CC SR 20220621 T - RPVEA Tentative Agreement, MGMT and CONFID Employee Compensation
CITY COUNCIL MEETING DATE: 06/21/2022
AGENDA REPORT AGENDA HEADING: Consent Calendar
AGENDA TITLE:
Consideration and possible action to accept, approve and adopt the Tentative Agreement
for a successor Memorandum of Understanding between the City and the Rancho Palos
Verdes Employee Association (RPVEA), and amend employee compensation for
unrepresented employees.
RECOMMENDED COUNCIL ACTION:
(1) Adopt Resolution No. 2022-___ A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF RANCHO PALOS VERDES, COUNTY OF LOS ANGELES,
STATE OF CALIFORNIA, ACCEPTING, APPROVING AND ADOPTING THE
TENTATIVE AGREEMENT FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF RANCHO PALOS VERDES
AND THE RANCHO PALOS VERDES EMPLOYEES ASSOCIATION FOR
THE PERIOD OF JULY 1, 2022 THROUGH JUNE 30, 2025;
(2) Adopt Resolution No. 2022-___ A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF RANCHO PALOS VERDES, CALIFORNIA, ACCEPTING,
APPROVING, AND ADOPTING AMENDED COMPENSATION AND
BENEFITS FOR THE MANAGEMENT AND CONFIDENTIAL EMPLOYEES
FOR THE PERIOD JULY 1, 2022 THROUGH JUNE 30, 2025; and
(3) Adopt Resolution No. 2022-___ A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF RANCHO PALOS VERDES, STATE OF CALIFORNIA,
AMENDING, RESTATING, AND SUPERSEDING RESOLUTION NO. 2021 -
65 THAT CONFIRMS AND ADOPTS THE CITY-WIDE SALARY AND
HOURLY COMPENSATION SCHEDULE FOR ALL CITY EMPLOYEES
(FULL TIME AND PART TIME), EXCEPT THE CITY MANAGER, EFFECTIVE
JULY 2, 2022.
FISCAL IMPACT: The FY 2022-23 Budget includes an additional $251,200 for the
increase in COLA, one-time retention bonus, and deferred compensation.
Amount Budgeted: N/A
Additional Appropriation: N/A
Account Number(s): N/A
ORIGINATED BY: Julie DeZiel, Human Resources Manager
REVIEWED BY: Trang Nguyen, Director of Finance
Karina Bañales, Deputy City Manager
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CITYOF RANCHO PALOS VERDES
APPROVED BY: Ara Mihranian, AICP, City Manager
ATTACHED SUPPORTING DOCUMENTS:
A. Resolution No. 2022-___Tentative Agreement for successor RPVEA MOU 2022-
25 (page A-1)
B. Resolution No. 2022__ Amending Management and Confidential
Compensation and Benefits (page B-1)
C. Resolution No. 2022- ___, Salary and Hourly Compensation Schedule for All City
Employees (page C-1)
BACKGROUND:
The City has concluded negotiations with the Rancho Palos Verdes Employee
Association (RPVEA) to establish benefits and compensation for those employees in the
bargaining unit represented by RPVEA. The City Council also authorized the City
Manager to prepare a similar compensation and benefits package for the management
and confidential employees, and the same cost-of-living-adjustment (COLA) in wages for
Part-Time employees.
Tonight, staff is presenting the following for City Council’s consideration:
1. Adopt the Resolution approving the Tentative Agreement for successor RPVEA
MOU 2022-25;
2. Adopt the Resolution amending compensation and benefits for the Management
and Confidential employees similar to what RPVEA represented employees are
receiving; and
3. Adopt the Resolution of Salary and Hourly Compensation Schedule for City
Employees, which provides the same COLA wage adjustment for all employees
(full time and part time) except the City Manager.
DISCUSSION:
1. Rancho Palos Verdes Employees Association
The current Memorandum of Understanding (MOU) between the City and the RPVEA,
including the subsequent three amendments thereto, covers the period July 1, 2020
through June 30, 2022 (RPVEA MOU 2020-22). Given the impending expiration of the
RPVEA MOU 2020-22, the RPVEA requested to meet and confer over a successor MO U.
Pursuant to the Meyers-Millais-Brown Act (MMBA)(Government Code sections 3500-
3511) and the City’s Employer-Employee Relations Resolution No. 2018-23, the City and
RPVEA labor representatives met and conferred in good faith on April 4, April 18, May 5,
May 24, June 2, and June 9, 2022 regarding a successor RPVEA MOU. The parties’ labor
representatives successfully negotiated a Tentative Agreement (TA) on a successor
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RPVEA MOU covering the period of July 1, 2022 through June 30, 2025 (RPVEA MOU
2022-25), which was ratified by the RPVEA membership on June 15, 2022 by a vote of
40-0 and signed by the labor representatives that same day (Attachment A).
Based on the ratified and signed TA, the parties have agreed to work on MOU clean-up
language prior to finalizing the successor RPVEA MOU 2022-25, which will be brought
back to City Council on a later date pursuant to the MMBA. The highlights of the TA for
the successor RPVEA MOU 2022-25 include the following:
• Three-year term (July 1, 2022 – June 30, 2025).
