CITY OF SIMI VALLEY
STAFF REPORT
D
ecember 1, 2025
T
o: City Council
Board of Directors, Ventura County Waterworks District No. 8 Fr
om: Office of the City Manager
Luis Garibay, Assistant City Manager
Subj
ect: Adopt a joint resolution approving proposed revisions to the terms and conditions of employment for Management -designated employees , approve the reclassification of four employees, and approve a supplemental budget request
Staff Recommendation
I
t is recommended that the City Council/Board of Directors:
1. A
dopt Joint Resolution No. 2025-38 and Resolution No. WWD-301 to approve the revisions to the terms and conditions of employment for Management -designated employees;
2. A
pprove the reclassification of four (4) employees; and
3. A
pprove the appropriation of $747,933 from the General Fund fund balance for Fiscal Year 2025-26.
Background
T
he City’s employees are currently divided into the following five groups for labor relations purposes: General Unit employees, Police Unit employees, Sworn Management employees, Engineering Unit employees, and Management -designated employees.
Management-designated employees include those in Executive Management positions and exclude those in Confidential-designated positions and are not represented by an employee organization. The proposed modified terms and conditions of employment were presented to the City Council on November 17, 2025, to provide transparency and solicit public consideration and comment prior to final approval of the joint resolution by the City Council and Board of Directors. No comments were received prior to the writing of this staff report.
O
n April 3, 2023, City Council adopted Resolution No. 2023- 13 for the Management - designated employees covering a 27-month period from April 10, 2023, to June 30, 2025, and included ten percent (10%) in cost-of-living and salary range adjustments along with minor updates to language for CalPERS pension contributions. The Simi Flex benefit remained at 2023 levels. No other changes were adopted.
AGENDA ITEM NO.
8A
The policy goals communicated to the negotiations team by the City Council included recognizing employees ’ commitment and dedication to the City by providing a compensation increase, within budget authority, to begin to address salary parity with other local jurisdictions, and to assist with the retention of current employees and recruitment of new employees. Although the salary parity issue was not fully addressed, the proposed terms and conditions of the Management -designated resolution proposal focuses on salary increases and salary range adjustments, as well as an increase in the Simi Flex benefit.
During 2025, several classification review requests were performed to determine if individuals were working out -of-class and if so, if there was an existing classification in which they should be placed. The results of four such reviews did recommend reclassifications for incumbents. The changes envisioned for this Management - designated Resolution include these reclassifications.
Discussion
As a result of meeting with M anagement representatives, a proposed Management package for FY 2025- 26 and FY 2026- 27 (Attachment A) has been developed and is hereby submitted for the City Council’s approval . Clarifying language was added, outdated language was removed, and current practices were updated.
• Term shall be effective from July 1, 2025, through June 30, 2027. • Effective upon the first full pay period following City Council adoption ( beginning December 15, 2025), a salary adjustment of 3% will be applied to all pay ranges and incumbents.
• A one -time $1,000 lump sum payment in the January 2, 2026, paycheck to all Management employees who were employed with the City for the entire period beginning December 15, 2025, through December 28, 2025. • Effective upon the beginning of the pay period that includes July 1, 202 6, a three percent (3%) salary adjustment will be implemented and applied to all pay ranges and incumbents. At the same time, the bottom five percent (5%) of the salary ranges will be eliminated.
• Effective for the 2026 and 2027 Plan Years, the maximum Simi Flex monthly benefit will increase to $2,406 for Management-designated employees and $2,600 for Executive Management employees. There is no change to the maximum cash back for unused Simi Flex.
• The Annual Leave accrual limit for the Chief of Police shall be defined in their contract.
In addition, the following positions and their incumbents have been evaluated by the City’s external consultant as working out of class and needing to be reclassified to appropriate job classifications, given the duties that they are regularly performing, and provided with the appropriate corresponding pay. The pay adjustments (5.5% promotional adjustment) for incumbents being reclassified will occur simultaneously with the salary adjustments (3%), effective December 15, 2025, for a total base pay increase of 8.5% for the following four positions:
2 Administrative Services Department, Information Services Division
• Reclassify P osition No. 246 316216 from Information Services Analyst II to Enterprise Systems Analyst. The hourly base pay for this position will increase from $57.1568 to $62.0151, with an overall increase for FY 2025-26 of $11,207.48 inclusive of pay and benefits. The additional annual ongoing cost of the reclassification in FY 2026-27 will be $15,499.26.
City Manager/Human Resources Division
• Reclassify Position No. 246221901 from Workers’ Compensation Adjuster II to Human Resources Analyst. The hourly base pay for this position will increase from $43.8576 to $47.5855, however there is no additional annual cost as the position is currently budgeted at Human Resources Analyst.
Police Department, Administration
• Reclassify Position No. 406618520 from Office Specialist II to Administrative Assistant. This reclassification will involve a change from General Unit to Management. The hourly base pay for this position will increase from $ 28.3286 to $30.7365, with an overall increase for FY 2025- 26 of $10,707.38 inclusive of pay and benefits. The additional annual ongoing cost of the reclassification in FY 2026-27 will be $12,834.51.
• Reclassify Position No. 246604370 from Administrative Assistant to Management Assistant. The hourly base pay for this position will increase from $37.5389 to $40.7297, with an overall increase for FY 2025- 26 of $8,999.86 inclusive of pay and benefits. The additional annual ongoing cost of the reclassification in FY 2026-27 will be $11,818.58.
