Exhibit CC 10-04-2016 Item No. 7 Unrepresented Comp - Redlined - 10-4-161
City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 1
PROGRAM PURPOSE AND DEFINITIONS FOR ELIGIBILITY
It is City of Cupertino policy that those certain persons holding positions hereinafter
defined and designated either as management or confidential positions shall be eligible for
participation under the Unrepresented Employees Compensation Program as hereby adopted
by action of the City Council and as same may be amended or as otherwise modified from time
to time.
It is the stated purpose of this Compensation Program to give recognition to and to
differentiate those eligible employees from represented employees who achieve economic gain
and other conditions of employment through negotiation. It is the intent that through this
policy and those which are adopted or as may be modified or rescinded from time to time such
recognition may be given.
Eligibility for inclusion with this Compensation program is limited to persons holding
positions as management or confidential employees as defined under section 2.52.290 of the
Cupertino Municipal Code. These are as designated by the Appointing Authority and may be
modified as circumstances warrant.
Although subject to change in accordance with provision of the Personnel Code, the
positions in the following classifications have been designated as unrepresented.
MANAGEMENT AND CONFIDENTIAL CLASSIFICATIONS:
Classification Title
Accountant I
Accountant II
Accounting Technician I
Accounting Technician II
Administrative Assistant
Assistant City Attorney
Assistant City Manager
Assistant Director of Community Development
Assistant Director of Public Works
Assistant to the City Manager
Building Official
Business Systems Analyst/Program Manager
Capital Improvement Program Manager
Chief Technology Officer/Director of Information Services (Department Head)
City Architect
City Clerk
City Engineer
CC 10/4/16 Item No. 7 b
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Community Relations Coordinator
Deputy Building Official
Deputy City Attorney
Deputy City Clerk
Deputy City Manager
Director of Administrative Services (Department Head)
Director of Community Development (Department Head)
Director of Recreation and Community Services (Department Head)
Director of Public Works
Economic Development Manager
Environmental Programs Manager
Executive Assistant to the City Attorney
Executive Assistant to the City Manager
Finance Manager
GIS Coordinator
GIS Program Manager
Human Resources Assistant
Human Resources Analyst I
Human Resources Analyst II
Human Resources Assistant
Human Resources Manager
Human Resources Technician I
Human Resources Technician II
Information Technology Assistant
Information Technology Manager
Human Resources Manager
Legal Services Manager
Management Analyst
Network Specialist
Park Restoration and Improvement Manager
Permit Center Manager
City PlannerPlanning Manager
Public Information Officer
Public Affairs Director Manager
Public Works Projects Manager
Maintenance SupervisorPublic Works Supervisor
Recreation Manager
Recreation Supervisor
Economic Development Manager
Senior Accountant
Senior Civil Engineer
Senior Recreation Supervisor
Senior Management Analyst
Service Center Superintendent
Sustainability Manager
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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,
6/16, 10/16
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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.
a. Effective the first full pay period in July 2013after adoption by the City
Council, a 3.5% salary increase will be added to the salary range of each
classification in this unit.
b. Effective the first full pay period in July 2017, a 3.25% salary increase will
be added to the salary range of each classification in this unit.
c. Effective the first full pay period in July 2018, a 2.5% salary increase will
be added to the salary range of each classification in this unit.
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 2016 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 adjustment 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. per 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, 10/16
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City of Cupertino
UNREPRESENTED EMPLOYEES’COMPENSATION PROGRAM
Policy No. 3
TRAINING AND CONFERENCES
I. POLICY
A. Management Personnel
It is City of Cupertino policy that eligible persons under this Compensation Program shall
be reimbursed or receive advances in accordance with the schedules, terms and conditions
as set forth herein for attendance at conferences, meetings and training sessions as defined
below for each. It is the intent of this policy to encourage the continuing education and
awareness of said persons in the technical improvements and innovations in their fields of
endeavor as they apply to the City or to implement a City approved strategy for attracting
and retaining businesses in the City. One means of implementing this encouragement is
through a formal reimbursement and advance schedule for authorized attendance at such
conferences, meetings and training sessions.
B. Non-Management Personnel
When authorized by their supervisor, a non-management person may attend a conference,
meeting or training session subject to the stated terms and conditions included herein for
each with payment toward or reimbursement of certain expenses incurred as defined below
for each.
II DEFINITIONS
A. Conferences
A conference is an annual meeting of a work related organization the membership of which
may be held in the name of the City or the individual.
B. Local Area
The local area is defined to be within Santa Clara and San Mateo Counties and within a 40-
mile distance from Cupertino when traveling to Alameda County.
C. Meetings
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.
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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
A. Intent
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.
D. Lodging
Hotel or lodging expenses of the employee resulting from the authorized event or activity
defined in this policy will be reimbursed or advanced if the lodging and event occurs
outside of the local area. Not covered will be lodging expenses related to person(s) who are
accompanying the City member, but who themselves are not on City business. In this
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instance, for example, the difference between single and multiple occupancy rates for a
room will not be reimbursed.
Where the lodging is in connection with a conference or other organized educational
activity, City-paid lodging costs shall not exceed the maximum group rate published by the
conference or activity sponsor, providing that lodging at the group rate is available at the
time of booking. If the group rate at the conference hotel is not available, then the non-
conference lodging policy described in the next paragraph should be followed to find
another comparable hotel.
Where lodging is necessary for an activity that is not related to a conference or other
organized educational activity, reimbursement or advances shall be limited to the actual
cost of the room at a group or government rate. In the event that a group or government rate
is not available, lodging rates that do not exceed the median price for lodging for that area
and time period listed on travel websites like www.hotels.com, www.expedia.com or an
equivalent service shall be eligible for reimbursement or advancement.
