HomeMy WebLinkAbout2020-079 - Amending and Restating the City's Master Salary ScheduleRESOLUTION NO. 2020-079
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SANTA ANA AMENDING AND RESTATING THE CITY'S
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 CalPERS 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 2020-063
Page 1 of 4
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: On December 3, 2019, the Santa Ana City Council approved
Resolution No. 2019-111 adopting the Master Salary Schedule. It was amended by
Resolution Nos. 2020-006 and 2020-063.
Section 4: On November 19, 2019, the Santa Ana City Council approved a
Memorandum of Understanding ("MOU") with the Service Employees International Union
Local 721. Contained therein, were certain cost of living adjustments (approximately
3.5% effective July 1, 2020) and other special pay additives that have gone into effect
with the approval of the MOU.
Section 5: On May 5, 2020, the Santa Ana City Council approved a
Memorandum of Understanding ("MOU") with the Part-time Civil Service, Service
Employees International Union Local 721. Contained therein, were certain cost of living
adjustments (approximately 3.5% effective July 1, 2020) and other special pay additives
that have gone into effect with the approval of the MOU.
Section 6: On October 1, 2019 the Santa Ana City Council approved a
Memorandum of Understanding ("MOU") with the Santa Ana Management Association
(SAMA). Contained therein, were certain cost of living adjustments (3.5% effective July
1, 2020) and other special pay additives that have gone into effect with the approval of
the MOU.
Section 7: On October 1, 2019 the Santa Ana City Council approved a
Memorandum of Understanding ("MOU") with the Confidential Association of Santa Ana
(COSA). Contained therein, were certain cost of living adjustments (3.5% effective July
1, 2020) and other special pay additives that have gone into effect with the approval of
the MOU.
Section 7: On October 1, 2019 the Santa Ana City Council approved a
Memorandum of Understanding ("MOU") with the Santa Ana Police Management
Association (PMA). Contained therein, were certain cost of living adjustments
(approximately 4.0% effective July 1, 2020) and other special pay additives that have
gone into effect with the approval of the MOU.
Section 8: On June 16, 2020, the Santa Ana City Council approved Resolution
No. 2020-052 to effect certain changes to the City's basic classification and compensation
plan in the FY20-21 Budget Workforce Changes.
Section 9: The City Council has amended and reestablished the City's Master
Pay Schedule on several occasions since its adoption.
Resolution 2020-063
Page 2 of 4
Section 10: The City of Santa Ana now desires to amend and restate the City's
"Master Salary Schedule" to reflect the changes outlined in Sections 4 through 8 of this
Resolution. The Master Salary Schedule as amended is set forth in the attached
Attachment "A" to this Resolution and incorporated herein by reference.
Section 11: 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 20th day of October, 2020.
APPROVED AS TO FORM:
SONIA R. CARVALHO, City Attorney
By: cY r., A RSA
Laura A. Rossini
Acting Chief Assistant City Attorney
AYES:
NOES:
ABSTAIN:
NOT PRESENT:
Councilmembers Bacerra, Mendoza, Penaloza, Sarmiento,
Solorio, Villegas, Pulido (7)
Councilmembers None (0)
Councilmembers None (0)
Councilmembers None (0)
Resolution 2020-063
Page 3 of 4
CERTIFICATE OF ATTESTATION AND ORIGINALITY
I, Daisy Gomez, Clerk of the Council, do hereby attest to and certify the attached Resolution
No. 2020-079 to be the original Resolution adopted by the City Council of the City of Santa
Ana on October 20, 2020.
� M
Daisy Gome
Clerk of the Council
City of Santa Ana
Resolution 2020-063
Page 4 of 4
ATTACHMENT A
CITY OF SANTAANA
MASTER SALARY SCHEDULE
FISCAL YEAR 2020-2021
Update as of July 1, 2020
TABLE OF CONTENTS:
REGULAR CLASSES AND ASSIGNMENT OF CLASSES TO SALARY RATE RANGES .............................P. 01 - 08
PART-TIME CATEGORIES SALARY RATE RANGES................................................................................P. 09 - 10
DEFINE SALARY RATE RANGE AND STEP ADVANCEMENT
..P. 11 - 12
SPECIAL COMPENSATION PROVISIONS ....................................... ......................................................... P. 13 - 17
OTHERPAY ADDITIVES ...................................................