Financial Impact
The total contract cost over the two- year term is estimated at $2,407,866, plus $71,067 inclusive of the reclassifications detailed above, for a total of $2,478,933 and will be funded out of the following funds: General, Housing Successor Agency, Library, Sanitation, Transit, Water, and Workers’ Compensation. The t otal Year 1 cost is estimated at $ 979,806, plus $30,915 inclusive of the reclassifications, for a total of $1,010,721. Approximately 26% of the cost, or $262,787, will be funded by personnel savings realized from vacancies. Available funds from the General Fund balance will be used to cover the remaining $747,933 Year 1 cost. Approval of a supplemental budget request for the additional cost in the current fiscal year is included.
The cost for Year 2 will be included in the City and District’s operating budgets as part of the FY 2026-27 annual budget process for the City Council and the Board of Directors’ consideration.
3 City Council Priority
This item supports the City Council’s Pillars of Excellence for Excellent City Government as outlined in the City Council priorities. The proposed terms and conditions for the unrepresented Management group further address the City’s Focus Area Goal to ensure more competitive compensation for City staff.
Suggested Motion
I move to:
1. Adopt Joint Resolution No. 2025-38 and Resolution No. WWD-301 to approve the revisions to the terms and conditions of employment for Management -designated employees;
2. Approve the reclassification of four (4) employees; and
3. Approve the appropriation of $747,933 from the General Fund fund balance for Fiscal Year 2025-26.
[Begin Reading Oral Report]
“In accordance with Government Code Section 54953(c)(3), a summary of these benefits for the various positions identified below is reported as follows:
For the positions of Chief of Police, City Clerk, Deputy City Manager (non-Confidential), Environmental Services Director, Public Works Director, and Community Services Director, revisions to pay ranges and compensation (unless specified under individual contracts), are as follows:
Effective November 17, 2025, the Simi Flex benefit will increase for all but the City Clerk to $2,600 per month; the Simi Flex benefit will increase for the City Clerk to $2,406 per month.
Effective December 15, 2025, a 3% salary increase that includes adjustments to pay ranges will be implemented.
Effective in the January 2, 2026, paycheck, a one-time lump sum payment of $1,000 will be included as long as incumbents are employed with the City/District for the entire period beginning December 15, 2025, through December 28, 2025.
Effective June 29, 2026, a 3% salary increase that includes adjustments to pay ranges will be implemented. Following the 3% adjustment to the pay ranges , the bottom 5% of the pay ranges will be eliminated.
All other prior benefit levels remain the same.”
4 Summary
The City’s employees are currently divided into the following five groups for labor relations purposes: General Unit employees, Police Unit employees, Sworn Management employees, Engineering Unit employees, and Management -designated employees.
Management-designated employees include those in Executive Management positions and exclude those in Confidential-designated positions, and are not represented by an employee organization. The proposed modified terms and conditions of employment were presented to the City Council on November 17, 2025, to provide transparency and solicit public consideration and comment prior to final approval of the joint resolution by the City Council and Board of Directors. No comments were received prior to the writing of this staff report. It is recommended that the City Council and Board of Directors adopt Joint Resolution No. 2025- 38 and Resolution No. WWD -301 to approve the revisions to the terms and conditions of employment for Management -designated employees, approve the reclassification of four employees, and approve the appropriation of $747,933 from the General Fund fund balance for Fiscal Year 2025-26.
Prepared by: Shannon Nash, Senior Human Resources Analyst
Attachment:
Attachment A – Resolution No. 2025-38 and Resolution No. WWD-301 5 A ttachment A
RESOLUTION NO. 2025-38
RESOLUTION NO. WWD-301
A J
OINT RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF SIMI VALLEY AND THE BOARD OF DIRECTORS
OF VENTURA COUNTY WATERWORKS DISTRICT NO. 8
ESTABLISHING TERMS AND CONDITIONS OF
EMPLOYMENT FOR MANAGEMENT -DESIGNATED
EMPLOYEES, AND REPEALING RESOLUTION NO. 2023 -
13 AND PREVIOUS RESOLUTIONS TO THE EXTENT THAT
THEY ARE IN CONFLICT HEREWITH
W
HEREAS, the City Council and the Board of Directors has reviewed the terms and conditions for Management-designated employees; and W
HEREAS, the City Council and the Board of Directors desires to incorporate changes to such Management -designated terms and conditions for Fiscal Years 2025-26 and 2026-27; and
NO
W, THEREFORE, THE CITY COUNCIL OF THE CITY OF SIMI VALLEY
AND THE BOARD OF DIRECTORS OF VENTURA COUNTY WATERWORKS DISTRICT NO. 8 DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1 . The salary, benefits, and other terms and conditions of employment for Management -designated employees shall be as included as attached hereto.
SECTION 2. All previous resolutions related to salary, benefits, and other terms and conditions of employment for Management-designated employees are hereby repealed to the extent that they are in conflict with this resolution.
SECTION 3. The provisions of the attached hereto shall be effective as of July 1, 2025, unless otherwise specifically indicated.
SECTION 4. The incumbents occupying the following positions shall be reclassified effective December 15, 2025, as noted below:
Position No. Prior Classification Reclassified To
246316216 Information Services Analyst II Enterprise Systems Analyst 246221901 Workers’ Compensation Adjustor II Human Resources Analyst 246604370 Administrative Assistant Management Assistant 406618520 Office Specialist II Administrative Assistant 6 RE S. NO. 2025-38
RES. NO. WWD-301
SECTION 5. The City Cou ncil and the Board of Directors authorize the City/District Manager to appropriate and transfer budget funds as necessary for the implementation of the revised terms and conditions for Management -designated employees.
