HomeMy WebLinkAboutEric G. Parra - 2021-12-02 (2) ��.." .. 2000 Main Street,u� Huntington Beach,CA
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Q1 City of Huntington Beach
_ APPROVED 7-0
VF� N TV CP�sQ 1'
File #: 23-1017 MEETING DATE: 11/21/2023
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Theresa St. Peter, Interim Director of Human Resources
PREPARED BY: Theresa St. Peter, Interim Director of Human Resources
Subject:
Approve Resolution No. 2023-60 and Amendment No. 1 to Employment Agreement with Eric
G. Parra - Interim City Manager/Police Chief
Statement of Issue:
City Manager, Al Zelinka, resigned to retire from public employment effective November 8, 2023. Eric
G. Parra, who has served as the Chief of Police since December 27, 2021, has agreed to serve as
the Interim City Manager/Chief of Police until a recruitment can be conducted and a candidate is
selected to permanently fill the City Manager vacancy.
The attached Amendment No. 1 to the Employment Agreement between the City of Huntington
Beach and Eric G. Parra dated November 21, 2023 outlines any and all changes to his original
Employment Agreement with the City of Huntington Beach.
Financial Impact:
This temporary out-of-class assignment will result in a savings of$121,019 as the Chief of Police will
serve a dual role as Interim City Manager/Chief of Police.
Recommended Action:
A) Approve Amendment No. 1 to the Employment Agreement between the City of Huntington Beach
and Eric G. Parra; and
B) Approve Resolution No. 2023-60, "A Resolution of the City Council of the City of Huntington
Beach Amending the Non-Associated Employees Pay and Benefits Resolution (Exhibit 1A) Non-
Associated Appointed Executive Management Salary Schedule" to create the Interim City
Manager/Police Chief classification and salary range.
Alternative Action(s):
Do not approve the recommended action, and direct staff accordingly.
Analysis:
Eric Parra has done an outstanding job as Chief of Police for the City of Huntington Beach. As Chief
City of Huntington Beach Page 1 of 2 Printed on 11/15/2023
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File #: 23-1017 MEETING DATE: 11/21/2023
and member of the Executive Leadership Team, he is aware of the current issues facing the City as
well as the major initiatives and ongoing goals of the City Council; as such, Mr. Parra is well-suited to
perform the dual role of Chief and Interim City Manager, while the City conducts a recruitment to
permanently fill the City Manager vacancy. Additionally, this interim position will yield a cost savings
of$121,019 for the City.
This temporary assignment for Mr. Parra will be considered as an out-of-class assignment as allowed
per the City's retirement system, California Public Employees' Retirement System (CaIPERS). As
such, Mr. Parra will retain his status as a safety employee.
Environmental Status:
This action is not subject to the California Environmental Quality Act (CEQA) pursuant to Sections
15060(c)(2) (the activity will not result in a direct or reasonably foreseeable indirect physical change
in the environment) and 15060(c)(3) (the activity is not a project as defined in Section 15378) of the
CEQA Guidelines, California Code of Regulations, Title 14, Chapter 3, because it has no potential for
resulting in physical change to the environment, directly or indirectly.
Strategic Plan Goal:
Goal 3 - High Performing Organization, Strategy B - Fill department director and other key vacancies
to lead and provide essential services to the community.
For details, visit www.huntingtonbeachca.gov/strategicplan
<http://www.huntingtonbeachca.gov/strategicplan>.
Attachment(s):
1. Amendment No. 1 to Employment Agreement Between the City of Huntington Beach and Eric
G. Parra
2. Resolution No. 2023-60 Amending the Salary Schedule for Non-Associated Appointed
Executive Management Salary Schedule - Exhibit 1A
City of Huntington Beach Page 2 of 2 Printed on 11/15/2023
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AMENDMENT NO. 1 TO EMPLOYMENT AGREEMENT BETWEEN THE CITY OF
HUNTINGTON.BEACH AND ERIC G. PARRA
THIS AMENDMENT is made and entered into between the City of Huntington Beach, a
California municipal corporation, hereinafter referred to as "City," and Eric G. Parra, hereinafter
referred to as "Parra."
WHEREAS, Parra is currently employed by City as its Police Chief, and it is the desire of
City to retain the services of Parra as Interim City Manager/Police Chief until City appoints a
permanent City Manager; and
Parra and City desire to amend that certain agreement dated December 2, 2021 entitled
"Employment Agreement Between the City of Huntington Beach and Eric G. Parra," hereinafter
referred to as the "Original Agreement," to provide for the appointment of Parra as City's Interim
City Manager/Police Chief; and
It is the desire of City to: (1)provide inducement for Parra to become the Interim City
Manager/Police Chief and remain in City's employment; (2) make possible full work
productivity by providing Parra with assurances regarding his employment; and (3) provide an
equitable means for Parra to return to his current position as Police Chief upon City's selection of
a permanent City Manager.
NOW, THEREFORE, for and in consideration of the mutual promises, covenants and
conditions herein contained, the parties hereto agree as follows:
1. APPOINTMENT AS INTERIM CITY MANAGER
Effective November 9, 2023, the City Council of City hereby appoints Parra as the
Interim City Manager/Police Chief of the City of Huntington Beach,to perform the functions
and duties of City Manager specified in the City Charter, and continue to perform the functions
and duties of Police Chief, and also to perform other legally permissible duties and functions as
the City Council shall from time to time assign.
2. TERM
This Amendment shall remain in effect until a permanent City Manager is selected by the
City Council, or until terminated by either party as set forth in Section 3 herein.
3. TERMINATION
A. This Amendment will automatically terminate upon the City Council's appointment of
a permanent City Manager, or as otherwise provided herein. •
B. Either party may terminate this Amendment after providing the other party with a
thirty-day (30) notice of intention to terminate this Agreement. Such notice can be provided at
any time.
1
C. Upon any termination hereof, Parra shall be returned to his previous position of Police
Chief of City under the terms and conditions contained in the Original Agreement, a copy of
which is attached hereto as Exhibit "A" and incorporated by this reference as though fully set
forth herein.
4. COMPENSATION
During the term of this Amendment, City agrees to pay Parra the amount of$153.85 per
hour as base salary, payable in installments at the same time as other employees of City are paid.
Except as specifically modified herein, all other terms and conditions of the Original Agreement
related to compensation shall remain unchanged, and in full force and effect.
5. REAFFIRMATION
Except as specifically modified herein, all other terms and conditions of the Original
Agreement shall remain in full force and effect.