• Annual base salary COLA on the first full pay period of July of each year with a
minimum of 0% and a maximum of 3% as measured by the Consumer Price Index
for All Urban Consumers (“CPI-U”) reported by the U.S. Bureau of Labor Statistics
for the Los Angeles-Long Beach-Anaheim, CA metropolitan area covering the
prior twelve-month period March to March each year.
• A one-time non-PERSable lump sum retention bonus of 2% in year one for
employees still on payroll as of July 1, 2022 based upon employee wages prior
to the July 2022 COLA wage increase.
• Enhanced performance evaluation ratings in years 2 and 3 of the MOU term
o Meets Expectations (Satisfactory): 1% (no change)
o Exceeds Expectations (Good): 3.5%-4.5% (an increase)
o Exceptional (Excellent): 5.0%-6% (an increase)
• Increased Standby Pay from $100 per week to $200 per week for Maintenance
staff.
• Increased City deferred compensation contribution and expanded to all tiers:
o Tier 1: up to $45/month (previously $0)
o Tiers 2 and 3: up to $100/month (previously $60)
• One additional floating holiday in lieu of Juneteenth as a holiday .
• MOU update and clean up language.
2. Management and Confidential Classifications
Concurrent with ratifying the TA for the RPVEA MOU 2022-25, the City Council is being
asked to adopt the attached resolution (Attachment B) offering similar compensation and
benefit programs for the City’s Management and Confidential employees.
Below is a list of changes to the current Management and Confidential resolution.
• Annual wage COLA on the first full pay period of July 2022, 2023, and 2024 with
a minimum of 0% and a maximum of 3% as measured by CPI-U reported by the
U.S. Bureau of Labor Statistics for the Los Angeles -Long Beach-Anaheim, CA
metropolitan area covering the prior twelve-month period March to March each
year.
• A one-time non-PERSable lump sum retention bonus of 2% in yea r one for
employees still on payroll as of July 1, 2022 based upon employee wages prior to
the July 2022 COLA wage increase.
• Enhanced performance evaluation ratings in FY 2023 and FY 2024
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o Meets Expectations (Satisfactory): 1%
o Exceeds Expectations (Good): 3.5%-4.5%
o Exceptional (Excellent): 5.0%-6%
• Increased City deferred compensation contribution and expanded to all tiers
o Tier 1: up to 1% per month
o Tiers 2 and 3: up to 3% month
• One additional floating holiday in lieu of Juneteenth as a holiday
3. Salary and Hourly Compensation Schedule for City Employees
The California Public Employees’ Retirement System (CalPERS) requires that the City
Council regularly adopt a master salary schedule listing all of the pay rates/ranges for all
City of Rancho Palos Verdes established positions, including the City Manager position.
The City last adopted a master pay schedule on January 1, 2022 to reflect the minimum
wage increases mandated by state law which resulted in changes to the wages of certain
part-time employee positions. In order to provide part-time employees the same wage
COLA as being provided to RPVEA represented employees and to Management and
Confidential employees, the City’s master salary schedule is being amended and restated
to include the same wage COLA for FY 2022 for all employees except the City Manager
(Attachment C).
On April 28, 2022, a petition was filed with the City Manager to consider forming a labor
unit for part-time employees except temporary and internship positions. Staff is in
communication with the American Federation of State, County and Municipal Employees
(AFSCME) regarding part-time staff and the petition. While conversations on the petition
move forward, Staff has consulted with AFSCME District Council 36 on the part-time
employee COLA wage increase. AFSCME District Council 36 representatives have,
without waiving any future rights to bargain, stated no objection to the COLA wage
increase.
On June 7, Staff presented the draft budget for FY 2022-23 which included over $400,000
for COLA and merit for all full-time and part-time employees. If the City Council approves
the three resolutions tonight, it will add approximately $250,000 in the General Fund to
the FY 2022-23 budget.
ADDITIONAL INFORMATION:
As of the writing of this staff report, Staff recognized that the Management Employee
Personnel Rules has not been amended since August 2, 2011. To ensure Management,
and Confidential and Part-Time classification wages and benefits are appropriately
memorialized, Staff will return at a later date with an updated document for the City
Council’s consideration.
CONCLUSION:
Staff recommends the City Council adopt the attached resolutions thereby approving the
TA for a successor RPVEA MOU, amending the compensation and benefits for
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Management and Confidential employees, and adopting a new master salary schedule
effective July 2, 2022 that will apply wage COLA for all employees (full time and part time)
except the City Manager.
ALTERNATIVES:
In addition to the Staff recommendation, the following alternative action is available for
the City Council’s consideration:
1. Take other action, as deemed appropriate.
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RESOLUTION NO. 2022-___
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
RANCHO PALOS VERDES, CALIFORNIA, ACCEPTING,
APPROVING, AND ADOPTING THE TENTATIVE
AGREEMENT FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING BETWEEN THE CITY OF RANCHO
PALOS VERDES AND THE RANCHO PALOS VERDES
EMPLOYEES ASSOCIATION FOR THE PERIOD OF JULY 1,
2022 THROUGH JUNE 30, 2025
WHEREAS, the City of Rancho Palos Verdes (City) continues to recognize the Rancho Palos
Verdes Employee Association (RPVEA) as the exclusive employee organization for those City
employees in the bargaining unit defined as non-management, full-time employees in the
classifications listed in Exhibit “A” to the Memorandum of Understanding between the City and the
RPVEA covering the period July 1, 2020 through June 30, 2022 adopted by City Council Resolution
No. 2020-25, including the ensuing three amendments thereto (RPVEA MOU 2020-22); and
WHEREAS, the RPVEA MOU 2020-22 expires on June 30, 2022; and
WHEREAS, the City and RPVEA have successfully met and conferred to negotiate a
Tentative Agreement on a successor RPVEA MOU for the period of July 1, 2022 through June 30,
2025 (RPVEA MOU 2022-25) pursuant to the Meyers-Millais-Brown Act (MMBA) (Government Code
sections 3500-3511) and the City’s Employer-Employee Relations Resolution No. 2018-23; and
WHEREAS, the City’s labor representatives and RPVEA representatives prepared the
attached written Tentative Agreement regarding the deal points for the successor RPVEA MOU
2022-25, which was ratified on June 15, 2022 by the RPVEA membership, and then executed by the
respective labor representatives; and
WHEREAS, the MMBA provides at Section 3505.1:
“If a tentative agreement is reached by the authorized representatives of the public agency
and a recognized employee organization or recognized employee organizations, the
governing body shall vote to accept or reject the tentative agreement within 30 days of the
date it is first considered at a duly noticed public meeting. A decision by the governing body
to reject the tentative agreement shall not bar the filing of a charge of unfair practice for failure
to meet and confer in good faith. If the governing body adopts the tentative agreement, the
parties shall jointly prepare a written memorandum of understanding.”; and
WHEREAS, once the City Council adopts the Tentative Agreement, the parties are required
to jointly prepare a written MOU to present to City Council for consideration and adoption consistent
with the Tentative Agreement; and
WHEREAS, once approved by the City Council, the Tentative Agreement and the successor
RPVEA MOU 2022-25 become binding agreements between the parties, each in their own right; and
WHEREAS, upon City Council approval of the Tentative Agreement, the salary and benefit
changes outlined therein shall be incorporated into the Annual Budget for Fiscal Year 2022-2023;
and
WHEREAS, the City Council desires to approve the Tentative Agreement for the successor
RPVEA MOU 2022-25.
A-1
NOW, THEREFORE THE CITY COUNCIL OF THE CITY OF RANCHO PALOS VERDES
DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:
Section 1: The recitals set forth above are true and correct and incorporated herein by this
reference.
Section 2: The City Council approves the executed Tentative Agreement dated June 15,
2022 for a successor RPVEA MOU 2022 – 25 for the period of July 1, 2022 – June 30, 2025, a fully
executed copy of which is attached hereto as Exhibit A.
Section 3: The City Council directs the labor representatives of the City and RPVEA to jointly
prepare a written memorandum of understanding in accordance with the Tentative Agreement and
present same to the City Council at a future date for consideration and approval.
Section 4: The City Clerk shall certify to the adoption of this Resolution and deem it effective
as of July 1, 2022, the same shall be in force and effect.
PASSED, APPROVED and ADOPTED this 21st day of June, 2022.
David L. Bradley, Mayor
ATTEST:
Teresa Takaoka, City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss
CITY OF RANCHO PALOS VERDES )
I, THERESA TAKAOKA, City Clerk of the City of Rancho Palos Verdes, hereby certify that the above
Resolution No. 2022-____ was duly and regularly passed and adopted by the said City Council at a
regular meeting thereof held on June 21, 2022.
Teresa Takaoka, City Clerk
Attachments: Exhibit A: Tentative Agreement dated June 15, 2022 for a successor RPVEA MOU
2022 – 25 for the period of July 1, 2022 – June 30, 2025
A-2
A-3
TENTATIVE AGREEMENT FOR A SUCCESSOR MEMORANDUM OF
UNDERSTANDING
Per Gov't Code Section 3505.1
Between
The City of Rancho Palos Verdes and
the Rancho Palos Verdes Employees Association
For The Period Of July 1, 2022 Through June 30, 2025
The current Memorandum of Understanding ("MOU") between the City of Rancho Palos
Verdes ("City") and the Rancho Palos Verdes Employees Association ("RPVEA" or
"Association") and the three amendments thereto, cover the period July 1, 2020 through
June 30, 2022 and will expire by their own terms on June 30, 2022 ("RPVEA MOU 2020-
22"). The Association currently represents forty-nine (49) active employees over twenty-
eight (28) classifications within the City. Pursuant to the Meyer-Millias-Brown Act
("MMBA") (Gov't Code Section 3500 -3511 ), the City and the Association representatives
met and conferred in good faith on April 4, April 18, May 5, May 24, June 2 and June 9, 2022
regarding a successor RPVEA MOU.
The City and the Association have reached a Tentative Agreement on the deal terms for
a successor RPVEA MOU, which is represented by this document. The following deal
terms were ratified by the Association on June 15, 2022, but remain subject to formal
approval/adoption by the City Council per California Government Code Section 3505.1,
which provides:
"If a tentative agreement is reached by the authorized representatives of the public
agency and a recognized employee organization or recognized employee
organizations, the governing body shall vote to accept or reject the tentative
agreement within 30 days of the date it is first considered at a duly noticed public
meeting. A decision by the governing body to reject the tentative agreement shall
not bar the filing of a charge of unfair practice for failure to meet and confer in good
faith. If the governing body adopts the tentative agreement, the parties shall jointly
prepare a written memorandum of understanding."
All terms and conditions of the prior RPVEA MOU 2020-22, including the three
Amendments thereto, shall be maintained unless expressly modified or changed herein or
until the successor RPVEA MOU is jointly prepared by the parties, ratified by the
Association and accepted, approved and adopted by City Council, which shall then
supersede and replace this Tentative Agreement. All items affecting compensation within
the current RPVEA MOU 2020 -22 or the amendments thereto not addressed herein are
proposed to remain unchanged; however, any language that has a sunset will be deemed
of no further force and effect.
A-4
1. Article I. Term
This Tentative Agreement and the successor RPVEA MOU will be effective from
the date of City Council approval and shall cover the period commencing from July
1, 2022 through and including June 30, 2025, unless otherwise expressly provided
otherwise in this Tentative Agreement or the successor RPVEA MOU.
2. Article IV. Regular Compensation, Performance Evaluations
A. BONUS & COLAs
Effective the first full pay period in July 2022, the City shall provide Off-Salary-
Schedule Pay as defined by the California Public Employees' Retirement System
("CalPERS") in the form of a non-reportable two percent (2%) base salary lump sum
retention bonus calculated using base salaries in effect prior to implementation of
the following cost of living adjustment ("COLA") set forth below for all Association
represented employees still on payroll as of July 1, 2022.
Effective the first full pay period in July 2022, the City shall provide an across-the-
board COLA in the form of a three percent (3%) base salary increase for all
Association represented employees as reflected in the attached Exhibit A.
The City will continue to meet and confer with the Association during the first year
of this Tentative Agreement and the successor RPVEA MOU regarding
implementation of the still pending Classification and Compensation Study being
performed by Public Sector Personnel Consultants and discussion of a
Telecommute Policy.
Effective the first full pay periods in July 2023 and July 2024, the City shall provide
additional annual COLAs for all Association represented employees still on payroll
at those times in the amount not less than 0% nor higher than a maximum of three
percent (3%) as measured by the Consumer Price Index for All Urban Consumers
("CPI-U") reported by the U.S. Bureau of Labor Statistics for the Los Angeles-Long
Beach-Anaheim, CA metropolitan area covering the prior twelve month period March
to March each year.
C. Performance Evaluation
Effective July 1, 2023, represented employees shall be eligible for new salary merit
adjustments, replacing the old schedules, within an individual salary range based
upon each employee's annual performance evaluation rating as follows:
• Meets Expectations (Satisfactory): 1 %
• Exceeds Expectations (Good): 3.5%-4.5%
• Exceptional (Excellent): 5.0%-6%
Tentative Agreement for a Successor RPVEA MOU 2022-25
Page 2 of5
A-5
Represented employees at the top of their salary range cannot exceed their base
salary range but will continue to be eligible for an annual lump sum merit bonus.
The City will continue to meet and confer with the Association during the first year of
this Tentative Agreement and the successor RPVEA MOU to revise the performance
review document and review process.
H. Standby Pay
5. Compensation
a) Effective the first full pay period in July 2022, the Standby Pay for
represented employees shall be increased from $100 to $200 for each
week an employee is assigned and available to respond. The forfeit
amount shall be equally increased from $14.29 to $28.58.
3. Article VI. Restricted Fringe Benefits
B. Retirement Health Savings Account
For the Term of this Tentative Agreement and the successor RPVEA MOU, the City
shall continue the practice of increasing the City annual contribution effective the first
full pay period in July by the percentage increase in the CPI-U for the Los Angeles-
Long Beach-Anaheim, CA metropolitan area covering the prior twelve month period
March to March each year.
J. Deferred Compensation
Effective the first full pay period in July 2022, the City will institute matching for
CalPERS designated Tier 1 employees up to forty-five ($45) dollars per month per
employee and will increase Tier 2 and Tier 3 matching from sixty ($60) dollars to up
to one hundred ($100) per month per employee.
4. Article X. Leaves
A. Vacation Leave
9 -10. Employees shall be entitled to cash out up to eighty (80) hours of
accrued vacation leave per calendar year provided that the employee
maintains fifty percent (50%) of their annual vacation accrual after cash
out and that they irrevocably designate in writing the amount of leave
to be cashed out in the following calendar year and may cash out only
from leave to be accrued after such irrevocable designation. Cash out
to be at the employee's rate of pay at the time paid. Human Resources
will supply the designation form upon request.
Tentative Agreement for a Successor RPVEA MOU 2022-25
Page 3 of 5
A-6
5.
H. Paid Holiday Leave
1. g) City agrees to provide one additional floating holiday to represented
employees in lieu of adding Juneteenth as a City holiday, bringing the total to
two floating holidays for represented employees. Parties agree to meet and
confer over further revised/clean-up language for Paid Holiday Leave as part
of drafting of the successor RPVEA MOU.
Successor RPVEA MOU Drafting
The City and RPVEA labor re presentatives agree to mee t and confe r ov er updates
and clean-up language as part of drafting the successor RPVEA MOU to be jointly
submitted to City Council for approval.
IT IS SO AGREED:
Rancho
Association
Palos Verdes
Matt Waters -President
ales -Deputy City Manager Robert Nemeth-Vice President
ulie DeZiel -Human Resources Manager
Attachment: EXHIBIT A -Salary Schedule effective 7/2/2022
Tentative Agreement for a Successor RPVEA MOU 2022-25
Page 4 of 5
Employee
A-7
EXHIBIT A
Tentative Agreement for a Successor RPVEA MOU 2022-25
Page 5 of5
Exhibit A
Salary and Hourly Schedule for the
Competitive, Confidential, Management and Part-time Positions
(Effective July 2, 2022)
COMPETITIVE POSITIONS BOTTOM TO TOP BOTTOM TO TOP
Account Clerk 54,557 --70,832 4,546 --5,903 26.23 --34.05
Accountant 79,781 --103,619 6,648 --8,635 38.36 --49.82
Accounting Manager 103,509 --134,434 8,626 --11,203 49.76 --64.63
Accounting Technician 61,754 --80,227 5,146 --6,686 29.69 --38.57
Administrative Analyst I 70,605 --91,692 5,884 --7,641 33.94 --44.08
Administrative Analyst II 70,609 --106,072 5,884 --8,839 33.95 --51.00
Administrative Analyst II (Records Management)70,609 --106,072 5,884 --8,839 33.95 --51.00
Administrative Staff Assistant 60,972 --79,175 5,081 --6,598 29.31 --38.06
Assistant Engineer 88,619 --115,085 7,385 --9,590 42.61 --55.33
Assistant Planner 74,287 --96,486 6,191 --8,041 35.71 --46.39
Associate Engineer 98,476 --127,872 8,206 --10,656 47.34 --61.48
Associate Planner 84,415 --109,638 7,035 --9,137 40.58 --52.71
Building Inspector I 71,642 --93,013 5,970 --7,751 34.44 --44.72
Building Inspector II 80,225 --104,192 6,685 --8,683 38.57 --50.09
Cable TV Station Manager 84,415 --109,638 7,035 --9,137 40.58 --52.71
Code Enforcement Officer 71,167 --92,425 5,931 --7,702 34.21 --44.44
Deputy City Clerk 72,026 --93,574 6,002 --7,798 34.63 --44.99
Engineering Technician 67,552 --87,726 5,629 --7,311 32.48 --42.18
Geographic Information Systems Coordinator 88,603 --115,090 7,384 --9,591 42.60 --55.33
Lead Worker 62,568 --81,268 5,214 --6,772 30.08 --39.07
Maintenance Superintendent 103,175 --133,995 8,598 --11,166 49.60 --64.42
Maintenance Supervisor 79,203 --100,351 6,600 --8,363 38.08 --48.25
Maintenance Worker I/II 54,375 --70,686 4,531 --5,891 26.14 --33.98
Open Space & Trails Manager 94,542 --122,792 7,879 --10,233 45.45 --59.03
Park Ranger 46,705 --60,665 3,892 --5,055 22.45 --29.17
Permit Clerk 53,522 --69,510 4,460 --5,793 25.73 --33.42
Permit Technician 61,085 --79,302 5,090 --6,609 29.37 --38.13
Planning Technician 63,581 --82,540 5,298 --6,878 30.57 --39.68
Principal Planner 105,896 --137,521 8,825 --11,460 50.91 --66.12
Project Manager 98,476 --127,872 8,206 --10,656 47.34 --61.48
Recreation Program Supervisor I 60,972 --79,175 5,081 --6,598 29.31 --38.06
Recreation Program Supervisor II 77,272 --100,351 6,439 --8,363 37.15 --48.25
Recreation Services Manager 90,539 --117,545 7,545 --9,795 43.53 --56.51
Senior Account Technician 69,166 --89,852 5,764 --7,488 33.25 --43.20
Senior Accountant 87,067 --113,987 7,256 --9,499 41.86 --54.80
Senior Administrative Analyst 91,469 --118,817 7,622 --9,901 43.98 --57.12
Senior Code Enforcement Officer 79,700 --103,509 6,642 --8,626 38.32 --49.76
Senior Engineer 110,292 --143,224 9,191 --11,935 53.03 --68.86
Senior Information Technician 94,607 --122,839 7,884 --10,237 45.48 --59.06
Senior Park Ranger 53,092 --68,952 4,424 --5,746 25.53 --33.15
Senior Planner 97,123 --126,144 8,094 --10,512 46.69 --60.65
Staff Assistant I 46,705 --60,676 3,892 --5,056 22.45 --29.17
Staff Assistant II 53,092 --68,952 4,424 --5,746 25.53 --33.15
Traffic Engineering Technician 67,552 --87,726 5,629 --7,311 32.48 --42.18
CONFIDENTIAL POSITIONS
Accounting Supervisor 100,918 --131,089 8,410 --10,924 48.52 --63.02
Executive Assistant 71,947 --93,460 5,996 --7,788 34.59 --44.93
Human Resources Analyst 70,601 --106,077 5,883 --8,840 33.94 --51.00
MANAGEMENT POSITIONS
Assistant to the City Manager 102,450 --133,038 8,538 --11,087
Building Official 102,116 --172,906 8,510 --14,409
City Clerk 102,116 --172,906 8,510 --14,409
City Manager *226,000 226,000 18,833 --18,833
Deputy City Manager 124,239 --211,082 10,353 --17,590
Deputy Director of Community Development 109,065 --184,668 9,089 --15,389
Deputy Director of Finance 109,065 --184,668 9,089 --15,389
Deputy Director of Public Works 109,065 --184,668 9,089 --15,389
Deputy Director of Recreation & Parks 109,065 --184,668 9,089 --15,389
Director of Community Development 124,239 --211,082 10,353 --17,590
Director of Finance 124,239 --211,082 10,353 --17,590
Director of Parks & Recreation 124,239 --211,082 10,353 --17,590
Director of Public Works 124,239 --211,082 10,353 --17,590
Human Resources Manager 109,065 --184,668 9,089 --15,389
Information Technology Manager 102,116 --172,906 8,510 --14,409
Principal Civil Engineer 102,116 --172,906 8,510 --14,409
