HomeMy WebLinkAboutRES NO 098-2023RESOLUTION NO. 0 9 8- 2 0 2 3
RESOLUTION SETTING SALARIES AND RELATED BENEFITS
FOR OFFICERS AND EMPLOYEES OF THE GENERAL
SUPERVISORY AND MANAGEMENT UNITS
WHEREAS, the Charter of the City of Bakersfield authorizes City Council to
provide for salaries and related benefits for officers and employees of the City;
and
WHEREAS, the Council has determined what salaries and related benefits
should be for officers and employees of the General Supervisory and
Management Units of the City effective July 1, 2019; and
WHEREAS, Resolution No. 160-19 and its 17 amendments thereto set
salaries and related benefits for employees of the General Supervisory and
Management Units and this Resolution replaces all of those resolutions and
amendments in their entirety; and
WHEREAS, a definition and complete list of all positions within the General
Supervisory and Management Units that this Resolution applies to is attached
hereto as Exhibit A which also includes corresponding salaries as Appendix 1 to
Exhibit A; and
that:
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Bakersfield
1. The above recitals are true and correct and are incorporated herein
by reference.
2. The attached Exhibit A and its Appendix 1 are attached hereto and
incorporated herein and approved as a part of the Resolution.
3. This Resolution is retroactive to July 1, 2019.
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Resolution Setting Salaries and Related Benefits for Officers and Employees of the General
Supervisory and Management Units
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HEREBY CERTIFY that the foregoing Resolution was passed and
by the Council of the City of Bakersfield at a regular meeting thereof
JUN 2 8 2023 by the following vote:
AYE ' COUNCILMEMBER ARIAS, GONZALES, WEIR, SMITH, FREEMAN, GRAY, KAUR
NOES: COUNCILMEMBER
ABSTAIN: COUNCILMEMBER
ABSENT: COUNCILMEMBER
A
APPROVED: JUN 2 8 2023
By
KAREN GOH
Mayor
APPROVED AS TO FORM:
VIRGINIA GENNARO
City Attoryey
By: G%l� � '
V"tGINIA/GENNARO
City Attorney
VG/vlg
Attachment - Exhibit A and Appendix 1
S:\COUNCIL\Resos\22-23\MgmtSupr.Reso.doc
adopted,
geld on
JWLIE DRIMAKIS, CPMC, MMC
CITY CLERK and Ex Officio of the Council
of the City of Bakersfield
Resolution Setting Salaries and Related Benefits for Officers and Employees of the
Supervisory and Management Units
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SECTION 1.
Exhibit A provides the list of positions within the General Supervisory and
Management Units and Appendix 1 identifies the corresponding' salaries for
employees in the categories and positions specified therein; the whole of said
attachment is hereby incorporated and approved as a part of the Resolution.
SECTION 2.
Term of Agreement
This Resolution is retroactive to July 1, 2019 and unless expires at 12:00 midnight on
June 30, 2025.
SECTION 3.
Salary
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.
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 %.
Exhibit A a`���K6,"p,
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Police Management appointed and active as of July 1, 2021, shall receive a one-
time recognition bonus of $5,000. Payable the payroll including December 15,
2021.
Miscellaneous Management (non -sworn) and General Supervisory shall receive a
one-time gross payment of $3,000.00, payable the payroll including December
15, 2021.
Police Management with 25 years, or more, of sworn service with the Bakersfield
Police Department will receive a one-time longevity bonus in the amount of
$15,000. Payable the payroll including December 15, 2021.
Effective July 5, 2021:
The City shall provide a 2.5% increase to the salary range for Fire Chief and Deputy
Fire Chief.
Effective July 4, 2022:
The City shall provide a 4.0% increase for all salary ranges in effect for General
Supervisory and Management (miscellaneous), Fire Management and Police
Management (sworn) unit classifications (approved November 16, 2022); and a
1.0% increase for all salary ranges in effect for General Supervisory and
Management (miscellaneous) and Fire Management unit classifications
(approved May 10, 2023).
Effective the pay period including July 1, 2023:
The City shall provide a 5.0% salary ranges in effect for General Supervisory and
Management (miscellaneous), and Fire Management (sworn) unit classifications.
