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R-2019-054 Non-Represented FT Salaries and Benefits FY 2020 - 2022; Tourism & Events Director Classification 2019-06-18RESOLUTION NO. R-2019-054 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PISMO BEACH, CALIFORNIA APPROVING SALARIES AND BENEFITS FOR A THREE-YEAR TERM (FISCAL YEARS 2020, 2021, AND 2022) FOR THE NON -REPRESENTED FULL- TIME CITY EMPLOYEES AND APPROPRIATING FUNDS AS REQUIRED TO COVER COSTS; AMENDING THE CITY'S CLASSIFICATION PLAN TO INCLUDE APPROVAL OF THE NEW JOB CLASSIFICATION OF TOURISM AND EVENTS DIRECTOR WHEREAS, the City's non -represented full-time employees' salaries and benefits are hereby defined for the three-year period July 1, 2019 through June 30, 2022 (Fiscal Year (FY) 2020, FY 2021 and FY 2022) which includes changes in pay and benefits; and WHEREAS, the City Council believes that the new Resolution is fair to its valued management and supervisory employees and also serves the community of Pismo Beach well by providing broadly competitive salaries and benefits to retain and attract quality employees to serve our residents, businesses and taxpayers; and WHEREAS, approval of an upgraded Tourism and Events Director (Exhibit A) classification to replace the Conference and Visitors Bureau Executive Director, reflects the needs of the City to effectively operate City programs, coordination and management of the Chapman Estate, and the tourism industry within the community. NOW THEREFORE, BE IT RESOLVED that the City Council of the City of Pismo Beach hereby adopts the following Resolution setting forth salaries and benefits for non - represented full-time City employees, including the Combined Salary Schedules attached hereto (Exhibit B), for the term of July 1, 2019 through June 30, 2022. BE IT FURTHER RESOLVED that the City Council of the City of Pismo Beach hereby appropriates the following amounts in FY 2020 and FY 2021 in the various funds and accounts as identified below, from the fund balances of each corresponding fund, including any necessary transfers between funds: PAGE 1 OF 25 R-2019-054 Fund General Fund Salaries Variable Benefits Deferred Comp Technology Costs Subtotal Water Enterprise Fund Salaries Variable Benefits Deferred Comp Technology Costs Subtotal Fund Wastewater Enterprise Fund Salaries Variable Benefits Deferred Comp Technology Costs Subtotal Parking Enterprise Fund Salaries Variable Benefits Deferred Comp Technology Costs Subtotal Technology Service Fund Salaries Variable Benefits Deferred Comp Techonology Recovery Subtotal All Funds Total Salaries Variable Benefits Deferred Comp Total FY 2020 $ 35,926 8,042 65,300 3,262 $ 112,531 3,826 867 2,675 182 $ 7,550 FY 2020 4,000 907 3,125 204 $ 8,237 1,089 250 3,400 130 $ 4,869 FY 2021 $ 87,977 26,319 65,300 5,491 $ 185,087 6,173 2,173 2,675 307 $ 11,328 FY 2021 6,700 2,433 3,125 343 $ 12,601 3,288 560 3,400 219 $ 7,466 1,093 3,300 185 560 2,500 2,500 (3,778) (6,360) $ - $ 45,934 10,253 77,000 $ 133,186 107,438 32,045 77,000 $ 216,483 PAGE 2 OF 25 R-2019-054 SECTION 1 AFFECTED EMPLOYEES The wages and benefits set forth herein are to be provided to those full-time employees whose positions are not represented by an employee organization recognized pursuant to Section 9(A) of City of Pismo Beach Resolution No. 1367 (the Employer -Employee Relations Resolution of the City of Pismo Beach). The job classes subject to the provisions of this resolution are set forth as follows: SUPERVISORY/ TECHNICAL These job classes provide first -line supervision and/or function in technical support capacities. Employees in these positions receive overtime pay pursuant to the Fair Labor Standards Act when they work over 40 hours in the work week. Unless employed on a less -than full-time basis, employees are part of the Competitive Service and have the full protection of the City's Personnel Rules and Regulations. Job Classifications in this group are: Executive Assistant, Accountant, Recreation Supervisor, and Parking Operations Supervisor. MID-MANAGEMENT/PROFESSIONAL These job classes are responsible for middle management tasks and/or perform more complex technical or professional tasks. Those with mid -management responsibilities oversee a major division or program area within a department. Employees are exempt from overtime pay requirements of the Fair Labor Standards Act. Unless employed on a less -than full-time basis, employees are part of the Competitive Service and have the full protection of the City's Personnel Rules and Regulations. Job Classifications in this group include: Tourism Coordinator, Assistant Engineer, Associate Planner, Senior Planner Recreation Manager, Utilities Manager, Public Facilities Manager, City Clerk, Engineer, IT Manager, Building Official, Finance Manager, Planning Manager, Human Resources Officer, Senior Civil Engineer, and Police Commander. MANAGEMENT EMPLOYEES These employees are responsible for management of operations and personnel of a City department(s). Employees in this group are exempt from overtime pay requirements of the Fair Labor Standards Act and are excluded from the competitive service as defined in Section 2.40.020 of the City of Pismo Beach Municipal Code including: City Manager, Police Chief, Public Works Director/City Engineer, Community Development Director, Administrative Services Director, Management Services Director, and Tourism and Events Director. SECTION 2 PAY RATES AND COMPENSATION 1. Effective the first full pay period in July 2019, the salary ranges for all affected job classes shall be set forth on Schedule A, which is attached hereto and by this reference made a part hereof. Schedule A represents equity adjustments for the following positions, as represented by Salary Range changes, as follows: PAGE 3 OF 25 R-2019-054 Building Official 10% Utilities Manager 10% In addition, Schedule A includes a salary increase for Cost of Living for all classifications, of 1%. 