HomeMy WebLinkAboutRES NO 160-19RESOLUTION NO. . 1 6 0- 1.9
A RESOLUTION SETTING SALARIES AND
RELATED BENEFITS FOR OFFICERS AND
EMPLOYEES OF THE GENERAL SUPERVISORY,
POLICE SUPERVISORY AND MANAGEMENT UNITS.
WHEREAS, the Charter of the City of Bakersfield, Section 12, authorizes
the City Council to provide for salaries and related benefits for officers and employees
of the City; and
WHEREAS, the Council has determined what such salaries and related
benefits should be for such officers and employees of the City to be in effect on July 1,
2019
WHEREAS, the City has established definitions ofemployees and
recognizes those deemed as Management, General Supervisory (to include
Communications Center Supervisors) and Police Supervisory (to include Police
Sergeants) to be covered within this Resolution.
SECTION 1.
Resolution No. — 064-18 and all amendments are superseded by this Resolution.
SECTION 2.
Term of Agreement
This Resolution shall commence on July 1, 2019 and expire at 12:00 midnight on June
30, 2022, for the General Supervisory, Police Supervisory, and Management Units.
SECTION 3.
Salary Schedule
Attachment "A" is the salary schedule effective July 1, 2019 through June 30, 2022 and
is hereby adopted and incorporated into this Resolution as though fully set forth herein,
thereafter this Resolution shall be published in printed form.
Effective July 8, 2019:
The City shall provide a 2.5% increase for all salary ranges in effect for General
Supervisory and Management (miscellaneous) unit classifications.
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Effective July 8, 2019:
The City shall provide a 3.5% increase for all salary ranges in effect for Police
Management, Police Supervisory and Fire Management (sworn) unit classifications.
Effective the pay period including July 1, 2020, the City shall provide an increase for all
salary ranges in effect. for unit classifications equal to the increase in the Consumer
Price Index (CPI) for all urban consumers in the west region for the 12 months ending in
the December preceding the adjustment However, regardless of the CPI, the increase
shall not be greater than 2.5% or less than 1 %.
Effective the pay period including July 1, 2021, the City shall provide an increase for all
salary ranges in effect for unit classifications equal to the increase in the Consumer
Price Index (CPI) for all urban consumers in the west region for the 12 months ending in
the December preceding the adjustment. However, regardless of the CPI, the increase
shall not be greater than 2.5% or less than 1 %.
Sections of the resolution may be reopened throughout the term for classification
updates, salary adjustments should salary compaction arise in a departments due; to
salary settlements for subordinate employees or general economic matters in support of
recruitment and retention efforts.
SECTION 4.
Car and Mileage Allowances
A. Effective March 20, 2006, department heads who are not furnished an official
City car, or regularly utilize a pool vehicle for daily business, shall be reimbursed for
automobile use at the rate of ONE HUNDRED TWENTY DOLLARS ($120.00) per
week. Members of the City Council shall be reimbursed for automobile use at a rate
equivalent to that designated for department heads.
B. Effective. March 20, 2006, Management employees not furnished an official City
car, or regularly utilize a pool vehicle for daily business and who are not department
heads shall be reimbursed at the rate of twenty-five percent (25%) of the Department
Head allowance.
C. Effective March 20, 2006, future automobile allowance rates will be increased
annually thereafter on January 1St based upon the percentage annual increase of the
IRS mileage reimbursement rate. If the IRS mileage reimbursement rate decreases in
any given year, no change to the automobile allowance will be made.
D. Mileage allowances on the above where the car is in use on City business shall
be allowed based upon factors of gasoline costs and maintenance costs, provided,
ORIGNAL
however, that City officers named in Subsection A. shall receive mileage .allowances
only for out-of-town travel on City business.
E. The car allowance provided in Subsection A. shall be annually determined based
upon the factors of leasing costs, gasoline costs and up -keep cost increases, if any,
from year to year.
SECTION 5.
Medical and Dental Insurance
All future meeting and conferring and decisions regarding the structure of
medical/dental insurance coverage shall take place through the Joint City/Employee
Insurance Committee. The Committee shall consist of representatives from each Unit
and the City. There shall be a good faith effort to make all decisions by October 31 of
each year. Discussions as to the City's contribution, toward medical/dental insurance
shall continue to be determined through the formal meet and confer process between
the City and the individual Units.
Medicare Coverage. Any employee eligible to receive retiree medical insurance
coverage who is eligible for Medicare coverage whether through the City of Bakersfield,
other employers, spouse/domestic partner coverage, or for any other reason, shall be
required to obtain and utilize such coverage as a condition for receiving coverage under
the City's plan.
The City shall provide the surviving spouse/domestic partner and eligible dependent (s)
of any deceased employee with the health and welfare benefit contribution that had
been made `on behalf of the employee prior to their death.
Retiree Medical — Management, Police Supervisory and General Supervisory Units
a) Retiree Medical — Employees Hired Prior to April 1, 1996.
For retired employees hired by the City prior to April 1, 1996, who retire following fifteen (15)
years of permanent service or retire due to disability, eligibility for and contributions towards
retiree medical insurance shall be as originally set forth in City Council Resolution #227-88 and
herein set forth:
A. Retired employees enrolled under the City's health plan shall receive city contributions
based on the following formula:
Participation in the City retiree medical insurance plan will be offered to those
employees who retire following fifteen (15) years of regular service or retire due to
disability. Such retirees will receive a premium subsidy based upon 3% per year of
service, to the nearest quarter year, .up to a maximum of 30 years (90%), of the lower of
the HMO or Fee -For -Service Single rate. In no case shall a retiree in this class receive
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ORIGNAL
more than 90% of their applicable rate structure (i.e., single rate without Medicare rate,
single with Medicare rate, etc.) in subsidies from the City.
