CITY COUNCIL REGULAR MEETING - JANUARY 16, 2024 PAGE 1 OF 3
CITY COUNCIL REGULAR MEETING
Tuesday, January 16, 2024 at 5:00 PM
94 N. Washington Street, Sonora, CA 95370
(209) 532-4541
AGENDA
NOTICE IS HEREBY GIVEN that the Sonora City Council will have their regular meeting on Tuesday, January 16, 2024, at 5:00 PM in the City of Sonora Council Chambers located at 94 N. Washington Street Sonora, CA 95370.
This meeting is physically open to the Public and citizens who wish to provide public comment during the meeting will be invited to do so by the Mayor.
Written comments can be submitted to be included as part of the administrative record; they will not be read during the meeting. All comments must be received by 3:00 pm on the day of the noticed meeting and can be submitted to the City Clerk at 94 N. Washington Street Sonora, CA 95370, or via email to [email protected].
Public Access Audio and Video Live Streaming
The Public will not have access to give public comments via public access audio and video live streaming; they are available for audio and visual only; and can be accessed via our website at www.sonoraca.com.
Remote viewing of the meeting via live streaming is provided to members of the public as a courtesy. If the livestreaming connection malfunctions for any reason and no Council Members are attending via teleconference, the City Council will continue the public meeting in Chambers without remote access.
CLOSED SESSION - 4:00 PM
CALL TO ORDER
ROLL CALL
PUBLIC COMMENTS
ADJOURN INTO CLOSED SESSION
1. Conference with Labor Negotiators (Gov. Code Section § 54957.6): Agency designated representatives: Melissa Eads, City Administrator; Chris Gorsky, Administrative Services Director; Employee Organization: Sonora Police Officers' Association (SPOA).
RECONVENE INTO OPEN SESSION
OPEN SESSION - 5:00 PM
1 CITY COUNCIL REGULAR MEETING - JANUARY 16, 2024 PAGE 2 OF 3
REPORT OUT OF CLOSED SESSION
PLEDGE OF ALLEGIANCE
ROLL CALL
CITY CLERK’S REPORT ON AGENDA POSTING
APPROVAL OF THE AGENDA
PUBLIC COMMENT (NON-AGENDA ITEMS)
The public may address the Council on any item of public interest not otherwise on the agenda that is within the jurisdiction of the City. No action may be taken. Matters to be addressed may be referred to City Staff or placed on a subsequent meeting Agenda. Speakers are limited to a three (3) minute presentation.
PRESENTATIONS
2. Receive an introduction and administration of oath for the Community Development Director Tyler Summersett; Melissa Eads, City Administrator, Tracy Skelly, City Clerk.
3. Receive a presentation from Visit Tuolumne County on the Quarterly Marketing Update; Katie Kirkland, Sales and Marketing Director for Visit Tuolumne County.
CONSENT CALENDAR
Items on the Consent Calendar are considered routine and will be voted on in one motion unless a Council member or member of the public has a question or wishes to discuss an item. In that case, the item will be removed from the Consent Calendar and considered separately.
4. Consider approval of disbursements in the amount of $231,709.62 for payroll, including employee salaries, employer and employee taxes, retirement contributions, miscellaneous voluntary employee deductions, holiday pay, and other adjustments, including retro-pay; Tracy Skelly, Administrative Services Officer.
NEW BUSINESS
5. Consider acceptance of the Compensation Study Report prepared by Regional Government Services; Christopher Gorsky, Administrative Services Director.
MONTHLY REPORTS
6. Receive the Sonora Administrative Services Department monthly report for November 2023 (FY23/24); Chris Gorsky, Administrative Services Director.
7. Receive the Sonora Fire Department monthly report for December 2023; Aimee New, Fire Chief.
8. Receive the Sonora Police Department monthly report for December 2023; Turu VanderWiel.
9. Receive the Sonora Public Works Department monthly report for December 2023; Michael Lagomarsino, Public Works Supervisor.
COUNCIL MEMBER/DEPARTMENT HEAD REPORTS
2 CITY COUNCIL REGULAR MEETING - JANUARY 16, 2024 PAGE 3 OF 3
10. Receive communications regarding "Challenges Facing First Responders and the Impact on Community Safety".
COUNCIL MEMBER REPORTS
ADJOURNMENT
In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact the City Administrator at City Hall (209) 532-4541, [email protected]. Notification 48 hours prior to the meeting will enable the City to make reasonable arrangements to ensure accessibility to this meeting (28 CFR 35.102-35.104 ADA Title II).
Materials related to an item on this Agenda submitted to the City Council after distribution of the agenda packet are available for public inspection in the City Administrator’s Office at 94 N. Washington Street, Sonora, CA 95370 during normal business hours (8:00 am - 4:00 pm, Monday through Friday, excluding holidays). The agenda and supporting public documents are also available on our City website www.sonoraca.com listed under the agenda/minutes link on the Government page. 3 CITY COUNCIL AGENDA REPORT
MEETING DATE: January 16, 2024
TO: Honorable Mayor and Members of the City Council
FROM: Melissa Eads, City Administrator
Tracy Skelly, Administrative Services Officer/City Clerk SUBJECT: Introduction and Administration of Oath for the Community Development Director Tyler Summersett
RECOMMENDATION
Receive an introduction and administration of oath for the Community Development Director Tyler Summersett.
DISCUSSION
Tyler Summersett was hired as the Community Development Director on December 18, 2023. He has worked within City limits for nearly 15 years and regularly finds himself appreciating the City for so many reasons; including Washington Street, the historic homes/buildings (the Dome!), Dragoon Gulch, the topography, cemeteries, tourists, pocket parks, the friendly vibe and the overall walkability of downtown and surrounding neighborhoods.
Tyler has spent many years working on behalf of or alongside the City in a multitude of ways. He was the project manager for Vision Sonora which was adopted in 2013. He co-managed the Dragoon Gulch Master Plan along with City staff to help develop a vision for this City-owned jewel. He partnered with City staff to submit grant applications to improve the bicycle and pedestrian network, administered Tuolumne County Transit services in and around the City, and helped plan for the Amgen Stage 4, which started in Sonora, among many other projects.
His experience with the Tuolumne County Transportation Council and the Blue Zones Project has contributed to the development of skillsets important to the City in the capacity of Community Development Director. He has regularly engaged the City’s residents, businesses, community service organizations, education administrators, Arts Council, elected officials, and the many partners the City works with on a day-to-day basis (Caltrans, TUD, Tuolumne County, Sonora Area Foundation, CalFire, PG&E, Tuolumne/Chicken Ranch Bands, Sonora Chamber, Visit Tuolumne County, Adventist Health).
Tyler is honored to continue the incredible work of Rachelle Kellogg and fully understands and appreciates the importance the Community Development Department plays in being a resource for City residents and visioning for the Sonora of tomorrow!
Tyler is supported by his wife Josette and his children Solay, Sable, and Zephyr.
FISCAL IMPACT
No fiscal impact to the General Fund as this position was previously funded. 4 Item 2.
