CC - Item 2C - PARS Alternate Retirement System•
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ROSEMEAD CITY COUNCIL
STAFF REPORT
TO: THE HONORABLE MAYOR AND CITY COUNCIL
FROM: ANDREW C. LAZZARETTO, CITY MANAGER
DATE: JUNE 12, 2007
SUBJECT: PARS ALTERNATE RETIREMENT SYSTEM
SUMMARY
The City of Rosemead is required, on behalf of each part-time employee, to contribute to Social
Security an amount equal to 6.2% of his or her salary. The employee also contributes 6.2% to
Social Security for a combined contribution of 12.4%. The United States Congress adopted the
Omnibus Budget Reconciliation Act (OBRA) in 1990. OBRA mandated that all part-time, seasonal,
and temporary employees participate in a Qualifying Retirement System in lieu of Social Security.
Congress specifically provided alternatives with statutory language spelling out the minimum
requirements for alternate systems. The Public Agency Retirement System (PARS) offers an
alternate retirement system (ARS) that meets the statutory requirements as specified by Congress.
Under the PARS ARS program, part-time employees who work less than 100 hours per fiscal year
can enroll. By enrolling, the total contribution to the retirement system for these employees will be
7.5% rather than the 12.4% mandated by Social Security.
The 7.5% contribution rate can be split equally between the employee and the employer, meaning
that the employee would contribute 3.75% to the program, and the employer would contribute
3.75% to the program. This program could save the City around $15,000 per year. In addition
employees would be able to take home additional salary under the plan because of the reduced
contribution rate (see Attachment A for additional details).
Staff Recommendation
Staff recommends the City Council take the following action:
1) Approve Resolution 2007-21 (Attachment B) providing for PARS as an alternative
retirement system for part-time, seasonal, and temporary employees.
ANALYSIS
The OBRA and Section 3121(b)(7)(F) of the Internal Revenue Code (IRC) provide for certain
employees to participate in a Qualifying Retirement System in lieu of Social Security. These
employees are part-time, seasonal, and temporary. PARS provides such a plan for public
agencies.
APPROVED FOR CITY COUNCIL AGENDA-.
• •
City Council Report
June 12, 2007
Page 2 of 2
As the plan administrator, PARS will ensure that all City of Rosemead part-time, seasonal, and
temporary employees are enrolled and will hold orientation meetings to provide information
regarding the program. PARS will provide training for our payroll staff to ensure that the program is
properly implemented. PARS will also monitor the program and generate and submit all required
reports.
Part-time employees who work less than 1000 hours in a fiscal year will be enrolled in PARS ARS.
If an employee works over 1000 hours in a fiscal year they must be enrolled in PERS. The
employee contribution under the new system will be 3.75%. The employees will realize a benefit
with PARS AIRS because the deduction will be taken from "pre-tax" dollars which will actually result
in an increase in take home pay. The City will then contribute an additional 3.75% for a total
retirement contribution of 7.5%.
The benefits to employees are:
1. PARS plan participants are fully vested in their individual accounts.
2. In the event that an employee terminates employment with the City, assets in his/her
account may be (a) distributed as a lump sum to the participant, (b) rolled over to an IRA or
other qualified retirement plan that accepts rollovers or (c) used to purchase PERS service
credits (if the employee is eligible.)
3. PARS contributions are pre-tax. Social Security contributions are deducted after taxes are
paid. The result is additional take home pay for the employee.
PUBLIC NOTICE PROCESS
This item has been noticed through the regular agenda notification process.
Submitted by:
Oliver Chi
Deputy City Manager
Prepared by:
~ c K Ev.~ (~,P,w• ~ tzE 3 L~,crG~
Michelle G. Ramirez
Economic Development Administrator
Attachment A: PARS ARS Proposal Overview
Attachment B: Resolution 2007-21
City of Rosemead
Proposal for PARS
Alternate Retirement System
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-4. PARS
Overview of PARS
•
Public Agency Retirement Services (PARS)
Administers PARS Trust Program,
a multiple employer retirement trust system
for governmental agencies
450+ Member Agencies
• Over 250,000 Participants 0
• Over 700 Retirement Plans
Trusteed Plan
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PARS
Matinq mw&n v Nx ya,
•
Exclusive benefit of participants and beneficiaries
- Trust Assets held separately from the Assets
of Union Bank of California and Agency
- Trust Assets cannot be accessed by creditors of either the
Trustee or the Agency
CAWY
PARS
Mc"V reftw"v %<Y* kv you
Fiduciary Issues
•
City may appoint the Trustee as investment manager and
"Discretionary Trustee", and thereby pass fiduciary responsibility for
investments to the Trustee
- OR
• City may elect to select their own investments and establish a
"Directed Trustee" arrangement and retain fiduciary responsibility
for investments
Trustee must act pursuant to
Government Code Section 53216.6
- Exclusive benefit of employees
- Prudent person standard
Pill
Aw4cy
PARS
MobV reerernerrr KarA ill
Over 200 Agencies with PARS ARS plans:
School and Community Service Agencies
Allan "nil CCD
Anahem City SD
Anna ISO
AnteoDe valley Transit
Baker Ccmrrunry Se-Atlas
Barstow CCD
Bonham ISO
Brea Olirda U5D
Capistrano USD
Carrollton-F3miers B-arch ISO
Central Region 5IG
Cent-al SO
Central USD
Cerritos CCD
Chato*-_as PD<-etas CCD
r,}taf•ey Joirt Union H5D
Chula Vista SD
Coast CCD
College of the Sequoias C:D
Commerce ISD
Community ISD
CDDP&l 1°_t)
Callas ISC
Carton ISO
East Side Mosquito Atatement
East Side Union HSD
Ennis ;SD
Etimarda SD
Fenton Avenue Charter School
Foothil-De Anza CCD
Fort Wort'i ISO
Foul Valley SC
Garland ISO
Gill JSD
Goose Cl --ISD
Granada Hills Charter HS
Greenville ISD
Hairs Consolidated 15D
City and County Agencies
City of Ala reda
City of Davis
City of Alhambra
City of Duarte
City of Antioch
City of Dubin
City of Al Grance
City of Duncanville
City of Azusa
City of El --err to
City of Bakersfield
City of Erreryville
City of Banring
City of Esconcido
City of Benicia
City of Fontara
City of Berkeley
City of Fountain Valley
City of Beverty Hills
City of Ga-dera
City of Cal forria City
City of Gilroy
City of Campbel
City of Glendae
City of Capitola
City of Glendo-a
City of Carson
City of Grand Draine
City of Chula vista
City of Grapevine
City of Costa Mesa
City of Harothorne
City of Coring
City of Hayward
City of Cudahy
City of Hercules
City of Culver : ty
City of Huntington Beach
Updated 3/07
Hayward USD
-lespena Ric and Parks
-loll Junior Ccllege
Hurtingtor Beach City SD
tlurtingtor Beach LHSD
Hurst-EIJe55-Bedford ISD
Irene USD
Irving_ 150
Italy ISO
teller ISO
-a Habra City SD
Lancaster ISO
-eonard :SD
-ang Beach --CC
-aria Beach JSC
Las Angeles CCD
-as Angeles USD
Magnolia ISD
NcCirney I5D
META Cit✓ of Emeryvile
Mesquite ISC
Mup tas LSD
rnontacpe Char-ter Academy
hlorero Valet' USD
rnororgo USD
Moul View SD
Mt. DAblo USC
Newa^k USD
Newpart-Mesa USD
Oak'anC USD
Ontaro-Mcntdar SD
Orange County DcE
Orange County vector District
Orange USD
Pacoima Charter Scholl
Palmdale SD
Placenta-Yorta Linda USD
Pleasant Lill Rec a Parks
City o` Huntington Park
City of inolewood
City o' :rvne
cry of [rv l
Crt} o= :rwmdale
Cry V La Mirada
Ci*.y of La Palma
Cry of La Porte
City of Laguna Beach
Cry of Lake Forest
City of LakewciDd
Cit, of Lancaster
City a Lodi
City o` -ony Beach
City l _onc Beach
City of Longview
City of Ma ibu
Town of Mammoth Lakes
City o` Mannaltan Beach
Pomona USD
Pol. Necties-Croves ISD
Poway USD
Princeton !SD
Prosper ISD
Rancho Santiago CCD
Rrverside CCD
Sdudebace Valley U_D
Sar Se nardma _il
San Diego Assn of Gcvts
Sar Francisco LSD
San:ose USD
Santa Monca Blvd Charter
Savanra ED
School Emolo}e's Assn of CA
Shasta-Trnt>, SIG
Silver valley LSD
Sate Cen:er _CC
Tom 3ean ISD
City of Mansfield
City of Marysvi,le
C tV cf Maywocc
City cf Mescluita
C AY cf Milpitas
Gty cf Modesto
C ty cf Monrovia
C,ty cf Morgan Fill
City of Morro Bay
City cf Murrieta
City of Napa
City cf Natona City
City cf Newpor Beach
City cf Ncl Ric- lard Hils
Gty cf Ncl
City of Oceansida
C.ty of Pacific Grove
City of Pacifica
CGty cf Palmdale
Tuna ISD
Twin ILcges SO
Upland USD
Vallejo Sanitation & Flood
Valey of he Wor Fire
Van Alstyne ISD
Victor Valley C=D
Vista USD
Walrut Valley USD
Wes!minster SD
Westsuclle- U uor SC
Whitesboro ISO
Wills Pont ISD
Wylie ISD
Yuba City LSD
City o` Dalo Altc
City of Pasadena
City o4~ aetalLmla
City of Pico Pivera
City o` noway
City o- Redding
City of Renc, NY
Clty of Rldgecl
City of Rowlett
City of San Marcos
City of San Marino
City of San Rafael
City of San Ramon
City D" Santa Cla-a
Cry V Banta Maria
City o` Santee
City of Scotts Valley
Clty of Beal Beacn
City o' Seaside
-4t' of Signal Hill
C ty of Sonoma
: tV of South San Francisco
_ ty of Southlake
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: by of Watauga
City of West Sacramento
: ty of Westrrinstar
_ ty of woodland
: ty of Yuba City
Torun cf Yucca valley
-oal nga-Huron Pec & Parks
:ounty of Dallas
_ounty of gar Mateo
runty of Shasta
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PARS
PARS Alternate Retirement System
•
Alternative to Social Security for Part-Time, Seasonal, and
Temporary Employees (PST)
Meets OBRA 190 Requirements
• Complies with IRC 3121(b)(7)(F) requirements
457 defined contribution plan 0
• Reduces cost to Agency due to lower total contribution rate
compared to Social Security
PARS
PARS Alternate Retirement System
CI
• Agency's only financial obligation is to provide the pre-determined
contribution amount
• Contribution may be split in any manner between the Agency and
Employee (i.e.: 6.2/1.3, 7.50/0, etc.)
• Employee's benefit is the accumulated account balance at
distribution of 7.5%
PARS Alternate Retirement System
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ACD"
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PARS
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•
SCENARIO # 1
CONTRIBUTION SPLIT
Employer = 3.75%
•
Employee = 3.75%
Benefits to the Agency
Assumptions
100 PST employees
$750,000 Annual Payroll
Expenses paid by the Agency
Contribution Split
PARS
Mc" rftwmm *a* for ym
EE Contribution: 3.75%
ER Contribution: 3.75%
rst Years PARS-ARS Savings to Employer
over Social Security
6.2%
$14,708 in Annu
$50,000 Savings
$45,000
$35,000
$30,000
$25,000
$20,000
$15,000
$10,000
$5,000
$0
PARS-ARS
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PARS
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Cumulative Savings Over Social Security
LI
•
i Year Savings
$14,708
5 Year Savings
$78,652
10 Year Savings
$160,642
Benefits to the Employees
Assumptions:
EE Contribution: 3.75%
ER Contribution: 3.75%
•
A- PARS
ibryou
Comparison of PARS-ARS and Social Security
PARS-ARS SOCIAL SECURITY
GROSS INCOME $7,500 $7,500
LESS PARS @ 3.75% ($281)
TAXABLE INCOME $7,219 $7,500
LESS TAXES @ 20% ($1,444) ($1,500)
LESS SOCIAL SECURITY @ 6.20% ($465)
NET INCOME $5,775 $5,535
ADDITIONAL TAKE-HOME PAY
$240
0
Resolution No. 2007-21
CITY OF ROSEMEAD
LOS ANGELES COUNTY, CALIFORNIA
WHEREAS it is determined to be in the City's best interest and its employees to provide a Qualifying
Retirement System for its employees not currently eligible for such a Qualifying Retirement System, thereby
meeting the requirements of Section 11332 of the Omnibus Budget Reconciliation Act (OBRA 90) and Section
3121(b)(7)(F) of the Internal Revenue Code (IRC),
WHEREAS the Public Agency Retirement System (PARS) has made such a system available to the City and
its eligible employees and qualifies under OBRA 90 Section 11332, IRC Sections 3121(b)(7)(F) and 457(b),
and meets the meaning of the term "retirement system" as given by Section 218(b)(4) of the Federal Social
Security Act.
NOW THEREFORE, BE IT RESOLVED THAT:
The City Council hereby adopts the PARS 457 Trust, including the PARS Section 457 FICA
Alternative Retirement Plan, effective July 1, 2007, the Effective Date for the benefit of employees
on that date and hired thereafter; and
2. The City Council hereby appoints the City Manager, or his/her successor or his/her designee as the
City's Plan Administrator for the Public Agency Retirement System; and
3. The City's Plan Administrator is hereby authorized to implement the plan(s), execute the PARS
legal documents on behalf of the City and to take whatever additional actions are necessary to
maintain the City's participation in PARS and to maintain PARS compliance of any relevant
regulation issued or as may be issued; therefore, authorizing him/her to take whatever additional
actions are required to administer the City's PARS plan(s).
AYES: NOES: ABSENT: ABSTAIN:
STATE OF CALIFORNIA
COUNTY OF LOS ANGELES
, the Clerk of the City Council of the City of Rosemead of Los Angeles County,
California, hereby certifies that the above foregoing resolution was duly and regularly adopted by said City at a
regular meeting thereof held on the , and passed by a vote of said Council.
IN WITNESS WHEREOF I have hereunto set my hand and seal this
City Clerk
• •
r.1:,. IM A ; Hal r , kW
Milliman
Consultants and Actuaries
VIA OVERNIGHT DELIVERY
February 2, 2007
Mr. Dennis Yu, CEBS
Vice President, Consulting
Public Agency Retirement Services
5141 California Avenue, Suite 150
Irvine, CA 92617-3069
Re: July 1, 2006 Contribution Rate for
the City of Rosemead Retirement Enhancement Plan
Dear Dennis:
1921 Gallows Road, Suite 900
Vienna, VA 22182
Tel +1 703-917.0143
Fax +1 703-827.9266
www.milliman.com
As requested, we have completed our July 1, 2006 contribution rate calculations for the
City of Rosemead Retirement Enhancement Plan. The calculations were completed as
follows:
1. For miscellaneous employees and the contract City Attorney, there are two tiers of
benefits, described below:
a. Eligibility for an immediate benefit is defined as reaching age 55, completing
20 years of Rosemead service, and retiring concurrently from both the City and
CalPERS after leaving City employment.
The Retirement Enhancement Plan provides a benefit equal to the "3.0% at
55" plan factor (formula is a static 3.0% at age 55 and older), less the
CalPERS "2% at 55" plan factors for all years of City service.
b. Eligibility for an immediate benefit is defined as reaching age 60, completing
10 years of Rosemead service (but less than 20), and retiring concurrently
from both the City and CaIPERS after leaving City employment.
The Retirement Enhancement Plan provides a benefit equal to the "2.5% at
60" plan factor (formula is a static 2.5% at age 60 and older), less the
CalPERS "2% at 55" plan factors for all years of City service.
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes
described herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty
or liability to other parties who receive this work.
•
•
Mr. Dennis Yu, CEBS
February 2, 2007
Page 2
2. For City Council members, there is one tier of benefits, described below:
Eligibility for an immediate benefit is defined as reaching age 55, completing 12
years of Rosemead service, and retiring concurrently from both the City and
CalPERS after leaving City employment.
The Retirement Enhancement Plan provides a benefit equal to the "3.0% at 55" plan
factor (formula is a static 3.0% at age 55 and older), less the CalPERS "2% at 55"
plan factors for all years of City service.
3. The Plan has been amended to include a pre-retirement death benefit for those
eligible employees who die while actively employed with the City and meet the age
and service eligibility requirements for a supplemental retirement benefit as
described in #1 and #2 above. The benefit will be paid to a surviving spouse or
domestic partner. The beneficiary will receive a life annuity equal to the employee's
supplemental retirement benefit actuarially reduced as if the employee had elected
a 100% joint-and-survivor annuity.
4. We have also incorporated a second plan amendment as directed in your October
26, 2006 e-mail. Please refer to that correspondence for more specific guidance on
the amendment.
5. We have done the valuation using interest assumptions of 6.5%, 7.5% or 8.5% per
annum to test sensitivity. In general, the interest rate assumption should be the
best estimate of the expected long-term rate of return on assets, which is largely
driven by your expected asset mix.
6. We have used the RP-2000 Combined Healthy mortality tables for males and
females to emulate with a published table the mortality rates used by CalPERS for
June 30, 2004 valuations (assumption change).
7. We have updated the salary scale assumption to that of the Public Agency
Miscellaneous employees with an Entry Age of 30 used by CaIPERS in their June
30, 2004 valuations (assumption change).
8. We have changed the payroll growth assumption from 3.75% per year to 3.25% per
year. We use the payroll growth assumption as the annual increase rate of
amortization payments for the unfunded actuarial liability (assumption change).
All other actuarial assumptions are consistent with those used by Milliman in our prior
July 1, 2004 actuarial valuation report for the City of Rosemead Retirement
Enhancement Plan.
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes
described herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty
or liability to other parties who receive this work.
• •
Mr. Dennis Yu, CEBS
February 2, 2007
Page 3
This letter-report summarizes our results and is separated into the following nine
sections:
1. Results
II. Participant Data as of July 1, 2006
III. Participant Reconciliation as of July 1, 2006
IV. Income Statement for Period Ending July 1, 2006
V. Determination of Actuarial Gain/(Loss) as of July 1, 2006
VI. Schedule of Funding Progress
VII. Plan Provisions
VIII. Actuarial Assumptions
IX. Actuarial Methods
In preparing this letter-report, we relied, without audit, on information supplied by
PARS. This information includes, but is not limited to, plan provisions, employee data,
plan assumptions, and financial information. In our examination of these data, we have
found them to be reasonably consistent and comparable with data used for other
purposes. Since the contribution rate calculations are dependent on the integrity of the
data supplied, the results can be expected to differ if the underlying data is incomplete
or missing. It should be noted that if any data or other information is inaccurate or
incomplete our calculations may need to be revised.
We have increased the salaries provided by 7% to account for the EPMC included in
final compensation, per your e-mail dated November 8, 2006. As in the last valuation,
service credits used for this valuation are based on data provided by the City.
On the basis of the foregoing, we hereby certify that, to the best of our knowledge and
belief, this report is complete and accurate and has been prepared in accordance with
generally recognized and accepted actuarial principles and practices which are
consistent with the actuarial standards of Practice promulgated by the Actuarial
Standards Board and applicable Guides to Professional Conduct, amplifying Opinions,
and supporting Recommendations of the American Academy of Actuaries.
We further certify that all costs, liabilities, rates of interest, and other factors for the Plan
have been determined on the basis of actuarial assumptions and methods which are
individually reasonable, taking into account the experience of CalPERS and reasonable
expectations. Nevertheless, the emerging costs will vary from those presented in this
report to the extent actual experience differs from that projected by the actuarial
assumptions.
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes
described herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty
or liability to other parties who receive this work.
•
Mr. Dennis Yu, CEBS
February 2, 2007
Page 4
Actuarial computations presented in this letter-report are for purposes of determining
the recommended funding amounts for the 2007 fiscal year. Actuarial computations
under GASB Statements No. 25 and 27 are for purposes of fulfilling financial
accounting requirements. The calculations in the enclosed report have been made on
a basis consistent with our understanding of the Plan's funding goals and of the GASB
Statements No. 25 and 27. Determinations for purposes other than meeting those
requirements may be significantly different from the results contained in this report.
Accordingly, additional determinations may be needed for other purposes.
Millimart's,wo(h product was prepared exclusively for the management of the City of
Rosemead and PARS for a specific and limited purpose. It is a complex, technical
analysis that assumes a high level of knowledge concerning the City of Rosemead
operations, and uses City of Rosemead data, which Milliman has not audited. It is not
for the use or benefit of any third party for any purpose. Any third parry recipient of
Milliman's work product who desires professional guidance should not rely upon
Milliman's work product, but should engage qualified professionals for advice
appropriate to its own specific needs.
We respectfully submit the following report, and we look forward to discussing it with
you at your convenience. I, Robert S. Dezube, am a consulting actuary for Milliman,
Inc. I am a member of the American Academy of Actuaries and meet the Qualification
Standards of the American Academy of Actuaries to render the actuarial opinion
contained herein.
Sincerely,
Milliman, Inc.
Laura Lyn-Kew
Actuarial Analyst
Robert S. Dezube, FSA
Consulting Actuary
C: Kevin Murphy
RSD/LLK/ST/PHA/54
M:1PAS\RosemeacN200612006va1.doc
)FFICES IN PRINCIPAL CITIES INORLG1NQE
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes
described herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty
or liability to other parties who receive this work.
• •
Mr. Dennis Yu, CEBS
February 2, 2007
Page 5
1. City of Rosemead Results
July 1, 2006
Interest Rate
6.5%
7.5%
8.5%
1. Present Value of Future Benefits:
a.
Actives
$3,063,895
$2,533,969
$2,125,447
b.
Terminated Vesteds
0
0
0
c.
Retirees
1,261,776
1,142,245
1,041,075
d.
Total
$4,325,671
$3,676,214
$3,166,522
2. Present Value of Future Normal Costs
a. Actives
$968,109
$702,915
$515,202
b. Terminated Vesteds
0
0
0
c. Retirees
0
0
0
d. Total
$968,109
$702,915
$515,202
3. Actuarial Liability [(1.) - (2.)]
a. Actives
$2,095,786
$1,831,054
$1,610,245
b. Terminated Vesteds
0
0
0
c. Retirees
1,261,776
1,142,245
1,041,075
d. Total
$3,357,562
$2,973,299
$2,651,320
4.
Entry Age Normal Cost:
$92,837
$72,275
$56,571
5.
Actuarial Value of Assets:
$1,438,282
$1,438,282
$1,438,282
6.
Unfunded Actuarial Liability [(3.) - (5.)]
$1,919,280
$1,535,017
$1,213,038
7.
Unfunded Actuarial Liability Amortization
$154,603
$132,313
$111,616
8.
Valuation Payroll:
$2,367,310
$2,367,310
$2,367,310
9.
Fiscal Year 2007
Employer Contribution %
a. Normal Cost [(4.) / (8)]
3.92%
3.05%
2.39%
b. Unfunded Actuarial Liability [(7.) / (8.)]
6.53%
5.59%
4.71%
c. Total
10.45%
8.64%
7.10%
Based on a 20-year amortization period from July 1, 2002 (16 years remaining) with
amortization payments increasing 3.25% annually. Payments are assumed to be made
throughout the year.
MILLIMAN
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes described
herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty or liability to
other parties who receive this work.
• •
Mr. Dennis Yu, CEBS
February 2, 2007
Page 6
Ila. Participant Data as of July 1, 2006
a. Participant Counts:
Males
25
Females
15
Total
40
b. Average Ages:
Males
50.1
Females
45.5
Overall
48.5
c. Average Service (years) : 11.9
d. Valuation Pay: $2,367,310
e. Average Pay: $59,183
f. Retiree Counts:
Males 6
Females 1
Total 7
g. Average Annual Retiree Benefit: $12,281
MILLIMAN
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes described
herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty or liability to
other parties who receive this work.
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0 •
Mr. Dennis Yu, CEBS
February 2, 2007
Page 8
Ill. Participant Reconciliation as of July 1, 2006
Actives
Retirees
Total
Participant Count as of
July 1,.2004
39
4
43
New Entrants
9
0
9
Terminated without a benefit
(5)
0
(5)
Retired
(3)
3
0
Adjustments
0
0
0
Participant Count as of
July 1, 2006 40 7
IV. Income Statement for Period Ending Ju/V 1, 2006
1. Market Value of Assets as of July 1, 2004
2. Receipts
a. Employer Contributions 7/1/04 - 7/1/05
b. Employer Contributions 7/1/05 - 7/1/06
c. Total Receipts = [2a. + 2b.]
3. Disbursements
a. Benefit Payments
b. Expenses
c. Total Disbursements = [3a. + 3b.]
4. Net Earnings on Investments
5. Market Value of Assets as of July 1, 2006
= [1. + 2c. - 3c. + 4.]
6. Average Rate of Return for the Period
MILLIMAN
47
$828,182
$281,494
271,940
$553,434
$134,025
879
$134,904
$191,570
$1,4382 2
8.8%
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes described
herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty or liability to
other parties who receive this work.
• •
Mr. Dennis Yu, CEBS
February 2, 2007
Page 9
V. Determination of Actuarial Gain/(Loss) as of July 1, 2006
(Based on investment return assumption of 7.5%)
1. Actual Unfunded Actuarial Liability as of July 1, 2004 $ 1,754,451
2. Gross Normal Cost as of July 1, 2004 $ 70,206
3. Receipts 7/1/2004 - 7/1/2005
a. Employee Contributions $ 0
b. Employer Contributions 281,494
c. Interest Earnings 10,556
d. Total $ 292,050
4. Expected Unfunded Actuarial Liability as of July 1, 2005 $ 1,669,456
=[1.+2.]x 1.075-3d.
5. Gross Normal Cost as of July 1, 2005 $ 72,839
6. Receipts 7/1/2005 - 7/1/2006
a. Employee Contributions $ 0
b. Employer Contributions 271,940
c. Interest Earnings 10,198
d. Total $ 282,138
7. Expected Unfunded Actuarial Liability as of July 1, 2006 $ 1,590,829
= [4. + 5.] x 1.075 - 6d.
8. Actual Unfunded Actuarial Liability as of July 1, 2006
Before Plan and Assumption Changes $ 1,448,572
9. Actuarial Gain/(Loss) = [7. - 8.] $ 142,257
10. Change in Unfunded Actuarial Liability due to
Plan Amendments $135,112
11. Change in Unfunded Actuarial Liability due to
Assumption Changes ($48,667)
12. Total New Unfunded Actuarial Liability as of July 1, 2006
= [8. + 10. + 11.] $1,535,017
MILLIMAN
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes described
herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty or liability to
other parties who receive this work.
0 •
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LI
Mr. Dennis Yu, CEBS
February 2, 2007
Page 11
VII. Plan Provisions
a. Benefit Service
•
Benefit service is credited from date of hire with the City.
b. Vesting Service
Vesting service is credited from date of hire with the City.
C. Employee Contributions
None.
d. Final Average Compensation
Final Average Compensation is equal to the highest year of
compensation, subject to IRC 401(a)(17) limitations.
e. Supplemental Benefit
An employee retiring from active service on or after age 55 and
completing the required years of Rosemead service is eligible for a lifetime
supplemental benefit from the Retirement Enhancement Plan. The annual
supplement is the product of the following three items:
L Benefit Service
ii. Final Average Compensation
iii. The PARS factors are based employment status and years of
service as follows:
City Council Members are eligible to retire on or after age 55
and completing at least 12 years of Rosemead service. The
PARS "3.0% at 55" factors are a static 3.0% on or after age 55.
2. Miscellaneous employees and the contract City Attorney are
eligible to retire on or after age 55 and completing at least 20
years of Rosemead service. The PARS "3.0% at 55" factors are
a static 3.0% on or after age 55.
MILLIMAN
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes described
herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty or liability to
other parties who receive this work.
Mr. Dennis Yu, CEBS
February 2, 2007
Page 12
3. Miscellaneous employees and the contract City Attorney are
eligible to retire on or after age 60 and completing at least 10
years of Rosemead service (but less than 20). The PARS
"2.5% at 60" factors are a static 2.5% on or after age 60.
Less the CalPERS "2% at 55" service retirement benefit, calculated as
the product of the following three items:
i. Benefit Service
ii. Final Average Compensation
ii. The following CalPERS "2.0% at 55 for Local Miscellaneous
Members" factors:
AAge_
Factor
Age
Factor
Acme
Factor
50
1.426%
55
2.000%
60
2.262%
51
1.522%
56
2.052%
61
2.314%
52
1.628%
57
2.104%
62
2.366%
53
1.742%
58
2.156%
63
2.418%
54
1.866%
59
2.210%
64+
2.418%
Additionally, we have incorporated a plan amendment as directed by Dennis Yu
via e-mail on October 26, 2006.
Disability Retirement Benefit
There is no disability benefit under this plan.
g. Death Benefit
The surviving spouse or domestic partner of an employee who has met the age
and service requirements for a supplemental retirement benefit, but dies while
actively employed by the City, shall receive an annuity to be paid over the lifetime
of the beneficiary. The benefit shall be equal to the employee's supplemental
retirement benefit actuarially reduced as if the employee had elected a 100%
joint-and-survivor annuity.
h. Withdrawal Benefit
There is no withdrawal benefit under this plan.
MILLIMAN
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes described
herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty or liability to
other parties who receive this work.
Mr. Dennis Yu, CEBS
February 2, 2007
Page 13
I. Normal Form of Payment
The normal form of benefit for the Retirement Enhancement Plan is a life-only
annuity.
j. Optional Forms of Payment
In lieu of a life-only annuity, a participant may elect an actuarial equivalent
optional form of payment. The optional form is a joint and survivor annuity.
k. Post-Retirement Pension Increases
Any benefit in payment status will increase by 2% per annum on each
participant's anniversary date of retirement.
Benefit Changes Since the Prior Valuation
A pre-retirement death benefit was added for the spouse or domestic partner of an
employee who dies after becoming eligible for a benefit.
A second plan amendment was also incorporated as directed by Dennis Yu via e-mail
on October 26, 2006.
MILLIMAN
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes described
herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty or liability to
other parties who receive this work.
Mr. Dennis Yu, CEBS
February 2, 2007
Page 14
Vlll. Actuarial Assumptions
a. Valuation Date: July 1, 2006
b. Investment Return: 7.5% with 1 % sensitivity analysis
c. Inflation: 3.0%
d. Salary Increases: Increases based on service are as follows:
Years of
Service
0
1
2
3
4
5
10
15
20
25
30 or more
e. Cost of Living Adjustment:
f. Pre-Retirement Mortality:
Age
20
25
30
35
40
45
50
55
Annual
Increase
12.65%
10.75%
9.35%
8.25%
7.35%
6.75%
4.85%
4.35%
3.95%
3.65%
3.25%
2.00% compounded annually
RP-2000 Combined Healthy mortality
tables for males and females, with a 5-
year setback. Sample rates are as
follows:
Male
0.027%
0.035%
0.038%
0.044%
0.077%
0.108%
0.151%
0.214%
MILLIMAN
Female
0.017%
0.019%
0.021%
0.026%
0.048%
0.071%
0.112%
0.168%
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes described
herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty or liability to
other parties who receive this work.
0
0
Mr. Dennis Yu, CEBS
February 2, 2007
Page 15
g. Post-Retirement Mortality:
Age
Male
60
0.67%
70
2.22%
80
6.44%
90
18.34%
100
34.46%
110
100.00%
RP-2000 Combined Healthy mortality
tables for males and females. Sample
rates are as follows:
Healthy
Female
0.51%
1.67%
4.59%
13.17%
23.75%
100.00%
h. Withdrawal: Sample select and ultimate rates are as follows:
Years of Service - Males
Hire
Age
Under 1
1 to 2
2 to 3
3 to 4
4 to 5
30
6.60%
12.55%
8.61%
7.14%
5.81%
40
6.18%
10.48%
7.21%
5.54%
4.54%
50
5.79%
8.77%
6.11%
4.40%
3.69%
Years of Service - Females
Hire
Age
Under 1
1 to 2
2 to 3
3 to 4
4 to 5
30
8.07%
15.32%
11.23%
9.02%
7.20%
40
7.66%
12.88%
8.56%
6.63%
4.54%
50
7.25%
10.85%
6.59%
4.98%
2.98%
For participants with more than ten years of service:
Attained
Acme,
Male
Female
30
2.58%
3.86%
35
2.42%
3.55%
40
2.27%
3.29%
45
2.13%
3.05%
MILLIMAN
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes described
herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty or liability to
other parties who receive this work.
• 0
Mr. Dennis Yu, CEBS
February 2, 2007
Page 16
L Retirement: For miscellaneous employees and the contract City Attorney:
Retirement rate of 20% at ages 60 and older with between
10 and 20 years of service, and retirement rate of 30% at
ages 55 and older with more than 20 years of service.
For City Council members: Retirement rates of 30% per
year.
Disability: Sample rates are as follows
Ace
Male
Female
30
.10%
.07%
40
.22%
.15%
50
.46%
.32%
k. Maximum Benefits and Salary:
Salary used in the calculation of final average earnings is
subject to the limitations of IRC 401(a)(17). The limit is
assumed to increase 3.0% per annum.
1. Expenses: None are assumed.
m. Form of Payment: All current participants are assumed to elect a single life
annuity.
n. Entry Age: Age at hire with City.
o. Beneficiaries: 85% of participants are assumed to have an eligible spouse
or domestic partner of the same age.
Assumption Changes Since the Prior Valuation
1. Pre- and Post-Retirement mortality rates have been changed to correspond to
the rates used in the CalPERS June 2004 valuations.
2. The salary increase assumption has been changed to correspond to the service
graded schedule used by CalPERS in their June 2004 valuations.
3. The assumption for long term projected payroll growth was lowered from 3.75%
to 3.25%.
MILLIMAN
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes described
herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty or liability to
other parties who receive this work.
0 0
Mr. Dennis Yu, CEBS
February 2, 2007
Page 17
!X. Actuarial Methods
Funding Method
The cost method for valuation of liabilities used for this valuation is the entry age
normal method. This is one of a family of valuation methods known as projected
benefits methods. The chief characteristic of projected benefits methods is that
the actuarial present value of all plan benefits is determined as of the valuation
date and then allocated between the period before and after the valuation date.
The present value of plan benefits earned prior to the valuation date is called the
actuarial liability. The present value of plan benefits to be earned after the
valuation date is called the present value of future normal costs.
Under the entry age normal actuarial cost method, an individual entry age normal
cost ratio is determined for each participant by taking the value, as of his entry
age in the plan, of the participant's projected future benefits (assuming the
current plan benefit provisions had always been in existence), and dividing it by
the value, as of the participant's entry age, of his expected future salary. This
ratio for each participant is then multiplied by the present value, as of the
valuation date, of the participant's future salary. The sum of these values for all
active participants is the plan's present value (as of the valuation date) of future
normal costs. The excess of the present value of all plan benefits over the
present value of future normal costs is the actuarial liability. The difference
between the actuarial liability and the value of the plan assets as of the valuation
date is the unfunded actuarial liability.
Asset Valuation Method
The actuarial value of assets is the market value of assets as provided by Public
Agency Retirement Services.
MILLIMAN
This work product was prepared solely for Public Agency Retirement Services and the City of Rosemead for the purposes described
herein and may not be appropriate to use for other purposes. Milliman does not intend to benefit and assumes no duty or liability to
other parties who receive this work.
•
•
•
L
CALIFORNIA PUBLIC ENIPLOYEES' RETIREAIENT SYSTEM
Actuarial Valuation
As Of June 30, 2003
The Miscellaneous Plan
of the City of Rosemead
(Employer# 1595)
Required Contributions
For Fiscal Year
July 1, 2005-June 30, 2006
Actuarial & Employer Services Division
P.O. Box 942709
Sacramento, CA 94229-2709
Telecommunications Device for the Deaf - (916) 795-3240
1-888-CalPERS (225-7377)
FAX (916) 795-3005
0
•
Table of contents
• COVER LETTER AND ACTUARIAL CERTIFICATION
• SECTION 1 - PLAN SPECIFIC INFORMATION
• SECTION 2 - RISK POOL ACTUARIAL VALUATION REPORT
•
• SECTION 3 - FINAL STAND-ALONE ACTUARIAL VALUATION REPORT
0
0 •
Actuarial Employer Services Division
P.O. Box 942709
All" Sacramento, CA 94229-2709
CaIII R5 Telecommunications Device for the Deaf - (916) 795-3240
FAX (916) 795-3005
October 26, 2004
MISCELLANEOUS PLAN OF THE CITY OF ROSEMEAD (EMPLOYER # 1595)
Miscellaneous 2% at 55 Risk Pool
Dear Employer,
Enclosed please find a copy of the June 30, 2003 actuarial valuation for your pension plan. This valuation report
contains important actuarial information including your employer contribution rate for 2005/2006. CaIPERS staff
actuaries are available to discuss the report with you.
Changes Since Last Valuation
There are several changes in the June 30, 2003 valuation compared to the prior year including: an actuarial
investment loss for 2002/2003, plan changes from amendments if applicable, new actuarial assumptions, the
actuarial value of assets set to 110% of market value, improved industrial disability benefits due to the
settlement of the Arnett case and mandatory pooling for plans with less than 100 active members. The effects
of these changes on your required employer contribution for 2005/2006 are shown on page 9 of Section 3 of
the report.
New Pooled Report Format
Since your plan had less than 100 active members as of June 30, 2003, it is required to participate in a risk
pool. Mandated pooling is effective with this valuation which determines the contribution rate for 2005/2006.
Because of pooling, your valuation report this year consists of three separate Sections:
• Section 1 is the Plan specific information for your plan, including the development of your pooled
employer contribution rate,
• Section 2 Is the report of the Risk Pool Actuarial Valuation as of June 30, 2003, and
• Section 3 is the Final Stand-Alone Actuarial Valuation of your plan as of June 30, 2003
Because 2005/2006 is the first year under pooling, your pooled employer contribution rate is the same as your
stand-alone employer contribution rate. This is because the difference between the pool's normal cost and your
stand-alone normal cost will be phased out over five years, beginning next year. For 2005/2006, 100% of the
difference between the pool's normal cost and your stand-alone normal cost is reflected in the development of
your pooled employer contribution rate (see page 1 of Section 1). For 2006/2007, only 80% of the difference
will be reflected; for 2007/2008 60% will be reflected, and so on, until you are fully subject to the pool's normal
cost for 2010/2011 and beyond.
Future Contribution Rates
The exhibit below displays the required employer contribution rate and Superfunded status for 2005/2006 along
with an estimate of the contribution rate and Superfunded status for 2006/2007. The estimated rate for
2006/2007 is based on a projection of the most recent information we have available, including our latest best
estimate of the investment return for fiscal year 2003/2004, namely 16.0%. Please disregard any projections
that we may have provided you in the past.
Fiscal Year Employer Contribution Rate Superfunded?
2005/2006 21.152% NO
2006/2007 21.5% (projected) NO
Member contributions (whether paid by the employer or the employee) are in addition to the above rates.
•
California Public Employees' Retirement System
Lincoln Plaza - 400 P Street - Sacramento, CA 95814
E
E
The estimate also assumes that there are no amendments and no liability gains or losses (such as larger than
expected pay increases, more retirements than expected, etc.). This is a very important assumption because
these gains and losses do occur and can have a significant effect on your contribution rate. These gains and
losses cannot be predicted in advance so the projected employer contribution rate for 2006/2007 is just an
estimate. Your actual rate for 2006/2007 will be provided in next year's report.
We are very busy preparing actuarial valuations for other public agencies and expect to complete all such
valuations by the end of October. We understand that you might have a number of questions about these
results. While we are very interested in discussing these results with your agency, in the interest of allowing us
to give every public agency their result, we ask that, if at all possible, you wait until after October 31 to contact
us with questions. If you have questions, please call (888) CalPERS (225-7377).
Sincerely,
Ronald L. Seeling, Ph.D., F.C.A., A.S.A., M.A.A.A.
Enrolled Actuary
Chief Actuary, CaIPERS
•
California Public Employees' Retirement System
Lincoln Plaza - 400 P Street - Sacramento, CA 95814
• •
~J
Actuarial Certification
This valuation was performed by CalPERS staff actuaries in order to:
• Set forth the actuarial assets and funding liabilities of the Miscellaneous 2% at 55 Risk Pool as of
June 30, 2003;
• Certify that the actuarially required employer contribution rate of the Miscellaneous Plan of the City
of Rosemead for the fiscal year July 1, 2005 through June 30, 2006 is 21.152%;
• Provide actuarial information as of June 30, 2003 to the CalPERS Board of Administration and other
interested parties; and
• Provide pension information as of June 30, 2003 to be used in financial reports subject to
Governmental Accounting Standards Board (GASB) Statement Number 27.
Use of this report for other purposes is inappropriate.
•
To the best of our knowledge, this report is complete and accurate and contains sufficient information to
disclose, fully and fairly, the funded condition of the MISCELLANEOUS 2% AT 55 RISK POOL. This valuation is
based on the member and financial data as of June 30, 2003 provided by the various CaiPERS databases and
the benefits under this plan with CalPERS as of the date this report was produced. It is our opinion that the
valuation has been performed in accordance with generally accepted actuarial principles, in accordance with
standards of practice prescribed by the Actuarial Standards Board, and that the assumptions and methods are
internally consistent and reasonable for this plan, as prescribed by the CalPERS Board of Administration
according to provisions set forth in the California Public Employees' Retirement Law.
Ron Seeling, Ph.D., F.C.A., A.S.A., M.A.A.A.
Enrolled Actuary
Chief Actuary, CalPERS
Kung-pei Hwang, A.S.A., M.A.A.A.
Senior Pension Actuary, CalPERS
Pool Actuary
lulf", Ajx,~
Kung-pei Hwang, A.S.A., M.A.A.A.
Senior Pension Actuary, CalPERS
Agency Actuary
k4jyik-
Richard Santos, A.S.A.
Associate Pension Actuary, CalPERS
Pool Reviewing Actuary
CalPERS Actuarial Valuation - June 30, 2003
Miscellaneous 2% at 55 Risk Pool
•
•
Section 1
CALIFORNIA PUBLIC L,1II'1..UYEES' RLTTRl-,\Nf :N'1' .'~l'.~,'I'I:.%[
~ Plan Specific Information for The
Miscellaneous Plan
of the City of Rosemead
(Employer # 1595)
0
E
•
Funding Information
• REQUIRED EMPLOYER CONTRIBUTION
• PROJECTED EMPLOYER CONTRIBUTION
• EMPLOYER SIDE FUND
• SUPERFUNDED STATUS
• SUMMARY OF PARTICIPANT DATA
• LIST OF CLASS 1 BENEFIT PROVISIONS
• GASB STATEMENT NO. 27
u
l~
u
0 0
SECTION 1 - PLAN SPECIFIC INFORMATION FOR MISCELLANEOUS PLAN OF THE CITY OF ROSEMEAD
E
Required Empoyer Contribution Rate
Being part of a risk pool, your employer contribution is equal to the risk pool's rate plus the amortization of
your individual side fund and an adjustment to phase out the difference between the risk pool's normal cost
and your employer's normal cost at the time of joining pooling. If applicable, a surcharge for class 1 benefits
has been applied. Your required employer contribution rate for Fiscal Year 2005/2006 is 21.152%. Your rate
was derived as follows:
Required Required
Contribution Amount Contribution Rate
for FY 2005/2006 for FY 2005/2006
1. Risk Pool's Net Employer Normal Cost $157,886 7.578%
2. Risk Pool's Payment on the Amortization Bases $0 0.000%
3. Surcharge for Class 1 Benefits' $0 0.000%
4. 100% x (Phase out of Normal Cost Difference]2 ($10,376) (0.498%)
5. Amortization of Side Fund $293,177 14.072%
6. Total Employer Contribution $440,687 21.152%
1 Appendix C of Section 2 of this report contains the list of class 1 benefits and corresponding surcharge for each benefit.
2 Your Phase out of Normal Cost Difference is equal to your plan's stand-alone normal cost as of June 30, 2003 valuation minus your plan's
normal cost in Pooling. This difference will decrease from 100% to 0% over the next 5 years. Your plan's normal cost in Pooling is equal to
the Risk Pool's Net Employer Normal Cost plus applicable Surcharges for Class 1 Benefits.
Projected Employer Contribution
•
The rate shown below is an estimate for the employer contribution for Fiscal Year 2006-2007. The estimated
rate is based on a projection of the most recent information we have available, including our latest best
estimate of the investment return for fiscal year 2003/2004, namely 16.0%:
Projected Employer Contribution Rate 21.5%
The estimate also assumes that there are no amendments and no liability gains or losses (such as larger than
expected pay increases, more retirements than expected, etc.). This is a very important assumption because
these gains and losses do occur and can have a significant effect on your contribution rate. These gains and
losses cannot be predicted in advance, so the projected employer contribution rate for 2006/2007 is just an
estimate. Your actual rate for 2006/2007 will be provided in next year's report.
Employer Side Fund
At the time of joining a risk pool, a side fund was created to account for the differences between the funded
status of the pool and the funded status of your plan. The side fund for your plan at the time of entering the
pool was developed in the following table.
Your side fund will be credited, on an annual basis, with the actuarial investment return assumption. The rate is
currently set at 7.75%. Your side fund will also be subject to amortization on an annual basis. A positive side
fund means that the employer will have to contribute less than the pool's rate while a negative side fund
indicates the employer will have to contribute more than the pool's rate.
•
CaIPERS Actuarial Valuation - June 30, 2003
Miscellaneous 2% at 55 Risk Pool
Page 5
•
•
SECTION 7 - PLAN SPECIFIC INFORMATION FOR MISCELLANEOUS PLAN OF THE CITY OF ROSEMEAD
Employer Side Fund (Continued)
1.
Plan's Actuarial Accrued Liabilities
$8,543,320
2.
Actuarial Value of Assets to be Transferred into the Pool
$8,543,320
3.
Plan's Actuarial Value of Assets
$5,826,809
4.
Employer Side Fund as of June 30, 2003 [(Unfunded)/Surplus]
($2,716,511)
5.
Expected Payment from Side Fund in FY 03-04
($4,730)
6.
Expected Side Fund as of June 30, 2004
($2,931,948)
7.
Expected Payment from Side Fund in FY 0405
$113,789
8.
Expected Side Fund as of June 30, 2005
($3,041,058)
9.
Amortization of Side Fund for FY 05-06
$293,177
10.
Amortization period
14 Years
Superfunded Status
For agencies participating in a risk pool, the determination of superfunded status is shown below:
1. Share of the Pool's Present Value of Projected Benefits $10,532,665
2. Share of the Pool's Actuarial Value of Assets $5,826,809
3. Is the plan Superfunded? No
[Yes if (2) is greater than (1), No if (2) is less than or equal to (1)]
Summary of Participant Data
Below is a table showing a summary of participant data for your agency within the risk pool as of June 30,
2003:
1.
Number of Active Members
40
2.
Total Payroll
$1,892,863
3.
Projected Payroll for Contribution Purposes
$2,083,481
4.
Average Salary
$47,322
5.
Number of Transferred Members
14
6.
Number of Separated Members
10
7.
Number of Retired Members and Beneficiaries
12
List of Class 1 Benefit Provisions
•
CalPERS Actuarial Valuation - June 30, 2003 Page 6
Miscellaneous 2% at 55 Risk Pool
•
SECTION 1 - PLAN SPECIFIC INFORMATION FOR MISCELLANEOUS PLAN OF THE CITY OF ROSEMEAD
17-1
•
•
Information for Compliance with GASB Statement No. 27
Under GASB 27, an employer reports an annual pension cost (APC) equal to the annual required contribution
(ARC) plus an adjustment for the cumulative difference between the APC and the employer's actual plan
contributions for the year. The cumulative difference is called the net pension obligation (NPO). The ARC for
the period July 1, 2005 to June 30, 2006 has been determined by an actuarial valuation of the plan as of June
30, 2003. Your contribution rate for the indicated period is 21.152% of payroll. In order to calculate the dollar
value of the ARC for inclusion in financial statements prepared as of June 30, 2005, this contribution rate, as
modified by any amendments for the year, would be multiplied by the payroll of covered employees that was
actually paid during the period July 1, 2005 to June 30, 2006. The employer and the employer's auditor are
responsible for determining the NPO and the APC.
A summary of principal assumptions and methods used to determine the ARC is shown below.
Valuation Date
Actuarial Cost Method
Amortization Method
Average Remaining Period
Asset Valuation method
Actuarial Assumptions
Investment Rate of Return
Projected Salary Increases
Inflation
Payroll Growth
Individual Salary Growth
i
June 30, 2003
Entry Age Actuarial Cost Method
Level Percent of Payroll
17 Years as of the Valuation Date
3 Year Smoothed Market
7.75% (net of administrative expenses)
3.25% to 14.45% depending on Age, Service, and Type of
employment
3.00%
3.25%
A merit scale varying by duration of employment coupled with
an assumed annual inflation growth of 3.00% and an annual
production growth of 0.25%.
