HomeMy WebLinkAboutReso 130-2022 (22-588)
The City of South
San Francisco
Compensation Plan
between the
Public Safety Managers
and the
City of South San Francisco
July 1, 2022 through June 30, 2025
City of South San Francisco
Public Safety Managers Compensation Plan
Table of Contents
July 1, 2022 through June 30, 2025
Article Title Page
1 Public Safety Managers Defined ............................................................................. 1
2 Salary ....................................................................................................................... 1
2.1 Definitions ..................................................................................................... 1
2.1.1 Base Pay .............................................................................................. 1
2.1.2 Enhanced Pay ...................................................................................... 1
2.2 Wage Rates .................................................................................................... 1
2.2.1 Across-the-board Base Pay Adjustments ............................................ 1
2.2.2 Equity Adjustments ............................................................................. 1
2.3 Classification Compaction–Police ................................................................. 2
2.4 Classification Compaction–Fire .................................................................... 2
2.5 Salary Schedule ............................................................................................. 2
2.6 Temporary Assignment to a Higher-level Positions ...................................... 2
2.7 Salary Survey ................................................................................................. 2
3 Other Pay ................................................................................................................. 2
3.1 Longevity Pay ................................................................................................ 2
3.1.1 After 15 Years of Service .................................................................... 3
3.1.2 After 20 Years of Service .................................................................... 3
3.2 Extra Shift Premium Pay ............................................................................... 3
3.2.1 Qualifying Shifts ................................................................................. 3
3.2.2 Disaster/Emergency Response ............................................................ 3
3.2.3 Compensation Amount ....................................................................... 3
3.2.4 Department Head Review ................................................................... 3
3.2.5 No Effect on Employee’s Right to Overtime ...................................... 3
3.2.6 Extra Shift Pay .................................................................................... 3
3.3 Emergency Declaration/Emergency Response .............................................. 3
3.4 Uniform Allowance ....................................................................................... 4
4 Payment of Compensation ....................................................................................... 4
5 Health and Welfare Benefit Plans ............................................................................ 4
5.1 Medical Insurance .......................................................................................... 4
5.1.1 Available Medical Plans .................................................................... 4
5.1.2 Payment of Premium Costs ............................................................... 4
5.1.2.1 Employee Premium Costs ....................................................... 4
5.1.2.2 Employee Non-HMO Medical Premium Cost ........................ 4
5.1.3 Effective Date of Coverage ............................................................... 4
5.2 Dental Insurance ............................................................................................ 5
5.2.1 Core Dental Plan ................................................................................ 5
5.2.2 Payment of Premium Costs ............................................................... 5
5.2.3 Effective Date of Coverage ............................................................... 5
5.2.4 Buy-Up Dental Plan ........................................................................... 5
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Public Safety Managers Compensation Plan
Page ii July1, 2022 through June 30, 2025
Article Title Page
5.3 Vision Insurance ............................................................................................ 5
5.3.1 Available Plan .................................................................................... 5
5.3.2 Payment of Premium Costs ............................................................... 5
5.3.3 Effective Date of Coverage ............................................................... 5
5.4 Discretionary Benefit Option ......................................................................... 5
5.4.1 Proof of Alternate Insurance .............................................................. 5
5.4.2 Exercising the Option ........................................................................ 5
5.5 Life and Accidental Death and Dismemberment Insurance .......................... 5
5.5.1 Term Life Value ................................................................................ 5
5.5.2 AD&D Value ..................................................................................... 5
5.5.3 Payment of Premium Costs ............................................................... 6
5.5.4 Effective Date of Coverage ............................................................... 6
5.5.5 Supplemental Life Insurance ............................................................. 6
5.6 Disability Insurance Program ........................................................................ 6
5.6.1 Short-term Disability ......................................................................... 6
5.6.2 Long-term Disability ......................................................................... 6
5.6.3 Payment of Premium Costs ............................................................... 6
5.6.4 Effective Date of Coverage ............................................................... 6
5.7 Section 125 Plan ............................................................................................ 6
5.7.1 Health Care Reimbursement .............................................................. 6
5.7.2 Dependent Care Reimbursement ....................................................... 6
5.7.3 Group Insurance Premium Plan ......................................................... 6
5.8 Section 457 Deferred Compensation Plan ..................................................... 6
5.9 Retirement Plan ............................................................................................. 6
5.9.1 Retirement Formula ............................................................................ 6
5.9.1.1 3% at age 50 ......................................................................... 6
5.9.1.2 3% at age 55 ......................................................................... 7
5.9.1.3 2.7% at age 57 ...................................................................... 7
5.9.2 Optional Provisions Added ................................................................. 7
5.9.2.1 Survivor Allowance ............................................................. 7
5.9.2.2 Military Service Credit ......................................................... 7
5.9.2.3 Sick Leave Service Credit .................................................... 7
5.9.3 Employee Contributions to Retirement System .................................. 7
5.9.4 Safety Classic Members PERS Cost-Sharing Contribution ................ 7
5.10 Education Expense Reimbursement Program ............................................... 7
5.10.1 Education Expense Reimbursement Amount .................................... 7
5.10.2 Qualifying for Reimbursement .......................................................... 7
5.10.2.1 Written Approval ................................................................. 7
5.10.2.2 Reimbursement Request....................................................... 8
5.11 Medical After Retirement Account (MARA) ................................................ 8
5.11.1 Mandatory Employee Contributions ................................................. 8
5.11.2 Mandatory Employee Leave Contributions ....................................... 8
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Public Safety Managers Compensation Plan
July 1, 2022 through June 30, 2025 Page iii
Article Title Page
5.12 Retired Employee Benefits ............................................................................ 8
5.12.1 Group Medical Insurance for Qualifying Retirees ............................ 8
5.12.2 Medical After Retirement Account (MARA) .................................... 8
5.12.3 Group Dental Insurance for Qualifying Retirees ............................... 8
5.12.4 Group Vision Insurance for Qualifying Retirees ............................... 9
5.12.5 Continued Retiree Health Eligibility ................................................. 9
5.13 Deceased Employee/Retiree Benefits ............................................................ 9
6 Holidays ................................................................................................................... 9
6.1 Continuous Service Employees ..................................................................... 9
6.2 Shift Holiday Pay ........................................................................................... 9
6.2.1 Shift Holiday Pay for Battalion Chiefs Assigned to a 56-Hour
Schedule ............................................................................................. 9
6.2.2 Holiday Pay for Employees Other than 56-hour Battalion Chiefs
Prior to January 1, 2023 ..................................................................... 10
6.2.3 Shift Holiday Effective January 1, 2023 ........................................... 10
6.3 Paid Status Before and After a Holiday ......................................................... 10
6.4 Observed Full-day Holidays .......................................................................... 10
6.5 Observed Half-day Holidays ......................................................................... 10
6.6 National Day .................................................................................................. 10
6.7 Days of Holiday Observation ........................................................................ 10
6.8 Discretionary Holiday .................................................................................... 10
7 Leaves ...................................................................................................................... 11
7.1 Vacation Leave .............................................................................................. 11
7.1.1 Accrual Schedule ................................................................................ 11
7.1.2 Vacation Maximum Accrual ............................................................... 11
7.1.3 Vacation Leave Conversions for Battalion Chiefs Appointed into
Unit on or after 7/1/2010 ..................................................................... 11
7.1.4 Vacation Leave Conversions for Battalion Chiefs Appointed into
Unit on or after 7/1/2010 and are Working a 40-hour Schedule Prior
to the Adoption of this MOU .............................................................. 11
7.1.5 Payment on Separation ........................................................................ 11
7.1.6 Vacation Leave Usage......................................................................... 12
7.1.7 Vacation Leave Cash-Out ................................................................... 12
7.2 Administrative Leave .................................................................................... 12
7.2.1 Accrual and Usage .............................................................................. 12
7.2.2 Supplemental Administrative Leave ................................................... 12
7.3 Sick Leave ..................................................................................................... 12
7.3.1 Accrual ................................................................................................ 13
7.3.2 Sick Leave Conversion ....................................................................... 13
7.3.2.1 Battalion Chiefs Appointed into Unit Prior to 7/1/2010 ...... 13
7.3.2.2 Battalion Chiefs Appointed into Unit on or after 7/1/2010 . 13
7.3.3 Usage ................................................................................................... 13
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Public Safety Managers Compensation Plan
Page iv July1, 2022 through June 30, 2025
Article Title Page
7.3.3.1 Fire Shift Employees Appointed into Unit Prior to 7/1/2010
.............................................................................................. 13
7.3.4 Definition of a Separation from City Employment as a Result of a
Work-related Injury or Illness ............................................................. 13
7.3.5 Payment of Unused Accrued Sick Leave ............................................ 13
7.3.5.1 Hours Payable ...................................................................... 13
7.3.5.2 Rate of Pay ........................................................................... 14
7.3.6 PERS Service Credit ........................................................................... 14
7.3.7 Sick Leave Management Policy .......................................................... 14
7.3.7.1 Review Standard .................................................................. 14
7.4 Medical Appointment Leave ......................................................................... 14
7.5 Protected Sick Leave ..................................................................................... 14
7.5.1 Purpose ............................................................................................. 14
7.5.2 Leave Accounting ............................................................................ 15
7.6 Bereavement Leave ....................................................................................... 15
7.6.1 Definition of Family Member .......................................................... 15
7.6.2 Leave Within California ................................................................... 15
7.6.3 Leave Outside California ................................................................. 15
7.7 Industrial Injury Leave .................................................................................. 15
7.8 Military Leave ............................................................................................... 15
7.9 Pregnancy Disability and Childcare Leave ................................................... 15
7.10 Disability Leave ............................................................................................. 16
7.10.1 Employment Separation ................................................................... 16
7.10.2 Unpaid Leave of Absence ................................................................ 16
7.10.3 90-day Qualification Period ............................................................. 16
8 Recreation Facilities and Programs ......................................................................... 16
8.1 Admission to Classes ..................................................................................... 16
8.2 Use of Facilities ............................................................................................. 16
9 Grievance Procedure ................................................................................................ 16
10 Disciplinary Action .................................................................................................. 17
11 Administration of Compensation Plan ..................................................................... 17
11.1 Full and Entire Agreement ............................................................................ 17
11.2 Administration of Plan ................................................................................... 17
11.3 Annual Meeting ............................................................................................. 17
12 Signatures ................................................................................................................. 18
Appendix A Public Safety Managers Classifications .............................................. 19
Appendix B Side Letter Agreement ......................................................................... 20
Public Safety Managers Compensation Plan
July 1, 2022 through June 30, 2025
This Public Safety Managers Compensation Plan sets forth those salaries, benefits, and terms and
conditions of employment for those employees in the Public Safety Managers Unit (hereafter,
referred to as “employee”), in effect for the period beginning July 1, 2022, and continuing through
June 30, 2025, and thereafter unless modified by the City Council.
Article 1. Public Safety Managers Defined
The Public Safety Managers Unit shall consist of all full-time regular employees in the positions
designated in Appendix A, which are included in the exempt service of the City of South San
Francisco, and also, includes such classifications as may be added to this Unit by the City at a later
date.
Article 2. Salary
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. 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 Wage Rates –
2.2.1 Across-the-board Base Pay Adjustments—All employees shall receive across-the-
board base pay adjustments in the amounts and with the effective dates as follows:
Year 1 (July 1, 2022-June 30, 2023) effective the first full pay period including
July 1, 2022, or the first full pay period following the adoption of the
Compensation Plan by Council: six percent (6%); whichever is later;
Year 2 (July 1, 2023-June 30, 2024) effective the first full pay period of July
2023: three percent (3%);
Year 3 (July 1, 2024-June 30, 2025) effective the first full pay period of July
2024three percent (3%).
There will be no retroactive across-the-board base pay adjustments.
