HomeMy WebLinkAboutRES 90-45-JRESOLUTION NO. 90-45J
RESOLL#fION 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:
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.
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 July 14, 1995, the compensation of the various classes of positions shall be as shown on Schedule
A (attached).
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 performanceievaluation 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.
RESOLUTION 90-45J
Page Two
In an effort to monitor newly -hired employees, the probation period for newly -hired employees is
one year.
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.
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.
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 $520.00 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.
Hourly compensation for the various part-time positions shall be as set forth in Schedule A
(attached).
_ RESULUTION 90-45J
Page Three
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.
• � ul' • / 1 : ul � M u • ���i7�7��
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.
The compensation due to all officers and employees of the City shall be on a bi-weekly basis.
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.
JGli11V19 1J. YYVMII\tl i1V 1J147 t11\L VYG1�111Y1L' \
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 overtimo, 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.
RESOLUTION 90-45J
Page Four
SECTION 13 wOgKING HOURS AND QyM11ME (CONTD)
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.
10 days
15 days
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 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.
RESOLUTION 90-45J
Page Five
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.
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.
-- 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 bead 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.
RESOLUTION 90-45J
Page Six
SECTION 15.91CK LEAVE (CONT'D)
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.
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, or other individuals related by
blood or marriage.
If an employee does not show up for work for three consecutive workdays without notifying said
employee's supervisor or department head, said employee shall be considered to have voluntarily
terminated employment with the City.
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 90-45J
Page Seven
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.
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
A. Each full time eVaployee 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.
RESOLUTION 90-45J
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 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.
Leave of absence without pay may only be granted by the City Manager.
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.
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. Employeqs of the City Manager's Department; or
5. Employees of the Personnel Department.
RESOLUTION 9045)
Page Nine
M•N 26. ANTI -NEPOTISM ':• / •N • •
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 some 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.
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.
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.
RESOLUTION 90-45J
Page Ten
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. ,
_ RESOLUTION 90-45J
Page Eleven
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.
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
Director of Community Development
Director of Community Services
Speretary to the City Manager
Senior Accountant
Senior Engineer
Superintendent of Parks & Maintenance
RESOLUTION 9045J
Page Twelve
SECTION ADMINISTRATIVE 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.
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.
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.
