HomeMy WebLinkAboutCC 2025-06-10_09d Approval of Resolutions Establishing Salaries for Management and Part-TimeItem 9.d.
MEMORANDUM
TO: City Council
FROM: Ashley Garcia, Human Resources Officer
Nicole Valentine, Director of Administrative Services
SUBJECT: Resolutions Establishing Salaries and Benefits for Management and
Part-Time Employees, Approval of the Updated Citywide Combined
Salary Schedule, and Job Descriptions for Newly Budgeted Positions
DATE: June 10, 2025
RECOMMENDATION:
1) Adopt a Resolution updating compensation for designated unrepresented
management and executive employee classifications for Fiscal Years 2025-26 and 2026-
27;
2) Adopt a Resolution modifying pay rates for unrepresented part-time employees;
3) Approve the updated Citywide Combined Salary Schedule;
4) Approve job descriptions for newly budgeted positions; and
5) Find that approval of the Resolutions are not a project subject to the California
Environmental Quality Act (“CEQA”) because it has no potential to result in either a direct,
or reasonably foreseeable indirect, physical change in the environment. (State CEQA
Guidelines, §§ 15060, subd. (b)(2)-(3), 15378).
IMPACT ON FINANCIAL AND PERSONNEL RESOURCES:
The recommended adjustments to salaries and benefits for Management and non-
represented full-time employees are incorporated in Exhibit A of the Management
Resolution (Attachment 1) and are projected to cost $216,300 in FY 2025-26 and
$223,100 in FY 2026-27. The preliminary budget includes appropriations to address these
adjustments.
Minimal future staff time is projected to implement cost-of-living adjustments and other
modifications contained in the proposed resolution.
BACKGROUND:
The City of Arroyo Grande has 80 budgeted full-time positions and 8.3 budgeted full-time
equivalent part-time positions. Most full-time employees are represented by a bargaining
unit (union) or are non-represented Management employees. Part-time employees are
also unrepresented. Adjustments to wages and benefits for non-represented
Page 45 of 152
Item 9.d.
City Council
Resolutions Establishing Salaries and Benefits for Management and Part-Time
Employees, Approval of the Updated Citywide Combined Salary Schedule, and Job
Descriptions for Newly Budgeted Positions
June 10, 2025
Page 2
Unrepresented management employees do not negotiate in the same manner as
employees represented by a bargaining unit.
The City’s management and non-represented full-time employees’ salaries and benefits
are defined by Resolution. The current Resolution covers FY 2023-25, ending June 30,
2025. The proposed Resolution, provided as Attachment 1, will reflect the salary and
benefits for the management and non-represented full-time employees through June 30,
2027 (FY 2025-27). The salary adjustments as proposed are consistent with those
approved for other employee groups. The Resolution impacts 23 currently funded
positions in the Management group.
The City is required to post a Citywide combined salary schedule for compliance with
CalPERs regulations.
ANALYSIS OF ISSUES:
The City’s current salary and classification system strives to accomplish the following
goals:
Ensure that the City has the ability to attract and retain well-qualified personnel for
all job classifications;
Ensure that the City’s compensation practices are competitive with those of
comparable employers;
Provide defensibility to City salary ranges based on the pay practices of similar
employers; and
Ensure pay consistency and equity among related classes based on the duties
and responsibilities assumed.
The major components of the proposed Resolution and clean -up language are detailed
below:
1. Term: a two-year term from July 1, 2025, through June 30, 2027.
2. Salary Increase: Effective July 4, 2025, classifications covered by this Resolution
shall receive a cost-of-living salary range adjustment of 3.5%; effective July 3,
2026, a 3.5% cost-of-living salary range adjustment, equivalent to the negotiated
increases for the City’s other bargaining units.
3. Cafeteria Plan Contribution: The City’s flex dollar allowance for employees covered
by this Resolution will align with the greatest amount provided to the City’s other
bargaining units. In the event a subordinate bargaining unit negotiates a higher flex
dollar allowance, employees covered by this Resolution shall receive at least that
amount. A cap was also added to the opt-out amount for employees who decline
health benefits.
4. Deferred Compensation: The City will provide an annual contribution of $3,000
annually for executive team classifications and $1,500 annually for non-
represented management classifications, with a match requirement. Upon
Page 46 of 152
Item 9.d.
City Council
Resolutions Establishing Salaries and Benefits for Management and Part-Time
Employees, Approval of the Updated Citywide Combined Salary Schedule, and Job
Descriptions for Newly Budgeted Positions
June 10, 2025
Page 3
successful completion of 10 years of service to the City, members of the
management group are eligible for an additional $500 annual employer
contribution.
5. Remove front-load of the annual leave bank and start accruing day 1 for easier
payroll implementation.
6. Change salary schedule to five steps rather than low-medium-high for clarity upon
hire and movement within the range for merit increases.
7. Clarify that employees who are promoted or reclassified into a management
position will not carry over a balance of compensatory time hours earned.
8. Add clarifying language about retiree health contribution for retirees who continue
to participate in CalPERS health insurance upon retirement.
9. Update bereavement leave section to include reproductive loss to comply with
state law.
10. Update outdated position titles, specifically titles containing the term “secretary”
(Administrative Secretary, Executive Secretary) to Administrative Assistant and
Executive Assistant and Accounting Manager to Finance Manager to modernize
and adequately represent the professional and collaborative roles.
11. Designate Fair Labor Standards Act status for affected classifications.
The most current Citywide Combined Salary Schedule was adopted June 25, 20241. For
updates to the Citywide Combined Salary Schedule for FY 2025-26, salary ranges reflect
agreed-upon cost-of-living adjustments with the Service Employees International Union
(SEIU) and Police Officers’ Association (POA). Pursuant to the terms of the Joint Exercise
of Powers Agreement that created the FCFA, all FCFA employees are employees of the
City of Arroyo Grande, so it also includes agreed-upon adjustments for the International
Association of Firefighters (IAFF) and FCFA Management.
Staff recommends increasing part-time pay rates by the same percentage as full-time pay
rates for FY 2025-26 in order to minimize compaction and keep salaries for part -time
positions competitive. Salary and other compensation adjustments will become effective
on July 4, 2025, which is the first day of the first pay period of the new fiscal year.
As part of the preliminary budget, reclassifications were proposed for the Police
Department Support Services Division and Public Works Engineering Division. Job
descriptions for Records and Property Supervisor and Engineering Technician are
provided for approval.
ALTERNATIVES:
The following alternatives are provided for the Council’s consideration:
1. Adopt the Resolutions and Job Descriptions as proposed;
1 https://pub-arroyogrande.escribemeetings.com/filestream.ashx?DocumentId=11511
Page 47 of 152
Item 9.d.
City Council
Resolutions Establishing Salaries and Benefits for Management and Part-Time
Employees, Approval of the Updated Citywide Combined Salary Schedule, and Job
Descriptions for Newly Budgeted Positions
June 10, 2025
Page 4
2. Amend and adopt the Resolutions and Job Descriptions;
3. Do not adopt the Resolutions; or
4. Provide other direction to staff.
ADVANTAGES:
Adopting the proposed Resolutions will provide employee salaries and benefits that are
compliant with current laws and contracts, ensure consistent and fair compensation, and
achieve the City’s goals as outlined above. Adjusting employee salaries and benefits for
the management group proportionally with the City’s other bargaining units addresses
internal compaction challenges and keeps salaries competitive in the local market
compared with similar cities for retention purposes. Posting a citywide combined salary
schedule is a CalPERS requirement. Adopting job descriptions for proposed
reclassifications clarifies expectations when selecting individuals to fill the roles. In total,
this item allows for the City to sustain its workforce, meet community needs, and uphold
service standards.
DISADVANTAGES:
The recommendation will increase costs to future budgets.
ENVIRONMENTAL REVIEW:
No environmental review is required for this item.
PUBLIC NOTIFICATION AND COMMENTS:
The Agenda was posted at City Hall and on the City’s website in accordance with
Government Code Section 54954.2.
ATTACHMENTS:
1. Resolution Updating Compensation for Designated Unrepresented Management
and Executive Employee Classifications for Fiscal Years 2025-26 and 2026-27
2. Resolution Establishing Compensation Adjustments for Part-Time Employees and
Approval of the Citywide Combined Salary Schedule
3. Proposed Engineering Technician Job Description
4. Proposed Records and Property Supervisor Job Description
Page 48 of 152
ATTACHMENT 1
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ARROYO GRANDE UPDATING COMPENSATION
FOR DESIGNATED NON-REPRESENTED
MANAGEMENT AND EXECUTIVE EMPLOYEE
CLASSIFICATIONS FOR FISCAL YEARS 2025-26 AND
2026-27
WHEREAS, the City Council of the City of Arroyo Grande (“City”) has established a
system of classification for all positions within the City service with descriptive
occupational titles used to identify and distinguish positions from one another based
on job duties, essential functions, knowledge, skills, abilities and minimum
requirements; and
WHEREAS, Government Code section 36506 provides that the City Council shall fix
the compensation of all appointive officers a nd employees by ordinance or resolution;
and
WHEREAS, the City Council discussed and approved the updated salary ranges rates
and schedule for the designated employee classifications hereinafter provided at its
Regular Meeting of June 10, 2025.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Arroyo
Grande that:
SECTION 1. AFFECTED EMPLOYEES
The wages and benefits set forth herein are to be provided to all non-represented
management and executive employees listed in Exhibit A.
The non-represented management classifications listed in Exhibit A are responsible
for administrative, middle management tasks and/or perform more complex technical
or professional tasks. Employees are exempt from overtime pay requirements of the
Fair Labor Standards Act. Unless employed on a less-than full-time basis, employees
are part of the competitive service and have full protection of the City’s Personnel
Regulations.
The executive team classifications listed in Exhibit A are responsible for manage ment
of operations and personnel of a City department(s). Employees in this group are
exempt from the overtime pay requirements of the Fair Labor Standards Act and are
excluded from the competitive service.
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RESOLUTION NO.
PAGE 2
SECTION 2. WAGES
A. FISCAL YEAR 2025-26
The salary ranges contained in Exhibit “B” reflects a cost of living salary range
adjustment of 3.5% effective July 4, 2025.
B. FISCAL YEAR 2026-27
The salary ranges contained in Exhibit “C” reflect a 3.5% cost of living salary
range adjustment for all positions effective July 3, 2026.
SECTION 3. DEFERRED COMPENSATION
The City shall contribute a dollar-for-dollar match of up to $1,500 per year to non-
represented management employees listed in Exhibit A and a dollar-for-dollar match
of up to $3,000 per year to members of the executive team listed in Exhibit A to a
defined contribution supplemental retirement plan established in accordance with
sections 401 (a) and 501 (a) of the Internal Revenue Code of 1986 and California
Government Code sections 53215-53224.
Upon successful completion of 10 years of service to the City, members of the
management group are eligible for an additional $500 annual employer contribution.
