Attachment B
Resolution 24-036 Fiscal Year 2024-2025 Table of Organization Page 1 of 12
RESOLUTION NO. 24-036
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VICTORVILLE AMENDING THE TABLE
OF ORGANIZATION, FIXING THE RATES OF COMPENSATION, AND ESTABLISHING FRINGE
BENEFITS FOR NON- REPRESENTED FULL-TIME EMPLOYEES OF THE CITY OF VICTORVILLE INCLUDED IN RESOLUTION NUMBER 24-011 AND SUBSEQUENT AMENDMENTS.
WHEREAS, copies of said Table of Organization, Rates of Compensation, and Fringe Benefits relating to an appropriation of funds at the City of Victorville were prepared and distributed to the City Council and have been available for the inspection by the public in the office of the City Clerk of the City of Victorville.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF VICTORVILLE DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. That the Table of Organization for Fiscal Year 2024-2025 is hereby revised. A total of 560 full-time positions on such revised Table of Organization are authorized to be filled in accordance with the Personnel Ordinance of the City of Victorville. The salaries and compensation of officers and employees of the City of Victorville shall be established as provided in said Personnel Ordinance for the salary ranges to which position is assigned by this Benefit Resolution for FY 2024-2025.
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, Staff is recommending a Cost -of-Living Adjustment of 3.0%. The 2024- 2025 Table of Compensation and the Table of Organization reflect this increase for all non-represented positions.
Based on the Memorandum of Understanding (MOU), Article 4.1, 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%.
NO. POSITION RANGE NO. POSITION RANGE
2 ACCOUNTANT 40 7809 9492 1 FIRE MECHANIC 31 6253 7600 3 ADMINISTRATIVE ANALYST 41 8004 9729 0 FIREFIGHTER EMT FFEMT 5951 6161 7 ADMINISTRATIVE SECRETARY 29 5952 7234 36 FIREFIGHTER PARAMEDIC FFPM 7268 8923 1 AIRPORT ADMINISTRATIVE MANAGER 52 10502 12765 1 FLEET ADMINISTRATIVE TECHNICIAN 27 5665 6886 1 AIRPORT BUSINESS ANALYST 41 8004 9729 1 FLEET MANAGER 52 10502 12765 1 AIRPORT BUSINESS TECHNICIAN 29 5952 7234 1 FLEET SUPERVISOR 40 7809 9492 1 AIRPORT DIRECTOR 66 14839 18037 1 GAS OPERATIONS SUPERINTENDENT 45 8835 10739 1 AIRPORT LEASING TECHNICIAN 29 5952 7234 1 GIS COORDINATOR 39 7618 9260 1 AIRPORT MAINTENANCE SUPERVISOR 40 7809 9492 1 GIS TECHNICIAN 27 5665 6886 7 AIRPORT MAINTENANCE WORKER 18 4536 5513 1 HOMELESSNESS SOLUTIONS & HOUSING MANAGER 52 10502 12765 3 AIRPORT OPERATIONS OFFICER 23 5132 6238 1 HOMELESSNESS SOLUTIONS COORDINATOR 42 8204 9972 1 AIRPORT OPERATIONS SUPERVISOR 40 7809 9492 1 HOUSING COORDINATOR 42 8204 9972 1 AIRPORT PROJECT TECHNICIAN 29 5952 7234 3 HUMAN RESOURCES ANALYST 41 8004 9729 2 ANIMAL CARE & CONTROL SUPERVISOR 40 7809 9492 1 HUMAN RESOURCES OFFICER 66 14839 18037 4 ANIMAL CONTROL OFFICER I 30 6100 7415 1 HUMAN RESOURCES SPECIALIST 35 6902 8389 2 ANIMAL CONTROL OFFICER II 35 6902 8389 1 IT TECHNICAL WRITER 27 5665 6886 2 ANIMAL CONTROL TECHNICIAN 27 5665 6886 1 LEAD ACCOUNT CLERK 28 5806 7058 1 ASSISTANT AIRPORT DIRECTOR 59 12484 15174 1 LEAD ELECTRICIAN 38 7433 9034 1 ASSISTANT CITY CLERK 35 6902 8389 1 LEAD LINE LOCATOR 28 5806 7058 1 ASSISTANT CITY ENGINEER 59 12484 15174 2 LEAD MECHANIC 36 7075 8599 1 ASSISTANT CITY LIBRARIAN 32 6409 7790 2 LIBRARY ASSOCIATE 17 4425 5379 1 ASSISTANT CITY PLANNER 59 12484 15174 