West Sacramento City Council
April 30, 2025

Upon verification, employees shall receive an additional two and one-half percent (2.5%) of their hourly rate of pay for a Master’s degree.

8.2.1.1 The incentives in this section shall be cumulative and not compounded. The maximum incentive under this section shall be seven and one-half percent (7.5%).

Changes in compensation in section 8.2.1 shall be effective the first payroll period after ratification and inclusive of approval by the City Council in January 2024.

8.3 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.

8.4 Lateral Hiring Incentives

8.4.1. Sick Leave Credit
For the term of this MOU, lateral Police Officers hired after ratification and approval of this successor MOU by the City Council in 2025, will have sick leave earned in another public agency up to a maximum of 200 hours credited to their sick leave account in West Sacramento, subject to the following conditions:
• The sick leave was not compensated upon termination from the previous agency. • The credit will be applied after the officer passes probation. • The employee must be hired by the City of West Sacramento within 30 days after the effective date of their separation from the agency where the sick leave was earned. 222
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• Supporting documentation (e.g., last pay stub, letter from previous agency, etc.) must be provided from previous agency to validate the amount of sick leave credit to be applied.

8.4.2. Paid Time Off at Hire
For the term of this MOU, lateral Police Officers hired after ratification and approval of this successor MOU by the City Council in 2025, will be granted 80 hours of paid time off at the time of hire.

This paid time off has no cash value at the time of separation from the City of West Sacramento if unused hours remain.

9. CalPERS Retirement

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

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.

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) 223
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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.

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.

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.

9.2 Miscellaneous Members
The City will continue its participation in the California Public Employees’ Retirement System (CalPERS).

Miscellaneous Members hired before February 11, 2012, shall receive the 2.5% @ 55 formula, the Third Level of the 1959 Survivor’s Benefit, highest thirty-six (36) months for final compensation determination, Military Service Credit as Public Service, and the Unused Sick Leave Credit option.
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These Miscellaneous Members will pay the entire CalPERS employee contribution of eight percent (8%) on a pre-tax basis.

Miscellaneous Members hired between February 11, 2012, and December 31, 2012, or Classic Members, as defined by CalPERS, shall receive the 2% @ 60 formula, the Third Level of the 1959 Survivor’s Benefit, highest thirty-six (36) months for final compensation determination, Military Service Credit as Public Service, and the Unused Sick Leave Credit option.

These Miscellaneous Members will pay the entire CalPERS employee contribution of seven percent (7%) on a pre-tax basis.

New Miscellaneous 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% @ 62 formula, the Third Level of the 1959 Survivor’s Benefit, highest thirty-six (36) months for final compensation determination, Military Service Credit ad Public Service, and the Unused Sick Leave Credit option.

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

10. Health and Welfare Benefits

10.1. City Contribution
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. Dental plan is selfinsured through Delta Dental. Vision plan is Vision Service Plan.

10.1.1 225
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The employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as follows:
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed one hundred percent (100%) of the PORAC plan for employee only and the cost of employee only basic dental and basic vision 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 eighty-five percent (85%) of the PORAC plan for employee plus one and eighty-five percent (85%) of the cost of employee plus one basic dental and basic vision 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 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 per month.

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

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 an additional four hundred and seventy-five dollars ($475) per month plus City paid dental/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 dental/vision at the employee only rate.

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

10.1.12 226
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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.
 Share the Savings (Medical Opt Out)
o 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.
o 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 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.

10.1.2 227
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Effective the pay period after ratification and inclusive of approval by the City Council in 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 $2,477 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)
o 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.
o 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 seventyfive dollars ($475) per month plus City paid basic dental and basic vision 228
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up to the employee only rate. Employees can purchase up to the family rate with the opt out funds.

10.1.3 Effective the pay period inclusive of 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.
 Share the Savings (Medical Opt Out)
o 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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o 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 seventyfive 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.

10.1.4 Effective the pay period inclusive of 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 $2119 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)
o 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 230
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($475) per month plus City paid basic dental and basic vision up to the family rate depending on coverage selected.
o 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 seventyfive 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.
o

10.2. Medical After Retirement

10.2.1 Sworn Employees
Sworn employees hired after June 30, 2014 will receive retiree medical benefits pursuant to the following formula:
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, 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.

Sworn employees hired after December 31, 2001 will receive retiree medical benefits pursuant to the following formula:
10 - 14 years of service= 50% of premiums
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15 - 19 years of service= 75% of premiums
20 or more 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 offor the associated coverage tier.

For sworn 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.

This provision, however, will not impact any current retirees or current employees hired before January 1, 2002. These employees will maintain the current medical after retirement benefit levels. (See the Retiree Health Benefits Information Guide (RHBIG) dated January 2006.) 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.

10.2.1.1 Sworn employees not subject to Section 10.2.1 above 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 the level paid to active employees of associated coverage tier. (See the Retiree Health Benefits Information Guide (RHBIG) dated January 2006.) 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.

10.2.2 Civilian Employees
Civilian employees will receive retiree medical benefits pursuant to the following formula:
232
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10-14 years of service = $50 + 25% of premiums
15-19 years of service = $75 + 30% of premiums
20 or more years of service = $100 + 50% of premiums
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 offor the associated coverage tier.

In all cases, this benefit for civilian employees is not to exceed seventy five percent (75%) of the total premium or seven hundred fifty dollars ($750), whichever is less. (See the Retiree Health Benefits Information Guide (RHBIG) dated January 2006.) 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.

If, during the term of this agreement, any other recognized employee organization, which is comprised of civilian employees, is provided an enhanced medical after retirement benefit, the civilian employees assigned to the Association shall receive the same enhancement at the same time, in the same manner and at the same cost as the benefit was provided to that recognized employee organization.

10.2.3 Sworn and Civilian Employees first hired on or after July 1, 2018

10.2.3.1 Employees first hired after June 30, 2018, shall receive the following Medical After Retirement Benefits based on regular years of service with the City.

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). Rehired employees will fall under the medical retirement tier based on original date of hire. 233
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The following contrbutions shall 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.

10.2.3.1.1 Sworn employees first hired after June 30, 2018, 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.

10.2.4 Rehired employees
Rehired employees will fall under the medical retirement tier based on original date of hire. 234
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10.3 Contribution to Unfunded Liability
Employees shall contribute ten dollars ($10) per month to be used to reduce the unfunded liability for retiree medical.

10.4 ICMA VantageCare
The City shall provide a VantageCare retiree health savings account with ICMA for all employees.

The account shall be solely for the bargaining unit and shall allow for employer and employee contributions to the plan. The City shall contribute fifteen dollars ($15) per pay period on behalf of each employee hired prior to July 1, 2018, to the VantageCare plan. The Association may set or adjust the employee contribution amount annually by November 15, to be effective the first pay period in February of the following year. City contributions shall immediately vest to the employee. The City shall pay the accounting fee as charged by the plan. Employees may withdraw from the plan upon separation from City employment per the requirements of the plan.

10.5 State Disability Insurance
Sworn members of the Association are not in the State Disability Insurance Program. The civilian members of the Association may be removed from the State Disability Insurance Program at the discretion of the Association.

11. Employment Probation

11.1. Probationary Period – Sworn Employees
Sworn employees who possess a POST Basic Certificate upon hire shall receive a probationary period of twelve (12) months. All other sworn employees shall receive a probationary period of eighteen (18) months.

11.2. Probationary Period - Civilian Employees
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The probationary period for all civilian employees covered by this agreement shall be twelve (12) months for all new employees.

11.3. Probationary Period - Promotions
All promotions shall be subject to a six (6) month probationary period. During this type of probationary period, employees will continue to be considered regular employees, will accrue seniority, and shall be protected in discharge procedures as other regular employees. If the employee is not recommended for permanent status in such position, they shall be entitled to return to the position from which they were promoted provided they held permanent status in such position and a vacancy exists or one will be created as the result of another employee being promoted. If the employee was not accorded permanent status for any reason other than the inability to perform the duties of the new position, they shall not be entitled to be restored to the position from which they were promoted.

12. Light/Limited Duty

12.1. When, due to injury or illness, whether or not the injury or illness is work related, an employee is unable to perform their usual duties, the employee may work in a light/limited duty capacity if such work is available in the Department.

12.2. An employee may work light/limited duty only upon authorization of the employee's attending physician, and only to the extent that the employee's illness or injury is not further aggravated by working in this capacity nor is a hazard created for other employees.

12.3. 236
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If light/limited duty is available, and the employee is cleared by an attending physician to perform such work, they shall accept light/limited duty. As much as possible, every reasonable effort will be made to allow the employee to work light/limited duty on the same shift to which they are assigned for a period of one (1) week. Following the one (1) week period, light/limited duty assignments will be made in accordance with the best interests of the Department.

13. Performance Evaluation

13.1 The Department shall prepare a performance evaluation for each employee at least every six (6) months during the probationary period. The employee performance evaluation on probationary employees shall be submitted by the Department to the Human Resources Division. Unless the Department extends the probationary period or takes action to separate the employee during their probationary period, the probationer shall acquire regular status at the end of the probationary period.

13.2. After the probationary period, the Department shall prepare a performance evaluation for each employee at least every twelve (12) months based on the prior calendar years’ performance.

Annual regular employee performance evaluations shall be submitted by the Department to the Human Resources Division.

13.3. Regular employees in the top step of their salary range shall receive a performance evaluation prior to their annual evaluation date.

13.4. 237
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No performance evaluation shall be transmitted to the City's personnel files until the employee has reviewed or been given the opportunity to review the evaluation with the rating supervisor, and if requested by the employee, such employee has reviewed or been given the opportunity to review the evaluation personally with the Chief of Police or Director of Community Development, as appropriate. The employee has the right to read, sign, and file a written response to both favorable and unfavorable entries. Signing is not an admission by the employee of the truth of such entries, but rather only an acknowledgment of notification. An employee's written response, if any, shall be attached to and become a permanent part of the employee's evaluation and shall be transmitted to the City's personnel files. The performance evaluation is not subject to appeal through the grievance and/or disciplinary appeal procedures. All employees, however, have a right to meet with the Assistant City Manager to address concerns about their performance evaluation.

14. Sick Leave

14.1. Sick Leave
Sick leave is defined as the absence from duty by an employee because of:

14.1.1. Their own illness or injury or exposure to a contagious disease which incapacitates such employee from performing their duties.

14.1.2. Their own medical and dental appointments if not able to schedule during off duty hours.

14.1.3. Attendance upon a member of their family because of illness, injury, or exposure uto contagious disease and when the attendance of such employee is definitely required. 238
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14.1.4. As used in this Section, "family" means husband, wife, domestic partner, child, brother, sister, parents, mother-in-law, father-in-law, or grandparents. “Child” is defined as a biological, foster, or adopted child, a stepchild, a legal ward, a child of a domestic partner, or a child of a person standing “in loco parentis” (refers to a person who has put themself in the situation of a lawful parent by assuming the obligations incident to the parental relation without going through the formalities necessary to legal adoption.)

14.1.5. The Chief of Police or Director of Community Development, as appropriate, may request a doctor's certificate as proof of necessity for absence in excess of three (3) days in order for sick leave with pay to be granted. The parties agree that such means shall not be used to harass or intimidate employees or discourage appropriate use of sick leave. If a pattern has been established where an employee has taken sick leave on certain days of the week (e.g., holidays, last day of the workweek) a doctor’s note may be requested.

14.2. Sick Leave Accural

14.2.1. 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. For purposes of sick leave accrual, employees hired on or before the fifteenth (15th) day of a month shall be credited with one (1) day 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.

14.2.2. 239
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Upon retirement, layoff, or death, up to one-half (.5) of the value of an employee's accumulated sick leave will be paid to the employee 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.

14.3. Sick Leave, State Disability Compensation, and Workers' Compensation

14.3.1. Civilian employees’ sick leave will be supplementary to Workers' Compensation or State Disability Compensation benefits and will be paid so that at no time will sick leave and worker's compensation or State Disability Compensation payments combined exceed one hundred percent (100%) of the employee's average earnings for the standard workweek preceding disability.

15. Vacations

15.1. Vacation Accural

15.1.1 Starting with the first year of employment, employees shall be entitled to ten (10) days or eighty (80) hours of vacation leave with pay. Such vacation leave shall accrue at the rate of ten (10) days or eighty (80) hours per year until such employee has been employed up to five (5) consecutive years.

15.1.2. 240
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Employees who have served continuously for five (5) years shall be entitled to fifteen (15) days or one hundred twenty (120) hours of vacation leave with pay per year up to ten (10) years.

15.1.3. Employees who have served continuously for ten (10) years shall be entitled to twenty (20) days or one hundred sixty (160) hours of vacation leave with pay per year up to twenty (20) years.

15.1.4. Employees have served continuously for twenty (20) years or more shall be entitled to twenty-five (25) days or two hundred (200) hours of vacation leave with pay per year.

15.1.5. A maximum of two hundred forty (240) hours of unused, vested time may be accumulated by an employee. If an employee has twenty (20) or more years of service, the maximum accrual is three hundred (300) hours.

15.1.6. Sworn 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.

If rehired, all employees may count prior years of city service from original date of hire as a regular employee toward total years of city service in determining their vacation accrual tier. 241
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15.2. Vacation Scheduling

15.2.1. Vacations may be taken as vacation hours are accrued, subject to approval by the Chief of Police or Director of Community Development, as appropriate.

15.2.2. The time for and scheduling of vacations shall be subject to approval by the Chief of Police or Director of Community Development, as appropriate, and coordinated by the Department with other employees.

15.2.3. When an employee has submitted a written request for vacation at least thirty (30) days in advance of the dates requested, said request shall not be unreasonably denied and, if approved, shall only be rescinded to meet unanticipated departmental needs of an emergency nature.

15.3. Vacation Pay Upon Termination
Upon leaving employment, an employee shall be cashed out of their accrued vacation at their separation rate of pay.

15.4 Vacation Sell Back
For the term of this MOUAnnually through December 31, 2024, 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 calendar year and submit a request form by December of that calendar year, which will be paid in January of the following year. Eligible employees may sell back up to 80 hours of accrued vacation time in the second pay period of January each calendar 242
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year. 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.

16. Holidays

16.1. City Holidays
Employees will earn one-hundred and twelve (112) hours of holiday time per calendar year (the twelve (12) listed holidays in Section 17.1.1 plus two (2) floating holidays) to be used as time off.

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 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).

16.1.1. 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)
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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)

16.1.2. Employees shall be entitled to use four (4), four and one-half (4.5), five (5) or six (6) hours1 floating holiday time either on Christmas Eve or New Year's Eve, subject to scheduling constraints on the Department. If any employee chooses not to exercise this option or schedule constraints preclude it, the employee shall retain the leave time to be used within this fiscal year.

16.1.3. 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.

16.1.4. Public offices of the City shall be closed on the holidays identified in this Section, and shall not necessarily be closed on the State holidays as provided in California Government Code Sections 6700 to 6702.

16.2. Floating Holidays
1 Entitled to take one-half of their shift, depending upon employee’s regular workday of 8, 9, 10 or 12 hours. 244
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16.2.1. Floating holidays are accrued on a fiscal year basis. An employee appointed during the period from July 1 through December 31 shall be entitled to two (2) floating holidays (sixteen (16) hours) for that fiscal year. An employee appointed during the period from January 1 through March 31 shall be entitled to one (1) floating holiday (eight (8) 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 holidays for that fiscal year, but shall earn two (2) floating holidays (sixteen (16) hours) at the start of the next fiscal year (July 1). Upon separation, employees are entitled to payout for any unused floating holiday time.

16.3. Employees Eligible for Holiday Pay

16.3.1. Employees shall be eligible for holiday pay at their regular rate of pay.

16.4. Compensation for Work on Holidays

16.4.1. If an employee is required to work on a day being observed as a City holiday, the employee shall be paid overtime compensation at the rate of time and one-half (1.5) their regular rate of pay plus retain the holiday hours to be used.

16.4.2. 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.

16.4.3. 245
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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.

16.4.4. 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.

17. Maternity and Paternity Leave
Please see Section 4.5.6 of the City’s Personnel Rules. The City agrees that the terms and conditions of the Maternity and Paternity Leave contained in this Section of the Personnel Rules shall not be changed without meeting and conferring with the Association.

18. Family and Medical Leave
Please see Section 4.5.10 of the City’s Personnel Rules. The City agrees that the terms and conditions of the Family and Medical Leave contained in this Section of the Personnel Rules shall not be changed without meeting and conferring with the Association.

19. Bereavement and Reproductive Loss Leave
Please see Section 4.5.8 of the City’s Personnel Rules. The City agrees that the terms and conditions of the Bereavement and Reproductive Loss Leave contained in this Section of the Personnel Rules shall not be changed without meeting and conferring with the Association.

20. Layoffs

20.1 Layoffs
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When the City determines that a reduction in staff is necessary, the City shall select the employee(s) to be laid off within that classification. Within the selected classification(s), seniority as defined in Section 1.4.2. shall govern the order of layoff, with the least senior employee being laid off first.

