HomeMy WebLinkAboutRES 90-45-Fr --
RESOLUTION NO. 90-45F
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
ORDERS, AND DETERMINES AS FOLLOWS: BAR HEREBY RESOLVES,
WHEREAS, the City Council has determined that it is necessary
to the efficient operation and management of the City that rules
and requlations be maintained prescribinq sick leave, vacation,
leaves of absences, and other regulations for the employe08 and
Officers of the City; and
WHEREAS, it is necessary from time to time
comprehensive wage and salary schedules and to fix
compensation to be paid to officers and employees o!
to establish
the rates of
the City.
EREFORE, BE IT RESOLVED by the City Council of the City
Of Diamond Bar, California, as follows:
There is hereby established a Comprehensive Waqe 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 Manaqer.
Pursuant to Ordinance No. 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 June 15, 1992, co
the various classes o! compensation o!
(attached). + positions shall be as shown on Schedule A
New employees shall be hired at the entry
discretion of the City Manaqer and mustsuccessfully any
step at the
year probation period. At the end of six months,, lets a one
will be given a performance evaluation and may be eligiblefoforothe
next step. Every year thereafter, employees shall be given a
performance evaluation and she
long as the emplll move to each successive step, so
oyee's performance is satisfactory or above.
In an effort to monitor newly -hired employees, the probation
period for newly -hired employees is one year.
Resolution No. 90-45F
Page 2
Private automobiles are not to be used for 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
from the destination, and garage anparkingex direct route to and
in addition to the current rate, uposubmssion Of paid shallnses receipts.
,SECTION 6 HFJkLTH _ nVMMjLT ----- -
All lull -time employees are eligible to receive
dental, deferred compensation,group health,
long-term disability insurance within unemployment insurance, and
carrier(s), with the administrative costs and promi group insurance
the
City to a maximus established in Section 7 alter 0 idays of
employment. Dependents Of employees are eligible for health and
dental insurance.
SECTION 7
An employee benefit program is authorized wherein all officers and
lull -time employee have a
benefits, as described in Sectchoice Of medical and/or !rings
$452 a month, paid by the City. ion 6, in an amount not to exceed
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 Insurance and
Dental Insurance program. The City shall pay the cost of the
employee only in addition to the cafeteria program described
in Section 6 or section 7(11), Monies in excess of the City,s
457 Plan, may be paid -off annually, during each December.
SECTION 8
, PAM3!!!.Tl= HOURLY RANGE CHART
Hourly compensation fbr.,the variousp art -time
set forth is Schedule 8 (attached).positions shall be as
sRc2T=1 9. —RUM OF EMPLOYMENT
All employes serve under the City Manager, pursuant to Government
Code Section 34656. Per Government code Section 36506, nothing in
these rules and regulations shall be construed to provide employees
with any tenure or property interest in amploymdnt.
sEcrloN io. R2= SYSTEM_
DEFERRED
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.
Resolution No. 90-45F
Page Three
C1'ION 11 - PAY PERTnnc
The compensation due- to all officers and employees
shall be on a bi-weekly basis. of the City
Warrants or checks 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
that an Y given pay period. In an event
pay day falls on a holiday, all warrants or checks in payment
Of compensation shall be made available to the
last work day preceding the holiday. City employee on the
SECTION 13
A WORKING HOUR -4 AND M=Tlrww
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 (S) working days of eight (8) hours each. It
shall be the duty of each Department Manager to arrange
the work of their apartment so that each employee
therein shall not work more than live (S) days in each
calendar week. The City Nanager may require an
.b to temporarilyemployee
Perform service in excess of five (S) days
per week when public necessity or convenience so
requires.
C. Whenever an employee, other than an Administrative/
Executive 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 a full 40 hour work week.
D. Any full-time employee, other than an Administrative/
Executive employee, who is required to work on an
observed holiday beyond the regular 40 -hour work week,
shall be Ght#tled to pay at the rate of two (2) time the
regular rate of pay provided they have worked a 40 -hour
work week.
E. There is nothing contained within this Section to exclude
the City from implementing a 4-10 Plan, at their option.
SECTION 14 ANIMAL. VACATTON
YZJLRS ^` OP SEMI . e VACATION ACCRU f.
1 - S 10 days
6 - 10 15 days
11 i up 20 days
Resolution No. 90-45F
Page Four
SECTION u. DISTAL VACATTON (con't)
A. A full-time employee, after twelve (12) months continuous
service with the City of Diamond Har, shall be entitled
to a vacation of ten (10) work days per
accrued at a rate of 3.08 hours per Year to be
PaY Period.
