ATTACHMENT A
Resolution No. 25-07
RESOLUTION NO. 25-072
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
VICTORVILLE AMENDING THE EM PLOYEE SALARY SCHEDULE TO
UPDATE THE MONTHLY SALARY FOR THE CITY MANAGER TO
INCLUDE A FIVE PERCENT (5%) MERIT INCREASE.
WHEREAS, the City Council of the City of Victorville adopted Resolution No. 25- 039 on June 3, 2025, amending t he Employee Salary Schedul e, fixing the rates of compensation, and establishing fringe benefits for non-repres ented full-time employees of the City of Victorville; and
WHEREAS, the City Council of t he City of Victorville is scheduled to adopt Resolution No. 25-071 on October 7, 2025, amending the Employee Salary Schedule to correct the Range and monthly salary for the Wastewater Collections Worker classification and to update the monthly rates of compensation for all classifications to include cents; and
WHEREAS, the City Council of the City of Victorville adopted an amendment to the City Manager’s employment agreement to include a five percent (5%) merit increase on September 2, 2025; and
WHEREAS, the attached Employee Sala ry Schedule has been updated accordingly to reflect this change.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF VICTORVILLE DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. The Employee Salary Schedule for Fiscal Year 2025-2026 is hereby revised to reflect a five percent (5%) merit increase to t he City Manager’s annual salary, effective September 1, 2025. A total of 570 full-time positions on such revised Employee Salary Schedule 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 pr ovided in said Personnel Ordinance for the salary ranges to which position is assigned by this Benefit Resolution for Fiscal Year 2025- 2026.
Resolution No. 25-072 Fiscal Year 2025-2026 1 of 20
CITY OF VICTORVILLE
COMBINED SALARY SCHEDULES
FISCAL-YEAR BUDGET 2025-2026
EFFECTIVE SEPTEMBER 1, 2025
Approved and Adopted by the City of Victorville Council as of 10/07/2025
MINIMUM MAXIMUM
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
TIME BASE TIME BASE TIME BASE TIME BASE TIME BASE
MONTHLY A MONTHLY MONTHLY MONTHLY MONTHLY
2 ACCOUNTANT 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 2 ADMINISTRATIVE ANALYST 41 $8,244.29 $8,656.55 $9,089.32 $9,543.81 $10,021.04 8 ADMINISTRATIVE SECRETARY 29 $6,130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 1 AIRPORT ADMINISTRATIVE MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 AIRPORT BUSINESS ANALYST 41 $8, 244.29 $8,656.55 $9,089.32 $9,543.81 $10,021.04 1 AIRPORT BUSINESS TECHNICIAN 29 $6, 130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 1 AIRPORT DIRECTOR 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 1 AIRPORT LEASING TECHNICIAN 29 $6, 130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 1 AIRPORT MAINTENANCE SUPERVISOR 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 7 AIRPORT MAINTENANCE WORKER 18 $4,671.99 $4,905.63 $5,150.94 $5,408.44 $5,678.91 3 AIRPORT OPERATIONS OFFICER 23 $5,285.96 $5,550.24 $5,827.74 $6,119.14 $6,425.14 1 AIRPORT OPERATIONS SUPERVISOR 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 1 AIRPORT PROJECT TECHNICIAN 29 $6, 130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 2 ANIMAL CARE & CONTROL SUPERVISOR 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 4 ANIMAL CONTROL OFFICER I 30 $6,283.34 $6,597.49 $6,927.44 $7,273.77 $7,637.45 2 ANIMAL CONTROL OFFICER II 35 $7,109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 2 ANIMAL CONTROL TECHNICIAN 27 $5,834. 69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 1 ASSISTANT CITY CLERK 41 $8, 244.29 $8,656.55 $9,089.32 $9,543.81 $10,021.04 1 ASSISTANT CITY LIBRARIAN 32 $6, 601.44 $6,931.56 $7,278.07 $7,642.00 $8,024.13 1 ASSISTANT DIRECTOR OF FINANCE 59 $12,858.26 $13,501.24 $14,176.23 $14,885.05 $15,629.31 1 ASSISTANT DIRECTOR OF HUMAN RESOURCE S 59 $12,858.26 $13,501.24 $14,176.23 $14,885.05 $15,629.31 1 ASSISTANT DIRECTOR OF PUBLIC WORKS 59 $12,858.26 $13,501.24 $14,176.23 $14,885.05 $15,629.31 1 ASSISTANT DIRECTOR OF UTILITIES 59 $12,858.26 $13,501.24 $14,176.23 $14,885.05 $15,629.31 1 ASSISTANT DIRECTOR OF WATER 59 $12,858.26 $13,501.24 $14,176.23 $14,885.05 $15,629.31 5 ASSISTANT ENGINEER I 41 $8, 244.29 $8,656.55 $9,089.32 $9,543.81 $10,021.04 2 ASSISTANT ENGINEER II 45 $9, 100.14 $9,555.14 $10,032.97 $10,534.58 $11,061.34 1 ASSISTANT PLANNER 37 $7, 468.96 $7,842.33 $8,234.51 $8,646.25 $9,078.51 2 ASSOCIATE CIVIL ENGINEER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 2 ASSOCIATE PLANNER 44 $8, 878.17 $9,322.10 $9,788.26 $10,277.60 $10,791.48 3 BATTALION CHIEF 56 $11,940.19 $12,537.25 $13,164.09 $13,822.26 $14,513.39 1 BILLING TECHNICIAN 29 $6,130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 1 BUILDING DIVISION MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 2 BUILDING INSPECTOR 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 1 BUILDING OFFICIAL 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 1 BUSINESS INTELLIGENCE DEVELOPER 39 $7, 847.06 $8,239.40 $8,651.40 $9,083.91 $9,538.14 1 CHILDREN'S LIBRARIAN 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 1 CITY CLERK 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 5 CITY COUNCIL $1,900.00
