CC - 2025-51 – Establishing Annual Salary Ranges and Benefits for Middle Management Employees of the City of Rosemead From July 1, 2025 Through June 30, 2028RESOLUTION NO. 2025-51
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ROSEMEAD, CALIFORNIA, ESTABLISHING ANNUAL SALARY
RANGES AND BENEFITS FOR MIDDLE MANAGEMENT
EMPLOYEES OF THE CITY OF ROSEMEAD FROM JULY 1, 2025
THROUGH JUNE 30, 2028
WHEREAS, the classifications in the Middle Management of the City of Rosemead
("City") are critical to the efficient and effective operations of the City, the City Council recognizes
the management, supervisory, professional and/or confidential nature of their positions; and
WHEREAS, the City Council has to authority to set compensation and benefit levels for
unrepresented employees; and
W-tMREAS, the City Council desires to establish compensation and benefit levels for
ciassificatiohs-in Middle Management of the City;
NOW THEREFORE, BE IT RESOLVED that effective July 1, 2025, the salary ranges and
benefits for Middle Management unrepresented employees, as set forth in
-Brliibit'A, attached hereto, are adopted.
PASSED, APPROVED, AND ADOPTED this 14`s day of October, 2025.
APPROVED AS TO FORM:
Z��j �, /�; �
Rachel Richman, City Attorney
Margaret Clark, Mayor
ATTEST:
Ericka Hernandez, City Clerk _ = "
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES) §
CITY OF ROSEMEAD )
I, Ericka Hernandez, City Clerk of the City Council of the City of Rosemead, California,
do hereby certify that the foregoing City Council Resolution No. 2025-51 was duly adopted
by the City Council of the City of Rosemead, California, at a regular meeting thereof held on
the 14a' day of October, 2025, by the following vote, to wit:
AYES: ARMENTA, CLARK, DANG
NOES: NONE
ABSENT: LOW, LY
ABSTAIN: NONE
Ericka Hernandez, City Clerk-,
123:II:11/A
City of Rosemead
E M
/O \
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Q. C�
RATED
Middle Management
Salary & Fringe Benefits
Resolution No. 2025-51
Approved
October 14, 2025
TABLE OF CONTENTS
SECTION 1 APPLICABILITY........................................................................................................................3
SECTIONSEVERABILITY..........................................................................................................................3
SECTION 3 NON-DISCRIMINATION.............................................................................................................3
COMPENSATION
SECTION4
SALARY..................................................................................................................................4
SECTION 5
PROBATIONARY PERIOD............................................................................................................5
10
SECTION 6
PERFORMANCE EVALUATION.....................................................................................................6
10
SECTION
PROMOTION...........................................................................................................................6
10
SECTION 8
RECLASSIFICATION....................................................................................................................7
11
SECTION9
ACTING PAY............................................................................................................................8
12
SECTION 10
BILINGUAL PAY........................................................................................................................8
12
SECTION 11
AUTO ALLOWANCE..................................................................................................................9
12
SECTION 12
TECHNOLOGY ALLOWANCE........................................................................................................9
12
SECTION 13
UNIFORM CLEANING ALLOWANCE..............................................................................................9
12
SECTION 14
BOOT REIMBURSEMENT............................................................................................................9
12
BENEFITS
SECTION 15
HEALTH INSURANCE PROVIDER..................................................................................................9
SECTION 16
CAFETERIA -STYLE HEALTH, WELFARE, AND & SAVINGS BENEFIT ....................................................
10
SECTION 17
CHANGES To HEALTHCARE LAWS.............................................................................................
10
SECTION 18
RETIREMENT HEALTH PLAN.....................................................................................................
10
SECTION 19
RETIREMENT PROGRAM (CALPERS).........................................................................................
11
SECTION 20
ENHANCED RETIREMENT PROGRAM: PUBLIC AGENCY RETIREMENT SERVICES (PARS) .......................
12
SECTION 21
SOCIALSECURITY...................................................................................................................
12
SECTION 22
DEFERRED COMPENSATION PROGRAM (401A)..........................................................................
12
SECTION 23
DEFERRED COMPENSATION PROGRAM (457).............................................................................
12
SECTION 24
FLEXIBLE SPENDING ACCOUNT (SECTION 125)...........................................................................
12
SECTION 25
SHORT-TERM DISABILITY/LONG TERM DISABILITY.......................................................................
12
SECTION26
LIFE INSURANCE.....................................................................................................................
13
SECTION 27
TUITION REIMBURSEMENT......................................................................................................
13
SECTION28
WELLNESS PROGRAM.............................................................................................................
14
SECTION 29
COMPUTER PURCHASE PROGRAM............................................................................................
14
SECTION 30
EMPLOYEE ASSISTANCE PROGRAM (EAP)..................................................................................
14
SCHEDULES/LEAVE
SECTION 31 VACATION ACCRUAL AND ACCRUAL CAP.................................................................................... 15
SECTION 32 VACATION BUYBACK............................................................................................................... 15
SECTION 33 ADMINISTRATIVE LEAVE.......................................................................................................... 17
Middle Management Resolution Attachment — No 2025-51
Page 1 1
SECTION 34
SECTION 35
SECTION 36
SECTION 37
SECTION 36
SECTION 39
OTHER
SECTION 40
SECTION 41
SECTION 42
SECTION 42
APPENDIX A
SICKLEAVE........................................................................................................
CITY -RECOGNIZED HOLIDAYS................................................................................
TEMPORARY MODIFIED WORK SCHEDULE...............................................................
FLEXIBLE SCHEDULING DUE TO SPECIAL EVENTS .......................................................
BEREAVEMENTLEAVE..........................................................................................
JURYDUTY LEAVE................................................................................................
DIRECT DEPOSIT ..........................................
EMERGENCY WAIVER PROVISION ...................
CORRECTIVE ACTION ....................................
GRIEVANCE PROCEDURE ...............................
SALARY SCHEDULE .......................................
Middle Management Resolution Attachment — No 2025-51
Page 12
SECTION 1: APPLICABILITY
The employee classifications described in this Resolution are not represented by an employee
organization. Therefore, this Resolution does not constitute a memorandum of understanding
and is not the result of the meet and confer process; rather, this Resolution is designed to provide
the Middle Management Group employees with a reference tool regarding terms and conditions
of their employment as the same are periodically determined by the City Council. Full-time
employees in the following classifications are covered by this Resolution:
Ril'wtk M ttagimettt - a
Administrative Services Manager
Planning & Economic Development Manager
City Engineer
Public Safety Manager
Finance Manager
Public Works Fiscal and Project Manager
Human Resources Manager
Public Works Manager
SECTION 2: SEVERABILITY
It is understood that this Resolution is subject to all applicable present and future Federal, State,
and Local laws and regulations, and the provisions hereof shall be effective and implemented
only to the extent permitted by such laws and regulations. If any part of this Resolution is in
conflict with such applicable provisions of Federal, State, or Local laws or regulations or otherwise
held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part of
provision shall be suspended and superseded by such applicable laws and regulations and the
remainder of this Resolution shall not be affected thereby and shall remain in full force and effect.