OFFICIAL For illustration purposes
Annual Salary Monthly Salary Hourly Salary
BOTTOM TO TOP
Resolution No. 2022-__
Page 1 of 2A-8
Resolution No. 2022-__ Exhibit A
Salary and Hourly Schedule for the
Competitive, Confidential, Management and Part-time Positions
(Effective July 2, 2022)
PART-TIME POSITIONS
Administrative/Public Works/Cable Intern 15.45 --33.77
Code Enforcement Officer 34.20 --45.52
Park Ranger 19.38 --25.13
Permit Clerk 24.59 --31.94
Recreation Leader 15.45 --20.09
Recreation Leader II 15.69 --19.29
Recreation Specialist 19.38 --25.18
Staff Assistant I 22.99 --29.87
Staff Assistant II 26.16 --33.97
Television Producer 18.68 --37.38
Television Producer (On-Camera)21.14 --42.91
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 1, 2022)
OFFICIAL
Hourly Rates
BOTTOM TO TOP
Resolution No. 2022-__
Page 2 of 2A-9
RESOLUTION NO. 2022-___
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
RANCHO PALOS VERDES, CALIFORNIA, ACCEPTING,
APPROVING, AND ADOPTING AMENDED COMPENSATION
AND BENEFITS FOR MANAGEMENT AND CONFIDENTIAL
EMPLOYEES FOR THE PERIOD OF JULY 1, 2022
THROUGH JUNE 30, 2025
WHEREAS, on January 31, 2002, the City Council adopted the City’s Management
Personnel Rules and Procedures through Resolution No. 2002-06, which has been subsequently
amended by Resolution Nos. 2002-19, 2005-134, 2007-45, 2011-62, 2015-111, 2017-40, and 2018-
43; and
WHEREAS, the City and the Rancho Palos Verdes Employee Association (RPVEA) have
successfully met and conferred to negotiate a Tentative Agreement on a successor RPVEA MOU
for the period of July 1, 2022 through June 30, 2025 (RPVEA MOU 2022-25) pursuant to the Meyers-
Millais-Brown Act (MMBA) (Government Code sections 3500-3511) and the City’s Employer-
Employee Relations Resolution No. 2018-23; and
WHEREAS, the City’s labor representatives and RPVEA representatives prepared a written
Tentative Agreement regarding the deal points for the successor RPVEA MOU 2022-25, which was
ratified on June 15, 2022 by the RPVEA membership, and then executed by the respective labor
representatives and is being presented to City Council for determination on June 21, 2022; and
WHEREAS, the City Council desires to approve similar amended compensation and benefits
for Management and Confidential employees as are provided to RPVEA represented employees.
NOW, THEREFORE THE CITY COUNCIL OF THE CITY OF RANCHO PALOS VERDES
DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:
Section 1: The recitals set forth above are true and correct and incorporated herein by this
reference.
Section 2: The City Council approves the following amended compensation and benefits for
Management and Confidential employees:
• Lump Sum Bonus and COLAs
Effective the first full pay period in July 2022, the City shall provide Off -Salary-
Schedule Pay as defined by the California Public Employees’ Retirement System
(“CalPERS”) in the form of a non-reportable two percent (2%) base salary lump sum
retention bonus calculated using base salaries in effect prior to implementation of the
following cost of living adjustment (“COLA”) set forth below for all management and
confidential employees still on the payroll as of July 1, 2022 based upon employee
base pay prior to the 3% COLA provided below.
Effective the first full pay period in July 2022, the City shall provide an across -the-
board COLA in the form of a three percent (3%) base salary increase for all
management and confidential employees as reflected in the attached Exhibit A.
Effective the first full pay periods in July 2023 and July 2024, the City shall provide
additional annual COLAs for all management and confidential employees still on
payroll at those times in the amount not less than 0% nor higher than a maximum of
B-1
three percent (3%) as measured by the Consumer Price Index for All Urban
Consumers (“CPI-U”) reported by the U.S. Bureau of Labor Statistics for the Los
Angeles-Long Beach-Anaheim, CA metropolitan area covering the prior twelve-
month period March to March each year.
• Performance Evaluations
Effective July 1, 2023, Management and Confidential employees shall be, at the City
Manager’s discretion, eligible for new salary merit adjustments, replacing the old
merit schedules, within a classification salary range based upon each employee’s
annual performance evaluation rating as follows:
• Meets Expectations (Satisfactory): 1%
• Exceeds Expectations (Good): 3.5%-4.5%
• Exceptional (Excellent): 5.0%-6%
Management and Confidential employees at the top of their classification base salary
range cannot exceed their base salary range but will continue to be eligible for an
annual lump sum merit bonus based upon their evaluation and in the amount stated
above.
