 $ 6,033.50 $ 6,351.05 Biweekly $ 2,268.15 $ 2,387.53 $ 2,513.18 $ 2,645.46 $ 2,784.69 $ 2,931.25 Hourly $ 28.35 $ 29.84 $ 31.41 $ 33.07 $ 34.81 $ 36.64
42 Lead Maintenance Worker 609 Annual $ 50,592.96 $ 53,255.75 $ 56,058.69 $ 59,009.14 $ 62,114.89 $ 65,384.09 CLOCEA MNT-3 Monthly $ 4,216.08 $ 4,437.98 $ 4,671.56 $ 4,917.43 $ 5,176.24 $ 5,448.67 Biweekly $ 1,945.88 $ 2,048.30 $ 2,156.10 $ 2,269.58 $ 2,389.03 $ 2,514.77 Hourly $ 24.32 $ 25.60 $ 26.95 $ 28.37 $ 29.86 $ 31.43
551
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
43 Maintenance Worker I 607 Annual $ 41,393.80 $ 43,572.42 $ 45,865.71 $ 48,279.69 $ 50,820.73 $ 53,495.50 CLOCEA MNT-1 Monthly $ 3,449.48 $ 3,631.04 $ 3,822.14 $ 4,023.31 $ 4,235.06 $ 4,457.96 Biweekly $ 1,592.07 $ 1,675.86 $ 1,764.07 $ 1,856.91 $ 1,954.64 $ 2,057.52 Hourly $ 19.90 $ 20.95 $ 22.05 $ 23.21 $ 24.43 $ 25.72
44 Maintenance Worker II 608 Annual $ 45,993.38 $ 48,414.09 $ 50,962.20 $ 53,644.42 $ 56,467.81 $ 59,439.80 CLOCEA MNT-2 Monthly $ 3,832.78 $ 4,034.51 $ 4,246.85 $ 4,470.37 $ 4,705.65 $ 4,953.32 Biweekly $ 1,768.98 $ 1,862.08 $ 1,960.08 $ 2,063.25 $ 2,171.84 $ 2,286.15 Hourly $ 22.11 $ 23.28 $ 24.50 $ 25.79 $ 27.15 $ 28.58
45 Management Analyst 106 Annual $ 72,190.96 $ 75,800.51 $ 79,590.53 $ 83,570.06 $ 87,748.56 $ 92,135.99 misc NYLM Monthly $ 6,015.91 $ 6,316.71 $ 6,632.54 $ 6,964.17 $ 7,312.38 $ 7,678.00 mid-mgmt Biweekly $ 2,776.58 $ 2,915.40 $ 3,061.17 $ 3,214.23 $ 3,374.94 $ 3,543.69 Hourly $ 34.71 $ 36.44 $ 38.26 $ 40.18 $ 42.19 $ 44.30
46 Non-Safety EMT * 701 Annual $ 45,190.93 $ 47,450.48 $ 49,823.00 $ 52,314.15 $ 54,929.86 $ 57,676.35 fire EMT12 Monthly $ 3,765.91 $ 3,954.21 $ 4,151.92 $ 4,359.51 $ 4,577.49 $ 4,806.36 Biweekly $ 1,738.11 $ 1,825.02 $ 1,916.27 $ 2,012.08 $ 2,112.69 $ 2,218.32 Hourly $ 21.73 $ 22.81 $ 23.95 $ 25.15 $ 26.41 $ 27.73
47 Non-Safety Paramedic 702 Annual $ 53,540.14 $ 56,217.14 $ 59,028.00 $ 61,979.40 $ 65,078.37 $ 68,332.29 fire PAR24 Monthly $ 4,461.68 $ 4,684.76 $ 4,919.00 $ 5,164.95 $ 5,423.20 $ 5,694.36 Biweekly $ 2,059.24 $ 2,162.20 $ 2,270.31 $ 2,383.82 $ 2,503.01 $ 2,628.17 *112 biweekly hours Hourly $ 25.74 $ 27.03 $ 28.38 $ 29.80 $ 31.29 $ 32.85 48 Office Assistant I 100 Annual $ 39,446.82 $ 41,522.97 $ 43,708.39 $ 46,008.83 $ 48,430.35 $ 50,979.31 CLOCEA CLK-1 Monthly $ 3,287.24 $ 3,460.25 $ 3,642.37 $ 3,834.07 $ 4,035.86 $ 4,248.28 Biweekly $ 1,517.19 $ 1,597.04 $ 1,681.09 $ 1,769.57 $ 1,862.71 $ 1,960.74 Hourly $ 18.96 $ 19.96 $ 21.01 $ 22.12 $ 23.28 $ 24.51
49 Office Assistant II 101 Annual $ 43,829.35 $ 46,136.16 $ 48,564.38 $ 51,120.40 $ 53,810.94 $ 56,643.10 CLOCEA CLK-2 Monthly $ 3,652.45 $ 3,844.68 $ 4,047.03 $ 4,260.03 $ 4,484.25 $ 4,720.26 Biweekly $ 1,685.74 $ 1,774.47 $ 1,867.86 $ 1,966.17 $ 2,069.65 $ 2,178.58 Hourly $ 21.07 $ 22.18 $ 23.35 $ 24.58 $ 25.87 $ 27.23
552
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
50 Payroll Technician 207 Annual $ 51,376.92 $ 54,080.97 $ 56,927.34 $ 59,923.52 $ 63,077.39 $ 66,397.25 CLOCEA POL-6 Monthly $ 4,281.41 $ 4,506.75 $ 4,743.95 $ 4,993.63 $ 5,256.45 $ 5,533.10 Biweekly $ 1,976.04 $ 2,080.04 $ 2,189.51 $ 2,304.75 $ 2,426.05 $ 2,553.74 Hourly $ 24.70 $ 26.00 $ 27.37 $ 28.81 $ 30.33 $ 31.92
51 Police Administrative Supervisor 821 Annual $ 71,374.00 $ 75,130.53 $ 79,084.77 $ 83,247.12 $ 87,628.55 $ 92,240.58 police Monthly $ 5,947.83 $ 6,260.88 $ 6,590.40 $ 6,937.26 $ 7,302.38 $ 7,686.71 mid-mgmt Biweekly $ 2,745.15 $ 2,889.64 $ 3,041.72 $ 3,201.81 $ 3,370.33 $ 3,547.71 Hourly $ 34.31 $ 36.12 $ 38.02 $ 40.02 $ 42.13 $ 44.35
52 Police Clerk I 803 Annual $ 42,331.11 $ 44,559.07 $ 46,904.28 $ 49,372.93 $ 51,971.50 $ 54,706.84 CLOCEA POL-C Monthly $ 3,527.59 $ 3,713.26 $ 3,908.69 $ 4,114.41 $ 4,330.96 $ 4,558.90 Biweekly $ 1,628.12 $ 1,713.81 $ 1,804.01 $ 1,898.96 $ 1,998.90 $ 2,104.11 Hourly $ 20.35 $ 21.42 $ 22.55 $ 23.74 $ 24.99 $ 26.30
53 Police Clerk II 804 Annual $ 46,564.06 $ 49,014.80 $ 51,594.53 $ 54,310.03 $ 57,168.45 $ 60,177.32 CLOCEA PD-C Monthly $ 3,880.34 $ 4,084.57 $ 4,299.54 $ 4,525.84 $ 4,764.04 $ 5,014.78 Biweekly $ 1,790.93 $ 1,885.18 $ 1,984.40 $ 2,088.85 $ 2,198.79 $ 2,314.51 Hourly $ 22.39 $ 23.56 $ 24.81 $ 26.11 $ 27.48 $ 28.93
54 Police Commander 813 Annual $ 110,062.66 $ 115,855.43 $ 121,953.09 $ 128,371.67 $ 135,128.08 $ 142,240.08 police POL-5 Monthly $ 9,171.89 $ 9,654.62 $ 10,162.76 $ 10,697.64 $ 11,260.67 $ 11,853.34 mid-mgmt Biweekly $ 4,233.18 $ 4,455.98 $ 4,690.50 $ 4,937.37 $ 5,197.23 $ 5,470.77 Hourly $ 52.91 $ 55.70 $ 58.63 $ 61.72 $ 64.97 $ 68.38
55 Police Officer 811 Annual $ 70,858.37 $ 74,587.75 $ 78,513.42 $ 82,645.71 $ 86,995.48 $ 91,574.19 police POL-1 Monthly $ 5,904.86 $ 6,215.65 $ 6,542.79 $ 6,887.14 $ 7,249.62 $ 7,631.18 Biweekly $ 2,725.32 $ 2,868.76 $ 3,019.75 $ 3,178.68 $ 3,345.98 $ 3,522.08 Hourly $ 34.07 $ 35.86 $ 37.75 $ 39.73 $ 41.82 $ 44.03
56 Police Sergeant 812 Annual $ 90,480.17 $ 95,242.28 $ 100,255.04 $ 105,531.62 $ 111,085.91 $ 116,932.54 police POL-3 Monthly $ 7,540.01 $ 7,936.86 $ 8,354.59 $ 8,794.30 $ 9,257.16 $ 9,744.38 mid-mgmt Biweekly $ 3,480.01 $ 3,663.16 $ 3,855.96 $ 4,058.91 $ 4,272.54 $ 4,497.41 Hourly $ 43.50 $ 45.79 $ 48.20 $ 50.74 $ 53.41 $ 56.22
553
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
57 Principal Planner 305 Annual $ 88,617.63 $ 93,281.71 $ 98,191.28 $ 103,359.24 $ 108,799.20 $ 114,239.16 misc PLAN4 Monthly $ 7,384.80 $ 7,773.48 $ 8,182.61 $ 8,613.27 $ 9,066.60 $ 9,519.93 mid-mgmt Biweekly $ 3,408.37 $ 3,587.76 $ 3,776.59 $ 3,975.36 $ 4,184.58 $ 4,393.81 Hourly $ 42.60 $ 44.85 $ 47.21 $ 49.69 $ 52.31 $ 54.92
58 Property/Evidence Technician 806 Annual $ 48,209.57 $ 50,746.92 $ 53,417.81 $ 56,229.27 $ 59,188.70 $ 62,303.90 police POL-E Monthly $ 4,017.46 $ 4,228.91 $ 4,451.48 $ 4,685.77 $ 4,932.39 $ 5,191.99 Biweekly $ 1,854.21 $ 1,951.80 $ 2,054.53 $ 2,162.66 $ 2,276.49 $ 2,396.30 Hourly $ 23.18 $ 24.40 $ 25.68 $ 27.03 $ 28.46 $ 29.95
