R 5300 RESOLUTION NO. 5300
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
OF ARROYO GRANDE ESTABLISHING WAGES AND
BENEFITS FOR MANAGEMENT EMPLOYEES FOR
FISCAL YEARS 2023-24
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, the City Council has established a system of compensation for the
classification titles listed herein, based on resolutions and agreements as approved
and adopted by the City Council; and
WHEREAS,the City Council deems it in the best interest of the City that compensation
for management employees be adjusted as hereinafter provided; and
WHEREAS, the City Council finds the adoption of this 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 reasonably 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:
SECTION 1. AFFECTED EMPLOYEES
The wages and benefits set forth herein are to be provided to all management
employees listed in Exhibit A.
SECTION 2. WAGES
A. FISCAL YEAR 2023-24
The salary ranges contained in Exhibit "A" reflects a 3.5% salary increase for
all positions effective July 7, 2023.
SECTION 3. DEFERRED COMPENSATION
The City shall contribute $600 per year to management employees and $1,200 to
department directors 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.
RESOLUTION NO. 5300
PAGE 2
SECTION 4. HEALTH PLAN BENEFITS
1. 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 CaIPERS 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, 2023 through November 30, 2023, the monthly flex dollar allowance
shall be:
For employee only: $ 754.54
For employee plus one dependent: $1,422.78
For employee + 2 or more dependents: $1,833.06
3. Effective December 2023, for the January 2024 premium, the City's
total Cafeteria Plan contribution for the plan shall be modified by an
amount equal to fifty percent (50%) of the increase for the lowest cost
HMO plan offered by CaIPERS in San Luis Obispo County, up to a
maximum of 5% 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.
4. 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 (taxable income), deposit it into their 457 plan, or use it 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.
5. 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 CaIPERS
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
RESOLUTION NO. 5300
PAGE 3
the basic PPO plan available to the City by the existing medical plan
provider.
2. The City shall maintain health benefits through CaIPERS for calendar
years 2023.
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 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.
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.
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 makeavailable 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.
SECTION 7. RETIREMENT
A. PERS Retirement Contributions
1. G.C. Section 21354.4. The CaIPERS 2.5% at Age 55 Retirement Plan
shall be provided for non-sworn employees hired prior to December 21,
RESOLUTION NO. 5300
PAGE 4
2012. Non-sworn employees under this plan shall pay the full eight
percent (8%) of the employee share of CaIPERS.
2. G.C. Section 21354. The CaIPERS 2.0% at Age 55 Retirement Plan
shall be provided for non-sworn employees hired between December
21, 2012 and December•31, 2012, CaIPERS "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 CaIPERS.
3. G.C. Section 7522.20. The CaIPERS 2% @ 62 Retirement Plan shall
be provided for new non-sworn employees hired on or after January 1,
2013 who are not CaIPERS "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 6.25%) of the employee
share of CaIPERS.
4. G.C. Section 21362.2. The CaIPERS 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 CaIPERS.
5. G.C. Section 21363.1. The CaIPERS Public Safety Officer 3% @ 55
Retirement Plan shall be provided for sworn employees hired between
December 9, 2011 and December 31, 2012, CaIPERS "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
CaIPERS.
6. G.C. Section 7522.25. The CaIPERS 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 CaIPERS "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 11.5%) of
the employee share of CaIPERS.
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
RESOLUTION NO. 5300
PAGE 5
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 CaIPERS or reciprocal
agencies.
B. Retiree Medical
1. Employees who separate and retire within 120 days from City service
shall be allowed to purchase medical insurance 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 CaIPERS on an annual basis. The
City's contribution shall be adjusted annually by the CaIPERS Board to
reflect any change in the medical care component of the Consumer
Price Index, provided that the City is participating in the CaIPERS
Health Plan.
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.
The supplemental contribution shall be equal to the difference between
the minimum contribution amount established by CaIPERS 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
RESOLUTION NO. 5300
PAGE 6
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;
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.
