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HomeMy WebLinkAboutMarie Knight - 2019-11-04 rflalli APPRO✓o -7-0 rM AMMON wjwva fte City of Huntington Beach /uT Me-77oN 74 File #: 19-1140 MEETING DATE: 11/18/2019 REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Oliver Chi, City Manager PREPARED BY: Travis K. Hopkins, Acting Assistant City Manager Subiect: Adopt Ordinance No. 4200 amending Huntington Beach Municipal Code Section 2.76.010 to add the Classification of Director of Organizational Learning & Engagement Approved for introduction 11-04-2019 - Vote: 6-0-1 (Peterson absent) Statement of Issue: City Council approval is requested to adopt Ordinance No. 4200 amending Section 2.76.010 of the Huntington Beach Municipal Code to add the classification of Director of Organizational Learning and Engagement as an at-will position. Exhibit 1 to Resolution No. 2019-78 modifies the Non-Associated Salary Schedule to establish the classification and compensation of the Director of Organizational Learning & Engagement, amends the compensation for the City Manager, and at Council direction on November 4, 2019, removes the positions of the Director of Human Resources, Director of Building and Safety, and Director of Economic Development. Financial Impact: This request has a net neutral budget impact. The Human Resources Department will report to the City Manager's Office leaving vacant the Director of Human Resources position. The costs for the new Director of Organizational Learning & Engagement will be neutral to the organization by exchanging for the Human Resources Director position. This Action does not increase the City's Table of Organization. Recommended Action: Adopt Ordinance No. 4200," An Ordinance of the City of Huntington Beach Amending the Huntington Beach Municipal Code by Amending Section 2.76.010 Thereof Related to Exclusions From the Competitive Service" by adding the Director of Organization Learning & Engagement. Alternative Action(s): Do not adopt the ordinance and provide alternate direction. Analysis: The City of Huntington Beach has had recent retirement of the Human Resources Director providing City of Huntington Beach Page 1 of 3 Printed on 11/13/2019 powereV7rf LegistarTM File #: 19-1140 MEETING DATE: 11/18/2019 an opportunity for reorganization of the Human Resources Department and the City Manager Office. In order to provide improved direct support for the Human Resources Department the Department will now report to the City Manager's Office. The cost for the new position will be neutral to the organization by exchanging the Human Resources Director position for the new Director of Organizational Learning and Engagement. This adjustment will provide a focus on change management, succession planning, organizational training, employee development and other associated duties. This position is a department head reporting directly to the City Manager, responsible for organizational development, management and research programs. This position will provide support to the 13 Departments and over 1,500 full and part-time employees in the development, coordination, and implementation of organizational development and change initiatives that assure city workforce is prepared to meet or exceed performance goals. Marie Knight has more than three decades of experience in municipal government currently serving as the Director of Community Services for Huntington Beach. Prior to her current position, she has served as the Director of Parks and Recreation for the City of Long Beach and the Director of Community Services for the Cities of Orange and Newport Beach. For the past 20 years Marie has been a speaker and trainer on a local, state and national level in her profession assisting a variety of municipal agencies, non-profit organizations and the State California Parks and Recreation Society in areas such as customer service, employee development, leadership and change management. The City Manager Recommends City Council approval to appoint Marie Knight to the position of Director of Organizational Learning & Engagement effective November 4th, 2019. The contractual compensation is at Non-Associated/Executive Management Pay Grade No. 0012 End Point. The annual salary is $192,316. In order to comply with CalPERS requirements, the proposed Non-Associated Executive Management Salary Schedule was also updated to reflect the City Manager compensation approved by the City Council on August 5, 2019. Environmental Status: N/A Strategic Plan Goal: Enhance and maintain high quality City services Attachment(s): 1. Ordinance No. 4200, "An Ordinance of the City of Huntington Beach Amending the Huntington Beach Municipal Code by Amending Section 2.76.010 Thereof Related to Exclusions From the Competitive Service" by adding the Director of Organization Learning & Engagement 2. Resolution No 2019-78, "A Resolution of the City Council of the City of Huntington Beach Modifying Salary and Benefits for Non-Represented Employees By Adding the Director Organizational Learning & Engagement and Establishing Compensation Amending the Compensation for the City Manager" 3. Exhibit 1 to Resolution 2019-78 - Modified Non-Associated Executive Management Salary Schedule (w/Council-directed revisions made on November 4, 2019) City of Huntington Beach Page 2 of 3 Printed on 11/13/2019 powerEZ709j Legistar-` File #: 19-1140 MEETING DATE: 11/18/2019 4. Employment Agreement between The City of Huntington Beach and Marie Knight 5. Job Classification Specification - Director of Organizational Leadership and Engagement City of Huntington Beach Page 3 of 3 Printed on 11/13/2019 powers Legistar 11 ORDINANCE NO. 4200 AN ORDINANCE OF THE CITY OF HUNTINGTON BEACH AMENDING THE HUNTINGTON BEACH MUNICIPAL CODE BY AMENDING SECTION 2.76.010 THEREOF RELATED TO EXCLUSIONS FROM THE COMPETITIVE SERVICE The City Council of the City of Huntington Beach does hereby ordain as follows: SECTION 1. That Section 2.76.010 of the Huntington Beach Municipal Code entitled "Exclusions From Competitive Service" is hereby amended to read follows: 2.76.010 Exclusions from Competitive Service Pursuant to Section 403 of the City Charter, it is declared that all Departments and appointive officers and employees of the City are Included within the personnel system and the competitive service except: A. Elective officers; B. City Manager; C. Assistant City Manager; D. Members of appointive boards, commissions and committees; E. Persons engaged under contract to supply expert,professional, technical or other services; F. Emergency employees who are hired to meet the immediate requirements of the emergency; G. Employees who are employed to work a regular schedule of less than 1040 hours in any fiscal year; H. Temporary employees; I. Appointive department heads; J. Appointive Deputy City Treasurer; K. Ambulance operators; L. Chief Assistant City Attorney; M. Deputy Community Prosecutor; N. Deputy Director of Community Development; and O. Assistant Chief of Police. P. Assistant Chief Financial Officer ORDINANCE NO. 4200 Q. Director of Organizational Learning & Engagement SECTION 2. That this Ordinance shall become effective thirty (30) days after its adoption. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on November 18th , 2019. ayor ATTEST: APPROVED A ORM: City Clerk City Attorney 4v ;r1A D AND O ED: f � City Manager 19-8155/217084 C'iharee Ale. 4120() EXHIBIT 1 NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE EFFECTIVE NOVEMBER 04,2019 Job No. Description Pay Starting Control High Grade Point Point Point EXECUTIVE MANAGEMENT 0591 ICity Manager NA0591 Per Contract 125.00 128.29 0029 jInterim City Manager NA0029 NA NA 122.68 DEPARTMENT HEADS 0592 Assistant City Manager NA0592 85.82 95.51 106.32 0014 Director of Community Services NA0014 74.64 83.07 92.46 0479 Chief Information Officer NA0479 74.64 83.07 92.46 0007 Director of Library Services NA0007 69.94 77.85 86.66 0589 Community Development Director NA0589 80.82 89.97 100.13 0010 Director of Public Works NA0010 80.82 89.97 100.13 0518 Chief Financial Officer NA0518 80.82 89.97 100.13 0015 Fire Chief NA0015 85.82 95.51 106.31 0011 Police Chief NA0011 85.82 95.52 106.31 Director of Organizational Learning& 0012 jEngagement NA0012 174.641 1 83.07 1 92.46 ELECTED OFFICIALS 0016 City Attorney NA0016 100.18 111.51 124.10 0017 ICity Clerk NA0017 1 69.941 1 77.851 86.66 ELECTED OFFICIALS PART-TIME 0018 City Treasurer-PART-TIME NA0018 1 69.941 1 77.851 186.66 CONTRACT NON-DEPARTMENT HEAD Job No. Description Pay A B C D E Grade 0593 Chief Assistant City Attorney NA0593 74.64 78.75 83.07 87.64 92.46 0699 Deputy Community Prosecutor NA0699 43.20 45.58 48.08 50.73 53.52 0840 Deputy Director of Community Dev NA0840 66.54 70.21 74.07 78.14 82.44 0650 Assistant Chief of Police NA0650 78.70 83.031 87.60 92.411 97.50 0900 Assistant Chief Financial Officer I NA0900 1 66.541 70.211 74.071 78.141 82.44 'Per Resolution 2019-78 adopted on 11/04/19 the compensation of City Manager was modified,the Director of Organizational Learning& Engagement was added,and the positions of the Director of Human Resources, Director of Building&Safety and Director of Economic Development were deleted. Ord. No. 4200 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I,ROBIN ESTANISLAU,the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven;that the foregoing ordinance was read to said City Council at a Regular meeting thereof held on November 4,2019,and was again read to said City Council at a Regular meeting thereof held on November 18,2019, and was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council. AYES: Brenden, Carr, Semeta, Peterson, Posey, Delgleize, Hardy NOES: None ABSENT: None ABSTAIN: None I,Robin Estanislau,CITY CLERK of the City of Huntington Beach and ex-officio Clerk of the City Council,do hereby certify that a synopsis of this ordinance has been published in the Huntington Beach Wave on November 28,2019. In accordance with the City Charter of said City. t , Robin Estanislau,Ci, Clerk CiTy Clerk and ex-offtcio Clerk 4*WA+LDe u Ci Clerk of the City Council of the City of Huntington Beach, California City of Huntington Beach (POERsoN-A&<VJ7) File #: 19-1103 MEETING DATE: 11/4/2019 REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Oliver Chi, City Manager PREPARED BY: Travis K. Hopkins, Acting Assistant City Manager Subject: Authorize the appointment of Marie Knight to the position of Director of Organization Learning and Engagement; create the Director of Organizational Learning & Engagement classification by approving for introduction Ordinance No. 4200; Adopt Resolution No. 2019-78 amending the Non-Associated Salary Resolution to add the classification of Director of Organizational Learning & Engagement, while also clarifying the compensation range for the City Manager; delegate authority for execution of the employment agreement for the Director of Organizational Learning & Engagement to the City Manager Statement of Issue: The City Council authorization is requested for approve Ordinance No. 4200 amending Section 2.76.010 of the Huntington Beach Municipal Code to add the classification of Director of Organizational Learning and Engagement as an at-will position. Resolution No. 2019-78 modifies the Non-Associated Salary Schedule to establish the classification and compensation of the Director of Organizational Learning & Engagement Amending the Compensation for the City Manager. Financial Impact: This request has a net neutral budget impact. The Human Resources Department will report to the City Manager's Office leaving vacant the Director of Human Resources position. The costs for the new Director of Organizational Learning & Engagement will be neutral to the organization by exchanging for the Human Resources Director position. This Action does not increase the City's Table of Organization. Recommended Action: A) Approve for introduction Ordinance No. 4200," An Ordinance of the City of Huntington Beach Amending the Huntington Beach Municipal Code by Amending Section 2.76.010 Thereof Related to Exclusions From the Competitive Service" by adding the Director of Organization Learning & Engagement; and, B) Adopt Resolution No 2019-78, "A Resolution of the City Council of the City of Huntington Beach Modifying Salary and Benefits for Non-Represented Employees By Adding the Director of Organizational Learning & Engagement Classification and Establishing Compensation and Amending City of Huntington Beach Page 1 of 3 Printed on 10/31/2019 powereZ_&f LegistarTM File #: 19-1103 MEETING DATE: 11/4/2019 the Compensation for the City Manager;" and, C) Delegate authority to the City Manager and City Attorney to execute Employment Agreement for the Director of Organizational Learning & Engagement; and, D) Approve the appointment of Marie Knight to the position of Director of Organizational Learning & Engagement; and, E) Approve and authorize the City Manager to execute the "Employment Agreement Between the City of Huntington Beach and Marie Knight" for the position of Director of Organizational Learning and Engagement. Alternative Action(s): Do not approve the agreement and provide alternate direction. Analysis: The City of Huntington Beach has had recent retirement of the Human Resources Director providing an opportunity for reorganization of the Human Resources Department and the City Manager Office. In order to provide improved direct support for the Human Resources Department the Department will now report to the City Manager's Office. The cost for the new position will be neutral to the organization by exchanging the Human Resources Director position for the new Director of Organizational Learning and Engagement. This adjustment will provide a focus on change management, succession planning, organizational training, employee development and other associated duties. This position is a department head reporting directly to the City Manager, responsible for organizational development, management and research programs. This position will provide support to the 13 Departments and over 1,500 full