SECTION 6. The City Clerk /District Secretary shall certify to the adoption of this resolution and shall cause a certified resolution to be filed in the Office of the City Clerk.
PASSED
and ADOPTED this 1st day of December 2025
A
ttest:
Lucy Blanco, City Clerk/ Dee Dee Cavanaugh, Mayor of the District Secretary City of Simi Valley, California / Chair of Ventura County Waterworks District
No. 8
A
pproved as to Form: Approved as to Content:
Algeria R. Ford, City Attorney/ Samantha C. Argabrite, City Manager/ District Counsel District Manager
Luis Garibay
Assistant City Manager
7 RES. NO. 2025-38
RES. NO. WWD-301
1 1. Salary Compensation
a. T
he hourly salary ranges for Management -designated positions updated as of April 8, 2024 shall be as follows:
Job Title Hourly Salary Range
Accounting Projects Analyst $ 40.7790 - $ 52.2838
Accounting Specialist $ 32.8213 - $ 41.9385
Accounting Supervisor $ 45.4488 - $ 58.3553
Administrative Assistant $ 29.4363 - $ 37.5389
Administrative Officer $ 49.8792 - $ 64.1140
Assistant City Attorney (non-Confidential) $ 65.5573 - $ 84.4959 Assistant City Clerk $ 41.7955 - $ 54.3342
Assistant City Manager (non-Confidential) $ 78.5845 - $ 102.1600 Assistant Community Services Manager $ 33.7752 - $ 43.1793 Assistant Planner $ 35.8382 - $ 45.8611
Assistant Public Works Director $ 71.8339 - $ 92.6553
Assistant to the City Manager $ 57.2175 - $ 73.6539
Assistant Waterworks Services Manager $ 47.3612 - $ 60.8412 Associate Planner $ 40.8464 - $ 52.3713
Budget & Administration Manager $ 48.2774 - $ 61.9960
Budget Officer $ 51.8347 - $ 66.6566
Chief of Police $ 101.3110 - $ 131.7039
City Clerk $ 58.7996 - $ 71.7504
Code Compliance Manager $ 47.4472 - $ 60.7700
Code Compliance Officer $ 33.3225 - $ 42.5909
Code Enforcement Supervisor $ 43.2714 - $ 55.5249
Communication Systems Coordinator $ 48.7691 - $ 62.6716 Communications Manager $ 46.2063 - $ 59.3396
Community Services Coordinator $ 38.1441 - $ 48.8588
Community Services Director $ 73.2376 $ 95.2090
Community Services Manager $ 45.5126 - $ 58.4377
Crime Analysis and Prevention Manager $ 46.0238 - $ 59.0661 Crime Analyst $ 36.9318 - $ 47.2830
Cultural Arts Center Technical Coordinator $ 32.2061 - $ 41.1621 Customer Services Manager $ 46.2064 - $ 59.3396
Customer Services Supervisor $ 37.2033 - $ 47.8062
Deputy Administrative Services Director (Budget & Purchasing) $ 54.1524 - $ 69.6700 Deputy Administrative Services Director (Fiscal Services) $ 59.0559 - $ 76.0441 Deputy Administrative Services Director (Information Services) $ 65.9285 - $ 84.9781 Deputy City Attorney (non-Confidential) $ 54.1643 - $ 70.4136 Deputy City Clerk $ 29.4363 - $ 37.5389
Deputy City Manager (non-Confidential) $ 67.6814 - $ 87.2570 Deputy Community Services Director $ 58.8603 - $ 75.7902 Deputy Director/Economic Development $ 56.8900 - $ 73.2964 Deputy Director/Housing & Special Projects $ 53.3928 - $ 68.7502 8 RES. NO. 2025-38
RES. NO. WWD-301
2 Job Title Hourly Salary Range
Deputy Director Police Administration & Communication $ 60.1704 - $ 77.4933 Deputy Director/Traffic Engineer $ 65.4545 - $ 84.3629
Deputy Environmental Services Director $ 58.8603 - $ 75.7902 Deputy Environmental Services Director (Building Official) $ 60.1024 - $ 77.4042 Deputy Environmental Services Director (City Planner) $ 61.1426 - $ 78.7571 Deputy Public Works Director (Administration) $ 60.1704 - $ 77.4933 Deputy Public Works Director (Environmental Compliance) $ 59.3629 - $ 76.4442 Deputy Public Works Director (Maintenance Services) $ 59.3629 - $ 76.4442 Deputy Public Works Director (Sanitation Services) $ 59.3629 - $ 76.4442 Deputy Public Works Director (Transit) $ 58.8603 - $ 75.7902 Deputy Public Works Director (Waterworks Services) $ 59.3629 - $ 76.4442 Digital and Print Media Coordinator $ 39.9272 - $ 51.1769 Emergency Services Coordinator $ 39.9272 - $ 51.1769
Emergency Services Manager $ 45.9785 - $ 59.0439
Enterprise Systems Analyst $ 53.1486 - $ 68.3645
Environmental Compliance Program Analyst $ 38.3949 - $ 49.1849 Environmental Compliance Program Coordinator $ 43.2714 - $ 55.5249 Environmental Services Director $ 73.2193 - $ 95.1842
Executive Assistant $ 38.0945 - $ 48.7945
Fiscal Services Supervisor $ 32.8210 - $ 41.9385
Geographic Information Systems (GIS) Coordinator $ 51.2080 - $ 65.8057 Home Rehabilitation Coordinator $ 38.2621 - $ 49.0123
Human Resources Analyst $ 40.8905 - $ 52.4295
Information Services Analyst I $ 40.9855 - $ 52.5534
Information Services Analyst II $ 44.5280 - $ 57.1568
Investigative Assistant $ 27.3446 - $ 34.8958
Laboratory Chemist $ 43.0448 - $ 55.2295
Laboratory Supervisor $ 47.3155 - $ 60.7816
Landscape Architect $ 50.8251 - $ 65.3446
Legal Administrative Assistant $ 30.7728 - $ 39.2764
Maintenance Superintendent $ 46.8314 - $ 60.1527