1 LIBRARY COORDINATOR 27 5665 6886 1 ASSISTANT CITY SURVEYOR 41 8004 9729 1 LICENSING TECHNICIAN 27 5665 6886 1 ASSISTANT DIRECTOR OF FINANCE 59 12484 15174 2 LINE LOCATOR 25 5392 6554 1 ASSISTANT DIRECTOR OF HUMAN RESOURCES 59 12484 15174 9 MAINTENANCE LEAD WORKER 28 5806 7058 2 ASSISTANT DIRECTOR OF PUBLIC WORKS & WATER 59 12484 15174 1 MAINTENANCE SUPERVISOR 40 7809 9492 1 ASSISTANT DIRECTOR OF UTILITIES 59 12484 15174 49 MAINTENANCE WORKER 18 4536 5513 5 ASSISTANT ENGINEER I 41 8004 9729 5 MANAGEMENT SPECIALIST 35 6902 8389 2 ASSISTANT ENGINEER II 45 8835 10739 9 MANAGEMENT TECHNICIAN 29 5952 7234 1 ASSISTANT PLANNER 37 7251 8814 1 MARKETING TECHNICIAN 29 5952 7234 1 ASSISTANT TO THE CITY MANAGER 59 12484 15174 1 MECHANIC 23 5132 6238 1 ASSOCIATE CIVIL ENGINEER 52 10502 12765 1 NETWORK ADMINISTRATOR 39 7618 9260 2 ASSOCIATE PLANNER 44 8620 10477 1 NETWORK ENGINEER 52 10502 12765 3 BATTALION CHIEF 56 11592 14091 8 OFFICE ASSISTANT 17 4425 5379 1 BILLING TECHNICIAN 29 5952 7234 1 PARKS SUPERVISOR 40 7809 9492 1 BUILDING DIVISIONS MANAGER 52 10502 12765 1 PAYROLL SPECIALIST 35 6902 8389 2 BUILDING INSPECTOR 35 6902 8389 1 PAYROLL SUPERVISOR 40 7809 9492 1 BUILDING OFFICIAL 66 14839 18037 2 PAYROLL TECHNICIAN 29 5952 7234 1 BUSINESS INTELLIGENCE DEVELOPER 39 7618 9260 4 PERMIT TECHNICIAN 27 5665 6886 1 BUYER 33 6569 7985 1 PLAN CHECKER 35 6902 8389 1 CHILDREN'S LIBRARIAN 27 5665 6886 1 PLANNING TECHNICIAN 27 5665 6886 1 CITY CLERK 66 14839 18037 1 PUBLIC INFORMATION OFFICER 66 14839 18037 5 CITY COUNCIL MEMBER 1200 1 PUBLIC WORKS & WATER ADMINISTRATIVE MANAGER 52 10502 12765 1 CITY ENGINEER 66 14839 18037 1 PUBLIC WORKS & WATER DIRECTOR 66 14839 18037 1 CITY LIBRARIAN 40 7809 9492 3 PUBLIC WORKS INSPECTOR 35 6902 8389 1 CITY MANAGER 28143 2 PUBLIC WORKS MANAGER 52 10502 12765 1 CITY PLANNER 66 14839 18037 2 PUBLIC WORKS SUPERVISOR 40 7809 9492 1 CITY SURVEYOR 52 10502 12765 1 PUBLIC WORKS TECHNICIAN 29 5952 7234 3 CODE COMPLIANCE TECHNICIAN 27 5665 6886 1 PURCHASING MANAGER 52 10502 12765 3 CODE ENFORCEMENT OFFICER I 30 6100 7415 1 REAL ESTATE SPECIALIST 38 7433 9034 11 CODE ENFORCEMENT OFFICER II 35 6902 8389 1 RECREATION MANAGER 52 10502 12765 1 CODE ENFORCEMENT OFFICIAL 66 14839 18037 3 RECREATION SUPERVISOR 40 7809 9492 3 CODE ENFORCEMENT SUPERVISOR 42 8204 9972 1 REGISTERED VETERINARY TECHNICIAN 27 5665 6886 1 COMMUNICATION ASSISTANT 21 4885 5937 1 RISK MANAGER 52 10502 12765 1 COMMUNITY RELATIONS SPECIALIST 35 6902 8389 1 SCADA COORDINATOR 42 8204 9972 2 COMMUNITY SERVICES COORDINATOR 27 5665 6886 1 SCADA INSTRUMENTATION TECHNICIAN 31 6253 7600 1 CONTRACT SPECIALIST 35 6902 8389 16 SECRETARY 21 4885 5937 1 CROSS CONNECTION COORDINATOR 35 6902 8389 7 SENIOR ACCOUNT CLERK 24 5260 6394 1 CROSS CONNECTION TECHNICIAN 31 6253 7600 3 SENIOR ADMINISTRATIVE ANALYST 47 9282 11283 1 CUSTOMER SERVICE LEAD REP 28 5806 7058 1 SENIOR AIRPORT MAINTENANCE LW 32 6409 7790 12 CUSTOMER SERVICE REP 20 4766 5793 1 SENIOR AIRPORT MAINTENANCE WORKER 22 5007 6086 1 CYBER SECURITY ADMINISTRATOR 39 7618 9260 1 SENIOR AIRPORT OPERATIONS OFFICER 27 5665 6886 1 DEPUTY CHIEF OF OPERATIONS 59 12484 15174 1 SENIOR BUILDING INSPECTOR 42 8204 9972 1 DEPUTY CITY CLERK 29 5952 7234 2 SENIOR CIVIL ENGINEER 55 11310 13747 4 DEPUTY CITY MANAGER 74 18080 21977 2 SENIOR CUSTOMER SERVICE REP 24 5260 6394 1 DEPUTY FIRE MARSHAL 56 11592 14091 2 SENIOR ELECTRIC & GAS SYSTEM OPERATOR 38 7433 