HomeMy WebLinkAboutRES NO 012-01RESOLUTION NO. 0 ].~-,'0 1
A RESOLUTION APPROVING MEMORANDUM OF
UNDERSTANDING FOR EMPLOYEES OF THE
ASSOCIATION OF BAKERSFIELD POLICE
OFFICERS ("ASSOCIATION") AND ADOPTING
SALARY SCHEDULE AND RELATED BENEFITS.
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, in compliance with the Meyers-Milias-Brown Act of the State of
California, the City has met and conferred in good faith with the Association of Bakersfield
Police Officers, which represents employees of the Police Unit; and
WHEREAS, the City's negotiator and the Association have agreed upon
salaries and benefits for said Units; and
WHEREAS, the Council has determined that the salaries and related benefits
as agreed upon by the City's negotiator and the Association are acceptable.
NOW, THEREFORE, SE IT RESOLVED by the Council of the City of
Bakersfield as follows:
1. Resolution No. 76-98, together with amendatory resolutions, to the
extent the same applies to employees in the Police Unit, is superseded by this Resolution.
2. The attached Memorandum of Understanding for the Police Unit is
hereby approved, setting salaries and benefits for employees in said Unit.
3. The attached salary schedule covering the Police Unit shall constitute
the salaries for employees in the categories and positions specified therein and that the
whole of said attachment is hereby incorporated and approved as a part of the attached
Memorandum of Understanding between the City of Bakersfield and the Association.
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I HEREBY CERTIFY that the foregoing Resolution was passed and adopted by the Council
of the City of Bakersfield at a regular meeting thereof held on FEB 1_ & ~0~1 , by
the following vote:
AYES:
NOES:
ASSTAIN: COUNCIL MEMBER
ABSENT: COUNCIL MEMBER
COUNCIL MEMBER BENHAM, CARSON, COUCH, HANSON, MAGGARD, SALVAGGIO, SULLIVAN
COUNCIL MEMBER ~o~-,-
CITY CLERK and EX ERK of
the Council of the City of Bakersfield
APPROVED
FEB ~
HARVEY L. HALL
MAYOR of the City of Bakersfield
APPROVED as to form:
~AB~HILTG:!~F-
CITY ATTORNEY of the City of Bakersfield
S:\Resolution\Police Safety 2001 .MOU.wpd
1/30/01
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MEMORANDUM OF UNDERSTANDING BETWEEN
REPRESENTATIVES OF MANAGEMENT CITY Of BAKJ~R.~FIELJ~
FOR THE CITY OF BAKERSFIELD
AND Agreement iX,~a}
ASSOCIATION OF BAKERSFIELD POLICE OFFICERSApproved
RECITALS
The Association of Bakersfield Police Officers (hereinafter, Union)
is recognized as the exclusive representative, as provided in the City's
Employer-Employee Relations Resolution for all employees
assigned to the Police Bargaining Unit in the following
classifications and any other classification which is subsequently
determined to be included in the Police Bargaining Unit.
Police Officer
Senior Police Officer
Senior Police Lab Tech (swom officer)
Training Officer
Detective
Representatives of Management for the City of Bakersfield and
representatives of the Union have met on a number of occasions and
have conferred in good faith exchanging a number of proposals
concerning wages, hours, fringe benefits and other terms and
conditions of employment of employee-members represented by the
Union.
The representatives of Management for the City of Bakersfield and
the representatives of the Union have reached an understanding as to
certain recommendations to be made to the City Council for the City
of Bakersfield and have agreed that the parties hereto will jointly
urge changes in wages, hours, fringe benefits and other terms and
conditions of employment contained in these joint recommendations.
The parties hereto shall jointly recommend to the City Council of the
City of Bakersfield that one or more salary resolutions be adopted
effectuating the following changes in salaries, fringe benefits and
other terms of employment for the employee-members represented
by the Union.
