HomeMy WebLinkAboutRES 96-53-MRESOLUTION NO. 96-53M
RESOLUTION OF THE CITY OF DIAMOND BAR SETTING FORTH PERSONNEL RULES AND
REGULATIONS REGARDING THE PAYMENT OF SALARIES, SICK LEAVE, VACATIONS,
LEAVES OF ABSENCES, AND OTHER REGULATIONS
THE CITY COUNCIL OF THE CITY OF DIAMOND BAR HEREBY RESOLVES, ORDERS,
AND DETERMINES AS FOLLOWS:
WHEREAS, the City Council has determined that it is necessary to the efficient operation and
management of the City that rules and regulations be maintained prescribing sick leave, vacation, leaves
of absences, and other regulations for the officers and employees of the City; and
WHEREAS, it is necessary from time to time to establish comprehensive wage and salary
schedules and to fix the rates of compensation to be paid to officers and employees of the City.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Diamond Bar,
California, as follows:
SECTION 1. COMPREHENSIVE WAGE AND SALARY PLAN
There is hereby established a Comprehensive Wage and Salary Plan for employees of the City of
Diamond Bar. The Comprehensive Wage and Salary Plan is designed to provide for a fair and efficient
framework for the administration of wages and is based upon the recommendations of the City Manager.
SECTION 2. SALARY SCHEDULE
Pursuant to Ordinance 21 (1989), the Diamond Bar City Council hereby establishes the salaries
and the various full-time positions of the City of Diamond Bar. As of the pay period commencing on July
1, 2000, the compensation of the various classes of positions shall be as shown on Schedule A and B
(attached).
SECTION 3. FULL-TIME SALARY SCHEDULE GUIDELINES
New employees shall be hired at the entry step or any step at the discretion of the City Manager
and must successfully complete a one-year probation period. At the end of six months, the employee will
be given a performance evaluation and may be eligible for the next step. Every year thereafter,
employees shall be given a performance evaluation and shall move to each successive step, so long as the
employee's performance is satisfactory or above.
SECTION 4. PROBATION
- In an effort to monitor newly hired employees, the probation period for newly hired employees is
one year.
96-53M
RESOLUTION 96-53M
Page Two
SECTION 5. MILEAGE REIMBURSEMENT
Private automobiles are not to be used for the City business except as authorized. The
City Manager may authorize such use at the reimbursement rate equal to that set forth by the
Internal Revenue Service. Payments shall be based upon the most direct route to and from the
destination, and garage and parking expenses shall be paid in addition to the current rate, upon
submission of paid receipts.
SECTION 6. HEALTH, DENTAL, VISION, LIFE, DEFERRED
COMPENSATION, LONG TERM DISABILITY AND
UNEMPLOYMENT INSURANCE.
All designated officials, full-time employees and designated permanent part time
employees are eligible to receive group health, dental, vision, life, deferred compensation,
disability insurance and unemployment insurance within the City's group insurance carrier(s),
with the administrative cost and premiums paid by the City to a maximum established in Section
7, after 30 days of employment. Dependents of employees are eligible for health, dental and
vision insurance.
SECTION 7. FRINGE BENEFIT PACKAGE
An employee benefit program is authorized wherein all designated employees, full-time
and designated permanent part-time employees have a choice of medical and/or fringe benefits,
as described in Section 6, in an amount not to exceed $675.00 a month, paid by the City.
A. Employees, defined as Management shall receive an additional $30.00 per month to be
applied as described in Section 6.
B. All employees shall participate in the Life, Dental and Vision Insurance programs. The
City shall pay the cost of the employee in addition to the benefit program described in
Section 6 or Section 7(A). Monies in excess of the City 's 457 Plan shall be paid off
annually each December.
C. All eligible employees may participate in the City's 401(A) deferred compensation plan.
SECTION 8. PART-TIME EMPLOYMENT
Hourly compensation for the various part-time positions shall be as set forth in Schedule
B (attached).
SECTION 9. STATUS OF EMPLOYMENT
All employees serve under the City Manager, pursuant to Government Code Section 34856. Per
Government Code Section 36506, nothing in these rules and regulations shall be construed to
provide employees with any tenure or property interest in employment.
RESOLUTION 96-53M
Page Three
SECTION 10. PUBLIC EMPLOYEES' RETIREMENT SYSTEM - DEFERRED
COMPENSATION
The City of Diamond Bar shall pay the employee contribution of said employee salary to
the State Public Employees' Retirement System (PERS) as deferred income.
SECTION 11. PAY PERIODS
The compensation due to all officers and employees of the City shall be on a bi-weekly
basis.
SECTION 12. PAY DAYS
Warrants, checks or electronic transfers in the payment of compensation shall be made
available by the City to employees and officers of the City on the Friday succeeding the close of
any given pay period. In an event that pay day falls on a holiday, all warrants or checks in
payment of compensation shall be made available to the City employee on the last work day
preceding the holiday.