4% will be in effect for all Police Management (sworn) unit classifications.
Effective the pay period including July 1, 2024:
The City shall provide a 5.0% salary ranges in effect for General Supervisory and
Management (miscellaneous), Fire Management (sworn) unit classifications. 4%
will be in effect for all Police Management (sworn) unit classifications.
Sections of the resolution may be reopened throughout the term for classification
updates, salary adjustments should salary compaction arise in a department(s)
due to salary settlements for subordinate employees or general economic
matters in support of recruitment and retention efforts.
SECTION 4.
Car and Mileage Allowances
Exhibit A ��Kc, S
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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 1 St 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, 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
Exhibit A �gPKc,11�1
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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 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 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.
Exhibit A
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0091GINAL
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.
SECTION 7.
Administrative Leave
Employees covered by this resolution 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.
Exhibit A o�SNKF�s�
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SECTION 8.
Uniform and Tool Allowance
The City shall provide a uniform allowance paid on a bi-weekly basis as
follows:
A. Police Management and Fire Management, (safety members) shall receive
the same allowance provided for represented Fire and Police employees;
annual allowance shall be One Thousand Three Hundred ($1,300.00) Dollars
earned and paid bi-weekly on a pro-rata basis. During the time of any
leave of absence without pay, employees will not be eligible for Uniform
Allowance.
B. Supervising Fire Dispatchers, 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. Allowance is earned and paid
bi-weekly on a pro-rata basis.
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 ($425) annually, effective
January 1, 2007.
SECTION 9.
Accumulated Sick Leave
Payment of accumulated sick leave in event of death or resignation of a
member of the Management Unit, General Supervisory Unit shall be as
follows:
Exhibit A p11$NK sT
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A. One-half ('/2) 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. 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 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.
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
Exhibit A
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OORIGINO
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. Floating Holidays. Each employee in the General 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.
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.
Exhibit A
Page 8
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OQRIGINAO
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 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
and Communications Center Supervisory Unit working on a shift basis,
without regard to holidays, are entitled to thirteen (13) holidays (12 of 13
pensionable; 1 of the floating holidays that is not associated with a
designated holiday is nonreportable) to be paid at straight time, as follows:
1. Police Management (Safety): 7.5% of base wages.
2. Communications Center Supervisors and Communications
Operations Supervisors: 5.0% of base wages.
3. Fire Management (Safety): 5.36% of base wages.
Applicability is at the discretion of the Chief, in support of operations, and
is not exclusive to shift basis.
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:
Exhibit A
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A. Public Employees Retirement System 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 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.
3. 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 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 salary earnings for retirement
credit for Management 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.
4. 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, 201 1; for Police Management (Safety) on
January 13, 2014.
B. Public Employees Retirement System Formulas
Exhibit A
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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) - 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.
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.
Exhibit A o� OAKF�
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ORIGINAL
Effective the pay period including July 1, 2022, Police Management
classifications will be eligible for the longevity program provided in Section
07.03.01 and 07.03.02 of the MOU with the Bakersfield Police Officers
Association, as follows:
Longevity and Retention
Longevity Bonus. In acknowledgement of the current difficulties in
recruitment and retention efforts of sworn personnel a longevity bonus is
established in recognition of member service effective July 1, 2022, in the
amounts of:
Tier 1; 5 years of continuous service - $3,000
Tier 2; 9 years of continuous service - $7,000
Tier 3; 14 years of continuous service - $9,000
Tier 4; 20 years of continuous service - $15,000
Tier 5; 25 years or more of continuous service - $20,000
Payments will be considered compensation earnable for Classic members.
Members are only eligible for a longevity bonus or performance retention
bonus, not both. Payments will be processed per qualifications outlined
below:
• Hired on or before December 31, 2012;
• Complete years of service based on service date to a sworn
position for the Bakersfield Police Department;
• No retroactive payments. Payments are made at the time -of -
service qualification following program effective date (i.e., in
2022 if a member has 13 years of service their l st payment
would be Tier 3 at year 14);
• Payments are one-time only based on service and tiers are not
repeating (i.e., tier paid in qualifying year only);
• Payments are made on the employee's current service date
in the qualifying year. A onetime consideration of service
dates of January - June 2022 will be paid in July 2022;
• Incumbents must work at least 1,040 regular hours, inclusive of
hours designated by the Chief of Police, in year preceding
qualification;
• Failure to qualify will delay payment of bonus tier until hours
worked are satisfied."
