CC Resolution No. 22-067 amending the Unrepresented Employees' Compensation Program to add a Budget Manager and Purchasing Manager7/11/22
RESOLUTION NO. 22-067
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF CUPERTINO AMENDING RESOLUTION NO. 19-144 REGARDING THE
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
WHEREAS, the City Council desires to amend the Unrepresented Employees'
Compensation Program to add a Budget Manager and a Purchasing Manager.
NOW, THEREFORE, BE IT RESOLVED that the Unrepresented Employees'
Compensation Program be amended which is incorporated in this resolution by this
reference and included below.
PASS ED AND ADOPTED at a special meeting of the City Council of the City of
Cupertino this 9th day of June 2022 by the following vote :
Vote Members of the City Council
AYES:
NOES:
Paul, Chao, Wei, Willey
Moore
ABSENT: None
ABSTAIN: None
SIGNED:
/?-QJ /:;)
z 1
Darcy Paul, ayor
City of Cupertino
ATTEST:
~ /4~_:
Kirsten Squarcia, City Clerk
7 /;o/z_.o-z_ z__
Date
Date
1
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 thi s 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and those which are adopted or as may be modified or rescinded from time to time such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/Building Official
Assistant Director of Public Works
Assistant Director of Recreation and Community Services
Assistant to the City Manager
Budget Manager
Business Systems Analyst/Program Manager
Capital Improvement Program Manager
Chief Technology Officer/Director of Information Services (Department Head)
City Architect
City Clerk
City Engineer
2
Commmlity 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 -Infrastmcture
Legal Services Manager
Management Analyst
Network Specialist
Park Restoration and Improvement Manager
Permit Center Manager
Planning Manager
Public Information Officer
Public Affairs Manager
Public Works Projects Manager
Public Works Supervisor
Purchasing Manager
Recreation Manager
Recreation Supervisor
Serlior Accountant
Senior Assistant City Attorney
Serlior Civil Engineer
Senior Management Analyst
Service Center Superintendent
Sustainability Manager
Transportation Manager
3
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, 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, 7/19, 6/22
4
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 2
SALARY SCHEDULE
AND OTHER SALARY RA TES
It is City of Cupertino policy that eligible persons w1der 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 policies.
a. Effective the first full pay period after City Cow1cil adoption, a 4% salary increase
will be added to the salary range of each classification in this wut.
b. Effective the first full pay period in July 2020, a 3.5% salary increase will be added
to the salary range of each classification in this wut.
c. Effective the first full pay period in July 2021, a 3% salary increase will be added
to the salary range of each classification in this wut.
See Attachment A for a list of paygrades.
In addition, equity adjustments as identified in the City's 2019 total compensation survey
shall occur per Attachment B.
Adopted by Action
of the City Council
April 1, 1974
Revised 8/78, 7/79, 6/80, 7/92, 6/95, 10/12, 7/13, 10/16, 7/19
5
City of Cupertino
UNREPRESENTED EMPLOYEES'COMPENSA TION PROGRAM
Policy No. 3
TRAINING AND CONFERENCES
I. POLICY
A. Management Pers01mel
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 ilmovations 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 trailung sessions.
B. Non-Management Pers01mel
When authorized by their supervisor, a non-management person may attend a conference,
meeting or traini11g 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 il1 the name of the City or the individual.
B. Local Area
The local area is defa1ed to be withm Santa Clara and San Mateo Counties and witlun a 40-
mile distance from Cupertil10 when traveling to Alameda County.
C. Meetings
A "meeting" shall mean a convention, conference, seminar, workshop, meal, or like assembly
having to do with mwucipal government operations. An employee serving on a panel for
interviews of job applicants shall not come under this definition.
6
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 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
7
instance, for example, the difference between single and multiple occupancy rates for a room
will not be reimbursed .
Where the lodgil1g is in c01mection 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,
lodgil1g 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 reilnbursement 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 clailned, no receipts
are necessary. Alternatively, the actual cost of a meal can be clailned, 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 reilnbursed 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
il1 the meals with no conference paragraph.
F. Other Expenses
Payments toward or reilnbursement 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.
8
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.
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 trairung 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.
9
D . Training Sessions
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 expendihue; 2)
The anticipated amount of the expenditure (for example, hotel rates, meal costs, and
transportation expenses); and 3) The dates of the expenditure. An accotmting 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
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 w1due 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 Commw1ity Services
Director of Public Works
Chief Technology Officer/
Director of Information Services
City Clerk
Senior Civil Engineer
Assistant Director of Public Works/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
11
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, 7/19
12
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 Cow1cil
April 1, 1974
Revised
7/92
13
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 by Action of the City Cow1cil
April 1, 1974
Revised
6/80, 7/91, 7/92, 6/96, 7/97, 4/07, 7/13, 10/16
14
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
w1der 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.