SECTION 13. WORKING HOURS AND OVERTIME
A. Eight (8) hours, exclusive of lunch period, shall constitute a day's work for all full time
employees.
B. The official work week of the City of Diamond Bar shall be five (5) working days of
eight (8) hours each. It shall be the duty of each Department Head to arrange the work of
their Department so that each employee therein shall not work more than five (5) days in
each calendar week. The City Manager may require an employee to temporarily perform
service in excess of five (5) days per week when public necessity or convenience so
requires.
C Whenever an employee, other than an Management employee, shall be required to work
overtime, beyond 40 hours per week, such person shall receive compensation for such
overtime worked at one and one-half (1 1/2) times the regular rate of pay, provided they
have completed full 40 hour work week.
D. Any full time employee, other than an Management Team Member, who is required to
work on an observed holiday beyond the regular 40 hour work week, shall be entitled to
pay at the rate of two (2) times the regular rate of pay provided they have worked a 40
- hour work week.
E. Full-time and permanent part-time employees are prohibited from working overtime
without express authorization from the City Manager.
RESOLUTION 96-53M
Page Four
F. There is nothing contained within this Section to exclude the City from implementing a
4-10 or 9-80 Plan at their option.
SECTION 14. ANNUAL VACATION
A. A full time employee, pursuant to the below schedule, shall be entitled to a vacation, to
be accrued at the appropriate hours per pay period. Designated permanent part-time
employees who are eligible for vacation time receive such at a pro -rated accrual rate
based upon hours scheduled to work.
YEARS OF SERVICE VACATION ACCRUAL
1 - 5 10 days 3.08 hours
6-10 15 days 4.62 hours
11 & up 20 days 6.15 hours
B. Vacation time may be accumulated to a maximum of twenty (20) days (160 hours). Once
the 160 -hour maximum accumulation is exceeded, no further vacation leave shall accrue
until the employee reduces the accumulation below the maximum. The City Manager
may approve vacation time accumulations exceeding twenty (20) days, provided the
vacation hours are scheduled to be expended within one month of exceeding the
maximum hours. The City Manager may also allow the vacation time to be reduced
through the pay out of vacation time. Requests for exceeding maximum accruals or
payout should be submitted in writing to the City Manager.
C. The total vacation allowance shall be computed to the nearest whole day based upon the
number of full months of City service.
D. In the event one or more observed holidays follow accumulated vacation leave, such days
shall not be charged as vacation leave and the vacation leave shall be extended
accordingly for those employees eligible for such holidays.
E. An employee shall take vacation at such time during the calendar year based upon due
regard to the needs of the employee's services and the work schedule.
F. Vacation shall be taken during the year following which the vacation privilege has been
earned.
G. The time set for the vacation of the City Manager shall be subject to the approval of the
City Council.
H. Employees who terminate shall be paid the salary equivalent to all accrued and
accumulated vacation.
RESOLUTION 96-53M
Page Five
I. All vacation requests shall be made at least ten (10) days in advance and employee's
supervisor and City Manager must give prior approval.
J. If an employee does not request time off in advance and simply does not show up for
work, the City Manager may deny the use of vacation time or other benefit for the time
off, and said employee is subject to disciplinary action including discharge.
K. Management employees, for the purpose of accrual, shall be credited with previous
municipal experience, up to five (5) years of service.
SECTION 15. SICK LEAVE
A. Sick leave with pay shall be accrued by full-time employees at a rate of 3.08 hours per
pay period.. Permanent part-time employees who are eligible for sick leave receive such
as a pro -rated accrual rate based upon hours scheduled to work.
B. Employees are eligible to use sick leave, as it is accrued and/or accumulated.
C. Unused sick leave may be accumulated to a maximum total not to exceed 160 hours.
Absence or illness may not be charged to sick leave if not already accrued and/or
accumulated.
D. Each full time employee shall be paid one-half (1/2) of the unused balance of the
annually accrued sick leave, accrued during a given accrual year, when the then annual
accrual results in sick leave in excess of the maximum allowable accumulation of 160
hours. The sick leave payout shall only apply to the amount that is in excess of the
maximum allowable accumulated amount of 160 hours. The annual accrued sick leave,
over the maximum accumulation, shall be paid once a year, at the employee's current
wage at the time of payment. Said payment is to be made on the first day in December,
or at such other time as the City Manager may determine, at his/her absolute discretion,
as appropriate.
E. Sick leave shall be allowed only in case of necessity and actual sickness or disability of
the employee or dependent family members, as determined by the City Manager. In
order to receive sick leave with pay, the employee shall notify the Department Head prior
to or within two (2) hours after the time set for beginning daily duties. The City Manager
may, if he/she deems necessary, require the employee to file a Physician's Certificate or a
Personal Affidavit.