Initial unfunded liabilities are amortized over a closed period that depends on the plan's date of entry into the
CaIPERS Risk Pool. Subsequent plan amendments are amortized as a level percentage of pay over a closed
20-year period. Gains and losses that occur in the operation of the plan are amortized over a rolling period,
which results in an amortization of 10% of unamortized gains and losses each year. If the plan's accrued
liability exceeds the actuarial value of plan assets, then the amortization payment on the total unfunded liability
may not be lower than the payment calculated over a 30 year amortization period. Each year, a single
amortization base is created, using the net period for the multiple bases. More complete information on
assumptions and methods is provided in Appendix A of Section 2 of this report. Appendix B of Section 2 of the
report contains a description of benefits included in the valuation.
The Schedule of Funding Progress below shows the recent history of the risk pool's actuarial value of assets,
accrued liability, their relationship, and the relationship of the unfunded liability (UL) to payroll.
Valuation
Accrued
Actuarial
Unfunded
Funded
Annual
UL As a
Date
Liability
Value of
Liability
Ratio
Covered
% of
Assets
Payroll
Payroll
a
b
a-b
b/a
c
[(a)-(b )]/(c
6/30/03
$2,596,966,545_
$2,372,879,034
$224,087,511
91.4%
$725,020,458
30.9%
CaIPERS Actuarial Valuation - June 30, 2003
Miscellaneous 2% at 55 Risk Pool
Page 7
0
•
Section 2
0 11 iscellaneous 2% at 55 risk Pool
as of June 30, 2003
0
0 0
TABLE OF CONTENTS
• HIGHLIGHTS AND EXECUTIVE SUMMARY
Summary of Valuation Results 3
ASSETS
Reconciliation of the Market Value of Assets over the Prior Fiscal Year
7
Development of the Actuarial Value of Assets
7
LIABILITIES AND RATES
Development of Pool's Accrued and Unfunded Liabilities
11
Development of Pool's Employer Contribution
12
Pool's Employer Contribution Rate History
13
Pool's History of Funded Status and Funding Progress
13
PARTICIPANT DATA
Summary of Valuation Data
17
Distribution of Active Members
18
Distribution of Transferred and Terminated Members
19
Distribution of Retired Members and Beneficiaries
20
APPENDIX A
Data Statement
Actuarial Methods
Actuarial Assumptions
•
Miscellaneous
APPENDIX B
Summary of Principal Plan Provisions
APPENDIX C
Classification of Optional Benefits Available in the Risk Pool
Distribution of Class 1 Benefits in the Risk Pool
APPENDIX D
List of Employers Participating in the Risk Pool
APPENDIX E
Glossary
0
r1
•
•
`J
HIGHLIGHTS AND EXECUTIVE SUMMARY
• SUMMARY OF VALUATION RESULTS
0
•
•
•
•
HIGHLIGHTS AND EXECUTIVE SUMMARY
•
Summary of Valuation Results
1. Number of Plans in the Risk Pool
2. Market Value of Assets (MVA)
3. Actuarial Value of Assets (AVA)
4. Actuarial Value of Sum of all Side Funds
5. Actuarial Value of Assets Excluding Side Funds (3. - 4.)
June 30, 2003
537
2,157,162,743
2,372,879,034
(224,087,511)
2,596,966,545
6. Present Value of Projected Benefits (PVB)
7. Present Value of Future Normal Costs
8. Entry Age Normal Accrued Liability (AL) (6. - 7.)
9. Unfunded Liability (UL) (8. - 3.)
10. Contribution Required (Percentage of Projected Payroll)
a) Total Employee and Employer Normal Cost
b) Employee Contribution
c) Gross Employer Normal Cost (10a - 10b)
d) Total Surcharges for Class 1 Benefits
e) Net Employer Normal Cost (10c - 10d)
f) Payment on Amortization Bases
g) Total Employer Contribution (10e + 10f)
11. Contribution Required (in Projected Dollars)
a) Total Employee and Employer Normal Cost
b) Employee Contribution
c) Gross Employer Normal Cost (11a - 11b)
d) Total Surcharges for Class 1 Benefits
e) Net Employer Normal Cost (1 is - 11d)
f) Payment on Amortization Bases
g) Total Employer Contribution (11e + 11f)
3,537,514,795
940,548,250
2,596,966,545
224,087,511
15.071%
6.899%
8.172%
0.594%
7.578%
0.000%
7.578%
120,271,440
55,056,245
65,215,195
4,740,312
60,474,884
0
60,474,884
CalPERS Actuarial Valuation - June 30, 2003
Miscellaneous 2% at 55 Risk Pool
3
•
•
•
RECONCILIATION OF MARKET VALUE OF ASSETS
DEVELOPMENT OF ACTUARIAL VALUE OF ASSETS
0
0
• •
E
r~
•
ASSETS
Reconciliation of Market Value of Assets
1.
Beginning Balance 06/30/2002 $
N/A
2.
Employer Contributions
N/A
3.
Employee Contributions
N/A
4.
Benefit Payments to Retirees and Beneficiaries
N/A
5.
Refunds
N/A
6.
Lump Sum Payments
N/A
7.
Investment Return
N/A
8.
Transfers and Miscellaneous Adjustments
N/A
9.
Transfers in / out of the Risk Pool
2,157,162,743
10.
Ending Balance 06/30/2003
2,157,162,743
(1.+2.+3.+4.+5.+6.+7.+8.+9.)
De
velopment of Actuafiai Value of Assets (€63
0/2003 only)
1.
Market Value of Assets 06/30/2003 $
2,157,162,743
2.
Actuarial Value of Assets 06/30/2003
2,372,879,034
3.
AVA / MVA (2. / 1.)
110.0%
4.
Entry Age Normal Accrued Liability (AL)
2,596,966,545
5.
Sum of Side Funds (AVA Basis) (2. - 4.)
(224,087,511)
6.
Sum of Side Funds (MVA Basis) (5. / 3.)
(203,715,919)
7.
Market Value of Assets 06/30/2003 (excluding Side Funds) (1. - 6.)
2,360,878,662
8.
Actuarial Value of Assets 06/30/2003 (excluding Side Funds) (2. - 5.)
2,596,966,545
CalPERS Actuarial Valuation - June 30, 2003
Miscellaneous 2% at 55 Risk Pool
7
•
•
Liabilities and Rates
DEVELOPMENT OF POOL'S ACCRUED AND UNFUNDED LIABILITIES
DEVELOPMENT OF POOL'S EMPLOYER CONTRIBUTION
• POOL'S EMPLOYER CONTRIBUTION RATE HISTORY
• POOL'S HISTORY OF FUNDED STATUS AND FUNDING PROGRESS
•
0
• 0
LIABILITIES AND RATES
nded Liabilities
June 30, 2003
1. Present Value of Projected Benefits
a) Active Members
$ 2,238,178,140
b) Transferred Members
303,437,578
c) Separated Members
113,071,016
d) Members and Beneficiaries Receiving Payments
882,828,061
e) Total
3,537,514,795
2. Present Value of Future Employer Normal Costs
494,868,939
3. Present Value of Future Employee Contributions
445,679,311
0 4. Entry Age Normal Accrued Liability
a) Active Members ( la - 2. - 3.)
1,297,629,890
b) Transferred Members ( lb)
303,437,578
c) Separated Members( lc )
113,071,016
d) Members and Beneficiaries Receiving Payments ( id }
882,828,061
e) Total
2,596,966,545
5.
Actuarial Value of Assets
21372,879,034
6.
Unfunded Accrued Liability ( 4e - 5.)
224,087,511
7.
Funded Ratio ( 5. / 4e)
91.4%
8.
Actuarial Value of Assets (excluding Side Funds)
2,596,966,545
9.
Unfunded Accrued Liability (excluding Side Funds) ( 4e - 8.)
0
10.
Funded Ratio (excluding Side Funds) ( 8. / 4e)
100.0%
0
CalPERS Actuarial Valuation - June 30, 2003 11
Miscellaneous 2% at 55 Risk Pool
.I
6L
LIABILITIES AND RATES
0
oe%Mopment of Poops Employer Contribution
Fiscal Year
2005/2006
1. Employer Contribution Required (Percent of Projected Payroll)
a) Total Employee and Employer Normal Cost
15.071%
b) Employee Contribution
6.899%
c) Gross Employer Normal Cost (la - 1b)
8.172%
d) Total Surcharges for Class 1 Benefits
0.594%
e) Net Employer Normal Cost (1c - ld)
7.578%
f) Payment on Amortization Bases
0.000%
g) Total Employer Contribution (le + lf)
7.578%
2. Employer Contribution Required (in Projected Dollars)
a) Total Employee and Employer Normal Cost 120,271,440
b) Employee Contribution 55,056,245 •
c) Gross Employer Normal Cost (2a - 2b) 65,215,195
d) Total Surcharges for Class 1 Benefits 4,740,312
e) Net Employer Normal Cost (2c - 2d) 60,474,884
f) Payment on Amortization Bases 0
g) Total Employer Contribution (2e + 2f) 60,474,884
•
CalPERS Actuarial Valuation - June 30, 2003 12
Miscellaneous 2% at 55 Risk Pool
0 •
LIABILITIES AND RATES
0 Pool's Employer Contribution Rate History
Valuation Gross Employer Total Surcharges for Net Employer Payment on Amortization Total Employer
Date Normal Cost Class 1 Benefits Normal Cost Bases Contribution
06/30/2003 8.172% 0.594% 7.578% 0.000% 7.578%
•
Pool's History of Funded Status and Funding Progress
Valuation Accrued Actuarial Unfunded Funded Annual UL As a %
Date Liabilities Assets Liabilities Ratio Covered of Payroll
Payroll
06/30/2003 2,596,966,545 2,372,879,034 224,087,511 91.4% 725,020,458 30.9%
•
CalPERS Actuarial Valuation - June 30, 2003 13
Miscellaneous 2% at 55 Risk Pool
• •
•
PARTICIPANT DATA
SUMMARY OF VALUATION DATA
DISTRIBUTION OF ACTIVE MEMBERS
DISTRIBUTION OF TRANSFERRED AND TERMINATED MEMBERS
DISTRIBUTION OF RETIRED MEMBERS AND BENEFICIARIES
r~
0
I 1
•
PARTICIPANT DATA
•
Summary of Valuation Data
June 30, 2003
•
•
1. Active Members
a) Counts
b) Average Attained Age
c) Average Entry Age to Rate Plan
d) Average Years of Service
e) Average Annual Covered Pay
f) Annual Covered Payroll
g) Projected Annual Payroll for Contribution Year
h) Present Value of Future Payroll
2. Transferred Members
a) Counts
b) Average Attained Age
c) Average Years of Service
d) Average Annual Covered Pay
3. Separated Members
a) Counts
b) Average Attained Age
c) Average Years of Service
d) Average Annual Covered Pay
4. Retired Members and Beneficiaries
a) Counts
b) Average Attained Age
c) Average Annual Benefits
15,100
44.28
36.32
7.96
48,015
725,020,458
798,032,250
61443,162,662
6,477
45.92
3.87
65,739
5,485
43.16
3.19
34,880
8,250
68.40
9,282
CalPERS Actuarial Valuation - June 30, 2003
Miscellaneous 2% at 55 Risk Pool
17
0
PARTICIPANT DATA
Active Members
•
Counts of members included in the valuation are counts of the records processed by the valuation. Multiple
records may exist for those who have service in more than one valuation group. This does not result in double
counting of liabilities.
Distribution of Active Members by Age and Service
Years of Service at Valuation Date
Attained
Age
0-4
5-9
10-14
15-19
20-25
25+
Total
15-24
607
7
0
0
0
0
614
25-29
1075
135
2
0
0
0
1212
30-34
1019
308
84
6
0
0
1417
35-39
1073
409
270
101
7
0
1860
40-44
1178
529
438
259
90
1
2495
45-49
1048
533
446
339
222
58
2646
50-54
827
411
434
296
243
155
2366
55-59
488
313
270
209
151
135
1566
60-64
183
104
138
87
67
63
642
65 and over
103
58
52
26
21
22
282
All Years
7601
2807
2134
1323
801
434
15100
Distribution of Average Annual Salaries by Age and Service
Years of Service at Valuation Date
Attained
Age
0-4
5-9
10-14
15-19
20-25
25+
Average
15-24
$27,178
$37,278
$0
$0
$0
$0
$27,293
25-29
36,024
40,623
51,580
0
0
0
36,562
30-34
40,478
45,903
47,993
55,487
0
0
42,166
35-39
44,608
48,391
53,194
49,087
53,065
0
46,961
40-44
46,455
52,095
53,457
54,630
52,493
68,064
49,955
45-49
46,789
53,491
53,806
55,912
55,849
56,991
51,474
50-54
50,449
53,284
54,914
56,569
61,662
61,583
54,407
55-59
50,348
54,695
53,580
52,743
57,409
61,166
53,707
60-64
46,234
49,233
54,570
54,363
50,325
58,754
51,269
65 and over
26,842
41,173
38,365
50,795
33,833
49,423
36,405
All Years
42,838
50,684
53,296
54,582
56,466
59,828
48,015
•
•
•
CalPERS Actuarial Valuation - June 30, 2003 18
Miscellaneous 2% at 55 Risk Pool
i
PARTICIPANT DATA
'--ransWred and Terminated Members
Distributions of Transfers to Other CalPERS Plans by Age and Service
Years of Service at Valuation Date
Attained
Average
Age
0-4
5-9
10-14
15-19
20-25
25+
Total
Salary
15-24
77
1
0
0
0
0
78
$41,627
25-29
279
9
0
0
0
0
288
49,892
30-34
491
65
7
0
0
0
563
53,343
35-39
619
144
34
7
0
0
804
60,206
40-44
776
225
77
26
3
0
1107
63,256
45-49
883
269
88
21
6
0
1267
67,586
50-54
856
234
109
23
7
3
1232
72,989
55-59
513
210
69
19
12
3
826
74,987
60-64
171
75
12
5
3
0
266
72,436
65 and over
29
it
4
2
0
0
46
64,181
All Years
4694
1243
400
103
31
6
6477
65,739
Distributions of Terminated Participants with Funds on Deposit by Age and Service
Years of Service at Valuation Date
Attained
Average
Age
0-4
5-9
10-14
15-19
20-25
25+
Total
Salary
15-24
198
0
0
0
0
0
198
$23,104
25-29
506
9
0
0
0
0
515
26,409
30-34
601
51
11
0
0
0
663
32,548
35-39
592
125
25
2
0
0
744
34,563
40-44
695
168
57
14
3
0
937
37,324
45-49
607
195
77
29
9
2
919
39,568
50-54
487
160
63
28
5
2
745
40,088
55-59
333
94
34
9
5
2
477
35,089
60-64
131
33
12
0
4
0
180
31,542
65 and over
93
9
4
0
0
1
107
20,826
All Years
4243
844
283
82
26
7
5485
34,880
•
CalPERS Actuarial Valuation - June 30, 2003 19
Miscellaneous 2% at 55 Risk Pool
•
PARTICIPANT DATA
i
Number of Retirees and Beneficiaries by Age and Retirement Type
Non-
Non-
Death
Attained
Service
Industrial
Industrial
Industrial
Industrial
After
Age
Retirement
Disability
Disability
Death
Death
Retirement
Total
Under 30
0
0
0
0
0
6
6
30-34
0
6
2
0
0
1
9
35-39
0
13
12
0
0
3
28
40-44
0
39
11
1
1
13
65
45-49
0
78
25
2
1
13
119
50-54
261
112
33
3
1
29
439
55-59
924
116
22
9
1
68
1140
60-64
1200
115
21
8
0
90
1434
65-69
1273
76
8
4
0
109
1470
70-74
1072
57
6
5
0
149
1289
75-79
809
55
3
13
0
146
1026
80-84
571
22
1
5
0
162
761
85 and Over
326
13
1
3
0
121
464
All Years
6436
702
145
53
4
910
8250
Average Annual Amounts for Retirees and Beneficiaries by Age and Retirement Type
Non-
Non-
Death
Attained
Service
Industrial
Industrial
Industrial
Industrial
After
Age
Retirement
Disability
Disability
Death
Death
Retirement
Total
Under 30
0
0
0
0
0
6,499
6,499
30-34
0
5,207
109
0
0
5,998
4,162
35-39
0
5,604
5,462
0
0
2,112
5,169
40-44
0
8,075
4,119
8,924
869
3,651
6,423
45-49
0
7,290
1,452
4,926
1,497
6,337
5,871
50-54
7,247
8,008
3,021
7,737
126
7,647
7,137
55-59
10,101
8,638
3,930
9,642
34
7,358
9,657
60-64
10,900
7,255
5,371
5,502
0
9,918
10,435
65-69
11,912
7,314
1,593
7,988
0
11,286
11,561
70-74
10,497
7,709
3,881
3,597
0
8,869
10,128
75-79
8,419
6,405
5,841
3,783
0
6,467
7,967
80-84
7,582
5,756
1,156
4,432
0
5,820
7,125
85 and Over
5,966
2,528
561
3,202
0
4,125
5,360
All Years
9,914
7,447
3,459
5,729
632
7,401
9,282
•
•
CalPERS Actuarial Valuation - June 30, 2003 20
Miscellaneous 2% at 55 Risk Pool
0 •
PARTICIPANT DATA
Mired Members and Beneficiaries (continued)
Number of Retirees and Beneficiaries by Years Retired and Retirement Type
Non-
Non-
Death
Years
Service
Industrial
Industrial
Industrial
Industrial
After
Retired
Retirement
Disability
Disability
Death
Death
Retirement
Total
Under 5 Yrs
2394
214
44
17
0
375
3044
5-9
1571
208
39
14
2
235
2069
10-14
1000
104
26
5
0
38
1173
15-19
761
78
21
6
0
77
943
20-24
482
58
12
6
1
84
643
25-29
224
40
3
4
1
96
368
30 and Over
4
0
0
1
0
3
8
All Years
6436
702
145
53
4
908
8248
Average Annual Amounts for Retirees and Beneficiaries by Years Retired and Retirement Type
Non-
Non-
Death
Years
Service
Industrial
Industrial
Industrial
Industrial
After
Retired
Retirement
Disability
Disability
Death
Death
Retirement
Total
Under 5 Yrs
$10,522
$5,497
$1,031
$4,470
$0
$6,917
$9,498
5-9
10,402
8,624
4,411
4,407
1,183
8,458
9,840
10-14
9,592
6,427
3,379
4,200
0
8,768
9,124
15-19
7,719
6,509
2,393
5,226
0
6,281
7,367
20-24
5,353
5,397
2,454
3,593
126
3,644
5,055
25-29
3,894
3,544
170
3,303
34
2,692
3,495
30 and Over
824
0
0
5,712
0
6,011
3,380
All Years
9,914
7,447
3,459
5,729
632
7,405
9,283
•
CalPERS Actuarial Valuation - June 30, 2003 21
Miscellaneous 2% at 55 Risk Pool
i •
•
Appendix A
STATEMENT OF ACTUARIAL
DATA, METHODS AND
ASSUMPTIONS
C~
0
• •
APPENDIX A
ETA
As stated in the Actuarial Certification, the data which serves as the basis of this valuation has been
obtained from the various CalPERS databases. We have reviewed the valuation data and believe that it is
reasonable and appropriate in aggregate. We are unaware of any potential data issues that would have a
material effect on the results of this valuation, except that data does not contain information about
reciprocal systems. Therefore, salary information in these cases may not be accurate. This situation is
relatively infrequent, however, and when it does occur, generally does not have a material impact on the
employer contribution rates.
ACTUNUAL METHODS
Fundino Method
The actuarial funding method used for the Retirement program is the Entry Age Normal Cost Method.
Under this method, projected benefits are determined for all members and the associated liabilities are
spread in a manner that produces level annual cost as a percent of pay in each year from the age of hire
(entry age) to the assumed retirement age. The cost allocated to the current fiscal year is called the normal
cost.
The actuarial accrued liability for active members is then calculated as the portion of the total cost of the
plan allocated to prior years. The actuarial accrued liability for members currently receiving benefits, for
active members beyond the assumed retirement age, and for members entitled to deferred benefits, is
equal to the present value of the benefits expected to be paid. No normal costs are applicable for these
participants.
The excess of the total actuarial accrued liability over the actuarial value of plan assets is called the
unfunded actuarial accrued liability. Funding requirements are determined by adding the normal cost and
an amortization of the unfunded liability as a level percentage of assumed future payrolls. All changes in
liability due to plan amendments, changes in actuarial assumptions, or changes in actuarial methodology are
amortized separately over a 20-year period. In addition, all gains or losses are tracked and 10% of the net
unamortized gain or loss will be amortized each year. Finally, if a plan's accrued liability exceeds the
actuarial value of assets, the annual contribution with respect to the total unfunded liability may not be less
than the amount produced by a 30-year amortization of the unfunded liability.
An exception to the funding rules above is used whenever the application of such rules results in
inconsistencies. In these cases a "fresh start" approach is used. This simply means that the current
unfunded actuarial liability is projected and amortized over a set number of years. As mentioned above, if
the annual contribution on the total unfunded liability was less than the amount produced by a 30-year
amortization of the unfunded liability, the plan actuary would implement a 30-year fresh start. In addition,
a fresh start is needed in the following situations:
1) when a positive payment would be required on a negative unfunded actuarial liability (or
conversely a negative payment on a positive unfunded actuarial liability); or
2) when the fresh start is being used to avoid a negative total rate.
It should be noted that the actuary may choose to use a fresh start under other circumstances. In all cases,
the period of the fresh start is chosen by the actuary according to his or her best judgement, and will not be
less than five years nor greater than 30 years.
•
CalPERS Actuarial Valuation - June 30, 2003 A-1
Miscellaneous 2% at 55 Risk Pool
0
APPENDIX A
•
Asset Valuation Method 0
In order to dampen the effect of short term market value fluctuations on employer contribution rates, the
following asset smoothing technique is used. First an Expected Value of Assets is computed by bringing
forward the prior year's Actuarial Value of Assets and the contributions received and benefits paid during the
year at the assumed actuarial rate of return. The Actuarial Value of Assets is then computed as the
Expected Value of Assets plus one-third of the difference between the actual Market Value of Assets and the
Expected Value of Assets as of the valuation date. However in no case will the Actuarial Value of Assets be
less than 90% or greater than 110% of the actual Market Value of Assets.
i
Suaerfunded Status
If the rate plan is superfunded (actuarial value of assets exceeds the present value of benefits), as of the
most recently completed annual valuation, the employer may cover their employees' member contributions
(both taxed and tax-deferred) using their employer assets during the fiscal year for which this valuation
applies. This would entail transferring assets within the Public Employees' Retirement Fund (PERF) from the
employer account to the member accumulated contribution accounts. This change was implemented
effective January 1, 1999 pursuant to Chapter 231 (Assembly Bill 2099) which added Government Code
Section 20815.
Infernal Revenue Code Section 415
The limitations on benefits imposed by Internal Revenue Code Section 415 were not taken into account in
this valuation. The effect of these limitations has been deemed immaterial on the overall results of this
valuation. 0
is
CalPERS Actuarial Valuation - June 30, 2003 A-2
Miscellaneous 2% at 55 Risk Pool
•
APPENDIX A
e-_C.TUARIAL ASSUMPTIONS
Economic Assumptions
•
Investment Return
7.75% compounded annually (net of expenses). This assumption is used for all plans.
Salary Growth
Annual increases vary by category, entry age, and duration of service. The assumed increases are
shown below.
Public Agency Miscellaneous
Duration of Service
Entry Age 20
Entry Age 30
Entry Age 40
0
0.1445
0.1265
0.1005
1
0.1215
0.1075
0.0875
2
b.1035
0.0935
0.0775
3
0.0905
0.0825
0.0695
4
0.0805
0.0735
0.0635
5
0.0725
0.0675
0.0585
10
0.0505
0.0485
0.0435
15
0.0455
0.0435
0.0385
20
0.0415
0.0395
0.0355
25
0.0365
0.0365
0.0345
30
0.0325
0.0325
0.0325
Public Agenc
y Fire
Duration of Service
Entry Age 20
Entry Age 30
Entry Age 40
0
0.1075
0.1075
0.1045
1
0.0975
0.0965
0.0875
2
0.0895
0.0855
0.0725
3
0.0825
0.0775
0.0625
4
0.0765
0.0705
0.0535
5
0.0715
0.0645
0.0475
10
0.0535
0.0485
0.0375
15
0.0435
0.0415
0.0365
20
0.0395
0.0385
0.0345
25
0.0355
0.0355
0.0335
30
0.0325
0.0325
0.0325
Public Agenc
y Police
Duration of Service
Entry Age 20
Entry Age 30
Entry Age 40
0
0.1115
0.1115
0.1115
1
0.0955
0.0955
0.0955
2
0.0835
0.0835
0.0805
3
0.0745
0.0725
0.0665
4
0.0675
0.0635
0.0575
5
0.0615
0.0575
0.0505
10
0.0475
0.0445
0.0365
15
0.0435
0.0415
0.0355
20
0.0395
0.0385
0.0345
25
0.0365
0.0355
0.0335
30
0.0325
0.0325
0.0325
CalPERS Actuarial Valuation - June 30, 2003 A-3
Miscellaneous 2% at 55 Risk Pool
0
APPENDIX A
is
Public Agency County Peace Officers
Duration of Service Entry Age 20 Entry Age 30 Entry Age 40
0 0.1315 0.1315 0.1315
1
0.1115
0.1085
0.1055
2
0.0965
0.0915
0.0865
3
0.0845
0.0795
0.0735
4
0.0755
0.0695
0.0635
5
0.0685
0.0625
0.0555
10
0.0485
0.0445
0.0405
15
0.0435
0.0405
0.0385
20
0.0395
0.0385
0.0365
25
0.0365
0.0355
0.0345
30
0.0325
0.0325
0.0325
• The Miscellaneous salary scale is used for Local Prosecutors.
• The Police salary scale is used for Other Safety, Local Sheriff, and School Police.
Overall Payroll Growth
3.25% compounded annually (used in projecting the payroll over which the unfunded liability is
amortized). This assumption is used for all plans.
Inflation
3.00% compounded annually. This assumption is used for all plans.
MismlAirneous Loading Factors
Credit for Unused Sick Leave
Final Average Salary is increased by 1%.
Conversion of Employer Paid Member Contributions (EPMC)
Final Average Salary is increased by the Employee Contribution Rate for those agencies that have
contracted for the provision providing for the Conversion of Employer Paid Member Contributions
(EPMC) during the final compensation period.
Norris Decision (Best Factors)
Employees hired prior to July 1, 1982 have projected benefit amounts increased in order to reflect
the use of "Best Factors" for these employees in the calculation of optional benefit forms. This is
due to a 1983 Supreme Court decision, known as the Norris decision, which required males and
females to be treated equally in the determination of benefit amounts. Consequently, anyone
already employed at that time is given the best possible conversion factor when optional benefits
are determined. No loading is necessary for employees hired after July 1, 1982.
•
CalPERS Actuarial Valuation - June 30, 2003 A-4
Miscellaneous 2% at 55 Risk Pool
Non-Industrial Death
Industrial Death
(Not Job-Related)
(Job-Related)
Age
Male
Female
Male and Female
20
0.00019
0.00009
0.00003
25
0.00027
0.00014
0.00007
30
0.00038
0.00021
0.00010
35
0.00054
0.00031
0.00013
40
0.00077
0.00046
0.00017
45
0.00110
0.00068
0.00020
50
0.00156
0.00102
0.00023
55
0.00221
0.00151
0.00027
60
0.00314
0.00226
0.00030
Miscellaneous Plans usually have Industrial Death rates set to zero unless the agency has specifically
contracted for Industrial Death benefits. If so, each Non-Industrial Death rate shown above will be
split into two components: 99% will become the Non-Industrial Death rate and 1% will become the
Industrial Death rate.
Post-Retirement Mortality
Rates vary by age and sex. See sample rates in table below. These rates are used for all plans.
•
APPENDIX A
Dernouraphic Assumptions
Pre-Retirement Mortality
Non-Industrial Death Rates vary by age and sex. Industrial Death rates vary by age. See sample
rates in table below. The non-industrial death rates are used for all plans. The industrial death
rates are used for Safety Plans and Local Prosecutors.
Healthy Recipients
Age
50
55
60
65
70
75
80
85
90
95
100
Male
Female
0.00245
0.00136
0.00429
0.00253
0.00721
0.00442
0.01302
0.00795
0.02135
0.01276
0.03716
0.02156
0.06256
0.03883
0.10195
0.07219
0.17379
0.12592
0.25917
0.21773
0.34724
0.32036
Non-Industrially Disabled
(Not Job-Related)
Male
Female
0.01459
0.01129
0.02115
0.01481
0.02870
0.01884
0.03617
0.02356
0.04673
0.03020
0.06552
0.04298
0.09481
0.06514
0.14041
0.10269
0.20793
0.16189
0.30792
0.25522
0.45599
0.40236
Industrially Disabled
(Job-Related)
Male Female
0.00546
0.00616
0.01016
0.01853
0.03369
0.05768
0.08670
0.13032
0.19588
0.29444
0.44259
0.00388
0.00568
0.00818
0.01214
0.01760
0.02774
0.04690
0.08262
0.13984
0.23566
0.35341
Marital Status
For active members, a percentage married upon retirement is assumed according to the following
table.
Member Category
Percent Married
Miscellaneous Member
85%
Local Police
90%
Local Fire
90%
Other Local Safety
90%
School Police
90%
E
CalPERS Actuarial Valuation - June 30, 2003
Miscellaneous 2% at 55 Risk Pool
A-5
APPENDIX A
Age of Spouse
It is assumed that female spouses are 3 years younger than male spouses. This assumption is
used for all plans.
Separated Members
It is assumed that members refund immediately if non-vested, retire
immediately if eligible, or
retire at the earliest retirement age if not eligible.
Termination with Refund
Rates vary by entry age and service for Miscellaneous Plans. Rates vary by service for Safety Plans.
See sample rates in tables below.
Public Agency Miscellaneous
Duration of
Service Entry Age 20 Entry Age 25 Entry Age 30 Entry Age 35
Entry Age 40
Entry Age 45
0 0.1760 0.1691 0.1622 0.1553
0.1483
0.1414
1 0.1561 0.1492 0.1423 0.1353
0.1284
0.1215
2 0.1362 0.1293 0.1224 0.1154
0.1085
0.1016
3 0.1163 0.1094 0.1025 0.0955
0.0886
0.0817
4 0.0964 0.0895 0.0826 0.0756
0.0687
0.0618
5 0.0283 0.0257 0.0232 0.0206
0.0181
0.0155
10 0.0184 0.0161 0.0139 0.0117
0.0095
0.0073
15 0.0120 0.0102 0.0083 0.0064
0.0046
0.0027
20 0.0073 0.0057 0.0041 0.0025
0.0009
0.0002
25 0.0034 0.0022 0.0009 0.0002
0.0002
0.0002
30 0.0010 0.0002 0.0002 0.0002
0.0002
0.0002
Public Agency Safety
Duration of Service Fire Police County Peace Officer
0 0.0947 0.1299
0.1072
1 0.0739 0.0816
0.0841
2 0.0531 0.0348
0.0609
3 0.0323 0.0331
0.0470
4 0.0290 0.0314
0.0445
5 0.0095 0.0110
0.0156
10 0.0029 0.0068
0.0096
15 0.0021 0.0035
0.0048
20 0.0016 0.0022
0.0022
25 0.0010 0.0015
0.0010
30 0.0009 0.0012
0.0006
The Police Termination and Refund rates are used for Public Agency Local Prosecutors, Other Safety, Local
Sheriff, and School Police.
CalPERS Actuarial Valuation - June 30, 2003
A-6
Miscellaneous 2% at 55 Risk Pool
•
APPENDIX A
Termination with Vested Benefits
Rates vary by entry age and service for Miscellaneous Plans. Rates vary by service for Safety Plans.
See sample rates in tables below.
Public Agency Miscellaneous
Duration of
Service
Entry Age 20
Entry Age 25
Entry Age 30
Entry Age 35
Entry Age 40
5
0.0482
0.0439
0.0395
0.0351
0.0307
10
0.0390
0.0343
0.0296
0.0249
0.0000
15
0.0326
0.0274
0.0224
0.0000
0.0000
20
0.0245
0.0192
0.0000
0.0000
0.0000
25
0.0156
0.0000
0.0000
0.0000
0.0000
30
0.0000
0.0000
0.0000
0.0000
0.0000
Public Agency Safety
Duration of County Peace
Service Fire Police Officer
5 0.0162 0.0187 0.0265
10 0.0061 0.0145 0.0204
15 0.0058 0.0094 0.0130
20 0.0053 0.0075 0.0074
25 0.0047 0.0067 0.0043
30 0.0045 0.0064 0.0030
35 0.0000 0.0000 0.0000
• When a member is eligible to retire, the termination with vested benefits probability is set to
zero.
• The Police Termination with vested benefits rates are used for Public Agency Local
Prosecutors, Other Safety, Local Sheriff, and School Police.
•
CalPERS Actuarial Valuation - June 30, 2003 A-7
Miscellaneous 2% at 55 Risk Pool
APPENDIX A
E
Non-Industrial (Not Job-Related) Disability
Rates
vary by age.
Miscellaneous
Fire
Police
County Peace Officer
Age
Male Female
Male and Female
Male and Female
Male and Female
20
0.0001 0.0001
0.0001
0.0001
0.0001
25
0.0002 0.0002
0.0001
0.0001
0.0001
30
0.0002 0.0004
0.0001
0.0002
0.0001
35
0.0008 0.0010
0.0001
0.0003
0.0002
40
0.0015 0.0016
0.0001
0.0004
0.0003
45
0.0024 0.0023
0.0002
0.0005
0.0004
50
0.0037 0.0035
0.0005
0.0008
0.0007
55
0.0049 0.0041
0.0010
0.0013
0.0012
60
0.0055 0.0039
0.0015
0.0020
0.0019
• The Miscellaneous Non-Industrial Disability rates are used for Local Prosecutors.
• The Police Non-Industrial Disability rates are used for Other Safety, Local Sheriff, and School
Police.
Industrial (Job-Related) Disability
Rates vary by age.
Age
Fire
Police
County Peace Officer
20
0.0002
0.0006
0.0002
25
0.0010
0.0028
0.0012
30
0.0021
0.0056
0.0025
35
0.0031
0.0084
0.0037
40
0.0041
0.0112
0.0050
45
0.0051
0.0140
0.0062
50
0.0062
0.0167
0.0075
55
0.0601
0.0581
0.0128
60
0.0601
0.0581
0.0128
• The Police Industrial Disability rates are used for Local Sheriff and Other Safety.
• Fifty Percent of the Police Industrial Disability rates are used for School Police.
• One Percent of the Police Industrial Disability rates are used for Local Prosecutors.
• Normally, rates are zero for miscellaneous plans unless the agency has specifically contracted
for Industrial Disability benefits. If so, each miscellaneous non-industrial disability rate will be
split into two components: 50% will become the Non-Industrial Disability rate and 50% will
become the industrial disability rate.
•
CalPERS Actuarial Valuation - June 30, 2003 A-8
Miscellaneous 2% at 55 Risk Pool
APPENDIX A
•
Service Retirement
Public Agency Miscellaneous 2% @ 60
Duration of Service
Age
5 Years
10 Years
15 Years
20 Years
25 Years
30 Years
50
0.0085
0.0120
0.0146
0.0165
0.0184
0.0206
51
0.0059
0.0082
0.0100
0.0113
0.0126
0.0142
52
0.0092
0.0129
0.0157
0.0178
0.0198
0.0222
53
0.0104
0.0146
0.0177
0.0200
0.0224
0.0251
54
0.0109
0.0154
0.0187
0.0211
0.0236
0.0264
55
0.0198
0.0279
0.0339
0.0383
0.0427
0.0479
56
0.0181
0.0254
0.0308
0.0348
0.0389
0.0436
57
0.0208
0.0292
0.0354
0.0400
0.0447
0.0501
58
0.0262
0.0368
0.0447
0.0505
0.0564
0.0632
59
0.0335
0.0471
0.0572
0.0646
0.0721
0.0809
60
0.0615
0.0865
0.1051
0.1187
0.1325
0.1485
61
0.0628
0.0883
0.1073
0.1212
0.1353
0.1517
62
0.1258
0.1767
0.2147
0.2426
0.2708
0.3036
63
0.1263
0.1775
0.2156
0.2436
0.2720
0.3049
64
0.0972
0.1366
0.1659
0.1875
0.2093
0.2346
65
0.1731
0.2432
0.2955
0.3339
0.3727
0.4178
66
0.0946
0.1330
0.1616
0.1825
0.2038
0.2284
67
0.1272
0.1787
0.2171
0.2453
0.2738
0.3069
Public Agency Miscellaneous 2% @ 55
Duration of Service
Age
5 Years
10 Years
15 Years
20 Years
25 Years
30 Years
50
0.0145
0.0184
0.0224
0.0269
0.0307
0.0366
51
0.0106
0.0135
0.0164
0.0198
0.0226
0.0269
52
0.0114
0.0145
0.0176
0.0212
0.0241
0.0287
53
0.0150
0.0190
0.0231
0.0278
0.0318
0.0378
54
0.0199
0.0252
0.0307
0.0369
0.0421
0.0502
55
0.0475
0.0604
0.0734
0.0883
0.1008
0.1200
56
0.0395
0.0502
0.0611
0.0735
0.0838
0.0998
57
0.0427
0.0542
0.0659
0.0793
0.0905
0.1078
58
0.0473
0.0601
0.0730
0.0879
0.1003
0.1194
59
0.0510
0.0648
0.0788
0.0948
0.1082
0.1287
60
0.0715
0.0908
0.1104
0.1328
0.1516
0.1804
61
0.0715
0.0908
0.1104
0.1328
0.1516
0.1805
62
0.1275
0.1620
0.1969
0.2369
0.2704
0.3219
63
0.1287
0.1636
0.1988
0.2392
0.2731
0.3250
64
0.0931
0.1182
0.1438
0.1729
0.1974
0.2350
65
0.1738
0.2209
0.2686
0.3231
0.3688
0.4390
66
0.1085
0.1378
0.1675
0.2016
0.2301
0.2739
67
0.1109
0.1409
0.1713
0.2061
0.2353
0.2801
•
CalPERS Actuarial Valuation - June 30, 2003 A-9
Miscellaneous 2% at 55 Risk Pool
• i
APPENDIX A
Public Agency Miscellaneous 2.5% @ 55, 2.7% @ 55, 30/a @ 60
Age
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
2.5% @ 55
2.7% @ 55
3% 60
Male
Female
Male
Female
Male
Female
0.05000
0.07000
0.05000
0.07000
0.05000
0.07000
0.02000
0.05000
0.02000
0.05000
0.02000
0.05000
0.03000
0.05000
0.03000
0.05000
0.03000
0.05000
0.03000
0.05000
0.03000
0.06000
0.03000
0.05000
0.04000
0.05000
0.04000
0.06000
0.04000
0.05000
0.08000
0.09000
0.09000
0.10000
0.08000
0.09000
0.06000
0.07000
0.07000
0.08000
0.07000
0.08000
0.07000
0.06000
0.08000
0.07000
0.08000
0.07000
0.08000
0.10000
0.08000
0.10000
0.09000
0.11000
0.09000
0.09000
0.10000
0.09000
0.11000
0.10000
0.16000
0.12000
0.17000
0.13000
0.19000
0.15000
0.15000
0.10000
0.16000
0.11000
0.17000
0.12000
0.26000
0.21000
0.28000
0.23000
0.31000
0.25000
0.22000
0.18000
0.23000
0.20000
0.26000
0.22000
0.15000
0.13000
0.16000
0.14000
0.18000
0.16000
0.25000
0.25000
0.27000
0.27000
0.30000
0.30000
0.14000
0.15000
0.15000
0.16000
0.17000
0.18000
0.12000
0.14000
0.13000
0.16000
0.14000
0.17000
0.12000
0.11000
0.13000
0.12000
0.15000
0.13000
0.09000
0.13000
0.10000
0.14000
0.11000
0.15000
1.00000
1.00000
1.00000
1.00000
1.00000
1.00000
P
ublic Agency
Fire 1/2 @ 55
and 2% @ 55
Acme
Rate
Acme
Rate
50
0.01588
56
0.11079
51
0.00000
57
0.00000
52
0.03442
58
0.09499
53
0.01990
59
0.04409
54
0.04132
60
1.00000
55
0.07513
Public Agency Police 1/2 @ 55 and 2% @ 55
Age
Rate
Acme
Rate
50
0.02552
56
0.06921
51
0.00000
57
0.05113
52
0.01637
58
0.07241
53
0.02717
59
0.07043
54
0.00949
60
1.00000
55
0.16674
•
•
•
CalPERS Actuarial Valuation - June 30, 2003 A-10
Miscellaneous 2% at 55 Risk Pool
APPENDIX A
Public Agency Police 2%@ 50
Duration of Service
Age
5 Years
10 Years
15 Years
20 Years
25 Years
30 Years
50
0.0138
0.0138
0.0138
0.0138
0.0253
0.0451
51
0.0123
0.0123
0.0123
0.0123
0.0226
0.0402
52
0.0262
0.0262
0.0262
0.0262
0.0480
0.0855
53
0.0523
0.0523
0.0523
0.0523
0.0957
0.1706
54
0.0697
0.0697
0.0697
0.0697
0.1275
0.2274
55
0.0899
0.0899
0.0899
0.0899
0.1645
0.2932
56
0.0638
0.0638
0.0638
0.0638
0.1166
0.2079
57
0.0711
0.0711
0.0711
0.0711
0.1300
0.2318
58
0.0628
0.0628
0.0628
0.0628
0.1149
0.2049
59
0.1396
0.1396
0.1396
0.1396
0.1735
0.2544
60
0.1396
0.1396
0.1396
0.1396
0.1719
0.2506
61
0.1396
0.1396
0.1396
0.1396
0.1719
0.2506
62
0.1396
0.1396
0.1396
0.1396
0.1719
0.2506
63
0.1396
0.1396
0.1396
0.1396
0.1719
0.2506
64
0.1396
0.1396
0.1396
0.1396
0.1719
0.2506
65
1.0000
1.0000
1.0000
1.0000
1.0000
1.0000
• These rates also apply to Local Prosecutors, Local Sheriff, School Police, and Other Safety.
Public Agency Fire 2%@50
Duration of Service
Age
5 Years
10 Years
15 Years
20 Years
25 Years
30 Years
50
0.0065
0.0065
0.0065
0.0065
0.0101
0.0151
51
0.0081
0.0081
0.0081
0.0081
0.0125
0.0187
52
0.0173
0.0173
0.0173
0.0173
0.0267
0.0400
53
0.0465
0.0465
0.0465
0.0465
0.0716
0.1072
54
0.0638
0.0638
0.0638
0.0638
0.0983
0.1471
55
0.0868
0.0868
0.0868
0.0868
0.1336
0.2000
56
0.0779
0.0779
0.0779
0.0779
0.1200
0.1796
57
0.0901
0.0901
0.0901
0.0901
0.1387
0.2077
58
0.0790
0.0790
0.0790
0.0790
0.1217
0.1821
59
0.0729
0.0729
0.0729
0.0729
0.1123
0.1681
60
0.1135
0.1135
0.1135
0.1135
0.1747
0.2615
61
0.1136
0.1136
0.1136
0.1136
0.1749
0.2618
62
0.1136
0.1136
0.1136
0.1136
0.1749
0.2618
63
0.1136
0.1136
0.1136
0.1136
0.1749
0.2618
64
0.1136
0.1136
0.1136
0.1136
0.1749
0.2618
65
1.0000
1.0000
1.0000
1.0000
1.0000
1.0000
•
CalPERS Actuarial Valuation - June 30, 2003 A-11
Miscellaneous 2% at 55 Risk Pool
APPENDIX A
0
Public Agency Police 3% @ 55
Duration of Service
Age
5 Years
10 Years
15 Years
20 Years
25 Years
30 Years
50
0.0193
0.0193
0.0193
0.0193
0.0397
0.0600
51
0.0157
0.0157
0.0157
0.0157
0.0324
0.0491
52
0.0163
0.0163
0.0163
0.0163
0.0337
0.0510
53
0.0587
0.0587
0.0587
0.0587
0.1208
0.1829
54
0.0691
0.0691
0.0691
0.0691
0.1422
0.2154
55
0.1164
0.1164
0.1164
0.1164
0.2397
0.3630
56
0.0756
0.0756
0.0756
0.0756
0.1556
0.2357
57
0.0581
0.0581
0.0581
0.0581
0.1196
0.1812
58
0.0508
0.0508
0.0508
0.0508
0.1045
0.1583
59
0.0625
0.0625
0.0625
0.0625
0.1287
0.1949
60
1.0000
1.0000
1.0000
1.0000
1.0000
1.0000
• These rates also apply to Local Prosecutors, Local Sheriff, School Police, and Other Safety.
Public Agency Fire 3% @ 55
Duration of Service
Age
5 Years
10 Years
15 Years
20 Years
25 Years
30 Years
50
0.0024
0.0024
0.0024
0.0035
0.0055
0.0065
51
0.0048
0.0048
0.0048
0.0070
0.0110
0.0128
52
0.0147
0.0147
0.0147
0.0215
0.0339
0.0396
53
54
0.0425
0.0567
0.0425
0.0567
0.0425
0.0567
0.0621
0.0828
0.0979
0.1306
0.1142
0.1523
•
55
0.0915
0.0915
0.0915
0.1337
0.2109
0.2459
56
0.0811
0.0811
0.0811
0.1184
0.1868
0.2178
57
0.0996
0.0996
0.0996
0.1455
0.2295
0.2676
58
0.0814
0.0814
0.0814
0.1189
0.1874
0.2185
59
0.0775
0.0775
0.0775
0.1131
0.1784
0.2080
60
1.0000
1.0000
1.0000
1.0000
1.0000
1.0000
•
CalPERS Actuarial Valuation - June 30, 2003
Miscellaneous 2% at 55 Risk Pool
A-12
i •
APPENDIX A
Public Agency Police 3% @ 50
Duration of Service
Age
5 Years
10 Years
15 Years
20 Years
25 Years
30 Years
50
0.0435
0.0435
0.0435
0.0821
0.1208
0.1559
51
0.0385
0.0385
0.0385
0.0728
0.1071
0.1382
52
0.0614
0.0614
0.0614
0.1159
0.1705
0.2200
53
0.0689
0.0689
0.0689
0.1303
0.1916
0.2472
54
0.0710
0.0710
0.0710
0.1342
0.1974
0.2547
55
0.0898
0.0898
0.0898
0.1698
0.2497
0.3222
56
0.0687
0.0687
0.0687
0.1299
0.1910
0.2465
57
0.0803
0.0803
0.0803
0.1518
0.2232
0.2880
58
0.0791
0.0791
0.0791
0.1495
0.2198
0.2837
59
0.0820
0.0820
0.0820
0.1549
0.2279
0.2940
60
1.0000
1.0000
1.0000
1.0000
1.0000
1.0000
• These rates also apply to Local Prosecutors, Local Sheriff, School Police, and Other Safety.
Public Agency Fire 3% @ 50
C~
•
Duration of Service
Age
5 Years
10 Years
15 Years
20 Years
25 Years
30 Years
50
0.0341
0.0341
0.0341
0.0477
0.0679
0.0804
51
0.0463
0.0463
0.0463
0.0647
0.0922
0.1091
52
0.0693
0.0693
0.0693
0.0967
0.1377
0.1630
53
0.0835
0.0835
0.0835
0.1166
0.1661
0.1965
54
0.1025
0.1025
0.1025
0.1431
0.2038
0.2412
55
0.1265
0.1265
0.1265
0.1766
0.2516
0.2977
56
0.1210
0.1210
0.1210
0.1690
0.2407
0.2848
57
0.1010
0.1010
0.1010
0.1411
0.2010
0.2378
58
0.1184
0.1184
0.1184
0.1652
0.2354
0.2786
59
0.1002
0.1002
0.1002
0.1399
0.1993
0.2358
60
1.0000
1.0000
1.0000
1.0000
1.0000
1.0000
CaIPERS Actuarial Valuation - June 30, 2003
Miscellaneous 2% at 55 Risk Pool
A-13
0 0
•
1 "A I x] K4
• SUMMARY OF PRINCIPAL PLAN PROVISIONS
•
•
• i
APPENDIX B
The following is a summary of the major plan provisions used in calculating the liabilities of the 2% at 55
Miscellaneous Risk Pool. Plan provisions are divided based on whether they are standard, class 1, class 2 or
class 3 benefits. Standard benefits are applicable to all members of the risk pool while class 1, 2 or 3
benefits vary among employers (see Appendix Q. At the end of Appendix C is a table providing the
percentage of members participating in the pool that are subject to each benefit.
Many of the statements in this summary are general in nature, and are intended to provide an easily
understood summary of the complex Public Employees' Retirement Law. The law itself governs in all
situations.