CITY COUNCIL AGENDA REPORT
MEETING DATE: January 16, 2024
TO: Honorable Mayor and Members of the City Council
FROM: Melissa Eads, City Administrator
SUBJECT: Receive a Presentation from Visit Tuolumne County on the Quarterly Marketing Update
RECOMMENDATION
Receive a Presentation from Visit Tuolumne County on the Quarterly Marketing Update.
FISCAL IMPACT
No fiscal impact to the General Fund.
5 Item 3.
Visit Tuolumne County
Quarterly Marketing Update Quarter 2
January 2024TOURISM MARKETING DISTRICT
FAMILIARIZATION TOURS
ADVERTISING
The Vow Gold Country:
VTC ran a two-page spread in the Vow Gold Country’s
annual magazine. The ad was a split between Visit
Tuolumne County and Visit Sonora. The Vow Gold
Country is aimed at attracting brides to venues in the
Gold Country. The ad highlighted one of Sonora’s newer
venues The Armory. Along with the full-page spread,
VTC attended the Vow Gold Country Bridal Event and
received dedicated social media posts.
New Visit Sonora
Web Name:
VTC purchased a web domain for
Visit Sonora that directs people
to the Sonora page on the Visit
Tuolumne County webpage.
The Visit Sonora web name,
VisitSonoraCa.com, will be used on
all advertising materials for the City
of Sonora.
URL: VisitSonoraCa.com
New Melones Lake
Credit: Damian Riley
The Armory, Sonora, CA
THE VOW
GOLD COUNTRY
Print Distribution:
1,500
to California, Nevada,
Arizona, and Oregon
Kimberly Pimberton,
Victoria Times Colonist
As part of her Visit Tuolumne County
media trip, Kimberly Pemberton
dined in downtown with VTC’s Sales
& Marketing Director, Katie Kirkland,
and Mayor Pro-Tem Ann Segerstrom.
After dining locally and learning about
the history and highlights of Sonora,
Kimberly spent time exploring the
city. Kimberly is a freelance writer who
was on assignment for the Victoria
Times Colonist, an English-language
daily newspaper in Victoria, British
Columbia, Canada.
Tourism Marketing District
Visit Tuolumne County was pleased to host
their first Tourism Marketing District Workshop
on November 1, 2023. The purpose of the workshop was
to educate the community, stakeholders, lodging property owners, managers, and Tuolumne County and Sonora City
governments on the process and purpose of a Tourism
Marketing District (TMD). This is a common source of
funding for Destination Marketing Organizations. A TMD
is an additional assessment that is placed on lodging
properties within the TMD jurisdiction. The workshop
was well attended with nearly forty attendees made
up of a mix of lodging property owners and managers,
recreational outfitters, Sonora City and Tuolumne County dignitaries, community members, and stakeholders. For
more information on the TMD and future workshops visit, Nicki Rehn,
IMPACT Magazine
Nicki experienced Downtown Sonora
and Dragoon Gulch as part of her
Visit Tuolumne County Media Trip
for IMPACT Magazine. The magazine
focuses on health and wellness, which
aligns with Visit Sonora’s wellness
campaign theme. The article will be
published in the spring of 2024.
Online Reach:
Print Reach:
737,018
29,885
Online Reach:
Print Reach:
50,000
250,000
impactmagazine.ca
timescolonist.com visittuolumne.com/tmd
6 Item 3.
Visit Tuolumne County Quarterly Marketing Update - pg 2
SPECIAL PROJECTS OTHER MARKETING HIGHLIGHTS
Quarter 2
January 2024
VTC designed and published the City of
Sonora’s second Quarterly Newsletter.
The newsletter was made available in
a printed version at City Hall and VTC
distributed the newsletter via email to
the City of Sonora’s Newsletter database.
The Quarterly Insights was distributed in
October of 2023.
790
Recipients
402
Total Clicks
3%
Click Rate
52%
Open Rate
October 2023 Quarterly Newsletter
SonoraCA.com PAGE 1
Quarterly Insights
The City of Sonora’s
A Message from
Mayor Mark Plummer
City Updates
Sonora in the News
As a professional timber faller,
fire safety and fuel reduction are
top-of-mind topics for me. Fires
pose a year-round threat to county
residents, infrastructure and natural
resources. Just two years ago, Sonora
itself was imperiled by the Washington
Fire. Rapid response by city, county and state
fire agencies and favorable weather conditions saved our city.
Every household should take steps to prepare for fire. Reducing/ removing flammable trees and shrubs to create defensible space around homes and businesses is a first step to slow/prevent fire from spreading. Sonora boasts several FireWise neighborhoods where residents have united to help one another reduce fuel/fire danger and “harden” their homes with fire prevention measures.
Visit the Tuolumne Fire Safe Council website to learn more about keeping your home and property safe. tuolumnefiresafe.org Sonora Welcomes
Two New
Fire Engines
Ever-resourceful, the
City of Sonora’s Fire
Chief Aimee New
has amassed grant
funding to acquire
two new fire engines
(with state-of-the-art
exhaust systems),
and critical fire equipment used for fighting wildland fires.
What residents can expect to see in action soon:
• Type 3 fire engine—serving mountainous and rural
communities, this larger, heavier four-wheel drive
vehicle is designed for wildland urban interface areas. • Type 6 fire engine—a go-to for wildland and
municipal response, this vehicle is engineered for
versatility, maneuverability, and off-road capabilities.
The Type 6 offers pump and roll capabilities and is
compact for quick response.
Visit Tuolumne County partnered with
San Francisco based blogger and
Content Creator, Chelsea Davis, also
known as Chey Chey from the Bay, for
a City of Sonora wellness campaign.
Chelsea spent three days in Sonora
and experienced all the wellness
Sonora has to offer. Read about her
Sonora wellness journey on her blog at
cheycheyfromthebay.com.
Read about Sonora in the News here:
visittuolumne.com/in-the-news
Upcoming Events
City Council Meeting
10/16, 11/6, 11/20, 12/4, 12/18
1st and 3rd Mondays, 5pm
Trick or Treat Street
Saturday, 10/28, 4pm
Downtown Sonora
Christmas Town Sonora • 11/11-12/10
christmastownsonora.org
Downtown Sonora
Sonora Christmas Parade
Friday, 11/24 • bit.ly/sonorachristmasparade
Downtown Sonora
City Works Project and Updates
See Sidewalks Shine
Early morning walkers on Washington
Street might be greeted by a welcome
sight: Public Works Supervisor Mike
Lagomarsino–or one of his crew–power
washing City sidewalks.
Frequent comments about the unclean state of sidewalks in the historic downtown district have not gone unheeded. The City has purchased power-washing equipment and is scheduling frequent cleaning sweeps throughout the busy tourist season.