5. New full-time management employees shall be granted fifty-six (56)
hours of Annual Leave upon hiring. However, additional Annual Leave
shall not be accumulated until after completion of three (3) months of
continuous service. If a new management employee terminates during
the first three months of employment, the Annual Leave balance shall
reflect the actual amount that would have been accumulated at the
established rate per pay period, less any usage. If the employee's
usage of Annual Leave exceeds the adjusted accumulation amount,
the employee shall refund the excess amount used. The refund to the
City shall be equal to excess hours used times the employee's hourly
salary compensation rate.
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.
RESOLUTION NO. 5300
PAGE 7
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.
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 to 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.
RESOLUTION NO. 5300
PAGE 8
G. Conversion of Sick leave and Vacation leave to Annual leave;
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.
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
Lincoln's Birthday, February 12 (or day of observance)
Washington's Birthday, third Monday of February
Memorial Day, the last Monday in May
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.
RESOLUTION NO. 5300
PAGE 9
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.
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. 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.
RESOLUTION NO. 5300
PAGE 10
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.
On motion of Council Member George, seconded by Council Member Secrest, and on
the following roll call vote, to wit:
AYES: Council Members George, Secrest, Guthrie, Bameich, and Mayor Ray Russom
NOES: None
ABSENT: None
the foregoing Resolution was passed and adopted this 27th day of June, 2023.
RESOLUTION NO.
PAGE 11
b
7
CAR RAY • S OM, MAYOR
ATTEST:
JESSICA MATSON, CITY CLERK
APPROVED AS TO CONTENT:
1 /
,f/ ` z �, ` f
ivr4
WHITNEY MCDONALD, CITY MANAGER
APPROVED AS TO FORM:
/11
ISAA( ROS N, CITY ATTORNEY
RESOLUTION NO. 5300
PAGE 12
EXHIBIT A
CITY OF ARROYO GRANDE
Management Salary Ranges
Range LOW MID HIGH Position
M=10 Biweekly 1,464.00 1,621.38 1,778.77
Monthly „ 3,172.00 3,813.00 3,854.00;
Annual 38,064.00 42,156.00 46,248.00
M-11 Biweekly 1,499.08 1,661.08 1,823.08
Monthly 3,248.00 3,599.00 3,950.00
Annual 38,976.00 43,188.00 47,400.00
M-12 Biweekly 1,537.38 1,703.54 1,869;69
Monthly 3,331.00 3,691.00 4,051.00
Annual; 39,972.00 44,292 00 48,61200:'
M-13 Biweekly 1,575.23 1,745.54 1,915.85
Monthly 3,413.00 3,782.00 4,151.00
Annual 401,695146..4060 4,15,,738884..:120 49,812.00
M-14 Biweekly 1,614.46 9 1,963 38' Office Assistant 1
Monthly- 3,498.00 3,876 00 4,254•.00
Ann6al: 41,978:00 46,512.00 81,04800
M-15 Biweekly 1,654.15 1,833.23 2,012.31
Monthly 3,584.00 3,972.00 4,360.00
Annual 43,008.00 47,664.00 52,320.00
M-16 Biweekly 1,697.08 1,879 38 2,66169
Monthly 3,677.00 4,07` 00. 4,467
Annual 44,124 00 48,864 00 53,804 00"
M-17 Biweekly 1,738.62 1,926.92 2,115.23
Monthly 3,767.00 4,175.00 4,583.00
Annual 45,204.00 50,100.00 54,996.00
M 18: Biweekly 1,782 00 1,974 92 2,16785 Office Assistant II
Monthly--- -.-3,861.00` 427 .00 4.697 O0
Annual 46,332:00 51,348.00 56,364 00T
M-19 Biweekly 1,826.31 2,023.85 2,221.38
Monthly 3,957.00 4,385.00 4,813.00
Annual 47,484.00 52,620.00 57,756.00
M-20 Biweekly 1,872.92 2,075.08 2,27723
Monthly 4,058.00 4,496.00 `4,93400
Annual48,696.00 53,952.00 59,208.00
M-21 Biweekly 1,920.00 2,127.23 2,334.46
Monthly 4,160.00 4,609.00 5,058.00
Annual 49,920.00 55,308.00 60,696.00
M-22 Biweekly 1,967.08 2,179.38 2,391.69
Monthly 4,262.00 4,722.00 5,182.00
Annual 51,144.00 56,664.00 62,184.00
RESOLUTION NO. 5300
PAGE 13
CITY
ManagementOFARROYO Salary RangeGRANDEs
Range LOW MID HIGH Position
M-23 Biweekly 2,017.85 2,235.23 2,452.62
Monthly 4,372.00 4,843.00 5,314.00
Annual 52,464.00 58,116.00 63,768.00
M 24 .,Biweekly 2,066 77 2,289 69 2,51262 Administrative Secretary
monthly 4,478.00 4,961 00.. 5,44400
Annual'` 53736 00 59,83 . 65, 2
M-25 Biweekly 2,,118.46 2,347.62 2,576.