•
Eligibility
A CalPERS member becomes eligible for Service Retirement upon attainment of age 50 with at least 5 years
of credited service (total service across all CalPERS employers, and with certain other Retirement Systems
with which CalPERS has reciprocity agreements)
Benefit
The Service Retirement benefit calculated for service earned by this group of employees is a monthly
allowance equal to the product of the benefit factor, years of service, and final compensation, where
• The benefit factor for this group of employees comes from the 2% at 55 Miscellaneous benefit
formula factor table. The factor depends on the member's age at retirement. Listed below are the
factors for retirement at whole year ages:
Retirement Age
2% at 55
Miscellaneous
Factor
Retirement Age
2% at 55
Miscellaneous
Factor
50
1.426%
57
2.104%
51
1.522%
58
2.156%
52
1.628%
59
2.210%
53
1.742%
60
2.262%
54
1.866%
61
2.314%
55
2%
62
2.366%
56
2.052%
63 & Up
2.418%
• The years of service is the amount credited by CalPERS to a member while he or she is employed in
this group (or for other periods that are recognized under the employer's contract with CalPERS). For a
member who has earned service with multiple CalPERS employers, the benefit from each employer is
calculated separately according to each employer's contract, and then added together for the total
allowance. Any unused sick leave accumulated at the time of retirement will be converted to credited
service at a rate of 0.004 years of service for each day of sick leave.
• The final compensation is the monthly average of the member's highest 36 or 12 consecutive months'
full-time equivalent monthly pay (no matter which CalPERS employer paid this compensation). The
standard benefit available to all members is 36 months. Employers have the option of providing a final
compensation equal to the highest 12 consecutive months by contracting for this class 1 optional
benefit.
• For employees covered by a modified formula, the final compensation is offset by $133.33 (or by one
third if the final compensation is less than $400). Employers have the option to contract for the class 3
CalPERS Actuarial Valuation - June 30, 2003 B-3
Miscellaneous 2% at 55 Risk Pool
•
APPENDIX B
•
benefit (supplemental formula) that will eliminate the offset applicable to the final compensation of
employees covered by a modified formula.
• The Miscellaneous Service Retirement benefit is not capped. The Safety Service Retirement benefit is
capped at 90% of final compensation.
Vesftd Deferied Reftenmit
Eligibility for Deferred Status
A CalPERS member becomes eligible for a deferred vested retirement benefit when he or she leaves
employment, keeps his or her contribution account balance on deposit with CalPERS, and has earned at
least 5 years of credited service (total service across all CalPERS employers, and with certain other
Retirement Systems with which CalPERS has reciprocity agreements).
Eligibility to Start Receiving Benefits
The CalPERS member becomes eligible to receive the deferred retirement benefit upon satisfying the
eligibility requirements for Deferred Status and upon attainment of age 50.
Benefit
The vested deferred retirement benefit is the same as the Service Retirement benefit, where the benefit
factor is based on the member's age at allowance commencement. For members who have earned service
with multiple CaIPERS employers, the benefit from each employer is calculated separately according to each
employer's contract, and then added together for the total allowance.
11 -...~..F -
,776. 7wo
Eligibility
A CaIPERS member is eligible for Non-Industrial Disability Retirement if he or she becomes disab/cdand has
at least 5 years of credited service (total service across all CalPERS employers, and with certain other
Retirement Systems with which CalPERS has reciprocity agreements). There is no special age requirement.
Disabled means the member is unable to perform his or her job because of an illness or injury which is
expected to be permanent or to last indefinitely. The illness or injury does not have to be job related. A
CalPERS member must be actively working with any CalPERS employer at the time of disability in order to
be eligible for this benefit.
Standard Benefit
The standard Non-Industrial Disability Retirement benefit is a monthly allowance equal to 1.8% of final
compensation, multiplied by service, which is determined as follows:
• service is CalPERS credited service, for members with less than 10 years of service or greater than
18.518 years of service; or
• service is CalPERS credited service plus the additional number of years that the member would have
worked until age 60, for members with at least 10 years but not more than 18.518 years of service.
The maximum benefit in this case is 33 1/3% of Final Compensation.
Members who are eligible for a larger service retirement benefit may choose to receive that benefit in lieu of
a disability benefit. Members eligible to retire, and who have attained the normal retirement age
determined by their service retirement benefit formula, will receive the same dollar amount for disability
retirement as that payable for service retirement. For members who have earned service with multiple
CalPERS employers, the benefit attributed to each employer is the total disability allowance multiplied by the
ratio of service with a particular employer to the total CalPERS service.
Improved Benefit
Employers have the option of providing this improved benefit by contracting for this class 3 optional benefit.
CalPERS Actuarial Valuation - June 30, 2003 B-4
Miscellaneous 2% at 55 Risk Pool
• •
APPENDIX B
The improved Non-Industrial Disability Retirement benefit is a monthly allowance equal to 30% of final
compensation for the first 5 years of service, plus 1% for each additional year of service to a maximum of
50% of final compensation.
Members who are eligible for a larger service retirement benefit may choose to receive that benefit in lieu of
a disability benefit. Members eligible to retire, and who have attained the normal retirement age
determined by their service retirement benefit formula, will receive the same dollar amount for disability
retirement as that payable for service retirement. For members who have earned service with multiple
CalPERS employers, the benefit attributed to each employer is the total disability allowance multiplied by the
ratio of service with a particular employer to the total CalPERS service.
Employers have the option of providing this improved benefit by contracting for this class 1 optional benefit.
All safety members have this benefit.
Eligibility
An employee is eligible for Industrial Disability Retirement if he or she becomes disabled while working,
where disabled means the member is unable to perform the duties of the job because of a work-related
illness or injury which is expected to be permanent or to last indefinitely. A CalPERS member who has left
active employment within this group is not eligible for this benefit, except to the extent described in the
next paragraph.
Standard Benefit
The standard Industrial Disability Retirement benefit is a monthly allowance equal to 50% of final
compensation. However, if a member is eligible for Service Retirement and if the Service Retirement benefit
is more than the Industrial Disability Retirement benefit, the member may choose to receive the larger
benefit. For a CalPERS member not actively employed in this group who became disabled while employed
by some other CalPERS employer, the benefit is a return of the accumulated member contributions with
respect to employment in this group.
Enhanced Benefit
Employers have the option of enhancing this benefit by contracting for either of two class 1 optional
benefits.
The enhanced Industrial Disability Retirement benefits allow a monthly allowance up to either 75% or 90%
of final compensation, depending on the optional benefit chosen. However, if a member is eligible for
Service Retirement and if the Service Retirement benefit is more than the Industrial Disability Retirement
benefit, the member may choose to receive the larger benefit. For a CalPERS member not actively
employed in this group who became disabled while employed by some other CalPERS employer, the benefit
is a return of the accumulated member contributions with respect to employment in this group.
73 =773=1-,
Standard Lump Sum Payment
Upon the death of a retiree, a one-time lump sum payment of $500 will be made to the retiree's designated
survivor(s), or to the retiree's estate.
Improved Lump Sum Payment
Employers have the option of providing any of these improved lump sum death benefits by contracting for
any of these class 3 optional benefits.
•
CalPERS Actuarial Valuation - June 30, 2003 B-5
Miscellaneous 2% at 55 Risk Pool
• •
APPENDIX B
Upon the death of a retiree, a one-time lump sum payment of $600, $2,000, $3,000, $4,000 or $5,000 will
be made to the retiree's designated survivor(s), or to the retiree's estate.
Feem of PNVrw A for R+edlianent Aiotinrrame
Standard Form of Payment
Generally, the retirement allowance is paid to the retiree in the form of an annuity for as long as he or she
is alive. The retiree may choose to provide for a portion of his or her allowance to be paid to any
designated beneficiary after the retiree's death. CalPERS provides for a variety of such benefit options,
which the retiree pays for by taking a reduction in his or her retirement allowance. The larger the amount
to be provided to the beneficiary is, and the younger the beneficiary is, the greater the reduction to the
retiree's allowance.
Improved Form of Payment (Post Retirement Survivor Allowance)
Employers have the option to contract for this class 1 benefit providing an improved post retirement
survivor allowance.
For retirement allowances from service subject to the modified formula, 25% of the retirement allowance
will automatically be continued to certain statutory beneficiaries upon the death of the retiree, without a
reduction in the retiree's allowance. For retirement allowances from service subject to the full or
supplemental formulas, 50% of the retirement allowance will automatically be continued to certain statutory
beneficiaries upon the death of the retiree, without a reduction in the retiree's allowance. This additional
benefit is often referred to as post retirement survivor allowance (PRSA) or simply as survivor continuance.
In other words, 25% or 50% of the allowance, the continuance portion, is paid to the retiree for as long as
he or she is alive, and that same amount is continued to the retiree's spouse (or if no eligible spouse, to
unmarried children until they attain age 18; or, if no eligible children, to a qualifying dependent parent) for
the rest of his or her lifetime. This benefit will not be discontinued in the event the spouse remarries.
The remaining 75% or 50% of the retirement allowance, which may be referred to as the option portion of is
the benefit, is paid to the retiree as an annuity for as long as he or she is alive. Or, the retiree may choose
to provide for some of this option portion to be paid to any designated beneficiary after the retiree's death.
CalPERS offers a variety of such benefit options, which the retiree pays for by taking a reduction to the
option portion of his or her retirement allowance.
1 Benefits
Basic Dealt Bereft
Eligibility
An employee's beneficiary (or estate) may receive the Basic Death benefit if the member dies while actively
employed. A CaIPERS member must be actively employed with the CalPERS employer providing this benefit
to be eligible for this benefit. A member's survivor who is eligible for any other pre-retirement death benefit
described below may choose to receive that death benefit instead of this Basic Death benefit.
Benefit
The Basic Death Benefit is a lump sum in the amount of the member's accumulated contributions, where
interest is currently credited at 7.75% per year, plus a lump sum in the amount of one month's salary for
each completed year of current service, up to a maximum of six months' salary. For purposes of this
benefit, one month's salary is defined as the member's average monthly full-time rate of compensation
during the 12 months preceding death.
•
CalPERS Actuarial Valuation - June 30, 2003
Miscellaneous 2% at 55 Risk Pool
B-6
•
APPENDIX B
1957 SLe
Eligibility
An employee's eligible survivor(s) may receive the 1957 Survivor benefit if the member dies while actively
employed, has attained at least age 50, and has at least 5 years of credited service (total service across all
CalPERS employers and with certain other Retirement Systems with which CalPERS has reciprocity
agreements). A CalPERS member must be actively employed with the CalPERS employer providing this
benefit to be eligible for this benefit. An eligible survivor means the surviving spouse to whom the member
was married at least one year before death or, if there is no eligible spouse, to the member's unmarried
children under age 18. A member's survivor may choose this benefit in lieu of the Basic Death benefit or the
Special Death benefit.
Benefit
The 1957 Survivor benefit is a monthly allowance equal to one-half of the unmodified Service Retirement
benefit that the member would have been entitled to receive if the member had retired on the date of his or
her death. If the benefit is payable to the spouse, the benefit is discontinued upon the death of the spouse.
If the benefit is payable to a dependent child, the benefit will be discontinued upon death or attainment of
age 18, unless the child is disabled. There is a guarantee that the total amount paid will at least equal the
Basic Death benefit.
■it- i IL C._~ s .11 _--1C 6:._~~1 7=.-.
.:1 -1c
Eligibility
An employee's eligible survivor may receive the Optional Settlement 2 Death benefit if the member dies
while actively employed, has attained at least age 50, and has at least 5 years of credited service (total
service across all CAPERS employers and with certain other Retirement Systems with which CalPERS has
reciprocity agreements). A CalPERS member who is no longer actively employed with any CalPERS
employer is not eligible for this benefit. An eligible survivor means the surviving spouse to whom the
member was married at least one year before death. A member's survivor may choose this benefit in lieu of
the Basic Death benefit or the 1957 Survivor benefit.
Benefit
The Optional Settlement 2 Death benefit is a monthly allowance equal to the Service Retirement benefit that
the member would have received had the member retired on the date of his or her death and elected
Optional Settlement 2. (A retiree who elects Optional Settlement 2 receives an allowance that has been
reduced so that it will continue to be paid after his or her death to a surviving beneficiary.) The allowance
is payable as long as the surviving spouse lives. There is a guarantee that the total amount paid will at
least equal the Basic Death Benefit.
Employers have the option of providing this improved benefit by contracting for this class 3 optional benefit.
All safety members have this benefit.
Eligibility
An employee's eligible survivor(s) may receive the Special Death benefit if the member dies while actively
employed and the death is job-related. A CalPERS member who is no longer actively employed with any
CalPERS employer is not eligible for this benefit. An eligible survivor means the surviving spouse to whom
the member was married prior to the onset of the injury or illness that resulted in death. If there is no
eligible spouse, an eligible survivor means the member's unmarried children under age 22. An eligible
survivor who chooses to receive this benefit will not receive any other death benefit.
0 Benefit
CalPERS Actuarial Valuation - June 30, 2003 B-7
Miscellaneous 2% at 55 Risk Pool
s •
APPENDIX B
The Special Death benefit is a monthly allowance equal to 50% of final compensation, and will be increased
whenever the compensation paid to active employees is increased but ceasing to increase when the
member would have attained age 50. The allowance is payable to the surviving spouse until death, at
which time the allowance is continued to any unmarried children under age 22. There is a guarantee that
the total amount paid will at least equal the Basic Death Benefit.
If the member's death is the result of an accident or injury caused by external violence or physical force
incurred in the performance of the member's duty, and there are eligible surviving children (eligible means
unmarried children under age 22) in addition to an eligible spouse, then an additional monthly
allowance is paid equal to the following:
• if 1 eligible child:
• if 2 eligible children:
• if 3 or more eligible children:
12.5% of final compensation
20.0% of final compensation
25.0% of final compensation
Standard Benefit
Beginning the second calendar year after the year of retirement, retirement and survivor allowances will be
annually adjusted on a compound basis by 2%. However, the cumulative adjustment may not be greater
than the cumulative change in the Consumer Price Index since the date of retirement.
Improved Benefit
Employers have the option of providing any of these improved cost-of-living adjustments by contracting for
any one of these class 1 optional benefits.
Beginning the second calendar year after the year of retirement, retirement and survivor allowances will be
annually adjusted on a compound basis by either 3%, 4% or 5%. However, the cumulative adjustment
may not be greater than the cumulative change in the Consumer Price Index since the date of retirement.
Pr<wd= &i9 Power Ra6K*m Alwym a (PPP,)
Retirement and survivor allowances are protected against inflation by PPPA. PPPA benefits are cost-of-living
adjustments that are intended to maintain an individual's allowance at 80% of the initial allowance at
retirement adjusted for inflation since retirement. The PPPA benefit will be coordinated with other cost-of-
living adjustments provided under the plan.
Each employee contributes toward his or her retirement based upon the following schedule. The employer
may choose to "pick-up" these contributions for the employees.
The percent contributed below the monthly compensation breakpoint is 0%.
The monthly compensation breakpoint is $0 for full and supplemental formula members.
The monthly compensation breakpoint is $133.33 for employees covered by the modified formula except for
those members in the CSU auxilliary organizations where the breakpoint is $513
The percent contributed above the monthly compensation breakpoint is 7% except for for those members in
the CSUC auxilliary organizations where the contribution rate has been set at the State member level.
•
11
•
CalPERS Actuarial Valuation - June 30, 2003 B-8
Miscellaneous 2% at 55 Risk Pool
•
APPENDIX B
•
•
•
C.Ofrb--- fin --r
C-I
J
If the member's service with the employer ends, and if the member does not satisfy the eligibility conditions
for any of the retirement benefits above, the member may elect to receive a refund of his or her employee
contributions, which are credited annually with 6% interest.
CalPERS Actuarial Valuation - June 30, 2003
Miscellaneous 2% at 55 Risk Pool
B-9
• •
APPENDIX C
C7
APPENDIX C
• CLASSIFICATION OF OPTIONAL BENEFITS
• DISTRIBUTION OF CLASS 1 BENEFITS
•
J
APPENDIX C
Below is the list of the available optional benefit provisions and their initial classification upon establishment
of risk pools. When new benefits become available as a result of legislation, the Chief actuary will determine
their classification in accordance with the criteria established in the Board policy.
lei lll`~~idk
Class 1 benefits have been identified to be the more expensive ancillary benefits. These benefits vary by
employer across the risk pool. Agencies contracting for a Class 1 benefit will be responsible for the past
service liability associated with such benefit and will be required to pay a surcharge established by the
actuary to cover the ongoing cost (normal cost) of the Class 1 benefit.
The table below shows the list of Class 1 benefits and their applicable surcharge for the Miscellaneous 2%
at 55 Risk Pool.
Class 1 Benefits
Applicable Surcharge
One-Year Final Compensation
0.501%
Employer Paid 7% Member Contributions Converted to Payrate During
0.899%
the Final Compensation Period
Employer Paid 8% Member Contributions Converted to Payrate During
N/A
the Final Compensation Period
Employer Paid 9% Member Contributions Converted to Payrate During
N/A
the Final Compensation Period
25% Post-Retirement Survivor Allowance
50% Post-Retirement Survivor Allowance
0.861%
0.861%
3% Annual Cost-of-Living Allowance Increase
1.148%
4% Annual Cost-of-Living Allowance Increase
1.148%
5% Annual Cost-of-Living Allowance Increase
1.148%
Industrial Disability Retirement for Local Miscellaneous Members
0.523%
Increased Industrial Disability Allowance to 75% of Final Compensation
0.931%
Improved Industrial Disability Allowance for Local Safety Members
N/A
1.00% Employees Sharing Cost of Additional Benefits
(1.000%)
2.00% Employees Sharing Cost of Additional Benefits
(2.000%)
0.75% Employees Sharing Cost of Additional Benefits
(0.750%)
7.00% Employees Contribution Reduction
7.000%
3.50% Employees Contribution Reduction
3.500%
Employee Contribution Rate for CSUC Auxiliary Organizations Reduced
2.000%
to State Member Level - Covered by Social Security
Employee Contribution Rate for CSUC Auxiliary Organizations Reduced
1.000%
to State Member Level - Not Covered by Social Security
1.25% @ 65 Miscellaneous
N/A
2.5% @ 55 Safety
N/A
1/2 @ 55 Safety
N/A
For employers contracting for more than one Class 1 benefits, the surcharges listed in this table will be
added together.
CalPERS Actuarial Valuation - June 30, 2003 C-1
Miscellaneous 2% at 55 Risk Pool
APPENDIX C
4 ~v: ~k
t
Class 2 benefits have been identified to be the ancillary benefits providing one-time increases in
benefits. These benefits vary by employer across the risk pool. Agencies contracting for a Class 2
benefit will be responsible for the past service liability associated with such benefit.
The following benefits shall be classified as Class 2:
• One-time 1% to 6% Ad Hoc COLA Increases for members who retired or died prior to January 1,
1998 (Section 21328)
• "Golden Handshakes" - Section 20903 Two Years Additional Service Credit
• Credit for Prior Service Paid for by the Employer
• Military Service Credit (Section 20996)
• Credit for Local Retirement System Service for Employees of Agencies Contracted on a Prospective
basis (Section 20530.1)
• Prior Service Credit for Employees of an Assumed Agency Function (Section 20936)
• Limit Prior Service to Members Employed on Contract Date (Section 20938)
MAW 3
Class 3 benefits have been identified to be the less expensive ancillary benefits. Class 3 benefits may
vary by rate plan within each risk pool. However, the employer contribution rate will not vary within
the risk pool due to the Class 3 benefits.
The following benefits shall be classified as Class 3: S
• Full formula plus social security (Section 20515)
• Post Retirement Lump Sum Death Benefit
• $600 lump sum retired death benefit (Section 21622)
• $2,000 lump sum retired death benefit (Section 21623.5)
• $3,000 lump sum retired death benefit (Section 21623.5)
• $4,000 lump sum retired death benefit (Section 21623.5)
• $5,000 lump sum retired death benefit (Section 21623.5)
• Improved non-industrial disability allowance (Section 21427)
• Special death benefit for local miscellaneous members (Section 21540.5)
• Service Credit Purchased by Member
• Public Service for Peace Corps or America Corps: VISTA Service (Section 21023.5 )
• Public Service Credit for Employees of an Assumed Agency or Function (Section 21025)
• Public Service Credit for Limited Prior Service (Section 21031)
• Partial Service Retirement (Section 21118)
• Optional Membership for Part Time Employees (Section 20325)
• Extension of Reciprocity Rights for Elective Officers (Section 20356)
• Removal of Contract Exclusions Prospectively Only (Section 20503)
•
CalPERS Actuarial Valuation - June 30, 2003 C-2
Miscellaneous 2% at 55 Risk Pool
•
APPENDIX C
Final Compensation
One Year Final Compensation
Three Years Final Compensation
Post Retirement Survivor Continuance (PRSA)
No PRSA
With PRSA
Cost-of-Living Adjustments (COLA)
2% COLA
3% COLA
4% COLA
5% COLA
Industrial Disability Benefit
0
Applies to 67.6% of the Members
Applies to 32.4% of the Members
Applies to 81.8% of the Members
Applies to 18.3% of the Members
Applies to 97.3% of the Members
Applies to 1.1% of the Members
Applies to 0.8% of the Members
Applies to 0.8% of the Members
None Applies to 94.5% of the Members
Standard Industrial Disability Benefit (50% of Final Compensation) Applies to 5.0% of the Members
Improved Industrial Disability Benefit (75% of Final Compensation) Applies to 0.5% of the Members
Improved Industrial Disability Benefit (50% - 90% of Final Applies to 0.0% of the Members
Compensation)
•
•
CalPERS Actuarial Valuation - June 30, 2003 C-3
Miscellaneous 2% at 55 Risk Pool
2
•
•
APPENDIX D
• LIST OF PARTICIPATING EMPLOYERS
•
0
APPENDIX D
0
Employer WaZ e
AGOURA HILLS AND CALABASAS COMMUNITY CENTER
ALAMEDA CORRIDOR TRANSPORTATION AUTHORITY
ALAMEDA COUNTY CONGESTION MANAGEMENT AGENCY
ALAMEDA COUNTY FIRE DEPARTMENT
ALAMEDA COUNTY MOSQUITO ABATEMENT DISTRICT
ALAMEDA COUNTY SCHOOLS INSURANCE GROUP
ALAMEDA COUNTY TRANSPORTATION AUTHORITY
ALBANY MUNICIPAL SERVICES JOINT POWERS AUTHORITY
ALHAMBRA REDEVELOPMENT AGENCY
ALLIANCE OF SCHOOLS FOR COOPERATIVE INSURANCE PROGRAMS
ALTADENA LIBRARY DISTRICT
AMADOR WATER AGENCY
AMERICAN RIVER FLOOD CONTROL DISTRICT
ANDERSON CEMETERY DISTRICT
ANTELOPE VALLEY TRANSIT AUTHORITY
APTOS/LA SELVA FIRE PROTECTION AGENCY
ARROWBEAR PARK COUNTY WATER DISTRICT
ASSOCIATION OF BAY AREA GOVERNMENTS
ASSOCIATION OF MONTEREY BAY AREA GOVERNMENTS
AUBURN AREA RECREATION AND PARK DISTRICT
AUBURN PUBLIC CEMETERY DISTRICT
AZTEC SHOPS, LTD., SAN DIEGO UNIVERSITY
BEAR VALLEY COMMUNITY SERVICES DISTRICT
BEAUMONT-CHERRY VALLEY WATER DISTRICT
BELVEDERE-TIBURON LIBRARY AGENCY
BIG BEAR CITY AIRPORT DISTRICT
BIG BEAR CITY COMMUNITY SERVICES DISTRICT
BIG BEAR MUNICIPAL WATER DISTRICT
BLACK GOLD COOPERATIVE LIBRARY SYSTEM
BROADMOOR POLICE PROTECTION DISTRICT
BROOKTRAILS TOWNSHIP COMMUNITY SERVICES DISTRICT
BROWNS VALLEY IRRIGATION DISTRICT
BUENA PARK LIBRARY DISTRICT
BUTTE COUNTY AIR QUALITY MANAGEMENT DISTRICT
BUTTE COUNTY ASSOCIATION OF GOVERNMENTS
BUTTE COUNTY MOSQUITO AND VECTOR CONTROL DISTRICT
BUTTE SCHOOLS SELF-FUNDED PROGRAMS
CACHUMA OPERATIONS AND MAINTENANCE BOARD
CALIF INTERSCHOLASTIC FED - NORTHERN SECTION
CALIFORNIA ASSOCIATION FOR PARK AND RECREATION INSURANCE
CALIFORNIA AUTHORITY OF RACING FAIRS
CALIFORNIA BEAR CREDIT UNION
CALIFORNIA FAIR SERVICES AUTHORITY
CALIFORNIA FIREFIGHTERS JOINT APPRENTICESHIP COMMITTEE
CALIFORNIA INTERSCHOLASTIC FEDERATION, NORTH COAST SECTION
CALIFORNIA INTERSCHOLASTIC FEDERATION, SAC-JOAQUIN SECTION
CALIFORNIA INTERSCHOLASTIC FEDERATION, SAN DIEGO SECTION
CALIFORNIA INTERSCHOLASTIC FEDERATION, SOUTHERN SECTION
CALIFORNIA INTERSCHOLASTIC FEDERATION, STATE OFFICE
CALIFORNIA JOINT POWERS INSURANCE AUTHORITY
CALIFORNIA JOINT POWERS RISK MANAGEMENT AUTHORITY
CALIFORNIA MUNICIPAL UTILITIES ASSOCIATION
CALIFORNIA REDEVELOPMENT ASSOCIATION
CALIFORNIA STATE AND FEDERAL EMPLOYEES #20 CREDIT UNION
CALIFORNIA STATE UNIVERSITY, FRESNO ATHLETIC CORPORATION
CALLEGUAS MUNICIPAL WATER DISTRICT
CAMERON PARK COMMUNITY SERVICES DISTRICT
CalPERS Actuarial Valuation - June 30, 2003 D-1
Miscellaneous 2% at 55 Risk Pool
•
APPENDIX D
CAMROSA WATER DISTRICT
CAPITOL AREA DEVELOPMENT AUTHORITY
CARMEL VALLEY FIRE PROTECTION DISTRICT
CARMICHAEL WATER DISTRICT
CARPINTERIA SANITARY DISTRICT
CARPINTERIA VALLEY WATER DISTRICT
CASTAIC LAKE WATER AGENCY
CAYUCOS SANITARY DISTRICT
CENTRAL COAST WATER AUTHORITY
CENTRAL FIRE PROTECTION DISTRICT OF SANTA CRUZ COUNTY
CENTRAL WATER DISTRICT
CHESTER PUBLIC UTILITY DISTRICT
CHICO AREA RECREATION AND PARK DISTRICT
CHINO BASIN WATERMASTER
CHINO VALLEY INDEPENDENT FIRE DISTRICT
CITRUS HEIGHTS WATER DISTRICT
CITY AND COUNTY OF SAN FRANCISCO
CITY OF AGOURA HILLS
CITY OF ALBANY
CITY OF ALISO VIEJO
CITY OF AMERICAN CANYON
CITY OF ANDERSON
CITY OF ARCATA
CITY OF ARROYO GRANDE
CITY OF ARVIN
CITY OF ATASCADERO
CITY OF ATWATER
CITY OF AUBURN
CITY OF AVALON
CITY OF BELL
CITY OF BELL GARDENS
CITY OF BELLFLOWER
CITY OF BELMONT
CITY OF BELVEDERE
CITY OF BISHOP
CITY OF BLUE LAKE
CITY OF BRAWLEY
CITY OF BRISBANE
CITY OF BUELLTON
CITY OF CALABASAS
CITY OF CALISTOGA
CITY OF CANYON LAKE
CITY OF CAPITOLA
CITY OF CARMEL-BY-THE-SEA
CITY OF CARPINTERIA
CITY OF CHOWCHILLA
CITY OF CLAYTON
CITY OF CLEARLAKE
CITY OF CLOVERDALE
CITY OF COLUSA
CITY OF CORCORAN
CITY OF CORNING
CITY OF COTATI
CITY OF CUDAHY
CITY OF DANA POINT
CITY OF DEL MAR
CITY OF DESERT HOT SPRINGS
CITY OF DIAMOND BAR
CITY OF DINUBA
•
CalPERS Actuarial Valuation - June 30, 2003 D-2
Miscellaneous 2% at 55 Risk Pool
•
APPENDIX D
•
CITY OF DIXON
CITY OF DUBLIN
CITY OF DUNSMUIR
CITY OF EL CERRITO
CITY OF ESCALON
CITY OF FILLMORE
CITY OF FIREBAUGH
CITY OF FORT BRAGG
CITY OF GOLETA
CITY OF GRAND TERRACE
CITY OF GRASS VALLEY
CITY OF GREENFIELD
CITY OF GRIDLEY
CITY OF GROVER BEACH
CITY OF GUSTINE
CITY OF HALF MOON BAY
CITY OF HEALDSBURG
CITY OF HERCULES
CITY OF HERMOSA BEACH
CITY OF HESPERIA
CITY OF HIGHLAND
CITY OF IMPERIAL BEACH
CITY OF INDIAN WELLS
CITY OF IONE
CITY OF IRWINDALE
CITY OF JACKSON
CITY OF KING CITY
CITY OF LA CANADA FLINTRIDGE
CITY OF LA MIRADA
CITY OF LA VERNE
CITY OF LAGUNA NIGUEL
CITY OF LAGUNA WOODS
CITY OF LAKE FOREST
CITY OF LAKEPORT
CITY OF LARKSPUR
CITY OF LATHROP
CITY OF LAWNDALE
CITY OF LEMOORE
CITY OF LINCOLN
CITY OF LMNGSTON
CITY OF LOMA LINDA
CITY OF LOMITA
CITY OF LOYALTON
CITY OF MALIBU
CITY OF MARINA
CITY OF MARTINEZ
CITY OF MAYWOOD
CITY OF MILLBRAE
CITY OF MONTE SERENO
CITY OF MOORPARK
CITY OF MT. SHASTA
CITY OF MURRIETA
CITY OF NEEDLES
CITY OF NEVADA CITY
CITY OF NEWMAN
CITY OF NORCO
CITY OF OAKLEY
CITY OF OJAI
CITY OF ORLAND
CalPERS Actuarial Valuation - June 30, 2003
D-3
Miscellaneous 2% at 55 Risk Pool
APPENDIX D
CITY OF OROVILLE
CITY OF PACIFIC GROVE
CITY OF PALOS VERDES ESTATES
CITY OF PARLIER
CITY OF PATTERSON
CITY OF PINOLE
CITY OF PISMO BEACH
CITY OF PLACENTIA
CITY OF PLACERVILLE
CITY OF RANCHO MIRAGE
CITY OF RANCHO PALOS VERDES
CITY OF RED BLUFF
CITY OF REEDLEY
CITY OF RIDGECREST
CITY OF RIO VISTA
CITY OF RIVERBANK
CITY OF ROLLING HILLS ESTATES
CITY OF ROSEMEAD
CITY OF SAN DIMAS
CITY OF SAN GABRIEL
CITY OF SAN JACINTO
CITY OF SAN JOAQUIN
CITY OF SAN JOSE
CITY OF SAN MARINO
CITY OF SAN PABLO
CITY OF SAND CITY
CITY OF SANGER
CITY OF SARATOGA
CITY OF SCOTTS VALLEY
CITY OF SEAL BEACH
CITY OF SEASIDE
CITY OF SEBASTOPOL
CITY OF SHAFTER
CITY OF SHASTA LAKE
CITY OF SIERRA MADRE
CITY OF SIGNAL HILL
CITY OF SOLANA BEACH
CITY OF SOLVANG
CITY OF SONORA
CITY OF SONORA
CITY OF SOUTH EL MONTE
CITY OF SOUTH PASADENA
CITY OF ST. HELENA
CITY OF STANTON
CITY OF SUISUN CITY
CITY OF TAFT
CITY OF TULELAKE
CITY OF TWENTYNINE PALMS
CITY OF VILLA PARK
CITY OF WALNUT
CITY OF WILLIAMS
CITY OF WILLIES
CITY OF WILLOWS
CITY OF WINTERS
CITY OF WOODLAKE
CITY OF YREKA
CITY OF YUCAIPA
CLEARLAKE OAKS COUNTY WATER DISTRICT
COACHELLA VALLEY PUBLIC CEMETERY DISTRICT
CalPERS Actuarial Valuation - June 30, 2003 D-4
Miscellaneous 2% at 55 Risk Pool
APPENDIX D
COAST LIFE SUPPORT DISTRICT
COLLEGE OF THE CANYONS FOUNDATION
COLUSA MOSQUITO ABATEMENT DISTRICT
CONTRA COSTA TRANSPORTATION AUTHORITY
COPPEROPOLIS FIRE PROTECTION DISTRICT
COUNTY OF ALPINE
CRESCENT CITY HARBOR DISTRICT
CRESCENTA VALLEY WATER DISTRICT
CSAC EXCESS INSURANCE AUTHORITY
DAIRY COUNCIL OF CALIFORNIA
DEL PASO MANOR WATER DISTRICT
DEL PUERTO WATER DISTRICT
DENAIR COMMUNITY SERVICES DISTRICT
DESERT WATER AGENCY
DIXON UNIFIED SCHOOL DISTRICT LIBRARY DISTRICT
DUBLIN SAN RAMON SERVICES DISTRICT
EAST CONTRA COSTA IRRIGATION DISTRICT
EAST COUNTY FIRE PROTECTION DISTRICT
EAST QUINCY SERVICES DISTRICT
EAST SAN GABRIEL VALLEY HUMAN SERVICES CONSORTIUM
EL DORADO COUNTY FIRE PROTECTION DISTRICT
EL DORADO HILLS COMMUNITY SERVICES DISTRICT
EL DORADO HILLS COUNTY WATER DISTRICT
ENCINA WASTEWATER AUTHORITY
ESPARTO FIRE PROTECTION DISTRICT
FAIR OAKS RECREATION & PARK DISTRICT
FAIR OAKS WATER DISTRICT
FALLBROOK PUBLIC UTILITY DISTRICT
FEATHER RIVER AIR QUALITY MANAGEMENT DISTRICT
FEATHER RIVER RECREATION AND PARK DISTRICT
FLORIN RESOURCE CONSERVATION DISTRICT ELK GROVE WATER WORKS
FOOTHILL MUNICIPAL WATER DISTRICT
FORT ORD REUSE AUTHORITY
FRESNO WESTSIDE MOSQUITO ABATEMENT DISTRICT
FULLERTON CALIFORNIA STATE UNIVERSITY ASSOCIATED STUDENTS
FULTON EL-CAMINO RECREATION AND PARK DISTRICT
GEORGETOWN DIVIDE PUBLIC UTILITY DISTRICT
GEORGETOWN FIRE PROTECTION DISTRICT
GLEN ELLEN FIRE PROTECTION DISTRICT
GLENN COUNTY MOSQUITO AND VECTOR CONTROL DISTRICT
GOLETA SANITARY DISTRICT
GOLETA WEST SANITARY DISTRICT
GREAT BASIN UNIFIED AIR POLLUTION CONTROL DISTRICT
GREATER LOS ANGELES COUNTY VECTOR CONTROL DISTRICT
GREATER VALLEJO RECREATION DISTRICT
GRIDLEY BIGGS CEMETERY DISTRICT
GROVELAND COMMUNITY SERVICES DISTRICT
HALF MOON BAY FIRE PROTECTION DISTRICT
HAPPY HOMESTEAD CEMETERY DISTRICT
HEARTLAND COMMUNICATIONS FACILITY AUTHORITY
HERITAGE RANCH COMMUNITY SERVICES DISTRICT
HESPERIA COUNTY WATER DISTRICT
HESPERIA FIRE PROTECTION DISTRICT
HI-DESERT WATER DISTRICT
HIDDEN VALLEY LAKE COMMUNITY SERVICES DISTRICT
HOPLAND PUBLIC UTILITY DISTRICT
HOUSING AUTHORITY OF THE COUNTY OF BUTTE
HUB CITIES CONSORTIUM
HUMAN RIGHTS/FAIR HOUSING COMMISSION OF THE CITY AND COUNTY OF SACRAMENTO
CalPERS Actuarial Valuation - June 30, 2003
Miscellaneous 2% at 55 Risk Pool
D-5
APPENDIX D
HUMBOLDT BAY HARBOR RECREATION AND CONSERVATION DISTRICT
HUMBOLDT BAY MUNICIPAL WATER DISTRICT
HUMBOLDT COMMUNITY SERVICES DISTRICT
HUMBOLDT NO. 1 FIRE PROTECTION DISTRICT OF HUMBOLDT COUNTY
HUMBOLDT STATE COLLEGE UNIVERSITY CENTER
HUMBOLDT TRANSIT AUTHORITY
HUMBOLDT WASTE MANAGEMENT AUTHORITY
INTERGOVERNMENTAL TRAINING AND DEVELOPMENT CENTER
ISLA VISTA RECREATION AND PARK DISTRICT
JAMESTOWN SANITARY DISTRICT
JUNE LAKE PUBLIC UTILITY DISTRICT
JURUPA COMMUNITY SERVICES DISTRICT
KERN COUNTY CEMETERY DISTRICT NO. 1
KINGS MOSQUITO ABATEMENT DISTRICT
LAGUNA BEACH CO. WATER DISTRICT
LAKE ARROWHEAD COMMUNITY SERVICES DISTRICT
LAKE HEMET MUNICIPAL WATER DISTRICT
LAKE SHASTINA COMMUNITY SERVICES DISTRICT
LAKE VALLEY FIRE PROTECTION DISTRICT
LAKEPORT COUNTY FIRE PROTECTION DISTRICT
LAS GALLINAS VALLEY SANITARY DISTRICT OF MARIN COUNTY
LEUCADIA WASTEWATER DISTRICT
LITTLE LAKE FIRE PROTECTION DISTRICT
LIVERMORE/AMADOR VALLEY TRANSIT AUTHORITY
LOCAL GOVERNMENT SERVICES AUTHORITY, JPA.
LOMPICO COUNTY WATER DISTRICT
LONG BEACH STATE UNIVERSITY, ASSOCIATED STUDENTS
LONG BEACH STATE UNIVERSITY, FORTY-NINER SHOPS, INC.
LOS ANGELES REGIONALIZED INSURANCE SERVICES AUTHORITY
0
LOS ANGELES TO PASADENA METRO BLUE LINE CONSTRUCTION
LOS GATOS-SARATOGA DEPARTMENT OF COMMUNITY EDUCATION AND RECREATION
LOWER TULE RIVER IRRIGATION DISTRICT
MADERA COUNTY MOSQUITO AND VECTOR CONTROL DISTRICT
MADERA HOUSING AUTHORITY, THE CITY OF
MAIN SAN GABRIEL BASIN WATERMASTER
MARIN CHILDREN AND FAMILIES COMMISSION
MARIN COUNTY HOUSING AUTHORITY
MARYSVILLE CITY
MAXWELL PUBLIC UTILITY DISTRICT
MC KINLEYVILLE COMMUNITY SERVICE DISTRICT
MEEKS BAY FIRE PROTECTION DISTRICT
METROPOLITAN COOPERATIVE LIBRARY SYSTEM
MID-PENINSULA WATER DISTRICT
MID-PLACER PUBLIC SCHOOLS TRANSPORTATION AGENCY
MIDPENINSULA REGIONAL OPEN SPACE DISTRICT
MISSION SPRINGS WATER DISTRICT
MOJAVE WATER AGENCY
MONTE VISTA COUNTY WATER DISTRICT
MONTECITO SANITARY DISTRICT OF SANTA BARBARA COUNTY
MONTECITO WATER DISTRICT
MONTEREY BAY UNIFIED AIR POLLUTION CONTROL DISTRICT
MONTEREY COUNTY WATER RESOURCES AGENCY
MONTEREY PENINSULA AIRPORT DISTRICT
MONTEREY PENINSULA WATER MANAGEMENT DISTRICT
MONTEREY REGIONAL WATER POLLUTION CONTROL AGENCY
MT. SAN ANTONIO COLLEGE ASSOCIATED STUDENTS
MUNICIPAL WATER DISTRICT OF ORANGE COUNTY
MURRIETA COUNTY WATER DISTRICT
MURRIETA FIRE PROTECTION DISTRICT
CalPERS Actuarial Valuation - June 30, 2003
Miscellaneous 2% at 55 Risk Pool
D-6
APPENDIX D
•
NAPA COUNTY MOSQUITO ABATEMENT DISTRICT
NEVADA COUNTY CONSOLIDATED FIRE DISTRICT
NEVADA COUNTY LOCAL AGENCY FORMATION COMMISSION
NEWHALL COUNTY WATER DISTRICT
NICE COMMUNITY SERVICES DISTRICT
NORTH BAY COOPERATIVE LIBRARY SYSTEM
NORTH CENTRAL COUNTIES CONSORTIUM
NORTH COAST RAILROAD AUTHORITY
NORTH COAST UNIFIED AIR QUALITY MANAGEMENT DISTRICT
NORTH COUNTY FIRE PROTECTION DISTRICT OF SAN DIEGO COUNTY
NORTH MARIN WATER DISTRICT
NORTH STATE COOPERATIVE LIBRARY SYSTEM
NORTHERN CALIFORNIA SPECIAL DISTRICTS INSURANCE AUTHORITY
NORTHWEST MOSQUITO AND VECTOR CONTROL DISTRICT
NOVATO SANITARY DISTRICT
OAKDALE RURAL FIRE PROTECTION DISTRICT
OCEANO COMMUNITY SERVICES DISTRICT
OJAI VALLEY SANITARY DISTRICT
ORANGE COUNTY TRANSPORTATION COMMISSION
ORCHARD DALE COUNTY WATER DISTRICT
ORLAND CEMETERY DISTRICT
PAIARO VALLEY WATER MANAGEMENT AGENCY
PALMDALE WATER DISTRICT
PALOS VERDES LIBRARY DISTRICT
PASADENA CITY COLLEGE BOOKSTORE
PENINSULA FIRE DISTRICT
PICO WATER DISTRICT
PINE COVE WATER DISTRICT
PIONEER CEMETERY DISTRICT
PLACER CONSOLIDATED FIRE PROTECTION DISTRICT
PLACER COUNTY CEMETERY DISTRICT #1
PLACER COUNTY MOSQUITO ABATEMENT DISTRICT
PLACER COUNTY RESOURCE CONSERVATION DISTRICT
PLACER COUNTY TRANSPORTATION COMMISSION
PLACER HILLS FIRE PROTECTION DISTRICT
PLEASANT HILL - MARTINEZ JOINT FACILITIES AGENCY
PLEASANT HILL RECREATION AND PARK DISTRICT
PLUMAS LOCAL AGENCY FOUNDATION
PUBLIC AGENCY RISK SHARING AUTHORITY OF CALIFORNIA
PUBLIC ENTITY RISK MANAGEMENT AUTHORITY
QUARTZ HILL WATER DISTRICT
QUINCY COMMUNITY SERVICES DISTRICT
RAINBOW MUNICIPAL WATER DISTRICT
RANCHO ADOBE FIRE PROTECTION DISTRICT
RANCHO MURIETA COMMUNITY SERVICES DISTRICT
RANCHO SANTA FE FIRE PROTECTION DISTRICT
RANCHO SANTIAGO COMMUNITY COLLEGE ASSOCIATED STUDENTS
RECLAMATION DISTRICT # 1001
REDEVELOPMENT AGENCY OF THE CITY OF FRESNO
REDWOOD EMPIRE MUNICIPAL INSURANCE FUND
REDWOOD EMPIRE SCHOOL INSURANCE GROUP
REGIONAL WATER AUTHORITY
RINCON DEL DIABLO MUNICIPAL WATER DISTRICT
RINCON VALLEY FIRE PROTECTION DISTRICT
RIO LINDA WATER DISTRICT
RIVERSIDE COUNTY LAW LIBRARY
RIVERVIEW WATER DISTRICT
RUSSIAN RIVER FIRE PROTECTION DISTRICT
SACRAMENTO AREA COUNCIL OF GOVERNMENTS
.
CalPERS Actuarial Valuation - June 30, 2003
D-7
Miscellaneous 2% at 55 Risk Pool
i
APPENDIX D
SACRAMENTO COUNTY LAW LIBRARY
SACRAMENTO METROPOLITAN AIR QUALITY MANAGEMENT DISTRICT
SACRAMENTO METROPOLITAN CABLETELEVISION COMMISSION
SACRAMENTO REGIONAL FIRE/EMS COMMUNICATIONS CENTER
SACRAMENTO TRANSPORTATION AUTHORITY
SALIDA FIRE PROTECTION DISTRICT
SAN BENITO COUNTY WATER DISTRICT
SAN BERNARDINO VALLEY WATER CONSERVATION DISTRICT
SAN BERNARDINO, CALIFORNIA STATE UNIVERSITY, STUDENT UNION
SAN DIEGO RURAL FIRE PROTECTION DISTRICT
SAN DIEGO STATE UNIVERSITY ASSOCIATED STUDENTS
SAN DIEGUITO WATER DISTRICT
SAN ELIJO JOINT POWERS AUTHORITY
SAN FRANCISCO COUNTY TRANSPORTATION AUTHORITY
SAN FRANCISCO HEALTH AUTHORITY
SAN GABRIEL COUNTY WATER DISTRICT
SAN GABRIEL VALLEY COUNCIL OF GOVERNMENTS
SAN GABRIEL VALLEY MOSQUITO AND VECTOR CONTROL DISTRICT
SAN GABRIEL VALLEY MUNICIPAL WATER DISTRICT
SAN JOAQUIN COUNTY HOUSING AUTHORITY
SAN LORENZO VALLEY WATER DISTRICT
SAN LUIS OBISPO - CAL POLY ASSOCIATED STUDENTS, INC.
SAN LUIS OBISPO COUNCIL OF GOVERNMENTS
SAN LUIS OBISPO REGIONAL TRANSIT AUTHORITY
SAN MATEO COUNTY LAW LIBRARY
SAN MIGUEL CONSOLIDATED FIRE PROTECTION DISTRICT
SANTA ANA WATERSHED PROJECT AUTHORITY
SANTA CLARA COUNTY CENTRAL FIRE PROTECTION DISTRICT
SANTA CLARA COUNTY HEALTH AUTHORITY
SANTA CLARA COUNTY SCHOOLS INSURANCE GROUP
SANTA CLARITA VALLEY SCHOOL FOOD SERVICES AGENCY
SANTA CRUZ CONSOLIDATED EMERGENCY COMMUNICATIONS CENTER
SANTA CRUZ COUNTY LAW LIBRARY
SANTA CRUZ LOCAL AGENCY FORMATION COMMISSION
SANTA CRUZ PORT DISTRICT
SANTA MARIA PUBLIC AIRPORT DISTRICT
SANTA YNEZ RIVER WATER CONSERVATION DIST., IMPROVEMENT DIST. NO. 1
SARATOGA FIRE PROTECTION DISTRICT
SCHOOL RISK AND INSURANCE MANAGEMENT GROUP
SCHOOLS EXCESS LIABILITY FUND
SCHOOLS INSURANCE AUTHORITY
SCOTTS VALLEY FIRE PROTECTION DISTRICT
SELMA CEMETERY DISTRICT
SELMA-KINGSBURG-FOWLER COUNTY SANITATION DISTRICT
SEWER AUTHORITY MID-COASTSIDE
SHAFTER WASCO IRRIGATION DISTRICT
SHASTA AREA SAFETY COMMUNICATIONS AGENCY
SHASTA MOSQUITO AND VECTOR CONTROL DISTRICT
SHILOH PUBLIC CEMETERY DISTRICT
SILICON VALLEY ANIMAL CONTROL DISTRICT
SOLANO COUNTY MOSQUITO ABATEMENT DISTRICT
SOLANO COUNTY WATER AGENCY
SOLANO TRANSPORTATION AUTHORITY
SONOMA STUDENT UNION CORPORATION
SOUTH BAY REGIONAL PUBLIC COMMUNICATIONS AUTHORITY
SOUTH BAYSIDE SYSTEM AUTHORITY
SOUTH COAST WATER DISTRICT
SOUTH COUNTY FIRE PROTECTION AUTHORITY
SOUTH ORANGE CTY WASTE WATER AUTHORITY
CalPERS Actuarial Valuation - June 30, 2003 D-8
Miscellaneous 2% at 55 Risk Pool
•
APPENDIX D
0
SOUTH PLACER FIRE DISTRICT
SOUTH SAN LUIS OBISPO COUNTY SANITATION DISTRICT
SOUTHERN CALIFORNIA PUBLIC POWER AUTHORITY
SOUTHERN SAN JOAQUIN MUNICIPAL UTILITY DISTRICT
SOUTHWEST TRANSPORTATION AGENCY
SPECIAL DISTRICT RISK MANAGEMENT AUTHORITY
SQUAW VALLEY PUBLIC SERVICE DISTRICT
STATE WATER CONTRACTORS
STEGE SANITARY DISTRICT
STINSON BEACH COUNTY WATER DISTRICT
STOCKTON EAST WATER DISTRICT
SUISUN RESOURCE CONSERVATION DISTRICT
SUMMIT CEMETERY DISTRICT
SUNNYSLOPE COUNTY WATER DISTRICT
TEMPLETON COMMUNITY SERVICES DISTRICT
THREE VALLEYS MUNICIPAL WATER DISTRICT
TIBURON FIRE PROTECTION DISTRICT
TOWN OF ATHERTON
TOWN OF COLMA
TOWN OF CORTE MADERA
TOWN OF LOOMIS
TOWN OF LOS ALTOS HILLS
TOWN OF MORAGA
TOWN OF PARADISE
TOWN OF PORTOLA VALLEY
TOWN OF ROSS
TOWN OF TIBURON
TOWN OF WINDSOR
TOWN OF WOODSIDE
TOWN OF YUCCA VALLEY
TRABUCO CANYON WATER DISTRICT
TRANSPORTATION AGENCY FOR MONTEREY COUNTY
TRI-COUNTY SCHOOLS INSURANCE GROUP
TURLOCK MOSQUITO ABATEMENT DISTRICT
TWIN CITIES POLICE AUTHORITY
UNITED WATER CONSERVATION DISTRICT
UPLAND CITY HOUSING AUTHORITY
VALLEY CENTER MUNICIPAL WATER DISTRICT
VALLEY OF THE MOON WATER DISTRICT
VANDENBERG VILLAGE COMMUNITY SERVICES DISTRICT
VENTURA COUNTY SCHOOLS BUSINESS SERVICES AUTHORITY
VENTURA COUNTY SCHOOLS SELF-FUNDING AUTHORITY
VENTURA PORT DISTRICT
VICTOR VALLEY WASTEWATER RECLAMATION AUTHORITY
VICTOR VALLEY WATER DISTRICT
WATER FACILITIES AUTHORITY-JOINT POWERS AGENCY
WEST COUNTY TRANSPORTATION AGENCY
WEST END COMMUNICATIONS AUTHORITY
WEST STANISLAUS IRRIGATION DISTRICT
WEST VALLEY SANITATION DISTRICT OF SANTA CLARA COUNTY
WEST VALLEY WATER DISTRICT
WESTBOROUGH WATER DISTRICT
WESTERN MUNICIPAL WATER DISTRICT
WILDOMAR CEMETERY DISTRICT
WILLOWS CEMETERY DISTRICT
WOODBRIDGE RURAL COUNTY FIRE PROTECTION DISTRICT
WOODSIDE FIRE PROTECTION DISTRICT
YOLO COUNTY COMMUNICATIONS EMERGENCY SERVICES AGENCY
YOLO COUNTY IN-HOME SUPPORTIVE SERVICES PUBLIC AUTHORITY
CalPERS Actuarial Valuation - June 30, 2003
D-9
Miscellaneous 2% at 55 Risk Pool
APPENDIX D
4D YOLO COUNTY PUBLIC AGENCY RISK MANAGEMENT INSURANCE AUTHORITY
YOLO-SOLANO AIR QUALITY MANAGEMENT DISTRICT
YORBA LINDA WATER DISTRICT
YUBA COUNTY WATER AGENCY
YUBA SUTTER TRANSIT AUTHORITY
YUIMA MUNICIPAL WATER DISTRICT
•
•
CalPERS Actuarial Valuation - June 30, 2003 D-10
Miscellaneous 2% at 55 Risk Pool
0 •
E
APPENDIX E
• GLOSSARY
i
0
11
APPENDIX E
•
Present Value of Benefits
The total dollars needed as of the valuation date to fund all past and future benefits for current
members of the plan.