SECTION 4. HEALTH PLAN BENEFITS
A. Cafeteria Plan
1. The City shall contribute an equal amount towards the cost of medical coverage
under the Public Employee’s Medical and Hospital Care Act (PEMHCA) for both
active employees and retirees. The City’s contribution toward coverage under
PEMHCA shall be the statutory minimum contribution amount established by
CalPERS on an annual basis.
2. Employees participating in the City’s full flex cafeteria plan shall receive a flex
dollar allowance to purchase group health coverage for medical, dental and
vision under the City’s Cafeteria Plan. For the period of July 1, 2025, through
November 30, 2025, the monthly flex dollar allowance shall be:
For employee only: $917.92
For employee plus one dependent: $1,749.56
For employee plus two or more dependents: $2,257.88
3. Effective December 2025 for the January 2026 premium, the City’s total
Cafeteria plan contribution for the plan shall be enhanced by an amount equal
to one-half of the increase for the lowest cost PPO plan offered by CalPERS in
San Luis Obispo County, up to a maximum of 8% increase in the City’s
contribution, without going above the cost of the plan. Any increase in premiums
above this amount will be the full responsibility of the employee.
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RESOLUTION NO.
PAGE 3
4. In the event either subordinate bargaining unit negotiates a higher flex dollar
allowance, employees covered by this resolution shall receive at least that
amount and be governed by the applicable benefit eligibility and administrative
policies.
5. Employees who properly waive medical coverage under the Cafeteria Plan
because he/she provided the City with written proof of alternative group health
coverage that is compliant with the Affordable Care Act, can take flex dollars for
the amount provided to employees enrolled for self alone , not to exceed $850
per month. The opt-out amount is taxable income, which may be deposited into
their 457 plan or used to purchase voluntary products. The flexible benefit
dollars taken as cash may not be used to reimburse an employee for any
premium expenses an employee may incur for an individual health insurance
policy, including a policy purchased through Covered California.
6. The City reserves the right to alter the Cafeteria Plan should there be future
Affordable Care Act guidance that affects the plan.
B. Medical Insurance
1. The base medical plan shall be defined as the lowest cost Health
Maintenance Organization (HMO) program available through CalPERS in
San Luis Obispo County. If availability of an HMO to the City is
discontinued by the medical plan provider, the base plan shall become
the basic PPO plan available to the City by the existing medical plan
provider.
2. The City shall maintain health benefits through CalPERS for calendar
years 2025 and 2026.
C. Vision Insurance
The City shall provide a vision care plan for management employees. The City
may select an alternate vision care provider during the term of th is resolution
providing that:
1. Any new plan maintains equivalent benefits to the employees; and
2. At least twenty-one (21) days advanced notice of plan changes are
provided to affected employees.
D. Dental Insurance Plan
The City shall provide a dental plan of the City’s choice for management
employees. The City may select an alternate dental insurance plan provider
during the term of this resolution providing that:
1. Any new plan maintains equivalent benefits to the employees; and
2. At least twenty-one (21) days advanced notice of plan changes are
provided to affected employees.
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RESOLUTION NO.
PAGE 4
SECTION 5. LIFE INSURANCE PLAN
A. The City shall provide group term life insurance benefit plan for management
employees, which shall provide for fifty thousand dollars ($50,000) life and
AD&D coverage during the term of their employment.
B. The City shall make available additional voluntary lif e insurance coverage, at
the employee’s expense, as long as the minimum participation requirements of
the insurance provider are met.
SECTION 6. SHORT AND LONG-TERM DISABILITY
The City shall provide a short and long-term disability plan for management employees
during the term of their employment. The City currently pays the premiums for the State
Disability Insurance for employees covered by this Resolution for short-term disability
coverage. Should there be any future rate increases to State Disabilit y Insurance
and/or Family Temporary Disability Insurance plans after January 1, 202 6, the City
review and consider the responsibility for payment of such increases.
SECTION 7. RETIREMENT
A. PERS Retirement Contributions
1. G.C. Section 21354.4. The CalPERS 2.5% at Age 55 Retirement Plan
shall be provided for non-sworn employees hired prior to December 21,
2012. Non-sworn employees under this plan shall pay the full eight
percent (8%) of the employee share of CalPERS.
2. G.C. Section 21354. The CalPERS 2.0% at Age 55 Retirement Plan
shall be provided for non-sworn employees hired between December
21, 2012 and December 31, 2012, CalPERS “Classic” members hired
on or after January 1, 2013, and those eligible for reciprocity hired on
or after January 1, 2013. Non-sworn employees under this plan shall
pay the full seven percent (7%) of the employee share of CalPERS.
3. G.C. Section 7522.20. The CalPERS 2% @ 62 Retirement Plan shall
be provided for new non-sworn employees hired on or after January 1,
2013 who are not CalPERS “Classic” employees and are not eligible
for reciprocity. Non-sworn employees under this plan shall pay at least
50% of the total normal cost rate (currently 7.75%) of the employee
share of CalPERS.
4. G.C. Section 21362.2. The CalPERS Public Safety Officer 3% @ 50
Retirement Plan shall be provided for sworn personnel hired prior to
December 9, 2011. Sworn employees under this plan shall pay the full
nine percent (9%) of the employee share of CalPERS.
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RESOLUTION NO.
PAGE 5
5. G.C. Section 21363.1. The CalPERS Public Safety Officer 3% @ 55
Retirement Plan shall be provided for sworn employees hired between
December 9, 2011 and December 31, 2012, CalPERS “Classic”
members hired on or after January 1, 2013, and those eligible for
reciprocity hired on or after January 1, 2013. Sworn employees under
this plan shall pay the full nine percent (9%) of the employee share of
CalPERS.
6. G.C. Section 7522.25. The CalPERS Public Safety Officer 2.7% @ 57
Retirement Plan shall be provided for new sworn emp loyees hired on
or after January 1, 2013 who are not CalPERS “Classic” employees
and are not eligible for reciprocity. Sworn employees under this plan
shall pay at least 50% of the total normal cost rate (currently 13.75%)
of the employee share of CalPERS.
7. G.C. Sections 21024 and 21027. Employees may buy back, at their
expense, retirement service credit for prior military service as permitted
by PERS.
8. G.C. Section 20042. For sworn employees hired prior to December 9,
2011 and non-sworn employees hired prior to December 21, 2012,
retirement benefits are based on the highest single year compensation.
9. G.C. Section 20037. For sworn employees hired on or after December
9, 2011 and non-sworn employees hired on or after December 21,
2012, retirement benefits are based on the highest average annual
compensation earnable by a member during three consecutive years
of employment.
10. G.C. Section 20965. Employees shall receive credit for unused sick
leave.
11. G.C. Section 21548. The spouse of a deceased member, who was
eligible to retire for service at the time of death, may elect to receive the
Pre-Retirement Optional Settlement 2 Death Benefit.
12. Effective January 1, 2013, the Public Employees’ Pension Reform Act
of 2013 (PEPRA) shall apply to all sworn and non -sworn employees,
as well as for employees transferring from other CalPERS or reciprocal
agencies.
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RESOLUTION NO.
PAGE 6
B. Retiree Medical
1. Employees who separate and retire within 120 days from City service
shall be allowed to purchase medical insu rance coverage through the
City subject to applicable plan and PEMHCA requirements.
2. G.C. Section 22892. The City’s contribution shall be an equal amount
for both employees and annuitants, which shall be the minimum
contribution amount established by CalPERS on an annual basis. The
City’s contribution shall be adjusted annually by the CalPERS Board to
reflect any change in the medical care component of the Consumer
Price Index, provided that the City is participating in the CalPERS
Health Program.
3. The City shall provide a supplemental contribution to employees that
are: 1) employed on a full-time basis as of June 30, 2008 and who have
been employed with the City on a full-time basis for five (5) years or
more at the time of retirement; or 2) employed on a full-time basis after
June 30, 2008 and who have been employed by the City on a full-time
basis for ten (10) years or more at the time of retirement ; and 3) elect
to continue purchasing medical insurance coverage through the
CalPERS Health Program.
The supplemental contribution shall be equal to the difference between
the minimum contribution amount established by CalPERS as set forth
above in Section 4. A. 1. And the following amounts:
For single annuitant coverage: $175.10
For annuitant + 1 dependent: $302.85
For annuitant + 2 or more dependents: $376.79
SECTION 8. ANNUAL LEAVE
Regular, full-time management employees shall accrue Annual Leave with pay to be
used as leave for vacation, illnesses, and other personal purposes. Management
employees may accrue such paid leave as provided by this provision to be used in the
future or may convert annual leave to salary compensation under the conditions
contained in these regulations.
A. Accumulation Rates:
Management employees shall accrue annual based upon the follo wing
schedule:
1. Management employees with less than five (5) years of service shall earn
annual leave at the rate of 29 days (232 hours) per year;
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RESOLUTION NO.
PAGE 7
2. Management employees with five (5) to ten (10) years of service shall
earn annual leave at the rate of 31 days (248 hours) per year;
3. Management employees with ten (10) to fifteen (15) years of service shall
earn annual leave at the rate of 33 days (264 hours) per year; and
4. Management employees with over fifteen (15) years of service shall earn
annual leave at the rate of 34 days (272 hours) per year.
B. Maximum Accrual:
The maximum accrual of annual leave shall be 725 hours. If an employee has
accrued the maximum number of hours, accrual of annual leave shall be
discontinued. Accrual shall resume on the first day of the pay period following a
reduction in the accrued balance below the maximum allowed.
C. Conversion to Salary:
Employees may convert a maximum of 48 hours of annual leave to salary
compensation per year. Such conversions shall be allowed at the first pay period
in July and at the first pay period in December of each year. In order to be
eligible to convert annual leave to salary compensation, the employee must: a)
convert a minimum of sixteen (16) hours to pay; and b) upon making the
conversion to pay, the employee must be left with a minimum of 160 hours of
annual leave.
Employees who are promoted or reclassified into a management position and
were not subject to the annual leave program for the entire twelve (12) month
period shall be allowed to include previous vacation and sick leave use as
annual leave for the purpose of this provision.
D. Notification and Approval:
Annual leave shall be scheduled in advance by the employee whenever
possible, subject to the approval of the department director. It is the
responsibility of the employee to provide the supervisor or department director
with reasonable notice of an absence. The department director shall have the
authority to approve or deny the use of annual leave for any period of absence.
The scheduling of the use of annual leave shall be by the department director
with due regard to the wishes of the employee and particular regard for the
needs of the City. Employees who are off for extended periods due to illness or
injury may be required to provide a physician’s statement authorizing their return
to work.
Reasonable absences of less than eight (8) hours shall not be debited against
annual leave for exempt employees. Such absences should have the prior
approval of the employee’s supervisor and/or City Manager.
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RESOLUTION NO.
PAGE 8
E. Separation from Employment:
Management employees who separate their employment from the City shall
have all annual leave accumulations converted to salary compensation at the
employee’s current rate. Compensation shall be paid in one lump sum. Annual
leave shall not be used to extend an employee’s actual date of separation.
