HomeMy WebLinkAboutHR Amended Compensation for Executive Management Employees____________________________________________________________________________________
FOR CITY CLERK ONLY
Council Meeting: 08/20/2018
Disposition: Resolution No. 14564
Agenda Item No: 6.g
Meeting Date: August 20, 2018
SAN RAFAEL CITY COUNCIL AGENDA REPORT
Department: Human Resources
Prepared by: Stacey Peterson, HR Director
City Manager Approval: __________
TOPIC: AMENDED COMPENSATION FOR EXECUTIVE MANAGEMENT EMPLOYEES
SUBJECT: AMENDED RESOLUTION ESTABLISHING THE COMPENSATION AND WORKING
CONDITIONS FOR UNREPRESENTED EXECUTIVE MANAGEMENT EMPLOYEES
(JULY 1, 2018 THROUGH JUNE 30, 2020)
RECOMMENDATION: Adopt Resolution.
BACKGROUND:
The unrepresented Executive Management employee group includes 12 positions assigned in various
City departments. These executive managers lead and direct the ongoing services and operations
around the City to achieve the City Council goals. A new unrepresented Executive Management
Employees resolution for the period July 1, 2018 through June 30, 2020 was approved by Council on
July 2, 2018. (See Resolution No. 14539). This proposed amended salary resolution does not affect
the salary increase approved by Resolution No. 14539.
Similar to other non-safety groups, Executive Managers were provided a 2% base wage increase for
Fiscal Year (FY) 18/19 and FY 19/20 on July 2, 2018. In addition to the base wage increase previously
approved, the non-safety bargaining groups were also provided a one-time, non-pensionable payment
of $4,000. These one-time payments for Local 1 & WCE were agreed to in exchange for changing their
3% health insurance inflator to tie to the Kaiser Bay Area Premium rate (from CPI), in addition to other
changes to their health and welfare plan. The City is now requesting the same one-time payments for
Executive Managers. In exchange for the $4,000 one-time payment, the Executive Manager’s
Resolution will be amended to tie their health inflator to the Kaiser Bay Area Premium rate increase up
to a maximum of 3% each year. Their health inflator is currently tied to CPI not to exceed 3% for any
given year.
The draft amended resolution was presented at the August 6, 2018 Council meeting for discussion and
there were no public comments. Staff is returning with a final Amended Resolution Establishing the
Compensation and Working Conditions for Unrepresented Executive Management Employees.
ANALYSIS:
The following reflects highlights of the recommended amended resolution and is consistent with the
economic guidelines authorized by the City Council.
1. Term of the Resolution: July 1, 2018 through June 30, 2020
2. One-Time Payment:
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 2
The following one-time payment is limited to the two years cited in this agreement and is not
scheduled to recur in the future:
Job classes in this unrepresented Executive Management group, except the Police Chief and
Fire Chief, will receive a one-time, non-pensionable payment of $4,000 to revise resolution
section 3 A (1) to tie the 3% health inflator to the Kaiser Bay Area Premium rate increase up to
a maximum of 3% each year.
The $4,000 payment will be split as follows: $2,000 will be paid as a separate check on
September 14, 2018 or with the pay period upon approval by the City Council, whichever occurs
later, and $2,000 will be paid with the first pay period in July 2019. This payment will not
contribute to Classic or PEPRA employees’ pensions and is subject to normal payroll taxation.
NOTE: The one-time payments for part-time employees will be prorated based on the full-time
equivalent (FTE) of the position. For example, an employee filling a half-time or 0.5 FTE position
will receive a receive a $1,000 payment minus applicable taxes on the same schedule as described
above for full-time employees. This payment will not contribute to employees’ pensions.
The attached amended resolution includes all of the recommended changes.
FISCAL IMPACT:
On July 2, 2018, Council approved a projected cumulative total salary and benefit cost increase of
$181,530 for the two-year term of the resolution.
The cost of the one-time payments proposed by this amended resolution is $40,000. 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:
• Accept staff’s recommendation to adopt the resolution.
• Adopt resolution with modifications.
• Direct staff to return with more information.
• Take no action.
RECOMMENDED ACTION:
Staff recommends that the City Council adopt the Amended Resolution Establishing the Compensation
and W orking Conditions for Unrepresented Executive Mangement Employees (July 1, 2018 through
June 30, 2020).
ATTACHMENTS:
• Amended Resolution Establishing the Compensation and Working Conditions for
Unrepresented Executive Management Employees (July 1, 2018 through June 30, 2020), with
all Exhibits attached.
