HomeMy WebLinkAboutApprove Fiscal Year 2020/21 Reorganization Plan in Response 1W),Q0NFD Fd,e
f,7)OPT16V 7-0
City of Huntington Beach ,gpNO ,E-b ftP-
9
1AJ7X0&k-7)DA/-?-O
File #: 20-2009 MEETING DATE: 11/16/2020
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Oliver Chi, City Manager
PREPARED BY: Oliver Chi, City Manager
Dahle Bulosan. Chief Financial Officer
Subject:
Adopt Ordinance No. 4221 to amend Section 2.76.010 of the Huntington Beach Municipal
Code related to exclusions from competitive service (Fiscal Year 2020/21 Reorganization Plan
in Response to COVID-19)
Approved for introduction November 2. 2020 - Vote: 7-0
Statement of Issue:
Ordinance No 4221 approved for introduction on November 2. 2020, requires adoption.
Financial Impact:
The Separation Incentive Program is estimated to save the City's General Fund $6 million in Fiscal
Year 2020/21 . and in excess of $6 million annually in future years.
Recommended Action:
Adopt Ordinance No. 4221, "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."
Alternative Action(s):
Do not approve the recommended Citywide Reorganization plan and direct staff accordingly. In
accordance with Personnel Rule 12-4. if an amendment to the City's Classification Plan is rejected by
the City Council. the City Council is to refer such amendments or revisions to the Personnel
Commission with reasons for rejection and its recommendation thereon.
Analysis:
Citywide Reorganization Plan
On June 29, 2020, the City Council approved a balanced FY 2020/21 Budget with significant budget
cuts made to address the financial challenges due to the COVID-19 pandemic. S21 .03 million in
General Fund budget cuts were identified to address a S20 million revenue shortfall. The City
Council approved the use of a Separation Incentive Program (SIP) to reorganize the City's operations
City of Huntington Beach Page 1 of 4 Pnnted on 1 111 212 02 0
.c,e'et"Leo sw
File #: 20-2009 MEETING DATE: 11/16/2020
to balance the City's budget. The SIP provides $1 ,500 for every year of service plus 6-months' worth
of insurance coverage as an incentive for employees to separate from the City. An adequate level of
participation in the program is required for the FY 2020/21 budget to remain balanced.
Based on the results of the SIP, coupled with the proposed citywide reorganization plan the General
Fund budget is balanced. A total of 97 individuals (34 sworn and 63 non-sworn) participated in the
program. Altogether, the reorganization plan contemplates reductions to the City workforce by 33
positions. from 964.25 positions to 931.25 positions. The proposed plan will not result in service level
impacts and includes fully restoring sworn public safety positions. The following are key components
of the reorganization plan:
• Larger scale reorganization in the Public Works Department
• Community Services and Library Departments will merge into one operation
• Information Technology and Human Resource operations will be combined into a single
Administrative Services Department
• Additional operational adjustments to the Community Development, Finance, Police and Fire
Departments
• Use of 960 program to bring back retirees in public safety operation as a way to fill permanent
positions temporarily to realize savings and address business continuity needs. The 960
program allows the City to hire retirees at a lower pay rate and without benefits.
City Administration met and conferred with representatives of the Huntington Beach Municipal
Teamsters (HBMT), Huntington Beach Management Employees' Organization (MEO), and the
Huntington Beach Marine Safety Management Association (MSMA) to discuss the proposed
reorganization plan and corresponding positional adjustments. All parties have agreed to the
proposed side letters of agreement (Attachments 1 - 3). Included in the proposed side letters are
updates to the City's Classification Plan resulting from the positional adjustments outlined in the FY
2020/21 Reorganization Plan.
Additionally, City Council authorization is requested to approve Ordinance No. 4221 amending
Section 2.76.010 of the Huntington Beach Municipal Code to implement the positional adjustments
outlined in the FY 2020/21 Reorganization Plan for at-will positions (Attachment 4). along with the
amended Non-Associated Employees Salary Resolution (Attachment 5).
The following tables summarize the net changes of the reorganization plan to the Citywide FTE
funded positions for FY 2020/21:
Citywide FTE Funded Positions
City of Huntington Beach Page 2 of a Printed on 11/12/2020
powerel fj Leorstar"
File #: 20-2009 MEETING DATE: 11/16/2020
Department
Adopted FTE Net Change Revised FTE
FY20121 FY20/21
City Council 1.00 - 1.00
City Attorney 11.00 - 11.00
City Clerk 4.00 - 4.00
City Treasurer 2.00 - 2.00
City Manager 9.00 (1.50) 7.50
Administrative Services 43.00 (10.00) 33.00
Community Development 51.50 51.50
Community Services / Library Services 64.25 (4.00) 60.25
Finance 33.00 (2.00) 31.00
Fire 193.00 (6.00) 187.00
Police 345.50 (2.50) 343.00
Public Works 207.00 (7.00) 200.00
Total 964.25 (33.00) 931.25
Attached is the Table of Organization that details all the positional adjustments proposed in the
Citywide Reorganization Plan (Attachment 6). In addition, both the current Organizational Chart
(Attachment 7) and proposed Organizational Chart (Attachment 8) are included for City Council
review.
Together, the SIP and the Citywide Reorganization Plan are estimated to save the City's General
Fund S6 million in the current fiscal year and increased savings in subsequent years. A summary of
the Estimated General Fund Savings by department is as follows:
Estimated General Fund Savings by Department (in thousands)
Department FY20/21 FY21/22 FY22/23+
City Manager $246 $369 S369
Administrative Services $560 $840 $840
Community Development $119 $179 $179
Community Services / Library Services $339 $536 $536
Finance $75 $112 $112
Fire $565 (S37) (S163)
Police $585 (5329) ($459)
Public Works $3,480 55,220 $5,220
Total $5,970 $6,890 $6,634
Also, additional General Fund savings are being realized through the realignment of certain General
Fund funded positions in the Public Works department into appropriate restricted funding sources to
perform program eligible services. As part of this shift, an increase in General Fund contributions to
the Infrastructure Fund is required to meet the Infrastructure Charter requirement (Section 617) to
spend 15% of General Fund revenues on infrastructure on a 5-year rolling average basis.
Based on that situation, additional appropriation and transfer authority from the General Fund to the
City of Huntington Beach Page 3 of 4 Printed on 11/12/2020
p ,werela7/Lepstar•
File #: 20-2009 MEETING DATE: 11/16/2020
Infrastructure Fund of up to $2 million is requested in the current fiscal year to fulfill the Charter
requirement. That additional transfer will also allow the City to ensure that every capital initiative
contemplated this year continues to be funded.
The SIP costs are estimated to be $4.7 million, and is fully offset by current year vacancy savings,
operational adjustments made as part of the Citywide Reorganization Plan, and updated revenue
projections. Council approval is requested to approve the proposed Citywide Reorganization Plan to
achieve the required savings to balance the FY 2020/21 budget.
Environmental Status:
Not applicable.
Strategic Plan Goal:
Enhance and maintain high quality City services
Strengthen long-term financial and economic sustainability
Attachment(s):
1. Resolution No. 2020-77, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City
and the Huntington Beach Municipal Teamsters (HBMT) by Adopting the Side Letter of
Agreement"
2. Resolution No. 2020-78, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and the Memorandum of Understanding Between the
City and the Huntington Beach Marine Safety Management Association (MSMA) by Adopting
the Side Letter of Agreement"
3. Resolution No. 2020-79, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and the Memorandum of Understanding Between the
City and the Huntington Beach Municipal Employees' Organization (MEO) by Adopting the
Side Letter of Agreement"
4. Ordinance No. 4221 , "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" and Legislative Draft
5. Resolution No. 2020-80, "A Resolution of the City Council of the City of Huntington Beach
Modifying Salary and Benefits for Non-Represented Employees by Adding the Director and
Deputy Director of Administrative Services, Deputy Director of Public Works, Deputy Director
of Community & Library Services, & Amending the Classification and Compensation for the
Director of Community Services"
6. Table of Organization
7. Adopted FY 2020/21 Organization Charts
8. Revised FY 2020/21 Organization Charts
City of Huntington Beach Page 4 of 4 Printed on 1 V12l2020
oowere}88 LeoStar'.
ORDINANCE NO. 4221
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 is
hereby amended to read as follows:
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;
0. Assistant Chief of Police;
P. Assistant Chief Financial Officer;
Q. Deputy Director of Public Works;
R. Deputy Director of Administrative Services; and
S. Deputy Director of Community & Library Services
SECTION 2. That this Ordinance shall become effective thirty (30) days after its
adoption.
ORDINANCE NO. 4221
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 16th day of November ; 2020.
Ma r
REVIEWED AND APPROVED: APPROVED AS TO FORM:
Oliver Chi, City Manager 'Tq Michael Gates, City Altorney
INITIATED AND APPROVED:
`Travis Hopkins, Ass stant City Manager
20-91 10/23 86 13
Ord. No. 4221
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
1, 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 2, 2020, and was again read to said City
Council at a Regular meeting thereof held on November 16, 2020, and was passed and
adopted by the affirmative vote of at least a majority of all the members of said City
Council.
AYES: Posey, Delgleize, Hardy, Semeta, Peterson, Carr, Brenden
NOES: None
ABSENT: None
ABSTAIN: None
1,Robin Esnnislas,CITY CLERK of the City of Huntington
Beach and"ofTicw Clerk of the Ciq Council,do hereby
c ifs that a synopsis of this orduunce has been published in
the H unhngtnn Beach Wave on November 26,2020
In accordance with the Cdy Charter of said Ciry.
Robin Estanislau City Clerk City Clerk and ex-officio Clerk
AaXAAIALLD-cpu City Clerk of the City Council of the City
of Huntington Beach, California
LEGISLATIVE DRAFT
HBMC 2.76.010
2.76.010 Exclusions From Competitive Service
Pursuant to Section 403 of the City Charter, it i, 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;
O. Assistant Chief of Police;
P. Assistant Chief Financial Officer, and
Q--eIk ty Director of Public Works:
R Deouty Director of Administrative Sen ices;-and
S. Deoutv_Director of Community& Library Services
/IAWO✓FD 7-o AS AHEWD,6D
r3ySup0 IEM�L
City of Huntington Beach ��r'u =AJ
File #: 20-1999 MEETING DATE: 11/2/2020
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Oliver Chi, City Manager
PREPARED BY: Oliver Chi, City Manager
Dahle Bulosan, Chief Financial Officer
Subject:
Approve the Fiscal Year 2020121 Reorganization Plan in Response to COVID-19 by adopting
Resolutions No. 2020-77. 2020-78, 2020-79. 2020-80 related to Side Letters of Agreement with
the Huntington Beach Municipal Teamsters (HBMT) . Marine Safety Management Association
(MSMA), and Huntington Beach Municipal Employees' Organization (MEO): by adopting
Resolution No. 2020-80 modifying salary and benefits for Non-Associated (NA) employees:
and, by approving for introduction Ordinance No. 4221 to amend Section 2.76.010 of the
Huntington Beach Municipal Code related to exclusions from competitive service
Statement of Issue:
The City Council approved the Fiscal Year (FY) 2020/21 budget at a Special Meeting on June 29,
2020. As part of the approved budget, City Council approved the use of a Separation Incentive
Program to reorganize the City's operations in response to the negative economic impacts of COVID-
19 and to balance the FY 2020/21 budget. City Council approval is requested to approve a Citywide
Reorganization Plan to achieve the necessary savings in FY 2020/21, including updated
classification plans and side letters of agreement with the impacted employee associations.
Financial Impact:
The Separation Incentive Program is estimated to save the City's General Fund $6 million in Fiscal
Year 2020/21 . and in excess of$6 million annually in future years.
Recommended Action:
A) Adopt Resolution No. 2020-77, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City and
the Huntington Beach Municipal Teamsters (HBMT) by Adopting the Side Letter of
Agreement" (Attachment 1); and,
B) Adopt Resolution No. 2020-78, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and the Memorandum of Understanding Between the City
and the Huntington Beach Marine Safety Management Association (MSMA) by Adopting the Side
Letter of Agreement" (Attachment 2); and,
City of Huntington Beach Page 1 of 5 Pnnted on 10/2W02O
p wefeM Lepistar"'
File #: 20-1999 MEETING DATE: 11/2/2020
C) Adopt Resolution No. 2020-79, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and the Memorandum of Understanding Between the City
and the Huntington Beach Municipal Employees' Organization (MEO) by Adopting the Side Letter of
Agreement" (Attachment 3), and,
D) Approve for Introduction Ordinance No. 4221, "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" (Attachment 4); and,
E) Adopt Resolution No. 2020-80, "A Resolution of the City Council of the City of Huntington Beach
Modifying Salary and Benefits for Non-Represented Employees by Adding the Director and Deputy
Director of Administrative Services, Deputy Director of Public Works, Deputy Director of Community &
Library Services, & Amending the Classification and Compensation for the Director of Community
Services" (Attachment 5), and delegate authority to the City Manager and City Attorney to execute
the corresponding employment agreements; and,
F) Authorize the City Manager to take all administrative and budgetary actions necessary to
implement the Citywide Reorganization Plan.
Alternative Action(s):
Do not approve the recommended Citywide Reorganization plan and direct staff accordingly. In
accordance with Personnel Rule 12-4, if an amendment to the City's Classification Plan is rejected by
the City Council, the City Council is to refer such amendments or revisions to the Personnel
Commission with reasons for rejection and its recommendation thereon.
Analysis:
Citywide Reorganization Plan
On June 29, 2020, the City Council approved a balanced FY 2020/21 Budget with significant budget
cuts made to address the financial challenges due to the COVID-19 pandemic. S21.03 million in
General Fund budget cuts were identified to address a S20 million revenue shortfall. The City
Council approved the use of a Separation Incentive Program (SIP) to reorganize the City's operations
to balance the City's budget. The SIP provides $1,500 for every year of service plus 6-months' worth
of insurance coverage as an incentive for employees to separate from the City. An adequate level of
participation in the program is required for the FY 2020/21 budget to remain balanced.
Based on the results of the SIP, coupled with the proposed citywide reorganization plan the General
Fund budget is balanced. A total of 97 individuals (34 sworn and 63 non-sworn) participated in the
program. Altogether, the reorganization plan contemplates reductions to the City workforce by 33
positions. from 964.25 positions to 931.25 positions. The proposed plan will not result in service level
impacts and includes fully restoring sworn public safety positions. The following are key components
of the reorganization plan:
• Larger scale reorganization in the Public Works Department
• Community Services and Library Departments will merge into one operation
City of Huntington Beach Page 2 of 5 Printed on 10/28/2020
powert229 Leprs;ar"
File #: 20-1999 MEETING DATE: 11/2/2020
• Information Technology and Human Resource operations will be combined into a single
Administrative Services Department
• Additional operational adjustments to the Community Development, Finance, Police and Fire
Departments
• Use of 960 program to bring back retirees in public safety operation as a way to fill permanent
positions temporarily to realize savings and address business continuity needs. The 960
program allows the City to hire retirees at a lower pay rate and without benefits.
City Administration met and conferred with representatives of the Huntington Beach Municipal
Teamsters (HBMT), Huntington Beach Management Employees' Organization (MEO), and the
Huntington Beach Marine Safety Management Association (MSMA) to discuss the proposed
reorganization plan and corresponding positional adjustments. All parties have agreed to the
proposed side letters of agreement (Attachments 1 - 3). Included in the proposed side letters are
updates to the City's Classification Plan resulting from the positional adjustments outlined in the FY
2020/21 Reorganization Plan.
Additionally, City Council authorization is requested to approve Ordinance No. 4221 amending
Section 2.76.010 of the Huntington Beach Municipal Code to implement the positional adjustments
outlined in the FY 2020/21 Reorganization Plan for at-will positions (Attachment 4), along with the
amended Non-Associated Employees Salary Resolution (Attachment 5).
The following tables summarize the net changes of the reorganization plan to the Citywide FTE
funded positions for FY 2020/21:
Citywide FTE Funded Positions
Department
Adopted FTE Net Change Revised FTE
FY20/21 FY20/21
City Council 1.00 - 1.00
City Attorney 11.00 - 11.00
City Clerk 4.00 - 4.00
City Treasurer 2.00 - 2.00
City Manager 9.00 (1.50) 7.50
Administrative Services 43.00 (10.00) 33.00
Community Development 51.50 - 51.50
Community Services / Library Services 64.25 (4.00) 60.25
Finance 33.00 (2.00) 31.00
Fire 193.00 (6.00) 187.00
Police 345.50 (2.50) 343.00
Public Works 207.00 (7.00) 200.00
Total 964.25 (33.00) 931.25
Attached is the Table of Organization that details all the positional adjustments proposed in the
Citywide Reorganization Plan (Attachment 6). In addition, both the current Organizational Chart
(Attachment 7) and proposed Organizational Chart (Attachment 8) are included for City Council
review.
City of Huntington Beach Page 3 of 5 Printed on 10/28/2020
oo•nere230 Leps;aC
File #: 20-1999 MEETING DATE: 11/2/2020
Together, the SIP and the Citywide Reorganization Plan are estimated to save the City's General
Fund $6 million in the current fiscal year and increased savings in subsequent years. A summary of
the Estimated General Fund Savings by department is as follows:
Estimated General Fund Savings by Department (in thousands)
Department FY20/21 FY21122 FY22123+
City Manager S246 S369 S369
Administrative Services S560 S840 $840
Community Development $119 $179 S179
Community Services / Library Services S339 S536 S536
Finance S75 S112 S112
Fire i S565 j (S37) 1 ($163)
Police S585 I (S329) ($459)
Public Works S3.480 $5,220 S5,220
Total $5,970 $6,890 $6,634
Also, additional General Fund savings are being realized through the realignment of certain General
Fund funded positions in the Public Works department into appropriate restricted funding sources to
perform program eligible services. As part of this shift, an increase in General Fund contributions to
the Infrastructure Fund is required to meet the Infrastructure Charter requirement (Section 617) to
spend 15% of General Fund revenues on infrastructure on a 5-year rolling average basis.
Based on that situation, additional appropriation and transfer authority from the General Fund to the
Infrastructure Fund of up to $2 million is requested in the current fiscal year to fulfill the Charter
requirement. That additional transfer will also allow the City to ensure that every capital initiative
contemplated this year continues to be funded.
The SIP costs are estimated to be S4.7 million, and is fully offset by current year vacancy savings,
operational adjustments made as part of the Citywide Reorganization Plan, and updated revenue
projections. Council approval is requested to approve the proposed Citywide Reorganization Plan to
achieve the required savings to balance the FY 2020/21 budget.
Environmental Status:
Not applicable.
Strategic Plan Goal:
Enhance and maintain high quality City services
Strengthen long-term financial and economic sustainability
City of Huntington Beach Page a of 5 Printed on 10/28/2020
uowere23�Leg,star`
File #: 20-1999 MEETING DATE: 11/2/2020
Attachment(§):
1. Resolution No. 2020-77, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and Memorandum of Understanding Between the City
and the Huntington Beach Municipal Teamsters (HBMT) by Adopting the Side Letter of
Agreement"
2. Resolution No. 2020-78, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and the Memorandum of Understanding Between the
City and the Huntington Beach Marine Safety Management Association (MSMA) by Adopting
the Side Letter of Agreement"
3. Resolution No. 2020-79, "A Resolution of the City Council of the City of Huntington Beach
Amending the City's Classification Plan and the Memorandum of Understanding Between the
City and the Huntington Beach Municipal Employees' Organization (MEO) by Adopting the
Side Letter of Agreement"
4. Ordinance No. 4221, "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" and Legislative Draft
5. Resolution No. 2020-80, "A Resolution of the City Council of the City of Huntington Beach
Modifying Salary and Benefits for Non-Represented Employees by Adding the Director and
Deputy Director of Administrative Services, Deputy Director of Public Works, Deputy Director
of Community & Library Services, & Amending the Classification and Compensation for the
Director of Community Services"
6. Table of Organization
7. Adopted FY 2020/21 Organization Charts
8. Revised FY 2020/21 Organization Charts
City of Huntington Beach Page 5 of 5 Printed on 10262020
po.er<232-Leg,siar-
City Council/ ACTION AGENDA November 2, 2020
Public Financing Authority
Recommended Action:
A) Adopt Resolution No 2020-81. "A Resolution of the City Council of the City of Huntington
Beach Supporting the Mural-Based Architectural Treatment and Capital Improvement Projects
and Programs Related to the Newly Constructed Huntington Beach Energy Project'
(Attachment 1), and.
B) Approve the 'Memorandum of Understanding AES Southland Development. LLC and City
of Huntington Beach" (Attachment 2) and authorize and direct the City Manager to execute the
MOU on behalf of the City.
Approved 7-0 with revised mural description as recommended by staff
19. 20-1999 Approved the Fiscal Year 2020/21 Reorganization Plan in Response to
COVID-19 by adopting Resolutions No. 2020-77. 2020-78, 2020-79, 2020-
80 related to Side Letters of Agreement with the Huntington Beach
Municipal Teamsters (HBMT). Marine Safety Management Association
(MSMA), and Huntington Beach Municipal Employees' Organization
(MEO): by adopting Resolution No. 2020-80 modifying salary and benefits
for Non-Associated (NA) employees; and, by approving for introduction
Ordinance No. 4221 to amend Section 2.76.010 of the Huntington Beach
Municipal Code related to exclusions from competitive service
Recommended Action:
A) Adopt Resolution No 2020-77. "A Resolution of the City Council of the City of Huntington
Beach Amending the City's Classification Plan and Memorandum of Understanding Between
the City and the Huntington Beach Municipal Teamsters (HBMT) by Adopting the Side Letter
of Agreement' (Attachment 1). and.
B) Adopt Resolution No 2020-78. "A Resolution of the City Council of the City of Huntington
Beach Amending the City's Classfication Plan and the Memorandum of Understanding
Between the City and the Huntington Beach Marine Safety Management Association
(MSMA) by Adopting the Side Letter of Agreement' (Attachment 2). and.
C) Adopt Resolution No 2020-79, "A Resolution of the City Council of the City of Huntington
Beach Amending the City's Classification Plan and the Memorandum of Understanding
Between the City and the Huntington Beach Municipal Employees Organization (MEO) by
Adopting the Side Letter of Agreement" (Attachment 3): and.
D) Approve for Introduction Ordinance No 4221. "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' (Attachment 4). and.
Page 6 of 7
City Councill ACTION AGENDA November 2, 2020
Public Financing Authority
E) Adopt Resolution No. 2020-80, "A Resolution of the City Council of the City of Huntington
Beach Modifying Salary and Benefits for Non-Represented Employees by Adding the
Director and Deputy Director of Administrative Services, Deputy Director of Public Works,
Deputy Director of Community & Library Services, & Amending the Classification and
Compensation for the Director of Community Services' (Attachment 5), and delegate
authority to the City Manager and City Attorney to execute the corresponding employment
agreements, and,
F) Authorize the City Manager to take all administrative and budgetary actions necessary to
implement the Citywide Reorganization Plan.
Approved 7-0 as amended by Supplemental Communication(revised Side Letter
Agreements for Resolution Nos. 2020.77 and 2020-79)
I_
ORDINANCES FOR INTRODUCTION
207 20 4224 ITEM WITHDRAWN FROM CONSIDERATION
compatibility,land uses, ensuring land --pubinniste
Re RG-60AS
COUNCILMEMBER COMMENTS (Not Agendized)
Comments made by Brendan, Posey, Peterson, Semeta
ADJOURNMENT- 8:35 PM
The next regularly scheduled meeting of the Huntington Beach City Council/Public Financing Authority
is Monday, November 16, 2020, at 4:00 PM in the Civic Center Council Chambers, 2000 Main Street,
Huntington Beach, California.
INTERNET ACCESS TO CITY COUNCILIPUBLIC FINANCING AUTHORITY AGENDA AND STAFF REPORT
MATERIAL IS AVAILABLE PRIOR TO CITY COUNCIL MEETINGS AT
http:ilwww.huntingtonbeachca.gov
Page 7 of 7
rw No 2a2o- -7-Tanx.., Pv
nee
,Jet, ,o /Q# sgyio
(<� In rt Sao �o /nac7Sr� � y/�o/2ozo
ATTACHMENT # 1
RESOLUTION NO. 2020 - 77
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
AMENDING THE CITY'S CLASSIFICATION PLAN
AND THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE
HUNTINGTON BEACH MUNICIPAL TEAMSTERS (HBMT) BY ADOPTING THE SIDE
LETTER OF AGREEMENT
WHEREAS, the City Council of Huntington Beach approved the Fiscal Year 2020/21
budget at a Special Meeting on June 29, 2020, which projected a $20 million drop in General Fund
revenues resulting from the negative economic impacts of COVID-19; and,
WHEREAS, in order to address this budget shortfall, the City Council approved the use of
a voluntary Separation Incentive Program, and directed staff to reorganize the City's operations
following the vacancies created by the Program to balance the Fiscal Year 2020/21 budget and to
create ongoing operational savings; and,
WHEREAS, the City Council of Huntington Beach desires to amend the City's
Classification Plan to incorporate the positional adjustments outlined in the Fiscal Year 2020/21
Reorganization Plan; and,
WHEREAS, on April 20, 2020, the City Council of Huntington Beach adopted Resolution
2020-19 for the purpose of adopting the Memorandum of Understanding (MOU) between the City
and the Huntington Beach Municipal Teamsters (HBMT); and,
Subsequent to the adoption of the MOU, the City of Huntington Beach and HBMT met
and conferred and agreed to changes, corrections, and clarifications to the MOU that are reflected
in a Side Letter of Agreement attached hereto as Exhibit A and incorporated herein by this
reference. The Side Letter of Agreement pertains to modifications to the City's Classification Plan
resulting from the Fiscal Year 2020/21 Reorganization Plan.
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Huntington Beach as follows:
1. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted.
2. The Side Letter of Agreement amends the MOU between the City of Huntington Beach
and the HBMT.
3. The Side Letter of Agreement amends the HBMT Pay Schedule attached hereto as
Exhibit B.
20-9109/236811
RESOLUTION NO. 2020-77
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 2nd day of November , 2020.
Ma or
z
D A APPROVED: APPROVED AS TO FORM:
-ems m � UL=
Oliver Chi, City Manager gK Michael Gates, Ci - Attorney
INITIATED AND APPROVED:
Travis Hopkins, Assistant City Manager
Resolution No. 2020-77
Exhibit A
SIDE LETTER OF AGREEMENT
BETWEEN
THE CITY OF HUNTINGTON BEACH
AND THE
HUNTINGTON BEACH MUNICIPAL TEAMSTERS(HBMT)
Representatives of Huntington Beach Municipal Teamsters(HBMT)and the City of Huntington Beach
(City)have negotiated this Side Letter ofAgreement to modify the following sections of the HBMT MOU
dated October 1,2019,through September 30, 2020:
ARTICLE II—REPRESENTATIONAL UNIT/CLASS
The City of Huntington Beach proposes to modify/add the following classifications to the City's
Classification Plan and the HBMT MOU(see Exhibit A—Pay Schedule):
• Social Services Supervisor
• Senior Buyer
• Utilities Technology Coordinator
• Fire Prevention Inspector II (formerly Fire Prevention Inspector)
• Fire Prevention Inspector I (formerly Fire Safety Program Specialist)
The parties agree that some of the above classifications are new and that the class specifications and
minimum qualifications have not been completed. The parties agree to meet and confer on these class
specifications and minimum qualifications before final implementation of the new classifications.
The parties agree that no incumbent employee shall be required to serve a probationary period as a
result of being reclassified,retitled,reassigned,or placed under new supervision,a new department,or
new reporting relationship as a result of this reorganization.
The parties agree that all of the intended additions or deletions of HBMT positions are encompassed in
this side letter agreement. If the City proposes any additional additions and/or deletions to HBMT
positions following the adoption of this agreement,the parties agree to meet and confer on those
matters.
ARTICLE XII—LEAVE BENEFITS
G. Personal Time
Each full-time unit employee will be entitled to utilize a maximum of ten (10)hours as"personal
time."
a. Supervisor approval is required to utilize Personal Time.
b. Personal Time has no cash value.
c. All Personal Time(10 hours) must be used by not later than June 30, 2021.
d. No portion of unused Personal Time may be carried over beyond June 30,2021.
e. Part-time employees shall be granted ten(10)hours as Personal Time on a proportional
hours computation to full-time equivalent employee status.
L Half-time employees shall be granted a total of five(5) hours.
ii. Three-quarter employees shall be granted a total of seven and one half(7.5)
hours.
ARTICLE XV—DURING THE TERM OF THE AGREEMENT
A. COVID-19 Restructure Plan
To address the fiscal impacts from COVID-19, the City has worked to develop a comprehensive
restructuring plan of City operations. Given the adjustments contemplated through this Side
Letter of Agreement, no additional employee impacts will occur for Fiscal Year 2020/21.
Due to the volume of vacancies and open and promotional examinations needed as a result of
the Separation Incentive Program and the COVID-19 Restructure Plan, both parties agree to
modify the examination process for Fiscal Year 2020/21 as follows:
1. Management reserves the right to determine if a positlon will be advertised as a
promotional or open recruitment.This decision may be appealed to the Personnel
Director.
2. When the decision has been made to conduct a promotional examination, as long as
one or more internal candidate applies who meets the minimum qualifications,the
Hiring Manager may forego an open recruitment,certify, and appoint from this list.
3. The City will provide HBMTwith information regarding any promotional recruitment
details.
Side Letter Implementation
Should the MOU between HBMT and the City of Huntington Beach continue beyond September 30,
2020,either through a successor MOLI or an extension of the current MOU,all terms and conditions of
this side letter shall remain In full force and effect unless changes are mutually agreed to by both
partles.
IN WITNESS WHEREOF,the parties have caused this SIDE LETTER AGREEMENT to be executed by and
through their authorized officers on November 2, 2020
Cl of Huntingto Beach Hunting rSBeach Myrtfcipal Teamsters
By: By: low Ij ;d
Oliver Chi Te ry Tintl
City Manager / HBMT C Stewar
By:� �I, _ By.
