Staffing Overview. City Employee Benefits

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1 As the policy board, the City Council approves all new positions and status (employee versus contract). In addition, the City Council reviews all staffing levels on an annual basis during the budget process. A position allocation system is the standard mechanism used by municipalities to track and monitor staffing levels and approvals. A Position Allocation Summary is included in this section. Staffing Overview Originally after incorporation, the City was staffed completely with contract staff and no employees. However, based on specific cost/benefit analysis, this has shifted to most services being provided by City employees at a lower cost and improved service levels. After eighteen years of operation, the City continues to use contract staffing where fiscally and operationally appropriate. In FY , the City will have a staffing level of employees. As the City grows or decides to take on other programs or functions, overall staffing may increase. Following is a staffing philosophy policy that the City Council has approved. Staffing Philosophy The City Council desires to retain a mix of contract staff and employee staff in order to ensure a cost effective and flexible service delivery system. The City is committed to continual analysis of contract vs. employee staffing determinations. City employees create the oversight and administrative guidance necessary for contractual staff. City Employee Benefits Health Insurance The City contributes a monthly amount to employees to purchase health insurance through the California Public Employees Retirement System (CalPERS). Retiree Medical Contribution The City contracts with CalPERS for medical coverage. As part of this contract, employers are required to contribute towards retiree medical. The City contracts for Unequal Contribution. Under this method, the City s 2015 monthly contribution towards retiree medical is $ This amount changes each January. The 2016 contribution towards retiree medical is estimated at $ $ per month. Dental Insurance The City contracts with Delta Dental to provide dental insurance coverage for our employees and their families. New employees become eligible for dental benefits the first day of the month following the date of hire. Vision Insurance The City contracts with Vision Service Plan to provide vision insurance coverage for our employees and their families. New employees become eligible for vision benefits the first day of the month following the date of hire. 31

2 Staffing Overview City of Citrus Heights FY Annual Budget Flexible Spending Account The City offers employees the ability to use pre-tax dollars for (1) reimbursement of eligible medical expenses not covered by the insurance programs and (2) dependent care. These two programs are called the Medical Reimbursement Program and the Dependent Care Program. Life Insurance The City currently contracts with Prudential Insurance for life insurance benefits for our employees. The City pays the premium for basic life and accidental death and dismemberment (AD&D) $100,000 for management employees and $50,000 for all other employees. Age Reductions Under this plan, coverage reduces 35% at age 65 and 50% at age 70. Spouse or domestic partner coverage will be reduced as the employee ages, by 35% at age 65 and 50% at age 70. Long Term Disability Insurance The City contracts with Prudential Insurance to provide Long Term Disability insurance. New employees are enrolled in to the Long Term Disability program the first day of the month following the date of hire. The City pays for the cost of coverage. Defined Benefit Retirement through PERS The City has contracted with the California Public Employees Retirement System (CalPERS) to provide retirement benefits for our employees. The CalPERS retirement program is a defined benefit program. The City implemented a two-tier retirement system on August 15, Employees hired prior to August 15, 2011, were eligible for the following retirement benefits: 50 for safety personnel and 55 for miscellaneous personnel. Employees hired after August 15, 2011, were eligible for the following retirement benefits: 55 for safety and 55 for miscellaneous. A third tier was created by state pension reform legislation enacted in Employees hired after January 1, 2013, who are considered new CalPERS Members are eligible for the following retirement benefits: 57 for safety and 62 for miscellaneous. The City provides the 4 th level Survivor Benefits for all employees. This benefit provides a monthly allowance for dependents should an employee die before retiring from City service. 32

3 Staffing Overview City of Citrus Heights FY Annual Budget Deferred Compensation Employees are eligible to participate in the City s designated 457 Deferred Compensation Plan at the start of employment. This program allows employees to save pre-tax dollars for their future retirement. Participating management staff receives up to a 3% match based on salary. Executive staff receives 5% City paid contribution with staff matching up to the IRS limit. Annual Leave The City does not have a traditional vacation and sick leave program. The City s Annual Leave Program starts with 136 hours per year. The number of Annual Leave hours accrued each year is based on years of City service. Long Term Medical Leave The City has a Long Term Medical Leave program for extended illnesses or medical conditions that require the employee to miss work for qualifying events. The City s Long Term Medical Leave program provides 40 hours per year. Holidays The City generally observes 12 holidays (96 hours) when the offices are closed. Two (2) floating holidays (16 hours) are also credited to eligible employees at the beginning of each calendar year. Holiday benefits are provided in different configurations based on the employee s shift schedule and assignment. Management Leave Management staff receives 80 hours of Management Leave at the beginning of each fiscal year. Executive staff receives 120 hours of Management Leave at the beginning of each fiscal year. Bereavement Leave Employees are eligible for 24 hours of Bereavement Leave due to the death of a family member per City policy. California Family Rights Act (CFRA) Eligible employees will receive up to 12 weeks of unpaid leave for covered events in a 12-month period. Family Medical Leave Act (FMLA) Eligible employees will receive up to 12 weeks of unpaid leave for covered events in a 12-month period. Pregnancy Disability Leave (PDL) Employees are eligible for pregnancy disability leave upon hire. California Paid Family Leave (CPFL) Employees may be eligible for six weeks of partial pay per year while taking time from work to care for a new child or sick family member. The payments are distributed by the Employment Development Department, a state agency, not the employer. 33

4 Staffing Overview City of Citrus Heights FY Annual Budget Enhanced Paid Leave Program (EPL) The City has a six-week Enhanced Paid Leave program (wage continuation) for eligible employees. Employee Assistance Program (EAP) The City contracts with Managed Health Network (MHN) to provide our employee assistance program to our employees. New employees become eligible to participate in the Employee Assistance Program the first day of the month following the date of hire. Tuition Reimbursement New hires are eligible to participate in the Tuition Reimbursement Program after completing 6-months of service with positive reviews. Professional Development The City encourages a variety of internal and external professional development training and opportunities for all levels of staff. Personal Computer/Technology Purchase Program The City offers a computer loan program to eligible personnel. Alternative Work Schedule The City offers alternative work schedules depending on job assignment. Management Benefits The City provides the following benefits to management personnel. 80 hours of Management Leave to Management staff; 120 hours of Management Leave to Executive staff; $100,000 fully paid life insurance program; and, Up to a 3% match on deferred compensation contribution. Executive staff receives 5% City paid contribution with staff matching up to the IRS limit. Uniforms The City of Citrus Heights provides uniforms and uniform maintenance for positions required to wear uniforms at no cost to the employee. For eligible employees, the Uniform Benefit amount that is reported to CalPERS is determined by the employee s classification per the following table: GROUP ANNUAL BI-WEEKLY Sworn Officers Sworn Command CSI/CSO/NEO Records/Dispatch Animal Services Officers

5 Staffing Overview City of Citrus Heights FY Annual Budget Police Specific Benefits There are three specific benefits that are provided to police personnel only. Educational Incentive Pay The City offers up to a 5% maximum education incentive for eligible sworn personnel. Special Assignment Pay The City offers up to a 5% Special Assignment Pay for eligible sworn personnel: Professional Attire Pay Professional Attire Pay in the amount of $850 per year may be provided based on assignment. Police Specific Recruitment Incentives The City offers recruitment incentives for Police Department specific positions. 35

6 CITY OF CITRUS HEIGHTS POSITION ALLOCATION SUMMARY FY BUDGET FY BUDGET FTE Staffing Changes In fiscal year , the City had FTE employees. In fiscal year , the FTE employees increased to , incorporating the following changes: Position Title FTE Program Assistant Risk Management 1.00 Total FTE Change

7 Department / Position FY FY FY FY FY FY Employee Budget Recommended Employee Contract Total City FTE Status Budget Status FTE FTE FTE CITY ATTORNEY'S OFFICE City Attorney City Attorney Staff - Contract Sub-Total CITY MANAGER'S OFFICE General Management City Manager 1.00 Employee Assistant to the City Manager 1.00 Employee Management Analyst II - Employee Position Moved to CMO Administrative Assistant 1.00 Employee Information Technology Information Technology Manager 1.00 Employee Information Technology Analyst II 1.00 Employee Database and Applications Analyst 1.00 Employee Senior Information Technology Technician 1.00 Employee 7.00 Sub-Total HUMAN RESOURCES & CITY INFORMATION Human Resources Human Resources & City Information Director 0.40 Employee Senior Management Analyst 0.50 Employee Human Resources Analyst I/II 0.75 Employee Reclassify to Human Human Resources/City Information Technician 0.50 Employee Resources Associate Program Assistant 0.75 Employee Program Assistant - Employee New Position Risk Management Human Resources & City Information Director 0.30 Employee City Clerk 0.10 Employee Senior Management Analyst 0.50 Employee Program Assistant 0.15 Employee Reclassify to Human Human Resources/City Information Technician 0.25 Employee Resources Associate Program Assistant - Employee New Position Community Information & Community Partnerships Human Resources & City Information Director 0.20 Employee Senior Management Analyst - Employee Human Resources Analyst I/II 0.25 Employee Reclassify to Human Human Resources/City Information Technician 0.25 Employee Resources Associate Program Assistant 0.25 Employee Program Assistant 0.10 Employee - - Program Assistant - Employee New Position City Clerk Human Resources & City Information Director 0.10 Employee City Clerk 0.90 Employee Reclassify to Human Human Resources/City Information Technician - Employee Resources Associate Program Assistant 0.75 Employee Sub-Total