2. Employees shall receive the following Cost of Living adjustments as set forth on Schedule B and Schedule C, attached hereto and by this reference made a part hereof, effective at the start of the first full pay period in the specified month: a. July 2020 b. July 2021 2% (Schedule B) 1 % (Schedule C) SECTION 3 DEFERRED COMPENSATION SUPERVISORY/ TECHNICAL AND MID-MANAGEMENT/PROFESSIONAL The City will pay $4,500 per year into each affected employee's deferred compensation account, payable in 24 equal payments — two each month — at $187.50 per payment. MANAGEMENT EMPLOYEES The City will pay $9,000 per year into each affected employee's deferred compensation account, payable in 24 equal payments — two each month — at $375.00 per payment. SECTION 4 HEALTH AND WELFARE INSURANCE BENEFITS A. Life Insurance The City will continue to provide each employee with term life insurance coverage equal in value to $50,000. Said policy shall also include accidental death and dismemberment benefits, plus dependent coverage (refer to the Life Insurance Summary Document and Policy for details). The City will pay 100% of the premium cost for said insurance. PAGE 4 OF 25 R-2019-054 Lund B. Health Insurance (Medical, Dental, Vision Care) CITY'S CAFETERIA PLAN 1. Effective January 1, 2010 the City implemented a full flex cafeteria plan for active employees in accordance with IRS Code Section 125. Active employees participating in the City's full flex cafeteria plan shall receive a monthly flex dollar allowance to purchase benefits under the full flex cafeteria plan. The monthly flex dollar allowance effective January 1, 2010 shall be a dollar amount equal to the amounts defined below, which includes the California Public Employees' Medical and Hospital Care Act (PEMHCA) contribution hereby referred to as the PEMHCA minimum contribution, for an Employee, an Employee & One Dependent, or an Employee & Two or More Dependents. The monthly flex dollar allowance may be used in accordance with the terms of the cafeteria plan to purchase benefits such as medical, dental, and vision insurance coverage, or any other benefits the City may offer from time to time, or may be converted to taxable income. 2. The City shall make Medical, Dental and Vision care insurance available for employees. There shall be an open enrollment period once each year prior to the insurance policy anniversary date to allow for changes in coverage. 3. City Flex Dollar Contributions During the term of this resolution, the City's flex dollar allowance will be established based on the following amounts for health, dental and vision. The amounts will include the PEMHCA minimum contribution. SUPERVISORY/TECHNICAL AND MID-MANAGEMENT/PROFESSIONAL The current rate for employee only is equal to $947.83; employee plus 1 dependent is equal to $1,589.02; employee plus children is equal to $2,072.93; and employee plus family is equal to $2,103.93. MANAGEMENT EMPLOYEES The City provides up to $2,103.93 per month for the cost of Medical, Dental and Vision coverage for employee plus dependents, for whatever level of coverage or plan the employee selects. In the event that different levels of dependent coverage are selected for dental and vision care than for medical coverage, the amount of dental and vision coverage shall be calculated based on the level of benefit selected by the employee and that amount shall be subtracted from the level of medical coverage selected. For PAGE 5 OF 25 R-2019-054 example, if an employee selects "Employee Plus Family" dental and vision coverage, and "Employee Only" medical coverage, 100% of the cost of the full family dental and vision coverage shall be subtracted from the Employee Only maximum coverage level to determine the employee deduction for total health and welfare coverage. This same calculation shall be used to determine the amount of Employee Only medical redirect that may be paid pursuant to Section 4, below. 4. Medical Redirect If an employee has health, dental and vision insurance coverage through a spouse/dependent or a former employer and provides proof of other coverage to the Human Resources Department, the employee may elect to waive the City's health insurance coverage and elect to use flex dollars, equal to the amount defined for employee only coverage of health, dental and vision, in accordance with the terms of the cafeteria plan, or the amount may be converted to taxable income. See Section 3, above, for the calculation if an employee has selected different levels of dependent coverage for dental and vision than for medical coverage. PAGE 6 OF 25 R-2019-054 SECTION 5 RETIREMENT HEALTH HEALTH COVERAGE FOR RETIRED EMPLOYEES A. Retiree Health Coverage Employees identified in this Resolution who retire from the California Public Employees' Retirement System (CaIPERS) within 120 days of leaving their position with the City are eligible to continue in the City's retiree group health insurance program offered through Public Employees' Medical and Hospital Care Act (PEMHCA). The City's contribution towards retiree coverage shall be The PEMHCA minimum contribution as determined by CaIPERS from time to time. B. Longevity Payments The City shall make a longevity payment to an employee who retires from the City as described in this Section and who qualifies for and exercises their right through PERS to receive the City's retiree group health insurance. The City shall make a longevity payment on a monthly basis to the retiree's Retiree Health Reimbursement Arrangement trust (Retiree HRA trust). The City's monthly contribution to the Retiree HRA trust shall be the difference between the premium cost of coverage for the retiree and retiree's spouse (when applicable) minus the PEMHCA minimum contribution up to the City's maximum longevity contribution. In 6.0 no event shall the City's total contribution to the Retiree HRA exceed the amounts described in this section. The City's maximum contribution towards a retiree's Retiree HRA Trust account shall not be subject to change and shall continue for the lifetime of the retiree and retiree's spouse, in accordance with PEMHCA eligibility provisions for coverage. Ismad 1. Employees retiring on or before January 1, 2010 shall receive a longevity payment not to exceed: SUPERVISORY/ TECHNICAL AND MID -MANAGEMENT /PROFESSIONAL Retiree only/surviving spouse: Retiree plus one dependent Retiree plus family: MANAGEMENT EMPLOYEES Retiree only/surviving spouse: Retiree plus one dependent Retiree plus family: $270 per month $428 per month $529 per month $596 per month $567 per month $529 per month The City's contribution to a retiree's Retiree HRA will decrease if the retiree experiences a change in family status, i.e. retiree has retiree plus one coverage and the spouse passes away, therefore changing to retiree only coverage. PAGE 7 OF 25 R-2019-054 2. Employees employed before July 1, 2009, retiring after January 1, 2010 who satisfy the criteria outlined below shall receive the longevity payment described in Part B 1 of Section 5: i. Employee retires from the City, and ii. Employee has 10 or more years of service with the City of Pismo Beach at the time of retirement 3. Employees employed before July 1, 2009, retiring after January 1, 2010 who satisfy the criteria of this section shall receive the longevity payment described below: i. Employee is age 50 as of January 1, 2010, and the ii. Employee has less than 10 years of service at the time of retirement from the City, the retiree shall receive the longevity payment described in Part B 1 of Section 5 4. Employees employed before July 1, 2009, with less than 10 years of service at retirement and who are not age 50 as of January 1, 2010, who retire from the City shall not be eligible to receive a longevity payment from the City. The City's contribution towards their retiree health coverage shall be the PEMHCA minimum contribution as described in Part A of this Section. 