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.
RESOLUTION 90-45J
Page Thirteen
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 $61,200. The employer's tax rate is the same. Election workers and emergency workers are
excepted from coverage, under this section.
ADOPTED AND APPROVED THIS l lthday of July , 1995
I, LYNDA BURGESS, City Clerk of the City of Diamond Bar, do hereby certify that the
foregoing Resolution wasintroduced at a regular meeting of the City Council of the City of Diamond
Bar held on the 11 th day of July , 1995, and was finally adopted at a regular
meeting of the City Council of the City of Diamond Bar held on the lith day of July
.1995, by the following vote:
AYES: COUNCIL MEMBERS: 'Ansari, Harmony, M/Papen
NOES: COUNCIL MEMBERS: MPT/Werner
ABSENT: COUNCIL MEMBERS: None
ABSTAIN: COUNCIL MEMBERS: None
ATTEST:
4LA M. B&UtSS, ityClerkof the
City of Diamond -
Schedule A
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY
1995-96
(3.5%)
JOB TITLE
A
B
C
D
E
F
G
Receptionist
804
8.04
8.44
8.86
9.30
9.77
10.26
10.77
1,392.97
1,462.62
1,535.75
1,612.54
1,693.16
1,777.82
1,866.71
16,715.64
17,551.42
18,429.00
19,350.45
20,317.97
21,333.87
22,400.56
Jr. Clerk Typist
930
9.30
9.77
10.26
10.77
11.31
11.87
12.47
1,612.54
1,693.17
1,777.82
1,866.71
1,960.05
2,058.05
2,160.96
19,350.46
20,317.99
21,333.88
22,400.58
23,520.61
24,696.64
25,931.47
Clerk Typist
1000
10.00
10.50
11.03
11.58
12.16
12.76
13.40
1,733.49
1,820.16
1,911.17
2,006.73
2,107.06
2,212.42
2,323.04
20,801.82
21,841.91
22,934.01
24,080.71
25,284.74
26,548.98
27,876.43
Account Clerk I
1000
10.00
10.50
11.03
11.58
12.16
12.76
13.40
1,733.49
1,820.16
1,911.17
2,006.73
2,107.06
2,212.42
2,323.04
20,801.82
21,841.91
22,934.01
24,080.71
25,284.74
26,548.98
27,876.43
Adminstradve
1095
10.95
11.50
12.08
12.68
13.31
13.98
14.68
Analyst
1,898.63
1,993.56
2,093.24
2,197.90
2,307.79
2,423.18
2,544.34
22,783.52
23,922.69
25,118.83
26,374.77
27,693.51
-29,078.18
30,532.09 --
Secretary
1100
-11.00
11.55
12.12
12.73
13.37
14.03
14.74
1,906.03
2,001.33
2,101.39
2,206.46
2,316.79
2,432.63
2,554.26
22,872.32
24,015.94
25,216.74
26,477.57
27,801.45
29,191.52
30,651.10
Code Enforcement
1150
11.50
12.08
12.68
13.31
13.98
14.68
15.41
Officer _
1,993.68
2,093.36
2,198.03
2,307.93
2,+423.33
2,544.49
2;671.72
23,924.11
25,120.31
26,376.33
27,695.14
29,079.90
30,533.90
32,060.59
Parks Maintenance
1160
11.60
12.18
12.79
13.43
- 14.10
14.80
15.54
Worker II
2,010.29
2,110.80
2,216.34
2,327.16
2,443.52
2,565.69
2,693.98
24,123.43
25,329.61
26,596.09
27,925.89
29,322.19
30,788.30
32,327.71
Deputy City Clerk
1212
12.12
12.73
13.36
14.03
14.73
15.47
16.24
2,100.65
2,205.68
2,315.97
2,431.77
2,553.35
2,681.02
2,815.07
25,207.81
26,468.20
27,791.61
29,181.19
30,640.24
32,172.26
33,780.87
Administrative
1212
12.12
12.73
13.36
14.03
14.73
15.47
16.24
Secretary
2,100.65
2,205.68
2,315.97
2,431.77
2,553.35
2,681.02
2,815.07
25;207.81
26,468.20
27,791.61
29,181.19
30,640.24
32,172.26
33,780.87
Administrative
1212,
12.12
12.73
13.36
14.03
14.73
15.47
16.24
Assistant
-2,100.65
2,205.68
2,315.97
2,431.77
2,553.35
2,681.02
2,815.07
25,107.81
26,468.20
27,791.61
29,181.19
30,640.24
32,172.26
33,780.87 ---
I
Management
1212
12.12
12.73
13.36
14.03
14.73
15.47
16.24
Information System
2,100.65
2,205.68
2,315.97
2,431.77
2,553.35
2,681.02
2,815.07
(MIS) Assistant
25,207.81
26,468.20
27,791.61
29,181.19
30,640.24
32,172.26
33,780.87
Schedule A
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
FY 1995-%
(3.5%)
JOB TITLE
A
B
C
D
E
F
G
19.63
14.65
15.38
16.15
16.95
17.80
18.69
Engineering
1465
Technician
2,538.57
2,665.50
31,986.03
2,798.78
33,585.33
2,938.72 3,085.65
35,264.60 37,027.83
3,239.93 3,401.93
38,879.22 40,823.18
30,462.89
Planning
1465
14.65
2,538.57
15.38
2,665.50
16.15
2,798.78
16.95
2,938.72
17.80
3,085.65
18.69
3,239.93
19.63
3,401.93
Technician
30,462.89
31,986.03
33,585.33
35,264.60
37,027.83
38,879.22
40,823.18
Community Relations