Monthly 4,590.00 5,086.50 5,583.0077
Annual 55,080.00 61,038.00 66,996.00
M-26 `Biweekly 2,172 46_ 2,406 92, 2;641 38
monthly 4,707.00 5,215.00 1 ,723 y4
Annual 56,484.00 62,580.00 68,67 00
M-27 Biweekly 2,225.54 2,466.69 2,707.85
4,822.00
Monthly 5,344.50 5,867.00
Annual 57,864.00 64,134.00 70,404.00
M 28 `.biweekly =2,280.92 2,52?38 .,. 2,773 85
41,40.. no) 4, 2°00 5,471"00 6,01090
Annual 59,31 65,712.00 `72,120 _
M-29 Biweekly 2,338.62 2,591.31 2,844.00 Executive Secretary
Monthly 5,067.00 5,614.50 6,162.00
Annual 60,804.00 67,374.00 73,944.00
M-30 Biweekly 2,397:23 2,656.15 2,915.08
monthly • S-4 94.tt0 570660, 6,31500
Annual -- 62,32-8. 0 . " 69, . 75,792
M-31 Biweekly 2,457.23 2,722.85 2,988.46
Monthly 5,324.00 5,899.50 6,475.00
Annual 63,888.00 70,794.00 77,700.00
.-.M-32 ;Biweekly-_. .-- t9.54 2,790.45 3, 1.33
Monthly 5,459 fl0 6,046.00 6A.38.00
t nnual , 65,508 00 72,5 0 79,5
M-33 Biweekly 2,581.85 2,860.62 3,139.38 Assistant Planner
Monthly 5,594.00 6,198.00 6,802.00
Annual 67,128.00 74,376.00 81,624.00
M 34 Biweekly ,645.54 2,931.92 3,218 31
Monthly 5,732;00 6,352.50 6,973.00
Annual 68,784.00 76,230.00 83,676.00
M-35 Biweekly 2,712.92 3,004.62 3,296.31
Monthly 5,878.00 6,510.00 7,142.00
Annual 70,536.00 78,120.00 85,704.00
RESOLUTION NO. 5300
PAGE 14
CITY RYE
Management ITOFASalaROOryGRANDRanges
Range LOW MID HIGH Position
M-36 -Biweekly 2,780.77 3,080.31 3,379.85
Monthly 6,025.00 6,674.00 7;823 00
Annual, 72,300.00 80,088.00 87,876.
M-37 Biweekly 2,849.54 3,157.38 3,465.23 Associate Planner
Monthly 6,174.00 6,841.00 7,508.00 Deputy City Clerk/Communications Coord.
Annual 74,188.00 82,092.00 90,096.00 Assistant Projects Manager
M-38 Biweekly 2,921.08 3,236.08 3,551.08
Monthly 6,329.00 7,011.50 7,694.00
Annual 75,948.00 84,138.00 92,328.00'
M-39 Biweekly 2,993.08 3,316.15 3,639.23
Monthly 6,485.00 7,185.00 7,885.00
Annual 77,820.00 86,220.00 94,620.00
`All-40 Biweek r 3,869 23 3,399.92 3, 3 62
I (onthly 6,600 00 7,366 50 8,083 00
Annual. 79,800.00 88,39800' 96,90600
M-41 Biweekly 3,144.92 3,485.08 3,825.23
Monthly 6,814.00 7,551.00 8,288.00
Annual 81,768.00 90,612.00 99,456.00
M-42 Biweekly. '3,22-85 3,57162 3,91938
Monthly 6,985.00 - 7_738.0u 8,49200
Annual 83,820 00 92,862 00. ' 101,904 00
M-43 Biweekly 3,304.62 3,661.15 4,017.69
Monthly 7,160.00 7,932.50 8,705.00
Annual 85,920.00 95,190.00 104,460.00
M-44 Biweek y 3,38?23` 3,'753 23 4,119 23, Asccounbr a Manger
Monthly; 7,339 00 8,132.00 7,92500 Planning 11Manager.