2.2.2 Equity Adjustments—Effective the first full pay period of July, 2022 or the first full
pay period following the adoption of the Compensation Plan by Council, market
equity adjustments based on a total compensation study conducted by the City shall
be applied to salaries as follows:
Battalion Chief: three percent (3%)
City of South San Francisco
Public Safety Managers Compensation Plan
Page 2 July1, 2022 through June 30, 2025
EMS Chief: three percent (3%)
Fire Marshal: three percent (3%)
Deputy Fire Chief: three percent (3%)
Police Lieutenant: three percent (3%)
Police Captain: three percent (3%)
Deputy Police Chief: three percent (3%)
2.3 Classification Compaction–Police—To ensure an adequate salary spread for the Police
Service Public Safety Managers, the top step of the salary schedule for the Police
Lieutenant classification shall be 29.5% above the top step of the Police Sergeant
classification. The top step of the salary schedule for the Police Captain classification shall
be 15% above the top step of the Police Lieutenant classification. The top step of the salary
schedule for the Police Deputy Chief classification shall be six percent (6%) above the top
step of the Police Captain classification.
2.4 Classification Compaction—Fire—To ensure an adequate salary spread for the Fire
Service Public Safety Managers, the top step of the salary schedule for the Fire Battalion
Chief, Fire Marshal, and EMS Chief classifications, including all incentives, shall be no
less than 15% above the top step of the Fire Captain classification, including all incentives.
The Deputy Fire Chief classification shall be no less than 16.38% above the fire Battalion
Chief classification, including all incentives.
2.5 Salary Schedule—Each unit-covered position shall contain 5 pay steps. Employees in these
positions may progress through the salary schedule based on satisfactory performance, but
no sooner than 6 months between steps 1 and 2, and 12 months between steps 2, 3, 4, and
5.
2.6 Temporary Assignment to Higher-level Positions—An employee assigned to the full scope
of the duties of a higher classification shall not be paid the salary of that higher
classification unless the employee serves in that capacity for 30-calendar days or more. If
this occurs, the employee shall receive the pay of the higher classification commencing
with the first day of said service. An employee so assigned must meet the minimum
qualifications for the position to which assigned.
2.7 Salary Survey—In the event of a salary survey, the sixtieth (60th) percentile of total
compensation (salary and employer paid benefits) shall serve as the basis for determining
total compensation for all bargaining unit personnel. Prior to conducting a survey, the City
will meet with unit representatives to review the survey methodology. Unless otherwise
agreed by the parties, the City shall utilize the same benchmark cities and compensation
factors included in the 2022 total compensation survey.
Article 3. Other Pay
3.1 Longevity Pay—Public Safety Managers Unit employees hired prior to July 1, 2012, will
receive an additional compensation based on total years of full-time, regular employee City
service, according to the following schedule:
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2022 through June 30, 2025 Page 3
3.1.1 After 15 Years of Service—Each employee who has completed 15 years of service
shall have 1.5% increase in pay added to the employee’s base hourly rate of pay for
each hour in paid status.
3.1.2 After 20 Years of Service—In addition to 3.1.1 above, each employee who has
completed 20 years of service shall have an additional 1.0% increase in pay added
to the employee’s base hourly rate of pay for each hour in paid status.
Longevity Pay is not available for employees hired on or after July 1, 2012.
3.2 Extra Shift Premium Pay—Employees in the Battalion Chief and Police Lieutenant
classifications are eligible to receive extra shift pay for working an extra work shift for
which they are not normally scheduled. This pay does not apply when a Battalion Chief or
Lieutenant is required to attend meetings or complete assignments outside his/her regular
work schedule.
3.2.1 Qualifying Shifts—Extra shift pay is only for work as defined above beyond the
employee’s normal work schedule and is not for hours needed to attend meetings
or complete assignments.
3.2.2 Disaster/Emergency Response—Extra shift premium pay shall apply to all affected
employees involved in a reimbursable disaster requiring emergency response.
3.2.3 Compensation Amount—Battalion Chiefs, Fire Marshal, and EMS Chief (as
outlined in section 3.2.6) will be compensated at 1.5 times what would be their 56-
hour per week hourly rate of pay for each hour of the full shift worked. Police
Lieutenants will be compensated at 1.5 times what would be their 40-hour per week
hourly rate of pay for each hour of the shift worked. This pay may or may not be
PERSable as determined by PERS.
3.2.4 Department Head Review—The respective Police Chief or Fire Chief, or their
respective designees, will have the absolute discretion to determine the specific
shifts that qualify for this program, with no appeal rights for the employee.
3.2.5 No Effect on Employee’s Right to Overtime—Extra Shift Premium Pay is not
overtime pay and the parties agree that this provision does not impact Battalion
Chiefs’ and Lieutenants’ exempt status under the Fair Labor Standards Act.
3.2.6 Extra Shift Pay—The Fire Marshal and the EMS Chief may earn extra shift pay if
they work a shift in the place of a 56-hour Battalion Chief. The employee must
receive approval from the Fire Chief and meet the minimum qualifications for the
position.
3.3 Emergency Declaration/Emergency Response—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. This overtime will be reimbursed
portal to portal. Overtime shall be paid within a reasonable time to allow processing and
shall not be withheld until settlement of claims for reimbursement.
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Public Safety Managers Compensation Plan
Page 4 July1, 2022 through June 30, 2025
3.4 Uniform Allowance—Subject to Department rules, each employee will receive up to $1,100
per fiscal year for the purchase and maintenance of approved uniform items. Effective upon
Council approval of the Agreement, Uniform allowance distribution will be paid in 26
equal increments per fiscal year.
Article 4. Payment of Compensation
Each employee shall be compensated on a biweekly basis. Payment will normally be made on the
Thursday immediately following the conclusion of the City payroll period. Each payperiod
consists of 14-calendar days and begins on Friday, which is the first day of the payperiod and ends
on the Thursday the last day of the payperiod. Employees who are on continuous paid regular
service for a partial payperiod shall receive pro-rated compensation for the payperiod at the rate
of 1/80th of the employee’s biweekly salary rate for each hour of the payperiod that the employee
was on continuous paid regular service. All 56-hour employees shall receive prorated
compensation for the payperiod at the rate of 1/112th of the employee’s biweekly salary rate for
each hour of the payperiod that the employee was on continuous paid regular service.
Article 5. Health and Welfare Benefit Plans
Full-time regular 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:
5.1 Medical Insurance—
5.1.1 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. Should the City determine that a change in medical
plan providers is warranted, the City will consult with a representative from this
bargaining unit to assist in assessing a change in plan providers.
5.1.2 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.
5.1.2.1 Employee Premium Costs—all employees on the City’s medical plans shall
contribute an amount equal to 10% of the HMO premium cost based on the
plan choice and category of coverage (single, two, family).
5.1.2.2.Employee Non-HMO Medical Premium Cost —In addition, employees
enrolled in more expensive plans than the HMO plans pay the difference
between the HMO rate and the premium rate for their selected plan based
on plan provider and coverage size (single, two, family).
5.1.3 Effective Date of Coverage—The effective date of health 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
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2022 through June 30, 2025 Page 5
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.
5.2 Dental Insurance—
5.2.1 Core Dental Plan—Eligible employees and their dependents shall be provided
dental insurance through Delta Dental Plan of California.
5.2.2 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider.
5.2.3 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
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.
5.2.4 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.
5.3 Vision Insurance—
5.3.1 Available Plan—Eligible employees and their dependents shall be provided Vision
Service Plan with tint coverage.
5.3.2 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees and their dependents to the insurance provider.
5.3.3 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.
5.4 Discretionary Benefit Option—An employee may elect to receive $550 per month in lieu
of medical, dental, and vision benefits through the City. This payment shall be made to the
employee’s Medical After Retirement Account (MARA).
5.4.1 Proof of Alternate 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.
5.4.2 Exercising the Option—Employees wishing to exercise this option may do so by
submitting a completed Discretionary Benefit Option form to the Human Resources
Department. Employees may change the discretionary benefit option once each
year during the open enrollment period for medical plans, or at another time during
the year provided the employee can demonstrate to the City’s satisfaction a bona-
fide need.
5.5 Life and Accidental Death and Dismemberment Insurance:
5.5.1 Term Life Value—The Term Life Insurance for employees has a face value of
$50,000.
5.5.2 AD&D Value—Accidental Death and Dismemberment Insurance available for
employees has a face value of $50,000.
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Public Safety Managers Compensation Plan
Page 6 July1, 2022 through June 30, 2025
5.5.3 Payment of Premium Costs—The City shall pay the premium costs for eligible
employees to the insurance provider.
5.5.4 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.
5.5.5 Supplemental Life Insurance—Employees have the option of purchasing
supplemental life insurance based on the terms and conditions of the City’s contract
with the insurance provider.
5.6 Disability Insurance Program—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 loss.
5.6.1 Short-term Disability—After a 20-day waiting period, an eligible 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 monthly amount, until LTD
benefits begins.
5.6.2 Long-term Disability—After a 90-day waiting period, an eligible 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 monthly amount.
5.6.3 Payment of Premium Costs—The City shall pay the premium costs for medical,
dental, vision, and life insurance for eligible employees to the insurance providers
while the employee is receiving short-term or long-term disability payments.
5.6.4 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.
5.7 Section 125 Plan—Based on the terms and conditions of the City’s plan, each employee
may participate in the IRS-defined Section 125 plan.
5.7.1 Health Care Reimbursement—This program is available for out-of-pocket
unreimbursed health care expenses as allowed under the Plan. The employee may
contribute up to the Health FSA annual limit as set by the IRS ($2,850 in 2022).
5.7.2 Dependent Care Reimbursement—This program is available for out-of-pocket
unreimbursed dependent care expenses as allowed under the Plan. The employee
may contribute up to $5,000.
5.7.3 Group Insurance Premium Plan—This program allows employees to pay their
portion of insurance premiums with pre-tax dollars.
5.8 Section 457 Deferred Compensation Plan—Employees are eligible, subject to the terms
and conditions thereof, to participate in the deferred compensation plans available to City
employees.
5.9 Retirement Plan—Employees shall participate in the Public Employees’ Retirement
System (PERS) Local Safety Members plan.
5.9.1 Retirement Formula—
5.9.1.1 3% at age 50—Classic Members as defined by CalPERS who are hired
before April 24, 2010, will be provided a retirement benefit formula of 3%
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2022 through June 30, 2025 Page 7
at age 50 with one-year final compensation.
5.9.1.2 3% at age 55—Classic Members as defined by CalPERS who are hired on
or after April 24, 2010, will be provided a retirement benefit formula of 3%
at age 55 with 3-year final compensation.
5.9.1.3 2.7% at age 57—New Members as defined by the Public Employees’
Pension Reform Act (PEPRA) who are hired on or after January 1, 2013,
will be provided a retirement benefit formula of 2.7% at age 57 with 3-year
final compensation.
5.9.2 Optional Provisions Added—Optional Public Agency provisions under the Public
Employees’ Retirement System shall also be as set forth for the respective specific
police and fire units. They are generally as follows:
5.9.2.1 Survivor Allowance—1959 Survivor Allowance as set forth in the Public
Employees’ Retirement Law (PERL), third tier benefits.
5.9.2.2 Military Service Credit—Military Service Credit as public service as set
forth in PERL.
5.9.2.3 Sick Leave Service Credit—Sick Leave Service Credit as set forth in PERL.
5.9.3 Employee Contributions 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. Employee contributions are tax-
deferred under the IRC 414(h)(2) exemption. New Members as designated by
CalPERS in accordance with Government Code 7522.30 who receive at 2.7% at
age 55 contribute one-half of the normal cost, not to exceed 12%.
