HomeMy WebLinkAboutSERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721 (SEIU) (2011 SIDE LETTER)A-2011-273
SEVENTH SIDE LETTER AMENDMENT TO THE
MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF SANTA ANA AND
THE SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 721
FOR FISCAL YEARS 2010-2013
Effective upon the signing of this Side Letter, the City of Santa Ana (City) and the
Service Employees International Union (SEIU or Union) agree that they have met and
conferred and agree to amend the Memorandum of Understanding (MOU) between the
City and SEIU for Fiscal Years 2010-2013.
Article III, Section 3.3 is amended and Section 3.4 is added as follows:
3.3 Employee Furloughs. Beginning October 2010 and ending in February 2012,
employees covered by this agreement shall take twenty (20) eight-hour unpaid
furlough days totaling 160 hours. Employees covered by this agreement shall
furlough one day a month except two additional days shall be taken in December
of 2010 and one additional day shall be taken in December 2011. Furloughing
shall be on a set day agreeable to the City and union. However, for those
departments or divisions identified by the City as having a business necessity, the
furlough schedule shall be based on those operational needs. Employees in
departments or divisions with special needs may bank furlough hours which shall
be taken at the discretion of the employees with the approval of their supervisor in
increments of not less than one-half (1/2) of one hour, beginning October 1, 2010
and ending April 30, 2012. Beginning October 2010 through March 2012
furlough hour deductions from employees wages shall, to the furthest extent
practical be taken out in an equal number of hours and fractions of an hour per
payroll period corresponding to the total number of furlough hours taken.
Effective December 1, 2011, the parties agree to adding the number of additional
furlough days/hours needed (approximately 17 days1138 hours) to the current
furlough program (as described above in the previous paragraph) to permit
furlough deductions to continue to be made through to the final payroll period
concluding the end of the term of the current MOU, June 30, 2013. The parties
agree to vary the payroll deduction rate and/or period to properly accommodate an
agreed to whole number of furlough days/hours.
Effective January 1, 2012, the parties agree to add the number of additional
furlough days/hours needed (approximately 23 days1184 hours) and
commensurately increase the furlough payroll deduction amount (above the
amounts described above) to increase the rate of furloughing for the period of
January 1, 2012 through June 30, 2013 equivalent to full Friday furloughing based
on a standard 9/80 workweek schedule. The intent is that between January 1,
2012 and June 30, 2013, employees will be furloughed for 10% of their hours.
Effective December 1, 2011, the parties agree to convene the furlough
subcommittee to determine the exact number of furlough hours and days as
agreed to in the previous two paragraphs, to determined the exact deduction rates
and to address any unique work schedule issues which will cause employees to be
furloughed 10 percent of their hours, even if some employees may not work four
day workweeks each scheduled workweek due to operational issues.
An advance of up to 40 hours of furlough time may be authorized by Departments
for use by employees. Employees who are unable to use their furlough hours due
to military leave shall have the time period in which to use the furlough hours
extended in an amount corresponding with the length of their military leave.
3.4 Closure Between December 25 and January 1
Effective December 1, 2011, the parties agree to meet as soon as possible to agree
upon the details of the closure of City Hall from 12 27-11 through 12-30-11. The
parties will negotiate over the specific details of the closure which will be
memorialized in a separate side letter of agreement.
Article V, Section 5.2 is amended as follows:
5.2 Lead Pay. An incumbent who is 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 for said duties upon mutual
agreement of the City and SEIU and approval of the Department Head and the
Executive Director of Personnel Services. This compensation shall be referred to
as "lead pay."
In addition, incumbents in the following classifications who are regularly and
continuously assigned to perform lead supervisory responsibilities will receive
lead pay compensation at a rate set ten (10) salary rate ranges (approximately 5%)
above his or her then current base monthly salary step: Buyer, Customer Service
Representative, Equipment Operator-Motor Sweeper, Information Services
Representative, Librarian, Library Services Assistant, Parking Meter Technician
II, Senior Systems Administrator, Graphics Designer II, Senior Accounting
Assistant, Housing Specialist II, Senior Librarian, Workforce Specialist 11, and
Workforce Specialist III. An incumbent in the classification of Custodian who is
regularly and continuously assigned to perform lead supervisory responsibilities
will receive lead pay compensation at a rate set fifteen (15) salary rate ranges
(approximately 7.5%) above his or her then current base monthly salary step.
Effective June 1, 2012, any employees who have continuously received lead pay
for leading the same functional group for five years shall have their lead pay
assignment made permanent and their formal Job Title Classification (as set forth
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in Exhibit B to the MOU) modified to include the word "Lead" in front of their
title.