1 CITY ENGINEER 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 1 CITY LIBRARIAN 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 1C I T Y M A N A G E R $31,198.00
1 CITY PLANNER 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 1 CITY SURVEYOR 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 3 CODE COMPLIANCE TECHNICIAN 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 3 CODE ENFORCEMENT OFFICER I 30 $6,283.34 $6,597.49 $6,927.44 $7,273.77 $7,637.45 11 CODE ENFORCEMENT OFFICER II 35 $7,109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 1 CODE ENFORCEMENT OFFICIAL 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 3 CODE ENFORCEMENT SUPERVISOR 42 $8,450.38 $8,872.94 $9,316.61 $9,782.43 $10,271.50 1 COMMUNICATION ASSISTANT 21 $5, 031.29 $5,282.78 $5,546.98 $5,824.31 $6,115.54 1 COMMUNITY RELATIONS SPECIALIST 35 $7,109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 2 COMMUNITY SERVICES COORDINATOR 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 1 CONTRACT SPECIALIST 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 1 CROSS CONNECTION COORDINATOR 35 $7,109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 1 CROSS CONNECTION TECHNICIAN 31 $6,440.42 $6,762.47 $7,100.56 $7,455.57 $7,828.43 1 CUSTOMER SERVICE LEAD REP 28 $5,980.61 $6,279.65 $6,593.63 $6,923.23 $7,269.40 REVISED SEPTEMBER 18, 2025
NON-REPRESENTED FULL-TIME SALARY SCHEDULE
MONTHLY BASE PAY, PAID OUT BI-WEEKLY, BASED ON 80-HOUR WORK SCHEDULE AND 26 PAY
PERIODS
Includes 3.0% Cost of Living Adjustment (COLA)
NO. OF
POSITIONS CLASSIFICATION RANGE
Resolution No. 25-072 Fiscal Year 2025-2026 2 of 20
CITY OF VICTORVILLE
COMBINED SALARY SCHEDULES
FISCAL-YEAR BUDGET 2025-2026
EFFECTIVE SEPTEMBER 1, 2025
Approved and Adopted by the City of Victorville Council as of 10/07/2025
MINIMUM MAXIMUM
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
TIME BASE TIME BASE TIME BASE TIME BASE TIME BASE
MONTHLY A MONTHLY MONTHLY MONTHLY MONTHLY
NON-REPRESENTED FULL-TIME SALARY SCHEDULE
MONTHLY BASE PAY, PAID OUT BI-WEEKLY, BASED ON 80-HOUR WORK SCHEDULE AND 26 PAY
PERIODS
Includes 3.0% Cost of Living Adjustment (COLA)
NO. OF
POSITIONS CLASSIFICATION RANGE
12 CUSTOMER SERVICE REP 20 $4,908.55 $5,153.95 $5,411.71 $5,682.25 $5,966.36 1 CYBER SECURITY ADMINISTRATOR 39 $7, 847.06 $8,239.40 $8,651.40 $9,083.91 $9,538.14 1 DEPUTY CHIEF OF OPERATIONS 59 $12,858.26 $13,501.24 $14,176.23 $14,885.05 $15,629.31 1 DEPUTY CITY CLERK 29 $6,130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 3 DEPUTY CITY MANAGER 74 $18,622.66 $19,553.78 $20,531.51 $21,558.07 $22,635.97 1 DEPUTY FIRE MARSHAL 56 $11,940.19 $12,537.25 $13,164.09 $13,822.26 $14,513.39 1 DIRECTOR OF COMMUNITY SERVICES 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 1 DIRECTOR OF ELECTRIC UTILITY SVCS 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 1 DIRECTOR OF FINANCE 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 1 DIVISION CHIEF DC $12,301.29 $12,916.37 $13,562.18 $14,240.27 $14,951.48 1 ECONOMIC DEVELOPMENT ADMINISTRATOR 59 $12,858.26 $13,501.24 $14,176.23 $14,885.05 $15,629.31 1 ECONOMIC DEVELOPMENT TECHNICIAN 27 $5, 834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 1 ELECTRIC & GAS SYSTEM OPERATOR 33 $6, 766.50 $7,104.77 $7,460.03 $7,833.06 $8,224.72 1 ELECTRICIAN 33 $6,766.50 $7,104.77 $7,460.03 $7,833.06 $8,224.72 1 EMS MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 EMS SPECIALIST 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 2 ENFORCEMENT MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 2 ENGINEERING LEAD WORKER 28 $5,980.61 $6,279.65 $6,593.63 $6,923.23 $7,269.40 2 ENGINEERING TECHNICIAN I 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 2 ENGINEERING TECHNICIAN II 41 $8,244. 