Agenda packet — West Sacramento City Council, February 19, 2025 (part 7 of 8)

The waiver by the City or any of its officers or employees or the failure of the City or any of its officers or employees to take action with respect to, any right conferred by, or any breach of any term, covenant, or condition of this agreement shall not be deemed to be a waiver of such a term, covenant, or condition or subsequent breach of the same, or of any other term, covenant, or condition of this agreement.

Martha Guerrero, Mayor
City of West Sacramento
_______________________________________
Ryan Lukins
West Sacramento Police Managers’ Association
_______________________________________
Jeff Carter, Labor Consultant
Mastagni Law
Dated: ____________________________
Dated: ____________________________
Dated: ____________________________
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MEMORANDUM
OF

UNDERSTANDING

BETWEEN

THE CITY OF WEST SACRAMENTO
AND
THE WEST SACRAMENTO POLICE MANAGERS’ ASSOCIATION
Effective January 1, 2025 through December 31, 2027
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Table of Contents

1. Recitals.................................................................................................................................1

2. Wages ..................................................................................................................................1

3. Uniform Allowance ..............................................................................................................5

4. Retirement...........................................................................................................................6

5. Health and Welfare Benefits................................................................................................7

6. Sick Leave.............................................................................................................................14

7. Vacation Leave.....................................................................................................................15

8. Holidays ...............................................................................................................................17

9. Management Leave .............................................................................................................19

10. Reversion Rights ..................................................................................................................19

11. General Provisions...............................................................................................................19 1182
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1. Recitals

1.1. Parties
This Memorandum of Understanding (“MOU” or “Agreement”) is entered into by and between the City of West Sacramento (“the City”) and the West Sacramento Police Managers' Association (“the PMA” or “the Association”).

1.2. Recognition
The City recognizes the PMA as the sole and exclusive bargaining representative for all full-time employees of the City who are in the classification of Police Lieutenant.

1.3. Definitions

1.3.1. Appointing Authority
The Appointing Authority shall mean the City Manager or designee.

1.3.2. Chief of Police
The Chief of Police or designee.

1.3.3. City Manager
The City Manager or designee.

1.3.4. Department
Department shall mean the Police Department.

1.3.5. Employee
Employee shall mean an employee in the bargaining unit represented by the Association.

2. Wages

2.1. Rates of Pay

2.1.1. Hourly Rate of Pay
The hourly rate of pay shall mean the employee’s current hourly rate without any additional pays. 1183
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2.1.2. Regular Rate of Pay
The regular rate of pay shall mean the employee’s current hourly rate of pay plus all incentives (including Education/POST, Medical in Lieu (opt out), and Bilingual) pay for which the employee qualifies under the MOU.

2.1.3. Separation Rate of Pay
The separation rate of pay for all employees shall mean the employee’s current hourly rate of pay at time of separation plus the following incentives: Bilingual, and Education/POST, for which the employee qualifies under this MOU.

2.2. Salary

2.2.1. Salary Adjustments
 Effective the first payroll period after ratification and approval by the City Council in 2025, employees shall receive a general salary increase of six percent (6.0%).  Effective pay period inclusive of January 1, 2026, employees shall receive a general salary increase of three percent (3.0%).
 Effective pay period inclusive of January 1, 2027, employees shall receive a general salary increase of three percent (3.0%).

2.2.1.1 Effective the first payroll period after ratification and inclusive of approval by the City Council in 2025, employees shall receive an equity adjustment of four percent (4.0%)

2.2.1.2 Retroactivity of 2025 GSI and Equity Adjustments: Effective the first pay period after ratification and approval by the City Council, employees will receive a one-time, non-PERSable lump sum equivalent payment of the general salary increase and equity adjustment retroactive to the pay period inclusive of January 1, 2025.
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2.2.2. Salary Schedule
For employees hired prior to July 1, 2018, there will be no steps in the salary range. Each range has a minimum and a maximum monthly salary for the classification. Advancement within the salary range shall not be automatic but shall be contingent upon completion of their annual evaluation.

Upon promotion to the Police Lieutenant classification, current City employees existing at the time of ratification/approval of this MOU will continue to be placed within the salary range with no steps.

For employees hired after June 30, 2018, the salary range consists of nine (9) steps (A through I) with approximately two-point five percent (2.5%) between each step. Advancement to the next step in the range is contingent upon obtaining a “satisfactory” or higher rating on their annual performance evaluation.

2.2.3. Retention Bonus Pay
Effective the first payroll period after ratification and approval by the City Council in 2025, employees will receive a one-time, non-PERSable lump sum signing bonus of two thousand dollars ($2,000).

2.3. Bilingual Pay
Employees possessing and utilizing bilingual skills on duty shall receive bilingual pay in the amount of five percent (5.0%) of their hourly rate of pay. Pay continues to be received while employee is utilizing sick leave or holiday pay. The number of employees, the languages available, and the qualification requirements will be determined by the City.

2.4. Call Back Pay
Employees called back to work shall be paid at their hourly rate of pay for the duration of the call back.

The employee can take this in the form of pay or compensatory time off.

2.5. Mutual Aid and Other Responses
Employees shall be paid at the rate of time and one-half (1.5) their regular rate of pay for mutual aid response through the California Mutual Aid System and for call-out and response through the California Office of Emergency Services.
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Employees shall be paid at the rate of time and one-half (1.5) their regular rate of pay in the event of an unusual or prolonged emergency situation within the City of West Sacramento as approved by the City Manager.

2.6. Special Event Pay and OTS Pay
An Employee who is required by the Department to work at a Special Event or an event funded by a California Office of Traffic Safety (OTS) grant during hours outside their normally scheduled workday shall be paid at the rate of time and one-half their regular rate of pay for time worked at the Special Event/OTS event. The Employee shall only be compensated under this section if the Employee is deployed to:
 Special Event for which the special event permitee is required to pay city support and/or public services costs under West Sacramento Municipal Code Chapter 12.08. Special Events, such that the full cost of the Employee's time working the event is recouped by the City.  An OTS event (e.g., DUI checkpoint) for which the costs of the event, including all staffing, is fully funded by the OTS grant, such that the full cost of the Employee’s time working the event is reimbursed to the City.

The need for an Employee to be deployed to work such a Special Event/OTS Event will be identified by the Department through the City of West Sacramento Special Event permitting process and OTS event staffing process, respectively. Overtime accrued from Special Event and OTS deployments is excluded from being provided as CTO.

2.7. 401(a) Money Purchase Plan
The City contributes three percent (3%) of the employee’s hourly rate of pay, and the employee may contribute a voluntary percentage of their hourly rate of pay to a 401(a) Money Purchase Plan.

2.8. Incentives

2.8.1. Educational/POST Incentives
Upon verification, employees shall receive five percent (5.0%) of their hourly rate of pay for issuance of a Bachelor’s Degree.
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Upon verification, employees shall receive five percent (5.0%) of their hourly rate of pay for issuance of a Master’s Degree.

Upon verification, employees shall receive five percent (5.0%) of their hourly rate of pay for issuance of a POST Management Certificate plus completion a professional development course that is pre-approved by the Police Chief. Examples of professional development courses that would satisfy this requirement are:

California Police Chief Association Executive Leadership Institute, POST Command College, FBI National Academy or Law Enforcement Executive Development Seminar, Police Executive Research Forum Senior Management in Policing program, Naval Post Graduate School certificate programs, California POST Master Instructor Program, University-based executive development courses. Subject to course offerings and schedules, department operational and staffing needs, and budgetary constraints, it is the City’s intent that individuals seeking such professional development courses will typically be able to commence the course within two (2) years of the request.

The maximum incentive under this section shall be fifteen percent (15.0%).

2.8.2. Career Enhancement & Wellness
The City will reimburse up to one thousand dollars ($1000) per fiscal year to all eligible employees (prorated for new hires) for eligible expenses related to Career Enhancement and/or Wellness Activities and Programs incurred within twelve (12) months from the date of the expenditure, pursuant to the requirements and procedures outlined in City Administrative Policy II-E-1.

3. Uniform Allowance

3.1. When hired, an employee shall be directed to the appropriate vendor(s) where they will obtain the required uniforms and/or equipment, which will be paid for by the City directly to the vendor(s). The required uniform and equipment for each classification will be contained in a policy and furnished to the Association on an annual basis. Employees are required to meet Department uniform standards. 1187
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3.2. Employees who damage their clothing or personal items while working shall be reimbursed according to the provisions of the City Administrative Policy II-E-8.

3.3. The City shall provide sworn employees with level three A (3A) soft body armor with trauma plate and replace the body armor when damaged or prior to the manufacturer’s expiration date.

4. Retirement

4.1. CalPERS Retirement
The City will continue its participation in the California Public Employees' Retirement System (CalPERS).

4.1.1. Police Safety Members hired prior to October 8, 2011, shall receive the 3% @ 50 formula, highest twelve (12) months for final compensation determination, the Third Level of the 1959 Survivor’s Benefit, Unused Sick Leave Option, and Military Service Credit as Public Service.

The CalPERS contract includes Section 20516, Employees Sharing Cost of Additional Benefits. This allows affected employees to share in the cost of the 3% @ 50 enhanced retirement formula. These employees pay four point three two five percent (4.325%) to share in the cost of the 3% @ 50 formula.

As applicable, the employee contribution will be made pre-tax.

These Police Safety Members will pay the entire nine percent (9%) of the CalPERS employee contribution on a pre-tax basis.

4.1.2. Police Safety Members hired between October 8, 2011, and December 31, 2012, or Classic Members, as defined by CalPERS, shall receive the 3% @ 55 formula, highest thirty-six (36) months for final compensation determination, the Third Level of the 1959 Survivor’s Benefit, Unused Sick Leave Credit option and Military Service Credit as Public Service.
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The CalPERS contract includes Section 20516, Employees Sharing Cost of Additional Benefits. This allows affected employees to share in the cost of the 3% @ 55 enhanced retirement formula. These employees pay four point three-two-five percent (4.325%) to cost share for the 3% @ 55 formula. As applicable, the employee contribution will be made pre-tax.

These Police Safety Members will also pay the entire nine percent (9%) of the CalPERS employee contribution on a pre-tax basis.

4.1.3 New Police Safety Members hired on or after January 1, 2013, who have never been a CalPERS member, have not been a CalPERS member in the past 180 days, and who are not eligible for reciprocity with another California public retirement system as defined by the Public Employees’ Pension Reform Act (PEPRA), and are not a rehire who is formerly a classic member, shall receive the

2.7% @ 57 formula, highest thirty-six (36) months for final compensation determination, the Third Level of the 1959 Survivor’s Benefit, Unused Sick Leave Credit option and Military Service Credit as Public Service.

These Police Safety Members will pay the entire CalPERS employee contribution as determined by CalPERS on a pre-tax basis.

5. Health and Welfare Benefits

5.1. City Contributions for Dental, Vision and Medical
The City shall continue enrollment in the State of California Public Employees' Retirement System (CalPERS) Health Insurance Program. Medical plans are offered through the CalPERS medical program (PEHMCA) using the unequal minimum contribution methodology. The Dental Plan is self-insured through Delta Dental. Vision is offered through Vision Service Plan.

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The City’s contribution to the cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life at the employee only level at minimum:
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,075 per month.
 Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,822 per month.  Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,377 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
 Share the Savings (Medical Opt Out)
 Employees hired prior to July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the family rate depending on coverage selected.
 New employees hired on or after July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the employee only rate.

Employees can purchase up to the family rate with the opt out funds.

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(medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life insurance at the employee only level at minimum:
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,175 per month.
 Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,922 per month.  Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,477 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
 Share the Savings (Medical Opt Out)
 Employees hired prior to July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the family rate depending on coverage selected.
 New employees hired on or after July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the employee only rate.

Employees can purchase up to the family rate with the opt out funds.

Retroactivity of 2025 Health Benefits Contribution: Effective the first pay period after ratification and approval by the City Council, employees will receive a one-time, non-PERSable lump sum equivalent payment of the difference between the City’s 2024 and 2025 contributions to the cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) retroactive to the pay period inclusive of January 1, 2025.
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5.1.3 Effective the pay period inclusive of January 1, 2026, the City’s contribution to the cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life at the employee only level at minimum:
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,234 per month.
 Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $2,018 per month.  Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,601 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
 Share the Savings (Medical Opt Out)
 Employees hired prior to July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the family rate depending on coverage selected.
 New employees hired on or after July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the employee only rate.

Employees can purchase up to the family rate with the opt out funds.

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Effective the pay period inclusive of January 1, 2027, the City’s contribution to the cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life insurance at the employee only level at minimum:
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,296 per month.
 Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $2,119 per month.  Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,731 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
 Share the Savings (Medical Opt Out)
 Employees hired prior to July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the family rate depending on coverage selected.
 New employees hired on or after July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the employee only rate.

Employees can purchase up to the family rate with the opt out funds.

5.2. Retiree Medical Benefits

5.2.1. Employees Retired Prior To July 1, 2018
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Employees will receive one hundred percent (100%) of medical premiums to be paid by the City not to exceed eight-hundred dollars ($800) per month. Dental and Vision premiums are to be paid by the retiree. Employees hired after July 1, 2010, must have ten (10) years of service with the City in order to receive this benefit. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

5.2.2. Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, and Promoted from Within The City

5.2.2.1. Employees Hired Before January 1, 2002
Employees hired before January 1, 2002, will receive retiree medical benefits to be provided through PEHMCA. One hundred percent (100%) of the premiums will be paid up to the level paid to active employees for the associated coverage tier. Dental and Vision premiums are to be paid by the retiree. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree. The City agrees not to change the terms and conditions of retiree health benefits contained in the Retiree Health Benefits Information Guide (RHBIG) without meeting and conferring with the Association.

5.2.2.2. Employees Hired After December 31, 2001
Employees hired after December 31, 2001, will receive retiree medical benefits pursuant to the following formula:
10 years of service= 50% of premiums
15 years of service= 75% of premiums
20 years of service= 90% of premiums
These premiums will be paid, up to the level paid to active employees for the associated coverage tier.
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Dental and Vision premiums are to be paid by the retiree. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree. The City agrees not to change the terms and conditions of retiree health benefits contained in the RHBIG without meeting and conferring with the Association.

For employees hired between July 1, 2014 and June 30, 2018 and retired at the time of ratification and City Council approval of the 2025 successor MOU, these premiums will be paid up to the level paid to active employees for the associated coverage tier not to exceed one thousand two hundred ($1,200) dollars per month.

5.2.2.3. For employees who fall under sections 5.2.2.1 and 5.2.2.2, upon reaching age 65 and Medicare eligibility, the City’s reimbursement of retiree medical premiums shall be reduced and shall not exceed eight-hundred dollars $800 per month.

5.2.3. Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, Hired from Outside the City Employees will receive one hundred percent (100%) of medical premiums to be paid by the City not to exceed eight-hundred dollars ($800) per month. Dental and Vision premiums are to be paid by the retiree. Employees hired after July 1, 2012, must have ten (10) years of service with the City in order to receive this benefit. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

5.2.4. Employees First Hired on Or After July 1, 2018
For employees first hired on or after July 1, 2018, the City’s maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees pursuant to the Public Employees Medical and Hospital Care Act (PEMHCA).

The following contributions shall also be made to the employees Retiree Health Savings Account (RHS). After accruing ten (10) continuous years of service with the City, and upon separation from the 1195
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City, employees may draw from the City contribution in this account. Employees who terminate City service for reasons other than retirement or layoff prior to ten (10) years of continuous service with the City will forfeit any City contribution.
• From zero (0) to five (5) years of service, employees shall receive twenty-five ($25) per month in to be deposited to the employee’s RHS account
• After completion of five (5) years of continuous service with the City, employees shall receive one hundred dollars ($100.00) per month to be deposited into their RHS account. • After completion of ten (10) years of continuous service with the City, employees shall receive one hundred and fifty dollars ($150.00) per month to be deposited into their RHS account. • After completion of twenty (20) years of continuous service with the City, employees shall receive two hundred dollars ($200.00) per month to be deposited into their RHS account.

5.2.5. Employees who separate from the City but are rehired into a POA or PMA classification shall be entitled to the Retiree Medical benefits tier associated with their original date of hire.

5.2.6. Employees shall contribute ten dollars ($10) per month to be used to reduce the unfunded liability for retiree medical.

5.3 Life Insurance
The Life Insurance is a $24,000 term life insurance policy with $1,000 coverage for a spouse and children aged 6 months to 23 years and $100 coverage for children aged 14 days to 6 months. Premiums shall be paid by the employee.

6. Sick Leave

6.1. Accrual of Sick Leave
Employees shall be entitled to sick leave with pay which shall accrue at the rate of eight (8) hours for each month of service commencing with the date of employment. 1196
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 Employees hired on or before the fifteenth (15th) day of a month shall be credited with eight (8) hours of sick leave for that month.
 Employees hired after the fifteenth (15th) day of a month shall have sick leave credited to them beginning the first (1st) day of the following month.

6.2. Pay Out of Sick Leave
Upon layoff or death, one-half (.5) of the value of an employee's accumulated sick leave will be paid to the employee or their beneficiary at their separation rate of pay.

Employees who retire have the option to choose between a cash-out of up to one-half (.5) of their unused sick leave at their separation rate of pay, with the remaining balance reported to CalPERS as service credit; in lieu of any cash-out, up to one hundred percent (100%) of unused sick leave will be reported to CalPERS as service credit.

7. Vacation Leave

7.1. Vacation Accrual
Employees shall accrue vacation leave based on their continuous years of full-time employment with the City as follows:

7.1.1 Starting with the first year of employment, each employee shall be entitled to eighty (80) hours of vacation leave with pay. Such vacation leave shall accrue at the rate of eighty (80) hours per year until such employee has served continuously for five (5) years.

7.1.2. Each full-time employee who has served continuously for five (5) years shall be entitled one hundred twenty (120) hours of vacation leave with pay per year up to ten (10) years.

7.1.3. Each full-time employee who has served continuously for ten (10) years shall be entitled to one hundred sixty (160) hours of vacation leave with pay per year up to twenty (20) years. 1197
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7.1.4. Each full-time employee who has served continuously for twenty (20) years or more shall be entitled to two hundred (200) hours of vacation leave with pay per year.

7.1.5. Maximum Vacation Accrual
Employees with less than twenty (20) years of service may accrue a maximum of two hundred and forty (240) hours. Employees with twenty years of service or more may accrue a maximum of three hundred (300) hours.

7.1.6. Employees may have prior years of qualifying years of service included in their City years of service if they previously worked in a sworn capacity with a POST participating agency, in determining their vacation accrual tier. Prior years of service must be verified by submitting a copy of POST Profile.

Additional documentation may be requested if necessary.

7.2. Vacation Buy Back
Eligible employees will have the opportunity to sell back unused accrued vacation hours. To be eligible for the vacation sell back program, the employee must use a minimum of 40 hours of accrued leave time (not including sick leave or paid holidays) in the preceding calendar year and submit a request form by December in the year prior to the year of sell back. Eligible employees may sell back up to 40 hours, twice a year (for a total 80 hours max) of accrued vacation time. The decision by an employee to cash out vacation hours is irrevocable. The hours shall be converted to a dollar amount based on the employee’s regular rate of pay at the time of buy back.

7.3. Vacation Scheduling

7.3.1. Vacations may be taken as vacation hours are accrued, subject to approval by the Chief of Police.

7.3.2. The time for and scheduling of vacations shall be subject to approval by the Chief of Police and coordination by the Department with other employees.
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7.4. Vacation Pay upon Termination
Upon leaving employment, an employee shall be cashed out of their accrued vacation at their separation rate of pay.

8. Holidays

8.1. City Holidays
Employees shall earn ninety-six (96) hours of holiday time per calendar year as listed in Section 8.1.1.

Holiday time can be taken at any time after it is earned (the pay period in which the holiday occurs).

Upon retirement, employees are entitled to cash out all unused holiday time at their separation rate of pay. Upon resignation, layoff or lawful termination, employees are not entitled to any payout for unused holiday time (no cash out).

8.1.1. City Holidays

1. New Year's Day (January 1)

2. Martin Luther King, Jr.'s Birthday (third Monday in January)

3. Presidents’ Day (third Monday in February)

4. Cesar Chavez Day (March 31)

5. Memorial Day (last Monday in May)

6. Juneteenth (June 19)

7. Independence Day (July 4)

8. Labor Day (first Monday in September)

9. Veteran's Day (November 11)

10. Thanksgiving Day (last Thursday in November)

11. Day After Thanksgiving (last Friday in November)

12. Christmas Day (December 25)

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When any of the above holidays fall on a Sunday, the Monday following shall be observed as a holiday.

When any of the above holidays fall on a Saturday, the preceding Friday shall be observed as the holiday. An observed holiday must be in the calendar year that the holiday occurs.

8.2. Floating Holidays
Employees shall accrue twenty-eight (28) hours of floating holiday annually at the beginning of the fiscal year, July 1. An employee appointed during the period from July 1 through December 31 shall be entitled to twenty-eight (28) hours for that fiscal year. An employee appointed during the period from January 1 through March 31 shall be entitled to fourteen (14) hours for the remainder of the fiscal year. An employee appointed during the period from April 1 through June 30 shall not be entitled to any floating holiday hours for that fiscal year.

8.2.1. Upon separation, employees are entitled to payout for any unused floating holiday time.

8.3. Compensation for Work on Holidays
If an employee is required to work on a day being observed as a City holiday, the employee shall be paid at time and one-half (1-1/2) the employee's regular rate of pay plus retain the holiday hours to be used within the fiscal year or be compensated for same prior to the fiscal year end. At the end of each fiscal year, any unused accrued holiday time, up to 80 hours shall be paid out to employees in the pay period inclusive of June 30th.

8.3.1. If a holiday occurs during the time an employee is on an excused absence without pay, the employee shall not be entitled to receive pay for the holiday.

8.3.2. When any of the above holidays fall during a regularly scheduled paid leave period, or the employee is on sick leave, the employee will receive holiday time in lieu of being charged the appropriate leave time.

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West Sacramento Police Managers’ Association
01/01/2024 – 12/31/2024

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Should a holiday be observed on an employee's regularly scheduled day off, the employee shall be compensated for eight (8) hours work at their regular rate of pay or may retain the holiday hours to be taken at a later time within the same fiscal year at the employee's choice.

9. Management Leave
Employees shall receive eighty (80) hours of management leave annually on July 1. Employees hired during the fiscal year shall receive a pro-rated amount of management leave for that year. Upon separation, employees are entitled to payout for any unused management leave hours.

10. Reversion Rights
If a member of the Police Management Association (PMA) is selected for a higher-level position within the Police Department other than Police Chief and either does not pass probation in that higher level position or is released based on the position’s at-will status, they will have return rights to their former Lieutenant position. This side letter supersedes Section 3.13 of the City’s Personnel Rules. A member of the PMA who does not pass probation at a higher-level position or is demoted based on the at-will nature of the higherlevel position will be returned to the rank of Lieutenant even if there are no vacancies at that rank.

11. General Provisions

11.1. Integration
This MOU constitutes the entire agreement between the parties and concludes meeting and conferring on any subject, except as provided herein, or as otherwise mutually agreed upon, whether included in the MOU or not.

11.2. Prior Agreements
It is agreed that the terms and conditions of the MOU itself shall constitute the whole of the agreement between the parties thereto, and that the terms and conditions of this MOU shall supersede all earlier proposals, conversations, practices or oral or written agreements constituting any portion of the meet and confer process or other discussion leading up to this MOU.

11.3. Other Matters
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The parties agree that no agreement was reached on other matters discussed and that the City is not obligated to make any changes or take any action regarding them. The City reserves the right to make organizational changes with notice to the Association.

11.4. Alteration
No alteration or variation of the terms of this Agreement shall be valid unless made in writing and signed by the parties hereto, and no oral understanding or agreement not incorporated herein shall be binding on any of the parties hereto.

11.5. Severability
If any provision of the MOU is determined to be invalid by operation of law, or by any tribunal of competent jurisdiction or, if compliance with or enforcement of such provision is restrained by any tribunal, the remainder of this MOU shall not be affected thereby. If any portion of this MOU is so held to be invalid, or if compliance with any provision is restrained, the City is authorized to take immediate action to achieve compliance with the laws, provided that the City shall give notice to the Association prior to such action and the City shall provide the Association with an opportunity to meet and confer within thirty (30) days after any determination of invalidity or service of a restraining order, for the purpose of arriving at a mutually satisfactory replacement for such article or section.

11.6. Implementation
The provisions of the MOU, except as provided herein, shall supersede any City ordinances and resolutions currently in effect for the term of this MOU to the extent that they are inconsistent with the provisions of the MOU.

11.7 Term
Except as set forth in this document, the MOU shall become effective January 1, 2025, following ratification by the Association and adoption by the City Council and shall remain in full force and effect to and including December 31, 2024. The parties agree to begin bargaining for a successor MOU by October 31, 2027.

11.8. Waiver
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West Sacramento Police Managers’ Association
01/01/2024 – 12/31/2024

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CITY OF WEST SACRAMENTO AND
THE WEST SACRAMENTO POLICE MANAGERS’ ASSOCIATION
Total Tentative Agreement
Offered: January 29, 2025
MOU Language:

The City proposes new language below as follows:

2. Wages

2.1. Rates of Pay

2.1.1. Hourly Rate of Pay
The hourly rate of pay shall mean the employee’s current hourly rate without any additional pays.

2.2. Salary

2.2.1. Salary Adjustments

2.2.1.1  Effective the first payroll period after ratification and approval by the City Council in 2025, employees shall receive a general salary increase of three six percent (36.0%) retroactive to February 1, 2022.
 Effective pay period inclusive of January 1, 20232026, employees shall receive a general salary increase of three percent (3.0%).
 Effective pay period inclusive of January 1, 2027, employees shall receive a general salary increase of three percent (3.0%).

2.2.1.2 Effective the first payroll period after ratification and inclusive of approval by the City Council in 2025, employees shall receive an equity adjustment of four percent (4.0%)

2.2.1.3 1204
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Retroactivity of 2025 GSI and Equity Adjustments: Effective the first pay period after ratification and approval by the City Council, employees will receive a one-time, non-PERSable lump sum equivalent payment of the general salary increase and equity adjustment retroactive to the pay period inclusive of January 1, 2025.

2.2.2. Salary Schedule
For employees hired prior to July 1, 2018, there will be no steps in the salary range. Each range has a minimum and a maximum monthly salary for the classification (Appendix A). Advancement within the salary range shall not be automatic but shall be contingent upon completion of their annual evaluation.