and part-time employees in the development, coordination, and implementation of organizational development and change initiatives that assure city workforce is prepared to meet or exceed performance goals. Marie Knight has more than three decades of experience in municipal government currently serving as the Director of Community Services for Huntington Beach. Prior to her current position, she has served as the Director of Parks and Recreation for the City of Long Beach and the Director of Community Services for the Cities of Orange and Newport Beach. For the past 20 years Marie has been a speaker and trainer on a local, state and national level in her profession assisting a variety of municipal agencies, non-profit organizations and the State California Parks and Recreation Society in areas such as customer service, employee development, leadership and change management. The City Manager Recommends City Council approval to appoint Marie Knight to the position of Director of Organizational Learning & Engagement effective November 4th, 2019. The contractual compensation is at Non-Associated/Executive Management Pay Grade No. 0012 End Point. The annual salary is $192,316. In order to comply with CalPERS requirements, the proposed Non-Associated Executive Management Salary Schedule was also updated to reflect the City Manager compensation approved by the City Council on August 5, 2019. City of Huntington Beach Page 2 of 3 Printed on 10/31/2019 powere2715y LegistarTM File #: 19-1103 MEETING DATE: 11/4/2019 Environmental Status: N/A Strategic Plan Goal: Enhance and maintain high quality City services Attachment(s): 1. Ordinance No. 4200, "An Ordinance of the City of Huntington Beach Amending the Huntington Beach Municipal Code by Amending Section 2.76.010 Thereof Related to Exclusions From the Competitive Service" by adding the Director of Organization Learning & Engagement 2. Resolution No 2019-78, "A Resolution of the City Council of the City of Huntington Beach Modifying Salary and Benefits for Non-Represented Employees By Adding the Director Organizational Learning & Engagement and Establishing Compensation Amending the Compensation for the City Manager" including Exhibit 1 3. Modified Non-Associated Executive Management Salary Schedule 4. Employment Agreement between The City of Huntington Beach and Marie Knight 5. Job Classification Specification - Director of Organizational Leadership and Engagement City of Huntington Beach Page 3 of 3 Printed on 10/31/2019 powerE270q,Legistar'"^ City Council/ ACTION AGENDA November 4, 2019 Public Finance Authority Connection International Incorporated;" and, B) Approve and authorize the Mayor, City Clerk, and City Manager to execute "Lease Between the City of Huntington Beach and Tina Viray and Nelson Wescott, a General Partnership, Doing Business As the Surf City Store." Approved 6-0-1 (Peterson absent) 14. 19-1089 Approved and authorized execution of License Agreements with the County of Orange to install, operate and maintain official and secure Ballot Drop Boxes at the Huntington Beach Civic Center, 2000 Main Street, and the Main Street Branch Library, 525 Main Street, in Huntington Beach Recommended Action: A) Approve and authorize the Mayor and City Clerk to execute a "License Agreement" with the County of Orange for installation, operation and maintenance of a Ballot Drop Box as identified in Exhibits A and B (License Area description and location) at the Huntington Civic Center, 2000 Main Street, Huntington Beach; and, B) Approve and authorize the Mayor and City Clerk to execute a "License Agreement" with the County of Orange for installation, operation and maintenance of a Ballot Drop Box as identified in Exhibits A and B (License Area description and location) at the Main Street Branch Library, 525 Main Street, Huntington Beach. Approved 6-0-1 (Peterson absent) 15. 19-1103 Authorized the,appointment of Marie Knight to the position of Director of Organization Learning and Engagement; created the Director of Organizational Learning & Engagement classification by approving for introduction Ordinance No. 4200; Adopted Resolution No. 2019-78 amending the Non-Associated Salary Resolution to add the classification of Director of Organizational Learning & Engagement, while also clarifying the compensation range for the City Manager; delegated authority for execution of the employment agreement for the Director of Organizational Learning & Engagement to the City Manager Recommended Action: A) Approve for introduction Ordinance No. 4200," An Ordinance of the City of Huntington Beach Amending the Huntington-Beach Municipal Code by Amending Section 2.76.010 Thereof Related to Exclusions From the Competitive Service" by adding the Director of Organization Learning & Engagement;, and, B) Adopt Resolution No 2019=78, "A Resolution of the City Council of the City of Huntington Beach Modifying Salary and Benefits for Non-Represented Employees By Adding the Director of Organizational Learning & Engagement Classification and Establishing Compensation and Amending the Compensation for the City Manager;" and, C) Delegate authority to the City Manager and City Attorney to execute Employment Agreement for the Director of Organizational Learning & Engagement; and, D) Approve the appointment of Marie Knight to the position of Director of Organizational Learning & Engagement; and, City Council/ ACTION AGENDA November 4, 2019 Public Finance Authority E) Approve and authorize the City Manager to execute the "Employment Agreement Between the City of Huntington Beach and Marie Knight" for the position of Director of Organizational Learning and Engagement. Approved 6-0-1 (Peterson absent) as amended to strike reference to vacant Department Head positions identified on Exhibit 1 of Resolution 2019-78 16. 19-1104 Approved the appointment of Christopher Slama to the position of the Director of Community Services and authorized the City Manager to execute the Employment Agreement Recommended Action: Approve and authorize the City Manager to execute the "Employment Agreement Between the City of Huntington Beach and Christopher Slama"for the position of Director of Community Services. Approved 6-0-1 (Peterson absent) ADMINISTRATIVE ITEMS 17. 19-1119 Approved and authorized execution of a Lease Agreement for Let's Go Fishing and Surf City Snack Bar, LLC at the Huntington Beach Pier Recommended Action: A) Approve and authorize the Mayor, City Clerk, and City Manager to execute "Lease between the City of Huntington Beach and Let's Go Fishing and Surf City Snack Bar, LLCMaFaan johnson, a sele proprietor, doing business as Let's Ge Fishing and Surf City mar in the City of Huntington Beach"; and, B) Direct staff to review expectations/options for the Pier Concession and bring back as a Study Session item. Approved 6-0-1 (Peterson absent) as amended to revise lease agreement from a 1-year to 6- month term, with a month-to-month option thereafter for year one; and, to accept revisions submitted via Supplemental Communication to update the business name and delete Section 16. SECURITY DEPOSIT. 18. 19-1024 Approved and authorized execution of an Acquisition Loan Agreement between the City, Housing Authority and Beach Housing Partners LP for development of up to 43 senior apartment units located at 18431 Beach Boulevard; and approved allocation of funds Recommended City Council and Housing Authority Action: A) Direct the City Manager/Executive Director and City Attorney/Authority Counsel to finalize the draft Acquisition Loan Agreement(18431 Beach Boulevard) by and among the Huntington Beach Housing Authority, City of Huntington Beach, and Beach Housing Partners LP;AppFeye the Loan Agreement (as defined later in this Staff Re r+) make non substantive nhanges 'f required; and, B) Authorize and direct the City Manager/Executive Director, after City Attorney/Authority Counsel review, to sign any necessary documents to implement the Agreement; and, ORDINANCE NO. 4200 AN ORDINANCE OF THE CITY OF HUNTINGTON BEACH AMENDING THE HUNTINGTON BEACH MUNICIPAL CODE BY AMENDING SECTION 2.76.010 THEREOF RELATED TO EXCLUSIONS FROM THE COMPETITIVE SERVICE The City Council of the City of Huntington Beach does hereby ordain as follows: SECTION 1. That Section 2.76.010 of the Huntington Beach Municipal Code entitled "Exclusions From Competitive Service" is hereby amended to read follows: 2.76.010 Exclusions from Competitive Service Pursuant to Section 403 of the City Charter, it is declared that all Departments and appointive officers and employees of the City are Included within the personnel system and the competitive service except: A. Elective officers; B. City Manager; C. Assistant City Manager; D. Members of appointive boards, commissions and committees; E. Persons engaged under contract to supply expert, professional, technical or other services; F. Emergency employees who are hired to meet the immediate requirements of the emergency; G. Employees who are employed to work a regular schedule of less than 1040 hours in any fiscal year; H. Temporary employees; 1. Appointive department heads; J. Appointive Deputy City Treasurer; K. Ambulance operators; L. Chief Assistant City Attorney; M. Deputy Community Prosecutor; N. Deputy Director of Community Development; and O. Assistant Chief of Police. P. Assistant Chief Financial Officer ORDINANCE NO. 4200 Q. Director of Organizational Learning & Engagement SECTION 2. That this Ordinance shall become effective thirty (30) days after its adoption. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on November 18th , 2019. ayor ATTEST: APPROVED A ORM: City Clerk City Attorney 4V IAT D AND O ED: f � City Manager 19-8155/217084 o 1i 7Rnce, EXHIBIT 1 NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE EFFECTIVE NOVEMBER 04,2019 Job No. Description Pay Starting Control High Grade Point Point Point EXECUTIVE MANAGEMENT 0591 City Manager NA0591 Per Contract 125.00 128.29 0029 Interim City Manager NA0029 NA NA 122.68 DEPARTMENT HEADS 0592 lAssistant City Manager NA0592 85.82 95.51 106.32 0014 1 Director of Community Services NA0014 74.64 83.07 92.46 0479 lChief Information Officer NA0479 74.64 83.07 92.46 0007 1 Director of Library Services NA0007 69.94 77.85 86.66 0589 lCommunity Development Director NA0589 80.82 89.97 100.13 0010 1 Director of Public Works NA0010 80.82 89.97 100.13 0518 Chief Financial Officer NA0518 80.82 89.97 100.13 0015 Fire Chief NA0015 85.82 95.51 106.31 0011 Police Chief NA0011 85.82 95.52 106.31 Director of Organizational Leaming& 0012 Engagement NA0012 74.64 83.07 92.46 ELECTED OFFICIALS 0016 City Attorney NA0016 100.181 111.511 124.10 L.0017 JCityClerk NA0017 69.941 1 77.851 86.66 ELECTED OFFICIALS PART-TIME 0018 City Treasurer-PART-TIME NA0018 69.941 1 77.851 1 86.66 CONTRACT NON-DEPARTMENT HEAD Job No. Description Pay A B C b E Grade 0593 lChief Assistant City Attorney NA0593 74.64 78.75 83.07 87.641 92.46 0699 Deputy Community Prosecutor NA0699 43.20 45.58 48.08 50.73 53.52 0840 Deputy Director of Community Dev NA0840 66.54 70.21 74.07 78.14 82.44 0650 Assistant Chief of Police NA0650 1 78.701 83.031 87.60 92.41 97.50 0900 Assistant Chief Financial Officer NA0900 1 1 66.541 70.211 74.07 78.14 82.44 `Per Resolution 2019-78 adopted on 11/04/19 the compensation of City Manager was modified,the Director of Organizational Learning& , Engagement was added,and the positions of the Director of Human Resources,Di 'or of Building&Safety and Director of Economic Development were deleted. , Ord. No. 4200 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, ROBIN ESTANISLAU, the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing ordinance was read to said City Council at a Regular meeting thereof held on November 4,2019, and was again read to said City Council at a Regular meeting thereof held on November 18, 2019, and was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council. AYES: Brenden, Carr, Semeta, Peterson, Posey, Delgleize, Hardy NOES: None ABSENT: None ABSTAIN: None I,Robin Estanislau,CITY CLERK of the City of Huntington Beach and ex-officio Clerk of the City Council,do hereby certify that a synopsis of this ordinance has been published in the Huntington Beach Wave on November 28,2019. In accordance with the City Charter of said City. Robin Estanislau, City Clerk City Clerk and ex-officio Clerk Deputy city Clerk of the City Council of the City of Huntington Beach, California RESOLUTION NO. 2019-78 A RESOUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH MODIFYING SALARY AND BENEFITS FOR NON-REPRESENTED EMPLOYEES BY ADDING THE DIRECTOR OF ORGANIZATIONAL LEARNING & ENGAGEMENT CLASSIFICATION AND ESTABLISHING THE COMPENSATION & AMENDING THE COMPENSATION FOR THE CITY MANAGER WHEREAS, the City Council of the City of Huntington Beach desires to modify the salary and benefits for non-represented employees upon adoption of this resolution; NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Huntington Beach as follows: SECTION 1. Salaries and Benefits for Non-Represented employees is hereby amended to include the Director of Organizational Learning &Engagement as reflected in Exhibit "A" attached hereto and incorporated by this reference. SECTION 2. The salary range for the Director of Organizational Learning & Engagement shall be reflected in the Non-Associated Executive Management Salary Schedule—Exhibit 1. SECTION 3. The salary range for the City Manager shall be reflected in the Non- Associated Executive Management Salary Schedule—Exhibit 1. SECTION 4. All other benefits and salary ranges established and reflected in the Non- Associated Employees Pay and Benefits Resolution 2016-50, shall continue unless modified by City Council action. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 4th day of November 2019 Mayor PJ v EWED AN APPROVED TED AND APPROVED rty Manager City Manager APPROVED O FORM: rty Attorney 19-8155/217086 ,e&-50Lcrnon/ Avo. -20i�- EXHIBIT 1 NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE EFFECTIVE NOVEMBER 04,2019 Job No. Description Pay Starting Control High Grade Point Point Point EXECUTIVE MANAGEMENT 0591 lCity Manager NA0591 Per Contract 125.00 128.29 0029 jInterim City Manager NA0029 I I NA NA 122.68 DEPARTMENT HEADS 0592 Assistant City Manager NA0592 85.82 95.51 106.32 0014 Director of Community Services NA0014 74.64 83.07 92.46 0479 Chief Information Officer NA0479 74.64 83.07 92.46 0007 Director of Library Services NA0007 69.94 77.85 86.66 0589 Community Development Director NA0589 80.82 89.97 100.13 0010 Director of Public Works NA0010 80.82 89.97 100.13 0518 Chief Financial Officer NA0518 80.82 89.97 100.13 0015 Fire Chief NA0015 85.82 95.51 106.31 0011 Police Chief NA0011 85.82 95.52 106.31 Director of Organizational Learning& 0012 Engagement NA0012 74.6 1 83.07 92.46 ELECTED OFFICIALS 0016 ICity Attorney NA0016 100.18 111.51 124.10 0017 ICity Clerk I NA0017 1 69.94 1 77.851 1 86.66 ELECTED OFFICIALS PART-TIME 0018 ICity Treasurer-PART-TIME I NA0018 1 1 69.941 1 77.851 1 86.66 CONTRACT NON-DEPARTMENT HEAD Job No. Description Pay Grade A B C D E 0593 Chief Assistant City Attorney NA0593 74.64 78.75 83.07 87.64 92.46 0699 Deputy Community Prosecutor NA0699 43.20 45.58 48.08 50.73 53.52 0840 Deputy Director of Community Dev NA0840 66.54 70.21 74.07 78.14 82.44 0650 Assistant Chief of Police NA0650 78.70 83.03 87.60 92.41 97.50 0900 Assistant Chief Financial Officer NA0900 66.54 70.21 74.07 78.14 82.44 `Per Resolution 2019-78 adopted on 11/04/19 the compensation of City Manager was modified,the Director of Organizational Learning& Engagement was added,and the positions of the Director of Human Resources,Director of Building&Safety and Director of Economic Development were deleted. Res. No. 2019-78 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, ROBIN ESTANISLAU, the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a Regular meeting thereof held on November 4, 2019 by the following vote: AYES: Brenden, Carr, Semeta, Posey, Delgleize , Hardy NOES: None ABSENT: Peterson RECUSE: None City Clerk,and ex-officio Clerk of the City Council of the City of Huntington Beach, California EXHIBIT 1 NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE DRAFT EFFECTIVE NOVEMBER 04,2019 Job No. Description Pay Starting Control High Grade Point Point Point EXECUTIVE MANAGEMENT 0591 ICity Manager I NA0591 Per Contract 125.00 128.29 0029 Interim City Manager NA0029 NA NA 122.68 DEPARTMENT HEADS 0592 Assistant City Manager NA0592 85.82 95.51 106.32 0009 Director of Building&Safety NA0009 74.64 83.07 92.46 0014 Director of Community Services NA0014 74.64 83.07 92.46 0008 Director of Economic Development NA0008 74.64 83.07 92.46 0574 Director of Human Resources NA0574 74.64 83.07 92.46 0479 Chief Information Officer NA0479 74.64 83.07 92.46 0007 Director of Library Services NA0007 69.94 77.85 86.66 0589 Community Development Director NA0589 80.82 89.97 100.13 0010 Director of Public Works NA0010 80.82 89.97 100.13 0518 Chief Financial Officer NA0518 80.82 89.97 100.13 0015 Fire Chief NA0015 85.82 95.51 106.31 0011 Police Chief NA0011 85.82 95.52 106.31 Director of Organizational Learning& 0012 Engagement NA0574 74.64 83.07 92.46 ELECTED OFFICIALS 0016 City Attorney I NA0016 100.181 1 111.51 H86.661 24.10 0017 City Clerk NA0017 69.94 77.85 ELECTED OFFICIALS PART-TIME 0018 ICity Treasurer-PART-TIME I NA0018 1 1 69.941 1 77.851 1 86.66 CONTRACT NON-DEPARTMENT HEAD Job No. Description Pay A B C D E Grade 0593 Chief Assistant City Attorney NA0593 74.64 78.75 83.07 87.64 92.46 0699 Deputy Community Prosecutor NA0699 43.20 45.58 48.08 50.73 53.52 0840 Deputy Director of Community Dev NA0840 66.54 70.21 74.07 78.14 82.44 0650 Assistant Chief of Police NA0650 78.701 83.031 87.60 92.41 97.50 0900 Assistant Chief Financial Officer NA0900 66.541 70.211 74.07 78.14 82.44 `Per Resolution 2019-XX adopted on 11/04/19 the compensation of City Manager was modified and modification to title of Director of Organizational Learing&Engagement EMPLOYMENT AGREEMENT BETWEEN THE CITY OF HUNTINGTON BEACH AND MARIE KNIGHT THIS AGREEMENT is entered into this 4th day of November , 2019, between the City of Huntington Beach, a California municipal corporation, hereinafter "City," and Marie Knight, hereinafter "Knight." WITNESSETH The City Manager has been empowered to appoint and remove department heads; and The City, through the City Manager, desires to employ the services of Knight as the, Director of Organizational Learning and Engagement, of the City of Huntington Beach; and The City seeks to provide certain benefits, establish certain conditions of employment, and to set working conditions of Knight; and The City intends to: (1) Secure, retain and employ the services of Knight: and (2) To provide a means for terminating Knight's service; and (3) Knight intends to accept employment as Director of Organizational Learning and Engagement, of the City; NOW, THEREFORE, in consideration of the mutual covenants herein contained, the parties agree as follows: SECTION 1. DUTIES. 1 Marie Knight Employment Agreement-2019 The City agrees to employ Knight as Director of Organizational Learning and Engagement of the City to perform the functions and duties of that office as set forth in the Municipal Code of the City of Huntington Beach and the City Charter, and to perform other duties and functions as the City Manager shall from time to time assign. Knight shall devote her full attention and effort to the office and perform the mentioned duties and functions in a professional manner. SECTION 2. STATUS AND TERM. (a) Knight shall serve for an indefinite term at the pleasure of the City Manager and shall be considered an at-will employee of the City. Furthermore, upon approval by the City Manager, Knight shall be eligible to work a flexible schedule as mutually determined between Knight and the City. (b) Nothing in this Agreement shall prevent, limit or otherwise interfere with the right of the City Manager to terminate the employment of Knight at any time, subject only to the provisions set forth in Section 6, subparagraphs(a), (b)and(c) of this Agreement, and Section 401 of the Charter of the City of Huntington Beach. (c) Nothing in this Agreement shall prevent, limit, or otherwise interfere with the right of Knight to resign at any time from her position with the City, subject only to the provisions set forth in Section 6, subparagraph(d), of this Agreement. (d) Knight agrees to remain in the exclusive employ of City for an indefinite period of time and shall neither accept other employment or become employed by any other employer without the prior written approval of the City Manager until notice of Knight's resignation is given. The term "employed" (and derivations of that term as used in the preceding paragraph) shall include employment by another legal entity or self-employment, however, shall not be construed to include occasional teaching,writing,consulting,or military reserve service performed on Knight's time off, and with the advance approval of the City Manager. 2 Marie Knight Employment Agreement-2019 SECTION 3. SALARY. City agrees to pay Knight for her services rendered pursuant to this Agreement at Range NA0012, High Point /Step E ($92.46/hourly) of the City's classification and compensation plan or Resolutions or Ordinances from time to time enacted that govern such compensation. SECTION 4. OTHER BENEFITS. In addition to the foregoing benefits, Knight shall also receive all such other benefits that are generally applicable to non-associated employees (Department Heads)hired after 12/27/97, as set forth in Huntington Beach City Council Resolution No. 2016-50, entitled "A Resolution Of The City Council Of The City Of Huntington Beach Modifying Salary And Benefits For Non- Represented Employees Including The Elected City Attorney, City Clerk, And City Treasurer", a copy of which is attached hereto as Exhibit "A" and incorporated by reference as fully set forth herein. Knight shall also be eligible for a cell-phone stipend(Smartphone)in the amount of$50.00 per month, paid bi-weekly. The benefits provided to Knight pursuant to this Section may be modified by the City from time to time, upon adoption of a successor Resolution. SECTION 5. ADMINISTRATIVE LEAVE. The City Manager may place Knight on Administrative Leave with full pay and benefits at any time during the term of this Agreement. SECTION 6. TERMINATION AND SEVERANCE PAY. (a) Except as provided in subsection (b), in the event the City Manager terminates the employment of Knight, and during such time that Knight is willing and able to perform her duties under this Agreement,then City shall pay to Knight a severance payment equal to salary payments which Knight would have been receiving over a twelve week period at Knight's current rate of pay 3 Marie Knight Employment Agreement-2019 in effect on the day prior to the date of termination. In addition, for the lesser of ninety (90) calendar days after the date of termination or the time Knight secures health and medical insurance through comparable employment, the City shall maintain and pay for health, medical, disability, the continuation of retirement benefits and life insurance in such amounts and on such terms as have been received by Knight and Knight's dependents at the time of such termination; however, no other or additional benefits shall accrue during this ninety (90) calendar-day period. (b)(1) Notwithstanding subsection (a) above, the following reasons shall constitute grounds to terminate the employment of Knight without severance pay: (i) a willful breach of this agreement or the willful and repeated neglect by Knight to perform duties that she is required to perform; (ii) conviction of any criminal act relating to employment with the City; (iii) conviction of a felony. (2) Prior to the time that the City Manager terminates Knight without severance pay for any of the reasons set forth in Section(b)(1)above, and only in that case,the City Manager shall provide Knight with written notice of proposed termination which will include the reason and factual basis for termination. Within ten days of such notice, Knight may request an opportunity to respond to the reasons and factual basis provided by the City Manager. If such a request to respond is made, the City Manager shall conduct a meeting, which may be informal in nature, that Knight may respond to the notice of proposed termination. At such meeting, Knight may be represented by an attorney of her choice and present evidence or information relevant to the reasons and factual basis set forth in the notice of proposed termination. Subsequently, the decision of the City Manager as to whether reasons set forth in Section (b)(1) exist or do not exist shall be final as between the parties. (c) In the event the City at any time during the term of this Agreement, reduces the salary of Knight from its current level, except as part of an across-the-board reduction for all Directors of City, or in the event City refuses, following written notice, to extend to Knight any 4 Marie Knight Employment Agreement-2019 non-salary benefit customarily available to all Directors, or in the event Knight resigns following a suggestion, whether formal or informal, by the City Manager that she resign, then, Knight may, at her option, be deemed to be "terminated". The termination date will occur then at the date of reduction or refusal to extend or such suggestion of resignation within the meaning and context of the severance pay provision in subparagraph (a) above; provided that the option to be deemed terminated is exercised by written notice from Knight and delivered to the City Manager within ten (10) working days of notification of such reduction, refusal to extend, or suggestion of resignation. In that event, the severance payment shall be calculated from the date Knight exercises the option to be deemed terminated. (d) In the event Knight voluntarily resigns her position, Knight shall give City written notice at least thirty (30) days prior to the last workday, unless the City Manager and Knight otherwise agree. (e) It is understood that after notice of termination in any form, Knight and the City will cooperate to provide for an orderly transition. Specific responsibilities during such transition may be specified in a written separation agreement. SECTION 7. DISABILITY. If Knight is medically, physically disabled or otherwise unable to perform her duties because of sickness, accident, injury,mental incapacity or ill health, and has provided proof of the same from a medical professional, she shall be eligible for Disability Leave upon exhausting all accrued sick leave, general leave and executive leave, and duty injury leave if applicable. Disability Leave shall be unpaid and shall be approved by the City Manager for a time period of up to three (3) months. The length of such time period of the Disability Leave shall be dependent upon the length of the disability as demonstrated by Knight. If Knight is unable to return to work at that time, the City shall have the option to terminate the employment of Knight, subject to the requirements imposed on City by Section 6, paragraph(a). 5 Marie Knight Employment Agreement-2019 SECTION 8. PERFORMANCE EVALUATION. The City Manager shall review and evaluate in writing the performance of Knight at least once annually. That review and evaluation shall be in accordance with specific criteria developed in consultation with Knight and the City Manager. Those criteria may be added to or subtracted from as the City Manager may from time to time determine, in consultation with Knight. SECTION 9. GENERAL AND EXECUTIVE LEAVE Knight shall accrue General Leave in accordance with the General Leave accrual provisions applicable to Department Heads of the City as contained in the Non-Associated Resolution (Exhibit "A"). Upon executing this agreement, Knight shall be credited with an allocation of 100 hours that will be added to Knight's General Leave accrual bank. Knight shall also be credited 80 hours of Executive Leave on January 1 of each calendar year. Executive Leave must be used in the same calendar year it is credited; unused Executive Leave may not be carried forward to the next calendar year or cashed out at any time. General Leave shall be accrued in accordance with the appropriate provisions of the Non-Associated Resolution (Exhibit "A"). Knight shall provide the City Manager with reasonable notice prior to taking two (2) or more General Leave or Executive Leave days off. SECTION 10. PROFESSIONAL DEVELOPMENT. The City agrees to budget and pay for Knight's professional memberships as normally accorded to Department Heads. Knight shall also receive paid leave, plus registration, travel and reasonable expenses for short courses, conferences and seminars that are necessary for professional/personal development and, in the judgment of the City Manager, for the good of the City, and subject to budget limitations and to established travel policies and procedures. 