HomeMy WebLinkAboutReso 119-2025 (25-855)
The City of South
San Francisco
Compensation Plan
for the
Executive Management Unit
July 1, 2025 to June 30, 2027
City of South San Francisco
Compensation Plan
for the
Executive Management Unit
July 1, 2025 through June 30, 2027
Table of Contents
Article Title Page
Preamble .......................................................................................................... 1
1 Executive Management Employees Defined .................................................. 1
2 Compensation .................................................................................................. 1
2.1 Definitions ............................................................................................... 1
2.1.1 Base Pay .................................................................................... 1
2.1.2 Enhanced Pay ............................................................................ 1
2.2 Salary ....................................................................................................... 1
2.3 Equity Adjustments .................................................................................. 2
2.4 Salary Control Point ................................................................................. 2
2.5 Special Compensation .............................................................................. 2
2.5.1 Management Incentive Pay ....................................................... 2
2.5.2 Temporary Upgrade Pay ........................................................... 2
2.7 Emergency Declaration ............................................................................ 2
3 Allowances and Reimbursements ................................................................... 2
3.1 Vehicles and Vehicle Allowances ........................................................ 2
3.2 Executive Management and Professional Development Allowance .... 3
3.3 Education Expense Reimbursement Program ....................................... 3
3.4 Uniform Allowance for Safety Employees ........................................... 3
4 Benefits ........................................................................................................... 3
4.1 Medical Insurance ................................................................................. 3
4.1.1 Available Medical Plans ........................................................... 3
4.1.2 Payment of Premium Costs ....................................................... 3
4.1.2.1 Employee HMO Medical Premium Cost ...................... 4
4.1.2.2 Employee Non-HMO Medical Premium Cost .............. 4
4.1.3 Effective Date of Coverage ....................................................... 4
4.1.4 Changes in Medical Insurance for Employees.......................... 4
4.2 Dental Insurance ................................................................................... 4
4.2.1 Core Dental Plan ....................................................................... 4
4.2.2 Calendar Year Maximum .......................................................... 4
4.2.3 Orthodontia ............................................................................... 4
4.2.4 Payment of Premium Costs ....................................................... 4
4.2.5 Effective Date of Coverage ....................................................... 4
4.2.6 Buy-Up Dental Plan .................................................................. 4
City of South San Francisco
Executive Management Compensation Plan
Page 2 July 1, 2025 through June 30, 2027
Article Title Page
4.3 Vision Insurance ................................................................................... 4
4.3.1 Available Plan ........................................................................... 4
4.3.2 Payment of Premium Costs ....................................................... 4
4.3.3 Effective Date of Coverage ....................................................... 5
4.4 Discretionary Benefit Option ................................................................ 5
4.4.1 Proof of Alternate Insurance ..................................................... 5
4.5 Life and Accidental Death and Dismemberment Insurance ................. 5
4.5.1 Term Life Value ........................................................................ 5
4.5.2 AD&D Value ............................................................................ 5
4.5.3 Payment of Premium Costs ....................................................... 5
4.5.4 Effective Date of Coverage ....................................................... 5
4.5.5 Supplemental Life Insurance .................................................... 5
4.6 Disability Insurance Programs .............................................................. 5
4.6.1 Short-term Disability ................................................................ 5
4.6.2 Long-term Disability ................................................................. 5
4.6.3 Paid Family Leave .................................................................... 5
4.6.4 Payment of Premium Costs ....................................................... 5
4.6.5 Effective Date of Coverage ....................................................... 6
4.7 Section 457 Deferred Compensation Plan ............................................ 6
4.8 Section 125 Flexible Benefit Plan ........................................................ 6
4.8.1 Group Insurance Premium Plan ................................................ 6
4.8.2 Health Care Reimbursement ..................................................... 6
4.8.3 Dependent Care Reimbursement .............................................. 6
4.9 Deceased Employee Benefits ................................................................ 6
4.10 Retired Employee Benefits ................................................................... 6
4.10.1 Group Medical Insurance for Qualifying Retirees .................. 6
4.10.2 Medical After Retirement Account (“MARA”) ...................... 6
4.10.3 Group Dental Insurance for Qualifying Retirees..................... 7
4.10.4 Group Vision Insurance for Qualifying Retirees..................... 7
4.10.5 Continued Retiree Health Eligibility ....................................... 7
4.11 Retirement Benefits .............................................................................. 7
4.11.1 Local Miscellaneous Employees Retirement Formula ............ 7
4.11.1.1 2.7% at Age 55 ............................................................ 7
4.11.1.2 2% at Age 60 ............................................................... 7
4.11.1.3 2% at Age 62 ............................................................... 7
4.11.2 Local Miscellaneous Employee Contribution to Retirement
System ..................................................................................... 7
4.11.2.1 Local Miscellaneous Classic Member PERS Cost-
Sharing Contribution ............................................................ 8
4.11.3 Local Miscellaneous Employees Optional Public Agency
Provisions ................................................................................ 8
4.11.3.1 Military Service Credit as Public Service ..................... 8
4.11.3.2 Unused Sick Leave Service Credit ............................... 8
City of South San Francisco
Executive Management Compensation Plan
July 1, 2025 through June 30, 2027
Page 3
Article Title Page
4.11.4 Local Safety Employees Retirement Formula ......................... 8
4.11.4.1 3% at Age 50 ............................................................... 8
4.11.4.2 3% at Age 55 ............................................................... 8
4.11.4.3 2.7% at Age 57 ............................................................ 8
4.11.5 Local Safety Member Contribution to Retirement System ..... 8
4.11.5.1 Local Safety Classic Member PERS Cost-Sharing
Contribution .......................................................................... 8
4.11.6 Local Safety Employees Optional Public Agency Provisions 8
4.11.6.1 Military Service Credit as Public Service ................... 8
4.11.6.2 Third Level 1959 Survivor Benefits ............................ 8
4.11.6.3 Unused Sick Leave Service Credit .............................. 9
4.12 Medical After Retirement Account (MARA) Plan ............................... 9
4.12.1 Employer Contributions for Employees Hired on or after
April 24, 2010 .......................................................................... 9
4.12.1 Mandatory Employee Compensation Contributions ............... 9
4.12.2 Mandatory Employee Leave Contributions ............................. 9
5 Holidays .......................................................................................................... 9
5.1 Observed Holidays ................................................................................ 9
5.1.1 Full-day Holidays .................................................................... 9
5.1.2 Half-day Holidays ................................................................... 9
5.2 National Day of Mourning or Celebration ............................................ 9
5.3 Discretionary Holiday ........................................................................... 9
6 Leaves ............................................................................................................. 10
6.1 Vacation ................................................................................................ 10
6.1.1 Vacation Accrual Rates ........................................................... 10
6.1.2 Vacation Accumulation ........................................................... 10
6.1.3 Vacation Leave Cash-Out ....................................................... 10
6.2 Administrative Leave ........................................................................... 10
6.2.1 Administrative Leave for New Employees .............................. 11
6.2.2 Supplemental Administrative Leave ........................................ 11
6.3 Medical Appointment Leave ................................................................ 11
6.4 Sick Leave ............................................................................................. 11
6.4.1 Amount of Sick Leave ............................................................. 11
6.4.2 Maximum Paid Sick Leave Time ............................................ 11
6.5 Protected Sick Leave ............................................................................ 12
6.6 Sick Leave Management Policy ........................................................... 12
6.7 Bereavement Leave ............................................................................... 12
6.7.1 Definition of Family Member for Bereavement Leave ........... 12
6.7.2 Leave Within California .......................................................... 12
6.7.3 Leave Outside California ......................................................... 12
6.8 Industrial Injury or Illness Leave .......................................................... 12
City of South San Francisco
Executive Management Compensation Plan
Page 4 July 1, 2025 through June 30, 2027
Article Title Page
6.8.1 Miscellaneous Employee Industrial Injury or Illness Leave
Amounts ..................................................................................