29 $8,656.55 $9,089.32 $9,543.81 $10,021.04 2 ENVIRONMENTAL PROGRAMS COMPLIANCE INSPECTOR 30 $6, 283.34 $6,597.49 $6,927.44 $7,273.77 $7,637.45 1 ENVIRONMENTAL PROGRAMS COORDINATOR 43 $8,661.70 $9,094.73 $9,549.47 $10,026.96 $10,528.32 1 ENVIRONMENTAL PROGRAMS MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 ENVIRONMENTAL PROGRAMS SPECIALIST 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 1 ENVIRONMENTAL PROGRAMS TECHNICIAN 29 $6,130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 3 EQUIPMENT OPERATOR 24 $5,418.14 $5,689.03 $5,973.49 $6,272.19 $6,585.73 1 FACILITIES ADMINISTRATIVE TECHNICIAN 29 $6,130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 1 FACILITIES MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 3 FINANCE ANALYST 47 $9,560.89 $10,038.90 $10,540.85 $11,067.87 $11,621.32 1 FINANCE MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 FINANCE SPECIALIST 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 4 FINANCE SUPERVISOR 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 5 FINANCE TECHNICIAN 29 $6,130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 1 FIRE ADMINISTRATIVE MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 FIRE CHIEF 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 3 FIRE INSPECTOR 30 $6, 283.34 $6,597.49 $6,927.44 $7,273.77 $7,637.45 1 FIRE INVESTIGATOR 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 FIRE MECHANIC 31 $6,440.42 $6,762.47 $7,100.56 $7,455.57 $7,828.43 1 FIRE PLAN CHECKER 35 $7,109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 1 FLEET ADMINISTRATIVE TECHNICIAN 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 1 FLEET MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 FLEET SUPERVISOR 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 1 GAS OPERATIONS SUPERINTENDENT 45 $9,100.14 $9,555.14 $10,032.97 $10,534.58 $11,061.34 1 GIS COORDINATOR 39 $7,847.06 $8,239.40 $8,651.40 $9,083.91 $9,538.14 1 GIS MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 GIS TECHNICIAN 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 1 HOMELESSNESS SOLUTIONS COORDINATOR 42 $8,450.38 $8,872.94 $9,316.61 $9,782.43 $10,271.50 1 HOMELESSNESS SOLUTIONS MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 HOUSING MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 HOUSING SPECIALIST 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 1 HOUSING TECHNICIAN 29 $6,130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 3 HUMAN RESOURCES ANALYST 41 $8,244.29 $8,656.55 $9,089.32 $9,543.81 $10,021.04 1 HUMAN RESOURCES OFFICER 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 1 HUMAN RESOURCES SPECIALIST 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 1 IRRIGATION TECHNICI AN 24 $5,418.14 $5,689.03 $5,973.49 $6,272.19 $6,585.73 1 IT TECHNICAL WRITER 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 Resolution No. 25-072 Fiscal Year 2025-2026 3 of 20
CITY OF VICTORVILLE
COMBINED SALARY SCHEDULES
FISCAL-YEAR BUDGET 2025-2026
EFFECTIVE SEPTEMBER 1, 2025
Approved and Adopted by the City of Victorville Council as of 10/07/2025
MINIMUM MAXIMUM
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
TIME BASE TIME BASE TIME BASE TIME BASE TIME BASE
MONTHLY A MONTHLY MONTHLY MONTHLY MONTHLY
NON-REPRESENTED FULL-TIME SALARY SCHEDULE
MONTHLY BASE PAY, PAID OUT BI-WEEKLY, BASED ON 80-HOUR WORK SCHEDULE AND 26 PAY
PERIODS
Includes 3.0% Cost of Living Adjustment (COLA)
NO. OF
POSITIONS CLASSIFICATION RANGE
1 LEAD ACCOUNT CLERK 28 $5,980.61 $6,279.65 $6,593.63 $6,923.23 $7,269.40 1 LEAD LINE LOCATOR 28 $5,980.61 $6,279.65 $6,593.63 $6,923.23 $7,269.40 2 LEAD MECHANIC 36 $7,286.74 $7,651.10 $8,033.66 $8,435.36 $8,857.14 2 LIBRARY ASSOCIATE 17 $4, 558.09 $4,785.98 $5,025.28 $5,276.52 $5,540.37 1 LIBRARY COORDINATOR 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 1 LICENSING TECHNICIAN 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 2 LINE LOCATOR 25 $5,553.59 $5,831.26 $6,122.84 $6,428.92 $6,750.36 9 MAINTENANCE LEAD WORKER 28 $5,980.61 $6,279.65 $6,593.63 $6,923.23 $7,269.40 1 MAINTENANCE SUPERVISOR 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 45 MAINTENANCE WORKER 18 $4,671.99 $4,905.63 $5,150.94 $5,408.44 $5,678.91 6 MANAGEMENT SPECIALIST 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 11 MANAGEMENT TECHNICIAN 29 $6,130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 1 MARKETING TECHNICIAN 29
$6,130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19