Accrued Liability
The total dollars desired as of the valuation date to fund all past benefits for current members of the
plan.
Normal Cost
The annual cost of providing benefits for the upcoming fiscal year. It should be viewed as the long
term employer contribution rate.
Actuarial Value of Assets
The actuarial value of assets used for funding purposes is obtained through an asset smoothing
technique where investment gains and losses are partially recognized in the year they are incurred, with
the remainder recognized in subsequent years.
This method helps to avoid large fluctuations in the employer contribution rate.
Unfunded Liability
A plan with an actuarial value of assets below the accrued liability is said to have an unfunded liability
and must temporarily increase contributions to get back on schedule.
A plan with an actuarial value of assets in excess of the accrued liability is said to have excess assets
(or is overfunded) and can temporarily reduce future contributions.
P-.~
•
•
Section 3
CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM
~ Final Stand-Alone Actuarial Valuation
for the MISCELLANEOUS PLAN
of the CITY OF ROSEMEAD
Employer # 1595)
as of June 30, 2003
•
• •
0 InboducUM
With the implementation of risk pooling, stand-alone valuation reports will no longer be prepared for this
plan. Instead the plan's financial results will be pooled with the plans of other agencies as is shown in
Section 2.
However, in order to provide a reconciliation between the first set of pooled results and the results reported
last year, this section has been prepared to show what the results would have been for the plan on a stand -
alone basis and how these results compare to last year's results.
•
9
•
1]
•
EXECUTIVE SUMMARY
Assets and Liabilities
Required Contributions
Summary of Membership Data
Changes Since Prior Valuation
Schedule of Funding Progress
ASSETS
TABLE OF CONTENTS
A. Reconciliation of the Market Value of Assets
B. Development of the Actuarial Value of Assets
LIABILITIES
A. Development of Accrued and Unfunded Liabilities
B. (Gain) / Loss Analysis
REQUIRED CONTRIBUTIONS
A. Development of Required Employer Contributions
B. Reconciliation of Required Employer Contributions
C. Roll Forward of Unfunded Liabilities
D. Schedule of Amortization Bases
FIN PROCESS CONTROL ID (CUR) 219431
FIN PROCESS CONTROL ID (OLD) 149752
REPORT ID 36505
1
1
2
2
4
5
6
7
8
9
9
10
11
0
0 0
SECTION 3 - FINAL STAND-ALONE ACTUARIAL VALUATION
EXECUTIVE SUMMARY
Assets and Liabilities
Retirement Program
Market Value of Assets for the Retirement Program
Present Value of Projected Benefits
Entry Age Normal Accrued Liability
Actuarial Value of Assets
Unfunded Liability
Funded Status
Superfunded Status
1959 Survivor Benefit Program (First or Second Level)
Market Value for the 1959 Survivor Program I
Present Value of Benefits for Current Beneficiaries
Actuarial Value of Assets
Unfunded Liability
Required Contributions
Employer Contribution Required (in Projected Dollars)
Payment for Normal Cost
Payment on Amortization Bases 2
Total (not less than zero) 3
June 30, 2002
June 30, 2003
4,887,631 $
5,297,099
8,526,761
10,532,665
6,637,658
8,543,320
5,376,394
5,826,809
1,261,264
2,716,511
81.0%
68.2%
No
No
0 $
0 0
0 0
Fiscal Year
2004/2005
$ 122,788
146,669
269,457
Employer Contribution Required (Percentage of Projected Payroll)
Payment for Normal Cost
Payment on the Amortization Bases ' _
Total (not less than zero) 3
12.719%
Fiscal Year
2005/2006
$ 147,510
293,177
440,687
7.080%
14.072%
21.152%
The investment returns of -7.2% for 2000/2001, -5.9% for 2001/2002 and 3.9% for 2002/2003 have each
produced actuarial losses compared to the assumption of 8.25% for those years. Because of the asset
smoothing method, only a portion of the total loss for these years has been reflected in your employer
contribution rates through 2005/2006. The balance of the loss will have an adverse impact on your
employer contribution rate in subsequent years. Refer to Appendix A of Section 2 for additional details.
This is for First and Second Level only. The Third, Fourth and Indexed Levels are independent programs and are billed
separately. More information on the 1959 Survivor Benefit Program First and Second Level can be found on page 3 of
Section 3.
Details regarding this payment can be found on Page I 1 of Section 3 for the current valuation.
Prior to 2005/2006, the contribution for the 1959 Survivor Benefit program First and Second level was calculated for each
agency on a stand-alone basis and included with the contribution for the retirement program in those prior reports. Beginning
with 2005/2006, the contribution for the 1959 Survivor Benefit program First and Second Level is calculated on a pooled basis
and billed separately.
•
5.796%
6.923%
Page 1
• 0
SECTION 3 - FINAL STAND-ALONE ACTUARIAL VALUATION
EXECUTIVE SUMMARY (continued)
Summary of Membership Data June 30, 2002 June 30, 2003
Members Included in the Valuation 1
Active Members
40
40
Transferred Members
15
14
Separated Members
9
10
Members and Beneficiaries Receiving Payments
7
12
Total
71
76
Annual Covered Payroll
$ 1,896,978 $
1,892,863
Projected Annual Payroll for Contribution Year
2,118,491
2,083,480
Present Value of Future Salaries
15,273,622
14,592,972
Average Annual Covered Pay
$ 47,424 $
47,322
Average Attained Age for Actives
47.56
48.79
Average Entry Age into Rate Plan for Actives
35.36
37.49
Average Attained Age for Transfers
44.06
43.48
Average Attained Age for Separations
39.09
40.76
Average Attained Age for Retirees and Beneficiaries
64.57
63.25
Average Annual Benefit for Retirees and Beneficiaries
$ 6,997 $
14,513
Counts of members included in the valuation are counts of records processed by the valuation. Multiple records may exist for
those who have service in more than one coverage group. This does not result in a double counting of liabilities. Counts do not
include beneficiaries receiving a 1959 Survivor Benefit.
Changes Since Prior Valuation
Actuarial Assumptions
In May 2004, the Ca1PERS Board approved a new set of actuarial assumptions to be used in the June 30,
2003 valuation, for the purpose of determining the 2005/2006 employer contribution rates. The new
assumptions are described in Appendix A of Section 2. The inflation assumption was reduced from 3.50%
to 3.00%, causing a corresponding 0.50% reduction in the salary growth and overall payroll growth
assumptions as well as the investment return assumption. The new investment return assumption is 7.75%.
The effect of the change in assumptions on the unfunded liability is shown on page 8 and the effect on your
employer contribution rate is shown on page 9 of Section 3.
Methods
In April 2004 the Ca1PERS Board approved setting the actuarial value of assets to 110% of market value in
the June 30, 2003 valuation, for the purpose of determining the 2005/2006 employer contribution rates.
The effect of this change on the unfunded liability is shown on page 8 and the effect on the employer
contribution rate is shown on page 9 of Section 3. The Board made this change to facilitate the transition to
pooling for plans with less than 100 active members. Since 91% of all public agency plans already had
their actuarial value of assets at or above 109°/x, this change has very little impact on the employer
contribution rate for 2005/2006 for the great majority of plans.
is
Page 2
SECTION 3 - FINAL STA0 ND-ALONE ACTUARIAL VALUATION
Benefits
The standard actuarial practice at Ca1PERS is to recognize mandated legislative benefit changes in the first
annual valuation whose valuation date follows the effective date of the legislation. Voluntary benefit
changes by plan amendment are generally included in the first valuation whose report is dated after the
amendment becomes effective.
The following benefit changes are included for the first time in this valuation:
The recent settlement of the Arnett case improved industrial disability (IDR) benefits for eligible Ca1PERS
public agency members by eliminating the effect of Government Code Section 21417. Section 21417
limited IDR benefits to an amount less than 50% of final compensation for members hired at later ages.
IDR benefits for disabled members who were adversely affected by Section 21417 were raised to 50% of
final compensation effective July 1, 2001. Monthly benefit payment amounts were changed during the
2002/2003 fiscal year and full retroactive adjustments were made back to July 1, 2001. 50% retroactive
adjustments were made from July 1, 2001 back to October 16, 1992 for members who became disabled
prior to that date. The retroactive adjustment payments were paid during fiscal 2002/2003. The increase in
the unfunded liability resulting from the increased monthly benefits and the retroactive adjustment
payments is not separately determined in this valuation but is included in the 2002/2003 actuarial gain/loss
shown on page 8 of Section 3. If you would like an estimate of this amount, please contact your Ca1PERS
actuary. For active members who are projected to become eligible for IDR benefits in the future, the effect
of this change on the unfunded liability is shown on page 8 and the effect on your employer contribution
rate is shown on page 9 of Section 3.
In February 2002, the Ca1PERS Board approved the conceptual details for pooling of small public agency
plans. In October 2003, Assembly Bill 1974 was chaptered giving full authority to the Board to implement
pooling. Pooling is mandatory for all public agency plans with less than 100 active members as of June 30,
0 2003. There are nine active pools, one for each miscellaneous or safety benefit formula. All plans in a pool
have the same basic benefit formula. Cost adjustments are made for certain "Class 1" benefits including
One-Year Final Compensation, Post Retirement Survivor Allowance, 3%, 4% or 5% COLA, and IDR for
miscellaneous members. In order to ensure similarity of other benefit provisions within the pool, the Board
mandated certain benefits for all pooled plans effective July 1, 2005. Since the June 30, 2003 valuation
determines the employer contribution rate for 2005/2006, these mandated benefits have been included for
plans with less than 100 active members on the valuation date. Only two of the mandated benefits have an
effect on plan costs - Credit for Unused Sick Leave and Pre-Retirement Optional Settlement 2 Death Benefit.
In addition, pooled plans will have an initial side fund amortization established to reflect funded status at
implementation. For this reason, pooled plans have a mandatory fresh start of amortization bases over the
net period effective for the multiple bases. The effect of the mandated benefits on the unfunded liability is
shown on page 8 and the effect on your employer contribution rate is shown on page 9 of Section 3.
This valuation generally reflects plan changes by amendments effective before the date of the report.
Please refer to Appendix B of Section 2 for a summary of the plan provisions used in the valuation. The
effect of any plan amendments on the unfunded liability is shown on page 8 and the effect on your
employer contribution rate is shown on page 9 of Section 3. It should be noted that no change in liability or
rate is shown for any plan changes which were already included in the prior year's valuation.
Prior to 2005/2006, the contribution for the 1959 Survivor Benefit program First and Second level was
calculated for each agency on a stand-alone basis and included with the contribution for the retirement
program in this report. Beginning with 2005/2006, the contribution for the 1959 Survivor Benefit program
First and Second Level is calculated on a pooled basis and billed separately.
•
Page 3
0 0
SECTION 3 - FINAL STAND-ALONE ACTUARIAL VALUATION
EXECUTIVE SUMMARY (continued)
Schedule of Funding Progress
The Schedule of Funding Progress below shows the recent history of the actuarial value of assets, actuarial
accrued liability, their relationship, and the relationship of the unfunded actuarial accrued liability to
payroll.
Valuation Accrued Actuarial Unfunded
Funded
Annual
UAAL As a
Date Liability Value of Assets Liability
Status
Covered
% of
Payroll
Payroll
(a) (b) (a)-(b)
(b)/(a)
(c)
[(a)-(b)J/(c)
Retirement Program
6/30/01 $ 5,559,070 $ 5,351,876 $ 207,194 96.3% $ 1,618,110 12.8%
6/30/02 6,637,658 5,376,394 1,261,264 81.0% 1,896,978 66.5%
6/30/03 8,543,320 5,826,809 2,716,511 68.2% 1,892,863 143.5%
1959 Survivor Program
6/30/01 $ 0 $ 0 $ 0 - $ 1,618,110 0.0%
6/30/02 0 0 0 - 1,896,978 0.0%
6/30/03 0 0 0 - 1,892,863 0.0%
Prior to 2005/2006, the contribution for the 1959 Survivor Benefit program First and Second level was
calculated for each agency on a stand-alone basis and included with the contribution for the retirement
program in those prior reports. Beginning with 2005/2006, the contribution for the 1959 Survivor Benefit
program First and Second Level is calculated on a pooled basis and billed separately.
•
Page 4
ACTUARIAL VALUATION •
•
•
•
ASSETS
A Reconciliation of the Market Value of Assets over the Prior Fiscal Year
Retirement Program
1. Beginning Balance 6/30/02
2. Employer Contributions t
3. Employee Contributions t
4. Benefit Payments to Retirees and Beneficiaries
5. Refunds
6. Lump Sum Payments
7. Investment Return
8. Transfers In/Out and Miscellaneous Adjustments
9. Ending Balance 6/30/03
[(1)+(2)+(3)+(4)+(5)+(6)+(7)+(8)l
1959 Survivor Benefit Program (First or Second Level)
1. Beginning Balance 6/30/02
2. Contributions (Employer and Employee) t
3. Benefit Payments
4. Transfers to the Third, Fourth or Indexed Level Pool and
Miscellaneous Adjustments
5. Investment Return
6. Ending Balance 6/30/03
[(1)+(2)+(3)+(4)+(5)]
4,887,631
131,773
197,295
(118,905)
(17,959)
0
185,792
31,472
5,297,099
0
0
In accordance with Generally Accepted Accounting Principles (GAAP), CalPERS' Fiscal Services Division's accounting
records include accounts receivable to recognize income from transactions in the period in which those transactions occurs.
When CalPERS receives payroll information, it determines the amount receivable for employer and employee contributions.
Thus, contribution amounts may reflect contributions due, even if not paid.
2 This includes such things as prepayments to the unfunded liability, receivable payments and transfers between plans.
Page 5
0 •
SECTION 3 - FINAL STAND-ALONE ACTUARIAL VALUATION
ASSETS (continued)
Development of the Actuarial Value of Assets
Retirement Program
Actuarial Value of Assets as of June 30, 2002
Contributions received during fiscal 2002/2003
Benefits and Refunds paid during fiscal 2002/2003
Transfers and Miscellaneous Adjustments paid during fiscal 2002/2003
Expected investment earnings during fiscal 2002/2003
[(1) x.0825 + (1.0825' - 1) x ((2) + (3) + (4))]
Expected Actuarial Value of Assets as of June 30, 2003
[(1) + (2) + (3) + (4)+ (5)]
Market Value of Assets as of June 30, 2003
Preliminary Actuarial Value of Assets as of June 30, 2003
[(6) + ((7) - (6)) / 3, but not less than 90% or more than 110% of (7)]
Change due to setting Actuarial Value of Assets to 110% of Market Value
Final Actuarial Value of Assets as of June 30, 2003 = [(8) + (9)]
Actuarial Value as a Percentage of Market Value as of June 30, 2003
[(10) / (7)]
Actuarial Value of Assets as of June 30, 2002
Contributions received during fiscal 2002/2003
Benefits paid during fiscal 2002/2003
Transfers and Miscellaneous Adjustments paid during fiscal 2002/2003
Expected investment earnings during fiscal 2002/2003
[(1 x .0825 + (1.0825 - 1) x ((2) + (3) + (4))]
Expected Actuarial Value of Assets as of June 30, 2003
[(1)+(2)+(3)+(4)+(5)]
Market Value of Assets as of June 30, 2003
Actuarial Value of Assets as of June 30, 2003
[(6) + ((7) - (6)) / 3, but not less than 90% or more than 110% of (7)]
Actuarial Value as a Percentage of Market Value as of June 30, 2003
[(8) / (7)]
0 ,
SECTION 3 - FINAL STAND-ALONE ACTUARIAL VALUATION
LIABILITIES
A Development of Accrued and Unfunded Liabilities for the Retirement Program
Present Value of Projected Benefits
a) Active Members $ 7,236,113
b) Transferred Members 908,140
c) Separated Members 167,421
d) Members and Beneficiaries Receiving Payments 2,220,991
e) Total 10,532,665
2. Present Value of Future Employer Normal Costs 967,836
3. Present Value of Future Employee Contributions 1,021,509
4. Entry Age Normal Accrued Liability
a) Active Members [(la) - (2) - (3)] 5,246,768
b) Transferred Members 908,140
c) Separated Members 167,421
d) Members and Beneficiaries Receiving Payments 2,220,991
e) Total 8,543,320
5. Actuarial Value of Assets 5,826,809
6. Unfunded Accrued Liability/(Excess Assets) [(4e) - (5)] 2,716,511
•
Page 7
0
LIABILITIES (continued) 0
B (Gain)/Loss Analysis 6/30/02 - 6/30/03 for the Retirement Program
To calculate the cost requirements of the plan, assumptions are made about future events that affect the
amount and timing of benefits to be paid and assets to be accumulated. Each year actual experience is
compared to the expected experience based on the actuarial assumptions. This results in actuarial gains or
losses, as shown below.
A. Total (Gain)/Loss for the Year
1.
Unfunded Liability/(Excess Assets) as of 6/30/02 $
1,261,264
2.
Expected Payment on the Unfunded Liability (UL) during 2002/2003
18,481
3.
Interest through 6/30/03 [.0825 x (A 1) - ((1.0825)' - 1) x (A2) + adj.']
103,307
4.
Expected UL before all other changes [(A1) - (A2) + (A3)]
1,346,090
5.
Change in UL due to new plan amendments
0
6.
Change in UL due to change in actuarial assumptions
623,942
7.
Change in UL due to Arnett Case '
0
8.
Change in UL due to pooling implementation
79,639
9.
Change in UL due to setting actuarial value of assets = 110% of market
(25,999)
10.
Expected UL after all other changes [A4 + A5 + A6 + A7 + A8 + A9]
2,023,672
11.
Actual UL as of 6/30/03
2,716,511
12.
Total (Gain)/Loss for 2002/2003 [(A11) - (A10)]
692,839
B. Contribution (Gain)/Loss for the Year
1.
Expected Contribution $
270,321
2.
Expected Interest on Expected Contributions
10,930
3.
Actual Contribution
329,068
4.
Expected Interest on Actual Contribution
13,305
5.
Contribution (Gain)/Loss[(Bl)+(B2HB3)-(B4)]
(61,122)
C. Asset (Gain)/Loss for the Year
1.
Actuarial Value of Assets as of 6/30/02 $
5,376,394
2.
Contributions Received during 2002/2003
329,068
3.
Benefits and Refunds Paid during 2002/2003
(136,864)
4.
Transfers/Misc. Adjustments paid during fiscal 2002/2003
31,472
5.
Expected Int. [.0825 x (C1) + ((1.0825)" - 1) x ((C2) + (0) + (C4))]
452,596
6.
Expected Assets as of 6/30/03 [(C 1) + (C2) + (0) + (C4) + (C5)]
6,052,666
7.
Change due to setting actuarial value of assets = 110% of market
25,999
8.
Actual Actuarial Value of Assets as of 6/30/03
5,826,809
9.
Asset (Gain)/Loss for 2002/2003 [(C6)+(C7)-(C8)]
251,856
D. Liability (Gain)/Loss for the Year
1.
Total (Gain)/Loss (A12) $
692,839
2.
Contribution (Gain)/Loss (135)
(61,122)
3.
Asset (Gain)/Loss (C9)
251,856
4.
Liability (Gain)/Loss [(DI) - (D2) - (D3)]
502,105
An adjustment has been made in cases where there was an amendment during the year to reflect the partial year's payment
for the amendment.
Change only includes effect of Arnett Case for active members. The effect of the Arnett Case for inactive members is
included in item A(12). If you would like an estimate of this amount separately, contact your CalPERS actuary.
Page 8
SECTION 3 - FINAL STA• LONE ACTUARIAL VALUATION
REQUIRED CONTRIBUTIONS
A Development of Required Employer Contributions
Fiscal Year
Employer Contribution Required (in Projected Dollars) 2005/2006
Payment for Normal Cost $ 147,510
Payment on Amortization Bases' 293,177
Total (not less than zero) 440,687
Employer Contribution Required (Percent of Projected Payroll)
Payment for Normal Cost 7.080%
Payment on the Amortization Bases ' 14.072%
Total (not less than zero) 21.152%
1 Details regarding this payment can be found on Page I I of Section 3.
B Reconciliation of Required Employer Contributions
Percentage of
Estimated $
Projected
Based on
Payroll
Projected
Payroll
1. Contribution for 7/1/04 - 6/30/05 '
12.719% $
269,457
2. Effect of changes since the prior valuation
a) Effect of changes in 1959 Survivor Benefit program'-
0.000%
0
b) Effect of unexpected changes in demographics and financial results
4.498%
93,718
c) Effect of plan changes
0.000%
0
d) Effect of elimination of amortization base
0.000%
0
e) Effect of change in payroll
N/A
(4,453)
f) Effect of changes in Actuarial Methods or Assumptions
3.330%
69,372
g) Effect of changes in Actuarial Value of Assets
(0.109%)
(2,280)
h) Effect of changes due to Arnett Case'
0.000%
0
i) Effect of changes due to Pooling Implementation
0.565%
11,773
j) Effect of changes due to Fresh Start
0.149%
3,100
k) Net effect of the changes above [Sum of (a) through 0)]
8.433%
171,230
3. Contribution for 7/1/05 - 6/30/06 [(1)+(2k)]4
21.152%
440,687
I The contribution actually paid may be different if a prepayment of unfunded actuarial liability is made or a plan change became
effective after the prior year's actuarial valuation was performed.
2 This is for First and Second Level only. The Third, Fourth and Indexed Levels are independent programs and are billed
separately.
3 Change only includes effect of Arnett Case for active members. The effect of the Arnett Case for inactive members is included
in item 2 (b). If you would like an estimate of this amount separately, contact your CAPERS actuary.
4 This contribution does not include the contribution for 1959 Survivor Benefit First and Second Level, if applicable. Prior to
2005/2006, the contribution for the 1959 Survivor Benefit Program First and Second Level was calculated for each agency on a
stand-alone basis and included with the contribution for the retirement program in this report. Beginning with 2005/2006, the
contribution for 1959 Survivor Benefit program First and Second Level is calculated on a pooled basis and billed separately.
Page 9
9 0
SECTION 3 - FINAL STAND-ALONE ACTUARIAL VALUATION
REQUIRED CONTRIBUTIONS (continued)
C Roll Forward of Unfunded Liabilities for the Retirement Program
There is a two year lag between the Valuation Date and the Fiscal Year.
• The assets, liabilities and funded status of the plan are measured as of the valuation date.
• The employer contribution rate determined by the valuation is for the fiscal year beginning two years
after the valuation date.
This valuation has a valuation date of June 30, 2003 and determines the employer contribution rate for the
2005-2006 fiscal year. This two year lag is necessary due to the amount of time needed to extract and test
the membership and financial data, and due to the need to provide public agencies with their employer
contribution rates well in advance of the start of the fiscal year.
The Unfunded Liability is used to determine the employer contribution for the fiscal year and therefore it
must be rolled forward two years from the valuation date to the first day of the fiscal year. The Unfunded
Liability is rolled forward each year by subtracting the expected Payment on the Unfunded Liability for the
fiscal year and adjusting for interest. The Expected Payment on the Unfunded Liability for a fiscal year is
equal to the Expected Employer Contribution for the fiscal year minus the Expected Normal Cost for the
year. The Employer Contribution Rate for the first fiscal year is determined by the actuarial valuation two
years ago and the rate for the second year is from the actuarial valuation one year ago. The Normal Cost
Rate for each of the two fiscal years is assumed to be the same as the rate determined by the current
valuation. All expected dollar amounts are determined by multiplying the rate by the expected payroll for
the fiscal year based on a projection from the payroll used in the current valuation.
Retirement Program
1.
Employer Contribution Rate for 2003/2004 from 6/30/2001 Valuation'
6.838%
2.
Projected Annual Payroll for 2003/2004 from 6/30/2003 Valuation'
$
1,954,381
3.
Employer Contribution Rate for 2004/2005 from 6/30/2002 Valuation'
12.719%
4.
Projected Annual Payroll for 2004/2005 from 6/30/2003 Valuation '
$
2,017,898
5.
Projected Annual Payroll for 2005/2006 from 6/30/2003 Valuation 2
$
2,083,480
6.
Employer Normal Cost Rate from 6/30/2003 Valuation
7.080%
7.
6/30/2003 Unfunded Liability
$
2,716,511
8.
Expected Employer Normal Cost for 2003/2004 = (6) x (2)
138,370
9.
Expected Employer Contribution = (1) x (2)
133,641
10.
Expected Payment on Unfunded Liability = (9) - (8)
(4,730)
11.
Expected Interest on (7) and (10) at 7.75% assuming mid-year
210,707
payments of contributions
12.
6/30/2004 Expected Unfunded Liability = (7) - (10) + (11)
2,931,948
13.
Expected Employer Normal Cost for 2004-2005 = (6) x (4)
$
142,867
14.
Expected Employer Contribution = (3) x (4)
256,656
15.
Expected Payment on Unfunded Liability = (14) - (13)
113,789
16.
Expected Interest on (12) and (15) at 7.75%
222,899
17.
6/30/2005 Rolled Forward Unfunded Liability = (12) - (15) + (16)
3,041,058
1 An adjustment has been made in cases where there was an amendment during the year to reflect the partial year's payment
for the amendment.
2 Annual payroll is assumed to increase by 3.25% each year.
•
Page 10
•
•
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• •
RETIREMENT FORMULAS & BENEFIT FACTORS
Understanding Your Retirement Formula
Your benefit factor is the percentage of pay to which you are entitled for each
year of service. It is determined by your age at retirement and the retirement
formula that your employer(s) has contracted for you. This guide explains the
following five local miscellaneous member retirement formulas:
errrnr arrrxt urrrx
,(r,YUr
2 2
2 60 555 7`55 `4GO
r55
You can refer to your CaIPERS Annual Member Statement to verify your
retirement formula.
Starting on the following page you'll find two charts for each of the local
miscellaneous formulas. The first chart shows how the benefit factor increases
for each quarter year of age. The second chart for each formula shows the
percentage of final compensation you will receive. There is no cap and it can
exceed 100 percent. Not all benefit factors increase to age 63.
If your retirement formula has changed after you began employment, be aware
that some retirement formula changes contracted by your employer may not
enhance retirement benefits for all members. `lo take full advantage of your
retirement benefits, carefully review your benefit information and request an
estimate of your retirement allowance.
888 CaIPERS (or 888-225-7377) 1 www.calpers.ca.gov
•
BENEFIT FACTORS
1'he chart below shows how the benefit factor increases for each quarter year of
age from 50 to 63.
)O
1. oo
I.-{, I
I . 0' i
51
1.522
1.550
1.576
1.602
52
1.628
1.656
1.686
1.714
53
1.742
1.772
1.804
1.834
54
1.866
1.900
1.932
1.966
55
2.000
2.014
2.026
2.040
56
2.052
2.066
2.078
2.092
57
2.104
2.118
2.130
2.144
58
2.156
2.170
2.182
2.196
59
2.210
2.222
2.236
2.248
60
2.262
2.274
2.288
2.300
61
2.314
2.326
2.340
2.352
62
2.366
2.378
2.392
2.404
63 or older
2.418
-
-
-
CalPERS Member Booklet I Local Miscellaneous
•
PERCENTAGE OF FINAL COMPENSATION
9
2~@55
Years of .SenIce
Percentage of Final Comhcnsation
5
7.13
7.61
8.14
8.71
9.33
10.00
10.26
10.52
10.78
11.05
11.31
11.57
11.81
12.09
6
8.56
9.13
9.77
10.45
11.20
12.00
12.31
12.62
12.94
13.26
13.57
13.88
14.20
14.51
7
9.98
10.65
11.40
12.19
13.06
14.00
14.36
14.73
15.09
15.47
15.83
16.20
16.56
16.93
8
11.41
12.18
13.02
13.94
14.93
16.00
16.42
16.83
17.25
17.68
18.10
18.51
18.93
19.34
9
12.83
13.70
14.65
15.68
16.79
18.00
18.47
18.94
19.40
19.89
20.36
20.83
21.29
21.76
10
14.26
15.22
16.28
17.42
18.66
20.00
20.52
21.04
21.56
22.10
22.62
23.14
23.66
24.18
11
15.69
16.74
17.91
19.16
20.53
22.00
22.57
23.14
23.72
24.31
24.88
25.45
26.03
26.60
12
17.11
18.26
19.54
20.90
22.39
24.00
24.62
25.25
25.87
26.52
27.14
27.77
28.39
29.02
13
18.54
19.79
21.16
22.65
24.26
26.00
26.68
27.35
28.03
28.73
29.41
30.08
30.76
31.43
14
19.96
21.31
22.79
24.39
26.12
28.00
28.73
29.46
30.18
30.94
31.67
32.40
33.12
33.85
15
21.39
22.83
24.42
26.13
27.99
30,00
30.78
31.56
32.34
33.15
33.93
34.71
35.49
36.27
16
22.82
24.35
26.05
27.87
29.86
32.00
32.83
33.66
34.50
35.36
36.19
37.02
37.86
38.69
17
24.24
25.87
27.68
29.61
31.72
34.00
34.88
35.77
36.65
37.57
38.45
39.34
40.22
41.11
18
25.67
27.40
29.30
31.36
33.59
36.00
36.94
37.87
38.81
39.78
40.72
41.65
42.59
43.52
19
27.09
28.92
30.93
33.10
35.45
38.00
38.99
39.98
40.96
41.99
42.98
43.97
44.95
45.94
20
28.52
30.44
32.56
34.84
37.32
40.00
41.04
42.08
43.12
44.20
45.24
46.28
47.32
48.36
21
29.95
31.96
34.19
36.58
39.19
42.00
43.09
44.18
45.28
46.41
47.50
48.59
49.69
50.78
22
31.37
33.48
35.82
38.32
41.05
44.00
45.14
46.29
47.43
48.62
49.76
50.91
52.05
53.20
23
32.80
35.01
37.44
40.07
42.92
46.00
47.20
48.39
49.59
50.83
52.03
53.22
54.42
55.61
24
34.22
36.53
39.07
41.81
44.78
48.00
49.25
50.50
51.74
53.04
54.29
55.54
56.78
58.03
25
35.65
38.05
40.70
43.55
46.65
50.00
51.30
52.60
53.90
55.25
56.55
57.85
59.15
60.45
26
37.08
39.57
42.33
45.29
48.52
52.00
53.35
54.70
56.06
57.46
58.81
60.16
61.52
62.87
27
38.50
41.09
43.96
47.03
50.38
54.00
55.40
56.81
58.21
59.67
61.07
62.48
63.88
65.29
28
39.93
42.62
45.58
48.78
52.25
56.00
57.46
58.91
60.37
61,88
63.34
64.79
66.25
67.70
29
41.35
44.14
47.21
50.52
54.11
58.00
59.51
61.02
62.52
64.09
65.60
67.11
68.61
70.12
30
42.78
45.66
48.84
52.26
55.98
60.00
61.56
63.12
64.68
66.30
67.86
69.42
70.98
72.54
31
44.21
47.18
50.47
54.00
57.85
62.00
63.61
65.22
66.84
68.51
70.12
71.73
73.35
74.96
32
45.63
48.70
52.10
55.74
59.71
64.00
65.66
67.33
68.99
70.72
72.38
74.05
75.71
77.38
33
47.06
50.23
53.72
57.49
61.58
66.00
67.72
69.43
71.15
72.93
74.65
76.36
78.08
79.79
34
-
51.75
55.35
59.23
63.44
68.00
69.77
71.54
73.30
75.14
76.91
78.68
80.44
82.21
35
-
-
56.98
60.97
65.31
70.00
71.82
73.64
75.46
77.35
79.17
80.99
82.81
84.63
36
-
-
-
62.71
67.18
72.00
73.87
75.74
77.62
79.56
81.43
83.30
85.18
87.05
37
-
-
-
-
69.04
74.00
75.92
77.85
79.77
81.77
83.69
85.62
87.54
89.47
38
-
-
-
-
-
76.00
77.98
79.95
81.93
83.98
85.96
87.93
89.91
91.88
39
-
-
-
-
-
-
80.03
82.06
84.08
86.19
88.22
90.25
92.27
94.30
40
-
-
-
-
-
-
-
84.16
86.24
88.40
90.48
92.56
94.64
96.72
888 CalPERS for 888-225-7377) www.calpers.ca.gov 19
l J
BENEFIT FACTORS
'Fhe chart below shows how the benefit factor increases for each quarter year of
age from 50 to 63.
7
1 .09!?
1.108
_-f
1.1-10
1.156
1.172
1.190
1.206
52
1.224
1.242
1.260
1.278
53
1.296
1.316
1.336
1.356
54
1.376
1.396
1.418
1.438
55
1.460
1.482
1.506
1.528
56
1.552
1.576
1.600
1.626
57
1.650
1.678
1.704
1.730
58
1.758
1.786
1.816
1.846
59
1.874
1.906
1.938
1.970
60
2.000
2.034
2.068
2.100
61
2.134
2.168
2.202
2.238
62
2.272
2.308
2.346
2.382
63 or older
t 18
CalPERS Member Booklet Local Miscellaneous
P
PERCENTAGE OF FINAL COMPENSATION
•
26
Years ol*5crvice
t
Perccntage of Final Compcns,uion
5
5.46
5.78
6.12
6.48
6.88
7.30
7.76
8.25
8.79
937
10.00
10.67
11.36
12.09
6
6.55
6.94
7.34
7.78
8.26
8.76
9.31
9.90
10.55
11.24
12.00
12.80
13.63
14.51
7
7.64
8.09
8.57
9.07
9.63
10.22
10.86
11.55
12.31
13.12
14.00
14.94
15.90
16.93
8
8.74
9.25
9.79
10.37
11.01
11.68
12.42
13.20
14.06
14.99
16.00
17.07
18.18
19.34
9
9.83
10.40
11.02
11.66
12.38
13.14
13.97
14.85
15.82
16.87
18.00
19.21
20.45
21.76
10
10.92
11.56
12.24
12.96
13.76
14.60
15.52
16.50
17.58
18.74
20.00
21.34
22.72
24.18
11
12.01
12.72
13.46
14.26
15.14
16.06
17.07
18.15
19.34
20.61
22.00
23.47
24.99
26.60
12
13.10
13.87
14.69
15.55
16.51
17.52
18.62
19.80
21.10
22.49
24.00
25.61
27.26
29.02
13
14.20
15.03
15.91
16.85
17.89
18.98
20.18
21.45
22.85
24.36
26.00
27.74
29.54
31.43
14
15.29
16.18
17.14
18.14
19.26
20.44
21.73
23.10
24.61
26.24
28.00
29.88
31.81
33.85
15
16.38
17.34
18.36
19.44
20.64
21.90
23.28
24.75
26.37
28.11
30.00
32.01
34.08
36.27
16
17.47
18.50
19.58
20.74
22.02
23.36
24.83
26.40
28.13
29.98
32.00
34.14
36.35
38.69
17
18.56
19.65
20.81
22.03
23.39
24.82
26.38
28.05
29.89
31.85
34.00
36.28
38.62
41.11
18
19.66
20.81
22.03
23.33
24.77
26.28
27.94
29.70
31.64
33.73
36.00
38.41
40.90
43.52
19
20.75
21.96
23.26
24.62
26.14
27.74
29.49
31.35
33.40
35.61
38.00
40.55
43.17
45.94
20
21.84
23.12
24.48
25.92
27.52
29.20
31.04
33.00
35.16
37.48
40.00
42.68
45.44
48.36
21
22.93
24.28
25.70
27.22
28.90
30.66
32.59
34.65
36.92
39.35
42.00
44.81
47.71
50.78
22
24.02
25.43
26.93
28.51
30.27
32.12
34.14
36.30
38.68
41.23
44.00
46.95
49.98
53.20
23
25.12
26.59
28.15
29.81
31.65
33.58
35.70
37.95
40.43
43.10
46.00
49.08
52.26
55.61
24
26.21
27.74
29.38
31.10
33.02
35.04
37.25
39.60
42.19
44.98
48.00
51.22
54.53
58.03
25
27.30
28.90
30.60
32.40
34.40
36.50
38.80
41.25
43.95
46.85
50.00
53.35
56.80
60.45
26
28.39
30.06
31.82
33.70
35.78
37.96
40.35
42.90
45.71
48.72
52.00
55.48
59.07
62.87
27
29.48
31.21
33.05
34.99
37.15
39.42
41.90
44.55
47.47
50.60
54.00
57.62
61.34
65.29
28
30.58
32.37
34.27
36.29
38.53
40.88
43.46
46.20
49.22
52.47
56.00
59.75
63.62
67.70
29
31.67
33.52
35.50
37.58
39.90
42.34
45.01
47.85
50.98
54.35
58.00
61.89
65.89
70.12
30
32.76
34.68
36.72
38.88
41.28
43.80
46.56
49.50
52.74
56.22
60.00
64.02
68.16
72.54
31
33.85
35.84
37.94
40.18
42.66
45.26
48.11
51.15
54.50
58.09
62.00
66.15
70.43
74.96
32
34.94
36.99
39.17
41.47
44.03
46.72
49.66
52.80
56.26
59.97
64.00
68.29
72.70
77.38
33
36.04
38.15
40.39
42.77
45.41
48.18
51.22
54.45
58.01
61.84
66.00
70.42
74.98
79.79
34
-
39.30
41.62
44.06
46.78
49.64
52.77
56.10
59.77
63.72
68.00
72.56
77.25
82.21
35
-
-
42.84
45.36
48.16
51.10
54.32
57.75
61.53
65.59
70.00
74.69
79.52
84.63
36
-
-
-
46.66
49.54
52.56
55.87
59.40
63.29
67.46
72.00
76.82
81.79
87.05
37
-
-
-
-
50.91
54.02
57.42
61.05
65.05
69.34
74.00
78.96
84.06
89.47
38
-
-
-
-
-
55.48
58.98
62.70
66.80
71.21
76.00
81.09
86.34
91.88
39
-
-
-
-
-
-
60.53
64.35
68.56
73.09
78.00
83.23
88.61
94.30
40
-
-
-
-
-
-
-
66.00
70.32
74.96
80.00
85.36
90.88
96.72
888 CalPERS for 888-225-7377) 1 www.calpers.ca.gov 21
u
BENEFIT FACTORS
'I'he chart below shows how the benefit factor increases for each quarter year of
age from 50 to 55.
50
51
2.100
2.125
2.150
2.175
52
2.200
2.225
2.250
2.275
53
2.300
2.325
2.350
2.375
54
2.400
2.425
2.450
2.475
55 or older
2.500
-
-
-
CalPERS Member Booklet Local miscellaneous
PERCENTAGE OF FINAL COMPENSATION
•
2cj,c,S~ »Sr
Years of 5crcice
i~~ II ii It tt i~
I'rru•ntagc of I final (_;unipensation
5
10.00
10.50
11.00
11.50
12.00
12.50
6
12.00
12.60
13.20
13.80
14.40
15.00
7
14.00
14.70
15.40
16.10
16.80
17.50
8
16.00
16.80
17.60
18.40
19.20
20.00
9
18.00
18.90
19.80
20.70
21.60
22.50
to
20.00
21.00
22.00
23.00
24.00
25.00
11
22.00
23.10
24.20
25.30
26.40
27.50
12
24.00
25.20
26.40
27.60
28.80
30.00
13
26.00
27.30
28.60
29.90
31.20
32.50
14
28.00
29.40
30.80
32.20
33.60
35.00
15
30.00
31.50
33.00
34.50
36.00
37.50
16
32.00
33.60
35.20
36.80
38.40
40.00
17
34.00
35.70
37.40
39.10
40.80
42.50
18
36.00
37.80
39.60
41.40
43.20
45.00
19
38.00
39.90
41.80
43.70
45.60
47.50
20
40.00
42.00
44.00
46.00
48.00
50.00
21
42.00
44.10
46.20
48.30
50.40
52.50
22
44.00
46.20
48.40
50.60
52.80
55.00
23
46.00
48.30
50.60
52.90
55.20
57.50
24
48.00
50.40
52.80
55.20
57.60
60.00
25
50.00
52.50
55.00
57.50
60.00
62.50
26
52.00
54.60
57.20
59.80
62.40
65.00
27
54.00
56.70
59.40
62.10
64.80
67.50
28
56.00
58.80
61.60
64.40
67.20
70.00
29
58.00
60.90
63.80
66.70
69.60
72.50
30
60.00
63.00
66.00
69.00
72.00
75.00
31
62.00
65.10
68.20
71.30
74.40
77.50
32
64.00
67.20
70.40
73.60
76.80
80.00
33
66.00
69.30
72.60
75.90
79.20
82.50
34
-
71.40
74.80
78.20
81.60
85.00
35
-
-
77.70
80.50
84.00
87.50
36
-
-
-
82.80
86.40
90.00
37
-
-
-
-
88.80
92.50
38
-
-
-
-
-
95.00
888 CalPERS for 888-225-7377) www.calpers.ca.gov 23
BENEFIT FACTORS
The chart below shows how the benefit factor increases for each quarter year of
age from 50 to 55.
50
2.0
2. 10
51
2.140
2.175
2.210
2.245
52
2.280
2.315
2.350
2.385
53
2.420
2.455
2.490
2.525
54
2.560
2.595
2.630
2.665
55+
2.700
-
-
-
CalPERS Member Booklet I Local Miscellaneous
0
PERCENTAGE OF FINAL COMPENSATION
9
p~,.~ r„r
27255
2
Age
Years of Scrviie
t
Percentage of Final Compensation
5
10.00
10.70
11.40
12.10
12.80
13.50
6
12.00
12.84
13.68
14.52
15.36
16.20
7
14.00
14.98
15.96
16.94
17.92
18.90
8
16.00
17.12
18.24
19.36
20.48
21.60
9
18.00
19.26
20.52
21.78
23.04
24.30
10
20.00
21.40
22.80
24.20
25.60
27.00
11
22.00
23.54
25.08
26.62
28.16
29.70
12
24.00
25.68
27.36
29.04
30.72
32.40
13
26.00
27.82
29.64
31.46
33.28
35.10
14
28.00
29.96
31.92
33.88
35.84
37.80
15
30.00
32.10
34.20
36.30
38.40
40.50
16
32.00
34.24
36.48
38.72
40.96
43.20
17
34.00
36.38
38.76
41.14
43.52
45.90
18
36.00
38.52
41.04
43.56
46.08
48.60
19
38.00
40.66
43.32
45.98
48.64
51.30
20
40.00
42.80
45.60
48.40
51.20
54.00
21
42.00
44.94
47.88
50.82
53.76
56.70
22
44.00
47.08
50.16
53.24
56.32
59.40
23
46.00
49.22
52.44
55.66
58.88
62.10
24
48.00
51.36
54.72
58.08
61.44
64.80
25
50.00
53.50
57.00
60.50
64.00
67.50
26
52.00
55.64
59.28
62.92
66.56
70.20
27
54.00
57.78
61.56
65.34
69.12
72.90
28
56.00
59.92
63.84
67.76
71.68
75.60
29
58.00
62.06
66.12
70.18
74.24
78.30
30
60.00
64.20
68.40
72.60
76.80
81.00
31
62.00
66.34
70.68
75.02
79.36
83.70
32
64.00
68.48
72.96
77.44
81.92
86.40
33
66.00
70.62
75.24
79.86
84.48
89.10
34
-
72.76
77.52
82.28
87.04
91.80
35
-
-
79.80
84.70
89.60
94.50
36
-
-
-
87.12
92.16
97.20
37
-
-
-
-
94.72
99.90
38
-
-
-
-
-
102.60
888 CalPERS for 888-225-7377) 1 www.calpers.ca.gov 25
BENEFIT FACTORS
The chart below shows how the benefit factor increases for each quarter year of
age from 50 to 60.
