CC Resolution No. 15-099 Amending the Unrepresented Employees’ Compensation Program and salary scheduleRESOLUTION 15-099
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CUPERTINO
AMENDING RESOLUTION NO. 14-209 REGARDING THE
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
WHEREAS, the City Council desires to amend the City Attorney Employees'
Compensation Program to add a Chief Technology Officer/Director of Information
Services.
NOW, THEREFORE, BE IT RESOLVED that the unrepresented Compensation Program
be amended which is incorporated in this resolution by this reference and included
below.
PASSED AND ADOPTED at a special meeting of the City Council of the City of
Cupertino this 3rd day of November, 2015 by the following vote:
Vote Members of the City Council
AYES: Sinks, Chang, Paul and Wong
NOES: None
ABSENT: None
ABSTAIN: Vaidhyanathan
ATTEST: APPROVED:
~nu~tJr
Grace Schmidt, City Clerk Rod Sinks, Mayor, City of Cupertino
1
City Clerk
City Planner
Community Relations Coordinator
Deputy City Clerk
Director of Administrative Services
Director of Community Development
Director of Recreation and Community Service
Director of Public Works
Environmental Programs Manager
Executive Assistant to the City Manager
Finance Manager
Public Works Projects Manager
Public Works Supervisor
Recreation Supervisor
Economic Development Manager
Senior Accountant
Senior Civil Engineer
Senior Recreation Supervisor
Senior Management Analyst
Service Center Superintendent
Sustainability Manager
Web Specialist
In the event of any inconsistency between the Compensation Program and any Employment
Contracts, the provisions of the Employment Contract and any amendments thereto control.
Adopted by Action of the
City Council, April 1, 1974
Revised 10/74, 3/78, 6/81, 6/82, 7/85, 7/87, 1/89, 7/90, 4/91, 5/91,
7/92, 6/95, 6/96, 7/99, 6/02, 7 /04, 6/05, 04/07, 7/10, 10/12, 12/12, 7 /13,11/13,12/13,3/14, 7/14, 11/15
3
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 2
SALARY SCHEDULE
AND OTHER SALARY RATES
It is City of Cupertino policy that eligible persons under this Compensation Program
shall be compensated for services rendered to and on behalf of the City on the basis of equitably
of pay for duties and responsibilities assigned, meritorious service and comparability with
similar work in other public and private employment in the same labor market; all of which is
contingent upon the City's ability to pay consistent with its fiscal policies.
Effective the first full pay period in July 2013, a 1.5% salary increase will be added to the
salary ranges of classifications in this group. Effective the first full pay period in July 2014, a
1.5% salary increase will be added to the salary ranges of classifications in this group. Effective
the first full pay period in July 2015, a 1.25% salary increase will be added to the salary ranges
of classification in this group. See Attachment A for a list of paygrades.
In addition, equity adjustments as identified in the City's 2013 total compensation
survey shall occur over the next three years. Effective the first pay period in July 2013, a .46%
equity adjustment will be added to the salary ranges of classifications as noted in Attachment A.
Effective the first pay period in July, 2014, a .97% equity adjushnent will be added to the salary
ranges of classifications as noted in Attachment A. Effective the first pay period in July, 2015, a
1.21 % equity adjustment will be added to the salary ranges of classifications as noted in
Attachment A.
Adopted by Action
of the City Council
April 1, 1974
Revised 8/78, 7/79, 6/80, 7/92, 6/95, 10/12, 7/13
5
A "meeting" shall mean a convention, conference, seminar, workshop, meal, or like
assembly having to do with municipal government operations. An employee serving on a
panel for interviews of job applicants shall not come under this definition.
D. Training Session
A training session is any type of seminar or workshop the attendance at which is for the
purpose of obtaining information.of a work related nature to benefit the City's operations or
to enhance the attendee's capabilities in the discharge of assigned duties and
responsibilities.
III REIMBURSEMENT AND ADVANCE PAYMENT SCHEDULE
This schedule is written with the intent that the employee will make every effort to find the
lowest possible cost to the City for traveling on City business. For example, if paying for
parking at the airport is less expensive that paying for a taxi or airport shuttle, then the
employee should drive their car and park at the airport; or if renting a car is lower than
taking taxis at the out-of-town location, then a car should be rented; or air reservations
should be booked in advance to obtain discounted fares. The following procedures apply
whether the expense is being paid through a reimbursement or a direct advance.
B. Registration
Registration fees for authorized attendance at a meeting or training session will be paid by
the City.
C. Transportation
The City will pay transportation costs on the basis of the lowest cost intent stated in
paragraph A. Eligible transportation costs include airfare (with coach fare being the
maximum), van or taxi service to and from the attendee's home and airport, destination or
airport parking charges, taxi and shuttle services at the out-of-town location, trains, tolls, or
rental cars. Use of a personal automobile for City business shall be reimbursed or advanced
at the rate per mile in effect for such use, except in no case shall it exceed air coach fare if the
vehicle is being used for getting to the destination. Government or group rates offered by a
provider of transportation must be used when available.