Travls Hopkins Cristian Leiva
Assistant City Manager In-House Counsel Teamsters 911
APPROVED AS TO FORM:
-;a,, Michael Gates
City Attorney
Resolution No. 2020-77
Exhibit B
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A-PAY SCHEDULE
�MDescription opaae A 8 C D E
0111 Accountant MEA111 33.59 35.43 37.37 39.42 41.60
0286 Accounting Technician I MEA286 23.33 24.61 25.97 27.40 28.90
0287 Accounting Technician II MEA287 25.65 27.05 28.55 30.12 32.77
0294 Accounting Technician Supv MEA294 29.64 1 31.27 33.00 1 34.80 36.71
0429 Administrative Alde MEA428 32.92 34.73 36.64 38.66 40.78
0278 Administrative Assistant MEA278 29.06 30.66 32.34 34.12 36.00
0289 Administrative Secrets MEA289 24.76 26.12 27.56 29.06 30.68
0297 Art retie Curator MEA297 29.35 30.96 32.65 34.46 36.35
0698 Assistant CWII Engineer MEA698 1 33.59 35.43 37.37 39.42 41.60
0108 Assistant Planner MEA108 34.43 1 36.32 38.32 40.43 42.65
0267 Assistant Social Worker MEA267 23.92 25.23 26.62 28.09 29.63
0358 Beach Equip Operator MEA358 27.25 28.74 30.33 3L98 33.74
0149 Beach Maint Crewleader MEA149 35.29 37.24 39.28 41.44 43.72
0452 Beach Maint Service Worker MEA452 25.02 26.39 27.94 29.37 30.99
0210 Building Inspector I MEA210 31.78 33.52 35.37 37.31 39.37
0211 Building Inspector II MEA211 35.13 1 37.05 39.09 41.23 43.50
0206 Building Inspector III MEA208 38.W 40.93 43.18 45.56 48.07
0276 Building Plan Checker I _ MEA176 38.23 40-13 42.55 44.89 47.36
0520 Building Plan Checker II MEA520 44.39 46.83 1 49.41 52.13 55.00
0366 Business License Supervisor MEA366 34.60 36.49 39.51 40.63 42.87
0112 Buyer MEAl12 33.08 34.90 36.83 38.84 40.98
0106 Civil Engineering Assistant MEA106 39.19 41.34 43.61 46.02 48.55
0162 Clvlllan Check Investigator MEA162 26.29 27.73 29.26 30.96 32.56
O186 Code Enforcement Officer I MEA186 26.42 27.87 29.40 1 31.03 32.74
0282 Code Enforcement Officer II MEA192 32.60 34.38 36.28 1 38.27 40.38
0511 Code Enforcement Technician MEA511 2L98 23.19 24.47 25.30 27.23
0263 Community Relations Specialist MEA263 27.77 29.30 30.92 32.61 34.41
0597 Community Services Officer ME_A_S97 28.47 30.05 31.69 33.44 35.29
0269 1 Community SrvcfRecS clallst MEA269 25.02 26.39 27.84 29.37 30.99
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A-PAY SCHEDULE
0258 Communq Srvrs Rec Su v MEA258 34.60 1 36.49 38.51 1 40.63 42.87
0172 Construction Inspector I MEA172 31.78 33.52 35.37 37.31 39.37
0463 Construction Inspector II MEA463 35.13 37.05 39.09 41.23 43.50
0312 Court Liaison Specialist MEA312 24.76 26.12 27.56 29.08 30.68
0166 Crime Analyst MEA166 32.92 34.73 36.64 38.66 40.78
0165 Crime Analyst Senior MEA165 38.41 40.52 42.76 45.12 47.59
02SS Crime Scene Investigator MEA255 31.00 1 32.72 34.51 36.41 39.41
0119 Crlminalist MM19 34.60 36.49 38.51 1 40.63 42.87
0192 Cross Connection Control Spec MEA192 32.60 34.38 36.29 38.27 40.38
0400 Custodian MEA400 22.52 23.76 25.07 26.44 27.89
0134 Deputy City Clerk MEA134 27.11 29.59 30.16 31.82 33.58
0138 Development Specialist MU138 34.60 36.49 38.51 40.63 42.87
0339 Electrician MEA339 32.10 33.87 35.73 37.69 39.79
0232 Emergency Medical5rvcs Coord MEA232 49.06 1 51.75 54.60 1 57.60 60.78
0198 Emergency Services Coordinator MEA199 42.25 44.58 47.02 49.61 52.33
0175 Engineering Abe MU175 27.77 29.30 30.92 32.61 34.41
0180 Engineering Technician MEA180 34.08 35.97 37.94 40.03 42.23
0445 Environmental Specialist MEA445 39.19 41.34 43.61 46.02 48.55
0382 Equip Services Crewleader MEA382 36.38 38.38 40.49 42.71 45.05
0142 Equip/Auto Maint Crewleader MU142 36.38 39.38 40.49 42.71 45.05
0472 Equip/Auto Maint Leadworker MEA472 33.08 1 34.90 36.83 38.84 40.98
0393 Equipment Su ortAssistant MEA383 25.77 27.19 28.69 30.26 31.93
0061 Executive Assistant MEA061 33.42 35.25 37.18 39.23 41.38
0143 Facilities Maint Crewleader MEA243 36.19 38.19 40.28 42.50 44.84
0407 Facilities Maint Leadworker MEA407 29.19 29.75 31.38 33.10 34.92
0391 Facilities Maintenance Tech MEA391 26.03 27.46 28.97 30.56 32.24
0398 Field Service Representative MEA398 26.04 28.31 29.86 31.51 33.23
0599 Hna Pmrantlon 6 KUASN 39.79 4197 4429 46.72 49.211
0260 Re Pm ntbn I I MEA260 3359 35 43 37.37 39A2 41.80
0173 FireTrainln MahnenenceTech I MEA173 30.85 32.55 34.34 36.24 38.22
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A-PAY SCHEDULE
0470 Forensic Systems Specialist MEA470 1 37.09 39.13 41.30 43.56 45.95
0576 GIS Analyst I MEA576 37.85 1 39.93 42.12 44.44 46.89
0178 GIS Analyst II MEA178 40.99 43.24 45.62 48.14 50.79
0190 Hat Mat Program Specialist MEA190 37.47 39.53 41.70 44.00 46.42
0337 Helicopter Maintenance Tech MEA337 30.38 32.05 33.81 35.69 37.65
0115 Info Technology Analyst I MEA115 37.85 39.93 42.12 44.44 46.89
0505 Info Technology Analyst 11 MEA505 40.99 43.24 45.62 48.14 50.79
0117 Info Technology Analyst III MEA117 1 43.75 1 46.15 48.69 51.37 54.19
0118 Info TechnologyAnalyst IV MEA118 48.09 50.74 53.52 56.46 59.56
0495 Info Technology Technician l MEA495 23.58 24.87 26.23 27.68 29.20
0494 1 Info Technology Technician11 MEA494 26.55 28.01 29.55 31.18 32.90
0493 InfoTechnology Technician III MEA493 29.78 31.41 33.15 34.97 36.89
0492 Info Technology Technician IV MEA492 32.92 34.73 36.64 38.66 1 40.78
0491 Info Technology Technician Sr. MEA493 35.29 37.24 39.28 41.44 43.72
0155 Irrigation Crewleader MEA155 35.29 1 37.24 39.28 41.44 43.72
0357 IrrigationSpecialist MEA357 26.42 27.87 29.40 31.03 32.74
0359 1 Landscape Equip Operator MEA359 27.25 28.74 30.33 31.98 33.74
0145 Landscape Maint Crewleader MEA145 35.29 37.24 39.28 41.44 43.72
0402 Landscape Maint Leadworker MEA402 29.50 31.11 32.82 1 34.63 36.54
0163 Latent Fingerprint Examiner MEA163 33.23 35.07 37.00 39.03 41.18
0300 Legal Assistant MEA300 27.77 1 29.30 30.92 32.61 34.41
0114 Librarian MEA114 30.09 31.74 33.48 35.32 37.27
0432 Library Facilities Coordinator MEA432 27.11 28.59 30.16 31.82 33.58
0451 Library Services Clerk MEA451 21.01 22.17 23.38 24.66 26.02
0257 Library Specialist MEA257 25.02 26.39 27.84 29.37 30.99
0302 Literacy Pro ram Specialist MEA302 30.09 31.74 33.48 35.32 37.27
0392 Maint Service Worker MEA392 25.02 26.39 27.84 29.37 30.99
i
0394 Maintenance Worker MEA394 21.98 23.19 24.47 25.80 27.23
0448 Marine Equipment Mechanic MEA448 32.77 34.57 36.46 38.46 40.57
0384 Mechanic I MEA384 25.90 27.31 28.82 30.41 32.09
0348 Mechanic 11 MEA348 28.76 30.36 1 32.02 1 33.78 95.64
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A-PAY SCHEDULE
0347 1 Mechanic III MEA347 1 30.54 32.22 34.00 35.86 37.84
0380 Media Services 5 cialist MEA380 25.02 26.39 27.84 29.37 30.99
0306 Office Assistant I MEA306 17.82 18.81 19.84 20.94 22.09
I
0304 Office Assistant II MEA304 21.43 22.63 23.87 25.17 26.56
0290 Office Specialist MEA290 22.63 23.87 25.18 26.57 28.03
0378 Painter Leadworker MEA378 32.25 34.03 35.90 37.88 39.97
0153 Park Maintenance Crewleader MEA153 36.19 38.18 40.28 42.50 44.84
0177 Parking Meter Repair Tech MEA177 28.76 30.36 32.02 33.78 35.64
0395 Parking Meter Repair Worker MEA395 26.55 28.01 29.55 131.18 32.90
0570 Parking/Camping Assistant MEA570 21.98 23,19 24.47 1 25,80 27.23
0459 Parking/Camping Crewleader MEA459 35.29 37.24 39.28 41,44 43.72
0401 Parklng/Camping Leadworker MEA401 29.50 31.11 32.82 34.63 36.54
0455 Parkin raffic Control Coord MEA455 27.77 29.30 30.92 32.61 1 34.41 -
0262 Parkl raffic Control Officr MEA262 21.98 23.19 24.47 25.80 27.23
0577 Parkin Traffic Control Su v MEA577 29.64 31.27 33.00 34.80 36.71
0458 Payroll Specialist MEA458 38.60 40.72 42.96 45.33 47.83
0447 Payroll Technician MEA447 26.03 27.46 28.97 30.56 32.24
0295 Permit Technician MEA295 1 23.92 25.23 26.62 28.09 29.63
0279 Personnel Assistant MEA279 1 25.29 26.67 28.13 29.67 31.31
0367 Pest Control Specialist MEA367 26.42 27.87 29.40 31,03 32.74
0136 Planning Aide MEA136 27.77 29.30 30.92 32.61 34.41
0342 Plumber MEA342 31.31 33.03 34.85 36.76 38.79
I
0197 1 Police Photo/Imaging Specialist MEA197 30.85 32.55 34.34 36.24 38.22
0307 Police Records Specialist MEA307 22.63 23.87 25.18 26.57 28.03
i
0283 Police Records Su ervlsor MEA283 26.42 27.87 29.40 31.03 32.74
0282 Police Records Technician MEA282 20.50 21.63 22.81 24.06 25.38
i
0308 Police Services Specialist MEA308 25.02 26.39 27.84 29.37 30.99
0215 Police Systems Coordinator MEA215 29.20 30.80 32.50 34.29 36.17
0584 1 Program Coord•Human Srvcs MEA584 30.85 32.55 34.34 36.24 38.22
0259 Property and Evidence Officer MEA259 27.51 29.01 30.62 32.30 34.07
0261 Property and Evidence Supervisor MEA261 31.78 33.53 1 35.37 37.32 39.37
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A-PAY SCHEDULE
0583 Rideshare Coordinator MEA583 34.25 36.14 38.23 40.23 42.45
0256 Risk Mana em nt Specialist MW.56 25.02 26.39 27.84 29.37 30.99
0515 SCADA Coordinator MEA515 35.29 37.24 39.29 41.44 43.72
0346 SCADATechnician MEA346 31.31 33.03 34.95 36.76 38.79
0110 Senior Accountant MEA110 38.60 40.72 42.96 4533 47.93
0288 Senior Accounting Technician MEA288 28.19 29.75 31.38 33.10 34.92
0530 Senior Buyer MEA630 37.65 39.72 41.92 44.23 46.65
0434 Senior Code Enforcement Officer MEA434 36.02 37.99 40.09 42.29 44.62
0171 SeniorConstructionlns ector_ MEA171 38.80 40.93 43.18 45.56 48.07
0135 Senior Deputy City Clerk MEA135 34.60 36.49 38.51 40.63 42.87
0586 Senior Engineering Technician MEA596 39.58 41.76 44.06 46.48 49.05
0343 Senior Facilities Malnt Tech MEA343 30.54 32.22 34.00 1 35.86 37.94
0334 Senior Helicopter Maint Tech MEA334 42.04 M35 46.79 49.36 52.07
0301 'Senlor Legal Assistant MEA301 35.96 1 37.84 39.92 42.11 44.43
0450 Senior Llbrary Specialist _ MEA450 27.38 28.88 30.47 32.14 33.91
0363 Senior Marine Equip Mechanic MEA363 36.38 38.38 40.49 42.71 45.05
0446 Senior Payroll Technician MEA446 28.62 30.20 31.86 33.62 35.46
0437 Senior Permit Technician MEA437 30.S4 32.22 34.00 35.86 37.84
0265 Senior Services Assistant MEA265 16.70 17.62 18.59 1 19.61 20.70
0481 Senior Services Transp Coord MEA481 26.70 28.26 29.71 1 31.35 33.07
Senior Telecommunications
0709 Technician MEA709 35.29 37.24 39.28 1 41.44 43.72
0349 Senior Wastewtr Pump Mechanic rMEA141
27.25 28.74 30.33 31.98 33.74
0396 Senior Water Meter Reader 26.29 27.73 29.26 30.86 3256
0148 Signs&Markings Crewieader 36.19 38.18 40.28 42.50 44.84
0338 5 ns Leadworker 30.09 3L74 33.49 35.32 37.27
0354 S ns/Marks s E ul O rator 27.25 28.74 30.33 31.98 33.74
0266 Social Worker 29.35 30.96 32.65 34.46 36.35
0629 Social Services Supervisor MEA629 3L31 33.03 34AS 36.76 38.79
0396 Stock Clerk MEA396 1 21.98 23.19 24.47 25.80 27.23
0361 Street Equip Operator MEM61 27.25 28.74 30.33 31.98 1 33.74
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A-PAY SCHEDULE
O150 I Street Maint Crewleader MEA150 1 35.29 1 37.24 39.28 41.44 43.72
0406 Street Maint Leadworker MEA406 31.00 32.72 34.51 36.41 39.41
0193 Survey Party Chief MEA183 39.79 41.97 44.29 46.72 49.29
0174 Survey Technician MEA174 27.77 29.30 30.92 32.61 34.42
OUS Survey Tech n1clan II MEA185 30.09 31.74 33.48 35.32 37.27
ON1 1.111:111111des TechnohW Coordinator MEA631 42.04 44.35 46.79 49.36 52.07
0195 Telecommunications Specialist MEA195 39.98 42.19 44.53 46.96 49.54
0181 Traffic Engineering Technician MEA191 36.19 3LM 40.28 42M 44.34
0389 Traffic Maint Service Worker MEA389 25.02 26.M 27.84 29.37 30.99
0410 Traffic Markings Leadworker MEA410 29.50 3L31 3242 34.63 1 36.54
0336 Traffic Signal Electrician MEA336 32.60 34.38 36.28 38.27 40.38
0140 Traffic SI nal/LI ht Crewleadr MEA140 36.19 38.18 40.28 42.SO 44.84
0365 Tree Equipment Operator MEA365 27.25 28.74 30.33 31.98 33.74
01" Trees Maintenance Crewleader MEA144 35.29 37.24 39.28 41.44 43.72
0460 Trees Maintenance Leadworker MEA460 29.50 1 31.21 32.82 34.63 36.54
0268 Volunteer Services Coordinator MEA269 26.70 28.16 29.71 31.35 1 33.07
0385 Warehousekee er MEA385 27.77 29.30 30.92 32.61 34.41
0362 Wastewater Equip Operator MEA362 27.25 28.74 30.33 31.98 33.74
0454 Wastewater Maint Service Workr MEA454 25.02 26.39 27.84 29.37 30.99
0146 Wastewater Ops Crewleader MEA146 35.29 37.24 39.28 41.44 43.72
0404 Wastewater 0 s Leadworker MEA404 29.50 1 31.11 32.82 1 34.63 36.54
0397 Wastewater Pump Mechanic MEA397 26.55 1 28.01 29.55 1 31.M 32.90
0582 Water Conservation Coordinator MEA582 34.25 36.14 3B.13 40.23 1 42.45
0151 Water Dist Maint Crewleader MEA151 35.29 37.24 39.28 41.44 43.72
0379 Water Dist Maint Leadworker MEA379 31.94 33.70 35.55 37.51 39.57
0147 Water Dist Meters Crewleader MEA147 35.29 37.24 39.28 41.44 43.72
0377 Water Dist Meters LeadwarMr MEA377 29.50 31.11 32.82 34.63 36.54
0364 Water Equip Operator MEA364 2950 31.11 32.82 34.63 36.54
0397 Water Meter Reader MEA397 24.22 2SA1 27.01 29.S0 1 30.07
0356 1 Water Meter Repair Technician MEA356 27.11 28.59 30.16 31.82 33.58
0152 1 Water Operations Crewleader MEA152 35.29 37.24 39.28 41.44 43.72
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A-PAY SCHEDULE
0371 Water Operations Leadworker MEA371 1 32.92 34.73 36.64 38.66 40.78
0156 Water Quality Coordinator MEA156 35.29 37.24 39.28 41.44 43.72
0191 Water Quality Technician MEA191 31.00 32.72 34.51 36.41 38.41
0461 Water Service Worker MEA461 25.77 27.19 28.69 30.2G 31.93
0368 Water Systems Technician MEA368 25.77 27.19 28.69 30.26 31.93
0369 Water Systems Techn icia n I I MEA369 27.51 29.01 30.62 32.30 34.07
0370 Water Systems Technicianlll MEA370 30.38 32.05 33.81 35.69 37.65
0449 Water Utility Locator MEA449 31.00 32.72 34.51 36.41 38.41
Res. No. 2020-77
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 2, 2020 by the following vote:
AYES: Posey, Delgleize, Hardy, Semeta, Peterson, Carr, Brenden
NOES: None
ABSENT: None
RECUSE: None
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
SIDE LETTER OF AGREEMENT
BETWEEN
THE CITY OF HUNTINGTON BEACH
AND THE
HUNTINGTON BEACH MUNICIPAL TEAMSTERS (HBMT)
Representatives of Huntington Beach Municipal Teamsters (HBMT) and the City of Huntington Beach
(City) have negotiated this Side Letter of Agreement to modify the following sections of the HBMT MOU
dated October 1, 2019, through September 30, 2020:
ARTICLE II —REPRESENTATIONAL UNIT/CLASS
The City of Huntington Beach proposes to modify/add the following classifications to the City's
Classification Plan and the HBMT MOU (see Exhibit A— Pay Schedule):
• Social Services Supervisor
• Senior Buyer
• Utilities Technology Coordinator
• Fire Prevention Inspector II (formerly Fire Prevention Inspector)
• Fire Prevention Inspector I (formerly Fire Safety Program Specialist)
The parties agree that some of the above classifications are new and that the class specifications and
minimum qualifications have not been completed. The parties agree to meet and confer on these class
specifications and minimum qualifications before final implementation of the new classifications.
The parties agree that no incumbent employee shall be required to serve a probationary period as a
result of being reclassified, retitled, reassigned, or placed under new supervision, a new department, or
new reporting relationship as a result of this reorganization.
The parties agree that all of the intended additions or deletions of HBMT positions are encompassed in
this side letter agreement. If the City proposes any additional additions and/or deletions to HBMT
positions following the adoption of this agreement, the parties agree to meet and confer on those
matters.
235
ARTICLE XII — LEAVE BENEFITS
G. Personal Time
Each full-time unit employee will be entitled to utilize a maximum of ten (10) hours as "personal
time."
a. Supervisor approval is required to utilize Personal Time.
b. Personal Time has no cash value.
c. All Personal Time (10 hours) must be used by not later than June 30, 2021.
d. No portion of unused Personal Time may be carried over beyond June 30, 2021.
e. Part-time employees shall be granted ten (10) hours as Personal Time on a proportional
hours computation to full-time equivalent employee status.
i. Half-time employees shall be granted a total of five (5) hours.
ii. Three-quarter employees shall be granted a total of seven and one half (7.5)
hours.
ARTICLE XV— DURING THE TERM OF THE AGREEMENT
A. COVID-19 Restructure Plan
To address the fiscal impacts from COVID-19, the City has worked to develop a comprehensive
restructuring plan of City operations. Given the adjustments contemplated through this Side
Letter of Agreement, no additional employee impacts will be contemplated for Fiscal Year
2020121.
Due to the volume of vacancies and open and promotional examinations needed as a result of
the Separation Incentive Program and the COVID-19 Restructure Plan, both parties agree to
modify the examination process as follows:
1. Management reserves the right to determine if a position will be advertised as a
promotional or open recruitment. This decision may be appealed to the Personnel
Director.
2. When the decision has been made to conduct a promotional examination, as long as
one or more internal candidate applies who meets the minimum qualifications, the
Hiring Manager may forego an open recruitment, certify, and appoint from this list.
�SEEs (_ -
236
Side Letter Implementation
Should the MOU between HBMT and the City of Huntington Beach continue beyond September 30,
2020, either through a successor MOU or an extension of the current MOU, all terms and conditions of
this side letter shall remain in full force and effect unless changes are mutually agreed to by both
parties.
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and
through their authorized officers on
City of Huntington Beach Huntington Beach Municipal Teamsters
By: By:
Oliver Chi Terry Tintle
City Manager HBMT Chief Steward
By: By:
Travis Hopkins Cristian Leiva
Assistant City Manager In-House Counsel Teamsters 911
APPROVED AS TO FORM:
Michael Gates
City Attorney
237
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A- PAY SCHEDULE
Job Description Pay A B C D E
Type Grade
0111 Accountant MEA111 33.59 35.43 37.37 39.42 41.60
0286 Accounting Technician I MEA286 23.33 I 24.61 25.97 27.40 28.90
0287 Accounting Technician II MEA287 25.65 I 27.05 I 28.55 30.12 31.77
0294 Accounting Technician Supv MEA294 I 29.64 I 31.27 I 33.00 I 34.80 36.71
0428 Administrative Aide MEA428 I 32.92 34.73 36.64 I 38.66 40.78
0278 I Administrative Assistant MEA278 29.06 30.66 32.34 I 34.12 I 36.00
0289 I Administrative Secretary MEA289 24.76 26.12 27.56 29.08 30.68
0297 Art Programs Curator MEA297 29.35 30.96 32.65 34.46 36.35
0698 Assistant Civil Engineer I MEA698 33.59 35.43 37.37 39.42 41.60
0108 Assistant Planner MEA108 34.43 36.32 38.32 40.43 42.65
0267 Assistant Social Worker MEA267 23.92 25.23 26.62 28.09 29.63
0358 Beach Equip Operator I MEA358 27.25 28.74 30.33 31.98 33.74
0149 Beach Maint Crewleader MEA149 35.29 37.24 39.28 41.44 43.72
0452 Beach Maint Service Worker MEA452 25.02 26.39 27.84 I 29.37 I 30.99
0210 Building Inspector I MEA210 I 31.78 33.52 35.37 I 37.31 I 39.37
0211 I Building Inspector II MEA211 35.13 37.05 39.09 41.23 I 43.50
0208 I Building Inspector III I MEA208 38.80 40.93 43.18 45.56 48.07
0176 Building Plan Checker I MEA176 38.23 40.33 42.55 44.89 47.36
0520 Building Plan Checker II MEA520 44.39 46.83 49.41 52.13 55.00
0366 Business License Supervisor I MEA366 34.60 36.49 38.51 40.63 42.87
0112 Buyer I MEA112 33.08 34.90 36.83 38.84 40.98
0106 Civil Engineering Assistant MEA106 I 39.19 I 41.34 43.61 46.02 48.55
0162 Civilian Check Investigator MEA162 26.29 27.73 I 29.26 30.86 32.56
0186 Code Enforcement Officer I MEA186 26.42 27.87 29.40 31.03 32.74
0182 Code Enforcement Officer II MEA182 32.60 34.38 36.28 38.27 40.38
0511 Code Enforcement Technician MEA511 21.98 23.19 24.47 25.80 27.23
0263 I Community Relations Specialist MEA263 27.77 29.30 30.92 32.61 I 34.41
0597 Community Services Officer MEA597 28.47 30.05 31.69 33.44 35.28
0269 Community Srvcs Rec Specialist MEA269 25.02 26.39 27.84 29.37 30.99
238
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A- PAY SCHEDULE
0258 Community Srvcs Rec Supv MEA258 34.60 36.49 38.51 1 40.63 42.87
0172 Construction Inspector I MEA172 31.78 33.52 35.37 37.31 39.37
0463 Construction Inspector II MEA463 35.13 37.05 39.09 41.23 43.50
0312 Court Liaison Specialist MEA312 24.76 26.12 27.56 29.08 30.68
0166 Crime Analyst MEA166 32.92 34.73 36.64 38.66 40.78
0165 Crime Analyst Senior MEA165 38.41 40.52 42.76 45.12 47.59
0255 Crime Scene Investigator MEA255 31.00 32.72 I 34.51 36.41 38.41
0119 Criminalist MEA119 34.60 36.49 38.51 I 40.63 42.87
0192 Cross Connection Control Spec MEA192 32.60 34.38 36.28 38.27 40.38
0400 I Custodian MEA400 22.52 23.76 25.07 I 26.44 I 27.89
0134 I Deputy City Clerk MEA134 27.11 28.59 30.16 31.82 33.58
0138 I Development Specialist MEA138 34.60 36.49 38.51 40.63 42.87
0339 I Electrician MEA339 32.10 33.87 35.73 37.69 39.78
0232 Emergency Medical Srvcs Coord MEA232 49.06 51.75 54.60 57.60 60.78
0198 Emergency Services Coordinator MEA198 42.25 44.58 47.02 49.61 52.33
0175 Engineering Aide I MEA17S 27.77 29.30 30.92 32.61 34.41
0180 Engineering Technician I MEA180 34.08 35.97 I 37.94 1 40.03 42.23
0445 Environmental Specialist I MEA445 39.19 41.34 43.61 46.02 48.55
0382 Equip Services Crewleader I MEA382 36.38 38.38 I 40.49 42.71 45.05
0142 I Equip/Auto Maint Crewleader I MEA142 36.38 38.38 I 40.49 42.71 45.05
0472 I Equip/Auto Maint Leadworker I MEA472 33.08 I 34.90 I 36.83 I 38.84 I 40.98
0383 Equipment Support Assistant MEA383 25.77 I 27.197 228.69 I 30.26 I 31.93
0061 Executive Assistant MEA061 33.42 35.25 37.18 I 39.23 I 41.38
0143 Facilities Maint Crewleader MEA143 I 36.19 38.18 40.28 42.50 44.84
0407 Facilities Maint Leadworker MEA407 28.19 29.75 31.38 33.10 34.92
0391 I Facilities Maintenance Tech I MEA391 26.03 27.46 28.97 30.56 32.24
0398 I Field Service Representative I MEA398 26.84 28.31 29.86 31.51 33.23
0588 Fire Prevention Inspector II MEA588 39.79 41.97 44.29 46.72 49.29
0260 Fire Prevention Inspector I MEA260 33.59 35.43 37.37 39.42 41.60
0173 Fire Training Maintenance Tech MEA173 30.85 32.55 34.34 36.24 1 38.22
239
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A- PAY SCHEDULE
0470 Forensic Systems Specialist MEA470 37.09 39.13 41.30 43.56 I 45.95
OS76 GIS Analyst I MEA576 37.85 39.93 42.12 44.44 46.89
0178 GIS Analyst II MEA178 40.99 43.24 45.62 48.14 50.79
0190 Haz Mat Program Specialist MEA190 37.47 39.53 41.70 44.00 46.42
0337 Helicopter Maintenance Tech MEA337 30.38 32.05 33.81 35.69 37.65
0115 Info Technology Analyst I MEA115 37.85 39.93 42.12 44.44 46.89
0505 Info Technology Analystll MEA505 40.99 43.24 45.62 48.14 50.79
0117 Info Technology Analyst III MEA117 43.75 46.15 48.69 51.37 54.19
0118 Info Technology Analyst IV MEA118 48.09 50.74 53.52 56.46 59.56
0495 I Info Technology Technician I MEA495 23.58 24.87 26.23 27.68 29.20
0494 Info Technology Technician II MEA494 26.55 28.01 29.55 31.18 32.90
0493 I InfoTechnology Technician III MEA493 29.78 31.41 33.15, 34.97 36.89
0492 I Info Technology Technician IV MEA492 32.92 34.73 36.64 I 38.66 40.78
0491 I Info Technology Technician Sr. MEA491 I 35.29 37.24 I 39.28 I 41.44 43.72
0155 I Irrigation Crewleader MEA155 35.29 37.24 39.28 41.44 43.72
0357 Irrigation Specialist MEA357 26.42 27.87 29.40 31.03 I 32.74
0359 Landscape Equip Operator MEA359 27.25 28.74 30.33 31.98 I 33.74
0145 Landscape Maint Crewleader I MEA145 35.29 37.24 39.28 41.44 43.72
0402 Landscape Maint Leadworker MEA402 29.50 31.11 32.82 34.63 36.54
0163 Latent Fingerprint Examiner I MEA163 33.23 35.07 37.00 39.03 41.18
0300 I Legal Assistant I MEA300 27.77 29.30 30.92 32.61 34.41
0114 Librarian MEA114 30.09 31.74 33.48 35.32 37.27
0432 I Library Facilities Coordinator MEA432 27.11 28.59 30.16 31.82 33.58
0451 Library Services Clerk MEA451 21.01 22.17 23.38 24.66 26.02
0257 Library Specialist MEA257 25.02 26.39 I 27.84 29.37 30.99
0302 I Literacy Program Specialist MEA302 30.09 31.74 I 33.48 35.32 37.27
0392 I Maint Service Worker I MEA392 25.02 I 26.39 I 27.84 I 29.37 30.99
0394 I Maintenance Worker I MEA394 I 21.98 I 23.19 I 24.47 I 25.80 27.23
0448 I Marine Equipment Mechanic MEA448 I 32.77 I 34.57 36.46 I 38.46 I 40.57
0384 Mechanic I MEA384 I 25.90 I 27.31 28.82 I 30.41 I 32.09
0348 Mechanic II MEA348 I 28.76 30.36 32,02 33.78 I 35.64
240
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A- PAY SCHEDULE
0347 Mechanic III MEA347 30.54 32.22 34.00 I 3S.86 I 37.84
0380 Media Services Specialist MEA380 25.02 26.39 27.84 29.37 I 30.99
0306 Office Assistant I I MEA306 17.82 18.81 19.84 20.94 22.09
0304 Office Assistant II I MEA304 I 21.43 22.63 23.87 25.17 26.56
0290 Office Specialist I MEA290 22.63 23.87 25.18 26.57 28.03
0378 Painter Leadworker I MEA378 32.25 34.03 35.90 37.88 39.97
0153 Park Maintenance Crewleader I MEA153 36.19 38.18 40.28 42.50 44.84
0177 Parking Meter Repair Tech MEA177 28.76 30.36 32.02 33.78 35.64
0395 Parking Meter Repair Worker MEA395 26.55 28.01 29.55 31.18 32.90
0570 I Parking/Camping Assistant MEA570 21.98 23.19 24.47 25.80 27.23
0459 I Parking/Camping Crewleader MEA459 35.29 37.24 39.28 41.44 43.72
0401 I Parking/Camping Leadworker MEA401 29.50 31.11 32.82 34.63 36.54
0455 I Parking/Traffic Control Coord MEA455 27.77 29.30 30.92 32.61 34.41
0262 I Parking/Traffic Control Officr MEA262 21.98 23.19 24.47 25.80 27.23
0577 Parking/Traffic Control Supv MEA577 29.64 31.27 33.00 34.80 36.71
0458 Payroll Specialist MEA458 38.60 40.72 42.96 45.33 47.83
0447 Payroll Technician MEA447 26.03 27.46 I 28.977 30.56 32.24
0295 I Permit Technician MEA295 ( 23.92 2S.23 I 26.62 28.09 29.63
0279 Personnel Assistant MEA279 25.29 26.67 28.13 I 29.67 I 31.31
0367 Pest Control Specialist MEA367 I 26.42 27.87 29.40 I 31.03 I 32.74
0136 Planning Aide MEA136 27.77 29.30 30.92 32.61 34.41
0342 Plumber MEA342 31.31 I 33.03 34.85 36.76 38.79
0197 Police Photo/Imaging Specialist MEA197 30.85 32.S5 I 34.34 36.24 38.22
0307 Police Records Specialist MEA307 22.63 23.87 25.18 26.57 28.03
0283 Police Records Supervisor MEA283 26.42 27.87 29.40 31.03 32.74
0282 Police Records Technician I MEA282 I 20.50 21.63 22.81 24.06 25.38
0308 Police Services Specialist I MEA308 25.02 26.39 27.84 29.37 30.99
0215 Police Systems Coordinator MEA21S 29.20 30.80 32.50 34.29 36.17
0584 Program Coord - Human Srvcs MEA584 30.85 32.55 34.34 36.24 38.22
0259 Property and Evidence Officer MEA259 27.51 29.01 30.62 32.30 34.07
0261 1 Property and Evidence Supervisor MEA261 31.78 33.53 35.37 37.32 39.37
241
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A- PAY SCHEDULE
0583 I Rideshare Coordinator MEA583 34.25 36.14 I 38.13 40.23 42AS
0256 I Risk Management Specialist MEA256 25.02 26.39 27.84 29.37 30.99
0515 I SCADA Coordinator MEA515 35.29 37.24 39.28 41.44 43.72
0346 SCADA Technician MEA346 31.31 33.03 34.85 36.76 38.79
0110 Senior Accountant MEA110 I 38.60 40.72 42.96 45.33 47.83
0288 Senior Accounting Technician MEA288 28.19 29.75 31.38 33.10 34.92
0630 Senior Buyer MEA630 34.97 36.88 38.90 41.04 43.30
0434 Senior Code Enforcement Officer MEA434 36.02 37.99 40.09 42.29 44.61
0171 Senior Construction Inspector MEA171 38.80 40.93 43.18 45.56 48.07
0135 Senior Deputy City Clerk MEA135 34.60 36.49 38.51 40.63 42.87
OS86 Senior Engineering Technician MEA586 39.58 41.76 44.06 46.48 49.05
0343 Senior Facilities Maint Tech I MEA343 30.54 32.22 34.00 35.86 37.84
0334 Senior Helicopter Maint Tech MEA334 42.04 44.35 46.79 49.36 52.07
0301 `Senior Legal Assistant MEA301 35.86 37.84 39.92 42.11 44.43
0450 Senior Library Specialist MEA450 27.38 28.88 30.47 32.14 33.91
0363 I Senior Marine Equip Mechanic MEA363 36.38 38.38 40.49 42.71 45.05
0446 I Senior Payroll Technician MEA446 28.62 30.20 31.86 33.62 35.46
0437 I Senior Permit Technician MEA437 30.54 32.22 34.00 35.86 37.84
0265 I Senior Services Assistant MEA265 16.70 17.62 18.59 19.61 20.70
0481 Senior Services Transp Coord MEA481 I 26.70 28.16 29.71 31.35 33.07
Senior Telecommunications
0709 Technician MEA709 35.29 37.24 39.28 41.44 43.72
0349 Senior Wastewtr Pump Mechanic MEA349 I 27.25 28.74 I 30.33 31.98 33.74
0396 Senior Water Meter Reader MEA396 I 26.29 I 27.73 I 29.26 30.86 32.56
0148 Signs & Markings Crewleader MEA148 I 36.19 I 38.18 I 40.28 I 42.50 I 44.84
0338 Signs Leadworker I MEA338 I 30.09 31.74 33.48 I 35.32 I 37.27
0354 Signs/Markings Equip Operator I MEA354 I 27.25 28.74 30.33 I 31.98 33.74
0266 Social Worker I MEA266 29.35 30.96 32.65 I 34.46 36.35
0629 Social Services Supervisor MEA629 31.31 33.03 34.85 36.76 38.79
0386 I Stock Clerk MEA386 21.98 23.19 24.47 25.80 27.23
0361 Street Equip Operator MEA361 27.25 28.74 30.33 31.98 33.74
242
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A- PAY SCHEDULE
0150 Street Maint Crewleader MEA150 35.29 37.24 39.28 41.44 43.72
0406 I Street Maint Leadworker MEA406 I 31.00 32.72 34.51 36.41 38.41
0183 I Survey Party Chief MEA183 39.79 41.97 44.29 46.72 49.29
0174 Survey Technician I MEA174 27.77 29.30 30.92 32.61 I 34.41
0185 Survey Technician II MEA185 30.09 31.74 33.48 35.32 I 37.27
0631 Utilities Technology Coordinator MEA631 38.80 40.93 43.18 45.56 48.07
0195 Telecommunications Specialist MEA195 39.98 42.19 44.51 46.96 49.54
0181 Traffic Engineering Technician MEA181 36.19 38.18 40.28 42.50 44.84
0389 Traffic Maint Service Worker MEA389 I 25.02 26.39 27.84 29.37 30.99
0410 Traffic Markings Leadworker MEA410 29.50 31.11 32.82 34.63 36.54
0336 Traffic Signal Electrician MEA336 32.60 34.38 36.28 38.27 40.38
0140 Traffic Signal/Light Crewleadr MEA140 36.19 38.18 40.28 42.50 44.84
0365 Tree Equipment Operator MEA365 27.25 28.74 30.33 31.98 33.74
0144 Trees Maintenance Crewleader MEA144 35.29 37.24 39.28 41.44 43.72
0460 Trees Maintenance Leadworker MEA460 29.50 31.11 32.82 34.63 36.54
0268 Volunteer Services Coordinator MEA268 26.70 28.16 29.71 31.35 33.07
0385 Warehousekeeper MEA385 27.77 29.30 30.92 32.61 34.41
0362 Wastewater Equip Operator MEA362 27.25 I 28.74 30.33 31.98 33.74
0454 Wastewater Maint Service Workr MEA454 25.02 I 26.39 27.84 29.37 30.99
0146 Wastewater Ops Crewleader MEA146 I 35.29 I 37.24 39.28 41.44 43.72
0404 Wastewater Cps Leadworker I MEA404 I 29.50 I 31.11 32.82 34.63 36.54
0387 Wastewater Pump Mechanic MEA387 26.55 I 28.01 29.55 31.18 32.90
0582 Water Conservation Coordinator I MEA582 34.25 I 36.14 I 38.13 40.23 42.45
0151 I Water Dist Maint Crewleader I MEA151 35.29 I 37.24 I 39.28 41.44 43.72
0379 Water Dist Maint Leadworker I MEA379 31.94 33.70 I 35.55 37.51 39.57
0147 Water Dist Meters Crewleader I MEA147 35.29 37.24 I 39.28 41.44 43.72
0377 Water Dist Meters Leadworker I MEA377 29.50 31.11 32.82 34.63 36.54
0364 Water Equip Operator MEA364 29.50 31.11 32.82 34.63 36.54
0397 Water Meter Reader MEA397 24.28 25.61 27.01 28.50 30.07
0356 Water Meter Repair Technician MEA356 27.11 28.59 30.16 31.82 33.58
0152 Water Operations Crewleader MEA152 35.29 37.24 39.28 41.44 43.72
243
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A- PAY SCHEDULE
0371 I Water Operations Leadworker MEA371 32.92 I 34.73 36.64 38.66 40.78
0156 I Water Quality Coordinator MEA156 35.29 I 37.24 39.28 41.44 43.72
0191 I Water Quality Technician MEA191 31.00 32.72 34.51 36.41 38.41
0461 Water Service Worker MEA461 25.77 27.19 28.69 30.26 31.93
0368 Water Systems Technician I MEA368 25.77 27.19 28.69 30.26 31.93
0369 Water Systems Technicianll MEA369 27.51 29.01 30.62 32.30 34.07
0370 Water Systems Technician III MEA370 30.38 32.05 33.81 35.69 37.65
0449 Water Utility Locator MEA449 31.00 32.72 34.51 36.41 38.41
244
CY�p� v f v fJ Jh/ Ali. .26 ZD - --?g q,,,L 17 r 4,Lj
i1.,4477L L7vn�*inIT Ag Ne 1c,
-Ar-k� i/) 0 )47&8z
Get iD # ��a. � lI1�c11rJ ,tote 8/is/.Zo��
ATTACHMENT #2
RESOLUTION NO. 2020 -78
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
AMENDING THE CITY'S CLASSIFICATION PLAN
AND THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE
HUNTINGTON BEACH MARINE SAFETY MANAGEMENT ASSOCIATION (MSMA) BY
ADOPTING THE SIDE LETTER OF AGREEMENT
WHEREAS, the City Council of Huntington Beach approved the Fiscal Year 2020/21
budget at a Special Meeting on June 29, 2020, which projected a$20 million drop in General Fund
revenues resulting from the negative economic impacts of COVID-19; and,
WHEREAS. in order to address this budget shortfall, the City Council approved the use of
a voluntary Separation Incentive Program, and directed staff to reorganize the City's operations
following the vacancies created by the Program to balance the Fiscal Year 2020/21 budget and to
create ongoing operational savings; and,
WHEREAS, the City Council of Huntington Beach desires to amend the City's
Classification Plan to incorporate the positional adjustments outlined in the Fiscal Year 2020/21
Reorganization Plan; and,
WHEREAS, on August 15, 2016, the City Council of Huntington Beach adopted
Resolution No. 2016-57 for the purpose of adopting the Memorandum of Understanding (MOU)
between the City and the Huntington Beach Marine Safety Management .Association (MSMA);
and,
Subsequent to the adoption of the MOU, the City of Huntington Beach and MSMA met
and conferred and agreed to changes, corrections, and clarifications to the MOU that are reflected
in a Side Letter of Agreement attached hereto as Exhibit A and incorporated herein by this
reference. The Side Letter of Agreement pertains to modifications to the City's Classification Plan
resulting from the Fiscal Year 2020/21 Reorganization Plan.
