HomeMy WebLinkAbout2017-1391
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RESOLUTION NO. 2017-139
RESOLUTION OF THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN
BERNARDINO, CALIFORNIA, REGARDING THE ESTABLISHMENT OF
MANAGEMENT/CONFIDENTIAL EMPLOYEE COMPENSATION AND BENEFITS
PLAN BETWEEN THE CITY AND MANAGEMENT/CONFIDENTIAL
EMPLOYEES; REPEALING RESOLUTION NO. 2007-345; RESOLUTION NO. 2008-
169; RESOLUTION NO. 2008-306; RESOLUTION NO. 2009-35; RESOLUTION NO.
2009-71; RESOLUTION NO. 2010-217; RESOLUTION NO. 2010-276; RESOLUTION
NO. 2012-188; RESOLUTION NO. 2013-22; AND RESOLUTION NO. 2014-249; AND
AMENDING RESOLUTION NO. 2015-242
WHEREAS, the designated representatives of the Mayor and City Council ("City")
met and conferred in good faith with the employees in the San Bernardino Confidential and
Management Association (SBCMA);
WHEREAS, after four (4) meetings commencing on June 8, 2017 the City and the
SBCMA agreed to the terms and conditions of the compensation and benefits plan as provided
in this Resolution;
WHEREAS, on July 6, 2017, SBCMA approved the terms and conditions of the
compensation and benefits plans as provided in this Resolution; and
WHEREAS, it is necessary to codify the changes to compensation and benefits granted
to the SBCMA employees of the City of San Bernardino.
NOW THEREFORE, BE IT RESOLVED BY THE MAYOR AND CITY
COUNCIL OF THE CITY OF SAN BERNARDINO AS FOLLOWS:
SECTION 1. The City Council of the City of San Bernardino (City) hereby adopts a
compensation and benefits plan for the San Bernardino Confidential and Management
Association (SBCMA) as follows:
1. The term of this Resolution begins on July 1, 2017, and extends through June 30,
2020. If negotiations regarding a new Resolution establishing a compensation and
benefits plan for the Management/Confidential Employees have not concluded by
the time this Resolution expires, the terms of this Resolution shall remain in effect
until a new Resolution is adopted by the Mayor and City Council.
2. Compensation/Salaries. Effective July 1, 2017, or the date that both the SBCMA
and the Council have ratified and approved the terms and conditions set forth in a
Compensation and Benefits Resolution, but not before July 1, 2017, the salary
ranges for all SBCMA members shall be increased by two percent (2%) to reflect a
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cost of living adjustment (COLA). Effective July 1, 2018, the salary ranges for all
SBCMA members shall be increased by two percent (2%) as a COLA. Effective
July 1, 2019, the salary ranges for all SBCMA members shall be increased by two
percent (2%) as a COLA. All salary ranges for SBCMA members shall be amended
by the Mayor and City Council in accordance with these provisions.
3. Classification and Salary Study. The City and the SBCMA agree to complete a
classification and salary study ("Study") during fiscal year 2019-2020 or the third
year that this Resolution is in effect. The purpose of the Study will be to review
current SBCMA employee classifications and propose revisions that provide fair
and rational internal and external relationships. A joint job
evaluation/compensation committee will be established to review the Study
recommendations and develop a plan for implementing the study. The City and the
SBCMA agree to address any salary adjustments to individual classifications during
fiscal year 2020-2021 and any adjustments may be implemented in a subsequent
Compensation and Benefits Resolution. Any salary equity adjustments to
individual classifications will be considered with any across-the-board salary
adjustments as to the total cost of SBCMA salaries. Annual salary adjustments,
which may include equity adjustments resulting from the Study, will be based upon
availability of funds and will be evaluated in the context of the City's long term
financial plan that has been confirmed by the Bankruptcy Court.
4. Insurance Njedical, Dental & Vision). Effective January 1, 2018, the City will
contribute: a) $1,025.00 per month towards the purchase of health care benefits for
Employee Only; and, b) $1,150.00 per month towards the purchase of health care
benefits for Employee Plus One or More Dependents.
Effective January 1, 2019, the City will contribute: a) $1,070.00 per month
toward the purchase of health care benefits for Employee Only; and, b) $1,195.00
per month towards the purchase of health care benefits for Employee Plus One or
More Dependents.
Effective January 1, 2020, the City will contribute: a) $1,125.00 per month
toward the purchase of health care benefits for Employee Only; and b) $1,250.00
per month toward Employee Plus One or More Dependents.
The City's contributions for health care benefits are available to SBCMA
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members for the purchase of medical, dental, vision, life and accidental death and
dismemberments through City selected plans. The amount of the City's
contributions is based upon the "medical" enrollment category, i.e, Employee Only
or Employee Plus One or More Dependents. For example, if an employee elects
"employee only" medical coverage, then the "employee only" allowance will be
contributed. Any City contributions not used by a SBCMA member for health
benefits will revert to the City; however, if a SBCMA member selects a medical
plan (Employee Only or Employee Plus One or More Dependents), any additional
contributions beyond the amounts identified above, may be contributed toward
additional life insurance or a City -provided deferred compensation plan.
Health Insurance Waiver Stipend: Any employee who chooses not to enroll in
any health care plan offered by the City, must provide evidence of group health care
insurance coverage and execute a Waiver of Benefits and Release Agreement,
releasing the City from any responsibility or liability to provide health care
insurance coverage on an annual basis. Employees who do not enroll in a City
health care plan during open enrollment and execute the forms above, shall receive
a stipend of $3,000.00 on December 15th of each year covered by this Resolution.
