HomeMy WebLinkAboutRES 96-53-ARESOLUTION NO. 96- 53 A
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 employees and officers 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 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 the pay period which is paid
on November 22, 1996, the compensation of the various classes of positions shall be as shown on
Schedule A and B (attached).
SECTION 3. FULL -TI VIE 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.
96-53A
RESOLUTION 96-53 A
Page Two
SECTION 4, PROBATION
In an effort to monitor newly -hired employees, the probation period for newly -hired employees is one
year.
SECTION 5. MILEAGE REIlVIBURSEMENT
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
Services. 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 LONG TERM DISABILITY AND
UNEMPLOYMENT INSURANCE.
All 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 officers, full-time employees and designated
permanent part-time have a choice of medical and/or fringe benefits, as described in Section 6, in an
amount not to exceed $570.00 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 may be paid off annually, during each December.
C. All eligible employees may participate in the City's 401(A) deferred compensation plan.
SECTION 8. PART-TIME HOURLY RANGE CHAR -T
Hourly compensation for the various part-time positions shall be as set forth in Schedule B (attached).
96-53A
_ RESOLUTION 96-53 A
Page Three
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.
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 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 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 OVERTRAE
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 Manager 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 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 fiil140 hour work week.
96-53A
RESOLUTION 96 - 53 A
Page Four
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 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. There is nothing contained within this Section to exclude the City from implementing a 4-10
Plan, at their option.
SECTION 14. ANNUAL VACATION
YEARS OF SERVICE VACATION ACCRUAL
1 - 5 10 days
6-10 15 days
11 & up 20 days
A. A full time employee, after twelve (12) months continuous service with the City of Diamond Bar,
shall be entitled to a vacation of ten (10) work days per year to be accrued at a rate of 3.08 hours
per pay period.
B. Vacation time may be accumulated to a maximum of twenty (20) days (160 hours). 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 of those
s shall
not be charged as vacation leave and the vacation leave shall be extended accordingly
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 vacation earned after
one (1) year of service has been completed, prior to the effective date of termination.
96-53A
RESOLUTION 96 - 53 A
Page Five
SECTION 14. ANNUAL VACATION (CONT'D)
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. 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.
B. After six (6) months of continuous service, the employee is eligible to use sick leave.
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. 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 stating
the cause of absence.
96-53A
RESOLUTION 96 - 53 A
Page Six
SECTION 15. SICK LEAVE (CONTD)
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 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 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 in ed oe a n thth�ta onditions warrant, three (3) paid
relative of full-time employee.
bereavement leave days may be granted
"Relative" is defined as spouse, parents, children, step -children, brother, sisters, grandparents,
grandchildren, half-brothers, half sisters, aunts, uncles, or other individuals related by blood or marriage.
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 am compensationreceived
unt f the ndethe
empheeWoearned
Compensation Act and that employee's regular p y, to exceed
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.
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RESOLUTION 96 - 53 A
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.
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 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 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.
B. Floating Holidays are not cumulative and must be used during the above period or said employee
will lose the allocated hours.
96-53A
RESOLUTION 96 - 53 A
Page Eight
SECTION 22. FLOATING HOLIDAYS (CONTD)
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 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.
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.
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 Councimembers;
2. Standing Board and Commission members;
3. Administrative/Executive employees of the City;
4. Employees of the City Manager's Department; or
5. Employees of the Personnel Department.
96-53A
RESOLUTION 96 - 53 A
Page Nine
SECTION 26. ANTI -NEPOTISM PROVISION (CONT'D)
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.
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 blood or marriage.
F. "Employee" means any person who receives a City paycheck for services rendered to the City.
SECTION 27. NON-DISCRUvHNATION
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 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.
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.
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RESOLUTION 96 - 53 A
Page Ten
SECTION 28. EMPLOYEE PERFORMANCE EVALUATION APPEALS PROCEDURES
(CONTD)
B. The employee may respond in writing to the contents of the evaluation. This response must
be submitted to the department head within five (5) working days 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 five (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 tot he City Manager by the .—
employee within five (5) working days following the decision rendered in writing by the
Personnel Director.
G. The City Manager 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 Manager and shall be final.
All individuals who become a candidate for 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.
96-53A
RESOLUTION 96 - 53 A
Page Eleven
SECTION 30. EMERGENCY CALL -OUT POLICY
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, 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. ADMIIJISTRATIVE LEAVE
Administrative/Executive 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.