Effective City Max Health City Max *Dental City Total Max
January 1, 2020 Contribution Contribution Contribution
Employee 848.87 126 .78 975.65
Employee +1 1,443.09 126 .78 1,569.87
Emp loyee +2 1,876 .01 126.78 2 ,002 .79
January 1, 2021 City Max Health City Max *Dental City Total Max
Contribution Conttibution Contribution
Emp loyee 891.32 126.78 1,0 18.10
Emp loyee +1 1,515.24 126.78 1,642 .02
Emp loyee +2 1,969.81 126 .78 2,096 .59
January 1, 2022 City Max Health City Max *Dental City Total Max
Contribution Contribution Contribution
Employee 935 .88 126.78 1,062 .66
Emp loyee +1 1,591.01 126.78 1,7 17.79
Employee +2 2,068 .31 126.78 2 ,195 .09
15
Health In-Lieu Payments
City agrees to pay a monthly amount of three hundred seventy-five ($375.00) per month to the
employee who can demonstrate that they have equivalent health coverage through their
spouse, parent, or other group coverage and who request this cash payment in lieu of health
insurance coverage.
*Dental Coverage: Effective the first month after Cow1eil 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
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, 7/19, 12/19
16
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 su ervisor, when such olic is com atible 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 accrnal.
Adopted by Action of
the City Council
July 7, 1975
Revised 6/80, 6/89, 7/92, 7/99, 7/13
17
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 w1der 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
18
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 fuhue 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
19
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 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
Jw1e, 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, 7/19
20
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 $126.78* 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, 7/19
21
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
Revised
7/92, 7/97, 7/99, 7/10, 12/12, 10/16
22
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
23
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 15
VACATION ACCUMULATION
The department heads shall ean1 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 .
VA CATION 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
24
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 Cow1cil
July 7, 1997
Revised 7/99, 7/10, 8/12, 10/15
25
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. Emollment 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 Cow1cil
July 1997
Revised 7/99, 6/02, 6/03, 7/10, 10/12
26
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 four (4) hours per day in the temporary assignment.
An employee may be assigned to work out of class in a higher classification when there is a
vacant position for which a recruitment is being, or will be, conducted. Out of class
assignments may not exceed 960 hours in a fiscal year. Compensation for work performed in an
out-of-class capacity is included for purposes of calculating CalPERS compensation, however,
this is at the discretion of CalPERS and future changes to CalPERS regulations would supersede
the language of this section.
An employee may receive acting pay for working in a higher classification where a vacancy
does not exist, in the case of an incumbent being on vacation or leave of absence, or due to the
employee being asked to perform higher level work on any other temporary basis. Acting pay is
not included for purposes of calculating CalPERS compensation.
The higher rate of pay shall be used in computing overtime when authorized overtime is
worked in a non-exempt, out of class or acting work assignment. When a non-exempt
employee is working out of class or acting in an exempt position for 20 hours or more in a work
week, the employee will be ineligible to receive overtime pay for any and all hours worked in
the exempt classification during that work week.
All requests for out of class pay or acting pay must be approved by the Director of
Administrative Services or his/her designee.
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 w1der 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 deparhnent 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
27
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 7 /19
28
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 19
EDUCATION REIMBURSEMENT PROGRAM
It is the intent of the City to recognize the value of continuing education and professional
development of its employees; and to adopt an Education Reimbursement Program which will
encourage employees to avail themselves of City job related educational opportunities that will
advance their knowledge and interests in the direction of their career path. Courses should
either: a) maintain or improve job skills in the employee's current position; b) be expressly
required by the City or by law; or c) prepare the employee to become a competitive applicant
for a different position with the City.
The Education Reimbursement Program is a benefit to all full time benefited employees who
have completed the required probationary period and provides education reimbursement of up
to two thousand dollars($2,000) per calendar year for the cost of registration, required textbooks
and/or materials and parking. Employees who wish to seek reimbursement from the City for
educational program costs shall provide a written request for reimbursement in advance of
enrollment to the Human Resources Division. The form provided shall include the type of
training, sponsoring organization or institution, meeting times and costs. Human Resources and
the employee's department head will make the determination if the chosen education program
is eligible for reimbursement.
No employee shall receive any reimbursement until they have provided satisfactory proof of
successful completion of the coursework with a grade of "C" or above, or "Pass" in the case of a
Pass/Fail course. Such proof of completion shall be provided within 30 days of the conclusion of
the course.
Education reimbursement is a taxable benefit under IRS Code. Education reimbursement will
be applied to the calendar year in which the course is passed and satisfactory proof of
completion is submitted.
Mandatory or annual coursework, attendance at conferences and training required to maintain
job specific certifications or proficiencies are not included in the Education Reimbursement
Program.