B. Forty-two (42%) percent of the actual premium for the "Fee for Service" Retiree Health
Plan shall be paid by the City and the balance of the premium shall be calculated and
paid pursuant to the formula in "A" above.
C. Retired employees covered under the HMO Insurance plans shall only receive the City
contributions under the formula in "A" above.
Participation in the City retiree medical insurance plan will be offered to those
employees hired after April 1, 1996 and before March 22, 2006, who retire
following twenty (20) years of regular service or retire due to disability. Such
retirees will receive a premium subsidy based upon 3% per year of service up to
a maximum of 30 years (90%), of the lower of the HMO or Fee -For -Service
Single rate. In no case shall a retiree in this class receive more than 90% of their
applicable rate structure (i.e. single without Medicare rate, single with Medicare
rate, etc.) in subsidies from the City.
b) Any employee eligible to receive retiree medical insurance coverage who
is eligible for Medicare coverage (Part A or B) whether through the City of
Bakersfield, other employers, spouse coverage, or for any other reason, shall be
required to obtain and utilize such coverage as a condition for receiving coverage
under the City's retiree medical plan.
c.) Employees hired after April 1, 1996 shall not be eligible to receive the 42%
Fee -For -Service plan subsidy.
d) Management and supervisory employees hired after February 22, 2006,
shall not be eligible to receive retiree medical insurance.
SECTION 6.
Life Insurance
The City shall provide a basic term life insurance policy for employees included
within this Resolution. In addition, the City shall provide contributions toward a
life insurance plan as follows:
Basic Life Benefit — up to $2,000 plus, 1 times Basic Annual Salary, rounded to
the nearest $1, 000, up to a maximum of $100,000.
Line of Duty Death Benefit — Including the prescribed death benefits defined in
Labor Code Section 4701 et. al, the City shall pay all reasonable funeral and
burial expenses to a maximum of $20,000 for a Bakersfield employee who dies
as the direct result of an on -duty related injury.
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SECTION 7.
Administrative Leave
Employees covered by this resolution, excluding Police Supervisory (Police
Sergeants) which are not eligible for Administrative Leave by prior agreement,
may be granted administrative leave under Section 2.84.620(d) of the. Bakersfield
Municipal Code and Administrative Rule Number 3.2 with the approval of the
department head and the City Manager.
The Supervisory Units may use up to 3 days consecutively of administrative
leave.
SECTION 8.
Uniform and Tool Allowance
The City shall provide a uniform allowance paid on a bi-weekly basis as follows:
A. Police Management, Police Supervisory and Fire Management, (safety,...-
members)
safety.. -members) shall receive the same allowance provided for represented Fire and
Police employees.
B. Fire and Police Communications Center Supervisors and Miscellaneous
Management, who are required to wear a uniform shall be provided with FIVE
HUNDRED EIGHTY DOLLARS ($580) per year. Animal Control Supervisors
required to wear a uniform shall be provided with EIGHT HUNDRED FIFTY
DOLLARS ($850) per year.
C. General Supervisory employees required to wear uniforms will be furnished
uniforms at no cost to the employee.
D. General Supervisory and Management (non -sworn) employees who require
safety footwear will be provided an allowance equal to those employees they
supervise. Approval will be for approved safety footwear for those classifications
listed with Human Resources.
E. General Supervisory employees who are required to provide a full complement of
hand tools shall be reimbursed for replacement of such tools up to FOUR
HUNDRED TWENTY FIVE DOLLARS ($425) annually, effective January 1,
2007.
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ORIGINAL
SECTION 9.
Accumulated Sick Leave
Payment of accumulated sick leave in event of death or resignation of a member
of the Management Unit, General Supervisory Unit and Police Supervisory Unit
shall be as follows:
A. One-half (%) of the unused sick leave shall be paid to -the member's
beneficiary or estate in the event of such member's death prior to his
separation from City employment after ten (10) years service.
B. One-half (Y2) of the unused sick leave shall be paid to a Police
Supervisory employee whose employment is terminated for any reason,
other than discharge, after ten (10) years service. Police Supervisory
employees that retire with an eligible service retirement shall be entitled to
a service sick leave pay -out and receive an additional 25% of accrued sick
leave compensation at the time of retirement.
C. Seventy-five percent (75%) of the unused sick leave shall be paid to a
Management Unit or General Supervisory Unit employee, whose
employment is terminated for any reason, other than discharge, following
five (5) years service.
SECTION 10.
Sick Leave Conversion
General Supervisory, Police Supervisory and Management employees accrue
sick leave at the rate of twelve (12) days per calendar year, with a maximum
accrual of one hundred twenty (120) days. An employee who has an accrued
balance at the end of the calendar year, which exceeds one hundred twenty
(120) days will receive one hundred percent (100%) of his/her accruals in excess
of one hundred twenty (120) days as vacation and may convert and be paid for
up to seventy-five (75%) of that amount of vacation. The amount to be converted
must be designated by the employee no later than the following January 31,
which will be paid to employee the second pay day in February. Employees
receiving the above conversion will not receive any sixty (60) to one hundred
twenty (120) day conversion of sick leave for that calendar year. The previously
established non -conversion sick leave "bank" will no longer exist for this group.
