CC SR 20190618 05 - Salary ScheduleRANCHO PALOS VERDES CITY COUNCIL MEETING DATE: 06/18/2019
AGENDA REPORT AGENDA HEADING: Consent Calendar
AGENDA DESCRIPTION:
Consideration and possible action to adopt Resolution No. 2019 -XX, A RESOLUTION
OF THE CITY COUNCIL OF THE CITY OF RANCHO PALOS VERDES, CALIFORNIA,
REVISING THE SALARY SCHEDULE AND HOURLY SCHEDULE FOR THE
COMPETITIVE, CONFIDENTIAL, MANAGEMENT AND PART-TIME
CLASSIFICATIONS; AND SUPERSEDING THE CITY SALARY SCHEDULE IN
RESOLUTION NO. 2018-XX
RECOMMENDED COUNCIL ACTION:
(1) Adopt Resolution No. 2019-XX, A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF RANCHO PALOS VERDES, CALIFORNIA, REVISING THE
SALARY SCHEDULE AND HOURLY SCHEDULE FOR THE COMPETITIVE,
CONFIDENTIAL, MANAGEMENT AND PART-TIME CLASSIFICATIONS; AND
SUPERSEDING THE CITY SALARY SCHEDULE IN RESOLUTION NO. 2018-
XX
FISCAL IMPACT: None
Amount Budgeted: $149,400
Additional Appropriation: Included in FY19-20 Preliminary Budget
Account Number(s): Various
ORIGINATED BY: Christine Tomikawa, Interim Human Resources Manager
REVIEWED BY: Gabriella Yap, Deputy City Manager
APPROVED BY: Doug Willmore, City Manager
ATTACHED SUPPORTING DOCUMENTS:
A. Draft Resolution No. 2019-XX, revising and superseding the City’s salary
schedule approved by Resolution No. 2018-XX (page A-1)
B. Rancho Palos Verdes Employees Association Memorandum of
Understanding (MOU) July 1, 2017 to June 30, 2020 Section IV (A) –
COLA (pages 4-5) (page B-1)
C. U.S. Department of Labor Consumer Price Indexes March 2019 (page C-
1)
BACKGROUND AND DISCUSSION:
Per the Rancho Palos Verdes Employees Association (RPVEA) MOU Second
Amendment (approved June 5, 2018) Section IV (A) COLA, “Effective the first full pay
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period in July 2019, the City shall grant an across-the-board salary COLA increase
based upon the percentage increase in the Consumer Price Index (CPI-U) in the Los
Angeles-Long Beach-Anaheim geographic area for the twelve (12) month period ending
March 2019 with a minimum floor increase of one percent (1%) and a ceiling cap on the
increase of two and a half percent (2.5%). Employees’ salaries shall increase
correspondingly within their individual salary ranges to reflect the COLA. The salary
ranges shall increase by the COLA amount.”
The U.S. Department of Labor CPI-U for the Los Angeles-Long Beach-Anaheim, CA
twelve-month period ending March 2019 is 2.7%. Per the RPVEA MOU 2017-2020, the
COLA ceiling is set for 2.5%. All classifications represented by the RPVEA will receive
a 2.5% salary COLA and the salary ranges will be increased by the 2.5% COLA. The
updated salary schedule reflects these changes in Attachment A. The effective date of
the COLA is July 6, 2019, which is the start of the first full pay period in July 2019.
Therefore, Staff recommends the same 2.5% COLA increase with the same effective
date for the Management, Confidential and Part-Time employees. The salary schedule
also includes new classifications included in the FY 2019 -20 budget, such as Senior
Park Ranger, Park Ranger, and Project Manager. The updated salary schedule is
included in the resolution (Attachment A).
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RESOLUTION NO. 2019-XX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF RANCHO
PALOS VERDES, CALIFORNIA, REVISING THE SALARY SCHEDULE
AND HOURLY SCHEDULE FOR THE COMPETITIVE, CONFIDENTIAL,
MANAGEMENT AND PART-TIME CLASSIFICATIONS; AND
SUPERSEDING THE CITY SALARY SCHEDULE IN RESOLUTION NO.
