HomeMy WebLinkAboutAlfred Zelinka - 2022-05-03 r 2000 Main Street,
Huntington Beach, CA
A
City of Huntington Beach `, n ,92648 _c
File #: 22-380 MEETING DATE: 5/3/2022
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Sean Joyce, Interim City Manager
VIA: Brittany Mello, Administrative Services Director
PREPARED BY: Brittany Mello, Administrative Services Director
Subject:
Adopt Resolution No. 2022-25 to appoint Alfred Zelinka as City Manager and approve the
Employment Agreement; adopt Resolution No. 2022-24 amending the Non-Associated
Appointed Executive Management pay schedule to update the compensation range for the
City Manager
Statement of Issue:
After conducting a nationwide recruitment process, the City Council has identified Alfred (AI) Zelinka
as the preferred candidate to serve as the City of Huntington Beach's next City Manager. The City
Council directed the recruiter and City Attorney to negotiate an employment agreement with Mr.
Zelinka to be presented for consideration in a regular meeting via resolution. The key terms of the
agreement are summarized below, which include a compensation rate of $320,000 per year. A
resolution to amend the appointed Non-Associated Executive Management salary schedule for the
City Manager position is also included.
Financial Impact:
The proposed salary is $320,000 per year with benefits. Additional details are located in Exhibit A of
Resolution No. 2022-25 (Attachment 1). The City Manager's salary and benefits will be included in
the proposed Fiscal Year 2022-23 Budget.
Recommended Action:
A) Review and consider the proposed City Manager employment agreement, and if appropriate,
adopt Resolution No. 2022-25, "A Resolution of the City Council of the City of Huntington Beach
Appointing Alfred Zelinka as City Manager;" and
B) Adopt Resolution No. 2022-24, "A Resolution of the City Council of the City of Huntington Beach
Modifying the Non-Elected Non-Represented Employees Pay Schedule to Amend the Compensation
for the City Manager."
Alternative Action(s):
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File #: 22-380 MEETING DATE: 5/3/2022
Do not approve the employment agreement or proposed resolutions, and provide staff with alternate
direction.
Analysis:
The City Council has completed a nationwide recruitment to fill the position of Huntington Beach City
Manager. The recruitment process began in November 2021, when City Manager Oliver Chi
announced his resignation. The City retained Dave Morgan of Ralph Andersen & Associates to
conduct the recruitment. During that period, Sean Joyce has been serving as the Interim City
Manager since December 20, 2021.
To assist in the recruitment process, the City Council created a City Manager Recruitment
Subcommittee comprised of Mayor Barbara Delgleize, Council Member Natalie Moser, and Council
Member Rhonda Bolton. The Subcommittee met with the recruitment team to craft the City Manager
recruitment brochure to help attract the most qualified candidates from across the nation.
The City Council and the recruiter reviewed the qualifications of each applicant, and selected the top
candidates to be interviewed on Wednesday, April 6, 2022. Following the first interview, the City
Council further narrowed the top candidates to be interviewed for a second time on Friday, April 8,
2022.
Following deliberation and careful consideration, the City Council selected Mr. Zelinka as the
preferred candidate. Mr. Zelinka has served as the City Manager of the City of Riverside since June
2018. He previously served as the Assistant City Manager and Community Development Director for
Riverside, as well as serving as the Community Development Director and Planning Manager for the
City of Fullerton. Altogether, Mr. Zelinka has 20 years of executive-level experience, aiming to make
a difference in communities and the profession. He is a Fellow of the American Institute of Certified
Planners, a Certified Main Street Manager, and is certified in Community Economic Development.
Mr. Zelinka holds a Bachelor of Science in Public Planning from Northern Arizona University and a
Master of Regional Planning from Cornell University.
Per City Council direction, the recruiter discussed a contract proposal with Mr. Zelinka, and the City
Attorney prepared an agreement that memorializes the terms and conditions of his employment with
the City. The key terms are outlined below and set forth in full in Exhibit A of the proposed Resolution
No. 2022-25 (Attachment 1).
The major provisions of the proposed employment agreement are as follows:
1. Contract Duration. Mr. Zelinka's initial contract term is for a period of four years,
commencing on Monday, June 27, 2022. On the annual anniversary date of the agreement,
the term will be extended one additional year, unless a majority vote of the City Council directs
that the agreement not be extended.
2. Compensation. Mr. Zelinka's starting salary will be $153.85 per hour, or $320,000 per year.
If the City Council approves salary adjustments to the appointed Non-Associated Executive
Management group, Mr. Zelinka's salary will receive the same percentage increase. The City
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File #: 22-380 MEETING DATE: 5/3/2022
Council may approve additional merit-based salary increases at their discretion.
Additionally, Resolution No. 2022-24 is proposed to modify the appointed Non-Associated
Executive Management salary schedule to amend the compensation range for the City
Manager position, in accordance with the California Public Employees' Retirement System
(CaIPERS) requirements for a publicly-available pay schedule (Attachment 2).
3. Benefits. Mr. Zelinka will receive the same benefits provided to the appointed Non-
Associated Executive Management group, unless otherwise specified in the employment
agreement. These benefits are outlined in Exhibit A of the Non-Associated Employees Pay
and Benefits Resolution No. 2022-09, as approved by the City Council on March 15, 2022
(Attachment 3).
4. Terms of Separation.
a. The City Council may terminate Mr. Zelinka's employment agreement without cause at
any time. If Mr. Zelinka is terminated without cause in the first eighteen months of
employment, he is entitled to twelve months' severance pay, including salary and
benefits. This severance provision reduces to nine months' severance in the
subsequent eighteen months of employment, and then further reduces to six months in
all remaining months of the agreement.
b. If Mr. Zelinka is terminated for cause or misconduct, the City is not obligated to provide
compensation or benefits, including severance.
5. Performance Reviews. The City Council will conduct an annual performance review of Mr.
Zelinka no later than June 30 each year of the agreement. The City Council may conduct
additional performance evaluations at any time.
Unlike some previous City Manager employment agreements, there are no housing-related
provisions included in this agreement.
If appointed, Mr. Zelinka's first day with the City will be June 27, 2022, with Interim City Manager
Sean Joyce's last day set to be June 26, 2022.
Environmental Status:
Not applicable.
Strategic Plan Goal:
Non Applicable -Administrative Item
Attachment(s):
1. Resolution No. 2022-25, "A Resolution of the City Council of the City of Huntington Beach
Appointing Alfred Zelinka as City Manager," including Exhibit A - Employment Agreement
2. Resolution No. 2022-24, "A Resolution of the City Council of the City of Huntington Beach
Modifying the Non-Elected Non-Represented Employees Pay Schedule to Amend the
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File #: 22-380 MEETING DATE: 5/3/2022
Compensation for the City Manager" including Exhibit 1A - Non-Associated Appointed
Executive Management Salary Schedule
3. Exhibit A of Non-Associated Resolution 2022-09
4. Al Zelinka Resume
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RESOLUTION NO. 2022-25
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
APPOINTING ALFRED ZELINKA AS CITY MANAGER
WHEREAS, Article II, Section 200 of the City Charter ("Charter") of the City of
Huntington Beach provides for a Council-Manager form of government; and
Article IV, Sections 400 and 401 of the Charter set forth the selection process as well as
the duties and obligations of the City Manager; and
The City Council of the City of Huntington Beach has conducted a national search to fill
the City's top administrative position of City Manager; and
The City Council has sought candidates for the City Manager position based on the duties
and qualifications set forth in the City Charter of the City of Huntington Beach; and
The City Council of the City of Huntington Beach desires to appoint Mr. Alfred (Al)
Zelinka to the position of City Manager for the City of Huntington Beach,effective June 27, 2022;
and
Mr. Zelinka desires to provide said services as City Manager to the City under the terms
and conditions set forth in the Agreement attached to this Resolution as Exhibit A; and
Mr. Zelinka represents that he is willing and qualified to provide such services to the City;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Huntington
Beach that it hereby approves the attached Employment Agreement with Mr. Zelinka shown as
Exhibit A to this Resolution.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 3rd day of May, 2022 v
Mayor
REV D ANI�APPROVED: APPROVED ORM:
Interim City Manager i Attorney
INITIATED AND APPROVED:
Director of Administrative Services
22-11308/282262
Resolution No. 2022-25, Ex. A
EMPLOYMENT AGREEMENT BETWEEN
THE CITY OF HUNTINGTON BEACH AND ALFRED ZELINKA
FOR THE OFFICE OF CITY MANAGER
Following the City Council's adoption of Resolution 2022-25,this AGREEMENT is made
and entered into this 3rd day of May, 2022, by and between the CITY OF HUNTINGTON
BEACH, a California Municipal Corporation, hereinafter referred to as "CITY," and Alfred (Al)
Zelinka, hereinafter referred to as "MR. ZELINKA." CITY and MR. ZELINKA may be
collectively referred to as "Parties."