5.9.4 Safety Classic Members PERS Cost-Sharing Contribution — Effective with the
implementation of the amendment to the City’s contract amendment with
CalPERS, and as authorized by GC 20516(a), Safety Classic Members and the City
have agreed to a pension-cost sharing arrangement where all Safety Classic
members shall pay, in addition to the standard 9% employee contribution, an
additional three percent (3%) of salary toward the cost of pension. The
contributions are tax-deferred under IRC section 414(h)(2). Employee
contributions are 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.
5.10 Education Expense Reimbursement Program—All full-time regular employees are eligible
to participate in this program.
5.10.1 Education Expense Reimbursement Amount—An employee who takes a course at
an accredited institution of learning shall be eligible to receive reimbursement of
50%, not to exceed $5,000 per fiscal year for the costs of tuition, fees, and course
materials. Reimbursement is made upon successful completion of the course and
submission of a grade C or better or pass designation, if it is a pass/fail course.
5.10.2 Qualifying for Reimbursement—In order to qualify for reimbursement, the
employee must do the following:
5.10.2.1 Written Approval—Prior to enrollment, the employee must receive the
written approval of the department head. The employee will submit a
City of South San Francisco
Public Safety Managers Compensation Plan
Page 8 July1, 2022 through June 30, 2025
description of the course and the request, briefly describing the manner in
which the employee believes the course may advance the employee’s career
with the City and/or how the course is job-related. The department head will
make a determination to accept or reject the request.
5.10.2.2 Reimbursement Request—The employee must then submit a request
reimbursement to the City Manager, which includes the following:
A copy of the department head’s written approval of the course.
A copy of the employee’s grade for the course.
Receipts for all expenses related to the course with a total amount
requested for reimbursement.
5.11 Medical After Retirement Account (“MARA”)—Employees shall participate in the MARA
Plan to the extent permitted under the existing MARA Plan policy.
5.11.1. Mandatory Employee Contributions—All employees shall contribute 1% of base
pay each pay period.
5.11.2. Mandatory Employee Leave Contributions—All employees shall contribute 100%
of sick leave payouts to the MARA plan. Contributions are subject to eligibility
requirements and terms of payment as described in MOU sections 7.3.5, 7.3.5.1
and 7.3.5.2.
5.12 Retired Employee Benefits—
5.12.1 Group Medical Insurance for Qualifying Retirees—An employee who was hired
prior to the adoption of an alternate retiree medical plan by all City bargaining units
similar to the plan described in Section 5.12.2. 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. 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 un-
retires 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, except as allowed per 5.12.5 under Continued Retiree Health Eligibility.
5.12.2 Medical After Retirement Account (MARA)—An employee who was hired after an
alternate retiree medical plan is adopted for all City bargaining units will not be
eligible to participate in the retiree medical insurance program described in 5.12.1.
Instead, City will contribute one and one-half percent (1.5%) of such an employee’s
base salary toward a medical after retirement account (VEBA, or similar vehicle
such as RHS plan).
5.12.3 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
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2022 through June 30, 2025 Page 9
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.
5.12.4 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.
5.12.5 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.
5.13 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:
There is no cost to the City.
The health provider does not require a City contribution.
The City is held harmless if the coverage is discontinued.
Article 6. Holidays
6.1 Continuous Service Employees—All regular employees shall be scheduled on a continuous
service basis and receive compensation in accordance with Article 6.2.
6.2 Shift Holiday Pay—
6.2.1 Shift Holiday Pay for Battalion Chiefs Assigned to a 56-hour Schedule—
Employees who are normally required to work on an approved holiday because
they work in positions that require scheduled staffing without regards to holidays
shall receive shift holiday pay at a rate of 5.5% of their biweekly rate of pay each
pay period. Shift holiday pay is compensated at the enhanced hourly rate of pay
and is paid in addition to hours worked. 56-hour employees will not be entitled to
paid time off for any of the City’s recognized holidays.
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Public Safety Managers Compensation Plan
Page 10 July1, 2022 through June 30, 2025
6.2.2 Holiday Pay for Employees Other than 56-hour Battalion Chiefs Prior to January
1, 2023—Employees who are normally required to work on an approved holiday
because they work in positions that require scheduled staffing without regard to
holidays, shall receive 8 hours of holiday pay for a full-day holiday and 4 hours of
holiday pay for a half-day holiday. Holiday pay is compensated at the enhanced
hourly rate of pay and is in addition to hours worked.
6.2.3 Shift Holiday Effective January 1, 2023—All unit employees shall receive shift
holiday pay at a rate of 5.5% of their biweekly rate of pay each pay period in lieu
of holiday hours as described in Article 6.2.2. Shift holiday pay is compensated at
the enhanced hourly rate of pay and is paid in addition to hours worked. Employees
shall not be entitled to paid time off for any of the City’s recognized holidays.
6.3 Paid Status Before and After a Holiday—All employees in paid status the entire day before,
as well as the entire day after a holiday is observed by the City, shall be entitled to receive
holiday compensation. Holiday time shall be considered as hours worked.
6.4 Observed Full-day Holidays—The City observes the following 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 ..................................... 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
6.5 Observed Half-day Holidays—In addition, the City observes the following half-day
holidays:
December 24 ........................................................... Christmas Eve Day
December 31 ........................................................... New Year’s Eve Day
6.6 National Day—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 it 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.
6.7 Days of Holiday Observation—Holidays which fall on Sunday shall be observed on the
following Monday. Holidays falling on Saturday shall be observed on the preceding Friday.
Half-day holidays shall be observed on the workday immediately proceeding the day upon
which Christmas Day and New Year’s Day are observed.
6.8 Discretionary Holiday—Each full-time regular employee is eligible for one-full day
holiday, in addition to the holidays observed by the City. Effective January 1, 2013, 56-
hour employees shall be eligible for 12 hours of discretionary holiday and 40-hour
employees shall be eligible for 8 hours of discretionary holiday each calendar year. The
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2022 through June 30, 2025 Page 11
discretionary holiday accrues in the first pay period of each calendar year. New hires accrue
the discretionary holiday upon their appointment as a regular employee with the City. Once
accrued, this discretionary holiday should be used before vacation leave. An employee who
has not used the discretionary holiday by the end of the last full payperiod in each calendar
year shall forfeit this benefit that calendar year.
Article 7. Leaves
7.1 Vacation Leave—Each full-time regular employee shall earn and be granted vacation leave
in accordance with the following accrual schedule:
7.1.1 Accrual Schedule:
7.1.2 Vacation Maximum Accrual—Employees may accumulate up to two times their
annual accrual rate of vacation hours. Once an employee has accumulated two 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.
7.1.3 Vacation Leave Conversions for Battalion Chiefs Appointed into the Unit on or
after 7/1/2010—An employee working 56-hour schedule changing to a 40-hour
schedule will have accrued hours converted to a 40-hour equivalent by multiplying
their balance of accrued vacation hours by a factor of .714286. Employees working
a 40-hour schedule changing to a 56-hour schedule will have accrued hours
converted to a 56-hour equivalent by multiplying their balance of accrued vacation
hours by 1.4.
7.1.4 Vacation Leave Conversions for Battalion Chiefs Appointed into the Unit on or
after 7/1/2010 and are Working a 40-hour Schedule Prior to the Adoption of this
MOU—Employees working a 40-hour schedule returning to a 56-hour schedule
will have accrued hours converted to a 56-hour equivalent by multiplying their
balance of accrued vacation hours by 1.8.
7.1.5 Payment on Separation—An employee who retires or separates from City
employment and who has unused accrued 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. Battalion Chiefs appointed into the
Vacation Accrual
Schedule
Hours Per
Year
Hours Per
Pay Period
PSM - 56
Appointed into
Unit on or after
7/1/2010
Hours per Year
PSM - 56
Appointed into
Unit on or after
7/1/2010
Hours Per Pay
Period
1st through 4th years 120 4.62 216 8.31
5th through 14th years 160 6.16 288 11.08
15th through 24th years 200 7.69 360 13.85
25th and succeeding
years 240 9.23 432 16.62
City of South San Francisco
Public Safety Managers Compensation Plan
Page 12 July1, 2022 through June 30, 2025
unit prior to 7/1/2010 and who work a 56-hour workweek will have their hourly
rate converted to the 40-hour equivalent and will be compensated in pay at the 40-
hour rate.
7.1.6 Vacation Leave Usage—All employees in the Unit will use vacation leave on an
hour-for-hour basis, with the exception of Battalion Chiefs Appointed into Unit
Prior to 7/1/2010 who will be charged 13.3 hours for every 24 hours off.
7.1.7 Vacation Leave Cash-Out––Employees shall be allowed to a limited extent to cash
out unused accrued vacation. 40-hour per week employees may cash out 80 hours
per calendar year. 56-hour employees may cash out 96 hours per calendar year. The
employees must also meet 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.
Time may be cashed out twice annually, in May and November, as long as the
employee has submitted an irrevocable election form in the prior year
designating the hours and month elected for cash out.
7.2 Administrative Leave—Each full-time regular employee shall be entitled to receive
administrative leave in recognition of the City’s expectation that members routinely and
consistently perform their position duties during times in excess of the normal workweek.
7.2.1 Accrual and Usage—Administrative Leave of 40 hours per fiscal year shall be
accrued on July 1st of each fiscal year. 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 which the employee was hired. Administrative
leave may not be carried forward from one fiscal year to the next and must be used
before the commencement of the last payperiod of the fiscal year. There will be no
payouts of unused administrative leave.
7.2.2 Supplemental Administrative Leave—Employees in this unit are also eligible to
receive up to an additional 40 hours of administrative leave per fiscal year. 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 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 Department Head. The Department Head
may deny the additional 40 hours of administrative leave to employee at the
Department Head’s sole discretion.
7.3 Sick Leave—An employee who is temporarily and/or partially disabled from performing
the full scope of the usual and customary duties of his/her classification as the result of an
injury or illness or is entitled to use sick leave for other purposes as required by law, shall
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2022 through June 30, 2025 Page 13
be eligible to receive sick leave without loss of salary or benefits within the limits set forth
below.
7.3.1 Accrual—Each employee will accrue sick leave at the rate of 8 hours per month,
with the following exception: Battalion Chiefs appointed into the unit on or after
7/1/2010 and who work a 56-hour schedule will accrue 12 hours of sick leave per
month of employment.
7.3.2 Sick Leave Conversions—
7.3.2.1 Battalion Chiefs Appointed into Unit Prior to 7/1/2010—Sick leave will
not be converted at the time of appointment to a Unit-covered
classification or at any other time during the employee’s tenure in a Unit-
covered classification.
7.3.2.2 Battalion Chiefs Appointed into Unit on or after 7/1/2010—An employee
working 56-hour schedule changing to a 40-hour schedule will have sick
leave accrued hours converted to a 40-hour equivalent by multiplying the
balance of accrued hours by a factor of .7142857. Employees working a
40-hour schedule changing to a 56-hour schedule will have the balance of
accrued hours converted to a 56-hour equivalent workweek by
multiplying the accrued hours by 1.4.
7.3.3 Usage—All employees in the Unit will use sick leave on an hour-for-hour basis
with the exception as defined below.
7.3.3.1 Fire Shift Employees Appointed into Unit Prior to 7/1/2010—56-hour
shift employees who miss work for sick leave purposes will be charged
for each day absent at 8-hours per day.
7.3.4 Definition of a Separation from City Employment as a Result of a Work-related
Injury or Illness—A separation arising out of a work-related disability, which is of
a serious or life/threatening nature, that prohibits the employee from engaging in
his/her usual or customary occupation or a similar occupation, and which severely
limits the employee’s mobility and ability to engage in productive and gainful
employment with or without reasonable accommodation.
7.3.5 Payment of Unused Accrued Sick Leave—An employee shall receive a sick leave
payout for unused accrued sick leave in the following circumstances:
Death; or
CalPERS Disability Retirement; or
Full-Service Retirement provided the following conditions are met:
o 10 years of consecutive full-time City service; and
o Simultaneous retirement from City service and receipt of a service
retirement from CalPERS.