H. Vacation time may be accumulated to a maximum of twenty
(20) days. The City Manager may approve vacation time
accruals exceeding twenty (20) days.
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 municipal holidays follow
accumulated vacation leave, such days shall not be
charged as vacation leave and the vacation leave shall be
extended accordingly for those
such holidays. employees eligible for
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 whi,
the vacation privilege has been earned.
�• The time set for the vacation of the City Manager shall
be subject to the approval of the City Council.
M• Employees who terminate shall be
equivalent to all accrued vacation earned of er onel(1)
Year of service has been completed, prior to the
effective date of termination.
I• All vacation requests shall be made at least five (5)
days in advance and prior approval must be given by
employee's supervisor and department head.
J. It 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 includinq discharge.
X. Nanagozwmt employees, for the purpose of accrual, shall
be credited with previous municipal experience, up to
five (5) years of service.
SEMTON-L&L SIC L.1+"z
A. Sick leave with pay shall be accrued by full-time
employees, at a rate of 3.08 hours per pay period.
B. After six (6) months Of -continuous service, the employee
is eligible to use sick leave.
Resolution No. 90-45F
Page Five
SECTION 15,_SICK L€AVE (con't)
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 which is in excess
of the maximum allowable accumulated amount of 160 hours.
Accrual of sick leave and buy-back will be calculated on
an annual anniversary date basis.
The annual accrued sick leave, over the maximum accumulation,
shall be of payment.
once a year, at the employees current wage at
payment. Said payment is to be made on the first
day in December, or at such other time as the City Manger may
determine, at his/her absolute discretion, as appropriate.
After five (5) years of service, when an employee retires,
resigns or terminates in good standinq, that employee will be
paid all accumulated sick leave at a rate of one-half (1/2) of
the employees current rate of pay at his/her date of
termination.
E. Sick leave shall be allowed only in case of necessity and
actual sickness or disability of the employee, as
determined by the city Manger. 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 baginninq daily duties. The City Manager may, if
he/she deems necessary, require the employee to file a
Physician's Certificate or a Personal Affidavit stating
the cause of absence.
F. Sick leave shall not accrue to any employee for any month
in which t190 employee is on vacation, sick leave, or
does not work a minimum of seven (7), eight (8) hour
workinq days in any one month or combination thereof.
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. Employees usinq all accumulated sick leave may be deemed
to have abandoned their employment.
Resolution No. 90-45F
Page Six
When circumstances arm 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, brothers, sisters, grandparents, grandchildren,
half-brothers, half-sisters, aunts, uncles, or other individuals
related by blood or marriage living in the same household as the
City employee.
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-TNR-Tnn IN MY
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 determinedWorkers, ,.,.... ,
Compensation Act, the employee may elect to apply the
sick leave, if any, to such absence to receive com pro -rated accsation r ec
amount of the difference between the compensation priceived and
the -Workers' Compensation Act and that employee's r 1
to exceed the amount of the eaployee's earned sick leapvae, nAn
employee in such instance may also elect to use any earn
time in like manner after sick leave is exhausted. ed vacation
ill
pay the employee up to three (3) days of that employese'siregular
salary
yCompensation.
relates to an on-the-job injury and if not covered by
Workers' pensation.
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 shah 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.
Compensation for any full-time employee on jury duty shall be
determined and verified by the City Manager. It shall be the duty
Of full-time employees requesting compensation under this provision
to obtain for and to present to the City Manager any and all
information as requested necessary to verify times and dates of
such employee s jury duty.
Resolution No. 90-45F
Page Seven
Full-time employees shall be in attendance at their work in
accordance with the rules regarding hours of work, holidays, and
leaves. Departments shall keep attendance records of all
employees. Absence of any employee without leave may result in
Possible disciplinary action including discharge.
A• Holidays which fall on Saturday shall be observed on the
Preceding Friday, and holidays which fall on Sunday shall
be observed on the following Monday. Paid holidays are
only for the observed days.
B. The Diamond Bar's observed paid holidays are as follows:
1. New Year's Day (January 1)
2. Washington's Birthday (observed third Monday in
February)
3. Memorial Day (observed 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
S. Day following Thanksgiving Day
9. Christmas Eve (December 24)
lo. Christmas Day (December 25)
11. Floating Holiday (2)
SECTION 22_ F TING NO•TDAYS
A. Each full-time employee is allowed two
holiday (8 hours) per calendar year, January (through
December. .