MANAGEMENT RIGHTS
The City shall have the exclusive right to determine the mission of
the Police Department, set levels of service to be performed, direct its
employees, schedule personnel, set watches, exercise control and
discretion over the Police Department and operations, and determine
the methods, means and personnel by which the Police Department's
operations are to be conducted, and the levels of service met;
provided, however, that the exercise of such rights does not preclude
employees or their representatives from meeting and consulting with
Management or filing grievances about the consequences that
decisions on these matters may have on wages, hours and other
terms and conditions of employment.
Prevailing rights, rules of conduct, benefits and all other working
conditions within the scope of representation in effect at the date~
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this Agreement and not inconsistent herewith shall be continued.
NON-DISCRIMINATION
The City and the Union agree not to discriminate against any
employee because of membership or non-membership in the Union
or because of any activities or lack of activities on behalf of the
Union. The City and the Union further agree not to discriminate,
harass, or retaliate against any employee as a result of the exercise
of their rights under this Agreement, or under Section 3500 et seq.,
of the Government Code of the State of California.
SALARIES AND OVERTIME
Salary ranges in effect for the classifications of the unit shall be
increased as follows:
2% effective September 24, 2001
3% effective July 1, 2002
5% effective April 7, 2003
Retirement Contribution. The City's contribution shall be nine
percent (9%) for employees hired prior to July 1, 1983 and four
percent (4%) for those hired on or after July 1, 1983. Employees
hired on or after July 1, 1983, will be eligible to receive the nine
percent (9%) payment effective the beginning of their seventh (7th)
uninterrupted year of service. Such payments by the City shall be
reported as normal contributions and shall be credited to the
employee's accounts pursuant to Government Code Section 20615.
This PERS pickup is done pursuant to Section 414(H) (2) of the
Internal Revenue Code.
Overtime. Overtime language is included in the Municipal Code
Sections 2.84.180, 190, 200, 210, 220, 240, 250 and in the City
Administrative Rules and Regulations Section II - 2.1.1. These
provisions, unless modified by this MOU, are incorporated by
reference as though fully set forth herein.
Voluntary Overtime. The voluntary overtime list shall remain in
effect for the term of this Agreement. Individuals volunteering may
work up to one (1) shift per twenty-eight (28) day work cycle at
straight time rates. Use of the list shall be to maintain minimum
staffing only and shall not be used to replace existing overtime
compensation.
Minimum Time or Pay for Callbacks. Minimum time or pay for
callbacks shall be as provided for in Municipal Code Section
2.84.260.
HEALTHINSURANCE
The City and Association have agreed that all future meeting and
conferring and decisions regarding the structure of medical/dental
insurance coverages shall take place through the Joint City/Employee
Medical Insurance Committee. The Committee shall consist
representat ves from each Unit and the Cty There shall be a
faith effort to make all dems,ons by October 31 of each year.
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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.
Medical and Dental Benefits. The City and employees shall share
bi-weekly contributions towards medical, vision, and dental plans for
all employees of this Unit as follows:
Final
Fee Dental
Fee Health
HMO Dental Fee Dental Dental HMO Employee
HMO Health HMO Health Fee Health Contribution
Employee 80%
Only
80% 80% 80% 20%
Employee 80%
+l
80% 80% 80% 20%
Family 80%
80% 80% 80% 20%
05.03.00 RETIREE MEDICAL
05.03.01 Retiree Medical-Employees hired before April 1, 1998
Only employees with a minimum of fifteen (t5) years
accumulated permanent service shall be eligible for
participation in the retiree medical insurance program. The
fifteen-year minimum shall be waived for employees retiring
because of a job related disability. Employees retiring
because of a job related disability shall be credited with
either eight (8) years or their actual accumulated service time,
whichever is greater for the purpose of calculating the retiree
medical allowance under the City's adopted formula.
b)
Any employee eligible to receive retiree medical insurance
coverage who is eligible for Medicare coverage (Part A),
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 plan.
c)
City Contribution Formula. The City's contribution to reetiree
premiums shall be based on the lower of the Health
Maintenance Organization or Fee-for-Service, single-party
rate. The City's contribution to retirees will be 3% per year
of service to a maximum contribution of 90% of the premium
for 30 years of service.
d)
42% Contribution for "Fee for Service". 42% of the actual
premium for the "Fee-for-Service" Retiree Health Plan shall
be paid by the City in addition to the amount paid under the
City Contribution Formula.