A. Administrative/Executive employees do not receive paid overtime, and this leave is to
recognize those employees who work over and above 40 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
Assistant Planner
Associate Engineer
Associate Planner
City Clerk
City Engineer/Director of Public Works
Community Relations Officer
Deputy Public Works Director
Director of Community Development
Director of Community Services
Secretary to the City Manager
Senior Accountant
Senior Engineer
Senior Planner
Superintendent of Parks & Maintenance
QA_R2n
RESOLUTION 96 - 53 A
Page Twelve "^
SECTION 31. ADMIMSTRATIVE LEAVE (CONTD)
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.
• iii • •� �.!• •4V11•_. • •:.
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.
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 18 months, 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. �-
96-53A
RESOLUTION 96 - 53 A
Page Thirteen
SECTION 36. PART TIME EMPLnvFFS� RETIREMENT
Effective July 1, 1991, part time, seasonal and temporary employees will shall vered6.b on wages retirement
system, under Social Security (OASDn. An employee's contribution rate workers are excepted
up
to $61,200. The employees tax rate is the same. Election workers and emergency
from coverage, under this section.
ADOPTED AND APPROVED THIS�t.h _OaY
of rTnuemba - 1995
/tee
Mayor
I, LYNDA BURGESS, City Clerk of the City of Diamond Bar, do hereby certify that the foregoing
Resolution was introduced at a regular meeting of the City Council ado a city a fDiDiamond
d on
the
1996, and was finally pt g
the _5th day of _ No re, hpr 1996, by
City Council of the City of Diamond Bar held on the �_ day of a'— =mr�►- '
the following vote:
AYES: COUNCII.MEMBERS: Harmony, Herrera, Werner, MPT/Huff,
M/Ansari
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCII. MEMBERS: None
ATTEST:ja
42d
M. BURGESS,
City Clerk of the City of Diamond Bar
96-53A
96-53A
Schedule A
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
_
FY 1996-97
(1.60)
JOB TITLE
A
816 8.16
B
C
D
E
F
G
10.94
8.57
9.00
9.45
9.92
10.42
Receptionist
1,415.26
1,486.02
1,560.32
1,638.34
1,720.25
1,806.27
1,896-58
16,983.09
17,832.25
18,723.86
19,660.05
20,643.06
21,675.21
22,758.97
Jr. Clerk Typist
945 9.45
1,638.34
9.92
1,720.26
10.42
1,806.27
10.94
1,896.58
11.49
1,991.41
12.06
2,090.98
12.67
2,195.53
19,660.07
20,643.07
21,675.23
22,758.99
23,896.94
25,091.78
26,346.37
Community Services
947 9.52
1,641.47
10.00
1,723.54
10.50
1,809.72
11.02
1,900.20
11.57
1,995.21
12.15
2,094.97
12.76
2,199.72
Coordinator
19,697.60
20,682.48
21,716.60
22,802.43
23,942.56
25,139.68
26,396.67
Clerk Typist
1016 10.16
1,761.22
10.67
1,849.28
11.20
1,941.75
11.76
2,038.83
12.35
2,140.77
12.97
2,247.81
13.62
2,360.20
21,134.65
22,191.38
23,300.95
24,466.00
25,689.30
26,973.76
28,322.45
Account Clerk I
1016 10.16
1,761.22
10.67
1,849.28
11.20
1,941.75
'11.76
2,038.83
12.35
2,140.77
12.97
2,247.81
13.62
2,360.20
21,134.65
22,191.38
23,300.95
24,466.00
25,689.30
26,973.76
28,322.45
Adminsbadve
1113 11.13
1,929.00
11.69
2,025.45
12.27
2,126.73
12.88
.2,233.06
13.53
2,344.72
14.20
2,461.95
14.91
2,585.05
Analyst
23,148.05
24,305.45
25,520.73
26,796.76
28,136.60
29,543.43
31,020.60
Secretary
1117 11.17
1,936.52
11.73
2,033.35
12.32
2,135.02
12.93
2,241.77
13.58
2,353.86
14.26
2,471.55
14.97
2,595.13
23,238.28
24,400.19
25,620.20
26,901.21
28,246.27
29,658.59
31,141.52
Code Enforcement
1169 11.69
2,025.57
12.27
2,126.85
12.88
2,233.20
13.53
2,344.86
14.20
2,462.10
14.91
2,585.20
15.66
2,714.46
Officer
24,306.89
25,522.24
26,798.35
28,138.27
29,545.18
31,022.44
32,573.56
Parks Maintenance
1178 11.78
12.37
2,144.57
12.99
2,251.80
13.64
2,364.39
14.32
2,482.61
15.04
2,606.74
15.79
2,737.08
Worker 11
2,042.45
24,509.41
25,734.88
27,021.62
28,372.71
29,791.34
31,280.91
32,844.95
Deputy City Clerk
1231 12.31
2,134.26
12.93
2,240.97
13.58
2,353.02
14.25
2,470.67
114.97
2,594.21
15.71
2,723.92
16.50
2,860.11
25,611.13
26,891.69
28,236.27
29,648.08
31,130.49
32,687.01
34,321.36
Administrative
1231 12.31
2,134.26
12.93
2,240.97
13.58
2,353.02
14.25
2,470.67
14.97
2,594.21
15.71
2,723.92
16.50
2,860.11
Secretary
25,611.13
26,891.69
28,236.27
29,648.08
31,130.49
32,687.01
34,321.36 .-.