SECTION 3: NON-DISCRIMINATION
The City will not discriminate against any employee based upon race, religious creed, color,
national origin, age (40 and over), ancestry, sexual orientation, sex, gender identity, gender
expression, military and veteran status, disability (physical or mental), sexual orientation, marital
status, pregnancy, childbirth or related medical condition, genetic information/characteristics, or
any other legally protected characteristics.
Middle Management Resolution Attachment — No 2025-51
Page 13
COMPENSATION
SECTION 4: COMPENSATION
Year One
Effective July 1, 2025, all employees will receive a total of three percent (3%) Cost of Living
Adjustment (COLA), which consists of the previously approved two percent (2%) COLA
under Resolution 2025-39 plus an additional one percent (1%).
Year Two
Effective July 1, 2026, all Middle Management employees will receive a total of three
percent (3%) COLA, which consists of the previously approved two percent (2%) COLA
under Resolution 2025-39 plus an additional one percent (1%).
Year Three
Effective July 1, 2027, all Middle Management employees will receive a three percent
(3%) COLA.
A. Salary Ranges/Steps: As reflected in Appendix A, each salary range consists of ten (10)
salary steps. Steps are set as a monthly rate, at approximately three percent (3%)
intervals, rounded to the nearest whole dollar. Hourly rates shall be determined by
multiplying the monthly rate by 12 (months) and dividing by 2080 (hours).
B. Salary Advancement: Each employee will be placed within the ten (10) step salary range
of their respective position's classification. Pay increases shall not be automatic but shall
depend upon the merit and performance of the employee, as determined by the
Department Director. The first opportunity for a merit increase would be at the end of
the probationary period. Subsequent merit step increase opportunities will occur
annually, on the anniversary date of the employee's hire date or transfer to their current
position.
D. Salary Placement for New Appointments: The first salary step level will be the minimum
rate and normally the hiring rate. In special cases when, in the sole discretion of the
Department Director, it is merited by experience, education, training, or other
qualification, the City may approve the hiring of a candidate for employment at a higher
step. However, no newly appointed person shall be hired above Step 4 without prior
approval of the City Manager.
E. Performance Evaluation Requirements: Recommendations for a one-step increase,
two-step increase, three-step increase, or denied eligibility for a step increase must be
accompanied by a performance evaluation to substantiate performance. Performance
evaluations for consideration of a step increase shall be due annually based upon the
employee's anniversary date of appointment to their current classification. An employee
Middle Management Resolution Attachment— No 2025-51
Page 14
on a leave of absence (paid or unpaid) for more than thirty (30) consecutive workdays in
a rating period shall have their annual review date adjusted accordingly.
F. Effective Date of Step Increase: Any recommended step increase will be effective the
first day of the pay period immediately following the employee's anniversary or annual
review date.
G. Step Advancement: Advancement from Step 1 through Step 10 will be contingent upon
receiving an overall performance rating of "meets expectations" or higher on the
performance evaluation as follows:
• One -Step Increase —Overall Performance Rating of Meets Expectations
• Two -Step Increase —Overall Performance Rating of Exceeds Expectations
• Three -Step Increase — Overall Performance Rating of Substantially Exceeds
Expectations
H. Continuing Pay for Performance: Each general employee who has achieved and
maintained step 10 of their classification salary range for one (1) full year, will be eligible
to receive a one-time lump sum payment for continuing exceptional performance. For
purposes of eligibility under this provision, "continuing exceptional performance," means
that the employee has earned an overall performance rating of "Substantially Exceeds
Expectations" on their annual performance review. The lump sum payment amount will
be equal to 3% of the approved step 10 annual rate for the employee's classification in
effect at the time of the employee's anniversary date. The City will issue the one-time
payment in the next pay period following the employee's receipt of their annual
performance evaluation. For each subsequent year in which the employee remains on
step 10 of the same classification and demonstrates continuing exceptional performance
as defined by this section, the employee will receive a payment under the terms of this
section. Each year shall stand alone in determining the employee's eligibility and in
determining the amount of the payment.
I. Evaluation Appeals: Upon receipt of a performance evaluation, an employee may appeal
the results of that evaluation within seven (7) calendar days following the delivery of the
evaluation. The performance evaluation shall be appealed in writing to the City Manager
who shall provide a written response within fourteen (14) days of the appeal being
properly submitted. If the original performance evaluation rating is reaffirmed by the City
Manager, then they shall state the reason for the denial of the appeal in the written
response to the employee. There shall be no appeal of a performance evaluation beyond
the City Manager. The City Manager shall have the discretion to consider all factors
including — but not limited to — additional workload assigned during the evaluation period
in determining whether the overall rating is appropriate.
SECTION S: PROBATIONARY PERIOD
The probationary period, of one year (2080 supervised hours), shall be an integral part of the
employment examination process and shall be utilized as an opportunity to closely observe the
employee's work, to provide special training, to assist the employee in adjusting to the new
Middle Management Resolution Attachment — No 2025-51
Page 15
position, and to reject any employee whose work performance, adaption, or personal conduct
fails to meet required standards. A probationary employee shall have no right of tenure and may
be dismissed without cause, at any time, during the probationary period without right of appeal,
grievance, or hearing. Probationary employees do not have property or vested rights in their
positions with the City.
All employees shall receive an interim performance report after completion of six (6) months of
the probationary period. Satisfactory completion of probation is based on total performance
during the entire probationary period. The City Manager may, in his/her sole discretion, extend
the probationary period an additional 1040 hours (six (6) months).
If an employee is out on an extended leave of absence, the probationary period will be extended
out by the equal amount of time/duration the employee is out on the leave of absence.
The probationary period for an employee promoted to a higher classification is defined in Section
7 (Promotions).
SECTION 6: PERFORMANCE EVALUATION
All employees will receive an annual performance evaluation. The City recognizes the importance
of conducting timely evaluations. Supervisors, managers, and department directors must submit
and conduct performance evaluations in a timely manner on the date the evaluations are due.
Every effort must be made by the supervisors, managers, and department directors to submit
timely evaluations. However, the City recognizes that when an emergency or an unforeseen
circumstance arises, the expectation is to submit the evaluations as soon as practicable.
Aside from an emergency or an unforeseen circumstance, in the event that a supervisor will not
be able to complete an employee performance evaluation report in a timely manner, the
supervisor shall notify the department director and request a time extension for completion of
the performance evaluation report. An extension of two (2) weeks will be permitted for the
supervisor to complete the evaluation. In addition, the supervisor must inform and notify the
respective employee if the evaluation will not be completed on time.