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SECTION 11.
Holidays
A. All eligible management and supervisory employees shall observe the. _
following eight—hour holidays with pay:
Martin Luther King Day
President's Day
Memorial Day _
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Day
New Year's Day
Three Floating Holidays, as provided below.
Employees shall also receive every day designated by the City Council as
special holidays in commemoration or in memorial of an extraordinary
occurrence as paid holidays.
During the time of any leave of absence without pay employees will not be
eligible for Holiday Pay.
B. Whenever a holiday falls on a Sunday, the following Monday shall be
observed. Whenever a holiday falls on a Saturday, the previous Friday shall be
observed as a holiday.
C. Employees assigned to seven—day per week shift schedules shall observe
the actual, not the observed holiday.
D. Floatinq Holidays. Each employee in the General Supervisory, Police
Supervisory and Management Units not working on a shift basis, who is
employed by the City when floating holiday is credited, shall be eligible for
floating holiday(s). Floating holiday(s) must have prior departmental approval
and shall be consistent with the efficient operation of the affected department and
its activities.
Floating holidays shall be utilized as follows on years that Christmas and New
Years fall on:
Saturday, - Sunday, or Monday, three floating holidays will be credited to
employees.
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ORIGINAL
Tuesday, Wednesday, or Friday, Christmas and New Years eve will be observed
as full day holidays and one floating holiday will be credited each employee.
Thursday, the Fridays following Christmas and New Years will be observed as
full day holidays and one floating holiday will be credited each employee.
Floating holidays not observed as Christmas or New Year's Eve shall be credited
and available by July 1 of each year.
E. Whenever a holiday falls on a Sunday, the following Monday shall be
observed. Whenever a holiday falls on a Saturday, none of the above shall be
observed as a holiday.
Employees assigned to seven-day per week shift schedules shall observe the
actual, not the observed holiday.
F. Eligibility. All probationary and full-time employees except those
employees who are absent without pay one-half (%2) day or more immediately
before and/or after the holiday, shall be eligible to observe holidays in the
manner herein provided.
G. Holiday Work. When General Supervisory and Police Supervisory are
required to work on a holiday, the eligible employee shall be credited for the
holiday once at the straight time rate and shall be credited once again for the
actual time worked as overtime at the employee's applicable overtime rate.
General Supervisory Unit employees working on a holiday designated in
Subsection A. shall be credited for overtime at time and one-half.
H. Holidays on Day Off. When a holiday falls on an employee's scheduled
day off, the eligible employee shall be credited for the holiday as overtime at the
straight time rate.
I. Designated Holidays and Manner of Payment for Holiday Work on Shift
Basis —All eligible employees. in the Fire/Police (Safety) Management, Police
Supervisory and Communications Center Supervisory Unit working on a shift
basis, without regard to holidays, are entitled to thirteen (13) holidays to be paid
at straight time. Applicability is at the discretion of the Chief, in support of
operations, and is not exclusive to shift basis.
J. Shift Trades. With department approval, Police Supervisory employees
in the same rank and assignment may exchange shifts. Shift exchanges must be
completed (paid back) no later than the pay period following the initial exchange.
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SECTION 12.
RETIREMENT
In addition to amounts presently paid by City, the City shall pay the following
contribution to PERS (Public Employees Retirement System) normally paid by
the employee:
A. Public Emolovees Retirement Svstem Contribution
General Supervisory - At the beginning of the employees sixth (6th) cumulative
year of service, the city shall pay (8%) on behalf of the employee for those hired
prior to January 1, 2013. Those hired after January 1, 2013 and are not classic
members as defined by the Public Employees' Pension Reform Act of 2013
(PEPRA), will pay half of normal pension cost as established by CalPERS upon
hire. Effective July 14, 2014, all employees hired prior to January 1, 2013 will
contribute the amounts set forth above or one-half of one percent (.5%) towards
the employee retirement contribution; whichever is greater.
2. Police Supervisory - At the beginning of the employees sixth (6th) cumulative year
of service, the city shall pay (9%) on behalf of the employee for those hired prior
to January 1, 2011. Those hired after January 1, 2011, and prior to January 1,
2013, will pay 100% of the PERS member contribution. Those hired after January
1, 2013, and are not classic members as defined by the Public Employees'
Pension Reform Act of 2013 (PEPRA) will pay half of normal pension cost as
established by CalPERS upon hire. Effective July 1, 2013 Police Sergeants
hired before January 1, 2011 will contribute 0.5% towards pension cost with an
additional 0.5% effective July 14, 2014 for a total of 1.0%.
3. Police and Fire Management (Safety) - The City shall pay nine percent (9%) on
behalf of the employee for those hired prior to January 1, 2011. Those hired
after January 1, 2011, and prior to January 1, 2013, will pay 100% of the PERS
member contribution. Those hired after January 1, 2013 and are not classic
members as defined by the Public Employees' Pension Reform Act of 2013
(PEPRA) will pay half of normal pension cost as established by CalPERS upon
hire. Effective July 14, 2014, all employees hired prior to January 1, 2011 will
contribute the amounts set forth above or one-half of one percent (.5%) towards
the employee retirement contribution; whichever is greater.