RECITALS
WHEREAS, the City Council of the City of Huntington Beach has conducted a national
search to fill the CITY's top administrative position of City Manager; and
WHEREAS, the City Council has sought candidates for the City Manager position based
on the duties and qualifications set forth in the City Charter of the City of Huntington Beach; and
WHEREAS, per City Charter Section 400 (c), the candidate selected was chosen on the
basis of his executive and administrative qualifications, including his actual experience in and
knowledge of accepted practice as regards the duties of the office of City Manager; and
WHEREAS, the City Council desires to retain the services of MR. ZELINKA as City
Manager for the City of Huntington Beach; and
WHEREAS, the City Council desires to provide certain benefits, establish certain
conditions of employment, and to establish working conditions for MR. ZELINKA; and
WHEREAS,MR. ZELINKA desires to provide said services as City Manager to the CITY
under the terms and conditions hereinafter set forth; and
WHEREAS, MR. ZELINKA represents that he is willing and qualified to provide such
services to the CITY;
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Alfred Zelinka Employment Agreement 2022
THEREFORE, in consideration of the mutual covenants and promises hereinafter
contained and made subject to all of the terms and conditions hereof, the Parties hereto do hereby
agree as follows:
SECTION 1. DUTIES.
(a) The CITY hereby agrees to retain the services of MR. ZELINKA as City Manager to
perform the proper administration of all affairs of the CITY, including the functions and
duties specified in Section 401 of Article IV of the Huntington Beach City Charter, as of
the date of this AGREEMENT and as may be amended in the future, and to perform other
legally permissible and proper duties and functions as designated by the City Council from
time to time.
(b) MR. ZELINKA shall prepare and implement an annual plan of Organizational Goals and
Objectives which may be incorporated into an annual evaluation tool to assess
performance.
(c) MR. ZELINKA may exercise only those powers expressly granted to him as City Manager
through the Huntington Beach City Charter, the Huntington Beach Municipal Code, this
AGREEMENT, any Resolution, or any minute action of the City Council.
(d) MR. ZELINKA will conscientiously and loyally perform all of the duties, expressed or
implied, required of him by the terms of this AGREEMENT, the Huntington Beach City
Charter, the Huntington Beach Municipal Code, and the duties that may be delegated to
him by the City Council.
(e) MR. ZELINKA understands and agrees that he shall:
i. Devote his time, ability, and attention to matters of CITY and the City Council of
not less than the regular business hours of the CITY.
ii. Perform his duties within the budget adopted by the City Council.
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Alfred Zelinka Employment Agreement 2022
(f) Both Parties acknowledge that employees generally, including but not limited to MR.
ZELINKA, are most productive when they maintain a work-life balance that enables them
to meet their responsibilities outside work while also upholding their responsibilities in the
workplace. Further, both Parties acknowledge that increasingly the opportunity to achieve
a work-life balance can be as important a factor as pay and benefits. To this end, the City
Manager will reinforce work-life balance throughout the City organization consistent with
workplace responsibilities and City Council priorities.
SECTION 2. TERMS OF AGREEMENT
(a) MR. ZELINKA agrees to remain in the exclusive employment of the CITY and not to
become otherwise employed while this AGREEMENT is in effect. MR. ZELINKA agrees
that any other employment engaged in by him shall not interfere with the performance of
his duties under this AGREEMENT. The term "employment" (and derivations of that
term) shall include employment by another legal entity or self-employment. However,the
term shall not be construed to include occasional teaching, writing, or military reserve
service performed on MR. ZELINKA's time off, and with advance approval of the City
Council.
(b) CITY hereby appoints and retains MR. ZELINKA to serve as City Manager for the City
of Huntington Beach and MR. ZELINKA hereby accepts such employment with the CITY
beginning on June 27, 2022, or such earlier date that MR. ZELINKA and CITY agree, and
continuing until MR. ZELINKA or City Council terminates this AGREEMENT pursuant
to Section 3.
(c) The term of this AGREEMENT shall be for four(4) years, commencing on June 27, 2022,
and ending on June 26, 2026, unless extended or terminated as provided herein. On or by
June 27, 2023, and annually on each succeeding June 27`" while this AGREEMENT is
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Alfred Zelinka Employment Agreement 2022
effective, the Term of this AGREEMENT shall be automatically extended by one (1)
additional year. For example, on June 27, 2023, the Term of this Agreement shall be
automatically extended until June 26,2027;and so on,unless prior to such date by majority
vote of the total membership of the City Council at a regular meeting and in compliance
with the City Charter, including Charter Section 404(d), the City Council takes formal
action to declare its intention to not extend this AGREEMENT for one additional year.
Any such decision by the City Council to not extend the Term by one additional year shall
modify only this Section 2(c) of this Agreement and shall not constitute a termination for
purposes of Section 3(b) of this AGREEMENT. The Parties make no representation with
respect to whether such action by the City Council would amount to an adverse
employment action.
(d) This AGREEMENT in its entirety may be renegotiated at any time so long as CITY and
MR. ZELINKA desire and mutually agree to such terms in writing.
(e) The City Council shall conduct a performance evaluation of MR. ZELINKA not less
than twelve(12) months after commencement of MR. ZELINKA's term of employment,
and annually thereafter by no later than June 30th in each year during the Term of this
AGREEMENT. The annual performance evaluation shall include goals set forth by the
City Council. However, MR. ZELINKA acknowledges and accepts the fact that the City
Council as an employer has the right to schedule an evaluation session at any time in
accordance with the notice and all other requirements of the Brown Act. As a result of
the performance evaluation and at the City Council's sole discretion, the City Council
may provide a salary increase and/or performance bonus.
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Alfred Zelinka Employment Agreement 2022
SECTION 3. TERMINATION
(a) This AGREEMENT may be terminated by the City Council for Cause or misconduct by
MR. ZELINKA. After giving notice to MR. ZELINKA that this AGREEMENT is
terminated for Cause or misconduct, the CITY shall have no obligation to continue the
employment of MR. ZELINKA or to provide compensation or benefits, including
severance. For purposes of termination, "Cause" is defined as willful breach of duty by
MR.ZELINKA in the course of employment or habitual neglect of duty by MR.ZELINKA
in the course of employment or continued Incapacity of MR. ZELINKA to perform the
duties of employment as City Manager. In addition, Cause is defined only as:
i. MR. ZELINKA entering a guilty plea or plea of nolo contendre to, or being
convicted of, an offense which is a felony or crime of moral turpitude in the State
of California;
ii. MR. ZELINKA's willful misconduct or gross negligence;
iii. MR. ZELINKA's act of material dishonesty with or theft from the CITY;
iv. MR. ZELINKA is determined by a court of competent jurisdiction or the State of
California's Fair Political Practices Commission (FPPC) to have knowingly and
unlawfully participated in a governmental decision in which he had a conflict of
interest as defined in Government Code Section 87100 et seq. or Government Code
Section 1090 et seq.
V. Failure to follow a lawful directive of the City Council after written notice of said
failure is provided to MR. ZELINKA approved by four (4) or more affirmative
votes of the Council's seven(7)members.
vi. Continued abuse of drugs or alcohol that materially affects the performance of MR.
ZELINKA's duties.
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Alfred Zelinka Employment Agreement 2022
vii. Repeated and unexcused absences from the City Manager's Office and duties.
viii. Violation of any provision of the ICMA Code of Ethics for which the ICMA has
sanctioned MR. ZELINKA.
(b) This AGREEMENT may be terminated by the City Council Without Cause at any time. If
MR. ZELINKA is terminated by the City Council Without Cause, then MR. ZELINKA is
entitled to severance pay as follows: Twelve (12) months' base salary and benefits if
terminated Without Cause during the first eighteen (18) months of MR. ZELINKA's
employment; then nine (9) months' base salary and benefits if terminated Without Cause
during the subsequent eighteen(18)months of MR. ZELINKA's employment; then six(6)
months' base salary and benefits if terminated Without Cause during the thirty-seventh
(37th) month and subsequent months of MR. ZELINKA's employment. MR. ZELINKA
shall also be entitled to payout of any unused accrued vacation leave, but no payout for
accrued but unused sick leave or executive leave shall be made at termination.
(c) In the event the AGREEMENT is terminated by the City Council Without Cause, MR.
ZELINKA shall have the option to receive severance pay in either a lump sum or may
continue to be paid on the normal payroll schedule until all severance pay has been
provided.
(d) MR. ZELINKA may voluntarily terminate this AGREEMENT any time upon forty-five
(45) days' written notice to the City Council and shall not be entitled to any severance pay
or benefits upon such voluntary termination. City Council maintains discretion to accept
MR. ZELINKA's resignation immediately, and forego the notice period, upon forty-five
(45) days' pay in lieu of notice.
(e) In the event MR. ZELINKA is unable to perform the duties and functions consistent with
the Office of the City Manager due to serious illness, injury, impairment, or physical or
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Alfred Zelinka Employment Agreement 2022
mental condition for a period of three consecutive months, beyond MR. ZELINKA's full
use of any provided or earned leave, MR. ZELINKA may be terminated due to Incapacity.
Upon termination due to Incapacity, MR. ZELINKA shall be entitled to six months' salary
minus any disability insurance proceeds received by MR. ZELINKA.
(f) No action by the City Council to terminate MR. ZELINKA, other than for Cause, will be
made within ninety (90) calendar days either before a City general municipal election or
ninety (90) calendar days immediately following a City general municipal election.
(g) With the exception set forth in Subsection (f) above, nothing in this AGREEMENT shall
prevent, limit, or otherwise interfere with the right of the City Council to terminate the
services of MR. ZELINKA at any time, at the sole discretion of the City Council, in
accordance with the Huntington Beach City Charter, as the same may be amended from
time to time, and in accord with the provisions contained herein.
(h) Communications in the Event of Termination. In the event the CITY terminates MR.
