Resolution - 6270RESOLUTION NO. 6270
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF WEST COVINA, CALIFORNIA, RESCINDING RESOLU-
TION NO. 6076 AND RESOLUTION NO. 6063, AND
INCORPORATING RESOLUTION NO. 6194 RELATING
TO THE MANAGEMENT AND CONFIDENTIAL SERVICES,
AND FIXING AND ESTABLISHING POSITIONS, SAL-
ARIES AND BENEFITS FOR MANAGEMENT AND CONFI-
DENTIAL EXEMPT SERVICES.
WHEREAS, in the organizational structure of the City, it
is desirable to establish and define a core of administrative pro-
fessionals, more commonly known as "the management team"; and
WHEREAS, as a result of many discussions by members of the
staff and with the City Council, it has been found desirable to de-
fine clearly the management team, the overall and general responsi-
bilities of management personnel, and the compensation and benefits
to be derived by personnel designated as management; and
WHEREAS, such provisions necessarily will need to be up-
dated from time to time, requiring this resolution to be amended
or superseded by subsequent resolutions; and
WHEREAS, the City has met and conferred with the respective
employee associations and received concurrence in this action; and
NOW, THEREFORE, the City Council of the City of West
Covina does resolve:
SECTION 1. Management personnel generally shall partici-
pate in decision -making processes of the City's administrative staff;
• encourage and promote cohesive, viable approaches to improve the or-
ganization's effectiveness and efficiency; keep pace with the direc-
tion the City is heading by monitoring its needs and desires; parti-
cipate positively and enthusiastically in inter -....and non -departmental
matters relevant to the administrative responsibilities of the City
staff; devote the amount of time necessary to perform their duties
regardless of work stoppages or other extensive demands which might
be placed upon them; refrain from representing an employee organiza-
tion which includes non -management employees in any discussions with
the City, and faithfully carry out and/or assume such assignments
and responsibilities as requested by the City Manager.
SECTION 2. The following positions are designated in the
City's Management and Confidential services:
MANAGEMENT
Accounting Manager Maintenance Director
Administrative Accountant Park Superintendent
Administrative Assistant Park Supervisor
Battalion Chief Personnel Director
Building & Safety Director Police Commander
City Manager Police Inspector
Communications Director Police Lieutenant
Communications Supervisor Police Records Supervisor
Criminal Justice Research Planner Principal Engineer
• Division Manager/Assistant City Manager Principal Planner
Division Manager/City Engineer Project Coordinator
Division Manager/Development Recreation & Parks Director
Services Manager Redevelopment Manager
Division Manager/Police Chief Risk Management Coordinator
Finance Director Senior Building Inspector
Fire Chief Special Services Officer
Housing Development Administrator Superintendent of Street
Human Resources Director Maintenance Services
Water Maintenance Supervisor
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CONFIDENTIAL
Administrative Clerk
Administrative Analyst I
Administrative Analyst II
Departmental Aide
Departmental Secretary
Executive Assistant
Secretary
SECTION 3. MANAGEMENT AND CONFIDENTIAL SERVICE BENEFITS
A management and confidential benefit package, in addition
to salary, shall be provided to each such employee whose position is
listed herein, except as may be provided in a else.wherelh.e.rein,.
A.' SAVINGS CLAUSE
All benefits currently or hereinafter are granted as
in,the general employee's representation unit unlessotherwise noted.
This includes City payment, as deferred compensation, of the employ-
ee's full share of the retirement contribution, notwithstanding the
fact that the percent of such contribution varies among public safety
management employees.
salaries.
B. LIFE INSURANCE
Term life insurance in amount equal to gross annual
C. GROUP HEALTH INSURANCE
The City will contribute toward the premium for the
• City contracted health insurance coverage a monthly amount of $100
through June 30, 1981, and increase the amount to $115 effective
July 1, 1981.
1. In those instances where employee's medical in-
surance premium is less than the City's contribution, such employee
will have an option to have the "excess" monies placed toward an
existing benefit program. These options include:
a. Purchase of additional life insurance.
b. Placement in a deferred compensation program.
C. Placement in one's retirement program with PERS.
d. Placement in a group dental plan.
e. Placement spread over a combination of the
options listed above.
2. With regard to those employees who are non -health
subscribers, the City will provide $50 monthly toward one of the
options listed below, effective July 1, 1981, provided, however
that such employee shall provide the Personnel Department with evi-
dence of health insurance coverage of a plan at least equal to the
health insurance programs available through the City.
• a. Purchase of additional life insurance.
b. Placement in a deferred compensation program.
C. Placement in one's retirement program with PERS.
d. Placement toward dental premium.
e. Placement spread over a combination of the
options listed above.