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Retiree Medical - Employees hired after April 1, 1998. Employees
hired after April 1, 1998, will be eligible for retiree medical under
following conditions: '~-~ %'
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a)
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Participation in the City retiree medical insurance plan will be
offered to those employees who retire following twenty (20)
years accumulated permanent 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)
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 I, 1998, shall not be eligible to
receive the 42% Fee-For-Service plan subsidy.
Medicare Risk Plan. The City has established a Medicare Risk
option with the City contributing the cost of the Medicare Risk
premium and a fiat dollar amount up to the Medicare part B monthly
premium at the 1996 rate ($42.50). In no case would this
contribution exceed 90% of the lowest single rate. The City reserves
the right to modify or eliminate this practice in the future in response
to changes in medical plans by providers, the changes to the
Medicare program by the federal government, or changes to
economic or legal conditions, subject to the meet and confer
requirements under the law with labor organizations.
RETIREMENT
No later than December 1, 2003, the City will implement the 3% @
50 Retirement Program. Current plan options shall remain
unchanged.
The City and Union have negotiated this plan change with the
understanding that the City's normal cost for the current program is
13.047% (currently offset by 10.159% due to plan surpluses) and
the incremental cost of the plan change is 4.522%; with a total
implemented cost of 17.913%. Should plan costs exceed 17.913%;
the parties agree to reopen negotiations, with an intent to agree on
ways to offset the additional costs.
OTHER COMPENSATION
Uniform Allowance. The uniform allowance for unit employees
shall be Nine Hundred Dollars ($900.00) per year. Said uniform
allowance shall be payable on or before July 1 of each year but shall
be earned monthly on a pro-rata basis so that any employee
terminating during the year will be charged for the unearned portion
of the uniform allowance at the time of termination. Effective July 1,
2003, the uniform allowance shall be increased to Nine Hundred
Fifty Dollars ($950.00) per year. Motorcycle officers shall continue;,.sv,~,~,
to receive an additional Twenty-Five Dollars ($25.00) per quarte~"
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uniform allowance.
Standby Pay. Standby pay shall continue at Forty Dollars ($40.00)
per eight (8) hour shift in addition to any call-back pay earned.
Longevity Pay. Those employees who received longevity pay as of
January 7, 1985 shall continue to receive the dollar amount received
as of that date for so long a they would have retained eligibility under
longevity pay rules. For all other employees the longevity pay
program has ended.
Hazard Pay. Hazardous duty pay for motorcycle officers and bomb
squad members shall continue at One Hundred Twenty ($120.00)
Dollars per month.
Deferred Compensation Plan. Employees in the unit shall be entitled
to participate in the City's Deferred Compensation Plan.
Minimum Court Call-Back. Employees called back for court
appearances shall receive a minimum three (3) hours compensation
at the appropriate rate of pay.
Educational Incentive Pay. Unit employees in possession of an
Intermediate POST certificate and/or Advanced POST certificate
shall receive an additional five (5%) percent of base pay. Unit
employees in possession of Advanced POST certificates shall
receive an additional five (5%) pement of base pay (total of 10%).
Bilingual Pay. Police Unit employees capable of speaking Spanish
shall be eligible to receive an additional Twenty-Five ($25.00)
Dollars per pay period. To be eligible, an employee must; 1) Pass
the test demonstrating conversational fluency in Spanish; 2) Pass
periodic retests in language skills; 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.
K-9 Compensation. Officers assigned by the Chief of Police as K-9
Officers shall receive an additional five (5%) percent pay. It is
understood that this payment constitutes compensation for the
additional time spent caring for the assigned animal (two hours per
week of straight time). The five (5%) percent shall be added to base
pay consistent with the treatment of other incentive pays.