5. Employees hired on or after July 1, 2009, shall not be eligible to receive a longevity payment from the City. The City's contribution towards their retiree health coverage shall be the PEMHCA minimum contribution as described in Part A of this Section. C. Establishment of a Retiree Healthcare Trust The City shall make available to the employees represented by this Resolution a Retiree Healthcare Trust, where employees shall be provided the opportunity to defer vacation and an a specified amount of annual sick time buy-back, as well as a portion of their salary (if applicable), to pre -fund their future retiree health care costs. The trust and contribution requirements shall comply with the guidelines established by the Internal Revenue Service. SECTION 6 RETIREMENT PERS A. SWORN EMPLOYEES: 1. The City provides Sworn Safety employees hired before December 17, 2012, retirement coverage through the Public Employees' Retirement System (PERS), specifically the PERS Benefit Description: "3% at 50 Modified Formula" and "One -Year Final Compensation". The Employee will pay the total 9% sworn Member Contribution plus 3% Employer contribution. PAGE 8 OF 25 R-2019-054 2. The City provides Sworn Safety police members hired after December 17, 2012, who qualify as a PERS "Classic" member under the new Public Employees' Pension Reform Act ("PEPRA") the retirement formula under Government Code Section 21363.1 (3% @ 55), modified for Social Security for Police Safety Employees. This formula shall be based upon highest average full-time monthly pay rate for a 3-year period. The Employee will pay the total 9% sworn member contribution plus 3% Employer contribution. 3. The City provides Sworn Safety police employees hired after January 1, 2013 who do not qualify for Pension Reciprocity pursuant to Government Code Section 7522.02(c), retirement coverage through the PERS retirement formula (2.7% © 57 formula). This formula shall be based upon highest average full time monthly pay rate for a 3-year period. Employees shall pay the full employee's share of Public Employees' Retirement employee contribution as determined by PERS; the City shall not pay any portion of the required employee contribution. Under this retirement benefit (2.7% © 57) the employee pays the full PERS employee Member Contribution (currently 11.5%) plus 0.5% of the Employer Contribution. Should the employee contribution rate increase as defined by PEPRA, the employee will pay the Member Contribution rate defined under PEPRA plus one half of a percentage point (0.50%). B. NON -SWORN EMPLOYEES: 1. The City provides Non -Sworn Employees hired before December 17, 2012, with retirement benefits through the Public Employees' Retirement System (PERS) at a "2.5 © 55" modified formula, which includes the PERS Benefit Description: "One Year Final Compensation". Of the 8% Member Contribution, the employee pays 8% of the PERS employee Member Contribution and the City pays 0%. 2. The City provides PERS Miscellaneous Non -Sworn employees hired after December 17, 2012, who qualify as a PERS "Classic" member under the new Public Employees' Pension Reform Act ("PEPRA") retirement coverage through the Public Employees Retirement System ("PERS") Government Code Section 21353 (2% @ 60) for Miscellaneous Employees. This formula shall be based upon highest average full-time monthly pay rate for a 3-year period. Employees with the 2% © 60 modified formula pay the full 7% PERS employee Member Contribution plus 1.0% of the City contribution. 3. The City provides PERS Miscellaneous employees hired after January 1, 2013 who do not qualify for Pension Reciprocity pursuant to Government Code Section 7522.02(c), the City shall provide retirement coverage through the PERS retirement formula under Government Code 7522.20 (2% © 62 PAGE 9 OF 25 R-2019-054 formula). This formula shall be based upon highest average full time monthly pay rate for a 3-year period. Employees pay the full employee's share of Public Employees' Retirement employee contribution as determined by PERS; the City shall not pay any portion of the required employee contribution. Under this retirement benefit (2(3/0 @ 62) the employee pays the full 6.25% PERS employee Member Contribution plus 1.75% of the City Contribution. For "new" Miscellaneous employees, should the employee contribution rate increase as defined by PEPRA, the employee will pay the Member Contribution, plus 1.75%. C. ALL EMPLOYEES The City has amended the Retirement Contract with PERS to allow the additional Cost Sharing contribution by the employees (the amounts contributed by employees above the Member Contribution) to be credited to the employee's PERS account as a normal contribution and the additional amount will be reported as tax deferred compensation in accordance to IRC 414(h)(2). SECTION 7 LEAVE Leave benefits shall be as provided in Sections 19 of the City of Pismo Beach Personnel Rules and Regulations, including Sick Leave for Management Employees, with the exception as follows: MANAGEMENT EMPLOYEES Vacation Leave of the Personnel Rules and Regulations shall apply, except that subsection c) thereof, relating to rates of vacation accrual, is replaced by the following: The specific rates at which vacation leave are to be accrued are as stated in the Personnel Rules and Regulations, with the exception of #3, which shall be replaced as follows: effective upon the employee's completion of ten years of service with the City, the employee's annual vacation leave shall accrue at 1.5 days per month, plus an additional 0.083 (1/12th) day per month for each completed year of service over 11 years, up to a maximum accrual rate of 1.83 days per month (22 days per year), effective upon the employee's completion of fifteen years of service with the City. Employees may carryover into a new calendar year unused vacation leave up to a maximum of two times the employee's new annual accrual rate. Any carryover beyond the maximum requires written approval of the City Manager. SECTION 8 OVERTIME The City shall administer all overtime pay provisions consistent with the Fair Labor Standards Act (FLSA), including paying the appropriate overtime hourly rate for all hours PAGE 10 OF 25 R-2019-054 auel worked in excess of 40 hours worked