HomeMy WebLinkAbout2016-13 - Adopting the Key & Management Compensation PlanRESOLUTION NO. 2016-13
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF NEWPORT
BEACH ADOPTING THE KEY & MANAGEMENT COMPENSATION
PLAN
WHEREAS, the City of Newport Beach has employees who are not represented
by an exclusively recognized collective bargaining unit and therefore are not covered by
a collective bargaining agreement; and
WHEREAS, the City Council of the City of Newport Beach has previously
established and recognized the unrepresented Key & Management Group, consisting of
certain safety and non -safety management, professional and confidential classifications;
and
WHEREAS, the City Council of the City of Newport Beach adopted the Key &
Management Compensation Plan ("Plan") to provide for salary and benefits for
employees in the Key & Management Group for the period July 1, 2012 through
June 30, 2015; and
WHEREAS, the City Council of the City of Newport Beach desires to modify and
adopt a new Plan consistent with terms and conditions of employment of similarly
situated employees in other recognized miscellaneous or safety bargaining units.
NOW, THEREFORE, the City Council of the City of Newport Beach does
RESOLVE as follows:
Section 1. Wages, hours, fringe benefits and other terms of employment of
employees included in the Key & Management Group shall be provided in accordance
with the provisions of the attached Key & Management Compensation Plan (Exhibit A).
Section 2. The term of the Plan will be for forty-two (42) months, effective
retroactively to July 1, 2015, through December 31, 2018.
Section 3: The City's Salary Schedule shall be modified so as to be consistent
with this Resolution.
Section 4: 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, clause or phrase hereof, irrespective of the fact that any one or
more sections, subsections, sentences, clauses and phrases be declared invalid or
unconstitutional.
Resolution No. 2016-13
Page 2 of 2
Section 5: 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, Chapter 3,
because it has no potential for resulting in physical change to the environment, directly
or indirectly.
Section 6: 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 26th day of January, 2016.
ATTEST:
— do;l , tVuU ►--,
Leilam I. Brown
City Clerk
Diane B. Dixon
Mayor
X7:11=Iir1
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
INTRODUCTION
Consistent with applicable laws, 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 (excluding City Manager, City
Attorney, and City Clerk) will receive the following adjustments, as provided in
Appendix A:
Effective the pay period that includes January 1, 2016, base salaries will be
increased by 2.65%.
Effective the pay period that includes January 1, 2017, base salaries will be
increased by 2.65%.
Effective the pay period that includes January 1, 2018, base salaries will be
increased by 2.65%.
Safety:
Pay rates for Safety employees shall be provided in Appendix A as follows:
Effective the pay period that includes January 1, 2016, base salaries will be
increased by 3.3% for the Assistant Police Chief classification. Thereafter, cost -
of -living adjustments for the Assistant Police Chief classification shall be tied to
the cost -of -living adjustments received by Police Management Association
1 Key & Mgmt Comp Plan 2015-18
R
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
employees as follows: Effective the first pay period that includes January 1,
2017, base salary will be increased by 2.5%; effective the first pay period that
includes January 1, 2018, base salary will be increased by 3.0%.
Effective the pay period that includes January 1, 2016, base salaries for the
Assistant Fire Chief classification will be increased by 4.0%. Thereafter, cost -of -
living adjustments for the Assistant Fire Chief classification shall be tied to the
cost -of -living adjustments received by Fire Management Association employees
as follows: Effective the first pay period that includes January 1, 2017, base
salary will be increased by 2.75%; effective the first pay period that includes
January 1, 2018, base salary will be increased by 2.75%.
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 employees. As such, this
classification will receive the following cost -of -living adjustments: Effective the
first pay period that includes July 1, 2016, base salary will be increased by 2.5%;
effective the first pay period that includes July 1, 2017, base salary will be
increased by 2.5%.
In addition, and provided as an internal and external equity adjustment, the
Assistant Chief, Lifeguard Operations range shall be adjusted 5.0% effective
January 1, 2016.
Separate salary adjustments for the Police Chief and Fire Chief shall be as
provided in their applicable Employment Agreements.
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.
2 Key & Mgmt Comp Plan 2015-18
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
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.
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 which will confirm that the
employee is fluent at the street conversational level in speaking, reading and/or
writing Spanish or other approved language.
E. Non -Exempt Overtime and Compensatory Time Off
Employees in non-exempt positions are eligible to receive overtime or
compensatory time off. Overtime for non-exempt positions shall be paid at one -
and -one-half (1'/) times the employee's regular rate of pay. 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'/z) times for
every overtime hour worked. Employees may accumulate up to eighty (80) hours
of Compensatory Time. Any hours in excess of eighty (80) will be paid off.
Accumulation in excess of the eighty (80) hours may be approved at the
discretion of the Department Director.
F. Jury Duty
A Key and Management employee called to serve as a juror shall notify his/her
Supervisor on the first Workday following receipt of the summons. Key and
Management employees of the City legally required to serve as a juror shall be
Key & Mgmt Comp Plan 2015-18
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
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:
Assistant Police Chief - $1,350
Assistant Fire Chief - $1,519
Assistant Chief, Lifeguard Operations - $838
H. One -Time Payment
Effective following adoption of the Key & Management Compensation Plan, or as
soon thereafter as practicable, then currently employed non -safety Key &
Management employees (excluding City Manager, City Attorney, and City Clerk)
will receive a one-time payment of $2,400. 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
Unless receiving a more enhanced leave benefit than that provided in the Key and
Management Plan at the time of adoption of this 2015-18 Plan, employees in the
Administrative Management -Safety classifications shall be tied to the leave benefits
provided to the Key and Management group at large during the effective dates of this
Plan. Employees hired or promoted into these classifications following adoption of the
Compensation Plan shall be tied to the leave benefits provided to the Key and
Management group at large.