To complement freshly scrubbed sidewalks, the City is
negotiating to lease a state-of-the-art street sweeper to ensure City streets reflect the title “Queen of the Southern Mines.” Pictured here is a Type 6 Fire Engine
Participants
42 Total Check-Ins
17 Thanks to VTC’s
strategic collaboration
and ongoing content
submission with Visit
California, Sonora
was featured Sonora
in a full-page city
spotlight within the
official California
Visitor’s Guide.
The Official California
Visitor’s Guide
Sonora Selfie Trail
The Sonora Selfie Trail is not just a journey; it’s an exploration of the vibrant soul of Sonora, capturing its essence one snapshot at a time. This curated trail leads travelers through picturesque landscapes, cultural landmarks, and hidden gems that tell the story of Sonora in the most photogenic way possible.
This trail was designed with input from city administration, staff, the mayor, and city council. There are a total of twenty-seven spots on the trail and VTC can add more. Launched in December of 2023, the trail will be available for a year, with a grand prize drawing scheduled for December 2024. This is an interactive and enticing
way to attract visitors and locals to Sonora to
spend time exploring the city and business.
As of January 2, 2024 the Sonora Selfie Trail has:
Community
Sponsorships
VTC is committed to supporting local
non-profit organizations that are working
to enhance destination appeal through
beautification efforts, public arts, events, and
other tourism-related programs. VTC continues
to proudly support Sonora’s 2nd Saturday
Art Night and also sponsored the Holly Jolly
Wagon for Christmas Town Sonora.
For the second quarter
(October-December), the
City of Sonora has been
highlighted in thirteen
publications as a result of
media engagement efforts.
These articles have garnered
the attention of 64.11 million
unique visitors monthly, with
an approximate advertising
equivalent of $593K.
Visit California
Poppy Award Submission
Visit Tuolumne County has entered the
competition to win a prestigious Visit California
Poppy Award. VTC submitted for the category,
Best Strategic Partnership, highlighting the newly formed partnership with the City of Sonora.Finalists for the Poppy Awards will be announced in February 2024 and the winners will be announced at Visit California’s Outlook Forum on March 12, 2024.
Sonora in the News
7 Item 3.
CITY COUNCIL AGENDA REPORT
MEETING DATE: January 16, 2023
TO: Honorable Mayor and Members of the City Council
FROM: Tracy Skelly, Administrative Services Officer
SUBJECT: Disbursements in the amount of $231,709.62 for payroll
RECOMMENDATION
Consider approval of disbursements in the amount of $231,709.62 for payroll, including employee salaries, employer and employee taxes, retirement contributions, miscellaneous voluntary employee deductions, holiday pay, and other adjustments, including retro-pay.
DISCUSSION
This payroll was the first (1
st) payroll of the month, this was higher than the expected amount due to leave balance payouts for one employee.
This is the 14th payroll of 26 for FY23-24, we would have expected to expend 53.84% of the budgeted amount. In total, we have expended 43.08% of the Salaries and Wages for the FY 23-24 budget.
FISCAL IMPACT
Disbursements are part of the approved FY23-24 Budget.
8 Item 4.
CITY COUNCIL AGENDA REPORT
MEETING DATE: January 16, 2024
TO: City Council Members
FROM: Chris Gorsky, Administrative Services Director
SUBJECT: City Council to receive and accept the Compensation Study Report.
RECOMMENDATION
Consideration to receive and accept the Compensation Study Report prepared by Regional Government Services.
DISCUSSION
In an effort to recruit and retain qualified employees, a citywide compensation study was recommended by staff and a Request for Proposal (RFP) was approved by the City Council on October 26, 2022. On January 17, 2023, the City Council awarded the contract to Regional Government Services to conduct a Compensation Study (“Study”). On May 1, 2023, the City Council approved the thirteen (13) comparator agencies used to benchmark compensation. The goal of the Study was to provide information and recommendations that would be used for discussion during negotiations with the City’s bargaining units.
A compensation study involves a thorough analysis of salary structures, benefits, and other forms of remuneration to determine whether they align with industry standards and the cost of living in our region. The goals of such a study are to:
Evaluate the current salary levels across various positions within the organization to identify any significant disparities or instances of underpayment.
Compare our compensation packages with industry benchmarks and regional averages to ensure that our workforce is fairly remunerated for their skills and contributions. Recognize and address disparities that may exist in the current compensation structure, thereby boosting employee morale and job satisfaction.
Demonstrate our commitment to valuing and investing in our workforce, fostering a positive work environment.
Attract and retain top talent by offering competitive compensation packages, reducing the risk of losing skilled employees to competitors.
Enhance the City’s reputation as an employer of choice, making it easier to attract high-caliber candidates.
The City’s goal in updating the compensation plan was to establish a pay plan that is consistent with prudent practices, to provide a sound basis for compensating employees, and to ensure that the City’s compensation practices are competitive, both for employee recruitment and retention. 9 Item 5.
FISCAL IMPACT
There is no fiscal impact associated with receiving this report. Should the City ultimately make changes to its compensation philosophy there are a variety of options and approaches to implementing compensation adjustments. Results of negotiations between the City and the Bargaining Units are often unpredictable and those outcomes will be brought back to Council. Changes in salary to better compete in the market would result in increased costs; however, such increased costs could be offset by the benefits of increased retention and recruiting qualified staff.
ATTACHMENTS
City of Sonora Compensation Study Report
10 Item 5.
CITY OF SONORA
COMPENSATION STUDY REPORT
NOVEMBER 2023
Prepared for:
94 Washington Street
Sonora, California 95370
Prepared By:
P.O. Box 1350
Carmel Valley, CA 93924
11 Item 5.
TABLE OF CONTENTS
City of Sonora November 2023
Compensation Study
i
EXECUTIVE SUMMARY .................................................................................................................... 1 METHODOLOGY .............................................................................................................................. 1 Kick-Off Meeting ......................................................................................................................... 1 Organizational Data..................................................................................................................... 1 Market Comparators................................................................................................................... 1 Surveyed Classifications.............................................................................................................. 2 Compensation Components........................................................................................................ 2 DATA COLLECTION PROCESS........................................................................................................... 4 Determining Match Classifications ............................................................................................. 4 Compensation Data Collection.................................................................................................... 4 FINDINGS AND ANALYSIS................................................................................................................ 5 Market Mean (Average) Data ..................................................................................................... 5 Internal salary Alignment............................................................................................................ 7 Relationship to Classifications Within the Same Reporting Structure.................................... 8 Relationship to Classifications Across the Class Plan .............................................................. 8 RECOMMENDATIONS ..................................................................................................................... 8 Classifications Below the Market................................................................................................ 9 Classifications Competitive or Above the Market..................................................................... 11 Compensation Policy................................................................................................................. 11
ATTACHMENT
Attachment A – Compensation Data Worksheets
12 Item 5.
City of Sonora November 2023
Compensation Study
1 EXECUTIVE SUMMARY
The City of Sonora (City) engaged Regional Government Services (RGS) to conduct an agency-wide total compensation survey in February 2023. The goals of the study included:
• Determine the compensation for similar classifications in the City's identified comparable agencies. • Determine the level of benefits provided by comparable agencies to similar classifications. • Evaluate whether the City's compensation and benefits are competitive with the job market utilizing the data obtained from the City.
