HomeMy WebLinkAbout2019-35 - Adopting The 2019 Key and Management Compensation Plan, Which Shall Be Effective from January 1, 2019, Through December 31, 2021, And Amending the City's Salary ScheduleRESOLUTION NO. 2019-35
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF NEWPORT BEACH, CALIFORNIA, ADOPTING THE
2019 KEY AND MANAGEMENT COMPENSATION PLAN,
WHICH SHALL BE EFFECTIVE FROM JANUARY 1,
2019, THROUGH DECEMBER 31, 2021, AND AMENDING
THE CITY'S SALARY SCHEDULE
WHEREAS, the City of Newport Beach ("City") has employees who are not
represented by an exclusively recognized collective bargaining unit and therefore are not
covered by a collective bargaining contract/agreement;
WHEREAS, the City Council of the City of Newport Beach ("City Council") has
previously established and recognized the unrepresented Key & Management ("K&M")
employees, consisting of certain safety and non -safety management, professional and
confidential classifications;
WHEREAS, the City supports effective communication and collaborative working
relationships with its K&M employees to promote positive relations while balancing good
management practices;
WHEREAS, on January 26, 2016, the City Council adopted Resolution 2016-13,
which provided the wages, hours, fringe benefits and other terms of employment of K&M
employees, for the time period of July 1, 2015 through December 31, 2018 ("2015 Key
and Management Compensation Plan");
WHEREAS, the City Council wishes to adopt a new Key and Management
Compensation Plan, which is set forth in Exhibit A and incorporated herein by this
reference, to serve as the successor Key and Management Compensation Plan for K&M
employees for the time period of January 1, 2019 through December 31, 2021 ("2019 Key
and Management Compensation Plan");
WHEREAS, City of Newport Beach Charter, Section 601, requires the City Council
to provide the number, titles, qualifications, powers, duties and compensation of all
officers and employees of the City;
WHEREAS, Newport Beach Municipal Code Section 2.28.010 provides that, upon
recommendation of the City Manager, the City Council may establish by resolution the
salary range or rate for each position;
WHEREAS, the City Manager has reviewed the changes to the salary schedule
for the K&M employees provided in this resolution and recommends approval;
Resolution No. 2019-35
Page 2 of 3
WHEREAS, the City Council received and considered the proposed 2019 Key and
Management Compensation Plan at its regular meeting on March 26, 2019; and
WHEREAS, by adopting this resolution, the City Council is duly approving and
adopting the amendment to the salary schedule for K&M employees so as to be in
conformance with the 2019 Key and Management Compensation Plan provisions and
Title 2 of the California Code of Regulations, Section 570.5.
NOW, THEREFORE, the City Council of the City of Newport Beach resolves as
follows:
Section 1: The 2015 Key and Management Compensation Plan adopted by
Resolution No. 2016-13, is hereby replaced by the 2019 Key and Management
Compensation Plan, which is attached hereto as Exhibit A incorporated herein by this
reference. Wages, hours, fringe benefits and other terms and conditions of Key and
Management employees as set forth in the 2019 Key and Management Compensation
Plan shall be provided in accordance thereto, and shall serve as the operating plan for
the period of January 1, 2019 through December 31, 2021.
Section 2: The City's Salary Schedule effective June 12, 2018, shall be revised
and dated to be consistent with this resolution and the 2019 Key and Management
Compensation Plan, as required by Title 2 of the California Code of Regulations, Section
570.5.
Section 3: The 2019 Key and Management Compensation Plan shall supersede
in all respects any and all terms and provisions of all prior compensation plans relating to
Key and Management employees, except to the extent that any term or provision of the
2019 Key and Management Compensation Plan expressly provides otherwise.
Section 4: The recitals provided in this resolution are true and correct and are
incorporated into the operative part of this resolution.
Section 5: If any section, subsection, sentence, clause or phrase of this resolution
is, for any reason, held to be invalid or unconstitutional, such decision shall not affect the
validity or constitutionality of the remaining portions of this resolution. The City Council
hereby declares that it would have passed this resolution, and each section, subsection,
sentence, clause or phrase hereof, irrespective of the fact that any one or more sections,
subsections, sentences, clauses or phrases be declared invalid or unconstitutional.
Resolution No. 2019-35
Page 3 of 3
Section 6: The City Council finds the adoption of this resolution is not subject to
the California Environmental Quality Act ("CEQA") pursuant to Sections 15060(c)(2) (the
activity will not result in a direct or reasonably foreseeable indirect physical change in the
environment) and 15060(c)(3) (the activity is not a project as defined in Section 15378)
of the CEQA Guidelines, California Code of Regulations, Title 14, Division 6, Chapter 3,
because it has no potential for resulting in physical change to the environment, directly or
indirectly.
Section 7: This resolution shall take effect immediately upon its adoption by the
City Council, and the City Clerk shall certify the vote adopting the resolution.
ADOPTED this 9t" day of April, 2019.
ATTEST:
Ilan' Z. Brown
ity Jerk
APPROVED AS TO FORM:
CITY ATTORNEY'S OFFICE
) C
Aaron C. Harp
City Attorney
� ty
Dian6 B. Dixon
Mayor
Attachment: Exhibit A — 2019 Key and Management Compensation Plan
Exhibit A
THE CITY OF NEWPORT BEACH
KEY AND MANAGEMENT EMPLOYEES
COMPENSATION PLAN
F
,#Z--QFORr'%
January 1, 2019 through December 31, 2021
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
TABLE OF CONTENTS
INTRODUCTION
COMPENSATION
Salary............................................................................................................................. 1
RangeAdvancement....................................................................................................... 2
Performance Reviews and Anniversary Dates................................................................ 3
BilingualPay................................................................................................................... 3
Non -Exempt Overtime and Compensatory Time Off ....................................................... 3
JuryDuty......................................................................................................................... 3
Uniform Allowance — Public Safety................................................................................. 4
One -Time Payment......................................................................................................... 4
LEAVES
HolidayLeave................................................................................................................. 5
Holidays— Public Safety.................................................................................................. 5
FlexLeave....................................................................................................................... 6
SickLeave....................................................................................................................... 7
KinCare.......................................................................................................................... 7
Bereavement................................................................................................................... 7
AdministrativeLeave....................................................................................................... 8
LeaveSellback................................................................................................................ 8
BENEFITS
Insurance........................................................................................................................ 9
AdditionalBenefits......................................................................................................... 10
RetirementBenefits....................................................................................................... 11
RetireeMedical Benefits............................................................................................... 15
TuitionReimbursement................................................................................................. 19
AutoAllowance............................................................................................................. 19
MISCELLANEOUS
ProbationaryPeriod....................................................................................................... 19
DirectDeposit................................................................................................................ 20
Exempt and Non-exempt Status................................................................................... 20
Alternative Work Schedules.......................................................................................... 20
EmployeePolicy Manual............................................................................................... 20
Appendix A: Classifications and Salary Ranges............................................................ 21
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
INTRODUCTION
The following represents the salary and benefit program established by the City Council
for Key and Management. The Key and Management Compensation Plan shall in no
manner be interpreted as a guaranteed or implied contract between the City and any
employee or group of employees.
The Key and Management Group is divided into five categories:
• Executive Management
• Administrative Management
• Administrative Management -Safety
• Division Management
• Confidential
Appendix A lists all classifications in each category.
COMPENSATION
A. SALARY
Non Safety:
Key and Management non -safety employees* will receive the following cost of
living adjustments, as provided in Appendix A:
Effective the pay period that includes January 1, 2019, salary schedules will be
adjusted to provide a two percent (2.0%) cost of living adjustment to base salaries.
Effective the pay period that includes January 1, 2020, salary schedules will be
adjusted to provide a two percent (2.05,o) cost of living adjustment to base salaries.
Effective the pay period that includes January 1, 2021, salary schedules will be
adjusted to provide a two percent (2.091o) cost of living adjustment to base salaries.
Safety:
Key and Management safety employees* will receive the following adjustments,
as provided in Appendix A:
Key & Mgmt Comp Plan 2019-21
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
Cost -of -living adjustments for the Assistant Police Chief classification shall be tied
to the cost -of -living adjustments received by Police Management Association
employees during the term of this Plan.