FOOTNOTES.
18-20
PAI
EFFECTIVE CHANGES, INCORPORTED HEREIN.....................................................................................P. 22
PRIMARY SALARY MATRIX (EXHIBIT A)................................................................................................. P. 23
MIDDLE -MANAGEMENT SALARY MATRIX (EXHIBIT B).......................................................................P. 24
EXECUTIVE MANAGEMENT SALARY MATRIX (EXHIBIT C)..................................................................P. 25
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DEFINE SALARY RATE RANGES AND STEP ADVANCEMENT:
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 steps are identified by the lefters'AAA't0'E' inclusive. Not all salary rate ranges
are comprised of seven steps or letters (e.g., SAMA has 17 steps, identified by numbers).
For 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 SEW (Primary Salary Matrix, Exhibit A):
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 part-time civil service employees, represented by SEIU (Primary Salary Matrix, Exhibit A):
AA Step Normal beginning pay rate.
A Step Automatic Increase — After 1,040 hours' service in next lower step. Also optional hiring rate.
B Step Automatic Increase — After 2,080 hours' service in next lower step. Also optional hiring rate.
C Step Automatic Increase —After 2,080 hours' service in next lower step. Also optional hiring rate.
D Step Automatic Increase —After 2,080 hours' service in next lower step. Also optional hiring rate.
E Step Automatic Increase —After 3,120 hours'service in next lower step. Also maximum hiring rate.
For non -management employees, represented by POA Sworn/non-Sworn (Primary Salary Matrix, Exhibit A):
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.
D Step Automatic Increase - After 12 months' service in next lower step.
E Step Merit Rate - After 12 months' service in next lower step.
For non -sworn management employees, represented by PMA (Primary Salary Matrix, Exhibit A):
Advancement in the SAMA salary rate ranges is granted only for continued meritorious performance of service.
AA Step Normal beginning pay rate.
A Step Merit Rate - After 6 months' service in next lower step. Also optional hiring rate.
B Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate.
C Step Merit Rate - After 12 months' service in next lower step. Also maximum hiring rate.
D Step Merit Rate - After 12 months' service in next lower step.
For sworn manaaement emplovees, represented by PMA (Primary Salary Matrix, Exhibit A):
Advancement in the PMA salary rate ranges is granted only for continued meritorious performance of service.
A Step Normal beginning pay rate.
B Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate.
C Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate.
D Step Merit Rate - 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 -sworn and sworn management employees, represented by PMA Annual Performance Based Bonus Pay:
Performance rated as Significantly Exceeds Expectations ('5'), one-time bonus payment of five percent (5%).
Performance rated as Exceeds Expectations ('4'), one-time bonus payment of five percent (2.5%).
Performance rated as Meets Expectations ('3'), ineligible for a bonus payment.
Performance rated as Meets Expectations ('2'), ineligible for a bonus payment.
Performance rated as Meets Expectations (1'), ineligible for a bonus payment.
Page 11 of 25
For non -management employees, represented by CASA (Off the Matrix):
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 administrative -management employees (AM), represented by SAMA (Off the Matrix):
Advancement in the SAMA salary rate ranges is granted only for continued meritorious performance of service.
A Step Normal beginning pay rate.
B Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate.
C Step Merit Rate - After 12 months' service in next lower step. Also optional hiring rate.
D Step Merit Rate - 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 middle -management employees (MMI, represented by SAMA (MM Matrix, Exhibit B):
Advancement in the SAMA salary rate ranges is granted only for continued meritorious performance of service.
SAMA middle -management classifications merit rate ranges are from step "1" through "17"
SAMA middle -management optimal hiring rate states are from step "1" through "6"
SAMA middle -management maximum hiring range is step "9"
SAMA step advancement from "1" through "15" are advanced in two-step increments in an annual basis.
