HomeMy WebLinkAbout2011-09-27; City Council; Resolution 2011-2261 RESOLUTION NO. 2011-226
2 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CARLSBAD, CALIFORNIA, ADOPTING CHANGES TO THE
3 SALARY, EMPLOYEE RETIREMENT CONTRIBUTIONS
4 AND HEALTH INSURANCE "BENEFITS CREDITS" FOR
MANAGEMENT EMPLOYEES
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WHEREAS, the City Council has authorized the City Manager to administer a
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Performance Management and Compensation Plan for employees in management
classifications; and8
g WHEREAS, changes to the terms and conditions of employment for
10 management employees are discussed with the City Council on an annual basis; and
11 WHEREAS, the City Council has the authority to set the amount of the retirement
12 contribution that the City will contribute on behalf of each City employee; and
WHEREAS, the City Council determines the budget amount to be spent on
management pay increases each year; and
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WHEREAS, the City Council has the authority to set the amount of health
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insurance "benefits credits" that the City will contribute on behalf of each employee and
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his/her eligible dependents; and
.g WHEREAS, the City Council has determined it to be in the public interest to
20 authorize such changes in the Management Compensation and Benefits Plan, marked
21 Exhibit 2 and incorporated by reference herein.
22 NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
23 Carlsbad, California, as follows:
24 1. That the above recitations are true and correct.
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2. That the Fiscal Year 2011-12 budget will be adjusted to reflect the net budgetary
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savings that results from the decrease to the retirement benefits.27
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1 3. That the City Council appropriates the additional funding required for personnel
2 costs in the FY 2011-12 budget.
4. That the Management Compensation and Benefits Plan attached as Exhibit 2 is
4 hereby approved and the City Manager is authorized and directed to execute it.
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PASSED, APPROVED AND ADOPTED at a Regular Meeting of the City Council
of the City of Carlsbad on the 27th day of September 2011, by the following vote to wit:
AYES: Council Members Hall, Kulchin, Blackburn, Douglas, Packard.
NOES: None.
ABSENT: None.
IRAINE M. WOOD, City Clerk
(SEAL) \^
Exhibit 2
MANAGEMENT COMPENSATION AND BENEFITS PLAN
SECTION 1: INTRODUCTION
This attachment constitutes the Management Compensation and Benefits Plan, which contains
three parts: 1) an introduction, 2) a brief overview of how management performance will be
evaluated and how compensation levels will be determined, and 3) a schedule of management
benefits.
A. Definitions
1. Management Employees - Management employees are defined as those employees
whose classifications are listed on the Management Salary Structure. Except as to
those management employees subject to an applicable law, all management
employees are considered "at-will" and have no property rights to their position. At
will employment with the City may be terminated at any time by either party, with or
without cause, for any reason or no reason whatsoever, and with or without advance
notice. At will employees do not have the right to appeal.
2. Carlsbad Police Management Association - Th e City of Carlsbad recognizes the
Carlsbad Police Management Association (CPMA) as the exclusive majority
representative for the classifications of Police Lieutenant and Police Captain,
pursuant to the petition for formal recognition submitted on January 24, 1983 and
approved April 22, 1983, in accordance with the Carlsbad Municipal Code.
3. City Council Appointed Employees - The City Manager and City Attorney are hired
by and responsible directly to the City Council. The salaries for these positions shall
be set by the City Council. The City Manager and City Attorney will not be subject
to the provisions of the Performance Management and Compensation program as
outlined in Section 2 of this attachment. The schedule of management benefits (as
outlined in Section 3 of this attachment) will apply to these positions, except as
otherwise provided by the City Council.
SECTION 2: PERFORMANCE MANAGEMENT AND COMPENSATION SYSTEM
OVERVIEW
The City Council has delegated its authority to the City Manager (and City Attorney, for
management employees in the City Attorney's Office) to administer a Performance
Management and Compensation System for management employees, including CPMA
represented employees, under the following general guidelines.
' Hereafter, all references to the City Manager include, with regard to management employees in the City Attorney's
Office, the City Attorney.
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The system is comprised of two major components:
• Performance Management - emphasizing an employee development approach to
performance appraisal, comprised of:
=^> Alignment of individual contributions with organizational direction,
=> Development and demonstration of competencies in the job, and
=> Measurement of levels of accomplishment of goals
• Compensation - based on a market driven approach to compensation, comprised of:
=> Market based salary structure
=> Base pay
=> Incentive Pay
PERFORMANCE MANAGEMENT
The Performance Management Cycle
The Performance Management Cycle coincides with the fiscal year and includes three separate
phases: Performance Planning, Performance Update, and Performance Review.
