CC - 2021-49 - Establishing annual salary ranges and benefits for classifications in the Middle Management, Professional, and Confidentail Service of the City of RosemeadRESOLUTION NO. 2021-49
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ROSEMEAD, CALIFORNIA, ESTABLISHING ANNUAL SALARY
RANGES AND BENEFITS FOR CLASSIFICATIONS IN THE MIDDLE
MANAGEMENT, PROFESSIONAL, AND CONFIDENTIAL SERVICE OF
THE CITY OF ROSEMEAD
WHEREAS, the classifications in the Middle Management, Professional and Confidential
Service 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
WHEREAS, the City Council desires to establish the compensation levels for
classifications in Middle Management, Professional, and Confidential Service of the City;
NOW THEREFORE, BE IT RESOLVED that effective October 26, 2021, the salary
ranges and benefits for Middle Management, Professional, and Confidential unrepresented
employees, asset forth in Exhibit A, attached hereto, are adopted.
PASSED, APPROVED, AND ADOPTED this 26th day of October, 2021.
Polly L`6k, Wyor
APPROVED AS TO FORM:
4 vv&z
achel Richman, City Attorney
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. 2021-49 was duly adopted
by the City Council of the City of Rosemead, California, at a regular meeting thereof held on
the 26th day of October, 2021, by the following vote, to wit:
AYES: ARMENTA, CLARK, DANG, LOW
NOES: NONE
ABSENT: LY
ABSTAIN: NONE
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Ericka Hernandez, City Clerk
City of Rosemead
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Middle Management, Professional, and Confidential
Salary Resolution
Resolution No. 2021-49
Approved
October 26, 2021
TABLE OF CONTENTS
SECTION1
APPLICABILITY..........................................................................................................................
SECTION2
SEVERABILITY............................................................................................................................
SECTION 3
NON-DISCRIMINATION...............................................................................................................
COMPENSATION
SECTION4
SALARY....................................................................................................................................
SECTION 5
PROBATIONARY PERIOD..............................................................................................................
SECTION 6
PERFORMANCE EVALUATION.......................................................................................................
SECTION7
PROMOTION.............................................................................................................................
SECTION 8
RECLASSIFICATION......................................................................................................................
SECTION9
ACTING PAY..............................................................................................................................
SECTION10
BILINGUAL PAY..........................................................................................................................
SECTION11
CAR ALLOWANCE.......................................................................................................................
SECTION 12
TECHNOLOGY ALLOWANCE..........................................................................................................
SECTION 13
UNIFORM CLEANING ALLOWANCE................................................................................................
SECTION 14
BOOT REIMBURSEMENT..............................................................................................................
BENEFITS
SECTION 15 HEALTH INSURANCE PROVIDER....................................................................................................
SECTION 16 CAFETERIA -STYLE HEALTH, WELFARE; AND & SAVINGS BENEFIT........................................................
SECTION 17 CHANGES TO HEALTHCARE LAWS.................................................................................................
SECTION 18 RETIREMENT HEALTH PLAN.........................................................................................................
SECTION 19 RETIREMENT PROGRAM (CALPERS).............................................................................................
SECTION 20 ENHANCED RETIREMENT PROGRAM: PUBLIC AGENCY RETIREMENT SERVICES (PARS) ...........................
SECTION21 SOCIAL SECURITY.......................................................................................................................
SECTION 21 DEFERRED COMPENSATION PROGRAM (401A)..............................................................................
SECTION 23 DEFERRED COMPENSATION PROGRAM (457).................................................................................
SECTION 24 FLEXIBLE SPENDING ACCOUNT (SECTION 125)...............................................................................
SECTION 25 SHORT-TERM DISABIUTY/LONG TERM DISABILITY...........................................................................
SECTION26 LIFE INSURANCE.........................................................................................................................
SECTION 27 TUITION REIMBURSEMENT..........................................................................................................
SECTION 28 WELLNESS PROGRAM.................................................................................................................
SECTION 29 COMPUTER PURCHASE PROGRAM................................................................................................
SECTION 30 EMPLOYEE ASSISTANCE PROGRAM (EAP)......................................................................................
SCHEDULES/LEAVES
SECTION 31 VACATION ACCRUAL AND ACCRUAL CAP........................................................................................
SECTION 32 VACATION BUYBACK...................................................................................................................
SECTION 33 ADMINISTRATIVE LEAVE..............................................................................................................
MGMT Resolution Attachment — No 2021-49 Page 1 1
SECTION 34
SECTION 35
SECTION 36
SECTION 37
SECTION 38
SECTION 39
SECTION 40
OTHER
SECTION 41
SECTION 42
SICKLEAVE...............................................................................................................................