• Deferred Compensation
Effective the first full pay period in July 2022, the City will institute matching for
CalPERS designated Tier 1 Management and Confidential employees up to one
percent (1%) per month per employee and will increase Tier 2 and Tier 3
Management and Confidential employee matching from one percent (1%) to three
percent (3%) per month per employee.
• Vacation Leave
Management and Confidential employees shall be entitled to cash out vacation leave
provided that the employee maintains fifty percent (50%) of their annual vacation
accrual after cash out and that they irrevocably designate in writing the amount of
leave to be cashed out in the following calendar year and may cash out only from
leave to be accrued after such irrevocable designation. Cash out to be at the
employee’s rate of pay at the time paid. Human Resources will supply the designation
form upon request.
• Paid Holiday Leave
City agrees to provide Management and Confidential employees one additional
floating holiday in lieu of adding Juneteenth as a City holiday, bringing the total to two
floating holidays for Management and Confidential employees.
Section 3: The City Clerk shall certify to the adoption of this Resolution and deem it effective
as of July 1, 2022, the same shall be in force and effect.
B-2
PASSED, APPROVED, and ADOPTED this 21st day of June 2022.
David L. Bradley, Mayor
ATTEST:
Teresa Takaoka, City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss
CITY OF RANCHO PALOS VERDES )
I, THERESA TAKAOKA, City Clerk of the City of Rancho Palos Verdes, hereby certify that the above
Resolution No. 2022-____ was duly and regularly passed and adopted by the said City Council at a
regular meeting thereof held on June 21, 2022.
Teresa Takaoka, City Clerk
B-3
RESOLUTION NO. 2022-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF RANCHO PALOS VERDES, STATE OF CALIFORNIA,
AMENDING, RESTATING, AND SUPERSEDING
RESOLUTION NO. 2021-65 THAT CONFIRMS AND
ADOPTS THE CITY-WIDE SALARY AND HOURLY
COMPENSATION SCHEDULE FOR ALL CITY
EMPLOYEES (FULL TIME AND PART TIME), EXCEPT
THE CITY MANAGER, EFFECTIVE JULY 2, 2022
WHEREAS, the City Council adopted Resolution 2021-65 on January 1, 2022,
that set new salary ranges for part-time classifications based on a state-mandated
minimum wage increase; and
WHEREAS, the City Council now desires to amend the City’s master Salary
Schedule to reflect new salary ranges for all employees (full time and part time), except
the City Manager, based on cost of living adjustment (COLA) wage increase of three
percent (3%) effective the first full pay period of FY 2022-23; and
WHEREAS, Section 36506 of the California Government Code requires that the
City Council fix the compensation of all appointive officers and employees by resolution
or ordinance; 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 the City job classifications as set
forth in Exhibit “A” which are attached hereto and incorporated herein by this reference,
are adopted on June 21, 2022 and are effective as of July 2, 2022.
Section 2: Resolution No. 2021-65 is hereby amended, restated, and
superseded and replaced by this resolution to reflect the new salary ranges for all City
employees based on a 3% COLA effective July 2, 2022 (not provided to City Manager).
Section 3: This resolution shall be effective on July 2, 2022. The City Clerk shall
certify the adoption of this Resolution.
C-1
PASSED, APPROVED and ADOPTED this 21st day of June, 2022.
_____________________________
David L. Bradley, Mayor
Attest:
____________________________
Teresa Takaoka, City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) ss
CITY OF RANCHO PALOS VERDES )
I, Teresa Takaoka, City Clerk of the City of Rancho Palos Verdes, hereby certify
that the above Resolution No. 2022-__ was duly and regularly passed and adopted by
the said City Council at a regular meeting thereof held on June 21, 2022.