Maintenance Supervisor $ 37.9489 - $ 48.6044
Management Analyst $ 39.9272 $ 51.1769
Management Assistant $ 31.2302 - $ 39.8706
Payroll Coordinator $ 46.6582 $ 59.9246
Permit Services Coordinator $ 36.7465 $ 47.7750
Plant Maintenance Supervisor $ 40.9307 $ 52.4812
Plant Operations Manager $ 48.3477 $ 62.1236
Plant Operations Supervisor $ 40.9307 $ 52.4812
Plant Support Systems Manager $ 48.3477 - $ 62.1236
Police Communications & Records Manager $ 50.8269 - $ 65.2735 Police Maintenance Supervisor $ 34.8489 - $ 44.5755
Police Records Manager $ 41.7955 - $ 54.3343
Police Records Supervisor $ 36.9318 - $ 47.2830
Police Services Supervisor $ 35.0238 - $ 44.8023
Principal Information Services Analyst $ 53.4951 - $ 68.8151 Principal Planner/Zoning Administrator $ 53.2463 - $ 68.4921 Public Works Director $ 79.7885 - $ 103.7252
Risk Manager $ 51.8442 - $ 66.6687
9 RES. NO. 2025-38
RES. NO. WWD-301
3 Job Title Hourly Salary Range
Senior Accountant $ 45.7038 - $ 58.6863
Senior Administrative Officer $ 51.5208 - $ 66.2900
Senior Assistant City Attorney (non-Confidential) $ 72.0364 $ 92.9187 Senior Code Compliance Officer $ 37.9576 $ 48.6160
Senior Crime Analyst $ 46.0238 - $ 59.0661
Senior Human Resources Analyst (non-Confidential) $ 46.6582 - $ 59.9246 Senior Information Services Analyst $ 48.7691 - $ 62.6716 Senior Management Analyst $ 45.9785 - $ 59.0439
Senior Planner $ 46.6091 - $ 59.8624
Staff Accountant $ 40.1320 - $ 51.4440
Supervising Building Inspector $ 41.5409 - $ 53.2746
Supervising Public Works Inspector $ 41.5409 - $ 53.2746 Transit Finance Manager $ 45.4858 - $ 58.4032
Transit Operations Manager $ 45.9785 - $ 59.0439
Transit Supervisor $ 35.4308 - $ 59.0439
Treasury Officer $ 45.5414 - $ 58.4756
Utility Services Specialist $ 36.5320 - $ 46.7948
Wastewater Collection System Supervisor $ 27.9489 - $ 48.6044 Water Distribution Supervisor $ 41.5261 - $ 53.2553
Water Operations Supervisor $ 41.5261 - $ 53.2553
Water Field Services Supervisor $ 41.5261 - $ 53.2553
Workers' Compensation Adjuster I $ 31.2302 - $ 39.8706
Workers' Compensation Adjuster II $ 34.3533 - $ 43.8576 Workers' Compensation Manager $ 45.4456 - $ 58.3506
Workers' Compensation Supervisor $ 40.8905 - $ 52.4295
b
. All employees in Management-designated positions shall be placed within the ranges in Section 1.a. of this Exhibit. Except as provided herein, the position within the salary range shall be determined by merit.
c.
Executive Management shall be reviewed annually in July of each year, and Management Employees (all employees in Management -designated positions except for Executive Management, the City Manager and the City Attorney) shall be reviewed annually on their respective anniversary dates . Unless otherwise specified, Executive Management includes the titles of Assistant City Manager, Administrative Services Director, Chief of Police, Community Services Director (as of October 2020 Community Services is unfunded and vacant), Environmental Services Director and Public Works Director. The City's merit pay policy shall generally provide for merit salary increases up to 5% (not to exceed the top of the established range for the position classification) on the employee's anniversary date, based on continued meritorious and efficient service. An additional 1% if it is within the range may be granted for exceptional service and work above and beyond the call of duty based on the City Manager approval.
d
. Executive Management and Management Employees that are temporarily assigned to work in an upgraded (higher level) position/classification for a 10 RES. NO. 2025-38
RES. NO. WWD-301
4 l
imited duration ( not merely performing some additional duties of the higher - level classification) shall receive the minimum salary for the position to which assigned, or an additional 5.5% of the employee’s current salary, whichever is greater. In no case shall the adjusted salary be greater than the maximum salary for the position to which assignment has been made. Payment will be effective the first day of the temporary acting assignment, and the City will report to CalPERS the temporary upgrade/acting pay as special compensation with the exception of New Members.
e. E
ffective the first full pay period following adoption of this Resolution, a three percent (3%) salary increase will be applied to all pay ranges and incumbents. f. E
ffective with the paycheck on January 2, 2026, a one-time payment of $1,000 shall be provided to all employees who were employed for the entire period beginning December 15, 2025 through December 28, 2025.
g
. Effective the beginning of the pay period inclusive of July 1, 2026 , a three percent (3%) salary increase will be applied to all pay ranges and incumbents.