ZELINKA for any reason or no reason, the CITY and MR. ZELINKA agree that no
member of the City Council or CITY employees acting on behalf of the CITY shall make
any written, oral, or electronic statement to any member of the public, the press, or any
CITY employee concerning MR. ZELINKA' s termination except in the form of a joint
statement, which is mutually agreeable to the CITY and MR. ZELINKA. The joint
statement shall not contain any text or statement that is disparaging to either Party. Either
Party may verbally repeat the substance of the joint statement in response to any inquiry.
SECTION 4. COMPENSATION
MR. ZELINKA shall receive, as starting salary for his performance of the duties of City
Manager, the sum of$320,000.00 per year, payable in installment payments in the same manner
and same times as the salaries of other members of the CITY's Executive Management are paid.
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Alfred Zelinka Employment Agreement 2022
SECTION 5. EMPLOYEE BENEFITS.
(a) Except as otherwise provided herein, MR. ZELINKA shall be granted the same package
of benefits as is being provided to CITY's Executive Management employees on the
effective date of this AGREEMENT. All future changes to the package of benefits
provided to CITY's Executive Management employees shall apply to the level of benefits
for MR. ZELINKA unless the Parties otherwise agree. All such benefits, and the benefits
described hereunder shall be deemed "fringe benefits" herein. This includes the CITY's
continued participation and contributions of CITY obligations to the Public Employees
Retirement System (PERS), group health, dental, and related insurance programs (family
coverage) in accordance with the PERS contract with CITY. MR. ZELINKA shall be
enrolled in the Ca1PERS 2.5% at 55 retirement plan, and MR. ZELINKA shall pay the
employee contribution percentage provided for in the current salary resolution, as same
may be amended from time to time in the future. At the date of this AGREEMENT, the
MR. ZELINKA's contribution percentage is eight percent (8%) of salary.
(b) In lieu of mileage reimbursement, CITY agrees to provide MR. ZELINKA with an
automobile allowance in the amount of Four Hundred Fifty Dollars ($450.00) per month
for business. Such allowance shall be paid together with customary monthly payroll
practices. MR. ZELINKA will primarily use MR. ZELINKA's personal auto for CITY
business, and will use CITY vehicles on an exception basis only. This provision does not
in any way restrict MR. ZELINKA's use of his personal automobile for personal use.
(c) Leave.
i. General Leave. MR. ZELINKA shall accrue, and have credited to his personal
account, General Leave starting at the rate of a 15+year employee of the CITY(as
of the date of this AGREEMENT, this amount is 256 hours per year). MR.
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Alfred Zelinka Employment Agreement 2022
ZELINKA shall be credited with a General Leave bank of one hundred(100)hours
upon commencement of employment. This credited General Leave will not be
subject to pay at separation if MR. ZELINKA separates from employment for any
reason during the first eighteen (18)months of this AGREEMENT.
ii. Executive Leave. MR. ZELINKA shall be credited with an Executive Leave bank
of one hundred(100)hours upon commencement of employment. MR. ZELINKA
shall be credited with one hundred (100) hours Executive Leave per year
automatically. Executive Leave is not intended to create a cash benefit. MR.
ZELINKA shall not take Executive Leave as cash/cash out at any time.
(d) MR. ZELINKA shall receive a Two Thousand Dollar ($2,000.00) wellness allowance on
an annual basis on January 1st of each year of this AGREEMENT to be spent on health
and fitness programming or equipment.
(e) MR. ZELINKA shall also be entitled to holidays, Leave Without Pay, and Bereavement
Leave on the same basis as Executive Management employees of CITY are receiving. Any
future change to the holiday or leave benefits provided to CITY's Executive Management
employees shall apply to the level of holiday or leave benefits for MR. ZELINKA unless
the Parties otherwise agree.
(f) CITY shall bear the full cost of any fidelity or other bonds required of MR. ZELINKA
relating to his service as City Manager under any law or ordinance.
SECTION 6. MEMBERSHIP AND SUBSCRIPTIONS
(a) CITY agrees to budget and pay professional dues and subscriptions on behalf of MR.
ZELINKA which are reasonably necessary for MR. ZELINKA's continued participation
in national, regional, state, or local associations and organizations necessary and desirable
for MR.ZELINKA's continued professional participation,growth,and advancement or for
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Alfred Zelinka Employment Agreement 2022
the good of CITY including the International City/County Management Association
(ICMA), the California City Management Foundation (CCMF), National Main Street
Center, American Planning Association, Urban Land Institute, and the League of
California Cities. Furthermore, CITY shall budget and pay for the professional dues and
subscriptions to such additional organizations as approved by the City Council.
(b) CITY agrees to budget and pay the travel and subsistence expenses of MR. ZELINKA for
official travel, meetings, and occasions reasonably adequate to continue the professional
development of MR. ZELINKA and reasonably pursued necessary official and other
functions for CITY, such as the annual conference of the International City/County
Management Association (ICMA), the annual conferences of the American Planning
Association (APA) and the California Chapter of APA, conferences of the League of
California Cities, meetings of the Orange County City Managers Association (OCCMA),
meetings of the California Planning Roundtable (CPR), and other such national, regional,
state, and local government groups and committees of which MR. ZELINKA serves as a
member, as approved by City Council.
(c) MR. ZELINKA shall be subject to the CITY's Travel and Meeting Reimbursement Policy.
SECTION 7. FINANCIAL DISCLOSURE
(a) MR. ZELINKA shall report to the CITY any ownership interest in real property within the
County of Orange, excluding MR. ZELINKA's personal residence. Also, MR. ZELINKA
shall report to the CITY any financial interest greater than Ten Thousand Dollars
($10,000.00) in value in a firm doing work for the CITY or from which the CITY intends
to make a purchase. Such reporting shall be made in writing by MR. ZELINKA to the
CITY within ten (10) calendar days of the execution of this AGREEMENT and, further,
within ten (10) calendar days of the acquisition of that interest in real property.
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Alfred Zelinka Employment Agreement 2022
Additionally, MR. ZELINKA shall report in writing to the CITY any financial interest
greater than Ten Thousand Dollars ($10,000.00) in value in a firm doing work with the
CITY or from whom the CITY intends to make a purchase immediately upon notice of the
intended work or purchase.
(b) MR. ZELINKA shall complete and file all required Fair Political Practices Commission
(FPPC) forms, including Form 700 Statement of Economic Interests.
SECTION 8. INDEMNIFICATION
Subject to the provisions of this AGREEMENT, CITY shall defend, save harmless, and
indemnify MR. ZELINKA against any claim for negligent tort or omissions, professional liability
claim or demand, or other legal action, whether groundless or otherwise, arising out of an alleged
negligent act or omission occurring in the performance of his duties as City Manager in accordance
with the provisions of California Government Code Section 825. Said indemnification shall
extend beyond termination of employment to provide full and complete protection to MR.
ZELINKA by CITY for any acts undertaken or committed in his capacity as City Manager,
regardless of whether the notice of filing of a lawsuit for such tort, claim, demand, or other legal
action occurs during or following employment with CITY.
SECTION 9. CONFIDENTIALITY
MR. ZELINKA acknowledges that in the course of his employment with the CITY, MR.
ZELINKA will be given access to or will have access to confidential and proprietary documents
and information relating to the CITY, its residents, businesses, employees, and customers
("Confidential Information"). Such Confidential Information may include, but is not limited to,
all information given to or otherwise accessible to MR. ZELINKA that is not public information
or would be exempt from public disclosure as confidential, protected, exempt, or privileged
information. MR.ZELINKA shall hold all Confidential Information in trust for the CITY's benefit
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Alfred Zelinka Employment Agreement 2022
and shall not disclose the Confidential Information to others without the expressed written consent
of the CITY. All Confidential Information shall be promptly returned to the CITY immediately
upon the effective date of any termination or resignation.
SECTION 10. NOTICES
Any notices to be given hereunder by either Party to the other shall be in writing and may
be transmitted by personal delivery or by mail,postage prepaid. Mailed notices shall be addressed
to the Parties as follows:
If sent by MR. ZELINKA to CITY:
City of Huntington Beach
Human Resources Office
2000 Main Street
Huntington Beach, California 92648
If sent to MR. ZELINKA by CITY:
To MR. ZELINKA's address on file with the Human Resources Office
Notices delivered personally shall be deemed communicated as of the date of actual receipt;
mailed notices shall be deemed communicated as of the date of postmark.
SECTION 11. ATTORNEY'S FEES
In the event any legal proceeding is instituted to enforce any term or provision of the
AGREEMENT, the prevailing Party in said legal proceeding shall not be entitled to recover
attorney's fees and costs from the opposing Party.
SECTION 12. REIMBURSEMENT TO CITY REQUIRED
Notwithstanding the foregoing, the following provisions requiring reimbursement for
certain compensation and/or indemnification provided to MR. ZELINKA by the CITY apply:
(a) Paid Leave. Pursuant to Government Code section 53243,in the event that MR.ZELINKA
is convicted of a crime involving the abuse of his office or position, as defined by
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Alfred Zelinka Employment Agreement 2022
Government Code section 53243.4, with the CITY, any paid leave or salary provided by
the CITY for the time period in which the MR. ZELINKA is under investigation for such
crimes shall be fully reimbursed by MR. ZELINKA to the CITY.
(b) Legal Defense. The City will not pay for any legal defense for allegations that MR.
ZELINKA committed a crime. However, pursuant to Government Code section 53243.1,
in the event that MR. ZELINKA is convicted of a crime involving abuse of his office or
position, as defined by Government Code section 53243.4, MR. ZELINKA shall fully
reimburse the CITY for any costs provided at CITY expense.
