ACTION:
____________________________
Clerk/Secretary
Department: Human Resources Item No: C12
Prepared by: Dolores Gascon, Director Meeting Date: May 14, 2024 Approved by: John Conley, City Manager Agenda Location: Consent Calendar SUBJECT: RATIFICATION OF THE VISTA CHIEF OFFICERS ASSOCIATION MEMORANDUM OF
UNDERSTANDING AGREEMENT AND REVISION OF THE MANAGEMENT AND
CONFIDENTIAL EMPLOYEE COMPENSATION PLAN
RECOMMENDATION:
1. Adopt City Council Resolution No. 2024- , approving the inaugural Memorandum of Understanding between the City of Vista and the Vista Chief Officers Association and repealing the provisions of any resolutions in conflict herewith.
2.Adopt City Council Resolution No. 2024- , amending the updated Management and Confidential Employee Compensation Plan and repealing the provisions of any resolutions in conflict herewith.
3.Adopt City Council Resolution No. 2023- , amending the City-Wide Classification and Compensation Index, and repealing the provisions of any resolutions in conflict herewith.
CORRELATION TO CITY COUNCIL GOALS: Public Safety
PRIOR ACTION: On April 23, 2024, approved City Council Resolution 2024-52, amending the City- Wide Classification and Compensation Index, repealing the provisions of any resolutions in conflict herewith (Vote: 5-0).
On August 8, 2023, approved City Council Resolution 2023-142, amending the Management and Confidential Employee Compensation Plan and repealing the provisions of any resolutions in conflict herewith (Vote: 5-0).
STATEMENT ON THE SUBJECT: On January 2023, the City was in receipt of a request by Fire Department personnel in the Chief Officer classifications to be recognized as the Vista Chief Officers Association (VCOA). Human Resources staff, in consultation with the City Attorney, determined that the members of the VCOA have met the requirements laid out by City Personnel Rules 13.6 and 13.7 for bargaining unit recognition. Upon recognition, the VCOA and City staff have met and conferred to create a Memorandum of Understanding (MOU).
VCOA MOU Highlights. The VCOA MOU establishes agreed upon hours, wages and benefits for members of this Association. Most of the agreement components mirrored what these employees were already receiving as management employees covered by the Management and Confidential Employee AGENDA
REPORT
CITY COUNCIL
COMMUNITY DEVELOPMENT COMMISSION
SUCCESSOR AGENCY
BUENA SANITATION DISTRICT
JOINT POWERS FINANCING AUTHORITY
Approved above recommendation, adopted the following: City Council Resolution No. 2024-59.
Vote: 4-0 (Green absent); City Council Resolution No. 2024-60. Vote: 4-0 (Green absent); City Council Resolution No. 2024-61. Vote: 4-0 (Green absent).
MEETING DATE: May 14, 2024 PAGE 2
SUBJECT: RATIFICATION OF THE VISTA CHIEF OFFICERS ASSOCIATION MEMORANDUM OF
UNDERSTANDING AGREEMENT AND REVISION OF THE MANAGEMENT AND
CONFIDENTIAL EMPLOYEE COMPENSATION PLAN
Compensation Plan. The primary changes that the negotiating teams agreed upon are:
•Term: Effective May 3, 2024 until June 30, 2025.
•Positions Represented: Deputy Chief, Division Chief, Battalion Chief and Fire Marshal. These positions all remain FLSA exempt.
•Salary:
o 1% increase effective May 3, 2024.
o FY2024-25 increase commensurate with CPI-U for the San Diego-Carlsbad region in April 2024. Effective first pay period in July when more days are in the pay period are in July. o 40-hour Battalion Chief differential of 10%.
o Compensation for Operational/Training/Staff Time. Currently authorized at $72,500 for contract period.
o Straight time for shifts worked outside of those scheduled. o Straight time for critical training (e.g. wildfire drills) and regional participation as assigned by Fire Chief.
o Overtime/Straight time language for strike team as required by state and local reimbursable payments.
•Benefits:
o Group Insurance. Employee medical benefit shares range from 10% of premium to 24% of premium, depending on the selected plan. Dental benefit cost shares are at 20% of premium. The City pays the entire cost of vision benefits for all employees. o Life Insurance in the amount of $75,000.
o Bilingual pay at the rate of $1,500 per year.
o Cellphone pay at the rate of $40 per pay period.
o Pager pay for the Fire Marshall at the rate of $325 per month, if the Fire Marshall is directed by the Fire Chief to be on call.
o A Retiree Medical Trust.
Management and Confidential Employee Compensation Plan. This document has been revised to remove references to the positions that are now represented by the VCOA.
City-Wide Classification and Compensation Index. The attached City-Wide Classification and Compensation Index addresses these changes. It also shows an increase to the salary band for the Division Chief classification of 7.5%. The salary differential applied to the 40-hour Battalion Chief classification resulted in the position being paid at a higher rate than the Division Chief. The Division Chief supervises the 40-hour Battalion Chief. The band increase resolves this salary compaction.
FISCAL IMPACT: The impact of these changes to the operating budget over the next two months of the fiscal year are approximately $43,047. These funds are available in the Fire Department Operating Budgets. The cost of these changes for the Fiscal Year 2024-25 is estimated at $96,314 and will be included as part of the mid-term budget changes that will be brought to the City Council in June.
EXHIBITS:
1.City Council Resolution No. 2024- , approving the inaugural Memorandum of Understanding between the City of Vista and the Vista Chief Officers Association and repealing the provisions of any resolutions in conflict herewith.
1A. Vista Chief Officers Association Memorandum of Understanding
2.City Council Resolution No. 2024- , amending the updated Management and Confidential Employee Compensation Plan and repealing the provisions of any resolutions in conflict herewith. 2A. Management and Confidential Employee Compensation Plan 05/14/2024 C12 2 of 57
MEETING DATE: May 14, 2024 PAGE 3
SUBJECT: RATIFICATION OF THE VISTA CHIEF OFFICERS ASSOCIATION MEMORANDUM OF
UNDERSTANDING AGREEMENT AND REVISION OF THE MANAGEMENT AND
CONFIDENTIAL EMPLOYEE COMPENSATION PLAN
3. City Council Resolution No. 2024- , amending the City-Wide Classification and Compensation Index, and repealing the provisions of any resolutions in conflict herewith. 3A. City-wide Classification and Compensation Index
05/14/2024 C12 3 of 57
RESOLUTION NO. 2024-
A RESOLUTION OF THE CITY COUNCIL OF THE CHARTERED CITY OF
VISTA, CALIFORNIA, APPROVING THE INAUGURAL MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF VISTA AND THE VISTA CHIEF
OFFICERS ASSOCIATION AND REPEALING THE PROVISIONS OF ANY
RESOLUTIONS IN CONFLICT HEREWITH
The City Council of the City of Vista does resolve as follows:
1. Findings. The City Council hereby finds and declares the following:
A. Authorized representatives of the City of Vista have met and conferred with representatives of the Vista Chief Officers Association (VCOA), a recognized employee organization representing certain employees of the City of Vista.
B. As a result of the meet and confer process an agreement has been reached with the representatives of VCOA. Accordingly, the City Council desires to approve a new Memorandum of Understanding with VCOA.
2. Action
A. The Memorandum of Understanding by and between the City of Vista representatives and the representatives of the Vista Chief Officers Association for the period commencing May 3, 2024, through June 30, 2025, a copy which is on file and available for inspection in the Office of the City Clerk and incorporated herein by reference, is approved.
B. The City Manager is directed and authorized to take all necessary and appropriate action with respect to implementation of the terms and conditions of the Memorandum of Understanding.
C. The provisions of any resolutions in conflict herewith are repealed and shall be of no further force or effect after May 14, 2024.
05/14/2024 C12 4 of 57
EXHIBIT 1
RESOLUTION NO. 2024-
CITY COUNCIL OF THE CHARTERED CITY OF VISTA
PAGE 2
00107235 2
C. Adoption. PASSED AND ADOPTED at a meeting of the City Council of the City of Vista held on May 14, 2024, by the following vote:
AYES:
NOES:
ABSTAIN:
APPROVED AS TO FORM:
WALTER CHUNG, CITY ATTORNEY
By:
JOHN FRANKLIN, MAYOR
ATTEST:
KATHY VALDEZ, CITY CLERK
By:
Attachment: Vista Chief Officer Association Memorandum of Agreement effective May 14, 2024
APPROVED
Walter C. Chung
20240506074457
05/14/2024 C12 5 of 57
M.O.U.
MEMORANDUM
OF
UNDERSTANDING
Vista Chief Officers Association
2024 – 2025
05/14/2024 C12 6 of 57
2 MEMORANDUM OF UNDERSTANDING
BETWEEN THE
CITY OF VISTA, CALIFORNIA
AND THE
VISTA CHIEF OFFICERS ASSOCIATION
FOR THE PERIOD MAY 3, 2024 THROUGH JUNE 30, 2025
05/14/2024 C12 7 of 57
3 MEMORANDUM OF UNDERSTANDING
BY AND BETWEEN
THE CITY OF VISTA, CALIFORNIA
AND THE VISTA CHIEF OFFICERS ASSOCIATION
This Memorandum of Understanding ("MOU") is made by and between representatives of City of Vista ("City”), a California municipal corporation located at 200 Civic Center Drive, Vista, California 92084, and representatives of the Vista Chief Officers Association (“VCOA"), the address of which is P. O. Box 3584 Vista, CA 92085.
RECITALS
A. This MOU is governed by the Meyers-Milias-Brown Act (“MMBA”), commencing at Section 3500 of the California Government Code, and other laws of the State of California.
B. Association has been duly recognized by City as the recognized employee organization representing employees of the Vista Chief Officers bargaining unit of City.
C. Pursuant to MMBA, representatives of the City and representatives of the Association have met and conferred on the terms and conditions of employment for the period commencing May 3, 2024, and as a result of such meeting and conferring said representatives have reached an agreement, the terms and conditions of which are set forth herein below.
05/14/2024 C12 8 of 57
4 CITY OF VISTA CHIEF OFFICERS ASSOCIATION
MEMORANDUM OF UNDERSTANDING
Table of Contents
Article # Page
1.0 RECOGNITION 5
2.0 UNIT REPRESENTED 5
3.0 IMPLEMENTATION 5
4.0 ACKNOWLEDGEMENTS 5
5.0 TERM 6
6.0 NEGOTIATION 6
7.0 MAINTENANCE OF BENEFITS 6
8.0 PROVISIONS OF LAW/SAVINGS CLAUSE 6
9.0 CITY AUTHORITY 6
10.0 PAYROLL DEDUCTIONS 7
11.0 FULL UNDERSTANDING, MODIFICATIONS, WAIVER 7
12.0 DRIVER'S LICENSE MEDICALS 7
13.0 LABOR REPRESENTATIVES 8
14.0 WORK ACCESS 8
15.0 GENERAL MEETINGS 8
16.0 RESIDENCY REQUIREMENT 9
17.0 HOURS OF WORK 9
18.0 ADMINISTRATIVE CHIEF ASSIGNMENT 9
19.0 ADMINISTRATIVE LEAVE 10
20.0 ACTING PAY 10
21.0 OVERTIME 11
22.0 TRADING OF HOURS 12
23.0 GENERAL TERMS 12
24.0 SICK LEAVE 13
25.0 VACATIONS 15
26.0 HOLIDAYS 16
27.0 GROUP INSURANCE 18
28.0 UNIFORMS . 19
29.0 SALARIES 20
30.0 PARAMEDIC LICENSE PAY 20
31.0 RETIREMENT 20
32.0 WELLNESS PROGRAM 22
33.0 SUBSTANCE ABUSE POLICY 22
34.0 FLEXIBLE SPENDING ACCOUNT 22
35.0 LAYOFF PROCEDURE 22
36.0 SEVERANCE PAY 25
37.0 BILINGUAL PAY 25
38.0 COMPENSATION FOR OPERATIONAL/TRAINING/STAFF TIME 25
39.0 CELLPHONE PAY 26
40.0 PAGER PAY 26
41.0 HAZING PREVENTION POLICY 26
42.0 TUITION REIMBURSEMENT 26
43.0 RETIREE MEDICAL TRUST 27
44.0 NO LOCKOUT/CONCERTED ACTIVITY 29
45.0 WORKERS’ COMPENSATION 29
46.0 EDUCATIONAL REQUIREMENTS 29
47.0 DEFINITIONS 30
SIGNATURE PAGE 31
EXHIBIT A - SUBSTANCE ABUSE POLICY (2006) 32
05/14/2024 C12 9 of 57
5 1.0 RECOGNITION
1.1 Pursuant to the provisions of the Employee Relations Resolution of the City of Vista (City), the Vista Chief Officers Association (VCOA), is hereby designated as the recognized employee organization for those employees within the Unit composed of the job classifications as set forth in Article 2.0 – Unit Represented.
1.2 The scope of representation of the recognized organization shall be governed by section 3504 of the MMBA, which includes all matters relating to employment conditions and employer-employee relations including, but not limited to, wages, hours and other terms and conditions of employment; except, however, that the scope of representation shall not include consideration of the merits, necessity or organization of any service or activity permitted by executive order.
2.0 UNIT REPRESENTED
Deputy Fire Chief (FM40)
Division Chief (FM30)
Fire Battalion Chief, 56-hour (FM10)
Fire Battalion Chief, 40-hour (FM15)
Fire Marshal (FM20)
The above classifications are represented by the Unit.
