Item 18 - Resolution Amending the Classification and Compensation Plan for Classifications of Unrepresented Executive Management

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B. Incentive Pay —. The Police Chief will be afforded the following provisions that apply: 1. Educational Incentive Program a. Supervisory POST Certificate - A sworn employee who obtains their Supervisory POST certificate, shall be five percent (5%) above their then current base monthly salary step. b. California Command College or FBI National Academy - A sworn employee who successfully completes the California Command College, FBI National Academy, or equivalent coursework that focuses on developing leadership skills or increasing knowledge of contemporary law enforcement issues of a management/executive nature shall be paid five percent (5%) above their then current base monthly salary step. c. Master's Degree - A sworn employee who earns their MA/MS Degree shall be paid five percent (5%) above their then current base monthly salary step. 2. Longevity Pay — The Police Chief will be paid at a rate of four and one-half percent (4.5%) above their base monthly salary step for the completion of six (6) consecutive years of service with the City of Santa Ana. Section 3. Administration and Applicability of the Basic Classification and Compensation Plan for Classifications of Employment Designated as Unrepresented Executive Management (EM). A. Unless specified otherwise herein, Executive Management (EM) employees will be afforded, and/or subject to, the same provisions and/or changes in compensation (excluding cost of living adjustments), fringe benefit plans and allowances, and leave provisions including but not limited to: sick, vacation, management vacation, floating holiday(s); bereavement leave; military leave; jury duty; witness leave; catastrophic and industrial injury leave; City observed paid holidays and holiday closures; cash out provisions for: sick leave, vacation, management vacation, floating holiday, and city paid holidays; City's Section 125 Plan, group health, dental, vision, term life, and long-term disability allowances and plans; wellness plan; technology stipend; access to participation in the City's voluntary benefit plans (e.g., vision, flexible spending accounts, voluntary life insurance, and 457(b) deferred compensation plan); CalPERS Retirement benefit; Retirement Health Savings Plan (RHS) participation, including any employer contribution to the employee's individual RHS plan or the same employer contribution to an association's or union's retiree health savings or similar plan on behalf of the member; work week schedules, as provided in the highest amount available to any non -sworn represented employee's unit. The salary ranges for each of the classifications covered by this Plan will be increased in the pay period following July 1 of each year at the same rate as the twelve (12) month percentage increase in the Consumer Price Index for All Urban Consumers (CPI-U) for the Los Angeles -Long Beach -Anaheim area from December of the previous year.