HomeMy WebLinkAboutResolution 2021-155 N.C.S. 9/20/2021 Resolution No. 2021-155 N.C.S. Page 1
Resolution No. 2021-155 N.C.S.
of the City of Petaluma, California
RESOLUTION REVISING THE COMPENSATION PLAN FOR UNIT 8, MAY 1, 2021 – JUNE 30,
2023, AND AMENDING THE CLASSIFICATION AND COMPENSATION PLAN BY REVISING THE
CLASSIFICATION SPECIFICATIONS AND PAY RANGES FOR UNIT 8 POSITIONS
WHEREAS, the Department Directors and Assistant City Attorneys in Unit 8 are not represented by any
recognized employee organization; and
WHEREAS, salaries, benefits, and working terms and conditions for these employees are memorialized in
the Compensation Plan for Unit 8; and
WHEREAS, the current Compensation Plan for Unit 8 was approved by the City Council in January 2021
and was effective May 1, 2020 through April 30, 2021; and
WHEREAS, the City Manager, pursuant to Section 28 of the Charter of the City of Petaluma, and as the
City's Municipal Employees' Relations Officer (Resolution No. 5375 N.C.S.), is required and empowered to
make a recommendation to the City Council on matters related to employee compensation; and
WHEREAS, the City Manager has reviewed and concurs with the proposed May 1, 2021 through June 30,
2023 Compensation Plan for Unit 8 and recommends the City Council ratify said Compensation Plan; and
WHEREAS, the proposed action provides the City Manager authorization in his/her discretion to provide
up to an additional two percent (2.0%) base wage increase for all Unit 8 positions in 2022; and
WHEREAS, Petaluma Municipal Code Section 3.04.020.D authorizes the City Manager as the City’s
Personnel Officer to prepare or cause to be prepared a position classification plan, including class specifications
and revisions of the plan; and
WHEREAS, the Petaluma Municipal Code Section 3.40.020.E authorizes the City Manager to prepare or
cause to be prepared a plan of compensation and revisions thereof, covering all classifications in the
competitive service; and
WHEREAS, the City wishes to keep its Classification and Compensation Plan current, and in accordance
with Petaluma Municipal Code Section 3.04.020, amendments or revisions to the Classification and
Compensation Plan are effective upon approval by the City Council; and
WHEREAS, the results of the proposed changes align with the duties and responsibilities of existing
workloads and City needs; and the proposed changes have been discussed with Ralph Andersen and Associates,
who has prepared a classification and compensation study for the City, and who indicate that the proposed
changes are consistent with their review and findings; and
WHEREAS, the City Manager, acting as the Personnel Officer, has determined that certain duties and
responsibilities are appropriately allocated to the applicable classifications (as attached in Exhibit B); and
WHEREAS, Unit 8 classifications that are below market median will receive a salary equity adjustment
sufficient to meet market median and/or internal benchmarking analysis, as specified in the salary tables
included in Exhibit A; and
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Resolution No. 2021-155 N.C.S. Page 2
WHEREAS, the proposed action is exempt from the requirements of the California Environmental Quality
Act (CEQA) in accordance with CEQA Guidelines Section 15378(b)(4), in that revising the attached
Compensation Plan does not meet CEQA's definition of a “project,” because the action does not have the
potential for resulting either a direct physical change in the environment or a reasonably foreseeable indirect
physical change in the environment, and because this is a personnel-related action that constitutes
organizational or administrative activities of governments that will not result in direct or indirect physical
changes in the environment.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Petaluma hereby:
1. Declares the above recitals to be true and correct and are incorporated into this resolution as findings of the
City Council.
2. Finds that the proposed action is exempt from the requirements of the California Environmental Quality Act
(CEQA) in accordance with CEQA Guidelines Section 15378(b)(4), in that revising the attached
Compensation Plan does not meet CEQA's definition of a “project,” because the action does not have the
potential for resulting either a direct physical change in the environment or a reasonably foreseeable indirect
physical change in the environment, and because this is a personnel-related action that constitutes
organizational or administrative activities of governments that will not result in direct or indirect physical
changes in the environment.
3. Revises the Compensation Plan for Unit 8, May 1, 2021 – June 30, 2023, attached to and incorporated as
Exhibit A.
4. Authorizes the City Manager, in his/her discretion, to provide up to an additional two percent (2.0%) base
wage increase for all Unit 8 positions in 2022.
5. Approves the amendments to the Classification and Compensation Plan as described in this Resolution,
including an amendment in the Competitive Service of the Personnel System as noted above.
6. Revises the pay ranges of Unit 8 positions as attached to and included in Exhibit A.
7. Revises the classification specifications of Unit 8 positions as attached to and incorporated as Exhibit B.
Under the power and authority conferred upon this Council by the Charter of said City.
REFERENCE: I hereby certify the foregoing Resolution was introduced and adopted by the
Council of the City of Petaluma at a Regular meeting on the 20th day of September
2021, by the following vote:
Approved as to
form:
__________________________
City Attorney
AYES: Mayor Barrett; Vice Mayor Barnacle, Fischer; Healy; King; McDonnell, Pocekay
NOES: None
ABSENT: None
ABSTAIN: None
ATTEST: ______________________________________________
City Clerk
______________________________________________
Mayor
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COMPENSATION PLAN
between
CITY OF PETALUMA
and
DEPARTMENT DIRECTORS
May 1, 2021 THROUGH June 30, 2023
UNIT 8
EXHIBIT A
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TABLE OF CONTENTS
SECTION 1 – TERM OF COMPENSATION PLAN………………………………………………....1
SECTION 2 – SALARIES……………………………………………………………………….……...1
2.1 Salaries
2.2 Salaries - Emergency Operation Center
SECTION 3 – SPECIAL COMPENSATION – UNIFORM ALLOWANCE……………………….2
SECTION 4 – HOLIDAYS…………………………………………………………...…………………2
4.1 Holidays – Fixed Holidays
4.2 Holidays – Personal Leave (formerly Floating Holiday)
SECTION 5 – VACATION………………………………………………………………………...……3
5.1 Vacation – Accrual Rate and Maximum Accrual Limits
5.2 Vacation – Scheduling
5.3 Vacation – Adjustment for Holidays
5.4 Vacation – Payment at Separation
5.5 Vacation – Payout
SECTION 6 – LEAVES – ADMINISTRATIVE LEAVE …………………………………………….4
6.1 Administrative Leave - Annual Credit of Leave
6.2 Administrative Leave - Carry Forward of Leave
6.3 Administrative Leave - Pro-Ration of Leave Hours
6.4 Administrative Leave - Annual Payment for Unused Leave
6.5 Administrative Leave - Payment at Separation
SECTION 7 – LEAVES – SICK LEAVE………………………………………………………………5
7.1 Sick Leave – Eligibility
7.2 Sick Leave – Accrual
7.3 Sick Leave – Transfer
7.4 Sick Leave – Retirement Payout
7.5 Sick Leave - Conversion
SECTION 8 – LEAVES – INDUSTRIAL INJURY LEAVE…………………………………………6
SECTION 9 – LEAVES – BEREAVEMENT LEAVE………………………………………………..6
SECTION 10 – LEAVES – VICTIMS OF DOMESTIC VIOLENCE……………………………….7
AND SEXUAL ASSAULT LEAVE
SECTION 11 – LEAVES – MILITARY LEAVE……………………………………………………...7
SECTION 12 – LEAVES – ELECTION OFFICER LEAVE AND VOTING LEAVE …………….7
SECTION 13 – LEAVES – SCHOOL VISITATION LEAVE……………………………………….7
SECTION 14 – LEAVES – LEAVE OF ABSENCE WITHOUT PAY………………………………7
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TABLE OF CONTENTS
SECTION 15 – LEAVES – JURY DUTY LEAVE…………………………………………………….8
SECTION 16 – FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA)…………………….8
16.1 FMLA and/or CFRA Leave
16.2 FMLA and/or CFRA – Second Opinion
SECTION 17 – LEAVES – PREGNANCY DISABILITY LEAVE……………………………….….8
SECTION 18 – DISCRIMINATION, HARASSMENT & RETALIATION PROHIBITED………8
SECTION 19 – REASONABLE ACCOMMODATION……………………………………………...8
SECTION 20 – CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM……………...9
SECTION 21 – HEALTH BENEFITS – ACTIVE EMPLOYEES…………………………………..11
21.1 Active Employees – PEMHCA Contribution
21.2 Additional Contribution – Effective January 1, 2021
21.3 Additional Contribution – Effective January 1, 2022
21.4 Additional Contribution – Effective January 1, 2023
21.5 Employee Contribution
SECTION 22 – HEALTH BENEFITS – RETIRED EMPLOYEES………………………………12
22.1 Retired Employees – CalPERS and PEMHCA
22.2 “Unequal Contribution” Method for Health Care Premium Payments for Retirees
22.3 CalPERS Annuitant – PEMHCA Health Benefits
22.4 Less Than 12 Years of Service – Not Receiving PEMHCA Health Benefits
22.5 Less Than 12 Years of Service – Receiving PEMHCA Health Benefits
22.6 12-19 Years of Service – Not Receiving PEMHCA Health Benefits
22.7 12-19 Years of Service – Receiving PEMHCA Health Benefits
22.8 20 Years or More of Service – Not Receiving PEMHCA Health Benefits
22.9 20 Years or More of Service – Receiving PEMHCA Health Benefits
SECTION 23 – CASH IN-LIEU OF HEALTH AND DENTAL BENEFITS………………………14
23.1 Cash In-lieu
23.2 Employees Hired Before June 1, 2017
23.3 All Employees Hired On or After June 1, 2017
SECTION 24 – SECTION 125 PLAN…………………………………………………………………15
SECTION 25 – DENTAL INSURANCE……………………………………………………………...15
SECTION 26 – VISION INSURANCE…………………………………………………………….….16
SECTION 27 – LIFE INSURANCE…………………………………………………………………..16
SECTION 28 – EMPLOYEE ASSISTANCE PROGRAM………………………………………….16
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TABLE OF CONTENTS
SECTION 29 – DISABILITY INSURANCE…………………………………………………………16
SECTION 30 – DEFERRED COMPENSATION ……………………………………………………16
30.1 Deferred Compensation Plan – 457 Plan
30.2 Deferred Compensation Plan – Discretionary Plan - 401 (A) SECTION 31 – AUTOMOBILE ALLOWANCE ……………………………………………………16
EXHIBIT A – SALARY TABLE…………………………………………………………...…………17
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2021-2023 City of Petaluma / Unit 8 Compensation Plan 1
SECTION 1 - TERM OF COMPENSATION PLAN
This Compensation Plan shall be effective commencing May 1, 2021 and ending June 30, 2023.
SECTION 2 – SALARIES
2.1 Salaries
Salary Ranges shall be as specified in Exhibit “A.”
(A) Cost of Living Increases
Effective the first full pay period following July 1, 2021, all unit employees shall receive a
two percent (2.0%) base wage increase.
The City Manager is authorized in his/her discretion to amend and/or reissue the Unit 8
Compensation Plan to provide up to an additional two percent (2.0%) base wage increase
for all Unit 8 positions to be effective no sooner than the first full pay period following July
1, 2022.
(B) Market-Based Equity Adjustments
Effective the first full pay period following July 1, 2021, the City shall increase the base
pay for each classification with a total compensation of below market median based on the
Ralph Andersen and Associates’ Total Compensation Survey (“Survey”). These changes
are reflected in the Salary Table Attached as Exhibit “A.”
In addition, each non-surveyed classification which is tied to a benchmark classification
will receive a base wage increase sufficient to maintain the differential recommended by
Ralph Andersen and Associates in the document entitled “Salary Benchmarks and
Alignments.” These changes are also reflected in the Salary Tables Attached as Exhibit
“A.”
Market based equity adjustments are independent of the cost-of-living adjustment
(“COLA”) but will be implemented in an additive (non-compounded) fashion. For example,
if a classification is scheduled to receive a 9.7% market equity adjustment and a 2.0%
COLA, the classification will receive a total increase of 11.7%.
(C) Y-Rating
Any classification determined to be more than 5% over market median (“Market Median
plus 5%”) based on the Salary Benchmarks and Alignments document will be Y-Rated until
it has foregone COLA’s equivalent to its position above Market Median plus 5%. In this
context, Y-Rating shall mean that the classification will have its COLA’s reduced by 1% of
salary until it has foregone COLA’s equivalent to its position above Market Median plus
5%.
[Example A: Classification A is a benchmark classification found to be 7% above Market
Median, which means it is 2% over Market Median plus 5%. Classification A will have its
COLA’s reduced by 1% per year for a period of 2 years. Under the Compensation Plan,
COLA’s for each of the next 2 years would have been 2% per year. Therefore,
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2021-2023 City of Petaluma / Unit 8 Compensation Plan 2
Classification A will receive a 1% COLA in Year 1 (2% minus 1%) and a 1% COLA in
Year 2 (2% minus 1%).]
[Example B: Classification B is a benchmark classification found to be 6.7% above Market
Median, which means it is 1.7% over Market Median plus 5%. Classification B will have its
COLA’s reduced by 1% in Year 1 and 0.7% in Year 2. Under the Compensation Plan,
COLA’s for each of the next 2 years would have been 2% per year. Therefore,
Classification B will receive a 1% COLA in Year 1 (2% minus 1%) and a 1.3% COLA in
Year 2 (2% minus 0.7%).]
2.2 Salaries – Emergency Operation Center
Employees of Unit 8 who are required to work when called to an activated Emergency
Operation Center (EOC) local emergency shall be paid at their regular hourly rate for all
hours beyond their normal workday.
SECTION 3 – SPECIAL COMPENSATION – UNIFORM ALLOWANCE
The classifications of Police Chief and Fire Chief shall receive one thousand five hundred dollars
($1500.00) per year as a Uniform Allowance. This amount shall be paid in December.
SECTION 4 – HOLIDAYS
4.1 Holidays – Fixed Holidays
The City shall observe twelve (12) fixed-date holidays. These holidays shall be established
for the City's fiscal year as determined by City Council resolution.
The holidays for fiscal years 21/22 and 22/23 are as follows:
Memorial Day
Independence Day
Labor Day
Veterans’ Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
New Year’s Day
Martin Luther King Day
Presidents’ Day
Cesar Chavez Day
Observance: The actual date of the observed holidays is determined by City Council resolution
each fiscal year. If participating in a 5/8 schedule, when a holiday falls on a Saturday, that
holiday will be observed on the prior Friday. When a holiday falls on a Sunday, that holiday will
be observed on the following Monday. Should this conflict with a Friday or Monday designated
holiday, the Friday or Monday holiday will occur on the preceding Thursday or following
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Tuesday. If participating in a 4/10 schedule, when a holiday falls on a Friday or Saturday, that
holiday will be observed on Thursday. When a holiday falls on a Sunday, that holiday will be
observed on the following Monday. Should this conflict with a Friday or Monday designated
holiday, the Friday or Monday holiday will occur on the preceding Wednesday or following
Tuesday.
Observance by an employee of a designated religious event may be granted, if practical, with at
least seven (7) days prior approval required for such leave, under the following methods:
(A) Time charged to accrued vacation allowance; or
(B) Time off without pay.
Fixed holidays currently provided for in the Compensation Plan will be based on the employee’s
regular work shift. For example, if an employee works a 4/10 schedule, s/he shall receive ten
(10) hours of pay for the holiday. If an employee works a 9/80 schedule, s/he shall receive nine
(9) hours of pay for the holiday, or eight (8) hours pay if the holiday falls on their regularly
scheduled eight (8) hour workday as part of their 9/80 schedule. If an employee works a 5/8
schedule (five days/week, eight hours/day), s/he shall receive eight (8) hours of pay for the
holiday. The same shall be true for any employee whose regular work week is fewer than forty
(40) hours per week, except that no such employee shall receive more than eight (8) hours of
pay for the holiday.
4.2 Holidays – Personal Leave (formerly Floating Holiday)
During the fiscal year the City will authorize eight (8) hours of Personal Leave per employee,
which may be taken by the employee at a time selected by the employee, subject to operational
requirements and approval determined by the City. Employees hired between July 1 and
December 31, will be eligible for Personal Leave during the course of the fiscal year.
Personal Leave is limited to eight (8) hours and may not be carried over to the next fiscal year.
SECTION 5 – VACATION
Years of Service Vacation Accrual (hrs) Accrual Limit (hrs)
0-4 80 240
5-9 120 360
10 128 384
11 136 408
12 144 432
13 152 456
14 160 480
15 168 504
16 176 528
17 184 552
18 192 576
19 or greater 200 600
5.1 Vacation – Accrual Rate and Maximum Accrual Limits
Employees shall accrue vacation hours at the rate specified in the above table. The City
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Manager may at his/her discretion set an annual vacation accrual rate for an employee above
the accrual rate in the table in section 5.
Vacation time shall not be accumulated in excess of three (3) years or three times an
employee’s annual vacation accrual as indicated in the vacation chart above.
