HomeMy WebLinkAboutHR Unrepresented Mid-Mgmt Employees Compensation 2018____________________________________________________________________________________
FOR CITY CLERK ONLY
Council Meeting: 6/18/2018
Disposition: Return 7/2/2018
Agenda Item No: 7.h
Meeting Date: June 18, 2018
SAN RAFAEL CITY COUNCIL AGENDA REPORT
Department: Human Resources
Prepared by: Stacey Peterson, HR Director
City Manager Approval:
TOPIC: COMPENSATION FOR UNREPRESENTED MID-MANAGEMENT
EMPLOYEES
SUBJECT: DISCUSSION AND CONSIDERATION OF A RESOLUTION PERTAINING TO
COMPENSATION AND WORKING CONDITIONS FOR SAN RAFAEL
UNREPRESENTED MID-MANAGEMENT EMPLOYEES (“MID-MANAGERS”)
(JULY 1, 2018 THROUGH JUNE 30, 2020)
RECOMMENDATION: Direct staff to return with a final Resolution for approval
BACKGROUND:
The unrepresented Mid-Management employee group includes approximately 24 positions
assigned in various City departments. These managers support ongoing services and
operations around the City and through the recession have helped to absorb workload as City
positions were reduced. The unrepresented Mid-Management resolution expires on June 30,
2018. The recommended 2% base wage increase for the unrepresented Mid-Mangement
group is the same as that proposed for approval to the City Council for non-safety bargaining
groups in the City for Fiscal Year (FY) 18/19 and FY 19/20.
ANALYSIS:
The following reflects highlights of the recommended resolution revisions and is consistent with
the guidelines authorized by the City Council.
1. Term of the Resolution: July 1, 2018 through June 30, 2020
2. Salary Increase: Job classes in this unrepresented Mid-Managers group will receive a
2.0% base wage increase effective July 1, 2018 and a 2.0% increase effective July 1, 2019.
3. One-Time Payment: This payment is limited to the two years cited in the resolution and is
not scheduled to recur in the future:
The unrepresented Mid-Managers will receive a will receive a one-time, non-pensionable
payment in the amount of $4,000, split as follows: $2,000 issued as a separate check on
July 31, 2018, or upon approval by the City Council, whichever occurs latter, and $2,000
issued as a separate check on July 31, 2019. This one-time payment will not contribute to
Classic and PEPRA employees’ pensions, and is subject to normal payroll taxation.
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 2
The attached redline resolution includes all of the recommended changes.
FISCAL IMPACT:
The current total annual salary and benefit cost to the City for the 24 Mid-Managers is
$4,926,204. The additional ongoing incremental cost of the recommended resolution beyond
the FY 17/18 budget is:
Incremental Incremental
FY 2018-19 FY 2019-20
Wages:
Base Salary (2%) $58,460 $59,629
Annual % change (2%) (2%)
Other costs:
Pension* $29,669 $30,262
Taxes (Medicare, W/C) $ 1,947 $ 1,986
Total Incremental Cost $90,076 $91,877
*This pension cost results only from the wage increase and does not include the cost of associated
MCERA rate changes. The terms and conditions of the pension benefit plan remains unchanged.
While the incremental cost is $90,076 for fiscal year 2018-2019 and $91,877 for fiscal year
2019-2020, the increases are compounding and therefore the projected cumulative total salary
and benefit cost increase for the items specified above is $272,029 for the two-year term. In
addition, there is a cost of $96,000 in one-time payments. These one-time payments will not
contribute to employee pension costs. The increase in compensation included in this resolution
is in line with the City’s current budget projections, and is within the current salary growth
assumptions used by MCERA in the most recent actuarial valuation which is used to establish
pension contribution rates and measure pension liabilities. Funding for these positions is
provided for in the City’s General Fund.
OPTIONS:
The City Council has the following options to consider in this matter:
• Direct staff to return at the next meeting with a resolution seeking approval of the
compensation and working conditions for the unrepresented Mid-Management group.