If an employee is out on an extended leave of absence, the performance evaluation will be
extended by the equal amount of time/duration the employee is out on the leave of absence. An
extended leave of absence is defined as thirty (30) days or longer.
A probationary employee will receive an interim performance evaluation at six months from the
date of hire. Interim performance evaluations are not linked to any merit adjustments or
increases.
SECTION 7: PROMOTIONS
The City may promote any employee to a different job classification within the City service having
more responsible duties, and/or higher job qualifications, and/or a higher salary scale level.
Upon promotion any employee shall receive a minimum salary increase equivalent to ten percent
Middle Management Resolution Attachment — No 2025-51
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(10%) in the employee's current (pre -promotional) job classification, provided however that such
increase shall be at least equivalent to the minimum of the salary scale established for the new
job classification. A promotion shall establish a new Evaluation Date for purposes of performance
evaluation.
Employees promoted to a higher position shall also serve a six (6) month (1040 hours)
promotional probationary period beginning on the effective date of the promotion. Any regular
employee rejected during the probationary period following a promotional appointment, by
reason of failure to satisfactorily complete the probationary period shall be reinstated to the
position from which the employee was promoted unless there is a basis for dismissing the
employee for just cause. Promotional probationary employees shall have no tenured rights to
appeal such actions. Dismissal from City employment during the promotional probationary
period may be made for just cause in accordance with City policy 30-21 (Corrective Action).
If an employee had not attained regular status in the class to which the employee reinstates, the
employee shall then be required to complete the normal probationary period, less any service
previously accrued in such lower class.
SECTION 8: RECLASSIFICATIONS
The City may reclassify any position within City service as provided below and in accordance with
the criteria in the City's Employer -Employee Relations Resolution and the Fair Labor Standards
Act.
A. Reclassification Defined. A reclassification is a change injob description and/or job title of a
position within the City service to accommodate materially changed job duties not
anticipated in the original classification and assigned or directed to be performed by the
City. Such changed duties do not include duties voluntarily assumed by, and not assigned
to, an employee or temporary duties assigned for purposes of training for the employee.
B. Impact of Reclassification. Position reclassification is neither a promotion nor demotion.
A reclassification may result in the salary range being increased, decreased, or staying the
same. Typically, an employee will be placed on the step that includes the salary rate
closest to his/her current salary rate, not to exceed the top of the salary range. The salary
rate may be increased at the time of the reclassification at the discretion of the City. If
the salary range is decreased as a result of the reclassification, the employee may be P-
rated at the discretion of the City. A reclassification shall not alter an employee's
Evaluation Date.
C. Employee Request for Classification Study. An employee may request a classification
study by submitting a written statement to the Department Director through the
employee's immediate supervisor and chain of command detailing the reasons for said
request. The Department Director shall review, comment, and forward the request to
Human Resources within 30 days of receiving the request. If the Department Director
does not forward the request to Human Resources within 30 days, the employee may
then submit the request directly to Human Resources. Human Resources shall make the
determination asto classification study need and so inform the Department and employee
Middle Management Resolution Attachment— No 2025-51
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of said determination. The employee may appeal the determination to the City Manager
within ten (10) working days from receipt of notification. The City Manager's decision
shall be the final determination. In the event a classification study is undertaken, final
reclassification determination shall be made by the Human Resources Manager.
SECTION 9: ACTING PAY
The City may, at its discretion, appoint an employee in an acting capacity to fill a position vacant
due to separation, extended illness, or extended leave in a job classification higher than the one
held by the employee.
The selection of an employee for an acting assignment shall be at the sole discretion of the
Department Director or designee, taking into consideration the requirements of the position
to be filled and the qualifications, job performance, and seniority of those employees eligible
for the acting assignment. The selected employee must, however, possess the minimum
qualifications established for higher classification.
An employee serving an acting assignment for a minimum of eight (8) continuous workdays shall
receive acting pay in the amount of a salary increase that isthe higher of ten percent (10%) of the
employee's base salary or the first step of the salary range applicable to the position being filled,
paid retroactive to the first day of the acting assignment. An employee who is serving an acting
assignment for less than eight (8) continuous workdays shall not receive acting pay. No employee
may serve an acting assignment for more than 960 hours per fiscal year.
SECTION 10: BILINGUAL PAY
The City offers a bilingual pay program for eligible employees who consistently use other
languages as part of their regular job duties are required to translate and/or interact with the
general public/customers during the normal course of work, rather than on an incidental or
infrequent basis. To qualify, employees must pass the test developed or utilized by the City for
the following recognized languages: Spanish, Vietnamese, Cantonese, Mandarin, American Sign
Language, or any other language determined by the City Manager. Employees must be certified
up to the end of the existing fiscal year to receive bilingual pay by the City. All bilingual pay
expires at the end of the fiscal year and is to be approved annually based on reassessment of the
City's business needs. The City agrees that the decision to remove an employee from the bilingual
pay program will not be done in an arbitrary or capricious manner. It will be applicable at all
primary sites (City Hall, Rosemead Community Recreation Center (RCRC), Garvey Community
Center, Public Safety and Public Works). Once certified, employees will receive a bilingual stipend
of $100 per month.Any employee who is not certified bythe City is not required to use a language
other than English. However, when a member of the public, requests assistance in a language
other than English, our employees must make a reasonable effort to accommodate and assist in
a polite and professional manner.
The City reserves the right to suspend bilingual pay if the employee is out on an extended leave
of absence of more than 80 consecutive hours and/or is otherwise not physically present at
work to provide bilingual services. The City also reserves the right to reassess an employee's
Middle Management Resolution Attachment — No 2025-51
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eligibility for bilingual pay based on its business needs in the event an employee changes or
transfers from one position or title to another. If an employee is removed from the bilingual
pay program but, within the following month, is directed by a supervisor or department head to
provide bilingual services in connection with their regular job duties at least three (3) times
within a month, then the employee shall be eligible to receive bilingual pay for two (2) pay
periods covering that month, subject to advance approval by the City Manager.
SECTION 11: AUTO ALLOWANCE
Employees may receive up to $250 per month for the use of their personal vehicles for City
business and further based on the driving demands of the positions as recommended by the
Department Director and approved by the City Manager. Employees who receive a car allowance
may not receive mileage reimbursement.
SECTION 12: TECHNOLOGY ALLOWANCE
Based on City needs, department director recommendation, and City Manager approval,
employees may be provided a city issued cell phone/smart phone or, in -lieu of the City device, a
$100 monthly allowance for technology costs such as cellular service for personal devices.
SECTION 13: UNIFORM CLEANING ALLOWANCE
Employees required to wear uniforms, that are provided but not cleaned by the City, shall receive
$6.25 per pay period (24 pay periods), $150 per year for cleaning/maintenance of said uniform.