6 Marie Knight Employment Agreement-2019 SECTION 11. FINANCIAL DISCLOSURE. Knight shall report to the City Manager any ownership interest in real property within the County of Orange, excluding personal residence. Knight shall also complete and file annually, Financial Disclosure 700 Forms. Also, Knight shall report to the City Manager any financial interest greater than Ten Thousand Dollars ($10,000) in value in a firm doing work for City or from which City intends to make a purchase. Such reporting shall be made in writing by Knight to the City Manager within ten (10) calendar days of the execution of this agreement and within ten (10) calendar days of acquisition of that interest in real property. Additionally, Knight shall report in writing to the City Manager any financial interest greater than Ten Thousand Dollars ($10,000) in value in a firm doing work for the City or from whom the City intends to make a purchase immediately upon notice of the intended work or purchase. SECTION 12. INDEMNIFICATION. The City shall defend and indemnify Knight against actions, including but not limited to any: tort, professional liability claim or demand, or other non-criminal legal, equitable or administrative action, arising out of an alleged act or omission occurring in the performance of Knight during the discharge of her duties as an employee/officer of the City, other than an action brought by the City against Knight, or an action filed against the City by Knight. The City shall pay the reasonable expenses for the travel, lodging, meals, and lost work time of Knight should Knight be subject to such, should an action be pending after termination of Knight. The City shall be responsible for and have authority to compromise and settle any action, with prior consultation with Knight, and pay the amount of any settlement or judgment rendered on that action. Knight shall cooperate fully with the City in the settlement, compromise, preparation of the defense, or trial of any such action. SECTION 13. GENERAL PROVISIONS. (a) The text herein shall constitute the entire Agreement between the parties. 7 Marie Knight Employment Agreement-2019 (b) This Agreement shall become effective commencing November 4th, 2019. (c) If any provision, or any portion of any provision, contained in this Agreement is held unconstitutional, invalid, or unenforceable, the remainder of this Agreement, or any portion of it, shall be deemed severable, shall not be affected and shall remain in full force and effect. (d) No amendment of this Agreement shall be effective unless in writing and signed by both parties. IN WITNESS WHEREOF, City has caused this Agreement to be signed and executed on its behalf by its City Manager, and Knight has signed and executed this Agreement, both in duplicate, the day and year first above written. Y: KNIGHT: aA Oliver Chi, City Manager Marie Knikht APPROVED AS FORM: M* ael E. Gates, City Attorney AtjA/ 8 Marie Knight Employment Agreement-2019 RESOLUTION NO. 2016-50 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH MODIFYING SALARY AND BENEFITS FOR NON-REPRESENTED EMPLOYEES INCLUDING THE ELECTED CITY ATTORNEY, CITY CLERK, AND CITY TREASURER WHEREAS, the City Council of the City of Huntington Beach desires to modify the salary and benefits for Non-Represented Employees upon adoption of this Resolution. NOW, THEREFORE, the City Council of the City of Huntington Beach does hereby resolve as follows: SECTION 1. Salaries and Benefits for Non-Represented employees shall be as reflected in Exhibit"A", attached hereto and incorporated by this reference. SECTION 2. The salary range for the elected City Attorney, City Clerk and City Treasurer shall be modified as reflected in the Non-Associated Executive Management Salary Schedule—Exhibit 1. SECTION 3. Benefits for the elected City Attorney, City Clerk and City Treasurer shall be as reflected in Exhibit"A", attached hereto and incorporated by this reference. SECTION 4. Resolution 2007-6. Resolution 2010-106, and Resolution 2014-94 are hereby repealed. SECTION 5. Any existing provisions in conflict with the foregoing, whether by minute action or resolution of the City Council, are hereby repealed. SECTION 6. All other benefits and salary ranges established and reflected in the Non- Associated Employees Pay and Benefits Resolution 2016-50, shall continue unless modified by City Council action. RLS 6/27/16/16-5325/138993/MV I 282 PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the /e"6day of . 2016. Ma REVIEW APPROVED: APP OVED A TO FORM: w• , City 1 an er +City Attorney 1d IN " "D AN ED: I re for of uman Resources RLS 6t27I16J16-5325l1389931MV 2 283 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT A - NON-ASSOCIATED EMPLOYEES PAY AND BENEFIT PROVISION......................................................................................................1 SECTIONI PAY................................................................,.............................................. I A. SALARY SCHEDULE................................. ..... 1 B. DIRECT DEPOSIT..................................................................................................... 1 C. ASSIGNED VEHICLEIAUTO ALLOWANCE .................................................................... 1 1. Department Heads...............-.......,....,......................---------.........................................................1 D. Deferred Compensation .............. ...................................................................... 1 SECTION II -- HOURS OF WORK/OVERTIME/TIME OFF.............................................. I A. EXECUTIVE LEAVE.................................... .............................................................. 1 B. FLEXIBLE AND ALTERNATIVE WORK SCHEDULES........................................................2 1. 5/40 Work Schedule------------- --_---.... ......................................................................................2 2. 9/80 Work Schedule...... - --......... - ......................................................................................2 3. Alternative Work Schedule............. .............. .......-........__2 SECTION III — HEALTH AND OTHER INSURANCE BENEFITS...................................2 A. HEALTH INSURANCE....... ............ .................... ................. ..................... ......... 2 1. Medical, Dental and Vision Insurance............___.....................................-................................2 2. City and Employee Paid Health Insurance.,.................. ....... ... ........._..... ... ........ .............2 3. Medical Cash Out........................................................................................................................4 4. Section 125 Plan......................................_................................____...............................,.........4 B. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE ...............................4 C. LONG-TERM DISABILITY INSURANCE.........................................................................4 D. CITY-PAID PHYSICAL EXAMINATIONS ........................................................................5 E. MISCELLANEOUS..................................................................................................... 5 F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL RETIREE SUBSIDY PLAN ................................................................................................. 5 G. POST-65 SUPPLEMENTAL MEDICARE COVERAGE ......................................................6 SECTION IV RETIREMENT.................................................................................... .6 A. BENEFITS................................................ 6 ............................................ 1. Self-Funded Supplemental Retirement Benefit..........................................................................6 2. Medical Insurance for Retirees....................................... ...............................6 B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING,,..........7 1. Miscellaneous Unit Members.....................................................................................................7 2. Safety Unit Members...................................................................................................................7 3. IRS Code 414(h)(2)..................................................................................................8 4. Pre-Retirement Optional Settlement 2 Death Benefit.................................................................8 5- Fourth Level of 1959 Survivor Benefits.......................................................................................8 6, VEBA Plan Requirements...........................................................................................................8 SECTION V — LEAVE BENEFITS ................................................................................ 10 Exhibit"A"to Non-Associated Resolution No.2016-50 i Item 25. - 5 HB -656- - 284 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION A. GENERAL LEAVE........................................................ .......... ......... ............ 10 1. Accrual.... -------_....... ...... .................. ........_.__...._'._...... 10 2. Eligibility and Approval .-.... -------------- ............ ....... 10 3. Leave Benefit Entitlements----------- ......... ........ ......... .....__............ 10 4. Conversion to Cash------- ........ .......... ......____... ...... ...... ...........10 B. HOLIDAYS AND PAY PROVISIONS.... ................................... ............ 11 C- SICK LEAVE........... .......... ....................... ............... ...... ....... 11 1. Accrual ...... ....... ........ ................ ............ 11 2. Credit........._.. ........... ....... ...............____...... ...-.... ........ ....... ....... 12 3. Usage................. ......... ............ .......... ...... .......... ....... ......... ......___.... ........ ...... .......12 4. Payoff at Termination.......... ......_........ ....... ........ .............__............ ....__.........12 D. BEREAVEMENT LEAVE,........ ............ ..........__.... ................................................. 13 E. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM........................................ 13 SECTION VI - RETIREE SUBSIDY MEDICAL PLAN.................................................. 13 SECTION VII - MISCELLANEOUS...............................................................................13 A. COLLECTION OF PAYROLL OVERPAYMENTS... ..............__........__...... ........__..... 13 B. UNIFORMS AND CALPERS REPORTING ..................................__.................-......... 14 EXHIBIT 1 - NON-ASSOCIATED SALARY SCHEDULE............................................. 15 EXHIBIT 2 - RETIREE MEDICAL PLAN ...................................................................... 16 EXHIBIT 3 -9180 WORK SCHEDULE..........................................................................20 EXHIBIT 4 -VOLUNTARY CATASTROPHIC LEAVE DONATION .............................22 Exhibit"A"to Non-Associated Resolution No.2016-50 ii ,2-85 1413 -657- item 25. - 6 ' NON-ASSOCIATEDEES MPLO __- PAY AND BENEFIT PROVISIONS EXHIBIT A SECTION I — PAY A. Salary Schedule 11 All current Non-Associated employees shall receive the salaries as identified in Exhibit 2. The City Council shall set the salaries of the elected executive management positions identified in Exhibit 1, at any rate within the designated salary range, 3. The City Manager is authorized to set the salaries of the non-elected executive management positions identified in Exhibit 1 at any rate at or below the control point of the designated salary range. The City Manager is authorized to increase the salary by any percentage not greater than 5% based upon performance at annual review and market data. However, no salary for a new employee may be set above the control point at any time without City Council approval. B. Direct Deposit All Non-Associated employees are required to utilize direct deposit of payroll checks. C. Assigned Vehicle/Auto Allowance 1. Department Heads Appointed Department Heads and the City Clerk, City Treasurer, and City Attorney shall have the option of an assigned City vehicle or an auto allowance in the amount of two hundred thirty dollars and seventy-seven cents ($230.77) per bi-weekly pay period plus reimbursement of out-of-town travel at the approved mileage rate. D. Deferred Compensation Effective the beginning of the pay period following City Council approval of this resolution, each employee covered by this resolution, including the City Attorney, City Clerk and City Treasurer, shall receive a one-time deposit to the employee's 457 Deferred Compensation account in the amount of$3,800.00 ll This shall be a single, one-time only deposit. All appropriate Federal and State legal mandates regarding the tax-treatment of this one-time deposit shall apply. SECTION 11 — HOURS OF WORK/TIME OFF A. Executive Leave Non-Associated exempt employees shall not be eligible for overtime compensation. Exempt department heads shall be credited with eighty (80) hours of executive leave per calendar year. [��rn 7� 77Flo Resolution 281G-�) 286 ~`—^^^ —^'' � ' Non-Associated � }IB -0��- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION B. Flexible and Alternative Work Schedules 1. 5/40 Work Schedule The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday through Friday each week with a one-hour lunch during each work shift, totaling a forty (40) hours work week. 2. 9/80 Work Schedule The 9/80 work schedule, as outlined in Exhibit 3, shall be defined as working nine (9) days for eighty (80) hours in a two week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), with a one-hour lunch during each work shift, totaling forty (40) hours in each FLSA designated work week. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. 3. Alternative Work Schedule Non-associated employees may elect any alternative work schedule approved by the City Manager or designee. SECTION III — HEALTH AND OTHER INSURANCE BENEFITS A. Health Insurance 1. Medical, Dental and Vision Insurance The City shall continue to make group medical, dental and vision benefits available to all Non-Associated employees. 2. City and Employee Paid Health Insurance The City and the employee shall pay for health insurance premiums for employees and qualified dependent(s) effective the first of the month following the employee's hire date. The employee payroll deduction for premium contributions shall be deducted on a pre-tax basis. Such deductions shall be aligned with the effective date of coverage and the ending date of coverage upon employment separation. The employee's payroll deduction amount shall begin no later than the beginning of the first full pay period following the effective date of coverage and pro-rated for coverage through the end of the month in which employment was separated. Exhibit'A"to Non-Associated Resolution No. 2016-50 fe8 7 HB -659- M 25. - 8 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION i. Health Plan Employee and Employer Contributions Chart for Non-Safety Classifications in EXHIBIT 1 City of Huntington Beach 2016 Health Premiums and Contributions Effective pay period fallowing final City Council approval Non-Assoclated[Non-Safety � Employer Employee: Employee ; Plan Tier- Premium Monthly Monthly Bi-Weekly Contribution Contribution ` Contribution Single 466.65 466.65 0.00 0.00 Kaiser Two-Party 1,022.11 974.36 47.75 22.04 Family 1,343.90 1,170.04 173.86 80.24 Single 671.00 640.76 30.24 13.96 Blue Shield HMO Two-Party 1,466.00 974.36 491.64 226.91 Family 1,896.00 1,170.04 725.96 335.06 Single 736.00 736,00 0.00 0.00 Blue Shield PPO Two-Party 1,555.00 1,135.78 419.22 193.49 Family 1,927.00 1,314.31 612.69 282.78 Single 58.10 45.02 13.08 6.04 Delta Dental PPO Two-Party 108.60 85.91 22.69 10.47 Family 143.20 122.18 21.02 9,70 Single 30.11 30.11 0.00 0.00 Delta Care HMO Two-Party 51.19 51.19 0.00 0.00 Family 78.29 78.29 0.00 0,00 Single 25.12 0.00 1 25.12 11.59 VSP Vision Two-Party 25.12 0.00 25.12 11.59 Family 25.12 0,00 25A2 11.59 Medical Opt-Out: $466.65 per month ($215.38 bi-weekly) ii. "Safety Member" Health Premiums-Employer Contribution Employees that are classified as "safety member" by the California Public Employees' Retirement System (CaIPERS) may have access to the medical plans offered by CaIPERS as contracted by the City. In accordance with eligibility provisions, the Police Chief and the Fire Chief may elect to enroll in the CaIPERS health insurance program offered by the City. The City's maximum monthly employer contributions for the CaIPERS health insurance program is set forth in the current City of Huntington Beach Non- Associated Safety Health Premiums and Contributions Chart. The amounts listed therein include the mandated Public Employees' Medical and Hospital Care Act (PE HCA) contribution. Item 25. A"to Non-Associated Resolution No.2016-50 288 - 9" 14B -660- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION iii. Employees shall not be entitled to the difference between the employer contribution and the premiums for insurance plan(s) selected by the employee. iv. Future Premiums The City "caps" its contributions toward monthly group medical, dental and vision plan premiums by category (EE, EE + 1, and EE + 2 or more) as outlined in sections i and ii above. The City agrees to increase the contribution toward monthly group medical by $200 per plan, per tier, effective following City Council approval of this resolution. The employee and employer contributions rates set forth in sections i and ii above shall remain in effect in 2017 and beyond unless otherwise modified by a successor Non-Associated Resolution. Employee and City Contributions subject to change as a result of City Council approval. The City's contribution caps for dental and vision in effect as of August 1, 2014 shall not be increased. The City's contribution caps will remain in place, even if premium increases result in these additional costs being borne by the employee. 3. Medical Cash Out If an employee is covered by a medical program outside of a City-provided program (evidence of which must be supplied to Human Resources), the employee may elect to discontinue City medical coverage and receive the monthly value of the City's contribution to the lowest cost employee-only medical plan paid bi-weekly. 4. Section 125 Plan Employees shall be eligible to participate in a City-approved Section 125 Flexible Spending Account Plan the same as all other eligible employees, as provided by IRS law. This plan allows employees to use pre-tax salary to pay for regular childcare, adult dependent care and/or medical expenses. B. Life and Accidental Death and Dismemberment Insurance Each Non-Associated employee shall be provided with $50,000 life insurance and $50,000 accidental death and dismemberment insurance paid for by the City. Each employee shall have the option, at his/her own expense, to purchase additional amounts of life insurance and accidental death and dismemberment insurance to the extent provided by the City's current providers. Evidence of insurability is contingent upon total participation in additional amounts. C. Lon-g-Term Disability Insurance This program provides benefits for each incident of illness or injury after a waiting period of thirty (30) calendar days during which the Non-Associated employee may use accumulated sick leave, general leave, executive leave pay. Subsequent to the thirty-(30)day waiting period, the employee will be covered by an insurance plan paid for by the City providing sixty-six and two- thirds percent (66 2/3%) of the first $12,500 of the employee's basic monthly earnings up to a maximum monthly benefit of $8,332.50. The maximum benefit period for disability due to injury or illness shall be to age sixty-five (65). Exhibit'A"to Non-Associated Resolution No.2016-50 289 H13 -661- Item 25. - 10 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Days and months refer to calendar days and months. Benefits under the plan are integrated with sick leave, Worker's Compensation, Social Security and other non-private program benefits to which the employee may be entitled. Disability is defined as. "The inability to perform all of the duties of regular occupation during two years and thereafter the inability to engage in any employment or occupation, for which he/she is fitted by reason of education, training or experience." Rehabilitation benefits are provided in the event the individual, due to disability, must engage in other occupation. Survivor's benefits continue the plan payment for three (3) months beyond death. A copy of the plan is on file in the Human Resources Department. D. City-Paid Physical Examinations Non-Associated employees shall be provided, once every two years, with a City-paid physical examination comparable to the current pre-placement class physical examination or reimbursed the amount authorized for said physical examination. No more than one-half of the eligible employees shall receive examinations in any one fiscal year. Said exam shall be comprehensive in nature and shall include: 1. A complete medical history, physical exam and review of results by physician, 2. Health testing including vision, hearing, breathing, chest x-ray and stress EKG. 3. Laboratory test including standard chemical test, blood count, HDL, urinalysis and stool test for blood. E. Miscellaneous When a Non-Associated employee is on a leave of absence without pay for reason of medical disability, the City shall maintain the City-paid insurance premiums during the period the employee is in a non-pay status for the length of said leave, not to exceed twenty-four (24) months, F. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy Plan Employees who retire from the City after January 1, 2004, and are granted a retirement allowance by the California Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy Medical Plan may choose to participate in City-sponsored medical insurance plans until the first of the month in which they turn age sixty-five (65). The retiree shall pay the full premium for City-sponsored medical insurance for themselves andlor qualified dependents without any City subsidy. Employees who retire from the City and receive a retirement allowance from the California Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy Medical Plan and choose not to participate in City-sponsored medical insurance upon retirement permanently lose eligibility for this insurance. However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses not to participate in City-sponsored medical insurance plans because the retiree has access to other group medical insurance, and subsequently loses eligibility for that group medical insurance, the retiree and their qualified dependents will have access to City-sponsored ,medical insurance plans reinstated. Item 25. - I I "to Non-Associated Resolution No,2016-50 290 If B -662- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or qualified dependent turns age sixty-five (65). G. Post-65 Supplemental Medicare Coverage Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004 and all future retirees who meet the criteria to participate in City-sponsored medical insurance, with or without the Retiree Medical Subsidy Plan, may participate in City-sponsored medical insurance plans that are supplemental to Medicare, after a contract is in place between the City and a health insurance provider. A retiree or qualified dependent must choose to participate in City-sponsored medical insurance plans that are supplemental to Medicare beginning the first of the month in which the retiree or qualified dependent turns age sixty-five (65). The retiree shall pay the full premium to participate in City-sponsored medical insurance plans that are supplemental to Medicare for themselves or qualified dependents without any City subsidy, Retirees or qualified dependents, upon turning age 65, who choose not to participate in the City-sponsored medical insurance plans that are supplemental to Medicare permanently lose eligibility forlthis insurance. SECTION IV— RETIREMENT A. Benefits 1, Self-Funded Supplemental Retirement Benefit In the event a Non-Associated employee member elects Option #1, #2, #2W, #3, #3W or #4 of the Public Employees' Retirement law, the City shall pay the difference between such elected option and the unmodified allowance which the member would have received for his or her life alone as provided in California Government Code sections 21455, 21456, 21457, and 21548 as said referenced Government Code sections exist as of the date of this agreement. This payment shall be made only to the member (Non- Associated employee), shall be payable by the City during the life of the member, and upon that member's death, the City's obligation shall cease. Unless previously excluded by employment or resolution, eligibility for this benefit is limited to employees hired before December 27, 1997. 2. Medical Insurance for Retirees a. Upon retirement, whether service or disability connected, each Non Associated employee shall be entitled to cause self, spouse and dependents to participate fully in the City's group health insurance program at the equivalent of the City's group premium rate in accordance with the provisions specified by Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). Such participation shall be at employee's expense and upon terms, conditions and restrictions currently in effect. Exhibit"A"to Non-Associated Resolution No.2016-50 291 HB -663- Item 25. - 12 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION b. As an alternative to the benefit described in paragraph IV.A.2.a above, the City will provide a financial contribution towards the cost of retiree medical premiums as described in Section V1. B. Public Employees' Retirement System Contributions and Reporting 1. Miscellaneous Members a. The City shall provide all miscellaneous employees described as "classic members by the Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain retirement program commonly known and described as the "2.5% at age 55 plan" which is based on the retirement formula as set forth in the California Public Employees' Retirement System (CalPERS), Section 21354 of the California Government Code. b. Miscellaneous bargaining unit "classic members" shall pay to CalPERS as part of the required member retirement contribution eight percent (8%) of pensionable income. This provision shall not sunset, c. The City shall contract with CalPERS to have retirement benefits calculated based upon the 'classic" employee's highest one year's compensation, pursuant to the provisions of Section 20042 (highest single year). d. The obligations of the City and the retirement rights of employees as provided in this Article shall survive the term of this resolution. e. For "New" Members within the meaning of the California Public Employees' Pension Reform Act of 2013. 1) New Members shall be governed by the two percent at age 62 (2% @ 62) retirement formula set forth in Government Code section 7522.20. 2) Final compensation will be based on the highest annual average compensation earnable during the 36 consecutive months immediately preceding the effective date of his or her retirement, or some other 36 consecutive month period designated by the member. 3) Effective January 1, 2013, "new" members as defined by PEPRA and determined by CalPERS, shall contribute one half (50%) of the normal cost as established by CalPERS. 2. Safety Members a. The City shall provide all safety employees described as "classic" members by the Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain retirement program commonly known and described as the "3% at age 50 plan" which is based on the retirement formula as set forth in the California Public Employees' Retirement System (CalPERS), Section 21362.2 of the California Government Code. Item 25. - 13 292 'to Non-Associated Resolution No.2016-50 HB -664- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION b. All safety employees described as "classic" members shall pay to CaIPERS as part of the required member retirement contribution nine percent (9%) of pensionable income. This provision shall not sunset, c. The City shall contract with CalPERS to have retirement benefits calculated based upon the "classic" employee's highest one year's compensation, pursuant to the provisions of Section 20042 (highest single year). d. The obligations of the City and the retirement rights of employees as provided in this Article shall survive the term of this resolution. ' e. For "New' Members within the meaning of the California Public Employees' Pension Reform Act of 2013. 1) New Members shall be governed by the two and seven tenths percent at age 57 (2-7% @ 57) retirement formula set forth in Government Code section 7522.25(d) 2) Final compensation will be based on the highest annual average compensation earnable during the 36 consecutive months immediately preceding the effective date of retirement, or some other 36 consecutive month period designated by the member. 3) Effective January 1, 2013, "new" members as defined by PEPRA and determined by CalPERS, shall contribute one half (50%) of the normal cost, as established by CaIPERS. 1 IRS Code Section 414(h)(2) The City has adopted the CalPERS Resolution in accordance with IRS Code section 414(h)(2) to ensure that both the employee contribution and the City pickup of the required member contribution are made on a pre-tax basis. However, ultimately, the tax status of any benefit is determined by the law. 4. Pre-Retirement Optional Settlement 2 Death Benefit Non-Associated employees shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit as identified in Section 21548 of the California Government Code when approved by the City Council. 5. Fourth Level of 1959 Survivor Benefits Non-Associated employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as identified in Section 21574 of the California Government Code. 6. VEBA Plan Requirements a. Eligibility Defined Effective December 23, 2009, all eligible Unrepresented Management Employees with 25 years of continuous service to the City of Huntington Beach will participate in the Plan. An eligible employee is an employee who works twenty (20) or more hours per week and receives benefits. Exhibit"A"to Non-Associated Resolution No,2016-50 293 1113 -665- Item 25. - 14 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION b. Employee Contributions c. Leave Payout Each eligible unrepresented management employee shall designate all leave payouts to be rolled over to his/her VEBA Plan account based on the established range upon separation from City employment. d. Participant Account A separate account is maintained for each contributing eligible unrepresented management employee, which documents the employee's contributions and disbursements. Contributions to a VEBA plan account as well as any disbursements to cover nonreimbursed, post-tax medical care expenses are both tax free. Eligible benefits subject to reimbursement by the Plan shall be limited to long-term care expenses and nonreimbursed medical premiums, co-pays, prescribed drug expenses and other medical care costs as that term is defined by the Internal Revenue Code Section 213. e. Administrative Fees Any Plan administrative fees will be deducted from interest on the total Plan investments. An eligible unrepresented management employee's Plan account is subject to a monthly administrative fee for expenses related to recordkeeping, claims processing, and claims reimbursement. The fee will first be deducted from interest on total plan investments, and then deducted, if necessary, from the employee's individual account. f. Dispute Resolution This Resolution and any disputes arising under or in connection with this Resolution shall not be subject to any dispute resolution procedures in the City's Personnel Rules, nor shall this Resolution and any such dispute relating thereto be subject to the jurisdiction of the City's Personnel Board for any reason whatsoever. g. Indemnification All Unrepresented Management Employees agree to indemnify and hold the City of Huntington Beach harmless against any claims made of any nature and against any suit instituted against the City arising from this Resolution, including, but not limited to, claims arising from an employee's participation in VEBA or from any salary reduction initiated by the City for VEBA contributions. Item 25. - ISM 15.'to on-Associated Resolution No.2016-50 HB -666- 294 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION SECTION V- LEAVE BENEFITS A. General Leave 1. Accrual Employees will accrue General Leave at the accrual rates outlined below. General leave may be used for any purpose, including vacation, sick leave, and personal leave. General leave for non-associated employees shall be accrued as follows: Years of Service Annual I General-Leave, Biweekly General Leave Allowance Allowance First through Fourth Year 176 hours 6.77 Fifth through Ninth Year 200 hours 7.69 Tenth through Fourteenth Year 224 hours 8.62 Fifteenth Year and Thereafter 256 hours 9.85 2. Eligibility and Approval General leave must be pre-approved except for illness, injury or family sickness, which may require a physician's statement for approval. General leave accrued time is to be computed from hiring date anniversary. Employees shall not be permitted to take general leave in excess of actual time earned. Employees shall not accrue general leave in excess of six hundred forty (640) hours. Employees may not use their general leave to advance their separation date on retirement or other separation from employment. 3. Leave Benefit Entitlements The City shall comply with all State and Federal leave benefit entitlement laws. An eligible employee on an approved leave shall be allowed to use applicable earned Sick Leave, General Leave, or Executive Leave for family or personal health issues. For more information on employee leave options contact the Human Resources Department. 4. Conversion to Cash a. Pay Off at Termination An employee shall be paid for unused general leave upon termination of employment at which time such terminating employee shall receive compensation at their current salary rate for all unused, earned general leave to which they are entitled up to and including the effective date of their termination. b. Conversion to Cash Two times during each fiscal year, each permanent employee shall have the option to convert into a cash payment or deferred compensation up to a total of one hundred-twenty (120) general leave benefit hours per fiscal year. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. Exhibit"A"to Non-Associated Resolution No.2016-50 HB -667- Ite2rH 25. - 16 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION c. One Week Minimum Vacation Requirement The City Manager may require certain positions which handle money or transfer funds to take a minimum of one week, (i.e., five consecutive work days) paid vacation each calendar year. d. Deferred Compensation Contribution at Time of Separation The value of any unused earned leave benefits may be transferred to deferred compensation at separation (including retirement), but only during the time that the employee is actively employed with the City. The latest opportunity for such transfer must be the beginning of the pay period prior to the employee's last day of employment. B. Holidays and Pay Provisions 1. Non-Associated employees shall receive the following legal holidays as of the first pay period following adoption of the Non-Associated Resolution paid in full per the employee's regularly scheduled work shift: (1) New Year's Day (January 1) (2) Martin Luther King Day (third Monday in January) (3) Presidents Day (third Monday in February) (4) Memorial Day (last Monday in May) (5) Independence Day (July 4) (6) Labor Day (first Monday in September) (7) Veteran's Day (November 11) (8) Thanksgiving Day (fourth Thursday in November) (9) The Friday after Thanksgiving (10) Christmas Day (December 25) 2. Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of the City of Huntington Beach. 3. For Civic Center holiday closure purposes, holidays which fall on Sunday shall be observed the following Monday, and those failing on Saturday shall be observed the preceding Friday. C. Sick Leave 1. Accrual No employee shall accrue sick leave. Item 25. - 17 'to Non-Associated Resolution No.2016-50 HB -668- 296 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 2. Credit Employees assigned to Non-Associated shall carry forward their sick leave balance and shall no longer accrue sick leave credit. 3. Usage Employees may use accrued sick leave for the same purposes for which it was used prior to December 25, 1999. Sick leave shall not be used to extend absences due to work related (industrial) injuries or illnesses, this provision shall be added to Personnel Rule 18.10. 4. Payoff at Termination a. Non Associated employees with continuous service with the City since November 20, 1978, shall be entitled to the following sick leave payoff plan: At involuntary termination by reason of disability, or by death, or by retirement, employees shall be compensated at their then current rate of pay for seventy-five percent (75%) of all unused sick leave accumulated as of July 1, 1972, plus fifty percent (50%) of unused sick leave accumulated subsequent to July 1, 1972, up to a maximum of seven hundred and twenty hours (720) of unused, accumulated sick leave, except as provided in paragraph V.C.5,d below. Upon termination for any other reason, employees shall be compensated at their then current rate of pay for fifty percent (50%) of all unused accumulated sick leave, up to a maximum of 720 hours of such accumulated sick leave. b. Non-Associated employees hired after November 20, 1978 shall be entitled to the following sick leave payoff plan: Upon termination, all employees shall be paid, at their then current salary rate, for twenty-five percent (25%) of unused, earned sick leave to 480 hours accrued, and for thirty-five percent (35%) of all unused, earned sick leave in excess of 480 hours, but not to exceed 720 hours, except as provided in paragraph V.C.2.c below, c. Except as provided in paragraph V.C.5,d below, no Non-Associated employee shall be paid at termination for more than 720 hours of unused, accumulated sick lave. However, employees may utilize accumulated sick leave on the basis of"last in, first out," meaning that sick leave accumulated in excess of the maximum for payoff may be utilized first for sick leave, as defined in Personnel Rule 18-8. d. Non-Associated employees who had unused, accumulated sick leave in excess of 720 hours as of July 5, 1980, shall be compensated for such excess sick leave remaining on termination under the formulas described in paragraphs V.C.5.a and b above. In no event shall any employee be compensated upon termination for any accumulated sick leave in excess of the "cap" established by this paragraph (i.e., 720 hours plus the amount over 720 hours existing on July 5, 1980). Employees may continue to utilize sick leave accrued after that date in excess of such "cap" on a "last in, first out" basis. To the extent that any such "capped" amount of excess sick leave over 720 hours is utilized, the maximum compensable amount shall be correspondingly reduced. (Example: Employee had 1,000 hours accumulated. Six months after July 5, 1980, employee had accumulated another 48 hours. Employee Exhibit'A"to Non-Associated Resolution No. 2016-50 297 HB -669- Item 25. - 18 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation at termination is now reduced by 72 hours to 928.) D. Bereavement Leave Employees shall be entitled to bereavement leave not to exceed twenty-four (24) hours in each instance of death in the immediate family. Immediate family is defined as father, mother, sister, brother, spouse, children, grandfather, grandmother, stepfather, stepmother, step grandfather, step grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or wards of which the employee is the legal guardian. E. Voluntary Catastrophic Leave Donation Program Under certain conditions, an employee may donate leave time to another employee in need. The program is outlined in Exhibit 4. SECTION VI — RETIREE SUBSIDY MEDICAL PLAN An employee who has retired from the City shall be entitled to participate in the City-sponsored medical insurance plans in accordance with the Retiree Subsidy Medical Plan as outlined in Exhibit 2. Employees hired on or after December 1, 2009, shall not be eligible for this benefit. SECTION VII — MISCELLANEOUS A. Collection of Payroll Overpayments In the event that a payroll overpayment is discovered and verified, and considering all reasonable factors including the length of time that the overpayment was made and if and when the employee could have reasonably known about such overpayment, the City shall take action to collect from the employee the amount of overpayment(s). Such collection shall be processed by payroll deduction over a reasonable period of time considering the total amount of overpayment. In the event the employee separates from employment during the collection period, the final amount shall be deducted from the last payroll check of the employee. If applicable, the balance due from the employee shall be communicated upon employment separation if the last payroll check does not sufficiently cover the amount due the City. It shall be the responsibility of the employee and the City to periodically monitor the accuracy of compensation payments or reimbursements due to the possibility of a clerical oversight or error. The City reserves the right to also collect compensation overpayments caused by or the result of misinterpretation of a pay provision by non-authorized personnel. The interpretation of all pay provisions shall be administered by the City Manager or designee and as adopted by the City Council. Unauthorized compensation payments shall not constitute a past practice (1/03/05). Item 25. -- 19,"to on-Associated Resotution No.2016-50 298 1413 -67/0- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION B. Uniforms and CalPERS Reporting The City provides uniforms to active duty employees in the classifications of Police Chief and Fire Chief. These employees are required to wear a standard uniform for appearance, uniformity, and public recognition purposes. The City will report to the California Public Employees' Retirement System (CalPERS) the average annual cost of uniforms as special compensation for each eligible employee in accordance with Title 2, California Code of Regulations, Section 571(a)(5). Exhibit"A"to Non-Associated Resolution No.2016-50 299 11 B -671- Item 25. - 20 NON-ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS EXHIBIT I NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE EFFECTIVE SEPTEMBER 24,2016 -2.0%Increase Job No. Description I Pay Starting Control High I I Grade Point Point Point EXECUTIVE MANAGEMENT 1 0591 lCity Manager NA0591 NA NA 128.29 DEPARTMENT HEADS 0592 Assistant City Manager NA0592 85.82 95.51 106.32 0009 Director of Building &Safety NA0009 74.64 83.07 92.46 0014 Director of Community Services NA0014 74.64 83.07 92.46 0008 Director of Economic Development NA0008 74.64 83.07 92,46 0574 Director of Human Resources NA0574 74.64 83.07 92.46 0479 Chief Information Officer NA0479 74.64 83,07 92.46 0007 Director of Library Services NA0007 69.94 77.85 86.66 0589 Community Development Director NA0589 80.82 89.97 100.13 0010 Director of Public Works NA001 0 80.82 89.97 100.13 0518 Chief Financial Officer NA0518 80.82 89.97 0.13 0015 Eire Chief NA001 5 85.82 95,51 1:� 06�3 Police Chief NA001 1 85.82 95.52 -: 1 0011 P1 006.3 ELECTED OFFICIALS 1 0016 ICity Attorney I NA001 6 100.18 111.51 124.10 17 lCity Clerk NA0017 1 [:69j4:j 77,85 ERR] ELECTED OFFICIALS PART-TIME 0018 ICity Treasurer- PART-TIME NA0018 11 74.64 83,07 92.46 *Annual- t�M]Nbtto Exceed$51,812 CONTRACT NON-DEPARTMENT HEAD Job No. Description Pay Grade A B C D E 1 0593 Chief Assistant City Attorney NA0593 _j 71.05 74.96 79.08 83.43 88.01 Historical changes to Non-Associated position titles: Per Ordinance 3855 adopted on 1/19/10, Building&Safety Department duties were combined with the Planning Department creating a new position of Director of Planning and Building. Per Resolution 2010-106 adopted on 12/20/10 the City Treasurer was established as a part-time position. Per Ordinance 3906 adopted on 2/7/11 amended the title of City Administrator to City Manager. Per Ordinance 3959 adopted on 10/01/12,the position of Chief Assistant City Attorney was established. Per Resolution 2012-95 adopted on 12/17/12 the title of Deputy City Manager was changed to Assistant City Manager. Per Ordinance 4086 adopted 4/18/16:the position of Finance Director was changed to Chief Financial Officer, the Director of Information Services was changed to Chief Information Officer and the Director of Planning and Building was changed to Community Development Director. Item 2 5. - 21 'to Non-Associated Resolution No.2016-50 300 11B -672 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 2 RETIREE MEDICAL PLAN An employee who has retired from the City shall be entitled to participate in the City sponsored medical insurance plans and the City shall contribute toward monthly premiums for coverage in an amount as specified in accordance with this Plan, provided: A. At the time of retirement the employee has a minimum of ten (10) years of continuous full time City service or is granted an industrial disability retirement; and B. At the time of retirement, the employee is employed by the City; and C. Following official separation from the City, the employee is granted a retirement allowance by the California Public Employees' Retirement System. The City's obligation to pay the monthly premium as indicated shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following: 1. On the first of the month in which a retiree or dependent reaches age 65 or on the date the retiree or dependent can first apply and become eligible, automatically or voluntarily, for medical coverage under Medicare (whether or not such application is made) the City's obligation to pay monthly premiums may be adjusted downward or eliminated. Benefit coverage at age 65 under the City's medical plans shall be governed by applicable plan document. 2. In the event of the death of any employee, whether retired or not, the amount of the retiree medical insurance subsidy benefit which the deceased employee was receiving at the time of his/her death would be eligible to receive if he/she were retired at the time of death, shall be paid on behalf of the spouse or family for a period not to exceed twelve (12) months. D. Schedule of Benefits 1. Minimum Eligibility for Benefits With the exception of an industrial disability retirement, eligibility for benefits begins after an employee has completed ten (10) years of continuous full time service with the City of Huntington Beach. Said service must be continuous unless prior service is reinstated at the time of his/her rehire in accordance with the City's Personnel Rules. Employees hired on or after December 1, 2009 shall not be eligible for this benefit. 2. Disability Retirees Industrial disability retirees with less than ten (10) years of service shall receive a maximum monthly payment toward the premium for health insurance of $121. Payments shall be in accordance with the stipulations and conditions, which exist for all retirees. Payment shall not exceed dollar amount, which is equal to the full cost of premium for employee only, 3, Marital Status — Married retirees eligible for benefits under the Retiree Medical Subsidy Plan may each receive the benefit earned pursuant to Section 4 — Exhibit"A"to Non-Associated Resolution No-2016-50 301 HB -67.3- Item 25. - 22 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Maximum Monthly Subsidy Payments, whether enrolled individually as the plan enrollee or whether enrolled as a dependent on any City-sponsored medical plan. a. In the case where a retiree is married to a City employee (active or retired) who is not an unrepresented/non-associated employee or retiree, this provision shall remain applicable. b. This provision shall apply to State of California registered domestic partners the same as married spouses. 4. Maximum Monthly Subsidy Payments Payment amounts may be reduced each month as dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full premium for the employee and the remaining dependents. In the event no reduction occurs and the remaining benefit premium is not sufficient to pay the premium amount for the employee and the eligible dependents, said needed excess premium amount shall be paid by the employee. All retirees, including those retired as a result of disability whose number of years of service prior to retirement, exceeds ten (10) years of continuous full time service, shall be entitled to maximum monthly payment of premiums by the City for each year of completed City service as follows: Maximum Monthly Payment for Retirements After: Years of Service Subsidy 10 $121 11 136 12 151 13 166 14 181 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 23 315 24 330 25 344 302 Item 25. - 23 a to Non-Associated Resolution No.2016-50 NB -674- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION MISCELLANEOUS PROVISIONS A. Eligibility: 1. The effective start-up date of the Retiree Subsidy Medical Plan for the various employee groups shall be the first of the month following retirement date. 2. A retiree may change plans, add dependents, etc., during annual open enrollment, The Human Resources Department shall notify covered retirees of this opportunity each year. 3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of completed service with the City of Huntington Beach. B. Benefits: 1. The Retiree Subsidy Medical Plan includes any medical plan offered by the City to active and/or retired unrepresented/non-associated employees and retirees. 2. City Plans are the primary payer for active employees age 65 and over, with Medicare the secondary payer. Retirees age 65 and over have no City Plan options and are eligible only for Medicare. 3, Premium payments are to be received at least one month in advance of the coverage period. C. Subsidies: 1. The subsidy payments will pay for: a. The Retiree Subsidy Medical Plan. b. HMO. c. Part A of Medicare for those retirees not eligible for paid Part A. 2, Subsidy payments will not pay for: a. Part B Medicare. b. Any other employee benefit plan. c. Any other commercially available benefit plan. d. Medicare supplements D. Medicare: 1. All persons are eligible for Medicare coverage at age 65. Those with sufficient credit quarters of Social Security will receive Part A of Medicare at no cost. Those without sufficient credited quarters are still eligible for Medicare at age 65, but will have to pay for Part A of Medicare if the individual elects to take Medicare. In all cases, Part B of Medicare is paid for by the participant. Exhibit"A'to Non-Associated Resolution No.2016-50 303 HB -675- Item 25. - 24 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 2. When a retiree and his/her spouse are both 65 or over, and neither is eligible for paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the maximum subsidy, whichever is less. 3. When a retiree at age 65 is eligible for paid Part A of Medicare and his/her spouse is not eligible for paid'Part A, the spouse shall not receive subsidy. When a retiree at age 65 is not eligible for paid Part A of Medicare and his/her spouse who is also age 65 is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A only. E. Cancellation: 1. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation provisions apply: a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be eliminated on the first day of the month in which the retiree reaches age 65. If such retiree was covering dependents under the Plan, dependents will be eligible for COBRA continuation benefits effective as of the retiree's 65th birthday. b. Dependent coverage will be eliminated upon whichever of the following occasions comes first: 1) After 36 months of COBRA continuation coverage, or 2) When the covered dependent reaches age 65 in the event such dependent reaches age 65 prior to the retiree reaching age 65. c. At age 65 retirees are eligible to make application for Medicare. Upon being considered "eligible to make application," whether or not application has been made for Medicare, the Retiree Subsidy Medical Plan will be eliminated. 2. See provisions under "Benefits," "Subsidies," and "Medicare" for those retirees/dependents not eligible for paid Part A of Medicare. 3, Retiree Subsidy Medical Plan and COBRA participants shall be notified of non- payment of premium by means of a certified letter from Employee Benefits in accordance with provisions of the Non-Associated Resolution. 4. A retiree who fails to pay premiums due for coverage and is in arrears for sixty (60) days shall be terminated from the Plan and shall not have reinstatement rights_ Item25. - 2$ "to Non-Associated Resolution No.2016-50 1-113 -676- 304 NON-ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS EXHIBIT 3 - 9/80 WORK SCHEDULE This work schedule is known as "9/80". The 9/80 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 9/80 WORK SCHEDULE DEFINED The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), with a one-hour lunch during each work shift, totaling forty (40) hours in each FLSA work week. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. A. Forty (40) Hour FLSA Work Week The actual FLSA workweek is from Friday at mid-shift (p.m.) to Friday at mid-shift (a.m.). No employee working the 9/80 work schedule will be able to flex their Friday start time nor the time they take their lunch break, which will be from 12:00 p.m. to 1:00 p.m. on Fridays. All employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the FLSA workweek is 12:00 noon Friday. B. Two Week Pay Period The pay period for employees starts Friday mid-shift (p.m.) and continues for fourteen (14) days until Friday mid-shift (a.m.), During this period, each week is made up of four (4) nine (9) hour work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours equal forty (40) work hours in each work week (e.g. the Friday is split into four (4) hours for the a.m. shift, which is charged to work week one and four(4) hours for the p.m. shift, which is charged to work week two). C. A/B Schedules To continue to provide service to the public every Friday, employees are to be divided between two schedules, known as the "A" schedule and the 'B" schedule, based upon the departmental needs. For identification purposes, the "A' schedule shall be known as the schedule with a day off on the Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall have the first Friday (p.m.) and the last Friday (a.m.) off, or"working on payday". An example is listed below: Al"M I"AN P g -401 ]Ai v Tfi" K-Schedule 4 4 9 9 9 9 9 9 9 9 4 4 JB Schedule - - - - 9 9 9 9 4 4 9 9 9 9 - - Exhibit"A"to Non-Associated Resolution No.201&50 0 HB -677- Ite3m5 25. - 26 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION D. A/B Schedule Changes FLSA exempt employees may change A/B schedules at the beginning of any pay period with supervisor or City Manager approval. E. Emergencies All employees on the 9/80 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City Manager, or designee may require such service from any of said employees. LEAVE BENEFITS When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9) hours of eligible leave per workday shall be charged against the employee's leave balance or eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the current accrual, eligibility, request and approval requirements, 1. General Leave—As stated in the Non-Associated Resolution. I Sick Leave—As stated in the Non-Associated Resolution. 3. Executive Leave—As stated in the Non-Associated Resolution. 4. Bereavement Leave —As stated in the Non-Associated Resolution. 5. Holidays-As stated in the Non-Associated Resolution. 6. Jury Duty—The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work, therefore, the employee will receive no added compensation. Item 25. - 27."to Non-Associated Resolution No,2016-50 306 HB -678- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 4 -VOLUNTARY CATASTROPHIC LEAVE DONATION Guidelines 1. Purpose The purpose of the voluntary catastrophic leave donation program is to bridge employees who have been approved leave time to either return to work, long-term disability, or medical retirement. Permanent employees who accrue vacation, general leave or compensatory time may donate such leave to another permanent employee when a catastrophic illness or injury befalls that employee or because the employee is needed to care for a seriously ill family member. The leave-sharing Leave Donation Program is Citywide across all departments and is intended to provide an additional benefit. Nothing in this program is intended to change current policy and practice for use and/or accrual of vacation, general, or sick leave. 2. Definitions Catastrophic Illness or Injury -A serious debilitating illness or injury, which incapacitates the employee or an employee's family member, Family Member - For the purposes of this policy, the definition of family member is that defined in the Family Medical Leave Act (child, parent, spouse or domestic partner)- 3. Eligible Leave Accrued compensatory, vacation or general leave hours may be donated. The minimum donation an employee may make is two (2) hours and the maximum is forty (40) hours. 4. Eligibility Permanent employees who accrue vacation or general leave may donate such hours to eligible recipients. Compensatory time accrued may also be donated. An eligible recipient is an employee who: Accrues vacation or general leave; • Is not receiving disability benefits or Workers' Compensation payments; and • Requests donated leave. 5. Transfer of Leave The maximum donation credited to a recipient's leave account shall be the amount necessary to ensure continuation of the employee's regular salary during the employee's period of approved catastrophic leave. Donations will be voluntary, confidential and irrevocable, Hours donated will be converted into a dollar amount based on the hourly wage of the donor. The dollar amount will then be converted into accrued hours based on the recipient's hourly wage. An employee needing leave will complete a Leave Donation Request Form and submit it to the Department Director for approval. The Department Director will forward the form to Human Resources for processing. Human Resources, working with the department, will send out the request for leave donations. Exhibit"A'to Non-Associated Resolution No.2016-50 307 1 I -679- Item 25. - 28 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Employees wanting to make donations will submit a Leave Donation Form to the Finance Department (payroll), All donation forms submitted to payroll will be date stamped and used in order received for each bi-weekly pay period. Multiple donations will be rotated in order to insure even use of time from donors. Any donation form submitted that is not needed will be returned to the donor. 6. Other Please contact the Human Resources Department with questions regarding employee participation in this program. Item 25. - 29 "to Non-Associated Resolution No.2016-50 HB -680- 308 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Voluntary Catastrophic Leave Donation Program Leave Request Form Requestor, Please Complete According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request donated vacation, general leave or compensatory time. MY SIGNATURE CERTIFIES THAT: * A Leave of absence in relation to a catastrophic illness or injury has been approved by my Department; and 0 1 am not receiving disability benefits or Workers' Compensation payments. ........... ,Name: (Please Print or Type: Last, First, MI) Work Phone: Department: I i Job Title: 'Employee ID#: Requester Sig nature:---,------- ID—a-t e: Department_Director_§'ijnature of Support: Date: man Resources Department Use Only End donation date will bridge to: 'End donation date: Long Term Disability M Medical Retirement beginning Length of FMLA leave ending ❑ Return to work �.iu_man—Resources Director Signature:-.r, !Datie signed: Please submit this form to the Human Resources Office for processing. Exhibit'A"to Non-Associated Resolution No.2016-50 309 HB -681- Item 25. - 30 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Voluntary Catastrophic Leave Donation Program Leave Donation Form Donor, please complete Donor Name: (Please Print or Type: Last, First, MI) 1 f Work Phone: F Donor Job Title:v-�_ _. v Type of Accrued Leave: Number of Hours I wish to Donate: Vacation Hours of Vacation 0 Compensatory Time Hours of Compensatory Time ❑ General Leave Hours of General Leave ! j I understand that this voluntary donation of leave credits, once processed, is irrevocable; but if not needed, the donation will be returned to me. I also understand that this donation will remain confidential. I wish to donate my accrued vacation, comp or general leave hours to the Leave Donation Program for: :Eligible recipient employee's name (Last, First, Ml): ;Donor Signature:�._ i Please submit to the Finance Department. to Non-Associated Resolution No. 2016-50 310 Item 25. - 3� " HB -68?_ Res. No. 2016-50 STATE OF CALIFORNIA COUNTY OF ORANGE ss: CITY OF HUNTINGTON BEACH ) 1, ROBIN ESTANISLAU the duly appointed, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a Regular meeting thereof held on July 18, 2016 by the following vote: AYES: O'Connell, Sullivan, Hardy, Delgleize NOES: Posey, Peterson OUT OF ROOM: Katapodis ABSTAIN: None City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California 311 CITY OF HUNTINGTON BEACH Su CLASS SPECIFICATION mfin &c hH IL TITLE: DIRECTOR OF ORGANIZATIONAL LEARNING AND ENGAGEMENT PERSONNEL COMMISSION APPROVAL: NOT APPLICABLE COUNCIL APPROVAL: JOB CODE: 0012 EMPLOYMENT STATUS: REGULAR FULL-TIME UNIT REPRESENTATION: NON-ASSOCIATED FLSA STATUS: EXEMPT DUTIES SUMMARY The fundamental reason for the existence of this classification is to provide organizational development, communication and research services that meet the identified needs of individual department and citywide change efforts and goals. Areas of responsibility include process mapping, research, training, and succession planning, to obtain optimum efficiency and economy of operations. DISTINGUISHING CHARACTERISTICS This position is a Department Head reporting directly to the City Manager, responsible for organizational development, management and research programs. Incumbent must exercise considerable independence of action and judgement in performing duties, which involve the development, coordination, and implementation of organizational development and change initiatives that assure city workforce is prepared to meet or exceed performance goals. EXAMPLES OF ESSENTIAL DUTIES Plans, develops and implements organization policies and goals; conducts related research and needs analysis studies which result in recommendations and implementation of appropriate action to assure organizational effectiveness; oversees and coordinates the managed competition(?), process mapping and improvements programs; develops methods/vehicles for improving internal communications; serves as internal consultant with line management to provide customized solutions for various departments; compiles data and analyzes past and current year performance trends to prepare budgets and justify funds requested; formulates training policies, programs and schedules, based on knowledge of identified training needs, organizational processes, procedures or services; researches and selects outside consultant trainer to conduct training in specific topics; coordinates and evaluates training work performed by contractors and vendors; drafts applications and proposals to submit to fund granting Page 1 of 4 320 CITY OF HUNTINGTON BEACH Su CLASS SPECIFICATION Huntin i f Bath o TITLE: DIRECTOR OF ORGANIZATIONAL LEARNING AND ENGAGEMENT PERSONNEL COMMISSION APPROVAL: NOT APPLICABLE COUNCIL APPROVAL: authorities such as government agencies and foundations; confers with administrative personnel and reviews activity and operating reports to determine changes in programs or operations required; works with administrators, department heads and managers to survey and assess employee development needs; develops and maintains reporting systems to monitor departmental and employee progress toward achieving organizational goals; develops employee motivational programs; provides internal leadership consulting on employee and organizational development; facilitates the alignment of individual development objectives and organizational objectives; prepares reports and correspondence; performs other related duties. The preceding duties have been provided as examples of the essential types of work performed by positions within this job classification. The City, at its discretion, may add, modify, change or rescind work assignments as needed. MINIMUM QUALIFICATIONS: Any combination of education, training, and experience that would likely provide the knowledge, skills, and abilities to successfully perform in the position is qualifying. A typical combination includes: Knowledge of: The principles, methods and procedures utilized in; organizational development, communication processes in complex organizations, process mapping, professional ethics of group interaction and interpersonal dynamics, organizational problem solving, conflict resolution, management, supervision and research. Ability to: Plan, organize, develop and implement comprehensive organization and staff development programs, establish and maintain credibility with employees, supervisors, and managers; model behavior that is consistent with the organization values and basic principles; analyze problems and recommend methods of resolution and change; perform the role of facilitator and effectively utilize group dynamic skills and techniques; present information to groups in an organized and timely manner; supervise the performance of in-house volunteers and contract instructors; communicate effectively verbally and in writing; work cooperatively with others. Education: Bachelor's degree from an accredited college or university in public administration, public policy, business administration, organizational development, industrial/organizational psychology, sociology or related field. Master's degree and/or Page 2 of 4 321 CITY OF HUNTINGTON BEACH Suff ity CLASS SPECIFICATION Huntin I JBeach© TITLE: DIRECTOR OF ORGANIZATIONAL LEARNING AND ENGAGEMENT PERSONNEL COMMISSION APPROVAL: NOT APPLICABLE COUNCIL APPROVAL: continuing education in a field related to management or organizational development is preferred. Experience: Five years of progressive responsibility as manager or supervisor in a local government including working knowledge of organizational development tools. Prior experience and proven accomplishments in organizational development program design, implementation and maintenance highly desirable. SPECIAL CONDITIONS: Certificates/Licenses: A valid California Class C driver license with an acceptable driving record required at time of appointment and during course of employment. Employees regularly assigned/required to drive a city or personal vehicle in the course and scope of work shall be required to participate in the DMV Employer Pull Notice program Public Employee Disaster Service Worker: In accordance with Government Code Section 3100, all Huntington Beach city employees are required to perform assigned disaster service worker duties in the event of an emergency or a disaster. PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS: Work is performed in a general office environment and may involve extended periods at a computer keyboard or work station. Work involves sedentary to light work and requires sitting for prolonged periods of time; standing and walking to retrieve work files or to other departments or office locations; requires daily leaning, bending and/or stooping to perform work at a desk or to retrieve information; daily pushing, turning or twisting to move chair or body from desk; light grasping to hold a writing instrument or documents; firm grasping as needed to carry work files or to operate office equipment; finger dexterity to type on a computer keyboard; and hearing and speaking clarity to answer the telephone or speak with staff and the public. There is the need to lift light objects (up to 25 pounds) and perform other similar actions during the course of the workday. Also requires the ability to operate, maneuver and/or control equipment, machinery, tools and materials used in performing essential functions. Page 3 of 4 322 CITY OF HUNTINGTON BEACH SO ity CLASS SPECIFICATION 8 Hunan fBewh�, TITLE: DIRECTOR OF ORGANIZATIONAL LEARNING AND ENGAGEMENT PERSONNEL COMMISSION APPROVAL: NOT APPLICABLE COUNCIL APPROVAL: Employee accommodations for physical or mental disabilities will be considered on a case-by-case basis. 0012 Page 4 of 4 323