• CITY OF HUNTINGTON BEACH,
a Californi unicip c o 'on
l
Eric G. Parra Mayor
t
APPROVED A FORM: City Clerk 4
chael E. Gates
ity Attorney
2
•
RESOLUTION NO. 2023-60
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
HUNTINGTON BEACH AMENDING THE NON-ASSOCIATED
EMPLOYEES PAY AND BENEFITS RESOLUTION(EXHIBIT 1A)
NON-ASSOCIATED APPOINTED EXECUTIVE MANAGEMENT SALARY SCHEDULE
WHEREAS,the City Council of the City of Huntington Beach desires to amend the
salary schedule for certain non-represented employees upon adoption of this Resolution:
NOW,THEREFORE, BE IT RESOLVED by the City Council of the City of Huntington
Beach as follows:
SECTION 1. The classification and salary range for Interim City Manager/Police Chief
shall be established.
SECTION 2. The above changes in Section 1 and Section 2 shall be reflected in the
attached Exhibit l A Non-Associated Appointed Executive Management Salary Schedule.
SECTION 3. Any existing provisions in conflict with the foregoing,whether by minute
action or Resolution of the City Council, are hereby repealed.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 21st day of November, 2023.
INIT
IATED AND APPROVED:'
Ma r ezote
sizzatu)
Theresa St. Peter, Interim Human City Clerk
Resources Director
APPROVED AS TO FORM:
e,- City Attorney
23-13749/323145
Resolution No. 2023-60
Exhibit 1A
•
EXHIBIT 1
NON-ASSOCIATED APPOINTED EXECUTIVE MANAGEMENT SALARY SCHEDULE
Effective November 9,2023*
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EXECUTIVE MANAGEMENT
Per
0591 City Manager NA0591 Contract 139.86 153.85
0029 Interim City Manager 289 98.36 103.28 108.44 113.87 119.56 125.54 131.82
0925 Interim City Manager/Police NA0591 Per 153.85
Chief Contract
DEPARTMENT HEADS
0592 Assistant City Manager 281 90.84 95.38 100.15 105.15 110.41 115.93 121.73
0015 Fire Chief 281 90.84 95.38 100.15 105.15 110.41 115.93 121.73
0011 Police Chief 281 90.84 95.38 100.15 105.15 110.41 115.93 121.73
0518 Chief Financial Officer 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03
0479 Chief Information Officer 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03
0589 Community Development Director 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03
�_
0574 Director of Human Resources 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03
0801 Director of Community&Library 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03
Services
0010 Director of Public Works 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03
CONTRACT NON-DEPARTMENT HEADS
0593 Chief Assistant City Attorney 267 79.02 82.98 87.12 91.48 96.05 100.86 105.90
0778 Director of Homelessness& 258 72.26 75.87 79.66 83.64 87.83 92.22 96.83
Behavioral Health Services
0845 Deputy Director of 258 72.26 75.87 79.66 83.64 87.83 92.22 96.83
Public Works
0900 Assistant Chief Financial Officer 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53
0850 Deputy Director of 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53
Administrative Services
0855 Deputy Director of 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53
Community& Library Services
0840 Deputy Director of 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53
Community Development
0779 Deputy City Manager 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53
0906 Deputy City Treasurer 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53
0699 Deputy Community Prosecutor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
*Per Resolution No.2023-60 adopted November 21, 2023,the position of Interim City Manager/Police Chief was
established
Res. No. 2023-60
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 21, 2023 by the following vote:
AYES: Kalmick, Moser, Van Der Mark, Strickland, McKeon, Bolton, Burns
NOES: None
ABSENT: None
RECUSE: None
�k Q45 71417
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
EMPLOYMENT AGREEMENT BETWEEN
THE CITY OF HUNTINGTON BEACH AND ERIC G. PARRA
THIS AGREEMENT is entered into this 2"d day of December,2021,between the City of
Huntington Beach, a California municipal corporation,hereinafter"City,"and Eric G. Parra,
hereinafter"Parra."
WITNESSETH
•
WHEREAS, the City Manager has been empowered to appoint and remove the Police
Chief,with approval of the City Council; and
WHEREAS,the City, through the City Manager, desires to employ the services of Parra
as the Police Chief for the City of Huntington Beach; and
WHEREAS, the City seeks to provide certain benefits, establish certain conditions of
employment,and to set working conditions of Parra;and
WHEREAS,the City intends to:
(1) Secure,retain, and employ the services of Parra; and
(2) Provide a means for terminating Parra's service; and
(3) Parra accepts employment as the City's Police Chief;
NOW,THEREFORE,in consideration of the mutual covenants herein contained, the
parties agree as follows:
Eric Parra
Police Chief Employment Agreement
Eric Parra—Police Chief Employment Agreement
December 2,2021
Page 2 of 8
SECTION 1. DUTIES.
The City agrees to employ Parra as Police Chief of the City to perform the functions and
duties of that office as set forth in the Municipal Code of the City of Huntington Beach and the
City Charter, and to perform other duties and functions as the City Manager shall from time to
time assign. Parra shall devote his full attention and effort to the office and perform the mentioned
duties and functions in a professional manner.
SECTION 2. STATUS AND TERM.
(a) Parra shall serve for an indefinite term at the pleasure of the City Manager and shall
be considered an at-will employee of the City.
(b) Nothing in this Agreement shall prevent,limit or otherwise interfere with the right
of the City Manager to terminate the employment of Parra at any time, subject only to the
provisions set forth in Section 6,subparagraphs(a),(b)and(c)of this Agreement,and Section 401
of the Charter of the City of Huntington Beach.
(c) Nothing in this Agreement shall prevent, limit, or otherwise interfere with the right
of Parra to resign at any time from his position with the City, subject only to the provisions set
forth in Section 6, subparagraph(d), of this Agreement.
(d) Parra agrees to remain in the exclusive employ of City for an indefinite period of
time and shall neither accept other employment nor become employed by any other employer
without the prior written approval of the City Manager until notice of Parra's resignation is given.
(e) The term "employed" (and derivations of that term as used in the preceding
paragraph) shall include employment by another legal entity or self-employment, however, shall
Eric Parra—Police Chief Employment Agreement
December 2,2021
Page 3 of 8
not be construed to include occasional teaching, writing, consulting, or military reserve service
performed on Parra's time off, and with the advance approval of the City Manager.
SECTION 3. SALARY.
City agrees to pay Parra for his services rendered pursuant to this Agreement at Range
NA0011,Step E($106.31 /hour)of the City's classification and compensation plan or Resolutions
or Ordinances from time to time enacted that govern such compensation.
SECTION 4. OTHER BENEFITS.
In addition to the foregoing benefits,Parra shall also receive all such other benefits that are
generally applicable to non-associated employees (Department Heads)hired after 12/27/97,as set
forth in Huntington Beach City Council Resolution No. 2016-50, entitled "A Resolution Of The
City Council Of The City Of Huntington Beach Modifying Salary And Benefits For Non-
Represented Employees Including The Elected City Attorney, City Clerk, And City Treasurer," a
copy of which is attached hereto as Exhibit "A" and incorporated by reference as fully set forth
herein. Parra will also receive Longevity Pay in the amount of 11%per year. Further, Parra shall
receive ancillary benefits provided to Police Management Association (PMA) members with
regard to Education Pay (6%per year), Advanced POST Certificate Pay (6%per year). Finally,
in order to install security upgrades at Parra's primary residence located in Huntington Beach, the
City shall reimburse Parra an amount not to exceed$15,000 for reasonable security enhancements
deemed eligible by the City Manager,whose approval shall not be unreasonably withheld.