2 MECHANIC 23 $5,285.96 $5,550.24 $5,827.74 $6,119.14 $6,425.14 1 NETWORK ADMINISTRATOR 39 $7,847.06 $8,239.40 $8,651.40 $9,083.91 $9,538.14 1 NETWORK ENGINEER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 8 OFFICE ASSISTANT 17 $4, 558.09 $4,785.98 $5,025.28 $5,276.52 $5,540.37 1 PARKS SUPERVISOR 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 1 PAYROLL SPECIALIST 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 1 PAYROLL SUPERVISOR 40 $8, 043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 2 PAYROLL TECHNICIAN 29 $6, 130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 4 PERMIT TECHNICIAN 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 1 PLAN CHECKER 35 $7,109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 1 PLANNING TECHNICIAN 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 1 PUBLIC INFORMATION OFFICER 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 1 PUBLIC WORKS & WATER ADMINISTRATIVE MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 PUBLIC WORKS & WATER DIRECTOR 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 3 PUBLIC WORKS INSPECTOR 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 2 PUBLIC WORKS MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 PUBLIC WORKS SENIOR LEAD WORKER 36 $7,286.74 $7,651.10 $8,033.66 $8,435.36 $8,857.14 2 PUBLIC WORKS SUPERVISOR 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 1 PURCHASING MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 REAL ESTATE SPECIALIST 38 $7,655.65 $8,038.46 $8,440.34 $8,862.38 $9,305.54 1 RECREATION ASSISTANT 21 $5,031.29 $5,282.78 $5,546.98 $5,824.31 $6,115.54 1 RECREATION MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 3 RECREATION SUPERVISOR 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 1 REGISTERED VETERINARY TECHNICIAN 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 1 RISK AND EMERGENCY MANAGEMENT TECHNICIAN 29 $6,130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 1 SCADA ELECTRICAL & OPERATIONAL TECHNOLOGY SU PERINTENDENT 45 $9,100. 14 $9,555.14 $10,032.97 $10,534.58 $11,061.34 1 SCADA ELECTRICAL & OPERATIONAL TECHNOLOGY TECHNICIAN 33 $6, 766.50 $7,104.77 $7,460.03 $7,833.06 $8,224.72 18 SECRETARY 21 $5,031.29 $5,282.78 $5,546.98 $5,824.31 $6,115.54 7 SENIOR ACCOUNT CLERK 24 $5,418.14 $5,689.03 $5,973.49 $6,272.19 $6,585.73 3 SENIOR ADMINISTRATIVE ANALYST 47 $9,560.89 $10,038.90 $10,540.85 $11,067.87 $11,621.32 1 SENIOR AIRPORT MAINTENANCE LEAD WORKER 32 $6,601.44 $6,931.56 $7,278.07 $7,642.00 $8,024.13 1 SENIOR AIRPORT MAINTENANCE WORKER 22 $5,157.04 $5,414.88 $5,685.60 $5,969.88 $6,268.41 1 SENIOR AIRPORT OPERATIONS OFFICER 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 1 SENIOR BUILDING INSPECTOR 42 $8, 450.38 $8,872.94 $9,316.61 $9,782.43 $10,271.50 2 SENIOR CIVIL ENGINEER 55 $11,648.96 $12,231.42 $12,842.98 $13,485.19 $14,159.41 2 SENIOR CUSTOMER SERVICE REP 24 $5,418.14 $5,689.03 $5,973.49 $6,272.19 $6,585.73 2 SENIOR ELECTRIC & GAS SYSTEM OPERATOR 38 $7,655.65 $8,038.46 $8,440.34 $8,862.38 $9,305.54 3 SENIOR EQUIPMENT OPERATOR 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 1 SENIOR FIRE MECHANIC 34 $6,935.68 $7,282.44 $7,646.55 $8,028.85 $8,430.29 3 SENIOR MAINTENANCE LEAD WORKER 32 $6,601.44 $6,931.56 $7,278.07 $7,642.00 $8,024.13 24 SENIOR MAINTENANCE WORKER 22 $5,157.04 $5,414.88 $5,685.60 $5,969.88 $6,268.41 6 SENIOR MECHANIC 29 $6,130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 1 SENIOR PERMIT TECHNICIAN 32 $6,601.44 $6,931.56 $7,278.07 $7,642.00 $8,024.13 Resolution No. 25-072 Fiscal Year 2025-2026 4 of 20
CITY OF VICTORVILLE
COMBINED SALARY SCHEDULES
FISCAL-YEAR BUDGET 2025-2026
EFFECTIVE SEPTEMBER 1, 2025
Approved and Adopted by the City of Victorville Council as of 10/07/2025
MINIMUM MAXIMUM
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
TIME BASE TIME BASE TIME BASE TIME BASE TIME BASE
MONTHLY A MONTHLY MONTHLY MONTHLY MONTHLY
NON-REPRESENTED FULL-TIME SALARY SCHEDULE
MONTHLY BASE PAY, PAID OUT BI-WEEKLY, BASED ON 80-HOUR WORK SCHEDULE AND 26 PAY
PERIODS
Includes 3.0% Cost of Living Adjustment (COLA)
NO. OF
POSITIONS CLASSIFICATION RANGE
1 SENIOR PLAN CHECKER 42 $8,450.38 $8,872.94 $9,316.61 $9,782.43 $10,271.50 2 SENIOR PLANNER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 SENIOR PUBLIC WORKS INSPECTOR 42 $8, 450.38 $8,872.94 $9,316.61 $9,782.43 $10,271.50 2 SENIOR SCADA ELECTRICAL & OPERATIONAL TECHNO LOGY TECHNICIAN 38 $7,655.65 $8,038.46 $8,440.34 $8,862.38 $9,305.54 1 SENIOR SWEEPER OPERATOR 27 $5, 834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 2 SENIOR TRAFFIC SIGNAL MAINTENANCE TECHNICIAN 33 $6,766.50 $7,104.77 $7,460.03 $7,833.06 $8,224.72 2 SENIOR WASTEWATER COLLECTIONS WORKER 23 $5,285.96 $5,550.24 $5,827.74 $6,119.14 $6,425.14 2 SENIOR WATER DISTRIBUTION LEAD WORKER 36 $7,286.74 $7,651.10 $8,033.66 $8,435.36 $8,857.14 9 SENIOR WATER DISTRIBUTION WORKER 23 $5,285.96 $5,550.24 $5,827.74 $6,119.14 $6,425.14 1 SENIOR WATER SUPPLY LEAD OPERATOR 38 $7,655.65 $8,038.46 $8,440.34 $8,862.38 $9,305.54 8 SENIOR WATER SUPPLY OPERATOR 29 $6,130.13 $6,436.64 $6,758.43 $7,096.36 $7,451.19 1 SIGN TECHNICIAN 24 $5,418.14 $5,689.03 $5,973.49 $6,272.19 $6,585.73 1 STRATEGIC COMMUNICATIONS SPECIALIST 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 1 SURVEY TECHNICIAN 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 4 SWEEPER OPERATOR 24 $5, 418.14 $5,689.03 $5,973.49 $6,272.19 $6,585.73 3 TECHNOLOGY COORDINATOR 39