NOW. THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Huntington Beach as follows:
1. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted.
2. The Side Letter of Agreement amends the N4OU between the City of Huntington Beach
and MSMA.
I The Side Letter of Agreement amends the MSMA Salary Schedule attached hereto as
Exhibit B.
20-9107/238607
RESOLUTION NiO. 2020-78
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 2nd day of November , 2020.
Ma or
nZALI JtOy'ED: APPROVED AS TO FORM:
Oliver Chi, City Manager Qm Michael Gates, ity Attorney
INITIATED AND APP
ROVED:
Travis Hopkins, Assistant City Manager
Resolution No. 2020-78
Exhibit A
SIDE LETTER OF AGREEMENT
BETWEEN
THE CITY OF HUNTINGTON BEACH
AND THE
HUNTINGTON BEACH MARINE SAFETY MANAGEMENT ASSOCIATION (MSMA)
Representatives of the Marine Safety Management Association (MSMA) and the City of Huntington
Beach (City) have negotiated this Side Letter of Agreement to modify the following sections of the
MSMA MOU dated April 1, 2016, through March 31, 2018:
ARTICLE II—REPRESENTATIONAL UNIT/CLASSIFICATIONS
The City of Huntington Beach proposes to modify/add the following classification to the City's
Classification Plan and the MSMA MOU (see Exhibit A— MSMA Salary Schedule):
Ocean Lifeguard Specialist
ARTICLE VII—HOURS OF WORK/OVERTIME
The City of Huntington Beach proposes to add the following language in regards to the work schedule
associated with the position of Ocean Lifeguard Specialist:
Ocean Lifeguard Specialists will be scheduled a minimum of 30 hours per week. Schedules may
be modified or adjusted by the Division Chief/ Marine Safety based on operational needs.
ARTICLE IX— HEALTH AND OTHER INSURANCE BENEFITS
The City proposes to add the following language to Section Al. California Public Employees' Retirement
System — Public Employees' Medical and Hospital Care Act (CalPERS PEMCHA):
C. Part-Time Employee Contributions
Part-time employees shall receive a pro-rated amount of the City's contribution rate as
established for full-time employees based on the employee's work schedule. Ocean
Lifeguard Specialists shall receive seventy-five percent (75%) for their three-quarter time
(3/4) work schedule.
ARTICLE XIII—MISCELLANEOUS
K. COVID-19 Restructure Plan
To address the fiscal impacts from COVID-19, the City has worked to develop a comprehensive
restructuring plan of City operations. Given the adjustments contemplated through this Side
Letter of Agreement, no additional employee impacts will be contemplated for Fiscal Year
2020/21.
Side Letter Implementation
Should the MOU between MSMA and the City of Huntington Beach continue beyond March 31, 2018,
either through a successor MOU or an extension of the current MOU,all terms and conditions of this
side letter shall remain in full force and effect unless changes are mutually agreed to by both parties.
IN WITNESS WHEREOF,the parties have caused this SIDE LETTER AGREEMENT to be executed by and
through their authorized officers on November 2, 2020
Ci,S° ffHHuntington Beach Marine Safety Management Organization
By: l / L By: l
Oliver Chi Dou teach- —
City Manager MSMA President
By:� By:
Travis Hopkins
Assistant City Manager
By:
Scott Haberle
Fire Chief
APPROVED AS TO FORM:
RL�G, Michael Gates
City Attorney
COUNTERPART
ARTICLE XIII—MISCELLANEOUS
K. COVID-19 Restructure Plan
To address the fiscal impacts from COVID-19, the City has worked to develop a comprehensive
restructuring plan of City operations. Given the adjustments contemplated through this Side
Letter of Agreement, no additional employee impacts will be contemplated for Fiscal Year
2020/21.
Side Letter Implementation
Should the MOU between MSMA and the City of Huntington Beach continue beyond March 31, 2018,
either through a successor MOU or an extension of the current MOU, all terms and conditions of this
side letter shall remain in full force and effect unless changes are mutually agreed to by both parties.
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and
through their authorized officers on November 2, 2020
City of Huntington Beach Marine Safety Management Organization
By: BY L>�_O
Oliver Chi Dou teach'City Manager MSMA President
By: By:
Travis Hopkins
Assistant City Manager
By:
Scott Haberle
Fire Chief
APPROVED AS TO FORM:
4�, Michael Gates
City Attorney
COUNTERPART
MARINE SAFETY MANAGEMENT ASSOCIATION Resolution No. 2020-78
EXHIBIT A—SALARY SCHEDULE Exhibit B
Job Pay
Code Classification Grade A B C D E
TBD Ocean Lifeguard Specialist TBD 24.25 25.59 27.00 2849 29.91
0467 Marine Safety Officer MSM467 33.56 35 39 37 35 3940 41 58
0468 Marine Safety Captain MSM468 3801 40 10 42.30 4464 47 08
0105 Marine Battalion Chief MSM105 1 4264 1 4498 1 4745 1 5006 1 52 82
Res. No. 2020-78
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 2, 2020 by the following vote:
AYES: Posey, Delgleize, Hardy, Semeta, Peterson, Carr, Brenden
NOES: None
ABSENT: None
RECUSE: None
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
i4 of � �7y�w No. ZOOO - 741?ano& 7Aej%4f Cafes
G,410 4w: /714e,Ag"Y.76 eft fhe�j pa0 ,
,-A� -.y&o Vxj //),* gYoo
6LY loss (oao. 7p -7nz.415-fy
ATTACHMENT #3
RESOLUTION NO. 2020 - 79
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
AMENDING THE CITY'S CLASSIFICATION PLAN
AND THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE
HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) BY
ADOPTING THE SIDE LETTER OF AGREEMENT
WHEREAS, the City Council of Huntington Beach approved the Fiscal Year 2020/21
budget at a Special Mecting on June 29, 2020, which projected a$20 million drop in General Fund
revenues resulting from the negative economic impacts of COVID-19; and,
WHEREAS, in order to address this budget shortfall, the City Council approved the use of
a voluntary Separation Incentive Program, and directed staff to reorganize the City's operations
following the vacancies created by the Program to balance the Fiscal Year 2020/21 budget and to
create ongoing operational savings; and,
WHEREAS, the City Council of Huntington Beach desires to amend the City's
Classification Plan to incorporate the positional adjustments outlined in the Fiscal Year 2020/21
Reorganization Plan; and,
WHEREAS, on April 20, 2020, the City Council of Huntington Beach adopted Resolution
2020-20 for the purpose of adopting the Memorandtun of Understanding (MOU) between the City
and the Huntington Beach Management Employees' Organization (MEO); and,
Subsequent to the adoption of the MOU, the City of Huntington Beach and MEO met and
conferred and agreed to changes, corrections, and clarifications to the MOU that are reflected in a
Side Letter of Agreement attached hereto as Exhibit A and incorporated herein by this reference.
The Side Letter of Agreement pertains to modifications to the City's Classification Plan resulting
from the Fiscal Year 2020/21 Reorganization Plan.
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Huntington Beach as follows:
I. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted.
2. The Side Letter of Agreement amends the MOU between the City of Huntington Beach
and MEO.
3. The Side Letter of Agreement amends the MEO Salary Schedule attached hereto as
Exhibit B.
20-9109/238609
RESOLUTION NO. 2020-79
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 2nd day of November 2020.
IvSa�,or
\VED AND PPROVED: APPROVED AS TO FORM:
� I 0
Oliver Chi, City Manager $il` ichael Gates`,/ ty Attorney
INITIATED AND APPROVED:
Travi— s Hopkins, .Assi tant City Manager
SIDE LETTER OF AGREEMENT
BETWEEN
THE CITY OF HUNTINGTON BEACH
AND THE
HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (MEO)
Representatives of MEO and the City of Huntington Beach (City) have negotiated this Side Letter Of
Agreement to modify the following sections of the MEO MOU dated November 1, 2019, through
October 31, 2020:
ARTICLE I—REPRESENTATIONAL UNIT/CLASSIFICATIONS
The City of Huntington Beach proposes to modify/add the following classifications to the City's
Classification Plan and the MEO MOU (see Exhibit A—Salary Schedule):
Code Enforcement Supervisor (modify)
Human Resources Manager(modify)
Deputy Fire Marshal (formerly Fire Protection Analyst)
Fire Marshal(formerly Assistant Fire Marshal)
Economic Development Manager
Police Support Services Manager
Administrative Services Manager
Operations Manager
Senior Information Technology Manager
Water Distribution Superintendent
Permit and Plan Check Manager
The parties agree that some of the above classifications are new and that the class specifications and
minimum qualifications have not been completed. The parties agree to meet and confer on these class
specifications and minimum qualifications before final implementation of the new classifications.
The parties agree that no incumbent employee shall be required to serve a probationary period as a
result of being reclassified, retitled, reassigned, or placed under new supervision, a new department, or
new reporting relationship as a result of this reorganization.
The parties agree that all of the intended additions or deletions of MEO positions are encompassed in
this side letter agreement. If the City proposes any additional additions and/or deletions to IVIED
positions following the adoption of this agreement, the parties agree to meet and confer on those
matters.
ARTICLE XII—LEAVE BENEFITS
G. Personal Time
Each full-time unit employee will be entitled to utilize a maximum of ten (10) hours as "personal
time."
a. Supervisor approval is required to utilize Personal Time.
b. Personal Time has no cash value.
c. All Personal Time (10 hours) must be used by not later than June 30, 2021.
d. No portion of unused Personal Time may be carried over beyond June 30, 2021.
e. Part-time employees shall be granted ten (10) hours as Personal Time on a proportional
hours computation to full-time equivalent employee status.
L Half-time employees shall be granted a total of five (5) hours.
ii. Three-quarter employees shall be granted a total of seven and one half(7.5)
hours.
ARTICLE XIV—DURING THE TERM OF THE AGREEMENT
A. COVID-19 Restructure Plan
To address the fiscal impacts from COVID-19, the City has worked to develop a comprehensive
restructuring plan of City operations. Given the adjustments contemplated through this Side
Letter of Agreement, no additional employee impacts will occur for Fiscal Year 2020/21.
Due to the volume of vacancies and open and promotional examinations needed as a result of
the Separation Incentive Program and the COVID-19 Restructure Plan, both parties agree to
modify the examination process for Fiscal Year 2020/21 as follows:
1. Management reserves the right to determine if a position will be advertised as a
promotional or open recruitment.This decision may be appealed to the Personnel
Director.
2. When the decision has been made to conduct a promotional examination,as long as
one or more internal candidate applies who meets the minimum qualifications, the
Hiring Manager may forego an open recruitment,certify, and appoint from this list.
3. The City will provide IVIED with information regarding any promotional recruitment
details.
Side Letter Implementation
Should the MOU between MEO and the City of Huntington Beach continue beyond October31, 2020,
eithe rthrough a successor MOU or an extension of the current MOU,all terms and conditions of this
side letter shall remain in full force and effect unless changes are mutually agreed to by both parties.
IN WITNESS WHEREOF,the parties have caused this SIDE LETTER AGREEMENTto be executed by and
through their authorized officers on November 2 2020
of Huntington Beach Management Employees Organization
By: 4, By:
Oliver Chi Debra lubinsky
City Manager MEO President
By: By:
Travis Hopkins Aaron Peardon
Assistant City Manager OCEA Representative
APPROVED AS TO FORM:
�Nlich I ates
City Attorney
Resolution No. 2020-79
MANAGEMENT EMPLOYEES' ORGANIZATION Exhibit B
EXHIBIT A-SALARY SCHEDULE
aY
Job No, Job Description, Grade A B C., D E
0025 Admin Analyst MEO025 I 37.65 39.72 41.92 44.23 46.65
0084 Admin Analyst Principal MEO084 46.91 49.48 52.21 55.07 58.10
E606246V!.��!
Admin Analyst Sr I MEO089 43.33 45.71 48.21 50.86 53.66
Administrative 5er'1J1..ices'Manager,; MEO622i .,,,52 61?! ,155.50a 58t55 , 61 77 ,`, + 65Y6.'
ces�Manager ME0626! 43 33, '! 45 71= 48 21:Assistant City Attorney ME0078 66.53 70.18 74.03 78.10 82.40
0132 Assistant City Clerk ME0132 40.40 42.61 44.95 47.42 50.03
% i4i1�i, to .� e�pq�. �f�• ig'�/ /(i�. itr � t kcn �iC3
fmrYrcl tf q..l Trov):
0595,= ,F,lre Marshal!" l +h MEO595`_ 60�49'.5 fi3 82r` '67.33,: 71.02 ; , 74'93 '
0057 Assistant to the City Manager ME0057 50.55 53.32 56.26 59.35 62.62
0123 Associate Civil Engineer ME0123 43.75 46.15 48.69 51.37 54.20
0071 Associate Planner ME0071 41.00 43.24 45.62 49.14 50.79
0569 Beach Maint Operations Mgr ME0569 52.61 55.50 58.55 61.77 r65.16
0044 Beach Operations Supervisor ME0044 43.11 45.47 47.97 50.61 53.40
0064 Budget Analyst Senior MEO064 41.62 43.90 46.33 48.87 51.56
0598 Building Manager ME0598 60.49 63.82 67.33 71.02 74.93
0024 City Engineer ME0024 68.87 72.67 76.66 I 80.87 85.33
ts1 z t+ •�r _. ek y .e'.tgr-s y't,i .l ynvY<� b a -r 2' '' �' y t
q -.T A3-1.3,
t 0125 Code Enforceme YIIMEO125�,;Supervisor.; F 55 01?, 58 04 r61`.23 , h 64�59 , r 68.14.,:%
0471 Community Relations Officer ME0471 I 46.91 49.48 52.21 55.07 58.10
0353 Community Services Manager ME0353 52.61 55.50 58.55 61.77 65.16
0097 Construction Manager ME0097 52.61 55.50 58.55 61.77 65.16
0085 Contract Administrator MEO085 44.85 47.32 49.92 52.67 55.56
0081 Deputy City Attorney I ME0081 43.75 46.15 48.69 51.37 54.20
0080 Deputy City Attorney II ME0080 52.61 55.50 59.55 61.77 65.16
0079 Deputy City Attorney III ME0079 60.49 63.82 67.33 71.02 74.93
0068 Deputy City Engineer ME0068 58.69 61.92 65.34 68.93 72.72
0571 Deputy Dir of Econ Development ME0571 59.60 62.87 66.33 69.99 73.83
0486 1 Detention Administrator ME0486 43.33 45.71 48.21 50.86 53.66
MANAGEMENT EMPLOYEES'ORGANIZATION
EXHIBIT A-SALARY SCHEDULE
Ecoh DeJelo ment Mana er MEO621 . 55 01 58'04s,i 61.23 :`, 645
0621 p g
0039 Econ Development Proj Mgr MEO039 47.84 50.48 53.25 56.17 59.26
0580 Energy Project Manager MEO580 47.84 50.48 53.25 56.17 59.26
0923 Environmental Services Manager MEO923 47.84 50.48 53.25 56.17 59.26
0474 Facilities, Devel & Conc Mgr MEO474 50.05 52.80 55.70 58.76 61.99
0050 Facilities Maint Supervisor MEO050 43.11 I 45.47 47.97 50.61 53.40
0879 Finance Manager-Accounting MEO879 54.20 57.17 60.33 63.65 67.14
0889 Finance Manager- Budget MEO889 54.20 57.17 60.33 63.65 67.14
0899 Finance Manager- Fiscal Services MEO899 54.20 57.17 60.33 63.65 67.14
0869 Finance Manager-Treasury MEO869 54.20 57.17 60.33 63.65 67.14
0131 Fire Medical Coordinator MEO131 42.65 45.00 47.49 50.09 52.86
:, � F r ., l •+ 4 '° ',.iZ-� iJ tiSY �'re .,1e $ E..
0130 .'' Deputy`FireMarshal : a : "MEO130. ,42 65:: 45 00;;; 47.49 i} ,50.09;''
0590 Fleet Operations Supervisor MEO590 43.11 45.47 47.97 50.61 53.40
0591 General Services Manager MEO581 58.13 61.32 64.70 68.25 71.99
0498 GIS Manager MEO498 55.57 58.63 61.84 65.26 68.84
0043 Housing Manager MEO043 1 5�5-.0�1� 4 58.04 1 61.23 64.59 68.14
, t t§„;z-A
9 � �9 , �7-03-445OOD6 umaniResources Manager 8 59 3
'
, t :
Info Technology Mgr-
0489 Infrastructure MEO489 55.57 58.63 61.84 65.26 68.84
0200 Info Technology Mgr-Operations MEO200 55.57 58.63 61.84 65.26 68.84
0500 Info Technology Mgr-Systems MEO500 59.60 62.87 66.33 69.99 73.83
0075 Inspection Manager MEO075 53.37 56.32 59.42 62.69 66.14
0073 Inspection Supervisor MEO073 45.53 48.03 50.67 53.46 56.40
0251 Investigator MEO251 37.08 39.13 41.29 43.56 45.95
0158 Landscape Architect MEO158 42.65 45.00 47.49 50.09 52.86
Ic
049 Landscape Maint Supervisor MEO049 43.11 45.47 47.97 50.61 53.40
572 Liability Claims Coordinator MEO572 38.99 41.13 43.40 45.80 48.31
623. Operation31Mene er::' MEO623 . .68:87.' , -72 67 76.66, 80 87 ,85 33 .S,
030 Maintenance Operations Mgr �EOO 58.13 61.32 64.70 68.25 71.99
0490 Network Systems Administrator 49.78 52.53 55.41 58.47 61.69
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A-SALARY SCHEDULE
Parks Development Facilities
903 Project Coordinator MEO903 41.00 43.24 45.62 48.14 50.79
0443 Payroll Systems Analyst ME0443 45.53 48.03 50.67 53.46 56.40
6049_� � 63.82 67
0098 Permit&'Plari,Check Managers_ MEO098 55 011.? . 58 04.:" ,. 61 23. 64.59 "!" '68
0209 Permit& Plan Check Supervisor ME0209 42.88 45.24 47.72 50.35 53.13
0453 Personnel Analyst MEO453 37.47 39.53 41.70 43.99 46.42
0060 Personnel Analyst Principal MEO060 46.91 49.48 52.21 55.07 58.10
0464 Personnel Analyst Senior MEO464 42.65 45.00 47.49 50.09 52.86
0099 Plan Check Engineer MEO099 51.06 53.86 56.82 59.96 63.25
0444 Planning Manager MEO444 55.57 58.63 61.84 65.26 68.84
i
j 0625 Police Admin Division Srvcs Mgr MEO625 60.49 63.82 67.33 71.02 74.93
0594 Police Admin Services Manager ME0594 48.33 50.99 53.79 56.76 59.86
0022 Police Communications Manager ME0022 43.33 45.71 48.21 50.86 53.66
0094 Police Records Administrator ME0094 43.33 45.71 48.21 50.86 53.66
0028 Principal Accountant MEO028 44.18 46.62 49.17 51.98 54.73
0096 Principal Civil Engineer MEO096 57.85 61.02 64.38 67.92 71.65
0072 Principal Electrical Inspector ME0072 41.41 43.70 46.09 48.63 51.30
896 Principal Finance Analyst MEO0896 47.84 50.48 53.25 56.17 59.26
0076 Principal Inspector Plb/Mech ME0076 41.41 43.70 46.09 48.63 51.30
0482 Principal Librarian MEO482 41.20 43.47 45.86 48.39 51.05
0074 Principal Planner MEO074 52.86 55.77 58.83 62.08 65.48
0579 Project Manager MEO579 47.84 50.48 53.25E66.23
59.26
0037 Project Manager Assistant MEO037 41.00 43.24 45.62 50.79
0496 Public Safety Systems Manager ME0496 56.41 59.51 62.78 69.87
0497 Public Safety Systems Supv MEO497 54.47 57.47 60.63 67.48
0839 Real Estate& Project Manager MEO839 47.84 50.48 53.25 56.17 59.26
0619 Risk Management Analyst MEO619 37.47 39.53 41.70r74.65
46.42
0054 Risk Manager MEO054 55.01 58.04 61.23 68.14
0069 Senior Civil Engineer MEO069 48.83 51.51 54.34 60.48
0484 Senior Deputy City Attorney ME0484 63.59 67.09 70.77 78.77
868 Senior Finance Analyst MEO868 45,49 47.99 1 50.62 53.41 56.35
i
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A-SALARY SCHEDULE
499 Senior Info Technology Analyst MEO499 49.55 52.28 55.14 58.18 1 61.38
0627 Senior Info Technology Manager MEO627 63:20 66:68 7035 74,22 78.30.
0077 Senior Librarian MEO077 35.47 37.43 39.49 41.65 43.94
i
0036 Senior Planner MEO036 47.84 I 50.48 53.25 56.17 59.26
0575 Senior Sprvsr Cultural Affairs ME0575 40.40 42.61 44.95 47.42 50.03
0578 Senior Sprvsr Human Services MEO578 40.40 42.61 44.95 47.42 50.03
0519 Senior Risk Management Analyst MEO519 42.65 45.00 47.49 50.09 52.86
0034 Senior Traffic Engineer MEO034 48.83 51.51 54.34 57.33 60.48
0333 Senior Trial Counsel MEO333 68.87 72.67 76.66 80.87 85.33
0457 Special Events Coordinator MEO457 34.09 35.97 37.94 40.03 42.23
0488 Street Maint Supervisor MEO488 43.11 45.47 47.97 50.61 53.40
0133 Supervisor, Prkng&Cmping Fac MEO133 40.40 42.61 44.95 47.42 50.03
0033 Transportation Manager FOEO033 60.19 63.49 66.99 70.67 74.56
0051 Tree Maintenance Supervisor MEO051 43.11 45.47 47.97 50.61 53.40
0483 Utilities Manager MEO483 59.29 62.56 I 65.99 69.62 73.45
0487 Wastewater Supervisor MEO487 1 43.11 45.47 47.97 50.61 53.40
0052 Water Distribution Supervisor MEO052 43.11 45.47 47.97 50.61 53.40
Water Distribution i4,"1 e ems ; }1in1'} M1 ,
`.0624ad, Sup erinfendent, _A- _.. MEO624 47 84,: 50.48�;, , 53:25,. 56.17_: „59 26;
0053 Water Production Supervisor ' ' MEO053 43.11 45.47 47.97 I 50.61 53.40
0056 1 Water Quality Supervisor MEO056 43.11 45.47 1 47.97 50.61 53.40
Res. No. 2020-79
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 2, 2020 by the following vote:
AYES: Posey, Delgleize, Hardy, Semeta, Peterson, Carr, Brenden
NOES: None
ABSENT: None
RECUSE: None
City Clerkand ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
SIDE LETTER OF AGREEMENT
BETWEEN
THE CITY OF HUNTINGTON BEACH
AND THE
HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (MEO)
Representatives of MEO and the City of Huntington Beach (City) have negotiated this Side Letter of
Agreement to modify the following sections of the MEO MOU dated November 1, 2019, through
October 31, 2020:
ARTICLE I —REPRESENTATIONAL UNIT/CLASSIFICATIONS
The City of Huntington Beach proposes to modify/add the following classifications to the City's
Classification Plan and the MEO MOU (see Exhibit A—Salary Schedule):
Code Enforcement Supervisor (modify)
Human Resources Manager (modify)
Deputy Fire Marshal (formerly Fire Protection Analyst)
Fire Marshal (formerly Assistant Fire Marshal)
Economic Development Manager
Police Support Services Manager
Administrative Services Manager
Operations Manager
Senior Information Technology Manager
Water Distribution Superintendent
Permit and Plan Check Manager
The parties agree that some of the above classifications are new and that the class specifications and
minimum qualifications have not been completed. The parties agree to meet and confer on these class
specifications and minimum qualifications before final implementation of the new classifications.