RESOLUTION 96-53M
Page Six
F. Sick leave shall not accrue to any employee for any month in which that employee is on
unpaid leave and does not work a minimum of ten (10) eight (8) hour working days in
any one month.
G. If an employee does not show up for work and does not call in within two hours, the City
Manager may deny use of sick leave for the unauthorized time off, and employee is
subject to disciplinary action.
H. Except as otherwise required by law, employees using all accumulated sick leave may be
deemed to have abandoned their employment.
I. After five (5) years of service, when an employee retires, resigns or terminates in good
standing, that employee will be paid all accumulated sick leave at a rate of one-half (1/2)
of the employee's current rate of pay at his/her date of termination.
SECTION 16. BEREAVEMENT LEAVE
When circumstances are such and the City Manager determines that conditions warrant,
three (3) paid bereavement leave days may be granted in the event of death of a relative of a full-
time employee. "Relative" is defined as spouse, parents, children, step -children, brother, sisters,
grandparents, grandchildren, half-brothers, half-sisters, aunts, uncles, to the City employee or as
may be approved by the City Manager.
SECTION 17. UNAUTHORIZED LEAVE
If an employee does not show up for work for three consecutive work days without
notifying said employee's supervisor or Department Head, said employee shall be considered to
have voluntarily terminated employment with the City.
SECTION 18. ON-THE-JOB INJURY
Whenever a person is compelled to be absent from employment with the City on account of
injury arising out of or in the course of that employee's employment as determined by the
Workers' Compensation Act, the employee may elect to apply pro -rated accrued sick leave, if
any, to such absence to receive compensation of an amount of the difference between the
compensation received under the Workers' Compensation Act and that employee's regular pay,
not to exceed the amount of the employee's earned sick leave. An employee in such instance may
also elect to use any earned vacation time in like manner after sick leave is exhausted. The City
will pay the employee up to three (3) days of that employee's regular salary as it relates to an on-
the-job injury and if not covered by Workers' Compensation. —
RESOLUTION 96-53M
Page Seven
SECTION 19. JURY DUTY
If a full-time employee is called for jury duty, such person shall receive regular pay while
actually performing jury service, however, any amount received by such employee as payment
for services as juror shall be reimbursed to the City. All mileage paid to the employee, as a juror
shall not be considered as a reimbursable item to the City. Permanent part-time employees who
are eligible for jury duty receive such as a pro -rated accrual rate based upon hours scheduled to
work.
SECTION 20. ATTENDANCE
Full time employees shall be in attendance at their work in accordance with the rules
regarding hours of work, holidays, and leave. Departments shall keep attendance records of all
employees. Absence of any employee without leave may result in possible disciplinary action,
including discharge.
SECTION 21. HOLIDAYS
— A. Holidays which fall on Saturday shall be observed on the proceeding Friday, and holidays
which fall on Sunday shall be observed on the following Monday. Paid holidays are only
for the observed days.
B. The City of Diamond Bar's observed paid holidays are as follows:
1.
New Year's Day (January 1)
2.
Washington's Birthday (observed the third Monday in February)
3.
Memorial Day (observed the last Monday in May)
4.
Independence Day (July 4)
5.
Labor Day (observed first Monday in September)
6.
Veteran's Day (November 11)
7.
Thanksgiving Day
8.
Day following Thanksgiving Day
9.
Christmas Eve (December 24)
10.
Christmas Day (December 25)
11.
Two (2) Floating Holidays
SECTION 22. FLOATING HOLIDAYS
A. Each full time employee is allowed two (2) floating holidays (8 hours each) per calendar
year, January through December. Permanent part-time employees are allowed two (2)
floating holidays (6 hours each) per calendar year, January through December.
B. Floating Holidays are not cumulative- and must be used during the above period or said
employee will lose the allocated hours.
RESOLUTION 96-53M
Page Eight
C. Each employee must submit a request in advance, and approval must be given by the
employee's supervisor and Department Head.
D. A full time employee is eligible to use floating holidays as they are accrued.
E. Floating Holidays may be used in lieu of sick leave only if all other benefit time has been
exhausted.
SECTION 23. TRAINING PLAN
The City Manager and employees of the City are eligible to request specialized training in the
form of symposiums, special courses, forums, etc., at the City's expense.
SECTION 24. LEAVE OF ABSENCE
Leave of absence without pay may only be granted by the City Manager and shall not
exceed one year, except as otherwise prescribed by law.
SECTION 25. RESIGNATION
An employee wishing to terminate employment in good standing shall file a written
resignation with the City Manager stating the effective date and reasons for leaving, at least two
(2) weeks prior to the resignation. Failure to give such notice shall mean the employee did not
terminate in good standing, unless by reason of hardship and upon that employee's request, the
City Manager has waived the two-week notice requirement.