SECTION 14: BOOT REIMBURSEMENT
Employees in the positions of Public Works Manager shall be reimbursed up to $325 per fiscal
year for the purchase of safety shoes/boots. The footwear must meet ASTM or other industry -
approved standards appropriate for the employee's work assignment and classification, as
determined by the Department Director and Human Resources Manager. Any employee
reimbursed for or issued protective footwear shall wear such shoes at all times during work
hours.
The City may authorize direct bill payment for shoes purchased at a vendor of the City's choice
or the employee may request reimbursement up to the allowed amount. If the employee
purchases shoes for an amount (including tax) greater than the annual limit provided herein, the
employee shall pay the difference to the vendor at the time of purchase.
BENEFITS
SECTION 15: HEALTH INSURANCE PROVIDER
The City contracts with California Public Employees' Retirement System (CaIPERS) pursuant to
the Public Employees' Medical and Hospital Care Act (PEMHCA) to serve as the health insurance
provider for the City.
Middle Management Resolution Attachment— No 2025-51
Page 19
SECTION 16: CAFETERIA -STYLE HEALTH, WELFARE. & SAVINGS BENEFIT
1. The City will provide each full-time employee with $1,700 per month for use towards
enrolling in any of the City offered health plans, dental plans, and vision plans. Effective
July 1, 2023, the City will provide an additional $500 per month for excess 'out-of-pocket'
health care premium costs. The additional $500 per month has no cash out value.
2. Unused Contribution. For employees hired on or before November 30, 2021, any unused
remainder of the $1,700 monthly cafeteria -style benefit may be put into a deferred
compensation plan, taken as a taxable cash disbursement, or used for the purchase of
any City sponsored insurance, long-term care, or long-term savings program. Employees
hired after November 30, 2021 will not be eligible for cash back of any unused portion of
the cafeteria -style benefit.
3. Excess Premiums. Employees shall be required to pay any cost of the health, dental, and
vision premiums for their selected plans that exceeds the amount of the City's monthly
contribution.
4. Opt -Out. Employees hired on or before November 30, 2021, may choose to waive
coverage and take the entire $1,700 monthly benefit as deferred compensation or taxable
cash, but must first show proof of group health insurance coverage through an individual,
a spouse or family member's coverage through their employer and complete the
Voluntary Decline of Health Care Offered Under City of Rosemead Group Plan form.
Employees hired after November 30, 2021, choosing to opt -out of medical coverage
offered by the City, under the same conditions, will receive $500 per month.
SECTION 17: CHANGES TO HEALTHCARE LAWS
The parties recognize that certain changes to State or Federal laws, programs, taxes, or regulation
including, but not limited to, the Affordable Care Act (ACA), may impact future medical plan
offerings.
SECTION 18: RETIREMENT HEALTH PLAN
A. All full-time employees hired on or before July 1, 2007, who have 20 years or more of
service with the City, and who retire from the City, receive an allocation of up to
$1,000/month to pay for health care benefits for the duration of their retirement. If the
health insurance program selected by the retiree costs more than $1,000/month, the City
will only cover the first $1,000/month of the cost of the selected program.
B. All full-time employees hired on or before July 1, 2007, who have 12-19 years of service
with the City, and who retire from the City, receive an allocation of up to $500/month to
pay for health care benefits for the duration of their retirement. If the health insurance
program selected by the retiree costs more than $500/month, the City will only cover the
first $500/month of the cost of the selected program.
C. The above retirement health contributions will only be in effect for full-time employees
employed with the City as of July 1, 2007. When a retired employee reaches 65 years of
age, or becomes eligible for Medicare, said retiree will transition to Medicare coverage
Middle Management Resolution Attachment— No 2025-51
Page 110
and the City will continue to contribute towards the cost of health care coverage during
the duration of the former employee's retirement in the amounts defined in subsections
A and B of this Section.
D. The City's contribution for retirement health may be used towards health coverage of the
retiree, their spouse, and/or any eligible dependent(s).
E. Employees hired after July 1, 2007, will receive retiree health benefits in accordance with
public employees' retirement laws and CalPERS.
SECTION 19: RETIREMENT PROGRAM (CALPER$)
Employees will be enrolled in the City's retirement program through CalPERS.
On July 1, 2007, the City began providing the 2.7%@55 benefit formula with one-year final
compensation option with no cap.
On July 1, 2010, the City implemented a 2 -tier system with changes for new hires only. All full-
time new hires, hired on or after July 1, 2010, will be subject to the 2%@55 formula with one-
year final compensation option.
All existing full-time employees hired prior to July 1, 2010 will remain at the 2.7@55 formula.
Under the Public Employees' Pension Reform Act of 2013 (PEPRA), effective January 1, 2013, all
"new members' will be subject to the 2.0% @ 62 benefit formula which also requires a three-
year final compensation (the highest average annual pensionable compensation earned by a
member during a period of at least 36 months) with an early retirement age of 52.
A "New Member" is defined as:
1. A new hire that is brought into CalPERS membership for the first time on or after
January 1, 2013, and who has no prior membership in any other California public
retirement system.
2. A new hire who is brought into CalPERS membership for the first time on or after
January 1, 2013, and who is not eligible for reciprocity with another California public
retirement system.
3. A member who established CalPERS membership prior to January 1, 2013, and who is
hired by a different CalPERS employer after January 1, 2013, after a break in service
of greater than six months.
Effective January 1, 2013, PEPRA prohibited employers from paying any portion of a "new
member's" member contribution rate. All new members must pay 50% of total normal cost as
employee contribution rate.
CalPERS refers to all members that do not fit within the definition of a new member as "classic
members". All existing CalPERS members as of December 31, 2012, will retain the existing benefit
levels for future service with the same employer.
All "classic members" are required to contribute their full share, up to 8%, of the employee
contribution of the CalPERS rate.
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SECTION 20' ENHANCED RETIREMENT PROGRAM: PUBLIC AGENCY RETIREMENT SERVICES (PARS)
The City offered an enhanced retirement package through Public Agency Retirement Services
(PARS) for all employees hired prior to July 1, 2010. Covered full-time employees who retire from
Rosemead after working 20 years for the City will have their pension formula enhanced to
3%@55, with the provision that the maximum pension allowance that an employee can accrue
through PARS is 90% of final pay. The PARS retirement pension is limited to 90% of final pay.
Employees must be at least 55 years of age qualify for PARS.
SECTION 21: SOCIAL SECURITY
The City deducts from each full-time employees' paycheck, an amount as determined by law for
the Federal Insurance Contributions Act (Social Security). In addition, the City contributes an
additional amount at least equal to the employee's contribution.