Adopted by Action of the City Council
July 2019
29
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 20
CITY SPONSORED RECREATION AND WELLNESS PROGRAMS
Unrepresented employees shall have the privilege of enrollment in City sponsored recreation
programs at the City residents' fee struchire and in preference to non-residents wishing to
enroll. Each calendar year, employees and family members on the employee's dental plan are
eligible to be reimbursed up to $500 per employee in Rec Bucks. Employees shall be reimbursed
for approved recreation services in accordance with the City's Recreation Buck Policies.
Programs allowing for preregistration will be reimbursed after completion of the program,
including those allowing for or requiring preregistration in the calendar year prior to
reimbursement. Reimbursements shall be applied to the year in which they are received.
Benefited employees will also receive a free employee-only annual Cupertino Sports Center
membership. Part-time benefited employees will have the annual amount of Recreation Bucks
prorated based on number of hours worked . Recreation Bucks are a taxable benefit under IRS
Code, and must be used by the employee within the calendar year and are non-transferrable.
City employees are eligible to participate in the City's welh1ess program as provided for in the
City's Administrative Rules and Regulations .
Adopted by Action of the City Council
July 2019
30
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. )
Amended 7/16/19 (Res. No. )
Amended 11/19/19 (Res. No. )
Amended 6/9/22 (Res . No. )
31
ATTACHMENT A
SA LARY SCHEDULE
Salar y Effecti ve Fi rs t Full Pay P eriod afte r Co uncil A doption -Am ende d N ov ember 19, 2019
Classification Step 1 Step 2 Step 3 Step4 Step 5
$ $ $ $ $
ACCOUNTANT I 40 .23 42.24 44 .35 46 .57 48.89
$ $ $ $ $
ACCOUNTANT II 44 .34 46.56 48.89 51 .34 53.90
$ $ $ $ $
ACCOUNTING TECHNICIAN 39 .90 41.89 43 .99 46 .19 48.50
$ $ $ $ $
ADMINISTRATIVE ASSISTANT 35.09 36.84 38.69 40 .62 42.65
$ $ $ $ $
ASSISTANT CITY ATTORNEY 80 .13 84 .14 88.34 92 .76 97.40
$ $ $ $ $
ASSISTANT CITY MGR 106.67 112.01 117.61 123.49 129.66
$ $ $ $ $
ASSISTANT TO THE CITY MANAGER 61.24 64 .30 67 .51 70 .89 74.43
$ $ $ $ $
ASST DIR COMM DEV/BUILDING OFFICIAL 76.32 80.13 84 .14 88.35 92.76
$ $ $ $ $
ASST DIR PARKS AND RECREATION 76 .32 80.13 84.14 88.35 92.76
$ $ $ $ $
ASST DIR PUBLIC WORKS/ 79.40 83.36 87.53 91.91 96.51
$ $ $ $ $
BUSINESS SYSTEMS ANALYST 52.03 54 .63 57 .36 60 .23 63.24
$ $ $ $ $
CAPITAL IMPV PROGRAM MGR 66.16 69 .46 72.94 76 .58 80 .41
$ $ $ $ $
CHIEF TECHNOLOGY OFFICER 94 .22 98 .93 103.88 109 .08 114.52
$ $ $ $ $
CITY CLERK 61.94 65 .04 68 .29 71 .71 75.29
$ $ $ $ $
CITY ENGINEER 79.40 83.36 87.53 91.91 96.51
$ $ $ $ $
COMMUNITY RELATIONS COORDINATOR 40.45 42.47 44 .60 46.83 49.17