When notice is given by an employee that he/she is terminating, t he use of
annual leave shall be suspended. The only exception t o this provision is that
with the approval of the employee’s supervisor, the employee may be granted
short-term leave (one (1) to three (3) days) to attend to personal business.
However, such short-term leaves may not be conducted consecutively and with
a frequency to create in effect, a long-term leave.
F. Service Credit Conversion:
1. Upon retirement an employee may have unused annual leave
converted to Service Credit with the Public Employees’ Retirement
System (PERS).
2. Annual leave shall be converted to sick leave for PERS at the rate of
one (1) hour of annual leave equals one (1) hour of sick leave.
3. When unused annual leave is converted to sick leave, for a service
credit conversion, an employee may not receive additional cash
compensation for the unused leave.
G. Conversion of Leave Hours Upon Promotion to the Management Group:
Employees who are promoted or reclassified into a management position shall
convert their sick leave and vacation leave accumulation to annual leave.
1. Sick leave accumulations shall be converted to annual leave at the rate
of one (1) hour of sick leave equals one-half (0.5) hour of annual leave.
2. Vacation leave accumulations shall be converted to annual leave at the
rate of one (1) hour of vacation leave equals one (1) hour of annual
leave.
Employees who have accumulated compensatory time hours earned shall be
cashed out at the prior rate of pay and no balance of comp ensatory time hours
will be carried over when the employee starts their new position within the
management group.
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RESOLUTION NO.
PAGE 9
SECTION 9. HOLIDAYS
Management employees shall receive the following paid holidays:
New Year’s Eve, December 31
New Year’s Day, January 1
Martin Luther King Day, third Monday of January
Washington’s Birthday, third Monday of February
Memorial Day, the last Monday in May
Juneteenth Day, June 19
Independence Day, July 4
Labor Day, the first Monday in September
Veteran’s Day, November 11 (or day of observance)
Thanksgiving Day, fourth Thursday in November (or day of observance)
Day following Thanksgiving
Christmas Eve, December 24
Christmas Day, December 25
One Floating Day per Fiscal Year (employee choice with Supervisor approval)
Every day designated by the President, Governor, or Mayor for public
observance as a special nonrecurring single event, such as the death of a
national leader or end of war.
All holidays in the above schedule that fall on a Saturday shall be observed on
the preceding Friday; all holidays in the above schedule that fall on a Sunday
shall be observed on the following Monday.
SECTION 9. VEHICLE ASSIGNMENT OR ALLOWANCE
Automobile allowance shall be provided in the amount of $200 per month for the
Director of Legislative and Information Services, Direct or of Administrative Services,
and Director of Recreation Services and $275 per month for the Director of Community
Development. The Police Chief shall be assigned a take-home City vehicle. The
Director of Public Works shall be assigned a City vehicle for use during work hours.
SECTION 10. JURY DUTY
Management employees shall be granted leave with full pay and no loss in benefits
when called for jury duty if the employee remits jury fees received for such jury duty.
The employee may retain all travel pay or subsistence pay granted by the court
because of the employee’s participation in jury duty. The employee shall be
responsible for notifying his/her supervisor as soon as possible upon receiving notice
to appear for jury duty, make every reasonable effort to keep his/her supervisor advised
as to the anticipated length of service, and return to work immediately following the
end of jury duty service.
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RESOLUTION NO.
PAGE 10
SECTION 11. BEREAVEMENT LEAVE
Management employees are entitled to a paid bereavement leave of absence, not to
exceed five (5) days, in the event of the death of a member of the employee’s
immediate family, to include an employee’s or spouse’s parents, spouse, children,
brother, sister, stepchildren, grandparents, grandchildren, aunt, uncle, son -in-law,
daughter-in-law, step relatives described above, or any other person residing in the
same household, for the purpose of attending the funeral and making other
arrangements at the time the loss occurs. Bereavement leave also applies to a
reproductive loss event. As a condition of granting leave for bereavement purposes,
the appointing authority may request verification of the loss. Such leave is independent
of annual leave. In order to receive this benefit, domestic partners must be registered
with the Secretary of State.
SECTION 12. EMPLOYEE ASSISTANCE PLAN
The City shall provide an employee assistance plan for management employees and
their dependents during the term of their employment.
SECTION 13. UNIFORM ALLOWANCE
The City shall provide annual cash allowances for ancillary uniforms and equipment
items to the positions of Police Chief and Police Commander in the same amount and
method as provided to the Arroyo Grande Police Officers’ Association .
SECTION 14. SAFETY SHOES
The City shall provide safety shoes to all employees with field work responsibilities in
the amount and method specified in the Memorandum of Understanding between the
City and Service Employees International Union Local 620 Arroyo Grande Chapter.
SECTION 15. LONGEVITY PERFORMANCE STIPEND
Sworn Police employees may qualify for 5% of their base salary as a longevity
performance stipend upon completion of ten (10) years of continuous full -time
employment with the City as a sworn officer and a “meets department’s standards” or
better performance evaluation. Should an employee receive an evaluation that “does
not meet department standards”, they shall not qualify for the longevity performance
stipend.
Employees may qualify for an additional 2.5% of base salary as a longevity
performance stipend upon completion of fifteen (15) years of continuous full-time
employment with the City as a sworn officer and a “meets department’s standards” or
better performance evaluation. Should an employee receive an evaluation that “does
not meet department standards”, they shall not qualify for the longevity performance
stipend.
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RESOLUTION NO.
PAGE 11
The Sworn Police employees and the City agree that the intent in providing a longevity
performance stipend is for the benefit not to qualify as an item of special compensation
that must be reported to CalPERS and included in the calculation of retirement benefits
in accord with DiCarlo v. County of Monterey, No. H041400, (Cal. Ct. App. June 5,
2017). In the event that CalPERS at some time in the future determines that the
longevity performance stipend meets the definition of “Special Compensation”, both
parties agree to reopen negotiations related to the financial impacts and
implementation of this issue.
On motion of Council Member , seconded by Counc il Member ,
and on the following roll call vote, to wit:
AYES:
NOES:
ABSENT:
the foregoing Resolution was passed and adopted this 10th day of June, 2025.
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RESOLUTION NO.
PAGE 12
CAREN RAY RUSSOM, MAYOR
ATTEST:
JESSICA MATSON, CITY CLERK
APPROVED AS TO CONTENT:
MATTHEW DOWNING, CITY MANAGER
APPROVED AS TO FORM:
ISAAC ROSEN, CITY ATTORNEY
Page 60 of 152
ATTACHMENT 1
EXHIBIT A
City of Arroyo Grande Management Group
Non-Represented Management Classifications
• Administrative Assistant
• Assistant Planner
• Assistant Project Manager
• Associate Planner
• Building Official
• Capital Improvement Projects Manager
• City Engineer
• Deputy City Clerk/Communications Coordinator
• Executive Assistant
• Finance Manager
• Information Technology Manager
• Management Analyst
• Planning Manager
• Police Commander
• Public Works Manager
• Utilities Manager
City of Arroyo Grande Management Group
Executive Team Classifications
• City Manager
• Assistant City Manager/Public Works Director
• Chief of Police
• Director of Administrative Services
• Director of Community Development