3.0 IMPLEMENTATION
3.1 This Memorandum of Understanding constitutes the agreement of the designated representatives of City and Association and constitutes their joint recommendation to the City Council of City. This MOU shall not be binding upon the parties, either in whole or in part, but shall become effective only upon approval by the City Council and the adoption in a timely manner, of the necessary implementing ordinances and resolutions of the City Council.
4.0. ACKNOWLEDGEMENTS
4.1 The City of Vista recognizes the special responsibilities and demands placed upon its management employees. The City also notes the necessity to compensate these employees in order to maintain a high caliber of top leadership and administrative support. At the same time, the City expects certain levels of performance in return for compensation.
4.2 The City Manager may at their discretion grant increased benefits in certain cases to recruit/retain employees (e.g., starting new employee with a bank of vacation; or trade-off for waiving insurance).
05/14/2024 C12 10 of 57
6 4.3 Exempt Management.
4.3.1 Employees in this group are exempt from the competitive service.
4.3.2 Represented positions are considered at-will.
4.4 The City will follow all provisions of the Firefighters Procedural Bill of Rights Act
5.0 TERM
4.1 The term of the Memorandum of Understanding shall commence on the date when the terms and conditions for its effectiveness are fully met, as set forth in Article 3.0 - Implementation, but in no event shall said Memorandum of Understanding become effective prior to 12:01 a.m. on May 15, 2024. This Memorandum of Understanding shall expire and otherwise be fully terminated at 12:00 midnight on June 30, 2025.
6.0 NEGOTIATION
5.1 In the event either party desires to negotiate the provisions of a successor MOU, such parties shall serve upon the other a written request to commence negotiations. Such requests shall be submitted no later than April 1 of the year in which the agreement terminates.
Upon receipt of such written notice, negotiations shall begin thereafter no later than April 15, unless otherwise mutually agreed by the parties.
7.0 MAINTENANCE OF BENEFITS
6.1 Except as provided herein or by subsequent written agreement of the parties, all existing wages, hours and other terms and conditions of employment shall remain in full force and effect.
8.0 PROVISIONS OF LAW/SAVINGS CLAUSE
8.1 If any term or provision of this Agreement should be held invalid by operation of law by any court of competent jurisdiction or if compliance with or enforcement of any provision should be restrained by any tribunal, the remainder of the Agreement not so invalid or restrained shall remain in full force and effect and shall not be affected thereby and the parties shall thereafter meet and confer within forty-five (45) calendar days for the sole purpose of arriving at a mutually satisfactory replacement for such provision.
9.0 CITY AUTHORITY
05/14/2024 C12 11 of 57
7 9.1 The authority of the City includes, but is not limited to, the exclusive right to determine the mission of its constituent departments, commissions and boards; set standards of service; determine the procedures and standards of selection for employment and promotion; direct its employees; take disciplinary action for "just cause"; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of governmental operations; determine the methods, means and personnel by which government operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; exercise complete control and discretion over its organization and the technology of performing its work, provided, however, that the exercise and retention of such rights does not preclude employees or their representatives from consulting or raising grievances over the consequences or impact that decisions on these matters may have on wages, hours and other terms and conditions of employment.
10.0 PAYROLL DEDUCTIONS
10.1 It is mutually agreed that the City will, during the term of this Memorandum of Understanding, deduct monies and remit to the Association as authorized by the Association in writing, to coincide with biweekly payroll in which the dues were deducted, to the address or addresses designated by the Secretary/Treasurer of the Association.
11.0 FULL UNDERSTANDING, MODIFICATIONS, WAIVER
11.1 This Memorandum of Understanding sets forth the full and entire understanding of the parties regarding the matters set forth herein, and any other prior or existing understandings or agreements by the parties, whether formal or informal, regarding any such matters are hereby superseded or terminated in their entirety.
11.2 No agreement, alteration, understanding, variation, waiver, or modification of any of the terms or provisions contained herein shall in any manner be binding upon the parties hereto, unless agreed upon in writing by the designated representatives of the parties hereto, and approved and implemented by the City Council.
11.3 The waiver of any breach, term or condition of this Memorandum of Understanding by either party shall not constitute a precedent in the future enforcement of all its terms and provisions. In any grievance proceeding, either party may present evidence of an alleged past waiver of any breach, term or condition of this Memorandum of Understanding that is at issue in the grievance proceeding.
12.0 DRIVER'S LICENSE MEDICALS
05/14/2024 C12 12 of 57
8 12.1 In any case where the California Department of Motor Vehicles requires a mandatory physical examination before a firefighter endorsement “F” is issued or renewed for an employee who operates a fire apparatus requiring such endorsement, the City will provide for the required physical examination. The employee shall contact the Human Resource Office to schedule an exam as soon as the employee is made aware of the need for the exam. The Human Resource Office will make an effort to schedule such exams during off-duty hours and to coincide with the shift change when the employee is coming off duty, provided that the employee provides adequate notice of the need for an exam. Exams will be performed by the City designated doctor and the employee will be compensated for actual time at the clinic, to a maximum of two (2) hours. A Medical Treatment Authorization form will be used to track time at the facility.
12.2 The City will compensate employees at straight time to a maximum of two hours for time spent at the Department of Motor Vehicles testing for the firefighter endorsement “F”, if such endorsement is required by the City.
13.0 LABOR REPRESENTATIVES
12.1 The City shall provide an aggregate total of 120 hours of paid leave per fiscal year for use by the Labor Representatives, to attend Association related conferences, seminars or workshops. The Association agrees to give the City notice of intent to use the leave within thirty (30) days prior to commencement of the leave. This leave does not roll over and cannot be banked for future years.
14.0 WORK ACCESS
13.1 The City agrees to grant official representatives of the Association the access and right to discuss any grievance or problem arising under the terms of this Memorandum with any employee during working hours. It is agreed that there will be as little interference as possible by the Association's Business Representative or Labor Representative during the working hours of said employee. It is agreed that the Association President or Labor Representative shall be permitted to conduct a reasonable amount of Association business regarding grievances during working hours without loss of pay and that the Association may use City facilities to conduct meetings when such facilities are available. The Association agrees to give reasonable notice to the Fire Chief or his/her representative prior to conducting Association business at City facilities.
15.0 GENERAL MEETINGS
15.1 The Fire Chief may call meetings of the entire membership, or any part thereof, at which such employees shall attend unless excused.
A fifteen (15) day written notice will be given for meetings. 05/14/2024 C12 13 of 57
9 Employees shall be compensated for such off-duty time required while in such meetings.
16.0 RESIDENCY REQUIREMENT
16.1 To provide a reasonable response time in case of an emergency call back, 24-hour shift employees within this Unit must live within a one hundred ten (110) mile radius of the intersection of Santa Fe and Vista Village Drive, except as provided in Section 16.2. This residency requirement must be met no later than three calendar months after an employee completes their new hire probationary period.
16.2 The Fire Marshall must live within a twenty-five (25) mile radius of the intersection of Santa Fe and Vista Village Drive.
16.3 The City reserves the option to recall on emergencies those members who, in Fire Chief’s opinion, best serve the purposes of recall.
16.3.1 Emergency Recall pay shall be compensated at two hours minimum. Emergency Recall pay shall be compensated at straight time.
16.3.2 Emergency Recall pay shall begin at the time the employee is contacted to return to work.
17.0 HOURS OF WORK
17.1 The Following Provisions Shall Apply to Administrative Employees
17.2.1 VCOA members assigned as Administrative Employees will work a 40-hour work week. A flex-schedule may be offered under conditions identified by the employee’s immediate supervisor, approved by the Fire Chief and agreed to by the VCOA.
17.3 The following Provisions shall apply to Shift Employees
17.3.1 Fire safety employees not assigned to an administrative position shall be assigned to 24-hour shifts (i.e. 24-hour shift Fire Battalion Chiefs). The regular work hour for reporting to work to begin a new shift shall be 8 o'clock (8:00) a.m.
18.0 ADMINISTRATIVE CHIEF ASSIGNMENT
This article shall apply to the Battalion Chief, Division Chief, Deputy Chiefs and the Fire Marshal that are assigned from to a 40-hour a week Fire Battalion Training Chief assignment.
05/14/2024 C12 14 of 57
10 18.1 Accrued Leave
When an employee changes from one work schedule to another as a full time assignment, the employee’s accrual rate and accumulated vacation bank will be adjusted in accordance with the ratio as specified herein. Factor from 56-hour workweek to 40-hour workweek is 1.4; Factor from 40-hour workweek to 56-hour workweek is .714.
Any previously scheduled vacation prior to appointment or assignment will be honored by the City. Any future vacation use shall be with the approval of the supervisor.
18.2 Use of City Facilities and Vehicles
18.2.1 Administrative Employees working in a full-time capacity shall be provided: a secure, individual, solo office; a computer; a locking cabinet; and a phone line.
18.2.2 Members of the bargaining unit will be allowed the use of a City vehicle for the purpose of commuting to and from work and for business purposes. All other purposes must be approved by the Fire Chief.
18.3 Training
Employees will be allowed to participate during normal business hours in training that is scheduled or mandated in order to retain professional certificates (e.g., EMS). Any additional schools, certificates, or classes must be approved by the Fire Chief or his/her designee.
19.0 ADMINISTRATIVE LEAVE
Employees shall be credited with sixty (60) hours and 24-hour shift Battalion Chiefs shall be credited with eighty-four (84) hours of administrative leave accrued on a fiscal year basis on the first full payroll period of July. Such leave must be used during the fiscal year or it is forfeited. Should the employee terminate employment with the City for any reason during the fiscal year, any amount of administrative leave taken by the employee over that amount which would have been accrued by the employee by pay period at the date of termination, shall be deducted from the employee's final paycheck. Should the terminating employee have a balance of administrative leave at the time of termination, the employee shall be compensated for that portion of the time, which would have been accrued by the employee by pay period at the date of termination.
20.0 ACTING PAY
Any employee assigned to act in a higher classification, and serving continuously in said higher classification for at least three (3) calendar weeks, shall receive the pay established for said higher classification for all such time worked. At a minimum, the rate of pay shall be at the lowest 05/14/2024 C12 15 of 57
11 salary established for said higher classification that results in additional compensation for the acting employee. Acting pay for employees requires the approval of the City Manager or his/her designee.
21.0 OVERTIME
21.1 The following Provisions shall apply to Shift Employees:
21.1.1 Shift Employees shall be compensated at straight time for hours beyond their normally scheduled work assignment.
21.1.2 Shift Employees shall be paid all hours worked in excess of normal hours when assigned to a mutual aid (not automatic aid) incident with prior authorization of the Fire Chief. Mutual Aid Overtime shall be calculated portal to portal at a rate of one and one half (1 ½) times the employee’s base rate. Backfill of vacancies in such cases shall also be paid at a rate of one and one half (1 ½) times the Employees base rate
21.1.3 Absences created by 24-hour shift employee leave will be filled with another employee at straight time.
21.1.4 Short hour vacancies, during regular City hours of operation, that are created so that a 24-hour shift employee may tend to work responsibilities (e.g. meetings, training, testing, etc.) may be covered by a 40 hour a week employee if available and approved by the employee’s direct supervisor.
21.1.5 When filling shift positions priority will be given to a member of this unit.
21.1.6 Any policy for the filling of shifts shall be by agreement between the VCOA and Fire Chief.
21.1.7 Shift Employees shall be compensated at straight time overtime for hours beyond their normally scheduled work assignment for the following activities:
• Critical Training Participation as assigned by the Fire Chief. • Zone/Regional Meetings as assigned by the Fire Chief. • Other activities as assigned by the Fire Chief.
21.2 Absences created by 24-hour shift employee leave will be filled with another employee.
21.3 The following provisions shall apply to Administrative Employees
21.3.1 Administrative employees shall be considered to work an indefinite workweek and shall not be entitled to overtime 05/14/2024 C12 16 of 57
12 compensation for activities other than duty coverage, overhead assignment, strike team assignment or
prolonged emergency incident (greater than 6 hours).
Indefinite workweek is meant to imply some flexibility in the schedule so long as all responsibilities are covered.
Employees who elect to leave a shift early or leave the worksite shall, when practical, inform their immediate
supervisor and provide information so they can be
contacted in case of emergency.
21.3.2 Administrative Employees are not available to work shift overtime on days they are assigned to work their normal assignment unless authorized by their direct supervisor.
21.3.3 The rate for shift overtime shall be at straight time with the conversion of the 40-hour rate to a 56-hour rate.
21.3.4 Administrative Employees shall be paid all hours worked in excess of normal hours when assigned to a mutual aid
(not automatic aid) incident with prior authorization of the Fire Chief. Mutual Aid Overtime shall be calculated portal to portal at a rate of one and one half (1 ½) times the Administrative Employee’s base rate.
21.3.5 Administrative employees may work no more than one additional overtime shifts in a pay period without approval of their direct supervisor.
21.3.6 Except when assigned to mutual aid incidents, no administrative employee may work more than six (6)
consecutive days, including 40-hour administrative days without approval of their direct supervisor.
22.0 TRADING OF HOURS
22.1 Trading of hours is permissible for Shift personnel under the provisions described below:
a. The number of consecutive hours worked by the employee shall be defined by agreement between the VCOA and Fire Chief.
b. Members trading hours shall not require the City to reimburse them for additional hours worked beyond the work week
average as a result of trading hours.
c. City is not responsible for any trading of hours made, by agreement, between employees.