SECTION 22: EMPLOYER FUNDED DEFERRED COMPENSATION PROGRAM (401A)
For all full-time employees hired prior to July 1, 2010, the City contributes into a deferred
compensation account a percentage of the employee's salary based on years of service. That
funding formula is as follows:
Years of Service
% of Salary Contributed into 401A
Deferred Compensation Program
0-4
1%
5-9
2%
10-14
3%
15-19
4%
20+
5%
SEcrION 23: DEFERRED COMPENSATION (457)
All employees may voluntarily participate in the available 457 deferred compensation plan. Any
voluntary contributions made to such plan must be made via automatic payroll deductions. The
amounts contributed to the plan are subject to the statutory limits outlined in the codes of the IRS.
SECTION 24: FLEXIBLE SPENDING ACCOUNT (SECTION 12S)
The City offers employees a flexible benefit plan which will allow individuals to pay for certain
expenses (childcare, unreimbursed medical expenses, insurance premiums) with pre-tax dollars.
SECTION 25: SHORT TERM DISABILITY/LONG TERM DISABILITY
State Disability Insurance (SDI) is a partial wage replacement insurance in which the City does not
participate. However, for non -work-related employee disabilities, the City offers Short -Term
Disability (STD)/Long-Term Disability (LTD) to full-time employees. Workers' compensation
injuries are excluded from disability leave/insurance offered by the City.
The City provides employees with a short-term disability plan to protect against cases where a
non -work-related illness or injury is sustained which results in an inability to work for a short
Middle Management Resolution Attachment — No 2025-51
Page 1 12
period of time. Employees will receive 66.67% or 2/3 of their pre -disability base salary (1 year
average of W-2) with a waiting period of 15 calendar days before receiving their benefits and can
last up to 11 weeks. Employees will receive continued payment until the employee is medically
able to return to work, or has to begin utilizing longterm disability, or until the employee reaches
the age of 65, whichever comes first. The maximum short-term disability benefit amount will be
$2,400 per week. Where applicable, Family and Medical Leave Act (FMLA) and/or California
Family Rights Act (CFRA) leave runs concurrently with disability.
The City provides employees with a long-term disability plan to protect against cases where a
non -work-related illness or injury is sustained which results in an inability to work for a long
period of time. In these cases, LTD is received only after STD has expired and the employee
continues to be medically disabled. Employees will receive 66.67% or 2/3 of their pre -disability
base salary with a 90 -day waiting period. The employee will receive continued payment until the
employee is medically able to return to work, or until the employee reaches the age of 65,
whichever comes first. The maximum long-term disability benefit amount will be $10,400 per
month. Where applicable, Family and Medical Leave Act (FMLA) and/or California Family Rights
Act (CFRA) leave runs concurrently with disability.
Employees have the option of receiving a full paycheck by utilizing his/her own leave time to
subsidize the 1/3 while on disability. Disability will cover 2/3 or 66.67% of the pre -disability base
salary based off the W-2 (1 year average). However, when on disability, employees may not
utilize sick leave. Employees may use vacation, floating holiday, holiday, and/or compensatory
time (if applicable). Leave Accrual rate will be based upon the hours utilized.
All disability claim forms must be submitted to Human Resources on a timely basis. As a
guideline, all claim forms should be submitted within 15 calendar days.
All medical certifications or modifications to the medical certification must be submitted to
Human Resources on a timely basis. Employees are required to submit a Fitness for Duty—Return
from Leave Certification at least 2 working days prior to the date of return to the department
director. Employees may not return to work without this certification.
SECTION 26: LIFE INSURANCE
Employees receive an accidental death and dismemberment and life insurance policy of
$100,000.
SECTION 27: TUITION REIMBURSEMENT
The City will reinstate the tuition reimbursement program based upon availability of funding.
Subject to City Manager approval, employees may attend and be reimbursed for part or all of the
costs of educational and other training courses (up to $5,000 per fiscal year) which provide a
benefit to the City provided there are budgeted funds for such approval by the City Council. The
educational/training courses must be job-related leading towards a college or university degree
or certificate and employees must remain with the City for three (3) years after the successful
completion of class/course or must refund the amount received to the City on a pro -rated basis.
If an employee leaves employment (voluntarily or involuntarily) with the City, prior to the three
(3) years after the completion of class/course, the employee must repay the amount received
Middle Management Resolution Attachment — No 2025-51
Page 1 13
based upon the following pro -rated basis:
Pro -Rated Schedule of Refund
Years of Service After Completion
Repayment Amount Due to the City
Less than one (1) year
Full Amount Received
Less than two (2) years
2/3 of Amount Received
Less than three (3) years
1/3 of Amount Received
Employees with prior approval by the City Manager, may be reimbursed for registration, cost of
books, tuition, lab fees and parking for classes or instruction, provided such classes or instruction
are related to the employee's assigned duties with the City.
Reimbursement will be made only after an employee has satisfactorily completed the class or
workshop with the grade of "C" or better or a "B" or better for graduate level courses and that
proof of completion has been submitted and approved by the City Manager.
in general, mandatory, or required training time during working hours shall be considered part of
the job. If the City directs an employee to attend a specific, job-related training course during
non -working hours, employees may utilize flex time. All study time shall be considered
completely voluntary. No overtime pay, additional pay or compensatory time shall be given
unless advanced written approval is granted by the City Manager.
There is no mileage reimbursement for travel to and from educational classes. Required forms
must be completed and necessary documentation (receipts and grades) must be provided in
order to receive reimbursement. Final and conclusive determinations of the reimbursement
amount shall be made by the City Manager/Assistant City Manager after review of the request
and recommendations by the Department Director.
SECTION 28: WELLNESS PROGRAM
The City shall reimburse employees up to four -hundred dollars ($400) per fiscal year for qualifying
expenses of the City's Wellness Program. The form and information required to claim
reimbursement for this benefit, and the final determination of whether an expense qualifies for
this benefit, are left to the discretion of the City Manager.
SECTION 29: COMPUTER PURCHASE PROGRAM
The City provides a computer purchase program for all full-time employees as outlined in the
Administrative Policy No. 30-09 approved by the City Manager. Full-time employees are eligible
for this program after the completion of the probationary period. Loans are due and payable in
full upon termination or separation of employment.
SECTION 30: EMPLOYEE ASSISTANCE PROGRAM (EAP)
The City provides employees with access to the Employee Assistance Program (EAP).
Middle Management Resolution Attachment — No 2025-51
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LEAVES
SECTION 31: VACATION ACCRUAL AND ACCRUAL CAP
Full-time employees will receive vacation accruals as follows:
Vacation Accumulation
Years of Service
Hours/Pay Period
Hours/Year
Days/Year
Maximum
Accumulated
Hours
Up to year 1
3.85
100
10
Example 3:
Year 1—Year 9
5.38
140
14
280
Year 9 — Year 20
6.15
160
16
320
20+
6.92
180
18
360
All full-time employees accrue 100 hours of vacation leave during their first year of service. 140
hours are accrued for employees with one year of service, up to (but not over) 9 years. For
employees with 9 years of service, up to (but not over) 20 years, the accrual rate is 160 hours.
