HomeMy WebLinkAbout6795_CCv0001.pdf RESOLUTION NO. 6795
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDLANDS
ESTABLISHING A COMPENSATION AND BENEFITS PROFILE FOR CITY
DEPARTMENT DIRECTORS
WHEREAS, the City and the Redlands Association of Management Employees,
Redlands Association of Safety Management Employees and Redlands Association of
Fire Management Employees have agreed to remove Department Directors from their
respective management bargaining units; and
WHEREAS, as a result of such reorganization, it is necessary to provide an
alternative method for establishing Department Directors' compensation and benefits;
and
WHEREAS, City staff has prepared and recommended to the City Council the
adoption of a compensation and benefits profile for Department Directors;
NOW, THEREFORE, be it resolved by the City Council of the City of Redlands
as follows:
Section 1. The City Council hereby adopts the Compensation and Benefits
profile for Department Directors in the form attached hereto as Exhibit"A."
ADOPTED, SIGNED AND APPROVED this 16th day of December, 2008.
Jon fjson, Mayor
ATTEST:
Ci lerkrk
I, Lorrie Poyzer, City Clerk of the City of Redlands, hereby certify that the foregoing resolution
was duly adopted by the City Council of the City of Redlands at a regular meeting thereof held
on the 16th day of December, 2008, by the following vote:
AYES: Councilmembers Gilbreath, Gallagher, Aguilar, Bean; Mayor Harrison
NOES: None
ABSENT: None
ABSTAIN: None
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ARTICLE 1. ADMINISTRATION...............................................................................................................................3
SECTION1.01 INTRODUCTION.............................................--....... - ......... ............................................................3
SECTION l.02PURPOSE.... .................... -- ......... ................................................. .................... ....... ......
---�3
SECTION LU3COVERED EMPLOYEE CLASSIFICATIONS.................................................................................................3
SECTION l.O4TERMS AND CONDITIONS 0F EMPLOYMENT............................................................................................3
ARTICLE l0.COMPENSATION.................................................................................................................................4
SECTION 2.01 COMPENSATION AcuDSTwsmrS............ ............................................................................-..................4
SECTION 2.02PAY PLAN AND BENEFITS REVIEW..........................................................................................................4
ARTICLE Ill. LEAVES-PAID AND UNPAID.........................................................................................................5
SECTIONI0lHOLIDAYS............................................................................... ...............................................................5
SECTION 3.02 ANNUAL LEAVE..................................... ........... .......... ........... .............. -..........................................5
SECTION 3{BBEREAVEMENT LEAVE......... ............ ...............---.............................. ...- ......... ............................6
SECTION 3.04FAMILY MEDICAL.CARE LEAVES...... ........................ .......... ....................... ........................... ...........�6
ARTICLEIV. BENEFITS............................................................................................................................................6
SECTION4.OlINSURANCE- .......... ........ .............._ ........... ........-........ ........ .......... ............................ ..............6
SECTION 4.02FLEXIBLE SAVINGS PLAN .............. ....................................... ................... - ........... ........ ............. ....7
SECTION 4.03DEFERRED COMPENSATION--.-------.----------._^-----..-_-^-----'7
SECTION 4.04EMPLOYEE ASSISTANCE PROGRAM.............. ..................................................... ............................. -7
SECTION 4.O5EDUCATIONAL INCENTIVE......--................ ........ ....................... .......................................................7
SECTION 4.O6Tu/TxnvRsu000mssmswT................. ................... ..............................................---....... ....................7
SECTION 40AUTO ALLOWANCE............. ...................... .................... ................................... .............. ...... ..........7
SECTION 4/)8UNIFORM ALLOWANCE............................ ...... ....... ...... ...... ............................................. .................8
ARTICLE V. RETIREMENT-END OF SERVICE..................................................................................................0
SECTION5.UiPERS CONTRIBUTION............. ....... .............. .......... ........... ............ ---................................ ........8
SECTION 5.02ACCRUAL PAYMENT UPON RETIREMENT...... ................................ ............................... ....-.................8
SECTION 5.03LIFETIME MEDICAL.... ... -.................. .............. ............ ..............- .....................---........ .............0
8sconN 5.04EMPLOYEE SEVERANCE CoupewSATom .................---....... ............. ............................... ...... ..... ...y
APPENDIX A-DEPARTMENT DIRECTOR SALARY TABLE...........................................................................9
COMPENSATION&BENEFITS PROFILE-DEPARTMENT DIRECTORS
Article 1. ADMINISTRATION
Section 1.01 INTRODUCTION
This Department Directors' Compensation/Benefit Profile (this "Profile") is a summary of benefits
and compensation practices, adopted by resolution of the City Council, which applies to all
Department Directors appointed by the City Manager. This Profile and it adopting Resolution may
be amended from time to time, as deemed appropriate or necessary by the City Council, by the
adoption of subsequent resolution of the City Council.
