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Home My WebLink About2023-05-11 Supplemental Packet CITY OF PALM DESERT CITY MANAGER’S OFFICE INTEROFFICE MEMORANDUM Date: May 11, 2023 To: Honorable Mayor and Councilmembers From: Anthony J. Mejia, City Clerk Subject: City Council Meeting of May 11, 2023 Below you will find questions received from the Mayor or Councilmembers and answers provided by City staff regarding tonight’s City Council meeting: ITEM 1D: APPROVE FEE WAIVER AND TEMPORARY WAIVER OF CERTAIN PARKS ORDINANCES FOR THE DESERT RECREATION DISTRICT FUNDRAISER AT CIVIC CENTER PARK Q1: Is this event Desert Recreation District’s first annual fundraiser? A1: This is the Desert Recreation District’s first time holding this type of fundraiser and it is not yet known if this will be an annual event. Q2: How much advance notice is required by the city to decide on waivers? A2: There is currently no requirement for advance notice on waivers. Reservation requests must be made 30 days in advance of the event. This application was received on 4/19/2023. Q3: Is it normal to request exemptions within such a small window of time, especially an event that will serve alcohol? A3: It is not normal to have such a short response time for this type of event. It was conveyed to staff that this event was originally planned for another location, but it did not work out so the organizers had to quickly pivot and find a new location. Q4: What is Access for All? The middle of the flyer states it is benefiting DRC Foundation underneath the curved keyboard, while two lines under the Free Event line it says the proceeds benefit the Parks & Rec Access for All? A4: Proceeds from sales at the Beer Garden will directly benefit the Desert Recreation Foundation. Parks & Recreation Access for All is a general statement used by the Desert Recreation Foundation that conveys their initiative to allow everyone to participate in recreational activities despite the barriers of income or ability. Desert Recreation District offers a financial assistance program and many adaptive sports programs. 05/11/2023 Question & Answer Memo Page 2 of 4 ITEM 1M: APPROVE THE START OF PROCEEDINGS TO LEVY AND COLLECT ANNUAL ASSESSMENTS AND GRANT PRELIMINARY APPROVAL OF THE 2023/2024 ENGINEER’S REPORT FOR CONSOLIDATED PALM DESERT LANDSCAPING AND LIGHTING MAINTENANCE DISTRICT NO. 1 Q1: What is the formula used? When was it standardized? (1M-31) A1: The formula used is commonly referred to as the Equivalent Benefit Units (EBU) method of assessment. The EBU method of apportioning benefit is typically seen as the most appropriate and equitable assessment methodology for districts formed under the 1972 Act, as the benefit to each parcel from the improvements are apportioned as a function of land use type, size and development. The specific formula can be found below and is further described in the Engineer’s Report (page 21) attached to the staff report. Parcel Type EBU x Acres or Units = Parcel EBU Total Balance to Levy in Zone / Total EBU in Zone = Levy per EBU Parcel EBU x Levy per EBU = Parcel Levy Amount In regard to standardization, this formula was used at the inception of the District. The Engineer’s Report (page 2) states, “At that time [1997-98], the assessments presented to property owners included the assessment range formula previously established for the District and described in this Report [which is the EBU method].” Q2: Are there any grants available that have been used in the past to offset the levy? A2: Staff is unaware of any opportunities. ITEM 2A: REQUEST FOR DIRECTION REGARDING THE WAYFINDING SIGN PROGRAM MASTER PLAN PROJECT Q1: The staff report gives three options with alternative costs. Then, at the middle of page 2, a sentence suggests a total cost of $500,000, which is different than any of the listed options? Explain please? A1: The 250k per fiscal year are just placeholders that were included in the Public Works budget prior to receiving the estimates from Best Signs. Q2: Are other colors available that provide higher contrast? How do the colors of our signage compare to other valley cities? Do any of them have increased contrast that may enhance visibility? A2: Staff does not have this information currently; however, these issues can be addressed during the study/design phase of the project. ITEM 2B: REQUEST FOR DIRECTION REGARDING THE PALM DESERT LIBRARY Q1: Will the library committee be reestablished as part of the process? Will there be outreach to previous library committee members? A1: Should the City Council want to reestablish the library committee, staff can facilitate standing it up again. At a minimum, staff recommends establishing a Council Subcommittee with a working group to provide guidance to staff in this effort should the City Council pursue either an enhanced contract or municipal library. Q2: Should the reference to 36 years at the middle of page 2 be 66 years? That would match the date given and the contract. A2: The term of the agreement is 66 years (1993 – 2059). As of today, there is 36 years remaining in the agreement (2023 – 2059). 05/11/2023 Question & Answer Memo Page 3 of 4 ITEM 2C: AUTHORIZE STAFF TO PROCEED WITH PUBLIC ENGAGEMENT PROCESS AND PUBLIC EDUCATION ON POTENTIAL GENERAL SALES TAX MEASURE AND PROVIDE DIRECTION ON DRAFTING A RESOLUTION WITH BALLOT LANGUAGE FOR THE COUNCIL’S CONSIDERATION AT A FUTURE DATE Q1: Was the impact of online sales factored into the sales tax initiative projections? A1: Yes. All sources have been factored into both the current and future sales tax projections. Q2: Is it possible to stagger the tax increase to .5% in the first year and the remaining .5% a year or two later? A2: There is no provision to allow for a ramp up in the rate. Q3: When was the last tax increase put on the ballot in Palm Desert? A3: The City has not previously submitted a sales tax ballot measure. In 2016, the City pursued a Transient Occupancy Tax increase which passed and the election results are detailed below. Q4: Was it approved by voters, and if so, what were the results of the election? In that election, how many registered voters were there in Palm Desert? How many voted in favor and how many against, in percentage and votes cast? What was the ballot cast off rate? How many voters did not cast a vote on the ballot measure? A4: 11/2016 - Measure T (Increase TOT from 9% to 11%) Registered Voters 26,666 Voters Casting Ballots 22,111 Voter Turnout 82.92% Ballots Cast (Measure T) 19,387 Blanks 2,724 / 12.3% Yes 14,346 / 74% No 5,041 / 26% In addition, below is a follow up question and answer from the April 27, 2023, City Council meeting: ITEM 2A: PROVIDE DIRECTION ON AND AUTHORIZATION TO RELEASE A REQUEST FOR PROPOSALS FOR OPERATION OF THE PALM DESERT IHUB Q1: Regarding our approval at the last meeting of the IHUB contract renewal, have we decided what are the measurables and frequency that we will be asking for on their reporting moving forward? A1: We are updating a new contract now and including their reporting requirements. It will include: • No. of Companies (contact information) providing outreach services • No. of Companies (contact information) receiving outreach services • Types of assistance provided by CVEP specific to each business • Number of companies in residence • Number of graduating companies 05/11/2023 Question & Answer Memo Page 4 of 4 • Number of employees hired by PDiHub companies (jobs created - quarterly and cumulative) • Number of employees hired by PDiHub graduate companies (jobs created - quarterly and cumulative to the best of Consultant's ability) • Revenues/sales form PDiHub and start-up companies • Number of interns/students trained • Number of sponsors, corporate partners, members, or contracts signed • Number of patent disclosures/applications by PDiHub and companies • Funding sources and amounts leveraged or invested in PDiHub companies Development Services Lobby Renovation Update & Interim Lobby Study Session: May 11, 2023 Study Session Dev Svcs Lobby-1 Project Update Lobby & Multipurpose Room Renovation Project Awarded: June 2022 Project Budget: $2.7M Demolition: June 9, 2023 Completion (Lobby): September 11, 2023 Completion (Multipurpose): November 2023 Study Session Dev Svcs Lobby-2 Lobby & Multipurpose Room Public Entrance New Employee Entry Employee Entry Employee Entry Study Session Dev Svcs Lobby-3 Temporary Relocation of Public Services Relocation Timeframe •13 weeks (June 9, 2023 to September 11, 2023) Public Services: •Permit Center •Building & Safety •Planning •Code Enforcement •Public Works Study Session Dev Svcs Lobby-4 Option 1: Council Chambers Foyer Parking Public Services: •Permit Center •Building & Safety •Planning •Code Enforcement •Public Works •Housing counter to remain HousingDevelopment Services Lobby Restroom Study Session Dev Svcs Lobby-5 Option 2: Development Services Conference Room Parking Restroom Housing Development Services Lobby Study Session Dev Svcs Lobby-6 Palm Desert Library MAY 11, 2023 Supp 2B-11Study Session & Overview HISTORY PREVIOUS ENHANCED SERVICES SERVICE LEVEL COMPARISON LIBRARY FUNDING & PROCESS POLICY OPTIONS & QUESTIONS Supp 2B-12Study Session & Timeline 1911: Founded Riverside County Library System 1962: Opened Palm Desert Library (Portola Community Center) 1973: Incorporated City of Palm Desert 1974: City approved continuation in County Library System 1993: Executed agreement to build a new Palm Desert Library 1996: Opened Palm Desert Library (College of the Desert) 1997: Private contractor assumes countywide library operations 2012: Statewide dissolution of redevelopment agencies (ending enhanced services) Supp 2B-13Study Session & CITY & AGENCY o Contributes $3.3 million for construction costs o Advances $8.5 million for construction costs o Supplemental funding for enhanced services COUNTY o Contributes $3.0 millions for construction costs o Continue to manage library operations (City portion) Staffing & operations Utilities Maintenance (facility & custodial) Technology Cooperative Agreement Breakdown COLLEGE o Contributes $2.2 millions for construction costs o Owns land and building o Begin to manage library operations (College portion) Staffing & operations Utilities Maintenance (facility & custodial) Technology Agreement effective until 2059 (36 more years) Supp 2B-14Study Session & Library Construction Cost Breakdown PLANNING: $197,000 •Feasibility, design, geotechnical & other studies CONSTRUCTION: $3,929,000 •Initial contribution, HVAC, lighting & parking lot expansion FURNITURE, FIXTURES & EQUIPMENT: $567,000 •Shelving, artwork, equipment & computers TOTAL: $4,693,000 Supp 2B-15Study Session & Previous Enhanced Services •Supplemental Staffing (1998-2013) •$972,000 in City funds •Private contractor staffing •6 positions •Additional Library Hours (2000-2013) •$807,000 in City funds •Up