9034 1 DEVELOPMENT SPECIALIST 35 6902 8389 4 SENIOR EQUIPMENT OPERATOR 27 5665 6886 1 DEVELOPMENT TECHNICIAN 29 5952 7234 1 SENIOR FIRE MECHANIC 34 6734 8185 1 DIRECTOR OF COMMUNITY SERVICES 66 14839 18037 3 SENIOR MAINTENANCE LEADWORKER 32 6409 7790 1 DIRECTOR OF ELECTRIC UTILITY SVCS 66 14839 18037 25 SENIOR MAINTENANCE WORKER 22 5007 6086 1 DIRECTOR OF FINANCE 66 14839 18037 6 SENIOR MECHANIC 29 5952 7234 1 DIVISION CHIEF DC 11943 14516 1 SENIOR PERMIT TECHNICIAN 32 6409 7790 1 ECONOMIC DEVELOPMENT MANAGER 52 10502 12765 1 SENIOR PLAN CHECKER 42 8204 9972 1 ECONOMIC DEVELOPMENT TECHNICIAN 27 5665 6886 1 SENIOR PLANNER 52 10502 12765 1 ELECTRIC & GAS SYSTEM OPERATOR 33 6569 7985 1 SENIOR PUBLIC WORKS INSPECTOR 42 8204 9972 1 ELECTRICAL TECHNICIAN ASSISTANT 31 6253 7600 1 SENIOR SWEEPER OPERATOR 27 5665 6886 1 ELECTRICIAN 33 6569 7985 2 SENIOR TRAFFIC SIGNAL MAINTENANCE TECHNICIAN 33 6569 7985 1 EMERGENCY MANAGEMENT COORDINATOR 45 8835 10739 2 SENIOR WATER DISTRIBUTION LEAD WORKER 36 7075 8599 1 EMS MANAGEMENT TECHNICIAN 29 5952 7234 10 SENIOR WATER DISTRIBUTION WORKER 23 5132 6238 1 EMS MANAGER 52 10502 12765 1 SENIOR WATER SUPPLY LEAD OPERATOR 38 7433 9034 1 EMS SPECIALIST 35 6902 8389 8 SENIOR WATER SUPPLY OPERATOR 29 5952 7234 2 ENFORCEMENT MANAGER 52 10502 12765 1 SIGN TECHNICIAN 24 5260 6394 2 ENGINEERING LEAD WORKER 28 5806 7058 1 STRATEGIC COMMUNICATIONS SPECIALIST 35 6902 8389 1 ENGINEERING TECHNICIAN I 35 6902 8389 4 SWEEPER OPERATOR 24 5260 6394 2 ENGINEERING TECHNICIAN II 41 8004 9729 2 TECHNOLOGY COORDINATOR 39 7618 9260 1 ENVIROMENTAL PROGRAMS COMPLIANCE INSPECTOR 30 6100 7415 2 TECHNOLOGY MANAGER 52 10502 12765 1 ENVIROMENTAL PROGRAMS SPECIALIST 35 6902 8389 1 TECHNOLOGY OFFICER 66 14839 18037 1 ENVIROMENTAL PROGRAMS TECHNICIAN 29 5952 7234 4 TECHNOLOGY TECHNICIAN 27 5665 6886 1 ENVIRONMENTAL PROGRAMS COORDINATOR 43 8409 10222 1 TRAFFIC MAINTENANCE SUPERVISOR 40 7809 9492 1 ENVIRONMENTAL PROGRAMS MANAGER 52 10502 12765 3 TRAFFIC SIGNAL MAINTENANCE TECHNICIAN 28 5806 7058 5 EQUIPMENT OPERATOR 24 5260 6394 1 TRAINING BATTALION CHIEF 56 11592 14091 1 FACILITIES MANAGER 52 10502 12765 1 UTILITY DISTRIBUTION SUPERINTENDENT 45 8835 10739 1 FACILITIES ADMINISTRATIVE TECHNICIAN 29 5952 7234 3 VEHICLE SERVICE WORKER 18 4536 5513 3 FINANCE ANALYST 47 9282 11283 1 WAREHOUSE CLERK 20 4766 5793 1 FINANCE MANAGER 52 10502 12765 2 WAREHOUSE TECHNICIAN 23 5132 6238 1 FINANCE SPECIALIST 35 6902 8389 2 WATER CONSERVATION SPECIALIST 30 6100 7415 3 FINANCE SUPERVISOR 40 7809 9492 4 WATER DISTRIBUTION LEAD WORKER 28 5806 7058 5 FINANCE TECHNICIAN 29 5952 7234 2 WATER DISTRIBUTION SUPERVISOR 40 7809 9492 1 FIRE ADMINISTRATIVE MANAGER 52 10502 12765 10 WATER DISTRIBUTION WORKER 19 4649 5651 18 FIRE CAPTAIN FC 8782 10782 2 WATER MANAGER 52 10502 12765 1 FIRE CHIEF 66 14839 18037 2 WATER RESOURCES SUPERVISOR 40 7809 9492 18 FIRE ENGINEER FE 7528 9241 1 WATER SAMPLING & COMPLIANCE COORDINATOR 35 6902 8389 3 FIRE INSPECTOR 30 6100 7415 2 WATER SUPPLY LEAD OPERATOR 32 6409 7790 1 FIRE INVESTIGATOR 35 6902 8389 1 WATER SUPPLY SUPERVISOR 42 8204 9972 1 WINDOWS SERVER ADMINISTRATOR 39 7618 9260
560 Authorized Positions
Resolution 24-036 Fiscal Year 2024-2025 Table of Organization Page 2 of 12
CITY OF VICTORVILLE
FISCALYEAR 2024-2025 TABLE OF ORGANIZATION
Revised and Adopted by the City of Victorville Council Effective July 1, 2024 Includes a 3.0% Cost of Living Adjustment
