CC Resolution No. 17-101 Authorizing the City Manager to Add a Senior Assistant City Attorney Classification to the Unrepresented Compensation Program and Increase FTE in the City Attorney's Office From 4 FTE to 5RESOLUTION NO. 17-101
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CUPERTINO
AUTHORIZING THE CITY MANAGER TO ADD A SENIOR ASSISTANT CITY
ATTORNEY CLASSIFICATION TO THE UNREPRESENTED COMPENSATION
PROGRAM AND INCREASE FTE IN THE CITY ATTORNEY'S OFFICE FROM 4
FTE TO 5 FTE BY ADDING A SENIOR ASSISTANT CITY ATTORNEY POSITION
WHEREAS, the recruitment and hiring of top quality employees is essential to the
efficient operation of the City of Cupertino; and
WHEREAS, it has been determined to add the following classification in the
Unrepresented Compensation Program and FTE in the City Attorney's Office:
Classification Step 1 Step 2 Step 3 Step 4 Step 5
SENIOR ASSISTANT CITY
ATIORNEY $82.70 $86 .83 $91.17 $95.73 $100.52
BE IT FURTHER RESOLVED that the City Council of the City of Cupertino hereby
approves the additional classification and FTE position.
PASS ED AND ADOPTED at a regular meeting of the City Council of the City of
Cupertino this 17th day of October 2017, by the following vote :
AYES:
NOES:
ABSENT:
ABSTAIN:
ATTEST:
Members of the City Council
Paul, Chang, Scharf
Sinks
Vaidhyanathan
None
APPROVED:
Grace Schmidt, City Clerk
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and those which are adopted or as may be modified or rescinded from time to time such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 I
Accountant II
Accounting Technician
Administrative Assistant
Assistant City Attorney
Assistant City Manager
Assistant Director of Community Development
Assistant Director of Public Works
Assistant Director of Recreation and Community Services
Assistant to the City Manager
Building Official
Business Systems Analyst/Program Manager
Capital Improvement Program Manager
Chief Technology Officer/Director of Information Services (Department Head)
City Architect
City Clerk
City Engineer
Community Relations Coordinator
Deputy Building Official
Deputy City Attorney
Deputy City Clerk
Deputy City Manager
Director of Administrative Services (Department Head)
Director of Community Development (Department Head)
Director of Recreation and Community Services (Department Head)
Director of Public Works
Economic Development Manager
Emergency Services Coordinator
Environmental Programs Manager
Executive Assistant to the City Attorney
Executive Assistant to the City Manager
Finance Manager
GIS Coordinator
GIS Program Manager
Human Resources Analyst I
Human Resources Analyst II
Human Resources Assistant
Human Resources Manager
Human Resources Technician
Information Technology Assistant
Innovation and Technology Manager -Applications
Innovation and Technology Manager -Infrastructure
Legal Services Manager
Management Analyst
Network SpecialistPark Restoration and Improvement Manager
Permit Center Manager
Planning Manager
Public Information Officer
Public Affairs Manager
Public Works Projects Manager
Public Works Supervisor
Recreation Manager
Recreation Supervisor
Senior Accountant
Senior Assistant City Attorney
Senior Civil Engineer
Senior Management Analyst
Service Center Superintendent
Sustainability Manager
Transportation Manager
Web Specialist
2
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, 10/12, 12/12, 7/13,11/13,12/13,3/14, 7/14, 11/15,
6/16, 10/16, 11/16, 6/17, 10/17
3
City of Cupertino
UNREPRESENTED EMPLOYEES ' COMPENSATION PROGRAM
Polic y No . 2
SALARY SCHEDULE
AND OTHER SALARY RA TES
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 priv ate employment in the same labor market; all of which is contingent upon
the City's ability to pay consistent with its fiscal policies.
a. Effective October 1, 2016, a 3.5 % salary increase will be added to the salary
range of each classification in this unit.
b. Effective the first full pay period in July 2017, a 3.25% salary increase will
be added to the salary range of each classification in this unit.
c . Effective the first full pay period in July 2018, a 2.5 % salary increase will be
added to the salary range of each classification in this unit.
See Attachment A for a list of paygrades.
In addition, equity adjustments as identified in the City's 2016 total compensation survey
shall occur per Attachment A.