to 6 extra hours per week •Bookmobile stop at Joe Mann Park •Supplemental Materials (2002-2013) •$572,000 in City funds •Reference materials, videos, periodicals, etc. Service Amount Contributed Years of Enhanced Service Annually Supplemental Staffing $ 972,000 15 $64,800 Additional Hours $ 807,000 13 $62,077 Supplemental Material s $ 572,000 11 $52,000 Total $ 178,877 Supp 2B-16Study Session & Service Level Comparison: FY 2020-21 Palm Desert Rancho Mirage La Quinta Palm Springs Service Area & Facility Management County City County City Population 51,167 16,804 37,654 44,397 Square Miles 27 25 35 106 Building Square Footage 20,000 45,092 20,000 38,400 * Inputs Operating Expenditures $1,450,000 $3,359,008 $953,442 $2,242.995 Staffing (FTEs)18 25.00 13.30 14.40 Hours Open (Weekly)58 56 56 50 Collections **98,086 100,925 81,283 128,380 Outputs Circulation **114,306 228,110 84,049 166,107 Registered Users (% pop.)N/A 47,447 (252%)N/A 23,545 (49%) * Palm Springs Public Library (Sunrise Way) is 34,000 SF & Welwood Murray Library is 4,400 SF ** Physical items Supp 2B-17Study Session & Current Library Stats (April 2022 –March 2023) Library Visits:91,601 Total Circulation: 190,440 (physical & electronic items) Adult 66% Children & Young Adult 34% Registered Borrowers:23,267 (as of March 3, 2023) New Borrowers (Adult)2,127 New Borrowers (Youth) 349 Programs: Adult 85 Children 101 Young Adult 114 Supp 2B-18Study Session & Cooperative Agreement City, Former RDA & County created the Library District Improvement Fund Agency agreed to deposit certain amounts of its tax increment known as the Library District basic tax levy for library services Funds shall be paid by Agency on demand to County & utilized by County for costs of providing library services & capital costs in Palm Desert Supp 2B-19Study Session & Library District Fund Current Library Improvement Fund Annual Revenue FY 22/23 Palm Desert Library Improvement Fund Forecast FY 23/24 FY 24/25 FY 25/26 FY 26/27 FY 27/28 Current Assessed Valuation $13,422,094,062 Assessed Valuation (AV)$13,690,535,94 $13,964,346,66 $14,243,633,595 $14,528,506,26 $14,819,076,39 Base Year (Palm Desert Increment)$1,522,423,815 Base Year AV $1,522,423,815 $1,522,423,815 $1,522,423,815 $1,522,423,815 $1,522,423,815 Assessed Value Increment $11,899,670,247 AV Incremental Growth $12,168,112,12 $12,441,922,84 $12,721,209,780 $13,006,082,45 $13,296,652,57 1% Tax $118,996,702 1% Tax Increment $121,681,121 $124,419,228 $127,212,098 $130,060,825 $132,966,526 County Library @2.85%$3,391,406 County Library Apportionment @2.85%$3,467,912 $3,545,948 $3,625,545 $3,706,733 $3,789,546 Potential Palm Desert Library Funding based on WD Terms $3,467,912 $3,545,948 $3,625,545 $3,706,733 $3,789,546 •Revenue subject to negotiation state law •Subject to negotiation based on library system debt and state law •As provided by County Auditor-Controllers Report •2% property tax growth Supp 2B-20Study Session & Library District Fund Pass Thru Funds provided to Library District Fund (since 1993) $3,391,406.02 (current year revenue) $1,450,000 (current year expense) Requested County Executive Office & County Auditor/Controller to review funds County does not separately show fund balance for Palm Desert Library District Fund as prescribed in the pass-through agreements Supp 2B-21Study Session & Process to Change Service Delivery Options (Process) Withdrawal from the County free library system Council to notify County Board of Supervisors (BOS) BOS provides copy of notice to County Assessor, County Auditor/Controller & State Board of Equalization Notice states whether City intends to purchase library & property in facility City remains a part of County free library system until the latter of: Date on which property is transferred if City acquires; or July 1 of the Base Year Supp 2B-22Study Session & Process to Change Service Delivery Options (Base Year) July 1 of Base Year Commences on July 1 following December 2 after notice sent Negotiation with County Unless City & County agree on revenue, the City will be allocated an amount of property tax revenue equal to the property tax revenues allocated to library in the fiscal year before the Base year Funds pledged to bond indebtedness do not count toward this amount Law is not clear how pass-through agreements factor into this Confirm property tax payments made Supp 2B-23Study Session & Timeline for Options OPTION 1: Withdrawal If desired by the next fiscal year (July 1, 2024), the notice must be sent before December 2, 2023 City to negotiate with County & District for interim service delivery City to negotiate with County on funding City to evaluate staffing models and existing library conditions Supp 2B-24Study Session & Timeline for Options OPTION 2: Enhanced Agreement with County Begin immediately with input meetings & service level proposal Request for proposal from County to enhance services Negotiate building improvement options (rehab or new) Negotiate with County a specific accounting breakdown Supp 2B-25Study Session & Policy Questions Does the Council… Want to pursue full take over of library & convert to municipal library? Pursue an enhanced agreement with the County to operate the library? Maintain current three-party arrangement & utilize available funds to re-engage program enhancement program? Supp 2B-26Study Session & Questions & Comments Supp 2B-27Study Session & From:City Hall Mail Cc:Níamh Ortega Subject:FW: Voting districts follow up Date:Tuesday, May 9, 2023 8:01:00 AM Good morning, Niamh is cc’d to include in public comments. Thank you, Erika From: TERRY WOOD <terryprod@aol.com> Sent: Friday, May 5, 2023 12:29 AM To: City Hall Mail <cityhall@palmdesert.gov> Subject: Voting districts follow up Dear Mayor Pro Tem Quintanilla and other city council members/MayorI didn’t see my comments from the email I sent you and the council included in the April27th meeting, only one from another gentlemen writing a note affirming my same sentiment. I viewed some of the notes and slid ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌Dear Mayor Pro Tem Quintanilla and other city council members/Mayor I didn’t see my comments from the email I sent you and the council included in the April27th meeting, only one from another gentlemen writing a note affirming my same sentiment. I viewed some of the notes and slides from your redistricting meeting stating that the city had to discuss possible changes with your attorney that had sued the City of Palm Desert . So, if you and the rest of the council and mayor claim to be there for the good of all citizens in this district then the following should happen: You(Quintanilla) and your attorney insert an amendment that your district will have to be redrawn little to balance the other redrawn 4 districts populations before August 23, 2023 , so everyone has approximately the same amount of voters. It is probably for the best that each year it rotates one of the council members to mayor for a specified period of time, since there would be 5 council people, then it would be less than a year to serve as mayor in the rotation. In addition, your attorney ok’s the other 4 districts. The new districts will be ready for the 2024 election for the people that make the maps to redistrict should take a long time to to do this . Non-Agenda Public Comment-1 At the same time, I don’t like being a resident of Palm Desert that has to to ask you Miss. Quintanilla and your attorney what the city can do so it won’t get sued again because that $500,000 plus settlement came out of taxpayer money, so I don’t appreciate you suing the city. At the very least you have supported the vote in 2022, that the majority of people wanted 5 total districts. Maybe we should even vote on term limits for council and mayor, so it will be more transparent and people won’t have a power agenda? It has become a kingdom up at city hall over the decades. Now, I may sound harsh at times, but there is some truth to this. And, our city on the whole has been better run than more cities in the valley. But, there is always room for improvement and I believe there are some great idea’s out there that have been discounted. I read that in one scenario quoted that the city said to wait until the next household count(census) in 2030, which is 7 years away. Are you kidding? This would be a tactic used to keep those in power longer in office. Since, we all know that the smaller protected zone that you(Quintanilla) have is less money to a run campaign in and has a smaller voter base, it is unfair for other people to have to run in one large district that have to spend even more money and have only a slight chance to win. I, myself tried this in 2012, spending over $6,000 of my own money to try and compete in the whole city of Palm Desert against the money/power machine. It shouldn’t be who has the most money gets to serve the community. As I have stated before 3/4 of Palm Desert are not being heard because the majority of the city council reside south highway 111 by 74. We as a community need more input and perspective from those that live in other parts of the city. If city council and the mayor say that we need to vote on this in 2024 again, then they are just stalling for more time to stay in power. So that would make it not happen until at least 2026 or 2028 to take effect. This is a easy fix that you could redistrict 5 area’s the year to be ready for the 2024 election in November. Sincerely, Terry Wood Non-Agenda Public Comment-2 Best wishes, Helen Gallegos Evans https://foreignpolicy.com/2021/04/17/smart-cities-surveillance-privacy-digital-threats-internet-of- things-5g/ Non-Agenda Public Comment-3 From:HELEN EVANS To:City Hall Mail Cc:CityClerk Subject:Mayor Kelly and City Council re Smart City Technology and Palm Desert Date:Wednesday, May 10, 2023 4:53:18 PM Dear Mayor Kathleen Kelly: I am greatly concerned about the current trajectory many elected and non-elected officials in cities are pursuing Smart City technology and policies. Although Smart Cities are being touted as “Sustainability” and “Equitable” and “Convenience,” Smart Cities are not being accurately described for what they really are - they are mass surveillance cities, which remove any sense of individual privacy. In fact, a euphemism for “smart cities” could be called “surveillance.” This means that Palm Desert will deploy surveillance technologies powered by automatic data mining, facial recognition, and other forms of artificial intelligence at a scale never seen before. As you know urban surveillance is a multibillion-dollar industry, with Palm Desert readily handing out money to contractors and nonprofits and creating new divisions in the city government to build the smart city industry and maintain it. While “smart cities” have been described by proponents with soothing promises of greener