Reimbursement or advances for use of a personal automobile on City business within a local
area will not be made so as to supplement that already being paid to those persons receiving
a monthly mileage allowance.
7
Payments toward or reimbursement of expenses at such functions shall be limited to the
actual costs consistent with the application of reasonable standards.
Other reasonable expenses related to business purposes shall be paid consistent with this
policy.
No payments shall be made unless, where available, receipts are kept and submitted for all
expenses incurred. When receipts are not available, qualifying expenditures shall be
reimbursed upon signing of an affidavit of expenditure.
No payment shall be made for any expenses incurred which are of a personal nature or not
within a standard of reasonableness for the situation as may be defined by the Finance
Department.
G. Non-Reimbursable Expenses
The City will not reimburse or advance payment toward expenses including, but not limited
to:
1. The personal portion of any trip;
2. Political or charitable contributions or events;
3. Family expenses, including those of a partner when accompanying the employee on
City-related business, as well as child or pet-related expenses;
4. Entertainment expenses, including theatre, shows, movies, sporting events, golf, spa
treatments, etc.
5. Gifts of any kind for any purpose;
6. Service club meals; of those besides economic development staff;
7. Alcoholic beverages;
8. Non-mileage personal automobile expenses including repairs, insurance, gasoline, traffic
citations; and
9. Personal losses incurred while on City business.
IV ATTENDANCE AUTHORIZATION
A. Budgetary Limitations
Notwithstanding any attendance authorization contained herein, reimbursement or
advances for expenses relative to conferences, meeting or training sessions shall not exceed
the budgetary limitations.
9
Revised 7/83, 7/85, 7/87, 7/88, 7/91, 7/92, 12/07,7/10
11
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 5
ASSOCIATION MEMBERSHIPS AND
PROFESSIONAL PUB LI CA TIO NS
It is City of Cupertino policy that eligible persons under this Compensation Program
shall be entitled to City sponsored association memberships as well as receiving subscriptions
to professional and technical publications. Such sponsorship, however, shall be conditioned
upon the several factors as set forth below.
Each association for which membership is claimed must be directly related to the field of
endeavor of the person to be benefited. Each claim for City sponsored membership shall be
submitted by or through the Department Head with their concurrence to the City Manager for
approval.
Subscriptions to or purchase of professional and technical publications may be provided
at City expense when such have been authorized by the Department Head providing the subject
matter and material generally contained therein are related to municipal governmental
operations.
Adopted by Action of
the City Council
April 1, 1974
Revised
7/92
13
15
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 8
FIXED HOLIDAYS
It is the policy of the City of Cupertino to recognize days of historical and national
significance as holidays of the City without loss of pay or benefits. Recognizing the desirable
times throughout the year, it is the policy of the City of Cupertino to provide days off in lieu of
holidays for management and confidential employees at such times as are convenient for each
employee and supervisor, when such policy is compatible with the workload and schedule of
the City.
The City provides the following fixed paid holidays for eligible employees covered by
this agreement: ·
1. New Year's Day
2. Martin Luther King Day
3. Presidents' Day
4. Memorial Day
5. Independence day
6. Labor Day
7. Veteran's Day
8. Thanksgiving Day
9. Day Following Thanksgiving
10. Christmas Eve
11. Christmas Day
12. New Year's Eve
When a holiday falls on a Sunday, the following Monday shall be observed as the non-work
day. When a holiday falls on a Saturday, the previous Friday shall be observed as the non-work
day.
FLOATING HOLIDAY
In addition to the paid holidays, employees occupying these positions shall be provided 20
floating hours per calendar year as non-work time with full pay and benefits. Employees may
accumulate floating holiday hours up to two times their armual accrual.
Adopted by Action of
the City Council
July 7, 1975
17
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 10
DEFERRED COMPENSATION
It is the policy of the City of Cupertino to provide equitable current compensation and
reasonable retirement security for management and confidential employees for services
performed for the City. The City participates in the California Public Employees' Retirement
System (PERS) and deferred compensation plans have been established. Both the employee and
employer may make contributions from current earnings to these plans. The purpose of this
policy is to promote means by which compensation may be provided in such manner and form
to best meet the requirements of the City and the needs of individual employees, thereby
increasing the ability, to attract and retain competent management and confidential employees.
The City shall maintain and administer means by which employees in these positions
may defer portions of their current earnings for future utilization. Usage of such plans shall be
subject to such agreements, rules and procedures as are necessary to properly administer each
plan. Employee contributions to such plans may be made in such amounts as felt proper and
necessary to the employee. Employer contributions shall be as determined by the City Council.
Adopted by Action of
the City Council
July 7, 1975
Revised 6/80, 7/87, 7/92, 7/99
19
Effective in the first full pay period in July 2013, the City agrees to pay the employee's
contribution rate to the California Public Employees Retirement System (CalPERS) not to
exceed 3.5 % of applicable salary and each employee agrees to pay 3.5% of applicable salary.