The parties agree that no incumbent employee shall be required to serve a probationary period as a
result of being reclassified, retitled, reassigned, or placed under new supervision, a new department, or
new reporting relationship as a result of this reorganization.
The parties agree that all of the intended additions or deletions of MEO positions are encompassed in
this side letter agreement. If the City proposes any additional additions and/or deletions to MEO
positions following the adoption of this agreement, the parties agree to meet and confer on those
matters.
252
ARTICLE XII— LEAVE BENEFITS
G. Personal Time
Each full-time unit employee will be entitled to utilize a maximum of ten (10) hours as "personal
time."
a. Supervisor approval is required to utilize Personal Time.
b. Personal Time has no cash value.
c. All Personal Time (10 hours) must be used by not later than June 30, 2021.
d. No portion of unused Personal Time may be carried over beyond June 30, 2021.
e. Part-time employees shall be granted ten (10) hours as Personal Time on a proportional
hours computation to full-time equivalent employee status.
i. Half-time employees shall be granted a total of five (5) hours.
ii. Three-quarter employees shall be granted a total of seven and one half(7.5)
hours.
ARTICLE XIV— DURING THE TERM OF THE AGREEMENT
A. COVID-19 Restructure Plan
To address the fiscal impacts from COVID-19, the City has worked to develop a comprehensive
restructuring plan of City operations. Given the adjustments contemplated through this Side
Letter of Agreement, no additional employee impacts will be contemplated for Fiscal Year
2020/21.
Due to the volume of vacancies and open and promotional examinations needed as a result of
the Separation Incentive Program and the COVID-19 Restructure Plan, both parties agree to
modify the examination process as follows:
1. Management reserves the right to determine if a position will be advertised as a
promotional or open recruitment. This decision may be appealed to the Personnel
Director.
2. When the decision has been made to conduct a promotional examination, as long as
one or more internal candidate applies who meets the minimum qualifications, the
Hiring Manager may forego an open recruitment, certify, and appoint from this list.
253
Side Letter Implementation
Should the MOU between MEO and the City of Huntington Beach continue beyond October 31, 2020,
either through a successor MOU or an extension of the current MOU, all terms and conditions of this
side letter shall remain in full force and effect unless changes are mutually agreed to by both parties.
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and
through their authorized officers on
City of Huntington Beach Management Employees Organization
By: By:
Oliver Chi Debra Jubinsky
City Manager MEO President
By: By:
Travis Hopkins Aaron Peardon
Assistant City Manager OCEA Representative
APPROVED AS TO FORM:
Michael Gates
City Attorney
254
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A-SALARY SCHEDULE
Job No Job Description GP A B C D E
ade
0025 Admin Analyst MEO025 37.65 39.72 41.92 44.23 46.65
0084 Admin Analyst Principal MEO084 46.91 49.48 52.21 55.07 58.10
0089 Admin Analyst Sr MEO089 43.33 45.71 48.21 50.86 53.66
0622 Administrative Services Manager MEO622 52.61 55.50 58.55 61.77 65.16
0626 Police Support Services Manager MEO626 43.33 45.71 48.21 50.86 53.66
0078 Assistant City Attorney MEO078 66.53 70.18 74.03 78.10 82.40
0132 Assistant City Clerk ME013240.40 42.6144.95 47.42 50.03
n..f.«r1Rt C:... 49 JO JPOD pTs'p pOcfV qQ 96
0595 Fire Marshal MEO595 60.49 63.82 67.33 71.02 74.93
0057 Assistant to the City Manager MEO057 50.55 53.32 56.26 59.35 62.62
0123 Associate Civil Engineer 1 MEO123 43.75 46.15 48.69 51.37 54.20
0071 Associate Planner MEO071 41.00 43.24 45.62 48.14 50.79
0569 Beach Maint Operations Mgr MEO569 I 52.61 55.50 58.55 61.77 65.16
0044 Beach Operations Supervisor MEO044 43.11 45.47 I 47.97 I 50.61 53.40
0064 Budget Analyst Senior MEO064 41.62 43.90 46.33 I 48.87 51.56
0598 Building Manager MEO598 60.49 63.82 67.33 71.02 74.93
0024 City Engineer MEO024 68.87 72.67 76.66 80.87 85.33
4P Rg 4524 4�2 SO.99 94 IR
0125 Code Enforcement Supervisor MEO125 55.01 58.04 61.23 64.59 68.14
0471 Community Relations Officer MEO471 I 46.91 49.48 52.21 I 55.07 58.10
0353 Community Services Manager I MEO353 I 52.61 55.50 58.55 I 61.77 65.16
0097 Construction Manager MEO097 52.61 55.50 58.55 61.77 65.16
0085 Contract Administrator MEO085 44.85 47.32 49.92 52.67 I 55.56
0081 Deputy City Attorney I MEO081 43.75 46.15 48.69 51.37 54.20
0080 Deputy City Attorney II MEO080 52.61 55.50 58.55 61.77 I 65.16
0079 Deputy City Attorney III MEO079 60.49 63.82 67.33 71.02 74.93
0068 Deputy City Engineer MEO068 59.69 61.92 65.34 68.93 72.72
0571 Deputy Dir of Econ Development MEO571 59.60 62.97 66.33 69.99 73.83
0486 Detention Administrator MEO486 43.33 45.71 48.21 1 50.86 53.66
255
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A-SALARY SCHEDULE
0621 Econ Development Manager MEO621 55.01 58.04 61.23 64.59 68.14
0039 Econ Development Proj Mgr MEO039 47.84 50.48 53.25 56.17 59.26
0580 Energy Project Manager MEO580 47.84 50.48 53.25 56.17 59.26
0923 I Environmental Services Manager MEO923 47.84 50.48 53.25 56.17 59.26
0474 Facilities, Devel & Conc Mgr MEO474 I 50.05 52.80 55.70 58.76 61.99
0050 Facilities Maint Supervisor MEO050 I 43.11 45.47 47.97 50.61 53.40
0879 Finance Manager-Accounting MEO879 ( 54.20 57.17 60.33 63.65 67.14
0889 Finance Manager- Budget MEO889 54.20 57.17 60.33 63.65 67.14
0899 Finance Manager- Fiscal Services ME0899 54.20 57.17 60.33 63.65 67.14
0869 Finance Manager-Treasury MEO869 54.20 57.17 60.33 63.65 67.14
0131 Fire Medical Coordinator MEO131 42.65 45.00 47.49 50.09 I 52.86
Fi Fe PF9t etieA ARalyst
0130 Deputy Fire Marshal MEO130 42.65 45.00 47.49 50.09 52.86
0590 Fleet Operations Supervisor MEO590 43.11 45.47 47.97 50.61 I 53.40
0581 General Services Manager MEO581 I 58.13 61.32 64.70 68.25 71.99
0498 GIS Manager MEO498 55.57 58.63 I 61.84 65.26 68.84
0043 Housing Manager MEO043 I 55.01 58.04 I 61.23 64.59 68.14
C 7�7G lj9:48 6�2 G9.7J �9-93
0006 Human Resources Manager MEO006 59.28 62.56 65.99 69.62 73.45
Info Technology Mgr-
0489 Infrastructure MEO489 55.57 58.63 61.84 65.26 68.84
0200 Info Technology Mgr-Operations I ME0200 I 55.57 I 58.63 61.84 65.26 68.84
0500 Info Technology Mgr-Systems ME0500 59.60 62.87 66.33 69.99 73.83
0075 Inspection Manager MEO075 53.37 56.32 59.42 62.69 66.14
0073 Inspection Supervisor MEO073 1 45.53 1 .48.03 1 50.67 53.46 56.40
0251 Investigator MEO251 37.08 39.13 41.29 43.56 I 45.95
0158 Landscape Architect MEO158 42.65 45.00 47.49 50.09 I 52.86
0049 Landscape Maint Supervisor MEO049 43.11 45.47 47.97 50.61 I 53.40
0572 Liability Claims Coordinator MEO572 38.99 41.13 43.40 45.80 I 48.31
0623 Operations Manager MEO623 68.87 72.67 76.66 80.87 85.33
0030 Maintenance Operations Mgr MEO030 58.13 61.32 64.70 I 68.25 71.99
0490 1 Network Systems Administrator MEO490 49.78 52.53 I 55.41 58.47 61.69
256
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A-SALARY SCHEDULE
Parks Development Facilities
903 Project Coordinator ME0903 41.00 43.24 45.62 48.14 S0.79
0443 Payroll Systems Analyst ME0443 45.53 48.03 50.67 53.46 56.40
68 49 fig 9? 6;1.33 71 02 7493
0098 Permit& Plan Check Manager ME0098 55.01 58.04 61.23 64.59 68.14
0209 Permit & Plan Check Supervisor ME0209 I 42.88 45.24 47.72 I 50.35 53.13
0453 Personnel Analyst ME0453 I 37.47 39.53 41.70 43.99 46.42
0060 Personnel Analyst Principal I ME0060 I 46.91 49.48 52.21 55.07 58.10
0464 Personnel Analyst Senior ME0464 I 42.65 45.00 47.49 50.09 52.86
0099 Plan Check Engineer I ME0099 I 51.06 I 53.86 56.82 59.96 63.25
0444 I Planning Manager ME0444 55.57 I 58.63 61.84 65.26 68.84
0625 I Police Admin Division Srvcs Mgr ME0625 60.49 I 63.82 67.33 71.02 74.93
0594 I Police Admin Services Manager MEOS94 48.33 I 50.99 53.79 56.76 59.86
0022 I Police Communications Manager ME0022 43.33 I 45.71 48.21 50.86 53.66
0094 I Police Records Administrator ME0094 43.33 45.71 48.21 S0.86 53.66
0028 Principal Accountant ME0028 44.18 46.62 I 49.17 51.88 54.73
0096 Principal Civil Engineer ME0096 57.8S 61.02 64.38 67.92 I 71.65
0072 Principal Electrical Inspector ME0072 41.41 43.70 46.09 48.63 I 51.30
896 I Principal Finance Analyst ME00896 47.84 50.48 53.25 56.17 I 59.26
0076 Principal Inspector Plb/Mech ME0076 41.41 43.70 46.09 48.63 51.30
0482 Principal Librarian ME0482 41.20 43.47 45.86 48.39 51.05
0074 Principal Planner ME0074 52.86 55.77 I 58.83 62.08 65.48
0579 Project Manager ME0579 47.84 50.48 53.25 56.17 S9.26
0037 Project Manager Assistant ME0037 41.00 43.24 45.62 48.14 50.79
0496 Public Safety Systems Manager ME0496 I 56.41 59.51 62.78 66.23 69.87
0497 Public Safety Systems Supv ME0497 I 54.47 57.47 60.63 63.95 67.48
0839 Real Estate & Project Manager ME0839 47.84 50.48 53.25 56.17 59.26
0619 Risk Management Analyst ME0619 37.47 39.S3 41.70 43.99 46.42
0054 Risk Manager ME0054 55.01 58.04 61.23 64.59 68.14
0069 Senior Civil Engineer ME0069 48.83 S1.51 54.34 57.33 60.48
0484 I Senior Deputy City Attorney ME0484 63.59 67.09 70.77 74.65 78.77
868 Senior Finance Analyst ME0868 45.49 47.99 50.62 53.41 56.35
257
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A-SALARY SCHEDULE
499 Senior Info Technology Analyst MEO499 49.55 52.28 55.14 58.18 61.38
0627 Senior Info Technology Manager MEO627 I 63.20 66.68 70.35 74.22 78.30
0077 Senior Librarian MEO077 I 35.47 37.43 39.49 I 41.65 43.94
0036 Senior Planner MEO036 I 47.84 50.48 53.25 I 56.17 59.26
0575 Senior Sprvsr Cultural Affairs MEO575 I 40.40 42.61 44.95 I 47.42 50.03
0578 Senior Sprvsr Human Services MEO578 I 40.40 42.61 44.95 I 47.42 50.03
0519 Senior Risk Management Analyst MEO519 I 42.65 45.00 47.49 50.09 52.86
0034 Senior Traffic Engineer I MEO034 I 48.83 51.51 54.34 57.33 60.48
0333 Senior Trial Counsel I MEO333 I 68.87 72.67 76.66 80.87 85.33
0457 Special Events Coordinator I MEO457 34.09 35.97 37.94 40.03 42.23
0488 Street Maint Supervisor I MEO488 43.11 45.47 47.97 50.61 53.40
0133 Supervisor, Prkng & Cmping Fac MEO133 40.40 42.61 44.95 47.42 50.03
0033 Transportation Manager MEO033 60.19 63.49 66.99 70.67 74.56
0051 Tree Maintenance Supervisor I MEO051 43.11 45.47 47.97 50.61 1 53.40
D483 Utilities Manager I MEO483 59.28 I 62.56 65.99 69.62 73.45
0487 Wastewater Supervisor MEO487 I 43.11 45.47 47.97 50.61 53.40
0052 Water Distribution Supervisor I MEO052 I 43.11 I 45.47 47.97 50.61 53.40
Water Distribution
0624 Superintendent MEO624 47.84 50.48 53.25 56.17 59.26
0053 Water Production Supervisor I MEO053 I 43.11 I 45.47 47.97 50.61 53.40
0056 Water Quality Supervisor MEO056 43.11 45.47 47.97 50.61 53.40
258
ATTACHMENT #4
ORDINANCE NO. 4221
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 is
hereby amended to read as follows:
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;
0. Assistant Chief of Police;
P. Assistant Chief Financial Officer;
Q. Deputy Director of Public Works;
R. Deputy Director of Administrative Services; and
S. Deputy Director of Community & Library Services
SECTION 2. That this Ordinance shall become effective thirty (30) days after its
adoption.
ORDINANCE NO. 4221
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the day of 2020.
Mayor
REVIEWED AND APPROVED: APPROVED AS TO FORM:
Oliver Chi, City Manager yq Michael Gates, City Atomey
INITIATED AND
APPROVED:
fLL===
Travis Hopkins, Ass stant City Manager
20-9110/238613
LEGISLATIVE DRAFT
HBMC 2.76.010
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;
11. 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;
O. Assistant Chief of Police;
P. Assistant Chief Financial Officer; and
O. eouri Director of PLhlir wn.L c.
R. Deouty DiW;1QLQ &d--.'&'srr. Uvr. r'v dyes and
S Denuri Director of omm mite i ibrary S
ATTACHMENT #5
RESOLUTION NO. 2020 - 80
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
\MODIFYING SALARY AND BENEFITS FOR NON-REPRESENTED EMPLOYEES BY
ADDING THE DIRECTOR AND DEPUTY DIRECTOR OF ADMINISTRATIVE SERVICES,
DEPUTY DIRECTOR OF PUBLIC WORKS, DEPUTY DIRECTOR OF COMMUNITY &
LIBRARY SERVICES, & AMENDING THE CLASSIFICATION AND COMPENSATION
FOR THE DIRECTOR OF COMMUNITY SERVICES
WHEREAS, the City Council of Huntington Beach approved the Fiscal Year 2020/21
budget at a Special Meeting on June 29, 2020, which projected a$20 million drop in General Fund
revenues resulting from the negative economic impacts of COVID-19; and,
WHEREAS, in order to address this budget shortfall, the City Council approved the use of
a Voluntary Separation Incentive Program, and directed staff to reorganize the City's operations
following the vacancies created by the Program to balance the Fiscal Year 2020/21 budget and to
create ongoing operational savings; and.
WHEREAS, the City Council of Huntington Beach desires to modify the salary and
benefits for non-represented employees to incorporate the positional adjustments resulting from
the Fiscal Year 2020/21 Reorganization Plan upon adoption of this resolution;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Huntington Beach as follows:
1. Salaries and Benefits for Non-Represented employees is hereby amended to include
the Director and Deputy Director of Administrative Services, the Deputy Director of
Public Works, and the Deputy Director of Community & Library Services as reflected
in Exhibit A attached hereto and incorporated by this reference.
2. The salary range for the above positions shall be reflected in the Non-Associated
Executive Management Salary Schedule— Exhibit 1.
3. 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.
RESOLUTION NO. 2020-80
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 2nd day of November , 2020.
L%'I yor
WED .AND t ROVED: APPROVED AS TO FORM:
Oliver Chi. City Manager I' ivtichael Gates, C§ty Attorney
INITIATED AND APPROVED:
Travis Hopkins, Assistant City Manager
20-9111/238622
Resolution No. 2020-80
Exhibit "A"
RESOLUTION NO. 2016-50
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF I IUNTINGTON 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 Fluntington 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.
RLS6/27/1 6/1 6-5 325/1 3 8993/tIV 1
837
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the /k"""day of f / . 2016.
IYtaW
REVIEW N APPROVED: APPROhE� T \l:
1�
City Nan er T- itylAttomc Mv
IN " ?D A\ ED:
ire for of uman Resources
RLS6/27/16/16-5325/138993/NIV 2
838
sot�77a,J �0�6 --0 IC rfra.7— `
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT A - NON-ASSOCIATED EMPLOYEES PAY AND BENEFIT
PROVISION................................................................................................... 1
SECTIONI PAY.............................................................................................................. 1
A. SALARY SCHEDULE................................................................................................. 1
B. DIRECT DEPOSIT..................................................................................................... 1
C. ASSIGNED VEHICLE/AUTO ALLOWANCE ...............................................I.................... 1
1. Department Heads......................................................................................................................1
D. Deferred Compensation ...................................................................................... 1
SECTION 11 — HOURS OF WORK/OVERTIME/TIME OFF............................................. 1
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
SECTIONIV — 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
EzhiG@'A'to Non-Associated Resolution No.2016-50 i 839
Item 25. - 5 1-113 -656-
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 - 9/80 WORK SCHEDULE.......................................................................... 20
EXHIBIT 4 - VOLUNTARY CATASTROPHIC LEAVE DONATION .............................22
Exttibit'A'to Non-Associated Resolution No.2018-50 ii
840
HB -657- Item 25. - 6
NON-ASSOCIATED EMPLOYEES PAY AND BENEFIT PROVISIONS
EXHIBIT A
SECTION I — PAY
A. Salary Schedule
1. All current Non-Associated employees shall receive the salaries as identified in Exhibit
1.
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.
1. 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 II — HOURS OF WORKITIME 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.
A'to Non-Associated Resolution No.2016-50 841
Item 2�. - 7' I-t6 -��s-
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 9180 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.2016-50 842
HB -659- Item 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 following final City Council approval
Non-As soc i ated/N o n S afe ty
s" }� , Employer rEmployee? Empbyee�y
PlanMonthty k� xp�'� onthly MonthlyWL �mBi Weekly
zg4r? +x� 01 Ptiremium et + Contriliutlon_ Contnb�utl_on? , ContrrbWon,.;.
pr:T. 4A L'.FiQ�.�i ..... . '',S..i.-� �--its.-..�u ,. i .-.,5: ;d.. .. _
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 21.020191.7509
Single 30.11 30.11 0.00
Delta Care HMO Two-Party 51.19 51.19 0.00
Family 78.29 78.29 0.00
Single 25.12 0.00 25.12
VSP Vision Two-Party 25.12 0.00 25.12
Family 25.12 0.00 25.12
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
(PEMHCA) contribution.
Item 25. A to Non-Associated Resolution No. 2016-50 843
- 9 IiE3 -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 it 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. Long-Term Disabilitv 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.2016-50 844
HB -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
and/or 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. - 1 1 ."to Non-Associated Resolution No. 2016-50 HB -662-
845
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 fortthis 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 Ite846
m 25. - 12
I-IR -663-
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 VI-
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 wi:i 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 CaIPERS, 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.
847
Item 25. - ) 3'to Non-Associated Resolution No.2016-60 FIB -G64-
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
b. All safety employees described as "classic" members shall pay to CalPERS 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 years 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 Ca1PERS, shall contribute one half (50%) of the normal cost, as
established by CalPERS.
3. IRS Code Section 414(h)(2)
The City has adopted the CaIPERS 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 8a8
HB -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.
"to Non-Associated Resolution No.2016-50
Item 25. - 1 � I48 -666-
849
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'GeneraPLeave; Biweekly General Leave
- --n
All��owance051'- ? 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 W to Non-Associated Resolution No.2016-50 850
1-113 -667- Item 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 falling on Saturday shall be observed the
preceding Friday.
C. Sick Leave
1. Accrual
No employee shall accrue sick leave.
851
Item 75. - 1 7:to Non-Associated Resolution No.2016-50 HB -668-
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. 2016-50 852
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).
to Non-Associated Resoiution No. 2016-50 853
Item 25. - 19� Ha -670-
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. 2016-50 854
HB -671- Item 25. - 20
NON-ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS
EXHIBIT 1
NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE
EFFECTIVE SEPTEMBER 24, 2016 -2.0%Increase
Job No. Description Pay Starting Control High
Grade Point Point Point
EXECUTIVE MANAGEMENT
0591 10ty Manager NA0591 NA NA 128.29
DEPARTMENT HEADS
0592 ssistant City Manager NA0592 85.82 95.51 106.32
0009 IlDirector 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 jPolice Chief NA0011 85.82 95.52 106.31
ELECTED OFFICIALS
0016 ICity Attorney NA0016 I 1 100.18 111.51 124.10
0017 Cit Clerk NA0017 69.94 77 85 86.66
ELECTED OFFICIALS PART-TIME
0018 ICity Treasurer- PART-TIME NA0018 74.64 83.07 92.46
m
6ic'eeili$51872t;3i�?a?t
CONTRACT NON-DEPARTMENT HEAD
Job No. Description G ads A B C D E
0593 Chief Assistant CityAttome NA0593 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.
855
Item 25. - 21 'roNon-Associated Resolution No.2016•50 HB -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 HB -6T- Item 85 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
857
Item 25. - 23'to Non-Associated Resolution No.201E50 HB -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.
Ezhibit'A'to Non-Associated Resolution No.2016-50 H13 -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.
ass
Item 25. - 25,'to Non-Associated Resolution No.201650 HB -676-
NON-ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS
EXHIBIT 3 - 9180 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 govem.
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:
Schedule 4 4 9 1 9 19 1 9 9 9 9" 9 1 4 1 4
B Schedule - I - 9 9 9 9 4 4 9 9 9 9
Exhibit W to Non-Associated Resolution No.201&50 860
xs -677- Item 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.
2. 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.
861
Item 75. - 27'toNon-Associated Resolution No. 2016-50 E{B 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 Nan-Associated Resolution No.2016-50 112
HB -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.
to Non-Associated Resolution No.2016-50 863
Item 25. - 29' Hs -�so-
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
• I am not receiving disability benefits or Workers'Compensation payments.
Name: (Please Print or Type: Last, First, MI)
ork Phone: Department:
ob Title: Employee ID#:
Requester Signature: Date:
Department Director Signature of Support: Date:
11 u nannjResoSiic' 'SDe lartm_" iise Onlyn
(
E atd n e x~ ~tu Onabon datek,
t ;Log emtbisabthty 1s �• ,� ,�, � i?
91 Alledtca ReireinPitbeg
s� 7fLe Hof leave a ram" f a
R- �
Please submit this form to the Human Resources Office for processing.
864
Exhibit-A'to Non-Associated Resolution No.201ri50 HB 68 i Item 25. - 30
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
iDonor Name: (Please Print or Type: Last, First, MI)
:Work Phone:
(Donor Job Title:
_. . . _.. .. .. I
_ _.
Type of Accrued Leave: .Number. of Hours I wish to Donate: .
Vacation Hours of Vacation
Compensatory Time i Hours of Compensatory Time
10 General Leave Hours of General Leave �
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.
wish to donate my accrued vacation, comp or general leave hours to the Leave Donation
Program for:
Eligible recipient employee's name (Last, First, MI):
Donor Signature: Date:
Please submit to the Finance Department
Item 25. - 31 'to Non-Associated Resolution No.2016-50 H13 -682- 865
Res. No. 2016-50
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, 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
Rr40L�
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
866
Resolution No. 2020-80
Exhibit I
EXHIBIT 1
NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE
EFFECTIVE NOVEMBER 2, 2020'
Job No. Description
ay Starting Control High
Grade Point Point Point
EXECUTIVE MANAGEMENT
0591 ICity Manage NA0591 Per Contract 125.00 12829
0029 1 Interim City Manager NA0029 NA NA 12268
DEPARTMENT HEADS
0592 Assistant City Manager NA0592 8582 9551 10632
0014 Director of Community 8 Library Services NA0014 8082 8997 10013
0479 Chief Information Officer NA0479 7464 8307 9246
0589 Community Development Director NA0589 8082 8997 10013
0010 Director of Public Works NA0010 8082 8997 100 13
0800 Administrative Services Director NA0800 80.82 8997 100 13
0518 Chief Financial Officer NA0518 8082 8997 1DO 13
R0015 Fire Chief NA0015 8582 95 51 10631
0011 Police Chief NA0011 85 82 95 52 10631
ELECTED OFFICIALS
00',.6 Cty -.ttu��ev NA0016 10018 11151 1241E
OG" Cdy C�erk NA0017 69 941 77851 8666
ELECTED OFFICIALS PART-TIME
0018 City Treasurer-PART-TIME I NA0018 1 1 69 941 1 77 851 186 56
CONTRACT NON-DEPARTMENT HEAD
Job No. Description Grade A B C D E
0593 Chief Assistant City Attorney NA0593 74.64 78.75 83.07 8764 9246
0699 Deputy Community Prosecutor NA0699 43.20 45 58 48.08 50 73 53,52
OB40 Deputy Director of Community Dev NA0840 66.54 70.21 74.07 78.14 82.44
0650 Assistant Chief of Police NAD650 78.70 83.03 87,60 92,41 97.5E
0900 Assistant Chief Financial Officer NA0900 66.54 70.21 74.07 78.14 82.44
OB45 Oep Oveaa of Public Works NA0845 72,82 76.82 81.04 85.50 90.21
OB50 Cep Ortector of Administrative Services NAOB50 66.54 70.21 74.07 78.14 82.44
OB55 ]DeputyDirector of Commum 8 Lib Svcs NA0855 66.54 70,21 74.07 78.14 82.44
'Per Resolution No 2020-80
Res. No. 2020-80
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-offcio 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 2, 2020 by the following vote:
AYES: Posey, Delgleize, Hardy, Semeta, Peterson, Carr, Brenden
NOES: None
ABSENT: None
RECUSE: None
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
RESOLUTION NO. 2016-50
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
\4pDIFYING SALARY AND BENEFITS FOR NON-REPRESENTED EMPLOYEES
INCLUDING THE ELECTED CITY AT I'ORNEY, CITY CLERK, AND CITY "TREASURER
WHEREAS, the City Council of the City of Huntington Beach desires to modify tile
salary and benefits for Non-Represented Employees upon adoption of this Resolution.
NOW, THEREFORE, the City Council of the Cite 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 Attomcv. City Clerk and Citv "Treasurer shall
be as reflected in Exhibit `A". attached hereto and incorporated by this reference.
SECTION 4. Resolution 2007-6. Resolution 20W-106. and Resolution 2014-94 arc
hereby repealed.
SECTION 5. Any existing provisions in conflict with the foregoing, whether by minute
action or resolution of the Cin 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
Cite Council action.
R L S 6/2 7/16/16-i 32 5/138993/M V 1
68i
PASSED AND ADOPTED by the Citv Council of the City of I-luntington teach at a
regular meeting thereof held on the /8,"'7day of f V . 2016.
\4a�
REVIE%'V H) i APPROVED: APP OVL'D AS TO PORNi:
U
City \ran er T-^City Attornev !n�
r �
IN ' t .D
ire for of uman Resources
RLS 6/27/16/16-5325/138993/\9V 2
eee
—jV �C rill d, 7-
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT A - NON-ASSOCIATED EMPLOYEES PAY AND BENEFIT
PROVISION................................................................................................... 1
SECTIONI PAY.............................................................................................................. 1
A. SALARY SCHEDULE ................................................................................................. 1
B. DIRECT DEPOSIT..................................................................................................... 1
C. ASSIGNED VEHICLE/AUTO ALLOWANCE .................................................................... 1
1. Department Heads......................................................................................................................1
D. Deferred Compensation ...................................................................................... 1
SECTION II — HOURS OF WORK/OVERTIME/TIME OFF............................................. 1
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 886
Item 25. - 5 FIB -650-
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 - 9/80 WORK SCHEDULE.......................................................................... 20
EXHIBIT 4 - VOLUNTARY CATASTROPHIC LEAVE DONATION ............................. 22
Ezhibit'A*to Non-Associated Resolution No. 2016-50 it
840
H13 -657- Item 25. - 6
NON-ASSOCIATED EMPLOYEES PAY AND BENEFIT PROVISIONS
EXHIBIT A
SECTION I — PAY
A. Salary Schedule
1. All current Non-Associated employees shall receive the salaries as identified in Exhibit
1.
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.
1. 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 II — 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.
Item J, - 7"1'to Non-Associated Resolution No. 2016-50 968
2 1IB -6�8-
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. 2016-50 869
1-113 -6�9- Item 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 following final City Council approval
No n-Assoc iated/No n-Safety
Employer. a `.Empl oyeerti Xg Employee"<?;:
> Y Tter Monthly Monthly ' Monthty ' Bi Weeklyj'
Contiitiution. ':Contributi_oO 'Contribution:
Single 466.65 466.65 0.00 0.00
Kaiser Two-Party 1,022.11 I 974.36 I 47.75 22.04
Family 1,343.90 1,170.04 173.86 80.24
Single 671.00 1 640.76 1 30.24 I 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 10A7
Family 143.20 122.18 21.02 9.70
Single 1 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 25.12 11.59
VSP Vision Two-Party 25.12 0.00 25.12 11.59
Family 25.12 1 0.00 25.12 11.59
Medical Opt-Out: S466.65 per month (S215.38 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
(PEMHCA) contribution.
eao
Item 25. - 9 A to Non-Associated Resolution No. 2016-50 {.{B -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. Long-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. 2016-50 944
FIB -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
and/or 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. - 1 1 ."to Non-Associated Resolution No. 2016-50 8+�5
HB -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
ail 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 fort this 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 6N'
I-ICt -vc3- 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 VI.
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. - 1 "to Non-Associated Resolution No. 2016-50 87i
HB -664-
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
b. All safety employees described as "classic" members shall pay to CalPERS 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 CaIPERS 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 CaIPERS, shall contribute one half (50%) of the normal cost, as
established by CaIPERS.
3. IRS Code Section 414(h)(2)
The City has adopted the CaIPERS 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 Item 2�. - 14
H 13 -W,
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. - 15 to Non-Associated Resolution No. 2016-50 - 248
I tt3 c,��-
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..General:Leave Biweekly General Leave
Allowan ei � 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 8s0
1113 -667- Item 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 falling 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. 2016-50 889
H13 -6G3-
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. 2016-50 859
1-113 -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. - ] 9� H[3 -67
to Non-Associated Resolution No. 2016-50 98B
U-
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. 2016-50 884
1-I13 -671- Item 25. - 20
NON-ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS
EXHIBIT 1
NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE
EFFECTIVE SEPTEMBER 24, 2016 -2.0% Increase
Job No. Description Pay Starting Control High
Grade Point Point Point
EXECUTIVE MANAGEMENT
0591 iCity Manager NA0591 NA I NA 1 128.29
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 Libra Services NA0007 69.94 77.85 86.66
0589 _CommunityDevelopment Director NA 5589 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
ELECTED OFFICIALS
0016 iCity Attorney NA0016 100.18 111.51 124.10
0017 jCity Clerk NA0017 69.94 77.85 86.66
ELECTED OFFICIALS PART-TIME
0018 JCity Treasurer- PART-TIME NA0018 74.64 83.07 92.46
,.Annual $ala`:Not-.to Exceed 551"812h�.<g
CONTRACT NON-DEPARTMENT HEAD
Job No. Description Pay I Grade A B C D E
0593 IChief Assistant City Attorney NA0593 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.
tern 2 5. - 2 1 'to Non-Associated Resolution No. 2016-50 I I 13 6 7-1
ees
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 FIB -673- item 225- - 27
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
Item 25. - 2j to Non-Associated Resolution No. 2016-50 I IB 674 Bex
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. 2016-50 886
1-113 -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.