• Direct staff to return with more information.
RECOMMENDED ACTION:
Staff recommends that the City Council take public comments and direct staff to return at the
next meeting with a resolution seeking approval of the compensation and working conditions for
the unrepresented Mid-Mangement group (July 1, 2018 through June 30, 2020).
ATTACHMENTS:
• Draft resolution specifying the compensation and working conditions for the
unrepresented Mid-Mangement group July 1, 2018 to June 30, 2020
RESOLUTION NO. 14197
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL ESTABLISHING
THE COMPENSATION AND WORKING CONDITIONS FOR UNREPRESENTED
MID-MANAGEMENT EMPLOYEES (“MID-MANAGERS”)
(July 1, 20186 through June 30, 202018)
1. MID-MANAGEMENT EMPLOYEES
The Mid-Management Employees of the City of San Rafael are the Mid-Management Job Class Titles
(“Mid-Managers”, herein) enumerated in Exhibit A, attached hereto and incorporated herein. This
Resolution shall constitute the compensation and conditions of employment for the Mid-Managers for
the period from July 1, 20186 through June 30, 202018.
2. SALARY AND COMPENSATION GOALS
A. GOALS AND COMPENSATION DEFINITIONS
It is the goal of the City Council to try to achieve a total compensation package for all Mid-Managers that
is competitive compared to similar cities in our labor market. The survey cities are Fairfield, Hayward,
San Leandro, South San Francisco, Alameda, Napa, Novato and Santa Rosa. The Council’s goal is to
attract and retain the most qualified Mid-Managers in accordance with the City’s ability to pay.
Total Compensation for survey purposes shall be defined as: Top step salary (excluding longevity pay
steps), educational incentive pay, holiday pay, uniform allowance, employer paid deferred
compensation (except for such portion that may be part of employee cafeteria plan), employer’s
contribution towards employees’ share of retirement, employer’s retirement contribution, employer
paid contributions toward insurance premiums for health, life, long term disability, dental and vision
plans, management allowance, and employer paid cafeteria/flexible spending accounts.
B. COMPENSATION SURVEYS
In order to measure progress towards the above-stated goal, the City shall survey the identified
Management benchmark positions (Exhibit B) to assess the related Mid-Management positions in the
final year of the Resolution in advance of discussions regarding a successor Resolution.
Identified benchmark positions from other agencies include positions that are filled as well as those
that may be unfilled, so long as the benchmark position is identified by the survey agency as being on
the salary schedule and having a job class description. Other city/agency positions are established
as benchmark positions in San Rafael's compensation survey based upon similar work and similar job
requirements.
The City shall review the benchmark and related survey data for accuracy and completeness. The
City shall provide the survey data to all Mid-Managers. During the term of this Resolution, Mid-
Managers agree to work with the City to identify and implement a new benchmark strategy such as
an alignment of Mid-Manager salaries with the respective department director.
C. SALARY INCREASES
Effective the pay period including July 1, 20186, or upon approval by the City Council, whichever is
latest, the City will increase base wages for all employees by 2.0%.
Effective the pay period including July 1, 20197, the City will increase base wages for all employees
by 2.0%.
D. ONE-TIME PAYMENT
The following one-time payment is limited to the two years cited in this agreement and is not
scheduled to recur in the future:
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Mid-Management employees will receive a one-time, non-pensionable payment of $4,000 split as
follows: $2,000 issued as a separate check on July 31, 2018, or upon approval by the City Council,
whichever occurs latter, and $2,000 issued as a separate check on July 31, 2019. This payment will
not contribute to Classic or PEPRA employees’ pensions and is subject to normal payroll taxation.The
unrepresented Mid-managers will receive a Health Cost Increase Offset payment in the amount of
$2,500, split as follows: $1,250 will be paid in the second paycheck in September 2016, and $1,250
will be paid in September 2017. This one-time payment will not be included in the Full Flex Cafeteria
Plan, will not contribute to employees’ pensions, is subject to normal payroll taxation and may be
used by each mid-manager to address their own unique health care cost needs.