Cost -of -living adjustments for the Assistant Fire Chief classification shall be tied to
the cost -of -living adjustments outlined in the Key & Management Compensation
Plan during the term of this Plan.
The Assistant Chief, Lifeguard Operations classification's cost -of -living
adjustments are tied by prior Council resolution to the cost -of -living adjustments
received by Lifeguard Management Association Battalion Chiefs during the term
of this Plan.
* Although the salary ranges for City Manager, City Attorney, City Clerk, Police
Chief and Fire Chief are modified by the cost of living adjustments received by Key
and Management Employees, any changes to their compensation are tied to their
individual employment agreements.
B. RANGE ADVANCEMENT
Advancement through the salary range varies depending on the Group to which
the employee is assigned:
Executive Management - No steps; movement at the discretion of the City
Manager.
Administrative Management - Five-step range with eligibility for merit step
increases on an annual basis.
Administrative Management -Safety - Five-step range with eligibility for merit step
increases on an annual basis.
Division Management - Five-step range with eligibility for merit step increases on
an annual basis.
Confidential - Eight -step range with eligibility for merit step increases on an annual
basis.
Salary steps are placed in five percent (5%) increments within the range for
Administrative Management, Administrative Management -Safety, Division
Management, and Confidential groups.
Key & Mgmt Comp Plan 2019-21 2
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
C. PERFORMANCE REVIEWS AND ANNIVERSARY DATES
All Key and Management employees hired prior to December 31, 2001 will have a
December 1, or first full pay period in December, anniversary date. Key and
Management employees hired after December 2001 will have an anniversary date
based upon hire date and hours of service. All Executive Management
performance evaluations will be reviewed by the City Manager prior to
implementation of any range advancement.
D. BILINGUAL PAY
Upon determination by the Department Director that an employee's ability to
speak, read and/or write in Spanish or other language as approved, contributes to
the Department, the employee shall be eligible to receive $150 per month in
bilingual pay. A certification process will be conducted by the Human Resources
Department which will confirm that the employee is fluent at the street
conversational level in speaking, reading and/or writing Spanish or other approved
language.
The parties agree that to the extent permitted by law, the Bilingual pay in this
section is special compensation and shall be reported to Ca/PERS as such
pursuant to Title 2 CCR, Section 571 (a)(4) and 571.1 (b)(3) Bilingual Premium.
E. NON-EXEMPT OVERTIME AND COMPENSATORY TIME OFF
Employees in non-exempt positions are eligible to receive overtime or
compensatory time off. FLSA overtime for non-exempt positions shall be paid at
one -and -one-half (11/2) times the employee's regular rate of pay. The rate at which
Non-FLSA Overtime is calculated shall not include the City's Cafeteria Plan
Allowance, the opt -out Cafeteria Plan Allowance, or any cash back an employee
may receive from the Cafeteria Plan Allowance by choosing benefits which cost
less than the Allowance. Overtime work must be approved by the employee's
supervisor.
Compensatory time off for non-exempt positions shall accrue at the rate of one -
and -one-half (1'/2) times for every overtime hour worked. Employees may
accumulate up to eighty (80) hours of compensatory time off. If such an employee
accrues eighty (80) hours of compensatory time off, he or she will not be able to
accrue additional compensatory time off (and will be paid for any overtime worked)
unless and until he/she uses some of his/her hours and reduces his compensatory
time off bank below eighty (80) hours.
F. JURY DUTY
Key & Mgmt Comp Plan 2019-21 3
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
A Key and Management employee called to serve as a juror shall notify his/her
supervisor as soon as he/she is notified that he/she has to appear for duty. If an
employee calls in the night before and finds out he/she has to report for jury duty
the next day, the employee should send an email to his/her supervisor as soon as
possible to let the supervisor know that the employee will be reporting to jury duty
the following day. Key and Management employees of the City legally required to
serve as a juror shall be entitled to leave with pay and all benefits for a period of
up to sixty (60) days so long as his/her presence is legally required and the process
outlined in the Employee Policy Manual is followed.
G. UNIFORM ALLOWANCE — PUBLIC SAFETY
As permissible by law, the City shall report to PERS the annual value of uniform
allowance at the following rates:
Police Chief - $1,350
Assistant Police Chief - $1,350
Fire Chief - $1,519
Assistant Fire Chief - $1,519
Assistant Chief, Lifeguard Operations - $838
PERS Reporting of Uniform Allowance - To the extent permitted by law, the
City shall report to the California Public Employees' Retirement System
(CaIPERS) the uniform allowance for each employee as special
compensation in accordance with Title 2, California Code of Regulation,
Section 571(a)(5). Notwithstanding the previous sentence, for "new
members" as defined by the Public Employees' Pension Reform Act of
2013, the uniform allowance will not be reported as pensionable
compensation to CaIPERS.
H. ONE-TIME PAYMENT
Effective following adoption of the Key & Management Compensation Plan, or as
soon thereafter as practicable, then currently employed (i.e., on the day of City
Council approval of the Plan) eligible Key & Management employees (excluding
City Manager, City Attorney, City Clerk, Police Chief and Fire Chief) will receive a
one-time payment of twenty-seven hundred dollars ($2,700). It is understood this
one-time payment does not meet the criteria under California Code of Regulations
571(b) as reportable compensation for retirement purposes.
LEAVES
Key & Mgmt Comp Plan 2019-21 4
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
Employees hired or promoted into classifications in the Key and Management group
following adoption of the Compensation Plan shall be tied to the leave benefits provided
to the Key and Management group at large.
A. HOLIDAY LEAVE
Holidays Observed
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day After Thanksgiving Friday following Thanksgiving
Christmas Eve December 24 - last half of working day
Christmas Day December 25
New Year's Eve December 31- last half of working day
New Year's Day January 1
Martin Luther King Birthday Third Monday in January
Washington's Birthday Third Monday in February
Memorial Day Last Monday in May
Floating Holiday (1) July 1St'
*The floating holiday (eight (8) hours of holiday leave) is awarded on July 1. The
hours are added to the employees' Flex Leave account.
Holidays will be paid based on the employee's regular work day schedule. For
example, if an employee is on a 9/80 schedule and the holiday is observed on a
day that the employee is regularly scheduled to work 9 hours, the employee is
entitled to receive 9 hours of holiday pay. However, if an employee is on a 9/80
schedule and the holiday is observed on a day that the employee is regularly
scheduled to work 8 hours, the employee is entitled to receive 8 hours of holiday
pay. Employees will receive 8 hours of holiday pay annually for the Floating
Holiday.
Holidays listed above (except the floating holiday) occurring on a Saturday shall
be observed the preceding Friday. Holidays occurring on a Sunday shall be
observed on the following Monday. (Half day holidays shall be observed prior to
the observed holiday).
B. HOLIDAYS — PUBLIC SAFETY
The provisions contained in this section apply to Administrative Management -
Safety (Assistant Chiefs) who are required to work without regard to holidays
Key & Mgmt Comp Plan 2019-21 5
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
based on assignment. Said employees shall receive 3.7 hours per pay period of
Holiday compensation as pay and reported to PERS as compensation earnable as
defined in Government Code Sec. 20636.
The parties agree, to the extent permitted by law, the compensation in this section
is special compensation for those employees who are normally required to work
on an approved holiday because they work in positions that require scheduled
staffing without regard to holidays and shall be reported as such pursuant to Title
2 CCR, Section 571(a)(5) Holiday Pay.
C. FLEX LEAVE
Regular full-time employees in the Administrative Management, Administrative
Management -Safety, Division Management and Confidential categories enrolled
in the flex leave program will earn leave according to the below.
Spillover: Employees hired prior to July 1, 1996 shall be paid for earned Flex leave
in excess of the employee's maximum accrual rate (spillover) provided that they
utilized at least 80 hours Flex leave the previous calendar year. Employees with
16 or more years of continuous service are required to use 120 hours of Flex leave
the previous calendar year.
