HomeMy WebLinkAboutSANTA ANA FIRE MANAGEMENT ASSOCIATION (FMA) - 2010
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A-2010-189
+W-GFOUR-YEAR CONTRACT EXTENSION TO
THE MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF SANTA ANA
and
THE SANTA ANA FIRE MANAGEMENT ASSOCIATION
FOR FISCAL YEARS 2010-11 A~JD 201112through 2013-14
The City of Santa Ana (CITY) and the Santa Ana Fire Management Association
(SAFMA) have met and agreed to smeAd extend the 2004-10 Memorandum of
Understanding (MOU) between the CITY and SAFMA, for twe (2)four (4) additieAal
years. The eXistiAg initial MOU provisions, and the provisions outlined in the two-
year Contract Extension for Fiscal Years 2008-09 and 2009-10 shall remain
unchanged and in effect unless add,.essed modified by this contract extension. The
new expiration date of the MOU shall be June 30, ~2014, and the MOU shall be
amended as follows:
AMENDED ARTICLE IV (new language in bold italics; deleted provisions lined out)
4.1 Basic Compensation Plan. There is hereby established a basic compensation plan for
all members of the Santa Ana Fire Management Association who are now employed or
will in the future be employed in any of the designated classifications of employment
listed in this Agreement and its attachments.
This plan includes two groups of classification titles, Fire Management Group A (the
sworn CalPERS "Safety" class of Deputy Fire Chief and the non-sworn CalPERS
"Miscellaneous" class of Administrative Chieffrire Marshal*), and Fire Management
Group B (the sworn CalPERS "Safety" class of Fire Battalion Chief and the non-sworn
CalPERS "Miscellaneous" class of Fire Communications Manager).
* The current incumbent is designated as "safety" for retirement purposes.
4.2 Schedules of Salaries.
A. Two separate schedules of salary rate ranges, one for classes of employment
designated as represented Fire Management Group A (Deputy Fire Chief and
Administrative Chieffrire Marshal), and one for classes of employment
designated as represented Fire Management Group B (Fire Battalion Chief and
Fire Communications Manager) are attached hereto in matrix format and made a
part hereof as though set forth in full herein. The schedules for represented
Fire Management Group A classes and represented Fire Management Group B
classes are listed as follows:
FMA Contract Extension: 2010-2014
Page 1
CateQory of Employment
Fire Management Group A
(classes allocated to -19 17 step
salary rate ranges)
Salary Schedule No.
FMA Group A-1
FMA Group A-2
Fire Management Group B
(classes allocated to 5-step
salary rate ranges)
F MA Group B
B. Except fer the "Fire ManagemeRt Greup B" salar'f schedule described belevo', The
basic salary schedules for "Fire Management Group A" (titled "FMA Group A-1
and A-2, respectively) ceRtains contain numerous salary rate ranges, each range
comprised of fiftecn (15) seventeen (17) separate rates of pay shown in monthly
amounts. The respective salary rate ranges are identified by a two-digit
number preceded by the capital letters "FM" or "FMFM", respectively. The
separate rates of payor steps within each salary rate range are identified by the
numbers "1" through ~ "17" inclusive, with Step "1" being the lowest or
minimum of the range, Step "8" the middle or midpoint rate of the range, and
Step ~ "17" being the highest or maximum rate. The purpose of each step and
criteria for advancement are set forth in Subsection 4.7(A) below.
C. The basic salary schedule for "Fire Management Group B" (titled "FMA Group B")
contains numerous salary rate ranges, designated by the letter "M" and a three-
digit rate range number. These rate ranges are comprised of five (5) steps or
rates of pay shown in monthly amounts, identified by the letters "A" through "E"
inclusive, with Step "A" being the lowest step in the range. The purpose of each
step and criteria for advancement to the next higher step within a particular
salary rate range are set forth in Salary Schedule No. FMA Group B (attached)
and in Subsection 4.7(B) below.
4.3 Salary Ad justments.
Effective July 1, 2009, the base salary of employees covered by this Agreement
shall bc iRcF'cased b'f eight (8) salary rate ranges (approximatel'f1%).
Effective July 1, 2009, there shall be no salary increase for employees covered
by this Agreement.