Major Components of Performance Management
The two major components upon which a management employee's performance is based are:
• the development and demonstration of specific competencies, and
• the accomplishment of goals.
Management Competencies -
All management employees are reviewed and evaluated based on how well they can
develop and demonstrate specific competencies. Competencies are the knowledge, skills,
abilities, and behaviors that are essential to the success of each management employee.
Goals -
Goals describe how the individual's contribution links and aligns with their department's
goals and objectives and ultimately with those of the City Council. Goals are set at the
beginning of the performance management cycle, and employees are evaluated at the end
of the cycle as to how well they accomplished their assigned tasks for the year.
Revised 9/27/1
Link to Compensation
An employee's performance, as evaluated against the selected competencies, is rewarded by a
base pay adjustment. Base pay adjustments are ongoing and are added to the employee's annual
salary. An employee's performance, as evaluated against the achievement of annual goals, is
rewarded by an incentive award. Incentive payouts are one-time cash payments to an employee
which do not recur automatically from time to time. Both the base pay increases and the
incentive payments comprise the cash compensation available to management employees.
COMPENSATION
The Performance Management and Compensation System is based upon a market based
approach to compensation, comprised of:
• A market based salary structure
• A base pay program based on the development and demonstration of
competencies
• An incentive pay program based on the measurable achievement of specific
goals
Market Based Salary Structure - Base Pay Program
The Management Salary Schedule, attached hereto as Attachment A, establishes a salary grade
for each management classification. The City Manager is delegated authority to place employees
at any salary within the range, as determined by the appointee's knowledge, skills and abilities.
The area of the salary grade between the minimum and the bottom of the market range is
intended for inexperienced new hires.
The Human Resources Department will conduct an annual survey of a reasonable number of
comparable agencies in San Diego County. Job content, job classification and salary information
on each City of Carlsbad classification will be compared with appropriate classifications in the
comparator group. The City Council delegates to the City Manager the authority to assign job
classifications to a specific salary grade, based on both benchmark salary information and
internal relationships within the organization. Changes to the "minimum" and "market range" of
each salary grade within this structure shall be approved by the City Council.
The City Council determines the budget amount to be spent on management base pay increases
for each fiscal year, and the base pay increase percentages will be determined after all of the
performance ratings have been determined. All base pay increases are prospective.
Management employees whose current salary is above the maximum of the market range for
their assigned salary grade shall continue to be paid at that base rate until their salary falls within
the market range, and until such time shall not be eligible for base pay increases.
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For 2011, the City Council has determined that Management employees will receive a 3 percent
salary increase, beginning the pay period that includes December 1, 2011, except as noted below:
• Employees whose most recent performance evaluation documented a below standard
level of performance will not receive an increase.
• Employees whose salaries are already at the top of the salary range for their position will
receive a one-time payment equal to 3 percent of their salary, but no salary increase.
• Employees whose salaries are within 1 or 2 percentage points of the top of the salary
range for their position will receive a salary increase to the top of the salary range and the
remaining amount as a one-time payment.
INCENTIVE PAY PLAN
The Incentive Pay plan is provided in addition to the Base Pay plan.
All management employees are eligible for incentive pay, regardless of their position in the
salary range. All management employees' salary above base pay is unfixed and uncertain until
completion of the evaluation and award process annually, in which the incentive portion, if any,
is determined for each management employee.
Employees earn the incentive based on their achievement of goals established during the
performance management process. For each goal, achievement is rated based on one of two
performance levels: Threshold or Target.
Unlike base pay increases which are determined at the end of the performance management
cycle, the potential incentive percentages will be made public at the beginning of the
performance review cycle. Incentive awards are expressed as a percentage of base pay. The
City Council will determine the annual amount to be budgeted for management incentive pay,
and an Incentive Pay matrix will be distributed to all management employees. This matrix will
change from time to time based on the City's economics, market data, and demographics. At the
end of the fiscal year and upon completion of the review process, incentive awards will be
granted to employees based on their level of goal accomplishment during the performance
management cycle. No management employee shall be awarded incentive compensation in an
amount greater than 10% of that employee's base salary.
The City Manager will periodically provide the City Council with progress reports on the
operation of the Performance Management and Compensation System.
SECTION 3: SCHEDULE OF BENEFITS
Life Insurance
All management employees shall receive City paid life insurance in an amount equal to two
times the basic yearly earnings. To determine benefits, the amount of insurance is rounded to the
next higher $1,000 multiple, unless the amount equals a $1,000 multiple. Supplemental Life, at
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an amount equal to City paid life insurance, is available at the employee's cost. Dependent life is
also available at the employee's cost.
Former CMWD management employees shall receive Group Term Life Insurance, Accidental
Death and Dismemberment, and Dependent Life Insurance as contained in their Individual
Agreement.