59 Public Works Inspector 616 Annual $ 64,113.52 $ 67,487.92 $ 71,039.91 $ 74,778.85 $ 78,714.58 $ 82,857.46 CLOCEA Monthly $ 5,342.79 $ 5,623.99 $ 5,919.99 $ 6,231.57 $ 6,559.55 $ 6,904.79 Biweekly $ 2,465.90 $ 2,595.69 $ 2,732.30 $ 2,876.11 $ 3,027.48 $ 3,186.83 Hourly $ 30.82 $ 32.45 $ 34.15 $ 35.95 $ 37.84 $ 39.84
60 Public Works Supervisor 614 Annual $ 80,092.60 $ 84,097.23 $ 88,302.09 $ 92,717.20 $ 97,353.06 $ 102,220.71 misc MNT-4 Monthly $ 6,674.38 $ 7,008.10 $ 7,358.51 $ 7,726.43 $ 8,112.75 $ 8,518.39 mid-mgmt Biweekly $ 3,080.48 $ 3,234.51 $ 3,396.23 $ 3,566.05 $ 3,744.35 $ 3,931.57 Hourly $ 38.51 $ 40.43 $ 42.45 $ 44.58 $ 46.80 $ 49.14
61 Recreation Supervisor 502 Annual $ 59,803.58 $ 62,793.76 $ 65,933.45 $ 69,230.12 $ 72,691.63 $ 76,326.21 misc REC-1 Monthly $ 4,983.63 $ 5,232.81 $ 5,494.45 $ 5,769.18 $ 6,057.64 $ 6,360.52 mid-mgmt Biweekly $ 2,300.14 $ 2,415.14 $ 2,535.90 $ 2,662.70 $ 2,795.83 $ 2,935.62 Hourly $ 28.75 $ 30.19 $ 31.70 $ 33.28 $ 34.95 $ 36.70
62 Safety Dispatcher I 807 Annual $ 53,057.50 $ 55,850.00 $ 58,789.48 $ 61,883.66 $ 65,140.69 $ 68,569.15 police PD-DI Monthly $ 4,421.46 $ 4,654.17 $ 4,899.12 $ 5,156.97 $ 5,428.39 $ 5,714.10 Biweekly $ 2,040.67 $ 2,148.08 $ 2,261.13 $ 2,380.14 $ 2,505.41 $ 2,637.28 Hourly $ 25.51 $ 26.85 $ 28.26 $ 29.75 $ 31.32 $ 32.97
63 Safety Dispatcher II 808 Annual $ 58,037.44 $ 61,092.04 $ 64,307.41 $ 67,692.01 $ 71,254.75 $ 75,005.00 police PD-D2 Monthly $ 4,836.45 $ 5,091.00 $ 5,358.95 $ 5,641.00 $ 5,937.90 $ 6,250.42 Biweekly $ 2,232.21 $ 2,349.69 $ 2,473.36 $ 2,603.54 $ 2,740.57 $ 2,884.81 Hourly $ 27.90 $ 29.37 $ 30.92 $ 32.54 $ 34.26 $ 36.06
554
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
64 Senior Accountant 204 Annual $ 74,638.55 $ 78,370.47 $ 82,289.00 $ 86,403.45 $ 90,723.62 $ 95,259.80 misc ACC-6 Monthly $ 6,219.88 $ 6,530.87 $ 6,857.42 $ 7,200.29 $ 7,560.30 $ 7,938.32 mid-mgmt Biweekly $ 2,870.71 $ 3,014.25 $ 3,164.96 $ 3,323.21 $ 3,489.37 $ 3,663.84 Hourly $ 35.88 $ 37.68 $ 39.56 $ 41.54 $ 43.62 $ 45.80
65 Senior Administrative Assistant 108 Annual $ 62,990.94 $ 66,140.48 $ 69,447.51 $ 72,919.88 $ 76,565.88 $ 80,394.17 misc Monthly $ 5,249.24 $ 5,511.71 $ 5,787.29 $ 6,076.66 $ 6,380.49 $ 6,699.51 mid-mgmt Biweekly $ 2,422.73 $ 2,543.86 $ 2,671.06 $ 2,804.61 $ 2,944.84 $ 3,092.08 Hourly $ 30.28 $ 31.80 $ 33.39 $ 35.06 $ 36.81 $ 38.65
66 Shelter Manager 823 Annual $ 65,967.19 $ 69,439.14 $ 73,093.84 $ 76,940.88 $ 80,990.40 $ 85,039.92 misc Monthly $ 5,497.27 $ 5,786.60 $ 6,091.15 $ 6,411.74 $ 6,749.20 $ 7,086.66 mid-mgmt Biweekly $ 2,537.20 $ 2,670.74 $ 2,811.30 $ 2,959.26 $ 3,115.02 $ 3,270.77 Hourly $ 31.71 $ 33.38 $ 35.14 $ 36.99 $ 38.94 $ 40.88
67 Transit Fleet Service Coordinator 605 Annual $ 70,088.75 $ 73,777.63 $ 77,660.67 $ 81,748.07 $ 86,050.60 $ 90,579.58 CLOCEA TRAN5 Monthly $ 5,840.73 $ 6,148.14 $ 6,471.72 $ 6,812.34 $ 7,170.88 $ 7,548.30 Biweekly $ 2,695.72 $ 2,837.60 $ 2,986.95 $ 3,144.16 $ 3,309.64 $ 3,483.83 Hourly $ 33.70 $ 35.47 $ 37.34 $ 39.30 $ 41.37 $ 43.55
68 Transit Maintenance Manager 600 Annual $ 81,805.81 $ 85,896.10 $ 90,190.91 $ 94,700.45 $ 99,435.48 $ 104,407.25 misc TMMNG Monthly $ 6,817.15 $ 7,158.01 $ 7,515.91 $ 7,891.70 $ 8,286.29 $ 8,700.60 mid-mgmt Biweekly $ 3,146.38 $ 3,303.70 $ 3,468.88 $ 3,642.33 $ 3,824.44 $ 4,015.66 Hourly $ 39.33 $ 41.30 $ 43.36 $ 45.53 $ 47.81 $ 50.20
69 Transit Mechanic I 601 Annual $ 57,398.04 $ 60,418.99 $ 63,598.93 $ 66,946.24 $ 70,469.73 $ 74,178.66 CLOCEA TMEC1 Monthly $ 4,783.17 $ 5,034.92 $ 5,299.91 $ 5,578.85 $ 5,872.48 $ 6,181.56 Biweekly $ 2,207.62 $ 2,323.81 $ 2,446.11 $ 2,574.86 $ 2,710.37 $ 2,853.03 Hourly $ 27.60 $ 29.05 $ 30.58 $ 32.19 $ 33.88 $ 35.66
70 Transit Mechanic II 602 Annual $ 63,775.51 $ 67,132.11 $ 70,665.38 $ 74,384.61 $ 78,299.59 $ 82,420.62 CLOCEA TMEC2 Monthly $ 5,314.63 $ 5,594.34 $ 5,888.78 $ 6,198.72 $ 6,524.97 $ 6,868.39 Biweekly $ 2,452.90 $ 2,582.00 $ 2,717.90 $ 2,860.95 $ 3,011.52 $ 3,170.02 Hourly $ 30.66 $ 32.28 $ 33.97 $ 35.76 $ 37.64 $ 39.63
555
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
71 Transit Mechanic III 603 Annual $ 70,152.97 $ 73,845.24 $ 77,731.83 $ 81,822.98 $ 86,129.45 $ 90,662.58 CLOCEA TMEC3 Monthly $ 5,846.08 $ 6,153.77 $ 6,477.65 $ 6,818.58 $ 7,177.45 $ 7,555.21 Biweekly $ 2,698.19 $ 2,840.20 $ 2,989.69 $ 3,147.04 $ 3,312.67 $ 3,487.02 Hourly $ 33.73 $ 35.50 $ 37.37 $ 39.34 $ 41.41 $ 43.59
72 Transit Shuttle Driver 604 Annual $ 54,317.02 $ 57,175.81 $ 60,185.06 $ 63,352.69 $ 66,687.05 $ 70,196.89 CLOCEA TRAN2 Monthly $ 4,526.42 $ 4,764.65 $ 5,015.42 $ 5,279.39 $ 5,557.25 $ 5,849.74 Biweekly $ 2,089.12 $ 2,199.07 $ 2,314.81 $ 2,436.64 $ 2,564.89 $ 2,699.88 Hourly $ 26.11 $ 27.49 $ 28.94 $ 30.46 $ 32.06 $ 33.75
73 Administrative Services Director 408 Annual $ 130,280.84 $ 137,137.73 $ 144,355.51 $ 151,953.16 $ 159,950.70 $ 168,369.16 depthead Monthly $ 10,856.74 $ 11,428.14 $ 12,029.63 $ 12,662.76 $ 13,329.22 $ 14,030.76 Biweekly $ 5,010.80 $ 5,274.53 $ 5,552.13 $ 5,844.35 $ 6,151.95 $ 6,475.74 Hourly $ 62.64 $ 65.93 $ 69.40 $ 73.05 $ 76.90 $ 80.95
74 Animal Services Director 819 Annual $ 102,977.23 $ 108,397.08 $ 114,102.19 $ 120,107.57 $ 126,429.02 $ 133,083.18 depthead Monthly $ 8,581.44 $ 9,033.09 $ 9,508.52 $ 10,008.96 $ 10,535.75 $ 11,090.26 Biweekly $ 3,960.66 $ 4,169.12 $ 4,388.55 $ 4,619.52 $ 4,862.65 $ 5,118.58 Hourly $ 49.51 $ 52.11 $ 54.86 $ 57.74 $ 60.78 $ 63.98
75 City Manager 406 Annual $ 184,156.77 $ 193,849.23 $ 204,051.82 $ 214,791.39 $ 226,096.20 $ 237,996.00 exec mgmt DEPT Monthly $ 15,346.40 $ 16,154.10 $ 17,004.32 $ 17,899.28 $ 18,841.35 $ 19,833.00 Biweekly $ 7,082.95 $ 7,455.74 $ 7,848.15 $ 8,261.21 $ 8,696.01 $ 9,153.69 Hourly $ 88.54 $ 93.20 $ 98.10 $ 103.27 $ 108.70 $ 114.42 76 Community Development Director 307 Annual $ 115,940.20 $ 122,042.31 $ 128,465.59 $ 135,226.94 $ 142,344.14 $ 149,835.94 depthead DEPT3 Monthly $ 9,661.68 $ 10,170.19 $ 10,705.47 $ 11,268.91 $ 11,862.01 $ 12,486.33 Biweekly $ 4,459.24 $ 4,693.94 $ 4,940.98 $ 5,201.04 $ 5,474.77 $ 5,762.92 Hourly $ 55.74 $ 58.67 $ 61.76 $ 65.01 $ 68.43 $ 72.04