12
6.8.2 Safety Employee Industrial Injury or Illness Leave Amounts 12
6.8.3 Workers’ Compensation Disability Payments......................... 12
6.8.4 Separation from City Employment as a Result of a Work-
related Injury or Illness ............................................................
12
6.9 Military Leave ....................................................................................... 13
6.10 Short-term or Long-term Disability Leave ........................................... 13
6.10.1 Insurance Premiums ................................................................ 13
6.10.2 Extending Leave ...................................................................... 13
6.10.3 Separating an Employee on Leave .......................................... 13
6.11 Notification Procedures ........................................................................ 13
6.12 Separation Benefits ............................................................................... 13
6.12.1 Payment of Unused Accrued Vacation Leave ......................... 13
6.12.2 Payment of Unused Accrued Sick Leave upon Separation ..... 13
7 Recreation Facilities and Classes .................................................................... 14
7.1 Admission to Classes ............................................................................ 14
7.2 Use of Facilities .................................................................................... 14
8 Administration of Compensation Program ..................................................... 14
8.1 Administering Program ......................................................................... 14
8.2 Imposing Leave ..................................................................................... 14
8.3 Conflicts with Laws .............................................................................. 14
9 Term of Compensation Program ..................................................................... 15
10 Signatures ........................................................................................................ 15
Appendix A. Executive Management Classifications .................................... 16
Appendix B. Salary Schedule ........................................................................ 17
Appendix C. Side Letter ................................................................................. 18
City of South San Francisco
Compensation Plan
for the
Executive Management Unit
July 1, 2025 through June 30, 2027
Preamble
This Executive Management Compensation Plan sets forth those salaries, benefits, and terms and
conditions of employment for full-time regular employees in Executive Management that shall be
in effect commencing with the original Agreement and continuing thereafter, unless modified by
the City Council.
Article 1. Executive Management Employees Defined
Executive Management consists of all full-time regular employees in those positions in the exempt
service of the City of South San Francisco as identified in Appendix A. This unit also includes
such classifications as may be added to it by the City at a later date.
Article 2. Compensation
2.1 Definitions—
2.1.1. Base Pay—Base pay is the rate of compensation paid for a specified classification
of employment, excluding any other payments.
2.1.2. Enhanced Pay—Enhanced pay is base pay plus incentive pay/special
compensation. Each incentive pay will be computed on base pay. The sum of the
base pay plus each incentive is the enhanced rate of pay.
2.2. Salary—All members in the Executive Management team shall receive across-the-board
base pay adjustments in the amounts and with the effective dates as follows:
• Year 1 (July 1, 2025-June 30, 2026) Effective the first full pay period of July,
2025 four percent (4%)
• Year 2 (July 1, 2026-June 30, 2027) effective the first full pay period of July
2026: four percent (4%);
2.3. Salary Control Point—A Control Point has been established for each Department Head
classification. The Control Point is set based on the total compensation survey,, with
consideration given to internal alignment. The City Manager shall establish salaries for
department heads within a range of 10% above or below the Control Point. Adjustments to
control points do not result in an immediate increase and are based on a periodic review of
applicable classifications in the market. Salary placement is based upon performance
review and experience.
City of South San Francisco
Executive Management Compensation Plan
Page 2 July 1, 2025 through June 30, 2027
2.4. Special Compensation—The City Manager has authority, in consultation with the City
Council, to grant special compensation not to exceed 15% of base pay to Executive
Management employees in the form of:
2.4.1. Management Incentive Pay— Effective upon the date of City Council approval of
the revised Executive Management salary schedule for 2025-2026, consistent with
Article 2.2, Management Incentive Pay shall be discontinued. Employees currently
receiving Management Incentive Pay as of July 1, 2025 shall have the incentive
pay included in the new base salary for their respective job classification.
2.4.2. Temporary Upgrade Pay when employees are required to work in an higher
position/classification on a full-time, temporary basis, the City Manager may grant
additional compensation within the established salary range of the higher
classification. (Note: Temporary Upgrade is not reportable for PEPRA new
members, or those hired by a CalPERS public agency, for the first time, on or after
January 1, 2013.)
Such special compensation must be reported periodically as earned, must be part of
normally required duties, performed during normal work hours, and not paid exclusively
in the final compensation period.
2.5. Emergency Declaration—In the event that a state emergency is declared for the City by the
City Council, County of San Mateo, State of California, or Federal Government, employees
will be paid at the rate of time and one-half for the hours worked in excess of 40 hours in
a week on activities related to disaster management and recovery that are reimbursable by
state or federal funding. Employees will be similarly compensated when rendering aid to
other agencies in an emergency declaration situation where overtime is reimbursable by
the requesting agency. Overtime shall be paid within a reasonable time to allow processing
and shall not be withheld until settlement of claims for reimbursement.
