CC Resolution No. 11-110 Amending Unrepresented Employees' Compensation ProgramRESOLUTION NO. 11 -110
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF CUPERTINO AMENDING RESOLUTION NO. 010- 127,
UNREPRESENTED (MANAGEMENT AND CONFIDENTIAL) EMPLOYEES'
COMPENSATION PROGRAM
WHEREAS, the City Council desires to amend the Unrepresented Employees' Compensation
Program.
NOW, THEREFORE, BE IT RESOLVED that the Unrepresented Compensation Program be
amended as shown in Attachment "A -1" which is incorporated in this resolution by this
reference.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Cupertino
this 5` day of July, 2011 by the following vote:
Vote Members of the City Council
AYES: Wong, Santoro, Chang, Mahoney, Wang
NOES: None
ABSENT: None
ABSTAIN: None
ATTEST: APPROVED:
Kimberly Smi ity Clerk Gilber Wong, Mayor, City of G e ino
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 1
PROGRAM PURPOSE AND DEFINITIONS FOR ELIGIBILITY
It is City of Cupertino policy that those certain persons holding positions hereinafter
defined and designated either as management or confidential positions shall be eligible for
participation under the Unrepresented Employees Compensation Program as hereby adopted by
action of the City Council and as same may be amended or as otherwise modified from time to
time.
It is the stated purpose of this Compensation Program to give recognition to and to
differentiate those eligible employees from represented employees who achieve economic gain
and other conditions of employment through negotiation. It is the intent that through this policy
and those which are adopted or as may be modified or rescinded from time to time such
recognition may be given.
Eligibility for inclusion with this Compensation program is limited to persons holding
positions as management or confidential employees as defined under section 2.52.290 of the
Cupertino Municipal Code. These are as designated by the Appointing Authority and may be
modified as circumstances warrant.
Although subject to change in accordance with provision of the Personnel Code, the
positions in the following classifications have been designated as unrepresented.
MANAGEMENT AND CONFIDENTIAL CLASSIFICATIONS:
Classification Title
Accountant
Accounting Technician
Administrative Assistant
Asst. Director of Public Works — Engineering
Asst. Director of Public Works - Maintenance
Building Official
City Architect
City Clerk
City Manager
City Planner
Community Relations Coordinator
Deputy City Attorney
Deputy City Clerk
Director of Administrative Services
Director of Community Development
Director of Parks and Recreation
Director of Public Works
Environmental Affairs Coordinator
Environmental Programs Manager
Executive Assistant to the City Manager
Finance Director
GIS Coordinator
Human Resources Analyst
Iluman Resources Director
Human Resources Technician
Information Technology Manager
1
MANAGEMENT AND CONFIDENTIAL CLASSIFICATIONS (Continued)
Legal Services Manager
Network Specialist
Park Planner
Public and Environmental Affairs Director
Public Works Projects Manager
Public Works Supervisor
Recreation Supervisor
Redevelopment /Economic Development Manager
Senior Civil Engineer
Senior Recreation Supervisor
Web Specialist
In the event of any inconsistency between the Compensation Program and any Employment
Contracts, the provisions of the Employment Contract and any amendments thereto control.
Adopted by Action of the
City Council, April 1, 1974
Revised 10/74, 3/78, 6/81, 6/82, 7/85, 7/87, 1/89, 7/90, 4/91, 5/91,
7/92, 6/95, 6/96, 7/99, 6/02, 7/04, 6/05, 04/07, 7/10, 7/11
4
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 2
SALARY SCHEDULE
AND OTHER SALARY RATES
It is City of Cupertino policy that eligible persons under this Compensation Program shall
be compensated for services rendered to and on behalf of the City on the basis of equitably of pay
for duties and responsibilities assigned, meritorious; service and comparability with similar work
in other public and private employment in the same labor market; all of which is contingent upon
the City's ability to pay consistent with its fiscal po},icies.
As rates of pay are developed through meet and confer processes subject to the underlying
provisions of the Pay Plan for administration purposes, so are those rates of pay included herein
as a part of this Compensation program. The inclusion herein of said rates and schedules does
not affect any effective dates or otherwise reflect on the approval processes required but is shown
as an integral part of this Program for completeness of record.