(c) Severance. Pursuant to Government Code section 53243.2, in the event that MR.
ZELINKA is convicted of a crime involving abuse of his office or position, as defined by
Government Code section 53243.4,MR.ZELINKA shall fully reimburse the CITY for any
cash settlement, including but not limited to severance pay,paid to MR. ZELINKA related
to his termination under this AGREEMENT.
SECTION 13. ENTIRE AGREEMENT
This AGREEMENT supersedes any and all other agreements whether oral or written,
between the Parties hereto with respect to the subject matter hereof and contains all of the
covenants and agreements between the Parties with respect to said matter, and each Party to this
AGREEMENT acknowledges that no representations, inducements, promises or agreements,
orally or otherwise, have been made by any Party, or anyone acting on behalf of any Party, which
are not embodied herein, and that any other agreement or modification of this AGREEMENT shall
be effective only if executed in writing and signed by both CITY and MR. ZELINKA.
SECTION 14. VALIDITY
The validity in whole or in part of any provision of this AGREEMENT shall not void or
affect the validity of any of the other provisions of this AGREEMENT.
13
Alfred Zelinka Employment Agreement 2022
SECTION 15. AGREEMENT VOLUNTARY AND KNOWING
MR. ZELINKA agrees and acknowledges that he has had an opportunity to consult legal
counsel in regard to this AGREEMENT,that he has read and understands this AGREEMENT,that
he is fully aware of its legal effect, and that he has.entered into it freely and voluntarily and based
on his own judgment and not on any representation or promises other than those contained in this
AGREEMENT. MR. ZELINKA agrees that this AGREEMENT should be interpreted as if
mutually prepared and without the same being construed for or against any Party.
SECTION 16. GOVERNING LAW
This AGREEMENT shall be governed by and construed in accordance with the laws of the
State of California.
SECTION 17. EFFECT OF WAIVER
The failure of either Party to insist on strict compliance with any of the terms, covenants,
or conditions of this AGREEMENT by the other Party shall not be deemed a waiver of that term,
covenant, or condition, nor shall any waiver or relinquishment of any right or power at any one
time or times be deemed a waiver or relinquishment of that right or power for all or any other
times.
IN WITNESS WHEREOF, the CITY has caused this AGREEMENT to be signed and
executed on its behalf by its City Council, and MR. ZELINKA has signed and executed this
AGREEMENT, both in duplicate,the day and year first above written.
CITY MANAGER: CIT F H TING B AC
Alfred Zelinka Mayor Barbara Delgleize
APPROVED ORM:
City ttorney
14
Alfred Zelinka Employment Agreement 2022
SECTION 15. AGREEMENT VOLUNTARY AND KNOWING
MR. ZELINKA agrees and acknowledges that he has had an opportunity to consult legal
counsel in regard to this AGREEMENT,that he has read and understands this AGREEMENT,that
he is fully aware of its legal effect, and that he has.entered into it freely and voluntarily and based
on his own judgment and not on any representation or promises other than those contained in this
AGREEMENT. MR. ZELINKA agrees that this AGREEMENT should be interpreted as if
mutually prepared and without the same being construed for or against any Party.
SECTION 16. GOVERNING LAW
This AGREEMENT shall be governed by and construed in accordance with the laws of the
State of California.
SECTION 17.EFFECT OF WAIVER
The failure of either Party to insist on strict compliance with any of the terms, covenants,
or conditions of this AGREEMENT by the other Party shall not be deemed_a waiver of that term,
covenant, or condition, nor shall any waiver or relinquishment of any right or power at any one
time or times be deemed a waiver or relinquishment of that right or power for all or any other
times.
IN WITNESS WHEREOF, the CITY has caused this AGREEMENT to be signed. and
executed on its behalf by its City Council, and MR. ZELINKA has signed and executed this
AGREEMENT, both in duplicate,the day and year first above written.
CITY M R: (SIT F TINGTI
*A
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V11 q%f Ile z wwwWWWOW
Alfred helinka\L�v Mayor Barbara Delgleize
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APPROVED t RM:
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14
Alfred Zelinka Employment Agreement 2022
COUNTERPART
Res. No. 2022-25
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 May 3, 2022 by the following vote:
AYES: Peterson, Bolton, Posey, Delgleize, Carr, Moser, Kalmick
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. 2022-24
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
MODIFYING THE NON-ELECTED NON-REPRESENTED EMPLOYEES PAY SCHEDULE
TO AMEND THE COMPENSATION FOR THE CITY MANAGER
WHEREAS,the City Council of the City of Huntington Beach desires to modify the
salary for non-elected, 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 salary range for the City Manager shall be modified as reflected in
Exhibit 1 A, attached hereto and incorporated by this reference.
SECTION 2. All other benefits and salary ranges established and reflected in the Non-
Associated Employees Pay and Benefits Resolution 2022-09 shall continue unless
modified by City Council action.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular
meeting thereof held on the 3rd day of May, 2022.
s
Mayor
REVIEWED AND APPROVED INITIATED AND APPROVED
e�� 6 . Mz&'6-
City Manager U Director of Administrative Services
APPROVE O FORM'.
c
Attorney
22-11308/281861
Resolution No. 2022-24
EXHIBIT 1A
NON-ASSOCIATED APPOINTED EXECUTIVE MANAGEMENT SALARY SCHEDULE
Effective May 3,2022*
Starting Control High
Point Point Point
Job Description Pay A B C D E F G
No Range
EXECUTIVE MANAGEMENT
591 City Manager I NA0591 I PerContractj 1 139.861 53.85
29 Interim City Manager 289 98.36 103.28 108.44 113.87 119.56 125.54 131.82
DEPARTMENT HEADS
592 Assistant City Manager 275 85.57 89.85 94.34 99.06 104.01 109.21 114.67
15 Fire Chief 275 85.57 89.85 94.34 99.06 104.01 109.21 114.67
11 Police Chief 275 85.57 89.85 94.34 99.06 104.01 109.21 114.67
518 Chief Financial Officer 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03
589 Community Development Director 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03
800 iDirector of Administrative Services 1 269 1 80.61 84.641 88.88 93.321 97.99 102.88 108.03
801 IDirector of Community&Library Services 1 269 1 80.61 84.641 88.881 93,321 97.991 102.881 108.03
10 1 Director of Public Works 1 269 1 80.61 84.641 88,881 93.321 97.991 102.881 108.03
CONTRACT NON-DEPARTMENT HEADS
593 Chief Assistant City Attorney 261 74.44 78.17 82.08 86.18 90.491 95.01 99.76
860 Deputy Director of Homelessness& 258 72.26 75.87 79.66 83.64 87.83 92.22 96.83
Behavioral Health Services
845 Deputy Director of Public Works 258 72.26 75.87 79.66 83.64 87.83 92.22 96.83
900 Assistant Chief Financial Officer 249 66.07 69.37 72.84 76.48 80.3 84.32 88.53
850 Deputy Director of Administrative Services 249 66.07 69.37 72.84 76.48 80.3 84.32 88.53
855 Deputy Director of 249 66.07 69.37 72.84 76.48 80.3 84.32 88.53
Community&Library Services
840 Deputy Director of 249 66.07 69.37 72.84 76.48 80.3 84.32 88.53
Community Development
699 IDeputy Community Prosecutor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
*Per Resolution No.2022-24 adopted on 05/03/2022,the compensation of City Manager was modified.
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
ONOWASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION -
EXHIBITA ..............................................................................................................1
SECTION1 - PAY...........................................................................................................1
A. APPOINTED SALARY SCHEDULE ............................................................................... 1
B. ELECTED SALARY SCHEDULE................................................................................... 1
C. PERFORMANCE BONUS............................................................................................ 1
D. DIRECT DEPOSIT.....................................................................................................2
E. ASSIGNED VEHICLE/AUTO ALLOWANCE ....................................................................2
SECTION II- HOURS OF WORK/OVERTIME/TIME OFF.............................................2
A. EXECUTIVE LEAVE...................................................................................................2
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...................................3
A. HEALTH INSURANCE................................................................................................3
1. Medical, Dental and Vision Insurance.........................................................................................3
2. City and Employee Paid Health Insurance.................................................................................3
3. Medical Cash Out........................................................................................................................5
4. Section 125 Plan.........................................................................................................................5
B. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE ...............................5
C. LONG-TERM DISABILITY INSURANCE.........................................................................5
D. CITY-PAID PHYSICAL EXAMINATIONS ........................................................................6
E. MISCELLANEOUS.....................................................................................................6
F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL
RETIREE SUBSIDY PLAN .................................................................................................6
G. POST-65 SUPPLEMENTAL MEDICARE COVERAGE ......................................................6
SECTION IV- RETIREMENT.........................................................................................7
A. BENEFITS...............................................................................................................7
1. Self-Funded Supplemental Retirement Benefit..........................................................................7
2. Medical Insurance for Retirees...................................................................................................7
B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING............7
1. "Classic Member"Miscellaneous Retirement Benefits....................................................7
2. "New Member" Miscellaneous Retirement Benefits........................................................8
3. "Classic Member"Safety Members Retirement Benefits..................................................8
4. "New Member"Safety Retirement Benefits...................................................................9
5. IRS Code 414(h)(2)..................................................................................................9
6. Pre-Retirement Optional Settlement 2 Death Benefit.................................................................9
7. Fourth Level of 1959 Survivor Benefits.......................................................................................9
8. VEBA Plan Requirements...........................................................................................................9
Exhibit A to Non-Associated Resolution No.2022-09 i
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
SECTION V- LEAVE BENEFITS ................................................................................ 11
A. GENERAL LEAVE................................................................................................... 11
1. Accrual......................................................................................................................................11
2. Eligibility and Approval .............................................................................................................11
3. Leave Benefit Entitlements.......................................................................................................11
4. Conversion to Cash..................................................................................................................11
B. HOLIDAYS AND PAY PROVISIONS............................................................................ 12
C. BEREAVEMENT LEAVE........................................................................................... 12
D. 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 .................................................................. 13
EXHIBIT 1 A- NON-ASSOCIATED APPOINTED SALARY SCHEDULE.................... 14
EXHIBIT 1 B- NON-ASSOCIATED ELECTED SALARY SCHEDULE.....................15
EXHIBIT 2 - RETIREE MEDICAL PLAN...................................................................... 16
EXHIBIT 3-9/80 WORK SCHEDULE.........................................................................20
EXHIBIT 4-VOLUNTARY CATASTROPHIC LEAVE DONATION.............................22
Exhibit A to Non-Associated Resolution No.2022-09 ii
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT A
SECTION I— PAY
A. Appointed Salary Schedule
Effective March 19, 2022, the parties agree that the salary schedule in Exhibit 1A reflects
the following modifications from the salary schedule in Resolution No. 2016-50:
1. The salary schedule will include seven (7) steps from A-G;
2. The steps will be five percent(5%) steps;
3. The salary ranges will be one percent (1%)apart;
4. Each job classification will be assigned a salary range by:
a. Locating the range on the new salary schedule with a Step F that is nearest to the
position's current top step (Step E)without being less; and then,
b. Moving two ranges higher,thereby providing a wage increase of not less than two
percent(2%)for all appointed non-represented employees.
5. Each employee will be placed on the step (A-F) of their classification's assigned salary
range that is nearest to their base salary step (A-E of the November 2, 2020, salary
schedule)without being less.
6. Once placed on the new,seven-step salary schedule,employees will be eligible to move
to the next step on their anniversary date (i.e., the date they are due for their next
evaluation) upon receipt of a satisfactory evaluation.
7. The City Manager is authorized to set the salaries of the appointed executive
management positions identified in Exhibit 1A at any rate at or below Step E of the
designated salary range. The City Manager is authorized to increase the salary by 5%
based upon performance at annual review and market data. However, no salary for a
new employee may be set above Step E at any time without City Council approval.
B. Elected Salary Schedule
1. All elected executive management positions shall receive the salaries as identified in
Exhibit 1 B.
2. The City Council shall set the salaries of the elected executive management positions
identified in Exhibit 113, at any rate within the designated salary range.
C. Performance Bonus
1. Appointed employees who are at Step G on the salary schedule are eligible for an
annual performance bonus of up to three percent (3%) of their base pay at the time of
their evaluation.
2. The annual performance bonus amount will be determined based upon the evaluation
of the employee's performance. A completed performance evaluation with specific
Exhibit A to Non-Associated Resolution No.2022-09 1
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
recognition of outstanding performance must be attached to the Personnel Action Form
and sent to the Human Resources Division. The evaluation will also identify
performance goals and objectives.
The parties agree that to the extent permitted by CalPERS or law, the City will report the
compensation in this section as special compensation pursuant to Title 2 CCR, Section
571(a)(1) Bonus.
D. Direct Deposit
All Non-Associated employees are required to utilize direct deposit of payroll checks.
E. Assigned Vehicle/Auto Allowance
Appointed Department Heads, Contract Non-Department Heads, as well as the City Clerk,
City Treasurer, and City Attorney shall receive 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. Appointed Department
Heads and the City Clerk, City Treasurer, and City Attorney shall have the option of an
assigned City vehicle in lieu of an auto allowance.
SECTION II— HOURS OF WORK/TIME OFF
A. Executive Leave
Non-Associated exempt employees shall not be eligible for overtime compensation. Exempt
department heads and contract non-department heads shall be credited with eighty (80)
hours of executive leave per calendar year.
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) hour 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.
Exhibit A to Non-Associated Resolution No.2022-09 2
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
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.
i. Maximum Employer Contributions — The City's maximum monthly employer
contributions for each employee's health and other insurance premiums are set forth
as follows:
a. The City's maximum monthly contribution to medical premiums for elected
non-represented positions will continue at the current City contribution rate.
Actual contributions for plan year 2022 based on premium costs are shown
in the rate sheet included herein.
b. Effective the beginning of the month following Council approval, the City's
maximum monthly contribution to medical premiums for appointed non-
represented positions will increase as summarized in the table below.
c. Effective the pay period that includes January 1, 2023, the City's maximum
monthly contribution to medical premiums will increase by$23.33 per month,
per medical plan and enrollment tier, up to, but not to exceed the monthly
plan premium cost.
d. The maximum City contribution shall be based on the employee's enrollment
in each plan. If the employee enrolls in a plan wherein the costs exceed the
City contribution, the employee is responsible for all additional premiums
through pre-tax payroll deductions.
Exhibit A to Non-Associated Resolution No.2022-09 3 1
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
Current City Maximum City Contributions
Contribution// for Appointed Positions
Plan Tier Maximum for Effective the Month Effective the Pay
Elected Following City Period Including
Positions* Council Approval January 1, 2023
Single 551.00 587.92 611.25
Kaiser Two-Party 1,174.36 1,233.08 1,256.41
Family 1,370.04 1,438.54 1,461.87
Single 621.00 662.61 685.94
Blue Shield TRIO HMO Two-Party 1,174.36 1,233.08 1,256.41
Family 1,370.04 1,438.54 1,461.87
Single 677.00 722.36 745.69
Blue Shield HMO Two-Party 1,174.36 1,233.08 1,256.41
Family 1,370.04 1,438.54 1,461.87
Single 740.00 789.58 812.91
Blue Shield PPO Two-Party 1,335.78 1,402.57 1,425.90
Family 1,514.31 1,590.03 1,613.36
Single 567.00 590.33
Blue Shield HDHP Two-Party 1,163.00 1,186.33
Family 1,432.00 1,455.33
*Applies to elected non-represented positions for an indefinite period.
ii. "Safety Member" Health Premiums—Employer Contribution
Employees who are classified as a "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 will match the PORAC Region 2 premiums, but not to exceed the maximum
amounts indicated in the chart below. The amounts listed therein include the mandated
Public Employees' Medical and Hospital Care Act(PEMHCA) contribution.
Non-Associated Safety Members
Current City Effective the Month Effective the Pay
Plan Tier Contribution Following City Period Including
Council Approval January 1, 2023
Single 774.00 825.86 849.19
Medical Two-Party 1,623.00 1,704.15 1,727.48
Family 2,076.00 2,179.80 2,203.13
iii. Employees shall not be entitled to the difference between the employer contribution
and the premiums for insurance plan(s) selected by the employee.
Exhibit A to Non-Associated Resolution No.2022-09 4
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
iv. Future Premiums
The City caps its contributions toward monthly group medical, dental, and vision plan
premiums by category (Single, Two-Party, and Family) as outlined in sections i and ii
above.
For the term of this agreement, and thereafter unless modified by negotiated
agreement of the parties, the City's monthly contributions to medical, dental, and
vision insurance shall remain as specified for the 2022 and 2023 Health Premiums
and Contribution amounts, unless otherwise specified herein. 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 Kaiser, Employee-only medical premium offered to this unit. Safety Members will
receive the monthly value of the City's contribution for the lowest-cost, employee only
medical coverage as described in Article III.A.2.(ii).
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 their 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, or 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).
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 they are fitted by reason of education, training or
experience." Rehabilitation benefits are provided in the event the individual, due to disability,
Exhibit A to Non-Associated Resolution No.2022-09 5
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
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 Office.
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.
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
Exhibit A to Non-Associated Resolution No.2022-09 6
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
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
for 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
their 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.
b. As an alternative to the benefit described in the preceding paragraph, 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. "Classic Member" Miscellaneous Members Retirement Benefits
Exhibit A to Non-Associated Resolution No.2022-09 7
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
a. Retirement Formula —The City shall provide all miscellaneous employees described
as classic members by the Public Employees' Pension Reform Act of 2013 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. Classic Member Miscellaneous CalPERS Member Contribution — All 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. One-Year Final Compensation — 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.
2. "New Member" Miscellaneous Members Retirement Benefits — For New Members within
the meaning of the California Public Employees' Pension Reform Act of 2013 as defined in
California Government Code Section 7522.04(f).
a. Retirement Formula— New Members shall be governed by the two percent at age 62
(2% @ 62) retirement formula set forth in Government Code section 7522.20.
b. Final Compensation — 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.
c. New Member Miscellaneous CalPERS Member Contribution — Effective January 1,
2013, all new members, as defined by PEPRA and determined by CalPERS, shall
contribute one half(50%)of the normal cost as established by CalPERS each year in
its annual valuation for the City, as required by California Government Code Section
7522.30(c).
3. "Classic Member" Safety Members Retirement Benefits
a. Retirement Formula — 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.
Exhibit A to Non-Associated Resolution No.2022-09 8
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
b. Classic Member Safety CalPERS Member Contribution — 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. One-Year Final Compensation — 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.
