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HomeMy WebLinkAboutHR Executive Management Compensation Discussion 2016clry a� Agenda Item No: 4.e Meeting Date: August 15, 2016 SAN RAFAEL CITY COUNCIL AGENDA REPORT Department: Management Services Prepared by: Stacey Peterson, HR Director City Manager Approval: TOPIC: COMPENSATION FOR EXECUTIVE MANAGEMENT EMPLOYEES SUBJECT: DISCUSSION AND CONSIDERATION OF A RESOLUTION PERTAINING TO COMPENSATION AND WORKING CONDITIONS FOR SAN RAFAEL UNREPRESENTED EXECUTIVE MANAGEMENT EMPLOYEES ("EXECUTIVES") (JULY 1, 2016 THROUGH JUNE 30, 2018) RECOMMENDATION: Direct staff to return with a final Resolution for approval BACKGROUND: The Unrepresented Executive Management bargaining group includes 12 positions assigned in various City departments. These managers lead and direct the ongoing services and operations around the City to achieve the City Council goals. The Unrepresented Executive Management resolution expired on June 30, 2016. The recommended 2% base wage increase for the unrepresented Executive Mangement group is the same as that already approved by the City Council for other non -safety bargaining groups for Fiscal Year (FY) 16/17 and FY 17/18. The modest addition of administrative leave to the benefit package reflects the recognition that these managers work additional hours to address ongoing operational priorities above and beyond their regularly scheduled hours. 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, 2016 through June 30, 2018 2. Salary Increase: Job classes in this unrepresented Executive group will receive a 2.0% base wage increase effective July 1, 2016 and a 2.0% increase effective July 1, 2017. 3. One -Time Payment: The unrepresented Executives will receive a Health Cost Increase Offset payment in the amount of $2,500, split as follows: $1,250 will be paid in the first 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' FOR CITY CLERK ONLY File No.: 7-3 Council Meeting: 08/15/2016 Disposition: Staff to return with final resolution SAN RAFAEL CITY COUNCIL AGENDA REPORT / Paee: 2 pensions, is subject to normal payroll taxation and may be used by each executive 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. 4. Administrative Leave: With the additional workload and coverage that executives have assumed due to the more conservative staffing model in the City, the administrative leave benefit has been increased from seven (7) days (52.5 hours) to ten (10) days (75 hours). In addition to the major items discussed above, several other minor revisions were made to the expired resolution provisions and/or clean up items with little or no significant cost. 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 12 Executives is $3,280,911. The additional ongoing incremental cost of the recommended resolution beyond the FY 15/16 budget is: Incremental Incremental FY 2016-17 FY 2017-18 Wages: Base Salary (2%) $38,772 $39,547 Annual % change (2%) (2%) Other costs: Pension* $19,718 $20,112 Taxes (Medicare, W/C) $ 1.574 $ 2,276 Total Incremental Cost $60,064 $61,935 *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. The projected total salary and benefit cost increase for the items specified above is $182,063 for the two year term. In addition, there is a cost of $30,000 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 work conditions for the Executives. • Direct staff to return with more information. SAN RAFAEL CITY COUNCIL AGENDA REPORT / Paee: 3 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 Executive Mangement group (July 1, 2016 through June 30, 2018). ATTACHMENTS: Draft resolution specifying the compensation and working conditions for the Unrepresented Executive Mangement group July 1, 2016 to June 30, 2018 RESOLUTION NO. RESOLUTION ESTABLISHING THE COMPENSATION AND WORKING CONDITIONS FOR UNREPRESENTED EXECUTIVE MANAGEMENT EMPLOYEES ("EXECUTIVES") (July 1, 20164 through June 30, 20186) 1. EXECUTIVE MANAGEMENT EMPLOYEES The Executive Management Employees of the City of San Rafael are the Executive Management Job Class Titles ("Executives", herein) 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, 20164 through June 30, 20186. 