CC SR 20240319 K - Classification and Compensation (Updated 20240319)
CITY COUNCIL MEETING DATE: 03/19/2024
AGENDA REPORT AGENDA HEADING: Consent Calendar
AGENDA TITLE:
Consideration and possible action to amend classification titles and compensation
schedules for all full-time and part-time City-employed personnel.
RECOMMENDED COUNCIL ACTION:
(1) Receive and file the Public Sector Personnel Consultants’ (PSPC) Classification
and Compensation Study;
(2) Receive and file the organizational charts for each department reflecting staff
proposed modifications throughout the organizatio n, including new positions, title
changes and reclassifications to enhance and improve efficacy and efficiency of
provided City services;
(3) Approve an additional budget appropriation of $162,900 to implement the
proposed changes to the organizational charts including new, retitled, and
reclassified positions and adjust five positions to the new minimum pay range to
be within the 75th percentile of agreed market study retroactive to July 1, 2023;
(4) Authorize the City Manager to allocate no more than $120,000 of unspent
compensation budget to potentially move high-performing employees who rank
“exceptional” on their annual evaluation within their new pay range up to 5% for
Fiscal Year 2023-24 (one-time only) in addition to receiving a cost-of-living
adjustment (COLA) and an annual performance evaluation merit increase for
current Rancho Palos Verdes Employees Association (RPVEA) members and
Management and Confidential employees for FY 2023 -24 retroactive to July 1,
2023;
(5) Adopt Resolution No. 2024-__, amending and restating classification titles, new
positions, and salary and hourly pay schedules for the competitive, management,
confidential, and part-time classification, thereby superseding the City salary and
pay schedule in Resolution No. 2023-31 Exhibit A;
(6) Adopt Resolution No. 2024-__, accepting, approving, adopting, and thereby
authorizing the City Manager to sign a Second Amendment to the City’s
Memorandum of Understanding (MOU) with the RPVEA for the period Ju ly 1, 2022
through June 30, 2025 to update classification titles, new positions, and pay
schedules effective retroactive to July 1, 2023; and
(7) Adopt Resolution No. 2024-__, accepting, approving, adopting, and thereby
authorizing the City Manager to sign a Second Amendment to the City’s MOU with
the American Federation of State, County and Municipal Employees District
Council 36 (AFSCME DC36) for the period July 1, 2023 through June 30, 2025 to
update classification titles, new positions, and hourly pay schedule.
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FISCAL IMPACT: If the recommended Council action items are approved, an additional
appropriation of $162,900 will be added to the FY 2023-24 Adopted Budget in salaries
and benefits. Of this amount, $89,400 is for the implementation of the proposed changes
to the organizational charts including new, retitled, and reclassified positions. The
remaining $73,500 is to adjust five positions to the new minimum salary range to be within
the 75th percentile of the market survey cities. This fiscal impact is specific to FY 2023-24
only, and Staff will continue to report annually on compensation costs and their impact in
the 10-year Financial Model. Additionally, if approved, the City Manager may allocate up
to $120,000 as a one-time pay adjustment from the unspent salary budget to potentially
move high-performing employees who rank “exceptional” on their annual evaluation
within their new salary range up to 5% for FY 2023-24. These amounts reflect the total
fiscal impact retroactively to July 1, 2023.
Amount Budgeted: $13,370,700
Additional Appropriation: $162,900
Account Number(s): Various pay and benefit accounts
ORIGINATED BY: Eileen Jacinto, Human Resources Analyst
REVIEWED BY: Vina Ramos, Director of Finance VR
APPROVED BY: Ara Mihranian, AICP, City Manager
ATTACHED SUPPORTING DOCUMENTS:
A. Public Sector Personnel Consultants Classification and Compensation Study
(page A-1)
B. Organizational charts for each City department (page B-1)
C. Resolution No. 2024-__ Exhibit A Citywide Salary and Hourly Compensation
Schedule for Competitive, Confidential, Management, and Part-Time Positions
(page C-1)
D. Resolution No. 2024-__ Second Amendment to the City’s MOU RPVEA (page D-
1)
E. Resolution No. 2024-__ Second Amendment to the City’s MOU AFSCME (page
E-1)
BACKGROUND:
As an industry standard, it is a recommended practice to periodically review and update
personnel classifications and adjust compensation levels as necessary to remain
competitive in the marketplace. The periodic review also enables an organization to
account for changes in job responsibilities and qualifications due to changing technology,
modifications in work processes, and other factors that can affect the “core content” of
positions. Changes in job requirements, such as new programs or assumption of duties
for a vacated position, may result in a new pay grade assignment. A classification and
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compensation study also provides an objective marketplace framework for determining
how employees will be paid. To properly maintain internal equity among positions, this
ongoing process is needed to review job responsibilities and qualifications and the
subsequent assignment to pay grades to ensure jobs are equitably compensated.
As a general rule, most organizations conduct comprehensive classification and
compensation studies every three to five years, ensuring their ability to hire and retain
qualified employees and maintain equitable internal relationships. The City last conducted
a formal classification and compensation was in 2015. In labor negotiations, the statutory
requirements factor in that such studies are done each time new labor negotiations
commence.
On May 18, 2021, the City Council authorized Staff to initiate the process to undergo a
comprehensive classification and compensation study and an organizational review for
all full-time and part-time City-employed personnel. This was done in conjunction with
ongoing and pending labor negotiations.
On September 7, 2021, the City Council awarded a professional services agreement
(PSA) with PSPC to complete the City’s classification and compensation study. According
to the PSA, the first part of the study was to study full-time and part-time positions and
classifications. The second part of the study was to address compensation based on the
level and scope of work performed by Staff, internal equity, and ensuring that the City’s
workforce maintains a competitive edge by recruiting and retaining qualified employees.
To ensure an equitable study is performed, the City Council required a list of comparable
cities to be considered in the study. The following cities were approved by the City Council
as qualified comparable cities to complete the classification and compensation study
based on population, demographics, contract services, public safety, and employment
size:
• City of Agoura Hills
• City of Malibu
• City of Calabasas
• City of Manhattan Beach
• City of Dana Point
• City of Newport Beach
• City of Hermosa Beach
• City of San Juan Capistrano
• City of Laguna Beach
• City of Seal Beach
Throughout this process, consultation occurred with the City Council and the City’s two
labor units, the RPVEA and AFSCME DC36.
Tonight, the City Council is being asked to formally approve and adopt resolutions
implementing certain changes to full-time and part-time classifications, as reflected in the
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organizational charts for each City department, and pay schedules effective retroactively
to July 1, 2023.
DISCUSSION:
1. PSPC’s Classification and Compensation Study
PSPC was asked to prepare a classification and compensation study that would ensure
all duties and responsibilities align with industry standards for all classifications and the
salary and hourly schedule for competitive, confidential, management, and part-time
positions. The attached Classification and Compensation Study (Attachment A) prepared
by PSPC addresses the following based on the comparable cities agreed upon by the
City Council:
• Level and scope of work performed;
• Review of class descriptions to reflect current programs, responsibilities, and
technology to ensure that internal relationships of salaries are based upon
objective, non-quantitative evaluation factors, resulting in equity across all City
departments;
• Identifying job classifications eligible for telework;
• Review of the current classification structure to determine efficacy ;
• Compensation that is fair and competitive, allowing the City to recruit and retain
high-quality employees; and
• Analysis and comparison of performance pay merit systems;
PSPC’s Classification and Compensation Study aligned with prior Resolution No. 2002-
56 establishing salary ranges for all competitive and management employee positions at
the 75th percentile of reported market survey data for the cities surveyed. PSPC’s
Classification and Compensation Study also identifies the City adjusting its salary ranges
based on the market surveys and the January 1, 2023 Consumer Price Index (CPI) plus
COLA survey data from July 1, 2023 (0.56%) to maintain its desired market position.
At the completion of the PSPC’s Classification and Compensation Study, the consultant
made the following recommendations:
• Identified that certain departments require new classifications, title changes,
and job description revisions.
• Proposed new title changes and classifications to clearly reflect the level and
scope of work being performed and establish consistency with the labor market
and industry standards. Examples of proposed title changes to better reflect
the duties or responsibilities include removing roman numerals “I and II” and
using “Title” and “Senior Title” instead.
• Recommended separating various roles in the Recreation and Parks
Department to allow for establishing job series and groupings between
Recreation Activities and Open Space and Trails.
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• Introduced new titles in the Senior Administrative Analyst series, including
Emergency Management, Public Safety, Government and Community
Relations.
• Recommended restructuring departmental organizational charts to reflect
appropriate divisions within each department and align positions based on
reporting flows and their respective job descriptions and the services provided.
• Provided two pay range models for compensation for consideration when
adopting the City’s salary schedule: a 50th Percentile Model and a 75th
Percentile Model.
It should be noted that the attached PSCP executive summary incorrectly stated the
vacation accrual hours. For the record, the current City’s vacation accrual hours are as
follows and no changes are proposed:
PSPC’s Classification and Compenstion Study was reviewed by each of the department
heads and the City Manager. Based on the study’s recommendations combined with each
department’s preferred operational structure, Staff recommends the City Council receive
and file PSPC’s study so that specific staff-recommendations for all full-time and part-time
personnel within the organization, as further described in this staff report, could be
considered by the City Council for implementation.
Thus, the City Council is being asked to only receive and file the PSPC Classification and
Compensation Study as not all the consultant recommendations are being proposed by
staff.
2. Organizational Charts for City Departments
The City’s organizational structure was studied based on efficacy and efficiency, as well
as enhanced City services. The City’s current vertical and horizontal organizational
structure is designed to ensure appropriate reporting hierarchy relationships, span of
control, and staffing levels. In addition, it provides information on operational
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requirements, infrastructure, services, and ratios of staffing to population served and
other productivity measures.
The City’s organizational structure for each department at City Hall is based on positions
within certain classifications. Positions are defined as work performed by one person,
such as a Human Resources Manager. Classifications include work performed by one or
more positions and are assigned in a class throughout the organization, which means the
work they perform is similar in scope of work, level, duties, and responsibilities,
irrespective of the department in the organization. A good example of this cla ssification
includes Administrative Analyst.
Through this process, as summarized below, each department’s organizational structure
has undergone some form of modification ranging from title changes, reporting hierarchy,
newly formed divisions, changing divisions, and new positions, as reflected in the
proposed organization charts attached (Attachment B).
City Administration
The organization chart for the City Administration Department is proposed to change by
creating the following five divisions, as reflected in Attachment B:
• City Clerk
• Public Safety
• Government and Community Relations
• Human Resources
• Information Technology
Based on the above proposed divisions, the following is also proposed by Staff:
• Retain the Executive Assistant classification despite the position remaining frozen.
• Create a Public Safety Division as approved by the City Council on May 6, 2023,
which includes:
o Creating a new part-time Public Safety Manager position.
o Changing the title of the existing Administrative Analyst II to Senior
Administrative Analyst.
o Reclassifying and relocating four part-time Park Rangers currently in the
Recreation and Parks Department (parking enforcement officers) to part-time
Public Safety Liaisons in the new Public Safety Division.
o Retitling the existing position of Senior Administrative Analyst to Emergency
Management Coordinator based on current duties.
• Create a Government and Community Relations Division, which includes:
o Retaining the existing Senior Administrative Analyst position.
o Changing the existing title of Administrative Analyst I to Administrative Analyst
and relocate this position from the City Clerk’s Division to the Government and
Community Relations Division.
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o Relocate two part-time RPVtv Television Producer positions from Information
Technology to Government and Community Relations.
• Retain an Information Technology Division with the following modification:
o Creating a new part-time Information Technology Specialist position.
• Retain the Human Resources Division with the following modification:
o Creating one part-time Human Resources Specialist, as approved by the City
Council at its General Fund Budget Workshop held on April 6, 2023.
• Reclassify and relocate two existing part-time budgeted Staff Assistant positions
from Recreation and Parks to formally serve as front desk representatives under
the Administration Department.
Community Development Department
The organization chart for the Community Development Department will retain the
existing four divisions with the following proposed changes, as reflected in Attachment B:
• Retain the existing GIS Coordinator classification despite the position remaining
frozen.
• Propose title changes to the following existing positions:
o Deputy Director/Planning Manager to Deputy Director of Community
Development
o Administrative Analyst II to Senior Administrative Analyst
o Building Inspector II to Senior Building Inspector (one position)
o Building Inspector I to Building Inspector (two positions)
Finance Department
The organization chart for the Finance Department will remain the same in terms of the
vertical and horizontal structure with the following proposed changes, as reflected in
Attachment B:
• Propose title changes from Account Clerk to Accounting Clerk.
• Propose title changes from Senior Account Technician to Senior Accounting
Technician.
Recreation and Parks
The organization chart for the Recreation and Parks Department is proposed to change
by creating the following three divisions, as reflected in Attachment B:
• Administration
• Parks and Facilities
• Open Space
Based on the above proposed divisions, the following is also proposed by Staff:
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• Change titles for the following existing positions:
o Administrative Staff Assistant to Administrative Assistant
o Part-time Staff Assistant II to Part-time Senior Staff Assistant
o Recreation Program Supervisor I/II to Recreation Program Supervisor
o Part-time Recreation Leader II to Part-time Senior Recreation Leader
o Part-time Recreation Leader I to Part-time Recreation Leader
o Recreation Supervisor to Open Space and Trail Supervisor
o Part-time Recreation Specialist to Part-time Open Space and Trails Specialist
o Part-time Recreation Leader II to Part-time Open Space and Trails Crew Lead
o Part-time Recreation Leader I to Part-time Open Space and Trails Worker
• Create a new full-time Recreation Program Coordinator position.
• Reclassify the Senior Administrative Analyst to Open Space and Trail Manager.
Public Works Department
The organization chart for the Public Works Department is proposed to change by
creating the following three divisions, as reflected in Attachment B:
• Capital Projects
• Operations
• Maintenance
Based on the above proposed divisions, the following is also proposed by Staff:
• Create one new Principal Engineer position to serve in the Capital Projects
Division.
• Change the title of Maintenance Worker I/II to Maintenance Worker.
The annual salary for the proposed additional Principal Engineer position will range
between $105,000 to $178,000 and approximately 25% in benefits (approximately
$198,000-$229,800). The fiscal impact for Fiscal Year 2023-24 is approximately $40,000,
which will be funded using unspent budget from vacancies. Since the position will be
dedicated supporting the City’s capital projects, Staff proposes allocating the total
compensation for FY 2024-25 to the Capital Infrastructure Program (CIP) Fund instead
of General Fund. If approved, the total compensation will be included in the FY 2024 -25
budget development process. This additional position is expected to be budget -neutral
because the additional cost for the position should be offset by reductions in consultants
performing similar services (often at rates exceeding $200 per hour). Public Works plans
to reduce the use of project management consultants for projects such as the Portuguese
Bend Landslide projects, the Civic Center Master Plan, Western Avenue Beautific ation,
and various roadway rehabilitation and drainage projects.
The City Council is being asked to receive and file the proposed organizational charts
summarized above so that future non-substantive amendments may be made by the City
Manager, provided that when warranted, the City’s labor negotiating team meets and
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confers with one or both of the City’s two labor units, as required by law. Any substantive
changes to the organizational charts that result in fiscal impacts, such as creating new
positions, shall be considered by the City Council at a public meeting.
The City Council is being asked to receive and file the organizational charts for each
department.
3. Funding the Proposed Compensation Changes
In addition to classification changes proposed above, the City Council is being asked to
consider compensation changes to full-time and part-time employee pay schedules. The
proposed changes to the organizational charts discussed in the previous section have a
fiscal impact if a new position is being created or a position is reclassified. A fiscal impact
will also occur to positions with a title change. Additionally, pay adjustments are being
proposed for employees that have fallen below the 75th percentile in the market survey.
The estimated fiscal impact for the proposed changes to the organizational structure is
approximately $89,400. This amount represents the net difference between current pay
and benefits and the proposed changes, as summarized in Table 1 on the following page.
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Table 1: Proposed Organizational Changes – Fiscal Impact (FY 2023-24)
Proposed Organizational Changes - Fiscal Impact
*Amounts listed includes salaries and estimated change in benefits *
Fiscal Impact
FY 2023-24
City Administration $3,600
New Positions
PT Human Resources Specialist 62,200
Deduct: PT Staff Assistant (funded position in FY 2023-24)-26,100
PT Information Technology Specialist 56,400
PT Public Safety Manager 45,300
Deduct: (2) Public Safety Coordinators (funded positions in FY 2023-24)-90,400
Title Changes
Administrative Analyst II to Senior Administrative Analyst (Public Safety)14,600
Senior Administrative Analyst to Emergency Management Coordinator (Public Safety)0
Transfers
Administrative Analyst I title change to Administrative Analyst (City Clerk) and relocate
to Government and Community Relations 0
(2) PT Staff Assistant from Recreation and Parks (City Hall front desk) 0
(4) PT Public Safety Liaisons 172,600
Deduct: (4) PT Public Safety Liaisons (1 position is funded in FY 2023-24 and 3
reclassifying and relocating the parking enforcement positions from Rec & Park)-231,000
(2) PT RPVtv Television Producers from Information Technology 0
Community Development $6,200
Title Changes
Deputy Director/Planning Manager to Deputy Director of Community Development 0
Administrative Analyst II to Senior Administrative Analyst 11,700
Building Inspector II to Senior Building Inspector 0
Deduct: Variance amount from the funded position in FY 2023-24 -5,500
(2) Building Inspector I to (2) Building Inspector 0
Finance $0
Title Changes
(2) Account Clerk to Accounting Clerk 0
Senior Account Clerk to Senior Accounting Clerk 0
Recreation and Parks $79,600
New Positions
Recreation Program Coordinator 110,300
Deduct: Recreation Specialist (funded position in FY 2023-24)-47,400
Title Changes
Administrative Staff Assistant to Administrative Assistant 0
PT Staff Assistant II to PT Senior Staff Assistant 0
(2) Recreation Program Supervisor I/II to (2) Recreation Supervisor 0
(1) Recreation Program Supervisor I (1) Recreation Supervisor 16,700
Part-time Recreation Leader II to Part-time Senior Recreation Leader 0
Part-time Recreation Leader I to Part-time Recreation Leader 0
Open Space:
Open Space & Trails Supervisor (see proposed 75th percentile Salary Adjustment)0
Part-time Recreation Specialist to Part-time Open Space & Trails Specialist 0
Part-time Recreation Leader II to Part-time Open Space & Trails Crew Lead 0
Part-time Recreation Leader I to Part-time Open Space & Trails Worker 0
Reclassify
Senior Administrative Analyst to Open Space & Trail Manager 0
Public Works $0
New Positions
Principal Engineer (2 months will be funded from FY 2023-24 unspent budget)0
Title Changes
(2) Maintenance Worker I/II to Maintenance Worker 0
TOTAL ESTIMATED FISCAL IMPACT (FY 2023-24)$89,400
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It is City practice to ensure that pay ranges fall within the 75th percentile of the identified
comparable cities. As part of PSPC’s initial compensation analysis, between 2021 and
2022, the Council and PSPC reviewed and evaluated the 50th and 75th percentile models
with a 30% range spread between top and bottom steps of each pay range. This was to
determine the competitiveness as well as short- and long-term fiscal impacts. The Council
ultimately determined that retaining the 75th percentile model would keep the City
competitive and fiscally responsible.
As a result of the Council’s determination, in 2022, a total of 13 employees were identified
below the market based on the 75th percentile model approach. Subsequently,
considering the City provided an annual COLA of 3% to employees on July 1, 2023, the
number of employees that were below market was reduced to seven positions. Since
then, there have been staffing changes in the organization, resulting in a total of five
positions that are now below the starting pay range of the 75th percentile. As noted earlier
in this report, the salary ranges are proposed to be adjusted based on market survey, CPI
on January 1, 2023 and COLA on July 1, 2023. To consider the updated data from the
comparable cities used to establish the market survey pay ranges at the 75th percentile,
proposed adjustments include an additional 0.56% increase to the pay range for full-time
employees.
As shown in Table 2 on the following page, the FY 2023-24 fiscal impact for the pay and
benefit adjustments for the five employees is $73,500. Approval of these adjustments
means the affected employees will be moved from their current pay range to the minimum
base pay of the newly proposed pay range.
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Table 2: Proposed Adjustments – Fiscal Impact (FY 2023-24)
To summarize, Staff recommends the City Council approve an additional appropriation of
$162,900 retroactive to July 1, 2023, for FY 2023-24 which funds, including base pay and
pay range adjustments, the following:
• Part-time Human Resources Specialist
• Part-time IT Specialist
• Recreation Program Coordinator
• Principal Engineer (two months of salary will be funded from unspent budget in FY
2023-24).
• Administrative Analyst II to Senior Administrative Analyst (two positions)
• Recreation Supervisor I to Recreation Supervisor
• Building Official
• Senior Park Ranger
• Park Rangers
• Open Space and Trail Supervisor
The City Council is being asked to approve an additional appropriation of $162,900 to
implement the proposed changes to the organizational charts and adjust five positions to
the new minimum pay range of their positions to fall within the 75 th percentile retroactive
to July 1, 2023.
Positions below 75th Percentile
Fiscal
Impact
FY 2023-24
Community Development
Building Official $29,628
Estimated benefit adjustments
based on new pay (approx 30%)$8,872
Recreation and Parks
Senior Park Ranger $4,761
Park Ranger $5,019
Park Ranger $1,885
Open Space & Trail Supervisor (re-
title from Recreation Supervisor I)$16,042
Estimated benefit adjustments
based on new pay (approx 30%)$7,293
TOTAL COMPENSATION $73,500
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4. Potential Pay Adjustments for High Performing Employees
In response to past Council direction on rewarding high performers, the City Council is
being asked to allocate $120,000 for the City Manager to adjust current employee pay
based on high performance retroactive to July 1, 2023 for FY 2023-24 only. This proposed
one-time increase to pay by up to 5% would be for employees currently employed by the
City and will not apply to employees who have separated from the City since July 1, 2023,
and will be at the discretion of the City Manager, who will determine high performers
based on the FY 2023-24 Annual Performance Evaluation rating of “Exceptional.” For
employees that are currently at the maximum of their range, since their ranges will be
increased as a result of the staff recommendations herein, those employees who receive
an “Exceptional” evaluation in FY 2023-24, will now be eligible for a pay increase up to
5%. This pay increase will be in addition to the 3% COLA all staff received on July 1, 2023
and a merit increase between 5% and 6% for an “exceptional” rating in the annual
evaluation for FY 2023-24. In other words, an exceptional employee may be eligible to
receive up to a 14% base pay increase for FY 2023-24 only.
It should be noted that there will be a short-term and long-term fiscal impact for this one-
time pay adjustment. That is one of the reasons this proposal only applies to exceptional
high-performing employees. But it is also important to note that the organization has
historically had a hard time recruiting and retaining employees, and it is recommended
that measures be taken to incentivize employees to stay with the organization and to be
high performers, in addition to recruiting new talented and highly skilled employees.
Furthermore, in collaboration with the RPVEA, a new and improved performance
evaluation form was created and implemented as of July 1, 2023.
The City Council is being asked to consider allocating $120,000 of unspent compensation
budget for the City Manager to move high -performing employees within their pay range
by up to 5% in addition to receiving COLA and an annual performance evaluation merit
increase for current RPVEA members and Management and Confidential employees for
FY 2023-24 retroactive to July 1, 2023.
5. Amending and restating the salary and hourly pay schedules for the
competitive, management, confidential, and part-time classifications.
The California Public Employees’ Retirement System (CalPERS) requires that the City
Council adopt a master pay schedule listing pay rates/ranges for all City of Rancho Palos
Verdes established positions, including the City Manager position.
On June 20, 2023, the City Council adopted Resolution No. 2023 -31 setting the Salary
and Hourly Compensation Schedule for all City employees to reflect new pay ranges for
all employees in City service, except the City Manager. This action applied to confidential
and management, as well as part-time employee pay ranges.
To memorialize the pay adjustments discussed earlier in this report, the City Council is
being asked to amend and restate the salary and hourly pay schedule (Attachment C).
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Additionally, the PSPC compensation report found that the City’s pay ranges were below
market by 5% for 50% of jobs. When utilizing the City’s historic approach of the 75th
percentile, PSPC determined that 73% of jobs surveyed were low. As previously
mentioned, based on this study, Staff recommends the City Council consider approving
adjusting pay ranges to the 75th percentile of the studied comparable cities, as previously
reported.
If accepted by the City Council, the proposed change will have no fiscal impact and will
only adjust the pay ranges with no changes to employees' current pay, unless they fall
below market rates, as previously noted. This proposed change, however, will offer
employees the opportunity to achieve higher pay within their assigned pay ranges based
on their merit performance.
Accordingly, the attached resolution amends, restates, and supersedes the City’s Salary
and Hourly Compensation Schedule for Employees in City Service (Attachment C). The
proposed changes are shown in a red-lined version of the salary and hourly pay schedule
based on the previous rates and the new proposed pay rates.
The City Council is being asked to adopt the attached resolution amending and restating
the salary and hourly pay schedule for the competitive, management, confidential, and
part-time classifications, superseding the City salary and hourly pay schedule in
Resolution No. 2023-31.
6. Second Amendment to the City’s MOU with the RPVEA
If the proposed changes discussed in this report are acceptable, the City Council is being
asked to adopt the attached resolution authorizing the City Manager to sign a Second
Amendment to the City’s MOU with the RPVEA for the period Ju ly 1, 2022 through June
30, 2025 to update classification titles, new positions, and pay schedule effective
retroactive to July 1, 2023.
7. Second Amendment to the City’s MOU with the AFSCME
If the proposed changes discussed in this report are acceptable, the City Council is being
asked to adopt the attached resolution thereby authorizing the City Manager to sign a
Second Amendment to the City’s MOU with the AFSCME for the period July 1, 2023
through June 30, 2025 to update classification titles, add new positions, and hourly pay
schedule effective retroactive to July 1, 2023.
ADDITIONAL INFORMATION:
Work from Home Designation (Teleworking)
As part of PSPC’s study, classifications were reviewed for work-from-home designation.
These recommendations are not proposed in this report to allow additional time to
coordinate with both labor units to determine which classifications would be permitted to
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telework. Any changes to this regard will be brought back to the City Council by June 30,
2024.
RPVEA Review
Over several months, the City’s labor negotiations team met and conferred with the
RPVEA Board over the Classification and Compensation study and Organizational
Review. RPVEA provided the City with its feedback and counterproposals. RPVEA
accepted classification and title changes. Upon review of the proposed re-organization of
departments, RPVEA also agreed to organizational changes.
RPVEA expressed concerns regarding the data that was initially used to propose salary
range changes and requested an updated review based on July 1, 2023 post -COLA
ranges. This update was made to maintain the 75th percentile with the comparable studied
cities.
It should also be noted that RPVEA requested that designating any existing or new
proposed classifications or positions as confidential be reviewed and approved by the
board. At this time, making any positions and/or classifications confidential is not
proposed in this report to allow additional time to coordinate with the RPVEA.
AFSCME Review
When the Classification and Compensation Study was conducted, AFSCME had not yet
formally formed in the City. AFSCME was formed and MOU adopted on September 19,
2023. The labor and negotiations team requested to meet and confer with AFSCME
regarding the classification and compensation study as it impacts part -time job titles, and
direct reports. Staff also requested AFSCME to meet and confer regarding the added
part-time public safety positions.
The City’s labor and negotiations team met with AFSCME and provided the status of the
classification study and the staff recommendations. Staff noted that the report and
findings from PSPC include updates to compensation. The AFSCME MOU, however,
resulted in compensation greater than recommendations in the PSPC study.
The labor and negotiations team also provided the proposed title changes for AFSCME -
represented positions. The new Public Safety Division was also discussed with AFSCME,
and it was further discussed how the current four part-time Parking Enforcement Ranger
positions currently in the Recreation and Parks Department would transfer over to this
new division. It was discussed that the new Public Safety Manager would oversee two
existing full-time positions and four part-time positions. Upon receiving this information,
AFSCME brought forth a counterproposal requesting an increase in hourly rate and
further explanation regarding the extent of investigation duties the Public Safety Liaisons
would need to conduct and additional training details. Upon this request, Staff reviewed
the job description further for the Public Safety Liaison position. Staff provided an updated
version of the job description that better aligns with actual duties of the position and
15
removes investigatory language. Staff also agreed to a 25-cent increase. AFSCME is
agreeable to classification title changes and organizational changes.
CONCLUSION:
Staff recommends the City Council receive and file the Classification and Compensation
Study by PSPC and adopt the attached resolutions which will amend, restate, and
supersede the City’s salary and hourly compensation schedule and classification title
changes.
ALTERNATIVES:
In addition to the Staff recommendation, the following alternative actions are available
for the City Council’s consideration:
1. Direct Staff to make specific changes to the proposed organization charts and/or
salary ranges.
2. Take other action, as deemed appropriate.
16
CLASSIFICATION AND
COMPENSATION STUDY
Findings for the City of Rancho Palos Verdes
(888) 522-7772 www.pspc.us
A-1
PSPC CITY OF RANCHO PALOS VERDES May 2023
1
POSITION CLASSIFICATION, TITLING, UNION AND STAFFING
Position analysis and classification is the process of documenting and verifying the number, type, and
distinct levels of occupational job classes within the City and assigning each budgeted position to the correct
occupational job class. This process establishes the sound basis for the subsequent salary plan which is
administered at the job class level. Job descriptions updates can begin with approval of proposed titles.
A. POSITION ANALYSIS QUESTIONNAIRES
The position analysis and classification phase of the City’s study consisted of determining each
position's correct occupational job class and title.
Each employee was invited to complete a comprehensive position analysis questionnaire (PAQ)
summarizing the scope and complexity of the duties and responsibilities of their position. Interviews
were performed with incumbents of each classification to allow for follow-up questions and
conversations, ensuring our understanding of each job for market comparisons.
Position Analysis Questionnaires were not completed for vacant positions; therefore, survey data is not
presented for all positions. However, survey data has been provided to City staff for vacant positions
that had a comparable position in the comparator agencies. If a comparable position could not be
identified, there would be no survey data. In order to provide comparative data, a minimum of 4
comparator agencies would need to have comparable positions.
B. CONCEPTS COVERING PROPOSED TITLE CHANGES
- Levels with “I” and “II”: City staffing is too small and pay range separation is not large enough for
most job series to have Roman Numerals.
- Administrative Analyst I, II, Senior: There is insufficient difference in duties to support maintaining
three levels. This does not automatically mean that all level II Analysts become Seniors, but we are
proposing merging the Analyst I and Analyst II as they currently have the same pay range entry
rate and minimal difference in job duties and complexity. There are proposed reclassifications for
some from Analyst II to Senior Analyst in order to account for supervision exercised and/or
complexity and autonomy of assigned duties. This could also result in a move of the Senior
Administrative Analyst to a confidential / Supervisory unit.
- The Maintenance Worker I/II currently resides on the same job description and pay range, and it is
appropriate to separate these out to a “Worker” and “Senior Worker” with meaningful differences
in pay, duties, and knowledge, skills, experience and training.
- Building Inspector I and II have sufficient pay range difference (10% or greater), and we are
proposing Building Inspector and Senior Building Inspector to remove the numerals.
- The use of Staff Assistant I, Staff Assistant II, and Administrative Staff Assistant is confusing; it is
unclear which is a higher level. We are proposing “Administrative Assistant” in place of
Administrative Staff Assistant and removing Roman Numerals to result in “Staff Assistant” and
Senior Staff Assistant”. An alternative might be Office Assistant, Office Specialist, and
Administrative Assistant for this paraprofessional support series below Executive Assistant.
- Insufficient differences were found to support two levels of Recreation Program Supervisor
(currently a I and a II); we are proposing the levels be consolidated. One Recreation Program
Supervisor I should be re-titled to Open Space and Trails Supervisor and made confidential.
A-2
PSPC CITY OF RANCHO PALOS VERDES May 2023
2
C. TITLE CHANGES FOR CONSIDERATION
The following are proposed title changes from our classification review for represented (competitive)
positions:
Current Title Proposed Title
Account Clerk Accounting Clerk
Administrative Analyst I Administrative Analyst
Administrative Staff Assistant Administrative Assistant
Building Inspector I Building Inspector
Building Inspector II Senior Building Inspector
Maintenance Worker I/II Maintenance Worker
Senior Maintenance Worker
Recreation Leader I - Split Recreation Leader
Recreation Leader I - Split Open Space & Trails Worker
Recreation Leader II – Split Senior Recreation Leader
Recreation Leader II – Split Open Space / Trails Crew Leader
New Recreation Program Coordinator
New Open Space & Trails Supervisor
Recreation Program Supervisor I - Merge Recreation Program Supervisor
Recreation Program Supervisor II Recreation Program Supervisor
Recreation Specialist – Split Recreation Specialist
Recreation Specialist – Split Lead Recreation Specialist
Recreation Specialist – Split Open Space & Trails Specialist
New Lead Open Space & Trails Specialist
Senior Account Technician Senior Accounting Technician (c)
Senior Administrative Analyst (Fin) Senior Budget Analyst (confidential)
Senior Administrative Analyst (PR) Open Space & Trails Manager
Staff Assistant I Staff Assistant
Staff Assistant II Senior Staff Assistant
New Senior Human Resources Analyst (c)
New Human Resources Specialist (c)
New IT Applications Analyst (c)
New Parking Enforcement Officer
(C) - CONFIDENTIAL
A-3
PSPC CITY OF RANCHO PALOS VERDES May 2023
3
D. UNION DESIGNATIONS AND CONFIDENTIAL OR SUPERVISORY STATUS
The following are positions performing confidential job duties that should be reviewed for
appropriateness of union-represented status:
Department/Job
Family Job Class Job Content Concerns
City Clerk Deputy City Clerk Confidential
Finance Accounting Manager Confidential
Finance Senior Account Technician (RPVEA) Employee Payroll Confidential
Finance Senior Accountant Confidential
Finance Senior Administrative Analyst Management Analyst Confidential
Other positions if / when adopted and funded that should be non-represented or have a confidential or
supervisory designation include Executive Assistant, Government and Community Relations Manager,
HR Specialist, IT Applications Analyst, Senior HR Analyst, Open Space & Trails Supervisor,
Recreation Program Supervisor, and if utilized Recreation Program Manager.
E. REPORTING RELATIONSHIP CONCERNS – SAME UNION
The following are instances where supervisor and subordinate are in the same bargaining unit,
identifying a conflict of interest for grievance representation:
Department/Job Family Supervisor Subordinate
Finance Senior Accountant (RPVEA) Account Clerk (RPVEA)
Accounting Technicians (RPVEA)
Recreation and Parks Senior Administrative Analyst (RPVEA) Recreation Supervisor I (RPVEA)
Recreation and Parks Senior Administrative Analyst (RPVEA) Administrative Assistant (RPVEA)
Public Works Maintenance Superintendent (RPVEA) Maintenance Worker (RPVEA)
The Myers-Milias-Brown Act contains a provision for dispute resolution that discourages conflict of interest
that could result from a supervisor and subordinate being represented by the same bargaining unit.
A-4
PSPC CITY OF RANCHO PALOS VERDES May 2023
4
ADDITIONAL STAFFING AND ORGANIZATIONAL OBSERVATIONS
The City runs a lean staffing model for the service level expectations. Additional staff may be warranted
to ensure continuity of high-quality services, reduce employee burnout and turnover, sustain employee
retention, and allow subject matter experts at the salaried-exempt level to focus on additional
programs and Council priorities.
A. EMPLOYEES PER POPULATION – FY 2022
The survey comparators have the following staffing levels for similar services; employee counts for
additional or full-service cities such as Police, Fire, and Utilities is removed from this table.
Place Adjusted
Staffing Total*
Estimated
2022
Population
FTE/1,000
RPV 74 41,635 1.68
Agoura Hills, City of 33 20,269 1.63
Calabasas, City of 70 23,842 2.94
Dana Point, City of 65 33,782 1.92
Hermosa Beach, City of 69 19,147 3.60
Laguna Beach, City of 102 22,991 4.44
Malibu, City of 103 12,280 8.39
Manhattan Beach, City of 167 35,064 4.76
Newport Beach, City of 310 86,694 3.58
San Juan Capistrano, City of 85 35,976 2.36
Seal Beach, City of 68 24,268 2.80
Averages 107.2 31,431 3.64
* excludes staff in those agencies that offer public safety, utilities, solid waste etc.
B. ADDITIONAL FULL TIME POSITIONS FOR CONSIDERATION
The following positions and areas of assignment may warrant consideration:
Department/Job
Family Job Class Role / Duties
City Manager Executive Assistant – Confidential Confidential Department Support
City Manager Emergency Management Coordinator Currently performed by Sr Admin Analyst
Human Resources Human Resources Specialist – Confidential Paraprofessional HR Support
Information Technology Desktop Support Technician – Non-Union User Support, Day-to-Day IT Support
Recreation and Parks Recreation Coordinator Additional Full Time staff supervision
Recreation and Parks Open Space & Trails Workers Trails / Parks Maintenance, Tree Trimming
Recreation and Parks Parking Enforcement Officers Park / Open Space Support, Enforcement
PSPC understands that some of the positions recommended above for consideration are currently
vacant and/or frozen. However, it is recommended the City consider these recommendations to
ensure continuity of high-quality services, reduce employee burnout and turnover, and allow subject
matter experts at the salaried-exempt level to focus on additional programs and Council priorities.
A-5
PSPC CITY OF RANCHO PALOS VERDES May 2023
5
C. TELECOMMUTING
Currently Agoura Hills is the only comparison agency that confirmed the practice and existence of a
telecommuting policy. Laguna Beach indicated that theirs expired, and staff returned to in -person work at
the end of 2021, while Malibu indicated they are currently developing a telecommuting policy.
Surveys from LinkedIn and World at Work suggest that higher turnover and job changes have resulted in
part from employees seeking flexibility in work schedules and remote work options to reduce commute
times whenever it does not negatively impact productivity and service quality. We recommend t he City work
with each department to identify possible options for positions that might be able to work a partially remote
work schedule as an additional perk for recruitment and retention.
A-6
PSPC CITY OF RANCHO PALOS VERDES May 2023
6
EXTERNAL COMPARISONS
The following paragraphs and tables describe the market data collected and used for pay and benefits
comparisons.
A. SURVEY COMPARATORS
We obtained salary plan, benefits, and job description details from the following employers for
comparison:
Place Estimated 2022
Population
Planned Cost of
Living Salary
Increases for
2022-2023
RPV 41,635 3%
Agoura Hills, City of 20,269 3%
Calabasas, City of 23,842 5.35%
Dana Point, City of 33,782 4%
Hermosa Beach, City of 19,147 3%
Laguna Beach, City of 22,991 2.50%
Malibu, City of 12,280 7.40%
Manhattan Beach, City of 35,064 3%
Newport Beach, City of 86,694 1.50%
San Juan Capistrano, City of 35,976 2%
Seal Beach, City of 24,268 4%
Averages 31,431 3.58%
B. METHODOLOGY: SALARY RANGE AND JOB DESCRIPTION COMPARISONS
For all survey benchmark classifications we compared pay range entry, midpoint, top, and common
elements of total compensation. We utilized the content provided in the job questionnaires to identify
comparable job descriptions in the approved market agencies.
C. MARKET COMPETITIVENESS COMPARISON – MEDIAN ENTRY TOTAL COMPENSATION
The following table summarizes the City’s variance to market; the City’s current total compensation
offerings at range entry are competitive for 50% of the survey sample, and behind market by more
than -5% for 50% of the survey sample:
Relationship to
Prevailing Rates
Benchmark
Job Classes
% of
Sample
Average
Variance
Below 20 50% - 13.94%
Comparable 20 50% - 0.72%
A-7
PSPC CITY OF RANCHO PALOS VERDES May 2023
7
D. MARKET COMPETITIVENESS COMPARISON – 75th PERCENTILE MAX TOTAL COMPENSATION
The following table summarizes the City’s variance to market; the City’s current total compensation
offerings at range top out are competitive for 27% of the survey sample, and behind market by more
than -5% for 73% of the survey sample:
Relationship to
Prevailing Rates
Benchmark
Job Classes
% of
Sample
Average
Variance
Below 29 73% - 13.32%
Comparable 11 27% - 3.95%
E. PAY RANGE WIDTH – EXECUTIVE AND MANAGEMENT CLASSIFICATIONS
Because the majority of Management and Executive positions surveyed low at pay range entry (on
paper only), we recommend increasing the effective / adopted pay ranges for these positions to result
in a 30% range spread similar to the other jobs in the City.
Updated pay ranges have been modeled in the Appendix.
A-8
PSPC CITY OF RANCHO PALOS VERDES May 2023
8
F. MARKET COMPETITIVENESS COMPARISONS – BENEFITS
The City is offering a competitive benefits package:
Benefit Offering Rancho Palos
Verdes Market Average Market Variance
Family Health Insurance - Employer Pays $1,402 $2,071 Below Market
Health Savings Account Contributions (yearly) $7,300
2 offer, average
$3,300 Above Market
PERS Contributions Employer / Tier 1 2.5% @ 55 2.5% @ 55 At Market
PERS Contributions Employer / Tier 3 2% @ 62 2% @ 62 At Market
Vacation Paid Time Off - Year 1 80 hours 84 hours At Market
Vacation Paid Time Off - Year 10 160 hours 155 hours At Market
Sick Leave 96 hours 92 hours At Market
Paid Holidays 12 12 At Market
Incentive Pay Up to 5% 5% At Market
G. MODELING NEW PARKS/RECREATION SALARY RANGES
The following illustrates the proposed salary ranges for part time and full time classifications; the estimated
annualized cost to adopt these updated pay ranges is $70,000.
Current Title Proposed Title Proposed Pay Range
Park Ranger Park Ranger $22.50-$27.50
Recreation Leader I - Split Recreation Leader $17.00-$19.50
Recreation Leader I - Split Open Space & Trails Worker $17.00-$19.50
Recreation Leader II – Split Senior Recreation Leader $18.50-$22.50
Recreation Leader II – Split Open Space / Trails Crew Leader $18.50-$22.50
New Parking Enforcement Officer $18.50-$22.50
Recreation Specialist – Split Recreation Specialist $22.50-$26.50
Recreation Specialist – Split Lead Recreation Specialist $25.00-$30.00
Recreation Specialist – Split Open Space & Trails Specialist $22.50-$26.50
Lead Open Space & Trails Specialist $25.00-$30.00
Recreation Program Supervisor I - Split Recreation Program Coordinator $60,972-$79,175
Recreation Program Supervisor I - Split Open Space & Trails Supervisor $77,272-$100,351
Recreation Program Supervisor II Recreation Program Supervisor $77,272-$100,351
Senior Administrative Analyst (PR) Open Space & Trails Manager Existing $94,542-$122,792
Additional part time pay ranges are modeled in the Appendix
A-9
City Manager
City Clerk Human ResourcesGovernment & Community Relations Information Technology
Information
Technology Manager
City Clerk
Deputy City Manager
2 PT Staff
Assistants
Human Resource
Analyst
PT RPVtv Television
Producer
PT RPVtv Television
Producer
Deputy City
Clerk
Administrative
Assistant
Administrative Analyst
PT Information
Technology Specialist
Senior
Administrative
Analyst/Emergency
Management
Coordinator
Senior Administrative
Analyst
Human Resources
Manager
PT Human
Resources Specialist
Public Safety
PT Public Safety
Liaison
PT Public Safety
Liaison
PT Public Safety
Liaison
PT Public Safety
Liaison
Executive Assistant
Staff Recommendation
Public Safety
Manager (1)
Proposed New Position
Proposed Title Change
Reclassification
Senior
Administrative
Analyst
B-1
Director of Community Development
Code EnforcementView Restoration
Sr. Administrative AnalystGIS Coordinator
Assistant
Planner
Planning
Senior Planner Senior Planner
Associate
Planner
Associate
Planner
Assistant
Planner
Assistant
Planner
Code
Enforcement
Officer
Building & Safety
Building Official
Senior Building
Inspector
Building
Inspector
Permit
Technician
Building
Inspector
Permit
Technician
Code
Enforcement
Officer
Deputy Director of CDD
Senior Planner
Associate
Planner
Staff Recommendation
Proposed New Position
Proposed Title Change
Reclassification B-2
Director of Recreation & Parks
Administration Open SpaceParks & Facilities
Senior
Administrative
Analyst
Deputy Director of Recreation & Parks
Open Space & Trail Manager
Recreation Program
Supervisor
Recreation Program
Supervisor
Recreation Program
Supervisor
Senior Park Ranger
Park Ranger
Open Space & Trail
Supervisor
PT Open Space &
Trails Crew Lead
PT Open Space &
Trails Worker
PT Senior
Recreation Leader
PT Recreation
Leader
PT Recreation
Specialist
Recreation Program
Coordinator
PT Recreation
Specialist
PT Recreation
Specialist
PT Recreation
Specialist
PT Senior Staff
Assistant
PT Senior Recreation
Leader
PT Senior
Recreation Leader
PT Recreation
Leader
PT Recreation
Leader
Administrative
Analyst
PT Open Space &
Trail Specialist
Park Ranger
Park Ranger
Staff Recommendation
Proposed New Position
Proposed Title Change
Reclassification
Administrative
Assistant
B-3
Director of Finance
Accountant
Senior Accounting Technician Senior Administrative AnalystSenior Accountant
Accounting Technician
Deputy Director of Finance
Accounting Clerk
Accounting Clerk
Staff Recommendation
Proposed New Position
Proposed Title Change
Reclassification B-4
Director of Public Works
Deputy Director of Public Works
Principal Engineer
(Operations)
Sr. Administrative Analyst
(Budget)
Project Manager
(Facilities)
Assistant
Engineer
(Various)
Project Manager
(Environmental)
Senior Engineer
(Civil/Roadway)
Associate
Engineer
(Utilities)
Permit
Technician
Associate Engineer
(Utilities)
Senior Engineer
(Transportation)
Permit
Technician
Staff Assistant
Maintenance
Worker
Maintenance Superintendent
Administrative Assistant Lead Worker
Maintenance
Worker
Capital Projects Operations Maintenance
Staff Recommendation
Principal Engineer
(CIP)
Proposed New Position
Proposed Title Change
Reclassification B-5
01203.0004/970357.1
RESOLUTION NO. 2024-__,
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF RANCHO
PALOS VERDES, COUNTY OF LOS ANGELES, STATE OF CALIFORNIA,
AMENDING, RESTATING, SUPERSEDING AND REPLACING
RESOLUTION NO. 2023-31 THAT AMENDED THE CITY WIDE SALARY
AND HOURLY COMPENSATION SCHEDULE FOR ALL CITY
EMPLOYEES (FULL-TIME AND PART-TIME), EXCEPT THE CITY
MANAGER POSITION, EFFECTIVE JULY 1, 2023
WHEREAS, on June 21, 2022, the City Council adopted Resolution No. 2022-42 which
provided for a three (3%) percent base wage cost-of-living adjustment (“COLA”) effective on the
first full pay period of July 2022 for City employees represented by the Rancho Palos Verdes
Employees’ Association (RPVEA); and
WHEREAS, on December 6, 2022, the City Council adopted Resolution 2022-67 that set
the Salary and Hourly Compensation Schedule for part-time employees based on a state mandated
minimum wage increase effective January 1, 2023; and
WHEREAS, the City Council desired to amend the City’s Salary Schedule for Fiscal Year
2023-24 to reflect the three percent (3%) base wage COLA to be provided to RPVEA represented
employees, including that the individual employee’s salaries shall also increase correspondingly
within their salary ranges to reflect the COLA; and
WHEREAS, the City Council also desired to provide the same three percent (3%) base
wage COLA for Fiscal Year 2023-24 to confidential and management, and part-time employee
pay ranges, except the City Manager position, including that the individual employee’s salaries
shall also increase correspondingly within their salary ranges to reflect the COLA; and
WHEREAS, Resolution No. 2023-31 was adopted on June 20, 2023 and effectively
amended, restated, superseded and replaced salary ranges for all employees in City service (with
the exception of the City Manager position); and
WHEREAS, the City Council now desires to amend the City’s Salary Schedule based in
part on the findings of the Public Sector Personnel Consultants’ (“PSPC”) Classification and
Compensation Study (“Study”) previously contracted for by the City; and
WHEREAS, the City Council now desires to amend the City’s Salary Schedule resulting
in all positions with a salary below the bottom of the newly adjusted salary ranges prior to July 1,
2023 being brought up to the bottom of the newly adjusted salary range; and
WHEREAS, the City Council now desires to amend the City’s Salary Schedule to reflect
the market competitiveness comparison in the 75th percentile and 3% adjustment and the RPVEA's
requested 0.56% to the employee pay ranges based on the market survey to be implemented
retroactively to July 1, 2023, to be provided to RPVEA represented employees, including that the
individual employee’s salaries shall also increase correspondingly within their salary ranges; and
C-1
01203.0004/970357.1
WHEREAS, the City Council also desires to amend the City’s Salary Schedule to reflect
the market competitiveness comparison in the 75th percentile and 3.56% adjustments to the
employee pay ranges based on the market survey to be implemented retroactively to July 1, 2023,
to be provided to confidential and management pay ranges, except the City Manager position,
including that the individual employee’s salaries shall also increase correspondingly within their
salary ranges; and
WHEREAS, Section 36506 of the California Government Code requires that the City
Council fix compensation of all appointive officers and employees by resolution or ordinance; and
WHEREAS, Rule V of the Personnel Rules of the City provide 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 recitals set forth above are true and correct and incorporated herein by this
reference.
Section 2: The salary and hourly ranges for City job classifications as set forth in Exhibit
A of Resolution No. 2023-31 and which is attached hereto and incorporated herein by this
reference, was adopted and was effective as of July 1, 2023.
Section 3: The newly amended and restated salary and hourly pay ranges for City job
classifications is attached hereto as Exhibit A” and incorporated herein by this reference, is adopted
and effective as of July 1, 2023
Section 5: Resolution No. 2024-XX hereby amends, restates, supersedes and replaces
Resolution No. 2023-31 to reflect new salary ranges for all employees in City services (except the
City Manager position) effective as of July 1, 2023.
Section 6: This resolution shall be adopted on March 19, 2024 and the City Clerk shall
certify the adoption of this resolution.
CONTINUED NEXT PAGE
C-2
01203.0004/970357.1
PASSED, APPROVED and ADOPTED this 19th day of March 2024.
_____________________________
John Cruikshank, Mayor
Attest:
City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES )
CITY OF RANCHO PALOS VERDES )
I, Teresa Takaoka, City Clerk of the City of Rancho Palos Verdes, hereby certify that
the above Resolution No. ______ was duly and regularly passed and adopted by the
said City Council at a regular meeting thereof held on March 19, 2024.
____________________________
Teresa Takaoka, City Clerk
C-3
Resolution No. 2024-__ Exhibit A
Salary and Hourly Schedule for the
Competitive, Confidential, Management and Part-time Positions
(Effective , 2024)
PROPOSED
MIN
(Current)
MIN
(Proposed)
MAX
(Current)
MAX
(Proposed)
COMPETITIVE POSITIONS
Accountant 82,174 84,660 106,728 110,058
Account Clerk Accounting Clerk 56,194 57,893 72,957 75,261
Accounting Manager 106,614 109,840 138,467 142,791
Accounting Technician 63,607 65,531 82,634 85,190
Administrative Analyst I Administrative Analyst 72,723 82,059 94,443 106,677
Administrative Analyst II Senior Administrative Analyst 72,727 97,064 109,254 126,183
Administrative Analyst II (Records Management)72,727 84,215 109,254 109,480
Administrative Staff Assistant Administrative Assistant 62,801 68,571 81,550 89,142
Assistant Engineer 91,278 94,039 118,538 122,251
Assistant Planner 76,516 80,548 99,381 104,712
Associate Engineer 101,430 107,215 131,708 139,379
Associate Planner 86,947 89,578 112,927 116,451
Building Inspector I Building Inspector 73,791 78,215 95,803 101,673
Building Inspector II Senior Building Inspector 82,632 87,637 107,318 113,928
Cable TV Station Manager 86,947 90,042 112,927 116,647
Code Enforcement Officer 73,302 75,250 95,198 98,176
Deputy City Clerk 74,187 76,431 96,381 99,360
Engineering Technician 69,579 72,056 90,358 93,575
Geographic Information Systems Coordinator 91,261 94,022 118,543 122,229
Lead Worker 64,445 66,739 83,706 86,686
Maintenance Superintendent
106,270 126,579 138,015 164,553
Maintenance Supervisor 81,579 82,643 103,362 107,042
Maintenance Worker I/II Maintenance Worker 56,006 59,564 72,807 77,433
Open Space & Trails Manager 97,378 100,845 126,476 130,979
New Open Space & Trails Supervisor 83,907 109,079
Park Ranger 48,106 56,360 62,485 73,268
Permit Clerk 55,128 56,795 71,595 73,834
Permit Technician 62,918 64,821 81,681 84,267
Planning Technician 65,488 67,819 85,016 88,043
Principal Planner 109,073 112,956 141,647 146,690
Project Manager 101,430 104,499 131,708 135,849
New Recreation Program Coordinator 69,923 90,899
Recreation Program Supervisor I Recreation Program Supervisor 62,801 83,907 81,550 109,079
Recreation Program Supervisor II Recreation Program Supervisor 79,590 83,907 103,362 109,079
Recreation Services Manager 93,255 96,575 121,071 125,381
Senior Account Technician Senior Accounting Technician 71,241 77,174 92,548 100,327
Senior Accountant 89,679 92,392 117,407 120,110
Senior Administrative Analyst 94,213 97,064 122,382 126,183
Senior Administrative Analyst Senior Administrative Analyst/
Emergency Management Coordinator 97,064 126,183
Senior Code Enforcement Officer 82,091 85,013 106,614 110,409
Senior Engineer 113,601 117,037 147,521 152,148
Senior Information Technician 97,445 100,914 126,524 131,028
Maintenance Worker II Senior Maintenance Worker 56,006 65,520 72,807 85,176
Senior Park Ranger 54,685 61,996 71,021 80,595
Senior Planner 100,037 103,063 129,928 133,982
Staff Assistant I Staff Assistant 48,106 51,130 62,496 66,469
Staff Assistant II Senior Staff Assistant 54,685 56,339 71,021 73,241
Traffic Engineering Technician 69,579 71,683 90,358 93,189
MIN
(Current)
MIN
(Proposed)
MAX
(Current)
MAX
(Proposed)
CONFIDENTIAL POSITIONS
Accounting Supervisor 103,946 107,090 135,022 139,217
Executive Assistant 74,105 76,347 96,264 99,252
Human Resources Analyst 72,719 86,399 109,259 112,318C-4
MIN
(Current)
MIN
(Proposed)
MAX
(Current)
MAX
(Proposed)
MANAGEMENT POSITIONS
Assistant to the City Manager 105,524 113,893 137,029 148,061
Building Official 105,179 137,778 178,093 179,111
City Clerk 105,179 137,778 178,093 179,111
City Manager *255,000
Deputy City Manager 127,966 184,389 217,414 239,706
Deputy Director of Community Development 112,337 147,150 190,208 191,295
Deputy Director of Finance 112,337 147,150 190,208 191,295
Deputy Director of Public Works 112,337 147,150 190,208 191,295
Deputy Director of Recreation & Parks 112,337 147,150 190,208 191,295
Director of Community Development 127,966 168,199 217,414 218,659
Director of Finance 127,966 168,199 217,414 218,659
Director of Parks & Recreation 127,966 168,199 217,414 218,659
Director of Public Works 127,966 168,199 217,414 218,659
Human Resources Manager 112,337 147,150 190,208 191,295
Information Technology Manager 105,179 137,778 178,093 179,111
Principal Civil Engineer 105,179 137,778 178,093 179,111
PART-TIME POSITIONS
PART-TIME POSITIONS PROPOSED MIN MAX
Administrative/Public Works/Cable Intern Intern 16.00 34.78
Staff Assistant I Staff Assistant 23.13 30.05
Staff Assistant II Senior Staff Assistant 26.29 34.14
New Human Resources Specialist 35.31 45.90
New IT Specialist 32.04 41.65
New Open Space & Trail Specialist 25.13 32.67
New Open Space & Trail Crew Lead 21.85 28.41
New Open Space & Trail Worker 19.00 24.70
New Public Safety Liaison 22.45 29.17
New Public Safety Manager 46.81 60.80
Code Enforcement Officer 35.24 45.77
Permit Clerk 25.73 33.42
Recreation Leader I Recreation Leader 19.00 24.70
Recreation Leader II Senior Recreation Leader 21.85 28.41
Recreation Specialist 25.13 32.67
Television Producer 28.75 37.38
Television Producer (On-Camera)33.00 42.91
AUTO ALLOWANCE Mothly 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 21, 2023 February 6, 2024)
C-5
01203.0004/970033.1
RESOLUTION NO. _______
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 SECOND
AMENDMENT TO THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF RANCHO PALOS VERDES AND THE RANCHO
PALOS VERDES EMPLOYEE ASSOCIATION
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 RPVEA covering the period July 1, 2022 through June
30, 2025 adopted by City Council Resolution No. 2023-032 (“RPVEA MOU 2022-25”), a
copy of which is attached hereto as Exhibit “1;” and,
WHEREAS, the City’s and RPVEA’s labor relations representatives met and
conferred and prepared the First Amendment to the RPVEA MOU 2022-25 dated October
9, 2023, which became effective upon City Council adoption on October 17, 2023, to
address the City’s contribution to employee health insurance plans, with all other terms and
conditions of the RPVEA MOU 2022-25 remaining in full force and effect; and
WHEREAS, the City and RPVEA’s labor relations representatives met and
conferred regarding the findings of the Public Sector Personnel Consultants’ (“PSPC”)
Classification and Compensation Study (“Study”) previously contracted for by the City, and
reached a Tentative Agreement based in part upon the recommendations from the Study and
ensuing negotiations; and
WHEREAS, the City’s and RPVEA’S labor relations representatives have prepared the
attached Second Amendment to the RPVEA MOU 2022-25 setting forth compensation
adjustments and classification title changes; and
WHEREAS, the City Council now desires to amend the current RPVEA MOU 2022-
25 by accepting, adopting and implementing the attached Second Amendment to the
RPVEA MOU 2022-25 to reflect the aforementioned changes.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RANCHO
PALOS VERDES DOES HEREBY FIND, DETERMINE AND RESOLVE AS
FOLLOWS:
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01203.0004/970033.1
Section 1: The City Council accepts, approves and adopts the Second Amendment
to the RPVEA MOU 2022-25, a copy of which is attached hereto as Exhibit “2.”
PASSED, APPROVED and ADOPTED this 19th day of March 2024.
_____________________________
John Cruikshank, Mayor
Attest:
City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES )
CITY OF RANCHO PALOS VERDES )
I, Teresa Takaoka, City Clerk of the City of Rancho Palos Verdes, hereby certify that
the above Resolution No. ______ was duly and regularly passed and adopted by the
said City Council at a regular meeting thereof held on March 19, 2024.
_______________________________
City Clerk
D-2
SECOND AMENDMENT TO
MEMORANDUM OF UNDERSTANDING
City of Rancho Palos
Verdes and
Rancho Palos Verdes Employees
Association
July 1, 2022 - June 30,
2025
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Page | 2
SECOND AMENDMENT TO MEMORANDUM OF UNDERSTANDING
between the City of Rancho Palos Verdes and the
Rancho Palos Verdes Employee Association
for the Period of July 1, 2022 through June 30, 2025
Pursuant to the requirements of the Meyers-Milias-Brown Act (“MMBA,” commencing
at California Government Code § 3500 et seq.), the City of Rancho Palos Verdes
(“CITY”) has recognized the Rancho Palos Verdes Employees Association (“RPVEA”)
as the majority or exclusive representative, as those terms are interchangeably used under
the MMBA, for those CITY employees in the bargaining unit defined as non-
management, full-time employees in the classifications listed on Exhibit “A” to the
Memorandum of Understanding between the CITY and RPVEA for the period July 1,
2022 through June 30, 2025 (“RPVEA MOU 2022-25”), and adopted by Resolution No.
2023-032 on June 20, 2023.
Thereafter, the parties entered into a First Amendment to the RPVEA MOU 2022-25 dated
October 9, 2023 (“First Amendment”), which became effective upon City Council
adoption on October 17, 2023, to address the CITY’s contribution to employee health
insurance plans, with all other terms and conditions of the RPVEA MOU 2022-25
remained in full force and effect.
Thereafter, the parties met and conferred pursuant the requirements of the MMBA
regarding the findings of the Public Sector Personnel Consultants’ (“PSPC”)
Classification and Compensation Study (“Study”) previously contracted for by the CITY.
The parties reached the Tentative Agreement set forth below based in part upon the
recommendations from the Study and these ensuing negotiations, which Tentative
Agreement have been memorialized in this Second Amendment of the RPVEA MOU
2022-25 (“Second Amendment”), with all other terms and conditions of the RPVEA MOU
2022-25 and the First Amendment thereto remaining in full force and effect. This Second
Amendment becomes effective upon City Council adoption.
RPVEA MOU 2022-25 Article IV Compensation is hereby modified to include the
following additional language under Section E. Compensation Adjustment:
1. Effective retroactive to July 1, 2023, the Salary and Hourly Schedule for
Association represented employees shall be the ranges reflected in the
attached Exhibit A hereto, which reflects the agreed upon market
competitiveness comparison in the 75th percentile. These ranges include
adjustments of 3% and the RPVEA's requested 0.56% to the employee pay
ranges based on the market survey.
2. On July 1, 2023, according to the existing MOU, individual represented
employees received a 3% COLA to their base pay within the assigned pay
ranges, which reflects in the attached Salary and Hourly Schedule Exhibit A.
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Page | 3
3. Any current represented Association employee compensated below the
bottom of their new salary range prior to July 1, 2023, will be brought up to
the bottom of the new pay range prior to the 3% individual base pay COLA
being implemented within their new range according to the current MOU.
4. Employees who received an evaluation and performance bonus during FY
2023-24 prior to the 2nd Amendment to the MOU being approved will have
the entirety or a portion of their performance bonus changed to a merit
increase based on their new salary ranges, pursuant to an agreed-upon
payment program between the Director of Finance and the represented
Association employee.
