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RESOLUTION NO. 2026-XXX <br />A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF <br />SANTA ANA RESTATING AND AMENDING THE CITY'S <br />CLASSIFICATION AND COMPENSATION PLAN FOR <br />CLASSIFICATIONS DESIGNATED AS UNREPRESENTED <br />EXECUTIVE MANAGEMENT (EM) <br />BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SANTA ANA AS <br />FOLLOWS: <br />Section 1. The City Council of the City of Santa Ana ("City") hereby finds, determines, <br />and declares as follows: <br />A. Section 1004 of the City Charter of the City requires the City Manager to <br />prepare, install, and maintain a position classification and pay plan subject to <br />civil service rules and regulations and the approval of the City Council. <br />B. It is the City's practice to assign job titles that reflect the duties and <br />responsibilities of the classification and are consistent with other classifications <br />within the City's organizational structure, as well as comparable job titles in the <br />labor market, while maintaining internal pay equity relationships and attracting <br />and retaining qualified candidates. <br />C. The City Council regularly amends the City's classification and compensation <br />plan for all full-time and part-time classifications of officers and employees of <br />the City of Santa Ana. <br />D. It is now desired to make various clean up changes to the language of the <br />classification and compensation plan for the classifications designated as <br />unrepresented Executive Management (EM). <br />E. It is also desired to make substantive changes to the classification and <br />compensation plan including the following: <br />1) Providing for annual increase to the EM classification salary ranges <br />based upon the Consumer Price Index (CPI-U) effective July 1st of <br />each year and based upon the CPI-U (all urban consumers) for the <br />Los Angeles -Long Beach -Anaheim area from December of the <br />previous year; <br />2) Adding the ability for EM classifications to cash -out earned sick leave <br />upon separation at a scaled rate to either (a) their individual <br />Retirement Health Savings (RHS) Account or (b) 457 Deferred <br />Compensation Account or (c) cash with a cap on total hours; <br />Resolution 2026-XXX <br />Page 1 of 3 <br />