CC - 2010-40 - Establishing Annual Salary Ranges and Benefits for Classifiactions in the Management Service of the CityRESOLUTION NO. 20`10-40
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ROSEMEAD, CALIFORNIA, ESTABLISHING ANNUAL
SALARY RANGES AND BENEFITS FOR CLASSIFICATIONS IN
THE MANAGEMENTSERVICE OF THE CITY OF ROSEMEAD
WHEREAS, THE FOLLOWING classifications in the Management Service of the City of Rosemead
("City') are critical to the efficient and effective operations of the City, the City Council recognizes the
management nature and responsibilities of the positions; and
WHEREAS, employees in these classifications are exempt under the provisions of the Federal Fair
Labor Standards Act and serve in an "at-will" employment capacity;
NOW THEREFORE, BE IT RESOLVED that effective beginning July 1, 2010, the salary ranges
and benefits for the affected classifications will be as follows:
SECTION 1: APPLICABILITY
Full-time Team Members in the following classifications are covered by this Resolution:
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~ang ement[S ernceUm
Assistant City Manager
Director of Communit Develo ment
Director of Finance
Director of Parks & Recreation
Director of Public Works
SECTION 2: COMPENSATION
SALARY RANGE ADJUSTMENTS BASED ON LABOR MARKET COMPARISONS
A basic tenet of the compensation system is that the City will not provide annual across-the-board "cost of
living adjustments" (COLA). Rather, the City will annually adjust salary ranges to the "target" of 95% of the
average prevailing wage rates for similar occupations in the survey cities, provided that the City has the
financial budgeted resources to do so. (Salary range adjustments will not result in automatic salary
increases for Team Members unless the Team Member's salary rate is below the bottom of the salary
range). This target of 95% of the average is based on the professionally recognized principle that a
deviation of plus or minus five percent (+/-5%) constitutes a "competitive position" in the labor market. This
is particularly true when total compensation and benefit variations are taken into account. Such
determinations on salary range adjustments would be made on a classification-by-classification basis as
dictated by labor market conditions and the City's ability to pay.
The "target" of 95% of the average prevailing wage rates will be determined by calculating the average mid-
point base pay of the survey cities. The selected pay range will then be reduced by five percent (5%) in
recognition of the City's rich benefits allowance and the principle that +/-5% of the average constitutes a
"competitive" position in the labor market. On an annual basis, the non-benchmark to benchmark linkages
will be reviewed.
If a Team Member's base salary is below the adjusted minimum salary range of his/her classification,
his/her salary will be adjusted to the minimum salary range in the range for that classification. The range
adjustments will be made during a two year implementation period (FY 2010- 2011 and FY 2011-2012).
The first half of the total adjustment will be made on July 1, 2010. The remaining balance will be phased in
on July 1, 2011.
SURVEY CITIES
In order to determine the prevailing salary rates in the local labor market, the following survey cities have
been selected based on a two-fold set of criteria and rationale: 1) contiguous geographic proximity to
Rosemead; and/or 2) full contract city status in eastern Los Angeles County. The following cities will be
surveyed on a periodic basis for comparison purposes:
Alhambra
La Mirada
San Dimas
Commerce
La Puente
San Gabriel
Diamond Bar
Montebello
South El Monte
Duarte
Monterey Park
Temple City
El Monte
Paramount
Lakewood
Pico Rivera
TEAM MEMBER SALARY ADJUSTMENT WITHIN SALARY RANGE BASED ON JOB PERFORMANCE
The City's pay-for-performance system allows a Team Member to obtain a percentage merit salary
increase consistent with his/her annual performance evaluation. All Team Member salary increases, within
the salary range, will be based on merit through the annual performance evaluations. Based on the Team
Member's performance score on his/her performance evaluation, a Team Member will be eligible for a merit
increase. Merit increases may not exceed five percent (5%).
Team Member salaries may not exceed the maximum salary range within his/her respective job
classification. Current Team Members whose salaries exceed the maximum salary range for his/her job
classification will be y-rated (frozen) and will not receive any merit increases until the salary ranges are
adjusted based on the labor market survey comparisons.