energy solutions, lower-friction mobility, and safer streets, the honest fact is these cities will be supercharged surveillance that encroach on free speech, privacy, and data protection. And, the facial recognition and related technologies at the scale that smart cities will employ are extremely worrisome. Moreover, the deployment and integration of surveillance technologies, such as sensors and biometric data collection systems - electronic, infrared, thermal, and LIDAR sensors form the basis of the smart grid. They do everything from operating streetlights to optimizing parking and traffic flow to detect crime. Therefore, these cities will become a veritable thicket of video surveillance. Identity collection devices will become commonplace, across public and private spaces. Can you imagine a world where you’re watched every second? Is that what you want for Palm Desert? While we do have these technologies now, we don’t have them at the scale that Smart Cities employ. I am asking that you do not make the Smart City plan for Palm Desert. I am asking that you remember a time when privacy was valued. I am including an article that I ask you to read. I know that in many cities, the council members are approving everything with a rubber stamp that has to do with Smart Cities, but I wonder if they are really considering the future that they are creating for residents? I am expressing my extreme concern about Palm Desert and am asking that you and the council members reject making Palm Desert a Smart City. I know I’m just a regular person, but I needed to express myself to you. You appear to be very reasonable and “Holistic.” Surely, it cannot be your dream to bring this massive surveillance state to Palm Desert. Smart Cities are the “shiny new button” that are being touted as the best thing around. However, there appears little thought for the implications smart cities bring and nobody would vote for digital prisons if they understood how vast the surveillance will be in smart cities. As previously stated, I know that money is being handed out like water and many of those who represent us are caught up in the euphoria of being on this new trend, but I can’t help but think this Pandora’s Box is going to bring great regrets in the future. I’ve done considerable research on this, using my own free time because I care about the future of Palm Desert. I don’t have any lobbyists or campaign donations to rush after - I’m just a concerned person. Thanks for listening and for your service. May you have a very successful term. I’ve cc’d the City Clerk on this email, asking that this letter be forwarded to the mayor and city council. Thanks so much. Non-Agenda Public Comment-4 City of Palm Desert Wayfinding Sign Program City Council Meeting May 11, 2023 Supplemental 2A-1 •Review Current Sign Locations •Review Existing Art Monument Signs •Review Existing Wayfinding Signs •Request for Direction 2 Overview of the Wayfinding Sign Program Supplemental 2A-2 Current Sign Locations Map Legend Supplemental 2A-3 Art Monument Signs •Five Located at main entrances to the city •Funded by the Art in Public Places Program •2004 Art Sign Restoration pending approval of Fiscal Year 2023/24 Budget 4 19961995 2006 1993 2004 Supplemental 2A-4 Wayfinding Signs •Wayfinding Program Approved March 2008 •76 located around the City •Signs Reserved for Civic Locations and Major Community Attractions: •Parks/Desert Willow •CSUSB-PDC/UCR •College of the Desert •Visitor Center/Chamber of Commerce •El Paseo •The Living Desert Zoo and Gardens •Historical Society •McCallum Theater 5Supplemental 2A-5 Request for Direction •Option 1: (Est $395,000) •Rebrand and update the current wayfinding design. To include: •New Wayfinding Panel Locations •New Points of Interest •Design Elements: Night Visibility and Interchangeability •Evaluate Current Locations •Or Option 2: (Est $180,000) •Keep Current Design •Update Panels to reflect new points of interest and/or new local attractions •Identify and replace panels that need maintenance •Option 3: (Est $150-200,000) •Design and Install a 6th Monument sign on Cook Street/1-10 City Entrance 6Supplemental 2A-6 Discussion/Questions Supplemental 2A-7 From:Gene Grant To:CouncilMeeting Comments Subject:Library Management Date:Monday, May 8, 2023 8:20:06 PM It is a shame that Palm Desert is forced to outsource the management of our own library, we urgently urge the Council to assume control and management of our library at this opportunity. We are a wonderful city and deserve nothing less. Thank you. Gene and Roberta Grant 73-126 Mirasol Ct. in Monterra Palm Desert, CA. 92260 Supp 2B-1 From:Dale Echols To:CouncilMeeting Comments Subject:Palm Desert Library Date:Tuesday, May 9, 2023 8:12:35 AM Attachments:image001.png I support the position that the Palm Desert library should be for the benefit of citizens of Palm Desert, not an income source for a company back East. Supp 2B-2 From:Paul Murphy To:CouncilMeeting Comments Subject:Fwd: Regarding: Palm Desert Library Date:Tuesday, May 9, 2023 2:12:28 PM Begin forwarded message: From: Jodie Miller <jodiemiller810@gmail.com> Subject: Fwd: Regarding: Palm Desert Library Date: May 9, 2023 at 10:16:24 AM PDT To: Paul Murphy <deswel3539@gmail.com> Hi Paul, Was this the kind of letter that you needed? I wrote it as if I were a citizen of Palm Desert and a teacher - which I was. I used my given name on purpose. Good luck, Jodie ---------- Forwarded message --------- From: Jodie Miller <jodiemiller810@gmail.com> Date: Mon, May 8, 2023 at 7:08 PM Subject: Regarding: Palm Desert Library To: Paul Murphy <deswel3539@gmail.com> To Palm Desert City Council, May 8, 2023 I have been told that Palm Desert may be having their own Library in the future - once again. I am so excited to know this and so are many teacher friends of mine. It has been missed by so many of the community, and I hope that this is voted on by the City Council. The Library is the place for so many activities, and it is needed at this time, as our Public School children's education is way behind other countries. We need good Librarians to work with our Children and to help develop their reading skills. The current Library is operated by a FOR-PROFIT company in Maryland. That is ridiculous! Our Library should be for the benefit of the Palm Desert Citizens - not an income source for Supp 2B-3 a company out of the area. Sincerely, Josephine Moody Miller 4th Grade Teacher jodiemiller810@gmail.com 46-380 Desert Lily Drive Palm Desert, CA 92260 -- Jodie Supp 2B-4 From:Maureen Furlong To:Níamh Ortega Subject:Library Date:Tuesday, May 9, 2023 2:45:37 PM I had no idea that a private for profit company was running the library. I feel strongly that the city should be running the library for the benefit of the citizens of Palm Desert. Maureen Furlong Supp 2B-5 From:Jann Buller To:Kathleen Kelly; Jan Harnik; Gina Nestande; Karina Quintanilla; Evan Trubee Cc:CouncilMeeting Comments Subject:Palm Desert Library Date:Tuesday, May 9, 2023 5:59:19 PM To Mayor Kelly and City Councilmembers: As a library patron, volunteer and member of the Friends of the Palm Desert Library,I encourage you to revive and expand the city’s involvement in our city library. Thecurrent operating structure limits what the PD Library can do and be for thecommunity. Absent active city involvement, the current structure defaults to minimum standards and service levels, which is unresponsive to Palm Desert-specific requirements and patron preferences. A few examples: · College of the Desert’s half of the library building has been vacant formore than two years, since COD relocated their library to another campus location. This space is rarely used by COD and then only briefly, depriving the PD Library and its patrons of expansion area that they could be enjoying. · Only two meeting rooms are available for public use within the PD half ofthe library. More meeting rooms are needed, including small roomsaccommodating 2-6 people for small study groups, discussions or meetings. · Riverside County has stopped buying print editions of newspapers andmagazines, shifting all periodicals to electronic access only. Print editions arepreferred by Palm Desert patrons and in high demand. The PD Library wasable to continue providing print periodicals to PD residents only after the Friends of the Library stepped in to pay for them. · Other RivCo policies are impeding services to Palm Desert Library patronsas well. Such as: o Centralized purchasing for library acquisitions at the county level, which limits the range of items available and excludes some items indemand by PD patrons, including popular new releases. o A looming prohibition on library staff accepting payment for items purchased in the Friends’ bookstore, which accounted for 70% of theFriends’ revenues of $40,000+ in 2022. This prohibition will sharplycurtail Friends’ ability to support PD collections and programs in future. · COD is responsible for facility maintenance. Response times formaintenance issues can be lengthy, which lowers the quality of patronexperience in the PD Library portion of the building, e.g., dim lighting,plumbing out of order. I urge you to adopt an active role in overseeing the Palm Desert Library and raise itto the level of the other amenities the city offers. More and better services wouldbenefit residents year-round and provide another attraction drawing snowbirds andvisitors to Palm Desert. Jann Buller Palm Desert Supp 2B-6 From:grnbeasley@aol.com To:Kathleen Kelly; Jan Harnik; Gina Nestande; Karina Quintanilla; Evan Trubee; CouncilMeeting Comments Subject:Palm Desert Library Date:Wednesday, May 10, 2023 10:59:40 AM To: Palm Desert City Council Re: Discussion of change in management for the Palm Desert Library My name is Joan Beasley. I am the past president of the Friends of Palm Desert Library and served in that capacity from 2004 to 2015. As a member of that board & president I participated as its representative on the Palm Desert Library Promotion committee from 2001 to 2015. I continue on the Friends’ board as an advisor. During my tenure the FoPDL (Friends of Palm Desert Library) provided annually approximately $25,000 to $40,000 in funding for early childhood, student, teen and adult programming, materials (primarily teen and large print), staff support (summer program binders/Golf Cart Parade participation, break room equipment, tee shirts for special occasions), library holiday décor, prizes & refreshments for library events. The original LSSI management team was very supportive and provided on- site assistance with author presentations, quarterly county meetings of all Friends’ groups representatives, and assistance with innovative library procedures and practices as well as tours of changes in county library facilities. There was a congenial relationship with the city clerk, P.D. Friends