Adopted b y Action
of the City Cow1cil
April 1, 1974
Revi s ed 8/78, 7/79, 6/80, 7/92, 6/95 , 10/12, 7/13, 10/16
4
I. POLICY
City of Cupertino
UNREPRESENTED EMPLOYEES'COMPENSATION PROGRAM
Policy No. 3
TRAINING AND CONFERENCES
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 s erving on a panel for
interviews of job applicants shall not come under this definition.
5
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
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 ifrenting 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
6
instance, for example, the difference between single and multiple occupancy rates for a room
will not be reimbursed.
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 rela ted 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, qualify ing expenditures shall be
reimbursed upon signing of an affidavit of expenditure .
7
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.
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
8
Any employee, management or non-management, may attend a training session when
authorized by their supervisor.
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
9
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
Director of Administrative Services
Director of Community Development
Assistant City Manager
Director of Recreation and Community Services
Director of Public Works
Chief Technology Officer/
Director of Information Services
City Clerk
Senior Civil Engineer
City Engineer
Transportation Manager
Assistant Director of Recreation and Community Services
Public Affairs Manager
Deputy City Manager
Recreation Supervisor
Recreation Manager
Allowance
300.00
300 .00
300.00
300.00
300.00
300.00
250.00
250.00
250.00
250.00
200.00
200.00
200.00
200 .00
200 .00
Employees receiving automobile allowance shall be eligible for reimbursement for travel
that exceeds two hundred miles round trip.
Adopted by Action of the City Council
April 1, 1974
10
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, 7/11, 10/12, 12/12, 7/13, 11/15, 10/16, 11/16, 6/17
11
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
12
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 6
OVERTIME WORKED
EXEMPT POSITIONS:
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.
NON-EXEMPT POSITIONS:
Confidential employees are eligible for overtime or compensation time, at their discretion, for
the time worked in excess of 40 hours per week. Nothing in this policy precludes the alternative
work schedule; which may include an absence of a full eight hour day, where forty hours have
been worked in the same seven day period.
COMPENSATORY TIME OFF
At the employee 's discretion, compensatory time (CTO) may be granted for overtime
worked at the rate of time and one-half for each hour worked in lieu of compensation in cash.
Employees, who have previously earned CTO, shall be allowed to schedule CTO at the employee's
discretion provided (1) that prior supervisory approval has been obtained and (2) the request is
made in writing.
CTO may be accrued for up to 80 hours per calendar year. Any CTO earned exceeding 80
hours will be paid at the rate of time and one-half. An employee may carry over the unused balance
into the next calendar year. Any unused carryover balance will be automatically paid out at the
end of the calendar year.
An employee may exercise his/her option twice each calendar year to convert any/or all
accumulated compensatory time to cash.
Adopted b y Action of the City Council
Apr il 1, 1974
Re v ised
6/80, 7 /91 , 7 /92, 6/96, 7 /97, 4/07, 7 /13, 10/16
13
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 7
HEAL TH 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.
October 1, 2016 City Max Health City Max Dental City Total Max
Contribution Contribution* Contribution
Employee 733 .39 134 .85 868.24
Employee +1 1246.59 134.85 1381.44
Employee +2 162 0.57 134 .85 1755.42
January 1, 2018 City Max Health City Max Dental City Total Max
Contribution Contribution Con tribution
Employee 769.95 134.85 904.80
Employee +1 13 08.92 134.85 1443.77
Employee +2 1701.60 134 .85 1836.45
January 1, 2019 City Max Health City Max Dental City Total Max
Contribution Contribution Contribution
Employee 808.45 134 .85 943 .30
Employee +1 1374 .37 134 .85 1509.22
Employee +2 1786.68 134.85 1921.53
*Dental Coverage: Effective the first month after Council adoption of MOU, dental coverage is
capped at $2,500.00 per dependent per annual plan year for the term of this contract.
Adopted by Action of the City Council
September 16, 1974
Revised
14
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, 4/07,12/12, 7/13, 10/16
15
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 8
FIXED 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.
The City provides the following fixed paid holidays for eligible employees covered by this
agreement:
1. New Year's Day
2. Martin Luther King Day
3 . Presidents' Day
4. Memorial Day
5. Independence day
6. Labor Day
7. Veteran's Day
8. Thanksgiving Day
9. Day Following Thanksgiving
10. Christmas Eve
11. Christmas Day
12 . New Year's Eve
When a holiday falls on a Sunday, the following Monday shall be observed as the non-work
day . When a holiday falls on a Saturday, the previous Friday shall be observed as the non-work
day.