4. Management Unit, except Police and Fire Management (Safety) — The City shall
pay eight percent (8%) on behalf of the employee. Those hired after January 1,
2013 and are not legacy members as defined by the Public Employees' Pension
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ORIGAAL
Reform Act of 2013 (PEPRA) will pay half of normal pension cost as established
by CalPERS upon hire. Employer Paid Member Contributions (EPMC) shall be
reported as salaryearnings for retirement credit for Management, Police
Supervisory and General Supervisory beginning January 1, 2003, for those.
employees with five (5) years or more cumulative employment with the City.
Effective July 14, 2014, all employees hired prior to January 1, 2013 will
contribute the amounts set forth above or one-half of one percent°(.5%) towards
the employee retirement contribution; whichever is greater.
5. The City implemented the PERS option 2 Death Benefit for Miscellaneous
Management and General Supervisory on March 30, 2009; for Fire Management
(Safety) on April 11, 2011; for Police Management and Police Supervisory
(Safety) on January 13, 2014.
B. Public Employees Retirement System Formulas
Management and General Supervisory (excluding Safety) - Employees
hired prior to December 20, 2008 will be eligible for the 3% @ age 60 plan
and retirement is based on one year compensation. Those hired on, or
after, December 20, 2008 are eligible for the 2.7% @ age 55 plan and
retirement is based on three year compensation. Those hired after
January 1, 2013 and are not legacy members as defined by the Public
Employees' Pension Reform Act of 2013 (PEPRA) will be eligible for the
2% @ 62 plan and retirement is based on three year compensation.
2. Police and Fire Management (Safety) and Police Supervisory - Those
hired prior to January 1, 2011 will be eligible for 3% @ age 50 and
retirement is based on one year compensation. Those hired on, or after,
January 1, 2011 will be eligible for 2% @ age 50 and retirement is based
on three year compensation. Those hired after January 1, 2013 and are
not legacy members as defined by the Public Employees' Pension Reform
Act of 2013 (PEPRA) will be eligible for the 2.7% @ 57 plan and
retirement based on three year compensation.
SECTION 13.
Longevity Pay
The City shall compensate employees for longevity as follows:
A. General Supervisory Units - Effective the first full pay period in April 1984,
the City will institute a Longevity Pay Program for Unit members as follows (the
amounts are not cumulative):
1. Ten (10) or more uninterrupted years of City employment - two percent
(2%) of base pay.
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2. Fifteen (15) or more uninterrupted years _.of City employment - four
percent (4%) of base pay.
3._ Twenty (20) or more uninterrupted years of City employment - six
percent (6%) of base pay.
Employees hired after January 1, 1985, shall not be eligible for longevity pay.
SECTION 14.
Incentive Pay
City shall contribute an additional five percent (5%) of employee's base salary to
all Police Management and Police Supervisory employees possessing either an
Intermediate or Advanced Certificate, or both, issued by the Police Officers
Standards and Training Commission (P.O.S.T.).
Police Sergeants in possession of a POST Supervisory Certificate shall receive
an additional five (5%) of base pay (total of 10%). Employees promoting to
Police Supervisory receiving incentive pay for an advanced certificate shall
continue to receive the pay for up to 24 months pending qualification for the
Supervisory Certificate. Maximum incentive pay in all cases is (10%) ten
percent.
City shall contribute an additional five percent (5%) of employee's base salary to
Fire Management personnel holding an Associate in Arts Degree which fulfills all
requirements of a Fire Science Certificate and five (5) years employment with the
Bakersfield Fire Department, or two and one-half percent (2'/z%) of employee's
base salary for those safety personnel in the Bakersfield Fire Department who
have obtained a Fire Science Certificate requiring thirty (30) units and eight (8)
years employment of Fire Management Certificate requiring twenty-one (21) units
and eight (8) years employment with the department.
SECTION 15.
Hazard Pay: Police Supervisory
Hazardous duty pay for motorcycle duty, SWAT and bomb squad members shall_
be One Hundred Forty ($140.00) dollars per month.
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SECTION 16.
Shift Differential
General Supervisory employees shall receive an increased shift differential of
$.90 per hour 3 p.m. to midnight and $1.25 between 12 midnight and 7 a.m.,
effective January 1, 2007.
Police Supervisory employees shall receive a shift differential of $.90 per hour for
the hours worked between 7 p.m. and 7 a.m.
SECTION 17.
Stand -By Pay
Effective March 22, . 2006, General Supervisory employees designated by
management who are directed to remain on stand-by, pursuant to Section
2.84.270 of the Bakersfield Municipal Code, shall receive FORTY DOLLARS
($40.00) per each eight (8) hours on stand-by or fraction thereof.
Police Supervisory employees, when officially designated by management to
remain available to return to work at any time during specific hours outside of .
normal working hours, shall receive forty dollars ($40) per each four (4) hours or
fraction thereof on stand-by; or sixty dollars ($60) if the employee is on stand-by
for over four (4) hours. Such pay shall be in addition to any call-back
compensation. To the extent feasible, the parties agree that stand-by shall be
assigned on an equitable basis to all eligible employees.
Police Supervisory employees called back shall receive a minimum of four (4)
hours compensation.
SECTION 18.
Additional Working Shift Compensation
In consideration for working an additional full shift, in addition to regularly
scheduled duty shifts, Police Lieutenants will be compensated at straight time for
each such additional full shift worked.
SECTION 19.
Overtime: Supervising Fire Dispatchers
Supervising Fire Dispatchers will be compensated. for overtime worked at time
and one-half.