A. Holidays
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day After Thanksgiving
Christmas Eve
Christmas Day
New Year's Eve
New Year's Day
Observed
July 4
First Monday in September
November 11
Fourth Thursday in November
Friday following Thanksgiving
December 24 - last half of working day
December 25
December 31- last
January 1
0
half of working day
Key & Mgmt Comp Plan 2015-18
C.
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
Martin Luther King Birthday
Washington's Birthday
Memorial Day
Floating Holiday
Third Monday in January
Third Monday in February
Last Monday in May
(1) July Vt
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).
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
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.
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.
Key & Mgmt Comp Plan 2015-18
Maximum
Years of Continuous
Firs 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
Key & Mgmt Comp Plan 2015-18
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City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
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 category will earn
Flex leave according to the following schedule:
During the first three months of full-time employment, new regular employees
shall not accrue paid leave. At the completion of three months of employment
three months of accrued leave will be placed in the employee's account.
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.
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.
Sick Leave
6 Key & Mgmt Comp Plan 2015-18
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
During the first three months of full-time employment, new regular employees
shall not accrue paid leave. At the completion of three months of employment
three months of accrued leave will be placed in the employee's account.
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.
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.
Sick Leave
6 Key & Mgmt Comp Plan 2015-18
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
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.
Bereavement Leave
Bereavement leave shall be defined as "the necessary absence from duty by an
employee having a regular or probationary appointment because of the death or
terminal illness in his/her immediate family." 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.
The provisions of this Section shall not diminish or reduce any rights a member
may have pursuant to applicable provisions of State or Federal law. An
employee requesting bereavement leave shall notify his/her supervisor as soon
as possible of the need to take leave.
G. Administrative Leave
All overtime, either paid or compensatory time off, was eliminated for FLSA
exempt Management personnel. In its place, Administrative Leave was 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, based upon the
number of overtime hours normally worked by the individual exempt employee.
H. Leave Sellback
Twice annually, employees shall have the option of selling back, on an hour for
hour basis, accrued Flex leave. In no event shall the Flex leave balance be
Key & Mgmt Comp Plan 2015-18
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
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-one percent (21%).
BENEFITS
A. Insurance
1. Medical and Dental 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.
Effective July 1, 2015, the City's monthly contribution towards the
Cafeteria Plan shall be $1,549 (plus the minimum CaIPERS participating
employer's contribution).
Effective the first pay issue in January 2016, the City's contribution
towards the Cafeteria Plan will increase by $76 to $1,625 per month (plus
the minimum CaIPERS participating employer's contribution).
Effective the first pay issue in January 2017, the City's contribution
towards the Cafeteria Plan will increase by $100 to $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.
Unused Cafeteria Plan funds shall be payable to the employee as taxable
cash back. Employees shall be allowed to change coverages in
accordance with plan rules and during regular open enrollment periods.
Key and Management employees who do not enroll in any medical plan
offered by the City must provide evidence of group medical insurance
coverage, and execute an opt -out agreement releasing the City from any
responsibility or liability to provide medical insurance coverage on an
annual basis. Effective January 1, 2016, or as soon thereafter is
practicable following City Council adoption of the Compensation Plan, the
maximum cafeteria allowance provided to employees who execute an opt -
out agreement shall be $1, 000 per month.
8 Key & Mgmt Comp Plan 2015-18
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City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
2. Vision Insurance
Employees may purchase vision insurance upon hire and during benefits
open enrollment.
3. Healthcare Reform
Certain State and Federal laws, programs and regulations, including the
Affordable Care Act, may impact future medical plan offerings. In the
event reform measures alter healthcare coverage options, cost, or other
elements of healthcare services with the City's Miscellaneous bargaining
units, cafeteria and/or healthcare benefits for employees in the Key and
Management Group will be similarly provided.
4. Disability Insurance
The City shall provide disability insurance with the following provisions:
Weekly Benefit
Maximum Monthly Benefit
Minimum Benefit
Waiting Period
66.67% gross weekly wages
$10,000
$15 (STD)/$100 (LTD)
30 Calendar Days (STD)
180 Calendar Days (LTD)
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 (I%) percent of base salary.
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.
9 Key & Mgmt Comp Plan 2015-18
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
2. Life Insurance
The City shall provide life insurance for all regular full-time employees in
$1,000 increments based on annual salary up to $50,000.
3. Employee Assistance Program
Employees are eligible to receive EAP benefits, which provide confidential
counseling and education on work and life issues, subject to provider
guidelines.
C. Retirement Benefits
1. PERS 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(1),
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 period selected by the employee.
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.
The City's contract with PERS also provides the 4th Level 1959 Survivor
Insurance Benefit, $500 Lump Sum Death Benefit, Sick Leave Credit
10 Key & Mgmt Comp Plan 2015-18
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
(Miscellaneous only), Military Service Credit, 2% Cost of Living
Adjustment and the pre -retirement option settlement 2 death benefit
(Section 21548).
2. Employee Contributions
Non Safety:
Key and Management employees will contribute additional amounts
toward the PERS retirement benefit, to the extent permissible by law.
From July 1, 2015 through December 31, 2015, Key & Management non -
safety members have been contributing, in addition to the member
contribution, a portion of the Employer rate under a 205160 cost sharing
agreement and employees in Tier 1 have also been contributing under
20516(a). The normal member rate and the cost sharing rate vary by Tier.
However, the combined contribution rate for each Tier equals 12.35% of
pensionable compensation, as provided in the prior Compensation Plan.
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 "PERSable" compensation, and will be
made on a pre-tax basis through payroll deduction, to the extent allowable
by the government tax code.
Tiers 1: Effective the pay period including January 1, 2016, employees
shall contribute an additional .35% for a total employee contribution of
12.70% of pensionable compensation, broken down as follows: 8.0% of
the required member contribution and 2.42% and 2.28% of cost sharing
under 20516(a) and 205160 respectively.