FLOATING HOLIDAY
In addition to the paid holidays, employees occupying these positions shall be provided 20
floating hours per calendar year as non-work time with full pay and benefits. Employees may
accumulate floating 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, 7/13
16
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 9
LIFE, LONG TERM DISABILITY INSURANCE, AND SHORT 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, 10/16
17
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
18
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 11
PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTION
A. Employees hired on or before December 29, 2012 Only:
For employees hired on or before December 29, 2012, the City has contracted with CalPERS
for a 2.7% @55 formula.
Effective October 1, 2016, the City agrees to pay the employee's contribution rate to the California
Public Employees Retirement System (CalPERS) not to exceed .75% of applicable salary and each
employee agrees to pay 7.25% of applicable salary.
Effective in the first full pay period in July 2017, each employee shall pay the full 8.0% of
applicable salary of the employee's contribution towards CalPERS.
B. For Employees hired by the City of Cupertino on December 30, 2012 or December 31, 2012
or a current CalPERS employee who qualifies as a classic member under CalPERS
Regulations Only:
For Employees hired by the City of Cupertino on December 30, 2012 or December 31, 2012
or a current CalPERS employee who qualifies as a classic member under CalPERS Regulations
only the City has contracted with CalPERS for a 2.0 % @ 60 retirement formula, three year
average compensation .
EffectiveOctober 1, 2016, the City shall not pay the employee's contribution rate to the
California Public Employees Retirement System (CalPERS) and each employee shall pay the full
7% of applicable salary of the employee's contribution towards CalPERS.
C. For new employees hired by the City of Cupertino on or after January 1, 2013 and do not
qualify as Classic members Only:
For new employees hired by the City of Cupertino on or after January 1, 2013 and do not
qualify as classic members as defined by CalPERS, CalPERS has by statute implemented a 2% @
62 formula, three year average and employees in this category shall pay 50% of the normal cost
rate as determined by CalPERS.
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, 10/12, 12/12, 7 /13, 10/16
19
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 $134.85* per
month per employee. Enrollment in the plan or plans made available pursuant to this policy shall
be in accordance with Personnel Rules of the City and the provisions of the contract for such
insurance between the City and carrier or carriers.
*Dental Coverage: Effective the first month after Council adoption of agreement, dental
coverage is capped at $2,500.00 per dependent per annual plan year for the term of this contract.
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, 10/12, 10/16
20
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 13
ADMINISTRATIVE LEA VE
The department heads shall receive eighty (80) hours of administrative leave with pay per
year. Unrepresented employees exempt from the provisions of the Fair Labor Standards Act shall
receive forty (40) hours of administrative leave with pay per year.
Employees may accumulate administrative leave hours up to two times 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
Revis ed
7/92, 7/97, 7/99, 7/10, 12/12, 10/16
21
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
22
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 15
VACATION ACCUMULATION
The 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.
Benefited full-time employees accrue vacation in accordance with the following schedule.
Benefited employees who work less than a full-time work schedule accrue vacation in
accordance with the following schedule on a pro-rated basis.
Service Time Annual Accruals Maximum Accrual
0-3Years 80 Hours 160 Hours
4-9 Years 120 Hours 240 Hours
10-14 Years 160 Hours 272 Hours
15-19 Years 176 Hours 320 Hours
20 + Years 192 Hours 352 Hours
An employee may accrue no more vacation credit than what is listed above.
VACATION CREDITS
The hiring manager, with the approval of the department head and the City Manager, may
offer a vacation bank of up to 120 hours of vacation to a prospective candidate in the
Unrepresented group. These hours do not vest for payoff purposes if the employee leaves service.
Adopted by Action of the City Council
July 7, 1997
Revised 6/99, 7/10, 12/12, 7/13, 10/16
23
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.
15-092.
Adopted by Action of the City Council
July 7, 1997
Revised 7 /99, 7 /10, 8/12, 10/15
24
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 $14.94 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, 10/12
25
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 18
WORK OUT OF CLASSIFICATION/WORK IN DUAL CLASSIFICATION
Work Out of Classification -Temporary assignment, approved in advance by the department
head, to a classification in a higher pay grade shall be compensated at the Step 1 rate of the higher
classification or at a rate five (5) percent greater than that of the regular position, whichever is
greater, for the number of hours assigned. In order to qualify for out-of-classification pay, an
employee shall work a minimum of eight (8) hours per day in the temporary assignment.