and Friends of Desert Libraries, the umbrella group which holds the 501c3. With the redevelopment agency changes in Riverside came a different, less productive culture. An expectation that Friends’ monies would be deposited/designated in their budget for purchase of materials rather than local staff advising about local preferences, a transfer of many volunteer duties ((book maintenance & repairs, etc.) to Riverside. Most residents who volunteered no longer do so. There is no longer support with programming/author visits. There has been a revolving door of Palm Desert library managers over the past ten years. I urge the council to proceed with a plan to take charge of managing the library. I believe local oversight and promotion will increase the resident and visitor participation and pride in the library, both as volunteers and patrons. Joan Beasley grnbeasley@aol.com Supp 2B-7 From:John Curran To:kkelly@cityofpalmdesert.gov; Jan Harnik; Gina Nestande; Karina Quintanilla; Evan Trubee; CouncilMeeting Comments Subject:Palm Desert Library Date:Wednesday, May 10, 2023 11:10:54 AM To The Members of the Palm Desert City Council: I write to urge the city council of Palm Desert to follow the recommendations of the Parks & Recreation Commission regarding management and operations of the Palm Desert library. The city, Riverside County, and the College of the Desert Community College (COD) entered into a cooperative agreement in 1993 to fund and operate the library. The agreement will be in place until 2059, a total of 66 years. I cannot find a reason in the record for the length of this agreement. I think it has not been a good deal for the city or the people who live in Palm Desert. The college owns the building, the county runs the service, and the city pays for reduced services from the county and the college. The college has left almost half the library building empty and in limbo for two years while there is a demand for more public meeting space and other functions as the college bides its time. The library functions are provided by the county via contract with a library services company. Service levels dwindle as the county finds ways to reduce contract costs. The county and the college have bigger fish to fry than worry about a 40,000 square foot property that is supposed to be for the residents of Palm Desert. Palm Desert has grown a lot since 1993. The seeds of the agreement in place now were sown in 1986 and signed thirty years ago. The residents of this city deserve their own library and fewer impediments from the county and the college. John Curran Palm Desert, California Supp 2B-8 From:Bob Dant To:CouncilMeeting Comments Subject:Palm Desert Library Management Date:Wednesday, May 10, 2023 4:32:24 PM I write to you in advance of the Council meeting tomorrow, as my wife Patsie and I will be out of town. We strongly urge you to oversee the management of the Library, and hire suitable staff with appropriate salaries and benefits to enable us to have the operation it deserves. We believe the Library should be for the benefit of the citizens of Palm Desert, not managed by a company with little long-term interest in our communities. Thank you for considering our thoughts. Bob Dant Supp 2B-9 From:rcprokay@aol.com To:CouncilMeeting Comments Subject:Library Date:Wednesday, May 10, 2023 7:35:54 PM Dear Mayor and Councilmembers, It’s not a healthy situation for Palm Desert’s library to be operated by a for profit company in Maryland. There was not a librarian in charge of the Palm Desert library for 26 months up until November of last year. The county sublets the management to the company mentioned above. That company started business in 1996 and its only customer was Riverside County. Still the only library management company in the US. Now has only 80 customers roughly in the US and 1/2 is Riverside County. The library should be for the benefit of citizens of Palm Desert, not an income source for a company back East. Christel Prokay Resident of Palm Desert Supp 2B-10 Updated Fire Service Estimate from 10.22 Memo 8/05/20XX SOURCES 2022/23 REV 2022/23 2023/24 2024/25 2025/26 2026/27 2027/28 2028/29 Structural Fire Tax (includes PT from County)$ 7,000,000 $ 7,000,000 $ 7,140,000 $ 7,282,800 $ 7,428,456 $ 7,577,025 $ 7,728,566 $ 7,883,137 Reimbursement for Ladder Truck $ 1,100,000 $ 1,100,000 $ 1,100,000 $ 1,100,000 $ 1,100,000 $ 1,100,000 $ 1,100,000 $ 1,100,000 Prop A Fire Tax $ 2,200,000 $ 2,200,000 $ 2,200,000 $ 2,244,000 $ 2,288,880 $ 2,334,658 $ 2,381,351 $ 2,428,978 EMS Cost Recovery $ 2,400,000 $ 2,400,000 $ 2,400,000 $ 2,424,000 $ 2,448,240 $ 2,472,722 $ 2,497,450 $ 2,522,424 Misc Fees (Permits, Fireworks,etc.)/Interest $ 20,000 $ 20,000 $ 20,000 $ 20,000 $ 20,000 $ 20,000 $ 20,000 $ 20,000 Vehicles Paid by General Fund $ 504,000 $ 504,000 $ 208,000 $ 235,000 $ 225,000 Total Revenue:$ 13,224,000 $ 13,224,000 $ 13,068,000 $ 13,070,800 $ 13,520,576 $ 13,504,405 $ 13,727,366 $ 14,179,539 USES 2022/23 REV 2022/23 2023/24 2024/25 2025/26 2026/27 2027/28 2028/29 Fire/EMS Cooperative Services Agreement $ 16,145,375 $ 17,198,285 $ 19,267,535 $ 20,852,398 $ 25,293,143 $ 26,535,791 $ 27,840,570 $ 29,216,299 Wittman Billing Services $ 385,000 $ 385,000 $ 385,000 $ 385,000 $ 473,550 $ 497,228 $ 522,089 $ 548,193 Federal Quality Assurance Fee $ 235,000 $ 235,000 $ 235,000 $ 235,000 $ 289,050 $ 303,503 $ 318,678 $ 334,612 Contingency Fund $ 50,000 $ 50,000 $ 50,000 $ 50,000 $ 61,500 $ 64,575 $ 67,804 $ 71,194 Other (admin fees,utilities, R/M bldgs,etc.)$ 242,500 $ 242,500 $ 249,775 $ 262,264 $ 322,584 $ 338,714 $ 355,649 $ 373,432 Capital Projects $ 530,000 $ 530,000 $ 293,000 $ 125,000 $ 179,000 $ 125,000 $ 125,001 $ 125,002 Capital Office Equipment $ 108,400 $ 108,400 Capital Vehicles $ 504,000 $ 504,000 $ 208,000 $ 235,000 $ 225,000 Total Expenditures:$ 18,200,275 $ 19,253,185 $ 20,688,310 $ 21,909,662 $ 26,853,828 $ 27,864,809 $ 29,229,791 $ 30,893,731 Surplus/(Deficit)-Transfer Needed $ (4,976,275)$ (6,029,185)$ (7,620,310)$ (8,838,862)$ (13,333,252)$ (14,360,404)$ (15,502,425)$ (16,714,192) Transfer in from the General Fund $ 4,600,000 $ 4,600,000 $ 5,300,000 $ 8,900,000 $ 13,500,000 $ 14,500,000 $ 15,500,000 $ 16,500,000 Fire Fund Balance @ FY End (Fund 230)$ 3,759,199 $ 2,706,289 $ 385,979 $ 447,117 $ 613,865 $ 753,461 $ 751,036 $ 536,844 *Adds Ops for 102 (keeping 71 operational)and excludes operation costs for Arena truck anticipated at $3.5M/year. 23% increase in ops costs for 102 applied to Wittman, FQAF, other and contingency DATE: FROM: RE: October 2022 MEMORANDUM Riverside County Fire Department Bill Weiser County Fire Chief Diane Sinclair, Fire Deputy Director of Administration FY 22/23 Exhibit A Estimates The following updates are included in each Exhibit A Estimate for FY 2022/23. Exhibit A Estimate •The direct CalFire personnel costs have been calculated using the following information. o All Salaries are based on Salary, Pay Differentials, and Operating Expenses Schedule FY 2022-2023 dated January 31, 2022 (Attachment A) at the highest amount and increased as follows. o Benefits and Admin Fee are based on Staff Benefit Rate Matrix FY 2022-23 dated February 2022 -Preliminary (Attachment 8). We are still awaiting the final rate matrix for FY 2022-23. o Included in each position calculation is 446 hours of overtime. o Included are the increases outlined in the Tentative Bargaining Agreement (Attachment C) published in September 2022.•Salary increase of 2.5% effective July 1, 2022•Salary Increase of 2% effective January 1, 2023•Longevity Pay increase by 2% per each existing tier•Educational Pay Incentive increase of $75 per pay period •The direct County employee classifications estimates are based on FY 22/23 highest budgeted amount, not necessarily the highest step. This amount includes an increase of 2% effective in May 2022 and 2.5% effective in May 2023. All invoices will be at actual costs for the specific employee in the position. •Support Services Costs (Cost Allocation) o The Final FY 22/23 Cost Allocation will be approved by the Board of Supervisors on October 18, 2022. o The Final FY 22/23 Cost Allocation Plan is based upon budget and reconciled to Supp 2C-1 actual costs in the 4th quarter invoice. o The changes are outlined in Attachment D. •Fire Engine Use Agreement o The actual rate has not changed from the amount provided in March 2022. It is based on the following information.•The cost is based on the current contracted costs for Type I Fire Engines that will be received in FY 22/23. This cost is spread over 20 years to obtain the Use Agreement amount. The FY 22/23 cost is 36,250 per engine.•This rate may change in FY 23/24, due to inflation cost increases and dependent on expected receipt dates of new engines. We only adjust this rate when actual known costs change. We will not modify the amount in the middle of a fiscal year. o The agreement is not a capital replacement fund. It guarantees a working fire engine is always available. If the city partner retains ownership, all capital improvements and insurance is the responsibility of the city. The city may donate the engine to the County and this responsibility will revert to the County. •Structural Fire Tax Credits (for those cities with pass through on taxes) o The credit is the same as the amount estimated for the FY 22/23 Exhibit A estimates in March 2022. o The credit is an estimate and a new estimate may be calculated along with the Final Rate Matrix in December/January 2022/23. Each credit is reconciled with the actual reports from the County Auditor Controller in the 4th Quarter Invoice. Please contact your respective Division Chief or Diane Sinclair at (951) 940-6846 diane.sinclair@fire.ca.gov or Letty Morales at (951) 940-6778 letty.morales@fire.ca.gov with any questions related to the Exhibit A estimate. Thank you. Attachments: A -Salary, Pay Differentials, and Operating Expenses Schedule FY 2022-2023 Dated January 31, 2022 B -Staff Benefit Rate Matrix FY 2022-23 dated February 2022 -Preliminary C -CA Dept of Human Resources Summary of Collective Bargaining Agreement for Unit 8 D -FY 22/23 Cost Allocation Changes Supp 2C-2 ATTACHMENT A Supp 2C-3 State of California Natural Resources Agency Memorandum To: From: Region Chiefs Assistant Region Chiefs Unit Chiefs Unit LG Contacts Gabrielle Avina fA Deputy Director, Cooperative Fire Protection Date: January 31, 2022 Telephone: (916) 653-7772 Website: www.fire.ca.gov California Department of Forestry and Fire Protection (CAL FIRE) Subject: 8500 COOPERATIVE FIRE PROGRAMS Local Government Program Schedule A and Amador Plan Salary, Pay Differentials, and Operating Expense Schedule FY 2022-2023 The rates in this memorandum are for use in Public Resources Code (PRC) §4142 Schedule A") and PRC §4144 ("Amador") Agreements for Fiscal Year 2022-2023. These rates are based on the current provisions of the negotiated Memorandum of Understanding (MOU) for the various Bargaining Units (BUs), laws, rules, regulations and/or personnel policies established by the California Department of Human Resources (Cal HR). This memorandunn and any associated updates can be found on the CALFIRE Intranet under the Local Government Resources Page at: https://inside.fire.ca.gov/offices-programs/fire-protection/local-government/. The salaries identified in this schedule are based on current negotiated Memorandum of Understandings and applicable projected increases scheduled for implementation on July 1, 2022, and may be subject to change, as identified by CalHR. STAFF BENEFIT RATES The components of the staff benefit that apply to the salary and wages in the expense schedule are identified below and include: 'Full Staff Benefit Rate. 2Retire ment, Employee Leave Buyout, Medicare and Prefunding of post-employment benefits. 