For employees hired after June 30, 2018, the salary range consists of nine (9) steps (A through I) with approximately two-point five percent (2.5%) between each step (Appendix A). Advancement to the next step in the range is contingent upon obtaining a “satisfactory” or higher rating on their annual performance evaluation.

2.2.3. Retention Signing Bonus Pay
 Effective the first payroll period after ratification and approval by the City Council in 2025, employees will receive a one-time, non-PERSable lump sum signing bonus of three percent (3%) of annual base paytwo thousand dollars ($2,000).

Effective pay period inclusive of July 1, 2023, employees will receive a one-time, non-PERSable lump sum retention payment of three percent (3%) of annual base pay.

2.4. Call Back Pay
Employees called back to work shall be paid at their hourly rate of pay for the duration of the call back.

The employee can take this in the form of pay or compensatory time off.

2.5. Mutual Aid and Other Responses
Employees shall be paid at the rate of time and one-half (1.5) their regular rate of pay for mutual aid response through the California Mutual Aid System and for call-out and response through the California Office of Emergency Services.
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Employees shall be paid at the rate of time and one-half (1.5) their regular rate of pay in the event of an unusual or prolonged emergency situation within the City of West Sacramento as approved by the City Manager.

2.6. Special Event and OTS Pay
An Employee who is required by the Department to work at a Special Event or an event funded by a California oOffice of Traffic Safety (OTS) grant during hours outside their normally scheduled workday shall be paid at the rate of time and one-half their regular rate of pay for time worked at the Special Event/OTS event. The Employee shall only be compensated under this section if the Employee is deployed to:
 aA Special Event for which the special event permitee is required to pay city support and/or public services costs under West Sacramento Municipal Code Chapter 12.08. Special Events, such that the full cost of the Employee's time working the event is recouped by the City; OR.  An OTS event (e.g., DUI checkpoint) for which the costs of the event, including all staffing, is fully funded by the OTS grant, such that the full cost of the Employee’s time working the event is reimbursed to the City.

The need for an Employee to be deployed to work such a Special Event/OTS event will be identified by the Department through the City of West Sacramento Special Event permitting process and OTS event staffing process, respectively. Overtime accrued from Special Event and OTS deployments is excluded from being provided as CTO.

5. Health and Welfare Benefits

5.1.1 The City’s contribution to the cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life at the employee only level at minimum:
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 for employee only will be the actual premium amount up to one hundred percent (100%) of the PORAC plan for employee only and the cost of employee only basic dental and basic vision, not to exceed $846 per month;
 for employee plus one will be the actual premium amount up to eighty-five percent (85%) of the PORAC plan for employee plus one and eighty-five percent (85%) of the employee plus one basic dental and basic vision plans, not to exceed $1545 per month; and  for employee plus two or more will be the actual premium amount up to eighty five percent (85%) of the PORAC plan for employee plus two or more and eighty five percent (85%) of the employee plus two or more basic dental and basic vision plans, not to exceed $1980 per month.

5.1.2. Share the Savings
Employees hired prior to July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the family rate depending on coverage selected.

New employees hired on or after July 1, 2018, who opt out will receive four hundred and seventy-five dollars ($475) and City paid basic dental and basic vision at the employee only rate. Employees can purchase up to the family rate with the opt out funds.

5.21.1 Effective the pay period after ratification and inclusive of approval by the City Council in January 2024, tThe City’s contribution to the cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life at the employee only level at minimum:
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,075 per month.
 Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,822 per month.  Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,377 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
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 5.2.1.1 Share the Savings (Medical Opt Out)
 Employees hired prior to July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the family rate depending on coverage selected.
 New employees hired on or after July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to thewho opt out will receive four hundred and seventy-five dollars ($475) and City paid basic dental and basic vision at the employee only rate. Employees can purchase up to the family rate with the opt out funds.

5.1.2 Effective the pay period after ratification and inclusive of approval by the City Council in 2025, the City’s contribution to the cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life insurance at the employee only level at minimum:
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,175 per month.
 Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,922 per month.  Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,477 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
 Share the Savings (Medical Opt Out)
 Employees hired prior to July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month 1208
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plus City paid basic dental and basic vision up to the family rate depending on coverage selected.
 New employees hired on or after July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the employee only rate.

Employees can purchase up to the family rate with the opt out funds.

5.1.3 Effective the pay period inclusive of January 1, 2026, the City’s contribution to the cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life at the employee only level at minimum:
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,234 per month.
 Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $2,018 per month.  Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,601 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
 Share the Savings (Medical Opt Out)
 Employees hired prior to July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the family rate depending on coverage selected.
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 New employees hired on or after July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the employee only rate.

Employees can purchase up to the family rate with the opt out funds.

5.1.4 Effective the pay period inclusive of January 1, 2027, the City’s contribution to the cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life insurance at the employee only level at minimum:
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,296 per month.
 Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $2,119 per month.  Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,731 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
 Share the Savings (Medical Opt Out)
 Employees hired prior to July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the family rate depending on coverage selected.
 New employees hired on or after July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the employee only rate.

Employees can purchase up to the family rate with the opt out funds.

5.3. Retiree Medical Benefits

5.3.1. Employees Retired Prior To July 1, 2018
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Employees will receive one hundred percent (100%) of medical premiums to be paid by the City not to exceed eight-hundred dollars ($800) per month. Dental and Vision premiums are to be paid by the retiree. Employees hired after July 1, 2010, must have ten (10) years of service with the City in order to receive this benefit. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

5.3.2. Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, and Promoted from Within The City

5.3.2.1. Employees Hired Before January 1, 2002
Employees hired before January 1, 2002, will receive retiree medical benefits to be provided through PEHMCA. One hundred percent (100%) of the premiums will be paid, indexed to the PORAC rate depending on coverage tier selected, not to exceed up to the level paid to active employees of for the associated coverage tier. Dental and Vision premiums are to be paid by the retiree. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree. The City agrees not to change the terms and conditions of retiree health benefits contained in the Retiree Health Benefits Information Guide (RHBIG) without meeting and conferring with the Association.

5.3.2.2. Employees Hired After December 31, 2001
Employees hired after December 31, 2001, will receive retiree medical benefits pursuant to the following formula:
10 years of service= 50% of premiums
15 years of service= 75% of premiums
20 years of service= 90% of premiums
These premiums will be paid, indexed to the PORAC rate depending on coverage tier selected, not to exceed up to the level paid to active employees for the of associated coverage tier.

Vision is offered for up to 18 months (COBRA) and is paid by the retiree. The City agrees not to change the terms and conditions of retiree health benefits contained in the RHBIG without meeting and conferring with the Association.

5.3.2.3. Employees Hired After June 30, 2014
Employees hired after June 30, 2014, will receive retiree medical benefits pursuant to the following formula:
10 years of service= 50% of premiums
15 years of service= 75% of premiums
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20 years of service= 90% of premiums
These premiums will be paid, indexed to the PORAC rate depending on coverage tier selected, not to exceed the level paid to active employees of associated coverage tier, and not to exceed one thousand two hundred ($1,200) dollars per month. Dental and Vision premiums are to be paid by the retiree.

Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot reelect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

5.3.2.4. For employees who fall under sections 5.3.2.1 and, 5.3.2.2, and 5.3.2.3, upon reaching age 65 and Medicare eligibility, the City’s reimbursement of retiree medical premiums shall be reduced and shall not exceed eight-hundred dollars $800 per month.

5.3.3. Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, Hired from Outside the City
Employees will receive one hundred percent (100%) of medical premiums to be paid by the City not to exceed eight-hundred dollars ($800) per month. Dental and Vision premiums are to be paid by the retiree. Employees hired after July 1, 2012, must have ten (10) years of service with the City in order to receive this benefit. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

5.3.4. Employees First Hired on Or After July 1, 2018
For employees first hired on or after July 1, 2018, the City’s maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees pursuant to the Public Employees Medical and Hospital Care Act (PEMHCA).

The following contributions shall also be made to the employees Retiree Health Savings Account (RHS).

After accruing ten (10) continuous years of service with the City, and upon separation from the City, employees may draw from the City contribution in this account. Employees who terminate City service for reasons other than retirement or layoff prior to ten (10) years of continuous service with the City will forfeit any City contribution.
• From zero (0) to five (5) years of service, employees shall receive twenty-five ($25) per month in to be deposited to the employee’s RHS account
• After completion of five (5) years of continuous service with the City, employees shall receive one hundred dollars ($100.00) per month to be deposited into their RHS account. • After completion of ten (10) years of continuous service with the City, employees shall receive one hundred and fifty dollars ($150.00) per month to be deposited into their RHS account. • After completion of twenty (20) years of continuous service with the City, employees shall receive two hundred dollars ($200.00) per month to be deposited into their RHS account.

5.3.5. 1212
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Employees who separate from the City but are rehired into a POA or PMA classification shall be entitled to the Retiree Medical benefits tier associated with their original date of hire.

5.3.6. Employees shall contribute ten dollars ($10) per month to be used to reduce the unfunded liability for retiree medical.

10.7. Term
Except as set forth in this document, the MOU shall become effective January 1, 20242025, following ratification by the Association and adoption by the City Council and shall remain in full force and effect to and including December 31, 20252027. The parties agree to begin bargaining for a successor MOU by October 31, 20252027.

For WSPMA: _________________________ Date: _________________________ Jeff Carter
For the City: _________________________Date: __________________________ Laura A. Izon
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City of West Sacramento
Benefits Summary
POLICE MANAGER’S ASSOCIATION
(Police Lieutenant)
TERM OF AGREEMENT: 01/01/20254 – 12/31/20274
Auto Allowance: None
Bereavement & Reproductive
Loss Leave:

See Personnel Rules.

Bilingual Pay: A premium pay of 5% will be added for employees possessing and utilizing bilingual skills on duty. The number of individuals to receive this pay, the languages available, and the qualification requirement will be determined by the City.

Call Back: For the position of Police Lieutenant, Call Back will be paid at the hourly rate of pay. This can be in the form of pay or comp time. (See also “Mutual Aid and Other Responses” below.) Career Enhancement &
Wellness:

The City will reimburse up to one thousand dollars ($1000) per fiscal year to all eligible employees (prorated for new hires) for materials and fees for career enhancement & wellness activities.

Deferred Compensation: Voluntary
401(a) Money Purchase Plan: City contributes 3% of the employees hourly rate of pay.

Education/POST Incentive: Employees shall receive 5% for Bachelors Degree, and additional 5% for Master’s Degree. (Must be accredited)
Employees shall receive 5% of their hourly rate of pay for issuance of a POST Management Certificate plus completion a professional development course that is pre-approved by the Police Chief.

The maximum incentive under this section shall be 15%.

Holidays: 12 set and 3.5 floating. (96 set holiday hours, and 28 floating holiday hours). Holiday time can be taken at any time after it is earned (the pay period in which the holiday occurs or July 1 for floating holidays).

Upon separation, employees are only entitled to payout for any unused floating holiday time. Upon retirement, employees are entitled to cash out all unused holiday time at their separation rate of pay.

Upon resignation, layoff or lawful termination, employees are not entitled to any payout for unused holiday time (no cash out).

Long-Term Disability: Voluntary – Plan offered is Standard LTD.

Management Leave: 80 hours per fiscal year – pro-rated depending on date of hire (see Internal Procedures). No accumulation.
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City of West Sacramento
Benefits Summary
Police Managers Association
01/01/20245 – 12/31/20274

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Medical, Dental and Vision
After Retirement:

Employees Retired Prior To July 1, 2018: 100% of medical premiums to be paid by the City to maximum of $800 per month. Dental and Vision premiums to be paid by the retiree. Employees hired after July 1, 2010, must have 10 years of service with the City in order to receive this benefit. Should the retiree not elect to participate in dental after retirement or cancels coverage, theyhe/she cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, and Promoted from Within The City:

For employees and retirees hired before 1/1/2002: The City supplements the unequal, minimum contribution amount up to 100% of medical premiums indexed to the PORAC rate depending on coverage tier selected, not to exceedup to the level paid to active employees offor the associated coverage tier. Dental and vision premiums to be paid by the retiree. Should the retiree not elect to participate in dental after retirement or cancels coverage, theyhe/she cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

For employees hired between 1/1/2002 and 06/30/2018: The City supplements the unequal, minimum contribution amount so that the total amount available to the retiree for medical premiums for retirees is as follows:
10-14 years of service = 50% of premiums
15-19 years of service = 75% of premiums
20 or more years of service = 90% of premiums.

These premiums will be paid depending on coverage tier selected, up to the level paid to active employees for the associated coverage tier. Dental and vision premiums to be paid by the retiree.

Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

For employees who fall under this section, upon reaching age 65 and Medicare eligibility, the City’s reimbursement of retiree medical premiums shall be reduced and shall not exceed eight-hundred dollars $800 per month.

Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, Hired from Outside the City: 100% of medical premiums to be paid by the City to maximum of $800 per month. Dental and Vision premiums to be paid by the retiree. Employees hired after July 1, 2010, must have 10 years of service with the City in order to receive this benefit. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

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the PEMHCA minimum, employees will receive the following contributions to their Retiree Health Savings account:
 From zero (0) to five (5) years of service, employees shall receive twenty-five ($25) per month in to be deposited to the employee’s RHS account
 After completion of five (5) years of continuous service with the City, employees shall receive one hundred dollars ($100.00) per month to be deposited into their RHS account.  After completion of ten (10) years of continuous service with the City, employees shall receive one hundred and fifty dollars ($150.00) per month to be deposited into their RHS account.  After completion of twenty (20) years of continuous service with the City, employees shall receive two hundred dollars ($200.00) per month to be deposited into their RHS account.

Employees who terminate City service for reasons other than retirement or layoff prior to ten (10) years of continuous service with the City will forfeit any City contribution. After accruing ten (10) continuous years of service with the City, and upon separation from the City, employees may draw from the City contribution in this account.

Employees who separate from the City but are rehired into a POA or PMA classification shall be entitled to the Retiree Medical benefits tier associated with their original date of hire. 1216
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/20245 – 12/31/20274

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Medical, Dental and Vision
After Retirement (cont.):

These premiums will be paid, indexed to the CalPERS PORAC rate depending on coverage tier selected, not to exceed the level paid to active employees of associated coverage tier. For employees hired after 6/30/2014 the amount is capped at one thousand, two hundred dollars ($1,200) per month. Dental and vision premiums to be paid by the retiree. Should the retiree not elect to participate in dental after retirement or cancels coverage, he/she cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, Hired from Outside the City: 100% of medical premiums to be paid by the City to maximum of $800 per month. Dental and Vision premiums to be paid by the retiree. Employees hired after July 1, 2010, must have 10 years of service with the City in order to receive this benefit. Should the retiree not elect to participate in dental after retirement or cancels coverage, he/she cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

For employees first hired on or after July 1, 2018: The City’s maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees pursuant to the Public Employees Medical and Hospital Care Act (PEMHCA). In addition to the PEMHCA minimum, employees will receive the following contributions to their Retiree Health Savings account:
 From zero (0) to five (5) years of service, employees shall receive twenty-five ($25) per month in to be deposited to the employee’s RHS account
 After completion of five (5) years of continuous service with the City, employees shall receive one hundred dollars ($100.00) per month to be deposited into their RHS account.  After completion of ten (10) years of continuous service with the City, employees shall receive one hundred and fifty dollars ($150.00) per month to be deposited into their RHS account.  After completion of twenty (20) years of continuous service with the City, employees shall receive two hundred dollars ($200.00) per month to be deposited into their RHS account.

Employees who separate from the City but are rehired into a POA or PMA classification shall be entitled to the Retiree Medical benefits tier associated with their original date of hire. 1217
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/20245 – 12/31/20274

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Medical, Dental, Vision, Life
and LTD Insurance:

All PMA employees receive a set dollar amount to purchase benefits (cafeteria plan). The employee must purchase dental, vision and life insurance. and has the option to purchase medical insurance with the remainder of the allotment. Medical insurance is offered through the CalPERS Medical Program.

Dental plan is self-insured through Delta Dental. Vision plan is Vision Service Plan. The life insurance is a $24,000 term life insurance with $1,000 coverage for a spouse and children aged 6 months to 23 years, and $100 coverage for children aged 14 days to 6 months. See current rate chart for all premiums.

Effective January 13, 2024, the employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life (if applicable) at the employee only level at minimum. • Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,075 per month.
• Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,822 per month.
• Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,377 per month.

In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Effective February 22, 2025, the employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life (if applicable) at the employee only level at minimum. • Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,175 per month.
• Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,922 per month.
• Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,377 per month.

In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Effective January 1, 2026, the employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life (if applicable) at the employee only level at minimum. • Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,234 per month.
• Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $2,018 per month.
• Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,601 per month.

In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
1218
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/20245 – 12/31/20274

Page 6 ends

Effective January 1, 2027, the employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life (if applicable) at the employee only level at minimum. • Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,296 per month.
• Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $2,119 per month.
• Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,731 per month.

In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Medical, Dental, Vision, Life
and LTD Insurance (cont.):

Employee only will be the actual premium amount up to one hundred percent (100%) of the PORAC plan for employee only and the cost of employee only dental and vision, not to exceed $846 per month; and,
Employee plus one will be the actual premium amount up to eighty-five percent (85%) of the PORAC plan for employee plus one and eighty-five percent (85%) of the employee plus one dental and vision plans, not to exceed $1545 per month; and,
Employee plus two or more will be the actual premium amount up to eighty five percent (85%) of the PORAC plan for employee plus two or more and eighty five percent (85%) of the employee plus two or more dental and vision plans, not to exceed $1980 per month.

Effective the pay period after ratification and inclusive of approval by the City Council in January 2024, the employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life (if applicable) at the employee only level at minimum. • Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,075 per month.
• Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,822 per month.
• Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,377 per month.

In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Medical, Dental and Vision
Insurance Share the Savings
(Opt Out):

Employees hired before 7/1/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred, seventy five dollars ($475). In addition, the City will pay 100% of the premiums for basic dental and basic vision up to the family rate depending on coverage selected.

Employees hired after 6/30/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred, seventy five dollars ($475). In addition, the City will pay 100% of the premiums for basic dental and basic vision up to the employee only rate. Employees can purchase up to the family rate with the opt out funds. 1219
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/20245 – 12/31/20274

Page 7 ends

Mutual Aid and Other
Responses:

The position of Police Lieutenant shall be paid at the rate of time and one-half (1.5) their regular rate of pay for mutual aid response through the California Mutual Aid System and for call-out and response through the California Office of Emergency Services. Employees shall be paid at the rate of time and one-half (1.5) their regular rate of pay in the event of an unusual or prolonged emergency situation within the City of West Sacramento as approved by the City Manager.

One-Time Retention Bonus
Payment:

Effective the first payroll period after ratification and approval by the City Council in 2025, employees will receive a one-time, non-PERSable lump sum signing bonus of two thousand dollars ($2,000).Effective the payroll period after ratification and inclusive of approval by the City Council in January 2024, all employees will receive a one-time, non-PERSable lump sum signing bonus of threethousand dollars ($3,000).

Effective pay period inclusive of December 1, 2024, all employees will receive a one-time, nonPERSable lump sum retention bonus payment of four thousand dollars ($4,000).

Retirement: For employees hired on or after January 1, 2013, who have never been a CalPERS member, have not been a CalPERS member in the past 180 days, and who are not eligible for reciprocity with another California public retirement system as defined by the Public Employees’ Pension Reform Act (PEPRA), and are not a rehire who is formerly a classic member, the retirement formula will be 2.7% @ 57 in accordance with the Public Employees’ Pension Reform Act of 2013 (PEPRA). Employee pays entire employee contribution as determined by CalPERS on a pre-tax basis. This tier includes 3 year final compensation.

For employees hired between October 8, 2011, and December 31, 2012, or classic members as defined by CalPERS, the retirement formula will be 3% @ 55; employee pays entire 9% of employee’s contribution on a pre-tax basis. This tier includes 3 year final compensation. These employees also pay

4.325% to cost share for the 3% @ 55 formula on a pre-tax basis.

For employees hired before October 8, 2011, the retirement formula will be 3% @ 50; employee pays entire 9% of employee’s contribution on a pre-tax basis. This tier includes 1 year final compensation.

These employees also pay 4.325% to share in the cost of the 3% @ 50 formula on a pre-tax basis.

New employees covered by a public retirement system with reciprocity (i.e., 37 Act), will be placed in the 3% @ 55 plan, in accordance with PEPRA.

Salary Increases:  Effective the first payroll period after ratification and approval by the City Council in 2025, employees shall receive a general salary increase of six percent (6.0%).  Effective the first payroll period after ratification and inclusive of approval by the City Council in 2025, employees shall receive an equity adjustment of four percent (4.0%) o Retroactivity of 2025 GSI and Equity Adjustments: Effective the first pay period after ratification and approval by the City Council, employees will receive a one-time, non-PERSable lump sum equivalent payment of the general salary increase and equity adjustment retroactive to the pay period inclusive of January 1, 2025.  Effective pay period inclusive of January 1, 2026, employees shall receive a general salary increase of three percent (3.0%).
 Effective pay period inclusive of January 1, 2027, employees shall receive a general salary increase of three percent (3.0%).

Effective the first payroll period after ratification and inclusive of approval by the City Council, employees shall receive a general salary increase of ten percent (10.0%).

Sick Leave Accural: 8 hours per month. Unlimited accumulation and no payoff at termination or resignation. Up to 50% payoff of hours at separation rate of pay at retirement and remaining hours reported to CalPERS as additional service credit – OR – 100% of hours to be reported to CalPERS as additional service credit. 50% payoff of hours at separation rate of pay at layoff or death. 1220
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/20245 – 12/31/20274

Page 8 ends

Special Event & OTS Pay: An Employee who is required by the Department to work at a Special Event or an event funded by a California Office of Traffic Safety (OTS) grant during hours outside their normally scheduled work day shall be paid at the rate of time and one-half their regular rate of pay for time worked at the Special Event/OTS Event. The Employee shall only be compensated under this section if the Employee is deployed to: a
 Special Event for which the special event permitee is required to pay city support and/or public services costs under West Sacramento Municipal Code Chapter 12.08. Special Events, such that the full cost of the Employee's time working the event is recouped by the City.  An OTS event (e.g., DUI checkpoint) for which the costs of the event, including all staffing, is fully funded by the OTS grant, such that the full cost of the Employee’s time working the event is reimbursed to the City.

Unfunded Liability: Employee contributes $10 per month to be used to reduce the unfunded liability for retiree medical.

Vacation Accural: 1-5 yrs = 80 hours per year; 6-10 yrs = 120 hours per year; 11-19 yrs = 160 hours per year; 20+ yrs = 200 hours per year. Maximum accumulation to 19 yrs = 240 hours per year; maximum accumulation to 20 yrs = 300 hours per year. Total payoff at separation.

Sworn employees may have prior years of qualifying service included in their City years of service if they previously worked in a sworn capacity with a POST participating agency. Prior years of service must be verified by submitting a copy of POST Profile. Additional documentation may be requested if necessary.

Eligible employees will have the opportunity to sell back unused accrued vacation hours. To be eligible for the vacation sell back program, the employee must use a minimum of 40 hours of accrued leave time (not including sick leave or paid holidays) in the preceding calendar year and submit a request form by December in the year prior to the year of sell back. Eligible employees may sell back up to 40 hours, twice a year (for a total 80 hours max) of accrued vacation time. The decision by an employee to cash out vacation hours is irrevocable. The hours shall be converted to a dollar amount based on the employee’s regular rate of pay at the time of buy back.

Employees in this group should refer to the City Personnel Rules for further information on Employer/Employee relations, personnel practices, and terms and conditions of employment.
1221
City of West Sacramento
Benefits Summary
POLICE MANAGER’S ASSOCIATION
(Police Lieutenant)
TERM OF AGREEMENT: 01/01/2025 – 12/31/2027
Auto Allowance: None
Bereavement & Reproductive
Loss Leave:

See Personnel Rules.

The City will reimburse up to one thousand dollars ($1000) per fiscal year to all eligible employees (prorated for new hires) for materials and fees for career enhancement & wellness activities.

Deferred Compensation: Voluntary
401(a) Money Purchase Plan: City contributes 3% of the employees hourly rate of pay.

The maximum incentive under this section shall be 15%.

Upon resignation, layoff or lawful termination, employees are not entitled to any payout for unused holiday time (no cash out).

Long-Term Disability: Voluntary – Plan offered is Standard LTD.

Management Leave: 80 hours per fiscal year – pro-rated depending on date of hire (see Internal Procedures). No accumulation.
1222
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/2025 – 12/31/2027

Page 2 ends

Medical, Dental and Vision
After Retirement:

Employees Retired Prior To July 1, 2018: 100% of medical premiums to be paid by the City to maximum of $800 per month. Dental and Vision premiums to be paid by the retiree. Employees hired after July 1, 2010, must have 10 years of service with the City in order to receive this benefit. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, and Promoted from Within The City:

For employees and retirees hired before 1/1/2002: The City supplements the unequal, minimum contribution amount up to 100% of medical premiums up to the level paid to active employees for the associated coverage tier. Dental and vision premiums to be paid by the retiree. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

These premiums will be paid depending on coverage tier selected, up to the level paid to active employees for the associated coverage tier. Dental and vision premiums to be paid by the retiree.

Page 3 ends

 From zero (0) to five (5) years of service, employees shall receive twenty-five ($25) per month in to be deposited to the employee’s RHS account
 After completion of five (5) years of continuous service with the City, employees shall receive one hundred dollars ($100.00) per month to be deposited into their RHS account.  After completion of ten (10) years of continuous service with the City, employees shall receive one hundred and fifty dollars ($150.00) per month to be deposited into their RHS account.  After completion of twenty (20) years of continuous service with the City, employees shall receive two hundred dollars ($200.00) per month to be deposited into their RHS account.

Employees who separate from the City but are rehired into a POA or PMA classification shall be entitled to the Retiree Medical benefits tier associated with their original date of hire. 1224
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/2025 – 12/31/2027

Page 4 ends

Medical, Dental, Vision, Life
and LTD Insurance:

In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
1225
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/2025 – 12/31/2027

Page 5 ends

In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Medical, Dental and Vision
Insurance Share the Savings
(Opt Out):

Mutual Aid and Other
Responses:

One-Time Retention Bonus
Payment:

4.325% to cost share for the 3% @ 55 formula on a pre-tax basis.

These employees also pay 4.325% to share in the cost of the 3% @ 50 formula on a pre-tax basis.