Effective July 1, 2009, Miscellaneous employees covered by this Agreement shall
contribute an additional 2.3CYo of their salary (for a total of 6.3CYo) toward the 2.7CYo
at 55 retirement benefit. To the extent permitted by CalPERS and Internal
FMA Contract Extension: 2010-2014
Page 2
Revenue Service regulations, this additional 2.3i'0 contribution shall be implemented
through payroll deduction on a pre-tax basis.
Effective Januar', 1, 2010, the basc salary af employees covercd b't' tlclis Agreemcnt
shall be increased b't' five (5) salary rate ranges (apl9raximately 2.5%).
Effective January 1, 2010, there shall be no salary increase for employees
covered by this Agreement.
Effective Jul",. 1, 2010, the base salary et emple",ees cevered by this
AgreemeRt shall be iRcreaseEl by appreximately 1%.
Effective July 1, 2010, there shall be no salary increase for employees covered
by this Agreement.
Effecti':e Janl:lary 1, 2011, the base salar', sf emple'/ees cso/ereEl b't this
Agreement shall be iRcreased b't appreximatel", 2.5%.
Effective January 1, 2011, there shall be no salary increase for employees
covered by this Agreement,
Effective July 1, 2011, there shall be Re salar)' iRcrease fer emple'fces cs.;ered
br this Agreemefit. the base salary of employees covered by this Agreement
shall be increased by six (6) salary rate ranges (approximately 3%).
Effective January 1, 2012, there shall be no salary increase for employees
covered by this Agreement.
Effective July 1, 2012, the base salary of employees covered by this
Agreement shall be increased by seven (7) salary rate ranges (approximately
3.5%).
Effective July 1, 2013 through June 30, 2014, there shall be no salary
increase for employees covered by this Agreement.
Should any other bargaining unit receive a salary or benefit increase of greater
value than the comb/ned value of that set forth above (~ 3% and ~3.5%,
respective I,') during the term of this Agreement, the SAFMA shall be granted
the value of that additional salary or benefit. equi'.'aleAt ':alue 8S well.
4.5 Beginning Rates.
A. Fire Management Group A Classes. An employee appointed to a Fire Management
Group A class (Deputy Fire Chief or Administrative ChiefA=ire Marshal) shall be
compensated at any rate within the lower third of the 191.7--step salary rate
range ("Steps "1" through ~'(S) for their job classification as authorized by the
FMA Contract Extension: 2010-2014
Page 3
Fire Chief. When economic conditions, unusual employment conditions, or
exceptional qualifications of a candidate for employment indicate a higher rate
would be in the City's best interest, the City Manager may authorize hiring at a
higher rate in the salary rate range, but this hi~her rate geAcrally shall Aot be
abave the midpoiAt up to and including Step 15.
4.7 Advancement Within Ranqes.
A. Fire MaAa~emeAt Group /" Classes PerformaAce Based E'/aluaticm System: There
is hereby established a performaAce based e'laluaticm s'fstem far emplo'fees
employed il'\ Fire MaAagcmeAt Graup ~, classes covered by this l',greemeAt
(Deputy Fire Chief aAd Fire ,A.A,arshal), the pra':isicms af which are set farth
RereiA below.
1. Purpose. Tho basic purpasc of the performaAce based e'JaluatioA system is
to help attract, retaiA aAd motivate highly competeAt maAagers (lAd to
provide them with G stroAg iAceAti':e to excel.
2. Specific Compel'\sGtial'\ Determil'\atioA.
a. Subject to the approval of the City Mal'\ager, the Fire CRief is hereby
givcl'\ the authority to mal<e appoiAtmeAts ta salary rates withiA
authorized salGry rate raAges, as goverl'\ed by tRe provisioAS of
SubsectioA '1.5(',) supra, aAd to mal~e adjustmeAts to the iAdividual
compeAsatioA far Fire ....,al'\(lgemeAt Group A persoAAcI GS described iA the
further provisiaAs af this /',rticle.
b. The City MaAager shall establish perfarmaAce criteria al'\d Gppraisal
guidcliAes ta be utilized by the Fire Chief iA settiAg iAdividual
compeAsatioA for Fire MaAagemeAt Group 1', perSaAl'\ol.
c. ",fter the salar't' af aA emplayee appoiAted ta a Fire ,AAaAagemeAt Graup ^
class has beeA first estGblished al'\d fixed ul'\der this plaA, salary
ad\'aAcemeAt through the F'email'\iAg steps of the fifteeA (15) step salary
rate raAge shall be based eA the results of al'\ aAl'\ual performaAce
evaluatioA.
3. E'IaluatiaA System CampOl'\eAts. The evaluGtioA s'fstem shall be compriscd af
the fallowiAg compOAcmts:
a. !',RAual Db jectivos. The system shall iAclude a list af autcame based,
measurable objectives to be achieved v:hich ha'/e beeA mutually agreed
UpOA betv:eeA the Fire Chief GAd each iAdividual emplo)'ee appainted to a
FMA Contract Extension: 2010-2014
Page 4
Fire MaAagemeAt Group A class. A relative vv'cight will be a$Si~Aed to each
abjective listed with a miAimum weight of teA perceAt (10%) aAd all must
total aAe hUAdrcd perceAt (100%).
b. IAAaAagerial Behaviors. IA additioA to his ar her perfarmaAce iA achieving
agreed upon objectives, each Fire Management Group lA, empla'fee shall
also be evaluated for his or her maAagerial behaviors/performal'\ce,
iAeludil'\g such behaviar as cammuAication (oral or VJritteA), aAalysis and
problem solvil'\g, decisioA mal<iA~ aAd jud~meAt, plaAAiAg aAd orgaAizatioA,
mal'\agemeAt cOAtrol, leadership, interpersanal relatioAs, time
mal'\agemel'\t, techl'\icallmowledge, hal'\dling of stress, etc.
<1. Performal'\ce E'Ialuatian Guidelil'\es.
a. The Fire Chief shall al'\Aually evaluate the perfarmal'\ce of each of his or
her subordil'\ate Fire Mal'\agement GrolJp A employees to determiAc their
individual eli~ibility for a performance increase and hovv' much such
iAcrease, if an'(, will be. Such anAual performaAce evaluation shall occur
immediately followil'\g each individual Fire 'v.anagement Graup ,Il,
employee-s emplayment anniversary date al'\d caver the twelve (12) month
period precedil'\g that date. I',dditionall'(, at least (me (1) infarmal mid
year progress revievv' shall be held betweel'\ the Fire Chief aAd each of his
or her subordinate Fire MGnagemeAt Group /\ emplo'fees.
b. Performance Ratings. Each Fire Management Group P. emplayee-s
performance in relation to his or her agreed upon aAnual objectives and
managerial behaviors will be evaluated accordiAg to the fallowiAg
performance ratiAg scale:
Point Rating
Performance Levels
3
SiCjnific(mtl'l Exceeds Expectations:
Consistently e}(ceeds all objectives, requirements
and expectations by a wide margin.
2
Exceeds E}(pectatians:
ConsisteAtly meets all objectives aAd requirements
and exceeds several.
1
Meets ExpectatioAs:
Meets abjectives and requirements.
FMA Contract Extension: 2010-2014
Page 5
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FMA Contract Extension: 2010-2014 Page 6
I. If a Fire ,A),aAagemeAt Group A emplayee v:ha is recommended for a
performaAce increase is at the ma)(imum af his or her salar'f rata
range, theA the entire performance increase must be awarded the
cquivalcnt amount in a ORe time m<metar'f inccRtive paymont.
II. AWl Ol'1e time mOAetar'1 iAceAtive paymeAt graAted uAder this plan is
Aot aA iAcreasc iA base salary aAd AO salary rate raAge applicable to arty
Fire MaAagemeAt Group A employee covared b)' this l',greemcAt shall
be chaAged or deemed to have bccm chaA~ed by rcaSSA of such
pa'/meAt. However, such iAceAtive paymeAt is PE~Sabla.
iii. PcrformaAca
,v,aAagemeAt
MaAager.
iAcrease aAd/sr mSActar'f paymeAt amouAts for Fire
Group A persoAAcI require the approval of the City
iv. The City MaAager shall be respoAsible for the devc.lopmeAt aAd
admiAistratioA of detailed admiAistrati'lc procedures aAd guideliAes far
the consistel'1t and effective application af the maAGgemeAt
performance based evaluatiol'l s'/stem. Such procedures aAd guideliAes
shall defiAe haw performaAce objectives, mcasures aAd staAdards are
developed; wheA aAd how parformaAce reviews are to be carried out;
hov; parformaAce compoAeAt ratiAgs aAd campasite ratiAgs will be
scored; aAd haw pcrformaAce salary iAcrease aAd mOAetary iAceAtive
paymeAt aptioAs ara to be exercised.