23.0 GENERAL TERMS
23.1 All written notice required by this MOU shall be delivered by deposit in a authorized depository of the U.S. Postal Service, first class 05/14/2024 C12 17 of 57
13 postage prepaid and addressed U.S. Mail to the City Manager or the Association President, as appropriate, or by Certified Mail and by E-mail.
24.0 SICK LEAVE
24.1 There shall be no limit on accumulated sick leave. Sick leave is accrued on regular hours worked. Sick leave shall not accrue on overtime hours worked. Sick leave may be used for the purposes authorized in the City’s Personnel Rules. Paid sick leave shall be accumulated by full-time Shift employees at the rate of (1) hour for every 21.66 hours worked and for Administrative employees at the rate of eight (8) hours per month. An employee on leave without pay does not accrue sick leave.
24.2 Dependent Leave and Personal Leave.
Administrative employees may use up to 18 hours of their accrued sick leave on a fiscal year basis for personal leave time and dependent care leave shall be granted in accordance with state law, which provides that an employee is entitled to use ½ of his/her annual accrued sick leave to care for a family member (i.e., parent, child, or spouse/registered domestic partner.)
24-hour Shift employees may use up to 72 hours (3 shifts) of his/her annual accrued sick leave to care for a family member.
24.3 Payment for Unused Sick Leave on Retirement.
An employee who terminates employment by service retirement with ten (10) or more continuous years of service to the City shall have the following options for converting earned but unused sick leave:
Convert up to twenty-five (25%) percent of the total number of accumulated, unused sick leave hours multiplied by his/her base salary at retirement. These funds may be irrevocably contributed to the employee’s Trust account or qualifying 457 account on a pre-tax basis in accordance with Article 43 of this MOU.
In the event an employee has a combination of sick leave accrued by working both shift work and a 40 hour/week, the sick leave shall first be converted to either all accrued shift sick leave or all accrued 40 hour/week sick leave. Shift sick leave is converted to 40 hour/week sick leave by dividing the total accrual by a conversion factor of 1.4 (2240 shift sick leave hours / 1.4 = 1600 40 hour/week sick leave hours).
No payment for unused sick leave will be made until the City has received written confirmation of the employee's retirement from PERS.
The provisions of this section also apply to employees who retire by 05/14/2024 C12 18 of 57
14 ordinary disability retirement, provided they meet all the requirements of a service retirement, including ten years of continuous full-time City service.
An employee who retires by service retirement and later changes to industrial disability retirement is not eligible for this payment. In the event such payment has been made to the employee, it shall be returned to the City.
Sick Leave Conversion at Retirement: If a retiree (non-industrial disability) satisfies the eligibility provisions of 24.3 (above) and Personnel Rule 9.8.5, the employee may utilize all or any sick leave amount remaining after the application of 24.3 to offset group insurance premium costs and any increases thereto as a retiree participant on the City's group insurance policy, as defined by the policy document and Personnel Rule 9.8.5. For purposes of this section, the remaining sick leave hours after application of 24.3 shall be converted to dollars at the employee's base hourly rate of pay at retirement and shall be retained by the City for premium payment to the City's group insurance carrier for the retiree and dependent premium until eligibility ceases or such funds have been exhausted.
The provisions of this section do not entitle the retiree to any cash payment of sick leave hours.
Conversion under this article will reduce the amount of sick leave that can be applied toward PERS Service Credit for Unused Sick Leave.
24.4 Except as set forth above, under no circumstances may PERS Safety retirement employees utilize or be paid for sick leave while on leave for Workers' Compensation or on receipt of an Industrial Disability Retirement.
24.5 Annual Sick Leave Conversion. If the employee elects, they may request to convert an additional 48 hours of sick leave per calendar year into vacation. In order to exercise the sick leave conversion set forth in this section 24-hour Battalion Chiefs must maintain a minimum of 112 hours of accrued sick leave and 40-hour
employees must maintain a minimum of 80 hours of accrued sick leave following the conversion.
24.6 As noted in the provisions of the Retiree Medical Trust set forth in Article 43, there is no option to receive cash value for accrued sick hours.
24.7 Sick Leave Payout to Beneficiary in event of death while employed:
The City shall pay out the accumulated sick leave of an employee to the employee’s designated beneficiary in the event of the employee’s death while employed with the City. The sick leave will be paid at the employee’s hourly rate at the time of death.
05/14/2024 C12 19 of 57
15 24.8 A temporary assignment to cover a shift shall not change the accrual rate.
24.9 Bereavement Leave
24.9.1 Upon approval of the appointing authority, 24-hour Shift employees will be granted up to 36 hours of paid leave and Administrative employees will be granted up to 27 hours of paid leave in the event of the death of the father, mother, grandparents, stepfather, stepmother, brother, sister,
husband, wife, child, grandchild, or stepchild of the employee or his/her spouse. Any amount over the 36 hours or 27
hours shall be charged against earned sick leave.
24.9.2 If travel over three hundred 300 miles from Santa Fe and Vista Village Drive is required, up to a maximum of seventy- two (72) hours for 24-hour Shift employees, and forty-five (45) hours for Administrative employees, of bereavement leave may be granted with pay.
24.10 Catastrophic Leave Program. Covered Employees may participate in the City’s Catastrophic Leave Program pursuant to City Council Policy No. 100-9 by voluntarily donating a portion of their accumulated sick leave hours for use by another covered employee.
25.0 VACATIONS
25.1 40 Hours per Week Personnel:
125 hours during first through fifth years
149 hours during sixth through ninth years
165 hours during the tenth year through the twentieth year 178 hours during the twenty-first year and thereafter
25.2 24-hour Shift Personnel:
6 shifts plus five hours during first through fifth years 8 shifts plus five hours during sixth through tenth years 9 shifts plus five hours during eleventh through fifteenth years 10 shifts plus five hours during sixteenth through the twentieth year 10 shifts plus nine hours during the twenty-first year and thereafter
25.3 No vacation leave may accrue on overtime hours worked.
25.4 Administrative Employees may not accrue more than 360 hours of vacation leave at any given time. Shift Employees may not accrue more than 504 hours at any given time.
25.5 Employees may sell back up to forty-eight (48) hours of accrued leave annually. Employees wishing to sell back vacation hours in 05/14/2024 C12 20 of 57
16 the following calendar year, shall make an irrevocable election to do so. The irrevocable election shall be submitted in writing to the City's Human Resources Department on or before December 15 and shall indicate the number of hours of vacation that the employee expects to accrue in the following calendar year that the employee wants to sell back to the City up to the forty-eight (48) hour maximum. The sell back shall occur once annually with the first payroll distribution in December. Employees have an option to make an election to convert at the employees base hourly rate into the employee’s Trust account in accordance with 43.4 or a qualifying 457 deferred compensation plan up to the allowable IRS limits. Regardless of the number of hours requested to be sold back, the most the employee can sell back is the number of hours accrued in the calendar year and still available at the time of distribution of proceeds. The employee shall not have the option to receive cash in lieu of making the contributions set forth herein. The employee may not sell back hours accrued in previous calendar years.
25.6 A temporary assignment to cover a shift shall not change the accrual rate.
26.0 HOLIDAYS
26.1 Holiday Leave – 24-Hour Shift Personnel
26.1.1 Employees shall be compensated for eleven (11)
recognized holidays at the rate of twelve (12)
hours per holiday.
26.1.2 The City shall provide holiday in-lieu pay in the pay period in which the holiday falls.
26.2 Holiday Leave – 40 Hours per Week Personnel
26.2.1 Employees are entitled to eleven (11) days of holiday leave per fiscal year. Holiday leave shall only be taken in whole day increments.
26.2.2 For accounting purposes, each employee shall begin with a bank of ninety-nine (99) hours of holiday leave at the beginning of the fiscal year.
26.2.3 Employees are required to use holiday leave each time a City recognized holiday falls on a day when City Hall
would normally be open. When a City recognized holiday falls on a day when City facilities are normally closed or the employee is working, an additional day will not be
designated as a holiday. When this occurs, no holiday
hours will be deducted from employees’ holiday banks
05/14/2024 C12 21 of 57
17 and employees will be able to use them as holiday leave at another time. Such time must be scheduled in
advance and approved by the Fire Chief with
consideration given to sufficient staff being available to continue the efficient operation of the department.
Holidays occurring during Leave Without Pay are not
earned.
26.2.4 Cesar Chavez Day is a recognized holiday for all unit members, but is not a recognized City holiday. For 40
hours per week unit members, if Cesar Chavez Day falls
on a day City Hall is open to the public, the member is not required to observe the holiday.
26.2.5 Any holiday leave not used by June 30 of the fiscal year shall be forfeited.
26.2.6 Employees beginning employment during the fiscal year will start with a pro-rated holiday leave bank of nine (9) hours for each City recognized holiday (per Section 26.3) that has not yet occurred.
26.2.7 Employees terminating employment with the City during the fiscal year will receive holiday leave in the amount of nine (9) hours for each City recognized holiday (per
Section 26.3) that has occurred during that fiscal year.
26.3 Recognized Holidays - All Employees The City of Vista will recognize the following list of holidays for VCOA members:
26.3.1 January 1, known as "New Year's Day";
26.3.2 The third Monday of January, known as “Martin Luther King, Jr. Day”;
26.3.3 The third Monday in February, known as "Presidents Day";
26.3.4 March 31, known as “Cesar Chavez Day”;
26.3.5 The last Monday in May, known as "Memorial Day";
26.3.6 July 4, known as "Independence Day";
26.3.7 The first Monday in September, known as "Labor Day";
26.3.8 November 11, known as "Veterans Day";
26.3.9 The fourth Thursday in November, known as
"Thanksgiving Day";
05/14/2024 C12 22 of 57
18 26.3.10 The fourth Friday in November, known as "the day after Thanksgiving Day";
26.3.11 December 25, known as "Christmas Day";
26.3.12 Any day declared to be a holiday by proclamation of the City Council of the City of Vista, provided, however, that the City Council shall not declare a holiday except to
conform to a holiday theretofore declared by the
President of the United States or the Governor of
California.
27.0 GROUP INSURANCE
Medical & Dental
27.1 The City shall contribute the percentages below of the group insurance premium for individual employee coverage and for individual employee plus dependent(s).
a. For employees and dependents enrolled in the Kaiser
plan, the City shall contribute 90% of the health
insurance premium and employees shall contribute the
remaining 10% of the premium.
b. For employees and dependents enrolled in the narrow
HMO plan, the City shall contribute 85% of the health
insurance premium and employees shall contribute the
remaining 15% of the premium.
c. For employees and dependents enrolled in the full
HMO plan, the City shall contribute 80% of the health
insurance premium and employees shall contribute the
remaining 20% of the premium.
d. For employees and dependents enrolled in the PPO
plan, the City shall contribute 76% of the health
insurance premium and employees shall contribute the
remaining 24% of the premium.
e. For employees and dependents enrolled in the City's
dental insurance plan, the City shall contribute 80% of the insurance premium and employees shall contribute
the remaining 20% of the premium.
Vision
27.2 The City shall pay the entire premium for the vision plan for members and dependents of members of this bargaining unit.
Insurance Committee
27.3 The City will establish an insurance committee which will meet as needed. Representatives to the committee will include the Association Business Agent, two (2) Association representatives, and an alternate. The committee shall be open to participation by other employee groups.
05/14/2024 C12 23 of 57
19 Life Insurance
27.4 The City shall pay all actual premium charges for life insurance benefits contracted for by the City. Employee shall be responsible for any tax implications that may occur in compliance with IRS regulations.
27.4.1 This amount shall increase to $75,000 as soon as reasonably practicable. Within thirty (30) days after
ratification of this MOU by the City Council, the City
shall submit all necessary documentation to the insurer to increase the coverage, and the coverage increase
shall be effective as soon as approved by the insurer.
27.4.2 The City agrees to offer a supplemental life insurance program to employees of this unit. Participation in the supplemental life insurance program is voluntary, and all premiums resulting from participation shall be paid by the employee.
27.5 City shall provide thirty (30) days written notice of the open enrollment period.
Short-Term Disability Insurance
27.6 Employees shall be eligible for the City's Short-Term Disability Plan and premiums shall be paid by the City.
Long-Term Disability Insurance
27.7 The City shall pay premiums of the Long-Term Disability Plan contracted for by the City.
Retiree Group Insurance Coverage
27.7 Employees who retire after 7/1/99 by industrial disability shall be covered by Personnel Rule 9.8.5, provided all provisions of this rule are met.
Deferred Compensation Plan
27.8 City shall offer VCOA members a qualifying deferred compensation benefit consistent with IRS code 457 including a Roth option.
28.0 UNIFORMS
28.1 The City provides and maintains uniforms for all management Fire Department personnel. For those employees who are not “new members” under the Public Employees’ Pension Reform Act of 2013 (PEPRA), the City will report this allowance as special compensation on a biweekly basis to CalPERS the monetary value for providing and maintaining the employee’s required uniforms. The City will report the uniform value on a biweekly basis to CalPERS to coincide with payroll reporting. The uniform allowance reported to CalPERS is 05/14/2024 C12 24 of 57
20 derived from the City’s operating budget and is $28.85 per biweekly ($750 per fiscal year) per employee. This amount is special compensation pursuant to Title 2 CCR Section 571(a)(5), “Uniform Allowance”.
29.0 SALARIES
29.1 Upon ratification of this MOU by the City Council, effective the first full pay period commencing May 3, 2024, all VCOA represented classifications will receive a 1.0% across-the-board salary increase.