METHODOLOGY
KICK-OFF MEETING
RGS met with the City’s Administrative Services Director and Administrative Services Officer in February 2023 to initiate the total compensation study. Organizational data was requested, and the comparable agencies, classifications to be surveyed, and the compensation components to be included in the study were discussed. In addition, information regarding agency expectations, timelines, data collection methods, deliverables, and other pertinent information was shared.
ORGANIZATIONAL DATA
RGS requested and reviewed key organizational materials and information to begin to understand the City's current structure, policy, procedures, challenges, and practices related to compensation systems and administration. Those materials included:
• Organizational Charts
• Existing classification specifications
• Benefit summaries and employer/employee cost data
• Salary schedules
• Applicable policies, procedures, and ordinances
• MOU
MARKET COMPARATORS
RGS analyzed various agencies to determine comparability for inclusion in the study. The City agreed that RGS would use thirteen (13) comparator agencies to collect compensation data. The agencies were selected based on various factors, including shared labor market and similarities in agency size, city population, and annual budget. These comparator agencies are:
• City of Angels Camp • City of Newman
• City of Escalon • City of Paradise
• City of Grass Valley • City of Placerville
• City of Jackson • City of Stockton
• City of Livingston • City of Willits
• City of Lodi • County of Tuolumne
• City of Modesto
13 Item 5.
City of Sonora November 2023
Compensation Study
2 SURVEYED CLASSIFICATIONS
The City requested twenty-one of the City’s current classifications be included in the study:
• Administrative Analyst • Fire Chief
• Administrative Services Director • Fire Engineer
• Administrative Services Officer • Fire Fighter
• Chief of Police • Police Dispatcher/Records Specialist II • City Administrator • Police Lieutenant
• City Planner II • Police Officer
• Community Development Director • Police Records Technician II • Community Development Specialist II • Public Works Assistant • Community Services Officer • Public Works Specialist II • Finance Assistant II • Public Works Supervisor
• Fire Captain
In addition to the above, the City requested compensation data be collected for the following three classifications, which the City is considering adding to the classification plan. • Assistant City Administrator • Public Works Lead
• City Engineer
COMPENSATION COMPONENTS
The initial compensation components for the study were provided to RGS by the City and included the following:
Monthly Base Salary: The top of the salary range (excluding longevity salary steps). All figures are presented on a monthly basis.
Insurance
Medical Insurance: The maximum monthly amount the agency contributes to medical premiums for the employee and dependents. This amount is included in the total compensation calculation. The maximum monthly amount paid by the employee and the total cost is presented for informational purposes.
Dental Insurance: The maximum monthly amount the agency contributes to dental premiums for the employee and dependents. This amount is included in the total compensation calculation. The maximum monthly amount paid by the employee and the total cost is presented for informational purposes.
Vision Insurance: The maximum monthly amount the agency contributes to vision premiums for the employee and dependents. This amount is included in the total compensation calculation. The maximum monthly amount paid by the employee and the total cost is presented for informational purposes.
14 Item 5.
City of Sonora November 2023
Compensation Study
3 Pension
Social Security (Employer share): This is the amount the employer pays of the statutorily required employer-required contribution. This amount is included in the total compensation calculation.
Social Security (Employee share): This is the amount the employee pays of the statutorily required employee share. This amount is presented for informational purposes.
Employee Paid Member Contribution: The amount the employee pays of the employee’s statutory required contribution to the retirement system. This amount is presented for informational purposes.
Employee Paid Employer Contribution: The amount the employee agrees to pay of the statutorily required employer contribution to the retirement system. This amount is included in the total compensation calculation (shown as a negative number).
Employer Paid Member Contribution: The amount the agency agrees to pay of the statutorily required employee contribution to the retirement system. This amount is included in the total compensation calculation.
Minimum Required Employer Contribution: The annual cost of service accrual for the upcoming fiscal year for active employees (Normal Cost).
Leaves
Vacation Leave: The number of vacation hours accrued per year by all employees in the classification after five years of employment. The number of days has been converted to a dollar amount based on the base rate of pay for each classification and is included in the total compensation calculation.
Sick Leave: The number of sick hours accrued per year by all employees in the classification. The number of hours has been converted to a dollar amount based on the base rate of pay for each classification and is included in the total compensation calculation.
Holiday Leave: The number of holiday hours accrued per year by employees in the classifications. The number of hours has been converted to a dollar amount based on the base rate of pay for each classification and is included in the total compensation calculation.
Administrative/Management/Personal Leave: The number of hours normally available to management to reward employees for extraordinary effort in lieu of overtime. Personal leave may be available to other groups of employees to augment vacation or other time off. The number of hours has been converted to a dollar amount based on the base rate of pay for each classification and is included in the total compensation calculation.
Additional Benefits
Deferred Compensation Match or Contribution: This is the monthly amount the agency contributes to the agency-sponsored deferred compensation plan on behalf of the employee. This amount is included in the total compensation calculation.
15 Item 5.
City of Sonora November 2023
Compensation Study
4 Certification Pay: The amount the employer provides to employees for various work-related certifications and licenses. These are described in the Notes section of the Compensation Data Worksheets.
Standby Pay: The amount the employer provides when the employee is assigned to be ready to return to work after regular work hours if/when called. Employees assigned to standby must carry a cell phone and refrain from consuming alcohol or other substances that may interfere with their ability to perform all required duties.
Other Compensation: This category includes any additional compensation benefits available to the incumbents in a classification. These are described in the Notes section of the Compensation Data Worksheets. Those that apply to all employees in the classification are included in the total compensation calculation.
DATA COLLECTION PROCESS
DETERMINING MATCH CLASSIFICATIONS
One of the most critical factors in conducting a compensation study is ensuring the classifications studied from the comparator agencies match the surveyed classifications selected for the study as closely as possible. When comparing appropriate matches, the analysis must include more than job titles. Due to different titling conventions, job titles alone can be misleading. Therefore, a more extensive analysis is performed. The City's class specifications were analyzed, and RGS discussed specific aspects of various classifications with the City to ensure the most up-to-date and accurate information was used in the analysis. Classifications at the comparable agencies were compared to those at the City, and match classifications were determined using the following criteria. • Education and experience requirements
• Scope and complexity of the work
• Knowledge, skills, and abilities required to perform the work • Supervision received and exercised
• Consequence of error
• Special certification or license requirements
• Organizational structure of the division/department where the classification(s) is/are found.
RGS considers fewer than four (4) comparison matches insufficient for analysis because fewer matches make salary variations more significant, and results may not accurately reflect the market.
COMPENSATION DATA COLLECTION
Compensation data was collected from the designated comparator agencies through websites, direct contact with agency human resources, finance, and management staff, and an in-depth review of agency documents, including class specifications, memoranda of understanding, organizational charts, personnel allocations, and budget documents. RGS contacted all comparator agencies to collect the study data, and the majority were responsive to our requests for information. However, after several attempts to obtain compensation data, the City of Escalon failed to respond to our requests for 16 Item 5.