Item 25. - 7 j.'to Non-Associated Resolution No. 2016-50 BBB
HB -676-
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 9180 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:
;F PFS S T} fiM PM � PM
M
Th: F $F§ S, Ss-M, T Wt t�h;R tF,�
Schedule 4 4 9 9 9 9 - - - - 9 9 9 9 4 4
B Schedule - - - - 9 9 9 1 9 1 4 1 4 - - 9 1 9 9 9 -
Exhibit-A"to Non-Associated Resolution No. 2016-50 980
HB -677- Item 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.
2. 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.
sea
1Ct'Cll 25. - 27 'to Non-Associated Resolution No. 2076-50 iAi; -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. 2016-50 989
I-tt3 -679- ltZm 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.
IIIITI 25. - 79'10 Non-Associated Resolution No. 2016-50 I [C3 O SO
eeo
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
Voluntary Catastrophic Leave Donation Program
Leave Request Form
Reguestor, 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
• I am not receiving disability benefits or Workers' Compensation payments.
;Name: (Please Print or Type: Last, First, MI)
(Work Phone: Department:
'Job Title: ;Employee ID#:
Requester Signature: Date:
Department Director Signature of Support: Date:
Hiiinan`R---- - 'Dep� -rit:UseOnl`o- ti
�
End;donation date will.bndge•to. �' "" End doriatlon datea tf h
(] Long Terrn Disablldy t a
f >.
❑s Medical Retirement beginrnng ` ` " •
.:❑� �Le gtf�FMleave�ending '� • ; f •,;;;.
R ;toYwork etum fit a g
p qq
' I
Human Resources.Director Signature: &5t6�� "ied: ( PST
Please submit this form to the Human Resources Office for processing.
Exhibit*A"to Non-Associated Resolution No. 2016-50 984
1-113 -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)
Work Phone:
Donor Job Title:
Type of Accrued Leave: Number of Hours I wish to Donate:
[I Vacation Hours of Vacation
Q Compensatory Time Hours of Compensatory Time
General Leave Hours of General Leave
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, MI):
Donor Signature: Date:
Please submit to the Finance Department.
Item 25 - j I 'to Non-Associated Resolution No. 2016-50 H13 -682-
869
Res. No. 2016-50
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, 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
y�,4ou QC�a udJ4�
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
886
ATTACHMENT #6
City of Huntington Beach
FY 2020/21 Re-Organization
Authorized Full-Time Equivalent Personnel
All Funds
City Council ADOPTED I REVISED
Adopted IDEFUNDED1 Funded REVISED DEFUND MOVE DEPT RECLASS/NEW ELIMINATE Temp Fill FT Funded
Title FY 2020121 FY 2020/21 FY 2020/21 FY 2020/21 FY 2020121 FY 2020/21 FY 2020/21 FY 2020121 Positions w/960 FY 2020121
Administrative Assistant 1.00 1.00 1.00 1.00
Council Member' 6.00 6.00 6.00 6.00
Mayor' 1.00 1.00 1.00 1.00
TOTAL 8.00 8.00 8.00 1 8.00
' Mayor and Council Members are not included in the FTE Count.
City Attorney ADOPTED REVISED
Adopted DEFUNDED Funded REVISED REFUND MOVE DEPT RECLASS I NEW ELIMINATE Temp Fill FT Funded
Title FY 2020121 FY 2020121 FY 2020121 FY 2020121 FY 2020121 FY 2020121 FY 2020121 FY 2020121 Positions w/960 FY 2020/21
Assistant City Attorney 1.00 1.00 1.00 1.00
Chief Assistant City Attorney 2.00 2.00 2.00 2.00
City Attorney 1.00 1.00 1.00 1.00
Deputy Community Prosecutor 1.00 1.00 1.00 1.00
Legal Assistant 2.00 2.00 2.00 2.00
Senior Deputy City Attorney 3.00 3.00 3.00 3.00
Senior Legal Assistant I.00 1.00 1.00 1.00
Senior Trial Counsel
TOTAL 11.00 1 11.001 11.001 11.00
City Clerk ADOPTED REVISED
Adopted DEFUNDED Funded REVISED DEFUND MOVE DEPT RECLASS I NEW ELIMINATE Temp Fill FT Funded
Title FY 2020/21 FY 2020121 FY 2020121 FY 2020/21 FY 2020/21 FY 2020121 FY 2020121 FY 2020/21 Positions w1960 FY 2020/21
Assistant City Clerk 1.00 1.00 1.00 1.00
City Clerk 1.00 1.00 1.00 1.00
Senior Deputy City Clerk 2.00 2.00 2.00 2.00
TOTAL 4.00 4.00 4.00 4.00
City Treasurer ADOPTED I REVISED
Adopted DEFUNDED Funded I REVISED DEFUND MOVE DEPT RECLASS I NEW ELIMINATE Temp Fill FT Funded
Title FY 2020/21 FY 2020121 FY 2020121 FY 2020/21 FY 2020121 FY 2020/21 FY 2020121 FY 2020121 Positions w/960 FY 2020121
Administrative Analyst 0.50 0.50 0.50 0.50
Administrative Assistant 0.50 0.50 0.50 0.50
City Treasurer 1.00 1.00 1.00 1.00
TOTAL 2.00 2.00 2.00 - 2.00
295
City of Huntington Beach
FY 2020/21 Re-Organization
Authorized Full-Time Equivalent Personnel
All Funds
City Manager ADOPTED REVISED
Adopted IDEFUNDED Funded REVISED DEFUND MOVE DEPT RECLASS I NEW ELIMINATE Temp Fill FT Funded
Title FY 20201211 FY 2020/21 FY 2020/21 FY 2020121 FY 2020/21 FY 2020/21 FY 2020121 FY 2020121 Positions w/960 FY 2020121
Administrative Assistant 1.00 1.00 1.00 1.00
Administrative Secretary - 0.50 0.50 0.50
Assistant City Manager 1.00 1.00 1.00 1.00
Assistant to the City Manager 2.00 2.00 1.00 (1.00) 1.00
City Manager 1.00 1.00 1.00 1.00
Community Relations Officer 1.00 1.00 1.00 1.00
Director of Organizational Learning& Engagement 1.00 1.00 - (1.00) -
Energy Project Manager - -
Executive Assistant - - -
Principal Administrative Analysl 2.00 2.00 2.00 2.00
Project Manager -
TOTAL 9.00 9.00 7.60 - 0.50 L1-0-01 7.50
296
City of Huntington Beach
FY 2020/21 Re-Organization
Authorized Full-Time Equivalent Personnel
All Funds
Administrative Services ADOPTED REVISED
Adopted DEFUNDED1 Funded REVISED DEFUND MOVE DEPT RECLASS I NEW ELIMINATE Temp Fill FT Funded
Title FY 2020121 FY 20201211 FY 2020/21 FY 2020121 FY 2020/21 FY 2020121 FY 2020121 FY 2020121 Positions w1960 FY 2020121
Administrative Assistant 2.00 2.00 2.00 2.00
Chief Information Officer 1,00 1.00 1.00 1.00
Deputy Director of Administrative Services - 1.00 1.00 1.00
Director of Administrative Services - 1.00 (1.00) - 1.00 -
GIS Analyst II 4.00 4.00 1.00 (3.00) 1.00
Human Resources Manager 1.00 1.00 1.00 1 Do
Liability Claims Coordinator 1.00 1.00 - (1.00) -
Personnel Analyst Principal 1.00 1.00 1.00 1.00
Personnel Analyst Senior 3.00 3.00 2.00 (1.00) 2.00
Personnel Assistant 3.00 3.00 4.00 1.00 4.00
Information Technology Analyst II 3.00 3.00 2.00 (1.00) 2.00
Information Technology Analyst III 1.00 1.00 1.00 1.00
Information Technology Analyst Senior 5.00 5.00 3.00 (1.00) (1.00) 3.00
Information Technology Analyst IV 3.00 3.00 2.00 (1.00) 2.00
Information Technology Technician I 2.00 2.00 2.00 2.00
Information Technology Technician III 1.00 1.00 1.00 1.00
Information Technology Technician IV 1.00 1.00 - (1.00) -
Information Tech Mgr-Infrastructure 1.00 1.00 1.00 1.00
Information Tech Mgr-Systems 1.00 1.00 1.00 1.00
Information Tech Mgr-Operations 1.00 1.00 - (1.00) -
Network Systems Administrator 1.00 1.00 1.00 1.00
Risk Management Specialist 2.00 2.00 1.00 (1.00) 1.00
Risk Manager 1.00 1.00 1.00 1.00
Senior Risk Management Analyst 1.00 1.00 - (1.00) -
Senior Information Technology Manager - 1.00 1.00 1.00
Senior Information Technology Technician 2.00 2.00 2.00 2.00
Senior Telecommunication Technician 1.00 1.00 1.00 1.00
TOTAL 43.00 43.00 J4.00 1.00 6.00 1.00 1 (4.00fl 33.00
297
City of Huntington Beach
FY 2020/21 Re-Organization
Authorized Full-Time Equivalent Personnel
All Funds
Community Development ADOPTED REVISED
Adopted IDEFUNDED Funded REVISED DEFUND MOVE DEPT RECLASS I NEW ELIMINATE Temp Fill FT Funded
Title FY 2020121 FY 2020/21 FY 2020121 FY 2020121 FY 2020121 FY 2020121 FY 2020/21 FY 2020/21 Positions w1960 FY 2020/21
Administrative Aide - 1.00 1.00 1.00
Administrative Analyst 1.00 1.00 1.00 1.00
Administrative Analyst Senior 1.00 1 00 1.00 1.00
Administrative Assistant 1.00 1.00 1.00 1.00
Administrative Secretary 2.50 2.50 2.50 (0.50) 0.50 2.50
Assistant Planner 2.00 2.00 2.00 2.00
Associate Planner 4.00 4.00 4.00 (1.00) 3.00
Building Inspector I 1.00 1.00 1.00 1.00
Building Inspector II 2.00 2.00 2.00 (1.00) 1.00
Building Inspector III 6.00 6.00 6.00 6.00
Building Manager 1.00 1.00 1.00 1.00
Code Enforcement Officer 1 2.00 2.00 2.00 2.00
Code Enforcement Officer 11 3.00 3.00 3.00 3.00
Code Enforcement Supervisor 1.00 1.00 1.00 1.00
Code Enforcement Technician 1.00 1.00 1.00 1.00
Deputy Director of Community Development 2.00 2.00 2.00 2.00
Director of Community Development 1.00 1.00 1.00 1.00
Economic Development Manager - 1.00 1.00 1.00
Economic Development Project Manager 1.00 1.00 1.00 1.00
GIS Analyst II - 1.00 1.00 1.00
Housing Manager - 1.00 1.00 1.00
Inspection Supervisor 2.00 2.00 1.00 (1.00) 1.00
Office Assistant 11 1.00 1.00 1.00 1.00
Permit& Plan Check Manager - 1.00 1.00 1.00
Permit&Plan Check Supervisor 1.00 1.00 - (1.00) -
Plan Check Engineer 2.00 2.00 2.00 (1.00) 1.00
Planning Manager 1.00 1.00 4.00 1.00
Principal Administrative Analyst 1.00 1.00 1.00 1.00
Principal Electrical Inspector 1.00 1.00 1.00 1.00
Principal Inspector PlumbinglMechanical 1.00 1.00 1.00 1.00
Principal Planner 1.00 1.00 1.00 1.00
Real Estate& Project Manager 1.00 1.00 - (1.00) -
Senior Code Enforcement Officer 2.00 2.00 2.00 2.00
Senior Permit Technician 3.00 3.00 4.00 1.00 4.00
Senior Planner 2.00 2.00 54.50 22 00 2.00
TOTAL 51.50 51.50 3.00 0.50 4.50 1.00 51.50
298
City of Huntington Beach
FY 2020/21 Re-Organization
Authorized Full-Time Equivalent Personnel
All Funds
Community & Library Services ADOPTED REVISED
Adopted IDEFUNDED Funded REVISED DEFUND MOVE DEPT RECLASS/NEW ELIMINATE Temp Fill FT Funded
Title FY 20201211 FY 2020121 FY 2020121 FY 2020/21 FY 2020121 FY 2020121 FY 2020121 FY 2020121 Positions w1960 FY 2020121
Accounting Technician II 2,00 2.00 2.00 2.00
Administrative Analyst Senior 1.00 1.00 1.00 1.00
Administrative Assistant 2.00 2.00 2.00 2,00
Administrative Secretary 1.00 1.00 1.00 1.00
Community Services& Recreation Specialist 8.00 8,00 9.00 1.00 9.00
Community Services Deputy Director - 1.00 1.00 1.00
Community Services Manager 2,00 2.00 3.00 1.00 3.00
Community Services Recreation Supervisor 6.00 6,00 5.00 (1.00) 5.00
Director of Community Services 1.00 1.00 1.00 1.00
Director of Library Services 1,00 1,00 - (1.00) -
Librarian 5.00 5.00 5.00 (1.00) 4,00
Library Services Clerk 6.50 6,50 650 (1.00) 5.50
Library Specialist 3.00 3.00 2.00 (1.00) 2.00
Literacy Program Specialist 2.00 2.00 2.00 2.00
Maintenance Worker 1.00 1.00 - (1.00) -
Media Services Specialist 1.00 1.00 1.00 1.00
Office Assistant II 1.00 1.00 1.00 1.00
Park Development Project Coordinator 1.00 1.00 - (1.00) -
Parking Meter Repair Worker 2,00 2.00 2.00 2.00
Parking/Camping Assistant 1.00 1.00 1.00 1.00
Parking/Camping Crewleader 1.00 1.00 1,00 1.00
Parking/Camping Leadworker 2.00 2,00 2.00 2.00
Principal Librarian 1,00 1.00 1.00 1.00
Senior Librarian 4.00 4.00 4.00 4.00
Senior Library Specialist 0,75 0.75 0.75 0.75
Senior Services Assistant 1.00 1.00 1.00 1.00
Senior Services Transportation Coordinator 1.00 1.00 1.00 1.00
Senior Supervisor Cultural Affairs 1.00 1,00 1.00 1.00
Senior Supervisor Human Services 1,00 1.00 1.00 1.00
Social Services Supervisor - 1.00 1.00 1.00
Social Worker 1,00 1.00 - (I.00)
Supervisor, Parking/Camping Facility 1.00 1.00 1.00 1.00
Volunteer Services Coordinator 2.00 2.00 2.00 2.00
TOTAL 64.25 64.25 62.25 2.00 1.00 3.00 4.00 60.25
299
City of Huntington Beach
FY 2020/21 Re-Organization
Authorized Full-Time Equivalent Personnel
All Funds
Finance ADOPTED REVISED
Adopted DEFUNDED Funded REVISED DEFUND MOVE DEPT RECLASS I NEW ELIMINATE Temp Fill FT Funded
Title FY 2020121 FY 2020/211 FY 2020121 FY 2020121 FY 2020121 FY 2020121 FY 2020/21 FY 2020121 Positions w1960 FY 2020121
Accounting Technician II 9.00 9.00 9.00 (1.00) 6.00
Accounting Technician Supervisor 1.00 1.00 2.00 1.00 2.00
Administrative Analyst 0.50 0.50 0.50 0.50
Administrative Assistant 1.50 1.50 1.50 1.50
Assistant Chief Financial Officer 1.00 1.00 1.00 I.00
Business License Supervisor 1.00 1.00 1.00 1.00
Buyer 2.00 2.00 1.00 (1.00) 1.00
Chief Financial Officer 1.00 1.00 1.00 1.00
Field Service Representative 1.00 1.00 1.00 1.00
Finance Manager-Accounting 1.00 1.00 1.00 1.00
Finance Manager-Budget 1.00 1.00 1.00 (1.00) -
Finance Manager-Fiscal Services - - -
Finance Manager-Treasury 1.00 1.00 1.00 1.00
Information Technology Analyst Senior - 1.00 1.00 1.00
Payroll Specialist I.00 1.00 1.00 1.00
Principal Finance Analyst 2.00 2.00 2.00 2.00
Project Manager - - -
Senior Accountant 1.00 1.00 1.00 1.00
Senior Accounting Technician 3.00 3.00 2.00 (1.00) 2.00
Senior Buyer - - 1.00 I.00 1.00
Senior Finance Analyst 3.00 3.00 3.00 3.00
Senior Payroll Technician 2.00 2.00 2.00 1.00 1.00
TOTAL 33.00 33.00 34.00 3.OD 1.00 31.00
300
City of Huntington Beach
FY 2020/21 Re-Organization
Authorized Full-Time Equivalent Personnel
All Funds
Fire ADOPTED REVISED
Adopted DEFUNDED Funded REVISED DEFUND MOVE DEPT RECLASS I NEW ELIMINATE Temp Fill FT Funded
Title FY 2020121 FY 2020/21 FY 2020121 FY 2020121 FY 2020/21 FY 2020121 FY 2020121 FY 2020121 Positions w1960 FY 2020f21
Accounting Technician II 2.00 2.00 2.00 2.00
Administrative Aide 1.00 1.00 1.00 1.00
Administrative Analyst Senior 2.00 2.00 2.00 2.00
Administrative Analyst Principal - 1.00 1.00 1.00
Administrative Assistant 1.00 1.00 - (1.00) -
Administrative Fire Captain 3.00 (2.00) 1.00 3.00 1.00
Administrative Secretary 4.00 4.00 3.00 (1.00) 3.00
Ambulance Operator 30.00 30.00 30.00 30.00
Emergency Medical Services Coordinator 1.00 (1.00) - 1.00 -
Emergency Services Coordinator 1.00 1.00 1.00 1.00
Fire Battalion Chief 5.00 5.00 5.00 (1.00) 4.00
Fire Captain 30.00 30.00 30.00 (5.00) 25.00
Fire Chief 1.00 1.00 1.00 1.00
Fire Division Chief 2.00 2.00 2.00 (1.00) 1.00
Fire Engineer 30.00 30.00 30.00 (2.00) 28.00
Fire Marshal 1.00 1.00 1.00 1.00
Fire Medical Coordinator 1.00 1.00 1.00 1.00
Fire Prevention Inspector I ' - 1.00 1.00 1.00
Fire Prevention Inspector II ' 4.00 4.00 4.00 4.00
Deputy Fire Marshal ' 2.00 2.00 2.00 2.00
Fire Training Maintenance Technician 1.00 1.00 1.00 L00
Firefighter 12.00 12.00 12.00 12.00
Firefighter Paramedic 48.00 48.00 48.00 48.00
Marine Safety Division Chief 1.00 1.00 1.00 1.00
Marine Safety Battalion Chief' 3.00 3.00 3.00 3.00
Marine Safety Captain I ' - 2.00 2.00 2.00
Marine Safety Captain ll 10.00 (1.00) 9.00 10.00 (1.00) B.W
Ocean Lifeguard Specialist - 3.00 3.00 3.00
Office Assistant 11 1.00 (1.00) - 1.00 -
SeniorPermif'fechnician 1.00 1.00 - (1.0
TAL 0) -
TO 198.00 5.00 193.00 202.00 6.00 2.00 10.00 187.00
NOTES: 'Position Retitling:
Fire Protection Analyst to Deputy Fire Marshal
Fire Prevention Inspector to Fire Prevention Inspector II
Fire Safety Program Specialist(new position)retitled to Fire Prevention Inspector I
Marine Safely Lieutenant to Marine Safety Battalion Chief(already approved)
Marne Safely Officer II to Marine Safety Captain(already approved)
301
City of Huntington Beach
FY 2020/21 Re-Organization
Authorized Full-Time Equivalent Personnel
All Funds
Police ADOPTED REVISED
Adapted DEFUNDED Funded REVISED DEFUND MOVE DEPT RECLASS I NEW ELIMINATE Temp Fill FT Funded
Job Description FY 2020121 FY 2020/21 FY 2020121 FY 2020/21 FY 2020121 FY 2020121 FY 2020/21 FY 2020121 Positions w1960 FY 2020121
Accounting Technician II 3.00 3.00 3.00 3.00
Administrative Analyst Senior 1.00 1.00 1.00 1.00
Administrative Assistant 1.00 1.00 1.00 1.00
Assistant Chief of Police 1.00 1.00 1.00 1.00
Communications Operator-PO 18.00 (1.00) 17.00 18.00 17.00
Communications Supervisor-PD 6.00 6.00 6.00 6.00
Community Relations Officer - 1.00 1.00 1.00
Community Relations Specialist 1.00 1.00 2.00 1.00 2.00
Community Services Officer 13.00 13.00 13.00 (1.00) 12.00
Crime Analyst 1.00 1.00 1.00 1.00
Crime Scene Investigator 2.00 2.00 1.00 (1.00) 1.00
Detention Administrator 1.00 1.00 - (1.00) -
Detention Officer 9.00 9.00 9.00 9.00
Detention Officer-Nurse 4.00 4.00 4.00 4.00
Detention Shift Supervisor 4.00 4.00 4.00 4.00
Facilities Maintenance Crewleader 1,00 1.00 1.00 1.00
Forensic Systems Specialist 1.00 1.00 1.00 1.00
Helicopter Maintenance Technician - - _
Information Technology Analyst II - 1.00 1.00 1.00
Information Technology Analyst IV - 1.00 1.00 1.00
Information Technology Technician IV - 1.00 1.00 1.00
Latent Fingerprint Examiner 2.50 2.50 2.00 (0.50) 2.00
Parking/Traffic Control Officer 16.00 (5.00) 11.00 15.00 (1.00) 10.00
Parking/Traffic Control Supervisor 1.00 1.00 1.00 1.00
Police Administrative Services Division Manager 1.00 1.00 1.00 1.00
Police Captain 3.00 3.00 3.00 3.00
Police Chief 1.00 1.00 1.00 1.00
Police Communications Manager 1.00 1.00 1.00 1.00
Police Lieutenant 9.00 (1.00) 8.00 10.00 1.00 9.00
Police Officer 191.00 (8.00) 183.00 191.00 (2.00) 181.00
Police Photo/Imaging Specialist 1.00 1.00 - (1.00) -
Police Records Administrator 1.00 1.00 1.00 1.00
Police Records Specialist 11.00 11.00 11.00 11.00
Police Records Supervisor 3.00 3.00 3.00 3.00
Police Records Technician 6.00 6.00 5.00 (1.00) 5.00
Police Recruit 4.00 (4.00) - 4.00 -
Police Sergeant 28.00 (1.00) 27.00 29.00 1.00 28.00
Police Services Specialist 11.00 11.001 10.00 1.00 1.00 9.00
302
City of Huntington Beach
FY 2020/21 Re-Organization
Authorized Full-Time Equivalent Personnel
All Funds
Police continued ADOPTED I REVISED
Adopted IDEFUNDED Funded I REVISED DEFUND MOVE DEPT RECLASS I NEW ELIMINATE Temp Fill FT Funded
Title FY 2020/21 FY 2020121 FY20201211 FY 2020121 FY 2020121 FY 2020/21 FY 2020121 FY 2020121 Positions w1960 FY 2020121
Police Support Services Manager - 1.00 1.00 1.00
Police Systems Coordinator 1.00 1.00 1.00 1.00
Principal Personnel Analyst 1.00 1.00 1.00 1.00
Properly and Evidence Officer 3.00 3.00 3.00 3.00
Property and Evidence Supervisor 1.00 1.00 1.00 1.00
Senior Helicopter Maintenance Technician 2.00 2.00 2.00 2.00
TOTAL 365.50 (20.00) 345.50 367.00 - 3.00 5.00 (6.50) (4.00) 343.00
303
City of Huntington Beach
FY 2020/21 Re-Organization
Authorized Full-Time Equivalent Personnel
All Funds
Public Works ADOPTED REVISED
Adopted DEFUNDED Funded REVISED DEFUND MOVE DEPT RECLASS I NEW ELIMINATE Temp Fill FT Funded
Title FY 2020121 FY 2020121 FY 2020121 FY 2020121 FY 2020121 FY 2020/21 FY 2020121 FY 2020121 Positions w1960 FY 2020121
Accounting Technician II 3.00 3.00 2.00 (1.00) 2.00
Administrative Analyst - 1.00 1.00 1.00
Administrative Analyst Senior 2.00 2.00 2.00 2.00
Administrative Assistant 1.00 1.00 1.00 1.00
Administrative Environmental Specialist 2.00 2.00 2-00 2.00
Administrative Services Manager - 1.00 1.00 1.00
Administrative Secretary 3.00 3.00 3.00 3.00
Assistant Civil Engineer 1.00 1.00 1.00 1.00
Associate Civil Engineer 1.00 1.00 1.00 1.00
Beach Equipment Operator' 3.00 3.00 2.00 (1.00) 2.00
Beach Maintenance Crewleader' 2.00 2.00 2.00 2.00
Beach Maintenance Service Worker' 1.00 1.00 1.00 1.00
Beach Operations Supervisor' 1.00 1.00 1.00 1.00
City Engineer 1.00 1.00 1.00 1.00
Civil Engineering Assistant 2.00 2.00 2.00 2.00
Code Enforcement Officer 1 1.00 1.00 1.00 1.00
Construction Inspector II 1.00 1.00 1.00 1.00
Construction Manager 1.00 1.00 1.00 1.00
Contract Administrator 3.00 3.00 3.00 3.00
Cross Connection Control Specialist 2.00 2.00 2.00 2.00
Deputy Director of Public Works - 1.00 1.00 1.00
Director of Public Works 1.00 1.00 1.00 1.00
Electrician 1.00 1.00 1.00 1.00
Engineering Aide 1.00 1.00 1.00 1.00
Environmental Services Manager 1.00 1.00 1.00 1.00
Equipment Support Assistant 2.00 2.00 1.00 (1.00) 1.00
Equipment/Auto Maintenance Crewleader 2.00 2.00 2.00 2.00
Equipment/Auto Maintenance Leadworker 3.00 3.00 3.00 3.00
Facilities Maintenance Crewleader 2.00 2.00 2.00 2.00
Facilities Maintenance Supervisor 1.00 1.00 1.00 1.00
Facilities Maintenance Technician 3.00 3.00 3.00 3.00
Field Service Representative 3.00 3.00 2.00 (1.00) 2.00
Fleet Operations Supervisor 1.00 1.00 1.00 1.00
General Services Manager 1.00 1.00 - (1.00) -
CIS Analyst II - 2.00 2.00 2.00
Irrigation Specialist 1.00 1.00 1.00 1.00
Landscape Equipment Operator 1.00 1.00 1.00 1.00
Landscape Maint Crewleader 1 1.00 1,001 1.00 1 1.00
304
City of Huntington Beach
FY 2020/21 Re-Organization
Authorized Full-Time Equivalent Personnel
All Funds
Public Works continued ADOPTED I REVISED
Adopted IDEFUNDED Funded I REVISED DEFUND MOVE DEPT RECLASS I NEW ELIMINATE Temp Fill FT Funded
Title FY 2020/21 FY 2020121 FY 2020121 FY 2020/21 FY 2020/21 FY 2020121 FY 2020/21 FY 2020/21 Positions w/960 FY 2020121
Landscape Maintenance Leadworker 3.00 3.00 3.00 (1.00) 2.00
Landscape Maintenance Supervisor 1.00 1.00 1.00 1.00
Operations Manager - 1.00 1.00 1.00
Maintenance Operations Manager 1.00 1.00 - (1.00) -
Maintenance Service Worker 7.00 7.00 7.00 7.00
Mechanic II 4.00 4.00 3.00 (1.00) 3.00
Mechanic III 6.00 6.00 6.00 6.00
Office Assistant II 4.00 4.00 5.00 1.00 5.00
Office Specialist 1.00 1.00 - (1.00) -
Park Development Project Coordinator - 1.00 1.00 1.00
Pest Control Specialist 1.00 1.00 1.00 1.00
Principal Civil Engineer 4.00 4.00 4.00 4.00
Project Manager 1.00 1.00 - (1.00) -
Real Estate 8 Project Manager - 1.00 1.00 1.00
SCADA Coordinator 1.00 1.00 - (1.00) -
SCADA Technician 1.00 1.00 1.00 1.00
Senior Accounting Technician 1.00 1.00 1.00 1.00
Senior Civil Engineer 5.00 5.00 5.00 5.00
Senior Construction Inspector 3.00 3.00 3.00 3.00
Senior Engineering Technician 1.00 1.00 1.00 1.00
Senior Facilities Maintenance Technician 2.00 2.00 2.00 2.00
Senior Traffic Engineer 2.00 2.00 2.00 2.00
Senior Wastewater Pump Mechanic 1.00 1.00 1.00 1.00
Senior Water Meter Reader 1.00 1.00 1.00 1.00
Signs&Markings Crewleader 1.00 1.00 - (1.00) -
Signs Leadworker 1.00 1.00 1.00 (1.00) -
Signs/Markings Equipmenl Operator 1.00 1.00 - (1.00) -
Stock Clerk 1.00 1.00 2.00 1.00 2.00
Street Equipment Operator 3.00 3.00 3.00 (1.00) 2.00
Street Maintenance Crewleader 1.00 1.00 1.00 1.00
Street Maintenance Leadworker 2.00 2.00 2.00 2.00
Street Maintenance Supervisor 1.00 1.00 1.00 1.00
Survey Party Chief 1.00 1.00 - (1.00) -
Survey Technician II 2.00 2.00 2.00 2.00
Utilities Technology Coordinator - 1.00 1.00 1.00
Traffic Engineering Technician 1.00 1.00 1.00 1.00
Traffic Maintenance Service Worker 2.00 2.00 2.00 2.00
Traffic Signal Electrician 2.00 2.00 2.00 1 1 2.00
305
City of Huntington Beach
FY 2020/21 Re-Organization
Authorized Full-Time Equivalent Personnel
All Funds
Public Works continued ADOPTED I REVISED
Adopted DEFUNDED Funded REVISED DEFUND MOVE DEPT RECLASS/NEW ELIMINATE Temp Fill FT Funded
Title FY 2020/21 FY 2020/21 FY 2020121 FY 2020121 FY 2020121 FY 2020121 FY 2020/21 FY 2020121 Positions w1960 FY 2020121
Traffic Signal/Light Crewleader 1.00 1.00 1.00 1.00
Transportation Manager 1.00 1.00 1.00 1.00
Tree Equipment Operator 3.00 3.00 3.00 (1.00) 2.00
Tree Maintenance Leadworker 1.00 1.00 1.00 1.00
Tree Maintenance Supervisor 1.00 1.00 1.00 1.00
Trees Maintenance Crewleader 1.00 1.00 1.00 1.00
Utilities Manager 1.00 1.00 1.00 1.00
Warehousekeeper 1.00 1.00 1.00 1.00
Wastewater Equipment Operator 5.00 5.00 5.00 5.00
Wastewater Maintenance Service Worker 7.00 7.00 7.00 7.00
Wastewater Operations Crewleader 1.00 1.00 1.00 1.00
Wastewater Operations Leadworker 3.00 3.00 3.00 3.00
Wastewater Pump Mechanic 1.00 1.00 1.00 1.00
Wastewater Supervisor 1.00 1.00 1.00 1.00
Water Conservation Coordinator 1.00 1.00 1.00 1.00
Water Distribution Meters Crewleader 1.00 1.00 1.00 1.00
Water Distribution Maintenance Crewleader 2.00 2.00 2.00 2.00
Water Distribution Maintenance Leadworker 6.00 6.00 6.00 6.00
Water Distribution Meters Leadworker 2.00 2.00 2.00 2.00
Water Distribution Superintendent - 1.00 1.00 1.00
Water Distribution Supervisor 1.00 1.00 - (1.00) -
Water Equipment Operator 4.00 4.00 4.00 4.00
Water Meter Reader 2.00 2.00 2.00 2.00
Water Meter Repair Technician 5.00 5.00 5.00 5.00
Water Operations Crewleader 1.00 1.00 1,00 1.00
Water Operations Leadworker 2.00 2.00 2.00 2.00
Water Production Supervisor 1.00 1.00 1.00 1.00
Water Quality Supervisor 1.00 1.00 1.00 (1.00) -
Water Quality Coordinator 1.00 1.00 1.00 1.00
Water Quality Technician 1.00 1.00 1.00 1.00
Water Service Worker 13.00 13.00 13.00 13.00
Water Systems Technician II 5.00 5.00 5.00 5.00
Water Systems Technician III 3.00 3.00 3.00 3.00
Water Utility Localor 1.00 1.00 1.00 1.00
TOTAL 207.00 207.00 205.00 5.00 4.00 2.00 8.00 200.00
CITYWIDE TOTAL 989.25 1 (25.00)1 964.25 1 984.25 1 (14.00) - 21.50 (26.50) (14.00)1 931.25
Increase(Decrease)in Table of Organization (5.00) Increase(Decrease)in Funded FTE (33.00)
306
ATTACHMENT #7
ACity of Huntington Beach
City Manager
-'` dopted Budget — FY 2020/21
City Manager
Assistant Crty Manager Director of Organ¢aional
Learning 8 Engagement
G
NING
=,th
TIONHInAna�v