At the same time, the bottom five percent (5%) of each pay range will be eliminated.
2. Allowances
a. Mileage Allowance – Executive Management shall receive a monthly mileage allowance in the amount of $400 (Chief of Police may receive vehicle in- lieu of allowance). The mileage allowance is granted in-lieu of mileage reimbursement for use of a personal vehicle on City business within the City. The City Manager and City Attorney have a mileage allowance provided as part of their employee agreement.
b. Uniform Allowance – Under CalPERS regulations and definition of Special Compensation (2 CCR §571), uniform allowance is defined as compensation paid or the monetary value for the purchase, rental and/or maintenance of required clothing, including clothing made from specially designed prot ective fabrics, which is a ready substitute for personal attire the employee would otherwise have to acquire and maintain.
i.
The Chief of Police shall receive an annual uniform allowance of $1,600 payable in the second paycheck in November of each year. Such allowance shall be for maintenance and normal replacement of uniforms. With the exception of New Members, the City will report to CalPERS the uniform allowance as special compensation in the amount of $61.54 per pay period. ii. W
ith the exception of New Members, the City will report to CalPERS the uniform rental and/or maintenance cost (currently $7.74 paid biweekly) as special compensation for those full -time management employees, defined below, required by the City to wear a uniform:
11 RES. NO. 2025-38
RES. NO. WWD-301
5 • E
nvironmental Compliance Program Coordinator
• Laboratory Chemist
• Laboratory Supervisor
• Maintenance Superintendent
• Maintenance Supervisor
• Plant Maintenance Supervisor
• Plant Operations Supervisor
• Plant Support Systems Manager
• Wastewater Collection System Supervisor
• Water Distribution Supervisor
• Water Operations Supervisor
• Water Field Services Supervisor
3. Health Plans & Flexible Benefits Plan
Medical Insurance
The City contracts with CalPERS for medical insurance through the Public Employees Medical and Hospital Care Act (“PEMHCA”).
F
or employees enrolled in a CalPERS plan, the City shall pay the required statutory minimum on behalf of each employee. The minimum contribution will apply only toward the medical insurance premium for a CalPERS Health plan. If an employee chooses not to enroll in a CalPERS Health plan, the minimum contribution cannot be used for any other purpose.
If C
alPERS changes any of the medical insurance plans by either adding to or deleting the plan options, employees will be limited to those plan options offered by CalPERS.
Dental and Vision Insurance
Th
e City contribute s up to $100.00 per month ($46.15 per pay period) for dental insurance.
T
he City contributes up to $19.80 per month ($9.13 per pay period) for vision care insurance.
C
ontributions for part-time employees are prorated based on their part-time status (i.e., a 50% part -time employee will receive $50.00 per month for dental insurance and $9.90 per month of the City’s contribution toward vision care.) F
or both Dental and Vision Insurance, the City’s contribution is split between the first and second paycheck of each month.
12 RES. NO. 2025-38
RES. NO. WWD-301
6 Simi Flex Dollars
I
n addition to the City’s payment of a portion of employees’ medical, dental, and vision insurance premiums as described above, eligible regular employees are provided with a flexible benefit plan package (Simi Flex dollars), which could be used by the employee to offset the cost of medical, dental, or vision insurance, or other optional health-related benefits. Contributions for part-time employees are prorated based on their part-time status (i.e., a 50% part-time employee will receive half of the City’s Simi Flex contribution provided to a full-time employee.)
F
or the 2025 Plan Year, the maximum monthly Simi Flex for employees who are enrolled in a City medical insurance plan was $2,443.24 for Executive Management and $2,269.44 for Management for plans in Region 2, and $2,399.27 for Executive Management and $2,300.90 for Management for plans in Region 3. Beginning with the 2026 Plan Year, the maximum Simi Flex amounts will be $2,600 for Executive Management and $2,406 for Management for both Region 2 and Region 3, while the opt out amounts will remain at the 2025 amounts for each group as shown in the table below.
202
5 Simi Flex
Monthly Maximum
2026 and 2027
Simi Flex Monthly
Maximum
Management Employees
With Medical
Insurance* $2,269.44 $2,406.00
Without Medical
Insurance (Opt Out) $335.83 $335.83
Executive Management
With Medical
Insurance* $2,443.24 $2,600.00
Without Medical
Insurance (Opt Out) $632.66 $632.66
*After deducting the employee’s medical insurance out -of-pocket costs (premium less PEMHCA minimum employer medical insurance contribution), the remaining Simi Flex cash balance shall not exceed the Opt Out amounts shown above. Table above shows Region 2 maximums only for 2025.
4. Continuation of Health Plan Coverages
Em
ployees who retire may elect to remain on the City’s dental and vision plans, at the premium rates, subject to the carriers’ terms.
5. Retiree Health Premium Coverage
T
he City shall contribute amounts for health premium coverage under the City's group health plans, for employees who retire from the City of Simi Valley after July 2, 1990 and were hired prior to June 21, 2010 (as designated below) . Employees hired on or after June 21, 2010, are not eligible to receive current retiree health insurance benefits 13 RES. NO. 2025-38
RES. NO. WWD-301
7 (
as designated below), but rather will receive a contribution in the amount of $200.00 per month during employment placed into a retiree health savings account or similar program. Employees hired June 20, 2010 or before are not subject to this provision upon promotion.