Effective in the first full pay period in July 2014, the City agrees to pay the employee's
contribution rate to the California Public Employees Retirement System (CalPERS) not to
exceed 2.0 % of applicable salary and each employee agrees to pay 5.0% of applicable salary.
Effective in the first full pay period in July 2015, the City agrees to pay the employee's
contribution rate to the California Public Employees Retirement System (CalPERS) not to
exceed .75 % of applicable salary and each employee agrees to pay 6.25% of applicable salary.
The City agrees to pay the employer's contribution rate to the Public Employees Retirement
System to the extent required by law and the parties acknowledge that by January 1, 2018 the
employees are required to pay 50% of the normal cost rate as determined by CalPERS.
C. For new employees hired by the City of Cupertino on or after January 1, 2013 and do not
qualify as Classic members Only:
For new employees hired by the City of Cupertino on or after January 1, 2013 and do not
qualify as classic members as defined by CalPERS, CalPERS has by statute implemented a 2% @
62 formula, three year average and employees in this category shall pay 50% of the normal cost
rate as determined by CalPERS.
Adopted by Action of
the City Council
June, 1981
Revised 6/87, 6/89, 7/90, 7/91, 7/92, 6/03, 7/04, 4/07, 7/10, 10/12, 12/12, 7/13
21
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 13
ADMINISTRATIVE LEA VE
The deparbnent heads shall receive forty ( 40) hours of administrative leave with pay per
year. Unrepresented employees exempt from the provisions of the Fair Labor Standards Act
shall receive twenty-four (24) hours of administrative leave with pay per year.
Employees may accumulate administrative leave hours up to their annual accrual.
Employees shall be eligible to convert administrative leave hours to pay one time each
calendar year.
23
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 15
VACATION ACCUMULATION
The department heads shall earn vacation hours under the same vacation accumulation
schedule as all other employees. Credit shall be provided for previous public sector service
time on a year-for-year basis as to annual vacation accumulation. Credit shall only be given for
completed years of service. Public service credit shall not apply to any other supplemental
benefit. Employee(s) affected by this policy will have the responsibility of providing
certification as to previous public sector service.
Benefited full-time employees accrue vacation in accordance with the following schedule.
Benefited employees who work less than a full-time work schedule accrue vacation in
accordance with the following schedule on a pro-rated basis.
Service Time Hrs of Accrual Per Pa,)::'. Annual Accruals Maximum Accrual
Period
0-3 Years 3.08 80 Hours 160 Hours
4-9 Years 4.62 120 Hours 240 Hours
10-14 Years 5.24 136 Hours 272Hours
15-19 Years 6.16 160 Hours 320 Hours
20 +Years 6.77 176 Hours 352 Hours
25
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 17
VISION INSURANCE -EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide vision insurance under which
employees and their dependents may be covered. The purpose of this program is to promote
and preserve the health of employees.
The premium cost for the insurance provided by the City shall not exceed $14.94 per
month per employee. Enrollment in the plan or plans made available pursuant to this policy
shall be in accordance with the provisions of the contract between the City and carrier or
carriers providing vision insurance coverage,
Adopted by Action of the City Council
July 1997
Revised 7/99, 6/02, 6/03, 7/10, 10/12
27
Amended 11/3/14 (Res. No. 14-209)
Amended 11/3/2015 (Res. No. 15-)
CITY OF CUPERTINO
CLASSES AND POSITIONS
EFFECTIVE JULY 1, 2013-JUNE 30, 2016
The salaries, wages or rates pay per month for those officers and employees whose positions are
exempt under the provisions of the Cupertino Municipal Code, are set forth below. Only the
City Council can modify these rates.