in a 7-day (168-hour) workweek for those employees who are not exempt from overtime payment under the FLSA. Only time worked shall be used to calculate overtime, except that paid holidays shall be counted as time worked for calculating overtime. Overtime shall accrue in one -quarter hour minimum periods. The City continues to reserve its Management Right to determine work schedules. SECTION 9 COMPENSATORY TIME OFF A. Accrual TECHNICAL AND SUPERVISORY non-exempt employees specified in Section 1:At the discretion of the employee, overtime worked during a pay period shall be paid at the rate of one and one-half times the employee's regular rate of pay or added to the employee's accrued compensatory time off balance at the rate of one and one-half hours accrued for each hour worked, provided that in no event shall compensatory time off be accrued so as to cause the employee's compensatory time off balance to exceed 80 hours. Overtime hours worked that would cause the employee's compensatory time off balance to exceed 80 hours shall be paid at the time and one-half rate. B. Use An employee may use some or all of the employee's compensatory time off after approval by the Department Head. SECTION 10 ADMINISTRATIVE LEAVE MID-MANAGEMENT/PROFESSIONAL employees specified in Section 1 are granted five (5) administrative leave days (40 hours) per fiscal year. MANAGEMENT employees specified in Section 1 are granted ten (10) administrative leave days (80 hours) per fiscal year. Administrative leave will not carry over from one fiscal year to the next, unused administrative leave will not be paid off on termination of employment and no compensation will be paid for administrative leave days not taken during the fiscal year. Employees must obtain prior approval of their Department Heads for administrative leave days off. Management Employees must obtain prior approval of the City Manager to schedule administrative leave days off. Additional administrative leave days in addition to the five (5) days granted herein may be granted at the discretion of the City Manager to recognize unusual work demands. Administrative Leave may be prorated for new hires. Administrative Leave may be prorated based on a new employee's hire date. PAGE 11 OF 25 R-2019-054 SECTION 12 POST EDUCATIONAL INCENTIVE PROGRAM A. Purpose The purpose of the educational incentive program is to motivate employees to achieve higher educational and professional law enforcement -related standards, and enhance career development. Additionally, this program is predicated upon a combination of appropriate educational training and experience as established by standards set forth by Peace Officer Standards and Training (POST). B. Compensation Safety personnel who possess a POST Management Certificate shall receive $400 compensation per month above their base salary. PAGE 12 OF 25 R-2019-054 SECTION 13 SEVERANCE PAY MANAGEMENT The City shall provide lump sum severance pay of six months' salary, PERS, and health insurance for medical, dental and vision care if an affected employee is terminated for other than "good cause", which term shall include but not necessarily be limited to the following: Malfeasance. Failure to perform duties in a professional and responsible manner consistent with generally accepted standards of the employee's profession. Conduct unbecoming a management employee or which is likely to bring discredit or embarrassment to the City. An employee shall not be entitled to severance pay under this section in the event the employee is terminated following conviction of a felony, or a misdemeanor involving an abuse of office or position by the employee, as set forth in Government Code Section 53243.4. SECTION 14 LEAVE WITHOUT PAY Employees of the City, with regular status or with the right to return to such status, may be granted leave of absence without pay, at the discretion of the Department Head and with the approval of the Personnel Officer, for a period not to exceed three months. Leave of absence may be granted for the following reasons: 1. Illness of the employee or his/her immediate family not covered by sick leave. 2. To enable an employee to attend school or otherwise obtain training designed to improve the quality of his/her service. 3. Pregnancy disability leave beyond that otherwise provided for by law or these Rules. 4. For any other reason which the Personnel Officer approves as being in the public interest. Leaves of absence without pay will not be approved for matters of simple convenience, such as extended vacations. Approval of leave of absence without pay will be granted only for reasons clearly permitted as stated above and which are compelling in nature. Denial of such leave is not subject to grievance or appeal. All requests for leave of absence without pay will be handled in a timely manner. In the event of illness lasting longer than accrued sick leave, the employee's vacation time may be approved for use unless the employee formally requests leave without pay within the pay period. Leave without pay may be authorized even though the employee has unused sick leave and/or vacation time to his/her credit. PAGE 13 OF 25 R-2019-054 Effect on Health Insurance Premiums During an approved leave without pay the employee will pay that portion of Health, Dental, _ Vision and Life Insurance premiums designated as his/her portion of premiums for "employee only" and all premiums for dependents one month in advance of the month of insurance coverage. The City will pay the portion of premiums designated as the City's share for the employee only for six (6) pay periods or for as long as the employee is current with payment of his/her share, up to 6 pay periods. If insurance coverage is upgraded at the employee's request during this time, the employee shall pay any additional premiums. Effect on Seniority and Benefits Time on leave without pay is disregarded in computing merit salary increases, vacation and sick leave credits, seniority and holidays. Under this unpaid leave policy, leave without pay is not considered work time for the purposes of crediting any of the above or any other benefits. Expiration of Leaves without Pay At the expiration of a leave of absence or earlier if the Personnel Officer approves, an employee on leave shall be returned to his/her former position or to another position which the Personnel Officer finds has substantially similar duties and responsibilities, qualification requirements, and the same compensation. The City may refuse to reinstate an employee if he/she is no longer physically able to perform the duties of the class as determined by a licensed physician. SECTION 15 OTHER PROVISIONS Uniform allowances provided to other sworn safety personnel also apply to Mid - management and Management sworn safety personnel. Except as provided herein, all other provisions regarding compensation, benefits and hours of work shall be as set forth in the City of Pismo Beach Personnel Rules and Regulations. Employees covered under this Resolution shall receive such paid holidays each year as are received by any other bargaining group. The City Manager shall have the same benefits as are provided and defined by Resolution to the City's Management employees unless otherwise specified by the City Manager's Employment Contract. PAGE 14 OF 25 R-2019-054 UPON MOTION OF Council Member Reiss, seconded by Council Member Guthrie, the foregoing resolution was adopted by the City Council of the City of Pismo Beach this 18th day of June 2019, by the following vote: AYES: 5 Reiss, Guthrie, Blake, Howell, Waage NOES: 0 ABSENT: 0 ABSTAIN: 0 RECUSED: 0 Approve: Attest: Ed Waage, Mayor PAGE 15 OF 25 R-2019-054 Exhibit A TOURISM AND EVENTS DIRECTOR DEFINITION FLSA: EXEMPT Under general direction, plans, organizes, oversees, coordinates, and reviews the work of staff performing administrative support related to all programs and activities of the Conference and Visitors Bureau, including public relations, media relations, marketing, advertising, Visitor Information Center, City events and promotions to enhance City income derived from the tourism industry; manages the effective use of the City's resources to improve organizational productivity and customer service; provides highly complex and responsible support to the City Manager and others in areas of expertise; and performs related work as required. SUPERVISION RECEIVED AND EXERCISED Receives general direction from the City Manager. The work provides for a wide variety of independent decision -making, within legal and general policy and regulatory guidelines. Exercises general direction and supervision over management, professional, technical, and administrative support through subordinate levels of supervision. CLASS CHARACTERISTICS This is a department head classification that oversees, directs and participates in all public information, media relations, marketing, advertising programs, projects, and activities of the Conference and Visitors Bureau. This class provides assistance to the City Manager in a variety of administrative, coordinative, analytical, and liaison capacities. Successful performance of the work requires knowledge of public policy, municipal functions and activities, including the role of an elected City Council, and the ability to develop, oversee, and implement projects and programs in a variety of areas. Responsibilities include coordinating the activities of the department with those of other departments and outside agencies and managing and overseeing the complex and varied functions of the department. The incumbent is accountable for accomplishing departmental planning and operational goals and objectives and for furthering City goals and objectives within general policy guidelines. EXAMPLES OF ESSENTIAL FUNCTIONS (Illustrative Only) Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations where appropriate so that qualified employees can perform the essential functions of the job. ➢ Assumes full management responsibility for all Conference and Visitors Bureau plans, and oversees the daily functions, programs, projects, and activities, including public information, media relations, marketing, advertising, and promotional activities. > Manages and participates in the development and implementation of goals, objectives, policies, and priorities for the CVB; recommends within departmental policy, appropriate service and staffing levels; recommends and administers policies and procedures. > Develops and standardizes procedures and methods to improve the efficiency and effectiveness of programs, projects, and activities; assesses and monitors workload, administrative and support PAGE 16 OF 25 R-2019-054 C 1 1 Tourism and Events Director Page 2 of 5 Exhibit A systems, and internal reporting relationships; identifies opportunities for improvement and recommends to the City Manager. ➢ Manages and participates in the development and administration of and oversees the CVB budget. ➢ Participates in selection, trains, motivates, and evaluates assigned personnel, including personnel assigned to the Visitor Information Center; provides or coordinates staff training; works with employees on performance issues; implements discipline and termination procedures. ➢ Provides highly complex staff assistance to the City Manager; develops and reviews staff reports related to CVB activities, projects, and programs; presents reports to and advises the City Council and CVB Board of Directors. ➢ Serves as the primary staff liaison to the CVB Board of Directors; attends meetings and oversees the recording of all official proceedings; supervises the preparation of public notifications, agendas, minutes, and other documents. > Serves as the primary staff liaison to the Chapman Estate Foundation Board; attends meetings and serves as the contact for City operations at the Chapman Estate. > Manages, develops, and directs visitor serving activities, including the Visitor Information Center, City Events and other events as the Chair of the Special Events Committee. > Manages, develops, and directs highly complex marketing, advertising, public information, media relations, and promotions programs and activities; gathers data and analyzes effectiveness of programs; implements changes and modifies programs; develops and recommends strategies to maximize tourism revenues. > Oversees the development of promotional and collateral materials; produces and distributes press releases and correspondences; develops articles for the City's newsletter and local newspaper; represents the City with local media as necessary. > Solicits and organizes participation of local businesses in direct sales promotions, trade shows, conferences, cooperative advertising, and other promotional programs. > Plans, organizes, promotes, and conducts tours of the City and surrounding attractions for groups, travel writers, and other travel professionals. > Coordinates with City department representatives to determine City needs and requirements for contractual services; negotiates contracts and agreements; oversees technical consultants' work products to ensure adherence to City standards and legal provisions; ensures that deliverables are submitted on time and budget and that progress and payment requests are consistent with City policy and contract provisions. > Conducts a variety of organizational studies, investigations, and operational studies; recommends modifications to programs, policies, and procedures, as appropriate. > Attends and participates in trade shows and professional group meetings to promote Pismo Beach as a tourist destination; stays abreast of new trends and innovations in marketing, advertising, promotions, travel and tourism; researches emerging products and enhancements and their applicability to City needs. > Monitors changes in regulations and technology that may affect operations; implements policy and procedural changes after approval. > Receives, investigates, and responds to problems and complaints in a professional manner; identifies and reports findings and takes necessary corrective action. > Performs other duties as assigned. QUALIFICATIONS Knowledge of: > Administrative principles and practices, including goal setting, program and project development, implementation, and evaluation. ➢ Principles and practices of budget development and administration. PAGE 17 OF 25 R-2019-054 Tourism and Events Director Page 3 of 5 Exhibit A > Principles and practices of employee supervision, including work planning, assignment, review and evaluation, and the training of staff in work procedures. > Organization and management practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the assigned division. > Principles, practices, and procedures related to advertising, marketing, public relations, and travel and tourism. > Applicable Federal, State, and local laws, regulatory codes, ordinances, and procedures. > Principles and practices of contract administration and evaluation. ➢ Recent and on -going developments, current literature, and sources of information marketing, advertising, public information, travel, and tourism programs, activities, and projects. ➢ Practices of researching issues, evaluating alternatives, making sound recommendations, and preparing and presenting effective staff reports. ➢ Methods and techniques of effective technical report preparation and presentation. ➢ Modern office practices, methods, and computer equipment and applications. > English usage, grammar, spelling, vocabulary, and punctuation. > Techniques for effectively representing the City in contacts with governmental agencies, community groups, various business, professional, educational and regulatory organizations, and with property owners, developers, contractors, and the public. > Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and City staff. Ability to: ➢ Recommend and implement goals, objectives, and practices for providing effective and efficient services. > Administer complex, and technical marketing, advertising, public information, travel, and tourism programs in an independent and cooperative manner. > Plan, organize, assign, review, and evaluate the work of staff; train staff in work procedures, including staffing at the Visitor Information Center. > Evaluate and develop improvements in operations, procedures, policies, or methods. ➢ Research, analyze, and evaluate new service delivery methods, procedures, and techniques. ➢ Prepare clear and concise reports, correspondence, policies, procedures, and other written materials. > Analyze, interpret, summarize, and present administrative and technical information and data in an effective manner. > Interpret, apply, and ensure compliance with Federal, State, and local policies, procedures, laws, and regulations. ➢ Effectively represent the department and the City in meetings with governmental agencies, community groups, and various businesses, professional, and regulatory organizations and in meetings with individuals. > Establish and maintain a variety of filing, record -keeping, and tracking systems. > Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical time deadlines. ➢ Operate modern office equipment including computer equipment and specialized software applications programs. > Use English effectively to communicate in person, over the telephone, and in writing. > Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines. > Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work. PAGE 18 OF 25 R-2019-054 1 1 1 Tourism and Events Director Page 4 of 5 Education and Experience: Exhibit A Graduation from a four-year college or university with major coursework in marketing, advertising, public or business administration, or a related field is highly desirable. Five (5) years of increasingly responsible experience in tourism promotion programs. Licenses and Certifications: > Possession of, or ability to obtain, a valid California Driver's License by time of appointment. PHYSICAL DEMANDS Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and to visit various City and meeting sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone. This is primarily a sedentary office classification although standing in and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 25 pounds. ENVIRONMENTAL ELEMENTS Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures. Prepared by: Management Services Director Council Approved: June 2019 PAGE 19 OF 25 R-2019-054 Schedule A Exhibit B City of Pismo Beach Salary Table- Non Represented Full -Time 5% between steps Effective July 1, 2019 (Revision June 18, 2019 Classification Title Range # Period Step A Step B Step C Step D Step E Exec Assistant 24 Hourly 27.99 29.39 30.86 32.40 34.02 Tourism Coordinator Bi-weekly 2,239.04 2,350.99 2,468.54 2,591.97 2,721.57 Crime Analyst Monthly 4,851.25 5,093.82 5.348.51 5,615.93 5,896.73 Annual 58,215.05 61,125.80 64,182.09 67,391.19 70,760.75 Recreation Supervisor 28 Hourly 30.89 32.44 34.06 35.76 37.55 Bi-weekly 2,471.48 2,595.06 2,724.81 2,861.05 3,004.10 Monthly 5,354.88 5,622.62 5,903.75 6,198.94 6,508.89 Annual 64,258.52 67,471.44 70.845.02 74.387.27 78,106.63 Management Analyst 29 Hourly 31.67 33.25 34.91 36.66 38.49 Bi-weekly 2,533.27 2,659.93 2,792.93 2,932.57 3,079.20 Monthly 5,488.75 5,763.19 6,051.35 6,353.91 6,671.61 Annual 65,864.98 69,158.23 72,616.14 76,246.95 80,059.30 Parking Operations Supervisor 30 Hourly 32.46 34.08 35.78 37.57 39.45 Bi-weekly 2,596.60 2,726.43 2,862.75 3,005.89 3,156.18 Monthly 5,625.97 5,907.27 6,202.63 6,512.76 6,838.40 Annual 67,511.60 70,887.19 74,431.54 78,153.12 82,060.78 Assistant Engineer 31 Hourly 33.27 34.93 36.68 38.51 40.44 Bi-weekly 2,661.52 2,794.59 2,934.32 3,081.04 3,235.09 Monthly 5,766.62 6,054.95 6,357.69 6,675.58 7,009.36 Annual 69,199,39 72,659.36 76,292.33 80,106.95 84,112.30 Associate Planner 32 Hourly 34.10 35.81 37.60 39.48 41.45 Accounting Supervisor Bi-weekly 2,728.05 2,864.46 3,007.68 3,158.06 3,315.97 Senior Management Analyst Monthly 5,910.78 6.206.32 6,516.64 6,842.47 7,184.59 Annual 70.929.38 74.475.85 78,199.64 82,109.62 86,215.10 Senior Planner 36 Hourly 37.64 39.52 