. ~
7U
~.Ii1H1
~
_'.o
.OS()
Emp
_'.o 7
51
2.100
2.125
2.150
2.175
52
2.200
2.225
2.250
2.275
53
2.300
2.325
2.350
2.375
54
2.400
2.425
2.450
2.475
55
2.500
2.525
2.550
2.575
56
2.600
2.625
2.650
2.675
57
2.700
2.725
2.750
2.775
58
2.800
2.825
2.850
2.875
59
2.900
2.925
2.950
2.975
60 or older
3.000
-
-
-
CalPERS Member Booklet ( Local Miscellaneous
PERCENTAGE OF FINAL COMPENSATION
3~c~rre~rt
@GD
Age
Benefit Fact
.or
Years o(Sernice
1
ri r r i r r ,r i ~ ~s
' Percenwge ui Final (;un~pens;uiun
5
10.00
10.50
11.00
11.50
12.00
12.5()
13.00
13.50
14.00
14.50
15.00
6
12.00
12.60
13.20
13.80
14.40
15.00
15.60
16.20
16.80
17.40
18.00
7
14.00
14.70
15.40
16.10
16.80
17.50
18.20
18.90
19.60
20.30
21.00
8
16.00
16.80
17.60
18.40
19.20
20.00
20.80
21.60
22.40
23.20
24.00
9
18.00
18.90
19.80
20.70
21.60
22.50
23.40
24.30
25.20
26.10
27.00
10
20.00
21.00
22.00
23.00
24.00
25.00
26.00
27.00
28.00
29.00
30.00
11
22.00
23.10
24.20
25.30
26.40
27.50
28.60
29.70
30.80
31.90
33.00
12
24.00
25.20
26.40
27.60
28.80
30.00
31.20
32.40
33.60
34.80
36.00
13
26.00
27.30
28.60
29.90
31.20
32.50
33.80
35.10
36.40
37.70
39.00
14
28.00
29.40
30.80
32.20
33.60
35.00
36.40
37.80
39.20
40.60
42.00
15
30.00
31.50
33.00
34.50
36.00
37.50
39.00
40.50
42.00
43.50
45.00
16
32.00
33.60
35.20
36.80
38.40
40.00
41.60
43.20
44.80
46.40
48.00
17
34.00
35.70
37.40
39.10
40.80
42.50
44.20
45.90
47.60
49.30
51.00
18
36.00
37.80
39.60
41.40
43.20
45.00
46.80
48.60
50.40
52.20
54.00
19
38.00
39.90
41.80
43.70
45.60
47.50
49.40
51.30
53.20
55.10
57.00
20
40.00
42.00
44.00
46.00
48.00
50.00
52.00
54.00
56.00
58.00
60.00
21
42.00
44.10
46.20
48.30
50.40
52.50
54.60
56.70
58.80
60.90
63.00
22
44.00
46.20
48.40
50.60
52.80
55.00
57.20
59.40
61.60
63.80
66.00
23
46.00
48.30
50.60
52.90
55.20
57.50
59.80
62.10
64.40
66.70
69.00
24
48.00
50.40
52.80
55.20
57.60
60.00
62.40
64.80
67.20
69.60
72.00
25
50.00
52.50
55.00
57.50
60.00
62.50
65.00
67.50
70.00
72.50
75.00
26
52.00
54.60
57.20
59.80
62.40
65.00
67.60
70.20
72.80
75.40
78.00
27
54.00
56.70
59.40
62.10
64.80
67.50
70.20
72.90
75.60
78.30
81.00
28
56.00
58.80
61.60
64.40
67.20
70.00
72.80
75.60
78.40
81.20
84.00
29
58.00
60.90
63.80
66.70
69.60
72.50
75.40
78.30
81.20
84.10
87.00
30
60.00
63.00
66.00
69.00
72.00
75.00
78.00
81.00
84.00
87.00
90.00
31
62.00
65.10
68.20
71.30
74.40
77.50
80.60
83.70
86.80
89.90
93.00
32
64.00
67.20
70.40
73.60
76.80
80.00
83.20
86.40
89.60
92.80
96.00
33
66.00
69.30
72.60
75.90
79.20
82.50
85.80
89.10
92.40
95.70
99.00
34
-
71.40
74.80
78.20
81.60
85.00
88.40
91.80
95.20
98.60
102.00
35
-
-
77.00
80.50
84.00
87.50
91.00
94.50
98.00
101.50
105.00
36
-
-
-
82.80
86.40
90.00
93.60
97.20
100.80
104.40
108.00
37
-
-
-
-
88.80
92.50
96.20
99.90
103.60
107.30
111.00
38
-
-
-
-
-
95.00
98.80
102.60
106.40
110.20
114.00
39
-
-
-
-
-
-
101.40
105.30
109.20
113.10
117.00
40
-
-
-
-
-
-
-
108.00
112.00
116.00
120.00
888 CalPERS for 888-225-7377) 1 www.calpers.ca.gov 27
• •
THE CITY OF ROSEMEAD
PUBLIC AGENCY RETIREMENT SYSTEM (PARS)
RETIREMENT ENHANCEMENT PLAN
EFFECTIVE JULY 1, 2000
DEFINED BENEFIT PLAN
F U-ANCE)PARS REPUGENCIES%R- mnd\[k(ncd Moil Plan D-.. -t (Wmion+) 6- -1-
•
TABLE OF CONTENTS
Page
INTRODUCTION 3
ARTICLE I - PARTICIPATION
1.1 Eligibility for Benefits 4
1.2 Commencement of Benefits 5
ARTICLE II - BENEFITS
2.1
Retirement Benefits
6
2.2
Survivor Continuance Benefit
7
2.3
Pre-Retirement Death Benefits
7
2.4
Designation of Beneficiary
7
ARTICLE III - VESTING
3.1
Vesting
9
3.2
Full or Partial Termination
9
3.3
Attainment of Normal Retirement Age
9
3.4
Affect of Vesting
9
ARTICLE IV - DISTRIBUTIONS
4.1
Normal Form of Benefit
10
4.2
Optional Forms of Benefit
10
4.3
Cash Out of Small Benefits
11
4.4
Actuarial Equivalence
11
4.5
Direct Rollovers
I 1
ARTICLE V - ADMINISTRATION AND AMENDMENT OF PLAN
5.1 Member's Rights not Subject to Execution 13
5.2 Rules and Regulations 13
5.3 Military Service 13
ARTICLE VII - DEFINITIONS
6.1 Definitions....
APPENDIX A - ANNUAL ADDITIONAL LIMITS
i
14
I ILAHrE\PARS REAAGEWIEMouwJ\Dd,n4bo rw PW.D~ IVa 4)da -2-
•
INTRODUCTION
•
The City of Rosemead ("Employer") has adopted this tax-qualified governmental defined
benefit plan for the benefit of its eligible employees to provide supplemental retirement benefits
to eligible employees of the Employer in addition to the benefits employees will receive from the
Public Employees' Retirement System ("PERS"). It is intended that this plan and the trust
established to hold the assets of the plan shall be qualified under section 401(a) and tax-exempt
under Section 501 (a) of the Internal Revenue Code of 1986, together with any amendments
thereto ("Code"). It is further intended that this plan and the trust established hereunder shall
meet the requirements of a pension trust under California Government Code ("Act")
sections 53215 - 53224, or their successor sections (the "Act"). This document, together with
Appendix A - Annual Additional Limits, constitutes the City of Rosemead Public Agency
Retirement System Retirement Enhancement Plan.
•
ARTICLE I
PARTICIPATION
1.1 Eligibility for Benefits.
0
a) An Employee shall be eligible to receive Retirement Benefits described under
Section 2.1 Tier l if he/she:
(1) is a full-time Miscellaneous Employee of the Employer or a contract city
attorney on or after July 1, 2000;
(2) is at least fifty-five (55) years of age;
(3) has completed twenty (20) or more years of full-time continuous employment
with the Employer as of the last day of employment with the Employer or has
been retained continuously as City Attorney for at least twenty (20) years
immediately prior to termination of duties;
(4) has terminated employment with the Employer;
(5) has applied for benefits under this Plan; and
(6) has retired under PERS.
b) An Employee shall be eligible to receive Retirement Benefits described under
Section 2.1 Tier II if he/she:
(1) is a full-time Miscellaneous Employee of the Employer or a contract city
attorney on or after July 1, 2000;
(2) is at least sixty (60) years of age;
(3) has completed at least ten (10) but not more than twenty (20) years of full-
time continuous employment with the Employer as of the last day of
employment with the Employer or has been retained continuously as City
f%I ANC'LV^RS PEPWGENCiESNP.x-.$06,,d 9-r,'Pbn[bcifV-van )d -4-
i
•
Attorney for at least ten (10) but not more than twenty (20) years immediately
prior to termination of duties;
(4) has terminated employment with the Employer;
(5) has applied for benefits under this Plan; and
(6) has retired under PERS.
C) An Employee shall be eligible to receive Retirement Benefits described under
Section 2.1 'Tier III if he/she:
(1) is a City Council member of the Employer on or after July 1, 2000;
(2) is at least fifty-five (55) years of age;
(3) has completed twelve (12) or more years of service as a City Council member
with the Employer as of the last day of employment with the Employer;
(4) has terminated employment with the Employer;
(5) has applied for benefits under this Plan; and
(6) has retired under PERS.
1.2 Commencement of Benefits.
Benefits shall commence as of the first day of the month after an Employee meets the
eligibility requirements of section I.I.
U-AK-nPAAS KLPIAGENCIESUIme *$iDcf,n 8-rl Plae[wcvmw(V--1(.000 -5-
i
ARTICLE 11
BENEFITS
2.1 Retirement Benefits.
•
Tier l : The benefit shall be paid in the Normal Form of Benefit and shall be equal to an
amount equal to one-twelfth of the difference between (1) and (2) described below:
(1) The number of full and partial years of full-time continuous employment with
the Employer and the number of full and partial years retained as city attorney completed as of
the Member's retirement (treating each month in which the Member was at any time employed
on a full-time basis as one-twelfth of a year), times the Member's Final Pay, times three percent
(3%).
(2) The number of full and partial years of full-time continuous employment with
the Employer and the number of full and partial years retained as city attorney completed as of
the Member's retirement (treating each month in which the Member was at any time employed
on a full-time basis as one-twelfth of a year), times the Member's Final Pay, times the PERS
Benefit Factor.
Tier 11: The benefit shall be paid in the Normal Form of Benefit and shall be equal to an
amount equal to one-twelfth of the difference between (1) and (2) described below:
(1) The number of full and partial years of full-time continuous employment with
the Employer and the number of full and partial years retained as city attorney completed as of
the Member's retirement (treating each month in which the Member was at any time employed
on a full-time basis as one-twelfth of a year), times the Member's Final Pay, times two-and-one
half percent (2.50%).
F'%AFKEWARS RE►AGEWIr'R.-.-. &Ddnd Bade Plan r~ (yawn a l E -6-
i r
(2) The number of full and partial years of full-time continuous employment with
the Employer and the number of full and partial years retained as city attorney completed as of
the Member's retirement (treating each month in which the Member was at any time employed
on a full-time basis as one-twelfth of a year), times the Member's Final Pay, times the PERS
Benefit Factor.
Tier III: The benefit shall be paid in the Normal Form of Benefit and shall be equal to
an amount equal to one-twelfth of the difference between (1) and (2) described below:
(1) The number of full and partial years of employment as a City Council member
with the Employer completed as of the Member's retirement (treating each month in which the
Member was at any time employed on a full-time basis as one-twelfth of a year), times the
Member's Final Pay, times three percent (3%).
(2) The number of full and partial years of full-time continuous employment with
the Employer completed as of the Member's retirement (treating each month in which the
Member was at any time employed on a full-time basis as one-twelfth of a year), times the
Member's Final Pay, times the PERS Benefit Factor.
2.2 Survivor Continuance Benefit.
No Survivor Continuance Benefit shall be provided unless the Member elects to have the
benefit paid in an Optional Form of Benefit.
2.3 Pre-Retirement Death Benefits.
No Pre-Retirement Death Benefits shall be provided.
2.4 Designation of Beneficiary.
Each Member shall have the right to designate a Beneficiary to receive the death benefits,
if any, that are payable to a Beneficiary from this Plan. Such designation does not permit the
F11JI»CEVAPS IlEMC.ENEIES1MnrnoElDefaeAeeufw Mr M-+ 4V- 4)6- -7-
0 0
Member to change a person identified under another provision of the Plan as being eligible to
receive a benefit. Such designation must be evidenced by a written instrument filed with the
Employer, on a form prescribed by the Employer, and signed by the Member.
The Beneficiary for a married Member shall be the Member's spouse at the date of death, unless
the written consent of such spouse is provided upon a form acceptable to the Employer. Each
such designation for death benefits must be evidenced by a written instrument filed with the
Employer, on a form prescribed by the Employer, and signed by the Member. If no such
designation is on file with the Employer at the time of the death of the Member, or if for any
reason at the sole discretion of the Employer, such designation is defective, then the spouse of
such Member shall be conclusively deemed to be the Beneficiary designated to receive such
benefit.
The signature of the Member's spouse shall be required on a designation of beneficiary form or
an application for a benefit under the Plan if the spouse is not the beneficiary, unless the Member
declares in writing that one of the following conditions exists:
(1) The Member is not married;
(2) The Member does not know, and has taken all reasonable steps to determine,
the whereabouts of the spouse;
(3) The spouse is incapable of executing the acknowledgment because of an
incapacitating mental or physical condition;
(4) The Member and spouse have executed a marriage settlement agreement that
makes the community property laws inapplicable to the marriage; or
(5) The current spouse has no identifiable community proprietary interest in the
benefits.
FLLLANCSPARS REPIAGENCIES\P--oRAd.WBadd M..D~iVwm4)O.c 'O'
i
ARTICLE III
VESTING
3.1 Vesting.
•
A Member will be fully vested in his Retirement Benefit upon meeting the requirements
of Section l .l .
3.2 Full or Partial Termination.
Notwithstanding the vesting schedule, upon the complete discontinuance of Employer
contributions to the Plan or upon any full or partial termination of the Plan, the Member's
Retirement Benefit shall become one hundred percent (100%) Vested_
3.3 Attainment of Normal Retirement Age.
A Member shall be fully vested in his Retirement Benefit upon attaitunent of Normal
Retirement Age and fulfilling all requirements established in Section 1.1.
3.4 Affect of Vesting.
Vesting shall entitle a Member to payment during his lifetime of the Retirement Benefit
at the times and upon the conditions specified herein, and shall entitle the Member's survivor or
Beneficiary to any death benefits provided herein. Any unpaid Retirement Benefits are forfeited
upon the Member's death.
1LANCEVAR$ REPAGENCIES1Rme -dTXf-udB-flPh-D--1IVuv 4)6o -9-
0
ARTICLE IV
DISTRIBUTIONS
4.1 Normal Form of Benefit.
•
Unless the member elects an optional form of benefit under Section 4.2, payments to a
Member of a Retirement Benefit shall be made in the form of monthly payments commencing
with the first day of the month following the Member's retirement on or after Normal Retirement
Age and ending on the first day of the month in which the Member's death occurs, in the amount
specified in Section 2.1. The Retirement Benefit shall be subject to an annual 2% compounding
cost-of-living adjustment effective on the anniversary date of commencement of the Retirement
Benefit. This form of payment shall be the "Normal Form of Benefit."
4.2 Optional Forms of Benefit.
In lieu of the Normal Form of Benefit, a Member may elect a form of benefit payment of
Actuarial Equivalent value to the Normal Form of Benefit in one of the following forms:
a) Survivor Continuance. Under this form of payment:
(1) The Member receives a reduced monthly benefit, and if the Member
predeceases the Beneficiary, the Beneficiary will receive a monthly payment for the life
of the Beneficiary equal to 100% of such reduced monthly benefit.
(2) if the beneficiary predeceases the Member, the Member's reduced monthly
payment will not increase.
(3) The Member's designation of a Beneficiary shall become irrevocable upon the
Member's retirement if electing this form of payment.
1.V-ANCEIPARS REPIAGENCIES1Re otdWInd b-64 Pb- l~- (V-') du _10-
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4.3 Cash Out of Small Benefits.
If the Actuarial Equivalent of a Member's Normal Retirement Benefit is less than $5,000
at the time of termination of employment, such benefit shall be paid as a single cash lump sum in
lieu of any other benefits hereunder.
4.4 Actuarial Equivalence.
For the purpose of establishing Actuarial Equivalence between the Normal and an
Optional Form of Benefit, the mortality assumption shall be the 1983 Group Annual Mortality
Table with 6% interest per annum and 6% load and the interest assumption shall be 6% per
a►u1um.
4.5 Direct Rollovers.
This section applies to all distributions made on or after January 1, 1993.
Notwithstanding any provision of the Plan to the contrary that would otherwise limit a
distributee's election under this plan, a distributee may elect, at the time and in the manner
prescribed by the Plan Administrator, to have any portion of an eligible rollover distribution paid
directly to an eligible retirement plan specified by the distributee in a direct rollover.
Definitions
(1) Eligible rollover distribution
An eligible rollover distribution is any distribution of all or any portion of the balance to
the credit of the distributee, except that an eligible rollover distribution does not include: any
distribution that is one of a series of substantially equal periodic payments (not less frequently
than annually) made for the life (or life expectancy) of the distributee or the joint lives (or joint
life expectancies) of the distributee and the distributee's designated beneficiary, or for a specified
period of ten years or more; any distribution to the extent such distribution is required under
r'LLANcEvARCREPAGENciES%R,a mf%mr,,w B-fk Ra. D- (vffOm4)x '11'
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Section 410(a)(9) of the Internal Revenue Code, any hardship distribution, and the portion of any
distribution that is not includible in gross income (determined without regard to the exclusion for
net unrealized appreciation with respect to employer securities).
(2) Eligible retirement plan
An eligible retirement plan is an individual retirement account described in
Section 408(a) of the Code, an individual retirement annuity described in Section 408 (b) of the
Code, or a qualified trust described in Section 401(a) of the Code that accepts the distributee's
eligible rollover distribution. However, in the case of an eligible rollover distribution to the
surviving spouse, an eligible retirement plan is an individual retirement plan, individual
retirement account, or an individual retirement annuity.
A distributee includes an Employee or former Employee in addition, the Employee's or
former Employee's surviving spouse and the Employee's or former Employee's spouse or
former spouse who is the alternate payee under a qualified domestic relations order, as defined in
Section 414 (p) of the Code, are distributees with regard to the interest of the spouse or former
spouse.
(3) Direct Rollover
A direct rollover is a payment by the Plan to the eligible retirement plan specified by the
distributee.
F-LLtiN(tlPARS REPACENCiES1Ro.mwdlDtfned B-FN PA. D-ti (V". t)hoc -12-
u
ARTICLE V
0
ADMINISTRATION AND AMENDMENT OF PLAN
5.1 Member's Rights Not Subject To Execution.
The right of a Member to a benefit under this Plan is not assignable and is not subject to
execution or any other process whatsoever, except to the extent permitted by the Code of Civil
Procedure and the Family Code of the State of California. Any payment hereunder required
under the California Family Code to a person other than the Member must not alter the form or
amount of benefits hereunder, except that to the extent provided in a valid court order, an
Actuarial Equivalent payment may be made to the spouse or child of a beneficiary pursuant to a
qualified domestic relations order (as defined in Code Section 414(p) prior to the Member's
retirement.
5.2 Rules and Regulations.
The Employer has full discretionary authority to supervise and control the operation of
this Plan in accordance with its terms and may make rules and regulations for the administration
of this Plan that are not inconsistent with the terms and provisions hereof. The Employer shall
determine any questions arising in connection with the interpretation, application or
administration of the Plan (including any question of fact relating to age, employment,
compensation or eligibility of Employees) and its decisions or actions in respect thereof shall be
conclusive and binding upon any and all persons and parties.
5.3 Military Service.
Notwithstanding any provision of this Plan to the contrary, contributions, benefits, and
service credit with respect to qualified military service will be provided in accordance with
section 414(u) of the Code.
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ARTICLE VI
DEFINITIONS
6.1 Definitions.
Whenever the following terms are used in the Plan, with the first letter capitalized, they
shall have the meanings specified below.
"Act" means California Government Code.
"Anniversary Date" means July 1.
"Beneficiary" means any person or persons, other than the Employer or the Trustee,
designated by a Participant to receive any benefits, which may be due upon the Participant's
death. The Beneficiary of a married Participant shall be the Spouse of the Participant and may
not be changed unless Spousal Consent is obtained.
"Code" means the Internal Revenue Code of 1986, as amended from time to time.
"Compensation" means all compensation for that portion of the Plan Year during which
the Employee was a Member, paid in cash by the Employer to the Member for personal services.
Compensation in excess of $150,000 shall be disregarded. Such amount shall be adjusted for
increases in the cost of living in accordance with Code Section 401(a)(17), except that the dollar
increase in effect on January 1 of any calendar year shall be effective for the Plan Year
beginning with or within such calendar year. For any short Plan Year the Compensation limit
shall be an amount equal to the Compensation limit for the calendar year in which the Plan Year
begins multiplied by a ratio obtained by dividing the number of full months in the short Plan
Year by twelve (12).
"Effective Date" means July 1, 2000.
F U-ANCEWAa5 MEMGENOES AX U O UkFMW 8-161 Pl uocwno+IV-4)' -14-
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"Eligible Employee" is an employees who meets the requirements of one of the three
tiers as described in Section L I and is eligible to receive Retirement Benefits.
"Employee" means a full-tune miscellaneous employee of the Employer or the contract
city attorney of the Employer.
"Employer" means the City of Rosemead that has adopted this Plan.
"Final Pay" means the highest average annual compensation paid to an' Employee during
any twelve consecutive months of employment with the Employer.
"Member" means an Employee eligible to receive benefits under this Plan.
"Normal Form of Benefit" is the form of benefit described in Section 4.1.
"Normal Retirement Age" means fifty-five (55) years of age.
"Normal Retirement Date" means the first day of the month coincident with or next
following the date on which the Member attains Normal Retirement Age.
"PERS" means the California Public Employees' Retirement System.
"PERS Benefit Factor" means the age factor used by the PERS Local Miscellaneous 2%
at 55 plan, which is determined at the Member's age at retirement.
"Plan" means the City of Rosemead PARS Retirement Enhancement Plan.
"Plan Year" means the consecutive twelve-month period beginning on July 1 and ending
on June 30.
"Plan Administrator" means the individual or position designated by the Employer to
act on behalf of the Employer in matters relating to this Plan. If no designation is made, the
Employer shall be the Plan Administrator. If a Plan Administrator has been appointed the word
"Employer" as used in this Plan shall mean Plan Administrator unless the context indicates a
different meaning is intended.
i 1U~NCE~VwpS IIEMGENCIFSRo.awoR~Oeimd BmJn K- U- # Vadw .l dr. -15-
"Public Agency" means an employer authorized under California Government Code
Article 1.5, sections 53215 through 53224 to establish a pension trust.
"Retirement Benefits" means the benefits payable to the Member following retirement,
as described in Article 11.
"Regulations" means the regulations adopted or proposed by the Department of Treasury
from time to time pursuant to the Code.
"Trust" means the trust established as part of the Public Agency Retirement Trust to hold
the assets of the Plan.
"Trustee" means the trustee of the Trust.
"Vested" mcans the nonforfeitable portion of any account maintained on behalf of a
Member.
FLL.ANCEWA85 pEAAGENCIESAmeaioMf-48-011 Pin D--m IV-q Aoc -16
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APPENDIX A
ANNUAL ADDITIONAL LIMITS
A.1 Definitions.
As used in this Appendix A, the following terms shall have the meanings
specified below.
"Affiliated Company" means a company required to be aggregated with the
Employer for Purposes of Code Sections 414(b) and (c), provided, however, the determination
under Section 414 (b) and (c) of the Code shall be made as if the phrase "more than 50 percent"
were substituted for the phrase "at least 80 percent" each place it is incorporated into Section 414
(b) and (c) of the Code.
"Annual Benefit" means a benefit payable annually in the form of a straight life
annuity (with no ancillary benefits) under a plan to which Employees do not contribute and
under which no rollover contributions are made, or to which assets have been transferred from a
qualified plan that was not maintained by the Employer. If the benefit is payable in a form other
than a straight life annuity, such form must be adjusted actuarial to the equivalent of a straight
life annuity before applying the limitations of Section A.2(a). No actuarial adjustment is
required for the following: qualified joint and survivor annuity benefits, pre-retirement disability
benefits, preretirement death benefits, post-retirement medical benefits, and the value of post-
retirement cost-of-living increases made in accordance with the Code and "Treas. Reg.
Section 1.415-3(c)(2)(iii). Subject to Revenue Ruling 98-1, the adjusted benefit shall be equal to
the greater of (x) an adjustment based on 5% and the mortality table specified in Section
415(b)(2)(E) of the Code or (y) an adjustment based on the factors specified in the Plan to adjust
the applicable form of benefits.
F u.ANCEVPARS REMGENCIES\Jk s,-e>d\Defined B-fil Pl- Document (Version 4).doe A-]
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"Average 415 Compensation" means the average Section 415 Compensation
during a Member's high three years of service, which period is the actual number of consecutive
calendar years (or, the actual number of consecutive years of employment for those Employees
who are employed for less than three consecutive years with the Employer) during which the
Employee had the greatest aggregate Section 415 Compensation from the Employer.
"Defined Contribution Fraction" means for any Limitation Year: (a) the sum of
the annual additions to the Member's account under the defined contribution plans maintained by
the Employer as of the close of the Limitation Year, divided by: (b) the sum of the lesser of the
following amounts determined for the Limitation Year and for each prior year of his service for
the Employer: (1) the product of 1.25, multiplied by the dollar limitation determined tinder
Sections 415(b) and (d) of the Code in effect under Section 415(c)(1)(A) of the Code for the
Limitation Year (determined without regard to Section 415(c)(6) of the Code) , or (ii) the product
of 1.4, multiplied by an amount equal to 25% of the Member's Section 415 Compensation for the
Limitation Year.
Notwithstanding the foregoing, the numerator of the Defined Contribution Plan
Fraction shall be adjusted pursuant to Treas. Reg. Section 1.415-7(d)(1), Questions T-6 and T-7
of Internal Revenue Service Notice 83-10, and Questions Q-3 and-Q-14 of Internal Revenue
Service Notice 87-21.
"Defined Benefit Fraction" means for any Limitation Year:
The Projected Annual Benefit of the Member under this Plan and any Related
Plan determined as of the close of the Limitation Year, divided by the lesser of (a) the product
of 1.25, multiplied by the dollar limitation determined for the Limitation Year under
Sections 415(b) and (d) of the Code and in accordance with Section A.2(b) in effect under
F-%LANCEV'ARS REMGENCESVUne-e 60-fined Bmefa Plan Doeumeni (V-.W doe A-2
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Section 415(b)(1)(A) of the Code for the Limitation Year, or (b) the product of 1.4, multiplied by
100% of the Member's Average Section 415 Compensation, including any adjustments under
Section 415(b) of the Code.
If the Employee was a Member as of the first day of the first Limitation Year
beginning after December 31, 1986, in one or more defined benefit plans maintained by the
Employer which were in existence on May 6, 1986, the denominator of this fraction will not be
less than 125% of the sum of the Annual Benefits under such plans which the Member had
accrued as of the close of the last Limitation Year beginning before January 1, 1987,
disregarding any changes in the term and conditions of the Plan after May 5, 1986. The
preceding sentence applies only if the defined benefit plans individually and in the aggregate
satisfied the requirements of Section 415 of the Code for all Limitation Years beginning before
January 1, 1987.
"Employer" means the Employer and any Affiliated Company that adopts this
Plan.
"Limitation Year" means a twelve-consecutive month period ending on the
Anniversary Date. If the Limitation Year is amended to a different 12-consecutive month period,
the new Limitation Year must begin on a date within the Limitation Year in which the
amendment is made.
"Related Plan" means any other defined benefit plan (as defined in
Section 415(k) of the Code) maintained by the Employer.
"Section 415 Compensation" means a Member's earned income, wages, salaries,
fees for professional service and other amounts received (without regard to whether an amount is
paid in cash) for personal services actually rendered in the course of employment with an
F-"NCEIPARS REP,AGENC1EMosemcsdDefined he fir Plan Do rncnl (Version 4(.dn[ A-3
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Employer maintaining the Plan to the extent that the amounts are includable in gross income
(including, but not limited to, commissions paid salesmen, compensation for services on the
basis of a percentage of profits, commissions on insurance premiums, tips, bonuses, fringe
benefits, reimbursements, and expense allowances) and excluding the following: (a) Employer
contributions to a plan of deferred compensation to the extent contributions are not included in
gross income of the Employee for the taxable year in which contributed, or on behalf of an
Employee to a simplified employee pension plan to the extent such contributions are deductible
under Section 219(b)(2) of the Code, and any distributions from a plan of deferred compensation
whether or not includable in the gross income of the Employee when distributed; (b) amounts
realized from the exercise of a nonqualified stock option, or when restricted stock (or property)
held by an Employee becomes freely transferable or is no longer subject to a substantial risk of
forfeiture; (c) amounts realized from the sale, exchange or other disposition of stock acquired
under a qualified stock option; and (d) other amounts which receive special tax benefits, or
contributions made by the Employer (whether or not under a salary reduction agreement)
towards the purchase of a 403(b) annuity contract under Section 403(b) of the Code (whether or
not the contributions are excludable from the gross income of the Employee), contributions made
by the Employer for medical benefits (within the meaning of Section 401(h) or 419A(f)(2) of the
Code) which is otherwise treated as an annual addition, or any amount otherwise treated as an
annual addition under Section 415(1)(1) or 419A(d)(2) of the Code. Section 415 Compensation
for any Limitation Year is the Section 415 Compensation actually paid or includable in gross
income during such Limitation Year.
"Social Security Retirement Age" shall mean the age used as the retirement age
for the Member under Section 216(1) of the Social Security Act, except that such section shall be
F--.ILANCEVARS R Y%AGENCIES%Rm.-a")e(-ned Benefit Plan r).-.,M ( Version 4) &C A'4
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applied without regard to the age increase factor and as if the early retirement age under Section
216(1)(2) of such Act were 62.
"Year of Participation" means the Member shall be credited with a Year of
Participation (computed to fractional parts of a year) for each accrual computation period for
which the following conditions are met: (a) the Member is credited with at least the number of
Hours of Service (or period of service if the elapsed time method is used) for benefit accrual
purposes, required under the terms of the Plan in order to accrue a benefit for the accrual
computation period, and (b) the Member is included as a Member under the eligibility provisions
of the Plan for at least one day of the accrual computation period. If these two conditions are
met, the portion of a Year of Participation credited to the Member shall equal the amount of
benefit accrual service credited to the Member for such accrual computation period. A Member
who is permanently and totally disabled within the meaning of Section 415(c)(3)(C)(i) of the
Code for an accrual computation period shall receive a Year of Participation with respect to that
period. In addition, for a Member to receive a Year of Participation (or part thereof) for an
accrual computation period, the Plan must be established no later than the last day of such
accrual computation period. In no event will more than one Year of Participation be credited for
any 12-month period.
A.2 Limitation on Benefits.
Notwithstanding any other provision of the Plan:
(a) the Annual Benefit payable with respect to a Member under the Plan for
any Limitation Year shall not exceed an amount equal to the lesser of. (i) $90,000, (or, such
other dollar limitation determined for the Limitation Year by automatically adjusting the $90,000
limitation by the cost of living adjustment factor prescribed by the Secretary of the Treasury
F 1LANCEIPARS KEPIAGENCIESWo---d%Ocfincd B-fit Pt.. DM-cm (Vasim 4) doc A'5
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under Section 415(d) of the Code in such manner as the Secretary shall prescribe); or (ii) only for
Limitation Years commencing on or before December 31, 1994, 100% of the Member's Average
Section 415 Compensation. The new dollar limitation shall apply to Limitation Years ending
within the calendar year of the date of the adjustment.
(b) If the Member has less than ten Years of Participation with the Employer,
the dollar limitation in Section A2(a) shall be reduced by multiplying it by a fraction, the
numerator of which is the Member's full and partial Years of Participation, and the denominator
of which is ten. To the extent provided in regulations or in other guidance issued by the Internal
Revenue Service, the preceding sentence shall be applied separately with respect to each change
in the benefit structure of the Plan. If the Member has less than ten years of service with the
Employer, the compensation limitation in Section A.2(a) shall be reduced by it by a fraction, the
numerator of which is the Member's full and partial years of service. For Limitation Years
commencing after December 31, 1994, the reductions provided in tlvs paragraph do not apply to
payments made to the Member if his payments commence after he has become disabled (within
the meaning of Code Section 415(b)(2)(1)), and do not apply to payments made on account of the
Member's death.
(c) If the Annual Benefit of a Member commences prior to age 62, the dollar
limitation in Section A.2(a) shall not apply and the dollar limitation shall be the actuarial
equivalent of an Annual Benefit beginning at age 62, reduced for each month by which benefits
commence before the month in which the Member attains age 62. To determine actuarial
equivalence, subject to Revenue Ruling 98-1, the adjustment is the greater of (x) an adjustment
based on 5% and the mortality table specified in Section 415(b)(2)(E) of the Code or (y) the
early retirement factors specified in the Plan that are applicable to the Member's benefit. Any
F 1LANCEWAR$ kFMr ENCIESNRoicmadOcrmcd Bcmrn Pim Uo m? (Vcm o 4) doc A-6
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decrease in the dollar limit determined in accordance with this Section A-2(c) shall not reflect
the mortality decrement to the extent that benefits will not be forfeited upon the death of the
Member. The reduction provided in this Subsection A.2(c) shall not reduce the limitation of
Subsection A.2(a) below (x) $75,000 if benefits begin after age 55, or (y) if the benefit begins
before age 55, the equivalent of the $75,000 limit at age 55. Furthermore, the reduction in this
Subsection A.2(c) shall not apply for a Member who is a "qualified participant," as defined in
Code Section 415(b)(2)(H).
(d) If the Annual Benefit of a Member commences after age 65, the dollar
limitation in Section A.2(a) as reduced in Section A.2(b), if necessary, shall be increased so that
it is the actuarial equivalent of an Annual Benefit of such dollar limitation beginning at age 65.
To determine actuarial equivalence, subject to Revenue Ruling 98-1, the adjustment is the lesser
of (x) an adjustment based on 5% and the mortality table specified in Section 415(b)(2)(E) of the
Code or (y) the late retirement factors specified in the Plan that are applicable to the Member's
benefit. Any increase in the dollar limit determined in accordance with this Section A-2(d) shall
not reflect the mortality decrement to the extent that benefits will not be forfeited upon the death
of the Member.
(e) If the benefit the Member would otherwise accrue in a Limitation Year
would produce an Annual Benefit in excess of the limitation under Section A.2(a), the rate of
accrual will be reduced so that the Annual Benefit will equal the limitation under Section A.2(a).
(f) The limitation in Section A.2(a) is deemed satisfied if the Annual Benefit
payable to a Member is not more than $1,000 multiplied by the Member's number of years of
service or parts thereof (not to exceed ten) with the Employer, and the Employer has not at any
time maintained a defined contribution plan, a welfare benefit plan as defined in Section 419(e)
F u.ANCEIPARS REPMGENC[ESkRox.-d\De~-d 8n.fit Plan D~meni (Vmi- a) da A-7
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of the Code, or an individual medical account as defined in Section 415(1)(2) of the Code in
which such Member participated.
(g) If the Employer maintains, or has ever maintained, one or more defined
contribution plans covering an Employee who is also a Member in this Plan, a welfare benefit
fund as defined in Section 419(e) of the Code, or an individual medical account as defined in
Section 415(1)(2) of the Code, the sum of the Defined Contribution Plan Fraction and the
Defined Benefit Plan Fraction, cannot exceed 1.0 for any Limitation Year commencing before
January 1, 2000.
For the purpose of this Section A.2(h), Employee contributions to a qualified
defined benefit plan are treated as a separate defined contribution plan. In addition, all defined
contribution plans of the Employer are to be treated as one defined contribution plan and all
defined benefit plans of the Employer are to be treated as one defined benefit plan, whether or
not such plans have been terminated.
If the sum of the Defined Contribution Plan Fraction and the Defined Benefit Plan
Fraction exceeds 1.0, the sum of the fractions will be reduced to 1.0 as follows: (i) voluntary
nondeductible Employee contributions made by a Member to this Plan which constitute an
Annual Addition to a defined contribution plan, to the extent they would reduce the sum of the
fractions to 1.0, will be returned to the Member; (ii) if additional reductions are required for the
sum of the fractions to equal 1.0, voluntary nondeductible Employee contributions made by a
Member to the defined contribution plans which constitute an Annual Addition to a defined
contribution plan, to the extent they would reduce the sum of the fractions to 1.0, will be returned
to the Member; (iii) if additional reductions are required for the sum of the fractions to equal 1.0,
the Annual Benefit of a Member under this Plan will be reduced (but not below zero and not
F ~LANCEV'ARS REMGFVCIES\R-,--dM36,ncd Bcncfil Pon D-.u (vcn~on 4) doc A-8
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below the amount of the Member's Accrued Benefit to date) to the extent necessary to prevent
the sum of the fractions, computed as of the close of the Limitation Year from exceeding 1.0;
and (iv) if additional reductions are required for the sum of the fractions to equal 1.0, the
reductions will then be made to the Annual Additions of the defined contribution plans.
If the Employer maintains one or more defined benefit plans, in addition to this
Plan, covering an Employee who is also a Member in this Plan, the sum of the Annual Benefits
of all the plans will be treated as a single benefit for the purposes of applying the limitations of
Section A.2(a). If these benefits exceed, in the aggregate, the limitations of Section A.2(a), the
Normal Retirement Benefits under this Plan will be reduced (but not below zero) until the sum of
the benefits of the Related Plan(s) satisfy the limitations. In the case of an individual who was a
Member in one or more defined benefit plans of the Employer as of the first day of the first
Limitation Year beginning after December 31, 1986, the application of the limitations of this
Section A.2 shall not cause the Limitation under Section A.2(a) for such individual under all
such defined benefit plans to be less than the individual's Current Accrued Benefit. The
preceding sentence applies only if such defined benefit plans met the requirements of
Section 415 of the Code, for all Limitation Years beginning before May 6, 1986. For purposes
of this Section A.2(k), an individual's Current Accrued Benefit means a Member's Accrued
Benefit under the Plan, determined as if the Member had separated from service as of the close
of the last Limitation Year beginning before January 1, 1987, when expressed as an annual
benefit within the meaning of Section 415(b)(2) of the Code. In determining the amount of a
Member's Current Accrued Benefit, the following shall be disregarded: (1) any change in the
terms and conditions of the Plan after May 5, 1986; and (ii) any cost of living adjustments
occurring after May 5, 1986.
F-tl_ANCE%PARS FLEPVAGENClES%Rm m-d\Defl-~A denefii Plhn Documeni (Version 4) doc A-9
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ADOPTION OF THE CITY OF ROSEMEAD PARS
RETIREMENT ENHANCEMENT PLAN
The City of Rosemead PARS Retirement Enhancement Plan is hereby adopted effective
July 1, 2000.
Title:
Date: V-- /O - 0 0
F'%LANCENPARS IIEP%AGENCIESUtosemeadOcrined Bmef t Plan Uec-nt (Version 4) dm
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AMENDMENT TO THE CITY OF ROSEMEAD
PUBLIC AGENCY RE'T'IREMENT SYSTEM (PARS)
RETIREMENT ENHANCEMENT PLAN
WHEREAS, the City of Rosemead (the "Employer") has previously adopted the
City of Rosemead Public Agency Retirement System (PARS) Retirement Enhancement
Plan (the "Plan") for the benefit of eligible employees, and
WHEREAS, the Employer has reserved the right to amend the Plan from time to
time.
NOW THEREFORE, BE IT RESOLVED, that effective June 1, 2005, the Plan
is hereby amended to provide a pre-retirement death benefit as follows.
Article 11, Section 2.3, Pre-Retirement Death Benefits, is hereby amended in its
entirety as follows:
2.3 Pre-Retirement Death Benefits
Pre-retirement death benefits shall be provided for those actively employed
Employees of the Employer who die after attaining the minimum age requirement and
completing the required years of service with the Employer under Tier I, Tier II, or
Tier III of Section 1.1. The benefit shall be equal to the Member's Retirement Benefit
corresponding to the tier of eligibility, actuarially reduced as if the Member had
retired and elected a 100% joint-and-survivor option. The benefit will be paid over
the lifetime of the surviving spouse. There is no pre-retirement death benefit payable
if there is no surviving spouse.
0 0
AMENDMENT
TO
THE CITY OF ROSEMEAD
PARS RETIREMENT ENHANCEMENT PLAN
WHEREAS, City of Rosemead (the "Agency") has previously adopted the City
of Rosemead PARS Retirement Enhancement Plan (the "Plan"); and
WHEREAS, the Agency has the right to amend that Plan; and
WHEREAS, effective as of January 1, 2005, the State of California has enacted
the California Domestic Partners Rights and Responsibilities Act of 2003 (the "Act"); and
WHEREAS, certain provisions of the Plan are governed exclusively by Federal
Law; and
WHEREAS, Section 297.5(k) of the California Family Code indicates that the
Act does not amend or modify federal laws or the benefits, protections and responsibilities
provided by those laws; and
WHEREAS, the Agency deems it to be in the best interest of the Agency and the
Plan to amend the Plan to comply with the terms of the Act.
NOW, THEREFORE, BE IT RESOLVED, that Section 2.4 of the Plan is
hereby amended by adding the following paragraph at the end thereof to read as follows:
"Effective as of January 1, 2005, for purposes of this Section 2.4 only: (1) all
references to 'marriage' shall also include 'registered domestic partnerships,' (2) individuals in a
'registered domestic partnership' shall be considered 'married,' and (3) all references to a 'Spouse'
shall also include a registered domestic partner. A 'registered domestic partner' and a `registered
domestic partnership' refers to persons and partnerships satisfying the requirements of the
California Family Code and officially registered as of the date of death with the Secretary of
State as such in accordance with Section 298.5 of the California Family Code."
fN WITNESS WHEREOF, this Amendment is hereby adopted effective as of
January 1, 2005.
DATED: ~ t)
City of Rosemead
By:
Its:
NL31 049324.1
•
AMENDAIENT'1'O "rtw
•
CITY OF ROSEMEAD
PARS RETIREMENT ENHANCEMENT PLAN
The City of Rosemead PARS Retirement Enhancement Plan effective July 1, 2000 is
hereby amended as follows:
Effective January 1, 2002 (except as otherwise provided), the following
Appendix B is added to read as follows:
"APPENDIX B
GOOD FAITH EGTRRA COMPLIANCE
13.1. Adoption and Effective Date of Appendix B.
This Appendix B is adopted to reflect certain provisions of the Economic Growth and Tax Relief
Reconciliation Act of 2001 ("EGTRRA"). This Appendix B is intended as good faith
compliance with the requirements of EGTRRA and is to be construed in accordance with
EGTRRA and guidance issued thereunder. Except as otherwise provided, this Appendix B shall
be effective as of the first day of the first Plan Year beginning after December 31, 2001. This
Appendix B shall supersede the provisions of the Plan and Appendix A to the extent those
provisions are inconsistent with the provisions of this Appendix B.
B.2. NeN-,' Nortality 'fable.
Notwithstanding any other Plan provisions to the contrary, the applicable mortality table used for
purposes of adjusting any benefit or limitation under Section 415(b)(2)(B), (C), or (D) of the
Code is the table prescribed in Rev. Rul. 2001-62. Such table shall not be used for any other
purpose under the Plan. This Section B.2 shall apply to distributions with annuity starting dates
on or after December 31, 2002.
B.3. Increase in Compensation Limit.
The annual compensation of each Member taken into account in determining benefit accruals in
any Plan Year beginning after December 31, 2001 shall not exceed $200,000. Annual
compensation means compensation during the Plan Year or such other consecutive 12-month
period over which compensation is otherwise determined under the Plan (the determination
period). The $200,000 limit on annual compensation described in this Section B.3 shall be
adjusted for cost-of-living increases in accordance with Section 401 (a)(1 7)(B) of the Code. The
cost-of-living adjustment in effect for a calendar year applies to annual compensation for the
determination period that begins with or within such calendar year.
NB 1:574818,5
•
For purposes of determining benefit accruals in a Plan Year beginning after December 31, 2001,
the annual compensation limit described in this Section B_3 for determination periods beginning
before January 1, 2002 shall be $150,000 for any determination period beginning in 1996 or
earlier; $160,000 for any determination period beginning in 1997, 1998, or 1999; and $170,000
for any determination period beginning in 2000 or 2001.
Notwithstanding the foregoing, this Section B.3 shall not apply to any Member eligible for a
higher limit on annual compensation under the transition rule described in Section 1.401(a)(17)-
I (d)(4)(ii) of the Treasury Regulations.
B.4. Modification of Definition of Eligible Retirement Plan.
For purposes of the direct rollover provisions in the Plan, an eligible retirement plan shall also
mean an annuity contract described in Section 403(b) of the Code and an eligible plan under
Section 457(b) of the Code which is maintained by a state, political subdivision of a state, or any
agency or instrumentality of a state or political subdivision of a state and which agrees to
separately account for amounts transferred into such plan from this Plan. The definition of
eligible retirement plan shall also apply in the case of a distribution to a surviving spouse, or to a
spouse or former spouse who is the alternate payee under a qualified domestic relation order, as
defined in Section 414(p) of the Code. This Section B.4 shall apply to distributions made after
December 31, 2001.
B.5. Increase in Benefits Limit.
(a) This Section B.5 shall be effective for Limitation Years ending after December 31, 2001.
Notwithstanding the foregoing, this Section B.5 shall not apply to any Member eligible for
higher limit on benefits under the special rule described in Section 415(b)(10) of the Code.
(b) Benefit increases resulting from the increase in the limitations of Section 415(b) of the
Code shall be provided to all Employees participating in the Plan who have one hour of service
on or after the first day of the first Limitation Year ending after December 31, 2001.
(c) The Annual Benefit payable with respect to a Member under the Plan for any Limitation
Year shall not exceed the maximum permissible benefit.
(d) Definitions.
(i) Defined benefit dollar limitation. The "defined benefit dollar limitation" is
$160,000, as adjusted, effective January 1 of each year, tinder Section 415(d) of the Code in such
manner as the Secretary shall prescribe, and payable in the form of a straight life annuity. A
limitation as adjusted under Section 415(d) will apply to Limitation Years ending with or within
the calendar year for which the adjustment applies.
(ii) Maximum permissible benefit. The "maximum permissible benefit" is the
defined benefit dollar limitation (adjusted where required, as provided in (A) and, if applicable,
in (B) or (C) below).
N B I :574818.5 2
•
(A) If the Member has fewer than ten Years of Participation in the Plan, the defined
benefit dollar limitation shall be multiplied by a fraction, (i) the numerator of which is the
number of full and partial Years of Participation in the Plan and (ii) the denominator of which is
ten.
(B) If the Annual Benefit of a Member begins prior to age 62, the defined benefit
dollar limitation applicable to the Member at such earlier age is an Annual Benefit payable in the
form of a straight life annuity beginning at the earlier age that is the actuarial equivalent of the
defined benefit dollar limitation applicable to the Member at age 62 (adjusted under (A) above, if
required). The defined benefit dollar limitation applicable at an age prior to age 62 is determined
as the lesser of (1) the actuarial equivalent (at such age) of the defined benefit dollar limitation
computed using the interest rate and mortality table (or other tabular factor) specified in the plan
for early retirement calculations and (ii) the actuarial equivalent (at such age) of the defined
benefit dollar limitation computed using a five percent interest rate and the applicable mortality
table. Any decrease in the defined benefit dollar limitation determined in accordance with this
paragraph (B) shall not reflect a mortality decrement if benefits are not forfeited upon the death
of the Member. If any benefits are forfeited upon death, the full mortality decrement is taken
into account.
(C) If the benefit of a Member begins after the Member attains age 65, the defined
benefit dollar limitation applicable to the Member at the later age is the Annual Benefit payable
in the form of a straight life annuity beginning at the later age that is actuarially equivalent to the
defined benefit dollar limitation applicable to the Member at age 65 (adjusted under (A) above, if
required). The actuarial equivalent of the defined benefit dollar limitation applicable at an age
after age 65 is determined as (i) the lesser of the actuarial equivalent (at such age) of the defined
benefit dollar limitation computed using the interest rate and mortality table (or other tabular
factor) specified in the Plan for late retirement benefits, and (ii) the actuarial equivalent (at such
age) of the defined benefit dollar limitation computed using a five percent interest rate
assumption and the applicable mortality table. For these purposes, mortality between age 65 and
the age at which benefits continence shall be ignored."
NB 1:574818 5 3
•
2. Effective January 1, 2003, the following Appendix C is added to read as follows:
"APPENDIX C
MINIMUM DISTRIBUTION REQUIREMENTS
C.1. Adoption and Effective Date of Appendix C.
This Appendix C is adopted to reflect the final Treasury Regulations promulgated under
Section 401(a)(9) of the Code. Except as otherwise provided, this Appendix C shall apply for
purposes of determining required minimum distributions for calendar years beginning with the
2003 calendar year. This Appendix C shall supersede the provisions of the Plan and Appendix A
to the extent those provisions are inconsistent with the provisions of this Appendix C.
All distributions required under this Appendix C will be determined and made in accordance
with the Treasury Regulations promulgated under Section 401(a)(9) of the Code.
Notwithstanding the other provisions of this Appendix C, distributions may be made under a
designation made before January 1, 1984, in accordance with Section 242(b)(2) of the Tax
Equity and Fiscal Responsibility Act ("TEFRA") and the provisions of the Plan that relate to
Section 242(b)(2) of TEFRA.
C.2. Time and Manner of Distribution.
(a) Required Beginning Date. The Member's entire interest will be distributed, or begin to
be distributed, to the Member no later than the Member's Required Beginning Date.
(b) Death of Member Before Distributions Begin. If the Member dies before distributions
begin, the Member's entire interest will be distributed, or begin to be distributed, no later than as
follows:
(i) If the Member's surviving spouse is the Member's sole Designated Beneficiary,
then distributions to the surviving spouse will begin by December 31 of the calendar year
immediately following the calendar year in which the Member died, or by December 31 of the
calendar year in which the Member would have attained age 701/2, if later.
(i)) If the Member's surviving spouse is not the Member's sole Designated
Beneficiary, then distributions to the Designated Beneficiary will begin by December 31 of the
calendar year inunediately following the calendar year in which the Member died.
(iii) If there is no Designated Beneficiary as of September 30 of the year following the
year of the Member's death, the Member's entire interest will be distributed by December 31 of
the calendar year containing the fifth anniversary of the Member's death.
(iv) If the Member's surviving spouse is the Member's sole Designated Beneficiary
and the surviving spouse dies after the Member but before distributions to the surviving spouse
begin, this Section C.2(b), other than Section C.2(b)(1), will apply as if the surviving spouse were
the Member.