20.2 Bumping Rights
An employee subject to layoff may bump an employee in a previously held lower classification, if that employee has less seniority than the laid off employee. An employee exercising their bumping rights shall notify the department head or designee within seven (7) days after receiving the layoff notification.

20.3 Layoff Notification
When the City determines that layoffs are to occur, the Department should give as much notice as possible, but no less than thirty (30) calendar days written notice of the layoff.

20.4 Reemployment
An employee laid off shall be reinstated in the reverse order of layoffs for a period of one (1) year from the date of their layoff. Employees shall have seven (7) calendar days to respond in writing to offers of reemployment. If the employee fails to respond to two (2) separate offers of reemployment they shall be deemed to have waived their right to reinstatement.

21. Training
The Department recognizes the value of continued training in obtaining the goals of professionalism in the Department and reducing the liability to the City and will make every effort to provide training to employees in the bargaining unit.

22. Grievance Procedure

22.1. Purpose
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The purpose of this procedure is to provide for an orderly process for reviewing and resolving employee grievances at the lowest possible administrative level in the shortest possible time.

22.2. Definition of Grievance
A grievance is a complaint of one or a group of employees or a dispute between the City and the Association involving the interpretation, application, or enforcement of the express terms of the MOU or any applicable rules or regulations.

Discharge, suspension, demotion, and/or other disciplinary actions of an employee shall not be subject to the grievance procedure pursuant to this Section. Those matters shall be governed by the disciplinary procedures set forth in the MOU.

22.3. Formal Grievance Procedure

22.3.1. Level I
Within thirty (30) days from the event giving rise to the grievance or from the date the employee could reasonably have expected to have had knowledge of such event, the grievant shall file a formal written grievance. Within fifteen (15) days of the receipt of the written grievance, the Chief of Police or Director of Community Development, as appropriate, shall investigate the grievance which may include a meeting with the concerned parties and give a written answer to the grievant.

22.3.2. Level II
If the grievant is not satisfied with the written answer from the Chief of Police or Director of Community Development, as appropriate, the grievant may, within five (5) days of such answer, file a written appeal to the City Manager. Within twenty (20) days of the receipt of the written appeal, the City Manager shall investigate the grievance which may include a meeting with the concerned parties and thereafter give a written answer to the grievant, 248
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which answer shall be final and binding unless appealed. The City Manager may affirm, modify, reverse, or otherwise resolve the decision appealed.

22.3.3. Level III
If the grievant is not satisfied by the decision made by the City Manager, they may within fifteen (15) days of the receipt of the response from the City Manager request a hearing before an arbitrator. The hearing before the arbitrator shall be heard whenever possible within thirty (30) days of receipt of the request by the City Manager. The grievant shall be sent notice of the date of the hearing at least fifteen (15) days prior to the hearing.

Grievance arbitrations shall be conducted according to the rules of arbitration for disciplinary matters as defined in the Personnel Rules, including selection of the arbitrator and rules of procedure.

22.3.4. Level IV
The arbitrator shall conduct a hearing and shall either issue an oral bench decision, or shall within thirty (30) days of conclusion of the hearing, render a written decision and/or order.

Any decision and/or order of the arbitrator shall be final and binding.

22.4 Automatic Advances
If, at any step in the grievance procedure, it is determined that the designated person who is to respond to the grievance does not have the authority to resolve the issue presented, the grievance automatically advances to the next line of authority as designated in the grievance procedure who does have the authority to respond.

22.5. Costs of Grievance Arbitration
The cost of the arbitration, including the arbitrator's fee, shall be shared equally by the employee and the City.
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22.6. Time Limits
Time limits are considered an integral and important part of the grievance procedure and may not be waived except by mutual written consent of the parties. In the event that a grievant fails to carry their grievance forward within a prescribed time period, the grievance shall be considered settled without precedent based upon the decision rendered at the most recent step utilized and any right to pursue the grievance further shall be deemed waived and abandoned.

If a supervisor or manager fails to respond with an answer to a grievant within a given time period, the grievant may proceed to the next higher level of the grievance procedure.

23. Disciplinary Procedure

23.1. Purpose

23.1.1. To provide employee subject to disciplinary actions with all rights to which they are entitled under the Constitution of the United States, the Constitution of the State of California, and State and Federal Law.

23.1.2. To provide an orderly procedure for notice, pre-action response hearing, and a formal hearing on appeal after disciplinary action.

23.1.3. To provide sworn employees with the opportunity for administrative appeal pursuant to the California Government Code section 3300, et seq.

23.1.4. To provide civilian employees with the opportunity for administrative appeal. 250
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23.1.5. To correct deficiencies in employee performance and to assure improvement to meet job standards.

23.2. Employee Representation

23.2.1. Employees may have a representative present at all stages of the disciplinary process provided that the representative is not a party to the action.

23.3. Definitions

23.3.1. Non-Disciplinary Corrective Actions
Corrective measures of a non-disciplinary nature taken by the Chief of Police or Director of Community Development, as appropriate, or an immediate supervisor including counseling and training sessions, documented oral counseling sessions and oral reprimands.

23.3.2 Disciplinary Actions
Actions taken by the Department that could result in discharge, demotion, reduction in pay as a punitive action, suspension from duty without pay, written reprimand or transfer for the purposes of punishment.

23.3.3. Response Meeting
An informal meeting in which the employee has the opportunity to respond to charges prior to action.

23.3.4. Hearing
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A formal hearing held following an appeal of an employee of action taken by the Chief of Police or Director of Community Development, as appropriate.

23.3.5. Notice
Notice shall be given by personal delivery or by certified mail. If there is a refusal to accept certified mail, notice shall be deemed received on date of refusal.

23.4. Time Limits
Time limits specified throughout this procedure shall be strictly observed. Time limits may be modified only by mutual agreement of the parties in writing. Said time limits are mandatory, not discretionary.

23.5. Exclusive Procedure
This procedure shall be the exclusive procedure for appealing disciplinary actions against employees. For sworn employees, nothing in this section is intended to provide a lesser remedy than that which is available pursuant to the Peace Officer Bill of Rights.

23.6. Non-Disciplinary Corrective Actions
When the Chief of Police or Director of Community Development, as appropriate, determines more severe action is not necessary, they may orally or in writing communicate to the employee the deficiency or problem observed. The communications may be designated as counseling and training sessions, documented oral counseling sessions or oral reprimands. Although considered non-disciplinary in nature, a failure to correct identified deficiencies may lead to disciplinary action. The disciplinary action may reference any and all prior attempts of the supervisor or Chief of Police or Director of Community Development, as appropriate, to correct the employee’s deficiency.

23.6.1. 252
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Non-Disciplinary Corrective Actions are excluded from the appeal procedure for disciplinary actions.

23.7 Written Reprimands
A Written Reprimand may be issued by the Chief of Police or Director of Community Development, as appropriate, or, by an immediate supervisor.

23.7.1 A copy of the reprimand shall be placed in the employee's personnel file after the employee signs an acknowledgment of receipt and a copy is given to the employee. Failure to correct deficiencies and improve to meet standards may result in further discipline including suspension, reduction in pay, demotion, and discharge.

23.7.2. In the event that an employee is issued a written reprimand, the Department need not provide pre-disciplinary notice.

23.7.3. A written reprimand issued by a supervisor shall be appealable only to the Chief of Police or Director of Community Development, as appropriate. A written reprimand issued by the Chief of Police or Director of Community Development, as appropriate, shall be appealable only to the City Manager. The appeal shall be made in writing and provided to the appropriate party within ten (10) days of the receipt of the written reprimand. Appeal of written reprimands are excluded from the below appeal procedure for disciplinary actions.

23.8. Notice

23.8.1. 253
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The employee shall be given written notice of a proposed disciplinary action as herein defined, except written reprimand, seven (7) days in advance of the date of the response meeting.

23.8.2. An employee may be placed on administrative leave with pay or temporarily reassigned without loss of pay pending investigation regarding the facts giving rise to the potential need for discipline.

23.8.3. Prior to a disciplinary action, other than written reprimand, the City shall provide the employee with the following:
a. The reasons for the proposed action.
b. A copy of the charges and recommended action.
c. Notice that the employee is entitled to an opportunity to respond to the charges orally or in writing, or both, personally or with a representative which may be an attorney, at the meeting with the Chief of Police or Director of Community Development, as appropriate.
d. The date and the time of the response meeting with the Chief of Police or Director of Community Development, as appropriate, during which the employee and their representative shall have an opportunity to refute the charges or present facts which may not be known to management.
e. Notice that if the employee fails to participate in the response meeting, the Chief of Police or Director of Community Development, as appropriate, may proceed to 254
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order action and the employee shall be deemed to have waived all rights to hearing or appeal from any action taken.

23.8.4. The notice shall be accompanied by copies of all material on which the charges and recommendations are based. If the materials are too voluminous to copy easily or are confidential within the Public Records Act, the City shall provide a description of the materials and/or a reasonable opportunity will be given to inspect, summarize or make copies. a. The employee or authorized Association representative may copy and inspect their personnel file.
b. The employee or authorized Association representative may copy and inspect only the parts of other City records which the employee generated in their job, unless the Chief of Police or Director of Community Development, as appropriate, orders broader discovery.

23.9. Response Meeting

23.9.1. At the time and place set for the meeting giving employee opportunity to respond, the employee may respond orally and/or in writing, personally, or with a representative.

23.9.2. Neither the Chief of Police or Director of Community Development, as appropriate, nor the employee shall be entitled to call witnesses or take testimony.

23.9.3. 255
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At the meeting, the Chief of Police or Director of Community Development, as appropriate, may consider information contained in the charges and recommendations and other information, as well as information presented by the employee or his representative.

23.9.4. No new charges shall be introduced at the response meeting. If new information relating to new charges is proposed or, if a theory constituting a new ground or occurrence as basis for discipline is alleged, the employee shall be entitled to a reasonable continuance to copy materials and respond to these new matters.

23.9.5. At the conclusion of the response meeting or within seven (7) days, the Chief of Police or Director of Community Development, as appropriate, shall issue an order, taking or determining not to take the action, and shall give written notice thereof to the employee, along with an explanation of the basis of the action and notice of the employee's right to appeal.

23.10. Appeal

23.10.1. If an employee has requested and participated in a response meeting with the Chief of Police or Director of Community Development, as appropriate, as set forth above, the employee shall have the right to a hearing before an arbitrator as provided in this Section.

23.10.2. No employee shall be penalized in any way for availing themself of or participating in the appeal process.

23.10.3. 256
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Filing of an appeal shall not stay the effective date of the order of disciplinary action.

23.10.4. A written demand for an appeal and hearing must be served on the City Manager by the employee or their representative within ten (10) days of receipt of the Chief of Police's or Director of Community Development’s order of disciplinary action.

23.10.5. The failure to serve written demand for hearing within the prescribed period shall be deemed a waiver of the right to a hearing and the order of disciplinary action shall be final. Said failure constitutes a failure to exhaust administrative remedies.

23.10.6. The demand for hearing shall include:
a. Specific grounds for review.
b. Copies of materials on which appeal is based, or if too voluminous, references to materials in the custody of the City.

23.10.7. The City Manager shall within ten (10) days of receipt of the demand request a date for a hearing which shall be held as soon as possible after the date of the demand for hearing.

23.10.8. The City Manager shall notify the parties in writing of the time and place of the hearing at least fourteen (14) days prior to the hearing.

23.10.9. 257
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An appeal through this procedure is the exclusive remedy and no such action shall be processed through the grievance procedure under any agreement or memorandum between the City and any employee organization.

23.10.10. By three (3) days prior to the hearing, each party shall serve a list of witnesses and copies of all exhibits not previously provided on the other party. If additional witnesses or evidence are added after this date, the opposing party shall be entitled to reasonable continuance at the discretion of the arbitrator. If new allegations are brought out, the opposing party shall have the right to a reasonable continuance at the discretion of the arbitrator.

23.11 Hearing

23.11.1. The hearing shall be conducted as a full scale evidentiary hearing with full due process rights, including the rights to present witnesses, present evidence, cross examine opposing witnesses, the right to counsel and findings to support the decision.

23.11.2. The arbitrator will operate under the rules of proceedings developed by the City and the Association, unless such rules are in conflict with this Section, or the parties to this Agreement mutually agree to revise the rules of proceedings for cases falling under the jurisdiction of this agreement.

23.11.3. Within thirty (30) days of the conclusion of the hearing, the arbitrator shall render a written decision, which shall be provided to both parties. The decision of the Arbitrator shall be final.

23.12. Arbitrator Selection
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23.12.1. The following procedure shall be used to select, notify, and schedule a hearing to be conducted by an impartial hearing officer under either the grievance procedure (Level IV or V) or the disciplinary appeals procedure for disciplinary actions.

23.12.2. An arbitrator may be mutually agreed upon by the two parties. If they fail to agree upon an arbitrator within ten (10) working days, the Division of Conciliation of the State of California Department of Industrial Relations shall be requested to submit a list of five (5) arbitrators, and from such the grievant and the City shall promptly select the arbitrator by the alternate striking of names commencing with the employee, from said list.

23.12.3. Upon receipt of the name of the selected hearing officer, the City Manager shall contact the arbitrator and arrange for the earliest hearing date available with regard to the schedules of the neutral and parties' advocates. Should the neutral's calendar preclude a hearing date within sixty (60) days, the City Manager may require the parties to strike names for a replacement hearing officer.

23.12.4. The cost of arbitration, including the arbitrator's fee and cost of a reporter, shall be shared equally by the employee and the City. If a transcript of the proceedings is requested, the party making such request shall pay the cost.

23.13. Probationary Employee
Nothing in this Section shall create a right of appeal as to the discharge of a probationary employee.
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24. No Strikes/No Lockout

24.1 No lockout of employees shall be instituted by the City during the terms of the MOU.

24.2 The Association agrees that during the terms of the MOU neither it nor its officers, employees, or members will engage in, encourage, sanction, or suggest a strike, work stoppage, slow down, mass resignation, sick out, strike picketing, or other concerted activities or actions tending to disrupt City services or involve suspension or substantial interference with the normal work of the City.

24.3 In the event that Association members participate in such activities in violation of Section 24.2, the Association shall notify those members so engaged to cease and desist from such activity and shall instruct the members to return to their normal duties.

24.4 In the event that the Association, its representative, or any member of its executive board engages in, encourages, sanctions, or suggests any of the actions set forth in Section 25.2, the City reserves the right to take whatever action is deemed necessary and legal.

25. General Provision

25.1. 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.
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25.2 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.

25.3. Other Matters
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.

25.4. Alteration
No alteration or variation of the terms of this Agreement shall be valid unless make 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.

25.5. 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.
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25.6. Implementation
The City Council will amend its written policy and take such other action by resolution or otherwise as may be necessary in order to give full force and effect to the provisions of this MOU.

The provisions of the MOU, except as provided herein, shall be superseded by 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.

25.7. Term
Except as set forth in this document, the MOU shall become effective January 1, 20254, following ratification by the Association and adoption by the City Council and shall remain in full force and effect to and including December 31, 20245. The parties agree to begin bargaining for a successor MOU by October 31, 20245.

25.8 Waiver
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.

25.9. Meetings
During the term of this agreement the City agrees to meet with the representatives of the Association at least bi-annually to discuss areas of mutual concern. 262
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Martha Guerrero, Mayor
City of West Sacramento
Robert Brazier, President
West Sacramento Police Officers’
Association
Dan KoontzJeff Carter, Labor Consultant
Mastagni Law
Dated: ____________________________
Dated: ____________________________
Dated: ____________________________
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City of West Sacramento
Benefits Summary
WEST SACRAMENTO POLICE OFFICER'S ASSOCIATION (Sworn)
Police Officers & Police Sergeants
TERM OF AGREEMENT: 1/1/20254 – 12/31/20274
Agency Shop: Yes
Association Time Bank: All employees contribute ½ hour of vacation time during the first full pay period that begins in January of each year to an Association Time Bank.

Auto Allowance: None
Bereavement & Reproductive
Loss Leave:

See Personnel Rules.

Bilingual Pay: Employees possessing and utilizing bilingual skills on duty shall receive an additional 5% of their hourly rate of pay. The number of individuals to receive this pay, the languages eligible, and the qualification requirements will be determined by the City.

Call Back: Paid minimum of 2 hours at 1-1/2 regular rate of pay.

Career Enhancement &
Wellness:

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

Deferred Compensation: Voluntary.

Educational Incentive Program
& POST Certificates:

Upon verification, employees shall receive four point two five percent (4.25%) of their hourly rate of pay for a Bachelor’s degree.

Upon verification, employees shall receive an additional two and one-half percent (2.5%) of their hourly rate of pay for a Master’s degree.

Maximum incentive under Educational Incentive Program is six point seven five percent (6.75%).

Upon verification, employees shall receive four point eight five percent (4.85%) of their hourly rate of pay for an Intermediate POST certificate.

Upon verification, employees shall receive an additional five percent (5%) of their hourly rate of pay for an Advanced POST certificate.

Maximum incentive under POST Certificate Incentives is nine point eight five percent (9.85%).

The incentives Education Incentive Program and POST Certificate Incentives shall be cumulative and not compounded. The maximum incentive under these sections shall be sixteen point six percent (16.6%).