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SECTION 20.
Overtime: Communications Center Supervisors".
Effective March 20, 2006, Communications Center Supervisors will be
compensated for overtime worked at a straight hourly rate and will receive an
additional 3.5% of salary in lieu of overtime at time and one half.
SECTION 21.
Compensatory Time off -Maximum Accrual'
Compensatory time off accrual maximum for Police Supervisory employees shall
be one hundred and sixty (160) hours.
SECTION 22.
Residency Requirement
The residency requirement for General Supervisory Unit employees shall be
amended to require that employees maintain residency within one (1) hour
normal driving time from City Limits. Normal driving time shall be defined as
driving the most direct route at the posted speed limit. Employees must comply
with the residency requirement within six months of passing probation.
SECTION 23.
Physical Assessment Program
Up to one time each eighteen (18) month period starting January 1, 1995 for
Police Supervisory Unit (Non -Safety) employees and starting January 1, 1996 for
Management Unit employees, the City will offer these employees the opportunity
to receive a comprehensive physical assessment and follow-up counseling
session. The Assessment will measure:
Cardiovascular fitness
Blood pressure
Blood composition (cholesterol, etc.)
Body composition
Muscular endurance
Flexibility
Starting September 27, 2011 Police Supervisory (Police Sergeants) will be
eligible for a physical assessment at least once during each fiscal year. The
assessment will include those items listed above in addition to a PSA (for
employees 45 years of age or -older, upon specific request).
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When indicated by initial results, follow-up testing will be performed. Results of
the assessment will be confidential and for the individual employee's use only.
The City will receive composite data to be used in evaluating the need for
training, seminars, etc. The program will.be provided on work time and will be
voluntary.
SECTION 24.
Witness/Jury Duty
The City shall amend its Administrative Policy and Procedure regarding jury duty
to provide for paid leave when an employee is subpoenaed to appear as a
witness in court in Kern County on matters of civic concern. Examples of matters
of civic concern would include criminal matters, accidents, etc.
SECTION 25.
Vacation
Annual vacation accrual will be as set forth in the_ Bakersfield Municipal Code,
Section 2.84.350. Maximum vacation accrual shall be three (3) years' annual
accrual. Between 5 to 10 years of service, the maximum vacation accrual shall
be increased to three (3) years and three (3) days. After ten (10) years of service,
the maximum accrual shall be increased to three (3) years and nine (9) days.
SECTION 26.
Unit Representation Change
Effective June 1, 1992, the Communications Center Supervisors will become part
of the Police Supervisory Unit as Non -Safety members.
Effective January 1, 2005 employees of the Communications Supervisory
classification were incorporated into the General Supervisory group. This was in
relationship to the Police Sergeants being granted representation through the
Bakersfield Police Officer Association.
The Police Sergeants were covered by this resolution prior to 2005 but had left
after formal request, and approval, of the City Manager in April 2004. The Police
Sergeants were returned under this resolution as, Police Supervisory Unit, after
formal request was made to the City Manager and approved effective September
27, 2011.
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SECTION 27.
Payroll
Effective immediately, all payroll changes shall take place at the nearest pay
period.
Direct Deposit Effective January 8, 1996, all Management employees shall
participate in direct deposit for payroll purposes.
SECTION 28.
Bi -lingual Pay
Police Supervisory Unit employees capable of speaking Spanish shall be eligible
to receive an additional ONE HUNDRED DOLLARS ($100.00) per pay period
and Communications Center Supervisor employees capable of speaking Spanish
shall be eligible to receive an additional FORTY DOLLARS ($40.00) per pay
period. During the time of any leave of absence without pay employees will not
be eligible for bilingual pay. All personnel shall utilize any language skills they
possess to the best of their ability inhandling their responsibilities on a non
regular basis without compensation. To be eligible, an employee must: 1) Pass
the test demonstrating conversational fluency in Spanish; 2) Pass periodic
retests in language skills; and 3) Serve as translators as required.
fluency in Spanish; 2) Pass periodic retests in language skills; and 3) Serve as
translators as required.
Additional languages may be added by the Chief of Police. Notwithstanding the
above, all personnel shall utilize any language skills they possess to the best of
their ability in handling their responsibilities. In case of an emergency, all
employees will use whatever language skills they possess to assist to the
maximum extent possible.
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HEREBY CERTIFY that the foregoing Resolution was passed and adopted by the
Council ®Qf- 2the201�ity of Bakersfield at a regular meeting thereof held on
T , by the following vote.