Out of classification compensation shall not be used as a substitute for the permanent
classification or reclassification of positions. An employee may be assigned to work in a higher
class when there is a vacant position, either temporary (incumbent on leave of absence) or
permanent (vacant position which has not been filled), or when an employee assumes additional
work that would otherwise be performed by consultants which results in a cost savings to the
City. All requests for out of classification compensation must be approved by the Human
Resources Director. Persons approved to work out of class will continue to receive salary step
adjustments in their regular classification based upon satisfactory performance. The out of class
salary step will be adjusted accordingly in accordance to the policy set forth herein when the
employee's salary in the permanent classification is adjusted.
Work in Dual Classifications -The City Manager may, in his or her sole discretion, grant a pay
differential up to five percent (5%) above the higher base salary to an employee assigned by the
City Manager to perform all of the duties of another position in addition to the employee's regular
duties, provided that a differential of dual assignments under this provision shall only be paid
where the additional assignment is to a position equivalent to the level of the employee's regular
position in a different department or division than the employee's regular classification, the
duration of the additional assignment is for a period of one or more months, and the published
base salary for the equivalent level position is the same or lower than the published salary for the
employee's current classification such that the employee does not quality for working out of class
pay.
Adopted by Action of the City Council
October 2016
Revised
26
City of Cupertino
Listing of Unrepresented Classifications by
Salary Rate or Pay Grades
Effective July 1, 2013 (Res. No. 13-061)
Amended 11/19/13 (Res. No. 13-099)
Amended 12/17/13 (Res. No. 13-108)
Amended 3/18/14 (Res. No. 14-130)
Amended 11/3/14 (Res . No. 14-209)
Amended 11/3/2015 (Res. No. 15-099)
Amended 6/21/16 (Res. No . 16-)
Amended 10/4/16 (Res. No. )
Amended 10/18/16 (Res. No. )
Amended 11/15/16 (Res. No. )
Amended 6/20/17 (Res. No. )
Amended 10/17/17 (Res. No. )
27
A TI ACHMENT A
CLASSES AND POSITIONS BY PAY GRADE
EFFECTIVE OCTOBER 1, 201 6 -JUNE 30, 2019
Salary Effective October 1, 2016
Classification Step 1
ACCOUNTANT I $35.41
ACCOUNTANT II $39 .04
ACCOUNTING TECHNICIAN $36.25
ADMINISTRATIVE ASSISTANT $31 .88
ASSISTANT CITY ATIORNEY $72.59
ASSISTANT CITY MGR -COMM DEV $91.09
ASSISTANT DIRECTOR COMM DEV $63 .34
ASSISTANT TO THE CITY MANAGER $50 .97
ASST DIR PUBLIC WORKS $67.80