Effective July 1, 2010, all full-time Team Members will be part of the 0%-5% Merit Based Compensation
System. All Team Member salary increases, within the salary range, will be based on merit through the
annual performance evaluations. Based on the Team Member's performance score on his/her
performance evaluation, a Team Member will be eligible for a merit increase. Team Member salaries may
not exceed the maximum salary range within his/her respective job classification. The following is the
performance rating categories and percentage increases that a Team Member may be eligible for based
upon funding:
Aa ~ +f•Nk a+~ w n ~ hs ~j:.,.s'f f ~ ~i.:s~y~P Nv1`d ru.L. .Nanytyd
Unsatisfactory
0%
Needs Development
0%
Meets Expectations
2%-3%
Exceed Expectations
4%
Substantially Exceeds Expectations
5%
SECTION 3: HEALTH INSURANCE PROVIDER
The City shall contract with CaIPERS to serve as the health insurance provider for the City of Rosemead.
SECTION 4' CAFETERIA-STYLE HEALTH WELFARE, & SAVINGS BENEFIT
Beginning July 1, 2008, the City will provide each full-time Team Member with $1,600 per month for use
towards enrolling in any of the City offered health plans, dental plans, and vision plans. Any unused
remainder can 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 saving program. Team
Members can also choose to take the entire benefit as deferred compensation or cash, but must first show
proof of health insurance through another source.
SECTION 5: RETIREMENT HEALTH PLAN
For all full-time Team Members hired on or before July 1, 2007, who have 20 years or more of service with
the City of Rosemead, and who retire from the City, an allocation of up to $1,000 / month will be given to
pay for health care benefits for the duration of their retirement. If the health insurance program selected by
the Team Member costs more than $1,000 / month, the City will only cover the first $1,000 / month of the
cost of the selected program. Once the Team Member reaches age 65 or becomes eligible for Medicare
coverage, the Team Member will transition to Medicare coverage, with the City picking up the remaining
cost of health insurance coverage up to a maximum of $1,000 / month.
For all full-time Team Members hired on or before July 1, 2007, who have 12-19 years of service with the
City of Rosemead, and who retire from the City, an allocation of up to $500 / month will be given to pay for
health care benefits for the duration of their retirement. If the health insurance program selected by the
Team Member costs more than $500 / month, the City will only cover the first $500 / month of the cost of
the selected program.
The above retirement health contributions will only be in effect for full-time Team Members employed with
the City as of July 1, 2007. When Team Member reaches 65 years of age, or becomes eligible for
Medicare, said Team Members will transition to Medicare coverage and the City will continue to contribute
towards the cost of health care coverage during the duration of the Team Members retirement according to
the program as defined in Section 10. Furthermore, it is expressly noted that the retirement health
contribution can be used towards health coverage for the Team Member, their spouse, and / or any eligible
dependent.
Team Members hired after July 1, 2007 shall receive retiree health benefits in accordance with public
employees' retirement laws and CaIPERS.
SECTION 6: RETIREMENT PROGRAM (PERS)
Team Members will be enrolled in the City's retirement program through CaIPERS. Effective July 1, 2007,
the City will begin providing the 2.7%@55 benefit with one-year final compensation option with no cap. In
addition, the City will continue to contribute the Team Member's share to the retirement system.
Effective July 1, 2010, the City will implement a 2-tier system with changes for new hires only. All full-time
new hires will be at the 2%@55 formula with one-year final compensation option. All existing full-time
Team Members hired prior to July 1, 2010 will remain at the 2.7@55 formula.
SECTION 7' ENHANCED RETIREMENT PROGRAM (PARS)
The City will continue offering an enhanced retirement package through PARS for all existing Team
Members hired prior to July 1, 2010. Full-time Team Members 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 Team Member's can accrue through PARS will be 90% of their final pay. The
PARS retirement pension is limited to 90% of their final pay. Team Members must be at least 55 years of
age to qualify for PARS. .
Effective July 1, 2010, the enhanced retirement package through PARS will no longer be offered to full-time
new hires. The PARS enhancement will be phased out.
SECTION 8: EMPLOYER FUNDED DEFERRED COMPENSATION PROGRAM
For all full-time Team Members, the City will set-up and begin contributing into a deferred compensation
account a percentage of the Team Member salary based on years of service. That funding formula will be
as follows:
• 0 - 4 Years: 1 % of salary contributed into a deferred compensation account.
• 5 - 9 Years: 2% of salary contributed to a deferred compensation account.
■ 10 -14 Years: 3% of salary contributed to a deferred compensation account.
• 15 -19 Years: 4% of salary contributed to a deferred compensation account.
• 20+ Years: 5% of salary contributed to a deferred compensation account.