Article XI, Section 11.6 is amended as follows:
11.6 Medical Retirement Subsidy Plan.
A. Based on the first payroll period in October, 2001 and no later than
October 31 st each year thereafter for the term of this Agreement, the City
shall contribute to a fund an amount of money equal to one-half of one
percent (.5%) of the bargaining unit's salary base for the purpose of
providing a retiree health insurance subsidy plan. Eligibility for and the
specific payments made to members of the bargaining unit pursuant to this
plan shall be designated at the sole discretion of SEIU. The plan shall be
administered by the City, at no cost to the Union or its members pursuant
to the written directives of SEIU. The funds contributed by the City will
be maintained in such a manner as to insure that the funds are invested in a
reasonably secure plan that bears a reasonable rate of interest/growth
given current financial markets. For purposes of this Agreement,
investments made pursuant to the then current Statement of Investment
Policy for the City of Santa Ana, shall be deemed to meet the requirements
of this section. This program is for medical insurance premium reduction
only and will be implemented by February 1, 2002 for an employee
retiring after July 1, 2001. If an employee retires between July 1, 2001
and February 1, 2002, he or she will be eligible to participate in said plan;
however, in no event, will he or she be eligible to utilize this program until
February 1, 2002. Additionally, in no event shall said employee(s) be
eligible for retroactive medical premium reduction assistance prior to
February 1, 2002.
B. Effective July 1, 2004, July 1, 2005, and July 1, 2006, respectively, the
City's contribution toward the Medical Retirement Subsidy Plan shall
increase by 0.1% each year under the conditions specified in Section 11.6
A above.
C. Effective October 1, 2007, the City's contribution toward the Medical
Retirement Subsidy Plan shall increase by 0.2% under the conditions
specified in Section 11.6 A above. With this contribution amount, the
City's contribution toward the SEIU Medical Retirement Subsidy Plan
shall equal 1.0% of the bargaining unit's salary base (including
assignment pays).
D. Effective October 1, 2008, the City's contribution toward the Medical
Retirement Subsidy Plan shall increase by 0.4% under the conditions
specified in Section 11.6 A above. With this contribution amount, the
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City's contribution toward the SEIU Medical Retirement Subsidy Plan
shall equal 1.40% of the bargaining unit's salary base (including
assignment pays).
E. Effective October 1, 2009, the City's contribution toward the Medical
Retirement Subsidy Plan shall increase by 0.35% under the conditions
specified in Section 11.6 A above. With this final contribution amount,
the City's contribution toward the SEIU Medical Retirement Subsidy Plan
shall equal 1.75% of the bargaining unit's salary base (including
assignment pays).
F. For fiscal years 2010-11, 2011-12, and 2012-13, the City's annual
contribution toward the Medical Retirement Subsidy Plan shall be
decreased from 1.75% to 1.0%.
Notwithstanding the previous paragraph, the Union will forgive the annual
2011-2012 medical subsidy payment made by the City effective October
20, 2011 and remit the sum received back to the City for deposit into the
City's general fund effective December 20, 2011. Thereafter, each
successive annual medical subsidy payment shall become payable to the
Union by July 31" of each succeeding year beginning July 31, 2012. The
Union shall have the right to utilize funds from the medical subsidy
account to pay for periodic actuarial reviews of the medical subsidy fund
account's accrual and payment rates to insure the ongoing sustainability of
the fund.
The parties acknowledge that the dollar figure represented by SEIU for
savings to the general fund is actually an all funds savings. The parties
agree that if it is lawful for SEIU to give the money back to the City such
that it can be deposited in the General Fund, that SEIU will cooperate with
the City to take whatever steps are necessary to have these funds provided
to the general fund.
Effective fiscal year 2013-14, the City's annual contribution shall revert to
1.75%.
Article XII, Section 12.6 is amended and Section 12.7 is added as follows:
12.6 2.7% at 55 Service Retirement Benefit for Miscellaneous Members. Effective
January 1, 2009, the City agrees to amend its retirement contract with CaIPERS to
provide Miscellaneous employees covered by this agreement with the 2.7% at 55
Service Retirement benefit. Pursuant to Ca1PERS regulations, this new formula
will apply to employees that are in active status on the date this amendment takes
effect. This new formula will apply to each year of eligible service credited with
the City of Santa Ana.
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Employee contribution for Retirement Benefit. Effective October 1, 2010
miscellaneous employees covered by this Agreement agree to pay 8.0% of the
employer contribution to CalPERS for their retirement benefits as cost sharing
pursuant to Government Code section 20516(f). Effective July 1, 2012, the
employee contribution shall be increased by 2.5% (for a total of 10.5%).