This payment is limited to the two years cited in the resolution and is not scheduled to recur in the
future.
3. INSURANCE
Health & Dental Insurance benefits are prorated for part-time employees in accordance with the
percentage of full-time work schedule. Domestic partners who are registered with the Secretary of
State and same-sex spouses are considered dependents under these benefits. Pertinent taxes will be
applied to coverage provided to registered domestic partners and same sex spouses as required by
federal and state laws.
A. HEALTH INSURANCE
1. Health Insurance for Active Employees. Effective January 1, 2009, the City implemented a
full flex cafeteria plan for active employees, in accordance with IRS Code Section 125. Active
employees participating in the City’s full flex cafeteria plan shall receive a monthly flex dollar
allowance to purchase benefits under the full flex cafeteria plan.
The monthly flex dollar allowance effective the paycheck of December 15, 20175 shall be:
For employee only: $ 618.49653.61
For employee and one dependent: $1,236.971,307.20
For employee and two or more dependents: $1,608.071,699.38
Flex dollar allowances shall increase on the December 15th paycheck of each subsequent year
by the healthcare component of the Consumer Price Index (CPI) as determined by CalPERS on
an annual basis. The increase to flex dollar allowances shall not exceed 3% for any given year.
The City shall contribute to the cost of medical coverage for each eligible employee and his/her
dependents, an amount not to exceed the California Public Employees’ Medical and Hospital
Care Act (PEMHCA) contribution, as determined by CalPERS on an annual basis. This portion
of the monthly flex dollar allowance is identified as the City’s contribution towards PEMHCA.
The balance of the monthly flex dollar allowance (after the PEMHCA minimum contribution)
may be used in accordance with the terms of the cafeteria plan to purchase health benefits or
may be converted to taxable income.
Conditional Opt-Out Payment: An employee may elect to waive the City’s health insurance
coverage and receive the value of the Employee Only contribution as a monthly Opt-Out
payment in accordance with the terms of the cafeteria plan, and the Affordable Care Act, if the
employee complies with the following conditions:
1) The employee certifies that the employee and all individuals in the employee’s tax family
for whom coverage is waived, have alternative Minimum Essential Coverage as defined by
the Patient Protection and Affordable Care Act through a provider other than a federal
marketplace, a state exchange, or an individual policy.
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2) During the City’s annual open enrollment period, the employee must complete an annual
written attestation confirming that the employee and the other members of the employee’s
tax family are enrolled in alternative Minimum Essential Coverage. The employee agrees
to notify the City no later than 30 days if the employee or other member(s) of the
employee’s tax family lose coverage under the alternative Minimum Essential Coverage
Plan.
3) The employee understands that the City is legally required to immediately stop conditional
opt-out payments if the City learns that the employee and/or members of the employee’s
family do not have the alternative Minimal Essential Coverage.
The City reserves the right to modify at any time, the amount an employee is eligible to
receive under this paragraph, if required by IRS Cafeteria Plan regulations, other legislation or
Federal and/or California agency guidance.
Miscellaneous Allowance for Employees hired on or before January 1, 2009:
The City shall pay to employees hired on or before January 1, 2009 a miscellaneous
allowance in an amount equivalent to the difference between the employee’s benefit election
for coverage under PEMHCA and their flex dollar allowance, if their benefit election under
PEMHCA exceeds their flex dollar allowance. The miscellaneous allowance shall be treated
as income. An employee may use the miscellaneous allowance to pay for health coverage on
a pre-tax basis as defined under the City’s Cafeteria plan.
2. Health Insurance for Retirees
MID-MANAGERS HIRED PRIOR TO APRIL 1, 2007
a. For Mid-Managers who retired before December 1, 2001, the City’s contribution to retiree
medical premiums shall be the PEMHCA minimum contribution as designated by PEMHCA
on an annual basis.