Article 3. Allowances and Reimbursements
3.1 Vehicles and Vehicle Allowances—Effective August 1, 2015, Executive Management
employees may receive either a monthly automobile allowance of $450 or elect to have a
City-owned vehicle assigned for use in lieu of a monthly automobile allowance, provided
that such assignment is approved by the City Manager and that the employee agrees to such
conditions as may be established regarding the assignment of a vehicle. Vehicle or vehicle
allowances as of the date of the printing of this document are outlined as follows:
Job Classification Monthly Allowance Vehicle
Assistant City Manager ........................................... x
Assistant to the City Manager x
Chief of Police ......................................................... x
Communications Director ....................................... x
Deputy City Manager x
Director of Capital Projects x
Director of Economic & Community Development x
Director of Finance.................................................. x
Director of Human Resources ................................. x
City of South San Francisco
Executive Management Compensation Plan
July 1, 2025 through June 30, 2027
Page 3
Job Classification Monthly Allowance Vehicle
Director of Information Technology ....................... x
Director of Parks & Recreation ............................... x
Director of Public Works ........................................ x
Fire Chief................................................................. x
Library Director....................................................... x
3.2 Executive Management Professional Development Allowance—In each fiscal year, all
bargaining unit employees shall receive $1000 for personal and professional development.
The stipend is intended for professional reference materials, outside training, extra
coursework, personal electronic equipment (when utilized for work-related purposes,) and
professional organization membership. This stipend shall be paid in accordance with PERL
(Public Employees’ Retirement Law) and the IRS tax code. Stipends shall be paid with the
first full pay period in January of each year, and shall not be prorated for new employees.
Employees who have submitted their intent to separate from the City shall not be eligible
for this stipend.
3.3 Education Expense Reimbursement Program—All employees are eligible to participate in
this program. With approval by the City Manager, an employee who takes a course at an
accredited institution of learning shall be eligible to receive reimbursement of up to 50%
of the costs, not to exceed $5,000 per fiscal year, for tuition, fees, and course materials.
3.4 Uniform Allowance for Safety Employees—Subject to Department rules, safety employees
may receive a uniform allowance for the purchase and maintenance of approved uniform
items. This excludes items that are for personal health and safety such as protective
garments and safety shoes.
3.4.1 Amount- The uniform allowance shall be $1,300 per fiscal year for the Police
Chief and $1,100 per fiscal year for the Fire Chief.
3.4.2 Payment—Uniform allowance will be paid in 26 equal increments per fiscal
year.
3.4.3 Uniform Allowance While on Unpaid Leave Status—An employee who is
absent from work and in an unpaid leave status for the full pay period shall not
be eligible for the uniform allowance during that pay period.
Article 4. Benefits
Employees shall be eligible to receive insurance benefits, subject to the terms and conditions of
the City’s contracts with health insurance providers, as follows:
4.1 Medical Insurance—
4.1.1 Available Medical Plans—Eligible employees shall be permitted to select medical
insurance coverage for themselves and their eligible dependents from one of the
plans the City has with the carriers, subject to the terms and conditions of the City’s
contract with the providers.
4.1.2 Payment of Premium Costs—The City shall pay the equivalent of the HMO
premium cost for employees and their dependents to the insurance provider for the
plan selected by each employee.
City of South San Francisco
Executive Management Compensation Plan
Page 4 July 1, 2025 through June 30, 2027
4.1.2.1.Employee HMO Medical Premium Cost—Employees on the City’s medical
plans shall contribute an amount equal to 15% of the HMO premium based
on plan choice and category of coverage (single, two, family).
4.1.2.2.Employee Non-HMO Medical Premium Cost—In addition to the Employee
HMO premium cost, employees enrolled in more expensive plans pay any
additional cost over the HMO rate based on plan choice and category of
coverage (employee only, two or family).
4.1.3 Effective Date of Coverage—The effective date of medical insurance shall be the
first of the month following the date of hire, provided the employee properly
submits a completed enrollment form within 31 days of the eligibility date.
Coverage shall terminate at 12:00 midnight on the last day of the month in which
the employee is on paid status prior to separation from employment with the City.
Dependent coverage shall terminate on the date prescribed by each medical
insurance carrier’s contract for discontinuance of dependents no longer eligible for
coverage.
4.1.4 Changes in Medical Insurance for Employees—Should the City determine that
there ought to be an amendment in medical plan providers, such as adding, deleting,
or changing providers, the City will undertake this conversion, making every effort
to maintain the same level of service to participants without costing the City
additional funds for medical plan premiums.
4.2 Dental Insurance—
4.2.1 Core Dental Plan—Eligible employees and their dependents shall be provided
dental insurance, subject to the terms and conditions of the City’s contract with the
provider.
4.2.2 Calendar Year Maximum—The annual maximum benefit is $2,000.
4.2.3 Orthodontia—The lifetime maximum orthodontia benefit is $1,000 for eligible
dependent children.
4.2.4 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider.
4.2.5 Effective Date of Coverage—Coverage is effective on the first day of the month
following date of hire, provided the employee properly submits a completed
enrollment form within 31 days of the eligibility date. Coverage shall terminate at
12:00 midnight on the last day of the month in which the employee is on paid status
prior to separation from employment with the City.
4.2.6 Buy-Up Dental Plan—Subject to the terms and conditions of the City’s contract
with the provider, employees may participate in an enhanced dental plan by paying
the additional coverage costs over the core dental plan.
4.3 Vision Insurance—
4.3.1 Available Plan—Eligible employees and their dependents shall be provided vision
insurance, including tint coverage, subject to the terms and conditions of the City’s
contract with the provider.
4.3.2 Payment of Premium Costs—The City shall pay the premium costs for employees
and their dependents to the insurance provider.
4.3.3 Effective Date of Coverage—Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate at 12:00 midnight on the last day
City of South San Francisco
Executive Management Compensation Plan
July 1, 2025 through June 30, 2027
Page 5
of the month in which the employee is on paid status prior to separation from
employment with the City.
4.4 Discretionary Benefit Option (DBO)—An employee may elect to receive $550 per month
in lieu of medical, dental, and vision benefits through the City. All payments shall be made
to the employee’s deferred compensation account. If an employee exceeds the deferred
compensation annual maximum contribution limit, any remaining City contributions will
be made to the employee’s Medical After Retirement Account (MARA).
4.3.4 Insurance—The employee must provide proof of alternate minimum essential
coverage for the employee and the employee’s tax family from another source,
other than coverage obtained through Covered California and will be held
responsible for maintaining qualifying medical insurance benefits through the
alternate source.
4.5 Life and Accidental Death and Dismemberment Insurance—
4.5.1 Term Life Value—Subject to the terms and conditions of the City’s contract with
the provider, the amount of Life Insurance benefit for employees is $50,000.
4.5.2 AD&D Value—Subject to the terms and conditions of the City’s contract with the
provider, the maximum amount of Accidental Death and Dismemberment
Insurance benefit available for employees is $50,000.