A. Fire Management Group A Classes: The following provisions shall govern
salary advancement within rate ranges for employees employed in Fire
Management Group A classes (Deputy Fire Chief and Administrative
Chief/Fire Marshal):
1) For any employee in a Fire Management Group A classification covered
by this Agreement who has been initially appointed to a step lower than
Step "17': advancement to the next higher step in the FMA Group A-1
and A-2 schedules of salary rate ranges may be granted only for
continued satisfactory and efficient service by said employee in the
effective performance of the duties of his or her position. Such
advancement shall be in two-step increments, each step being equivalent
to approximately 2.5%, for a total annual increase of approximately 5%
per year. For example, an employee covered by this Agreement shall
advance from. Step 1 to Step 3, Step 3 to Step 5, Step 5 to Step 7,
FMA Contract Extension: 2010-2014
Page 7
Step 7 to Step 9, Step 9 to Step 11, Step 11 to Step 13, Step 13 to
Step 15, or Step 15 to Step 17 (the top step in the salary rate range),
respectively. This two-step advancement shall be granted for continued
satisfactory and efficient service by said employee in the effective
performance of the duties of his or her position. The effective date of
such step increase, if granted, shall be the first (1st) day of the month
following the completion of one (1) year of service at the step from
which said employee is being advanced.
2) During the term of this Agreement, a Fire Management Group A
employee who has not yet reached Step 15 of the FMA Group A-1 or
A -2 schedules of salary rate ranges shall continue to progress through
the salary rate range at the rate of two (2) steps per year
(approximately 5%), until Step 17 is achieved.
3) For the period of Fiscal Years 2010-11 and 2011-12, no Fire
Management Group A employee shall advance further than Step 15 of
the salary rate range.
4) Effective in July 1, 2012, each Fire Management Group A employee who
has already reached Step 15 shall receive a one (1) step salary increase
(approximately 2.5%). Said employee shall then be at Step 16 of his or
her salary rate range.
5) Effective July 1, 2013, each Fire Management Group A employee who
has already reached Step 16 shall receive a one (1) step salary increase
(approximately 2.5%). Said employee shall then be at Step 17 of his
or her salary rate range.
Such merit advancement shall require the following:
a) There shall be on file in the office of the Executive Director of
Personnel Services a copy of each periodic performance appraisal
required to be made on the employee by the CivIl Service Rules and
Regulations and/or the City Manager during the period of service
time of such employee subsequent to his or her last salary
advancement.
b) The Fire Chief, at least twenty (20) calendar days prior to the
anticipated completion of such employees required length of service,
FMA Contract Extension: 2010-2014
Page 8
shall file with the City Manager a statement recommending the
granting or denial of the merit step increase and supporting such a
recommendation with specific reasons therefore. The employee shall
be notified by the Fire Chief as to such recommendations and shall
be informed of the reasons.
c) No advancement in salary shall become effective until approved by
the City Manager, except when placement on a salary step above
Step "1" results from promotion under the provisions of Section 4.8
of this Article.
d) Notwithstanding the foregoing provisions of this subsection to the
contrary, a merit step advance shall be automatically granted ninety
(90) days after the due date if no performance appraisal is
completed. The effective date of such merit step advance shall be
retroactive to the first (}Sf) day of the month following the
completion of the required length of service.
6) When an employee in a Fire Management Group A classification has not
been approved for advancement to the next higher salary step, he or
she may be reconsidered for such advancement after the completion of
three (3) months of additional continued service in the classification
and, if necessary, shall be reconsidered for advancement to the next
higher step above his or her then current step after the completion of
six (6) months of additional continued service in the classification.