$ $ $ $ $
DEPARTMENT HEAD 94.22 98 .93 103.88 109 .08 114.52
$ $ $ $ $
DEPUTY BUILDING OFFICIAL 61.99 65 .08 68 .34 71.76 75 .34
$ $ $ $ $
DEPUTY CITY ATTORNEY 57.66 60.54 63.57 66.74 70.08
$ $ $ $ $
DEPUTY CITY CLERK 44.20 46.41 48 .73 51.17 53 .73
32
$ $ $ $ $
DEPUTY CITY MANAGER 72.60 76 .24 80 .05 84.05 88 .25
$ $ $ $ $
DIRECTOR OF ADMIN SERVICES 94.22 98 .93 103 .88 109 .08 114.52
$ $ $ $ $
DIRECTOR OF COMM DEVELOPMENT 94 .22 98.93 103.88 109.08 114.52
$ $ $ $ $
DIRECTOR OF PARKS AND RECREATION 94 .22 98.93 103.88 109.08 114.52
$ $ $ $ $
DIRECTOR OF PUBLIC WORKS 96.98 101.82 106.92 112.26 117.88
$ $ $ $ $
ECONOMIC DEVELOPMENT MANAGER 68.18 71.59 75.17 78.93 82 .87
$ $ $ $ $
EMERGENCY SERVICES COORDINATOR 55.69 58.48 61.40 64.47 67.69
$ $ $ $ $
ENVIRONMENTAL PROGRAMS MANAGER 61.64 64 .72 67 .96 71.36 74.92
$ $ $ $ $
EXEC ASST TO CITY MANAGER 41.23 43.29 45 .4 6 47.73 50.12
$ $ $ $ $
EXEC ASST TO THE CITY ATTNY 40 .22 42.23 44.35 46.56 48.89
$ $ $ $ $
FINANCE MANAGER 70 .54 74 .06 77 .77 81 .65 85 .74
$ $ $ $ $
GIS PROGRAM MANAGER 68.64 72 .07 75.67 79.46 83.43
$ $ $ $ $
HUMAN RESOURCE ANALYST I 48.15 50 .55 53.08 55 .74 58.52
$ $ $ $ $
HUMAN RESOURCES ANALYST II 53.08 55.74 58.52 61.45 64 .52
$ $ $ $ $
HUMAN RESOURCES ASSISTANT 29.14 30 .60 32 .13 33.73 35.42
$ $ $ $ $
HUMAN RESOURCES MANAGER 70.54 74.06 77.77 81.65 85.74
$ $ $ $ $
HUMAN RESOURCES TECHNICIAN 39.90 41.89 43 .99 46.19 48 .50
$ $ $ $ $
I.T. ASSISTANT 39 .24 41.20 43.26 45.42 47.69
$ $ $ $ $
INNOVATION AND TECH MGR -APPLICATIONS 68.64 72 .07 75.67 79.46 83.43
INNOVATION AND TECH MGR -$ $ $ $ $
INFRASTRUCTURE 68 .64 72 .07 75.67 79.46 83.43
$ $ $ $ $
LEGAL SERVICES MANAGER 41.54 43 .61 45.80 48.08 50.49
$ $ $ $ $
MANAGEMENT ANALYST 48.56 50.99 53.54 56 .21 59 .03
$ $ $ $ $
NETWORK SPECIALIST 50.20 52 .71 55 .34 58 .11 61.02
$ $ $ $ $
PARK RESTORATION IMPV MGR 66 .16 69.46 72.94 76 .58 80.41
33
$ $ $ $ $
PERMIT CENTER MANAGER 61.99 65 .08 68.34 71.76 75 .34
$ $ $ $ $
PLANNING MANAGER 68 .91 72 .36 75.97 79 .77 8 3.76
$ $ $ $ $
PUBLIC AFFAIRS MANAGER 60.30 63 .32 66 .48 69.81 73 .30
$ $ $ $ $
PUBLIC INFORMATION OFFICER 61.24 64.30 67 .51 70.89 74.43
$ $ $ $ $
PUBLIC WORKS PROJECT MANAGER 58 .15 61.06 64 .11 67.32 70.68
$ $ $ $ $
PUBLIC WORKS SUPERVISOR 50.48 53 .00 55 .65 58.44 61.36
$ $ $ $ $
RECREATION MANAGER 51.80 54 .38 57.10 59.96 62 .96
$ $ $ $ $
RECREATION SUPERVISOR 46 .98 49.33 51.80 54 .38 57 .10
$ $ $ $ $
SENIOR ACCOUNTANT 51.34 53.91 56.60 59.43 62 .40
$ $ $ $ $
SENIOR ASSISTANT CITY ATTORNEY 88 .15 92 .56 97.19 102 .05 107 .15
$ $ $ $ $
SENIOR CIVIL ENGINEER 68.76 72 .20 75.81 79.60 83.58
$ $ $ $ $
SENIOR MANAGEMENT ANALYST 53 .08 55 .74 58.52 61.45 64.52
$ $ $ $ $
SERVICE CENTER SUPERINTENDENT 64.10 67.30 70 .67 74 .20 77.91
$ $ $ $ $
SUSTAINABILITY MANAGER 61.64 64.72 67.96 71.36 74.92