Employees participating in this option are required to waive all medical, dental and
vision coverage provided by the City.
SBCMA agrees to participate in the City's Joint Labor -Management Health
Benefits Committee ("Committee") to evaluate, on an annual basis, City-wide plan
designs for health care. All plan designs and City contributions shall be effective
on January 1St annually. During the term of this Resolution, the City intends to
review health care provider options, especially in light of potential changes to the
current Affordable Care Act ("ACA"). During the term of this Resolution, the City
reserves the rights, and the SBCMA agrees, to reopen negotiations on providers,
health care plans, and/or any provision under this Section of the Resolution.
5. Life and Accidental Death & Dismemberment (AD&D) Insurance. The City
shall provide Term Life and Accidental Death & Dismemberment Insurance of one
times the employee's annual salary for Executive Management, Seventy-five
thousand dollars ($75,000) for all other Management employees, and fifty thousand
dollars ($50,000) for Confidential employees.
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6. Holidays. All full-time employees within the Management/Confidential group
shall be entitled to twelve (12) City -designated holidays, the equivalent of one
hundred eight (108) holiday hours each year for those employees working a 5/8 or
9/80 work schedule and one hundred twenty (120) holiday hours each year for those
employees working on a 4/10 work schedule. On January 1St of each year that this
Resolution is in effect, all SBCMA members will receive an additional eighteen
(18) hours of holiday leave ("Floating Holidays"). SBCMA members working a
5/8 or 9/80 work schedule may only carry over 108 hours per fiscal year, SBCMA
members working a 4/10 work schedule may only carry over 120 hours per fiscal
year. On June 30th any holiday bank hours exceeding 108 or 120 hours will be
forfeited. On or about November 30th of each calendar year, the City Manager shall
determine, and the Human Resources Director will distribute, the schedule of
specific days that the twelve designated holidays will be observed for the next
calendar year. At the time of separation from employment, SBCMA members will
receive a payout of 100% for all accrued but unused post-petition holiday pay.
7. Jury Duty. The City will pay for all working days in a calendar year of a covered
employee who is required to serve on jury duty.
8. Administrative Leave. On July 1" of each fiscal year that this Resolution is in
effect, FLSA exempt SBCMA employees shall receive eighty (80) hours of
administrative leave. At June 30th of each year, any unused Administrative Leave
up to twenty (20) hours will be automatically carried over to the following fiscal
year. Additional administrative leave may be granted at any time during a fiscal
year, up to a maximum of twenty (20) hours, with a request in writing, including
justification, recommended by the employee's department head, and approved by
the Department Head or the City Manager. Any Administrative Leave has no cash
value and shall not be paid out at any time.
9. Vacation Leave.
a. All SBCMA members shall accrue eighty (80) hours of paid vacation
upon the first day of the second year of continuous full-time employment with the City
of San Bernardino. Thereafter, vacation shall accrue each pay period prorated according
to the number of days or shifts per year in the following chart:
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Completed Years of Rate of Accrual
Continuous Service Per Pay Period
Equivalent Hours
Per Year
1 Year**
3.333 hours
80 hours
5 Years
5.0 hours
120 hours
15 Years
6.667 hours
160 hours
20 Years
8.334 hours
200 hours
**No vacation shall be granted if service is less than one (1) year.
b. Vacation credits may accrue and accumulate for a maximum of two (2)
years' total accumulated vacation credits on a carry-over basis from year to year: 1) 1 through 5
years of service = 160 hours; 2) 6 through 15 years of service = 240 hours; 3) 16 through the
completion of 20 years of service = 320 hours; and, 4) 21 or more years of service = 400 hours.
Once the cap has been reached, a bargaining unit member may not accrue any additional hours
until the employee's accrued leave is below the cap.
C. In the event an employee works less than fifty percent (50%) of the total
normal work hours in a pay period, he/she shall not be credited with any vacation leave for such
pay period. Approved vacation, sick, holiday, and administrative leave shall be considered as
time worked for this item only.
d. When an employee resigns or otherwise leaves the service of the City,
payment shall be made to the employee for the earned portion of his/her post-petition vacation
hours on the basis of the hourly rate of pay being received by the employee on the date of
separation.
e. Vacation Sell Back. SBCMA members may sell back up to forty (40)
hours of post-petition vacation time per year providing the following conditions have been met:
1. Employees must have a minimum of one hundred twenty (120) hours
remaining in their vacation balance after the sell back occurs;
2. Employees must have taken at least forty (40) cumulative hours of vacation
during the past year prior to the sell back of hours;
3. Employees must complete a sell back form, which must include the
signature of the City Manager's approval of the sell back;
4. Forms must be submitted to the Finance Department on or before November
1St each year this Resolution is in effect; and,
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5. Payment for vacation sell back hours will be paid (using the current
Council approved salary rates in the Salary Resolution) on the employee's
December 15th paycheck each year.
10. Sick Leave.
a. Regular full-time employees hired on or after July 1, 2017, and who are
covered by this Resolution are eligible to receive thirty (30) hours of paid sick leave
after the new employee has been employed with the City for ninety (90) days. Such
paid sick leave may be used for employee or family illness or for medical reasons or
other reasons provided under the City's Paid Sick Leave Policy (AB 1522), adopted by
the Mayor and Common Council on June 18, 2015 by Resolution 2015-116. Thereafter,
sick leave as herein provided shall accrue at a rate of eight (8) hours per month, four (4)
hours per pay period. Employees may only accrue a maximum of 1040 hours of sick
leave at any time.
b. In the event an employee works less than fifty percent (50%) of the total
normal work hours in the pay period, he/she shall not be credited with any sick leave for
such pay period. Approved vacation, sick leave, holiday or administrative leave shall be
considered as time worked for the purpose of computing sick leave benefits only.