E
ffective June 21, 2010, eligible employees who retire from the City of Simi Valley may select one of the following options for health coverage:
Option One
T
he City shall contribute equal to employee-only coverage for up to $1,500 per month on the City's group health plan for up to 120 months (10 years) after the date of retirement for employees that served ten (10) years or more with the City prior to retirement.
Option Two
T
he City shall contribute equal to employee-plus-one coverage up to $1,500 per month on the City's group health plan for up to 60 months (5 years) after the date of retirement for employees that served ten (10) years or more with the City prior to retirement.
E
ffective July 2, 2001, retiring eligible employees (hired prior to June 21, 2010) who have worked for the City for over twenty (20) years will be eligible for additional years of medical coverage. For every year worked for the City beyond twenty (20), the retiring employee will be eligible for an additional year of medical coverage under Option One or one-half year under Option Two.
E
ffective January 1, 2014, the City contract ed with CalPERS medical insurance through the Public Employees Medical and Hospital Care Act (“PEMHCA”). All benefits shall be provided in accordance with PEMHCA regulations.
F
or retirees enrolled in a CalPERS plan, the City shall pay the required statutory minimum on behalf of each eligible retiree. The minimum contribution will apply only toward the medical insurance premium for a CalPERS Health plan. If a retiree chooses not to enroll in a CalPERS Health plan, the minimum contribution cannot be used for any other purpose.
I
f CalPERS changes any of the medical insurance plans by either adding to or deleting any of the plan options, retirees will be limited to those plan options offered by CalPERS.
CalPERS Health Plan Requirements for Retirees:
I
n order to qualify for coverage under the City’s medical insurance plans in retirement, retirees must meet the following CalPERS Health Plan requirements, along with any additional requirements as dictated by CalPERS and applicable laws:
• R
etire from the City of Simi Valley within 120 days of separation from employment;
14 RES. NO. 2025-38
RES. NO. WWD-301
8 • B
e eligible for health benefits upon separation; and,
• Receive a monthly CalPERS retirement allowance.
I
n the event of the death of a retiree, a surviving spouse is eligible for coverage under the City’s medical insurance plans so long as they continue to receive a pre- selected allocation of the retiree’s retirement allowance in place of the deceased retiree. The CalPERS Health Plan is tied to the CalPERS pension benefit, such that, if the surviving spouse does not receive the retiree’s retirement allowance (for example, the retiree selected Unmodified Allowance or Option 1 at the time of retirement), the surviving spouse will not be eligible for the City’s medical insurance plans upon the death of the retiree.
Sharing the City Medical Insurance Contribution with a Spouse:
E
xecutive Management, the City Manager, City Attorney, Management Employees, and City Council Member retirees who have earned a City medical insurance contribution (as described in Section 5 Retiree Health Premium Coverage) can apply the City medical insurance contribution to cover a spouse for all or a portion of the earned period of time, so long as the retiree and the spouse continue to meet the CalPERS Health Plan requirements.
F
or example, if the retiree earned a City contribution towards medical insurance for a 10-year time period, the retiree may elect to apply the contribution to cover him/herself and a spouse for 2 years, and him/herself only for the remaining 6 years. The r etiree must designate, at the time of retirement, how the City’s medical insurance contribution will be applied. Changes will not be permitted once the designation is complete. The retiree is required to be the insured on the medical plan; a spouse may not participate on the medical plan without the retiree, except in the event of death of the retiree as outlined below.
I
n the event of the death of a retiree, a surviving spouse, who meets the CalPERS Health Plan requirements, will continue receiving the City medical insurance contribution for the remainder of the earned period of time as elected by the retiree at the time of retirement, or until the spouse remarries, whichever occurs first.
Delay of City Medical Insurance Contribution:
E
xecutive Management, the City Manager, City Attorney, Management Employees , and City Council Member retirees may elect to delay receiving the City medical insurance contribution for up to five years f rom their separation date so long as they meet the CalPERS Health Plan requirements. If the separated employee does not meet the CalPERS Health Plan requirements upon retirement, they will not be eligible for enrollment in the City’s medical insurance plans and will not qualify to receive the City retiree medical insurance contribution. Retirees may only enroll in the City’s health plans during an open enrollment period, which usually occurs in September/October each year as stipulated by CalPERS, with an effective date of January 1 of the following year. It is the retiree’s responsibility to enroll in a medical plan during an open enrollment period occurring prior to the deferment deadline in order to begin receiving the City medical insurance contribution. The City will not provide reminders or notices 15 RES. NO. 2025-38
RES. NO. WWD-301
9 t
hat the deferment period is ending. Retirees who do not enroll in a City medical plan prior to the end of the deferment period will not be eligible to receive any portion of the City medical insurance contribution.
6. Life Insurance
Em
ployees shall be included in the group term life insurance under the terms of the City's policy. The City shall contribute an amount equal to the monthly premium amount for the designated amount of insurance including accidental death and dismemberment coverage and dependent life insurance.
T
he amount of accidental death and dismemberment life insurance coverage shall be $151,000 for Executive Management and $101,000 for all other Management Employees, except for the City Manager and City Attorney. Life insurance coverage details for the City Manager and City Attorney are outlined in their respective employment agreements.
The C
ity shall provide coverage in the amount of $5,000 for the employee's spouse and eligible dependents as defined under the plan.
7. Short -Term/Long-Term Disability Insurance
E
mployees shall receive short-term and long-term disability insurance under the terms of the City’s policy. The short-term disability benefit begins on the 8th day of absence (or first day if the employee is hospitalized) and continues for 180 days (6 months).