New employees covered by a public retirement system with reciprocity (i.e., 37 Act), will be placed in the 3% @ 55 plan, in accordance with PEPRA.
1226
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/2025 – 12/31/2027

Page 6 ends

Special Event & OTS Pay: An Employee who is required by the Department to work at a Special Event or an event funded by a California Office of Traffic Safety (OTS) grant during hours outside their normally scheduled work day shall be paid at the rate of time and one-half their regular rate of pay for time worked at the Special Event/OTS Event. The Employee shall only be compensated under this section if the Employee is deployed to:
 Special Event for which the special event permitee is required to pay city support and/or public services costs under West Sacramento Municipal Code Chapter 12.08. Special Events, such that the full cost of the Employee's time working the event is recouped by the City.  An OTS event (e.g., DUI checkpoint) for which the costs of the event, including all staffing, is fully funded by the OTS grant, such that the full cost of the Employee’s time working the event is reimbursed to the City.

Unfunded Liability: Employee contributes $10 per month to be used to reduce the unfunded liability for retiree medical.

Uniform Allowance: When hired, an employee shall be directed to the appropriate vendor(s) where they will obtain the required uniforms and/or equipment, which will be paid for by the City directly to the vendor(s). 1227
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/2025 – 12/31/2027

Page 7 ends

Employees in this group should refer to the City Personnel Rules for further information on Employer/Employee relations, personnel practices, and terms and conditions of employment.
1228
Title Page City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025
City of West Sacramento
Salary Schedule
Fiscal Year 2024 / 2025

Page 1 of 17 ends

1229
Battalion Chief's Association City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE

BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Fire Battalion Chief BCA 7/1/24 $42.4739 $53.1676 $10,307 $12,902 $123,684 $154,824 *Based on 2912 annual hours

Page 2 of 17 ends

1230
City Manager City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION
TITLE

BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I City Manager 8/26/2023 $136.9500 $23,738 $284,856

Page 3 of 17 ends

1231
Confidential City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Administrative Assistant CONFID 7/1/24 $30.9058 $37.6558 $5,357 $6,527 $64,284 $78,324 $5,357 $5,491 $5,628 $5,769 $5,913 $6,061 $6,213 $6,368 $6,527 Administrative Clerk I CONFID 7/1/24 $22.9904 $28.0154 $3,985 $4,856 $47,820 $58,272 $3,985 $4,085 $4,187 $4,292 $4,399 $4,509 $4,622 $4,738 $4,856 Administrative Clerk II CONFID 7/1/24 $25.3038 $30.8250 $4,386 $5,343 $52,632 $64,116 $4,386 $4,496 $4,608 $4,723 $4,841 $4,962 $5,086 $5,213 $5,343 Administrative Clerk III CONFID 7/1/24 $26.7577 $32.6019 $4,638 $5,651 $55,656 $67,812 $4,638 $4,754 $4,873 $4,995 $5,120 $5,248 $5,379 $5,513 $5,651 Executive Assistant to the City Manager CONFID 7/1/24 $32.8327 $39.9981 $5,691 $6,933 $68,292 $83,196 $5,691 $5,833 $5,979 $6,128 $6,281 $6,438 $6,599 $6,764 $6,933 Human Resources Analyst I CONFID 1/15/25 $38.3250 $46.6904 $6,643 $8,093 $79,716 $97,116 $6,643 $6,809 $6,979 $7,153 $7,332 $7,515 $7,703 $7,896 $8,093 Human Resources Analyst II CONFID 1/15/25 $45.0923 $54.9346 $7,816 $9,522 $93,792 $114,264 $7,816 $8,011 $8,211 $8,416 $8,626 $8,842 $9,063 $9,290 $9,522 Human Resources & Payroll Technician I CONFID 7/1/24 $26.7577 $32.6019 $4,638 $5,651 $55,656 $67,812 $4,638 $4,754 $4,873 $4,995 $5,120 $5,248 $5,379 $5,513 $5,651 Human Resources & Payroll Technician II CONFID 7/1/24 $30.9058 $37.6558 $5,357 $6,527 $64,284 $78,324 $5,357 $5,491 $5,628 $5,769 $5,913 $6,061 $6,213 $6,368 $6,527 Payroll Administrator CONFID 7/1/24 $34.8231 $42.4385 $6,036 $7,356 $72,432 $88,272 $6,036 $6,187 $6,342 $6,501 $6,664 $6,831 $7,002 $7,177 $7,356

Page 4 of 17 ends

1232
Elected Officials City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY
MINIMU
M
HOURLY
MAXIMU
M

MONTHLY
MINIMU
M

MONTHLY
MAXIMU
M
ANNUAL
MINIMU
M
ANNUAL
MAXIMU
M

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I City Council Member ELECTED OFFICIAL 12/14/24 $1,600 $19,200 Mayor ELECTED OFFICIAL 12/14/24 $1,600 $19,200

Page 5 of 17 ends

1233
Executive Management City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Assistant City Manager EXECMGM 7/1/24 $93.5019 $113.6331 $16,207 $19,696 $194,484 $236,357 Deputy City Manager EXECMGM 1/15/25 $80.1462 $97.3998 $13,892 $16,883 $166,704 $202,592 Director of Capital Projects EXECMGM 7/1/24 $80.1462 $97.3998 $13,892 $16,883 $166,704 $202,592 Director of Community Development EXECMGM 7/1/24 $80.1462 $97.3998 $13,892 $16,883 $166,704 $202,592 Director of Economic Development & Housing EXECMGM 7/1/24 $80.1462 $97.3998 $13,892 $16,883 $166,704 $202,592 Director of Finance EXECMGM 7/1/24 $80.1462 $97.3998 $13,892 $16,883 $166,704 $202,592 Director of Parks & Recreation EXECMGM 7/1/24 $80.1462 $97.3998 $13,892 $16,883 $166,704 $202,592 Director of Public Works Operations & Maintenance EXECMGM 7/1/24 $80.1462 $97.3998 $13,892 $16,883 $166,704 $202,592 Fire Chief EXECMGM 7/1/24 $89.0481 $108.2220 $15,435 $18,758 $185,220 $225,102 Police Chief EXECMGM 7/1/24 $89.0481 $108.2220 $15,435 $18,758 $185,220 $225,102 Port General Manager EXECMGM 7/1/24 $71.2385 $86.5776 $12,348 $15,007 $148,176 $180,081

Page 6 of 17 ends

1234
Firefighter's Association City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Fire Captain FFA 6/1/24 $39.5192 $48.0412 $9,590 $11,658 $115,080 $139,896 $9,590 $10,070 $10,574 $11,103 $11,658 Fire Engineer FFA 6/1/24 $34.4217 $41.8434 $8,353 $10,154 $100,236 $121,848 $8,353 $8,771 $9,210 $9,670 $10,154 Firefighter FFA 6/1/24 $31.5495 $38.3489 $7,656 $9,306 $91,872 $111,672 $7,656 $8,039 $8,441 $8,863 $9,306 *Based on 2912 annual hours

Page 7 of 17 ends

1235
Local 39 City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Accounting Technician I LOCAL39 7/1/24 $25.3154 $30.8365 $4,388 $5,345 $52,656 $64,140 $4,388 $4,498 $4,610 $4,725 $4,843 $4,964 $5,088 $5,215 $5,345 Accounting Technician II LOCAL39 7/1/24 $28.4596 $34.6788 $4,933 $6,011 $59,196 $72,132 $4,933 $5,056 $5,182 $5,312 $5,445 $5,581 $5,721 $5,864 $6,011 Accounting Technician III LOCAL39 7/1/24 $30.5885 $37.2750 $5,302 $6,461 $63,624 $77,532 $5,302 $5,435 $5,571 $5,710 $5,853 $5,999 $6,149 $6,303 $6,461 Chief Facilities Maintenance Worker LOCAL39 7/1/24 $37.6846 $45.9115 $6,532 $7,958 $78,384 $95,496 $6,532 $6,695 $6,862 $7,034 $7,210 $7,390 $7,575 $7,764 $7,958 Chief Maintenance Worker (Possess a D3
and/or hired after 7/1/19) LOCAL39 7/1/24 $32.7750 $39.9404 $5,681 $6,923 $68,172 $83,076 $5,681 $5,823 $5,969 $6,118 $6,271 $6,428 $6,589 $6,754 $6,923 Chief Parks & Grounds Worker LOCAL39 7/1/24 $30.5885 $37.2750 $5,302 $6,461 $63,624 $77,532 $5,302 $5,435 $5,571 $5,710 $5,853 $5,999 $6,149 $6,303 $6,461 Chief Treatment Plant Mechanic LOCAL39 7/1/24 $41.6942 $50.8038 $7,227 $8,806 $86,724 $105,672 $7,227 $7,408 $7,593 $7,783 $7,978 $8,177 $8,381 $8,591 $8,806 Clerk LOCAL39 7/1/24 $20.9769 $25.5519 $3,636 $4,429 $43,632 $53,148 $3,636 $3,727 $3,820 $3,915 $4,013 $4,113 $4,216 $4,321 $4,429 Clerk, Senior LOCAL39 7/1/24 $22.8000 $27.7788 $3,952 $4,815 $47,424 $57,780 $3,952 $4,051 $4,152 $4,256 $4,362 $4,471 $4,583 $4,698 $4,815 Electrical Technician LOCAL39 7/1/24 $39.1038 $47.6423 $6,778 $8,258 $81,336 $99,096 $6,778 $6,947 $7,121 $7,299 $7,481 $7,668 $7,860 $8,057 $8,258 Engineering Technician I LOCAL39 7/1/24 $28.7250 $34.9962 $4,979 $6,066 $59,748 $72,792 $4,979 $5,103 $5,231 $5,362 $5,496 $5,633 $5,774 $5,918 $6,066 Engineering Technician II LOCAL39 7/1/24 $32.2212 $39.2596 $5,585 $6,805 $67,020 $81,660 $5,585 $5,725 $5,868 $6,015 $6,165 $6,319 $6,477 $6,639 $6,805 Engineering Technician III LOCAL39 7/1/24 $37.2346 $45.3635 $6,454 $7,863 $77,448 $94,356 $6,454 $6,615 $6,780 $6,949 $7,123 $7,301 $7,484 $7,671 $7,863 Engineering/GIS Technician LOCAL39 7/1/24 $39.0981 $47.6308 $6,777 $8,256 $81,324 $99,072 $6,777 $6,946 $7,120 $7,298 $7,480 $7,667 $7,859 $8,055 $8,256 Equipment Mechanic I LOCAL39 7/1/24 $26.3712 $32.1288 $4,571 $5,569 $54,852 $66,828 $4,571 $4,685 $4,802 $4,922 $5,045 $5,171 $5,300 $5,433 $5,569 Equipment Mechanic II LOCAL39 7/1/24 $28.3558 $34.5519 $4,915 $5,989 $58,980 $71,868 $4,915 $5,038 $5,164 $5,293 $5,425 $5,561 $5,700 $5,843 $5,989 Facilities Maintenance Aide LOCAL39 7/1/24 $19.2231 $23.4173 $3,332 $4,059 $39,984 $48,708 $3,332 $3,415 $3,500 $3,587 $3,677 $3,769 $3,863 $3,960 $4,059 Facilities Maintenance Worker LOCAL39 7/1/24 $29.6538 $36.1269 $5,140 $6,262 $61,680 $75,144 $5,140 $5,268 $5,400 $5,535 $5,673 $5,815 $5,960 $6,109 $6,262 Facilities Maintenance Worker, Senior LOCAL39 7/1/24 $32.6365 $39.7615 $5,657 $6,892 $67,884 $82,704 $5,657 $5,798 $5,943 $6,092 $6,244 $6,400 $6,560 $6,724 $6,892 Groundskeeper LOCAL39 7/1/24 $20.2385 $24.6577 $3,508 $4,274 $42,096 $51,288 $3,508 $3,596 $3,686 $3,778 $3,872 $3,969 $4,068 $4,170 $4,274 Instrumentation Technician LOCAL39 7/1/24 $43.3558 $52.8231 $7,515 $9,156 $90,180 $109,872 $7,515 $7,703 $7,896 $8,093 $8,295 $8,502 $8,715 $8,933 $9,156 Maintenance Worker (2) LOCAL39 7/1/24 $26.0538 $31.7538 $4,516 $5,504 $54,192 $66,048 $4,516 $4,629 $4,745 $4,864 $4,986 $5,111 $5,239 $5,370 $5,504 Maintenance Worker, Senior (2) LOCAL39 7/1/24 $28.8000 $35.0885 $4,992 $6,082 $59,904 $72,984 $4,992 $5,117 $5,245 $5,376 $5,510 $5,648 $5,789 $5,934 $6,082 Parks & Grounds Worker LOCAL39 7/1/24 $24.8077 $30.2308 $4,300 $5,240 $51,600 $62,880 $4,300 $4,407 $4,517 $4,630 $4,746 $4,865 $4,987 $5,112 $5,240 Parks & Grounds Worker, Senior LOCAL39 7/1/24 $27.1269 $33.0519 $4,702 $5,729 $56,424 $68,748 $4,702 $4,820 $4,940 $5,063 $5,190 $5,320 $5,453 $5,589 $5,729 Permit Technician I LOCAL39 7/1/24 $28.4538 $34.6673 $4,932 $6,009 $59,184 $72,108 $4,932 $5,055 $5,181 $5,311 $5,444 $5,580 $5,719 $5,862 $6,009 Permit Technician II LOCAL39 7/1/24 $30.5885 $37.2750 $5,302 $6,461 $63,624 $77,532 $5,302 $5,435 $5,571 $5,710 $5,853 $5,999 $6,149 $6,303 $6,461 Planning Technician LOCAL39 7/1/24 $28.4654 $34.6846 $4,934 $6,012 $59,208 $72,144 $4,934 $5,057 $5,183 $5,313 $5,446 $5,582 $5,722 $5,865 $6,012 Recreation Coordinator LOCAL39 7/1/24 $25.3269 $30.8481 $4,390 $5,347 $52,680 $64,164 $4,390 $4,500 $4,612 $4,727 $4,845 $4,966 $5,090 $5,217 $5,347 Recreation Supervisor I LOCAL39 7/1/24 $31.6327 $38.5385 $5,483 $6,680 $65,796 $80,160 $5,483 $5,620 $5,760 $5,904 $6,052 $6,203 $6,358 $6,517 $6,680 Recreation Supervisor II LOCAL39 7/1/24 $35.1635 $42.8365 $6,095 $7,425 $73,140 $89,100 $6,095 $6,247 $6,403 $6,563 $6,727 $6,895 $7,067 $7,244 $7,425 Revenue Supervisor LOCAL39 7/1/24 $35.1635 $42.8365 $6,095 $7,425 $73,140 $89,100 $6,095 $6,247 $6,403 $6,563 $6,727 $6,895 $7,067 $7,244 $7,425 Secretary LOCAL39 7/1/24 $28.3212 $34.5058 $4,909 $5,981 $58,908 $71,772 $4,909 $5,032 $5,158 $5,287 $5,419 $5,554 $5,693 $5,835 $5,981 Senior Water Treatment Plant Operator LOCAL39 7/1/24 $44.6712 $54.4212 $7,743 $9,433 $92,916 $113,196 $7,743 $7,937 $8,135 $8,338 $8,546 $8,760 $8,979 $9,203 $9,433 Special Events Supervisor I LOCAL39 7/1/24 $31.6327 $38.5385 $5,483 $6,680 $65,796 $80,160 $5,483 $5,620 $5,760 $5,904 $6,052 $6,203 $6,358 $6,517 $6,680 Special Events Supervisor II LOCAL39 7/1/24 $35.1635 $42.8365 $6,095 $7,425 $73,140 $89,100 $6,095 $6,247 $6,403 $6,563 $6,727 $6,895 $7,067 $7,244 $7,425 Stationary Engineer LOCAL39 7/1/24 $35.8962 $43.7308 $6,222 $7,580 $74,664 $90,960 $6,222 $6,378 $6,537 $6,700 $6,867 $7,039 $7,215 $7,395 $7,580 Traffic Control & Lighting Technician I LOCAL39 7/1/24 $31.8173 $38.7635 $5,515 $6,719 $66,180 $80,628 $5,515 $5,653 $5,794 $5,939 $6,087 $6,239 $6,395 $6,555 $6,719 Traffic Control & Lighting Technician II LOCAL39 7/1/24 $37.2346 $45.3635 $6,454 $7,863 $77,448 $94,356 $6,454 $6,615 $6,780 $6,949 $7,123 $7,301 $7,484 $7,671 $7,863 Treatment Plant Mechanic I LOCAL39 7/1/24 $33.8538 $41.2442 $5,868 $7,149 $70,416 $85,788 $5,868 $6,015 $6,165 $6,319 $6,477 $6,639 $6,805 $6,975 $7,149 Treatment Plant Mechanic II LOCAL39 7/1/24 $37.2346 $45.3635 $6,454 $7,863 $77,448 $94,356 $6,454 $6,615 $6,780 $6,949 $7,123 $7,301 $7,484 $7,671 $7,863 Water Meter Technician LOCAL39 7/1/24 $26.3712 $32.1288 $4,571 $5,569 $54,852 $66,828 $4,571 $4,685 $4,802 $4,922 $5,045 $5,171 $5,300 $5,433 $5,569 Water Treatment Plant Apprentice LOCAL39 7/1/24 $29.1577 $35.5154 $5,054 $6,156 $60,648 $73,872 $5,054 $5,180 $5,309 $5,442 $5,578 $5,717 $5,860 $6,006 $6,156 Water Treatment Plant Operator II LOCAL39 7/1/24 $32.9596 $40.1654 $5,713 $6,962 $68,556 $83,544 $5,713 $5,856 $6,002 $6,152 $6,306 $6,464 $6,626 $6,792 $6,962 Water Treatment Plant Operator III LOCAL39 7/1/24 $36.4212 $44.3827 $6,313 $7,693 $75,756 $92,316 $6,313 $6,471 $6,633 $6,799 $6,969 $7,143 $7,322 $7,505 $7,693

SALARY SCHEDULE B

SALARY SCHEDULE A

Page 8 of 17 ends

1236
Local 39 City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Accounting Technician I LOCAL39 7/1/24 $25.3673 $30.8365 $4,397 $5,345 $52,764 $64,140 $4,397 $4,617 $4,848 $5,090 $5,345 Accounting Technician II LOCAL39 7/1/24 $28.5288 $34.6788 $4,945 $6,011 $59,340 $72,132 $4,945 $5,192 $5,452 $5,725 $6,011 Accounting Technician III LOCAL39 7/1/24 $30.6635 $37.2750 $5,315 $6,461 $63,780 $77,532 $5,315 $5,581 $5,860 $6,153 $6,461 Chief Facilities Maintenance Worker LOCAL39 7/1/24 $37.7712 $45.9115 $6,547 $7,958 $78,564 $95,496 $6,547 $6,874 $7,218 $7,579 $7,958 Chief Maintenance Worker LOCAL39 7/1/24 $32.3827 $39.3635 $5,613 $6,823 $67,356 $81,876 $5,613 $5,894 $6,189 $6,498 $6,823 Chief Maintenance Worker (Possess a D3
and/or hired after 7/1/19) LOCAL39 7/1/24 $32.8558 $39.9404 $5,695 $6,923 $68,340 $83,076 $5,695 $5,980 $6,279 $6,593 $6,923 Chief Parks & Grounds Worker LOCAL39 7/1/24 $30.6635 $37.2750 $5,315 $6,461 $63,780 $77,532 $5,315 $5,581 $5,860 $6,153 $6,461 Chief Treatment Plant Mechanic LOCAL39 7/1/24 $41.8038 $50.8038 $7,246 $8,806 $86,952 $105,672 $7,246 $7,608 $7,988 $8,387 $8,806 Clerk LOCAL39 7/1/24 $21.0231 $25.5519 $3,644 $4,429 $43,728 $53,148 $3,644 $3,826 $4,017 $4,218 $4,429 Clerk, Senior LOCAL39 7/1/24 $22.8577 $27.7788 $3,962 $4,815 $47,544 $57,780 $3,962 $4,160 $4,368 $4,586 $4,815 Electrical Technician LOCAL39 7/1/24 $39.1904 $47.6423 $6,793 $8,258 $81,516 $99,096 $6,793 $7,133 $7,490 $7,865 $8,258 Engineering Technician I LOCAL39 7/1/24 $28.7885 $34.9962 $4,990 $6,066 $59,880 $72,792 $4,990 $5,240 $5,502 $5,777 $6,066 Engineering Technician II LOCAL39 7/1/24 $32.2962 $39.2596 $5,598 $6,805 $67,176 $81,660 $5,598 $5,878 $6,172 $6,481 $6,805 Engineering Technician III LOCAL39 7/1/24 $37.3212 $45.3635 $6,469 $7,863 $77,628 $94,356 $6,469 $6,792 $7,132 $7,489 $7,863 Engineering/GIS Technician LOCAL39 7/1/24 $39.1846 $47.6308 $6,792 $8,256 $81,504 $99,072 $6,792 $7,132 $7,489 $7,863 $8,256 Equipment Mechanic I LOCAL39 7/1/24 $26.4288 $32.1288 $4,581 $5,569 $54,972 $66,828 $4,581 $4,810 $5,051 $5,304 $5,569 Equipment Mechanic II LOCAL39 7/1/24 $28.4250 $34.5519 $4,927 $5,989 $59,124 $71,868 $4,927 $5,173 $5,432 $5,704 $5,989 Facilities Maintenance Aide LOCAL39 7/1/24 $19.2692 $23.4173 $3,340 $4,059 $40,080 $48,708 $3,340 $3,507 $3,682 $3,866 $4,059 Facilities Maintenance Worker LOCAL39 7/1/24 $29.7231 $36.1269 $5,152 $6,262 $61,824 $75,144 $5,152 $5,410 $5,680 $5,964 $6,262 Facilities Maintenance Worker, Senior LOCAL39 7/1/24 $32.7115 $39.7615 $5,670 $6,892 $68,040 $82,704 $5,670 $5,953 $6,251 $6,564 $6,892 Groundskeeper LOCAL39 7/1/24 $20.2788 $24.6577 $3,515 $4,274 $42,180 $51,288 $3,515 $3,691 $3,876 $4,070 $4,274 Instrumentation Technician LOCAL39 7/1/24 $43.4596 $52.8231 $7,533 $9,156 $90,396 $109,872 $7,533 $7,910 $8,305 $8,720 $9,156 Maintenance Worker LOCAL39 7/1/24 $26.1231 $31.7538 $4,528 $5,504 $54,336 $66,048 $4,528 $4,754 $4,992 $5,242 $5,504 Maintenance Worker, Senior LOCAL39 7/1/24 $28.8635 $35.0885 $5,003 $6,082 $60,036 $72,984 $5,003 $5,253 $5,516 $5,792 $6,082 Parks & Grounds Worker LOCAL39 7/1/24 $24.8654 $30.2308 $4,310 $5,240 $51,720 $62,880 $4,310 $4,526 $4,752 $4,990 $5,240 Parks & Grounds Worker, Senior LOCAL39 7/1/24 $27.1904 $33.0519 $4,713 $5,729 $56,556 $68,748 $4,713 $4,949 $5,196 $5,456 $5,729 Permit Technician I LOCAL39 7/1/24 $28.5173 $34.6673 $4,943 $6,009 $59,316 $72,108 $4,943 $5,190 $5,450 $5,723 $6,009 Permit Technician II LOCAL39 7/1/24 $30.6635 $37.2750 $5,315 $6,461 $63,780 $77,532 $5,315 $5,581 $5,860 $6,153 $6,461 Planning Technician LOCAL39 7/1/24 $28.5346 $34.6846 $4,946 $6,012 $59,352 $72,144 $4,946 $5,193 $5,453 $5,726 $6,012 Recreation Coordinator LOCAL39 7/1/24 $25.3788 $30.8481 $4,399 $5,347 $52,788 $64,164 $4,399 $4,619 $4,850 $5,092 $5,347 Recreation Supervisor I LOCAL39 7/1/24 $31.7019 $38.5385 $5,495 $6,680 $65,940 $80,160 $5,495 $5,770 $6,059 $6,362 $6,680 Recreation Supervisor II LOCAL39 7/1/24 $35.2385 $42.8365 $6,108 $7,425 $73,296 $89,100 $6,108 $6,413 $6,734 $7,071 $7,425 Revenue Supervisor LOCAL39 7/1/24 $35.2385 $42.8365 $6,108 $7,425 $73,296 $89,100 $6,108 $6,413 $6,734 $7,071 $7,425 Secretary LOCAL39 7/1/24 $28.3904 $34.5058 $4,921 $5,981 $59,052 $71,772 $4,921 $5,167 $5,425 $5,696 $5,981 Senior Water Treatment Plant Operator LOCAL39 7/1/24 $44.7750 $54.4212 $7,761 $9,433 $93,132 $113,196 $7,761 $8,149 $8,556 $8,984 $9,433 Special Events Supervisor I LOCAL39 7/1/24 $31.7019 $38.5385 $5,495 $6,680 $65,940 $80,160 $5,495 $5,770 $6,059 $6,362 $6,680 Special Events Supervisor II LOCAL39 7/1/24 $35.2385 $42.8365 $6,108 $7,425 $73,296 $89,100 $6,108 $6,413 $6,734 $7,071 $7,425 Stationary Engineer LOCAL39 7/1/24 $35.9769 $43.7308 $6,236 $7,580 $74,832 $90,960 $6,236 $6,548 $6,875 $7,219 $7,580 Traffic Control & Lighting Technician I LOCAL39 7/1/24 $31.8923 $38.7635 $5,528 $6,719 $66,336 $80,628 $5,528 $5,804 $6,094 $6,399 $6,719 Traffic Control & Lighting Technician II LOCAL39 7/1/24 $37.3212 $45.3635 $6,469 $7,863 $77,628 $94,356 $6,469 $6,792 $7,132 $7,489 $7,863 Treatment Plant Mechanic I LOCAL39 7/1/24 $33.9346 $41.2442 $5,882 $7,149 $70,584 $85,788 $5,882 $6,176 $6,485 $6,809 $7,149 Treatment Plant Mechanic II LOCAL39 7/1/24 $37.3212 $45.3635 $6,469 $7,863 $77,628 $94,356 $6,469 $6,792 $7,132 $7,489 $7,863 Water Treatment Plant Apprentice (Steps 1-4) LOCAL39 7/1/24 $24.0462 $4,168 $50,016 $4,168 $4,376 $4,595 $4,825 Water Treatment Plant Apprentice (Steps 5-9) LOCAL39 7/1/24 $35.5154 $6,156 $73,872 $5,065 $5,318 $5,584 $5,863 $6,156 Water Treatment Plant Operator II LOCAL39 7/1/24 $33.0404 $40.1654 $5,727 $6,962 $68,724 $83,544 $5,727 $6,013 $6,314 $6,630 $6,962 Water Treatment Plant Operator III LOCAL39 7/1/24 $36.5192 $44.3827 $6,330 $7,693 $75,960 $92,316 $6,330 $6,646 $6,978 $7,327 $7,693