Longevity Payments: The City shall make a longevity payment equivalent to the
difference between the PEMHCA minimum contribution and the premium cost of coverage
for the retiree, the retiree’s spouse/registered domestic partner and/or qualified dependent
children (as defined by PEMHCA) up to $442 per month. The City‘s longevity contribution
shall remain in effect during the lifetime of the Mid-Manager and Mid-Manager’s
spouse/registered domestic partner or surviving spouse/registered domestic partner.
b. Mid-Managers who retired on or after December 1, 2001 from the Marin County
Employees Retirement Association (MCERA) within 120 days of leaving their City of San
Rafael Mid-Management position (and who comply with the appropriate retirement
provisions under the MCERA laws and regulations) are eligible to receive upon retirement
the PEMHCA minimum contribution as designated by PEMHCA on an annual basis.
Longevity Payments: The City shall make a longevity payment equivalent to the
difference between the PEMHCA minimum contribution and the premium cost of coverage
for the retiree, the retiree’s spouse/registered domestic partner and/or qualified dependent
children (as defined by PEMHCA) capped at the contribution the City makes towards the
health coverage of active Mid-Manager employees. The City‘s longevity contribution shall
remain in effect during the lifetime of the Mid-Manager and Mid-Manager’s spouse/registered
domestic partner or surviving spouse/registered domestic partner.
As described in this subsection, the City shall reimburse retired Mid-Managers and their
spouses or registered domestic partners the Medicare Part B standard premium amount as
determined by the Centers of Medicare and Medicaid Services (CMS) on an annual basis.
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To initiate reimbursement, retirees must submit proof of payment of the Medicare Part B
premiums to the Human Resources Department. If the Medicare Part B is deducted from
social security, the retiree/spouse/domestic partner may submit a copy of the social
security check, the Medicare Part B bill, or other relevant documentation. Reimbursements
will be processed on a quarterly basis. This reimbursement shall remain in effect for the
retired Mid-Manager’s life and that of the retired Mid-Manager’s spouse/registered
domestic partner or surviving spouse/registered domestic partner.
MID-MANAGERS HIRED ON OR AFTER APRIL 1, 2007
Mid-Managers who are hired on or after April 1, 2007, and who retire from the Marin County
Employees Retirement Association (MCERA) within 120 days of leaving their City of San
Rafael position (and comply with the appropriate retirement provisions under the MCERA
laws and regulations) are eligible to continue in the City’s group health insurance program.
The City’s contribution towards the coverage of retirees under this subsection (3.A.2.b.)
shall be the PEMHCA minimum contribution as determined by CalPERS on an annual
basis.
Longevity Payments: The City shall make a longevity payment equivalent to the
difference between the PEMHCA minimum contribution and the premium cost of coverage,
up to $600, for the retiree. The City shall not be responsible for making any contributions
towards the cost of coverage of the retiree’s spouse, registered domestic partner or
dependents. The City‘s longevity contribution shall cease upon the retired Mid-Manager’s
death.
The City shall not be responsible for reimbursing retired Mid-Managers and/or their spouses
for any Medicare premiums paid by the retired Mid-Manager and/or the retired Mid-Manager’s
spouse or surviving spouse.
MID-MANAGER HIRED ON OR AFTER JANUARY 1, 2009
Mid-Managers who are hired on or after January 1, 2009, and who retire from the Marin
County Employees Retirement Association (MCERA) within 120 days of leaving their City of
San Rafael position (and comply with the appropriate retirement provisions under the
MCERS laws and regulations) are eligible to continue in the City’s group health insurance
program. The City’s contribution towards the coverage of retirees under this subsection
(3.A.2.c) shall be the PEMHCA minimum contribution as determined by CalPERS on an
annual basis.
The City shall not be responsible for reimbursing retired Mid-Managers and/or their spouses
for any Medicare premiums paid by the retired Mid-Manager and/or the retired Mid-Manager’s
spouse or surviving spouse.