$7,847.06 $8,239.40 $8,651.40 $9,083.91 $9,538.14
1 TECHNOLOGY MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 TECHNOLOGY OFFICER 66 $15,284.51 $16,048.69 $16,851.14 $17,693.68 $18,578.37 4 TECHNOLOGY TECHNICIAN 27
$5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15
1 TRAFFIC MAINTENANCE SUPERVISOR 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 3 TRAFFIC SIGNAL MAINTENANCE TECHNICIAN 28 $5,980.61 $6,279.65 $6,593.63 $6,923.23 $7,269.40 1 TRAINING BATTALION CHIEF 56 $11,940.19 $12,537.25 $13,164.09 $13,822.26 $14,513.39 1 UTILITY DISTRIBUTION SUPERINTENDENT 45 $9,100.14 $9,555.14 $10,032.97 $10,534.58 $11,061.34 3 VEHICLE SERVICE WORKER 18 $4,671.99 $4,905.63 $5,150.94 $5,408.44 $5,678.91 1 WAREHOUSE CLERK 20 $4,908.55 $5,153.95 $5,411.71 $5,682.25 $5,966.36 2 WAREHOUSE TECHNICIAN 23
$5,285.96 $5,550.24 $5,827.74 $6,119.14 $6,425.14
2 WASTEWATER COLLECTIONS EQUIPMENT OPERATOR 24 $5,418.14 $5,689.03 $5,973.49 $6,272.19 $6,585.73 1 WASTEWATER COLLECTIONS SENIOR EQUIPMENT OPERATOR 27 $5,834.69 $6,126.44 $6,432.78 $6,754.40 $7,092.15 6 WASTEWATER COLLECTIONS WORKER 19 $4,788.81 $5,028.29 $5,279.69 $5,543.63 $5,820.87 4 WATER DISTRIBUTION LEAD WORKER 28 $5,980.61 $6,279.65 $6,593.63 $6,923.23 $7,269.40 2 WATER DISTRIBUTION SUPERVISOR 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 10 WATER DISTRIBUTION WORKER 19 $4,788.81 $5,028.29 $5,279.69 $5,543.63 $5,820.87 1 WATER EFFICIENCY LEAD SPECIALIST 35 $7, 109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 2 WATER EFFICIENCY SPECIALIST 30 $6, 283.34 $6,597.49 $6,927.44 $7,273.77 $7,637.45 1 WATER EFFICIENCY SUPERVISOR 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 2 WATER MANAGER 52 $10,817.23 $11,358.07 $11,926.03 $12,522.31 $13,148.38 1 WATER RESOURCES SUPERVISOR 40 $8,043.18 $8,445.40 $8,867.61 $9,311.03 $9,776.59 1 WATER SAMPLING & COMPLIANCE COORDINATOR 35 $7,109.06 $7,464.50 $7,837.70 $8,229.61 $8,641.10 2 WATER SUPPLY LEAD OPERATOR 32 $6,601.44 $6,931.56 $7,278.07 $7,642.00 $8,024.13 1 WATER SUPPLY SUPERVISOR 42 $8,450.38 $8,872.94 $9,316.61 $9,782.43 $10,271.50 1 WINDOWS SERVER ADMINISTRATOR 39 $7,847.06 $8,239.40 $8,651.40 $9,083.91 $9,538.14
MINIMUM MAXIMUM
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
TIME BASE TIME BASE TIME BASE TIME BASE TIME BASE
MONTHLY MONTHLY MONTHLY MONHTLY MONTHLY
18 FIRE CAPTAIN FC $9,045.46 $9,561.49 $10,076.49 $10,590.46 $11,105.46 18 FIRE ENGINEER FE $7,753.84 $8,194.68 $8,635.52 $9,077.39 $9,518.23 0 FIREFIGHTER EMT FFEMT $6,129.53 $6,436.47 $6,757.83 $7,096.70 $7,451.02 36 FIREFIGHTER PARAMEDIC FFPM $7,486.04 $7,911.43 $8,337.85 $8,765.30 $9,190.69 570 APPROVED FULL-TIME POSITIONS
Includes a 3% increase, per MOU, Article 14
NO. OF
POSITIONS CLASSIFICATION RANGE
REPRESENTED SALARY SCHEDULE
MONTHLY BASE PAY, PAID OUT BI-WEEKLY, BASED ON 112-HOUR WORK SCHEDULE AND 26 PAY
PERIODS
Resolution No. 25-072 Fiscal Year 2025-2026 5 of 20
CITY OF VICTORVILLE
COMBINED SALARY SCHEDULES
FISCAL-YEAR BUDGET 2025-2026
EFFECTIVE SEPTEMBER 1, 2025
Approved and Adopted by the City of Victorville Council as of 10/07/2025
CLASSIFICATION RANGE HOURLY RATE
EFFECTIVE 7/01/2025
AQUATIC AIDE 00 $18.03
RECREATION LEADER I 00 $18.03
LIFEGUARD 01 $19.53
SENIOR RECREATION LEADER 01 $19.53
SENIOR LIFEGUARD 02 $21.03
ADMINISTRATIVE INTERN 02 $21.03
LIBRARY AIDE 02 $21.03
RECREATION SPECIALIST 03 $22.84
POOL MANAGER 04 $25.25
LIBRARY CLERK 04 $25.25
OFFICE AIDE 04 $25.25
MAINTENANCE AIDE 05 $26.44
VEHICLE SERVICE WORKER-PT 05 $26.44
LIBRARY TECHNICIAN 06 $27.94
ENGINEERING INTERN 06 $27.94
EMS MANAGEMENT TECHNICIAN 07 $35.37
ASSISTANT ENGINEER-PT 20 $84.14
REVISED SEPTEMBER 18, 2025
HOURLY RATE, PAID OUT BI-WEEKLY, BASED ON HOURS WORKED
Includes a 3% Cost of Living Adjustment (COLA)
Resolution No. 25-072 Fiscal Year 2025-2026 6 of 20
SECTION 2. FRINGE BENEFITS
The following is provided as an overview and should not be considered as a complete description of benefits. Fringe benefits for City of Victorville full-time employees effective July 1, 2025, unless otherwise specified, through June 30, 2026, shall be:
A. Annual Vacation Leave
I. 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
a.