SECTION 5. ADMINISTRATIVE LEAVE.
The City Manager may place Parra on Administrative Leave with full pay and benefits at
any time during the term of this Agreement.
Eric Parra—Police Chief Employment Agreement
December 2,2021
Page 4 of 8
SECTION 6. TERMINATION AND SEVERANCE PAY.
(a) Except as provided in subsection(b), in the event the City Manager terminates the
employment of Parra, and during such time that Parra is willing and able to perform his duties
under this Agreement, then City shall pay to Parra a severance pay as follows: nine (9) months'
base salary and benefits if terminated without cause during the first twelve(12)months of Parra's
employment; then six(6)months' base salary and benefits if terminated without cause during the
thirteenth(13th) and subsequent months of Parra's employment.
(b) (1) Notwithstanding subsection (a) above, the following reasons shall
constitute grounds to terminate the employment of Parra without severance pay:
(i) a willful breach of this agreement or the willful and repeated neglect
by Parra to perform duties that he is required to perform;
(ii) conviction of any criminal act relating to employment with the City;
(iii) conviction of a felony.
(2) Prior to the time that the City Manager terminates Parra without severance
pay for any of the reasons set forth in Section(b)(1)above,and only in that case,the City Manager
shall provide Parra with written notice of proposed termination which will include the reason and
factual basis for termination. Within ten days of such notice,Parra may request an opportunity to
respond to the reasons and factual basis provided by the City Manager. If such a request to respond
is made, the City Manager shall conduct a meeting, which may be informal in nature, that Parra
may respond to the notice of proposed termination. At such meeting,Parra may be represented by
an attorney of his choice and present evidence or information relevant to the reasons and factual
basis set forth in the notice of proposed termination. Subsequently, the decision of the City
Manager as to whether reasons set forth in Section (b)(1) exist or do not exist shall be final as
between the parties.
Eric Parra—Police Chief Employment Agreement
December 2,2021
Page 5 of 8
(c) In the event the City at any time during the term of this Agreement, reduces the
salary of Parra from its current level, except as part of an across-the-board reduction for all
Directors of City,or in the event City refuses,following written notice,to extend to Parra any non-
salary benefit customarily available to all Directors, or in the event Parra resigns following a
suggestion, whether formal or informal, by the City Manager that he resign, then, Parra may, at
his option, be deemed to be "terminated." The termination date will occur then at the date of
reduction or refusal to extend or such suggestion of resignation within the meaning and context of
the severance pay provision in subparagraph (a) above; provided that the option to be deemed
terminated is exercised by written notice from Parra and delivered to the City Manager within ten
(10)working days of notification of such reduction,refusal to extend,or suggestion of resignation.
In that event, the severance payment shall be calculated from the'date Parra exercises the option
to be deemed terminated.
(d) In the event Parra voluntarily resigns his position, Parra shall give City written
notice at least thirty (30) days prior to the last workday, unless the City Manager and Parra
otherwise agree.
(e) It is understood that after notice of termination in any form,Parra and the City will
cooperate to provide for an orderly transition. Specific responsibilities during such transition may
be specified in a written separation agreement.
SECTION 7. DISABILITY.
If Parra is medically,physically disabled or otherwise unable to perform his duties because
of sickness, accident, injury, mental incapacity or ill health, and has provided proof of the same
from a medical professional,he shall be eligible for Disability Leave upon exhausting all accrued
sick leave,general leave and executive leave,and duty injury leave if applicable. Disability Leave
shall be unpaid and shall be approved by the City Manager for a time period of up to three (3)
Eric Parra—Police Chief Employment Agreement
December 2,2021
Page 6 of 8 •
months. The length of such time period of the Disability Leave shall be dependent upon the length
of the disability as demonstrated by Parra. If Parra is unable to return to work at that time,the City
shall have the option to terminate the employment of Parra, subject to the requirements imposed
on City by Section 6,paragraph(a).
SECTION 8. PERFORMANCE EVALUATION.
The City Manager shall review and evaluate in writing the performance of Parra at least
once annually. That review and evaluation shall be in accordance with specific criteria developed
in consultation with Parra and the City Manager. Those criteria may be added to or subtracted
from as the City Manager may from time to time determine, in consultation with Parra.
SECTION 9. GENERAL AND EXECUTIVE LEAVE
(a) Parra shall accrue General Leave in accordance with the General Leave accrual
provisions applicable to Department Heads of the City as contained in the Non-Associated
Resolution (Exhibit "A"). Parra shall be credited for his years of service at other CalPERS and
CalPERS reciprocal agencies in determining his annual general leave accrual allowance. Upon
executing this agreement,Parra shall be credited with an initial allocation of 40 hours that will be
added to Parxa's General Leave accrual bank. Parra shall be credited 80 hours of Executive Leave
on January 1 of each calendar year,and shall be provided with an initial allocation of 80 Executive
Leave hours upon his first day of employment for his initial calendar year with the City.
(b) Executive Leave must be used in the same calendar year it is credited, and unused
Executive Leave may not be carried forward to the next calendar year or cashed out at any time.
General Leave shall be accrued in accordance with the appropriate provisions of the Non-
Associated Resolution(Exhibit"A"). Parra shall provide the City Manager with reasonable notice
prior to taking two (2) or more General Leave or Executive Leave days off.
Eric Parma—Police Chief Employment Agreement
December 2,2021
Page 7 of S
SECTION 10. PROFESSIONAL DEVELOPMENT.
The City agrees to budget and pay for Parra's professional memberships as normally
accorded to Department Heads. Parra shall also receive paid leave, plus registration, travel and
reasonable expenses for short courses,conferences and seminars that are necessary for professional
/personal development and, in the judgment of the City Manager, for the good of the City, and
subject to budget limitations and to established travel policies and procedures.
SECTION 11. FINANCIAL DISCLOSURE.
Parra shall report to the City Manager any ownership interest in real property within the
County of Orange, excluding personal residence. Parra shall also complete and file annually,
Financial Disclosure 700 Forms. Also,Parra shall report to the City Manager any financial interest
greater than Ten Thousand Dollars($10,000)in value in a firm doing work for City or from which
City intends to make a purchase. Such reporting shall be made in writing by Parra to the City
Manager within ten (10) calendar days of the execution of this agreement and within ten (10)
calendar days of acquisition of that interest in real property. Additionally, Parra shall report in
writing to the City Manager any financial interest greater than Ten Thousand Dollars($10,000)in
value in a firm doing work for the City or from whom the City intends to make a purchase
immediately upon notice of the intended work or purchase.