City of Sonora November 2023
Compensation Study
5 information. RGS verified salary and benefits data for the remaining agencies, analyzed the data received, and compared it to data obtained from the City.
FINDINGS AND ANALYSIS
MARKET MEAN (AVERAGE) DATA
There are a number of factors to consider when deciding whether to use the median (midpoint) or the mean (average) as the setpoint for the salaries. Using the mean gives each data point (salary) equal weight, so all information collected is considered in the analysis. The median is the midpoint of the market data and is not affected by “outliers” (extremely high or low salary values as with the mean).
While RGS has provided the City with the mean and median base pay and total compensation for each classification studied, our analysis and recommendations utilize the mean data. Based on the mix of classifications and salaries found in the comparable agencies for the studied classes, RGS determined that the mean provides the City with the most accurate market data.
While the Compensation Data Worksheets (Attachment A) provide greater detail, the following charts and the narrative summarize the survey results and compare the City’s compensation and the compensation of the match classifications in the comparable agencies. The charts are arranged in alphabetical order and include all twenty-four classifications surveyed, including the two where insufficient data was found (Public Works Assistant and Public Works Supervisor) and the three prospective classifications for which no current salary exists (Assistant City Administrator, City Engineer, and Public Works Lead).
When analyzing compensation, it is customary to consider competitiveness in the relevant labor market. While the City may choose to consider a different adjustment standard, as an industry rule, if a classification falls within five percent (5%) above or below the market, it is considered competitive based on our experience, and adjustments are not typically recommended. The five percent (5%) above or below market differences allow for slight differences between job duties, assignments, and benefits packages.
Using this standard, the Base Pay chart shows the base pay for ten of the City’s classifications is below the market; for six classifications, it is competitive; and for the remaining four classifications, the base pay is above the market.
17 Item 5.
City of Sonora November 2023
Compensation Study
6 Base Pay Comparison
CLASSIFICATION TITLE
# of
Comps
Sonora
Base
Salary
Market
Mean
Salary
% Sonora
Above/Below
the Market
Top Step to
the Mean of
Market
Administrative Analyst 5 $6,895 $7,159 -3.69% Competitive Administrative Services Director 5 $10,495 $15,019 -30.12% Below Administrative Services Officer 4 $8,443 $8,021 5.27% Above Assistant City Administrator 6 $0 $15,489 N/A
Chief of Police 11 $11,194 $14,738 -24.05% Below
City Administrator 12 $12,500 $17,083 -26.83% Below
City Engineer 5 $0 $13,579 N/A
City Planner II 5 $6,710 $7,048 -4.80% Competitive
Community Development Director 8 $10,495 $14,025 -25.17% Below Community Development
Specialist II 4 $5,526 $5,516 0.18% Competitive
Community Services Officer 8 $4,377 $4,778 -8.39% Below Finance Assistant II 8 $4,770 $4,255 12.11% Above
Fire Captain 6 $6,846 $8,487 -19.34% Below
Fire Chief 1 5 $10,469 $15,374 -31.90% Below
Fire Engineer 5 $6,016 $7,870 -23.57% Below
Firefighter 5 $5,627 $6,835 -17.66% Below
Police Dispatcher/Records
Specialist II 7 $5,351 $4,683 14.26% Above
Police Lieutenant 9 $10,367 $11,537 -10.14% Below
Police Officer 12 $7,219 $7,118 1.42% Competitive
Police Records Technician II 7 $5,670 $4,409 28.59% Above Public Works Assistant 2 Insufficient Data
Public Works Lead 4 $0 $7,496 N/A
Public Works Specialist II 8 $4,770 $4,735 0.75% Competitive Public Works Supervisor 3 Insufficient Data
When total compensation is considered, the numbers change somewhat. For eight of the City’s classifications, the total compensation is below the market; for three classifications, it is competitive with the market; and for the remaining eight classifications, the total compensation is above the market.
18 Item 5.
City of Sonora November 2023
Compensation Study
7 Total Compensation Comparison
CLASSIFICATION TITLE
# of
Comps
Sonora
Total
Comp
Market
Mean
Total
Comp
% Sonora
Above/Below
the Market
Total Comp
to the Mean
of Market
Administrative Analyst 5 $12,258 $11,476 6.81% Above
Administrative Services Director 5 $17,714 $22,381 -20.86% Below Administrative Services Officer 4 $14,876 $13,899 7.03% Above Assistant City Administrator 6 $0 $22,848 N/A
Chief of Police 1 10 $20,000 $23,254 -13.99% Below
City Administrator1 11 $22,033 $26,359 -16.41% Below
City Engineer 5 $0 $19,863 N/A
City Planner II 5 $11,996 $11,741 2.17% Competitive
Community Development Director 8 $17,714 $21,215 -16.50% Below Community Development
Specialist II 4 $10,330 $9,299 11.09% Above
Community Services Officer 8 $8,540 $8,320 2.65% Competitive Finance Assistant II 8 $9,266 $7,740 19.72% Above
Fire Captain 6 $12,793 $14,315 -10.63% Below
Fire Chief 1 4 $18,848 $23,752 -20.65% Below
Fire Engineer 5 $11,540 $13,356 -13.60% Below
Firefighter 5 $10,953 $11,956 -8.38% Below
Police Dispatcher/Records
Specialist II 7 $9,889 $8,493 16.44% Above
Police Lieutenant 9 $18,714 $18,937 -1.18% Competitive
Police Officer 12 $13,215 $12,540 5.39% Above
Police Records Technician II 7 $10,330 $7,481 38.10% Above Public Works Assistant 2 Insufficient Data
Public Works Lead 4 $0 $12,448 N/A
Public Works Specialist II 8 $9,266 $8,201 12.99% Above Public Works Supervisor 3 Insufficient Data
In all cases, the compensation relationship between the City and the market is more favorable when total compensation is considered than base pay alone. This does not necessarily mean that the City’s benefits package is more generous than that of the comparator agencies. It does mean that the City’s benefits package makes up a greater percentage of the total compensation for the benchmark classifications than those of the comparable agencies.
INTERNAL SALARY ALIGNMENT
The market mean data is only one factor in establishing a competitive and equitable compensation plan. As the external salary data is collected separately for each classification, the resulting data can be affected by the number of match classes identified and in which comparable agencies they’re found.
For example, the market mean monthly base pay is $15,374 for the Fire Chief and $14,738 for the Chief 19 Item 5.
City of Sonora November 2023
Compensation Study
8 of Police. However, in three of the four comparable agencies with both positions, the salary for the Chief of Police is 5-15% higher than that of the respective Fire Chief. This internal salary alignment between Police and Fire is common in many municipalities, including the City. It should be noted that there were only five identified match classes for the Fire Chief, whereas there were eleven match classes for the Chief of Police. This difference in the number of match classes may have affected the resulting mean data.