4. "New Member" Safety Members Retirement Benefits — For New Members within the
meaning of the California Public Employees' Pension Reform Act of 2013.
a. Retirement Formula—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)
b. Final Compensation — 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.
c. New Member Miscellaneous CalPERS Member Contribution —All new members as
defined by PEPRA and determined by CalPERS, shall contribute one half (50%) of
the normal cost, as established by CalPERS.
5. IRS Code Section 414(h)(2)
The City has adopted the CalPERS Resolution in accordance with IRS Code section
414(h)(2)to ensure that both the employee contribution and the City pickup of the required
member contribution are made on a pre-tax basis. However, ultimately, the tax status of
any benefit is determined by the law.
6. 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.
7. 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.
8. VEBA Plan Requirements
a. Eligibility Defined
Effective December 23, 2009, all eligible non-associated 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
Exhibit A to Non-Associated Resolution No.2022-09 9
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
receives benefits. Eligibility criteria may be amended upon a majority vote of non-
associated employees, as no cost is borne by the City.
b. Leave Payout Plan Contribution
Each eligible unrepresented management employee shall designate all leave payouts
to be rolled over to their VEBA Plan account based on the established range upon
separation from City employment.
c. Participant Account
A separate account is maintained for each contributing eligible non-associated
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.
d. Administrative Fees
Any Plan administrative fees will be deducted from interest on the total Plan
investments.
An eligible non-associated 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.
e. 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 Commission for any reason whatsoever.
f. Indemnification
All non-associated 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.
Exhibit A to Non-Associated Resolution No.2022-09 10
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
SECTION V— LEAVE BENEFITS
A. General Leave
1. Accrual
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
Allowance Allowance
First through Fourth Year 176 hours 6.77
Fifth through Ninth Year 200 hours 7.69
Tenth through Fourteenth Year 224 hours 8.62
Fifteenth Year and Thereafter 256 hours 9.85
2. Eligibility and Approval
General leave must be pre-approved except for illness, injury or family sickness, which
may require a physician's statement for approval. General leave accrued time is to be
computed from hiring date anniversary. Employees shall not be permitted to take general
leave in excess of actual time earned. Employees shall not accrue general leave in excess
of six hundred forty (640) hours. Employees may not use their general leave to advance
their separation date on retirement or other separation from employment.
3. Leave Benefit Entitlements
The City shall comply with all State and Federal leave benefit entitlement laws. An eligible
employee on an approved leave shall be allowed to use applicable earned Sick Leave,
General Leave, or Executive Leave for family or personal health issues. For more
information on employee leave options contact the Human Resources Office.
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
and sixty (160) 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.2022-09 11
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
c. 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)
In addition, all appointed positions shall receive the following holidays:
(11) Christmas Eve (December 24)
(12) New Year's Eve (December 31)
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. The parties agree that the City shall issue an official City holiday calendar in January of
each year that will determine the dates that holidays are observed, following the
guidelines below:
a. City paid holidays which fall on Saturday shall be observed the preceding Friday,
and those falling on Sunday shall be observed the following Monday.
b. In the event that two consecutive City paid holidays fall on a Friday and Saturday,
the two holidays shall be observed on the preceding Thursday and Friday.
c. In the event that two consecutive City paid holidays fall on a Sunday and Monday,
the two holidays shall be observed on Monday and the following Tuesday.
C. Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed twenty-four (24) hours in
each instance of death in their immediate family. Immediate family is defined as a parent,
sibling,spouse, registered domestic partner, child,grandparent,grandchild, or wards of which
Exhibit A to Non-Associated Resolution No.2022-09 12
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
the employee is the legal guardian, recognizing all birth, marital, and other legal ties(i.e., step
relatives, in-laws, etc.).
D. 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).
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 (CaIPERS) 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.2022-09 13
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT 1A
NON-ASSOCIATED APPOINTED EXECUTIVE MANAGEMENT SALARY SCHEDULE
Effective March 19, 2022*
Starting Control High
Point Point Point
o Description Pay Range A B C D E F G
EXECUTIVE MANAGEMENT
0591 Cit Manager 294 103.38 108.55 113.98 119.68 125.66 131.94 138.54
0029 1 Interim City Mana er 289 98.36 103.28 108.44 113.87 119.56 125.54 131.89
DEPARTMENT HEADS
0592 Assistant City Manager 275 85.57 89.85 94.34 99.06 104.01 109.21 114.67
0015 Fire Chief 275 85.57 89.85 94.34 99.06 104.01 109.21 114.67
0011 Police Chief 275 85.57 89.85 94.34 99.06 104.01 109.21 114.67
0518 Chief Financial Officer 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03
Community Development
0589 Director 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03
Director of Administrative
0800 Services 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03
Director of Community&
0801 Library Services 269 80.61 84.64 88.88 93.32 97.99 102.88 108.03
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 1 Chief Assistant City Attorney 261 74.44 78.17 82.08 86.18 90.49 95.01 99.76
0860 Deputy Dir. 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 249 66.07 69.37 72.84 76.48 80.30 84.32 88.53
Officer
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
0699 Deputy Community Prosecutor 206 43.07 45.22 47.48 49.86 52.35 54.97 57.72
.Per Resolution No. 2022-09
Exhibit A to Non-Associated Resolution No.2022-09 14
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT 1 B
NON-ASSOCIATED ELECTED EXECUTIVE MANAGEMENT SALARY SCHEDULE
Effective November 2, 2020*
Job Pay Starting Control High7_]
No Description Grade Point Point Point
ELECTED OFFICIALS
0016 CityAttorney NA0016 100.18 111.51 1 1 124.10
0017 Cit Clerk NA0017 69.94 1 77.85 86.66
0018 City Treasurer Part-Time NA0018 69.941 1 77.85 86.66
*Per Resolution No. 2020-80
Exhibit A to Non-Associated Resolution No.2022-09 15
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 their death would be eligible to receive if they 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 their 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—Maximum
Monthly Subsidy Payments, whether enrolled individually as the plan enrollee or
whether enrolled as a dependent on any City-sponsored medical plan.
Exhibit A to Non-Associated Resolution No.2022-09 16
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
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
Exhibit A to Non-Associated Resolution No.2022-09 17
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 Office 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.2022-09 18
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
2. When a retiree and their 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 their 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 their 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.
Exhibit A to Non-Associated Resolution No.2022-09 19
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT 3
9/80 WORK SCHEDULE
This work schedule is known as"9/80". The 9/80 work schedule is designed to be in compliance with
the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with
the current rules, practices and/or procedures regarding work schedules and leave plans, then the
rules listed below shall govern.
9/80 WORK SCHEDULE DEFINED
The 9/80 work schedule shall be defined as working nine(9)days for eighty(80) hours in a two week
pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8)
hours (Friday), with a one-hour lunch during each work shift, totaling forty (40) hours in each FLSA
work week. The 9/80 work schedule shall not reduce service to the public, departmental
effectiveness, productivity and/or efficiency as determined by the City Manager or designee.
A. Forty(40) Hour FLSA Work Week
The actual FLSA workweek is from Friday at mid-shift(p.m.)to Friday at mid-shift(a.m.). No
employee working the 9/80 work schedule will be able to flex their Friday start time nor the
time they take their lunch break, which will be from 12:00 p.m. to 1:00 p.m. on Fridays. All
employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the FLSA
workweek is 12:00 noon Friday.
B. Two Week Pay Period
The pay period for employees starts Friday mid-shift (p.m.) and continues for fourteen (14)
days until Friday mid-shift (a.m.). During this period, each week is made up of four (4) nine
(9) hour work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours
equal forty (40)work hours in each work week (e.g. the Friday is split into four (4) hours for
the a.m. shift, which is charged to work week one and four(4) hours for the p.m. shift, which
is charged to work week two).
C. A/B Schedules
To continue to provide service to the public every Friday, employees are to be divided
between two schedules, known as the "A" schedule and the "B" schedule, based upon the
departmental needs. For identification purposes, the "A" schedule shall be known as the
schedule with a day off on the Friday in the middle of the pay period, or, `off on payday", the
"B" schedule shall have the first Friday (p.m.) and the last Friday (a.m.) off, or "working on
payday'. An example is listed below:
AM PM AM PM AM PM
F F S S M T W Th F F S S M T W Th F F
A Schedule 4 4 - - 9 9 9 9 - - - - 9 9 9 9 4 4
B Schedule - - - - 9 9 9 9 4 4 - - 9 9 9 9 - -
Exhibit A to Non-Associated Resolution No.2022-09 20
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.
Exhibit A to Non-Associated Resolution No.2022-09 21
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.2022-09 22
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 Office with questions regarding employee participation
in this program.
Exhibit A to Non-Associated Resolution No.2022-09 23
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:
Human Resources Office Use Only
End donation date will bridge to: End donation date:
❑ Long Term Disability
❑ Medical Retirement beginning
❑ Length of FMLA leave ending
❑ Return to work
dministrative Services Director Signature: Date signed:
Please submit this form to the Human Resources Office for processing.
Exhibit A to Non-Associated Resolution No.2022-09 24
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)
ork Phone:
Donor Job Title:
Type of Accrued Leave: Number of Hours I wish to Donate:
❑ Vacation Hours of Vacation
❑ Compensatory Time Hours of Compensatory Time
❑ General Leave Hours of General Leave
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 Payroll/Finance Department.
Exhibit A to Non-Associated Resolution No.2022-09 25
Res. No. 2022-24
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 May 3, 2022 by the following vote:
AYES: Peterson, Bolton, Delgleize, Carr, Posey, Moser, Kalmick
NOES: None
ABSENT: None
RECUSE: None
City Clerk'and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
AL ZELINKA, FAICP, CMSM
CAREER SUMMARY
Al Zelinka is the City Manager (and former Assistant City Manager and Community Development Director) for the City of
Riverside, California. Prior to this, he was Community Development Director (and Planning Manager) for Fullerton,
California. Before serving the City of Fullerton, Al was Vice President with RBF Consulting and served as Principal of RBF
Consulting's Urban Design Studio. For the past thirty one years, Al's professional practice has upheld his original career
objective: to "make a difference" in communities and the profession. He is a Fellow of the American Institute of Certified
Planners, is a Certified Main Street Manager, and is certified in Community Economic Development. Al has been highly
successful leading efforts for towns, cities, and developers that improve and/or revitalize neighborhoods, commercial districts,
downtowns, and corridors by working with community members in meaningful ways to facilitate desired investment and
achieve envisioned outcomes. Al has played an active part in well over 150 planning and development projects (nearly 30 of
which have received awards), practiced planning and delivered presentations or training in more than 28 states (plus the
District of Columbia), co-authored two books and wrote or co-wrote more than 30 articles, and has lectured at 15 universities.
He holds a Bachelor of Science in Public Planning from Northern Arizona University and a Master of Regional Planning from
Cornell University.Al's career highlights include:
Leadership
■ Al has 20 plus years executive-level leadership experience guiding initiatives,programs,and projects for public benefit.
■ He is currently 2°a Vice President for the League of California Cities,Riverside County Division,City Managers Group.
■ Al is currently serving as an Advisory Board/Committee member for: Orange Home Grown,The Charles A. Bibbs African
American Museum and Cultural Center, UC Riverside School of Business, USC Price Graduate Planning Program,
California Baptist University School of Business,and Olive Crest.
■ Northern Arizona University will induct Al into the Hall of Fame for the College of Social and Behavioral Sciences in
October 2021 for his public service,service to NAU,and contributions to part,current,and future Planning students.
■ He is featured in John Forester's How Spaces Become Places: Place Makers Tell Their Stories,Chapter 3:Community
Building in Place—Analysis,Design and Collaboration: Preface and a Profile of Al Zelinka,(New Village Press in 2021).
■ Al received the 2019 Government&Community Relations Award from the NAACP.
■ Riverside Branch Al was a TEDx speaker at The Other Things 2016 La Sierra University TEDx event in Riverside.
■ He is currently a member and a Past President of the California Planning Roundtable (served as President in 2011 and
2012), a 40-year organization dedicated to advancing the practice and profession of planning for a better California.
■ He received the Kenneth Jones Excellence in Training Award from the NeighborWorks®Training Institute in May 2007
for being an"Innovator,Mentor,and Collaborator."
Authorship
• Al is a recognized thought leader on public safety through planning and urban design, on which he has authored many
publications, co-authored a book for the American Planning Association entitled SafeScape: Creating Safer, More Livable
Communities Through Planning and Design(March 2001),and delivered innumerable presentations and trainings.
• He co-authored an APA Planners Advisory Service Report with Susan Jackson Harden, entitled Placemaking On A Budget
(December 2005)and has provided training,workshops and presentations on placemaking to thousands.
• Al has written or co-authored more than 30 articles for various publications on a range of topics.
Student Education
• He established the first scholarship endowment for planning students at Northern Arizona University.
• He has instructed courses or lectured at/for UC Irvine, Cornell University, Northern Arizona University, Sonoma State
University, University of Southern California, California State University Long Beach, California State University San
Bernardino, California State University Fullerton, Cal Poly Pomona, Cal Poly San Luis Obispo, UC Davis Extension,
UCLA Extension, UC Riverside, and University of Southern New Hampshire and has served on 10 graduate student
thesis committees.
Community Service
■ Al was Assistant Scoutmaster for Troop 1475 in Orange from 2018-2021.(His son,John,earned the rank of Eagle Scout.)
■ In his neighborhood, Al led efforts to establish a Neighborhood Watch Program and a produce exchange (called the
Palmyra Produce Exchange),whereby neighbors share fruits,nuts, and vegetables grown in their yards,etc.
■ He has many years board member experience with the California Downtown Association, Northern Arizona University
National Alumni Association,American Planning Association chapters/sections and Big Brothers/Big Sisters of America.
■ He served as a Volunteer in Service to America (VISTA)where he led the Resource Apprenticeship Program for Students
in northern Alaska,securing and coordinating natural resource apprenticeships for 25 at-risk Alaska Native youth.
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EDUCATION
MASTER OF REGIONAL PLANNING —Cornell University, May 1991. Emphasis in downtown and neighborhood revitalization,
land use planning,urban design,and computer applications in planning. Two-year graduate assistantship/fellowship.
BACHELOR OF SCIENCE IN PUBLIC PLANNING, MINOR IN BUSINESS ADMINISTRATION — Northern Arizona University, May
1989. Graduated with honors(Cum Laude). Four-year academic scholarship. College of Social and Behavioral Sciences Hall of Fame
(Induction on October 15, 2021). Recipient of the 2000 Rising Star Alumnus distinguished recognition by the College of Social and
Behavioral Sciences, Department of Geography and Public Planning.
PROFESSIONAL EXPERIENCE
CITY MANAGER(DUNE 2018 TO PRESENT) CITY OF RIVERSIDE,CALIFORNIA
Reporting to the Riverside City Council, leads 2021/2022 budget of$1.2 billion (of which $287 million is general fund and
$116 million is capital projects), 12 departments and staff of over 2,500. Responsible for implementing the Envision Riverside
2025 Strategic Plan, City Council policy and all Riverside City Charter-defined responsibilities. Specific areas of note:
■ Financial Health.Established the CalPERS Challenge to address an inherited structural deficit by engaging the entire City
team to assess opportunities for revenue generation and cost savings through refinancing bond indebtedness, establishing
various revenue generation policies, capturing cost savings, improving the City's processing of new development,
establishing Pension Stabilization Fund/Section 115 Pension Trust Account,putting in place one-time revenue policy, and
issuing pension obligation bonds - all resulting in balanced budgets for Fiscal Years 2020/21 and 2021/22, including
annual savings of approximately$7+million in CalPERS annual cost reductions.Current projections are an elimination of
the structural deficit and anticipated surplus of nearly$50 million between FY 2020-21 and FY 2021-22, not including any
state or federal COVID-related funding. Presently utilizing priority-based budgeting to inform 2-year budget for 2022/23
through 2023/24. Facilitated 50% increase in year-over-year planning, building and development customers via on-line
portal for the One Stop Shop (and a reduction of more than 70% of walk-in customers), achieved five-year average of
record-setting new private sector building valuation in the City($300 million+),and rolled out a state-of-the-art GIS system.
■ Transition of City Leadership.Effectively transitioned a newly elected City Council majority leadership(i.e., five of 7 City
Councilmembers and a new Mayor were newly elected) by establishing comprehensive onboarding system, conducting
strategic planning process (Envision Riverside 2025 Strategic Plan), and putting into place protocols and systems throughout
the organization that reinforce public interest and public trust in local government.Additionally,worked collaboratively to
transition two new charter officers-City Attorney and City Clerk- onto the City Team.
■ Stability During Challenging Times. Navigated the political, economic, community, and organizational impacts of
Homelessness, the Covid-19 Pandemic, Wildfires and Social Unrest. Facilitated nearly 1/3 of City workforce working
remotely or hybrid, accomplished balanced budget for Fiscal Year 2021/22, transitioned to a fully state-of-the-art GIS
system, stood up and achieved third year of record-setting investment in the City(exceeding$300m of building valuation),
and worked with the Chief of Police to develop a community-based policing strategy based on the pillars of 21st Century
Policing, that included establishing a system of Public Safety Engagement Teams (PSET) comprised of police, code
enforcement, homeless outreach and street nurse, as well as the Park and Neighborhood Specialist(PANS) program of 20
non-sworn professionals traversing the City's parks and neighborhoods on foot or electric-assisted bicycles 7-days a week to
"keep the peace through peaceful means," build relationships with residents, businesses, and visitors, enforce park rules,
and serve as eyes and ears for the Police, Homeless Outreach,Code Enforcement, PSET,and other City functions.
ASSISTANT CITY MANAGER(FEBRUARY 2015 TO JuNE 2018) CITY OF RIVERSIDE,CALIFORNIA
On behalf of the City Manager, oversaw City services pertaining to infrastructure, investment, and engagement, including
Community & Economic Development Department; Public Works Department; Innovation & Technology Department
(beginning December 2017); Parks, Recreation&Community Services Department(beginning December 2017) and, Office of
Communications. Oversee 2017/18 budget of$201 million(including Successor Agency debt service, CDBG, etc.)and staff of
655. Key initiatives of responsibility:
■ Streamline Riverside, Build Riverside & One Stop Shop. Through Streamline Riverside, oversaw reformation of
planning and development regulations and procedures, and consequently revised most fees downward, to efficiently
facilitate private investment without sacrificing quality outcomes in the built environment. Through Build Riverside,
directed effort to improve customer service and enhance the performance of all inspection and field service staff to improve
in-the-field efficiency for all activities occurring between building permit issuance through grand opening/ribbon-cutting.