CITY -RECOGNIZED HOLIDAYS.......................................................................................................
FLOATINGHOLIDAYS............................................................................... ...............................
TEMPORARY MODIFIED WORK SCHEDULE......................................................................................
FLEXIBLE SCHEDULING DUE TO SPECIAL EVENTS..............................................................................
BEREAVEMENTLEAVE.................................................................................................................
JURYDUTY LEAVE.......................................................................................................................
DIRECTDEPOSIT................................................................................................................
EMERGENCYWAIVER PROVISION.........................................................................................
MGMT Resolution Attachment— No 2021-49 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 -Professional -Confidential Group employees with a reference tool
regarding term 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:
Group A Mddle.Management
Finance Manager
Public Safety Manager
Human Resources Manager
Public Works Manager
Planning & Economic Development Mgr
Recreation Manager
rod „ B Professional & Confldenti�al
Administrative Analyst
Management Analyst
Administrative Specialist
Public Safety Supervisor
Associate Planner
Recreation Supervisor
Deputy City Clerk
Senior Code Enforcement Officer
Executive Assistant to the City Manager
Senior Management Analyst
Human Resources Analyst
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.
COMPENSATION
SECTION 4: COMPENSATION
Year One
• Effective October 31, 2021, the top step of all salary ranges will be increased by 3%.
• Effective November 1, 2021, all employees shall receive an across-the-board increase of
two percent (2%).
MGMT Resolution Attachment — No 2021-49 Page 13
Year Two
• Effective June 27, 2022, all employees shall receive an across-the-board increase of two
percent (2%).
A. Salary Ranges/Steps: Effective with the first pay period following City Council approval
of this agreement, salary steps within ranges shall be implemented as reflected in
Appendix A. Each salary range consists often (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).
Each employee will be placed within the ten (10) step salary range of their respective
position's classification. With the conversion of salary ranges to steps to occur upon City
Council approval of this MOU, employees shall be placed on the step nearest, but not less
than, their current monthly salary.
B. Step Implementation: Effective October 31, 2021, all employees will be placed into the
step closest to, but not lower than, the employee's current salary. After placement into
the step system, the 2% across-the-board will then be applied effective November 1,
2021.
C. 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, with the concurrence of the City Manager. 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. In rare instances, and for exceptional
performance, at the sole discretion of the City Manager and based on the
recommendation of the Department Director, may also authorize a three percent (3%)
additional step salary advancement; however, under no circumstances may an
employee's base salary exceed the top step of the salary range. Total merit -based
increases may not exceed 6% within a 12 -month period.
Employees whose anniversary dates occur on July 1, 2021 or later shall have their annual
increase paid retroactively to their respective anniversary date for the 2021 annual step
increase.
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 step increase or
delayed 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 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. No more than one step increase may be granted per performance evaluation
period.
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.
Salary Adiustments Within Salary Range Based on Job Performance
The following provision shall apply from July 1, 2021 until the 2021 Step System is implemented
and shall then have no further effect for the remainder of this Agreement.
The City's pay -for -performance system allows an Employee to obtain a percentage merit salary
increase consistent with his/her annual performance evaluation. All Employee salary increases,
within the salary range, are based on merit through the annual performance evaluations. Based
on the Employee's performance rating on his/her performance evaluation, an Employee is
eligible for a merit increase. Employees eligible for a merit increase will be eligible to receive up
to a 5% merit.
Employee salaries may not exceed the maximum salary range within the respective job
classification.
All full-time Employees are part of the Merit Based Compensation System. All Employee salary
increases, within the salary range, are based on merit through the annual performance
evaluations. Based on the Employee's performance overall rating on the performance
evaluation, an Employee is eligible for a merit increase. The following is the performance rating
categories and percentage increases that an Employee may be eligible for until the Step System
has been implemented.
Rating ;. Overall Performance Rating
Percentage
Unsatisfactory
0.0-2.4
0/
Needs Development
2.5-2.9
0%
Meets Expectations
3.0-3.9
3/
Exceed Expectations
4.0-4.5
4%
Substantially Exceeds Expectations
4.6-5.0
5/
MGMT Resolution Attachment— No 2021-49 Page 15
The City recognizes that a situation may arise in which, as a result of personnel changes at the
supervisory or managerial level, the City Manager determines that there is no currently employed
supervisor, manager, or director who has sufficient basis to evaluate an employee's performance
in the prior review period. In that limited circumstance, the employee will be provided with an
increase in the amount of 2.5% of base compensation through October 26, 2021.