E. Meals
1. With No Conference
Payments toward or reimbursement of meals related to authorized activities or events
shall be at the Internal Revenue Service per diem rate for meals and incidental expenses
for a given location, as stated by IRS publications 463 and 1542 and by the U.S. General
Services Administration. The per diem shall be split among meals as reasonably desired
and reduced accordingly for less than full travel days. If per diem is claimed, no receipts
are necessary. Alternatively, the actual cost of a meal can be claimed, within a standard
of reasonableness, but receipts must be kept and submitted for the expense incurred.
2. As Part of a Conference
When City personnel are attending a conference or other organized educational activity,
they shall be reimbursed or advanced for meals not provided by the activity, on a per
diem or actual cost basis. The per diem and actual cost rate shall follow the rules
described in the meals with no conference paragraph.
F. Other Expenses
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.
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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.
B. Conference Attendance
Attendance at conferences or seminars by employees must be approved by their supervisor.
C. Meetings
Any employee, management or non-management, may attend a meeting when authorized
by their supervisor.
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D. Training Sessions
Any employee, management or non-management, may attend a training session when
authorized by their supervisor.
V. FUNDING
A. Appropriation Policy
It shall be the policy of the City to appropriate funds subject to availability of resources.
B. Training Sessions
Payments toward or reimbursement of expenses incurred in attendance at training sessions,
will be appropriated annually through the budget process.
VI. DIRECT CASH ADVANCE POLICY
From time to time, it may be necessary for a City employee to request a direct cash advance
to cover anticipated expenses while traveling or doing business on the City’s behalf. Such
request for an advance should be submitted to their supervisor no less than seven days prior
to the need for the advance with the following information: 1) Purpose of the expenditure;
2) The anticipated amount of the expenditure (for example, hotel rates, meal costs, and
transportation expenses); and 3) The dates of the expenditure. An accounting of expenses
and return of any unused advance must be reported to the City within 30 calendar days of
the employee’s return on the expense report described in Section VII.
VII. EXPENSE REPORT REQUIREMENTS
All expense reimbursement requests or final accounting of advances received must be
approved by their supervisor, on forms determined by the Finance Department, within 30
calendar days of an expense incurred, and accompanied by a business purpose for all
expenditures and a receipt for each non- per diem item.
Revised 7/83, 7/85, 7/87, 7/88, 7/91, 7/92, 12/07,7/10
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City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 4
AUTOMOBILE ALLOWANCES AND
MILEAGE REIMBURSEMENTS
It is City of Cupertino policy that eligible persons under this Compensation Program
shall be compensated fairly for the use of personal automotive vehicles on City business. In
many instances the use of personal vehicles is a condition of employment due to the absence of
sufficient City owned vehicles for general transportation purposes. It is not intended, however,
that such a condition of employment should work an undue hardship. For this reason, the
following policies shall apply for mileage reimbursements.
Those persons who occasionally are required to use their personal automobiles for City
business shall be reimbursed for such use at an appropriate rate established by the City Council.
Submission of reimbursement requests must be approved by the Department Head.
Employees in the following classifications shall be paid on a monthly basis the following
automobile allowance:
Classification Allowance
Director of Administrative Services 300.00
Director of Community Development 300.00
Assistant City Manager 300.00
Director of Parks and Recreation and Community Services 300.00
Director of Public Works 300.00
Chief Technology Officer/ 300.00
Director of Information Services
City Clerk 250.00
Public Affairs Director 250.00
Senior Civil Engineer 250.00
City Engineer 250.00
Public Affairs Manager 200.00
Deputy City Manager 200.00
Recreation Supervisor 200.00
Recreation Manager 200.00
Employees receiving automobile allowance shall be eligible for reimbursement for travel
that exceeds two hundred miles round trip.
Adopted by Action of the City Council
April 1, 1974
Revised
7/74, 5/79, 6/80, 7/81, 8/84, 7/87, 1/89, 7/90,
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7/92, 6/96, 8/99, 6/00, 9/01, 1/02, 6/02, 10/07, 7/10, 7/11, 10/12, 12/12, 7/13, 11/15, 10/16
City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 5
ASSOCIATION MEMBERSHIPS AND
PROFESSIONAL PUBLICATIONS
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
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City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 6
OVERTIME WORKED
EXEMPT POSITIONS:
Management and non-represented professional employees are ineligible for overtime
payments for time worked in excess of what otherwise would be considered as a normal work
day or work week for other employees. However, no deduction from leave balances are made
when such an employee is absent for less than a regular work day as long as the employee has
his/her supervisor’s approval. Nothing in this policy precludes the alternative work schedule,
which may include an absence of a full eight hour day, when forty hours have been worked in
the same seven day work period.
NON-EXEMPT POSITIONS:
Confidential employees are eligible for overtime or compensation time, at their discretion,
for the time worked in excess of 40 hours per week. Nothing in this policy precludes the
alternative work schedule, which may include an absence of a full eight hour day, where forty
hours have been worked in the same seven day period.
COMPENSATORY TIME OFF
At the employee’s discretion, compensatory time (CTO) may be granted for overtime
worked at the rate of time and one-half for each hour worked in lieu of compensation in cash.
Employees, who have previously earned CTO, shall be allowed to schedule CTO at the
employee’s discretion provided (1) that prior supervisory approval has been obtained and (2) the
request is made in writing.