Adopted by Action
of the City Council
April 1, 1974
Revised 8/78, 7/79, 6/80, 7/92, 6/95
3
City of Cupertino
UNREPRESENTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 3
TRAINING AND CONFERENCES
I. POLICY
A. Management Personnel
It is City of Cupertino policy that eligible persons under this Compensation Program shall be
reimbursed or receive advances in accordance with the schedules, terms and conditions as set
forth herein for attendance at conferences, meetings and training sessions as defined below
for each. It is the intent of this policy to encourage the continuing education and awareness
of said persons in the technical improvements and innovations in their fields of endeavor as
they apply to the City or to implement a City approved strategy for attracting and retaining
businesses in the City. One means of implementing this encouragement is through a formal
reimbursement and advance schedule for authorized attendance at such conferences, meetings
and training sessions.
B. Non - Management Personnel
When authorized by their supervisor, a non - management person may attend a conference,
meeting or training session subject to the stated terms and conditions included herein for each
with payment toward or reimbursement of certain expenses incurred as defined below for
each.
II DEFINITIONS
A. Conferences
A conference is an annual meeting of a work related organization the membership of which
may be held in the name of the City or the individual.
B. Local Area
The local area is defined to be within Santa Clara and San Mateo Counties and within a 40-
mile distance from Cupertino when traveling to Alameda County.
C. Meetings
A "meeting" shall mean a convention, conference, seminar, workshop, meal, or like assembly
having to do with municipal government operations. An employee serving on a panel for
interviews of job applicants shall not come under this definition.
4
D. Training Session
A training session is any type of seminar or workshop the attendance at which is for the
purpose of obtaining information of a work related nature to benefit the City's operations or
to enhance the attendee's capabilities in the discharge of assigned duties and responsibilities.
III REIMBURSEMENT AND ADVANCE PAYMENT SCHEDULE
A. Intent
This schedule is written with the intent that the employee will make every effort to find the
lowest possible cost to the City for traveling on City business. For example, if paying for
parking at the airport is less expensive that paying for a taxi or airport shuttle, then the
employee should drive their car and park at the airport; or if renting a car is lower than taking
taxis at the out -of -town location, then a car should be rented; or air reservations should be
booked in advance to obtain discounted fares. The following procedures apply whether the
expense is being paid through a reimbursement or a direct advance.
B. Registration
Registration fees for authorized attendance at a meeting or training session will be paid by the
City.
C. Transportation
The City will pay transportation costs on the basis of the lowest cost intent stated in
paragraph A. Eligible transportation costs include airfare (with coach fare being the
maximum), van or taxi service to and from the attendee's home and airport, destination or
airport parking charges, taxi and shuttle services at the out -of -town location, trains, tolls, or
rental cars. Use of a personal automobile for City business shall be reimbursed or advanced at
the rate per mile in effect for such use, except in no case shall it exceed air coach fare if the
vehicle is being used for getting to the destination. Government or group rates offered by a
provider of transportation must be used when available.
Reimbursement or advances for use of a personal automobile on City business within a local
area will not be made so as to supplement that already being paid to those persons receiving a
monthly mileage allowance.
D. Lodging
Hotel or lodging expenses of the employee resulting from the authorized event or activity
defined in this policy will be reimbursed or advanced if the lodging and event occurs outside
of the local area. Not covered will be lodging expenses related to person(s) who are
accompanying the City member, but who themselves are not on City business. In this
instance, for example, the difference between single and multiple occupancy rates for a room
will not be reimbursed.
5
Where the lodging is in connection with a conference or other organized educational activity,
City -paid lodging costs shall not exceed the maximum group rate published by the
conference or activity sponsor, providing that lodging at the group rate is available at the time
of booking. If the group rate at the conference hotel is not available, then the non - conference
lodging policy described in the next paragraph should be followed to find another comparable
hotel.
Where lodging is necessary for an activity that is not related to a conference or other
organized educational activity, reimbursement or advances shall be limited to the actual cost
of the room at a group or government rate. In the event that a group or government rate is not
available, lodging rates that do not exceed the median price for lodging for that area and time
period listed on travel websites like www.hotels.com www.expedia.com or an equivalent
service shall be eligible for reimbursement or advancement.
E. Meals
1. With No Conference
Payments toward or reimbursement of meals related to authorized activities or events
shall be at the Internal Revenue Service per diem rate for meals and incidental expenses
for a given location, as stated by IRS publications 463 and 1542 and by the U.S. General
Services Administration. The per diem shall be split among meals as reasonably desired
and reduced accordingly for less than full travel days. If per diem is claimed, no receipts
are necessary. Alternatively, the actual cost of a meal can be claimed, within a standard of
reasonableness, but receipts must be kept and submitted for the expense incurred.