Administrative
1231 12.31
2,134.26
12.93
2,240.97
13.58
2,353.02
14.25
2,470.67
14.97
2,594.21
15.71
2,723.92
16.50
2,860.11
Assistant
25,611.13
26,891.69
28,236.27
29,648.08
31,130.49
32,687.01
34,321.36
96-53A
Schedule A
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
i
FY 19%-97
(1.696)
JOB TITLE
A
B
12.93
C
13.58
D
14.25
E
14.97
F
15.71
G
16.50
1231
12.31
Management
Information System
891.9
27
2,470.67
08
2,594.21
31,130.49
2,723.92
32,687.01
.11
34,.36
(MIS) Assistant
28,236..97
25,611.13 26,26
29,648
Engineering
1488
14.88
2,579.19
15.62
2,708.15
16.41
2,843.56
17.23
2,985.74
18.09
3,135.02
18.99
3,291.77
19.94
3,456.36
Technician
30,950.29
32,497.81
34,122.70
35,828.83
37,620.27
39,501.29
41,476.35
Planning
1488
14.88
2,579.19
15.62
2,708.15
16.41
2,843.56
17.23
2,985.74
18.09
3,135.02
18.99
3,291.77
19.94
3,456.36
Technician
30,950.29
32,497.81
34,122.70
35,828.83
37,620.27
39,501.29
41,476.35
Community Relations
1488
14.88
2,579.19
15.62
2,708.15
16.41
2,843.56
17.23
2,985.74
18.09
3,135.02
18.99
3,291.77
19.94
3,456.36
Coordinator
30,950.29
32,497.81
34,122.70
35,828.83
37,620.27
39,501.29
41,476.35
Secretary to the
1601
16.01
2,775.08
16.81
2,913.83
17.65
3,059.52
18.53
3,212.50
19.46
3,373.12
20.43
3,541.78
21.46
3,718.87
City Manager
33,300.91
34,965.96
36,714.26
38,549.97
40,477.47
42,501.34
44,626.41
Assistant Civil
1601
16.01
2,775.08
16.81
2,913.83
17.65
3,059.52
18.53
3,212.50
19.46
3,373.12
20.43
3,541.78
21.46
3,718.87
Engineer
33,300.91
34,965.96
36,714.26
38,549.97
40,477.47
42,501.34
44,626.41
Assistant Planner
1601
16.01
2,775.08
16.81
2,913.83
17.65
3,059.52
18.53
3,212.50
19.46
3,373.12
20.43
3,541.78
21.46
3,718.87
33,300.91
34,965.96
36,714.26
38,549.97
40,477.47
42,501.34
44,626.41
Assistant to the
1601
16.01
2,775.08
16.81
2,913.83
17.65
3,059.52
18.53
3,212.50
19.46
3,373.12
20.43
3,541.78
21.46
3,718.87
City Manager
33,300.91
34,965.96
36,714.26
38,549.97
40,477.47
42,501.34
44,626.41
Superintendent of
1858
18.58
3,220.74
19.51
3,381.78
20.49
3,550.87
21.51
3,728.41
22.59
3,914.83
23.71
4,110.58
24.90
4,316.10
Parks/Maintenance
38,648.92
40,58137
42,610.44
44,740.96
46,978.01
49,326.91
51,793.25
Senior Accountant
1858
18.58
3,220.74
19.51
3,381.78
20.49
3,550.87
21.51
3,728.41
22.59
3,914.83
23.71
4,110.58
24.90
4,316.10
38,648.92
40,581.37
42,610.44
44,740.96
46,978.01
49,326.91
51,793.25
Associate Planner
1946
19.46
20.44
3,542.15
21.46
3,719.26
22.53
3,905.22
23.66
4,100.48
24.84
4,305.51
26.08
4,520.78
-�
3,373.48
40,481.72
42,505.81
44,631.10
46,862.65
49,205.79
51,666.08
54,249.38
Associate Engineer
1946
19.46
20.44
3,542.15
21.46
3,719.26
22.53
3,905.22
23.66
4,100.48
24.84
4,305.51
26.08
4,520.78
3,373.48