CTO may be accrued for up to 80 hours per calendar year. Any CTO earned exceeding
80 hours will be paid at the rate of time and one-half. An employee may carry over the unused
balance into the next calendar year. Any unused carryover balance will be automatically paid out
at the end of the calendar year.
An employee may exercise his/her option twice each calendar year to convert any/or all
accumulated compensatory time to cash.
Adopted by Action of the City Council
April 1, 1974
Revised
6/80, 7/91, 7/92, 6/96, 7/97, 4/07, 7/13, 10/16
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City of Cupertino
UNREPRESENTED EMPLOYEES’COMPENSATION PROGRAM
Policy No. 7
HEALTH BENEFITS PLAN - EMPLOYER CONTRIBUTION
It is the policy of the City of Cupertino to provide group hospital and medical 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
and their families through comprehensive health plans available only through employer
sponsorship.
Although the premium cost for the insurance provided remains the ultimate
responsibility of the employee in these positions, the City shall contribute the amounts listed
below towards the premium or pay the full cost of the premium if less than the stated amounts.
If the premium amounts for any employee covered by this policy are less than the amounts
listed below per month, the difference between the premium amount and the stated amounts
will be included in the employee’s gross pay. The City will no longer pay medical insurance
cash back (excess of the monthly premium less the cost of the medical coverage) for new any
employees hired after July 1, 2005.
Medical Insurance Coverage Level City Contribution
Employee 702.00
Employee + 1 762.00
Employee +2 802.00
October 1, 2016 City Max Health
Contribution
City Max Dental
Contribution*
City Total Max
Contribution
Employee 733.39 134.85 868.24
Employee +1 1246.59 134.85 1381.44
Employee +2 1620.57 134.85 1755.42
January 1, 2018 City Max Health
Contribution
City Max Dental
Contribution
City Total Max
Contribution
Employee 769.95 134.85 904.80
Employee +1 1308.92 134.85 1443.77
Employee +2 1701.60 134.85 1836.45
January 1, 2019 City Max Health
Contribution
City Max Dental
Contribution
City Total Max
Contribution
Employee 808.45 134.85 943.30
Employee +1 1374.37 134.85 1509.22
Employee +2 1786.68 134.85 1921.53
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Effective 11/1/13 or as soon as administratively possible, the City will establish a Health
Reimbursement Account (HRA) to be used towards health related expenses. Upon
establishment, the City will deposit an amount equal to $83.00/month from 7/1/13 to plan
enactment. Thereafter, employees will receive $83.00 /month in their HRA. Effective with the
first full pay period in July 2014, employees will receive an additional $80.00/month in HRA to
be used towards health related expenses.
During the 13/14 contract year, the City will be reopening negotiations to discuss
elimination of the CalPERS 100/90 retirement plan and replacement of said plan.
*Dental Coverage: Effective the first month after Council adoption of MOU, dental coverage is
capped at $2,500.00 per dependent per annual plan year for the term of this contract.
Adopted by Action of the City Council
September 16, 1974
Revised
7/75, 7/76, 7/77, 8/78, 7/79, 6/80, 6/81, 7/81, 6/82, 7/83, 7/84, 7/88, 7/89, 7/90, 7/91, 7/92, 6/95, 7/97,
7/99, 6/00, 6/02, 7/04, 6/05, 4/07,12/12, 7/13, 10/16
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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 annual accrual.
Adopted by Action of
the City Council
July 7, 1975
Revised 6/80, 6/89, 7/92, 7/99, 7/13
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City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 9
LIFE, AND LONG TERM DISABILITY INSURANCE, AND SHORT TERM DISABILITY
INSURANCE
It is the policy of the City of Cupertino to make available group insurance for
Management and Confidential employees that will mitigate the personal and family financial
hardships resulting from continuing disability that prevents an employee from performing
gainfully in his or her occupation. It is further the policy of the City of Cupertino to provide life
insurance benefits in an amount of two and one half times the employee’s annual salary to a
maximum of $250,000.00.
Employees occupying unrepresented positions may enroll in the disability income
program and the life insurance program offered if eligible under the contract provisions of the
policy and the personnel rules of the City. The full cost of premiums for these programs shall
be paid by the City for such employees.
Adopted by Action of
the City Council
September 16, 1976
Revised 7/76, 6/80, 6/81, 6/82, 6/92, 10/16
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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
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City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 11
PUBLIC EMPLOYEES’ RETIREMENT SYSTEM CONTRIBUTION
A. Employees hired on or before December 29, 2012 Only:
For employees hired on or before December 29, 2012, the City has contracted with CalPERS
for a 2.7% @55 formula.
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 4.5% 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 3.0% 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 1.75% 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.
Effective the first full pay period after adoption of this agreement by the City Council, 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
7.25% of applicable salary.
Effective in the first full pay period in July 2017, each employee shall pay the full 8.0% of
applicable salary of the employee’s contribution towards CalPERS.
B. For Employees hired by the City of Cupertino on December 30, 2012 or December 31, 2012
or a current CalPERS employee who qualifies as a classic member under CalPERS
Regulations Only:
For Employees hired by the City of Cupertino on December 30, 2012 or December 31, 2012
or a current CalPERS employee who qualifies as a classic member under CalPERS Regulations
only the City has contracted with CalPERS for a 2.0% @ 60 retirement formula, three year
average compensation.
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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.
Effective the first full pay period after and adoption of this agreement by the City Council, the
City shall not pay the employee’s contribution rate to the California Public Employees
Retirement System (CalPERS) and each employee shall pay the full 7% of applicable salary of
the employee’s contribution towards 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, 10/16
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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 $78.26134.85*
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.