SECTION 26. ANTI -NEPOTISM PROVISION
A. Relatives of those listed below may not be employed anywhere in the City organization:
1. City Council Members;
2. Standing Board and Commission members;
3. Management Team Members of the City;
4. Employees of the City Manager's Department; or
5. Employees of the Personnel Department.
B. The employment of a relative within a department is prohibited when they:
1. Perform joint duties;
2. Share responsibility of authority;
3. Function in the same chain of command; and
4. Work on the same shift at the same work site.
C. For business reasons of supervision, safety, security or morale, the City may refuse to
place one spouse under the direct supervision of the other spouse.
RESOLUTION 96-53M
Page Nine
D. For business reasons of supervision, safety, security or morale, an employer may refuse
to place both spouses in the same department, division, or facility if the work involves
potential conflicts of interest or other hazards greater for married couples than other
persons.
E. "Relative" means child, stepchild, parent, grandparent, grandchild, brother, sister, half-
brother, half-sister, aunt, uncle, niece, nephew, parent -in-law, brother -in law, sister-in-
law, or another individual related by blood or marriage.
F. "Employee" means any person who receives a City paycheck for services rendered to the
City.
G. For business reasons, this sections shall be enforced to address the marriage of employees
in the City's employment, with in six (6) months of said marriage.
H. Appeal of the enforcement of this section shall be in accordance to the City's grievance
procedures.
- SECTION 27. NON-DISCRIMINATION
The City of Diamond Bar does hereby affirm to adopt and support a policy of non-
discrimination with regard to all phases of personnel recruitment, selection and appointment.
The City further declares that it will not exclude from participation in, deny the benefits to, or
subject to discrimination any person on the basis of race, color, sex, religious affiliation, national
origin, age or disability, thereby affirming the City of Diamond Bar's posture as an equal
opportunity employer.
SECTION 28. EMPLOYEE PERFORMANCE EVALUATION APPEALS
PROCEDURES
It is the intent of the City to offer fair and equitable appeals procedures for employee's
performance evaluations. Below are the official guidelines.
A. Employee and supervisor meet to review and discuss the employee's performance
evaluation.
B. The employee may respond in writing to the contents of the evaluation. The employee
must submit this response to the Department Head within five (5) working days
immediately following receipt of the evaluation.
C. The Department Head, as the reviewing official, shall respond in writing to the employee
within five (5) working days. This response becomes an official part of the evaluation.
RESOLUTION 96-53M
Page Ten
D. If the Department Head does not respond or if the employee chooses to continue to
appeal following the response from the reviewing official, the employee must submit an
additional written response to the Personnel Officer within five (5) working days after
receipt of the reviewing official's response.
E. The Personnel Officer shall review the evaluation appeal within five (5) days with the
employee, supervisor and Department Head. Every effort will be made at this level to
resolve the appeal. If the Personnel Officer and City Manager are the same, the appeal
shall proceed directly to the City Manager. If the Personnel Officer and City Manager are
the same, the appeal shall proceed directly to the City Manager.
F. If the matter is not settled, a written appeal may be submitted to the City Manager by the
employee within five (5) working days following the decision rendered in writing by the
Personnel Officer.
G. The City Manager shall review the appeal with the employee, supervisor, Department
head and Personnel Officer. The decision shall be rendered in writing within fifteen (15)
working days by the City Manager, and the decision of the City Manager shall be final.
SECTION 29. POST OFFER PHYSICAL EXAMS
As a condition of an offer of City employment must successfully pass a post -offer
physical and substance abuse exams and are subject to fingerprinting and a background
investigation. The candidates being considered for employment will be sent to a City authorized
physician at the City's expense.
SECTION 30. EMERGENCY CALL -OUT POLICY
The following Emergency Call -Out Policy shall be adhered to:
A. When a full time employee or permanent part-time, other than an Management
employee, is called out for a City emergency, the employee shall be given a
minimum of two hours pay, regardless of the amount of time it takes to rectify the
problem.
B. The employee shall be paid overtime per Section 13.
SECTION 31. ADMINISTRATIVE LEAVE
Management employees are allowed two (2) days of administrative leave per fiscal year. —
Additional days of leave may be authorized by the City Manager, based on the number of total
hours the individual works over and above 40 hours per week.
RESOLUTION 96-53M
Page Eleven
A. Management employees do not receive paid overtime, and this leave is to recognize those
employees who work over and above 40 hours per week.