Whenever an employee uses all allowable sick leave, further absences may be charged
against accrued vacation or with department head approval, the employee may take loss
of pay rather than vacation.
C. Sick leave means the absence from duty of an employee because of
illness or injury, exposure to contagious disease, attendance upon a member of his/her
immediate family who is seriously ill and requires the care of or attendance of an
employee, or death in the immediate family of the employee. Immediate family means:
husband, wife, grandmother, grandfather, mother, father, sister, brother, son or daughter,
mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law or daughter-in-
law, step mother, step father, or domestic partner.
d. Upon the Department Head's request, an employee must provide a
physician's statement to justify sick leave usage of five (5) consecutive days or longer.
Employees suspected of abuse of excessive use of sick leave may also be required to
furnish a written statement from their health care provider supporting the use of sick
leave and/or the ability to return to work.
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e. No absence due to illness or injury in excess of five (5) working days
shall be approved except after the presentation of satisfactory evidence of illness or
injury; namely a certificate from a practicing physician or an authorized practicing
chiropractor approved by the City Manager or his/her designee. The City Manager or
his/her designee shall have the power to require that any person claiming the sick leave
benefits of this resolution be examined at any reasonable time or intervals by the City's
designated physician, and in the event of an adverse report to reject such claim for sick
leave, in whole or in part, and to terminate sick leave compensation. In the event of the
refusal of any person to submit to such examination after notification, the City Manager
or his/her designees may terminate sick leave compensation and reject any claim
therefor. The City Manager or his/her designee shall have the right to require the
presentation of a certificate.
f. At the time of separation, any employee having six (6) or more years of
service, may cash out unused post-petition sick leave as follows: 1) 288 hours or less,
no cash out; 2) 289-479 hours = 20% of the total accrued hours; 3) 480-959 hours =
25% of the total accrued hours; and, 4) 960 or more accrued hours = 35%.
11. PEHP Plan. The City agrees to participate in the Post Employment Health
Plan (PERP) in accordance with the terms and conditions of the Plan's Participation
Agreement.
12. Ca1PERS Retirement. SBCMA members are provided retirement benefits
under the California Public Employees' Retirement System (Ca1PERS) as follows:
Tier I: 2.7% @ 55 Benefit Formula for employees hired on or before
October 3, 2011;
Tier II: 2% @ 55 for employees hired on or after 10/4/11 through
12/31/12;
Tier III: 2% @ 62 for new employees hired on or after January 1, 2013,
that satisfy the definition of "new member" under the Public Employees'
Pension Reform Act (PEPRA).
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Employee Share. Effective 2/1/2013, all Tier I and Tier II employees shall pay
the employee's share of the retirement contribution, either 8% for the 2.7@ 55 formula
or 7% for the 2%@ 55 formula. Effective 1/1/2013, Tier III employees shall pay the
employee contribution required by the PEPRA, calculated at 50% of the normal cost.
Employer Share. Effective 2/1/2013, all employees shall contribute 9.304%
(either 1.304% or 2.304% depending whether the employee rate is 8% or 7%) of their
salary toward the employer cost of retirement in accordance with Section 20516 of the
California Government Code.
The City will pay the employer contribution for the Fourth Level 1959 Survivor
Benefit.
For Tier I and II employees, the final compensation retirement calculation shall
be based upon their single highest year of compensation earnable as provided under
Section 20042 of the California Government Code. The compensation earnable period
for Tier III PEPRA employees will be three years.
The City and the SBCMA acknowledge that the PEPRA laws and regulations
shall govern a determination of whether employees are hired as "new members" or
"classic or legacy" members.
13. Charter Amendments and Uniform Policies. Section 508 of the City's new
Charter that became effective on January 31, 2017, provides that, "The Council shall
provide for the establishment, regulation and maintenance of a merit system and
governing personnel rules and regulations necessary for the effective administration of
employees of the City's departments, offices and agencies. Such personnel rules and
regulations may include but are not limited to classification and pay plans, examinations,
force reduction, removals, working conditions, provisional and exempt appointments,
in-service training, grievances and relationships with employee organizations."
Accordingly, the City will be reviewing and developing uniform personnel policies in
order to implement this Charter section. The City will provide copies of the uniform
personnel rules and policies to the SBCMA prior to the City Council adoption of such
rules and policies. The City contemplates that the City's uniform policies will include,
without limitation, the following: City-wide Educational Incentive Pay; Acting Pay,
Employee Assistance Program (EAP); Injury Leave; Drug and Alcohol Testing; Leave
of Absence without Pay; No -Pay Status; Military Leave; Jury Duty; Catastrophic Leave;
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Seniority; Work Schedules; and, Probationary Period. Until such rules and policies have
been adopted, all existing rules and policies, including, without limitation, shall remain
in effect.
14. Wellness Benefit. Full-time employees who have successfully passed probation
are eligible to receive a taxable wellness/physical benefit of $250.00/year during each
calendar year that this Resolution is in effect. This amount does not roll over to the next
calendar year and any amounts not used by December 31St shall be forfeited. Employees
have until March 31 st of the following calendar year to turn in receipts from the prior
year. All reimbursement requests shall be made on forms provided by the Human
Resources Department. Expenditures must follow the guidelines provided in Exhibit A
to this Resolution.