77 Communications Director/Public 410 Annual $ 92,853.71 $ 97,740.75 $ 102,885.00 $ 108,300.00 $ 114,000.00 $ 120,000.00 depthead Information Officer Monthly $ 7,737.81 $ 8,145.06 $ 8,573.75 $ 9,025.00 $ 9,500.00 $ 10,000.00 Biweekly $ 3,571.30 $ 3,759.26 $ 3,957.12 $ 4,165.38 $ 4,384.62 $ 4,615.38 Hourly $ 44.64 $ 46.99 $ 49.46 $ 52.07 $ 54.81 $ 57.69
DEPARTMENT HEADS AND EXECUTIVE MANAGEMENT - FLSA EXEMPT 556
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
78 Community Services Director 510 Annual $ 112,594.39 $ 118,224.11 $ 124,135.31 $ 130,342.08 $ 136,859.18 $ 143,702.14 depthead DEPT4 Monthly $ 9,382.87 $ 9,852.01 $ 10,344.61 $ 10,861.84 $ 11,404.93 $ 11,975.18 Biweekly $ 4,330.55 $ 4,547.08 $ 4,774.44 $ 5,013.16 $ 5,263.81 $ 5,527.01 Hourly $ 54.13 $ 56.84 $ 59.68 $ 62.66 $ 65.80 $ 69.09
79 Deputy City Manager 407 Annual $ 169,139.32 $ 177,596.29 $ 186,476.10 $ 195,799.91 $ 205,589.90 $ 215,869.40 exec mgmt DEPT1 Monthly $ 14,094.94 $ 14,799.69 $ 15,539.68 $ 16,316.66 $ 17,132.49 $ 17,989.12 Biweekly $ 6,505.36 $ 6,830.63 $ 7,172.16 $ 7,530.77 $ 7,907.30 $ 8,302.67 Hourly $ 81.32 $ 85.38 $ 89.65 $ 94.13 $ 98.84 $ 103.78 80 Finance Director / Treasurer 206 Annual $ 156,659.74 $ 164,904.99 $ 173,584.20 $ 182,720.21 $ 192,337.07 $ 202,460.07 depthead DEPT5 Monthly $ 13,054.98 $ 13,742.08 $ 14,465.35 $ 15,226.68 $ 16,028.09 $ 16,871.67 Biweekly $ 6,025.37 $ 6,342.50 $ 6,676.32 $ 7,027.70 $ 7,397.58 $ 7,786.93 Hourly $ 75.32 $ 79.28 $ 83.45 $ 87.85 $ 92.47 $ 97.34
81 Fire Chief 711 Annual $ 155,704.55 $ 163,899.53 $ 172,525.82 $ 181,606.12 $ 191,164.34 $ 201,225.62 depthead DEPT6 Monthly $ 12,975.38 $ 13,658.29 $ 14,377.15 $ 15,133.84 $ 15,930.36 $ 16,768.80 Biweekly $ 5,988.64 $ 6,303.83 $ 6,635.61 $ 6,984.85 $ 7,352.47 $ 7,739.45 Hourly $ 74.86 $ 78.80 $ 82.95 $ 87.31 $ 91.91 $ 96.74
82 Police Chief 814 Annual $ 156,136.22 $ 164,353.91 $ 173,004.12 $ 182,109.60 $ 191,694.31 $ 201,783.49 depthead DEPT7 Monthly $ 13,011.35 $ 13,696.16 $ 14,417.01 $ 15,175.80 $ 15,974.53 $ 16,815.29 Biweekly $ 6,005.24 $ 6,321.30 $ 6,654.00 $ 7,004.22 $ 7,372.86 $ 7,760.90 Hourly $ 75.07 $ 79.02 $ 83.18 $ 87.55 $ 92.16 $ 97.01
83 Public Works Director 615 Annual $ 133,914.66 $ 140,962.80 $ 148,381.89 $ 156,191.47 $ 164,412.07 $ 173,065.34 depthead DEPT8 Monthly $ 11,159.55 $ 11,746.90 $ 12,365.16 $ 13,015.96 $ 13,701.01 $ 14,422.11 Biweekly $ 5,150.56 $ 5,421.65 $ 5,707.00 $ 6,007.36 $ 6,323.54 $ 6,656.36 Hourly $ 64.38 $ 67.77 $ 71.34 $ 75.09 $ 79.04 $ 83.20
84 Art Instructor 503
85 Community Services Officer 802
86 EMT - Per Diem 700
California Mandated Minimum Wage
$21.98
California Mandated Minimum Wage
557
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
87 Fire Department Secretary 704
88 Office Assistant 102
89 Paramedic - Per Diem 703
90 Police Cadet 810
91 Recreation / Arts Coordinator 500
92 Safety Dispatcher 820
93 Senior Center Activity Coordinator 505
94 Senior Nutrition Coordinator 506
95 Special Projects Manager 507
96 Sports Field Maintenance Worker 508
97 Visual Arts Instructor 509
06/17/25 - City Council Approved changes by Resolution 2025-42R; Master Salary Schedule update effective 7/1/2025 06/17/25 - City Council Approved changes by Resolution 2025-43R; Updated salary range for City Manager 12/02/24 - City Council Approved changes by Resolution 2024-140R; New job classification and salary for City Clerk, Field Services Manager and Shelter Manager 12/02/24 - City Council Approved changes by Resolution 2024-139R; Hourly rate increase for Part-Time, Seasonal and Temporary Unrepresented Employees from $16.00 to $16.50 effective 1/1/25
11/18/24 - City Council Approved changes by Resolution 2024-129R; Master Salary Schedule update retro to 7/1/2024 12/02/24 - City Council Action; City Manager salary increase of 5% effective 12/14/24 per Employment Contract California Mandated Minimum Wage
California Mandated Minimum Wage
California Mandated Minimum Wage
$ 38.53
$ 27.00
$ 21.00
California Mandated Minimum Wage
09/02/25 - City Council Approved changes by Resolution 2025-83R; Updated salary range for Finance Director/Treasurer California Mandated Minimum Wage
Range from $20 to $175 DOQ
California Mandated Minimum Wage
California Mandated Minimum Wage
09/16/2025 - City Council Approved changes by Resolution 2025-94R; 558
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
11/04/24 - City Council Approved changes by Resolution 2022-125R; Master Salary Schedule update, retro to 7/1/2024 559
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
11/04/24 - City Council Approved changes by Resolution 2024-119R; Police Middle Management salary increases: Police Commander - 2.38% and Police Sergeant - 2.99% 11/04/24 - City Council Approved changes by Resolution 2024-121R; Fire Middle Management salary increases: Fire Battalion Chief - 3.78%, Fire Marshal - 2.57%, EMS Supervisor - 2.64% and Fire Captain - 2.57%
11/04/24 - City Council Approved changes by Resolution 2024-120R; International Association of Firefighters Local 3716 (Fire) salary increases: Fire Engineer -2.57% and Firefighters -
1.08%
11/04/24 - City Council Approved changes by Resolution 2024-123R; New job classification and salary for Payroll Technician and Police Administrative Supervisor; retitling job classifications for Development Services Technician (formerly Building Planning Technician), Office Assistant I/II (formerly Clerical Assistant I/II, Community Services Coordinator (formerly Recreation Coordinator), Finance Director (formerly Director of Finance) and Lead Maintenance Worker (formerly Maintenance Worker III); Deputy City Manage salary increase of 10.32%; Finance Director salary increase of 22.84%; Police Chief salary increase of 12.39%; Public Works Director salary increase of 0.26% 11/04/24 - City Council Approved changes by Resolution 2024-122R; California League of City Employees' Associations (CLOCEA) salary increases: Administrative Assistant I /II - 4.87%, Animal Services Officer - 1.18%, Assistant and Associate Planner - 5.65%, Building Inspector - 6.95%, Code Enforcement Officer I - 19.41%, Code Enforcement Officer II - 6.15%, Community Services Officer - 11.03%, Custodian - 2.75%, Development Services Technician - 3.37%, Engineering Technician - 3.85%, Equipment Mechanic I - 25.24%, Equipment Mechanic II/III -