Effective the pay period including January 1, 2017, employees shall
contribute an additional .30% for a total employee contribution of 13.0% of
pensionable compensation, broken down as follows. 8.0% of the required
member contribution and 2.42% and 2.58% of cost sharing under
20516(a) and 205160 respectively.
Tiers 2 and 3: Effective the pay period including January 1, 2016, Tier 2
and Tier 3 employees shall contribute an additional .35% of pensionable
compensation towards retirement costs pursuant to Government Code
Section 20516 (f), for a total of 12.70%. Effective the pay period including
January 1, 2017, Tier 2 and Tier 3 employees shall contribute an
additional .30% of pensionable compensation towards retirement costs for
a total employee contribution of 13%.
11 Key & Mgmt Comp Plan 2015-18
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KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
Safety:
Based on prior agreement, employees in the Assistant Police Chief
classification contributed the entire 9.0% of compensation earnable of the
required member contribution, as well as an additional 3.8% of
compensation earnable of the required employer contribution as cost
sharing in accordance with Government Code section 20516(8. Effective
the pay period that includes January 1, 2016, employees in this
classification shall contribute an additional 1.8% of compensation earnable
as cost sharing in accordance with Government Code section 20516(0 for
a total employee contribution of 14.6%. Thereafter, PERS retirement
contributions for the Assistant Police Chief classification shall be tied to
the retirement contributions required by safety members of the Police
Management Association.
Based on prior agreement, employees in the Assistant Fire Chief
classification contributed the entire 9.0% of compensation earnable of the
required member contribution. Effective the pay period that includes
January 1, 2016, employees in this classification shall contribute an
additional 1.5% of compensation earnable as cost sharing in accordance
with Government Code section 205160 for a total employee contribution
of 10.5%. Thereafter, PERS retirement contributions for the Assistant Fire
Chief classification shall be tied to the retirement contributions of safety
members of the Fire Management Association. Accordingly effective the
pay period that includes January 1, 2017 these employees shall contribute
an additional .75% of compensation earnable as cost sharing for a total
employee contribution of 11.25%. Effective the pay period that includes
January 1, 2018 these employees shall contribute an additional .75% of
compensation earnable as cost sharing for a total employee contribution
of 12%.
Pursuant to Resolution No. 2015-50, employees in the Assistant Chief,
Lifeguard Operations classification were tied to contributions made by
employees in the Lifeguard Management Association and contributed the
entire 9.0% of compensation earnable of the required member
contribution, as well as an additional 1.6% of compensation earnable of
the required employer contribution as cost sharing in accordance with
Government Code section 20516(1). Accordingly, effective the pay period
that includes July 1, 2016, employees in this classification shall contribute
an additional 1.5% of compensation earnable as cost sharing for a total
employee contribution of 12.1 %. Effective the pay period that includes
12 Key & Mgmt Comp Plan 2015-18
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
July 1, 2017 these employees shall contribute an additional 1.5% of
compensation earnable as cost sharing for a total employee contribution
of 13.6%.
PERS/pension contributions for the Police Chief and Fire Chief shall be as
provided in their applicable Employment Agreements.
3. LIUNA Supplemental Pension
The City shall contribute, on behalf of each Key and Management
employee, one and one half percent (1.5%) of base salary into the LIUNA
Supplemental Pension Fund. The City's sole obligation is to forward the
agreed upon amount to the fund. The City is not responsible for, nor does
it make any representation regarding, the payment of benefits to unit
members.
Effective January 1, 2007, the City increased the base salary of all Key &
Management employees by 1.5%, and then deducted that same amount
as a mandatory employee contribution. For tax purposes, the
contributions, although designated employee contributions, are being paid
by the employer in lieu of contributions by the employee. The contributions
are deemed "picked -up" and treated as employer contributions, thereby
excluding the employee's gross income until distributed. Employees
cannot opt out of the "pick-up," or receive the contributed amounts directly
instead of having them paid to the plan. Participation at the same level
will continue to be mandatory for members of the Key & Management
Group. In accordance with correspondence received from a legal expert
retained by the City, this amount will not be taxable, except for Medicare.
Minor changes to other compensation related items that are calculated
from base salary will also result from this administrative change.
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
13 Key & Mgmt Comp Plan 2015-18
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
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.
d. Category 4 - Employees who had already retired from the City prior
to January 1, 2006, and were participating in the previous retiree
medical program.
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.
Contributions will be in three parts:
Part A contributions (mandatory employee contributions): 1% of
Salary.
14 Key & Mgmt Comp Plan 2015-15
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
Part B contributions (employer contributions): $2.50 per month for
each year of service plus year of ape (updated every January 11
based on status as of December 31s 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 (6591D) of Sick leave
and twenty-one percent (21%) 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.
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.
15 Key & Mgmt Comp Plan 2015-18
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
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 CaIPERS participating employer's
contribution towards medical insurance after retirement. In
addition, retirees selecting a CalPERS 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.
16 Key & Mgmt Comp Plan 2015-15
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
b. For employees in Category 2, the program is the same as for those
in Category 1, with the following exception:
C.
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.
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
account at the time of retirement, and only if the employee retires
from the City. No interest will be earned in the interim.
d. For employees (retirees) in Category 4, the structure is very similar
to the previous retiree medical program, except that there is no cost
share requirement, and the $400 City contribution after retirement
17 Key & Mgmt Comp Plan 2015-18
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
can be used for any IRS authorized purpose, not just City insurance
premiums.
Effective July 1, 2006, a RHS account has been opened for each
retiree in this category, and the City will contribute $400 per month
to each account as long as the retiree or spouse remains living.
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.
4. Value of Benefit
For all purposes, including compensation comparisons, the Retiree
Medical Program shall be valued at 1% of salary on which PERS
retirement is based (Part A); plus .25% of other compensation (Part B).