5. City Council authorizes up to $120,000 for the City Manager to adjust current
employee pay by up to 5% based on high performance retroactive to July 1,
2023 for FY 2023-24 only. This one-time increase to pay up to 5% is for
employees currently employed by the City at the time of the adoption of this
Second Amendment and will not apply to employees who have separated
from the City since July 1, 2023, and will be at the discretion of the City
Manager, who will determine high performers based on the FY 2023 -24
Annual Performance Evaluation rating of “Exceptional.” This pay increase
will be in addition to the 3% base pay COLA all employees received on July
1, 2023 and any merit increase of between 5% and 6% for an “exceptional”
rating in the annual evaluation for FY 2023-24. In other words, an exceptional
employee may be eligible to receive up to a 14% base pay increase for FY
2023-24 only. Any Association represented employee “exceptional”
performance evaluation merit adjustments will be implemented retroactively
to July 1, 2023 using the new COLA adjusted pay ranges.
6. Association represented employee regular annual performance evaluation
merit increases will then be implemented effective upon the employee’s
anniversary date.
The parties have also agreed to the following Association represented classification title
changes effective upon City Council approval of this Second Amendment:
Current Title Title Change
Account Clerk Accounting Clerk
Administrative Analyst I Administrative Analyst
Administrative Analyst II Senior Administrative Analyst
Administrative Staff Assistant Administrative Assistant
Building Inspector I Building Inspector
Building Inspector II Senior Building Inspector
Maintenance Worker I/II (I) Maintenance Worker
Maintenance Worker I/II (II) Senior Maintenance Worker
Recreation Program Coordinator
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Page | 4
Current Title Title Change
Recreation Program Supervisor I Recreation Program Supervisor
Recreation Program Supervisor II Recreation Program Supervisor
Staff Assistant I Staff Assistant
Staff Assistant II Senior Staff Assistant
Senior Account Technician Senior Accounting Technician
Senior Administrative Analyst Senior Administrative
Analyst/Emergency Management
Coordinator
Open Space & Trail Supervisor
Senior Administrative Analyst Open Space & Trail Manager
CONTINUED NEXT PAGE
D-6
Page | 5
IT IS SO AGREED:
City of Rancho Palos Verdes Rancho Palos Verdes Employee
Association
Ara M. Mihranian – City Manager
Matt Waters - President
Vina Ramos – Director of Finance
Cheri Bailiff – Vice President
Eileen Jacinto – Human Resources Analyst
Colin J. Tanner – Deputy City Attorney
D-7
01203.0004/970051.1
RESOLUTION NO. _______
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 SECOND
AMENDMENT TO THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF RANCHO PALOS VERDES AND THE
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL
EMPLOYEES DISTRICT COUNCIL 36
WHEREAS, the City of Rancho Palos Verdes (“City”) continues to recognize the
American Federation of State, County and Municipal Employees District Council 36
(“AFSCME DC36”) as the majority or exclusive employee representative, for those City
employees in the bargaining unit defined as non-management, part-time employees in the
classifications listed in Exhibit “A” to the Memorandum of Understanding between the City
and AFSCME DC 36 covering the period July 1, 2023 through June 30, 2025 adopted by
City Council Resolution No. 2023-044 (“AFSCME DC36 MOU 2023-25”), a copy of
which is attached hereto as Exhibit “1;” and,
WHEREAS, the City’s and AFSCME DC36’s labor relations representatives met
and conferred and prepared the First Amendment to the AFSCME DC36 MOU 2023-25
dated November 14, 2023, which became effective upon City Council adoption on
November 14, 2023, to address the City’s contribution to employee health insurance plans,
with all other terms and conditions of the AFSCME DC36 MOU 2023-25 remaining in full
force and effect; and
WHEREAS, the City and AFSCME DC36’s labor relations representatives met and
conferred regarding the findings of the Public Sector Personnel Consultants’ (“PSPC”)
Classification and Compensation Study (“Study”) previously contracted for by the City, and
reached a Tentative Agreement based in part upon the recommendations from the Study and
ensuing negotiations; and
WHEREAS, the City’s and AFSCME DC36’s labor relations representatives have
prepared the attached Second Amendment to the AFSCME DC36 MOU 2023-25 setting forth
classification title changes and the addition of two new part-time classifications; and
WHEREAS, the City Council now desires to amend the current AFSCME DC36
MOU 2023-25 by accepting, adopting and implementing the attached Second Amendment
to the AFSCME DC36 MOU 2023-25 to reflect the aforementioned changes.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RANCHO
PALOS VERDES DOES HEREBY FIND, DETERMINE AND RESOLVE AS
FOLLOWS:
E-1
01203.0004/970051.1
Section 1: The City Council accepts, approves and adopts the Second Amendment
to the AFSCME DC36 MOU 2023-25, a copy of which is attached hereto as Exhibit “2.”
PASSED, APPROVED and ADOPTED this 19th day of March 2024.
_____________________________
John Cruikshank, Mayor
Attest:
City Clerk
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES )
CITY OF RANCHO PALOS VERDES )
I, Teresa Takaoka, City Clerk of the City of Rancho Palos Verdes, hereby certify that
the above Resolution No. ______ was duly and regularly passed and adopted by the
said City Council at a regular meeting thereof held on March 19, 2024.
_______________________________
City Clerk
E-2
SECOND AMENDMENT TO THE
MEMORANDUM OF UNDERSTANDING
Between the
City of Rancho Palos Verdes
and
American Federation of State, County and Municipal
Employees District Council 36
July 1, 2023 – June 30, 2025
E-3
Page 2 of 3
AFSCME DC36 MOU 2023-25 Second Amendment
SECOND AMENDMENT TO MEMORANDUM OF UNDERSTANDING
between the City of Rancho Palos Verdes and the
American Federation of State, County and Municipal Employees District Council 36
for the Period of July 1, 2023 through June 30, 2025
Pursuant to the requirements of the Meyers-Milias-Brown Act (“MMBA,” commencing at
California Government Code § 3500 et seq.), the City of Rancho Palos Verdes (“CITY”) has
recognized the American Federation of State, County and Municipal Employees District Council
36 (“AFSCME DC36”) as the majority or exclusive representative, as those terms are
interchangeably used under the MMBA, for those CITY employees in the bargaining unit defined
as non-management, part-time employees in the classifications listed in Exhibit “A” to the
Memorandum of Understanding between the CITY and AFSCME DC36 for the period of July 1,
2023 through June 30, 2025 (“AFSCME DC36 MOU 2023-25”), and adopted Resolution No.
2023-044 on September 19, 2023.
Thereafter, the parties entered into a First Amendment to the AFSCME DC36 MOU 2023-25 dated
November 14, 2023 (“First Amendment”), which became effective upon City Council adoption on
November 14, 2023, to address the CITY’s contribution to employee health insurance plans, all
other terms and conditions of the AFSCME DC36 MOU 2023-25 remained in full force and effect.
Thereafter, the parties met and conferred pursuant the requirements of the MMBA regarding the
findings of the Public Sector Personnel Consultants’ (“PSPC”) Classification and Compensation
Study (“Study”) previously contracted for by the CITY. The parties reached the Tentative
Agreement set forth below based in part upon the recommendations from the Study and these
ensuing negotiations, which Tentative Agreement has been memorialized in this Second
Amendment of the AFSCME DC36 MOU 2023-25 (“Second Amendment”), with all other terms
and conditions of the AFSCME DC36 MOU 2023-25 and the First Amendment thereto remaining
in full force and effect. This Second Amendment becomes effective upon City Council adoption.
The parties have also agreed to the following Association represented classification title changes
effective upon City Council approval of this Second Amendment:
Current Title Title Change
Part-time Staff Assistant II Part-time Senior Staff Assistant
Part-time Recreation
Leader II
Part-time Senior Recreation Leader
Part-time Recreation
Leader I
Part-time Recreation Leader
Part-time Recreation
Specialist
Part-time Open Space and Trails
Specialist
Part-time Recreation
Leader II
Part-time Open Space and Trails Crew
Lead
Part-time Recreation
Leader I
Part-time Open Space and Trails Worker
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Page 3 of 3
AFSCME DC36 MOU 2023-25 Second Amendment
In addition, the parties agree to the addition of the following new part-time classifications:
Part-time Human Resources Specialist
Part-time IT Specialist
Part-time Public Safety Liaison
Part-time Public Safety Manager
Based upon the above title changes and the creation of new part-time positions, the parties agree
that the attached Exhibit A Salary and Hourly Schedule shall update the Appendix A to the
AFSCME DC36 MOU 2023-25 for purposes of setting forth the current AFSCME DC36
represented classification titles and corresponding pay ranges effective upon City Council adoption
of this Second Amendment.
IT IS SO AGREED:
IT IS SO AGREED:
City of Rancho Palos Verdes American Federation of State, County and
Municipal Employees District Council 36
Ara M. Mihranian
City Manager
Mat Kostrinsky
AFSCME DC36 Business Representative
Eileen Jacinto
Human Resources Analyst
____________________________________
Colin Tanner
Deputy City Attorney/Lead Negotiator
Dana Torey
Organizing Committee
____________________________________
Quentin Thelen
Organizing Committee
E-5