B. For purposes of the City's Personnel System, Management Employees are defined as all
employees who occupy positions in the below listed classifications:
Accountant II
Administrative Assistant
Assistant to the City Manager
Associate Engineer
Associate Planner
City Clerk
Communications and Marketing Director
Communications and Marketing Coordinator
Community Services Assistant
Deputy City Manager
Public Works Director
Development Services Assistant
Director of Community Services
Director of Finance
Public Works Supervisor
Recreation Superintendent
Secretary to the City Manager/Office Manager
Senior Administrative Assistant
Superintendent of Parks & Maintenance
C. Administrative leave may not be accumulated and carried over to the following year. It
must be used by June 30 of each fiscal year. Leave may be granted in hourly increments.
Requests shall be submitted to employee's immediate supervisor for approval, then
forwarded to the City Manager for approval. Administrative leave will be authorized at
the convenience of the City and the work schedule.
SECTION 32. MEDICARE
Pursuant to Revenue Billing 86-68 of the Internal Revenue Code, all employees hired
after March 31, 1987 will have 1.45 percent of their base salary deducted from their paycheck to
be paid to Medicare. The City will match the 1.45 percent as mandated by law.
SECTION 33. IMMIGRATION REFORM AND CONTROL ACT OF 1986
In compliance with the Immigration Reform and Control Act of 1986, all new employees
must verify identity and entitlement to work in the United States by providing required
documentation.
RESOLUTION 96-53M --
Page Twelve
SECTION 34. EXTENDED BENEFITS - COBRA
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) provides for
the continuation of health care coverage to certain employees who terminated employment and
beneficiaries of employees who die, become disabled or are divorced. Employees become
eligible for continued coverage upon termination of service, whether voluntary or not (other than
termination for gross misconduct), retirement or reduction in hours worked. For these
employees and their dependents, continued coverage is available for the time period set forth by
law, at their expense.
SECTION 35. TUITION REIMBURSEMENT
Subject to Council fiscal year budget authorization, each employee shall be entitled to
reimbursement in the amount of $500 per fiscal year, for college -level or university -level
educational courses (including tuition and related books), which have been approved by the
personnel Officer or his/her designate as being job-related and of value to the City.
Reimbursement under this Section is contingent upon the verification of the attainment of a letter
grade of "C" or better, or in those cases where no letter grade is given, verification of completion
of the course with a 'Pass" or "Credit" grade and submittal of a receipt for registration bearing
the name of the course, for which reimbursement is being requested. In the case of
reimbursement for books for any approved/verified course; a syllabus, course reading list or
course outline showing the book as being required for the course, plus a receipt bearing the title
of the book shall be submitted.
SECTION 36. PART TIME EMPLOYEES' RETIREMENT
Effective July 1, 1991, part time, seasonal and temporary employees will be covered by a
retirement system, under Social Security (OASDI). An employee's contribution rate shall be
6.2% on wages up to the maximum provided by law (up to $72,600.) The employer's tax rate is
the same. Election workers and emergency workers are excepted from coverage, under this
section.
SECTION 37. SEVERABILITY
