(a) Except as to executive level positions as designated in this section, the salary range numbers shown in Schedule I in Articles 6, 7, 8, 10, and 11 of this chapter constitute the compensation plan applicable to all classes of positions included under Schedule II of said Articles 6, 7, 8, 10, and 11, excepting longevity steps F through H. The Basic FiveStep Salary Range (Minimum Step A Maximum Step E) and the Longevity Salary Range (Minimum Step F Maximum Step H) are based on 5% increments. The Three-Level Salary Range (Minimum Level I Maximum Level III) is based on 10% increments, and the Longevity Salary Range (plus 5% minimum plus 15% maximum) is based on 5% increments.
The following classified and unclassified positions are hereby designated as executive level positions and shall be subject to the salary provisions hereafter set forth in this article and in Article 11 of this chapter:
(2) Assistant to the City Manager;
(6) Community Development Administrator;
(7) Director of Administrative Services;
(8) Director of General Services;
(9) Director of Property Management;
(10) Community Services Director;
(11) Director of Street Lighting and Traffic Control;
(13) Community Development Director; and
(14) Police Chief.
At the executive level, the salary range numbers shown in Schedule I of Article 11 of this chapter shall be the basic salary steps, and the longevity salary provisions shall not be applicable thereto.
(b) All salaries prescribed are monthly rates. In those positions where it is more appropriate to pay upon an hourly or daily basis, the hourly and daily rates shall be determined by the following formula: A 40 hour week is equivalent to 173.333 hours a month; daily rates are equivalent to the appropriate hourly rates multiplied by eight hours.
(c) Normally, and as a general rule, upon progress and productivity, employees may be considered eligible for an increase in salary according to the basic salary schedule and general plan. The basic salary schedule, A through E, and longevity rates, F through H, for the Police, Fire, and Miscellaneous Groups, and the basic salary schedule, Level I through Level III, and longevity rates, plus 5% through plus 15%, for the Executive and Professional Groups, provide for salary advancement within each class in order to recognize efficient performance as well as long and faithful service by the employees. Such advancements are based on the attainment of progressively higher levels of performance, as well as the fulfillment of service requirements.
The longevity salary rates are provided on the basis of total continuous service with the City, regardless of the length of service in any one position. Employees shall be advanced step by step or level by level within the regular salary range. The longevity salary rates are not part of the regular salary schedules for the respective class grades. The longevity rates, in most cases, are on a higher level than the prevailing salaries for the respective position and are intended solely for the purpose of reducing turnover and rewarding long and faithful service. This is in accordance with the general trend in both public services and progressive business agencies.
(1) The letters A, B, C, D, E, F, G, and H respectively denote the various steps in the pay range for the Police, Fire, and Miscellaneous Groups.
(2) Levels I, II, III, plus 5%, plus 10%, and plus 15% respectively denote the various steps in the pay range for the Executive and Professional Groups.
(3) Salary Step A will be paid upon initial employment for a period of six months.
(4) Salary Step B will be paid upon the satisfactory completion of six months of employment.
(5) Salary Step C will be paid upon the satisfactory completion of six months of employment in Salary Step B.
(6) Salary Step D will be paid upon the satisfactory completion of one year of employment in Salary Step C.
(7) Salary Step E will be paid upon the satisfactory completion of one year of employment in Salary Step D.
(8) Longevity Salary Step F will be paid upon the satisfactory completion of seven years of service.
(9) Longevity Salary Step G will be paid upon the satisfactory completion of 14 years of service.
(10) Longevity Salary Step H will be paid upon the satisfactory completion of 21 years of service.
(11) Salary Level I will be paid upon initial employment.
(12) Salary Level II will be paid upon the satisfactory completion of 12 months of employment in Level I.
(13) Salary Level III will be paid upon the satisfactory completion of 12 months of employment in Level II.
(14) Upon the satisfactory attainment of Salary Level III, the employee will be eligible to receive a salary adjustment based upon the performance evaluation system as set forth in subsection (d) of this section.
(d) Performance evaluation. On August 30th of each calendar year, members of the Executive and Professional Groups will be evaluated in accordance with the criteria cited below. Recommended incremental adjustments of between 0% and 5% of the base salary, if approved by the City Manager, shall become effective on the first day of the payroll period beginning after August 30th. The performance evaluation system shall be subject to periodic review by the Council.
(1) Criteria. The following criteria for granting performance increases to members of the Executive and Professional Groups shall include:
(iii) Growth in handling job responsibilities;
(v) Specific actions for self-improvement which the employee has taken; and
(vi) Dedication toward City duties;
In addition, other items to be included as an integral part of the evaluation form itself are as follows:
(vii) Specific areas of recommended improvement if appropriate); and
(viii) Statements of concurrence or disagreement with the evaluation.
The evaluation for the Executive Group will be made by the immediate supervisor, who is either the Assistant City Manager or the City Manager. After performing the evaluation, the immediate supervisor will recommend an incremental adjustment of between 0% and 5% which will be applied to the employee's salary.
The evaluation for the Professional Group will be made by the department head. After performing the evaluation, the department head will recommend to the City Manager an incremental adjustment of between 0% and 5% which will be applied to the employee's salary.
(2) Appeal procedure. If the employee states, as provided above, that he or she is in disagreement with the evaluation or the recommended incremental adjustment made in conjunction with the evaluation, he or she may:
(i) Within 10 working days, request a review of the evaluation by the City Manager. In completing the review, the City Manager shall have two options:
(aa) Sustain the evaluation and recommendation, or
(ab) Amend the evaluation and recommendation;
(ii) After 120 calendar days: If, pursuant to subsection (aa) of subsection
(i) of this subsection, the recommendation is sustained, or if the employee who does not appeal within 10 working days so desires, a reevaluation of performance will, upon request, be granted.
(e) Effective July 1, 1974, eligibility for longevity compensation (Steps F, G, and H of Schedule I) shall be limited to:
(1) Sworn police employees hired prior to July 1, 1967;
(2) Sworn fire employees hired prior to July 1, 1974;
(3) Professional employees hired prior to July 1, 1967;
(4) Executive employees hired prior to July 1, 1968; and
(5) All miscellaneous employees.
(f) Except at the executive level, initial employment at Salary Step B or C may be authorized by the City Manager when a particularly difficult recruiting problem is found to exist or on the basis that a candidate possesses outstanding job qualifications.
(g) Upon their initial employment, lateral entry candidates will be paid at the salary step commensurate with their years of paid police experience with a California police department which is approved by the Commission on Police Officers Standards and Training. All service requirements for all subsequent salary increases for lateral entry personnel shall include such previous paid police experience.
(§ 1, Ord. 2000 c.s., eff. September 17, 1969, retroactive to June 28, 1969, as amended by § 2, Ord. 2038 c.s., eff. December 16, 1970; §§ 3, 4, Ord. 2102 c.s., eff. September 5, 1973, §§ 1 - 3, Ord. 2127 c.s., eff. July 31, 1974, §§ 1 - 3, Ord. 2157 c.s, eff. November 13, 1975, § 1, Ord. 3102 c.s., eff. February 8, 2013, § 1, Ord. 3105 c.s., eff. February 8, 2013, § 1, Ord. 3107 c.s., eff. February 8, 2013, and § 1, Ord. 3142 c.s., eff. December 17, 2015)