SAMA step advancement from "16" through 17" are advanced in one-step increments in an annual basis.
For Executive Management employees (EM), represented by Executive Management (EM Matrix, Exhibit %
EM classifications rate ranges are from step 1" through '15".
EM classifications optimal and maximum hiring rate is step 15".
EM merit step advancement from "1" through 15" are done annually via a performance review.
EM performance rated as "Significantly Exceeds Expectations" is advanced three (3) step ranges (7.5%).
EM performance rated as "Exceeds Expectations" is advanced two (2) step ranges (5.0%).
EM performance rated as "Meets Expectations" is advanced one (1) step range (2.5%).
EM performance rated as "Below Expectations" or "Unacceptable" does not advance into a higher step rate.
For part-time employees, represented by SEW (Off the Matrix):
A
Step
Normal beginning pay rate.
B
Step
Automatic Increase — After 1,040 hours' service in next lower step.
Also optional hiring rate.
C
Step
Automatic Increase — After 1,040 hours' service in next lower step.
Also optional hiring rate.
D
Step
Automatic Increase — After 1,040 hours' service in next lower step.
Also optional hiring rate.
E
Step
Automatic Increase — After 1,D40 hours' service in next lower step.
Also optional hiring rate.
For part-time employees,
non -represented (Off the Matrix):
A
Step
Normal beginning pay rate.
B
Step
Automatic Increase —After 1,040 hours' service in next lower step.
Also optional hiring rate.
C
Step
Automatic Increase — After 1,040 hours' service in next lower step.
Also optional hiring rate.
D
Step
Automatic Increase — After 1,040 hours' service in next lower step.
Also optional hiring rate.
E
Step
Automatic Increase — After 1,040 hours'service in next lower step.
Also optional hiring rate.
In the primary salary schedule matrix (Exhibit A), 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. 555 is found to be 3129-3285-3449-3622-3803-3994-4194.
Page 12 of 25
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 1 B Limitation on Assignment Pay Differentials
Employees hired after August 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 10 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 5.10 prior to June 30, 2012 and who continue to meet the qualifications
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 5.9 prior to June 30, 2013 and who continue to meet the qualifications described in the applicable
career development incentive pay provisions of section 5.9 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 5.1.B do not apply to this provision. (SEIU MOU Article V Section 1C)
(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)
(e) Incumbents in the classifications of Fleet Services Technician I, ll, 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.C.3)
(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 9D)
(i) (Reserved)
Page 13 of 25
(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 ten (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 1N)
(1) (Reserved)
(m) Incumbents in the classifications of Assistant Engineer, Associate Engineer, Civil Engineer, Senior
Civil Engineer, Senior Engineer, Senior Traffic Engineer, Assistant Plan Check Engineer, 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 9.A) 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 9)
(n) An incumbent who was employed as of August 16, 1991 in the classification of Assistant Plan Check
Engineer, 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 or after January 1, 1988- (SEIU MOU Article V Section 913)
(o) (Reserved)
(p) (Reserved)
(q) An incumbent in one of the classifications of: Combination Building Inspector, Senior Combination
Building Inspector, Building Technician, or Senior Plumbing/Mechanical 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 9C)
(r) (Reserved)
Page 14 of 25
(s) 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 9H)
(t) (Reserved)
(u) An incumbent in the classification of Construction Inspector or Senior Construction Inspector who
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 9E)
(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 9F)
(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), or Public Works Projects Specialist 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 9G)
(cc) (Reserved)
(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 IF as amended by Ninth Side Letter Amendment to the Memorandum of
Understanding Between the City of Santa Ana and the Santa Ana POA)
(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
(ff) his or her then current base monthly salary step. (POA MOU Article V Section 1 G)
Page 15 of 25
(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)
(II)
(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. (POA
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 Section11)
(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 Section 1J)
(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
Sectionl K)
(uu) Incumbents in the classifications of Correctional Officer or Correctional Supervisor, who are
continuously and regularly assigned to either the 207(k) 7/12.5 Detention Work Schedule, or the 4/10.5
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. (POA MOU Article V
Section l-)
(vv) (Reserved)
Page 16 of 25
(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. (POA MOU Article V Section 1M 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 II 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 1 P)
Page 17 of 25
OTHER PAY ADDITIVES:
1. 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:
• Primary Bilingual Assignments: st rb.uu per montn.
• Secondary Bilingual Assignments: $40.00 per month.
(II) SEIU Part-time Civil Service (service Lmployees mcernaaonai unionr. races rvuuia U, O
• Primary Bilingual Assignments: prorated amount based on $175 per 173.33 hours.
• Secondary Bilingual Assignments: prorated amount based on $40 per 173.33 hours.
• rnmary erurnguai .vssignrne111.5, y i.0 i auuvc uaac nvu1 ry i aic.
• Secondary Bilingual Assignments: $0.23 above base hourly rate.
(IV) SAMA (Santa Ana Management Association): (SAMA MVU Article
• Primary Bilingual Assignments: $175.00 per month.
• Secondary Bilingual Assignments: $40.00 per month.
(V) CASA (Confidential Association of Santa Ana): (CASA MOU Article 6.3.B-C):
• Primary Bilingual Assignments: $175.00 per month.
• Secondary Bilingual Assignments: $40.00 per month.
(VI) POA (Police Officers Association)' (POA MOU Article V Section 3C,D.E.F):
Sworn: Street Level Prof ciency. The amount equal to the product obtained by multiplying the step
"E" base salary rate of employee 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 employee by ten (10) salary rate ranges (approximately 5%).
• Non Sworn: Primary Level Proficiency: $176.00 per month.
• Non Sworn: Secondary Level Proficiency: $40.00 per month.
(VII) PMA (Santa Ana Police Management Association): (PMA MOU Article 5.1):
• Primary Bilingual Assignments: $175.00 per month.
(VIII) EMT (Executive Management)? (EM RESO Section 2):
• Bilingual Assignment shall be paid in the highest amount as available to represented management
employees.
2. SHIFT DIFFERENTIAL.
(1) 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 1/2 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%) higher than his or her then 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 Article V Section 4A)
(II) 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 (1/2) 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 18 of 25
(III) 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)
(IV) 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 1/2) per incident. Additional Standby Pay programs may be implemented
with the approval of the Department Head and City Manager. (SEIU MOU Article V Section 5.A-D)
(V) (POA) Police Officers Association
Incumbents in the classification of Animal Service Officer I or II, 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 %) 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)
(VI) (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 work which requires 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., 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)
(VII) 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. Effective no later than
the first (1st) day of the second (2nd) 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
(1) 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 Section1.D),
(II) (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 19 of 25
3. CONFIDENTIAL PREMIUM
(1) (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 the current base monthly salary step. (CASA MOU Article 6 Section 6)
Page 20 of 25
FOOTNOTES:
Employee groups and City Council appointed employees are designated as follows:
"ADMIN MGMT-NS",
denotes classifications defined as Administrative Management (AM) personnel under
the terms of the Memorandum of Understanding (MOU) (A-2019-185) between the
City and the Santa Ana Management Association (SAMA) from January 1, 2019 to
June 30, 2022;
"MID WINS"
denotes classifications defined as Middle Management (MM) personnel under the
terms of the Memorandum of Understanding (MOU) (A-2019-185) between the City
and the Santa Ana Management Association (SAMA) from January 1, 2019 to June
30, 2022;
"SAMA-AM-PTCS"
denotes classifications defined as Administrative Management (AM) "Part -Time Civil
Service" (PTCS) personnel under the terms of the Memorandum of Understanding
(MOU) (A-2019-185) between the City and the Santa Ana Management Association
(SAMA) from January 1, 2019 to June 30, 2022;
"APPOINT"
denotes City Manager; City Attorney, and Clerk of the Council;
"EXEC-NS", "EXEC -SWORN"
denotes classifications defined as "Executive Management" (EM) Non -Sworn and