• Director of Legislative and Information Services
• Director of Recreation Services
• Director of Public Works
• Human Resources Officer
Page 61 of 152
RESOLUTION NO. EXHIBIT B
PAGE 14
Range 1 2 3 4 5 Position
M-25 Biweekly 2,271.09 2,384.64 2,503.87 2,629.07 2,760.52 Administrative Assistant
Monthly 4,920.69 5,166.72 5,425.06 5,696.31 5,981.13
Annual 59,048.28 62,000.64 65,100.72 68,355.72 71,773.56
M-26 Biweekly 2,327.86 2,444.26 2,566.47 2,694.79 2,829.53
Monthly 5,043.71 5,295.89 5,560.68 5,838.71 6,130.65
Annual 60,524.49 63,550.68 66,728.16 70,064.52 73,567.80
M-27 Biweekly 2,386.06 2,505.36 2,630.63 2,762.16 2,900.27
Monthly 5,169.80 5,428.29 5,699.70 5,984.69 6,283.92
Annual 62,037.60 65,139.48 68,396.40 71,816.28 75,407.04
M-28 Biweekly 2,445.71 2,568.00 2,696.40 2,831.22 2,972.78
Monthly 5,299.04 5,564.00 5,842.20 6,134.31 6,441.03
Annual 63,588.54 66,768.00 70,106.40 73,611.72 77,292.36
M-29 Biweekly 2,506.86 2,632.20 2,763.81 2,902.00 3,047.10
Monthly 5,431.52 5,703.10 5,988.26 6,287.67 6,602.05
Annual 65,178.25 68,437.20 71,859.12 75,452.04 79,224.60
M-30 Biweekly 2,569.53 2,698.00 2,832.90 2,974.55 3,123.27 Executive Assistant
Monthly 5,567.31 5,845.67 6,137.95 6,444.85 6,767.09
Annual 66,807.71 70,148.04 73,655.40 77,338.20 81,205.08
M-31 Biweekly 2,633.77 2,765.46 2,903.73 3,048.91 3,201.36
Monthly 5,706.49 5,991.82 6,291.41 6,605.98 6,936.28
Annual 68,477.90 71,901.84 75,496.92 79,271.76 83,235.36
M-32 Biweekly 2,699.61 2,834.59 2,976.32 3,125.13 3,281.39
Monthly 5,849.15 6,141.61 6,448.69 6,771.12 7,109.68
Annual 70,189.85 73,699.32 77,384.28 81,253.44 85,316.16
M-33 Biweekly 2,767.10 2,905.45 3,050.73 3,203.27 3,363.43
Monthly 5,995.38 6,295.15 6,609.91 6,940.41 7,287.43
Annual 71,944.60 75,541.80 79,318.92 83,284.92 87,449.16
M-34 Biweekly 2,836.28 2,978.09 3,127.00 3,283.35 3,447.52 Assistant Planner
Monthly 6,145.27 6,452.53 6,775.16 7,113.92 7,469.62
Annual 73,743.21 77,430.36 81,301.92 85,367.04 89,635.44
M-35 Biweekly 2,907.18 3,052.54 3,205.17 3,365.43 3,533.70
Monthly 6,298.90 6,613.84 6,944.53 7,291.76 7,656.35
Annual 75,586.79 79,366.08 83,334.36 87,501.12 91,876.20
M-36 Biweekly 2,979.86 3,128.86 3,285.30 3,449.57 3,622.04
Monthly 6,456.37 6,779.19 7,118.15 7,474.06 7,847.76
Annual 77,476.46 81,350.28 85,417.80 89,688.72 94,173.12
M-37 Biweekly 3,054.36 3,207.08 3,367.43 3,535.80 3,712.60 Deputy City Clerk/Communications
Monthly 6,617.78 6,948.67 7,296.10 7,660.91 8,043.96 Coordinator
Annual 79,413.37 83,384.04 87,553.20 91,930.92 96,527.52
M-38 Biweekly 3,130.72 3,287.26 3,451.62 3,624.20 3,805.41 Associate Planner
Monthly 6,783.23 7,122.39 7,478.51 7,852.44 8,245.06
Annual 81,398.71 85,468.68 89,742.12 94,229.28 98,940.72
CITY OF ARROYO GRANDE
Management Salary Ranges
Effective 07/04/2025
Page 62 of 152
RESOLUTION NO. EXHIBIT B
PAGE 15
Range 1 2 3 4 5 Position
M-39 Biweekly 3,208.99 3,369.44 3,537.91 3,714.80 3,900.54
Monthly 6,952.81 7,300.45 7,665.47 8,048.74 8,451.18
Annual 83,433.67 87,605.40 91,985.64 96,584.88 101,414.16
M-40 Biweekly 3,289.21 3,453.67 3,626.36 3,807.68 3,998.06
Monthly 7,126.63 7,482.96 7,857.11 8,249.97 8,662.47
Annual 85,519.52 89,795.52 94,285.32 98,999.64 103,949.64
M-41 Biweekly 3,371.44 3,540.01 3,717.01 3,902.87 4,098.01
Monthly 7,304.79 7,670.03 8,053.53 8,456.21 8,879.02
Annual 87,657.50 92,040.36 96,642.36 101,474.52 106,548.24
M-42 Biweekly 3,455.73 3,628.51 3,809.94 4,000.44 4,200.46
Monthly 7,487.41 7,861.78 8,254.87 8,667.61 9,100.99
Annual 89,848.94 94,341.36 99,058.44 104,011.32 109,211.88
M-43 Biweekly 3,542.12 3,719.23 3,905.19 4,100.45 4,305.48
Monthly 7,674.60 8,058.33 8,461.25 8,884.31 9,328.53
Annual 92,095.16 96,699.96 101,535.00 106,611.72 111,942.36
M-44 Biweekly 3,630.67 3,812.21 4,002.82 4,202.96 4,413.11 Management Analyst
Monthly 7,866.46 8,259.79 8,672.78 9,106.42 9,561.74
Annual 94,397.54 99,117.48 104,073.36 109,277.04 114,740.88
M-45 Biweekly 3,721.44 3,907.51 4,102.89 4,308.03 4,523.43
Monthly 8,063.12 8,466.28 8,889.59 9,334.07 9,800.77
Annual 96,757.48 101,595.36 106,675.08 112,008.84 117,609.24
M-46 Biweekly 3,814.48 4,005.20 4,205.46 4,415.74 4,636.52
Monthly 8,264.70 8,677.94 9,111.84 9,567.43 10,045.80
Annual 99,176.42 104,135.28 109,342.08 114,809.16 120,549.60
M-47 Biweekly 3,909.84 4,105.33 4,310.60 4,526.13 4,752.43 Public Works Manager
Monthly 8,471.32 8,894.89 9,339.63 9,806.61 10,296.94
Annual 101,655.83 106,738.68 112,075.56 117,679.32 123,563.28
M-48 Biweekly 4,007.59 4,207.97 4,418.36 4,639.28 4,871.25
Monthly 8,683.10 9,117.26 9,573.12 10,051.78 10,554.37
Annual 104,197.23 109,407.12 114,877.44 120,621.36 126,652.44
M-49 Biweekly 4,107.78 4,313.16 4,528.82 4,755.26 4,993.02 Capital Improvement Projects
Monthly 8,900.18 9,345.19 9,812.45 10,303.07 10,818.22 Manager
Annual 106,802.16 112,142.28 117,749.40 123,636.84 129,818.64
M-50 Biweekly 4,210.47 4,420.99 4,642.04 4,874.15 5,117.85 Planning Manager
Monthly 9,122.68 9,578.82 10,057.76 10,560.65 11,088.68 Utilities Manager
Annual 109,472.21 114,945.84 120,693.12 126,727.80 133,064.16
M-51 Biweekly 4,315.73 4,531.52 4,758.09 4,996.00 5,245.80 Building Official
Monthly 9,350.75 9,818.29 10,309.20 10,824.66 11,365.89 Director of Legis and Info Services
Annual 112,209.02 117,819.48 123,710.40 129,895.92 136,390.68 Director of Recreation Services
Information Technology Manager
M-52 Biweekly 4,423.62 4,644.81 4,877.05 5,120.90 5,376.95
Monthly 9,584.52 10,063.75 10,566.94 11,095.29 11,650.05
Annual 115,014.24 120,765.00 126,803.28 133,143.48 139,800.60
CITY OF ARROYO GRANDE
Management Salary Ranges
Effective 07/04/2025
Page 63 of 152
RESOLUTION NO. EXHIBIT B
PAGE 16
Range 1 2 3 4 5 Position
M-53 Biweekly 4,534.22 4,760.93 4,998.97 5,248.92 5,511.37 Finance Manager
Monthly 9,824.13 10,315.34 10,831.11 11,372.67 11,941.30
Annual 117,889.60 123,784.08 129,973.32 136,472.04 143,295.60
M-54 Biweekly 4,647.57 4,879.95 5,123.94 5,380.14 5,649.15 Human Resources Officer
Monthly 10,069.74 10,573.22 11,101.88 11,656.97 12,239.82
Annual 120,836.84 126,878.64 133,222.56 139,883.64 146,877.84
M-55 Biweekly 4,763.76 5,001.95 5,252.04 5,514.65 5,790.38
Monthly 10,321.48 10,837.55 11,379.43 11,948.40 12,545.82
Annual 123,857.76 130,050.60 136,553.16 143,380.80 150,549.84
M-56 Biweekly 4,882.85 5,127.00 5,383.34 5,652.51 5,935.14
Monthly 10,579.52 11,108.49 11,663.91 12,247.11 12,859.47
Annual 126,954.20 133,301.88 139,966.92 146,965.32 154,313.64
M-57 Biweekly 5,004.93 5,255.17 5,517.93 5,793.83 6,083.52
Monthly 10,844.00 11,386.20 11,955.51 12,553.29 13,180.95
Annual 130,128.06 136,634.40 143,466.12 150,639.48 158,171.40
M-58 Biweekly 5,130.05 5,386.55 5,655.88 5,938.67 6,235.61
Monthly 11,115.10 11,670.86 12,254.40 12,867.12 13,510.48
Annual 133,381.26 140,050.32 147,052.80 154,405.44 162,125.76
M-59 Biweekly 5,258.30 5,521.21 5,797.27 6,087.14 6,391.50 City Engineer
Monthly 11,392.98 11,962.63 12,560.76 13,188.80 13,848.24
Annual 136,715.79 143,551.56 150,729.12 158,265.60 166,178.88
M-60 Biweekly 5,389.76 5,659.25 5,942.21 6,239.32 6,551.29
Monthly 11,677.81 12,261.70 12,874.79 13,518.53 14,194.46
Annual 140,133.68 147,140.40 154,497.48 162,222.36 170,333.52
M-61 Biweekly 5,524.50 5,800.73 6,090.76 6,395.30 6,715.06
Monthly 11,969.75 12,568.24 13,196.65 13,856.48 14,549.30
Annual 143,637.03 150,818.88 158,359.80 166,277.76 174,591.60
M-62 Biweekly 5,662.61 5,945.75 6,243.03 6,555.18 6,882.95
Monthly 12,269.00 12,882.45 13,526.57 14,202.90 14,913.05
Annual 147,227.95 154,589.40 162,318.84 170,434.80 178,956.60
M-63 Biweekly 5,804.18 6,094.39 6,399.11 6,719.07 7,055.02 Police Commander
Monthly 12,575.72 13,204.51 13,864.74 14,557.98 15,285.88
Annual 150,908.65 158,454.12 166,376.88 174,695.76 183,430.56
M-64 Biweekly 5,949.28 6,246.75 6,559.08 6,887.04 7,231.39
Monthly 12,890.11 13,534.62 14,211.35 14,921.92 15,668.02
Annual 154,681.37 162,415.44 170,536.20 179,063.04 188,016.24
M-65 Biweekly 6,098.02 6,402.92 6,723.06 7,059.22 7,412.18
Monthly 13,212.37 13,872.99 14,566.64 15,294.97 16,059.72
Annual 158,548.40 166,475.88 174,799.68 183,539.64 192,716.64
M-66 Biweekly 6,250.47 6,562.99 6,891.14 7,235.70 7,597.48
Monthly 13,542.68 14,219.81 14,930.80 15,677.34 16,461.21
Annual 162,512.11 170,637.72 179,169.60 188,128.08 197,534.52
CITY OF ARROYO GRANDE
Management Salary Ranges
Effective 07/04/2025
Page 64 of 152
RESOLUTION NO. EXHIBIT B
PAGE 17
Range 1 2 3 4 5 Position
M-67 Biweekly 6,406.73 6,727.06 7,063.42 7,416.59 7,787.41
Monthly 13,881.24 14,575.30 15,304.07 16,069.27 16,872.73
Annual 166,574.91 174,903.60 183,648.84 192,831.24 202,472.76
M-68 Biweekly 6,566.90 6,895.24 7,240.00 7,602.00 7,982.10 Director of Administrative Services
Monthly 14,228.27 14,939.69 15,686.67 16,471.00 17,294.55 Director of Community Development
Annual 170,739.29 179,276.28 188,240.04 197,652.00 207,534.60 Director of Public Works
M-69 Biweekly 6,731.07 7,067.62 7,421.00 7,792.05 8,181.66
Monthly 14,583.98 15,313.18 16,078.84 16,882.78 17,726.92
Annual 175,007.77 183,758.16 192,946.08 202,593.36 212,723.04
M-70 Biweekly 6,899.34 7,244.31 7,606.53 7,986.85 8,386.20
Monthly 14,948.58 15,696.01 16,480.81 17,304.85 18,170.09
Annual 179,382.96 188,352.12 197,769.72 207,658.20 218,041.08
M-71 Biweekly 7,071.83 7,425.42 7,796.69 8,186.52 8,595.85
Monthly 15,322.29 16,088.41 16,892.83 17,737.47 18,624.34
Annual 183,867.54 193,060.92 202,713.96 212,849.64 223,492.08
M-72 Biweekly 7,248.62 7,611.06 7,991.61 8,391.19 8,810.75 Chief of Police
Monthly 15,705.35 16,490.62 17,315.15 18,180.91 19,089.96
Annual 188,464.23 197,887.44 207,781.80 218,170.92 229,079.52
M-73 Biweekly 7,429.84 7,801.33 8,191.40 8,600.97 9,031.02
Monthly 16,097.99 16,902.89 17,748.03 18,635.43 19,567.20
Annual 193,175.83 202,834.68 212,976.36 223,625.16 234,806.40
M-74 Biweekly 7,615.59 7,996.37 8,396.18 8,815.99 9,256.80 Assistant City Manager/Public Works
Monthly 16,500.44 17,325.46 18,191.73 19,101.32 20,056.39 Director
Annual 198,005.23 207,905.52 218,300.76 229,215.84 240,676.68
M-75 Biweekly 7,805.98 8,196.27 8,606.09 9,036.39 9,488.21
Monthly 16,912.95 17,758.59 18,646.52 19,578.85 20,557.79
Annual 202,955.36 213,103.08 223,758.24 234,946.20 246,693.48
M-76 Biweekly 8,001.12 8,401.18 8,821.24 9,262.30 9,725.42
Monthly 17,335.77 18,202.56 19,112.69 20,068.32 21,071.74
Annual 208,029.24 218,430.72 229,352.28 240,819.84 252,860.88
M-77 Biweekly 8,201.15 8,611.21 9,041.77 9,493.86 9,968.55
Monthly 17,769.16 18,657.62 19,590.50 20,570.03 21,598.53
Annual 213,229.97 223,891.44 235,086.00 246,840.36 259,182.36
M-78 Biweekly 8,406.18 8,826.49 9,267.81 9,731.20 10,217.76 City Manager
Monthly 18,213.39 19,124.06 20,080.26 21,084.27 22,138.48
Annual 218,560.72 229,488.72 240,963.12 253,011.24 265,661.76
CITY OF ARROYO GRANDE
Management Salary Ranges
Effective 07/04/2025
Page 65 of 152
RESOLUTION NO. EXHIBIT C
PAGE 18
Range 1 2 3 4 5 Position
M-25 Biweekly 2,350.57 2,468.10 2,591.51 2,721.09 2,857.14 Administrative Assistant
Monthly 5,092.91 5,347.56 5,614.94 5,895.69 6,190.47
Annual 61,114.92 64,170.72 67,379.28 70,748.28 74,285.64
M-26 Biweekly 2,409.34 2,529.80 2,656.29 2,789.11 2,928.56
Monthly 5,220.23 5,481.24 5,755.30 6,043.07 6,345.22
Annual 62,642.79 65,774.88 69,063.60 72,516.84 76,142.64
M-27 Biweekly 2,469.57 2,593.05 2,722.70 2,858.84 3,001.78
Monthly 5,350.74 5,618.28 5,899.19 6,194.15 6,503.86
Annual 64,208.86 67,419.36 70,790.28 74,329.80 78,046.32
M-28 Biweekly 2,531.31 2,657.88 2,790.77 2,930.31 3,076.82
Monthly 5,484.51 5,758.73 6,046.67 6,349.00 6,666.45
Annual 65,814.08 69,104.76 72,560.04 76,188.00 79,997.40
M-29 Biweekly 2,594.59 2,724.32 2,860.54 3,003.57 3,153.75
Monthly 5,621.62 5,902.70 6,197.84 6,507.73 6,833.12
Annual 67,459.44 70,832.40 74,374.08 78,092.76 81,997.44
M-30 Biweekly 2,659.46 2,792.43 2,932.05 3,078.66 3,232.59 Executive Assistant
Monthly 5,762.16 6,050.27 6,352.78 6,670.42 7,003.94
Annual 69,145.92 72,603.24 76,233.36 80,045.04 84,047.28
M-31 Biweekly 2,725.95 2,862.24 3,005.35 3,155.62 3,313.40
Monthly 5,906.21 6,201.52 6,511.60 6,837.18 7,179.04
Annual 70,874.57 74,418.24 78,139.20 82,046.16 86,148.48
M-32 Biweekly 2,794.09 2,933.80 3,080.49 3,234.51 3,396.24
Monthly 6,053.87 6,356.56 6,674.39 7,008.11 7,358.52
Annual 72,646.43 76,278.72 80,092.68 84,097.32 88,302.24
M-33 Biweekly 2,863.95 3,007.14 3,157.50 3,315.37 3,481.14
Monthly 6,205.22 6,515.48 6,841.25 7,183.31 7,542.48
Annual 74,462.60 78,185.76 82,095.00 86,199.72 90,509.76
M-34 Biweekly 2,935.54 3,082.32 3,236.44 3,398.26 3,568.17 Assistant Planner
Monthly 6,360.35 6,678.36 7,012.28 7,362.89 7,731.03
Annual 76,324.16 80,140.32 84,147.36 88,354.68 92,772.36
M-35 Biweekly 3,008.93 3,159.38 3,317.35 3,483.22 3,657.38
Monthly 6,519.36 6,845.32 7,187.59 7,546.97 7,924.32
Annual 78,232.26 82,143.84 86,251.08 90,563.64 95,091.84
M-36 Biweekly 3,084.16 3,238.37 3,400.28 3,570.30 3,748.81
Monthly 6,682.34 7,016.46 7,367.28 7,735.64 8,122.42
Annual 80,188.07 84,197.52 88,407.36 92,827.68 97,469.04
M-37 Biweekly 3,161.26 3,319.32 3,485.29 3,659.55 3,842.53 Deputy City Clerk/Communications
Monthly 6,849.40 7,191.87 7,551.46 7,929.03 8,325.48 Coordinator
Annual 82,192.77 86,302.44 90,617.52 95,148.36 99,905.76
M-38 Biweekly 3,240.29 3,402.30 3,572.42 3,751.04 3,938.59 Associate Planner
Monthly 7,020.63 7,371.66 7,740.24 8,127.25 8,533.61
Annual 84,247.59 88,459.92 92,882.88 97,527.00 102,403.32
CITY OF ARROYO GRANDE
Management Salary Ranges
Effective 07/03/2026
Page 66 of 152
RESOLUTION NO. EXHIBIT C
PAGE 19
Range 1 2 3 4 5 Position
M-39 Biweekly 3,321.30 3,487.37 3,661.74 3,844.82 4,037.06
Monthly 7,196.15 7,555.96 7,933.76 8,330.45 8,746.97
Annual 86,353.78 90,671.52 95,205.12 99,965.40 104,963.64
M-40 Biweekly 3,404.33 3,574.55 3,753.27 3,940.93 4,137.98
Monthly 7,376.05 7,744.85 8,132.09 8,538.69 8,965.62
Annual 88,512.63 92,938.20 97,585.08 102,464.28 107,587.44
M-41 Biweekly 3,489.44 3,663.91 3,847.11 4,039.46 4,241.44
Monthly 7,560.45 7,938.48 8,335.40 8,752.17 9,189.78
Annual 90,725.44 95,261.76 100,024.80 105,026.04 110,277.36
M-42 Biweekly 3,576.68 3,755.51 3,943.29 4,140.45 4,347.48
Monthly 7,749.46 8,136.94 8,543.79 8,970.98 9,419.53
Annual 92,993.58 97,643.28 102,525.48 107,651.76 113,034.36
M-43 Biweekly 3,666.09 3,849.40 4,041.87 4,243.96 4,456.16
Monthly 7,943.20 8,340.36 8,757.38 9,195.25 9,655.01
Annual 95,318.42 100,084.32 105,088.56 110,343.00 115,860.12
M-44 Biweekly 3,757.75 3,945.63 4,142.91 4,350.06 4,567.56 Management Analyst
Monthly 8,141.78 8,548.87 8,976.31 9,425.13 9,896.39
Annual 97,701.38 102,586.44 107,715.72 113,101.56 118,756.68
M-45 Biweekly 3,851.69 4,044.27 4,246.49 4,458.81 4,681.75
Monthly 8,345.33 8,762.59 9,200.72 9,660.76 10,143.80
Annual 100,143.91 105,151.08 110,408.64 115,929.12 121,725.60
M-46 Biweekly 3,947.98 4,145.38 4,352.65 4,570.28 4,798.80
Monthly 8,553.96 8,981.66 9,430.74 9,902.28 10,397.39
Annual 102,647.51 107,779.92 113,168.88 118,827.36 124,768.68
M-47 Biweekly 4,046.68 4,249.02 4,461.47 4,684.54 4,918.77 Public Works Manager
Monthly 8,767.81 9,206.20 9,666.51 10,149.84 10,657.33
Annual 105,213.70 110,474.40 115,998.12 121,798.08 127,887.96
M-48 Biweekly 4,147.85 4,355.24 4,573.00 4,801.65 5,041.74
Monthly 8,987.00 9,436.35 9,908.17 10,403.58 10,923.76
Annual 107,844.04 113,236.20 118,898.04 124,842.96 131,085.12
M-49 Biweekly 4,251.54 4,464.12 4,687.32 4,921.69 5,167.77 Capital Improvement Projects
Monthly 9,211.68 9,672.26 10,155.87 10,663.66 11,196.84 Manager
Annual 110,540.14 116,067.12 121,870.44 127,963.92 134,362.08
M-50 Biweekly 4,357.83 4,575.72 4,804.51 5,044.74 5,296.97 Planning Manager
Monthly 9,441.97 9,914.07 10,409.77 10,930.26 11,476.77 Utilities Manager
Annual 113,303.65 118,968.84 124,917.24 131,163.12 137,721.24
M-51 Biweekly 4,466.78 4,690.12 4,924.62 5,170.86 5,429.40 Building Official
Monthly 9,678.02 10,161.92 10,670.02 11,203.52 11,763.70 Director of Legis and Info Services
Annual 116,136.24 121,943.04 128,040.24 134,442.24 141,164.40 Director of Recreation Services
Information Technology Manager
M-52 Biweekly 4,578.45 4,807.37 5,047.74 5,300.13 5,565.13
Monthly 9,919.97 10,415.97 10,936.77 11,483.61 12,057.79
Annual 119,039.64 124,991.64 131,241.24 137,803.32 144,693.48
CITY OF ARROYO GRANDE
Management Salary Ranges
Effective 07/03/2026
Page 67 of 152
RESOLUTION NO. EXHIBIT C
PAGE 20
Range 1 2 3 4 5 Position
M-53 Biweekly 4,692.91 4,927.56 5,173.93 5,432.63 5,704.26 Finance Manager
Monthly 10,167.97 10,676.37 11,210.19 11,770.70 12,359.24
Annual 122,015.63 128,116.44 134,522.28 141,248.40 148,310.88
M-54 Biweekly 4,810.23 5,050.74 5,303.28 5,568.44 5,846.87 Human Resources Officer