Through the One Stop Shop, relocated nearly 100 staff from all development-related departments and aligned processes
and timelines, to create a single City Hall location in-person and on-line that serves the public's investment needs. The
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One Stop Shop, after more than 18 months of service, maintained an all-time average of 97% positive feedback via the
HappyOrNot system. More than 100 state, county, and local government representatives have toured or received
presentations on the Riverside One Stop Shop as a model for California.
■ Grow Riverside. Expanded upon the initial 2014 Grow Riverside conference by establishing more components of a strong
local food system as a significant economic development opportunity. This initiative takes advantage of Riverside's
heritage,advantageous geographic location,local water and electric resources, as well as its 71h-square miles of permanently
protected agricultural land, its supply of industrial land(for indoor agriculture, food processing, and food distribution)and
significant rail and truck transportation network. Outcomes included the establishment of the non-profit Riverside Food
Systems Alliance, establishment of a Food Hub, creation of a new farmer education program, and partnerships among
Riverside's 3 universities and 1 college to expand academic,experiential learning,and research in the local food system.
■ Downtown Riverside. Attracting and facilitating infill mixed use housing, cultural and entertainment attractions, hotel
and visitor-serving features, unique food and retail settings, and public space enhancements. Nearly 1000 dwelling units
and 350 hotel rooms in the pipeline or under construction. Riverside Live!, the new Main Library, the Cheech Marin
Center for Chicano Art, Industry & Culture, the Food Lab and Game Lab, Centerpointe, The Mark, and innumerable
public art projects are examples of the investment in-process or facilitated.
■ Sustainable Economic Development.Facilitated a strong and resilient local economy by maximizing the opportunities for
entrepreneurship and strategic recruitment of uses. This responsibility includes serving on the leadership team that
resulted in Riverside being selected by the California Air Resources Board for relocation of its nearly$450 million LEED
Platinum Net Zero research and testing facility (including 440+ scientist, engineering and technical research jobs);
implemented a strategic approach to developing prosperity through leverage of local assets and local talent; and, identified
and developed of catalyst projects that connect existing resources and industries.
COMMUNITY DEVELOPMENT DIRECTOR OuLY 2012 TO FEBRUARY 2015) CITY OF RIVERSIDE,CALIFORNIA
As a member of the City Manager's economic development team, managed a$9.3 million General Fund budget($44.5 million
including Successor Agency debt service, CDBG, etc.) and direct the efforts of 100-person plus team to facilitate investment
that is consistent with the City's objectives and the community's expectations. Oversee operations of city planning, building,
code enforcement, neighborhoods, historic preservation, urban design, housing authority, successor agency, real property,
grants,and homeless services.A range of strategic actions were implemented:
■ Instill Alignment Within City Hall and With Community. Successfully merged Development Department (i.e. former
Redevelopment Agency) into Community Development Department and reorganized blended departments into new work
teams and aligning mission with the City Manager's Office of Economic Development. Formed OneTeam Committee to
allow staff members to identify new and better ways to work together and deliver services. Co-established Collaborative
Development meeting to allow interdepartmental leaders to discuss strategic development opportunities. Conducted daily
30-minute dialogues with employees to get to know each better, hear ideas and concerns, and reinforce a positive rapport.
Supported expansion of Code Enforcement's Service Driven Initiative to enhance customer/public service, called the
Service Excellence Program.Successfully built partnerships with public,private, non-profit, and faith-based organizations to
advance strategic planning and economic development initiatives. Participated on City Manager's transparency committee
and led effort to integrate MindMixeT as a central part of EngageRiverside--the City's transparency portal on its website.
■ Integrate Technology& Private-Sector Services. Using AB2766 Subvention Funds, procured and implemented Avolve
Software's ProjectDox online plan submittal and plan check system(renamed with the working title of"ePlan Review" for
use and promotion within the City of Riverside) - resulting in $10,000 per month of combined savings to the City and
customers. Led extensive multi-departmental effort to identify and select a permit tracking software program to replace
antiquated system. Through a State Historic Preservation Office Grant, supported creation of Riverside Landmarks, a free
and fun mobile application that identifies the City's Landmark buildings. Instituted use of contract planners and planning
firms to supplement current and advanced planning capacities and expertise of staff. Oversaw Building&Safety Division
enhancements including on-call consultants retained to address extra plan check volume and other building services;
expanded over-the-counter plan check options(as a result, named 2013 "Building Department of the Year"for California).
■ Inspire Reinvestment & City Building. Secured more than $1 million in grants to conduct fixed guideway transit
feasibility study and an integrated Climate Action Plan with an Economic Prosperity Plan. Recruited a Heroes restaurant as
a catalyst for revitalizing a challenged location within Downtown Riverside.Attracted Ratkovich Properties to Downtown
Riverside to undertake adaptive reuse and mixed-use infill development for the historic Imperial Hardware building. Led
creation of a March 19-20, 2014, GrowRiverside: Citrus & Beyond! conference that resulted in a sold-out crowd of 425
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people and inspired renewed interest in local agriculture as well as expanded food-related economic development.
Championed Business Ready Riverside, which focused on integrating efficiencies in processing planning and building
applications, updating the sign code, and putting in place a reliable funding program for ongoing technology
enhancements. Initiated Our Riverside, Our Neighborhoods, the most significant ABCD (Asset-Based Community
Development) neighborhood strategy effort occurring in the United States at that time (in partnership with Riverside
Neighborhood Partnership, the Davenport Institute, John McKnight, and others). Led adoption of or amendments to
several significant specific plans: California Baptist University Specific Plan; Riverside Community Hospital Specific
Plan/Environmental Impact Report;and Riverside Auto Center Specific Plan.
COMMUNITY DEVELOPMENT DIRECTOR QUNE 2010 TO JUNE 2012) CITY OF FULLERTON,CALIFORNIA
PLANNING MANAGER QULY 2008 TO JUNE 2010)
Managed $6 million budget and led 26-person (plus interns and contract staff) department comprising planning and
development services division, building and code enforcement division, and housing and community rehabilitation division.
Accomplishments included:
■ Created a More Effective and Efficient Department. Reorganized department and re-aligned operations to achieve
efficiencies and performance: merged building and code enforcement divisions to result in seamless coordination that
achieves faster resolution of building-related code violations; merged planning division and development services (i.e.
customer service counter) to fine-tune customer service and ensure applications are processed effectively and efficiently
from the start; integrated contract building plan check and inspection services to respond to fluctuating service demands;
established reforms to development review process and processing of environmental review(i.e., CEQA)to implement the
Permit Streamlining Act while streamlining efforts to facilitate investment while not compromising quality outcomes;
facilitated efforts to integrate ProjectDox(by Avolve)on-line plan submittal and plan check system to reduce costs of doing
business and increase staff productivity; and, right-sized and restructured department to address staff performance,
dissolution of redevelopment, and general fund revenue reductions while maintaining exceptional customer service.
■ Planned for a Vital Future. Oversaw significant planning and resource development achievements: Directed The Fullerton
Plan general plan update from start to finish, including broad support from the community and other interests; adoption
of multi-hazards mitigation plan; adoption of housing element; adoption of Fullerton Transportation Specific Plan, which
includes a form-based code and institutes administrative approval of projects through consistency review by an extension-of-
staff "Town Architect;" completed and/or initiated two SCAG Compass Blueprint Demonstration Projects: Fullerton
Downtown3D, a three-dimensional GIS- and SketchUp-based digital model of Downtown Fullerton and Fullerton Smart
Growth 2 03 0, a guide to the next generation of funding and financing strategies for public infrastructure and development.
Directed efforts to: secure nearly$3.5 million in grant funding for planning and capital projects; received designation in
2010 as the only Gold-level Catalyst Community in the Southern California region(and I of only 5 in California);received
awards from Urban Land Institute,American Planning Association(California Chapter and Orange County Section), and
Southern California Association of Governments.
VICE PRESIDENT AND SHAREHOLDER(MAY 1997 TO JULY 2008) RBF CONSULTING,IRVINE,CALIFORNIA
PROMOTIONS:ASSOCIATE(2000),SENIOR ASSOCIATE(2003),STOCKHOLDER(2004),VICE PRESIDENT(2007)
■ As Principal of RBF Consulting's Urban Design Studio, managed division with 20 team members company-wide and
approximately $15 million in annual contracts. Project director and project manager for the preparation of community-
based urban design, neighborhood, and downtown revitalization plans, community involvement processes, and
implementation programs. Led or played an active role in more than 80 projects, for which 25 professional awards were
received. Sample projects include: Pasadena,CA—Green Building Outreach and Education Program; San Jose, CA—Strong
Neighborhoods Initiative Demonstration Projects; Glendora, CA—Route 66 Specific Plan;Yorba Linda, CA—Town Center
Blue Ribbon Committee Report; and Tustin,CA—Legacy Park(MCAS Tustin)Design Guidelines.
ADDITIONAL PROFESSIONAL EXPERIENCE AVAILABLE UPON REQUEST
PROFESSIONAL ACTIVITIES AND PUBLIC SERVICE
PROFESSIONAL CERTIFICATION—Fellow of the American Institute of Certified Planners (March 2010);American Institute of
Certified Planners (1994, #11175); Certificate in Crime Prevention Through Environmental Design (June 1996); Certified
Main Street Manager(March 2000); Professional Certificate in Community Economic Development(June 2004).
PROFESSIONAL REFERENCES GLADLY PROVIDED UPON REQUEST
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