$ $ $ $ $
TRANSPORTATION MANAGER 73 .21 76.87 80 .71 84 .75 88.98
$ $ $ $ $
WEB SPECIALIST 44.38 4 6 .60 48.93 51.38 53 .95
Sa lary Effe ctive Firs t Full P ay Period in July 202 0-A m end ed N ovemb er 19, 201 9
Classifi cation Step 1 Step 2 Step 3 Step 4 Step 5
$ $ $ $ $
ACCOUNTANT I 4 1.63 43.71 45 .90 48.20 50 .61
$ $ $ $ $
ACCOUNTANT II 45.90 48 .19 50.60 53 .13 55.79
$ $ $ $ $
ACCOUNTING TECHNICIAN 41.30 43.36 45 .53 47.81 50 .19
$ $ $ $ $
ADMINISTRATIVE ASSISTANT 36 .32 38.13 40.04 42 .04 44 .14
$ $ $ $ $
ASSISTANT CITY ATTORNEY 82.94 87 .08 91.44 96 .01 100.81
$ $ $ $ $
ASSISTANT CITY MGR 113.39 119.06 125 .01 131.26 137 .82
34
$ $ $ $ $
ASSISTANT TO THE CITY MANAGER 65.09 68.34 71.76 75.35 79 .12
$ $ $ $ $
ASST DIR COMM DEV/BUILDING OFFICIAL 81.12 85.18 89.44 93.91 98.60
$ $ $ $ $
ASST DIR PUBLIC WORKS 84.39 88 .61 93.04 97 .70 102.58
$ $ $ $ $
ASST DIR PARKS AND RECREATION 81.12 85.18 89.44 93.91 98.60
$ $ $ $ $
BUSINESS SYSTEMS ANALYST 56.55 59.37 62.34 65.46 68.73
$ $ $ $ $
CAPITAL IMPV PROGRAM MGR 70.87 74.41 78.13 82.04 86.14
$ $ $ $ $
CHIEF TECHNOLOGY OFFICER 100.15 105.16 110.42 115.94 121.73
$ $ $ $ $
CITY CLERK 67.32 70 .68 74 .22 77 .93 81.82
$ $ $ $ $
CITY ENGINEER 84 .39 88.61 93.04 97 .70 102.58
$ $ $ $ $
COMMUNITY RELATIONS COORDINATOR 41.87 43.96 46.16 48.47 50.89
$ $ $ $ $
DEPARTMENT HEAD 100.15 105.16 110.42 115.94 121.73
$ $ $ $ $
DEPUTY BUILDING OFFICIAL 65.95 69 .25 72 .71 76 .35 80.16
$ $ $ $ $
DEPUTY CITY ATTORNEY 59.67 62.66 65.79 69 .08 72.54
$ $ $ $ $
DEPUTY CITY CLERK 48.03 50.44 52.96 55 .61 58.39
$ $ $ $ $
DEPUTY CITY MANAGER 77.18 81.03 85.09 89 .34 93.81
$ $ $ $ $
DIRECTOR OF ADMIN SERVICES 100.15 105.16 110.42 115 .94 121.73
$ $ $ $ $
DIRECTOR OF COMM DEVELOPMENT 100.15 105.16 110.42 115.94 121.73
$ $ $ $ $
DIRECTOR OF PARKS AND RECREATION 100 .1 5 105.16 110.42 115 .94 121.73
$ $ $ $ $
DIRECTOR OF PUBLIC WORKS 103 .08 108.23 113.65 119.33 125.29
$ $ $ $ $
ECONOMIC DEVELOPMENT MANAGER 72 .82 76.47 80 .2 9 84 .3 0 88 .52
$ $ $ $ $
EMERGENCY SERVICES COORDINATOR 59.20 62 .16 65 .26 68.53 71.95
$ $ $ $ $
ENVIRONMENTAL PROGRAMS MANAGER 66.99 70.34 73.85 77.55 81.42
$ $ $ $ $
EXEC ASST TO CITY MANAGER 42.67 44.81 47.05 49.40 51.87
$ $ $ $ $
EXEC ASST TO THE CITY ATTNY 41.62 43.71 45.90 48.19 50.60
35
$ $ $ $ $
FINANCE MANAGER 75 .85 79.65 83.63 87.81 92 .20
$ $ $ $ $
GIS PROGRAM MANAGER 74 .59 78.32 82.24 86 .35 90.67
$ $ $ $ $
HUMAN RESOURCE ANALYST I 50.08 52.59 55.21 57.98 60 .87
$ $ $ $ $
HUMAN RESOURCES ANALYST II 55.22 57.98 60.87 63.92 67.11
$ $ $ $ $
HUMAN RESOURCES ASSISTANT 30.16 31.67 33.25 34.91 36.66
$ $ $ $ $
HUMAN RESOURCES MANAGER 75 .85 79.65 83 .63 87 .81 92 .20
$ $ $ $ $
HUMAN RESOURCES TECHNICIAN 41.30 43.36 45 .53 47.81 50.19
$ $ $ $ $
I.T. ASSISTANT 40.61 42 .64 44.77 47.01 49.36