2. As Part of a Conference
When City personnel are attending a conference or other organized educational activity,
they shall be reimbursed or advanced for meals not provided by the activity, on a per
diem or actual cost basis. The per diem and actual cost rate shall follow the rules
described in the meals with no conference paragraph.
F. Other Expenses
Payments toward or reimbursement of expenses at such functions shall be limited to the
actual costs consistent with the application of reasonable standards.
Other reasonable expenses related to business purposes shall be paid consistent with this
policy.
No payments shall be made unless, where available, receipts are kept and submitted for all
expenses incurred. When receipts are not available, qualifying expenditures shall be
reimbursed upon signing of an affidavit of expenditure.
No payment shall be made for any expenses incurred which are of a personal nature or not
within a standard of reasonableness for the situation as may be defined by the Finance
Department.
Co
G. Non - Reimbursable Expenses
The City will not reimburse or advance payment toward expenses including, but not limited
to:
1. The personal portion of any trip;
2. Political or charitable contributions or events;
3. Family expenses, including those of a partner when accompanying the employee on City -
related business, as well as child or pet - related expenses;
4. Entertainment expenses, including theatre., shows, movies, sporting events, golf, spa
treatments, etc.
5. Gifts of any kind for any purpose;
6. Service club meals; of those besides economic development staff,
7. Alcoholic beverages;
8. Non - mileage personal automobile expenses including repairs, insurance, gasoline, traffic
citations; and
9. Personal losses incurred while on City business.
IV ATTENDANCE AUTHORIZATION
A. Budgetary Limitations
Notwithstanding any attendance authorization contained herein, reimbursement or advances
for expenses relative to conferences, meeting or training sessions shall not exceed the
budgetary limitations.
B. Conference Attendance
Attendance at conferences or seminars by employees must be approved by their supervisor.
C. Meetings
Any employee, management or non - management, may attend a meeting when authorized by
their supervisor.
D. Training Sessions
Any employee, management or non - management, may attend a training session when
authorized by their supervisor.
7
V. FUNDING
A. Appropriation Policy
It shall be the policy of the City to appropriate funds subject to availability of resources.
B. Training Sessions
Payments toward or reimbursement of expenses incurred in attendance at training sessions,
will be appropriated annually through the budget process.
VI. DIRECT CASH ADVANCE POLICY
From time to time, it may be necessary for a City employee to request a direct cash advance
to cover anticipated expenses while traveling or doing business on the City's behalf. Such
request for an advance should be submitted to their supervisor no less than seven days prior
to the need for the advance with the following information: 1) Purpose of the expenditure; 2)
The anticipated amount of the expenditure (for example, hotel rates, meal costs, and
transportation expenses); and 3) The dates of the expenditure. An accounting of expenses
and return of any unused advance must be reported to the City within 30 calendar days of the
employee's return on the expense report described in Section VII.
VII. EXPENSE REPORT REQUIREMENTS
All expense reimbursement requests or final accounting of advances received must be
approved by their supervisor, on forms determined by the Finance Department, within 30
calendar days of an expense incurred, and accompanied by a business purpose for all
expenditures and a receipt for each non- per diem item.
Revised 7/83, 7/85, 7/87, 7/88, 7/91, 7/92, 12/07,7/10
8
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 4
AUTOMOBILE ALLOWANCES AND
MILEAGE REIMBURSEMENTS
It is City of Cupertino policy that eligible persons under this Compensation Program shall
be compensated fairly for the use of personal automotive vehicles on City business. In many
instances the use of personal vehicles is a condition of employment due to the absence of
sufficient City owned vehicles for general transportation purposes. It is not intended, however,
that such a condition of employment should work an undue hardship. For this reason, the
following policies shall apply for mileage reimbursements.
Those persons who occasionally are required to use their personal automobiles for City
business shall be reimbursed for such use at an appropriate rate established by the City Council.
Submission of reimbursement requests must be approved by the Department Head.