Because of the inconsistencies that may arise from the market data alone, it is critical to analyze how the market data aligns with the City’s established compensation plan and industry standards. This includes considering the following factors:
Relationship to Classifications Within the Same Reporting Structure Classifications that are related to each other by discipline, duties, or responsibilities but are separated by level of complexity or authority, such as entry, journey, lead or senior, supervisor, and manager, should be separated by approximately 10-15% at the lower levels and 15% and higher at the supervisory and management levels. This practice provides a healthy separation between the levels for career development and to avoid compaction. Compaction occurs when classifications are within 5% or less of each other.
Relationship to Classifications Across the Class Plan
Classifications with similar authority, autonomy, and responsibilities but assigned to different sections or departments, such as department heads, division heads, and managers, are often compensated similarly. When reviewing internal equity in an organization, classifications are often reviewed for impacts across the class plan for positions with similar authority, autonomy, and core responsibilities.
RECOMMENDATIONS
Taking both the external market data and the internal salary alignment factors into consideration, RGS recommends the City consider establishing the external market salaries for certain classifications as “benchmarks” from which the salaries for other classifications may be set. For example, as there were twelve matches out of thirteen comparable agencies for the Police Officer classification, the resulting mean salary is considered reliable. With the Police Officer salary as the benchmark, salaries for other classifications in the class series can be set using both the City’s current and industry standard salary differentials:
Classification Internal Alignment Rationale
Salary Based on
Internal Alignment
Police Sergeant 15% above Police Corporal $9,004
Police Corporal 10% above Police Officer $7,830
Police Officer Market $7,118
Following this same strategy, RGS has developed a compensation plan for the City that utilizes the market data for the identified benchmark classifications and the standard internal salary alignment factors. The Internal Salary Alignment Chart provides the expanded compensation plan, which includes the City’s classifications, the salary rationale, the recommended monthly salary, the current top step 20 Item 5.
City of Sonora November 2023
Compensation Study
9 salary, the percentage the current salary is above or below the recommended salary, and where applicable, the cost of the increase for each position in the classification.
Internal Salary Alginment Chart
Classification
Internal Alignment
Rationale
Salary Based
on Internal
Alignment
Current Top
Step Salary
Percentage
Adjustment
Req'd
Flat Dollar
Adjustment
Req'd
City Administrator
10% above Chief of
Police $16,212 $12,500 -29.69% $3,712
Chief of Police Market $14,738 $11,194 -31.66% $3,544
Assistant City
Administrator
2.5% below Chief of
Police $14,370 - - -
Fire Chief
5% below Chief of
Police $14,001 $10,469 -33.74% $3,532
Administrative Services
Director
5% below Asst City
Admin $13,651 $10,495 -30.07% $3,156
Community Services
Director
5% below Asst City
Admin $13,651 $10,495 -30.07% $3,156
Police Lieutenant
20% below Chief of
Police $11,790 $10,367 -13.73% $1,423
Administrative Services
Officer
20% Above Admin
Analyst $8,591 $8,443 -1.75% $148
Administrative Analyst Market $7,159 $6,895 -3.83% $264 City Planner II Market $7,048 $6,710 -5.04% $338
City Planner I
10% below City
Planner II $6,343 $5,796 -9.44% $547
Community Dev Spec II1 Market $5,516 $5,526 0.18% ($10) Community Dev Spec I
10% below Comm
Dev Spec II $4,964 $4,770 -4.07% $194
Finance Assistant 1 Market $4,255 $4,770 10.80% ($515)
Fire Captain
10% above Fire
Engineer $8,271 $6,846 -20.82% $1,425
Fire Engineer
10% above
Firefighter $7,519 $6,016 -24.98% $1,503
Firefighter Market $6,835 $5,627 -21.47% $1,208
Police Sergeant1
15% above Police
Corporal $9,004 $9,071 0.73% ($67)
Police Corporal1
10% above Police
Officer $7,830 $7,888 0.74% ($58)
Police Officer1 Market $7,118 $7,219 1.40% ($101)
21 Item 5.
City of Sonora November 2023
Compensation Study
10 Classification
Internal Alignment
Rationale
Salary Based
on Internal
Alignment
Current Top
Step Salary
Percentage
Adjustment
Req'd
Flat Dollar
Adjustment
Req'd
Community Services
Officer Market $4,778 - - -
Police Records Technician
II 1
5% above Comm
Services Officer $5,017 $5,670 11.52% ($653)
Police Dispatcher II1
Equal to Records
Technician II $5,017 $5,670 11.52% ($653)
Police Dispatcher I1
10% below Police
Dispatcher II $4,515 $4,816 6.25% ($301)
Police Dispatcher/
Records Specialist II 1
5% below Records
Technician II $4,766 $5,351 10.93% ($585)
Police Dispatcher/
Records Specialist I1
10% below Police
Disp/Records Spec II $4,289 $4,625 7.26% ($336)
Public Works - Lead Market $7,496 - - -
Public Works Supervisor
15% below Public
Works - Lead $6,372 $5,401 -17.97% $971
Supervising Mechanic
Equal to Public
Works Supv $6,372 $5,401 -17.97% $971
Building Inspector
Equal to Public
Works Supv $6,372 $5,401 -17.97% $971
Public Works Spec II1 Market $4,735 $4,770 0.73% ($35)
Public Works Spec/ Equip
Mech1
Equal to Public
Works Spec II $4,735 $4,770 0.73% ($35)
Public Works Specialist I1
10% below Public
Works Spec II $4,262 $4,770 10.66% ($508)
Public Works Assistant1
5% below Public
Works Spec I $4,049 $4,248 4.70% ($199)
Bolded Classes - represent the benchmark classes from which other salaries are set 1 Current salary is above the market. City may choose to Y-rate these salaries and any internal tied to them.
PUBLIC WORKS SPECIALIST I/II
During the study, RGS found a specific issue with the City’s current compensation plan that should be resolved. Currently, the City has the alternately staffed classification of Public Works Specialist I/II. In the current class specification, the Public Works Specialist I (PWS I) is identified as the entry-level class, and the Public Works Specialist II (PWS II) is identified as the journey-level class within the series. In addition, the two levels are distinguished from each other in the complexity of the work performed, the independent judgement exercised, the experience required, and the supervision received.
Normally, a salary differential is established between the between the entry level and journey level in a class series to recognize these differences. However, the City’s current compensation plan shows the PWS I and PWS II at the same salary range. As reflected in the Internal Salary Alignment Chart, RGS recommends the City set the salary for the PWS II based on the external market and set the salary for the PWS I 10% below the PSW II.
22 Item 5.
City of Sonora November 2023
Compensation Study
11 CLASSIFICATIONS BELOW THE MARKET
RGS suggests adjusting compensation for classifications that are more than 5% below the market base salary. If fiscal sustainability is a factor, the City may consider a series of increases over multiple budget years, particularly for classifications with parity differences greater than 10%.