Page 9 of 17 ends

1237
Management City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Business Manager MGMT 7/1/24 $55.4827 $67.4308 $9,617 $11,688 $115,404 $140,256 Capital Improvement Manager MGMT 7/1/24 $61.6154 $74.8788 $10,680 $12,979 $128,160 $155,748 Chief Building Official MGMT 7/1/24 $61.6154 $74.8788 $10,680 $12,979 $128,160 $155,748 City Clerk MGMT 7/1/24 $61.6154 $74.8788 $10,680 $12,979 $128,160 $155,748 Code Enforcement Manager MGMT 7/1/24 $55.4827 $67.4308 $9,617 $11,688 $115,404 $140,256 Community Investment Manager MGMT 7/1/24 $58.0731 $70.5750 $10,066 $12,233 $120,792 $146,796 Community Investment Principal Planner MGMT 8/21/24 $58.0731 $70.5750 $10,066 $12,233 $120,792 $146,796 Construction & Facilities Development Manager MGMT 7/1/24 $61.6154 $74.8788 $10,680 $12,979 $128,160 $155,748 Construction Inspection Manager MGMT 7/1/24 $50.2731 $61.0962 $8,714 $10,590 $104,568 $127,080 Court Liaison Officer MGMT 7/1/24 $38.3654 $46.6269 $6,650 $8,082 $79,800 $96,984 Data Services Manager MGMT 7/1/24 $52.6558 $63.9923 $9,127 $11,092 $109,524 $133,104 Economic Development Manager MGMT 7/1/24 $58.0731 $70.5750 $10,066 $12,233 $120,792 $146,796 Equipment and Facilities Superintendent MGMT 7/1/24 $55.4019 $67.3327 $9,603 $11,671 $115,236 $140,052 Finance Manager MGMT 7/1/24 $61.6154 $74.8788 $10,680 $12,979 $128,160 $155,748 Finance Supervisor MGMT 7/1/24 $52.6558 $63.9923 $9,127 $11,092 $109,524 $133,104 Fire Marshal MGMT 7/1/24 $61.5577 $74.8096 $10,670 $12,967 $128,040 $155,604 Flood Protection Manager MGMT 8/21/24 $64.0038 $77.7865 $11,094 $13,483 $133,128 $161,796 Flood Protection Planner MGMT 7/1/24 $52.7192 $64.0731 $9,138 $11,106 $109,656 $133,272 Geographical Information Systems Supervisor MGMT 1/15/25 $50.2731 $61.0962 $8,714 $10,590 $104,568 $127,080 Home Run Manager MGMT 7/1/24 $58.0731 $70.5750 $10,066 $12,233 $120,792 $146,796 Housing Manager MGMT 7/1/24 $58.0731 $70.5750 $10,066 $12,233 $120,792 $146,796 Human Resources Manager MGMT 7/1/24 $61.6154 $74.8788 $10,680 $12,979 $128,160 $155,748 Human Resources Supervisor MGMT 7/1/24 $52.6558 $63.9923 $9,127 $11,092 $109,524 $133,104 Information Technology Business Services Manager MGMT 7/1/24 $52.6558 $63.9923 $9,127 $11,092 $109,524 $133,104 Information Technology Manager MGMT 1/15/25 $61.6154 $74.8788 $10,680 $12,979 $128,160 $155,748 Information Technology Operations Manager MGMT 7/1/24 $55.4019 $67.3327 $9,603 $11,671 $115,236 $140,052 Parking Manager MGMT 7/1/24 $58.0731 $70.5750 $10,066 $12,233 $120,792 $146,796 Parks Operations Superintendent MGMT 7/1/24 $55.4019 $67.3327 $9,603 $11,671 $115,236 $140,052 Permit Services Manager MGMT 7/1/24 $50.2731 $61.0962 $8,714 $10,590 $104,568 $127,080 Planning Manager MGMT 11/6/24 $61.6154 $74.8788 $10,680 $12,979 $128,160 $155,748 Police Support Services Manager MGMT 7/1/24 $52.7192 $64.0731 $9,138 $11,106 $109,656 $133,272 Preschool Site Supervisor MGMT 7/1/24 $32.9135 $39.9981 $5,705 $6,933 $68,460 $83,196 Principal Engineer MGMT 7/1/24 $64.0038 $77.7865 $11,094 $13,483 $133,128 $161,796 Program Manager MGMT 7/1/24 $42.4731 $51.6173 $7,362 $8,947 $88,344 $107,364 Public Information Officer MGMT 7/1/24 $52.7192 $64.0731 $9,138 $11,106 $109,656 $133,272 Purchasing Manager MGMT 7/1/24 $52.6558 $63.9923 $9,127 $11,092 $109,524 $133,104 Recreation Manager MGMT 7/1/24 $52.6558 $63.9923 $9,127 $11,092 $109,524 $133,104 Senior Analyst MGMT 7/1/24 $48.3058 $58.7077 $8,373 $10,176 $100,476 $122,112 Senior Engineer MGMT 7/1/24 $57.9577 $70.4365 $10,046 $12,209 $120,552 $146,508 Senior Finance Analyst MGMT 7/1/24 $50.3365 $61.1712 $8,725 $10,603 $104,700 $127,236 Senior Planner MGMT 7/1/24 $50.3365 $61.1712 $8,725 $10,603 $104,700 $127,236 Senior Program Manager MGMT 7/1/24 $52.7192 $64.0731 $9,138 $11,106 $109,656 $133,272 Senior Project Manager MGMT 7/1/24 $50.2731 $61.0962 $8,714 $10,590 $104,568 $127,080 Senior Transportation Planner MGMT 7/1/24 $50.3365 $61.1712 $8,725 $10,603 $104,700 $127,236 Supervising Transportation Planner MGMT 7/1/24 $55.4827 $67.4308 $9,617 $11,688 $115,404 $140,256 Sustainability Manager MGMT 7/1/24 $55.4827 $67.4308 $9,617 $11,688 $115,404 $140,256 Utilities Maintenance Superintendent MGMT 7/1/24 $55.4019 $67.3327 $9,603 $11,671 $115,236 $140,052 Water Treatment Plant Superintendent MGMT 7/1/24 $58.0731 $70.5750 $10,066 $12,233 $120,792 $146,796

Page 10 of 17 ends

1238
Police Officer's Association City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Code Enforcement Officer I POA 1/13/24 $26.7000 $32.5442 $4,628 $5,641 $55,536 $67,692 $4,628 $4,744 $4,863 $4,985 $5,110 $5,238 $5,369 $5,503 $5,641 Code Enforcement Officer II POA 1/13/24 $29.5212 $35.9654 $5,117 $6,234 $61,404 $74,808 $5,117 $5,245 $5,376 $5,510 $5,648 $5,789 $5,934 $6,082 $6,234 Code Enforcement Officer, Senior POA 1/13/24 $32.6135 $39.7327 $5,653 $6,887 $67,836 $82,644 $5,653 $5,794 $5,939 $6,087 $6,239 $6,395 $6,555 $6,719 $6,887 Community Services Officer I POA 1/13/24 $22.7885 $27.7673 $3,950 $4,813 $47,400 $57,756 $3,950 $4,049 $4,150 $4,254 $4,360 $4,469 $4,581 $4,696 $4,813 Community Services Officer II POA 1/13/24 $25.5346 $31.1077 $4,426 $5,392 $53,112 $64,704 $4,426 $4,537 $4,650 $4,766 $4,885 $5,007 $5,132 $5,260 $5,392 Community Services Officer, Senior POA 1/13/24 $28.5923 $34.8346 $4,956 $6,038 $59,472 $72,456 $4,956 $5,080 $5,207 $5,337 $5,470 $5,607 $5,747 $5,891 $6,038 Crime Analyst I POA 1/13/24 $33.0000 $40.2115 $5,720 $6,970 $68,640 $83,640 $5,720 $5,863 $6,010 $6,160 $6,314 $6,472 $6,634 $6,800 $6,970 Crime Analyst II POA 1/13/24 $37.5000 $45.6923 $6,500 $7,920 $78,000 $95,040 $6,500 $6,663 $6,830 $7,001 $7,176 $7,355 $7,539 $7,727 $7,920 Crime Analyst, Senior POA 1/13/24 $41.9192 $51.0865 $7,266 $8,855 $87,192 $106,260 $7,266 $7,448 $7,634 $7,825 $8,021 $8,222 $8,428 $8,639 $8,855 Crime Scene Investigator I POA 1/13/24 $27.4212 $33.4096 $4,753 $5,791 $57,036 $69,492 $4,753 $4,872 $4,994 $5,119 $5,247 $5,378 $5,512 $5,650 $5,791 Crime Scene Investigator II POA 1/13/24 $30.4962 $37.1481 $5,286 $6,439 $63,432 $77,268 $5,286 $5,418 $5,553 $5,692 $5,834 $5,980 $6,129 $6,282 $6,439 Crime Scene Investigator III POA 1/13/24 $33.3346 $40.6154 $5,778 $7,040 $69,336 $84,480 $5,778 $5,922 $6,070 $6,222 $6,378 $6,537 $6,700 $6,868 $7,040 Police Officer POA 1/13/24 $44.0365 $53.6596 $7,633 $9,301 $91,596 $111,612 $7,633 $7,824 $8,020 $8,220 $8,426 $8,637 $8,853 $9,074 $9,301 Police Records Technician I POA 1/13/24 $21.8481 $26.6250 $3,787 $4,615 $45,444 $55,380 $3,787 $3,882 $3,979 $4,078 $4,180 $4,285 $4,392 $4,502 $4,615 Police Records Technician II POA 1/13/24 $24.0865 $29.3423 $4,175 $5,086 $50,100 $61,032 $4,175 $4,279 $4,386 $4,496 $4,608 $4,723 $4,841 $4,962 $5,086 Police Records Technician, Senior POA 1/13/24 $26.4865 $32.2788 $4,591 $5,595 $55,092 $67,140 $4,591 $4,706 $4,824 $4,945 $5,069 $5,196 $5,326 $5,459 $5,595 Police Sergeant POA 1/13/24 $54.0058 $65.7981 $9,361 $11,405 $112,332 $136,860 $9,361 $9,595 $9,835 $10,081 $10,333 $10,591 $10,856 $11,127 $11,405 Police Services Coordinator POA 1/13/24 $28.6038 $34.8462 $4,958 $6,040 $59,496 $72,480 $4,958 $5,082 $5,209 $5,339 $5,472 $5,609 $5,749 $5,893 $6,040 Property & Evidence Technician I POA 1/13/24 $24.5654 $29.9192 $4,258 $5,186 $51,096 $62,232 $4,258 $4,364 $4,473 $4,585 $4,700 $4,817 $4,937 $5,060 $5,186 Property & Evidence Technician II POA 1/13/24 $27.0173 $32.9135 $4,683 $5,705 $56,196 $68,460 $4,683 $4,800 $4,920 $5,043 $5,169 $5,298 $5,430 $5,566 $5,705 Youth Counselor POA 1/13/24 $33.8250 $41.2154 $5,863 $7,144 $70,356 $85,728 $5,863 $6,010 $6,160 $6,314 $6,472 $6,634 $6,800 $6,970 $7,144

POSITION TITLE BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Code Enforcement Officer I POA 1/13/24 $26.7692 $32.5442 $4,640 $5,641 $55,680 $67,692 $4,640 $4,872 $5,116 $5,372 $5,641 Code Enforcement Officer II POA 1/13/24 $29.5904 $35.9654 $5,129 $6,234 $61,548 $74,808 $5,129 $5,385 $5,654 $5,937 $6,234 Code Enforcement Officer, Senior POA 1/13/24 $32.6942 $39.7327 $5,667 $6,887 $68,004 $82,644 $5,667 $5,950 $6,247 $6,559 $6,887 Community Services Officer I POA 1/13/24 $22.8462 $27.7673 $3,960 $4,813 $47,520 $57,756 $3,960 $4,158 $4,366 $4,584 $4,813 Community Services Officer II POA 1/13/24 $25.5865 $31.1077 $4,435 $5,392 $53,220 $64,704 $4,435 $4,657 $4,890 $5,135 $5,392 Community Services Officer, Senior POA 1/13/24 $28.6558 $34.8346 $4,967 $6,038 $59,604 $72,456 $4,967 $5,215 $5,476 $5,750 $6,038 Crime Analyst I POA 1/13/24 $33.0808 $40.2115 $5,734 $6,970 $68,808 $83,640 $5,734 $6,021 $6,322 $6,638 $6,970 Crime Analyst II POA 1/13/24 $37.5923 $45.6923 $6,516 $7,920 $78,192 $95,040 $6,516 $6,842 $7,184 $7,543 $7,920 Crime Analyst, Senior POA 1/13/24 $42.0288 $51.0865 $7,285 $8,855 $87,420 $106,260 $7,285 $7,649 $8,031 $8,433 $8,855 Crime Scene Investigator I POA 1/13/24 $27.4846 $33.4096 $4,764 $5,791 $57,168 $69,492 $4,764 $5,002 $5,252 $5,515 $5,791 Crime Scene Investigator II POA 1/13/24 $30.5596 $37.1481 $5,297 $6,439 $63,564 $77,268 $5,297 $5,562 $5,840 $6,132 $6,439 Crime Scene Investigator III POA 1/13/24 $33.4154 $40.6154 $5,792 $7,040 $69,504 $84,480 $5,792 $6,082 $6,386 $6,705 $7,040 Police Officer POA 1/13/24 $44.1404 $53.6596 $7,651 $9,301 $91,812 $111,612 $7,651 $8,034 $8,436 $8,858 $9,301 Police Records Technician I POA 1/13/24 $21.9058 $26.6250 $3,797 $4,615 $45,564 $55,380 $3,797 $3,987 $4,186 $4,395 $4,615 Police Records Technician II POA 1/13/24 $24.1385 $29.3423 $4,184 $5,086 $50,208 $61,032 $4,184 $4,393 $4,613 $4,844 $5,086 Police Records Technician, Senior POA 1/13/24 $26.5558 $32.2788 $4,603 $5,595 $55,236 $67,140 $4,603 $4,833 $5,075 $5,329 $5,595 Police Sergeant POA 1/13/24 $54.1327 $65.7981 $9,383 $11,405 $112,596 $136,860 $9,383 $9,852 $10,345 $10,862 $11,405 Police Services Coordinator POA 1/13/24 $28.6673 $34.8462 $4,969 $6,040 $59,628 $72,480 $4,969 $5,217 $5,478 $5,752 $6,040 Property & Evidence Technician I POA 1/13/24 $24.6173 $29.9192 $4,267 $5,186 $51,204 $62,232 $4,267 $4,480 $4,704 $4,939 $5,186 Property & Evidence Technician II POA 1/13/24 $27.0750 $32.9135 $4,693 $5,705 $56,316 $68,460 $4,693 $4,928 $5,174 $5,433 $5,705 Youth Counselor POA 1/13/24 $33.9058 $41.2154 $5,877 $7,144 $70,524 $85,728 $5,877 $6,171 $6,480 $6,804 $7,144

SALARY SCHEDULE B

SALARY SCHEDULE A

Page 11 of 17 ends

1239
Police Manager's City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Police Lieutenant POLMGT 2/22/25 $75.5135 $91.9962 $13,089 $15,946 $157,068 $191,352 $13,089 $13,416 $13,751 $14,095 $14,447 $14,808 $15,178 $15,557 $15,946

POSITION TITLE BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Police Lieutenant POLMGT 2/22/25 $75.6981 $91.9962 $13,121 $15,946 $157,452 $191,352

SALARY SCHEDULE A

SALARY SCHEDULE B

Page 12 of 17 ends

1240
Recruit City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Fire Recruit RECRUIT 6/1/24 $35.3365 $6,125 $73,500
Police Recruit RECRUIT 1/13/24 $35.2269 $6,106 $73,272

Page 13 of 17 ends

1241
Safety Management City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Deputy Fire Chief SAFEMGT 11/6/24 $78.2827 $95.1404 $13,569 $16,491 $162,828 $197,892 Deputy Police Chief SAFEMGT 7/1/24 $78.2827 $95.1404 $13,569 $16,491 $162,828 $197,892

Page 14 of 17 ends

1242
Specialist & Professionals City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Accountant I SPECPROF 7/1/24 $34.8231 $42.4385 $6,036 $7,356 $72,432 $88,272 $6,036 $6,187 $6,342 $6,501 $6,664 $6,831 $7,002 $7,177 $7,356 Accountant II SPECPROF 7/1/24 $40.7250 $49.6212 $7,059 $8,601 $84,708 $103,212 $7,059 $7,235 $7,416 $7,601 $7,791 $7,986 $8,186 $8,391 $8,601 Administrative Analyst I SPECPROF 7/1/24 $34.8462 $42.4673 $6,040 $7,361 $72,480 $88,332 $6,040 $6,191 $6,346 $6,505 $6,668 $6,835 $7,006 $7,181 $7,361 Administrative Analyst II SPECPROF 7/1/24 $42.3577 $51.6173 $7,342 $8,947 $88,104 $107,364 $7,342 $7,526 $7,714 $7,907 $8,105 $8,308 $8,516 $8,729 $8,947 Assistant Community Investment Planner SPECPROF 7/1/24 $34.8462 $42.4673 $6,040 $7,361 $72,480 $88,332 $6,040 $6,191 $6,346 $6,505 $6,668 $6,835 $7,006 $7,181 $7,361 Assistant Engineer SPECPROF 7/1/24 $42.3231 $51.5596 $7,336 $8,937 $88,032 $107,244 $7,336 $7,519 $7,707 $7,900 $8,097 $8,299 $8,506 $8,719 $8,937 Assistant Planner SPECPROF 7/1/24 $34.8462 $42.4673 $6,040 $7,361 $72,480 $88,332 $6,040 $6,191 $6,346 $6,505 $6,668 $6,835 $7,006 $7,181 $7,361 Assistant Transportation Planner SPECPROF 7/1/24 $34.8462 $42.4673 $6,040 $7,361 $72,480 $88,332 $6,040 $6,191 $6,346 $6,505 $6,668 $6,835 $7,006 $7,181 $7,361 Associate Community Investment Planner SPECPROF 7/1/24 $40.7885 $49.6962 $7,070 $8,614 $84,840 $103,368 $7,070 $7,247 $7,428 $7,614 $7,804 $7,999 $8,199 $8,404 $8,614 Associate Engineer SPECPROF 7/1/24 $50.2038 $61.1712 $8,702 $10,603 $104,424 $127,236 $8,702 $8,920 $9,143 $9,372 $9,606 $9,846 $10,092 $10,344 $10,603 Associate Planner SPECPROF 7/1/24 $40.7885 $49.6962 $7,070 $8,614 $84,840 $103,368 $7,070 $7,247 $7,428 $7,614 $7,804 $7,999 $8,199 $8,404 $8,614 Associate Transportation Planner SPECPROF 7/1/24 $40.7885 $49.6962 $7,070 $8,614 $84,840 $103,368 $7,070 $7,247 $7,428 $7,614 $7,804 $7,999 $8,199 $8,404 $8,614 Building Inspector I SPECPROF 7/1/24 $35.8788 $43.7077 $6,219 $7,576 $74,628 $90,912 $6,219 $6,374 $6,533 $6,696 $6,863 $7,035 $7,211 $7,391 $7,576 Building Inspector II SPECPROF 7/1/24 $40.7250 $49.6212 $7,059 $8,601 $84,708 $103,212 $7,059 $7,235 $7,416 $7,601 $7,791 $7,986 $8,186 $8,391 $8,601 CALEA Coordinator SPECPROF 7/1/24 $42.3577 $51.6173 $7,342 $8,947 $88,104 $107,364 $7,342 $7,526 $7,714 $7,907 $8,105 $8,308 $8,516 $8,729 $8,947 Construction Administrative Specialist SPECPROF 7/1/24 $30.9058 $37.6558 $5,357 $6,527 $64,284 $78,324 $5,357 $5,491 $5,628 $5,769 $5,913 $6,061 $6,213 $6,368 $6,527 Construction Inspector I SPECPROF 7/1/24 $35.8788 $43.7077 $6,219 $7,576 $74,628 $90,912 $6,219 $6,374 $6,533 $6,696 $6,863 $7,035 $7,211 $7,391 $7,576 Construction Inspector II SPECPROF 7/1/24 $40.7250 $49.6212 $7,059 $8,601 $84,708 $103,212 $7,059 $7,235 $7,416 $7,601 $7,791 $7,986 $8,186 $8,391 $8,601 Construction Inspector III SPECPROF 7/1/24 $45.0750 $54.9173 $7,813 $9,519 $93,756 $114,228 $7,813 $8,008 $8,208 $8,413 $8,623 $8,839 $9,060 $9,287 $9,519 Court Liaison Specialist SPECPROF 7/1/24 $26.2269 $31.9558 $4,546 $5,539 $54,552 $66,468 $4,546 $4,660 $4,777 $4,896 $5,018 $5,143 $5,272 $5,404 $5,539 Deputy City Clerk SPECPROF 7/1/24 $30.9058 $37.6558 $5,357 $6,527 $64,284 $78,324 $5,357 $5,491 $5,628 $5,769 $5,913 $6,061 $6,213 $6,368 $6,527 Engineering Assistant I SPECPROF 7/1/24 $35.8788 $43.7077 $6,219 $7,576 $74,628 $90,912 $6,219 $6,374 $6,533 $6,696 $6,863 $7,035 $7,211 $7,391 $7,576 Engineering Assistant II SPECPROF 7/1/24 $40.7250 $49.6212 $7,059 $8,601 $84,708 $103,212 $7,059 $7,235 $7,416 $7,601 $7,791 $7,986 $8,186 $8,391 $8,601 Engineering Assistant III SPECPROF 7/1/24 $45.0750 $54.9173 $7,813 $9,519 $93,756 $114,228 $7,813 $8,008 $8,208 $8,413 $8,623 $8,839 $9,060 $9,287 $9,519 Finance Analyst SPECPROF 7/1/24 $45.0923 $54.9346 $7,816 $9,522 $93,792 $114,264 $7,816 $8,011 $8,211 $8,416 $8,626 $8,842 $9,063 $9,290 $9,522 Financial Specialist SPECPROF 7/1/24 $30.9058 $37.6558 $5,357 $6,527 $64,284 $78,324 $5,357 $5,491 $5,628 $5,769 $5,913 $6,061 $6,213 $6,368 $6,527 Fire Inspector SPECPROF 7/1/24 $35.8788 $43.7077 $6,219 $7,576 $74,628 $90,912 $6,219 $6,374 $6,533 $6,696 $6,863 $7,035 $7,211 $7,391 $7,576 Information Technology Specialist I SPECPROF 7/1/24 $37.7077 $45.9346 $6,536 $7,962 $78,432 $95,544 $6,536 $6,699 $6,866 $7,038 $7,214 $7,394 $7,579 $7,768 $7,962 Information Technology Specialist II SPECPROF 7/1/24 $42.3577 $51.6173 $7,342 $8,947 $88,104 $107,364 $7,342 $7,526 $7,714 $7,907 $8,105 $8,308 $8,516 $8,729 $8,947 Landscape Inspector SPECPROF 7/1/24 $35.8788 $43.7077 $6,219 $7,576 $74,628 $90,912 $6,219 $6,374 $6,533 $6,696 $6,863 $7,035 $7,211 $7,391 $7,576 Plans Examiner I SPECPROF 7/1/24 $35.8788 $43.7077 $6,219 $7,576 $74,628 $90,912 $6,219 $6,374 $6,533 $6,696 $6,863 $7,035 $7,211 $7,391 $7,576 Plans Examiner II SPECPROF 7/1/24 $40.7250 $49.6212 $7,059 $8,601 $84,708 $103,212 $7,059 $7,235 $7,416 $7,601 $7,791 $7,986 $8,186 $8,391 $8,601 Police Records Supervisor SPECPROF 7/1/24 $35.9019 $43.7423 $6,223 $7,582 $74,676 $90,984 $6,223 $6,379 $6,538 $6,701 $6,869 $7,041 $7,217 $7,397 $7,582 Preschool Teacher SPECPROF 7/1/24 $19.9038 $24.2538 $3,450 $4,204 $41,400 $50,448 $3,450 $3,536 $3,624 $3,715 $3,808 $3,903 $4,001 $4,101 $4,204 Preschool Teacher/Family Support Specialist SPECPROF 7/1/24 $20.1404 $24.5365 $3,491 $4,253 $41,892 $51,036 $3,491 $3,578 $3,667 $3,759 $3,853 $3,949 $4,048 $4,149 $4,253 Program Technician I SPECPROF 7/1/24 $26.7577 $32.6019 $4,638 $5,651 $55,656 $67,812 $4,638 $4,754 $4,873 $4,995 $5,120 $5,248 $5,379 $5,513 $5,651 Program Technician II SPECPROF 7/1/24 $30.9058 $37.6558 $5,357 $6,527 $64,284 $78,324 $5,357 $5,491 $5,628 $5,769 $5,913 $6,061 $6,213 $6,368 $6,527 Project Manager I SPECPROF 7/1/24 $40.7885 $49.6962 $7,070 $8,614 $84,840 $103,368 $7,070 $7,247 $7,428 $7,614 $7,804 $7,999 $8,199 $8,404 $8,614 Project Manager II SPECPROF 7/1/24 $45.0981 $54.9404 $7,817 $9,523 $93,804 $114,276 $7,817 $8,012 $8,212 $8,417 $8,627 $8,843 $9,064 $9,291 $9,523 Senior Accountant SPECPROF 7/1/24 $45.0750 $54.9173 $7,813 $9,519 $93,756 $114,228 $7,813 $8,008 $8,208 $8,413 $8,623 $8,839 $9,060 $9,287 $9,519 Senior Building Inspector SPECPROF 7/1/24 $45.0750 $54.9173 $7,813 $9,519 $93,756 $114,228 $7,813 $8,008 $8,208 $8,413 $8,623 $8,839 $9,060 $9,287 $9,519 Senior Deputy City Clerk SPECPROF 7/1/24 $34.8231 $42.4385 $6,036 $7,356 $72,432 $88,272 $6,036 $6,187 $6,342 $6,501 $6,664 $6,831 $7,002 $7,177 $7,356 Senior Fire Inspector SPECPROF 7/1/24 $40.7712 $49.6788 $7,067 $8,611 $84,804 $103,332 $7,067 $7,244 $7,425 $7,611 $7,801 $7,996 $8,196 $8,401 $8,611 Senior Landscape Inspector SPECPROF 7/1/24 $40.7712 $49.6788 $7,067 $8,611 $84,804 $103,332 $7,067 $7,244 $7,425 $7,611 $7,801 $7,996 $8,196 $8,401 $8,611 Senior Plans Examiner SPECPROF 7/1/24 $45.0750 $54.9173 $7,813 $9,519 $93,756 $114,228 $7,813 $8,008 $8,208 $8,413 $8,623 $8,839 $9,060 $9,287 $9,519 Technical Support Specialist I SPECPROF 7/1/24 $26.7519 $32.5962 $4,637 $5,650 $55,644 $67,800 $4,637 $4,753 $4,872 $4,994 $5,119 $5,247 $5,378 $5,512 $5,650 Technical Support Specialist II SPECPROF 7/1/24 $30.9058 $37.6558 $5,357 $6,527 $64,284 $78,324 $5,357 $5,491 $5,628 $5,769 $5,913 $6,061 $6,213 $6,368 $6,527 Technical Support Specialist III SPECPROF 7/1/24 $35.9019 $43.7423 $6,223 $7,582 $74,676 $90,984 $6,223 $6,379 $6,538 $6,701 $6,869 $7,041 $7,217 $7,397 $7,582