Exhibit A
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Performance Retention Bonus. In efforts to retain and develop qualified
sworn personnel a retention bonus is established, effective July 1, 2022, as
follows:
Tier 1; 5 years of continuous service -
$3,000
Tier 2; 9 years of continuous service -
$7,000
Tier 3; 14 years of continuous service
- $9,000
Tier 4; 20 years of continuous service
- $15,000
Tier 5; 25 years or more of continuous service - $20,000
Payments will not be considered compensation earnable for members.
Members are only eligible for a longevity bonus or performance retention
bonus, not both. Payments will be processed per qualifications outlined
below and not be:
• Hired on or after January 1, 2013;
• Incumbents must be in good standing with the department
exhibited by a satisfactory or above performance evaluation
in the qualifying year;
• Complete years of service based on service date to a sworn
position for the Bakersfield Police Department;
• No retroactive payments. Payments are made at the time -of -
service qualification following program effective date (i.e., in
2022 if a member has 13 years of service their 1 st payment
would be Tier 3 at year 14).
• Payments are one-time only based on service and tiers are not
repeating (i.e., tier paid in qualifying year only);
• Payments are made on the employee's current service date
in the qualifying year. A onetime consideration of service
dates of January - June 2022 will be paid in July 2002;
• Incumbents must work at least 1,040 regular hours, inclusive of
hours designated by the Chief of Police, in year preceding
qualification;
• Failure to qualify will delay payment of bonus tier until hours
worked are satisfied."
Exhibit A
Page 13
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OORIGINO
SECTION 14.
Incentive Pay
City shall contribute an additional five percent (5%) of employee's base
salary to all Police Management employees possessing either an
Intermediate or Advanced Certificate, or both, issued by the Police Officers
Standards and Training Commission (P.O.S.T.).
Police Management shall receive an additional five (5%) of base pay (total
of 10%) as a management incentive in recognition of Supervisory and
Management certificates under POST and/or advanced training
specializations as approved by the Chief of Police. 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'/2%) 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.
[INTENTIONALLY LEFT BLANKI
SECTION 16.
Shiff Differential
General Supervisory employees shall receive an increased shift differential
of $30 per hour 3 p.m. to midnight and $1.25 between 12 midnight and 7
a.m., effective January 1, 2007.
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
Exhibit A
Page 14
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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.
SECTION 18.
Additional Working Shiff Compensation
In consideration for working an additional half 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.
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.
Effective May 10, 2023, Communications Center Supervisors will be
compensated for overtime worked at time and one-half.
SECTION 21.
Compensatory Time off -Maximum Accrual
Compensatory time off accrual maximum for Police Management
employees shall be eighty (80) 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
Exhibit A
Page 15
OORIGINAL�
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, 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
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.
Exhibit A e�K�
Page 16
> ?n
F- r
`7®RIGINAL'
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. Effective July 3, 2021 the Police
Sergeants returned as members covered under the Bakersfield Police
Officers Association upon formal request and member vote.
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 Lieutenants 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
Exhibit A
Page 17 0k s�
v
` 0RIGINAL
language skills they possess to the best of their ability in handling 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.
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.