BUILDING OFFICIAL $57 .31
BUSINESS SYSTEMS ANALYST $45 .02
CAPITAL IMPV PROGRAM MGR $57 .24
CITY ARCHITECT $46 .68
CITY CLERK $53.60
CITY ENGINEER $63 .95
COMMUNITY RELATIONS COORDINATOR $36.75
DEPARTMENT HEAD $78 .19
DEPUTY BUILDING OFFICIAL $53.64
DEPUTY CITY ATIORNEY $52 .23
DEPUTY CITY CLERK $38 .25
DEPUTY CITY MANAGER $61.96
DIRECTOR OF PUBLIC WORKS $82.81
ECONOMIC DEVELOPMENT MANAGER $59.00
ENVIRONMENTAL PROGRAMS MANAGER $50 .21
EXEC ASST TO CITY MANAGER $36.80
EXEC ASST TO THE CITY ATINY $35 .90
FINANCE MANAGER $61.03
GIS COORDINATOR $39 .35
GIS PROGRAM MANAGER $48 .95
HUMAN RESOURCE ANALYST I $41.66
HUMAN RESOURCES ANALYST II $45 .93
HUMAN RESOURCES ASSISTANT $26 .4 7
HUMAN RESOURCES MANAGER $61.03
HUMAN RESOURCES TECHNICIAN $36.25
1.T . ASSISTANT $34 .15
INFORMATION TECHNOLOGY MANAGER $59.39
LEGAL SERVICES MANAGER $37.07
MANAGEMENT ANALYST $42.02
28
Step 2 Step 3 Step 4 Step 5
$37 .18 $39 .04 $41.00 $43.05
$40.99 $43.04 $45 .19 $47.45
$38.06 $39.96 $41 .96 $44.06
$33.47 $35.15 $36 .91 $38 .75
$76.22 $80.03 $84.03 $88.23
$95.65 $100.43 $105.45 $110.72
$66 .50 $69.83 $73.32 $76 .98
$53 .52 $56 .19 $59 .00 $61.95
$71 .19 $74 .75 $78.48 $82.41
$60 .18 $63.19 $66.35 $69.66
$47.27 $49.64 $52.12 $54 .73
$60 .11 $63.11 $66.27 $69.58
$49 .01 $51 .46 $54.03 $56 .74
$56.28 $59 .09 $62 .05 $65 .15
$67.15 $70 .51 $74.04 $77 .74
$38.59 $40.52 $42.55 $44.67
$82 .10 $86.21 $90 .52 $95 .04
$56.32 $59.13 $62.09 $65.19
$54 .84 $57.58 $60.46 $63.48
$40 .16 $42.17 $44.28 $46.49
$65.06 $68.31 $71.72 $75.31
$86.95 $91.30 $95 .86 $100.66
$61.95 $65 .04 $68 .29 $71.71
$52 .72 $55 .36 $58 .13 $61.03
$38 .64 $40.57 $42.60 $44.73
$37 .69 $39.58 $41.56 $43 .64
$64.09 $67 .29 $70 .66 $74 .19
$41.32 $43 .38 $45.55 $47.83
$51.40 $53.97 $56 .67 $59 .50
$43.74 $45.93 $48.23 $50 .64
$48.23 $50.64 $53.17 $55.83
$27 .80 $29 .19 $30 .65 $32 .18
$64 .09 $67 .29 $70.66 $74 .1 9
$38.06 $39 .96 $41.97 $44 .06
$35.85 $37.65 $39 .53 $41.51
$62 .36 $65.48 $68 .75 $72 .19
$38 .93 $40.87 $42.92 $45.06
$44.12 $46.33 $48 .64 $51.07
NETWORK SPECIALIST $45.02 $47.27 $49 .64 $52 .12 $54.73
PARK RESTORATION IMPV MGR $57 .24 $60.11 $63.11 $66.27 $69 .58
PERMIT CENTER MANAGER $53.64 $56.32 $59.13 $62 .09 $65.19
PLANNING MANAGER $59.63 $62.61 $65.74 $69 .03 $72.48
PUBLIC AFFAIRS MANAGER $52 .18 $54.79 $57 .53 $60.41 $63.43
PUBLIC INFORMATION OFF ICER $50.97 $53.52 $56.19 $59 .00 $61 .95
PUBLIC WORKS PROJECT MANAGER $50 .32 $52 .83 $55.48 $58.25 $61.16
PUBLIC WORKS SUPERVISOR $43 .68 $45 .86 $48.16 $50.57 $53 .09
RECREATION MANAGER $47.06 $49.41 $51.88 $54.48 $57.20
RECREATION SUPERVISOR $42 .68 $44.82 $47.06 $49.41 $51 .88
SENIOR ACCOUNTANT $45.20 $47.46 $49.83 $52.32 $54.94
SENIOR CIVIL ENGINEER $60.07 $63 .07 $66.23 $69 .54 $73 .01