SALARY SCHEDULE B

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1243
Specialist & Professionals City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025

POSITION TITLE EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Accountant I SPECPROF 7/1/24 $34.9096 $42.4385 $6,051 $7,356 $72,612 $88,272 $6,051 $6,354 $6,672 $7,006 $7,356 Accountant II SPECPROF 7/1/24 $40.8231 $49.6212 $7,076 $8,601 $84,912 $103,212 $7,076 $7,430 $7,801 $8,191 $8,601 Administrative Analyst I SPECPROF 7/1/24 $34.9327 $42.4673 $6,055 $7,361 $72,660 $88,332 $6,055 $6,358 $6,676 $7,010 $7,361 Administrative Analyst II SPECPROF 7/1/24 $42.4673 $51.6173 $7,361 $8,947 $88,332 $107,364 $7,361 $7,729 $8,115 $8,521 $8,947 Assistant Community Investment Planner SPECPROF 7/1/24 $34.9327 $42.4673 $6,055 $7,361 $72,660 $88,332 $6,055 $6,358 $6,676 $7,010 $7,361 Assistant Engineer SPECPROF 7/1/24 $42.4154 $51.5596 $7,352 $8,937 $88,224 $107,244 $7,352 $7,720 $8,106 $8,511 $8,937 Assistant Planner SPECPROF 7/1/24 $34.9327 $42.4673 $6,055 $7,361 $72,660 $88,332 $6,055 $6,358 $6,676 $7,010 $7,361 Assistant Transportation Planner SPECPROF 7/1/24 $34.9327 $42.4673 $6,055 $7,361 $72,660 $88,332 $6,055 $6,358 $6,676 $7,010 $7,361 Associate Community Investment Planner SPECPROF 7/1/24 $40.8865 $49.6962 $7,087 $8,614 $85,044 $103,368 $7,087 $7,441 $7,813 $8,204 $8,614 Associate Engineer SPECPROF 7/1/24 $50.3250 $61.1712 $8,723 $10,603 $104,676 $127,236 $8,723 $9,159 $9,617 $10,098 $10,603 Associate Planner SPECPROF 7/1/24 $40.8865 $49.6962 $7,087 $8,614 $85,044 $103,368 $7,087 $7,441 $7,813 $8,204 $8,614 Associate Transportation Planner SPECPROF 7/1/24 $40.8865 $49.6962 $7,087 $8,614 $85,044 $103,368 $7,087 $7,441 $7,813 $8,204 $8,614 Building Inspector I SPECPROF 7/1/24 $35.9538 $43.7077 $6,232 $7,576 $74,784 $90,912 $6,232 $6,544 $6,871 $7,215 $7,576 Building Inspector II SPECPROF 7/1/24 $40.8231 $49.6212 $7,076 $8,601 $84,912 $103,212 $7,076 $7,430 $7,801 $8,191 $8,601 CALEA Coordinator SPECPROF 7/1/24 $42.4673 $51.6173 $7,361 $8,947 $88,332 $107,364 $7,361 $7,729 $8,115 $8,521 $8,947 Construction Administrative Specialist SPECPROF 7/1/24 $30.9808 $37.6558 $5,370 $6,527 $64,440 $78,324 $5,370 $5,638 $5,920 $6,216 $6,527 Construction Inspector I SPECPROF 7/1/24 $35.9538 $43.7077 $6,232 $7,576 $74,784 $90,912 $6,232 $6,544 $6,871 $7,215 $7,576 Construction Inspector II SPECPROF 7/1/24 $40.8231 $49.6212 $7,076 $8,601 $84,912 $103,212 $7,076 $7,430 $7,801 $8,191 $8,601 Construction Inspector III SPECPROF 7/1/24 $45.1788 $54.9173 $7,831 $9,519 $93,972 $114,228 $7,831 $8,223 $8,634 $9,066 $9,519 Court Liaison Specialist SPECPROF 7/1/24 $26.2904 $31.9558 $4,557 $5,539 $54,684 $66,468 $4,557 $4,785 $5,024 $5,275 $5,539 Deputy City Clerk SPECPROF 7/1/24 $30.9808 $37.6558 $5,370 $6,527 $64,440 $78,324 $5,370 $5,638 $5,920 $6,216 $6,527 Engineering Assistant I SPECPROF 7/1/24 $35.9538 $43.7077 $6,232 $7,576 $74,784 $90,912 $6,232 $6,544 $6,871 $7,215 $7,576 Engineering Assistant II SPECPROF 7/1/24 $40.8231 $49.6212 $7,076 $8,601 $84,912 $103,212 $7,076 $7,430 $7,801 $8,191 $8,601 Engineering Assistant III SPECPROF 7/1/24 $45.1788 $54.9173 $7,831 $9,519 $93,972 $114,228 $7,831 $8,223 $8,634 $9,066 $9,519 Finance Analyst SPECPROF 7/1/24 $45.1962 $54.9346 $7,834 $9,522 $94,008 $114,264 $7,834 $8,226 $8,637 $9,069 $9,522 Financial Specialist SPECPROF 7/1/24 $30.9808 $37.6558 $5,370 $6,527 $64,440 $78,324 $5,370 $5,638 $5,920 $6,216 $6,527 Fire Inspector SPECPROF 7/1/24 $35.9538 $43.7077 $6,232 $7,576 $74,784 $90,912 $6,232 $6,544 $6,871 $7,215 $7,576 Information Technology Specialist I SPECPROF 7/1/24 $37.7885 $45.9346 $6,550 $7,962 $78,600 $95,544 $6,550 $6,878 $7,222 $7,583 $7,962 Information Technology Specialist II SPECPROF 7/1/24 $42.4673 $51.6173 $7,361 $8,947 $88,332 $107,364 $7,361 $7,729 $8,115 $8,521 $8,947 Landscape Inspector SPECPROF 7/1/24 $35.9538 $43.7077 $6,232 $7,576 $74,784 $90,912 $6,232 $6,544 $6,871 $7,215 $7,576 Plans Examiner I SPECPROF 7/1/24 $35.9538 $43.7077 $6,232 $7,576 $74,784 $90,912 $6,232 $6,544 $6,871 $7,215 $7,576 Plans Examiner II SPECPROF 7/1/24 $40.8231 $49.6212 $7,076 $8,601 $84,912 $103,212 $7,076 $7,430 $7,801 $8,191 $8,601 Police Records Supervisor SPECPROF 7/1/24 $35.9885 $43.7423 $6,238 $7,582 $74,856 $90,984 $6,238 $6,550 $6,877 $7,221 $7,582 Preschool Teacher SPECPROF 7/1/24 $19.9500 $24.2538 $3,458 $4,204 $41,496 $50,448 $3,458 $3,631 $3,813 $4,004 $4,204 Preschool Teacher/Family Support Specialist SPECPROF 7/1/24 $20.1808 $24.5365 $3,498 $4,253 $41,976 $51,036 $3,498 $3,673 $3,857 $4,050 $4,253 Program Technician I SPECPROF 7/1/24 $26.8269 $32.6019 $4,650 $5,651 $55,800 $67,812 $4,650 $4,882 $5,126 $5,382 $5,651 Program Technician II SPECPROF 7/1/24 $30.9808 $37.6558 $5,370 $6,527 $64,440 $78,324 $5,370 $5,638 $5,920 $6,216 $6,527 Project Manager I SPECPROF 7/1/24 $40.8865 $49.6962 $7,087 $8,614 $85,044 $103,368 $7,087 $7,441 $7,813 $8,204 $8,614 Project Manager II SPECPROF 7/1/24 $45.2019 $54.9404 $7,835 $9,523 $94,020 $114,276 $7,835 $8,227 $8,638 $9,070 $9,523 Senior Accountant SPECPROF 7/1/24 $45.1788 $54.9173 $7,831 $9,519 $93,972 $114,228 $7,831 $8,223 $8,634 $9,066 $9,519 Senior Building Inspector SPECPROF 7/1/24 $45.1788 $54.9173 $7,831 $9,519 $93,972 $114,228 $7,831 $8,223 $8,634 $9,066 $9,519 Senior Deputy City Clerk SPECPROF 7/1/24 $34.9096 $42.4385 $6,051 $7,356 $72,612 $88,272 $6,051 $6,354 $6,672 $7,006 $7,356 Senior Fire Inspector SPECPROF 7/1/24 $40.8692 $49.6788 $7,084 $8,611 $85,008 $103,332 $7,084 $7,438 $7,810 $8,201 $8,611 Senior Landscape Inspector SPECPROF 7/1/24 $40.8692 $49.6788 $7,084 $8,611 $85,008 $103,332 $7,084 $7,438 $7,810 $8,201 $8,611 Senior Plans Examiner SPECPROF 7/1/24 $45.1788 $54.9173 $7,831 $9,519 $93,972 $114,228 $7,831 $8,223 $8,634 $9,066 $9,519 Technical Support Specialist I SPECPROF 7/1/24 $26.8212 $32.5962 $4,649 $5,650 $55,788 $67,800 $4,649 $4,881 $5,125 $5,381 $5,650 Technical Support Specialist II SPECPROF 7/1/24 $30.9808 $37.6558 $5,370 $6,527 $64,440 $78,324 $5,370 $5,638 $5,920 $6,216 $6,527 Technical Support Specialist III SPECPROF 7/1/24 $35.9885 $43.7423 $6,238 $7,582 $74,856 $90,984 $6,238 $6,550 $6,877 $7,221 $7,582

SALARY SCHEDULE A

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1244
Extra Help City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025
POSITION TITLE SALARY EFFECTIVE Minimum Hourly Maximum Hourly Assistant Pool Manager 1/1/2024 $17.50 $18.25
Emergency Services Coordinator 2/22/2025 $55.00 $55.00
Laborer 1/1/2025 $16.50 $19.00
Lead Program Leader 3/9/2024 $23.00 $25.50
Lead Recreation Leader 1/1/2024 $18.25 $19.25
Lifeguard/Swim Instructor 1/1/2025 $16.50 $17.50
On Call/Special Events Officer 2/22/2025 $53.65 $53.65
Planning Commissioner 1/1/2024 $30 per meeting
Pool Manager 1/1/2024 $18.25 $19.25
Program Aide 1/1/2025 $16.50 $18.50
Program Assistant 1/1/2025 $16.50 $21.00
Program Leader 3/9/2024 $18.50 $21.00
Program Site Leader 3/9/2024 $21.00 $23.50
Recreation Aide 1/1/2025 $16.50 $16.50
Recreation Assistant 1/1/2024 $19.25 $21.00
Recreation Leader 1/1/2025 $16.50 $17.50
Retired Annuitant 1/1/2025 $16.50 $77.00
Senior Recreation Leader 1/1/2024 $17.50 $18.25
Senior Traffic Operations Officer 2/22/2025 $22.75 $25.50 Student Intern 1/1/2025 $16.50 $21.00
Substitute Preschool Teacher 1/1/2025 $16.50 $18.25
Traffic Operations Officer 2/22/2025 $20.00 $22.75
Salary increases at $0.25 increments with a maximum of $1.00.

Page 17 of 17 ends

1245
Attachment 5
RESOLUTION 25-33

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST SACRAMENTO

APPROVING AND ADOPTING AMENDMENTS TO THE BUDGET FOR FISCAL YEAR 2024/25 FOR THE WEST SACRAMENTO POLICE MANAGER’S ASSOCIATION WHEREAS, the Memorandum of Understanding (MOU) between the West Sacramento Police Manager’s Association (PMA) and the City of West Sacramento expired on December 31, 2024; and
WHEREAS, the City and PMA have negotiated in good faith to agree to a successor MOU since February 4, 2025; and
WHEREAS, an agreement has been reached with the City of West Sacramento Police Manager’s Association establishing the terms of a successor agreement and adoption of a Memorandum of Understanding; and
WHEREAS, based upon these agreements reached subsequent to the adoption of the budget, the City Manager has prepared and proposed amendments to the budgeted expenditures for the 2024/25 fiscal year resulting from the terms of the successor agreement with PMA; and
WHEREAS, the proposed changes have financial impacts to the General Fund totaling $128,515 in FY 2024/25 and an estimated ongoing annual impact in future budget years of $350,000; and
WHEREAS, there are sufficient funds available in the FY 2024/25 General Fund budget to cover the additional appropriations requested; and

WHEREAS, the City Council has considered all information related to this matter, as presented at the public meetings of the City Council identified herein, including any supporting reports by City staff, and any other information provided during public meetings.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of West Sacramento as follows:

1. The City Council hereby approves the adjustments to the FY 2024/25 budget as provided below:

SOURCES
$128,515 101-0000-9110 General Fund Available Balance
USES
$45,885 101-9110-5111 Police Admin Salaries & Wages
$4,000 101-9110-5118 Police Admin Non-Persable Wages
$27,548 101-9111-5111 Police Investigations Salaries & Wages $2,000 101-9111-5118 Police Investigations Non-Persable Wages $45,082 101-9113-5111 Police Patrol Salaries & Wages
$4,000 101-9113-5118 Police Patrol Non-Persable Wages
$128,515 TOTAL USES

2. This Resolution shall take effect immediately upon its adoption.

PASSED AND ADOPTED by the City Council of the City of West Sacramento this 19th day of February 2025, by the following vote:
1246
Resolution 25-33 PMA MOU

Page 2 ends

AYES:

NOES:

ABSENT:

Martha Guerrero, Mayor
ATTEST:

Jennifer Cusmir, City Clerk
1247
CITY COUNCIL AGENDA REPORT.

MEETING DATE: February 19, 2025 ITEM # 21
SUBJECT:

CONSIDERATION OF UPDATES TO PUBLICLY AVAILABLE PAY SCHEDULE AND

APPROVAL FOR VARIOUS JOB DESCRIPTIONS AND MODIFICATIONS INITIATED OR REQUESTED BY: REPORT COORDINATED OR PREPARED BY:
[ ] Council [X ] Staff
[ ] Other
Kaitlyn Montez, Human Resources Supervisor
City Manager’s Office
ATTACHMENT [ X ] Yes [ ] No [ ] Information [ ] Direction [ X ] Action

OBJECTIVE
The purpose of this report is to seek City Council approval for various new job descriptions and modifications; and updates to the publicly available pay schedule FY24/25.

RECOMMENDED ACTION
Staff respectfully recommends that the City Council:

1. Approve the new job classification description for Geographical Information Systems Supervisor;

2. Approve the new job classification description for Information Technology Operations Manager;

3. Approve the new job classification description for On-Call/Special Events Police Officer;

4. Approve the modification to the job classification descriptions for Building Inspector I/II/Senior;

5. Approve the modification to the job classification description for Associate Engineer;

6. Approve the modification to the job classification description for Senior Engineer;

7. Approve the modification to the job classification description for Technical Support Specialist I/II/III;

8. Approve the modification to the job classification description for Recreation Manager;

9. Approve the modification to the job classification description for Landscape Inspector/Senior;

10. Approve the modification to the job classification description for Human Resources Analyst I/II;

11. Approve the modification to the job classification descriptions for Traffic Operations Officer/Senior; and

12. Approve the amended and updated publicly available pay schedule (Classification Plan) for Fiscal Year 2024/25.

BACKGROUND
Pursuant to City Personnel Rules, Section 3.4, each position in the City is required to be assigned to an appropriate classification. For each classification, a written description of the classification is required to be prepared by the City Manager and approved by the City Council. The description must include the official title of the classification and the minimum qualifications required for admission in the classification. When new classifications are added or changes in duties and responsibilities or qualifications for existing classifications are required, the City Council must approve such descriptions.

The Authorized Position List (APL) identifies the number of positions and their respective classification titles by budget unit. Staff must bring an updated Authorized Position List to the City Council for approval whenever there are changes to the number(s) of positions or budget unit(s).

The Publicly Available Pay schedule (Classification Plan) establishes the monthly and annual salary ranges for all regular authorized positions as well as the pay schedule for the Mayor, City Council members, and all extra help positions in the City. CalPERS requires the City bring updated salary ranges (Classification Plan) to the City Council whenever there are changes to the salary ranges or job titles.

ANALYSIS
Job Classification Descriptions:

Staff is requesting City Council approval for several job classification descriptions, including both new classifications and modifications to existing ones. It is important to note that this request does not involve the creation or addition of new positions, as these positions have already been approved through previous Council actions and budget processes. Rather, this item seeks formal approval of the detailed job classification descriptions that have been developed to properly document the roles, responsibilities, and requirements for these positions. The classifications include specialized technical positions in GIS and IT, public safety roles, engineering positions, and various administrative and recreational management positions. These classification 1248
Updates To Publicly Available Pay Schedule Various Job Classification Descriptions February 19, 2025

Page 2 ends

descriptions have been carefully developed to accurately reflect current operational needs, industry standards, and organizational requirements. Approval of these descriptions will ensure proper documentation and clarity in recruitment, performance management, and overall personnel administration.

Publicly Available Pay Schedule (Classification Plan): The City of West Sacramento’s (City) publicly available pay schedule identifies job classifications that have been approved by the City Council and the rates of pay for each classification at each step. The requested change to the publicly available pay schedule is a result of the following:
 Addition of the On-Call/Special Events Officer classification to the Extra Help Employee Group, $53.65/hr; and
 Adjustment of the Traffic Operations Officer range to be $20.00 - $22.75/hr; and  Adjustment of the Senior Traffic Operations Officer range to be $22.75 - $25.50/hr.

Environmental Considerations
Not applicable
Commission Recommendation
Not applicable
Strategic Plan Integration
These recommendations support the City Council’s Mission to provide Quality Municipal Services and a City government that is financially sound with a superior workforce.

Alternatives
The City Council may choose not to approve the job descriptions or amendments, or publicly available pay schedule (classification plan) for Fiscal Year 2024/25.

Coordination and Review
This report has been coordinated between the City Manager's Office, Human Resources Division, and the Finance Division.

Budget/Cost Impact
Any costs related to the hourly rate adjustments for Traffic Operations Officer/Senior and On Call/Special Events Officer will be absorbed into the current Police Department budget.

ATTACHMENT(S)

1. Amended and updated publicly available pay schedule (Classification Plan) for Fiscal Year 2024/25

2. Job classification description for Geographical Information Systems Supervisor

3. Job classification description for Information Technology Operations Manager

4. Job classification description for On-Call/Special Events Police Officer

5. Job classification description for Associate Engineer

6. Job classification description for Senior Engineer

7. Job classification description for Technical Support Specialist I/II/III

8. Job classification description for Recreation Manager

9. Job classification descriptions for Building Inspector I/II/Senior

10. Job classification description for Human Resources Analyst I/II

11. Job classification descriptions for Traffic Operations Officer/Senior

12. Job classification descriptions for Landscape Inspector/Senior 1249

CITY OF WEST SACRAMENTO

GEOGRAPHICAL INFORMATION SYSTEMS SUPERVISOR
DEFINITION: The Geographical Information Systems Supervisor plans, coordinates, and supervises activities and personnel involved in the administration, research, development, design, plan review, and implementation of Geographic Information Systems (GIS) for a variety of City related projects. The Geographical Information Systems Supervisor is an at-will position that is appointed by and sits at the pleasure of the City Manager.

SUPERVISION RECEIVED AND EXERCISED: Receives general direction from the Information Technology Manager; exercises direct supervision over assigned staff.

CLASS CHARACTERISTICS: This is a single, management level position. The incumbent reports to the Information Technology Manager or their designee and has responsibility for providing daily supervision to assigned staff.

EXAMPLES OF ESSENTIAL FUNCTIONS: (Illustrative Only): Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 Plan, organize and direct GIS efforts for the benefit of all City departments.  Initiate and establish GIS policies, procedures, and standards to be applied citywide.  Analyze information, statistics and reports to incorporate mapping concepts into the data presentation for all departments.
 Establish and operate standard server operating systems for GIS.  Perform routine database administration activities on any or all City databases and/or work effectively with the City’s DBA.
 Coordinates system and data interoperability among the layers of the City's GeoBase.  Designs and supports the GeoBase and enforces standards for layers and tabular data connected to it.
 Provides leadership and vision for the City's GIS strategies.  Resolve complex technical and personnel problems involving diverse functional areas.  Make oral and written presentations, including the presentation of technical information and ideas in non-technical terms.
 Review the progression of available GIS technology and determine which to use and how to apply them to the business needs of the City.
 Read, use, and create a wide variety of maps for the entire City.  Use GPS equipment.
 Supervise subordinate staff and coordinate consultants.  Communicate clearly and concisely, both orally and in writing.  Establish and maintain cooperative working relationships with those contacted in the course of employment.
 Must possess and maintain a valid driver's license and have the ability to safely operate a motor vehicle to travel to various locations throughout the City as required to perform essential job functions.
 Perform any other tasks or functions deemed necessary to the daily operations of the employer.

QUALIFICATIONS:

Knowledge of: ESRI-based GIS software and its applications, and related programming languages; Principles and practices of GIS, cartography, map projections and scales; Relational database management systems and principles; Data maintenance and conversion techniques; 1250

CITY OF WEST SACRAMENTO
GEOGRAPHICAL INFORMATION SYSTEMS (Continued)
2 Complex GIS analysis techniques; Highly complex information technology issues; Principles and techniques of software and systems quality assurance and control; Principles and practices of technical problem solving; Team dynamics; Principles, practices and techniques of providing customer service; Principles and practices of producing effective project and technical documentation; Practices of effective communication of technical issues to user and client community; Pertinent local, County, State and Federal statues, laws, ordinances and rules as they apply mapping requirements, Principles and practices of project management and workflow analysis; Principles and practices of employee supervision, including work planning, assignment review and evaluation, discipline, and the training of staff in work procedures; Methods of advanced research, analysis, and management related to GIS system applications and databases.

Skill in: Performing complex analytical tabular and spatial queries; Integrating complex disparate spatial and tabular databases; Maintaining GIS standards; Planning, organizing, coordinating, and prioritizing work; Effectively communicating both orally and in writing; Outlining and systematically solving complex requests; Working independently and in a team environment; Effectively managing multiple projects and priorities; Integrating information technology systems; Recognizing problems and developing recommendations and solutions; Promoting and maintaining a team environment; Working effectively with clients, users and City personnel.

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: A Bachelor’s Degree from an accredited college or university in Geographic Information Systems, Geography, Cartography, Civil Engineering, Computer Science, Information Systems, or a related field.

Experience: Six (6) years of experience working in a GIS related field, including experience with a wide variety of geographic information system applications, and includes one year in a lead or supervisory capacity.

LICENSES AND CERTIFICATES: Possession of a valid California driver's license.

PHYSICAL DEMANDS: Incumbents must possess the mobility to work in a standard office setting and use standard office equipment, including a computer; vision to read printed materials and a computer screen; attend off-site meetings; hearing and speech to communicate in person, and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter and retrieve data using a computer keyboard, typewriter keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push and pull drawers open and closed to retrieve and file information.

Positions in this classification occasionally lift and carry files, manuals, tools and equipment weighing up to 25 pounds for distances up to 50 feet.

ENVIRONMENTAL ELEMENTS: Employees work partially in an office environment with moderate noise levels and controlled temperature conditions, and partially in the field and are occasionally exposed to loud noise levels, cold and hot temperatures, inclement weather conditions, road hazards, vibration, confining workspace, chemicals, mechanical and/or electrical hazards, and hazardous physical substances and fumes. Employees may interact with upset staff and/or public and private representatives, and contractors in interpreting and enforcing departmental policies and procedures.
1251
Adopted: 2/19/2025
Revised:

Adopted:

Revised:

Maintenance Update:

Title Change:

Job Category: Administrators / Managers
Employee Group: Management
At-Will:  Yes  No
Form 700:  Yes  No
FLSA Status:  Non-Exempt  Exempt
1252

CITY OF WEST SACRAMENTO

INFORMATION TECHNOLOGY OPERATIONS MANAGER
DEFINITION: The Information Technology Operations Manager provides day-to-day planning, organization and management of information technology operations, including technical staff, networking, application support, and security; designs, develops and/or reengineers complex information technology systems on a city-wide basis; and advises the Deputy City Manager regarding Information Technology related policy, including governance; security; and resilience. The Information Technology Operations Manager is an at-will position that is appointed by and sits at the pleasure of the City Manager.

SUPERVISION RECEIVED AND EXERCISED: Receives general supervision from the Deputy City Manager/Chief Innovation Officer or designee. May supervise professional level information technology staff, as well as clerical, technical, student intern and temporary staff.

CLASS CHARACTERISTICS: This is a single, management level position. The incumbent reports to the Deputy City Manager/Director of Innovation & Technology or designee and has responsibility for providing daily supervision to assigned staff.