4.5.3 Payment of Premium Costs—The City shall pay the premium costs for employees
to the insurance provider.
4.5.4 Effective Date of Coverage—Coverage is effective on the first day of the month
following date of hire. Coverage shall terminate on the date the employee ceases
to be an employee of the City.
4.5.5 Supplemental Life Insurance—Employees may purchase additional life insurance
at their own cost, subject to the terms and conditions of the plan.
4.6 Disability Insurance Programs—Subject to the terms and conditions of the City’s contract
with the provider, full-time employees shall be provided Short-term Disability (STD) and
Long-term Disability (LTD) insurance, and Paid Family Leave. If an eligible and covered
employee becomes disabled while insured, the provider will pay benefits according to the
terms of the group policy after receipt of satisfactory proof of disability.
4.6.1 Short-term Disability—After a 20-day waiting period, an employee may receive
66-2/3% of pre-disability earnings, reduced by any deductible income as
determined by the insurance carrier, up to a maximum amount, until LTD benefits
begins.
4.6.2 Long-term Disability—After a 90-day waiting period, an employee may receive
66-2/3% of pre-disability earnings, reduced by any deductible income as
determined by the insurance carrier, up to a maximum amount.
4.6.3 Paid Family Leave (PFL)— Qualifying employees may receive paid family leave
benefit to provide partial wage replacement for up to eight (8) weeks for the
purposes of caring for a seriously ill family member; bonding with a newly born,
adopted, or fostered child; or to attend to a qualifying exigency (i.e., military assist)
related to covered active duty of a covered family member.
4.6.4 Payment of Premium Costs—The City shall pay the premium costs to the insurance
providers.
City of South San Francisco
Executive Management Compensation Plan
Page 6 July 1, 2025 through June 30, 2027
4.6.5 Effective Date of Coverage—Coverage is effective the first day of the calendar
month following the date of hire. Coverage ends on the date employment
terminates.
4.7 Section 457 Deferred Compensation Plan—Subject to the terms and conditions of the
City’s Deferred Compensation Plan, employees are eligible to participate in the IRS
defined Section 457 plans available to City employees.
4.7.1 Auto-Enrollment—All new hires will be automatically enrolled in the deferred
compensation plan and will begin savings contributions in the pre-tax 457 plan
after 30 days of employment, unless the employee makes an election not to
participate, or to contribute a different amount. New hires may waive or opt out
of automatic enrollment before the first payroll deduction by providing Human
Resources with written notice of their desire to not contribute to the plan. The
default percentage starts at 3% and increases by 1% each year that an employee
participates, up to a maximum of 6%.
4.8 Section 125 Flexible Benefit Plan—Subject to the terms and conditions of the City’s plan
and the governing laws relating to Flexible Benefit Plans, each employee may participate
in any or all of the plan’s three (3) components. Section 125 benefits are available for
employees and their dependents as defined by the U.S. Tax Code.
4.8.1 Group Insurance Premium Plan—Participants pay premium contributions for
employee and/or dependent coverage under the City’s health care plans on a pre-
tax basis, unless the participant opts out of the pre-tax premium plan.
4.8.2 Health Care Reimbursement—Participants may set aside salary of up to the IRS
limit ($3,300 in 2025) per year on a pre-tax basis to be used to pay their qualified
out-of-pocket unreimbursed health care expenses.
4.8.3 Dependent Care Reimbursement—Participants may set aside salary up to the IRS
statutory maximum per year ($5,000 in 2025) per year on a pre-tax basis to pay for
their qualified dependent care expenses.
4.9 Deceased Employee/Retiree Benefits—The City will allow the spouse of a deceased
employee/retiree to purchase insurance from a City-provided medical, dental, or vision
plan at the City’s premium rate, provided all the following conditions are met:
• the employee must be enrolled in the plan prior to the employee/retiree’s death;
• there is no cost to the City;
• the provider does not require a City contribution; and
• the City is held harmless if the coverage is discontinued.
4.10 Retired Employee Benefits—
4.10.1 Group Medical Insurance for Qualifying Retirees—An employee who was hired
on or prior to April 24, 2010 may elect to continue his or her City sponsored
medical insurance if the employee is enrolled in the City's group medical plan and
retires concurrently with CalPERS and the City. In order to be eligible for this
benefit, the employee must have five years of continuous City employment at the
time of his or her retirement. The monthly premium that the City will make for
retiree medical insurance pursuant to this provision equals the monthly monetary
contribution that the City makes for single retiree medical HMO coverage, or single
retiree group Medicare plan coverage, if Medicare eligible. Retirees will be
required to pay any additional costs in order to receive retiree medical benefits. An
City of South San Francisco
Executive Management Compensation Plan
July 1, 2025 through June 30, 2027
Page 7
eligible retiree may also elect to continue dependent coverage provided that the
retiree bears the full premium costs for any eligible dependents. A retiree must
continually receive a CalPERS retirement allowance in order to remain eligible to
receive retiree medical insurance contributions. Any retiree that unretires from
CalPERS and returns to active service with a CalPERS covered agency will
permanently forfeit their eligibility for retiree medical benefits pursuant to this
provision.
4.10.2 Medical After Retirement Account (“MARA”)—An employee who was hired after
April 24, 2010 will receive City contributions of one and one-half percent (1.5%)
of such an employee’s base salary toward a Medical after Retirement Account (e.g.
VEBA or similar City-sponsored plan).
4.10.3 Group Dental Insurance for Qualifying Retirees—An employee may elect to
continue his or her City-sponsored dental insurance if the employee is enrolled
in the City's group dental plan and retires concurrently with CalPERS and the
City. In order to be eligible for this benefit, the employee must have five years of
continuous City employment at the time of his or her retirement. The retiree bears
the full premium costs for himself/herself and any eligible dependents and will be
completely responsible for these payments and for continuing dental coverage.
4.10.4 Group Vision Insurance for Qualifying Retirees—An employee may elect to
continue his or her City-sponsored vision insurance if the employee is enrolled
in the City's group vision plan and retires concurrently with CalPERS and the
City. In order to be eligible for this benefit, the employee must have five years of
continuous City employment at the time of his or her retirement. The retiree bears
the full premium costs for himself/herself and any eligible dependents and will be
completely responsible for these payments and for continuing vision coverage.