Effective January 1, 2013, the employee contribution shall be increased by 2.5%
(for a total of 13.0%). All employee contributions for retirement benefits are paid
to the employer cost (i.e., employer contribution) in accordance with Government
Code section 20516(f).
If there are any statutory or regulatory changes or case law which modifies the
current law between January 1, 2012 and June 30, 2013 which address (including
increases) the employees' required contribution, application or characterization of
contributions to PERS retirement (either cost sharing or Employer Paid Member
contribution), either side shall have the right to reopen the parties' MOU
regarding this section 12.6 on the subject of employees paying retirement
contributions.
12.7
Pre-Taxable Benefit. To the extent permitted by CalPERS and Internal Revenue
Service regulations, the City shall make the above employee deductions pre-tax
contributions.
Early Retirement Incentive
The parties agree to a special early retirement/voluntary separation incentive for
all union members who are currently eligible for retirement or who will become
eligible for retirement prior to April 30, 2012. The incentive will be equal to
$400 per each full year (the term "full year" will be determined by the City using
the same calculation used by the City to determine seniority) of full-time
employment service to the City, up to 25 years of service. The payment will be
made as a lump sum to each employee on the date of their final paycheck at the
time of retirement or voluntary separation. The City will implement this program
between December 1, 2011 and April 30, 2012 for Union employees who separate
or declare to the City a valid separation date by January 31, 2012.
Such employees must be 50 years of age or older or must attain 50 years of age
before April 30, 2012 and must separate from the City no later than April 30,
2012.
The parties agree that immediately upon submittal of the declaration of intent to
retire or resign received no later than January 31, 2012, the City shall be deemed
to have accepted the offer of retirement or resignation, thus making it irrevocable.
SEW agrees after the early retirement incentives are accepted, the City shall have
the right to transfer up to the same number of employees who took the early
retirement incentive (from positions which are either partly or fully funded by
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funds other than the General Fund) from General Fund positions into positions
vacated by employees who took the early retirement incentive to maximize the
impact (of employees leaving the City) to the General Fund.
Article XVII, Section 17.4 is added and 17.5 is amended as follows:
17.4 Fourth Step: If the grievance is not resolved at the third step, the Union may
request that the grievance be submitted to advisory arbitration for issuance of a
recommendation. The Union must advise the Personnel Department within 10
calendar days of receipt of the decision from the City Manager at Step 3 of its
desire to request to have the matter considered by an arbitrator. Upon request to
submit the matter to arbitration, unless the parties can agree on an arbitrator to
hear the grievance, the City will request a list of seven arbitrators from the State
Mediation and Conciliation Service. Upon receipt of the list, the parties will
strike names with the Union striking first. Once an arbitrator is selected, he/she
will conduct a hearing regarding the grievance. The cost of the arbitrator shall be
equally shared between the SEIU and the City. Once the arbitrator issues his/her
advisory recommendation to the parties, the recommendation shall be submitted
to the City Manager who will make a final decision on the grievance within 20
days of his/her receipt of the recommendation.
17.5 Reservation of Right s. After the procedure set forth in this Article has been
exhausted, the grievant, the Union, and the City shall have all rights and remedies
to pursue said grievance under the law.
Article XVIII, Section 18.1(A) is amended as follows
18.1 Release Time for Union Grievance Representatives. The Union shall have the
right to appoint/elect a reasonable number of representatives who are recognized
by the City as officers or work site leaders/stewards.
A. Such reasonable number of work site leaders/stewards recognized by the
City shall be limited to sixteen (16). Effective January 1, 2013, the
number of work site leaders/stewards shall be increased to eighteen (18).
Article XXII is amended as follows
ARTICLE XXII
22.0 LAYOFFS AND CONTRACTING OUT
22.1 If it is decided to contract out work currently being performed by employees of
this bargaining unit and it is projected that no employee covered by this
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Agreement is to be laid off, receive a reduction in hours worked, or receive a loss
in pay due to said contracting out, the City shall provide the Union reasonable
notice of the decision to contract out, will meet with the Union upon the Union's
request over the impact of the decision to contract out and will consider
reasonable alternatives provided by the Union.
22.2 If the City determines to contemporaneously replace employees covered by this
Agreement with contract workers to perform the same work under similar
circumstances, it will expeditiously notify the Union of its intentions. Upon
request by the Union the City will schedule meetings with the Union leadership to
discuss this objective and give the Union the opportunity to present information
before any final decision. The City and Union leadership agree to commence
meeting when practicable for a period not to exceed forty-five days, unless
mutually agreed to meet longer. At the end of the agreed upon time and if the
parties have not achieved satisfactory resolution, the issues will be resolved
according to the City's Employer-Employee Relations Resolution (Resolution No.
81-75).