2018-XX
WHEREAS, the City of Rancho Palos Verdes (City) has and continues to
recognize the Rancho Palos Verdes Employee Association (PRVEA) as the
exclusive employee organization representing certain expressly delineated
positions with the City competitive Unit; and
WHEREAS, the City Council now desires to add a full -time Park Ranger
position, a full-time Senior Park Ranger position, and a full-time Project Manager
position, and corresponding salary ranges; and
WHEREAS, the City pegs its cost-of-living adjustments (COLAs) on the
percentage change in the Consumer Price Index (CPI -U) for the twelve-month
period ending March 2019, with a maximum celling increase of 2.5% for COLAs
for RPVEA, Confidential, Management and Part-time classifications; and
WHEREAS, the CPI-U for the twelve-month period ending March 2019 was
2.7% would result in a 2.5% COLA for employees in the Competitive, Management
and Confidential classifications due to the COLA ceiling; and
WHEREAS, the City Council now desires to amend the City’s Salary
Schedule to reflect new salary ranges based on cost of living adjustments (COLAs)
ceiling (2.5%), as approved by the City Council at the June 18, 2019 meeting, and
effective the first full pay period of FY2019-2020; and
WHEREAS, Rule V of the Personnel Rules of the City provides that in order
to amend the City’s Salary Schedule that changes must be made via Resolution;
and,
NOW, THEREFORE THE CITY COUNCIL OF THE CITY OF RANCHO
PALOS VERDES DOES HEREBY FIND, DETERMINE AND RESOLVE AS
FOLLOWS:
Section 1: The salary and hourly ranges for City job classifications as set
forth in Exhibit “A” which are attached hereto and incorporated herein by this
reference, are adopted and are effective as of July 6, 2019.
Section 2: Resolution No. 2018-XX is hereby rescinded and replaced by
this resolution.
PASSED, APPROVED and ADOPTED this 18th day of June, 2019.
_____________________________
Mayor A-1
Attest:
____________________________
City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss
CITY OF RANCHO PALOS VERDES )
I, Emily Colborn, City Clerk of the City of Rancho Palos Verdes, hereby
certify that the above Resolution No. 2019-__ was duly and regularly passed and
adopted by the said City Council at a regular meeting thereof held on June 18,
2019.
__________________________
City Clerk
A-2
Resolution No. 2019-XX Exhibit A
Salary and Hourly Schedule for the
Competitive, Confidential, Management and Part-time Positions
(Effective July 6, 2019)
COMPETITIVE POSITIONS BOTTOM TO TOP BOTTOM TO TOP
Account Clerk 50,861 --66,034 4,238 --5,503 24.45 --31.75
Accountant 74,376 --96,600 6,198 --8,050 35.76 --46.44
Accounting Manager 96,497 --125,327 8,041 --10,444 46.39 --60.25
Accounting Technician 57,571 --74,792 4,798 --6,233 27.68 --35.96
Administrative Analyst I 65,823 --85,481 5,485 --7,123 31.65 --41.10
Administrative Analyst II 65,826 --98,887 5,485 --8,241 31.65 --47.54
Administrative Analyst II (Records Management)65,826 --98,887 5,485 --8,241 31.65 --47.54
Administrative Staff Assistant 56,842 --73,812 4,737 --6,151 27.33 --35.49
Assistant Engineer 82,616 --107,289 6,885 --8,941 39.72 --51.58
Assistant Planner 69,255 --89,950 5,771 --7,496 33.30 --43.25
Associate Engineer 91,806 --119,211 7,651 --9,934 44.14 --57.31
Associate Planner 78,697 --102,212 6,558 --8,518 37.84 --49.14
Building Inspector I 66,789 --86,713 5,566 --7,226 32.11 --41.69
Building Inspector II 74,790 --97,134 6,233 --8,095 35.96 --46.70
Cable TV Station Manager 78,697 --102,212 6,558 --8,518 37.84 --49.14
Code Enforcement Officer 66,346 --86,164 5,529 --7,180 31.90 --41.42
Deputy City Clerk 67,147 --87,236 5,596 --7,270 32.28 --41.94
Engineering Technician 62,976 --81,784 5,248 --6,815 30.28 --39.32
Geographic Information Systems Coordinator 82,601 --107,294 6,883 --8,941 39.71 51.58
Lead Worker 58,330 --75,763 4,861 --6,314 28.04 --36.42