*Dental Coverage: Effective the first month after Council adoption of agreement, dental
coverage is capped at $2,500.00 per dependent per annual plan year for the term of this contract.
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, 10/16
21
City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 13
ADMINISTRATIVE LEAVE
The department heads shall receive eighty (4080) hours of administrative leave with pay
per year. Unrepresented employees exempt from the provisions of the Fair Labor Standards
Act shall receive forty (2440) hours of administrative leave with pay per year.
Employees may accumulate administrative leave hours up to two times their annual
accrual.
Employees shall be eligible to convert administrative leave hours to pay one time each
calendar year.
Adopted by Action of
the City Council
July, 1988
Revised
7/92, 7/97, 7/99, 7/10, 12/12, 10/16
22
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
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 Pay
Period
Annual Accruals Maximum Accrual
0 - 3 Years 3.08 80 Hours 160 Hours
4 - 9 Years 4.62 120 Hours 240 Hours
10 – 14 Years 5.24 136 160 Hours 272 Hours
15 – 19 Years 6.16 160 176 Hours 320 Hours
20 + Years 6.77 176 192 Hours 352 Hours
An employee may accrue no more vacation credit than twice the annual rate being
earnedwhat is listed above.
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, 10/16
24
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.
15-092.
Adopted by Action of the City Council
July 7, 1997
Revised 7/99, 7/10, 8/12, 10/15
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
26
City of Cupertino
UNREPRESENTED EMPLOYEES’ COMPENSATION PROGRAM
Policy No. 18
WORK OUT OF CLASSIFICATION/WORK IN DUAL CLASSIFICATION
Work Out of Classification – Temporary assignment, approved in advance by the department
head, to a classification in a higher pay grade shall be compensated at the Step 1 rate of the
higher classification or at a rate five (5) percent greater than that of the regular position,
whichever is greater, for the number of hours assigned. In order to qualify for out-of-
classification pay, an employee shall work a minimum of eight (8) hours per day in the
temporary assignment.
Out of classification compensation shall not be used as a substitute for the permanent
classification or reclassification of positions. An employee may be assigned to work in a higher
class when there is a vacant position, either temporary (incumbent on leave of absence) or
permanent (vacant position which has not been filled), or when an employee assumes
additional work that would otherwise be performed by consultants which results in a cost
savings to the City. All requests for out of classification compensation must be approved by the
Human Resources Director. Persons approved to work out of class will continue to receive
salary step adjustments in their regular classification based upon satisfactory performance. The
out of class salary step will be adjusted in accordance to the policy set forth herein when the
employee’s salary in the permanent classification is adjusted.
Work in Dual Classifications – The City Manager may, in his or her sole discretion, grant a pay
differential up to five percent (5%) above the higher base salary to an employee assigned by the
City Manager to perform all of the duties of another position in addition to the employee’s
regular duties, provided that a differential of dual assignments under this provision shall only
be paid where the additional assignment is to a position equivalent to the level of the
employee’s regular position in a different department or division than the employee’s regular
classification, the duration of the additional assignment is for a period of one or more months,
and the published base salary for the equivalent level position is the same or lower than the
published salary for the employee’s current classification such that the employee does not
quality for working out of class pay.
Adopted by Action of the City Council
October 2016
Revised