SECTION 5: 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
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 anytime, 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 one (1)
salary step 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 in job 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 Y-
MGMT Resolution Attachment — No 2021-49 page 17
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
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 twelve (12) consecutive workdays
shall receive acting pay in the amount of a salary increase that is the higher of five percent (5%)
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 12 consecutive 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 utilize other
languages to translate during the normal course of work. 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. 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 (City Hall, Rosemead
Community Recreation Center (RCRC), Garvey Community Center, Public Safety and Public
Works). In the event that more than three (3) employees wish to apply for it, management will
determine the top three (3) based upon positional need. Once certified, employees will receive
a bilingual stipend of $75 per month.
Any employee who is not certified by the 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.
SECTION 11: AUTO ALLOWANCE
Group A 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 Senior Code Enforcement Officer and Public Works Manager shall
be reimbursed up to $250 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.
MGMT Resolution Attachment — No 2021-49 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
November 1, 2021, the City will provide an additional $100 per month for excess 'out-of-
pocket' health care premium costs. The additional $100 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 ortaxable
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
and the City will continue to contribute towards the cost of health care coverage during
the duration of the former employees 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 (CALPERS)
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.
MGIVIT Resolution Attachment — No 2021-49 Page 1 11
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%
SECTION 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 125)
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
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
$1,848 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 $8,000 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
MGMT Resolution Attachment — No 2021-49 Pase 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 three -hundred dollars ($300) 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 bythe 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).
LEAVES
SECTION 31: VACATION ACCRUAL
Full-time employees will receive vacation accruals as follows:
Vacation Accumulatlo,n
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 13
5.38
140
14
j 280
13+
6.15
160
16
1 360
All full-time employees accrue 100 hours of vacation leave during their first year of service. One
hundred forty (140) hours are accrued for employees with one year of service, up to (but not
over) 13 years. For employees with over 13 years of service (13+) the accrual rate is 160 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 1-13 years of service) who works 80 hours on
paid status per pay period will accrue 5.38 hours/pa y period.
An employee (with 1-13 years of service) who works 40 hours on
Example 2: '
paid status per pay period will accrue 2.69 hours/pay period (50% of
5.38 hours/pay period).
°
An employee (with 1-13 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.
MGMT Resolution Attachment — No 2021-49 Page 1 15
A. Once per calendar year, full-time employees are eligible to have the City buyback up to
80 hours of accumulated unused vacation time. Effective December 10, 2021, and
continuing thereafter, employees must submit an irrevocable election form, by no later
than December 10th of the preceding calendar year, to buy back up to 60 hours of
accumulated unused vacation time. The payment shall be made via payroll with the last
paycheck in the following 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 may not reduce the vacation leave balance below
the equivalent of one year's accrual.
B. 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.
C. An employee who experiences an unforeseeable emergency may be permitted to make
a new irrevocable election and/orto increase the amount of the 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.
D. 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.
E. For 2021 only, for those employees with balances in Bank A, the City will allow for the
buyback of up to 40 hours of accumulated unused vacation time in Bank B and up to 40
hours of accumulated unused vacation time in Bank A in lieu of the 80 hours provided in
section A of this Section. The sell back may not reduce the vacation leave balance in Bank
B below the equivalent of one year's accrual. The buyback request must be made in
writing by November 18, 2021, with payment to occur in December 2021.
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 CalPERS.
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
employee on military leave is not granted sick leave during the military leave period.
MGMT Resolution Attachment — No 2021-49 Page 1 17
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 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
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.
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. Unused Accumulated Sick Leave Upon Separation: 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 CalPERS. Any other balances or if an
employee resigns or is dismissed will be forfeited.
Catastrophic Leave Policy: During the term of this Resolution, the City will adopt a sick
leave donation policy. The policy is intended to be adopted in accordance with IRS
Revenue Ruling 90-29 and other applicable legal standards under which employees can
donate sick leave to another employee whose own medical condition, or family member's
medical condition, will require the prolonged absence of that other employee from duty
and will result in a substantial loss of income to the employee because the employee will
have exhausted all paid leave available, apart from the donated leave under the plan.
SECTION 35: CITY -RECOGNIZED HOLIDAYS
A. The following days are 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. Cesar Chavez (March 31St)
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) — Effective December 2022
12. Christmas Day (December 25th)
MGMT Resolution Attachment — No 2021-49 Page 119
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 Day (Christmas Eve
beginning December 2022) 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: FLOATING HOLIDAYS
In exchange for the additional City recognized holidays (Cesar Chavez and Juneteenth) as
established in Section 35, floating holidays are eliminated beginning calendar year 2022.