The long-term disability policy begins on the 181st day. The City shall contribute an amount equal to the monthly premium for such coverage. T he monthly benefit for short-term and long- term disability shall be 66- 2/3 percent of salary to a maximum monthly benefit of $9,500.
8. Public Employees' Retirement System
Em
ployees shall be included as members in the California Public Employees' Retirement System ( CalPERS) under the provisions of the City's contract. The City shall pay according to the following provisions:
E
mployees must participate in the retirement plan for at least five (5) years in order to be vested and eligible for retirement benefits. The minimum retirement age is fifty (50).
Em
ployees may purchase up to four years of service credit for any continuous active military or merchant marine service prior to employment.
De
finition
“
Classic Member” is defined by CalPERS as an employee who has been a member of any public employee retirement system or plan prior to January 1, 2013. An employee is considered a Classic Member if he or she does not meet the definition of a “New Member” as defined by Section 7522.04(f) of the California Government Code. 16 RES. NO. 2025-38
RES. NO. WWD-301
10 “
New Member” is defined by Section 7522.04(f) of the California Government Code.
Generally, with limited exceptions, a New Member is an employee who is hired on or after January 1, 2013 by a public entity.
T
he City will provide the following defined benefits for employees:
Tier 1 Classic Member (Sworn) 3% @ 55 Hired prior to 1/1/2013 and reciprocal transfers
Tier 1 Classic Member
(Non-Sworn)
2% @ 55 Hired prior to 1/1/2013 and reciprocal
transfers
Tier 2 New Member (Sworn) 2.7% @ 57 Hired on or after 1/1/2013 Tier 2 New Member (Non-Sworn) 2% @ 62 Hired on or after 1/1/2013 Cla
ssic Tier 1 Summary of CalPERS Contract Provisions:
• One Year Final Compensation - Single Highest Year
• 4th Level 1959 Survivor Benefits
• Pre-Retirement Optional Settlement 2 Death Benefit
• Military Service Credit as Prior Service
• Public Service Credit for Peace Corps or AmeriCorps Vista Service • Employer Paid Member Contributions (EPMC), currently three percent (3%) of the employee’s pensionable income for Non-Sworn Management is reported to CalPERS as special compensation.
Classic Tier 1 Non -Sworn Members shall contribute seven percent (7%) of total pensionable income to their CalPERS retirement plan, with four percent (4%) on the employee portion and three percent (3%) on the employer portion. EPMC will be reported to CalPERS as special compensation.
Classic Tier 1 Sworn Members (the Chief of Police) shall contribute nine percent (9%) of total pensionable income to their CalPERS retirement plan toward the member portion and three percent (3%) toward the employer portion for a total of twelve percent (12%).
N
ew Member Tier 2 Summary of CalPERS Contract Provisions:
• Three Year Final Compensation – Highest average annual final compensation during a consecutive 36-month period subject to cap
• 4th Level 1959 Survivor Benefits
• Pre-Retirement Optional Settlement 2 Death Benefit
• Military Service Credit as Prior Service
• Public Service Credit for Peace Corps or AmeriCorps Vista Service N
ew Member Tier 2 employees are required to contribute at least 50% of the normal costs which are subject to changes on an annual basis based on actuarial analysis. 17 RES. NO. 2025-38
RES. NO. WWD-301
11 New Member Tier 2 Non-Sworn members shall contribute the PEPRA contribution rate as periodically updated by actuarial of total pensionable income to their CalPERS retirement plan, toward the member portion.
New Member Tier 2 Sworn members (the Chief of Police) shall contribute the PEPRA contribution rate as periodically updated by actuarial of total pensionable income to their CalPERS retirement plan, which is applied toward the member portion.
9. Annual Leave
M
anagement Employees and Executive Management shall accumulate Annual Leave at the following rates:
Years of Continuous Service Effective 1/22/18
10 or more years
and all Executive Management
279.5 hours per year /
10.75 per pay period
5 or more years 267.54 hours per year /
10.29 per pay period
Less than 5 years 227.5 hours per year /
8.75 per pay period
A
ccruals shall be prorated for part-time employees and granted each pay period. The maximum accrual of Annual Leave for Management E mployees and Executive Management shall be 800 hours, unless otherwise noted. This accrual limit shall not apply to the positions of City Manager , City Attorney, and Chief of Police as noted in their individual contracts.
Conversion to Salary - Employees may convert Annual Leave accumulations to salary in accordance with the terms set forth below.
A. Eligibility.
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his provision applies only to those employees with one or more years of service with the City as of the first working day of December in the year which the conversion is requested and who has a balance of 20 hours remaining after deduction of the hours subject to the cash out election.
I
n addition, an employee must use forty (40) hours of accrued annual leave during the twelve (12) months immediately preceding the submission of the cash-out election.
For this purpose, “use” shall mean actually taking time off work and being paid annual leave pay for such time off.
I
f an employee has not met the foregoing requirements, the employee will not be eligible to make a cash out election.
18 RES. NO. 2025-38
RES. NO. WWD-301
12 B. Cash Out Terms.
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mployees will have the opportunity to declare their intent to cash out annual leave that will accrue after the election in accordance with the following conditions:
1. N
o less than 8 hours and not more than 235 hours (for employees with 5 or more years of service) and 209 hours (for employees with 1 – 4 years of service) of annual leave may be converted to salary during a fiscal year.
2. B
y December 15 of each year, employees can declare their intent to cash out annual leave that they will earn during the following calendar year. Only annual leave hours accrued in the calendar year for which an election is made may be cashed out. Cash outs for annual leave hours accrued in a prior calendar year are not allowed. For example, elections made by December 15, 2021 shall apply to hours accrued in 2022.