1465
14.65
2,538.57
15.38
2,665.50
16.15
2,798.78
16.95
2,938.72
17.80
3,085.65
18.69
3,239.93
19.63
3,401.93
Coordinator
30,462.89
31,986.03
33,585.33
35,264.60
37,027.83
38,879.22
40,823.18
Secretary to the
1576
15.76
2,731.37
16.55
2,867.94
17.37
3,011.34
18.24
3,161.91
19.15
3,320.00
20.11
3,486.00
21.12
3,660.30
City Manager
32,776.49
34,415.31
36,136.08
37,942.88
39,840.03
41,832.03
43,923.63
Assistant Civil
1576
15.76
2,731.37
16.55
2,867.94
17.37
3,011.34
18.24
3,161.91
19.15
3,320.00
20.11
3,486.00
21.12
3,660.30
Engineer
-
32,776.49
34,415.31
36,136.08
37,942.88
39,840.03
41,832.03
43,923.63
ssistant Planner
1576
15.76
2,731.37
16.55
2,867.94
17.37
3,011.34
18.24
3,161.91
19.15
3,320.00
20.11
3,486.00
21.12
3,660.30
32,776.49
34,415.31
36,136.08
37,942.88
39,840.03
41,832.03
43,923.63
Assistant to the
1576
15.76
2,731.37
16.55
2,867.94
17.37
3,011.34
_18.24
3,161.91
19.15
3,320.00
20.11
3,486.00
21.12
3,660.30
City Manager
32,776.49
34,415.31
36,136.08
37,942.88
39,840.03
41,832.03
43,923.63
Superintendent of
1829
18.29
3,170.02
19.20
3,328.52
20.16
3,494.95
21.17
3,669.70
22.23
3,853.18
23.34
4,045.84
24.51
4,248.13
Parks/Maintenance
38,040.28
39,942.29
41,939.41
44,036.38
46,238.20
48,550.10
50,977.61
Senior Accountant
1829
18.29
3,170.02
19.20
3,328.52
20.16
3,494.95
21.17
3,669.70
22.23
3,853.18
23.34
4,045.84
24.51
4,248.13
38,040.28
39,942.29
41,939.41
44,036.38
46,238.20
48,550.10
50,977.61
Associate Planner
1916
19.16
20.11
3,486.37
21.12
3,660.69
22.18
3,843.72
23.28
4,035.91
24.45
4,237.70
25.67
4,449.59
3,320.35
39,844.22
41,836.43
43,928.25
46,124.66
48,430.89
50,852.44
53,395.06
Associate Engineer
1916
19.16
20.11
3,486.37
21.12
3,660.69
22.18
3,843.72
23.28
4,035.91
24.45
4,237.70
25.67
4,449.59
3,320.35
39,844.22
41,836.43
43,928.25
46,124.66
48,430.89
50,852.44
53,395.06
"ransportation
1916
19.16
3,320.35
20.11.
3,486.37
21.12
3,660.69
22.18
3,843.72
23.28
4,035.91
24.45
4,237.70
25.67
4,449.59
Planner
39,844.22
41,836.43
43,928.25
46,124.66
48,430.89
50,852.44
53,395.06
Schedule A
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
_
FY
1995-%
(3.5%)
JOB TITLE
A
B
C
D
E
F
G
Accounting Manager
1966
19.66
20.64
21.68
22.76
23.90
25.09
26.35
3,407.77
3,578.16
3,757.07
3,944.92
4,142.17
4,349.28
4,566.74
40,893.29
42,937.95
45,084.85
47,339.10
49,706.05
52,191.35
54,800.92
i
Senior Engineer
2059
20.59
21.62
22.70
23.84
25.03
26.28
27.60
3,569.38
3,747.85
3,935.24
4,132.00
4,338.60
4,555.53
4,783.31
42,832.52
44,974.15
47,222.86 .49,584.00
52,063.20
54,666.36
57,399.68
City Clerk
2137
21.37
22.44
23.57
24.74
25.98
27.28
28.64
3,704.95
3,890.20
4,084.71
4,288.95
4,503.39
4,728.56
4,964.99
44,459.44
46,682.41
49,016.53
51,467.36
54,040.73
56,742.76
59,579.90
i
Community Services
2223
22.23
23.34
24.51
25.73
27.02
28.37
29.79
Director
3,853.15
4,045.81
4,248.10
4,460.50
4,683.53
4,917.70
5,163.59
46,237.80
48,549.69
50,977.18
53,526.04
56,202.34
59,012.46
61,963.08
Comm. Development
2878
28.78
30.22
31.73
33.31
34.98
36.73
38.56
Director
4,988.04
5,237.44
5,499.31
5,774.27
6,062.99
6,366.14
6,684.44
59,856.42
62,849.24
65,991.71
69,291.29
72,755.85
76,393.65
80,213.33
City Eng/Public
2878
28.78
30.22
31.73
33.31
34.98
36.73
38.56
Works Director
4,988.04
5,237.44
5,499.31
5,774.27
6,062.99
6,366.14
6,684.44
59,856.42
62,849.24
65,991.71
69,291.29
72,755.85
76,393.65
80,213.33
Assistant City
3058
30.58
32.11
33.71
35.40
37.17
39.03
40.98
Manager
5,300.59
5,565.61
5,843.90
6,136.09
6,442.89
6,765.04
7,103.29
63,607.03
66,787.38
70,126.75
73,633.08
77,314.74
81,180.48
85,239.50
City Manager
8,056.00
96,672.00
PART-TIME/HOURLY
Comm. Svcs Leader
5.18
5.70
6.21
6.73
7.25
7.77
8.28
Community Svcs Leader 11
7.25
7.77
8.28
8.80
9.32
9.84
10.35
Intern/Part-Time
7.25
7.77
8.28
8.80
9.32
9.84
10.35
Parks Mtce Helper
7.25
7.77
8.28
8.80
9.32
9.84
10.35
Comm Svcs Coordinator
9.32
9.84
10.35
10.87
11.39
11.91
12.42
Counter Clerk/Permit
Tech
12.94
13.46
13.98
14.49
15.01
15.53
16.05