SECTION 12. INDEMNIFICATION.
The City shall defend and indemnify Parra against actions, including but not limited to any:
tort, professional liability claim or demand, or other non-criminal legal, equitable or administrative
action, arising out of an alleged act or omission occurring in the performance of Parra during the
discharge of his duties as an employee/officer of the City, other than.an action brought by the City
against Parra,or an action filed against the City by Parra. The City shall pay the reasonable expenses
for the travel,lodging, meals,and lost work time of Parra should Parra be subject to such, should an
action be pending after termination of Parra. The City shall be responsible for and have authority to
Eric Parra—Police Chief Employment Agreement
December 2;,2021
Page 8of8.
compromise and settle any- action, with prior consultation with Parra, and pay the amount of any
settlement or judgment,rendered on that action. Parra shall cooperate fully with the City in the
settlement,compromise,preparation of the defense, or trial'of any such action.
SECTION 13 GENERAL PROVISIONS.
(a) The text herein shall constitute the entire Agreement between the parties.
(b) This Agreement shall become effective commencing December 27,2021.
(c). If any provision, or any portion of any provision, contained in this Agreement is
held unconstitutional;invalid, or unenforceable,the remainder of this Agreement,
or any portion of it, shall be deemed, severable, shall not be affected and shall
,remain in full force and effect.
(d) No amendment of this Agreement shall be effective unless in writing and signed by
both parties.
INIWITNESS WHEREOF,City has caused this Agreement to be signed and executed
on its behalf by its City Manager, and Parra has signed and.executed this Agreement,both in
duplicate,,the day and year first above written.
C Y: PARRA:
Oliver Chi,City Malaga Eric Parra
APPROVED A ' ORM:
City ttorney
From: Michael Gioan
To: $unolementalcommasurfcIty-hb.orq;CITY COUNCIL(INCL.CMO STAFFI
Subject: Al Zelinka,Warner/Bolsa Chica monster et al...
Date: Wednesday,November 8,2023 1:37:10 PM
Importance: High
Al Zelinka's Resignation:
Many people I spoke to feel a little puzzled by this 7/2 decision. Didn't Al Zelinka have an Assistant
Manager or second-in-command of some kind? If yes,then why hasn't that person taken over the
function pro-tem? Feels like power is concentrated in too few hands, not a good democratic sign,
just my opinion. I'd suggest the City Council address these concerns.
Also, URLs listing HB Government employees no longer work
(see https://huntingtonbeachca.gov/government/contact-us/department-staff-name.cfm), and
other URLs which come up first on web searches. Not a very good look...
Warner/Bolsa Chica Abomination:
On another topic, I sure hope item 26 will be sent back to the drawing board with a requirement for
proper setbacks,adequate parking and reduced height. Properties condemned to live in the
shadows of such a monstrosity are sure to lose significant value for the benefit of the developer who
obviously has no regard for the neighborhood, and makes a mockery of HB Zoning and Building
Codes.
A quick suggestion: why don't you suggest the following compromise?
• Drop building height by one floor(5 to 4).
• Require ground floor to be set back 15 feet and every floor an additional 10 feet so that the
terraces can be used for gardens the residents can enjoy and that will contribute to general
insulation of the building, absorb some of the reflected traffic sounds and solve the shadow
nuisance problem.
• Require 1.5 parking spaces per unit+ 1 parking space per staff. Parking can be constructed
underground.
These are reasonable requests, and it's time we tamp down on the developers' arrogance and greed,
which is compounded by the weakness and lack of will from the City Council to enforce Building
Codes to actually tackle down the High Density problem (this goes for current and and previous
councils).We need to develop HB, let's develop it correctly and by respecting everyone.
Let me make it clear, if this project is adopted "as is" or in mild derivation thereof, I will make sure to
vote against all current City Council members at next election, no exceptions.You have my promise.
Best,
SUPPLEMENTAL
Michael Gioan-HB Resident since 1991 -Homeowner COMMUN'CAT14N
Meeting Date: ' /1 i /2 3
Agenda Item No.; I (z 3 — 10 17)
From: Fikes,Cathy
To: Agenda Alerts
Subject: FW:City Manager
Date: Friday,November 17,2023 4:00:33 PM
Original Message
From:Janet Bean<janetbeandesigns@gmail.com>
Sent:Sunday,November 12,2023 8:03 AM
To:CITY COUNCIL(INCL.CMO STAFF)<city.council@surfcity-hb.org>
Subject:City Manager
I would like to know,as would many citizens,what qualifications the Police Chief has to step in as city manager. It
seems he has good qualifications to run a police department,but that is a far cry from running a city. I worry that
this decision will further destroy the public's image of how the city council is run. Are there not supposed to be an
open application process to find the best and most qualified candidate? We have had too much turn over in our city
management and handing over this important position to a police chief seems to many,a very bad decision.
Janet Bean
Sent from my iPad
I / . .-r
l'Pno✓ED �- o - I
2000 Main Street.
Huntington Beach CA
92648
City of Huntington Beach
r•
File #: 21-945 MEETING DATE: 12/1/2021
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
Subject:
Approve the appointment of Eric Parra to the position of Chief of Police and authorize the City
Manager to execute the associated Employment Agreement.
Statement of Issue:
After coordinating a nationwide recruitment. coupled with an extensive assessment process. Eric
Parra has been identified as the recommended candidate to serve as the next permanent Huntington
Beach Police Chief Staff has negotiated contract terms with Mr Parra and seeks City Council
approval of the recommended employment agreement,
Financial Impact:
Key details related to the proposed employment agreement with Mr Parra includes a starting base
salary of $106 31 / hour, longevity pay in the amount of 11% per year, and providing the City's
standard police management benefits package Further, per the proposed agreement. the City would
reimburse Mr Parra an amount not to exceed $15,000 for reasonable security improvements for his
primary residence in Huntington Beach Finally, the proposed employment agreement contemplates
that if the contract is terminated without cause. Mr Parra would be provided with a 6-month
severance
Funding for this position is included in the FY 2020/21 budget
Recommended Action:
Approve the proposed Employment Agreement with Mr Parra to serve as the City's next Chief of
Police, and authorize the City Manager to execute any and all relevant and associated documents
Alternative Action(s):
Do not approve the employment agreement and provide staff with alternate direction
Analysis:
Since November 12. 2020. Julian Harvey has capably served as the City s Interim Chief of Police. In
an effort to fill the permanent role the City engaged the services of an executive recruitment firm to
City of Huntington Beach page t of 2 Pnnteo on 11 r30!202 t
il -,1229�
File #: 21-945 MEETING DATE: 12/1/2021
conduct a nation-wide search for a new Police Chief.
Following multiple assessment rounds that included City management, staff, and City Council
assessment panels, Eric Parra was identified as the individual best suited to serve as Huntington
Beach's next Chief of Police.