7.3.5.1 Hours Payable—An employee shall be entitled to be paid half of the
employee’s unused accrued sick leave at the time of the event, subject to a
maximum. The maximum payable hours are 600 hours (50% of 1,200) for
40-hour employees or 840 hours (50% of 1,680) for Battalion Chiefs
appointed into the unit on or after 7/1/2010 and who work a 56-hour
workweek.
City of South San Francisco
Public Safety Managers Compensation Plan
Page 14 July1, 2022 through June 30, 2025
7.3.5.2 Rate of Pay—Payment of unused sick leave shall be made at the employee’s
enhanced hourly rate of pay in a manner consistent with Section 5.11
(MARA). Battalion Chiefs appointed into the unit prior to 7/1/2010 who
work a 56-hour workweek will have their hourly rate converted to the 40-
hour equivalent and payment for excess sick leave pursuant to this provision
shall be made at the 40-hour rate. In the event that a member receives a cash
payment, pursuant to Section 5.11.2, the sick leave paid out will utilize the
same calculation as contained in the MARA plan.
7.3.6 PERS Service Credit—In addition to receiving a cash payoff for accumulated sick
leave upon retirement as described above, an employee may apply all remaining
sick leave hours as credit towards retirement through the Public Employees’
Retirement System. The employee may also elect to not receive any cash payment
and instead apply all of the unused accrued sick leave towards Sick Leave Service
Credit for a PERS retirement. As sick leave service hours are reported to CalPERS
in terms of days, 8 hours of unused, accrued, unpaid sick leave will be reported as
1 day of sick leave service credit. Battalion Chiefs appointed into the unit on or
after 7/1/2010 and who work a 56-hour workweek will have their unused, accrued,
unpaid sick leave hours converted to the 40-hour equivalent by multiplying the
balance of sick leave hours by a factor of .7142857 and reported as 8 hours for each
day of sick leave service credit.
7.3.7 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, and not otherwise provided for by law or City
policy. Consistent with this policy, the monitoring, management, and reporting
should conform to a general City standard as set forth by the Administrative
Instruction.
7.3.7.1 Review Standard—Those employees exceeding 56 hours or 7 occurrences
of sick leave per year will be subject to a review of sick leave usage.
7.4 Medical Appointment Leave—An employee may be granted up to 8 hours per year of 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 reasonably unable to arrange for
such appointments to occur during non-work time. This leave is limited to the first 8 hours
taken to attend medical appointments. All other hours taken for this purpose will be charged
to sick leave.
7.5 Protected Sick Leave—Employees accrue sick leave each year as defined in the sick leave
section of this agreement.
7.5.1 Purpose—In accordance with labor code 233, employees are permitted to use up to
half of their annual sick leave accrual, 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,
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2022 through June 30, 2025 Page 15
grandchild, sibling, and parent of the employee’s spouse or registered
domestic partner; 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 their child.
Use of leave under this section shall not be counted as an “instance” for purposes
of monitoring the amount of sick leave use under the City’s Sick Leave
Management Policy.
7.5.2 Leave Accounting—The accounting for protected sick leave shall be on a payroll
calendar year basis, effective the payperiod including January 1 st of each year.
7.6 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.
7.6.1 Definition of Family Member—For the purposes of Bereavement Leave a family
member shall include the employee’s spouse, domestic partner registered with the
State of California, child, mother, father, sister, brother, grandmother, grandfather,
mother-in-law, father-in-law, sister-in-law, brother-in-law, daughter-in-law, and
son-in-law. In addition, the department head may grant leave to an employee for
some other person if, in the opinion of the department head, there exists or existed
an extraordinarily close familial relationship between the employee and such other
person.
7.6.2 Leave Within California—Employees working 40-hour workweeks may be granted
up to a maximum of 24 hours of bereavement leave, per occurrence, and employees
working 56-hour workweeks will be granted up to 2 shifts for the death or for
attending the funeral of a family member within California.
7.6.3 Leave Outside California—Employees working 40-hour workweeks may be
granted up to a maximum of 40 hours of bereavement leave, per occurrence, and
employees working 56-hour workweeks will be granted up to 3 shifts for the death
or for attending the funeral of a family member outside California.
7.7 Industrial Injury Leave—An 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.
7.8 Military Leave—Military leave shall be granted in accordance with the applicable federal
or state law.
7.9 Pregnancy Disability and Childcare Leave—Employees may be granted up to the
maximum period of time permitted by law for disabilities caused or contributed to by
pregnancy, childbirth, or related medical conditions or for reason of the birth or a child or
the placement of a child with an employee in connection with adoption. These leaves may
run concurrently with Pregnancy Disability, Family Medical Leave Act, or the California
Family Rights Act.
City of South San Francisco
Public Safety Managers Compensation Plan
Page 16 July1, 2022 through June 30, 2025
7.10 Disability Leave—After an employee qualifies for long-term disability insurance benefits
in accordance with the requirements of the City’s policy, the City shall determine whether
to do the following:
7.10.1 Employment Separation—Separate the employee from his/her position if the
employee is unable to perform the essential functions of his/her job with or without
reasonable accommodation.
7.10.2 Unpaid Leave of Absence—Grant the employee a leave of absence without pay for
any period up to 365 calendar days or a reasonable extension thereof if there is
medical documentation to support the fact that the employee should be able to
return back to work to perform the essential functions of his/her job with or without
accommodation at the end of the leave of absence. 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 or 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 accumulated by the employee. The City will continue to pay
medical, dental, and vision insurance premiums for a disabled employee until the
date upon which employee is separated from City employment.
7.10.3 90-day Qualification Period—In cases where an employee has applied for and
qualified for long-term disability benefits, the City will not separate an employee
until the employee from City service until the 90-day qualification period has
expired, unless the City and the employee agree to an earlier separation date.
Article 8. Recreation Facilities and Programs
8.1 Admission to Classes—All regular employees shall be entitled to free admission to City
recreation facilities and to free enrollment in up to 5 recreational classes during a 12-month
period. (Lab fees or ingredient fees not included.)
8.2 Use of Facilities—Employees using City recreation facilities and enrolled in City
recreational classes shall engage in such activities on 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 department responsible
for the program.
Article 9. Grievance Procedure
Classified employees are eligible to invoke the Grievance Procedures as noted in the City of South
San Francisco Personnel Rules and Regulations.
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2022 through June 30, 2025 Page 17
Article 10. Disciplinary Action
The City shall take disciplinary action against a classified employee following the procedures set
forth in the City of South San Francisco Personnel Rules and Regulations.
Article 11. Administration of Compensation Plan
11.1 Full and Entire Agreement—Public Safety Managers Unit Compensation Plan sets forth
the full and entire compensation program for members of the group and prior or existing
agreements regarding these matters, whether formal or informal, are hereby superseded or
terminated in their entirety. In the event that the provisions of this Compensation Plan are
found to be in conflict with a City rule, regulation, or Agreement, the provisions of this
Plan shall prevail over such conflicting rule regulation, or agreement.
11.2 Administration of Plan—The City Manager through the Human Resources Director shall
administer the Compensation Plan and may establish such policies, rules, and regulations
as are deemed appropriate to the effective administration of the Plan. Employees shall
comply with such policies, rules, and regulations as established by the City Manager, who
shall be empowered for any purpose deemed by the City Manager to be appropriate to the
circumstances.
11.3 Annual Meeting—On a yearly basis, or more frequently if needed, and prior to making any
revisions to this Compensation Plan, the City will meet with members of the Public Safety
Managers Unit.
City of South San Francisco
Public Safety Managers Compensation Plan
Page 18 July1, 2022 through June 30, 2025
Article 12. Signatures
Except as amended herein and hereby, all terms and conditions of the Compensation Plan between
the City of South San Francisco and the Public Safety Managers as set forth originally in the Plan
for the period of July 1, 2022, through June 30, 2025, shall remain in full force and effect for the
contract term set forth herein.
Signed this ______ day of ___________, 20___, by
For Public Safety Managers For the City
_______________________________ ______________________________
Keith Wall Leah Lockhart
_______________________________ ______________________________
Steve Cardosi Mike Futrell, City Manager
_______________________________
Tony Pinell
City of South San Francisco
Public Safety Managers Compensation Plan
July 1, 2022 through June 30, 2025 Page 19
Appendix A
Public Safety Managers Classifications
Those classifications in the Public Safety Managers Unit are the following:
Deputy Fire Chief
Fire Battalion Chief
Fire Marshal
EMS Chief
Deputy Police Chief
Police Captain
Police Lieutenant
City of South San Francisco
Public Safety Managers Compensation Plan
Page 20 July1, 2022 through June 30, 2025
The City of South San Francisco and Public Safety Managers
Side Letter
July 7, 2022
1. During the first year of the agreement, City shall conduct Classification and Salary study
for the classification of EMS Chief. This study may include an expanded survey of cities
or other jurisdictions with comparable classifications. The parties shall meet to discuss
study recommendations and either party may propose changes to compensation. If
agreement is reached on changes to compensation, such changes shall become effective the
first pay period of July, 2023.
2. During the first year of the agreement, City agrees to to continue to meet with unit on a
supplemental retirement plan for PEPRA employees with the goal of implementation by
July, 2023.
