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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 7 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 a 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 City of Newport Beach 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)