INNOVATION AND TECH MGR -$ $ $ $ $
INFRASTRUCTURE 74 .59 78 .32 82 .24 86 .35 90.67
$ $ $ $ $
INNOVATION AND TECH MGR -APPLICATIONS 74.59 78.32 82 .24 86 .35 90.67
$ $ $ $ $
LEGAL SERVICES MANAGER 42.99 45.14 47.40 49.77 52.26
$ $ $ $ $
MANAGEMENT ANALYST 50 .51 53.04 55.69 58.47 61.40
$ $ $ $ $
NETWORK SPECIALIST 51.95 54 .55 57.28 60 .14 63 .15
$ $ $ $ $
PARK RESTORATION IMPV MGR 70.87 74.41 78.13 82.04 86 .14
$ $ $ $ $
PERMIT CENTER MANAGER 65.95 69.25 72.71 76.35 80 .16
$ $ $ $ $
PLANNING MANAGER 74.89 78.63 82 .56 86.69 91.03
$ $ $ $ $
PUBLIC AFFAIRS MANAGER 65.16 68.42 71.84 75 .43 79.20
$ $ $ $ $
PUBLIC INFORMATION OFFICER 65.09 68.34 71 .76 75.35 79.12
$ $ $ $ $
PUBLIC WORKS PROJECT MANAGER 62.29 65.41 68.68 72.11 75 .72
$ $ $ $ $
PUBLIC WORKS SUPERVISOR 52 .51 55.13 57 .8 9 60.79 63.82
$ $ $ $ $
RECREATION SUPERVISOR 48.62 51.06 53 .61 56.29 59.10
$ $ $ $ $
SENIOR ACCOUNTANT 53.14 55.79 58.58 61 .51 64 .59
$ $ $ $ $
SENIOR ASSISTANT CITY ATTORNEY 91.24 95.80 100.59 105 .62 110.90
$ $ $ $ $
SENIOR CIVIL ENGINEER 71.17 74.72 78.46 82 .3 8 86.50
36
$ $ $ $ $
SENIOR MANAGEMENT ANALYST 55 .2 2 57 .98 60 .88 63.92 67 .11
$ $ $ $ $
SERVICE CENTER SUPERINTENDENT 67.14 70.50 74.02 77.72 81.61
$ $ $ $ $
RECREATION MANAGER 53 .61 56 .29 59.10 62 .06 65 .16
$ $ $ $ $
SUSTA INABILITY MANAGER 66.99 70.34 73.85 77.55 81.42
$ $ $ $ $
TRANSPORTATION MANAGER 75.77 79.56 83 .54 87.71 92 .10
$ $ $ $ $
WEB SPECIALIST 45 .94 48 .23 50.65 53.18 55 .84
Salar y Effective First Full Pay Period in July 20 21 -A m ended June 9, 2022
Classifica t ion Step 1 Step 2 Step 3 Step4 Step 5
$ $ $ $ $
ACCOUNTANT I 42.88 45.03 47 .28 49 .64 52 .12
$ $ $ $ $
ACCOUNTANT II 47.27 49.64 52 .12 54 .73 57.46
$ $ $ $ $
ACCOUNTING TECHNICIAN 42 .53 44 .66 46.89 49 .24 51.70
$ $ $ $ $
ADMINISTRATIVE ASSISTANT 37 .41 39.28 41.24 43 .30 45.47
$ $ $ $ $
ASSISTANT CITY ATTORNEY 85.42 89.70 94 .18 98.89 103 .83
$ $ $ $ $
ASSISTAN T CITY MGR 116 .79 122 .63 128 .76 135 .20 141.96
$ $ $ $ $
ASSISTANT TO THE CITY MANAGER 68.72 72.15 75.76 79 .55 83 .53
$ $ $ $ $
ASST DIR COMM DEV /BUILDING OFFICIAL 83.55 87 .73 92.12 96 .72 101.56
$ $ $ $ $
ASST DIR PUBLIC WORKS/ 86 .92 91.27 95 .83 100.63 105.66
$ $ $ $ $
ASST DIR PARKS AND RECREATION 83.55 87 .73 92.12 96 .72 101.56
$ $ $ $ $
BUSINESS SYSTEMS ANALYST 60 .63 63.66 66.84 70 .19 73 .70
$ $ $ $ $
BUDGET MANAGER 78 .13 82 .03 86.14 90.44 94.97
$ $ $ $ $
CAP ITAL IMPV PROGRAM MGR 72 .99 76.64 80 .48 84 .50 88 .72
$ $ $ $ $
CHIEF TECHNOLOGY OFFICER 103.15 108 .31 113.73 119.42 125.38
$ $ $ $ $
CITY CLERK 69.68 73 .17 76 .82 80 .67 84.70
$ $ $ $ $
CITY ENGINEER 86 .92 91.27 95.83 100.63 105 .66
37
$ $ $ $ $
COMMUNITY RELATIONS COORDINATOR 43.12 45 .28 47.54 49.92 52 .42
$ $ $ $ $
DEPARTMENT HEAD 103.15 108.31 113 .73 119.42 125.38
$ $ $ $ $
DEPUTY BUILDING OFFICIAL 67 .93 71.33 74.89 78 .64 82.57
$ $ $ $ $
DEPUTY CITY ATTORNEY 61.47 64.54 67 .77 71.15 74.71
$ $ $ $ $
DEPUTY CITY CLERK 49.72 52.21 54.82 57 .56 60.44
$ $ $ $ $
DEPUTY CITY MANAGER 79 .49 83.46 87 .64 92.02 96.62
$ $ $ $ $
DIRECTOR OF ADMIN SERVICES 103 .15 108.31 113.73 119.42 125.38
$ $ $ $ $
DIRECTOR OF COMM DEVELOPMENT 103 .15 108.31 113.73 119.42 125 .38
$ $ $ $ $
DIRECTOR OF PARKS AND RECREATION 103.15 108 .31 113 .73 119.42 125.38
$ $ $ $ $
DIRECTOR OF PUBLIC WORKS 106.17 111.48 117 .06 122 .91 129.05
$ $ $ $ $
ECONOMIC DEVELOPMENT MANAGER 75.01 78.76 82.70 86.83 91.17
$ $ $ $ $
EMERGENCY SERVICES COORDINATOR 62.50 65 .62 68.90 72 .3 5 75.96
$ $ $ $ $
ENVIRONMENTAL PROGRAMS MANAGER 72 .45 76.07 79.87 83.87 88.06
$ $ $ $ $
EXEC ASST TO CITY MANAGER 43.95 46.15 48.46 50 .88 53.43
$ $ $ $ $
EXEC ASST TO THE CITY ATTNY 42.87 45.02 47.28 49 .63 52.12
$ $ $ $ $
FINANCE MANAGER 78 .13 82.03 86.14 90.44 94.97
$ $ $ $ $
GIS PROGRAM MANAGER 77.22 81.08 85 .13 89 .39 93.86
$ $ $ $ $
HUMAN RESOURCE ANALYST I 51.58 54.16 56 .87 59 .71 62 .70
$ $ $ $ $
HUMAN RESOURCES ANALYST II 56.87 59.72 62.70 65.84 69.13
$ $ $ $ $
HUMAN RESOURCES ASSISTANT 31.06 32.62 34.25 35.96 37.76
$ $ $ $ $
HUMAN RESOURCES MANAGER 78 .13 82.03 86.14 90.44 94 .97
$ $ $ $ $
HUMAN RESOURCES TECHNICIAN 42.53 44.66 46 .89 49.24 51.70
$ $ $ $ $
1.T. ASSISTANT 41.83 43.92 46.12 48.42 50 .84
INNOVATION AND TECH MGR -$ $ $ $ $
INFRASTRUCTURE 77.22 81.08 85.13 89.39 93.86
38
$ $ $ $ $
INNOVATION AND TECH MGR -APPLICATIONS 77 .22 81.08 85 .13 89 .39 93 .86
$ $ $ $ $
LEGAL SERVICES MANAGER 44.28 46.50 48.82 51.26 53 .82
$ $ $ $ $
MANAGEMENT ANALYST 52 .03 54 .63 57.36 60 .23 63 .24
$ $ $ $ $
NETWORK SPECIALIST 53 .51 56.19 59.00 61.95 65 .05
$ $ $ $ $
PARK RESTORATION IMPV MGR 72.99 76.64 80.48 84.50 88.72
$ $ $ $ $
PERMIT CENTER MANAGER 67.93 71.33 74 .89 78.64 82.57
$ $ $ $ $
PLANNING MANAGER 78 .52 82.45 86 .57 90 .90 95.45
$ $ $ $ $
PUBLIC AFFAIRS MANAGER 67.12 70.47 73.99 77.69 81.58
$ $ $ $ $
PUBLIC INFORMATION OFFICER 67 .04 70.39 73 .91 77.61 81.49
$ $ $ $ $
PUBLIC WORKS PROJECT MANAGER 64.16 67.37 70 .74 74 .2 8 77 .99
$ $ $ $ $
PUBLIC WORKS SUPERVISOR 54.08 56.79 59.63 62 .61 65 .74
$ $ $ $ $
PURCHASING MANAGER 78.13 82.03 86.14 90.44 94 .97
$ $ $ $ $
RECREATION SUPERVISOR 50 .08 52.59 55.22 57.98 60 .88
$ $ $ $ $
SENIOR ACCOUNTANT 54 .73 57.47 60 .34 63 .36 66 .52
$ $ $ $ $
SENIOR ASSISTANT CITY ATTORNEY 93.98 98.68 103.61 108.79 114.23
I $ $ $ $ $
SENIOR CIVIL ENGINEER 73 .30 76 .97 80 .81 84 .85 89.10
$ $ $ $ $
SENIOR MANAGEMENT ANALYST 56.87 59 .72 62 .70 65.84 69.13
$ $ $ $ $
SERVICE CENTER SUPERINTENDENT 69.15 72.61 76.24 80 .05 84.06
$ $ $ $ $
RECREATION MANAGER 55.22 57.98 60.88 63 .92 67 .12
$ $ $ $ $
SUSTAINABILITY MANAGER 72 .45 76.07 79 .8 7 83 .87 88.06
$ $ $ $ $