Fitness Incentive: $27.50 per pay period for personnel who meet specified criteria.

FTO Pay: Senior Field Training Officer: Additional 5% of their hourly rate of pay for all regular hours worked.

Field Training Officer: When assigned, an Field Training Officer shall be compensated an additional five percent (5%) of their hourly rate of pay for every training hour while actually training for the Department.
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Holidays: All members will earn one hundred and twelve (112) hours of holiday time per calendar year (the 12 listed holidays in Section 16.1.1 plus 2 floating holidays) to be used as time off. 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).

K-9 Pay: Paid at one-and one-half Officer’s regular rate of pay for 30 minutes per day, 7 days per week.

City will also reimburse for purchase of dog food, grooming supplies and veterinary expenses for service related injury or illness including routine examinations and vaccinations.

Longevity: Completion of 10th year of service = 2.5%;
Completion of 12th year of service = additional 2.5%;
Completion of 15th year of service = additional 2.55.0% Total of 10.0%.

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.

Management Leave: None
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Medical, Dental and Vision
Insurance:

All POA employees receive a set dollar amount to purchase benefits (cafeteria plan). Health plans are offered through the CalPERS medical program (PEHMCA) using the unequal, minimum contribution methodology. Dental plan is through Delta Dental PPO. Vision plan is through Vision Service Plan (VSP).

The employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as follows:
• 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 contribution exceed 100% of the selected plan premium cost including dental and vision.

Effective the pay period inclusive of 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.

Effective the pay period inclusive of 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 $2119 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.The employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as follows:
• Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed one hundred percent (100%) of the PORAC plan for employee only and the cost of employee only dental and vision 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 eighty-five percent (85%) of the PORAC plan for employee plus one and eighty-five percent (85%) of the cost of employee plus one dental and vision per month.
267
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/20245 – 12/31/20274

• 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 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 per month.

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

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.
268
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/20245 – 12/31/20274

Medical, Dental, and Vision
After Retirement:

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 exceed the level paid to active employees of associated coverage tier. Dental and vision premiums to be paid by the retiree.

For employees hired between 12/31/2001 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, 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.

For employees hired after 6/30/2018: 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.

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.

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. 269
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/20245 – 12/31/20274

Non-PERSable Retention Pay: Effective the payroll period after ratification and inclusive of approval by the City Council in 2025, all sworn employees will receive a one-time, non-PERSable lump sum payment of twothousand and seven-hundred dollars ($2,700).

Effective the pay period inclusive of January 1, 2026, sworn employees shall receive a onetime, non-PERSable lump sum payment equal to one percent (1%) of annual base pay.

Effective pay period inclusive of December 1, 2027, sworn employees will receive a one-time, non-PERSable lump sum payment of four thousand dollars ($4,000).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 one-thousand and five hundred dollars ($1,500).

Effective pay period inclusive of December 1, 2024, all employees will receive a one-time, non-PERSable lump sum retention bonus payment of three thousand dollars ($3,000).

Off-Duty Court Time: Paid at 1-1/2 regular rate of pay for a minimum of 4 hours. Applies to hours that are noncontiguous to the employee's regular duty hours.

Officer In Charge: Additional 5% of their hourly rate of pay for all regular hours worked.

On-Call/Stand-by: $4.00 per hour. If called out, paid at 1-1/2 regular rate of pay for a minimum of 2 hours of work.

Overtime Meal Allowance: An additional 30 minute meal allowance will be provided if overtime exceeds 2 hours Overtime: 1-1/2 times regular rate of pay (either 8, 9 or 10 hour days). Overtime to be taken in cash or CTO. All accrued CTO to be paid off at termination at regular rate of pay. CTO not to accrue in excess of 140 hours.

An employee may only use or cash out compensatory time off during the calendar year in which it is earned. All accrued and unused compensatory time off balances will be cashed out on the last pay date of each calendar year so that the employee’s compensatory time off account is reduced to a zero balance. No unused compensatory time off hours may be carried over to a subsequent calendar year. No compensatory time off can be elected for overtime worked during the last pay period of the calendar year.

Probationary Period: Entry Level: Eighteen months at discretion of the Chief of Police.

Laterals: Twelve months at discretion of the Chief of Police.

Retiree Health Savings: The City shall contribute $15 per pay period on behalf of each employee hired before 7/1/2018 to the VantageCare Retiree Health Savings plan. The Association may set or adjust the employee contribution amount annually by November 15th. 270
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/20245 – 12/31/20274

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.

All tiers include 1959 Survivor's Benefit – 4th level; City pays $2.00 per month for benefit; enhanced Non-Job Related Disability options; and unused sick leave credit.

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.

Safety Equipment: Department issued.

Salary Increases: Effective the first payroll period after ratification and inclusive of approval by the City Council in 2025, Sworn 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, the following classifications shall receive an equity salary adjustment as identified:

Position
Equity
Adjustme
nt
Police Sergeant 0.75%
Effective the payroll period inclusive of January 1, 2026, Sworn employees shall receive a general salary increase of three percent (3.0%).

Effective the payroll period inclusive of January 1, 2027, Sworn employees shall receive a general salary increase of four percent (4.0%).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%).

Police Liaison Officer: Additional 5% of their hourly rate of pay for all regular hours worked.

Sick Leave: 12 days per year. Unlimited accumulation. Up to 50% payoff of hours at separation rate of pay at retirement, layoff or death and remaining hours reported to CalPERS as additional service credit – OR – 100% of hours to be reported to CalPERS as additional service credit.

Standard Work Schedule: For all full-time employees, the standard work day shall be from eight (8) to twelve and onehalf (12-1/2) hours of work performed, not including any unpaid non-work time, as determined by the Chief of Police. 271
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/20245 – 12/31/20274

Unfunded Liability: All employees contribute $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).

Vacation: 1-5 yrs = 10 days; 6-10 yrs = 15 days; 11-19 yrs = 20 days; 20+ yrs - 25 days. Effective 7/1/2014, maximum accumulation to 19 years of service = 240 hours per year; maximum accumulation 20+ years of service = 300 hours per year. Total payoff at separation.

If rehired, all employees may count prior years of city service from original date of hire as a regular employee toward total years of city service in determining their vacation accrual tier.

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.

For the term of this MOUAnnually through December 31, 2024, 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 calendar year and submit a request form by December of that calendar year, which will be paid in January of the following year. Eligible employees may sell back up to 80 hours of accrued vacation time in the second pay period of January each calendar year. 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 or Memorandum of Understanding for further information on Employer/Employee relations, personnel practices, and terms and conditions of employment. 272
City of West Sacramento
Benefits Summary
WEST SACRAMENTO POLICE OFFICER'S ASSOCIATION (Civilian) Police Records Technician I/II/Senior, Community Services Officer I/II/Senior, Code Enforcement Officer I/II/Senior, Crime Scene Investigator I/II/III, Property & Evidence Technician I/II, Youth Counselor, Crime Analyst I/II/Senior, Police Services Coordinator TERM OF AGREEMENT: 01/01/2025 - 12/31/2027
Agency Shop: Yes.

Alternate Work Schedule: Alternate work schedule of 4-10 or 9-80 as approved by the Chief.

Association Time Bank: All employees contribute ½ hour of vacation time during the first full payperiod that begins in January of each year to an Association Time Bank.

Auto Allowance: None
Bereavement & Reproductive
Loss Leave:

See Personnel Rules.

Bilingual Pay: Employees possessing and utilizing bilingual skills on duty shall receive an additional 5% of their hourly rate of pay. The number of individuals to receive this pay, the languages eligible, and the qualification requirements will be determined by the City.

Call Back: Paid minimum of 2 hours at 1-1/2 regular rate of pay.

Career Enhancement &
Wellness:

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

Deferred Compensation: Voluntary
Educational Incentive Program: 2.5% for Associate’s Degree OR 5% for a Bachelor’s Degree; and 2.5% for a Master’s Degree.

Maximum educational incentive is 7.5%.

Fitness Center: All civilian employees may workout at the department or the City’s recreation facility at no cost.

Holidays: All members earn 112 hours of holiday time per calendar year (12 listed holidays plus 2 floating holidays) to be used as time off. The 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).

Longevity: Completion of 10th year of service = 2.5%; Completion of 15th year of service = additional 2.5% for total of 5%.

Long-Term Disability: Voluntary
Management Leave: None
Meal Allowance: An additional 30-minute meal allowance will be provided if overtime exceeds 2 hours. 273
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Civilian) 01/01/2025 – 12/31/2027

Medical and Dental After
Retirement:

For employees and retirees hired before 7/1/2018: The 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.
10-14 years of service = $50 + 25% of premiums
15-19 years of service = $75 + 30% of premiums
20 or more years of service = $100 + 50% of premiums
Benefit never to exceed 75% of total premium or seven hundred fifty dollars ($750), whichever is less.

For employees hired after 6/30/2018: 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 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. 274
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Civilian) 01/01/2025 – 12/31/2027

Medical, Dental, Life and Vision
Insurance:

All POA employees receive a set dollar amount to purchase beneftis (cafeteria plan). Health plans are offered through the CalPERS medical program (PEHMCA) using the unequal, minimum contribution methodology. Dental plan is through Delta Dental. Vision plan is through Vision Service Plan (VSP). The life insurance is a $16,000 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.

The employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as follows:
• 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 contribution exceed 100% of the selected plan premium cost including dental and vision.

Effective the pay period inclusive of 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.

Effective the pay period inclusive of 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 $2119 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.
275
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Civilian) 01/01/2025 – 12/31/2027

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) per month. 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 ($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.

Non-PERSable Pay: Effective the payroll period after ratification and inclusive of approval by the City Council in 2025, all sworn employees will receive a one-time, non-PERSable lump sum payment of twothousand and seven-hundred dollars ($2,700) and civilian employees will receive a one-time, non-PERSable lump sum payment of one-thousand and seven-hundred and fifty dollars ($1,750).

Effective the pay period inclusive of January 1, 2026, sworn and civilian employees shall receive a one-time, non-PERSable lump sum payment equal to one percent (1%) of annual base pay.

Effective pay period inclusive of December 1, 2027, sworn employees will receive a one-time, non-PERSable lump sum payment of four thousand dollars ($4,000) and civilian employees will receive a one-time, non-PERSable lump sum payment of one-thousand and seven-hundred and fifty dollars ($1,750).

Off-Duty Court Time: Paid at 1-1/2 regular rate of pay for a minimum of 4 hours. Applies to hours that are noncontiguous to the employee's regular duty hours.

On-Call/Stand-by: $4.00 per hour. If called out, paid at 1-1/2 regular rate of pay for a minimum of 2 hours of work.

Overtime: 1-1/2 times regular rate of pay (either 8, 9 or 10 hour days). Overtime to be taken in cash or CTO. CTO not to accrue in excess of 80 hours. All accrued CTO to be paid off at termination.

An employee may only use or cash out compensatory time off during the calendar year in which it is earned. All accrued and unused compensatory time off balances will be cashed out on the last pay date of each calendar year so that the employee’s compensatory time off account is reduced to a zero balance. No unused compensatory time off hours may be carried over to a subsequent calendar year. No compensatory time off can be elected for overtime worked during the last pay period of the calendar year.

Probationary Period: 12 months.
276
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Civilian) 01/01/2025 – 12/31/2027

Trainer Differential: • A Records Trainer, while actually training a new Police Records Technician for the Department will be compensated an additional 5% of their hourly rate of pay for every training day. Record Trainers are expected to perform their training duties during their normal tour of duty and will not receive overtime for training duties unless specifically authorized by the Chief of Police or their designee. A Records Trainer called upon to act in the capacity of a supervisor will be compensated an additional 5% of their hourly rate of pay after working one (1) regular work shift (eight (8), nine (9) or ten (10) consecutive hours) in the supervisory capacity. During these periods, the Records Trainer will have the same authority and responsibility as the supervisor they replace. The Records Trainer training compensation will not be compounded with the supervisory compensation. • A Code Enforcement Officer Trainer, while actually training a new Code Enforcement Officer for the Department will be compensated an additional 5% of their hourly rate of pay for every training day. Code Enforcement Officer Trainers are expected to perform their training duties during their normal tour of duty and will not receive overtime for training duties unless specifically authorized by the Director of Community Development or their designee.
• A Community Services Officer Trainer, while actually training a new Community Services Officer for the Department will be compensated an additional 5% of their hourly rate of pay for every training day. Community Services Officer Trainers are expected to perform their training duties during their normal tour of duty and will not receive overtime for training duties unless specifically authorized by the Police Chief or their designee.

Retiree Health Savings: The City shall contribute $15 per pay period on behalf of each employee hired before 7/1/2018 to the VantageCare Retiree Health Savings plan. The Association may set or adjust the employee contribution amount annually by November 15th.

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% @ 62 in accordance with the Public Employees’ Pension Reform Act of 2013 (PEPRA) and includes highest thirty-six months for final compensation determination and Unused Sick Leave Credit. Employee pays entire contribution as determined by CalPERS on a pre-tax basis.

For employees hired between February 11, 2012, and December 31, 2012, or classic members as defined by CalPERS, the retirement formula shall be the 2% @ 60 formula, highest thirty-six months for final compensation determination, 3rd level of the 1959 Survivor Benefit, Military Service Credit as Public Service, and Unused Sick Leave Credit. Employee pays entire 7% employee contribution on a pre-tax basis.

For employees hired before February 11, 2012, the retirement formula shall be the 2.5% @ 55 plan, includes highest thirty-six months for final compensation determination, 1959 Survivor's Benefit (3rd Level) and Unused Sick Leave Credit. Employee pays entire 8% employee contribution on a pre-tax basis.

New employees covered by a public retirement system with reciprocity (i.e., 37 Act), will be placed in the 2% @ 60 plan, in accordance with PEPRA..

Safety Equipment: Department issue
277
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Civilian) 01/01/2025 – 12/31/2027

Salary Increases: Effective the first payroll period after ratification and inclusive of approval by the City Council in 2025, Civilian 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, the following classifications shall receive an equity salary adjustment as identified:

Position
Equity
Adjustment
Code Enforcement Officer I 5.00%
Code Enforcement Officer II 5.00%
Code Enforcement Officer, Senior 5.00%
Property & Evidence Technician I 5.00%
Property & Evidence Technician II 5.00%
Crime Scene Investigator I 5.00%
Crime Scene Investigator II 5.00%
Crime Scene Investigator III 5.00%
Community Services Officer 1.00%
Police Services Coordinator 1.00%
Effective the payroll period inclusive of January 1, 2026, Civilian employees shall receive a general salary increase of three percent (3.0%).

Effective the payroll period inclusive of January 1, 2027, Civilian employees shall receive a general salary increase of four percent (4.0%).

Shift Differential: A civilian employee shall receive a night shift differential of five percent (5%) of their hourly rate of pay as additional compensation if more than one-half (.5) of their standard workday is before 8:00 a.m. or after 5:00 p.m.

Sick Leave: 12 days per year. Unlimited accumulation. Up to 50% payoff of hours at separation rate of pay at retirement, layoff or death and remaining hours reported to CalPERS as additional service credit – OR – 100% of hours to be reported to CalPERS as additional service credit.

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).
278
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Civilian) 01/01/2025 – 12/31/2027

Vacation: 1-5 yrs = 10 days; 6-10 yrs = 15 days; 11-19 yrs = 20 days; 20+ yrs - 25 days. Effective 7/1/2014, maximum accumulation to 19 years of service = 240 hours per year; maximum accumulation 20+ years of service = 300 hours per year. Total payoff at separation.

If rehired, all employees may count prior years of city service from original date of hire as a regular employee toward total years of city service in determining their vacation accrual tier.

For the term of this MOU, 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 calendar year and submit a request form by December of that calendar year, which will be paid in January of the following year. Eligible employees may sell back up to 80 hours of accrued vacation time in the second pay period of January each calendar year. 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 or Memorandum of Understanding for further information on Employer/Employee relations, personnel practices, and terms and conditions of employment. 279

POLICE RECRUIT
Benefit Schedule
(Effective 014/3013/20254)
Medical/Dental/Vision Insurance:

The employer contribution toward a
cafeteria plan amounts for employees to
apply toward health benefits (medical,
dental and vision) shall be as follows:
• 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.aligned with those benefits
provided to employees in the classification
of Police Officer.

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

Employees 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 City paid dental and
vision insurance up to the employee only
amount.

PERS Retirement:

Depending upon employment status with
CalPERS, CalPERS 2% @ 62 or 2% @ 60 plan,
Miscellaneous Group. Coverage will be
converted to PERS 2.7% @ 57 or 3% @ 55
plan, Local Safety Group upon appointment
to probationary Police Officer.

Uniform Costs: The City will purchase any Police Academy required uniforms.

Vacation and Sick Leave Accrual: No vacation or sick leave accrual during Recruit status.

Holidays:

If the Police Academy is closed for a
designated holiday, the Police Recruit will
receive pay for that day.
280
Unfunded Liability:

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

West Sacramento Police Officer’s
Association:

The classification of Police Recruit is not
represented by the Association until such
time as the individual is appointed to
probationary status as a Police Officer.