The City Council declares that, should any provision, section, paragraph, sentence, or work of
this Resolution be rendered or declared invalid by any final Court action in a court of competent
jurisdiction, or by reason of any preemptive legislation, the remaining provisions, sections,
paragraphs, sentences, and words of this Resolution shall'remain in full force and effect.
SECTION 38 Resolution No. 96-53 L is hereby repealed in its entirety. --
RESOLUTION 96-53M
Page Thirteen
ADOPTED AND APPROVED THIS 2 0th day of June , 2000
Mayor
I, LYNDA BURGESS, City Clerk of the City of Diamond Bar, do hereby certify that the
foregoing Resolution was passed, approved and adopted at a meeting of the City Council of the
City of Diamond Bar held on the 20th day of June , 2000, by the
following vote:
AYES: COUNCIL MEMBERS: Chang, Herrera, Huff,
M/O'Connor
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: MPT /Ansari
ABSTAIN: COUNCIL MEMBERS: None
ATTEST:
L DA BURGESS, City Clerk of the
City of Diamond Bar
StlnAuN A
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 2000-2001
Rzewsee07m1ioo
D6 WA
JOB TITLE
A
B
C
D
E
F
G
Receptionist
834
9.11
9.57
10.05
10.55
11.08
11.63
12.21
1,579.42
1,658.40
1,741.32
1,828.38
1,919.80
2,015.79
2,116.58
18,953.10
19,900.75
20,895.79
21,940.58
23,037.61
24,189.49
25,398.97
Jr. Clerk Typist
967
10.54
11.06
11.62
12.20
12.81
13.45
14.12
1,826.47
1,917.80
2,013.69
2,114.37
2,220.09
2,331.10
2,447.65
21,917.70
23,013.58
24,164.26
25,372.47
26,641.10
27,973.15
29,371.81
Clerk Typist
1037
11.12
11.67
12.26
12.87
13.51
14.19
14.90
1,926.98
2,023.33
2,124.49
2,230.72
2,342.26
2,459.37
2,582.34
23,123.75
24,279.94
25,493.93
26,768.63
28,107.06
29,512.41
30,988.03
Records Coordinator
1037
11.12
11.67
12.26
12.87
13.51
14.19
14.90
1,926.98
2,023.33
2,124.49
2,230.72
2,342.26
2,459.37
2,582.34
23,123.75
24,279.94
25,493.93
26,768.63
28,107.06
29,512.41
30,988.03
Transportation
1037
11.12
11.67
12.26
12.87
13.51
14.19
14.90
Clerk
1,926.98
2,023.33
2,124.49
2,230.72
2,342.26
2,459.37
2,582.34
23,123.75
24,279.94
25,493.93
26,768.63
28,107.06
29,512.41
30,988.03
Community Services
1141
12.22
12.83
13.48
14.15
14.86
15.60
16.38
Coordinator
2,118.78
2,224.72
2,335.96
2,452.75
2,575.39
2,704.16
2,839.37
25,425.37
26,696.64
28,031.47
29,433.05
30,904.70
32,449.93
34,072.43
Secretary
1141
12.22
12.83
13.48
14.15
14.86
15.60
16.38
2,118.78
2,224.72
2,335.96
2,452.75
2,575.39
2,704.16
2,839.37
25,425.37
26,696.64
28,031.47
29,433.05
30,904.70
32,449.93
34,072.43
Account Clerk H
1141
12.22
12.83
13.48
14.15
14.86
15.60
16.38
2,118.78
2,224.72
2,335,96
2,452.75
2,575.39
2,704.16
2,839.37
25,425.37
26,696.64
28,031.47
29,433.05
30,904.70
32,449.93
34,072.43
Parks Maintenance
1203
12.89
13.54
14.21
14.92
15.67
16.45
17.28
Worker
2,234.68
2,346.41
2,463.73
2,586.92
2,716.26
2,852.08
2,994.68
26,816.13
28,156.93
29,564.78
31,043.02
32,595.17
34,224.93
35,936.17
Administrative
125^,
13.47
14.15
14.85
15.60
16.38
17.19
18.05
Secretary
2,335.13
2,451.88
2,574.48
2,703.20
2,838.36
2,980.28
3,129.30
28,021.54
29,422.62
30,893.75
32,438.44
34,060.36
35,763.38
37,551.54
Senior Account
1257
13.47
14.15
14.85
15.60
16.38
17.19
18.05
Clerk
2,335.13
2,451.88
2,574.48
2,703.20
2,838.36
2,980.28
3,129.30
28,021.54
29,422.62
30,893.75
32,438.44
34,060.36
35,763.38
37,551.54
Senior Administrative
1365
14.20
14.91
15.65
16.44
17.26
18.12
19.03
Secretary
2,461.20
2,584.26
2,713.47
2,849.15
2,991.60
3,141.18
3,298.24
29,534.38
31,011.10
32,561.66
34,189.74
35,899.23
37,694.19
39,578.90
Code Worcement
1437
16.40
16.17
16.98
17.83
18.72
19.66
20.64
officer
2,670.04
2,803.54