29.2 Effective the first date in July 2024 wherein the majority of the days in the pay period fall in July rather than June, all VCOA represented classification will receive an across-the-board salary increase equal to the percentage increase in the San Diego/Carlsbad Metropolitan Area CPI-U for the 12 months ending April 30, 2024, with a minimum increase of 2% and a maximum increase of 4%.
29.3 The 40-hour training Battalion Chief position shall receive an additional ten percent (10%) premium above the Battalion Chief rate of pay.
30.0 PARAMEDIC LICENSE PAY
30.1 All safety personnel who are licensed paramedics in San Diego County shall receive a $400 “Paramedic License Payment” (PLP).
To be eligible to receive the PLP, a licensed paramedic employee must have worked for the City of Vista and hold a current license for twelve consecutive calendar months prior to the July in which the PLP is paid.
31.0 RETIREMENT
31.1 Safety Employees
30.1.1 For Employees Hired Before January 1, 2013 or if Hired on or After January 1, 2013, are Not Considered “New Members” within the Meaning of the Public Employees’ Pension Reform Act of 2013 (PEPRA)
a. The City provides the 3%@50 CalPERS retirement plan for all safety employees.
b. Employees will pay the entire portion of the employee’s contribution.
c. The major optional benefits for which the City of Vista has contracted for the Fire Safety Coverage Group with
referenced Sections of the Public Employees’ Retirement Law are as follows:
1) Benefit Formula – Section 21362.2: 3.0% @ age 50 Full 05/14/2024 C12 25 of 57
21 2) Final Average Compensation Period – Section 20042: 12 months
3) Industrial Disability
4) Pre-Retirement Death Benefits:
*Section 21548 – Optional Settlement 2W
*Section 21574 – Fourth level of 1959 Survivor
Benefit Level
5) Post-Retirement Death Benefits - Lump Sum $500
6) COLA: 2%
7) Service credit for unused sick leave
31.1.2 For Employees Hired on or After January 1, 2013, who are “New Members” within the Meaning of the Public Employees’ Pension Reform Act of 2013:
a. The retirement formula (2.7%@57), the determination of final compensation and pensionable compensation, and other pension related conditions covered by PEPRA shall be governed by the provisions of PEPRA.
b. Optional Benefits
1) Industrial Disability
2) Pre-Retirement Death Benefits:
* Section 21548 – Optional Settlement 2W
* Section 21574 – Fourth level of 1959 Survivor
Benefit Level
3) Post-Retirement Death Benefits - Lump Sum $500
4) COLA: 2%
5) Service credit for unused sick leave
31.1.3 Employees will pay the entire portion of the employee's contribution.
31.2 Non-Safety (Local Miscellaneous) Employees
31.2.1 For Employees Hired Before January 1, 2013 or if Hired on or After January 1, 2013, are Not Considered “New Members” within the Meaning of the Public Employees’ Pension Reform Act of 2013 (PEPRA)
a. The City provides the 3% @ 60 CalPERS retirement
plan for all miscellaneous members.
05/14/2024 C12 26 of 57
22 b. Miscellaneous employees shall pay 8% of the
employee contribution to the Public Employees
Retirement System (PERS).
31.2.2 For Employees Hired on or After January 1, 2013, who are Considered “New Members” within the Meaning of the Public Employees’ Pension Reform Act of 2013 (PEPRA)
a. The retirement formula (2%@62), the determination of final compensation and pensionable compensation, and
other pension related conditions covered by PEPRA
shall be governed by the provisions of PEPRA.
32.0 WELLNESS PROGRAM
32.1 A mandatory cardiovascular physical fitness program has been implemented to be conducted during on-duty hours. A VCOA representative shall be included on the Department’s advisory committee. The City will meet and confer on the impact of any standards that are set for members of this bargaining unit.
32.2 Administrative employees shall participate in physical training for one hour every other working day.
32.3 Shift employees shall participate in physical training one hour per shift.
33.0 SUBSTANCE ABUSE POLICY
33.1 A copy of the Substance Abuse Policy is attached as Exhibit A.
34.0 FLEXIBLE SPENDING ACCOUNT
34.1 The City agrees to establish a Flexible Spending Account (FSA) that will enable employees within the Unit to use pre-tax dollars to pay for any eligible out of pocket expenses related to health care or dependent care. All program costs incurred shall be paid by the City.
35.0 LAYOFF PROCEDURE
35.1 Intent of Procedure: For reasons of economy or efficiency, or in the interest or mandate of the public, reductions or curtailments of City services may be required. In such an event, it may be necessary to lay off one or more City employees. The following procedure is intended to specify the procedure for laying off employees based on seniority within the management group and displacement privileges.
The City's decision to abolish a position is not subject to the 05/14/2024 C12 27 of 57
23 employee's right of appeal or grievance. Except in situations in which the employee alleges that a layoff is a pretext for discipline, the City’s decision to abolish a position is not subject to the employee’s right of appeal or grievance.
35.2 Procedure: When a position within the VCOA is to be abolished, all employees within these positions will be listed in order of total length of continuous City service within the management group. The person with the least seniority since appointment to a management position shall be designated for layoff.
35.3 Displacement Rights (Bumping): An employee designated for layoff may displace an employee in an equal or lower classification within this bargaining unit provided that the employee exercising the displacement right has greater seniority than the incumbent in the class to which the employee is bumping. An employee that is displacing/bumping an employee must have formerly held status in the equal or lower classification within the City.
Classifications:
Deputy Chief
Division Chief
Battalion Chief
Fire Marshall
If the layoff procedure causes an employee to bump to a position for which retraining and recertification is required, the employee shall obtain such training and the required certification with the next available certification testing but not longer than six (6) months from the effective date of the position change. However, exceptions would be considered on a case-by-case basis where the employee was unable to obtain certification through no fault of their own. The training and certification costs shall be paid by the City with the scheduling and location of the training at the City's discretion. During the period while the employee has not obtained the required certification, they shall be paid at the appropriate rate of pay for actual work performed.
35.4 Seniority: Employment as a temporary employee shall not count for seniority purposes. The Fire Chief will establish seniority when two or more employees are hired on the same day. The ranking of seniority will be done at the time of appointment.
35.5 Re-employment Lists: The names of regular and probationary employees who received satisfactory or above ratings on their most recent evaluation and who have been laid off shall be placed on a re-employment list for positions within the employee's former classification and any classification that the employee would have had displacement (bumping) rights, had the classification been vacant at the time of the layoff. The names on the list shall be in 05/14/2024 C12 28 of 57
24 order of total length of continuous City service, and shall remain in effect for one year, unless sooner re-employed.
35.6 Layoff Severance Package
VCOA employees who are laid off as a result of service reductions shall receive the following severance package:
35.6.1 Salary. The City will pay one month salary (not subject to PERS) to each employee that is laid off. The salary will be included in the employee's final check. Employees will be given an opportunity to adjust their income tax withholding for this lump sum payment.
35.6.2 Group Insurance. The City will provide the group insurance coverage listed below to laid off employees for three (3) months following the separation date. Employee contributions will not change through this period.
a. Medical insurance
b. Dental insurance
c. Vision insurance
d. Life Insurance (subject to carrier approval)
Employees who are laid off will be eligible to continue group insurance under the COBRA program, following the three (3) month period listed above. Eligibility will continue for the period of time specified by state and Federal law.
35.6.3 Temporary Employment. The City will consider the re- employment list when filling temporary vacancies.
35.6.4 Job Listing. Laid off employees will be sent a listing of fire service job openings weekly for the period of time they are on the re-employment list, or until the employee requests that the lists be discontinued. The list will be compiled from job notices available to the Human Resource Office. The City shall not be liable for failing to notify the employee of any fire service job openings.
35.6.5 Job Transition Workshop. A career transition/job search workshop will be offered to all employees scheduled for layoff.
No leave time will be charged to the employees attending.
Attendance by the employees will be voluntary.
35.6.6 Sick Leave Conversion. Employees being laid off may convert unused sick leave to vacation at a ratio of three (3) hours sick leave to one (1) hour vacation. The maximum City payout under this conversion will be thirty-two (32) hours per employee (44.8 hours for shift personnel).
35.6.7 Nothing in this provision shall prohibit the City Manager from 05/14/2024 C12 29 of 57
25 exercising their discretion to improve severance package under section 35.6.1.
36.0 SEVERENCE PAY:
36.1 If an employee is requested to resign or terminated from employment, outside of a layoff, they shall receive severance pay based on years of service according to the following formula:
a. Zero through one year as a management employee 160 hours (224 hours for shift employees).
b. After completion of one year as a management employee, 320 hours (448 hours for shift employees).
37.0 BILINGUAL PAY
37.1 The City agrees to provide to certain employees an additional compensation (“Bilingual Pay”) in the amount of $1,500 per year in exchange for use of bilingual skills in Spanish, American Sign Language and any other language designated by the City Council.
Bilingual pay shall compensate those employees identified by the City based on their bilingual proficiency and use of their bilingual skills. The City may designate employees from this Unit for such bilingual services. Bilingual pay will be paid bi-weekly at $57.69 per pay period. Bilingual Pay does not accrue during any leave of more than thirty consecutive calendar days. To qualify and receive Bilingual Pay, employees must pass a proficiency test as deemed appropriate by the City Manager or designee.
While an employee remains on the list, the employee may be called upon to provide bilingual services. An employee may be removed from the list at his/her own request or the request of the Fire Chief.
Upon removal the employee shall be entitled to any pro rata portion of the Bilingual Pay for the time eligible.
38.0 COMPENSATION FOR OPERATIONAL/TRAINING/STAFF TIME
As funding is available, each member of the Association shall be eligible for an administrative and operational stipend. This stipend will be paid as $30.72 per hour of additional work for Safety personnel and $43.01 per hour worked for the Fire Marshal. Beginning July 1, 2024, the compensation will be paid as $31.80 per hour of additional work by Safety personnel and $44.47 per hour for the Fire Marshal. All additional work receiving stipend pay must be approved by the Fire Chief. This compensation is granted to Association members due to the unique nature of their jobs involving responsibility for the operations of a major function of the City's organization. It recognizes that members spend time outside of their regular work hours representing the Vista Fire Department and the Fire Chief in regional training, recruitment, and other employee development activities.
05/14/2024 C12 30 of 57
26 39.0 CELLPHONE PAY
Members of this Association shall receive a cellphone stipend of $40 per pay period. Members are also expected to have access to specific phone applications, internet hotspots and programs as necessary to complete their job.
40.0 PAGER PAY
The Fire Marshal shall receive three hundred and twenty-five dollars ($325) per week as “pager pay” for each week when assigned to carry a pager after normal working hours at the Fire Chief’s direction. Pager pay shall be three hundred and sixty five dollars ($365) for each standby week in which a City-recognized holiday falls.
41.0 HAZING PREVENTION POLICY
It is against department policy for any department employee to conduct, assist, or in any way participate or encourage any activities that involve “hazing”.
“Hazing” includes, but is not limited to, the following activities in connection with an employee or group’s initiation or affiliation with the department:
Degrading or humiliating activities that make an employee or group of employees the object of amusement, ridicule, or intimidation or causes physical or mental harm.
An employee found to be in violation of this policy, will be subject to discipline, up to and including discharge.
42.0 TUITION REIMBURSEMENT
42.1 The City will reimburse employees for expenses of job-related course work approved by the City Manager and if the course work is completed with a grade of “C” or better, or other passing score. The maximum limit per employee will be $2,000 each fiscal year.
Professional development training taken on an employees’ own time that may not provide a grade at the completion of the course, which has been approved by the Personnel Officer before undertaking same, shall also be considered eligible for reimbursement. The procedure for approval is designated in the Administrative Policy manual.
42.2 Tuition reimbursement may be used for outstanding student loan payments with the approval of the Fire Chief.
05/14/2024 C12 31 of 57
27 43.0 RETIREE MEDICAL TRUST
43.1 Acknowledgment. In accordance with Internal Revenue Code Section 501c, the City acknowledges that the Association has entered into an agreement with the IAFF Medical Expense Reimbursement Plan of the WSCFF Employee Benefit Trust or its successor (hereafter, the “Trust”). The purpose of the Trust is to provide reimbursement of post-retirement medical expenses.
43.2 Defined Class of Employees Receiving Contributions. Employees receiving contributions to the Trust, as set forth below, consists of all employees of the City of Vista represented by the Association.
43.3 Employee Contribution Amount. The City and the Association agree that the City shall withhold a mandatory contribution of $50 per pay period on a pre-tax basis from the pay of every member of the Defined Class and shall transmit such contributions to the Trust pursuant to the requirements set forth in 43.7 below. In accordance with 43.9 below, the Employee Contribution Amount set forth in this section cannot exceed the Employee Contribution Amount of the Vista Firefighters Association. No Employee shall be permitted to opt-out of the mandatory contributions or receive any portion of the contribution in cash.
43.4 Annual Vacation Leave Transfer. For every employee in the Defined Class, the City shall irrevocably contribute to the employee’s Trust account on a pre-tax basis, an amount equal in value to 100% of the payments that would otherwise be paid to or on behalf of the employee for accrued vacation leave pursuant to Article 25.5 of this MOU.
43.5 Vacation Leave Transfer at Separation. For every employee in the Defined Class, the City shall upon the employee’s separation from the City irrevocably contribute to the employee’s Trust account on a pre-tax basis, an amount equal to 100% of the value for accrued vacation leave. The employee by written election may direct any portion of the value for accrued vacation leave to a qualifying 457 deferred compensation plan up to the allowable IRS limits. No Employee shall be permitted to receive any portion of this contribution in cash.