$500 will be allocated into deferred compensation for the Assistant City Manager.
Effective July 1, 2010, the employer funded deferred compensation program will be eliminated for all new
full-time Team Members.
SECTION 9: VACATION LEAVE
All full-time Team Members will be entitled to a paid vacation of 100 hours (10 days) following one year of
employment. Team Members may begin taking accrued vacation after six months of employment. From
the second year of employment until completion of the thirteenth year, Team Members will be entitled to
140 (14 days) hours of paid vacation. Beginning with the fourteenth year, and every year thereafter, Team
Members will be entitled to 160 hours (16 days) of vacation.
SECTION 10: VACATION BUYBACK
A full-time Team Member who takes 40 consecutive hours of vacation will be eligible to have the City
buyback up to 80 hours of accumulated unused vacation time in conjunction with his/her vacation.
SECTION 11: CITY-RECOGNIZED HOLIDAYS
The following days shall be recognized and observed as paid holidays:
1. New Year's Day (January 1st)
2. Martin Luther King's Birthday (the third Monday in January)
3. Presidents' Birthday (the third Monday in February)
4. Memorial Day (the last Monday in May)
5. Independence Day (July 41n)
6. Labor Day (the first Monday in September)
7. Veteran's Day (November 11th)
8. Thanksgiving Day
9. Christmas Day (December 25th)
Non-essential City services and facilities will be closed from Christmas to New Year's Day. If the Team
Member elects to take the non-holidays off, he/she will be required to utilize his/her own time.
If a holiday is to fall on a Friday or Saturday, Team Members will observe that holiday on the preceding
Thursday. If the holiday is to fall on a Sunday, Team Members will observe on the following Monday.
SECTION 12: FLOATING HOLIDAYS
Team Members will receive 20 hours of floating holiday per calendar year. Those hours must be used
before the end of the calendar year or they will be forfeited.
SECTION 13: ADMINISTRATIVE LEAVE
On January 1, 2008, and every January 1 thereafter, Team Members will be allocated an allotment of 80
hours per year of administrative leave.
Any Administrative Leave hours that have not been used by December 31 of a calendar year will be lost.
However, any Team Member working in a position classified as management or executive management,
and who has utilized or plans to utilize at least''/2 of their allocated Administrative Leave by December 31,
will be offered the opportunity to sell back to the City any of their remaining Administrative Leave hours.
Said sell back shall take place during the second pay period in December of each year and will be paid at
the Team Member's hourly rate at the time the administrative leave is sold back to the City. Furthermore,
any Administrative Leave on the books for a terminating Team Member shall be paid out at the Team
Member's hourly rate at the time of termination.
For the purposes of participating in the City's Administrative Leave sell back program, those Team
Members classified as management/executive management must have utilized at least 40 hours of
Administrative Leave.
SECTION 14: FLEXIBLE SCHEDULING
Depending on a Team Member's area of assignment, an alternate work schedule may be arranged given
Department Director approval. This could include the possibility of utilizing a flextime or telecommuting
from an offsite location. Any prolonged telecommuting arrangement shall require approval of the City
Manager.
SECTION 15: SICK LEAVE
A full-time Team Member who is incapacitated from the performance of such Team Member'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) are eligible for sick leave.
1. Amount Earned: All full-time, regular or probationary Team Members of the City shall accrue ten
(10) hours of sick leave per month. Sick leave shall be earned, commencing on the first day of
employment as a probationary Team Member, and accrued on a bi-weekly basis. Team Members
may accumulate up to a maximum of 120 hours of sick leave with pay per year.
A new Team Member cannot utilize sick leave within the first thirty (30) days of employment. Team
Members retiring from the City may have the option to sell back sick leave to purchase up to one
(1) additional year of service time from CalPERS. Any other sick leave balance or if the Team
Member leaves employment, voluntarily or involuntarily, will be forfeited.
2. Advanced Sick Leave: Sick leave time shall not be taken until such time as it has been accrued.
3. Utilization of Sick Leave Benefits: The right to utilize benefits under the sick leave provisions
herein shall continue only during the period that the Team Member is employed by the City. All
benefits hereunder shall terminate upon the Team Member leaving City service. A Team Member
on military leave shall not be granted sick leave during the military leave period. Team Members
are not eligible to utilize sick leave benefits within the first thirty (30) days of employment.