MONTHLY SALARY MONTHLY SALARY
STEP STEP STEP STEP STEP
Range 1 2 3 4 5
17 4425 4647 4879 5123 5379
18 4536 4763 5001 5251 5513
19 4649 4882 5126 5382 5651
20 4766 5004 5254 5517 5793
21 4885 5129 5385 5655 5937
22 5007 5257 5520 5796 6086
23 5132 5389 5658 5941 6238
24 5260 5523 5799 6089 6394
25 5392 5661 5944 6242 6554
26 5527 5803 6093 6398 6718
27 5665 5948 6245 6558 6886
28 5806 6097 6402 6722 7058
29 5952 6249 6562 6890 7234
30 6100 6405 6726 7062 7415
31 6253 6565 6894 7238 7600
32 6409 6730 7066 7419 7790
33 6569 6898 7243 7605 7985
34 6734 7070 7424 7795 8185
35 6902 7247 7609 7990 8389
36 7075 7428 7800 8190 8599
37 7251 7614 7995 8394 8814
38 7433 7804 8195 8604 9034
39 7618 7999 8399 8819 9260
40 7809 8199 8609 9040 9492
41 8004 8404 8825 9266 9729
42 8204 8614 9045 9497 9972
43 8409 8830 9271 9735 10222
44 8620 9051 9503 9978 10477
45 8835 9277 9741 10228 10739
46 9056 9509 9984 10483 11008
47 9282 9747 10234 10746 11283
48 9514 9990 10490 11014 11565
49 9752 10240 10752 11290 11854
50 9996 10496 11021 11572 12150
51 10246 10758 11296 11861 12454
52 10502 11027 11579 12158 12765
53 10765 11303 11868 12462 13085
54 11034 11586 12165 12773 13412
55 11310 11875 12469 13092 13747
56 11592 12172 12781 13420 14091
57 11882 12476 13100 13755 14443
58 12179 12788 13428 14099 14804
59 12484 13108 13763 14452 15174
60 12796 13436 14107 14813 15553
61 13116 13772 14460 15183 15942
62 13444 14116 14822 15563 16341
63 13780 14469 15192 15952 16749
64 14124 14830 15572 16351 17168
65 14477 15201 15961 16759 17597
66 14839 15581 16360 17178 18037
67 15210 15971 16769 17608 18488
68 15591 16370 17189 18048 18950
69 15980 16779 17618 18499 19424
70 16380 17199 18059 18962 19910
71 16789 17629 18510 19436 20407
72 17209 18069 18973 19922 20918
73 17639 18521 19447 20420 21441
74 18080 18984 19933 20930 21977
FFEMT 5951 6249 6561 6890 7234
FFPM 7268 7681 8095 8510 8923
FE 7528 7956 8384 8813 9241
FC 8782 9283 9783 10282 10782
DC 11943 12540 13167 13826 14516
Resolution 24-036 Fiscal Year 2024-2025 Table of Organization Page 3 of 12 Includes a 3.0% Cost of Living Adjustment
CITY OF VICTORVILLE
FISCAL YEAR 2024-2025 TABLE OF COMPENSATION - MONTHLY RATE OF PAY Revised and adopted by the City of Victorville Council effective July 1, 2024
Resolution 24-036 Fiscal Year 2024-2025 Table of Organization Page 4 of 12
SECTION 2. FRINGE BENEFITS - The following is provided as an overview and should not be considered as a complete description of benefits. The fringe benefits for the City of Victorville full -time employees effective July 1, 2024, unless otherwise specified, through June 30, 2025, shall be:
Annual Vacation Leave - All full-time employees shall earn annual vacation credits accrued bi-weekly in the beginning of the years listed below and are authorized to accumulate vacation leave credits as follows:
Years of Full-Time
Employment
Annual Vacation Hours
Earned
Hours Earned Per Pay
Period (26 pay periods
per year)
Maximum Vacation
Accrual Hours
0-5 80 3.08 160
6-10 120 4.62 240
11-15 160 6.15 320
16+ 200 7.69 400
Full-time employees are eligible to use annual leave time as it accrues. Effective January 1, 2012, accruals will be earned every pay period. (See City of Victorville Personnel Rules, Rule X, Sections 1 and 2.) Sick Leave – Accrued at the rate of 3.7 hours per pay period for all probationary and full -time employees, for a total of 96 hours per year.