Maintenance Superintendent 96,186 --124,918 8,016 --10,410 46.24 --60.06
Maintenance Supervisor 73,838 --93,553 6,153 --7,796 35.50 --44.98
Maintenance Worker I/II 44,640 --65,898 3,720 --5,492 21.46 --31.68
Open Space & Trails Manager 88,138 --114,475 7,345 --9,540 42.37 --55.04
Park Ranger 43,542 --56,566 3,629 --4,714 20.93 --27.20
Permit Clerk 49,896 --64,801 4,158 --5,400 23.99 --31.15
Permit Technician 56,947 --73,930 4,746 --6,161 27.38 --35.54
Planning Technician 59,274 --76,949 4,939 --6,412 28.50 --36.99
Principal Planner 98,723 --128,206 8,227 --10,684 47.46 --61.64
Project Manager 91,806 --119,211 7,651 --9,934 44.14 --57.31
Recreation Program Supervisor I 56,842 --73,812 4,737 --6,151 27.33 --35.49
Recreation Program Supervisor II 72,037 --93,553 6,003 --7,796 34.63 --44.98
Recreation Services Manager 84,406 --109,582 7,034 --9,132 40.58 --52.68
Senior Account Technician 64,480 --83,766 5,373 --6,981 31.00 --40.27
Senior Accountant 81,169 --106,266 6,764 --8,855 39.02 --51.09
Senior Administrative Analyst 85,273 --110,768 7,106 --9,231 41.00 --53.25
Senior Code Enforcement Officer 74,302 --96,497 6,192 --8,041 35.72 --46.39
Senior Engineer 102,821 --133,522 8,568 --11,127 49.43 --64.19
Senior Information Technician 88,198 --114,518 7,350 --9,543 42.40 --55.06
Senior Park Ranger 49,496 --64,282 4,125 --5,357 23.80 --30.90
Senior Planner 90,544 --117,599 7,545 --9,800 43.53 --56.54
Staff Assistant I 43,542 --56,566 3,629 --4,714 20.93 --27.20
Staff Assistant II 49,496 --64,282 4,125 --5,357 23.80 --30.90
Traffic Engineering Technician 62,976 --81,784 5,248 --6,815 30.28 --39.32
CONFIDENTIAL POSITIONS
Accounting Supervisor 94,082 --122,209 7,840 --10,184 45.23 --58.75
Executive Assistant 67,073 --87,129 5,589 --7,261 32.25 --41.89
Human Resources Analyst 65,819 --98,891 5,485 --8,241 31.64 --47.54
MANAGEMENT POSITIONS
Assistant to the City Manager 95,510 --124,026 7,959 --10,336
Building Official 95,199 --161,194 7,933 --13,433
City Clerk 95,199 --161,194 7,933 --13,433
City Manager *225,750 --225,750 18,813 --18,813
Deputy City Manager 115,823 --196,784 9,652 --16,399
Deputy Director of Community Development 101,677 --172,159 8,473 --14,347
Deputy Director of Finance 101,677 --172,159 8,473 --14,347
Deputy Director of Public Works 101,677 --172,159 8,473 --14,347
Deputy Director of Recreation & Parks 101,677 --172,159 8,473 --14,347
Director of Community Development 115,823 --196,784 9,652 --16,399
Director of Finance 115,823 --196,784 9,652 --16,399
Director of Parks & Recreation 115,823 --196,784 9,652 --16,399
Director of Public Works 115,823 --196,784 9,652 --16,399
Human Resources Manager 101,677 --172,159 8,473 --14,347
Information Technology Manager 95,199 --161,194 7,933 --13,433
OFFICIAL For illustration purposes
Annual Salary Monthly Salary Hourly Salary
BOTTOM TO TOP
Resolution No. 2019-XX
Exhibit A
Page 1 of 3
A-3
Resolution No. 2019-XX Exhibit A
Salary and Hourly Schedule for the
Competitive, Confidential, Management and Part-time Positions
(Effective July 6, 2019)
Principal Civil Engineer 95,199 --161,194 7,933 --13,433
Resolution No. 2019-XX
Exhibit A
Page 2 of 3
A-4
Resolution No. 2019-XX Exhibit A
Salary and Hourly Schedule for the
Competitive, Confidential, Management and Part-time Positions
(Effective July 6, 2019)
PART-TIME POSITIONS
Administrative/Public Works/Cable Intern 12.74 --30.71
Code Enforcement Officer 31.88 --41.40
Park Ranger 17.63 --22.90
Permit Clerk 22.37 --29.05
Recreation Leader 12.60 --14.30
Recreation Leader II 14.27 --17.55
Recreation Specialist 17.63 --22.90
Staff Assistant I 20.91 --27.17
Staff Assistant II 23.79 --30.89
Television Producer 16.99 --34.00
Monthly
AUTO ALLOWANCE Amount
City Manager 700
Deputy City Manager 150
Director of Community Development 150
Director of Finance 150
Director of Public Works 150
Director of Recreation & Parks 150
* City Manager salary set by contract agreement adopted by the City Council.
(contract amended February 6, 2018)
OFFICIAL
Hourly Rates
BOTTOM TO TOP
Resolution No. 2019-XX
Exhibit A
Page 3 of 3
A-5
24. WORK WEEK: A regular schedule of forty (40) hours in a seven day
period, the scheduling of which may vary from time to time based on the
workforce needs of the CITY as determined by the City Manager. For overtime
calculation purposes, the "workweek" is defined as the seven (7) day 168 hour
regularly recurring period for each employee. For employees who work the 9/80
work schedule, their workweek shall begin exactly four hours after their start time
on the day of the week which is their alternating regular day off (typically
Friday). For employees who work a work schedule other than a 9/80, their
workweek shall begin at 12:00 a.m. on Sunday through 11:59 p.m. on the
following Saturday.
III. Management Rights
The CITY, through the City Council, possesses the sole right to operate the CITY and all
management prerogatives remain vested with the CITY through the City Council and
City Manager. In this context, except as specifically limited by express provision of this
MOU, all management prerogatives, powers, authority and functions, whether heretofore
exercised, and regardless of the frequency or infrequency of their exercise, shall remain
vested exclusively with the CITY. It is expressly recognized that these rights, include,
but are not limited to, the right to hire, direct, assign or transfer an employee or
probationary employee; the right to lay off employees or probationary employees; the
right to determine and change staffing levels and work performance standards; the right
to determine the content of the workday, including without limitation, workload factors;
the right to determine the quality and quantity of services to be offered to the public, and
the means and methods of offering those services, the right to contract or subcontract
CITY functions, including any work performed by employees or probationary
employees; the right to discipline employees, including the right to reprimand, suspend,
reduce in pay, demote and/or terminate employees; the right to relieve employees or
probationary employees of duty, demote, dismiss or terminate employees or probationary
employees for non-disciplinary purposes; the right to consolidate CITY functions; the
right to determine CITY functions; the right to implement, modify and delete rules,
regulations, resolutions and ordinances; the right to establish, change, combine wages or
eliminate jobs, job functions and job classifications; the right to establish or change
wages and compensation; the right to introduce new or improved procedures, methods,
processes or to make technological changes; and the right to establish and change shifts,
schedules of work, and starting and quitting times.
IV. Regular Compensation, Performance Evaluations
Employee compensation effective the first full pay period in July 2017 is set forth in the
salary schedule of ranges in Exhibit "B" to this MOU. Each range spread is
approximately thirty percent (30%) from the bottom of the range to the top of the range.
A. COLA
Effective the first full pay period in July 2017, the City shall implement an across-the-
board salary cost of living ("COLA") increase of 2.5% for all represented employees as
4 Resolution No. 2017-39
Exhibit A
8 of 43
B-1
set forth in Exhibit B Salary and Hourly Schedule attached hereto. Employees' salaries
have been increased correspondingly within their individual salary ranges to reflect the
COLA. The salary ranges will increase by the COLA amount.
Effective the first full pay period in July 2018, the City shall grant an across-the board
salary COLA increase for all represented employees based upon the percentage increase
in the Consumer Price Index (CPI-U) in the Los Angeles-Riverside-Orange County
geographic area for the twelve (12) month period ending March 2018 with a minimum
floor increase of one percent ( 1%) and ceiling cap on the increase of two and a half
percent (2.5%). Employees' salaries shall increase correspondingly within their
individual salary ranges to reflect the COLA. The salary ranges shall increase by the
COLA amount.
Effective the first full pay period in July 2019, the City shall grant an across-the-board
salary COLA increase based upon the percentage increase in the Consumer Price Index
(CPI-U) in the Los Angeles-Riverside-Orange County geographic area for the twelve
(12) month period ending March 2019 with a minimum floor increase of one percent
(1 %) and ceiling cap on the increase of two and a half percent (2.5%). Employees'
salaries shall increase correspondingly within their individual salary ranges to reflect the
COLA. The salary ranges shall increase by the COLA amount.
B. Initial Employment
The rate of compensation for initial employment in any classification shall be determined
by the City Manager at his/her sole discretion based upon the experience, education,
skills and ability of the employee.
C. Performance Evaluation
A probationary employee shall receive a probationary performance evaluation at the
conclusion of the probationary period, or any extension thereof. Each regular employee
shall receive a performance evaluation after completing one (1) year of service within a
job classification and annually thereafter. The evaluation date shall be adjusted as
required by any break in service, transfer or promotion.
Starting July 1, 2017, represented employees shall be eligible for salary merit adjustments
within an individual salary range based upon each employee's annual performance
evaluation rating as follows:
o Meets Expectations (Satisfactory): 1.0%
o Exceeds Expectations (Good): 2.0%-2.5%
o Exceptional (Excellent): 3.0%-3.5%
The City Manager shall retain the sole discretion to approve merit adjustments within a
salary range on an annual basis. The percentage salary increase within a range will be the
same for all employees who receive the same performance review rating. When a merit
5 Resolution No. 2017-39
Exhibit A
9 of 43
B-2
CONSUMER PRICE INDEXES PACIFIC CITIES AND U. S. CITY AVERAGE
MARCH 2019
(All items indexes. 1982-84=100 unless otherwise noted. Not seasonally adjusted.)