3Medicare only. 4Retirement , Medicare and Prefunding of post-employment benefits. 5Social Security and Medicare only. *Staff Benefit Rates are not included for this expenditure. Supp 2C-4 RA TE LETTER FY 2022-2023 Page 2 PAY DIFFERENTIALS All pay differentials are classification specific and may be eliminated due to classification, duties, or qualification changes. For complete listing of rates for all eligible classifications, please refer to the pay differential. 1. NIGHT-SHIFT PAY DIFFERENTIAL 1 In accordance with Night-Shift Pay Differential 85 and applicable BU MOUs, eligible rank and file employees in covered classifications working a qualifying shift and meeting the applicable criteria shall be eligible to receive this pay differential. This differential is included in the rate when calculating overtime. •For BU 07 employees (e.g., Communications Operators), if four or more hours of the regularly scheduled work shift falls between 1800-0600 hours, add $1.00/hour for the entire shift. BU 07 employees must work the regularly scheduled work shift for a minimU1m duration of one month 2. HAZMAT PAY DIFFERENTIAL' In accordance with Recruitment and Retention Pay Differential -Hazardous Materials /HAZMAT) 143 and the BU 08 MOU, Section 17.9, rank and file employees and excluded employees associated with BU 08 regularly assigned to any CAL FIRE dedicated HAZMAT emergency response unit on a full-time basis, or at the discretion of the Unit Chief, any BU 08 employee who is a HAZMAT Technician or Specialist, who is required to maintain certification and a yearly baseline physical as part of his/her assignment as a member of a HAZMAT Response Team shall be eligible to receive a pay differential of $150 per pay period while so assigned. This differential is included in the rate when calculating overtime. 3. LONGEVITY PAY DIFFERENTIAL' In accordance with Longevity Pay Differential 73 and the BU 08 MOU, Section 17.10, rank and file employees and excluded employees associated with BU 08, shall be eligible to receive a monthly pay differential calculated above the base salary as listed below and is included in the rate when calculating overtime: S OF SE , R.11,Tle 17 and 18 1% 19 2% 20 3% 21 4% 22, 23, and 24 5% 25 7% 4. BILINGUAL PAY DIFFERENTIAL' In accordance with Bilingual Pay Differential 14 and applicable BU MOUs, eligible rank and file employees and excluded employees meeting the applicable criteria shall be eligible to receive a pay differential for up to $200 per pay period. This differential is included in the rate when calculating overtime for classifications eligible for overtime. Supp 2C-5 RA TE LETTER FY 2022-2023 Page 3 5. EDUCATIONAL INCENTIVE PAY DIFFERENTIAL' In accordance with Educational Incentive Pay Differential 45 and the BU 08 MOU, Section 17 .11, all permanent rank and file employees who meet at least one of the following criteria will be eligible to receive a pay differential of $75 per pay period: •Permanent employees in fire protection classifications who have been journeyed under the approved Joint Apprenticeship Committee (JAC) program or who have been granted a journey-level equivalency, or permanent employees in fire protection classifications with an appointment prior to the initiation of the California Fire Fighter JAC program on July 1, 1983. •Employees in the following classifications: Battalion Chief, Forester I, and Fire Captain. •Permanent employees in classifications that do not require a JAC certificate program (e.g., Forestry Fire P1ilot, Fire Prevention Assistant, Fire Prevention Specialist I and II, and Forestry Logistics Officer I who have completed 60 units from and accredited community college, college, or university. This differential is included in the rate when calculating overtime. 6. ASSISTANT CHIEF PAY DIFFERENTIAL' In accordance with Assistant Chief Pay Differential 9, employees in the Assistant Chief classification serving in a qualifying assignment (Deputy Chief) meeting the applicable criteria shall be eligible to receive a pay differential of 1.9% calculated above the base salary per pay period. I CLASSIFICATION Assistant Chief MAX $199 7. CAL FIRE CHIEF OFFICER AND RELATED CAREER EXECUTIVE ASSIGNMENT (CEA) RECRUITMENT AND RETENTION PAY DIFFERENTIAL' In accordance with CAL FIRE Chief Officer and Related CEA Recruitment and Retention Pay Differential 369, eligible incumbents in an identified classification will receive this monthly pay differential, specific to the classification. This differential is for the purposes of recruiting and retaining experienced staff in the Chief Officer series. For the first 24 months, eligible incumbents will receive a monthly differential with a phased portion subject to CalPERS deduction. After 24 months, eligible incumbents receive the full monthly differential which will be subject to CalPERS deduction for retirement contributions. STAGING PERIOD ,CONTRIBUTION FACTOR First 12-month period: PERSable = smaller portion Non-PERSable = laraer nnrtion Second 12-month period: PERSable = larger portion Non-PERSable = smaller portion After 24-month period: All PERSable Supp 2C-6 RA TE LETTER FY 2022-2023 Page 4 8. COMMERCIAL DRIVERS LICENSE PAY DIFFERENTIAL (HEM)' In accordance with the Commercial Driver's License Class A or B Pay Differential 34 and the BU 12 MOU, Section 2.15, all Heavy Equipment Mechanics (HEM) shall be eligible to receive a pay differential of 5% per pay period for possession and use of a commercial driver license when regularly assigned to a position operating vehicles which require the appropriate driver's license. The 5% is calculated on the base salary at the maximum of Range A. This differential is included in the rate when calculating overtime. MAX $302 9. PASSENGER ENDORSEMENT PAY DIFFERENTIAL (HFEO)' In accordance with Passenger Endorsement Pay Differential 228 and the BU 08 MOU, Section 17.13 all permanent Hleavy Fire Equipment Operators (HFEO) possessing a passenger endorsement on their driver's license are eligible to receive a pay differential of $75 per pay period. This differential is included in the rate when calculating overtime. 10.FIRE MISSION PAY DIFFERENTIAL' In accordance with Fire Mission Pay Differential 59 and the applicable MOUs, employees in eligible classifications receive the appropriate increase during the declared fire season for the employee's Unit, Region, or other Administrative Unit. Eligible employees will receive a pay differential of one or two pay step increases in accordance with the pay differential. One step is equivalent to 5%. This differential is included in the rate when calculating overtime. CLASSIFICATION MAX Heavy Equipment Mechanic. Range A $604 Heavy Equipment Mechanic, Range B $662 Materials and Stores Specialist, Range A $228 Materials and Stores Specialist, Range B $250 Fire Prevention Specialist I $229 Fire Prevention Specialist II $262 Forestry Aide $195 Forestry Assistant I, Range A $259 Forestry Assistant I, Range B $284 Forestry Assistant, II Range A $298 Forestry Assistant, II Range B $327 Forestry Logistics Officer I, Range A $241 Forestry Logistics Officer I, Range B $265 Forestry Logistics Officer 11 $265 Forestry Technician, Range A $227 Forestry Technician, Range B $248 11.EXTENDED DUTY PAY DIFFERENTIAL' In accordance with Extended Duty Pay -Excluded Employees Pay Differential 54, excluded employees in eligible classifications whose primary responsibility is in a Supp 2C-7 RA TE LETTER FY 2022-2023 Page 5 fire protection or resource management program are eligible for a 15% monthly pay differential. This is calculated on the employee's base salary. CLASSIFICATION MAX Assistant Chief $1,568 Forester II (Supervisory) $1,345 Forester 111 $1,413 Forestry Equipment Manager I $1,191 Forestry Equipment Manager II $1,265 12.PARAMEDIC RECRUITMENT AND RETENTION PAY DIFFERENTIAL• In accordance with Paramedic Recrl!litment and Retention Pay Differential 247 and the BU 08 MOU, Section 17 .12, the pay differential shall be paid annually in the November pay period for the pay periods covering the previous November through October. This differential is included in the rate when calculating overtime. All qualifying pay periods in one of the following eligible classifications shall count in determining the rate of pay: CLASSIFICATIONS Fire Fighter II (Paramedic) Fire Apparatus Engineer (Paramedic) Fire Captain (Paramedic) The rates are as follows: QUALIFYING PAY PERIODS COST PER PAY PERIOD 1-12 $250 13-24 $300 25-36 $350 37 or more $500 If the employee transfers/promotes, the Unit receiving the employee will be responsible for the pay periods in the newly assigned Unit. The Unit where the employee came from will be responsible for the remaining pay periods. 13.EMERGENCY RESPONSE BONUS (ERB)4 In accordance with the ERB Pay Differential 50, the following positions will be charged for extended staff availability if an employee is assigned to an Emergency Response Assignment. This 5% ERB is calculated on the employee's base salary. CLASSIFICATION MAX. Forestry Equipment Manager I $397 Forestry Equipment Manager II $422 Forester I (Non-supervisory) $379 Supp 2C-8 RA TE LETTER FY 2022-2023 Page 6 Forester II (Supervisory) Forester 111 $448 $471 14.RECRUITMENT AND RETENTION DIFFERNTIAL PAY-GREATER BAY AREA FACILITIES 3 In accordance with the Recruitment and Retention Pay Differential 409, unit 12 employees who are designated a headquarters work in the Greater Bay Area (counties include Alameda, Contra Costa, Marin, Monterey, Napa, San Francisco, San Joaquin, San Mateo, Stania Clara, Santa Cruz, Solano, and Sonoma), shall be elignble for a recruitement and retention differential of (5%) of their base pay for each qualifying pay period. 