__________________________
Teresa, Takaoka, City Clerk
C-2
Resolution No. 2022-__ Exhibit A
Salary and Hourly Schedule for the
Competitive, Confidential, Management and Part-time Positions
(Effective July 2, 2022)
COMPETITIVE POSITIONS BOTTOM TO TOP BOTTOM TO TOP
Account Clerk 54,557 --70,832 4,546 --5,903 26.23 --34.05
Accountant 79,781 --103,619 6,648 --8,635 38.36 --49.82
Accounting Manager 103,509 --134,434 8,626 --11,203 49.76 --64.63
Accounting Technician 61,754 --80,227 5,146 --6,686 29.69 --38.57
Administrative Analyst I 70,605 --91,692 5,884 --7,641 33.94 --44.08
Administrative Analyst II 70,609 --106,072 5,884 --8,839 33.95 --51.00
Administrative Analyst II (Records Management)70,609 --106,072 5,884 --8,839 33.95 --51.00
Administrative Staff Assistant 60,972 --79,175 5,081 --6,598 29.31 --38.06
Assistant Engineer 88,619 --115,085 7,385 --9,590 42.61 --55.33
Assistant Planner 74,287 --96,486 6,191 --8,041 35.71 --46.39
Associate Engineer 98,476 --127,872 8,206 --10,656 47.34 --61.48
Associate Planner 84,415 --109,638 7,035 --9,137 40.58 --52.71
Building Inspector I 71,642 --93,013 5,970 --7,751 34.44 --44.72
Building Inspector II 80,225 --104,192 6,685 --8,683 38.57 --50.09
Cable TV Station Manager 84,415 --109,638 7,035 --9,137 40.58 --52.71
Code Enforcement Officer 71,167 --92,425 5,931 --7,702 34.21 --44.44
Deputy City Clerk 72,026 --93,574 6,002 --7,798 34.63 --44.99
Engineering Technician 67,552 --87,726 5,629 --7,311 32.48 --42.18
Geographic Information Systems Coordinator 88,603 --115,090 7,384 --9,591 42.60 --55.33
Lead Worker 62,568 --81,268 5,214 --6,772 30.08 --39.07
Maintenance Superintendent 103,175 --133,995 8,598 --11,166 49.60 --64.42
Maintenance Supervisor 79,203 --100,351 6,600 --8,363 38.08 --48.25
Maintenance Worker I/II 54,375 --70,686 4,531 --5,891 26.14 --33.98
Open Space & Trails Manager 94,542 --122,792 7,879 --10,233 45.45 --59.03
Park Ranger 46,705 --60,665 3,892 --5,055 22.45 --29.17
Permit Clerk 53,522 --69,510 4,460 --5,793 25.73 --33.42
Permit Technician 61,085 --79,302 5,090 --6,609 29.37 --38.13
Planning Technician 63,581 --82,540 5,298 --6,878 30.57 --39.68
Principal Planner 105,896 --137,521 8,825 --11,460 50.91 --66.12
Project Manager 98,476 --127,872 8,206 --10,656 47.34 --61.48
Recreation Program Supervisor I 60,972 --79,175 5,081 --6,598 29.31 --38.06
Recreation Program Supervisor II 77,272 --100,351 6,439 --8,363 37.15 --48.25
Recreation Services Manager 90,539 --117,545 7,545 --9,795 43.53 --56.51
Senior Account Technician 69,166 --89,852 5,764 --7,488 33.25 --43.20
Senior Accountant 87,067 --113,987 7,256 --9,499 41.86 --54.80
Senior Administrative Analyst 91,469 --118,817 7,622 --9,901 43.98 --57.12
Senior Code Enforcement Officer 79,700 --103,509 6,642 --8,626 38.32 --49.76
Senior Engineer 110,292 --143,224 9,191 --11,935 53.03 --68.86
Senior Information Technician 94,607 --122,839 7,884 --10,237 45.48 --59.06
Senior Park Ranger 53,092 --68,952 4,424 --5,746 25.53 --33.15
Senior Planner 97,123 --126,144 8,094 --10,512 46.69 --60.65
Staff Assistant I 46,705 --60,676 3,892 --5,056 22.45 --29.17
Staff Assistant II 53,092 --68,952 4,424 --5,746 25.53 --33.15
Traffic Engineering Technician 67,552 --87,726 5,629 --7,311 32.48 --42.18
CONFIDENTIAL POSITIONS
Accounting Supervisor 100,918 --131,089 8,410 --10,924 48.52 --63.02
Executive Assistant 71,947 --93,460 5,996 --7,788 34.59 --44.93
Human Resources Analyst 70,601 --106,077 5,883 --8,840 33.94 --51.00
MANAGEMENT POSITIONS
Assistant to the City Manager 102,450 --133,038 8,538 --11,087
Building Official 102,116 --172,906 8,510 --14,409
City Clerk 102,116 --172,906 8,510 --14,409
City Manager *226,000 226,000 18,833 --18,833
Deputy City Manager 124,239 --211,082 10,353 --17,590
Deputy Director of Community Development 109,065 --184,668 9,089 --15,389
Deputy Director of Finance 109,065 --184,668 9,089 --15,389
Deputy Director of Public Works 109,065 --184,668 9,089 --15,389
Deputy Director of Recreation & Parks 109,065 --184,668 9,089 --15,389
Director of Community Development 124,239 --211,082 10,353 --17,590
Director of Finance 124,239 --211,082 10,353 --17,590
Director of Parks & Recreation 124,239 --211,082 10,353 --17,590
Director of Public Works 124,239 --211,082 10,353 --17,590
Human Resources Manager 109,065 --184,668 9,089 --15,389
Information Technology Manager 102,116 --172,906 8,510 --14,409
Principal Civil Engineer 102,116 --172,906 8,510 --14,409
OFFICIAL For illustration purposes
Annual Salary Monthly Salary Hourly Salary
BOTTOM TO TOP
Resolution No. 2022-__
Page 1 of 2C-3
Resolution No. 2022-__ Exhibit A
Salary and Hourly Schedule for the
Competitive, Confidential, Management and Part-time Positions
(Effective July 2, 2022)
PART-TIME POSITIONS
Administrative/Public Works/Cable Intern 15.45 --33.77
Code Enforcement Officer 34.20 --45.52
Park Ranger 19.38 --25.13
Permit Clerk 24.59 --31.94
Recreation Leader 15.45 --20.09
Recreation Leader II 15.69 --19.29
Recreation Specialist 19.38 --25.18
Staff Assistant I 22.99 --29.87
Staff Assistant II 26.16 --33.97
Television Producer 18.68 --37.38
Television Producer (On-Camera)21.14 --42.91
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 1, 2022)
OFFICIAL
Hourly Rates
BOTTOM TO TOP
Resolution No. 2022-__
Page 2 of 2C-4