For employees with over 20 years of service (20+), the accrual rate is 180 hours. Employees cease
to accrue vacation hours when, in any pay period, their balance exceeds two times their annual
accrual as determined by their anniversary date. All vacation requests are to be pre -approved
by the Department Director. Negative vacation banks or borrowing from future accruals will not
be allowed except under provisions of Section 34C.
All full-time employees are entitled to a paid vacation following one year of employment.
Employees may begin taking accrued vacation after six months of employment.
Vacation accruals will be determined by the percentage formula of actual hours in a paid status
by the City.
Example 1:
An employee (with 1-9 years of service) who works 80 hours on paid
status per pay period will accrue 5.38 hours/pay period.
An employee (with 1-9 years of service) who works 40 hours on paid
Example 2:
status per pay period will accrue 2.69 hours/pay period (50% of 5.38
hours/pay period).
An employee (with 1-9 years of service) who has a zero -leave
Example 3:
balance and takes an extended leave of absence will not accrue any
hours.
On July 1, 2011, the City established two (2) vacation banks as follows:
Bank A: Vacation earned/accrued prior to June 30, 2011.
Bank B: Vacation earned/accrued after July 1, 2011 (Subject to a 2 -year cap).
SECTION 32: VACATION BUYBACK
In order to encourage employees to take regular vacations on an annual basis and to partially
limit the growth of the City's long-term liability of employee accrued vacation hours upon
separation of employment, the City has established the following criteria for vacation buyback.
Middle Management Resolution Attachment — No 2025-51
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A. Twice per calendar year, full-time employees are eligible to have the City buyback up to
120 combined hours of accumulated unused vacation time in June and/or December of
the following calendar year. Effective December 10, 2023, and continuing thereafter,
employees seeking buyback must submit an irrevocable election form, by no later than
December 101h of the preceding calendar year. With this form, employees can seek
buyback of accumulated unused vacation time in the following calendar year subject to
the following terms:
1. The employee may seek buyback of up to 60 hours in June. Employees receiving
such June buyback may seek an additional buyback in December. Total maximum
buyback for any calendar year will be limited to 120 hours.
2. Employees seeking only a December buyback may receive up to 120 hours.
B. The payment shall be made via payroll with the last paycheck in the following June and/or
December after receipt of the irrevocable election form. In the event an employee has
less hours in their vacation bank at the time the cash -out is to be paid than they had
previously elected to cash -out, the employee shall only be paid for up to the amount
remaining in their vacation bank at the time of the actual cash -out. Employees who do
not submit an irrevocable election form by December 10th will be deemed as foregoing
participation in the optional annual leave buy-back program for that following calendar
year. The buyback in June and/or December may not reduce the vacation leave balance
below the equivalent of one year's accrual.
C. For the purposes of vacation buyback, all employees must utilize Bank A prior to utilizing
Bank B. However, if there are no hours accrued in Bank A, employees may utilize Bank B.
D. An employee who experiences an unforeseeable emergency may be permitted to make
a new irrevocable election and/or to increase the amount ofthe previous election, subject
to the same value that was permitted at the time the annual irrevocable election forms
were due. For these purposes, an "unforeseeable emergency" means a financial hardship
to the employee resulting from any of the following:
■ Accident, illness, injury or death of the employee or an immediate family member.
For this purpose, an "immediate family member" is restricted to a spouse, registered
domestic partner, child/legal dependent, or parent; or
• Loss or extensive damage to the employee's property due to casualty; or
• Other similar extraordinary and unforeseeable circumstances arising from events
beyond the control of the participant.
Whether an occurrence is an unforeseeable emergency shall be solely determined by the
City Manager or designee, but requests made under this provision shall not be
unreasonably denied.
The payment shall be made with the last paycheck in December of that same calendar
year.
Middle Management Resolution Attachment — No 2025-51
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E. If it is subsequently determined by the City, the IRS, a court of competent jurisdiction or
another governing authority that the annual buyback provisions in place prior to
December 10, 2021, or substantially similar, will not trigger constructive receipt of income
from accrued leave, the City will remove the irrevocable election process.
F. All buybacks shall be paid at the employee's base hourly rate of pay at the time of the
payment.
SECTION 33: ADMINISTRATIVE LEAVE
Each January 1, employees will be allocated 60 hours of administrative leave for the calendar
year. Any administrative leave hours that are not utilized by December 31 will be forfeited.
Furthermore, any administrative leave on the books for a separating employee will be paid at the
employee's hourly rate at a prorated unit of administrative leave available by pay period.
SECTION 34: SICK LEAVE
A full-time employee who is incapacitated from the performance of such employee's duties by
reason of a non -service -related illness or injury, pregnancy, legal requirements of public health
officials or for reasons specified in the Family and Medical Leave (FMLA), California Family Rights
Act (CFRA), or other state or federal laws are eligible for sick leave.
A. Amount Earned: All full-time, regular, or probationary employees will accrue ten (10)
hours of sick leave per month. Sick leave will be earned, commencing on the first day of
employment as a probationary employee, and accrued on a bi-weekly basis. Employees
may accumulate up to a maximum of 120 hours of sick leave with pay per year. Sick leave
accruals will be determined by the percentage formula of actual hours in a paid status by
the City.
Example 1:
An employee who works 80 hours on paid status per pay
period will accrue 4.62 hours/pay period.
An employee who works 40 hours on paid status per pay
Example 2:
period will accrue 2.31 hour/pay period (50% of 4.62
hours/pay period).
Example 3:
An employee who has a zero -leave balance and takes an
extended leave of absence will not accrue any hours.
Except for retirement, all unused sick leave hours will be forfeited when an employee
separates from employment, voluntarily or involuntary. Upon retirement, an employee's
unused sick leave hours will be converted to service credit as contracted with CaIPERS.
B. Sick Leave Cap: Accrued sick leave is capped at 500 hours for employees hired after
November 30, 2021.
C. Advanced Sick Leave: Sick leave time shall not be taken until such time has been accrued.
D. Utilization of Sick Leave Benefits: The right to utilize benefits under the sick leave
provisions herein continues only during the period that the employee is employed by the
City. All benefits hereunder terminate upon the employee leaving City service. An
Middle Management Resolution Attachment— No 2025-51
Page 1 17
employee on military leave is not granted sick leave during the military leave period.
Employees are not eligible to utilize sick leave benefits within the first thirty (30) days of
employment.
Sick leave is not a leave which an employee may use at his/her discretion, but is allowed
only in cases of actual sickness or disability which make it impossible or inadvisable for
the employee to perform normal work assignments/functions. Sick leave may be utilized
for dental or medical appointments, medical assessments and/or due to a serious illness
in the immediate family. The City Manager/department director may deny or revoke sick
leave if the incapacitation for which it is taken is caused or substantially aggravated by
compensated outside employment. If an employee is absent from work for more than
three (3) working days without notifying his/her direct supervisor or department director,
the employee may be dismissed from City service for being absent without official leave.