40,481.72
42,505.81
44,631.10
46,862.65
49,205.79
51,666.08
54,249.38
96-53A
96-53A
Schedule A
CITY
OF DIAMOND BAR
SALARY RANGES BY POSITION
-
FY 1996-97
(1.696)
JOB TITLE
A
B
C
D
E
F
G
Transportation
1946 19.46
3,373.48
20.44
3,542.15
21.46
3,719.26
22.53
3,905.22
23.66
4,100.48
24.84
4,305.51
26.08
4,520.78
Planner
40,481.72
42,505.81
44,631.10
46,862.65
49,205.79
51,666.08
54,249.38
Accounting Manager
1997 19.97
3,462.30
20.97
3,635.41
22.02
3,817.18
23.12
4,008.04
24.28
4,208.45
25.49
4,418.87
26.77
4,639.81
41,547.58
43,624.96
45,806.21
48,096.52
50,501.35
53,026.41
55,677.73
Senior Planner
2092 20.92
3,626.49
21.97
3,807.81
23.07
3,998.20
24.22
4,198.11
25.43-
4,408.02
.26.70
4,628.42
28.04
4,859.84
43,517.85
45,693.74
47,978.42
50,377.35
52,896.21
55,541.02
58,318.07
Senior Engineer
2092 20.92
3,626.49
21.97
3,807.81
23.07
3,998.20
24.22
4,198.11
25.43
4,408.02
26.70
4,628.42
28.04
4,859.84
43,517.85
45,693.74
47,978.42
50,377.35
52,896.21
55,541.02
58,318.07
City Clerk
2172 21.72
3,764.23
22.80
3,952.44
23.94
4,150.07
25.14
4,357.57
26.40
4,575.45
27.72
4,804.22
029.43
5,
45,170.79
47,429.33
49,800.80
52,290.84
54,905.38
57,650.65
60,533.18
Community Services
2259 22.59
3,914.80
23.71
4,110.54
24.90
4,316.07
26.15
4,531.87
27.45
4,758.46
28.83
4,996.39
30.27
5,246.21
Director
46,977.61
49,326.49
51,792.81
54,382.45
57,101.58
59,956.66
62,954.49
Deputy PW Director
2307 23.07
3,998.20
24.22
4,198.11
25.43
4,408.02
26.70
4,628.42
28.04
4,859.84
29.44
5,102.83
30.91
5,357.97
47,978.43
50,377.35
52,896.22
55,541.03
58,318.08
61,233.98
64,295.68
Comm. Development
2924 29.24
5,067.84
30.70
5,321.24
32.23
5,587.30
33.85
5,866.66
35.54
6,160.00
37.32
6,468.00
39.18
6,791.40
Director
60,814.12
63,854.83
67,047.57
70,399.95
73,919.95
77,615.95
81,496.74
City Eng/Public
2924 29.24
5,067.84
30.70
5,321.24
32.23
5,587.30
33.85
5,866.66
35.54
6,160.00
37.32
6,468.00
39.18
6,791.40
Works Director
60,814.12
63,854.83
67,047.57
70,399.95
73,919.95
77,615.95
81,496.74
Assistant City
3107 31.07
5,385.39
32.62
5,654.66
34.25
5,937.40
35.97
6,234.27
37.77
6,545.98
39.65
6,873.28
41.64
7,216.94
Manager
64,624.74
67,855.98
71,248.78
74,811.21
78,551.78
82,479.36
86,603.33
8,056.00
City Manager
96,672.00
96-53A
JOB TITLE
Comm. Svcs Leader
Community Svcs Leader H
Intern/Part-71ine
Parks Mtce Helper
Transportation Ckrk
Counter Clerk/Permit Teck
Schedule B
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 1996-97
PART TIME/ HOURLY
A B C D
E
F
G
5.26 5.79 6.31 6.84
7.37
7.89
8.41
7.37 7.89 8.41 8.94
9.47
10.00
10.52
7.37 7.89 8.41 8.94
9.47
10.00
10.52
7.37 7.89 8.41 8.94
9.47
10.00
10.52
8.41 8.83 9.27 9.74
10.22
10.73
11.27
13.15 13.67 14.2 14.72
15.25
15.78
16.31
96--53A