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NOES:
ABSTAIN:
SENT
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COUNCILMEMBER, RIVERA, GONZALES, WEtR, SMITH, FREEMAN, SULLIVAN, PARLIER
COUNCILMEMBER N�
COUNCILMEMBER V�iafp
COUNCILMEMBER - WAV
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JORIGNAL
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J LIE DRIMAKIS
CITY CLERK and EX OFFICIO CLERK of
the Council of the City of Bakersfield
APPROVED OCT 2 12019
Karen Goh
MAYOR of the City of Bakersfield
APPROV as to form:
VIRGIN A. GE ARO
CITY ATTORNEY of the City of Bakersfield
Attachment "A"
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City Of Bakersfield Effective: Jul 8, 2019
Salary Schedule by Title Approved: Oct 23, 2019
2080
$6,297.89
$6,612.84
$6,943.91
$7,291.27
$7,656.31
89320
ADMINISTRATIVE ANALYST III
M04
32.94
34.588
36.319
38.134
40.04
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2080
$5,709.60
$5,995.25
$6,295.29
$6,609.89
$6,940.27
57180
ANIMAL CONTROL SUPERVISOR
G30
32.94
34.588
36.319
38.134
40.04
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2080
$5,709.60
$5,995.25
$6,295.29
$6,609.89
$6,940.27
88330
ASSISTANT BUILDING DIRECTOR
M33
50.5
53.029
55.676
58.462
61:388
D
2080
$8,753.33
$9,191.69
$9,650.51
$10,133.41
$10,640.59
57440
ASSISTANT CITY CLERK
G25
31.006
32.558
34.185
35.899
37.693
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2080
$5,374.37
$5,643.39
$5,925.40
$6,222.49
$6,533.45.-
89120
ASSISTANT CITY MANAGER
M71
64.26
67.476
70.849
74.394
78.114
D
2080
$11,138.40
$11,695.84
$12,280.49
$12,894.96
$13,539.76
88070
ASSISTANT FINANCE DIRECTOR
M24
46.237
48.547
50.978
53.526
56.2
D
2080
$8,014.41
$8,414.81
$8,836.19
$9,277.84
$9,741.33
89140
ASSISTANT SOLID WASTE DIRECTOR
M33
50.5
53.029
55.676
58.462
61.388
D
2080
$8,753.33
$9,191.69
$9,650.51
$10,133.41
$10,640.59
57150.
ASSISTANT SUPERINTENDENT
G45
36.334
38.151
40.061
42.065
44.171
C
2080
$6,297.89
$6,612.84
$6,943.91
$7,291.27
$7,656.31
89330
ASSISTANT TO THE CITY MANAGER
M12
44.372
46.592
48.922
51.369
53.939
D
2080
$7,691.15
$8,075.95
$8,479.81
$8,903.96
$9,349.43
88250
ASSOCIATE ATTORNEY
M02
33.02
34.678
36.411
38.232
40.147
D
2080
$5,723.47
$6,010.85
$6,311.24
$6,626.88
$6,958.81
89900
ASST DIR OF TECH SERVICES
M08
42.261
44.372
46.592
48.922
51.369
D
2080
$7,325.24
$7,691.15
$8,075.95
$8,479.81
$8,903.96
88900
ASST DIRECTOR REC & PARKS
M29
54.851
57.592
60.475
63.499
66.674
D
2080
$9,507.51
$9,982.61
$10,482.33
$11,006.49
$11,556.83
88050
ASST PUBLIC WORKS DIRECTOR
M54
58.207
61.117
64.175
67.387
70.756
O
D
2080
$10,089.21
$10,593.61
$11,123.67
$11,680.41
$12,264.37
87890
ASST TO THE PUBLIC WORKS DIR
M06
40.252
42.261
44.372
46.598
48.924
D
2080
$6,977.01
$7,325.24
$7,691.15
$8,076.99
$8,480.16
�.
58620
BLDG INSP III - PLMBG & MECH
G40
35.625
37.409
39.283
41.244
43.311
C
2080
$6,175.00
$6,484.23
$6,809.05
$7,148.96
$7,507.24
58600
BLDG INSPECTOR III
G40
35.625
37.409
39.283
41.244
43.311
C'
2080
$6,175.00
$6,484.23
$6,809.05
$7,148.96
$7,507.24
58610
BLDG INSPECTOR III - ELEC SPEC
G40
35.625
37.409
39.283
41.244
43.311
C
2080
$6,175.00
$6,484.23
$6,809.05
$7,148.96
$7,507.24
89150
BUILDING DIRECTOR
M48
54.851
57.592
60.475
63.499
66.674
D ,
2080
$9,507.51
$9,982.61
$10,482.33
$11,006.49
$11,556.83
57880
BUSINESS MANAGER
G45
36.334
38.151
40.061
42.065
44.171
C
2080
$6,297.89
$6,612.84
$6,943.91
$7,291.27
$7,656.31
88500
C V B MANAGER
M18
44.44
46.667
49.002
51.449
54.027
D
2080
$7,702.93
$8,088.95
$8,493.68
$8,917.83
$9,364.68
89200
CITY ATTORNEY
M83
95.356
D
2080
$16,528.37
$0.00