Annual. 88,061.00 ' 97,58400 107,20000 Management Analyst
M-45 Biweekly 3,470.31 3,846.46 4;222.62
Monthly 7,519.00 8,334.00 9,149.00
Annual 90,228.00 100,008.00 109,788.00
M-46 Biweekly 3,558.46 .3,942.46 4,326.46
Monthly 7,710.00 ` 8,542.00 9,374.00
Annual> 92;320,00 102,504.00 112,488.00
M-47 Biweekly 3,648.46 4,041.92 4,435.38 Public Works Manager
Monthly 7,905.00 8,757.50 9,610.00 Utilities Manager
Annual 94,860.00 105,090.00 115,320.00
M-48 Biweekly 3,738.46 4,141.85 4,645.23 Information Technology Manager
Monthly 8,100.00 8,974.00 9,848.00
Annual 97,200.00 107,688.00 118,176.00
RESOLUTION NO. 5300
PAGE 15
CITY OF ARROYO GRANDE
Management Salary Ranges
Range LOW MID HIGH Position
M-49 Biweekly 3,832.15 4,245.69 4,659.23 Capital Improvement Projects Manager
Monthly 8,303.00 9,199.00 10,095.00
Annual 99,636.00 110,388.00 121,140.00
-81 A.776.00 Director of Legis. and Info Services
Monthly
Biweekly 3,92'0.62 4,35
MunthlY 8,512'00
9,430.00 10,348.00 , DirectorofRecreation Services
Annual 102,144.00 11 ,160.00 124;176:06 - Human Resources Officer
M-51 Biweekly 4,026.00 4,461.23 4,896.46 Building Official
Monthly 8,723.00 9,666.00 10,609.00
Annual 104,676.00 115,992.00 127,308.00
M-52 Biweekly 4,126.154,572.23 5,018=81
Monthly 9,906.50 10873.00,
Annual 107;289.08 118i676;00; 130044.16.v„0
M-53 Biweekly 4,230.00 4,686.46 5,142.92
Monthly 9,165.00 10,154.00 11,143.00
Annual 109,980.00 121,848.00 133,716.00
M-54 Biweekly 4,336.15 4,803 92 5;271;59
Monthly "9;598;00 . 10;408* 11,422.00
Annual 112,740.00 . 124,902.00 137,064.00
M-55 Biweekly 4,445.08 4,924.62 5,404.15
Monthly 9,631.00 10,670.00 11,709.00
Annual 115,572.00 128,040.00 140,508.00
M-56 Biweekly A'cRR 77 6 648'98 '6;539,38
• -
Monthly
873:00 104937i50 12;402-00
1-3416tfo6 14
Annual-- -118,478.00 , 4024;00
- •
M-56-A Biweekly 4,578.46 5,072.77 5,567.08 Police Commander
Monthly 9,920.00 10,991.00 12,062.00
Annual 119,040.00 131,892.00 144,744.00
M-57 -Biweekly- 4,668.00
Monthly 10,114.00
12,300.00
- '00
Annual 121,368.00 134,484.00 134464 147,600.00
M-58 Biweekly 4,786.15 5,302.62 5,819.08
Monthly 10,370.00 11,489.00 12,608.00
Annual 124,440.00 137,868.00 151,296.00
M-59 Biweekly 4,904.31 5;434„85 5„965.35 City Engineer
, •
Monthly 10 11626 00 ,775 50 12,925.00
Annual 127,512.00 141,306•00 155,100.00
M-60 Biweekly 5,028.92 5,571.92 6,114.92
Monthly 10,896.00 12,072.50 13,249.00
Annual 130,752.00 144,870.00 158,988.00
RESOLUTION NO. 5300
PAGE 16
CITY OF ARROYO GRANDE
Management Salary Ranges
Range LOW MID HIGH Position
M 1 Biweekly 5,155.38 5,711.08 6,266.77
Monthly 11,170.00 12,37400 13,57800,
Annual 134,040.00 148,488.00 162,935 00
M-62 Biweekly 5,281.38 5,852.54 6,423.69
Monthly 11,443.00 12,680.50 13,918.00
Annual 137,316.00 152,166.00 167,016.00
M-63 Biweekly 5,413.85 5,998.3,8 6,582=9? Director of Administrative Services
Monthly 11,730.00 12,99650 14,263 00 Director of Community Development
Annual 140,760.00 155,958.00 171,15600 Director of Public Works
M-64 Biweekly 5,549.54 6,149.77 6,750.00
Monthly 12,024.00 13,324.50 14,625.00
Annual 144,288.00 159,894.00 175,500.00
AII-65 Biweekly 4;669,65 '6,303.46 6,917. 8
mthly 12,328,00 13,'65 50 144)-01100
Annual147,936.00 E3-60:00 "179;.00
M-66 Biweekly 5,830.15 6,459.69 7,089.23
Monthly 12,632.00 13,996.00 15,360.00
Annual 151,584.00 167,952.00 184,320.00
M-67. Biweekly 5,976 46 6,622 627,'268 77 Pol5i a Chief
Monthly :12,,94900
Annual` 155,38800 172,18800 188,988.00
M-68 Biweekly 6,126.92 6,788.31 7,449.69
Monthly 13,275.00 14,708.00 16,141.00
Annual 159,300.00 176,496.00 193,692.00
M-69 Biweekly 16,279 69 6,057M 9 7,63869
11 nth[y 13,60600 16,54400
Annual 163,27200 180,9000 1913,5 800
M-70 Biweekly 6,437.08 7,131.92 7,826.77
Monthly 13,947.00 15,452.50 16,958.00
Annual 167,364.00 185,430.00 203,496.00
r:
r
M-70-A Biweekly 6,524.31 7,22$ 15 7,932.00 Assistant City Mlanager/Public Works
Monthly 14,136.00 15,661 00° 17,186 00 Director
Annual 169632,00 187,932.00 206,232.00
M-71 Biweekly 6,597.69 7,310.08 8,022.46
Monthly 14,295.00 15,838.50 17,382.00
Annual 171,540.00 190,062.00 208,584.00
M-72 Biweekly 6,762.46 7,492.62 8,222.77
Monthly 14,652.00 16,234.00 17;816.00'
Annual 175,824.00 194,808.00 213,792.00
RESOLUTION NO. 5300
PAGE 17
CITY OF ARROYO GRANDE
Management Salary Ranges
Range LOW MID HIGH Position
M-73 Biweekly 6,931.85 7,680.23 8,428.62
Monthly 15,019.00 16,640.50 18,262.00
Annual 180,228.00 199,686.00 219,144.00
M T4 <Biweekly 7,105 38 7,872,23 8,639.08
'monthly 13,393.00 17,0 50 18,7 8 r
Annual !84,740 00. 204,678.00 224,616.00
M-75 Biweekly 7,283.08 8,069.08 8,855.08
Monthly 15,780.00 17,483.00 19,186.00
Annual 189,360.00 209,796.00 230,232.00
M 76 Biweekly 7,464 02 8,`270.77 9,07'66:62
Monthly 16,174.00 17 20. 0 19,
A nual; 194,0 8 215,{ 0 2 a, 2
M-77 Biweekly 7,651.38 8,477.54 9,303.69
Monthly 16,578.00 18,368.00 20,158.00
Annual 198,936.00 220,416.00 241,896.00
M 78 Biweekly 7,842 92 8,68962 9536 31 City Manager
> lonthly 16,,993 a0 18,827.50 20,66200
Annual ` 203,916.04 225,930; 247,944 00
OFFICIAL CERTIFICATION
I, SARAH LANSBURGH, Deputy 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. 5300 was passed and adopted at a regular meeting of the City
Council of the City of Arroyo Grande on the 27th day of June, 2023.
WITNESS my hand and the Seal of the City of Arroyo Grande affixed this 29th day of
June, 2023.
5a4Ciji k' / /
SARAH LAN URGH, D' - TY CITY CLERK