4.10.5 Continued Retiree Health Eligibility—A retiree must continually receive a
CalPERS retirement allowance in order to remain eligible to receive retiree medical
insurance contributions. Any retiree that un-retires from CalPERS and returns to
active service with a CalPERS covered agency, excluding active service with the
City of South San Francisco, or whose medical coverage is cancelled due to non-
payment of any additional premiums for 180 days or more, will permanently forfeit
their eligibility for retiree medical benefits pursuant to this provision. A retiree that
un-retires from CalPERS and returns to active service with the City of South San
Francisco is eligible to resume his/her retiree health benefits upon retiring again
from the City after at least one (1) year of continuous service. The City Manager
may approve an exception to the one (1) year of continuous service requirement in
the event of an unforeseen circumstance that prevents the employee from
completing the year of service.
4.11 Retirement Benefits—The benefit contract in effect between the City and the Public
Employees’ Retirement System (PERS) on behalf of employees of this unit shall be
continued during the term of this Agreement.
4.11.1 Local Miscellaneous Employees Retirement Formula—
4.11.1.1. 2.7% at Age 55—Classic Members as defined by CalPERS who were
hired by the City before April 24, 2010 will be provided a retirement benefit
City of South San Francisco
Executive Management Compensation Plan
Page 8 July 1, 2025 through June 30, 2027
formula of Miscellaneous Employees 2.7% at age 55 with one-year final
compensation.
4.11.1.2. 2% at Age 60—Classic Members as defined by CalPERS who were hired
by the City on or after April 24, 2010 will be provided a retirement benefit
formula of Miscellaneous Employees 2% at age 60 with 3-year final
compensation.
4.11.1.3. 2% at Age 62—New Members as defined by PEPRA will be provided a
retirement benefit formula of Miscellaneous Employees 2% at age 62 with
3-year final compensation.
4.11.2 Local Miscellaneous Employee Contribution to Retirement System—The rate
prescribed by the Social Security Act for employee contributions shall be deducted
from the employee’s pay by the City. The rate prescribed by the Public Employees’
Retirement Law (PERL) for employee contributions shall be deducted from the
employee’s pay by the City and forwarded to PERS in accordance with the rules
and regulations governing such employee contributions. The contributions will be
tax-deferred under IRC section 414(h).
4.11.2.1.Local Miscellaneous Classic Member PERS Cost-Sharing Contribution—
Local Miscellaneous Classic members shall pay, in addition to the current
7% or 8% employee contribution, two percent (2%) of the employer’s
PERS contribution.
4.11.3 Local Miscellaneous Employees Optional Public Agency Provisions—
4.11.3.1. Military Service Credit as Public Service—An employee may purchase
up to four years of service credit for any continuous active military or
merchant marine service prior to employment.
4.11.3.2. Unused Sick Leave Service Credit—Credit for unused sick leave.
4.11.4 Local Safety Employees Retirement Formula—
4.11.4.1. 3% at age 50—Classic Members as defined by the Public Employees’ Pension
Reform Act (PEPRA) who are hired by the City before April 24, 2010, will be
provided a retirement benefit formula of Local Safety 3% at age 50 with one-year
final compensation.
4.11.4.2. 3% at age 55—Classic Members as defined by PEPRA who are hired by the City
on or after April 24, 2010, will be provided a retirement benefit formula of Local
Safety 3% at age 55 with 3-year final compensation.
4.11.4.3. 2.7% at age 57—New Members as defined by PEPRA will be provided a
retirement benefit formula of Local Safety 2.7% at age 57 with 3-year final
compensation.
4.11.5 Local Safety Member Contribution to Retirement System—Employees will pay the
employee portion to the Public Employees’ Retirement System in accordance with
the rules and regulations governing such contributions. The employee contribution
for Classic Safety members as designated by CalPERS is 9%. New members as
designated by CalPERS shall pay 50% of the total normal cost rate, in accordance
with Government Code 7522.30. Employee contributions will be tax-deferred
under IRC Section 414(h)(2).
4.11.5.1.Local Safety Classic Members PERS Cost-Sharing Contribution—All
Safety Classic members shall pay, in addition to the current 9% employee
contribution, an additional three percent (3%) of the employer’s CalPERS
City of South San Francisco
Executive Management Compensation Plan
July 1, 2025 through June 30, 2027
Page 9
contribution. Employee contributions will be credited to each member’s
account as normal contributions and will be refundable to members who
separate from CalPERS covered employment and elect to withdraw their
contributions.
4.11.6 Local Safety Employees Optional Public Agency Provisions—
4.11.6.1. Military Service Credit as Public Service—An employee may purchase
up to four years of service credit for any continuous active military or
merchant marine service prior to employment.
4.11.6.2. Third Level 1959 Survivor Benefits—Survivor benefits for members who
are not covered by Social Security.
4.11.6.3. Unused Sick Leave Service Credit—Credit for unused sick leave.
4.12 Medical After Retirement Account (“MARA”)—
4.12.1 Employer Contributions for Employees Hired on or after April 24, 2010—The City
will contribute one and one-half percent (1.5%) of such an employee’s base salary
toward a Medical after Retirement Account (e.g. VEBA or similar City-sponsored
plan).
4.12.2 Mandatory Employee Compensation Contributions—The City will make
mandatory contributions of employee compensation to the MARA plan as follows:
• Reduction of salary of $50 per pay period to be deposited into the MARA plan.
4.12.3 Mandatory Employee Leave Contributions—All employees hired on or after April
24, 2010 shall contribute accrued leave to the MARA plan pursuant to 6.12.
Separation Benefits as follows: At retirement or separation:
• 100 % of payment of Unused Accrued Sick Leave; and
• 50% of payment of Unused Accrued Vacation Leave.
Article 5. Holidays
5.1 Observed Holidays—
5.1.1 Full-day Holidays—The City shall observe the following full-day holidays.
January 1 ................................................................... New Year’s Day
Third Monday in January ......................................... Martin Luther King, Jr. Day
Third Monday in February ....................................... President’s Day
Last Monday in May ................................................ Memorial Day
June 19 ..................................................................... . Juneteenth
July 4 ...................................................................... Independence Day
First Monday in September ...................................... Labor Day
Second Monday in October ...................................... Indigenous People’s Day
November 11 ............................................................ Veteran’s Day
Fourth Thursday in November ................................. Thanksgiving Day
Friday following Fourth Thursday in November ..... Day After Thanksgiving
December 25 ............................................................. Christmas Day
City of South San Francisco
Executive Management Compensation Plan
Page 10 July 1, 2025 through June 30, 2027
5.1.2 Half-day Holidays—In addition, the City observes the following half-day holidays.
5.2 National Day of Mourning or Celebration—In addition, the City may observe any other
day of national mourning or celebration, provided that it has been proclaimed by the City
Council and the Council directs the closure of the City offices for public service. Any such
day shall be granted only to those employees who are regularly scheduled to work on the
day for which such day is proclaimed.
