HomeMy WebLinkAboutRES 90-45-DRESOLUTION NO. 90-45D
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 Title , Article , Section of the Diamond Bar
Municipal Code, 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, 1991, compensation of the various classes of
positions shall be as shown on Schedule A (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.
Resolution No. 90-45C
Page 2
SECTION 5. MILEAGE REIMBURSEMENT
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 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 DEN'T'AL ACCIDENTAL, LIFE AND
DISABILITY INSURANCE, LONG TERM DISABILITY,
UNEMPLOYMENT INSURANCE
All full-time employees are eligible to receive group health,
dental, deferred compensation, life, unemployment insurance, and
long-term disability insurance within the City's group insurance
carrier(s), with the administrative costs 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 and
dental insurance.
SECTION 7. FRINGE BENEFIT PACKAGE
An employee benefit program is authorized wherein all officers and
full-time employees have a choice of medical and/or fringe
benefits, as described in Section 6, in an amount not to exceed
$430 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 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(A). Monies in excess of the City's
457 Plan, may be paid -off annually, during each December.
SECTION 8. PART-TIME HOURLY RANGE CHART
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.
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 Employee's Retirement System
(PERS) as deferred income.
Resolution No. 90-45C
Page Three
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 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 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 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 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
1 - 5
6 - 10
11 & up
VACATION ACCRUAL
10 days
15 days
20 days
Resolution No. 90-45C
Page Four
SECTION 14. ANNUAL VACATION (con't)
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. 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.
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.
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.
Resolution No. 90-45C
Page Five
SECTION 15. SICK LEAVE (con't
C. Unused sick leave may be accumulated to a maximum total
not to exceed 144 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 144 hours. The sick leave
payout shall only apply to the amount which is in excess
of the maximum allowable accumulated amount of 144 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 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.
-- 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.
E. Sick leave shall be allowed only in case of necessity and
actual sickness or disability of the employee, 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.
F. Sick leave shall not accrue to any employee for any month
in which that employee is on vacation, sick leave, or
does not work a minimum of seven (7), 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.
Resolution No. 90-45C
Page Six
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, 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.
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.
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.
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. 90-45C
Page Seven
SECTION 20. ATTENDANCE
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.
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 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
8. Day following Thanksgiving Day
9. Christmas Eve (December 24)
10. Christmas Day (December 25)
11. Floating Holiday (2)
SECTION 22. FLOATING HOLIDAYS
A. Each full-time employee is allowed two (2) floating
holiday (8 hours) 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.
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 City expense.
Resolution No. 90-45C
Page Eight
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 Councilmembers;
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.
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
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. 90-45C
Page Nine
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 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
procedure 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. 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 to the 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.
Resolution No. 90-45C
Page Ten
SECTION 29. PRE-EMPLOYMENT EXAMS
All individuals who become a candidate for City employment must
successfully pass pre-employment 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, 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.
SECTION 31. _ADMINISTRATIVE 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: .
Administrative Assistant
Administrative Analyst
Assistant to the City Manager
Assistant City Manager
Associate Engineer
Director of Public Works
Associate Planner
Director of Community Development
Senior Accountant
Director of Parks and Maintenance
Superintendent of Parks and Maintenance
Secretary to City Manager
City Clerk
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 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.
Resolution No. 90-45C
Page Eleven
SECTION 32. MEDICARE
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.
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.
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 terminate 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 11C11 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 19 contribution rate shall be 6.2% on wages up
to $53,400. The employerls taz rate is the same.
Election workers
and emergency workers are excepted from coverage, under this
section.
Resolution No. 90-45C
Page Twelve
ADOPTED AND APPROVED this 4th_ day of Feb , 1991.