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)
Amended 11/3/14 (Res. No. 14-209)
Amended 11/3/2015 (Res. No. 15-099 )
Amended 6/21/16 (Res. No. 16- )
Amended 10/4/16 (Res. No. )
28
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
Director of Recreation and Community
Service $12,595 $13,225 $13,887 $14,581 $15,310
Director of Public Works $12,852 $13,494 $14,169 $14,878 $15,621
Salary Effective July 1, 2014
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Assistant City Manager $14,350 $15,067 $15,820 $16,611 $17,422
Director of Administrative Services $12,256 $12,869 $13,513 $14,188 $14,898
Director of Community Development $12,144 $12,751 $13,389 $14,058 $14,761
Director of Recreation and Community
Service $12,784 $13,424 $14,095 $14,800 $15,540
Director of Public Works $13,045 $13,697 $14,382 $15,101 $15,856
Salary Effective July 1, 2015
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Assistant City Manager $14,529 $15,255 $16,018 $16,819 $17,660
Director of Administrative Services $12,409 $13,030 $13,681 $14,366 $15,084
Director of Community Development $12,399 $13,019 $13,670 $14,353 $15,071
Director of Recreation and Community
Service $12,944 $13,591 $14,271 $14,985 $15,734
Director of Public Works $13,208 $13,868 $14,561 $15,290 $16,054
29
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 Step 4 Step 5
Assistant City Attorney $11,265 $11,828 $12,420 $13,041 $13,693
Assistant Director of Public Works $10,274 $10,787 $11,327 $11,893 $12,488
Assistant to the City Manager $7,910 $8,305 $8,721 $9,157 $9,614
Building Official $9,339 $9,806 $10,297 $10,811 $11,352
Capital Improvement Program
Manager $9,328 $9,794 $10,284 $10,798 $11,338
City Clerk $8,152 $8,559 $8,987 $9,437 $9,909
City Planner $9,395 $9,865 $10,358 $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
30
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
Senior Recreation Supervisor $7,783 $8,172 $8,581 $9,010 $9,461
Sustainability Manager $7,909 $8,305 $8,720 $9,156 $9,614
Salary Effective July 1, 2015
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Assistant City Attorney $11,577 $12,156 $12,763 $13,402 $14,072
Assistant Director of Public Works $10,813 $11,354 $11,921 $12,518 $13,143
Assistant to the City Manager $8,129 $8,535 $8,962 $9,410 $9,881
Building Official $9,598 $10,078 $10,582 $11,111 $11,666
Capital Improvement Program
Manager $9,586 $10,066 $10,569 $11,097 $11,652
City Clerk $8,720 $9,156 $9,614 $10,095 $10,600
City Planner $9,985 $10,485 $11,009 $11,559 $12,137
Deputy City Attorney $8,330 $8,746 $9,184 $9,643 $10,125
Economic Development Mgr $9,880 $10,374 $10,892 $11,437 $12,009
Environmental Programs Manager $8,008 $8,408 $8,829 $9,270 $9,734
Finance Manager $10,221 $10,732 $11,269 $11,832 $12,424
Human Resources Manager $10,221 $10,732 $11,269 $11,832 $12,424
Information Technology Manager $9,554 $10,032 $10,534 $11,060 $11,613
Park Restoration and Improvement
Manager $9,586 $10,066 $10,569 $11,097 $11,652
Public Affairs Director $9,554 $10,032 $10,534 $11,060 $11,613
Public Works Project Manager $8,426 $8,848 $9,290 $9,755 $10,242
Public Works Supervisor $7,315 $7,680 $8,065 $8,468 $8,891
Recreation Supervisor $7,148 $7,505 $7,881 $8,275 $8,688
Senior Civil Engineer $10,059 $10,562 $11,090 $11,645 $12,227
Senior Management Analyst $8,069 $8,473 $8,896 $9,341 $9,808
Senior Recreation Supervisor $7,881 $8,275 $8,688 $9,123 $9,579
31
Sustainability Manager $8,008 $8,408 $8,829 $9,270 $9,734
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 Step 4 Step 5
Accountant $6,258 $6,571 $6,900 $7,245 $7,607
Accounting Technician $5,780 $6,069 $6,373 $6,691 $7,026
Administrative Assistant $5,195 $5,454 $5,727 $6,014 $6,314
Community Relations Coordinator $5,989 $6,288 $6,603 $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 Step 3 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
32
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
Accounting Technician I $5,506 $5,782 $6,071 $6,374 $6,693
Accounting Technician II $6,071 $6,374 $6,693 $7,028 $7,379