SENIOR MANAGEMENT ANALYST $45.93 $48.23 $50.64 $53.17 $55.83
SERVICE CENTER SUPERINTENDENT $55.46 $58.24 $61.15 $64.21 $67 .42
SUSTAINABILITY MANAGER $50.21 $52.72 $55.36 $58.13 $61.03
WEB SPECIALIST $39 .81 $41.80 $43.89 $46.08 $48.39
Salary Effective First Full Pay Period in July 2017
Classification Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNTANT I $36.56 $38.39 $40.31 $42 .33 $44.44
ACCOUNTANT II $40.31 $42 .32 $44.44 $46.66 $48 .99
ACCOUNTING TECHNICIAN $37.43 $39.30 $41.26 $43 .33 $45.49
ADMINISTRATIVE ASSISTANT $32 .92 $34.56 $3 6.29 $38.10 $40.01
ASSISTANT CITY ATIORNEY $75 .17 $78 .93 $82.87 $87 .02 $91 .37
ASSISTANT CITY MGR -COMM DEV $97.44 $102.31 $107.43 $112.80 $118.44
ASSISTANT DIRECTOR COMM DEV $68.01 $71.41 $74.98 $78 .73 $82 .67
ASSISTANT TO THE CITY MANAGER $54.73 $57.47 $60.34 $63.36 $66.52
ASST DIR PUBLIC WORKS $72 .52 $76.15 $79.95 $83.95 $88.15
BUILDING OFFICIAL $59 .18 $62 .13 $65 .24 $68.50 $71.93
BUSINESS SYSTEMS ANALYST $46.49 $48.81 $51.25 $53 .81 $56.50
CAPITAL IMPV PROGRAM MGR $59 .10 $62.06 $65 .16 $68.42 $71.84
CITY ARCHITECT $48.19 $50.60 $53.13 $55.79 $58.58
CITY CLERK $55 .34 $58.11 $61.01 $64.06 $67 .27
CITY ENGINEER $66 .03 $69.33 $72.80 $76.44 $80.26
COMMUNITY RELATIONS COORDINATOR $37 .95 $39.84 $41.84 $43 .93 $46 .12
DEPARTMENT HEAD $83.96 $88 .16 $92 .57 $97 .20 $102 .06
DEPUTY BUILDING OFFICIAL $55 .38 $58 .15 $61.06 $64.11 $67.31
DEPUTY CITY ATIORNEY $54.09 $56 .79 $59 .63 $62 .61 $65 .74
DEPUTY CITY CLERK $39 .49 $41.46 $43.54 $45.71 $48.00
DEPUTY CITY MANAGER $66 .32 $69.63 $73.12 $76.77 $80 .61
DIRECTOR OF PUBLIC WORKS $88.58 $93 .01 $97 .66 $102.54 $107.67
ECONOM IC D EV ELOPMENT MANAGER $60.91 $63 .96 $67.16 $70.51 $74 .0 4
ENVIRONMENTAL PROGRAMS MANAGER $53.92 $56.61 $59.44 $62.42 $65.54
EXEC ASST TO CITY MANAGER $37 .99 $3 9 .89 $41 .89 $43.98 $46 .18
EXEC ASST TO THE CITY ATINY $37 .07 $3 8.92 $40 .87 $42 .9 1 $45 .05
29
FINANCE MANAGER $63 .02 $66.17 $69 .48 $72.95 $76 .60
GIS COORDINATOR $40.63 $4 2 .66 $44.79 $47.03 $49 .38
GIS PROGRAM MANAGER $61.32 $64.39 $67.61 $70 .99 $74.54
HUMAN RESOURCE ANALYST I $43 .02 $45.17 $47.42 $49.80 $52 .29
HUMAN RESOURCES ANALYST II $47.42 $49.80 $52.29 $54.90 $57 .65
HUMAN RESOURCES ASSISTANT $27 .33 $28 .70 $30.14 $31.64 $33 .23
HUMAN RESOURCES MANAGER $63.02 $66.17 $69.48 $72.95 $76 .60
HUMAN RESOURCES TECHNICIAN $37 .43 $39.30 $41.26 $43.33 $45.49
I.T. ASSISTANT $35.26 $37.02 $38 .87 $40.81 $42.86
INNOVATION AND TECHNOLOGY MANAGER -
INFRASTRUCTURE $61 .32 $64.39 $67 .61 $70.99 $74.54
LEGAL SERVICES MANAGER $38 .28 $40.19 $42.20 $44.31 $46 .53
MANAGEMENT ANALYST $43.38 $45.55 $47.83 $50.22 $52.73
NETWORK SPECIALIST $46.49 $48.81 $51 .25 $53 .81 $56 .50
PARK RESTORATION IMPV MGR $59 .10 $62.06 $65 .16 $68.42 $71.84