Effective January 1, 2024, Senate Bill (SB) No. 616 passed into law amending California’s paid sick leave, which guarantees employees five (5) paid sick days per year, up from three (3) days previously.
The new law will not impact full-time employees or safety shift personnel as the City’s paid sick leave benefit exceeds California’s law.
Part-time employees paid sick leave benefit will increase to 40 hours or five (5) paid sick days and will be available to use after 30 calendar days of employment.
Bereavement Leave – Effective January 1, 202 3, the California Family Rights Act (CFRA) entitles employees five days (increase from three) of unpaid bereavement leave. This is time off work given to eligible employees after the death of a family member or a loved one as follows:
• Spouse or domestic partner
• Child
• Parent
• Sibling
• Grandparent
• Grandchild
• Parent-in-law
Employees are permitted to use any available sick leave, vacation, and compensatory time off for the purpose of bereavement leave.
In addition to the requirements of the California Family Rights Act (CFRA) above, effective July 1, 2024, the City of Victorville will provide non-represented, full -time employees up to 80 hours of paid time off (per
Resolution 24-036 Fiscal Year 2024-2025 Table of Organization Page 5 of 12
occurrence) for bereavement of a direct family member as listed above. 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. (See policy No. D-5)
Sick Leave Yearly Payoff - Non-represented full-time employees who maintain a minimum of 144 hours and have completed 5 years of full-time of continuous service with the City of Victorville will be able to receive a payoff of their accrued sick leave hours. The maximum payoff cannot exceed 144 hours, every December, beginning December 2021.
Non-represented part-time employees who maintain a minimum of 72 hours and have completed 5 years of part-time continuous service with the City of Victorville will be able to receive a payoff of their accrued sick leave hours. The maximum payoff cannot exceed 72 hours, every December, beginning December 2021.
The sick leave payoff will be based on the following scale:
Sick Leave Accrued as of
Date of Termination
Cash Payment of hours
of Accrued Sick Leave
240 hours or less 35%
241 to 320 hours 40%
321 to 400 hours 45%
401 to 480 hours 50%
481 to 560 hours 55%
561 to 640 hours 60%
641 to 720 hours 65%
721 to 800 hours 70%
801 to 880 hours 75%
881 to 960 hours 80%
961 to 1,040 hours 85%
1,041 to 1,120 hours 90%
1,121 to 1,200 hours 95%
1,201 hours and above 100%
Upon completion of five (5) years of continuous service, sick leave payout upon separation of service or termination is calculated according to the above formula, pursuant to Resolution 09-103.
Resolution 24-036 Fiscal Year 2024-2025 Table of Organization Page 6 of 12
Holidays
Day Date Holiday
Thursday July 4, 2024 Independence Day
Monday September 2, 2024 Labor Day
Monday November 11, 2024 Veterans Day
Thursday November 28, 2024 Thanksgiving Day
Friday November 29, 2024 Day after Thanksgiving
Tuesday December 24, 2024 Christmas Eve Holiday
Wednesday December 25, 2024 Christmas Holiday
Tuesday December 31, 2024 New Year's Eve Holiday
Wednesday January 1, 2025 New Year’s Day
Monday January 20, 2025 Martin Luther King, Jr. Day
Monday February 17, 2025 President's Day
Monday May 26, 2025 Memorial Day Holiday
Thursday June 19, 2025 Juneteenth
1 Floating Holiday
Total of 14 Holidays
Note: Actual holidays vary each year. Three days in December are designated as permanent Cost of Living Adjustment (COLA) reduction days and applied to the December holiday schedule. Actual COLA reduction days taken are based on individual department needs and must be taken within 30 days. Days off during the December holidays shall not be prorated for any employee hired after January 1, 2024.
Floating Holiday may be taken in conjunction with another holiday, vacation, or sick leave day. No partial holiday may be taken. Floating Holiday may be taken after six months of service.
As a matter of recordkeeping for the current Fiscal Year 2023-2024, the City of Victorville replaced the New Year’s Eve holiday (listed in the MOU between the City of Victorville and the Victorville Professional Firefighters) with Independence Day Eve holiday (not listed in the MOU) for represented employees.
Premium Holiday Pay- Based on the approved holidays in this section, including the permanent Cost of Living Adjustment reduction days and the Christmas to New Year’s Day H oliday Break Coverage Days (December 28 and 29, 2024) , and excluding the floating holiday, nonexempt, full -time, non- represented employees who are eligible for paid holidays but who are required to work on a company holiday will be paid at one and one-half times their regular rate of pay for the hours worked in addition to holiday pay. Part -time employees who are required to work on an approved company holiday will be eligible to receive one and one- half times their regular rate of pay for the hours worked.
Differential Weekend Pay- N on-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 amount of 5% of their hourly wage for the weekend hours worked.