5.3 Discretionary Holiday—An employee shall be eligible for one 8-hour holiday each year,
in addition to the holidays observed by the City. Once accrued, this discretionary holiday
should be used before vacation leave. An employee must take the discretionary holiday
before the last pay period of the calendar year. An employee who has not used the
discretionary holiday before the last pay period of the calendar year shall forfeit the unused
holiday. No cash payouts will be allowed.
Article 6. Leaves
6.1 Vacation—All employees shall be eligible to earn and be granted vacation leave.
6.1.1 Vacation Accrual Rates—Each employee shall accrue vacation hours in accordance
with the following accrual rate schedule.
6.1.2 Vacation Accumulation—An employee may accumulate up to 2 times the annual
accrual rate of vacation hours. Once an employee has accumulated 2 times the
annual accrual, no further vacation leave will accrue until the pay period after the
vacation balance has been reduced below the two-year cap.
6.1.3 Vacation Leave Cash-Out––Employees shall be allowed to cash out up to 120 hours
of unused accrued vacation per calendar year with the following provisions:
• Employees must have completed a minimum of one year of service.
• Employees must maintain a minimum of 80 hours of accrued vacation hours in
their vacation bank.
• Employees must complete an irrevocable election form and submit the
completed form to the Human Resources Department no later than December
15 of the calendar year prior to the year of the desired cash-out. Only time
accrued during the calendar year following the irrevocable election may be
cashed out. Payments for vacation cash-outs shall be made in May (up to 40
hours) and/or November, based on the prior year election. Only time accrued
during the calendar year following the irrevocable election may be cashed out.
6.2 Administrative Leave—Each employee shall be entitled to receive 40 hours per fiscal year
of administrative leave in recognition of the City’s expectation that members of this group
routinely and consistently perform the duties of their positions during times that involve
December 24 ............................................................. Christmas Eve Day
December 31 ............................................................. New Year’s Eve Day
Length of Service
Pay period
Accrual Rate
Annual
Accrual
1st through 4th years, inclusive 4.62 hours 15 days
5th through 14th years, inclusive 6.16 hours 20 days
15th through 24th years, inclusive 7.69 hours 25 days
25th and succeeding years 9.23 hours 30 days
City of South San Francisco
Executive Management Compensation Plan
July 1, 2025 through June 30, 2027
Page 11
hours in excess of the normal 5-day, 40-hour workweek. Said 40 hours shall accrue on July
1st of each fiscal year. Administrative leave not taken before the last pay period in the fiscal
year shall be forfeited.
6.2.1 Administrative Leave for New Employees—Immediately upon hiring, a new
employee shall be entitled to receive administrative leave at the rate of 1.538 hours
for each pay period of employment remaining in the fiscal year during the year the
employee was hired.
6.2.2. Supplemental Administrative Leave—Employees in this unit are also eligible to
receive up to an additional 40 hours of administrative leave per fiscal year.
Although it is recognized that not all members of this unit may satisfy the eligibility
criteria and only those satisfying the criteria may receive the additional hours,
employees in Executive management will automatically receive an additional 40
hours of administrative leave on July 1st without the need to apply in writing.
Supplemental administrative leave not used before the last pay period in the fiscal
year shall be forfeited. The criteria for supplemental administrative leave is
determined by the City Manager. The City Manager may deny the additional 40
hours of administrative leave to any member of the Executive Team at the City
Manager’s sole discretion.
6.3 Medical Appointment Leave—An employee may be granted leave without loss of salary or
benefits for the purpose of going to appointments with medical doctors or dentists in
instances where the employee is unable to arrange for such appointments to occur during
non-work time. The first 8 hours of medical appointment leave per calendar year shall not
be charged to sick leave; all other absences related to medical appointments shall be
charged to sick leave. Medical Appointment leave not used by the end of the last pay period
in the calendar year shall be forfeited.
6.4 Sick Leave—An employee who is temporarily and/or partially disabled from performing
the full scope of the usual and customary duties of the position as the result of an injury or
illness, or is entitled to use sick leave for other purposes as required by law, shall be eligible
to receive sick leave without loss of salary or benefits within the limits set forth below.
6.4.1 Amount of Sick Leave—Each employee will accrue 8 hours per month of sick leave.
Such leave may be accumulated without limit.
6.4.2 Maximum Paid Sick Leave Time—An employee who has insufficient unused sick
leave hours on record to cover any absence from the job shall use accrued vacation
leave and administrative leave prior to receiving authorization for leave of absence
without pay.
6.5 Protected Sick Leave—Employees accumulate sick leave each year as defined in the sick
leave article of this Agreement. In accordance with Labor Code 233, employees are
permitted to use up to half of their annual sick leave allotment, in any calendar year, for
the following purposes:
• the diagnosis, care, or treatment of an existing health condition of, or preventive
care for, themselves;
• the diagnosis, care, or treatment of an existing health condition of, or preventive
care for, an employee’s child (regardless of age or dependency status), parent,
spouse, registered domestic partner, grandparent, grandchild, sibling, parent of the
City of South San Francisco
Executive Management Compensation Plan
Page 12 July 1, 2025 through June 30, 2027
employee’s spouse or registered domestic partner, or a designated person (one
person may be designated for any 12-month period); and
• if the employee is a victim of domestic violence, sexual assault, or stalking, to
obtain any relief to help ensure the health, safety or welfare of the employee or his
or her child.
Use of leave under this section shall not be counted as an “occurrence” for purposes of
monitoring the amount of sick leave use under the City’s Sick Leave Management Policy.
6.6 Sick Leave Management Policy—The City’s Sick Leave Management Policy
Administrative Instruction defines abuse of sick leave as the use of sick leave for purposes
other than illness or injury. Consistent with this Policy, the monitoring, management,
maximum sick leave use, and reporting should conform to a general City standard.
6.7 Bereavement Leave—An employee shall be granted up to five days of unpaid bereavement
leave in accordance with State law and City Administrative Instruction Section VI. No. 40.
An employee may concurrently receive paid leave upon the death or for the funeral of a
family member as defined below.
6.7.1 Definition of Family Member for Bereavement Leave—For the purpose of
bereavement leave, a family member is defined as the employee’s spouse or
domestic partner registered with the State of California, child and child-in-law,
parent and parent-in-law, sibling and sibling-in-law, grandparent or grandparent-
in-law, or a a person the employee has identified as a “designated person” for the
purpose of protected sick leave pursuant to Article 6.5.