If a civilianregular City of West Sacramento
Police Officer’s Association member
employee is appointed to the classification
of Police Recruit, they will continue to
retain and accrue the benefits of their
previous classification.
281
Title Page City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025
City of West Sacramento
Salary Schedule
Fiscal Year 2024 / 2025

282
Battalion Chief's Association City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

283
City Manager City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

284
Confidential City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

285
Elected Officials City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

286
Executive Management City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

287
Firefighter's Association City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

288
Local 39 City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

289
Local 39 City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

290
Management City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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 Development Services Manager MGMT 3/19/25 $61.6154 $74.8788 $10,680 $12,979 $128,160 $155,748 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 Facility Maintenance Supervisor MGMT 3/19/25 $50.2731 $61.0962 $8,714 $10,590 $104,568 $127,080 Parks Planning & Development Manager MGMT 3/19/25 $55.4827 $67.4308 $9,617 $11,688 $115,404 $140,256 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 Records & Property Manager MGMT 3/19/25 $50.2731 $61.0962 $8,714 $10,590 $104,568 $127,080 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 Road Maintenance Supervisor MGMT 3/19/25 $50.2731 $61.0962 $8,714 $10,590 $104,568 $127,080 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

291
Police Officer's Association City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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 5/3/25 $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 Code Enforcement Officer II POA 5/3/25 $32.7577 $39.9231 $5,678 $6,920 $68,136 $83,040 $5,678 $5,820 $5,966 $6,115 $6,268 $6,425 $6,586 $6,751 $6,920 Code Enforcement Officer, Senior POA 5/3/25 $36.2019 $44.1058 $6,275 $7,645 $75,300 $91,740 $6,275 $6,432 $6,593 $6,758 $6,927 $7,100 $7,277 $7,459 $7,645 Community Services Officer I POA 5/3/25 $24.3750 $29.7115 $4,225 $5,150 $50,700 $61,800 $4,225 $4,331 $4,439 $4,550 $4,664 $4,781 $4,901 $5,024 $5,150 Community Services Officer II POA 5/3/25 $27.3231 $33.2827 $4,736 $5,769 $56,832 $69,228 $4,736 $4,854 $4,975 $5,099 $5,226 $5,357 $5,491 $5,628 $5,769 Community Services Officer, Senior POA 5/3/25 $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 Crime Analyst I POA 5/3/25 $34.9846 $42.6231 $6,064 $7,388 $72,768 $88,656 $6,064 $6,216 $6,371 $6,530 $6,693 $6,860 $7,032 $7,208 $7,388 Crime Analyst II POA 5/3/25 $39.7500 $48.4327 $6,890 $8,395 $82,680 $100,740 $6,890 $7,062 $7,239 $7,420 $7,605 $7,795 $7,990 $8,190 $8,395 Crime Analyst, Senior POA 5/3/25 $44.4462 $54.1500 $7,704 $9,386 $92,448 $112,632 $7,704 $7,897 $8,094 $8,296 $8,503 $8,716 $8,934 $9,157 $9,386 Crime Scene Investigator I POA 5/3/25 $30.4327 $37.0846 $5,275 $6,428 $63,300 $77,136 $5,275 $5,407 $5,542 $5,681 $5,823 $5,969 $6,118 $6,271 $6,428 Crime Scene Investigator II POA 5/3/25 $33.8423 $41.2327 $5,866 $7,147 $70,392 $85,764 $5,866 $6,013 $6,163 $6,317 $6,475 $6,637 $6,803 $6,973 $7,147 Crime Scene Investigator III POA 5/3/25 $37.0038 $45.0808 $6,414 $7,814 $76,968 $93,768 $6,414 $6,574 $6,738 $6,906 $7,079 $7,256 $7,437 $7,623 $7,814 Police Officer POA 5/3/25 $47.8500 $56.8788 $8,294 $9,859 $99,528 $118,308 $8,294 $8,501 $8,714 $8,932 $9,155 $9,384 $9,619 $9,859 Police Records Technician I POA 5/3/25 $23.1692 $28.2231 $4,016 $4,892 $48,192 $58,704 $4,016 $4,116 $4,219 $4,324 $4,432 $4,543 $4,657 $4,773 $4,892 Police Records Technician II POA 5/3/25 $25.5346 $31.1019 $4,426 $5,391 $53,112 $64,692 $4,426 $4,537 $4,650 $4,766 $4,885 $5,007 $5,132 $5,260 $5,391 Police Records Technician, Senior POA 5/3/25 $28.0788 $34.2173 $4,867 $5,931 $58,404 $71,172 $4,867 $4,989 $5,114 $5,242 $5,373 $5,507 $5,645 $5,786 $5,931 Police Sergeant POA 5/3/25 $59.0885 $70.2404 $10,242 $12,175 $122,904 $146,100 $10,242 $10,498 $10,760 $11,029 $11,305 $11,588 $11,878 $12,175 Police Services Coordinator POA 5/3/25 $30.6000 $37.2865 $5,304 $6,463 $63,648 $77,556 $5,304 $5,437 $5,573 $5,712 $5,855 $6,001 $6,151 $6,305 $6,463 Property & Evidence Technician I POA 5/3/25 $27.2596 $33.2077 $4,725 $5,756 $56,700 $69,072 $4,725 $4,843 $4,964 $5,088 $5,215 $5,345 $5,479 $5,616 $5,756 Property & Evidence Technician II POA 5/3/25 $29.9885 $36.5365 $5,198 $6,333 $62,376 $75,996 $5,198 $5,328 $5,461 $5,598 $5,738 $5,881 $6,028 $6,179 $6,333 Youth Counselor POA 5/3/25 $35.8615 $43.6904 $6,216 $7,573 $74,592 $90,876 $6,216 $6,371 $6,530 $6,693 $6,860 $7,032 $7,208 $7,388 $7,573

292
Police Manager's City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

293
Recruit City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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 5/3/25 $38.2800 $6,635 $79,622

294
Safety Management City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

295
Specialist & Professionals City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

296
Specialist & Professionals City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

297
Extra Help City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025
POSITION TITLE SALARY EFFECTIVE Minimum Hourly Maximum Hourly Assistant Pool Manager 4/30/2025 $18.25 $19.00
Emergency Services Coordinator 2/22/2025 $55.00 $55.00
Extra Help/Special Events Officer 5/3/2025 $56.88 $56.88 Laborer 4/30/2025 $16.50 $19.50
Lead Program Leader 3/9/2024 $23.00 $25.50
Lead Recreation Leader 4/30/2025 $18.75 $19.75
Lifeguard/Swim Instructor 4/30/2025 $16.75 $18.25
Planning Commissioner 1/1/2024 $30 per meeting
Pool Manager 4/30/2025 $19.00 $20.00
Program Aide 1/1/2025 $16.50 $18.50
Program Assistant 4/30/2025 $16.50 $21.50
Program Leader 3/9/2024 $18.50 $21.00
Program Site Leader 3/9/2024 $21.00 $23.50
Recreation Aide 4/30/2025 $16.50 $16.50
Recreation Assistant 4/30/2025 $19.75 $21.50
Recreation Leader 4/30/2025 $16.50 $18.00
Retired Annuitant 1/1/2025 $16.50 $77.00
Senior Recreation Leader 4/30/2025 $18.00 $18.75
Senior Traffic Operations Officer 2/22/2025 $22.75 $25.50 Student Intern 4/30/2025 $16.50 $21.50
Substitute Preschool Teacher 4/30/2025 $16.50 $18.75
Traffic Operations Officer 2/22/2025 $20.00 $22.75
Salary increases at $0.25 increments with a maximum of $1.00.

298
Attachment
RESOLUTION 25-54

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 OFFICER’S ASSOCIATION WHEREAS, the Memorandum of Understanding (MOU) between the West Sacramento Police Officer’s Association (POA) 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 October 29, 2024; and
WHEREAS, a tentative agreement has been reached with the City of West Sacramento Police Officer’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 proposed successor agreement with POA; and
WHEREAS, there are sufficient available ongoing and one-time 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 in Exhibit A, attached hereto and incorporated by reference.

2. The City Council hereby finds that the facts set forth in the recitals to this Resolution are true and correct and establish the factual basis for the City Council's adoption of this Resolution.

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

PASSED AND ADOPTED by the City Council of the City of West Sacramento this 30th day of April 2025, by the following vote:

AYES:

NOES:

ABSENT:

Martha Guerrero, Mayor
ATTEST:
299
Resolution 25-54

Jennifer Cusmir, City Clerk
300
Resolution 25-54

EXHIBIT A
Cost Center
Ongoing
(Object 5111)
One-Time
(Object 5118)
1019110 $ 6,219 $ 6,560
1019111 $ 32,648 $ 40,116
1019112 $ 5,938 $ 10,682
1019113 $ 104,568 $ 145,099
1019114 $ 1,177 $ 1,780
1019116 $ 10,797 $ 11,998
1019130 $ 6,663 $ 5,341
1089111 $ 10,275 $ 8,999
1089130 $ 2,062 $ 1,780
1119113 $ 2,118 $ 3,561
TOTAL $ 182,464 $ 235,916
301
CITY COUNCIL AGENDA REPORT.

MEETING DATE: April 30, 2025 ITEM # 13
SUBJECT:

CONSIDERATION OF UPDATES TO PUBLICLY AVAILABLE PAY SCHEDULE, UPDATE

AND APPROVALS OF JOB DESCRIPTIONS AND AUTHORIZED POSITON LIST FOR FISCAL YEAR 2024/2025
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 proposed amendments and adoption of various job descriptions; updates to the publicly available pay schedule FY24/25 and Authorized Position List for FY24/25.

RECOMMENDED ACTION
Staff respectfully recommends that the City Council:

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

2. Approve the amended and updated Authorized Position List (APL) for Fiscal Year 2024/25;

3. Approve the amended and updated Extra Help/Special Events Police Officer Job Description;

4. Approve the amended and updated Police Services Coordinator Job Description; and

5. Approve the Roads Maintenance Supervisor Job Description

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
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: Due to recent changes in California minimum wage laws effective January 1, 2025, we are further amending our extra help salary ranges. While minimum wage adjustments were previously implemented for affected positions, we are now proposing additional modifications for classifications that were already above minimum wage that didn’t have a previous adjustment due to compaction issues. These adjustments will consist of a 50-cent increase to both the minimum and maximum of the salary range for these positions.

Authorized Position List: The Authorized Position List FY 2024/25 reflects the following proposed amendments:

The previously approved APL required several corrections to ensure consistency with the recently adopted 302
Updates To Publicly Available Pay Schedule, Job Descriptions, And Authorized Position List For Fiscal Year 2024/2025 April 30, 2025

budget. All corrections have been detailed on the note page of the APL under March 19, 2025 for reference and transparency.

Job Classification Description:

The job classification descriptions for Extra Help/Special Events Police Officer is being updated to reflect CalPERS administrative guidelines and best practices for public sector employment. This job description is being updated to ensure clear delineation of essential functions, and qualification standards. These updates aim to maintain compliance with CalPERS regulations while accurately reflecting the position's responsibilities and requirements.

The new Road Maintenance Supervisor job description, which represents a new classification, was approved in the Measure O fund in the midyear budget adopted in March. This position is an essential part of the dedicated road maintenance and response crew intended to strengthen the Public Works Department's operational capacity and ensure effective management of our road maintenance programs.

The Police Services Coordinator job classification description is being updated to reflect the current essential functions, duties, and qualifications.

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 Extra Help/Special Events Police Officer job description, publicly available pay schedule (classification plan) and the corrected Authorized Position List 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 Department.

Budget/Cost Impact
The associated cost increases created by the adjustments to the publicly available pay schedule (Classification Plan) have already been appropriated by Council as part of the midyear budget last month.

ATTACHMENTS

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

2. Amended and updated Authorized Position List (APL) for Fiscal Year 2024/25

3. Extra Help/Special Events Police Officer Job Description

4. Roads Maintenance Supervisor Job Description

5. Police Services Coordinator Job Description
303
Title Page City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025
City of West Sacramento
Salary Schedule
Fiscal Year 2024 / 2025

304
Battalion Chief's Association City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

305
City Manager City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

306
Confidential City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

307
Elected Officials City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

308
Executive Management City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

309
Firefighter's Association City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

310
Local 39 City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

311
Local 39 City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

312
Management City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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 Development Services Manager MGMT 3/19/25 $61.6154 $74.8788 $10,680 $12,979 $128,160 $155,748 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 Facility Maintenance Supervisor MGMT 3/19/25 $50.2731 $61.0962 $8,714 $10,590 $104,568 $127,080 Parks Planning & Development Manager MGMT 3/19/25 $55.4827 $67.4308 $9,617 $11,688 $115,404 $140,256 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 Records & Property Manager MGMT 3/19/25 $50.2731 $61.0962 $8,714 $10,590 $104,568 $127,080 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 Road Maintenance Supervisor MGMT 3/19/25 $50.2731 $61.0962 $8,714 $10,590 $104,568 $127,080 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

313
Police Officer's Association City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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 5/3/25 $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 Code Enforcement Officer II POA 5/3/25 $32.7577 $39.9231 $5,678 $6,920 $68,136 $83,040 $5,678 $5,820 $5,966 $6,115 $6,268 $6,425 $6,586 $6,751 $6,920 Code Enforcement Officer, Senior POA 5/3/25 $36.2019 $44.1058 $6,275 $7,645 $75,300 $91,740 $6,275 $6,432 $6,593 $6,758 $6,927 $7,100 $7,277 $7,459 $7,645 Community Services Officer I POA 5/3/25 $24.3750 $29.7115 $4,225 $5,150 $50,700 $61,800 $4,225 $4,331 $4,439 $4,550 $4,664 $4,781 $4,901 $5,024 $5,150 Community Services Officer II POA 5/3/25 $27.3231 $33.2827 $4,736 $5,769 $56,832 $69,228 $4,736 $4,854 $4,975 $5,099 $5,226 $5,357 $5,491 $5,628 $5,769 Community Services Officer, Senior POA 5/3/25 $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 Crime Analyst I POA 5/3/25 $34.9846 $42.6231 $6,064 $7,388 $72,768 $88,656 $6,064 $6,216 $6,371 $6,530 $6,693 $6,860 $7,032 $7,208 $7,388 Crime Analyst II POA 5/3/25 $39.7500 $48.4327 $6,890 $8,395 $82,680 $100,740 $6,890 $7,062 $7,239 $7,420 $7,605 $7,795 $7,990 $8,190 $8,395 Crime Analyst, Senior POA 5/3/25 $44.4462 $54.1500 $7,704 $9,386 $92,448 $112,632 $7,704 $7,897 $8,094 $8,296 $8,503 $8,716 $8,934 $9,157 $9,386 Crime Scene Investigator I POA 5/3/25 $30.4327 $37.0846 $5,275 $6,428 $63,300 $77,136 $5,275 $5,407 $5,542 $5,681 $5,823 $5,969 $6,118 $6,271 $6,428 Crime Scene Investigator II POA 5/3/25 $33.8423 $41.2327 $5,866 $7,147 $70,392 $85,764 $5,866 $6,013 $6,163 $6,317 $6,475 $6,637 $6,803 $6,973 $7,147 Crime Scene Investigator III POA 5/3/25 $37.0038 $45.0808 $6,414 $7,814 $76,968 $93,768 $6,414 $6,574 $6,738 $6,906 $7,079 $7,256 $7,437 $7,623 $7,814 Police Officer POA 5/3/25 $47.8500 $56.8788 $8,294 $9,859 $99,528 $118,308 $8,294 $8,501 $8,714 $8,932 $9,155 $9,384 $9,619 $9,859 Police Records Technician I POA 5/3/25 $23.1692 $28.2231 $4,016 $4,892 $48,192 $58,704 $4,016 $4,116 $4,219 $4,324 $4,432 $4,543 $4,657 $4,773 $4,892 Police Records Technician II POA 5/3/25 $25.5346 $31.1019 $4,426 $5,391 $53,112 $64,692 $4,426 $4,537 $4,650 $4,766 $4,885 $5,007 $5,132 $5,260 $5,391 Police Records Technician, Senior POA 5/3/25 $28.0788 $34.2173 $4,867 $5,931 $58,404 $71,172 $4,867 $4,989 $5,114 $5,242 $5,373 $5,507 $5,645 $5,786 $5,931 Police Sergeant POA 5/3/25 $59.0885 $70.2404 $10,242 $12,175 $122,904 $146,100 $10,242 $10,498 $10,760 $11,029 $11,305 $11,588 $11,878 $12,175 Police Services Coordinator POA 5/3/25 $30.6000 $37.2865 $5,304 $6,463 $63,648 $77,556 $5,304 $5,437 $5,573 $5,712 $5,855 $6,001 $6,151 $6,305 $6,463 Property & Evidence Technician I POA 5/3/25 $27.2596 $33.2077 $4,725 $5,756 $56,700 $69,072 $4,725 $4,843 $4,964 $5,088 $5,215 $5,345 $5,479 $5,616 $5,756 Property & Evidence Technician II POA 5/3/25 $29.9885 $36.5365 $5,198 $6,333 $62,376 $75,996 $5,198 $5,328 $5,461 $5,598 $5,738 $5,881 $6,028 $6,179 $6,333 Youth Counselor POA 5/3/25 $35.8615 $43.6904 $6,216 $7,573 $74,592 $90,876 $6,216 $6,371 $6,530 $6,693 $6,860 $7,032 $7,208 $7,388 $7,573

314
Police Manager's City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

315
Recruit City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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 5/3/25 $38.2800 $6,635 $79,622

316
Safety Management City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

317
Specialist & Professionals City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

318
Specialist & Professionals City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025

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

319
Extra Help City of West Sacramento
2024/2025 Classification Plan
Approved 4/30/2025
POSITION TITLE SALARY EFFECTIVE Minimum Hourly Maximum Hourly Assistant Pool Manager 4/30/2025 $18.25 $19.00
Emergency Services Coordinator 2/22/2025 $55.00 $55.00
Extra Help/Special Events Officer 5/3/2025 $56.88 $56.88 Laborer 4/30/2025 $16.50 $19.50
Lead Program Leader 3/9/2024 $23.00 $25.50
Lead Recreation Leader 4/30/2025 $18.75 $19.75
Lifeguard/Swim Instructor 4/30/2025 $16.75 $18.25
Planning Commissioner 1/1/2024 $30 per meeting
Pool Manager 4/30/2025 $19.00 $20.00
Program Aide 1/1/2025 $16.50 $18.50
Program Assistant 4/30/2025 $16.50 $21.50
Program Leader 3/9/2024 $18.50 $21.00
Program Site Leader 3/9/2024 $21.00 $23.50
Recreation Aide 4/30/2025 $16.50 $16.50
Recreation Assistant 4/30/2025 $19.75 $21.50
Recreation Leader 4/30/2025 $16.50 $18.00
Retired Annuitant 1/1/2025 $16.50 $77.00
Senior Recreation Leader 4/30/2025 $18.00 $18.75
Senior Traffic Operations Officer 2/22/2025 $22.75 $25.50 Student Intern 4/30/2025 $16.50 $21.50
Substitute Preschool Teacher 4/30/2025 $16.50 $18.75
Traffic Operations Officer 2/22/2025 $20.00 $22.75
Salary increases at $0.25 increments with a maximum of $1.00.