NBL57481R 5 4
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For purposes of this Section C.2(b) and Section C.5, distributions are considered to begin on the
Member's Required Beginning Date (or, if Section C.2(b)(iv) applies, the date distributions are
required to begin to the surviving spouse under Section C.2(b)(i)). If annuity payments
irrevocably commence to the Member before the Member's Required Beginning Date (or to the
Member's surviving spouse before the date distributions are required to begin to the surviving
spouse under Section C.2(b)(i)), the date distributions are considered to begin is the date
distributions actually commence.
(c) Form of Distribution. Unless the Member's interest is distributed in the form of an
annuity purchased from an insurance company or in a single sum on or before the Required
Beginning Date, as of the first Distribution Calendar Year distributions will be made in
accordance with Sections C.3, C.4 and C.5 of this Appendix C. If the Member's interest is
distributed in the form of an annuity purchased from an insurance company, distributions
thereunder will be made in accordance with the requirements of Section 401(a)(9) of the Code
and the Treasury Regulations. Any part of the Member's interest which is in the form of an
individual account described in Section 414(k) of the Code will be distributed in a manner
satisfying the requirements of Section 401(a)(9) of the Code and the Treasury Regulations that
apply to individual accounts.
C.3. Determination of Amount to be Distributed Each Year.
(a) General Annuity Requirements. If the Member's interest is paid in the form of annuity
distributions under the Plan, payments under the annuity will satisfy the following requirements:
(i) the annuity distributions will be paid in periodic payments made at intervals not
longer than one year;
(ii) the distribution period will be over a life (or lives) or over a period certain not
longer than the period described in Section CA or C.5;
(iii) once payments have begun over a period certain, the period certain will not be
changed even if the period certain is shorter than the maximum permitted;
(iv) payments will either be nonincreasing or increase only as follows:
(A) by an annual percentage increase that does not exceed the annual percentage
increase in a cost-of-living index that is based on prices of all items and issued by the Bureau of
Labor Statistics;
(B) to the extent of the reduction in the amount of the Member's payments to provide
for a survivor benefit upon death, but only if the beneficiary whose life was being used to
determine the distribution period described in Section CA dies or is no longer the Member's
Beneficiary pursuant to a qualified domestic relations order within the meaning of Section
414(p) ;
(C) to provide cash refunds of employee contributions upon the Member's death; or
(D) to pay increased benefits that result from a plan amendment.
NB1 574818.5
•
(b) Amount Required to be Distributed by Required Beginning Date. The amount that
must be distributed on or before the Member's Required Beginning Date (or, if the Member dies
before distributions begin, the date distributions are required to begin under Section C.2(b)(i) or
C.2(b)(11)) is the payment that is required for one payment interval. The second payment need
not be made until the end of the next payment interval even if that payment interval ends in the
next calendar year. Payment intervals are the periods for which payments are received, e.g., bi-
monthly, monthly, semi-annually, or annually. All of the Member's benefit accruals as of the
last day of the first Distribution Calendar Year will be included in the calculation of the amount
of the annuity payments for payment intervals ending on or after the Member's Required
Beginning Date.
(c) Additional Accruals After First Distribution Calendar Year. Any additional benefits
accruing to the Member in a calendar year after the first Distribution Calendar Year will be
distributed beginning with the first payment interval ending in the calendar year immediately
following the calendar year in which such amount accrues.
(d) Election to Allow Members or Beneficiaries to Elect 5-Year Rule. Members or
Beneficiaries may elect on an individual basis whether the 5-year rule or the life expectancy rule
in Sections C.2(b) and C_5 of this Appendix C applies to distributions after the death of a
Member who has a Designated Beneficiary. The election must be made no later than the earlier
of September 30 of the calendar year in which distribution would be required to begin under
Section C,2(b) of this Appendix C, or by September 30 of the calendar year which contains the
fifth anniversary of the Member's (or, if applicable, surviving spouse's) death. If neither the
Member nor Beneficiary makes an election under this paragraph, distributions will be made in
accordance with Sections C. 2(b) or C.5 of this Appendix C.
CA. Requirements For Annuity Distributions That Commence During Member's
Lifetime.
(a) Joint Life Annuities Where the Beneficiary Is Not the Member's Spouse. If the
Member's interest is being distributed in the form of a joint and survivor annuity for the joint
lives of the Member and a nonspouse Beneficiary, annuity payments to be made on or after the
Member's Required Beginning Date to the Designated Beneficiary after the Member's death
must riot at any time exceed the applicable percentage of the annuity payment for such period
that would have been payable to the Member using the table set forth in Q&A-2 of Section
1.401(a)(9)-6T of the Treasury Regulations. If the form of distribution combines a joint and
survivor annuity for the joint lives of the Member and a nonspouse Beneficiary and a period
certain annuity, the requirement in the preceding sentence will apply to annuity payments to be
made to the Designated Beneficiary after the expiration of the period certain.
(b) Period Certain Annuities. Unless the Member's spouse is the sole Designated
Beneficiary and the form of distribution is a period certain and no life annuity, the period certain
for an annuity distribution commencing during the Member's lifetime may not exceed the
applicable distribution period for the Member under the Uniform Lifetime Table set forth in
Section 1.401(a)(9)-9 of the Treasury Regulations for the calendar year that contains the annuity
starting date. If the annuity starting date precedes the year in which the Member reaches age 70,
the applicable distribution period for the Member is the distribution period for age 70 under the
N111:57018.5
Uniform Lifetime Table set forth in Section 1.401(a)(9)-9 of the Treasury Regulations plus the
excess of 70 over the age of the Member as of the Member's birthday in the year that contains
the annuity starting date. If the Member's spouse is the Member's sole Designated Beneficiary
and the form of distribution is a period certain and no life annuity, the period certain may not
exceed the longer of the Member's applicable distribution period, as determined under this
Section C.4(b), or the joint life and last survivor expectancy of the Member and the Member's
spouse as determined under the Joint and Last Survivor Table set forth in Section 1.401(a)(9)-9
of the Treasury Regulations, using the Member's and spouse's attained ages as of the Member's
and spouse's birthdays in the calendar year that contains the annuity starting date.
(c) Election to Allow Designated Beneficiary Receiving Distributions Under 5-Year
Rule to Elect Life Expectancy Distributions. A Designated Beneficiary who is receiving
payments under the 5-year rule may make a new election to receive payments under the life
expectancy rule until December 31, 2003, provided that all amounts that would have been
required to be distributed under the life expectancy rule for all Distribution Calendar Years
before 2004 are distributed by the earlier of December 31, 2003 or the end of the 5-year period.
C.5. Requirements For Minimum Distributions Where Member Dies Before Date
Distributions Begin.
(a) Member Survived by Designated Beneficiary. Except as otherwise provided, if the
Member dies before the date distribution of his or her interest begins and there is a Designated
Beneficiary, the Member's entire interest will be distributed, beginning no later than the time
described in Section C.2(b)(i) or C.2(b)(ii), over the life of the Designated Beneficiary or over a
period certain not exceeding:
(1) unless the annuity starting date is before the first Distribution Calendar Year, the
life expectancy of the Designated Beneficiary determined using the Beneficiary's age as of the
Beneficiary's birthday in the calendar year immediately following the calendar year of the
Member's death; or
(ii) if the annuity starting date is before the first Distribution Calendar Year, the life
expectancy of the Designated Beneficiary determined using the Beneficiary's age as of the
Beneficiary's birthday in the calendar year that contains the annuity starting date.
(b) No Designated Beneficiary. If the Member dies before the date distributions begin and
there is no Designated Beneficiary as of September 30 of the year following the year of the
Member's death, distribution of the Member's entire interest will be completed by December 31
of the calendar year containing the fifth anniversary of the Member's death.
(c) Death of Surviving Spouse Before Distributions to Surviving Spouse Begin. If the
Member dies before the date distribution of his or her interest begins, the Member's surviving
spouse is the Member's sole Designated Beneficiary, and the surviving spouse dies before
distributions to the surviving spouse begin, this Section C.5 will apply as if the surviving spouse
were the Member, except that the time by which distributions must begin will be determined
without regard to Section C.2(b)(i) .
NB 1:5748 ] 8.5 7
A
C.6. Definitions.
(a) Designated Beneficiary. The individual who is designated as the Beneficiary consistent
with the terms of the Plan and is the Designated Beneficiary under Section 401(a)(9) of the Code
and Section 1.401(a)(9)-1, Q&A-4, of the Treasury Regulations.
(b) Distribution Calendar Year. A calendar year for which a minimum distribution is
required. For distributions beginning before the Member's death, the first Distribution Calendar
Year is the calendar year immediately preceding the calendar year which contains the Member's
Required Beginning Date. For distributions bcgjnrvng after the Member's death, the first
Distribution Calendar Year is the calendar year in which distributions are required to begin under
Section C.2(b).
(c) Life Expectancy. Life expectancy as computed by use of the Single Life Table in
Section 1.401 (a)(9)-9 of the Treasury Regulations.
(d) Required Beginning Date. The April 1 of the calendar year following the later
of either the calendar year in which the employee attains age 70'/2 or the calendar year in
which the employee retires."
Executed thisA day of 2003.
City of Rosemead
By:
Nk31 574818 5
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•
•
CITY OF ROSEMEAD
EMPLOYEE HANDBOOK
(Version 1.0)
• i
City of Rosemead
Employee's Handbook
Table of Contents
1. INTRODUCTION
1.1 Welcome
1.2 Your City Government
1.3 Your Place on the Team
1.4 An Equal Opportunity Employer
1.5 Coverage of Employee Handbook
1.6 Employee Classifications
1-1
1-1
1-2
1-3
1-3
1-4
1-1
2. EMPLOYEE RESPONSIBILITIES & RIGHTS ........................................................................2-1
2.1 Overview
2-1
2.2 Responsibilities
...................2-1
2.2.1 Attendance/Operating Hours
2-1
2.2.2 Courtesy/Etiquette
...................2-l
2.2.3 Citizen Service Requests & Complaints
...................2-2
2.2.4 Safety
2-2
2.2.5 Accident Reporting
...................2-2
2.2.6 Use of City Vehicles & Equipment
2-2
2.2.7 Ethical Behavior
2-3
2.2.8 Receipt of Public Gifts
2-3
2.2.9 Tune Records
2-4
2.2.10 No Smoking Policy
...................2-4
2.2.11 Cellular Telephone Policy
2-4
2.2. l2 Conflict Of Interest
2-4
2.2.13 Workplace Violence
...................2-5
2.2.14 No Reasonable Expectation Of Privacy
2-7
2.2.15 Responsibility For Items Furnished To Employees
2-7
2.2.16 Electronic Communication And Internet Access Policy
2-8
2.3 Rights
.................2-14
2.3.1 Training Period
.................2-15
2.3.2 Employee Organization
2-15
2.3.3 No Solicitation Policy
.................2-16
• •
3. EMPLOYEE BENEFITS
3.1 Overview
3-1
3.2 Payroll Information
.........................3-1
3.2.1 Payroll Periods
.........................3-1
3.2.2 Overtime
.........................3-1
3.2.3 Compensatory Time Off
3-1
3.3 Benefit Programs
3-2
3.3.1 Health Insurance
3-2
3.3.2 Dental Insurance
.........................3-3
3.3.3 Life Insurance
.........................3-3
3.3.4 Vision Care
.........................3-3
3.3.5 Retirement Benefits
3-4
3.3.5.1 Public Employees Retirement System
3-4
3.3.5.2 Public Agency Retirement System
3-4
3.3.5.3 Deferred Compensation (ICMA Retirement Corp.)
.........................3-5
3.3.6 Sick Leave
3-5
3.3.7 Bereavement Leave
.........................3-6
3.3.8 Vacation Leave
3-6
3.3.9 Parental School Leave
.........................3-6
3.3.10 Holidays
.........................3-7
3.3.11 Short-Term Disability Plan
.........................3-8
3.3.12 Long-Term Disability Plan
3-8
3.3.13 Service Recognition Plan
3-9
3.3.14 Workers Compensation
.........................3-9
3.3.15 Military Leave
3-10
3.3.16 Jury Duty
3-10
3.3.17 COBRA Continuance Coverage
3-10
3.3.18 California Extended COBRA
3-12
3.3.19 Unemployment Insurance
.......................3-12
4. PERSONNEL ADMINISTRATION ............................................................................................4-1
4.1 Overview
4-1
4.2 City Recruitment Process
...4-1
4.2.1 Application Process
...4-1
4.2.2 Selection Process
...4-1
4.2.2.1 Examination Procedure
4-2
4.2.2.2 Eligibility List
...4-2
4.2.2.3 Accommodation for Disability ..............................................................4-2
4.2.3 Intake Process
...4-3
4.2.4 Verification Of Right To Work
4-3
4.2.5 Statements of Economic Interest 4-3
4.2.6 Personnel Files ............................................................................................4-4
4.2.6.1 Record Updates
4-4
4.2.7 Grievance Process
..4-4
4.2.7.1 Informal Process
4-5
• •
4.2.7.2 Formal Process
........................................................4-5
4.2.8 Disciplinary Action
........................................................4-5
4.2.8.1 Causes For Disciplinary Action
4-6
4.2.9 Layoffs And Recalls
........................................................4-8
5. STATE/FEDERAL LAWS & REGULATIONS
.........................................................................5-1
5.1 Overview
5-1
5.2 Americans With Disabilities Act
5-1
5.3 Drug-free Workplace
........................................................5-1
5.4 Family & Medical Leave
5-3
5.5 Pregnancy Leave
5-7
5.6 Personal Leave
5-8
5.7 Harassment
........................................................5-9
5.8 Sexual Harassment
......................................................5-12
5.9 Equal Employment Opportunity
......................................................5-12
ATTACHMENTS
Receipt for Employee Handbook
Authorized Deduction Form
Electronic Communications and Internet
Access Policy Acknowledgement
Loyalty Oath
Substance Abuse Policy Acknowledgement
New Employee Information Sheet
Attachment A
Attachment B
Attachment C
Attachment D
Attachment E
Attachment F
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1. Introduction
1.1 Welcome
Welcome to your new job with the City of Rosemead. You have
joined a team dedicated to providing efficient public services and
dedicated to being stewards of the public trust. You have joined an
outstanding team of City employees serving the citizens of
Rosemead through hard work, dedication, and special talents. This
handbook provides an overview of city government, employee
rights and responsibilities, and the benefits and career opportunities
that come with the job. If you have questions, ask your supervisor
for help finding the right person or department to get you more
detailed information. You also can learn about the benefits available
to you, training opportunities, and more by contacting the City
Manager's Office.
We hope you enjoy a long and rewarding career as a City of
Rosemead Employee.
1.2 Your City Government
The City of Rosemead was incorporated on August 4, 1959, and
operates as a general law city. The City is a council-manager form
of local government, which combines the strong political leadership
of an elected City Council, with the professional experience of an
appointed administrator. The City Council consists of five
councilmembers who are elected at large by the citizens for
overlapping four-year terms. Elections are held every two years in
March of odd-numbered years. Annually, the council selects one of
its members to serve as Mayor.
As the legislative body, the City Council is responsible for enacting
local legislation, establishing policy to protect the public health
safety and welfare of all residents, and adopting an annual budget.
The councilmembers also serve as members of the Rosemead
Community Development Commission and the Rosemead Housing
Development Corporation.
The City Manager is appointed by the City Council and serves at
the pleasure of the City Council. The manager is responsible for the
efficient direction of all departments so that the entire staff works
as one team in providing the best possible service for the city.
Introduction 1-1
• •
The annual cost of delivering municipal goods and services in
Rosemead is lower than in most cities, and considerably lower than
full service cities that provide their own police and fire services.
Rosemead is able to keep the cost for service down while
maintaining the high standards that residents demand because we
contract-out a considerable amount of city services.
The City has a population of 56,100 living in an area encompassing
5.5 square miles. Rosemead is located in the West San Gabriel
Valley, approximately ten miles east of the City of Los Angeles.
The City shares common boundaries with San Gabriel, Temple
City, El Monte, South El Monte, Montebello and Monterey Park.
Two major freeways, the San Bernardino (1-10) and the Pomona
(SR-60) intersect the City in an east/west direction and provide
convenient access to all areas of southern California.
1.3 Your Place on the Team
In order to assure that the taxpayer will receive the best and most
conscientious service, everyone's cooperation is required in
providing efficient operation of the many functions of our city. You
are now a member of the team and, as such, you and your job are
important. You and every city employee, regardless of salary or
title of position, are invaluable in achieving the goal of superior
service at the most economical cost.
When you have any contact with a constituent, remember that they
see you as a representative of the City of Rosemead. Your attitude,
behavior, and pertbrmance will help determine that individual's
opinion of the city. Your job is important. It deserves the best you
can give it.
1.4 An Equal Opportunity Employer
The City of Rosemead provides equal employment opportunities to
all employees and applicants for employment without regard to
race, color, religion, sex, national origin, age, medical condition,
marital status, sexual preference, disability, or status as a Vietnam-
era or special disabled veteran in accordance with applicable federal
laws. In addition, the City complies with applicable state and local
laws governing nondiscrimination in employment. This policy
applies to all terms and conditions of employment, including, but
Introduction 1-2
•
not limited to, hiring, placement, evaluation, promotion,
termination, layoff, transfer, leaves of absence, compensation, and
training.
The City expressly prohibits any form of unlawful employee
harassment based on race, color, religion, sex, national origin, age,
medical condition, marital status, sexual preference, disability, status as
a Vietnam-era or special disabled veteran, or status in any group
protected by state or local law. Improper interference with the ability of
the City's employees to perfonn their expected job duties is not
tolerated.
The City will continue to make Equal Opportunity a reality at all levels
of the work farce.
1.5 Coverage of Employee Handbook
These personnel policies apply to all employees of the City of
Rosemead.
These personnel policies may be revised, added to, and modified at
any time with prior notice and approval of the City Council due to
the operational needs of various components of the City of
Rosemead. Therefore, the City reserves the right to change its
policies and practices, including but not limited to those policies
and practices set forth in this Employee Handbook, from time to
time and at any time.
This Employee Handbook is intended to give you a broad summary
of things that you should know about the City of Rosemead. The
information in this handbook is general in nature and, therefore,
should more specific questions arise, a supervisor should be
consulted for complete details.
Introduction 1-3
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1.6 Employee Classifications
Employees at the City of Rosemead are classified into the following
categories:
A. REGULAR FULL-TIME EMPLOYEES: Designates full-
time employees who are regularly scheduled to work at least 40
hours per week. Regular full-time employees are eligible for the
following: all City benefits after completing one month of
employment; health, dental, vision, life, long term disability, and
retirement.
B. REGULAR PART-TIME EMPLOYEES: Designates
hourly employees scheduled to work less than 40 hours per week.
This classification receives no benefits other than those required by
law under the provisions of Social Security, Workers'
Compensation, and State Unemployment and retirement provisions.
Regular part-time employees who are scheduled to work 1000
hours or more annually are entitled to health coverage by the HMO
plan designated by the City and coverage under PERS, this
coverage is for employees only.
C. TEMPORARY/SEASONAL EMPLOYEES: Designates
hourly employees hired only for a specified period of time, usually a
specified task or project. A temporary employee will not
automatically change to another status merely by working in excess
of the time expected or designated; a change in status, if any, must
be recorded in writing, and approved by the City Manager.
Regardless of hours worked, this classification is not eligible to
receive any benefits other than those required by law.
D. EXEMPT EMPLOYEES: Designates exempt employees
whose work duties exempt them from the overtime provisions of
the Federal Fair Labor Standards Act.
E. NON-EXEMPT EMPLOYEES: Designates non-exempt
employees who are covered by the overtime provisions of the
Federal Fair Labor Standards Act. Non-exempt employees are
entitled to an overtime premium in accordance with federal law.
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2. Employee Responsibilities & Rights
2.1 Overview
As the nature of city employment is public service, you must be
extra careful about your conduct on the job. The conduct of each
City employee reflects on the city itself, both on and off the job. It
is very important for you to be courteous and helpful to all
members of the public as well as to your fellow employees.
In addition to one's personal conduct, one's appearance is
important as well. A neat and attractive appearance, therefore,
combined with a courteous and considerate manner, will further
reflect well upon the high standards of the City and yourself.
2.2 Responsibilities
2.2.1 Attendance/Operafing Hours
You are responsible for arriving at and leaving work at the times
agreed upon by your supervisor, including returning on time after
lunch and break periods. If you are unable to report to work, notify
your supervisor at the beginning of your usual workday, or as soon
as possible. If you are absent from work for more than three days
without notifying your office, you may be discharged from City
service for being absent without official leave (AWOL). Be sure
you understand your work schedule and ask your supervisor if you
have questions.
City Hall operating hours are from 7:00 a.m. to 6:00 p.m., Monday
through Thursday. All full-time employees will work either a 40-hour
workweek, or 80 hours within a two-week pay period. Work hours
may be adjusted to meet requirements of the job.
Your director or supervisor will coordinate daily lunches and breaks.
2.2.2 Courtesy/Efiquette
You are expected to behave courteously and responsibly at all
times. Remember that the image of an organization rests upon the
behavior of the employees who represent it. You represent the City
Employee Responsibilities & Rights 2-1
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of Rosemead. It is important for you to make a positive impression
on those you serve and your coworkers. Your dress and appearance
should be appropriate for the type of work you do. Your supervisor
will let you know if there are any special dress requirements.
If your job includes the use of a telephone, do your best to make
sure it is as pleasant a contact as possible. Be gracious and
considerate under all circumstances. Speak clearly and concisely,
and most importantly, try to be helpful. Good telephone usage can
improve efficiency, save time and money, and create an atmosphere
of good will. Avoid using the City telephone for personal business
as you might prevent an important call from being handled in a
timely fashion.
2.2.3 Citizen Service Requests & Complaints
Public relations cannot be stressed enough, for the effectiveness of
many city programs is largely dependent upon public support. That
support and confidence can be earned by diligently seeking to
maintain good relations with each member of the public.
Complaints should be immediately recorded and promptly referred
to the correct department or person for action. Service requests
should be handled promptly. In all cases, courtesy is important.
2.2.4 Safety
Each department makes every effort to provide a safe and healthy
work environment. It is your responsibility to perform your
assignment and operate equipment safely. If during the course of
your work you notice a situation that may endanger someone's
health or safety, notify your supervisor immediately. Safety is
everyone's responsibility.
2.2.5 Accident Reporting
All accidents must be reported immediately to your supervisor and
accident reports are to be submitted to the City Clerk at City Hall.
2.2.6 Use of City Vehicles & Equipment
If you are required to drive a vehicle on official City business, you
must have a valid driver's license appropriate to the type of vehicle.
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2.2.7 Ethical Behavior
You are prohibited from using drugs (other than medication
prescribed by your physician). Drinking alcohol, being intoxicated,
or having open containers of alcoholic beverages of any kind on
City premises, or while conducting city business, is also prohibited.
You may not display any sign, slogan, pin, or other item containing
words or symbols offensive or insulting to any group or individual,
nor of a partisan political nature. You may not participate in
political activity that involves the use of any City resource, which
includes city property, funds, equipment, supplies, phones,
computers, vehicles, travel, and work time.
While City employees are not prohibited from engaging in political
activity as private citizens, State Government Code Section 3201 does
limit the political activities of City employees. The purpose of these
restrictions is to keep City employees' jobs free from political
intlucnces.
Infractions in any of these areas could result in disciplinary actions
ranging from an informal reprimand to dismissal.
2.2.8 Receipt of Public Gifts
Employment in municipal government carries with it responsibilities
that are not ordinarily found in private employment. Occasionally, a
citizen may be so impressed with the service you render that they
may offer a gift of some kind. You are expected to courteously
decline such offers and to explain in a friendly manner that the
service you render is a normal part of your employment and that it
is against City policy for you to accept a gift.
Gifts from the public or service contractors offered to individual
employees at Christmas time should be declined in the same manner
and with the same explanation. City employees should not become
obligated to individuals or firms by the acceptance of gifts.
2.2.9 Time Records
Certain employees record their time on time clocks and others use
time sheets as a means of accurately recording hours worked and
calculating pay. Care should be taken to see that your timecard
Employee Responsibilities & Rights 2-3
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and/or time sheet is an accurate record of your time worked.
Falsifying a timecard and/or time sheet will result in disciplinary
action, up to and including termination. Timecards and/or Time
sheets are to be turned in to your supervisor.
2.2.10 No Smoking Policy
The City of Rosemead is committed to a philosophy of good health
and a safe work place. Since tobacco smoke is a major cause of
heart, lung and respiratory diseases and causes or aggravates
allergic reactions, all of which lead to impaired performance and
increased health care cost, smoking is prohibited in and around all
buildings and public passenger vehicles. Smoking is permitted only
in designated areas. This policy applies to all City of Rosemead
employees, on-site contractors including temporary employees, and
visitors. If you have any questions regarding this policy, you
should contact your supervisor. Noncompliance with this policy
will result in disciplinary action, up to and including termination.
2.2.11 Cellular Telephone Policy
Employees should limit their use of personal cell phones during
business hours because excessive use of personal cell phones,
whether making cell phone calls or receiving cell phone calls can be
disruptive to employees perfonning their jobs in an efficient
manner. Therefore, excessive cell phone usage during business
hours is discouraged. Employees may be disciplined for excessive
use of their personal cell phones for non-business purposes during
business hours.
2.2.12 Conflict Of Interest
A "conflict of interest" is when an employee is involved in activity
that for any reason is in conflict with the City of Rosemead's
governmental interests. Employees must be free of any significant
investment in or association with any present or prospective
supplier or vendor that might interfere with, or be thought to
interfere with their independent exercise of judgment in the best
interest of the City of Rosemead.
The employee may not be involved in activities constituting a
conflict of interest on the City of Rosemead's time, and during
"personal" time off duty. The employee may not use the City's
Employee Responsibilities & Rights 2-4
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equipment, materials, resources, or "inside" information except to
further the interests of the City of Rosemead.
Employees may engage in or have outside business or personal
interests or activities that do not constitute or have the potential of
creating a conflict of interest with their employment by the City.
The City requires that these activities or interests do not adversely
affect an employee's capacity to perform his/her functions or result
in conflicting loyalties.
The City has no objections to you holding another job as long as
you can effectively meet the performance standards for your
position with the City. The City asks that you think seriously about
the effects that such extra work may have on the limits of your
endurance, your overall personal health, and your effectiveness with
the City. The City will hold all employees to the same standards of
performance and scheduling demands and cannot make exceptions
for employees who hold outside jobs.
If the City determines that an employee's outside job interferes with
his or her perfonnance or ability to meet the City's requirements,
the employee may be required to elect between terminating their
outside employment or terminating their employment with the City
of Rosemead.
Employees must give notice to the City before accepting outside
employment. The employee should seek an opinion from the City
Manager who may consult the City Attorney, whether any activity
engaged in would be a conflict of interest.
2.2.13 Workplace Violence
The City of Rosemead recognizes workplace violence as a growing
national problem, which needs to be addressed by all employers. In
accordance with this policy, acts or threats of physical violence,
including intimidation, harassment, and coercion, which involve or
affect the City of Rosemead or occur on City property will not be
tolerated.
Acts or threats of violence include conduct which is severe,
offensive, or intimidating enough to alter the employment
conditions at the City of Rosemead or create a hostile, abusive, or
intumidating work environment for one or more employees.
Examples of workplace violence include but are not limited to:
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• Threats or acts of violence occurring on City premises,
regardless of the relationship between the City and the parties
involved in the incident.
• Threats or acts of violence occurring off City premises
involving someone who is acting as a representative of the City.
• Threats or acts of violence occurring off City premises
involving an employee of the City if the threats or acts affect the
City's legitimate interests.
• Acts or threats resulting in the conviction of an employee or
agent of the City, or of an individual performing services for the
City on a contract or temporary basis, under any criminal code
provision relating to violence or threats of violence which
adversely affect the City's legitimate interests and goals.
Examples of conduct, which may be considered threats or acts of
violence include, but are not limited to:
• Hitting or shoving an individual.
• Threatening an individual or his/her family, friends, associates,
or property with harm.
• The intentional destruction or threat of destruction of City
property.
• Harassing or threatening phone calls.
• Harassing surveillance or stalking.
• The suggestion or insinuation that violence is appropriate.
This policy applies to all persons involved in the City's operations,
including but not limited to the City of Rosemead's personnel,
contract and temporary workers, and anyone else on City property.
Violation of this policy by any individual on City property, by an
individual acting as a representative of the City while off City
property, or by any individual acting off City property when his/her
actions affect the City business interests, will lead to-disciplinary
action up to and including termination, and/or legal action, as
appropriate. No provision of this policy shall alter the at-pleasure
nature of the employment relationship at the City of Rosemead.
Every employee and every person on the City of Rosemead's
property should immediately report incidents of threats or acts of
physical violence of which he/she has knowledge to the City
Manager or your supervisor. Prompt investigation and resolution
of any violation of this policy will be made with discretion and in
the same manner as any other infraction of the City policy. Nothing
in this policy alters any other obligation established in the City
policies or in state, federal, or other applicable law.
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2.2.14 No Reasonable Expectation Of Privacy
The City of Rosemead's employees do not have a reasonable
expectation of privacy in City provided property, including but not
limited to lockers, desks, electronic communications systems,
telephones, cell phones, desk top computers, personal computers
and/or personal electronic data storage devices that are used for or
contain any City data and/or information that pertains to City
business and/or other City property under the employee's control.
Use of City property as described above must be limited to business
purposes only. Whenever the City of Rosemead has a reasonable
suspicion that an employee has used City property for his or her
own private use or for no legitimate City purposes, the City may
inspect the electronic communications systems, telephones, cell
phones, desk top computers, personal computers and/or personal
electronic data storage devices that are used for or contain any City
data and/or information that pertains to City business and/or other
City property under the employee's control.
2.2.15 Responsibility For Items Furnished To Employees
In the course of employment, certain City of Rosemead employees
may be furnished work-related items such as office keys, entry
authorization cards, unifornns, tools, office equipment, and vehicles.
Any employee receiving such items shall return each and all of the
same to the City of Rosemead in good condition, reasonable wear
and tear excepted, at the termination of his or her employment for
any reason. If any such item is not returned within a reasonable
period of time, the reasonable value to such item may be claimed
against such employee and the employee agrees that such
reasonable value may be deducted from such employee's pay.
Please review and sign the Authorized Deduction Form attached to
this Handbook as Attachment B.
No office equipment may be removed from the office without
written permission from your supervisor.
2.2.16 Electronic Communication And Internet Access Policy
PURPOSE:
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The purpose of this policy is to establish guidelines for the use of
computer systems, electronic mail (hereinafter "E-mail") and
Internet Access on the City of Rosemead's (hereinafter "City")
computer network. The City's computer systems, E-mail and
Internet Access are business tools, which will be used in accordance
with generally accepted business practices and current law reflected
in the California Public Records Act to provide an efficient and
effective means of City communication.
APPLICATION:
This policy, shall apply to all City officials, appointees, employees,
volunteers, consultants and other non-employees utilizing general
application computer systems and electronic communications
owned, managed, supervised, controlled, or operated by the City.
PROVISIONS:
Information technology facilitates electronic communication
between staff, residents and other organizations. Computer
systems and electronic communications are for business-related
purposes only. The data created, stored on, or transmitted using
City computer systems is the property of the City, except as
otherwise required by law. City Management reserves the right to
access all data stored on or transmitted using its computer systems.
The City respects the individual privacy of its employees; however,
employees do not have the right to privacy concerning work-related
conduct, use of City-owned equipment or supplies, or electronic
communications that are sent or received from the City.
Consequently, E-mail and Internet Access users shall have no
reasonable expectation of privacy in communications sent over the
City's general application computer network as such
communications are not confidential. The City reserves the right to
lawfully inspect and service all aspects of its computer system.
The determination of those department employees who will be
provided or denied E-mail and/or Internet access shall be at the sole
discretion of the Department Director.
In addition to existing systems and services, this Electronic
Communication and Internet Access Policy is intended to apply to
the current and future computer base systems and services.
A. PROPER USE OF COMPUTER SYSTEMS AND
ELECTRONIC COMMUNICATIONS
Employee Responsibilities & Rights 2-8
The use of E-mail and Internet access is for City
Business activities. Some incidental and occasional
personal use of the E-mail system is permitted as long as
such use is kept to a minimum. Personal messages are
not confidential and are subject to access and disclosure
pursuant to the provisions of this policy.
2. Users of E-mail are responsible for the management of
data and messages. Data stored on the network server
should be backed up regularly.
3. Employees shall protect all computer equipment against
viruses, physical abuse and unauthorized use.
Specifically, employees shall use and not disable virus
protection software and not willfully introduce virus-
intccted files.
B. PROHIBITED USES OF E-MAIL AND INTERNET
ACCESS
Unless otherwise permitted by law, the following constitutes
abuse of the City's computer systems and electronic
communications and are prohibited:
1. Messages that disrupt or threaten to disrupt the efficient
operation of City business or administration are
prohibited. Messages in this section include, but are not
limited to:
a. Messages that publicize a personal dispute,
other than to an approved grievance
procedure.
b. Messages that constitute or counsel
insubordination.
c. Messages that may harm close working
relationships.
d. Messages that harm the integrity of the
computer system or network.
2. Messages that violate law, violate individual rights,
create potential liability for the City or violate public
Employee Responsibilities & Rights 2-9
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policy are prohibited. These prohibited messages
include, but are not limited to:
a. Any messages that would be in conflict with
the City's Harassment in the Workplace Policy
and/or comments or images (including screen
savers and wallpaper) that could offend on any
basis protected by law such as, but not limited
to, race, color, religion, sex, national origin,
ancestry, age, physical disability, mental
disability, medical condition, veteran status,
marital status, sexual orientation or any other
status protected by local, state or federal law.
b. Any message or comment containing
disparaging remarks concerning elected
officials, appointed officials, employees,
volunteers, consultants or other non-
employees of the City.
c. Any E-mail message, an Internet site or screen
saver, including wallpaper, that any reasonable
person would find defamatory, offensive,
harassing, derogatory, or disruptive.
d. Messages that may undermine the City's ability
to provide public services through its
employees.
e. Messages that are pornographic, obscene,
indecent, or sexually explicit.
f. Messages that contain the use of racial,
religious, or ethnic slurs.
g. Messages intended
including derogatory,
hate messages.
to harass or annoy,
vulgar, defamatory, or
h. Messages that contain threats to personal
safety.
3. Messages that contain confidential, privileged or
otherwise private information except when such
messages are transmitted for an authorized purpose and
Employee Responsibilities & Rights 2-10
• •
are transmitted in an appropriately secure manner.
These messages include, but are not limited to:
a. Personnel, payroll and medical files or
confidential information from these files.
b. Financial or account codes, numbers or
authorizations that could be misused if
intercepted by or disclosed to unauthorized
persons that may otherwise lead to
unauthorized financial obligations to the City.
c. Privileged or confidential communications or
documents from or to legal counsel.
4. Personal messages which include, but are not limited to:
a. Messages for personal activity including
personal research or surveys.
b. Messages to promote, distribute materials, or
solicit individuals on behalf of commercial
ventures, politician causes (unless specifically
authorized), religious causes, charitable
organizations and other organizations in which
the user is involved.
c. Chain letters.
d. Junk mail sent via distribution lists that
concern non-City business related topics.
e. Participation in non-business related "chat-
room" discussions.
5. Using someone's password or code without
authorization.
6. Disclosing anyone's password or code without
authorization.
7. Use of the Internet or E-mail system for gambling.
8. Messages sent anonymously or with fictitious names.
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C. STATUS OF ELECTRONIC DATA AND MESSAGES
1. E-mail communications are not confidential and are
subject to review by authorized personnel, as designated
by the City Manager or Department Director, and
disclosure to the public.
2. E-mail communication may be subpoenaed or requested
under the Public Records Act and/or may be used as
evidence in court or as part of an investigation. The
content of E-mail may be subject to disclosure within or
outside of the City without employee permission or
knowledge.
3. The City, through its authorized personnel, has the
authority to access communications in the E-mail system
at any time for any lawful City business-related reason.
4. The City has unlimited access to protect system security
or the City's property rights. However, the City does
not routinely monitor E-mail communications or
Internet usage and expects that employees will
voluntarily abide by this policy.
D. RECORDS MANAGEMENT
1. E-mail messages which are intended to be retained in the
ordinary course of the City's business are recognized as
official records that need protection/retention in
accordance with the California Public Records Act.
2. The City will maintain E-mail messages designated as
official records for a minimum of two (2) years or as
otherwise designated in the City's retention schedule.
These are subject to public disclosure, even if they are
drafts or informal notes, unless the need to retain their
confidentiality outweighs the need for disclosure, or the
E-mail message is otherwise exempt under any provision
of the Public Records Act or other state or federal law.
3. E-mail communications that are not intended to be
retained and which serve no useful purpose to the City
should be deleted from the system.
E. E-MAIL PROCEDURES/ETIQUETTE
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Employees who are granted E-mail and Internet access are
required to abide by the following procedures and etiquette.
Employees are to:
1. Remember that they are representing the City through
their communications both internally and externally, and
it is critical that they maintain a positive image for both
themselves and the City.
2. As a good business practice, E-mail is to be checked at
least once each work day and messages responded to
promptly.
3. Be certain that their messages are addressed to the
proper person. The list of persons being E-mailed when
choosing a "REPLY ALL" function must be checked
prior to sending the E-mail message. E-mail should not
be used for broadcast purposes unless the message is of
interest to all users.
4. Capitalize words only to emphasize an important point
or to distinguish a title or heading. Capitalizing whole
words that are not titles is generally interpreted as
shouting.
5. Be professional and careful of what is said about others.
E-mail is easily forwarded and blind copied.
6. Be cautious when using sarcasm and humor. Without
face-to-face conununications, humor may be viewed as
criticism. By the same token, E-mail users must
carefully read what others write. The perceived tone
may easily be misinterpreted.
7. Be aware that deleting or erasing information,
documents, or messages maintained on the City's
network is, in many cases, ineffective. Information kept
on the City's system may be electronically recalled or re-
created regardless of whether it may have been erased
or deleted by an employee. Further, since the City may
periodically back up files and messages, and because of
the way in which computers re-use file storage space,
files and messages may exist even after a user assumes
they are deleted. Finally, information or messages may
Employee Responsibilities & Rights 2-13
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still exist in the storage areas of other users. Therefore,
employees who delete or erase information or messages
should not assume that such information or messages
are confidential.
F. PENALTIES FOR MISUSE OF E-MAIL OR INTERNET
ACCESS
1. All E-mail and Internet Access users will be provided a
copy of this regulation, upon the granting of access to
the computer network. Each such person shall be
required to complete an "Employee Acknowledgement"
in substantially that form attached to this Handbook as
Attachment C. One copy of the form shall be given to
the employee, and another shall be kept in the
employee's personnel file.
2. Failure on the part of any employee to comply with the
provisions of this policy may result in suspension or
revocation of the privilege of using or accessing E-mail
and Internet Access, as well as disciplinary action up to,
and including, termination of employment.
3. Failure on the part of any contractor or consultant to
comply with the provisions of this policy will constitute
grounds for termination of their contract with the City.
2.3 Rights
2.3.1 Training Period
You will be in training for the first 12 months of your job. The
length of your training depends on your particular job and time
base.
Your job description/duty statement describes your responsibilities
and the standards for accomplishing the specific tasks or set of
duties.
During your training period, your work will be evaluated by your
supervisor, who will prepare a report or reports covering your
Employee Responsibilities & Rights 2-14
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work performance, personal conduct, and ability to handle
responsibility measured against the standards of the position. Your
overall performance will be reviewed and your supervisor will
discuss any areas that may need improvement.
You will gain regular status if you meet the required level of
performance by the end of your training period. Successful
completion of the training period does not change any employee's
at-will status. In some instances, the training period may be
extended because of borderline performance. In such cases, his/her
supervisor will inform the employee at least 60 days prior to the
end of the training period that the training period has been extended
for an additional 60 day period rather than terminate the employee
for poor performance. The supervisor may only extend the training
period one time during an employee's training period.
2.3.2 Employee Organization
You have the right to participate in employee organization activities
on your own time or during non-working hours. Your "own time,"
or "non-working" hours, include lunch periods and time before and
after work, excluding breaks.
You may not be discriminated against, granted preferential
treatment, or have reprisal taken against you because of
membership (or non-membership) or lawful involvement in an
employee organization or its activities.
2.3.3 No Solicitation Policy
The following policy is established in order to prevent disruptions in
the operation of the City of Rosemead, interference with employees
while working, and the distribution of printed or written material
which could create a litter problem.
Employees. Employees may not solicit, for any purpose, during
their working hours. Employees may not solicit other employees
during the working hours of such other employees. Employees may
not distribute literature on the City of Rosemead's premises for any
purpose, during their working hours, nor may they distribute
literature, for any purpose, in working areas at any time. Working
hours include the working hours of both the employee doing the
Employee Responsibilities & Rights 2-15
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soliciting or distribution, and the employees to whom it is directed.
For purposes of this policy, break times and meal periods are not
considered working hours.
Non-Employees. Persons not in the employ of this City may not
solicit or distribute literature in areas that would interfere with
employees performing their City work, or solicit or distribute
literature in City employee work areas for any purpose at any time.
Non-employees may solicit or distribute in public non-work areas.
The City of Rosemead is anxious to maintain a pleasant and
cooperative relationship with its employees in all matters.
However, no governmental agency can operate efficiently if there
are frequent work interruptions. For this reason, you should
discourage friends, relatives, and others from disturbing you at
work. In case of emergency, there is no objection to someone
calling the office and asking that a message be given to you. Only
in case of urgent necessity may any employee be called from work
to see a visitor during the employee's working hours. All such
requests require the approval of your supervisor. Under no
circumstances are sales people pennitted to solicit employees on the
premises.
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3. Employee Benefits
3.1 Overview
The City of Rosemead provides a very comprehensive and
substantial package of employee benefits.
3.2 Payroll Information
All city employees are automatically covered under Social Security
and Medicare. Payroll deductions are made each pay period.
3.2.1 Payroll Periods
Payday is Thursday, and paychecks are issued biweekly. If a payday
falls on a holiday, you will receive your check on the preceding
workday. Employees are required to record their own time on
individual time sheets for each pay period; which is every two weeks.
These time sheets are to be turned in on Monday of the payday week.
Salaries are computed on a yearly basis with a total of twenty-six pay
periods per year.
3.2.2 Overtime
Employees shall be paid for their hours worked in accordance with
all legal requirements. All non-exempt employees qualify for
overtime pay. Employees who qualify as administrative, executive,
or professional employees within the meaning of federal wage and
hour laws are exempt from overtime pay and are not subject to this
po licy.
Non-exempt employees who are required to work beyond the 40
hours per workweek, shall be paid at one and one-half times the
straight time hourly rate.
3.2.3 Compensatory Time Off
Compensatory time off (CTO) is time off with pay in lieu of
overtime pay for irregular or occasional overtime work, or when
permitted under agency flexible work schedule programs.
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Employees are subject to a 240-hour limit for accrual of CTO;
excess hours above these maximums must be paid off in cash.
Upon termination, all accumulated hours of CTO must be paid at
time-and-one-half, in cash.
Employees must first get authorization before taking accrued
compensatory time off.
3.3 Benefit Programs
3.3.1 Health Insurance
If you are a regular full-time employee or a regular part-time
employee who works 1000 hours or more during the fiscal year,
you will receive comprehensive health insurance coverage including
major medical. The City pays for the full cost of the coverage for
regular full-time employees and dependents as defined in the
program. Plans are offered through the Public Employees' Medical
and Hospital Care Act. Regular part-time employees receive single
Health Maintenance Organization (HMO) coverage for themselves
only. The City will provide health insurance for full-time employees
and their dependents effective the first of the month following
employment.
Employees are responsible for notifying the City's personnel office of
changes in marital status, number or age of dependents, etc.
This insurance is subject to an open enrollment period once a year that
allows an employee to make any changes in their choice of coverage.
The City of Rosemead reserves the absolute right, in its discretion, at
any time and from time to time, to discontinue coverage under any
health and hospitalization plan in which it or its employees have
previously been enrolled and to substitute for such prior coverage
alternate coverage which may be different in character and amount, and
either more or less comprehensive. Employees of the City of
Rosemead shall not have or gain, by reason of their employment, any
vested rights in or to any particular health and hospitalization coverage
whatsoever.
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3.3.2 Dental Insurance
If you are a regular full-time employee, the City will provide dental
insurance for you and your dependents effective the first of the month
following employment. The City of Rosemead reserves the absolute
right, in its discretion, at any time and from time to time, to discontinue
coverage under any dental plan in which it or its employees have
previously been enrolled and to substitute for such prior coverage
alternate coverage which may be different in character and amount, and
either more or less comprehensive. Employees of the City of
Rosemead shall not have or gain, by reason of their employment, any
vested rights in or to any particular dental coverage whatsoever.
3.3.3 Life Insurance
If you are a regular full-time employee, the City will provide term life
insurance coverage of $50,000. Coverage is subject to teens and
conditions of the insurance policy given each new employee at the time
of deployment. The City will provide term life insurance for full-time
employees effective the first of the month following employment. The
City of Rosemead reserves the absolute right, in its discretion, at any
time and from time to time, to discontinue coverage under any life
insurance plan in which it or its employees have previously been
enrolled and to substitute for such prior coverage alternate coverage
which may be different in character and amount, and either more or less
comprehensive. Employees of the City of Rosemead shall not have or
gain, by reason of their employment, any vested rights in or to any
particular life insurance coverage whatsoever.
3.3.4 Vision Care
If you are a regular full-time employee, you and your dependents are
eligible for enrollment in the City's vision care insurance program. The
City will provide vision insurance for regular full-time employees and
their dependents effective the first of the month following employment.
The City of Rosemead reserves the absolute right, in its discretion, at
any time and from tune to time, to discontinue coverage under any
vision care plan in which it or its employees have previously been
enrolled and to substitute for such prior coverage alternate coverage
which maybe different in character and amount, and either more or less
comprehensive. Employees of the City of Rosemead shall not have or
Employee Bcnetits 3-3
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gain, by reason of their employment, any vested rights in or to any
particular vision care coverage whatsoever.
3.3.5 Retirement Benefits
3.3.5.1 Public Employees Retirement System
The City of Rosemead is a member of the State of California Public
Employees' Retirement System (PERS). Employees classified as
regular full-time, or regular part-time employees who work 1000 hours
or more during the fiscal year, will be enrolled in PERS, which
provides for future retirement benefits. The City will provide PERS
for employees who qualify effective the first of the month following
employment.
The City pays the employees' contribution into the fund as deferred
(non-taxed) income. The City pays 7% of the employee's share of the
normal member contributions for regular full-time and regular part-time
employees as employer paid member contributions, and reports this to
PERS as compensation.
Upon termination, the employee's contribution (the amount contributed
by the City as the employee's portion, but not the City's portion), plus
interest, will be refunded to the regular full-time employee or regular
part-time employee if there is less than five years of service. The
employee has one year to withdraw funds.
Upon termination, regular full-time employees and regular part-time
employees who have been eligible for retirement system benefits with
five or more years of service may withdraw their contributions, leave
contributions with PERS until retirement, or retire (under cert
am
circumstances). The minimum retirement age is 55 for full retirement
benefits. To be eligible for benefits, employees must have at least five
years of credited service in PERS.
3.3.5.2 Public Agency Retirement System
The City also provides a tax-qualified governmental defined-benefit
plan through the Public Agency Retirement System (PARS) for regular
full-time employees as defined in the Plan Document. These
supplemental benefits shall be in addition to the benefits employees will
receive from the PERS plan. All contributions to fund PARS shall be
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made by the City. However, the City reserves the right to require the
employee to contribute a percentage of his/her compensation towards
this plan pursuant to agreement. Please refer to the Plan Documents
for further details regarding PARS benefits.
3.3.5.3 Deferred Compensation (ICMA Retirement Corp.)
The City of Rosemead also has a contract with the ICMA
Retirement Corporation for a Section 457 retirement plan. As a
public employee, you have a unique opportunity to supplement
your retirement income. Under this deferred compensation plan,
you can invest through automatic payroll deductions and pay with
pre-tax dollars. Pre-tax contributions are funds contributed before
federal, and state income taxes are applied. Your contributions and
your earnings on them are not taxed while you let them grow since
they are retirement savings.
3.3.6 Sick Leave
You begin to accrue sick leave upon being employed, but can not
take sick leave until you have completed thirty (30) days of
employment. A regular full-time employee can accumulate up to
eight (8) hours per month of sick leave. Once an employee
accumulates over 160 hours of sick leave, they must participate in
the Sick Leave Buy-back program and sell back unused hours.
Employees with less than five years of continuous City employment
are paid back at 50% of the unused portion over 160 hours.
Employees with over five years of continuous service receive 75%
of the unused portion over 160 hours. The buy-back program
occurs annually at the end of the calendar year.
Upon retirement, layoff, termination (either voluntary or non-
voluntary), or death, any unused accumulated sick leave shall be
paid to the employee, or in the event of death, to the employee's
rightful heirs.
An employee may begin to use sick leave for approved absences,
after thirty (30) days of employment, and once it has been earned.
You may be allowed reasonable time off (normally two hours) for
medical or dental appointments. This time will be deducted in
increments of two hours from your accumulated sick leave.
Additional time may be allowed when justified and approved by
your supervisor.
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You are encouraged to build a substantial reserve of sick leave to
protect yourself and your family from loss of income if you ever
suffer a lengthy illness or injury.
3.3.7 Bereavement Leave
After ninety (90) calendar days of employment, you will be entitled
to three paid (3) days for bereavement leave for the death of a
member of the immediate family, including a spouse, parent, child,
sibling, grandparent, or grandchild. To be entitled to receive paid
time off for bereavement leave, an employee will be required to
present written documentation to the City showing that the
employee attended the funeral of a spouse, parent, child, sibling,
grandparent, or grandchild.
3.3.8 Vacation Leave
City employees accumulate vacation hours that may be paid upon
termination or retirement. A regular full-time employee accumulates
vacation time at eight days per year during the first ten years of
tenure (based on 40 hours worked per week). After ten years, an
employee can accumulate up to a maximum of 12 days per year
(based on 40 hours worked per week).
Employees may only take time off for vacation leave after one year
of continuous employment with the City.
The City allows employees who have earned vacation time an
opportunity to have the City buy-back up to two weeks of vacation
time per year. In order to participate in the Vacation Buy-back
Program, an employee must take at least forty consecutive hours of
vacation at one time during a year. The buy-back occurs annually
at the end of the calendar year.
A supervisor must first authorize vacation days before they can be
taken.
3.3.9 Parental School Leave
An regular full-time employee who is a parent, guardian, or
grandparent having custody of one or more children in kindergarten
or grades 1 through 12, may take off up to 40 hours each year, not
exceeding eight (8) hours in any calendar month of the year, to
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participate in activities of the school or licensed child day care
facility of any of his or her children, if the employee, prior to taking
the time off, gives reasonable notice to the employer of the planned
absence.
The employee shall utilize existing vacation, personal leave, or
compensatory time off for purposes of the planned absence for
parental school leave.
The City may require documentation from the school or licensed
child day care facility as proof that he or she participated in school
or licensed child day care facility activities on a specific date and at
a particular time.
If the City employs both parents of the child, then the first parent to
give notice to the City may take the planned absence, while the
other parent may take a planned absence as well if he or she obtains
the City's approval for the requested time off.
3.3.10 Holidays
The City observes eight fixed holidays a year during which normal City
services will be closed. These include:
New Year's Day (January 1)
President's Day
Memorial Day (last Monday in May)
Independence Day (July 4)
Labor Day (first Monday in September)
Veteran's Day
Thanksgiving Holiday (fourth Thursday)
Christmas Holiday
City facilities will be closed on the following Monday if any holiday
falls on a Sunday. If any such days fall upon a Friday, the City office
shall be closed on the proceeding Thursday. If a holiday falls on a
Saturday, the employee will not receive any additional pay for that
holiday.
The City provides employees with 80 paid hours per fiscal year for
holidays, and ten hours discretionary time off for regular full-time
employees as a floating holiday, which may be taken at any time
throughout the fiscal year with prior approval of the
supervisor/director.
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Holiday hours are intended for the current fiscal year and may not be
carried over to succeeding years.
3.3.11 Short-Term Disability Plan
If you are a regular-full time employee, you will be eligible for
Short-Term Disability Insurance. The plan goes into effect after
the fourteenth day of sickness for a maximum benefit period of
46 days. Short-term disability benefits end when Long-term
disability benefits begin. The City of Rosemead reserves the
absolute right, in its discretion, at any time and from time to
time, to discontinue coverage under any short-term disability
plan in which it or is employees have previously been enrolled
and to substitute for such prior coverage alternate coverage
which may be different in character and amount, and either
more or less comprehensive. Employees of the City of
Rosemead shall not have or gain, by reason of their
employment, any vested rights in or to any particular short-term
disability coverage whatsoever.
3.3.12 Long-Term Disability Plan
If you are a regular-full time employee, you will be eligible for
Long-term Disability Insurance. The plan goes into effect after sixty
days of disability and continues to pay benefits during the disability
until the age of sixty-five.
The City of Rosemead reserves the absolute right, in its discretion, at
any time and from time to time, to discontinue coverage under any long
term disability plan in which it or its employees have previously been
enrolled and to substitute for such prior coverage alternate coverage
which may be different in character and amount, and either more or less
comprehensive. Employees of the City of Rosemead shall not have or
gain, by reason of their employment, any vested rights in or to any
particular long-term disability coverage whatsoever.
3.3.13 Service Recognition Plan
The City offers an Employee Recognition Policy, which recognizes
years of service. If an employee has been employed by the City for
10 years he or she will receive a City plaque. After 15 years of
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service, the employee will receive a clock radio. If an employee has
been employed by the City for 20 years, he or she will receive a
watch. When an employee reaches 25 years of service, the
employee will receive a 3-Day Cruise for two with $200 for
expenses. The eligible employees will be recognized at the annual
employee appreciation luncheon.
3.3.14 Workers Compensation
Workers' Compensation is a benefit provided to you if you are
injured on the job or become ill due to your job. Workers'
Compensation is separate from personal health insurance. There is
no deductible for Workers' Compensation; all approved medical
bills will be paid. If you are injured or become ill as a direct result
of your job, report the injury to your supervisor as soon as possible.
An employee who is injured on the job, and misses more than one
(1) day of work or requires treatment by a physician must obtain a
Workers' Compensation Claim Form from your supervisor or your
office manager. This form must be completed and returned to the
City. If an employee misses more than three (3) days of work, this
form will be mailed to his/her home. In addition, the employee
must present a medical release from his/her physician prior to
returning to work. THIS RELEASE MUST SPECIFICALLY
STATE THAT THE EMPLOYEE IS ABLE TO RETURN TO
WORK WITHOUT THE IMMEDIATE RISK OF RE-
INJURY OR FURTHER INJURY TO THE EXISTING
CONDITION, AND THAT HE/SHE CAN PERFORM THE
ESSENTIAL DUTIES OF HIS/HER JOB.
The City of Rosemead pays high premium costs for Workers'
Compensation insurance in order to protect and provide medical
treatment for employees who incur work-related injuries. The City
considers Workers' Compensation fraud to be a very serious
offense. Any employee, who knowingly makes or causes to be
made any false or fraudulent material statement or material
representation for the purpose of obtaining or denying Workers'
Compensation benefits or payments, is guilty of a felony and may
be prosecuted. The City of Rosemead will not tolerate fraudulent
claims and will not hesitate to report fraudulent claimants to the
proper authorities.
In the event of an employee's death caused by an injury covered by
Workers' Compensation, the employee's qualified surviving
dependent would be eligible for death-related benefits.
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3.3.15 Military Leave
City employees called to active military duty may be paid their
regular City salary for up to 30 days of duty per year, if they meet
certain requirements.
3.3.16 Jury Duty
All City of Rosemead employees may attend jury duty in
accordance with their legal obligation to do so. All regular full-
time employees who have completed twelve (12) months of
continuous service may be eligible for jury duty benefits. Regular
part-time and temporary employees are not eligible for jury duty
benefits. The City will pay each regular full-time employee for jury
duty up to a maximum of ten (10) business days during any twelve
(12) month period. Any time served beyond this ten (10) day
period shall be without pay. However, the salary of exempt
employees will not be reduced for any week in which he/she
performs any work, even if he/she misses part of the week due to
jury duty. Any benefits under this policy shall be reduced by the
amount of jury-duty pay (other than travel expenses) received by
the employee from other sources. Proper certification of jury duty
from the Court Clerk or the jury foreperson must be submitted to
the personnel office in order to receive pay for jury duty.
All employee benefits will continue for up to thirty (30) days while
you are on jury duty leave. However, you will be required to
continue payment of any required contribution for insurance and
retirement benefits during your jury duty leave. Health and welfare
insurance coverage will be discontinued after thirty (30) days,
unless other arrangements have been made.
3.3.17 COBRA Continuance Coverage
Under the federal Consolidated Omnibus Budget Reconciliation Act
(COBRA), employees and dependents who lose their health, dental,
or vision coverage due to certain "qualifying events" are allowed to
continue their coverage for a specified period of time. Employees
and/or their dependents (beneficiaries) are eligible to continue, at
their own expense, their health coverage at a premium of 102% of
the applicable group rate if the following conditions apply:
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• ,
a. Employees, who are tenminated (except those terminated for
gross misconduct), or who have a reduction of hours (partial or
full layoff or an extended leave of absence of more than 30
days), are eligible to continue their health insurance benefits for
18 months, and thereafter such employees are entitled to
convert, at their own expense, their group policy to individual
policies.
b. Employees or beneficiaries, who are no longer eligible for group
health coverage because of (1) death of the employee, (2)
divorce or legal separation from the employee, (3) the employee
becoming eligible for Medicare, or (4) a dependent child of an
employee being no longer qualified as a dependent, are eligible
to continue their health insurance coverage for 36 months;
thereafter such employees are entitled to convert at their own
expense their group policy to individual policies.
c. For plan years beginning on or after December 19, 1989, certain
disabled qualified beneficiaries of employees, who are
terminated (except those terminated for gross misconduct), or
who have a reduction of hours (partial or full layoff or an
extended leave of absence for more than 30 days), may be
eligible to continue their health insurance benefits for 29 months
or even 36 months so long as the disabled qualified beneficiaries
were disabled at the time employees became eligible for
continuation coverage and the qualified beneficiaries provide
notice of their disability determinations before the end of the
original 18 month period of continuation coverage. Disabled
qualified beneficiaries may be charged 150% of the applicable
group rate, after the initial 18 month period of continuation
coverage. The qualified beneficiary's disability must be
determined under either Title 11 (Old Age, Survivors, and
Disability Insurance) or Title XVI (Supplemental Security
Income) of the Social Security Act.
d. Continuation benefits are no longer available when the earlier of
the following occurs:
1. The 18-month, 29-month, or 36-month period expires;
2. The City ceases providing any group health plan to any
employee;
3. The premium is not paid in a tunely manner by the
employee and/or the beneficiary;
4. The qualified employee and/or beneficiary becomes
covered by any other group plan or Medicare; or
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• •
5. A beneficiary remarries and becomes covered by another
health plan.
3.3.18 California Extended COBRA
The California Legislature recently passed a new law, which
expands COBRA coverage for California employees (Cal-
COBRA).
Those individuals on COBRA who have used their 18 or 29 months
of federal COBRA can then be shifted to Cal-COBRA for the
additional 7 or 18 months, giving the employee a total of 36
months.
For Federal COBRA beneficiaries who elect to continue coverage
under the new Cal-COBRA law, the additional coverage only
applies to plans that offer "core" coverage, or medical and hospital
benefits, and not to dental and vision plans.
Federal COBRA beneficiaries, who elect to extend their cover
under Cal-COBRA, could be charged more for such coverage. Cal-
COBRA allows the health plan to charge the employee 110% of the
cost of coverage, and 150% for individuals whose coverage is
extended due to disability.
3.3.19 Unemployment Insurance
In accordance with the California Labor Code, the City pays the
premium for unemployment insurance for City employees. This
insurance provides for income payments while unemployed, according
to the amount of earnings in the quarter reflecting the highest earnings.
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• •
4. Personnel Administration
4.1 Overview
The City of Rosemead recruits and hires without regard to age,
race, religious creed, color, national origin, ancestry, physical
disability, mental disability, medical condition, marital status, sex,
or sexual orientation of any person except in those specific
instances whereby a bona fide occupational qualification demands
otherwise.
4.2 City Recruitment Process
The City recruitment procedures described below are intended only
as general guidelines for current employees seeking promotional
opportunities and other prospective applicants and may be modified
or revoked without prior notice or agreement.
4.2.1 Application Process
Application materials may be obtained from the City Manager's
Office, Rosemead City Hall, 8838 E. Valley Blvd., Rosemead, CA,
91770 or by calling the City Hall at 626-569-2110. Applications
and any accompanying materials must be filled out completely and
must show that the minimum qualifications are met. Neither
resumes nor references to a resume will be accepted in lieu of a
completed City application. Completed applications must be
received in the City Manager's Office, at the above address,
no later than 6.00 p.m. of the final filing deadline. The City will not
accept applications that are facsimiled to the City.
4.2.2 Selection Process
Applicants must be specific and complete in describing their
qualifications for this position. Based upon the information
presented on the application, those applicants who appear to
possess the most suitable qualifications will be requested to
continue in the recruitment process. Failure to state all pertinent
qualifications may lead to elimination from the recruitment process.
All applicants will be notified by mail of the results of the selection
process.
Personnel Administration 4-1
4.2.2.1 Examination Procedure
Written/Skills Inventory Examination:
A written examination will be warranted when it is necessary to test
the candidate's knowledge and/or abilities in relation to those
factors that are essential for successful performance on the job.
Candidates need a score of 70% or higher to continue in the
examination process. This examination component may comprise
between 25% and 50% of the candidate's final score, depending on
the nature of the job function. Personnel may waive the
written/skills inventory examination depending upon the number of
applicants. When this examination is waived, the oral interview will
receive a weight of 100%.
Oral Interview Examination:
Interviews will evaluate the candidate's knowledge, skills, and
abilities in relation to those factors that are essential for successful
perfonnance on the job. Candidates need a score of 70% or higher
to pass this examination. Position on an eligibility list will be based
on the combined passing scores of the written and oral interview
examinations.
4.2.2.2 Eligibility List
This contains the names of the candidates that successfully
complete the written/skills inventory and/or oral interview
examinations (see Examination Procedure). Unless exhausted
sooner, eligibility lists remain active for a period of one (1) year.
The eligibility list established for each recruitment may be used to
fill future regular, and/or part-time/seasonal/temporary vacancies
for that specific job classification.
4.2.2.3 Accommodation for Disability
Individuals with disabilities who require accommodation in the
application, testing and/or interviewing process, must provide the
City Manager's Office by the application due date, documentation
from a qualified authority to confirm the disability and prescribed
accommodation. An applicant is not required to disclose
information about physical or mental limitations that he or she
believes will not interfere with his or her ability to perform the
essential requirements of the job.
Personnel Administration 4-2
• •
4.2.3 Intake Process
The City of Rosemead requires a job related physical examination,
including a drug and alcohol test and a complete background
investigation, as part of our selection of regular and part-time,
seasonal, and/or temporary employees. All new employees will be
fingerprinted as part of the employment process, and a criminal
history check will be conducted with the Department of Justice.
Offers of employment are conditioned upon the successful
completion of these examinations.
Additionally, all full-time employees are required to take an Oath of
Office (within thirty days). The Oath is attached to this Handbook
as Attachment D. Personnel will arrange an appointment with the
City Clerk to administer the Oath of Office. The Oath of Office is
an affirmation that the employee will support, defend, and bear
truth and allegiance to the Constitution of the United States and the
State of California. It states that the employee will take this
obligation freely and will faithfully carry out the duties upon which
the employee is about to enter.
Furthermore, the Federal Immigration Reform and Control Act of
1986 requires that an employee must be a U. S. citizen or an alien
lawfully authorized to work in the United States in order to be
eligible for hire. All new hires will be required to provide
documentation to verify their status.
4.2.4 Verification Of Right To Work
The City of Rosemead is required to verify the right to work in the
United States of America of all employees. All new employees
must verify their right to work in the United States.
Failure of any employee to provide documents proving his or her
right to work in the United States or to execute the required form
issued by the Department of Justice under penalty of perjury will
result in immediate termination.
4.2.5 Statement Of Economic Interest
The Political Reform Act (Government Code Sections 81000-
91015) requires certain state and local government employees to
publicly disclose their personal assets and income. The City Clerk
will advise you whether your position requires filing of a Statement
Personnel Administration 4-3
of Economic Interest. These forms are public documents and are
available for public review.
4.2.6 Personnel Files
Your Official Personnel File contains records relating to your
employment. An employee's personnel record will contain any
personnel actions taken, workers' compensation information, benefit
enrollment forms, educational courses taken, and all employment-
related documents, giving complete history of employment. Medical
information and Worker's Compensation files are kept separate. This
history is subject to confidentiality.
You have a right to review the content of the folder and request copies
during regular business hours. There may be nominal duplication
charges for duplications.
Confidential or restricted information contained in the Official
Personnel File may be disclosed only to persons authorized by law and
departmental policy to receive such information for official purposes.
4.2.6.1 Record Updates
Your department personnel contact should be informed immediately of
any changes in name, address, telephone number, marital status, or
family status, beneficiary, or other information on file in order to ensure
that federal withholding statements, medical, dental, and life insurance,
retirement records, etc. are corrected. The employee may be liable for
any costs incurred by the City as a result of failure to notify your
department personnel contact of the changes.
4.2.7 Grievance Process
The grievance procedure is designed to give employees a process to
settle work-related problems. An employee will have the right to file a
grievance concerning an alleged violation, misinterpretation or
inequitable application of City policy, rules, regulations, administrative
orders and/or procedures. The grievance procedure is as follows:
Personnel Administration 4-4
C:
•
4.2.7.1 Informal Process
Any employee who believes there is a problem that constitutes a
grievance shall:
Contact their immediate supervisor and arrange an appointment to
verbally settle the problem that same day. If this discussion settles the
matter, then no further action is necessary. If the employee feels the
meeting does not resolve the problem, then the employee shall:
4.2.7.2 Formal Process
Contact their supervisor's immediate superior to arrange an
appointment as soon as possible to discuss the problem If no
satisfactory solution is reached, the employee has ten working
days to begin formal proceedings described below.
The employee shall write out their grievance forinally and give three
copies to their immediate supervisor (One copy to the City Manager's
Office and one copy for their supervisor). The immediate supervisor
shall respond in writing to the employee within ten (10) working days
of receiving the written grievance.
If no response is received, or the response is not satisfactory, the
employee may:
Send a copy of the written grievance to the supervisor's immediate
superior (department director) within ten (10) working days. The
department director shall respond in writing within ten (10) working
days of receiving the written grievance.
If no response is received, or the response is not satisfactory, the
employee may:
Send a copy of the written grievance to the City Manager within ten
(10) working days. The City Manager shall reply with a written
decision within thirty (30) calendar days, and this decision will be final.
4.2.8 Disciplinary Action
Discipline is the enforcement of conformity to policies, rules, and
regulations and other administrative and/or legal requirements or
practices. Discipline is designed to maintain a standard of
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cooperation and conduct necessary to successfully carry out the
service mission of the City organization. Self-discipline or self-
conformity is the goal for which these policies and procedures
strive. Where self-discipline fails, disciplinary action is authorized
and shall be accomplished in such a manner as to be just, equitable,
consistent, and suited to the situation. The disciplinary action,
when taken, shall be documented in such a manner as to be
defensible on appeal and/or review.
In all instances where disciplinary action is contemplated, the affected
regular, non-probationary employee shall be afforded a reasonable
opportunity to present, in person, his/her view of the incident(s)
resulting in the discipline prior to a decision to impose disciplinary
action.
4.2.8.1 Causes For Disciplinary Action
Any one or more of the following shall constitute grounds for
disciplinary action:
(a) Fraud in securing employment or making false statements
on an application for employment or on any supporting
documents furnished with or made a part of any application.
(b) Incompetency, such as failure to comply with the minimum
standard of an employee's position for a significant period
of time.
(c) Inexcusable negligent of duty, such as failure to perform
duties required of an employee within his or her position.
(d) Willful disobedience and insubordination such as a willful
failure to submit to duly appointed and acting supervision-or
a willful failure to conform to duly established orders or
directions of persons in a supervisory position.
(e) Dishonesty involving employment.
(f) Being under the influence of alcohol or intoxicating drugs
while on duty.
(g) Addiction or habitual use of alcoholic beverages, narcotics,
or any habit forming drug, so as to interfere with job
performance.
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(h) Inexcusable or unexcused absence.
(1) Conviction of a felony, or a misdemeanor involving moral
turpitude, which shall be deemed to include only crimes
involving dishonesty or character depravity, which can be
proven to relate to the satisfactory performance of the
employee's job.
(j) Discourteous treatment of the public. Normally such
behavior is grounds for reprimand, but more serious
discipline shall be given in event of multiple reprimands.
(k) Improper or unauthorized use of City property.
(1) Violation of the rules and regulations of any department.
(m) Any willful act of conduct undertaken in bad faith which
either during or outside of duty hours is of such a nature
that it causes discredit to fall upon the City, the employee's
department or division. Willful failure to maintain proper
decorum during working hours causing discredit to the
employee's department or division.
(n) Abuse of sick leave, such as taking sick leave without a
doctor's certificate when one is required.
(o) Inattention to duty, tardiness, indolence, carelessness or
negligence in the care and handling of City property.
(p) Acceptance from any source of a reward, gift, or other form
of remuneration in addition to regular compensation by an
employee for the performance of official duties.
(q) Falsification of any City report or record, or of any report of
record required to be, or filed by the employee.
(r) Willful violation of any of the provisions of the Rosemead
Municipal Code, lawful ordinances, resolutions, or any
rules, regulations, or policies which may be prescribed by
the City Council, City Manager or department head as
appointing authority.
(s) The political activities of City employees, which do not
conform to pertinent provisions of State Law.
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The following are activities not affected:
(a) Nothing in these rules and regulations shall be construed to
prevent any officer or employee from becoming or
continuing to be a member of a political club or
organization, or from attendance at a political meeting, or
from enjoying entire freedom from all interference in casting
his vote or from seeking or accepting election or
appointment to public office.
(b) No person in the employ of the City, or seeking admission
thereto shall be employed, promoted, demoted, or
discharged, or in any way favored or discriminated against
because of political opinions, except that no one shall be
eligible to hold a position with this City who is or becomes
sympathetic or affiliated with any group or movement that
advocates the overthrow of the government by force or
violence.
(c) Any employee of the City seeking election for himself or for
any other person to any public office or soliciting votes in
favor of or against any propositions to be submitted to the
voters in any election shall not do so during working hours
or while wearing a uniform or badge identifying him with his
employment by the City; except, however, that such
prohibitions shall not be applicable to any employee
appearing before any public employees' organization for
which he is a member.
4.2.9 Layoffs And Recalls
The appointing authority may layoff or reduce an employee when
necessary for reasons of lack of funds or lack of work. At other
times, layoffs result from the reorganization of personnel to make
the City more efficient. At such times, the City of Rosemead must
retain its best and most productive employees. The City of
Rosemead will lay off employees based upon a number of factors
including job classification or status, work record, performance,
evaluations, attendance and discipline, skill, ability, qualifications,
and length of employment with the City of Rosemead. The relative
weight to be given each of these factors in determining which
employees within the classification are laid off will be determined by
the City of Rosemead.
Personnel Administration 4-8
•
An employee who has health insurance coverage, who is laid off for
lack of work, will have his or her health and life insurance benefits
continued for thirty (30) days. At that time, the employee may
choose to enroll in a COBRA plan. See Section 3.3.16 entitled
COBRA Continuance Coverage.
An employee who is laid off will have rights for six (6) calendar
months following their lay off. Thereafter, he/she will lose all
employee status with the City of Rosemead. An employee who is
entitled to recall rights will have the right to be called back to the
position they held at the tirne of layoff or to a lower position if such
position becomes available during the six (6) month period after the
layoff based on a number of factors including: job classification,
work load, performance evaluations, attendance and discipline,
skill, ability, qualification, and length of employment with the City
of Rosemead. The relative weight to be given to each of these
factors in determining who shall be recalled from layoff shall be
determined by the City of Rosemead.
Personnel Administration 4-9
•
•
5. State/Federal Laws & Regulations
5.1 Overview
The City of Rosemead adheres to a number of laws and policies,
summarized below, that are designed to promote a safe,
comfortable, and professional work environment for all employees.
For details of these laws and policies, contact the City Manager's
Office.
5.2 Americans With Disabilities Act
The Federal Americans with Disabilities Act (ADA) protects
permanently disabled employees and job applicants from
discrimination based on their disabilities. The ADA requires
employers to provide reasonable accommodations to enable
individuals with disabilities to apply for and perform their job.
California's Fair Employment and Housing Act provides civil rights
protections similar to, and in some cases broader than, the ADA.
5.3 Drug-free Workplace
The City of Rosemead has a formal SUBSTANCE ABUSE
POLICY STATEMENT. The purpose of this policy is to deter
substance abuse as it relates to City employees and the provision of
City services to the public by creating a program of education and
rehabilitation assistance for City employees. This policy establishes
procedures for the investigation, referral or discipline of City
employees deemed to have substance abuse related problems.
POLICY STATEMENT
For purposes of this policy, the term "controlled substances" shall
mean illegal drugs, narcotics, and hallucinogens, including but not
limited to Cocaine, THC (marijuana), opiates (codeine, heroin,
morphine), Amphetamines (i.e.,"speed"), and Phencyclidine (PCP),
and prescription medications not medically prescribed to the
specific individual. "Alcohol" shall mean alcoholic beverages.
The public has a right to expect each public employee to deliver
services in a safe and conscientious manner. The use of controlled
substances or alcohol by City employees in the workplace, or at
such time as it may impair the employee's ability to perform
State/Federal Laws & Repaulations 5-1
required duties during working hours, creates a serious potential
public liability. Therefore, in order to ensure the safety of
employees, the public and the work environment, City employees
must be free of potential impainnent by controlled substances or
alcohol.
The unlawful manufacture, distribution, dispensing, possession or
use of a controlled substance or alcohol by City employees in the
workplace or at such time as it may impair the employee's ability to
perform required duties during working hours is strictly prohibited.
Violation of this policy may result in disciplinary action, up to and
including termination of employment.
Specific actions to be taken in dealing with individual employees
will be detennined on a case-by-case basis. Employees who
suspect that they may have a chemical dependency problem based
on alcohol or controlled substance abuse are encouraged to utilize
the drug/alcohol rehabilitation programs in their health plans. If
none are available, they may utilize other community-based
resources available before this dependency affects their employment
status. Such participation is voluntary and confidential.
The City will attempt to rehabilitate an employee whenever the
individual employee's work record, length of employment with the
City, and other factors justify such an effort. Rehabilitative efforts
may include referral to community resources, detoxification or
treatment at the employee's expense, approved leave of absence, or
transfer or reassignment as the circumstances may warrant.
The City reserves the right to require employee participation in a
rehabilitative program as a condition of discipline or continued
employment if the employee has been found to be in violation of
this policy. Failure of a rehabilitative effort for a qualified employee
may result in serious discipline, up to and including termination of
employment.
CONDITIONS FOR TESTING
Supervisors and managers are charged with the responsibility to
ensure that employees are not allowed to perform hazardous duties
when there is any reasonable objective indication of impairment of
their ability to perform their required duties.
Employees may be subject to blood and/or urine testing for cause.
Cause shall be determined by employee behavior or conduct
inappropriate to the job and symptoms indicative of controlled
substance or alcohol use. An employee suspected of impairment
caused by the use of alcohol or controlled substances will be
State/Federal Laws & Regulations 5-2
ordered to submit to blood and/or urine testing. Refusal by an
employee to submit to such testing as ordered, will be considered
insubordination and grounds for discipline, up to and including
termination of employment.
NOTICE OF CONVICTION
As a condition of continued employment, City employees are
required to notify the City of any criuninal drug statute conviction
for a violation no later than five (5) days after such conviction.
Within thirty (30) days of receiving such notice from an employee,
the City shall take one of the following actions with respect to any
employee so convicted:
1. Take appropriate personnel action against such employee,
up to and including termination; or
2. Require such employee to participate satisfactorily in a
substance abuse assistance or rehabilitative program
approved for such purposes by a Federal, State, or local
health, law enforcement or other appropriate agency.
Please review and sign the Substance Abuse Policy
Acknowledgement form attached to this Handbook as Attachment
E.
5.4 Family & Medical Leave
This policy is intended to meet the requirements of the Family and
Medical Leave Act of 1993 "FMLA" and the California Moore-
Brown-Roberti Family Rights Act.
Eligibility and terms of the leave. Family and medical leaves of
absence arc available on an unpaid basis to eligible employees. In
order to qualify for a leave, an employee must (a) have been
employed for at least 12 months, (b) have worked at least 1,250
hours of service during the 12-month period immediately before the
leave would begin, and (c) work within a 75-mile radius of 50 or
more employees of the City. An eligible employee may request up
to 12 weeks leave in a 12-month period to care for a newborn child,
for the placement of a child for adoption or foster care, to care for
the employee's seriously ill spouse, child or parent, or for the
employee's own serious health condition that prevents the
employee from performing his or her job.
A serious health condition is defined as an illness, injury,
impairment, or physical or mental condition which warrants the
participation of a family member to provide care during the period
State/Federal Laws & Regulations 5-3
• 0
of the treatment or supervision and involves either: (a) in-patient
care in the hospital, hospice, or residential health care facility; or (b)
continuing treatment or continuing supervision by a health care
provider.
Under California law, leaves taken because of disability on account
of pregnancy, childbirth, or related medical conditions are not
included within the definition of one's own serious health condition.
Female employees are entitled to four months of pregnancy
disability leave as provided by law in addition to the Family and
Medical Leave.
When it is medically necessary, you may take your leave on an
intermittent basis or use a reduced-time schedule, that is, work
fewer hours per day or per week than your usual schedule requires.
Notice. If your leave of absence is foreseeable based on an
expected birth, placement for adoption or foster care, or planned
medical treatment for your own serious health condition or that of a
family member, you must give the City at least 30 days advance
notice. If 30 days notice is not practicable, the employee must give
notice as soon as possible. The notice must be sufficient to make
your supervisor or the City aware that you intend to take FMLA-
qualifying leave, and the anticipated timing and duration of the
leave. In the event your leave is for a planned medical treatment,
you must consult with your supervisor and make a reasonable effort
to schedule your leave so as not to disrupt operations. If an
employee fails to give 30 days notice of a foreseeable leave with no
reasonable excuse for the delay, the City reserves the right to delay
the taking of FMLA leave until at least 30 days after the date the
employee provides notice of the need for FMLA leave.
If you are granted a leave of absence, you may be required to
provide periodic reports, as requested, that describe your status and
when you expect to return to work.
Applying for Family and Medical Leave. Any employee
applying for medical leave, must submit a Request for Leave of
Absence along with a written certification from your health care
provider containing the following information:
(1) The date on which the serious health condition began or will
begin;
(2) The probable duration of the condition;
(3) A statement that, due to the serious health condition, you
are or will be unable to perform the functions of your
position.
State/Federal Laws & Regulations 5-4
A request for family leave to care for a child, spouse, or parent who
has a serious health condition must be accompanied by a
certification signed by a physician that includes all of the following
information:
(1) The date on which the serious health condition began;
(2) The probable duration of the condition;
(3) An estimate of the amount of time that the physician
believes the employee needs to take in order to care for the
child, parent, or spouse; and
(4) A statement that the serious health condition warrants the
participation of a family member to provide care during a
period of treatment or supervision of the child, parent, or
spouse.
If you request intermittent leave or leave on a reduced-time
schedule, you also must provide certification of the medical need
for either of these types of leave, its expected duration, and, if
applicable, the duration and date your medical treatment is to be
given.
If you need additional leave after the time stated in your original
certification, you must submit recertification containing the
information outlined above.
Return to work. When you are ready to return to work, you must
present the City with certification from your physician that you are
able to safely perform all of the essential functions of your position
without the immediate risk of re-injury or further injury to your
current health condition, and can do so with reasonable
accommodation.
If you take 12 work weeks of leave or less in a 12-month period
due to either your own serious health condition (not including
pregnancy) or family care, you are entitled, upon return from leave,
to be reinstated in the position you held before going on leave or to
be placed in an equivalent position with equivalent employment
benefits, pay, and other terms and conditions of employment.
Integration with other benefits. Family and medical care leaves
are unpaid. The City does not pay you during a leave of absence
for non-occupation disability and you must exhaust accrued
vacation time and personal holiday(s) prior to taking any unpaid
leave. If the leave is taken due to your own serious health
condition, you must also exhaust all accrued sick leave. Sick leave
will not be exhausted in the case of a family leave of absence.
The employee must use all vacation pay while on family leave. Sick
State/Federal Laws & Rev-ulations 5-5
pay, if any is provided to an employee, must be used while an
employee is on family leave, if the leave is taken due to the
employee's own illness or injury.
The City will maintain your group health benefits during the first 3
months of any leave of absence you take during the relevant 12-
month period under the same terms and conditions of coverage
which was provided prior to the leave, so long as the employee
makes his or her contribution, if any, in the same amount as
required prior to the leave of absence. If you remain on unpaid
leave beyond 3 months, the City's contribution towards your
medical plan will be discontinued and you will need to make
arrangements to pay the premiums.
If you fail to return from family care or medical leave, for a reason
other than your own serious health condition or that of an
immediate family member, or another reason beyond your control,
the City may recover from you the health coverage premiums paid
by the City for you while you were out on unpaid leave. The
recovery by the City of paid insurance premiums, when appropriate,
will be deducted from your final paycheck as authorized by the
necessities of life exception to the assignment of wages pursuant to
California Labor Code section 300 (g).
For the purposes of pension and retirement plans, the City shall not
be required to make planned payments for an employee during the
leave, and the leave shall not be required to be counted for the
purposes of time accrued under the plan. However, an employee
covered by a retirement plan may continue to make contribution in
accordance with the terms of the plan during the period of the
leave.
Refusals to grant family care leave. By law, the City may refuse
to grant a request for family care leave made by an employee if the
City's refusal is necessary to prevent undue hardship to the City's
operation. The City of Rosemead may refuse to grant a request for
family care leave made by a salaried employee who, on the date the
request for family care leave is made, is either one of the five
highest-paid employees or among the top ten percent of the
employees in terms of gross salary, whichever group encompasses
the greater number of persons employed by the City at the same
location.
The City shall not be required to grant an employee family care
leave, which would allow the employee and the other parent of the
child, family care leave totaling more than the amount specified in
this policy. The City shall not be required to grant an employee
family care leave for a period of time in which the child's other
State/Federal Laws & Reiaulations 5-6
parent is also taking family care leave from employment or is
unemployed.
5.5 Pregnancy Leave
Eligibility and terms of leave. A pregnant employee is entitled to
a reasonable leave of absence without pay for any temporary
disability resulting from pregnancy, miscarriage, childbirth or
recovery. Such reasonable leave of absence shall not exceed a
period of four (4) months. You may take this leave, as needed, for
all disabilities related to each pregnancy. The leave does not have
to be taken in one continuous period of time.
Applying for leave. An employee who plans to take a pregnancy
leave must give a reasonable notice (not less than four weeks)
before the date she will take the leave or as soon as you know, with
reasonable certainty, the expected date on which your leave will
begin. You should submit an Employee Leave Time
Report/Request, and you must present written certification from
your health care provider stating your anticipated delivery date and
the estimated duration of your absence, including any period of time
before and after delivery that you are expected to be disabled,
assuming a normal delivery.
Any request for a leave of absence after your disability has ended
will be treated as a request for family care leave.
Return to work. To return to work, you must present the City
with a written release from your health care provider certifying that
you are able to perform safely all the essential functions of your
position without the immediate risk of re-injury or further injury to
your health condition, and that you can return to work with
reasonable accommodation.
The City will reinstate you to the position you held before your
leave began, unless one of the following conditions exists:
(a) Your job has ceased to exist for legitimate business reasons;
(b) Your job could not be kept open or filled by a temporary
employee without substantially undermining the City's
ability to operate safely and efficiently;
(c) You have directly or indirectly indicated your intention not
to return to your job;
(d) You are no longer able to perform the essential functions of
your job with or without reasonable accommodation; or
(e) You are no longer qualified for the job.
State/Federal Laws & Regulations 5-7
0 ,
If the City cannot reinstate you to your job, the City will offer you a
substantially similar position provided: (1) a substantially similar
position exists and is available, (2) filling the available position
would not substantially undermine the City's ability to operate
safely and efficiently, and (3) you are qualified for the position.
Integration with other benefits. The City does not pay you
during your leave of absence for pregnancy, childbirth, or other
related medical condition, but, if you choose, you may use your sick
leave, accrued vacation time, and your personal holiday time during
your leave.
The City will maintain your group health benefits during the first 3
months of any leave of absence you take in the relevant 12-month
period under the same terms and conditions of coverage which was
provided prior to the leave, so long as you make your contribution,
if any, in the same amount as required prior to the leave of absence.
5.6 Personal Leave
Employees who are temporarily unable to work for personal
reasons, and who have completed their training period, may apply
for an unpaid leave of absence. A leave of absence without pay
may be granted at the discretion of management, for any reason it
deems adequate. A request for a leave of absence will be
considered on the basis of the employee's position, level of
responsibility, length of service, performance, the reason for the
request, and the City's ability to obtain a satisfactory replacement
during the time the employee would be absent.
The City reserves the right to require written documentation
supporting the employee's stated reason(s) for requesting an unpaid
leave of absence. Benefits are not earned during personal leave.
Personal leaves of absence taken under any circumstance are
discouraged except in extreme personal urgent matters. Any
personal leave must be arranged with an employee's supervisor and
submitted in writing for approval. No personal leave exceeding
thirty (30) consecutive days will be granted for any reason, due to
the potential hardship such leaves may impose on fellow employees
and the City. Any employee not returning to work at the end of an
authorized leave will be subject to discharge.
Personal leaves are not granted to training period employees. The
City requires at least one (1) year of continuous service before it
will consider an employee's application for a personal leave of
absence.
State/Federal Laws & Regulations 5-8
The City will make a reasonable effort to place employees returning
from a personal leave of absence, in the same or similar position.
However, with the exception of family and medical, pregnancy,
and/or military leaves, the City is under no obligation to place any
employee back on the payroll in any position at any salary level.
Personal leaves of absence are unpaid. You will not accrue
vacation or sick leave, nor will you be paid for holidays during your
leave of absence.
The City will maintain your group health benefits during the first 30
days of your personal leave of absence under the same terms and
conditions of coverage, which was provided prior to the leave, so
long as you make your contribution, if any, in the same amount as
required prior to the leave of absence. If you remain on unpaid
leave beyond 30 days, the City's contribution towards your medical
plan will be discontinued and you will need to make arrangements
to pay the premiums. If you fail to return from your personal leave
of absence, the City may recover from you the health coverage
premiums paid by the City for you while you were out on unpaid
leave.
For the purposes of pension and retirement plans, the City shall not
be required to make planned payments for an employee during the
leave, and the leave shall not be required to be counted for the
purposes of time accrued under the plan. However, an employee
covered by a retirement plan may continue to make contributions in
accordance with the terms of the plan during the period of the
leave.
5.7 Harassment
The City has a formal policy against HARASSMENT IN THE
WORK PLACE. The following harassment in the workplace
statement is to define and issue to all employees the City's policy
on the prohibition of harassment in the work place.
POLICY:
Harassment of an applicant or employee by a supervisor,
management employee or co-worker on the basis of race, religious
creed, color, national origin, ancestry, physical handicap, medical
condition, marital status, sex or age will not be tolerated.
Disciplinary action up to, and including termination, will be
instituted for behavior described in the following definition of
harassment.
State/Federal Laws & Regulations 5-9
•
•
DEFINITION:
Harassment includes, but is not limited to:
1) Verbal Harassment - For example, epithets, derogatory
comments or slurs on the basis of race, religious creed, color,
national origin, ancestry, physical handicap, medical condition,
marital status, sex or age.
2) Physical Harassment - For example, assault, impeding or
blocking movement, or any physical interference with normal
work or movement when directed at an individual on the basis
of race, religious creed, color, national origin, ancestry, physical
handicap, medical condition, marital status, sex or age.
3) Visual Forms of Harassment - For example, derogatory
posters, notices, bulletins, cartoons, or drawings on the basis of
race, religious creed, color, national origin, ancestry, physical
handicap, medical condition, marital status, sex or age.
4) Sexual Favors - Unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual
nature which is conditioned upon an employment benefit, which
unreasonably interferes with an individual's work performance
or creates an otlcnsive work environment.
GRIEVANCE PROCESS:
An employee who has been harassed on the job should inform, as
soon as possible, the employer, its agents or supervisors of the
incident. To accommodate the unique nature of harassment
complaints, the following grievance process is provided for the
purpose of resolution of a complaint at the earliest possible date.
Elements of this process are:
Complaint Advisors - The City Manager or his/her designee will be
available to receive harassment complaints. Actions to be taken
will include, but may not be limited to:
(1) Counseling the employee and outlining the options available.
(2) Obtaining a factual written statement of the complaint for the
affected Department Head.
State/Federal Laws & Regulations 5-10
• 0
(3) Assisting in follow-up investigation, interviewing accused,
witnesses, and supervisors as appropriate, and recommending
disposition of the complaint.
Department Head and/or City Manager - Authorizes investigation
of the complaint, reviews factual information collected to determine
whether the alleged conduct constitutes harassment, giving
consideration to the record as a whole and the totality of
circumstances, including the nature of the verbal, physical, visual or
sexual favor aspect of the advance and the context in which the
alleged incidents occurred. Takes and/or authorizes appropriate
action, including but not limited to the following:
A. Determination that the allegations are not sustained; or
B. Discipline the employee, upon a determination that the
allegations against the employee are sustained. Such
discipline may take the form of any of, or a combination
of, the following:
(1) Oral reprimand.
(2) Written reprimand.
(3) Imposition of probationary status.
(4) Suspension without pay.
(5) Dismissal from employment.
Confidentiality - Significant efforts will be made to protect the privacy of
parties involved in a complaint. Files pertaining to complaints handled
under the pre-grievance process will not be made available to the general
public.
Dissemination of City Policy - All employees, supervisors and managers
shall be sent copies of this Policy and this Policy shall be posted in
appropriate places.
PLEASE NOTE: Harassment, as defined above, violates Title XI1 of the
Civil Rights Act of 1964, the California Government Code, regulatory
guidelines of the Equal Employment Opportunity Commission, and the
California Fair Employment and Housing Commission.
VIOLATION OF THIS POLICY SHALL GENERALLY
CONSTITUTE JUST AND REASONABLE CAUSE FOR
DISCIPLINE, UP TO AND INCLUDING TERMINATION.
State/Federal Laws & Regulations 5-11
5.8 Sexual Harassment
Sexual harassment is a form of discrimination prohibited by the
Civil Rights Act of 1964 and the California Government Code.
Sexual harassment is illegal and will not be tolerated. Unwelcome
sexual advances, requests for sexual favors, and other verbal or
physical conduct of a sexual nature constitute sexual harassment
when: (1) submission to such conduct is made either explicitly or
implicitly a term or condition of employment, (2) submission to or
rejection of such conduct by an employee is used as the basis for
employment decisions affecting such employee, or (3) such conduct
has the purpose or effect of unreasonably interfering with an
employee's work performance or creating an intimidating, hostile,
or offensive working environment.
For example, sexual harassment includes soliciting sexual favors
from an unwilling subordinate or co-worker in return for
promotions, increased wages or continuance of the job, as well as
verbal or physical conduct of a sexual nature such as off-color
jokes, crude language or initiating sexually suggestive
conversations.
Employees are requested to report any incident of harassment
immediately to their supervisor or to any member of management.
If the alleged harasser is the reporting employee's immediate
supervisor, the employee need not report their claim to the
immediate supervisor, and should report the harassment to any
member of management. All complaints will be thoroughly
investigated. The results of the investigation will be made known
to the complaining employee, and the City will take appropriate
disciplinary action against the alleged harasser, if warranted.
5.9 Equal Employment Opportunity
The City is an equal opportunity employer. It is the policy of the
City that its workforce be representative of California's diverse
population. All employees are entitled to a work environment free
of discrimination based on race, color, age, religion, sex, disability,
national origin, ancestry, marital status, sexual orientation, or
political affiliation. It is illegal to retaliate against an employee for
filing a discrimination complaint or participating in the complaint
process.
State/Federal Laws & ReLmlations 5-12
0 0
State/Federal Laws & Regulations 5-13
City of Rosemead
FY 2007.08 Personnel Budget Worksheet
City Council
FY 2007.2008
ast Name
irst Name
itle
ccount
Number
%
Monthly
Calculated
Salary
+
Monthly
Salary
+
Monthly CDC
Salary
+
Monthly
Health Benefit
Cost ($1,200)
Monthly
Ancillary Cost
($66.83)
+
Monthly WIC
Cost (1% or
4% of salary)
+
Monthly FICA
Cost (6.2% of
salary, up to
$94,200)
+
Monthly
Medicare Coat
(1.45% of
salary)
+
Monthly PIERS
Cost (26.802%
of salary)
+
Monthly PARS
Cost (8.64%o
salary)
+
Monthly Deferred
Comp. (1% • 5%,
depending on
years of service)
+
Monthly Auto
Allowance
Cost
,
2-Months
OTAL ANNUAL
COST
RATION
Tran
John
Mayor
100%
$ 2,31863
$ 1,118.63
$ 1,200 00
$ 1,200.00
$ 6683
$ 92,75
$ 14376
$ 3362
$ 62144
$ 20033
S 11593
$ 50900
12
S 63,51937
Nunez
John
Mayor Pro Tem
100%
$ 2,318.63
$ 1,118.63
$ 1,200.00
$ 1,200.00
$ 66.83
$ 92.75
$ 143.76
$ 33.62
$ 621.44
$ 200.33
$ 115.93
$ 500.00
12
$ 63,519.37
Clark
Margaret
Council Member
100%
$ 2,318.63
$ 1,118.63
$ 1,20000
$ 1,200.00
$ 66.83
$ 92.75
$ 143.76
$ 33.62
$ 621.44
$ 200.33
$ 115.93
$ 500.00
12
$ 63,519.37
Low
Polly
Council Member
100%
$ 1,26863
$ 1,118.63
$ 15000
$ 1,200.00
$ 66.83
$ 50.75
$ 7666
$ 18,40
$ 34002
$ 109.61
$ 6343
$ 50000
12
$ 44.35578
or
Gary
Council Member
100%
$ 1,26863
$ 1,11863
$ 15000
$ 1,200.00
$ 6683
$ 5075
$ 78.66
$ 1840
$ 340,02
$ 10961
$ 6343
$ 50000
12
$ 44,355.78
Sub Total
$ 9,493.15
$ 5.59315
$ 3.90000
$ 6.000.00
$ 33415
$ 379.73
$ 588.58
$ 137.65
$ 2,544.35
$ 820.21
$ 474.66
$ 2,50000
$ 279.269.66
TOTALS $ 9,493.15 $ 5,593.15 $ 3,900.00 $ 6,000.00 $ 334 15 $ 9 „
5 n o_
GF Allocation $ 232,469.66
CDC Allocation $ 46,800 00
TOTAL $ 279,269.66
0
City of Rosemead
FY 200708 Personnel Budget Worksheet
City Manager
FY 2007.2008
ast Name
irst Name
itle
ccount
Number
%
Charged
Monthly Salary
+
Monthly Health
Benefit Cost
($1,200)
,
Monthly
Ancillary
Cost ($66.83)
+
Monthly WIC
Cost (11% or
4% of salary)
+
Monthly FICA
Cost (6.2% of
salary, up to
$94,200)
.