6.7.2 Paid Bereavement Leave—An employee may be granted paid bereavement leave
as follows:
6.7.2.1.Within California—Employees may be granted up to a maximum of 24
hours of bereavement leave per occurrence for the death or for the funeral of a
family member residing within California.
6.7.2.2.Outside California—Employees may be granted up to a maximum of 40
hours of bereavement leave per occurrence for the death or for the funeral of a
family member residing outside of California.
6.8 Industrial Injury or Illness Leave—An employee who is temporarily and/or partially
disabled from performing work as a result of any injury or illness that has been determined
to be industrially caused and requires the employee to be absent from work, shall be entitled
to receive paid industrial injury or illness leave without loss of salary or benefits, as
indicated.
6.8.1 Miscellaneous Employee Industrial Injury or Illness Leave Amounts—An
employee shall be eligible to receive paid industrial injury or illness leave for all
time the employee is normally scheduled to work but is unable to work during a
90-calendar day period following the date upon which the injury or illness caused
the period of temporary and/or partial disability and necessitated the employee’s
absence from work.
6.8.2 Safety Employee Industrial Injury or Illness Leave Amounts—A safety employee
who is temporarily and/or partially disabled from performing work as a result of
any injury or illness, which has been determined to be industrially caused
necessitating absence from work, shall be entitled to receive paid injury leave
City of South San Francisco
Executive Management Compensation Plan
July 1, 2025 through June 30, 2027
Page 13
without loss of salary or benefits as provided for in Labor Code Section 4850 and
its related sections.
6.8.3 Workers’ Compensation Disability Payments—An employee who is receiving paid
industrial injury or illness leave shall assign to the City all workers’ compensation
insurance proceeds received by the employee for all of the time for which the
employee also received paid leave from the City.
6.8.4 Separation from City Employment as a Result of a Work-related Injury or Illness—
A separation may arise out of a work-related disability, which is of a permanent
nature, that based on medical documentation prohibits the employee from engaging
in the usual or customary duties of their position or a similar City position with or
without reasonable accommodation. Where eligible, the City shall apply for
Disability Retirement or Industrial Disability Retirement on behalf of the
employee, or otherwise separate the employee from City service in accordance with
applicable State and Federal law. ,
6.9 Military Leave—This leave shall be granted in accordance with the provisions of
applicable state and federal law.
6.10 Short-term or Long-term Disability Leave—Upon an employee qualifying for short-term
or long-term disability insurance benefits, in accordance with the requirements of the City’s
policy, the City shall determine whether to separate the employee from the position or grant
the employee a leave of absence without pay for any period up to 365-calendar days or a
reasonable extension thereof.
6.10.1 Insurance Premiums—The City will continue to pay insurance premiums for a
disabled employee until the date upon which the employee is separated from City
employment.
6.10.2 Extending Leave—If the City grants an employee a leave of absence without pay
for any period and the employee is unable to resume work prior to or at the
expiration of such leave, the City may subsequently grant additional leave if
circumstances warrant such additional leave. In accordance with applicable law,
the City may also choose to separate the employee from City service. An employee
who has been granted a leave of absence without pay may request and receive
payment for any unused vacation leave accrued but not used by the employee.
6.10.3 Separating an Employee on Leave—The City will not separate an employee until
the employee has been qualified for long-term disability benefits for a period of at
least 90 days, except in those instances where the City and the employee agree to
an earlier separation.
6.11 Notification Procedures—An appropriate City-designated leave form should be submitted
subsequent to each occurrence of non-discretionary leave, such as Sick Leave, Paid Family
Leave, Protected Sick Leave, Bereavement Leave, Military Leave, Medical Appointment
Leave, personal leave, and any other leave that would qualify under this provision. The
form should indicate the purpose of the leave. The City reserves the right to take such
action it deems necessary to confirm or verify use of this leave. Such leave may run
concurrently with leave taken under the state or federal family leave laws pursuant to City
regulations.
City of South San Francisco
Executive Management Compensation Plan
Page 14 July 1, 2025 through June 30, 2027
6.12 Separation Benefits—Payment of separation benefits may be deferred from the time of
separation to the month immediately following the date of separation, at the employee’s
option.
6.12.1 Payment of Unused Accrued Vacation Leave Upon Separation—An employee who
retires or separates from City employment and who has accumulated unused
vacation time on record, shall be compensated at the employee’s enhanced hourly
rate of pay as of the date of separation for all such unused vacation hours in a
manner consistent with Section 4.12. (MARA).
6.12.2 Payment of Unused Accrued Sick Leave Upon Separation—Employees are eligible
to receive payment for unused accumulated sick leave. An employee shall be paid
at the employee’s enhanced hourly rate of pay for half of the accumulated sick leave
hours. However, no employee shall receive payment of any accrued sick leave
hours in excess of 1,200; the maximum payable hours of 600. Employees are
eligible to receive payment for unused accumulated sick leave in the following
circumstances:
• Death; or
• Disability Retirement form CalPERS; or
• Full service retirement provided that all the following conditions are met:
o 10 years of consecutive full time City service; and
o Simultaneous retirement from City service and a receipt of a service
retirement from CalPERS.
This is also the method for defining “Unused Accrued Sick Leave” pursuant to section
4.12. MARA Mandatory Leave Contributions.
Article 7. Recreational Facilities and Classes
7.1 Admission to Classes—All regular employees shall be entitled to free admission to City
recreation facilities and to free enrollment in up to 8 recreational classes during a 12-month
period (lab fees or ingredient fees are not included).
7.2 Use of Facilities—Employees using City recreation facilities and enrolled in City
recreational classes shall engage in such activities only during the employee’s non -work
time. Employee admission to recreation facilities and recreation classes shall be
accomplished in conformance with the rules and regulations established by the Parks and
Recreation Department.
Article 8. Administration of Compensation Program
8.1 Administering Program—The City Manager through the Personnel Officer shall
administer the Executive Management Compensation Program and may establish such
policies, rules, and regulations as are deemed appropriate for the effective administration
City of South San Francisco
Executive Management Compensation Plan
July 1, 2025 through June 30, 2027
Page 15
of the Program. Employees shall comply with such policies, rules, and regulations as
established by the City Manager.
8.2 Imposing Leave—The City Manager may grant or impose administrative leave without loss
of pay or benefits for members of Executive Management for any purpose deemed by the
City Manager to be appropriate to the circumstances.
8.3 Conflicts with Law—In the event that the provisions of this Compensation Program are
found to be in conflict with state or federal law or regulation, the provisions of the law or
regulation shall prevail.
Article 9. Term of Compensation Program
This Compensation Program will be in effect from July 1, 2025, to June 30, 2027, unless this
Program is modified at an earlier time.
Article 10. Signatures.
Signed this ________ day of __________________ 20__
For the Executive Management Unit: For the City:
Sharon Ranals, City Manager
City of South San Francisco
Executive Management Compensation Plan
Page 16 July 1, 2025 through June 30, 2027
Appendix A
Executive Management Classifications
Those classifications in the Executive Management unit are the following:
• Assistant City Manager
• Assistant to the City Manager
• Chief of Police
• Communications Director
• Deputy City Manager
• Director of Capital Projects
• Director of Economic and Community Development
• Director of Finance
• Director of Human Resources
• Director of Information Technology
• Director of Parks and Recreation
• Director of Public Works
• Fire Chief
• Library Director
City of South San Francisco
Executive Management Compensation Plan
July 1, 2025 through June 30, 2027
Page 17
Appendix B
Salary Schedule
City of South San Francisco
Executive Management Compensation Plan
Page 18 July 1, 2025 through June 30, 2027
Appendix B
Executive Management
Side Letter
1. Following completion of successor MOU negotiations for all City bargaining units, the
City shall conduct a review of internal alignment of executive management classification
salaries with respect to subordinate classifications. Based on this review, the City Manager
may recommend an adjustment to the salary control point to City Council for approval.
2. During the first year of the compensation plan, the City will meet with unit members
regarding proposed changes to mandatory employee contributions to the Medical After
Retirement Account (MARA) pursuant to Articles 4.11.2 and 4.11.3. Any plan amendment
shall take effect no sooner than July 1, 2025 and upon approval of City Council..
Published by
Human Resources Department
City of South San Francisco
Street Address: Mailing Address:
First Floor City Hall
400 Grand Avenue P. O. Box 711
South San Francisco CA 94080 South San Francisco CA 94083
650/877-8522 Tel
Web Site 650/829-6699 Job Line
www.ssf.net 650/829-6698 Fax
Executive Management,
City Manager, and City Clerk Only
City of South San Francisco | Salary Schedule
Effective 7/4/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type MINIMUM CONTROL
POINT MAXIMUM
Assistant City Manager N100 7/4/2025 EXEC Hourly 134.18$ 147.60$ 162.36$
Bi-Weekly 10,734.40$ 11,808.00$ 12,988.80$
Monthly 23,257.87$ 25,584.00$ 28,142.40$
Assistant to the City Manager N180 7/4/2025 EXEC Hourly 80.30$ 88.33$ 97.16$
Bi-Weekly 6,424.00$ 7,066.40$ 7,772.80$
Monthly 13,918.67$ 15,310.53$ 16,841.07$
City Clerk E100 7/4/2025 ELECT Hourly 126.68$
Bi-Weekly 9,744.80$
Monthly 21,113.73$
City Manager N115 7/4/2025 CM Hourly 180.25$
Bi-Weekly 14,420.00$
Monthly 31,243.33$
Communications Director N190 7/4/2025 EXEC Hourly 115.16$ 126.68$ 139.35$
Bi-Weekly 9,212.80$ 10,134.40$ 11,148.00$
Monthly 19,961.07$ 21,957.87$ 24,154.00$
Deputy City Manager N120 7/4/2025 EXEC Hourly 115.16$ 126.68$ 139.35$
Bi-Weekly 9,212.80$ 10,134.40$ 11,148.00$
Monthly 19,961.07$ 21,957.87$ 24,154.00$
Director of Capital Projects N195 7/4/2025 EXEC Hourly 115.16$ 126.68$ 139.35$
Bi-Weekly 9,212.80$ 10,134.40$ 11,148.00$
Monthly 19,961.07$ 21,957.87$ 24,154.00$
Director of Economic & Community Development N140 7/4/2025 EXEC Hourly 117.53$ 129.28$ 142.21$
Bi-Weekly 9,402.40$ 10,342.40$ 11,376.80$
Monthly 20,371.87$ 22,408.53$ 24,649.73$
Director of Finance N145 7/4/2025 EXEC Hourly 119.61$ 131.57$ 144.73$
Bi-Weekly 9,568.80$ 10,525.60$ 11,578.40$
Monthly 20,732.40$ 22,805.47$ 25,086.53$
Fire Chief N150 7/4/2025 EXEC Hourly 137.16$ 150.88$ 165.97$
Bi-Weekly 10,972.80$ 12,070.40$ 13,277.60$
Monthly 23,774.40$ 26,152.53$ 28,768.13$
Page 1 of 1
Executive Management,
City Manager, and City Clerk Only
City of South San Francisco | Salary Schedule
Effective 7/4/2025
JOB TITLE JOB CODE EFFECTIVE DATE UNIT Pay Type MINIMUM CONTROL
POINT MAXIMUM
Director of Human Resources N130 7/4/2025 EXEC Hourly 115.16$ 126.68$ 139.35$
Bi-Weekly 9,212.80$ 10,134.40$ 11,148.00$
Monthly 19,961.07$ 21,957.87$ 24,154.00$
Director of Information Technology N165 7/4/2025 EXEC Hourly 118.48$ 130.33$ 143.36$
Bi-Weekly 9,478.40$ 10,426.40$ 11,468.80$
Monthly 20,536.53$ 22,590.53$ 24,849.07$
Library Director N110 7/4/2025 EXEC Hourly 115.71$ 127.28$ 140.01$
Bi-Weekly 9,256.80$ 10,182.40$ 11,200.80$
Monthly 20,056.40$ 22,061.87$ 24,268.40$
Director of Parks and Recreation N175 7/4/2025 EXEC Hourly 120.39$ 132.43$ 145.67$
Bi-Weekly 9,631.20$ 10,594.40$ 11,653.60$
Monthly 20,867.60$ 22,954.53$ 25,249.47$
Chief of Police N155 7/4/2025 EXEC Hourly 140.76$ 154.84$ 170.32$
Bi-Weekly 11,260.80$ 12,387.20$ 13,625.60$
Monthly 24,398.40$ 26,838.93$ 29,522.13$
Director of Public Works N160 7/4/2025 EXEC Hourly 124.45$ 136.89$ 150.58$
Bi-Weekly 9,956.00$ 10,951.20$ 12,046.40$
Monthly 21,571.33$ 23,727.60$ 26,100.53$
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