3. T
here will be two pay out opportunities available to employees . The first pay out date will be the first pay date in July, and the second pay out date will be the first pay date in November.
4. O
nce an election is made, it cannot be rescinded.
5. C
ash out amounts will be based on the employee's base hourly rate of pay at the time of the pay out.
E
mployees will be eligible for partial cash outs if the full amount of hours elected are not available at the elected time of cash out. For example, if an employee elects to cash out 40 hours of Annual Leave, but only 20 hours are available, 20 hours would be cashed out.
E
mployees will be required to complete the City’s standardized Annual Leave Cash Out Form by December 15 of the calendar year prior to the calendar year in which the employee wishes to redeem annual leave hours for cash. Failure to submit an Annual Leave Cash Out Form with an irrevocable election by December 15 of each year shall be the same as not electing to cash out annual leave during the following calendar year.
A
nnual leave hours used for paid time off will be deducted first from annual leave hours accrued in prior calendar years, and last from annual leave hours accrued in the current calendar year.
C. Exception – Unforeseeable Emergency
E
mployees who experience an unforeseeable emergency may elect to cash out annual leave hours, including hours that have accrued. For these purposes, “unforeseeable emergency” means a severe financial hardship to the employee resulting from an illness or accident of the employee, the employee’s spouse, or a dependent of the employee, loss of the employee’s property due to casualty, or other similar extraordinary and unforeseeable circumstances arising as a result of events beyond 19 RES. NO. 2025-38
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13 t
he control of the employee. The amount of the cash out shall be limited to the amount necessary to satisfy the unforeseeable emergency plus an amount necessary to pay taxes reasonably anticipated as a result of the cash-out. Whether an occurrence is an unforeseeable emergency shall be determined by the City in its sole discretion.
D. Reopener
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f it is subsequently determined by the City, the Internal Revenue Service, a court of competent jurisdiction or another governing authority that the leave redemption provisions in place prior to October 2021 or substantially similar, will not trigger constructive receipt of income from accrued leave, the union may, at its sole option, compel the City to reopen negotiations in order to restore the leave redemption provisions in place in October 2021 or something substantially similar that will not trigger constructive receipt of income from accrued leave.
10. Holidays
T
he following dates shall be considered as holidays for employees and are paid to the work schedule for that day. If the holiday is on the regular day off, then the holiday will be accrued at eight (8) hours:
I
ndependence Day
Labor Day
Veteran’s Day
Thanksgiving Day
Day after Thanksgiving Day
Day before Christmas
Christmas Day
New Year’s Day
Martin Luther King, Jr. Day
President’s Day
Memorial Day
H
olidays will be observed in accordance to the Management Employees’ Manual.
Whenever any of the listed holidays falls on Sunday, the holiday shall be observed by the City on the following Monday. Whenever any holiday falls on a Saturday, the preceding Friday shall be observed by the City as a holiday.
Floating Holiday
In the first January paycheck of each year, an 8- hour floating holiday shall be added for use by all regular full-time employees. Regular part-time employees shall receive a pro-rated floating holiday benefit based on their part-time status (i.e., a 50% part-time employee will receive 4 hours.) The floating holiday benefit may be used by employees in whole or in part at any time during the calendar year for which it is granted, however it may not be cashed out. Any part of the floating holiday benefit that is not used will expire at the end of the last pay period in the calendar year. The use of floating holidays is subject to the scheduling and approval provisions of Policy 27, Annual Leave, in the Management Employees’ Manual.
20 RES. NO. 2025-38
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14 11. Annual Physical
E
xecutive Management may receive an annual physical examination at City expense not to exceed $300 beyond health benefits otherwise provided for physical examinations.
12. Tuition Reimbursement
Em
ployees may receive reimbursement for tuition expenses as outlined in Policy 24, Training and Tuition Reimbursement , in the Management Employees’ Manual to a maximum of $1,800 per fiscal year.
13. 401(k) Plan
A
401(k) deferred compensation plan with a Roth option is available to all employees.
The C
ity contributes an amount equal to 100% of an Executive Management or Management E mployee’s pre-tax voluntary contribution to the 401(k) Plan up to a maximum amount of $92.31 per pay period ($200 per month).
I
n addition, Executive Management employees shall receive a contribution to the City’s 401(k) Plan in the amount of $30.00 per bi-weekly pay period.
14. 457(b) Plan
A 4
57(b) deferred compensation plan with a Roth option is available to all employees.
15. Employee Assistance Program
T
he City shall continue to provide an Employee Assistance Program (EAP), applicable to all employees, in concert with the City's commitment to assuring a drug and alcohol- free workplace.
16. Disciplinary Action
Couns
eling memoranda and written reprimands that are at least three years old and any future counseling memoranda and written reprimands that become three years old, shall at the request of the employee be sealed. Sealed files will be temporarily removed from the employee’s file immediately prior to anyone inspecting the employee’s file, and can be reviewed only by the Deputy Human Resources Director and the City Manager.
17. Sworn Management Educational Incentive
Em
ployees in the classification of Chief of Police who have been awarded a Master of Arts or Science degree shall be eligible to apply for an educational incentive of seven percent (7%) of base salary after providing appropriate verification of a Master of Arts or Science degree.
21 RES. NO. 2025-38
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15 18. Other Terms and Conditions of Employment
T
he remaining terms and conditions of employment for employees shall be as provided in the applicable sections of the Management Employees’ Manual or as determined by the City Manager.
22