320
Authorized Position List 2024/2025
Cover Page
Approved: 3/19/2025
Effective: 3/19/2025
City of West Sacramento
Authorized Position List
Fiscal Year 2024 / 2025
Total Authorized Positions:
494.55
321
Authorized Position List 2024/2025
Capital Projects
Approved: 3/19/2025
Effective: 3/19/2025

POSITION
101-9653Engineering101-9654Inspection Engineering652-9040Flood Protection 101-9651Engineering Administration101-9652Facilities Development104-9657 Real Property Management Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 1 1 2
CAPITAL IMPROVEMENT MANAGER 0.25 0.5 0.25 1
CONSTRUCTION & FACILITIES DEVELOPMENT MANAGER 0.5 0.5 1 CONSTRUCTION ADMINISTRATION SPECIALIST 0.5 0.5 1
CONSTRUCTION INSPECTION MANAGER 1 1
CONSTRUCTION INSPECTOR I/II/III 5 5
DIRECTOR OF CAPITAL PROJECTS 1 1
ENGINEER SERIES (ASSISTANT/ASSOCIATE/SENIOR) 7 1 8
ENGINEERING TECHNICIAN I/II/III 2 2
ENGINEERING/GIS TECHNICIAN 1 1
FINANCIAL SPECIALIST 1 1
FLOOD PROTECTION MANAGER 1 1
FLOOD PROTECTION PLANNER 1 1
INFORMATION TECHNOLOGY SPECIALIST I/II 1 1
PRINCIPAL ENGINEER 1 1
PROGRAM MANAGER/SENIOR 1 1
PROGRAM TECHNICIAN I/II 1 1
PROJECT MANAGER I/II/SENIOR 6 6
SECRETARY 1 1
Grand Total 9.25 7 5 6.5 8.25 1 37.00
322
Authorized Position List 2024/2025
City Manager's Office
Approved: 3/19/2025
Effective: 3/19/2025

POSITION
104-9016City Manager's Office104-9022City Clerk104-9024Human Resources104-9026Community Relations104-9034Information Technology106-9020Economic Development110-9017Kids Home Run Initiative110-9018Smart City Initiatives516-9700Port Administration650-9310Comm Development Admin. 104-9021Government Relations650-9035Geographical Information Systems
Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 1 1
ADMINISTRATIVE CLERK I/II/III 1 1
ASSISTANT CITY MANAGER 0.62 0.2 0.08 0.1 1
CITY CLERK 1 1
CITY MANAGER 0.55 0.2 0.25 1
DATA SERVICES MANAGER 1 1
DEPUTY CITY CLERK I/II/SENIOR 1.925 0.075 2
DEPUTY CITY MANAGER 0.33 0.33 0.34 1
EXECUTIVE ASSISTANT TO THE CITY MANAGER 0.75 0.05 0.2 1 GEOGRAPHICAL INFORMATION SYSTEMS SUPERVISOR 1 1
HOME RUN MANAGER 1 1
HUMAN RESOURCES & PAYROLL TECHNICIAN I/II 5 5
HUMAN RESOURCES ANALYST I/II 1 1
HUMAN RESOURCES MANAGER 1 1
HUMAN RESOURCES SUPERVISOR 1 1
INFORMATION TECHNOLOGY BUSINESS SERVICES MANAGER 1 1
INFORMATION TECHNOLOGY MANAGER 1 1
INFORMATION TECHNOLOGY OPERATIONS MANAGER 1 1
INFORMATION TECHNOLOGY SPECIALIST I/II 5 1 1 1 8
PAYROLL ADMINISTRATOR 1 1
PORT GENERAL MANAGER 1 1
PROGRAM MANAGER/SENIOR 1 1 1 3
PROGRAM TECHNICIAN I/II 1 2 3
PUBLIC INFORMATION OFFICER 1 1
TECHNICAL SUPPORT SPECIALIST I/II/III 4 4
Grand Total 3.92 3.925 9 2.33 14.2 0.33 4 1.33 2.625 1 0.34 1 44.00 323
Authorized Position List 2024/2025
Community Development
Approved: 3/19/2025
Effective: 3/19/2025

POSITION
101-9130Code Enforcement108-9130Code Enforcement650-9310Comm Development Admin.650-9315Building Inspection650-9321Dev/Traffic Engineering 650-9311Planning106-9311Planning653-9661Sustainability 101-9655Transportation and Mobility106-9655Transportation and Mobility Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 1 4 5
ASSISTANT/ASSOCIATE PLANNER 1 1
BUILDING INSPECTOR I/II/SENIOR 2.5 2.5
CHIEF BUILDING OFFICIAL 1 1
CLERK/SENIOR CLERK 1 1
CODE ENFORCEMENT MANAGER 1 1
CODE ENFORCEMENT OFFICER I/II/SENIOR 3 1 4
DEVELOPMENT SERVICES MANAGER 1 1
DIRECTOR OF COMMUNITY DEVELOPMENT 1 1
ENGINEER SERIES (ASSISTANT/ASSOCIATE/SENIOR)* 3 1 4
ENGINEERING ASSISTANT I/II/III** 1 1
PERMIT SERVICES MANAGER 1 1
PERMIT TECHNICIAN I/II 2.5 0.5 1 4
PLANNING MANAGER 1 1
PLANNING TECHNICIAN 1 1
PLANS EXAMINER I/II/SENIOR 1.5 1.5
PRINCIPAL ENGINEER 1 1
PROGRAM TECHNICIAN I/II 1 1
SECRETARY 1 1 2
SENIOR PLANNER 2 1 3
SUPERVISING TRANSPORTATION PLANNER 1 1
SUSTAINABILITY MANAGER 1 1
TRANSPORTATION PLANNER SERIES (ASSISTANT/ASSOCIATE/SENIOR) 2 2 Grand Total 5 1 5 8.5 5.5 6 1 6 3 1 42.00
Note*: 1.0 FTE Engineer Series in 650-9321 may be filled at lower level Engineer Assistant I/II/III or Engineering Technician I/II/III.

Note*: 1.0 FTE Engineer Assistant I/II/III may be filled at lower level Engineering Technician I/II/III. 324
Authorized Position List 2024/2025
Economic Development & Housing
Approved: 3/19/2025
Effective: 3/19/2025

POSITION
106-9020Economic Development219-9328Parking Activities
218-9019Homeless Program218-9810Project Homekey111-9020Eco/Housing Activities Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 1 1 2
COMMUNITY INVESTMENT MANAGER 1 1
COMMUNITY INVESTMENT PLANNER SERIES (ASSISTANT/ASSOCIATE) 2 2 COMMUNITY INVESTMENT PRINCIPAL PLANNER 1 1
DIRECTOR OF ECONOMIC DEVELOPMENT & HOUSING 1 1
ECONOMIC DEVELOPMENT MANAGER 1 1
HOUSING MANAGER 1 1
PARKING MANAGER 1 1
PROGRAM MANAGER/SENIOR 1 1 1 3
PROGRAM TECHNICIAN I/II 2 2
SECRETARY 1 1
Grand Total 10 2 1 2 1 16.00
325
Authorized Position List 2024/2025
Finance
Approved: 3/19/2025
Effective: 3/19/2025

POSITION
104-9050Finance Administration104-9051Finance Fiscal Records104-9052Finance Revenue Collections 104-9053 Procurement & Contracting104-9054Budget & Financial Planning Grand Total
ACCOUNTANT I/II/SENIOR 3 3
ACCOUNTING TECHNICIAN I/II/III 2 5 7
ADMINISTRATIVE ANALYST I/II/SENIOR 2 2
ADMINISTRATIVE ASSISTANT 1 1
DIRECTOR OF FINANCE 1 1
FINANCE ANALYST/SENIOR 1 2 3
FINANCE MANAGER 1 0.2 0.8 2
FINANCE SUPERVISOR 1 1 2
PURCHASING MANAGER 1 1
Grand Total 2 7 6.2 4 2.8 22.00
326
Authorized Position List 2024/2025
Fire
Approved: 3/19/2025
Effective: 3/19/2025

POSITION
101-9153Fire - Hazardous Materials
101-9150Fire - Administration101-9151Fire - Operations101-9152Fire Prevention 256-9158SAFER - Grant112-9150Fire - Administration112-9151Fire - Operations108-9151Fire - Operations Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 1 1 1 3
DEPUTY FIRE CHIEF 1 1
EQUIPMENT MECHANIC I/II* 1 1
FINANCIAL SPECIALIST 1 1
FIRE BATTALION CHIEF 4 4
FIRE CAPTAIN 19 19
FIRE CHIEF 1 1
FIRE ENGINEER 18 18
FIRE INSPECTOR/SENIOR 2 2
FIRE MARSHAL 0.9 0.1 1
FIREFIGHTER 14 2 16
FIREFIGHTER** 9 9
PLANS EXAMINER I/II/SENIOR 1 1
Grand Total 3.9 4.1 55 1 9 1 1 2 77.00
Move 9.0 FTE Fire Fighter from 256-9158 to 112-9151 effective 1/1/2028. *Position's funding effective 7/1/2025.
327
Authorized Position List 2024/2025
Parks & Recreation
Approved: 3/19/2025
Effective: 3/19/2025

POSITION
101-9500Parks & Recreation Admin101-9510Recreation Activities254-9555Discovery Preschool Program 110-9019Homeless ProgramVarious Community Facilities Districts (CFD)213-9175Landscape & Lighting 108-9515Recreation Center101-9520Parks & Trail Maintenance110-9520Parks & Trail Maintenance112-9500Parks & Recreation Admin112-9520Parks & Trail Maintenance112-9019Homeless Program Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 2 2
BUSINESS MANAGER 1 1
CHIEF PARKS & GROUNDS WORKER 0.8 3.2 1 5
CHIEF PARKS & GROUNDS WORKER* 1 1
DIRECTOR OF PARKS & RECREATION 1 1
GROUNDSKEEPER 1 4 1 1 7
GROUNDSKEEPER* 3 3
LANDSCAPE INSPECTOR/SENIOR 0.8 0.2 1
PARKS & GROUNDS WORKER/SENIOR 1 7 8
PARKS & GROUNDS WORKER/SENIOR* 2 2
PARKS FACILITY MAINTENANCE SUPERVISOR 1 1
PARKS OPERATIONS SUPERINTENDENT 1 1
PARKS PLANNING & DEVELOPMENT MANAGER* 1 1
PRESCHOOL SITE SUPERVISOR 0.8 0.8
PRESCHOOL TEACHER 0.75 0.75
PROJECT MANAGER I/II/SENIOR 0.8 0.2 1
RECREATION COORDINATOR 6.56 0.44 7
RECREATION MANAGER 2 2
RECREATION SUPERVISOR I/II 6 6
SECRETARY 1 1
SPECIAL EVENTS SUPERVISOR I/II 1 1
Grand Total 6 14.56 1.55 2 2.4 0.4 0.44 15.2 1 1 6 3 53.55 *Position's funding effective 7/1/2025.

0.8 FTE Chief Parks & Grounds Worker: Various Community Facilities Districts: 269-9176/5.01%, 269-9177/8.64%, 269-9178/16.51%, 269- 9179/12.64%, 269-9180/3.07%, 269-9181/1.45%, 269-9182/0.41%, 269-9183/7.21%, 269-9184/4.89%, 269-9185/4.63%, 269-9186/3.07%, 269- 9188/1.66%, 269-9189/5.48%, 269-9193/2.43%, 269-9194/2.90%

0.8 FTE Project Manager I/II/Senior & Landscape Inspector/Senior: Various Community Facilities Districts: 269-9176/3.46%, 269-9177/9.01%, 269-9178/16.51%, 269-9179/8.01%, 269-9180/3.87%, 269-9181/1.33%, 269-9182/0.64%, 269-9183/13.69%, 269-9184/1.48%, 269- 9185/3.24%, 269-9186/4.04%, 269-9188/3.64%, 269-9189/3.82%, 269-9192/0.71%, 269-9193/2.38%, 269-9194/3.62%, 269-9195/0.55%, 328
Authorized Position List 2024/2025
Police
Approved: 3/19/2025
Effective: 3/19/2025

POSITION
101-9110Police - Administration101-9111Police - Investigations101-9113Police - Patrol108-9111Police - Investigations 101-9112Police - Records101-9114Police - COS110-9019Homeless Program111-9110Police - Administration111-9113Police - Patrol101-9117Police - C.L.O. Program101-9116Police - Traffic/Parking Safety112-9111Police - Investigations112-9112Police - Records112-9113Police - Patrol112-9114Police - COS112-9116Police - Traffic/Parking Safety
Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 4 2 6
BUSINESS MANAGER 1 1
CALEA COORDINATOR 1 1
CLERK/SENIOR CLERK 1 1
COMMUNITY SERVICES OFFICER I/II/SENIOR 4 2 6
COURT LIAISON OFFICER 0.5 0.5
COURT LIAISON SPECIALIST 0.5 0.5
CRIME ANALYST I/II/SENIOR 1 1
CRIME SCENE INVESTIGATOR I/II/III 2 2
DEPUTY POLICE CHIEF 1 1
FINANCIAL SPECIALIST 1 1
MENTAL HEALTH CLINICIAN* 2 2
POLICE CHIEF 1 1
POLICE LIEUTENANT 2 1 2 5
POLICE OFFICER 10 38 1 3 5 57
POLICE OFFICER* 2 1 2 2 7
POLICE RECORDS & PROPERTY MANAGER 1 1
POLICE RECORDS SUPERVISOR 1 1
POLICE RECORDS TECHNICIAN I/II/SENIOR 6 6
POLICE SERGEANT 1 1 8 2 1 13
POLICE SERGEANT* 1 1
POLICE SERVICES COORDINATOR 1 1
POLICE SUPPORT SERVICES MANAGER 1 1
PROGRAM MANAGER/SENIOR 1 1
PROGRAM TECHNICIAN I/II 1 1 2
PROPERTY/EVIDENCE TECHNICIAN I/II 2 2
SECRETARY 1 1 1 3
YOUTH COUNSELOR 1 1
Grand Total 14 17 52 3 9 4 2 1 2 1 4 2 1 6 5 3 126.00
*Position's funding effective 7/1/2025.
329
Authorized Position List 2024/2025
Public Works O & M
Approved: 3/19/2025
Effective: 3/19/2025

