HomeMy WebLinkAboutR 2025-036
RESOLUTION NO. 2025-036
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 and 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 management
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.
RESOLUTION NO. 2025-036
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.
RESOLUTION NO. 2025-036
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 in dividual 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.
RESOLUTION NO. 2025-036
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 life 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 Disability 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.
RESOLUTION NO. 2025-036
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 employees hired on
or after January 1, 2013 who are not CalPERS “Classic” employees
and are not eligible for reciprocity. Sworn employees unde r 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.
RESOLUTION NO. 2025-036
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 following
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;
RESOLUTION NO. 2025-036
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 particu lar 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.
RESOLUTION NO. 2025-036
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, the 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.
RESOLUTION NO. 2025-036
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, Director 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.
RESOLUTION NO. 2025-036
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.
RESOLUTION NO. 2025-036
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 Loe, seconded by Council Member Guthrie, and on the
following roll call vote, to wit:
AYES: Council Members Loe, Guthrie, Maraviglia, and Secrest
NOES: None
ABSENT: Mayor Ray Russom
the foregoing Resolution was passed and adopted this 10th day of June, 2025.
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
RESOLUTION NO. 2025-036
PAGE 12
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
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
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
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
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
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
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
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
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
OFFICIAL CERTIFICATION
I, JESSICA MATSON, City Clerk of the City of Arroyo Grande, County of San Luis
Obispo, State of California, do hereby certify under penalty of perjury, that the
attached Resolution No. 2025-036 was passed and adopted at a regular meeting
of the City Council of the City of Arroyo Grande on the 10th day of June, 2025.
WITNESS my hand and the Seal of the City of Arroyo Grande affixed this 12th day
of June, 2025.
JESSICA MATSON, CITY CLERK