Retirement
All management employees shall participate in the California Public Employees' Retirement
System (CalPERS). The specific retirement formula applied will be determined based on
whether the position is deemed safety or miscellaneous. All positions not deemed eligible for
safety retirement will be deemed miscellaneous under the CalPERS system. Optional benefits
unique to the City of Carlsbad's contract with CalPERS are outlined in the Coverage Key of the
CalPERS Procedures Manual. A copy of this manual is kept on file in the Human Resources
Department.
Retirement Contribution
A. All management employees, other than management employees who are considered fire
safety employees, shall have all seven percent (7%) of their portion of the retirement
contribution to the California Public Employees' Retirement System paid by the City
until the pay period that includes January 1, 2005. The specific retirement formula
applied will be determined based on whether the position is deemed safety or
miscellaneous. All positions not deemed eligible for safety retirement will be deemed
miscellaneous under the CalPERS system.
Management employees who are considered fire safety employees are eligible for the
same retirement benefit formula and are subject to the same retirement provisions
described in the City of Carlsbad CalPERS safety contract as those provided to
employees represented by the Carlsbad Firefighters' Association, Inc. For sworn fire
management employees, the City will contract with the California Public Employees'
Retirement System (CalPERS) to provide the "3% @ 50" retirement benefit effective the
pay period inclusive of January 1, 2004. Effective the pay period inclusive of January 1,
2004, the City will pay on behalf of all sworn fire management employees eight percent
(8%) of the employee's retirement contribution to CalPERS. Effective the pay period
inclusive of January 1, 2004, each sworn fire management employee will pay the
additional one percent (1%) employee retirement contribution to CalPERS. The one
percent employee retirement contribution will be made on a pre-tax basis. A two-tier
retirement plan will apply to all sworn members entering membership for the first time in
a City of Carlsbad fire safety classification on or after October 4, 2010. The terms of the
second tier shall include the following:
a. 2% @ 50 formula
b. 3-year Final Average Earnings (FAE) for final compensation
calculation
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B. Effective January 1, 2005, the City will contract with CalPERS to provide the "3% @ 60"
retirement benefit for Management employees who are considered miscellaneous.
Effective the pay period inclusive of January 1, 2005, the City will pay on behalf of all
miscellaneous management employees seven percent (7%) of the employee's retirement
contribution to CalPERS. Effective the pay period inclusive of January 1, 2005, each
miscellaneous management employee will pay the additional one percent (1%) employee
retirement contribution to CalPERS. This one percent employee retirement contribution
will be made on a pre-tax basis by implementing provisions of section 414(h)(2) of the
Internal Revenue Code (IRC).
C. Reduction in Employer-Paid Member Contributions (EPMC): Effective with the first
payroll period including December 1, 2011, the 7% EPMC referenced in section B above
shall be reduced to 3.5% for all management employees. First tier employees shall make
employee contributions of 4.5% through payroll deductions. Since the statutory
employee contribution for Second tier employees (as described below) is 7%, those
employees shall make employee contributions of 3.5% through payroll deductions. The
employee retirement contribution will be made on a pre-tax basis by implementing
provisions of section 414(h)(2) of the Internal Revenue Code (IRC).
D. Second tier of retirement benefits for employees hired after November 27, 2011: The
City shall amend its contract with CalPERS pursuant to Government Code Section 20475
to provide a second tier of retirement benefits for all employees hired after November
27, 2011 or as soon as administratively possible thereafter. The second tier shall have the
following key components:
a. Retirement Formula shall be 2% @ 60 (Government Code Section 21353); and
three year average final compensation (Government Code Section 20037).
Management Leave
Management employees are exempt from overtime requirements under the Fair Labor Standards
Act. Fire Battalion Chiefs are exempt from overtime requirements under FLSA, however, Fire
Battalion Chiefs that are required to work a 24-hour shift/112 hours per bi-weekly pay period
schedule are paid straight time for overtime when they are covering the duty for a Battalion
Chief on leave. Management employees in the City are paid on a salary basis versus an hourly
basis. Pursuant to FLSA regulation 29 CFR Section 541.5d, the City can make deductions from
salary or leave accounts for partial day absences for personal reasons or sickness because the
City has a policy and practice of requiring its employees to be accountable to the public that they
have earned their salaries. A partial day absence is an absence of less than the employee's
regular work day. Pursuant to FLSA regulation 29 CFR Section 541.118 (a)(2) and (a)(3), the
City may make salary or leave reductions based upon full day absences.
Partial day or full day absences shall be first charged against the exempt employee's vacation,
sick, or executive leave account. In the event the exempt employee does not have sufficient time
in his/her leave account to cover the absence, deductions without pay will be made on full days
only.
