|
Circular Letter: 200-003-20
<br />January 8, 2020
<br />Special Compensation
<br />Pursuant to CCR section 571 for classic members, and CCR section 571.1 for new members
<br />under PEPRA, special compensation items are defined under an exclusive list. Each special
<br />compensation item shall be reported separately from pay rate, in accordance with the criteria
<br />described in those regulations. Therefore, a publicly available pay schedule in which the special
<br />compensation items are reflected in the pay rates does not comply with CCR section 570.5.
<br />Absence of Publicly Available Pay Schedule
<br />If an employer fails to meet the requirements of subdivision (a) of CCR section 570.5, under
<br />subdivision (b), the board may determine in its sole discretion an amount that will be
<br />considered as pay rate, taking into consideration all information it deems relevant including,
<br />but not limited to, the following:
<br />• Documents approved by the employer's governing body in accordance with requirements of
<br />public meeting laws and maintained by the employer
<br />• Last pay rate listed on a pay schedule that conforms to the requirements of subdivision (a)
<br />with the same employer for the position at issue
<br />• Last pay rate for the member that is listed on a pay schedule that conforms with the
<br />requirements of subdivision (a) with the same employer for a different position
<br />• Last pay rate for the member in a position that was held by the member and that is listed on a
<br />pay schedule that conforms to the requirements of subdivision (a) of a former CaIPERS
<br />employer.
<br />Importance of Publicly Available Pay Schedule
<br />Publicly available pay schedules are required by CaIPERS and are a critical component to verify
<br />all members' pay rates when calculating members' retirement benefits. Maintaining a
<br />compliant publicly available pay schedule will support transparency and expedite CaIPERS'
<br />review process.
<br />Page 3 of 4
<br />City of CalPERS
<br />Salary Schedule for Fiscal Year 17-18
<br />Effective as of 07/01/2017
<br />Classification
<br />Rate Type
<br />Step 1 Step 2
<br />Step 3
<br />Step 4
<br />Step 5
<br />City Manager
<br />Monthly
<br />$10,500 $11,000
<br />$11,500
<br />$12,000
<br />$12,500
<br />City Counsel
<br />Monthly
<br />$10,000 $10,500
<br />$11,000
<br />$11,500
<br />$12,000
<br />City Clerk
<br />Monthly
<br />$5,500 $6,000
<br />$6,500
<br />$7,000
<br />$7,500
<br />Call Center Representative Monthly
<br />$5,000 $5,500
<br />$6,000
<br />$6,500
<br />$7,000
<br />Analyst
<br />Monthly
<br />$5,000 $5,500
<br />$6,000
<br />$6,500
<br />$7,000
<br />Assistant
<br />Monthly
<br />$4,500 $5,000
<br />$5,500
<br />$6,000
<br />$6,500
<br />Revised as of 09/01/2017 and adopted by the Board as of 09/15/2017
<br />Special Compensation
<br />Pursuant to CCR section 571 for classic members, and CCR section 571.1 for new members
<br />under PEPRA, special compensation items are defined under an exclusive list. Each special
<br />compensation item shall be reported separately from pay rate, in accordance with the criteria
<br />described in those regulations. Therefore, a publicly available pay schedule in which the special
<br />compensation items are reflected in the pay rates does not comply with CCR section 570.5.
<br />Absence of Publicly Available Pay Schedule
<br />If an employer fails to meet the requirements of subdivision (a) of CCR section 570.5, under
<br />subdivision (b), the board may determine in its sole discretion an amount that will be
<br />considered as pay rate, taking into consideration all information it deems relevant including,
<br />but not limited to, the following:
<br />• Documents approved by the employer's governing body in accordance with requirements of
<br />public meeting laws and maintained by the employer
<br />• Last pay rate listed on a pay schedule that conforms to the requirements of subdivision (a)
<br />with the same employer for the position at issue
<br />• Last pay rate for the member that is listed on a pay schedule that conforms with the
<br />requirements of subdivision (a) with the same employer for a different position
<br />• Last pay rate for the member in a position that was held by the member and that is listed on a
<br />pay schedule that conforms to the requirements of subdivision (a) of a former CaIPERS
<br />employer.
<br />Importance of Publicly Available Pay Schedule
<br />Publicly available pay schedules are required by CaIPERS and are a critical component to verify
<br />all members' pay rates when calculating members' retirement benefits. Maintaining a
<br />compliant publicly available pay schedule will support transparency and expedite CaIPERS'
<br />review process.
<br />Page 3 of 4
<br />
|