15.FLEXELECT AND COBEN EXCESS/CASH PAYMENT 5 Employees may be eligible for a cash payment through FlexElect or GOBEN Excess/Cash. This compensation is included in the rate when calculating overtime. FlexElect: Employees may be eligible to receive cash in lieu of their own State- sponsored medical insurance and/or dental insurance plan. •$128 per month in lieu of health plan only •$12 per month in lieu of dental plan only •$140 per month in lieu of health and dental plans CoBen Cash: Employees may be eligible to receive cash in lieu of their own State-sponsored medical insurance and/or dental insurance plan. •$130 per month for employees in lieu of health plan only •$155 per month for employees in lieu of health and dental plans CoBen Excess: Employees who elect to enroll in State-sponsored medical and/or dental insurance may receive the excess funds should their CoBen Allowance not be fully expended on coverage costs. Eligibility and cash amount vary by employee, Bargaining Unit and benefit plan. SALARY AND POST COVERAGE 16.PERSONAL SERVICES MONTHLY SALARY RANGES' See attached spreadsheet (Appendix A). For a complete listing of all civil service classifications and associated pay structure, please refer to the State of California Civil Service Pay Scales. 17.CONTRACTUAL POST COVERAGE' The monthly contractual post coverage is calculated at top step for salary and Extended Duty Week Compensation (EDWC) overtime and benefits. Supp 2C-9 RA TE LETTER FY 2022-2023 Page 7 OVERTIME AND OTHER MISCELLANEOUS COMPENSATION 18.EXTENDED DUTY WEEK COMPENSATION (EDWC) (formerly Planned Overtime)2 In accordance with the BU 8 MOU, EDWC (76 or 124 hours per work period) is calculated (rounded) utilizing the maximum salary rate of the classification utilizing the BU 8 MOU formula described below. Additionally, the average monthly rate in the chart below is determined by multiplying the monthly EDWC compensation by the number of work periods per year (13), then dividing by 12. Formula: ((Salary+ 4.33) + Clock) X factor)= Hourly Rate of Pay {HROP) The following budgeted Schedule A positions used by local government must have EDWC budgeted for each month at the following rates: I EDWC WITHOUT EDWC WITH HAZMAT CLASSIFICATION HAZMATPAY PAY DIFFERENTIAL* DIFFERENTIAL* Battalion Chief $4,061 $4,240 Fire Aooaratus Enaineer $3128 $3,248 Fire Annaratus Enoineer (Paramedic} .. $3,615 $4,188 Fire Caotain, Ranae A $3,505 $3,670 Fire Caotain /Paramedic\'* $4 017 $4 188 Fire Fiohter I* $2,441 $2,583 Fire Fichter II $2,824 $2,973 Fire Fiahter II /Paramedic\'* $3 288 $3 441 Fire Lookout• $2,370 $2,509 Heavv Fire Eauioment Ooerator, Ranae A $3,505 $3,670 ..• Includes Longevity Pay, but not eligible for Educational Pay Differential. ••Includes Paramedic Recruitment and Retention Pay Differential. 19.OVERTIME (OT) OT requirements beyond the scheduled duty week should be budgeted at 1-1/2 times or the rate set forth in the applicable MOU. OT may also be budgeted to cover positions or may be in-lieu of the emergency response charge when continuous emergency availability is not required. The hourly rate of OT is dependent upon classification and additional compensation such as pay differentials. •Certain classifications may or may not be subject to Social Security and/or Medicare. Eligibility may vary based upon classification and on employment history. 20.WORK WEEK GROUP (WWG) E REALLOCATION TO WWG 2* The Forester I (Nonsupervisory) classification is eligible to be reallocated. All qualifying emergency overtime will be compensated at the time and one-half rate when the criteria identified in Section 10 of the State of California Civil Service Pay Scales are met. Supp 2C-10 RA TE LETTER FY 2022-2023 Page 8 21. AMADOR PROGRAM ENGINE STAFFING CAL FIRE will assign sufficient personnel to provide one operator, per Amador engine, per day. The cooperator will be responsible for providing funds for a minimum of one employee, per engine, per day for 2.0 staffing and funding for any additional positions to meet engine staffing requirements in excess of 2.0 and all unplanned overtime costs. SUPPORT STAFF RA TES 0 Costs for Battalion Chiefs, Emergency Command Center Staff, Fire Prevention staff, Training staff or other positions with a significant commitment to the cooperating agency as determined by the Unit Chief are: CLASSIFICATION MONTHLY COST Battalion Chief (Nonsupervisory) $1,107.00 Fire Captain $935.00 Fire Apparatus Engineer $831.00 22. OPERATING EXPENSES A. Coveralls for Heavy Fire Equipment Operators (HFEO)* and HEM* In accordance with BU 08 MOU, Section 11. 12, HFEOs receive two sets of coveralls that are provided and maintained by the employer. The cost may vary depending on location. In accordance with BU 12 MOU, Section 4.4, identified employees and HEMs receive employer-provided-and-maintained coveralls through a cleaning service. The cost may vary depending on location. •Use $9 per pay period for each HFEO and HEM B. Communications The communication rate from the Department of General Services (DGS) has been recalculated individually for each CAL FIRE Unit that is using the DGS Telecom Division. Use the following rates for Fiscal Year 2022-2023: PUBLIC RESOURCES CODE SECTION 4142 TOTAL MONTHLY MAINTENANCE COST Riverside County Fire Department $48,240.43 City of Highland $128.41 Yucaipa Telecom $256.83 Merced County Fire $170.63 Supp 2C-11 RA TE LETTER FY 2022-2023 Page 9 PUBLIC RESOURCES CODE SECTION 4144 Mobile Radio $13.75 Electronic Siren $8.29 Fixed Stations $66.31 Handie Talkie $7.08 HOURLY RATE Engineer Time $171.00/hour Technician Time $144.00/hour C. Information Technology Costs for Information Technology (IT) services are identified below: IT SERVICE/MAINTENANCE MONTHLY ANNUALLY Target Solutions Account CAL FIRE Uniform $75.00 Target Solutions Account CAL FIRE Support Staff $37.50 and Assistant Chief and above Target Solutions Account Seasonal Firefighter $50.00 (FF) Target Solutions Account Volunteer or Paid Call $50.00 FF INTIME Solutions/ ISELINK Account $57.00 D. Uniform Allowance• For BU 01, BU 07, BU 12, and managers and supervisors, retirement or staff benefits are not deducted. BU 01, BU 07, and BU 12 employees must work an entire year to receive reimbursement. In accordance with BU 07 MOU, employees receive a $25 per month for the maintenance and cleaning of the uniforms. For employees who work the whole month, bill the monthly rate. For employees who work less than a full month on Schedule A, calculate by the number of days worked within the month. MONTHLY RATE BARGAINING UNIT YEARLY RATE FOR BILLING PURPOSE ONLY BU 08 and Supervisors/Managers MOU Section 12.3 Permanent Full-Time Wearer $2,130 $177.50 Seasonal NIA $178.00 BU 12 MOU Section 12.8 Heavy Equipment Mechanic $670 $55.83 Materials and Stores Specialist $670 $55.83 BU 07 MOU Section 12.2 Communications Operator $950 $104.17 Supp 2C-12 RA TE LETTER FY 2022-2023 Page 10 BU 01 Supervisors MOU Section 12.11 Business Service Officer I (Supervisor) (with $450 $37.50 receipts) E. Tool Allowance In accordance with BU 12 MOU Section 12.6 Permanent, Full-Time HEMs not provided with tools furnished by the contracting agent or having access to the necessary tools to perform required tasks will receive an annual tool allowance of $575. F. Utilities Utilities and telephone charges are budgeted based on projections of actual expenses for 4142 agreements. Amador Plan utility rates are: UTILITIES RATE PER MONTH Unit Emergency Command Center $90.00 Fire Station Normally Opened for Administration During 50% of Projected Costs Winter Fire Station Normally Closed (Except CAL FIRE Costs) 100% of Projected Costs G. Vehicle Maintenance •Local Agency-Owned Equipment that are to be maintained and repaired by CAL FIRE must be budgeted and listed by category (e.g., flat rate, mileage rate, or actual cost) in the Exhibit D, Schedule A and then described on Exhibit D, Schedule D of the Cooperative Fire Programs Fire Protection Reimbursement Agreement. Local agency equipment is categorized as follows: 1. RATED EQUIPMENT 2. UNRATED EQUIPMENT (A) Monthly Flat Rate (C) Actual Cost (B) Mileage Rate (C) Actual Cost •Rated Equipment 1(A) applies to fire apparatus built on commercial chassis less than 15 years old and on custom chassis less than 20 years old. Surveyed CAL FIRE engines and apparatus obtained through federal surplus may not be included. Equipment should be identified to the 3rd element as described below, then a Unit derived monthly flat rate should be set based on past and projected future expenses for the equipment funded in the contract. Supp 2C-13 RA TE LETTER FY 2022-2023 Page 11 cc: Rated Eguipment 1 (Al 2nd Element 3rd Element 1st Element Main Engine Estimated Size and Type Fuel Type Monthly Mileage 1. Fast Attack Unit A= Gasoline 1. 0-500 miles 2. Engine Less Than 1000 GPM B = Diesel 2. 500+ miles 3. Engine 1000 GPM and Over 4. Aerial Apparatus or Other Specialized 5. Water Tender, 1500 Gallons and Over •Rated Equipment 1(8) applies to passenger and service-type vehicles. Surveyed CAL FIRE vehicles and vehicles obtained through federal surplus may not be included. Rated Eguipment 1181 $/Mile As of 01/01/22 Sedans/Pickups/Service Vehicles $0.585 •Rated Equipment 1(C) and Unrated Equipment 2(C) applies to vehicles that will be operated, maintained and repaired at actual cost up to the maximum dollars budgeted in schedules. •State-Owned Equipment State-owned vehicles registered in the name of the state and operated on behalf of the local agency. Sedans/Pickups $/Mile As of 01/01/22 Schedule A $0.585 Amador Plan $0.585 Engines $/Month Schedule A $1,431.00 Amador Plan $1,431.00 Any questions on the Local Government Program can be directed to Lev Karshtedt the Local Government Program Anaylst. Joe Tyler Tony Favro Melissa Gamer Kelly Mandell Lev Karshtedt Kerry Garcia Christy White Trish Addison Danielle Greco Ruth Torres Supp 2C-14 APPENDIX A PERSONNEL SERVICES MONTHLY SALARY RANGES (For a full listing of all civil service classifications, see the State of California Civil Service Pav Scales) CBID RET. CLASSIFICATION MINIMUM MAXIMUM ----------------------------------sos POF Assistant Chief $S,07S $10,452 ROS POF Battalion Chief $5,3S1 $6,9S3 ROS POF Fire Apparatus Engineer $4,341 $5,362 ROS POF Fire Annaratus Enoineer (Paramedic) $4,641 $5,741 ROS POF Fire Captain (Paramedic) $4,969 $6,439 ROS POF Fire Captain, Range A $4,641 $6,017 ROS POF Fire Fighter 11 $3,72B $4,B34 ROB POF Fire FiQhter II (Paramedic) $3,990 $5,172 ROS POF Firefighter I $3,443 $4,351 ROB POF Forester I (Nonsupervisory) $5,S45 $7,5B5 SOB POF Forester II (Supervisory) $6,911 $B,964 SOB POF Forester Ill $7,256 $9,417 sos POF Forestry Equipment Manager I $6,119 $7,940 SOB POF Forestry Equipment Manager II $6,496 $B,431 ROB POF Heavy Fire Equipment Operator, Range A $4,S72 $6,017 ROB POF Forestry Aide $3,240 $3,903 ROS POF Forestry Technician, Range A $3,49S $4,536 ROS POF Forestry Technician, Range B $3,S21 $4,957 ROB POF Forestry Assistant I, Range A $4,002 $5,1BB ROB POF Forestrv Assistant I, Ranae