HomeMy WebLinkAboutReso 79-2017 (17-633)City of South San Francisco P.O. Box 711 (City Hall,
400 Grand Avenue)
South San Francisco, CA
City Council
Resolution: RES 79 -2017
File Number: 17 -633 Enactment Number: RES 79 -2017
RESOLUTION APPROVING THE COMPENSATION PLAN FOR
THE EXECUTIVE MANAGEMENT UNIT, DATED JULY 1, 2017
THROUGH JUNE 30, 2022.
WHEREAS, staff recommends approval of the Compensation Plan, attached herewith as Exhibit A, and
the salary schedule, attached as Exhibit B, for the Executive Management Unit, dated July 1, 2017 through
June 30, 2022; and
WHEREAS, the Compensation Plan was prepared by the Human Resources Department, has been
approved as to form by the City Attorney, and incorporates the agreed upon terms and conditions of
employment for the Executive Management Unit.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of South San Francisco that the
City Council hereby approves the Compensation Plan for the Executive Management Unit, dated July 1,
2017 through June 30, 2022, attached as Exhibit A.
BE IT FURTHER RESOLVED that the City Council hereby approves the salary schedule dated July 1,
2017 through June 30, 2022, attached as Exhibit B.
BE IT FURTHER RESOLVED that the City Council hereby authorizes the City Manager, or his designee,
to execute any necessary documents or take another action consistent to carry out the intent of this
resolution.
8a
At a meeting of the City Council on 6/28/2017, a motion was made by Richard Garbarino, seconded by
Liza Normandy, that this Resolution be approved. The motion passed.
Yes: 5 Vice Mayor Normandy, Councilmember Garbarino, Councilmember
Matsumoto, Mayor Gupta, and CouncilmemberAddiego
Attest by - � C Q- - '-- --
Gabrie R g
City of South San Francisco Page 1
The City of South
San Francisco
Compensation Plan
for the
Executive Management Unit
July 1, 2017 to June 30, 2022
City of South San Francisco
Compensation Plan
for the
Executive Management Unit
July 1, 2017 through June 30, 2022
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 Salary Survey .................................................................................................... 2
2.4 Salary Control Point.......................................................................................... 2
2.5 Special Compensation ....................................................................................... 2
2.6 Emergency Declaration 2
3 Allowances and Reimbursements ............................................................................ 3
3.1 Vehicles and Vehicle Allowances ................................................................. 3
3.2 Executive Management Wellness Program ................................................... 3
3.3 Education Expense Reimbursement Program ............................................... 3
3.4 Uniform Allowance for Safety Employees .................................................... 3
4 Benefits .................................................................................................................... 4
4.1 Medical Insurance .......................................................................................... 4
4.1.1 Available Medical Plans .................................................................... 4
4.1.2 Payment of Premium Costs ............................................................... 4
4.1.2.1 Employee HMO Medical Premium Cost ............................... 4
4.1.2.2 Employee Non-HMO Medical Premium Cost ...................... 3
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 ........................................................................... 5
4.3 Vision Insurance ............................................................................................ 5
City of South San Francisco
Executive Management Compensation Plan
Page ii July 1, 2017 through June 30, 2022
Article Title Page
4.3.1 Available Plan .................................................................................... 5
4.3.2 Payment of Premium Costs ............................................................... 5
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 ......................................................................... 6
4.6.2 Long-term Disability ......................................................................... 6
4.6.3 Payment of Premium Costs ............................................................... 6
4.6.4 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”) ................................ 7
4.10.3 Group Dental Insurance for Qualifying Retirees ............................... 7
4.10.4 Group Vision Insurance for Qualifying Retirees ............................... 7
4.11 Retirement Benefits ....................................................................................... 7
4.11.1 Miscellaneous Employees ................................................................... 7
4.11.1.1 2.7% at Age 55 ..................................................................... 7
4.11.1.2 2% at Age 60 ........................................................................ 8
4.11.1.3 2% at Age 62 ........................................................................ 8
4.11.2 Miscellaneous Employees Contribution to Retirement System .......... 8
4.11.2.1 Classic Miscellaneous Employee Share ........................... 8
4.11.2.2 Miscellaneous class members PERS Cost-Sharing .......... 8
4.11.3 Miscellaneous Employee Optional Public Agency Provisions ........... 9
4.11.3.1 Military Service Credit as Public Service ............................. 9
4.11.3.2 Unused Sick Leave Service Credit ........................................ 9
4.11.4 Local Safety Employees Retirement Formula .................................... 9
4.11.4.1 3% at Age 50 ........................................................................ 9
4.11.4.2 3% at Age 55 ........................................................................ 9
4.11.4.3 2.7% at Age 57 ..................................................................... 9
City of South San Francisco
Executive Management Compensation Plan
July 1, 2017 through June 30, 2022 Page iii
Article Title Page
4.11.5 Local Safety Employees Contribution to Retirement System............. 9
4.11.6 Local Safety Employees Optional Public Agency Provisions ............ 9
4.11.6.1 Military Service Credit as Public Service ............................. 9
4.11.6.2 Third Level 1959 Survivor Benefits ...................................... 10
4.11.6.2 Unused Sick Leave Service Credit ........................................ 10
4.12 Retirement Health Savings (RHS) Plan ......................................................... 10
4.12.1 Employer Contributions for Employees Hired on or after
April 24, 2010 ..................................................................................... 10
4.12.2 Mandatory Employee Compensation Contributions .......................... 10
4.12.3 Mandatory Employee Leave Contributions ....................................... 10
4.12.4 Mandatory Excess Wellness Benefit Contribution ............................ 10
5 Holidays ................................................................................................................... 10
5.1 Observed Holidays ........................................................................................ 10
5.1.1 Full-day Holidays ................................................................................ 10
5.1.2 Half-day Holidays ............................................................................... 10
5.2 National Day of Mourning or Celebration .................................................... 11
5.3 Discretionary Holiday .................................................................................... 11
6 Leaves ...................................................................................................................... 11
6.1 Vacation ......................................................................................................... 11
6.1.1 Vacation Accrual Rates ...................................................................... 11
6.1.2 Vacation Accumulation ...................................................................... 11
6.1.2.1 Prior to July 5, 2013 ............................................................... 11
6.1.2.2 Effective July 5, 2013............................................................. 11
6.2 Administrative Leave .................................................................................... 11
6.2.1 Administrative Leave for New Employees ......................................... 12
6.2.2 Supplemental Administrative Leave ................................................... 12
6.3 Medical Appointment Leave ......................................................................... 12
6.4 Sick Leave ..................................................................................................... 12
6.4.1 Amount of Sick Leave ........................................................................ 12
6.4.2 Maximum Paid Sick Leave Time ....................................................... 12
6.5 Sick Leave as Family Care Leave (“Kin Care”) ............................................ 12
6.6 Sick Leave Management Policy .................................................................... 12
6.7 Bereavement Leave ....................................................................................... 13
6.7.1 Definition of Family Member for Bereavement Leave ....................... 13
6.7.2 Leave Within California ...................................................................... 13
6.7.3 Leave Outside California .................................................................... 13
6.8 Industrial Injury or Illness Leave .................................................................. 13
6.8.1 Miscellaneous Employee Industrial Injury or Illness Leave
Amounts ..............................................................................................
13
6.8.2 Safety Employee Industrial Injury or Illness Leave Amounts ............ 13
6.8.3 Workers’ Compensation Disability Payments .................................... 13
6.8.4 Separation from City Employment as a Result of a Work-related 13
City of South San Francisco
Executive Management Compensation Plan
Page iv July 1, 2017 through June 30, 2022
Article Title Page
Injury or Illness
6.9 Military Leave ............................................................................................... 14
6.10 Short-term or Long-term Disability Leave .................................................... 14
6.10.1 Insurance Premiums ............................................................................ 14
6.10.2 Extending Leave.................................................................................. 14
6.10.3 Separating an Employee on Leave ...................................................... 14
6.11 Notification Procedures ................................................................................. 14
6.12 Separation Benefits ........................................................................................ 14
6.12.1 Payment of Unused Accrued Vacation Leave ................................... 14
6.12.2 Payment of Unused Accrued Sick Leave .......................................... 14
7 Recreation Facilities and Classes ............................................................................. 15
7.1 Admission to Classes ..................................................................................... 15
7.2 Use of Facilities ............................................................................................. 15
8 Administration of Compensation Program .............................................................. 15
8.1 Administering Program ................................................................................. 15
8.2 Imposing Leave ............................................................................................. 15
8.3 Conflicts with Laws ....................................................................................... 15
9 Term of Compensation Program .............................................................................. 16
10 Signatures ................................................................................................................. 16
Appendix A. Executive Management Classifications ............................................ 17
Appendix B. Salary Schedule ................................................................................. 18
City of South San Francisco
Compensation Plan
for the
Executive Management Unit
July 1, 2017 through June 30, 2022
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, 2017-June 30, 2018) effective the first full pay period
including July 1, 2017, or the first full pay period following the adoption of
the MOU by Council: three percent (3%); whichever is later;
Year 2 (July 1, 2018-June 30, 2019) effective the first full pay period of July
2018: three percent (3%);
Year 3 (July 1, 2019-June 30, 2020) effective the first full pay period of July
2019: the Safety employees will receive an adjustment to the 60th percentile
of the salary survey for police officer and firefighter, or three percent (3%),
whichever is greater; the Miscellaneous employees will receive 3%;
City of South San Francisco
Executive Management Compensation Plan
Page 2 July 1, 2017 through June 30, 2022
Year 4 (July 1, 2020-June 30, 2021) effective the first full pay period of July
2020: the Miscellaneous employees will receive an adjustment to the 60th
percentile or three percent (3%), whichever is greater; the Safety employees
will receive 3%.
Year 5 (July 1, 2021-June 30, 2022) effective the first full pay period of July
2021: three percent (3%).
There will be no retroactive across-the-board base pay adjustments.
2.3. Salary Survey—The City shall conduct a salary survey for all Executive Team employees
as provided which includes the medical premium cost sharing and Employee CalPERS
Contribution Cost Sharing effective the pay periods including July 1, 2019. Any
classification below market based on the salary survey shall be brought up to the 60 th
percentile of total compensation effective the pay period including July 1, 2019. In
preparation for conducting the salary survey, the City will collaborate with the employees
of the Executive Management Team to select the survey agencies.
2.4. Salary Control Point—A Control Point has been established for each Department Head
classification. The Control Point is set at the 60th Percentile based on a market survey,
considering 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.
2.5. 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:
2.5.1. Management Incentive Pay due to the unique nature of their job and the special
skills, knowledge and abilities required; and
2.5.2. Temporary Upgrade Pay when employees are required to work in an upgraded
position/classification on a full-time, temporary basis. (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.
2.6. 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.
City of South San Francisco
Executive Management Compensation Plan
July 1, 2017 through June 30, 2022 Page 3
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 ve hicle. 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/Chief Sustainability
Officer ..............................................................................
x
Chief of Police ............................................................................. x
Fire Chief ..................................................................................... x
Director of Economic & Community Development .................... x
Director of Human Resources ...................................................... x
Director of Finance ...................................................................... x
Chief Innovation Officer .............................................................. x
Communications Director ............................................................ x
Director of Parks & Recreation .................................................... x
Director of Public Works ............................................................. x
Library Director ........................................................................... x
3.2 Executive Management Wellness Program—Each employee may participate in the
Executive Management Physical Fitness Program, up to a maximum of $1,000 per fiscal
year. This program may be used for health club membership, unreimbursed medical
expenses, physical fitness equipment, etc. or an employee may undergo an annual,
comprehensive multiphasic physical examination at the City’s expense by a qualified
medical facility. All health-related program reimbursement is determined and approved
by the City Manager. The City will contribute any unused wellness monies up to $1,000
in July of each year in a manner consistent with Section 4.12.(MARA).
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 $2,000 per fiscal year, for tuition, fees, and
course materials.
3.4 Uniform Allowance for Safety Employees—Subject to Department rules, safety
employees may receive up to $1,000 per fiscal year 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.
City of South San Francisco
Executive Management Compensation Plan
Page 4 July 1, 2017 through June 30, 2022
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.
4.1.2.1 Employee HMO Medical Premium Cost—All 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 $1,500.
4.2.3 Orthodontia—The lifetime maximum orthodontia benefit is $1,000 for eligible
dependents.
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 completion of 6 full-months of employment with the City, provided the
City of South San Francisco
Executive Management Compensation Plan
July 1, 2017 through June 30, 2022 Page 5
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
of the month in which the employee is on paid status prior to separation from
employment with the City.
4.4 Discretionary Benefit Option—An employee may elect to receive $550 per month in
deferred compensation monies in lieu of medical, dental, and vision benefits through the
City. 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).
4.4.1 Proof of Alternate Insurance—The employee must provide proof of alternate
medical insurance and will be held responsible for maintaining his or her own
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. 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.
City of South San Francisco
Executive Management Compensation Plan
Page 6 July 1, 2017 through June 30, 2022
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 Payment of Premium Costs—The City shall pay the premium costs to the
insurance providers.
4.6.4 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.
4.8 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 may elect to pay premium
contributions for employee and/or dependent coverage under the City’s health
care plans on a pre-tax basis.
4.8.2 Health Care Reimbursement—Participants may set aside salary of up to $2,000
($2,500 effective 1/1/2013) 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 of up to
$5,000 per year on a pre-tax basis to pay for their qualified dependent care
expenses.
4.9 Deceased Employee 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 qualifying event;
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.
City of South San Francisco
Executive Management Compensation Plan
July 1, 2017 through June 30, 2022 Page 7
Retirees will be required to pay any additional costs in order to receive retiree
medical benefits. An 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, 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 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
City of South San Francisco
Executive Management Compensation Plan
Page 8 July 1, 2017 through June 30, 2022
benefit 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 Miscellaneous Employees Contributions 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.
4.11.2.1 Classic Miscellaneous Employee Share–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 Miscellaneous members as
designated by CalPERS is 8% for employees enrolled in the 2.7%@55
formula. Any Classic Miscellaneous members enrolled in 2%@60
formula shall pay 7% Employee Share. 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).
4.11.2.2 Miscellaneous Classic Members PERS Cost-sharing contribution––
Effective July 2019 with the implementation of the PERS amendment
and as authorized by GC 20516(f), Miscellaneous Classic Members and
the City agree to a pension-cost sharing arrangement where all Safety
Classic members shall pay, in addition to the current 7% or 8%
employee contribution, an additional as follows:
• Year 3 (July 1, 2020-June 30, 2021) effective first full pay period of July
2020: employees will contribute an additional one percent (1.5%) in
addition to their employee contribution
• Year 4 (July 1, 2021-June 30, 2022) effective first full pay period of July
2021: employees will contribute an additional one percent (1%) in
addition to their employee contribution
• Thereafter, the employees will be obligated to pay 2% of the employer
rate, plus 7% or 8% of the employee contribution for a total employee
commitment of 9-10%, depending on whether they are enrolled in the
2.7%@55 formula or 2%@60 formula.
The contributions will be tax-deferred under IRC section 414(h)(2).
Employee contributions will be credited to each member’s account as
City of South San Francisco
Executive Management Compensation Plan
July 1, 2017 through June 30, 2022 Page 9
normal contributions and will be refundable to members who separate
from CalPERS covered employment and elect to withdraw their
contributions.
4.11.3 Miscellaneous Employees Optional Public Agency Provisions—
4.11.3.1.1 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.
4.11.3.1.2 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 Employees Contribution to Retirement System—
4.11.5.1 Local Safety Employee Share––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).
4.11.5.2 Safety Classic Members PERS Cost-Sharing Contribution—
Effective with the implementation of the PERS amendment and as
authorized by GC 20516(f), Safety Classic Members and the City agree to
a pension-cost sharing arrangement where all Safety Classic members
shall pay, in addition to the current 9% employee contribution, an
additional amount based on the employee’s underlying Safety unit (Police
or Fire). The contributions will be tax-deferred under IRC section
414(h)(2). 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.
City of South San Francisco
Executive Management Compensation Plan
Page 10 July 1, 2017 through June 30, 2022
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 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,
100% of payment of Unused Accrued Administrative Leave, and
50% of payment of Unused Accrued Vacation Leave.
4.12.4 Mandatory Excess Wellness Benefit Contribution—Annual payout of 100% of
unused Executive Management Wellness Benefit pursuant to Section 3.2.
Article 5. Holidays
5.1 Observed Holidays—
5.1.1 Full-day Holidays—The City shall observe the following full-day holidays.
5.1.2 Half-day Holidays—In addition, the City observes the following half-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
July 4 ........................................................................................ Independence Day
First Monday in September ...................................................... Labor Day
Second Monday in October ...................................................... Columbus Day Observed
November 11 ............................................................................ Veteran’s Day
Fourth Thursday in November ................................................. Thanksgiving Day
Friday following Fourth Thursday in November ..................... Day After Thanksgiving
December 25 ............................................................................. Christmas Day
December 24 ............................................................................. Christmas Eve Day
December 31 ............................................................................. New Year’s Eve Day
City of South San Francisco
Executive Management Compensation Plan
July 1, 2017 through June 30, 2022 Page 11
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 ser vice.
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 payperiod 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—
6.1.2.1 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.
Time may be sold twice annually in May and November.
Executive Team members will have a one-time opportunity to sell back up to
120 hours of vacation for 2017 during the month of July 2017. In future
years, the July sell back period will not be available. The July opportunity
does not increase the total number of hours available for sell back in 2017
(capped at 120 hours).
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
Length of Service
Payperiod
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
Page 12 July 1, 2017 through June 30, 2022
of this group routinely and consistently perform the duties of their positions during times
that involve 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 payperiod 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
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 his
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.
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 that is not industrially caused shall be eligible to rec eive 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 Sick Leave as Family Care Leave (“Kin Care”)—Employees accumulate sick leave
each year as defined in the sick leave article of this Agreement. In recognition of Labor
Code 233, effective January 1, 2000, employees are permitted to use up to half of their
annual sick leave allotment, in any calendar year, for the purpose of obtaining medical
consultation, treatment, or for caring for a sick family member.
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
City of South San Francisco
Executive Management Compensation Plan
July 1, 2017 through June 30, 2022 Page 13
standard. Therefore, employees exceeding 56 hours or 7 occurrences of sick leave per
year will be subject to a review of sick leave usage.
6.7 Bereavement Leave—An employee may be granted paid leave of absence 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 a spouse, child, father, mother,
brother, sister, grandfather, grandmother, father-in-law, mother-in-law, brother-
in-law, sister-in-law, daughter-in-law, and son-in-law. In addition, the
department head may grant bereavement leave to an employee upon the death or
for the funeral of some other person, if in the opinion of the City Manager, there
existed an extraordinarily close familial relationship between the employee and
such other person.
6.7.2 Leave 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.
6.7.3 Leave 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
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
serious or life/threatening nature, that prohibits the employee from engaging in
the usual or customary occupation or a similar occupation, and which severely
City of South San Francisco
Executive Management Compensation Plan
Page 14 July 1, 2017 through June 30, 2022
limits the employee’s mobility and ability to engage in productive and gainful
employment with or without reasonable accommodation.
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 Care Leave, Sick Leave as Family Care, 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.
6.12 Separation Benefits—Payment of separation benefits may be deferred from the time
of separation to the first payperiod in the calendar year immediately following the d ate 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
City of South San Francisco
Executive Management Compensation Plan
July 1, 2017 through June 30, 2022 Page 15
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,
Recreation, and Maintenance Services 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
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.
City of South San Francisco
Executive Management Compensation Plan
Page 16 July 1, 2017 through June 30, 2022
Article 9. Term of Compensation Program
This Compensation Program will be in effect from July 1, 2017 to June 30, 2022, 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:
Jeff Azzopardi, Chief Negotiator
Rebecca Burnside, Chief Negotiator
Sharon Ranals, Director of Parks and
Recreation
LaTanya Bellow, Human Resources Director
City of South San Francisco
Executive Management Compensation Plan
July 1, 2017 through June 30, 2022 Page 17
Appendix A
Executive Management Classifications
Those classifications in the Executive Management unit are the following:
Assistant City Manager/Chief Sustainability Officer
Assistant to the City Manager
Chief of Police
Fire Chief
Director of Economic and Community Development
Director of Finance
Director of Human Resources
Chief Innovation Officer
Communications Director
Director of Parks and Recreation
Director of Public Works
Library Director
City of South San Francisco
Executive Management Compensation Plan
Page 18 July 1, 2017 through June 30, 2022
Appendix B
Salary Schedule
JOB TITLE JOB CODE EFFECTIVE DATE UNIT PAY RATE MINIMUM CONTROL POINT MAXIMUM
ACM / CHIEF SUSTAINABILITY OFFICER N100 30-JUN-2017 EXEC Hourly Rate 101.94 112.13 123.34
ACM / CHIEF SUSTAINABILITY OFFICER N100 30-JUN-2017 EXEC Bi-Weekly Rate 8154.91 8970.40 9867.44
ACM / CHIEF SUSTAINABILITY OFFICER N100 30-JUN-2017 EXEC Monthly 17668.97 19435.87 21379.45
ACM / CHIEF SUSTAINABILITY OFFICER N100 30-JUN-2017 EXEC
ASSISTANT TO THE CITY MANAGER N180 30-JUN-2017 EXEC Hourly Rate 59.32 65.25 71.78
ASSISTANT TO THE CITY MANAGER N180 30-JUN-2017 EXEC Bi-Weekly Rate 4745.45 5220.00 5742.00
ASSISTANT TO THE CITY MANAGER N180 30-JUN-2017 EXEC Monthly 10281.82 11310.00 12441.00
ASSISTANT TO THE CITY MANAGER N180 30-JUN-2017 EXEC
CHIEF INNOVATION OFFICER N165 30-JUN-2017 EXEC Hourly Rate 86.44 95.08 104.59
CHIEF INNOVATION OFFICER N165 30-JUN-2017 EXEC Bi-Weekly Rate 6914.91 7606.40 8367.04
CHIEF INNOVATION OFFICER N165 30-JUN-2017 EXEC Monthly 14982.30 16480.53 18128.59
CHIEF INNOVATION OFFICER N165 30-JUN-2017 EXEC
COMMUNICATIONS DIRECTOR N190 30-JUN-2017 EXEC Hourly Rate 86.44 95.08 104.59
COMMUNICATIONS DIRECTOR N190 30-JUN-2017 EXEC Bi-Weekly Rate 6914.91 7606.40 8367.04
COMMUNICATIONS DIRECTOR N190 30-JUN-2017 EXEC Monthly 14982.30 16480.53 18128.59
COMMUNICATIONS DIRECTOR N190 30-JUN-2017 EXEC
ECONOMIC & COMMUNITY DEVELOPMENT DIRECTORN140 30-JUN-2017 EXEC Hourly Rate 88.36 97.20 106.92
ECONOMIC & COMMUNITY DEVELOPMENT DIRECTORN140 30-JUN-2017 EXEC Bi-Weekly Rate 7069.09 7776.00 8553.60
ECONOMIC & COMMUNITY DEVELOPMENT DIRECTORN140 30-JUN-2017 EXEC Monthly 15316.36 16848.00 18532.80
ECONOMIC & COMMUNITY DEVELOPMENT DIRECTORN140 30-JUN-2017 EXEC
FINANCE DIRECTOR N145 30-JUN-2017 EXEC Hourly Rate 88.36 97.20 106.92
FINANCE DIRECTOR N145 30-JUN-2017 EXEC Bi-Weekly Rate 7069.09 7776.00 8553.60
FINANCE DIRECTOR N145 30-JUN-2017 EXEC Monthly 15316.36 16848.00 18532.80
FINANCE DIRECTOR N145 30-JUN-2017 EXEC
FIRE CHIEF N150 30-JUN-2017 EXEC Hourly Rate 98.62 108.48 119.33
FIRE CHIEF N150 30-JUN-2017 EXEC Bi-Weekly Rate 7889.45 8678.40 9546.24
FIRE CHIEF N150 30-JUN-2017 EXEC Monthly 17093.82 18803.20 20683.52
FIRE CHIEF N150 30-JUN-2017 EXEC
HUMAN RESOURCES DIRECTOR N130 30-JUN-2017 EXEC Hourly Rate 86.44 95.08 104.59
HUMAN RESOURCES DIRECTOR N130 30-JUN-2017 EXEC Bi-Weekly Rate 6914.91 7606.40 8367.04
HUMAN RESOURCES DIRECTOR N130 30-JUN-2017 EXEC Monthly 14982.30 16480.53 18128.59
HUMAN RESOURCES DIRECTOR N130 30-JUN-2017 EXEC
LIBRARY DIRECTOR N110 30-JUN-2017 EXEC Hourly Rate 86.44 95.08 104.59
LIBRARY DIRECTOR N110 30-JUN-2017 EXEC Bi-Weekly Rate 6914.91 7606.40 8367.04
LIBRARY DIRECTOR N110 30-JUN-2017 EXEC Monthly 14982.30 16480.53 18128.59
LIBRARY DIRECTOR N110 30-JUN-2017 EXEC
PARKS & RECREATION DIRECTOR N175 30-JUN-2017 EXEC Hourly Rate 86.54 95.19 104.71
PARKS & RECREATION DIRECTOR N175 30-JUN-2017 EXEC Bi-Weekly Rate 6922.91 7615.20 8376.72
PARKS & RECREATION DIRECTOR N175 30-JUN-2017 EXEC Monthly 14999.64 16499.60 18149.56
PARKS & RECREATION DIRECTOR N175 30-JUN-2017 EXEC
POLICE CHIEF N155 30-JUN-2017 EXEC Hourly Rate 97.43 107.17 117.89
POLICE CHIEF N155 30-JUN-2017 EXEC Bi-Weekly Rate 7794.18 8573.60 9430.96
POLICE CHIEF N155 30-JUN-2017 EXEC Monthly 16887.39 18576.13 20433.75
POLICE CHIEF N155 30-JUN-2017 EXEC
PUBLIC WORKS DIRECTOR N160 30-JUN-2017 EXEC Hourly Rate 87.79 96.57 106.23
PUBLIC WORKS DIRECTOR N160 30-JUN-2017 EXEC Bi-Weekly Rate 7023.27 7725.60 8498.16
PUBLIC WORKS DIRECTOR N160 30-JUN-2017 EXEC Monthly 15217.09 16738.80 18412.68
City of South San Francisco
Executive Management Compensation Plan
July 1, 2017 through June 30, 2022 Page 19
Executive Management
Side Letter
The City will establish a 401(a) for PEPRA employees (“New Members” as defined by
CalPERS) no later than December 31, 2017.
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
JOB TITLE JOB CODE EFFECTIVE DATE UNIT PAY RATE MINIMUM CONTROL POINT MAXIMUM
ACM / CHIEF SUSTAINABILITY OFFICER N100 30-JUN-2017 EXEC Hourly Rate 101.94 112.13 123.34
ACM / CHIEF SUSTAINABILITY OFFICER N100 30-JUN-2017 EXEC Bi-Weekly Rate 8154.91 8970.40 9867.44
ACM / CHIEF SUSTAINABILITY OFFICER N100 30-JUN-2017 EXEC Monthly 17668.97 19435.87 21379.45
ACM / CHIEF SUSTAINABILITY OFFICER N100 30-JUN-2017 EXEC
ASSISTANT TO THE CITY MANAGER N180 30-JUN-2017 EXEC Hourly Rate 59.32 65.25 71.78
ASSISTANT TO THE CITY MANAGER N180 30-JUN-2017 EXEC Bi-Weekly Rate 4745.45 5220.00 5742.00
ASSISTANT TO THE CITY MANAGER N180 30-JUN-2017 EXEC Monthly 10281.82 11310.00 12441.00
ASSISTANT TO THE CITY MANAGER N180 30-JUN-2017 EXEC
CHIEF INNOVATION OFFICER N165 30-JUN-2017 EXEC Hourly Rate 86.44 95.08 104.59
CHIEF INNOVATION OFFICER N165 30-JUN-2017 EXEC Bi-Weekly Rate 6914.91 7606.40 8367.04
CHIEF INNOVATION OFFICER N165 30-JUN-2017 EXEC Monthly 14982.30 16480.53 18128.59
CHIEF INNOVATION OFFICER N165 30-JUN-2017 EXEC
COMMUNICATIONS DIRECTOR N190 30-JUN-2017 EXEC Hourly Rate 86.44 95.08 104.59
COMMUNICATIONS DIRECTOR N190 30-JUN-2017 EXEC Bi-Weekly Rate 6914.91 7606.40 8367.04
COMMUNICATIONS DIRECTOR N190 30-JUN-2017 EXEC Monthly 14982.30 16480.53 18128.59
COMMUNICATIONS DIRECTOR N190 30-JUN-2017 EXEC
ECONOMIC & COMMUNITY DEVELOPMENT DIRECTORN140 30-JUN-2017 EXEC Hourly Rate 88.36 97.20 106.92
ECONOMIC & COMMUNITY DEVELOPMENT DIRECTORN140 30-JUN-2017 EXEC Bi-Weekly Rate 7069.09 7776.00 8553.60
ECONOMIC & COMMUNITY DEVELOPMENT DIRECTORN140 30-JUN-2017 EXEC Monthly 15316.36 16848.00 18532.80
ECONOMIC & COMMUNITY DEVELOPMENT DIRECTORN140 30-JUN-2017 EXEC
FINANCE DIRECTOR N145 30-JUN-2017 EXEC Hourly Rate 88.36 97.20 106.92
FINANCE DIRECTOR N145 30-JUN-2017 EXEC Bi-Weekly Rate 7069.09 7776.00 8553.60
FINANCE DIRECTOR N145 30-JUN-2017 EXEC Monthly 15316.36 16848.00 18532.80
FINANCE DIRECTOR N145 30-JUN-2017 EXEC
FIRE CHIEF N150 30-JUN-2017 EXEC Hourly Rate 98.62 108.48 119.33
FIRE CHIEF N150 30-JUN-2017 EXEC Bi-Weekly Rate 7889.45 8678.40 9546.24
FIRE CHIEF N150 30-JUN-2017 EXEC Monthly 17093.82 18803.20 20683.52
FIRE CHIEF N150 30-JUN-2017 EXEC
HUMAN RESOURCES DIRECTOR N130 30-JUN-2017 EXEC Hourly Rate 86.44 95.08 104.59
HUMAN RESOURCES DIRECTOR N130 30-JUN-2017 EXEC Bi-Weekly Rate 6914.91 7606.40 8367.04
HUMAN RESOURCES DIRECTOR N130 30-JUN-2017 EXEC Monthly 14982.30 16480.53 18128.59
HUMAN RESOURCES DIRECTOR N130 30-JUN-2017 EXEC
LIBRARY DIRECTOR N110 30-JUN-2017 EXEC Hourly Rate 86.44 95.08 104.59
LIBRARY DIRECTOR N110 30-JUN-2017 EXEC Bi-Weekly Rate 6914.91 7606.40 8367.04
LIBRARY DIRECTOR N110 30-JUN-2017 EXEC Monthly 14982.30 16480.53 18128.59
LIBRARY DIRECTOR N110 30-JUN-2017 EXEC
PARKS & RECREATION DIRECTOR N175 30-JUN-2017 EXEC Hourly Rate 86.54 95.19 104.71
PARKS & RECREATION DIRECTOR N175 30-JUN-2017 EXEC Bi-Weekly Rate 6922.91 7615.20 8376.72
PARKS & RECREATION DIRECTOR N175 30-JUN-2017 EXEC Monthly 14999.64 16499.60 18149.56
PARKS & RECREATION DIRECTOR N175 30-JUN-2017 EXEC
POLICE CHIEF N155 30-JUN-2017 EXEC Hourly Rate 97.43 107.17 117.89
POLICE CHIEF N155 30-JUN-2017 EXEC Bi-Weekly Rate 7794.18 8573.60 9430.96
POLICE CHIEF N155 30-JUN-2017 EXEC Monthly 16887.39 18576.13 20433.75
POLICE CHIEF N155 30-JUN-2017 EXEC
PUBLIC WORKS DIRECTOR N160 30-JUN-2017 EXEC Hourly Rate 87.79 96.57 106.23
PUBLIC WORKS DIRECTOR N160 30-JUN-2017 EXEC Bi-Weekly Rate 7023.27 7725.60 8498.16
PUBLIC WORKS DIRECTOR N160 30-JUN-2017 EXEC Monthly 15217.09 16738.80 18412.68