23.98%, Information Systems Technician - 1.68%, Lead Maintenance Worker - 1.96%, Maintenance Worker I/II - 1.96%, Office Assistant I - 6.65%, Office Assistant II - 7.5%, Police Clerk I -
11.63%, Police Clerk II - 10.5%, Transit Fleet Services Coordinator - 3.68%, Transit Mechanic I/II/III - 23.98%, Transit Shuttle Driver - 30.85% and Human Resources Technician - 1.50% 02/05/24 - City Council Approved changes by Resolution 2024-16R; New job classification and salary for Public Works Inspector 05/06/24 - City Council Approved changes by Resolution 2024-49R; 10% salary increase for Dispatcher I and 8% increase for Dispatcher II; increase retro-active to the pay period that includes July 1, 2023
08/19/24 - City Council Approved changes by Resolution 2024-92R; 28.52% salary increase for Fire Chief; increase retro-active to pay period that includes July 1, 2024 10/07/24 - City Council Approved changes by Resolution 2024-105R; New job classification and salary for Senior Administrative Assistant and retitle job classifications for Fire Battalion Chief (formerly Fire Division Chief) and Finance Manager (formerly Finance Department Manager) 02/20/24 - City Council Approved changes by Resolution 2024-22R; New job classifications and salary for Animal Services Director, Animal Services Technician and Emergency Medical Services (EMS) Supervisor
11/04/24 - City Council Approved changes by Resolution 2024-118R; Selma Police Officer Association salary increases: Police Officer -1.89 %, Safety Dispatcher I - 1.97% and Safety Dispatcher II - 2.63%
12/04/23 - City Council Approved changes by Resolution 2023-108R; New job classification and salary for Animal Services Manager and Animal Services Officer; Salary increase of 11% for for Clerical Assistant I; Salary increase of 10.16% for Clerical Assistant II; Salary increase of 40.66% for Public Works Supervisor 560
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
12/04/23 - City Council Approved changes by Resolution 2023-107R; Hourly rate increase for Part-Time, Seasonal and Temporary Unrepresented Employees from $15.50 to $16 effective 1/1/24
561
CODE A B C D E F GROUP
MASTER SALARY SCHEDULE
CITY OF SELMA
JOB CLASSIFICATIONS STEPS
REVISED NOVEMBER 4, 2025
Resolutions prior to 2022 may be obtained from the City of Selma City Clerk. 01/18/22 -City Council Approved changes by Resolution 2022-5R; Reclassified vacant Assistant City Manager to Deputy City Manager; Reclassified Finance Director to Director of Finance/Treasurer; Master Salary Scheudule Update
02/07/22 - City Council Approved changes by Resolution 2022-11R; Reclassification of one vacant Safety Dispatcher II to Supervising Safety Dispatcher and New Job Classifications of Supervising Safety Dispatcher and Non-Safety EMT (24 and 12) 08/15/22 - City Council Approved changes by Resolution 2022-81R; Title change of Administrative Analyst (Economic Development Analyst) to Management Analyst (Economic Development Manager)
03/21/22 - City Council Approved changes by Resolution 2022-20R; New job classifications and salary ranges for Accounting Technician, Code Enforcement Officer II, Engineering Technician, Executive Assistant to the City Manager, Human Resources Technician and Senior Accountant; Salary increases for Associate Planner, Police Chief and Public Works Director; Reclassification of Code Enforcement Officer to Code Enforcement Officer I; Reclassification of Code Enforcement Officer I with no salary change; Fire MOU 4% salary increase; Fire MidManagement 4% salary increase 07/18/22 - City Council Approved changes by Resolution 2022-59R; Salary increase for Police Chief based on 20% police department increase to combat compaction; 2% salary increase for Non-Safety Paramedics
04/04/22 - City Council Approved changes by Resolution 2022-25R; New job classication of Special Projects Manager 10/17/23 - City Council Approved changes by Resolution 2023-93R; New job classification and salary for Administratative Services Director; Police Chief salary increase of 5%; Public Works Director salary increase of 25%
03/21/22 - City Council Approved changes by Resolution 2022-19R; New job classifications and salary ranges for Accounting Technician, Code Enforcement Officer II, Engineering Technician, Executive Assistant to the City Manager, Human Resources Technician and Senior Accountant; Salary increases for Associate Planner, Police Chief and Public Works Director; Reclassification of Code Enforcement Officer to Code Enforcement Officer I; Reclassification of Code Enforcement Officer I with no salary change 06/19/23 - City Council Approved changes by Resolution 2023-48R; New job classification of Crime Analyst 12/05/22 - City Council Approved changes by Resolution 2022-115R; Master Salary Schedule update retro to 7/1/2022 12/04/23 - City Council Action; City Manager salary increase of 5% effective 12/08/23 per Employment Contract 562
Department: Administration
November 4, 2025
Status: At-Will
FLSA: Exempt
JOB DESCRIPTION
DEPUTY CITY MANAGER
DEFINITION:
Under general administrative direction, to assist in planning, directing, managing and reviewing the activities and operations of the City of Selma; to perform highly responsible and complex professional administrative work while assisting the City Manager in the development, assessment, implementation, and supervision of the operational goals and objectives for City departments; to participate in major negotiations and coordination of special projects for the City Manager; fosters cooperative working relationships with City staff, intergovernmental agencies and civic groups; and provides highly responsible and complex administrative support to the City Manager.