All Urban Consumers (CPI-U) Urban Wage Earners and Clerical Workers (CPI-W)
Percent Change Percent Cha nge
Indexes Year 1 Month Indexes Year 1 Month
MONTHLY DATA ending ending ending end ing
Mar Feb Mar Feb Mar Mar Mar Feb Mar Feb Mar Mar
2018 2019 2019 2019 2019 2019 2018 2019 2019 2019 2019 2019
U. S. City Average .............................................. 249.554 252.776 254.202 1.5 1.9 0 .6 243.463 246.218 247.768 1.3 1.8 0.6
West. .................................................................. 260.994 266.215 267.370 2.4 2.4 0.4 252.644 257.519 258.617 2.3 2.4 0.4
West-Size Class A 1
••••••••••••••.••••••••••••••••••••••••••• 269.271 274.753 276.187 2.5 2.6 0.5 258.983 264.374 265.774 2.5 2.6 0.5
West-Size Class B/C2 ...................................... 151.702 154.671 155.178 2.3 2 .3 0 .3 151.404 154.110 154.618 2.1 2.1 0.3
Mountain 3 .•................................................ 101.196 102 .685 103.339 1.8 2.1 0.6 101.358 102.923 103.508 1.8 2.1 0.6
Pacific3 ................................••.••..••......•••.••. 101.499 103.727 104.100 2 .6 2.6 0.4 101.474 103.589 103.972 2.5 2.5 0.4
Los Angeles-Long Beach-Anaheim , CA ....•.•.... 264 .158 269.608 271.311 2 .5 2 .7 0.6 254.451 259.734 261.278 2.6 2.7 0.6
Percent Change Percent Change
Indexes Year 2 Months Indexes Year 2 Months BI-MONTHLY DATA ending ending ending ending (Published for odd months)
Mar Jan Mar Jan Mar Mar Mar Jan Mar Jan Mar Mar
2018 2019 2019 2019 2019 2019 2018 2019 2019 2019 2019 2019
Riverside-San Bernardino-Ontario, CA 3 ......••.•• 101 .897 103.991 104.749 3 .0 2.8 0.7 101.909 104.062 104.769 3.1 2.8 0.7
San Diego-Carlsbad, CA ................................... 290.810 295.761 297.226 2.6 2.2 0.5 272.813 277.832 279.093 2.5 2.3 0.5
Urban Hawaii. ............................................. 275.408 279.005 280.263 1.9 1.8 0.5 272.021 274.941 276.462 2.0 1.6 0.6
Percent Change Percent Change
Indexes Year 2 Months Indexes Year 2 Months BI-MONTHLY DATA ending ending ending end ing (Published for even months)
Feb Dec Feb Dec Feb Feb Feb Dec Feb Dec Feb Feb
2018 2018 2019 2018 2019 2019 2018 2018 2019 2018 2019 2019
Phoenix-Mesa-Scottsdale, AT ....................... 136.774 140.083 139.660 4 .3 2 .1 -0.3 134.439 138.231 137.722 4.6 2.4 -0.4
San Francisco-Oakland-Hayward, CA ................ 281.308 289 .896 291.227 4.5 3.5 0.5 275.699 283.278 284.758 4.4 3.3 0.5
Seattle-Tacoma-Bellevue, WA ........................... 268.031 273 .293 275.304 2.8 2 .7 0.7 264.477 269.470 271.039 2.7 2.5 0.6
Urban Alaska .............................................. 221 .679 226.537 227 .183 2.8 2 .5 0 .3 219.714 223.996 223.971 2.4 1 .9 0 .0
1 Population over 2,500 ,000 2 Population 2.500,000 and under, Dec 1996 = 100 3 Dec 2017=100 • Dec 2001=100 Dash(-)= Not available
NOTE: In January 2018 , BLS introduced a new geographic area sample for the Consumer Price Index (CPI): www.bls.gov/regions/west/factsheet/2018cpirevisionwest.pdf
1967=100 base year indexes and historical tables including semiannual and annual average data are available at: www.bls.gov/regions/west/data/cpi_tables.pdf
Release date April10, 2019. The next release date is scheduled for May 10, 2019. For questions , please contact us at BLSinfoSF@bls.gov or (415) 625-2270 .
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