Mr. Parra currently serves as Chief of Police for the City of Alhambra, and has more than 33-years of
law enforcement experience. Prior to his current role, he held a variety of leadership positions with
the Los Angeles County Sheriffs Department, leaving that agency in 2019 as Division Chief. During
the course of his career, Mr. Parra has been credited with instituting a variety of forward thinking law
enforcement initiatives, including leading reform efforts at the Los Angeles County jail system,
implementing community policing programs, and establishing improved internal law enforcement
operational practices.
Mr. Parra holds a bachelor's degree in criminal justice from California State University, Long Beach,
and also earned his juris doctorate from Western State University College of Law. In addition to
serving as a sworn law enforcement professional, Mr. Parra is also licensed by the State Bar of
California.
Environmental Status:
N/A
Stratenic Plan Goal:
Non Applicable - Administrative Item
Attachment(s):
1. Eric Parra Employment Agreement
2. Police Chief National Recruitment Brochure
City of Huntington Beach Page 2 of 2 Pnnted on 11 t30/2021
po.e o 4 Legimar-
EMPLOYMENT AGREEMENT BETWEEN
THE CITY OF HUNTINGTON BEACH AND ERIC G. PARRA
THIS AGREEMENT is entered into this 2nd day of December, 2021, between the City of
Huntington Beach, a California municipal corporation, hereinafter"City," and Eric G. Parra,
hereinafter "Parra."
WITNESSETH
WHEREAS, the City Manager has been empowered to appoint and remove the Police
Chief, with approval of the City Council; and
WHEREAS, the City, through the City Manager, desires to employ the services of Parra
as the Police Chief for the City of Huntington Beach; and
WHEREAS, the City seeks to provide certain benefits, establish certain conditions of
employment, and to set working conditions of Parra; and
WHEREAS, the City intends to:
(1) Secure, retain, and employ the services of Parra; and
(2) Provide a means for terminating Parra's service; and
(3) Parra accepts employment as the City's Police Chief,
NOW, THEREFORE, in consideration of the mutual covenants herein contained, the
parties agree as follows:
Eric Para
Police Chief Employment Agreement
Eric Parrn—Police Chief Employment Agreement
December 2,2021
Page 2 of 8
SECTION 1. DUTIES.
The City agrees to employ Parra as Police Chief of the City to perform the functions and
duties of that office as set forth in the Municipal Code of the City of Huntington Beach and the
City Chatter, and to perform other duties and functions as the City Manager shall from time to
time assign. Parra shall devote his full attention and effort to the office and perform the mentioned
duties and functions in a professional manner.
SECTION 2. STATUS AND TERM.
(a) Para shall serve for an indefinite term at the pleasure of the City Manager and shall
be considered an at-will employee of the City.
(b) Nothing in this Agreement shall prevent, limit or otherwise interfere with the right
of the City Manager to terminate the employment of Parra at any time, subject only to the
provisions set forth in Section 6, subparagraphs(a), (b)and(c) of this Agreement, and Section 401
of the Charter of the City of Huntington Beach.
(c) Nothing in this Agreement shall prevent, limit, or otherwise interfere with the right
of Parra to resign at any time from his position with the City, subject only to the provisions set
forth in Section 6, subparagraph (d), of this Agreement.
(d) Parra agrees to remain in the exclusive employ of City for an indefinite period of
time and shall neither accept other employment nor become employed by any other employer
without the prior written approval of the City Manager until notice of Parra's resignation is given.
(e) The term "employed" (and derivations of that term as used in the preceding
paragraph) shall include employment by another legal entity or self-employment, however, shall
Eric Pnrrn—Police Chief Employment Agreement
December 2,2021
Page 3 of 8
not be construed to include occasional teaching, writing, consulting, or military reserve service
performed on Parra's time off, and with the advance approval of the City Manager.
SECTION 3. SALARY.
City agrees to pay Parra for his services rendered pursuant to this Agreement at Range
NAOO 11, Step E($106.31 /hour)of the City's classification and compensation plan or Resolutions
or Ordinances from time to time enacted that govern such compensation.
SECTION 4. OTHER BENEFITS.
In addition to the foregoing benefits, Parra shall also receive all such other benefits that are
generally applicable to non-associated employees (Department Heads) hired after 12/27/97, as set
forth in Huntington Beach City Council Resolution No. 2016-50, entitled "A Resolution Of The
City Council Of The City Of Huntington Beach Modifying Salary And Benefits For Non-
Represented Employees Including The Elected City Altorney, City Clerk, And City Treasurer, " a
copy of which is attached hereto as Exhibit "A" and incorporated by reference as fully set forth
herein. Parra will also receive Longevity Pay in the amount of l 1% per year. Further, Parra shall
receive ancillary benefits provided to Police Management Association (PMA) members with
regard to Education Pay (6% per year), Advanced POST Certificate Pay (6% per year). Finally,
in order to install security upgrades at Parra's primary residence located in Huntington Beach, the
City shall reimburse Parra an amount not to exceed $15,000 for reasonable security enhancements
deemed eligible by the City Manager, whose approval shall not be unreasonably withheld.
SECTION 5. ADMINISTRATIVE LEAVE.
The City Manager may place Parra on Administrative Leave with full pay and benefits at
any time during the term of this Agreement.
Eric Parrn—Police Chief Employment Agreement
December 2,2021
Page 4 of 8
SECTION 6. TERMINATION AND SEVERANCE PAY.
(a) Except as provided in subsection (b), in the event the City Manager terminates the
employment of Parra, and during such time that Parra is willing and able to perform his duties
under this Agreement, then City shall pay to Parra a severance pay as follows: nine (9) months'
base salary and benefits if terminated without cause during the first twelve (12) months of Parra's
employment; then six (6) months' base salary and benefits if terminated without cause during the
thirteenth (13th) and subsequent months of Parra's employment.
(b) (1) Notwithstanding subsection (a) above, the following reasons shall
constitute grounds to terminate the employment of Parra without severance pay:
(i) a willful breach of this agreement or the willful and repeated neglect
by Parra to perform duties that he is required to perform;
(ii) conviction of any criminal act relating to employment with the City;
(iii) conviction of a felony.
(2) Prior to the time that the City Manager terminates Parra without severance
pay for any of the reasons set forth in Section (b)(1)above, and only in that case,the City Manager
shall provide Parra with written notice of proposed termination which will include the reason and
factual basis for termination. Within ten days of such notice, Parra may request an opportunity to
respond to the reasons and factual basis provided by the City Manager. If such a request to respond
is made, the City Manager shall conduct a meeting, which may be informal in nature, that Parra
may respond to the notice of proposed termination. At such meeting, Parra may be represented by
an attorney of his choice and present evidence or information relevant to the reasons and factual
basis set forth in the notice of proposed termination. Subsequently, the decision of the City
Manager as to whether reasons set forth in Section (b)(1) exist or do not exist shall be final as
between the parties.