Exhibit A
Page 18
,5`r1ELd
City Of Bakersfield
Salary Schedule by Title:
Management and General Supervisory
Effective: July 4, 2022
Approved: June 28, 2023
(03
BAKERSFIELD
r z
,xO A 1160
57950
ACCOUNTANT II
G23
32.658
34.294
36.013
37.812
39.699
O
C
2080
$5,660.78
$5,944.21
$6,242.18
$6,554.15
$6,881.17
57960
ACCOUNTING SUPERVISOR
G47
43.988
46.184
48.490
50.922
53.464
C
2080
$7,624.50
$8,005.27
$8,404.95
$8,826.51
$9,267.15
89320
ADMINISTRATIVE ANALYST III
M04
35.998
37.798
39.689
41.673
43.756
O
D
2080
$6,239.73
$6,551.69
$6,879.42
$7,223.25
$7,584.41
57180
ANIMAL CONTROL SUPERVISOR
G30
35.998
37.798
39.689
41.673
43.756
O
C
2080
$6,239.73
$6,551.69
$6,180.37
$6,489.25
$7,584.41
88330
ASSISTANT BUILDING DIRECTOR
M33
55.187
57.951
60.843
63.889
67.086
D
2080
$9,565.82
$10,044.80
$10,546.19
$11,074.02
$11,628.28
88090
ASSISTANT CITY ATTORNEY
M75
79.079
83.036
87.187
91.550
96.129
O
D
2080
$13,707.02
$14,392.93
$6,180.37
$6,489.25
$16,662.32
57440
ASSISTANT CITY CLERK
G25
33.883
35.580
37.359
39.230
41.192
O
C
2080
$5,873.14
$6,167.25
$6,180.37
$6,489.25
$7,139.92
89120
ASSISTANT CITY MANAGER
M75
79.079
83.036
87.187
91.550
96.129
D
2080
$13,707.02
$14,392.93
$15,112.45
$15,868.74
$16,662.32
88070
ASSISTANT FINANCE DIRECTOR
M24
50.528
53.052
55.711
58.494
61.416
D
2080
$8,758.24
$9,195.73
$6,180.37
$6,489.25
$10,645.45
88320
ASSISTANT PLANNING DIRECTOR
M24
50.528
53.052
55.711
58.494
61.416
O
D
2080
$8,758.24
$9,195.73
$6,180.37
$6,489.25
$10,645.45
89140
ASSISTANT SOLID WASTE DIRECTOR
M33
55.187
57.951
60.843
63.889
67.086
D
2080
$9,565.82
$10,044.80
$10,546.19
$11,074.02
$11,628.28
57150
ASSISTANT SUPERINTENDENT
G45
39.706
41.693
43.779
45.970
48.270
C
2080
$6,882.40
$7,226.75
$6,180.37
$6,489.25
$8,366.79
89330
ASSISTANT TO THE CITY MANAGER
M12
48.490
50.916
53.462
56.137
58.946
D
2080
$8,404.95
$8,825.46
$6,180.37
$6,489.25
$10,217.24
88250
ASSOCIATE ATTORNEY
M02
36.085
37.896
39.790
41.781
43.873
D
2080
$6,254.78
$6,568.68
$6,896.93
$7,241.98
$7,604.72
89900
ASST DIR OF TECH SERVICES
M24
50.528
53.052
55.711
58.494
61.416
D
2080
$8,758.24
$9,195.73
$9,656.50
$10,138.99
$10,645.45
88900
ASST DIRECTOR REC & PARKS
M29
59.941
62.938
66.088
69.393
72.862
D
2080
$10,389.86
$10,909.28
$11,455.31
$12,028.13
$12,629.48
88150
ASST ECONOMIC DEVELOPMENT DIR
M48
59.941
62.938
66.088
69.393
72.862
O
D
2080
$10,389.86
$10,909.28
$11,455.31
$12,028.13
$12,629.48
88050
ASST PUBLIC WORKS DIRECTOR
M54
63.609
66.789
70.131
73.641
77.324
O
D
2080
$1 1,025.52
$1 1,576.81
$6,180.37
$6,489.25
$6,813.04
89110
ASST. WATER RESOURCES DIRECTOR
M48
59.941
62.938
66.088
69.393
72.862
D
APPENDIX 1
to
2080
$10,389.86