Salary Effective July 1, 2013
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Assistant City Manager $14,137 $14,844 $15,857 $16,366 $17,184
Director of Administrative Services $12,075 $12,679 $13,313 $13,979 $14,678
Director of Community Development $11,885 $12,479 $13,103 $13,758 $14,446
29
Deputy City Attorney $8,105 $8,511 $8,936 $9,383 $9,852
Economic Development Mgr $9,383 $9,852 $10,345 $10,862 $11,405
Environmental Programs Manager $7,792 $8,182 $8,591 $9,021 $9,472
Finance Manager $9,428 $9,899 $10,394 $10,914 $11,460
Human Resources Manager $9,328 $9,794 $10,284 $10,798 $11,338
Information Technology Manager $9,074 $9,528 . $10,004 $10,504 $11,030
Park Restoration and Improvement
Manager $9,328 $9,794 $10,284 $10,798 $11,338
Public Affairs Director $9,074 $9,528 $10,004 $10,504 $11,030
Public Works Project Manager $7,962 $8,360 $8,778 $9,217 $9,678
Public Works Supervisor $7,118 $7,474 $7,847 $8,240 $8,652
Recreation Supervisor $6,955 $7,303 $7,668 $8,052 $8,454
Senior Civil Engineer $9,405 $9,876 $10,370 $10,888 $11,433
Senior Management Analyst $7,304 $7,669 $8,052 $8,455 $8,878
Senior Recreation Supervisor $7,668 $8,052 $8,454 $8,877 $9,321
Sustainability Manager $7,792 $8,182 $8,591 $9,021 $9,472
Salary Effective July 1, 2014
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Assistant City Attorney $11,434 $12,006 $12,606 $13,236 $13,898
Assistant Director of Public Works $10,539 $11,066 $11,620 $12,201 $12,811
Assistant to the City Manager $8,028 $8,430 $8,851 $9,294 $9,759
Building Official $9,479 $9,953 $10,451 $10,974 $11,522
Capital Improvement Program
Manager $9,468 $9,941 $10,438 $10,960 $11,508
City Clerk $8,424 $8,845 $9,287 $9,752 $10,239
City Plmmer $9,680 $10,164 $10,672 $11,206 $11,766
Deputy City Attorney $8,227 $8,638 $9,070 $9,524 $10,000
Economic Development Mgr $9,630 $10,111 $10,617 $11,147 $11,705
Environmental Programs Manager $7,909 $8,305 $8,720 $9,156 $9,614
Finance Manager $9,802 $10,292 $10,807 $11,347 $11,914
Human Resources Manager $9,802 $10,292 $10,807 $11,347 $11,914
Information Technology Manager $9,311 $9,776 $10,265 $10,778 $11,317
Park Restoration and Improvement
Manager $9,468 $9,941 $10,438 $10,960 $11,508
Public Affairs Director $9,311 $9,776 $10,265 $10,778 $11,317
Public Works Project Manager $8,188 $8,598 $9,027 $9,479 $9,953
Public Works Supervisor $7,224 $7,586 $7,965 $8,363 $8,781
Recreation Supervisor $7,060 $7,413 $7,783 $8,172 $8,581
Senior Civil Engineer $9,718 $10,204 $10,715 . $11,250 $11,813
Senior Management Analyst $7,659 $8,042 $8,445 $8,867 $9,310
31
Deputy City Clerk $S,36S $S,633 $S,91S $6,211 $6,S21
Executive Assistant to the City Manager $S,733 $6,019 $6,320 $6,636 $6,968
GIS Coordinator $6,0S9 $6,361 $6,680 . $7,014 $7,364
Human Resources Analyst $6,320 $6,636 $6,968 $7,316 $7,682
Human Resources Analyst II $6,968 $7,316 $7,682 $8,066 $8,470
Human Resources Assistant $4,894 $S,138 $S,39S $S,66S $S,948
Human Resources Technician $S,780 $6,069 $6,373 $6,691 $7,026
Human Resources Technician II $6,373 $6,691 $7,026 $7,377 $7,746
LT. Assistant $S,007 $S,2S7 $S,S20 $S,796 $6,086
Legal Services Manager $S,739 $6,026 $6,327 $6,644 $6,976
Management Analyst $6,811 $7,1S2 $7,S09 $7,88S $8,279
Network Specialist $6,612 $6,942 $7,289 $7,6S4 $8,036
Web Specialist $6,487 $6,811 $7,1S2 $7,S09 $7,88S
Salary Effective July 1, 2014
Classification Step 1 Step 2 Step 3 Step4 Steps
Accountant I $S,804 $6,094 $6,399 $6,719 $7,0SS
Accountant II $6,399 $6,719 $7,0SS $7,407 $7,778
Accounting Technician I $S,438 $S,710 $S,996 $6,296 $6,610
Accounting Technician II $S,996 $6,296 $6,610 $6,941 $7,288
Administrative Assistant $S,273 $S,536 $5,813 $6,104 $6,409
Community Relations Coordinator $6,078 $6,382 $6,702 $7,037 $7,389
Deputy City Clerk $S,7S6 $6,044 $6,346 $6,663 $6,996
Executive Assistant to the City Manager $5,937 $6,234 $6,S45 $6,873 $7,216
GIS Coordinator $6,308 $6,623 $6,9SS $7,302 $7,668
Human Resources Analyst $6,631 $6,963 $7,311 $7,676 $8,060
Human Resources Analyst II $7,311 $7,676 $8,060 $8,463 $8,886
Human Resources Assistant $4,977 $S,226 $S,487 $5,762 $6,0SO
Human Resources Technician I $S,438 $S,710 $5,996 $6,296 $6,610
Human Resources Technician II $S,996 $6,296 $6,610 $6,941 $7,288
I. T. Assistant $S,332 $5,S99 $S,879 $6,173 $6,482
Legal Services Manager $S,961 $6,259 $6,572 $6,901 $7,246
Management Analyst $7,143 $7,SOO $7,87S $8,269 $8,682
Network Specialist $6,821 $7,162 $7,S20 $7,896 $8,291
Senior Accountant $7,407 $7,778 $8,167 $8,S75 $9,004
Web Specialist $6,S84 $6,913 $7,2S9 $7,622 $8,003
Salary Effective July 1, 2015
Classification Step 1 Step 2 Step 3 Step 4 Steps
Accountant I $S,930 $6,227 $6,S38 $6,86S $7,208
Accountant II $6,S38 $6,86S $7,208 $7,S69 $7,947
33
Salary Effective July 1, 2015
/ Service Center Superintendent
AMENDED November3, 2015
Salary Effective November 3, 2015
Classification
Chief Technology Officer/Director of
Information Services
$9,106
Step 1
$12,409
35
$9,562 $10,040 $10,542 $11,069
Step2 Step 3 Step4 Step 5
$13,063 $13,750 $14,438 $15,159
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 12
DENTAL INSURANCE -EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide dental insurance under which
employees in Management and Confidential positions and their dependents may be covered.