Administrative Assistant $5,339 $5,606 $5,886 $6,180 $6,489
Community Relations Coordinator $6,154 $6,462 $6,785 $7,125 $7,481
Deputy City Clerk $6,222 $6,534 $6,860 $7,203 $7,563
Executive Assistant to the City Manager $6,162 $6,470 $6,794 $7,133 $7,490
GIS Coordinator $6,589 $6,919 $7,265 $7,628 $8,010
Human Resources Analyst $6,989 $7,339 $7,706 $8,091 $8,496
Human Resources Analyst II $7,706 $8,091 $8,496 $8,920 $9,366
Human Resources Assistant $5,049 $5,302 $5,567 $5,845 $6,138
Human Resources Technician I $5,506 $5,782 $6,071 $6,374 $6,693
Human Resources Technician II $6,071 $6,374 $6,693 $7,028 $7,379
I.T. Assistant $5,718 $6,004 $6,304 $6,620 $6,951
Legal Services Manager $6,208 $6,518 $6,844 $7,187 $7,546
Management Analyst $7,525 $7,901 $8,296 $8,711 $9,147
Network Specialist $7,046 $7,399 $7,769 $8,157 $8,565
Senior Accountant $7,569 $7,947 $8,345 $8,762 $9,200
Web Specialist $6,666 $7,000 $7,350 $7,717 $8,103
AMENDED November 13, 2013
Salary Effective November 13, 2013
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Assistant Director of Community
Development
$9,829 $10,321 $10,837 $11,379 $11,948
Salary Effective July 1, 2014
Assistant Director of Community
Development
$9,977 $10,475 $10,999 $11,549 $12,127
Salary Effective July 1, 2015
Assistant Director of Community $10,101 $10,606 $11,137 $11,694 $12,278
33
Development
AMENDED December 17, 2013
Salary Effective December 17, 2013
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Service Center Superintendent $8,861 $9,304 $9,769 $10,258 $10,771
Salary Effective July 1, 2014
Service Center Superintendent $8,994 $9,443 $9,916 $10,411 $10,932
Salary Effective July 1, 2015
Service Center Superintendent $9,106 $9,562 $10,040 $10,542 $11,069
AMENDED November 3, 2015
Salary Effective November 3, 2015
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Chief Technology Officer/Director of
Information Services
$12,409 $13,063 $13,750 $14,438 $15,159
AMENDED July 1, 2016
Salary Effective July 1, 2016
Classification Step 1 Step 2 Step 3 Step 4 Step 5
Business Systems Analyst/Program
Manager $7,047 $7,399 $7,769 $8,157 $8,565
City Engineer $11,873 $12,467 $13,090 $13,745 $14,432
Deputy City Manager $10,757 $11,295 $11,859 $12,452 $13,075
GIS Program Manager $8,198 $8,608 $9,039 $9,490 $9,965
Maintenance Supervisor $7,315 $7,680 $8,065 $8,468 $8,891
Public Information Officer $8,129 $8,535 $8,962 $9,410 $9,881
ATTACHMENT A
CLASSES AND POSITIONS BY PAY GRADE
EFFECTIVE OCTOBER 1, 2016 – JUNE 30, 2019
Salary Effective October 1, 2016
Classification Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNTANT I $35.41 $37.18 $39.04 $41.00 $43.05
34
ACCOUNTANT II $39.04 $40.99 $43.04 $45.19 $47.45
ACCOUNTING TECHNICIAN $36.25 $38.06 $39.96 $41.96 $44.06
ADMINISTRATIVE ASSISTANT $31.88 $33.47 $35.15 $36.91 $38.75
ASSISTANT CITY ATTORNEY $71.89 $75.49 $79.26 $83.23 $87.39
ASSISTANT CITY MGR - COMM DEV $90.22 $94.74 $99.47 $104.45 $109.67
ASSISTANT DIRECTOR COMM DEV $63.09 $66.25 $69.56 $73.04 $76.69
ASSISTANT TO THE CITY MANAGER $50.48 $53.01 $55.66 $58.44 $61.36
ASST DIR PUBLIC WORKS ENG $67.15 $70.51 $74.04 $77.74 $81.62
BUILDING OFFICIAL $57.31 $60.18 $63.19 $66.35 $69.66
BUSINESS SYSTEMS ANALYST $45.02 $47.27 $49.64 $52.12 $54.73
CAPITAL IMPV PROGRAM MGR $57.24 $60.11 $63.11 $66.27 $69.58
CITY ARCHITECT $46.68 $49.01 $51.46 $54.03 $56.74
CITY CLERK $53.60 $56.28 $59.09 $62.05 $65.15
CITY ENGINEER $63.95 $67.15 $70.51 $74.04 $77.74
CITY PLANNER $59.63 $62.61 $65.74 $69.03 $72.48
COMMUNITY RELATIONS COORDINATOR $36.75 $38.59 $40.52 $42.55 $44.67
DEPARTMENT HEAD $77.44 $81.32 $85.38 $89.65 $94.13
DEPUTY BUILDING OFFICIAL $53.64 $56.32 $59.13 $62.09 $65.19
DEPUTY CITY ATTORNEY $51.73 $54.32 $57.03 $59.88 $62.88
DEPUTY CITY CLERK $38.25 $40.16 $42.17 $44.28 $46.49
DEPUTY CITY MANAGER $61.96 $65.06 $68.31 $71.72 $75.31
DIRECTOR OF PUBLIC WORKS $82.02 $86.12 $90.43 $94.95 $99.70
ECONOMIC DEVELOPMENT MANAGER $59.00 $61.95 $65.04 $68.29 $71.71
ENVIRONMENTAL PROGRAMS MANAGER $49.73 $52.22 $54.83 $57.57 $60.45
EXEC ASST TO CITY MANAGER $36.80 $38.64 $40.57 $42.60 $44.73