22.3 Notwithstanding Section 22.1 and /or Section 22.2 hereof, if any bargaining unit
member is laid off as a result of a decision by the City to contract out work, the
City shall make a reasonable effort to cause the affected employee(s) to become
employed by the company or entity with which the City contracted for the
applicable services.
22.4 It is the hope of the City not to separate any employee(s) from employment
because of a reduction in the work force or work week during the term of this
Agreement. However, circumstances arising during this Agreement may require
such separation(s). In that event, the City will provide reasonable notice to the
Union of the details of the separation(s) in order to meet and exchange
information, opinions and proposals regarding the consequence(s) of the
separation(s) on the employee(s). This provision in not intended to be a waiver of
any other rights the parties may have under this Agreement.
22.5 The principles of seniority (length of service) shall govern layoffs as described
herein, except in the event that more than one employee has the same seniority
date, in which case performance also shall be considered. The City's
determination of performance shall not be arbitrary or capricious in nature. Any
dispute over the application of the principles outlined in this Article XXII shall be
subject to the grievance procedure.
A. Classification seniority is defined as length of service in the classification,
and shall begin on the first date worked by the employee in that
classification. Whenever a position within a classification is to be
eliminated, resulting in the layoff of an employee, seniority shall govern
the order of layoff. The employee with the lowest seniority in the affected
classification shall be laid off first.
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B. In lieu of layoff, an employee may elect to work in a lower classification,
in which he or she has served, providing that classification is within the
same job family/career ladder. In that event, the employee's length of
service in the next lower classification will be added to his or her length of
service in the affected classification, and said combined seniority shall be
used to bump down into the next lower classification. This method of
combining seniority shall be applied to subsequent lower classifications.
C. The reemployment list shall be valid for one year from the date of its
establishment. Reemployment shall be in reverse order of layoffs. The
Joint Labor Management Committee will determine Job Family/Career
Ladder.
22.6 A bargaining unit employee who is laid off from full time City employment
pursuant to this Article, may be granted a temporary appointment to a vacant
position in any classification for which there is no eligible list and for which said
employee meets the minimum qualifications established for the classification and
possesses the requisite knowledge, skills and abilities to satisfactorily perform the
work of the classification. Such temporary appointment will be terminated upon
the establishment of a new eligible list for the classification or one year following
the initial day of such temporary appointment, whichever occurs first.
22.7
The City agrees if it wishes to layoff employees in the Union, it cannot notify the
Union of its desire to do so for any employees in the Union prior to February 1,
2012. The City also agrees that through that negotiations process, no Union
member may be laid off prior to March 31, 2012.
The City also agrees that through the end of this agreement June 30, 2013, it will
meet and confer with the Union over the decision to issue layoff notices not just
over the impact of the decision.
22.8 Contracting Out
Effective July 1, 2013, prior to bringing any requests for proposal (RFP) to the
City Council which would result in the contracting out of bargaining unit work,
and prior to any such requests being issued seeking such proposals, the parties
agree to the following:
1) The City will inform SEiU in writing of its intent to submit such request to the
City Council for approval.
2) The City will inform SEIU in the same writing of its right to request to meet to
discuss the proposed RFP prior to bringing it to the City Council or seeking such
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proposals to give SEIU the opportunity to discuss its position regarding the RFP
with the City.
3) The City agrees to meet with SEW (at its request) at least twice within 20
working days of the written notification of the RFP to consider SEIU's positions
regarding the RFP. The City agrees that upon mutual agreement of the parties, it
will agree to meet more than twice prior to bringing the RFP to the City Council
and upon mutual agreement may agree to give SEW more than 20 working days
in which to conduct the meetings with the City representatives.
4) The City also agrees that if the existing employees who will be impacted by the
contracting out (i.e., those employees whose work will be contracted out if there
is an RFP accepted by the City) wish to bid for the work by submitting an
response to the RFP, the City will consider such response along with the other
responses received.
5) After the City receives the bids and identifies the most responsible bidder, the
City will notify the Union, who will have five calendar days to submit a
subsequent bid which will then be considered by the City in making its
determination as to which bidder to choose.
Article XXIII, Section 23.4
23.4 Joint Labor Mana ement Teams. The City and the Union agree to form Joint
Labor Management teams for the purpose of exploring issues of mutual concern.
Each team shall be comprised of an equal number of labor and management
employees and shall be chaired by the Employee Relations Manager. In no case
shall the activity of a team create a delay or hindrance to the ongoing operation of
the City. The City and the Union shall hold an initial meeting no sooner than one
(1) month from the date of ratification of this Agreement and upon the Union's
written request to meet to determine team composition, frequency of meetings and
meeting schedules.