The City shall additionally make available a retiree health care trust to enable these
employees to prefund retiree health care premiums while employed by the City. The
retiree health care trust shall be funded by the mandatory annual conversion of 50 hours
of sick time in service on July 1 of each year, provided an employee has a remaining
balance of 75 hours of sick leave after the conversion.
B. LIFE INSURANCE
The City shall provide a basic group life insurance plan in the amount of $150,000 at no cost to the
employee.
C. LONG-TERM DISABILITY INSURANCE
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The City shall provide long term disability (LTD) insurance, at no cost to the employee, with a benefit of
two-thirds (2/3) of the employee’s monthly salary, up to a maximum benefit of $7500 (reduced by any
deductible benefits).
D. DENTAL INSURANCE
The City shall make available to employees, an additional flex dollar allowance equal to $113 per month
to purchase dental coverage under the City’s dental plan. The City shall pay dental premiums on behalf
of the employee and eligible dependents.
E. VISION PLAN
The City will contract for and pay for a vision plan for “employee plus dependent” vision benefits.
F. EMPLOYEE ASSISTANCE PLAN
The City provides an Employee Assistance Program (EAP) with confidential personal counseling on
work and family related issues such as eldercare, substance abuse, etc. Supervisors may also utilize
the EAP to refer employees to counselors for work related assistance.
4. RETIREMENT
A. EMPLOYER PAID MEMBER CONTRIBUTION (EPMC)
Each Mid-Manager is responsible for paying the full cost of their employee contribution rate as
established by the Marin County Employee Retirement Association.
Effective September 1, 2013, in accordance with MCERA and City administrative requirements, all
Mid-Management employees will pay an additional contribution of one percent (1%) of pensionable
compensation toward the normal cost of pension provided by the Marin County Employees
Retirement Association, in addition to the current employee contribution towards pension as
determined by MCERA.
The only employees excluded from this payment are long-term City employees with thirty or more
years of City service who no longer have to pay any employee contribution to the Marin County
Retirement System.
B. COLA
Mid-Managers participating in the Marin County Employee Retirement Association will pay their full
share of members’ cost of living rates as allowed under Articles 6 and 6.8 of the 1937 Retirement Act.
Miscellaneous and safety member contribution rates include both the basic and COLA portions
(currently 50% of the COLA is charged to members as defined in the 1937 Act).
C. RETIREMENT PLAN
The City shall provide the Marin County Employee Retirement Association 2.7% @55 retirement
program to all miscellaneous Mid-Manager subject to Marin County Employee Retirement Association
procedures and regulations and applicable 1937 Act laws. This is based on an employee’s single
highest year of compensation.
Employees hired on or after July 1, 2011 will receive an MCERA retirement benefit at the formula 2%
at 55, calculated based on the average of their highest three years of compensation, in accordance
with MCERA regulations. The annual pension adjustment shall be a maximum of 2% COLA.
Minimum retirement age is 55.
Employees hired by the City on or after January 1, 2013 who are defined as “new members” of
MCERA in accordance with the Public Employees’ Pension Reform Act (PEPRA) of 2013, shall be
enrolled in the MCERA 2% @ 62 plan for Miscellaneous members. The employee is responsible for
paying the employee contribution of half of the total normal cost of the plan, as defined by MCERA,
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through a payroll deduction. Final compensation will be based upon the highest annual average
compensation earnable during the thirty-six (36) consecutive months of employment immediately
preceding the effective date of his or her retirement or some other period designated by the retiring
employee.
D. SERVICE CREDIT FOR SICK LEAVE
Mid-Managers who are eligible to accrue sick leave and who retire from the City of San Rafael, on or
after 07/01/95 and within 120 days of leaving City employment (excludes deferred retirements), shall
receive employment service credit (incorporated from Resolution #9414, dated July 17, 1995), for
retirement purposes only, for all hours of accrued, unused sick leave (exclusive of any sick leave
hours they are eligible to receive and they elect to receive in compensation for at the time of
retirement, pursuant to Section 5 A. of this Resolution).