$10,909.28
$11,455.31
$12,028.13
$12,629.48
BLDG INSP III - PLMBG & MECH
G40
38.932
40.881
42.929
45.071
47.331
C
058620
e��
2080
$6,748.29
$7,086.00
$7,441.03
$7,812.35
$8,203.97
58600
BLDG INSPECTOR III
G40
38.932
40.881
42.929
45.071
47.331
C
2080
$6,748.29
$7,086.00
$7,441.03
$7,812.35
$8,203.97
58610
BLDG INSPECTOR III - ELEC SPEC
G40
38.932
40.881
42.929
45.071
47.331
C
2080
$6,748.29
$7,086.00
$7,441.03
$7,812.35
$8,203.97
88075
BUDGET OFFICER
M24
50.528
53.052
55.711
58.494
61.416
D
2080
$8,758.24
$9,195.73
$9,656.50
$10,138.99
$10,645.45
89150
BUILDING DIRECTOR
M48
59.941
62.938
66.088
69.393
72.862
D
2080
$10,389.86
$10,909.28
$11,455.31
$12,028.13
$12,629.48
57880
BUSINESS MANAGER
G45
39.706
41.693
43.779
45.970
48.270
C
2080
$6,882.40
$7,226.75
$7,588.44
$7,968.16
$8,366.79
88500
C V B MANAGER
M24
50.528
53.052
55.711
58.494
61.416
D
2080
$8,758.24
$9,195.73
$9,656.50
$10,138.99
$10,645.45
89250
CITY CLERK
M24
50.528
53.052
55.711
58.494
61.416
D
2080
$8,758.24
$9,195.73
$9,656.50
$10,138.99
$10,645.45
89960
CITY TREASURER
M10
48.490
50.916
53.462
56.137
58.946
D
2080
$8,404.95
$8,825.46
$9,266.80
$9,730.38
$10,217.24
58360
CIVIL ENGINEER III
G60
47.850
50.242
52.759
55.401
58.167
C
2080
$8,293.96
$8,708.69
$9,144.96
$9,602.76
$10,082.26
88380
CIVIL ENGINEER IV
M48
59.941
62.938
66.088
69.393
72.862
D
2080
$10,389.86
$10,909.28
$11,455.31
$12,028.13
$12,629.48
88515
CODE ENFORCEMENT MANAGER
M18
48.564
50.999
53.549
56.224
59.042
D
2080
$8,417.73
$8,839.82
$9,281.86
$9,745.44
$10,233.87
57260
CODE ENFORCEMENT SUPERVISOR
G40
38.932
40.881
42.929
45.071
47.331
C
2080
$6,748.29
$7,086.00
$7,441.03
$7,812.35
$8,203.97
89340
COMM DEVELOPMENT PRINCIPAL
G55
44.672
46.908
49.257
51.719
54.303
D
2080
$7,743.20
$8,130.80
$8,537.83
$8,964.64
$9,412.46
59950
COMMUNICATIONS CENTER SUPV
N15
31.023
32.580
34.206
35.920
37.718
C
2080
$5,377.35
$5,647.13
$5,928.98
$6,226.07
$6,537.86
57900
COMMUNICATIONS ENGINEER
G45
39.706
41.693
43.779
45.970
48.270
C
2080
$6,882.40
$7,226.75
$7,588.44
$7,968.16
$8,366.79
59970
COMMUNICATIONS OPERATIONS SUPV
N45
40.153
42.158
44.267
46.486
48.809
C
2080
$6,959.78
$7,307.46
$7,673.00
$8,057.62
$8,460.27
88460
CONSTRUCTION SUPERINTENDENT
M18
48.564
50.999
53.549
56.224
59.042
D
2080
$8,417.73
$8,839.82
$9,281.86
$9,745.44
$10,233.87
51450
CRIME ANALYSIS SUPERVISOR
G45
39.706
41.693
43.779
45.970
48.270
O C
2080
$6,882.40
$7,226.75
$7,588.44
$7,968.16
$8,366.79
88260
DEPUTY CITY ATTORNEY I
M39
56.300
59.122
62.083
65.183
68.449
D
2080
$9,758.74
$10,247.88
$10,761.00
$11,298.45
$11,864.44
88080
DEPUTY CITY ATTORNEY II
M54
63.609
66.789
70.131
73.641
77.324
D
2080
$11,025.52