CLASSIFICATIONS COMPETITIVE OR ABOVE THE MARKET
Where salaries are considered competitive with the market, RGS recommends no adjustments be considered. For the classes considered above the market (greater than 5%), standard practice is to “Yrate” (freeze) salaries until the market mean catches up with their salary. This would include the salaries of incumbents in classifications whose salaries are set in relationship to the benchmark classifications (internal alignment). However, before Y-rating any salary, RGS would recommend the City consider the following factors:
• Will the action exacerbate any recruitment and retention issues; • Are there any mandates regarding minimum staffing levels which may be jeopardized; • What are the relative cost-savings of taking the action?
COMPENSATION POLICY
We recommend that agencies create a compensation policy to establish and codify a strategy for setting compensation. Such a policy would typically identify the comparator agencies to be surveyed (or, at minimum, the type of agencies to be surveyed), the benefit components to be used, the method of collecting information, the criteria for determining when compensation studies will be conducted, how the comparable data will be determined, and how the data will be implemented.
RGS often recommendsthatsuch a policy include how an agency plansto set compensation concerning the market data. For example, using the mean or median as the setpoint, using base pay or total compensation, and setting salaries equal to the mean/median or some percentage above or below the setpoint. This type of policy can help to expedite and facilitate future studies.
In addition to market placement, there are many other factors to consider when setting salaries. The policy should include recruitment and retention issues, salaries of other similar positions within the same series or across the organization (internal parity), the value of the work performed to the organization, and fiscal sustainability. The City's total compensation package value may also be a factor to consider in determining policy parameters.
Adopting a compensation policy that includes compensation-setting guidance based on all these factors provides a fact-based and analytical foundation. It also gives the City tools needed to resist short-term pressures in favor of long-term fairness and fiscal sustainability. 23 Item 5.
CITY COUNCIL AGENDA REPORT
MEETING DATE: January 16, 2024
TO: City Council Members
FROM: Chris Gorsky, Administrative Services Director
SUBJECT: Administrative Services Department Report for November 2023
RECOMMENDATION
Receive the Administrative Services Department Report for November 2023 (FY23/24).
DISCUSSION
Monthly Report to the City Council
November '23
Highlights of General Fund Revenues:
Current Period YTD FY23/24 Budget % of Budget
Property Tax $ 96,763 $ 126,727 $ 1,205,000 10.5%
Sales Tax $ 291,061 $ 1,469,630 $ 3,355,600 43.8%
Measure Y $ 263,674 $ 2,009,990 $ 4,000,000 50.2%
Transient Occupancy Tax $ 19,536 $ 278,719 $ 600,000 46.5% Cannibis Public Benefit Fees $ 56,815 $ 308,872 $ 605,000 51.1% Building Permits $ 10,151 $ 43,627 $ 130,000 33.6%
Business Licenses $ 341 $ 5,614 $ 126,900 4.4%
Highlights of General Fund Expenditures:
Current Period YTD FY23/24 Budget % of Budget
Salaries and Benefits $ 464,675 $ 2,572,523 $ 7,400,600 34.8% Operating Expenditures $ 171,266 $ 1,536,722 $ 3,227,425 47.6% Transfers $ - $ 157,653 $ 185,000 85.2%
A/P YTD H/R YTD
Total Number of Checks/DD Processed: 149 835 93 550
Business License Activity:
Current Month
Zone A
Current Month
Zone B
YTD
Zone A
YTD
Zone B
Licenses Issued 3 11 6 74
The Administrative Services Department provides a wide range of comprehensive support services which include: accounting, finance administration and reporting, budgeting, audit, compliance, treasury management, payroll, human resources, recruitments, accounts receivable, local tax collection, accounts payable, procurements, business license management, risk management, information technology for the City.
24 Item 6.
CITY COUNCIL AGENDA REPORT
MEETING DATE: January 16, 2024
TO: City Council Members
FROM: Aimee New, Fire Chief
SUBJECT: Fire Department Monthly Report - December 2023
RECOMMENDATION
Receive the Fire Department Monthly Report – December 2023
DISCUSSION
Fire Department Monthly Report – December 2023
FISCAL IMPACT
N/A
1. City of Sonora Fire Department responded to 154 calls for service in December 2023.
2. Sonora City Units responded to emergency calls as follows:
100 - Fire, other 1
113 - Cooking fire, confined to container 1
114 - Chimney or flue fire, confined to chimney or flue 1 132 - Road freight or transport vehicle fire 1
151 - Outside rubbish, trash or waste fire 1
311 - Medical assist, assist EMS crew 18
321 - EMS call, excluding vehicle accident with injury 79 322 - Motor vehicle accident with injuries 3
324 - Motor vehicle accident with no injuries. 3
410 - Combustible/flammable gas/liquid condition, other 1 424 - Carbon monoxide incident 1
444 - Power line down 1
500 - Service Call, other 1
510 - Person in distress, other 2
551 - Assist police or other governmental agency 2
553 - Public service 3
561 - Unauthorized burning 1
611 - Dispatched & cancelled en route 13
622 - No incident found on arrival at dispatch address 2 25 Item 7.
631 - Authorized controlled burning 2
651 - Smoke scare, odor of smoke 4
700 - False alarm or false call, other 2
730 - System malfunction, other 5
733 - Smoke detector activation due to malfunction 1
735 - Alarm system sounded due to malfunction 4
743 - Smoke detector activation, no fire - unintentional 1 Total 154
3. Monthly dollar loss in the City, resulting from fire: 0
4. The average response time during the month: 5:15
5. Automatic or mutual aid given: 54
26 Item 7.
CITY COUNCIL AGENDA REPORT
MEETING DATE: January 16, 2024
TO: City Council Members
FROM: Turu VanderWiel, Chief of Police
SUBJECT: MONTHLY REPORT – SONORA POLICE DEPARTMENT
RECOMMENDATION
Receive the Sonora Police Department monthly report for December 2023.
DISCUSSION
The attached summarizes activities for December 2023.
Dec 2023 Nov 2023 Dec 2022
Total Incidents 1,068 1,044 1,225
Calls for Service 669 659 708
Officer Initiated 399 385 517
Total Arrests 36 26 43
Felony Arrests 5 8 6
Misd. Arrests 31 18 37
Total Reports 104 91 106
Parking Citations 12 2 14
Moving Citations 10 19 22
Domestic Violence 7 2 2
Larceny Inc./Inv. 35 25 14
Total Collisions 32 23 25
Collision Invest. 9 14 10
27 Item 8.
Dec 2023 Nov 2023 Dec 2022
Homeless Activity 113/18 117/17 62
Animal Calls 32 38 34
Public Intox. / UID 9 5 4
DUI Arrests 2 5 4
Total Phone Calls /
911 Calls
1,918/301 2,035/277 1,910/352
Average Per Day 62 68 62
Vehicle Releases 2 9 3
*Homeless Activity tracking requires additional manual inputs; the actual number of associated incidents will typically be higher than the reported number.