Stability Pay – Non-represented employees will receive stability pay, starting after 10 years of part -time or full-time service or the combination of the two with the City of Victorville, during the last pay period of the fiscal year, beginning on July 2023, based on the following scale:
Resolution 24-036 Fiscal Year 2024-2025 Table of Organization Page 7 of 12
Years of Service Amount
10 - 14 $500
15 - 19 $1,000
20 + $1,500
Executive Leave – Provided to Department Heads, Assistant Department Heads, and other designated staff, based on the City Manager’s evaluation of the amount of time worked. Advance written approval by the City Manager is required. (See Administrative Policy D-1.)
Compensatory Time – Employees eligible for compensatory time may accrue such time, up to the limit of 80 hours for full-time employees. Compensatory time may not be earned until 40 hours have been worked in a workweek. Compensatory time earned after 40 hours in a workweek are earned at one and one-half rates.
It is the employee’s choice whether to receive compensatory time or overtime pay. Part-time employees and Safety Shift Personnel are not eligible for compensatory time.
Retirement – Effective July 1, 2015, the City ceased to pay the 8.0% employee share of contributions to the California Public Employees’ Retirement System (CalPERS). The City ceased to report the Employer Paid Member Contributions (EPMC) to PERS as special compensation. The City shall participate in the CalPERS replacement benefit plan or equivalent. The City provides all full -time employees with 4th level 1959 Survivor’s Benefits.
For full-time employees and Council Members hired on or after January 1, 2013, CalPERS contributions will be implemented according to the Public Employees’ Pension Reform Act of 2013 (PEPRA) AB 340 and AB 197. Council Members have the option to elect membership to CalPERS.
Miscellaneous Classic Formula: Member formula: 2.5% @ 55 Employees pay CalPERS 8% employee contribution.
Miscellaneous PEPRA Formula: Member formula 2.0% @ 62 Employee will pay the statutorily mandated employee contribution rate of one half of the total normal cost.
Safety Classic Formula: Member formula: 2% @ 50 Employee pay CalPERS 9% employee contribution.
Safety PEPRA Formula: Member formula 2.7% @ 57. Employees will pay the statutorily mandated employee contribution rate of one half of the total normal cost.
Deferred Compensation – As of January 1, 2024, full-time employees shall be eligible to transfer up to $23,000 of annual salary per year into a City-approved Deferred Compensation Plan; full-time employees 50 years of age and above are allowed a catch- up provision of $7,500. An additional standard provision is available to full-time employees who are planning on retiring within three years. Under this provision funds not utilized may be contributed the year prior to retirement. Deferred Compensation funds may be accessed through a loan program.
A 401(a) Defined Contribution Plan is available for new full -time employees who may elect an employee contribution, under Section 401(a) of the Internal Revenue Code. The plan document allows a 60-day period for the individuals to make an election from the initial date of hire. Pursuant to Federal Regulations, effective December 31, 2009, existing full-time employees may not enroll or modify an existing 401(a) plan.
Employer contributions will not be offered in any new recruitments effective July 1, 2022. Employees receiving
Resolution 24-036 Fiscal Year 2024-2025 Table of Organization Page 8 of 12
employer contributions toward deferred compensation prior to July 1, 2022, will be grandfathered into the pre-existing deferred compensation structure, and will continue to receive the employer contribution offered for the following non- represented classifications (should the grandfathered employee maintain continuous employment with the City and receive a promotion to a higher position): Fire Chief $800, Division Chief $750, Deputy Chief of Operations $750, Training Battalion Chief $750, Battalion Chief $750, Deputy Fire Marshal $750.
Retirement Medical Coverage – City employees and Council Members who meet CalPERS’s requirements and retire simultaneously with the City of Victorville are considered City retirees.
For employees hired prior to July 1, 2024, the City shall be responsible for retirees’ (beginning with eight years of service) medical insurance premium as follows:
Years of Service 25 + 20-24 15-19 8-14
City Paid 100% 75% 50% 25%
For employees hired on or after July 1, 2024, the City shall be responsible for retirees’ (beginning with fifteen years of service) medical insurance premium as follows:
Years of Service 25 + 20-24 15-19
City Paid 100% 75% 50%
Retirees must have been previously enrolled in medical coverage, for twelve consecutive months, in the City’s medical insurance plan at time of retirement to be eligible to receive the medical reimbursement based on the above tables.
For early retirees under age 65 - Payment is based on the single-party rate of the medical options available through the City’s insurance plan, not to exceed $950 per month.
For retirees age 65 and over – Payment is based on available Medicare Supplemental options single-party rate, available through the City’s insurance plan, not to exceed $950 per month.
City Retirees from non-represented groups may postpone their medical insurance enrollment to a later date.
Out-of-state City Retirees Medical Reimbursement – City Retirees from non -represented groups residing outside the state of California will be eligible to enroll in medical insurance plans outside of CalPERS and remain eligible to receive medical reimbursement based on the years of service according to the tables above. Proof of payment will be required. Retirees age 65 and over must be enrolled with Medicare Part A (Hospital) and Part B (Medical) in order to be eligible for a retiree medical plan offered through the City.