B. Floatinq Holidays are not cumulative and must be used
durinq the above period or said employee will lose the
allocated hours.
i •.
C. Each employ
00 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 a floating
holiday after 30 days of continuous employment.
E. Floating holidays may be used in lieu of sick leave only
if all other benefit time has been exhausted.
The City Manager and employees of the City are eligible to request
specialized training in the form of symposiums, special courses,
forums, etc., at City expense.
Resolution No. 90-45F
Page Eight
Leave of -absence without pay may
Manager. only be granted by the City
An employee wishing to terminate employment in
file a written resignation good standing shall
effective date and reasons for with
leaving, at lasts two (2)n wthe
eeks
prior to the resignation. Failure to give such notice shall mean
the employee did not terminate in good standing, unless b
reason
of hardship and upon that employee's request, the City Manager a
gerhas
waived the two-week notice requirement.
SECTION 26-.-_AUTI-NEPO'T'ISM PROVTcrnu
A. Relatives of those listed below may not be employed
anywhere in the City organization:
1. City Councilmembers;
2. Standing Board and Commission members;
3. Administrative/Executive employees of the City;
4. Employees of the City Managers Department; or
5. Employees of the Personnel Department.
B. The employment of relatives 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.
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, step -child, 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 T'
blood or marriage living in the same household as the
City employee.
F. "Employee" means any person who receives a City paycheck
for services rendered to the City.
Resolution No. 90-45F
Page Nine
The City of Diamond Bdr 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 of, or subject to
discrimination any person on the basis of race, religion,
nationality, sex, age, or handicap, thereby affirming the City of
Diamond Bar's posture as an equal opportunity employer.
SECT?ON 29s
PROCLPrnmrQ ON AUJALM&_
It is the intent of the City to offer fair and equitable appeals
procedure for employseIs performance evaluations. Below are the
Official guidelines:
A. Employee and supervisor meet to review and discuss the
employe*ls performance evaluation.
B. The employee may respond in writing to the contents of
�- the *valuation. This response must be submitted to the
department head within five (5) working day: immediately
following 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.
D. 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 Director within five (5) working days after
receipt of the reviewing official's response.
E. The Personnel Director shall review the evaluation appeal
within fiv41`,(5) days with the employee, supervisor and
department head. Every effort will be made at this level
to resolve the appeal.
F. If the matter is not settled, a written appeal may be
submitted to the City Kanager by the employe within f ive
(5) working days following the decision rendered in
writing by the Personnel Director.
G• The City Kanager shall review the appeal with the
employee, supervisor, department head and Personnel
Director. The decision shall be rendered in writing
within five (5) working days by the City Kanager and
shall be final.
Resolution No. 90-45F
Page Ten
All individuals who become a candidate for City employment must
successfully pass pre-employment physical and
exams, and. ars substance abuse
investigation. subject to fingerprinting and a background
The candidates being considered for employment will be sent to a
City -authorized physician at the City,s expense.
The following Emergency Call -out Policy shall be adhered to:
A. when a full-time employee, other than an Administrative/
Executive employee, is called out for a City emergency,
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.
Administrative/Executive y
administrative leave per fill y ar are Additional days ofd leave mof
be authorized by the City Manager, based on the number of total
hours the individual works -over and above 40 hours per week.
A. Administrative/Executive employees do not receive paid
overtime, and this leave is to recognize those employees
who work over and above aO hours per week.
B. Following is a list of Administrative/Executive
Positions:
Accounting Manager
Administrative Analyst
Administrative Assistant
Assistant to the City Manager
Assistant City Manager
Assistant Civil Engineer
Associate Engineer
Associate Planner
City Clark
Director of Community Development`
Director of Community Services
Director of Public works
secretary to City Manager
senior Engineer
Senior Planner
Senior Accountant
Superintendent of Parks and Maintenance
Resolution No. 90-45F
Page Eleven
C. Administrative leave may not be accumulated and carried
over to the following year. It must be used by June 30
each fiscal- year. Leave may be granted in hourly
increments. Requests shall be submitted to employees
immediate supervisor for approval, then forwarded to the
City Manager for approval. Administrative leave will be
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.
BION 32_ Mgn
Pursuant to Revenue Billing 86-88 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.