Employees in the following classifications shall be paid on a monthly basis the following
automobile allowance:
Classification
Allowance
City Manager
$350.00
Director of Administrative Services
300.00
Director of Community Development
300.00
Director of Parks and Recreation
300.00
Director of Public Works
300.00
Assistant Director of Public Works
250.00
City Clerk
250.00
Public & Environmental Affairs Director
250.00
City Architect
250.00
Traffic Engineer
250.00
Recreation Supervisor
200.00
Legal Services Manager
200.00*
Employees receiving automobile allowance shall be eligible for reimbursement for travel
that exceeds two hundred miles round trip.
*This allowance will be eliminated once the current employee is no longer in this
position.
Adopted by Action of the City Council
April 1, 1974
Revised
7/74, 5/79, 6/80, 7/81, 8/84, 7/87, 1/89, 7/90,
7/92, 6/96, 8/99, 6/00, 9/01, 1/02, 6/02, 10/07, 7/10, 1/11, 6/11, 7/11
0
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 5
ASSOCIATION MEMBERSHIPS AND
PROFESSIONAL PUBLICATIONS
It is City of Cupertino policy that eligible persons under this Compensation Program shall
be entitled to City sponsored association memberships as well as receiving subscriptions to
professional and technical publications. Such sponsorship, however, shall be conditioned upon
the several factors as set forth below.
Each association for which membership is claimed must be directly related to the field of
endeavor of the person to be benefited. Each claim for City sponsored membership shall be
submitted by or through the Department Head with their concurrence to the City Manager for
approval.
Subscriptions to or purchase of professional and technical publications may be provided
at City expense when such have been authorized by the Department Head providing the subject
matter and material generally contained therein are related to municipal governmental operations.
Adopted by Action of
the City Council
April 1, 1974
Revised
7/92
10
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 6
OVERTIME WORKED
Management and non - represented professional employees are ineligible for overtime
payments for time worked in excess of what otherwise would be considered as a normal work
day or work week for other employees. However., no deduction from leave balances are made
when such an employee is absent for less than a regular work day as long as the employee has
his /her supervisor's approval. Nothing in this policy precludes the alternative work schedule,
which may include an absence of a full eight hour day, when forty hours have been worked in the
same seven day work period.
Adopted by Action of the City Council
April 1, 1974
Revised
6/80, 7/91, 7/92, 6/96, 7/97, 4/07
11
City of Cupertino
UNREPRESENTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 7
HEALTH BENEFITS PLAN - EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide group hospital and medical insurance
under which employees in Management and Confidential positions and their dependents may be
covered. The purpose of this program is to promote and preserve the health of employees and
their families through comprehensive health plans available only through employer sponsorship.
Although the premium cost for the insurance provided remains the ultimate responsibility
of the employee in these positions, the City shall contribute the amounts listed below towards the
premium or pay the full cost of the premium if less than the stated amounts. If the premium
amounts for any employee covered by this policy are less than the amounts listed below per
month, the difference between the premium amount and the stated amounts will be included in
the employee's gross pay. The City will no longer pay medical insurance cash back (excess of
the monthly premium less the cost of the medical coverage) for new employees hired after July 1,
2005.
Medical Insurance Coverage Level
City Contribution
Employee
702.00
Employee + 1
762.00
Employee +2
802.00
Adopted by Action of
the City Council
September 16, 1974
Revised
7/75, 7/76, 7/77, 8/78, 7/79, 6/80, 6/81, 7/81, 6/82, 7/83, 7/84,
7/88, 7/89, 7/90, 7/91, 7/92, 6/95, 7/97, 7/99, 6/00, 6/02, 7/04, 6/05, 4/07
12
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 8
FLEXIBLE HOLIDAYS
It is the policy of the City of Cupertino to recognize days of historical and national
significance as holidays of the City without loss of pay or benefits. Recognizing the desirable
times throughout the year, it is the policy of the City of Cupertino to provide days off in lieu of
holidays for management and confidential employees at such times as are convenient for each
employee and supervisor, when such policy is compatible with the workload and schedule of the
City.
Employees occupying these positions shall be provided 20 hours per calendar year as
non -work time with full pay and benefits. Employees may accumulate flexible holiday hours up
to two times their annual accrual.
Adopted by Action of
the City Council
July 7, 1975
Revised 6/80, 6/89, 7/92, 7/99
13
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 9
LIFE AND LONG TERM DISABILITY INSURANCE
It is the policy of the City of Cupertino to make available group insurance for
Management and Confidential employees that will mitigate the personal and family financial
hardships resulting from continuing disability that prevents an employee from performing
gainfully in his or her occupation. It is further the policy of the City of Cupertino to provide life
insurance benefits in an amount of two and one half times the employee's annual salary to a
maximum of $250,000.00.
Employees occupying unrepresented positions may enroll in the disability income
program and the life insurance program offered if eligible under the contract provisions of the
policy and the personnel rules of the City. The full cost of premiums for these programs shall be
paid by the City for such employees.
Adopted by Action of
the City Council
September 16, 1976
Revised 7/76, 6/80, 6/81. 6/82, 6/92
14
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 10
DEFERRED COMPENSATION
It is the policy of the City of Cupertino to provide equitable current compensation and
reasonable retirement security for management and confidential employees for services
performed for the City. The City participates in the California Public Employees' Retirement
System (PERS) and deferred compensation plans have been established. Both the employee and
employer may make contributions from current earnings to these plans. The purpose of this
policy is to promote means by which compensation may be provided in such manner and form to
best meet the requirements of the City and the needs of individual employees, thereby increasing
the ability, to attract and retain competent management and confidential employees.
The City shall maintain and administer means by which employees in these positions may
defer portions of their current earnings for future utilization. Usage of such plans shall be subject
to such agreements, rules and procedures as are necessary to properly administer each plan.
Employee contributions to such plans may be made in such amounts as felt proper and necessary
to the employee. Employer contributions shall be as determined by the City Council.
Adopted by Action of
the City Council
July 7, 1975
Revised 6/80, 7/87, 7/92, 7/99
15
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 11
PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTION
At the beginning of the pay period in which 2.7% @ 55 becomes effective, the City
agrees to pay the employee's contribution rate to Ca1PERS not to exceed 6.0% of applicable
salary and each employee agrees to pay 2.0% of applicable salary. The City agrees to pay the
employer's contribution rate to the Public Employees Retirement System
Adopted by Action of
the City Council
June, 1981
Revised 6/87, 6/89, 7/90, 7/91, 7/92, 6/03, 7/04, 4/07, 7/10
061
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 12
DENTAL INSURANCE - EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide dental insurance under which
employees in Management and Confidential positions and their dependents may be covered. The
purpose of this program is to promote and preserve the health of employees.
The premium cost for the insurance provided by the City shall not exceed $77.26 per
month per employee. Enrollment in the plan or plaias made available pursuant to this policy shall
be in accordance with Personnel Rules of the Ciro and the provisions of the contract for such
insurance between the City and carrier or carriers.
Adopted by Action of
City Council
July 1, 1983
Revised 7/87, 7/88, 7/89, 7/90, 7/91, 7/92, 6/95, 7/99, 4/07
17
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 13
ADMINISTRATIVE LEAVE
The City Manager and department heads shall receive forty (40) hours of administrative
leave with pay per year. Unrepresented employees exempt from the provisions of the Fair Labor
Standards Act shall receive twenty -four (24) hours of administrative leave with pay per year.
Employees may accumulate administrative leave hours up to their annual accrual.
Employees shall be eligible to convert administrative leave hours to pay one time each
calendar year.
Adopted by Action of
the City Council
July, 1988
Revised
7/92, 7/97, 7/99, 7/10
18
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 14
EMPLOYEE ASSISTANCE PROGRAM
It is the policy of the City of Cupertino to provide an Employee Assistance Program for
the benefit of Management and Confidential employees and their eligible dependents. The
purpose of this program is to provide professional assistance and counseling concerning
financial, legal, pre- retirement, and other matters of a personal nature.
Adopted by Action of the City Council
June 17, 1996
W
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 15
PUBLIC SERVICE CREDIT — VACATION ACCUMULATION
The City Manager and department heads shall earn vacation hours under the same
vacation accumulation schedule as all other employees. Credit shall be provided for previous
public sector service time on a year- for -year basis as to annual vacation accumulation. Credit
shall only be given for completed years of service. Public service credit shall not apply to any
other supplemental benefit. Employee(s) affected by this policy will have the responsibility of
providing certification as to previous public sector service.
Adopted by Action of the City Council
July 7, 1997
Revised 6/99, 7/10
20
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 16
HOUSING ASSISTANCE PROGRAM
Housing assistance may be offered to the department heads pursuant to Resolution No.
99 -070 as amended.