This provision will no longer be available to Mid-Managers hired after June 30, 2009.
E. MANAGEMENT ALLOWANCE
As of September 16, 2015 the Management Allowance of 4.54% was rolled into base pay for all
Unrepresented Mid-Management employees.
5. LEAVES OF ABSENCE
A. SICK LEAVE
Mid-Managers shall earn sick leave credits at the rate of one (1) working day per month commencing
with the date of employment. Accrued sick leave may be used during their probationary period.
Mid-Managers who leave City service in good standing shall receive compensation (cash in) of all
accumulated, unused sick leave based upon the rate of three percent (3%) for each year of service
up to a maximum of fifty percent (50%) of their sick leave balance. In the event of the death of an
employee, payment for unused sick leave (based upon the previously stated formula) shall be paid to
the employee's designated beneficiary.
Mid-Managers may accrue unlimited sick leave for usage purposes. However, a maximum of one
thousand, two hundred hours (1,200) accrual applies for cash-in purposes at the time of City
separation.
Mid-Managers may use sick leave prior to completion of probation. In recognition of Mid-Managers’
exempt status under FLSA, time off for sick leave purposes shall not be deducted from a Mid-
Manager’s sick leave accrual, unless the employee is absent for the full work day.
Use of sick leave for work-related injuries or illnesses shall not be required when it is determined by the
treating physician that this status is permanent and stationary.
B. VACATION LEAVE
1. Vacation Accrual - Vacation is accrued when an employee is on pay status and is credited
on a semi-monthly basis. Eligible employees accrue vacation at the following rate for
continuous service performed in pay status:
Years of service Leave Accrual rate/yearly
1-5 years 15 days
6 years 16 days
7 years 17 days
8 years 18 days
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9 years 19 days
10 years 20 days
11 years 21 days
12 years 22 days
13 years 23 days
14 years 24 days
15 plus years 25 days
In recognition of Mid-Managers’ exempt status under FLSA, time off for vacation leave purposes
shall not be deducted from a Mid-Manager’s vacation accrual unless the employee is absent for
the full work day.
2. Administration of Vacation Leave
The City Manager may advance vacation leave to a Mid-Manager; prior approval is required.
Mid-Managers may accrue a maximum of 250 hours of vacation. Vacation leave accrual shall
resume once the employee’s accumulated vacation leave balance falls below the accrual limit of
250 hours. Mid-Managers who terminate their employment shall be paid in a lump sum for all
accrued vacation leave earned prior to the date of termination. Mid-Managers may not utilize
accrued vacation, administrative leave time, or personal leave time to extend their retirement
date and service credit at the end of their city service. The vacation accrual may be increased to
a maximum of 300 hours at the discretion of the City Manager.
3. Annual Option for Payment of Accrued Vacation Leave
A Mid-Manager who has taken at least ten (10) days of vacation in the preceding twelve (12)
months, may request that his/her accrued vacation, not to exceed fifty-two and 1/2 (52.5) hours,
be paid to him/her in cash. The request may be granted at the discretion of the City Manager.
Mid-Managers may not cash-in more than fifty-two and 1/2 (52.5) hours within any twelve (12)
month period.
C. ADMINISTRATIVE LEAVE
Mid-Managers shall receive ten (10) Administrative Leave days (75 hours) each calendar year subject to
the approval of the Department Director and the City Manager. An additional three (3) days may be
granted at the discretion and with approval of the department director and the City Manager. Unused
Administrative Leave shall not carry over from one calendar year to the next, nor shall unused
Administrative Leave balances be paid to a Mid-Manager upon his/her resignation.
In recognition of exempt status under FLSA time off for Administrative leave purposes shall not be
deducted from a Mid-Manager’s administrative leave accrual, unless the employee is absent for the full
work day.
D. HOLIDAYS
City shall provide eleven designated holidays and two floating holidays per calendar year to Mid-
Managers. The hours for the floating holidays are automatically added to an employees’ vacation
accrual on a semi-annual basis.
E. BEREAVEMENT LEAVE
In the event of the death of a Mid-Manager’s spouse, child, parent, brother, sister, in-law(s), relative who
lives or has lived in the home of the employee, and/or another individual who has a legal familial
relationship to the employee and resided in the employee’s household, the City shall provide
bereavement leave up to a maximum of three (3) days within the state and five (5) days out-of-state.
F. CATASTROPHIC LEAVE
All Mid-Managers shall abide by the City’s Catastrophic Leave Policy.
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6. EMPLOYMENT TERMS
A. HOURS OF WORK
The WORK WEEK will reflect thirty-seven and one-half (37.5) hours for all represented job classes.
Unless otherwise designated, the normal business hours for vacation, sick and administrative leave
deduction and sick and administrative leave accrual purposes for Mid-Managers shall be 7.5 hours
per day.
B. DRUG FREE WORK PLACE
All Mid-Managers shall abide by the City’s Drug and Alcohol Policy.
C. FURLOUGH PLAN
Mid-Managers endorse the Furlough Program described in Exhibit C attached to this Resolution.
D. PAY FOR PERFORMANCE EVALUATION SYSTEM
Mid-Managers shall be evaluated annually based upon the evaluation program adopted by the City
Council in October of 1996 and incorporated by reference herein.
E. OUTSIDE EMPLOYMENT
All Mid-Managers shall abide by the City’s Outside Employment Policy.
F. CITY VEHICLE
Under limited circumstances, a city vehicle may be provided to a Mid-Manager if it is determined to be
needed to complete his/her job duties and upon approval of the City Manager.
G. UNIFORM ALLOWANCE
If required to wear a uniform which is not provided by the City, employee shall receive an annual
uniform allowance of $445 per year, paid in two installments, in June and December.
H. GYM REIMBURSEMENT
Employees are eligible to receive up to $16.50 per month reimbursement for paid gym memberships.
Such reimbursement shall be reported as taxable income to the employee.
I. Professional Development
The City Manager commits to working with each department’s management team to establish
dedicated professional development time throughout the year
I, LINDSAY LARA, Clerk of the City of San Rafael, hereby certify that the foregoing resolution was duly
and regularly introduced and adopted at a regular meeting of the Council of said City held on the 18th
day of June 2018 by the following vote, to wit:
AYES: COUNCILMEMBERS: Bushey, Colin, Gamblin, McCullough & Mayor Phillips
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: None
______________________________
LINDSAY LARA, CITY CLERK
Exhibit A
Grade Position A B C D E
7315 Accounting Manager 8,529$8,956$9,403$9,874$10,367$
8106 Assistant Director of Community Services 9,284$9,748$10,236$10,747$11,285$
2125 Assistant Library Director 9,284$9,748$10,235$10,747$11,285$
2202 Assistant Public Works Director / City Engineer 11,063$11,616$12,196$12,806$13,447$
2135 Deputy Public Works Director 10,050$10,553$11,081$11,635$12,216$
2302 Chief Building Official 10,281$10,795$11,334$11,901$12,496$
2122 Code Enforcement Supervisor 7,076$7,430$7,801$8,191$8,601$
1105 Deputy City Attorney I 9,317$9,783$10,272$10,785$11,325$
1109 Deputy City Attorney II 10,272$10,786$11,325$11,892$12,486$
2120 Deputy Fire Marshall 8,750$9,188$9,647$10,130$10,636$