15. Performance Evaluations. Performance evaluations and any corresponding
merit pay increases will be administered through the provisions of the City's Department
Director Letter (DDL) No. 66, as may be amended.
16. Department Head Allowance. A Department Head may be reimbursed up to
fifty dollars ($50) per month to cover work related employee events such as lunches,
department celebrations, employee recognitions, and other events and functions. The
allowance shall not accumulate from month to month. Requests for reimbursement shall
be submitted to the Finance Department on prescribed forms.
18. Bankruptcy Provisions/Release of Claims/Pre-Petition Leave Balances.
Section 9 of Resolution No. 2015-242 Pre -Petition Leave Balances and Appendix A to
Resolution No. 2015-242 Bankruptcy Provisions and Release of Claims shall continue to
be in effect and are incorporated herein to this Resolution.
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RESOLUTION OF THE MAYOR AND CITY COUNCIL OF THE CITY OF SAN
BERNARDINO, CALIFORNIA, REGARDING THE ESTABLISHMENT OF
MANAGEMENT/CONFIDENTIAL EMPLOYEE COMPENSATION AND BENEFITS
PLAN BETWEEN THE CITY AND MANAGEMENT/CONFIDENTIAL EMPLOYEES;
REPEALING RESOLUTION NO. 2007-345; RESOLUTION NO. 2008-169;
RESOLUTION NO. 2008-306; RESOLUTION NO. 2009-35; RESOLUTION NO. 2009-
71; RESOLUTION NO. 2010-217; RESOLUTION NO. 2010-276; RESOLUTION NO.
2012-188; RESOLUTION NO. 2013-22; AND RESOLUTION NO. 2014-249; AND
AMENDING RESOLUTION NO. 2015-242
I HEREBY CERTIFY that the foregoing Resolution was duly adopted by the Mayor and
City Council of the City of San Bernardino at a Joint Regular Meeting thereof, held on the 19th
day of July 2017, by the following vote, to wit:
Council Members: AYES NAYS ABSTAIN ABSENT
MARQUEZ X
BARRIOS X
VALDIVIA X
SHORETT X(M)
NICKEL X(S)
RICHARD X
MULVIHILL X
GeorgeahA Hanna, C C, City Clerk
The foregoing Resolution is hereby approved this 19thday of July 2017.
— /-) A/
Approved as to form:
Gary D. Saenz, City Attorney
10
R. Carey Dav , Mayor
City of San Eremardino
Management/Confidential
EXHIBIT "A"
City of San Bernardino Salary Schedule for Fiscal Year (FY) 2017-2018
CODE"
BARGAINING UNIT -
GEN
GENERAL
MM
MIDDLE MANAGEMENT
C
CONFIDENTIAL
M
MANAGEMENT
ELECTED
ELECTED OFFICIALS
" Amended salary range reflecting 2% Cost of Living Adjustment effective 7-1-17
Note: Salary Schedule may be modified during the City budgetary process, and/or through reorganization or reclassification.
ICL ES (CLASSIFICATIONTITLE lSA�LI EY (SALARY. U1N41RTGAINING
10860
10508
10506
10510
10507
30709
10081
10094
10534
20457
20332
30111
30119
20338
20335
10619
30894
10448
10644
0216
0105
0106
0062
10869
10018
10264
10263
10220
10145
10501
10398
10381
10391
10370
10411
10273
30455
30460
10135
30132
30752
10100
ACCOUNTANTII
ACCOUNTANT III
ACCOUNTING ASSISTANT
ACCOUNTING DIVISION MANAGER (U)
ACCOUNTING TECHNICIAN
ADMINISTRATIVE ANALYST I (FLEX)
ADMINISTRATIVE ANALYST I/ASSISTANT OF ELECTIVE OFFICER (FLEX) (U)
ADMINISTRATIVE ANALYST II
ADMINISTRATIVE ANALYST II/ASSISTANT OF ELECTIVE OFFICER (U)
ADMINISTRATIVE ASSISTANT
ADMINISTRATIVE ASSISTANT TO CITY COUNCIL (U)
ADMINISTRATIVE ASSISTANT TO CITY MANAGER (U)
ADMINISTRATIVE CLAIMS SPECIALIST
ADMINISTRATIVE SERVICES SUPERVISOR
ANIMAL CONTROL MANAGER
ANIMAL CONTROL OFFICER
ANIMAL SHELTER ATTENDANT
ANIMAL SHELTER KENNEL SUPERVISOR
ANIMAL SHELTER OFFICE SUPERVISOR