K-9 compensation shall end when officers are reassigned to other
duties.
Pay for Temporary Assignments to Higher Classifications.
Language is included in Municipal Code Section 2.84.150 and in the
Administrative Rules and Regulations Section II1-1.4. These
provisions unless modified by this MOU, are incorporated
reference as though fully set forth herein.
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Senior Police Officers assigned to training as Training Officers shall
be paid at the Detective salary level for the term of their assignment.
LEAVES
Personal. Employees in the unit may utilize up to one (1) day per
year of earned sick leave for personal business.
Holidays. Employees in the unit will be entitled to thirteen (13)
holidays per fiscal year.
Holiday Conversion. Unit employees shall be allowed to convert an
unlimited amount of holiday pay to compensatory time off on an
hour for hour basis; subject to compensatory time off accrual
maximums.
The unit employees who observe holidays shall use the holiday
schedule utilized by Management and Supervisory personnel.
Vacation. The vacation accrual schedule shall mad:
Years Days
0- 4 I0
5- 13 15
14 + 20
Pursuant to the schedule above, employees accrue vacation at the rate
of .83 days per month from the date of initial employment through
the fourth year of continuous service (48 months). Beginning with
the first month of the employees fifth year of service (49th month),
the employee begins to accrue vacation at the rate of 1.25 days per
month. This continues until the beginning of the employees
fourteenth year of service (157th month), when the employee begins
to accrue vacation at the rate of 1.67 days per month.
Other vacation provisions shall be as included in the Municipal Code
Sections 2.84.330, 340, 350, 360, 370, 380, 390, 400, 420, 430, 440,
450, 460 and City Administrative Rules and Regula'tions Section
- 1.3.4 . These provisions unless modified by this MOU, are
incorporated by reference as though fully set forth heroin.
Effective January, 2002, the municipal code shall be modified to
allow employees accruing vacation at the twenty (20) day per year
level (1.67 days per month) to maintain a maximum of 416 hours of
vacation accumulation.
Sick Leave Conversion. Police Unit 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 100% of his/her accruals in
excess of 120 days as vacation and may convert and be paid for up
to 75% of that amount of vacation. The amount to be converted must
be designated by the employee no later than the following January
31 st, which will be paid to employee the second pay day in February.
Employees recmwng the above conversion wdl not receive any sixty?~
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(60) to one hundred twenty (120) day conversion of sick leave for
that calendar year.
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Sick Leave Pay-Out
The Association of Bakersfield Police Officers and the City of
Bakersfield mutually acknowledge that the large majority of Unit
retirements take place as disability, not service retirements. The
parties consider this practice problematic. The parties agree that
service retirements, when practical, are preferable and create the
possibility of significant savings for the City and the taxpayers. For
this reason, for the term of this Agreement, the parties agree that
individuals retiring with twenty-five (25) years or more of permanent
service and with a service retirement shall be entitled to a premium
sick leave pay-out. Specifically, individuals shall receive an
additional 25% of accrued sick leave at the time of retirement beyond
that provided for in City Code Section 2.84.570. This payment shall
not be considered gross renumeration for purposes of retirement.
Except as provided below, any employee converting the service
retirement to a disability retirement within five (5) years of the date
of retirement shall refund this premium sick leave payment to the
City. If repayment is required, a reasonable repayment schedule
shall be established between the employee and the City. Exceptions
to the repayment requirement may be made as follows:
No repayment shall be required if an employee dies after
retirement and the survivor's allowance is converted to a
disability allowance.
The City Manager will waive repayment in the event of a
catastrophic event resulting in substantial disability from
heart attack, stroke or cancer for the employee. Substantial
disability, is defined as a disability which would have required
the retirement of the employee if still in active service.
Jury Dut¥
Jury duty shall be as provided for in Municipal Code Section
2.84.620E and City Administrative Rules and Regulations Section
III- 1.3.6.