DISTINQUISHING CHARACTERISTICS:
The classification of Deputy City Manager is the advanced skill level serving the City Manager’s Office. Incumbents are expected to perform the full range of functions in compliance with applicable laws, regulations and City policy. The position is responsible for providing support to the City Manager with a wide variety of administrative duties. The incumbent coordinates, plans and organizes activities involved in the implementation and completion of city-wide projects, programs and facilities.
SUPERVISION RECEIVED AND EXERCISED
Incumbents work with limited supervision and exercise extensive independent judgment to ensure the City’s policies and procedures are in compliance with applicable laws, regulations, and City policy.
Employees in this class report to the City Manager.
ESSENTIAL FUNCTIONS
The duties listed below are intended only as illustrations of the various types of work that may be performed. Specific duties will depend upon work assignment. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class. Duties assigned will be split between Development services and Administrative services divisions
- Directs the activities of assigned City departments and oversee the operations. - Confers with department directors to convey information concerning established policies and practices and to solicit information needed as a basis for action. - Confer with the City Manager on matters concerning major departmental activities and community problems and recommends course of action.
563
- Assist with the preparation of reports, agreements, contracts, resolutions, and ordinances, and attends City Council meetings.
- Participate in the preparation of the annual City budget and the administration thereof. - Coordinates activities with other governmental agencies - Attends meetings to determine basic policy as a guide to the general conduct of City business and the handling of administrative matters.
- Build and maintain positive working relationships with Council members, City staff, and the public using principles of good customer service.
- Perform related duties as assigned.
KNOWLEDGE, SKILLS, AND ABILITIES:
Knowledge of:
• Organization, functions, operations, and services of California municipal governments. • City Council – City Manager form of governance and the opportunities, challenges, processes, and approaches associated therewith.
• Federal, State, County, and City laws and regulations applicable to the delivery of municipal public services, including police and fire services. • Principles of public administration, organization, and management. • Principles of organizational analysis and methods necessary to conduct analytical studies of administrative and management best practices.
• Principles and practices of public funding and municipal budget preparation, administration, analysis, and control.
• Principals of administrative, organizational, and financial audits and techniques. • Principles and practices of public finance, governmental accounting, and unfunded liabilities.
• Public policy research and trends affecting municipal services and programs. • Municipal contract development and administration.
• Effects of legislation on local municipal governments. • Practices and techniques of administrative and statistical analysis and report preparation. • Effective public speaking and public presentations techniques and practices. • Mathematical and statistical methods, calculations, and techniques commensurate administrative oversight of municipal operations and functions. • Effective methods of communicating orally and in writing in the English language using proper grammar and punctuation.
Duties Assigned Specific to Administrative Services
• Principals of public sector human resources administration related to classification and compensation, recruitment and reexamination, equal employment opportunity, antidiscrimination employment practices, benefits administration, personnel records administration, staff development and training, workers’ compensation, and workplace safety.
• Principals of conflict resolution and coalition/team building 564
• Human Resources management practices including staff development, supervision, interviewing, selecting, training, evaluating, and progressive discipline. • Principles and practices of risk management and liability exposure. • All duties that would be assigned to the classification of Human Resources Director Duties Assigned Specific to Development Services
• Direct, plan, organize and participate in the work involved in planning and facilitating the orderly development of urban areas.
• Administer or direct the administration of subdivision and land use regulations • Analize community needs and develops programs to meet the needs in accordance with City policy and available resources
• Coordinate the preparation and adoption of City development goals and objectives. • Serve as technical and professional advisor and provide staff support to City Council and Planning Commission on matters related to planning, engineering and building division functions.
• All duties that would be assigned to the classification of Planning and Development Services Director
Skills and Abilities to:
• Effectively work under administrative and policy direction. • Effectively assist the City Manager plan, direct, and manage city operations and functions.
• Plan, direct, and manage the following comprehensive programs: human resources, risk management, information technology, purchasing, and contract management. • Develop and maintain effective and close working relationships with the City Manager and City Council.
• Display and maintain a high degree of initiative, maturity, integrity, confidentiality, professionalism, loyalty, accountability, creativity, and good judgment. • Develop and maintain effective and harmonious work relationships with the City Manager’s executive team, subordinates, governmental officials, community representatives, business community, and the public.
• Exercise leadership, persuasion, tact, and authority. • Effectively strategize with department heads about employee recruitment and retention, including implementation of diversity, equity, and inclusion best practices. • Ability to network effectively and identify (well in advance) any potential high-quality candidates for key positions in the event of turnover within the organization. • Review and analyze complex organizational, budgetary, financial, financial, human resources, capital improvement, procedures, outcomes, and challenges; recommend solutions accordingly.
• Analyze, organize, and/or supervise the preparation/development of organizational analysis, budgets, audits, financial studies and reviews, job classification and compensation plans, program initiatives, and service delivery. • Effectively research, analyze, and recommend solutions/approaches to complex problems, proposals, initiatives, limited resources, debt management, unfunded liabilities, funding.
565
• Plan, develop, and implement goals, objectives, policies, procedures, work standards, and internal controls.
• Effectively interpret, apply, administer applicable federal, state, county, and city codes, ordinances, policies, procedures, rules, and regulation. • Effectively plan, develop, and execute the City’s annual budgeting process; assist the City Manager and department heads justify budget requests and allocations during the annual budget deliberations process.
• Supervise and evaluate the work of subordinate staff and department heads. • Prepare clear, concise, and comprehensive reports, summaries, abstracts, correspondence, and documentation.
• Effectively communicate orally and written form.
• Make presentations, support recommendations, and present options before the City Council; City Commissions; community organizations; City Workshops; City Town Hall meetings; and federal, state, and county forums.
• Conceptualize, analyze, and formulate solutions to, and explain complex issues, problems, and solutions.
• Apply mathematical and statistical methods to complex issues and problems. • Utilize personal computers, laptops, audio-visual equipment, recording devices, printers, scanners, etc. normally used in a business office setting. • Utilize Microsoft Business Suite computer applications including Word, Excel, PowerPoint, and Access.
• Lear and utilize proprietary computer software, applications, and programs. • Work extended workdays/work weeks and on weekends and holidays.
MINIMUM QUALIFICATIONS:
Experience:
Five (5) years of broad and extensive experience in administration within municipal government including at least two (2) years in management capacity.
Education:
Graduation from a Bachelor’s degree program with major course work in Public Administration, Business Administration or a closely related field. Master’s Degree is highly desirable.
Required License and Certification
Possession of a valid California Class C Driver's License at the time of appointment.
PHYSICAL DEMANDS AND WORKING CONDITIONS
• Incumbent is required to attend frequent evening meetings. • Incumbent is required to travel within and out of City to attend meetings. • The position is designated as confidential under the Meyers-Millas Brown Act and is an exempt employee under the Fair Labor Standards Act.
• Work is primarily sedentary.
566
Department: Varies
Approved: November 4, 2025
Non-Exempt
SENIOR ADMINISTRATIVE ASSISTANT
PURPOSE
Under general direction, performs a variety of complex administrative and clerical, bookkeeping and other financial duties under the general direction of a department head and performs related duties as required.
DISTINGUISHING CHARACTERISTICS
Senior Administrative Assistant is the paraprofessional senior level class in the clerical series.
Incumbents in this class are expected to perform the full range of clerical and administrative functions requiring a high degree of technical expertise.
This classification is typically reserved for larger departments such as the Fire Department, Police Department, and Public Works Department.
SUPERVISION RECEIVED AND EXERCISED
Incumbents work with moderate supervision and exercise moderate independent judgment to ensure the clerical duties of the department are met.
Employees in this class typically report to a Department Head or designee.
ESSENTIAL FUNCTIONS STATEMENT: Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees may perform the essential functions of the job.
Essential Functions (Illustrative Only):
• Performs a wide variety of complex administrative and clerical duties for a City department.
• Provides information to the public and City employees that requires the use of independent judgment and the interpretation of policies and procedures. • Composes a variety of correspondence, memoranda, reports, budgets, agenda, minutes, forms and other materials.