The purpose of this program is to promote and preserve the health of employees.
The premium cost for the insurance provided by the City shall not exceed $78.26 per
month per employee. Enrollment in the plan or plans made available pursuant to this policy
shall be in accordance with Personnel Rules of the City and the provisions of the contract for
such insurance between the City and carrier or carriers.
Adopted by Action of
City Council
July 1, 1983
Revised 7/87, 7/88, 7/89, 7/90, 7/91, 7/92, 6/95, 7/99, 4/07, 10/12
22
/' ....
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 13
ADMINISTRATIVE LEA VE
The department heads shall receive forty (40) hours of administrative leave with pay per
year. Unrepresented employees exempt from the provisions of the Fair Labor Standards Act
shall receive twenty-four (24) hours of administrative leave with pay per year.
Employees may accumulate administrative leave hours up to their annual accrual.
Employees shall be eligible to convert administrative leave hours to pay one time each
calendar year.
23
Adopted by Action of
the City Council
July, 1988
Revised
7/92, 7/97, 7/99, 7/10, 12/12
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 14
EMPLOYEE ASSISTANCE PROGRAM
It is the policy of the City of Cupertino to provide an Employee Assistance Program for
the benefit of Management and Confidential employees and their-eligible dependents. The
purpose of this program is to provide professional assistance and counseling concerning
financial, legal, pre-retirement, and other matters of a personal nature.
Adopted by Action of the City Council
June 17, 1996
24
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 15
VACATION ACCUMULATION
The department heads shall earn vacation hours under the same vacation accumulation
schedule as all other employees. Credit shall be provided for previous public sector service
time on a year-for-year basis as to annual vacation accumulation. Credit shall only be given for
completed years of service. Public service credit shall not apply to any other supplemental
benefit. Employee(s) affected by this policy will have the responsibility of providing
certification as to previous public sector service.
Benefited full-time employees accrue vacation in accordance with the following schedule.
Benefited employees who work less than a full-time work schedule accrue vacation in
accordance with the following schedule on a pro-rated basis.
Service Time Hrs of Accrual Per Pa):: Annual Accruals Maximum Accrual
Period
0-3 Years 3.08 80 Hours 160 Hours
4-9 Years 4.62 120 Hours 240 Hours
10-14 Years 5.24 136 Hours 272Hours
15-19 Years 6.16 160 Hours 320 Hours
20 +Years 6.77 176 Hours 352 Hours
25
An employee may accrue no more vacation credit than twice the annual rate being
earned.
VACATION CREDITS
The hiring manager, with the approval of the department head and the City Manager, may
offer a vacation bank of up to 120 hours of vacation to a prospective candidate in the
Unrepresented group. These hours do not vest for payoff purposes if the employee leaves
service.
Adopted by Action of the City Council
July 7, 1997
Revised 6/99, 7/10, 12/12, 7/13
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 16
HOUSING ASSISTANCE PROGRAM
Housing assistance may be offered to the department heads pursuant to Resolution No.
12-.
Adopted by Action of the City Council
July 7, 1997
Revised 7/99, 7/10, 8/12
26
City of Cupertino
UNREPRESENTED EMPLOYEES' COMPENSATION PROGRAM
Policy No. 17
VISION INSURANCE -EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide vision insurance under which
employees and their dependents may be covered. The purpose of this program is to promote
and preserve the health of employees.
The premium cost for the insurance provided by the City shall not exceed $14.94 per
month per employee. Enrollment in the plan or plans made available pursuant to this policy
shall be in accordance with the provisions of the contract between the City and carrier or
carriers providing vision insurance coverage,
Adopted by Action of the City Council
July 1997
Revised 7/99, 6/02, 6/03, 7/10, 10/12
27
City of Cupertino
Listing of Unrepresented Classifications by
Salary Rate or Pay Grades
Effective July 1, 2013 (Res. No. 13-061)
Amended 11/19/13 (Res. No. 13-099)
Amended 12/17/13 (Res. No. 13-108)
Amended 3/18/14 (Res. No. 14-130)
28
Amended 11/3/14 (Res. No. 14-209)
Amended 11/3/2015 (Res. No. 15-)
CITY OF CUPERTINO
CLASSES AND POSITIONS
EFFECTIVE JULY 1, 2013-JUNE 30, 2016
The salaries, wages or rates pay per month for those officers and employees whose positions are
exempt under the provisions of the Cupertino Municipal Code, are set forth below. Only the
City Council can modify these rates.