APPLICATIONS DEVELOPMENT MANAGER
ASSESSMENT DISTRICT/REAL PROP SPECIALIST
ASSESSMENT DISTRICT/REAL PROPERTY MANAGER
ASSISTANT CITY MANAGER (U)
ASSISTANT PLANNER (FLEX)
ASSISTANT TO THE CITY MANAGER (U)
ASSISTANT TO THE MAYOR II (U)
ASSISTANT TO THE MAYOR III (U)
ASSOCIATE PLANNER
BUDGET OFFICER
BUILDING INSPECTOR I (FLEX)
BUILDING INSPECTOR II
BUILDING MAINTENANCE DIVISION MANAGER (U)
BUSINESS REGISTRATION ACCOUNTING TECHNICIAN (U)
BUSINESS REGISTRATION INSPECTOR (U)
BUSINESS REGISTRATION MANAGER (U)
BUSINESS REGISTRATION REPRESENTATIVE (U)
CHIEF ASSISTANT CITY ATTORNEY (U)
CHIEF BUILDING OFFICIAL (CBO) AND BUILDING AND SAFETY DIVISION MANAGER (U)
CHIEF DEPUTY CITY CLERK (U)
CITY ATTORNEY (U)
CITY CLERK (U)
CITY COUNCIL
CITY MANAGER (U)
CITY TREASURER (U)
CODE ENFORCEMENT DIVISION MANAGER (U)
CODE ENFORCEMENT OFFICER II
CODE ENFORCEMENT OFFICER III
COMMUNITY DEVELOPMENT BLOCK GRANT (CDBG) COORDINATOR
COMMUNITY DEVELOPMENT BLOCK GRANT (CDBG) PROGRAM ASSISTANT
COMMUNITY DEVELOPMENT TECHNICIAN
COMMUNITY ENGAGEMENT SPECIALIST
COMMUNITY INTERVENTION PROGRAM MANAGER (U)
COMMUNITY POLICING SPECIALIST
COMMUNITY RECREATION MANAGER
COMMUNITY RECREATION PROGRAM COORDINATOR
COMMUNITY RECREATION PROGRAM SUPERVISOR
COMMUNITY SERVICES CENTER SUPERVISOR
COMMUNITY SERVICES OFFICER I
COMMUNITY SERVICES OFFICER II
CONSTRUCTION INSPECTOR I (FLEX)
CONSTRUCTION INSPECTOR II
CONSTRUCTION MANAGER
GEN
MM
GEN
388
392
GEN
438
442
C
418
422
C
408
412
C
458
462
MM
498
502
Mm
398
402
GEN
358
362
GEN
418
422
MM
418
422
MM
578
582
M
448
452
GEN
508
512
M
693
697
M
468
472
GEN
568
572
M
468
472
M
518
522
M
498
502
M M
568
572
M
448
452
GEN
468
472
GEN
548
552
M
579
583
M
541
545
M
698
702
ELECTED
618
622
ELECTED
FLAT
FLAT
ELECTED
731
735
M
FLAT
FLAT
ELECTED
548
552
M
458
462
GEN
483
487
GEN
458
462
C
378
382
GEN
418
422
GEN
408
412
GEN
588
592
M
458
462
GEN
508
512
MM
358
362
GEN
458
462
MM
428
432
MM
368
372
GEN
398
402
GEN
438
442
GEN
468
472
GEN
528
532
MM
City of San Bernardino Page 1
AMENDED
I
LASS SALARY BARGAINING
CLASSIFICATION TITLE SALARY
nnF RANGE ......___ UNIT"
0072
10651
10661
10659
10658
10663
10666
10732
10803
10397
10711
10665
10625
10731
10753
10126
10125
30921
30902
30943
30707
10982
10981
10976
10951
30623
20092
10512
10624
30516
30112
10129
10657
1OE27
10626
10631
30982
30637
30636
30311
30490
30593
10319
10322
10323
0401
COORDINATOR OF VOLUNTEERS (GRANT FUNDED)
COUNCIL ADMINISTRATIVE SUPERVISOR (U)
CRIME ANALYSIS SUPPORT ASSISTANT
CRIME ANALYST
CRIMINAL INVESTIGATION OFFICER
CUSTODIAN
CUSTOMER SERVICE REPRESENTATIVE
DEPARTMENTAL ACCOUNTING TECHNICIAN
DEPUTY CITY ATTORNEY I (U)
DEPUTY CITY ATTORNEY II (U)
DEPUTY CITY ATTORNEY III (U)
DEPUTY CITY ATTORNEY IV (U)
DEPUTY CITY CLERK (U)
DEPUTY CITY TREASURER (U)
DEPUTY DIRECTOR OF PARKSIREC/COMM SVCS (U)
DEPUTY DIRECTOR OF PUBLIC WORKS/CITY ENGINEER (U)
DIRECTOR OF COMMUNITY DEVELOPMENT (U)
DIRECTOR OF FINANCE (U)
DIRECTOR OF HUMAN RESOURCES (U)
DIRECTOR OF INFORMATION TECHNOLOGY (U)
DIRECTOR OF PARKSIRECICOMMUNITY SERVICES (U)
DIRECTOR OF PUBLIC WORKS (U)
ECONOMIC DEVELOPMENT ANALYST (U)
ECONOMIC DEVELOPMENT DIVISION MANAGER (U)
ELECTRICIAN I (FLEX)
ELECTRICIAN II
ENGINEERING ASSISTANT I (FLEX)
ENGINEERING ASSISTANT III
ENGINEERING ASSOCIATE
ENVIRONMENTAL PROJECT SPECIALIST
EQUIPMENT MAINTENANCE MANAGER
EQUIPMENT MAINTENANCE SUPERVISOR
EQUIPMENT MECHANIC I (FLEX)
EQUIPMENT MECHANIC II