PERMIT CENTER MANAGER $55 .38 $58.15 $61.06 $64.11 $67 .31
PLANNING MANAGER $61.57 $64.64 $67 .88 $71.27 $74.83
PUBLIC AFFAIRS MANAGER $53 .88 $56.57 $59.40 $62.37 $65 .49
PUBLIC INFORMATION OFFICER $54.73 $57.47 $60.34 $63 .36 $66.52
PUBLIC WORKS PROJECT MANAGER $51.95 $54.55 $57 .28 $60.14 $63 .15
PUBLIC WORKS SUPERVISOR $45 .10 $47.36 $49 .72 $52.21 $54.82
RECREATION MANAGER $48.59 $51.02 $53 .57 $56.25 $59.06
RECREATION SUPERVISOR $44.07 $46.27 $48 .59 $51.02 $53.57
SENIOR ACCOUNTANT $46 .67 $4 9.00 $51 .45 $54.02 $56 .72
SENIOR CIVIL ENGINEER $62.02 $65 .12 $68.38 $71 .80 $75.39
SENIOR MANAGEMENT ANALYST $47.42 $49 .80 $52 .29 $54.90 $57 .64
SERVICE CENTER SUPERINTENDENT $57 .27 $60.13 $63 .14 $66.29 $69 .61
SUSTAINABILITY MANAGER $53 .92 $56.61 $59.44 $62 .42 $65 .54
WEB SPECIALIST $41.10 $43 .16 $45.32 $47 .58 $49.96
Salary Effective First Full Pay Period in July 2018
Classification Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNTANT I $37 .48 $39 .35 $41.32 $43 .39 $45 .56
ACCOUNTANT II $41.32 $43 .38 $45 .55 $47 .83 $50 .22
ACCOUNTING TECHNIC IAN $38 .36 $40.28 $4 2 .30 $44.41 $46 .63
ADMINISTRATIVE ASSISTANT $33 .74 $35.43 $37 .20 $39 .06 $41.01
ASSISTANT CITY ATIORNEY $77 .05 $80.90 $84.95 $89.19 $93 .65
ASSISTANT CITY MGR -COMM DEV $99 .87 $104.87 $110.11 $115 .62 $121.40
ASSISTANT DIRECTOR COMM DEV $7 1.45 $75 .03 $78 .78 $82 .72 $86.85
ASSISTANT TO THE CITY MANAGER $57 .33 $60.20 $63 .21 $66.37 $69 .69
ASST DIR PUBLIC WORKS $74.3 3 $78 .05 $8 1.95 $86.05 $90.35
BUILDING OFFICIAL $60 .66 $63 .69 $66.87 $70.22 $7 3.73
BUSINESS SYSTEMS ANALYST $47 .65 $50.03 $52 .53 $55 .16 $57 .92
CAPITAL IMPV PROGRAM MGR $60.58 $6 3 .61 $66 .79 $70.13 $73 .64
CITY ARCHITECT $49 .40 $51.87 $5 4.46 $57 .18 $60.04
30
CITY CLERK $56.72 $59.56 $62.54 $65.67 $68.95
CITY ENGINEER $67 .68 $71.07 $74.62 $78 .35 $82.27
COMMUNITY RELATIONS COORDINATOR $38.90 $40.84 $42 .88 $45.03 $47.28
DEPARTMENT HEAD $88.21 $92.62 $97 .25 $102 .12 $107.22
DEPUTY BUILDING OFFICIAL $56 .76 $59.60 $62.58 $65.71 $69.00
DEPUTY CITY ATIORNEY $55.44 $58 .21 $61.12 $64.18 $67 .39
DEPUTY CITY CLERK $40.48 $42.50 $44.63 $46 .86 $49.20
DEPUTY CITY MANAGER $67 .98 $71.38 $74.94 $78.69 $82.63
DIRECTOR OF PUBLIC WORKS $90.79 $95.33 $100.10 $105.11 $110.36
ECONOMIC DEVELOPMENT MANAGER $62.44 $65.56 $68.84 $72.28 $75.89
ENVIRONMENTAL PROGRAMS MANAGER $56.45 $59.27 $62.23 $65.34 $68 .61
EXEC ASST TO CITY MANAGER $38 .94 $40.89 $42.93 $45.08 $47.34
EXEC ASST TO THE CITY ATINY $37.99 $39.89 $41.89 $43.98 $46.18
FINANCE MANAGER $64 .59 $67.82 $71.21 $74.78 $78.51
GIS COORDINATOR $41.64 $43.73 $45 .91 $48.21 $50.62
GIS PROGRAM MANAGER $62.86 $66.00 $69 .30 $72.76 $76.40
HUMAN RESOURCE ANALYST I $44 .09 $46.30 $48.61 $51.04 $53.59