RESOLUTION NO. 14564
AMENDED RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN RAFAEL ESTABLISHING
THE COMPENSATION AND WORKING CONDITIONS FOR UNREPRESENTED
EXECUTIVE MANAGEMENT EMPLOYEES
(July 1, 2018 through June 30, 2020)
1.EXECUTIVE MANAGEMENT EMPLOYEES
The Executive Management Employees of the City of San Rafael are the Executive Management Job
Class Titles (“Executives”) enumerated in Exhibit A, attached hereto and incorporated herein. This
Resolution shall constitute the compensation and conditions of employment for the Executives for the
period from July 1, 2018 through June 30, 2020.
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 Executives 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 Executives 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, auto 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, Executive 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 all Executive
Management positions in the final year of the Resolution in advance of discussions regarding a
successor Resolution.
Identified survey positions from other agencies include positions that are filled as well as those that
may be unfilled, so long as the position is identified by the survey agency as being on the salary
schedule and having a job class description. The appropriate survey positions will be selected for
Executive Management positions based upon similar work and similar job requirements.
The City shall review the survey data for accuracy and completeness. The City shall provide the
survey data to all Executives.
C.SALARY INCREASES
Effective the pay period including July 1, 2018, the City will increase base wages for all employees,
except the Police Chief and Fire Chief, by 2.0%.
Effective the pay period including July 1, 2019, the City will increase base wages for all employees,
except the Police Chief and Fire Chief, by 2.0%.
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D.One-time Payment
The following one-time payment is limited to the two years cited in this resolution and is not
scheduled to recur in the future:
Executive Management Employees represented by this resolution, except the Police Chief and
Fire Chief, will receive a one-time, non-pensionable payment of $4,000 to revise section 3.A.1.
to tie the 3% health inflator to the Kaiser Bay Area Premium rate increase, up to a maximum
of 3%.
The $4,000 payment will be split as follows: $2,000 will be paid as a separate check on
September 14 or with the pay period upon approval by the City Council, whichever occurs
later, and $2,000 will be paid with the first pay period in July 2019. This payment will not
contribute to Classic or PEPRA employees’ pensions and is subject to normal payroll taxation.
NOTE: The one-time payments for part-time employees will be prorated based on the full-time
equivalent (FTE) of the position. For example, an employee filling a half -time or 0.5 FTE position will
receive a $1,000 payment minus applicable taxes on the same schedule as described above f or full-
time employees. This payment will not contribute to employees’ pensions.
E.CAR ALLOWANCE
The monthly car allowance paid to the Executives shall be $350. Executives identified in Exhibit A may
be eligible to have use of a city car in lieu of the monthly car allowance at the discretion of the City
Manager.
F.SAFETY EQUITY ADJUSTMENT
A 2% equity adjustment will take effect July 1, 2018 for both the Fire Chief and Police Chief (reflected in
the updated Salary Schedule). This adjustment is being made to achieve parity with the four public
safety bargaining units who received a 1% equity adjustment for each of the last 2 years of their
collective bargaining agreements (2016-2018).
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, 2017 shall be:
For employee only: $ 653.61
For employee and one dependent: $1,307.20
For employee and two or more dependents: $1,699.38
Flex dollar allowances for Executive Management Employees represented by this resolution,
except the Police Chief and Fire Chief, shall increase on the December 15th paycheck of each
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subsequent year by up to a maximum of three percent (3%) on an annual basis, based on but
not to exceed the Kaiser Bay Area premium rate increase for the upcoming calendar year.
Flex dollar allowances for the Police Chief and Fire Chief 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.
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.
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2.Health Insurance for Retirees
a.Executives Hired prior to April 1, 2007 and who retire from the Marin County Employees’
Retirement Association (MCERA) within 120 days of leaving their City of San Rafael Executive
Management position (and who 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.a) shall be the PEMHCA minimum contribution as determined by CalPERS on an
annual basis.
On a monthly basis, 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
and the retiree’s spouse/registered domestic partner or surviving spouse/registered domestic
partner and/or qualified dependent children’s coverage under PEMHCA up to the maximum
contribution the City makes towards the cost of coverage of an active employee hired prior to
April 1, 2007. The City‘s longevity contribution shall remain in effect for the retired manager’s
life and that of the retired manager’s spouse/registered domestic partner or surviving
spouse/registered domestic partner.