Employees who received floating holiday time in calendar year 2021 must use those hours before
the end of the calendar year or the hours will be forfeited. If an employee terminates
employment with the City, any unused floating holiday time will be forfeited.
SECTION 37: TEMPORARY MODIFIED WORK SCHEDULE
Depending on an employee's area of assignment, an alternate work schedule maybe 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 38: 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 4th 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 hours worked, up to ten (10), will be banked. Banked hours not used by December
311t will be forfeited.
SECTION 39: 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 40: 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
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 41: DIRECT 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 42: 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.
MGMT Resolution Attachment — No 2021-49 Page 121
Appendix A
City of Rosemead
Middle Management, Professional, and Confidential Group
July 1, 2021 through June 30, 2023
Effective July 1, 2021- October 30, 2021
Administrative Analyst
4,793
5,911
Administrative Specialist
4,122 ..
5,410
Associate Planner
5,676
6,969
Deputy City Clerk ''
5,544:
6,758 ;
Executive Asst To The City Mgr
4,904
6,024
Finance Manager
8,033
9,737
Human Resources Analyst
5,307
6,414
Human' Resources Manager
7,346, 'r
9,089
Management Analyst
5,082
6,470
Planning&Econ Development Mgr:
7,973,-
9,714!
Public Safety Manager
6,590
8,917
Public SafetySupe;rvisor.
5,991 -
8,1061
Public Works Manager
7,729
9,500
Recreation Manager,
7,0468,642'I
6,561.
Recreational Supervisor
5,370
6,755
sr Code Enforcement Off!cer,.
5,468
6,858,]
Senior Management Analyst
5,769
7,035
Effective October 31, 2021
Yosition Title
Administrative Analyst
Step 1 __
4,666
Step 2_
4,806
Ste p 3
4,950
ep •
5,099
5,252
5,410
5,572
5,739
5,911
e p 10
6,088
Administrative5pe,clalist
4,270
4;398,
4,530
4,666
4,806 ',:
4,950
5,099
5,252
5,410'
5;572
Associate Planner
5,502
..5,667
5,837
6,012
6,192
6,378
6,569
6,766
6,969
7,178
DeputyCity clerk
5,334
5,494
5,659
5,829
6,004:
6;184
6,370
6,561.
6,758
6,961
Executive Asst To The City Mgr
4,756
4,899
5,046
5,197
5,353
5,514
5,679
5,849
6,024
6,205
Flnance,Manager
7,686
7,917
8,154
8,399
8,651
8,911
.9,178
9,453
9,737
30,029'
Human Resources Analyst
5,064
5,216
5,372
5,533
5,699
5,870
6,046
6,227
6,414
6,606
Human Resources Manager
7,175
7;390
.7,612
7,840
8,075
8,317
8,567
8,824
9,089
9,362
Management Analyst
5,108
5,261
5,419
5,582
5,749
5,921
6,099
6,282
6,470
6,664
.Planning & Econ Development Mgr
1,668 '
7,898
8,135
8,379
8,630
8,889
9,156
9,431
9,714
10,005`
Public Safety Manager
7,039
7,250
7,467
7,691
7,922
8,160
8,405
8,657
8,917
9,185
Publlc5afety5upervi's1. or
6,398 .:
6,590
6,788
6,992
7,202
7,418
7,641
7,870
81106
8,349
Public Works Manager
7,498
7,723
7,955
8,194
8,440
8,693
8,954
9,223
9,500
9,785
Recreation Manager
61822
7,027
7,238
7,455 ,
7,679
7,909
8,146
8,390
8,642
8,901'
Recreational Supervisor
5,332
5,492
5,657
5,827
6,002
6,182
6,367
6,558
6,755
6,958
SrCode Enforce mentOfficer°.
5,415
5,577
5,744
5,916
6,093`
6,276
6,464
6,658
6,858,'
7;064
Senior Management Analyst
5,552
5,719
5,891
6,068
6,250
6,438
6,631
6,830
7,035
7,246
City of Rosemead
Middle Management, Professional, and Confidential Group
July 1, 2021 through June 30, 2023
Effective November 1, 2021
Position-Fitle
Administrative Analyst
Step_I _
4,759
Step 2
4,902
_StQ.p3
5,049
Step 4
5,200
Step 5
5,356
__Step 6 Step
5,517
7 ___
5,683
p: Step
5,853
Step
6,029
10
6,210
Administrative Specialist ,'
4,354,
4,485
4,620 ,
4,759
4,902
5,049
5,200
5,356
5,517
5,683
Associate Planner
5,613
5,781
5,954
6,133
6,317
6,506
6,701
6,902
7,109
7,322
Deputy,Clty Clerk ;
5,442;', .
5,605
5;773 .
5,946
6,124
6;308
6,497
6,692 ,
6,893 ";
7,100',
Executive Asst To The City Mgr
4,850
4,996
5,146
5,300
5,459
5,623
5,792
5,966
6,145
6,329
Fina ce Mana er4,699:'!'
n g 1 :
7,840'
8,075
8,317
'8,567
8,824:..
9,089'
_. .
9,362
9,643
9;932 ';' 10,230'
Human Resources Analyst
5,164
5,319
5,479
5,643
5,812
5,986
6,166
6,351
6,542
6,738
Hu man Resources Manager.
7,318
7,538
.7;764
7,997
8,237-
' •, `6;484
8;739
9,001'
9,271'';''
95491
ManagementAnalyst
5,209
5,365
5,526
5,692
5,863
6,039
6,220
6,407
6,599
6,797
Planning & Econ, Development Mgr
7,821.
8,056
8,298 ,,.
8,547,
8,803 ,
9,067 9;339
91619 , "'
91908' " '10,205'
9:261'1
PublicSafety Manager
7,181
7,396
7,618
7,847
8,082
8,324
8,574
8,831
9,096
9,369
Public SafetySuperyisor,
6,526:
6;722
6,924
.7,132
7,346
71566
7793
8,027
8,268
6,516^-
Public Works Manager
7,650
7,880
8,116
8,359
8,610
8,868
9,134
9,408
9,690
9,981
Recreation Manager, •
6,9 59
7;168
7,383,
- 7,604
7,832:
8,067.
8,309
>8,558. B,B15 `` 9079'
Recreational Supervisor
5,439
5,602
5,770
5,943
6,121
6,305
6,494
6,689
6,890
7,097
Sr Code Enforcer`nentOfficer
5,521'-
5,687
5,858
6,034,
6,215'
6,401' ,.6;593 "6,791
66,995,,.;1„ 7,205
Senior Management Analyst
5,665
5,835
6,010
6,190
6,376
6,567
6,764
6,967
7,176
7,391
Effective June 27, 2022
';Position Title - - - - Ste p 1 Step_ 2 Ste p 3 Stelp 4 _ _ Step 5 Step_6 step 7- Step 8 -Step 9 -Step 10 -
Administrative Analyst 4,854 5,000 5,150 5,305 5,464 5,628 5,797 5,971 6,150 6,334
Adminjstrative'Specialist 4,443, c` 4,576 4;713, 4,8541 5,000.,;` 5,150' 5305 15,464 5,628; 5�9,7y
Associate Planner 5.723 5.895 6.072 6254 Ad42 APRs AURA 7 n2 7cn Inco
Executive Asst To The City Mgr
4,949
5,097
5,250
5,407
5,569
5,736
5,908
6,085
6,268
6,456
FlnancQ;,iyjanagar; �'
7,9sit
8,288
,8'485
��8740
9002 `.
9272
9`550' ��
X9836
'10131
10435'1
Human Resources Analyst
5,267
5,425
5,588
5,756
5,929
6,107
6,290
6,479
6,673
6,873
m
,Human Resources"Managiar
7,'464.
7,688
7,9 19
8,157
8,402 -
8,654
8,914
9,181
9,456
Management Analyst
5,315
5,474
5,638
5,807
5,981
6,160
6,345
6,535
6,731
6,933
PianningBiEconpe,velopmentMgr '
7978„
8,217
8,464
8,718,
8,96D
9,249,
9,526
9,612
X0,106 10,409!!
Public Safety Manager
7,325
7,545
7,771
8,004
8,244
8,491
8,746
9,006
9,278
9,556
iPub'�i.c$afety5upervisori
6,656.
6,856
7,7177;949
8,187
8433
8686'1
Public Works Manager
7,804
8,038
8,279
8,527
8,783
9,046
9,317
9,596
9,884
10,181
Recreation Manager
7,d9i
7,310
7,529
7,755
7,988,
8,228
8;475
8,729
8,991
9:261'1
Recreational Supervisor
5,548
5,714
5,885
6,062
6,244
6,431
6,624
6,823
7,028
7,239
Sr Code>EnforcementOfricer•_
5,632
5,801
5;975
6,154
6,339- :;
;6,529-
6,725
6,927
7,135
7,349'
Senior Management Analyst
5,778
5,951
6,130
6,314
6,503
6,698
6,899
7,106
7,319
7,539
MGMT Resolution Attachment - No 2021-49 Page 123