ACTION 33_
. 1MMI9MTON REFORM -AND -CONTROL -ACT OF 11986
In compliance with the Immigration Reform and Control Act of 1986,
all new employees must verily identity and entitlement to work in
the United States by providing required documentation.
SECTION 34 TTS - CABua
The Consolidated Omnibus -Budget Reconciliation Act of 1985 (COBRA)
provides for the continuation of health care coverage to certain
employees who terminate employment and beneficiaries of employees
who die, become disabled or are divorced.
eligible for continued covers u Employees become
e
whether voluntaryg upon termination o! service,
misconduct or not (other than termination for gross
), retirement or reduction in hours worked. For these
employees and their dependents, continued coverage is available for
18 months, at their expense.
Subject to Council fiscal year budget authorization, each employee
shall be entitled to reAmbursement in the amount of $so0
year, for college -level or university- Per fiscal
(includip4tuition and related books),whichlhave been ap courses
the PersoMrial 02ficer or his/her desgate as being approved by
of value _ to _ job-related and
contingent vu � City. Reimbursement under this section is
pen #the verification of the attainment of a letter
i4 of' -'-u» oi, or, or in those cases where no letter grade is
given; vat-ifica� oaz of completion of the course with a "Pass" or
"CrsditN gras and submittal of a receipt for registration bearing
the 1z&as' oS ti� tCourse, for which reimbursement is, being requested.
In the -_spa" Of reimbursement for books for any approved/verified
course] a'ftkiiabus, or course outline showing
course reading list
the book as being required for the course, plus a receipt bearing
the title of the book shall be submitted.
Resolution No. 90-45F
Page Twelve
U=12H—UL. PART-TIME EM21MES RETS
Effective July 1, 1991, part-time, seasonal and temporary �}nnloyees
will be covered by a retirement system, under Social Security
(OASDI). An employees contribution rate shall be 6.2% on wages up
to $53,400. The employer's tax rate is the same. Election workers
and emergency workers are excepted from
section. coverage, under this
ADOPTED AND APPROVED this 15thday of December
111992.
Ma
I, LBURGESS,
hereby certifrtif city Clerk of the City of Diamond Bar, do
y that the foregoinq Resolution was introduced at a
on the 15
regular meeting of the City Council of the City of Diamond Bar held
day of 1992, and was finally adopted at a
reqular meeting of theC ty Council of the City of Diamond Bar held
on the 15 day of_ Dec , 1992, by the following vote:
AYES:
COUNCIL
MEMBERS:
Forbing, Werner, MacBride,
NOES:er
COUNCIL
MEMBERS:
Mayor Proor TemPapen
ABSENT:
COUNCIL
MEMBERS:
None
ABSTAINED: I CgUNCIL MEMBERS:
None
ATTEST:
DA G S., _ y is c of
ty
the Ci`b pfi d
CITY OF DIAMOND BAR
83
(Proposed)
SALARY RANGES BY POSITION
1992-93
(4.096)
JOB TrME
Rause A
B
C
D
E
F
G
I
750 7.50
7.88
8.27
8.68
9.12
9.57
10.05
1,300.35
1,365.37
1,433.64
1,505.32
1,580.59
1,659.62
1,742.60
15,604.23