Monthly 10,422.17 10,943.28 11,490.44 12,064.96 12,668.21
Annual 125,066.02 131,319.36 137,885.28 144,779.52 152,018.52
M-55 Biweekly 4,930.49 5,177.01 5,435.86 5,707.66 5,993.04
Monthly 10,682.72 11,216.86 11,777.70 12,366.59 12,984.92
Annual 128,192.67 134,602.32 141,332.40 148,399.08 155,819.04
M-56 Biweekly 5,053.75 5,306.44 5,571.76 5,850.35 6,142.86
Monthly 10,949.79 11,497.28 12,072.14 12,675.75 13,309.54
Annual 131,397.49 137,967.36 144,865.68 152,109.00 159,714.48
M-57 Biweekly 5,180.09 5,439.10 5,711.05 5,996.61 6,296.44
Monthly 11,223.54 11,784.71 12,373.95 12,992.65 13,642.28
Annual 134,682.43 141,416.52 148,487.40 155,911.80 163,707.36
M-58 Biweekly 5,309.60 5,575.08 5,853.83 6,146.52 6,453.85
Monthly 11,504.12 12,079.33 12,683.30 13,317.47 13,983.34
Annual 138,049.49 144,951.96 152,199.60 159,809.64 167,800.08
M-59 Biweekly 5,442.34 5,714.45 6,000.18 6,300.18 6,615.19 City Engineer
Monthly 11,791.73 12,381.31 13,000.38 13,650.40 14,332.92
Annual 141,500.73 148,575.72 156,004.56 163,804.80 171,995.04
M-60 Biweekly 5,578.39 5,857.32 6,150.18 6,457.69 6,780.57
Monthly 12,086.52 12,690.85 13,325.39 13,991.66 14,691.24
Annual 145,038.25 152,290.20 159,904.68 167,899.92 176,294.88
M-61 Biweekly 5,717.85 6,003.75 6,303.94 6,619.14 6,950.09
Monthly 12,388.68 13,008.12 13,658.53 14,341.46 15,058.53
Annual 148,664.20 156,097.44 163,902.36 172,097.52 180,702.36
M-62 Biweekly 5,860.80 6,153.84 6,461.53 6,784.61 7,123.84
Monthly 12,698.40 13,333.32 13,999.99 14,699.99 15,434.99
Annual 152,380.81 159,999.84 167,999.88 176,399.88 185,219.88
M-63 Biweekly 6,007.32 6,307.68 6,623.07 6,954.22 7,301.93 Police Commander
Monthly 13,015.86 13,666.65 14,349.98 15,067.48 15,820.85
Annual 156,190.33 163,999.80 172,199.76 180,809.76 189,850.20
M-64 Biweekly 6,157.50 6,465.38 6,788.65 7,128.08 7,484.49
Monthly 13,341.26 14,008.32 14,708.74 15,444.18 16,216.39
Annual 160,095.08 168,099.84 176,504.88 185,330.16 194,596.68
M-65 Biweekly 6,311.44 6,627.01 6,958.37 7,306.28 7,671.60
Monthly 13,674.79 14,358.53 15,076.46 15,830.28 16,621.79
Annual 164,097.46 172,302.36 180,917.52 189,963.36 199,461.48
M-66 Biweekly 6,469.23 6,792.69 7,132.32 7,488.94 7,863.38
Monthly 14,016.66 14,717.49 15,453.36 16,226.03 17,037.33
Annual 168,199.90 176,609.88 185,440.32 194,712.36 204,447.96
CITY OF ARROYO GRANDE
Management Salary Ranges
Effective 07/03/2026
Page 68 of 152
RESOLUTION NO. EXHIBIT C
PAGE 19
Range 1 2 3 4 5 Position
M-67 Biweekly 6,630.96 6,962.51 7,310.63 7,676.16 8,059.97
Monthly 14,367.07 15,085.43 15,839.70 16,631.69 17,463.27
Annual 172,404.90 181,025.16 190,076.40 199,580.28 209,559.24
M-68 Biweekly 6,796.73 7,136.57 7,493.40 7,868.06 8,261.46 Director of Administrative Services
Monthly 14,726.25 15,462.56 16,235.69 17,047.47 17,899.84 Director of Community Development
Annual 176,715.02 185,550.72 194,828.28 204,569.64 214,798.08 Director of Public Works
M-69 Biweekly 6,966.65 7,314.98 7,680.73 8,064.77 8,468.01
Monthly 15,094.41 15,849.13 16,641.59 17,473.67 18,347.35
Annual 181,132.89 190,189.56 199,699.08 209,684.04 220,168.20
M-70 Biweekly 7,140.82 7,497.86 7,872.75 8,266.39 8,679.71
Monthly 15,471.77 16,245.36 17,057.63 17,910.51 18,806.04
Annual 185,661.22 194,944.32 204,691.56 214,926.12 225,672.48
M-71 Biweekly 7,319.34 7,685.30 8,069.57 8,473.04 8,896.69
Monthly 15,858.56 16,651.49 17,484.06 18,358.26 19,276.17
Annual 190,302.75 199,817.88 209,808.72 220,299.12 231,314.04
M-72 Biweekly 7,502.32 7,877.44 8,271.31 8,684.88 9,119.12 Chief of Police
Monthly 16,255.03 17,067.78 17,921.17 18,817.23 19,758.09
Annual 195,060.31 204,813.36 215,054.04 225,806.76 237,097.08
M-73 Biweekly 7,689.88 8,074.37 8,478.09 8,901.99 9,347.09
Monthly 16,661.40 17,494.47 18,369.19 19,287.65 20,252.03
Annual 199,936.82 209,933.64 220,430.28 231,451.80 243,024.36
M-74 Biweekly 7,882.12 8,276.23 8,690.04 9,124.54 9,580.77 Assistant City Manager/Public Works
Monthly 17,077.94 17,931.83 18,828.42 19,769.84 20,758.33 Director
Annual 204,935.24 215,181.96 225,941.04 237,238.08 249,099.96
M-75 Biweekly 8,079.18 8,483.14 8,907.30 9,352.66 9,820.30
Monthly 17,504.89 18,380.13 19,299.14 20,264.10 21,277.31
Annual 210,058.62 220,561.56 231,589.68 243,169.20 255,327.72
M-76 Biweekly 8,281.16 8,695.21 9,129.97 9,586.47 10,065.79
Monthly 17,942.51 18,839.63 19,781.61 20,770.69 21,809.22
Annual 215,310.09 226,075.56 237,379.32 249,248.28 261,710.64
M-77 Biweekly 8,488.19 8,912.59 9,358.22 9,826.14 10,317.44
Monthly 18,391.07 19,310.62 20,276.15 21,289.96 22,354.46
Annual 220,692.84 231,727.44 243,313.80 255,479.52 268,253.52
M-78 Biweekly 8,700.39 9,135.41 9,592.18 10,071.79 10,575.38 City Manager
Monthly 18,850.85 19,793.39 20,783.06 21,822.21 22,913.32
Annual 226,210.16 237,520.68 249,396.72 261,866.52 274,959.84
CITY OF ARROYO GRANDE
Management Salary Ranges
Effective 07/03/2026
Page 69 of 152
ATTACHMENT 2
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ARROYO GRANDE ADOPTING COMPENSATION
ADJUSTMENTS FOR PART-TIME EMPLOYEES
WHEREAS, the City Council of the City of Arroyo Grande (“City”) deems it in the best
interest of the City and in order to ensure compliance with State law, that compensation
for part-time employees be adjusted as hereinafter provided .
WHEREAS, the City Council finds the adoption of this Resolution is not a project subject
to the California Environmental Quality Act (“CEQA”) because it has no potential to result
in either a direct, or reasonable foreseeable indirect, physical change in the environment.
(State CEQA Guidelines §§ 15060, subd. (b)(2)-(3), 15378.)
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Arroyo Grande
that:
1. Salary ranges for part-time employee classifications shall be adjusted as designated
in Exhibit “A” attached hereto and incorporated herein by this reference, to be effective
for the pay period beginning July 4, 2025.
2. All other part-time employee salary and benefit terms and conditions remain in full
force and effect.
3. The Citywide Combined Salary Schedule as designated in Exhibit “B”, attached hereto
and incorporated herein by this reference, to be effective July 4, 2025, reflecting the
above described changes is hereby adopted.
On motion of Council Member , seconded by Council Member
, and on the following roll call vote, to wit:
AYES:
NOES:
ABSENT:
the foregoing Resolution was passed and adopted this 10th day of June, 2025.
Page 70 of 152
RESOLUTION NO.
PAGE 2
CAREN RAY RUSSOM, MAYOR
ATTEST:
JESSICA MATSON, CITY CLERK
APPROVED AS TO CONTENT:
MATTHEW DOWNING, CITY MANAGER
APPROVED AS TO FORM:
ISAAC ROSEN, CITY ATTORNEY
Page 71 of 152
RESOLUTION NO. EXHIBIT A
PAGE 3
City of Arroyo Grande
Part-Time Salary Schedule
Effective 07/04/2025
Page 72 of 152
RESOLUTION NO. EXHIBIT B
PAGE 4
City of Arroyo Grande
Combined Salary Schedule
Effective 07/04/2025
GROUP: SEIU
Position 1 2 3 4 5
Office Assistant I Biweekly 1,779.38 1,868.35 1,961.77 2,059.86 2,162.85
Monthly 3,855.33 4,048.10 4,250.50 4,463.03 4,686.18
Annual 46,264.00 48,577.20 51,006.06 53,556.36 56,234.18
Accounting Clerk I Biweekly 1,823.87 1,915.06 2,010.82 2,111.36 2,216.92
Monthly 3,951.72 4,149.30 4,356.77 4,574.61 4,803.34
Annual 47,420.60 49,791.63 52,281.21 54,895.27 57,640.03
Maintenance Worker I Biweekly 1,916.20 2,012.01 2,112.61 2,218.24 2,329.16
Monthly 4,151.77 4,359.36 4,577.33 4,806.20 5,046.50
Annual 49,821.27 52,312.33 54,927.94 57,674.34 60,558.06
Office Assistant II Biweekly 1,964.11 2,062.31 2,165.43 2,273.70 2,387.39
Monthly 4,255.57 4,468.34 4,691.76 4,926.35 5,172.67
Annual 51,066.80 53,620.14 56,301.14 59,116.20 62,072.01
Accounting Clerk II Biweekly 2,115.13 2,220.89 2,331.93 2,448.53 2,570.95
Maintenance Worker II Monthly 4,582.78 4,811.92 5,052.51 5,305.14 5,570.40
Neighborhood Services Tech.Annual 54,993.35 57,743.02 60,630.17 63,661.68 66,844.77
Administrative Secretary Biweekly 2,334.71 2,451.44 2,574.01 2,702.71 2,837.85
Monthly 5,058.53 5,311.46 5,577.03 5,855.88 6,148.68
Annual 60,702.37 63,737.49 66,924.37 70,270.59 73,784.11
Senior Accounting Clerk Biweekly 2,393.07 2,512.73 2,638.36 2,770.28 2,908.80
Building Permit Tech.Monthly 5,184.99 5,444.24 5,716.46 6,002.28 6,302.39
Plan/Engineer Permit Tech Annual 62,219.93 65,330.93 68,597.48 72,027.35 75,628.72
Sports Facility Coord.