MISCELLANEOUS
Residency Requirement. The residency requirement shall be forty-
five (45) minutes normal driving time from City Hall. Normal
driving time shall be defined as driving at the posted speed limit,
absent any accidents, traffic jams, etc. Provisions for waiver of the
requirement by the Chief of Police shall continue unchanged.
Assignments. The City and Union agree that the Department shall
consider the following factors in making assignments, including shift
assignments:
a. special skills
b. experience
c. seniority
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accommodation of educational schedules
other factors, as determined by the Chief of Police
The City and Union specifically acknowledge the need to balance
experienced and inexperienced officers on all shifts. Appointments
shall be made at the sole discretion of the Department.
Supervisors Working Files. Materials in Supervisors Working Files
(3" x 5" cards) which are used in preparing performance reports,
counseling employees, etc. may be kept for up to fifteen (15)
months, without being placed in a formal evaluation or otherwise
formally recorded.
Physical Assessment Program. At least once during the period of
April 1, 2001 to September 30, 2002 and once during the period of
October 1, 2002 to March 3 l, 2004, the City will offer each unit
employee 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
PSA (for employees 45 years of age and older, upon specific
request).
Where 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.
The Union will provide input to the City concerning the selection of
providers.
Pay Changes. All pay rate changes (step increases, salary range
changes, etc.) will be implemented at the start of the nearest pay
period.
Existing Benefits and Practices. The parties recognize that there are
existing ordinances, resolutions and policies relating to benefits and
other terms and conditions of employment and the same are not
affected by this Agreement, except as recommended herein.
The City will continue to comply with the Peace Officers Bill of
Rights
Employer and Employee rights are set forth tn Code Section 2.76.
Committees.. The Union will be entitled to representation on the
City's Insurance Committee.
Grievance Procedure, The grievance procedure shall be as set
in Municipal Code Section 2.72.310 which is incorporated hereineSy '
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Final
reference. However, prior to the final step of the grievance
procedures, the City and Union agree to include a mediation step
utilizing a mediator from the State Mediation and Conciliation
Service. The mediator shall meet with the parties to the grievance
and attempt to arrange a mediated settlement acceptable to both
parties. The mediator shall make no public recommendations nor
shall there be any public disclosure of mediation discussions in
further proceedings in the grievance procedure.
Requests for mediation shall be made within the same time limits as
the request for movement of a grievance to the final step of the
grievance process. Once the request is made, time limits of the
grievance procedure am waived until such time as the mediation
process ends. Thereafter, the regular time limits shall apply.
Compensatory Time off - Maximum Accrual. The compensatory
time off accrual maximum shall be one hundred (100) hours.
Hours of Work. The Police Department shall continue the 4-10
program for the term of this Agreement unless otherwise determined
by the Chief of Police. If the Department wishes to cancel the 4-10
program, it shall provide thirty (30) days notice of cancellation to the
Association.
Prior to the cancellation, the City shall meet and confer on aspects of
any proposed schedule change falling within the scope of
representation.
City Physicians. Employees may pm-select a City Physician once
annually, during open enrollment.
Continuin~ Nee:otiations. The parties agree to continue negotiations
on revised disciplinary language. The intent of the parties is to
conclude these negotiations within thirty (30) days of the adoption of
this Memorandum.
PEACEFUL PERFORMANCE
During the term of this Agreement, neither the Union nor its agents
or any employee covered by this Agreement, for any reason, will
authorize, institute, aid or engage in work slowdown, work stoppage,
strike, or picketing on matters within the scope of representation, or
any other interference with the work and statutory obligations or
functions of the City.
The Union agrees to notify all of its officers and members of their
obligation and responsibility for maintaining compliance with this
section, including the responsibility to remain at work during any.
activity which may be caused or initiated by others, and to encourage
employees violating this section to return to work.
No lock out of employees shall be instituted by the City or its agents
during the term of this Agreement.
DRUG TESTING
Authority for Testing. Only Chief Officers may order a drug test. ~ . .~
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Conditions Allowing for Testing. Employees may be subjected to
drug testing if the City has a reasonable suspicion that the employee
is using (1) illegal drags; (2) prescription drugs without or contrary
to a prescription; or (3) alcohol on duty (except in small amounts
used in. cooking).