Sworn personnel underthe terms of Santa Ana City Council Resolution No. 2015-026;
"PMA-NS", "PMA-SWORN"
denotes classifications defined as Represented Management (RM) personnel
covered by the Memorandum of Understanding (MOU) (A-2019-187) between the City
and Santa Ana Police Management Association (PMA) from July 1, 2018 to June 30,
2021;
"POA-NS", POA-SWORN
denotes classifications defined as Non -Sworn and Sworn covered by the
Memorandum of Understanding (MOU) (A-2019-027) between the City and the Santa
Ana Police Officers Association (POA) from July 1, 2018 to June 30, 2021,
"SEIU 6"
denotes classifications covered by the Memorandum of Understanding (MOU) (A-
2019-227) between the City and the Service Employees International Union Local 721
Chapter 1939, AFL-CIO, (SEIU) from July 1, 2019 to June 30, 2022;
"PT CS SEIU 6"
denotes classifications defined as "Part -Time Civil Service" (PTCS) personnel under
the terms of Memorandum of Understanding (MOU) (A-2020-090) between the City
and the Service Employees International Union Local 721 Chapter 1939, AFL-CIO,
(SEIU) (A-2020-090) from July 1, 2019 to June 30, 2022;
"SEIU PT"
denotes regular, long-term part-time classes covered by the Memorandum of
Understanding (MOU) (A-2016-034) between the City and the Service Employees
International Union (SEIU), Local 721 Chapter 1939, AFL-CIO, Part-time Employees'
Representation Unit from July 1, 2015 to June 30, 2017;
"UC"
denotes classifications defined as "Confidential" (UC) personnel under the terms of
Memorandum of Understanding (MOU) (A-2019-186) between the City and the
Confidential Association of the City of Santa Ana (CASA) for January 1, 2019 to June
30, 2022
"PT CS CASA"
denotes classifications defined as "Confidential" (UC) "Part -Time Civil Service"
(PTCS) under the terms of Memorandum of Understanding (MOU) (A-2019-186)
between the City and the Confidential Association of Santa Ana (CASA) for January
1, 2019 to June 30, 2022
Notes:
Unrepresented "Executive Management"
(EM) personnel, and as such, are eligibleto receive certain employee benefits
which are different from and/or greater than those available to non -management personnel.
(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.
Page 21 of 25
EFFECTIVE CHANGES, INCORPORTED HEREIN:
1) The Service Employees International Union Local 721 (SEIU) cost of living adjustment of seven (7) salary ranges
(approximately 3.5%), effective July 1, 2020, and other special pay additives, as authorized on November 19, 2019
through successor Memorandum of Understanding (MOU) A-2019-227.
2) The Part-time Civil Service Employees, Service Employees International Union Local 721 (SEIU) cost of living
adjustment of seven (7) salary ranges (approximately 3.5%), effective July 1, 2020, and other special pay additives,
as authorized on May 5, 2020 through successor Memorandum of Understanding (MOU) A-2020-090.
3) The Santa Ana Management Association (SAMA) cost of living adjustment of 3.5%, effective July 1, 2020, and
other special pay additives, as authorized on October 1, 2019 through successor Memorandum of Understanding
(MOU) A-2019-185 and
4) The Confidential Association of Santa Ana (COSA) cost of living adjustment of 3.5%, effective July 1, 2020, and
other special pay additives, as authorized on October 1, 2019 through successor Memorandum of Understanding
(MOU) A-2019-186.
5) The Santa Ana Police Management Association (PMA) cost of living adjustment of eight (8) salary ranges
(approximately 4.0%), effective July 1, 2020, and other special pay additives, as authorized on October 1, 2019
through successor Memorandum of Understanding (MOU) A-2019-187 and First Amendment to MOU (A-2019-
186-01).
6) The incorporation of changes, deletions, and additions to the City's Basic Classification and Compensation Plan,
as approved on June 16, 2020 through Resolution No. 2020-052.
Page 22 of 25
EXHIBIT A
Primary Matrix
Effective 7/1/2020
RANGE
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
3568
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
9260
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 23 of 25
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