As described in this subsection, the City shall reimburse retired Executives 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. 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
Executive’s life and that of the retired Executive’s spouse/registered domestic partner or
surviving spouse/registered domestic partner.
b.Executives 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.
On a monthly basis, 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 retiree’s dependents. The
City‘s longevity contribution shall cease on the retired manager’s death. The City shall not be
responsible for reimbursing retired Executives and/or their spouses for any Medicare premiums
paid by the retired manager and/or the retired manager’s spouse or surviving spouse.
c.Executives 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 MCERA laws
and regulations) are eligible to continue in the City’s group health insurance program. The
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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 Executives and/or their spouses for any Medicare
premiums paid by the retired manager and/or the retired 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 $250,000 at no cost to the
employee
C.LONG-TERM DISABILITY INSURANCE
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 $7,500 (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 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
Executive 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.
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B.COLA
Executives 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 Executives 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,
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
Executives 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 at the time of retirement,
pursuant to Section 5-A of this Resolution).
This provision will no longer be available to Executives hired after June 30, 2009.
E.EXECUTIVE MANAGEMENT ALLOWANCE
As of September 16, 2015 the Executive Management Allowance of 4.59% was rolled into base pay
for all Unrepresented Executive Management employees.
5.LEAVES OF ABSENCE
A.SICK LEAVE
Executives 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.
Executives 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
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employee, payment for unused sick leave (based upon the previously stated formula) shall be paid to
the employee's designated beneficiary.
Executives 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.
Executives may use sick leave prior to completion of probation. In recognition of Executives’ exempt
status under FLSA, time off for sick leave purposes shall not be deducted from a Manager’s sick
leave accrual, unless the employee is absent for the full workday.
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
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 Executives’ exempt status under FLSA, time off for vacation leave purposes
shall not be deducted from a Manager’s vacation accrual unless the employee is absent for the
full workday.
2.Administration of Vacation Leave
The City Manager may advance vacation leave to a Manager; prior approval is required.
Executives 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. Executives who terminate their employment shall be paid in a lump sum for all
accrued vacation leave earned prior to the date of termination. Executives 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 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
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to him/her in cash. The request may be granted at the discretion of the City Manager.
Executives may not cash-in more than fifty-two and 1/2 (52.5) hours within any twelve (12)
month period.
C.ADMINISTRATIVE LEAVE
Executives shall receive ten (10) Administrative Leave days (75 hours) each calendar year subject to
the approval of the City Manager. An additional three (3) days may be granted at the discretion and with
approval of 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 Manager upon his/her
resignation.
In recognition of exempt status under FLSA time off for Administrative leave purposes shall not be
deducted from a Manager’s administrative leave accrual, unless the employee is absent for the full
workday.
D.HOLIDAYS
City shall provide eleven designated holidays and two floating holidays per calendar year to Executives.
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 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 Executives shall abide by the City’s Catastrophic Leave Policy.
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 Executives shall be 7.5 hours per
day.
B.DRUG FREE WORK PLACE
All Executives shall abide by the City’s Drug and Alcohol Policy.
C.FURLOUGH PLAN
Executives endorse the Furlough Program described in Exhibit B.
D.PAY FOR PERFORMANCE EVALUATION SYSTEM
Executives 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 Executives shall abide by the City’s Outside Employment Policy.