Reasonable suspicion shall mean an articulable and specific state of
facts and/or circumstances which would lead a reasonable person to
believe an individual was using unlawful drags/narcotics, alcohol, or
prescription drags without or contrary to a prescription.
No information or knowledge obtained through application of this
policy/procedure may be used for other than administrative purposes.
Testing procedures shall:
1. Positively identify employees prior to testing.
2. Provide for employee privacy and security of samples.
Establish any drugs being taken legitimately (e.g. under
medical supervision).
Develop a two-step test. Any specimen testing positive in the
urinalysis shall be subject to confirmation by a second test
using a different technology. No notification shall be given
of initial positive tests until confirmation by the second test
has been completed and is positive. At the time the samples
are drawn, a second set of samples shall be taken and sealed.
Should the original samples show positive, the second sealed
set of samples shall be retained for six months to allow for
further testing in the event of dispute.
The laboratory selected to conduct the analysis must be
experienced and capable of quality control, documentation,
chain of custody, technical expertise and demonstrated
proficiency. The Union shall be given the opportunity to
provide input on the selection of the laboratory.
TOTAL AGREEMENT
This IVlemorandum of Understanding constitutes a full and complete
agreement by the parties and contains all of the matters upon which
the parties reached agreement. Therefore, except as provided in this
Agreement, the City and Union for the duration of this Agreement
each voluntarily and unqualifiedly waives the right and each agrees
that the other should not be obligated to bargain collectively with
respect to any subject or matter whether or not referred to or covered
in this Agreement.
Should any section, clause or provision of this Agreement be
declared illegal by final judgment of a court of competent
jurisdiction, such invalidation of such section, clause or provision
shall not invalidate the remaining portions hereof, and such
remaining portions shall remain in full force and effect for th~
duration of this Agreement. In the event of such invalidation, th~
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parties agree to meet and confer concerning substitute provisions for
provisions rendered or declared illegal.
TERM
The term of this Agreement is from April 1, 2001 to March 31,
2004. Proposals for the contract period beginning in April 2004,
shall be submitted by December 15, 2003, and negotiations shall
commence no later than January 15, 2004, unless the parties
mutually agree otherwise. This Memorandum is entered into upon
ratification and acceptance by the City Council of the City of
Bakersfield. This Agreement shall become effective on April 1, 2001
upon the expiration of the current agreement between the City and
Union.
Final
FOR THE UNION:
FOR THE CITY:
MAYOR
FINANCE DIRECTOR
CITY NEGOTIATOR ~
11
pREPARED 1/30/01 , 16:11:10 City of Bakersfield
PROGRAM PNSALSCH Salary Schedule
POSITION % POSITION TITLE GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 OT
41040 DETECTIV~ P25 22.8350 23.9910 25.2090 26.4850 27.8240 A
3958.06 4158.44 4369.56 4590.73 4822.82
41049 DETECTIVE - TEMP P25 22.8350 A
41250 POLICE OFFICER P10 20.2880 21.3110 22.3870 23.5210 24.7120 A
3516.58 3693.90 3880.41 4076.97 4283.41
41430 POLICE TRAINEE P05 16.6890 17.5220 18.4000 19.3210 20.2880 A
2892.76 3037.14 3189.33 3348.97 3516.58
41170 SENIOR POLICE LAB TEC~!~ICIAN P20 22.3870 23.5210 24.7120 25.9650 27.2790 A
3880.41 4076.97 4283.41 4500.60 4728.36
41270 SENIOR POLICE OFFICER P15 21.3110 22.3870 23.5210 24.7120 25.9650 A
3693.90 3880.41 4076.97 4283.41 4500.60
41060 T~AINING OFFICER P25 22.8350 23.9910 25.2090 26.4850 27.8240 A
3958.06 4158.44 4369.56 4590.73 4822.82