Salary Effective July 1, 2013
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Assistant City Manager $14,137 $14,844 $15,857 $16,366 $17,184
Director of Administrative Services $12,075 $12,679 $13,313 $13,979 $14,678
Director of Community Development $11,885 $12,479 $13,103 $13,758 $14,446
29
Director of Recreation and Community
Service $12,595 $13,225 $13,887
Director of Public Works $12,852 $13,494 $14,169
Salary Effective July 1, 2014
Classification Step 1 Step 2 Step 3
Assistant City Manager $14,350 $15,067 $15,820
Director of Administrative Services $12,256 $12,869 $13,513
Director of Community Development $12)44 $12,751 ·$13,389
Director of Recreation and Community
Service $12,784 $13,424 $14,095
Director of Public Works $13,045 $13,697 $14,382
Salary Effective July 1, 2015
Classification Step 1 Step 2 Step 3
Assistant City Manager $14,529 $15,255 $16,018
Director of Administrative Services $12,409 $13,030 $13,681
Director of Community Development $12,399 $13,019 $13,670
Director of Recreation and Community
Service $12,944 $13,591 $14,271
Director of Public Works $13,208 $13,868 $14,561
CITY OF CUPERTINO
CLASSES AND POSITIONS BY PAY GRADE
MANAGEMENT CLASSIFICATIONS
EFFECTIVE JULY 1, 2013 -JUNE 30, 2016
Salary Effective July 1, 2013
Classification Step 1 Step 2 Step 3
Assistant City Attorney $11,265 $11,828 $12,420
Assistant Director of Public Works $10,274 $10,787 $11,327
Assistant to the City Manager $7,910 $8,305 $8,721
Building Official $9,339 $9,806 $10,297
Capital Improvement Program
Manager $9,328 $9,794 $10,284
City Clerk $8,152 $8,559 $8,987
City Planner $9,395 $9,865 $10,358
30
$14,581 $15,310
$14,878 $15,621
Step4 Step5
$16,611 $17,422
$14,188 $14,898
$14,058 $14,761
$14,800 $15,540
$15,101 $15,856
Step 4 Step 5
$16,819 $17,660
$14,366 $15,084
$14,353 $15,071
$14,985 $15,734
$15,290 $16,054
Step 4 Step 5
$13,041 $13,693
$11,893 $12,488
$9,157 $9,614
$10,811 $11,352
$10,798 $11,338
$9,437 $9,909
$10,876 $11,420
Deputy City Attorney $8,105 $8,511 $8,936 $9,383 $9,852
Economic Development Mgr $9,383 $9,852 $10,345 $10,862 $11,405
Environmental Programs Manager $7,792 $8,182 $8,591 $9,021 $9,472
Finance Manager $9,428 $9,899 $10,394 $10,914 $11,460
Human Resources Manager $9,328 $9,794 $10,284 $10,798 $11,338
Information Technology Manager $9,074 $9,528 $10,004 $10,504 $11,030
Park Restoration and Improvement
Manager $9,328 $9,794 $10,284 $10,798 $11,338
Public Affairs Director $9,074 $9,528 $10,004 $10,504 $11,030
Public Works Project Manager $7,962 $8,360 $8,778 $9,217 $9,678
Public Works Supervisor $7,118 $7,474 $7,847 $8,240 $8,652
Recreation Supervisor $6,955 $7,303 $7,668 $8,052 $8,454
Senior Civil Engineer $9,405 $9,876 $10,370 $10,888 $11,433
Senior Management Analyst $7,304 $7,669 $8,052 $8,455 $8,878
Senior Recreation Supervisor $7,668 $8,052 $8,454 $8,877 $9,321
Sustainability Manager $7,792 $8,182 $8,591 $9,021 $9,472
Salary Effective July 1, 2014
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Assistant City Attorney $11,434 $12,006 $12,606 $13,236 $13,898
Assistant Director of Public Works $10,539 $11,066 $11,620 $12,201 $12,811
Assistant to the City Manager $8,028 $8,430 $8,851 $9,294 $9,759
Building Official $9,479 $9,953 $10,451 $10,974 $11,522
Capital Improvement Program
Manager $9,468 $9,941 $10,438 $10,960 $11,508
City Clerk $8,424 $8,845 $9,287 $9,752 $10,239
City Planner $9,680 $10,164 $10,672 $11,206 $11,766
Deputy City Attorney $8,227 $8,638 $9,070 $9,524 $10,000