$11,576.81
$12,156.10
$12,764.46
$13,402.75
88280
DEPUTY FIRE CHIEF
M57
69.8062
73.3028
76.9701
80.8182
84.8612
D
Z_
� O
l.10
2080
$12,099.73
$12,705.81
$13,341.48
$14,008.48
$14,709.28
88055
DEPUTY PUBLIC WORKS DIRECTOR
M70
66.795
70.134
73.641
77.324
81.190
O
D
2080
$11,577.86
$12,156.63
$12,764.46
$13,402.75
$14,072.91
89460
DEVELOPMENT SERVICES DIRECTOR
M71
70.224
73.738
77.424
81.299
85.364
D
2080
$12,172.21
$12,781.27
$13,420.09
$14,091.82
$14,796.46
88200
DIR OF FIRE PREV/ENV SERVICES
M18
48.564
50.999
53.549
56.224
59.042
D
2080
$8,417.73
$8,839.82
$9,281.86
$9,745.44
$10,233.87
89870
DIR OF TECHNOLOGY SERVICES
M71
70.224
73.738
77.424
81.299
85.364
D
2080
$12,172.21
$12,781.27
$13,420.09
$14,091.82
$14,796.46
89000
DIRECTOR RECREATION & PARKS
M71
70.224
73.738
77.424
81.299
85.364
D
2080
$12,172.21
$12,781.27
$13,420.09
$14,091.82
$14,796.46
88505
ECONOMIC & COMM DEV MANAGER
M24
50.528
53.052
55.711
58.494
61.416
D
2080
$8,758.24
$9,195.73
$9,656.50
$10,138.99
$10,645.45
59895
ECONOMIC DEV PRINCIPAL PLANNER
G55
44.672
46.908
49.257
51.719
54.303
C
2080
$7,743.20
$8,130.80
$8,537.83
$8,964.64
$9,412.46
88100
ECONOMIC DEVELOPMENT DIRECTOR
M71
70.224
73.738
77.424
81.299
85.364
D
2080
$12,172.21
$12,781.27
$13,420.09
$14,091.82
$14,796.46
58300
ENGINEER III - WASTEWATER
G60
47.850
50.242
52.759
55.401
58.167
C
2080
$8,293.96
$8,708.69
$9,144.96
$9,602.76
$10,082.26
89350
FINANCE DIRECTOR
M71
70.224
73.738
77.424
81.299
85.364
D
2080
$12,172.21
$12,781.27
$13,420.09
$14,091.82
$14,796.46
89400
FIRE CHIEF
M74
80.1819
84.1886
88.4073
92.821
97.464
D
2080
$13,898.19
$14,592.68
$15,323.94
$16,088.98
$16,893.76
87890
FISCAL AND ADMIN SERVICES MGR.
M09
47.124
49.478
51.953
54.551
57.281
D
2080
$8,168.09
$8,576.17
$9,005.25
$9,455.53
$9,928.73
57882
FISCAL AND ADMIN SVCS OFF I
G46
41.692
43.777
45.969
48.268
50.684
C
2080
$7,226.58
$7,588.09
$7,967.98
$8,366.44
$8,785.20
57885
FISCAL AND ADMIN SVCS OFF II
G47
43.988
46.184
48.490
50.922
53.464
O
C
2080
$7,624.50
$8,005.27
$8,404.95
$8,826.51
$9,267.15
57895
FISCAL AND ADMIN SVCS OFF III
G48
44.672
46.908
49.257
51.719
54.303
O
C
2080
$7,743.20
$8,130.80
$8,537.83
$8,964.64
$9,412.46
88400
FLEET SUPERINTENDENT
M18
48.564
50.999
53.549
56.224
59.042
D
2080
$8,417.73
$8,839.82
$9,281.86
$9,745.44
$10,233.87
88510
GENERAL SERVICES SUPT
M18
48.564
50.999
53.549
56.224
59.042
D
2080
$8,417.73
$8,839.82
$9,281.86
$9,745.44
$10,233.87
59900
HOMELESS SERVICES PRINCIPAL
G55
44.672
46.908
49.257
51.719
54.303
O
C
2080
$7,743.20
$8,130.80
$8,537.83
$8,964.64
$9,412.46
89910
HUMAN RESOURCES DIRECTOR
M71
70.224
73.738
77.424
81.299
85.364
D
2080
$12,172.21