A. The teams to be formed are;
1. Job Classification Studies (for purposes of identifying positions in
which the duties and responsibilities have increased in complexity
as a result of City restructuring/job consolidation occurring during
the term of the expiring 2004-2010 MOU or during the term of the
current 2010-2013 MOU to determine if positions or job families
would be appropriate for job classification studies where
previously existing positions have been eliminated and/or removed
from the list of budgeted positions and higher-level job duties
reassigned to or absorbed by other classified positions). For
purposes of this section, classification reviews will be conducted
pursuant to Article IV, Section 4.13 (A-E).
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Effective January 1, 2012, this team shall be responsible as
follows:
i. Establish additional objective criteria and other necessary rules and
guidelines for determining whether union members may be
potentially working out of class. To be accomplished by April 1,
2012.
ii. Establish and prioritize an initial list of qualified union members
for whom the City shall conduct job classification studies and
institute a standing process for establishing and prioritizing future
lists of qualified union members for whom the City shall conduct
future job classification studies. To be accomplished by July 1,
2012.
iii. Complete agreed to job classification studies for the initial set of
qualified union members and establish standing job classification
studies process timelines for future sets of qualified union
members. To be accomplished by January 1, 2013.
iv. Implement the job classification study results for the initial set of
qualified union members by June 30, 2013. Implement the job
classification study results for subsequent sets of qualified union
members identified prior to June 30, 2013 as determined in
accordance with (iii) above.
The Union agrees that in the event that the City and Union Job
Classification Studies JLMT members are unable to reach a
consensus concerning any item or process falling under the
specific purview of the Classification Studies JLMT, the City's
Employee Relations Manager (or designee) as JLMT chair
(pursuant to Article XXIII, Section 23.4) may direct the findings of
the JLMT.
2. Web Page Hosting (for purposes of developing a City hosted web
page presenting explanatory information regarding employee
compensation, including illustrated explanation of employee
payroll statements to assist mortgage servicers and other similar
persons engaged in qualifying employees for loan modifications
through either lender or governmental loan modification
programs).
3. Effective June 1, 2012, the parties shall establish a JLMT which
shall evaluate the process for the advertising and hiring of part-
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time employees in classifications covered by or closely related to
the classifications covered by the MOU.
B. Previously authorized teams to be reconvened as needed:
1. Career Ladder/Job Family (for the purpose of developing career
ladder/job family series to be used in promotions or i the event of
layoffs).
Edward S. R.aya
Executive Director -
Personnel Services Department
Joaquin Avalos, President
SEW - President
_)?
Date
Date
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ARTICLE XXIX
29.0 RATIFICATION & EXECUTION
29.1 The City and the Union 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
Union acknowledge that this Agreement shall not be in full force and effect until ratified
by the membership of the Union and adopted by the City Council of the City of Santa
Ana. Subject to the foregoing, this Agreement is hereby executed by the authorized
representatives of the City and the Union and entered into this 19th day of December
2011.
CITY OF SANTA ANA, a Municipal
Corporation of tl3e State of California
F EB 16 2012
Dated:
Oayor
Dated: F EB 1 6 2012 B Y.
v"
City Manager
ATTEST:
- '/ ! i ? i I , > . -k i?
Clerk of the Council
APPROVED AS TO FORM:
ty torney
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EXHIBIT B
SANTA ANA CITY EMPLOYEES CHAPTER 19391
SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 721
FOR FISCAL YEARS JULY 1, 2010 THROUGH JUNE 30, 2013
JOB TITLE
ACCOUNTANTI
ACCOUN'TANT11
ACCOUNTING ASSISTANT
ACCOUNTING ASSISTANT/SYSTEMS TECHNICIAN
ACCOUNTS PAYABLE SUPERVISOR
ARTS ADMINISTRATOR
ASSISTANT BUYER
ASSISTANT ENGINEER I
ASSISTANT ENGINEER iI
ASSISTANT FLEET EQUIPMENT TECHNICIAN
ASSISTANT INSTRUMENT TECHNICIAN
ASSISTANT LIBRARIAN
ASSISTANT PARKS/LANDSCAPE PLANNER
ASSISTANT PLAN CHECK ENGINEER I
ASSISTANT PLAN CHECK ENGINEER 11
ASSISTANT PLANNER I
ASSISTANT PLANNER II
ASSISTANT TRAFFIC OPERATIONS ENGINEER
ASSOCIATE PARK AND LANDSCAPE PLANNER
ASSOCIATE PLAN CHECK ENGINEER
ASSOCIATE PLANNER
BIBLIOGRAPHIC TECHNICIAN
BOOKMOBILE OPERATOR
BUILDING INSPECTOR
BUILDING MAINTENANCE AIDE
BUILDING MAINTENANCE SUPERVISOR
BUILDING MAINTENANCE TECHNICIAN
BUILDING TECHNICIAN
BUSINESS TAX COLLECTOR/INSPECTOR
BUYER
BUYER/SYSTEMS TECHNICIAN
Assigned 7-Stein Salary
Rate Range Numbers
Effective:
7/01/2010
RANGE NO.