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. Effective January 1, 2016, the reimbursment will
increase by $500 to a maximum of $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.
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,
18 Key & Mgmt Comp Plan 2015-18
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
based on operational necessity and upon the determination of the City Manager.
MISCELLANEOUS
/A
a
C.
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 at -will and can be released from employment at any time.
The City Manager, City Attorney and City Clerk serve at the pleasure of the City
Council.
Direct Deposit
All newly hired employees shall participate in the payroll direct deposit system.
Exempt and Non-exempt Status
All classifications in Key and Management are classified as exempt 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
Legal Assistant
9/80 Scheduling Plan
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.
In January 2011, the 9/80 flex -schedule was modified to provide employees the
option of alternating Fridays off only. To ensure effective coverage, employees
on the 9/80 schedule are divided into groups A or B, with equal numbers of staff
as much as possible, including management and supervisory staff, off on
alternating Fridays. To ensure ongoing compliance with Fair Labor Standards
Act, and to maintain organizational efficiency, deviations from established flex
days, if legally permitted, will be considered on a case-by-case basis.
19 Key & Mgmt Comp Plan 2015-18
City of Newport Beach
KEY AND MANAGEMENT COMPENSATION PLAN
Effective July 1, 2015 through December 31, 2018
E. Employee Policy Manual
The City of Newport Beach's Employee
addressed in this document with respe
conditions of employment.
20
Policy Manual shall govern all issues not
;t to wages, hours and other terms and
Key & Mgmt Comp Plan 2015-18
Exhibit A
Newport Beach Key & Management Classifications and Salary Ranges
effective January 1, 2016
Confidential, Division Management, and Admin Management (2.65% range adjustment)
Hourly Monthly
Job Classification
Subgroup
Min
Max
Mint
Max2
Accounting Manager
Division Mgmt
$
61.02
$
74.14
$
10,576
$
12,852
Admin Asst - Confidential
Confidential
$
27.29
$
38.43
$
4,731
$
6,662
Admin Asst to Asst City Mg
Confidential
$
27.29
$
38.43
$
4,731
$
6,662
Admin Asst to Fire Chief
Confidential
$
27.29
$
38.43
$
4,731
$
6,662
Admin Asst to HR Director
Confidential
$
27.29
$
38.43
$
4,731
$
6,662
Admin Asst to Police Chief
Confidential
$
27.29
$
38.43
$
4,731
$
6,662
Admin Ast to City Attny
Confidential
$
27.29
$
. 38.43
$
4,731
$
6,662
Administrative Analyst
Confidential
$
32.46
$
45.68
$
5,626
$
7,918
Administrative Manager
Division Mgmt
$
45.36
$
55.13
$
7,863
$
9,556
Assistant City Attorney
Admin Mgmt
$
70.79
$
86.00
$
12,270
$
14,907
Assistant City Clerk
Confidential
$
31.63
$
44.51
$
5,482
$
7,715
Assistant City Engineer
Division Mgmt
$
62.49
$
75.95
$
10,832
$
13,165
Asst to the CM
Division Mgmt
$
58.09
$
70.60
$
10,069
$
12,238
Budget Analyst
Confidential
$
35.00
$
49.23
$
6,067
$
8,533
Budget Analyst, Senior
Confidential
$
40.50
$
57.00
$
7,019
$
9,880
Budget Manager
Division Mgmt
$
61.02
$
74.14
$
10,576
$
12,852
City Traffic Engineer
Division Mgmt
$
62.49
$
75.95
$
10,832
$
13,165
Civil Eng., Prim - PI Chk
Division Mgmt
$
59.50
$
72.32
$
10,313
$
12,535
Civil Engineer, Principal
Division Mgmt
$
59.50
$
72.32
$
10,313
$
12,535
Deputy City Attorney
Division Mgmt
$
61.02
$
74.14
$
10,576
$
12,852
Deputy City Clerk
Confidential
$
28.67
$
40.35
$
4,969
$
6,994
Deputy Comm Develp Dirc[r
Admin Mgmt
$
65.73
$
79.88
$
11,393
$
13,846
Deputy Finance Director
Admin Mgmt
$
65.73
$
79.88
$
11,393
$
13,846
Deputy PW Director/City Eng
Admin Mgmt
$
77.07
$
93.68
$
13,359
$
16,238
Deputy Ree & Sr Director
Admin Mgmt
$
62.54
$
76.02
$
10,841
$
13,177
EMS Division Chief
Division Mgmt
$
57.49
$
69.88
$
9,966
$
12,113
Engineer, Senior
Confidential
$
46.24
$
65.05
$
8,016
$
11,275
Equipment Maint Supertdnt
Division Mgmt
$
52.62
$
63.97
$
9,121
$
11,088
Exec Asst to the City Manager
Confidential
$
29.99
$
42.21
$
5,199
$
7,316
Facilities Manager
Confidential
$
46.24
$
65.05
$
8,016
$
11,275
Field Maint Superintdnt
Division Mgmt
$
52.62
$
63.97
$
9,121
$
11,088
Field Superlmdnt II
Division Mgmt
$
52.62
$
63.97
$
9,121
$
11,088
Fiscal Specialist - Confidential
Confidential
$
26.47
$
37.26
$
4,589
$
6,459
Harbor Resources Manager
Division Mgmt
$
61.02
$
74.14
$
10,576
$
12,852
Human Res. Analyst
Confidential
$
35.82
$
50.40
$
6,210
$
8,736
Human Res. Analyst, Sr.
Confidential
$
39.53
$
55.63
$
6,852
$
9,642
Human Res. Specialist I
Confidential
$
27.13
$
38.12
$
4,703
$
6,608
Human Res. Specialist II
Confidential
$
29.99
$
42.21
$
5,199
$
7,316
Human Resources Manager
Division Mgmt
$
57.49
$
69.88
$
9,966
$
12,113
IT Manager
Admin Mgmt
$
62.54
$
76.02
$
10,841
$
13,177
Legal Assistant
Confidential
$
24.82
$
34.94
$
4,302
$
6,057
Library Services Manager
Division Mgmt
$
52.62
$
63.97
$
9,121
$
11,088
Management Analyst, Senior
Confidential
$
37.33
$
52.54
$
6,471
$
9,106
Operations Support Supt.
Division Mgmt
$
52.62
$
63.97
$
9,121
$
11,088
Newport Beach Key & Management Classifications and Salary Ranges
effective January 1, 2016
Confidential, Division Management, and Admin Management(2.65% range adjustment)
Hourly Monthly
Job Classification
Subgroup
Min
Min
Max
Max
Min2
Min
Max2
Paralegal
Confidential
$ 29.10
$
40.95
$
5,044
$
7,097
Park & Tree Superintendent
Division Mgmt
$ 52.62
$
63.97
$
9,121
$
11,088
Planner, Principal
Confidential
$ 42.51
$
59.84
$
7,368
$
10,373
Planning Manager
Division Mgmt
$ 54.45
$
66.18
$
9,437
$
11,471
Police Support Svcs Admin
Admin Mgmt
$ 64.06
$
77.86
$
11,104
$
13,496
Public Info Specialist
Confidential
$ 28.67
$
40.35
$
4,969
$
6,994
Public Information Manager
Division Mgmt
$ 58.09
$
70.60
$
10,069
$
12,238
Purchasing Agent
Confidential
$ 38.60
$
54.26
$
6,690
$
9,405
PW Finance/Admin Manager
Division Mgmt
$ 54.45
$
66.18
$
9,437
$
11,471
Recreation Manager
Division Mgmt
$ 42.14
$
51.22
$
7,304
$
8,879
Revenue Manager
Division Mgmt
$ 61.02
$
74.14
$
10,576
$
12,852
Senior Services Manager
Division Mgmt
$ 46.50
$
56.53
$
8,060
$
9,798
Systems & Admin Manager
Division Mgmt
$ 49.23
$
59.84
$
8,533
$
10,373
Executive Management (2.65% range adjustment)
Houdv Monthly
Job Classification
Subgroup
Min
Min
Max
Max
Max
Min
Max
Assistant City Manager
Executive Mgmt
$
73.94
$
110.89
$
12,816
$ 19,221
City Attorney
Executive Mgmt
$
75.72
$
113.57
$
13,125
$ 19,685
City Clerk
Executive Mgmt
$
46.19
$
69.28
$
8,006
$ 12,009
City Manager
Executive Mgmt
$
90.49
$
135.73
$
15,685
$ 23,527
Community Development Director
Executive Mgmt
$
70.15
$
105.22
$
12,160
$ 18,237
Deputy City Manager
Executive Mgmt
$
70.15
$
105.22
$
12,160
$ 18,237
Finance Dimctorlfreasurer
Executive Mgmt
$
70.15
$
105.22
$
12,160
$ 18,237
Fire Chief
Executive Mgmt
$
73.11
$
109.65
$
12,672
$ 19,006
Human Resources Director
Executive Mgmt
$
66.36
$
99.54
$
11,503
$ 17,254
Library Services Director
Executive Mgmt
$
66.36
$
99.54
$
11,503
$ 17,254
Municipal Operations Director
Executive Mgmt
$
66.36
$
99.54
$
11,503
$ 17,254
Police Chief
Executive Mgmt
$
74.03
$
111.03
$
12,832
$ 19,245
Public Works Director
Executive Mgmt
$
70.15
$
105.22
$
12,160
$ 18,237
Rec & Senior Services Director
Executive Mgmt
$
66.36
$
99.54
$
11,503
$ 17,254
Administrative Management - Safety 2
Houdv Monthiv
Job Classification
Sub rou
Min
Max
Min
Max
Assistant Chief, Fire
Admin Mgmt/Safety
$ 78.22
$
95.06
$ 13,558
$ 16,478
Assistant Chief, Lifeguard Operations
Admin Mgmt/Safety
$ 60.34
$
73.34
$ 10,460
$ 12,713
Assistant Chief, Police
Admin Mgmt/Safety
$ 80.65
$
98.03
$ 13,979
$ 16,992
t Excluding the City Manager, City Attorney, City Clerk, Police Chief and Fire Chief
2 Range adjustments for Administrative Management/Safety are subject to change as they are bed to adjustments of the
respective Management Safety units for their department
Newport Beach Key & Management Classifications and Salary Ranges
effective January 1, 2017
Confidential, Division Management, and Admin Management(2.65% range adjustment)
Houdv MnnthIv
Job Classification
Subgroup
Minimum
Maximum
Minimum
Maximum2
Accounting Manager
Division Mgmt
$ 62.63
$
76.11
$
10,856
$
13,192
Admin Asst - Confidential
Confidential
$ 28.02
$
39.45
$
4,856
$
6,838
Admin Asst to Asst City Mg
Confidential
$ 28.02
$
39.45
$
4,856
$
6,838
Admin Asst to Fin; Chief
Confidential
$ 28.02
$
39.45
$
4,856
$
6,838
Admin Asst to HR Director
Confidential
$ 28.02
$
39.45
$
4,856
$
6,838
Admin Asst to Police Chief
Confidential
$ 28.02
$
39.45
$
4,856
$
6,838