Full-time employees are eligible to use annual leave time as it accrues. b. Effective January 1, 2012, accrual s will be earned every pay period. (See City of Victorville Personnel Rules, Rule X, Sections 1 and 2.) B. Leave Provisions
I. Sick Leave
a. 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.
b. 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. c. 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.
II. Sick Leave Yearly Payoff
a. Non-represented full-time employees who maintain a minimum of 144 hours of sick leave and have completed 5 years of full-time of continuous service with the City of Victorville may receive a payoff of their accrued sick leave hours. The maximum payoff cannot exceed 144 hours, every December, beginning December 2021. b. Non-represented part-time employees who maintain a minimum of 72 hours of sick leave and have completed 5 years of part-time continuous service with the City Resolution No. 25-072 Fiscal Year 2025-2026 7 of 20
of Victorville may receive a payoff of their accrued sick leave hours. The maximum payoff cannot exceed 72 hours, every December, beginning December 2021. c. Upon completion of five (5) years of continuous service, sick leave payout upon separation of service or termination is calculated according to the formula reflected below and pursuant to Resolution 09-103.
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%
III. Ber
eavement Leave
a. Effective January 1, 2023, 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 following the death of a family member or loved one as follows:
x Spouse or domestic partner
x Child
x Parent
x Sibling
x Grandparent
x Grandchild
x Parent-in-law
b. Employees are permitted to use any available sick leave, vacation, or compensatory time off for the purpose of bereavement leave. c. 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 occurrence) for bereavement of a direct Resolution No. 25-072 Fiscal Year 2025-2026 8 of 20
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 Administrative Policy No. D-5)
IV. Reproductive Loss Leave
a. Effective January 1, 2024, Senate Bill (SB) No. 848 provided employees who have been employed with the City for at least thirty (30) days before the start of leave are eligible for five (5) days of unpaid reproductive loss leave after a reproductive loss event of the employee or another person provided the employee would have been the parent of the child born or adopted, as defined below:
x Miscarriage
x Stillbirth
x Failed Adoption
x Failed Surrogacy
x Unsuccessful Assisted Reproduction
b. Reproductive loss leave must be completed within three (3) months of the event, although the days do not need to be consecutive. c. In the event of multiple reproductive losses, employees are entitled to no more than twenty (20) days of reproductive loss leave in a twelve (12) month period (5 days/event).
d. Employees may use accrued vacation or paid sick leave to substitute for any unpaid reproductive loss leave.
e. Additional unpaid time off may be granted at the discretion of the City Manager on a case-by-case basis.
V. Paid Parental Leave
a. Non-represented full-time and part-time employees are eligible for up to four (4) weeks of paid maternity/paternity/adoption leave. b. 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. b. Paid Parental Leave is associated with the birth of an employee’s own child or the placement of a child with the employee for 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 must be taken within the first year of the birth of the child or placement for adoption. This leave is not subject for an extension or a payout. c. 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 Resolution No. 25-072 Fiscal Year 2025-2026 9 of 20
and California Family Rights Act (CFRA), as applicable. d. To be eligible to take Paid Parental Leave:
i. Full-time employees must have been employed with the City for at least 12 months and have passed probation.
ii. Part-time employees must have 12 months of continuous service and must have worked at least 1,250 hours during the 12 consecutive months immediately preceding the date the leave would begin.
iii. Temporary employees, interns, planning commissioners, and council members are not eligible for this benefit.
VI. 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 No. D-1.) C. Holidays:
Day Date Holiday
Friday July 4, 2025 Independence Day
Monday September 1, 2025 Labor Da y
Tuesday November 11, 2025 Veterans Day
Thursday November 27, 2025 Thanks giving Day
Friday November 28, 2025 Da y after Thanksgiving
Wednesday December 24, 2025 Christmas Eve Holida y
Thursday December 25, 2025 Christmas Holiday
Wednesday December 31, 2025 New Year's Eve Holida y
Thursday January 1, 2026 New Year’s Da y
Monday January 19, 2026 Martin Luther Kin g, Jr. Day
Monday February 16, 2026 President's Day
Monday May 25, 2026 Memorial Day Holiday
Friday June 19, 2026 Juneteenth
1 Floating Holiday
Total of 14 Holidays
I. Actu
al 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, 2025.
II. 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.
Resolution No. 25-072 Fiscal Year 2025-2026 10 of 20
III.
As a matter of recordkeeping for Fisca l 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.
IV. Premium Holiday Pay
a. Based on the approved holidays, including the permanent Cost of Living Adjustment reduction days and the Christmas to New Year’s Day Holiday Break Coverage Days (December 27 and 28, 2025), and excluding the floating holiday, nonexempt, full-time, non-represented employees who are eligible for paid holidays who are required to work on an approved holiday will be paid at one and one-half times their regular rate of pay for the hours worked in addition to holiday pay.
b. Part-time employees who are required to work on an approved holiday will be eligible to receive one and one-half times their regular rate of pay for the hours worked.
D. Hours, Overtime, and Additional Pay
I. Work Week
a. Full-time non-safety employees will work a 40-hour week schedule. b . All Safety non-shift employee s will work a 40-hour week schedule.
II. Work schedules:
a. The work schedule effective July 13, 2019, will be a 9/80 schedule, whereby all full-time employees will work 40 hours per week.
b. 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. c. 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. d. 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.
III. Overtime
a. 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.
b. For all non-exempt employees, including Safety Shift Personnel, only hours actually worked will be counted when calculating overtime pay.