EXAMPLES OF ESSENTIAL FUNCTIONS: (Illustrative Only): Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 Advises the Deputy City Manager/Director of Innovation & Technolgy on Information Technology related policy issues, including governance, security, and resilience.  Plans, organizes, manages and leads the staff and operations of the Operations unit, telecommunications and cloud infrastructure, server administration, help desk and application support.
 Develops, implements and monitors city-wide networking, security, server, infrastructure and application support goals, objectives, standards, and procedures.  Advises the Deputy City Manager/Director of Innovation & Technology regarding operational standards, policies and procedures for the networking and application support units.
 Supervises, evaluates, and develops training plans for assigned staff.  Participates in the selection, training, supervision, evaluation and discipline of assigned staff.
 Researches, analyzes and prepares proposals and/or recommendations for new programs, services, and equipment.
 Participates in the development and implementation of city-wide information technology goals, objectives, policies, and priorities.
 Analyzes and resolves network problems.
 Performs comprehensive technical evaluations in assigned areas of responsibility.  Analyzes, designs, implements, manages, and evaluates major technology projects.  Determines project timetables and monitors for completion.  May act in the absence of the Division Director over assigned Information Technology personnel.

QUALIFICATIONS:

Knowledge of: Principles, procedures, and operation of modern computer networking equipment; current methods used in planning, supervising and controlling local and wide area 1253

CITY OF WEST SACRAMENTO
Information Technology Operations Manager (Continued)
2 networking and application support systems; and principles of supervision, management and training.

Skill in: Planning, prioritizing, and monitoring complete information technology projects; assessing staff training needs and provides training; communicating clearly both orally and in writing; analyzing procedures and problems to develop solutions and/or alternatives; and establishing and maintaining effective working relationships with those contacted during the course of work.

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: A bachelor's degree from an accredited college or university with major course work in Management Information Systems, Computer Science, Computer Engineering, Information Technology or related field.

Experience: Five (5) years of progressively responsible experience in network systems design and maintenance, including two (2) years in a supervisory capacity. Two (2) additional years of experience may be substituted for the educational requirement. An additional two (2) years of full-time related experience may be substituted for each (30) units of the educational requirement.

Manual dexterity to use standard office equipment and supplies and small tools and to manipulate both single sheets of paper and large document holders (manuals, binders, etc.); vision to read handwritten and printed material and a computer screen; hearing and speech to communicate in person and by telephone; ability to lift and carry items weighing up to 25 pounds such as files, manuals, or small tools and equipment for distances up to 50 feet.

ENVIRONMENTAL ELEMENTS: Employees work in an office environment with moderate noise levels, controlled temperature conditions and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing department guidelines, policies and procedures.

Adopted: 2/19/2025
Revised:

Maintenance Update:

Title Change:

Job Category: Administrators/Managers
Employee Group: N/A
Bargaining Unit: Management
At-Will:  Yes  No
Form 700:  Yes  No
FLSA Status:  Non-Exempt  Exempt
1254

CITY OF WEST SACRAMENTO

ON CALL/SPECIAL EVENTS POLICE OFFICER
DEFINITION: The On Call/Special Events Police Officer position within the Police Department will perform a variety of general law enforcement duties in excess of what can be fulfilled by fulltime Police Officers. Appointment to this position is "at-will" with no rights to continued employment and receives no benefits.

SUPERVISION RECEIVED AND EXERCISED: Receives general supervision from assigned supervisory staff. May receive technical and functional direction from an assigned Officer In Charge or Field Training Officer. May provide technical and functional direction to other staff as assigned.

CLASS CHARACTERISTICS: This is a sworn classification with full arrest and citation powers under California Penal Code. Incumbents are expected to perform the full range of duties assigned with only occasional instruction or assistance as new or unusual situations arise. As an as-needed employee, On Call/Special Events Police Officers are an "at-will" position and there is no guarantee of hours. Hours are limited to 999 in a fiscal year or 960 hours in a fiscal year for retired CalPERS annuitants.

EXAMPLES OF ESSENTIAL FUNCTIONS: (Illustrative Only): Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 Provide enforcement at special events such as baseball games, concerts and any other occasions which may cause a crowd to assemble or traffic to congest.  Participate in community outreach and homeless outreach efforts.  Conduct jail transports.
 Patrol designated areas, by foot, by bicycle, or other means to preserve law and order.  Prepare a variety of reports including those on activities, operations, arrests made, and unusual incidents observed; prepare investigative reports and case information.  Apprehend and arrest offenders for crimes committed under federal, state, and local laws and codes.
 Control and mitigate people under the influence of drugs or alcohol or other potentially hostile situations.
 Investigate complaints and take appropriate action, which may include the use of deadly or non-deadly force.
 Establish and preserve good relationships with the general public.  Enforce parking regulations; issue warning and citations for code violations.  Observe, monitor, and control routine and unusual traffic conditions; assist and advise motorists.
 Discover and prevent the commission of crimes and enforce laws and ordinances. 1255

CITY OF WEST SACRAMENTO
On Call/Special Events Police Officer
(Continued)
2  Maintain awareness of and remain alert for wanted suspects, known criminals, stolen vehicles, missing persons, traffic violators, and crimes in progress.  Conduct investigations at scenes of incidents to which summoned, or incidents observed to determine what, if any, crime has been committed.
 Must possess and maintain a valid driver's license and have the ability to safely operate a motor vehicle to travel to various locations throughout the City as required to perform essential job functions.
 Perform other duties as assigned.

QUALIFICATIONS:

Knowledge of: Police methods and procedures including patrol, crime prevention, traffic control, investigation and identification techniques, and equipment, jail operations, police records and reports, and first aid techniques; criminal law and criminal procedures with particular reference to the apprehension, arrest, and custody of persons committing misdemeanors and felonies, including rules of evidence pertaining to the search and seizure and preservation of evidence in traffic and criminal cases; offensive and defensive weapons nomenclature and theory; basic selfdefense; interviewing and interrogation techniques.

Skill in: Observing accurately and remembering faces, numbers, incidents, and places; using and caring for firearms in a safe manner; thinking and acting quickly in emergencies; judging situations and people accurately; learning, understanding, and interpreting laws and regulations; applying selected knowledge (laws, statutes, department policies, applicable theories, etc.) in collecting, organizing and analyzing a variety of information; prepariung accurate and grammatically correct written reports; learning standard broadcasting procedures of police radio system; understanding and carrying out both oral and written directions; reading maps and mapped information; maintaining physical condition to perform essential duties as specified by P.O.S.T. certification; maintaining physical condition appropriate to the performance of assigned duties and responsibilities which may include effecting arrests, subduing resisting individuals, chasing fleeing subjects, running, walking, crouching or crawling during emergency operations, moving equipment and injured/deceased persons, climbing stairs/ladders, performing life-saving and rescue procedures, walking, standing or sitting for extended periods of time, operating assigned equipment and vehicles; effectively dealing with personal danger which may include exposure to armed/dangerous persons, dangerous animals, communicable diseases, hazards of emergency driving, hazards associated with traffic control and working in and near traffic, natural and man-made disasters; maintaining effective audio-visual discrimination and perception needed for making observations, communicating with others, reading and writing, operating assigned equipment and vehicles; maintaining mental capacity which allows the capability of exercise sound judgment and rational thinking under dangerous circumstances, evaluating various options and alternatives and choosing an appropriate and reasonable course of action; demonstrating intellectual capabilities during training and testing processes.

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:
1256

CITY OF WEST SACRAMENTO
On Call/Special Events Police Officer
(Continued)
3 Education: High school diploma or equivalent.

Experience: Equivalent of Ten (10) years full time experience in a municipal or general law enforcement agency, and currently employed as a Full Time or Part Time Peace Officer with a California Law Enforcement Agency; or Currently working as a Level I Reserve Police Officer with a California Law Enforcement Agency; or Retired as a Full Time Peace Officer with a California Law Enforcement Agency.

LICENSES AND CERTIFICATES: Possession of a valid California driver's license. Proof of possession of a current and valid California Intermediate POST Certificate.

WORKING CONDITIONS: All applicants, currently working for another law enforcement agency, are required to obtain authorization from their home agency Chief of Police/Sheriff authorizing them to work in an On Call basis for the City of West Sacramento prior to a background investigation being performed, if applicable.

PHYSICAL DEMANDS: Must possess mobility to perform law enforcement officer duties and work in a standard office setting and use standard office equipment, including a computer; the ability to operate a motor vehicle in emergency situations and at high rates of speed to respond to calls for service; ability to operate a motor vehicle to visit various City sites and attend off-site meetings; vision to maintain the required firearms qualification, read printed material, view a computer screen and to recognize and identify degrees of similarities or differences between characteristics of colors, forms, textures; be free from other visual impairments that would restrict the ability to perform law enforcement duties; audio-visual acuity, perception and discrimination sufficient to accurately hear instructions and information, make observations, testify in court, read and write, and properly operate assigned equipment and vehicles; hearing and speech to communicate in person, before groups, and over the telephone and radio; finger dexterity to operate standard office equipment, firearms, vehicles, radios, and computers, and access, enter, and retrieve data using a computer keyboard; the mobility as well as physical and mental strength and stamina to respond to emergency situations; the ability to frequently walk, stand, bend, stoop, kneel, reach, and push and pull objects; and occasionally lift, carry, push, and pull materials, objects, or people up to 165 pounds to perform the required job functions; Continuously wear utility belt or vest and other police equipment of 30 pounds.

ENVIRONMENTAL ELEMENTS: Employees primarily work in the field and frequently may be exposed to loud noise levels, cold and hot temperatures, inclement weather conditions, road hazards, vibrations, mechanical and/or electrical hazards, and hazardous chemical substances and fumes. Employees also work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset individuals in interpreting and enforcing laws, ordinances, and departmental policies and procedures. The duties of this class are performed in an environment with exposure to emergency situations, mentally ill individuals, and persons potentially infected with communicable diseases.
1257

CITY OF WEST SACRAMENTO
On Call/Special Events Police Officer
(Continued)
4 Adopted: 02/19/2025
Revised:

Maintenance Update:

Title Change:

Job Category:

Employee Group: Extra Help
Bargaining Unit: N/A
At-Will:  Yes  No
Form 700:  Yes No
FLSA Status: Non-Exempt Exempt
1258

CITY OF WEST SACRAMENTO
On Call/Special Events Police Officer
(Continued)
5 Program Notes
First Right of Refusal:
 Full-time officers/staff will be electronically notified of available overtime, special events or special detail opportunities before any On Call/Special Events Police Officers.  On Call/Special Events Police Officers /staff will be offered the unfilled shifts that fulltime officers/staff have not filled after 7 days.(For opportunities more than one month in advance)
 For opportunities shared less that one month in advance, full-time officers/staff will have 72 hours before On Call/Special Events Police Officers/staff get the opportunity to sign up.
 In the event of an emergency situation or call out with less than 72 hours notice, On Call/Special Events Police Officers will be provided the opportunity to sign up.  Outside agency support will be sought after reasonable attempts to fill vacancies has been undertaken. Outside agency support will also be utilized for large, pre-planned events.

As an as-needed employee, On Call/Special Events Police Officers are an "at-will" position and there is no guarantee of hours. Hours are limited to 999 in a fiscal year or 960 hours in a fiscal year for retired CalPERS annuitants.

Meeting the minimum qualifications does not guarantee admittance into the examination process. Only the most qualified candidates who demonstrate the best combination of qualifications in relation to the requirements and duties of the position will be invited to test or interview.

Retirees who were medically retired (industrial or non-industrial) should confirm with their retirement plan that accepting employment as an On Call/Special Events Police Officer will not jeopardize their pension.

Retirees who are below the “normal retirement age” – meaning someone who is not yet eligible to retire or has not reached the highest specified age under their pension benefit formula, there must be a “bona fide separation from service” before they can resume work for a CalPERS agency. This means that the On Call/Special Events Police Officers must be separated from their employment for at least 60 days with no predetermined agreement to return to work after retirement.

Appropriate POST-approved non-unit members may perform duties within the classification and qualification standards that are applicable to bargaining unit employees. Such performance of duties shall not cause or result in the displacement or reduction of WSPOA personnel. The use of On Call/Special Events Police Officers will be reviewed every 6 months to ensure they are being utilized effectively.
1259

CITY OF WEST SACRAMENTO
On Call/Special Events Police Officer
(Continued)
6 1260

CITY OF WEST SACRAMENTO

BUILDING INSPECTOR I/II
DEFINITION: The Building Inspector I/II reviews plans and inspects commercial and residential building projects, and enforces a variety of codes, ordinances, and established standards to achieve compliance with applicable electrical, mechanical, plumbing, structural, and dangerous housing/building codes.

SUPERVISION RECEIVED AND EXERCISED: Receives general direction from the Building Official or his/her designee. The Building Inspector II may oversee, monitor, and/or direct the work of lower level personnel.

CLASS CHARACTERISTICS: The Building Inspector I is the entry level class of the technical/paraprofessional Building Inspector series. Initially, under close supervision, the incumbent performs the more routine duties while learning City policies and procedures and becoming familiar with the variety of departmental systems and practices, and exercises less less independent discretion and judgement in matters related to work procedures and methods . As experience is gained, duties become more diversified and are performed under more general supervision.

The Building Inspector II is the experienced, journey level class in the series, fully qualifiedcompetent to exercise independently judgement to perform assigned duties. This class is distinguished from the Building Inspector I by the relative independence with which they perform their duties of reviewing plans and inspecting commercial and residential building projects and enforcing a variety of codes, ordinances, and making sound recommendations based on inspection findingsestablished standards to achieve compliance with applicable electrical, mechanical, plumbing, and structural codes. This class is distinguished from the Senior Building Inspector in that the latter serves as either the senior or advanced level specialist in the series.

The Building Inspector I is flexibly staffed with the Building Inspector II and advancement to the Building Inspector II shall occur after satisfactorily performing the duties of a Building Inspector I for two (2) years and upon recommendation from the department head. Satisfactory performance means an overall satisfactory or higher rating on the performance evaluation during the last evaluation period.

CITY OF WEST SACRAMENTO
Building Inspector I/II (Continued)
2  Identifies and enforces a variety of codes, ordinances, and standards violations for conformance with plans and specifications.
 Inspects workmanship and materials in building construction plans for conformance with plans and specifications, and inspects potentially substandard or dangerous buildings.  Works with diagrams, specifications, plans, and similar documents.  Reads and interprets building construction and engineering plan specifications and codes.  Prepares and maintains reports, letters, and correction notices on code violations and variations from approved plans.
 Enters required information into the database for tracking and accessibility.  Confers with and assists architects, engineers, contractors, builders, homeowners, tenants, and the general public in the field and office regarding the interpretation of requirements and restrictions and keeps records and prepares reports as necessary.  Must possess and maintain a valid driver's license and have the ability to safely operate a motor vehicle to travel to various locations throughout the City as required to perform essential job functions.

 Identifies illegal construction activity and issues violation notices.

QUALIFICATIONS:

Knowledge of: Methods, practices, and materials used in construction work; proper inspection techniques to examine workmanship and materials; safety rules, regulations, and practices applied to construction areas and office spaces; codes, ordinances, and policies applicable to electrical, mechanical, plumbing, and structural codes; common word processing, spreadsheet, and database software.

Skill in: Applying technical knowledge and following proper inspection techniques to examine workmanship and materials; recognizing correct installations of building systems and detecting defects and faults in construction workmanship and materials; detecting deviations from plans, regulations, and reading and interpreting building construction and engineering plans, specifications, and codes; entering data and retrieving information from various computer systems for necessary duties; understanding diagrams, specifications, plans, and similar documents at a level necessary for efficient job performance; operating a personal computer and other electronic equipment, including field entry devices and cellular phones; effectively communicating verbally and in writing; establishing and maintaining effective working relationships with those contacted in the course of work.

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: High school diploma or equivalent. AA/AS degree in Construction Technology, Architecture, or related field is highly desirable.
1262

CITY OF WEST SACRAMENTO
Building Inspector I/II (Continued)
3 Experience: Building Inspector I: One (1) year of full-time experience as a building inspector performing work within one or more inspection disciplines in a municipal agency as a consultant or municipal employee. Building Inspector II: Two (2) years as a Building Inspector I with the City of West Sacramento; OR three (3) years of experience as a building inspector performing work within one or more inspection disciplines in a municipal agency as a consultant or municipal employee.

Possession of all of the following certifications may be substituted for one (1) year of the experience requirement: Residential Mechanical Inspector (M1), Residential Electrical Inspector (E1), Residential Plumbing Inspector (P1). Possession of all of the following certifications may be substituted for two (2) years of the experience requirement: Building Plans Examiner (B3), Commercial Mechanical Inspector (M2/3), Commercial Electrical Inspector (E2/3), Commercial Plumbing Inspector (P2/3).

LICENSES AND CERTIFICATES: Possession of , or ability to obtain and maintain, a valid California driver’s license by the time of appointment. Individuals who do not meet this requirement due to a disability will be reviewed in a case-by-case basis.

Building Inspector I: Possession of, or ability to obtain and maintain a valid California Residential Building Inspector (J1) or Residential Building Inspector (B1) certificate issued by the International Code Council (I.C.C.) Building Inspector’s Certificate as issued by the I.C.C. within one (1) year of employment within classification.

Building Inspector II: Possession of a valid California Residential Building Inspector (J1) or Residential Building Inspector (B1) certificate issued by the International Code Council (I.C.C.) is required upon appointment. Certified Combination Inspector  Possession of, or ability to obtain and
maintain a valid California Commercial Building Inspector (J2) or Commercial Building Inspector (B2) certificate issued by the International Code Council (I.C.C.) within one (1) year of employment within classification.

At the option of the City, persons hired into this class may be required to either possess at entry or obtain within specified time limits, designated licenses, certificates or specialized education and training relevant to the area of assignment. Additional requirements may include, but are not limited to the following:
 Certified Building Inspector
 Certified Electrical Inspector
 Certified Plumbing Inspector
 Certified Mechanical Inspector
1263

CITY OF WEST SACRAMENTO
Building Inspector I/II (Continued)
4  Accessibility Specialist Certification (CASp)
WORKING CONDITIONS: May be required to attend off-hour and/or off-site meetings.

PHYSICAL DEMANDS: Must possess mobility to work in a construction or field environment including exposure to loud noise, frequent exposure to chemicals, fumes, and other environmental substances; mobility to inspect various commercial and residential development sites, including traversing uneven terrain, climbing ladders, stairs and other temporary or construction access points; mobility to work in a standard office setting and use standard office equipment, including a computer; to attend meetings and to operate a motor vehicle; vision to read printed materials and a computer screen and make inspections; and hearing and speech to communicate in person and over the telephone. Finger dexterity is needed to access, enter and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, climb, push and pull drawers open and closed to retrieve and file information. Positions in this classification occasionally lift, move, and carry objects that typically weigh up to 50 pounds.

ENVIRONMENTAL ELEMENTS: Employees generally work in a construction or field environment including inclement weather conditions and construction and traffic hazards.

Employees may also work in an office environment with moderate noise levels, controlled temperature conditions and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing department guidelines, policies and procedures.

Adopted: 04/15/2015
Revised: 02/19/2025
Maintenance Update:

Title Change:

Job Category: Paraprofessional
Bargaining Unit: N/ASpecialists & Professionals
Employee Group: Specialists & Professionals
At-Will:  Yes  No
Form 700:  Yes  No
FLSA Status:  Non-Exempt  Exempt
1264

CITY OF WEST SACRAMENTO

SENIOR BUILDING INSPECTOR
DEFINITION: The Senior Building Inspector reviews plans, inspects commercial and residential building projects, and enforces a variety of state laws, codes, City ordinances, and established standards to achieve compliance with applicable fire, life safety, disabled access, electrical, mechanical, plumbing, structural, and dangerous housing/building codes.

SUPERVISION RECEIVED AND EXERCISED: Receives general direction from the Building Official or his/her designee. This position may oversee, monitor, direct, supervise, and/or evaluate the work of subordinate technical staff.

CLASS CHARACTERISTICS: The Senior Building Inspector is the lead or specialist level in the Building Inspector series. In the lead assignment, incumbents provide direction to lower level staff including assigning, directing, and reviewing the work of staff. In the specialist assignment, incumbents work on specialized projects containing a high number of complex and difficult tasks and assignments. Positions at this level are distinguished from those in the lower level classification of Building Inspector I/II by the independence with which they perform their duties of handling the more difficult and complex work and performing lead work.

EXAMPLES OF ESSENTIAL FUNCTIONS: (Illustrative Only): Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 Assigns and monitors the work of lower level staff.
 Provides training to staff regarding building codes and other related requirements.  Inspects commercial and residential buildings and structures to determine compliance with the fire, life safety, disabled access, structural, mechanical, plumbing, electrical, and International Property Maintenance code and approved plans.  Identifies and enforces a variety of codes, ordinances, and standards violations for conformance with plans and specifications.
 Inspects workmanship and materials in building construction projects for conformance with plans and specifications, and inspects potentially substandard damaged, illegally constructed and poorly maintained dangerous buildings.
 Works with approved construction documents including working drawings, specifications and structural calculations.
 Prepares and maintains reports, letters, and correction notices on code violations and variations from approved plans.
 Enters required information into the database for tracking and accessibility.  Confers, collaborates and assists with architects, engineers, contractors, builders, homeowners, tenants, and the general public in the field and office regarding the interpretation of building code requirements and restrictions and keeps records and prepares reports as necessary.
1265

CITY OF WEST SACRAMENTO
Senior Building Inspector (Continued)
2  Identifies illegal construction activity and issues violation notices.  Must possess and maintain a valid driver's license and have the ability to safely operate a motor vehicle to travel to various locations throughout the City as required to perform essential job functions.
 May act as Building Official in his/her absence.

QUALIFICATIONS:

Knowledge of: Principles and techniques of building construction and inspection; methods, practices, and materials used in construction work; safety standards and methods of building construction for commercial, industrial, and residential buildings; building codes, ordinances, and policies applicable to fire, life safety, disabled access, electrical, mechanical, plumbing, and structural codes; modern office methods, practices, procedures, and computer equipment; common word processing, spreadsheet, and database software; principles and practices of effective supervision, training and personnel management.

Skill in: Leading technical/paraprofessional personnel; providing technical advice to subordinate personnel in solving difficult problems or assignments; applying technical knowledge and following proper inspection techniques to examine workmanship and materials; recognizing correct installations of building systems and detecting defects and faults in construction workmanship and materials; entering data and retrieving information from various computer systems; detecting deviations from approved construction documents; interpretation and application of all pertinent codes and standards; operating a personal computer and other electronic equipment, including field entry devices and cellular phones; effectively and constructively communicating verbally and in writing; establishing and maintaining effective constructive working relationships with those contacted in the course of work.

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: High school diploma or equivalent. AA/AS degree in Construction Technology, Architecture, or related field is highly desirable.

Experience: Two (2) years of full-time experience as a Building Inspector II with the City of West Sacramento; OR four (4) years of full-time experience as a journey-level building inspector performing work with one or more inspection disciplines in another municipal, county, or city government agency.

Possession of all of the following certifications may be substituted for two (2) years of the experience requirement: Building Plans Examiner (B3), Commercial Mechanical Inspector (M2/3), Commerical Electrical Inspector (E2/3), Commercial Plumbing Inspector (P2/3).

LICENSES AND CERTIFICATES: Possession of , or ability to obtain and maintain, a California driver’s license by the time of appointment. Individuals who do not meet this requirement due to a disability will be reviewed in a case-by-case basis. 1266

CITY OF WEST SACRAMENTO
Senior Building Inspector (Continued)
3 Possession of a valid California Residential Building Inspector (J1) or Residential Building Inspector (B1) certificate issued by the International Code Council (I.C.C.) is required upon appointment. Possession of, and ability to obtain and maintain both Residential and Commercial Combination Inspector Certificate as issued by the I.C.C. within one (1) year of employment.

Possession of a valid California Commercial Building Inspector (J2) or Commercial Building Inspector (B2) certificate issued by the International Code Council (I.C.C.) is required upon appointment.

At the option of the City, persons hired into this class may be required to either possess at entry or obtain within specified time limits, designated licenses, certificates or specialized education and training relevant to the area of assignment. Additional requirements may include, but are not limited to the following:
 Possession of, and ability to obtain and maintain both Residential and Commercial Combination Inspector Certificate as issued by the I.C.C. within one (1) year of employment.  Certified Building Inspector
 Certified Electrical Inspector
 Certified Plumbing Inspector
 Certified Mechanical Inspector
 Accessibility Specialist Certification (CASp)
WORKING CONDITIONS: May be required to attend off-hour and/or off-site meetings.

ENVIRONMENTAL ELEMENTS: Employees generally work in a construction or field environment including inclement weather conditions and construction and traffic hazards.

Title Change:

Job Category: Paraprofessional
Employee Group: Specialists & Professionals
Bargaining Unit: N/ASpecialists & Professionals
At-Will:  Yes  No
Form 700:  Yes  No
FLSA Status:  Non-Exempt  Exempt
1268

CITY OF WEST SACRAMENTO

ASSOCIATE CIVIL ENGINEER
DEFINITION: The Associate Civil Engineer assists in the planning, design and management of public infrastructure and facilities including transportation, facilities and sewer, storm drainage and water system facilities.

SUPERVISION RECEIVED AND EXERCISED: Receives general supervision from the assigned Department Director of Public Works, Director of Community Development or their designee. May exercise technical and functional direction over assigned staff.

CLASS CHARACTERISTICS: This is the journey level class within the professional engineering series. This class is distinguished from the Assistant Engineer by assignment of the full range of professional engineering duties.

This class is distinguished from the Senior Engineer in that the latter is an advance journey level class responsible for complex and difficult engineering projects and programs and exercises direct supervision over professional engineering staff.

Upon the recommendation of the Department Head and approval by the City Manager, an Assistant Engineer may advance to an Associate Civil Engineer after demonstrating the abilities and competencies necessary to perform the full range of Associate Civil Engineer duties, meeting the minimum qualifications of the position.and obtaining the required registration of a Professional Civil Engineer in the State of California.

Upon the recommendation of the Department head and approval by the City Manager, an Associate Civil Engineer may advance to Senior Civil Engineer following attainment of the minimum qualifications for the position and after theyhe/she haves demonstrated the abilities and competencies necessary to perform the full range of Senior Civil Engineer EXAMPLES OF ESSENTIAL FUNCTIONS: (Illustrative Only): Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 A in the preparation of various capital improvement programs.  Performs project administration and management.
 Reviews and prepares condition of approval for land use entitlement applications.  Performs plan checking and inspection.
 Performs field reviews and formulates engineering recommendations.  Prepares construction plans, specifications and estimates for various types of construction projects including streets, storm drainage, sewer and water systems.  Inspects structures and construction.
 Assists in the management, operation and maintenance of utilities systems. 1269

CITY OF WEST SACRAMENTO
Associate Civil Engineer
(Continued)
2  Prepares comprehensive reports.
 Coordinates project activities with other city departments and public agencies.  Prepares written staff reports for departmental use and/or presentation to the City Council.  May supervise sub-professional and non-professional personnel.  Meets and confers with governmental officials and the public on matters related to assigned areas of responsibility.
 Assists with Request For Proposals and consultant design contracts.  Assists with consultant services proposals.
 Participates in complex engineering analysis and presentation of studies and recommendations in public forums.
 Must possess and maintain a valid driver's license and have the ability to safely operate a motor vehicle to travel to various locations throughout the City as required to perform essential job functions.
 Performs related duties and responsibilities as required.

QUALIFICATIONS:

Knowledge of: Civil engineering principles, practices, techniques and materials dealing with the design, inspection, and construction of streets, storm drainage facilities, water and wastewater facilities and related structures; applicable laws and regulatory codes relevant to public works operations; engineering principles, materials and techniques used in the planning, design, operation and maintenance of public works facilities; principles of supervision and management; and safe work practices.

Skill in: Planning, directing, and coordinating the work of subordinates and the planning, design, operation and maintenance of water and wastewater systems; effectively managing and supervising; making complex engineering computations; checking design and preparing or supervising the preparation of engineering plans and specifications; communicating clearly and concisely both orally and in writing; planning, coordinating, and prioritizing assigned work; performing assigned work with minimum of supervision; establishing and maintaining effective work relationships with the public, representatives of other public agencies, subordinates, and supervisors; maintaining physical condition appropriate to the performance of assigned duties and responsibilities which may include sitting for extended periods of time, operating assigned office equipment or field trips to review existing or planned facilities; maintaining effective audio-visual discrimination and perception needed for making observations, communicating with others, reading and writing, and operating assigned office equipment; maintaining mental capacity which allows for effective interaction and com-munication with others.

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: A Bachelor's degree in Civil Engineering from an accredited university or college. 1270

CITY OF WEST SACRAMENTO
Associate Civil Engineer
(Continued)
3 Experience: At least four (4) years of increasingly responsible professional civil engineering experience. Public works/municipal engineering experience is highly desirable.

LICENSES AND CERTIFICATES: Possession of a valid certificate of registration as a professional civil engineer. Possession of a valid certificate of registration as a professional civil engineer in the State of California within one (1) year of appointment. If assigned duties require driving, pPossession and maintenance of a valid California driver's license.

WORKING CONDITIONS: Work in an office, field and construction site environments; travel from site to site; walking, standing, or sitting for periods of time; exposure to dust and noise; some climbing, stooping, light lifting and inspecting in confined areas; travel to attend a variety of meetings. May be required to attend off-hour meetings.

PHYSICAL DEMANDS: Mobility to work in a standard office or construction environment, use standard office equipment and attend off-site meetings. On an intermittent basis, sit at a desk for long periods of time; intermittently walk, stand, bend, squat, twist, and reach while performing office duties; mobility to occasionally traverse uneven terrain, periodically standing, stooping, bending, climbing and kneeling to perform inspections; on occasion may be required to work in exposure to weather. Manual dexterity to use standard office equipment and supplies and small tools and to manipulate both single sheets of paper and large document holders (manuals, binders, etc.); vision to read handwritten and printed material and a computer screen; hearing and speech to communicate in person and by telephone; ability to lift and carry items weighing up to 25 pounds such as files, manuals, or small tools and equipment for distances up to 50 feet.

Adopted: 09/21/88
Revised: 08/18/93; 05/13/05; 04/30/07; 08/22/18; 2/19/2025 Maintenance Update: 09/03/02
Title Change:

Job Category: Professional
Bargaining Unit: Specialists & Professionals
At-Will:  Yes  No
Form 700:  Yes  No
FLSA Status:  Non-Exempt  Exempt
1271

CITY OF WEST SACRAMENTO

SENIOR CIVIL ENGINEER
DEFINITION: Under the direction of the Director of Public Works, Director of Community Developmentassigned department head or his/her designee, the Senior Civil Engineer performs a wide variety of administrative, managerial, professional and technical tasks.

SUPERVISION RECEIVED AND EXERCISED: Receives general supervision from the Director of Public Works, Director of Community Developmentdepartment head to which assigned or his/her designee. Exercises direct supervision over professional level staff, as well as clerical, technical and/or temporary staff.

CLASS CHARACTERISTICS: This is the advanced journey level classification in the series and is responsible for assisting with the management of an engineering section. Incumbents are expected to possess the skills and abilities necessary to perform all duties and responsibilities of the classification with little supervision. The incumbent has responsibility for supervision of assigned subordinate staff.

Upon the recommendation of the Department Head and approval by the City Manager, an Associate Civil Engineer may advance to Senior Civil Engineer following attainment of the minimum qualifications for the position and after theyhe/she haves demonstrated the abilities and competencies necessary to perform the full range of Senior Civil Engineer.

CITY OF WEST SACRAMENTO
Senior Civil Engineer (Continued)
2  Serves as staff to a variety of city commissions, boards and committees as assigned.  Represents the department to outside agencies and organizations.  Coordinates activities with other departments and divisions as appropriate.  Must possess and maintain a valid driver's license and have the ability to safely operate a motor vehicle to travel to various locations throughout the City as required to perform essential job functions.
 Performs other duties as assigned.

 May supervise and evaluate subordinate technical staff.

Examples of additional responsibilities/duties if assigned to:

Capital Projects Division:
 Assists in the design and management of public works, capital improvements, street, utility and storm drain maintenance.
 Performs engineering planning, plan checking and inspection activities.  Prepares specifications and estimates for various types of construction projects, including streets, storm drains, sewer and water systems.
 Inspects structures and construction.
 Assists in the management, operation, and maintenance of utilities systems.  Serves as the Resident Engineer in charge of large, more complex capital improvement construction projects.
 Coordinates activities with other departments and divisions as appropriate.  Conducts special studies relative to assigned area(s) of responsibility and prepares appropriate analyses and reports.
 Supervises, trains, evaluates and disciplines assigned professional, subprofessional, technical and administrative staff.
 Serves as staff to a variety of city commissions, boards and committees as assigned.  Represents the department to outside agencies and organizations.  May stamp and sign civil design plans.
 Assists with Requests for Proposals and consultant design contracts.  May evaluate consultant services proposals.

Development Services Division:
 Assists in the review and update of city design standards for public works construction.  Performs civil engineering review of land use entitlement applications including parcel and subdivision maps, coordinating such maps with the City Surveyor.  Assists in the development of appropriate mitigation measures and conditions of approval.  Coordinates infrastructure needs and requirements, consistent with city standards and infrastructure planning documents, among various development projects and with appropriate city staff.
 Performs engineering planning, plan checking, and inspection activities.  Oversees the calculation and collection of adopted development impact fees. 1273

CITY OF WEST SACRAMENTO
Senior Civil Engineer (Continued)
3  Prepares specifications and estimates for various types of construction projects including streets, storm drains, sewer and water systems.
 Inspects structures and construction.
 Coordinates activities with other departments and divisions as appropriate.  Conducts special studies relative to assigned area(s) of responsibility and prepare appropriate analyses and reports.
 Supervises, trains, evaluates and disciplines assigned professional, subprofessional, technical and administrative staff.
 Serves as staff to a variety of city commissions, boards and committees as assigned.  Represents the department to outside agencies and organizations.

Assists with Requests for Proposals and consultant design contracts.  May evaluate consultant services proposals.

Flood Protection Division:
 Assists in the development and implementation of the West Sacramento Levee Improvement Program (WSLIP).
 Assists in the development and monitoring of the Flood Protection Division budget.  Assists in the procurement and administration of consultant and construction contracts for the WSLIP.
 Assists in the audit of field performance of construction to confirm accuracy of inspection and conformance with contract provisions, plans, specifications, sound construction practices, and appropriate regulations and rules relative to levee and other flood risk reduction projects.  Assists in the review of plans and specifications for design requirements and constructability.  Assists in training of Flood Protection Division staff to improve proficiency.  Conducts or assists in field survey and collection of data for planning and design of flood improvements.
 Proposes, develops, and implements policies and procedures to improve coordination of levee improvement projects with other Community Development divisions, City departments, regulatory agencies, and contractors.
 Prepares or assists with a variety of correspondence and reports on operations and activities for the Department, WSAFCA Board and the City Council.
 Prepares, coordinates, and reviews the preparation of status reports relating to flood risk reduction project activities.
 Provides inspection services for flood risk reduction projects.  Inspects and provides technical assistance on difficult and complex levee improvement projects.
 Assists in resolving conflicts between construction management services and contractors.  Assists in processing contract change orders and progress payments for flood risk reduction projects or other capital improvement projects assigned to the Flood Protection Division.  Responds to public inquiries.
 Represents the City and the Department at a variety of meetings.  Initiates and maintains communication and coordination with expert panels, special consultants, utilities and other agencies.
 Performs complex construction related services as needed. 1274

CITY OF WEST SACRAMENTO
Senior Civil Engineer (Continued)
4  Performs field and office work related to property boundaries or right-of-way acquisition.

Transportation and Mobility Division
 Develops, administers, and enforces mobility goals, policies, and procedures related to traffic engineering and transportation planning in coordination and cooperation with City staff.
 Reviews City codes and ordinances and recommends appropriate modifications, additions, or deletions concerning traffic engineering issues and
 Develops and implements strategies for improving the efficiency and performance of the existing city transportation system including signalization and signal timing improvements, congestion management, traffic calming, installation of traffic signs and pavement markings, traffic islands, roundabouts, and related traffic control devices and features as specified under the Manual on Uniform Traffic Control Devices (MUTCD).  Conducts and oversees the preparation of speed surveys, travel time, and delay surveys; performs site distance studies, stop and signal warrants, accident analysis, transportation safety studies, reviews and make recommendations pertaining to the geometric design of streets and interchanges, street lighting systems, and other related transportation studies; Conducts field surveys and supervises and participates in the work of collecting, tabulating, and analyzing transportation-related data including vehicle miles traveled (VMT), trip generation, traffic congestion, intersection flow and service levels, and analysis of street network and traffic improvements to improve mobility and equity.  Directs and/or participates in the preparation of complex statistical and narrative reports; reviews and approves all traffic investigation reports, and recommends mitigation measures; supervises, trains, directs, mentors and evaluates assigned staff; serves as staff to the City Transportation, Mobility and Infrastructure Commission, and/or Traffic Committee, and staff to various boards, commissions, and committees relative to assigned area of responsibility; responds to traffic and transportation related citizen inquiries and complaints; identifies and illustrates traffic problems to City officials, community groups, and individuals and offers appropriate solutions as necessary.  Researches, plans, develops, and implements innovative or “Smart” mobility solutions in coordination with Division staff to improve transportation information systems, road safety strategies including “Vision Zero” implementation, traffic monitoring and congestion regulating technologies, and intersection technology improvements; and oversees the development and implementation of the City Traffic Operations and Management Plan and development and management of the Traffic Operations Center.  Prepares contract specifications, estimates and reports pertaining to the construction, maintenance, and operation of traffic engineering facilities; prepares requests for proposals and contracts for consulting services; writes agenda reports for bidding and award of contracts and other related transportation planning and engineering activities.  Reviews and checks plans of consulting engineers and private contractors; coordinates and performs the construction inspection of assigned projects; ensures conformance with contract plans, specifications, and applicable codes; and coordinates with both staff-level and on-call consulting traffic signal maintenance staff. 1275

CITY OF WEST SACRAMENTO
Senior Civil Engineer (Continued)
5  Monitors legislation and assures City compliance with traffic-related laws, regulations, statutes and codes; monitors grant programs and manages pursuit of federal, State and regional funding sources.
 Independently plans, studies, analyzes, interprets, and solves complex traffic conditions; evaluates statistical and physical data, such as that pertaining to traffic flow and volume, circulation patterns, roadway capacity, feasibility of improvements, projected traffic loads, parking facilities, and traffic aspects of land use plans.  Uses involved traffic engineering principles, devises new techniques and approaches and applies existing criteria, and draws conclusions from comparative data in developing new and innovative solutions to traffic safety and congestion.  Directs and performs investigations of complaints and analyses of traffic accident reports and hazards; conducts experiments with alternative plans including modifications in signal or control devices and traffic direction and speed; evaluates results and makes appropriate recommendations.
 Involved in frequent intra-organizational, inter-organizational, and citizen group contacts.  May represent the City and provide consultative expertise in traffic matters such as accident prevention, speed control, transit routes and stops, equipment alternatives, and public information.
 Participates in the development of solutions to multiple jurisdiction traffic problems in boundary regions.
 Works closely with various City Divisions and Departments including Transportation and Mobility, Planning, Capital Projects Department, City Attorney’s Office, City Manager’s Office, and members of the Transportation, Mobility and Infrastructure Commission, Planning Commission and City Council in special studies which involve transportation and traffic issues.
 Assists in developing recommendations for changes to City ordinances and regulations pertaining to traffic issues.
 Prepares plans and specifications for traffic channelization and the placement of traffic signs, signals, or other control devices; reviews bids for contractor installation of traffic control devices; acts as project leader supervising work performed by outside contractors.  Reviews plans and reports submitted by outside consultants related to traffic system design issues.
 Reviews traffic signal system design including communications, timing plans, controller functions and interconnect system design; and performs signal operations analysis using signal optimization software such as SYNCHRO, SIMTRAFFIC, VISSIM, HCS, for the analysis of traffic operations,
 Plans and performs transportation activities, such as preparing and reviewing plan lines; grant applications; street improvement programs; freeway access studies; environmental impact reports; general plans for streets, pedestrians, and bicycles; Traffic Impact Mitigation Fee Study; and transportation system management programs.  Performs other related administrative duties such as preparing work requests, initiating purchase orders, and processing and maintaining records. 1276

CITY OF WEST SACRAMENTO
Senior Civil Engineer (Continued)
6 QUALIFICATIONS:

Knowledge of: Civil eEngineering principles and practices as applied to municipal public works, including planning and development, design and construction, traffic engineering and transportation planning and operation and maintenance; applicable laws and regulatory codes relevant to related public works operations; methods, materials and techniques used in the construction of public works projects; principles of supervision and management; principles and practices of work safety; the latest Caltrans Standard Plans and Specifications reference documentation for construction projects.

Skill in: Planning, directing, reviewing and evaluating the work of assigned staff, including professional and technical staff; performing difficult technical research and analyzing complex engineering problems; making complex engineering computations; checking design and supervising the preparation of engineering plans and specifications; communicating clearly and concisely both orally and in writing; developing and implementing goals, objectives, policies, procedures, work standards and internal controls; establishing and maintaining effective work relationships with those contacted in the course of work; coordinating activities with other city departments and public agencies; and preparing clear and concise verbal and written staff reports, including staff reports, for department use and/or presentation to the City Council.

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: A Bachelor’s Degree or equivalent in relevantCivil Engineering field to which assigned, from an accredited college or university.

Experience: At least six (6) years of increasingly responsible professional civil engineering experience to area of assignment. Experience must include four (4) years in the public works/municipal engineering or related field.

A Master's Degree in a related Engineering field may susbstitute for one (1) year of the experience requirement.

LICENSES AND CERTIFICATES: If required to drive, pPossession and maintenance oof a valid California driver’s license. If assigned to Capital Projects Division, Development Services Division, or Flood Projection Division: Possession and maintenance of a valid certificate of registration as a Professional Civil Engineer is required. Possession and maintenance of a valid certificate of registration as a Professional Civil Engineer in the State of California within one (1) year of appointment. If assigned to Transportation and Mobility Division: Possession and maintenance of a valid certificate of registration as a Professional Traffic Engineer or Civil Engineer is required. Possession and maintenance of a valid certificate of registration as a Professional Traffic Engineer or Civil Engineer in the State of California within one (1) year of 1277

CITY OF WEST SACRAMENTO
Senior Civil Engineer (Continued)
7 appointment. Possession of a valid California driver's license is required at the time of appointment.

WORKING CONDITIONS: May be required to attend off-hour meetings.

ENVIRONMENTAL ELEMENTS: Employees generally work in an office environment with moderate noise levels, controlled temperature conditions and no direct exposure to hazardous physical substances. Employees may also work in a construction or field environment including inclement weather conditions and construction and traffic hazards. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing department guidelines, policies and procedures.

Adopted: 10/01/1997
Revised: 08/21/2002; 02/20/2009; 074/30/2007; 02/13/2017; 8/22/18; 06/19/2019; 03/20/2024; 2/19/2025
Maintenance Update:

Title Change: 07/01/2023
Job Category: Administrators/Managers
Bargaining Unit: Management
At-Will: Yes  No
Form 700: Yes No
FLSA Status:  Non-Exempt  Exempt
1278

CITY OF WEST SACRAMENTO

TECHNICALAPPLICATION SUPPORT SPECIALIST I/II/III
DEFINITION: The TechnicalApplication Support Specialist I/II/III performs a variety of technical duties in the analysis, design, testing, installation, and maintenance of information technology systems, including third-party applications in a networked environment; installs, operates, and maintains computer equipment as required; and provides training and technical assistance to inter-departmental staff.

SUPERVISION RECEIVED AND EXERCISED: Receives general supervision from the Information Technicalology Operations Services Manager. No direct supervision of staff is exercised. Responsibilities may include the indirect supervision of lower level and/or part-time staff.May supervise technical, student intern and temporary staff.

CLASS CHARACTERISTICS: The TechnicalApplication Support Specialist I/II/III is distinguished from the Information Technology Specialist I/II series by the performance of assignments with less complexity and independence than the Information Technology Specialist I/II.

Upon satisfactory completion of one (1) year of training and meeting the minimum requirements, the Technical Support Specialist I will be appointed to the Technical Support Specialist II. Satisfactory performance means an overall “satisfactory” rating or higher on the performance evaluation during the last evaluation period.

The Technical Support Specialist II is the journey level in the Technical Support Specialist series. Upon recommendation of the Department Head and approval by the City Manager or designee, a Technican Support Specialist II may advance to the Technical Support Specialist III classification after they have performed the full range of duties of an Technical Support Specialist II for two (2) years, has demonstrated the abilities and competencies necessary to perform the full range of Technical Support Specialist III duties and has attained the minimum qualifications for Technical Support Specialist III position.Upon the recommendation of the Department Head and approval by the City Manager, an Application Support Specialist may advance to Information Technology Specialist upon demonstrating the abilities and competencies necessary to perform the full range of Information Technology Specialist duties, meeting the minimum qualifications for the position and successfully completing a training plan developed by the Information Technology Manager and approved by the Department Head.

CITY OF WEST SACRAMENTO
ApplicationTechnical Support Specialist I/II/III (Continued) 2  Responsible for maintaining the city phone systems to include encoding personnel information to the phone switch.
 Conducts staff training for new and existing hardware and software.  May participate in the design, implementation and maintenance of data communications, local area networks and wide area networks.
 Limited programming of third-party applications, usingbuildusing built in tools.  Assists with the administration of the network servers and all related software applications.

QUALIFICATIONS:

Knowledge of: Principles and techniques of computer software support and implementation in a networked environment; and understanding of operating systems in use by the city.

Skill in: Recommending, installing, troubleshooting, maintaining, and upgrading personal computers; installing, configuring, troubleshooting and maintaining operating systems and office systems software on personal computers; analyzing, designing, programming, installing and maintaining complex computer systems; writing operating instructions and procedures and reading, interpreting, and applying complex technical publications, manuals and other documents.

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: High school diploma or equivalent plus college level coursework in data processing, computer science, computer network administration, or a related field. An Associate’s Degree from an accredited college in computer science, management information systems, or closely related field. A Bachelor’s Degree is preferred.

Experience: Technical Support Specialist I: One (1) year experience demonstrating competency in one or more fields of information technology. Technical Support Specialist II:

Two (2) years of related professional experience. Technical Support Specialist III: Four (4) years of related professional experience.

An Associate’s Degree or equivalent sixty (60) units or Bachelor’s Degree in a related field may be substituted for one (1) year of the experience requirement.

LICENSES AND CERTIFICATES: If assigned duties require driving, possession of a valid California driver’s license. For positions where ability to drive is not an essential function, the employee must be able to arrange reliable and timely transportation through private or public transportation for attendance at work, off-site meetings, events, and trainings.

PHYSICAL DEMANDS: Mobility to work in a standard office environment, use standard office equipment and attend off-site meetings. On an intermittent basis, sit at a desk for long periods of time; intermittently walk, stand, bend, squat, twist, and reach while performing assigned duties. Manual dexterity to use standard office equipment and supplies and small tools and to manipulate both single sheets of paper and large document holders (manuals, binders, etc.); vision to read handwritten and printed material and a computer screen; hearing and speech to communicate in person and by telephone; ability to lift and carry items weighing up to 50 pounds such as equipment, files, manuals, or small tools for distances up to 50 feet.

ENVIRONMENTAL ELEMENTS: Employees work in an office environment with moderate noise levels, controlled temperature conditions and no direct exposure to hazardous physical 1280

CITY OF WEST SACRAMENTO
ApplicationTechnical Support Specialist I/II/III (Continued) 3 substances. May work in confined spaces such as telephone and wiring closets. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing department guidelines, policies and procedures.

Adopted: 11/05/1997
Revised: 05/13/2005; 08/12/2011; 07/1/2023; 02/19/2025
Maintenance Update: 09/14/2001; 03/04/2003
Title Change: 07/1/2023
Job Category: ParaProfessional
Bargaining Unit: N/A
Employee Group: Specialists & Professionals
At-Will:  Yes  No
Form 700: Yes No
FLSA Status:  Non-Exempt  Exempt
1281

CITY OF WEST SACRAMENTO

RECREATION MANAGER
DEFINITION: Under the direction of the Recreation Superintendent, aThe Recreation Manager plans, organizes, oversees, coordinates and evaluates multiple programs within the Recreation Division and supervises assigned staff and volunteers. The Recreation Manager is appointed by and sits at the pleasure of the City Manager.

SUPERVISION RECEIVED AND EXERCISED: The Recreation Manager receives direction from the Director of Parks & Recreation. The Recreation Manager provides direct supervision to professional level staff, as well as technical and extra help staff.

CLASS CHARACTERISTICS: This is a management-level classification with overall responsibility for managing all program activities and facility oversight within assigned areas, including but not limited to recreation and sports programs, and facility and venue rentals.

EXAMPLES OF ESSENTIAL FUNCTIONS: (Illustrative Only): Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 Assists in the development and implementation of Parks and Recreation departmentdivision goals, objectives, policies and procedures;
 Leads the development, coordination and implementation of a diverse and inclusive recreation program that is responsive to community needs  Collaborate with staff, county, community and school district agencies to partner on programs, services and special events.
 Conducts regular program evaluation and resident satisfaction surveys.  Evaluates operations and activities of assigned responsibilities, recommends and implements improvements and modifications, and prepares various reports on operations and activities
Responsible for all activities conducted are in accordance with rules, regulations and risk management principles ensuring participant safety
 Aassists in the Responsible for budget coordination including the preparation, planning and monitoring of the division budget;
 Oversees purchasing processes for supplies, equipment, and services needed for community programming or facility operations; reconciles expenditures as required; ensures all subordinate staff are working within established purchasing policies.  Accurately tracks, maintains, and oversees the inventory of various equipment, supplies, and assets.
plans, organizes, promotes, implements, and directs a variety of recreation, leisure, and community service programs including aquatic, arts, crafts, cultural, contract, and athletic league activities and events for all age groups;
1282

CITY OF WEST SACRAMENTO
Recreation Manager
(Continued)
2  Mmanages indoor and/or outdoor recreation facilities;  Collaborates with various departments to ensure necessary facility maintenance, information technology support, construction projects and custodial services are completed in assigned areas.
 Mmonitors, coordinates and administers agreements, contracts, memoranda and grants;  Sselects, trains, instructs, motivates, supervises, and evaluates assigned regular and seasonal staff;
Develops relevant marketing and community outreach strategy utilizing various modes of information and content deliveryPprepares program publicity and information releases;  Ggathers, researches and analyzes data for reports and presentations;  Rresearches and prepares grant applications;
 iInvestigates complaints and recommends corrective action as necessary to resolve complaints;
 mMakes presentations to the City Council, commissions, boards, and public groups;  Rrepresents the division in a variety of meetings pertaining to assigned programs, activities or projects;
 Pprovides staff support as necessary to the Commissions coordinated by the Parks and Recreation Department.
 Investigates, responds to, and resolves difficult and sensitive citizen inquiries related to the implementation of recreation programs or facility operations; provides high levels of customer service at all times.
 Supports community engagement efforts on behalf of the department  May serve as Recreation Superintendent in his/her absence; pPerforms related duties and responsibilities as required.
 Must possess and maintain a valid driver's license and have the ability to safely operate a motor vehicle to travel to various locations throughout the City as required to perform essential job functions.
 May serve as the Director of Parks and recreation in their absence Recreation Center Manager
 Plans, organizes, promotes, implements, and directs the following recreation and leisure programs but not limited to: fitness, wellness, rock climbing, sports, aquatics, youth camps, family programs, special events and facility rentals
 Direct others in a comprehensive passholder recruitment and retention program including passholder appreciation strategies, passholder conversion growth and overall positive passholder experience.
 Collaborates with Washington Unified School District on shared use facility agreements and joint maintenance /construction projects
Community Center Manager
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CITY OF WEST SACRAMENTO
Recreation Manager
(Continued)
3  Plans, organizes, promotes, implements, and directs the following recreation and leisure programs but not limited to: art gallery, active aging, adaptive recreation, Black Box Theater, afterschool programs, preschool, youth camps, special events, concerts and facility rentals.  Negotiates contracts with the school district pertaining to afterschool care and summer camp offerings on behalf of the department.
 Ensures a high quality early learning and afterschool program which follow required policies, procedures and curriculum guidelines.

QUALIFICATIONS:

Knowledge of: Principles and practices of planning, directing, and promoting recreational and community service programs; principles and practices of public administration, principles and practices of inclusive equity based recreation; personnel management, and budget and fiscal management; p. rinciples and practices for working with groups and fostering effective team interaction to ensure teamwork is conducted smoothly; techniques for providing a high level of customer service; city organization and functions; laws, rules, codes, and regulations governing department activities.