B $4,3BO $5,6B1 ROS POF Forestry Assistant II, Range A $4,594 $5,959 ROS POF Forestry Assistant II, Range B $5,043 $6,540 R07 SAF Communications Operator, Range A $4,000 $5,509 R07 SAF Communications Operator, Ranqe B $4,526 $6,233 R01 MIS Accountant I (Specialist), Range A $3,600 $4,506 R01 MIS Accounting Technician $3,30S $4,145 S01 MIS Administrative Officer I, Res. Agency,$4,144 $5,115 Ranae A S01 MIS Administrative Officer I, Res. Agency,$4,96B $6,149 Ranae B S01 MIS Administrative Officer II, Res. Agency $5,970 $7,41S R01 MIS Business Service Officer I (Specialist),$4,SBB $5,744 Ranae A ROS MIS Fire Prevention Specialist I $3,49S $4,SBO ROS MIS Fire Prevention Specialist II $4,002 $5,241 ROS MIS Forestry Logistics Officer I, Range A $3,729 $4,B26 ROB MIS Forestry Logistics Officer I, Range B $4,057 $5,310 SOB MIS Forestry Loaistics Officer II $4,097 $5,304 R12 MIS Heavy Equipment Mechanic, Range A $5,236 $6,035 R12 MIS Materials and Stores Specialist, Range A $3,652 $4,560 R12 MIS Materials and Stores Specialist, Range B $3,972 $5,001 R04 MIS Office Assistant (General), Ranae A $2,7S6 $3,4BB R04 MIS Office Assistant (General), Range B $3,063 $3,S34 R04 MIS Office Assistant (Typing), Range A $2,SSO $3,606 R04 MIS Office Assistant (Typing), Range B $3,123 $3,912 Supp 2C-15 APPENDIX A PERSONNEL SERVICES MONTHLY SALARY RANGES (Cont'd.) CBID RET. CLASSIFICATION MINIMUM MAXIMUM R04 MIS Office Technician (General), Range A $3,308 $4,145 R04 MIS Office Technician (Typing), Range A $3,369 $4,217 R01 MIS Staff Services Analyst (General), Range A $3,534 $4,428 R01 MIS Staff Services Analyst (General), Range B $3,826 $4,789 R01 MIS Staff Services Analyst (General), Range C $4,588 $5,744 R01 MIS Telecom. Systems Analyst I, Range A $3,534 $4,646 R01 MIS Telecom. Systems Analyst I, Range B $3,826 $5,030 R01 MIS Telecom. Systems Analyst I, Range C $4,588 $6,031 R01 MIS Telecommunications Systems Analyst II $5,518 $7,256 R12 MIS Warehouse Worker, Range A $3,652 $4,170 R12 MIS Heavv Equipment Mechanic, Ranae A $5,236 $6,035 R12 MIS Heavy Equipment Mechanic, Range B $5,748 $6,623 NOTE: Some civil service classifications include alternate ranges if applicable criteria are met. PAY DIFFERNTIAL MATRIX PAY DIFFERENTIAL PAY DIFF # PERSable OVERTIME I LUMP SUM OPEB Night Shift 85 y y y y Hazmat 143 y y y y Longevity 73 y y y y Bilingual 14 y y y y Education 45 y y y y Assistant Chief 9 y N y y Recruitment and 369 y N y y Retention Commercial DL 34 y y y y Passenger 228 y y y y Endorsement Fire Mission 59 y y y y Extended Duty Pay 54 y N y y Paramedic 247 y y N y Emergency Response 50 y N N y Bonus Incident Command 63 N N N N Assianment Supp 2C-16 ATTACHMENT B Supp 2C-17 STAFF BENEFIT RATE MATRIX 2022·23 February 2022 • Preliminary STAFF BENEFIT RATES MISC. SAFETY BU7 RETIREMENT 32.50% 23.08% EMPLOYEE LEAVE BUYOUT 2.21% 2.21% HEAL TH/DENTALNISION /HOV\ 24:19% 24.19% SOCIAL SECURITY INSURANCE ISSI\ 6.20% n/a MEDICARE TAX 1.45% 1.45% LIFE INSURANCE 0.00% 0.00% SURVIVOR'S BENEFITS n/a 0.12% PREFUNDING OF POST EMPLOYMENT 3.50% 4.00% BENEFITS SUBTOTAL 70.05% 55.05% WORKERS" COMPENSATION 8.B1% 8.81% TOTAL 78.86% 63.86% UNEMPLOYMENT INSURANCE (applied to Fire MISC.SAFETY Fiohter I onlvl UNEMPLOYMENT INSURANCE n/a n/a ADMINISTRATIVE RATE (Include In all contract MISC. SAFETY costsl STATEWIDE PRO RATA 4.99% 4.99% CAL FIRE INDIRECT 7.02% 7.02% TOTAL 12.01% 12.01% STAFF BENEFIT RATES MISC. SAFETY UNPLANNED OVERTIME'" 7.65% 1.45% EDWC OVERTIME-• 0.00% 0.00% UNIFORM ALLOWANCE' 0.00% 0.00% PARAMEDIC RETENTION,.,. 0.00% 0.00% EMERGENCY RESPONSE BONUS .... 0.00% 0.00% ARDUOUS DUTY ASSIGNMENT .. 7.65% 0.00% Medicare Social Security and Medicare SAFETY POF BU12 23.08% 53.25% 2.21% 2.21% 24.19% 24.19% nta n/a 1.45% 1.45% 0.00% 0.00% 0.12% 0.12% 4.60% 4.40% 55.65% 85.62% 8.81% 8.81% 64.46% 94.43% SAFETY POF n/a 14.39% SAFETY POF 4.99% 4.99% 7.02% 7.02% 12.01% 12.01% SAFETY POF 1.45% 1.45% 0.00% 61.31% 0.00% 1.45% 0.00% 54.70% 0.00% 54.70% 0.00% 1.45% Retirement, Employee Leave Buyout. Medicare, and Prefunding of post employment benefrts ·•·· Retirement and Medicare Please contact Lev Karshtedt at Lev.Karshtedt@fire.ca.gov or Chief David Scheurich at Oavid.Scheurich@fire.ca.gov if there are questions regarding these rates. Supp 2C-18 ATTACHMENT C Supp 2C-19 CALIFORNIA DEPARTMENT OF HUMAN RESOURCES SUMMARY OF COLLECTIVE BARGAINING AGREEMENT FOR BARGAINING UNIT 8 Exclusive Employee Representative: CAL FIRE Local 2881 Number of Employees: Approximately 8,098 full-lime equivalents General Provisions I. Compensation Genera/ Salary Increases (Section I 7.2) •Effective July 1, 2022, all Bargaining Unit 8 (BU) 8 employees shall receive a general salary increase of 2.5 percent. •Effective January 1, 2023, all BU 8 employees shall receive a genera salary increase of 2 percent. •Effective July 1, 2023. all BU 8 employees shall receive a general salary increase of 2 percent Longevity Pay (Section I 7. I OJ •Effective the first day of the pay period following ratification by both parties, the longevity monthly pay differential will be increased by 2% for each existing tier. Educational Pay Incentive (Section I 7. I I J •Effective the first day of the pay period following ratification by both parties, the educational pay incentive shall be increased from $75 per pay period to $150 per pay period. Transportation Incentives and Parking Rates (Section I 2. 9) •Effective the first day of the pay period following ratification by both parties, employees wor1<.ing in areas served by mass transit will be eligible for a 100 percent discount on public transit passes up to the exclusion amount provided by the Internal Revenue Service. •Effective the first day of the pay period following ratification by both parties, employees riding in vonpools or driving vonpools will be eligible for a 100 percent reimbursement of the monthly fee up to the exclusion amount provided by the Internal Revenue Service. l Supp 2C-20 II. Post-Employment Benefits (OPEB) (Seclio:n 13.13) Prefunding of Postretirement Health Bene:fits •Effective the first day of the pay period following ratification by both parties, the employer and employee contribution will be decreased by one percent from 4.4 percent to 3.4 percent. •Effective July 1, 2023, the contribution percentages will be adjusted based on the actuarially determined total normal cost. Adjustments to both the employer and employee contribution percentages will occur if the actuarially determined total normal costs increase or decrea1se by more than half a percent from the normal total cost contribution percentages in effect at the time. If it is determined that an adjustment to the contribut i on rote is necessary, commencing no sooner than July 1, 2023, and July I of each fiscal year thereafter, the employer and employee contribution percentages will be increased or decreased to maintain a 50 percent cost sharing of actuarially determined total normal costs. Furthermore, the increase or decrease to the employer or employee contribution in any given fiscal year shall not exceed 0.5 percent per year. Ill. Health Benefits Improving Affordoblllty and Access to Health Care (Section 11.1.x NEW) •Effective the first day of the pay period following ratification by both parties, through June 30, 2024, all Bargaining Unit 8 employees enrolled in a state- sponsored health benefit plan shall receive a monthly payment of $260, regardless of party code enrollment. This payment shall not be considered as compensation for purposes of retirement. IV. Miscellaneous California State Payroll System Project (Section 14.3) •The parties shall reopen pertinent contract sections needed to implement changes required by the California State Payroll System Project. Shift Pattern 6 (Section 8.2.4.2x New) •Adds a 7 day shift pattern for Forestry Fire Pilots. Reducing the 72-Hour Duty Week (Section 14.X NEW) •The State and the Union agree to reduce the 72-hour duty week to a 66-hour duty week, a 24-hour reduction per work period, starting in November 1, 2024 subject to appropriation in the 2024-2025 Budget Act. 2 Supp 2C-21 •A Joint Labor Management Committee (JLMC) shall be established to determine the changes needed lo implement the reduction. Topics of discussion shall include but not be limited to; hours of work {reduce the 72-hour duty week), shift patterns, work schedules, retention and recruitment, and classifications. •The Stale and the Union agree to present a mutual agreement to the Director of Finance by July 1, 2023, for inclusion in the Governor's proposed 2024-2025 Budget. •If the Governor declares a fiscal emergency and General Fund moneys over the multiyear forecasts beginning in the 2024-2025 Governor's Budget are not available to support the reduction to a 66-hour duty week on an ongoing basis, including the estimate of direct costs and any increases in the cost of overtime driven by the proposal. the parties agree lo reopen this provision regarding how and when to implement this section. IV Term •Effective the first day of the pay period following ratification by both parties. The union ratification will be completed in October 2022. V Duration •July 1, 2022 through June 30. 2024. VI Fiscal •Fiscal Year 2022-23 Cost: $45.7 million ($19.9 million General Fund) •Total 2-Year Incremental Cost: $81.2 million ($35.6 million General Fund) •Total 2-Year Budgetary Cost: $126.9 million ($55.5 million General Fund) VII Agreement •The complete Tentative Agreement between the State and CAL FIRE Local 2881 is posted on the CalHR Bargaining Un'it 8 Contract Webpage. 