POSITION
104-9325City Facility Project & Maint108-9205Street Sweeping Maintenance108-9210Road Maintenance201-9205Street Sweeping Maintenance201-9210Road Maintenance215-9230Storm Water Maint-MS4501-9410Sewer Collection506-9610Water Treatment506-9611Water Distribution506-9612Water Backflow Prevention Prg 610-9650Public Works O&M Administration104-9326Fleet Maintenance101-9212Traffic/Transportation Operations218-9019Homeless Program108-9515Recreation Center218-9810Project Homekey112-9210Road Maintenance Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 2 2
CHIEF FACILITIES MAINTENANCE WORKER 1 1
CHIEF MAINTENANCE WORKER 1 1 1 3 6
CHIEF TREATMENT PLANT MECHANIC 0.5 0.5 1
DIRECTOR OF PUBLIC WORKS OPERATIONS & MAINTENANCE 1 1
ELECTRICAL TECHNICIAN 1 1 2
ENGINEERING ASSISTANT I/II/III* 1 1
EQUIPMENT & FACILITIES SUPERINTENDENT 0.5 0.5 1
EQUIPMENT MECHANIC I/II 3 3
FACILITIES MAINTENTANCE WORKER/AIDE/SENIOR 3 1 4
INSTRUMENTATION TECHNICIAN 1 1
MAINTENANCE WORKER/SENIOR 1 1 1 4 2 7 9 2 6 33
PROGRAM TECHNICIAN I/II 1 1
ROAD MAINTENANCE SUPERVISOR 1 1
SECRETARY 2 2
SENIOR WATER TREATMENT PLANT OPERATOR 1 1
STATIONARY ENGINEER 2 1 1 4
TRAFFIC CONTROL & LIGHTING TECHNICIAN I/II* 1 1
TREATMENT PLANT MECHANIC I/II 2 1 3
UTILITIES MAINTENANCE SUPERINTENDENT 0.25 0.25 0.25 0.25 1 WATER METER TECHNICIAN 1 1
WATER TREATMENT PLANT OPERATOR APPRENTICE/II/III 5 5
WATER TREATMENT SUPERINTENDENT 1 1
Grand Total 6.5 1 2 1 4.25 2.25 11.75 10.5 11.25 2 6 3.5 2 1 1 1 10 77.00 Unfund 1.0 FTE Engineering Assistant I/II/II and Traffic Control & Lighting Technician I/II from 101-9112. 330
Authorized Position List 2024/2025
Summary Amendments
Approved: 3/19/2025
Effective: 3/19/2025
Date Dept Approved By Amendment
7/1/2024 City Manager's Office City Council
Reclassify 1.0 Human Resources Analyst/Senior to 1.0 Human Resources Supervisor in 104-9024. Reclassify 1.0 FTE Business Manager to 1.0 FTE Home Run Manager in 110-9017. Change 0.5 FTE Program Manager/Senior from 104-9016 to 516-9700. Change 0.5 FTE Administrative Analyst I/II/Senior from 110-9016 to 104-9016. Add 1.0 FTE Flood Protection Manager to 652-9040. 7/1/2024 Economic Development & Housing City Council Add 1.0 FTE Community Investment Principal Planner to 106-9020 7/1/2024 Parks & Recreation City Council Add 1.0 Groundskeeper to 101-9520 approved 8/16/2023. Add 1.0 FTE Administrative Analyst I/II/Senior to 101-9500 7/1/2024 Police City Council Add 1.0 Financial Specialist to 101-9110 7/1/2024 Community Development City Council Retitle Traffic/Transportation Division to Transportation & Mobility. Retitle Environmental Services Division to Sustainability. Retitle Environmental Services & Sustainability Manager to Sustainability Manager. 9/19/2024 Community Development Correction Correct 1.0 FTE Engineer Series (Junior/Assistant/Associate/Senior) incorrectly listed in 101-9655 to 106-9655 effective 7/1/2023. 11/6/2024 Community Development City Council Eliminate 1.0 FTE Principal Planner from 650-9311 and add 1.0 FTE 650-9311. 11/6/2024 Fire City Council Add 3.0 FTE Firefighters to 256-9158. Move 6.0 FTE firefighters from 101-9151 to 256-9158. Add 3.0 FTE Fire Engineers to 101-9151. Add 3.0 FTE Fire Captains to 101-9151.
1/1/2025 Capital Projects City Council Eliminate 1.0 FTE Flood General Manager from 652-9040. Flood Division moving from City Manager's Office. 1/1/2025 City Manager's Office City Council Flood Division moving to Capital Projects. 1/15/2025 City Manager's Office City Council
Add 1.0 FTE GIS Supervisor to 104-9034; Add 1.0 FTE Information Technology Specialist I/II to 104-9034. Add 1.0 FTE IT Manager to 104-9034. Add

1.0 FTE Technical Support Specialist I/II/III to 110-9018. Add 1.0 FTE Information Technology Specialist I/II to 650-9035. Add 1.0 FTE HR & Payroll Technician I/II to 104-9024. Add 1.0 FTE Human Resources Analyst I/II to 104-9024. Change title of Deputy City Manager/Director of Innovation & Technology to Deputy City Manager. Change Deputy City Manager from 0.33 104-9034/0.34 104-9016/ 0.33 110-9018 to 0.33 104-9026/ 0.33 104-9021/ 0.33 110-9018. Change Assistant City Manager from 0.82 104-9016/ 0.08 106-9020/ 0.1 516-9700 to 0.08 106-9020/ 0.1 516-9700/ 0.2 104-9034/ 0.62 104-9016. Change 1.0 FTE Program Manager/Senior from 104-9021 to 104-9016. 1/15/2025 Finance City Council Add 1.0 FTE Accountant I/II to 104-9051. Add 1.0 FTE Finance Analyst/Senior to 104-9054. Add 1.0 FTE Finance Analyst/Senior to 104-9053. 3/19/2025 Fire City Council Add 1.0 FTE Administrative Analyst I/II/SR to 112-9150. 3/19/2025 Police City Council
Move 5.0 FTE Previously unfunded) Police Officer from 101-9113 to 112-9113; Add 1.0 FTE Program Technician I/II to 112-9114; Add 1.0 FTE Police Records & Property Manager to 112-9112. *Typo on initially approved APL at City Council 3/19/2025 for Police Officer and Police Sergeant.

Total number was correct, but cost centers for 101-9113 and 112-9113 were mixed up. 3/19/2025 Public Works O&M City Council
Delete 1.0 FTE Senior Clerk and Add 1.0 FTE Secretary to 610-9650; Add 1.0 FTE Program Technician I/II to 610-9650; Add 1.0 FTE Stationary Engineer to 218-9810; Add 2.0 FTE Maintenance Worker/SR to 506-9611; Add 6.0 FTE Maintenance Worker/Sr, 3.0 FTE Chief Maintenance Worker, 1.0 Road Maintenance Supervisor to 112-9210.
3/19/2025 Parks & Recreation City Council Add 1.0 FTE Parks Facility Maintenance Supervisor to 112-9500; Add 1.0 FTE Chief Parks & Grounds Worker and 1.0 FTE Groundskeeper to 112- 9019.
3/19/2025 Capital Projects City Council Add 1.0 FTE Program Technician and 1.0 Project Manger I/II/SR to 101-9652. 3/19/2025 City Manager's Office City Council Add 1.0 FTE IT Specialist I/II to 650-9310; Change 1.0 FTE IT Specialist I/II from 104-9034 to 110-9018; Change 1.0 Technical Support Specialist I/II/III from 110-9018 to 104-9034; Change 1.0 FTE Data Services Manager from 0.5-110-9018/ 0.5-110-9017 to 1.0 104-9034. 3/19/2025 Community Development City Council Add 1.0 FTE Development Services Manager to 650-9310; Add 1.0 FTE Permit Technician I/II to 650-9311; Add 1.0 FTE Administrative Analyst I/II/SR to 653-9661.
3/19/2025 Economic Development & Housing City Council
Add 1.0 FTE Administrative Analyst I/II/SR to 106-9020; Change 1.0 FTE Limited Term Program Technician from 218-9019 to 1.0 FTE Non Limited Term 218-9810; Change 1.0 FTE Program Manager/SR from 106-9020 to 111-9020; Add 1.0 FTE Program Technician I/II to 218-9810. * Typo on initially approved APL at City Council 3/19/2025 which approved the position but didn't have it listed on the APL. 7/1/2025 Fire City Council Add 1.0 Equipment Mechanic I/II to 112-9151. 7/1/2025 Police City Council Add 2.0 FTE Police Officer to 112-9116; Add 1.0 FTE Police Officer to 112-9113; Add 2.0 FTE Police Officer to 112-9114; Add 2.0 FTE Police Officer to 112-9111; Add 1.0 FTE Police Sergeant to 112-9116; Add 2.0 FTE Mental Health Clinician to 112-9114. 7/1/2025 Parks & Recreation City Council Add 1.0 FTE Parks Planning Development Manager to 112-9019; Add 1.0 FTE Chief Parks & Grounds Worker, 2.0 Parks & Grounds Worker/SR, 3.0 FTE Groundskeeper to 112-9520.
1/1/2028 Fire City Council After SAFER Grant Expiration, move 9.0 FTE Fire Fighter to 112-9151. 331

CITY OF WEST SACRAMENTO

EXTRA HELPON CALL/SPECIAL EVENTS POLICE OFFICER
DEFINITION: The On CallExtra Help/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 full-time 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 CallExtra Help/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. 332

CITY OF WEST SACRAMENTO
Extra HelpOn 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:
333

CITY OF WEST SACRAMENTO
Extra HelpOn 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 CallExtra Help 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.
334

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

Maintenance Update:

Title Change: 04/30/2025
Job Category:

Employee Group: Extra Help
Bargaining Unit: N/A
At-Will:  Yes  No
Form 700:  Yes No
FLSA Status: Non-Exempt Exempt
335

CITY OF WEST SACRAMENTO
Extra HelpOn 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 CallExtra Help/Special Events Police Officers.
 On CallExtra Help/Special Events Police Officers /staff will be offered the unfilled shifts that full-time 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 CallExtra Help/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 CallExtra Help/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 CallExtra Help/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 CallExtra Help/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 CallExtra Help/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 336

CITY OF WEST SACRAMENTO
Extra HelpOn Call/Special Events Police Officer
(Continued)
6 of On CallExtra Help/Special Events Police Officers will be reviewed every 6 months to ensure they are being utilized effectively.
337

CITY OF WEST SACRAMENTO

ROAD MAINTENANCE SUPERVISOR
DEFINITION: The Road Maintenance Supervisor performs a variety of tasks including to plan, supervise, and coordinate the maintenance, repair, and construction of streets, roadways, drainage systems, and related infrastructure. The position ensures safe and effective work practices, compliance with regulations, and efficient use of resources while overseeing field crews and contractors. The Road Maintenance Supervisor is an “at will” position and is appointed by and sits at the pleasure of the City Manager.

SUPERVISION RECEIVED AND EXERCISED: The Road Maintenance Supervisor receives general direction from the Utilities Maintenance Superintendent. Exercises direct and indirect supervision over maintenance and construction staff, including assigning work, providing training, and evaluating performance.

CLASS CHARACTERISTICS: This is a supervisory classification responsible for overseeing road maintenance and construction operations within the Public Works Department. The position is distinguished by its responsibility for coordinating daily work activities, supervising personnel, ensuring adherence to safety and regulatory requirements, and responding to emergency situations affecting road infrastructure and storm drainage. The Road Maintenance Supervisor is expected to work independently and exercise sound judgment in decision-making.

EXAMPLES OF ESSENTIAL FUNCTIONS:
 Plans, schedules, supervises, and participates in road maintenance, repair, and construction activities, including asphalt paving, grading, patching, striping, storm drain maintenance and repair, and related tasks.
 Monitors and inspects work to ensure compliance with local, state, and federal regulations, standards, and safety protocols.
 Supervises, trains, and evaluates assigned personnel, providing guidance and disciplinary action as needed.
 Coordinates and oversees the operation of equipment such as graders, loaders, backhoes, vac truck, and paving machines.
 Assists in preparing and monitoring the division budget, cost estimates, and procurement of supplies, materials, and equipment.
 Develops and implements safety programs and training for road maintenance personnel.  Responds to public inquiries, investigates complaints regarding road conditions, and recommends corrective actions.
 Prepares reports, maintains records, and assists in long-term planning for road maintenance and infrastructure improvements.
 Responds to emergency road conditions, such as flooding, landslides, and storm damage, including working outside regular hours as needed.  Assist in locating utility lines.
 Implement plans and coordinate with all other City Departments.  Other duties as assigned.
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Road Maintenance Supervisor (Continued)
2 QUALIFICATIONS:

Knowledge of: Principles, practices, and techniques of road maintenance, repair, and construction, and drainage maintenance and repair; Operation, maintenance, and safety procedures for roadwork equipment and tools; Traffic control procedures and regulations related to work zones; Federal, state, and local laws and regulations pertaining to road construction and maintenance; Principles of supervision, training, and performance evaluation; Workplace safety and accident prevention strategies; Budgeting and cost control techniques related to road maintenance operations; Flood fight procedures; Hazardous materials and codes pertaining to chemical applications; Principals of the incident command system.

Ability to: Supervise, train, and evaluate the performance of assigned personnel; Plan, coordinate, and oversee road maintenance and construction projects; Operate heavy equipment safely and effectively when needed; Read and interpret engineering plans, specifications, and technical documents; Respond effectively to emergency situations and work flexible hours as required; Communicate effectively, both orally and in writing; Establish and maintain cooperative working relationships with staff, contractors, government agencies, and the public; Operate computer to enter and retrieve information in designated software, such as the Computerized Maintenance Management System (CMMS) to receive and send emails and complete forms and reports; Understand and follow complex written and oral instructions; Be available to be on-call during non-operating hours.

EDUCATION AND EXPERIENCE:

Education: High school diploma or equivalent required. Coursework or certifications in public works management, construction technology, or a related field is desirable.

Experience: Five (5) years of experience in road maintenance, construction, or a related field, including at least two (2) years in a supervisory or lead role.

LICENSES AND CERTIFICATIONS:

Possession of a valid Class A California Commercial Driver’s License (CDL) or the ability to obtain one within six (6) months of hire. OSHA 30-Hour Safety Certification or the ability to obtain within one (1) year of hire. Certification in traffic control and flagging operations preferred.

WORKING CONDITIONS:

Work is primarily performed outdoors in varying weather conditions. May be required to work extended hours, including evenings, weekends, and holidays, especially during emergency responses. Exposure to hazards such as heavy machinery, traffic, dust, noise, and hazardous materials. May be subject to 24-hour response by phone and in person in the event of utility emergencies and citywide emergency response events.

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; 339

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3 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 50 pounds such as files, manuals, or small tools and equipment for distances up to 50 feet.

ENVIRONMENTAL ELEMENTS:

Employees partially work in an office environment with moderate noise levels, controlled temperature conditions and no direct exposure to hazardous physical substances; and partially work 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.

Adopted: 4/30/2025
Revised:

Maintenance Update:

Title Change:

Job Category: Administrators/Managers
Bargaining Unit: Management
At-Will:  Yes  No
Form 700:  Yes  No
FLSA Status:  Non-Exempt  Exempt
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POLICE SERVICES COORDINATOR
DEFINITION: The Police Services Coordinator performs a variety of specialized field and office non-sworn duties including, but not limited to, coordinating, scheduling and organizing community and youth outreach events, crime prevention programs, the Volunteer In Policing program, neighborhood watch programs, facilitating police involvement in other community organization events and activities and coordination of police staff for other special events.

SUPERVISION RECEIVED AND EXERCISED: Receives general direction and supervision from the Division Manager. May provide technical and functional supervision over less experienced non-sworn staff, extra help staff and volunteers.

CLASS CHARACTERISTICS: This is a single, civilian position within the Community Outreach & Support Division that performs challenging and complex public contact work in support of City and Police Department special community service and engagement programs.

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.
 Performs a wide variety of advanced level non-sworn technical and administrative law enforcement duties in support of Police Department operations and services.  Assists in the coordination and evaluation of volunteer programs and activities.  Responsible for the recruiting, selecting, training, assigning, evaluating, and coordination of volunteers.
 Assists in development, implementation, and coordination of the volunteer recognition and employee recognition programs.
 Maintains schedules, files and records for volunteers.  Assists in researching existing services in the community, prioritizing needs, and developing modifications to or new focus areas for the volunteer program.  Plans, develops, coordinates and presents specialized educational programs on select subjects to elementary, secondary and college age students, neighborhood groups/committees and other private and public agencies.  Meets or confers on the telephone with general public, provides information and referrals in non-hazardous situations, gathers relevant police information on non-criminal activity and conducts support/administrative work as necessary.
 Provides training to others related to area(s) of assignment.  Complies with state and local laws and follows department rules, regulations, and procedures.
 Assists sworn and higher level staff with assigned special projects.  Works with the community, Police Department and other City departments to coordinate parades, assemblages, and other events.
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2  Assists in screening event applicants and coordinating Police Department response.May assist with processing permit applications and preparing permits for approval.  Develops action plans and advises residents on possible solutions to neighborhood problems.
 Consults with teachers, parents and representatives of organizations and other agencies regarding the curriculum content and implementation of drug abuse programs in the school district.
 Trains volunteers on community resources available for assistance and assists with the delivery of services from those resources to the neighborhood.  Assists with creating social media posts and collaborates in the ongoing development of social media strategy for the police department.
 Assist in monitoring and maintaining social media messaging and appropriate responsiveness to community comments to help maintain and strengthen organizational reputation.
 Prepares data and reports on assigned area(s) and programs.  Prepares, reviews, and maintains a wide variety of reports and records, and periodic progress reports.