EQUIPMENT SERVICE WORKER
EXECUTIVE ASSISTANT
EXECUTIVE ASSISTANT TO DIRECTOR (U)
EXECUTIVE ASSISTANT TO THE CITY ATTORNEY (U)
EXECUTIVE ASSISTANT TO THE CITY MANAGER (U)
EXECUTIVE STAFF ASSISTANT TO CITY COUNCIL (U)
FACILITIES MAINTENANCE MECHANIC
FACILITIES MAINTENANCE SUPERVISOR
FINANCIAL ANALYST
FOOD SERVICE SUPERVISOR II
FORENSICS SPECIALIST I (FLEX)
FORENSICS SPECIALIST II
FORENSICS SPECIALIST III
GIS ADMINISTRATOR
HAZMAT TECHNICIAN
HEAVY EQUIPMENT OPERATOR
HOUSING DIVISION MANAGER (U)
HUMAN RESOURCES ANALYST
HUMAN RESOURCES TECHNICIAN
HVAC MECHANIC
IEMG BROADCAST ENGINEERING COORDINATOR
IT ANALYST I (FLEX)
IT ANALYST II
IT OPERATIONS SUPERVISOR
'IW FIELD INSPECTOR
LANDSCAPE INSPECTOR I (FLEX)
LANDSCAPEINSPECTORII
LEAD CUSTODIAN
LEAD MAINTENANCE WORKER
LEAD PARK CONSTRUCTION & MAINTENANCE WORKER
LEGAL ADMINISTRATIVE ASSISTANT (U)
LEGAL SECRETARY I (FLEX)(U)
LEGAL SECRETARY II (U)
LIBRARIAN II
LIBRARY ADMIN TECHNICIAN/WEBMASTER
LIBRARY CIRCULATION SUPERVISOR
LIBRARY DIRECTOR (U)
LIBRARY NETWORK ADMINISTRATOR
LIBRARY NETWORK ASSISTANT
LIBRARY PROGRAM COORDINATOR
LIBRARY TECHNICIAN II
LITERACY PROGRAM COORDINATOR
MAINTENANCE SUPERVISOR
328
332
GEN
488
492
C
388
392
GEN
458
462
GEN
403
407
GEN
348
352
GEN
358
362
GEN
378
382
GEN
558
562
C
568
572
C
588
592
C
608
612
C
478
482
C
458
462
M
598
602
M
625
629
M
658
662
M
680
684
M
648
652
M
648
652
M
648
652
M
658
662
M
488
492
C
588
592
M
418
422
GEN
518
522
MM
398
402
GEN
498
502
MM
468
472
MM
408
412
GEN
428
432
GEN
388
392
GEN
418
422
GEN
438
442
C
498
502
C
488
492
C
538
542
C
408
412
GEN
488
492
MM
498
502
M
448
452
MM
418
422
GEN
448
452
GEN
458
462
MM
568
572
C
428
432
GEN
428
432
GEN
588
592
M
498
502
C
398
402
GEN
448
452
GEN
478
482
MM
478
482
C
508
512
C
518
522
C
438
442
GEN
418
422
GEN
438
442
GEN
358
362
GEN
428
432
GEN
438
442
GEN
458
462
C
418
422
C
438
442
C
448
452
GEN
428
432
GEN
438
442
MM
618
622
M
468
472
MM
398
402
GEN
428
432
MM
388
392
GEN
448
452
GEN
488
492
MM
x/:11-3kdvc`ii
City of San Bernardino Page 2
EXHIBIT "A"
CLASS
CODE
CLASSIFICATION TITLE
SALARY
RANGE
AMENDEDBARGAINING
SALARY
RANGE**
UNIT*
30486
MAINTENANCE WORKER I (FLEX)
358
362
GEN
30487
MAINTENANCE WORKER II
388
392
GEN
30488
MAINTENANCE WORKER III
408
412
GEN
10112
MANAGER OF COMMUNICATIONS
608
612
M
00502
MAYOR
FLAT
FLAT
ELECTED
10503
MAYOR'S CHIEF OF STAFF (U)
568
572
M
20550
NPDES COORDINATOR
508
512
MM
10109
OFFICE ASSISTANT (U)
338
342
C
10868
OPERATIONS & MAINTENANCE DIVISION MANAGER (U)
548
552
M
30581
PARKING ENFORCEMENT OFFICER
368
372
GEN
10640
PARKS MAINTENANCE DIVISION MANAGER (U)
548
552
M
20601
PARKS MAINTENANCE SUPERVISOR
505
509
MM
30612
PARKS MAINTENANCE WORKER II
388
392
GEN
10069
PAYROLL MANAGER
528
532
M
10068
PAYROLL TECHNICIAN
418
422
C
10713
PLANNING DIVISION MANAGER (U)
569
573
M
30481
PLUMBER
438
442
GEN
20772
POLICE DISPATCH SUPERVISOR
468
472
MM
30767
POLICE DISPATCHER I (FLEX)
408
412
GEN
30768
POLICE DISPATCHER II
428
432
GEN
30848
POLICE FLEET MAINTENANCE EXPEDITOR
378
382
GEN
30218
POLICE P&T TECHNICIAN
418
422
GEN
20765
POLICE RECORDS SUPERVISOR
428
432
MM
30219
POLICE RECORDS TECHNICIAN I (FLEX)
338
342
GEN
30220
POLICE RECORDS TECHNICIAN II
358
362
GEN
30194
POLICE TRANSCRIBER
348
352
GEN
20019
PRINCIPAL ACCOUNTANT
538
542
MM
10182
PRINCIPAL CIVIL ENGINEER
578
582
M
10864
PROCUREMENT/CONTRACT SUPPORT SERVICES DIVISION MANAGER (U)
586
590
M
30975
PROGRAM MANAGER RSVP