TRANSPORTATION MANAGER 78.04 81.94 86 .04 90.3 4 94 .86
$ $ $ $ $
WEB SPECIALIST 47.32 49.68 52 .1 7 54 .77 57 .51
39
ATTACHMENT B
EQUITY ADJUSTMENTS
Class ification July 2019 July 2020 July 2021
Accountant I 3.20 % 0.00% 0.00%
Accountant II 3.20% 0.00 % 0.00%
Accounting Technician 0.00% 0.00% 0.00%
Administrative Assistant 0 .00% 0 .00% 0.00%
Assistant Director Of Public Works Engineer 2.70 % 2.70% 0 .00%
Assistant to the City Manager 2.70% 2 .70 % 2.50%
Assistant City Manager 2.70% 2.70% 0.00%
Assistant Director Of Community Dev/Building Official 2.70% 2.70% 0 .00%
Assistant Director of Recreation and Community
Services 2.70 % 2.70 % 0 .00 %
Business Systems Analyst 5.00% 5 .00% 4 .10%
Capital Improvement Program Manager 5.00% 3 .50% 0.00%
ChiefTechnology Officer 2.70 % 2.70 % 0.00%
City Clerk 5.00% 5.00% 0.50%
Community Relations Coordinator 0.00% 0.00% 0.00%
Deputy Building Official 5 .00% 2.80% 0.00%
Deputy City Clerk 5.00% 5.00% 0.50%
Deputy City Manager 2.70% 2.70% 0.00%
Director Of Administrative Services 2.70% 2.70 % 0 .00%
Director of Community Development 2.70% 2.70% 0.00%
Director Of Public Wo r ks 2.70% 2.70% 0.00%
Director Of Recreation & Community Services 2 .70% 2.70 % 0 .00%
Economic Development Manager 5.00% 3 .20 % 0.00%
Emergency Se rvices Coordinato r 0 .00% 0 .00% 0.00%
Environmental Programs Manager 5 .00% 5 .00 % 5.00%
Executive Assistant to the City Attorney 1.80% 0.00% 0.00%
Executive Assistant To The City Manager 1.80% 0 .00% 0 .00%
Finance Manager 5 .00% 3 .90% 0.00%
GIS Program Manager 5 .00% 5.00% 0 .50 %
Human Resources Analyst I 5 .00% 0 .50 % 0 .00%
Human Resources Assistant 0 .00% 0.00% 0 .00%
Human Resources Analyst II 5 .00% 0 .50% 0 .00%
4 0
Human Resou rces Manager 5 .00% 3.90% 0 .00%
Human Resources Technician 0 .00% 0 .00% 0 .00%
Information Technology Assistant 4.40% 0.00% 0 .00 %
Innovation and Technology Manager -Applications 5.00% 5.00% 0 .50%
Innovation and Technology Manager -Infrastructure 5.00% 5.00% 0 .50%
Legal Services Manager 1.80% 0.00% 0 .00 %
Management Analyst 5.00% 0.50% 0.00%
Network Specialist 1.30 % 0.00% 0 .00%
Park Restoration & Improvement Manager 5.00% 3.50% 0.00 %
Permit Center Manager 5.00% 2.80% 0 .00%
Planning Manager 5.00% 5.00% 1.80%
Public Affairs Manager 5.00% 4.40% 0 .00%
Public Information Officer 2.70% 2.70% 0 .00%
Public Works Project Manager 5.00% 3.50% 0 .00 %
Public Works Supervisor 5.00% 0.50% 0.00 %
Recreation Manager 0 .00% 0 .00% 0.00 %
Recreation Superviso r 0 .00% 0 .00% 0 .00%
Senior Accountant 3.20 % 0 .00% 0 .00%
Senior Civil Enginee r 4.00% 0 .00% 0 .00%
Senior Management Analyst 5 .00% 0.50 % 0.00 %
Service Center Superintendent 5 .00% 1.20% 0 .00%
Sustainability Manager 5.00% 5.00% 5.00%
Transpo rtation Manager 4.00% 0 .00% 0 .00%
Web Specialist 1.30% 0 .00% 0 .00%
4 1