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CC Resolution 2024-026 Salary & Classification Plan FY 2024-25RESOLUTION NO. 2024 — 026 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LA QUINTA, CALIFORNIA, APPROVING THE BENEFIT, CLASSIFICATION, AND SALARY/PLAN SCHEDULE FOR FISCAL YEAR 2024/2025 WHEREAS, the benefit, classification plan, and salary plan/schedule of the City of La Quinta must be approved by the City Council and adopted by resolution in accordance with the City of La Quinta's ("City") Personnel Policy; and WHEREAS, the City desires to implement an updated classification plan, 2.8% World at Work salary/plan schedule adjustment, Fiscal Year (FY) 2024/2025 salary plan/schedule updates, and Vacation Leave Transfer Policy revisions effective July 1, 2024; and WHEREAS, the City desires to establish a fair and equitable classification plan; and WHEREAS, this document will supersede any prior resolutions and amendments and may be changed only upon approval of the City Council. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of La Quinta, California, as follows: SECTION 1. The City Council hereby approves to implement the City's FY 2024/2025 Classification Plan, attached hereto as Exhibit A and incorporated herewith by this reference, for all non -represented regular full-time employees. SECTION 2. The City Council hereby approves to implement the City's FY 2024/2025 Salary Plan/Schedule, attached hereto as Exhibit B and incorporated herewith by this reference, for all non -represented regular full-time employees. SECTION 3. section 8.2.5; The City Council hereby approves the revisions to Personnel Policy Section 8.2.5. Leave Transfer Policy The conditions for participation in the Leave Transfer Policy (LTP) are as follows: a. If a Regular Full-time City Employee has been granted leave under the Federal Family and Medical Leave Act (FMLA) , which is for a period of up to twelve (12) weeks, due to injury or illness of themself or an immediate family member, and the Employee has exhausted all earned Resolution No. 2024 — 026 FY 2024/2025 Benefit, Classification, and Salary Plan/Schedule Adopted: June 18, 2024 Page 2 of 5 leave: sick, vacation, administrative, and compensatory time off, the Employee can request approval to take part in the LTP, wherein fellow Employees can donate sick leave, vacation leave, or compensatory time to enable Employees in these situations to continue to receive their regular pay. An Employee is eligible to participate in the LTP when they have been employed at least 12 months, completed their Probationary Period, and worked for at least 1,250 hours during the 12 -month period immediately preceding the request for LTP. b. To participate in the LTP, a request must be submitted specifically on the LTP Request Form to the Department Director and then to the Employee Relations Officer for approval of donated sick leave, vacation leave, or compensatory time from fellow Employees. Any appeal or a denial of a request to participate in the LTP will be resolved by the City Manager. The decision of the City Manager shall be final, not grievable and not subject to further appeal. c. The Employee Relations Officer shall manage all aspects of the LTP. d. If a request for donated sick leave, vacation leave, or compensatory time is approved by the Employee Relations Officer, a notice will be posted informing City Employees of the particular Employee in need of donation assistance through the LTP. e. Any Employee wishing to contribute sick leave, vacation leave, or compensatory time must sign an authorization form specifying the Employee to which the donation will be made and acknowledging that the donation is irrevocable. f. The application rate of an Employee's sick leave, vacation leave, or compensatory time donation will be on an hour -for -hour basis with no adjustment for dollar value. g. All donations will be voluntary and confidential. h. Except for the notice and memorandum notifying Employees of a specific Employee's leave transfer need, no City Employee may solicit donations from any other Employee (general discussion of voluntary donation versus solicitation at Employee Association meetings is exempted). i. No Supervisor shall make workplace decisions based on any Employee's participation or non -participation in the LTP. J. Finance will set up a trust account for all approved Employee sick leave, vacation leave, or compensatory time donation requests in the Resolution No. 2024 — 026 FY 2024/2025 Benefit, Classification, and Salary Plan/Schedule Adopted: June 18, 2024 Page 3 of 5 requesting Employee's name, into which each donating Employee's sick leave, vacation leave, or compensatory time will be noted and used as needed. k. Employees on LTP shall be paid at regularly scheduled City pay periods from the trust account Finance establishes. The amount of payment shall be the total monetary amount of sick leave, vacation leave, or compensatory time donated up to a maximum of 100% of the Employee's regular pay, less: 1. Any disability benefit offered through the City, Worker's Compensation Benefit, or other short or long-term disability payments the Employee is receiving during the pay period; and 2. Regular taxes. I. Group health insurance coverage and other negotiated benefits shall be provided to all Employees while on the LTP, as long as the Employee's total FMLA and LTP time does not exceed twelve (12) working weeks or as set forth in the family and medical care leave or pregnancy leave policies. If the Employee is not on paid status by virtue of continuing to utilize at least half (50%) of the hours needed per pay period to receive a full paycheck through the use of their accrued sick leave, vacation, compensatory time -off, administrative leave allowances, or leave donated under this Section, the Employee will be required to personally fund this benefit if the Employee wishes to retain it. If the Employee uses less than 50% of the hours needed per pay period to receive a full paycheck through the use of their accruals, the Employee will be required to personally fund their medical premium payments if the Employee wishes to retain group health insurance coverage. m. Attendance and Payroll records of Employees on LTP shall denote a "DL," standing for Donated Leave, for time paid to Employees while on this program. n. No sick leave, vacation leave, holiday credits, administrative leave, compensatory time, deferred compensation, CaIPERS (PERS), or any other applicable benefits shall accrue to the receiving Employee for any hours provided by donating through the LTP. o. Sick leave, vacation leave, or compensatory time donations shall in no way affect or modify the receiving Employee's employment status with the City, nor shall it affect or modify the application of applicable City policies, rules, and ordinances. Resolution No. 2024 — 026 FY 2024/2025 Benefit, Classification, and Salary Plan/Schedule Adopted: June 18, 2024 Page 4 of 5 p. Employees on LTP who remain on an authorized unpaid leave of absence after FMLA is exhausted may continue to receive assigned donated vacation leave and compensatory time from other regular city Employees until the Employee returns to work, is terminated, or meets the maximum hours under subsection t, below. q. Availability of sick leave, vacation leave, or compensatory time shall in no way delay or prevent the City from taking action to medically separate or disability -retire an Employee. r. Donated but unused sick, vacation, and compensatory time shall "expire" once the requesting Employee returns to work on a full-time basis. s. The recipient Employee must be unable to work in any capacity as a result of a serious injury or illness to the Employee or their immediate family member in order to be eligible to receive donations under the LTP. t. The total amount of hours donated to any individual shall not exceed two hundred forty (240) hours in any calendar year. u. Only the recipient Employee for whom the LTP has been established may receive donated hours from the said plan. Such donated hours will be added to the Employee's sick leave balance as needed. v. The plan will be administered so that hours will be used only as needed and in the order donated. PASSED, APPROVED, and ADOPTED at a regular meeting of the La Quinta City Council held on this 18th day of June 2024 by the following vote: AYES: Councilmembers Fitzpatrick, McGarrey, Pena, Sanchez, and Mayor Evans NOES: None ABSENT: None ABSTAIN: None LINDA EVANS, Mayor City of La Quinta, California Resolution No. 2024 — 026 FY 2024/2025 Benefit, Classification, and Salary Plan/Schedule Adopted: June 18, 2024 Page 5 of 5 ATTEST: MONIKA RA EVA, "Ity Clerk City of La Quinta, California APPROVED AS TO FORM: WILLIAM H. IHRKE, City Attorney City of La Quinta, California CITY OF LA QUINTA 2024/2025 CLASSIFICATION PLAN EFFECTIVE JULY 1, 2024 EXHIBIT A Resolution No. 2024 — 026 Adopted: June 18, 2024 CLASSIFICATION SERIES CLASSIFICATION SPECIFICATION Administrative AUTHORIZED WORKING TITLE Building Centralized Services City Clerk Code Community Services Data Administration Engineering Administrative Assistant Administrative Technician Executive Specialist Building Inspector Senior Building Inspector Plans Examiner Deputy Building Official Permit Technician Senior Permit Technician Deputy City Clerk Code Compliance Officer Senior Code Compliance Officer Animal Control/Code Compliance Supervisor Recreation Leader Senior Recreation Leader Community Services Specialist Senior Community Services Specialist Data Reporting Specialist Construction Inspector Assistant Construction Manager Associate Engineer Administrative Assistant Administrative Technician Executive Specialist Building Inspector Sr. Building Inspector Plans Examiner Deputy Building Official Permit Technician Sr. Permit Technician Deputy City Clerk Code Compliance Officer Sr. Code Compliance Officer Animal Control/Code Compliance Supervisor Recreation Leader Sr. Recreation Leader Community Services Specialist Sr. Community Services Specialist Data Reporting Specialist Construction Inspector Assistant Construction Manager Associate Engineer Al2 B21 /B22 B25/B32 B23 B24/B31 B25/B32 C42 B22 B23 B25/B32 B22 B23 C42 All Al 2 B23 B24 B24/B32 B23 C43 C44/C51 Finance Finance Technician Senior Finance Technician Junior Accountant Accountant Senior Accountant Finance Technician Sr. Finance Technician Jr. Accountant Accountant Sr. Accountant B22 B23 B24 B25/B32 C42 Human Resources Human Resources Technician HR Technician B22 Maintenance & Operations Management Maintenance & Operations Worker Senior Maintenance & Operations Worker Maintenance & Operations Technician Maintenance & Operations Coordinator Maintenance & Operations Crew Leader Maintenance & Operations Superintendent Manager Manager Manager Manager Manager Deputy Director Deputy Director Deputy Director Deputy Director 1 Maintenance & Operations Worker Sr. Maintenance & Operations Worker Maintenance & Operations Technician Maintenance & Operations Coordinator Maintenance & Operations Crew Leader Maintenance & Operations Superintendent Building Official Finance Manager Hub Manager Marketing Manager Planning Manager Community Services Deputy Director Maintenance & Operations Deputy Director Human Resources Deputy Director Public Safety Deputy Director Al 2 Al 3 B23 B24/B31 B24/B31 C43 D61 D61 D61 D61 D61 D63 D63 D63 D63 CITY OF LA QUINTA 2024/2025 CLASSIFICATION PLAN EFFECTIVE JULY 1, 2024 CLASSIFICATION SERIES CLASSIFICATION SPECIFICATION Management (continued) AUTHORIZED WORKING TITLE RATING Director Director Director Director Director City Manager City Clerk Design & Development Director Director (Business Unit/Housing Development) Finance Director/Treasurer Public Works Director/City Engineer City Manager E82 E82 E82 E82 E82 F101* Management Administration Management Specialist Management Analyst Senior Management Analyst Principal Management Analyst Management Specialist Management Analyst Senior Management Analyst Principal Management Analyst B25 C42 C43 C44/C51 Marketing/Communications Marketing & Communications Specialist Marketing & Communications Specialist B24/B31 Planning Assistant Planner Associate Planner Senior Planner Assistant Planner Associate Planner Sr. Planner B25 C42 C44/C51 Traffic Traffic Signal Technician * City Manager salary is determined by City Council contract 2 Traffic Signal Technician B22 _— omaytoasrsr— 2024/2025 Salary Schedule WORKING TITLE DBM STEP 1 STEP 2 FULL-TIME EMPLOYEES STEP 3 (ANNUAL) STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 All $ 43,431.96 $ 45,944.81 $ 48,457.66 $ 50,970.51 $ 53,483.36 $ 55,996.21 $ 58,509.06 $ 61,021.91 Administrative Assistant Maintenance & Operations Worker Al2 $ 47,784.37 $ 50,549.04 $ 53,313.70 $ 56,078.37 $ 58,843.04 $ 61,607.70 $ 64,372.37 $ 67,137.04 Sr. Maintenance & Operations Worker A13 $ 52,136.78 $ 55,153.26 $ 58,169.75 $ 61,186.23 $ 64,202.72 $ 67,219.20 $ 70,235.69 $ 73,252.17 Administrative Technician B21 $ 56,502.26 $ 59,771.32 $ 63,040.38 $ 66,309.44 $ 69,578.50 $ 72,847.56 $ 76,116.62 $ 79,385.68 Administrative Technician Code Compliance Officer Finance Technician Human Resources Technician Permit Technician Traffic Signal Technician B22 $ 60,854.67 $ 64,375.55 $ 67,896.42 $ 71,417.30 $ 74,938.18 $ 78,459.06 $ 81,979.93 $ 85,500.81 Building Inspector Community Services Specialist Construction Inspector Maintenance & Operations Technician Sr. Code Compliance Officer Sr. Finance Technician Sr. Permit Technician B23 $ 65,207.09 $ 68,979.78 $ 72,752.48 $ 76,525.18 $ 80,297.87 $ 84,070.57 $ 87,843.26 $ 91,615.96 Data Reporting Specialist Jr. Accountant Maintenance & Operations Coordinator Maintenance & Operations Crew Leader Marketing & Communications Specialist Sr. Building Inspector Sr. Community Services Specialist B24 $ 71,206.90 $ 75,326.72 $ 79,446.55 $ 83,566.38 $ 87,686.21 $ 91,806.03 $ 95,925.86 $ 100,045.69 Accountant Assistant Planner Deputy City Clerk Executive Specialist Plans Examiner Management Specialist B25 $ 78,589.90 $ 83,136.89 $ 87,683.87 $ 92,230.86 $ 96,777.85 $ 101,324.84 $ 105,871.82 $ 110,418.81 531 $ 71,206.90 $ 75,326.72 $ 79,446.55 $ 83,566.38 $ 87,686.21 $ 91,806.03 $ 95,925.86 $ 100,045.69 832 $ 78,589.90 $ 83,136.89 $ 87,683.87 $ 92,230.86 $ 96,777.85 $ 101,324.84 $ 105,871.82 $ 110,418.81 FULL-TIIPLOYEES (ANNUAL) WORKING TITLE DBM STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 Associate Planner Animal Control/Code Compliance Supervisor Deputy Building Oficial Management Analyst Sr. Accountant C42 $ 84,917.93 $ 89,682.77 $ 94,447.61 $ 99,212.45 $ 103,977.29 $ 108,742.13 $ 113,506.97 $ 118,271.81 $ 123,036.64 $ 127,801.48 Assistant Construction Manager Maintenance & Operations Superintendent Senior Management Analyst C43 $ 89,574.69 $ 94,600.82 $ 99,626.96 $ 104,653.09 $ 109,679.23 $ 114,705.36 $ 119,731.50 $ 124,757.63 $ 129,783.77 $ 134,809.90 Associate Engineer Principal Management Analyst Senior Planner C44 $ 95,406.15 $ 100,759.50 $ 106,112.84 $ 111,466.19 $ 116,819.53 $ 122,172.88 $ 127,526.22 $ 132,879.57 $ 138,232.91 $ 143,586.26 Building Official Finance Manager Hub Manager Marketing Manager Planning Manager D61 $ 108,229.76 $ 114,302.65 $ 120,375.55 $ 126,448.44 $ 132,521.33 $ 138,594.22 $ 144,667.12 $ 150,740.01 $ 156,812.90 $ 162,885.79 Community Services Deputy Director Human Resources Deputy Director Maintenance & Operations Deputy Director Public Safety Deputy Director D63 $ 119,323.32 $ 126,018.69 $ 132,714.05 $ 139,409.41 $ 146,104.78 $ 152,800.14 $ 159,495.51 $ 166,190.87 $ 172,886.23 $ 179,581.60 City Clerk Design & Development Director Director (Business Unit/Housing Development) Finance Director/City Treasurer Public Works Director/City Engineer E82 $ 143,729.53 $ 151,794.36 $ 159,859.18 $ 167,924.00 $ 175,988.83 $ 184,053.65 $ 192,118.47 $ 200,183.30 $ 208,248.12 $ 216,312.95 City Manager F101* $ 195,557.92 $ 206,530.89 $ 217,503.86 $ 228,476.84 $ 239,449.81 $ 250,422.78 $ 261,395.75 $ 272,368.73 $ 283,341.70 $ 294,314.67 PART-TIME EMPLOYEES (HOURL Recreation Leader All $ 20.88 $ 22.09 $ 23.30 $ 24.51 $ 25.71 $ 26.92 $ 28.13 $ 29.34 Senior Recreation Leader Al2 22.97 $ 24.30 $ 25.63 $ 26.96 $ 28.29 $ 29.62 $ 30.95 32.28 Elected Official Positions (per La Quinfa Municipal Code Section 2.04.050) Monthly Mayor $ 2,800.00 Council Members $ 2,300.00 City Council Approval 6/18/2024 EXHIBIT B Resolution No. 2024 — 026 Adopted: June 18, 2024 Effective Date 7/1/2024