632
660
581
581
635
633
596
700
714
576
607
590
641
700
714
641
661
714
691
729
691
580
559
641
559
651
599
593
605
645
645
88
CENTRAL SERVICES SUPERVISOR 605
COMBINATION BUILDING INSPECTOR 641
COMMUNITY CENTER COORDINATOR 641
COMMUNITY CENTER REPRESENTATIVE 600
COMMUNITY DEVELOPMENT ANALYST 656
COMMUNITY DEVELOPMENT DISTRICT MANAGER 711
COMMUNITY DEVELOPMENT RESOURCE COORD 691
COMMUNITY DEVELOPMENT TECHNICIAN 610
COMMUNITY EVENTS COORDINATOR 600
COMMUNITY EVENTS SUPERVISOR 666
COMMUNITY PRESERVATION INSPECTOR 641
COMMUNITY PRESERVATION TECHNICIAN 593
COMMUNITY SERVICES SUPERVISOR 681
COMPUTER OPERATIONS COORDINATOR 696
COMPUTER OPERATOR 605
COMPUTER PROGRAMMER 648
COMPUTER SYSTEMS ANALYST/PROGRAMMER 668
CONSTRUCTION INSPECTOR I 641
CONSTRUCTION INSPECTOR 11 651
CONTRACTS ADMINISTRATOR 641
CORRECTIONAL RECORDS SPECIALIST 542
CORRECTIONAL RECORDS SUPERVISOR 614
CUSTODIAL AIDE/PORTER 504
CUSTODIAN 534
CUSTODIAN SUPERVISOR 586
CUSTOMER SERVICE REPRESENTATIVE 589
DATA ENTRY OFFICE ASST 559
DATA ENTRY OPERATOR 550
DATA ENTRY SPECIALIST 559
DEPUTY CLERK OF THE COUNCIL 600
ECONOMIC DEVELOPMENT AIDE 610
ECONOMIC DEVELOPMENT SPECIALIST 1 661
ECONOMIC DEVELOPMENT SPECIALIST 11 691
ECONOMIC DEVELOPMENT SPECIALIST III 721
ELECTRICAL INSPECTOR 641
EMPLOYMENT SERVICES FISCAL SPECIALIST 632
ENGINEERING DRAFTING TECHNICIAN I 610
ENGINEERING DRAFTING TECHNICIAN 11 641
ENVIRONMENTAL COORDINATOR 691
EQUIPMENT OPERATOR 600
EQUIPMENT OPERATOR - MOTOR SWEEPER (T) 600
89
EQUIPMENT' OPERATOR - STREET (T) 600
EQUIPMENT OPERATOR - TRAFFIC PAINT 600
EQUIPMENT OPERATOR - WATER MAINTENANCE 600
EQUIPMENT OPERATOR - WATER SERVICES 605
EXECUTIVE SECRETARY 598
FACILITIES SUPERVISOR 651
FINANCE EXECUTIVE SECRETARY 598
FLEET EQUIPMENT SUPERVISOR 665
FLEET EQUIPMENT TECHNICIAN I 606
FLEET EQUIPMENT TECHNICIAN II 626
FLEET EQUIPMENT TECHNICIAN III 641
FLEET PARTS SPECIALIST 616
GENERAL MAINTENANCE AIDE 559
GENERAL MAINTENANCE LEADER 620
GENERAL MAINTENANCE SUPERVISOR 651
GENERAL MAINTENANCE WORKER 599
GIS ADMINISTRATOR 686
GRAPHICS DESIGNER I 602
GRAPHICS DESIGNER II 622
GRAPHICS SUPERVISOR 661
HOUSING AUTHORITY AIDE 532
HOUSING AUTHORITY ANALYST 658
HOUSING AUTHORITY COORDINATOR 721
HOUSING AUTHORITY INTAKE SPECIALIST 547
HOUSING AUTHORITY OPERATIONS SUPV. 679
HOUSING PROGRAMS AIDE 570
HOUSING PROGRAMS ANALYST 679
HOUSING PROGRAMS COORDINATOR 721
HOUSING SPECIALIST I 580
HOUSING SPECIALIST II 604
INFORMATION SERVICES REPRESENTATIVE 594
INSTRUMENT TECHNICIAN 621
INTAKE SPECIALIST 547
KENNEL ATTENDANT 491
LANDSCAPE DEVELOPMENT ASSOCIATE 691
LEAD ACCOUNTING ASSISTANT 615
LEAD CORRECTIONAL RECORDS SPECIALIST 584
LEAD POLICE RECORDS SPECIALIST 594
LEARNING CENTER TECHNICIAN 570
LIBRARIAN 630
LOAN SPECIALIST 631