FISCAL IMPACT
There is no fiscal impact on the General F/und.
28 Item 8.
Crimes by Area Monthly Report
December 1, 2023 – December 31, 2023
Area 1 Reports:
Violent Crimes:
1 – Felony Domestic Violence
1 – Misdemeanor Hate Crime with battery on a person, felony vandalism, felony concealed dirk or dagger, and misdemeanor DUI – alcohol.
1 – Misdemeanor Sexual Battery
2 – Misdemeanor Domestic Batteries
1 – Misdemeanor Criminal Threats
1 – Misdemeanor Battery on a Person with Attempted Theft Burglaries / Other Larceny:
2 – Felony Business Burglary
2 – Misdemeanor Business Burglaries (Shoplifting)
1 – Recovered Stolen Vehicle Reported by CHP Sonora Area 1 – Felony Grand Theft from a Business Location
1 – Misdemeanor Theft from a residence with Loitering on Private Property Area 2 Reports
Violent Crimes:
1 – Felony Domestic Violence with Felony Kidnapping
1 – Felony Battery on Emergency Personnel
3 – Misdemeanor Domestic Batteries (one including felony vandalism; one including misdemeanor false imprisonment)
1 – Misdemeanor Assault on Emergency Personnel with Misdemeanor Battery Burglaries / Other Larceny:
1 – Felony Stolen Vehicle
1 – Recovered Stolen Vehicle reported by CHP Sonora Area 29 Item 8.
Area 1 Monthly Report
December 2023
Neighborhood Watch:
ELKS HILL:
No updated activity
SONORA KNOWLES:
No updated activity.
Case(s) for discussion:
23-1321-On 12-05-2023, at approximately 11:27 am, Sonora PD officer were dispatched to the Walmart parking lot for a report of a theft from a vehicle. The owner of the vehicle stated an unknown suspect(s) smashed the driver’s side window of her car and stole her purse. While conducting an area canvass of the parking lot for the suspect(s), officers located a female going through a purse which was similar to the one stolen. Upon further investigation, Officers discovered the suspect was also in possession of the victim’s wallet and credit cards. The suspect was arrested and booked into the Tuolumne County jail on possession of stolen property charges.
23-1322-On 12-05-2023, at approximately 2:06 pm, Sonora PD was dispatched to the report of a grand theft. A male suspect walked into Walmart and stole several cartons of cigarettes.
Officers were able to identify the suspect from the store’s surveillance videos. A report was written and sent to the Tuolumne County Attorney’s office for prosecution of the suspect.
Recruitments:
Officer oral board exams are scheduled for January 17th, 2024. Sergeant oral board exams are scheduled for January 16th, 2024 Corporal Oral board exams are scheduled for January 4th, 2024 Training:
Sonora PD officers conducted building and room clearing training utilizing the department’s building on School Street.
Sonora PD Records clerk attended a one week training course.
Range:
The department’s quarterly firearms proficiency training was conducted on December 20th. All officers qualified with their handguns, rifles and shotguns.
Dispatch:
No update activity
Respectfully Submitted,
Sgt. Eric Nygard
30 Item 8.
Area 2 Monthly Report
December 2023
Neighborhood Watch:
MYERS HILL:
No updated activity.
NORTH STEWART:
No updated activity.
HIGHLAND VIEW:
No updated activity
Case(s) for discussion:
23-1364-On 12-16-2023, at approximately 10:53 pm, Sonora PD officers were dispatched to 299 S Stewart Street concerning a domestic violence call. Officers arrived on scene and contacted the female victim who stated she was choked by her ex-boyfriend while returning from the downtown area. The ex-boyfriend was arrested and booked into the Tuolumne County jail on domestic battery charges.
23-1347-On 12-12-2023, at approximately 6:00 hours, Sonora PD officers were dispatched to the Tuolumne County library for a report of a fire. Officers arrived on scene and contacted the suspect who admitted to lighting the fire. The suspect was arrested and during a search of his person, it was discovered he was in possession of a controlled substance. The suspect was later booked into the Tuolumne County Jail on unauthorized burning and narcotic charges.
Field Training Program:
Both Sonora PD recruits are progressing through the basic academy and are on target to graduate in 2024.
Investigations:
No updated activity
Property and Evidence:
No updated activity
Fleet:
No updated activity
Reserves/Volunteers:
One new volunteer application has been reviewed and moved forward to the background process.
Respectfully Submitted,
Sgt. Eric Nygard
31 Item 8.
CITY COUNCIL AGENDA REPORT
MEETING DATE: January 16, 2024
TO: Honorable Mayor and Members of the City Council
FROM: Michael Lagomarsino, Public Works Supervisor
SUBJECT: Public Works Department Monthly Report for December 2023
RECOMMENDATION
Receive the Sonora Public Works Department monthly report for December 2023.
DISCUSSION
For December 2023, the City of Sonora Public Works Department performed the following activities:
Events
Place event banners above the street.
Streets
Spent several days pot-holing City Streets.
Returned numerous shopping carts to businesses abandoned on City Streets. Spent numerous days picking up leaf piles throughout the city streets. Removal of three deceased deer on City Streets.
Pruned oak tree on Corte Del Encino Drive.
Weed eat several portions of roadside on Mono Way and Sanguinetti Road. Sanded streets as needed following the freezing events. Replaced several burnt-out city-owned streetlight bulbs throughout the city.
Facilities
Installed 300ft of cat 6 cable at Sonora Police Station. Loaded and hauled unwanted office furniture in the Community Development Directors Office.
Parks/Landscapes/Parking Lots
Monthly inspection of playground equipment at Rotary Park. Spent numerous days picking up, and hauling leaves from City parks, and Landscapes. Installed trash receptacles/cans at new bus stops on Stockton Rd. Removal of graffiti in Rotary Park and Coffil Park.
Pruned the landscape on Ponderosa Way.
Finished winterizing irrigation systems in City landscapes.
Storm Drains
Spent numerous days digging, and flushing out storm drain inlets, ditches, and culverts. 32 Item 9.
Cemeteries
Performed annual weed spraying at Mountain Shadow.
Made repairs to the siding on the office/storage building at Mountain Shadow Cemetery. Daily check of messages at Mountain Shadow, and returned calls as needed. Daily cleaning of irrigation filters during irrigation season. Marked out plots as requested by the Funeral Home as needed. Set headstones as requested by Funeral Home.
Mowed, and edged lawns weekly during spring and summer months. Winterized irrigation system at Mountain Shadow Cemetery.
Miscellaneous
Daily unlock and service of all public restrooms.
Put up weekly event banners downtown.
Collected garbage twice a week in all City parking lots, landscapes, and parks. Monthly fleet vehicle inspections.
Twice weekly ran street sweeper early morning on a rotating street schedule throughout the City.
Participated in required sexual harassment training requested by the HR department. Installed, and tested sand spreader and snowplow prior to winter storms.
FISCAL IMPACT
No fiscal impact to the General Fund.
33 Item 9.
34 Item 10.
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41 Item 10.