S Manager(2) Perscipaive Analyst(2) PerniorAssstant Adant
SUSTAINABILITY CIlY COUNCIL D
LABOR BENEFIT58 RISK RELATIONS RECRUITMENT MANAGEMENT
Commonly Relations Human Resources Manager Risk Manager
OfScer Personnel Analyst Senior(2)
Personnel Assistant(3) IIAR11 ITY
Liabilry Claims Coordinator
Risk Management,Specialist(2)
SAFETY r wr1RKFRc
COMPENSATION
Senior Erik Management
Analyst
307
„ City of Huntington Beach
Information Services
Adopted Budget — FY 2020/21
Chief Information Officer
ADMINISTRATION
Administrative Assistant
\ GEOGRAPHIC
TECHNOLOGY OPEFWTIONS I E
S AND PUBLIC SAFETY SYSTEMS INFORMATION
J SYSTEMS
IT Manag er-Intrdslmaure IT Manager- IT Mana )'er-S terns IT Manager-Operations
(050) Infrastructure(0.50) (�50) IT Man(0.50)ystems
0.50)
Network Systems Admin Senior IT Technician Senior IT Analyst(4) GIS.Maystll(4)
IT Tshnidan 11 Senior IT2)
IT Analyst 11 IT Analyst IV IT Anay5t 1 IV(2)
Senior IT Technician IT Technician 1(2) IT Analyst III IT Ana”11
IT Analys;II
Senor Telecom TechnicianIT Technician IV
308
City of Huntington Beach
Community Development
`> Adopted Budget — FY 2020/21
Director of Community
Development
Deputy Drector of Community ADMINISTRATION Deputy Dreclor of Community
Dewbpment Administratiw Analyst Proolsl DevelDwent
AGminisl atiw AnaF/st Senior
Administratiw Assistanl
Admomialiw Secretary(2.5)
Office Awstant II
PLANNING COMMISSION
C
PLANNING Fc —
UILDNG 8 H3
GEE)
CED
CURRENT&ADVANCE _ODF N�FNT
Pr ANNIND PF B.rld 15N Manager
Code Enbrcement Supervisor Real Estate Project Manager
Planning Manager Guiding Manage Senior Code Enforcement
Plan Check Engneer(2)
Principal Planner Of
Permt S Plan Check Supervisor Officer(2)
Senior Penner(2) Senior Permit Technician(3) Code EnorcemOfficerent Officer II(3)
ss Aociate Planner(4) Cade Enbrcnment Officer 1(2)
Aw=nt Planner(2) INSPFCTIDN Code Enbrcement Techn'Ioan
Inspection Supevisor(2) EC QNQMIC DOZ 1OPM NT
Principal Electnol lnspecbr }jO(J$INr:,J'DB�OMF
Principal Plumoing&Mechanical
Inspector Economic Devebpment Pmlect
Bulldhg Inspector 1/IVIII(9) Manager
Admmistnitiw Analyst
309
City of Huntington Beach
LIO: Community Services
Adopted Budget — FY 2020/21
I Director of Community Services
ADMIMSTRATION PARK DEVELOPMENT
Administrative Analyst Senior ANDACOU 51TION
Administrative Assistant Park Development Facilities
Project Coordinator
FAGLITIES 8 EVENTS PROGRAMS 8 SERVICES
i
Community Services Manager Community Services Manager
Administrative Secretary Community Services&Recreation Specialist
E.L$ISICLG_P-CAMEW SENIOR-SERVICES
Supervisor Parking&Campng Facilities Senior Supervisor Human Services
Community Services&Recreation Specialist Mce Assistant 11
Parking&Camping Ciewleader Volunteer Services Coordinator
Parking&Camp nq Leaiworker Social Worker
Parking&Campng Assistant Senior Services Transportation Coord nator
Senior Services Assistant
PARKING METERS
Parking&Camping Leadworker SE Nl OR RFCREARON
Parking Meter Repair%Von er(2) Community Services Recreation Supervisor
Community Services&Recreation Specialist(2)
RCRSP➢RZS_C9MELEX
Community Services Recreation Supervisor C.ULTURAL.SPRVICES
Maintenance Worker Senior Supervisor Cultural Affairs
Community Services&Recreation Specialist
SPECIFIC EVENT
Community Services Recreation Supervisor CITY OYM&P()OL
Community Services Recreation Supervisor
Community Services&Recreation Specialist
EDISON C.OMMUNIMCENIEE
Community Services Recreation Supervisor
Community Services&Recreation Specialist
MURDY COMMUNITY CEMEE
Community Services Recreation Supe"sor
Comnuniy Services&Recreation Specialist
310
v , City of Huntington Beach
Library Services
Adopted Budget — FY 2020/21
Director of Library Services
Prindpal Libraral
MNIST
ADa BUILRATION gFAF YPROGRAI.S ANG =UMBLUINCI SUPPOR SERVICES
8 BUILD NG
MANAGEMENT
ADMINISTRATIOjy' Senior Librarian Senor Librarian Senior Librarian
AdminisarabW Assistant
Volunteer Services Coordinator CHIT DRFN'S I IRRARY PUBIC SFRVI('FS .TECHNICAL SfJMCES
Librarian(2) Librarian(2) Librarian
FAQI ITV REbE AI S Library Services Clark(3) Library Sen•ices Clark(2.5) Library Services Clerk
FACILITIES MAINTENANCE ADULT I ITFRACY ACQUISITIONS
Library Specialist Literacy Program Specalist(2) Amounting Teclnidan II(2)
SECUR LIBRARY RR1,NCHFS C1BC.ULARO31
Media Services Specialst Senor Library Specialist
B&YCllNCi
Library Specialist
OAKVIF\N
Library Specialist
HFI EN M.IRPHV
MAIN TREEI
Librarian
311
City of Huntington Beach
09 Finance
Adopted Budget — FY 2020/21
Chief Financial Officer
Assistant Chief Financial Officer
ADMINISTRATION
Administrative Assistant(1.5)
ACCOUNTING SERVICES BUDGETMANAGEMENT REVENUE SEFNICES
Finance Manager-Accounting Finance Manager- Budge; Finance Manager-Treasury
GENERAL ACCOUNTIM BSJDiGEI Adminiszndlve Analyst(0.5)
Principal Finance Analyst Principal Finance Analyst
Senior Amountant Senior Finance Analyst(3) Amounting Technician
ACMUNTG PAYABLE PEO.GL Supervisor
or(2) I
Senior Accounting Technician Buyer(2) CASHIERING
Amounting Technician II(2)
RFPROC:RAPHIC Amounting Tecnician II(2)
S
PAYROLL
Arf(NIIv'TCRFIQN ARI FI
Payr00 Specialist CO MAIL I L FCTICHJS
Senior Payroll Technician(2) Amounting Technician II
MlINIGIPAI SER.IICES BLLSINESS-llCFlNlSE
Senior Amounting Tecnician
Amounting Tec Ynidan II(2) Business License Supervisor
Senior Accounting Ternnician
Amounting Technician II(2)
Field Service Representative
312
City of Huntington Beach
Fire
Adopted Budget — FY 2020/21
Fire Chief
FIRE PREVENTION ADMINISTRATION EMERGENCY RESPONSE MARINE SAFETY
Fire Division Chief ADMINISTRATION Fire Division Chief Marine Safety Division Chief
Administrative Secretary Administrative Analyst Sr(2) Marine Safety Lieutenant(3)
Administrative Assistant FIRE SUPPRESSION Marine Safety Officer II(10)
PROGRAMS Accounting Technician II(2) Fire Battalion Chef(3) Administrative Secretary
Fire Marshal Of oe Assistant II Administrative Fire Captain(2)
Fire Protection Analyst(2) Fire Captain(27)
Fire Prevention Inspector (3) CENTRAL NET OPF$9ILQNS Fire Engineer(27)
Senior Permit Technician AUTHORITY Firefighter Paramedic(42)
Administrative Aide Fire Training Maintenance Firefighter(12)
Technician
C: RTIFI� FD UNI(� Administrative Secretary TRAINING
PROGRAM AGENCY Fire Battalion Chef
Fire Prevention Inspector Administrative Fire Captain
Administrative Secretary
EMERGENCY MANAGEMEN
$HOMELAND AND SECURITY
Emergency Services
Coordinator
HAZMAT RFS, PONSE
Fire Captain(3)
Fire Engineer (3)
Firefighter Paramedic(6)
FMFRGENCY MEDICAL
4 RVI R P.FIR M D
ADMINISTRATION
Fire Battalion Chef
Fire Medical Coordinator
Emergency Medical Services
Coordinator
EMERGENCY TRANSPORT
PROGRAM
Ambulance Operator(30)
313
City of Huntington Beach
Police
Adopted Budget — FY 2020/21
Police Chief
PROFESSIONAL TRAINING
Administrative Fssstant Assistant C hief of Pol ice STANDARDS
Police Sergeant
Police Lieutenant Poi O
Police Officer
Police Sergeant(2) Police Services Specialist
Police off cer
COMMUNITY SUPPORT
Community Relations
Specialist
UNIFORM INVESTIGATIONS ADMIMSTRATIVE ADMIMSTRATNE
OPERATIONS SERVICES
Police Captain Police Captain Police Captain Administrative Services Manager
Community Services Officer
PATROL INVESTIGATIONS FACILITIF6
Police Lieutenant(5) Poice Lieutenant Facilities Maintenance Creweader ALARMS
Police Sergeant(13) Police Sergeant(3) Poice Services Specialist
Police Officer(119) Police Officer(22) HUDGET
Police Recruit(4) Forensic Systems Specialist Administrative Ana"Senior RACKGROUNDMIRING
Community Service;Officer(4) Crime Analyst Accounting Tec moan Police Officer
Crime S cene Investigator(2) Police Services Specialist
Community Services Officer(4) PAYROL COMMUNICATIONS
TRAFFIC Account Technician II(2) Police Communications Manager
Police Lieutenant NARCOTICSMCF Communications Supervisor(6)
Police Sergeant(3) Police Sergeant JAIL Communications Operator(18)
Police Officer(18) Police Officer(6) Detention Administrator
Police Records Specialist Police Services Specialist Detention Shill,Supervisor(4) PFRCONN
Community Services Officer(3) Community Services Officer Detertion Office,Nurse(4) Principal Personnel Analyst
Detention Officer(9) Police Services Specialist
AIR SUPPORT IA TACK FORCF
Poice Sergeant Policeofficer PROPERTY AND EMnFNCF
Police Officer(6) Property and Evidence Supervisor
Senor Helicopter Maintenance RN'4P TACK FORCF Property and Evidence Officer(3)
Technician(2) Police Sergeant
Police Officer
PARKING ENFORCFMFNT RFCORDS
Parking?raRc Control Supervisor CRMF I AR Police Records Administrator
Parldng/Traf is Control Officer(16) Police Pholo4magog Specialist Police Records Supervisor(3)
Latent Fingerprint Examiner(2.50) Police Records Specialist(11)
SPECJAL.ENFO M NT Police Services Specialist Police Records Technician(5)
Police Sergeant(2) Police Services Specialist(5)
Police Officer(8) Po ice Systems Coordinator
(',TFFI.A_N_(.S
Police Sargent
POEM Officers(6)
Police Lieutenant
314
w City of Huntington Beach
Public Works
Adopted Budget — FY 2020/21
Director of Public Works
FON.INSTRATIOh
Props Narager
ncnwc :o nA Ts
Senor Aao.arg eorrvoan
4¢oun3n5 TKTY®r1 II
AtlnCti. acreorn,t
ENGNEERINv TRANSPORTATION UTILITIES M NTENANCE OPERATIONS GENERAL SER'JICES
Cay Erginev Tarrs Mrxxl Mamgm Ut3xs Nanager Mantenanm 0mraawa Manager Gereral Serx:.Maruger y
C II C r GNQhGGRINa"I WATER4 cGKCR AnMIMSTRA➢ON SON NANCG WINICTRATION GEmE$ALSF$Y1�..E.0 Pp
CON..IB_!'llOfi.sf.rINEEH4YG F.f'MiS^a0'R Pre vSeruor
CCn r rjm Naragar Pw PaICMIEiraet(r C ACrtatiaTapve AnaMretar, r eE M,hIBTRATION
Senior Cu,,,ey mM enspeaa(]) Senior Tra'R Ergirlem 12) 'I.Fe Cons a Ron Caoralnad F wnttag T SecCary ra.Sa braxnenmi tair l
Suney Party Chief Tra!!e E�gneK:rg Te.ni®n FeC SerNce Repremr.:dhe AEcouning TKMloan II Feu Sense Represerra•.Ae
Surmy Temruton It(2) SCADRCmana:w IXflm Asnuant ll Ofim Assaaan111
Gw.1raC AamineUad(3) S[GhAI $U.HZMAIhi N'G SCAIJA TKNL.1
imffcS na ht Cn*eNaaer Warrnousekeemr .L5NC6:.6PES'AIN"EN..A.W �'�E�N> I=NfxYrc
Cwstnctron In E ummenl Su
apeaw ll Tratlu inz SerEleonoa:121 R oDar Asmdnl Lanaaroe Mantenanm SupenSn Fbet .. apom,u ter d
QESLGN.EILGNFFRitr irz'k N41n:SermVJwkm(21 _ S;o it Dark LaawG oManinaeDCfar(3) EQunlAto Mani C:.w rer(3)
Admeris;.a5se Seo1(2) Lanasmm Man;.Le re Opeer o, Eau.l Man:Leacavrker(3)
Send One Engneer(]) Eaupmen:SuGPw Asasar.:
Send Engneenng Tmirnlaan B1GN1a7-NANCE'S O!Sm Assls:nm 11121 LaMuape MPnerualmt r
y�{IsNAN E Pam Conw151,eoale: Memanu 111161
CE'fG1t1IGNi,L{('iIIF.L�y[{A Y•'AT RPRJF' raIAI IT Ir aLwS MCCu'1ic 11(<I
S9 s 8 Marvngs CreMeaaer ry pKalsl
�s le�eor'+er Y.3:erPmauarm SuperAsor
Saw
0,1ErE er(2ee, rku Gaam, a,r MAIN,EIvfiN.r'E
Senor OHl FJrgnttr Rl S9^.vNarkrgs EauiGoer.:Coera�r V;er OGeretns C,Mr' at( a Mavens"SN lfE
'/.2ter OGe2GJ11e lPRaweAer(2) Tare Man;enaMB$UDerv.Wr FrCIfgS Maln•AWnce Sl:.2 nr5IX
CrAl IlNneerng Asss:am Fit es M Main;v,e TGrae e oer(2)
vhter Sycets Ted or.111(5) Tract Maniarurim Crmwker
Y'.2;m Sysems T[tldciar.Il(51 Tree Nan;enanm Leaard'eer Fxices Main:eance i earnicar.(31
WATER AtC SBWR Enctsn
`Nn NEERI143 V2terOwky Supenaw Tree Eaud'anl Cvereor(J) S Fxlees Nain:sance Temru'oan
P:vgPal Cml Engnem(2) me,away Co onto, Man:emwe Sen a ate%brr
_ Cass Camectcn Carsrol Speoalst(2)Cml Esgnee lcg Ass50n; VM:er Cua6y Tec oan SIFSE�SI In7 MAI I-N mnrsa
A .te Civil Englnee ATER O RI
IC- PI RI(N.'ME-ERc StreetMainmrarceCrexaaao
Asaritan;CHI Englnear ,V4ter OLsailxw,S..,. Street Main'mrame LeabvMm(2)
Water on:Man;Cnn We (2) Scee Ewjorers Operator(3)
SLORatnml eec.I Y Nante ,,m So eV4W (6)
Emiromnena15ernae Manger VS:ee Ds;MCes Omneaoer
Err,,e .G Ane AcArh M Acme Ennrpvrenal Soeaab;121 Vataf Oct:Mani LeaCeKawer(5) rrG
VMWC 1Wt.leaca er(2) Behr 0.1mrla Sumrnaa
vine,E.,,,, nOaea:Mr(4) Beam Manienarrm CreMmae,(2)
1'2;erSence VMer(1J) S'.Fatlees Mainteranm Tecr n
`i.3ter Me;m?aMirTxnrwan l5l Bead Eauorent Omaipr(3)
Sturm Water Meter Reaaer Elea.Man:erranm Serum V.bner
Fat SenCe R[GlCaer.'a:M
%Va:m Meter Peaaer(2)
Aat.,UV TKtrvMn 11
V.'a:m UJCy LKa=
V A TF ' TFR
L`hfn'a:er Superuor
Wsi.ia, mLCrcMeaaer
Wasewater u,,Leaawr'ar(3)
V.aw Vr m Eau Mont OGm ma(5)
arl
SendW .tar;m,p Me IAorix;
V.'aster Ma Puny Me VAt
'i ras:C.ramr Mani.Sense Nbaer(])
315
ATTACHMENT #8
City of Huntington Beach
City Manager
Revised — FY 2020/21
City Manager
Assistant City Manager
Su%ainabbry c-ay Council Support Public lnfonna;im
ADMIMSTRATION
As Vant to the C ty Manager
Principal Administrative Malys;(2)
Adminisrative Assistant
Adminivmtive Secretary(0.5)
Community Relations Officer
316
City of Huntington Beach
Administrative Services
- Revised — FY 2020/21
Director of Administrative
Services '
Deputy Director of Admin
Services
INFORMATION SERVICES
HI kM-N RF$rY_IRCF$ Chief Infomtation Officer
Humar Resourms Manager Senior IT Manager
Adminivrative Assistant
RISK I t DEPARTMENT LABOR INFRASTRt_IrPJRG Aop�O�R
�MENT IADMIiVSTRAiION SERVICES RELATIONS IT Manager IT Manager
Risk Manager Senior hR Anal Principal Personnel Ana w NeM rk Systems Aamin
�9 Y5N =al
t(3)Risk Maragement PersonnelAsssan;(2) Senor Personne Fnatyst IT Aralys II ISpeciat¢t Adminis'u ve Assiscant Personnel Awmant(2) Senior IT Technolan(2) lIT TeUmoian I(2) (2)IT Technician III II
Senior Telecom Technician
'Defunded positions: Director of Administrative Services
317
City of Huntington Beach
Community Development
Revised — FY 2020/21
Director of Community
Development
Deputy Drector of Community Deputy grec[ar of Community
Devebpment Devebpment
ADMIMSTRATION
Principal Administrative Analyst
Senior Administrative Analyst
GIS Analyst 11
Admini;I-live Pss nt
ArImini=Iive Secretary(1.5)
cc::: DEVELOPMENT SERVICES COMMIWITv ENFWNCEMENT
PI ANNINflNIER R II DIN.
PERMIT Plan
�(N ICJp� f'.e En ENFORC FMFNT
Punning Manager pernit 5 Pun Check Building Manage' Housing Manager Code Enbrcement Supervsor FCONOMIn
Prnapal Fanner Manager Pun Check Eng neer 1(2)* Admnistrative May st Senior Code Enforcement 11Ft'EI OPMFNT
Senior Penner(2) Senior Permit Inspection Supev P,dministrative Aitle Officer(2) Economic Devebpment
Associate Poanrer(al' Techrican(4) Prnapal Electoral lnsp Code E nbrcement Officer 11(3) Manager
A —.'Planne(2) Principe Plumbing Code Enforcement Officer 1(2)Mechanical InspectAdm,ewr ive Code Enbrcement T1(0,5)an
Building InsoeCor NIIIISeaeury (0 Office Assistant II(p.5)
Defunded positions:Associate Planner(1), Plan Check Engineer(1), and Building Inspector II (1)
318
City of Huntington Beach
Community & Library Services
Revised — FY 2020/21
F17rIct",
Community & Library Services
Deputy Drector of Community
&Library Services
ADMINISTRATION
Administrative Analyst Senior
Administrative Assistant
Administrative Secretary(0.5)
C::EIES 8 EVENTS PROGRAMS 6 SERVICES LIBRARY 8 CULTURAL SERVICES
Community Services Manager Community Services Manager Community Services Manager
Administrative Secretary(0.5) Community Services&Recreation Specialist CLILTURAI SERV.CES
SENIOR S RVI FS Senior Supervisor Cultural Affairs
P66KlUG� P�CAMMG Community Services&Recreation Specialist
Supervisor Parking&Campng Faalaies Senior Supervisor Furman Services
Parking&Campng Crewleader Office Assistant II LIBRARYSEEWCES
Parking&Camping Leadworker Soaal Services Supervisor Principal Librarian
Parking&Camping Assistant Volunteer Services Coordinator Administrative Assistant
Senior Services Transporation Coordnator Volunteer Services Coordinator
PARKING MGTF RS Senior Services Assistant Library Specialist
Parking&Camping LeWworker Media Services Speciai st
Parking Meter Repa r Worker(2) SENOR RECREATION
Community Services Recreation Supervisor YOUTH R FAMA Y PROGRAMMING
SEECIFJC_EVENIS Community Services&Recreation Specialist(2) SERVICES
Comnuniy Services Recreation Supervisor Senior Librarian
Community Services&Recreation Specialist CITYGYMB.LNJOL Librarian(2)'
Comnuniy Services Recreation Supervisor Library Services Clerk(3)
FACII ITY RE NTAI S Comnuniy Services&Recreation Specialist
Comm-miry Services&Recreation Specialist PUBI IC&COMMt INITY ITR A Ji
EDISON COMMUNITY CENTER CERV10ES
RCP SPORTS COMPt Fx Community Services Recreation Supervisor Senior Librarian(2)
Community Services&Recreation Specialist Librarian(2)
MIIRDY COMMUNITY CENTER Literacy Program Specialist(2)
Library
SupervisorLib
unity Services Recreation Supervisor Specialist
Community Services 8 Recreation Speaalst Library Services
Cllerkk
(2.5)
TFCHNO1 OrYA SI IPPORT RFRVICF
Senior Librarian
Librarian
Library Services Clerk'
Senior Library Specialist(0.75)
Amounting Tectnician II(2)
Oefunded positions: Librarian (1), Library Services Clerk(1)
319
,. City of Huntington Beach
Finance
Revised — FY 2020/21
Chief Financial Officer
11
Assistant Chief Financial Officer
ADMIMSTRATION
Adminisuatiw Assistant(1.5)
Senior IT Analyst
ACCOUNTING SERVICES BUDGETMANAGEMEM REVENUE SEFZVIrES
Finance Manager-Amounting Finance Manager- Budget'
Finance Manages—Treasury
GENERAL ACCOUNTING BUDGET
Principal Finance Analyst Administrative Analyst(0,5)
Principal Finance Analyst Pi �
Senior Accountant Senior Rname Analyst(3)
Amounting Technician
ACCOUNTS PAYABLE PROCUREMENT Supervise
Senior Accounting Technician Senior Buyer
Accounting Technician It(2)' Buyer CASHIERING
Amounting Teclnician II(2)
PAYROLL REPROGRAPHICS
Payroll Specialist ACCOUNTS RECEIVABLE/
Senor Payroll Technician(2)' MAIL COLLECTIONS
Amounting Technician II
MUNICIPAL SERVICES
BUSINESS LICENSE
Senior Amounting Technician
Accounting Technician II(2) Business License Supervisor
Senior Amounting Technician
Amounting Technician II(2)
Field Seance Representative
'Defunded positions: Finance Manager-Budget(1),Accounting Technician II(1).Senior Payroll Technician(1)
320
City of Huntington Beach
EEO: Fire
Revised — FY 2020/21 DI
Fire Chief
Principal Administrative Analyst
PROFESSIONAL EMERGENCY RESPONSE MARINE SAFETY
STANDARDS
Fire Division Chief Fire Division Chief Marne Safety Division Chief
COMMUNITY RISK FIRE SUPPRESSION Marne Safety Battalion Chief(3)
REDUCTION Fire Battalion Chef(3) Marine Safety Captain(12)'
Fire Marshal Fire Captain(27) Ocean Lifeguard Specialist(3)
Deputy Ere Marshal(2) Fire Engineer(27)
Fire Prevention Inspector II (3) Firefighter Paramedic(42) Administrative Secretary
Firefighter(12)
CERTIFIED UNIFIED
PROGRAM AS E NC TRAINING
Fire Prevention Inspector II Fire Battalion Chef
Fire Prevention Inspector I Administrative Fire Captain
ADMINISTRATION EMERGENCY MARAGFMFNT
Administrative Analyst Sr(2) A HOMFI AND S IRITY
Accounting Technician II(2) Emergency Svcs Coordinator
Office Assistant II '
Administrative Fire Captain HAZMAT RESPONSE
Fire Captain(3)
Administrative Secretary Fire Engineer (3)
Firefighter Pararredic(6)
EMERGENCY M DI .AI SFRVICFS
&FIRFMFn ADMINISTRATION
Fire Battalion Chef
Fire Medical Coordinator
Emergency Medical Services
Coordinator'
Administrative Fire Captain'
FMFRGFNCY TRANSPORT
PR .RAM
Ambulance Operator(30)
CFNTRAl NFT OPFRATIONS
Al ITHORITY
Fire Training Maintenance
Technician
Administrative Secretary
Administrative Aide
'Defunded positions: Office Assistant(1),Admin Fire Captain(2), Emergency Medical Svcs Coordinator(1). Marne Safety Captain(1)
321
N City of Huntington Beach
Police
Revised — FY 2020/21
Police Chief
Assistant Chief of Police
PROFESSIONAL
PdminisUative As552ant w
COMMUNITY SUPPORComvrunity Relations
Specialist(2)
Community ReWtbns
Officer
UMFORM INVESTIGATIONS ADMINISTRATIVE ADMINISTRATIVE
OPERATIONS SERVICES
Police Captain Police Captain Police Captain Admit Svcs Division Manager
PATROL INVFSTGATIONS FACILITIES Police Support Services Manager
Police Lieutenant(5) Police Lieutenant(2) Facilities Maintenance Cre\Neada Community Services Officer
Poice Sergeant(13)' Police Sergeant(3)
Poice Officer(119)' Poice Officer(22) RlDGET At
Police Recrut(4)' Forensic Systems Specialist Administrative Analyst Senior Police Services Specialist
Community Services Officer(4) CnmeAnalyst Ancountng Tectnician II
Came Scene Investigator Police Services Specialist RA .K •R�INC
Community Services Officer(4) PAYROIt Police Officer
TRAFFIC Account Technician II(2)
Police Lieutenant NAR(X)TICSM(:F COMMIINIC'ATIONS
Police Sergeant(3) Police Sergeant ,TAIL Police Communications Manager
Poice Officer(19)- Poice Officer(7)• Police Sergeant Communications Supervisor(6)
Community Services Officer(3) Poice Services Specialist Detention Shift Supervisor(4) Communications Operator(18)-
Community Services Officer Detection Office.Nurse(4)
AIR.SIIPPORT Detention Offica(9) PFR4(1NNF1
Poice Sergeant OCIAC TASK FORCE Principal Personnel Analyst
Police Officer(6) Poice Officer Police Services Specialist
Senor Helicopter Maintenance
Technician(2) RNSP TACK FORCE PROPERTY AND FVInF:N('F
Police Sergeant Property and Evidence Supervisor
PARKING FNFORCFMFNT Poice Officer Property and Evidence Officer(3)
Par)ingfTraffic Control Supervisor
Parking(Traffic Control Officer(15) F I AR
Latent Fingerprint Examiner(2) gprnR
SPFCIAI ENFORCFMFNT Police Records Administrator
Police Sergeant(2) Poice Records Supervisor(3)
police Officer(8) Police Records Specialist(11)
Police Records Technician(5)
C TF/.AN c Police Services Specialist(5)
Poice Sergeant Police Systems Coordinator
Police Officers(6)'
Police Lieutenant' INFORMATION TFCHND1 OGV
IT Analyst IV
IT Analyst 11
IT Technician IV
Defunded positions: Patrol-Police Sergeant(1),Officer(4), Recruit(4):Traffic Police Officer(1):ParkingfTraffc Control Officer(5):
CTFIGang-Police Officer(2). Lieutenant(1): NarcoticsNice Police Officer(1),and Communications Operator(1)
322
City of Huntington Beach
Public Works
�`-,,. Revised FY 2020/21
Director of Public Works
MaNTEN-ICE OPERAnoNs
ANDGENEMLs ERJICES UTILITIES ADMINSTRAnON Deputy Dire:w of Public Works
00era:om Manager Vti'aes Manager Acm tiC.atrs Skcs Nawper
AannNaare secreary yJATFR4ccy`.FR nMIN�'RARON SmnrA Anna,,,Anays:121 T.PANSPORTAnON ENGNEERI.NG
STREF i MAINTENANCE :'•�:tt Cmsenam Coortlinea Abmia wFlWys;
"Arelouseieeper Senn:A o=,Tema.,
street M.M:aia%e suµwsor Sod,derv.42) 4¢xart g Tectru®n II
Sues Naiirmarce Crewe. Aolmisrx.Iw Swear,, wJaroil:t Transpor,Y.a:Mange, Cry Egiree
street Maim...e Lean Oer 12) Aam wSecretary
Street Eatllaaen Ox 1.131' $CADAL%5.L5UaEY Fieb Service Rearesematne FNgklRFRINGICT CONc-RtMC14 FN JN'FFRIN:
Maraeraive Sernce VA (5) Utfil s Temtology Cocrtlnabr Coale E nWmnem Oter l P m,aal Cml Ergiaer Cons7=aoa Manager
SCADA Temnioan Cf. A stem 11(5) Senor T,.ft E,r,eer(2) Se"°r G,a,ua im lnslxeu(3)
.La,OSWE PItE NAu-._ Surmy Temixe,II(2) Cwutnn Ins,,ecv II
Lanauape Ma"nanro Sup ,sor GIS Anarys 11(2) TIaTc Ergneen:g TeOlrvmn sComae J .narxor(3)
Lavemae Manellea:e Cre Ieaoe,
sICYAI 4 r KiiTR MAINTFNAe,
L Lark, per Man'.mea0br(3)' 1"!AT[R PR'1r11fTr�fi iagc SgraLLgtn Cnwhader nF�r,�N FurJNFFRll1:
LaN•2pe ERNprMm�era:u We"P==crr Superasa Tray Sgnal Eleannm(2) Rnnpal CrAl Engneer
Pes email speowls rater Oxrahm.Creweaee: Senor 0,1E nee,12)
ia'5a hgrts Servo NAu'+er 121
I:yaam.spaais: 5'h:tt OzrY.rnstaaCxRMttl21 Sgrn Leaaxw+er' Park De.ebmen:P.gee
T FF�MAINTEµ.t F VAttter Sysera ieoalnan 111(3) Cmranator
Tlee Manera,ee Sum,. V,Y,w Syamr Temnnan 11(51
Tree Mi n:erat.Crekleale, —Y-E CEMENLE!,CMFERnG
Tree Mar„mane Lea l,ar VIATFR nICTgnImoN I Vizr l Rmaal Chit E•gr
Tree Eaupmem owner(3)' 2 Al Iii Sena GaI E:gneer(2)
W w D...,w"supennerwent Real Esa:e 4 pro Naragw
Nar.:enave$enxe\'bM1er(21 VA;er Ds:Man Cmvleaoer 12) Sever Erx; e N Tem,oan
?EACH MLANrFNLWE V.21tt Do:Meter,Geweaael Cml EngnoersgA o:an;
Beam Ole,aums Super. Engneereg Aeie
Beam.May.n ,xe Crdteace,(2) I were,Dot Mate.Leaow ,e,(6) V.'ATFR AND SR-FR
Sr Fwives Main:arareeTemnlaanl2l Vraw Do:Metes amc,,er(2) FNCJNFFRIK:
Beam EONOneat 0oe18tor(2) Water Eaamlen Operetta,l0 P.nopal Gnl E•gbeer
Beam Mameraw Serace VV a, Vote,S mioe NA ker(13) Series Ovil Engnee,
WY.e,Me:c,Repair To:oruoan(5) Associate Crvi Engineer
nE�y:JNMWCF Serve,tVater Meter Re. A ozam Crvi Engineer
Flee:Cpera;lms SJpe sor Help Ser n.Pew.,eaV+c Curt E,,, a ag Asssare
Ecup(&o Main Creweaatt(2) VAxtt Meer Peace,12)
Eaob/Aao Man Leaoeor:er(3) Accwmtg Tectn®n It HOEMYilu3QUALM
Eci mt suapw:Aswan 'Aba,r Utley Loca:a En•nronmeral Setwe Maagtt
Me a.III(6) Vhttt Ouatry SupeNes• Aamn,EnrrpYnente Soeoafe:(2)
Memann 11(3) Vikeer Queer,Cuoraratu
W2:tt OuaBy Temnoan
EACUTV AAIME,MM Cross Cmr "Co erd speoast(21
Fsiies Maimetance s,m11 Ka I
Faasles Maint CmIeaoer(2) pIACTN IER
F.In Mzln;eance TaCw®n(3) 'J.ase.aer Sup .