398
402
GEN
30976
PROGRAM MANAGER SCP
408
412
GEN
30948
PROPERTY & EVIDENCE TECHNICIAN 11
428
432
GEN
20166
PROPERTY EVIDENCE & SUPPLY SUPERVISOR
458
462
MM
10621
PUBLIC SAFETY IT MANAGER
568
572
M
10259
RECORDS MANAGEMENT SPECIALIST (U)
448
452
C
30825
RECREATION THERAPIST
438
442
GEN
10505
REGULATORY COMPLIANCE ANALYST
498
502
M
30568
REPROGRAPHICS & MAIL TECHNICIAN
378
382
GEN
30722
SB DIRECT CALL TAKER (BILINGUAL)
418
422
GEN
10221
SENIOR BUSINESS REGISTRATION REPRESENTATIVE (U)
398
402
C
30223
SENIOR CUSTOMER SERVICE REP/DISPATCHER
378
382
GEN
10222
SENIOR CUSTOMER SERVICE REPRESENTATIVE (U)
388
392
C
10653
SENIOR DEPUTY CITY ATTORNEY (U)
618
622
M
10067
SENIOR FINANCE SPECIALIST
488
492
C
10632
SENIOR GIS ANALYST
518
522
C
10656
SENIOR HUMAN RESOURCES TECHNICIAN
418
422
C
10689
SENIOR HUMAN RESOURCESIRISK ANALYST
528
532
C
10622
SENIOR IT ANALYST
538
542
C
10385
SENIOR IT TECHNICIAN
448
452
C
10513
SENIOR MANAGEMENT ANALYST
544
548
M
10527
SENIOR NETWORK ADMINISTRATOR
568
572
C
30710
SENIOR OFFICE ASSISTANT
358
362
GEN
10223
SENIOR OFFICE ASSISTANT (U)
358
362
C
20369
STREET SIGNAULIGHTING SUPERVISOR
498
502
MM
20336
TECHNOLOGY LIBRARIAN
478
482
MM
10443
TRAFFIC ENGINEER
558
562
M
20437
TRAFFIC ENGINEERING ASSOCIATE
518
522
MM
20438
TRAFFIC OPERATIONS & SYSTEMS ANALYST
528
532
MM
30447
TRAFFIC SIGNAL TECHNICIAN I (FLEX)
438
442
GEN
30448
TRAFFIC SIGNAL TECHNICIAN 11
458
462
GEN
10324
TREASURY ASSISTANT (U)
368
372
C
30470
TREE TRIMMER ASSISTANT
388
392
GEN
30483
TREE TRIMMER 1
398
402
GEN
30484
TREE TRIMMER 11
408
412
GEN
30000
IWEED ABATEMENT COORDINATOR
1448
1452
GEN
City of San Bernardino Page 3
Below are classifications that are unfunded and/or not budgeted for FY 201712018
CLASS 1CLASSIFICATION TITLE IRANGESALARY SALARY JAMENDED
1UNIT*
GAINING I
10648 ADMINISTRATION DIVISION MANAGER (U)
10092 ADMINISTRATIVE ASSISTANT TO THE MAYOR I (U)
10093 ADMINISTRATIVE ASSISTANT TO THE MAYOR 11 (U)
10078 ADMINISTRATIVE SERVICES MANAGER
20339 ANIMAL LICENSE OFFICE SUPERVISOR
30271 ASSISTANT BUYER
10146 ASSISTANT CITY ATTORNEY (U)
10390 ASSISTANT CITY CLERK (U)
10104 ASSISTANT TO THE MAYOR I (U)
10107 ASSISTANT TO THE MAYOR IV (U)
10116 BUDGET OFFICER/ASSISTANT TO THE CITY MANAGER (U)
20250 BUILDING INSPECTION SUPERVISOR
30074 BUILDING INSPECTOR III
10500 BUILDING OFFICIAL
20271 BUYER
30640 CEMETERY SERVICES SPECIALIST
10382 CITY ATTORNEY INVESTIGATIONS SUPERVISOR (U)
10383 CITY ATTORNEY INVESTIGATOR (U)
10158 CIVIL ENGINEER P.E.
30450 CODE ENFORCEMENT OFFICER 1
30451 CODE ENFORCEMENT PROCESSING ASSISTANT
10113 COMMUNITY RELATIONS SUPERVISORIASSISTANT OF THE CITY MANAGER (U)
20781 COMMUNITY SERVICES OFFICER SUPERVISOR
30574 CONSTRUCTION INSPECTOR III
20600 CRIME FREE PROGRAM COORDINATOR
20611 CUSTODIAL MAINTENANCE SUPERVISOR
10157 DEPUTY CITY ENGINEER
10372 DEPUTY CITY MANAGER (U)
10066 DEPUTY DIRECTOR OF FINANCE/BUDGET MANAGER (U)
10802 DEPUTY DIRECTOR/CITY PLANNER (U)
10400 DEPUTY LIBRARY DIRECTOR (U)
30434 ENGINEERING ASSISTANT II
20444 'ENVIRONMENTAL PROJECT MANAGER
10978 I EXECUTIVE ASSISTANT TO MAYOR (U)
30513 FLEET FABRICATION WELDER
20940 FLEET OPERATIONS COORDINATOR
30506 FLEET PARTS STOREKEEPER
30944 FLEET PARTS TECHNICIAN
10940 FLEET SERVICES DIVISION MANAGER (U)
10133 GRANTS ANALYST (U)
10672 HUMAN RESOURCES DIVISION MANAGER (U)
10388 IT TECHNICIAN I (FLEX)
10389 IT TECHNICIAN 11
20602 LANDSCAPE INSPECTION SUPERVISOR
30932 LEAD EQUIPMENT MECHANIC
30592 LEAD PARKS MAINTENANCE WORKER
30897 LEAD STREET SIGN WORKER
30335 LIBRARIAN I (FLEX)
10412 LIBRARY ADMINISTRATIVE SUPERVISOR
30341 LIBRARY ASSISTANT
20384 LIBRARY BRANCH MANAGER 1
20214 LIBRARY BRANCH MANAGER 11
30255 LIBRARY COMPUTER LAB COORDINATOR
10410 LIBRARY IT MANAGER
20337 LIBRARY TECHNICAL SERVICES SUPERVISOR
30391 LIBRARY TECHNICIAN I
10110 MANAGEMENT ANALYST IIASSISTANT OF THE CITY MANAGER (FLEX) (U)
30522 MESSENGER
10115 NEIGHBORHOOD SERVICES COORDINATOR/ASSISTANT OF THE CITY MANAGER (U)
10635 NETWORK SPECIALIST
30425 NPDES INSPECTOR I (FLEX)
30426 NPDES INSPECTOR II
30711 OFFICE ASSISTANT
30611 PARKS MAINTENANCE WORKER I (FLEX)
30632 PARKS MAINTENANCE WORKER III
10641 PARKS SUPERINTENDENT (U)
30691 PLANNING AIDE
30680 PLANS EXAMINER I (FLEX)
30682 PLANS EXAMINER 11
20331 POLICE COMMUNICATIONS MANAGER
20780 POLICE P&T MANAGER
20761 POLICE RECORDS MANAGER
30217 POLICE TRAINING COORDINATOR
10670 PRINCIPAL LIBRARIAN
10243 PRINCIPAL PLANNER
10446 PROFESSIONAL LAND SURVEYOR PLS
18
18
18
18
518
418
568
568
518
498
598
448
408
538
508
538
408
358
508
.458
468
378
418
548
528
578
418
438
498
458
448
408
368
458
318
518
448
438
468
338
358
408
538
438
568
534
522
422
572
572
522
502
602
452
412
542
512
.462
482
492
432
472
382
422
552
532
582
422
442
502
r --
C
C
M
MM
GEN
M
M
M
M
M
M
MM
GEN
MM
MM
M
M
M
M
M
GEN
MM
C
GEN
MM
GEN
GEN
M
C
502 M
352 GEN
462 MM
472 MM
432 GEN
512 M
482 MM
372 GEN
462 M
322 GEN
522 M
452 C
442 GEN
472 GEN
342 GEN
362 GEN
412 GEN
542 M
442 GEN
472 GEN
502 GEN
502 MM
492 MM
482 MIA
432 GEN
542 M
572 M
538 M
EXHIBIT "A"
City of San Bernardino Page 4
EXHIBIT "A"
CLASS
CODE
SALARY
CLASSIFICATION TITLE RANGE
AMENDED
SALARY
RANGE**
BARGAINING
UNIT*
'.0132
OROJECT MANAGLR OF COMMUN TY PROGRAMS (U)
538
547
M
10131
PROJECT MANAGER OF HOUSING PROGRAMS (U)
538
542
M
10639
PROJECT MANAGERICOMMUNITY SERVICES
538
542
M
30947
PROPERTY 8 EVIDENCE TECHNICIAN I (FLEX) 1398
402
GEN
30900
PUMP MECHANIC
442
446
GEN
30770
RANGEMASTER
438
442
M
10403
REC/COMMUNITY SERVICES DIVISION MANAGER (U)
548
552
M
10690
RISK DIVISION MANAGER (U)
578
582
C
10538
SAFETY OFFICER
518
522
GEN
30721
SB DIRECT CALL TAKER
368
372
M
10511
SENIOR ADMINISTRATIVE ANALYST
528
532
GEN
30708
SENIOR ADMINISTRATIVE ASSISTANT
408
412
M
10154
SENIOR CIVIL ENGINEER
558
562
M
10181
SENIOR CIVIL ENGINEER/DIVISION MANAGER (U)
585
589
MM
20446
SENIOR CODE ENFORCEMENT OFFICER
498
502
MM
20213
SENIOR LIBRARIAN
478
482
GEN
30393
SENIOR LIBRARY TECHNICIAN
428
432
C
10636
SENIOR NETWORK SPECIALIST
478
482
GEN
30582
SENIOR PARKING ENFORCEMENT OFFICER
388
392
MM
20243
SENIOR PLANNER
528
532
MM
20245
SENIOR PLANS EXAMINER
508
512
GEN
30720
SENIOR SB DIRECT CALL TAKER
398
402
GEN
30177
SENIOR SURVEY TECHNICIAN
448
452
MM
20483
SEWER MAINTENANCE SUPERVISOR
498
502
GEN
30494
SEWER MAINTENANCE WORKER
408
412
GEN
30898
STREET SIGN WORKER
398
402
MM
20116
SUPERVISING ANIMAL CONTROL OFFICER
458
462
MM
20450
SUPERVISING CODE ENFORCEMENT OFFICER
518
522
MM
20614
SUPERVISING CUSTODIAN
398
402
MM
20422
SURVEY SUPERVISOR
468
472
GEN
30175
SURVEY TECHNICIAN I (FLEX)
398
402
GEN
30176
SURVEY TECHNICIAN II
428
432
MM
20990
TELECOMMUNICATIONS COORDINATOR
458
462
GEN
30437
TIRE MAINTENANCE MECHANIC
368
372
GEN
30449
TRAFFIC SIGNAL TECHNICIAN III
478
482
MM
20485
ITREE TRIMMER SUPERVISOR/ARBORIST
1498
1502
MM
City of San Bernardino Page 5