$0.00
$0.00
$0.00
89250
CITY CLERK
M09
43.121
45.276
47.541
49.918
52.417
D
2080
$7,474.31
$7,847.84
$8,240.44
$8,652.45
$9,085.61
89300
CITY MANAGER
M89
126.172
D
2080
$21,869.81
$0.00
$0.00
$0.00
$0.00
89960
CITY TREASURER
M09
43.121
45.276
47.541
49.918
52.417
D
2080
$7,474.31
$7,847.84
$8,240.44
$8,652.45
$9,085.61
88380
CIVIL ENGINEER IV
M48
54.851
57.592
60.475
63.499
66.674
D
2080
$9,507.51
$9,982.61
$10,482.33
$11,006.49
$11,556.83
57260
CODE ENFORCEMENT OFFR III
G40
35.625
37.409
39.283
41.244
43.311
C
2080
$6,175.00
$6,484.23
$6,809.05
$7,148.96
$7,507.24
89340
COMM DEVELOPMENT COORDINATOR
G55
40.878
42.925
45.073
47.326
49.691
D
2080
$7,085.52
$7,440.33
$7,812.65
$8,203.17
$8,613.11
59950
COMMUNICATIONS CENTER SUPV
N15
28.388
29.813
31.3
32.869
34.515
C
2080
$4,920.59
$5,167.59
$5,425.33
$5,697.29
$5,982.60
57900
COMMUNICATIONS ENGINEER
G45
36.334
38.151
40.061
42.065
44.171
C
2080
$6,297.89
$6,612.84
$6,943.91
$7,291.27
$7,656.31
59970
COMMUNICATIONS OPERATIONS SUPV
N45
36.742
38.578
40.507
42.538
44.663
C
2080
$6,368.61
$6,686.85
$7,021.21
$7,373.25
$7,741.59
88460
CONSTRUCTION SUPERINTENDENT
M18
44.44
46.667
49.002
51.449
54.027
D
2080
$7,702.93
$8,088.95
$8,493.68
$8,917.83
$9,364.68
88260
DEPUTY CITY ATTORNEY I
M39
51.519
54.101
56.81
59.648
62.635
D
2080
$8,929.96
$9,377.51
$9,847.07
$10,338.99
$10,856.73
88080
DEPUTY CITY ATTORNEY II
M54
58.207
61.117
64.175
67.387
70.756
D
2060
$10,089.21
$10,593.61
$11,123.67
$11,680.41
$12,264.37
89460
DEVELOPMENT SERVICES DIRECTOR
M71
64.26
67.476
70.849
74.394
78.114
D
2080
$11,138.40
$11,695.84
$12,280.49
$12,894.96
$13,539.76
88200
DIR OF FIRE PREY/ENV SERVICES
M18
44.44
46.667
49.002
51.449
54.027
D
2080
$7,702.93
$8,0813.95
$8,493.68
$8,917.83
$9,364.68
89870
DIR OF TECHNOLOGY SERVICES
M42
52.529
55.154.
57.917
60.81
63.853
D
2080
$9,105.03
$9,560.03
$10,038.95
$10,540.40
$11,067.85
89000
DIRECTOR RECREATION & PARKS
M71
64.26
67.476
70.849
74.394
78.114
D
2080
$11,138.40
$11,695.84
$12,280.49
$12,894.96
$13,539.76
59895
ECONOMIC DEV PRINCIPAL PLANNER
G55
40.878
42.925
45.073
47.326
49.691
-;;'C
2080
$7,085.52
$7,440.33
$7,812.65
$8,203.17
$8,613.11
88100
ECONOMIC DEVELOPMENT DIRECTOR
M48
54.851
57.592
60.475
63.499
66.674
D
2080
$9,507.51
$9,982.61
$10,482.33
$11,006.49
$11,556.83
58300
ENGINEER III - WASTEWATER
G60
43.786
45.976
48.279
50.696
53.227
C '
2080
$7,589.57
$7,969.17
$8,368.36
$8,787.31
$9,226.01
89350
FINANCE DIRECTOR
M71
64.26
67.476
70.849
74.394
78.114
D
2080
$11,138.40
$11,695.84
$12,280.49
$12,894.96.
$13,539.76
88400
FLEET SUPERINTENDENT
M18
44.44
46.667
49.002
51.449
54.027
D
2080
$7,702.93
$8,088.95
$8,493.68
$8,917.83
$9,364.68
2080 $7,702.93 $8,088.95 $8,493.68 $8,917.83 $9,364.68
89910
HUMAN RESOURCES MANAGER
M42
52.529
55.154
57.917
60.81
63.853
D
2080
$9,105.03
$9,560.03
$10,038.95
$10,540.40
$11,067.85
57020
HUMAN RESOURCES SUPERVISOR
G45
36.334
38.151
40.061
42.065
44.171
C
2080
$6,297.89
$6,612.84
$6,943.91
$7,291.27
$7,656.31
56990
HYDROGRAPHIC SUPERVISOR
G45
36.334
38.151
40.061
42.065
44.171
C
2080
$6,297.89
$6,612.84
$6,943.91
$7,291.27
$7,656.31
86090
MANAGEMENT ASSISTANT
M05
26.28
27.594
28.965
30.409
31.937
O D
2080
$4,555.20
$4,782.96
$5,020.60
$5,270.89
$5,535.75
59800
PARK CONSTRUCTION & FAC PLNR
G55
40.878
42.925
45.073
47.326
49.691
C
2080
$7,085.52
$7,440.33
$7,812.65
$8,203.17
$8,613.11
88480
PARKS SUPERINTENDENT
M18
44.44
46.667
49.002
51.449
54.027
O D
2080
$7,702.93
$8,088.95
$8,493.68
$8,917.83
$9,364.68
89450
PLANNING DIRECTOR
M48
54.851
57.592
60.475
63.499
66.674
D
2080
$9,507.51
$9,982.61
$10,482.33.