$12,781.27
$13,420.09
$14,091.82
$14,796.46
89970
HUMAN RESOURCES MANAGER
M09
47.124
49.478
51.953
54.551
57.281
O
D
2080
$8,168.09
$8,576.17
$9,005.25
$9,455.53
$9,928.73
57020
HUMAN RESOURCES SUPERVISOR
G45
39.706
41.693
43.779
45.970
48.270
C
2080
$6,882.40
$7,226.75
$7,588.44
$7,968.16
$8,366.79
56990
HYDROGRAPHIC SUPERVISOR
G55
44.672
46.908
49.257
51.719
54.303
C
5�\LLD a
cu
2080
$7,743.20
$8,130.80
$8,537.83
$8,964.64
$9,412.46
r1
��p AL\�
86090
MANAGEMENT ASSISTANT
M05
28.719
30.155
31.652
33.232
34.901
O
D
2080
$4,978.02
$5,226.79
$5,486.41
$5,760.22
$6,049.43
59800
PARK CONSTRUCTION & FAC PLNR
G55
44.672
46.908
49.257
51.719
54.303
C
2080
$7,743.20
$8,130.80
$8,537.83
$8,964.64
$9,412.46
57465
PARK RANGER MANAGER
M18
59.941
62.938
66.088
69.393
72.862
D
2080
$10,389.86
$10,909.28
$11,455.31
$12,028.13
$12,629.48
57460
PARK RANGER SUPERVISOR
G40
38.932
40.881
42.929
45.071
47.331
O
C
2080
$6,748.29
$7,086.00
$7,441.03
$7,812.35
$8,203.97
88480
PARKS SUPERINTENDENT
M18
48.564
50.999
53.549
56.224
59.042
O
D
2080
$8,417.73
$8,839.82
$9,281.86
$9,745.44
$10,233.87
89450
PLANNING DIRECTOR
M48
59.941
62.938
66.088
69.393
72.862
D
2080
$10,389.86
$10,909.28
$11,455.31
$12,028.13
$12,629.48
51440
POLICE COMMUNITY RELATIONS SPV
G45
39.706
41.693
43.779
45.970
48.270
C
2080
$6,882.40
$7,226.75
$7,588.44
$7,968.16
$8,366.79
51300
POLICE CRIME LAB SUPERVISOR
G30
35.998
37.798
39.689
41.673
43.756
C
2080
$6,239.73
$6,551.69
$6,879.42
$7,223.25
$7,584.41
51310
POLICE PROP AND FAC SUPERVISOR
G15
30.681
32.217
33.829
35.528
37.296
C
2080
$5,318.00
$5,584.28
$5,863.68
$6,158.15
$6,464.69
59890
PRINCIPAL PLANNER
G55
44.672
46.908
49.257
51.719
54.303
C
2080
$7,743.20
$8,130.80
$8,537.83
$8,964.64
$9,412.46
57350
PROPERTY ROOM SUPERVISOR
G20
31.588
33.170
34.825
36.567
38.392
C
2080
$5,475.21
$5,749.54
$6,036.30
$6,338.29
$6,654.63
89310
PUBLIC INFORMATION OFFICER
M04
35.998
37.798
39.689
41.673
43.756
D
2080
$6,239.73
$6,551.69
$6,879.42
$7,223.25
$7,584.41
89560
PUBLIC WORKS DIRECTOR
M77
74.504
78.230
82.143
86.254
90.562
D
2080
$12,913.97
$13,559.79
$14,238.17
$14,950.69
$15,697.35
88060
PUBLIC WORKS OPERATIONS MGR
M48
59.941
62.938
66.088
69.393
72.862
D
2080
$10,389.86
$10,909.28
$11,455.31
$12,028.13
$12,629.48
59920
PURCHASING OFFICER
G46
41.692
43.777
45.969
48.268
50.684
C
2080
$7,226.58
$7,588.09
$7,967.98
$8,366.44
$8,785.20
56000
REAL PROPERTY SUPERVISOR
G46
41.692
43.777
45.969
48.268
50.684
C
2080
$7,226.58
$7,588.09
$7,967.98
$8,366.44
$8,785.20
57910
RECORDS SUPERVISOR
G45
39.706
41.693
43.779
45.970
48.270
C
2080
$6,882.40
$7,226.75
$7,588.44
$7,968.16
$8,366.79
57070
REVENUE PROGRAM SUPERVISOR