Recreation Coordinator
Maintenance Worker III
Water Services Worker Biweekly 2,514.22 2,639.93 2,771.93 2,910.53 3,056.05
Monthly 5,447.48 5,719.86 6,005.85 6,306.14 6,621.45
Annual 65,369.82 68,638.31 72,070.22 75,673.73 79,457.42
Fleet Maint. Coordinator Biweekly 2,641.51 2,773.58 2,912.26 3,057.87 3,210.77
Community Services Specialist Monthly 5,723.26 6,009.43 6,309.90 6,625.39 6,956.66
Annual 68,679.16 72,113.12 75,718.78 79,504.72 83,479.95
Public Works Lead Worker Biweekly 2,707.54 2,842.92 2,985.07 3,134.32 3,291.04
Parks Lead Worker Monthly 5,866.35 6,159.66 6,467.65 6,791.03 7,130.58
Annual 70,396.14 73,915.95 77,611.75 81,492.34 85,566.95
Page 73 of 152
RESOLUTION NO.
PAGE 5
GROUP: SEIU
Position 1 2 3 4 5
GIS Technician Biweekly 2,915.73 3,061.52 3,214.59 3,375.32 3,544.09
Monthly 6,317.41 6,633.28 6,964.95 7,313.19 7,678.85
Annual 75,808.95 79,599.39 83,579.36 87,758.33 92,146.25
Recreation Supervisor Biweekly 2,988.62 3,138.05 3,294.96 3,459.70 3,632.69
Streets Maintenance Supervisor Monthly 6,475.35 6,799.11 7,139.07 7,496.02 7,870.83
Parks, Tree & Landscape Supervisor Annual 77,704.17 81,589.38 85,668.85 89,952.29 94,449.90
Utilities/Water & Sewer System Supervisor
Soto Sports Complex Maint. & Coord. Supervisor
IT Specialist Biweekly 3,218.42 3,379.34 3,548.31 3,725.72 3,912.01
Assistant Engineer Monthly 6,973.24 7,321.90 7,688.00 8,072.40 8,476.02
Engineering Inspector Annual 83,678.89 87,862.84 92,255.98 96,868.78 101,712.22
Program Analyst
Citywide Fleet Coordinator
Associate Engineer Biweekly 3,641.35 3,823.41 4,014.58 4,215.31 4,426.08
Monthly 7,889.58 8,284.06 8,698.26 9,133.18 9,589.84
Annual 94,674.99 99,408.74 104,379.17 109,598.13 115,078.04
Senior Engineer Biweekly 3,921.33 4,117.40 4,323.27 4,539.43 4,766.40
Monthly 8,496.22 8,921.03 9,367.08 9,835.43 10,327.20
Annual 101,954.61 107,052.34 112,404.95 118,025.20 123,926.46
Page 74 of 152
RESOLUTION NO.
PAGE 6
Page 75 of 152
RESOLUTION NO.
PAGE 7
GROUP: FCFA IAFF
Position 1 2 3 4 5
Fire Fighter Biweekly 3,046 3,198 3,358 3,526 3,702
Monthly 6,600 6,930 7,276 7,640 8,022
Annual 79,200 83,160 87,312 91,680 96,264
Fire Engineer Biweekly 3,362 3,530 3,707 3,892 4,087
Monthly 7,285 7,649 8,032 8,433 8,855
Annual 87,420 91,788 96,384 101,196 106,260
Fire Captain Biweekly 3,804 3,994 4,194 4,404 4,624
Monthly 8,242 8,654 9,087 9,542 10,019
Annual 98,904 103,848 109,044 114,504 120,228
GROUP: FCFA MANAGEMENT
Position LOW MID HIGH
Administrative Operations Manager/Biweekly 3,685 4,083 4,481
Clerk to the Board Monthly 7,984 8,846 9,709
Annual 95,802 106,154 116,505
Battalion Chief Biweekly 5,651 6,260 6,870
Monthly 12,244 13,564 14,885
Annual 146,923 162,769 178,614
Fire Chief Biweekly 6,655 7,373 8,092
Monthly 14,419 15,976 17,533
Annual 173,028 191,710 210,392
Page 76 of 152
RESOLUTION NO.
PAGE 8
GROUP: MANAGEMENT
Position 1 2 3 4 5
Administrative Assistant Biweekly 2,271.09 2,384.64 2,503.87 2,629.07 2,760.52
Monthly 4,920.69 5,166.72 5,425.06 5,696.31 5,981.13
Annual 59,048.28 62,000.64 65,100.72 68,355.72 71,773.56
Executive Assistant Biweekly 2,569.53 2,698.00 2,832.90 2,974.55 3,123.27
Monthly 5,567.31 5,845.67 6,137.95 6,444.85 6,767.09
Annual 66,807.71 70,148.04 73,655.40 77,338.20 81,205.08
Assistant Planner Biweekly 2,836.28 2,978.09 3,127.00 3,283.35 3,447.52
Monthly 6,145.27 6,452.53 6,775.16 7,113.92 7,469.62
Annual 73,743.21 77,430.36 81,301.92 85,367.04 89,635.44
Deputy City Clerk/ Biweekly 3,054.36 3,207.08 3,367.43 3,535.80 3,712.60
Communications Coordinator Monthly 6,617.78 6,948.67 7,296.10 7,660.91 8,043.96
Annual 79,413.37 83,384.04 87,553.20 91,930.92 96,527.52
Associate Planner Biweekly 3,130.72 3,287.26 3,451.62 3,624.20 3,805.41
Monthly 6,783.23 7,122.39 7,478.51 7,852.44 8,245.06
Annual 81,398.71 85,468.68 89,742.12 94,229.28 98,940.72
Management Analyst Biweekly 3,630.67 3,812.21 4,002.82 4,202.96 4,413.11
Monthly 7,866.46 8,259.79 8,672.78 9,106.42 9,561.74
Annual 94,397.54 99,117.48 104,073.36 109,277.04 114,740.88
Public Works Manager Biweekly 3,909.84 4,105.33 4,310.60 4,526.13 4,752.43
Monthly 8,471.32 8,894.89 9,339.63 9,806.61 10,296.94
Annual 101,655.83 106,738.68 112,075.56 117,679.32 123,563.28
Capital Improvement Projects Biweekly 4,107.78 4,313.16 4,528.82 4,755.26 4,993.02
Manager Monthly 8,900.18 9,345.19 9,812.45 10,303.07 10,818.22
Annual 106,802.16 112,142.28 117,749.40 123,636.84 129,818.64
Planning Manager Biweekly 4,210.47 4,420.99 4,642.04 4,874.15 5,117.85
Utilities Manager Monthly 9,122.68 9,578.82 10,057.76 10,560.65 11,088.68
Annual 109,472.21 114,945.84 120,693.12 126,727.80 133,064.16
Page 77 of 152
RESOLUTION NO.
PAGE 9
GROUP: MANAGEMENT
Position 1 2 3 4 5
Building Official Biweekly 4,315.73 4,531.52 4,758.09 4,996.00 5,245.80
Dir of Legis and Info Services Monthly 9,350.75 9,818.29 10,309.20 10,824.66 11,365.89
Dir of Recreation Services Annual 112,209.02 117,819.48 123,710.40 129,895.92 136,390.68
Information Technology Mgr
Finance Manager Biweekly 4,534.22 4,760.93 4,998.97 5,248.92 5,511.37
Monthly 9,824.13 10,315.34 10,831.11 11,372.67 11,941.30
Annual 117,889.60 123,784.08 129,973.32 136,472.04 143,295.60
Human Resources Officer Biweekly 4,647.57 4,879.95 5,123.94 5,380.14 5,649.15
Monthly 10,069.74 10,573.22 11,101.88 11,656.97 12,239.82
Annual 120,836.84 126,878.64 133,222.56 139,883.64 146,877.84
City Engineer Biweekly 5,258.30 5,521.21 5,797.27 6,087.14 6,391.50
Monthly 11,392.98 11,962.63 12,560.76 13,188.80 13,848.24
Annual 136,715.79 143,551.56 150,729.12 158,265.60 166,178.88
Police Commander Biweekly 5,804.18 6,094.39 6,399.11 6,719.07 7,055.02
Monthly 12,575.72 13,204.51 13,864.74 14,557.98 15,285.88
Annual 150,908.65 158,454.12 166,376.88 174,695.76 183,430.56
Director of Public Works Biweekly 6,566.90 6,895.24 7,240.00 7,602.00 7,982.10
Dir of Administrative Services Monthly 14,228.27 14,939.69 15,686.67 16,471.00 17,294.55
Dir of Community Develop Annual 170,739.29 179,276.28 188,240.04 197,652.00 207,534.60
Chief of Police Biweekly 7,248.62 7,611.06 7,991.61 8,391.19 8,810.75
Monthly 15,705.35 16,490.62 17,315.15 18,180.91 19,089.96
Annual 188,464.23 197,887.44 207,781.80 218,170.92 229,079.52
Assistant City Manager/Public Biweekly 7,615.59 7,996.37 8,396.18 8,815.99 9,256.80
Works Director Monthly 16,500.44 17,325.46 18,191.73 19,101.32 20,056.39
Annual 198,005.23 207,905.52 218,300.76 229,215.84 240,676.68
City Manager Biweekly 8,406.18 8,826.49 9,267.81 9,731.20 10,217.76
Monthly 18,213.39 19,124.06 20,080.26 21,084.27 22,138.48
Annual 218,560.72 229,488.72 240,963.12 253,011.24 265,661.76
Page 78 of 152
RESOLUTION NO.
PAGE 10
Page 79 of 152
ATTACHMENT 3
City of Arroyo Grande
Engineering Technician
Salary Range: 26
Bargaining Unit: SEIU
Established Date July 1, 2025
Description
To perform a variety of highly responsible manual, analytical, technical and
administrative duties within the Engineering Division of the Public Works Department;
inspect City and private development projects for general compliance with plans,
specifications, codes, conditions of approval and other local, State and Federal
requirements.
DISTINGUISHING CHARACTERISTICS
This class is distinguished by requiring the use of basic administrative and technical
skills relative to the Public Works Department; assisting with the implementation of City
projects; and providing support as needed to the Engineering Division staff regarding
data gathering, design, construction, and inspection. Work is characterized by providing
support to staff as needed to further Public Works Department goals relating to City
infrastructure.
SUPERVISION RECEIVED AND EXERCISED
Receives general direction from the City Engineer.
Essential Function Statements
The following tasks are typical for positions in this classification. Any single position may
not perform all of these tasks and/or may perform similar related tasks not listed here:
Essential Functions:
1. Staff the front desk for the Public Works Department when needed, assist the
general public; answer questions and provide information; respond to telephone
inquiries; review plans and other engineering documents to verify accuracy and
completeness of information.
2. Interpret and explain to the public the Department's policies and procedures, as
well as City engineering related regulations, construction codes and the City
engineering standards.
Page 80 of 152
ATTACHMENT 3
3. Check plans of a minor nature for compliance with applicable State and City
policies and standards, including but not limited to the California Building Codes; City
Ordinances, Standards and Development Codes; State energy requirements and
handicapped accessibility standards.