EXEC ASST TO THE CITY ATTNY $35.90 $37.69 $39.58 $41.56 $43.64
FINANCE MANAGER $61.03 $64.09 $67.29 $70.66 $74.19
GIS COORDINATOR $39.35 $41.32 $43.38 $45.55 $47.83
GIS PROGRAM MANAGER $48.95 $51.40 $53.97 $56.67 $59.50
HUMAN RESOURCE ANALYST I $41.66 $43.74 $45.93 $48.23 $50.64
HUMAN RESOURCES ANALYST II $45.93 $48.23 $50.64 $53.17 $55.83
HUMAN RESOURCES ASSISTANT $26.47 $27.80 $29.19 $30.65 $32.18
HUMAN RESOURCES MANAGER $61.03 $64.09 $67.29 $70.66 $74.19
HUMAN RESOURCES TECHNICIAN $36.25 $38.06 $39.96 $41.96 $44.06
I.T. ASSISTANT $34.15 $35.85 $37.65 $39.53 $41.51
INFORMATION TECHNOLOGY MANAGER $59.34 $62.30 $65.42 $68.69 $72.12
LEGAL SERVICES MANAGER $37.07 $38.93 $40.87 $42.92 $45.06
MANAGEMENT ANALYST $42.02 $44.12 $46.33 $48.64 $51.07
NETWORK SPECIALIST $45.02 $47.27 $49.64 $52.12 $54.73
PARK RESTORATION IMPV MGR $57.24 $60.11 $63.11 $66.27 $69.58
PERMIT CENTER MANAGER $53.64 $56.32 $59.13 $62.09 $65.19
35
PUBLIC AFFAIRS MANAGER $52.18 $54.79 $57.53 $60.41 $63.43
PUBLIC INFORMATION OFFICER $50.48 $53.01 $55.66 $58.44 $61.36
PUBLIC WORKS PROJECT MANAGER $50.32 $52.83 $55.48 $58.25 $61.16
PUBLIC WORKS SUPERVISOR $43.68 $45.86 $48.16 $50.57 $53.09
RECREATION MANAGER $47.06 $49.41 $51.88 $54.48 $57.20
RECREATION SUPERVISOR $42.68 $44.82 $47.06 $49.41 $51.88
SENIOR ACCOUNTANT $45.20 $47.46 $49.83 $52.32 $54.94
SENIOR CIVIL ENGINEER $60.07 $63.07 $66.23 $69.54 $73.01
SENIOR MANAGEMENT ANALYST $45.93 $48.23 $50.64 $53.17 $55.83
SERVICE CENTER SUPERINTENDENT $55.46 $58.24 $61.15 $64.21 $67.42
SUSTAINABILITY MANAGER $49.73 $52.22 $54.83 $57.57 $60.45
WEB SPECIALIST $39.81 $41.80 $43.89 $46.08 $48.39
Salary Effective First Full Pay Period in July
2017
Classification Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNTANT I $36.56 $38.39 $40.31 $42.33 $44.44
ACCOUNTANT II $40.31 $42.32 $44.44 $46.66 $48.99
ACCOUNTING TECHNICIAN $37.43 $39.30 $41.26 $43.33 $45.49
ADMINISTRATIVE ASSISTANT $32.92 $34.56 $36.29 $38.10 $40.01
ASSISTANT CITY ATTORNEY $75.17 $78.93 $82.88 $87.02 $91.37
ASSISTANT CITY MGR - COMM DEV $96.88 $101.73 $106.81 $112.15 $117.76
ASSISTANT DIRECTOR COMM DEV $67.75 $71.14 $74.69 $78.43 $82.35
ASSISTANT TO THE CITY MANAGER $54.21 $56.92 $59.76 $62.75 $65.89
ASST DIR PUBLIC WORKS ENG $72.11 $75.71 $79.50 $83.47 $87.65
BUILDING OFFICIAL $59.18 $62.13 $65.24 $68.50 $71.93
BUSINESS SYSTEMS ANALYST $46.49 $48.81 $51.25 $53.81 $56.50
CAPITAL IMPV PROGRAM MGR $59.10 $62.06 $65.16 $68.42 $71.84
CITY ARCHITECT $48.19 $50.60 $53.13 $55.79 $58.58
CITY CLERK $55.34 $58.11 $61.01 $64.06 $67.27
CITY ENGINEER $68.67 $72.11 $75.71 $79.50 $83.47
CITY PLANNER $61.57 $64.64 $67.88 $71.27 $74.83
COMMUNITY RELATIONS COORDINATOR $37.95 $39.84 $41.84 $43.93 $46.12
DEPARTMENT HEAD $83.16 $87.32 $91.68 $96.27 $101.08
DEPUTY BUILDING OFFICIAL $55.38 $58.15 $61.06 $64.11 $67.31
DEPUTY CITY ATTORNEY $54.09 $56.79 $59.63 $62.62 $65.75
DEPUTY CITY CLERK $39.49 $41.46 $43.54 $45.71 $48.00
DEPUTY CITY MANAGER $66.32 $69.63 $73.12 $76.77 $80.61
DIRECTOR OF PUBLIC WORKS $88.08 $92.48 $97.10 $101.96 $107.06
ECONOMIC DEVELOPMENT MANAGER $60.91 $63.96 $67.16 $70.51 $74.04
ENVIRONMENTAL PROGRAMS MANAGER $53.40 $56.07 $58.88 $61.82 $64.91
36
EXEC ASST TO CITY MANAGER $37.99 $39.89 $41.89 $43.98 $46.18
EXEC ASST TO THE CITY ATTNY $37.07 $38.92 $40.87 $42.91 $45.05
FINANCE MANAGER $63.02 $66.17 $69.48 $72.95 $76.60
GIS COORDINATOR $40.63 $42.66 $44.79 $47.03 $49.38
GIS PROGRAM MANAGER $50.54 $53.07 $55.72 $58.51 $61.44
HUMAN RESOURCE ANALYST I $43.02 $45.17 $47.42 $49.80 $52.29
HUMAN RESOURCES ANALYST II $47.42 $49.80 $52.29 $54.90 $57.65
HUMAN RESOURCES ASSISTANT $27.33 $28.70 $30.14 $31.64 $33.23
HUMAN RESOURCES MANAGER $63.02 $66.17 $69.48 $72.95 $76.60
HUMAN RESOURCES TECHNICIAN $37.43 $39.30 $41.26 $43.33 $45.49
I.T. ASSISTANT $35.26 $37.02 $38.87 $40.81 $42.86
INFORMATION TECHNOLOGY MANAGER $61.33 $64.39 $67.61 $70.99 $74.54
LEGAL SERVICES MANAGER $38.28 $40.19 $42.20 $44.31 $46.53
MANAGEMENT ANALYST $43.38 $45.55 $47.83 $50.22 $52.73
NETWORK SPECIALIST $46.49 $48.81 $51.25 $53.81 $56.50