Economic Development Mgr $9,630 $10,111 $10,617 $11,147 $11,705
Environmental Programs Manager $7,909 $8,305 $8,720 $9,156 $9,614
Finance Manager $9,802 $10,292 $10,807 $11,347 $11,914
Human Resources Manager $9,802 $10,292 $10,807 $11,347 $11,914
Information Technology Manager $9,311 $9,776 $10,265 $10,778 $11,317
Park Restoration and Improvement
Manager $9,468 $9,941 $10,438 $10,960 $11,508
Public Affairs Director $9,311 $9,776 $10,265 $10,778 $11,317
Public Works Project Manager $8,188 $8,598 $9,027 $9,479 $9,953
Public Works Supervisor $7,224 $7,586 $7,965 $8,363 $8,781
Recreation Supervisor $7,060 $7,413 $7,783 $8,172 $8,581
Senior Civil Engineer $9,718 $10,204 $10,715 $11,250 $11,813
Senior Management Analyst $7,659 $8,042 $8,445 $8,867 $9,310
31
Senior Recreation Supervisor $7,783 $8,172 $8,S81
Sustainability Manager $7,909 $8,30S $8,720
Salary Effective July 1, 2015
Classification Step 1 Step 2 Step 3
Assistant City Attorney $11,S77 $12,1S6 $12,763
Assistant Director of Public Works $10,813 $11,3S4 $11,921
Assistant to the City Manager $8,129 $8,S3S $8,962
Building Official $9,S98 $10,078 $10,S82
Capital Improvement Program
Manager $9,S86 $10,066 $10,S69
City Clerk $8,720 $9,1S6 $9,614
City Planner $9,98S $10,48S $11,009
Deputy City Attorney $8,330 $8,746 $9,184
Economic Development Mgr $9,880 $10,374 $10,892
Environmental Programs Manager $8,008 $8,408 $8,829
Finance Manager $10,221 $10,732 $11,269
Human Resources Manager $10,221 $10,732 $11,269
Information Technology Manager $9,SS4 $10,032 $10,S34
Park Restoration and Improvement
Manager $9,S86 $10,066 $10,S69
Public Affairs Director $9,SS4 $10,032 $10,S34
Public Works Project Manager $8,426 $8,848 $9,290
Public Works Supervisor $7,31S $7,680 $8,06S
Recreation Supervisor $7,148 $7,SOS $7,881
Senior Civil Engineer $10,0S9 $10,S62 $11,090
Senior Management Analyst $8,069 $8,473 $8,896
Senior Recreation Supervisor $7,881 $8,27S $8,688
Sustainability Manager $8,008 $8,408 $8,829
CITY OF CUPERTINO
CLASSES AND POSITIONS BY PAY GRADE
CONFIDENTIAL CLASSIFICATIONS
EFFECTIVE JULY 1, 2013 -JUNE 30, 2016
Salary Effective July 1, 2013
Classification Step 1 Step 2 Step 3
Accountant $6,2S8 $6,S71 $6,900
Accounting Technician $S,780 $6,069 $6,373
Administrative Assistant $S,19S $S,4S4 $S,727
Community Relations Coordinator $S,989 $6,288 $6,603
32
$9,010 $9,461
$9,1S6 $9,614
Step 4 Steps
$13,402 $14,072
$12,SlS $13,143
$9,410 $9,881
$11,111 $11,666
$11,097 $11,6S2
$10,09S $10,600
$11,SS9 $12,137
$9,643 $10,12S
$11,437 $12,009
$9,270 $9,734
$11,832 $12,424
$11,832 $12,424
$11,060 $11,613
$11,097 $11,6S2
$11,060 $11,613
$9,7SS $10,242
$8,468 $8,891
$8,27S $8,688
$11,64S $12,227
$9,341 $9,808
$9,123 $9,S79
$9,270 $9,734
Step 4 Steps
$7,24S $7,607
$6,691 $7,026
$6,014 $6,314
$6,933 $7,279
Deputy City Clerk $5,365 $5,633 $5,915 $6,211 $6,521
Executive Assistant to the City Manager $5,733 $6,019 $6,320 $6,636 $6,968
GIS Coordinator $6,059 $6,361 $6,680 . $7,014 $7,364
Human Resources Analyst $6,320 $6,636 $6,968 $7,316 $7,682
Human Resources Analyst II $6,968 $7,316 $7,682 $8,066 $8,470
Human Resources Assistant $4,894 $5,138 $5,395 $5,665 $5,948
Human Resources Technician $5,780 $6,069 $6,373 $6,691 $7,026
Human Resources Technician II $6,373 $6,691 $7,026 $7,377 $7,746
I.T. Assistant $5,007 $5,257 $5,520 $5,796 $6,086
Legal Services Manager $5,739 $6,026 $6,327 $6,644 $6,976
Management Analyst $6,811 $7,152 $7,509 $7,885 $8,279
Network Specialist $6,612 $6,942 $7,289 $7,654 $8,036
Web Specialist $6,487 $6,811 $7,152 $7,509 $7,885