G15
30.681
32.217
33.829
35.528
37.296
O
C
2080
$5,318.00
$5,584.28
$5,863.68
$6,158.15
$6,464.69
57800
RISK MANAGEMENT SAFETY OFFICER
G45
39.706
41.693
43.779
45.970
48.270
C
2080
$6,882.40
$7,226.75
$7,588.44
$7,968.16
$8,366.79
86020
RISK MANAGER
M24
50.528
53.052
55.711
58.494
61.416
D
2080
$8,758.24
$9,195.73
$9,656.50
$10,138.99
$10,645.45
89130
SOLID WASTE DIRECTOR
M48
59.941
62.938
66.088
69.393
72.862
D
2080
$10,389.86
$10,909.28
$11,455.31
$12,028.13
$12,629.48
88560
SOLID WASTE SUPERINTENDENT
M18
48.564
50.999
53.549
56.224
59.042
D
Y U
2 �[
2080
$8,417.73
$8,839.82
$9,281.86
$9,745.44
$10,233.87
0 11�J
57010 SPECIAL EVENTS MGR - RABOBANK
G55
44.672
46.908
49.257
51.719
54.303
C
2080
$7,743.20
$8,130.80
$8,537.83
$8,964.64
$9,412.46
88640
M 18
48.564
50.999
53.549
56.224
59.042
D
2080
$8,417.73
$8,839.82
$9,281.86
$9,745.44
$10,233.87
59880 SUPERVISING FIRE DISPATCHER
G05
25.719
27.008
28.361
29.781
31.274
C
2080
$4,457.90
$4,681.46
$4,915.87
$5,162.02
$5,420.76
57110 SUPERVISOR I
G15
30.681
32.217
33.829
35.528
37.296
C
2080
$5,318.00
$5,584.28
$5,863.68
$6,158.15
$6,464.69
57080
SUPERVISOR I - CGCC
G15
30.681
32.217
33.829
35.528
37.296
C
2080
$5,318.00
$5,584.28
$5,863.68
$6,158.15
$6,464.69
57120
SUPERVISOR 11
G30
35.998
37.798
39.689
41.673
43.756
C
2080
$6,239.73
$6,551.69
$6,879.42
$7,223.25
$7,584.41
57830
SUPERVISOR II - RECREATION
G30
35.998
37.798
39.689
41.673
43.756
C
2080
$6,239.73
$6,551.69
$6,879.42
$7,223.25
$7,584.41
57165
TECH SERVICES PROJECT COORD
G04
35.998
37.798
39.689
41.673
43.756
O C
2080
$6,239.73
$6,551.69
$6,879.42
$7,223.25
$7,584.41
57161
TECH SYS SUPERVISOR
G32
44.245
46.458
48.780
51.220
53.779
O C
2080
$7,669.15
$8,052.72
$8,455.19
$8,878.16
$9,321.77
89335
TECHNOLOGY SERVICES MANAGER
M12
48.490
50.916
53.462
56.137
58.946
D
2080
$8,404.95
$8,825.46
$9,266.80
$9,730.38
$10,217.24
88370
TRAFFIC ENGINEER
M48
59.941
62.938
66.088
69.393
72.862
D
2080
$10,389.86
$10,909.28
$11,455.31
$12,028.13
$12,629.48
88690
WASTEWATER MANAGER
M48
59.941
62.938
66.088
69.393
72.862
D
2080
$10,389.86
$10,909.28
$11,455.31
$12,028.13
$12,629.48
88680
WASTEWATER TREATMENT SUPT
M18
48.564
50.999
53.549
56.224
59.042
D
2080
$8,417.73
$8,839.82
$9,281.86
$9,745.44
$10,233.87
89160
WATER RESOURCES DIRECTOR
M71
70.224
73.738
77.424
81.299
85.364
D
2080
$12,172.21
$12,781.27
$13,420.09
$14,091.82
$14,796.46
59160
WATER RESOURCES PLANNER
G55
44.672
46.908
49.257
51.719
54.303
C
2080
$7,743.20
$8,130.80
$8,537.83
$8,964.64
$9,412.46
88570
WATER RESOURCES SUPERINTENDENT
M18
48.564
50.999
53.549
56.224
59.042
D
2080
$8,417.73
$8,839.82
$9,281.86
$9,745.44
$10,233.87