PARK RESTORATION IMPV MGR $59.10 $62.06 $65.16 $68.42 $71.84
PERMIT CENTER MANAGER $55.38 $58.15 $61.06 $64.11 $67.31
PUBLIC AFFAIRS MANAGER $53.88 $56.57 $59.40 $62.37 $65.49
PUBLIC INFORMATION OFFICER $54.21 $56.92 $59.76 $62.75 $65.89
PUBLIC WORKS PROJECT MANAGER $51.95 $54.55 $57.28 $60.14 $63.15
PUBLIC WORKS SUPERVISOR $45.10 $47.36 $49.72 $52.21 $54.82
RECREATION MANAGER $48.59 $51.02 $53.57 $56.25 $59.06
RECREATION SUPERVISOR $44.07 $46.27 $48.59 $51.02 $53.57
SENIOR ACCOUNTANT $46.67 $49.00 $51.45 $54.02 $56.72
SENIOR CIVIL ENGINEER $62.02 $65.12 $68.38 $71.80 $75.39
SENIOR MANAGEMENT ANALYST $47.42 $49.80 $52.29 $54.90 $57.64
SERVICE CENTER SUPERINTENDENT $57.27 $60.13 $63.14 $66.29 $69.61
SUSTAINABILITY MANAGER $53.40 $56.07 $58.88 $61.82 $64.91
WEB SPECIALIST $41.10 $43.16 $45.32 $47.58 $49.96
Salary Effective First Full Pay Period in July
2018
Classification Step 1 Step 2 Step 3 Step 4 Step 5
ACCOUNTANT I $37.48 $39.35 $41.32 $43.39 $45.56
ACCOUNTANT II $41.32 $43.38 $45.55 $47.83 $50.22
ACCOUNTING TECHNICIAN $38.36 $40.28 $42.30 $44.41 $46.63
ADMINISTRATIVE ASSISTANT $33.74 $35.43 $37.20 $39.06 $41.01
ASSISTANT CITY ATTORNEY $77.05 $80.91 $84.95 $89.20 $93.66
ASSISTANT CITY MGR - COMM DEV $99.90 $104.90 $110.14 $115.65 $121.43
ASSISTANT DIRECTOR COMM DEV $71.87 $75.47 $79.24 $83.20 $87.36
ASSISTANT TO THE CITY MANAGER $57.34 $60.21 $63.22 $66.38 $69.70
37
ASST DIR PUBLIC WORKS ENG $74.35 $78.07 $81.98 $86.07 $90.38
BUILDING OFFICIAL $60.66 $63.69 $66.87 $70.22 $73.73
BUSINESS SYSTEMS ANALYST $47.65 $50.03 $52.53 $55.16 $57.92
CAPITAL IMPV PROGRAM MGR $60.58 $63.61 $66.79 $70.13 $73.64
CITY ARCHITECT $49.40 $51.87 $54.46 $57.18 $60.04
CITY CLERK $56.72 $59.56 $62.54 $65.67 $68.95
CITY ENGINEER $70.81 $74.35 $78.07 $81.98 $86.07
CITY PLANNER $63.10 $66.26 $69.57 $73.05 $76.70
COMMUNITY RELATIONS COORDINATOR $38.90 $40.84 $42.88 $45.03 $47.28
DEPUTY BUILDING OFFICIAL $56.76 $59.60 $62.58 $65.71 $69.00
DEPUTY CITY ATTORNEY $55.44 $58.21 $61.13 $64.18 $67.39
DEPUTY CITY CLERK $40.48 $42.50 $44.63 $46.86 $49.20
DEPUTY CITY MANAGER $67.98 $71.38 $74.94 $78.69 $82.63
DEPARTMENT HEAD $70.36 $73.87 $77.57 $81.45 $85.52
DIRECTOR OF PUBLIC WORKS $90.82 $95.36 $100.13 $105.13 $110.39
ECONOMIC DEVELOPMENT MANAGER $62.44 $65.56 $68.84 $72.28 $75.89
ENVIRONMENTAL PROGRAMS MANAGER $56.46 $59.28 $62.24 $65.36 $68.62
EXEC ASST TO CITY MANAGER $38.94 $40.89 $42.93 $45.08 $47.34
EXEC ASST TO THE CITY ATTNY $37.99 $39.89 $41.89 $43.98 $46.18
FINANCE MANAGER $64.59 $67.82 $71.21 $74.78 $78.51
GIS COORDINATOR $41.64 $43.73 $45.91 $48.21 $50.62
GIS PROGRAM MANAGER $51.81 $54.40 $57.12 $59.97 $62.97
HUMAN RESOURCE ANALYST I $44.09 $46.30 $48.61 $51.04 $53.59
HUMAN RESOURCES ANALYST II $48.61 $51.04 $53.59 $56.27 $59.09
HUMAN RESOURCES ASSISTANT $28.02 $29.42 $30.89 $32.43 $34.06
HUMAN RESOURCES MANAGER $64.59 $67.82 $71.21 $74.78 $78.51
HUMAN RESOURCES TECHNICIAN $38.36 $40.28 $42.30 $44.41 $46.63
I.T. ASSISTANT $36.14 $37.95 $39.84 $41.83 $43.93
INFORMATION TECHNOLOGY MANAGER $62.86 $66.00 $69.30 $72.77 $76.41
LEGAL SERVICES MANAGER $39.23 $41.20 $43.26 $45.42 $47.69
MANAGEMENT ANALYST $44.47 $46.69 $49.03 $51.48 $54.05
NETWORK SPECIALIST $47.65 $50.03 $52.53 $55.16 $57.92
PARK RESTORATION IMPV MGR $60.58 $63.61 $66.79 $70.13 $73.64
PERMIT CENTER MANAGER $56.76 $59.60 $62.58 $65.71 $69.00
PUBLIC AFFAIRS MANAGER $55.22 $57.98 $60.88 $63.93 $67.12
PUBLIC INFORMATION OFFICER $57.34 $60.21 $63.22 $66.38 $69.70
PUBLIC WORKS PROJECT MANAGER $53.25 $55.92 $58.71 $61.65 $64.73
PUBLIC WORKS SUPERVISOR $46.23 $48.54 $50.97 $53.51 $56.19
RECREATION MANAGER $49.80 $52.29 $54.91 $57.65 $60.54
RECREATION SUPERVISOR $45.17 $47.43 $49.80 $52.29 $54.91
SENIOR ACCOUNTANT $47.83 $50.23 $52.74 $55.37 $58.14
38
SENIOR CIVIL ENGINEER $63.57 $66.75 $70.09 $73.59 $77.27
SENIOR MANAGEMENT ANALYST $48.61 $51.04 $53.59 $56.27 $59.09
SERVICE CENTER SUPERINTENDENT $58.70 $61.63 $64.72 $67.95 $71.35
SUSTAINABILITY MANAGER $56.46 $59.28 $62.24 $65.36 $68.62
WEB SPECIALIST $42.13 $44.24 $46.45 $48.77 $51.21