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
Web Site 650/877-8522 Tel
www.ssf.net 650/829-6699 Job Line
650/829-6698 Fax
The City of South
San Francisco
Compensation Plan
for the
Executive Management Unit
July 1, 2022 to June 30, 2025
City of South San Francisco
Compensation Plan
for the
Executive Management Unit
July 1, 2022 through June 30, 2025
Table of Contents
Article Title Page
Preamble .......................................................................................................... 2
1 Executive Management Employees Defined .................................................. 2
2 Compensation .................................................................................................. 2
2.1 Definitions ............................................................................................... 2
2.1.1 Base Pay .................................................................................... 2
2.1.2 Enhanced Pay ............................................................................ 2
2.2 One-Time Recognition Payment.............................................................. 2
2.3 Salary ....................................................................................................... 3
2.4 Equity Adjustments……………………………………………………. 3
2.5 Salary Control Point ................................................................................. 3
2.6 Special Compensation .............................................................................. 3
2.6.1 Management Incentive Pay ....................................................... 3
2.6.2 Temporary Upgrade Pay ........................................................... 3
2.7 Emergency Declaration ............................................................................ 3
3 Allowances and Reimbursements ................................................................... 3
3.1 Vehicles and Vehicle Allowances ........................................................ 3
3.2 Executive Management Professional Development Allowance ........... 4
3.3 Education Expense Reimbursement Program ....................................... 4
3.4 Uniform Allowance for Safety Employees ........................................... 4
4 Benefits ........................................................................................................... 4
4.1 Medical Insurance ................................................................................. 4
4.1.1 Available Medical Plans ........................................................... 4
4.1.2 Payment of Premium Costs ....................................................... 5
4.1.2.1 Employee HMO Medical Premium Cost ...................... 5
4.1.2.2 Employee Non-HMO Medical Premium Cost .............. 5
4.1.3 Effective Date of Coverage ....................................................... 5
4.1.4 Changes in Medical Insurance for Employees.......................... 5
4.2 Dental Insurance ................................................................................... 5
4.2.1 Core Dental Plan ....................................................................... 5
4.2.2 Calendar Year Maximum .......................................................... 5
4.2.3 Orthodontia ............................................................................... 5
4.2.4 Payment of Premium Costs ....................................................... 5
4.2.5 Effective Date of Coverage ....................................................... 5
City of South San Francisco
Executive Management Compensation Plan
Page ii July 1, 2022 through June 30, 2025
Article Title Page
4.2.6 Buy-Up Dental Plan .................................................................. 5
4.3 Vision Insurance ................................................................................... 5
4.3.1 Available Plan ........................................................................... 5
4.3.2 Payment of Premium Costs ....................................................... 6
4.3.3 Effective Date of Coverage ....................................................... 6
4.4 Discretionary Benefit Option ................................................................ 6
4.4.1 Proof of Alternate Insurance ..................................................... 6
4.5 Life and Accidental Death and Dismemberment Insurance ................. 6
4.5.1 Term Life Value ........................................................................ 6
4.5.2 AD&D Value ............................................................................ 6
4.5.3 Payment of Premium Costs ....................................................... 6
4.5.4 Effective Date of Coverage ....................................................... 6
4.5.5 Supplemental Life Insurance .................................................... 6
4.6 Disability Insurance Programs .............................................................. 6
4.6.1 Short-term Disability ................................................................ 6
4.6.2 Long-term Disability ................................................................. 6
4.6.3 Paid Family Leave 6
4.6.4 Payment of Premium Costs ....................................................... 7
4.6.5 Effective Date of Coverage ....................................................... 7
4.7 Section 457 Deferred Compensation Plan ............................................ 7
4.8 Section 125 Flexible Benefit Plan ........................................................ 7
4.8.1 Group Insurance Premium Plan ................................................ 7
4.8.2 Health Care Reimbursement ..................................................... 7
4.8.3 Dependent Care Reimbursement .............................................. 7
4.9 Deceased Employee Benefits ................................................................ 7
4.10 Retired Employee Benefits ................................................................... 7
4.10.1 Group Medical Insurance for Qualifying Retirees ................... 7
4.10.2 Medical After Retirement Account (“MARA”) ....................... 8
4.10.3 Group Dental Insurance for Qualifying Retirees ...................... 8
4.10.4 Group Vision Insurance for Qualifying Retirees ...................... 8
4.11 Retirement Benefits .............................................................................. 8
4.11.1 Miscellaneous Employees Formula............................................ 8
4.11.1.1 2.7% at Age 55 ............................................................ 8
4.11.1.2 2% at Age 60 ............................................................... 8
4.11.1.3 2% at Age 62 ............................................................... 9
4.11.2 Miscellaneous Employees Contribution to Retirement System . 9
4.11.2.1 Miscellaneous Employee Share ............................... 9
4.11.2.2 Miscellaneous Classic Member Cost Sharing……. 9
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
City of South San Francisco
Executive Management Compensation Plan
July 1, 2022 through June 30, 2025 Page iii
Article Title Page
4.11.4.2 3% at Age 55 ............................................................... 9
4.11.4.3 2.7% at Age 57 ............................................................ 9
4.11.5 Local Safety Employees Contribution to Retirement System .... 10
4.11.6 Local Safety Employees Optional Public Agency Provisions ... 10
4.11.6.1 Military Service Credit as Public Service ..................... 10
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 Mandatory Employee Compensation Contributions .................. 10
4.12.1.1 Tier 1 ......................................................................... 10
4.12.1.2 Tier 2 ......................................................................... 10
4.12.2 Mandatory Employee Leave Contributions ............................... 10
4.12.2.1 Tier 1 ......................................................................... 10
4.12.2.2 Tier 2 ......................................................................... 10
4.12.3 Mandatory Excess Wellness Benefit Contribution .................... 10
4.12.4 RHS Plan Participation Rules.................................................... 10
5 Holidays .......................................................................................................... 10
5.1 Observed Holidays ................................................................................ 10
5.1.1 Full-day Holidays ....................................................................... 11
5.1.2 Half-day Holidays ...................................................................... 11
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 ...................................................... 12
6.1.2.2 Effective July 5, 2013 .................................................... 12
6.2 Administrative Leave ........................................................................... 12
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 ............................................................................................. 13
6.4.1 Amount of Sick Leave ............................................................... 13
6.4.2 Maximum Paid Sick Leave Time .............................................. 13
6.5 Protected Sick Leave ............................................................................ 13
6.6 Sick Leave Management Policy ........................................................... 13
6.7 Bereavement Leave ............................................................................... 13
6.7.1 Definition of Family Member for Bereavement Leave .............. 13
6.7.2 Leave Within California ............................................................. 14
6.7.3 Leave Outside California............................................................ 14
6.8 Industrial Injury or Illness Leave .......................................................... 14
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Executive Management Compensation Plan
Page iv July 1, 2022 through June 30, 2025
Article Title Page
6.8.1 Miscellaneous Employee Industrial Injury or Illness Leave
Amounts ..................................................................................... 14
6.8.2 Safety Employee Industrial Injury or Illness Leave Amounts ... 14
6.8.3 Workers’ Compensation Disability Payments ........................... 14
6.8.4 Separation from City Employment as a Result of a Work-
related Injury or Illness............................................................... 14
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 ............................................. 15
6.11 Notification Procedures ........................................................................ 15
6.12 Separation Benefits ............................................................................... 15
6.12.1 Payment of Unused Accrued Vacation Leave .......................... 15
6.12.2 Payment of Unused Accrued Sick Leave.................................. 15
7 Recreation Facilities and Classes .................................................................... 16
7.1 Admission to Classes ............................................................................ 16
7.2 Use of Facilities .................................................................................... 16
8 Administration of Compensation Program ..................................................... 16
8.1 Administering Program ......................................................................... 16
8.2 Imposing Leave ..................................................................................... 16
8.3 Conflicts with Laws .............................................................................. 16
9 Term of Compensation Program ..................................................................... 16
10 Signatures ........................................................................................................ 16
Appendix A. Executive Management Classifications .................................... 17
Appendix B. Salary Schedule ........................................................................ 18
Appendix C Side Letter 19
City of South San Francisco
Compensation Plan
for the
Executive Management Unit
July 1, 2022 through June 30, 2025
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. One-time Recognition Payment
Effective the first full pay period following the adoption of the Compensation Plan by City
Council, each member of the Executive Management Team shall receive a one-time, non-
pensionable, lump sum recognition payment of $4,800.
2.3. 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, 2022-June 30, 2023) effective the first full pay period ending
after the adoption of the Compensation Plan by Council: six percent (6%);
whichever is later;
Year 2 (July 1, 2023-June 30, 2024) effective the first full pay period of July
2023: three percent (3%);
City of South San Francisco
Executive Management Compensation Plan
July 1, 2022 through June 30, 2025 Page 3
Year 3 (July 1, 2024-June 30, 2025) effective the first full pay period of July
2024: three percent (3%)
There will be no retroactive across-the-board base pay adjustments.
2.4. Equity Adjustments—Based on a total compensation study conducted by the City as of
April, 2022, any classification below market based on the salary survey shall be brought
up to the 60th percentile of total compensation, provided that such adjustment does not
exceed three percent (3%). Equity adjustments shall be effective the first full pay period
ending after the adoption of the Compensation Plan by Council.
2.5. 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 as described
in Article 2.3, 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.
2.6. 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:
2.6.1. Management Incentive Pay due to the unique nature of their job and the special
skills, knowledge and abilities required; and
2.6.2. 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.
2.7. 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
City of South San Francisco
Executive Management Compensation Plan
Page 4 July 1, 2022 through June 30, 2025
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
Fire Chief................................................................. x
Director of Capital Projects x
Director of Economic & Community Development x
Director of Human Resources ................................. x
Director of Finance.................................................. x
Information Technology Director ........................... x
Communications Director ....................................... x
Director of Parks & Recreation ............................... x
Director of Public Works ........................................ x
Library Director....................................................... x
3.2 Executive Management Professional Development Allowance In each fiscal year, all
Executive Management 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 up to $1,100 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.
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.
City of South San Francisco
Executive Management Compensation Plan
July 1, 2022 through June 30, 2025 Page 5
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
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.
City of South San Francisco
Executive Management Compensation Plan
Page 6 July 1, 2022 through June 30, 2025
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 lieu
of medical, dental, and vision benefits through the City. All 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
minimum essential coverage for the employee and the employee’s tax family, from
a source other than Covered California.
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.
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 – During the first year of the term of this plan, the City shall
implement a 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 child, adopted child, or fostered child, or to attend to a
qualifying exigency related to covered active duty of a family member. The Paid
Family Leave benefit calculation shall be equivalent to that of the California State
EDD benefit.
City of South San Francisco
Executive Management Compensation Plan
July 1, 2022 through June 30, 2025 Page 7
4.6.4 Payment of Premium Costs—The City shall pay the premium costs to the insurance
providers.
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.
4.8 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 the IRS
limit. ($2,850 effective 1/1/2022) 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. 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.
City of South San Francisco
Executive Management Compensation Plan
Page 8 July 1, 2022 through June 30, 2025
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, excl uding 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 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.
City of South San Francisco
Executive Management Compensation Plan
July 1, 2022 through June 30, 2025 Page 9
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 Miscellaneous Employee Share- Employees shall pay the employee
portion to the Public Employee’s 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 the 2%@60 formula shall pay a 7% employee share. New
members designated by CalPERS shall pay 50% of the total normal cost, 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 Member PERS Cost-Sharing Contribution-- Effective
with the implementation of the CalPERS contract amendment as authorized by
Government Code 20516(a), miscellaneous classic members shall pay, in
addition to the current 7% or 8% employee contribution, an additional 2%
contribution for a total employee commitment of 9% or 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 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
City of South San Francisco
Executive Management Compensation Plan
Page 10 July 1, 2022 through June 30, 2025
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 Local 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 three percent (3%) of
salary. 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.
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.
Article 5. Holidays
5.1 Observed Holidays—
5.1.1 Full-day Holidays—The City shall observe the following full-day holidays.
City of South San Francisco
Executive Management Compensation Plan
July 1, 2022 through June 30, 2025 Page 11
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—
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……………………………………………..
July
4
...........................................................................
...........................................................................
Juneteenth
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
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
Page 12 July 1, 2022 through June 30, 2025
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.
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 November.. Only time accrued during the
calendar year following the irrevocable election may be cashed out.
Executive Team members will have a one-time opportunity to cash out any
remaining eligible leave hours for calendar year 2022 (up to the 120 hour annual
limit) in November, 2022, for payment prior to the end of the calendar year.
Beginning in 2023, all cash-out elections must be submitted in the prior calendar
year.
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
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
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
City of South San Francisco
Executive Management Compensation Plan
July 1, 2022 through June 30, 2025 Page 13
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, 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:
6.5.1.1 the diagnosis, care, or treatment of an existing health condition of, or
preventative care for, themselves;
6.5.1.2 the diagnosis, care, or treatment of an existing health condition of, or
preventative care for, an employee’s child (regardless of age or dependency
status), parent, spouse, registered domestic partner, grandparent, grandchild,
sibling, and parent of the employee’s spouse or registered domestic partner; and
6.5.1.3 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 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.
City of South San Francisco
Executive Management Compensation Plan
Page 14 July 1, 2022 through June 30, 2025
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 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
City of South San Francisco
Executive Management Compensation Plan
July 1, 2022 through June 30, 2025 Page 15
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 pay period in the calendar year 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.
City of South San Francisco
Executive Management Compensation Plan
Page 16 July 1, 2022 through June 30, 2025
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.
Article 9. Term of Compensation Program
This Compensation Program will be in effect from July 1, 2022 to June 30, 2025, 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:
Mike Futrell, City Manager
Leah Lockhart, Human Resources Director
City of South San Francisco
Executive Management Compensation Plan
July 1, 2022 through June 30, 2025 Page 17
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
Fire Chief
Director of Economic and Community Development
Director of Finance
Director of Human Resources
Information Technology Director
Communications Director
Director of Parks and Recreation
Director of Public Works
Library Director
Director of Capital Projects
City of South San Francisco
Executive Management Compensation Plan
Page 18 July 1, 2022 through June 30, 2025
Appendix B
Salary Schedule
City of South San Francisco
Executive Management Compensation Plan
July 1, 2022 through June 30, 2025 Page 19
Appendix C
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 Executive
Management representatives regarding the development of a supplemental retirement
plan for PEPRA employees with the goal of implementing a plan by July 1, 2023.