Salary Effective July 1, 2014
Classification Step 1 Step 2 Step3 Step 4 Step 5
Accountant I $5,804 $6,094 $6,399 $6,719 $7,055
Accountant II $6,399 $6,719 $7,055 $7,407 $7,778
Accounting Technician I $5,438 $5,710 $5,996 $6,296 $6,610
Accounting Technician II $5,996 $6,296 $6,610 $6,941 $7,288
Administrative Assistant $5,273 $5,536 $5,813 $6,104 $6,409
Community Relations Coordinator $6,078 $6,382 $6,702 $7,037 $7,389
Deputy City Clerk $5,756 $6,044 $6,346 $6,663 $6,996
Executive Assistant to the City Manager $5,937 $6,234 $6,545 $6,873 $7,216
GIS Coordinator $6,308 $6,623 $6,955 $7,302 $7,668
Human Resources Analyst $6,631 $6,963 $7,311 $7,676 $8,060
Human Resources Analyst II $7,311 $7,676 $8,060 $8,463 $8,886
Human Resources Assistant $4,977 $5,226 $5,487 $5,762 $6,050
Human Resources Technician I $5,438 $5,710 $5,996 $6,296 $6,610
Human Resources Technician II $5,996 $6,296 $6,610 $6,941 $7,288
I.T. Assistant $5,332 $5,599 $5,879 $6,173 $6,482
Legal Services Manager $5,961 $6,259 $6,572 $6,901 $7,246
Management Analyst $7,143 $7,500 $7,875 $8,269 $8,682
Network Specialist $6,821 $7,162 $7,520 $7,896 $8,291
Senior Accountant $7,407 $7,778 $8,167 $8,575 $9,004
Web Specialist $6,584 $6,913 $7,259 $7,622 $8,003
Salary Effective July 1, 2015
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Accountant I $5,930 $6,227 $6,538 $6,865 $7,208
Accountant II $6,538 $6,865 $7,208 $7,569 $7,947
33
Accounting Technician I
Accounting Technician II
Administrative Assistant
Community Relations Coordinator
Deputy City Clerk
Executive Assistant to the City Manager
GIS Coordinator
Human Resources Analyst
Human Resources Analyst II
Human Resources Assistant
Human Resources Technician I
Human Resources Technician II
LT. Assistant
Legal Services Manager
Management Analyst
Network Specialist
Senior Accountant
Web Specialist
AMENDED November 13, 2013
Salary Effective November 13, 2013
Classification
Assistant Director of Community
Development
Salary Effective July 1, 2014
Assistant Director of Community
Development
Salary Effective July 1, 2015
Assistant Director of Community
Development
AMENDED December 17, 2013
Salary Effective December 17, 2013
Classification
Service Center Superintendent
Salary Effective July 1, 2014
I Service Center Superintendent
$S,S06 $S,782 $6,071 $6,374 $6,693
$6,071 $6,374 $6,693 $7,028 $7,379
$S,339 $S,606 $S,886 $6,180 $6,489
$6,1S4 $6,462 $6,78S $7,12S $7,481
$6,222 $6,S34 $6,860 $7,203 $7,S63
$6,162 $6,470 $6,794 $7,133 $7,490
$6,S89 $6,919 $7,26S $7,628 $8,010
$6,989 $7,339 $7,706 $8,091 $8,496
$7,706 $8,091 $8,496 $8,920 $9,366
$5,049 $S,302 $5,567 $5,845 $6,138
$5,S06 $5,782 $6,071 $6,374 $6,693
$6,071 $6,374 $6,693 $7,028 $7,379
$5,718 $6,004 $6,304 $6,620 $6,9Sl
$6,208 $6,518 $6,844 $7,187 $7,546
$7,S25 $7,901 $8,296 $8,711 $9,147
$7,046 $7,399 $7,769 $8,1S7 $8,56S
$7,569 $7,947 $8,34S $8,762 $9,200
$6,666 $7,000 $7,350 $7,717 $8,103
Step 1 Step 2 Step 3 Step 4 Steps
$9,829 $10,321 $10,837 $11,379 $11,948
$9,977 $10,47S $10,999 $11,S49 $12,127
$10,101 $10,606 $11,137 $11,694 $12,278
Step 1 Step 2 Step 3 Step 4 Steps
$8,861 $9,304 $9,769 $10,258 $10,771
I $8,994 I $9,443 I $9,916 $10,411 $10,932 I
34
Salary Effective July 1, 2015
I Service Center Superintendent
AMENDED November 3, 2015
Salary Effective November 3, 2015
Classification
Chief Technology Officer/Director of
Information Services
$9,106
Step 1
$12,409
35
$9,562 $10,040 $10,542 I $11,069 I
Step 2 Step 3 Step4 Step 5
$13,063 $13,750 $14,438 $15,159