2,943.72
3,090.91
3,245.45
3,407.73
3,578.11
32,040.51
33,642.54
35,324.67
37,090.90
38,945.44
40,892.72
42,937.35
Recreation Specialist
1437
15.40
16.17
16.98
17.83
18.72
19.66
20.64
2,670.04
2,803.54
2,943.72
3,090.91
3,245.45
3,407.73
3,578.11
32,040.51
33,642.54
35,324.67
37,090.90
38,945.44
40,892.72
42,937.35
Assistant City Clerk
1437
15.40
16.17
16.98
17.83
18.72
19.66
20.64
2,670.04
2,803.54
2,943.72
3,090.91
3,245.45
3,407.73
3,578.11
32,040.51
33,642.54
35,324.67
37,090.90
38,945.44
40,892.72
42,937.35
Management
1519
16.28
17.09
17.95
18.85
19.79
20.78
21.82
Lljormation System
2,821.93
2,963.03
3,111.18
3,266.74
3,430.08
3,601.58
3,781.66
(MIS) Technician
33,863.21
35,556.37
37,334.19
39,200.89
41,160.94
43,218.99
45,379.94
JOB TITLE
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 2000-2001
A B C D
E
F
Scholl e A
ae~d 07/01100
96 -SW
G
Community Services
1635
17.52
18.39
19.31
20.28
21.29
22.36
23.47
Assistant
3,036.25
3,188.07
3,347.47
3,514.84
3,690.59
3,875.12
4,068.87
36,435.06
38,256.81
40,169.65
42,178.13
44,287.04
46,501.39
48,826.46
Development Services
1635
17.52
18.39
19.31
20.28
21.29
22.36
23.47
Assistant
3,036.25
3,188.07
3,347.47
3,514.84
3,690.59
3,875.12
4,068.87
36,435.06
38,256.81
40,169.65
42,178.13
44,287.04
46,501.39
48,826.46
Administrative
1635
17.52
18.39
19.31
20,28
21.29
22.36
23.47
Assistant
3,036.25
3,188,07
3,347.47
3,514.84
3,690.59
3,875.12
4,068.87
36,435.06
38,256.81
40,169.65
42,178.13
44,287.04
46,501.39
48,826.46
Assistant Engineer
1635
17.52
18.39
19.31
20.28
21.29
22.36
23.47
3,036.25
3,188.07
3,347.47
3,514.84
3,690.59
3,875.12
4,068.87
36,435.06
38,256.81
40,169.65
42,178.13
44,287.04
46,501.39
48,826.46
Assistant Planner
1635
17.52
18.39
19.31
20.28
21.29
22.36
23.47
3,036.25
3,188.07
3,347.47
3,514.84
3,690.59
3,875.12
4,068.87
36,435.06
38,256.81
40,169.65
42,178.13
44,287.04
46,501.39
48,826.46
Accountant IT
1635
17.52
18.39
19.31
20.28
21.29
22.36
23.47
3,036.25
3,188.07
3,347.47
3,514.84
3,690.59
3,875.12
4,068.87
36,435.06
38,256.81
40,169.66
42,178.13
44,287.04
46,501.39
48,826.46
Public Works
1635
17.52
18.39
19.31
20.28
21.29
22.36
23.47
Supervisor
3,036.25
3,188.07
3,347.47
3,514.84
3,690.59
3,875,12
4,068.87
36,435.06
38,256.81
40,169.65
42,178.13
44,287.04
46,501.39
48,826.46
Senior Administrative
1752
18.83
19.77
20.76
21.80
22.89
24.03
25.23
Assistant
3,263.97
3,427.17
3,598.53
3,778.46
3,967.38
4,165.75
4,374.04
39,167.68
41,126.07
43,182.37
45,341.49
47,608.56
49,988.99
52,488.44
Sec to the City Mgr/
1890
20.25
21.26
22.33
23.44
24.62
25.85
27.14
Office Manager
3,510.17
3,685.68
3,869.97
4,063.47
4,266.64
4,479.97
4,703.97
42,122.09
44,228.19
46,439.60
48,761.58
51,199.66
53,759.64
56,447.63
Communications &
1897
20.25
21.26
22.33
23.44
24.62
25.85
27.14
Marketing Coord.
3,510.17
3,685.68
3,869.97
4,063.47
4,266.64
4,479.97
4,703.97
42,286.40
44,400.72
46,620.75
48,951.79
51,399.38
53,969.35
56,667.82
Assistant to the
1935
20.33
21.35
22.41
23.53
24.71
25.95
27.24
City Manager
3,523.87
3,700.06
3,885.06
4,079.32
4,283.28
4,497.45
4,722.32
42,286.40
44,400.72
46,620.75
48,951.79
51,399.38
53,969.35
56,667.82
Superintendent of
1897
20.33
21.35
22.41
23.53
24.71
25.95
27.24
Parks/Maintenance
3,523.87
3,700.06
3,885.06
4,079.32
4,283.28
4,497.45
4,722.32
42,286.40
44,400.72
46,620.75
48,951.79
51,399.38
53,969.35
56,667.82
Senior Accountant
1897
20.33
21.35
22.41
23.53
24.71
25.95
27.24
3,523.87
3,700.06
3,885.06
4,079.32
4,283.28
4,497.45
4,722.32
42,286.40
44,400.72
46,620.75
48,951.79
51,399.38
53,969.35
56,667.82
Associate Planner
1987
21.29
22.36
23.48
24.65
25.88
27.18
28.54
3,690.97
3,875.52
4,069.30