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
City of South San Francisco
Executive Management Compensation Plan
Page 20 July 1, 2022 through June 30, 2025
5162082.1
City of South San Francisco
Executive Managment Salary Schedule
Effective 7/22/22
JOB TITLE JOB CODE EFFECTIVE
DATE UNIT PAY RATE MINIMUM CONTROL
POINT MAXIMUM
Assistant City Manager N100 7/22/2022 EXEC Houly 121.62 133.78 147.15
Bi-Weekly 9,729 10,702 11,772
Monthly 21,080 23,188 25,507
Assistant to the City Manager N180 7/22/2022 EXEC Hourly 72.78 80.06 88.06
Bi-Weekly 5,822 6,405 7,045
Monthly 12,615 13,876 15,264
City Manager N115 4/28/2021 EXEC Hourly 147.88
Bi-Weekly 11,830
Monthly 25,632
Communications Director N190 7/22/2022 EXEC Hourly 104.39 114.82 126.31
Bi-Weekly 8,351 9,186 10,105
Monthly 18,094 19,903 21,893
Director of Capital Projects N195 7/22/2022 EXEC Hourly 104.39 114.82 126.31
Bi-Weekly 8,351 9,186 10,105
Monthly 18,094 19,903 21,893
Director of Economic & Community Development N140 7/22/2022 EXEC Hourly 106.52 117.17 128.88
Bi-Weekly 8,521 9,373 10,311
Monthly 18,463 20,309 22,340
Director of Finance N145 7/22/2022 EXEC Hourly 108.41 119.25 131.17
Bi-Weekly 8,672 9,540 10,494
Monthly 18,790 20,669 22,736
Fire Chief N150 7/22/2022 EXEC Hourly 124.32 136.75 150.43
Bi-Weekly 9,946 10,940 12,034
Monthly 21,549 23,704 26,074
Director of Human Resources N130 7/22/2022 EXEC Hourly 104.39 114.82 126.31
Bi-Weekly 8,351 9,186 10,105
Monthly 18,094 19,903 21,893
Director of Information Technology N165 7/22/2022 EXEC Hourly 107.39 118.13 129.94
Bi-Weekly 8,591 9,450 10,395
Monthly 18,614 20,475 22,523
City of South San Francisco
Executive Managment Salary Schedule
Effective 7/22/22
JOB TITLE JOB CODE EFFECTIVE
DATE UNIT PAY RATE MINIMUM CONTROL
POINT MAXIMUM
Library Director N110 7/22/2022 EXEC Hourly 104.87 115.36 126.90
Bi-Weekly 8,390 9,229 10,152
Monthly 18,178 19,996 21,995
Director of Parks and Recreation N175 7/22/2022 EXEC Hourly 109.12 120.03 132.03
Bi-Weekly 8,729 9,602 10,563
Monthly 18,914 20,805 22,886
Chief of Police N155 7/22/2022 EXEC Hourly 127.57 140.33 154.36
Bi-Weekly 10,206 11,226 12,349
Monthly 22,112 24,323 26,756
Director of Public Works N160 7/22/2022 EXEC Hourly 108.95 119.85 131.84
Bi-Weekly 8,716 9,588 10,547
Monthly 18,885 20,774 22,851
City of South San Francisco | Salary Schedule
Effective 7/22/2022
JOB TITLE JOB CODE EFFECTIVE DATE UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Accountant - Senior M625 7/9/2021 MID MGMT 48.53$ 50.96$ 53.50$ 56.18$ 58.99$
Accountant I M100 7/9/2021 MID MGMT 40.13$ 42.14$ 44.25$ 46.46$ 48.78$
Accountant II M620 7/9/2021 MID MGMT 44.13$ 46.34$ 48.66$ 51.09$ 53.64$
Accounting Assistant I A480 7/9/2021 AFSCME 25.67$ 26.95$ 28.30$ 29.71$ 31.20$
Accounting Assistant II A225 7/9/2021 AFSCME 28.20$ 29.61$ 31.09$ 32.65$ 34.28$
Accounting Assistant II - Hourly X100 7/9/2021 HOURLY 28.20$ 29.61$ 31.09$ 32.65$ 34.28$
Administrative Assistant - Senior O340 7/9/2021 CONFID 34.67$ 36.41$ 38.23$ 40.14$ 42.15$
Administrative Assistant I O315 7/9/2021 CONFID 31.35$ 32.92$ 34.57$ 36.30$ 38.11$
Administrative Assistant I - Hourly X110 7/9/2021 HOURLY 31.35$ 32.92$ 34.57$ 36.30$ 38.11$
Administrative Assistant II O310 7/9/2021 CONFID 33.01$ 34.66$ 36.40$ 38.22$ 40.13$
Administrative Assistant II - Hourly X130 7/9/2021 HOURLY 33.01$ 34.66$ 36.40$ 38.22$ 40.13$
Building Inspector A135 7/9/2021 AFSCME 43.96$ 46.16$ 48.47$ 50.89$ 53.44$
Building Inspector - Hourly X595 7/9/2021 HOURLY 43.96$ 46.16$ 48.47$ 50.89$ 53.44$
Building Inspector - Senior A400 7/9/2021 AFSCME 48.01$ 50.41$ 52.93$ 55.58$ 58.36$
Building Maintenance Craftsworker A465 7/9/2021 AFSCME 33.96$ 35.66$ 37.44$ 39.32$ 41.28$
Building Maintenance Custodian A140 7/9/2021 AFSCME 24.94$ 26.19$ 27.49$ 28.87$ 30.31$
Building Maintenance Custodian - Hourly X185 7/9/2021 HOURLY 24.94$ 26.19$ 27.49$ 28.87$ 30.31$
Building Maintenance Custodian - Lead A190 7/9/2021 AFSCME 31.57$ 33.15$ 34.81$ 36.55$ 38.38$
Building Maintenance Custodian - Senior A320 7/9/2021 AFSCME 27.46$ 28.84$ 30.28$ 31.79$ 33.38$
Building Official - Assistant M215 7/9/2021 MID MGMT 58.23$ 61.14$ 64.20$ 67.41$ 70.78$
Building Plan Reviewer A690 7/9/2021 AFSCME 46.05$ 48.35$ 50.77$ 53.30$ 55.97$
Business Manager M825 7/9/2021 MID MGMT 55.51$ 58.29$ 61.20$ 64.26$ 67.48$
Childcare Assistant Supervisor M800 7/9/2021 MID MGMT 34.09$ 35.79$ 37.58$ 39.46$ 41.44$
City Building Official M210 7/9/2021 MID MGMT 67.85$ 71.24$ 74.80$ 78.54$ 82.47$
City Clerk E100 6/25/2021 ELECT 73.37$
City Clerk - Assistant M830 7/9/2021 MID MGMT 43.11$ 45.27$ 47.53$ 49.91$ 52.41$
City Clerk Records Technician O415 7/9/2021 CONFID 33.01$ 34.66$ 36.40$ 38.22$ 40.13$
City Council Member E110 7/12/2019 ELECT 92.31$
City Planner M155 7/9/2021 MID MGMT 66.70$ 70.03$ 73.53$ 77.21$ 81.07$
City Treasurer E105 7/12/2019 ELECT 7.72$
Code Enforcement Officer A145 7/9/2021 AFSCME 37.64$ 39.52$ 41.50$ 43.57$ 45.75$
Communications Dispatcher A150 7/9/2021 AFSCME 36.85$ 38.70$ 40.63$ 42.66$ 44.79$
Communications Dispatcher - Hourly X445 7/9/2021 HOURLY 46.99$
Communications Dispatcher - Supervising A365 7/9/2021 AFSCME 43.47$ 45.64$ 47.93$ 50.32$ 52.84$
Community Development Coordinator M725 7/9/2021 MID MGMT 43.25$ 45.41$ 47.68$ 50.07$ 52.57$
Community Development Specialist A660 7/9/2021 AFSCME 41.24$ 43.30$ 45.47$ 47.74$ 50.13$
Community Services Site Coordinator A640 7/9/2021 AFSCME 24.98$ 26.23$ 27.54$ 28.92$ 30.36$
Community Services Site Coordinator - Hourly X660 7/9/2021 HOURLY 24.98$ 26.23$ 27.54$ 28.92$ 30.36$
Computer Services Technician O525 7/9/2021 CONFID 42.06$ 44.16$ 46.37$ 48.68$ 51.12$
Computer Services Technician - Senior O530 7/9/2021 CONFID 44.17$ 46.37$ 48.69$ 51.13$ 53.68$
Consultant - Hourly X570 1/1/2022 HOURLY 15.80$ 139.05$
Crime Analyst C210 7/9/2021 PO NONWORN 44.31$ 46.53$ 48.85$ 51.29$ 53.86$
Cultural Arts Specialist A650 7/9/2021 AFSCME 34.06$ 35.76$ 37.55$ 39.42$ 41.40$
Cultural Arts Specialist - Hourly X650 7/9/2021 HOURLY 34.06$ 35.76$ 37.55$ 39.42$ 41.40$
Database Business Systems Specialist O405 7/9/2021 CONFID 33.01$ 34.66$ 36.40$ 38.22$ 40.13$
Deputy City Clerk O320 7/9/2021 CONFID 36.32$ 38.13$ 40.04$ 42.04$ 44.15$
Deputy Economic Community Development Director M145 7/9/2021 MID MGMT 73.37$ 77.03$ 80.89$ 84.93$ 89.18$
Steps are listed as hourly rates, except where otherwise specified Page 1 of 5
City of South San Francisco | Salary Schedule
Effective 7/22/2022
JOB TITLE JOB CODE EFFECTIVE DATE UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Deputy Finance Director M845 7/9/2021 MID MGMT 73.37$ 77.03$ 80.89$ 84.93$ 89.18$
Economic Development Coordinator M185 7/9/2021 MID MGMT 57.55$ 60.43$ 63.45$ 66.63$ 69.96$
Electrical Maintenance Supervisor M835 7/9/2021 MID MGMT 53.65$ 56.33$ 59.15$ 62.10$ 65.21$
Electrical Technician A160 7/9/2021 AFSCME 41.42$ 43.49$ 45.67$ 47.95$ 50.35$
Electrical Technician - Assistant A120 7/9/2021 AFSCME 30.57$ 32.09$ 33.70$ 35.38$ 37.15$
Electrical Technician - Lead A335 7/9/2021 AFSCME 51.11$ 53.67$ 56.35$ 59.17$ 62.13$
Electrical Technician - Senior A500 7/9/2021 AFSCME 45.45$ 47.72$ 50.10$ 52.61$ 55.24$
Emergency Medical Technician - Hourly X281 7/9/2021 HOURLY 18.82$ 19.76$ 20.75$ 21.79$ 22.88$
Emergency Services Manager M780 7/9/2021 MID MGMT 45.61$ 47.89$ 50.28$ 52.79$ 55.43$
EMS Battalion Chief M420 7/22/2022 PSM FIRE 80 86.43$ 90.75$ 95.29$ 100.05$ 105.05$
Engineer - Associate M115 7/9/2021 MID MGMT 54.64$ 57.37$ 60.24$ 63.25$ 66.41$
Engineer - Principal M760 7/9/2021 MID MGMT 71.20$ 74.76$ 78.49$ 82.42$ 86.54$
Engineer- Senior M340 7/9/2021 MID MGMT 65.03$ 68.28$ 71.69$ 75.28$ 79.04$
Engineering Technician A167 7/9/2021 AFSCME 34.22$ 35.93$ 37.72$ 39.61$ 41.59$
Engineering Technician - Senior A168 7/9/2021 AFSCME 37.64$ 39.52$ 41.50$ 43.57$ 45.75$
Environmental Compliance Inspector - Hourly X465 7/9/2021 HOURLY 40.89$ 42.93$ 45.08$ 47.33$ 49.70$
Environmental Compliance Inspector - Senior D160 7/8/2022 WQCP OP ENG 54.00$ 56.70$ 59.53$ 62.51$ 65.64$
Environmental Compliance Inspector I D210 7/8/2022 WQCP OP ENG 43.52$ 45.70$ 47.98$ 50.38$ 52.90$
Environmental Compliance Inspector II D155 7/8/2022 WQCP OP ENG 47.88$ 50.27$ 52.78$ 55.42$ 58.19$
Environmental Compliance Supervisor M450 7/9/2021 MID MGMT 68.28$ 71.70$ 75.28$ 79.05$ 83.00$
Equipment Mechanic A170 7/9/2021 AFSCME 35.31$ 37.08$ 38.93$ 40.88$ 42.92$
Equipment Mechanic - Hourly X510 7/9/2021 HOURLY 35.31$ 37.08$ 38.93$ 40.88$ 42.92$
Equipment Mechanic - Lead A345 7/9/2021 AFSCME 38.24$ 40.15$ 42.16$ 44.27$ 46.48$
Equipment Operator A175 7/9/2021 AFSCME 35.40$ 37.17$ 39.03$ 40.98$ 43.03$
Executive Assistant To The City Manager O410 7/9/2021 CONFID 40.57$ 42.60$ 44.73$ 46.97$ 49.32$
Financial Analyst - Senior M615 7/9/2021 MID MGMT 48.53$ 50.96$ 53.50$ 56.18$ 58.99$
Financial Analyst I M600 7/9/2021 MID MGMT 40.13$ 42.14$ 44.25$ 46.46$ 48.78$
Financial Analyst II M610 7/9/2021 MID MGMT 44.13$ 46.34$ 48.66$ 51.09$ 53.64$
Financial Services Manager M770 7/9/2021 MID MGMT 62.39$ 65.51$ 68.79$ 72.23$ 75.84$
Fire Apparatus Engineer B120 7/9/2021 IAFF 39.41$ 41.38$ 43.45$ 45.62$ 47.91$
Fire Apparatus Engineer (40 Hours)B121 7/9/2021 IAFF 55.17$ 57.93$ 60.83$ 63.87$ 67.06$
Fire Battalion Chief (40 Hours)M205 7/22/2022 PSM FIRE 80 86.43$ 90.75$ 95.29$ 100.05$ 105.05$
Fire Battalion Chief (56 Hours)M390 7/22/2022 PSM FIRE 112 61.75$ 64.84$ 68.08$ 71.48$ 75.05$
Fire Captain (40 Hours)B101 7/9/2021 IAFF 60.53$ 63.56$ 66.73$ 70.07$ 73.57$
Fire Captain (56 Hours)B100 7/9/2021 IAFF 43.24$ 45.40$ 47.67$ 50.06$ 52.56$
Fire Chief - Deputy M110 7/22/2022 PSM FIRE 80 100.60$ 105.63$ 110.91$ 116.46$ 122.28$
Fire Courier - Hourly X540 7/9/2021 HOURLY 20.40$ 21.43$ 22.50$ 23.62$ 24.80$
Fire Marshal M410 7/22/2022 PSM FIRE 80 88.28$ 92.69$ 97.32$ 102.19$ 107.30$
Groundsperson A505 7/9/2021 AFSCME 32.23$ 33.85$ 35.54$ 37.32$ 39.18$
Human Resources Analyst - Senior M271 7/9/2021 MID MGMT 48.44$ 50.87$ 53.41$ 56.08$ 58.89$
Human Resources Analyst I M700 7/9/2021 MID MGMT 40.05$ 42.05$ 44.15$ 46.36$ 48.68$
Human Resources Analyst II M270 7/9/2021 MID MGMT 44.01$ 46.21$ 48.52$ 50.95$ 53.50$
Human Resources Clerk - Hourly X310 7/9/2021 HOURLY 30.92$ 32.47$ 34.09$ 35.79$ 37.58$
Human Resources Manager M775 7/9/2021 MID MGMT 62.53$ 65.65$ 68.94$ 72.38$ 76.00$
Human Resources Technician O265 7/9/2021 CONFID 33.01$ 34.66$ 36.40$ 38.22$ 40.13$
Human Resources Technician - Hourly X265 7/9/2021 HOURLY 33.01$ 34.66$ 36.40$ 38.22$ 40.13$
Information Systems Administrator M650 7/9/2021 MID MGMT 57.60$ 60.48$ 63.50$ 66.68$ 70.01$
Steps are listed as hourly rates, except where otherwise specified Page 2 of 5
City of South San Francisco | Salary Schedule
Effective 7/22/2022
JOB TITLE JOB CODE EFFECTIVE DATE UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Information Systems Administrator - Senior M790 7/9/2021 MID MGMT 60.48$ 63.50$ 66.68$ 70.01$ 73.51$
Information Technology Manager M805 7/9/2021 MID MGMT 63.64$ 66.82$ 70.16$ 73.67$ 77.35$
Laboratory Chemist D120 7/8/2022 WQCP OP ENG 49.86$ 52.35$ 54.97$ 57.72$ 60.61$
Laboratory Chemist - Hourly X545 7/9/2021 HOURLY 45.85$ 48.14$ 50.55$ 53.08$ 55.73$
Laboratory Chemist - Senior D170 7/8/2022 WQCP OP ENG 57.61$ 60.49$ 63.51$ 66.69$ 70.02$
Laboratory Supervisor M220 7/9/2021 MID MGMT 57.04$ 59.89$ 62.88$ 66.03$ 69.33$
Landscape Architect M815 7/9/2021 MID MGMT 58.96$ 61.91$ 65.00$ 68.25$ 71.67$
Librarian I A210 7/9/2021 AFSCME 32.82$ 34.46$ 36.18$ 37.99$ 39.89$
Librarian I - Hourly X210 7/9/2021 HOURLY 32.82$ 34.46$ 36.18$ 37.99$ 39.89$
Librarian II A240 7/9/2021 AFSCME 36.12$ 37.92$ 39.82$ 41.81$ 43.90$
Librarian II - Hourly X670 7/9/2021 HOURLY 36.12$ 37.92$ 39.82$ 41.81$ 43.90$
Library Assistant I A220 7/9/2021 AFSCME 25.77$ 27.06$ 28.41$ 29.83$ 31.32$
Library Assistant I - Hourly X220 7/9/2021 HOURLY 25.77$ 27.06$ 28.41$ 29.83$ 31.32$
Library Assistant II A215 7/9/2021 AFSCME 28.46$ 29.89$ 31.38$ 32.95$ 34.60$
Library Assistant II - Hourly X225 7/9/2021 HOURLY 28.46$ 29.89$ 31.38$ 32.95$ 34.60$
Library Clerk - Hourly X235 7/9/2021 HOURLY 18.43$ 19.35$ 20.32$ 21.34$ 22.40$
Library Director - Assistant M640 7/9/2021 MID MGMT 61.95$ 65.05$ 68.30$ 71.72$ 75.30$
Library Page - Hourly X250 1/1/2022 HOURLY 15.80$ 16.59$ 17.42$ 18.29$ 19.20$
Library Program Manager M235 7/9/2021 MID MGMT 49.12$ 51.58$ 54.16$ 56.87$ 59.71$
Library Specialist - Supervising A670 7/9/2021 AFSCME 33.69$ 35.38$ 37.15$ 39.00$ 40.95$
Literacy Program Manager M500 7/9/2021 MID MGMT 49.12$ 51.58$ 54.16$ 56.87$ 59.71$
Literacy Services Assistant Coordinator - Hourly X655 7/9/2021 HOURLY 28.07$ 29.48$ 30.95$ 32.50$ 34.12$
Literacy Services Assistant I - Hourly X665 7/9/2021 HOURLY 25.41$ 26.68$ 28.02$ 29.42$ 30.89$
Literacy Services Coordinator A445 7/9/2021 AFSCME 37.07$ 38.93$ 40.87$ 42.92$ 45.06$
Maintenance Craftsworker A280 7/9/2021 AFSCME 33.96$ 35.66$ 37.44$ 39.32$ 41.28$
Maintenance Supervisor M255 7/9/2021 MID MGMT 45.02$ 47.27$ 49.64$ 52.12$ 54.72$
Management Analyst I M570 7/9/2021 MID MGMT 43.11$ 45.27$ 47.53$ 49.91$ 52.41$
Management Analyst II M560 7/9/2021 MID MGMT 47.41$ 49.78$ 52.27$ 54.88$ 57.63$
Member - Bicycle & Pedestrian Advisory Committee X321 9/25/2021 BD CMS 100.00$
Member - Cultural Arts Commission (Per Meeting)X164 9/25/2021 BD CMS 100.00$
Member - Design Review Board (Per Meeting)X155 9/25/2021 BD CMS 100.00$
Member - Historical Commission (Per Meeting)X165 9/25/2021 BD CMS 100.00$
Member - Housing Authority Commission (Per Meeting)X175 9/25/2021 BD CMS 100.00$
Member - Library Board (Per Meeting)X230 9/25/2021 BD CMS 100.00$
Member - Parking Place Commission (Per Meeting)X295 9/25/2021 BD CMS 100.00$
Member - Parks & Recreation Commission (Per Meeting)X285 9/25/2021 BD CMS 100.00$
Member - Personnel Board (Per Meeting)X305 9/25/2021 BD CMS 100.00$
Member - Planning Commission (Per Meeting)X315 9/25/2021 BD CMS 100.00$
Member - Traffic Safety Commission X320 9/25/2021 BD CMS 100.00$
Miscellaneous Hourly X280 1/1/2022 HOURLY 15.80$ 87.55$
Office Assistant - Hourly X440 7/9/2021 HOURLY 23.85$ 25.04$ 26.29$ 27.60$ 28.98$
Office Specialist A295 7/9/2021 AFSCME 26.59$ 27.92$ 29.32$ 30.78$ 32.32$
Office Specialist - Hourly X415 7/9/2021 HOURLY 26.59$ 27.92$ 29.32$ 30.78$ 32.32$
Paramedic Firefighter B130 7/9/2021 IAFF 39.41$ 41.38$ 43.45$ 45.62$ 47.91$
Paramedic Firefighter Recruit (40 Hours)B135 7/9/2021 IAFF 52.54$
Park Maintenance Worker A250 7/9/2021 AFSCME 28.71$ 30.14$ 31.65$ 33.23$ 34.90$
Park Maintenance Worker - Hourly X300 7/9/2021 HOURLY 28.71$ 30.14$ 31.65$ 33.23$ 34.90$
Steps are listed as hourly rates, except where otherwise specified Page 3 of 5
City of South San Francisco | Salary Schedule
Effective 7/22/2022
JOB TITLE JOB CODE EFFECTIVE DATE UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Park Maintenance Worker - Lead A195 7/9/2021 AFSCME 34.16$ 35.87$ 37.66$ 39.54$ 41.52$
Park Maintenance Worker - Senior A350 7/9/2021 AFSCME 30.76$ 32.30$ 33.91$ 35.61$ 37.39$
Parking Enforcement Officer C175 7/9/2021 PO NONWORN 26.38$ 27.70$ 29.08$ 30.54$ 32.06$
Parking Enforcement Officer - Hourly X180 7/9/2021 HOURLY 26.38$ 27.70$ 29.08$ 30.54$ 32.06$