Regular full-time employees in the Executive Management categories will earn
Flex leave according to the following schedule:
Maximum
Years of Continuous
Hrs Accrued
Annual
Allowable
Service
per Pay Period
hours
Balance (hours)
1 but less than 5
6.00
156.00
468.00
5 but less than 9
6.61
171.86
515.58
9 but less than 12
7.23
189.98
563.94
12 but less than 16
8.15
211.90
635.70
16 but less than 20
8.77
228.02
684.06
20 but less than 25
9.38
243.88
731.64
25 and over
10.00
260.00
780.00
Spillover: Employees hired prior to July 1, 1996 shall be paid for earned Flex leave
in excess of the employee's maximum accrual rate (spillover) provided that they
utilized at least 80 hours Flex leave the previous calendar year. Employees with
16 or more years of continuous service are required to use 120 hours of Flex leave
the previous calendar year.
Regular full-time employees in the Executive Management categories will earn
Flex leave according to the following schedule:
Key & Mgmt Comp Plan 2019-21 6
Maximum
Years of Continuous
Hrs Accrued
Annual
Allowable
Service
per Pay Period
hours
Balance (hours)
1 but less than 15
8.77
228
684.06
15 and over
9.69
252
755.82
Key & Mgmt Comp Plan 2019-21 6
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
Note: If an employee becomes sick in the first three months of employment, the
City will advance up to three (3) months of accrued Flex leave time to be used for
the illness only. If the employee terminates employment prior to three (3) months,
the employee will repay the equivalent to the number of Flex leave days that were
advanced to the employee.
Employees shall accrue three (3) months of Flex leave (as provided in the chart
above) upon completion of three (3) months of continuous employment with the
City of Newport Beach, provided however, this amount shall be reduced by any
Flex leave time advanced during the first three (3) months of employment.
(1) Limit on Accumulation
Employees first hired, or rehired by the City subsequent to July 1, 1996,
shall not be eligible for Flex leave spillover pay and shall not be entitled to
accrue Flex leave in excess of the Flex leave accrual threshold.
(2) Method of Use
Flex leave may not be taken in excess of that actually accrued, and in no
case, except for illness, may it be taken prior to the completion of an
employee's initial probationary period.
The Department Director shall approve all requests for Flex leave, taking
into consideration the needs of the Department, and whenever possible, the
seniority and wishes of the employee.
D. SICK LEAVE
Key and Management employees employed by the City prior to initiation of the
Flex leave program had separate sick and vacation leave banks. With the initiation
of the Flex leave program, vacation leave was converted to Flex leave on an hour
for hour basis and any sick leave hours remained in a bank to be used as provided
in Section 11.2 (Sick Leave) of the Employee Policy Manual.
E. KIN CARE
Employees may use up to'/2 of Flex leave accrued per year to provide care for any
member of the employee's immediate family in need of care due to illness or injury.
F. BEREAVEMENT LEAVE
Bereavement leave shall be defined as "the necessary absence from duty by an
employee because of the death or terminal illness in his/her immediate family."
Key & Mgmt Comp Plan 2019-21 7
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
Unit members shall be entitled to forty (40) hours of bereavement leave per
calendar year per incident (terminal illness followed by death is considered one
incident). Bereavement leave shall be administered in accordance with the
provisions of the Employee Policy Manual. Leave hours need not be used
consecutively, but should occur in proximate time to the occurrence. For the
purposes of this section, immediate family shall mean an employee's father,
mother, stepfather, stepmother, brother, sister, spouse/domestic partner, child,
stepchild, grandparents and the employee's spouse/domestic partner's father,
mother, brother, sister, child and grandparents. An employee requesting
bereavement leave shall notify his/her supervisor as soon as possible of the need
to take leave.
G. ADMINISTRATIVE LEAVE
For Key and Management employees who are exempt from overtime,
Administrative Leave may be granted, for a minimum of 8 hours and a maximum
of 80 hours, as recommended by the Department Director with the approval of the
City Manager. The determination as to how much Administrative Leave will be
granted will be based upon the number of overtime hours normally worked each
year by the individual exempt employee. Administrative Leave does not accrue
and therefore has no cash value. As such, it cannot be carried over from year to
year.
H. LEAVE SELLBACK
During calendar year 2019, employees shall have the option (on two occasions) of
selling back, on an hour for hour basis, accrued Flex leave. In no event shall the
Flex leave balance be reduced below one hundred and sixty (160) hours. Hours
sold back will be subject to the Retiree Health Savings Plan Part C contributions,
per Section 2 (a), Retiree Medical Benefits. For the term of this Compensation
Plan the Part C contributions for Flex will be at twenty percent (20%).
Effective in calendar year 2020 and thereafter, employees shall have the option of
converting accrued Flex Leave to cash on an hour for hour basis subject to the
following: On or before the pay period which includes December 15 of each
calendar year, an employee may make an irrevocable election to cash out accrued
flex leave which will be earned in the following calendar year. The employee can
elect to receive the cash out in the pay period which includes June 30 and/or the
pay period which includes December 15 for those Flex Leave benefits that have
been earned during that portion of the year. In no event shall the flex leave balance
be reduced below one hundred and sixty (160) hours. On or before December 31,
2019, each employee shall have the one-time option of cashing out all or a portion
of Flex Leave benefits credited to his/her account as of that date. However, in no
event shall the flex leave balance be reduced below one hundred and sixty (160)
Key & Mgmt Comp Plan 2019-21 8
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
hours when the leave is cashed out.
BENEFITS
A. INSURANCE
1. Medical Insurance
The City has implemented an IRS qualified Cafeteria Plan. In addition to the
contribution amounts listed below, the City shall contribute the minimum
CaIPERS participating employer's contribution towards medical insurance
for employees enrolled in a CalPERS medical plan, per Government Code
Section 22892.
The City's contribution towards the Cafeteria Plan is $1,725 per month (plus
the minimum CaIPERS participating employer's contribution).
Employees shall have the option of allocating Cafeteria Plan contributions
towards the City's medical, dental and vision insurance/programs.
Employees shall be allowed to change coverages in accordance with plan
rules and during regular open enrollment periods.
Key and Management employees hired prior to the first day of the pay
period following City Council adoption of this 2019-2021 Compensation
Plan who elect to opt out of medical coverage offered by the City because
they have provided proof of minimum essential coverage ("MEC') through
another source (other than coverage in the individual market, whether or
not obtained through Covered California) and execute an opt -out
agreement releasing the City from any responsibility or liability to provide
medical insurance coverage on an annual basis will receive $1,000 per
month in taxable cash. For these same employees, if they elect medical
coverage and spend less than the City contribution provided above, those
unused cafeteria plan funds shall be paid to the employee as taxable cash.
Employees hired on or after the first day of the pay period following City
Council adoption of this 2019-2021 Compensation Plan (or a part-time
employee who was hired by the City prior to this same date who is then
hired into a classification in the Key and Management Group) who elect to
opt out of medical coverage offered by the City because they have provided
proof of minimum essential coverage ("MEC') through another source
(other than coverage in the individual market, whether or not obtained
through Covered California) shall receive $500 per month in taxable cash.
For these same employees, if they elect medical coverage and spend less
Key & Mgmt Comp Plan 2019-21 9
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
than the City contribution provided above, there shall be no cash back
provided.
2. Vision Insurance
Employees may purchase vision insurance upon hire and during benefits
open enrollment.
3. Dental Insurance
The existing or comparable dental plans shall be maintained as part of the
City's health plan offerings as agreed upon by the Benefits Information
Committee.
4. Disability Insurance
The City shall provide disability insurance with the following provisions:
Short -Term Disability
Long -Term Disability
Benefit Amount 66.67% of covered wages
66.67% of covered wages
Maximum Benefit $1,846 weekly
$15,000 monthly
Waiting Period 30 calendar days
180 calendar days
Employees shall not be required to exhaust accrued paid leaves prior to
receiving benefits under the disability insurance program. Employees may
not supplement the disability benefit with paid leave once the waiting period
has been exhausted.
Employees are responsible for the payment of the disability insurance cost
in the amount of one (1 %) percent of base salary as a post -tax deduction
for this benefit.
B. ADDITIONAL BENEFITS
1. IRS Section 125 Flexible Spending Account
The City provides a qualified Section 125 Flexible Spending Account which
authorizes an employee to reduce taxable income for payment of allowable
expenses such as child care and medical expenses.
2. Life Insurance
Key & Mgmt Comp Plan 2019-21 10
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
The City shall provide life insurance for all regular full-time employees in
$1,000 increments equal to one times the employee's annual salary up to a
maximum of $50,000. At age 70 the City -paid life insurance is reduced by
50% of the pre -70 amount. This amount remains in effect until the
employee terminates from City employment.
3. Employee Assistance Program
Key and Management employees are eligible to receive EAP benefits,
which provide confidential counseling and education on work and life
issues, subject to provider guidelines.
4. Executive Management Physicals
Employees in those classifications designated as Executive Management
shall receive a reimbusement of up to one thousand dollars ($1,000.00) per
year for an executive management physical examination.
C. RETIREMENT BENEFITS
1. PERS
a. Retirement Formula
The City contracts with California Public Employees Retirement System
(PERS) to provide retirement benefits for its employees. Pursuant to prior
agreements and state mandated reform, the City has implemented first,
second and third tier retirement benefits:
Tier 1 ("Legacy"): For employees hired by the City on or before November
23, 2012, the retirement formula for safety members shall be 3%@50 and
the retirement formula for non -safety members shall be 2.5%@55,
calculated on the basis of the highest consecutive 12 month period selected
by the employee.
Tier 2 ("Classic"): For employees first hired by the City between November
24 and December 31, 2012, or hired on or after January 1, 2013 and who
are not new members as defined in Government Code Section 7522.04(f),
the retirement formula for safety members shall be 2%@50 (Lifeguard/Fire)
or 3%@55 (Police), and the retirement formula for non -safety members shall
be 2%@60, calculated on the basis of the highest consecutive 36 month
Key & Mgmt Comp Plan 2019-21 11
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
period selected by the employee as set forth in Government Code section
20037.
Tier 3 ("PEPRA"): For employees first hired by the City on or after January
1, 2013, who are new members, the safety retirement formula shall be
2.7%@57 and the non -safety retirement formula shall be 2%@62, calculated
on the basis of the highest consecutive 36 -month period selected by the
employee provided for by the Public Employees' Retirement Law at
Government Code section 7522.25(d).
b. Employee Contributions
Non Safety:
Key and Management employees will contribute toward their PERS
retirement benefit.
Employee retirement contributions that are in addition to the normal PERS
Member Contribution shall be calculated on base pay, special pays, and
other pays normally reported as TERSable" compensation (known either as
compensation earnable or pensionable compensation, and will be made on
a pre-tax basis through payroll deduction, to the extent allowed by law.
Tier 1. Employees shall contribute 13.0% of compensation earnable as
follows: 8.0% as the statutory member contribution 2.42% as cost sharing
per 20516(a) and 2.58% as cost sharing per 20516(f).
Tier 2: Employees shall contribute 13.0% of compensation earnable as
follows: 7.0% as the statutory member contribution 2.42% as cost sharing
per under 20516(a) and 2.58% as cost sharing per 20516(0.
Tier 3: The minimum statutory employee contribution for employees in Tier
3 is subject to the provisions of the (PEPRA) and equals 50% of the "total
normal cost". Tier 3 employees shall make an additional contribution of
pensionable compensation toward retirement pursuant to Government Code
Section 20516(f), for a total employee contribution of 13% of pensionable
compensation.
Safety:
A. Assistant Police Chief
An Assistant Police Chief's employee contribution will depend on what Tier
the employee is in as defined above.
Key & Mgmt Comp Plan 2019-21 12
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
Tier 1 and 2 members will contribute the full statutory member contribution,
equal to 9% of compensation earnable, plus an additional 5.6% of
compensation earnable toward retirement costs as permitted under
Government Code §20516(17, for a total contribution of 14.6%.
Tier 3 members In addition to the statutorily required 50% contribution of
total normal costs ("member contribution rate" which in FY18-19 is 10.5% of
pensionable compensation), Tier 3 members shall contribute an additional
percentage of pensionable compensation toward retirement costs as cost
sharing pursuant to Government Code § 20516(f), so that their total
contribution is 14.6%.
PERS retirement contributions for the Assistant Police Chief classification
shall be tied to the retirement contributions required by members of the
Police Management Association. If there are future changes to those
employee retirement contributions, the same changes will be made for the
Assistant Police Chief.
B. Assistant Fire Chief
An Assistant Fire Chief's employee contribution will depend on what tier the
employee is in as defined above.
Tier 1 and 2 members will contribute the full statutory member contribution,
equal to 9% of compensation earnable, plus an additional percentage of
compensation earnable toward retirement costs as permitted under
Government Code § 20516(1,, for a total contribution that is the same
percentage as contributed by members of the Newport Beach Fire
Management Association.
Tier 3 members: In addition to the statutorily required 50% contribution of
total normal costs ("member contribution rate" which in FYI 8-19 is 10.5% of
pensionable compensation), Tier 3 members shall contribute an additional
percentage of pensionable compensation toward retirement costs as cost
sharing pursuant to Government Code § 20516(f), so that their total
contribution is the same percentage as contributed by members of the
Newport Beach Fire Management Association.
C. Assistant Chief, Lifeguard Operations
The employee contribution for the Assistant Chief of Lifeguard Operations
will depend on what tier the employee is in as defined above.
Key & Mgmt Comp Plan 2019-21 13
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
Tier 1 and 2 members will contribute the full statutory member contribution,
equal to 9% of compensation earnable, plus an additional 4.6% of
compensation earnable toward retirement costs as permitted under
Government Code § 205160, for a total contribution of 13.6%.
Tier 3 members: In addition to the statutorily required 50% contribution of
total normal costs ("member contribution rate" which in FYI 8-19 is 10.5% of
pensionable compensation), Tier 3 members shall contribute an additional
percentage of pensionable compensation toward retirement costs as cost
sharing pursuant to Government Code § 205160, so that their total
contribution is 13.6%.
PERS retirement contributions for the Assistant Fire Lifeguard Operations
classification shall be tied to the retirement contributions required by
members of the Lifeguard Management Association. If there are future
changes to those employee retirement contributions, the same changes will
be made for the Assistant Chief Lifeguard Operations.
c. Optional Benefits
The City's contract with PERS also provides the 4th Level 1959 Survivor
Insurance Benefit, $500 Lump Sum Death Benefit, Sick Leave Credit
(Miscellaneous only), Military Service Credit, 2% Cost of Living Adjustment
and the pre -retirement option settlement 2 death benefit (Section 21548).
2. LIUNA Supplemental Pension
Key and Management employees are members of the LIUNA Supplemental
Pension Fund ("Plan'). Effective in the pay period which includes January
1, 2019, the Plan will be funded exclusively by contributions from the
members. The City will not make any contributions to the Plan. In addition,
as there are increases (which typically occur annually) to the costs (whether
identified as employer or employee contributions) to fund the Plan, they will
be made by Key and Management employees (i.e., the participants in the
Plan). The City is not responsible for, nor does it make any representation
regarding, the payment of benefits to Key & Management employees.
Employees cannot receive the contributed amounts directly instead of
having them paid to the Plan. Participation in the Plan will continue to be
mandatory for Key & Management employees.
Key & Mgmt Comp Plan 2019-21 14
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
Key & Management employees who leave City employment prior to vesting
in the LIUNA pension plan will have no right to the return of amounts
contributed, or other recourse against the City concerning LIUNA.
D. RETIREE MEDICAL BENEFITS
1. Background
In 2005, the City and all Employee Associations agreed to replace the
previous "defined benefit" retiree medical program with a new "defined
contribution" program. The process of fully converting to the new program
will be ongoing for an extended period. During the transition, employees
and (then) existing retirees have been administratively classified into one of
four categories. The benefit is structured differently for each of the
categories. The categories are as follows:
a. Category 1 - Employees newly hired after January 1, 2006.
b. Category 2 - Active employees hired prior to January 1, 2006, whose
age plus years of service as of January 1, 2006, was less than 50
(46 for public safety employees).
C. Category 3 - Active employees hired prior to January 1, 2006, whose
age plus years of service was 50 or greater (46 for public safety
employees) as of January 1, 2006.
2. Program Structure
This is an Integral Part Trust (IPT) Retiree Health Savings (RHS) Plan
(formerly the Medical Expense Reimbursement Program - "MERP").
a. For employees in Category 1, the program is structured as follows:
Each employee will have an individual RHS account (Employee
Account). This account will accumulate contributions to be used for
health care expense after separation. All contributions to the plan
are either mandatory employee contributions or City paid employer
contributions, so they are not taxable to employees at the time of
deposit. Earnings from investment of funds in the account are not
taxable when posted to the account. Benefit payments are not
taxable when withdrawn, because the plan requires that all
distributions be spent for specified health care purposes.
Key & Mgmt Comp Plan 2019-21 15
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
Contributions will be in three parts:
Part A contributions (mandatory employee contributions): 1 % of
Salary.
Part B contributions (employer contributions): $2.50 per month for
each year of service plus year of age (updated every January 1 st
based on status as of December 31 st of the prior year).
Part C contributions (leave settlement as determined by Key and
Management employees):
Key and Management employees will determine the level of
contribution, subject to the following constraints. All employees
within Key and Management must participate at the same level. The
participation level should be specified as a percentage of the leave
balance on hand in each employee's leave bank at the time of
separation from the City.
For example, if Key and Management employees determine to
specify 50% of the leave balance as the participation level, then each
member leaving the City or cashing out leave at any other time,
would have the cash equivalent of 50% of the amount that is cashed
out added to the RHS, on a pre-tax basis. The remaining 50% would
be paid in cash as taxable income. Individual employees would not
have the option to deviate from this breakout.
Sick leave balances may also be included in the RHS Part C
contributions, but only to the extent and within all the numeric
parameters specified in the Employee Policy Manual. Sick leave
participation is a separate item from Flex leave participation, and
thresholds must be separately identified by the Key and
Management group.
Key and Management employees have agreed to Part C
contributions at the level of sixty-five percent (65%) of Sick leave
and twenty percent (20%) of Flex leave. This amount may be
changed on a go forward basis, as determined among the Key and
Management group.
Nothing in this section restricts taking leave for time off purposes.
Key & Mgmt Comp Plan 2019-21 16
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
Part A contributions may be included in PERS compensation. Part
B and Part C contributions will not be included in PERS
compensation.
Part A contributions begin upon enrollment in the program and are
credited to each RHS Employee Account each pay period. Eligibility
for Part B contributions is set at five years of vested City
employment. At that time, the City will credit the first five years'
worth of Part B contributions into the Employee Account (interest
does not accrue during that period). Thereafter, contributions are
made bi-weekly. Part C deposits, if any, will be made at the time of
employment separation.
Each Employee has a right to reimbursement of medical expenses
(as defined below) from the Plan until the Employee Account
balance is zero. This right is triggered upon separation. If an
employee leaves the City prior to five years employment, only the
Part A contributions and Part C leave settlement contributions, if
any, will be in the RHS Employee Account. Such an employee will
not be entitled to any Part B contributions.
Distributions from RHS Employee Accounts are restricted to use for
health insurance and medical care expenses after separation, as
defined by the Internal Revenue Code Section 213(d) (as explained
in IRS Publication 502), and specified in the Plan Document. In
accordance with current IRS regulations and practices, this
generally includes premiums for medical insurance, dental
insurance, vision insurance, supplemental medical insurance, long
term care insurance, and miscellaneous medical expenses not
covered by insurance for the employee and his or her spouse and
legal dependents — again only as permitted by IRS Publication 502.
Qualification for dependency status will be determined by guidelines
in IRC 152. If used for these purposes, distributions from the RHS
accounts will not be taxable. Cash withdrawal for any other purpose
is prohibited. Under IRS Revenue Ruling 2005-24, any balance
remaining in the Employee Account after the death of the employee
and his or her spouse and/or other authorized dependents (if any)
must be forfeited. That particular RHS Employee Account will be
closed, and any remaining funds will become general assets of the
plan.
The City's Part B contributions during active employment constitute
the minimum CalPERS participating employer's contribution (i.e.,
Key & Mgmt Comp Plan 2019-21 17
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
the Ca1PERS statutory minimum amount) towards medical
insurance after retirement. In addition, retirees selecting a
CaIPERS medical plan or any other plan with a similar employer
contribution requirement, the required City contribution will be
withdrawn from the retiree's RHS account.
b. For employees in Category 2, the program is the same as for those
in Category 1, with the following exception:
In addition to the new plan contributions listed above, current
employees who fully convert to the new plan will also receive a one-
time City contribution to their individual RHS accounts that equates
to $100 per month for every month they contributed to the previous
"defined benefit" plan, to a maximum of 15 years (180 months). This
contribution will be made only if the employee retires from the City
and at the time of retirement. No interest will be earned in the interim.
Employees in Category 2 who had less than five years' service with
the City prior to implementation of the new program will only receive
Part B contributions back to January 1, 2006 when they reach five
years total service.
c. For employees in Category 3, the program is the same as for those
in Category 2, with the following exception:
For employees in this category, the City will make no Part B
contributions while the employees are still in the active work force.
Instead, the City will contribute $400 per month into each of their
RHS accounts after they retire from the City, to continue as long as
the employee or spouse is still living.
Each employee will contribute a flat $100 per month to the plan for
the duration of their employment to partially offset part of this
expense to the City. The maximum benefit provided by the City after
retirement is $4,800 per year, accruing at the rate of $400per month.
There is no cash out option for these funds, and they may not be
spent in advance of receipt.
Employees in this category will also receive an additional one-time
City contribution of $75 per month for every month they contributed
to the previous plan prior to January 1, 2006, up to a maximum of 15
years (180 months). This contribution will be made to the RHS
Key & Mgmt Comp Plan 2019-21 18
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
account at the time of retirement, and only if the employee retires
from the City. No interest will be earned in the interim.
3. Administration
Vendors have been selected by the City to administer the program. The
contract expense for program -wide administration by the vendor will be
paid by the City. However, specific vendor charges for individual account
transactions that vary according to the investment actions taken by each
employee, such as fees or commissions for trades, will be paid by each
employee.
The City's Deferred Compensation Committee, or its successor
committee, will have the authority to determine investment options that
will be available through the plan.
E. TUITION REIMBURSEMENT
Key and Management employees attending accredited community colleges,
colleges, trade schools or universities, or recognized professional organizations or
agencies may apply for reimbursement of the cost of tuition, books, fees or other
student expenses for approved job—related coursework, seminars or professional
development programs. The maximum annual benefit is $2,000 per fiscal year.
Reimbursement is contingent upon the successful completion of the course.
Successful completion means a grade of "C" or better for undergraduate courses
and a grade of "B" or better for graduate courses. All claims for tuition
reimbursement require the approval of the Human Resources Director or designee.
F. AUTO ALLOWANCE
Positions in the Executive Management and Administrative Management groups
may be eligible for a limited auto allowance, between $200 and $400 per month,
based on operational necessity and upon the determination of the City Manager.
MISCELLANEOUS
A. PROBATIONARY PERIOD
Newly hired employees shall serve a twelve-month probationary period. Any
employee who is promoted shall be required to successfully complete a six (6)
month probationary period in the new position. All Executive Management
positions serve as at -will employees as that term is defined in California Labor
Code section 2922 and can be released from employment at any time without
cause or due process.
Key & Mgmt Comp Plan 2019-21 19
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective January 1, 2019 through December 31, 2021
The City Manager, City Attorney and City Clerk serve at the pleasure of the City
Council.
B. DIRECT DEPOSIT
All newly hired employees shall participate in the payroll direct deposit system.
C. EXEMPT AND NON-EXEMPT STATUS
All classifications in Key and Management are classified as exempt from overtime
under the FLSA, with the following exceptions:
Administrative Assistants to the Police Chief, Fire Chief, City Attorney,
Assistant City Manager, Human Resources Director
Administrative Assistant -Confidential
Fiscal Specialist - Confidential
Human Resources Specialist 1/II
Paralegal
D. ALTERNATIVE WORK SCHEDULES
The City agrees to maintain flex -scheduling where it is currently operating
successfully. Any new flex scheduling must be approved by the City Manager prior
to implementation.
Employees assigned to the 9/80 work schedule will have alternating Fridays off
with the City determining which employees will work on each alternating Friday to
ensure effective coverage of the work. These employees' FLSA workweeks shall
begin four hours after the start time of their alternating regular day off and end
exactly 168 hours later.
E. EMPLOYEE POLICY MANUAL
The City of Newport Beach's Employee
addressed in this document with respE
conditions of employment.