Qualifications:

Knowledge of: Basic law enforcement theory, principles, and practices and their application to a whole variety of services and programs; standard law enforcement information, communications, and record keeping terminology; law enforcement record keeping and records management principles, procedures, techniques and equipment; principles and practices of volunteer service; principles and practices of volunteer program planning, implementation, and administration; principles and practices of educational and community relations program development, including curriculum planning and program monitoring; proper English usage, spelling, grammar and punctuation; research and report writing techniques; customer service principles and practices; pertinent federal, state, and local laws, codes, and regulations and department rules, policies, and procedures; modern office procedures, methods, and related computer equipment including specialized police systems; basic principles and practices of supervision and training.

Skill in: Understanding the organization, operation, and services of the City, the Police Department and of outside agencies as necessary to assume assigned responsibilities; understanding, interpreting, and applying general administrative and department policies and procedures as well as pertinent federal, state, and local laws, codes and regulations; planning, organizing, and coordinating volunteer services programs; interviewing, selecting, and placing volunteers according to program needs, previous experience, interest, skills, and time availability to provide useful service; planning, organizing, scheduling, evaluating, directing and reviewing the work of others; anticipating, scheduling and coordinating vehicle maintenance, equipment, operations and service needs; engaging tactfully and courteously with the public and law enforcement personnel; demonstrating a high ability to interact with the public courteously, with patience and a positive attitude; mediating and facilitating group/neighborhood discussion with individuals from all socio-economic levels and cultures; developing, implementing, presenting, and coordinating special programs and services related to community and neighborhood 342

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3 improvement; preparing memos, letters, reports and correspondence of program activities; communicating effectively, both orally and in writing; operating and using modern office equipment, including a computer and various software; operating specialized automated law enforcement information and communication systems including public safety computer systems to access and maintain data; researching and maintain records, logs, and files; exercising good judgment in maintaining critical and sensitive information, records, and reports; working with outside vendors in the coordination of equipment and vehicle maintenance programs.

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 sixty (60) college semester units including course work in criminal justice, business administration, public policy, public administration or related field.supplemented by college-level coursework in criminal justice or related field. An Associate’s degree is highly desirable.

Experience: Two (2) years of full-time experience in a private or public agency in the area of general administration, program promotion, or high level clerical. An additional two (2) years of experience as described above may be substituted for each thirty (30) units of the educational requirement. A Bachelor's Degree in criminal justice, business administration, public policy, public administration or related field may be substituted for the entire experience requirement.

Three (3) years of full-time, increasingly responsible administrative and/or program management experience in a private or public agency. Experience in law enforcement or criminal justice or direct community-engagement/community-building work preferred.

LICENSES AND CERTIFICATES: Possession and maintenance of a valid California driver’s license.

WORKING CONDITIONS: Prior to assignment at the Police Department, an employee must successfully pass a background investigation. The background investigation is required on all civilian Police Department personnel who will have access to the California Law Enforcement Telecommunications System (CLETS) equipment and Criminal Offender Records Information (CORI). Must be willing to work rotating shifts, weekends, holidays and attend off-hour meetings as needed. May be required to travel to attend a variety of meetings.

PHYSICAL DEMANDS: Must possess 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; and 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 reports and records that typically weigh less than 20 pounds. 343

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Police Services Coordinator (Continued)
4 ENVIRONMENTAL ELEMENTS: Employees work in an office and field environment in support of law enforcement 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: 09/23/2015
Revised:

Maintenance Update: 12/09/2020
Title Change:

Job Category: Paraprofessional
Bargaining Unit: West Sacramento Police Officer’s Association Employee Group: N/A
At-Will:  Yes  No
Form 700:  Yes  No
FLSA Status:  Non-Exempt  Exempt
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CITY COUNCIL AGENDA REPORT
MEETING DATE: April 30, 2025 ITEM # 14
SUBJECT:

CONSIDERATION OF APPROVAL OF PURCHASE, SALE AND DEVELOPMENT

AGREEMENT WITH RAM COR DEV LLC FOR DEVELOPMENT AND USE OF THE CLUB

PHEASANT PROPERTY
INITIATED OR REQUESTED BY: REPORT COORDINATED OR PREPARED BY:
[ ] Council [X] Staff
[ ] Other
Traci Michel, Director
Economic Development & Housing Department
ATTACHMENT [X] Yes [ ] No [ ] Information [ ] Direction [X] Action

OBJECTIVE
The objective of this report is to provide the City Council with sufficient information to consider approval of a Purchase, Sale and Development Agreement with Ram Cor Dev LLC for development and use of the Club Pheasant property.

RECOMMENDED ACTION
Staff respectfully recommends that the City Council:

1. Find that the proposed project included in the Purchase, Sale and Development Agreement is exempt from California Environmental Quality Act (CEQA) analysis under the Class 32 (Infill Development Projects) Categorical Exemption, under California Code of Regulations, Title 14, Division 6, Chapter 3, Section 15332 and that the Exemption reflects the independent judgment of the City as lead agency under CEQA; and

2. Authorize the City Manager or his designee to execute a Purchase, Sale and Development Agreement with Ram Cor Dev LLC for development and use of the Club Pheasant property consistent with the business terms presented in this report.

BACKGROUND
In June 2022, the Palamidessi Family announced that after 87 years of operating Club Pheasant at 2525 Jefferson Boulevard (the “Property”), they had made the difficult decision to close the restaurant, retire, and sell the Property. To prevent complete demolition of the building and likely redevelopment for less desirable but permitted uses like fast food, the City explored the possibility of acquiring the Property through the assignment of a purchase contract from Ridge Capital to the City. On November 16, 2022, the City Council approved Resolution 22-138 granting authority to City staff to move forward with purchase of the Property. Acquisition of the Property by the City provided the unique opportunity to explore the improvement and reuse of the building and Property for community-oriented uses, and preserve the legacy of the Property as a West Sacramento landmark.

Escrow closed and the City took ownership of the Property on December 20, 2022, and shortly thereafter, City staff began completing all Surplus Land Act noticing and reporting procedures. After securing Turton Commercial Real Estate (TCRE) to assist with marketing, screening and ultimately negotiating a purchase and sale agreement for the Property, TCRE issued a Request for Proposals (RFP) in January 2024, to solicit offers and development concepts that included unique local and destination operators, full-service restaurants and preservation of the Property’s legacy as a West Sacramento Landmark through its design and proposed uses.

On March 29, 2024, two purchase proposals were received.

The first proposal was an all-cash offer for the property in as-is condition, with a 60-day closing period. This offer was received from a broker and no information on the development team or development concepts for the property was provided. Because of this, the proposal was not deemed responsive. The second proposal received was from Ram Cor Dev LLC, a partnership consisting of a local team of experienced developers and brokers. Their proposal included redevelopment of the property to build on its historic contributions to West Sacramento as a community gathering place and destination for locals and visitors. The proposal included multiple retail buildings to accommodate 19,900 sf of indoor space, as well as over 10,500 sf of outdoor space to accommodate dining, gatherings and other programming.

In May 2024, Council directed staff to select the Ram Cor Dev LLC proposal and enter into an Exclusive Negotiation Agreement to negotiate price and terms for the disposition and use of the Property. Since then, City 345
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staff, TCRE and the Ram Cor Dev LLC team have been completing due diligence work, refining project designs and tenant mix.

Additionally, at the City Council’s Strategic Planning session held on February 6 and 7, 2025, staff provided an update on the project and Council provided input on design, tenant mix and basic deal terms. Given the project’s significance to the community and the strong mix of anticipated tenants, Council directed staff to secure a dedicated storefront space that could be made available for local small business use. Although still in the early design stages, the storefront space could be made available as a pop-up or more permanent venue for local start-up businesses as a result of a competitive process. This could be similar to programs offered in other cities such as the Downtown Sacramento Partnership’s “Calling All Dreamers” or the City of Elk Grove’s “Pitch Elk Grove” programs that offer unique financial incentives, training and mentorships to local entrepreneurs for a specified period of time.

ANALYSIS
Over the past 11 months, the City and the development team have worked to negotiate the terms of a Purchase, Sale and Development Agreement, as well as refine the project concept and design based on additional Council input and site investigation work. The proposed project concept builds on the site’s historic contributions to West Sacramento as a community gathering place and destination for locals and visitors by offering multiple new and exciting dining options and programmable outdoor space. Attachment 1 includes a project description and conceptual site design.

A summary of the major business terms is included below:

Club Pheasant Purchase, Sale and Development Agreement (PSDA) Major Business Terms
Project Item Description
Development Team Ram Cor Development, LLC: Dan Ramos, Henry de Vere White, Simon de Vere White, and Mark Cordano.

Offer/Purchase Price $1.5 million – This is the updated appraised value based on City use restrictions City Contributions
City contribution in the form of fee credits offered to account for site constraints such as well abandonment and municipal water connections NTE 1.9% of total verified project costs.

Deposit Initial deposit of $25,000 (Non-refundable in the event of development team default or breach of Agreement).

Contingencies Approval of Project entitlements, building permits, Zoning Administrator variance on parking spaces, if needed.

Feasibility Period
90 days from signing a PSDA, with three 30-day options to extend with an additional deposit of $25,000, which shall be applied to Purchase Price (Non-refundable in the event of development team default or breach of Agreement).

Additional Deposit $75,000 upon Feasibility Period completion, which shall be applied to Purchase Price.

Financial Capability Project’s equity capital partners include Oak Capital Partners, and Preferred Capital Advisors (vetted and endorsed by TCRE).

Development Concept
 Partial preservation of existing Club Pheasant building features and design elements to offer three distinct buildings for multiple new restaurants.  19,900 square feet of indoor space, currently envisioned to support 7 new restaurants, and 10,500 square feet of outdoor patio/programmable space.  Second story space to accommodate spa, office, or other complimentary uses.  Improved access and parking design to accommodate on-site programming and safety features.
 Design elements that honor significant features of the original Club Pheasant building, including original building footprint, signature wall, signage, and architectural elements.

Tenant Mix
Commitments from multiple tenants, thus far including:
 Temple Coffee Roasters: A local coffee shop known for its commitment to quality and craft. The space is modern, minimal, and often filled with people working, meeting, or just enjoying a carefully made cup of coffee. 346
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Club Pheasant Purchase, Sale and Development Agreement (PSDA) Major Business Terms
Project Item Description
 Jack’s Urban Eats: A fast-casual restaurant that lets you build your own plate with a variety of fresh, flavorful options. Jack’s is a go-to spot for a quick lunch or dinner with family and friends.
 Italian Bistro: A neighborhood Italian eatery offering wood-fired pizzas, handmade pastas, and seasonal dishes. The space is open and inviting, combining modern design with a strong sense of community and family.  Club Pheasant Bar: A new bar concept rooted in West Sacramento history.

Created in partnership with a long-standing local family, it blends elements of the original neighborhood favorite with a refreshed space and focus on craft drinks and celebrating local family history.
 City’s Storefront Space: Commitment to support local business launching a new venture or bringing their business to a West Sac storefront for the first time. This component of the project will offer a unique opportunity for local businesses and the community.
 Discussions are also underway with additional, well-known restaurant tenants in the region.

Use Restrictions
 Property must be used for public commercial business purposes  Deed restriction recorded against the property prohibiting liquor stores, convenience markets, firearms, fueling stations, or any other uses inconsistent with City plans.

City Storefront Space
City to master lease 1,200-sf space to support local businesses. Lease terms include:
 Market rate rent structure averaging ~$95,000/year
 Initial 10-year lease term, with two 5-year renewal options  Landlord to complete basic building shell, HVAC, restroom and grease trap improvements to support future restaurant/ retail uses
 City to sublease space to local business – Selection process/lease terms TBD  Design, use, and operation restrictions to apply
 Ram Cor Dev LLC to have approval rights of tenant selection(s) City Buy Back In the event of a default, City has rights to buy back the property at cost, in addition to reimbursement of development team costs NTE $100,000.

Construction Schedule Within 24 months of construction start date.

Estimated Project Benefits to the City
Redevelopment of the Club Pheasant property as proposed by the development team will provide significant and ongoing benefits to the City, including:
 New and Expanded Dining Options for Residents and Visitors – the proposed project replaces one former restaurant with new buildings that can accommodate seven or more new restaurants, including ample outdoor dining space.
 Elevated Restaurant Market for the City – The caliber of restaurants currently planned for the project are some of the strongest in the region. This will not only improve market visibility for West Sacramento but is also likely to drive additional foot traffic to adjacent businesses, including those in the Southport Town Center and Westbridge Plaza, and serve as an opportunity to encourage further additional new business investments.
 New Employment Opportunities – The proposed project will provide significant new employment opportunities for residents of all ages and backgrounds, including 200 positions needed to operate the businesses, including, culinary, customer service, management, janitorial, property maintenance, and marketing.  Unique Programming and Gathering Space – In addition to a series of connecting patios, the proposed project includes a multi-purpose programmable space within a section of the surface parking lot. This area has been 347
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designed, and offers enhanced materials, to support scheduled closures for events, such as outdoor markets, craft/art fairs, and concerts.
 City Storefront Space – The Council’s request to have a dedicated storefront space managed by the City will create a new business incubator site to help local entrepreneurs bring their unique business concepts into storefronts.
 Maintaining Club Pheasant’s Historical Significance – The proposed project design has thoughtfully incorporated some of the original building’s most iconic features, while also creating dynamic and modern gathering opportunities. With an agrarian design that nods to West Sacramento’s agricultural roots, the project design blends old and new in a seamless, timeless way. The original building will remain the focal point—rebuilt and honored like a farmhouse surrounded by thoughtfully designed additions, each one telling a new chapter of the story. Whether residents are hosting a party or meeting in one of the restaurants’ interior spaces, sitting on the patio listening to live music, or shopping at a local craft fair, the property will remain a prominent location for community connections.
 Fiscal Benefits – The proposed project will provide significant and ongoing fiscal benefits to the City.

Preliminary estimates of the Project’s fiscal benefits to the City include: property tax from the newly assessed value (current assessed value is $0), sales tax revenues from on-site operations, lease payments to the City to recover a portion of the storefront space, and increased sales tax revenues anticipated to be generated from surrounding businesses as a result of increased visibility and foot traffic from the Club Pheasant property. City costs and estimated revenues over the next ten years are included in the table below. In summary, the total anticipated revenue to the City over the first ten years of project operations is ~$7.3 million.

When considering City costs for property acquisition, marketing, maintenance and storefront expenses, the City will not only recover its initial investment within the first few years of project operations, but it is estimated that the City will receive an additional ~$3 million in net revenue by year 10.

Club Pheasant Financial Analysis
One-Time
Costs
Annual
Amount
10-Year
Amount
Project Costs
City Purchase Price: $3,300,000 $3,300,000
City Property Maintenance (2.5 years) $120,000 $120,000 Property Marketing/Negotiations $100,000 $100,000
City Storefront Master Lease: $100,000 $95,000 $950,000 Subtotal $3,620,000 $95,000 $4,470,000
Project Revenues1
Sale of Property $1,500,000 $1,500,000
Storefront Lease Revenue (Avg)2 $65,000 $650,000
Property/Sales Tax Measures:

Property Tax (General Fund) $72,000 $720,000
Sales Tax:

Measure O- 1% $140,000 $1,400,000
Measure N – 0.25% $35,000 $350,000
Measure E – 0.25% $35,000 $350,000
Measure V – 0.25% $35,000 $175,000
Measure K – 0.25% $35,000 $350,000
Local share of CA State Sales Tax-1% $183,000 $1,830,000 Subtotal $1,500,000 $600,000 $7,325,000
TOTAL $(2,120,000) $505,000 $2,855,000
1Not including increased sales tax revenue anticipated to be generated by nearby businesses as a result of project 2Assumes City will recover a portion of lease costs over time Environmental Considerations
The proposed project included in the Purchase, Sale and Development Agreement is exempt from California Environmental Quality Act (CEQA) analysis under the Class 32 (Infill Development Projects) Categorical Exemption, under California Code of Regulations, Title 14, Division 6, Chapter 3, Section 15332. The project is consistent with the applicable general plan and zoning designations and regulations; the proposed development occurs within city limits on a project site of no more than five acres and is substantially surrounded by urban uses; the project would not result in any significant effects relating to traffic, noise, air quality, or water quality (no roadway or transportation system changes beyond site ingress/egress, no new source of noise or air pollutant 348
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emissions, and no changes in site drainage that cannot be addressed through best management practices to prevent erosion and construction pollutants from contacting stormwater); and the site can be adequately served by all required utilities and public services. A Notice of Exemption is included as Attachment 2.

Commission Recommendation
Not applicable due to confidential real estate negotiations.

Strategic Plan Integration
The recommended action is consistent with the City Council’s Strategic Plan goal for “West Sacramento:

Preferred place to live, work, learn and play,” and 2023 Management Strategic Priority of Club Pheasant Development. The recommended action further supports the City‘s mission statement: “to provide Quality Municipal Services, Quality City Infrastructure and Facilities, and to Inspire Community Improvements that add value to the lives of our residents.”
Alternatives
In addition to the recommended action, the primary alternatives include:

1. Elect to not approve the proposed Purchase, Sale and Development Agreement with Ram Cor Dev LLC for redevelopment of the Club Pheasant property;

2. Propose modifications to the terms included in the Agreement; or

3. Postpone consideration of the Agreement until a later date.

These alternatives are not considered as the proposed project meets the City’s primary objectives for redeveloping the site, incorporates previous Council feedback and provides significant community and financial benefits. Additionally, delaying the project poses some risk of experiencing increased construction costs and lending rates, as well as shifts in the hospitality/retail industry.