7313 Economic Development Coordinator 8,443$8,865$9,308$9,774$10,262$
2128 Economic Development Manager 9,284$9,748$10,236$10,747$11,285$
7117 Emergency Services Manager 8,237$8,649$9,082$9,536$10,013$
9005 Events Coordinator 7,465$7,838$8,230$8,641$9,073$
4201 Information Technology Manager 11,063$11,616$12,197$12,806$13,447$
2208 Operations and Maintenance Manager 9,021$9,472$9,946$10,443$10,965$
2703 Parking Services Manager 8,443$8,865$9,308$9,774$10,262$
7312 Parks Superintendent 8,237$8,649$9,082$9,536$10,013$
2116 Planning Manager 9,455$9,927$10,424$10,945$11,492$
9453 Principal Planner 8,443$8,865$9,308$9,774$10,262$
1202 Public Works Administrative Manager 8,442$8,865$9,308$9,773$10,262$
8103 Recreation Supervisor 7,076$7,430$7,801$8,191$8,601$
2206 Senior Civil Engineer (SRSD)9,784$10,273$10,787$11,326$11,893$
7317 Senior Code Enforcement Supervisor 7,810$8,201$8,611$9,041$9,493$
2105 Senior Management Analyst 8,044$8,446$8,869$9,312$9,778$
2132 Senior Network Administrator 9,284$9,748$10,236$10,747$11,285$
8102 Senior Recreation Supervisor 7,810$8,200$8,610$9,041$9,493$
7310 Sewer Maintenance Superintendent 8,237$8,649$9,082$9,536$10,013$
7311 Street Maintenance Superintendent 8,237$8,649$9,082$9,536$10,013$
SAN RAFAEL UNREPRESENTED MID-MANAGEMENT
SALARY SCHEDULE
Effective July 1, 2018
Exhibit A
Grade Position A B C D E
7315 Accounting Manager 8,700$9,135$9,591$10,071$10,575$
8106 Assistant Director of Community Services 9,470$9,943$10,440$10,962$11,510$
2125 Assistant Library Director 9,470$9,943$10,440$10,962$11,510$
2202 Assistant Public Works Director / City Engineer 11,284$11,848$12,440$13,062$13,716$
2135 Deputy Public Works Director 10,251$10,764$11,302$11,867$12,461$
2302 Chief Building Official 10,486$11,011$11,561$12,139$12,746$
2122 Code Enforcement Supervisor 7,217$7,578$7,957$8,355$8,773$
1105 Deputy City Attorney I 9,503$9,978$10,477$11,001$11,551$
1109 Deputy City Attorney II 10,478$11,002$11,552$12,129$12,736$
2120 Deputy Fire Marshall 8,925$9,372$9,840$10,332$10,849$
7313 Economic Development Coordinator 8,612$9,042$9,494$9,969$10,468$
2128 Economic Development Manager 9,470$9,943$10,440$10,962$11,510$
7117 Emergency Services Manager 8,402$8,822$9,263$9,727$10,213$
9005 Events Coordinator 7,614$7,995$8,394$8,814$9,255$
4201 Information Technology Manager 11,284$11,848$12,440$13,062$13,716$
2208 Operations and Maintenance Manager 9,201$9,661$10,144$10,652$11,184$
2703 Parking Services Manager 8,612$9,042$9,494$9,969$10,468$
7312 Parks Superintendent 8,402$8,822$9,263$9,727$10,213$
2116 Planning Manager 9,644$10,126$10,632$11,164$11,722$
9453 Principal Planner 8,612$9,042$9,494$9,969$10,468$
1202 Public Works Administrative Manager 8,611$9,042$9,494$9,969$10,467$
8103 Recreation Supervisor 7,218$7,578$7,957$8,355$8,773$
2206 Senior Civil Engineer (SRSD)9,980$10,479$11,003$11,553$12,130$
7317 Senior Code Enforcement Supervisor 7,966$8,365$8,783$9,222$9,683$
2105 Senior Management Analyst 8,205$8,615$9,046$9,498$9,973$
2132 Senior Network Administrator 9,470$9,943$10,440$10,962$11,510$
8102 Senior Recreation Supervisor 7,966$8,364$8,783$9,222$9,683$
7310 Sewer Maintenance Superintendent 8,402$8,822$9,263$9,727$10,213$
7311 Street Maintenance Superintendent 8,402$8,822$9,263$9,727$10,213$
SAN RAFAEL UNREPRESENTED MID-MANAGEMENT
SALARY SCHEDULE
Effective July 1, 2019