16,384.44
17,203.66
18,063.85
18,967.04
19,915.39
20,911.16
Jr. Ckrt 7)*W
868 8.68
9.12
9.57
10.05
10.56
11.08
11.64
1,505.32
1,580.59
1,659.62
1,742.60
1,829.73
1,921.21
2,017.28
18,063.86
18,967.05
19,915.41
20,911.18
21,956.73
23,034.57
24,207.30
Owk 7)pist
934 9.34
9.80
10.29
10.81
11.35
11.92
12.51
1,618.23
1,699.14
1,784.10
1,873.30
1,966.97
2,065.31
2,168.58
19,418.73
20,389.66
21,409.15
22479.60
23,603.58
24,783.76
26,022.95
Awl Clem I
934 9.34
9.80
10.29
10.81
11.35
11.92
12.51
1,618.23
1,699.14
1,784.10
1,873.30
1,966.97
2,065.31
2,168.58
19,418.73
20,389.66
21,409.15
22,479.60
23,603.58
24,783.76
26,022.95
A >f A
1023 10.23
10.74
11.27
11.84
12.43
13.05
13.70
Anfy*
1,772.39
1,861.01
1,954.06
2,051.76
2,154.35
2,262.07
2,375.17
21,261.68
22,332.12
23,448.72
24,621.16
25,852.22
27,144.83
28,502.07
Sawary
1027 10.27
10.78
11.32
11.88
12.48
13.10
13.76
1,779.30
1,868.26
1,961.67
2,059.76
2,162.75
2,270.88
2,384.43
21,331.56
22,419.14
23,540.09
24,717.10
25,952.95
27,250.60
28,613.13
Cb*
1074 10.74
11.27
11.84
12.43
13.05
13.70
14,39
0lfrer
1,861.12 ,
1,954.17
2,051.88
2,154.46
2,262.20
2,375.31
2,494.08
22,333.41
23,450.08
24,6n.59
25,853.72
27,146.40
28,503.72
29,928.91
imabhumm
1483 10.83
11.37
11.94
12.53
13.16
13.82
14.51
WQIwd
1,876.62
1,970.45
2,068.98
2,172.43
2,781.05
2,393.10
2,514.86
22,519.48
23,645.46
24,827.73
26,069.12
27,372.57
28,741.20
30,178.26
DkPWy CWi C7ffk
1131 11.31
11.88
12.47
13.10
13.75
14.44
15.16
1,960.98
2,059.03
2,161.98
2,270.08
2,383.56
2,502.76
2,627.90
23,531.7S
24,708.34
25,943.76
27,240.95
28,602.99
30,043.14
31,534.80
CITY OF DIAMOND BAR #,
(Proposed)
SALARY RANGES BY POSITION
1992-93
(4.0%)
JOB TT17 E Rm®e A B C ® E F G
AdminiWzdvv 1131 11.31 11.88 12.47 13.10 13.75 14.44 15.16
Swrchlry 11960.98 2,059.03 2,161.98 2,270.08 2,383.58 2,502.76 2,627.90
23,331.75 24,708.34' 25,943.76 27,240.95 28,602.99 30,033.14 31,534.80
Adm 1131 11.31 11.88 12.47 13.10 13.75 14.44 15.16
Amt 1,960.98 2,059.03 2,161.98 2,270.08 2,383.58 2,502.76 2,627.90
23,531.75 24,708.34 25,943.76 27,240.95 28,602.99 30,033.14 31,534.80
1367 13.67 14.36 15.07 15.83 16.62 17.45 18:32
Tejo 2,369.79 2,488.28 2,612.69 2,743.32 2,880.49 3,024.51 3,175.74
28,437.43 29,859.30 31,352.27 32,919.88 34,565.88 36,294.17 38,108.88
1367 13.67 14.36 15.07 15.83 16.62 17.45 18.32 -
Tech2icie 2,369.79 2,4458.28 2,612.69 2,743.32 2,880.49 3,024.51 3,175.74
28,437.43 29,859.30 31,352.27 32,919.88 34,565.88 36,294.17 38,108.88
Scarmy to do 1471 14.71 15.45 16.22 17.03 17.88 18.77 19.71
ity Mam9ar 2,549.77 2,677.26 2,811.12 2,951.67 3,099.26 3,254.22 3,416.93
30,597.20 32,127.06 33,733.42 35,420.09 37,191.09 39,050.65 41,003.18
t C" 1471 14.71 15.45 16.22 17.03 17.88 18.77 19.71
2,549.77 2,677.26 2,811.12 2,951.67 3,099.26 3,254.22 3,416.93
30,597.20 32,127.06 33,733.42 35,420.09 37,191.09 39,050.65 41,003.18
AssiA 9w bD Me 1471 14.71 15.45 16.22 17.03 17.88 18.77 19.71
Mamw 2,549.77 2,677.26 2,811.12 2,951.67 3,099.26 3,254.22 3,416.93