Adopted by Action of the City Council
July 7, 1997
Revised 7/99, 7/10
21
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 17
VISION INSURANCE — EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide vision insurance under which
employees and their dependents may be covered. The purpose of this program is to promote and
preserve the health of employees.
The premium cost for the insurance provided by the City shall not exceed $14.36 per
month per employee. Enrollment in the plan or plans made available pursuant to this policy shall
be in accordance with the provisions of the contract between the City and carrier or carriers
providing vision insurance coverage,
Adopted by Action of the City Council
July 1997
Revised 7/99, 6/02, 6/03, 7/10
22
City of Cupertino
Listing of Unrepresented Classifications by
Salary Rate or Pay Grades
City Council
and
Planning Commission
Compensation
Effective July 1, 2010
23
CITY OF CUPERTINO
CLASSES AND POSITIONS /CITY COUNCIL
AND PLANNING COMMISSION
EFFECTIVE JULY 1, 2010
The salaries, wages or rates of pay for those officers and employees whose positions are exempt
under the provisions of the Cupertino Municipal Code, and members of the City Council and
Planning Commission, are set forth below. Only the City Council can modify these rates.
Classification
Step 1
Step 2
Step 3
Step 4
Step 5
City Manager
$18,795
Director of Administrative Services
$12,286
$12,901
$13,546
$14,223
$14,934
Director of Community Development
$11,549
$12,127
$12,733
$13,370
$14,038
Director of Parks and Recreation
$11,549
$12,127
$12,733
$13,370
$14,038
Director of Public Works
$12,536
$13,163
1 $13,821
1 $14,513
$15,238
Members of the City Council
$730.24 /month
Members of the Planning Commission
$50.00/meeting maximum $200.00 /month
EFFECTIVE JULY 1, 2011
Classification
Step 1
Step 2
Step 3
Step 4
Step 5
City Manager
$18,983
Director of Administrative Services
$12,409
$13,030
$13,681
$14,365
$15,084
Director of Community Development
$11,665
$12,248
$12,860
$13,503
$14,179
Director of Parks and Recreation
$11,665
$12,248
$12,860
$13,503
$14,179
Director of Public Works
$12,662
$13,295
$13,960
1 $14,658
$15,391
Members of the City Council
$730.24 /month
Members of the Planning Commission
$50.00/meeting maximum $200.00 /month
24
CITY OF CUPERTINO
CLASSES AND POSITI014S BY PAY GRADE
MANAGEMENT CLASSIFICATIONS
EFFECTIVE JULY 1, 2010
Classification
Step 1
Step 2
Step 3
Step 4
Step 5
Assistant Director of Public Works - En
$9,967
$10,465
$10,988
$11,538
$12,115
Assistant Director of Public Works - Mtc
$9,514
$9,989
$10,489
$11,013
$11,564
Building Official
$9,099
$9,554
$10,032
$10,534
$11,060
City Architect
$9,099
$9,554
$10,032
$10,534
$11,060
City Clerk
$7,716
$8,102
$8,507
$8,932
$9,379
City Planner
$9,099
$9,650
$10,032
$10,534
$11,060
Environmental Affairs Coordinator
$7,601
$8,061
$8,380
$8,799
$9,239
Environmental Programs Manager
$7,601
$8,061
$8,380
$8,799
$9,239
Finance Director
$9,099
$9,650
$10,032
$10,534
$11,060
Human Resources Director
$9,099
N 78
$10,032
$10,534
$11,060
Information Technolo Mana er
$8,802
$9,335
$9,704
$10,190
$10,699
Park Planner
$9,099
$9,650
$10,032
$10,534
$11,060
Public and Environmental Affairs Director
$8,802
$9,335
$9,704
$10,190
$10,699
Public Works Project Manager
$7,716
$8,102
$8,507
$8,932
$9,379