Any abuse of sick leave usage is grounds for disciplinary action up to and including
dismissal.
E. Illness During Vacation Leave: Employees who become ill while on approved vacation
leave may request to use available sick leave in lieu of the approved vacation time for the
period of illness. Verification of illness may be required by the employee's supervisor or
department director prior to approval.
F. Notification to Supervisor: Any employee needing to be absent because of sickness or
other physical disability must notify the appropriate department director or immediate
supervisor at least one (1) day prior to such absence if circumstances permit, or within
one (1) hour before the start of the regular shift when prior notice cannot be given.
G. Sick Leave Authorized Due to Illness in Family: An employee is allowed sick leave due to
a serious illness in the immediate family. The definition of "family" defined under the
Family and Medical Leave Act (FMLA) policy will be utilized. In the event of a serious
illness in the immediate family, a certificate of such illness and the need for the
employee's absence by the acceptable medical authority may be required by the
department director. In such case, the employee must be able to produce a verifying
certification upon request by the immediate supervisor or management.
H. Return to Work Following Illness: The department director may require an employee to
submit to a medical and/or psychiatric examination by a physician designated by the City
before permitting the employee to return to work after the employee has been on sick
leave. If the results of any such examination indicate that the employee is unable to
perform assigned duties, or if performance of those duties will expose others to infection,
the employee will be placed on sick leave, or leave without pay after all sick leave has
been used, until adequate medical evidence is submitted that the employee is competent
to perform assigned duties or will not subject others to the infection.
Medical Certificate Requirement: In order to be paid for sick leave, the employee must
make every good faith effort to notify his/her immediate supervisor prior to the start of
the employee's workday. The department director may request, for cause, a certificate
issued by a licensed physician or other satisfactory proof of illness before sick leave is
granted. The department director may also choose a licensed physician to conduct a
Middle Management Resolution Attachment—No 2025-51
Page 1 18
physical examination at City expense. Any employee who makes application for sick leave
may be required by either the department director or City Manager to file a certificate
signed by a duly and regularly licensed physician authorized to practice medicine or may
be required to submit a personal statement which states the employee was incapacitated
from performing the duties of the position for each day that sick leave is requested.
Authority will also be given to the physician signing the certificate, to disclose to the City
Manager or the department director, information relating to sick leave. Sick leave will be
granted when the application for sick leave is approved by the department director or the
City Manager.
J. Transfer of Sick Leave: New employees may be credited up to two hundred (200) hours
of sick leave from their previous public agency employer provided the previous employer
did not otherwise compensate the employee for said hours. The new employee must
provide a letter or documentation from the previous employer verifying accrued but
uncompensated hours.
K. Sick Leave for Separating Employees: An employee will not receive any payment for
unused accumulated sick leave upon dismissal of employment or retirement (either
disability or regular). An employee may not use sick leave to extend a retirement (either
disability or regular) or dismissal date. This prohibition does not affect an employee's
right to obtain sick leave credit with CaIPERS. Any other balances or if an employee
resigns or is dismissed will be forfeited.
SECTION 35: CITY -RECOGNIZED HOLIDAYS
A. The following days are recognized and observed as paid holidays:
1. New Year's Day (January 11t)
2. Martin Luther King's Birthday (the third Monday in January)
3. Presidents' Birthday (the third Monday in February)
4. Cesar Chavez (March 31')
5. Memorial Day (the last Monday in May)
6. Juneteenth (June 19th)
7. Independence Day (July 4th)
8. Labor Day (the first Monday in September)
9. Veteran's Day (November 11th)
10. Thanksgiving Day (the fourth Thursday of November)
11. Christmas Eve (December 24th)
12. Christmas Day (December 25th)
All employees will receive 10 hours of floating holiday per calendar year beginning in
calendar year 2026, allocated January 1st of each calendar year. The timing of the
employee's use of the floating holiday shall be subject to advance approval by the
department head or immediate supervisor. For new employees hired after January 1st of
the calendar year, the 10 hours of floating holiday will be allocated the first full pay period
after hire date prorated by the number of remaining full pay periods in the calendar year.
Middle Management Resolution Attachment — No 2025-51
Page 1 19
The above referenced 10 hours of floating holiday must be used prior to the end of that
calendar year and may not be carried over into the next calendar year.
B. If one of the above listed City recognized holidays falls on a Friday or Saturday, the holiday
will be observed on the preceding Thursday. If the holiday falls on a Sunday, the holiday
will be observed on the following Monday.
C. Non-essential City services and facilities are closed from Christmas Eve through New
Year's Day. Employees may use vacation time, banked hours, administrative leave,
and/or time without pay for workdays within the holiday closure.
SECTION 36: TEMPORARY MODIFIED WORK SCHEDULE
Depending on an employee's area of assignment, an alternate work schedule may be arranged
with Department Director approval. This could include the possibility of utilizing a flextime or
telecommuting from an offsite location. Any prolonged telecommuting arrangement must be
approved by the City Manager. Any alternate workweek must be approved, in writing, by the
City Manager.
SECTION 37: FLEXIBLE SCHEDULING DUE TO SPECIAL EVENTS
All full-time employees are required to work the 4th of July Parade/Carnival/Fireworks special
event. In addition, some employees are required to work special events in the course of their
regular duties. The City reserves the right to adjust the day's work hours to meet the staffing
needs of the 41h of July Parade/Carnival/Fireworks special event.
For every work week in which there is a designated special event, the City Manager may authorize
the 'flexing' of all hours within the same workday or same workweek of the special event while
ensuring that appropriate staff coverage is maintained for operational needs and continued City
services. For purposes of this Section, a "special event" is a scheduled, pre -planned program,
activity, or other event that is offered by the City for attendance by one or more members of the
public.
If an employee is required to work on a city recognized holiday, holiday hours equivalent to the
number of actual hours worked will be banked. Banked hours not used by December 31st will be
forfeited.
SECTION 38: BEREAVEMENT LEAVE
In the event of the death of an employee's immediate family (defined as spouse, parent,
stepparent, grandparent, sibling, children, grandchildren, mother-in-law, father-in-law, sister-in-
law, brother-in-law, registered domestic partner or child of a registered domestic partner),
Employees are entitled to forty (40) hours for bereavement leave per incident.
SECTION 39: JURY LEAVE
An employee of the City who is required to participate as a juror or required to participate in the
jury selection process, shall be paid up to and including 80 hours of salary and benefits during each
fiscal year while engaged in such activities. Any employee called to serve as a juror shall receive
his/her regular compensation while on such leave, provided that the employee remits to the City
any payments or fees received as a juror, excluding mileage reimbursement. Employee shall
Middle Management Resolution Attachment — No 2025-51
Page 1 20
provide from the courts, certification of the amount of time served on jury duty each day for
which jury duty leave with pay is requested. Employees shall return to their regular job
assignment after being released from jury duty each day provided at least one-half (1/2) of their
shift remains.