$11,006.49
$11,556.83
51440
POLICE COMMUNITY RELATIONS SPV
G45
36.334
38.151
40.061
42.065
44.171
C
2080
$6,297.89
$6,612.84
$6,943.91
$7,291.27
$7,656.31
51300
POLICE CRIME LAB SUPERVISOR
G30
32.94
34.588
36.319
38.134
40.04
C
2080
$5,709.60
$5,995.25
$6,295.29
$6,609.89
$6,940.27
59890
PRINCIPAL PLANNER
G55
40.878
42.925
45.073
47.326
49.691
C
2080
$7,085.52
$7,440.33
$7,812.65
$8,203.17
$8,613.11
57350
PROPERTY ROOM SUPERVISOR
G20
28.905
30.353
31.867
33.46
35.132
C
2080
$5,010.20
$5,261.19
$5,523.61
$5,799.73
$6,089.55
89310
PUBLIC INFORMATION OFFICER
M04
32.94
34.588
36.319
38.134
40.04
D
2080
$5,709.60
$5,995.25
$6,295.29
$6,609.89
$6,940.27
89560
PUBLIC WORKS DIRECTOR
M77
68.177
71.585
75.167
78.928
82.87
D
2080
$11,817.35
$12,408.07
$13,028.95
$13,680.85
$14,364.13
88060
PUBLIC WORKS OPERATIONS MGR
M48
54.851
57.592
60.475
63.499
66.674
D
2080
$9,507.51
$9,982.61
$10,482.33
$11,006.49
$11,556.83
59920
PURCHASING OFFICER
G45
36.334
38.151
40.061
42.065
44.171
C
2080
$6,297.89
$6,612.84
$6,943.91
$7,291.27
$7,656.31
56000
REAL PROPERTY SUPERVISOR
G45
36.334
38.151
40.061
42.065
44.171
C
2080
$6,297.89
$6,612.84
$6,943.91
$7,291.27
$7,656.31
57910
RECORDS SUPERVISOR
G45
36.334.
38.151
40.061
42.065
44.171
C
2080
$6,297.89
$6,612.84
$6,943.91
$7,291.27
$7,656.31
57070
REVENUE PROGRAM SUPERVISOR
G15
28.075
29.481
30.956
32.51
34.129
O C
2080
$4,866.33
$5,110.04
$5,365.71
$5,635.07
$5,915.69
86020
RISK MANAGER
M08
42.261
44.372
46.592
48.922
51.369
D
2080
$7,325.24
$7,691.15
$8,075.95
$8,479.81
$8,903.96
89130
SOLID WASTE DIRECTOR
M48
54.851
57.592
60.475 .
63.499
66.674
a D
2080
$9,507.51
$9,982.61
$10,482.33
$11,006.49
$11,556.83
88560
SOLID WASTE SUPERINTENDENT
M18
44.44
46.667
49.002
51.449
54.027
D
2080
$7,702.93
$8,088.95
$8,493.68
$8,917.83
$9,364.68
57010
SPECIAL EVENTS MGR - RABOBANK
G55
40.878
42.925
45.073
47.326
49.69.1
C
2080
$7,085.52
$7,440.33
$7,812.65
$8,203.17
$8,613.11
88640
STREET MAINTENANCE SUPT
M18
44.44
46.667
49.002
51.449
54.027
D
2080
$7,702.93
$8,088.95
$8,493.68
$8,917.83
$9,364.68
59880'
SUPERVISING FIRE DISPATCHER
G05
23.535
24.714
25.952
27.252
28.618
C
2080
$4,079.40
$4,283.76
$4,498.35
$4,723.68
$4,960.45
57110
SUPERVISOR I
G15
28.075
29.481
30.956
32.51
34.129
C
2080
$4,866.33
$5,110.04
$5,365.71
$5,635.07
$5,915.69
57080
SUPERVISOR I - CGCC
G15
28.075
29.481
30.956
32.51
34.129
C
2080
$4,866.33
$5,110.04
$5,365.71
$5,635.07
$5,915.69
57120
SUPERVISOR 11
G30
32.94
34.588
36.319
38.134
40.04
C
2080
$5,709.60
$5,995.25
$6,295.29
$6,609.89
$6,940.27
57830
SUPERVISOR II - RECREATION
G30
32.94
34.588
36.319
38.134
40.04
C
2080
$5,709.60
$5,995.25
$6,295.29
$6,609.89
$6,940.27
57161
TECH SYS SUPERVISOR
G32
36.334
38.151
40.061
42.065
44.171
O C
$0.00
$0.00
$0.00
$0.00
$0.00
88370
TRAFFIC ENGINEER
M48
54.851
57.592
60.475
63.499
66.674
D
2080
$9,507.51
$9,982.61
$10,482.33
$11,006.49
$11,556.83
88690
WASTEWATER MANAGER
M48
54.851
57.592
60.475
63.499
66.674
D
2080
$9,507.51
$9,982.61
$10,482.33
$11,006.49
$11,556.83
88680
WASTEWATER TREATMENT SUPT
M18
44.44
46.667
49.002
51.449
54.027
D
2080
$7,702.93
$8,088.95
$8,493.68
$8,917.83
$9,364.68
89110
WATER RESOURCES DIRECTOR
M48
54.851
57.592
60.475
63.499
66.674
D
2080
$9,507.51
$9,982.61
$10,482.33
$11,006.49
$11,556.83
89160
WATER RESOURCES MANAGER
M71
64.26
67.476
70.849
74.394
78.114
D
2080
$11,138.40
$11,695.84
$12,280.49
$12,894.96
$13,539.76
59160
WATER RESOURCES PLANNER
G55
40.878
42.925
45.073
47.326
49.691
C
2080
$7,085.52
$7,440.33
$7,812.65
$8,203.17
$8,613.11
88570
WATER RESOURCES SUPERINTENDENT
M18
44.44
46.667
49.002
51.449
54.027
D
2080
$7,702.93
$8,088.95
$8,493.68
$8,917.83
$9,364.68