41.50 43.57 45.75 Bi-weekly 3,011.26 3,161.82 3,319.91 3,485.91 3.660.21 Monthly 6,524.40 6,850.62 7,193.15 7,552.81 7,930.45 Annual 78.292.76 82,207.40 86,317.77 90,633.66 95,165.34 Recreation Manager 37 Hourly 38.58 40.51 42.54 44.66 46.90 Bi-weekly 3,086.54 3,240.87 3,402.91 3,573.06 3,751.71 Monthly 6,687.51 7,021.88 7,372.98 7.741.63 8,128.71 Annual 80,250.08 84,262.59 88,475.72 92,899.50 97,544.48 Facilities Manager 39 Hourly 40.53 42.56 44.69 46.92 49.27 Bi-weekly 3,242.80 3,404.94 3,575.18 3,753.94 3,941.64 Monthly 7,026.06 7,377.37 7.746.23 8,133.54 8,540.22 Annual 84,312.74 88,528.38 92,954.80 97,602.54 102,482.67 City Clerk 40 Hourly 41.55 43.63 45.81 48.10 50.50 Bi-weekly 3,323.87 3.490.06 3,664.56 3,847.79 4,040.18 Monthly 7.201.71 7.561.80 7,939.89 8,336.88 8,753.73 Annual 86,420.56 90,741.59 95,278.67 100,042.60 105,044.73 Engineer 42 Hourly 43.65 45.83 48.13 50.53 53.06 IT Manager Bi-weekly 3,492.14 3,666.75 3,850.08 4,042.59 4,244.72 Monthly 7.566.30 7,944.62 8,341.85 8,758.94 9,196.89 Annual 90,795.60 95,335.38 100,102.15 105,107.26 110,362.62 Finance Manager 44 Hourly 45.86 48.15 50.56 53.09 55.75 Planning Manager Bi-weekly 3,668.93 3,852.37 4,044.99 4,247.24 4,459.61 Human Resources Officer Monthly 7.949.34 8,346.81 8,764.15 9.202.36 9.662.48 Utilities Manager Annual 95,392.13 100,161.74 105,169.82 110,428.31 115,949.73 PAGE 20 OF 25 R-2019-054 Schedule A Exhibit B City of Pismo Beach Salary Table- Non Represented Full -Time 5% between steps Effective July 1, 2019 (Revision June 18, 2019 Senior Engineer 46 Hourly 48.18 50.59 53.12 55.78 58.57 Bi-weekly 3,854.67 4,047.40 4,249.77 4,462.26 4,685.37 Monthly 8,351.78 8,769.37 9,207.84 9,668.23 10,151.64 Annual 100, 221.36 105, 2 32.42 110, 494.05 116, 018.75 121, 819.69 Building Official 48 Hourly 50.62 53.15 55.81 58.60 61.53 Bi-weekly 4,049.81 4,252.30 4,464.92 4,688.16 4,922.57 Monthly 8,774.59 9,213.32 9,673.98 10,157.68 10,665.57 Annual 105,295.06 110, 559.82 116,087.81 121, 892.20 127, 986.81 Police Commander 52 Hourly 55.88 58.67 61.61 64.69 67.92 Tourism and Events Director Bi-weekly 4,470.23 4,693.74 4,928.43 5,174.85 5,433.60 Monthly 9,685.50 10,169.78 10,678.27 11,212.18 11,772.79 Annual 116,226.05 122, 037.35 128,139.22 134, 546.18 141, 273.49 Community Development Director 59 Hourly 66.42 69.74 73.23 76.89 80.74 Administrative Services Director Bi-weekly 5,313.70 5,579.39 5,858.36 6,151.27 6,458.84 Management Services Director Monthly 11,513.02 12,088.67 12,693.11 13,327.76 13,994.15 Annual 138,156.25 145, 064.06 152, 317.26 159, 933.13 167, 929.78 Dir of Public Works/City Engineer 61 Hourly 69.78 73.27 76.94 80.78 84.82 Bi-weekly 5,582.71 5,861.84 6,154.94 6,462.68 6,785.82 Monthly 12,095.87 12,700.66 13,335.69 14,002.48 14,702.60 Annual 145,150.41 152,407.93 160,028.32 168,029.74 176,431.23 Police Chief 62 Hourly 71.53 75.10 78.86 82.80 86.94 Bi-weekly 5,722.28 6,008.39 6,308.81 6,624.25 6,955.46 Monthly 12,398.26 13,018.18 13,669.09 14,352.54 15,070.17 Annual 148, 779.17 156,218.13 164,029.03 172, 230.48 180, 842.01 City Manager 70 Hourly 87.15 91.51 96.08 100.89 105.93 Bi-weekly 6,972.04 7,320.64 7,686.67 8,071.00 8,474.55 Monthly 15,106.08 15,861.38 16,654.45 17,487.18 18,361.54 Annual 181,272.97 190,336.62 199,853.45 209,846.12 220,338.43 City Manager (Effective February 20, 2020) 72 Hourly 91.56 96.14 100.95 105.99 111.29' Bi-weekly 7,325.00 7,691.25 8,075.81 8,479.60 8,903.58 Monthly 15,870.83 16,664.37 17,497.59 18,372.47 19,291.09 Annual 190,449.91 199,972.41 209,971.03 220,469.58 231,493.06 PAGE 21 OF 25 R-2019-054 Schedule B Exhibit B City of Pismo Beach Salary Table- Non Represented Full -Time 5% between steps Effective July 1, 2020 (Revision June 18, 2019 Classification Title Range # Period Step A Step B Step C Step D Step E Exec Assistant 24 Hourly 28.55 29.98 31.47 33.05 34.70 Tourism Coordinator Bi-weekly 2,283.82 2,398.01 2,517.91 2,643.81 2,776.00 Crime Analyst Monthly 4,948.28 5,195.69 5,455.48 5,728.25 6,014.66 Annual 59,379.35 62,348.31 65,465.73 68,739.02 72,175.97 Recreation Supervisor 28 Hourly 31.51 33.09 34.74 36.48 38.30 Bi-weekly 2,520.91 2,646.96 2,779.30 2,918.27 3,064.18 Monthly 5,461.97 5,735.07 6,021.83 6,322.92 6,639.06 Annual 65,543.69 68,820.87 72,261.92 75,875.01 79,668.76 Management Analyst 29 Hourly 32.30 33.91 35.61 37.39 39.26 Bi-weekly 2,583.93 2,713.13 2,848.79 2,991.23 3,140.79 Monthly 5,598.52 5,878.45 6,172.37 6,480.99 6,805.04 Annual 67,182.28 70,541.39 74,068.46 77,771.89 81,660.48 Parking Operations Supervisor 30 Hourly 33.11 34.76 36.50 38.33 40.24 Bi-weekly 2,648.53 2,780.96 2,920.01 3,066.01 3,219.31 Monthly 5,738.49 6,025.41 6,326.68 6,643.02 6,975.17 Annual 68,861.84 72,304.93 75,920.18 79,716.18 83,701.99 Assistant Engineer 31 Hourly 33.93 35.63 37.41 39.28 41.25 Bi-weekly 2,714.75 2,850.48 2,993.01 3,142.66 3,299.79 Monthly 5,881.95 6,176.05 6,484.85 6,809.09 7,149.55 Annual 70,583.38 74,112.55 77,818.18 81,709.09 85,794.54 Associate Planner 32 Hourly 0.00 0.00 0.00 0.00 0.00 Accounting Supervisor Senior Management Analyst Monthly 6,029.00 6,330.45 6,646.97 6,979.32 7,328.28 Annual 72,347.97 75.965.37 79,763.63 83,751.82 87,939.41 Senior Planner 36 Hourly 38.39 40.31 42.33 44.45 46.67 Bi-weekly 3,071.49 3,225.06 3,386.31 3,555.63 3,733.41 Monthly 6,654.88 6,987.63 7,337.01 7,703.86 8,089.05 Annual 79,858.62 83,851.55 88,044.13 92,446.33 97,068.65 Recreation Manager 37 Hourly 39.35 41.32 43.39 45.56 47.83 Bi-weekly 3,148.27 3,305.69 3,470.97 3,644.52 3,826.74 Monthly 6,821.26 7,162.32 7,520.44 7,896.46 8,291.28 Annual 81,855.08 85,947.84 90,245.23 94,757.49 99,495.37 Facilities Manager 39 Hourly 41.35 43.41 45.58 47.86 50.26 Bi-weekly 3,307.65 3,473.04 3,646.69 3,829.02 4,020.47 Monthly 7,166.58 7.524.91 7,901.16 8,296.22 8,711.03 Annual 85,999.00 90,298.95 94,813.90 99,554.59 104,532.32 City Clerk 40 Hourly 42.38 44.50 46.72 49.06 51.51 Bi-weekly 3,390.35 3,559.86 3,737.86 3,924.75 4,120.99 Monthly 7,345.75 7.713.04 8,098.69 8,503.62 8,928.80 Annual 88,148.97 92,556.42 97,184.24 102,043.46 107,145.63 Engineer 42 Hourly 44.52 46.75 49.09 51.54 54.12 IT Manager Bi-weekly 3,561.98 3,740.08 3,927.08 4,123.44 4,329.61 Monthly 7,717.63 8,103.51 8,508.68 8,934.12 9,380.82 Annual 92,611.51 97,242.09 102,104.20 107, 209.40 112, 569.88 Finance Manager 44 Hourly 46.78 49.12 51.57 54.15 56.86 Planning Manager Bi-weekly 3,742.31 3,929.42 4,125.89 4,332.19 4,548.80 Human Resources Officer Monthly 8,108.33 8,513.75 8,939.44 9,386.41 9,855.73 Utilities Manager Annual 97.299.97 102,164.97 107,273.22 112,636.88 118,268.73 PAGE 22 OF 25 R-2019-054 Schedule B Exhibit B City of Pismo Beach Salary Table- Non Represented Full -Time 5% between steps Effective July 1, 2020 (Revision June 18, 2019 Senior Engineer 