Compensation shall extend beyond 80 hours only upon provision to the City of a certified court
document showing that trial counsel and/or the Court estimated the length of trial for which an
employee has been selected as juror, to be more than 80 hours.
The employee shall advise their Department Director and the Human Resources Manager upon
receiving a court order to appear beyond the 80 hours as a juror. The granting of such leave with
pay shall be subject to the approval of the City Manager or designee, consistent with the
requirements set forth herein.
OTHER
SECTION 40: DIRER DEPOSIT
Employees are offered an option to authorize the automatic deposit of each paycheck into an
individual's checking, savings, or credit union account. Payroll checks will not be issued in
advance.
SECTION 41: EMERGENCY WAIVER PROVISION
In the event of circumstances beyond the control of the City, such as acts of God, fire, flood,
insurrection, civil disorder or national emergency, or similar circumstances, the provisions of this
Resolution or City's Human Resources Rules and Regulations, which restrict the City's ability to
respond to these emergencies, shall be suspended for the duration of such emergency. The City
agrees that this provision will not be used to unilaterally eliminate any of its financial obligations or
to reduce any of the economic benefits provided to employees covered by this Resolution.
ARTICLE 42: CORRECTIVE ACTION
The City's policy and procedures for corrective action are set forth in the Admin Policy No. 30-21
(Corrective Action). A copy of Admin Policy No. 30-21 (Corrective Action) can be found in the
following hyperlink: (30-21 Corrective Action Policy 2020.05.12.pdf 1.
ARTICLE 43: GRIEVANCE PROCEDURE
The City's policy and procedures for grievances are set forth in the Admin Policy No. 30-19
(Grievance Procedure). A copy of Admin Policy No. 30-19 (Grievance Procedure) can be found in
the following hyperlink: (30-19 Grievance Procedure 2025.02.03.pdf1.
Middle Management Resolution Attachment — No 2025-51
Page 1 21
City of Rosemead
FY 2025-26 Salary Ranges and Job Classifications
Q
Middle Management Group - Monthly Rates
Effective July 1, 2025
Position Title Unit Step I Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 9 Step 9 Step 10
Administrative Services Manager
MM
Building Official
MM
City Engineer
MM
Deputy Director of Community Development
MM
Finance Manager
MM
Human Resources Manager
MM
Planning 8 Econ Development Mgr
MM
Public Safety Manager
MM
Public Works Fiscal and Project Mgr
MM
Public Works Manager
MM
8,595 6,853 9,119 9,393 9,675 9,965 10,264 10,512 10,889 11,216
10,336 10,646 10,965 11,294 11,633 11,982 12,341 12,711 13,092 13,485
11,921 12,279 14647 13,026 13,417 13,819 14,234 14,661 15,101 15,554
11,681 12,031 12,392 12,764 13,147 13,541 13,947 14,355 14,796 15,240
9,851 10,147 10,451 10,765 11,088 11,421 11,764 12,117 12,480 12,854
9,813 10,107 10,410 10,722 11,044 11,375 11,716 12,067 12,429 12,802
10,009 10,309 10,618 10,937 11,265 11,503 11,951 12,310 12,679 13,059
8,858 9,124 9,398 9,680 9,970 10,269 10,577 10,894 11,221 11,558
8,101 8,344 9,594 8,852 9,118 9,392 9,674 9,964 10,263 10,571
9,332 9,612 9,900 10,197 10,503 10,816 11,143 11,477 11,821 12,176
City of Rosemead
FY 2026-27 Salary Ranges and Job Classifications
Middle Management Group - Monthly Rates
0 Effective July 1, 2026
Position Title Unit Step I Step 2 Step 3 Step 4 Step 5 Step6 Step7 Stepg Step 9 Step 10
Administrative Services Manager
MM
8,853
9,119
9,393
9,675
9,965
10,264
10,572
10,869
11,216
11,552
Building Official
MM
10,646
10,965
11,294
11,633
11,962
12,341
12,711
13,092
13,485
13,890
City Engineer
MM
12,279
12,647
13,026
13,417
13,819
14,734
14,661
15,101
15,554
16,021
Deputy Director of Community Development
MM
12,031
12,392
12,764
13,147
13,541
13,947
14,365
14,796
15,240
15,697
Finance Manager
MM
10,147
10,451
10,765
11,098
11,421
11,764
12,117
12,480
12,854
13,240
Human Resources Manager
MM
10,107
10,410
10,722
11,044
11,375
11,716
12,067
12,429
12,802
13,186
Planning B Econ Development Mgr
MM
10,309
10,618
10,937
11,265
11,603
11,951
12,310
12,679
13,059
13,451
Public Safety Manager
MM
9,124
9,398
9,680
9,970
10,269
10577
10,894
11,221
11,558
11,905
Public Works Fiscal and Project Mgr
MM
8,344
8,594
8,852
9,118
9,392
9,674
9,964
10,263
10,571
10,888
Public Warks Manager
MM
9,512
9,900
10,197
10,503
10,818
11,143
11,477
11,821
12,176
12,541
Middle Management Resolution Attachment- No 2025-51
Page 122
City of Rosemead
g FY 2027-28 Salary Ranges and Job Classifications
�r'v7 Middle Management Group - Monthly Rates
�a Effective July 1, 2027
Administrative Services Manager
Building Official
city Engineer
Deputy Director of Community Development
Finance Manager
Human Resources Manager
Planning & Econ Development Mgr
Public Safety Manager
Public Works Fiscal and Project Mgr
Public Works Manager
Appendix A
MM
9,119
9,393
9,675
9,965
10,264
10,572
10,889
11,216
1L552
11,899
MM
10,965
11,294
11,633
11,992
12,341
12,711
13,092
13,485
13,890
14,307
MM
12,647
13,026
13,417
13,819
14,234
14,661
15,101
15,554
16,021
16,502
MM
12,392
12,764
13,147
13,541
13,947
14,365
14,796
15,240
15,697
16,168
MM
10,451
10,765
11,088
11,421
11,764
12,117
12,480
12,854
13,240
13,637
MM
10,410
10,722
11,044
11,375
11,716
12,067
12,429
12,802
13,186
13,582
MM
10,618
10,937
11,265
11,603
11,951
12,310
12,679
13,059
13,451
13,855
MM
9,398
9,680
9,970
10,269
10,577
10,894
11,221
11,558
11,905
12,262
MM
8,594
8,852
9,118
9,392
9,674
9,964
10,263
10,571
10,888
1L215
MM
9,900
10,197
10,503
10,818
11,143
11,477
11,821
12,176
12,541
12,917
Middle Management Resolution Attachment -No 2025-51
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