Public Works Supervisor
$6,943
$7,290
$7,655
$8,037
$8,439
Recreation Supervisor
$6,785
$7,124
$7,480
$7,854
$8,247
Redevelopment/Economic Development Mgr
$9,099
$9,554
$10,032
$10,534
$11,060
Senior Civil Engineer
$9,099
$9,554
$10,032
$10,534
$11,060
Senior Recreation Supervisor
$7,2.80
$7,854
$8,247
$8,659
$9,092
EFFECTIVE JULY 1, 2011
Classification
Step 1
Step 2
Step 3
Step 4
Step 5
Assistant Director of Public Works - En
$10,066
$10,570
$11,098
$11,653
$12,236
Assistant Director of Public Works - Mtc
$9,609
$10,089
$10,594
$11,124
$11,680
Building Official
$9,190
$9,650
$10,132
$10,639
$11,171
City Architect
$9,190
$9,650
$10,132
$10,639
$11,171
City Clerk
$7,793
$8,183
$8,592
$9,021
$9,472
City Planner
$9,190
$9,650
$10,132
$10,639
$11,171
Environmental Affairs Coordinator
$7,377
$8,061
$8,464
$8,887
$9,332
Environmental Programs Manager
$7,577
$8,061
$8,464
$8,887
$9,332
Finance Director
$9,190
$9,650
$10,132
$10,639
$11,171
Human Resources Director
$9,190
$9,650
$10,132
$10,639
$11,171
Information Technology Manager
$8,890
$9,335
$9,802
$10,291
$10,806
Park Planner
$9,190
$9,650
$10,132
$10,639
$11,171
Public and Environmental Affairs Director
$8,890
$9,335
$9,802
$10,291
$10,806
Public Works Project Manager
$7,793
$8,183
$8,592
$9,021
$9,472
Public Works Supervisor
$7,012
$7,363
$7,731
$8,118
$8,524
Recreation Supervisor
$6,852
$7,195
$7,555
$7,933
$8,329
Redevelopment/Economic Development Mgr
$9,190
$9,650
$10,132
$10,639
$11,171
Senior Civil Engineer
$9,190
$9,650
$10,132
$10,639
$11,171
Senior Recreation Supervisor
$7,555
$7,933
$8,329
$8,746
$9,183
25
CITY OF CUPERTINO
CLASSES AND POSITIONS BY PAY GRADE
CONFIDENTIAL CLASSIFICATIONS
EFFECTIVE JULY 1, 2010
Classification
Step 1
Step 2
Step 3
Step 4
Step 5
Accountant
$6,076
$6,380
$6,699
$7,034
$7,386
Accounting Technician
$5,638
$5,920
$6,216
$6,527
$6,853
Administrative Assistant
$5,062
$5,315
$5,581
$5,860
$6,153
Community Relations Coordinator
$5,842
$6,134
$6,441
$6,763
$7,101
Deputy City Clerk
$5,062
$5,315
$5,581
$5,860
$6,153
Executive Assistant to the City Attorney
$5,538
$5,815
$6,106
$6,411
$6,731
Executive Assistant to the City Manager
$5,538
$5,815
$6,106
$6,411
$6,731
GIS Coordinator
$5,841
$6,133
$6,440
$6,762
$7,100
Human Resources Analyst
$6,076
$6,380
$6,699
$7,034
$7,386
Human Resources Technician
$5,638
$5,920
$6,216
$6,527
$6,853
I.T. Assistant
$4,623
$4,854
$5,097
$5,352
$5,620
Network Specialist
$5,842
$6,134
$6,441
$6,763
$7,101
Web Specialist
$5,841
$6,133
$6,440
$6,762
$7,100
EFFECTIVE JULY 1, 2011
Classification
Step 1
Step 2
Step 3
Step 4
Step 5
Accountant
$6,137
$6,444
$6,766
$7,104
$7,460
Accounting Technician
$5,695
$5,979
$6,278
$6,592
$6,922
Administrative Assistant
$5,113
$5,368
$5,637
$5,919
$6,215
Community Relations Coordinator
$5,900
$6,195
$6,505
$6,830
$7,172
Deputy City Clerk
$5,113
$5,368
$5,637
$5,919
$6,215
Legal Services Manager
$5,593
$5,873
$6,167
$6,475
$6,799
Executive Assistant to the City Manager
$5,593
$5,873
$6,167
$6,475
$6,799
GIS Coordinator
$5,899
$6,194
$6,504
$6,829
$7,171
Human Resources Analyst
$6,137
$6,444
$6,766
$7,104
$7,460
Human Resources Technician
$5,695
$5,979
$6,278
$6,592
$6,922
I.T. Assistant
$4,669
$4,903
$5,148
$5,405
$5,676
Network Specialist
$5,900
$6,195
$6,505
$6,830
$7,172
Web Specialist
$5,899
$6,194
$6,504
$6,829
$7,171
26