HUMAN RESOURCES ANALYST II $48 .61 $51.04 $53.59 $56.27 $59.09
HUMAN RESOURCES ASSISTANT $28.02 $29.42 $30 .89 $32.43 $34.06
HUMAN RESOURCES MANAGER $64.59 $67.82 $71.21 $74.78 $78.51
HUMAN RESOURCES TECHNICIAN $38 .36 $40.28 $42.30 $44.41 $46.63
I.T . ASSISTANT $36 .14 $37 .95 $39.84 $41.83 $43.93
INNOVATION AND TECHNOLOGY MANAGER -
INFRASTRUCTURE $62.86 $66.00 $69 .30 $72 .76 $76.40
LEGAL SERVICES MANAGER $39.23 $41.20 $43 .26 $45.42 $47.69
MANAGEMENT ANALYST $44.47 $46.69 $49.03 $51.48 $54.05
NETWORK SPECIALIST $47 .65 $50.03 $52.53 $55 .16 $57.92
PARK RESTORATION IMPV MGR $60.58 $63.61 $66 .79 $70.13 $73 .64
PERMIT CENTER MANAGER $56.76 $59.60 $62.58 $65.71 $69.00
PLANNING MANAGER $63.10 $66.26 $69.57 $73.05 $76.70
PUBLIC AFFAIRS MANAGER $55 .22 $57.98 $60.88 $63.93 $67.12
PUBLIC INFORMATION OFFICER $57.33 $60.20 $63 .21 $66.37 $69.69
PUBLIC WORKS PROJECT MANAGER $53 .25 $55.92 $58.71 $61.65 $64.73
PUBLIC WORKS SUPERVISOR $46.23 $48 .54 $50.97 $53.51 $56.19
RECREATION MANAGER $49.80 $52.29 $54 .91 $57 .65 $60.54
RECREATION SUPERVISOR $45 .17 $47.43 $49.80 $52.29 $54 .91
SENIOR ACCOUNTANT $47.83 $50 .23 $'52.74 $55.37 $58.14
SENIOR CIVIL ENGINEER $63 .57 $66.75 $70.09 $73.59 $77.27
SENIOR MANAGEMENT ANALYST $48.61 $51.04 $53.59 $56.27 $59.09
SERVICE CENTER SUPERINTENDENT $58 .70 $61.63 $64 .72 $67.95 $71.35
SUSTAINABILITY MANAGER $56 .45 $59.27 $62.23 $65.34 $68.61
WEB SPECIALIST $42.13 $44 .2 4 $46.45 $48 .77 $51.21
31
Amended November 15, 2016
Salary Effective November 15, 2016
Classification
ASSISTANT DIRECTOR REC AND COMMUNITY
·SERVICES
Salary Effective First Full Pay Period in July 2017
ASSISTANT DIRECTOR REC AND COMMUNITY
SERVICES
Salary Effective First Full Pay Period in July 2018
ASSISTANT DIRECTOR REC AND COMMUNITY
SERVICES
Amended June 20, 2017
Salary Effective First Full Pay Period in July 2017
EMERGENCY SERVICES COORDINATOR
INNOVATION AND TECHNOLOGY MANAGER -
APPLICATIONS
TRANSPORTATION MANAGER
Salary Effective First Full Pay Period in July 2018
EMERGENCY SERVICES COORDINATOR
INNOVATION AND TECHNOLOGY MANAGER -
APPLICATIONS
TRANSPORTATION MANAGER
Amended October 17, 2017
Salary Effective October 17, 2017
I SENIOR ASSISTANT CITY ATIORNEY
Salary Effective First Full Pay Period in July 2018
I SENIOR ASSISTANT CITY ATIORNEY
32
Step 1 Step 2 Step 3 Step 4 Step 5
$63 .34 $66 .50 $69.83 $73.32 $76 .98
$68.01 $71.41 $74.98 $78.73 $82.67
$71.45 $75 .03 $78 .78 $82.72 $86.85
$37 .95 $39.84 $41.84 $43.93 $46.12
$61.32 $64.39 $67.61 $70.99 $74.54
$66.03 $69 .33 $72.80 $76.44 $80 .26
$38 .90 $40.84 $42.88 $45.03 $47 .28
$62.86 $66 .00 $69.30 $72.76 $76.40
$67.68 $71.07 $74.62 $78 .3 5 $82.27
I $82 .10 I $86 .83 I $91.11 I $95.73 I s100.s2 I
I $84.76 I $89 .oo I $93 .4 5 I $98.12 I s103.o3 I