7) An employee in a Fire Management Group A classification who is being
paid at any salary step above Step "1" may be reduced to the next
lower step in the appropriate salary rate range upon the recommendation
of the Fire Chief and the approval of the City Manager. Procedure for
such reduction shall follow the same procedure for merit advancement in
Subsection 4.7 Paragraph (A) (1) above, and such officer or employee
may be considered for readvancement under the same provisions as
contained in Subsection 4.7, Paragraph (A) (7) above.
B. Fire Management Group B Classes: The following rc~ulatioAS provisions shall
govern salary advancement within rate ranges for employees employed in Fire
Management Group B classes (Fire Battalion Chief and Fire Communications
Manager):
FMA Contract Extension: 2010-2014
Page 9
1. For any employee in a Fire Management Group B classification covered by this
Agreement who has been initially appointed to a step lower than Step "E,"
advancement to the next higher step (Step "B" from Step "A" or Step "c"
from Step "B," etc.) may be granted only for continued satisfactory and
efficient service by said employee in the effective performance of the duties
of his or her position. The effective date of such step increase, if granted,
shall be the first day of the month following the completion of one year of
service at the step from which said employee is being advanced.
Such merit advancement shall require the following:
a) There shall be on file in the Office of the Executive Director of
Personnel Services a copy of each periodic c.fficieAC'f or performance
report appraisal required to be made on the employee by the Civil
Service Rules and Regulations and/or the City Manager during the period
of service time of such employee subsequent to his or her last salary
advancement.
b) The Fire Chief, at least twenty (20) calendar days prior to the
anticipated completion of such employee's required length of service,
shall file with the City Manager a statement recommending the granting
or denial of the merit increase and supporting such a recommendation
with specific reasons therefore. The employee shall be notified by the
Fire Chief as to such recommendations and shall be informed of the
reasons.
c) No advancement in salary above Step "A" shall become effective until
approved by the City Manager, except when placement on a salary step
above Step "A" results from promotion under the provisions of Section
4.8 of this Agreement.
d) Notwithstanding the foregoing provisions of this subsection to the
contrary, a merit step advance shall be automatically granted ninety
(90) days after the due date if no performance appraisal is
completed. The effective date of such merit step advance shall be
retroactive to the first (1st) day of the month following the
completion of the required length of service.
2. When an)' such an employee in a Fire Management Group B classification has
not been approved for advancement to the next higher salary step, he or she
FMA Contract Extension: 2010-2014
Page 10
may be reconsidered for such advancement after the completion of three (3)
months of additional continued service in the classification and, if
necessary, shall be reconsidered for advancement to the next higher step
above his or her then current step after the completion of six (6) months of
additional continued service in the classification.
3. Afly An employee in a Fire Management Group B classification who is being
paid at any salary step above Step "A" may be reduced to the next lower
step in the appropriate salary rate range upon the recommendation of the
Fire Chief and the approval of the City Manager. Procedure for such
reduction shall follow the same procedure for merit advancement in
Subsection 4.7 Paragraph (B)(l) above, and such officer or employee may be
considered for readvancement under the same provisions as contained in
Subsection 4.7, Paragraph (B)(2) above.
AMENDED ARTICLE VIII (new language in bold; deleted provisions lined out)
8.2 Shift Replacement Pay/Special Assignment Pay for Fire Battalion Chiefs.
D. Effective July I, 2009, each Fire Battalion Chief assigned to Suppression
agrees to place one (I) extra twenty-four (24) hour shift worked into a
leave time bank. The employee shall not take off this twenty-four (24)
hour shift during Fiscal Year 2009-10. Effective July I, 2010, the
twenty-four (24) hour shift may be taken off.
AMENDED ARTICLE IX (new language in bold; deleted provisions lined out)
9.3 Cash Option. Employees covered by this Agreement will be given an option once per
calendar year to receive cash compensation computed on a straight time basis in lieu
of all or part of their holiday leave benefits set forth in Section 9.2 above.
Such cash option may be eliminated or modified at the discretion of the Fire
Department to the extent necessary to service the best interests of the
department, to the extent it represents additional costs to the City, or to the extent
it is construed as overtime under Department of Labor Guidelines implementing
provisions of the Fair Labor Standards Act.