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. SALARYINCREASES Effective the pay period including July 1, 20146, the City will increase base wages for all employees by 32.0%. Effective the pay period including July 1, 20167, the City will increase base wages for all employees by 32.0%. D. ONE-TIME PAYMENT The unrepresented Executives will receive a Health Cost Increase Offset pavment in the amount of $2,500, split as follows: $1,250 will be paid in the first pavcheck in September 2016, and $1,250 will be paid in September 2017. This one-time pavment will not be included in the Full Flex Cafeteria Plan, will not contribute to emplovees' pensions, is subject to normal pavroll taxation and may be used by each executive to address their own unique health care cost needs. This pavment is limited to the two vears cited in the resolution and is not scheduled to recur in the future. D.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. 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 Emplovees. 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 men+hl" flex dollar ollewaRre effe Gtiye with the payGheGk of Deremher 15, 2013 Is: Cmnleyee en ,� $ 69p.2�6 Cmnleyee and ono rdenenrdont: `$11. 1Y78552 Cmnleyee and twe er more rdenenrdonta: $ 7432.0 9 Emnleyee en ,� Q rd 99 9 Emnleyee anene rdenenrdont: $ 1297.9Y Emnleyee and twe er mere rdepenrdonto: $ 1570.38 The monthly flex dollar allowance effective the pavcheck of December 15, 2015 shall be: For emNovee onlv: $ 618.49 For emNovee and one dependent: $1,236.97 For emNovee and two or more dependents: $1,608.07 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 CaIPERS on an annual basis. The increase to flex dollar allowances shall not exceed 3% for any given year. The Gify shall make available fr` employ oc an additional flex dollar allewaRGe to fund a bac G "emnlrn.ee nli is rdenenrdent" visien 1R.Icn to he determined by the G*. The monthly flex dollar allowance may be used in accordance with the terms of the cafeteria plan to purchase medical insurance, taken in the form of cash to contribute to a deferred compensation (457) plan, or may be converted to taxable income. Conditional Opt -Out Pavment: An emplovee may elect to waive the Citv's health insurance coveraae and receive the value of the Emolovee Only contribution as a monthly Opt -Out gavment in accordance with the terms of the cafeteria pian, and the Affordable Care Act, if the emplovee complies with the followina conditions: 1) The emplovee certifies that the emplovee and all individuals in the emolovee's tax familv for whom coveraae is waived, have alternative Minimum Essential Coveraae as defined by the Patient Protection and Affordable Care Act throuah a provider other than a federal marketplace, a state exchange, or an individual Dolicv. 2) Durina the Citv's annual open enrollment period, the emplovee must complete an annual written attestation confirmina that the emplovee and the other members of the emglovee's tax familv are enrolled in alternative Minimum Essential Coveraae. The emplovee aarees to notifv the Citv no later than 30 days if the emplovee or other member(s) of the emolovee's tax familv lose coveraae under the alternative Minimum Essential Coveraae Plan. 3) The emplovee understands that the Citv is leaallv required to immediatelv stop conditional opt -out Davments if the Citv learns that the emplovee and/or members of the emr)lovee's familv do not have the alternative Minimal Essential Coveraae. The Citv reserves the riaht to modifv at anv time, the amount an emplovee is eligible to receive under this paragraph, if reauired by IRS Cafeteria Plan reaulations, other leaislation or Federal and/or California aqencv quidance. dependents, an S'maantet to eXGeed the ornia Puhr^ Empleyees' MediGal and Hespi+al Core n^t (PEMHGA) ^entribYtien e rdas eterminerd by GaIPERS on an annual brio. This-pertien of the monthly flex rdellar allewan^e is identified as the Qty. S GontrlbUtlon towards DCMI-I(`A The ba„DnEe efthe menthly flex deilar allewaRGe (after theE€MgGA minimum ^enfri ,) may be used !R aGGGrdaRGe with the terms of the Gafeteria plaR to PUFGhase ether beRefits or may be-ee averted to taxable RGOme. For example, G OR Daleedar year 2010, a Jingle employee's monthly flex dollar ollewan^e fer health is $52q.S"^I; of that amount, designated$i1nr'-vv-vvs ,,—hai beedesignatedby Gall &Ri ti the rvr`ty's en PEMHGA GGR rib if �'0r by bnse of $4-12.,F_1 mQy -hp— die purchase ether eeveage-ass etterea tnreug„ the G,feter;a nl�or mai. he ^e Ryerterd to taxable inreme If an nleyee has health ge ei Leh a snei ise/rdenenrdent er a former nor-en�.������lth ins:r�nce-Ee�erag�t#r�„�p����,��,�,T� nleyer and nreyirdes nreef of etheF �v ge to th l Reset r Department, t the r �, �a „�m�n , .��Ees�ep�er��-R,� emnleyee may ele^t to waive the Gityhealth in kwr: nee --age and ele^t to Use flex rdellars M a^^errdanee with the terms of the ^afeteris plan. 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 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 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 equalto—twe tomes the enpleyeo'n snnusl salaryin the amount of $250.000 at no cost to the emplovee 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 Citv will contract for and pav 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. 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 Manaqement Allowance of 4.59% was rolled into base oav for all Unrepresented Executive Manaqement emplovees. Pursucnt tsResol amen Ne. 10657, the Gity vc&ibl�&hsd a Define ontribL, iqn Refiremont Plcn f -e -r E—xeGUtives. All related � toy this plcn ahcll bq geverned by tho Plcn deeurnont m sm�ed. Current rrrent Gontrlbut.on io I.F/J%-e �o alcry. Eligible emnleyo-.\3 ohQll he\„ea eno_fimo eptienom, „of elenting on emnleyer ^ontribuVan (pre tax) to their PARS onneYnt er on offor tai( pay�a FBont in thF of an ExeGUtiye Management �+II� ems.n RGC.-TheCity ohall mcks Dlen nhaRgV co required from time to tom in mer to have the efine ontribL. ion R mont Plcn romcin in somplicnse with then evicting IRC regulatienc N. dditiGRallyf the City will make o GRe tiMe ManageMent Allem aRGe GontribUtiqR ef 0.36° f annual base my 2014 and july �� TO GGmnl" With IRC rules, employees who had previously eieeted to have the Gity's MaRagemont oll,,wa;eezontributi9Rs deposited in a PARS aeee',nt will have their Gontributi^nc ORGreased by the r�it�ontributian perGeRto^e. Employees who—eieEted the Gash eption—ill ✓milxly rem ive an ani iiyaleRt aMO int in Goch 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 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 b! week! semi-monthly basis. Eligible employees accrue vacation at the following rate for continuous service performed in pay status: Years of service Leave Accrual rate/vearlv 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 Citv Manager. 3. Annual Option for Pavment 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 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) 47-�-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 11 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. F. GYM REIMBURSEMENT EmDlovees are eligible to receive uD to $16.50 Der month reimbursement for paid avm memberships. Such reimbursement shall be reported as taxable income to the emDlovee. I, ESTHER C. BEIRNE, Clerk of the City of San Rafael, hereby certify that the foregoing resolution was dul�r and regularly introduced and adopted at a regular meeting of the Council of said City held on the 46t day of September 2016deRe-,2444 by the following vote, to wit: AYES: COUNCILMEMBERS: NOES: COUNCILMEMBERS: ABSENT: COUNCILMEMBERS: ESTHER C. BEIRNE, CITY CLERK Exhibit A SAN RAFAEL UNREPRESENTED EXECUTIVE MANAGEMENT SALARY SCHEDULE Effective July 1, 2016 Grade Position A B C D E 2501 Assistant City Attorney $ 10,638 $ 11,170 $ 11,728 $ 12,315 $ 12,931 2001 Assistant City Manager $ 12,584 $ 13,213 $ 13,874 $ 14,567 $ 15,296 2300 Community Development Director $ 12,276 $ 12,890 $ 13,535 $ 14,212 $ 14,922 8101 Community Services Director $ 10,622 $ 11,153 $ 11,711 $ 12,297 $ 12,911 2801 Director of Economic Development & Innovation $ 11,124 $ 11,680 $ 12,264 $ 12,878 $ 13,521 2205 District Manager/Engineer (SRSD) $ 11,124 $ 11,680 $ 12,264 $ 12,878 $ 13,521 2140 Finance Director $ 11,124 $ 11,680 $ 12,264 $ 12,878 $ 13,521 7101 Fire Chief $ 12,276 $ 12,890 $ 13,535 $ 14,212 $ 14,922 1106 Human Resources Director $ 11,124 $ 11,680 $ 12,264 $ 12,878 $ 13,521 2401 Library Director $ 10,321 $ 10,837 $ 11,379 $ 11,948 $ 12,545 6101 Police Chief $ 12,276 $ 12,890 $ 13,535 $ 14,212 $ 14,922 2201 Public Works Director $ 12,276 $ 12,890 $ 13,535 $ 14,212 $ 14,922 Position Monthly Salary City Manager (Appointed) I $ 18,551 The City Manager is appointed by the City Council and is not subject to the terms and conditions of the Management Resolution Exhibit A SAN RAFAEL UNREPRESENTED EXECUTIVE MANAGEMENT SALARY SCHEDULE Effective July 1, 2017 Grade Position A B C D E 2501 Assistant City Attorney $ 10,851 $ 11,393 $ 11,963 $ 12,561 $ 13,189 2001 Assistant City Manager $ 12,835 $ 13,477 $ 14,151 $ 14,859 $ 15,601 2300 Community Development Director $ 12,522 $ 13,148 $ 13,806 $ 14,496 $ 15,221 8101 Community Services Director $ 10,835 $ 11,376 $ 11,945 $ 12,543 $ 13,170 2801 Director of Economic Development & Innovation $ 11,347 $ 11,914 $ 12,510 $ 13,135 $ 13,792 2205 District Manager/Engineer (SRSD) $ 11,347 $ 11,914 $ 12,510 $ 13,135 $ 13,792 2140 Finance Director $ 11,347 $ 11,914 $ 12,510 $ 13,135 $ 13,792 7101 Fire Chief $ 12,522 $ 13,148 $ 13,806 $ 14,496 $ 15,221 1106 Human Resources Director $ 11,347 $ 11,914 $ 12,510 $ 13,135 $ 13,792 2401 Library Director $ 10,527 $ 11,054 $ 11,607 $ 12,187 $ 12,796 6101 Police Chief $ 12,522 $ 13,148 $ 13,806 $ 14,496 $ 15,221 2201 Public Works Director $ 12,522 $ 13,148 $ 13,806 $ 14,496 $ 15,221 Position Monthly Salary City Manager (Appointed) I $ 18,922 The City Manager is appointed by the City Council and is not subject to the terms and conditions of the Management Resolution ROUTING SLIP / APPROVAL FORM INSTRUCTIONS: Use this cover sheet with each submittal of a staff report before approval by the City Council. Save staff report (including this cover sheet) along with all related attachments in the Team Drive (T:) --> CITY COUNCIL AGENDA ITEMS 4 AGENDA ITEM APPROVAL PROCESS 4 [DEPT - AGENDA TOPIC] Agenda Item # Date of Meeting: 8/15/2016 From: Stacey Peterson Department: Human Resources Date: 8/5/2016 Topic: Resolution for Executive Management Compensation Subject: Discussion and Consideration of Resolution approving compensation and working conditions for Executive Management Employees "Executives" (July 1, 2016 through June 30, 2018) Type: ❑ Resolution ❑ Ordinance ❑ Professional Services Agreement ❑ Other: Discussion and Consideration APPROVALS ® Finance Director Remarks: MM -approved ® City Attorney Remarks: LG -Approved 8/9/16. ® Author, review and accept City Attorney / Finance changes Remarks: SP - Ready for CM review 8-9-16; I figured out why the one-time payment amount didn't add up. Sylvia had reduced it the cost for 13 Executives after removing the City Clerk and City Attorney compensation for the separate staff report. She didn't realize the number of Executives was listed. Mystery solved... I have removed City Manager costs from the report and reduced the number of Executives to 12 in both places and updated the Fiscal Impact section. M City Manager Remarks: FOR CITY CLERK ONLY File No.: Council Meeting: Disposition: