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Home My WebLink About55B - RESO - MASTER PAY SCHEDULE REQUEST FOR COUNCIL ACTION CITY COUNCIL MEETING DATE:CLERK OF COUNCIL USE ONLY: NOVEMBER 19, 2019 TITLE:APPROVED As Recommended As Amended ADOPT A RESOLUTION APPROVINGA st Ordinance on 1Reading MASTER PAYSCHEDULE IN nd Ordinance on 2Reading CONFORMANCE WITHTITLE 2 OF THE Implementing Resolution Set Public Hearing For__________ CALIFORNIA CODE OF REGULATIONS SECTION 570.5 AND THE CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM (CALPERS) {STRATEGIC PLAN NO. 7,4& 6} CONTINUED TO /s/ Kristine Ridge FILE NUMBER CITY MANAGER RECOMMENDED ACTION Adopta Resolutiontoapprove aMaster Pay Schedule for all representedand unrepresented employee classifications of the City of Santa Ana covered by a City adopted Classification and Compensation Planto conform with Title 2 of the California Code of RegulationsSection 570.5 listing all employee pay rates on a publicly available master pay schedule approved and adopted by City Council. DISCUSSION CalPERS, pursuant to their interpretation of Title 2 of the California Code of RegulationsSection 570.5, recommends all California Public Employees’ Retirement System (CalPERS)employers to maintain their compensation levels inonepublicly available document, approved and adopted by the governing body, whichmust meet all of the following requirements: 1) Has been duly approved and adopted by the employer's governing body inaccordance with requirements of applicable public meetings laws; 2)Identifies the position title for every employee position; 3) Shows the pay rate for each identified position, which may be stated as asingle amount or as multiple amounts within a range; 4)Indicates the time base, including, but not limited to, whether the time baseis hourly, daily, bi-weekly, monthly, bi-monthly, or annually; 5)Is posted at the office of the employer or immediately accessible andavailable for public review from the employer duringnormal business hoursor posted on the employer's internet website; 6)Indicates an effective date and date of any revisions; 7) Is retained by the employer and available for public inspection for not lessthan five years; and 8) Does not reference another document in lieu of disclosing the pay rate. Resolution City’s Master Pay Schedule November 19, 2019 Page 2 Currently, the City maintains the salary information in the City’s Classification and Compensation Plan adoptedby theCity Counciland through approval of Memorandums of Understanding with various labor organizations representing City employees. Following City Council approval of periodical amendments to the City’s Classification and CompensationPlan, individual salary agreements, and/orapproved salary changes through the collective bargaining process, the approved salary pay rates are incorporated into one master salary schedule. However, this master salary schedule has customarily not been approved by Council as a single document, even though it contains the collective salary informationderived from individual Memorandums of Understandings (MOU), individual employment agreements, and/or amendments to the City’s Classification and Compensation Plan,which have all been approved by the City Council. CalPERS interprets California Code of Regulations Section 570.5 to require that the Citylist compensation levels for all positions on onedocument duly approved and adopted by the City Council. Adoption of this Resolution (Exhibit 1) will comply with CalPERS’ interpretation of the requirements of Title 2 of the California Code of Regulations section 570.5 by affirming the single Master Salary Schedulealready on the City’s websiteand publically available andrepresenting all previously approved actions on individualemployeeclassifications set forth as part of the salary schedule.Going forward, the MasterSalary Schedule will be submitted tothe CityCouncil for approval each time any collective bargaining unit MOU, employment agreement or Resolution amending or restating the City’s Classification and CompensationPlanis brought to the City Council for approval. STRATEGIC PLAN ALIGNMENT Approval of this item supports the City’s effort to meet Goal #7 –Team Santa Ana, Objective #4, Establish employee compensation that attracts and retains a highly qualified workforce, objective #6, Provide a positive workplace environment that supports the health of its employees and celebrates its success, and objective #7 Develop a culture of motivated and innovative leaders in the organization. FISCAL IMPACT Adoption of a Master Salary Schedule has no fiscal impact to the City for preparation or distribution, as the actions already occur. If this Resolution is not adopted, the potential fiscal impact for retiring employeescould besignificantbecauseCalPERS has stated that if an agency cannot provide a document meeting the requirementsof Title 2 of the California Code of Regulations Section 570.5, then CalPERS must determine that the pay amount fails to meet the definition of pay rate. Steven V. Pham Executive Director Human ResourcesDepartment Exhibit:1.Resolution EXHIBIT 1 RESOLUTION NO, 2019-XXX A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA TO ADOPT RESOLUTION NO, 2019-XXX TO APPROVE A MASTER SALARY SCHEDULE IN CONFORMANCE WITH TITLE 2 OF THE CALIFORNIA CODE OF REGULATIONS, SECTION 570.5 AND THE CALIFORNIA EMPLOYEES' RETIREMENT SYSTEM (CALPERS) BE IT RESOLVED BY THE CITY COUNCIL_ OF THE CITY OF SANTA ANA AS FOLLOWS: Section 1: The City Council hereby finds, determines and declares as follows: A. The California Public Employees' Retirement System (CaIPERS), has requested that all CaIPERS employers list their compensation levels on one document, approved and adopted by the governing body, in accordance with Title 2 of the California Code of Regulations section 570.5, and meeting all of the following requirements thereof: 1) Has been duly approved and adopted by the employer's governing body in accordance with requirements of applicable public meetings laws; 2) Identifies the position title for every employee position; 3) Shows the pay rate for each identified position, which may be stated as a single amount or as multiple amounts within a range; 4) Indicates the time base, including, but not limited to, whether the time base is hourly, daily, bi-weekly, monthly, bi-monthly, or annually; 5) Is posted at the office of the employer or immediately accessible and available for public review from the employer during normal business hours or posted on the employer's internet website; 6) Indicates an effective date and date of any revisions; 7) Is retained by the employer and available for public inspection for not less than five years; and 8) Does not reference another document in lieu of disclosing the pay rate. Resolution 2019-xxx Page 1 of 3 Section 2: The Master Salary Schedule was previously prepared, publically available, and compiled from information that was already approved and adopted by the City Council pursuant to previous Resolutions Amending and/or Restating the City's Classification and Compensation Plan, employment agreements, and Memorandums of Understanding with various labor organizations representing City employees. Section 3: The City of Santa Ana now desires to formally affirm, adopt and approve the City's "Master Salary Schedule" attached hereto as Exhibit "A" to this Resolution. Section 4: This Resolution is operative from and after the date upon which it is adopted. The effective dates of the pay ranges for each title and job category identified in the Master Salary Schedule are indicated therein. ADOPTED this 19th day of November, 2019. APPROVED AS TO FORM: SONIA R. CARVALHO City Attorney By: 6 11 hw k. Z Laura A. Rossini Senior Assistant City Attorney AYES: NOES: ABSTAIN: NOT PRESENT: Councilmembers Councilmembers Councilmembers Councilmembers Miguel A. Pulido Mayor Resolution 2019-XXX Page 2 of 2 CERTIFICATE OF ATTESTATION AND ORIGINALITY I, Daisy Gomez, Clerk of the Council, do hereby attest to and certify the attached Resolution No. 2019-XXX to be the original Resolution adopted by the City Council of the City of Santa Ana on November 19, 2019. Date: Daisy Gomez, CIVIC Clerk of the Council City of Santa Ana Resolution 2019-xxx Page 3 of 3 ATTACHMENT CITY OF SANTA ANA BASIC MASTER SALARY AND WAGE SCHEDULE FISCAL YEAR 2019-2020 The City's basic salary and wage schedule provides for a number of ranges of pay rates (salary rate ranges), each comprised of pay steps or rates. The salary rate ranges are identified by a three -digit number and the steps by the letters AAA to E inclusive. Not all salary rate ranges are comprised of seven steps. For non -management employees the purpose of each step and the length of service required for advancement within the rate range are summarized as follows: For non -management employees, represented by SEIU: AAA Step Normal beginning pay rate. AA Step Automatic Increase - After 6 months' service in next lower step. Also optional hiring rate. A Step Automatic Increase - After 12 months' service in next lower step. Also optional hiring rate. B Step Automatic Increase - After 12 months' service in next lower step. Also optional hiring rate. C Step Automatic Increase - After 12 months' service in next lower step. Also optional hiring rate. D Step Automatic Increase - After 12 months' service in next lower step. Also maximum hiring rate. E Step Merit Rate - After 12 months' service in next lower step. For non -management employees, represented by CASA: AA Step Normal beginning pay rate. A Step Automatic Increase - After 6 months' service in next lower step. Also optional hiring rate. B Step Automatic Increase - After 12 months' service in next lower step. Also optional hiring rate. C Step Automatic Increase -After 12 months' service in next lower step. Also optional hiring rate. D Step Automatic Increase -After 12 months' service in next lower step. Also optional hiring rate. E Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate. For non -management employees, represented by POA: A Step Normal beginning pay rate. B Step Automatic Increase - After 6 months' service in next lower step. Also optional hiring rate. C Step Automatic Increase - After 12 months' service in next lower step. Also maximum hiring rate. D Step Automatic Increase - After 12 months' service in next lower step. E Step Merit Rate -After 12 months' service in next lower step. NOTE: Certain management classes in Police Services have been designated as "Represented Management" (RM). Such classes are assigned to five (5) step salary rate ranges, the effective range of rates for personnel represented by the Police Management Association (PMA) is five (5) steps, "A" through "E," of the assigned range. Additionally, employees of said classes may be initially appointed at any of the first three steps, Step "A," Step "B," or Step "C" within their applicable rate range, and the length of service required for advancement to the next higher step is one (1) year. For SEIU Part Time Civil Service see Memorandum of Understanding 07/01/2017-12/31/2018 Section 4.2 Step Advancement and Exhibit B list of job titles and rate ranges. In the salary schedule matrix found on page 2, each salary range is identified by a three -digit number. The first two digits are listed in the first vertical column on the left and the third digit is listed horizontally across the top and identifies the appropriate column. This three -digit range number locates the starting step ("AAA, AA" or "A") of the range depending on whether the class has been assigned 5, 6 or 7 steps and the subsequent steps ("AA, A," "B," "C," "D" and "E") are found in the column directly below the starting step. For example, "AAA" step of Range No. 501 is found to be $2402 by moving down the left column (Range No.) to the number 50 (the first two digits of the Range No.), then horizontally to column 1 (the third digit of the Range No.). The "AAA" step of $2402 has the remaining steps shown directly below; thus the full, seven -step range is 2402-2523-2650-2782-2921-3067-3221. In the same manner, Range No. 555isfound to be 3129-3285-3449-3622-3803-3994-4194. SALARY SCHEDULE MATRIX 0 1 2 3 4 5 6 7 8 9 45 1874 1883 1892 1902 1911 1921 1930 1940 1950 1960 46 1968 1977 1987 1997 2007 2017 2027 2037 2048 2058 47 2066 2076 2086 2097 2107 2118 2128 2139 2150 2160 48 2169 2179 2190 2201 2212 2223 2234 2246 2257 2268 49 2277 2288 2299 2311 2322 2334 2346 2357 2369 2381 50 2391 2402 2414 2427 2439 2451 2463 2475 2488 2500 51 2511 2523 2536 2548 2561 2574 2587 2600 2613 2626 52 2637 2650 2663 2676 2690 2703 2717 2730 2744 2758 53 2769 2782 2796 2810 2824 2838 2853 2867 2881 2896 54 2907 2921 2936 2950 2965 2980 2995 3010 3025 3040 55 3052 3067 3082 3098 3113 3129 3144 3160 3176 3192 56 3205 3221 3237 3253 3269 3285 3302 3318 3335 3352 57 3365 3381 3398 3415 3432 3449 3467 3484 3501 3519 58 3533 3550 3569 3586 3604 3622 3640 3658 3676 3695 59 3710 3728 3747 3765 3784 3803 3822 3841 3861 3880 60 3896 3915 3935 3954 3974 3994 4014 4034 4054 4074 61 4091 4111 4132 4152 4173 4194 4215 4236 4257 4278 62 4296 4317 4339 4360 4382 4404 4426 4448 4470 4493 63 4511 4533 4556 4579 4601 4624 4648 4671 4694 4718 64 4741 4764 4787 4810 4834 4858 4882 4906 4930 4954 65 4978 5002 5026 5051 5076 5101 5126 5151 5176 5201 66 5226 5252 5278 5304 5330 5356 5382 5408 5434 5461 67 5488 5515 5542 5569 5596 5623 5650 5678 5706 5734 68 5762 5790 5818 5847 5876 5905 5934 5963 5992 6021 69 6050 6080 6110 6140 6170 6200 6230 6260 6291 6322 70 6353 6384 6415 6446 6478 6510 6542 6574 6606 6638 71 6670 6702 6735 6768 6801 6835 6869 6903 6937 6971 72 7005 7039 7073 7107 7141 7176 7211 7247 7283 7319 73 7355 7391 7427 7463 7499 7535 7571 7609 7647 7685 74 7723 7761 7799 7837 7875 7913 7951 7989 8029 8069 75 8109 8149 8189 8229 8269 8309 8349 8389 8431 8473 76 8515 8557 8599 8641 8683 8725 8767 8809 8853 8897 77 8941 8985 9029 9073 9117 9161 9205 9250 9296 9342 78 9388 9434 9482 9529 9577 9625 9673 9721 9770 9819 79 9857 9906 9955 10005 10055 10105 10156 10207 10258 10309 80 10350 10401 10453 10506 10558 10611 10664 10717 10771. 10825 81 10868 10922 10976 11031 11086 11142 11198 11254 11310 11366 82 11411 11468 11525 11583 11640 11699 11757 11816 11875 11934 83 11982 12041 12102 12162 12223 12284 12345 12407 12469 12532 84 12581 12643 12707 12770 12834 12898 12963 13027 13093 13158 85 13210 13275 13342 13409 13476 13543 13611 13678 13748 13816 86 13871 13939 14009 14079 14150 14220 14292 14362 14435 14507 87 14565 14636 14709 14783 14858 14931 15007 15080 15157 15232 88 15293 15368 15444 15522 15601 15678 15757 15834 15915 15994 89 16058 16136 16216 16298 16381 16462 16545 16626 16711 16794 90 16861 16943 17027 17113 17200 17285 17372 17457 17547 17634 91 17704 17790 17878 17969 18060 18149 18241 18330 18424 18516 92 18589 18680 18772 18867 18963 19056 19153 19247 19345 19442 Page 2 of 25 N M t0 f0 m M M M O M N n O W M M IO (O (O O (p N m N N M O M N N N �J W r^^ N N 2 W M O M `O O N (7 O V O M O O O (O O O 01 O (O n N 1n a IO M h M (9 n N M t0 n N c N N` Z O O N a W n M �n r r n In OI N O N M r O M O O O m N w❑ h m d' m 0 O O M M O N. . . . . . . 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(9`°�!(I))/ §2�§` §)§^ _ §�\w§ 22ww B; §§§§: §k[§,m5;// � LU W UJ:z w w )/\me j§�, i� 0}2, - k(\ k§� \�\ u<xD 000 Qbo ■ 00z !gig g§2 ) w< g w § _ §§ _ k) )< \� j °( °/ a\Q< ` w\ w\ !�U) - ° - -r:»!E§ /D (§})( , , \) \\ \((()([ } \ 00 )F- F-I- SPECIAL COMPENSATION PROVISIONS Lower case letters appearing next to certain occupational code numbers in the above listing refer to special compensation provisions, shown below, that may be applicable to certain incumbents of the classes of employment so identified. Note: SEIU MOU Article V section 7 Limitation on Assignment Pay Differentials Employees hired after 8/31/2010 or hired before August 31, 2010, who did not receive assignment pay under section 5.1 of this article prior to June 30, 2013, shall not be eligible to receive it. SEIU MOU Article V section 9 Limitation on Career Development Incentive Pav With the exception of employee classifications listed below*, employees covered by this MOU and already receiving career development incentive pay under section 5.8 prior to June 30, 2012 and who continue to meet the qualffications described in the applicable career development incentive pay provisions of section 5.8 shall continue to receive said pay under the current career development incentive pay formulas. Employees who have not received career development pay prior to June 30, 2012 shall not be eligible to receive it. The employee classifications listed below covered by this MOU and already receiving career development incentive pay under section 5.8 prior to June 30, 2013 and who continue to meet the qualificaflons described in the applicable career development incentive pay provisions of section 5.8 shall continue to receive said pay under the current career development incentive pay formulas. Employees in the classifications listed below who have not received career development pay prior to June 30, 2013 will not thereafter be eligible to receive it. *Associate Engineer, Senior Civil Engineer, Senior Engineer, Senior Traffic Engineer. (a) (Reserved) (b) Incumbents in the classifications of Fleet Services Technician I, II and III who possess nationally recognized certifications for Automotive Service Excellence Master Certification (ASE) and ASE Alternative Fuel, will be paid an assignment pay differential at a rate set five (5) salary rate ranges (approximately 2.5%) for said certification above their then current base monthly salary step. The restrictions set forth in Section 5.7 do not apply to this provision. (SEIU MOU Article V Section 1 C) (c) (Reserved) (d) An incumbent in the class of Police Services Dispatcher who is continuously and regularly assigned to and actually performing in a lead supervisory and trainer capacity over an assigned shift of Police Services Dispatchers will be paid at a rate set ten (10) salary rate ranges (approximately 5.0%) above his or her then current base monthly salary step. (POA MOU Article V Section 1A) (a) Personnel in the classifications of Fleet Services Technician I,'II, III, and Fleet Services Supervisor, who maintain a valid State of California Commercial Driver's License and are assigned to an area that requires the possession of either a Class "A" or Class "B" license in the course and scope of their work shall be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above their then current base monthly salary step. (SEIU MOU Article V Section 1 D) (f) (Reserved) (g) (Reserved) (h) Incumbents in the classifications of: Code Enforcement Associate, Code Enforcement Officer, Code Enforcement Supervisor who obtain or possess a valid certificate in any of four Career Development Incentive areas shall receive incentive pay worth five salary rate ranges (approximately 2.5%) for each certificates not to exceed five (5) certificates or a total of twenty-five salary rate ranges (approximately 12.5%). If an incumbent has obtained four (4) certificates from list, he or she than shall be eligible to earn an additional five (5) salary rate ranges (approximately 2.5%) pay additive upon completion of both the SCACEO/CACEO Intermediate and SCACEO/CACEO Advanced Certifications. (SEIU MOU Article V Section 8D) (i) Incumbents in the classifications of Senior Office Assistant, Secretary, Executive Secretary, or Planning Commission Secretary who are assigned by a Department Head with the prior approval of the City Manager, to a position requiring the ability to take dictation at a rate of 70 wards per minute or better on a regular basis or as an essential or integral element of the work of the position will be paid a monthly differential of sixty dollars ($60) above his or her base monthly salary step for each full month of such assignment. (SEIU MOU Article V Section 1A and Council Resolution No. 88-38, as amended by Resolution No. 99-023) Page 16 of 24 (j) Incumbents in the class of Police Officer who are continuously and regularly assigned to and actually performing duties of a Corporal will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. If a Corporal is assigned to lead a work unit without a Sergeant, he or she will be paid an additional five (5) salary rate ranges (approximately 2.5%) above his or her base monthly salary step for such assignment At the present time, Directed Patrols and Civic Center Patrol units are examples of such assignments. (POA MOU Article V Section 1 C) (k) Incumbents regularly and continuously assigned to lead a functional unit which includes two (2) or more positions in the same or lower classifications as the incumbent may be compensated at a rate set ter (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step. (SEIU MOU Article V Section 2), and/or (Council Resolution No. 82-110 Section 3.1, as amended by Resolution No. 91-103), and/or (Resolution No. 99-023) and (POA MOU Article V Section 1 N) (1) An incumbent in the classification of Senior Office Assistant who is continuously and regularly assigned to operate and who actually operate a two-way radio communications base station will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (SEIU MOU Article V Section 1 B) (m) Incumbents in the classifications of Associate Engineer, Senior Civil Engineer, Senior Engineer, Senior Traffic Engineer, Assistant Plan Check Engineer I or 11, Associate Plan Check Engineer, Senior Plan Check Engineer, or Senior Transportation Analyst will be eligible for career incentive pay for any certificates approved for their classification at a rate set of ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step for valid registration(s) as a Registered Engineer by the State of California or as a Structural Engineer by the State of California (a total of twenty (20) salary rate ranges (approximately 10%for both). Additionally, said incumbents who possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas of accessibility/usability (one specialty area), residential energy plan check, or non-residential energy plan check, shall be paid an incentive pay differential at a rate set above his or her then current base monthly salary step in accordance with the following schedule: One certificate from one specialty area: five (5) salary rate ranges (approximately 2.5%); an additional certificate from a second specialty area (total of two): ten (10) salary rate ranges (approximately 5%); an additional certificate from a third specialty area (total of three): fifteen (15) salary rate ranges (approximately 7.5%). (SEIU MOU Article V Section 8A) and/or (as amended by Resolution No. 97-028) In no event shall the application of this Career Development Incentive Program result in an individual being eligible to earn more than twenty (25) salary rate ranges (approximately 12.5%) above his or her current monthly base salary step. (SEIU MOU Article V Section 8) (n) An incumbent who was employed as of August 16, 1991 in the classification of Assistant Plan Check Engineer I or 11, Associate Plan Check Engineer, Senior Plan Check Engineer and who as of December 31, 1987 had possessed a valid Plan Examiner Certificate issued by the ICBO shall continue to be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base salary step. However effective January 1, 1988 said ten (10) range differential shall be reduced to five (5) salary rate ranges (approximately 2.5%) for any incumbent of said classifications who is issued his or her initial certificate on orafter January 1, 1988. (SEIU MOU Article V Section 8B) (o) (Reserved) (p) (Reserved) (q) An incumbent in one of the classifications of: Building Inspector, Senior Building Inspector, Electrical Inspector, Senior Electrical Inspector, Plumbing Inspector, Senior Plumbing Inspector, Combination Building Inspector, Senior Combination Building Inspector, Building Technician, Senior Plumbing/Mechanical Systems Specialist, or Senior Electrical Systems Specialist who possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in relevant areas (see MOU for full details) shall be paid an incentive pay differential at a rate set above his or her then current base monthly salary step as follows: One certificate from one specialty area: five (5) salary rate ranges (approximately 2.5%); an additional certificate from a second specialty area (total of two): ten (10) salary rate ranges (approximately 5%); an additional certificate from a third specialty area (total of three): fifteen (15) salary rate ranges (approximately 7.5%); an additional certificate from a fourth specialty area (total of four): twenty (20) salary rate ranges (approximately 10%); an additional certificate from the fifth specialty area (total of five): twenty-five (25) salary rate ranges (approximately 12.5%). (SEIU MOU Article V Section 8C) Page 17 of 24 (r) (Reserved) (a) An incumbent in the classification of Maintenance Worker II (assigned to the tree crew) who possesses a valid certificate issued by the International Society of Arboriculture (ISA) as a certified Tree Worker shall be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (SEIU MOU Article V Section 8H) (t) (Reserved) (u) An incumbent in the classification of Construction Inspectorwho possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas of reinforced concrete, structural masonry, structural steel/welding, electrical inspection, plumbing inspection, plans examiner, or C27 landscape contractors license, shall be paid an incentive pay differential at a rate set above his or her then current base monthly salary step as follows: One certificate from one specialty area: five (5) salary rate ranges (approximately 2.5%); an additional certificate from a second specialty area (total of two): ten (10) salary rate ranges (approximately 5%);an additional certificate from a third specialty area (total of three): fifteen (15) salary rate ranges (approximately 7.5%); an additional certificate from a fourth specialty area (total of four): twenty (20) salary rate ranges (approximately 10%); and an additional certificate from the fifth specialty area (total of five) twenty-five (25) salary rate ranges (approximatelyl2.5%). (SEIU MOU Article V Section 8E) (v) (Reserved) (w) An incumbent in the classification of Contracts Administrator who possess a valid certificate issued by the ICBO (or similar nationally recognized certificating organization) in the areas of plumbing inspection, electrical inspection, plans examiner, C27 landscape contractors license, turf grass management, or certified arborist (ISA), shall be paid an incentive pay differential at a rate set above his or her then current base monthly salary step as follows: One certificate from one specialty area: five (5) salary rate ranges (approximately 2.5%); an additional certificate from a second specialty area (total of two): ten (10) salary rate ranges (approximately 5%); an additional certificate from a third specialty area (total of three): fifteen (15) salary rate ranges (approximately 7.5%); an additional certificate from a fourth specialty area (total of four) twenty (20) salary rate ranges (approximately 10%); and an additional certificate from the fifth specialty area (total of five): twenty-five (25) salary rate ranges (approximately 12.5%). (SEIU MOU Article V Section 8F) (x) (Reserved) (y) Incumbents in the class of Forensic Specialist I, who are regularly and continuously assigned to and actually performing duties in a 'lead" supervisory capacity over a primary functional unit of Forensic Specialist I employees, will be paid at a rate set ten (10) salary rate ranges (approximately 5.0%) above their then current base monthly salary step. (POA MOU Article V Section 1 B) (z) (Reserved) (aa) (Reserved) (bb) Incumbents in one of the classifications of Projects Manager, Tree Maintenance Supervisor, Tree Trimmer, Maintenance Worker II (assigned to the tree crew), Public Works Projects Specialist, or Landscape Development Associate who possess a valid certificate issued by the International Society of Arboriculture (ISA) as a certified arborist shall be paid at a rate of set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (SEIU MOU Article V Section 8G) (cc) An incumbent in the classification Data Entry Operator who, at the discretion of the appointing authority, is regularly and continuously assigned to serve in a limited lead capacity including assigning and monitoring data entry work, will be paid