Effective July 1, 2009, all employees covered by this Agreement shall defer for
the duration of Fiscal Year 2009-10 the employee's ability to cash out holiday
FMA Contract Extension: 2010-2014
Page 11
leave time. The ability to cash out holiday leave time shall be re-instated July
1. 2010. Such deferral shall not affect an employee's ability to be compensated
for the accumulated holiday leave time upon separation from employment with
the City. not to exceed a maximum of 288 hours for employees assigned to the
twenty-four (24) hour work shift schedule, or 192 hours for employees assigned
to a forty (40) hour work week schedule.
Effective July 1, 2010, employees choosing to cash out their holiday time may
do so to a maximum value of 1.33 x 96 hours, or 128 hours for employees
assigned to a forty (40) hour work week schedule, or 1.33 x 144 hours, or 192
hours for employees assigned to a twenty-four (24) hour work shift schedule.
AMENDED ARTICLE X (new language in bold; deleted provisions lined out)
10.2 Regular Vacation Period.
C. Computina Regular Vacation.
2. No employee may carryover from one calendar year to the next, more than
the equivalent of two (2) three (3) regular vacation periods from the
previous two (2) years. and vacation not tal<cn beyond that amount is
forfeited. A regular vacation period is defined as the maximum amount of
vacation earned in a calendar year as provided in Subsection A above.
lOA Limitation on Vacation. With the exception of a retiring employee, no employee is
granted, and no employee shall be allowed to take, any vacation leave with pay in
excess of fifty (50) working days in anyone year by combination of the vacations
granted in this Agreement. Further, no employee may carryover from calendar
year to the next more than the equivalent of two (2) three (3) longevity vacation
periods and the equivalent of two (2) three (3) regular vacation periods from the
previous two (2) years. and vacation not tal(en bC'fond that amount is forfeitcd.
Thereforc, the ma)dmum vacation that an eight (8) hour employee with less than six
(6) years service cauld accumulate is thirt.t (3) worl<in~ days (210 hours) and only an
ei~ht (8) haul' emJ3lo'fce with morc than twenty (20) )'cars service could carr)' evcr
ana tal(e the authorized maximum of fift)' (5) worl<ing days (100 hours) in anyone
yeeP-:
10.6 Vacation Pay Options. Once each :ftseel calendar year, all employees covered by this
Agreement shall be given the option to receive cash compensation, computed on a
straight-time basis, in lieu of up to five (5) working days of earned, unused vacation
leave benefits set forth in this Article. Effective January 1, 2009, employees
FMA Contract Extension: 2010-2014
Page 12
covered by this Agreement may cash out up to a total of 10 working days of earned,
unused vacation leave benefits (including management vacation leave) set forth in
this Article.
Effective July 1, 2009, all employees covered by this Agreement shall defer
for the duration of Fiscal Year 2009-10 an employee's ability to cash out
vacation leave time. The ability to cash out vacation leave time shall be re-
instated July 1, 2010. Such deferral shall not affect an employee's ability to
be compensated for the accumulated vacation leave time upon separation from
employment with the City.
Effective July 1, 2010, employees choosing to cash out their vacation leave
time may do so to a maximum value of 1.33 x 120 hours, or 160 hours per
year for employees assigned to the twenty-four (24) hour work shift schedule,
or 1.33 x BO hours, or 106 hours for employees assigned to a forty (40) hour
work week schedule. This cap on annual cash out of regular vacation shall not
affect an employee's ability to be compensated for accumulated regular
vacation leave time upon separation from employment with the City.
10.7 Management Vacation Benefit. Employees covered by this Agreement will be
granted an additional five (5) working days [five (5), eight (B)-hour days for forty
(40) hour employees and five (5), twelve (12) hour days for shift employees] per
calendar year over the regular and longevity vacation schedule applicable to
represented non-management employees of the City subject to a maximum accrual
of tVv'C1~ty five (25) thirty (30) days of such additional five (5) days per year.