Eric Pnrra—Police Chief Employment Agreement
December 2,2021
Page 5 of 8
(c) In the event the City at any time during the term of this Agreement, reduces the
salary of Parra from its current level, except as part of an across-the-board reduction for all
Directors of City,or in the event City refuses, following written notice,to extend to Parra any non-
salary benefit customarily available to all Directors, or in the event Parra resigns following a
suggestion, whether formal or informal, by the City Manager that he resign, then, Parra may, at
his option, be deemed to be "terminated." The termination date will occur then at the date of
reduction or refusal to extend or such suggestion of resignation within the meaning and context of
the severance pay provision in subparagraph (a) above; provided that the option to be deemed
terminated is exercised by written notice from Parra and delivered to the City Manager within ten
(10)working days of notification of such reduction,refusal to extend, or suggestion of resignation.
In that event, the severance payment shall be calculated from the date Parra exercises the option
to be deemed terminated.
(d) In the event Parra voluntarily resigns his position, Parra shall give City written
notice at least thirty (30) days prior to the last workday, unless the City Manager and Parra
otherwise agree.
(e) It is understood that after notice of termination in any form, Parra and the City will
cooperate to provide for an orderly transition. Specific responsibilities during such transition may
be specified in a written separation agreement.
SECTION 7. DISABILITY.
If Parra is medically, physically disabled or otherwise unable to perform his duties because
of sickness, accident, injury, mental incapacity or ill health, and has provided proof of the same
from a medical professional, he shall be eligible for Disability Leave upon exhausting all accrued
sick leave, general leave and executive leave, and duty injury leave if applicable. Disability Leave
shall be unpaid and shall be approved by the City Manager for a time period of up to three (3)
Eric Purn—Police Chief Employment Agreement
Decembor 2,2021
Page 6 of 8
months. The length of such time period of the Disability Leave shall be dependent upon the length
of the disability as demonstrated by Parra. If Parra is unable to return to work at that time, the City
shall have the option to terminate the employment of Parra, subject to the requirements imposed
on City by Section 6, paragraph (a).
SECTION 8. PERFORMANCE EVALUATION.
The City Manager shall review and evaluate in writing the performance of Parra at least
once annually. That review and evaluation shall be in accordance with specific criteria developed
in consultation with Parra and the City Manager. Those criteria may be added to or subtracted
from as the City Manager may from time to time determine, in consultation with Parra.
SECTION 9. GENERAL AND EXECUTIVE LEAVE
(a) Parra shall accrue General Leave in accordance with the General Leave accrual
provisions applicable to Department Heads of the City as contained in the Non-Associated
Resolution (Exhibit "A"). Parra shall be credited for his years of service at other CaIPERS and
CalPERS reciprocal agencies in determining his annual general leave accrual allowance. Upon
executing this agreement, Parra shall be credited with an initial allocation of 40 hours that will be
added to Parra's General Leave accrual bank. Parra shall be credited 80 hours of Executive Leave
on January 1 of each calendar year, and shall be provided with an initial allocation of 80 Executive
Leave howl upon his first day of employment for his initial calendar year with the City.
(b) Executive Leave must be used in the same calendar year it is credited, and unused
Executive Leave may not be carried forward to the next calendar year or cashed out at any time.
General Leave shall be accrued in accordance with the appropriate provisions of the Non-
Associated Resolution(Exhibit"A"). Parra shall provide the City Manager with reasonable notice
prior to taking two (2) or more General Leave or Executive Leave days off.
Eric Parra—Police Chief EmploymeN Agreement
December 2,2021
Page 7 of 8
SECTION 10. PROFESSIONAL DEVELOPMENT.
The City agrees to budget and pay for Parra's professional memberships as normally
accorded to Department I-leads. Parra shall also receive paid leave, plus registration, travel and
reasonable expenses for short courses,conferences and seminars that are necessary for professional
/ personal development and, in the judgment of the City Manager, for the good of the City, and
subject to budget limitations and to established travel policies and procedures.
SECTION 11. FINANCIAL DISCLOSURE.
Parra shall report to the City Manager any ownership interest in real property within the
County of Orange, excluding personal residence. Parra shall also complete and file annually,
Financial Disclosure 700 Forms. Also, Parra shall report to the City Manager any financial interest
greater than Ten Thousand Dollars ($10,000) in value in a firm doing work for City or from which
City intends to make a purchase. Such reporting shall be made in writing by Parra to the City
Manager within ten (10) calendar days of the execution of this agreement and within ten (10)
calendar days of acquisition of that interest in real property. Additionally, Parra shall report in
writing to the City Manager any financial interest greater than Ten Thousand Dollars ($10,000) in
value in a firm doing work for the City or from whom the City intends to make a purchase
immediately upon notice of the intended work or purchase.
SECTION 12. INDEMNIFICATION.
The City shall defend and indemnify Parra against actions, including but not limited to any:
tort, professional liability claim or demand, or other non-criminal legal, equitable or administrative
action, arising out of an alleged act or omission occurring in the performance of Parra during the
discharge of his duties as an employee / officer of the City, other than.an action brought by the City
against Parra, or an action filed against the City by Parra. The City shall pay the reasonable expenses
for the travel, lodging, meals, and lost work time of Parra should Parra be subject to such, should an
action be pending after termination of Parra. The City shall be responsible for and have authority to
Eric Parrs—Police Chief Employment Agreement
December 2, 2021
Pagc 8 of 8
compromise and settle any action, with prior consultation with Parra, and pay the amount of any
settlement or judgment rendered on that action. Parra shall cooperate fully with the City in the
settlement, compromise, preparation of the defense, or trial of any such action.
SECTION 13. GENERAL PROVISIONS.
(a) The text herein shall constitute the entire Agreement between the parties.
(b) This Agreement shall become effective commencing December 27, 2021.
(c) If any provision, or any portion of any provision, contained in this Agreement is
held unconstitutional, invalid, or unenforceable, the remainder of this Agreement,
or any portion of it, shall be deemed severable, shall not be affected and shall
remain in full force and effect.
(d) No amendment of this Agreement shall be effective unless in writing and signed by
both parties.
IN WITNESS WHEREOF, City has caused this Agreement to be signed and executed
on its behalf by its City Manager, and Parra has signed and executed this Agreement, both in
duplicate, the day and year first above written.