Sick leave is not a leave which a Team Member may use at his/her discretion, but shall be allowed
only in cases of actual sickness or disability which make it impossible or inadvisable for the Team
Member 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 Head may deny or revoke sick leave if the incapacitation for
which it is taken is caused or substantially aggravated by compensated outside employment. If a
Team Member is absent from work for more than three (3) working days without notifying his/her
direct supervisor or Department, the Team Member may be dismissed from City service for being
absent without official leave. Any abuse of sick leave usage shall be grounds for disciplinary
action up to and including dismissal.
4. Illness During Vacation Leave: Team Members who become ill while on approved vacation leave
may request from his/her supervisor to have vacation time converted to sick leave. Verification of
illness may be required prior to approval.
5. Notification to Supervisor: Any Team Member needing to be absent because of sickness or other
physical disability shall 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
his/her regular shift when prior notice cannot be given.
6. Sick Leave Authorized Due to Illness in Family: A Team Member shall be allowed sick leave due
to 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 Team Member's, absence by the acceptable
medical authority may be required by the Department Director. In such case, the Team Member
must be able to produce a verifying certification upon request by management.
Return to Work Following Illness: The Department Director may require a Team Member to submit
to a ,medical and/or psychiatric examination by a physician designated by the City before permitting
the Team Member to return to work after the Team Member has been on sick leave. If the results
of any such examination indicate that the Team Member is unable to perform assigned duties, or if
performance of those duties will expose others to infection, the Team Member shall be placed on
sick leave, or leave without pay after all sick leave has been used, until adequate medical evidence
is submitted that the Team Member is competent to perform assigned duties or will not subject
others to the infection.
8. Medical Certificate Requirement: In order to be paid for time while absent from duty on sick leave,
the Team Member must make every good faith effort to notify his/her immediate supervisor prior to
the start of the Team Member's work day. The Department Director may request, for cause, a
certificate issued by a licenses physician or other satisfactory proof of illness before sick leave is
granted. The Department Director may also choose a licensed physician to conduct a physical
examination at City expense. Any Team Member 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 Team Member was incapacitated from performing the duties
of the position for each day that sick leave is requested. Authority shall also be given for the
physician signing the certificate, to disclose to the City Manager or the Department Director,
information relating to sick leave. Sick leave shall be granted when the application for sick leave is
approved by the Department Director or the City Manager.
9. Transfer of Sick Leave: New Team Members may bring with them/transfer up to two hundred
(200) hours of sick leave from their previous employer provided the previous employer did not
otherwise compensate the Team Member for said hours. The new Team Member shall provide a
letter or documentation from the previous employer verifying accrued but uncompensated hours.
A Team Member shall not receive payment for unused accumulated sick leave upon dismissal of
employment or retirement (either disability or regular). A Team Member may not use sick leave to extend a
retirement (either disability or regular) or dismissal date. This prohibition shall not affect a Team Member's
right to obtain sick leave credit with PERS. Any other balances or if a Team Member resigns or is
dismissed will be forfeited.
SECTION 16: BEREAVEMENT LEAVE
In the event of the death of a member of a Team Member's immediate family (defined as spouse, parent,
step-parent, 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), Team Members will
be entitled to four (4) paid days off for bereavement leave per incident.
SECTION 17: JURY LEAVE
Team Members required to serve on a jury will be entitled to their regular compensation for up to 80 hours
provided that fees for jury service are deposit with the finance department.
SECTION 18: BILINGUAL PAY
The City will offer a bilingual pay program for eligible Team Members who consistently utilize other
languages to translate during the normal course of work. To qualify, Team Members must pass the test
developed or utilized by the City for the following recognized languages: Spanish, Vietnamese, Cantonese,
and/or Mandarin. A maximum of three (3) positions per language per site may be certified to receive
bilingual pay by the City. It will be applicable at all primary sites (RCRC, Garvey Center, Public Safety and
Maintenance Yard). In the event that more than three Team Members wish to apply for it, management will
determine the top three (3) based upon positional need. Once certified, Team Members shall receive a
bilingual stipend of $75 per month.
Any Team Member who is not certified by the City shall not be required to use a language other than
English. However, when a member of the public, requests assistance in a language other than English, our
Team Members shall make a reasonable effort to accommodate and assist in a polite and professional
manner.
