Note: The basic salary schedule is on file in the office of the city clerk.
The city council shall fix and establish by resolution a salary range contained in the basic salary schedule for each full time, part time, limited term, temporary, intermittent and seasonal position or classification in the city employment.
(Prior code § 2401; Ord. 1898 § 2, 1995)
The city council may fix and establish by resolution the salary range for any new or different position or classification in the city employment hereafter created or established at any of the salary ranges set forth in the basic salary schedule.
(Prior code § 2402)
The city council is authorized and empowered to change by resolution the salary range or ranges for any or all classifications or positions in the city employment to any other salary range or ranges set forth in the basic salary schedule.
(Prior code § 2403)
Except as otherwise provided in any resolution and/or memorandum of understanding which is or has been approved, ratified or authorized by the city council and/or any administrative policy approved and authorized by the city manager to implement same, Sections 2.36.040 and 2.36.050 shall provide the step structure and related procedures for employee salaries.
(Ord. 1892 § 1, 1995)
The first step set forth in Column (A) of the basic salary plan on the appropriate range shall be the initial hiring rate for each classification or position, except where, because of difficulty in obtaining qualified personnel or because of the desirability of appointing a person with unusual qualifications, upon recommendation of the city manager, approved by the city council, an appointment at any other step of the appropriate range is authorized. Upon the promotion of an employee, he or she shall be placed upon the step in the appropriate salary range for the position to which he or she is promoted which will represent an increase in the salary theretofore received by him or her equal to at least five percent thereof.
(Prior code § 2404)
For the purposes of this section, the term "employee" includes all city personnel with the exception of the following administrative personnel:
City manager;
Assistant to the city manager;
City attorney;
City planner;
Director of public works;
Fire chief;
Finance director;
Personnel officer;
Police chief;
Recreation and parks director.
(1) 
The salary of each employee on step A of any salary range who has remained continuously in the position then held by him or her at the said step A for six months shall be increased to step B of said salary range effective as of the first day of the pay period next succeeding the completion of said six-month period; provided, however, that such increase shall be granted only if prior to the completion of said six-month period such employee has received a satisfactory rating under the performance rating system set forth in Section 2.36.060.
(2) 
The salary of each employee on step B of any salary range who has remained continuously in the position then held by him or her at the said step B for six months shall be increased to step C of said salary range effective as of the first day of the pay period next succeeding the completion of said six-month period, provided, however, that such increase shall be granted only if prior to the completion of said six-month period such employee has received a satisfactory rating under the performance rating system set forth in Section 2.36.060.
(3) 
The salary of each employee on step C of any salary range who has remained continuously in the position then held by him or her at the said step C for one year shall be increased to step D of said salary range effective as of the first day of the pay period next succeeding the completion of said one-year period; provided, however, that such increase shall be granted only if prior to the completion of said one-year period such employee has received a satisfactory rating under the performance rating system set forth in Section 2.36.060.
(4) 
The salary of each employee on step D of any salary range who has remained continuously in the position then held by him or her at the said step D for one year shall be increased to step E of said salary range effective as of the first day of the pay period next succeeding the completion of said one-year period; provided, however, that such increase shall be granted only if prior to the completion of said one-year period such employee has received a satisfactory rating under the performance rating system hereinafter set forth in Section 2.36.060.
(5) 
The receipt of an unsatisfactory performance rating under Section 2.36.060 shall automatically deny such employee the respective step increase provided in this section; provided, however, that upon receipt thereafter of a satisfactory performance rating such employee may then receive such step increase, and all of the rights pertaining thereto shall date as of the first day of the pay period next succeeding receipt of said satisfactory performance report.
(6) 
Any employee receiving an unsatisfactory rating report under the performance rating system set forth in Section 2.36.060 shall be rated once each calendar month thereafter. The receipt by any employee of three consecutive unsatisfactory performance ratings shall be grounds for immediate dismissal.
(7) 
In addition to the ratings required herein for step increases, employee performance ratings may be submitted at times and for periods as requested by the city manager.
(8) 
For the purpose of administration, the term "satisfactory, " as used in this chapter, is defined as an overall rating of "meets job standard" or higher. "Unsatisfactory" is an overall rating of "below job standards" or lower.
(Ord. 1824 § 1, 1992)
(a) 
There is enacted a performance rating system in the city. The system shall have as its purpose the rating and evaluation of all personnel in order to improving employee performance and aid in establishing and maintaining in-service training programs. The system shall consist of an evaluation or rating program wherein each permanent or probationary employee is evaluated and rated as to job performance, receiving a rating of:
Considerably above standards; exceeds job standards; meet job standards; below job standards; considerably below standards.
(b) 
The performance rating system shall be conducted under the direction and control of the city manager, and shall be subject at all times to rules and regulations enacted by the personnel board and approved by the city council. Subject only to such rules and regulations, the decision of the city manager with respect to performance rating of any employee shall be final and there shall be no appeal therefrom.
(Ord. 1824 § 2, 1992)
The city manager is authorized to grant or impose an "exceptional service adjustment" (hereinafter referred to as ESA) for any department head or division head (hereinafter referred to as D/H) whenever the city manager determines that, in his judgment, such D/H has clearly demonstrated a commensurate level of performance, based upon objective established criteria, such as performance evaluated reports and departmental performance goals; provided, however:
(1) 
That such ESA shall be limited to an amount ten percent above or below the current salary then being paid as provided by resolution of the city council;
(2) 
That in no case shall the city manager be authorized to grant or impose such ESA to any D/H for a period of time longer than the current fiscal year. However, the ESA may be granted or imposed in a lump sum or in monthly increments; provided, that in the cases of increases it shall be granted lump sum only as a salary for the next succeeding pay period;
(3) 
That in no case shall the cumulative amount of such adjustments exceed in any fiscal year the amount budgeted therefor by the city council for that fiscal year;
(4) 
That in each such case when the city manager grants or imposes such ESA, the criteria used and the amount of the adjustment shall be documented in personnel and earnings records respectively;
(5) 
The duration of any such ESA may be changed at any time by the city manager within the current fiscal year;
(6) 
That neither the making nor revocation of such ESA shall be subject to appeal to either the city council or to the personnel board, except as provided for specific officers in the personnel rules; and
(7) 
The city council shall, by resolution, approve each such ESA granted or imposed by the city manager prior to the end of the fiscal year in which the same is made.
(Prior code § 2404.4; Ord. 1213 § 1, 1968; Ord. 1652 § 1, 1985)
Rates of pay shall be determined as follows:
(1) 
For fire department positions normally on twenty-four-hour shifts:
(A) 
Biweekly rate is 12/26 of the monthly rate;
(B) 
Twenty-four-hour shift rate is the annual rate divided by the required number of shifts per year;
(C) 
Hourly rate is the twenty-four-hour shift rate divided by twenty-four.
(2) 
For all other positions:
(A) 
Biweekly rate is 12/26 of the monthly rate;
(B) 
Hourly rate is 12/2080 of the monthly rate.
(Prior code § 2405; Ord. 1366 § 1, 1974; Ord. 1456 § 1, 1978)
The following salaries are fixed for members of the city council, the clerk, treasurer and city attorney. Such salaries shall attach to the respective offices upon the qualification therefor by the persons duly elected or appointed thereto.
(Prior code § 2407)
For each member of the city council, the salary shall be five hundred dollars per month.
(Prior code § 2408; Ord. 1459 § 1, 1978; Ord. 1481 § 1, 1978; Ord. 1910 § 1, 1996)
The compensation for the office of city attorney shall be as authorized and provided by resolution or ordinance of the city council, duly adopted and approved from time to time.
(Prior code § 2409)
For the office of the city clerk, the salary shall be five hundred dollars per month.
(Prior code § 2410; Ord. 1204 § 1, 1968; Ord. 1420 § 1, 1976; Ord. 1910 § 2, 1996)
For the office of the city treasurer, the salary shall be five hundred dollars per month.
(Prior code § 2411; Ord. 1204 § 1, 1968; Ord. 1420 § 1, 1976; Ord. 1910 § 3, 1996)