• Compiles and maintains informational materials from a variety of sources; compiles and analyzes data for special projects and various reports. • Drafts reports using word processing software; proofreads materials for accuracy, completeness and compliance with City rules and regulations.; distributes or submits pertinent documentation to appropriate sources.
• Develops, maintains and updates specialized databases, records and reports to support technical work processes in areas of assigned responsibility. 567
• Accesses, maintains, monitors and updates departmental budget, financial, and payroll records.
• Identifies and refers matters to the assigned department head in order or priority. • May supervise, assist, assign, evaluate and train subordinate office clerical personnel. • Maintains, monitors inventory of, orders and distributes department supplies and equipment; enters purchase orders, receives and maintains inventory of supplies and equipment, receives, reviews and processes invoices.
• Accepts payment of fees; maintain and process cash records • Performs related duties as assigned
KNOWLEDGE, SKILLS AND ABILITIES
Knowledge of:
• Office administrative and management practices and procedures. • Correct English usage, including spelling, grammar and punctuation • Basic mathematical computations
• Modern office, business and accounting practices and procedures. • Methods used in financial and statistical record keeping. • Organization, procedures and operation details of City department to which assigned. • Advanced uses of word processing, graphics, spreadsheet, database and other software to create documents and materials requiring the interpretation and manipulation of data.
Ability to:
• Operate a computer, word processing and spreadsheet software and other standard office equipment.
• Perform departmental administrative functions and duties. • Manage multiple and rapidly changing priorities to meet the needs and expectations of management.
• Speak effectively to communicate in person or over the telephone with the public and answer questions regarding department policy and procedures. • Organize, research and maintain complete and extensive office files. • Interpret and apply departmental policies, rules and regulations. • Work independently in the absence of supervision.
• Understand and follow written and oral instructions.
• Prepare clear, accurate and concise records and reports. • Collect and analyze data; make arithmetical calculations with speed and accuracy. • Establish and maintain cooperative relationships with those contacted during the course of work.
MINIMUM QUALIFICATIONS
Experience:
Four (4) years of increasingly responsible experience in administration, financial, or clerical office support.
568
Education:
Graduation from an Associate’s degree program or Bachelor’s Degree Program in Business Administration, Public Administration or a closely related field is highly desirable.
Required License and Certification
Possession of a valid California Class C Driver's License at the time of appointment.
WORKING CONDITIONS
The conditions described here are representative of those that must be met by employees to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical Demands
While performing the duties of this job, incumbents require sufficient mobility to work in an office setting operating standard office equipment. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter and retrieve data using a computer keyboard. Positions in this classification occasionally bend, stoop, kneel, reach, push and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects necessary to perform job functions.
Mental Demands
While performing the duties of this job, an employee uses written and oral communication skills; reads and interprets data, information and documents; analyzes and solves problems; uses math and mathematical reasoning; observes and interprets people and situations; learns and applies new information and skills; performs highly detailed work; deals with changing deadlines, constant interruptions and multiple concurrent tasks; and interacts with others encountered in the course of work.
Work Environment
The employee works in an office environment with moderate noise levels, controlled temperature conditions and no direct exposure to hazardous physical substances. 569
Department: Police
November 4, 2025
FLSA: Non-Exempt
JOB DESCRIPTION
COMMUNITY SERVICES OFFICER
DEFINITION:
Under general supervision, performs assignments involving responsible public contact work in crime prevention and the delivery of non-emergency police services, and performs related duties as required.
DISTINGUISHING CHARACTERISTICS:
This is an entry level class performing a variety of community and crime prevention Police activities which do not require the authority of a sworn officer. Community Services Officers may be part of a team with a sworn officer and assist in many police related functions. The position does not have authority to make arrests or issue tickets. Community Services Officers normally are found in assignments such as community affairs; dispatch; assisting officers; court liaison; juvenile crime and drug prevention programs; clerical assistance; processing property and evidence; preparing and processing crime reports; working with the public at the front window and counter.
ESSENTIAL FUNCTIONS:
(1) Assists in the protection of the life and property of the general public; (2) performs low risk investigative duties related to the commission of crimes against property and persons; (3) completes police reports involving crimes, traffic accidents, civil procedures and miscellaneous, non-emergency incidents where Police Department action is required or requested; (4) maintains records of daily work activities; (5) handles vehicle parking control and issues citations for violation of parking laws and ordinances; (6) handles abandoned vehicle enforcement; (7) solicits community participation, support and input in determining crime prevention needs; (8) presents information to citizen groups, businesses and homeowners on crime prevention programs; (9) instructs citizenry on proper methods of marking property and valuables for identification; (10) conducts home and business security checks to identify security problems; (11) recommends security devices and other protective measures; (12) assists police officers with nonenforcement duties; (13) writes routine police reports and appears in court when necessary; (14) performs general clerical work, inputs data into the computer and operates office machines and police radio; (15) may direct and control crowds and traffic at accident scenes or special events; (16) performs vehicle checks to determine if vehicle equipment violations have been corrected; and (17) receives and responds to citizen inquiries and gives general assistance or directions as appropriate.
ESSENTIAL RESPONSIBILITIES:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.
The requirements listed below are representative of the knowledge, skill, and/or ability required. 570
Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.
1. General and Specialized Job Knowledge and Abilities:
(a) General Knowledge of: English grammar, spelling and syntax; basic math; spelling. (b) Specialized Knowledge of: City, state and federal laws and regulations and ordinances; law enforcement report writing, broadcast procedures of a police radio system. (Some positions may require the ability to read, write and speak Spanish.) (c) Ability to: Meet and deal courteously with the public; acquire a working knowledge of various city ordinances and criminal and vehicle codes; write clear, accurate and concise police reports; explain laws and regulations to with the public; communicate both orally and in writing; instruct the public on crime prevention and home and business security methods; understand and comply with written and oral instructions; work both under supervision and independently; gather data and perform basic statistical analysis; interpret and apply department policies and procedures.
2. Resources, Including Money, Equipment, Materials and Records: Police records and reports; confidential records; criminal evidence; property; patrol vehicle; police radio; and office equipment.
3. Solving Problems: Filing complete and accurate reports; determining when to issue a parking ticket, or have vehicle towed; submitting weapons and narcotics correctly for forensics use; answering questions properly and keep the City from liability; counseling teenagers; responding to a crime scene before an officer arrives; when to step into family and child custody problems; how to work with and assist in the control of gangs and gang related problems; determining who to send to an emergency when there are insufficient numbers of officers; maintaining control in tense and difficult situations; and maintaining respect for the uniform.
4. Performance of Others: Other team members; other officers when dispatching, assisting rookies and P.O.S.T. interns.
5. Relations with:
(a) Internal Relations with: Other officers; Police Sergeant; Police Commander; Chief of Police; other City employees; members of the City Council. (b) External Relations with: General public; other police and law enforcement agencies; child and adult protective services; fire departments; hospitals; parole officers; attorneys; court personnel.
6. Communications:
571
(a) Oral: Instructions; radio dispatch; communication with other officers. (b) Written: Instructions; memos; reports; criminal records. (c) Visual: Traffic situations; illegal parking; crime scenes; traffic accidents; injuries; weapons discharge; hand signals of fellow officers.
(d) Auditory: Traffic noises; movements of suspects in hiding; radio dispatch; communication with partner and other officers; sirens and horns.
7. Safety:
(a) Hazardous conditions: Depending upon assignment, conditions may be minimal when working in the office to hazardous when accompanying an officer, answering police calls, entering burning buildings, assisting at accident scenes and controlling traffic.
(b) Frequency: From few to many times each shift.
(c) Consequence: From minor injury and abrasions up to and including death.
8. Tolerance of Job Conditions:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.
From controlled conditions in an office environment to heat and cold; dampness; loud noises; violence; smells; toxic chemicals; long hours.
9. Physical Aptitude:
(a) Moderate degree of hand/eye coordination and physical strength and conditioning. (b) Minor to heavy lifting and strength required in assisting officers.
10. Application of Mental and Physical Effort: Requires moderate to high levels of concentration for extended periods of time and the ability to analyze and interpret data and situations; utilize strength and agility.
MINIMUM QUALIFICATIONS:
Education and Experience: Any combination equivalent to graduation from high school and one (1) year experience in a clerical or similar position; college credits in criminal justice system highly desirable. 572
Licenses, Registrations, Accreditation, etc.: Possession of a valid Class C California Motor Vehicle Operators License. standard CPR and First Aid Certificates issued by the American Red Cross. 573
574
5-5
Action Item –
Consideration and Necessary
Action on Resolution 2025-116R
Approving and Authorizing
Execution of
Deputy City Manager
Employment Agreement with
Margee Fallert
575
ITEM NO: 5-5
CITY COUNCIL STAFF REPORT
Meeting Date: November 4, 2025
SUBJECT: Consideration and Necessary Action on Resolution 2025-116R Approving and Authorizing Execution of Deputy City Manager Employment Agreement with Margee Fallert
SUBMITTED: Neal E. Costanzo, City Attorney
APPROVED: John Kunkel, Interim City Manager
RECOMMENDATION:
Adopt Resolution 2025-116R authorizing execution of Deputy City Manager Employment Agreement.