Eoc:.., I Vl&g ae,Opal co rleaoer
VtaSmw..,Oy Leaa+ar'.er(3)
\"Ja9 .,Ewarrenl Omramr(5)
senior V.55ewle.,Pump Memanc
W'Vewa:er Plane Mem.
ma.aa r serrix Vb ker(7)
Defunded positions: Landscape Maintenance Leadworker(1), Signs Leadworker(1), Street Equipment Operator(1),Tree
Equipment Operator(1),and Water Quality Supervisor(1)
323
City of Huntington Beach
City Budget Update &
Reorganization Plan
November 2, 2020
NUNTINGTON 6E ACX
SUPPLEMENTAL
COMMUNICATION
Meeting Date: li/2/ 2l1Zo
City Budget Update
• On June 29th, the City Council approved the FY 2020/21 Balanced Budget
$21.03 M in General Fund budget cuts were identified to address an identified $20 M revenue shortfall
• In addition to identified budget cuts, the City Council authorized the implementation of a Separation
Incentive Program (SIP) to facilitate a reduction in staffing levels
• Concurrent to the SIP being developed, staff has also been working these past few months on an overall
Citywide restructuring plan
• Based on the results of the SIP, coupled with the proposed Citywide reorganization plan,
our FY 2020121 GF budget is now balanced!
• If the reorganization plan is approved by the City Council, staff projects that we'll finish the current FY
2020/21 with a $550 K surplus
• Of note, the reorganization plan does not contemplate any additional employee /staffing/salary
impacts, and maintains all existing external service levels
Summary of Proposed Reorganization Plan
• 97 individuals participated in the Separation Incentive Program
• In total, the reorganization plan contemplates reductions to the City workforce by 33 positions
• The proposed restructuring plan will result in no service level impacts
Larger scale reorganization in the Public Works Department
• Community Services and Library Departments will merge into one operation
• IT and HR operations will be combined into a single Administrative Services Department
• Additional operational adjustments for our Community Development, Finance,Police and Fire Departments
Use of 960 program to bring back retirees in our public safety operation
• Estimated General Fund savings of 6 M in the current year and increased savings in
subsequent years
• An overview of departmental changes is included in the following slides
City Manager Office
Move Human Resources function to a new Administrative Services Department
Position Reductions Additional Adjustments
Director of Organizational Learning Reassign Assistant to the City Manager (1)to the
and Development Administrative Services Department
Position Additions
• Administrative Secretary—0.5FTE
offrEstimated Net General Fund Savings
Adopted FTE Net Change Revised FTE FY20/21 FY21/22 FY22/23+
9.00 -1.50 7.50 $246K 5369K 5369K
City Manager
Table of Organization - Current FY 2020121 Adopted Structure
urn
T
5
City Manager
Table of Organization - Proposed FY 2020121 Reorganization
:M1 Yny
rrnq YY�
rr�wgrry.
Wr�ti�
��tirw�A
6
Administrative Services Department
Combine HR & IS operations into a single Administrative Services Department
Posgion Reductions Additional Adjustments
• Liability Claims Coordinator • Move Assistant to the City Manager from City Manager's
• Senior Personnel Analyst Office and shift to Deputy Director of Administrative
Services
• Senior Risk Management Analyst • Exchange Risk Management Specialist for Personnel
• Senior Info Technology Analyst Assistant
• Upgrade IT Manager-Operations to Senior IT Manager
Position Additions • Reassign 7 IT positions to support department specific
• Director of Administrative Services Public
(Community Development,Finance,Police,
Public Works(
Adopted FTE Net Change Revised FTE FY20/21 FY21/22 FY22/23+
43.00 -10.00 33.00 S560K 5840K 5840K
Information Services Department
Table of Organization — Current FY 2020121 Adopted Structure
�ORIYY�•Rb J
IORt16ARq
Irr lYtl�
4 aoauwrt
re ManDwon M+da 1 r algrlaawq ryRc yVanaMr[Ra 1{ tYOIMT�OR 1
f t I arartRa
iliT_NYY YYY�A R�_ R1Y�46� �T��R
�wR+�4! Ytt R�`Rr'R r�RR✓♦Rh �t•I�R�.�ytl t•MRaN
aw mr.ar rt+�.ar�a rtw� R� a
A.aR
a.w aw...uwar it wwr,w
8
Administrative Services Department
Table of Organization - Proposed FY 2020121 Reorganization
oraw.rrww i
o�.rro..r.•rw
aw+a
,r,w rrtWT
`�r n..u..n•.r.r.rr wwrrre w�yii
nryyno
w r�r•�. �..r.
9
Community & Library Services Department
Merge Community Services and Library Services into one operation
Position Reductions Additional Adiustments
• Community Services Recreation Supervisor • Rehire 3 retirees as 960 employees to fill permanent
• Maintenance Worker positions temporarily to realize savings and address
business continuity needs
• Director of Library Services • Upgrade Social Worker to Social Services Supervisor
• Librarian • Exchange Library Specialist for Community Services
• Library Services Clerk & Recreation Specialist
Position Additions • Move Park Development & Facilities Project
• Community Services Deputy Director Coordinator to Public Works
Community Services Manager— Library&Cultural
Services Division (underfill Library Services Director)
Estimated Net General Fund Savings
Adopted FTE Netchange Revised FTE FY20/21 FY21/22 FY22/23+
64.25 -4.00 60.25 $339K $536K S536K
Community Services Department
Table of Organization — Current FY 2020121 Adopted Structure
owrw�yr�.
I�I
1�
7
11
Library Services Department
Table of Organization — Current FY 2020121 Adopted Structure
OIdNIY�yfwu
•.� ) l��MY� �1MrvW�lin �w'O�
�I®6b ��1�� yY�Y��✓�. rN4Y�
ff�1-1.'EY�V � pl�Y�r�OQ
lrrlC
YY4L�
.ram
12
Community & Library Services Department
Table of Organization — Proposed FY 2020121 Reorganization
13
Public Works Department
Large-scale reorganization in Public Works
Po54wn Reductions Position Additions Additional Adustmenls(continued)
• Accounting Tech II • Administrative Analyst • Reclassify SCADA Coordinator to Utilities
• Beach Equipment Operator • Deputy Director of Public Works Technology Coordinator
• General Services Manager • Rename Office Specialist with Office
Assistant ll
• landscape Mamt Leadworker Additional Adjustments . Downgrade Equip Support Assistant to Stock
• Mechanic II • Rehire 6 retirees as 960 employees to fill Clerk
• Signs&Markings Crewieader permanent positions temporarily to realize Add 2 GIS Analyst II from Info Svcs
savings and address business continuity
• Signs Leadworker needs • Add Park Development Project Coordinator
• Signs/Markings E ui 0 rator from Community Services
Equip De Upgrade Maintenance Ops Manager to
• Street Equip Operator Operations Manager • Add Real Estate&Project Mgr from
• Survey Party Chief • Upgrade Project Manager to Admin Community Development
Services Manager • Realign certain GF-funded positions into
• Tree Equip Operator g
• Water quality Supervisor Upgrade Water Distribution Supervisor appropriate restricted funding sources to
to Water Distribution Superintendent perform program eligible services
FY 20/21 Total Funded Department FTEs Estimated Net General Fund Savings
Adopted FTE Net Change Revised FTE FY20/21 FY21/22 FY22/23+
207.00 -7.00 200.00 $3.5M $5.2M $5.2M
Public Works Department
Table of Organization - Current FY 2020121 Adopted Structure
Ad
�cr
�c
:sue
~� IS
Public Works Department
Table of Organization — Proposed FY 2020121 Reorganization
IMF..
MMw
16
Finance Department
Institute several modest operational adjustments
Position Reductions Additional Adjustments
• Finance Manager— Budget • Upgrade Buyer position to Senior Buyer
• Accounting Technician II - AP • Upgrade Senior Accounting Tech to Accounting Tech
• Senior Payroll Technician Supervisor
• Add Sr. Info Tech Analyst from Information Services
Dept to support Finance technology needs
r1Vrr-M1VTT;FrR=, 021 Estimated Net General Fund Savings
Adopted FTE Net Change Revised FTE FY20/21 FY21/22 FY22/23+
33 00 -2.00 31.00 $75K 5112K $112K
Finance Department
Table of Organization — Current FY 2020121 Adopted Structure
I.��AM•��01r
�Y�Ib1Y11a
•r .�i w� r.nr.r.0
.tea r
MEW"
r.ti •
_Nutmr.�
i8
Finance Department
Table of Organization — Proposed FY 2020121 Reorganization
crxrwarorr
•�+a+rra�rr
w.�r nn
•wo-arr aenm awelrYnraersr i ieve.a xavres
� Fr fd�6
1P�l.1�+i+m
arm
..r�w�i+��ppm• � w�.
rr rrw�r.
19
Community Development Department
Redirect vacated resources to enhance housing, ED, and permitting functions.
Position Reductions Additional Adjustments
• Associate Planner • Rehire 3 retirees as 960 employees to fill permanent
• Building Inspector II positions temporarily to realize savings and address
business continuity needs
• Inspection Supervisor • Upgrade Permit& Plan Check Supervisor to Permit&
• Plan Check Engineer Plan Check Manager
Position Additions • Add a GIs Analyst II from Info Svcs Dept
• Administrative Aide • Move the Real Estate& Project Manager to Public
• Economic Development Manager Works
• Housing Manager
• Senior Permit Technician
Estimated Net General Fund Savings
Adopted FTE Net Change Revised FTE FY20/21 FY21/22 FY22/23+
51.50 0.00 51.50 $119K $179K $179K
20
Community Development Department
Table of Organization - Current FY 2020121 Adopted Structure
otw►,wr
ttwYo.rrr�, gyo�r�...y
tr�rrt
�� ,nti�ltwi�
t�0Y4mmY��
ti.wtw awtn�.�hrtp
Y/AA� r�lbwtWY�A
rW�M�O
wwNtirt tlYwat
ur,.�iuww r.�Twtt.
21
Community Development Department
Table of Organization - Proposed FY 2020121 Reorganization
tom,
1. ut�nopwpr.r�tn�v �� mrry
t�1�Q Y_ t�t♦YtM• M�rli Ot101
tt�M A twta.a♦=S!
t� 0 ^^"""'Z
W�
22
Fire Department
Strengthen marine safety and community risk reduction efforts
Position Reductions Additional Adjustments
• Administrative Assistant • Rehire 10 retirees as 960 employees to fill
• Administrative Secretary permanent positions temporarily to realize savings
and address business continuity needs
Position Additions • Upgrade Senior Permit Technician to Fire Safety
• Principal Administrative Analyst Program Specialist
• Marine Safety Captain (2 FTEs) • Replace 4 SCLEA PT positions with 4 new'/.Ocean
Lifeguard Specialist positions
• Realign positions within the Professional Standards
division as a part of the department's long-term
FY ' Department FTEs strategic goal to achieve Accredited Agency status
Adopted FTE Net Change Revised FTE from the Center for Public Safety Excellence (CPSE)
Safety 141.00 -5.00' 136.00 Estimated Net General Fund Savings
Mist: 52.00 -1.00 51.00 FY20/21 FY21/22 FY22/23+
Total 193.00 -9.00 187.00 $565K -$37K -$163K
'Safety positions temporarily funded with a 960
:s
Fire Department
Table of Organization — Current FY 2020121 Adopted Structure
r..a.
r.r.nnmi (�r-_ l ra.e•ne.av . C ar wen
• � r.ur_ri ws.4 apt
noa.e .v...r.m
err.
�.r r.....wr. ...rnn
+r
marQ�n r..r�cr
r...rry r.cr.
rw.rw
eewnaa
r.cr.ni
nr.r.�rm.ei
wmvsar
eoemm
r:wc�r
r�r.wr.ir
i
....�ar.ro.
24
Fire Department
Table of Organization — Proposed FY 2020121 Reorganization
rrT�<il rrrw�fr .r�-O�rr11/
=rcwa wyu�iwgA
crap y.�+.w.rrre
M1y rr.r.m r.e�rae
e.c '�r•r��.m rwr
rm�uasv I r...n•,r ter,. rr.Cw
o..ram..
.�r.rrcr• raess�ea
.'yr•^ r.i^m
�.rr..r.n
caevaxearax<u[u.
uaexao�
rrrrcw
rrwwcrrr
r.r.rrr
ar�r•
nr�•rrc.rr•
rr�wra
aoatiana®s
�msmr
rrr�wr
nr..s
Police Department
Utilize vacated positions to strengthen law enforcement and homeless response.
Position Reductions Position Additions
• Crime Scene Investigator • Police Support Services Manager
• Detention Administrator • Community Relations Specialist
• Latent Fingerprint Examiner(0.5 FTE) • Community Relations Officer
• Parking/Traffic Control Officer • Police Lieutenant
• Police Photo/Imaging Specialist • Police Sergeant
• Police Records Technician Additional Adjustments
• Police Services Specialist • Rehire 6 retirees as 960 employees to fill permanent
positions temporarily to realize savings and address business
continuity needs
• Reassign Info Tech Analyst II, Info Tech Analyst IV,and Info
Tech Technician IV from Info Svcs Dept to support Police
Adopted FTE Net Change Revised FTE technology needs
Safety 223.00 0.00 223.00
Misc 122.50 -2.50 120.00 Estimated Net General Fund Savings
FY20/21 FY21/22 FY22/23+
Total 345.50 -2.50 343,00
$585K -$3291< -$459K
Police Department
Table of Organization — Current FY 2020121 Adopted Structure
� -
�r...,.
._.,...a.,. ......_,� ....ram... .yam
�® o_ra, �iCiOO
•Yi, wYw_,.Y
it
Police Department
Table of Organization — Proposed FY 2020121 Reorganization
� w—
I--1��1 ,ems
_.
T 1
sMOM
Citywide FTE by Department
Department �
City Council 1.00 - 1.00
City Attorney 11.00 - 11.D0
City Clerk 4.00 - 4.00
City Treasurer 200 - 2,00
City Manager 9.00 -1.50 7.50
Administrative Services 43.00 -10.00 33.00
Community Development 51.50 - 51.50
Community&Library Services 64.25 -4.00 60.25
Finance 33.00 -2.00 31.00
Fire 193,00 -6-00 187.00
Police 345.50 -2.50 343.D0
Public Works 207.00 -7.00 200,00
Total Ckywlda FTEs 964.25 -33.00 931.25
General Fund Savings Summary
(in thousands)
City Manager $246 $369 $369
Administrative Services $560 $840 $840
Community Development $119 $179 $179
Community& Library Services $339 $536 $536
Finance $75 $112 $112
Fire $565 -$37 -$163
Police $585 -5329 -$459
Public Works $3,480 S5,220 $5,220
Total General Fund Savings $5,970 $6,890 $6,634
•F, col Year 2020121 Savings represents eight months of savings only
FY 2020/21 Budgetary Position After Restructure
(in thousands)
Revenues $223,041
Expenditures less UAL 194,026
CalPERS UAL 28,466
Total Expenditures 222,492
Surplus $549
Future Fiscal Concerns Still Exist
• The fiscal impacts of COVID-19 for HB have been substantial and real, and staff
is projecting a slow economic recovery
• As we look forward to the future, the City will have to contend with significant
annual CaIPERS Unfunded Accrued Liability (UAL) pension cost increases
• UAL payments will increase by —$10 M annually within the next 4 yearti
• To address the future financial situation, the City will have to consider further
cuts, revenue adjustments, and a possible refinancing of our future UAL
pension costs
Prior to COVID-19, staff had explored the option of lowering future UAL costs by refinancing
existing debt loads
Refinancing Our Pension Debt
• The City's current outstanding UAL pension liability stands at$419.2 M
• We've modeled future UAL costs if we ref nance 100%,90%, and 80 of our overall pension debt
• A historically low interest rate environment provide a unique opportunity to refinance at -3.5%
versus the current 7% CaIPERS rate
• Of note, during the past several months, numerous agencies in California have started utilizing
the refinance option
• During the past year, 28 agencies have issued/are in the process of refinancing UAL pension debt
• Of note,the City recently achieved`$6.7M in budgetary savings when we refinanced our 2010A and 2011A
Lease Revenue Bonds
• The City also has worked on development of a pension stabilization reserve policy
• Contribute a minimum of $1 million to the Section 115 Trust
• Set-aside an additional 50%of any GF surplus at year-end in the Section 115 Trust
Long Term Financial Plan
Current Situation
(in thousands)
�2k,r4i7,t4=�®Elam=®
Revenues $223,041 $228,439 $233,277 $237,529 $241,260
Expenditures less UAL 194,026 202,278 207,098 211,327 214,960
CAPERS UAL 28,466 32,501 34,948 36,465 38,149
Total Expenditures 222,492 234,780 242,046 247,792 252,109
Surplus (Deficit) $549 -$6,341 -$8,769 -$10,263 -$11,849
Long Term Financial Plan
Refinance 100% of our UAL Debt Load
(in thousands)
Revenues $223,041 $228,439 $233,277 $237,529 $241,260
Expenditures less UAL 194,026 202,278 207,098 211,327 214,960
CalPERS UAL 28,466 - - - -
POB - 25,268 25,268 25,268 25,268
Total Expenditures 222,492 227,547 232,366 236,595 240,228
Surplus $549 S892 $911 $934 51,031
Long Term Financial Plan
Refinance 90% of our UAL Debt Load
(in thousands)
Revenues $223,041 $228,439 $233,277 $237,529 $241,260
Expenditures less UAL 194,026 202,278 207,098 211,327 214,960
CAPERS UAL 28,466 3,419 3,419 3,419 3,419
POB - 22,934 22,934 22,934 22,934
Total Expenditures 222,492 228,632 233,451 237,679 241,313
Surplus i[)rficit $549 -5152 -511 5151 553
Long Term Financial Plan
Refinance 80% of our UAL Debt Load
(in thousands)
Revenues $223,041 $228,439 $233,277 $237,529 $241,260
Expenditures less UAL 194,026 202,278 207,098 211,327 214,960
CalPERS UAL 28,466 6,837 6,837 6,837 6,837
POB - 20,389 20,389 20,389 20,389
Total Expenditures 222,492 229,505 234,324 238,553 242,186
Surplus iD<dicit 5549 -S1,065 51,011
Next Steps
• Adopt the attached resolutions and corresponding MOU side letters
with MEO, HBMT, and MSMA
• Authorize the City Manager to take all administrative and budgetary
actions necessary to implement the Citywide reorganization plan
Questions ?
39
" CITY OF HUNTINGTON BEACH
Inter-Office Memo
TO THE HONORABLE MAYOR AND CITY COUNCIL
FROM TRAVIS HOPKINS, ASSISTANT CITY MANAGER
DATE NOVEMBER 2. 2020
SUBJECT: SUPPLEMENTAL COMMUNICATION REGARDING AGENDA ITEM 19 (20-1999)
— Approve the Fiscal Year 2020/21 Reorganization Plan in Response to COVID-
19 by adopting Resolutions No. 2020.77. 2020.78, 2020-79, 2020-80 related to
Side Letters of Agreement with the Huntington Beach Municipal Teamsters
(HBMT) . Marine Safety Management Association (MSMA), and Huntington
Beach Municipal Employees' Organization (MEO). by adopting Resolution No.
2020-80 modifying salary and benefits for Non-Associated (NA) employees:
and, by approving for introduction Ordinance No. 4221 to amend Section
2.76.010 of the Huntington Beach Municipal Code related to exclusions from
competitive service
Staff is requesting to replace Attachments#1 and #3 for Agenda Item 19 (20-1999) for the
November 2. 2020, City Council meeting. This item relates to the Fiscal Year 2020/21
Reorganization Plan in Response to COVID-19
Attachment#1 — Resolution No 2020-77 with Side Letter of Agreement with Huntington Beach
Municipal Teamsters (HBMT) has been updated to include
• Minor language revisions in Article XV Section A
• Adjusted salary ranges for the Senior Buyer and Utilities Technology Coordinator positions
in Exhibit A
• Signatures by the Huntington Beach Municipal Teamsters
Attachment #3 — Resolution No 2020-79 with Side Letter of Agreement with Huntington Beach
Management Employees' Organization (MEO) has been updated to include
• Minor language revisions in Article XIV Section A
SUPPLEMENTAL
COMMUNICATION
Meeting Date: Il 10-LL6-2D
44ands ram No.: 1 Gl L,)o- /q��)
RESOLUTION N0. 2020 - 77
A RESOLUTION OF TIME CITY COUNCIL OF THE CITY OF FR NTINGT'ON BEACI I
AMENDING TITE CITY'S CLASSIFICATION PLAN
AND THE MEMORANDUM OP UNDERSTANDING BETWEEN THE CITY AND THE
HUNT INGTON BEACH MUNICIPAL TEAMSTERS (IIBMT) BY ADOPTING THE SIDL
LE'I'I'ER OF AGREEMENT
WHEREAS, the City Council of Huntington Beach approved the Fiscal Year 2020/21
budget at a Special Meeting on June 29,2020,which projected a$20 million drop in General Fund
revenues resulting from the negative economic impacts of COVID-19; and,
WHEREAS, in order to address this budget shortfall, the City Council approved the use of
a voluntary Separation Incentive Program, and directed staff to reorganize the City's operations
following the vacancies created by the Program to balance the Fiscal Year 2020/21 budget and to
create ongoing operational savings; and,
WHEREAS, the City Council of Huntington Beach desires to amend the City's
Classification Plan to incorporate the positional adjustments outlined in the Fiscal Year 2020/21
Reorganization Plan; and,
WHEREAS, on April 20, 2020,the City Council of Huntington Beach adopted Resolution
2020-19 for the purpose of adopting the Memorandum of Understanding(MOU) between the City
and the Huntington Beach Municipal Teamsters (I IBMT); and,
Subsequent to the adoption of the MOU, the City of Huntington Beach and FIBMT mct
and conferred and agreed to changes, corrections, and clarifications to the MOU that are reflected
in a Side Letter of Agreement attached hereto as Exhibit A and incorporated herein by this
reference. The Side Letter of Agreement pertains to modifications to the City's Classification Plan
resulting from the Fiscal Year 2020/21 Reorganization Plan.
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Iuntington Beach as follows:
1. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted.
2. The Side Letter of Agreement amends the MOU between the City of Huntington Beach
and the HBMT.
3. The Side Letter of Agreement amends the HBMT Pay Schedule attached hereto as
Exhibit B.
20-9109/236811
RESOLUTION NO. 2020-77
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the day of 2020.
Mayor
REVIEWED AND APPROVED: APPROVED AS TO FORM:
Oliver Chi, City Manager i. Michael Gates, Ci#Attorney
INITIATED AND APPROVED:
Travis Hopkins, stant City Manager
SIDE LETTER OF AGREEMENT
BETWEEN
THE CITY OF HUNTINGTON BEACH
AND THE
HUNTINGTON BEACH MUNICIPAL TEAMSTERS(HBMT)
Representatives of Huntington Beach Municipal Teamsters (HBMT) and the City of Huntington Beach
(City) have negotiated this Side Letter of Agreement to modify the following sections of the HBMT MOU
dated October 1, 2019,through September 30, 2020:
ARTICLE II—REPRESENTATIONAL UNIT/CLASS
The City of Huntington Beach proposes to modify/add the following classifications to the City's
Classification Plan and the HBMT MOU (see Exhibit A—Pay Schedule):
• Social Services Supervisor
• Senior Buyer
• Utilities Technology Coordinator
• Fire Prevention Inspector II (formerly Fire Prevention Inspector)
• Fire Prevention Inspector I (formerly Fire Safety Program Specialist)
The parties agree that some of the above classifications are new and that the class specifications and
minimum qualifications have not been completed. The parties agree to meet and confer on these class
specifications and minimum qualifications before final implementation of the new classifications.
The parties agree that no incumbent employee shall be required to serve a probationary period as a
result of being reclassified, retitled, reassigned,or placed under new supervision, a new department, or
new reporting relationship as a result of this reorganization.
The parties agree that all of the intended additions or deletions of HBMT positions are encompassed in
this side letter agreement. If the City proposes any additional additions and/or deletions to HBMT
positions following the adoption of this agreement,the parties agree to meet and confer on those
matters.
ARTICLE XII—LEAVE BENEFITS
G. Personal Time
Each full-time unit employee will be entitled to utilize a maximum of ten (10) hours as "personal
time."
a. Supervisor approval is required to utilize Personal Time.
b. Personal Time has no cash value.
c. All Personal Time (10 hours) must be used by not later than June 30, 2021.
d. No portion of unused Personal Time may be carried over beyond June 30, 2021.
e. Part-time employees shall be granted ten (10) hours as Personal Time on a proportional
hours computation to full-time equivalent employee status.
i. Half-time employees shall be granted a total of five (5) hours.
ii. Three-quarter employees shall be granted a total of seven and one half(7.5)
hours.
ARTICLE XV—DURING THE TERM OF THE AGREEMENT
A. COVID-19 Restructure Plan
To address the fiscal impacts from COVID-19,the City has worked to develop a comprehensive
restructuring plan of City operations. Given the adjustments contemplated through this Side
Letter of Agreement, no additional employee impacts will occur for Fiscal Year 2020/21.
Due to the volume of vacancies and open and promotional examinations needed as a result of
the Separation Incentive Program and the COVID-19 Restructure Plan, both parties agree to
modify the examination process for Fiscal Year 2020/21 as follows:
1. Management reserves the right to determine if a position will be advertised as a
promotional or open recruitment.This decision may be appealed to the Personnel
Director.
2. When the decision has been made to conduct a promotional examination, as long as
one or more internal candidate applies who meets the minimum qualifications, the
Hiring Manager may forego an open recruitment, certify, and appoint from this list.
3. The City will provide HBMT with information regarding any promotional recruitment
details.
Side Letter Imalementatlon
Should the MOU between HBMT and the City of Huntington Beach continue beyond September 30,
2020,either through a successor MOU or an extension of the current MOU, all terms and conditions of
this side letter shall remain in full force and effect unless changes are mutually agreed to by both
parties.