A//�
Mayor
w V
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 of the City of Diamond Bar held
on the _Itb day of Feb. , 1992, and was finally adopted at a
regular meeting of the City Council of the City of Diamond Bar held
on the 4th day of Feb. , 1992, by the following vote:
AYES: COUNCIL MEMBERS: Miller, Forbing, MPT/Papen
NOES: COUNCIL MEMBERS: Werner, M/Kim
ABSENT: COUNCIL MEMBERS: None
ABSTAINED: COUNCIL MEMBERS: None
ATTEST: l ��
Y A BURGESS, ity Clerk of
the City of Diamond Bar
_
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
1991-92
(4.5%)
JOB TITLE
Range
A
B
C
D
E
F
G
Associate Engineer
1719
17.19
18.05
18.96
19.90
20.90
21.94
23.04
2,980.37
3,129.39
3,285.86
3,450.15
3,622.66
3,803.79
3,993.98
35,764.42
37,552.65
39,430.28
41,401.79
43,471.88
45,645.48
47,927.75
City Clerk
1725
17.25
18.12
19.02
19.97
20.97
22.02
23.12
2,990.45
3,139.97
3,296.97
3,461.82
3,634.91
3,816.66
4,007.49
35,885.42
37,679.69
39,563.68
41,541.86
43,618.96
45,799.90
48,089.90
Director of Parks
1872
18.72
19.65
20.64
21.67
22.75
23.89
25.08
&Maintenance
3,244.48
3,406.70
3,577.04
3,755.89
3,943.68
4,140.87
4,347.91
38,933.74
40,880.42
42,924.44
45,070.67
47,324.20
49,690.41
52,174.93
- Comm. DleveAWment
2414
24.14
25.35
26.62
27.95
29.35
30.81
32.35
Dinr"
4,184.75
4,393.99
4,613.69
4,844.37
5,086.59
5,340.92
5,607.96
50,216.99
52,727.84
55,364.23
58,132.44
61,039.07
64,091.02
67,295.57
City Eng./Public
2414
24.14
25.35
26.62
27.95
29.35
30.81
32.35
Works Director
4,184.75
4,393.99
4,613.69
4,844.37
5,086.59
5,340.92
5,607.96
50,216.99
52,727.84
55,364.23
58,132.44
61,039.07
64,091.02
67,295.57
Assistant City
Manager
City Manager
Intem/Fart--Time
2559 25.59 26.87 28.21 29.63 31.11 32.66 34.30
4,435.91 4,657.71 4,890.59 5,135.12 5,391.88 5,661.47 5,944.55
53,230.96 55,892.51 58,687.14 61,621.49 64,702.57 67,937.70 71,334.58
7,660.00
91,920.00
A B C D E F G
6.50 7.00 7.50 8.00 8.50 9.00 9.50
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
1991-92
(4.5%)
JOB TITLE
Range
A
B
C
D
E
F
G
Receptionist
721
7.21
7.57
7.95
8.35
8.77
9.21
9.67
1,250.34
1,312.86
1,378.50
1,447.42
1,519.80
1,595.78
1,675.57
15,004.07
15,754.27
16,541.99
17,369.09
18,237.54
19,149.42
20,106.89
Jr. Clerk Typist
835
8.35
8.77
9.21
9.67
10.15
10.66
11.19
1,447.42
1,519.80
1,595.79
1,675.57
1,759.35
1,847.32
1,939.69
17,369.10
18,237.55
19,149.43
20,106.90
21,112.24
22,167.86
23,276.25
Clerk Typist
898
8.98
9.43
9.90
10.39
10.91
11.46
12.03
1,555.99
1,633.79
1,715.48
1,801.25
1,891.31
1,985.88
2,085.17
18,671.85
19,605.45
20,585.72
21,615.00
22,695.76
23,830.54
25,022.07
Account Clerk I
898
8.98
9.43
9.90
10.39
10.91
11.46
12.03
-
1,555.99
1,633.79
1,715.48
1,801.25
1,891.31
1,985.88
2,085.17
18,671.85
19,605.45
20,585.72
21,615.00
22,695.76
23,830.54
25,022.07
Adminstrative
983
9.83
10.32
10.84
11.38
11.95
12.55
13.18
Analyst
1,704.22