Monthly
Medicare Cost
(1.45% of
salary)
+
Monthly PERS
Cost (26.802%
of salary)
+
Monthly PARS
Cost (8.64%o
salary)
+
Monthly Deferred
Comp. (1% • 5%,
depending on
years of service)
+
Monthly Auto
Allowance
Cost
x
2-Months
=
OTAL ANNUAL
COST
AD$INIBTRATION
Lauarettc
Andy
City Manager
GF
40%
$
6.38000
$
480 00
S
26 73
S
63 80
S
194 27
$
92.51
S
1,709 97
$
551 23
$
63 80
S
320 00
12
$
118.587 63
Lazzaretto
Andy
City Manager
CDC
35%
$
5,582.50
S
420.00
S
23.39
$
5582
S
169.98
$
80.95
$
1,496.22
$
482.33
$
55.82
$
280.00
12
$
103,76418
Lauaretto
Andy
City Manager
Prop, A
25%
$
3,987.50
$
300.00
$
16.71
$
39.87
$
121.42
$
57.82
$
1,068.73
$
344.52
S
39.87
$
200.00
12
$
74,117.27
Chi
Oliver
Deputy City Manager
GF
35%
$
3,323.13
$
420 00
$
23.39
$
33.23
$
169.98
$
48.19
$
890.66
$
287.12
$
33.23
$
175,00
12
$
64,847 18
1
Oliver
Deputy City Manager
CDC
35%
$
3,323.13
$
420.00
$
23.39
$
33.23
$
169.98
$
48.19
$
690.66
$
287.12
$
33.23
$
175.00
12
$
64,847.18
Chi
Oliver
Deputy City Manager
Prop A
30%
$
2,84840
$
360.00
$
2005
$
28.48
$
145.70
$
41.30
$
763.43
$
246.10
$
2848
$
15000
12
$
55,583,30
NEW POSITION
Assistant to the City Manager
GF
20%
$
1,436.90
$
240.00
$
13.37
$
14.37
$
89.09
$
20.84
$
38512
$
12415
$
14 37
$
100.00
12
$
29,258 32
NEW POSITION
Assistant to the City Manager
CDC
30%
$
2,15535
$
360.00
S
20.05
$
21.55
$
133.63
$
31.25
$
577.68
$
186.22
$
2155
$
150.00
12
$
43,887,47
Saavedra
Jan
Executive Assistant
GF
50%
$
2,432.70
$
600.00
$
3142
$
24.33
$
15083
$
3517
$
65201
$
21019
$
121.64
$
-
12
$
51,124.51
Saavedra
Jan
Executive Assistant
CDC
50%
$
2,432.70
$
600.00
$
33.42
$
24.33
$
150.83
$
35.27
$
652.01
$
210.19
$
121.64
$
12
$
51,124.51
Escalona
Conchita
Administrative Assistant
GF
50%
$
1,681.89
$
60000
$
33.42
$
1682
$
104.28
$
2439
$
45078
$
145.32
$
50.46
$
12
$
37,288.09
Escalona
Conchita
Administrative Assistant
Prop. A
25%
$
840.95
$
300.00
$
16.71
$
8.41
$
52.14
$
12.19
$
225,39
$
72.66
$
25.23
$
12
$
18,644.04
Escalona
Conchita
Administrative Assistant
CDC
25%
$
84095
$
300.00
$
16.71
$
8.41
$
52.14
$
1219
$
22539
$
72.66
$
25.23
$
12
$
18,64404
Calderon
Elizabeth
Administrative Assistant
GF
45°%
$
1,398.97
$
540.00
$
30.07
$
13.99
$
86 74
$
2029 ,
$
374 95
$
120.87
$
4197
S
12
$
31,534.14
Calderon
Elizabeth
Administrative Assistant
CDC
30%
$
932.65
S
36000
S
20.05
S
933
S
5782
S
1352
S
24997
S
8058
$
2798
$
12
$
21.02276
Sub Total
$
39,597 69
$
6,300.00
$
350.86
$
395 98
S
1.848 82
$
574 17
$
10,612 97
$
3.421.24
$
704 50
S
1.55000
S
784.274 64
PERSONNEL
-
NEW POSITION
People Manager
GF
60°%
$
4.31070
S
1.20000
S
40 10
S
4311
5
267 26
S
fit 51
S
1.15535
S
372 44
S
43 11
$
306 00
12
S
93.534 95
W POSITION
People Manager
CDC
40%
$
2.87380
$
1,200 00
S
26 73
S
28 74
S
17818
S
41 67
$
770 24
S
248 30
$
28 74
S
200 00
12
$
67.15663
Sub Total
$
7.18450
$
2.40000
$
66.83
$
71 65
S
445 44
$
10418
$
1,925.59
$
620.74
S
71.85
$
500.00
$
160,691.58
PUBLIC INFORMATION
NEW POSITION
Public Communication Manager
GF
601%
S
4,310.70
$
1,200 00
$
40.10
$
43 11
$
267.26
$
62.51
$
1.15535
S
372 44
$
43 11
$
300 00
12
$
91534 55
NEW POSITION
Public Communication Manager
CDC
40%
$
2,873.80
$
1,200 00
$
26.73
$
28.74
$
178.18
$
41.67
$
770 24
$
248 30
$
28 74
$
200 00
12
S
61.156 63
Sub Total
$
7,184.50
$
2,400.00
$
66.83
$
71.85
$
445.44
$
104.18
$ 1,925.59
$
620.74
$
71.85
$
500.00
S 24.00
$
160,691-58
GF Allocation
$
519,709.77
CDC Allocation
$
437,603.41
Prop. A Allocation
$
148,344.62
TOTAL
$
1,105,657.80
City of Rosemead
FY 2007.08 Personnel Budget Worksheet
City Clerk
FY 2007-2008
ast Name
irst Name
itle
ccount
Number
%
Charged
Monthly Salary
+
Monthly
Health Benefit
Cost ($1,200)
+
Monthly
AncillaryCost
(588.83)
+
Monthly WIC
Cost (1%or
4% of salary)
+
Monthly FICA
Cost (6.2%of
salary, up to
$94,200)
+
Monthly
Medicare Cost
(1.45% of
salary)
+
Monthly PIERS
Coat (26.802%
of salary)
+
Monthly PARS
Cost (8.64%o
salary)
+
Monthly Deferred
Comp.(1%•5%,
depending on
years of service)
+
Monthly Auto
Allowance
Cost
x
2-Months
OTAL ANNUAL
COST
ADMINISTRATION
~.1sP ,'~j
D yrh
GF
50
$ 3.966.77
S 60C ;JO
5 3?.t2
3q:d7
S 2-1-11 R3
5 07 52
S 1 703 17
5 x273
S 39 67
5 {50 00
12
5 79 62929
Caslrulta
Nina
City Clerk
CDC
50%
$ 3,966.77
$ 600.00
$ 33.42
$ 39.67
$ 242.83
$ 57,52
$ 1,063.17
5 342.73
$ 39.67
$ 250.00
12
$ 79,629.29
Bhate
Kamal
Assistant to the City Clerk
GF
50%
$ 2,073.07
$ 600.00
S 33.42
$ 20.73
$ 128.53
S 30.06
$ 555.62
$ 179.11
$ 20.73
$
12
$ 43,695.20
Bhate
Kamal
Assistant to the City Clerk
CDC
50%
$ 2,073.07
$ 600.00
$ 33.42
$ 20.73
$ 128.53
$ 30.06
$ 555.62
$ 179.11
$ 20.73
$
12
$ 43,695.20
WPOSITION
Administrative Assistant
GF
50%
$ 1.554.41
$ 600.00
$ 33.42
$ 15.54
$ 96.37
$ 22.54
$ 416.61
$ 134.30
$ 15.54
$
12
$ 34,664.87
POSITION
Administrative Assistant
CDC
50%
$ 1.554.41
S 60000
$ 33.42
$ 15.54
$ 96.37
$ 22.54
S 416.61
$ 134.30
$ 15.54
$
12
$ 34,664.87
Sub Total
$ 15,188.49
5 3,600.00
$ 200.49
$ 151.88
$ 935.47
$ 220.23
$ 4,070.82
$ 1,312.29
$ 151.88
$ 500.00
$ 315.978.73
TOTALS $ 15,188.49 $ 3,600.00 $ 100.49 $ 151.88 $ 935.47 $ 220.23 $ 4,070.82 $ 1,312.29 $ 151.88 is 500.00 $ 315,978.73
GF Allocation $ 157,989.37
CDC Allocation $ 157,989.37
TOTAL $ 315,978.73
0
City of Rosemead
FY 2007.08 Personnel Budget Worksheet
Finance - Full Time
L-
FY 2007-2008
ast Name
W
irst Name
itle
ccount
Number
%
Charged
Monthly Salary
+
Monthly
Health Benefit
Cost ($1,200)
+
Monthly
Ancillary Cost
($66.83)
+
Monthly WIC
Cost (1% or
4% of salary)
+
Monthly FICA
Cost (6.2% of
salary, up to
$94,200)
+
Monthly
Medicare Cost
(1.45% of
salary)
+
Monthly PERS
Cost (26.802%
of salary)
+
Monthly PARS
Cost (8.64%o
salary)
+
Monthly Deferred
Comp. (1%• 5%,
depending on
years of service)
+
Monthly Auto
Allowance
Cost
x
2-Months
=
OTAL ANNUAL
COST
MTION
N
Pedote
Lisa
Chief Financial Officer
GF
35%
S
4,482 78
S
420 00
S
23 39
S
44 83
S
169 98
S
65 00
S
1 201 48
S
387 31
S
44 83
S
250 00
12
S
85.075 20
Pedote
Lisa
Chief Financial Officer
CDC
30%
$
3,842.39
$
360.00
S
20.05
$
38.42
$
145.70
$
5511
$
1,02984
$
331.98
$
38.42
$
150.00
12
$
72,15017
Pedote
Lisa
Chief Financial Officer
Prop A
25%
S
3,201.99
$
300.00
$
16.71
$
32.02
$
121,42
$
46.43
$
85820
$
27665
$
3202
$
12500
12
$
60,12514
Pedote
Lisa
Chief Financial Officer
HOME
10%
$
1,280.80
S
110 00
$
6.68
$
12.81
$
48.57
$
18.57
$
34128
$
110.66
$
12.81
$
-
12
$
23,450 06
Ishlbashi
Colleen
Finance Assistant
GF
50%
$
2,621.08
$
600 00
$
33.42
$
26.21
$
16251
$
38.01
S
702.50
$
226 46
S
51.42
S
12
S
53,551 15
Ishibashi
Colleen
Finance Assistant
CDC
50%
$
2,621.08
$
600.00
$
3342
S
26.21
$
162.51
$
38.01
$
702.50
$
226.46
$
52,42
$
12
$
53,55115
Araceli
Galindo
Account Technician II
GF
50%
$
1,681.89
$
600.00
$
33.42
$
16.82
$
104 28
$
24.39
$
450.78
$
145 32
$
16.82
$
12
s
36.884 43
Araceli
Galindo
Account Technician II
CDC
50%
$
1,681.89
$
600.00
$
33.42
$
16.82
$
104.28
$
24.39
$
450.78
$
145.32
$
16.82
$
12
$
36.884 43
Llamas
Silvia
Account Technician I
GF
50%
$
1,492.61
$
600.00
$
33 42
$
14.93
$
9254
$
21 64
$
400.05
S
128 96
$
14 93
S
12
$
33,588 87
Llamas
Silvia
Account Technician I
CDC
50%
$
1,492.61
$
600.00
$
33.42
$
14.93
$
92.54
$
21.64
$
400.05
$
128.96
$
14 93
$
12
$
33,588 87
NEW POSITION
Accounting Manager
GF
50%
$
3,417.48
$
600.00
$
3342
$
3417
$
21188
S
4955
$
915.95
$
295.27
$
3417
S
12
$
67,102.86
NEW POSITION
Accounting Manager
CDC
50%
$
3,417.48
$
600.00
$
3342
$
34.17
$
211.88
$
49.55
$
915.95
$
295.27
$
34.17
$
12
$
67,102.86
NEW POSITION
Assistant to the City Manager
GF
50%
$
3,592.25
$
60000
S
3342
$
35.92
S
22272
S
5209
S
96279
$
31037
$
3592
$
250.00
12
$
73,145.79
Sub Total
$
34,82631
$
6,600.00
$
367.57
$
348.26
$
1,650.80
S
504.98
$
9,334 15
$
3,008.99
$
400.68
$
775.00
$
696,201.00
TOTALS $ 34,826.31 $ 6,600.00 $ 367.57 $ 348.28 $ 1,850.80 $ 504.98 $ 9,334.15 $ 3,008.99 $ 400.68 $ 775.00 S 696,201.00
GF Allocation
$
349,348.31
•
CDC Allocation
HOME Allocation
$
$
263,27749
23,450.06
Prop. A Allocation
$
60,12514
TOTAL
S
696,201.00
City of Rosemead
FY 2007-08 Personnel Budget Worksheet
Finance - Part Time
FY 2007.2008
ast Name
irst Name
itle
ccount
Number
%
Charged
Monthly Salary
+
Monthly
Health Benefit
Cost ($600)
+
Monthly
AncillaryCost
($66.83)
+
Monthly WIC
Cost (1%or
4% of salary)
+
Monthly FICA
Cost (3.75 of
salary)
+
Monthly
Medicare Cost
(1.45% of
salary)
+
Monthly PIERS
Cost (26.802%
of salary)
+
Monthly PARS
Cost (8.64% o
salary)
+
Monthly Deferred
Comp. (1%-5%,
depending on
years of service)
+
Monthly Auto
Allowance
Cost
z
2-Months
=
OTAL ANNUAL
COST
ADMINISTRATION
a;or,c
alene
A1X0LJ ( Te(jimcian I
GF
50
5 688.81)
S
$
5 6.89
5 26.88
S 9.99
S
S
$
$ 8.778.07
Mazone
Valerie
Account TechnicianI
CDC
50%
$ 688.80
$
$
5 6.89
$ 25.83
5 9.99
S
$
$
$
12
$ 8,778.07
Sub Total
$ 1,377.60
$
$
$ 13.78
S 51.66
$ 19.98
$
$
$
S
$ 17,556.13
TOTALS f 1,377.60 f f IS 13.78 $ 51.66 IS 19.98 is Is is Is is
17,556.13
GF Allocation $ 8,778.07
CDC Allocation $ 8,778.07
TOTAL $ 17,556.13
0
City of Rosemead
FY 2007.08 Personnel Budget Worksheet
Community Development - Full Time
FY 2007.2008
ast Name
irst Name
itle
ccount
Number
%
Charged
Monthly Salary
Monthly Health
BeneFlt Cost
($1,200)
•
Monthly
Ancillary Coat
($66.83)
«
MonthyWIC
Coat (1%or 4%
of salary)
«
Monthly FICA
cost (6.2%of
salary, up to
$94,200)
«
Monthly
Medicare Cost
(1.45% of
salary)
«
MonthyPERS
Coat (26.802%
salary)
«
Monthly PARS
Cost (8.64% of
salary)
.
Monthly Deferred
Comp. (1%-5%
depending on years
of service)
Monthly Auto
Allowance
Cost
x
2-Months
-
OTAL ANNUAL
COST
110M187MUW_
AWL
I .
Duff
Jesse
Interim Community Development Director
GF
40%
$
6.500.00
$
S
-
$
65 00
$
117 50
S
94 25
$
-
$
S
$
-
12
$
81,321 00
Duff
Jesse
Interim Community De~elooment Director
CDC
40%
S
6,500 00
$
$
-
$
65.00
$
117.50
$
94 25
$
-
$
$
$
-
12
$
81,321.00
Duff
Jesse
Interim Community Development Director
Prop A
20%
$
3.250.00
$
$
$
32.50
$
58.75
$
4713
$
$
.
$
-
$
12
$
40,660.50
Tnnh
Lily
AdmnislraliveAssistant
GF
50%
$
1,75039
S
60000
$
3342
$
1750
5
108.52
S
25.38
$
46914
$
15123
S
1750
S
12
$
38,07709
Tnnh
Lily
Admimslra6veAssistant
CDC
50%
S
1.750.39
$
60000
S
3342
5
17.50
$
108.52
$
25.38
$
469-14
$
151.23
$
1750
$
-
12
S
38.077.09
Sub Total
W*
N
N
$
19.750.78
S
1,200 00
S
66 83
S
197 51
$
510 80
$
286.39
$
93828
$
302.47
$
35 01
S
S
279 456.68
RVICIES W A
I
nnsor
Bract
Planning Sernces Administrator
GF
40%
$
3.36954
$
480 00
S
26 73
S
33 70
S
194.27
$
48.86
$
903.11
$
291.13
S
6739
$
200.00
12
$
67.376.65
Johnson
Brad
Planning Serices Administrator
CDC
40%
$
3,36954
S
480.00
S
26.73
S
33.70
$
194.27
S
4886
$
903,11
$
29113
$
6739
S
200.00
12
$
67,37665
Johnson
Brad
Planning Services Administrator
Prop. A
20%
$
1,684 77
S
240.00
$
13.37
S
16.85
$
97.13
S
24.43
S
451.55
$
145.56
S
33 70
$
100.00
12
$
33.688.33
Byaruhanga
George
Senior Planner
CDC
100%
$
5.910.94
S
1,200.00
S
66.83
$
59.11
$
366.48
$
85.71
$
1,584.25
$
510.71
$
59.11
$
-
12
$
118.117.57
Bermele
Shen
Associate Planner
GF
50%
$
2,482.27
$
60000
$
33.42
S
24.82
$
153.90
$
35.99
$
665,30
$
214,47
S
24,82
$
-
12
$
50.81988
Bermeio
Shen
Associate Planner
CDC
50%
S
2,48227
S
600,00
$
3142
$
24.82
$
153.90
S
35.99
S
665,30
S
214.47
S
24.82
S
12
S
50,819.88
NEW POSITION
Assistant Planner
GF
50%
$
2,192.44
$
600.00
$
33.42
$
2192
$
135.93
$
31.79
$
587.62
S
189.43
S
2192
S
12
$
45.77355
NEW POSITION
Assistant Planner
CDC
50",;
S
2.192.44
$
600.00
$
33.42
S
21 92
$
135-93
$
31.79
$
587 62
$
199 43
$
21 92
$
S
45.773 55
Sub Total
CO
O
C
$
23,684 21
$
4,800.00
S
26732
$
236.84
$
1,431 81
S
343.42
$
6,347.84
S
2.046.32
S
321.08
$
50000
$ 106 oo
S
479.746 08
E
N
NN
DM
Saek,
Brien
RedevelopmentAdmnistrator
CDC
100%
S
8.380.60
S
1.200.00
S
6683
S
83.81
$
485.67
$
12152
$
2.246.17
$
724.08
S
8181
$
50000
12
$
166.70976
VACANT
Economic Developmenl Administrator
CDBG
10%
S
83806
$
120.00
$
6.68
$
6.38
S
48.57
$
12 15
$
224.62
S
72.41
$
8.38
$
-
12
$
16,070 98
VACANT
Economic Development Administrator
HOME
55%
$
4,609.33
S
660.00
$
36.76
S
46.09
$
267.12
$
66.84
$
1,235.39
S
398.25
S
46.09
$
-
12
$
88,390.37
VACANT
Economic De~elopmentAdministrator
Set-Aside
35%
$
2,93321
$
42000
S
23.39
$
29.33
S
16998
$
42.53
$
786.16
S
253.43
$
29.33
$
500.00
12
5
62,248.41
NEW POSITION
Management Analyst
CDBG
20%
$
1.065.28
S
240.00
S
13.37
$
10,65
$
66.05
$
1545
$
285.52
S
9204 ,
$
10.65
$
-
12
$
21,587.99
NEW POSITION
Management Analyst
HOME
80%
$
4,261.11
$
960-00
$
53.46
S
42.61
S
264.19
S
6139
$
1,142.06
S
36816
S
42.61
$
-
12
S
86,35196
NEW POSITION
Grant Specialist
CDBG
60%
$
2.63092
$
720.00
S
40.1e
S
26.31
S
16312
S
3815
S
70514
S
227 31
$
26.31
S
12
$
54.928.26
WPOSITION
Grant Specialist
HOME
40%
$
1.75395
$
480.00
$
26.73
$
17,54
$
108.74
$
25-43
$
470.09
$
151.54
$
17.54
$
12
$
36.618.84
Sub Total
$
26.472.46
$
4,800,00
$
267.32
$
264.72
$
1,573.43
$
383.85
$
7,095.15
$
2,28722
$
264.72
$
1,000.00
$
532,906_57
TOTALS $ 69,907.45 $ 10,000.00 $ $01.47 $ 699.07 S 3,51644 S 1.D13.66 S 14,381.27 S 4,636.00 $ 620.81 S 1,50000 S 1,292,109.33
GFAllocation
$
329,141,73
CDC Allocation
$
522.421.95
CDBG Allocation
$
92,587.23
HOME Allocation
$
211,361.17
Set-Aside Allocation
$
62.248.41
Prop. A Allocation
$
74,348.63
TOTAL
$
1,292,109.33
City of Rosemead
FY 2007.08 Personnel Budget Worksheet
Community Development - Part Time
FY 2007.2008
Monthly
Monthly Deferred
Monthly
Monthly
Monthly WIC
Monthly FICA
Medicare Cost
Monthly PERS
Monthly PARS
Comp.(1%-5%,
Monthly Auto
Charged
Health Benefit
Ancillary Cost
Cost (1%or
Cost (3.75%0
(1.45% of
Cost (26.802%
Cost (8.64%o
depending on
Allowance
Account
Monthly Salary
Cost ($600)
($66.83)
4% of salary)
salary)
salary)
of salary)
salary)
years of service)
Cost
12-Months
TOTAL ANNUAL
Last Name
First Name
Title
Number
%
+
+
+
+
+
+
+
+
+
x
=
COST
PLANMNO 81MVICE
VACANT
B CM810N
Planning Intern
GF
100"0
$ 1.200 00
$
$
$ 12 00
$ 45 00
$ 17 40
$
$
$
$
12
$ 15.292 80
VACANT
Planning Intern
GF
100%
$ 1,20000
$
$
$ 12.00
$ 4500
$ 1740
$
$
$
$
12
$ 15.29280
Sub Total
S 2,400.00
$
$
$ 24.00
$ 90.00
$ 34.80
$
$
$
$
$ 30.585.60
TOTAL $ 30.585.60
u
City of Rosemead
FY 2007-08 Personnel Budget Worksheet
41
Public Safety Services - Full Time
FY 2007-2008
ast Name
irst Name
itle
ccount
Number
%
Charged Monthly
Salary
•
Monthly Health
Benefit Cost
($1,200)
•
Monthly
Ancillary
Cost
($66.83)
•
Monthly WIC
Cost j1% or 4%
of salary)
•
Monthly FICA
Cost (6.2%of
salary, up to
$94,200)
•
Monthly
Medicare Cost
(1.45%of
salary)
•
MonthlyPERS
Cost (26.802% of
salary)
•
Monthly PARS
Cost (8.64%of
salary)
•
Monthly Deferred
Comp. (1%-5%
depending on years
of service)
•
Monthly Auto
Allowence
Cost
x
12-Months
=
OTAL ANNUAL
COST
Anderson
Don
Intenm Director of Public Safety Seances
GF
45°.p
$ 6.942.00
S -
$ -
$ 277.68
$ 29375
S 100.66
$ -
$
S -
S
12
$ 91369.09
Anderson
Don
Intenm Director of Public Safety Ser ces
CDBG
1510
$ 2,314.00
$ -
$ -
$ 92.56
$ 293.75
$ 33.55
S
$
$ -
$
12
$ 32.806.36
Anderson
Don
Interim Director of Public Safety Services
CDC
40%
$ 6,170.67
$
$
$ 246.83
$ 293.75
$ 89.47
S
$
$
$
12
$ 81,606.63
Rodriguez
Ray
Public Safety Services Supervisor
GF
50%
$ 3,333,31
$ 600.00
$ 33,42
$ 133.33
$ 206.67
$ 48.33
S 893.39
S 288.00
$ 3333
$
12
$ 66.837.37
Rodriguez
Ray
Public Safety Services Supervisor
CDBG
50%
$ 3,333.31
$ 600.00
$ 33.42
$ 133.33
$ 206.67
S 48 33
S 893.39
$ 288.00
$ 3133
$
12
$ 66.837.37
Ta
EWPOSITION
NEW POSITION
Linda
Administrative Assistant
Administrative Assistant
Public Safety Coordinator
GF
CDBG
GF
100%
100%
50%
$ 3,233.98
$ 3.10882
$ 1,742.96
$ 1,200.00
S 1.200.00
$ 600.00
$ 66.83
S 6683
$ 3342
S 32.34
S 31.09
S 11.43
$ 200.51
S 192.75
S 108.06
S 46.89
S 45.08
$ 25.27
S 866.77
S 833.23
$ 46715
$ 27942
S 268.60
$ 150.59
$ 32.34
$ 31.09
$ 17.43
$
$
$
12
12
12
$ 71,508.92
$ 69,329.75
$ 37,947.13
NEW POSITION
Public Safety Coordinator
CDC
50%
$ 1,74216
$ 600.00
S 3342
$ 17.43
$ 108.06
$ 25.27
$ 467.15
S 150.59
$ 17.43
$ -
12
$ 37,947.73
NEW POSMON
Commun,ry Seances Officer
CDC
100°x,
$ 2 606 00
S 1.200 00
$ 66 83
S 26 00
S 161 20
$ 37 72
S 696 85
$ 22464
S 26 00
5 -
$ 69.470 65
Sub Total
S 3a ,572C 1
S 5200110
$ 33.715
$ L00802
$ 2.06516
S 50057
S 5.1',793
S 164984
S 19095
S -
S 61n,66359
CODE ENFORCEMENT
Co
W avne
CG'.a Enforcen.?nt 00Cer
GF
5.9
S
S
1.13
An
5 35
$ 9F_ 71
3 ' i7
3
Torres
Steve
Code Enforcement Officer
GF
100°r,
S 3,61958
S 1,200.00
$ 66.83
S 144.42
S 223.86
S 51.35
S 967,71
S 31195
$ 36.11
$ -
12
$ 19,365.72
Rodriguez
Abel
Code Enforcement Officer
CDBG
100%
$ 3,610.58
$ 1,200.00
$ 66.83
$ 144.42
S 223.86
$ 52.35
$ 967.71
$ 31195
S 7221
$
12
$ 79,79899
Espinoza
67die
CodeEnfo,remen!Officer
CDBG
1711"„
S 3.67^58
S '.20000
S 6683
S 14442
S 22386
S 5235
S 9677'
$ 31195
72 '
S -
12
S 7979?
Sun Total l
5 144.1;_32
$ 4.80000
S 2673;
S 57769
$ 89542
$ 20941
$ 3,870.83
$ 1,24782
S 21663
S
$ 318,329.43
PARKING ENFORCEMEN
VACANT
T
u3rk,nrq Ccmro' Office-
GF
4'104
S 1 7F,- -
S 430 Ci-
26
51143
$
S 8 30
S 338 21
S 111 5.;4
$ 2 62
S -
12
S 28 5'- E9
VACANT
P3rx.noCunr^,0-C
CDC
60'"
S .0:;:99
S
$ 31^
S 'S7:
736
S '6±55
5 1393
$ -
12
$ 42,76'54
Sub Tolal
$ 1.261 99
S 480.00
$ 26 73
$ 50 48
S 78 r°4
S ill 30
S 3.i° 24
S 109 04
S 12 fit
$
$ 71.269 24
GRAFFM ABATEMENT
Bailin
R^be^-
Giaf6t ADa _ ten S,nnaP<_
GF
SJ
$ '.S'S 56
s n')0 OG
$ 33 42
$ 11,0 62
9fi
$
5
X76
S 1 lc i1
5 45.•11
$
12
S 34.897 79
Baron
Robert
Graffiti Abatement Specialist
Prop. A
5016
$ 1,515.56
$ 600-00
S 33.42
$ 60 62
S 93.96
$ 21 98
$ 406 20
$ 130.94
$ 45.47
$ -
12
$ 34,897.79
Limon
Jimmy
Graffiti Abatement Specialist
GF
20%
$ 571.09
$ 240.00
$ 13.37
$ 22,84
S 35.41
S 8.28
$ 153.06
$ 49.34
S 571
S -
12
S 13.189.26
Limon
Jimmy
Graffiti Abatement Specialist
CDC
80%
$ 2,284.36
S 960.00
$ 53.46
$ 9137
$ 141.63
S 3312
$ 612.25
$ 197.37
S 22.84
$ -
12
$ 52.757.02
VACANT
Senior Graffiti Abatement Manager
GF
20%
$ 722.12
S 240.00
$ 13.37
$ 28.88
$ 44.77
$ 10.47
$ 19154
$ 62.39
S 722
$ -
12
$ 15,873.14
VACANT
Senior Graffiti Abatement Manager
CDC
80%
$ 2,888.46
$ 960.00
$ 53.46
$ 115.54
S 17908
$ 41.88
$ 774.17
$ 24966
5 28.88
S -
12
$ 63.492.58
Sub Total
$ 9,497.15
S 3,600.00
$ 200.49
$ 379.89
$ 588.82
S 137.71
$ 2,545.43
$ 82055
5 155.59
S -
$ 115,107.58
P, t 86549 S 11.872.43 S 3,827.21 S 575.80 S $ 1,221,36984
GF Allocation
$
518,862.42
CDC Allocation
$
339,03816
Prop. A Allocation
S
34,897,79
CDBG Allocation
$
328,571.46
TOTAL
S
1,221,369.84
City of Rosemead
FY 2007-08 Personnel Budget Worksheet
Public Safety Services - Part Time
FY 2007.2008
ast Name
irst Name
itle
ccount
Number
%
Charged
Monthly Salary
+
Monthly
Health Benefit
Cost ($600)
+
Monthly
Ancillary Cost
($66.83)
+
MonthlyWlC
Cost (1%or
4% of salary)
+
Monthly FICA
Cast (3.75% o
salary)
+
Monthly
Medicare Cost
(1.45% of
salary)
+
Monthly PERS
Cost (26.802%
of salary)
+
Monthly PARS
Cost (8.64% o
salary(
+
Monthly Deferred
Comp.(1%-5%,
depending on
years of service(
+
Monthly Auto
Allowance
Cost
x
2-Months
=
OTAL ANNUAL
COST
PART TIME EMPCOYE
NEW POSITION
N
Community Services Officer
GF
1001l1
S 1.200 00
S
S
S 12 00
S 45 00
S 17 40
5
$
5
$
12
$ 15.202 80
NEW POSITION
Community Services Officer
GF
100%
$ 1,200 00
$
S
$ 12 00
$ 45.00
$ 17 40
$
$
$
$
12
$ 15,292 80
NEW POSITION
Community Services Officer
CDC
100%
$ 1,200.00
$
$
$ 1200
$ 45.00
$ 1740
$
$
S -
$
12
$ 15.29280
NEW POSITION
Community Seances Officer
CDC
100%
$ 1,200.00
$
$
$ 1200 .
$ 45.00
$ 17.40
$
$
$
$
12
$ 15.292 80
NEW POSITION
Community Services Officer
CDC
100%
$ 1,200.00
$
S
$ 1200
$ 45.00
$ 17.40
$
$
$
$
12
$ 15,29280
EW POSITION
Parking Control Officer
GF
100%
$ 1,360.00
$
$
$ 13 60
$ 5100
$ 19.72
$
$
$
$
12
S 17.331 84
NEW POSITION
Parking Control Officer
CDC
100%
$ 1,360.00
$
$
$ 1360
$ 51.00
$ 19.72
$
$
$
$
12
$ 17,331.84
NEW POSITION
Parking Control Officer
CDC
100%
$ 1,360.00
S
$
$ 13.60
$ 51.00
$ 1972
$
$
S
$
12
$ 17,331.84
NEW POSITION
Graffiti Abatement Specialist
CDC
100%
$ 1.360.00
$
$
$ 13.60
$ 51.00
$ 19.72
$
$
$
$
12
$ 17,331.84
Valdepena
Crossing Guard
CDC
100%
$ 791.20
$
$
$ 7.91
S 29.67
S 11 47
$
$
$
$
12
S 10.083 05
Vasquez
Crossing Guard
CDC
100%
$ 791.20
S
$
$ 7.91
$ 29.67
$ 11.47
$
$
$
$
12
$ 10,08305
Cen
Crossing Guard
CDC
100%
$ 791.20
$
$
$ 7.91
$ 29.67
$ 11 47
$
$
$
$
12
S 10,083 05
Vargas
Crossing Guard
CDC
100%
$ 791 20
$
$
$ 7 91
$ 29.67
$ 11.47
$
$
$
$
12
S 10,083 05
Patin
Crossing Guard
CDC
100%
$ 791.20
$
$
$ 7.91
$ 29.67
$ 11.47
$
$
$
$
12
$ 10,083.05
Uranga
Crossing Guard
CDC
100%
$ 791 20
$
$
$ 7 91
S 29.67
$ 11.47
$
$
$
$
12
$ 10,083 05
Mendez
Crossing Guard
CDC
10056
$ 753.60
$
$
$ 7 54
$ 28.26
$ 10.93
$
$
$
$
12
$ 9,603.88
Tuyin
Crossing Guard
CDC
100%
$ 753.60
$
S
$ 7 54
$ 28.26
$ 10.93
$
S
$
$
12
$ 9,60388
Calderon
Crossing Guard
CDC
100%
$ 691.20
$
$
$ 691
$ 25.92
$ 10.02
$
$
$
$
12
$ 8,808.65
Calderon
Crossing Guard
GF
100%
$ 691.20
$
$
$ 6.91
$ 25.92
$ 1002
$
$
$
$
12
$ 8,808.65
Gama
Crossing Guard
GF
100%
$ 670.40
$
$
$ 670
$ 2514
$ 9.72
$
$
$
$
12
$ 8,543.58
Oviedo
Crossing Guard
GF
100%
$ 691 20
$
$
$ 6,91
$ 25.92
$ 10.02
$
$
S
$
12
$ 8.80865
Rangel
Crossing Guard
GF
100%
$ 691.20
$
$
$ 6.91
$ 25.92
$ 10.02
$
S
$
$
12
$ 8,808.65
Pu
Crossing Guard
GF
100%
$ 691.20
$
$
$ 6.91
$ 25.92
$ 10.02
$
$
$
$
12
$ 8,808.65
Coopee
Crossing Guard
GF
100%
$ 691.20
$
$
$ 6 91
$ 25.92
$ 10 02
S
$
$
S
12
S 8,808.65
O'Neil
Crossing Guard
GF
100%
$ 691.20
$
$
$ 691
$ 25.92
$ 10.02
$
$
$
$
12
$ 8,808.65
Fienco
Crossing Guard
GF
100%
$ 670.40
$
$
$ 6.70
$ 2514
$ 9 72
$
$
$
$
12
$ 8.543 58
roez
Crossing Guard
GF
100'/,
$ 6,91 20
S
S
S fi 91
5 25 92
5 10 r'2
S
<
$
12
S
Ali 111
1 2.1
TOTALS $ 24,564.89 6 Is $ 245.65 $ 921.18 $ 356.19 $ S $ IS $ 313,053.81
GF Allocation $ 126,66516
CDC Allocation $ 186,388.65
TOTAL $ 313,053.81
City of Rosemead
FY 2007.08 Personnel Budget Worksheet
Parks & Recreation - Full Time
FY 1007.2008
ast Name
irst Name
itle
ccount
Number
%
Charged
Monthly Salary
+
Monthly Health
Benefit Cost
($1,200)
+
Monthly
Ancillary Cost
($66.83)
+
Monthly WIC
Cost (1%or
4% of salary)
+
Monthly FICA
Cost (6.2% of
salary, up to
$94,200)
+
Monthly
Medicare Cost
(1.45% of
salary)
+
Monthly PERS
Cost (26.802%
of salary)
+
Monthly PARS
Cost (8.64%o
salary)
+
Monthly Deferred
Comp. (1%- 5%,
depending on
years of service)
+
Monthly Auto
Allowance
Cost
x
2-Months
=
OTAL ANNUAL
COST
ADM118TRATION
Burbank
Michael
Director of Parks 8 Rec
GF
5017,
$ 5,296 24
$ 600 00
S 66 83
$ 52 96
$ 486 70
$ 76 80
$ 1,41950
$ 457 59
$ 264 81
$ 250 00
12
$ 107.657 11
Burbank
Michael
Director of Parks 8 Rec
CDC
50 %
S 5r296 24
S 600 00
S 66 83
$ 52.96
S 486 70
S 76 80
S 1,419.50
$ 457 59
$ 264 81
S 25000
12
$ 107,657 11
Bemica
Sandy
Administrative Specialist
GF
50%
$ 2,279.47
$ 600.00
$ 66.83
$ 2219
$ 14133
$ 33.05
$ 61094
$ 19695
$ 11397
$ -
12
$ 48,784u
mica
Sandy
Administrative Specialist
CDC
50%
$ 2,279.47
$ 600 00
$ 66.83
$ 22 79
S 141.33
$ 33.05
$ 610.94
$ 196.95
$ 113.97
S
12
$ 48,784
ckwood
Rachaei
Administrative Assistant
GF
90%
$ 2 908 96
$ 1.08000
S 66 83
$ 29 09
S 180.36
$ 42.18
$ 779 66
S 251 33
$ 5818
$
12
S 64,753
Lockwood
Rachael
Administrative Assistant
Prop. A
10%
$ 323.22
S 120 00
S 66 83
$ 3 23
S 2004
S 4 69
$ 86 63
$ 27 93
$ 6.46
$
12
$ 7,908
Sub Total
S 18.383.59
S 3.60000
$ 40098
$ 183.84
$ 1,456.45
$ 26656
$ 4,92717
$ 1,588.34
$ 82221
$ 50000
S 385,544
Scott
John
Supenntedent of Parks
GF
70%
$ 3.83860
$ 840 00
S 46 78
$ 153.54
$ 237.99
$ 55 66
$ 1,028 82
$ 331 65
S 115 16
$ -
12
$ 79.779
Scott
John
Superintedent of Parks
CDC
30%
$ 1,645.11
$ 360.00
S 20.05
$ 65.80
$ 102 00
$ 23 85
$ 440 92
S 14214
5 49 35
S
12
$ 34.19
Wayman
Steve
Senior Maintenance Person
GF
70%
$ 2,184.08
$ 840 00
$ 46.78
$ 87 36
S 135.41
$ 31.67
$ 585.38
$ 188.70
$ 21.84
$
12
$ 49,454.82
Wayman
Steve
Senior Maintenance Person
CDC
30%
$ 936.04
$ 360.00
$ 20.05
$ 37 44
$ 58.03
$ 13.57
$ 250.88
$ 80.87
$ 9 36
$
12
$ 21,194.92
Vasquez
Gerry
Senior Maintenance Person
GF
70%
$ 2,309.22
$ 840.00
S 46 78
$ 92.37
$ 14317
S 33.48
$ 618.92
$ 199.52
$ 92.37
$
12
$ 52,509.86
Vasquez
Gerry
Senior Maintenance Person
CDC
30%
$ 989.66
$ 360.00
$ 20.05
$ 39.59
$ 61.36
$ 14.35
$ 26525
S 85.51
$ 39 59
S
12
$ 22,504.23
Allman
Jim
Senior Maintenance Person
GF
70%
$ 2,450.55
$ 840.00
$ 46.78
$ 9802
$ 151.93
S 35.53
$ 656.80
$ 211.73
$ 73.52
$
12
$ 54,778.25
Altman
Jim
Senior Maintenance Person
CDC
30%
$ 1,050.23
S 360.00
S 20.05
$ 42,01
$ 65.11
$ 15.23
$ 281 48
$ 90.74
$ 31.51
$
12
$ 23,476.39
Armeni
Robert
Senior Maintenance Person
GF
70%
$ 2,450.55
$ 840.00
$ 4678
$ 98.02
$ 151.93
$ 3553
$ 656.80
$ 211.73
$ 73.52
$
12
$ 54,778,25
Armendanz
Robert
Senior Maintenance Person
CDC
30%
$ 1,050.23
$ 36000
$ 20.05
$ 42.01
$ 65.11
$ 15.23
$ 281.48
$ 90.74
$ 31.51
$
12
$ 23,476 39
Vasquez
Rick
Senior Maintenance Person
GF
70%
$ 2,49976
$ 840.00
$ 46.78
$ 99.99
$ 154.98
$ 36 25
$ 669-98
$ 215.98
$ 50 00
$
12
$ 55,364.61
Vasquez
Rick
Senior Maintenance Person
CDC
30%
$ 1,071.32
$ 360.00
$ 20.05
S 4285
$ 66.42
$ 15.53
$ 28714
$ 92,56
$ 21.43
$
12
$ 23,727.69
Armendariz
Charles
Maintenance Person
GF
70%
$ 2,119.94
$ 840.00
$ 46.78
$ 8480
$ 131.44
$ 3074
$ 568.19
$ 183.16
$ 106.00
$
12
$ 49.332.41
rmendariz
Charles
Maintenance Person
CDC
30%
$ 908.54
$ 36000
$ 20.05
$ 36.34
$ 56.33
$ 1317
$ 243.51
S 7850
S 45.43
$
12
$ 21,141.46
odoy
Daniel
Maintenance Person
GF
70%
$ 1,938.23
$ 840 00
$ 46.78
S 77 53
$ 120.17
$ 28.10
$ 519.48
$ 167.46
$ 38.76
$
12
$ 45,318
Godoy
Daniel
Maintenance Person
CDC
30%
$ 830.67
$ 360.00
$ 20.05
$ 33.23
$ 51.50
$ 1204 .
$ 222.64
$ 71 77
$ 16.61
$
12
$ 19,422
Franco
Emilio
Maintenance Person
GF
70%
$ 1,755.26
$ 84000
$ 46.78
S 7021
$ 108.83
$ 2545
S 47044
$ 15165
$ 1755
$
12
$ 41,834
Franco
Emilio
Maintenance Person
CDC
30%
$ 752.25
$ 360.00
$ 20.05
$ 30 09
$ 46.64
$ 10.91
$ 201.62
$ 64 99
$ 7.52
$
12
$ 17,92E
Yates
Elbert
Maintenance Person
GF
70%
$ 1,75526
$ 840.00
$ 46.78
$ 70.21
$ 108.83
S 25.45
$ 47044
$ 151.65
$ 17,55
$
12
$ 41,83.1
Yates
Elbert
Maintenance Person
CDC
30%
$ 752.25
$ 360 00
$ 2005 .
$ 30.09
$ 46.64
$ 10.91
$ 201.62
$ 64 99
$ 7.52
$
12
$ 17,929 '
Del Cid
L
Maintenance Person
GF
70%
$ 1,687.42
$ 84000
$ 46.78
$ 67.50
$ 104.62
$ 24.47
$ 452.26
S 145,79
$ 16.87
$
12
S 40,628 5
Del Cid
L
Maintenance Person
CDC
30%
$ 723.18
$ 360 00
$ 20.05
$ 28.93
S 44.84
$ 10.49
$ 193.83
S 62.48
$ 7.23
$
12
L
$ 17.412
Jones
Martin
Assistant Park Superintendent
GF
70%
$ 2.46317
$ 840 00
$ 46.78
$ 98.53
$ 152.72
$ 35.72
$ 660.18
S 212.82
$ 49 26
$
12
$ 54,709 t
Jones
Martin
Assistant Park Superintendent
CDC
30%
$ 1,055.64
$ 360.00
$ 2005
$ 42.23
S 65 45
$ 15 31
$ 282.93
$ 9111
$ 21 11
S
12
$ 23,447 11
Sub Total
$ 39,21716
$ 14,40000
$ 80196
$ 1,56869
$ 2.43146
$ 568.65
$ 10,510.98
$ 3,388.36
$ 960.57
$
$ 886,1740
City of Rosemead
FY 2007.08 Personnel Budget Worksheet
RECREATION
Sherwood-Scott
Jean
Recreation Supervisor
GF
70%
S 4,304 23
S 840 00
$ 46 78
$ 43 04
$ 266 86
$ 6241
$ 1,15362
$ 371 89
$ 172 17
$
12
$ 87.132 02
Sherwood-Scott
Jean
Recreation Supervisor
CDC
309%
$ 1,844.67
S 360 00
S 20.05
$ 18 45
$ 114.37
$ 26.75
S 494 41
$ 159 38
$ 73 79
$
12
S 37,342.29
Regan
Monday
Recreation Supervisor
GF
70%
$ 3.036.05
$ 840.00
$ 46 78
$ 30.36
$ 188 24
$ 44 02
$ 813 72
$ 26232
$ 91.08
$
12
$ 64,230.88
Regan
Monday
Recreation Supervisor
CDC
30%
$ 1,301.17
$ 360.00
$ 20.05
$ 13.01
$ 80.67
$ 18.87
$ 346 74
$ 11242
$ 39.03
$
12
$ 27,527.52
Palmer-Boris
Kim
Recreation Supervisor
GF
70%
$ 3,50925
$ 840.00
$ 4678
$ 35.09
$ 217.57
$ 50.88
$ 940.55
$ 30320
$ 175.46
S
12
$ 73,425.58
Palmer-Boris
Kim
Recreation Supervisor
CDC
30%
$ 1,503.97
$ 360.00
$ 20.05
$ 15.04
$ 93.25
$ 21.81
$ 403.09
$ 129.94
$ 75.20
$
12
$ 31,46810
Mota
Geraldo
Recreation Supervisor
GF
70%
$ 2,748.35
$ 84000
$ 46.78
$ 27.48
S 170 40
$ 39 85
$ 736 61
$ 237 46
$ 54 97
$
12
$ 58,822.75
Mota
Geraldo
Recreation Supervisor
CDC
30%
$ 1,17786
$ 360 00
$ 20.05
$ 11 78
S 73 03
$ 17 08
$ 315 69
$ 101 77
$ 23.56
$
12
$ 25.209.75
Sub Total
$ 19.425 55
$ 4,800.00
$ 267 32
$ 194 26
$ 1,204 38
S 281 67
$ 5,206.44
$ 1,678 37
$ 705.26
$
$ 5890
TOTALS S 77,026.30 S 22,800.00 S 1,470.26 S 1.946.78 S 5,092.30 $ 1,116.88 S 20,644.59 S 6,655-07 S 2,488.04 $ 500.00 $ 1,676,882.64
Allocation
$
1,125,133.30
49C Allocation
$
543.841 04
Proposition A
$
7,908.31
TOTAL
$
1,676,882.64
City of Rosemead
FY 2007-08 Personnel Budget Worksheet
Parks & Recreation - Part Time
FY 2007.2008
ast Name
irst Name
itle
otes
ccount
Number
otal Monthly
Salary
Monthly
Health Benefit
Cost ($1,200)
+
Monthly
Ancillary Cost
($66.83)
+
Monthly WIC
Cost (11% or
4% of salary)
+
Monthly FICA
Cost (3.75% o
salary)
+
Monthly
Medicare Cost
(1.45% of
salary)
+
Monthly PERS
Cost (26.802%
of salary)
+
Monthly PARS
Cost (8.64% a
salary)
+
2-Months
=
OTAL ANNUAL
COST
AQUATICS
Romero
0
Pool Manager
Rosemead Pool
GF
$ 1,03955
S 60000
S 6683
S 4158
S 3898
S 1507
S 278.62
$ 8982
12
$ 26.04538
Vacant
Pool Manager
Garrey Pool
GF
$ 1,05300
S -
$ -
$ 42.12
$ 39 49
S 15 27
$ -
S -
12
S 13.798.51
Lockwood
A
Asst Pool ManagerlRec Leader
Rosemead Pool
GF
$ 41486
$
$
$ 16.59
$ 15.56
$ 6.02
$
$
12
$ 5.436.36
Vacant
Asst Pool Manager
Garvey Pool
GF
$ 419.25
$
$
$ 16.77
$ 15.72
$ 6.08
$
$
12
$ 5,493.85
Vacant
Guards
Rosemead Pool, 3 positions
GF
$ 1,554.58
$
$
$ 62.18
$ 58.30
$ 22.54
$
$
12
$ 20,371 26
nt
Jr Guards
Rosemead Pool, 3 positions
GF
$ 1,365.00
$
$
$ 54.60
$ 51.19
$ 19.79
$
$
12
$ 17,886.96
nt
Cashier
Rosemead Pool
GF
$ 346.67
$
$
$ 13.87
$ 13 00
$ 5.03
$
$
12
$ 4.54272
Vacant
Locker Attendants
Rosemead Pool, 2 positions
GF
S 671 67
$
$
$ 26.87
$ 25.19
$ 9 74
$
$
12
$ 8,801 52
Vacant
Guards
Gamey Pool, 3 posdions
GF
$ 1,55458
$
$
$ 62.18
$ 58 30
$ 22.54
$
$
12
$ 20,371.26
Vacant
Jr Guards
Garvey Pool, 3 positions
GF
$ 702.00
$
$
$ 28.08
$ 26.33
$ 10.18
$
$
12
$ 9.19901
Vacant
Cashier
Garvey Pool
GF
$ 277 33
$
$
$ 11.09
$ 10 40
$ 4 02
$
$
12
$ 3,634.18
Vacant
Locker Attendants
Garvey Pool_ 2 positions
GF
$ 604 50
$
S
$ 24 18
$ 22 67
S 8 77
S
$
12
$ 7.921 37
Sub Total
5 10,002.99
$ 600.00
$ 66.83
$ 400.12
$ 375.11
$ 145.04
$ 276.62
$ 89.82
S 143,502.38
AQUATICS - FEE E C
HARGE
Rowein
0
Pool Manager
Rosem: ad Pool
GF
S 60 67
5
S
5 ? ~3
5 2 29
5 98
5
$
2
$ yE 6N.
Vacant
Pool Manager
Garvey Pool
GF
$ 6067
$
$
$ 2,43
$ 2,28
$ 088
$
$
12
$ 794.98
Lockwood
A
Asst Pool Manager
Rosemead Pool
GF
$ 104.00
$
$
$ 4.16
S 3.90
$ 1 51
$
$
12
$ 1,362.82
Vacant
Asst Pool Manager
Garvey Pool
GF
$ 104.00
$
$
$ 4.16
$ 3.90
$ 1.51
$
$
12
$ 1,362.82
Vacant
Instructors
Rosemead Pool
GF
$ 476.67
S
$
$ 19.07
$ 17.88
$ 6.91
$
$
12
$ 6,246.24
Vacant
Instructors
Garvey Pool
GF
$ 476.67
$
$
$ 19.07
$ 17.88
$ 6 91
$
$
12
S 6.246 24
Vacant
Swim Team
Rosemead Pool
GF
$ 206.00
$
$
$ 8.32
$ 7.80
$ 3,02
$
$
12
$ 2,725.63
Sub Total
$ 1,490.67
$
$
$ 59.63
$ 55.90
S 21.61
S
$
S 19,533.70
TOTALS $ 55,708.21 $ 5,400.00 $ 601.47 $ 2,228.33 $ 2,089.06 $ 807.77 $ 4,443.90 $ 1,432.55 Is 812,53553
GF Allocation $ 819,499 28
CDBG Allocation $ 53,036 26
TOTAL $ 872,535.53