Resolution No. 25-072 Fiscal Year 2025-2026 11 of 20
c
. 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. d. Overtime is calculated pursuant to federal law.
e. Battalion Chief Overtime:
i. 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' overtime at a rate which will be one and one-half times the Battalion Chief's base hourly rate. ii. 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. iii. 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.)
iv. All overtime work is subject to approval of the Fire Chief. The Fire Chief may authorize overtime for shift work or emergency incidents beyond the Battalion Chiefs' regularly scheduled assignment.
v. Time spent in meetings and training outside the Battalion Chiefs' regularly scheduled assi gnment, with approval of the Fire Chief, will be compensated at the overtime rate.
vi. Battalion Chiefs will no longer qualify for Executive Leave under Rule IV, Section 5 of the City's Personnel Rules and Regulations. vii. The Training Battalion Chief will c ontinue to be eligible for Executive Leave under Rule IV, Section 5 of the City's Personnel Rules and Regulations for extra hours worked directly related to their primary assignment beyond their 9/80 work schedule. 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 of one and one-half times the Battalion Chief’s base hourly rate based on a 56-hour workweek.
IV. Mandatory Rest Period
a. Non-exempt, non-safety and non-represented full-time employees are not to work more than 18 hours within a 24-hour period without a Mandatory Rest Period. b. The Mandatory Rest Period will equal eight (8) consecutive hours off duty. c. If Mandatory Rest Period conflicts with any hours of the employee’s regular Resolution No. 25-072 Fiscal Year 2025-2026 12 of 20
work schedule, employee will be compensated at their hourly rate of pay as though they worked those hours.
d. Hours paid under Mandatory Rest Period will count toward hours worked for
the purpose of calculating overtime.
V. Compensatory Time
a. 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.
b. Compensatory time earned after 40 hours in a workweek is earned at one and one-half rates.
c. It is the employee’s choice whether to receive compensatory time or overtime pay.
d. Part-time employees and Safety Shift Personnel are not eligible for compensatory time.
VI. Differential Weekend/Alternate Shift Pay
a. Non-exempt, non-represented full-time and part-time employees 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. b. Differential pay also applies to non-exempt, non-represented full-time employees who are required to work an alternate shift on a temporary or seasonal basis, subject to written approval by the City Manager.
VII. Stipends
a. Cell Phone/Technology Stipends
i. Certain employees that need to be accessible via their cell phone in the course of their duties or may otherwise require technology for work-related activities may receive a monthly cell phone/technology stipend.
ii. Pursuant to Administrative Policy No. B-28, such stipends require a Department Director recommendation and are subject to City Manager approval. iii. Council members may receive a cell phone/technology stipend in the amount of $150 monthly to offset costs related to the personal use of their cell phone or other technology for City business.
iv. Neither employees nor City Council Members shall receive both a City-issued cell phone and a cell phone/technology stipend.
Resolution No. 25-072 Fiscal Year 2025-2026 13 of 20
b. Vehicle Stipends
i. Certain positions may require the use of a vehicle in completing work-related duties during regular working hours, evenings, weekends, and holidays. These positions may be assigned a City vehicle or a vehicle stipend pursuant to Administrative Policy No. B-26.
ii. As detailed in the Council Policy Manual, the Mayor and Mayor Pro- Tem may elect to receive a monthly auto allowance in the amount of $300 and $200, respectively.
iv. Employees or Council Members who receive a vehicle stipend may be eligible for mileage reimbursement for travel related to City business in excess of 200 miles. c. Stand-by Pay
Full-time non-safety and non-exempt regular employees who are required to be immediately available for duty are eligible for stand-by pay. Employees called to work while on stand-by will be paid $300 per week or $42.86 per day in addition to their regular rate of pay for the hours actually worked, subject to FLSA overtime provisions. d. Bilingual Pay
i. Upon the recommendation of the Department Head and the needs of a 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. ii. To be eligible, employees must pass the City’s written and oral exam. iii. Currently, the qualified foreign language is Spanish. e. Stability Pay
Non-represented employees will receive stability pay, after 10 years of part-time or full-time service or the combination of the tw o with the City of Victorville, during the last pay period of the fiscal year, beginning in July 2023, based on the following scale:
E. Health and Welfare Benefits, Vo luntary Benefits and Retirement I. Fringe
a. The amount of $1,000 per month is provided by the City for health, dental, and vision coverage for all full-time employees and Council Members.
Years of Service Amount
10 - 14 $500
15 - 19 $1,000
20 + $1,500
Resolution No. 25-072 Fiscal Year 2025-2026 14 of 20
i. Married couples who are both full-time employees with the City may utilize the full fringe each for family medical, dental and vision. ii. If eligible family members are enrolled, they must be enrolled in the same coverage as elected by the employee.
iii. Any Council Member who is a CalPERS Retiree and not eligible to enroll in the City’s active plan may apply up to a maximum of $1,000 towards a CalPERS retiree medical premium.
b. The City will subsidize 50% of the total out-of-pocket cost up to $1,000 per month for full-time employees who enroll in medical, dental and vision plans and are paying out- of-pocket. This subsidy does not apply to Council Members or retirees. c. The maximum cash back benefit for employees and Council Members waiving medical benefits is $400 per month.
i. Employees and Council Members may purchase dental and vision coverage with this amount.
ii. Any remaining balance may be deposited into a flexible spending account or included as taxable income on their paychecks. d. Flexible spending accounts are provided for pre-tax deposits to cover expenses for health care and/or dependent day care.
i. The City is responsible for the monthly administrative fee associated with the flexible spending accounts for health care and dependent day care.
II. Life insurance
a. 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 rounded to the nearest $1,000.
b. For Full- time employees, the benefit is one times the annual salary, up to a maximum of $250,000.
c. A $10,000 life insurance policy is paid by the City for Council Members.