43.6 Sick Leave Transfer at Retirement. For every employee in the Defined Class, the City shall, upon the employee’s service retirement from the City, irrevocably contribute to the employee’s Trust account on a pre-tax basis, an amount equal to 100% of the value for accrued sick leave at pursuant to Article 24.3 of this MOU. No Employee shall be permitted to receive any portion of this contribution in cash.
05/14/2024 C12 32 of 57
28 43.7 Remittance of Contributions. The City shall remit the above contributions directly to the Trust for the duration of the MOU effective the first full pay period occurring after approval of this agreement. Those contributions shall be remitted per pay period, in one aggregate payment, either ACH transfer or wire, directly to the custodian of the Trust within 30 days of the date the payment would have been payable to the Employee.
The City hereby acknowledges receipt of the Trust Agreement governing the Trust and will comply with rules set by the Trust Office in regard to reporting and depositing the required contributions set forth herein.
43.8 Reporting to the Trust Office. The City shall electronically submit to the Trust Office a report of contributing employees for each contribution sent to the Trust, in the format requested by the Trust, and received by the Trust Office within five (5) days of receipt of the contribution funds.
The City shall also provide an initial report of information for all contributing employees, as reasonably requested by the Trust; and shall send updates to this information to the Trust Office whenever the City has notice of changes to the information.
43.9 Modification of Employee Contribution and Leave Amounts. The City and the Association agree that the Association has the right, subject to approval of its members according to the Association’s internal rules, to prospectively modify the amount of the mandatory employee monthly contribution (43.3) or the percent of the mandatory employee leave contributions (43.4, 43.5, 43.6) during the course of this Agreement, so long as the modification is mandatory for all employees.
The City and Association acknowledge that IRS rules prohibit employees in the Defined Class from making a greater recurring employee contribution amount (43.3) than the contribution amount set forth in Article 42(C) of the Side Letter of Agreement to the MOU between the City of Vista and the Vista Firefighters Association.
43.10 Indemnification. The Association shall indemnify, defend, and hold harmless the City from any claim, complaint, assessment, penalty, or damages asserted by any person or entity, including any state or federal authority, arising out of Association participation in the Trust, including but not limited to fines, fees, or penalties issued by state or federal taxing authority against the City due to Employee payroll deductions or compensation payouts that are directed to the Trust.
Responsibility for the maintenance and investment of the Trust funds rests solely with the Trust’s Board of Trustees.
05/14/2024 C12 33 of 57
29 44.0 NO LOCKOUT/CONCERTED ACTIVITY
In consideration of the mutual desire of the parties to promote and ensure harmonious relations, the City agrees that there shall be no lockout or the equivalent of members of the VCOA, and the VCOA and its members agree that there shall be no strike or other concerted action (including, but not limited to work slowdowns, work-to-rule, blue flu or other actions) resulting in the withholding of service by the members during the term of this MOU. Should such a strike or other concerted action by VCOA members occur, the VCOA shall
immediately instruct its members to cease and desist. The curtailing of operations by the City in whole or part for legitimate operational or economic reasons shall not be construed as a lockout.
45.0 WORKERS’ COMPENSATION
Should the City explore a workers compensation carve out or Alternative Dispute Resolution (ADR), the VCOA shall be included in discussions and those provisions shall be offered to the VCOA members.
VCOA safety positions are covered under Labor Code Section 4850 unless otherwise specified in the applicable provisions of the law.
46.0 EDUCATIONAL REQUIREMENTS
Upon ratification of this MOU document, the following provisions shall apply to future members of this bargaining unit.
a) It is the intent to include members of the department who wish to test for Battalion Chief but do not yet have the educational requirement.
Members wishing to take the Battalion Chiefs test and do not possess a 4-year degree may do so under the following provisions. i. Submit to HR a current transcript and education plan demonstrating that candidate will complete their degree within 18 months of the test closing date.
ii. Candidates who successfully pass the test and are
promoted into the Battalion Chief position shall remain at step 1 of the Battalion Chiefs wage until degree is
completed.
iii. Upon successful completion of a degree, they will be immediately advanced to the step commensurate with their time in rank.
05/14/2024 C12 34 of 57
30 47.0 DEFINITIONS
a. “City” shall refer to the City of Vista, California. b. “VCOA” shall refer to the Vista Chief Officers Association. c. “Shift” or “Shift Employee” shall refer to an employee normally assigned to a schedule based on a 56-hour work week.
d. “Administration” or “Administrative Employee” shall refer to an employee assigned to a schedule based on a 40-hour work week. e. “Trust” shall refer to the Retiree Medical Trust in Article 42. f. “Employee” shall refer to a job classification represented by the VCOA
05/14/2024 C12 35 of 57
31 FOR THE VISTA CHIEF OFFICERS ASSOCIATION:
Date Steve Wecklich, VCOA President
Date Robbie Ford, VCOA Negotiator
FOR THE CITY OF VISTA:
Date Dolores Gascon, Human Resources Director
Date Gerard Washington, Fire Chief
05/14/2024 C12 36 of 57
RESOLUTION NO. 2024-
A RESOLUTION OF THE CITY COUNCIL OF THE CHARTERED CITY OF
VISTA, CALIFORNIA, AMENDING THE UPDATED MANAGEMENT AND
CONFIDENTIAL EMPLOYEE COMPENSATION PLAN AND REPEALING THE
PROVISIONS OF ANY RESOLUTIONS IN CONFLICT HEREWITH
The City Council of the City of Vista does resolve as follows:
1. Findings. The City Council hereby finds and declares the following:
A. The City Council established a Management and Confidential Employee Compensation Plan by adoption of Resolution 2023-121 on June 27, 2023.
B. The City Council desires to amend the Management and Confidential Employee Compensation Plan to reflect the elimination of references to positions moved into the Vista Chief Officers Association.
2. Action.
A. The Management and Confidential Employee Compensation Plan, a copy which is on file and available for inspection in the Office of the City Clerk and incorporated herein by reference, is hereby amended and approved.
B.The City Manager is directed and authorized to take all necessary and appropriate action with respect to implementation of the amended Management and Confidential Employee Compensation Plan.
C.The provisions of any resolutions in conflict herewith are repealed and shall be of no further force or effect after May 3, 2024.
3.Adoption. PASSED AND ADOPTED at a meeting of the City Council of the City of Vista held on May 14, 2024, by the following vote:
AYES:
NOES:
ABSTAIN:
APPROVED AS TO FORM:
WALTER CHUNG, CITY ATTORNEY
By:
JOHN FRANKLIN, MAYOR
ATTEST:
KATHY VALDEZ, CITY CLERK
By:
APPROVED
Walter C. Chung
20240506074700
05/14/2024 C12 37 of 57
EXHIBIT 2
Vista Management & Confidential Employee
Compensation Plan
Table of Contents
Article # Page
1.0 Purpose 1
2.0 Acknowledgements 1
3.0 Management Employees 1
4.0 Confidential Employees 2
5.0 Salaries 4
6.0 Benefits 5
7.0 Acting Pay 14
8.0 Paramedic License Pay 14
9.0 Uniforms 14
10.0 Discrimination / Harassment Prevention Policy 15
11.0 Exempt Management Special Merit Increase 15
12.0 Temporary Appointments 15
13.0 Flexible Staffing of Certain Entry-Level Confidential Positions 15
14.0 Health Reimbursement Arrangement 16
Management and Confidential
Employee Compensation Plan
EFFECTIVE: 05/14/2024
05/14/2024 C12 38 of 57
Effective 05/14/2023
2 Effective 05/24/2024
CITY OF VISTA
MANAGEMENT AND CONFIDENTIAL
EMPLOYEE COMPENSATION PLAN
1.0 PURPOSE: To maintain a distinct and separate procedure for establishing the compensation of unrepresented Management and Confidential employees. The employees in these groups, as designated below, shall be compensated as set forth in this plan. The City Manager shall meet periodically with each group to discuss this plan.
Employees in these groups may not be represented by any employee association which also represents employees who are not in these groups.
2.0 ACKNOWLEDGEMENTS: The City of Vista recognizes the special responsibilities and demands placed upon its unrepresented Management and Confidential employees. The City also notes the necessity to compensate these employees in order to maintain a high caliber of top leadership and administrative support. At the same time, the City expects certain levels of performance in return for compensation.
The City Manager may at his/her discretion grant increased benefits in certain cases to recruit/retain employees (e.g., starting new employee with a bank of vacation; or trade off for waiving insurance) and shall be authorized to provide a severance package for at- will employees whose positions have been identified for elimination in a general layoff.
3.0 MANAGEMENT EMPLOYEES:
3.1 Appointed: Employees in this group are exempt from the competitive service.
Their appointments are at-will and incumbents serve at the pleasure of the City Council. In the event that provisions of an Employment Agreement are in conflict with any provisions contained herein, the Employment Agreement provisions shall prevail.
City Manager
City Attorney
3.2 Department Directors: Employees in this group are exempt from the competitive service. Their appointments are at-will and incumbents serve at the pleasure of the City Manager.
Assistant City Manager
City Clerk
Community Development Director
Economic Development Director
Engineering Director
Finance Director/Treasurer
Human Resources Director
Information Technology Director
Public Works Director
Recreation and Community Services Director
Fire Chief
05/14/2024 C12 39 of 57
Effective 05/14/2023
3 3.3 Exempt Management: Employees in this group are exempt from the competitive service. Their appointments are at-will and incumbents serve at the pleasure of the Appointing Authority.
Administrative Program Manager
Assistant City Attorney
Assistant City Clerk
Assistant Community Development Director
Assistant to the City Manager
Building Official
Budget Manager
Capital Projects Manager
City Engineer
City Planner
Climate Action Plan Program Administrator
Code Enforcement Manager
Communications Officer
Community Development Director
Community Services Program Manager
Construction Manager
Deputy City Attorney
Emergency Services Officer
Engineering Division Manager
Finance Manager
Geographic Information System Coordinator
Homeless Services Program Manager
Housing Program Manager
Human Resources Analyst
Information Technology Analyst
Information Technology Manager
Management Analyst
Principal Engineer
Principal Human Resources Analyst
Principal Planner
Public Works Operations Manager
Public Works Supervisor
Recreation & Community Services Operations Manager
Recreation Manager
Risk and Safety Analyst
Senior Accountant
Senior Engineer
Senior Information Technology Analyst
Senior Management Analyst
Sewer Engineering Division Manager
Senior Planner
Stormwater Program Manager
Waterpark Manager
05/14/2024 C12 40 of 57
Effective 05/14/2023
4 4.0 CONFIDENTIAL EMPLOYEES: Employees in this group are designated as such by virtue of the fact that they are privy to information used in the conduct of employer/employee relations. Confidential positions are designated in the City-Wide Classification and Compensation Index. Confidential Employees are exempt from the competitive service and serve at the pleasure of the Appointing Authority.
5.0 SALARIES:
5.1 In each of the fiscal years 2021/2022, 2022/2023, and 2024/2025 all unrepresented Management and Confidential employees will receive a 2.5% across-the-board base salary increase. In the fiscal year 2023/2024 all unrepresented Management and Confidential employees will receive a 5.5% across-the-board base salary increase. The effective date of the increase will be the first pay date in July wherein the majority of the days in the pay period fall in July rather than in June.
On August 26, 2022, all unrepresented Management and Confidential employees will receive an additional 3.0% across-the-board base salary increase.
5.1.1 COVID-19 Premium Pay: All employees under this Plan shall receive a one- time 8% of base salary, non-PERSable lump sum stipend. This stipend shall be paid out no later than November 30, 2021.
5.2 Appointed Employees: The salaries for Appointed Employees shall be set by the City Council.
5.3 Department Directors: The City Manager shall periodically review the pay ranges for Department Directors and recommend changes when deemed necessary to the City Council. Such ranges shall consist of a maximum and minimum salary. An adjustment to a salary range shall not prescribe a mandatory adjustment for any incumbent in a Department Director position.
The City Manager shall evaluate each Department Director in writing annually on the anniversary date of the Department Director's appointment to this group. The City Manager shall set the actual salary of each Department Director. The effective date of such salary adjustments shall be established by the City Manager.
5.4 Exempt Management: The City Manager shall periodically review the pay ranges for Exempt Management Employees and recommend changes when deemed necessary to the City Council. Such ranges shall consist of a maximum and minimum salary. An adjustment to a salary range shall not prescribe a mandatory adjustment for any incumbent in an Exempt Management position.
Annually, on the employee's anniversary date, appointing authorities shall evaluate each subordinate Exempt Management employee in writing. Based on those evaluations, the Appointing Authority shall recommend placement of the Exempt Management employee's salary. The number of hours worked in a given year and leaves of absence without pay will not affect an Exempt Management 05/14/2024 C12 41 of 57
Effective 05/14/2023
5 employee’s anniversary date. Exempt Management employees who are appointed to the bottom of the salary range allocated for that classification will be reviewed at the end of six months for merit increase consideration.
5.5 Confidential Employees: The City Manager shall periodically review the pay ranges for Confidential Employees and recommend changes when deemed necessary to the City Council. Such ranges shall consist of a maximum and minimum salary with step increases in between. Each step will progress to the maximum in increments of approximately 5%. Advancement through the salary range shall be as set forth in the Personnel Rules. Confidential employees shall be evaluated by their supervisors in the same manner as General employees.