4. Calculate engineering and planning and other related fees based on established
fee schedules; perform first level review of incoming construction documents for
completeness; use architectural and engineering scales to calculate building
dimensions and areas; determine setbacks and fire sprinkler and alarm requirements.
5. Schedule and record daily field inspections.
6. Monitor approval of plans by all City departments and other regulatory agencies;
coordinate payment of fees and issue permits.
7. Assist in maintaining Public Works software and databases, including
Streetsaver, Geographical Information Systems (GIS), and Supervisory Control and
Data Acquisition (SCADA), including data entry, data extraction, and report writing.
8. Provide administrative support for other Public Works staff.
9. Respond to public inquiries in a courteous manner; provide information within the
area of assignment; resolve complaints in an efficient and timely manner.
10. Respond and perform assigned duties in the event of a City declared emergency.
11 . Attend training classes and meetings as required.
12. Perform related duties and responsibilities as required.
Qualifications
Knowledge of:
Engineering Division policies and procedures.
General construction practices, methods and terminology.
Mathematical skills to calculate dimensions.
Modern office procedures, methods and equipment including computers and
supporting applications. Principles and procedures of record keeping.
Pertinent Federal, State and local laws, codes and regulations.
Page 81 of 152
ATTACHMENT 3
Ability to:
Read and understand construction documents. Use architectural and
engineering scales.
Perform field inspections.
Research, collect and analyze data. Prepare clear and concise reports.
Operate equipment including computers, copiers, calculators and supporting
applications.
Establish and maintain effective and cooperative working relationships with those
contacted in the course of work including the general public.
Communicate clearly and concisely, both orally and in writing. Follow written
and verbal direction.
Respond to requests and inquiries from the general public.
Work independently in the absence of supervision and as part of a team.
Maintain effective audio-visual discrimination and perception needed for making
observations, communicating with others, reading, writing and operation of
assigned equipment.
Maintain physical condition appropriate to the performance of assigned duties
and responsibilities.
Experience and Training Guidelines
Any combination of experience and training that would likely provide the required
knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities
would be:
Experience:
Three years administrative and/or technical support experience, at least one year of
which includes specialized engineering, planning or construction support
responsibilities, processing engineering or planning plans and applications for
engineering or planning permits. Two years of increasingly responsible experience in a
customer service environment, preferably in a public agency.
Training:
Equivalent to the completion of the twelfth grade supplemented by college level course
work and/or specialized training in engineering industry practices or a related field.
License or Certificate:
Possession of a valid California driver's license will be required at the time of
appointment and must be maintained throughout employment.
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WORKING CONDITIONS
Environmental Conditions:
Office and field environment; travel from site to site; exposure to computer screens;
extensive contact with the general public in a customer service environment; occasional
exposure to noise, dust and inclement weather conditions.
Physical Conditions:
Must possess mobility to work in a standard office setting and to use standard office
equipment, including a computer. Visual acuity to read written materials, a computer
screen, and planning or engineering plans and operate motorized equipment and
vehicles; hearing and speech to communicate in person and over the telephone; finger
dexterity to access, enter, and retrieve data using a computer keyboard and to operate
standard office equipment. Must possess the ability to sit, stand or walk for extended
periods of time, occasionally walk on slippery or uneven surfaces or slopes, bend,
stoop, kneel, reach, as well as lift, carry, push, pull materials and objects up to 25
pounds.
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City of Arroyo Grande
Records and Property Supervisor
Salary Range: 29
Bargaining Unit: POA
Established Date July 1, 2025
Description
Performs supervisory duties over non-sworn personnel and a variety of general
administrative, clerical, technical and customer service duties; to process, distribute, file
and maintain police records and reports; to assist in office support duties and perform
related tasks as assigned; performs a variety of general customer service and technical
tasks associated with the tracking, handling and safekeeping of evidence and found
property for the Police Department; provides a variety of forensic services related to
crime scene investigation, forensic science, and photography; performs related work as
required.
Supervision Received and Exercised
Receives general supervision from the Police Commander.
Exercises direct, reasonable, and appropriate supervision over non-sworn staff.
Essential Function Statements
1. Plan, prioritize, assign, supervise and review the work of non-sworn staff involved
in the performance and delivery of all aspects of Police Department services.
2. Evaluate and direct subordinate non-sworn staff with appropriate detailed and
accurate documentation to identify work performance that exemplifies and/or
hinders superior work performance; work with subordinate staff by initiating and
following through with performance improvement plans/steps to correct
deficiencies or substandard work performance; work with subordinate staff to
achieve maximum work effectiveness and productivity for the individual and the
organization.
3. Set a positive example for the organization by actions, conduct and appearance;
appropriately recognize exemplary work performance; address substandard work
performance with candor and objectivity.
4. Responsible for compliance with regulations, policies and procedures of
subordinates as well as himself/herself.
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5. Issue clear, concise, definite, and legally proper orders and directives to
subordinate(s) that are not in violation of Police Department or City regulations,
policies and procedures; ensure that the order or directive is appropriately carried
out by the designated subordinate(s).
6. Performs a variety of customer services functions applicable to Police records
release and maintenance, including receiving, responding to, and entering
requests for police reports.
7. Coordinates the destruction of police records in accordance with departmental and
City policy and state and federal mandates
8. Acts as system coordinator for RMS, Crossroads, CLETS, CJIS, CCPOR,
CalPhoto, iSubpoena and any other systems as directed by the Chief of Police.
Acts as point of contact for DOJ, for completion of mandated state audits.
9. Oversees the scheduling and destruction; submitting letters of destruction through
the Chief of Police, City Clerk and City Attorney of all Police related items in
accordance with the City Records Retention schedule.
10. Enters a variety of data and reporting into complex departmental and State
computer application systems with a high degree of accuracy.
11. Provides general information regarding department policies, procedures, and
regulations, including responding appropriately to requests for information, and
requests for service in person and by telephone, and coordinating work with other
City departments.
12. Performs a variety of duties, including answering and directing telephone calls,
preparing court packages and processing restraining orders; sorts, files, copies,
and distributes a variety of documents within the specific area of assignment as
appropriate within legal and Police Department standards.
13. Perform related duties and responsibilities as required by the Police Chief, Police
Commander, to meet the needs of the Police Department and the community.
14. Accept responsibility and exercise reasonably approp riate discretion in matters not
specifically defined or described in the Police Department regulations, policies,
procedures, and job description.
15. Process arrest reports and monthly state and City reports as required.
16. Receive and maintain financial accountability for money received for a wide variety
of Police Department services.
17. Receives property and evidence, documents the receipt, maintains the physical
integrity and control and chain of custody, and physically stores property and
evidence in the designated property and evidence storage.
18. Prepares evidence for submittal to outside agencies or laboratories for analysis,
including packaging, securing, and preserving evidence items, preparing .required
forms, and submitting forms with evidence to laboratory.
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19. Coordinates with crime laboratories; determines and justifies which evidence to
refer; prepares and transports evidence including weapons, narcotics, and
biological specimens for analysis and processing by others.
20. Releases and purges property and evidence following appropriate Federal, State
and local laws and regulation; prepares evidence and property for auction and/or
disposal upon completion of court proceedings.
21. Release property to the public, prepare the proper paperwork and prepares
evidence for release; completes the necessary reports and documentation of the
release.
22. Acts as liaison to the court and other offices requiring the transmission of property
and evidence; prepares evidence for officers and investigators for court
proceedings; maintains records and tracks such actions and may be called to
testify in court.
23. Perform other duties as assigned.
Qualifications
Knowledge of:
Methods and techniques of effective customer service on the telephone and in
person.
Relevant laws, rules and regulations governing the release of information contained
in police reports. Principles and procedures of record keeping and data retrieval.
Modern office procedures, methods and equipment including computers and
supporting word processing applications.
Basic verbal and written English language and grammar to be able to reasonably
communicate information with the public and/or complete relevant written
documentation required by job activities.
Relevant federal, state and local laws, codes and regulations.
Basic functions, principles and practices of law enforcement agencies including
crime scene investigations and evidence retention practices and regulations.
Current forensic methods and techniques used in the collection, analysis, evaluation,
preservation, and presentation of physical and fingerprint evidence.
Occupational Health and Safety Administration (OSHA) requirements for handling
and disposing of evidence with bloodborne pathogens, infectious diseases, and
other related body fluid contamination.
Business letter writing and the standard format for reports and correspondence.
Techniques for evidence processing and chain of evidence procedures.
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Ability to:
Plan, organize, supervise and coordinate the work of subordinate staff in providing
and performing police services.
Identify and respond appropriately to sensitive community and organizational issues,
concerns and needs.
Supervise, train, professionally develop and evaluate staff. Delegate authority and
responsibility effectively
Analyze problems, identify alternative solutions, project consequences of proposed
actions and implement recommendations and effective courses of action in support
of Police Department goals.
Interpret, explain and apply federal, state and local laws and Police Department
policies, procedures and regulations.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the
course of work.
Maintain physical condition appropriate to the performance of assigned duties and
responsibilities.
Experience and Training Guidelines
Experience:
Four (4) years of combined law enforcement experience in a Records Department
and/or Property and Evidence Department.
Training:
Equivalent to the completion of the twelfth (12th) grade, e.g. high school diploma
or a GED.
An Associate of Arts or an Associate of Sciences and/or a Bachelor of Arts or a
Bachelor of Sciences degree from an accredited college or university with major
course work in criminal justice, police science or a job-related field is highly
desirable.
License and Certificate:
Possession of, or ability to obtain, and maintain a valid California driver's license.
Possession of, or ability to obtain, a valid California Peace Officer Standards and
Training (POST) Commission Records Clerk certificate within one year of
employment.
Possession of, or ability to obtain, a valid California Peace Officer Standards and
Training (POST) Commission Evidence and Property Function Management
certificate within one year of employment.
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Possession of, or ability to obtain, a valid California Peace Officer Standards and
Training (POST) Commission Supervisor certificate within one year of
employment.
Working Conditions
Environmental Conditions:
Employees work in an office environment with moderate noise levels, controlled
temperature conditions and direct exposure to hazardous physical substances.
Employees may interact with upset staff and/or public and private representatives in
interpreting and enforcing departmental policies and procedures. The principal duties
for this position are performed in a police station environment with exposure to criminal
offenders, mentally ill individuals and persons potentially infected with communicable
diseases.
Physical Conditions:
Must possess mobility to work in a standard office setting and to use standard office
equipment, including a computer, vision to read written materials, a computer screen,
and examine evidence; color vision to distinguish between evidence and property
characteristics; and hearing and speech to communicate in person and over the
telephone and/or radio. This is primarily a sedentary office classification that requires
extended periods of time sitting, standing in and walking between work areas may also
be required. Finger dexterity is needed to access, enter, and retrieve data using a
computer keyboard or calculator and to operate standard office equipment. Must
possess the ability to occasionally bend, stoop, kneel, reach, as well as lift, carry, push,
pull materials and objects up to 75 pounds and heavier with the use of proper
equipment.
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