90
MAIL CLERK/MESSENGER 513
MAINTENANCE ASSISTANT 534
MAINTENANCE WORKER I 554
MAINTENANCE WORKER II 574
METER READER COLLECTOR 580
MICRO SYSTEMS PROGRAMMER 676
MICRO SYSTEMS TECHNICIAN 610
NETWORK ENGINEER 716
NETWORK SPECIALISTiWAN SYSTEMS ADMINISTRATOR 676
OFFICE ASSISTANT 532
OFFICE SPECIALIST 507
OFFICE SUPERVISOR 601
PARK MAINTENANCE AIDE 432
PARK MAINTENANCE INSPECTOR I 559
PARK MAINTENANCE INSPECTOR II 603
PARK MAINTENANCE LEADER 603
PARK MAINTENANCE SUPERVISOR 651
PARK MAINTENANCE WORKER 559
PARK NATURALIST 559
PARK RANGER 620
PARKING METER OPERATIONS SUPERVISOR 613
PARKING METER TECHNICIAN I 563
PARKING METER TECHNICIAN II 593
PARKS & REC AIDE 487
PARKS & REC ASSOCIATE 580
PARKS & REC SERVICES ASSISTANT 532
PARKS & REC SPECIALIST 507
PARKS & REC TECHNICIAN 570
PERIODICALS TECHNICIAN 570
PERMIT PROCESSOR 579
PERMIT SUPERVISOR 661
PERMIT TECHNICIAN 631
PLAN EXAMINER (T) 660
PLANNING ASSISTANT 621
PLANNING COMMISSION SECRETARY 598
PLUMBING INSPECTOR 641
POLICE FISCAL OFFICER 679
POLICE FISCAL SERVICES SUPERVISOR 648
POLICE RECORDS SPECIALIST 552
POLICE RECORDS SUPERVISOR 619
POLICE SUPPLY SPECIALIST 580
91
POLICE SYSTEMS SUPPORT ANALYST 696
PRINCIPAL LIBRARIAN 650
PRINCIPAL PROGRAMMER ANALYST 716
PROGRAMMER ANALYST 676
PROJECTS MANAGER 701
PROPERTY CONTROL SPECIALIST 580
PROPERTY REHABILITATION ASSISTANT 580
PUBLIC WORKS CREW LEADER 620
PUBLIC WORKS DISPATCHER 564
PUBLIC WORKS PROJECTS SPECIALIST 661
PURCHASING ASSISTANT 570
PURCHASING SPECIALIST 581
PURCHASING SUPERVISOR 690
RECEPTIONIST 547
RECORDS SPECIALIST 575
RECREATION CENTER DIRECTOR 580
RECREATION LEADER 520
RECREATION PROGRAM COORDINATOR 600
RECREATION SUPERVISOR 651
REDEVELOPMENT ASSISTANT 641
REDEVELOPMENT PROJECT MANAGER 1 661
REDEVELOPMENT PROJECT MANAGER II 701
REDEVELOPMENT PROJECT MANAGER 111 721
REPROGRAPHIC EQUIPMENT OPERATOR 539
RESIDENTIAL CONSTRUCTION SPECIALIST 641
REVENUE AND CONTRACT COMPLIANCE AUDITOR 660
REVENUE PROCESSING ASSISTANT 550
REVENUE SUPERVISOR 635
SANITATION INSPECTOR 1 590
SANITATION INSPECTOR II 631
SECRETARY 577
SECURITY ELECTRONICS TECHNICIAN 654
SENIOR ACCOUNTANT 679
SENIOR ACCOUNTING ASSISTANT 596
SENIOR ACCOUNTING ASSISTANT/SYSTEMS TECHNICIAN 596
SENIOR ASSISTANT ENGINEER 729
SENIOR BUILDING INSPECTOR 661
SENIOR CIVIL ENGINEER 752
SENIOR COMBINATION BUILDING INSPECTOR 661
SENIOR COMMUNITY DEVELOPMENT ANALYST 685
SENIOR COMMUNITY PRESERVATION INSPECTOR 661
92
SENIOR CORRECTIONAL RECORDS SPECIALIST 569
SENIOR DEPUTY CLERK OF THE COUNCIL 630
SENIOR ELECTRICAL INSPECTOR 661
SENIOR ELECTRICAL SYSTEMS SPECIALIST 661
SENIOR ENGINEER 752
SENIOR FLEET EQUIPMENT SUPERVISOR 685
SENIOR GRADING SPECIALIST 661
SENIOR HOUSING SPECIALIST 642
SENIOR LAND SURVEYOR 762
SENIOR LIBRARIAN 635
