Item Number: 10
City Council / Board of Directors
Written Communications
Meeting of: June 4, 2024
Submitted By:
Sophie L. Smith, Deputy City Manager
Josefina Trevino, Human Resources Officer
Subject:
Benefits Resolution No. 24-036 and Table of Organization Recommendation:
That the Honorable City Council adopt Benefits Resolution No. 24-036, revising the Table of Organization and Compensation Schedule, effective July 1, 2024.
Fiscal Impact:
The fiscal impact associated with the COLA increase to the Table of Compensation, the net additional positions and the increase to the employee benefits is included in the Fiscal Year 2024-2025 Budget.
Strategic Plan Goal:
The item is consistent with Strategic Plan Goal “G” “Organizational Effectiveness and Sustainability” in that the organizational structure must be reviewed and evaluated regularly, and revised accordingly, to maximize organizational effectiveness and sustainability.
Discussion:
Annually, the City Council adopts a resolution establishing the Table of Organization, fixing compensation rates, and establishing fringe benefits for employees. For FY 2024- 2025, the following changes are proposed to the Table of Organization:
Cost of Living Adjustment (COLA)
The 2024 March-to-March Consumer Price Index (CPI) for Riverside-San Bernardino- Ontario, CA was 4.3%.
Based on this report and taking into consideration the current City financials, the City Manager is recommending a Cost-of-Living Adjustment of 3.0%. The 2024-2025 Table 3 1
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of Compensation and the Table of Organization reflect this increase for all non- represented positions.
Based on Article 4.1 of the Memorandum of Understanding (MOU) between the City of Victorville and the Victorville Professional Firefighters, as modified by Side Letters #1 and #2, beginning with the first full pay period in July 2023, and continuing to 2024, 2025 and 2026, base salaries at all steps for Fire Captain, Fire Engineer, Firefighter Paramedic, and Firefighter EMT shall increase by 3.0%.
Changes to Personnel
The total authorized full-time positions increased from 540 to 560 positions, reflecting a net increase of 20 positions. The Table of Organization includes 35 added positions, 15 deleted positions, ten title changes, one range change and three reclassifications. Seven net positions were added by the Community Services Department. The City Manager and Code Enforcement added three positions each. The Engineering and Victorville Municipal Utilities Services Departments added two positions each. Human Resources, Planning and Public Works/Water Departments added one position each. (Please see Attachment A - Summary of Changes to the Table of Organization).
Changes to Table of Compensation
The pay range for the position of Deputy City Manager (DCM) has been revised from range 73 to range 74. This range change is intended to address a compaction issue that exists between the Director range of 66 and the existing DCM range of 73.
Changes to Part-Time Table of Compensation
Based on a recommendation by the Department Head and approval by the City Manager, the salary range and hourly rate for the Pool Manager was increased.
Changes to Benefits
•Bereavement Leave - In addition to the requirements of the California Family Rights Act (CFRA), effective July 1, 2024, the City of Victorville will provide non-represented, full-time employees of the City up to 80 hours of paid time off (per occurrence) for bereavement of an immediate family member. Part-time employees are eligible to take up to 56 hours of paid time off (per occurrence) based on their average hours worked in a two-week pay period over the last 6 months. The paid time off does not need to be consecutive. • Premium Holiday Pay- In this section, language was added to clarify that the three permanent Cost of Living Adjustment days and the Christmas to New Year’s holiday break coverage days should be included in the approved holiday list for the purpose of applying premium holiday pay.
•Differential Weekend Pay- Non-exempt, non-represented full-time and part-time employees that are scheduled to work on Saturday or Sunday as part of their regular schedule will receive additional pay per hour in the 3 1
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amount of 5% of their hourly wage for the weekend hours worked. •Deferred Compensation – In this section, the position titles receiving this benefit were updated based on the new Table of Organization. •Retirement Medical Coverage – Full-time employees hired prior to July 1, 2024, will be grandfathered in the benefits starting at eight years of service. *Full-time employees hired on or after July 1, 2024, will receive retirement medical coverage after 15 years of service.
•One-time pay-off – The one-time pay-off amounts in lieu of monthly medical retirement benefits increased by 3.0% (the Cost-of-Living Adjustment (COLA) for retirees of the City who waive the medical retirement benefits at the time of retirement.
*The one-time payoff amounts will be available after 15 years of service for employees hired on or after July 1, 2024.
•Fringe – The amount of $900 per month will increase to $950. This amount is provided by the City for health, dental, and vision coverage for all full-time employees, Council Members, and retirees.
•Fringe Subsidy - The subsidized amount provided to full-time employees who enroll in medical, dental and vision plans and are paying out-of-pocket, will be increased from $700 per month to $800 per month. This subsidy does not apply to Council Members or retirees.
•Uniforms – In this section, additional approvals will be required, and the titles of the positions receiving this benefit were updated based on the new Table of Organization.
•Tuition Reimbursement – Tuition reimbursement will increase from $3,000 per year to $5,000 per year for non-represented, full-time employees in accordance with Administrative Policy No. B-33. Under this new policy, additional approvals and updated performance standards are required.
Represented employees are still eligible for tuition reimbursement under the provisions of the Memorandum of Understanding between the City of Victorville and the Victorville Professional Firefighters and Administrative Policy No. B-
31. •Work Schedules – Changed language to make it flexible for departments to make changes to employee’s schedules according to the needs of the department. Titles impacted were updated based on the new Table of Organization.
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FY 23-24 Clean Up Language
On page 6 of the Benefits Resolution, there is language regarding recordkeeping for the current FY 23-24. The purpose of this language is to reconcile the 13 paid holidays listed in the MOU by and between the City of Victorville and the Victorville Professional Firefighters with those 13 holidays actually approved for FY 23-24. Although the MOU includes language that “actual holidays may vary each year”, CalPERS has requested the Council affirm the FY 23-24 holiday substitution referenced on page 6 of Resolution 24-036 to allow the substitute holiday to be “persable.” This is a housekeeping item for FY 23-24. “Persable” paid holidays are those holidays where the compensation can be reported to CalPERS for retirement purposes. There are no substitutions needed for FY 24-25.
Staff is requesting your favorable consideration on this item and remains available for any questions or comments.
Attachments: A. Summary of Changes to the Table of Organization B. Benefits Resolution No. 24-036 and Table of Organization C. Part-time Table of Compensation