Page Three
D. SICK LEAVE PAYOFF AND ACCRUAL
Sick leave will be earned at the rate of one day
(eight hours) per month for a possible total maximum of twelve
days per calendar year. Sick leave used during each calendar year
will be charged against the current year's earnings.
• At the end of the calendar year the City will deter-
mine the amount of unused sick leave. Thereupon, in January each
employee must carry-over to a sick leave "bank"' a minimum of seven
days, if available, and may request cash payment for any days above
seven or may add it to the sick leave bank. If seven days of unused
sick leave are not available, then the number of unused days must
be carried over to the sick leave "bank."
Current payoff programs at termination or retirement
will remain the same. This.is a "pilot" program and it will be
reevaluated by City management-. If the program is.discarded, the
City agrees to revert to its previously effective sick leave pro-
gram as contained in Resolution No. 1277, Section XIII (a) and (:h).
E. TUITION REIMBURSEMENT
The amount of reimbursement available under the City's
Tuition Reimbursement Program Guidelines will be increased to $260
annually for those employees enrolled.in a quarter -system program,
and $279 annually for those employees enrolled under a semester -
system program. These increased amounts will become effective
January 1, 1981.
F. ADMINISTRATIVE LEAVE
• 1. Management - Administrative leave is hereby granted
to "management" designated positions in the City's service. The pur-
pose of such leaves to provide limited time off with.regular com-
pensation in recognition of the amount of time beyond the regular
business week that is spent by management personnel on City business.
No management employee shall otherwise be entitled to compensation
for overtime unless specifically so designated.
In recognition of the above, a minimum of five (5)
days administrative leave (pro-rata based upon date of hire or
entrance into management) is`hereby granted. Additional adminis-
trative,leave, based on annual vacation earnings, may be granted.
Such additional leave time shall be calculated at the rate of
twenty-five.percent ('25%) of an employee's annual earned vacation
rate as of January 1 of each year. The use of all manner and forms
of management leave to be granted in accordance with current and
future guidelines approved by the City -Manager.
2. Confidential - Up to a maximum of.five days leave
(_pro-rata.based upon date of hire or entrance into management) may
be awarded to employees in the Confidential service based upon extra
hours contributed by the employee as evaluated and approved by the
respective department head.
• G. DEFERRED COMPENSATION
1. Management - Seventy-five dollars (_,$75)_ per month
allotment to be contributed towards health.insurance premiums or a
designated deferred compensation program.
2. Confidential - A $25 per month allotment to each.
employee which.may be contributed towards employee health.insurance
premiums or a designated deferred compensation program.
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H. VACATION PAYBACK
1.- Management - Pursuant to Resolution No. 5098
adopted in August, 1975, and as modified herein, management employees
with less than five years City service (exempt and/or non-exempt)
may receive payment in lieu of up to ten days of accumulated vacation
time in any calendar year upon filing a written request with the
Payroll Department five days prior to requested date of issuance of
the check.
Management employees with five or more years City
service (.exempt and/or non-exempt) may receive payment in lieu of up
to fifteen days accumulated vacation time in any calendar year upon
filing a written request with the Payroll Department five days prior
to requested date of issuance of the check.
. 2. Confidential - Confidential employees with less
than five years City service (exempt and/or non-exempt) may receive
payment in lieu of up to five days of accumulated vacation time
in any calendar year upon filing a written request with the Payroll
Department five days prior to requested date of issuance of the check.
Confidential employees with five or more years
City service (exempt and/or non-exempt) may receive payment in lieu
of up to ten days accumulated vacation time in any calendar year
upon filing a written request with the Payroll Department five days
prior to requested date of issuance of the check.
,I. VACATION NEW HIRES - MANAGEMENT SERVICE ONLY
• As adopted by Council on March 27, 1978, and contained
in Resolution No. 5668, each Management employee whose position is
listed herein shall be granted, upon completion of one year of
employment, at the employee's first employment anniversary date, a
minimum of 15 working days of vacation leave with pay. Additional
vacation, based on length of service, will accrue pursuant to
Section XII of Resolution No. 1277.
SECTION 4. ADMINTSTRATIVE ANALYST. I
The position of Administrative Analyst I whi.ch.is in the
exempt service will remain on the classified service salary step plan
and will receive the regular benefits accruing to City employees in
the general employee representation unit except that employees in
this classification will also be eligible for Administrative Leave
under the provisions of the Confidential service..
SECTION 5. POLI`CE INSPECTORS AND COMMUNICATIONS SUPERVISORS
A. Continue to receive annual uniform allowance.
B. Term life insurance equivalent to employee's gross
annual salary.
C. Education incentive, as separate compensation, ceases
and will be incorporated into annual salary..
• D. Deferred compensation in the amount of twenty-five (.$25).
dollars monthly.
E. Group health insurance and premium contribution as
annually provided.