Retirees may continue dental and vision insurance coverage at their own expense.
Retirees must have been previously enrolled in medical coverage, for twelve consecutive months, in the City’s medical insurance plan at time of retirement to be eligible to receive the one time pay-off option.
Effective February 11, 2000, an employee may opt for a one-time payoff, at the time of retirement, in lieu of monthly medical retirement benefits. This shall be paid on a pro-rated basis, contingent upon years of service described in the chart below.
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For employees hired prior to July 1, 2024, the payoff will be based on the following table:
Years of Service 25 + 20-24 15-19 8-14
City Paid 100% 75% 50% 25%
Pay-off Amount $19,364 $15,490 $11,616 $7,748
For employees hired on or after July 1, 2024, the one-time payoff amount will be based on the following table:
Years of Service 25 + 20-24 15-19
City Paid 100% 75% 50%
Pay-off Amount $19,364 $15,490 $11,616
These amounts may change annually, based on the COLA applied to the City employees’ wages.
Medicare - Employees hired after April 1, 1986, shall contribute 1.45% of their base salary as a matching share of contribution to provide Medicare coverage, available upon retirement, based on Social Security Administration guidelines.
Fringe – The amount of $950 per month is provided by the City for health, dental, and vision coverage for all full-time employees and Council Members. Married couples who are both full -time employees with the City may utilize the full fringe each for family medical, dental and vision. If eligible family members are enrolled, they must be enrolled in the same coverage as elected by the employee. The maximum cash back benefit for employees and Council Members waiving medical benefits is $400 per month. Any Council Member who is a CalPERS Retiree and not allowed to enroll in the City’s active plan may apply up to a maximum of $950 towards a CalPERS retiree medical premium. Employees and Council Members may purchase dental and vision coverage with this amount. Any remaining balance may be deposited into a flexible spending account or included as taxable income on their paychecks. Flexible spending accounts are provided for pre- tax deposits to cover expenses for health care and/or dependent day care. The City is responsible for the monthly administrative fee associated with the health care and dependent day care plans.
Additionally, full-time employees who enroll in medical, dental and vision plans and are paying out-of-pocket, the City will subsidize 50% of the total out-of-pocket cost up to $800 per month. This subsidy does not apply to Council Members or retirees.
Workers' Compensation Program – Insurance provided by the City for work -related injuries occurring to the employee during the course of employment. (See City of Victorville Personnel Rules, Rule X, Section 4.) (See Family and Medical Leave Act Policy No. B-25)
Employee Assistance Program – The City provides for a confidential counseling program for employees and eligible dependents.
Unemployment Insurance – May provide income for the employee if laid off or involuntarily terminated for reasons other than misconduct.
Life insurance - Group term life insurance and accidental death and dismemberment insurance is paid by the City at the rate of .162 per thousand dollars of base salary and is rounded to the nearest $1,000. For Full- time employees, the benefit is one times annual salary, to a maximum of $250,000. A maximum of $10,000
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life insurance policy is paid by the City for Council Members.
Short-Term Disability (STD) Insurance – Full-time employees shall contribute .61% per $100 of monthly salary. Employee premiums are post -tax; therefore, benefits will not be taxed upon receipt of payment.
Employees may be eligible to receive disability payments after 7 days of missed work, and benefits shall continue for 13 weeks for a qualifying illness or injury. STD pays 60% of employees’ weekly base pay, with a minimum of $50 per week, up to a maximum of $1,600 per week. Part-time employees are not elig ible. (See City of Victorville Personnel Rules, Rule X, Section 12.) (See Family and Medical Leave Act Policy No.
B-25).
Long-Term Disability – The City provides coverage for full-time employees after 90 days of disability. The City’s premium is $.70 per $100 of monthly salary and covers 66.67% of employees’ monthly salary. Minimum of $50 per month to a maximum of $5,000 per month.
Paid Parental Leave - Non-represented full-time and part-time employees are eligible for up to four (4) weeks of paid maternity/paternity/adoption leave. Paid Parental Leave (PPL) is compensated at 60% of the employee’s weekly earnings and must be coordinated with sick and/or annual leave accruals, accordingly.
Paid Parental Leave may not be used in conjunction with short-term disability benefits.
Paid Parental Leave is associated with the birth of an employee’s own child or the placement of a child with the employee in connection with adoption. The purpose of paid parental leave is to enable the employee to care for and bond with a newborn or a newly adopted child. Paid Parental Leave may be taken within the first year of the employee’s child's arrival by birth or adoption. This leave is not subject for an extension or a payout.
If both parents are employees, both may access the paid benefits of this policy. This policy will run concurrently with Family and Medical Leave Act (FMLA) leave, as applicable. In order to be eligible to take Paid Parental Leave, a full-time employee must have been employed with the City for at least 12 months and have passed probation. A part-time employee must have 12 months of continuous service. Additionally, the employee must have worked at least 1,250 hours during the 12 consecutive months immediately preceding the date the leave would begin, (Temporary employees, interns, planning commissioners, and council members are not eligible for this benefit).