SENIOR OFFICE ASSISTANT 559
SENIOR OFFICE SPECIALIST 532
SENIOR PARK MAINTENANCE SUPERVISOR 681
SENIOR PARKS & REC SERVICES ASSISTANT 559
SENIOR PARKS & REC TECHNICIAN (T) 590
SENIOR PLAN CHECK ENGINEER 752
SENIOR PLANNER 711
SENIOR PLUMBING INSPECTOR 661
SENIOR PLUMBING/MECHANICAL SYSTEMS SPEC, 661
SENIOR POLICE RECORDS SPECIALIST 579
SENIOR PROGRAMMER ANALYST 696
SENIOR RECEPTIONIST 577
SENIOR RECREATION CENTER DIRECTOR 585
SENIOR RECREATION SUPERVISOR 681
SENIOR RESIDENTIAL CONSTRUCTION SPECIALIST 661
SENIOR SYSTEMS ADMINISTRATOR 668
SENIOR TRAFFIC ENGINEER 752
SENIOR TRANSPORTATION ANALYST 752
SENIOR WATER MAINTENANCE SUPERVISOR 681
SENIOR WATER SYSTEMS OPERATOR 641
STOCK CLERK 575
STOREKEEPER 610
STREET LIGHTING MAINTENANCE WORKER 61.0
STREET MAINTENANCE SUPERVISOR 651
STREET PAINTER 594
SUPERVISING ACCOUNTANT 701
SUPERVISING BUYER 675
SUPERVISING LIBRARIAN 663
SUPERVISING PARK RANGER 645
SUPERVISING PARKS & REC SERVICES ASSISTANT 564
SURVEY PARTY CHIEF 674
93
SURVEY PARTY TECHNICIAN I 610
SURVEY PARTY TECHNICIAN 11 641
SYSTEMS ADMINISTRATOR 636
SYSTEMS SUPPORT ANALYST 696
SYSTEMS TECHNICIAN 576
TELECOMMUNICATIONS COORDINATOR 678
TELECOMMUNICATIONS CUSTOMER SERVICE REP. 589
TENANT SERVICES TECHNICIAN 577
TRAFFIC TECHNICIAN 664
TREASURY SERVICES SUPERVISOR 635
TREE MAINTENANCE SUPERVISOR 651
TREE TRIMMER 594
UTILITIES BILLING/SYSTEMS TECHNICIAN 589
UTILITY INSPECTOR 631
VIDEO TECHNICIAN 632
VISITOR SERVICES COORDINATOR 526
VOLUNTEER SERVICES COORDINATOR 620
WATER MAINTENANCE CREW LEADER 620
WATER MAINTENANCE SUPERVISOR 651
WATER MAINTENANCE WORKER 11 574
WATER METER REPAIRER 1 579
WATER METER REPAIRER 11 599
WATER QUALITY COORDINATOR 671
WATER QUALITY INSPECTOR 631
WATER QUALITY SUPERVISOR 651
WATER SERVICES CREW LEADER 625
WATER SERVICES METER REPAIRER I 584
WATER SERVICES METER REPAIRER II 604
WATER SERVICES QUALITY COORDINATOR 676
WATER SERVICES QUALITY INSPECTOR 636
WATER SERVICES QUALITY SUPERVISOR 656
WATER SERVICES SUPERVISOR 656
WATER SERVICES UTILITY INSPECTOR 636
WATER SERVICES WORKER I 559
WATER SERVICES WORKER II 579
WATER SYSTEMS OPERATOR I 587
WATER SYSTEMS OPERATOR 11 607
WATER SYSTEMS OPERATOR III 621
WEB SYSTEMS TECHNICIAN 576
WEBSITE ENTRY SPECIALIST 550
WORK CENTER COORDINATOR 721
94
WORKFORCE SPECIALIST I
576
WORKFORCE SPECIALIST II
601
WORKFORCE SPECIALIST III
621
WORKFORCE SPECIALIST IV
676
YOUTH SERVICES TECHNICIAN
570
ZOO ANIMAL REGISTRAR
581
ZOO CURATOR
ZOO CURATOR OF EDUCATION 630
630
ZOO EDUCATION SPECIALIST
581
ZOO KEEPER AIDE
441
ZOO KEEPER I
551
ZOO KEEPER 11
581
ZOO MAINTENANCE SUPERVISOR
630
(T) designates a "terminal" classification. 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 classification that has been so
assigned.
95