F. City payment, as deferred compensation, of the employee's
full share of the retirement contribution, notwithstanding the. fact that
the percent of such contribution varies among public safety management
employees.
Page Five
G. Overtime - The classifications of Police Inspector7 and
Communications Supervisor will receive paid overtime at the rate of
time and one-half for all hours in excess of the normal daily work
shift of eight (:.8 )_ hours.
Further, the Police Inspectors will receive premium
overtime for callback for manpower shortages, court and being held
over upon the end of shift due to excessive workload. However,
Inspectors.receive straight time pay for training, monthly range
obligations, and being held over at end of shift to complete reports
or perform other functions that were started on the shift but not
completed prior to end of shift.
SECTION 6. POLI"CE LIEUTENANTS
. Police Lieutenants will receive administrative leave in
substitution for overtime pay. A monthly amount of $.75 in deferred
cbmpensation':will substitute for -uniform -allowance.
SECTION 7. That the City Council does hereby allocate an
amount of money not to exceed $200.00 per month for the life of this
resolution to adjust the salaries of certain Management and Confidential
employees in the future and under conditions to be stipulated by the
City Manager.
SECTION 8. BUDGET ALLOCATION
That the City Council does hereby allocate an amount of
money, not to exceed $110,000 and authorizes transfer of said funds
from Project SP79030 to the individual departmental accounts for
purposes of funding these salary and benefit adjustments for life
• of this resolution.
SECTION 9. The basic monthly salary of each Management
position listed below is hereby established as follows:
CLASS TITLE BASIC MONTHLY SALARY
Accounting Manager $ 2,125
Administrative Accountant 1,770
Administrative Assistant 2,190
Administrative Assistant
Battalion Chief 2,8.10
Battalion Chief 2,605
Battalion Chief 2,600
Building & Safety Director 3,09.G
City Manager
4,550
Communications Director
2,890
Communications Supervisor
1,575
•
Communisations Supervisor
1,575
Communications Supervisor
1,575
Communications Supervisor
1,388.10.4
Criminal Justice Research.Planner
_1r960
Division Manager/Assistant City Manager
3,770
Division Manager/City Engineer
3,305
•
CLASS TITLE
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BASIC MONTHLY SALARY
Division Manager/Development
Services Director $ 3,355
Division Manager/Police Chief 3,635
Finance Director 2,560
Fire Chief 3,035
Housing Development Administrator 2,410
Human Resources Director 2,950
Maintenance Director 3,135
Park Superintendent
Park Supervisor 1,760
Park Supervisor
1,875
Personnel Director
2,515
Police Commander
3,060
Police Commander
2,985
Police Inspector
2,665
Police Inspector
2,665
Police Inspector
2,660
Police Inspector
2,665
Police Inspector
2,670
Police Inspector
2,670
Police Lieutenant
2,850
Police Lieutenant
2,845
Police Lieutenant
2,875
Police Lieutenant
2,820
Police Records Supervisor
2,005
Principal Engineer
2,695
Principal Engineer
2,570
Principal Engineer
2,470
Principal Planner
2,250
Project Coordinator
1,781
Project Coordinator
Recreation & Parks Director
2,830
Redevelopment Manager
2,850
Risk Management Coordinator
2,185
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CLASS TITLE
BASIC MONTHLY SALARY
Senior Building Inspector
$ 1,970
Special Services Officer
1,930
.
Superintendent of Street Maintenance
2,125
Services
Water Maintenance Supervisor
1,735
SECTION 10. The basic monthly
salary of each Confidential
position listed below is hereby established
as follows:
CLASS TITLE.
BASIC MONTHLY SALARY
Administrative Analyst II
$ 1,595
Administrative Analyst II
1,595
Administrative Clerk
1,380
Departmental Aide
1,550
Departmental Aide
1,320
Departmental Secretary
1,405
Departmental Secretary
1,405
•
Departmental Secretary
1005
Departmental Secretary
1,405
Departmental Secretary
1,405
Departmental Secretary
1,405
Executive Assistant
1,705
Secretary
1,190 °
Secretary
1,120
Secretary
1,120
SECTION 1.1. The effective date
of this resolution is
January 1, 19.81.
SECTION 12. The City Clerk shall certify to the adoption
of this resolution.
APPROVED AND ADOPTED this 26th day of u y, 1981.
•
'
Mayor
ATTEST:
d�lz
City Clerk
Page Eight
I HEREBY CERTIFY that the foregoing Resoltuion No. 6270
was duly adopted .by the City Council of the City of West Covina at
a regular meeting thereof held on the 26th day of January, 1981,
by the following vote of the Council:
AYES: Councilmen: Bacon, Tennant, Chappell, Tice, Shearer
NOES: Councilmen: None
ABSENT: Councilmen: None.
APPROVED AS TO FORM:
� S
City Attorney
•
0
City Clerk