This Profile sets forth the policies and procedures to be followed in implementing and
administering the City's Department Director Compensation/Benefit program. The terms and
conditions of employment for Department Directors not included in this Profile are addressed in
individual employment contracts. Such contracts are supplemental to this Profile.
Section 1.02 PURPOSE
Persons employed in Department Director positions are not represented by an employee
organization. Therefore, the purpose of this Profile is to define and describe the forms of
compensation and benefits for Department Directors.
Section 1.03 COVERED EMPLOYEE CLASSIFICATIONS
This Profile covers the following Department Director classifications:
DEPARTMENT DIRECTOR CLASSIFICATION TITLES
Assistant
Communit Development Director
Chief Information Officer
Director of Munici al Utilities and Public Works Enqjneerin /Ci En ineer
Finance Director
Fire Chief
Human Resources Director
Police Chief
Quality of Life Director
-Re
develo ment and Economic Development Director
Section 1.04 TERMS AND CONDITIONS OF EMPLOYMENT
A. This Profile is a summary of benefits and compensation practices approved by the City
Council to be applied on an ongoing basis. The provisions of this Profile apply to all
employees appointed by the City Manager to the Department Director positions listed
in Section 1.03.
B. This Profile sets forth policies and procedures for implementing and administering the
City's Department Director Compensation and Benefit program. The provisions of the
City's Personnel Rules and Regulations and City policies in effect and applicable to the
above mentioned classifications on the date the City Council of the City of Redlands
approves this Profile remain in effect unless expressly superceded by sections of this
Profile.
C. Employees in Department Director positions serve at the will and pleasure of the City
Manager. The appointment of a person to a Department Director position will be made
by the City Manager,
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COMPENSATION&BENEFITS PROFILE-DEPARTMENT DIRECTORS
D. The various forms of compensation and benefits described in this Profile are the result
of the City's recognition that Department Directors should be compensated
appropriately for exhibiting accountability, cost effectiveness, the ability to apply new
technologies and maximize the utilization of human, physical and fiscal resources to
enhance the mission of the City; and for stimulating the development of people and
establishing methods which facilitate the meeting of City goals and objectives.
E. Unless expressly stated otherwise in this Profile, in addition to the benefits described
in this Profile, the specific persons serving as Police Chief and Fire Chief on October
15, 2008 will retain all other benefits described within their respective RASME and
RAFME MOUs existing on October 15, 2008, until June 30, 2010.
Article 11. COMPENSATION
Section 2.01 COMPENSATION ADJUSTMENTS
The Salary Range Table (Appendix A) is established to provide the minimum and maximum
salary levels for each Department Director position.
Section 2.02 PAY PLAN AND BENEFITS REVIEW
The City recognizes that to recruit and retain well-qualified Department Directors and enhance
their management capabilities in areas such as leadership and accountability, Department
Directors should be compensated appropriately for exhibiting accountability, cost effectiveness,
the ability to apply new technologies and maximize the utilization of human, physical and fiscal
resources; for exerting leadership to enhance the mission of the City; and for stimulating the
development of people and methods which will facilitate the meeting of City goals and objectives.
To facilitate and enhance effectiveness and productive efforts of Department Directors, salary and
benefit levels will be reviewed on a periodic basis and may be adjusted from time to time, within
the budget appropriation levels established by the City Council for compensation for Department
Directors. This review will consist of the following two components.
A. Performance Evaluations:
Progression in the salary range for Department Directors shall be based on the Director's
performance. The City Manager and the Director will develop goals, and the City Manager
shall be responsible for evaluating the Director's performance in relation to the
achievement of such goals.
Performance goals to be considered include, but are not limited to, the following:
• Customer Service
• Managing Financial and Material Resources
• Leadership
• Communication
• Quality and Quantity of Work
• Personal Characteristics
• Meeting and exceeding assigned goals and objectives
B. Compensation (Salary and Fringe Benefits) Survey:
The compensation philosophy for the City of Redlands is to establish a compensation
package that will attract the highest caliber individuals. Therefore, the second component
will contain comparisons with other similar agencies within the appropriate job market.
These factors will be utilized to consider salary and benefit levels that will facilitate
continuation of this philosophy.
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COMPENSATION&BENEFITS PROFILE—DEPARTMENT DIRECTORS
Article 111. LEAVES — PAID AND UNPAID
There exists a variety of different circumstances and situations which require a Department
Director's absence from work. The following is a compilation of reasons for leave for Department
Directors:
Section 3.01 HOLIDAYS
A. The following paid holidays will be observed on the day specified.
F New Year's Day — F. Janua1st
Martin Luther King's
j g Birthday 3 Monday in January
Presidents' Day Monday in February
Memorial Day Last Monday in May
Independence Day July 4"
Labor Day - - 1S Mo ay in September
Columbus Day 2 Monday in October
Veteran's Day November 11
ThanksgivinguDay� __ti _ 4 'Thursday in November
` Day After Thanksgiving Day h s Day After 4t Thursday in November
j Christmas Eve December 24t
F Christmas Day December 25t
B. Any holiday listed in this Section which falls on Sunday will be observed on the
following Monday.
C. Any holiday listed in this Section which falls on Saturday will be observed on Friday.
D. Christmas Eve Day shall be observed as a holiday if Christmas Day falls on a
Tuesday, Wednesday, Thursday Or Friday.
Section 3.02 ANNUAL LEAVE
A. Effective January 1, 2009, Department Directors shall combine existing Sick Leave
and vacation balances as well as Floating Holidays and Executive Leave to Annual
Leave.
B. The purpose of Annual Leave is to provide Department Directors the ability to accrue
time for Vacation, Sick Leave and personal leave situations.
C. Individual Department Directors shall accrue Annual Leave hours at a rate of no less
than 304 hours and no more than 424 hours per year, based on years of service.
D. Effective January 1, 2009, the maximum Annual Leave balance shall be 900 hours.
Department Directors shall not accrue Annual Leave above 900 hours
E. As a matter of City policy, Department Directors are encouraged to use annual leave.
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COMPENSATION&BENEFITS PROFILE—DEPARTMENT DIRECTORS
F. Department Directors may convert up to 300 hours of accrued Annual Leave per
calendar year to salary compensation or apply to a deferred compensation account.
This conversion can be made with a two week notice to payroll.
r_____ _
YEARS Of ' ANNUAL LEAVE
SERVICE I
304
344. _
8-9_ _.__.F_35
10-11 F 360
j
12--13—'—F_-7 68
376
16-20
��_... 16-20 � 384
21 392
22 400
23 �408 �-
F_— ^^ 24 I 416
+ _ -----------� 424
Section 3.43 BEREAVEMENT LEAVE
Department Directors receive two working days of paid Bereavement Leave for the death of a
member of the employee's immediate family (defined as spouse, state-registered domestic
partners, children, parents, brother, sister, grandfather, grandmother, mother-in-law, father-in-law,
step-father, step-mother, and step-children). Department Directors may be allowed to use
accrued Sick Leave as Bereavement Leave with full pay not to exceed three days.
Section 3.04 FAMILY MEDICAL CARE LEAVES
A. Family Leave shall be granted in accordance with the California Rights Act of 1991
and the Family and Medical Leave Act of 1993, and any amendments thereto and
implementing regulations for those respective statutes. The City's Human Resources
Department shall be responsible for administration of all leave taken pursuant to this
section.
B. Employees may utilize up to twelve weeks of Annual Leave for leaves of absence that
fall under the provisions of the FMLA and CFRA. This Annual Leave is in addition to
any other paid or unpaid leave, which may be granted under the provisions of FMLA
and CFRA. Annual Leave shall be used prior to the unpaid leave provisions of FMLA
and CFRA.
Article IV. BENEFITS
Section 4.01 INSURANCE
A. HEALTH ALLOTMENT
Department Directors will be allotted an amount to the family rate of PERSCare, City
Dental, and City Vision plans for participation in the insurance programs offered by the
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COMPENSATION&BENEFITS PROFILE-DEPARTMENT DIRECTORS
City. Any unused funds remaining after participation in these plans, at the election of the
Department Director, may be contributed to a City offered Health Reimbursement
Arrangement (HRA) for the Department Director. This amount will be reviewed annually
and adjusted for significant insurance premium increases.
B. DISABILITY
The Employee shall pay the premium for the City's Disability Insurance Program.
C. LIFE AND ACCIDENTAL DEATH&DISMEMBERMENT INSURANCE
Department Directors shall be covered by the City's group term life insurance and
accidental death and dismemberment (AD&D) insurance plan. The City will pay the
premiums for life insurance coverage amounts of $25,000 for basic life and $25,000 for
accidental death and dismemberment policies.
Section 4.02 FLEXIBLE SAVINGS PLAN
The City will offer Flexible Spending Accounts (FSA) to all Department Directors. An FSA allows
an employee to make pre-tax deductions for qualifying medical, dental and vision expenses, and
dependent care expenses. The plan is established and administered in accordance with Section
125 of the Internal Revenue Service code.
Section 4.03 DEFERRED COMPENSATION
Department Directors are eligible to participate in City Deferred Compensation Plans as provided
for in State and Federal Tax codes. The City will contribute $1125 per year + 2% of salary for
Department Directors. Employees may contribute additional deferred compensation to the Plan
in accordance with Plan provisions.
Section 4.04 EMPLOYEE ASSISTANCE PROGRAM
The City offers Department Directors an employee assistance program. Confidentiality regarding
a Director's use of this program will be maintained in full compliance with State and Federal
Regulations.
Section 4.05 EDUCATIONAL INCENTIVE
Educational Incentives for the Fire Chief and Police Chief positions shall apply to the persons
serving in such positions as of the calendar year 2008. Upon the separation of service from the
City by either the person serving as Fire Chief or Police Chief, the respective educational
incentive for such positions shall be eliminated.
Section 4.06 TUITION REIMBURSEMENT
A. The City will reimburse Department Directors for actual costs of fees, tuition and
books, for attendance at an accredited institution of higher learning, at the rate up to
the cost at University of California, Riverside (UCR) for the same or similar course.
B. Department Directors must submit a request form with documents describing the
course and program and cost to the Human Resources Director for approval prior to
beginning class.
C. To be eligible for reimbursement, Department Directors must submit evidence of actual
payment of expenses incurred and satisfactory completion of course work with a grade
of"C" or better or equivalent.