Forms for evaluating the performance of Confidential employees shall be the same as those used to evaluate General employees.
6.0 BENEFITS:
6.1 Health Plan: The City shall contribute the percentages below of the group insurance premium for individual employee coverage and for individual employee plus dependent(s) coverage for full-time and part-time employees who are regularly scheduled to work a minimum of thirty (30) hours per week excluding temporary employees, unless authorized by the City Manager.
Benefit plan years 2019, 2020, and 2021:
• For employees and dependents enrolled in the Kaiser plan, the City shall contribute 90% of the health insurance premium and employees shall contribute the remaining 10% of the premium.
• For employees and dependents enrolled in the narrow HMO plan, the City shall contribute enough of the health insurance premium so that employees pay the same cost share amount as the Kaiser plan.
• For employees and dependents enrolled in the full HMO plan, the City shall contribute 80% of the health insurance premium and employees shall contribute the remaining 20% of the premium.
• For employees and dependents enrolled in the PPO plan, the City shall contribute 76% of the health insurance premium and employees shall contribute the remaining 24% of the premium.
• For employees and dependents enrolled in the City’s dental insurance plan, the City shall contribute 80% of the insurance premium and employees shall contribute the remaining 20% of the premium.
Effective benefit year 2022, employees shall begin contributing 50% of the increase to each program.
6.1.1 Part-time Employees: Those permanent part-time employees who are scheduled to work less than thirty (30) hours per week shall not be eligible for group insurance unless authorized by the City Manager. In 05/14/2024 C12 42 of 57
Effective 05/14/2023
6 such cases, the City's contribution shall be prorated based on the employee’s regularly scheduled hours per week.
6.2 Public Employees' Retirement System: The City will pay up to eight percent (8%) of miscellaneous employees' contribution toward P.E.R.S. retirement and up to nine percent (9%) for safety employees. Effective July* 2003 and July of each subsequent year through 2006, the City’s and the employee’s contribution to retirement for PERS miscellaneous members shall change according to the following schedule:
City payment of employee Employee payment of employee
contribution contribution
2003 5% 2%
2004 4% 4%
2005 2% 6%
2006 0 8%
*Effective the first pay date in July that the majority of days in the pay period fall in July rather than June.
Effective November 29, 2013, Safety Management employees will pay the entire portion of the employee’s contribution to retirement for PERS.
Effective July 1, 2000, the City will report the value of the Employer Paid Member Contribution as additional compensation for Vista Fire Management personnel.
Effective June 25, 2004, the City amended its contract with PERS to provide the 3% @ 60 formula for Local Miscellaneous Members.
For employees hired on or after January 1, 2013, who are considered “new members” within the meaning of the Public Employees’ Pension Reform Act of 2013, the retirement formula (2 @ 62), the determination of final compensation and pensionable compensation, and other pension related conditions covered by PEPRA shall be governed by the provisions of PEPRA.
6.2.1 1959 Survivor Benefit For Safety Members
Safety members shall receive the CalPERS Fourth Level 1959 Survivor Benefit for Safety Members. The Fourth Level 1959 Survivor Benefit will take effect upon CalPERS’ adoption of the contract amendment.
6.3 Tuition Reimbursement: The City will reimburse employees for expenses of job- related course-work if approved in advance by the City Manager and if the course work is completed with a grade of "C" or better, or other passing score.
The maximum limit per employee will be $2,000 each fiscal year. Professional development training taken on an employees’ own time that may not provide a grade at the completion of the course, which has been approved by the Personnel Officer before undertaking same, shall also be considered eligible for reimbursement. The procedure for approval is designated in the Administrative Policy manual.
05/14/2024 C12 43 of 57
Effective 05/14/2023
7 6.4 Holiday Leave: Employees working the 9/80 flex schedule are entitled to eleven (11)days of holiday leave per fiscal year. Employees working the traditional eight (8) hour per day schedule are entitled to twelve (12) days of holiday leave per fiscal year. Holiday leave can be taken in hourly increments.
For accounting purposes, each employee on a flex schedule shall begin with a bank of ninety-nine (99) hours of holiday leave at the beginning of the fiscal year.
Employees are required to use holiday leave each time a City authorized holiday falls on a day when the employee would normally be scheduled to work. When a City authorized holiday falls on a day when City facilities are normally closed, an additional day will not be designated as a holiday. When this occurs, no holiday hours will be deducted from employees’ holiday banks and employees will be able to use them as holiday leave at another time. Such time must be scheduled in advance and approved by the Department Director with consideration given to sufficient staff being available to continue the efficient operation of the department. Holidays occurring during Leave Without Pay are not earned.
Any holiday leave not used by June 30 of the fiscal year shall be forfeited.
6.4.1 Employees beginning employment during the fiscal year will start with a pro-rated holiday leave bank. Hours will be credited as follows:
a.Nine (9) hours for each City authorized holiday (per Article 6.4.3) that has not yet occurred.
b.Nine (9) hours of floating holiday time if the employee start date is prior to March 1; Four and one half (4.5) hours of floating holiday time if the employee start date is between March 1 and April 30; and no floating holiday leave time if the employee start date is between May 1 and June 30.
6.4.2 Employees terminating employment with the City during the fiscal year will receive payment for unused holiday leave as follows:
a.Nine (9) hours for each City authorized holiday (per Article 6.4.3) that has occurred during that fiscal year.
b.Nine (9) hours of personal floating holiday leave. These nine (9) hours are not associated with any particular holiday.
Necessary adjustments to the holiday leave bank upon termination will be deducted from the final pay check.
6.4.3 Authorized Holidays: The City of Vista will authorize the following holidays:
a.January 1, known as "New Year's Day";
05/14/2024 C12 44 of 57
Effective 05/14/2023
8 b. The third Monday in January, known as “Martin Luther King Day”; c. The third Monday in February, known as "Presidents' Day"; d. The last Monday in May, known as "Memorial Day";
e. July 4, known as "Independence Day";
f. The first Monday in September, known as "Labor Day"; g. November 11, known as "Veteran's Day";
h. The fourth Thursday in November, known as "Thanksgiving Day"; i. The fourth Friday in November, known as "the day after Thanksgiving";
j. December 25, known as "Christmas Day";
k. Any day declared to be a holiday by proclamation of the Mayor, provided, however, that the Mayor shall not declare a holiday except to conform to a holiday declared by the President of the United States or the Governor of California.
6.4.4 Holiday Closure: The Civic Center and certain offsite facilities will be closed from Monday, December 27, 2021 through Friday, December 31, 2021. It will reopen to the public on Monday, January 3, 2022. For Fiscal Year 2021/22 only, the City will increase the personal leave charged to sick leave by 18 hours for the purpose of providing additional leave options to cover certain days during that week.
The Civic Center and certain offsite facilities will be closed from Monday, December 26, 2022 through Friday, December 30, 2022. It will reopen to the public on Monday, January 2, 2023. For Fiscal Year 2022/23 only, the City will increase the personal leave charged to sick leave by 18 hours for the purpose of providing additional leave options to cover certain days during that week.
The Civic Center and certain offsite facilities will be closed from Tuesday, December 26, 2023 through Friday, December 29, 2023. It will reopen to the public on Monday, January 2, 2024. For Fiscal Year 2023/24 only, the City will increase the personal leave charged to sick leave by 18 hours for the purpose of providing additional leave options to cover certain days during that week.
6.5 Attendance and Leave Time: The following provisions apply to Management and Confidential Employees:
6.5.1. Management and Confidential: Personnel Rule 9.2 Sick Leave, 9.2.3 Illness While on Vacation, 9.2.4 Holidays During Sick Leave and 9.3 Bereavement Leave.
6.5.2. Catastrophic Leave
1. The City shall provide a Catastrophic Leave program, amended July 1, 2007. This program shall allow Management and
05/14/2024 C12 45 of 57
Effective 05/14/2023
9 Confidential employees to voluntarily donate a portion of their accumulated sick leave hours for use by another employee of the City who has suffered a catastrophic illness or injury or whose immediate family member’s (i.e., spouse, child, sibling, parent, registered domestic partner or grandparent) catastrophic illness or injury requires the presence of the employee. The hours donated shall be at the donor’s hourly rate. Employees may choose to use their own sick leave allowances for catastrophic leave for an immediate family member before requesting leave from other employees. The implementation shall be at the discretion of the City Manager within the limits delineated in the City Council Administrative Policy 100-09.
6.5.3. Sick Leave Payout to Beneficiary in event of death while employed
1. The City shall pay out the accumulated sick leave of an employee to the employee’s designated beneficiary in the event of the employee’s death while employed with the City. The sick leave will be paid at the employee’s normal hourly rate at the time of death.
6.6 Payment for Unused Sick Leave on Retirement: An employee who terminates employment by service retirement with ten (10) or more continuous years of service to the City shall have the following options for converting earned but unused sick leave:
Convert up to twenty-five (25%) percent of the total number of accumulated, unused sick leave hours multiplied by his/her base salary at retirement;
In the event an employee has a combination of sick leave accrued by working both shift work and a 40 hour/week, the sick leave shall first be converted to either all accrued shift sick leave or all accrued 40 hour/week sick leave. Shift sick leave is converted to 40 hour/week sick leave by dividing the total accrual by a conversion factor of 1.4 (2240 shift sick leave hours / 1.4 = 1600 40 hour/week sick leave hours).
No payment for unused sick leave will be made until the City has received written confirmation of the employee's retirement from PERS.
The provisions of this section also apply to employees who retire by ordinary disability retirement, provided they meet all the requirements of a service retirement, including ten years of continuous full-time City service.
An employee who retires by service retirement and later changes to industrial disability retirement is not eligible for this payment. In the event such payment has been made to the employee, it shall be returned to the City.
Sick Leave Conversion at Retirement: If a retiree (non-industrial disability) satisfies the eligibility provisions of 6.6 (above) and Personnel Rule 9.8.5, the employee may utilize all or any sick leave amount remaining after the application 05/14/2024 C12 46 of 57
Effective 05/14/2023
10 of 6.6 to offset group insurance premium costs and any increases thereto as a retiree participant on the City's group insurance policy, as defined by the policy document and Personnel Rule 9.8.5. For purposes of this section, the remaining sick leave hours after application of 6.6 shall be converted to dollars at the employee's base hourly rate of pay at retirement and shall be retained by the City for premium payment to the City's group insurance carrier for the retiree and dependent premium until eligibility ceases or such funds have been exhausted.
The provisions of this section do not entitle the retiree to any cash payment of sick leave hours other than that provided in 6.6.
Conversion under this article will reduce the amount of sick leave that can be applied toward PERS Service Credit for Unused Sick Leave.
6.7 Sick Leave Conversion: Any employee in this group have the option of converting the unused sick leave accrual for the fiscal year at the rate of three hours of sick leave to two hours of vacation, provided that the employee retains a minimum of eighty (80) hours sick leave accrued at the end of the fiscal year and after use of this conversion option. Each employee interested in this conversion of sick leave shall notify the City in writing of his/her intent to convert sick leave by the end of the last pay period in June. Accrual and use of vacation hours provided under this policy shall be governed by applicable City rules. This conversion is only available to employees on the payroll effective July 1 of the new fiscal year.
6.8 Dependent Leave and Personal Leave: Employees may use up to 18 hours of their accrued sick leave on a fiscal year basis for personal leave time and 40 hours dependent leave, or the amount defined by state law.
Currently dependent care leave shall be granted in accordance with state law, which provides that an employee is entitled to use ½ of his/her annual accrued sick leave to care for a family member (i.e., parent, child, or spouse/registered domestic partner.)
6.9 Management Incentive Pay: As funding is available, each Department Director shall be eligible for a $900 payment per fiscal year (amounts are prorated monthly for less than a full year). This compensation is granted to Department Directors as incentive pay due to the unique nature of their jobs involving complete responsibility for the operations of a major function of the City’s organization. This is not overtime pay and is not tied to specific hours worked.
This payment may be taken in a lump sum payment or applied to the cost of group insurance or other benefit costs at the employee’s discretion. This payment is reported to the Public Employees Retirement System as reportable compensation. As of July 1, 2009, this provision will be eliminated for Fiscal Year 2009-2010, and future years.
6.10 Flexible Spending Accounts: Effective January 1, 1991, the City will provide a Flexible Spending Account (FSA) in which employees may use pre-tax dollars to pay for child care, group insurance premiums, or other related expenses.
Program administrative costs will be paid by the City.
05/14/2024 C12 47 of 57
Effective 05/14/2023
11 6.11 Long-Term Disability Plan: The City shall pay premiums of the Long-Term Disability Plan contracted for by the City.
6.12 Short-Term Disability Plan: Management Employees shall be eligible for the City's Short-Term Disability Plan and premiums shall be paid by the City.
6.13 State Disability Insurance (SDI): Confidential Employees shall be eligible for the City's SDI plan and premiums shall be paid by the City.
6.14 Optical Plan: The City shall pay premiums for the optical plan contracted for by the City on behalf of employees and their dependents.
6.15 Life Insurance: The City shall provide group life insurance for each employee in an amount equivalent to one times annual salary, not to exceed $50,000.
Supplemental life insurance is available at employee's expense.
6.15.1 In the event of an active employee’s death, the City shall pay a “Survivor’s Benefit” in the lump sum amount of $25,000 to the employee’s designated beneficiary. The maximum payment by the City shall be $25,000 regardless of the number of beneficiaries.