Parking System Technician A245 7/9/2021 AFSCME 34.16$ 35.87$ 37.66$ 39.54$ 41.52$
Parks and Recreation Deputy Director M840 7/9/2021 MID MGMT 70.19$ 73.70$ 77.38$ 81.25$ 85.31$
Payroll Administrator M785 7/9/2021 MID MGMT 44.13$ 46.34$ 48.66$ 51.09$ 53.64$
Permit Technician A460 7/9/2021 AFSCME 38.86$ 40.80$ 42.84$ 44.99$ 47.24$
Permit Technician - Senior A700 7/9/2021 AFSCME 41.34$ 43.40$ 45.57$ 47.85$ 50.24$
Planner - Associate M125 7/9/2021 MID MGMT 43.25$ 45.41$ 47.68$ 50.07$ 52.57$
Planner- Associate - Hourly X125 7/9/2021 HOURLY 43.25$ 45.41$ 47.68$ 50.07$ 52.57$
Planner - Principal M590 7/9/2021 MID MGMT 57.55$ 60.43$ 63.45$ 66.63$ 69.96$
Planner - Senior M335 7/9/2021 MID MGMT 53.56$ 56.24$ 59.05$ 62.01$ 65.11$
Planner- Senior - Hourly X335 7/9/2021 HOURLY 53.56$ 56.24$ 59.05$ 62.01$ 65.11$
Planning Technician A462 7/9/2021 AFSCME 38.85$ 40.80$ 42.83$ 44.98$ 47.23$
Plant Electrician I D105 7/8/2022 WQCP OP ENG 42.91$ 45.06$ 47.31$ 49.68$ 52.16$
Plant Electrician I - Hourly X500 7/9/2021 HOURLY 40.14$ 42.15$ 44.25$ 46.47$ 48.79$
Plant Electrician II D140 7/8/2022 WQCP OP ENG 47.20$ 49.56$ 52.04$ 54.64$ 57.37$
Plant Maintenance Supervisor M745 7/9/2021 MID MGMT 56.55$ 59.37$ 62.34$ 65.46$ 68.73$
Plant Mechanic - Apprentice D220 7/8/2022 WQCP OP ENG 33.70$ 36.30$ 38.89$ 41.48$ 44.07$ 46.67$ 49.26$ 51.85$
Plant Mechanic - Hourly X355 7/9/2021 HOURLY 36.41$ 38.23$ 40.14$ 42.15$ 44.26$
Plant Mechanic I D130 7/8/2022 WQCP OP ENG 38.76$ 40.70$ 42.73$ 44.87$ 47.11$
Plant Mechanic- Assistant - Hourly X135 7/9/2021 HOURLY 32.77$ 34.41$ 36.13$ 37.93$ 39.83$
Plant Mechanic II D135 7/8/2022 WQCP OP ENG 42.66$ 44.79$ 47.03$ 49.38$ 51.85$
Plant Mechanic- Lead D180 7/8/2022 WQCP OP ENG 48.08$ 50.48$ 53.00$ 55.65$ 58.43$
Plant Operator - Apprentice D100 7/8/2022 WQCP OP ENG 32.27$ 34.76$ 37.24$ 39.72$ 42.20$ 44.69$ 47.17$ 49.65$
Plant Operator I D145 7/8/2022 WQCP OP ENG 37.12$ 38.98$ 40.93$ 42.98$ 45.13$
Plant Operator I - Hourly X140 7/9/2021 HOURLY 35.36$ 37.13$ 38.99$ 40.94$ 42.98$
Plant Operator I - Contract Ft X145 7/9/2021 HOURLY 35.36$ 37.13$ 38.99$ 40.94$ 42.98$
Plant Operator II D150 7/8/2022 WQCP OP ENG 40.86$ 42.90$ 45.04$ 47.29$ 49.65$
Plant Operator II - Hourly X530 7/9/2021 HOURLY 38.90$ 40.85$ 42.89$ 45.04$ 47.29$
Plant Operator III D200 7/8/2022 WQCP OP ENG 42.89$ 45.03$ 47.28$ 49.64$ 52.12$
Plant Operator- Lead D190 7/8/2022 WQCP OP ENG 47.17$ 49.53$ 52.01$ 54.61$ 57.34$
Plant Superintendent M355 7/9/2021 MID MGMT 73.27$ 76.94$ 80.78$ 84.82$ 89.06$
Plant Superintendent - Assistant M465 7/9/2021 MID MGMT 59.80$ 62.79$ 65.93$ 69.23$ 72.69$
Plant Utility Worker D125 7/8/2022 WQCP OP ENG 33.99$ 35.69$ 37.47$ 39.34$ 41.31$
Plant Utility Worker - Hourly X490 7/9/2021 HOURLY 32.36$ 33.98$ 35.68$ 37.46$ 39.34$
Police Captain M280 7/22/2022 PSM POLICE 99.93$ 104.93$ 110.18$ 115.69$ 121.47$
Police Chief - Deputy M765 7/22/2022 PSM POLICE 109.93$ 115.43$ 121.20$ 127.26$ 133.62$
Police Communications & Records Manager M285 7/9/2021 MID MGMT 58.80$ 61.74$ 64.83$ 68.07$ 71.47$
Police Corporal C100 7/9/2021 PO SWORN 61.44$ 62.98$ 64.55$ 66.17$
Police Court Liaison - Hourly X193 7/9/2021 HOURLY 27.90$ 29.29$ 30.76$ 32.29$ 33.91$
Police Lieutenant M275 7/22/2022 PSM POLICE 86.90$ 91.25$ 95.81$ 100.60$ 105.63$
Police Media Technician C220 7/9/2021 PO NONWORN 31.35$ 32.92$ 34.57$ 36.30$ 38.11$
Police Officer C115 7/9/2021 PO SWORN 45.89$ 49.10$ 52.54$ 56.22$ 60.15$
Police Property / Evidence Specialist C110 7/9/2021 PO NONWORN 30.60$ 32.13$ 33.74$ 35.42$ 37.19$
Police Property/Evidence Assistant - Hourly X190 7/9/2021 HOURLY 27.90$ 29.29$ 30.76$ 32.29$ 33.91$
Steps are listed as hourly rates, except where otherwise specified Page 4 of 5
City of South San Francisco | Salary Schedule
Effective 7/22/2022
JOB TITLE JOB CODE EFFECTIVE DATE UNIT STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8
Police Records Specialist C105 7/9/2021 PO NONWORN 28.28$ 29.69$ 31.18$ 32.73$ 34.37$
Police Records Specialist - Hourly X191 7/9/2021 HOURLY 28.28$ 29.69$ 31.18$ 32.73$ 34.37$
Police Records Specialist - Senior C180 7/9/2021 PO NONWORN 29.79$ 31.27$ 32.84$ 34.48$ 36.20$
Police Records Specialist - Supervising C200 7/9/2021 PO NONWORN 32.52$ 34.15$ 35.86$ 37.65$ 39.53$
Police Recruit C190 7/9/2021 PO SWORN 44.99$
Police Reserve Officer - Hourly X325 7/9/2021 HOURLY 47.75$
Police Sergeant C165 7/9/2021 PO SWORN 65.93$ 67.58$ 69.27$ 71.00$ 72.78$
Police Service Technician C125 7/9/2021 PO NONWORN 29.11$ 30.56$ 32.09$ 33.70$ 35.38$
Police Service Technician - Hourly X192 7/9/2021 HOURLY 29.11$ 30.56$ 32.09$ 33.70$ 35.38$
Preschool Teacher I A495 7/9/2021 AFSCME 22.75$ 23.89$ 25.08$ 26.34$ 27.66$
Preschool Teacher I - Hourly X690 7/9/2021 HOURLY 22.75$ 23.89$ 25.08$ 26.34$ 27.66$
Preschool Teacher II A680 7/9/2021 AFSCME 25.03$ 26.28$ 27.60$ 28.98$ 30.43$
Preschool Teacher II - Hourly X680 7/9/2021 HOURLY 25.03$ 26.28$ 27.60$ 28.98$ 30.43$
Program Manager M750 7/9/2021 MID MGMT 56.38$ 59.20$ 62.16$ 65.27$ 68.54$
Public Works Administrator M795 7/9/2021 MID MGMT 55.51$ 58.29$ 61.20$ 64.26$ 67.48$
Public Works Assistant Director/City Engineer M755 7/9/2021 MID MGMT 81.79$ 85.88$ 90.17$ 94.68$ 99.42$
Public Works Deputy Director M820 7/9/2021 MID MGMT 70.19$ 73.70$ 77.38$ 81.25$ 85.31$
Public Works Inspector A310 7/9/2021 AFSCME 43.96$ 46.16$ 48.47$ 50.89$ 53.44$
Public Works Maintenance Worker A275 7/9/2021 AFSCME 28.71$ 30.14$ 31.65$ 33.23$ 34.90$
Public Works Maintenance Worker - Hourly X345 7/9/2021 HOURLY 28.71$ 30.14$ 31.65$ 33.23$ 34.90$
Public Works Maintenance Worker - Lead A200 7/9/2021 AFSCME 34.16$ 35.87$ 37.66$ 39.54$ 41.52$
Public Works Maintenance Worker - Senior A360 7/9/2021 AFSCME 30.76$ 32.30$ 33.91$ 35.61$ 37.39$
Recreation & Community Services Manager M715 7/9/2021 MID MGMT 55.43$ 58.20$ 61.11$ 64.16$ 67.37$
Recreation & Community Services Prog Coor - Hourly X700 7/9/2021 HOURLY 31.52$ 33.10$ 34.75$ 36.49$ 38.32$
Recreation & Community Services Program Coord M530 7/9/2021 MID MGMT 31.52$ 33.10$ 34.75$ 36.49$ 38.32$
Recreation & Community Services Supervisor M295 7/9/2021 MID MGMT 45.02$ 47.27$ 49.64$ 52.12$ 54.72$
Recreation Instructor - Hourly X350 1/1/2022 HOURLY 15.80$ 39.14$
Recreation Leader I - Hourly X360 1/1/2022 HOURLY 15.80$ 16.59$ 17.42$ 18.29$ 19.20$
Recreation Leader II A610 7/9/2021 AFSCME 17.18$ 18.04$ 18.95$ 19.89$ 20.89$
Recreation Leader II - Hourly X365 7/9/2021 HOURLY 17.18$ 18.04$ 18.95$ 19.89$ 20.89$
Recreation Leader III A620 7/9/2021 AFSCME 18.64$ 19.57$ 20.55$ 21.58$ 22.66$
Recreation Leader III - Hourly X370 7/9/2021 HOURLY 18.64$ 19.57$ 20.55$ 21.58$ 22.66$
Recreation Leader IV A515 7/9/2021 AFSCME 20.68$ 21.72$ 22.80$ 23.95$ 25.14$
Recreation Leader IV - Hourly X375 7/9/2021 HOURLY 20.68$ 21.72$ 22.80$ 23.95$ 25.14$
Safety Inspector - Hourly X181 7/9/2021 HOURLY 29.96$ 31.46$ 33.03$ 34.69$ 36.42$
Safety Inspector I B200 7/9/2021 IAFF 53.33$ 55.99$ 58.79$ 61.73$ 64.82$
Safety Inspector II B195 7/9/2021 IAFF 58.63$ 61.56$ 64.64$ 67.87$ 71.27$
Safety Inspector III B190 7/9/2021 IAFF 63.06$ 66.22$ 69.53$ 73.00$ 76.65$
Sweeper Operator A370 7/9/2021 AFSCME 33.42$ 35.09$ 36.85$ 38.69$ 40.62$
Technical Services Supervisor M735 7/9/2021 MID MGMT 56.12$ 58.93$ 61.87$ 64.97$ 68.22$
Tree Trimmer A375 7/9/2021 AFSCME 34.42$ 36.14$ 37.95$ 39.85$ 41.84$
Van Driver A510 7/9/2021 AFSCME 17.57$ 18.45$ 19.38$ 20.34$ 21.36$
Van Driver - Hourly X555 7/9/2021 HOURLY 17.57$ 18.45$ 19.38$ 20.34$ 21.36$
Steps are listed as hourly rates, except where otherwise specified Page 5 of 5