Section 4.07 AUTO ALLOWANCE
A. The City shall provide vehicles and/or allowances as follows:
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COMPENSATION&BENEFITS PROFILE—DEPARTMENT DIRECTORS
Community Director E $100 per month
_ _ u. _
Finance Director $100 per month
Director ofMunicipal Utilities and Public Works E g veering/City Engineer 1 Vehicle
B. Department Directors receiving an Auto Allowance or assigned a City vehicle must
provide the following:
1. Proof of valid insurance with acceptable levels as set by the City.
2. Proof of valid, class B California driver license.
C. Department Directors must participate in the City DMV Pull Notice Program.
D. If assigned, a City-owned vehicle may be used by a Department Director for City
business and for commuting to and from the Director's residence. The City will incur
all costs related to the provision of the vehicle, including maintenance and insurance.
The Department Director shall be responsible for ensuring the City's vehicle is
appropriately secured when parked at the Director's residence.
Section 4.0$ UNIFORM ALLOWANCE
The Police Chief and Fire Chief who wear their uniforms for public ceremonies or for operational
necessity are entitled to a stipend equal to that received by the respective safety management
employees.
Article V. RETIREMENT — END OF SERVICE
Section 5.€11 PERS CONTRIBUTION
A. The City will pay the 7% employee contribution to PERS on the Department Director's
behalf for miscellaneous employees with PERS formula 2% @ 55.
B. The City will pay the 9% employee contribution to PERS on the Department Director's
behalf for safety employees with PERS formula 3% @ 50.
Section 5.02 ACCRUAL PAYMENT UPON RETIREMENT
Upon service or medical retirement under the PERS retirement plan, or in the event of the death
of an Department Director prior to retirement, PERS members with less than fifteen (15) years
service with the City may elect one of the following options for payment of unused annual leave:
A. Convert all remaining annual leave accrued at the time of retirement to cash value at
the final rate of pay and apply said cash value to applicable premiums payable under
the City's medical insurance program for the employee and eligible dependents until
the cash value is exhausted. In the event that the member dies prior to exhaustion of
the cash value of said benefits, the remaining cash value may be applied towards the
premiums of covered dependents until exhausted, subject to the conditions and
limitations of the applicable insurance policy.
B. At the time of service retirement, disability retirement, or at the death of an active
member, one hundred percent (100%) of accrued annual leave may be converted to
cash or applicable deferred compensation plan at the final rate of pay.
Section 5.03 LIFETIME MEDICAL
Department Directors who achieve 15 years of service with the City of Redlands shall be entitled
to Lifetime Medical coverage for themselves and their dependents upon separation of service
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COMPENSATION&BENEFITS PROFILE-DEPARTMENT DIRECTORS
from the City. "Lifetime Medical" means equivalent health insurance as provided by the City to its
then existing management employees through the CalPERS retirement system. Department
Directors hired after January 1, 2009, shall not be entitled to this benefit.
Section 6.04 EMPLOYEE SEVERANCE COMPENSATION
In recognition that Department Directors serve at the will and pleasure of the City Manager, the
City Manager may offer severance pay to any Department Director who is terminated involuntarily
or pursuant to a negotiated separation of service in an amount up to three months salary. The
amount of such severance pay shall be determined by the City Manager and may be included in
the terms of a contractual agreement between the Department Director and the City made at the
time the Department Director is hired or promoted.
APPENDIX A— DEPARTMENT DIRECTOR SALARY TABLE
MINIMUM MAXIMUM
CLASSIFICATION MONTHLY MONTHLY
SALARY SALARY
Assistant City Manager NOT BUDGETED AT THIS TIME
Chief Information OfficerEj0,602L--12—,8�88
Community Development Director 10,602 12,888
Director of Municipal Utilities and Public Works 11,703 14,226
Engineering/City Engineer
Finance 6`irect�or10,602 12,888
Fire Chief Ej2,227 14,862
Human Resources Director 9,845 11,968
Police Chief 12,240 _I 14,878
Quality of Life Director 11,139 13,541
Redevelopment and Economic Development Director 11,996 14,581
:5 8=1 ,1
Table effective July 2008
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