6.16 Vacation: Vacation may be taken as it accrues and may accumulate to no more than 360. When an employee terminates employment with the City, he/she shall be paid at his/her base hourly rate for any hours remaining on record for unused, accrued vacation to the maximum accrual allowed.
If the City Manager determines that a Management Employee has been unable to take vacation due to the demands of City business, the City Manager may, on written request of the employee, once annually authorize cash payment for up to 64 hours (80 hours for Department Directors and Appointed Employees) of vacation. To qualify for this benefit, the employee must use an equivalent number of vacation hours to the number of sell-back hours within ninety (90) days of such payment, unless otherwise authorized by the City Manager. If, after the provisions of the above paragraph have been utilized during a fiscal year, a Management Employee's written request to take vacation is refused on the grounds that the City's needs preclude the employee taking time off, and such refusal results in the employee exceeding the accrual limit, the City Manager may approve cash compensation at straight time for the hours accrued in excess of the time limit during the period of time in which the requested leave was denied.
6.16.1 Accruals:
A.Appointed Employees and Department Directors:
141 hours during first through fifth years
165 hours during the sixth year through the twentieth year 178 hours during the twenty-first year and thereafter
B.Exempt Management and Confidential:
05/14/2024 C12 48 of 57
Effective 05/14/2023
12 125 hours during first through fifth years
149 hours during sixth through ninth years
165 hours during the tenth year through the twentieth year 178 hours during the twenty-first year and thereafter
6.17 Administrative Leave: Appointed Employees and Department Directors shall be credited with seventy-six (76) hours of administrative leave accrued on a fiscal year basis on the first full payroll period of July. Management Employees shall be credited with sixty (60) hours. Such leave must be used during the fiscal year or it is forfeited. Should the employee terminate employment with the City for any reason during the fiscal year, any amount of administrative leave taken by the employee over that amount which would have been accrued by the employee by pay period at the date of termination, shall be deducted from the employee's final paycheck. Should the terminating employee have a balance of administrative leave at the time of termination, the employee shall be compensated for that portion of the time, which would have been accrued by the employee by pay period at the date of termination.
6.18 Overtime: Confidential employees shall be compensated for overtime in the same manner as General employees. All paid leave time shall count as hours worked computing overtime. Compensatory time for Confidential employees may be accrued to a maximum of fifty-eight (58) hours.
6.19 Severance Pay: If an employee is requested to resign or terminated from employment, he/she shall receive severance pay based on years of service according to the following formula, provided that the termination of employment was not the result of a general lay-off:
Zero through ten years service 160 hours
More than ten years service 320 hours
The City Manager and City Attorney are exempted from the provisions of this section.
6.20 Bilingual Pay: This provision is not applicable to Appointed Employees or Department Directors. The City agrees to provide additional compensation in the amount of $960 per calendar year for the use of bilingual skills as determined by the Human Resources Director. Effective July 1, 2021, payment for this service will be on a bi-weekly basis in the amount of $36.92 and will commence upon qualification. Employees who were on the bilingual list prior to ratification, will receive lump sum payment of 2021 bilingual pay in the first paycheck that relflects the first full pay period after ratification.
Bilingual pay does not accrue during any leave of more than four consecutive weeks. To qualify for and receive bilingual pay, employees must pass a proficiency test as determined appropriate by the City.
The Confidential employee (designated by and certified as bilingual by the 05/14/2024 C12 49 of 57
Effective 05/14/2023
13 Human Resources Director), who regularly serves as the City's switchboard operator, shall receive bilingual pay in the amount of $75 per pay period (full pay periods only).
7.0 ACTING PAY: Any Management or Confidential employee assigned to act in a higher classification, and serving continuously in said higher classification for at least three (3) weeks, shall receive the pay established for said higher classification for all such time worked. At a minimum, the rate of pay shall be at the lowest salary established for said higher classification that results in additional compensation for the acting employee.
Acting pay for Management and Confidential employees requires the approval of the City Manager or his/her designee.
8.0 PARAMEDIC LICENSE PAY
All Fire Department management personnel who are licensed paramedics in San Diego County shall receive a $400 “Paramedic License Payment” (PLP). To be eligible to receive the PLP, a licensed paramedic employee must have worked for the City of Vista and hold a current license for twelve consecutive calendar months prior to the July in which the PLP is paid.
9.0 UNIFORMS
The City provides and maintains uniforms for all management Fire Department personnel. For those employees who are not “new members” under the Public Employees’ Pension Reform Act of 2013 (PEPRA), the City will report on a biweekly basis to CalPERS the monetary value for providing and maintaining the employee’s required uniforms. The City will report the uniform value on a biweekly basis to CalPERS to coincide with payroll reporting. The uniform allowance reported to CalPERS is derived from the City’s operating budget and is $23.85 biweekly ($620 per year) per employee. This amount is special compensation pursuant to Title 2 CCR Section 571(a)(5), “Uniform Allowance”.
Effective July 1, 2021, the uniform allowance reported to CalPERS is derived from the City’s operating budget and is $28.85 per biweekly ($750 per fiscal year) per employee.
For those employees who are not “new members” under PEPRA, the City will report this allowance as special compensation, pursuant to Title 2 CCR Section 571(a)(5), “Uniform Allowance”.
10.0 DISCRIMINATION/HARASSMENT PREVENTION POLICY: All Management and Confidential Employees are subject to the provisions of the Personnel Rules concerning the Discrimination/Harassment Prevention Policy.
11.0 EXEMPT MANAGEMENT SPECIAL MERIT INCREASES: An Appointing Authority may adjust the salary placement of an employee within the salary range of an “Exempt Management” position at any time with the approval of the City Manager. A special merit salary adjustment that occurs outside of the employee’s anniversary date shall change an employee’s salary anniversary date, and the employee will be evaluated annually on his/her new anniversary date and may receive a salary adjustment as recommended by the appointing authority and approved by the City Manager.
Management Employees who are at the top step in their range may be eligible for performance pay above the top of the range, subject to approval by the City Manager. In 05/14/2024 C12 50 of 57
Effective 05/14/2023
14 such cases, the recommending Department Director shall state the term of the special merit increase for final approval by the City Manager. The duration of the special merit pay shall be for no longer than six months unless extended by the City Manager.
12.0 TEMPORARY APPOINTMENTS: Temporary appointments as addressed in Personnel Rule 4.1.4 may be made to Management and Confidential positions.
13.0 FLEXIBLE STAFFING OF CERTAIN ENTRY- LEVEL CONFIDENTIAL POSITIONS:
12.1 Flexible Staffing means the reclassification of employees in certain entry-level Confidential positions to a higher level after a specified period of time.
12.2 The Confidential Office Specialist I/II and Human Resources Technician I/II positions shall be flexibly staffed, pursuant to the provisions of this Article.
12.3 Flexible staffing is a method that allows a non-competitive promotion from one classification level to another upon the recommendation of the Department Director and approval of the Human Resources Director. It is used for positions within designated classifications where progressively responsible duties are assigned as an employee becomes more proficient and experienced. Normally, positions are filled at the lower level, unless the needs of the department require that the position be filled at the higher level. When an employee is hired at the lower level, the person may be advanced to the higher level after the responsibilities, difficulty and complexity of assigned duties increase with additional experience and knowledge.
A person in a lower level position shall be considered for advancement to the higher level flexibly staffed position after serving for twenty four (24) months in the lower level position. Advancement is not automatic and shall be at the discretion of the Department Director subject to a position classification audit, to be completed prior to the twenty four (24) months, by the Human Resources Office. This does not preclude the City from identifying certain positions in the lower level class that contain primarily routine and repetitive tasks and maintaining those positions at the lower level. The salary of an employee who is advanced to a higher classification by flexible staffing shall be governed by the Personnel Rules pertaining to Compensation on Promotion.
14.0 HEALTH REIMBURSEMENT ARRANGEMENT:
14.1 Effective during the 2007/08 fiscal year, the City intends to provide a Health Reimbursement Arrangement (HRA) program that will enable employees within defined groups to contribute accumulated sick leave, holiday leave, compensatory time, and vacation hours towards an HRA in amounts as set forth below, subject to the rules and regulations of the Internal Revenue Service (IRS).
14.2 The contribution of leave time to the HRA as noted above shall be limited to a maximum of 50 hours at full hourly value to be placed in the HRA during the 2007/2008 fiscal year. In order to contribute leave hours, the employee’s remaining sick leave balance must have a minimum of 80 hours after the conversion. During the 2008/2009 fiscal year, the maximum contribution of leave 05/14/2024 C12 51 of 57
Effective 05/14/2023
15 hours will increase from 50 to 60 hours.
14.3 Upon retirement or separation from employment, it is the City’s intent, subject to IRS rules and regulations, to allow employees to contribute amounts to their HRA that they would otherwise receive as payouts. Employees must meet established eligibility requirements for those payouts. Note: “payouts” does not include the conversion of accumulated sick leave to be left on deposit with the City for the payment of premiums for the City’s retiree group insurance.
14.4 HRA program contributions for Fiscal Year 2010-2011 are suspended. HRA program contributions for Fiscal Year 2011-2012 are suspended. HRA program contributions for Fiscal Year 2012-2013 are suspended. HRA program contributions for Fiscal Year 2013-2014 and future years are suspended. 05/14/2024 C12 52 of 57
00107235 2
RESOLUTION NO. 2024-
A RESOLUTION OF THE CITY COUNCIL OF THE CHARTERED CITY OF
VISTA, CALIFORNIA, AMENDING THE CITY-WIDE CLASSIFICATION AND
COMPENSATION INDEX, AND REPEALING THE PROVISIONS OF ANY
RESOLUTIONS IN CONFLICT HEREWITH
The City Council of the City of Vista does resolve as follows:
1. Findings. The City Council hereby finds and declares the following:
A. The City Council established a Classification and Compensation Index to designate wage and range scales for employees by its adoption of Resolution No. 2024-52 on April 23, 2024.
B. The City Council further desires to amend the City-Wide Classification and Compensation Index to reflect the following changes:
Reassign the ranges for the Deputy Fire Chief, Fire Division Chief, Fire Battalion Chief and Fire Marshall positions.
Provide an increase of 1% to all ranges within the Vista Chief Officer Association. Provide a 10% increase to the range for the 40-hour Fire Battalion Chief. Increase the Fire Division salary range by 7.5%
C. The City Council further desires to approve one new classification specifications accompanying these changes.
2. Action.
A. The City-Wide Classification and Compensation Index is hereby amended as provided in the Attachment attached hereto and incorporated herein by reference, and shall take effect as of May 3, 2024.
B.All resolutions in conflict herewith are repealed and shall be of no further force or effect after May 2, 2024.
05/14/2024 C12 53 of 57
EXHIBIT 3
00107235 2
RESOLUTION NO. 2024-
CITY COUNCIL OF THE CHARTERED CITY OF VISTA
PAGE 2
3.Adoption. PASSED AND ADOPTED at a meeting of the City Council of the City of Vista held on May 14, 2024, by the following vote:
AYES:
NOES:
ABSTAIN:
APPROVED AS TO FORM:
WALTER CHUNG, CITY ATTORNEY
By:
JOHN FRANKLIN, MAYOR
ATTEST:
KATHY VALDEZ, CITY CLERK
By:
Attachment: City-Wide Classification and Compensation Index effective May 3, 2024
APPROVED
Walter C. Chung
20240506181737
05/14/2024 C12 54 of 57
CITY OF VISTA
CITY-WIDE CLASSIFICATION AND COMPENSATION INDEX
EFFECTIVE: May 3, 2024
Resolution No.Page 1 of 3
AUTHORIZED
DEPARTMENT GROUP CLASSIFICATION RANGE*SUBTOTAL POSITIONS NOTES CITY COUNCIL Elct Mayor 1 -$ 3,236$
Elct Councilmember 4 -$ 3,118$
Con Secretary to the City Council C24 1 5,664$ -6,872$ SUBTOTAL 6
CITY MANAGER -----City Manager MCP 1 -$ -24,617$ DD Assistant City Manager MCP 1 10,043$ -21,248$
Mgt Assistant to the City Manager MCP 1 9,778$ -11,885$ Mgt Communications Officer MCP 1 8,160$ -9,917$ Mgt Climate Action Plan Program Administrator MCP 1 7,876$ -9,573$ Mgt Management Analyst MCP 2 F 6,851$ -8,323$
Con Secretary to the City Manager C24 1 5,664$ -6,872$ Vma Community Improvement Maintenance Worker II V19 2 A/F 4,560$ -5,542$ Vma Community Improvement Maintenance Worker I V17 F 4,343$ -5,278$ Gen Communications Specialist G18 1 4,450$ -5,409$ Gen Office Specialist II G9 1 F 3,573$ -4,343$ Code Mgt Code Enforcement Manager MCP 1 8,173$ -9,935$ Enforcement Gen Senior Code Enforcement Officer G32 1 6,261$ -7,610$ Gen Code Enforcement Officer II G26 4 5,409$ -6,574$ Gen Code Enforcement Officer I G19 2 4,560$ -5,542$ Gen Senior Office Specialist G13 1 3,939$ -4,788$ Housing and Mgt Housing Program Manager MCP 1 8,664$ -10,532$ Homeless Services Mgt Homeless Services Program Manager MCP 1 8,664$ -10,532$ Mgt Management Analyst MCP 1 6,851$ -8,323$
Gen Staff Assistant G21 1 4,788$ -5,819$
Gen Senior Office Specialist G13 1 3,939$ -4,788$ SUBTOTAL 26
INFORMATION DD Information Technology Director MCP 1 10,043$ -21,248$ TECHNOLOGY Mgt Information Technology Manager MCP 1 9,824$ -11,938$ Mgt GIS Coordinator MCP 1 7,996$ -9,718$
Mgt Senior Information Technology Analyst MCP 1 7,996$ -9,718$ Mgt Information Technology Analyst MCP 2 6,907$ -8,395$ Con Information Technology Technician C26 2 5,409$ -6,574$ SUBTOTAL 8
HUMAN DD Human Resources Director MCP 1 10,043$ -21,248$ RESOURCES Mgt Principal Human Resources Analyst MCP 1 8,821$ -10,724$ Mgt Risk & Safety Program Manager MCP 1 F 7,876$ -9,573$ Mgt Human Resources Analyst MCP 1 F 6,851$ -8,323$ Con Human Resources Coordinator C29 1 5,819$ 7,073$ Con Human Resources Technician II C23 2 F 5,027$ -6,110$ Con Senior Office Specialist C14 2 4,036$ -4,906$ Con Office Specialist II C10 1 F 3,661$ -4,450$ SUBTOTAL 10
ECONOMIC DD Economic Development Director MCP 1 10,043$ -21,248$ DEVELOPMENT Gen Economic Development Specialist G31 1 6,110$ -7,427$ SUBTOTAL 2
FINANCE DD Finance Director/Treasurer MCP 1 10,043$ -21,248$ Mgt Finance Manager MCP 1 10,350$ -12,579$
Mgt Budget Manager MCP 1 9,824$ -11,938$
Mgt Senior Management Analyst MCP 2 7,876$ -9,573$ Mgt Senior Accountant MCP 1 7,876$ -9,573$
Con Accountant C31 1 6,110$ -7,427$
Con Accounting Technician C23 1 5,027$ -6,110$
Gen Accounting Technician G22 2 4,906$ -5,963$
Gen Senior Account Clerk G18 1 4,450$ -5,409$
Gen Account Clerk G14 3 4,036$ -4,906$
SUBTOTAL 14
CITY ATTORNEY -----City Attorney MCP 1 -$ -22,640$ Mgt Assistant City Attorney MCP 3 F 14,523$ -17,654$ Con Paralegal C29 1 5,819$ -7,073$
Con Staff Assistant C22 1 4,906$ -5,963$
Con Senior Office Specialist C14 1 4,036$ -4,906$ SUBTOTAL 7
CITY CLERK DD City Clerk MCP 1 10,043$ -21,248$
Mgt Assistant City Clerk MCP 1 6,421$ -7,803$
Gen Program Assistant G16 1 4,238$ -5,151$
Gen Office Specialist II G9 1 F 3,573$ -4,343$
SUBTOTAL 4
MONTHLY SALARY
05/14/2024 C12 55 of 57
CITY OF VISTA
CITY-WIDE CLASSIFICATION AND COMPENSATION INDEX
EFFECTIVE: May 3, 2024
AUTHORIZED
GROUP CLASSIFICATION RANGE*SUBTOTAL POSITIONS NOTES
FIRE DD Fire Chief MCP 1 10,043$ -21,248$
DEPARTMENT Vco Deputy Fire Chief FM40 2 14,552$ -17,687$ Vco Fire Division Chief FM30 1 13,971$ -16,982$
Vco Fire Battalion Chief (40-hour)FM15 1 13,360$ 16,239$ Vco Fire Battalion Chief (56-hour)FM10 3 12,146$ -14,763$ Mgt Fire Marshall FM20 1 12,146$ -14,763$
Mgt Emergency Services Officer MCP 1 8,851$ -10,760$ Mgt Management Analyst MCP 2 6,851$ -8,323$
Fir Fire Captain S80 19 9,143$ -11,113$
Fir Fire Engineer S70 18 7,902$ -9,608$
Fir Firefighter/Paramedic S30 42 A 7,598$ -9,239$ Fir Fightfighter/Paramedic Recruit S29 A/F 5,155$
Fir Assistant Fire Marshall S85 1 9,144$ 11,115$ Fir Fire Inspector S35 4 6,426$ -8,614$
Fir Emergency Medical Technicians I/II (EMT)S20/S21 12 2,947$ -3,761$ Gen Staff Assistant G21 1 4,788$ -5,819$
Gen Senior Office Specialist G13 2 3,939$ -4,788$ SUBTOTAL 111
PUBLIC WORKS DD Public Works Director MCP 1 10,043$ -21,248$ Administration Mgt Public Works Operations Manager MCP 2 10,350$ -12,579$ Mgt Administrative Programs Manager MCP 1 7,876$ -9,573$ Mgt Management Analyst MCP 1 6,851$ -8,323$
Con Management Assistant C32 1 6,261$ -7,610$
Gen Wastewater Asset Program Specialist G32 1 6,261$ 7,610$ Gen Senior Account Clerk G18 1 4,450$ -5,409$
Gen Office Specialist II G9 3 F 3,573$ -4,343$ Vehicle Mgt Public Works Supervisor MCP 1 6,982$ -8,487$ Maintenance Vma Fleet Maintenance Worker III V29 2 5,819$ -7,073$ Vma Fleet Maintenance Worker II V25 3 A/F 5,278$ -6,416$ Vma Fleet Maintenance Worker I V21 F 4,788$ -5,819$ Right-of-Way Mgt Public Works Supervisor MCP 1 6,982$ -8,487$ Maintenance Vma Street Maintenance Worker III V23 4 5,027$ -6,110$ Vma Street Maintenance Worker II V19 12 A/F 4,560$ -5,542$ Vma Street Maintenance Worker I V17 F 4,343$ -5,278$ Vma Maintenance Worker Trainee V11 3,751$ -4,560$ Sanitary Sewer Mgt Public Works Supervisor MCP 1 6,982$ -8,487$ Maintenance Vma Wastewater Worker III V27 3 5,542$ -6,737$ Vma Wastewater Worker II V22 12 A/F 4,906$ -5,963$ Vma Wastewater Worker I V20 F 4,672$ -5,679$
Vma Maintenance Worker Trainee V11 3,751$ -4,560$ Park/Facility Mgt Public Works Supervisor MCP 2 6,982$ -8,487$ Maintenance Vma Park Maintenance Worker III V23 2 5,027$ -6,110$ Vma Facilities Maintenance Worker III V23 2 5,027$ -6,110$ Vma Facilities Maintenance Worker II V19 4 A/F 4,560$ -5,542$ Vma Facilities Maintenance Worker I V17 4,343$ -5,278$ Vma Maintenance Worker Trainee V11 3,751$ -4,560$ SUBTOTAL 60
RECREATION &DD Recreation & Community Services Director MCP 1 10,043$ -21,248$ COMMUNITY Mgt Recreation & Community Services Operations Manager MCP 2 10,350$ -12,579$ SERVICES Mgt Community Services Program Manager MCP 2 7,876$ -9,573$ Mgt Waterpark Manager MCP 1 7,876$ -9,573$
Mgt Management Analyst MCP 1 6,851$ -8,323$
Gen Theater Technical Coordinator G19 1 4,560$ -5,542$ Gen Account Clerk G14 1 4,036$ -4,906$
Vma Waterpark Facility Specialist V23 1 5,027$ -6,110$ Gen Assistant Waterpark Manager G18 2 4,450$ -5,409$ Gen Ticket Office Supervisor G19 1 4,560$ -5,542$ Gen Theater Administrative Coordinator G19 1 4,560$ -5,542$ Gen Staff Assistant G21 1 4,788$ -5,819$
Gen Senior Office Specialist G13 0.75 1PT 3,939$ -4,788$ Gen Park Ranger G12 4 3,844$ 4,672$
Gen Recreation Leader IV G10 1 3,661$ -4,450$
Gen Office Specialist II G9 1.75 3,573$ -4,343$ Gen Recreation Coordinator GN/AD34 3.75 4,194$ -5,098$ Gen Food Services Supervisor GN33 1 4,093$ -4,975$ Gen Bus Driver GN15 0.875 3,451$ -4,194$
SUBTOTAL 28.125
Resolution No.
MONTHLY SALARY
05/14/2024 C12 56 of 57
CITY OF VISTA
CITY-WIDE CLASSIFICATION AND COMPENSATION INDEX
EFFECTIVE: May 3, 2024
Resolution No.Page 3 of 3
AUTHORIZED
GROUP CLASSIFICATION RANGE*SUBTOTAL POSITIONS NOTES
COMMUNITY DD Community Development Director MCP 1 10,043$ -21,248$ DEVELOPMENT Mgt Assistant Community Development Director MCP 1 13,605$ 15,319$ Planning Mgt City Planner MCP 1 10,987$ -12,086$
Mgt Senior Planner MCP 1 7,947$ -9,658$
Gen Associate Planner G36 1 6,903$ -8,390$
Gen Junior Planner G24 1 5,151$ 6,261$
Gen Staff Assistant G21 1 4,788$ -5,819$
Development Mgt Building Official MCP 1 12,007$ -14,591$ Services Gen Plan Check Engineer G44 1 8,390$ -10,199$ Gen Junior Plan Check Engineer G32 1 6,261$ 7,610$ Gen Senior Building Inspector G36 1 6,903$ -8,390$ Gen Building Inspector II G32 2 A/F 6,261$ -7,610$ Gen Supervising Dev. Services Tech G32 1 6,261$ -7,610$ Gen Senior Dev. Services Tech G30 1 5,963$ -7,248$ Gen Development Services Tech II G27 1 F 5,542$ -6,737$ Gen Senior Office Specialist G13 1 3,939$ -4,788$ SUBTOTAL 17
ENGINEERING DD Engineering Director/City Engineer MCP 1 10,043$ -21,248$ Mgt Engineering Division Manager MCP 1 13,185$ -16,027$ Mgt Senior Engineer MCP 1 10,514$ -12,777$
Mgt Capital Projects Manager MCP 1 8,664$ -10,532$ Mgt Administrative Programs Manager MCP 1 7,876$ -9,573$ Gen Right of Way Agent G48 1 9,250$ -11,244$
Gen GIS Mapping Technician G25 1 5,278$ -6,416$ Stormwater Mgt Stormwater Program Manager MCP 1 8,664$ -10,532$ Gen Sr. Environmental Specialist G36 1 6,903$ -8,390$ Gen Environmental Specialist II G32 3 F 6,261$ -7,610$ Con Management Assistant C32 1 6,261$ -7,610$
Traffic Mgt Engineering Division Manager MCP 1 13,185$ -16,027$ Engineering Gen Traffic Systems Operations Specialist G44 1 8,390$ -10,199$ Gen Assistant Engineer G38 1 7,248$ -8,810$
Gen Senior Office Specialist G13 1 3,939$ -4,788$ Land Mgt Senior Engineer MCP 1 10,514$ -12,777$
Development Gen Assistant Engineer G38 2 7,248$ -8,810$ Gen Construction Inspector II G32 1 F 6,261$ -7,610$ Sewer Projects Mgt Engineering Division Manager MCP 1 13,185$ -16,027$ Mgt Principal Engineer MCP 1 11,807$ -14,344$
Mgt Senior Engineer MCP 1 10,514$ -12,777$
Mgt Capital Projects Manager MCP 1 8,664$ -10,532$ Gen Computerized Maint. Management Systems Specialist G44 1 8,390$ -10,199$ Gen Assistant Engineer G38 1 7,248$ -8,810$
Gen Construction Inspector II G32 3 F 6,261$ -7,610$ Gen Engineering Technician II G31 1 F 6,110$ -7,427$ SUBTOTAL 31
324.125
GROUP KEY: Elct-Elected Official; DD-Department Director; Mgt-Management; Vco - (VCOA); Gen-General (VCEA); Vma-General (VCMA); Fir-Fire (VFFA); Con-Confidential; MCP-Mgmt. Compensation Plan; GN-Nutrition Center (VCEA); AD-Adobe (VCEA) NOTES:
A Number of allocated positions may vary within the stated ranges provided the aggregate total does not change.
PT
F
ADDITIONAL NOTE *The salary ranges for all groups except the MCP group are approximate numbers. The actual numbers for these groups are contained in each respective salary table. The range numbers for the MCP group are the actual minimums and maximums of the salary ranges.
MONTHLY SALARY
TOTAL POSITIONS
Part-time Position
Human Resources Management Analyst/Assistant, Risk and Safety Management Analyst/Assistant and Assistant City Attorney/Deputy City Attorney are flexibly staffed classifications. Incumbents of the lower classification may be advanced to the higher classification at the discretion of the appointing authority and approval of the Human Resources Director. The salary range for the Human Resources and Risk and Safety Management Assistant, which is included in the Confidential Employee Group, is 10% below Management Analyst. The salary range for Deputy City Attorney is 15% below Assistant City Attorney. Firefighter/Paramedic Recruit and Firefighter/Paramedic are flexibly staff positions. Human Resources Technician I/II, Engineering Technician I/II, Environmental Specialist I/II, Development Services Technician I/II, Community Improvement Maintenance Worker I/II, Fleet Maintenance Worker I/II, Facility Maintenance Worker I/II, Office Specialist I/II, Construction Inspector I/II, Building Inspector I/II, Street Maintenance Worker I/II, Wastewater Worker I/II, and Park Maintenance Worker I/II are also flexibly staffed classifications. 05/14/2024 C12 57 of 57