30,597.20 32,127.06 33,733.42 35,420.09 37,191.09 39,050.65 41,003.18
of 1707 17.07 17.93 18.82 19.76 20.75 21.79 22.88
2,959.25 3,107.21 3,262.57 3,425.70 3,596.99 3,776.84 3,965.68
35,511.00 37,286.55 39,150.88 41,108.42 43,163.85 45,322.04 47,588.14
Accomaw 1707 17.07 17.93 18.82 19.76 20.75 21.79 22.88
2,959.25 3,107.21 3,262.57 3,425.70 3,596.99 3,776.54 3,965.68
35,511.00 37,286.55 39,150.88 41,108.42 43,163.85 45,322.04 47,588.14
41,503.36 43,578.53 45,757.45 48,04.5.33 50,447.59 52,969.97 55,618.47
COMMM Y .SarVk=
CITY OF DIAMOND BAR
22.88
24.02
#3
-
27.81
(Proposed)
3,596.96
3,776.81
3,965.65
4,163.93
4,372.12
4,590.73
SALARY RANGES BY POSITION
43,163.49
45,321.66
47,587.74
49,%7.13
52,465.49
1992-93
57,843.20
COMM DOVOkPWW
2686 26.86
28.21
29.62
31.10
32.65
(4.0%)
36.00
Meow
4,656.38
4,889.20
JOB MILE amp
A
B
C
D
B
F
G
Assadme Pkmnff 1788
17.88
18.78
19.72
20.70
21.74
22.92
23.96
29.62
3,099.58
3,254.56
3,417.29
3,588.16
3,767.56
3,955.94
4,153.74
5,133.66
37,195.00
39,054.75
41,007.49
43,057.86
45,210.76
47,471.30
49,844.86
Asmx i W 1788
17.88
18.78
19.72
20.70
21.74
22.82
23.96
3,099.58
3,254.56
3,417.29
3,588.16
3,767.56
3,955.94
4,153.74
37,195.00
39,054.75
41,007.49
43,057.86
45,210.76
47,471.30
49,644.86
T dw 1788
17.88
18.78
19.72
20.70
21.74
22.82
23.96
jll�
3,099.58
3,254.56
3,417.29
3,588.16
3,767.56
3,955.94
4,153.74
37,193.00
39,054.75
41,007.49
43,057.86
45,210.76
47,471.30
49,844.86
Acs eaft Mme' 1835
18.35
19.27
20.23
21.25
22.31
23.42
24.50
3,181.19
3,340.25
3,507.27
3,682.63
3,866.76
4,060.10
4,263.10
38,174.33
40,083.04
42,087.20
44,191.56
46,401.13
48,721.19
51,157.25
seniw 1922
19.22
20.18
21.19
22.25
23.37
24.53
25.76
3,332.05
3,498.65
3,673.59
3,857.27
4,050.13
4,252.64
4,465.27
39,984.62
41,983.85
44,083.05
46,287.20
48,601.56
51,031.64
53,583.22
Com' Clm* 1995
19.95
20.95
22.00
23.10
24.25
25.47
26.74
3,458.61
3,631.54
3,813.12
4,003.78
4,203.97
4,414.16
4,634.87
41,503.36 43,578.53 45,757.45 48,04.5.33 50,447.59 52,969.97 55,618.47
COMMM Y .SarVk=
2075 20.75 ` 21.79
22.88
24.02
25.22
26.48
27.81
3,596.96
3,776.81
3,965.65
4,163.93
4,372.12
4,590.73
4,820.27
43,163.49
45,321.66
47,587.74
49,%7.13
52,465.49
55,018.76
57,843.20
COMM DOVOkPWW
2686 26.86
28.21
29.62
31.10
32.65
34.29
36.00
Meow
4,656.38
4,889.20
5,133.66
5,390.35
5,659.86
5,942.86
6,240.00
55,876.61
58,670.44
61,600.96
64,684.16
67,918.37
71,314.29
74,880.00
2686 26.86
28.21
29.62
31.10
32.65
34.29
36.00
welt% Lomw
4,656.38
4,889.20
5,133.66
5,390.33
5,669.86
5,942.86
6,240.00
55,876.61 58,670.44 61,603.96 64,684.16 67,918.37 71,314.29 74,880.00
Inftm1PAft-Time
A B C D B F G
7.00 7.50 8.00 8.50 9.00 9.50
10.00
CITY OF DIAMOND BAR
#z
(Proposed)
SALARY RANGES BY POSITION
1992-93
(4.0%)
JOB TITLE
Range A B C D
E
F
G
AamWt L'ny
2855 28.55 29.97 31.47 33.05
34.70
36.43
38.26
MABMW
4,948.15 5,195.56 5,455.34 5,728.11
6,014.51
6,315.24
6,631.00
59,377.84 62,346.73 65,464.06 68,737.27
72,174.13
75,782.84
79,571.98
Iyty Mjnmw
7,600.00
91,200.00
Inftm1PAft-Time
A B C D B F G
7.00 7.50 8.00 8.50 9.00 9.50
10.00