Skill in: Training, superviseing, and evaluatinge recreation staff; planing and organizinge a multitude of activities; communicateing clearly and concisely both orally and in writing; working in a multicultural and diverse environment; establishing and maintaining effective working relationships with other department staff, the public, and outside agencies; maintaining effective audio-visual discrimination and perception needed for making observations, communicating with others, reading and writing, and operating assigned office equipment; maintaining mental capacity which allows the capability of making sound decisions and demonstrating intellectual capabilities; . developing, implementing, and interpreting goals, objectives, policies, procedures, and work standards; analyzing complex problems, evaluating alternatives, and making sound recommendations related to department activities; analyzing department support needs and ensure prompt and efficient delivery of service, materials, and supplies; interpreting, applying, and ensuring project compliance with applicable federal, state, and local policies, procedures, laws, regulations, codes, and ordinances; effectively managing the planning, development, and operations of the City’s parks and recreation programs; using and applying principles and practices of budget preparation, financial principles, and administration; and preparing clear, concise, and accurate reports, correspondence, and other written material, including bids and financial information.

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: Bachelor's Degree from an accredited college or university in recreation orf closelyrelated field. 1284

CITY OF WEST SACRAMENTO
Recreation Manager
(Continued)
4 Experience: Fiveour (54) years of increasingly responsible experience in community services,recreation and/or parks, including two years of supervisory experience.experience in a supervisory capacity in an organized recreational setting.

LICENSES AND CERTIFICATES: A valid Class "3" or "C" California driver's license is required.

WORKING CONDITIONS: Work in an office environment or at a program or event site; sustained posture in a seated position for prolonged periods of time; walk, sit and stand for periods of time and lift and carry equipment and supplies, depending upon activity, event or program; travel to attend a variety of meetings or site to site.

PHYSICAL DEMANDS: Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; the ability to operate a motor vehicle to visit various City sites and attend off-site meetings; vision to read printed material and view a computer screen; hearing and speech to communicate in person, before groups, and over the telephone; strength, stamina, and mobility to traverse uneven terrain, including climbing ladders, stairs, and other temporary or construction access points; finger dexterity to operate standard office equipment and access, enter, and retrieve data using a computer keyboard or calculator; and the ability to occasionally lift, carry, push, and pull materials and objects up to 40 pounds to perform the required job functions. Reasonable accommodations will be made for individuals on a case-by-case basis.

ENVIRONMENTAL ELEMENTS: Employees primarily work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may also work in the field and occasionally be exposed to loud noise levels, cold and hot temperatures, inclement weather conditions, road hazards, vibrations, mechanical and/or electrical hazards, and hazardous chemical substances and fumes.

Employees may interact with upset individuals in interpreting and enforcing departmental policies and procedures.

Adopted: 08/08/2007
Revised: 2/19/2025
Maintenance Update:

Title Change:

Job Category:

Employee Group: Management
Bargaining Unit:

At-Will:  Yes  No
Form 700:  Yes  No
FLSA Status:  Non-Exempt  Exempt
1285

CITY OF WEST SACRAMENTO

LANDSCAPE CONSTRUCTION INSPECTOR

SENIOR LANDSCAPE INSPECTOR
DEFINITION: The Landscape Inspector/Senior Landscape Inspector performs landscape inspections throughout Community Funded Districts (CFD's), Lighting and Landscape Areas, and facilities, to ensure that landscape maintenance contractors are keeping to their scope of work/City standards, and . Maintain records of inspections and construction activities. Work closely with contractors and ensure they are on schedule to complete maintenance works in the proper time and season. pProposes and executes landscape maintenance projects (for example,i.e. mulch, plant replacements, water conservation projects). Respond to Public Stuff requests. May perform plan checking of subdivision maps, parks and construction plans and review construction documents with the Engineering and Development Departments. Additional Parks roles a needed, for example, the Community Garden Manager. performs construction inspection tasks required for the construction of public parks, outdoor recreation facilities, and Community Facility District (CFD) landscape improvements, including site and soils preparation, grading, drainage, irrigation, hardscape flatwork and landscape planting, lighting, signage, fixtures and equipment for City Capital Improvement projects, all new park infrastructure and streetscape improvements, and park and streetscape rehabilitation within the City of West Sacramento.

SUPERVISION RECEIVED AND EXERCISED: Immediate supervision is provided by the Project Manager or designee. May provide technical and functional direction and training over assigned staff.

CLASS CHARACTERISTICS: The Senior Landscape Inspector is considered the journey level position within the Landscape Inspector/Senior Landscape Inspector series. The Landscape Inspector is distinguished from the Senior Landscape Inspector by the performance of the more routine and less complex assignments and the greater level of supervision provided by the Project Manager. A Senior Landscape Inspector has a more responsible role in information dissemination, plan review, operations, and maintenance of the City's landscapes.

Upon recommendation of the supervising Project Manager and approval by the Director of Parks and Recreation, an incumbent may advance from Landscape Inspector to Senior Landscape Inspector after meeting the minimum qualifications, completing a defined training plan, and upon demonstrating the abilities and competencies to perform the full range of Senior Landscape Inspector duties.

CITY OF WEST SACRAMENTO
Landscape Construction Inspector/Senior (Continued)
2  Supervises and coordinates contracts for landscape maintenance activities, including basics such as the mowing, irrigation, planting, and care of shrubs, flowers, trees, lawn.
 Ensures adherence to proper safety precautions related to all work performed.  Implements adopted policies and procedures.
 Plans, organizes, coordinates, administers, monitors, manages, inspects, reviewsreviews, and approves all aspects of landscaping projects to ensure their conformance with construction documents, construction specifications including all applicable rules, requirements, laws, and standards.
 Monitors and inspects the work of various contractors and vendors to evaluate work progress, resolves work problems and determines additional needs.  Identifies corrective actions to be taken by contractors, residents and business owners and monitors activities to ensure conformance with municipal and state laws, ordinances, codes, and regulations.
 Initiates and conducts studies, surveys, and analysis and prepares recommendations related to landscape or parks services.  Investigates and documents complaints of violation of municipal and state laws, ordinances, codes, and regulations within the purview of the Landscape Department and recommends corrective actions, as necessary to resolve.  Meets with interested and affected citizens including business owners, managers, homeownershomeowners, and others to discuss public aspects of City landscapes.  Recommends and assists in the implementation of assigned Department/Division goals and objectives for assigned function.
 Evaluates operations and activities of assigned responsibilities, recommends improvements and modifications, and prepares various reports on operations and activities.
 Assists in landscape maintenance and closure of work orders; at times this may include physical work like removing debris, staking treesstaking , ortrees or removing weedsweeds.
 Completes a variety of reports and forms including pesticide use reports and work orders.
 Assists with the preparation of Requests for Proposals (RFP) and Requests for Qualifications (RFQ) for assigned projects, documents, contracts, grant applications, professional service contracts, and agreements.
 Assists in tree related activities as needed.
 Participates in the review of documents for City projects in assigned field.  Corrects defects and/or inadequacies in construction documents and requires that corrections be made to meet pertinent City and other codes.  Explains disapprovals or modification recommendations to applicants for permits.  Prepares and maintains records and reports including work schedules, payroll records, and preventive maintenance schedules.
 Prepares reports and makes recommendations on solutions resulting from field inspections.
 Assists with budget preparation and control.
 Attends meetings as required.
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Landscape Construction Inspector/Senior (Continued)
3  Must possess and maintain a valid driver's license and have the ability to safely operate a motor vehicle to travel to various locations throughout the City as required to perform essential job functions.
 Works directly with vendors.

Assists inthe Architectural Projects Manager and the Parks Planner Specialist to assuringe that such construction complies with all applicable laws, codes, City Parks Construction Standards, project plans and conditions and Local, State and Federal requirements as applicable.;
Confirms compliance with safety and accessibility requirements.; Maintains records of inspection and daily construction activities;.

Inspects park structures, underground utilities, irrigation systems and landscaping;.

Inspects specifically (but not limited to): parks, golf courses, playfields, multi-use turf, decorative and functional landscape plantings, streetscapes, green belts and related structures and appurtenances, concrete flatwork, asphalt concrete paving including bases and subbases.;
Confirms soils testing for earth fills, subgrades, rock grades, and planting amendments;.

Approves construction work and payment for same;.

Performs subprofessional engineering duties including plan checking of maps for new subdivisions, parks and community facility districts and construction plans, selected contract administration duties in construction and/or maintenance, and compilation of miscellaneous reports.;
Schedules and monitors the work of contract personnel.; Assists in resolving conflicts between the city and contractors;.

Assists in the preparation of bid request documentation and the management of the bidding process;.
 Prepares or assists with a variety of correspondence and reports on operations and activities for the department and City Council, Boards or Commissions, as appropriate.

May supervise assigned personnel, attend City Council, Boards, Commission or community meetings.;
May answer questions and provide information to the public.;  And performs related duties as assigned.

QUALIFICATIONS:

Knowledge of: Standard inspection principles and practices; appropriate City, State and Federal requirements pertaining to parks maintenance and construction; construction associated safety standards (including Cal OSHA) and ADA and CBC accessibility codes; engineering principles, practices, standards and equipment used in office and field work; surveying instruments, tools and equipment used in construction; proper construction materials, methods, regulations and requirements relative to assigned projects; materials, tools, and equipment used in park maintenance operations; safe and proper application of chemicals and fertilizers; pests, diseases, and methods of their control and eradication; principles and practices of constructing and maintaining landscapes, trees, irrigation systems, and related facilities; safe work practices; principles and techniques of effective supervision and training; basic principles of budgeting; tools and equipment used in park maintenance. basic report writing techniques including English 1288

CITY OF WEST SACRAMENTO
Landscape Construction Inspector/Senior (Continued)
4 usage, spelling, punctuationpunctuation, and grammar; general office recordkeeping and filing methods; and computer software related to basic spreadsheet work and word processing.

Skill in: Analyzeing technical plans/reports and numerical information/computations; interpreting and evaluatinge staff inspection reports; understanding, interpreting and explaining department and program policies, procedures, rules, codes, laws and operational procedures; observinge and evaluatinge park/landscape maintenance park construction and/or maintenance construction performance; analyzinge and solvinge departmental and program problem/issues, taking appropriate action as necessary; remembering various contract personnel and construction inspection rules and codes; implementing department policies and procedures; dealing professionally, tactfully and positively with co-workers, contractors, utility company representatives, vendors and the general public; detecting faulty materials or workmanship in parks construction and landscapes and initiating correction; conducting research and providing e reliable advice involving park and landscape construction or park maintenance problems; reading and interpreting plans and specifications usinge surveying equipment and tools; performing assigned tasks safely and efficiently; communicatinge effectively, both orally and in writing; maintaining effective audio-visual discrimination and perception needed for making observations, communicating with others, reading and writing, and operating assigned equipment and vehicles; and maintaining mental capacity which allows for effective interaction and communication with others.

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: Landscape Inspector: High School diploma or equivalent. Completion of sixty (60) semester units of applicable college levelAdditional coursework including horticulture, landscape architecture, construction management, parks and recreation, or related fields with an emphasis in landscape design is preferreddesirable.

Senior Landscape Inspector: High School diploma or equivalent. Completion of sixty (60) semester units of applicable college level coursework in horticulture, landscape architecture, construction management, parks and recreation, or related fields with an emphasis in landscape design.

Experience: Landscape Inspector: One (1) year of experience in landscape maintenance, tree work, landscape construction experience or a related field. May substitute an associate degree or a bachelor’s Degree in a related field for the experience requirement.

Senior Landscape Inspector: Three (3) years of experience in landscape maintenance, tree work, landscape construction experience or a related field. May substitute an associate degree or a bachelor’s Degree in a related field for one (1) year of the experience requirement. 1289

CITY OF WEST SACRAMENTO
Landscape Construction Inspector/Senior (Continued)
5 Five (5) years of experience in landscape inspection, landscape architecture, construction, engineering or a related field.

LICENSES AND CERTIFICATES: A valid California driver’s license. Possession of a QAL/QCA, ISA certifications, Rescape certification, and/or Irrigation Association certifications are certificate of registration as a Landscape Architect in the State of California is desirable.

WORKING CONDITIONS: On a continuous basis, work outdoors in public landscapes,on onlandscapes, on construction project sites, and indoors in an office environment. Daily travel to various construction sites or other city facilities in vehicle; may be exposed to dust, smoke, noise, machinerymachinery, and equipment, moving objects and other vehicles, chemicals, uneven, wet and slippery surfaces; may be exposed to varying climates and temperature conditions while performing field inspections. Some heavy lifting, standing, climbing; may work at heights; work in inclement weather conditions. Ability to wear and use SCBA units as regulated by Cal/OSHA.

ENVIRONMENTAL ELEMENTS: Employees generally work in a construction or field environment including inclement weather conditions and construction and traffic hazards.

Adopted: 07/20/2005
Revised: 02/19/2025
Maintenance Update:

Title Change: 07/1/2023
Job Category: Paraprofessional
Bargaining Unit: N/A
Employee Group: Specialist & Professionals
At-Will:  Yes  No
Form 700:  Yes  No
FLSA Status:  Non-Exempt  Exempt
1290

CITY OF WEST SACRAMENTO

HUMAN RESOURCES ANALYST I/II
DEFINITION: The Human Resources Analyst I/II performs complex professional work in the development, implementation, and administration of human resources programs and activities including, but not limited to employee benefits, payroll administration, workers’ compensation, training, labor relations, safety, classification/compensation, and recruitment and selection. This position is designated confidential due to the nature of the material and information to which the individual has frequent contact.

SUPERVISION RECEIVED AND EXERCISED: Receives general supervision from the Human Resources Manager or Assistant City Manager-Administrative Services and/or his/her designee.

May exercise technical and functional direction over assignedsubordinate staff.

CLASS CHARACTERISTICS: This is a journey level position and differs from the Senior Human Resources Analyst in that the latter has full management responsibility for multiple programs and may supervise professional staff, as well as clerical, technical and temporary staff.

Upon the recommendation of the Assistant City Manager-Administrative ServicesHuman Resources Manager and approval by the City ManagerDepartment Head, a Human Resources Analyst I may advance to the Senior Human Resources Analyst II upon attaining the minimum qualifications for the position, and demonstrating the abilities and competencies necessary to perform the full range of Senior Human Resources Analyst II duties and successfully completing an approved career progression plan developed by Assistant City Manager-Administrative Services in conjunction with the incumbent..

CITY OF WEST SACRAMENTO
Human Resources Analyst I/II (Continued)
2 oral exams; scores exams; recommends appropriate pass points; and administers the establishment and maintenance of eligibility lists.
 PMay provides administrative support to the citywide safety committee and serves as liaison from the Human Resources Division.
 Assists with the oversight of the worker’s compensation program.  Assists with the provision or coordination of employee training.  Researches, compiles, analyzes and evaluates general and statistical information regarding selection procedures, recruitment methods, equal employment, classification, compensation, benefits administration and other human resources practices and procedures.  Participates in the development and administration of the various Human Resources budget units.
 Analyzes, interprets, researches, and compiles information for the revision and maintenance of the City’s classification plan and authorized position list.  Assists the Budget Manager with the budgeting system as it relates to human resources.  Monitors and maintains allocation schedules and salary schedules.  Reviews and audits deductions and earnings registers for accuracy.  Researches payroll/human resources systems issues for staff and/or auditors and resolves as appropriate.
 Provides technical support in the maintenance, implementation, and use of the City’s HRIS system.
 POversees and participates in the data input in the HRIS system.  Assists with the investigations of discrimination and harassment complaints.  Researches and analyzes legislation affecting human resources policies, procedures and operations.
 Prepares a variety of written reports.
 Participates and assists with special projects.
 Maintains the division’s internet pages.
 Ensures compliance with the City’s equal employment/federal affirmative action policy.  Represents the City Human Resources Division in a positive and productive manner.  Attends meetings.
 Serves as an effective member of the Human Resources team.

QUALIFICATIONS:

Knowledge of: Principles and practices of human resources management including recruitment/selection, classification and compensation, payroll administration, labor relations and risk management; municipal organizational structure; research methodology; basic budgetary principles and practices; applicable Federal, State and local laws and regulations.; and principles and practices of supervision and training.

Skill in: Applying principles, practices, methods and techniques of public administration, management analysis, and statistics to the gathering, organization, and analysis of data; exercising independent judgment; communicating clearly and concisely both orally and in writing; preparing comprehensive reports; effectively planning and coordinating the workload of subordinate staff; dealing effectively with a wide variety of personalities and situations requiring 1292

CITY OF WEST SACRAMENTO
Human Resources Analyst I/II (Continued)
3 diplomacy, tact, and firmness; and establishing and maintaining effective working relationships with others.

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: A Bachelor’s degree from an accredited college or university with major coursework in public administration, business administration or a related field.

Experience: Human Resources Analyst I: ThreeFour (34) years of full time increasingly responsible professional level human resources experience in a private or public agency. Human Resources Analyst II: Two (2) years of comparable experience as a Human Resources Analyst I.

LICENSES AND CERTIFICATES: If required to drive, possession and maintenance of a valid California driver’s license. For positions where ability to drive is not an essential function, the employee must be able to arrange reliable and timely transportation through private or public transportation for attendance at work, off-site meetings, events, and trainings. Certification as a human resources professional by the Society for Human Resources Management (SHRM) or the Public Sector Human Resources Association (PSHRA) is highly desirable.Possession and maintenance of a valid California driver’s license.

PHYSICAL DEMANDS: Mobility to work in a standard office environment, use standard office equipment and attend off-site meetings. On an intermittent basis, sit at a desk for long periods of time; intermittently walk, stand, bend, squat, twist and reach while performing office duties; lift light weights. Manual dexterity to use standard office equipment and supplies and to manipulate both single sheets of paper and large document holders (binders, manuals, etc.); vision to read handwritten and printed materials and a computer screen; hearing and speech to communicate in person and by telephone.

Adopted: 11/02/2005
Revised: 07/16/2009; 06/01/2017; 2/19/2025
Maintenance Update:

Title Change: 2/19/2025
Job Category: Paraprofessional
Employee Group: Confidential
Bargaining Unit: N/AConfidential
At-Will:  Yes  No
Form 700:  Yes  No
FLSA Status:  Non-Exempt  Exempt
1293

CITY OF WEST SACRAMENTO

PARKING/TRAFFIC ENFORCEMENT OPERATIONS OFFICER
DEFINITION: The Parking/Traffic Enforcement Operations Officer enforces appropriate State and local codes, laws, and regulations as they pertain to on-street parking, and provides traffic control for special events.

SUPERVISION RECEIVED AND EXERCISED: Receives general direction from the Police Chief or designee. Does not exercise supervision over other employees.

CLASS CHARACTERISTICS: The Parking/Traffic Enforcement Operations Officer is a non-sworn extra help position within the Police Department and is assigned to provide pedestrian and vehicle traffic control for special events. The Parking/Traffic Enforcement Operations Officer will also provide California Vehicle Code and West Sacramento Municipal Code violation enforcement within the City.

EXAMPLES OF ESSENTIAL FUNCTIONS: (Illustrative Only): Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
 Operates radio equipment; maintains close communication with dispatch personnel.  Directs pedestrian and vehicle traffic during special events that occur within the City of West Sacramento.
 Conduct large traffic control street closures for events and emergencies.  Provides information to the public regarding location of streets, buildings, and points of interest.
 Maintains assigned equipment, vehicle, and supplies.
 Patrols assigned areas within the City of West Sacramento.  Identifies vehicles in violation of parking codes, laws, and regulations.  Issues parking violation citations; responds to parking complaints and inquiries.  Reports traffic accidents, abandoned vehicles, and traffic hazards.  Impounds and stores vehicles.
 Provides information to the public regarding location of streets, buildings, and points of interest.
 Directs pedestrian and vehicle traffic during special events that occur within the City of West Sacramento.
 Conduct large traffic control street closures for events.  Maintains assigned equipment, vehicle, and supplies.
 Operates radio equipment; maintains close communication with dispatch personnel.  Verifies and signs off correctable citations.
 Creates and distributes information to the public.
 Prepares reports and associated forms.
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CITY OF WEST SACRAMENTO
Parking/Traffic Enforcement OfficerOperations OfficerSpecialist (Continued) 2  Must possess and maintain a valid driver's license and have the ability to safely operate a motor vehicle to travel to various locations throughout the City as required to perform essential job functions.

 Performs other related duties as assigned.

QUALIFICATIONS:

Knowledge of: Municipal organizational structure; State and local codes, laws, and regulations relating to traffic and parking enforcement; police radio codes and procedures; departmental regulations, procedures and work methods; basic report writing techniques.

Skill in: Learning, understanding, interpreting, applying, and enforcing local and State parking and vehicle codes, laws, and regulations; working independently; establishing and maintaining effective working relationships with others contacted in the course of work; understanding and following verbal and written instructions; preparing clear and accurate reports; operating radio equipment and utilizing appropriate codes; working a variety of shifts, weekends, and holidays; communicating effectively orally and in writing; maintaining physical condition appropriate to the performance of assigned duties and responsibilities which may include walking, standing, lifting, or sitting for extended periods of time and operating assigned equipment; effectively dealing with a variety of situations which may include interaction with the public, hazards associated with traffic control, and working in and near traffic; maintaining effective audio-visual discrimination and perception needed for making observations, communicating with others, reading and writing, and operating assigned equipment; maintaining mental capacity which allows for effective interaction and communication with others.

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: High school diploma or equivalent.

Experience: One (1) year of experience involving public contact. Must be at least eighteen (18) years of age at the time of employment.

LICENSES AND CERTIFICATES: Possession of a valid California Driver's License; possession of, or ability to obtain, Standard First Aid certificate.

SPECIAL CONDITIONS: Prior to assignment at the Police Department, must positively pass a background investigation, a fingerprint check and drug screen. The background investigation is required on all non-sworn Police Department personnel who will have access to the California Law Enforcement Telecommunications System (CLETS) equipment. The City of West Sacramento will require documentation of a candidate's identity and authorization to work in the United States prior to finalization of employment. 1295

CITY OF WEST SACRAMENTO
Parking/Traffic Enforcement OfficerOperations OfficerSpecialist (Continued) 3 WORKING CONDITIONS: Position will be required to wear a uniform per the West Sacramento Police Department’s Policy and Procedures.

PHYSICAL DEMANDS: Incumbents must have the ability to sit at a desk or in a vehicle for long periods of time; safely operate a motor vehicle; intermittently twist, bend, squat, reach, walk and stand in an office and/or field environment; stand and walk for long periods of time in field environment; climb stairs, ladders, or in/out of trailers while in the field; perform simple and power grasping; pushing and pulling; fine manipulation; lifting of up to twenty-five (25) pounds; manual dexterity to use standard office equipment and supplies including a keyboard; vision to read handwritten and printed materials and a computer screen; hearing and speech to communicate in person and by telephone and/or two way radio.

ENVIRONMENTAL ELEMENTS: Employees work in the field and in the office in support of peace control, and are occasionally exposed to loud noise levels, cold and hot temperatures, inclement weather conditions, vehicle traffic, road hazards, and vibration.

Employees may interact with upset members of the public in interpreting and enforcing departmental policies and procedures.

Adopted: 1/10/06
Revised: 02/19/2025
Maintenance Update:11/1/18
Title Change: 02/19/2025
Job Category: Paraprofessional
Bargaining Unit: N/A
Employee Group: Extra-Help
At-Will: Yes  No
Form 700:  Yes  No
FLSA Status:  Non-Exempt  Exempt
1296

CITY OF WEST SACRAMENTO

SENIOR PARKING/TRAFFIC ENFORCEMENT OFFICEROPERATIONS OFFICER DEFINITION: The Senior Parking/Traffic Enforcement enforcesOperations Officer enforces appropriate State and local codes, laws, and regulations as they pertain to onstreet parking, and provides traffic control for special events.

SUPERVISION RECEIVED AND EXERCISED: Receives general direction from the Police Chief or designee. May exercise supervision over assigned extra help staff and volunteers.

CLASS CHARACTERISTICS: The Senior Parking/Traffic Enforcement isOperations Officer is a non-sworn extra help position within the Police Department and is assigned to provide pedestrian and vehicle traffic control for special events. The Parking/Senior Traffic Enforcement Operations Officer will also provide California Vehicle Code and West Sacramento Municipal Code violation enforcement within the City of West Sacramento.

The Senior Parking/Traffic Enforcement Operations Officer is distinguished from the Parking/Traffic Enforcement Operations Officer by the performance of more complex and difficult tasks requiring greater independence and judgment in completing assigned programs, projects or activities.

Commented [KM1]: Isn’t this already outlined in the sentence.

They should not be given direction to other regular staff. 1297

CITY OF WEST SACRAMENTO
Senior Parking/Traffic Enforcement Operations Officer (Continued) 2  Maintains assigned equipment, vehicle, and supplies.  Operates radio equipment; maintains close communication with dispatch personnel.  Verifies and signs off correctable citations.
 Creates and distributes information to the public.
 Prepares reports and associated forms.
 Must possess and maintain a valid driver's license and have the ability to safely operate a motor vehicle to travel to various locations throughout the City as required to perform essential job functions.
 Performs other related duties as assigned.

QUALIFICATIONS:

EDUCATION AND EXPERIENCE: Any combination of training and experience which would provide the required knowledge and skill. A typical way to obtain the required knowledge and skill would be:

Education: High school diploma or equivalent.

Experience: Two (2) years of increasingly responsible related experience, including supervisory experience.

LICENSES AND CERTIFICATES: Possession of a valid California Driver's License; possession of, or ability to obtain, Standard First Aid certificate.

CITY OF WEST SACRAMENTO
Senior Parking/Traffic Enforcement Operations Officer (Continued) 3 access to the California Law Enforcement Telecommunications System (CLETS) equipment. The City of West Sacramento will require documentation of a candidate's identity and authorization to work in the United States prior to finalization of employment.

Must be at least eighteen (18) years of age at the time of employment.

WORKING CONDITIONS: Position will be required to wear a uniform per the West Sacramento Police Department’s Policy and Procedures.

Employees may interact with upset members of the public in interpreting and enforcing departmental policies and procedures.

Adopted: 12/1/2021
Revised: 2/19/2025
Maintenance Update:

Title Change: 2/19/2025
Job Category: Paraprofessional
Bargaining Unit: Extra-Help
At-Will: Yes  No
Form 700:  Yes  No
FLSA Status:  Non-Exempt  Exempt
1299
Title Page City of West Sacramento
2024/2025 Classification Plan
Approved: 2/19/2025
City of West Sacramento
Salary Schedule
Fiscal Year 2024 / 2025

Page 1 of 17 ends

West Sacramento City CouncilFebruary 19, 2025

West Sacramento City Council
February 19, 2025