Coordination and Review
This report has been coordinated with the Capital Projects Department, Community Development Department, City Manager’s Office and the City Attorney.

Budget/Cost Impact
There are no budget actions required at this time. The City will receive all required deposits by the development team, as well as the balance of the purchase funds at Close of Escrow. City staff will continue to develop the storefront space program details and return to Council at a later date for input and direction on budget considerations.

ATTACHMENTS

1. Project Description and Conceptual Site Design

2. Notice of Exemption
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Attachment 1
Project Description
Honoring the Past, Embracing the Future – The Revival of The Pheasant Club Holding on to who we were—while embracing who we’ve become. “If these walls could talk…” It’s a well-known phrase but at the redeveloped Club Pheasant property (Property), they will talk - echoing with the stories of the generations who gathered at the site for nearly 90 years. This landmark was the heartbeat of West Sacramento, the setting for weddings, birthdays, anniversaries, and wakes. Redevelopment of the Property will breathe new life into this cherished space - welcoming the stories of today while honoring the memories of yesterday.

Club Pheasant has always held a certain magic. Through purpose-driven design and a deep respect for its history, the development team proposes to preserve that spirit while reimagining its role for the future.

With an agrarian design that nods to West Sacramento’s agricultural roots, the project will blend old and new in a seamless, timeless way. The original building will remain the focal point—rebuilt and honored like a farmhouse surrounded by thoughtfully designed additions, each one telling a new chapter of the story.

This new look will illuminate the corner of Jefferson and Washington, drawing people in—whether they’re driving home, biking to the ballpark, or walking from the neighborhood. Club Pheasant will once again be a welcoming destination for the entire community.

The new development will be more than just a collection of businesses—it will be a true gathering place.

A destination for casual family dinners, date nights, morning coffees, and impromptu celebrations.

Walkable pathways will weave through the site with a garden-like feel, connecting each venue with care and intention. Thoughtfully designed seating nooks and community gathering spaces - anchored by a central fire pit—will invite conversation and connection. Even the front parking area is envisioned as a flexible space, ready to host craft fairs, live music, and local business pop-ups. This is a space designed to be connected, intentional, and deeply welcoming.

Imagine grabbing a coffee at Temple Coffee, running into a neighbor at Jack’s Urban Eats and delaying your to-go order for a quick beer and catch-up at a taproom, or coming down on a much-needed date night for a great meal at a neighborhood Italian eatery offering wood-fired pizzas, handmade pastas, and seasonal dishes. These experiences can be topped off with an amazing cocktail at the revived Club Pheasant Bar, operated by the Irish Hospitality Group - known for de Vere’s Irish Pub, The Snug, Ro Sham Beaux, and The Butterscotch Den.

The Club Pheasant Bar will be a slightly elevated experience, capturing the essence of the Palamidessi family’s hospitality while evolving to meet the expectations of today’s patrons. The concept aims to preserve the Property’s reputation as the community’s second home—warm, authentic, and inviting, while ensuring it thrives for decades to come. The development team looks forward to working closely with the Palamidessi family, local community members, and former patrons to ensure the legacy is told accurately and respectfully. Their stories will shape what comes next.

The development team is currently in talks with more operators eager to be part of this story. From Greek to burgers, Asian-inspired cuisine to community-driven concepts, the lineup is taking shape. Multiple Letters of Intent have been received from locally and regionally owned businesses that align with our vision—authentic, independent, and rooted in the community. There will be ample parking, but not a drivethru in sight.

The Club Pheasant revival will generate a surge of new energy and opportunity for West Sacramento.

Hundreds of jobs will be created - from design and construction to the 200+ employees needed to operate the venues. The impact will ripple outward—experienced operators will draw patrons through name recognition, marketing, and the magnetic pull of a revitalized gathering place. The development team’s goal is to turn once-a-week visitors into twice-a-week regulars, to spark curiosity from surrounding neighborhoods and trade areas, and to create momentum that lifts all nearby businesses. A rising tide lifts all ships—and we believe this project will do just that.

Club Pheasant is more than a redevelopment - it’s a promise to honor where we’ve been while building a future that invites everyone to be part of the story. The Project consists of infill commercial redevelopment of approximately 21,500 square feet of newly constructed space for retail and other commercial service 350
uses. The ground floor will be devoted to retail tenants spread across approximately 19,500 square feet with the remaining 2,000 square provided on the second story of the rebuilt Club Pheasant building which is contemplated to host complementary commercial services. The Project site will include abundant patio space for the retail tenants in addition to substantial common area space that will provide attractive landscaping, gathering places, and other aesthetic elements to foster the spirit of community which has been the hallmark of the Club Pheasant for nearly 90 years. 351

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Statutory Exemptions. State code number:

_______________________________________________
Print Form
Notice of Exemption Appendix E
To: Office of Planning and Research From: (Public Agency): ____________________________ P.O. Box 3044, Room 113 _______________________________________________ Sacramento, CA 95812-3044 County Clerk
(Address)
___________________________
___________________________
County of: __________________
Project Title: ____________________________________________________________________________ Project Applicant: ________________________________________________________________________ Project Location - Specific:

Project Location - City: ______________________ Project Location - County:

Description of Nature, Purpose and Beneficiaries of Project:
_____________________
Name of Public Agency Approving Project: _____________________________________________________ Name of Person or Agency Carrying Out Project: ________________________________________________ Exempt Status: (check one):

Ministerial (Sec. 21080(b)(1); 15268);
Declared Emergency (Sec. 21080(b)(3); 15269(a));
Emergency Project (Sec. 21080(b)(4); 15269(b)(c));
Reasons why project is exempt:

Lead Agency
Contact Person: ____________________________ Area Code/Telephone/Extension: _______________ If filed by applicant:

1. Attach certified document of exemption finding.

2. Has a Notice of Exemption been filed by the public agency approving the project? Yes No Signature: ____________________________ Date:

Signed by Lead Agency Signed by Applicant
Authority cited: Sections 15332 Public Resources Code. Date Received for filing at OPR:

Reference: Sections 15332, Public Resources Code.
_______________
Categorical Exemption. State type and section number: ____________________________________ ______________________________________________
______________ Title: _______________________
360 Revised 2011

CITY COUNCIL AGENDA REPORT
MEETING DATE: April 30, 2025 ITEM # 15
SUBJECT:

PUBLIC HEARING REGARDING PROPOSED LIBERTY SPECIFIC PLAN AND RELATED

LAND USE APPROVALS
INITIATED OR REQUESTED BY: REPORT COORDINATED OR PREPARED BY:

Justin Hardy, Senior Planner
Community Development Department
[ ] Commission [X] Staff
[ ] Other
ATTACHMENT [X] Yes [ ] No [ ] Information [ ] Direction [X] Action

OBJECTIVE
The purpose of tonight’s hearing is to present to the City Council and the public with information about the proposed Liberty Specific Plan Project (LSP) and associated land use approvals; provide an opportunity for the Council and the public to ask questions about the project; and to deliberate and take action on the LSP and associated land use approvals.

RECOMMENDED ACTIONS
Staff respectfully recommends that the City Council:

1. Conduct the public hearing;

2. Find that the Liberty Specific Plan, the proposed amendments to the General Plan, Zoning Code, and the Southport Framework Plan for the Liberty Project, and the Liberty Development Agreement, are consistent with the California Environmental Quality Act (CEQA) based on the Environmental Impact Report (EIR) prepared for the Project and certified and adopted on January 30, 2025 (SCL No. 2016052012);

3. Conduct the first reading of Ordinance 25-2 (Attachment 5), by title and number only, adopting the Liberty Specific Plan with revisions proposed by the Applicant in January 2025/Incorporated Settlement Agreement Terms (Attachment 6);

4. Conduct the first reading of Ordinance 25-3 (Attachment 6), by title and number only, amending the Zoning Code, Zoning Map, and Southport Framework Plan;

5. Adopt Resolution 25-18 (Attachment 7) amending the General Plan 2035; and

6. Conduct the first reading of Ordinance 25-4 (Attachment 9), by title and number only, approving a Development Agreement.

BACKGROUND
After West Sacramento was incorporated in 1987, the City adopted its first General Plan in 1990. As required by State Law, the 1990 General Plan identified broadly-defined land use designations for the entire city, as well as the general locations for arterial roadways, parks, and pedestrian corridors. Under the 1990 General Plan, the primary land use designations for the Southport area were Planned Residential (PR) and Agricultural (AG).

Development within the PR designation was intended to occur through adopted master development plans encompassing a minimum of 200 acres. The City subsequently received several applications requesting land development entitlements within Southport. The City soon realized that a more focused planning effort in Southport would ensure a cohesive, integrated, and well-planned Southport community. The result of that effort was the Southport Framework Plan, which was adopted in 1995. The Framework Plan refined the General Plan by establishing an overall vision and creating more detailed policy guidance for Southport. This included dividing Southport into four distinct quadrants, or villages (Northwest Village, Northeast Village, Southeast Village, and Southwest Village), each intended to have its own character, lifestyle, and predominant architectural theme. For each village, the City adopted a land use map showing conceptual alignments for major roadways and more detailed specifications of permitted uses (using the land use designations from the 1990 General Plan). When the City adopted an updated General Plan in 2016, it essentially replicated the land use designations shown in the Framework Plan for as-yet-undeveloped areas of Southport. In doing so, much of the land use regulatory intent of the Framework Plan shifted to the citywide General Plan.

California State Planning Law establishes specific plans to provide a greater level of specificity than a community-wide general plan for planning areas of special interest or value to a city or county. They are tools to implement general plans that can be initiated and prepared either by local government planning agencies or by private interests. The City Council has the authority to adopt specific plans based on recommendations by the Planning Commission.
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The LSP, which is the only privately initiated specific plan in the city, was developed by and is being proposed by the landowner, the Paik Family Trust ("Applicant”), as the approach to developing approximately 342 acres in the Northeast Village of Southport. The Liberty Project is one of three large projects proposed in the larger Southport area. The other two projects, Yarbrough (713 acres) and River Park (434 acres), are located in the Southwest and Southeast Villages, respectively. As shown in Attachment 1, the Liberty site is generally bounded on the east by the Sacramento River setback levee; on the south by Davis Road; on the west by the Clarksburg Branch Line Trail; and on the north (from east to west) by Linden Road, Bastone Estates, the Linden Acres community, the Linden South subdivision, and the Parlin Ranch residential development.

Once adopted, specific plans become part of the local government’s planning framework. Accordingly, the City of West Sacramento has regulatory authority over the implementation of the LSP, including ensuring that development is consistent with it. In exercising this authority, the City would account for the interests of the community stakeholders, including current and future residents of the area. A variety of private sector stakeholders would also play key roles in implementing the vision of the LSP, ranging from the original landowner/applicant to an assortment of successors in interest. See detailed description of the LSP below under “Draft Liberty Specific Plan (LSP).”
To clearly establish the Applicant’s development rights, as well as responsibilities associated with development of the property, the City has collaborated with the Applicant to prepare a Development Agreement (DA). In addition to detailing the development rights the Applicant will receive, the DA describes the public facilities and services the Applicant will construct or contribute to the construction of, as well as other financial contributions the Applicant will provide. The City Council has the authority to approve development agreements, with Planning Commission recommendations. See detailed description below under “Development Agreement.” On January 30, 2025, the Planning Commission conducted a public hearing on the Liberty project. At the conclusion of the meeting the Planning Commission voted to approve the Liberty Environmental Impact Report (EIR), Final EIR, Findings of Fact and Statement of Overriding Considerations, mitigation monitoring and reporting plan and vesting subdivision tentative map (VTSM). The motion also included a recommendation (Resolution 25-2PC) to the City Council for the following:
 Adoption of the Liberty Specific Plan (Ordinance 25-2).  Amending the zoning code/zoning map and the Southport Framework Plan (Ordinance 25-3).  Amending the General Plan 2035 (Resolution 25-18).
 Adoption of a Development Agreement (Ordinance 25-4).

Two of the actions that the Planning Commission took at its January 30, 2025, hearing were subject to appeal to the City Council: Certification of the EIR (Resolution 25-1PC) and approval of the VTSM (25-3PC). The Planning Commission’s approval of recommendations to the City Council (Resolution 25-2PC) was not appealable because final approval authority for the covered actions already rests with the City Council.

On February 4, 2025, the City Clerk received an appeal of the Commission’s actions from Kimber Goddard, a resident of West Sacramento. Mr. Goddard’s appeal covered “each and every appealable act, action and decision pertaining thereto.” On February 6, 2025, the City Clerk received an appeal from Matthew Keasling of Taylor, Wiley & Keasling, representing Mark Gill, a resident of the Parella Estates neighborhood in Southport. It was an appeal of the Commission’s “decision to certify the Liberty Project's Environmental Impact Report ("EIR") and approve the Liberty Project's tentative subdivision map.” On March 4, 2025, Mr. Keasling withdrew his appeal based on an agreement by the Applicant to make certain changes to the Draft LSP, as recommended by the Planning Commission on January 30, 2025; those agreed-upon changes are described below under “Applicant-Proposed Revisions to the Draft LSP.” On March 5, 2025, the City Council held a duly noticed public hearing to consider the appeals. Following deliberation, the Council voted to uphold the Planning Commission’s decision, thereby denying the appeal submitted by Mr. Goddard.

ANALYSIS
Draft Liberty Specific Plan (LSP)
Specific Plan Content
To comply with State Law, specific plans must include the following: a land use map or diagram; a description of the infrastructure necessary to serve the proposed land uses; development standards; an explanation of how land use regulations, development standards, and infrastructure improvements will be implemented 362
Liberty Specific Plan City Council Public Hearing Agenda Report April 30, 2025

(including financing measures); and an explanation of the relationship of the specific plan to the applicable general plan. The Draft LSP (Attachment 3) addresses all these requirements with a combination of detailed narrative, maps, tables, and charts. This content is organized into the following 14 sections or chapters:

1. Introduction

2. Planning Goals, Objectives, and Policies

3. Livable and Healthy Community Program

4. Existing Conditions

5. Land Use Framework and Plan

6. Mobility Plan

7. Utility Plan

8. Development Financing and Phasing

9. Development Standards

10. Landscape Design Standards

11. Architectural Design Standards

12. Community Safety Design Standards

13. Administration and Implementation

14. Definitions
The Applicant and City Staff have collaborated to ensure that the content included in these sections not only addresses the requirements of State Law, but does so in a fashion that will facilitate ongoing implementation of the LSP. This includes ensuring that information is presented in a fashion that enables objective interpretation by the City Council, Planning Commission, City staff, and other stakeholders, including existing and future residents and prospective development interests.

Specific Plan Land Use and Development Entitlements
The LSP Land Use Plan would support the development of a primarily residential community consisting of 1,503 single-family detached, single-family attached, and multi-family residences. The project would also include supportive uses such as a centrally located recreation area called “The Commons” that would contain private recreational amenities and a small neighborhood commercial site permitting with up to 10,000 square feet of retail and service uses. Finally, the Specific Plan calls for an integrated network of parks and open spaces, including a community park, several neighborhood and pocket parks, and greenbelts.

Specific Plan Development and Design Standards
As noted above, an essential feature of the LSP is the establishment of clear and objective standards for development and design. These standards range from the broad land use designations in the Plan’s Land Use Plan (Section 5) to the detailed specification of development standards for each type of development (Section 9). The Plan’s design standards address important commitments to ensure high quality design for landscape and streetscape features (Section 10), as well as the architectural design of residential and non-residential structures (Section 11). The architectural vision for Liberty is inspired by the historical character of the region and calls for emphasis on farmhouse interpretive and contemporary cottage design aesthetics. A unifying theme throughout the landscape and architectural design standards is a commitment to community safety, as reflected in principles of crime prevention through environmental design (CPTED).

Specific Plan Adoption
State Law stipulates that specific plans may be adopted either by resolution or by ordinance, with the caveat that provisions of specific plans that establish the zoning for the specific plan area must be adopted by ordinance. Because the land use, development, and design standards in the LSP would effectively operate as the zoning for the area covered by the LSP, it would be adopted by ordinance. State Law further requires that specific plans be subject to public hearings by both the local planning commission and the legislative body, after which the specific plan must be adopted by the legislative body to be in effect. In the case of the LSP, the West Sacramento Planning Commission conducted a public hearing in advance of formulating and conveying recommendations to the City Council for its consideration. The Council, as the legislative body, will consider the Commission’s recommendations in conjunction with conducting its own hearing process prior to adopting the LSP.

Applicant-Proposed Revisions to the Draft LSP
As described above, in response to an appeal filed by Matthew Keasling on the Planning Commission’s January 30, 2025, actions, the Applicant agreed to make certain changes to the Draft LSP, as recommended for adoption by the City Council. The agreed-upon changes are as follows:
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Liberty Specific Plan City Council Public Hearing Agenda Report April 30, 2025