Revised 9/27/1:
Vacation
All management employees (except Fire Battalion Chiefs that work 112 hours per
bi-weekly pay period) shall earn vacation on the following basis:
Beginning with the first (1st) working day through the completion of five
(5) full calendar years of continuous service - 80 hours/year (3.08 hours
biweekly).
Beginning the sixth (6th) year of employment through the completion of
ten (10) full calendar years of continuous service - 120 hours/year (4.62
hours biweekly).
Beginning the eleventh (11th) year of employment through the completion
of eleven (11) full calendar years of continuous service - 128 hours/year
(4.92 hours biweekly).
Beginning the twelfth (12th) year of employment through the completion
of twelve (12) full calendar years of continuous service - 136 hours/year
(5.23 hours biweekly).
Beginning the thirteenth (13th) year of employment through the
completion of thirteen (13) full calendar years of continuous service - 144
hours/year (5.54 hours biweekly).
Beginning the fourteenth (14th) year of employment through the
completion of fifteen (15) full calendar years of continuous
service - 152 hours/year (5.84 hours biweekly).
Beginning the sixteenth (16th) year of continuous employment, vacation
time shall be accrued, and remain at a rate of 160 hours for every full
calendar year of continuous employment thereafter (6.15 hours biweekly).
Management employees with comparable service in local government agencies
may be granted credit for such service for the purpose of computing vacation at
the discretion of the City Manager. All management employees shall be
permitted to earn and accrue up to and including three hundred and twenty (320)
hours of vacation, and no employee will be allowed to earn and accrue vacation
hours in excess of the three hundred and twenty (320) hour maximum.* The City
Manager shall be responsible for the granting of vacation to all management
personnel, except in the case of the City Attorney's Office, where the City
Attorney shall be responsible for granting vacation.
* If there are unusual circumstances that would require an employee to exceed the vacation
accrual maximum, he/she must submit a request in writing to the Department Head and the City
Manager. The Department Head and the City Manager may grant such a request if it is in the
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best interest of the City. Requests will be handled on a case-by-case basis and will be
considered only in extreme circumstances.
Former CMWD management employees shall earn and accrue vacation up to and
including the maximum as contained in their Individual Agreement. Fire
Battalion Chiefs that work a 112 hours per bi -weekly pay period shall earn and
accrue vacation up to and including the maximum commensurate with Carlsbad
Firefighters' Association (CFA) represented employees that work 112 hours per
bi-weekly pay period.
Vacation Conversion
Each December, management employees will be allowed to voluntarily convert
up to 80 hours of accrued vacation to cash, provided that they have used 80 hours
of vacation during the prior calendar year as defined by the 26 pay periods in that
calendar year. Fire Battalion Chiefs that work 112 hours per bi-weekly pay
period will be allowed to voluntarily convert up to 112 hours of accrued vacation
to cash, provided that they have used 112 hours of vacation during the prior
calendar year as defined by the 26 pay periods in that calendar year.
Executive Leave
All management personnel, except former CMWD management employees, shall
receive 56 hours per fiscal year for executive leave. The 56 hours will be credited
at the beginning of each fiscal year to individual leave balances. This leave must
be used within the same fiscal year.
The City Manager is authorized to provide ten (10) additional hours of executive
leave per year to any management employee who is required to work extended
hours due to emergencies such as fires, storms, floods, or other emergencies.
Sick Leave
Twelve (12) days of sick leave are accrued per year. Accumulation is unlimited
(employees cannot receive payment for unused sick leave). Fire Battalion Chiefs
that work 112 hours per bi-weekly pay period shall accrue sick leave
commensurate with CFA represented employees that work at 112 hours per bi-
weekly pay period.
Bereavement Leave
An employee may use up to an equivalent of three work days of paid leave if
required to be absent from duty due to the death of a member of the employee's
immediate family. Additional time off may be authorized by the Department
Head and charged to accrued vacation or sick leave or treated as leave without
pay.
Revised 9/27/11
The "immediate family" shall be defined as: spouse, child, parent, sibling,
grandparents, grandchild, registered domestic partner; the aforementioned
either natural, legally adopted, step or in-law, or any person over which
the employee acts as legal guardian, or a verifiable current member of the
immediate household.
The employee may be required to submit proof of relative's death before final
approval of leave with pay is granted.
Leave of Absence
1. Leave of Absence Without Pay
A. General Policy
Any employee may be granted a leave of absence without
pay pursuant to the recommendation of his/her Department Head
, and the approval of the City Manager.
A leave without pay may be granted for any of the following
reasons:
1. Illness or disability.
2. To take a course of study which will increase the
employee's usefulness on return to his/her position in the
City service.