DISCUSSION:
Margee Fallert (“Fallert”) was a retired annuitant subject to CalPERS statutory requirements previously appointed pursuant applicable law as Interim Administrative Services Director.
Fallert has given CalPERS the required notice of her intent to become reinstated from retirement and the City has offered to employ Fallert as Deputy City Manager beginning on the date of her reinstatement from retirement, December 1, 2025. Staff have prepared and Fallert has agreed to the Deputy City Manager Employment Agreement attached to the proposed Resolution as Exhibit A. The Deputy City Manager Position is one as to which the City Manager is the appointing authority, however, at the time this resolution comes before the City Council, a new City Manager Agreement has not become effective so the City Council is requested to approve the Resolution approving the proposed Deputy City Manager based on the Interim City Manager’s recommendation in advance of the effective date of the agreement with the new City Manager.
FISCAL IMPACT:
Employment Expense Approved by 2025-26 Budget.
Attachments:
☒ Resolution 2025-116R
☐ Ordinance
☐ Map
☒ Agreement
☐ Other
List:
576
RESOLUTION NO. 2025-116R
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA
APPROVING AND AUTHORIZING EXECUTION OF A DEPUTY CITY
MANAGER EMPLOYMENT AGREEMENT
WHEREAS, Margee Fallert is a California Public Employees Retirement System (CalPERS) service retiree who has been serving as a post service retiree appointment as Interim Administrative Services Director under the provisions of California Government Code § 21221(h) and 7522.56; and
WHEREAS, Fallert has agreed to giving CalPERS notice that she will become reinstated from retirement and become Employed, full time, as Deputy City Manager of the City of Selma pursuant to the provisions of Government Code § 21220; and WHEREAS, the City desires to employ Fallert as its Deputy City Manager, effective December 1, 2025, the date for her reinstatement from retirement; and WHEREAS, the City Council makes this appointment of Fallert as Deputy City Manager prior to the effective date of its appointment of a City Manager to accommodate Fallert’s reinstatement from retirement while addressing staffing needs of the city but the person who occupies the office of City Manager shall remain the appointing authority for the position of Deputy City Manager.
NOW, THEREFORE, BE IT RESOLVED AS FOLLOWS:
1. The foregoing recitals are true and correct.
2. The City Council has reviewed the Deputy City Manager Employment Agreement and approves that agreement, a copy of which is attached as Exhibit A to this Resolution.
3. The Mayor is authorized to execute the Deputy City Manager Employment Agreement.
(Signatures next page)
577
PASSED, APPROVED, AND ADOPTED at a Regular Meeting of the City Council of the City of Selma held on the 4th day of November 2025 by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
Scott Robertson
Mayor
ATTEST:
Sara M. Carlson
City Clerk
578
ITEM NO: 5-5
CITY COUNCIL STAFF REPORT
Meeting Date: November 4, 2025
SUBJECT: Consideration and Necessary Action on Resolution 2025-116R Approving and Authorizing Execution of Deputy City Manager Employment Agreement with Margee Fallert
SUBMITTED: Neal E. Costanzo, City Attorney
APPROVED: John Kunkel, Interim City Manager
RECOMMENDATION:
Adopt Resolution 2025-116R authorizing execution of Deputy City Manager Employment Agreement.
DISCUSSION:
Margee Fallert (“Fallert”) was a retired annuitant subject to CalPERS statutory requirements previously appointed pursuant applicable law as Interim Administrative Services Director.
Fallert has given CalPERS the required notice of her intent to become reinstated from retirement and the City has offered to employ Fallert as Deputy City Manager beginning on the date of her reinstatement from retirement, December 1, 2025. Staff have prepared and Fallert has agreed to the Deputy City Manager Employment Agreement attached to the proposed Resolution as Exhibit A. The Deputy City Manager Position is one as to which the City Manager is the appointing authority, however, at the time this resolution comes before the City Council, a new City Manager Agreement has not become effective so the City Council is requested to approve the Resolution approving the proposed Deputy City Manager based on the Interim City Manager’s recommendation in advance of the effective date of the agreement with the new City Manager.
FISCAL IMPACT:
Employment Expense Approved by 2025-26 Budget.
Attachments:
☒ Resolution 2025-116R
☐ Ordinance
☐ Map
☒ Agreement
☐ Other
List:
579
RESOLUTION NO. 2025-116R
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SELMA
APPROVING AND AUTHORIZING EXECUTION OF A DEPUTY CITY
MANAGER EMPLOYMENT AGREEMENT
WHEREAS, Margee Fallert is a California Public Employees Retirement System (CalPERS) service retiree who has been serving as a post service retiree appointment as Interim Administrative Services Director under the provisions of California Government Code § 21221(h) and 7522.56; and
WHEREAS, Fallert has agreed to giving CalPERS notice that she will become reinstated from retirement and become Employed, full time, as Deputy City Manager of the City of Selma pursuant to the provisions of Government Code § 21220; and WHEREAS, the City desires to employ Fallert as its Deputy City Manager, effective December 1, 2025, the date for her reinstatement from retirement; and WHEREAS, the City Council makes this appointment of Fallert as Deputy City Manager prior to the effective date of its appointment of a City Manager to accommodate Fallert’s reinstatement from retirement while addressing staffing needs of the city but the person who occupies the office of City Manager shall remain the appointing authority for the position of Deputy City Manager.
NOW, THEREFORE, BE IT RESOLVED AS FOLLOWS:
1. The foregoing recitals are true and correct.
2. The City Council has reviewed the Deputy City Manager Employment Agreement and approves that agreement, a copy of which is attached as Exhibit A to this Resolution.
3. The Mayor is authorized to execute the Deputy City Manager Employment Agreement.
(Signatures next page)
580
PASSED, APPROVED, AND ADOPTED at a Regular Meeting of the City Council of the City of Selma held on the 4th day of November 2025 by the following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
Scott Robertson
Mayor
ATTEST:
Sara M. Carlson
City Clerk
581
1 DEPUTY CITY MANAGER EMPLOYMENT AGREEMENT
This Deputy City Manager Employment Agreement (“Agreement”) was entered into as of November 4, 2025, and effective as of December 1, 2025, between the City of Selma (“City”) and Margee Fallert (“Employee”). In consideration of the Mutual Promises and Agreement set forth below, City and Employee agree as follows:
1. Position and Duties. Employee shall serve as the Deputy City Manager of the City. Employee shall have those powers and duties set forth for the position of Deputy City Manager in the City’s Municipal Code, the Government Code of the State of California and/or any other applicable law of the State of California and as are customarily performed by one holding the position of Deputy City Manager in a California city and shall have the responsibilities, powers and duties specified by the most current job description duly adopted by the City Council. The City Manager shall have the power to determine such other specific duties and responsibilities Employee must perform, but only to the extent that such duties conform to statute and are of a nature customarily performed by the person holding the position of Deputy City Manager in a California city. The Deputy City Manager is specifically charged with the duty and responsibility of performing the function of City Manager in the City Manager’s absence, and acting as the Human Resources Director and Administrative Services Director of the City.
2. Term. The term of this Agreement shall commence December 1, 2025, and it shall be in force and effect for a period of three (3) years and will remain in full force and effect until December 1, 2028, or until sooner terminated by Employer or Employee as provided in this Agreement.
3. At-Will Employment Status, Exemption From Personnel System, and Termination. Employees' employment is at will. Thus, Employee's employment is at the mutual consent of Employee and City and either Employee or City may terminate the employment at-will. City may terminate Employee at any time, with or without good cause, for any reason whatsoever that does not violate any law or public policy of the State of California. Employee may terminate her employment at any time, with or without good cause, for any reason whatsoever. Employee is exempt from the City's Personnel System and holds no property right in her employment. Employee agrees that no representative of City has made or can make any promises, statements, or representations which state or imply that Employee is hired or retained under any terms other than at-will and with exemption from City's Personnel System, as set forth above.
Employee agrees that no agreement can impliedly arise that Employee is employed under any terms other than at-will and with exemption from City's Personnel System, as set forth above. Employee's status as at-will and exempt from City's Personnel System 582
2 may only be changed, revoked, amended, or superseded by a written document, signed by Employee and the city.