III. Disability Benefits
a. Short-Term Disability (STD) Insurance
i. Full-time employees shall contribute .61% per $100 of their monthly salary.
ii. Employee premiums are post-tax; therefore, benefits will not be taxed upon receipt of payment.
Resolution No. 25-072 Fiscal Year 2025-2026 15 of 20
iii.
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. iv. STD pays 60% of employees’ weekly base pay, with a minimum of $50 per week, up to a maximum of $1,600 per week.
v. Part-time employees are not eligible. (See City of Victorville Personnel Rules, Rule X, Section 12 and Family and Medical Leave Act Policy No. B-25). b. Long-Term Disability Insurance
i. The City provides coverage for full-time employees after 90 days of disability. The City’s premium is $.70 per $1 00 of monthly salary and covers 66.67% of employees’ monthly salary. Minimum of $50 per month, up to a maximum of $5,000 per month.
IV. Insurance Programs
a. Workers' Compensation Program
Insurance provided by the City for work-related injuries occurring to the employee during the course and scope of employment. (See City of Victorville Personnel Rules, Rule X, Section 4 and Family and Medical Leave Act Policy No. B-25) b. Employee Assistance Program
The City provides for a confidential counseling program for employees and eligible dependents.
c. Unemployment Insurance
May provide income for employees in the event of a layoff, or involuntary termination for reasons other than misconduct.
V. Retirement
a. 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. b. 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.
i. Miscellaneous Classic Formula: Member formula: 2.5% @ 55.
Employees pay CalPERS 8% employee contribution.
Resolution No. 25-072 Fiscal Year 2025-2026 16 of 20
i
i. 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.
iii. Safety Classic Formula: Member formula: 2% @ 50. Employees will pay CalPERS 9% employee contribution.
iv. 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.
VI. Retirement Medical Coverage
a. City employees and Council Members who meet CalPERS’s requirements and retire simultaneously with the City of Victorville are considered City retirees. b. For employees hired prior to July 1, 2024, the City shall be responsible for reimbursement of 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%
c.
For employees hired on or after July 1, 2024, the City shall be responsible for reimbursement of 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%
d.
Retirees must have been enrolled in the City’s medical coverage for twelve consecutive months prior to retirement to be eligible to receive the medical reimbursement based on the above tables.
e. For early retirees under age 65 - Reimbursement is based on the single- party rate for the medical options available through the City’s insurance plan, not to exceed $1,000 per month.
f. For retirees age 65 and over - Reimbursement is based on available Medicare Supplemental options single-party rate, available through the City’s insurance plan, not to exceed $1,000 per month.
e. City Retirees from non-represented groups may postpone their medical insurance enrollment to a later date.
f. Out-of-state City Retirees Medical Reimbursement
i. City Retirees from non-represented groups residing outside the state of California may enroll in medical insurance plans outside of CalPERS and are eligible to Resolution No. 25-072 Fiscal Year 2025-2026 17 of 20
receive medical reimbursement based on the years of service according to the tables above.
Proof of payment will be required.
ii. Retirees age 65 and over must be enrolled in Medicare Part A (Hospital) and Part B (Medical) in order to be eligible for a retiree medical plan offered through the City.
g. Retirees may continue dental and vision insurance coverage at their own expense.
VII. Retiree One-Time Pay-off Option
a. 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 as described in the chart below. b. Retirees must have been previously enrolled in the City’s medical coverage, for twelve consecutive months prior to retirement to be eligible to receive the one time pay-off option. These amounts may change annually, based on the COLA applied to City employees’ wages.
c. For employees hired prior to July 1, 2024, the one-time payoff amount 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 $19,945 $15,955 $11,964 $7,980
d.
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 $19,945 $15,955 $11,964
VIII. M
edicare
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.
IX. Deferred Compensation
a. As of January 1, 2025, full-time employees shall be eligible to transfer up to $23,500 of their annual salary 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.
Resolution No. 25-072 Fiscal Year 2025-2026 18 of 20
b.
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. c. Employer contributions will not be offered in any new recruitments effective July 1, 2022. Employees receiving 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 contribut ion 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):
i. Fire Chief $800, Division Chief $750, Deputy Chief of Operations $750, Training Battalion Chief $750, Battalion Chief $750, Deputy Fire Marshal $750.
F. Uniforms and Safety Attire
I. Uniforms
a. Payment for non-safety uniform service shall not exceed $174 per year per employee for those employees required to w ear uniforms. Reimburse ment to Victorville Municipal Utilities Service employees who mainta in their own uniforms, due to specialized uniforms and handling, shall not exceed $300 per year.
b. Upon the recommendation of the Department Head and approval of the City Manager, the following non-represented positions will receive a uniform allowance as follows:
i. 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. c. Per CalPERS PEPRA legislation passed January 1, 2013, Uniform allowance is not pensionable for PEPRA CalPERS members.
II. Safety Shoes
All employees, with the exception of Safety Personnel, who are required to wear safety shoes, shall be eligible to receive a reimbursement of up to $325 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.
G. Tuition Reimbursement
I. 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. a . All courses taken for reimbursement must be approved by the City Manager Resolution No. 25-072 Fiscal Year 2025-2026 19 of 20
or Deputy City Manager, Department Head and the Personnel Officer prior to beginning the course. Courses eligible for reimbursement must be job related and toward a related degree. b. Tuition reimbursement shall include any associated fees such as books, permits and other required fees (excluding shipping costs) up to a maximum of $5,000 per fiscal year.
c. 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).
d. Represented employees are eligible for tuition reimbursement under the provisions of the Memorandum of Understandi ng between the City of Victorville and the Victorville Professional Firefighters and Administrative Policy No. B-31.
H. City of Victorville Fire Depa rtment Additional Compensation Included in Memorandum of Understanding in effect May 17, 2022, through May 16, 2027.Resolution No. 25-072 Fiscal Year 2025-2026 20 of 20