Key & Mgmt Comp Plan 2019-21 20
Policy Manual shall govern all issues not
-t to wages, hours and other terms and
APPENDIX A
NEWPORT BEACH KEY & MANAGEMENT EMPLOYEES
POSITION TITLE
Accounting Manager
Administrative Analyst
Administrative Assistant (K&M)
Administrative Manager
Assistant City Attorney
Assistant City Clerk
Assistant City Engineer
Assistant City Manager
Assistant Fire Chief
Assistant Fire Chief - LG Operations 3
Assistant Police Chief 3
Budget Analyst
Budget Analyst, Senior
Budget Manager
City Attorney 4
City Clerk 4
City Manager 4
':ity Traffic Engineer
Civil Engineer, Principal
Civil Engineer, Senior
Community Development Director
Deputy City Attorney
Deputy City Clerk
Deputy City Manager
Deputy Community Development Director
Deputy Finance Director
Deputy Public Works Director
Deputy PW Director -Municipal Operations
Deputy Recreation & Sr. Services Director
Equipment Maintenance Superintendent
Executive Assistant
Field Maintenance Superintendent
Field Superintendent II
Finance Director
Fire Chief 5
Fire Division Chief - Emergency Med. Srvs.
Fire Marshal (Civilian)
Fiscal Specialist (Confidential)
Harbormaster
Human Resources Analyst
Human Resources Analyst, Senior
luman Resources Director
Human Resources Manager
Human Resources Specialist I
Human Resources Specialist II
Salary Schedule Effective Date: June 12, 2018
Revision Date: December 22, 2018
2.0% Cost of Living Adjustment
SUBGROUP
HOURLY PAY RATE 1
MONTHLY PAY RATE Z
MIN
MAX
MIN
MAX
Division Mgmt.
$65.58
$79.69
$11,367
$13,813
Confidential
$34.88
$49.10
$6,047
$8,510
Confidential
$29.34
$41.31
$5,085
$7,160
Division Mgmt.
$48.75
$59.26
$8,450
$10,271
Executive Mgmt.
$67.92
$101.86
$11,773
$17,656
Confidential
$34.00
$47.84
$5,893
$8,292
Division Mgmt.
$67.17
$81.63
$11,642
$14,149
Executive Mgmt.
$79.47
$119.19
$13,774
$20,659
Admin Mgmt. - Safety
$84.23
$102.36
$14,600
$17,743
Admin Mgmt. - Safety
$64.03
$77.83
$11,099
$13,491
Admin Mgmt. - Safety
$85.14
$103.50
$14,758
$17,939
Confidential
$37.62
$52.91
$6,521
$9,171
Confidential
$43.52
$61.26
$7,544
$10,619
Division Mgmt.
$65.58
$79.69
$11,367
$13,813
Executive Mgmt.
$77.75
$116.61
$13,477
$20,213
Executive Mgmt.
$48.06
$72.09
$8,331
$12,495
Executive Mgmt.
$92.30
$138.44
$15,999
$23,997
Division Mgmt.
$67.17
$81.63
$11,642
$14,149
Division Mgmt.
$63.94
$77.72
$11,084
$13,472
Confidential
$49.70
$69.91
$8,615
$12,118
Executive Mgmt.
$75.40
$113.08
$13,069
$19,601
Division Mgmt.
$65.58
$79.69
$11,367
$13,813
Confidential
$30.81
$43.37
$5,341
$7,517
Executive Mgmt.
$62.20
$83.47
$10,782
$14,469
Admin Mgmt.
$70.64
$85.86
$12,245
$14,882
Admin Mgmt.
$70.64
$85.86
$12,245
$14,882
Admin Mgmt.
$82.83
$100.68
$14,358
$17,452
Admin Mgmt.
$70.64
$85.86
$12,245
$14,882
Admin Mgmt.
$67.22
$81.71
$11,652
$14,163
Division Mgmt.
$56.55
$68.76
$9,803
$11,918
Confidential
$32.24
$45.37
$5,588
$7,863
Division Mgmt.
$56.55
$68.76
$9,803
$11,918
Division Mgmt.
$56.55
$68.76
$9,803
$11,918
Executive Mgmt.
$75.40
$113.08
$13,069
$19,601
Executive Mgmt.
$76.62
$114.92
$13,281
$19,919
Division Mgmt.
$61.79
$75.11
$10,711
$13,019
Division Mgmt.
$61.79
$75.11
$10,711
$13,019
Confidential
$28.45
$40.05
$4,932
$6,942
Executive Mgmt.
$48.06
$72.08
$8,331
$12,494
Confidential
$38.50
$54.17
$6,674
$9,389
Confidential
$42.49
$59.79
$7,364
$10,363
Executive Mgmt.
$71.33
$106.98
$12,363
$18,544
Division Mgmt.
$61.79
$75.11
$10,711
$13,019
Confidential
$29.16
$40.98
$5,054
$7,102
Confidential
$32.24
$45.37
$5,588
$7,863
21
APPENDIX A
NEWPORT BEACH KEY & MANAGEMENT EMPLOYEES
Revision Date: December 22, 2018
2.0% Cost of Living Adjustment
POSITION TITLE
SUBGROUP
HOURLY PAY RATE 1
MONTHLY PAY RATE z
MIN
MAX
MIN
MAX
Information Technology (IT) Manager
Admin Mgmt.
$67.22
$81.71
$11,652
$14,163
Information Technology Supervisor
Confidential
$58.69
$71.33
$10,174
$12,364
Library Services Director
Executive Mgmt.
$71.33
$106.98
$12,363
$18,544
Library Services Manager
Division Mgmt.
$56.55
$68.76
$9,803
$11,918
Management Analyst, Senior
Confidential
$40.12
$56.47
$6,954
$9,788
Operations Support Superintendent
Division Mgmt.
$56.55
$68.76
$9,803
$11,918
Paralegal
Confidential
$31.28
$44.01
$5,421
$7,628
Park & Tree Superintendent
Division Mgmt.
$56.55
$68.76
$9,803
$11,918
Planning Manager
Division Mgmt.
$58.52
$71.13
$10,143
$12,329
Police Chief s
Executive Mgmt.
$78.87
$118.28
$13,670
$20,502
Police Support Services Administrator
Admin Mgmt.
$68.85
$83.68
$11,935
$14,505
Principal Planner
Confidential
$45.69
$64.32
$7,919
$11,149
Public Information Manager
Division Mgmt.
$62.43
$75.88
$10,822
$13,153
Public Information Specialist
Confidential
$30.81
$43.37
$5,341
$7,517
Public Works Director
Executive Mgmt.
$75.40
$113.08
$13,069
$19,601
Public Works Manager
Division Mgmt.
$62.43
$75.88
$10,822
$13,153
Purchasing Agent
Confidential
$41.48
$58.32
$7,190
$10,108
Recreation & Sr. Services Director
Executive Mgmt.
$71.33
$106.98
$12,363
$18,544
tecreation Manager
Division Mgmt.
$45.29
$55.05
$7,850
$9,542
Revenue Manager
Division Mgmt.
$65.58
$79.69
$11,367
$13,813
Senior Services Manager
Division Mgmt.
$49.98
$60.76
$8,663
$10,531
Systems & Administration Manager
Division Mgmt.
$52.91
$64.32
$9,171
$11,149
Utilities Director
Executive Mgmt.
$71.33
$106.98
$12,363
$18,544
Y -Rate Administrative Manager
Division Mgmt.
$78.13
$13,542
1 Hourly pay rates are rounded to the nearest hundredth.
Z Monthly pay rates are rounded.
3 Range adjustments are subject to change as these positions are not tied to K&M COLAs.
° The cost -of -living -adjustment will apply to the salary ranges for these positions.
A change to the compensation for these positions is determined by the Employee Agreement/City Council.
SThe cost -of -living -adjustment will apply to the salary ranges for these positions.
A change to the compensation for these positions is determined by the Employee Agreement/City Manager.
Salary Schedule Effective Date: June 12, 2018 22
APPENDIX A
NEWPORT BEACH KEY & MANAGEMENT EMPLOYEES
Revision Date: December 21, 2019
2.0% Cost of Living Adjustment
POSITION TITLE
SUBGROUP
HOURLY PAY RATE 1
MONTHLY PAY RATE 2
MIN
MAX
MIN
MAX
Accounting Manager
Division Mgmt.
$66.89
$81.28
$11,594
$14,089
Administrative Analyst
Confidential
$35.58
$50.08
$6,168
$8,680
Administrative Assistant (K&M)
Confidential
$29.92
$42.13
$5,187
$7,303
Administrative Manager
Division Mgmt.
$49.73
$60.44
$8,620
$10,476
Assistant City Attorney
Executive Mgmt.
$69.28
$103.90
$12,008
$18,009
Assistant City Clerk
Confidential
$34.68
$48.80
$6,010
$8,458
Assistant City Engineer
Division Mgmt.
$68.51
$83.26
$11,875
$14,432
Assistant City Manager
Executive Mgmt.
$81.06
$121.57
$14,050
$21,072
Assistant Fire Chief
Admin Mgmt. - Safety
$85.92
$104.41
$14,892
$18,098
Assistant Fire Chief - LG Operations 3
Admin Mgmt. - Safety
$64.03
$77.83
$11,099
$13,491
Assistant Police Chief 3
Admin Mgmt. - Safety
$85.14
$103.50
$14,758
$17,939
Budget Analyst
Confidential
$38.37
$53.97
$6,651
$9,355
Budget Analyst, Senior
Confidential
$44.39
$62.49
$7,695
$10,831
Budget Manager
Division Mgmt.
$66.89
$81.28
$11,594
$14,089
City Attorney 4
Executive Mgmt.
$79.30
$118.95
$13,746
$20,617
City Clerk 4
Executive Mgmt.
$49.02
$73.53
$8,498
$12,745
City Manager
Executive Mgmt.
$94.15
$141.21
$16,319
$24,477
:ity Traffic Engineer
Division Mgmt.
$68.51
$83.26
$11,875
$14,432
Civil Engineer, Principal
Division Mgmt.
$65.22
$79.28
$11,305
$13,742
Civil Engineer, Senior
Confidential
$50.70
$71.31
$8,787
$12,361
Community Development Director
Executive Mgmt.
$76.90
$115.35
$13,330
$19,993
Deputy City Attorney
Division Mgmt.
$66.89
$81.28
$11,594
$14,089
Deputy City Clerk
Confidential
$31.43
$44.24
$5,448
$7,668
Deputy City Manager
Executive Mgmt.
$63.45
$85.14
$10,997
$14,758
Deputy Community Development Director
Admin Mgmt.
$72.05
$87.57
$12,489
$15,179
Deputy Finance Director
Admin Mgmt.
$72.05
$87.57
$12,489
$15,179
Deputy Public Works Director
Admin Mgmt.
$84.49
$102.70
$14,645
$17,801
Deputy PW Director -Municipal Operations
Admin Mgmt.
$72.05
$87.57
$12,489
$15,179
Deputy Recreation & Sr. Services Director
Admin Mgmt.
$68.57
$83.34
$11,885
$14,446
Equipment Maintenance Superintendent
Division Mgmt.
$57.68
$70.13
$9,999
$12,156
Executive Assistant
Confidential
$32.88
$46.27
$5,700
$8,021
Field Maintenance Superintendent
Division Mgmt.
$57.68
$70.13
$9,999
$12,156
Field Superintendent II
Division Mgmt.
$57.68
$70.13
$9,999
$12,156
Finance Director
Executive Mgmt.
$76.90
$115.35
$13,330
$19,993
Fire Chief 5
Executive Mgmt.
$78.16
$117.22
$13,547
$20,318
Fire Division Chief - Emergency Med. Srvs.
Division Mgmt.
$63.03
$76.61
$10,925
$13,279
Fire Marshal (Civilian)
Division Mgmt.
$63.03
$76.61
$10,925
$13,279
Fiscal Specialist (Confidential)
Confidential
$29.02
$40.85
$5,030
$7,081
Harbormaster
Executive Mgmt.
$49.02
$73.53
$8,497
$12,744
Human Resources Analyst
Confidential
$39.27
$55.25
$6,807
$9,577
Human Resources Analyst, Senior
Confidential
$43.34
$60.98
$7,512
$10,570
iuman Resources Director
Executive Mgmt.
$72.75
$109.12
$12,610
$18,915
Human Resources Manager
Division Mgmt.
$63.03
$76.61
$10,925
$13,279
Human Resources Specialist I
Confidential
$29.74
$41.79
$5,155
$7,244
Human Resources Specialist II
Confidential
$32.88
$46.27
$5,700
$8,021
Salary Schedule Effective Date: June 12, 2018 23
APPENDIX A
NEWPORT BEACH KEY & MANAGEMENT EMPLOYEES
Revision Date: December 21, 2019
2.0% Cost of Living Adjustment
POSITION TITLE
SUBGROUP
HOURLY PAY RATE 1
MONTHLY PAY RATE Z
MIN
MAX
MIN
MAX
Information Technology (IT) Manager
Admin Mgmt.
$68.57
$83.34
$11,885
$14,446
Information Technology Supervisor
Confidential
$59.87
$72.76
$10,377
$12,612
Library Services Director
Executive Mgmt.
$72.75
$109.12
$12,610
$18,915
Library Services Manager
Division Mgmt.
$57.68
$70.13
$9,999
$12,156
Management Analyst, Senior
Confidential
$40.92
$57.60
$7,093
$9,984
Operations Support Superintendent
Division Mgmt.
$57.68
$70.13
$9,999
$12,156
Paralegal
Confidential
$31.90
$44.89
$5,530
$7,781
Park & Tree Superintendent
Division Mgmt.
$57.68
$70.13
$9,999
$12,156
Planning Manager
Division Mgmt.
$59.69
$72.55
$10,346
$12,575
Police Chiefs
Executive Mgmt.
$80.44
$120.65
$13,944
$20,912
Police Support Services Administrator
Admin Mgmt.
$70.23
$85.36
$12,173
$14,795
Principal Planner
Confidential
$46.60
$65.61
$8,077
$11,372
Public Information Manager
Division Mgmt.
$63.68
$77.40
$11,038
$13,416
Public Information Specialist
Confidential
$31.43
$44.24
$5,448
$7,668
Public Works Director
Executive Mgmt.
$76.90
$115.35
$13,330
$19,993
Public Works Manager
Division Mgmt.
$63.68
$77.40
$11,038
$13,416
Purchasing Agent
Confidential
$42.31
$59.48
$7,334
$10,311
Recreation & Sr. Services Director
Executive Mgmt.
$72.75
$109.12
$12,610
$18,915
tecreation Manager
Division Mgmt.
$46.19
$56.15
$8,007
$9,733
Revenue Manager
Division Mgmt.
$66.89
$81.28
$11,594
$14,089
Senior Services Manager
Division Mgmt.
$50.98
$61.97
$8,836
$10,742
Systems & Administration Manager
Division Mgmt.
$53.97
$65.61
$9,355
$11,372
Utilities Director
Executive Mgmt.
$72.75
$109.12
$12,610
$18,915
Y -Rate Administrative Manager
Division Mgmt.
$78.13
$13,542
1 Hourly pay rates are rounded to the nearest hundredth.
Z Monthly pay rates are rounded.
3 Range adjustments are subject to change as these positions are not tied to K&M COLAs.
° The cost -of -living -adjustment will apply to the salary ranges for these positions.
A change to the compensation for these positions is determined by the Employee Agreement/City Council.
5The cost -of -living -adjustment will apply to the salary ranges for these positions.
A change to the compensation for these positions is determined by the Employee Agreement/City Manager.
Salary Schedule Effective Date: June 12, 2018 24
APPENDIX A
NEWPORT BEACH KEY & MANAGEMENT EMPLOYEES
POSITION TITLE
Accounting Manager
Administrative Analyst
Administrative Assistant (K&M)
Administrative Manager
Assistant City Attorney
Assistant City Clerk
Assistant City Engineer
Assistant City Manager
Assistant Fire Chief
Assistant Fire Chief - LG Operations 3
Assistant Police Chief 3
Budget Analyst
Budget Analyst, Senior
Budget Manager
City Attorney 4
City Clerk 4
City Manager 4
`.ity Traffic Engineer
Civil Engineer, Principal
Civil Engineer, Senior
Community Development Director
Deputy City Attorney
Deputy City Clerk
Deputy City Manager
Deputy Community Development Director
Deputy Finance Director
Deputy Public Works Director
Deputy PW Director -Municipal Operations
Deputy Recreation & Sr. Services Director
Equipment Maintenance Superintendent
Executive Assistant
Field Maintenance Superintendent
Field Superintendent II
Finance Director
Fire Chief 5
Fire Division Chief - Emergency Med. Srvs.