3. For personal reasons acceptable to the City Manager and
Department Head.
B. Authorization Procedure
Requests for leave of absence without pay shall be made upon
forms prescribed by the City Manager and shall state specifically
the reason for the request, the date when the leave is desired to
begin, the probable date of return, and the agreement to reimburse
the City for any benefit premiums paid by the City during the leave
of absence. The request shall normally be initiated by the
employee, but may be initiated by his/her Department Head, and,
upon written recommendation of the Department Head that it be
granted, modified or denied, shall be promptly transmitted to the
City Manager. A copy of any approved request for leave of
absence without pay shall be delivered promptly to the Directors of
Finance and Human Resources.
C. Length of Leave and Extension
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A leave of absence without pay may be made for a period not to
exceed six months, unless otherwise approved by the City
Manager. The procedure for granting extensions shall be the same
as that in granting the original leave provided that the request for
extension is made no later than fourteen (14) calendar days prior to
the expiration of the original leave.
D. Return From Leave
When an employee intends to return from an authorized leave of
absence without pay either before or upon the expiration of such
leave, he/she shall contact his/her Department Head at least
fourteen (14) calendar days prior to the day he/she plans to return.
The Department Head shall promptly notify the City Manager of
the employee's intention. The employee shall return at a rate of
pay not less than the rate at the time the leave of absence began.
E. Effect of Leave Without Pay
An employee shall utilize all his/her vacation, and/or sick leave (if
applicable) prior to taking an authorized leave of absence without
pay.
A prorata reduction of normal annual vacation and sick leave
accruals shall be applicable to an approved absence without pay.
Any absence without pay constitutes a break of continuous service
with the City. The granting of any leave without pay exceeding
two full scheduled pay periods shall cause the employee's salary
anniversary date and calculation of full-time continuous service to
be extended by the number of calendar days for which such leave
has been granted less the first two full pay periods of such leave.
An employee's accumulation of sick leave and vacation leave will
cease after the completion of two (2) full scheduled pay periods in
which the employee has not received compensation due to a leave
of absence without pay. Accrual will be reinstituted beginning the
first day of the first full pay period after the employee has returned
to work.
F. Leave Without Pay - Insurance Payments and Privileges
An employee on leave without pay may continue his/her City
insurance benefits by reimbursing the City for the costs of
insurance on a monthly basis during the period of the leave.
Failure to reimburse the City for such benefits during the term of a
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leave of absence will result in the employee's coverage terminating
on the first day following the month in which the last payment was
received.
An employee on leave of absence without pay shall not have all of
the privileges granted to regular employees.
Pregnancy Disability Leave
An employee disabled by pregnancy shall be allowed to utilize a combination of
accrued sick leave and vacation time and leave without pay to take a leave for a
reasonable period of time, not to exceed four months. An employee shall utilize
all accrued leave prior to taking leave without pay. Reasonable period of time
means that period during which the employee is disabled on account of
pregnancy, childbirth, or related conditions.
An employee who plans to take a leave pursuant to this article shall give the City
reasonable notice of the date the leave shall commence and the estimated duration
of the leave.
Family and Medical Leave of Absence (FMLA)
An employee may be granted a FMLA of up to 12 weeks in a 12 month period for
one or more of the following reasons:
for the birth/placement of a child for adoption or foster care,
- to care for an immediate family member with a serious health condition, or
to take medical leave when the employee is unable to work because of a
serious condition.
FMLA may be paid or unpaid and may be granted concurrently and in
conjunction with other leave and benefit provisions. Specific details regarding the
provisions of this leave are available by contacting the Human Resources
Department.
Military Leave
Military leave shall be authorized in accordance with the provisions of State and
Federal law. The employee must furnish satisfactory proof to his/her Department
Head, as far in advance as possible, that he/she must report to military duty.
Jury Duty
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When called to jury duty, an employee shall be entitled to his/her regular
compensation. Employees released early from jury duty shall report to their
supervisor for assignment for the duration of the shift. Employees shall be
entitled to keep mileage reimbursement paid while on jury duty.
A Department Head may, at his/her sole discretion, contact the court and request
an exemption and/or postponement of jury service on behalf of an employee.
Employees released early from jury duty shall report to their supervisor for
assignment for the duration of the work day. At the discretion of the supervisor,
an employee may be released from reporting back to work if an unreasonable
amount of the work day remains in light of travel time to the job site after release.
Health Insurance for Retirees
Effective January 1, 2001, management employees will be covered by the Public Employees'
Medical and Hospital Care Act and will be eligible to participate in the California Public
Employees' Retirement System (CalPERS) Health Program. Management employees who retire
from the City, either service or disability, shall be eligible to continue their enrollment in the
CalPERS Health Program when they retire, provided that the individual is enrolled or eligible to
enroll in a CalPERS medical plan at the time of separation from employment and their effective
date of retirement is within 120 days of separation. The City will contribute the minimum
amount per month required under Government Code Section 22892 of the PEMHCA toward the
cost of each retiree's enrollment in the CalPERS Health Program. Direct authorization may be
established for automatic deduction of payments for health insurance administered by CalPERS.
Employees who retire from the City, either service or disability, shall be eligible to continue to
participate in the City's dental and/or vision insurance programs. The cost of such dental and/or
vision insurance for the employee and eligible dependents shall be borne solely by the employee.
The City shall not charge the COBRA administrative cost to the retirees.
In order to qualify for this benefit, the retiree must have a minimum of five (5) years of City
service and be a minimum of fifty (50) years old.
The retiree must make arrangements with the City to prepay his/her monthly premiums for dental
and/or vision insurance and must keep such payments current to ensure continued coverage.
Sick Leave Conversion
Any management employee who has accrued and maintains a minimum of one hundred (100)
hours of sick leave shall be permitted to convert up to twelve (12) days of sick leave and
uncompensated sick leave to vacation at a ratio of three (3) sick leave days per one (1) day of
vacation. The sick leave conversion option will be provided during the first week of each fiscal
year. Conversion can only be made in increments of full day vacation days. Employees will not
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be allowed to convert sick leave to vacation if such conversion would put them over the vacation
accrual maximum.
Former CMWD management employees per their Individual Agreement, have the option to sell
back 100% of accumulated sick leave in excess of 250 hours at their current rate. The City, at its
discretion, may purchase any accumulated sick leave from any of these referenced management
employees at the current rate.
Separation Compensation
All management employees involuntarily separated from the City service due to budget
cutbacks, layoffs, contracting out of service or for other reasons not due to misconduct which
would justify involuntary separation shall receive one month's salary computed at the
employee's actual salary at the time of separation.
Holidays
All management employees shall be paid holidays in accordance with the schedule of eleven (11)
holidays and one (1) floating holiday, as established by the City Council. Fire Battalion Chiefs
are subject to the same holiday schedule that is outlined for management employees. However,
they are compensated for holidays in the same manner as CFA represented employees that work
112 hours per bi-weekly pay period. The floating holiday may be used at the discretion of the
employee with prior approval of the Department Head.
The scheduled paid holidays that will be official City holidays shall be as follows:
New Year's Day Columbus Day
Martin Luther King's Birthday Veteran's Day
Presidents' Day Thanksgiving Day
Memorial Day Thanksgiving Friday
Independence Day Christmas Day
Labor Day One (1) Floating Holiday
Health Benefits
Management employees will participate in a flexible benefits program which includes medical
insurance, dental insurance, vision insurance and flexible spending accounts (FSAs). Each of
these components is outlined below.
Medical Insurance
Management employees will be covered by the Public Employees' Medical and Hospital Care
Act (PEMHCA) and will be eligible to participate in the California Public Employees'
Retirement System (CalPERS) Health Program. The City will pay on behalf of all management
employees and their eligible dependents and those retirees mentioned in the section of this
document titled, "Health Insurance for Retirees," the minimum amount per month required under
Government Code Section 22892 of the PEMHCA for medical insurance through the California
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Public Employees' Retirement System (CalPERS). If electing to enroll for medical benefits, the
employee must select one medical plan from the variety of medical plans offered.
Effective January 1, 2011, the City will contribute the following monthly amounts (called
"Benefits Credits") on behalf of each active management employee and eligible dependents
toward the payment of 1) medical premiums under the CalPERS Health Program, 2)
contributions in the name of the employee to the City's flexible spending account(s), 3)
contributions of some or all of the premium for dental coverage or vision coverage:
(a) For employees with "employee only" coverage, the City shall contribute
five hundred thirty ($530) per month that shall include the mandatory
payments to CalPERS. If the actual total premiums exceed the City's total
contributions, the employee will pay the difference.
(b) For employees with "employee plus one dependent" coverage, the City
shall contribute one thousand eleven dollars ($1,011) per month that shall
include the mandatory payments to CalPERS. If the actual total premiums
exceed the City's total contributions, the employee will pay the difference.
(c) For employees with "employee plus two or more dependents" coverage,
the City shall contribute one thousand three hundred twenty-eight dollars
($1,328) per month that shall include the mandatory payments to
CalPERS. If the actual total premiums exceed the City's total
contributions, the employee will pay the difference.
Effective January 1, 2012, the City will contribute the following monthly amounts (called
"Benefits Credits") on behalf of each active management employee and eligible dependents
toward the payment of 1) medical premiums under the CalPERS Health Program, 2)
contributions in the name of the employee to the City's flexible spending account(s), 3)
contributions of some or all of the premium for dental coverage or vision coverage:
(a) For employees with "employee only" coverage, the City shall contribute
five hundred forty-one ($541) per month that shall include the mandatory
payments to CalPERS. If the actual total premiums exceed the City's total
contributions, the employee will pay the difference.
(b) For employees with "employee plus one dependent" coverage, the City
shall contribute one thousand thirty-two dollars ($1,032) per month that
shall include the mandatory payments to CalPERS. If the actual total
premiums exceed the City's total contributions, the employee will pay the
difference.
(c) For employees with "employee plus two or more dependents" coverage,
the City shall contribute one thousand three hundred fifty-six dollars
($1,356) per month that shall include the mandatory payments to
CalPERS. If the actual total premiums exceed the City's total
contributions, the employee will pay the difference.
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Revised 9/27/11
Under no circumstances will any unused Benefits Credits as outlined above be paid to the
employee in cash. If the amount contributed by the City (Benefits Credits) exceeds the cost of
the medical and dental insurance purchased by the employee, the employee will have the option
of using any "excess credits" to purchase vision insurance or to contribute to a healthcare or
dependent care flexible spending account (FSA).
Dental Insurance
Management employees will be eligible to enroll in a City-sponsored dental plan. Should an
employee elect to enroll for medical benefits, he/she must also enroll in dental coverage at the
same coverage level (employee only, employee plus one dependent, employee plus two or more
dependents) as medical insurance.
Vision Insurance
Management employees will be eligible to enroll in a City-sponsored vision insurance plan.
Employees may elect to purchase vision insurance or to opt out of the vision insurance program.
If the decision is made to purchase vision insurance, a management employee may purchase
vision insurance at any level of coverage (employee only, employee plus one dependent,
employee plus two or more dependents).
Opt Out Provision
Management employees who do not wish to participate in the CalPERS Health Program will
have the choice of opting out of the City's medical insurance program, provided they can show
that they are covered under another insurance program.
Effective January 1, 2011, employees who elect this option will be given a reduced City
contribution amount (Benefits Credits) of two hundred eighty-eight dollars ($288) per month,
that shall include the mandatory payments to CalPERS, to be used toward the purchase of dental
insurance, vision insurance, or as a contribution to a flexible spending account. The City
contribution amount of two hundred eighty-eight dollars ($288) per month will be granted to any
employee who elects to opt out of the CalPERS Health Program, regardless of the employee's
level of coverage (employee only, employee plus one dependent, employee plus two or more
dependents).
Effective January 1, 2012, employees who elect this option will be given a reduced City
contribution amount (Benefits Credits) of two hundred ninety-four dollars ($294) per month, that
shall include the mandatory payments to CalPERS, to be used toward the purchase of dental
insurance, vision insurance, or as a contribution to a flexible spending account. The City
contribution amount of two hundred ninety-four dollars ($294) per month will be granted to any
employee who elects to opt out of the CalPERS Health Program, regardless of the employee's
level of coverage (employee only, employee plus one dependent, employee plus two or more
dependents).
Under no circumstances will any unused Benefits Credits as outlined above be paid to the
employee in cash.
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Revised 9/27/11
Former CMWD management employees shall receive Medical, Dental and Vision, and Retiree
Medical as contained in their Individual Agreement.
Annual Physical Examination and/or Physical Fitness Testing
All management employees, excluding former CMWD management employees, shall be eligible
for reimbursement of up to the amount of four hundred fifty dollars ($450) during each fiscal
year to pay the cost of an employee's annual physical examination and/or physical fitness testing.
The annual physical examination may be completed by a physician of the employee's choice.
Each employee claiming reimbursement shall be required to submit original receipts to the
Human Resources Department in lieu of submitting them to the insurance company for payment.
The annual physical examination offered to management employees provides physical fitness
testing and information regarding lifestyle changes that promote optimum health. Program
components include, but are not limited to: Computerized Heart Risk Profile, Complete Blood
Profile, Nutritional Assessment, Diet Program, Body Measurements, Lung Assessment,
Consultations, etc.
Long-Term Disability Insurance (LTD)
Long-term disability is available for all management personnel (except management personnel
who are considered fire safety employees) after 30 days of disability. The LTD premium cost is
paid by the City.
Former CMWD management employees shall receive LTD benefits as contained in their
Individual Agreement.
Accidental Death and Dismemberment
This is a voluntary program available to any employee who chooses to participate. Employees
may select among various levels of coverage which cover accidents and death. The City will pay
one-third (1/3) of the cost, the employee pays two-thirds (2/3) and 100% of dependent coverage.
Deferred Compensation
The City shall provide deferred compensation plan(s) which may be utilized by any management
employee. The City reserves the right to accept or reject any particular plan and to impose
specific conditions upon the use of any plan.
The City agrees to work with the City's deferred compensation provider (currently ICMA
Retirement Corporation) to implement a personal loan provision for all management employees
as soon as administratively possible. It is acknowledged that the City will assist in the
administrative set-up of this benefit but that the City has no liability if an employee should
default on the repayment of such a loan.
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Revised 9/27/11
Former CMWD management employees may voluntarily participate in the Deferred
Compensation Plan as contained in their Individual Agreement. The City matches former
CMWD employee contributions up to a maximum of 7.5% of the employee's earnings.
Drug and Alcohol Policy
It is the policy of the City of Carlsbad to provide a work environment free from the effects of
drugs and alcohol consistent with the directives of the Drug Free Workplace Act. This policy is
applicable to all employees covered by the Management Compensation and Benefits Plan. A
copy of this policy is available in the Human Resources Department.
As a provision of this policy, the City provides a voluntary Employee Assistance Program (EAP)
to assist employees who seek help for substance abuse or other personal problems affecting work
or family life. This program is available to employees and their family members and offers 24-
hour access to confidential professional EAP assistance for emergency or urgent situations. For
more specific information, contact the Human Resources Department or visit the City's intranet
site.
Reporting Value of Uniforms to CalPERS
Effective May 31, 2010, all fire management employees who are required to wear City-provided
uniforms will have the amount of $17.31 reported to CalPERS bi-weekly as special
compensation related to the monetary value of the required uniforms, excluding boots.
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Attachment A
JOB TITLE
Management Salary Structure (Base Pay)
FY 2011/12
GRADE MINIMUM MARKET RANGE
Assistant City Manager
Deputy City Manager
Fire Chief
Police Chief
Assistant City Attorney
City Planner
Community & Economic Dev. Director
Finance Director
Fire Division Chief
Housing & Neighborhood Svcs Director
Human Resources Director
Information Technology Director
Library and Cultural Arts Director
Police Captain
Parks and Recreation Director
Property & Environmental Mgmt. Dir.
Transportation Director
Utilities Director
Assistant Finance Director
Building & Code Enforc. Manager
City Communications Manager
City Traffic Engineer
Deputy City Attorney
Economic Development Manager
Engineering Manager
Fire Battalion Chief
Fire Marshal
Information Technology Manager
Municipal Property Manager
Police Lieutenant
Public Works Manager
Development Services Manager
Emergency Medical Services (EMS)
Paramedic Nurse Coordinator
Environmental Programs Manager
Finance Manager
Geographic Info. Systems Manager
Human Resources Manager
Municipal Projects Manager
8
8
8
8
7
7
7
7
7
7
7
7
7
7
7
7
7
7
6
6
6
6
6
6
6
6
6
6
6
6
6
5
5
5
5
5
5
5
$ 124,300
$ 108,100
$ 88,500
$ 80,700
$ 80,700
$143,000 - $ 180,300
$123,800 - $ 154,600
$101,700 - $ 128,300
$90,700 - $ 111,000
$90,700 - $ 111,000
Attachment A
JOB TITLE
Management Salary Structure (Base Pay)
FY 2011/12
GRADE MINIMUM MARKET RANGE
Park Development Manager
Police Communications Manager
Principal Planner
Public Safety Info. Technogy Manager
Public Works Superintendent
Recreation Services Manager
Risk Manager
Senior Engineer
Cultural Arts Manager
Construction Manager
Deputy Library Director
Emergency Preparedness Coordinator
Housing Program Manager
Public Information Officer
Records Manager
Senior Accountant
Senior Management Analyst
Video Production Manager
Community Relations Manager
Management Analyst
Principal Librarian
Public Works Supervisor
Aquatic Supervisor
Assistant City Clerk
Associate Analyst
Benefits Administrator
Gallery Curator
Media Services Specialist
Recreation Area Manager
Secretary to City Attorney
Secretary to City Council
Secretary to City Manager
Communications Coordinatior
Community Arts Coordinator
Community Volunteer Coordinator
5
5
5
5
5
5
5
5
4
4
4
4
4
4
4
4
4
4
3
3
3
3
2
2
2
2
2
2
2
2
2
2
1
1
1
Management Assistant 1
$ 66,700
$ 59,300
$ 52,800
$ 48,000
$ 48,000
$75,000 - $ 91,600
$66,600 - $ 81,300
$59,500 - $ 72,600
$54,200 - $ 65,900
$54,200 - $ 65,900