46 Hourly 49.15 51.60 54.18 56.89 59.74 Bi-weekly 3,931.76 4,128.35 4,334.77 4,551.50 4,779.08 Monthly 8,518.82 8,944.76 9,391.99 9,861.59 10,354.67 Annual 102,225.78 107,337.07 112, 703.93 118,339.12 124,256.08 Building Official 48 Hourly 51.64 54.22 56.93 59.77 62.76 Bi-weekly 4,130.81 4,337.35 4,554.21 4,781.92 5,021.02 Monthly 8,950.08 9,397.58 9,867.46 10,360.84 10,878.88 Annual 107,400.96 112,771.01 118,409.56 124,330.04 130,546.54 Police Commander 52 Hourly 57.00 59.85 62.84 65.98 69.28 Tourism and Events Director Bi-weekly 4,559.64 4,787.62 5,027.00 5,278.35 5,542.27 Monthly 9,879.21 10,373.17 10,891.83 11,436.43 12,008.25 Annual 118, 550.57 124,478.10 130, 702.00 137, 237.10 144, 098.96 Community Development Director 59 Hourly 67.75 71.14 74.69 78.43 82.35 Administrative Services Director Bi-weekly 5,419.98 5,690.97 5,975.52 6,274.30 6,588.01 Management Services Director Monthly 11,743.28 12,330.45 12,946.97 13,594.32 14,274.03 Annual 140, 919.37 147,965.34 155,363.61 163,131.79 171,288.38 Dir of Public Works/City Engineer 61 Hourly 71.18 74.74 78.48 82.40 86.52 Bi-weekly 5,694.36 5,979.08 6,278.03 6,591.94 6,921.53 Monthly 12,337.78 12,954.67 13,602.41 14,282.53 14,996.65 Annual 148, 053.42 155,456.09 163, 228.89 171, 390.34 179, 959.85 Police Chief 62 Hourly 72.96 76.61 80.44 84.46 88.68 Bi-weekly 5,836.72 6,128.56 6,434.99 6,756.73 7,094.57 Monthly 12,646.23 13,278.54 13,942.47 14,639.59 15,371.57 Annual 151,754.75 159.342.49 167, 309.61 175,675.09 184,458.85 City Manager 72 Hourly 93.39 98.06 102.97 108.11 113.52 Bi-weekly 7,471.50 7,845.07 8,237.32 8,649.19 9,081.65 Monthly 16,188.24 16,997.65 17,847.54 18.739.91 19,676.91 Annual 194,258.91 203,971.86 214,170.45 224,878.97 236,122.92 PAGE 23 OF 25 R-2019-054 Schedule C Exhibit B City of Pismo Beach Salary Table- Non Represented Full -Time 5% between steps Effective July 1, 2021 (Revision June 18, 2019 Classification Title Range # Period Step A Step B Step C Step D Step E Exec Assistant 24 Hourly 28.83 30.27 31.79 33.38 35.05 Tourism Coordinator Bi-weekly 2,306.66 2,421.99 2,543.09 2,670.25 2,803.76 Crime Analyst Monthly 4.997.76 5,247.65 5,510.03 5,785.53 6,074.81 Annual 59,973.14 62,971.80 66,120.39 69,426.41 72,897.73 Recreation Supervisor 28 Hourly 31.83 33.42 35.09 36.84 38.69 Bi-weekly 2,546.12 2,673.43 2,807.10 2,947.45 3,094.82 Monthly 5,516.59 5,792.42 6,082.04 6,386.15 6,705.45 Annual 66,199.12 69,509.08 72.984.53 76,633.76 80,465.45 Management Analyst 29 Hourly 32.62 34.25 35.97 37.76 39.65 Bi-weekly 2,609.77 2,740.26 2,877.27 3,021.14 3,172.20 Monthly 5,654.51 5,937.23 6,234.10 6,545.80 6,873.09 Annual 67,854.10 71,246.81 74,809.15 78,549.61 82,477.09 Parking Operations Supervisor 30 Hourly 33.44 35.11 36.87 38.71 40.64 Bi-weekly 2,675.02 2,808.77 2,949.21 3,096.67 3,251.50 Monthly 5,795.87 6,085.66 6,389.95 6,709.45 7,044.92 Annual 69,550.46 73.027.98 76,679.38 80,513.35 84,539.01 Assistant Engineer 31 Hourly 34.27 35.99 37.79 39.68 41.66 Bi-weekly 2,741.89 2,878.99 3,022.94 3,174.08 3.332.79 Monthly 5,940.77 6,237.81 6,549.70 6,877.18 7,221.04 Annual 71,289.22 74.853.68 78,596.36 82,526.18 86,652.49 Associate Planner 32 Hourly 35.13 36.89 38.73 40.67 42.70 Accounting Supervisor Bi-weekly 2,810.44 2,950.96 3,098.51 3,253.44 3,416.11 Senior Management Analyst Monthly 6,089.29 6,393.75 6,713.44 7,049.11 7,401.57 Annual 73,071.45 76,725.02 80,561.27 84,589.33 88,818.80 Senior Planner 36 Hourly 38.78 40.72 42.75 44.89 47.13 Bi-weekly 3,102.20 3,257.31 3,420.18 3,591.18 3,770.74 Monthly 6,721.43 7,057.51 7,410.38 7,780.90 8,169.94 Annual 80,657.21 84,690.07 88,924.57 93,370.80 98,039.34 Recreation Manager 37 Hourly 39.75 41.73 43.82 46.01 48.31 Bi-weekly 3,179.76 3,338.74 3,505.68 3,680.96 3,865.01 Monthly 6,889.47 7,233.94 7,595.64 7.975.42 8.374.19 Annual 82,673.64 86,807.32 91,147.68 95,705.07 100,490.32 Facilities Manager 39 Hourly 41.76 43.85 46.04 48.34 50.76 Bi-weekly 3,340.73 3,507.77 3,683.16 3,867.31 4,060.68 Monthly 7,238.25 7.600.16 7,980.17 8.379.18 8,798.14 Annual 86,858.99 91,201.94 95,762.03 100,550.14 105,577.64 City Clerk 40 Hourly 42.80 44.94 47.19 49.55 52.03 Bi-weekly 3,424.25 3,595.46 3,775.23 3,964.00 4,162.20 Monthly 7.419.21 7.790.17 8,179.67 8,588.66 9,018.09 Annual 89,030.46 93,481.99 98,156.09 103,063.89 108,217.08 Engineer 42 Hourly 44.97 47.22 49.58 52.06 54.66 IT Manager Bi-weekly 3,597.60 3,777.48 3,966.36 4,164.67 4,372.91 Monthly 7,794.80 8,184.54 8,593.77 9,023.46 9,474.63 Annual 93,537.63 98,214.51 103,125.24 108,281.50 113,695.57 Finance Manager 44 Hourly 47.25 49.61 52.09 54.69 57.43 Planning Manager Bi-weekly 3,779.73 3,968.72 4,167.15 4,375.51 4,594.29 Human Resources Officer Monthly 8,189.41 8,598.89 9,028.83 9,480.27 9,954.28 Utilities Manager Annual 98.272.97 103.186.62 108.345.95 113,763.25 119,451.41 PAGE 24 OF 25 R-2019-054 Schedule C Exhibit B L.• City of Pismo Beach Salary Table- Non Represented Full -Time 5% between steps Effective July 1, 2021 (Revision June 18, 2019 Senior Engineer 46 Hourly 49.64 52.12 54.73 57.46 60.34 Bi-weekly 3,971.08 4,169.63 4,378.11 4,597.02 4,826.87 Monthly 8,604.00 9,034.20 9,485.91 9,960.21 10,458.22 Annual 103,248.04 108,410.44 113.830.97 119,522.51 125,498.64 Building Official 48 Hourly 52.15 54.76 57.50 60.37 63.39 Bi-weekly 4,172.11 4,380.72 4,599.76 4,829.74 5,071.23 Monthly 9,039.58 9,491.56 9,966.14 10.464.45 10,987.67 Annual 108,474.97 113,898.72 119.593.66 125,573.34 131,852.01 Police Commander 52 Hourly 57.57 60.44 63.47 66.64 69.97 Tourism and Events Director Bi-weekly 4,605.23 4,835.50 5,077.27 5,331.13 5,597.69 Monthly 9,978.01 10,476.91 11,000.75 11,550.79 12,128.33 Annual 119,736.07 125,722.88 132,009.02 138,609.47 145, 539.95 Community Development Director 59 Hourly 68.43 71.85 75.44 79.21 83.17 Administrative Services Director Bi-weekly 5,474.18 5,747.88 6.035.28 6,337.04 6,653.89 Management Services Director Monthly 11,860.71 12,453.75 13,076.44 13,730.26 14,416.77 I Annual 142,328.57 149,444.99 156,917.24 164,763.11 173,001.26 Dir of Public Works/City Engineer 61 Hourly 71.89 75.49 79.26 83.22 87.38 Bi-weekly 5,751.31 6,038.87 6,340.81 6,657.86 6,990.75 Monthly 12,461.16 13.084.22 13,738.43 14,425.35 15,146.62 Annual 149,533.95 157,010.65 164,861.18 173,104.24 181,759.45 Police Chief 62 Hourly 73.69 77.37 81.24 85.30 89.57 Bi-weekly 5,895.09 6,189.84 6,499.33 6,824.30 7,165.52 Monthly 12,772.69 13,411.33 14,081.89 14,785.99 15.525.29 Annual 153,272.30 160,935.91 168, 982.71 177, 431.84 186, 303.44 City Manager 72 Hourly 94.33 99.04 104.00 109.20 114.66 Bi-weekly 7,546.21 7,923.52 8,319.70 8,735.68 9,172.47 Monthly 16,350.13 17,167.63 18,026.01 18.927.31 19.873.68 Annual 196,201.50 206,011.58 216,312.15 227,127.76 238,484.15 PAGE 25 OF 25 R-2019-054