Safety shoes - All employees, with the exception of Safety Personnel, who are required to wear safety shoes, shall receive $225 reimbursement per fiscal year. Employees may purchase multiple pairs of shoes so long the allowance is not exceeded. Exceptions are governed by Administrative Policy No. G-7.
Uniforms - P
ayment for non- safety uniform service shall not exceed $174 per year per employee for those employees required to wear uniforms. Reimbursement to Victorville Municipal Utilities Service employees who maintain their own uniforms, due to specialized uniforms and handling, shall not exceed $300 per year.
Upon the recommendation of the Department Head and approval of the City Manager , the following non- represented Victorville positions will receive a uniform allowance as follows: Fire Chief, Deputy Chief of Operations, Division Chief, Battalion Chief, Training Battalion Chief, Deputy Fire Marshal, EMS Manager $75.00 per month. EMS Specialist, EMS Management Technician, Fire Investigator, Fire Inspector $37.50 per month.
Per CalPERS PEPRA legislation passed January 1, 2013, Uniform allowance is not pensionable for PEPRA
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CalPERS members.
Stand-by Pay – Available to qualified full -time non- safety and non- exempt regular employees who are required to be immediately available for duty. Employees called to work while on Stand- by will be paid at a rate of $300 per week plus their regular rate of pay for the hours actually worked, subject to FLSA overtime provisions.
Bilingual Pay – Upon the recommendation of the Department Head and based on the need of the Department, full-time and part -time employees who are proficient in speaking a qualified foreign language shall receive $50.00 per month of additional pay as a bilingual pay incentive. To be eligible, personnel must pass the City’s written and oral exam. Currently the qualified foreign language is Spanish.
Tuition Reimbursement – Effective July 1, 2024, new tuition reimbursement requirements and benefits will be available to full-time, non-represented regular employees, after one year of full-time service. All courses taken for reimbursement must be approved by the City Manager, Department Head and the Personnel Officer prior to the beginning of the course. Courses eligible for reimbursement must be job related and toward a related degree. Tuition reimbursement will include any associated fees including books, permits and other required fees (excluding shipping costs) up to a maximum of $5 ,000 per fiscal year. The Tuition Reimbursement program may be suspended if allocated funds are exhausted and/or if the Council chooses not to allocate the funds necessary to continue the program in any particular fiscal year due to budget constraints. (See Tuition Reimbursement Administrative Policy No: B-33).
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 Week – Full-time non- safety employees will work a 40- hour week schedule. All Safety non- shift employees will work a 40-hour week schedule.
Work schedules:
The work schedule effective July 13th, 2019, will be a 9/80 schedule, whereby all full -time employees will work 40 hours per week. Exceptions to the 9/80 schedule may be approved by the City Manager if it is determined that it is in the best interest of the City. For those assigned the traditional 9/80 schedule, the work week begins each Friday at 12:01 p.m. and ends each Friday at 12:00 p.m. For those assigned a modified 9/80 schedule following City Manager approval, the work week begins each Saturday at 12:00 a.m. and ends each Friday at 11:59 p.m.
Overtime will be calculated for all non- exempt employees, who exceed 40 total actual hours worked over a consecutive 168 hours or 7 days (per FLSA) between these times, excluding Safety Shift Personnel.
For all non-exempt employees, including Safety Shift Personnel, only hours actually worked will be counted when calculating overtime pay. Approved paid leave shall not be considered as time worked for the purpose of computing the total number of hours worked in the work period. Overtime is calculated pursuant to federal law.
Per Resolution No. 22-096, any overtime pay provided to the Battalion Chiefs is a benefit provided pursuant to this resolution and is not required under the FLSA; and thus, the City will compensate Battalion Chiefs'
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overtime at a rate which will be one and one-half times the Battalion Chief's base hourly rate.
Regular hours worked each pay period will continue to be paid at a standard 112 hours and not based on the actual shift hours worked.
Extra hours actually worked in a pay period will be computed as overtime based on the standard 112 hours that are paid in each pay period for the Battalion Chief classification. An example is provided in Exhibit A to Resolution No. 22-096 for further illustration.
All overtime work is subject to pre-approval by the Fire Chief; and the Fire Chief may authorize overtime for shift work or emergency incidents beyond the Battalion Chiefs' regularly scheduled assignments.
Time spent in meetings and training outside the Battalion Chiefs' regularly scheduled assignments, as pre- approved by the Fire Chief, will be compensated at the overtime rate.
The Battalion Chiefs will no longer qualify for Executive Leave under Rule IV, Section 5 of the City's Personnel Rules and Regulations.
The Training Battalion Chief will continue to be eligible for Executive Leave under Rule IV, Section 5 of the City's Personnel Rules and Regulations for extra hours worked beyond their 9/80 work schedule and directly related to their primary assignments. However, if the Training Battalion Chief works beyond their primary assignment to cover as Battalion Chief over a suppression shift, or assist on incidents, the City will compensate such hours as overtime at a rate which will be one and one-half times the Battalion Chief’s base hourly rate based on a 56-hour workweek.
City of Victorville Fire Department Additional Compensation – Included in Memorandum of Understanding in effect May 17, 2022, through May 16, 2027.