C Y: PARRA:
L <r'7E'� '
Oliver Chi, City Manager Fric Parra
APPROVED ORM:
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` I I BOB MURRAY
ASSOCIATES
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THE COMMUNITY To learn more about the City of Huntington
Beach,peose visit
Al[t,o,gn- nnngtcn Beacr is no stranger to being
wwwhuntrngtonbeachca gob
front-page news x5 nary wtat5 happening ochntl
the scenes that makes the City a fantastic place CITY GOVERNMENT
to live, work, and visit Within an evolving palitical
.. ... ..e CRY Of
landscape, Huntington Beach has emerged as a
regional leader n the development of Innovative Services, Hrought Ca Beach'Tee er like
�19 never
raemuC
brought Qty Stall together like never before.
like the Cri Project HOPE mobile crisis response program
in fostering o
increasing beach access by rc ng out ALA accessible Mob,-Mots problem-sdvry environment of collaborative
g across aeportrnerus n 2020,
and standing Up a homeless navgaton center
the City Council approves tlepartmentol
The City of Huntington Beach is located in northwestern Orange County, 35 restructuring plans that have resulted in a
miles southeast of Los Angeles ors 9O miles northwest of Son Diego The City once-in-0-generrnxxi transformation of City
encompasses 28 square miles of land and 26 square miles of water making n operations, wim an eye toward stelldf
the 24th largest city in Colifornvo With a population of about 202265 residents, customer service ors cutting red tape The
Huntington Beach is the fourth largest city in Orange County Ws Executive Team is hang new leaders
Known as 'Surf CM.' Huntington Beach features nearly 85 miles of spectacular at ON levels of the organ,zaton to help
beaches and one of the iorgest recreational piers in the world The City is hone to a implement this inspiring new vision Will
timnng beach community and is comstenW nomeci as one of the top ten benches you loin use
n California Running parallel to Pacific Coast Hkghwpy and lust steps from the ocean
Huntington Beach y05 incorporated Os a
is on eight-mile strano perfect for biking,nAnie skating,pgg,ng or a leSureN strop Charter City in 1909 and operates under
The City hosts on annual viWv popukrtan of over 11 rrtlan people,featuring numerous the Councl/Monager form of government
large-sooe special events,surf competil and festivals Even with its swell of summer A seven-member City Council serves as
vi5itorS,Huntngton Beach has been listed for decades as among the FBI's safest cities the governing body Members ore elected
in the nation in 2019,Wale[Hub mrikea Huntington Beach as u5 in Met-Top Ten Happiest at-lorge to four-year overlapping terms.
Cities in the US' with the Mayor and Mayor Pro-Tern roles
Huntington Beach boosts a wide variety of municipal amenities It has a word-class designated on an annual rotating basis
Central Library with four branch libraries The City's park system includes 78 pubic The City Anomey,City Clerk,oral City Treasurer
parks(Including a dog park),ridng stables,and the largest e¢y-owned and operated are also elected, serve four-year terms,
regional park in Orange County-the 356-acre Huntington Central Pork ReSii enjoy anal they each serve as the odmin,str0[rve
five recreation centers(Including a senior center),three miles of equestrian balls,two head of their respective departments
golf courses,various recreatian facilities,a manna,and a protected wildlife preserve
The City organizes its operations through 11
Huntington Beach draws some of the largest crowds in Me world for its popular major departments include the Admins-
events including the US Open of Surfing Von'S World Championship of Skateboarding, trative Services. City Managers Office,
AVID Pro Beach Valleyb011,the Surf CityMarathon,and the Great Pacific Air Show I[5
Comvriunrty, Development Corrnnuriiry 8
OL50 home to the Internabonol Skirting Museum,the Surfing Walk of Fame,the BOlsa Library Services Finance, Fire, Police, and
Chico Ecological Reserve,and the Huntington Beach Art Center pubic Works,along with the City Attorne's
The comYRunT/s 35 elemeraory schools orxd five pubic high schools frequently receive Office,city Clerk'Office.aid City Treast-i
local,state anal federal awards and honors,including recognition as Cori Distn- Office
guished Schools and National Bore Ribbon Schools Golden West College a community The City is Supported by nearly 1,400
college,is also located in the CM Orange Coast College,the University of California.
employees,and has a General Fund budget
Irvine,and California State UnrveMUes Ot LOrg Beach and Fulenon also provide
of$2279 rtVMofi(teal budget$424 mIMOn)
convernent prwamity,to higher educaton Huntington Beach maintains an aAA'credit
Huntington Beach has an extremely dIVCr- rating
Stied business community NO single
business or industry dominates ONE HB
Me local econOmiy,which sup- In Huntington Beach, staff are fanatical
ports leafing corrvrnercal ; about engaging in a team-oriented
industrial, Ono recreational approach to municipal governonce Ind,-
industnes with a dnverse victuals who authenticaN practice the
economic base from .4• behavnml values of Humility,Exceptionality,
tourism Ono leisure to Social Awareness, Possii Ord Integrity
aerospace, high tech- _ will find success in the organ izatKn which
rnology, and manufap - strives to be One Team with One Focus
turirg ono One Goal
240
Vf•
ONE TEAM •A visionary and creative leader who serves
We are one team working together as an advocate for progressive police
to serve the people of Huntington operations,and focus on future police de-
Beach exceptionally to inspire portment structural and operational needs
pride in our community ' Skilled in utilizing a quality professional and
ONE FOCUS technical staff, mindful of their abilities,
and able to listen and make informed
we have one focus to stay decisions Possesses proven experience
fanotical about achieving and is committed to staff development
rx,nicipal excellence by being
active caretakers of our unique, and r planning
people-centnC HB culture Possesses
sses a p ortgpotive ieadershP style
i and works effectively with other City ae-
ONE GOAL portrments the executive management
we have one goal to ensure that HB team and affiliated! labor associations
common
continually improves its standing as a toward the coon good of the organi-
premer coastal erclove as menYYed[ttalyh ll zatdr and the service cormwrav
the health of our people, our orga"Zotlon,our • Effective it managing the department's
iMras[r�Ctt,re ar`a air cor m,,N fironcgl resources and in Communicating
POLICE DEPARTMENT the department's financial structure and
Position to internal and eternal stokeholtlers
The Police Department is dedicated to providing a full complement of police service
PrKKlties for the New Police Chief
Operations to the Huntington Beach community The primary goal of the Huntington work
Beach Police Deportment is to maintain a partnership wth the commpunity,resulting n a • stakeholders
With O satiety d thinte
andmeesexternal
safer community and on enhanced quality of life The Department s spouse ens to lead which
the cl d a newly-
pa Operates with the response efforts,WhxCh irdkltle5 a newly-
support Of more than 356 sworn and civilian staff members and an annual budget that
exceeds$Za 2 rtmtlgn helped t the City ounorsNaviga o Center,endi t0
hap meet the CM CounClYs goal d eraing
The City of Huntington Beach Police Department provides a variety of police services h omeles riess in Huntington Beacn,caged
distributed amongst its four divisions Aamnistrdtive Operations,Uniform Investigations, Project Zero
and Administrative Services Each division is mode up of bureaus which have distinct • Implement and expand the Project HOPE