SECTION 19: SHORT-TERM DISABILITY
The City will provide Team Members 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 period of time. In
these cases, Team Members will receive 66.67% of their base salary (1 year average of W-2) with a
waiting period of 15 days. Team Members will receive continued payment until the Team Member is
medically able to return to work, or has to begin utilizing long term disability, or until the Team Member
reaches the age of 65, whichever comes first. The maximum short-term disability benefit amount will be
$1848 per week.
SECTION 20: LONG-TERM DISABILITY
The City will provide Team Members 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, Team Members will receive 66.67% of their base salary with a 90 day waiting period. Team
Member will receive continued payment until the Team Member is medically able to return to work, or until
the Team Member reaches the age of 65, whichever comes first. The maximum long-term disability benefit
amount will be $8,000 per month.
SECTION 21: LIFE INSURANCE
Team Members will receive an accidental death & dismemberment and life insurance policy of $100,000.
SECTION 22: TUITION REIMBURSEMENT
Subject to City Manager approval, Team Members 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
and provided there are budgeted funds for such approval by the City Council. During the budget process,
money will be included annually for educational reimbursement. The educational/training courses must be
job-related and Team Members must remain with the City for two (2) years after the completion of class or
must refund the tuition paid to the City.
Any educational or training course that is a requirement for continuation of employment or is an identified
part of a job evaluation shall be paid for by the City. All Team Members with prior approval by the City
Manager, may be reimbursed for registration, costs of books, tuition, lab fees and parking for classes or
instruction, provided such classes or instruction are related to the Team Member's assigned duties with the
City.
Reimbursement will be made only after a Team Member has satisfactorily completed the class or workshop
with the grade of C or better or equivalent completion and that evidence of same has been submitted and
approved by the City Manager.
In general, training time during working hours shall be considered part of the job. Unless the City directs a
Team Member to attend a specific training course and the course is not available during work hours,
training after hours shall be considered voluntary and no additional pay, overtime, or compensatory time
shall be given by the City unless advance special written approval is granted. Study time shall be
considered completely voluntary.
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 and/or Human Resources.
SECTION 23: WELLNESS PROGRAM
The City will suspend the wellness reimbursement program for FY 2010-2011. The City will revisit the
wellness reimbursement program at $500 per year for FY 2011-2012 based upon the availability of funding.
SECTION 24: COMPUTER PURCHASE PROGRAM
The City provides a computer purchase program for all full-time Team Members. Full-time Team Members
are eligible for this program after the completion of the probationary period.
SECTION 25: EMPLOYEE ASSISTANCE PROGRAM
The City will provide Team Members with access to the Employee Assistance Program (EAP).
SECTION 26: FLEXIBLE BENEFIT PLAN (SECTION 125)
The City will offer Team Members a flexible benefit plan which will allow individuals to pay for certain
expenses (child care, unreimbursed medical expenses, insurance premiums) with pre-tax dollars.
SECTION 27: DIRECT DEPOSIT
Team Members will be provided with 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 28: AUTO ALLOWANCE
Management Team Members may receive up to $500 per month based on business necessity. The
Assistant City Manager may receive up to $800 per month or a city provided vehicle.
PASSED, APPROVED AND ADOPTED at
Rosemead on the 22ndday of June 22, 2010.
Regular Meeting of the City Council of the City of
Gary Tayloy
Mayor
ATTEST:
Gloria Molleda
City Clerk
APPROVE AS TO FORM:
Josep ontes
City Attorney
City of Rosemead
Management Services
Salary Ranges and Job Classifications
Effective July 1, 2010
Administration Minimum Maximum
Assistant City Manager $108,712 $147,081
Finance Minimum Maximum
Director of Finance $98,488 $133,248
Development Community Director of Community Development $100,950 $136,579
Director of Parks and Recreation $100,950 $136,579
Public Works Minimum Maximum
Director of Public Works $96,085 $129,998
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS.
CITY OF ROSEMEAD )
I, Gloria Molleda, City Clerk of the City of Rosemead, do hereby certify that the foregoing
Resolution No. 2010.40 being:
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROSEMEAD, CALIFORNIA,
ESTABLISHING ANNUAL SALARY RANGES AND BENEFITS FOR
CLASSIFICATIONS IN THE MANAGEMENT SERVICE OF THE CITY OF ROSEMEAD
was duly and regularly approved and adopted by the Rosemead City Council on the 22nd of June,
2010, by the following vote to wit:
Yes: Armenta, Clark, Low, Ly, Taylor
No: None
Abstain: None
Absent: None
H
loria Molleda
City Clerk