5.2 Vacation – Scheduling
The times during a calendar year in which an employee may take his/her vacation shall be
determined by the City Manager with due respect for the wishes of the employee and
particular regard for the needs of the service. If the requirements of the service are such that
an employee cannot take part or all of his/her annual vacation in a particular calendar year,
such vacation shall be taken during the following calendar year.
5.3 Vacation - Adjustment for Holidays
Employees who are granted time off for scheduled holidays shall not have such holidays
charged as vacation leave when the vacation leave and holiday(s) coincide.
5.4 Vacation – Payment at Separation
Employees who separate City employment shall be paid for all accrued unused vacation
leave earned prior to the effective date of separation.
5.5 Vacation – Payout
During the month of December of each year, each employee who has at least one hundred and
twenty (120) hours of accrued but unused vacation may make an irrevocable election to cash
out up to forty (40) hours of vacation in the following calendar year. Vacation payouts under
this section will be made in October of the tax year following the election. The employee must
have a minimum balance of forty (40) hours after the cash out of vacation. If the employee’s
requested amount does not leave a minimum forty (40) hours of vacation remaining at the time
of cash out, the employee’s requested vacation cash out will be reduced to allow the remaining
minimum balance to be maintained.
SECTION 6 – LEAVES – ADMINISTRATIVE LEAVE
6.1 Administrative Leave – Annual Credit of Leave
Employees shall be credited with eighty (80) hours of administrative leave each fiscal year.
6.2 Administrative Leave – Carry Forward of Leave
Employees may carry forward up to forty (40) hours of unused administrative leave into the
next fiscal year. Employees shall not maintain balances of more than one hundred and
twenty (120) hours.
6.3 Administrative Leave - Pro-Ration of Leave Hours
Employees hired or appointed after July 1 shall be credited with a pro-rated amount of
administrative leave based upon hire or appointment date through June 30.
6.4 Administrative Leave – Annual Payment for Unused Leave
Employees shall receive payment for up to twenty (20) hours of unused administrative leave
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at the end of the fiscal year. Payment shall be at the employee’s base pay rate as of June 30.
Payment shall be made on the last pay period of the fiscal year.
6.5 Administrative Leave - Payment at Separation
Employees who separate employment shall receive payment of up to forty (40) hours of
unused administrative leave. Payment shall be at the base pay rate at the time of separation.
SECTION 7 – LEAVES – SICK LEAVE
7.1 Sick Leave – Eligibility
Sick leave with pay shall be granted to all employees as set forth in this section. Sick leave
is not a right, which an employee may use at his discretion, but rather, shall be used only in
case of personal illness, disability or the serious illness or injury of an employee's family
member, which requires the employee's attention. The term family members shall include:
spouse, children, parents, spouse's parents, brothers, sisters or other individuals whose
relationship to the employee is that of a dependent or near dependent.
7.2 Sick Leave – Accrual
Sick leave shall accrue to all full-time employees at the rate of eight (8) hours for each
month of continuous service. No employee shall accumulate more sick leave in any year
than provided
7.3 Sick Leave – Transfer
The sick leave transfer program outlined below results in taxation for employees donating
hours. The City intends to adopt a Citywide catastrophic leave policy which will permit
donations of leave time without tax to the donor. This Section (7.3) will terminate and become
ineffective once the City adopts a Citywide program to replace this section.
Employees wishing to donate hours of sick leave to another employee may do so by sending
a written request, approved by his/her department director, to the Human Resources office
naming the individual to receive the sick leave and the amount donated, with the following
restrictions:
(A) Employees who wish to transfer sick leave must retain a minimum of 160 hours of
sick leave to be eligible to transfer sick leave.
(B) Transfer amounts shall be limited to the number of actual hours needed and used by
the receiving employee.
(C) Any donated sick leave hours unused by recipient shall be returned to the donor.
The employee receiving the sick leave transfer must have zero (0) hours of accrued
sick leave, vacation, and CTA leave on the books.
(D) Employees may not buy or sell sick leave. Only the time may be transferred.
(E) Employees may not transfer sick leave upon separation of service.
(F) Transfer of sick leave shall be allowed between all Units.
(G) No more than ninety (90) workdays of sick leave may be received by an employee
for any one illness or injury.
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7.4 Sick Leave – Retirement Payout
In the event of the death or retirement of an employee who has completed ten (10) or more
years of continuous service with the City, the employee shall be paid or shall receive to his/her
benefit, fift y percent (50%) of his/her accumulated but unused sick leave, not to exceed four-
hundred-eighty (480) hours. The employee may elect not to receive this benefit and instead
place all sick leave hours into the CalPERS sick leave conversion benefit, or the employee
may do a combination of both; to receive a payout of up to fifty percent (50%) of his/her
accumulated but unused sick leave not to exceed four hundred eighty (480) hours with the
balance placed into the CalPERS sick leave conversion benefit.
7.5 Sick Leave – Conversion
In February of each year, employees may convert a maximum of one hundred sixty (160)
hours of sick leave to vacation at a ratio of four (4) sick leave hours to one (1) vacation hour.
Example: Employee requests conversion of 160 hours of sick leave; 40 hours of vacation
leave are added to the employee’s vacation bank. An employee must have at least eighty (80)
hours remaining in his/her sick leave bank after the conversion. Such conversion does not
impact the ongoing accrual of sick leave at the rate of eight (8) hours for each month of
continuous service.
SECTION 8 – LEAVES – INDUSTRIAL INJURY LEAVE
Benefits shall be payable in situations where miscellaneous employee absence is due to industrial
injury as provided in California State Workers' Compensation Law. During the first three (3)
workdays when the employee's absence has been occasioned by injury suffered during his/her
employment and he/she receives workers' compensation, he/she shall receive full pay. Following
this period, sick leave may be a supplement to the workers' benefits provided the employee.
Compensation is at his/her regular rate for a period not to exceed six (6) months, or until such sick
leave is exhausted, or the disability is abrogated, or that employee is certified "permanent and
stationary" by a competent medical authority. The City shall pay him/her the regular salary, based
on the combination of the workers' compensation benefit plus sick leave.
All public safety employees receiving full salaries in lieu of temporary disability payments pursuant
to Section 4850 of the labor code are entitled to accumulate sick leave during such periods of sick
leave. Sick leave for industrial injury shall not be allowed for a disability resulting from sickness,
self-inflicted injury, or willful misconduct.
The City may retire any employee prior to the exhaustion of accumulated sick leave, at which time
all accrued but unused sick leave shall be abrogated, subject only to the limitations provided under
this Compensation Plan.
SECTION 9 – LEAVES – BEREAVEMENT LEAVE
An employee shall be granted up to thirty-two (32) hours of bereavement leave in the event of death
in the employee’s immediate family. For the purpose of bereavement leave, immediate family shall
mean spouse, qualified domestic partner, father, father-in-law, mother, mother-in-law, brother,
brother-in-law, sister, sister-in-law, child (including stepchildren), step-parents, grandparents and
grandchildren or person with whom the emplo yee has a relationship in loco parentis. Up to an
additional eight (8) hours of accrued sick leave may be granted to supplement bereavement leave.
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2021-2023 City of Petaluma / Unit 8 Compensation Plan 7
In the event an employee must travel more than three-hundred (300) miles to attend a funeral or
memorial service, an additional eight (8) hours of bereavement leave shall be granted instead of the
use of eight (8) hours of sick leave.
SECTION 10 – LEAVES – VICTIMS OF DOMESTIC VIOLENCE
AND SEXUAL ASSAULT LEAVE
The City of Petaluma provides appropriate leave, in accordance with California Labor Code Section
230.
SECTION 11 – LEAVES – MILITARY LEAVE
The City of Petaluma shall grant military leave benefits to eligible employees in accordance with
California’s Military Leave Laws found in Military & Veteran’s Code 389 et seq., the Federal
Uniformed Services Employment and Re-employment Rights Act (USERRA), found at 389 U.S.C.
4301 et seq., and the City of Petaluma Resolution No. 2004-200 N.C.S. Employees in the Ready
Reserves of the Armed Forces who are ordered to active military dut y or training under Executive
Order 13223, shall have continued benefits in effect throughout his/her active duty training for a
period of three-hundred sixty-five (365) calendar days or until the date of discharge from military
service, whichever occurs first, unless this policy is changed by action of the City Council.
SECTION 12 – LEAVES – ELECTION OFFICER LEAVE AND VOTING LEAVE
When an employee’s actual work schedule otherwise would prevent the employee from voting in any
State, County, or General election, the employee may be granted up to two (2) hours of paid time to
vote, in accordance with Election Code 14000. The employee must provide the City with at least two
(2) working days’ notice that he or she will be taking time off to vote.
SECTION 13 – LEAVES – SCHOOL VISITATION LEAVE
Employees may take up to forty (40) hours in a year to participate in the child’s school activities, in
accordance with Labor Code section 230.8.
SECTION 14 – LEAVES – LEAVE OF ABSENCE WITHOUT PAY
The City Manager may grant a regular or probationary employee leave of absence without pay
pursuant to State and Federal Law. Good cause being shown by a written request, the City Manager
may extend such leave of absence without pay or seniority or benefits for an additional period not
to exceed six (6) months. No such leave shall be granted except upon written request of the
employee setting forth the reason for the request, and the approval will be in writing. Upon expiration
of a regularl y approved leave or within a reasonable period of time after notice to return to duty, the
employee shall be reinstated in the position held at the time leave was granted. Failure on the part
of an employee on leave to report promptly at its expiration, or within a reasonable time after notice
to return to duty shall be cause for discharge.
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SECTION 15 – LEAVES – JURY DUTY LEAVE
Any employee summoned for jury duty shall be entitled to a leave of absence with full pay for such
period of time as may be required to attend the court in response to such summons. Any employee
may retain payment for travel but shall make payable to the City any and all fees which the employee
may receive in payment for service as a juror. For Grand Juries this compensation shall not extend
beyond twenty (20) working days.
SECTION 16 - FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA)
16.1 FMLA and/or CFRA Leave
The City shall provide family and medical care leave for eligible employees as required by
City policy, state and federal law and as specifically provided in the Federal Family and
Medical Leave Act of 1993 (FMLA) and the California Family Rights Act of 1993 (CFRA).
If possible, employees must provide thirty (30) days advance notice of leave.
16.2 FMLA and/or CFRA – Second Opinion
The employee shall provide the City with a health care provider certification. The City, at
City expense, may require a second opinion on the validity of the certification. Should a
conflict arise between health providers, a third and binding opinion, at City expense shall be
sought.
SECTION 17 – LEAVES – PREGNANCY DISABILITY LEAVE
The City shall provide pregnancy disability leave (PDL) for eligible employees as required by Cit y
policy and applicable law and as specifically provided in the Fair Employment and Housing Act
and the Family Medical Leave Act. If possible, employees must provide thirty (30) days advance
notice of leave.
SECTION 18 - DISCRIMINATION, HARASSMENT, & RETALIATION PROHIBITED
The City and its employees are prohibited from discriminating against an applicant or employee
because the employee is in a "protected class" (based on age, race, etc.) in taking any personnel
actions (such as hiring, promotion, discipline, etc.) Employees are prohibited from harassing any
employees due to race, sex, age, etc. The City and its employees are prohibited from retaliating
against an employee because the employee has filed a complaint of discrimination or harassment or
opposed actions by other employees that constituted discrimination or harassment.
SECTION 19 - REASONABLE ACCOMMODATION
In accordance with the California Fair Employment and House Act (FEHA) and the Americans
with Disability Act (ADA), the City will reasonably accommodate any know protected disability of
an employee.
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SECTION 20 – CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM
Tier 1
Safety – Fire and Safety – Police employees hired prior to November 15, 2012, the effective date of
the contract amendment with California Public Employees’ Retirement System (CalPERS), shall
receive the 3% at 50 formula retirement plan.
The City's contract with CalPERS for Safety – Fire includes the following optional benefits:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (May 4, 1998).
• Military Service Credit as provided in Section 21024 (January 4, 1996).
• One-Year Final Compensation as provided Section 20042 (November 1, 1980).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1980).
• Post Retirement Survivors Allowance – fifty percent (50%) as provided by Sections: 21624, 21626,
and 21628 (January 1, 1987).
• Cost of Living Allowance two percent (2%) as provided by Section 21329 (April 1, 1971).
• Retired Death Benefit of $500 as provided in Section 21620 (December 1, 1969).
• Post Retirement Survivor Allowance Continues as provided in Section 21635
(January 1, 2000).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000)
• Prior Service Credit as provided in Section 20055 (January 1, 1950).
The City’s contract with CalPERS for Safety - Police includes the following optional benefits:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (June 30, 1996).
• Military Service Credit as provide in Section 21024 (January 4, 1996).
• One-Year Final Compensation as provided in Section 20042 (November 1, 1980).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1980).
• Cost of Living Allowance two percent (2%) as provided by Section 21329 ( April 1, 1971).
• Retired Death Benefit of $500 as provided in Section 21620 (December 1, 1969).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (January 1, 1950).
Miscellaneous employees hired prior to December 28, 2012, the effective date of the CalPERS
contract amendment, shall receive the 2% at 55 formula retirement plan.
The City's contract with CalPERS for Miscellaneous includes the following optional benefits:
•Third Level - 1959 Survivor's Benefit as provided in Section 21573 (April 5, 1999).
• Military Service Credit as provided in Section 21024 (January 1, 1992).
• One-Year Final Compensation as provided Section 20042 (November 1, 1980).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1980).
• Cost of Living Allowance two percent (2%) as provided by Section 21329 (April 1,
1971).
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• Retired Death Benefit of $500 as provided in Section 21620 (December 1, 1969).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (January 1, 1950).
Tier 2
Safety – Fire and Safety – Police employees who are considered by CalPERS to be “classic” members
hired after November 15, 2012, the effective date of the amended contract with CalPERS, shall receive
the 3% at 55 formula retirement plan and the three-year final average compensation.
The following optional benefits will remain in effect for Safety - Fire employees in the second
retirement tier:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574.
• Military Service Credit as provide in Section 21024.
• Credit for Unused Sick Leave as provided in Section 20965.
• Post Retirement Survivors Allowance as provided by Sections: 21624, 21626, and 21628.
• Cost of Living Allowance two percent (2%) as provided by Section 21329.
• Retired Death Benefit of $500 as provided in Section 21620.
• Post Retirement Survivor Allowance Continues as provided in Section 21635.
• Death Benefit Continues as provided in Section 21551.
• Prior Service Credit as provided in Section 20055.
The following optional benefits will remain in effect for Safety - Police employees in the second
retirement tier:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574.
• Military Service Credit as provide in Section 21024.
• Credit for Unused Sick Leave as provided in Section 20965.
• Cost of Living Allowance two percent (2%) as provided by Section 21329.
• Retired Death Benefit of $500 as provided in Section 21620.
• Death Benefit Continues as provided in Section 21551.
• Prior Service Credit as provided in Section 20055.
Miscellaneous employees who are considered by CalPERS to be “classic” members hired after
December 28, 2012, the effective date of the amended contract with CalPERS, shall receive the 2%
at 60 formula retirement plan and the three-year final average compensation.
The following optional benefits will remain in effect for Miscellaneous employees in the second
retirement tier:
• Third Level - 1959 Survivor's Benefit as provided in Section 21573.
• 1957 Survivor Allowance as provided in Section 21546.
• Military Service Credit as provided in Section 21024.
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2021-2023 City of Petaluma / Unit 8 Compensation Plan 11
• Credit for Unused Sick Leave as provided in Section 20965.
• Cost of Living Allowance two percent (2%) as provided by Section 21329.
• Retired Death Benefit of $500 as provided in Section 21620.
• Death Benefit Continues as provided in Section 21551.
• Prior Service Credit as provided in Section 20055.
Tier 3
New Safety employees hired on or after January 1, 2013 who meet the definition of a new CalPERS
member under the Public Employees’ Pension Reform Act (PEPRA) shall receive the 2.7% at 57
retirement formula with three-year final average compensation and applicable optional benefits.
New Miscellaneous employees hired on or after January 1, 2013 who meet the definition of a new
CalPERS member under the Public Employees’ Pension Reform Act (PEPRA) shall receive the 2%
at 62 retirement formula with three-year final average compensation and applicable optional benefits.
The City shall continue to defer that portion of the employee’s contribution paid to CalPERS
through section 414(h)(2) of the Internal Revenue Code pursuant to City of Petaluma Resolution
90-363 N.C.S.
All employees shall pay an additional three percent (3%) towards PERS retirement. For Classic Safety
– Fire and Safety – Police employees, this three percent (3%) is added to the nine percent (9%) member
contribution, for a total contribution of twelve percent (12%). Employees subject to the PEPRA
formula shall also pay an additional three percent (3%) on top of their required employee contribution,
as established annually by PERS. For Classic Miscellaneous employees, this three percent (3%) is
added to the seven percent (7%) member contribution, for a total contribution of ten percent (10%).
Employees subject to the PEPRA formula shall also pay an additional three percent (3%) on top of
their required employee contribution, as established annually by PERS.
SECTION 21 – HEALTH BENEFITS – ACTIVE EMPLOYEES
21.1 Active Employees – PEMHCA Contribution
The City currently provides health benefits through the California Public Employees’ Retirement
System (CalPERS) Health Benefits Program under the Public Employees’ Medical and Hospital
Care Act (PEMHCA). The City’s employer contribution for each employee’s health benefits
shall be the minimum required by PEMHCA (“PEMHCA minimum”). The City pays this
contribution directly to CalPERS. This amount is established annually by PERS and is the
minimum amount the agency must pay on behalf of the employee for medical insurance. It is
separate and apart from the annual health insurance rates and the additional contribution noted
below.
21.2 Additional Contribution – Effective January 1, 2021
The amount of the City’s additional contribution for current employees and their covered family
members shall be $637.11 for employee only, $1,410.07 for employee plus one, and $1,873.84 for
employee plus two or more. These amounts do not include the City PEMHCA contribution
identified in 21.1. The City’s additional contribution shall not exceed these amounts unless and until
a different amount is defined by the compensation plan.
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2021-2023 City of Petaluma / Unit 8 Compensation Plan 12
Coverage
2021 Health Rates
(Based on 2021 Kaiser
Permanente Rates)
PEMHCA
Contribution
(Added to the City's
Benefit Contribution)
2021 Health Rate
Less the PEMHCA
Contribution
City's Benefit
Contribution of 95%
Total 2021 City’s
Contribution Rate
Employee
Contribution
KAISER
Employee
Only $813.64 $143.00 $670.64 $637.11 $780.11 $33.53
Employee + 1 $1,627.28 $143.00 $1,484.28 $1,410.07 $1,553.07 $74.21
Employee + 2
or more $2,115.46 $143.00 $1,972.46 $1,873.84 $2,016.84 $98.62
21.3 Additional Contribution – Effective January 1, 2022
The 2022 CalPERS premium for Kaiser – Bay Area and required 2022 PEMHCA contribution are
unknown.
21.4 Additional Contribution – Effective January 1, 2023
The 2023 CalPERS premium for Kaiser – Bay Area and required 2023 PEMHCA contribution are
unknown.
21.5 Employee Contribution
Employees shall contribute to his/her CalPERS Health Premium in the amounts less the City’s
PEMHCA contribution and less the additional benefit paid by the City.
SECTION 22 – HEALTH BENEFITS – RETIRED EMPLOYEES
22.1 Retired Employees – CalPERS and PEMHCA
The City currently provides health benefits through the CalPERS Health Benefits Program under
the PEMHCA. In order for a retired employee to be eligible to receive health benefits through
CalPERS upon retirement, a retired employee must meet the following definition of “annuitant”
under CalPERS law:
(A) Employee must be a member of CalPERS; and
(B) Employee must retire within one-hundred-twenty (120) days of separation from employment
with the City of Petaluma and receive a monthly retirement allowance from CalPERS.
22.2 “Unequal Contribution” Method for Health Care Premium Payments for Retirees
The City uses the “unequal contribution” method for health care premium payments for
annuitants (retirees) as permitted under Government Code section 22892. Under this method,
the City is required annually to increase the total monthly annuitant health care contribution to
equal an amount not less than the number of years the City has been in the PEMHCA program
multiplied by five percent (5%) of the current monthly employer contribution for active
employees until the time the City’s contribution for annuitants equals the City’s PEMHCA
contribution paid for active employees.
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2021-2023 City of Petaluma / Unit 8 Compensation Plan 13
Effective calendar year 2014 the “unequal contribution” method for health care premium
payments for annuitants (retirees) will be at the twenty-year mark. Thus, the City’s contribution
for the PEMHCA program will be at 100% (5% x 20 years). Therefore, the monthly employer
contribution for annuitants is the required minimum PEMHCA contribution.
The City pays this contribution directly to CalPERS. The retiree is required to contribute to the
cost of the health benefit coverage. The retiree’s monthly contribution shall be the cost of the
monthly health benefit premium less the amount of the City’s contribution.
22.3 CalPERS Annuitant – PEMHCA Health Benefits
In accordance with the PEMHCA provisions if an employee is a CalPERS annuitant and
receives health benefits under the PEMHCA, the employee is eligible to receive the City’s
PEMHCA contribution amount specified in Section 22.5 below, regardless of the number of
years of service with the City of Petaluma.
22.4 Less Than 12 Years of Service – Not Receiving PEMHCA Health Benefits
A retired employee with less than twelve (12) years of service with the City of Petaluma
who is not enrolled in the CalPERS health benefit program does not receive any retiree benefit
from the City.
22.5 Less Than 12 years of Service – Receiving PEMHCA Health Benefits
A retired employee with less than twelve (12) years of service with the City of Petaluma who
is a CalPERS annuitant as defined in Section 22.1 and enrolled in the CalPERS health
benefit program is eligible to receive the minimum PEMHCA contribution as set by
CalPERS.
22.6 12-19 Years of Service – Not Receiving PEMHCA Health Benefits
A retired employee with twelve to nineteen (12-19) years of service with the City of
Petaluma who is not enrolled in the CalPERS health benefits program shall receive
direct payments in the amount of one-hundred and twenty-eight dollars ($128.00) each
month, effective the first month following the expiration of health benefit coverage.
22.7 12-19 Years of Service – Receiving PEMHCA Health Benefits
A retired employee with twelve to nineteen (12-19) years of service with the City of
Petaluma who is a CalPERS annuitant as defined in Section 22.1 and enrolled in the
CalPERS health benefit program is eligible to receive the minimum PEMHCA
contribution as set by CalPERS.
The City’s PEMHCA contribution amount is deducted from the retiree’s monthly health
premium and paid to CalPERS directly by the City.
It is the responsibility of the retiree to notify the City in writing if he or she is no longer
participating in the CalPERS health benefit program. Following receipt of the written
notice, the City will commence direct payment of the one-hundred and twenty-eight
dollars ($128.00) at the beginning of the following month.
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22.8 20 Years or More of Service – Not Receiving PEMHCA Health Benefits
A retired employee with twenty (20) or more years of service with the City of Petaluma
who is not enrolled in the CalPERS health benefits program shall receive direct
payments in the amount of one-hundred-forty dollars ($140.00) each month, effective
the first month following the expiration of health benefit coverage.
22.9 20 Years or More of Service – Receiving PEMHCA Health Benefits
A retired employee with twenty (20) years or more of service with the City of
Petaluma who is a CalPERS annuitant as defined in Section 22.1 and enrolled in the
CalPERS health benefit program is eligible to receive the minimum PEMHCA
contribution as set by CalPERS.
The City’s PEMHCA contribution amount is deducted from the retiree’s monthly health
premium and paid to CalPERS directly by the City.
It is the responsibility of the retiree to notify the City in writing if he or she is no longer
participating in the CalPERS health benefit program. Following receipt of the written notice, the
City will commence direct payment of the one-hundred-forty dollars ($140.00) at the beginning
of the following month.
SECTION 23 - CASH IN-LIEU OF HEALTH AND DENTAL BENEFITS
23.1 Cash In-Lieu
Employees with health and or dental benefit insurance coverage from a source other
than the City, or employees with health and dental benefit insurance coverage from a
City employee, may request cash in lieu of health and dental benefits. To be eligible
for the cash in-lieu benefit program, employees must waive his/her coverage under the
City’s health and/or dental benefits, agree to the terms and conditions of the cash in-
lieu benefit program and have written verification of health and/or dental benefits
insurance.
23.2 Employees Hired Before June 1, 2017
For employees hired before June 1, 2017, the cash in-lieu amount for health coverage
shall be in the amount of fifty percent (50%) of the health insurance premium amount
of the CalPERS Kaiser – Bay-Area Region that the City would otherwise pay for the
employee and his or her family members. The cash in-lieu amount for dental insurance
benefits shall be in the amount of fifty percent (50%) of the established dental
program composite rate.
Upon declining medical and/or dental insurance, the employee will be required to
meet the terms and conditions regarding the City’s medical and/or dental plan. If an
employee decides to stop receiving the medical/dental cash back and wishes to re-enroll
into the City’s medical and/or dental plan, then he/she must meet the current terms and
conditions of the City’s medical and/or dental plan. The City cannot guarantee that
once the employee leaves a particular medical and/or dental plan, he/she may be able
to re-enroll in his/her prior plan and under the same terms and conditions of his/her
prior plan.
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23.3 All Employees Hired On or After June 1, 2017
For all employees hired on or after June 1, 2017, the cash in-lieu amount for health
benefits shall be $400.00 per month. Employees shall not be eligible for cash in-lieu
for dental benefits.
Upon declining medical insurance, the employee will be required to meet the terms and
conditions regarding the City’s medical plan. If an employee decides to stop receiving
the medical cash back and wishes to re-enroll into the City’s medical plan, then s/he
must meet the current terms and conditions of the City medical plan. The City cannot
guarantee that once the employee leaves a particular medical plan, s/he may be able to
re-enroll in his/her prior plan and under the same terms and conditions of his/her prior
plan.
SECTION 24 – SECTION 125 PLAN
The City of Petaluma has established and shall offer to eligible employees an Internal Revenue
Code (IRC) Section 125 plan. The Section 125 plan is subject to federal law and plan provisions.
The Section 125 Plan offered by the City provides employees with a tax savings through the
following programs:
(A) Pre-Tax Health Insurance Premiums
This program allows employees to pay his or her share of health insurance premiums
with pre-tax dollars.
(B) Flex Spending Accounts (FSAs)
(1) Medical Reimbursement
This program permits employees to pay for common out-of-pocket medical
expenses (not covered by insurance) such as deductibles, co-pays, and vision
and dental care with pre-tax dollars.
(2) Dependent Care Reimbursement
This program permits employees to pay for most child and or dependent care
expenses with pre-tax dollars.
SECTION 25 – DENTAL INSURANCE
The City shall provide dental plan for the term of the Memorandum of Understanding and pay the total
premium costs for the employee and eligible dependents. The annual maximum benefit amount is two
thousand dollars ($2,000.00) per person. Orthodontic coverage (for dependent children only) shall be
provided at 50% of the dentist’s allowed fee (subject to a $2,000 lifetime maximum per dependent
child). Dependent children are eligible for dental and orthodontic coverage from birth to age 26.
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SECTION 26 – VISION INSURANCE
The City shall provide a vision plan for employees and eligible dependents. The cost shall be paid for
by the City. Employees are eligible for eye exams once a calendar year with a twenty-five-dollar
($25.00) copay. Frames are available once a calendar year with a maximum benefit of one hundred
eighty dollars ($180.00). Single vision, lined bifocal, and trifocal lenses are available once a calendar
year and are covered with no copay.
SECTION 27 – LIFE INSURANCE
The City shall provide employees with life insurance in the amount of one and one-half (1.5) times
the employee’s annual salary rounded to the nearest even dollar, not to exceed two-hundred thousand
dollars ($200,000.00)
SECTION 28 – EMPLOYEE ASSISTANCE PROGRAM
The City will provide an Employee Assistance Program to employees and his/her immediate families.
This licensed counseling service will provide assistance and referrals for marriage and family
problems, alcohol and drug dependency, emotional, personal, and stress-related concerns and other
issues. All counseling services are confidential.
SECTION 29 – DISABILITY INSURANCE
The City shall provide for a long-term disability plan, with the premium to be paid for by the City.
SECTION 30 - DEFERRED COMPENSATION
30.1 Deferred Compensation Plan – 457 Plan
The City of Petaluma shall make available to the employees of this unit the City's Deferred
Compensation Plan.
30.2 Deferred Compensation Plan – Discretionary Plan – 401(A) Plan
The City of Petaluma shall make available to the employees of this unit the City's 401 (A)
Plan. New members will have an opportunity to designate a one-time choice of an additional
employee contribution level within ninety (90) days of their appointment date. For additional
information, contact the Human Resources office.
SECTION 31 – AUTOMOBILE ALLOWANCE
All members who do not have dedicated access to a City vehicle for business use shall be entitled
to receive a $200 monthly automobile allowance. This allowance will replace any mileage
reimbursement that an employee may have otherwise been eligible for day-to-day travel in a
personal vehicle.
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UNIT 8 - MANAGEMENT
Current Classification Title COLA Equity Adj.Total Minimum Maximum
ASSIST CITY MANAGER 2.0%10.1%12.1%MONTHLY 14,150.93 18,361.20
ASSIST CITY ATTORNEY 2.0%12.3%14.3%MONTHLY 12,896.00 15,676.27
DIR OF ECONOMIC DEV & OPEN GOVERNMENT 2.0%8.8%10.8%MONTHLY 12,076.13 15,672.80
DIRECTOR OF HUMAN RESOURCES1 2.0%0.0%2.0%MONTHLY 11,862.93 15,393.73
DIRECTOR OF FINANCE 2.0%18.6%20.6%MONTHLY 13,145.60 17,057.73
DIR OF PUBLIC WORKS & UTILITIES2 2.0%0.0%2.0%MONTHLY 13,062.40 16,950.27
FIRE CHIEF 2.0%10.9%12.9%MONTHLY 15,379.87 18,454.80
POLICE CHIEF 2.0%10.8%12.8%MONTHLY 15,223.87 20,169.07
1 Pursuant to Resolution# 2021-060 N.C.S., this position has already received the applicable equity adjustment of 6.7%
2 Pursuant to Resolution# 2021-108 N.C.S., this position has already received the applicable equity adjustment of 13.1%
UNIT 8 - MANAGEMENT
Current Classification Title COLA Minimum Maximum
ASSIST CITY MANAGER Up to 2.0%MONTHLY 14,433.47 18,728.67
ASSIST CITY ATTORNEY Up to 2.0%MONTHLY 13,154.27 15,990.00
DIR OF ECONOMIC DEV & OPEN GOVERNMENT Up to 2.0%MONTHLY 12,317.07 15,986.53
DIRECTOR OF HUMAN RESOURCES Up to 2.0%MONTHLY 12,100.40 15,702.27
DIRECTOR OF FINANCE Up to 2.0%MONTHLY 13,409.07 17,399.20
DIR OF PUBLIC WORKS & UTILITIES Up to 2.0%MONTHLY 13,324.13 17,290.00
FIRE CHIEF Up to 2.0%MONTHLY 15,686.67 18,824.00
POLICE CHIEF Up to 2.0%MONTHLY 15,528.93 20,572.93
NOTE: Salaries are approximate and may vary slightly due to rounding
3 The City Manager is authorized in his/her discretion to provide up to a 2.0% COLA, actual increase is subject to City Manager discretion within the provided authority.
EXHIBIT A – SALARY TABLE Unit 8
Compensation Plan
EFFECTIVE THE FIRST FULL PAY PERIOD FOLLOWING JULY 1, 2021
THE CITY MANAGER IS AUTHORIZED IN HIS/HER DISCRETION TO PROVIDE UP TO AN ADDITIONAL TWO PERCENT
(2.0%) BASE WAGE INCREASE FOR ALL UNIT 8 POSITIONS TO BE EFFECTIVE NO SOONER THAN THE FIRST FULL PAY
PERIOD FOLLOWING JULY 1, 2022
Monthly Salary Ranges Based on 2.0% COLA3
Monthly Salary Range
17
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Page 1 of 4
Assistant City Attorney
Summary Act as legal advisor to the City Council, City Manager, City department directors and other employees, and members of other City bodies; represents the City in litigation and other legal proceedings, including legal and regulatory matters involving other governmental and/or private parties; and assists in the performance of the duties and functions of the City Attorney in accordance with the City Charter, California State law, the City’s Municipal Code, and other applicable law.
Class Characteristics General direction and supervision is provided by the City Attorney. Responsibilities include the direct and indirect supervision of management, professional, technical, and support services personnel.
The Assistant City Attorney is an advanced journey-level class required to perform extremely sensitive and complex legal work and to function with a high degree of independence and accountability. The incumbent is expected to be capable of performing the full range of duties common to the position of Assistant City Attorney and to have, develop, and maintain subject matter expertise as needed to fulfill the City’s legal requirements and perform tasks assigned to the Assistant City Attorney. The Assistant City Attorney assists in the performance of any and all of the responsibilities of the City Attorney, as assigned, including, when directed and/or authorized, acting on behalf of the City Attorney in the City Attorney’s absence.
Essential Duties, Skills, and Demands of the Position The duties, skills, and demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with a disability to perform the essential duties, skills, and demands.
Duties: The Assistant City Attorney is responsible for performing and supervising the performance of the following types of representative duties, in addition to others that may be prescribed by the City Attorney or required from time to time:
Help the City Attorney plan, organize, coordinate, and direct all City legal activities, including those of City Attorney Department employees, outside legal service providers, investigators, and experts retained by the City.
Act as legal advisor, and render legal opinions and recommendations to the City Council, City Manager, City department directors and other employees, and members of other City bodies, as assigned.
On a relief basis as assigned represent the City Attorney on the City’s executive team lead by the City Manager and consisting of the Assistant City Manager, all department directors, and assigned City managers.
Help the City Attorney participate in the development and implementation of City goals, objectives, policies, initiatives, and other priorities, and formulate and identify innovative legal solutions and strategies to accomplish City goals objectives, policies, and initiatives.
CITY OF PETALUMA
CLASS SPECIFICATION
Date: 12/02/2013
Job Class: 08ACAT
EXHIBIT BDocuSign Envelope ID: CF1AE755-96B4-4B47-957E-2F7EC4D3CC29
Assistant City Attorney
Page 2 of 4
Attend City Council meetings and meetings of other City bodies, and represent the City in meetings of other government and private entities, as assigned. Prepare and/or review and make recommendations on ordinances, resolutions, rules, policies, pleadings, agreements, and other legal documents, as assigned. Prepare and/or review and make recommendations on City agreements and assist in agreement negotiations on behalf of the City and provide and maintain agreement tools as appropriate to assist the City Attorney in supervising the drawing of all City contracts, as assigned. Review and provide legal analysis and advice regarding defense and resolution of claims and lawsuits against the City, as assigned. Review and provide recommendations on bond and financing papers, insurance policies, and other documents affecting the City, including recommendations upon the validity and sufficiency of such documents, as assigned. Perform legal research and preparation of analysis, opinions, pleadings, correspondence and other legal documents, as assigned. Help the City Attorney coordinate legal activities with other City departments and divisions, outside agencies, and private parties, as assigned. In case of emergency serve as Emergency Operations Center staff on a relief basis for the City Attorney as assigned and participate in and support emergency operations planning and training activity as assigned. Provide legal training to City legislative body members and staff, as assigned. Track, analyze, and make recommendations on new legislative and case law developments affecting City programs, policies, objectives, and interests, as assigned. Respond to citizen complaints and requests for information, as assigned. Help the City Attorney prepare and administer the City Attorney Department budget. Represent the City at community events and at professional gatherings, as assigned. Help the City Attorney select, supervise, train, and evaluate assigned staff. Serve as the City Attorney on a relief basis, as assigned. Perform related duties as assigned. When Assigned to Litigation: Represent the City in lawsuits and administrative hearings and appear before courts and administrative and other bodies to represent the City’s interests, as assigned. Enforce City Charter and Municipal Code violations through prosecution of civil, criminal, and administrative cases, seek abatement of public nuisances, recover the cost of City litigation and damage to City property; assist in acquiring and condemning property for public purposes, as assigned. When Assigned to Advice: As assigned help the City Attorney provide legal advice and prepare and issue statements to members of news media and others concerning City activities, operations, and issues. Review and make recommendations on agendas and agenda items of the City Council and other
DocuSign Envelope ID: CF1AE755-96B4-4B47-957E-2F7EC4D3CC29
Assistant City Attorney
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City bodies regarding accomplishment of City objectives and compliance with applicable legal and regulatory requirements, as assigned. Advise and represent the City in labor and employment related matters including labor negotiations, disciplinary proceedings, and grievances, as assigned. Skills/Abilities: Assist in the planning, organization, and coordination of the City’s legal services. Interpret, apply, and follow legal principles and procedures. Apply legal knowledge and principles before courts and other bodies. Present statements of law, fact, and arguments clearly and logically. Conduct research on complex legal problems and prepare sound legal opinions. Properly interpret and make recommendations in accordance with laws, regulations, and policies. Analyze and prepare a wide variety of complex legal documents. Exercise sound, independent judgment consistent with City Attorney direction and general policy guidelines. Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of the work. Physical Demands and Work Environment: Employee is regularly required to sit at desk and in meetings for long periods of time; talk or hear, in person, in meetings and by telephone; use hands and fingers to handle, feel or operate standard office equipment; and reach with hands and arms. Intermittently, twist to reach equipment surrounding desk; walk to observe department activities; bend and squat to perform file searches; perform simple grasping and fine manipulation; use telephone and write or use a keyboard to communicate through written means; operate an automobile to attend meetings. While performing duties, the employee is regularly required to use written and oral communication skills; analyze legal principles; observe performance and evaluate staff; explain and interpret legal requirements, policies and procedures; interact with the City Council, City management and the public.
Qualifications Knowledge of: Organization, duties, powers, limitations and authority of City government and a City Attorney. Legal principles and practices, including civil, criminal, constitutional, and administrative law and procedure. Statutes, ordinances, and regulations affecting City operations. Laws and practices related to redevelopment and community development. Zoning laws, map amendments, and other land use related laws. Court decisions relating to municipal corporations.
DocuSign Envelope ID: CF1AE755-96B4-4B47-957E-2F7EC4D3CC29
Assistant City Attorney
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Judicial procedure and rules of evidence. Methods of legal research. Established precedents and sources of legal reference applicable to municipal activities. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. Education and Experience Any combination equivalent to the education and experience likely to provide the required knowledge and abilities would be qualifying. A typical way to gain such knowledge and abilities would be: Education: Equivalent to a Juris Doctor degree from an accredited law school. Experience: Three years of experience performing duties comparable to those of an assistant city attorney in the office of a city attorney, county counsel, special district counsel, or private law firm providing legal services to local government clients. Certifications/Licenses: Membership in the State Bar of California and admittance to practice before all State and Northern Federal Districts Courts in California. Possession of a valid California Class C driver’s license. Special Note: This classification is exempt from civil service as specified in the City Municipal Code and serves at the will of the City Manager on the recommendation and advice of the City Attorney.
Established: 12/02/2013
Resolution #: 2013-158 N.C.S.
Revised:
Department: City Attorney
FLSA Status: Exempt
DocuSign Envelope ID: CF1AE755-96B4-4B47-957E-2F7EC4D3CC29
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CITY OF PETALUMA
CLASS SPECIFICATION
Date: 06/30/06
Job Class: 08ACSM
Assistant City Manager
Summary Plan, organize, coordinate, and direct one or more major City functional areas; provide policy guidance and coordinate the activities of assigned departments, divisions, and services; foster cooperative working relationships with civic groups, inter-governmental agencies, and City staff.
Class Characteristics General administrative direction is provided by the City Manager; responsibilities include the direct and indirect supervision of management, supervisory, professional, technical, and/or support staff. This class has management responsibility for overall policy development, program planning, fiscal management, administration, and operation of departments and/or divisions within the broad functional areas assigned. Incumbents are responsible for accomplishing departmental goals and objectives and for furthering City goals and objectives within general policy guidelines.
Essential Duties, Skills, and Demands of the Position The duties, skills, and demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with a disability to perform the essential duties, skills, and demands. Duties: Plan, organize, coordinate, and direct, through department directors or division managers, the work of specified functional areas. Develop and direct the implementation of goals, objectives, policies, procedures, and work standards for the assigned departments. Work closely with the City Manager, City Council, other City departments, a variety of public and private organizations, and citizen groups in developing programs and implementing projects to solve problems related to area of assignment. Advise the City Manager and City Council on related issues and programs; prepare and recommend long-range plans for City services and programs; assist City Council agenda planning and report preparation and review. Develop specific proposals for action on current and future City needs. Recommend final interpretations of City regulations and various ordinances, codes, and applicable laws to ensure compliance. Assist in budget development; maintain budgetary control over expenditures; monitor and approve expense requests; analyze cost savings and recommend efficiency improvements; make recommendations on budget adjustment requests, service level, and other budget reductions. Represent the City and work closely with citizen boards and commissions and public and private officials to provide technical assistance, directly or through subordinate staff; prepare, assist, and/or respond to general public inquiries.
DocuSign Envelope ID: CF1AE755-96B4-4B47-957E-2F7EC4D3CC29
Assistant City Manager
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Coordinate the preparation of a wide variety of reports or presentations for City management or outside agencies. Monitor developments related to delegated service areas; evaluate the impact on City operations and implement policy and procedure improvements; oversee contractual agreements and special projects. Serve as the City Manager and/or Department Director on a relief basis or during times of vacancy. Participate in negotiations with the City's bargaining units. Coordinate with the Human Resources Department on various items, including personnel matters, efficiency and succession planning, and other department and City reorganizations. Perform related duties as assigned. Skills/Abilities: Plan, organize, administer, and coordinate a variety of City services and programs. Select, motivate, and evaluate staff and provide training and professional development. Develop and implement goals, objectives, policies, procedures, work standards, and internal controls. Analyze problems, identify alternative solutions, project consequences, and implement recommendations in support of goals. Prepare clear, concise, and accurate correspondence, policies and procedures, reports, and other written materials. Exercise sound, independent judgment within general policy guidelines. Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of the work. Physical Demands and Work Environment: Employee is regularly required to, sit at desk and in meetings for long periods of time; talk or hear, in person, in meetings and by telephone; use hands and fingers to handle, feel or operate standard office equipment; and reach with hands and arms. Intermittently, twist to reach equipment surrounding desk; walk to observe department activities; bend and squat to perform file searches; perform simple grasping and fine manipulation; use telephone and write or use a keyboard to communicate through written means; operate an automobile to attend various meetings and workshops. While performing duties, the employee is regularly required to use written and oral communication skills; analyze community service, budget and technical reports; interpret and evaluate staff reports; know laws, regulations and codes; observe performance and evaluate staff; problem solve community service issues; remember personnel rules, legal and code requirements; and explain and interpret codes, policies and procedures; interact with City management, other governmental officials, contractors, vendors, employees and the public.
Qualifications Knowledge of: Administrative principles and methods, including development of goals and objectives, program and budget development and implementation, work organization and delegation, and employee
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Assistant City Manager
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supervision. Principles and practices of leadership, motivation, team building, labor relations, and conflict resolution. Principles, practices, and program areas related to the organizational and service areas managed. Applicable legal guidelines and standards affecting the administration of a municipal government. Funding sources impacting program and service development. Social, political, and environmental issues influencing program administration. Principles and practices of contract administration and evaluation. Principles and practices of local government operations and organization, including operating protocols, City Council communications, and other standard operating procedures utilized in local government. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. Education and Experience Any combination equivalent to the education and experience likely to provide the required knowledge and abilities would be qualifying. A typical way to gain such knowledge and abilities would be: Education: A Bachelor’s degree with major course work in public administration, business administration, or a related field. A Master’s degree is desirable. Experience: Five years of progressively responsible administrative experience in municipal government, including management and supervision of work activities; substantial management, supervisory, or administrative experience in a municipal government or similar public agency setting. Experience working with citizen’s organizations is desirable. Certifications/Licenses: Possession of a valid California Class C driver’s license.
Established: 03/90
Resolution #:
Revised: 06/30/06;
Department: City Manager
FLSA Status: Exempt
DocuSign Envelope ID: CF1AE755-96B4-4B47-957E-2F7EC4D3CC29
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CITY OF PETALUMA
CLASS SPECIFICATION
Date: 08/05/2019
Job Class: 08DEDG
Director of Economic Development and Open Government
Summary Plan, organize, coordinate, direct, and oversee the Economic Development and Open Government Department including technology operations and infrastructure, data and information, service design, community engagement, and economic development activities, functions, programs, and projects; improve both the customer and employee experience of government through digital modernization and community engagement, providing tools and approaches to improve service delivery and the experience of government and encouraging economic prosperity in Petaluma; provide expert professional assistance to City management staff on economic development, community engagement, and technology matters. Class Characteristics
Administrative direction is provided by the City Manager; responsibilities include the direct and
indirect supervision of management, technical, and support services personnel. Essential Duties, Skills, and Demands of the Position The duties, skills, and demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with a disability to perform the essential duties, skills, and demands. Duties: Develop and direct the implementation of goals, objectives, policies, procedures, and work standards for the Economic Development and Open Government Department including technology operations and infrastructure, data and information, service design, community engagement, and economic development. Provide leadership to the City Council, City Manager and Directors on alignment of technology with City initiatives, policy, and strategic objectives. Prepare and assist with the development of strategic plans related to the City’s information services, economic development and community engagement functions. Develop and implement organizational policies and procedures regarding appropriate usage of technology and communications within the organization. Direct the priorities, work program, people and resource allocation within the department including hiring, staff development, training, terminations, and performance appraisals. Formulate, recommend, and administer policies and procedures governing the operation of the department. Establish long-range goals and implementation plans for services provided by the department. Plan, prepare and administers the department budget. Ensure the coordination of the department’s effort with the needs of the organization. Perform related duties as assigned.
DocuSign Envelope ID: CF1AE755-96B4-4B47-957E-2F7EC4D3CC29
Director of Economic Development and Open Government
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Economic Development Develop and implement initiatives to support entrepreneur success and local business expansion and retention. Establish and maintain outreach, communication and cooperative relationships with business leaders, potential developers, organizations, private, public and non-profit agencies, educational institutions, business and community groups, and the public to promote and coordinate economic vitality and innovation. Coordinate with existing local and regional partners to develop and implement a tourism and marketing program; plan and implement strategies and programs to encourage business growth, development, and investment while improving the quality and mix of uses throughout the City, particularly within downtown Petaluma, at opportunity sites, and along major arterial corridors. Negotiate with developers, land use attorneys, and financiers to facilitate and expedite economic development projects and real property land use, including coordination of complex real estate and land development agreements. Conduct research and provide information services on matters of economic health, property tax issues, and economic and real estate trends. Serve as liaison with the Chamber of Commerce, Downtown Association, Business Improvement District and the Tourism Improvement District. Community Engagement Serve as communications advisor to the City’s leadership team. Mentor city leadership and staff to streamline and improve customer satisfaction with City processes. Mentor leadership staff to cultivate and enhance meaningful relationships with residents, businesses, the media and key influencers within the community. Oversee a decentralized communications team to support the development execution of a citywide communications strategy. Technology Direct, develop, and implement interdepartmental technology governance, planning, and coordination activities to accomplish specific City-wide objectives. Develop digital strategy and oversee digital initiatives, which use technology to create accessible, transparent, and effective interaction between government and stakeholders. Initiate and develops internal and external partnerships to leverage City technology investments. Provide direction oversight and direction on mission critical City-wide technology initiatives. Skills/Abilities: Plan, manage, and direct the administration and operations of the Economic Development and Open Government Department. Prepare and administer the department budget. Develop and implement department policies and procedures. Supervise, train, and evaluate assigned personnel.
DocuSign Envelope ID: CF1AE755-96B4-4B47-957E-2F7EC4D3CC29
Director of Economic Development and Open Government
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Develop and implement goals, objectives, policies, procedures, work standards, and internal controls. Establish and maintain a working environment conducive to positive morale, individual style, quality, creativity, and teamwork. Identify challenges and emerging issues faced by the organization. Work with leadership team and staff to recognize internal and external communications opportunities and solutions and define and execute appropriate strategies to support them. Position the City to effectively respond to the rapidly changing technological environment. Interpret and apply federal, state and local policies, laws, rules, and regulations. Accurately interpret and apply laws, ordinances, regulations, maps, plans, and development documents. Promote a culture of high performance and continuous improvement that values learning and a commitment to quality. Facilitate teams and lead decision-making processes in a collaborative environment. Lead interdepartmental committees and work programs. Explain technical concepts and processes in an understandable manner to end users. Conduct economic research and prepare complex analytical reports. Negotiate complex, high value projects. Understand the City’s political environment and sensitivities and function effectively within that environment. Operate a variety of office equipment including computers and associated word processing and spreadsheet applications. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of the work. Physical Demands and Work Environment: Employee is regularly required to, sit at desk and in meetings for long periods of time; talk or hear, in person, in meetings and by telephone; use hands and fingers to handle, feel or operate standard office equipment; and reach with hands and arms. Intermittently, twist to reach equipment surrounding desk; walk to observe department activities; bend and squat to perform file searches; perform simple grasping and fine manipulation; use telephone and write or use a keyboard to communicate through written means; operate an automobile to attend various meetings and workshops. While performing duties, the employee is regularly required to use written and oral communication skills; analyze community service, budget and technical reports; interpret and evaluate staff reports; know laws, regulations and codes; observe performance and evaluate staff; problem solve community service issues; remember personnel rules, legal and code requirements; and explain and interpret codes, policies and procedures; interact with City management, other governmental officials, contractors, vendors, employees and the public.
DocuSign Envelope ID: CF1AE755-96B4-4B47-957E-2F7EC4D3CC29
Director of Economic Development and Open Government
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Qualifications Knowledge of: Strategic planning, systems, and project management. Information technology service delivery procurement and emerging trends. Communications, marketing, social media messaging and strategy. Principles and practices of community engagement, public relations, and public information. Principles and practices of change management. Principles and practices of economic development. Principles and practices of local planning and development, planning zoning, design and subdivision law, theory, and applications. Real estate finance including funding sources and methods of negotiation. Methods for monitoring, analyzing and evaluating programs. Business process improvements. Principles of performance management. Principles of supervision, training, and performance evaluation. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. Education and Experience Any combination equivalent to the education and experience likely to provide the required knowledge and abilities would be qualifying. A typical way to gain such knowledge and abilities would be: Education: A Bachelor’s degree with major coursework in economics, computer science, public administration, business administration, public policy, marketing/communications, regional land-use planning, urban planning, or a related field. A Master’s degree is highly desirable.
Experience: Five years of progressively responsible professional experience in economic and business development including three years in a supervisory capacity. Public sector experience is desirable. Certifications/Licenses: Possession of a valid California Class C driver’s license.
Established: 08/05/2019
Resolution #: 2019-137 N.C.S.
Revised:
Department: Economic Development and Open Government
FLSA Status: Exempt
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CITY OF PETALUMA
CLASS SPECIFICATION
Date: 03/16/09
Job Class: 08DIFI
Director of Finance
Summary Direct, manage, and oversee the activities and operations of the Finance Department, including financial reporting, accounting, payroll, budget preparation, treasury function, debt administration, revenue management, utility billing, business licensing, and purchasing; advise the City Manager and City Council on financial matters; coordinate assigned activities with other departments and outside agencies; serve as the City Treasurer and City Auditor; provide highly responsible and complex administrative support to the City Manager.
Class Characteristics General administrative direction is provided by the City Manager; responsibilities include the direct and indirect supervision of management, supervisory, professional, technical, and/or support staff.
Essential Duties, Skills, and Demands of the Position The duties, skills, and demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with a disability to perform the essential duties, skills, and demands. Duties: Direct, manage, and oversee all Finance Department services and activities, including financial reporting, accounting, payroll, budget preparation, treasury function, debt administration, revenue management, utility billing, business licensing, and purchasing. Develop, plan, and implement department goals, objectives, policies, procedures, and priorities; oversee short and long term planning Manage and participate in the development and administration of the City budget, Capital Improvement budget, and Finance Department budget; direct the monitoring of and approve expenditures; direct the preparing of and implement budgetary adjustments as necessary. Oversee the annual fiscal year audit and participate in the review of the results of the annual audit with external auditors. Monitor and evaluate the efficiency and effectiveness of financial methods and procedures and administrative and support systems; identify opportunities for improvement; direct the implementation of changes. Coordinate Finance Department activities with those of other departments and outside agencies and organizations. Provide administrative assistance to the City Manager and City Council; prepare and present reports to the City Council and various committees and commissions regarding City financial matters. Serve as the City Treasurer pursuant to local ordinances and charter; serve as the City’s budget officer, City Auditor, and financial advisor overseeing financial forecasting, investment management, and related financial activities.
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Participate in the issuance of debt; ensure timely and accurate debt services payments. Prepare financial statements in accordance with generally accepted accounting standards. Direct, oversee, and participate in the development of the Finance Department work plan; assign work activities, projects, and programs; monitor work flow; review and evaluate work products, methods, and procedures. Select, train, motivate, and evaluate personnel; provide or coordinate staff training; conduct performance evaluations; implement discipline procedures; maintain discipline and high standards necessary for the efficient and professional operation of the Department. Represent the department to outside groups and organizations; participate in outside community and professional groups and committees providing technical assistance as necessary. Conduct organizational and operational studies; recommend modifications to finance programs, policies, and procedures as appropriate. Direct the negotiation and execution of a variety of contracts and agreements. Perform related duties as assigned. Skills/Abilities: Direct, manage, and oversee the administration and operations of the Finance Department. Prepare and administer department budget. Develop and implement department goals, objectives, policies, procedures, work-standards, and internal controls. Plan, organize, direct, and coordinate the work of staff. Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals. Identify and respond to public, City Council, commission, and committee issues and concerns. Interpret, explain, and apply the federal, state, local, City, and department policies, procedures, laws, rules, and regulations pertaining to finance programs and functions. Supervise, train, and evaluate assigned staff. Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of the work. Physical Demands and Work Environment: An employee is regularly required to, sit at desk and in meetings for long periods of time; talk or hear, in person, in meetings and by telephone; use hands and fingers to handle, feel or operate standard office equipment; and reach with hands and arms. Intermittently, twist to reach equipment surrounding desk; walk to observe department activities; bend and squat to perform file searches; perform simple grasping and fine manipulation; use telephone and write or use a keyboard to communicate through written means; operate an automobile to attend various meetings and workshops. While performing duties, the employee is regularly required to use written and oral
DocuSign Envelope ID: CF1AE755-96B4-4B47-957E-2F7EC4D3CC29
Director of Finance
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communication skills; analyze community service, budget and technical reports; interpret and evaluate staff reports; know laws, regulations and codes; observe performance and evaluate staff; problem solve community service issues; remember personnel rules, legal and code requirements; and explain and interpret codes, policies and procedures; interact with City management, other governmental officials, contractors, vendors, employees and the public.
Qualifications Knowledge of: Advanced principles and practices of municipal finance management and administration. Federal, state, and local regulatory requirements, including applicable laws, codes, ordinances, regulations, and guidelines. Organizational and management practices as applied to the analysis and evaluation of finance programs, policies, and operational needs. Principles and practices of budget preparation and administration. Principles and practices of accounting, financial reporting, auditing, and bond financing. Information sources and research techniques in the fields of public administration, financial planning, accounting, annual budget, capital budget, and annual audit policy and procedures. Principles and practices of leadership, motivation, team building, and conflict resolution. Principles and practices of supervision, training, and performance evaluation. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. Education and Experience Any combination equivalent to the education and experience likely to provide the required knowledge and abilities would be qualifying. A typical way to gain such knowledge and abilities would be: Education: A Bachelor's degree with major course work in public administration, business administration, finance, accounting, or a related field. A Master’s degree with major course work in a related field is desirable. Experience: Five years of progressively responsible, professional public sector experience in municipal finance management or municipal administration, including three years in a supervisory capacity. Certifications/Licenses: Possession of a valid California Class C driver’s license.
Established: 03/16/09
Resolution #: 2009-031 N.C.S.
Revised:
Department: Finance
FLSA Status: Exempt
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CITY OF PETALUMA
CLASS SPECIFICATION
Date: 03/90
Job Class: 08CIFC
Fire Chief
Summary
Direct, manage, and oversee the activities and operations of the Fire Department relating to
emergency services and disaster planning, including fire prevention, fire suppression, ambulance
and paramedic functions, and building and safety activities; coordinate assigned activities with
other departments and outside agencies; provide expert professional assistance to City
management staff in areas of expertise; foster cooperative working relationships with citizen
groups and other agencies on fire and emergency services matters; provide highly responsible
and complex administrative support to the City Manager.
Class Characteristics
General administrative direction is provided by the City Manager; responsibilities include the
direct and indirect supervision of management, supervisory, technical, and/or support staff.
This class is a department director with responsibility for overall policy development, program
planning, fiscal management, general administrative and operational direction of divisions within
the functional areas assigned. Assignments allow for a high degree of administrative
independence in the execution. The incumbent is responsible for accomplishing departmental
goals and objectives and for furthering City goals and objectives within general policy
guidelines.
Essential Duties, Skills, and Demands of the Position
The duties, skills, and demands described here are representative of those that must be met by an
employee to successfully perform the essential functions of this job. Reasonable accommodations
may be made to enable individuals with a disability to perform the essential duties, skills, and
demands.
Duties:
Direct, manage, and oversee all Fire Department services and activities, including fire prevention
and inspection, fire suppression, ambulance/paramedic services, building and safety, and
administrative services.
Develop, plan, and implement department goals, objectives, policies, procedures, priorities, and
work standards; oversee short and long term planning, including preparing and recommending
long-range plans for City fire, ambulance and paramedic services, and building and safety
programs.
Manage and participate in the development and administration of the Fire Department budget;
direct the forecast of additional funds needed for staffing, equipment, materials, and supplies;
direct the monitoring of and approve expenditures; direct the preparing of and implement
budgetary adjustments as necessary.
Coordinate Fire Department activities with those of other departments and outside agencies and
organizations.
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Provide administrative assistance to the City Manager and City Council; prepare and present
reports and other necessary correspondence.
Contain, control, and decontaminate hazardous materials spills.
Work closely with the City Manager, the City Council, other city departments, a variety of public
and private organizations, and citizen groups in developing programs and implementing projects
to solve fire service problems; advise the City Manager and others on fire and emergency
services and disaster planning issues and programs.
Develop specific proposals for action on current and future City emergency service needs; make
final interpretations of City fire and building regulations and ordinances, codes, and applicable
laws to ensure compliance and consistency of application.
Direct, oversee, and participate in the development of the Fire Department work plan; assign
work activities, projects, and programs; monitor work flow; review and evaluate work products,
methods, and procedures.
Direct the selection, supervision, and performance evaluation of department personnel; direct the
development of management systems, procedures, and standards for program evaluation; provide
or coordinate staff development and supervisory training programs; conduct performance
evaluations; implement discipline procedures; maintain discipline and high standards necessary
for the efficient and professional operation of the Department.
Act as Disaster Control Coordinator; monitor developments related to service matters, evaluate
the impact on City operations, and implement policy and procedure improvements.
Represent the City and department to outside groups and organizations; participate in outside
community and professional groups and committees providing technical assistance as necessary.
Research and prepare technical and administrative reports and studies; prepare written
correspondence.
Build and maintain positive working relationships with co-workers, other City employees, and
the public using principles of good customer service.
Perform related duties as assigned.
Skills/Abilities:
Direct, manage, and oversee the administration and operations of the Fire Department.
Prepare and administer department budget.
Plan, organize, direct, and coordinate the work of staff.
Select, motivate, and evaluate assigned staff and provide training and professional development.
Develop and implement department goals, objectives, policies, procedures, work standards, and
internal controls.
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Gain cooperation through discussion and persuasion.
Analyze problems, identify alternative solutions, project consequences of proposed actions, and
implement recommendations in support of goals.
Interpret, explain, and apply the federal, state, local, City, and department policies, procedures,
laws, rules, and regulations; develop recommendations for human resources rules and policies.
Prepare clear and concise reports, correspondence, and other written materials.
Exercise sound independent judgment within general policy and administrative guidelines.
Operate office equipment including computers and supporting word processing, spreadsheet, and
database applications.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of the
work.
Physical Demands and Work Environment:
Employee is regularly required to, sit at desk and in meetings for long periods of time; talk or
hear, in person, in meetings and by telephone; use hands and fingers to handle, feel or operate
standard office equipment; and reach with hands and arms. Intermittently, twist to reach
equipment surrounding desk; walk to observe department activities; bend and squat to perform
file searches; perform simple grasping and fine manipulation; use telephone and write or use a
keyboard to communicate through written means; While performing duties, the employee is
regularly required to use written and oral communication skills; analyze community service,
budget and technical reports; interpret and evaluate staff reports; know laws, regulations and
codes; observe performance and evaluate staff; problem solve community service issues;
remember personnel rules, legal and code requirements; and explain and interpret codes, policies
and procedures; interact with City management, other governmental officials, contractors,
vendors, employees and the public.
Qualifications
Knowledge of:
Administrative principles and methods, including goals and objectives development, program
development and implementation, and work organization and delegation.
Advanced principles and practices of municipal fire, building, and safety administration,
including suppression, prevention, inspection, and damage control.
Federal, state, local, and department regulatory requirements, including applicable laws, codes,
ordinances, regulations, and guidelines affecting fire administration.
Principles and practices of leadership, motivation, team building, and conflict resolution.
Principles and practices of provision of ambulance and paramedic services in a municipal setting.
Principles and practices of budget preparation and administration.
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Principles and practices of supervision, training and performance evaluation.
Principles and practices of customer service.
Office procedures, methods, and equipment including computers and applicable software
applications such as word processing, spreadsheets, and databases.
Education and Experience
Any combination equivalent to the education and experience likely to provide the required
knowledge and abilities would be qualifying. A typical way to gain such knowledge and abilities
would be:
Education:
A Bachelor’s degree from an accredited college or university with major course work in fire
science, public administration, or a related field.
Experience:
Two years experience equivalent to the rank of Fire Battalion Chief.
Certifications/Licenses:
Possession of a valid California Class C driver’s license.
State Fire Officer Certification is highly desirable.
Established: 03/90
Resolution #: 90-147 N.C.S.
Reformatted: 06/30/06
Revised:
Department: Fire
FLSA Status: Exempt
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CITY OF PETALUMA
CLASS SPECIFICATION
Date: 03/90
Job Class: 08CIPC
Police Chief
Summary
Plan, organize, direct, and coordinate the City's comprehensive police services and law
enforcement program; provide expert professional assistance to City management staff in areas
of expertise; foster cooperative working relationships with citizen groups and other agencies on
police matters through proactive community engagement and community policing strategies.
Class Characteristics
General direction is provided by the City Manager; responsibilities include the direct and indirect
supervision of management, technical, and support services personnel.
This class has department level responsibility for policy development, program planning, fiscal
management, administration, and operation of the divisions of the Police Department. The
incumbent is responsible for accomplishing both departmental objectives and for furthering
public safety and City goals and objectives within general policy guidelines. Assignments allow
for a high degree of administrative independence in their execution. The incumbent is
responsible for public trust and legitimacy, policy and oversight, technology and social media,
community policing and crime reduction, training and education, and employee wellness and
safety.
Essential Duties, Skills, and Demands of the Position The duties, skills, and demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with a disability to perform the essential duties, skills, and demands. Duties:
Plan, organize, coordinate, and direct, through subordinate staff, all City police functions
including patrol, law enforcement, investigation, police communications, and community and
administrative services; develop and direct the implementation of goals, objectives, policies,
procedures, and work standards for the department.
Work closely with the City Manager, the City Council, other City departments, a variety of
public and private organizations, and citizen groups in developing programs and implementing
projects to solve police service problems; prepare and recommend long-range plans for City
police service programs; develop specific proposals for action on current and future City needs.
Supervise, direct, and assist with investigations involving major crimes, accidents, or other
unusual incidents.
Direct the preparation and administration of the annual budget for the department.
Represent the City and Police Department and work closely with citizen groups and public and
private officials to provide technical assistance, directly or through subordinate staff.
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Police Chief
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Coordinate the preparation of a wide variety of reports or presentations for City management or
outside agencies.
Direct the selection, supervision, and work evaluation of department personnel; provide for staff
development and supervisory training programs; direct the development of management systems,
procedures, and standards for program evaluation.
Monitor developments related to police service matters, evaluate his/her impact on City
operations, and implement policy and procedure improvements. Perform related duties as assigned. Skills/Abilities:
Plan, organize, administer, coordinate, and evaluate a comprehensive police services program.
Select, motivate, and evaluate staff and provide for training and professional development.
Develop and implement goals, objectives, policies, procedures, work standards, and internal
controls.
Analyze complex technical and administrative police services problems, evaluate alternative
solutions, and adopt effective courses of action.
Prepare clear and concise reports, correspondence, and other written materials.
Exercise sound independent judgment within general policy and administrative guidelines. Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of the work. Physical Demands and Work Environment: Employee is regularly required to, sit at desk and in meetings for long periods of time; talk or hear, in person, in meetings and by telephone; use hands and fingers to handle, feel or operate standard office equipment; and reach with hands and arms. Intermittently, twist to reach equipment surrounding desk; walk to observe department activities; bend and squat to perform file searches; perform simple grasping and fine manipulation; use telephone and write or use a keyboard to communicate through written means; operate an automobile to attend various meetings and workshops. While performing duties, the employee is regularly required to use written and oral communication skills; analyze community service, budget and technical reports; interpret and evaluate staff reports; know laws, regulations and codes; observe performance and evaluate staff; problem solve community service issues; remember personnel rules, legal and code requirements; and explain and interpret codes, policies and procedures; interact with City management, other governmental officials, contractors, vendors, employees and the public.
Qualifications Knowledge of:
Administrative principles and methods, including goals and objectives development, program
development and implementation, work organization, and delegation and employee supervision.
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Principles and practices of law enforcement, investigation, patrol, community services, and
related police services.
Criminal law, codes, ordinances, and court interpretations including rights of citizens,
apprehension, arrest, search and seizure, and rules of evidence.
Principles and practices of budget development and administration.
Local government organizations and functions as related to public safety.
Use and care of firearms. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. Education and Experience Any combination equivalent to the education and experience likely to provide the required knowledge and abilities would be qualifying. A typical way to gain such knowledge and abilities would be: Education:
A Bachelor's degree from an accredited college or university with major course work in
criminology, law enforcement leadership, social science, public administration, management, or
a related field. A Master’s degree and/or completion of the Federal Bureau of Investigation (FBI)
National Academy is highly desirable. Experience:
Four years of supervisory experience at or above the rank of Police Lieutenant. Prior experience
as Deputy Police Chief or second in command is highly desirable. Certifications/Licenses:
Possession of a valid California Class C driver’s license.
Possession of P.O.S.T. advanced and management certificates are highly desirable.
Established: 03/90
Resolution #: 90-147 N.C.S.
Reformatted: 06/30/06;
Department: Police
FLSA Status: Exempt
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COMPENSATION PLAN
between
CITY OF PETALUMA
and
DEPARTMENT DIRECTORS
May 1, 2021 THROUGH June 30, 2023
UNIT 8
Exhibit A
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TABLE OF CONTENTS
SECTION 1 – TERM OF COMPENSATION PLAN………………………………………………....1
SECTION 2 – SALARIES……………………………………………………………………….……...1
2.1 Salaries
2.2 Salaries - Emergency Operation Center
SECTION 3 – SPECIAL COMPENSATION – UNIFORM ALLOWANCE……………………….2
SECTION 4 – HOLIDAYS…………………………………………………………...…………………2
4.1 Holidays – Fixed Holidays
4.2 Holidays – Personal Leave (formerly Floating Holiday)
SECTION 5 – VACATION………………………………………………………………………...……3
5.1 Vacation – Accrual Rate and Maximum Accrual Limits
5.2 Vacation – Scheduling
5.3 Vacation – Adjustment for Holidays
5.4 Vacation – Payment at Separation
5.5 Vacation – Payout
SECTION 6 – LEAVES – ADMINISTRATIVE LEAVE …………………………………………….4
6.1 Administrative Leave - Annual Credit of Leave
6.2 Administrative Leave - Carry Forward of Leave
6.3 Administrative Leave - Pro-Ration of Leave Hours
6.4 Administrative Leave - Annual Payment for Unused Leave
6.5 Administrative Leave - Payment at Separation
SECTION 7 – LEAVES – SICK LEAVE………………………………………………………………5
7.1 Sick Leave – Eligibility
7.2 Sick Leave – Accrual
7.3 Sick Leave – Transfer
7.4 Sick Leave – Retirement Payout
7.5 Sick Leave - Conversion
SECTION 8 – LEAVES – INDUSTRIAL INJURY LEAVE…………………………………………6
SECTION 9 – LEAVES – BEREAVEMENT LEAVE………………………………………………..6
SECTION 10 – LEAVES – VICTIMS OF DOMESTIC VIOLENCE……………………………….7
AND SEXUAL ASSAULT LEAVE
SECTION 11 – LEAVES – MILITARY LEAVE……………………………………………………...7
SECTION 12 – LEAVES – ELECTION OFFICER LEAVE AND VOTING LEAVE …………….7
SECTION 13 – LEAVES – SCHOOL VISITATION LEAVE……………………………………….7
SECTION 14 – LEAVES – LEAVE OF ABSENCE WITHOUT PAY………………………………7
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TABLE OF CONTENTS
SECTION 15 – LEAVES – JURY DUTY LEAVE…………………………………………………….8
SECTION 16 – FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA)…………………….8
16.1 FMLA and/or CFRA Leave
16.2 FMLA and/or CFRA – Second Opinion
SECTION 17 – LEAVES – PREGNANCY DISABILITY LEAVE……………………………….….8
SECTION 18 – DISCRIMINATION, HARASSMENT & RETALIATION PROHIBITED………8
SECTION 19 – REASONABLE ACCOMMODATION……………………………………………...8
SECTION 20 – CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM……………...9
SECTION 21 – HEALTH BENEFITS – ACTIVE EMPLOYEES…………………………………..11
21.1 Active Employees – PEMHCA Contribution
21.2 Additional Contribution – Effective January 1, 2021
21.3 Additional Contribution – Effective January 1, 2022
21.4 Additional Contribution – Effective January 1, 2023
21.5 Employee Contribution
SECTION 22 – HEALTH BENEFITS – RETIRED EMPLOYEES………………………………12
22.1 Retired Employees – CalPERS and PEMHCA
22.2 “Unequal Contribution” Method for Health Care Premium Payments for Retirees
22.3 CalPERS Annuitant – PEMHCA Health Benefits
22.4 Less Than 12 Years of Service – Not Receiving PEMHCA Health Benefits
22.5 Less Than 12 Years of Service – Receiving PEMHCA Health Benefits
22.6 12-19 Years of Service – Not Receiving PEMHCA Health Benefits
22.7 12-19 Years of Service – Receiving PEMHCA Health Benefits
22.8 20 Years or More of Service – Not Receiving PEMHCA Health Benefits
22.9 20 Years or More of Service – Receiving PEMHCA Health Benefits
SECTION 23 – CASH IN-LIEU OF HEALTH AND DENTAL BENEFITS………………………14
23.1 Cash In-lieu
23.2 Employees Hired Before June 1, 2017
23.3 All Employees Hired On or After June 1, 2017
SECTION 24 – SECTION 125 PLAN…………………………………………………………………15
SECTION 25 – DENTAL INSURANCE……………………………………………………………...15
SECTION 26 – VISION INSURANCE…………………………………………………………….….16
SECTION 27 – LIFE INSURANCE…………………………………………………………………..16
SECTION 28 – EMPLOYEE ASSISTANCE PROGRAM………………………………………….16
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TABLE OF CONTENTS
SECTION 29 – DISABILITY INSURANCE…………………………………………………………16
SECTION 30 – DEFERRED COMPENSATION ……………………………………………………16
30.1 Deferred Compensation Plan – 457 Plan
30.2 Deferred Compensation Plan – Discretionary Plan - 401 (A) SECTION 31 – AUTOMOBILE ALLOWANCE ……………………………………………………16
EXHIBIT A – SALARY TABLE…………………………………………………………...…………17
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2021-2023 City of Petaluma / Unit 8 Compensation Plan 1
SECTION 1 - TERM OF COMPENSATION PLAN
This Compensation Plan shall be effective commencing May 1, 2021 and ending June 30, 2023.
SECTION 2 – SALARIES
2.1 Salaries
Salary Ranges shall be as specified in Exhibit “A.”
(A) Cost of Living Increases
Effective the first full pay period following July 1, 2021, all unit employees shall receive a
two percent (2.0%) base wage increase.
The City Manager is authorized in his/her discretion to amend and/or reissue the Unit 8
Compensation Plan to provide up to an additional two percent (2.0%) base wage increase
for all Unit 8 positions to be effective no sooner than the first full pay period following July
1, 2022.
(B) Market-Based Equity Adjustments
Effective the first full pay period following July 1, 2021, the City shall increase the base
pay for each classification with a total compensation of below market median based on the
Ralph Andersen and Associates’ Total Compensation Survey (“Survey”). These changes
are reflected in the Salary Table Attached as Exhibit “A.”
In addition, each non-surveyed classification which is tied to a benchmark classification
will receive a base wage increase sufficient to maintain the differential recommended by
Ralph Andersen and Associates in the document entitled “Salary Benchmarks and
Alignments.” These changes are also reflected in the Salary Tables Attached as Exhibit
“A.”
Market based equity adjustments are independent of the cost-of-living adjustment
(“COLA”) but will be implemented in an additive (non-compounded) fashion. For example,
if a classification is scheduled to receive a 9.7% market equity adjustment and a 2.0%
COLA, the classification will receive a total increase of 11.7%.
(C) Y-Rating
Any classification determined to be more than 5% over market median (“Market Median
plus 5%”) based on the Salary Benchmarks and Alignments document will be Y-Rated until
it has foregone COLA’s equivalent to its position above Market Median plus 5%. In this
context, Y-Rating shall mean that the classification will have its COLA’s reduced by 1% of
salary until it has foregone COLA’s equivalent to its position above Market Median plus
5%.
[Example A: Classification A is a benchmark classification found to be 7% above Market
Median, which means it is 2% over Market Median plus 5%. Classification A will have its
COLA’s reduced by 1% per year for a period of 2 years. Under the Compensation Plan,
COLA’s for each of the next 2 years would have been 2% per year. Therefore,
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Classification A will receive a 1% COLA in Year 1 (2% minus 1%) and a 1% COLA in
Year 2 (2% minus 1%).]
[Example B: Classification B is a benchmark classification found to be 6.7% above Market
Median, which means it is 1.7% over Market Median plus 5%. Classification B will have its
COLA’s reduced by 1% in Year 1 and 0.7% in Year 2. Under the Compensation Plan,
COLA’s for each of the next 2 years would have been 2% per year. Therefore,
Classification B will receive a 1% COLA in Year 1 (2% minus 1%) and a 1.3% COLA in
Year 2 (2% minus 0.7%).]
2.2 Salaries – Emergency Operation Center
Employees of Unit 8 who are required to work when called to an activated Emergency
Operation Center (EOC) local emergency shall be paid at their regular hourly rate for all
hours beyond their normal workday.
SECTION 3 – SPECIAL COMPENSATION – UNIFORM ALLOWANCE
The classifications of Police Chief and Fire Chief shall receive one thousand five hundred dollars
($1500.00) per year as a Uniform Allowance. This amount shall be paid in December.
SECTION 4 – HOLIDAYS
4.1 Holidays – Fixed Holidays
The City shall observe twelve (12) fixed-date holidays. These holidays shall be established
for the City's fiscal year as determined by City Council resolution.
The holidays for fiscal years 21/22 and 22/23 are as follows:
Memorial Day
Independence Day
Labor Day
Veterans’ Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
New Year’s Day
Martin Luther King Day
Presidents’ Day
Cesar Chavez Day
Observance: The actual date of the observed holidays is determined by City Council resolution
each fiscal year. If participating in a 5/8 schedule, when a holiday falls on a Saturday, that
holiday will be observed on the prior Friday. When a holiday falls on a Sunday, that holiday will
be observed on the following Monday. Should this conflict with a Friday or Monday designated
holiday, the Friday or Monday holiday will occur on the preceding Thursday or following
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Tuesday. If participating in a 4/10 schedule, when a holiday falls on a Friday or Saturday, that
holiday will be observed on Thursday. When a holiday falls on a Sunday, that holiday will be
observed on the following Monday. Should this conflict with a Friday or Monday designated
holiday, the Friday or Monday holiday will occur on the preceding Wednesday or following
Tuesday.
Observance by an employee of a designated religious event may be granted, if practical, with at
least seven (7) days prior approval required for such leave, under the following methods:
(A) Time charged to accrued vacation allowance; or
(B) Time off without pay.
Fixed holidays currently provided for in the Compensation Plan will be based on the employee’s
regular work shift. For example, if an employee works a 4/10 schedule, s/he shall receive ten
(10) hours of pay for the holiday. If an employee works a 9/80 schedule, s/he shall receive nine
(9) hours of pay for the holiday, or eight (8) hours pay if the holiday falls on their regularly
scheduled eight (8) hour workday as part of their 9/80 schedule. If an employee works a 5/8
schedule (five days/week, eight hours/day), s/he shall receive eight (8) hours of pay for the
holiday. The same shall be true for any employee whose regular work week is fewer than forty
(40) hours per week, except that no such employee shall receive more than eight (8) hours of
pay for the holiday.
4.2 Holidays – Personal Leave (formerly Floating Holiday)
During the fiscal year the City will authorize eight (8) hours of Personal Leave per employee,
which may be taken by the employee at a time selected by the employee, subject to operational
requirements and approval determined by the City. Employees hired between July 1 and
December 31, will be eligible for Personal Leave during the course of the fiscal year.
Personal Leave is limited to eight (8) hours and may not be carried over to the next fiscal year.
SECTION 5 – VACATION
Years of Service Vacation Accrual (hrs) Accrual Limit (hrs)
0-4 80 240
5-9 120 360
10 128 384
11 136 408
12 144 432
13 152 456
14 160 480
15 168 504
16 176 528
17 184 552
18 192 576
19 or greater 200 600
5.1 Vacation – Accrual Rate and Maximum Accrual Limits
Employees shall accrue vacation hours at the rate specified in the above table. The City
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Manager may at his/her discretion set an annual vacation accrual rate for an employee above
the accrual rate in the table in section 5.
Vacation time shall not be accumulated in excess of three (3) years or three times an
employee’s annual vacation accrual as indicated in the vacation chart above.
5.2 Vacation – Scheduling
The times during a calendar year in which an employee may take his/her vacation shall be
determined by the City Manager with due respect for the wishes of the employee and
particular regard for the needs of the service. If the requirements of the service are such that
an employee cannot take part or all of his/her annual vacation in a particular calendar year,
such vacation shall be taken during the following calendar year.
5.3 Vacation - Adjustment for Holidays
Employees who are granted time off for scheduled holidays shall not have such holidays
charged as vacation leave when the vacation leave and holiday(s) coincide.
5.4 Vacation – Payment at Separation
Employees who separate City employment shall be paid for all accrued unused vacation
leave earned prior to the effective date of separation.
5.5 Vacation – Payout
During the month of December of each year, each employee who has at least one hundred and
twenty (120) hours of accrued but unused vacation may make an irrevocable election to cash
out up to forty (40) hours of vacation in the following calendar year. Vacation payouts under
this section will be made in October of the tax year following the election. The employee must
have a minimum balance of forty (40) hours after the cash out of vacation. If the employee’s
requested amount does not leave a minimum forty (40) hours of vacation remaining at the time
of cash out, the employee’s requested vacation cash out will be reduced to allow the remaining
minimum balance to be maintained.
SECTION 6 – LEAVES – ADMINISTRATIVE LEAVE
6.1 Administrative Leave – Annual Credit of Leave
Employees shall be credited with eighty (80) hours of administrative leave each fiscal year.
6.2 Administrative Leave – Carry Forward of Leave
Employees may carry forward up to forty (40) hours of unused administrative leave into the
next fiscal year. Employees shall not maintain balances of more than one hundred and
twenty (120) hours.
6.3 Administrative Leave - Pro-Ration of Leave Hours
Employees hired or appointed after July 1 shall be credited with a pro-rated amount of
administrative leave based upon hire or appointment date through June 30.
6.4 Administrative Leave – Annual Payment for Unused Leave
Employees shall receive payment for up to twenty (20) hours of unused administrative leave
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at the end of the fiscal year. Payment shall be at the employee’s base pay rate as of June 30.
Payment shall be made on the last pay period of the fiscal year.
6.5 Administrative Leave - Payment at Separation
Employees who separate employment shall receive payment of up to forty (40) hours of
unused administrative leave. Payment shall be at the base pay rate at the time of separation.
SECTION 7 – LEAVES – SICK LEAVE
7.1 Sick Leave – Eligibility
Sick leave with pay shall be granted to all employees as set forth in this section. Sick leave
is not a right, which an employee may use at his discretion, but rather, shall be used only in
case of personal illness, disability or the serious illness or injury of an employee's family
member, which requires the employee's attention. The term family members shall include:
spouse, children, parents, spouse's parents, brothers, sisters or other individuals whose
relationship to the employee is that of a dependent or near dependent.
7.2 Sick Leave – Accrual
Sick leave shall accrue to all full-time employees at the rate of eight (8) hours for each
month of continuous service. No employee shall accumulate more sick leave in any year
than provided
7.3 Sick Leave – Transfer
The sick leave transfer program outlined below results in taxation for employees donating
hours. The City intends to adopt a Citywide catastrophic leave policy which will permit
donations of leave time without tax to the donor. This Section (7.3) will terminate and become
ineffective once the City adopts a Citywide program to replace this section.
Employees wishing to donate hours of sick leave to another employee may do so by sending
a written request, approved by his/her department director, to the Human Resources office
naming the individual to receive the sick leave and the amount donated, with the following
restrictions:
(A) Employees who wish to transfer sick leave must retain a minimum of 160 hours of
sick leave to be eligible to transfer sick leave.
(B) Transfer amounts shall be limited to the number of actual hours needed and used by
the receiving employee.
(C) Any donated sick leave hours unused by recipient shall be returned to the donor.
The employee receiving the sick leave transfer must have zero (0) hours of accrued
sick leave, vacation, and CTA leave on the books.
(D) Employees may not buy or sell sick leave. Only the time may be transferred.
(E) Employees may not transfer sick leave upon separation of service.
(F) Transfer of sick leave shall be allowed between all Units.
(G) No more than ninety (90) workdays of sick leave may be received by an employee
for any one illness or injury.
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7.4 Sick Leave – Retirement Payout
In the event of the death or retirement of an employee who has completed ten (10) or more
years of continuous service with the City, the employee shall be paid or shall receive to his/her
benefit, fift y percent (50%) of his/her accumulated but unused sick leave, not to exceed four-
hundred-eighty (480) hours. The employee may elect not to receive this benefit and instead
place all sick leave hours into the CalPERS sick leave conversion benefit, or the employee
may do a combination of both; to receive a payout of up to fifty percent (50%) of his/her
accumulated but unused sick leave not to exceed four hundred eighty (480) hours with the
balance placed into the CalPERS sick leave conversion benefit.
7.5 Sick Leave – Conversion
In February of each year, employees may convert a maximum of one hundred sixty (160)
hours of sick leave to vacation at a ratio of four (4) sick leave hours to one (1) vacation hour.
Example: Employee requests conversion of 160 hours of sick leave; 40 hours of vacation
leave are added to the employee’s vacation bank. An employee must have at least eighty (80)
hours remaining in his/her sick leave bank after the conversion. Such conversion does not
impact the ongoing accrual of sick leave at the rate of eight (8) hours for each month of
continuous service.
SECTION 8 – LEAVES – INDUSTRIAL INJURY LEAVE
Benefits shall be payable in situations where miscellaneous employee absence is due to industrial
injury as provided in California State Workers' Compensation Law. During the first three (3)
workdays when the employee's absence has been occasioned by injury suffered during his/her
employment and he/she receives workers' compensation, he/she shall receive full pay. Following
this period, sick leave may be a supplement to the workers' benefits provided the employee.
Compensation is at his/her regular rate for a period not to exceed six (6) months, or until such sick
leave is exhausted, or the disability is abrogated, or that employee is certified "permanent and
stationary" by a competent medical authority. The City shall pay him/her the regular salary, based
on the combination of the workers' compensation benefit plus sick leave.
All public safety employees receiving full salaries in lieu of temporary disability payments pursuant
to Section 4850 of the labor code are entitled to accumulate sick leave during such periods of sick
leave. Sick leave for industrial injury shall not be allowed for a disability resulting from sickness,
self-inflicted injury, or willful misconduct.
The City may retire any employee prior to the exhaustion of accumulated sick leave, at which time
all accrued but unused sick leave shall be abrogated, subject only to the limitations provided under
this Compensation Plan.
SECTION 9 – LEAVES – BEREAVEMENT LEAVE
An employee shall be granted up to thirty-two (32) hours of bereavement leave in the event of death
in the employee’s immediate family. For the purpose of bereavement leave, immediate family shall
mean spouse, qualified domestic partner, father, father-in-law, mother, mother-in-law, brother,
brother-in-law, sister, sister-in-law, child (including stepchildren), step-parents, grandparents and
grandchildren or person with whom the emplo yee has a relationship in loco parentis. Up to an
additional eight (8) hours of accrued sick leave may be granted to supplement bereavement leave.
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2021-2023 City of Petaluma / Unit 8 Compensation Plan 7
In the event an employee must travel more than three-hundred (300) miles to attend a funeral or
memorial service, an additional eight (8) hours of bereavement leave shall be granted instead of the
use of eight (8) hours of sick leave.
SECTION 10 – LEAVES – VICTIMS OF DOMESTIC VIOLENCE
AND SEXUAL ASSAULT LEAVE
The City of Petaluma provides appropriate leave, in accordance with California Labor Code Section
230.
SECTION 11 – LEAVES – MILITARY LEAVE
The City of Petaluma shall grant military leave benefits to eligible employees in accordance with
California’s Military Leave Laws found in Military & Veteran’s Code 389 et seq., the Federal
Uniformed Services Employment and Re-employment Rights Act (USERRA), found at 389 U.S.C.
4301 et seq., and the City of Petaluma Resolution No. 2004-200 N.C.S. Employees in the Ready
Reserves of the Armed Forces who are ordered to active military dut y or training under Executive
Order 13223, shall have continued benefits in effect throughout his/her active duty training for a
period of three-hundred sixty-five (365) calendar days or until the date of discharge from military
service, whichever occurs first, unless this policy is changed by action of the City Council.
SECTION 12 – LEAVES – ELECTION OFFICER LEAVE AND VOTING LEAVE
When an employee’s actual work schedule otherwise would prevent the employee from voting in any
State, County, or General election, the employee may be granted up to two (2) hours of paid time to
vote, in accordance with Election Code 14000. The employee must provide the City with at least two
(2) working days’ notice that he or she will be taking time off to vote.
SECTION 13 – LEAVES – SCHOOL VISITATION LEAVE
Employees may take up to forty (40) hours in a year to participate in the child’s school activities, in
accordance with Labor Code section 230.8.
SECTION 14 – LEAVES – LEAVE OF ABSENCE WITHOUT PAY
The City Manager may grant a regular or probationary employee leave of absence without pay
pursuant to State and Federal Law. Good cause being shown by a written request, the City Manager
may extend such leave of absence without pay or seniority or benefits for an additional period not
to exceed six (6) months. No such leave shall be granted except upon written request of the
employee setting forth the reason for the request, and the approval will be in writing. Upon expiration
of a regularl y approved leave or within a reasonable period of time after notice to return to duty, the
employee shall be reinstated in the position held at the time leave was granted. Failure on the part
of an employee on leave to report promptly at its expiration, or within a reasonable time after notice
to return to duty shall be cause for discharge.
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SECTION 15 – LEAVES – JURY DUTY LEAVE
Any employee summoned for jury duty shall be entitled to a leave of absence with full pay for such
period of time as may be required to attend the court in response to such summons. Any employee
may retain payment for travel but shall make payable to the City any and all fees which the employee
may receive in payment for service as a juror. For Grand Juries this compensation shall not extend
beyond twenty (20) working days.
SECTION 16 - FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA)
16.1 FMLA and/or CFRA Leave
The City shall provide family and medical care leave for eligible employees as required by
City policy, state and federal law and as specifically provided in the Federal Family and
Medical Leave Act of 1993 (FMLA) and the California Family Rights Act of 1993 (CFRA).
If possible, employees must provide thirty (30) days advance notice of leave.
16.2 FMLA and/or CFRA – Second Opinion
The employee shall provide the City with a health care provider certification. The City, at
City expense, may require a second opinion on the validity of the certification. Should a
conflict arise between health providers, a third and binding opinion, at City expense shall be
sought.
SECTION 17 – LEAVES – PREGNANCY DISABILITY LEAVE
The City shall provide pregnancy disability leave (PDL) for eligible employees as required by Cit y
policy and applicable law and as specifically provided in the Fair Employment and Housing Act
and the Family Medical Leave Act. If possible, employees must provide thirty (30) days advance
notice of leave.
SECTION 18 - DISCRIMINATION, HARASSMENT, & RETALIATION PROHIBITED
The City and its employees are prohibited from discriminating against an applicant or employee
because the employee is in a "protected class" (based on age, race, etc.) in taking any personnel
actions (such as hiring, promotion, discipline, etc.) Employees are prohibited from harassing any
employees due to race, sex, age, etc. The City and its employees are prohibited from retaliating
against an employee because the employee has filed a complaint of discrimination or harassment or
opposed actions by other employees that constituted discrimination or harassment.
SECTION 19 - REASONABLE ACCOMMODATION
In accordance with the California Fair Employment and House Act (FEHA) and the Americans
with Disability Act (ADA), the City will reasonably accommodate any know protected disability of
an employee.
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SECTION 20 – CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM
Tier 1
Safety – Fire and Safety – Police employees hired prior to November 15, 2012, the effective date of
the contract amendment with California Public Employees’ Retirement System (CalPERS), shall
receive the 3% at 50 formula retirement plan.
The City's contract with CalPERS for Safety – Fire includes the following optional benefits:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (May 4, 1998).
• Military Service Credit as provided in Section 21024 (January 4, 1996).
• One-Year Final Compensation as provided Section 20042 (November 1, 1980).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1980).
• Post Retirement Survivors Allowance – fifty percent (50%) as provided by Sections: 21624, 21626,
and 21628 (January 1, 1987).
• Cost of Living Allowance two percent (2%) as provided by Section 21329 (April 1, 1971).
• Retired Death Benefit of $500 as provided in Section 21620 (December 1, 1969).
• Post Retirement Survivor Allowance Continues as provided in Section 21635
(January 1, 2000).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000)
• Prior Service Credit as provided in Section 20055 (January 1, 1950).
The City’s contract with CalPERS for Safety - Police includes the following optional benefits:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (June 30, 1996).
• Military Service Credit as provide in Section 21024 (January 4, 1996).
• One-Year Final Compensation as provided in Section 20042 (November 1, 1980).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1980).
• Cost of Living Allowance two percent (2%) as provided by Section 21329 ( April 1, 1971).
• Retired Death Benefit of $500 as provided in Section 21620 (December 1, 1969).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (January 1, 1950).
Miscellaneous employees hired prior to December 28, 2012, the effective date of the CalPERS
contract amendment, shall receive the 2% at 55 formula retirement plan.
The City's contract with CalPERS for Miscellaneous includes the following optional benefits:
•Third Level - 1959 Survivor's Benefit as provided in Section 21573 (April 5, 1999).
• Military Service Credit as provided in Section 21024 (January 1, 1992).
• One-Year Final Compensation as provided Section 20042 (November 1, 1980).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1980).
• Cost of Living Allowance two percent (2%) as provided by Section 21329 (April 1,
1971).
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• Retired Death Benefit of $500 as provided in Section 21620 (December 1, 1969).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (January 1, 1950).
Tier 2
Safety – Fire and Safety – Police employees who are considered by CalPERS to be “classic” members
hired after November 15, 2012, the effective date of the amended contract with CalPERS, shall receive
the 3% at 55 formula retirement plan and the three-year final average compensation.
The following optional benefits will remain in effect for Safety - Fire employees in the second
retirement tier:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574.
• Military Service Credit as provide in Section 21024.
• Credit for Unused Sick Leave as provided in Section 20965.
• Post Retirement Survivors Allowance as provided by Sections: 21624, 21626, and 21628.
• Cost of Living Allowance two percent (2%) as provided by Section 21329.
• Retired Death Benefit of $500 as provided in Section 21620.
• Post Retirement Survivor Allowance Continues as provided in Section 21635.
• Death Benefit Continues as provided in Section 21551.
• Prior Service Credit as provided in Section 20055.
The following optional benefits will remain in effect for Safety - Police employees in the second
retirement tier:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574.
• Military Service Credit as provide in Section 21024.
• Credit for Unused Sick Leave as provided in Section 20965.
• Cost of Living Allowance two percent (2%) as provided by Section 21329.
• Retired Death Benefit of $500 as provided in Section 21620.
• Death Benefit Continues as provided in Section 21551.
• Prior Service Credit as provided in Section 20055.
Miscellaneous employees who are considered by CalPERS to be “classic” members hired after
December 28, 2012, the effective date of the amended contract with CalPERS, shall receive the 2%
at 60 formula retirement plan and the three-year final average compensation.
The following optional benefits will remain in effect for Miscellaneous employees in the second
retirement tier:
• Third Level - 1959 Survivor's Benefit as provided in Section 21573.
• 1957 Survivor Allowance as provided in Section 21546.
• Military Service Credit as provided in Section 21024.
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• Credit for Unused Sick Leave as provided in Section 20965.
• Cost of Living Allowance two percent (2%) as provided by Section 21329.
• Retired Death Benefit of $500 as provided in Section 21620.
• Death Benefit Continues as provided in Section 21551.
• Prior Service Credit as provided in Section 20055.
Tier 3
New Safety employees hired on or after January 1, 2013 who meet the definition of a new CalPERS
member under the Public Employees’ Pension Reform Act (PEPRA) shall receive the 2.7% at 57
retirement formula with three-year final average compensation and applicable optional benefits.
New Miscellaneous employees hired on or after January 1, 2013 who meet the definition of a new
CalPERS member under the Public Employees’ Pension Reform Act (PEPRA) shall receive the 2%
at 62 retirement formula with three-year final average compensation and applicable optional benefits.
The City shall continue to defer that portion of the employee’s contribution paid to CalPERS
through section 414(h)(2) of the Internal Revenue Code pursuant to City of Petaluma Resolution
90-363 N.C.S.
All employees shall pay an additional three percent (3%) towards PERS retirement. For Classic Safety
– Fire and Safety – Police employees, this three percent (3%) is added to the nine percent (9%) member
contribution, for a total contribution of twelve percent (12%). Employees subject to the PEPRA
formula shall also pay an additional three percent (3%) on top of their required employee contribution,
as established annually by PERS. For Classic Miscellaneous employees, this three percent (3%) is
added to the seven percent (7%) member contribution, for a total contribution of ten percent (10%).
Employees subject to the PEPRA formula shall also pay an additional three percent (3%) on top of
their required employee contribution, as established annually by PERS.
SECTION 21 – HEALTH BENEFITS – ACTIVE EMPLOYEES
21.1 Active Employees – PEMHCA Contribution
The City currently provides health benefits through the California Public Employees’ Retirement
System (CalPERS) Health Benefits Program under the Public Employees’ Medical and Hospital
Care Act (PEMHCA). The City’s employer contribution for each employee’s health benefits
shall be the minimum required by PEMHCA (“PEMHCA minimum”). The City pays this
contribution directly to CalPERS. This amount is established annually by PERS and is the
minimum amount the agency must pay on behalf of the employee for medical insurance. It is
separate and apart from the annual health insurance rates and the additional contribution noted
below.
21.2 Additional Contribution – Effective January 1, 2021
The amount of the City’s additional contribution for current employees and their covered family
members shall be $637.11 for employee only, $1,410.07 for employee plus one, and $1,873.84 for
employee plus two or more. These amounts do not include the City PEMHCA contribution
identified in 21.1. The City’s additional contribution shall not exceed these amounts unless and until
a different amount is defined by the compensation plan.
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Coverage
2021 Health Rates
(Based on 2021 Kaiser
Permanente Rates)
PEMHCA
Contribution
(Added to the City's
Benefit Contribution)
2021 Health Rate
Less the PEMHCA
Contribution
City's Benefit
Contribution of 95%
Total 2021 City’s
Contribution Rate
Employee
Contribution
KAISER
Employee
Only $813.64 $143.00 $670.64 $637.11 $780.11 $33.53
Employee + 1 $1,627.28 $143.00 $1,484.28 $1,410.07 $1,553.07 $74.21
Employee + 2
or more $2,115.46 $143.00 $1,972.46 $1,873.84 $2,016.84 $98.62
21.3 Additional Contribution – Effective January 1, 2022
The 2022 CalPERS premium for Kaiser – Bay Area and required 2022 PEMHCA contribution are
unknown.
21.4 Additional Contribution – Effective January 1, 2023
The 2023 CalPERS premium for Kaiser – Bay Area and required 2023 PEMHCA contribution are
unknown.
21.5 Employee Contribution
Employees shall contribute to his/her CalPERS Health Premium in the amounts less the City’s
PEMHCA contribution and less the additional benefit paid by the City.
SECTION 22 – HEALTH BENEFITS – RETIRED EMPLOYEES
22.1 Retired Employees – CalPERS and PEMHCA
The City currently provides health benefits through the CalPERS Health Benefits Program under
the PEMHCA. In order for a retired employee to be eligible to receive health benefits through
CalPERS upon retirement, a retired employee must meet the following definition of “annuitant”
under CalPERS law:
(A) Employee must be a member of CalPERS; and
(B) Employee must retire within one-hundred-twenty (120) days of separation from employment
with the City of Petaluma and receive a monthly retirement allowance from CalPERS.
22.2 “Unequal Contribution” Method for Health Care Premium Payments for Retirees
The City uses the “unequal contribution” method for health care premium payments for
annuitants (retirees) as permitted under Government Code section 22892. Under this method,
the City is required annually to increase the total monthly annuitant health care contribution to
equal an amount not less than the number of years the City has been in the PEMHCA program
multiplied by five percent (5%) of the current monthly employer contribution for active
employees until the time the City’s contribution for annuitants equals the City’s PEMHCA
contribution paid for active employees.
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Effective calendar year 2014 the “unequal contribution” method for health care premium
payments for annuitants (retirees) will be at the twenty-year mark. Thus, the City’s contribution
for the PEMHCA program will be at 100% (5% x 20 years). Therefore, the monthly employer
contribution for annuitants is the required minimum PEMHCA contribution.
The City pays this contribution directly to CalPERS. The retiree is required to contribute to the
cost of the health benefit coverage. The retiree’s monthly contribution shall be the cost of the
monthly health benefit premium less the amount of the City’s contribution.
22.3 CalPERS Annuitant – PEMHCA Health Benefits
In accordance with the PEMHCA provisions if an employee is a CalPERS annuitant and
receives health benefits under the PEMHCA, the employee is eligible to receive the City’s
PEMHCA contribution amount specified in Section 22.5 below, regardless of the number of
years of service with the City of Petaluma.
22.4 Less Than 12 Years of Service – Not Receiving PEMHCA Health Benefits
A retired employee with less than twelve (12) years of service with the City of Petaluma
who is not enrolled in the CalPERS health benefit program does not receive any retiree benefit
from the City.
22.5 Less Than 12 years of Service – Receiving PEMHCA Health Benefits
A retired employee with less than twelve (12) years of service with the City of Petaluma who
is a CalPERS annuitant as defined in Section 22.1 and enrolled in the CalPERS health
benefit program is eligible to receive the minimum PEMHCA contribution as set by
CalPERS.
22.6 12-19 Years of Service – Not Receiving PEMHCA Health Benefits
A retired employee with twelve to nineteen (12-19) years of service with the City of
Petaluma who is not enrolled in the CalPERS health benefits program shall receive
direct payments in the amount of one-hundred and twenty-eight dollars ($128.00) each
month, effective the first month following the expiration of health benefit coverage.
22.7 12-19 Years of Service – Receiving PEMHCA Health Benefits
A retired employee with twelve to nineteen (12-19) years of service with the City of
Petaluma who is a CalPERS annuitant as defined in Section 22.1 and enrolled in the
CalPERS health benefit program is eligible to receive the minimum PEMHCA
contribution as set by CalPERS.
The City’s PEMHCA contribution amount is deducted from the retiree’s monthly health
premium and paid to CalPERS directly by the City.
It is the responsibility of the retiree to notify the City in writing if he or she is no longer
participating in the CalPERS health benefit program. Following receipt of the written
notice, the City will commence direct payment of the one-hundred and twenty-eight
dollars ($128.00) at the beginning of the following month.
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2021-2023 City of Petaluma / Unit 8 Compensation Plan 14
22.8 20 Years or More of Service – Not Receiving PEMHCA Health Benefits
A retired employee with twenty (20) or more years of service with the City of Petaluma
who is not enrolled in the CalPERS health benefits program shall receive direct
payments in the amount of one-hundred-forty dollars ($140.00) each month, effective
the first month following the expiration of health benefit coverage.
22.9 20 Years or More of Service – Receiving PEMHCA Health Benefits
A retired employee with twenty (20) years or more of service with the City of
Petaluma who is a CalPERS annuitant as defined in Section 22.1 and enrolled in the
CalPERS health benefit program is eligible to receive the minimum PEMHCA
contribution as set by CalPERS.
The City’s PEMHCA contribution amount is deducted from the retiree’s monthly health
premium and paid to CalPERS directly by the City.
It is the responsibility of the retiree to notify the City in writing if he or she is no longer
participating in the CalPERS health benefit program. Following receipt of the written notice, the
City will commence direct payment of the one-hundred-forty dollars ($140.00) at the beginning
of the following month.
SECTION 23 - CASH IN-LIEU OF HEALTH AND DENTAL BENEFITS
23.1 Cash In-Lieu
Employees with health and or dental benefit insurance coverage from a source other
than the City, or employees with health and dental benefit insurance coverage from a
City employee, may request cash in lieu of health and dental benefits. To be eligible
for the cash in-lieu benefit program, employees must waive his/her coverage under the
City’s health and/or dental benefits, agree to the terms and conditions of the cash in-
lieu benefit program and have written verification of health and/or dental benefits
insurance.
23.2 Employees Hired Before June 1, 2017
For employees hired before June 1, 2017, the cash in-lieu amount for health coverage
shall be in the amount of fifty percent (50%) of the health insurance premium amount
of the CalPERS Kaiser – Bay-Area Region that the City would otherwise pay for the
employee and his or her family members. The cash in-lieu amount for dental insurance
benefits shall be in the amount of fifty percent (50%) of the established dental
program composite rate.
Upon declining medical and/or dental insurance, the employee will be required to
meet the terms and conditions regarding the City’s medical and/or dental plan. If an
employee decides to stop receiving the medical/dental cash back and wishes to re-enroll
into the City’s medical and/or dental plan, then he/she must meet the current terms and
conditions of the City’s medical and/or dental plan. The City cannot guarantee that
once the employee leaves a particular medical and/or dental plan, he/she may be able
to re-enroll in his/her prior plan and under the same terms and conditions of his/her
prior plan.
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2021-2023 City of Petaluma / Unit 8 Compensation Plan 15
23.3 All Employees Hired On or After June 1, 2017
For all employees hired on or after June 1, 2017, the cash in-lieu amount for health
benefits shall be $400.00 per month. Employees shall not be eligible for cash in-lieu
for dental benefits.
Upon declining medical insurance, the employee will be required to meet the terms and
conditions regarding the City’s medical plan. If an employee decides to stop receiving
the medical cash back and wishes to re-enroll into the City’s medical plan, then s/he
must meet the current terms and conditions of the City medical plan. The City cannot
guarantee that once the employee leaves a particular medical plan, s/he may be able to
re-enroll in his/her prior plan and under the same terms and conditions of his/her prior
plan.
SECTION 24 – SECTION 125 PLAN
The City of Petaluma has established and shall offer to eligible employees an Internal Revenue
Code (IRC) Section 125 plan. The Section 125 plan is subject to federal law and plan provisions.
The Section 125 Plan offered by the City provides employees with a tax savings through the
following programs:
(A) Pre-Tax Health Insurance Premiums
This program allows employees to pay his or her share of health insurance premiums
with pre-tax dollars.
(B) Flex Spending Accounts (FSAs)
(1) Medical Reimbursement
This program permits employees to pay for common out-of-pocket medical
expenses (not covered by insurance) such as deductibles, co-pays, and vision
and dental care with pre-tax dollars.
(2) Dependent Care Reimbursement
This program permits employees to pay for most child and or dependent care
expenses with pre-tax dollars.
SECTION 25 – DENTAL INSURANCE
The City shall provide dental plan for the term of the Memorandum of Understanding and pay the total
premium costs for the employee and eligible dependents. The annual maximum benefit amount is two
thousand dollars ($2,000.00) per person. Orthodontic coverage (for dependent children only) shall be
provided at 50% of the dentist’s allowed fee (subject to a $2,000 lifetime maximum per dependent
child). Dependent children are eligible for dental and orthodontic coverage from birth to age 26.
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2021-2023 City of Petaluma / Unit 8 Compensation Plan 16
SECTION 26 – VISION INSURANCE
The City shall provide a vision plan for employees and eligible dependents. The cost shall be paid for
by the City. Employees are eligible for eye exams once a calendar year with a twenty-five-dollar
($25.00) copay. Frames are available once a calendar year with a maximum benefit of one hundred
eighty dollars ($180.00). Single vision, lined bifocal, and trifocal lenses are available once a calendar
year and are covered with no copay.
SECTION 27 – LIFE INSURANCE
The City shall provide employees with life insurance in the amount of one and one-half (1.5) times
the employee’s annual salary rounded to the nearest even dollar, not to exceed two-hundred thousand
dollars ($200,000.00)
SECTION 28 – EMPLOYEE ASSISTANCE PROGRAM
The City will provide an Employee Assistance Program to employees and his/her immediate families.
This licensed counseling service will provide assistance and referrals for marriage and family
problems, alcohol and drug dependency, emotional, personal, and stress-related concerns and other
issues. All counseling services are confidential.
SECTION 29 – DISABILITY INSURANCE
The City shall provide for a long-term disability plan, with the premium to be paid for by the City.
SECTION 30 - DEFERRED COMPENSATION
30.1 Deferred Compensation Plan – 457 Plan
The City of Petaluma shall make available to the employees of this unit the City's Deferred
Compensation Plan.
30.2 Deferred Compensation Plan – Discretionary Plan – 401(A) Plan
The City of Petaluma shall make available to the employees of this unit the City's 401 (A)
Plan. New members will have an opportunity to designate a one-time choice of an additional
employee contribution level within ninety (90) days of their appointment date. For additional
information, contact the Human Resources office.
SECTION 31 – AUTOMOBILE ALLOWANCE
All members who do not have dedicated access to a City vehicle for business use shall be entitled
to receive a $200 monthly automobile allowance. This allowance will replace any mileage
reimbursement that an employee may have otherwise been eligible for day-to-day travel in a
personal vehicle.
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UNIT 8 - MANAGEMENT
Current Classification Title COLA Equity Adj.Total Minimum Maximum
ASSIST CITY MANAGER 2.0%10.1%12.1%MONTHLY 14,150.93 18,361.20
ASSIST CITY ATTORNEY 2.0%12.3%14.3%MONTHLY 12,896.00 15,676.27
DIR OF ECONOMIC DEV & OPEN GOVERNMENT 2.0%8.8%10.8%MONTHLY 12,076.13 15,672.80
DIRECTOR OF HUMAN RESOURCES1 2.0%0.0%2.0%MONTHLY 11,862.93 15,393.73
DIRECTOR OF FINANCE 2.0%18.6%20.6%MONTHLY 13,145.60 17,057.73
DIR OF PUBLIC WORKS & UTILITIES2 2.0%0.0%2.0%MONTHLY 13,062.40 16,950.27
FIRE CHIEF 2.0%10.9%12.9%MONTHLY 15,379.87 18,454.80
POLICE CHIEF 2.0%10.8%12.8%MONTHLY 15,223.87 20,169.07
1 Pursuant to Resolution# 2021-060 N.C.S., this position has already received the applicable equity adjustment of 6.7%
2 Pursuant to Resolution# 2021-108 N.C.S., this position has already received the applicable equity adjustment of 13.1%
UNIT 8 - MANAGEMENT
Current Classification Title COLA Minimum Maximum
ASSIST CITY MANAGER Up to 2.0%MONTHLY 14,433.47 18,728.67
ASSIST CITY ATTORNEY Up to 2.0%MONTHLY 13,154.27 15,990.00
DIR OF ECONOMIC DEV & OPEN GOVERNMENT Up to 2.0%MONTHLY 12,317.07 15,986.53
DIRECTOR OF HUMAN RESOURCES Up to 2.0%MONTHLY 12,100.40 15,702.27
DIRECTOR OF FINANCE Up to 2.0%MONTHLY 13,409.07 17,399.20
DIR OF PUBLIC WORKS & UTILITIES Up to 2.0%MONTHLY 13,324.13 17,290.00
FIRE CHIEF Up to 2.0%MONTHLY 15,686.67 18,824.00
POLICE CHIEF Up to 2.0%MONTHLY 15,528.93 20,572.93
NOTE: Salaries are approximate and may vary slightly due to rounding
3 The City Manager is authorized in his/her discretion to provide up to a 2.0% COLA, actual increase is subject to City Manager discretion within the provided authority.
EXHIBIT A – SALARY TABLE Unit 8
Compensation Plan
EFFECTIVE THE FIRST FULL PAY PERIOD FOLLOWING JULY 1, 2021
THE CITY MANAGER IS AUTHORIZED IN HIS/HER DISCRETION TO PROVIDE UP TO AN ADDITIONAL TWO PERCENT
(2.0%) BASE WAGE INCREASE FOR ALL UNIT 8 POSITIONS TO BE EFFECTIVE NO SOONER THAN THE FIRST FULL PAY
PERIOD FOLLOWING JULY 1, 2022
Monthly Salary Ranges Based on 2.0% COLA3
Monthly Salary Range
17
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DATE: September 20, 2021
TO: Honorable Mayor and Members of the City Council through City Manager
FROM: Peggy Flynn, City Manager
SUBJECT: Resolution Revising the Compensation Plan for Unit 8, May 1, 2021 – June 30,
2023, and Amending the Classification and Compensation Plan by Revising the
Classification Specifications and Pay Ranges for Unit 8 Positions
RECOMMENDATION
It is recommended that the City Council adopt the attached Resolution Revising the
Compensation Plan for Unit 8, May 1, 2021 – June 30, 2023, and Amending the Classification
and Compensation Plan by Revising the Classification Specifications and Pay Ranges for Unit 8
Positions.
BACKGROUND
Unit 8 consists of department heads and Assistant City Attorneys. The individuals in this unit
serve in at-will positions at the pleasure of the City Manager and are compensated pursuant to
the Compensation Plan for the unit, which is approved by the City Council. Employees in Unit 8
are not represented by a recognized employee organization. The Unit 8 Compensation Plan
expired on April 30, 2021.
Negotiations with the City’s miscellaneous bargaining units, Units 4, 9, and 11 of the Petaluma
Professional and Mid-Managers Association (PPMMA), and Units 1, 2, and 3 of the American
Federation of State, County, and Municipal Employees (AFSCME) concluded in August 2021.
Negotiated terms include a 2% cost of living adjustment (COLA), effective each year within the
contract term, and implementation of the total classification and compensation study (Study),
including updating classification specifications and implementing salary equity adjustments
effective the first full pay period following July 1, 2021. Additionally, PPMMA negotiated an
annual vacation payout of a max of 40 hours.
With regard to the Study, the City employed the services of Ralph Andersen and Associates,
classification and compensation consultant (Consultant), to conduct a classification and
compensation study for the City. A classification and compensation study is a multiple step
process which serves to update the City’s classification and compensation plan by analyzing
positions, reviewing the organizational structure, updating classification specifications and
ensuring they reflect the duties and responsibilities of each position, and analyzing the
compensation structure through internal benchmarking and market analysis. Market analysis is a
Agenda Item 3.B
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common exercise in which the City of Petaluma is analyzed in relation to recognized comparable
agencies, typically local agencies within roughly 50 miles, with a comparable size, operation,
and staffing needs to give an idea of how similarly situated positions compare to those in
Petaluma. The City utilized the Consultant’s internal and external compensation analysis and
recommendations within bargaining with represented miscellaneous units to develop and agree
upon Study implementation goals and applicable salary equity adjustments.
In good faith, the City chose to hold off on changing the Compensation Plan for Unit 8 until the
conclusion of bargaining with the represented miscellaneous units. Since those negotiations have
concluded, the City has decided to move forward with a revised Unit 8 Compensation Plan,
attached as Exhibit A to the Resolution, to adequately update the unit’s benefits and
compensation structure.
DISCUSSION
Recommended revisions to the Unit 8 Compensation Plan include the same benefits awarded to
AFSCME and PPMMA, specifically:
• Cost of living adjustments (COLA) as follows:
o Year 1 (First full pay period following July 1, 2021) – 2.0%
o Year 2 – The recommended action provides the City Manager authorization in
his/her discretion to provide up to an additional two percent (2.0%) base wage
increase for all Unit 8 positions to be effective no sooner than the first full pay
period following July 1, 2022.
• Study Implementation:
o Adoption of updated classification specifications;
o Effective the first full pay period following July 1, 2021, salary equity
adjustments considering Consultant recommendations based on internal
benchmarking and market analysis as described above and City Council goals,
specifically:
Market-based equity adjustments include bringing compensation up to
market median consistent with the City Council’s goal to recruit, hire,
retain, and advance a workforce that is diverse, representative, skilled,
talented, and prepared to meet the demands of a full-service City and the
Measure U implementation workshop on core staffing and workforce
stabilization presented on March 8, 2021
• Implementation of a “vacation sell-back” option that would allow unit members to sell
back up to 40 hours vacation annually (comparable to the provision in PPMMA).
• Implementation of a sick leave conversion provision (comparable to the provision in
PPMMA).
The recommended action revises the Compensation Plan for Unit 8 and provides the City
Manager authorization in his/her discretion to provide up to an additional two percent (2.0%)
base wage increase for all Unit 8 positions in the second year. The updated Compensation Plan is
attached as Exhibit A to the Resolution. Additionally, the action will amend the Classification
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and Compensation Plan by revising the pay ranges, included in Exhibit A to the Resolution, and
classification specifications (attached as Exhibit B to the Resolution) for Unit 8 positions.
PUBLIC OUTREACH
There was no specific outreach performed in relation to this item aside from the normal public
meeting agenda process in compliance with the California Brown Act. On March 8, 2021, staff
presented proposed actions within the Council workshop on core staffing and workforce
stabilization.
Additionally, this item appeared on the City’s tentative agenda on the September 13, 2021 City
Council meeting, which was a publicly-noticed meeting.
COUNCIL GOAL ALIGNMENT
The revised Compensation Plan aligns with the City Council Goal of “A City That Works For
Everyone.” This objective includes recruiting, hiring, retaining, and advancing a workforce that
is diverse, representative, skilled, talented, and prepared to meet the demands of a full-service
City.
ENVIRONMENTAL COMPLIANCE
The proposed action is exempt from the requirements of the California Environmental Quality
Act (CEQA) in accordance with CEQA Guidelines Section 15378(b)(4), in that revising the
attached Compensation Plan does not meet CEQA's definition of a “project,” because the action
does not have the potential for resulting either a direct physical change in the environment or a
reasonably foreseeable indirect physical change in the environment, and because this is a
personnel-related action that constitutes organizational or administrative activities of
governments that will not result in direct or indirect physical changes in the environment.
FINANCIAL IMPACTS
All Unit 8 positions that are below market median will receive a salary equity adjustment
sufficient to meet market median and/or internal benchmarking analysis, as specified in the
salary tables included in Exhibit A to the Resolution. The estimated cost of salary equity
adjustments is $212,600 in the first year, $91,325 allocated to the General Fund and $121,275 to
Non-General Funds.
Other revisions with estimated costs include:
• The annual estimated costs with regard to COLAs as shown above are:
o 2% COLA in 2021 – estimated cost of $37,600 in fiscal year 21-22, $33,960
allocated to the General Fund and $3,640 to Non-General Funds.
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4
o Up to 2% COLA in 2022 1 – estimated cost of $38,300 in fiscal year 22-23,
$34,640 allocated to the General Fund and $3,660 to Non-General Funds.
ATTACHMENTS
1. Resolution with Exhibits:
A. Compensation Plan and Salary Table
B. Updated Classification Specifications for Unit 8
1 The recommended action provides the City Manager authorization in his/her discretion to provide up to an
additional two percent (2.0%) base wage increase for all Unit 8 positions in 2022.
DocuSign Envelope ID: CF1AE755-96B4-4B47-957E-2F7EC4D3CC29