Admin Ast to City Attny
Confidential
$ 28.02
$
39.45
$
4,856
$
6,838
Administrative Analyst
Confidential
$ 33.32
$
46.89
$
5,775
$
8,128
Administrative Manager
Division Mgmt
$ 46.56
$
56.59
$
8,071
$
9,810
Assistant City Attorney
Admin Mgmt
$ 72.66
$
88.28
$
12,595
$
15,302
Assistant City Clerk
Confidential
$ 32.46
$
45.69
$
5,627
$
7,919
Assistant City Engineer
Division Mgmt
$ 64.15
$
77.96
$
11,119
$
13,514
Asst to the CM
Division Mgmt
$ 59.63
$
72.47
$
10,336
$
12,562
Budget Analyst
Confidential
$ 35.93
$
50.53
$
6,228
$
8,759
Budget Analyst, Senior
Confidential
$ 41.57
$
58.51
$
7,205
$
10,142
Budget Manager
Division Mgmt
$ 62.63
$
76.11
$
10,856
$
13,192
City Traffic Engineer
Division Mgmt
$ 64.15
$
77.96
$
11,119
$
13,514
Civil Eng., Prin - PI Chk
Division Mgmt
$ 61.07
$
74.23
$
10,586
$
12,867
Civil Engineer, Principal
Division Mgmt
$ 61.07
$
74.23
$
10,586
$
12,867
Deputy City Attorney
Division Mgmt
$ 62.63
$
76.11
$
10,856
$
13,192
Deputy City Clerk
Confidential
$ 29.43
$
41.42
$
5,101
$
7,180
Deputy Comm Develp Dimtr
Admin Mgmt
$ 67.47
$
82.00
$
11,695
$
14,213
Deputy Finance Director
Admin Mgmt
$ 67.47
$
82.00
$
11,695
$
14,213
Deputy PW Director/City Eng
Admin Mgmt
$ 79.11
$
96.16
$
13,713
$
16,668
Deputy Rec & Sr Director
Admin Mgmt
$ 64.20
$
78.04
$
11,128
$
13,526
EMS Division Chief
Division Mgmt
$ 59.02
$
71.74
$
10,230
$
12,434
Engineer, Senior
Confidential
$ 47.47
$
66.77
$
8,228
$
11,574
Equipment Maint Supertdnt
Division Mgmt
$ 54.01
$
65.67
$
9,362
$
11,382
Exec Asst to the City Manager
Confidential
$ 30.79
$
43.33
$
5,337
$
7,510
Facilities Manager
Confidential
$ 47.47
$
66.77
$
8,228
$
11,574
Field Maint Superintdnt
Division Mgmt
$ 54.01
$
65.67
$
9,362
$
11,382
Field Superintdnt II
Division Mgmt
$ 54.01
$
65.67
$
9,362
$
11,382
Fiscal Specialist - Confidential
Confidential
$ 27.17
$
38.25
$
4,710
$
6,630
Harbor Resources Manager
Division Mgmt
$ 62.63
$
76.11
$
10,856
$
13,192
Human Res. Analyst
Confidential
$ 36.77
$
51.74
$
6,374
$
8,968
Human Res. Analyst, Sr.
Confidential
$ 40.58
$
57.10
$
7,034
$
9,897
Human Res. Specialist I
Confidential
$ 27.85
$
39.13
$
4,827
$
6,783
Human Res. Specialist II
Confidential
$ 30.79
$
43.33
$
5,337
$
7,510
Human Resources Manager
Division Mgmt
$ 59.02
$
71.74
$
10,230
$
12,434
IT Manager
Admin Mgmt
$ 64.20
$
78.04
$
11,128
$
13,526
Legal Assistant
Confidential
$ 25.48
$
35.87
$
4,416
$
6,217
Library Services Manager
Division Mgmt
$ 54.01
$
65.67
$
9,362
$
11,382
Management Analyst
Confidential
$ 38.32
$
53.93
$
6,643
$
9,348
Operations Support Supt.
Division Mgmt
$ 54.01
$
65.67
$
9,362
$
11,382
Paralegal
Confidential
$ 29.87
$
42.03
$
5,178
$
7,286
Newport Beach Key & Management Classifications and Salary Ranges
effective January 1, 2017
Confidential, Division Management, and Admin Management (2.65% range adjustment)
Hourlv Mnnthly
Job Classification
Subgroup
Minimum
Maximum
Minimum
Maximum2
Park & Tree Superintendent
Division Mgmt
$ 54.01
$
65.67
$ 9,362
$
11,382
Planner, Principal
Confidential
$ 43.63
$
61.43
$ 7,563
$
10,648
Planning Manager
Division Mgmt
$ 55.89
$
67.93
$ 9,687
$
11,775
Police Support Svcs Admin
Admin Mgmt
$ 65.76
$
79.92
$ 11,399
$
13,853
Public Info Specialist
Confidential
$ 29.43
$
41.42
$ 5,101
$
7,180
Public Information Manager
Division Mgmt
$ 59.63
$
72.47
$ 10,336
$
12,562
Purchasing Agent
Confidential
$ 39.62
$
55.70
$ 6,867
$
9,654
PW Finance/Admin Manager
Division Mgmt
$ 55.89
$
67.93
$ 9,687
$
11,775
Recreation Manager
Division Mgmt
$ 43.25
$
52.58
$ 7,497
$
9,114
Revenue Manager
Division Mgmt
$ 62.63
$
76.11
$ 10,856
$
13,192
Senior Services Manager
Division Mgmt
$ 47.73
$
58.03
$ 8,274
$
10,058
Systems & Admin Manager
Division Mgmt
$ 50.54
$
61.43
$ 8,759
$
10,648
Executive Managements (2.65% range adjustment)
Hourlv Monthly
Job Classification
Subgroup
Min
Min
Min
Max
Max
Admin Mgmt/Safety
Min
$ 97.67
Max
Assistant City Manager
Executive
Mgmt
$ 75.90
$ 75.18
$
113.83
Assistant Chief, Police
$ 13,156
$
19,730
City Attorney
Executive
Mgmt
$ 75.72
$
113.57
$ 13,125
$
19,685
City Clerk
Executive
Mgmt
$ 46.19
$
69.28
$ 8,006
$
12,009
City Manager
Executive
Mgmt
$ 90.49
$
135.73
$ 15,685
$
23,527
Community Development Director
Executive
Mgmt
$ 72.01
$
108.01
$ 12,482
$
18,721
Deputy City Manager
Executive
Mgmt
$ 72.01
$
108.01
$ 12,482
$
18,721
Finance Director/Treasurer
Executive
Mgmt
$ 72.01
$
108.01
$ 12,482
$
18,721
Fire Chief
Executive
Mgmt
$ 73.11
$
109.65
$ 12,672
$
19,006
Human Resources Director
Executive
Mgmt
$ 68.12
$
102.18
$ 11,807
$
17,711
Library Services Director
Executive
Mgmt
$ 68.12
$
102.18
$ 11,807
$
17,711
Municipal Operations Director
Executive
Mgmt
$ 68.12
$
102.18
$ 11,807
$
17,711
Police Chief
Executive
Mgmt
$ 74.03
$
111.03
$ 12,832
$
19,245
Public Works Director
Executive
Mgmt
$ 72.01
$
108.01
$ 12,482
$
18,721
Rec & Senior Services Director
Executive
Mgmt
$ 68.12
$
102.18
$ 11,807
$
17,711
Administrative Management - Safety 2
Hourly Monthly
Job Classification
Subgroup
Min
Max
Min
Max
Assistant Chief, Fire
Admin Mgmt/Safety
$ 80.37
$ 97.67
$ 13,931
$ 16,929
Assistant Chief, Lifeguard Ops (eff. tits)
Admin Mgmt/Safely
$ 61.85
$ 75.18
$ 10,721
$ 13,031
Assistant Chief, Police
Admin Mgmt/Safety
$ 82.66
$, 100.48
$ 14,328
$ 17,417
1
Excluding the City Manager, City Attorney, City Clerk, Police Chief and Fire Chief
2 Range adjustments for Administrative Management/Safety are subject to change as they are tied to adjustments of
the respective Management Safety units for their department
Newport Beach Key & Management Classifications and Salary Ranges
effective January 1, 2018
Confidential, Division Management, and Admin Management (2.65% range adjustment)
Hourly Monthly
Job Classification
Subgroup
Min
Max
Min
Max2
Accounting Manager
Division Mgmt
$
64.29
$
78.13
$ 11,144
$
13,542
Admin Asst - Confidential
Confidential
$
28.76
$
40.50
$ 4,985
$
7,019
Admin Asst to Asst City Mg
Confidential
$
28.76
$
40.50
$ 4,985
$
7,019
Admin Asst to Fire Chief
Confidential
$
28.76
$
40.50
$ 4,985
$
7,019
Admin Asstto HR Director
Confidential
$
28.76
$
40.50
$ 4,985
$
7,019
Admin Asst to Police Chief
Confidential
$
28.76
$
4050
$ 4,985
$
7,019
Admin Ast to City Attny
Confidential
$
28.76
$
40.50
$ 4,985
$
7,019
Administrative Analyst
Confidential
$
34.20
$
48.13
$ 5,928
$
8,343
Administrative Manager
Division Mgmt
$
47.80
$
58.09
$ 8,285
$
10,070
Assistant City Attorney
Admin Mgmt
$
74.59
$
90.62
$ 12,929
$
15,707
Assistant City Clerk
Confidential
$
33.32
$
46.90
$ 5,776
$
8,129
Assistant City Engineer
Division Mgmt
$
65.85
$
80.03
$ 11,414
$
13,872
Asst to the CM
Division Mgmt
$
61.21
$
74.39
$ 10,610
$
12,895
Budget Analyst
Confidential
$
36.88
$
51.87
$ 6,393
$
8,991
Budget Analyst, Senior
Confidential
$
42.67
$
60.06
$ 7,396
$
10,411
Budget Manager
Division Mgmt
$
64.29
$
78.13
$ 11,144
$
13,542
City Traffic Engineer
Division Mgmt
$
65.85
$
80.03
$ 11,414
$
13,872
Civil Eng., Pdn - PI Chk
Division Mgmt
$
62.69
$
76.20
$ 10,866
$
13,208
Civil Engineer, Principal
Division Mgmt
$
62.69
$
76.20
$ 10,866
$
13,208
Deputy City Attorney
Division Mgmt
$
64.29
$
78.13
$ 11,144
$
13,542
Deputy City Clerk
Confidential
$
30.21
$
42.52
$ 5,236
$
7,370
Deputy Comm Develp Dirctr
Admin Mgmt
$
69.26
$
84.17
$ 12,004
$
14,590
Deputy Finance Director
Admin Mgmt
$
69.26
$
84.17
$ 12,004
$
14,590
Deputy PW Director/City Eng
Admin Mgmt
$
81.21
$
98.71
$ 14,076
$
17,110
Deputy Rec & Sr Director
Admin Mgmt
$
65.90
$
80.11
$ 11,423
$
13,885
EMS Division Chief
Division Mgmt
$
60.58
$
73.64
$ 10,501
$
12,764
Engineer, Senior
Confidential
$
48.73
$
68.54
$ 8,446
$
11,881
Equipment Maint Supertdnt
Division Mgmt
$
55.44
$
67.41
$ 9,610
$
11,684
Exec Asst to the City Manager
Confidential
$
31.61
$
44.48
$ 5,478
$
7,709
Facilities Manager
Confidential
$
48.73
$
68.54
$ 8,446
$
11,881
Field Maint Superintdnt
Division Mgmt
$
55.44
$
67.41
$ 9,610
$
11,684
Field Superintdnt II
Division Mgmt
$
55.44
$
67.41
$ 9,610
$
11,684
Fiscal Specialist - Confidential
Confidential
$
27.90
$
39.26
$ 4,835
$
6,806
Harbor Resources Manager
Division Mgmt
$
64.29
$
78.13
$ 11,144
$
13,542
Human Res. Analyst
Confidential
$
37.75
$
53.11
$ 6,543
$
9,205
Human Res. Analyst, Sr.