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F.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, 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 20th
day of August 2018 by the following vote, to wit:
AYES:
NOES:
ABSENT:
COUNCILMEMBERS: Bushey, Colin, Gamblin, McCullough & Mayor Phillips
COUNCILMEMBERS: None
COUNCILMEMBERS: None
________________________
LINDSAY LARA, CITY CLERK
Exhibit A
Grade Position A B C D E
2501 Assistant City Attorney 11,068$11,621$12,202$12,812$13,453$
2001 Assistant City Manager 13,092$13,747$14,434$15,156$15,914$
2300 Community Development Director 12,772$13,411$14,082$14,786$15,525$
8101 Community Services Director 11,051$11,604$12,184$12,793$13,433$
2801 Director of Economic Development & Innovation 11,574$12,152$12,760$13,398$14,068$
2205 District Manager/Engineer (SRSD)11,574$12,152$12,760$13,398$14,068$
2140 Finance Director 11,574$12,152$12,760$13,398$14,068$
7101 Fire Chief 12,772$13,411$14,082$14,786$15,525$
1106 Human Resources Director 11,574$12,152$12,760$13,398$14,068$
2401 Library Director 10,738$11,275$11,839$12,431$13,052$
6101 Police Chief 12,772$13,411$14,082$14,786$15,525$
2201 Public Works Director 12,772$13,411$14,082$14,786$15,525$
19,300$
The City Manager is appointed by the City Council and is not
subject to the terms and conditions of the Management Resolution
SAN RAFAEL UNREPRESENTED EXECUTIVE MANAGEMENT
SALARY SCHEDULE
Effective July 1, 2018
Position Monthly Salary
City Manager (Appointed)
Exhibit A
Grade Position A B C D E
2501 Assistant City Attorney 11,289$11,854$12,446$13,069$13,722$
2001 Assistant City Manager 13,354$14,022$14,723$15,459$16,232$
2300 Community Development Director 13,028$13,679$14,363$15,081$15,836$
8101 Community Services Director 11,272$11,836$12,428$13,049$13,702$
2801 Director of Economic Development & Innovation 11,805$12,395$13,015$13,666$14,349$
2205 District Manager/Engineer (SRSD)11,805$12,395$13,015$13,666$14,349$
2140 Finance Director 11,805$12,395$13,015$13,666$14,349$
7101 Fire Chief 13,028$13,679$14,363$15,081$15,836$
1106 Human Resources Director 11,805$12,395$13,015$13,666$14,349$
2401 Library Director 10,953$11,500$12,075$12,679$13,313$
6101 Police Chief 13,028$13,679$14,363$15,081$15,836$
2201 Public Works Director 13,028$13,679$14,363$15,081$15,836$
19,686$
The City Manager is appointed by the City Council and is not
subject to the terms and conditions of the Management Resolution
SAN RAFAEL UNREPRESENTED EXECUTIVE MANAGEMENT
SALARY SCHEDULE
Effective July 1, 2019
Position Monthly Salary
City Manager (Appointed)
EXECUTIVE MANAGEMENT SALARY RESOLUTION
EXHIBIT "B"
FURLOUGH PROGRAM
Both the City of San Rafael and the Management Group employees recognize the current economic
condition of the State of California and the City of San Rafael. Through this recognition and in a
cooperative spirit the City of San Rafael and these employees have worked expeditiously on the
development of a Furlough Program. This does not mean the City will necessarily implement
furloughs; but in the event it is necessary to implement due to continued economic problems in the
City of San Rafael the procedures for this Furlough Program shall provide for both Voluntary Time Off
(herein described as VTO) and Mandatory Time Off (herein described as MTO).
Voluntary Time Off (VTO).
The needs of the City and the respective departments (as determined by the Department Director and
City Manager) will need to be considered in the actual granting of VTO. Any VTO time granted and
the resulting savings will have a corresponding impact on the time needed through MTO.
1. An employee's VTO time would count in determining how many hours of MTO an employee
needed to take during the fiscal year.
2. Employees who take VTO at a time other than when MTO is taken by other employees will
have to take vacation leave, compensatory time off or leave without pay if the MTO results in
the closure of the department.
Mandatory Time Off (MTO).
The City will attempt to schedule MTO time in blocks of days (between Christmas and New Years) or
individual days next to scheduled holidays and/or weekends.
1. Employees may not take paid vacation time in lieu of designated MTO time.
2. For retirement calculation purposes of the MTO, the City shall follow the policies and
procedures of the Marin County Employees’ Retirement Association (MCERA) at the time of
the furlough.
3. Any employee who notifies the City no later than 07/30/11 of their retirement date and retires
from the City during FY 11-12 shall be exempted from the MTO requirements. If said
employee did not retire during FY 11-12 as stated, said employee would be docked in pay an
amount equivalent to the number of MTO hours taken by other represented employees.
4. MTO time shall apply toward time in service for step increases, completion of probation, and
related service credit subject to the policies and procedures of the Marin County Employees’
Retirement Association (MCERA).
Other Terms and Conditions.
1. The MTO salary reduction shall be limited to a maximum five percent (5%) reduction in work
hours/pay for the fiscal year. When the maximum MTO reduction (5%) is implemented, the
involved employee shall be credited with three (3) days of float time.
2. Float Time accrued through the MTO Program must be taken in the fiscal year following the
furlough, with supervisory approval, or the leave will be forfeited. The float days have no cash
value upon termination of employment.
3. Should the City experience a financial windfall during the fiscal year that furloughs are
implemented, the City agrees to re-open discussions on this Furlough Program.
4. The VTO/MTO salary reduction is intended to be permanent for the term of this contract.