IN WITNESS WHEREOF,the parties have caused this SIDE LETTER AGREEMENT to be executed by and
through their authorized officers on
City of Huntington Beach Hunting rTBeach M cipal Teamsters
By: By:
Oliver Chi Te ry Tintl
City Manager HBMT C Stewar
By: _ By:
Travis Hopkins Cristian Leiva
Assistant City Manager In-House Counsel Teamsters 911
APPROVED AS TO FORM:
Michael Gates
City Attorney
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A - PAY SCHEDULE
� Description Grande A B C D E
0111 Accountant MEA111 33.59 35.43 37.37 39.42 41.60
0286 Accounting Technician I MEA286 23.33 24.61 25.97 27.40 28.90
0287 Accounting Technician II MEA287 25.65 27.05 28.55 30.12 31.77
0294 Accounting Technician Supv MEA294 29.64 31.27 33.00 34.80 36.71
0428 Administrative Aide MEA428 32.92 34.73 36.64 38.66 40.78
0278 Administrative Assistant MEA278 29.06 30.66 32.34 34.12 36.00
0289 Administrative Secretary MEA289 24.76 26.12 27.56 29.08 30.68
0297 Art Programs Curator MEA297 29.35 30.96 32.65 34.46 36.35
0698 Assistant Civil Engineer MEA698 33.59 35.43 37.37 39.42 41.60
0108 Assistant Planner MEA108 34.43 36.32 38.32 40.43 42.65
0267 Assistant Social Worker MEA267 23.92 25.23 26.62 28.09 29.63
0358 Beach Equip Operator MEA358 27.25 28.74 30.33 31.98 33.74
0149 Beach Maint Crewleader MEA149 35.29 37.24 39.28 41.44 1 43.72
0452 Beach Maint Service Worker MEA452 25.02 26.39 27.84 29.37 30.99
0210 1 Building Inspector I MEA210 31.78 33.52 35.37 37.31 39.37
0211 Building Inspector II MEA211 35.13 37.05 39.09 41.23 43.50
0208 Building Inspector III MEA208 38.80 40.93 43.18 45.56 48.07
0176 Building Plan Checker I MEA176 38.23 40.33 42.55 44.89 47.36
0520 Building Plan Checker II MEA520 44.39 46.83 49.41 52.13 55.00
0366 1 Business License Supervisor MEA366 34.60 36.49 38.51 40.63 42.87
0112 Buyer MEA112 33.08 34.90 36.83 38.84 40.98
0106 Civil Engineering Assistant MEA106 39.19 41.34 43.61 46.02 49.55
0162 Civilian Check Investigator MEA162 26.29 27.73 1 29.26 30.86 1 32.56
0186 Code Enforcement Officer I MEA186 26.42 27.87 29.40 31.03 32.74
0182 1 Code Enforcement Officer II MEA182 32.60 34.38 36.29 38.27 40.38
0511 Code Enforcement Technician MEA511 21.98 23.19 24.47 25.80 27.23
0263 Community Relations Specialist MEA263 27.77 29.30 30.92 32.61 34.41
0597 Community Services Officer MEA597 28.47 30.05 31.69 33.44 35.28
0269 Community Srvcs Rec Specialist I MEA269 1 25.02 1 26.39 1 27.84 1 29.37 1 30.99
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A - PAY SCHEDULE
0258 1 Community Srvcs Rec Su v MEA2S8 34.60 36.49 1 38.51 40.63 42.87
0172 Construction Inspector l MEA172 31.78 33.52 35.37 37.31 39.37
0463 Construction Inspector II MEA463 35.13 37.05 39.09 41.23 43.50
0312 Court Liaison Specialist MEA312 24.76 26.12 27.56 29.08 30.68
0166 Crime Analyst MEA166 32.92 34.73 36.64 1 38.66 40.78
0165 Crime Analyst Senior MEA165 38.41 40.52 42.76 45.12 47.59
0255 1 Crime Scene Investigator MEA25S 31.00 32.72 34.51 36.41 38.41
0119 Criminalist MEA119 34.60 36.49 38.51 40.63 42.87
0192 Cross Connection Control Spec MEA192 32.60 34.38 36.28 38.27 40.38
0400 Custodian MEA400 22.52 23.76 25.07 26.44 27.89
0134 Deputy City Clerk MEA134 27.11 28.59 30.16 31.82 33.58
0138 1 Development Specialist MEA138 1 34.60 36.49 38.53 40.63 42.87
0339 Electrician MEA339 32.10 33.87 35.73 37.69 39.78
0232 Emergency Medical Srvcs Coord MEA232 49.06 51.75 54.60 57.60 60.78
0198 Emergency Services Coordinator MEA198 42.25 44.58 47.02 49.61 52.33
0175 Engineering Aide MEA175 27.77 29.30 30.92 32.61 34.41
0180 Engineering Technician MEA180 34.08 35.97 37.94 40.03 42.23
0445 Environmental Specialist MEA445 39.19 41.34 43.61 46.02 48.55
0382 Equip Services Crewleader MEA382 36.38 38.38 40.49 42.71 45.05
0142 E ui /Auto Maint Crewleader MEA142 36.38 38.38 40.49 42.71 45.05
0472 E ui /Auto Maint Leadworker MEA472 33.08 34.90 36.83 38.84 40.98
0383 1 Equipment Support Assistant MEA383 1 25.77 27.19 28.69 30.26 31.93
0061 Executive Assistant MEA061 33.42 35.25 37.18 39.23 41.38
0143 Facilities Maint Crewleader MEA143 36.19 38.18 40.28 42.50 44.84
0407 Facilities Maint Leadworker MEA407 28.19 29.75 31.38 33.10 34.92
0391 Facilities Maintenance Tech MEA391 26.03 27.46 28.97 30.56 32.24
0398 Field Service Representative MEA398 26.84 28.31 29.86 31.51 33.23
FL Fe PF@VPAfiQA IASP@4246
0588 1 Fire Prevention Inspector II MEA588 39.79 41.97 44.29 46.72 49.29
0260 Fire Prevention Inspector I MEA260 33.59 35.43 37.37 39.42 41.60
0173 Fire Training Maintenance Tech MEA173 30.85 32.55 34.34 36.24 38.22
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A-PAY SCHEDULE
0470 Forensic Systems Specialist MEA470 1 37.09 39.13 41.30 43.56 45.95
0576 GIS Analyst I MEA576 37.85 I 39.93 42.12 44.44 46.89
0178 GIS Analyst II MEA178 40.99 I 43.24 45.62 48.14 50.79
0190 Haz Mat Program Specialist MEA190 37.47 39.53 41.70 44.00 46.42
0337 Helicopter Maintenance Tech MEA337 30.38 32.05 33.81 35.69 37.65
0115 Info Technology Analyst I MEA115 37.85 39.93 42.12 44.44 46.89
0505 Info Technology Analyst II MEA505 40.99 43.24 45.62 48.14 50.79
0117 Info Technology Analyst III MEA117 43.75 46.15 48.69 51.37 54.19
0118 Info Technology Analyst IV MEA118 48.09 50.74 53.52 56.46 59.56
0495 Info Technology Technician I MEA495 23.58 24.87 26.23 27.68 29.20
0494 Info Technology Technician II MEA494 26.55 28.01 29.55 31.18 32.90
0493 InfoTechnology Technician III MEA493 29.78 31A1 33.15 34.97 36.89
0492 Info Technology Technician IV MEA492 32.92 34.73 36.64 38.66 40.78
0491 Info Technology Technician Sr. MEA491 35.29 37.24 39.28 41.44 43.72
0155 Irrigation Crewleader MEA155 35.29 37.24 39.28 41.44 43.72
0357 Irrigation Specialist MEA357 26.42 27.87 29.40 31.03 32.74
0359 Landscape Equip Operator MEA359 27.25 28.74 30.33 31.98 1 33.74
0145 Landscape Maint Crewleader MEA145 35.29 37.24 39.28 41.44 43.72
0402 I Landscape Maint Leadworker MEA402 29.50 31.11 32.82 34.63 36.54
0163 Latent Fingerprint Examiner MEA163 33.23 35.07 37.00 39.03 41.18
0300 Legal Assistant MEA300 27.77 29.30 30.92 1 32.61 34.41
0114 Librarian MEA114 30.09 31.74 33.48 35.32 37.27
0432 Library Facilities Coordinator MEA432 27.11 28.59 30.16 31.82 33.58
0451 Library Services Clerk MEA451 21.01 22.17 23.38 24.66 26.02
0257 Library Specialist MEA257 25.02 26.39 27.84 29.37 30.99
0302 Literacy Program Specialist MEA302 30.09 31.74 1 33.48 35.32 37.27
0392 Maint Service Worker MEA392 25.02 26.39 27.84 29.37 30.99
0394 Maintenance Worker MEA394 21.98 23.19 24.47 25.80 27.23
0448 Marine Equipment Mechanic MEA448 32.77 34.57 36.46 38.46 40.57
0384 Mechanic I MEA384 25.90 27.31 28.82 30A1 32.09
0348 Mechanic 11 MEA348 28.76 30.36 1 32.02 33.78 35.64
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A-PAY SCHEDULE
0347 Mechanic III MEA347 30.54 32.22 34.00 35.86 37.84
0380 Media Services Specialist MEA380 25.02 26.39 27.84 29.37 30.99
0306 Office Assistant I MEA306 17.82 18.81 19.84 20.94 22.09
0304 Office Assistant II MEA304 21.43 22.63 23.87 25.17 26.56
0290 Office Specialist MEA290 22.63 23.87 25.18 26.57 28.03
0378 Painter Leadworker MEA378 32.25 34.03 35.90 37.88 39.97
0153 Park Maintenance Crewleader MEA153 36.19 38.18 40.28 42.50 44.84
0177 Parking Meter Repair Tech MEA177 28.76 30.36 32.02 33.78 35.64
0395 Parking Meter Repair Worker MEA395 26.55 28.01 29.55 31.18 32.90
0570 Parking/Camping Assistant MEA570 21.98 23.19 24.47 25.80 27.23
0459 1 Parking/CampingCrewleader MEA459 35.29 37.24 39.28 41.44 43.72
0401 Parking/Camping Leadworker MEA401 29.50 31.11 32.82 34.63 36.54
0455 Parking/Traffic Control Coord MEA455 27.77 29.30 30.92 32.61 34.41
0262 Parking/Traffic Control Officr MEA262 21.98 23.19 24.47 25.80 27.23
0577 Parking/Traffic Control Supv MEA577 29.64 31.27 33.00 34.80 36.71
0458 1 Payroll Specialist MEA458 38.60 40.72 42.96 1 45.33 47.83
0447 Payroll Technician MEA447 26.03 27.46 28.97 30.56 32.24
0295 Permit Technician MEA295 23.92 25.23 26.62 28.09 29.63
0279 Personnel Assistant MEA279 25.29 26.67 28.13 29.67 31.31
0367 Pest Control Specialist MEA367 26.42 27.87 29.40 31.03 32.74
0136 Planning Aide MEA136 27.77 29.30 30.92 1 32.61 34.41
0342 Plumber MEA342 31.31 33.03 34.85 36.76 38.79
0197 Police Photo/Imaging Specialist MEA197 30.85 32.55 34.34 36.24 38.22
0307 Police Records Specialist MEA307 22.63 23.87 25.18 26.57 28.03
0283 Police Records Supervisor MEA283 26.42 27.87 29.40 31.03 32.74
0282 Police Records Technician MEA282 20.50 21.63 1 22.81 24.06 25.38
0308 Police Services Specialist MEA308 25.02 26.39 27.84 29.37 1 30.99
0215 Police Systems Coordinator MEA215 29.20 30.80 32.50 34.29 36.17
0584 Program Coord - Human Srvcs MEA584 30.85 32.55 34.34 36.24 38.22
0259 Property and Evidence Officer MEA259 27.51 29.01 30.62 32.30 34.07
0261 Property and Evidence Supervisor MEA261 31.78 33.53 35.37 37.32 39.37
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A - PAY SCHEDULE
0583 1 Rideshare Coordinator MEA583 34.25 36.14 1 38.13 40.23 1 42.45
0256 Risk Management Specialist MEA256 25.02 26.39 27.84 29.37 30.99
0515 SCADA Coordinator MEA515 35.29 37.24 39.28 41.44 43.72
0346 SCADA Technician MEA346 31.31 33.03 34.85 36.76 38.79
0110 Senior Accountant MEA130 38.60 40.72 42.96 45.33 47.83
0288 Senior Accounting Technician MEA288 28.19 29.75 31.38 33.10 34.92
0630 Senor Buyer MEA630 37.65 39.72 41.92 44.23 46.65
0434 Senior Code Enforcement Officer MEA434 36.02 37.99 40.09 42.29 44.61
0171 Senior Construction Inspector MEA171 38.80 40.93 43.18 45.56 48.07
0135 Senior Deputy City Clerk MEA135 34.60 36.49 38.51 40.63 42.87
0586 Senior Engineering Technician MEAS86 39.58 41.76 1 44.06 46.48 1 49.05
0343 Senior Facilities Maint Tech MEA343 30.54 32.22 34.00 35.86 37.84
0334 Senior Helicopter Maint Tech MEA334 42.04 44.35 46.79 49.36 52.07
0301 *Senior Legal Assistant MEA301 35.86 37.94 39.92 42.11 44.43
0450 Senior Library Specialist MEA450 27.38 28.88 30.47 32.14 33.91
0363 Senior Marine Equip Mechanic MEA363 36.38 38.38 1 40.49 42.71 1 45.05
0446 Senior Payroll Technician MEA446 28.62 30.20 31.96 33.62 35.46
0437 Senior Permit Technician MEA437 30.54 32.22 34.00 35.86 37.84
0265 Senior Services Assistant MEA265 16.70 17.62 18.59 19.61 20.70
0481 Senior Services Transp Coord MEA481 26.70 28.16 29.71 31.35 33.07
Senior Telecommunications
0709 Technician MEA709 35.29 37.24 39.28 41.44 43.72
0349 Senior Wastewtr Pump Mechanic MEA349 27.25 28.74 1 30.33 31.98 33.74
0396 Senior Water Meter Reader MEA396 26.29 27.73 29.26 30.96 32.56
0148 Signs& Markings Crewleader MEA148 36.19 38.18 40.28 42.50 44.84
0338 Signs Leadworker MEA338 30.09 31.74 33.48 35.32 37.27
0354 Signs/Markings Equip Operator MEA354 1 27.25 28.74 30.33 31.98 33.74
0266 Social Worker MEA266 29.35 30.96 32.65 34.46 36.35
0629 Social Services Supervisor MEA629 31.31 33.03 34.95 36.76 38.79
0386 Stock Clerk MEA386 21.98 23.19 24.47 25.80 27.23
0361 Street Equip Operator MEA361 27.25 28.74 30.33 31.98 33.74
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A - PAY SCHEDULE
0150 1 Street Maint Crewleader MEA150 1 35.29 37.24 39.28 41.44 1 43.72
0406 Street Maint Leadworker MEA406 31.00 32.72 34.51 36.41 38.41
0183 Survey Party Chief MEA183 39.79 41.97 44.29 46.72 49.29
0174 Survev Technician I MEA174 27.77 29.30 30.92 32.61 34.41
0185 Survey Technicianll MEA185 30.09 31.74 33.48 35.32 37.27
0631 Utilities Technology Coordinator MEA631 42.04 44.35 46.79 49.36 52.07
0195 Telecommunications Specialist MEA195 39.98 42.19 44.51 46.96 49.54
0181 Traffic Engineering Technician MEA181 36.19 38.18 40.28 42.50 44.84
0389 Traffic Maint Service Worker MEA389 25.02 26.39 27.84 29.37 30.99
0410 Traffic Markings Leadworker MEA410 29.50 31.11 32.82 34.63 36.54
0336 Traffic Signal Electrician MEA336 32.60 34.38 36.28 38.27 40.38
0140 Traffic Signal/Light Crewleadr MEA140 36.19 38.18 40.28 42.50 44.84
0365 Tree Equipment Operator MEA36S 27.25 28.74 30.33 31.98 1 33.74
0144 Trees Maintenance Crewleader MEA144 35.29 37.24 39.28 41.44 43.72
0460 Trees Maintenance Leadworker MEA460 29.50 31.11 32.82 34.63 36.54
0268 Volunteer Services Coordinator MEA268 26.70 28.16 29.71 31.35 33.07
0385 Warehousekee r MEA385 27.77 29.30 30.92 32.61 34.41
0362 Wastewater Equip Operator MEA362 27.25 28.74 30.33 31.98 33.74
0454 Wastewater Maint Service Workr MEA454 25.02 26.39 27.84 1 29.37 30.99
0146 Wastewater Ops Crewleader MEA146 35.29 37.24 39.28 41.44 43.72
0404 Wastewater Ops Leadworker MEA404 29.50 31.11 32.82 34.63 36.54
0387 Wastewater Pump Mechanic MEA387 26.55 28.01 29.55 31.18 32.90
0582 Water Conservation Coordinator MEAS82 34.25 36.14 38.13 40.23 42.45
O151 Water Dist Maint Crewleader MEA1S1 35.29 37.24 39.28 1 41.44 43.72
0379 1 Water Dist Maint Leadworker MEA379 31.94 33.70 35.55 37.51 39.57
0147 Water Dist Meters Crewleader MEA147 35.29 37.24 39.28 41.44 43.72
0377 Water Dist Meters Leadworker MEA377 29.50 31.11 32.82 34.63 36.54
0364 Water Equip Operator MEA364 29.50 31.11 32.82 34.63 36.54
0397 Water Meter Reader MEA397 24.28 25.61 27.01 28.50 30.07
0356 1 Water Meter Repair Technician MEA356 1 27.11 1 28.59 1 30.16 31.82 1 33.58
0152 1 Water Operations Crewleader MEA152 35.29 1 37.24 1 39.28 41.44 43.72
HUNTINGTON BEACH MUNICIPAL TEAMSTERS
EXHIBIT A- PAY SCHEDULE
0371 Water Operations Leadworker MEA371 32.92 34.73 36.64 38.66 40.78
0156 Water Quality Coordinator MEA156 35.29 37.24 39.28 41.44 43.72
0191 Water Quality Technician MEA191 31.00 32.72 34.51 36.41 38.41
0461 Water Service Worker MEA461 25.77 27.19 28.69 30.26 31.93
0368 Water Systems Technician MEA368 25.77 27.19 28.69 30.26 31.93
0369 Water Systems Technicianll MEA369 27.51 29.01 30.62 32.30 34.07
0370 Water Systems Technician III MEA370 30.38 32.05 33.81 35.69 37.65
0449 Water Utility Locator MEA449 31.00 32.72 34.51 36.41 38.41
RESOLUTION NO. 2020 - 79
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF I-IUNTINGTON BEACH
AMENDING THE CITY'S CLASSIFICATION PLAN
AND THE MEMORANDUM OF UNDERSTANDING BETWEI?N THE CITY AND THE
HUN INGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) BY
ADOPTING THE SIDE LETTER OF AGREEMENT
WHEREAS, the City Council of Huntington Beach approved the Fiscal Year 2020/21
budget at a Special Meeting on June 29,2020,which projected a$20 million drop in General Fund
revenues resulting from the negative economic impacts of COVID-19; and,
WHEREAS, in order to address this budget shortfall, the City Council approved the use of
a voluntary Separation Incentive Program, and directed staff to reorganize the City's operations
following the vacancies created by the Program to balance the Fiscal Year 2020/21 budget and to
create ongoing operational savings; and,
WHEREAS, the City Council of Huntington Beach desires to amend the City's
Classification Plan to incorporate the positional adjustments outlined in the Fiscal Year 2020/21
Reorganization Plan; and,
WHEREAS, on April 20, 2020, the City Council of I luntington Beach adopted Resolution
2020-20 for the purpose of adopting the Memorandum of Understanding(MOU) between the City
and the Huntington Beach Management Employees' Organization (MEO); and,
Subsequent to the adoption of the MOU, the City of I Iuntinglon Beach and MEO met and
conferred and agreed to changes, corrections, and clarifications to the MOU that are reflected in a
Side Letter of Agreement attached hereto as Exhibit A and incorporated herein by this reference.
The Side Letter of Agreement pertains to modifications to the City's Classification Plan resulting
from the Fiscal Year 2020/21 Reorganization Plan.
NOW, THEREFORE, IT IS HEREBY RESOLVI?D by the City Council of the City of
Huntington Beach as follows:
1. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted.
2. The Side Letter of'Agreement amends the MOU between the City of Huntington Beach
and MEO.
3. The Side Letter of Agreement amends the MEO Salary Schedule attached hereto as
Exhibit B.
20-9108/238609 .
RESOLUTION NO. 2020-79
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the day of .2020.
Mayor
REVIEWED AND APPROVED: APPROVED AS TO FORM:
Oliver Chi, City Manager V r iM chael Gates, City Attorney
INITIATED AND APPROVED:
`Travis Hopkins,Assi tent City Manager
SIDE LETTER OF AGREEMENT
BETWEEN
THE CITY OF HUNTINGTON BEACH
AND THE
HUNTINGTON BEACH MANAGEMENT EMPLOYEES'ORGANIZATION(MEO)
Representatives of IVIED and the City of Huntington Beach (City) have negotiated this Side Letter Of
Agreement to modify the following sections of the MEO MOU dated November 1, 2019, through
October 31, 2020:
ARTICLE I—REPRESENTATIONAL UNIT/CLASSIFICATIONS
The City of Huntington Beach proposes to modify/add the following classifications to the City's
Classification Plan and the MEO MOU (see Exhibit A—Salary Schedule):
Code Enforcement Supervisor (modify)
Human Resources Manager (modify)
Deputy Fire Marshal(formerly Fire Protection Analyst)
Fire Marshal (formerly Assistant Fire Marshal)
Economic Development Manager
Police Support Services Manager
Administrative Services Manager
Operations Manager
Senior Information Technology Manager
Water Distribution Superintendent
Permit and Plan Check Manager
The parties agree that some of the above classifications are new and that the class specifications and
minimum qualifications have not been completed. The parties agree to meet and confer on these class
specifications and minimum qualifications before final implementation of the new classifications.
The parties agree that no incumbent employee shall be required to serve a probationary period as a
result of being reclassified, retitled, reassigned, or placed under new supervision, a new department, or
new reporting relationship as a result of this reorganization.
The parties agree that all of the intended additions or deletions of MEO positions are encompassed in
this side letter agreement. If the City proposes any additional additions and/or deletions to MEO
positions following the adoption of this agreement,the parties agree to meet and confer on those
matters.
ARTICLE XII—LEAVE BENEFITS
G. Personal Time
Each full-time unit employee will be entitled to utilize a maximum of ten (10) hours as"personal
time."
a. Supervisor approval is required to utilize Personal Time.
b. Personal Time has no cash value.
c. All Personal Time (10 hours) must be used by not later than June 30, 2021.
d. No portion of unused Personal Time may be carried over beyond June 30, 2021.
e. Part-time employees shall be granted ten (10) hours as Personal Time on a proportional
hours computation to full-time equivalent employee status.
i. Half-time employees shall be granted a total of five (5) hours.
ii. Three-quarter employees shall be granted a total of seven and one half(7.5)
hours.
ARTICLE XIV—DURING THE TERM OF THE AGREEMENT
A. COVID-19 Restructure Plan
To address the fiscal impacts from COVID-19, the City has worked to develop a comprehensive
restructuring plan of City operations. Given the adjustments contemplated through this Side
Letter of Agreement, no additional employee impacts will occur for Fiscal Year 2020/21.
Due to the volume of vacancies and open and promotional examinations needed as a result of
the Separation Incentive Program and the COVID-19 Restructure Plan, both parties agree to
modify the examination process for Fiscal Year 2020/21 as follows:
1. Management reserves the right to determine if a position will be advertised as a
promotional or open recruitment.This decision may be appealed to the Personnel
Director,
2. When the decision has been made to conduct a promotional examination, as long as
one or more internal candidate applies who meets the minimum qualifications, the
Hiring Manager may forego an open recruitment, certify, and appoint from this list.
3. The City will provide MEO with information regarding any promotional recruitment
details.
Side Letter Implementation
Should the MOU between MEO and the City of Huntington Beach continue beyond October 31, 2020,
either through a successor MOU or an extension of the current MOU, all terms and conditions of this
side letter shall remain in full force and effect unless changes are mutually agreed to by both parties.
IN WITNESS WHEREOF,the parties have caused this SIDE LETTER AGREEMENT to be executed by and
through their authorized officers on
City of Huntington Beach Management Employees Organization
By: By:
Oliver Chi Debra Jubinsky
City Manager MEO President
By: By:
Travis Hopkins Aaron Peardon
Assistant City Manager OCEA Representative
APPROVED AS TO FORM:
Michael Gates
City Attorney
MANAGEMENT EMPLOYEES' ORGANIZATION
E7(HIBR A-SALARY SCHEDULE
Job No Job Description Grade A B C D E
D025 Admin Analyst ME0025 37.65 39.72 41.92 44.23 46.65
D084 Admin Analyst Principal ME0084 46.91 49.48 52.21 55.07 58.10
0089 Admin Analyst Sr ME0089 43.33 45.71 48.21 50.86 53.66
0622 Administrative Services Manager MEO622 52.61 55.50 58.55 61.77 65.16
0626 Police Support Services Manager MEO626 1 43.33 45.71 48.21 50.86 53.66
0078 Assistant City Attorney ME0078 1 66.53 1 70.18 74.03 78.10 82.40
0132 Assistant City Clerk MEO132 40.40 42.61 44.95 47.42 50.03
494& 60,99 43.7O ",76 6Q.K
0595 Fire Marshal MEO595 60.49 63.82 67.33 71.02 74.93
0057 Assistant to the City Manager MEO057 50.55 53.32 56.26 59.35 62.62
0123 Associate Civil Engineer MEO123 1 43.75 46.15 48.69 51.37 54.20
0071 Associate Planner MEO071 41.00 43.24 45.62 48.14 50.79
0569 Beach Maint Operations Mgr MEO569 52.61 55.50 58.55 61.77 65.16
0044 1 Beach Operations Supervisor ME0044 43.11 45.47 47.97 50.61 53.40
0064 Budget Analyst Senior ME0064 41.62 43.90 46.33 48.87 51.56
0598 Building Manager ME0598 60.49 63.82 67.33 71.02 74.93
0024 City Engineer ME0024 68.87 72.67 76.66 80.87 85.33
42 22 46 24 47.73 60 35 4443
0125 1 Code Enforcement Supervisor MEO125 55.01 58.04 61.23 64.59 68.14
0471 Community Relations Officer MEO471 46.91 49.48 52.21 55.07 58.10
0353 Community Services Manager MEO353 52.61 55.50 58.55 61.77 65.16
0097 Construction Manager ME0097 52.61 55.50 58.55 61.77 65.16
0085 Contract Administrator ME0085 44.85 47.32 49.92 52.67 55.56
0081 Deputy City Attorney I ME0081 1 43.75 46.15 48.69 51.37 54.20
0080 Deputy City Attorney II ME0080 52.61 55.50 58.55 61.77 65.16
0079 Deputy City Attorney III ME0079 60.49 63.82 67.33 71.02 74.93
0D68 Deputy City Engineer ME0068 58.69 61.92 65.34 68.93 72.72
0571 Deputy Dir of Econ Development MEO571 59.60 62.87 66.33 69.99 73.83
0486 1 Detention Administrator MEO486 1 43.33 45.71 48.21 1 50.86 53.66
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A-SALARY SCHEDULE
0621 Eton Development Manager ME0621 1 55.01 58.04 1 61.23 64.59 1 68.14
0039 Econ Development Proj Mgr ME0039 47.84 50.48 53.25 56.17 59.26
0580 Energy Project Manager ME0580 47.84 50.48 53.25 56.17 59.26
0923 Environmental Services Manager ME0923 47.94 50.48 53.25 56.17 59.26
0474 Facilities, Devel&Conc Mgr ME0474 50.05 52.80 55.70 58.76 61.99
0050 Facilities Maint Supervisor ME0050 1 43.11 45.47 1 47.97 50.61 1 53.40
0879 Finance Manager-Accountin ME0879 54.20 57.17 60.33 63,65 67.14
0889 Finance Manager- Budget MEO889 54.20 57.17 60.33 63.65 67.14
0899 Finance Manager- Fiscal Services ME0899 54.20 S7.17 60.33 63.65 67.14
0869 Finance Manager-Treasury ME0969 S4.20 S7.17 60.33 63.65 67.14
0131 Fire Medical Coordinator ME0131 42.65 45.00 47.49 50.09 52.96
0130 Deputy Fire Marshal ME0130 42.65 1 45.00 47.49 1 50.09 52.86
OS90 Fleet Operations Supervisor ME0590 43.11 45.47 47.97 50.61 53.40
0581 General Services Manager MEOS81 58.13 61.32 64.70 68.25 72,99
0498 GIS Manager ME0498 55.57 58.63 61.84 65.26 68.94
OD43 Housing Manager ME0043 55.01 58.04 61.23 64.59 68.14
ivac 6" Q ;E! 6; M 70 93
0006 Human Resources Manager ME0006 59.28 62.56 65.99 69.62 73.45
Info Technology Mgr-
0489 Infrastructure ME0489 55.57 58.63 61.84 65.26 68.84
0200 Info Technology Mgr-Operations ME0200 55.57 58.63 61.84 65.26 68.84
0500 Info Technology Mgr-Systems ME0500 59.60 62.87 66.33 69.99 73.83
0075 Inspection Manager ME0075 53.37 56.32 59.42 62.69 66.14
0073 Inspection Supervisor ME0073 45.53 48.03 50.67 53.46 56.40
0251 Investigator ME0251 37.08 39.13 41.29 43.56 45.95
0158 Landscape Architect ME0158 42.65 45.00 47.49 50.09 52.86
0049 Landscape Maint Supervisor ME0049 43.11 45.47 47.97 50.61 53.40
0572 liability Claims Coordinator ME0572 38.99 41.13 43.40 45.80 48.31
0623 Operations Manager ME0623 68.87 72.67 76.66 80.87 1 85.33
0030 Maintenance Operations Mgr ME0030 58.13 61.32 64.70 68.25 71.99
0490 Network Systems Administrator I ME0490 1 49.78 S2.53 55.41 58.47 1 61.69
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A-SALARY SCHEDULE
Parks Development Facilities
903 Project Coordinator MEO903 41.00 43.24 45.62 48.14 50.79
0443 Payroll Systems Analyst MEO443 45.53 48.03 50.67 53.46 56.40
6949 634a 67,33 71,93 7493
0098 Permit&Plan Check Manager ME0098 55.01 58.04 61.23 64.59 68.14
0209 Permit& Plan Check Supervisor MEO209 42.88 45.24 47.72 50.35 53.13
0453 Personnel Analyst MEO453 37.47 39.53 41.70 43.99 46.42
0060 Personnel Analyst Principal ME0060 46.91 49.48 52.21 SS.07 58.10
0464 Personnel Analyst Senior MEO464 42.65 45.00 47.49 50.09 52.86
0099 Plan Check Engineer MEO099 51.06 53.86 56.82 59.96 63.25
0444 Planning Manager MEO444 55.57 58.63 61.84 65.26 68.84
D625 Police Admin Division Srvcs Mgr MEO625 60.49 63.82 67.33 71.02 74.93
0594 Police Admin Services Manager MEO594 48.33 50.99 53.79 56.76 59.86
0022 Police Communications Manager MEO022 43.33 45.71 48.21 50.86 53.66
0094 Police Records Administrator MEO094 43.33 45.71 48.21 50.86 53.66
0028 Principal Accountant MEO028 44.18 46.62 49.17 51.88 54.73
0096 Principal Civil Engineer ME0096 57.85 61.02 64.38 67.92 71.65
0072 Principal Electrical Inspector ME0072 41.41 43.70 46.09 48.63 51.30
896 Principal Finance Analyst ME00896 47.84 50.48 53.25 56.17 59.26
0076 Principal Inspector Plb/Mech ME0076 41.41 43.70 46.09 48.63 51.30
0482 Principal Librarian MEO482 41.20 43.47 45.86 48.39 51.05
0074 Principal Planner ME0074 52.86 55.77 58.83 62.08 65.48
0579 Project Manager ME0579 47.84 50.48 53.25 56.17 59.26
0037 Project Manager Assistant ME0037 41.00 43.24 45.62 48.14 50.79
0496 Public Safety Systems Manager MEO496 56.41 59.51 62.78 66.23 69.87
0497 Public Safety Systems Su v MEO497 1 54.47 57.47 1 60.63 63.95 1 67.48
0839 Real Estate& Project Manager MEO839 47.84 50.48 53.25 56.17 59.26
0619 Risk Management Analyst MEO619 37.47 39.53 41.70 43.99 46.42
0054 Risk Manager MEO054 55.01 58.04 61.23 64.59 68.14
0069 Senior Civil Engineer ME0069 48.83 51.51 54.34 57.33 60.48
0494 Senior Deputy City Attorney I MEO494 63.59 67.09 70.77 74.65 78.77
868 Senior Finance Analyst I MEO868 45.49 47.99 1 50.62 1 53.41 1 56.35
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A-SALARY SCHEDULE
499 Senior Info Technology Analyst ME0499 49.55 52.28 55.14 58.18 61.38
0627 Senlor Info Technology Manager ME0627 63.20 66.68 70.35 74.22 78.30
0077 Senior Librarian ME0077 35.47 37.43 39.49 41.65 43.94
0036 Senior Planner ME0036 47.84 50.48 53.25 56.17 59.26
0575 Senior Sprvsr Cultural Affairs ME0575 40.40 42.61 44.95 47.42 50.03
0578 Senior Sprvsr Human Services ME0578 40.40 42.61 44.95 47.42 50.03
0519 Senior Risk Management Analyst ME0519 42.65 45.00 47.49 50.09 52.86
0034 Senior Traffic Engineer ME0034 48.83 51.51 54.34 57.33 60.48
0333 Senior Trial Counsel ME0333 68.87 72.67 76.66 80.87 85.33
0457 Special Events Coordinator ME0457 34.09 35.97 37.94 40.03 42.23
0488 Street Maint Supervisor ME0498 43.11 45.47 47.97 50.61 53.40
0133 Supervisor,Prkng&Crnping Fac ME0133 40.40 42.61 44.95 47.42 50.03
0033 Transportation Manager ME0033 60.19 63.49 66.99 70.67 74.56
D051 Tree Maintenance Supervisor ME0051 43.11 45.47 47.97 50.61 53.40
0483 Utilities Manager ME0483 59.28 62.56 65.99 1 69.62 73.45
D487 Wastewater Supervisor ME0487 43.11 45.47 1 47.97 50.61 53.40
0052 Water Distribution Supervisor ME0052 43.11 45.47 47.97 50.61 53.40
Water Distribution
0624 Superintendent ME0624 47.84 50.48 53.25 56.17 59.26
0053 Water Production Supervisor ME0053 43.11 45.47 47.97 50.61 53.40
rOOZ0056 Water Quality Supervisor ME0056 1 43.11 45.47 47.97 1 50.61 1 53.40