Confidential
$
41.65
$
58.61
$ 7,220
$
10,160
Human Res. Specialist I
Confidential
$
28.59
$
40.17
$ 4,955
$
6,963
Human Res. Specialist II
Confidential
$
31.61
$
44.48
$ 5,478
$
7,709
Human Resources Manager
Division Mgmt
$
60.58
$
73.64
$ 10,501
$
12,764
IT Manager
Admin Mgmt
$
65.90
$
80.11
$ 11,423
$
13,885
Legal Assistant
Confidential
$
26.15
$
36.82
$ 4,533
$
6,382
Library Services Manager
Division Mgmt
$
55.44
$
67.41
$ 9,610
$
11,684
Management Analyst
Confidential
$
39.34
$
55.36
$ 6,819
$
9,595
Operations Support Supt.
Division Mgmt
$
55.44
$
67.41
$ 9,610
$
11,684
Newport Beach Key & Management Classifications and Salary Ranges
effective January 1, 2018
Confidential, Division Management, and Admin Managemenl (2.65% range adjustment)
Hourly Monthly
Job Classification
Subgroup
Min
Min
Min
Max
Min
Assistant Chief, Fire
Max2
Paralegal
Confidential
$
30.66
$
43.15
$ 5,315
$
7,479
Park & Tree Superintendent
Division Mgmt
$
55.44
$
67.41
$ 9,610
$
11,684
Planner, Principal
Confidential
$
44.79
$
63.06
$ 7,764
$
10,930
Planning Manager
Division Mgmt
$
57.37
$
69.73
$ 9,944
$
12,087
Police Support Svcs Admin
Admin Mgmt
$
67.50
$
82.04
$ 11,701
$
14,220
Public Info Specialist
Confidential
$
30.21
$
42.52
$ 5,236
$
7,370
Public Informatlon Manager
Division Mgmt
$
61.21
$
74.39
$ 10,610
$
12,895
Purchasing Agent
Confidential
$
40.67
$
57.17
$ 7,049
$
9,910
PW Finance/Admin Manager
Division Mgmt
$
57.37
$
69.73
$ 9,944
$
12,087
Recreation Manager
Division Mgmt
$
44.40
$
53.97
$ 7,696
$
9,355
Revenue Manager
Division Mgmt
$
64.29
$
78.13
$ 11,144
$
13,542
Senior Services Manager
Division Mgmt
$
49.00
$
59.57
$ 8,493
$
10,325
Systems & Admin Manager
Division Mgmt
$
51.87
$
63.06
$ 8,992
$
10,930
Executive Management (2.65% range adjustment)
Hourly Monthly
Job Classification
Subgroup
Min
Min
Min
Max
Min
Assistant Chief, Fire
Max
Assistant City Manager
Executive Mgmt
$
77.91
$
116.85
$ 13,505
$
20,253
City Attorney
Executive Mgmt
$
75.72
$
113.57
$ 13,125
$
19,685
City Clerk
Executive Mgmt
$
46.19
$
69.28
$ 8,006
$
12,009
City Manager
Executive Mgmt
$
90.49
$
135.73
$ 15,685
$
23,527
Community Development Director
Executive Mgmt
$
73.92
$
110.87
$ 12,812
$
19,218
Deputy City Manager
Executive Mgmt
$
73.92
$
110.87
$ 12,812
$
19,218
Finance Director/Treasurer
Executive Mgmt
$
73.92
$
110.87
$ 12,812
$
19,218
Fire Chief
Executive Mgmt
$
73.11
$
109.65
$ 12,672
$
19,006
Human Resources Director
Executive Mgmt
$
69.93
$
104.89
$ 12,120
$
18,181
Library Services Director
Executive Mgmt
$
69.93
$
104.89
$ 12,120
$
18,181
Municipal Operations Director
Executive Mgmt
$
69.93
$
104.89
$ 12,120
$
18,181
Police Chief
Executive Mgmt
$
74.03
$
111.03
$ 12,832
$
19,245
Public Works Director
Executive Mgmt
$
73.92
$
110.87
$ 12,812
$
19,218
Rec & Senior Services Director
Executive Mgmt
$
69.93
$
104.89
$ 12,120
$
18,181
Administrative Management - Safety 2
Hourly Monthly
Job Classification
Subgroup
Min
Max
Min
Max
Assistant Chief, Fire
Admin Mgmt/Safety
$ 82.58 $
100.36
$ 14,314
$
17,395
Assistant Chief, Lifeguard Ops (east 7n T)
Admin Mgmt/Safety
$ 63.40 $
77.06
$ 10,989
$
13,356
Assistant Chief, Police
Admin Mgmt/Safety
$ 85.14 $
103.50
$ 14,758
$
17,939
I Excluding the City Manager, City Attorney, City Clerk, Police Chief and Fire Chief
2 Range adjustments for Administrative Management/Safety are subject to change as they are tied to adjustments of the respective
Management Safety units for their department
STATE OF CALIFORNIA }
COUNTY OF ORANGE
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; that the foregoing resolution, being Resolution
No. 2016-13 was duly and regularly introduced before and adopted by the City Council of said City at a
regular meeting of said Council, duly and regularly held on the 26th day of January, 2016, and that the
same was so passed and adopted by the following vote, to wit:
AYES: Council Member Peotter, Council Member Duffield, Council Member Selich,
Council Member Curry, Council Member Petros, Mayor Pro Tem Muldoon,
Mayor Dixon
NAYS: None
IN WITNESS WHEREOF, I have hereunto subscribed my name and affixed the official seal of
said City this 2716 day of January, 2016.
City Clerk
Newport Beach, California
(Seal)