an additional five salary rate ranges (approximately 2.5%) above the current base monthly salary step to which he or she would otherwise be entitled. (Council Resolution No. 82-110 Section 3.1 [cc], as amended by Resolution No. 91-103) (dd) An employee who is continuously and regularly assigned as a Training Officer working in either Field Operations, the Detention facility, or as a Forensic Specialist II will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (POA MOU Article V Section 1F as amended by Ninth Side LetterAmendment to the Memorandum of Understanding Between the City of Santa Ana and the Santa Ana POA) Page 18 of 24 (ee) An employee who is continuously and regularly assigned to and actually performing duties of an Internal Affairs Officer will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (POA MOU Article V Section 1 G) (ff) The incumbent of the classification Senior Deputy Clerk of the Council designated by Resolution 91-073 as third in command in the Clerk of the Council's office with full signature authority for the Clerk in the clerk and Assistant Clerk's absence, will be paid an additional ten salary rate ranges (approximately 5%) above the current base monthly salary step to which he or she would otherwise be entitled. (Council Resolution No.82-110 Section 3.1 [ff], as amended by Resolution No. 91-103) (gg) The incumbent in the class of Accountant II who, at the discretion of the appointing authority, is regularly and continuously assigned electronic data processing (EDP) systems coordination responsibilities, will be paid an additional ten salary rate ranges (approximately 5%) above the current base monthly salary step to which he or she would otherwise be entitled. (Council Resolution No.82-110 Section 3.1 [gg], as amended by Resolution No. 92-034) (hh) An incumbent in the class of Equipment Operator who, at the discretion of the appointing authority, is regularly and continuously assigned, on a full-time basis, to operate a Motor Grader, will be paid an additional ten salary rate ranges (five percent) above the current base monthly salary step to which he or she would otherwise be entitled. (Council Resolution No. 82-110 Section 3.1[hh], as amended by Resolution No. 92-034 (ii) (Reserved) (jj) (Reserved) (kk) (Reserved) (11) (Reserved) (mm) (Reserved) (nn) (Reserved) (oo) Incumbents in the classification of Correctional Officer who are continuously and regularly assigned to and actually performing duties of a Correctional Supervisor will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (PDA MOU Article V Section 1 D) (pp) An employee who is continuously and regularly assigned to perform training functions as a Parking Control Officer will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (POA MOU Article V Section 1 H) (qq) (Reserved) (rr) Incumbents in the classification of Police Officer who are continuously and regularly assigned as a Canine Officer will be paid at a rate set ten (10) salary rate ranges (approximately 5%) above his or her then current base monthly salary step. (POA MOU Article V Section1l) (ss) Incumbents in the classification of Police Officer who are continuously and regularly assigned to and actually performing duties of a Motor Officer assigned to the Traffic Division will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (POA MOU Article V Section1J) (tt) An incumbent, identified by the Police Department, who is continuously and regularly assigned to and actually performing duties of a Detective/Investigator assigned to the Investigations Division or Special Investigations Units as well as Police Investigative Specialist, Background Investigator, Collision Investigator, and Graffiti Task Force Investigator, will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above his or her then current base monthly salary step. (POA MOU Article V Section 1 K) (uu) Incumbents in the classifications of Correctional Officeror Correctional Supervisor, who are continuously and regularly assigned to either the 207(k) 7/12.5 Detention Work Schedule, or the 4110.5 Detention Administration Work Schedule, shall be paid at a rate set six (6) salary rate ranges (approximately 3%) above his or her then current base monthly salary step. (PDA MOU Article V Sectionl L) Page 19 of 24 (vv) (Reserved) (ww) Incumbents in the classification of Firearms Examiner who are regularly and continuously assigned to and actually performing duties in a "lead" supervisory capacity over a primary functional unit, will be paid at a rate set ten (10) salary rate ranges (approximately 5.0%) above their then current base monthly salary step. (PDA MOU Article V Section 1 M and Council Resolution No. 2005-026) (xx) Reserved (yy) Incumbents in the classifications of Forensic Specialist I and Forensic Specialist II who are continuously and regularly assigned as a Tenprint - AFIS Technician will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above their then current base monthly salary step. (POA MOU Article V Section 10) (zz) Incumbents in the classifications of Forensic Specialist I and Forensic Specialist 11 who are continuously and regularly assigned as a Fingerprint Analyst will be paid at a rate set five (5) salary rate ranges (approximately 2.5%) above their then current base monthly salary step. (POA MOU Article V Section 1P) OTHER PAY ADDITIVES: BILINGUAL PAY. Qualified personnel in the below -listed representational categories who meet the required criteria specified in the Memorandum of Understanding (or Pay Plan) covering their job classification will receive a monthly pay differential above their current base monthly salary step in the amounts specified below by representational category: (a) SEIU (Service Employees International Union 5.313C) SAMA (Santa Ana Management Association 6.1 B. C), Unrepresented Management CAS A (Confidential Association of the City of Santa Ana MOU 6.313, C): • Primary Bilingual Assignments: $175.00 per month. • Secondary Bilingual Assignments: $40.00 per month. (b) PDA (Police Officers Association): (POA MOU Article V Section 3C D E F) • Sworn: Street Level Proficiency. The amount equal to the product obtained by multiplying the step "E" base salary rate of Police Officer by five (5) salary rate ranges (approximately 2.5%). • Sworn: Complex Level Proficiency. The amount equal to the product obtained by multiplying the step "E" base salary rate of Police Officer by ten (10) salary rate ranges (approximately 5%). • Non Sworn: Secondary Level Proficiency: $40.00 per month. • Non Sworn: Primary Level Proficiency: $175.00 per month. (c) PMA (Santa Ana Police Management Association): (PMA MOU Article 5.1 • Primary Bilingual Assignments: $175.00 per month. 2. SHIFT DIFFERENTIAL. (a) SEIU. Generally. An employee in a classification represented by SEIU who is continuously and regularly assigned to a schedule of work which requires that he or she actually work a minimum of four and one-half (4 112 hours) between the hours of 5:00 p.m. and 7:00 a.m. will be paid a shift differential for his or her entire work shift at a rate set ten (10) salary rate ranges (approximately 5%) higherthan his or herthen current base monthly salary step except however such shift pay differential shall not be applicable to employees in the classification of Park Ranger and Supervising Park Ranger. (SEIU MOU Articic V Soction 4A) (b) Library Department Employees. Employees hired and assigned to the Library prior to December 1, 1987 who work evening shifts until closing time, but who are not otherwise eligible for shift differential as provided under Subsection (a) above, shall receive as special shift pay, an amount equal to one-half (112) of one hour's pay for each day they work an evening shift until closing time. Said special shift pay shall be computed on the hourly equivalent of the base monthly salary step. Such half-hour's pay shall not be counted toward the computation of overtime. Such special library shift pay differential shall not be applicable to library employees hired on or after December 1, 1987. (SEIU MOU Article V Section 413) Page 20 of 24 (c) Early Morning Street Crews. A Street Maintenance employee who is assigned to traffic painting or downtown cleanup crews who is continuously and regularly assigned to a schedule of work which requires that he or she actually work at least fifty percent (50%) of his or her normal daily work shift between the hours of 1:00 a.m. and 7:00 a.m. will be paid a shift differential for his or her entire work shift at a rate set ten (10) salary rate ranges (approximately 5%) higher than his or her then current base monthly salary step. (SEIU MOU Article V Section 4C) (d) Standby Pay. Employees who are released from active duty but who are required by their department to leave notice where they can be reached and be available to return to active duty when required by the department at any time other than their regularly scheduled working hours, shall be said to be on standby duty. Employees shall receive four hundred fifty dollars ($450) per week when assigned to be on standby duty. Employees who "trade" days will have that time deducted from their pay on a prorated daily rate based on a seven (7) day week. Employees who cover the day shall be paid at the daily rate. All trades must be approved by the Supervisor or Manager. Water Production, Water Maintenance, Public Works Maintenance, Building Maintenance, and Information Technology Department and staff shall be required to serve on standby duty and receive standby pay as defined above. The City's preference will be to accomplish the above through volunteers; however, qualified employees may be directed to be on standby if the number of volunteers is insufficient. In addition to Standby Pay, if an employee is able to handle the incident by phone or other electronic means without reporting to duty, he shall be entitled to overtime pay at the rate of 15 minutes or actual time spent per incident whichever is greater, paid at time and one-half (T 112) per incident. Additional Standby Pay programs may be implemented with the approval of the Department Head and City Manager. (SEIU MOU Article V Section 4D) (a) (POA) Police Officers Association Incumbents in the classification of Animal Service Officer I or 11, Forensic Specialist I or 11, Crime Research Analyst, Police Communications Supervisor, Police Investigative Specialist, Police Property & Evidence Specialist, Police Service Officer, Police Evidence and Supply Specialist, Police Services Dispatcher, Communications Services Officer, Correctional Officer, Correctional Supervisor, and Parking Control Officer who are continuously and regularly assigned to a schedule of work which require that he or she actually work a minimum of four and one- half (4 1/2) hours between the hours of 5:00 P.M. and 7:00 A.M. will be paid a shift differential at a rate set ten (10) salary rate ranges (approximately 5.0%) above his or her then current base monthly salary step. (POA MOU Article V Section 2) Effective July 1, 2017 each Sworn employee who is continuously and regularly assigned to a schedule of work that requires that he or she actually work a minimum of four and one-half (4'/2) hours between the hours of 5:00 P.M. and 7:00 A.M. will be paid a shift differential at a rate set at 2.5% above his or her base monthly salary. (POA MOU Article V Section 2) (f) (CASA) Confidential Association of the City of Santa Ana An employee in a classification represented by CASA who is continuously and regularly assigned to a schedule of workwhich requires that he or she actually work a minimum of four and one-half (4'/z) hours between the hours of 5:00 p.m. and 7:00 a.m., shall be paid a shift differential for his or her entire work shift at a rate set ten (10) salary rate ranges (approximately 5%) higher than his or her then -current base monthly salary step. (CASA MOU Article 6 Section 4A) (g) Standby Pav Employees who are released from active duty but who are required by their department to leave notice where they can be reached and be available to return to active duty when required by the department at any time other than their regularly scheduled working hours, shall be said to be on standby duty. Effective no later than the first (1s') day of the second (2n,) payroll period following Council approval, such employees shall receive two hundred dollars ($200) per week when assigned to be on standby duty. (CASA MOU Article 6 Section 4B) 3. NOTARY PUBLIC (a) SEIU (Service Employees International Union) An employee that is required by a Department Head or their designee to perform the duties of a Notary Public for the City, in addition to regular duties shall be paid a monthly differential of forty dollars ($40) above his or her then current base monthly salary step. (SEIU MOU Article V Sectiord E), (b) (CASA) Confidential Association of the City of Santa Ana Full-time incumbents in any classification who are required by a Department Head or their designee to perform the duties of a Notary Public for the City, in addition to regular duties, shall be paid a monthly pay premium of forty dollars ($40) above his or her then current base monthly salary step. (CASA MOU Article 6 Section 1 B) Page 21 of 24 4. CONFIDENTIAL PREMIUM (a) (CASA) Confidential Association of the City of Santa Ana An employee who is routinely and consistently assigned to sensitive positions by a Department Head, involving labor negotiations which require trust and discretion, in accordance with Government Code section 3507.5, will be paid at a rate set 2.5%, above his or her then current base monthly salary step. (CASA MOU Article 6 Section 6) FOOTNOTES: (EM) designates unrepresented "Executive Management" personnel, and as such, are eligible to receive certain employee benefits which are different from and/or greater than those available to non -management personnel. (MM) designates "Middle Management". (RM) designates "Represented Management". (AM) designates "Administrative Management". (UC) designates "Confidential". (T) designates a "terminal" class. A position classification that has been designated as "terminal" by formal City Council action will be deleted from the City's Basic Classification and Compensation Plan when vacated by its last remaining incumbent. No new appointments may be made to a class that has been so designated. Employee groups and City Council appointed employees are designated as follows: "ADMIN MGMT-NS", MID M-NS denotes classifications defined as Administrative Management (AM) under the terms of the Four -Year Contract Extension to the Memorandum of Understanding (MOU) between the City and the Santa Ana Management Association (SAMA) for January 1, 2019-June 30, 2022; "APPOINT" denotes City Manager; City Attorney, and Clerk of the Council; "EXEC-NS", EXEC -SWORN denotes classifications defined as "Executive Management" under the terms of Santa Ana City Council Resolution No. 2015-026; "PMA-NS", PMA-SWORN denotes classifications covered by the Three -Year Contract Extension to the Memorandum of Understanding (MOU) between the City and Santa Ana Police Management Association (PMA) for fiscal years 2018-2021; "POA-NS", POA-SWORN denotes classifications covered by the Memorandum of Understanding (MOU) between the City and the Santa Ana Police Officers Association (PDA) for fiscal year 2018-2021; "PT CS SEIU 6" denotes classifications defined as "Part -Time Civil Service" under the terms of the Letter of Agreement between the City and the Service Employees International Union Local 721 Chapter 1939, AFL-CIO, (SEIU) for July 1, 2017- December 31, 2018; "SEIU 6" denotes classifications covered by the Memorandum of Understanding (MOU) between the City and the Service Employees International Union Local 721 Chapter 1939, AFL-CIO, (SEIU) for fiscal years July 1, 2017-June 30, 2019; "SEIU PT" denotes regular, long-term part-time classes covered by the Memorandum of Understanding MOU between the City and the Service Employees International Union (SEIU), Local 721 Chapter 1939, AFL-CIO, Part-time Employees' Representation Unit for fiscal years 2015-2017; "UC" denotes classifications covered by the Momorandum of Understanding (MOU) between the City and the Confidential Association of the City of Santa Ana (CASA) for January 1, 2019-June 30, 2022 Page 22 of 24 0 W CO n W O n N M O 0 M N 0 0 O V n (0 N O O N W V V n 0 n _ V O W M W M M O (O N M 0 0 V 0 0 M M 0 V M M M r O O O O N V n N N N M M M M d0' V V 1 M 40j 0 M� r� W W W M O O r r .-- r .- .- .- r r .- r r r N N N 0 0 W W n O O n N M O 0 M N m 0 0 (D V n 0 N O O N M �{ 0 0 n V M M M M M 0 t0 N M 0 0 V 0 CO M OD W W 01 r p) V O W N V n O M 0 0 M CO 0 M n O ;8 V W N 0 0 V 0) Cl) M n N n r .- .- .- .- r r r r r r r N N 0 W N W W V O M M M M M O M M 7 0 M M V O M W 0 (00 0 CO N /00 0 00 W M O M 0 0 M 0 M n O V W N O 0 V 0) M M n N M M O O O O c N` N M M M V V V 0 0 0 0(0 n n n M M M M N r r r r r r r r r r r r r r r O C n 0 0 W W n rn O) n N M O N D) N O 0 O n 0 N O O N N N 2 V O n V O) M W W d) M 0 .- O N W O 0 V 0 W m V O >_. 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