4,272.76
4,486.40
4,710.72
4,946.26
44,291.70
46,506.28
48,831.60
51,273.18
53,836.83
56,528.68
59,355.11
Associate Engineer
1987
21.29
22.36
23.48
24.65
25.88
27.18
28.54
3,690.97
3,875.52
4,069.30
4,272.76
4,486.40
4,710.72
4,946.26
44,291.70
46,506.28
48,831.60
51,273.18
53,836.83
56,528.68
59,355.11
JOB TITLE
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 2000-2001
A B C D
E
F
A
aewaa o7loiiac
9o -53M
G
Recreation
1987
21.29
22,36
23.48
24.65
25.88
27.18
28.54
Superintendent
3,690.97
3,875.52
4,069.30
4,272.76
4,486.40
4,710.72
4,946.26
44,291.70
46,506.28
48,831.60
51,273.18
53,836.83
56,528.68
59,355.11
Assistant to the
1987
21.29
22.36
23.48
24.65
25.88
27.18
28.54
City Manager
3,690.97
3,875.52
4,069.30
4,272.76
4,486.40
4,710.72
4,946.26
44,291.70
46,506.28
48,831.60
51,273.18
53,836.83
56,528.68
59,355.11
Senior Planner
2136
22.89
24.04
25.24
26.50
27.82
29.22
30.68
3,967.80
4,166.19
4,374.50
4,593.22
4,822.88
5,064.03
5,317.23
47,613.56
49,994.24
52,493.95
55,118.65
57,874.58
60,768.31
63,806.73
Senior Engineer
2136
22.89
24.04
25.24
26.50
27.82
29.22
30.68
3,967.80
4,166.19
4,374.50
4,593.22
4,822.88
5,064.03
5,317.23
47,613.56
49,994.21
52,493.95
55,118,65
57,874.58
60,768.31
63,806.73
Communications &
2319
24.85
26.09
27.39
28.76
30.20
31.71
33.30
Marketing Director
4,306.75
4,522.09
4,748.20
4,985.61
5,234.89
5,496.63
5,771.46
51,681.04
54,265.09
56,978.35
59,827.27
62,818.63
66,959.56
69,257.54
City Clerk
2319
24.85
26.09
27.39
28.76
30.20
31.71
33.30
4,306.75
4,522.09
4,748.20
4,985.61
5,234.89
5,496.63
6,771,46
51,681.04
54,265.09
56,978.35
59,827.27
62,818.63
65,959,56
69,257.54
Community Services
2571
27.55
28.93
30.37
31,89
33.49
35.16
36.92
Director
4,775.39
5,014.16
5,264.87
5,528.11
5,804.52
6,094.75
6,399.48
57,304.72
60,169.95
63,178.45
66,337.37
69,654.24
73,136.95
76,793.80
Finance Director
2571
27.55
28.93
30.37
31.89
33.49
35.16
36.92
4,775.39
5,014.16
5,264.87
5,528.11
5,804.52
6,094.75
6,399.48
57,304.72
60,169.95
63,178.45
66,337.37
69,654.24
73,136.95
76,793.80
Deputy Public Works
2571
27.55
28.93
30.37
31.89
33.49
35.16
36.92
Director
4,775.39
5,014.16
5,264.87
5,528.11
5,804.52
6,094.75
6,399.48
57,304.72
60,169.95
63,178.45
66,337.37
69,654.24
73,136.96
76,793.80
Comm. Development
2985
31.99
33.59
35.27
37.03
38.88
40.83
42.87
Director
5,544.81
5,822.D5
6,113.15
6,418.81
6,739.75
7,076.74
7,430.57
66,537.69
69,864.58
73,357.81
77,025 70
80,876.98
64,920.83
89,166.87
City Eng/Public
2985
31.99
33.59
35.27
37.03
38.88
40.83
42.87
Works Director
5,544.81
5,822.05
6,113.15
6,418.81
6,739.75
7,076.74
7,430.57
66,537.69
69,864.58
73,357.81
77,025.70
80,876.98
84,920.83
89,166.87
Deputy City Manager
3172
33.99
35.69
37.48
39.35
41.32
43.39
45.55
5,892.25
6,186.86
6,496.20
6,821.01
7,162.06
7,520.16
7,896.17
70,706.95
74,242.30
77,954.41
81,552.13
85,944.74
90,241.98
94,754.08
City Manager
3468
41.35
43.42
45.59
47.87
50.26
52.78
55.42
7,167.85
7,526.24
7,902.55
8,297.68
8,712.56
9,148.19
9,605.60
86,014.17
90,314.88
94,830.63
99,572.16
104,550.76
109,778.30
115,267.22
Schedule 0
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 2000-2001
PART TIME/ HOURLY
Revised 07/01 /00
96-53M
JOB TITLE A B C D E F G
Comm. Svcs Worker
515
5.98
6.14
6.29
6.45
6.61
6.78
6.94
Comm. Svcs Leader I
537
6.34
6.91
7.49
8.06
8.63
9.20
9.77
Comm. Svcs Leader H
753
8.06
8.63
9.20
9.77
10.35
10.94
11.51
Intern/Part-Time
753
8.06
8.63
9.20
9.77
10.35
10.94
11.51
Parks Mtce Helper
753
8.06
8.63
9.20
9.77
10.35
10.94
11.51
Comm. Svcs Coordinator
1222
12.22
12.83
13.48
14.15
14.86
15.60
16.38
Engineering Aide
1343
13.47
14.14
14.85
15.59
16.38
17.19
18.06