4. Compensation and Benefits. Employee shall receive the following compensation.
A. Salary/Hourly Rate. Employee will receive an annual salary of two hundred five thousand five hundred eighty-nine dollars and ninety cents ($205,589.90). The City Manager may adjust the salary annually by virtue of an annual performance evaluation in an amount permitted by the terms of this Agreement and by any applicable salary schedule within the range established by the Selma City Council for Employee’s position.
B. Benefits. In addition to the salary provided in paragraph 4A herein above, Employee shall receive the following:
(1) Vacation Leave. Employee shall accrue vacation leave with pay during each 12-month period during which this Agreement is in effect at the rate of 7.3846 hours per pay period; 192 hours per year, and shall accrue vacation leave with pay up to the maximum accrual rate of 480 hours. Employee shall be entitled to accrue vacation leave with pay that is not used from year to year up to the maximum amount of 480 hours at which point, Employee will cease to accrue vacation with pay until and to the extent vacation is used and accrued vacation leave falls below 480 hours. In the event Employee is terminated or resigns, Employee shall be compensated for all accrued and unused vacation leave up to the maximum amount of 480 hours.
(2) Management and Holiday Leave. Employee shall be
allowed ninety-six (96) hours of management leave annually and such other time as the City Manager may approve as management leave with full compensation. Employee’s management leave will not be pro-rated.
Management leave not used each year shall continue to accrue from year to year up to a maximum of 240 hours, at which point, Employee shall cease to accrue management leave until and to the extent the accrued leave is used and falls below 240 hours. Accrued management leave is not deferred compensation and if not used prior to when Employee resigns or is terminated, the Employee shall not receive any monetary compensation for any accrued or unused administrative leave. Employee is entitled to all holiday leaves or privileges as now or may hereafter be provided to regular employees of the City.
583
3 (3) Sick Leave. Employee shall accrue and have credited to her personal account, sick leave at the rate of 1 work day each month or
3.6923 hours per pay period with no maximum accrual. Accrued and unused sick leave is not paid to Employee and Employee shall not be compensated for such leave in the event of termination or resignation. (4) Retirement. Employee is considered a new member of
CalPERS pursuant to Public Employee’s Pension Reform Act (PEPRA), and will contribute the full 7.75% of the “employee share for the Two 2% @ sixty-two (62) Retirement Plan (integrated with Social Security).
Additionally, City agrees to deposit $5,000 annually ($208.33 per pay period 24 checks) into a tax deferred retirement account voluntarily established by the Employee in the Employee’s name in one of the City’s 547 tax deferred compensation plans that the Employee elects. Effective January 1, 2026 the amount will be $192.31 (26 checks)
(5) Disability, Health and Life Insurance. Employee shall select and have provided for her and her eligible dependents the health benefits provided for all eligible employees of City including health, dental, and vision care services. City pays 90% of the premium for such health, dental, and vision care services and Employee is responsible for and consents to a payroll deduction of 10% of the cost of such premiums. In addition, Employee shall have provided for her at City’s cost, group life insurance and accidental death and dismemberment insurance in the amount of $100,000 payable to a beneficiary designated by Employee. (6) Dues and Subscriptions. City agrees to budget and to pay for the professional dues and subscriptions of Employee necessary for her continuation of and full participation in national, regional, state and local associations and organizations necessary and desirable for her continued professional participation, growth and advancement which shall be considered a benefit to the City, as approved by the City Manager. (7) Professional Development/Automobile. City shall subject to budget limitations, pay the travel and lodging expenses of Employee for professional and office travel, meetings and occasions related to continued professional development of Employee and to adequately pursue necessary official or other functions of City, including but not limited to annual general meetings of the League of California Cities and the pertinent departments thereof and such other meetings or professional groups of which Employee may be a member or officer. Employee shall, at Employee's expense, provide an automobile for use in carrying out 584
4 Employee's duties as Deputy City Manager, and in connection therewith, City shall pay Employee a car allowance of four hundred sixteen dollars and sixty-six cents ($416.66) per month. Employee shall not be entitled to reimbursement for automobile use for business travel except as provided in this section.
(8) Expense Reimbursement. City shall reimburse or pay
expenses or expenditures made by Employee on behalf of the City and for any and all necessary, customary or usual expenses incurred by Employee in the performance of her duties. Employee shall be provided a $125 cell phone allowance, or a city provided cell phone.
5. Indemnification. City shall defend, hold harmless and indemnify Employee against any tort, professional liability claims or demand or other legal action, whether groundless or otherwise, arising out of an alleged act or omission occurring in the performance of Employee’s duties as Deputy City Manager.
6. Performance Evaluation. The City Manager shall review and evaluate the performance of Employee annually in advance of adoption of the City’s operating budget.
7. Renewal of Agreement. City is under no obligation to renew this Agreement upon completion of the Agreement’s term, and City may decide to do so solely at the discretion of the City Manager. The City will notify the Deputy City Manager of its intent to either offer renewal or not to renew this Agreement, in writing, sixty (60) days in advance of expiration of the term of this Agreement. The city may offer an extension of this Agreement at any time prior to the expiration of this Agreement.
8. Notice of Termination. City need not provide Employee with any prior notice of its decision to terminate this Agreement. Unless otherwise agreed, due to the important nature of the Deputy City Manager’s duties to City, if Employee terminates this Agreement, Employee must provide the City Council or the City Manager with thirty (30) days’ written notice prior to the date she ceases to perform his duties and responsibilities under this Agreement.
9. Severance Payment. This Severance Payment provision in no way changes or modifies Employee's status as at-will.
If City terminates this Agreement on or prior to December 1, 2028, for any reason unless termination is for Employee's misconduct as defined herein, City shall pay Employee a severance payment equivalent to six (6) months of Employee's then current salary, with applicable payroll taxes withheld together with all accrued and unused vacation time. Non-renewal under paragraph 8 hereof does not constitute a severance under this paragraph 10. Whether or not the City is required to pay a severance payment 585
5 to Employee on termination of Employee, Employee shall be paid for all accrued and unused vacation to date of termination then payable under the terms of this Agreement.
City may terminate this Agreement at any time due to Employee's misconduct.
Misconduct means Employee's dishonesty, fraud, self-dealing, or “misconduct” as that term is defined for purposes of unemployment insurance, by Unemployment Insurance Code §1256 committed in the performance of Employee's duties and responsibilities under this Agreement; or Employee's violation of any law which can be punished as a felony committed at any time. If City terminates this agreement for Employee’s misconduct, City shall have no obligation to pay the severance payment described in this paragraph.
10. Reimbursement. City shall reimburse Employee according to standard City practices, and any City Council prior-approved activities in addition thereto, for all actual and necessary expenses incurred in the performance of Employee’s official duties as Deputy City Manager, including those incurred when traveling on business pertaining to City.
11. Non-Assignment. Employee's duties and obligations under this Agreement are personal and not assignable.
12. Entire Agreement. This Agreement contains the entire agreement and understanding between the parties and contains all of the terms and conditions of the parties' agreement. This Agreement is the complete and final expression of the parties' agreement and supersedes all prior or contemporaneous oral or written negotiations, discussions, representations, or agreements, if any. Employee acknowledges that she has not relied on any promises, statements, representations, or warranties except as set forth expressly in this document.
This Agreement, and any and all terms and conditions contained herein, may only be changed, revoked, amended, or superseded by a written document signed by both Employee and the Mayor following approval of the City Council.
13. Governing Law. This Agreement will be governed by and construed in accordance with the laws of the State of California.
14. No Waiver. No party's failure to enforce any provision or provisions of this Agreement will be construed in any way as a waiver of any such provision or provisions, or prevent that party thereafter from enforcing each and every provision of this Agreement.
15. Partial Invalidity. The invalidity or unenforceability of any provision or portion of this Agreement will not affect the validity or enforceability of the other provisions or portions of this Agreement.
586
6 16. Interpretation. No interpretation or construction of any provision or provisions of this Agreement will be influenced by the identity of the party drafting the Agreement.
17. Headings. Paragraph headings used in this Agreement are for convenience only and shall not be considered part of the terms of the Agreement. [REMAINDER OF PAGE INTENTIONALLY LEFT BLANK]
587
7 IN WITNESS WHEREOF, the parties have executed this Agreement on November 4, 2025.
CITY OF SELMA
By:_________________________________
Scott Robertson, Mayor
ATTEST:
____________________________
Sara M. Carlson, City Clerk
APPROVED AS TO FORM:
____________________________
Neal E. Costanzo, City Attorney
EMPLOYEE:
____________________________________
Margee Fallert
588