Fire Marshal (Civilian)
Fiscal Specialist (Confidential)
Harbormaster
Human Resources Analyst
Human Resources Analyst, Senior
Auman Resources Director
Human Resources Manager
Human Resources Specialist I
Human Resources Specialist II
Salary Schedule Effective Date: June 12, 2018
Revision Date: December 19, 2020
2.0% Cost of Living Adjustment
SUBGROUP
HOURLY PAY RATE 1
MONTHLY PAY RATE Z
MIN
MAX
MIN
MAX
Division Mgmt.
$68.23
$82.91
$11,826
$14,371
Confidential
$36.29
$51.08
$6,291
$8,854
Confidential
$30.52
$42.97
$5,290
$7,449
Division Mgmt.
$50.72
$61.65
$8,792
$10,686
Executive Mgmt.
$70.66
$105.98
$12,248
$18,370
Confidential
$35.37
$49.77
$6,131
$8,627
Division Mgmt.
$69.88
$84.93
$12,113
$14,721
Executive Mgmt.
$82.68
$124.00
$14,331
$21,493
Admin Mgmt. - Safety
$87.63
$106.50
$15,190
$18,460
Admin Mgmt. - Safety
$64.03
$77.83
$11,099
$13,491
Admin Mgmt. - Safety
$85.14
$103.50
$14,758
$17,939
Confidential
$39.14
$55.05
$6,784
$9,542
Confidential
$45.28
$63.74
$7,849
$11,048
Division Mgmt.
$68.23
$82.91
$11,826
$14,371
Executive Mgmt.
$80.89
$121.32
$14,021
$21,030
Executive Mgmt.
$50.00
$75.00
$8,667
$13,000
Executive Mgmt.
$96.03
$144.04
$16,645
$24,967
Division Mgmt.
$69.88
$84.93
$12,113
$14,721
Division Mgmt.
$66.53
$80.86
$11,532
$14,017
Confidential
$51.71
$72.74
$8,963
$12,608
Executive Mgmt.
$78.44
$117.65
$13,597
$20,393
Division Mgmt.
$68.23
$82.91
$11,826
$14,371
Confidential
$32.06
$45.12
$5,557
$7,821
Executive Mgmt.
$64.71
$86.85
$11,217
$15,053
Admin Mgmt.
$73.50
$89.32
$12,739
$15,483
Admin Mgmt.
$73.50
$89.32
$12,739
$15,483
Admin Mgmt.
$86.18
$104.75
$14,938
$18,157
Admin Mgmt.
$73.50
$89.32
$12,739
$15,483
Admin Mgmt.
$69.94
$85.01
$12,122
$14,735
Division Mgmt.
$58.84
$71.53
$10,199
$12,399
Confidential
$33.54
$47.20
$5,814
$8,181
Division Mgmt.
$58.84
$71.53
$10,199
$12,399
Division Mgmt.
$58.84
$71.53
$10,199
$12,399
Executive Mgmt.
$78.44
$117.65
$13,597
$20,393
Executive Mgmt.
$79.72
$119.56
$13,818
$20,724
Division Mgmt.
$64.29
$78.14
$11,144
$13,545
Division Mgmt.
$64.29
$78.14
$11,144
$13,545
Confidential
$29.60
$41.67
$5,131
$7,222
Executive Mgmt.
$50.00
$75.00
$8,667
$12,999
Confidential
$40.06
$56.36
$6,944
$9,769
Confidential
$44.20
$62.20
$7,662
$10,781
Executive Mgmt.
$74.21
$111.31
$12,863
$19,293
Division Mgmt.
$64.29
$78.14
$11,144
$13,545
Confidential
$30.34
$42.63
$5,258
$7,389
Confidential
$33.54
$47.20
$5,814
$8,181
25
APPENDIX A
NEWPORT BEACH KEY & MANAGEMENT EMPLOYEES
Revision Date: December 19, 2020
2.0% Cost of Living Adjustment
POSITION TITLE
SUBGROUP
HOURLY PAY RATE 1
MONTHLY PAY RATE 2
MIN
MAX
MIN
MAX
Information Technology (IT) Manager
Admin Mgmt.
$69.94
$85.01
$12,122
$14,735
Information Technology Supervisor
Confidential
$61.06
$74.21
$10,585
$12,864
Library Services Director
Executive Mgmt.
$74.21
$111.31
$12,863
$19,293
Library Services Manager
Division Mgmt.
$58.84
$71.53
$10,199
$12,399
Management Analyst, Senior
Confidential
$41.74
$58.75
$7,235
$10,183
Operations Support Superintendent
Division Mgmt.
$58.84
$71.53
$10,199
$12,399
Paralegal
Confidential
$32.54
$45.79
$5,640
$7,936
Park & Tree Superintendent
Division Mgmt.
$58.84
$71.53
$10,199
$12,399
Planning Manager
Division Mgmt.
$60.88
$74.00
$10,553
$12,827
Police Chiefs
Executive Mgmt.
$82.05
$123.06
$14,222
$21,331
Police Support Services Administrator
Admin Mgmt.
$71.64
$87.06
$12,417
$15,091
Principal Planner
Confidential
$47.53
$66.92
$8,239
$11,599
Public Information Manager
Division Mgmt.
$64.96
$78.95
$11,259
$13,684
Public Information Specialist
Confidential
$32.06
$45.12
$5,557
$7,821
Public Works Director
Executive Mgmt.
$78.44
$117.65
$13,597
$20,393
Public Works Manager
Division Mgmt.
$64.96
$78.95
$11,259
$13,684
Purchasing Agent
Confidential
$43.16
$60.67
$7,481
$10,517
Recreation & Sr. Services Director
Executive Mgmt.
$74.21
$111.31
$12,863
$19,293
tecreation Manager
Division Mgmt.
$47.12
$57.28
$8,167
$9,928
Revenue Manager
Division Mgmt.
$68.23
$82.91
$11,826
$14,371
Senior Services Manager
Division Mgmt.
$52.00
$63.21
$9,013
$10,957
Systems & Administration Manager
Division Mgmt.
$55.05
$66.92
$9,542
$11,599
Utilities Director
Executive Mgmt.
$74.21
$111.31
$12,863
$19,293
Y -Rate Administrative Manager
Division Mgmt.
$78.13
$13,542
1 Hourly pay rates are rounded to the nearest hundredth.
z Monthly pay rates are rounded.
3 Range adjustments are subject to change as these positions are not tied to K&M COLAs.
° The cost -of -living -adjustment will apply to the salary ranges for these positions.
A change to the compensation for these positions is determined by the Employee Agreement/City Council.
sThe cost -of -living -adjustment will apply to the salary ranges for these positions.
A change to the compensation for these positions is determined by the Employee Agreement/City Manager.
Salary Schedule Effective Date: June 12, 2018 26
STATE OF CALIFORNIA }
COUNTY OF ORANGE } ss.
CITY OF NEWPORT BEACH }
I, Leilani I. Brown, City Clerk of the City of Newport Beach, California, do hereby certify that the
whole number of members of the City Council is seven; the foregoing resolution, being Resolution
No. 2019-35 was duly introduced before and adopted by the City Council of said City at a regular meeting
of said Council held on the 9th day of April, 2019; and the same was so passed and adopted by the
following vote, to wit:
AYES: Council Member Brad Avery, Council Member Joy Brenner, Council Member Duffy
Duffield, Council Member Jeff Herdman, Council Member Kevin Muldoon, Mayor Pro Tem
Will O'Neill, Mayor Diane Dixon
NAYS: None
IN WITNESS WHEREOF, I have hereunto subscribed my name and affixed the official seal of
said City this 101h day of April, 2019.
Leil I. Br n
Ci Jerk
Newport Beach, California