3 Supp 2C-22 ATTACHMENT D Supp 2C-23 FY 22/23 COST ALLOCATION The FY 22/23 Cost Allocation is increasing by an average of 11.19% from the previous fiscal year. The allocation does not include any of the recently published tentative bargaining agreement changes or the Final rate matrix for FY 22/23. For all categories, a portion of increases is due to position costs increases. The CalFire positions increased for the full year for the January raise and the benefits increased by 29.95% from the previous allocation. The County positions increased for annual merit increases and an approximately 2.5% salary increases. ADMIN / OPERATIONAL SUPPORT RATE FY 21/22 16,991 FY 22/23 20,908 Increase 3,917 per position The Admin/Operational Support Rate increases due to the following: •Protective Gear due to increase in costs and changes in specifications •Household furnishings due to additional one-items in the Prevention Bureau •Maintenance costs of the Training Center •Audiovisual costs for Public Information Office and Training •Fire Equipment-noncapital for replacement of 1 ¾" hoses & nozzles and phased transition of SCBAs. (Grants are being sought to offset these costs) •Meals for the increased number of incident meals VOLUNTEER PROGRAM SUPPORT FY 21/22 8,201 FY 22/23 10,253 Increase 2,052 per entity The Volunteer Support Rate increases due an increase in the anticipated number of volunteers, which increases costs of uniforms and required physicals costs. MEDIC PROGRAM SUPPORT & MONITORS per Medic: FY 21/22 11,579 FY 22/23 12,716 Increase 1,137 per Medic per Monitor: FY 21/22 2,068 FY 22/23 1,953 Decrease (115) per monitor The Medic Program Support and Monitor Rate increases due to additional hours and benefits for the Fire Medical Doctor, an additional EMS position, and salary & benefit increases. Supp 2C-24 BATTALION CHIEF SUPPORT FY 21/22 80,961 FY 22/23 96,31S Increase 15,354 per station The Battalion Chief Support Rate increase is due the increase in salary and benefits. EMERGENCY COMMAND CENTER SERVICES per station: FY 21/22 20,108 FY 22/23 22,814 Increase 2, 706 per station per call: FY 21/22 32.78 FY 22/23 34.57 Increase 1.79 per call The Emergency Command Center (ECC) Rate increases due to the following: •Five (S) additional positions for the ECC •Various operating increases: o Communication and IT cost increases (software & computers) o Office equipment for additional consoles o Education & training cost increases FLEET SUPPORT FY 21/22 62,679 FY 22/23 55,561 Decrease (7,118) per suppression equip. The Fleet Support Rate decreases due the additional number of suppression equipment added to the Fleet. Thirty-four (34) were added to the Fleet. COMMUNICATIONS/ IT SUPPORT per station: FY 21/22 25,574 FY 22/23 25,372 Decrease (202) per call: FY 21/22 41.69 FY 22/23 38.45 Decrease (3.24) The Communication/ IT Support Rate decreases due to the increased number of calls; calls increased by 13,035. FACILITY MAINTENANCE SUPPORT per station: FY 21/22 1,446 Supp 2C-25 FY 22/23 1,603 Increase 157 per position: FY 21/22 410.77 FY 22/23 423.76 Increase 12.99 The Facility maintenance Support Rate increases due to minimal operating cost and salary increases. This service is utilized by the Cities of Coachella, Rancho Mirage, and Wildomar. HAZMAT SERVICES per station: FY 21/22 4,532 FY 22/23 5,366 Increase 834 per call: FY 21/22 1,145.32 FY 22/23 1,692.90 Increase 548 The Hazmat Services Rate increases due to the decrease in the number of hazmat calls and the salary & benefit increases. Calls decreased by 208. Supp 2C-26 ATTACHMENT A Supp 2C-27 State of California Natural Resources Agency Memorandum To: From: Region Chiefs Assistant Region Chiefs Unit Chiefs Unit LG Contacts Gabrielle Avina fA Deputy Director, Cooperative Fire Protection Date: January 31, 2022 Telephone: (916) 653-7772 Website: www.fire.ca.gov California Department of Forestry and Fire Protection (CAL FIRE) Subject: 8500 COOPERATIVE FIRE PROGRAMS Local Government Program Schedule A and Amador Plan Salary, Pay Differentials, and Operating Expense Schedule FY 2022-2023 The rates in this memorandum are for use in Public Resources Code (PRC) §4142 Schedule A") and PRC §4144 ("Amador") Agreements for Fiscal Year 2022-2023. These rates are based on the current provisions of the negotiated Memorandum of Understanding (MOU) for the various Bargaining Units (BUs), laws, rules, regulations and/or personnel policies established by the California Department of Human Resources (Cal HR). This memorandunn and any associated updates can be found on the CALFIRE Intranet under the Local Government Resources Page at: https://inside.fire.ca.gov/offices-programs/fire-protection/local-government/. The salaries identified in this schedule are based on current negotiated Memorandum of Understandings and applicable projected increases scheduled for implementation on July 1, 2022, and may be subject to change, as identified by CalHR. STAFF BENEFIT RATES The components of the staff benefit that apply to the salary and wages in the expense schedule are identified below and include: 'Full Staff Benefit Rate. 2Retire ment, Employee Leave Buyout, Medicare and Prefunding of post-employment benefits. 3Medicare only. 4Retirement , Medicare and Prefunding of post-employment benefits. 5Social Security and Medicare only. *Staff Benefit Rates are not included for this expenditure. Supp 2C-28 RA TE LETTER FY 2022-2023 Page 2 PAY DIFFERENTIALS All pay differentials are classification specific and may be eliminated due to classification, duties, or qualification changes. For complete listing of rates for all eligible classifications, please refer to the pay differential. 1. NIGHT-SHIFT PAY DIFFERENTIAL 1 In accordance with Night-Shift Pay Differential 85 and applicable BU MOUs, eligible rank and file employees in covered classifications working a qualifying shift and meeting the applicable criteria shall be eligible to receive this pay differential. This differential is included in the rate when calculating overtime. •For BU 07 employees (e.g., Communications Operators), if four or more hours of the regularly scheduled work shift falls between 1800-0600 hours, add $1.00/hour for the entire shift. BU 07 employees must work the regularly scheduled work shift for a minimU1m duration of one month 2. HAZMAT PAY DIFFERENTIAL' In accordance with Recruitment and Retention Pay Differential -Hazardous Materials /HAZMAT) 143 and the BU 08 MOU, Section 17.9, rank and file employees and excluded employees associated with BU 08 regularly assigned to any CAL FIRE dedicated HAZMAT emergency response unit on a full-time basis, or at the discretion of the Unit Chief, any BU 08 employee who is a HAZMAT Technician or Specialist, who is required to maintain certification and a yearly baseline physical as part of his/her assignment as a member of a HAZMAT Response Team shall be eligible to receive a pay differential of $150 per pay period while so assigned. This differential is included in the rate when calculating overtime. 3. LONGEVITY PAY DIFFERENTIAL' In accordance with Longevity Pay Differential 73 and the BU 08 MOU, Section 17.10, rank and file employees and excluded employees associated with BU 08, shall be eligible to receive a monthly pay differential calculated above the base salary as listed below and is included in the rate when calculating overtime: S OF SE , R.11,Tle 17 and 18 1% 19 2% 20 3% 21 4% 22, 23, and 24 5% 25 7% 4. BILINGUAL PAY DIFFERENTIAL' In accordance with Bilingual Pay Differential 14 and applicable BU MOUs, eligible rank and file employees and excluded employees meeting the applicable criteria shall be eligible to receive a pay differential for up to $200 per pay period. This differential is included in the rate when calculating overtime for classifications eligible for overtime. Supp 2C-29 RA TE LETTER FY 2022-2023 Page 3 5. EDUCATIONAL INCENTIVE PAY DIFFERENTIAL' In accordance with Educational Incentive Pay Differential 45 and the BU 08 MOU, Section 17 .11, all permanent rank and file employees who meet at least one of the following criteria will be eligible to receive a pay differential of $75 per pay period: •Permanent employees in fire protection classifications who have been journeyed under the approved Joint Apprenticeship Committee (JAC) program or who have been granted a journey-level equivalency, or permanent employees in fire protection classifications with an appointment prior to the initiation of the California Fire Fighter JAC program on July 1, 1983. •Employees in the following classifications: Battalion Chief, Forester I, and Fire Captain. •Permanent employees in classifications that do not require a JAC certificate program (e.g., Forestry Fire P1ilot, Fire Prevention Assistant, Fire Prevention Specialist I and II, and Forestry Logistics Officer I who have completed 60 units from and accredited community college, college, or university. This differential is included in the rate when calculating overtime. 6. ASSISTANT CHIEF PAY DIFFERENTIAL' In accordance with Assistant Chief Pay Differential 9, employees in the Assistant Chief classification serving in a qualifying assignment (Deputy Chief) meeting the applicable criteria shall be eligible to receive a pay differential of 1.9% calculated above the base salary per pay period. I CLASSIFICATION Assistant Chief MAX $199 7. CAL FIRE CHIEF OFFICER AND RELATED CAREER EXECUTIVE ASSIGNMENT (CEA) RECRUITMENT AND RETENTION PAY DIFFERENTIAL' In accordance with CAL FIRE Chief Officer and Related CEA Recruitment and Retention Pay Differential 369, eligible incumbents in an identified classification will receive this monthly pay differential, specific to the classification. This differential is for the purposes of recruiting and retaining experienced staff in the Chief Officer series. For the first 24 months, eligible incumbents will receive a monthly differential with a phased portion subject to CalPERS deduction. After 24 months, eligible incumbents receive the full monthly differential which will be subject to CalPERS deduction for retirement contributions. STAGING PERIOD ,CONTRIBUTION FACTOR First 12-month period: PERSable = smaller portion Non-PERSable = laraer nnrtion Second 12-month period: PERSable = larger portion Non-PERSable = smaller portion After 24-month period: All PERSable Supp 2C-30 RA TE LETTER FY 2022-2023 Page 4 8. COMMERCIAL DRIVERS LICENSE PAY DIFFERENTIAL (HEM)' In accordance with the Commercial Driver's License Class A or B Pay Differential 34 and the BU 12 MOU, Section 2.15, all Heavy Equipment Mechanics (HEM) shall be eligible to receive a pay differential of 5% per pay period for possession and use of a commercial driver license when regularly assigned to a position operating vehicles which require the appropriate driver's license. The 5% is calculated on the base salary at the maximum of Range A. This differential is included in the rate when calculating overtime. MAX $302 9. PASSENGER ENDORSEMENT PAY DIFFERENTIAL (HFEO)' In accordance with Passenger Endorsement Pay Differential 228 and the BU 08 MOU, Section 17.13 all permanent Hleavy Fire Equipment Operators (HFEO) possessing a passenger endorsement on their driver's license are eligible to receive a pay differential of $75 per pay period. This differential is included in the rate when calculating overtime. 10.FIRE MISSION PAY DIFFERENTIAL' In accordance with Fire Mission Pay Differential 59 and the applicable MOUs, employees in eligible classifications receive the appropriate increase during the declared fire season for the employee's Unit, Region, or other Administrative Unit. Eligible employees will receive a pay differential of one or two pay step increases in accordance with the pay differential. One step is equivalent to 5%. This differential is included in the rate when calculating overtime. CLASSIFICATION MAX Heavy Equipment Mechanic. Range A $604 Heavy Equipment Mechanic, Range B $662 Materials and Stores Specialist, Range A $228 Materials and Stores Specialist, Range B $250 Fire Prevention Specialist I $229 Fire Prevention Specialist II $262 Forestry Aide $195 Forestry Assistant I, Range A $259 Forestry Assistant I, