CC SR 20250603 J - Adoption of Resolution-Unrepresented Employees
CITY COUNCIL MEETING DATE: 06/03/2025
AGENDA REPORT AGENDA HEADING: Consent Calendar
AGENDA TITLE:
Consideration to amend compensation and benefits for the City’s Unrepresented
Employees and to update the Salary Schedule for Rancho Palos Verdes Employee
Association, Unrepresented Employees, and City Manager effective July 1, 2025
RECOMMENDED COUNCIL ACTION:
(1) Adopt Resolution No. 2025-__, A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF RANCHO PALOS VERDES, CALIFORNIA, ACCEPTING,
APPROVING, AND ADOPTING AMENDED COMPENSATION AND
BENEFITS FOR THE UNREPRESENTED EMPLOYEES (MANAGEMENT
AND CONFIDENTIAL) FOR THE PERIOD OF JULY 1, 2025 THROUGH JUNE
30, 2028; and
(2) Adopt Resolution No. 2025-__, A RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF RANCHO PALOS VERDES, CALIFORNIA, AMENDING,
RESTATING, AND SUPERSEDING RESOLUTION NO. 2025-03 THAT SETS
THE SALARY SCHEDULE FOR THE RANCHO PALOS VERDES
EMPLOYEES ASSOCIATION, UNREPRESENTED EMPLOYEES, AND THE
CITY MANAGER, TO REFLECT A THREE PERCENT COST OF LIVING
ADJUSTMENT EFFECTIVE JULY 1, 2025
FISCAL IMPACT: The budget allocated for the Memorandum of Understanding (MOU) is
included as part of the Citywide personnel budget of $15.8 million for
Fiscal Year (FY) 2025-26, as presented at the April 17, 2025 Budget
Workshop. Of this amount, the budget assumptions for salary and
benefits for FY 2025-26 are approximately $4.1 million for the
Unrepresented Employees (Management and Confidential). This
includes cost-of-living adjustments, performance-based merit
increases, and benefits for approximately 17 employees. VR
If the proposed compensation and benefits are approved, an additional
budget of $29,600 for negotiated benefits and $14,500 for declined
stipend related to health premiums for eligible City Council members
are included in the FY 2025-26 Preliminary Budget being reviewed
tonight by the City Council. VR
Amount Budgeted: N/A – see above
Additional Appropriation: N/A – see above
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Account Number(s): N/A – see above
ORIGINATED BY: Vanessa Godinez, Human Resources and Risk Manager VG
REVIEWED BY: Catherine Jun, Deputy City Manager CJ
APPROVED BY: Ara Mihranian, AICP, City Manager
ATTACHED SUPPORTING DOCUMENTS:
A. Resolution No. 2025-___ Amended compensation and benefits for Unrepresented
employees (page A-1)
B. Resolution No. 2025___ Updated Salary Schedule for Rancho Palos Verdes
Employee Association, Unrepresented employees, and City Manager (page B-1)
C. Salary Schedule for the Rancho Palos Verdes Employee Association,
Unrepresented Employees, and City Manager (page C-1)
D. Tentative Agreement with RPVEA MOU 2025-2028 (page D-1)
E. Resolution No. 2022-43 – Amended compensation and benefits for Unrepresented
Employees (2022-2025) (page E-1)
BACKGROUND:
The City has concluded negotiations with the Rancho Palos Verdes Employee s
Association (RPVEA) for a successor Memorandum of Understanding (MOU) effective
July 1, 2025 through June 20, 2028. The adoption of this 2025-2028 MOU has been
placed on tonight’s City Council agenda for consideration as a separate agenda item.
When an agreement with RPVEA is reached, the City’s general practice has been to
consider extending the same terms to the City’s Unrepresented group, which includes the
Confidential and Management positions below. Today, there are a total of 17 employees
filling those positions. Furthermore, a detailed salary schedule for these positions is
attached under Attachment C.
CONFIDENTIAL POSITIONS
Human Resources Analyst
Accounting Supervisor (frozen)
Executive Assistant (frozen)
MANAGEMENT POSITIONS (Non-Executive)
Assistant to the City Manager (frozen)
Building Official
City Clerk
Deputy Director, Community Development
Deputy Director, Finance
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Deputy Director, Public Works
Deputy Director, Recreation and Parks
Information Technology Manager
Human Resources Manager
Principal Civil Engineer (2)
MANAGEMENT POSITIONS (Executive)
Deputy City Manager
Director, Community Development
Director, Finance
Director, Public Works
Director, Recreation and Parks
DISCUSSION:
During closed session on May 20, 2025, the City Council considered extending the same
MOU terms to the Unrepresented Employees, which are described below . The City
Council also considered adjusting certain terms or adding new ones, which are noted in
blue.
Term Details
Term o Resolution effective July 1, 2025 through June 30, 2028.
Compensation Adjustment o Continue to provide an annual Cost of Living Adjustment
(COLA) between 0% to 3%, based on CPI-U for Los
Angeles-Long Beach-Anaheim. In closed session, the
City Council approved extending this term to the City
Manager, which has been placed as a separate item on
the June 3, 2025 Agenda for consideration.
Performance Evaluations o Provide an annual salary merit adjustment from 1% to 6%
and/or a one-time merit bonus to all Unrepresented
Employees, in consideration of the City’s available budget
at the time, based on performance evaluation ratings.
o Employees absent from work for 90+ days due to an
unprotected leave will have their annual anniversary and
evaluation date adjusted in accordance with the number
of days of the unprotected leave of absence.
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Term Details
Retirement Health Savings
(RHS) Account
o Increase the City contribution to employees’ RHS from
$77.93 per pay period to $100 per pay period, adjusted
annually by CPI for the Los Angeles-Long Beach-
Anaheim.
Medical Insurance Opt-Out o Increase opt-out amount from City’s medical plan from
50% to 75% of the premium cost for the least expensive
medical plan, for the employee only. Please note that the
City Council has historically received the same medical
insurance terms as RPVEA and will also be eligible for the
75% opt-out amount.
Tuition Reimbursement o Increase employee tuition reimbursement from $500 per
fiscal year up to $2,000 per academic year for courses
related to employee’s scope of work. Employees must
repay a pro-rated amount of the reimbursement if they
voluntarily separate from the City within 2 years of
reimbursement.
Wellness Leave o Eliminate the paid wellness leave program;
o Replace with a wellness reimbursement program of $300
per year for health-related activities, gym membership, or
equipment.
Sick Leave o Clarifies that, in accordance with CalPERS regulations
and City’s contract with CalPERS, an employee may
convert unused, accumulated sick leave into CalPERS
service credits.
Additional Paid Federal
Holidays
o Observe 3 additional federal holidays by providing paid
holiday leave on Martin Luther King Jr. Day, Presidents
Day, and Veterans Day.
Holiday Pay o City Manager will grant additional compensation or time
off for exempt employees when working during the winter
break (between Christmas and New Years).
Vehicle Allowance o Increase the monthly vehicle allowance for Executive
Management Positions (Department Heads) from $150
per month to $300 per month.
Staff recommends that the City Council adopt the attached resolution (Attachment A) to
provide the terms above to the Unrepresented Employees group for the period of July 1,
2025 through June 30, 2028.
Please note that the terms above include Cost of Living Adjustments that apply not only
to the Unrepresented Employees, but also to RPVEA and the City Manager. Accordingly,
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the Salary Schedule must be amended to reflect a three percent (3%) salary range
adjustment based on the latest CPI-U, effective July 1, 2025. Staff recommends that the
City Council adopt the attached resolution (Attachment B) to set the new Salary Schedule
(Attachment C) for all three groups for FY 2025-26.
ADDITIONAL INFORMATION:
The City’s negotiating team continues to work towards a Tentative Agreement and MOU
with the City’s part-time employees labor group, American Federation of State, County
and Municipal Employees, District Council 36 (AFSCME), whose current MOU is also
expiring on June 30, 2025 but is being processed on a separate track.
CONCLUSION:
Based on the above discussion, staff recommends that the City Council adopt the
resolution to accept, approve, and adopt amended compensation and benefits for the
Unpresented employees (Management and Confidential) for the period of July 1, 2025
through June 30, 2028; and adopt a resolution that sets the Salary Schedule for the
Rancho Palos Verdes Employee Association, Unrepresented Employees, and City
Manager, effective July 1, 2025.
ALTERNATIVES:
In addition to the staff recommendation, the following alternative actions are available for
the City Council’s consideration:
1. Do not adopt the attached Resolution amending the compensation and benefits
for the Unpresented employees and revised Salary Schedule, and direct staff to
further review the compensation and benefits.
2. Take other action, as deemed appropriate.
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RESOLUTION NO. 2025-___
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
RANCHO PALOS VERDES, CALIFORNIA, ACCEPTING,
APPROVING, AND ADOPTING AMENDED COMPENSATION
AND BENEFITS FOR THE UNREPRESENTED EMPLOYEES
(MANAGEMENT AND CONFIDENTIAL) FOR THE PERIOD OF
JULY 1, 2025 THROUGH JUNE 30, 2028
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, 2025 through June 30, 2028 (RPVEA MOU 2025-28) 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 terms for the successor RPVEA MOU 2025-28, which was ratified
on May 8, 2025 by the RPVEA membership, and then adopted by the City Council on May 20, 2025;
the RPVEA MOU 2025-28 is being presented to City Council for determination on June 3, 2025; and
WHEREAS, the City Council desires to approve similar amended compensation and benefits
for Unrepresented (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:
• Cost of living adjustments (COLAs)
Effective the first full pay period in July 2025, the City shall provide an across-the-
board cost of living adjustment (“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 2026 and July 2027, 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
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
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Management and Confidential employees shall be, at the City Manager’s discretion,
eligible for a salary merit adjustment and/or a one-time merit bonus 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.
Furthermore, employees absent from work for 90+ days due to an unprotected leave
will have their annual anniversary and evaluation date adjusted in accordance with
the number of days of the unprotected leave of absence.
• Retirement Health Savings (RHS) Account
The City agrees to increase their contribution to employees’ RHS from $77.93 per
pay period to $100 per pay period, adjusted annually by CPI for the Los Angeles-
Long Beach-Anaheim.
• Medical Insurance Opt-Out
The City agrees to increase the medical insurance opt-out monthly amount from 50%
to 75% of the premium cost for the least expensive employee only medical plan.
• Tuition Reimbursement
The City agrees to increase employee tuition reimbursement from $500 per fiscal
year up to $2,000 per academic year for courses related to employee’s scope of
work. Employees must repay a pro-rated amount of the reimbursement if they
voluntarily separate from the City within 2 years of reimbursement
• Wellness Leave & Wellness Reimbursement Program
The City agrees to eliminate the paid wellness leave program.
The City agrees to replace the Wellness Leave with a Wellness Reimbursement
Program of $300 per year, per employee for health-related activities, gym
membership, or equipment.
• Sick Leave
City agrees to clarify that, in accordance with CalPERS regulations and City’s
contract with CalPERS, an employee may convert unused, accumulated sick leave
into CalPERS service credits.
A-2
• Additional Paid Federal Holidays
The City agrees to observe three (3) additional federal holidays by providing paid
holiday leave on Martin Luther King Jr. Day, Presidents Day, and Veterans Day.
• Holiday Pay
The City Manager will grant additional compensation or time off for exempt
employees when working during the winter break (between Christmas and New
Years).
• Vehicle Allowance
The City agrees to increase the monthly vehicle allowance from $150 per month to
$300 per month. This allowance only applies to Executive Management Employees
(Department Directors).
All other compensation and benefits not expressly amended or addressed in this resolution
shall remain unchanged and in full effect.
Section 3: The City Clerk shall certify to the adoption of this Resolution and deem it effective
as of July 1, 2025, the same shall be in force and effect.
PASSED, APPROVED, and ADOPTED this 3rd day of June 2025.
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. 2025-____ was duly and regularly passed and adopted by the said City Council at a
regular meeting thereof held on June 3, 2025.
Teresa Takaoka, City Clerk
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RESOLUTION NO. 2025-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF RANCHO PALOS VERDES, CALIFORNIA,
AMENDING, RESTATING, AND SUPERSEDING
RESOLUTION NO. 2025-03 THAT SETS THE SALARY
SCHEDULE FOR THE RANCHO PALOS VERDES
EMPLOYEES ASSOCIATION, UNREPRESENTED
EMPLOYEES, AND THE CITY MANAGER TO
REFLECT A THREE PERCENT COST OF LIVING
ADJUSTMENT EFFECTIVE JULY 1, 2025
WHEREAS, the City Council adopted Resolution 2025-03 on January 21, 2025,
that sets a new Salary Schedule for all City employees (full-time and part-time); and
WHEREAS, the City Council now desires to amend the City’s master Salary
Schedule to reflect updated salary ranges for all full-time employees represented by the
Rancho Palos Verdes Employee Association and Unrepresented (Management and
Confidential) employees, including the City Manager, based on cost of living adjustment
(COLA) wage increase of three percent (3%) effective the first full pay period of FY 2025-
26; 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 updates must be made via Resolution.
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 3, 2025 and are effective as of July 1, 2025.
Section 2: Resolution No. 2025-03 is hereby amended, restated, and superseded
and replaced by this resolution to reflect updated salary ranges for all full-time employees
represented by the Rancho Palos Verdes Employee Association and Unrepresented
(Management and Confidential) employees, including the City Manager, based on a three
percent (3%) COLA effective July 1, 2025.
Section 3: This resolution shall be effective on July 1, 2025. The City Clerk shall
certify the adoption of this Resolution.
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PASSED, APPROVED and ADOPTED this 3rd day of June, 2025.
_____________________________
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. 2025-__ was duly and regularly passed and adopted by
the said City Council at a regular meeting thereof held on June 3, 2025.
__________________________
Teresa, Takaoka, City Clerk
B-2
COMPETITIVE POSITIONS (RPVEA)MINIMUM ANNUAL
SALARY
MAXIMUM ANNUAL
SALARY
Accountant $89,816 $116,761
Accounting Clerk $61,419 $79,845
Accounting Manager $116,529 $151,487
Accounting Technician $69,522 $90,378
Administrative Analyst $87,057 $113,173
Administrative Assistant $72,747 $94,570
Assistant Engineer $99,766 $129,697
Assistant Planner $85,453 $111,089
Associate Engineer $113,744 $147,867
Associate Planner $95,033 $123,543
Building Inspector $82,978 $107,865
Cable TV Station Manager $95,525 $123,750
Code Enforcement Officer $79,833 $104,155
Deputy City Clerk $81,086 $105,411
Engineering Technician $76,445 $99,273
Geographic Information Systems Coordinator $99,748 $129,673
Lead Worker $70,803 $91,966
Maintenance Superintendent $134,287 $174,575
Maintenance Supervisor $87,676 $113,561
Maintenance Worker $63,192 $82,149
Open Space & Trails Manager $106,986 $138,955
Open Space & Trails Supervisor $89,017 $115,722
Park Ranger $59,793 $77,730
Permit Clerk $60,254 $78,330
Permit Technician $68,769 $89,399
Planning Technician $71,950 $93,405
Principal Planner $119,835 $155,624
Project Manager $110,863 $144,122
Recreation Program Coordinator $74,182 $96,435
Recreation Program Supervisor $89,017 $115,722
Recreation Services Manager $102,456 $133,016
Senior Accountant $98,019 $127,424
Senior Accounting Technician $81,874 $106,437
Senior Administrative Analyst $102,975 $133,867
Senior Administrative Analyst (Records Management)$89,343 $116,147
Senior Administrative Analyst/Emergency Management Coordinator $102,975 $133,867
Senior Building Inspector $92,974 $120,866
Senior Code Enforcement Officer $90,190 $117,133
Senior Engineer $124,164 $161,413
Senior Information Technician $107,059 $139,008
Senior Maintenance Worker $69,511 $90,363
Senior Park Ranger $65,772 $85,503
Senior Planner $109,340 $142,141
Senior Staff Assistant $59,770 $77,701
Staff Assistant $54,244 $70,517
Traffic Engineering Technician $76,048 $98,865
Effective July 1, 2025 (Adoption of 3.0% Cost of Living Adjustment, COLA)
Resolution No. 2025-___ Exhibit A
Salary Schedule for the Competitive, Confidential, and Management positions
C-1
CONFIDENTIAL POSITIONS MINIMUM ANNUAL
SALARY
MAXIMUM ANNUAL
SALARY
Accounting Supervisor $113,612 $147,696
Executive Assistant $80,996 $105,297
Human Resources Analyst $91,661 $119,159
MANAGEMENT POSITIONS MINIMUM ANNUAL
SALARY
MAXIMUM ANNUAL
SALARY
Assistant to the City Manager $120,829 $157,078
Building Official $146,168 $190,019
City Clerk $146,168 $190,019
City Manager *$267,800
Deputy City Manager $195,619 $254,304
Deputy Director of Community Development $156,112 $202,945
Deputy Director of Finance $156,112 $202,945
Deputy Director of Public Works $156,112 $202,945
Deputy Director of Recreation & Parks $156,112 $202,945
Director of Community Development $178,442 $231,976
Director of Finance $178,442 $231,976
Director of Parks & Recreation $178,442 $231,976
Director of Public Works $178,442 $231,976
Information Technology Manager $146,168 $190,019
Human Resources Manager $156,112 $202,945
Principal Civil Engineer $146,168 $190,019
Public Safety Manager $103,285 $134,158
*separate contract
C-2
PART-TIME POSITIONS MINIMUM HOURLY RATE MAXIMUM HOURLY RATE
Code Enforcement Officer $36.30 $47.14
Human Resources Specialist $36.37 $47.28
Intern $16.50
IT Specialist $33.00 $42.90
Open Space & Trails Crew Lead $22.51 $29.26
Open Space & Trails Specialist $25.88 $33.65
Open Space & Trails Worker $19.57 $25.44
Permit Clerk $26.50 $34.42
Public Safety Liaison $23.12 $30.05
Recreation Leader $19.57 $25.44
Recreation Specialist $25.88 $33.65
Senior Recreation Leader $22.51 $29.26
Senior Staff Assistant $27.08 $35.16
Staff Assistant $23.82 $30.95
Television Producer $29.61 $38.50
Television Producer (On-Camera)$33.99 $44.20
The American Federation of State, County and Municipal Employees, District Council 36 (AFSCME) Memorandum of
Understanding (MOU) is set to expire on June 30, 2025. The City and AFSCME representatives are currently in negotiations
for a successor MOU. Salary Schedule for part-time positions listed below will remain as-is until negotiations concludes.
C-3
01203.0003 2003650.3 5/7/2025 1
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
The current Memorandum of Understanding between the City of Rancho Palos Verdes (“City”)
and the Rancho Palos Verdes Employees Association (“RVPEA”), including the First
Amendment and the Second Amendment, expires at midnight on June 30, 2025 (“RPVEA MOU
2022-2025”). In February 2025, the City’s labor representatives and the RPVEA
representatives commenced labor negotiations, including exchange of information, exchanges
of proposals, meet and confer sessions, towards reaching agreement on a successor
memorandum of understanding. At their April 28, 2025 meeting, the parties reached a
complete tentative agreement on a successor MOU, the deal points of which are set forth below
and affirmed by execution of this Tentative Agreement by the parties’ labor r epresentatives
subject to RPVEA member ratification and then City Council approval and adoption.
1. Successor MOU: All terms and conditions of the prior RPVEA MOU 2022-2025 shall be
maintained for the duration of the successor RPVEA MOU 2025-2028 unless expressly
modified or changed herein.
2. Term/Duration: Update Article I to reflect a new three (3) year term from July 1, 2025 to
June 30, 2028.
3. Compensation Adjustment: Update Article IV, Section E to reflect effective the first full
pay period in July of each year, the City shall provide additional an annual cost of living
adjustment in the amount not less than zero percent (0%) nor higher than a maximum of
three percent (3%), as measured by the consumer price index for all urban consumers
(“CPI-U”) for the Los Angeles-Long Beach-Anaheim area covering the prior twelve-month
period March to March each year.
4. Retirement Health Saving Account: Update Article VII, Section B, effective the first full
pay period in July 2025, to increase the City contribution towards the retirement health
savings account to one hundred dollars ($100) per pay period. This amount shall annually
increase on the first full pay period each July by the Consumer Price Index (CPI-U) in the
Los Angeles–Long Beach–Anaheim area for the twelve (12) month period ending March
to March of each calendar year.
5. Medical Insurance Opt-Out: Update Article VII, Section A, Paragraph 2, to increase the
opt-out amount to up to seventy-five percent (75%) of the premium cost of the employee-
only least expensive medical plan for employees who show proof of insurance elsewhere
and who do not enroll in the City’s medical plan.
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01203.0003 2003650.3 5/7/2025 2
6. Wellness Leave: Update Article X, Section D to eliminate the 4.5 hours of paid wellness
leave for ten (10) consecutive weeks of perfect attendance without using any sick leave
time. Additionally, the City will provide up to three hundred ($300) per year as
reimbursement for gym membership or other h ealth-related activity, equipment, or
apparatus.
7. Deferred Compensation: Update Article VII, Section J, effective the first full pay period
in July 2025, (i) to increase the City’s matching for CalPERS designated Tier 1 employees
up to sixty-five dollars ($65) per month per employee towards the City’s deferred
compensation program (457 plan), and (ii) to increase the City’s matching for CalPERS
designated Tier 2 and Tier 3 represented employees up to one -hundred twenty dollars
($120) per month per employee towards the City’s deferred compensation program (457
plan).
8. Tuition Reimbursement: Update Article VII, Section K to increase tuition reimbursement
to up to two-thousand dollars ($2,000) per academic year for courses related to the
employee’s advancement within city government; provided that if the employee leaves
the employment of the City within two (2) years of receipt of the reimbursement then the
employee must pay back the pro-rated amount of the reimbursement, which will be
deducted from the employee’s final paycheck.
9. Sick Leave: Add a new paragraph to Article X, Section B (as paragraph 10) that provides,
upon retirement from employment with the City, an employee may convert an y unused,
accumulated sick leave into CalPERS service credits, in accordance with the City’s
contract with CalPERS and CalPERS regulations.
10. Uniforms: Update Article VII, Section M, to provide existing Open Space and Trails
(OST), Park Rangers, and Maintenance employees with City uniforms at no expense as
follows: seven (7) sets of uniforms and one (1) jacket per calendar year.
11. Boot Reimbursement: Update Article VII, Section N, to provide existing Open Space
and Trails (OST), Park Rangers, Maintenance, Code Enforcement, and Building Inspector
employees with up to three hundred dollars ($300) in reimbursement for one (1) set of
work boots per year.
12. Three Additional Paid Holidays Leave: Update Article X, Sections I and J, to provide
employees three (3) additional paid holiday leaves at his/her straight hourly rate for the
following federal holidays: Martin Luther King, Jr. Day, Presidents Day, and Veterans Day.
13. Holiday Pay: Update Article X, Section I, to provide that (i) non-exempt employees shall
receive holiday pay for working any hours during the winter break (between Christmas
and New Years Day), and (ii) the City Manager shall grant extra compensation or in-lieu
time off for exempt employees who work during a holiday or the winter break (between
Christmas and New Years Day).
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14. On-Call Duty and Pay: Update Article IV, Section K, to: (i) define an on-call shift as a
continuous seven- (7-) day period; and (ii) increase the pay for an employee who is
assigned to an on-call shift to four-hundred dollars ($400) per week.
15. Call-Back Pay: Update Article IV, Section L, to: (i) increase the pay for an employee who
reports to work for call-back duty to a minimum of four (4) hours; (ii) clarify the langua ge
regarding pay for travel time when reporting to locations at the City; and (iii) clarify
minimum rest times for employees who are called back to work during call -back duty
versus emergency situations when the emergency operations center (EOC) is activated.
16. Performance Evaluations: Update Article VI regarding annual anniversary dates to
provide that “an employee who is absent from work for 90 or more days due to an
unprotected (non-statutory) leave shall have their annual anniversary and evaluation date
adjusted in accordance with the number of days of the unprotected (non-statutory) leave
of absence.”
City of Rancho Palos Verdes Rancho Palos Verdes Employee
Association
Ara M. Mihranian – City Manager Matt Waters – President
Pam K. Lee – Chief Negotiator Cheri Bailiff – Vice President
Catherine Jun – Deputy City Manager Robert Nemeth – Secretary
Vina Ramos – Director of Finance
Andrew Berg – Treasurer
Vanessa Godinez – Human Resources &
Manager
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RESOLUTION NO. 2022-43
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
CaIPERS") 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
E-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
CaIPERS 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.
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Resolution No. 2022-43
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PASSED, APPROVED, and ADOPTED this 21st day of June 2022.
I i ,1 14.4.,..___z.e_, __...,_; A' o TAK....,
David r:radley, Mayor
ATTEST:
i
res. = - -oka, City Cler,
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. 2022-43 was duly and regularly passed and adopted by the said City Council at a
regular meeting thereof held on June 21, 2022.
1 'i
Teresa = aoka, City Clerk
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Resolution No. 2022-43
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Resolution No.2022-43 Exhibit A
Salary and Hourly Schedule for the
Competitive,Confidential,Management and Part-time Positions
Effective July 2,2022)
OFFICIAL For illustration purposes
Annual Salary Monthly Salary Hourly Salary
COMPETITIVE POSITIONS BOTTOM TO TOP 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
Engineenng 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,
Resolution No 2022-43
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Resolution No.2022-43 Exhibit A
Salary and Hourly Schedule for the
Competitive,Confidential,Management and Part-time Positions
Effective July 2,2022)
OFFICIAL
Hourly Rates
PART-TIME POSITIONS BOTTOM TO TOP
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)
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Resolution No.2022-43
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