duties to respond to the needs of the citizens and the Department mobile crisis response program a first-of-
The Administrative Operations Division is responsible fa facilities,budget/peryrc ,professional as-lard effort in partnership with Be viel OC
standards,training,community relations,press information,and jail • Strengthen cohesion with the depart-
The Uniform DMyan is the most visible division, performing core law mlent across labor associations
enforcement functions,including uniform potrot traffic enforcem(n, Lead the Police Department's
school resource officers, Homeless Task Force, Special Enforc evolution into a modern 21st
ment Team and special events - century law enforcement
agency
The Investigation Division is responsible far the Investigation5
Bureau,Special Investigations Bureau,oho the Crime Lab •ive m leswith a Candehden-
� sive redesign oho devel-
The Administrative Services Division provides support services opmert of a new police
L
to the tdYEie olMf tliv5iplS ncludrng human resources tanctiats department facility
communications,property/evdence,and records Develop and implement
THE POSITION a in avative and cost effe`°ve
strategies to Provide quality,
The Police Chief serves at-win and is appointed by and works professional police services to
under the aOmmnistmative direction of the CM Manager Pursuant Hkuntington Beach residents,busi-
City Chorter,the appointment Of the Chief of Police will be hesses and VISROns
by the CM Manager with City Council concurrence The Police Chief • Strengthen and enhance relationships
serves on the Cays Executive Management team with Commxunay stakeholders to build
The Police Chief will be joining a high-energy, creative, and profesyonal trust and improve transparency in poling
executive management team The desires candidate for this position has
• Expand opportunities to acquire special
been described in the followring mariner project funding through grants and other
• Sets the tome for the Police Deportment,encourages colaboration and ran-tradrtdnal financial P]thtways
[eomr work and a high level of dedicated customer and cormrnunay • De✓ lop a word-class local dots colection
service at all trines and reporting framework
241
THE IDEAL CANDIDATE Deferred Compensation- Two voluntary
c,,•. .. r 457 plans available
First anti hxemost,the City 6 See"on nanvididl who has on UPW(A,erng
CIXMW*tent to team-based approach,ally will recogr1 that kKlaels 0? lfi�Inwronte-rage,withoffers
Test be focused otworys on serving User people Successful cordootes must cr drage,vnth employee
a{.• wrchase additional hie insurance
be genuinely COnmyTytted to INIng[hC Orgal¢atan's behavioral values wlvch
IrKlutle General leave-Genera leave with Pay of TJb
hours per year Is grafted to regJar enployeeS
• Humility • Exceptionality • Social Awareness • passion • Integrity Additional general leave hours are earned
Outside of these behavioral choractenstics the CM is looking for candidates after four years of service,up to 250 hours
that are excited about the opportunity to take a key leadership role in this area after fifteen years'S ce
for one of the nation's most desirable,premer coastal communities An Inspiring k7bealde�leaye-BO hours Per calendar yea
and hardworking leader who has mastered the art of helping others see what's Holidays-Ten paid holidays are provided
poSSble,the Ideal candidate will be of the highest integrity and considered a role per calendar year
model in the profession This person will have the ability to opproach day-today Flexible Spending Accounts - Available
operations with on optimistic can-do attitude and a constant eye tow-Ora results where employees use pretax Salary to
and continuous improvement Foraharty, with technology and toots that Support
pay for regular chiklCOre,adult dependent
contemporary o usness practices and m oxtmuim efficiency,Coupled with a track recora care and/or medical expenses
that reflects data-driven decision making and the tlelvery of exceptiond outcomes Au0o Allowance,-Whicle provided or$500
will be expected Proven Success with modemizrV systems and processes and other per month
significant change efforts volt also be consdered favorably The navduol selected will
be a unih/Irlg n-erna and team builder who pnormzes people and the needs of the TO APPLY
team above personal ambitions Known fa being enthusiastic about people and their
it you are n[efested n this OUtstaldlg
work,this person will also be an Outstanding people manager capable of fostenrg an
opporturr[y,Pnease apple or%Inle at
Inclusive Culture that IS OISO ChafOCtemizetl by high SlOroaras OCCOUn[dJKy,and tfUSI
www bobmunayossoe.eom
The iaed candidate we be a highly engaged and motivating manager who Is supportve
Of Innovation and problem SOMng M the bwrest level This person will know now,to foster Filing Dead line:
healthy Internal debates to omve at the best outcomes as one Cohesive team August 27,2021
Driven by an obsession for the delivery of exceptional outcomes the ideai candidate will Following the coo_ ,;date,resumes will be
convey O Sophisticated understanding of external as well os internal customer needs semen eo according to the quaHications
and concems This Individual will exhibit tremendous Inlrtlatrve and have a history that ouidned abc" The most Q.IolfIBd candidates
denorvstrates the cbety to dddess challenges with courage and!Confdence Department will be Invited to personal interviews with Bob
leaders in Huntington Beach are expected to be msikenit problem solvers and have an Mundy and Associates.Candidates will be
admirable ability to adapt while montaning forward rtomentum advised of the status of the recruitment
The ideal police Chef candidate we be well versed In all aspects of police service operations folowring Nx*zt selection Finalist nwview;
antl atlmnnistrotan Competitive caagates will possess at least ten(10)years of Increas- we be held with the City of Flu an i Beach
rgly responsible cor read Ovid Sulpefvsay o perence In a full service police Oeportmen tr A select group of candidates MR be asked
Flee(5)yeas in a command position equivalent to a Police Captain ontl/a Assistant/ to provide references once It is oniticipotecl
Deputy police Chef is desirable Experience as a current Police Chef Is preferred that they may be MCcanwided as WOksts
A Bachelor's degree from or accredited college or university with major course work References we be contacted only following
In Admnstroeon of Justice,Crimrobgy,Public Administration,or a Closely related field A candidate approval
Masters degree is preferred If you haw any questons please do not
A California POST Management ono/or Executive CertitcoOan Is preferred Grod uation from hesitate to call Gary Phillips at
Cokfortla POST Canon o CdkgC FBI National Acotlerr y,or similar course a prelerma (916)784-9080
COMPENSATION & BENEFITS
Y
The salary range for the Police Chile IS Open and DOO. The City of Huntington r
BeciCh also Offers On attracwe benefits package Volt Includes.
RebretnsrK-The City participates In the Cakfomio Public Employees Retirement
System(CoIPERS)under a 3%O 50 Safety bereft formula for Cktssx:Membem
and Members contribute die 99b employee share New Members are under ❑� �:1 .
0 27%0 57 Safety benefit formula and Contribute 11.75%The City sloes rot pay
into Sac al Secunty,however,all employees pay 145%towards Medicare
MWnaioe-Health(metlicoi/dentalMSlan�life,and disability Insurance
is available to employees IRS Section 125 medical and dependent � -
care reimbursement plan(FSA)Is available Police Chef may elect to \ BOB MURRAY
enroll in the CODERS health insurance program offered by the CM I & A S S O C 1 AT E S
and Contnbxute to a Retiree Medical Trust C. .......cxac u+iva
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