8 Department / Position FY FY FY FY FY FY Employee Budget Recommended Employee Contract Total City FTE Status Budget Status FTE FTE FTE COMMUNITY AND ECONOMIC DEVELOPMENT General Management / Economic Development / RDA Successor Agency Community and Economic Development Director 1.00 Employee Administrative Assistant 0.20 Employee Office Assistant/Receptionist 1.00 Employee Development Specialist I/II 0.50 Employee Development Specialist I/II 0.95 Employee Grants & Housing Programs Tech 0.20 Employee Building Administrative Assistant 0.20 Employee Chief Building Official 1.00 Employee Senior Building Official 1.00 Employee Building Inspector I/II 2.00 Employee Development Services Technician I/II 1.00 Employee Planning Administrative Assistant 0.60 Employee Planning Manager 1.00 Employee Senior Planner 1.00 Employee Associate Planner 2.00 Employee Development Services Technician I/II 1.00 Employee Grants & Housing Programs Tech 0.20 Employee CDBG/Grants/Housing In Lieu Development Specialist I/II 0.50 Employee Development Specialist I/II 0.05 Employee Grants & Housing Programs Tech 0.60 Employee Sub-Total FINANCE Finance Finance Director 1.00 Employee Finance Manager 1.00 Employee Accountant 1.00 Employee Financial Associate 2.00 Employee Financial Assistant II 2.00 Employee Payroll Technician / reclass Financial Associate 1.00 Employee from Financial Associate 8.00 Sub-Total

9 Department / Position FY FY FY FY FY FY Employee Budget Recommended Employee Contract Total City FTE Status Budget Status FTE FTE FTE GENERAL SERVICES General Management General Services Director 1.00 Employee Management Analyst I/II 1.00 Employee Engineering & Street Maintenance Principal Civil Engineer - CIP 1.00 Employee Principal Civil Engineer - Drainage / Land Use 1.00 Employee Management Analyst II 1.00 Employee Position Moved to CMO - Associate Civil Engineer 1.00 Employee Associate Civil Engineer - Drainage 1.00 Employee Traffic and Signals Operations Supervisor 1.00 Employee Engineering Technician I/II 1.00 Employee Construction/Maintenance Inspector I/II 1.00 Employee Operations and Maintenance Construction/Maintenance Inspector I/II 2.00 Employee Facilities and Grounds Facility and Grounds Manager 0.75 Employee Senor Maintenance Worker 2.00 Employee Community Center Facility and Grounds Manager 0.25 Employee Event and Community Center Technician 1.80 Employee Community Services Senior Management Analyst 1.00 Employee Office Assistant 1.00 Employee Event and Community Center Technician 0.20 Employee Program Assistant 2.00 Employee Animal Control Services Senior ASO/ Reclass from Animal Control Officer 1.00 Employee ASO Animal Control Officer 0.50 Employee Progam Assistant 1.00 Employee Sub-Total POLICE DEPARTMENT Administration Chief of Police 1.00 Employee Management Analyst 1.00 Employee Administrative Assistant 1.00 Employee Crime Analyst 1.00 Employee 39

10 Department / Position FY FY FY FY FY FY Employee Budget Recommended Employee Contract Total City FTE Status Budget Status FTE FTE FTE Patrol Services Division Police Commander 1.00 Employee Police Lieutenant 4.00 Employee Police Sergeant 9.00 Employee Police Officers - Patrol Employee Police Officer (serving as Sunrise Mall POP) 1.00 Employee Police Sergeant - Traffic / Motor Unit 1.00 Employee Police Officers - Traffic / Motor Unit 7.00 Employee Senior Community Services Officer 1.00 Employee Community Services Officer I/II 3.00 Employee Program Assistant 1.00 Employee Neighborhood Enhancement Officers 3.00 Employee Program Assistant (NEP) 1.00 Employee Investigative Services Division Police Commander 1.00 Employee Police Lieutenant 2.00 Employee Police Sergeant 3.00 Employee Police Officers (serving as Detectives) Employee Police Officers (serving as School Res. Officers) 2.00 Employee Police Officer (serving on CAL-MMET) 1.00 Employee Community Services Officer I/II 2.00 Employee Crime Scene / Property Evidence Specialist I/II 3.00 Employee Program Assistant 1.00 Employee Support Services Division Support Services Manager 1.00 Employee Police Communications Supervisor 2.00 Employee Senior Police Dispatcher 5.00 Employee Police Dispatcher I/II Employee Police Dispatcher I/II (Perm PT) 1.00 Employee Police Records Supervisor 1.00 Employee Police Records Assistant I/II 7.00 Employee Program Assistant 1.00 Employee Sub-Total TOTAL FULL-TIME EQUIVALENTS Staffing Configuration Current Employees for FY Position Changes for FY Eliminated Positions - Proposed Full-Time Employees 1.00 Proposed Part-Time Employees - Total City Employees for FY FTE EMPLOYEES 98% FTE CONTRACT STAFF 2% 40