1,789.43
1,878.90
1,972.85
2,071.49
2,175.07
2,283.82
20,450.66
21,473.19
22,546.85
23,674.20
24,857.90
26,100.80
27,405.84
Secretary
987
9.87
10.36
10.88
11.43
12.00
12.60
13.23
1,710.86
1,796.41
1,886.23
1,980.54
2,079.56
2,183.54
2,292.72
20,530.35
21,556.87
22,634.71
23,766.44
24,954.77
26,202.50
27,512.63
Code Enforcement
1032
10.32
10.84
11.38
11.95
12.55
13.18
13.84
Officer
1,789.54
1,879.01
1,972.96
2,071.61
2,175.19
2,283.95
2,398.15
21,474.44
22,548.16
23,675.57
24,859.35
26,102.31
27,407.43
28,777.80
Par" Maintenance
1041
10.41
10.93
11.48
12.05
12.65
13.29
13.95
worker H
1,804.45
1,894.67
1,989.40
2,088.87
2,193.32
2,302.98
2,418.13
21,653.35
22,736.02
23,872.82
25,066.46
26,319.78
27,635.77
29,017.56
Administrative
1068
10.68
11.22
11.78
12.37
12.98
13.63
14.32
-- Assistant
1,851.61
1,944.19
2,041.40
2,143.47
2,250.64
2,363.17
2,481.33
22,219.31
23,330.28
24,496.79
25,721.63
27,007.71
28,358.10
29,776.00
CITY OF DIAMOND BAR
SALARY RANGES BY POSITION
1991-92
(4.5%)
JOB TITLE
Range
A
B
C
D
E
F
G
Deputy City Clerk
1088
10.88
11.42
11.99
12.59
13.22
13.88
14.58
1,885.56
1,979.84
2,078.83
2,182.77
2,291.91
2,406.50
2,526.83
22,626.69
23,758.03
24,945.93
26,193.22
27,502.88
28,878.03
30,321.93
Administrative
1088
10.88
11.42
11.99
12.59
13.22
13.88
14.58
Swrefary
1,885.56
1,979.84
2,078.83
2,182.77
2,291.91
2,406.50
2,526.83
22,626.69
23,758.03
24,945.93
26,193.22
27,502.88
28,878.03
30,321.93
Assistant to the
1315
13.15
13.80
14.49
15.22
15.98
* 16.78
17.62
City Manager
2,278.64
2,392.57
2,512.20
2,637.81
2,769.70
2,908.19
3,053.60
27,343.69
28,710.87
30,146.42
31,653.74
33,236.43
34,898.25
36,643.16
Engineering
1315
13.15
13.80
14.49
15.22
15.98
16.78
17.62
Technician
2,278.64
2,392.57
2,512.20
2,637.81
2,769.70
2,908.19
3,053.6r-
27,343-69
28,710.87
30,146.42
31,653.74
33,236.43
34,898.25
36,643.11
Planning
1315
13.15
13.80
14.49
15.22
15.98
16.78
17.62
Technician
2,278.64
2,392.57
2,512.20
2,637.81
2,769.70
2,908.19
3,053.60
27,343.69
28,710.87
30,146.42
31,653.74
33,236.43
34,898.25
36,643.16
sccrcauy to the
1414
14.14
14.85
15.59
16.37
17.19
18.05
18.95
City Manager
2,451.70
2,574.28
2,703.00
2,838.15
2,980.06
3,129.06
3,285.51
29,420.39
30,891.41
32,435.98
34,057.78
35,760.67
37,548.70
39,426.14
Superintendent of
1491
14.91
15.65
16.43
17.26
18.12
19.03
19.98
Parks1Mtce
2,583.88
2,713.08
2,848.73
2,991.17
3,140.72
3,297.76
3,462.65
31,006.59
32,556.91
34,184.76
35,894.00
37,688.70
39,573.13
41,551.79
Senior Accountant
1642
16.42
17.24
18.10
19.00
19.95
20.95
22.00
2,845.43
2,987.70
3,137.09
3,293.94
3,458.64
3,631.57
3,813.15
34,145.20
35,852.46
37,645.08
39,527.33
41,503.70
43,578.89
45,757.83
Associate Planner
1719
17.19
18.05
18.96
19.90
20.90
21.94
23-04--
2,980.37
3,129.39
3,285.86
3,450.15
3,622.66
3,803.79
3,993.9E
35,764.42
37,552.65
39,430.28
41,401.79
43,471.88
45,645.48
47,927.7!'