AMENDED ARTICLE XIV (new language in bold italics; deleted provisions lined out)
14.6 Payment of 3% at 50 Service Retirement Benefit. The Cit'f has received an
actuarial ':aluaticlA dated N,arch 3, 2000 from CalPERS informing the parties tRat a
cost anal'lsis ta amend the Cit'ls contract to provide this benefit to current
emplo'fees will increasc the City's normal cast by 1.861% af its tetal yearl'l "safety"
payroll for this uAit. In order to pravide this bCAefit ta its current "safety"
membcrs, .:fThe City and the Association agree that eligible employees wm shall pay
50~'u af the total additional normal cast ta pro'tide this bcnefit, not to e)(ceed .93%
of the City's employer contribution to CaIPERS. Additionally, IJduring the term
of this Agreement, the City and Association agree to the following:
. Effective January 1, 2012, the employee contribution shall be increased by
.50% for a total contribution of 1.43%.
FMA Contract Extension: 2010-2014
Page 13
· Effective January 1, 2013, the employee contribution shall be increased by
1.0% for a total contribution of 2.43%.
· Effective January 1, 2014, the employee contribution shall be increased by
1.0% for a total contribution of 3.43%.
· Effective July 1, 2014, employees covered by this Agreement shall not
contribute more toward the 3% at 50 retirement benefit than members of
the Firemen's Benevolent Association (FBA).
14.7 Yearly Actuarial Valuation Fluctuations. CalPERS provides the City with a yearly
actuarial valuation informing it of its new employer contribution rate to be in effect
July 1st of each year. The City and Association agree that the City's employer
contribution rate will fluctuate from year to year based on the investment returns
earned by the retirement system. The City agrees that current eligible "safety"
employees paying to receive this benefit should also benefit from this yearly
fluctuation in the City's annual actuarial valuation. As such, curreflt eligible "safety"
employees will cOfltribute 50% of aWl yearly Cit./ employer cOfltributiofl rate ta a
maxim\;Jm of .93% duriflg the term af this I'.greemeflt. Should the City's employer
contribution rate meet or exceed 25% during the term of this Agreement, the
City and Association agree to a reopener of this section, but there shall be no
changes without the mutual written agreement of the parties.
AMENDED ARTICLE XXVI (new language in bold italics,' deleted provisions lined out)
26.1 The term of this Agreement shall be from July 1, 2004 through June 30, ~ ~
2014.
ARTICLE XXVII
27.0 RA TIFICA TION AND EXECUTION
27.1 The City and Association have reached an understanding as to certain
recommendations to be made to the City Council for the City of Santa Ana and have
agreed that the parties hereto will jointly urge said Council to adopt a new wage and
salary resolution which will provide for the changes contained in said joint
recommendations. The City and the Association acknowledge that this Agreement
shall not be in full force and effect until ratified by the membership of the
Association and adopted by the City Council of the City of Santa Ana. Subject to
FMA Contract Extension: 2010-2014
Page 14
the foregoing, this Agreement is hereby executed by the authorized
representatives of the City and Association and entered into this 9th 2dh day of
JI:IAe 2009 September 2010.
Dated:
SEP 2 2 2010
By:
Dated:
,SEP 2 22.GlU
By: Ma-
CITY MANAGER
Dated:
~\\~\\~
By: i~ 0~\--.-
,
EXECUTIVE DIRECTOR
PERSONNEL SERVICES
ATTEST:
Lm~,Lj, r1v.gr-/
CLERK OF THE COUNC
This Agreement has been ratified by the membership of the Santa Ana Fire Management
Association.
Dated:
Q-/3--JO
SANTA ANA FIRE MANAGEMENT ASSOCIATION
B/12~i;r)~
RANDY B' CK, PRESIDENT
FMA Contract Extension: 2010-2014
Page 15
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SALARY SCHEDULE MATRIX
0 1 2 3 4 5 6 7 8 9
38 1332 1338 1345 1352 1358 1365 1372 1379 1386 1393
39 1399 1405 1413 1420 1427 1434 1441 1448 1455 1463
40 1469 1476 1483 1491 1498 1506 1513 1521 1528 1536
41 1542 1549 1557 1565 1573 1580 1588 1596 1604 1612
42 1619 1627 1635 1643 1651 1659 1668 1676 1684 1693
43 1700 1708 1717 1725 1734 1742 1751 1760 1769 1778
44 1785 1793 1802 1811 1820 1830 1839 1848 1857 1866
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 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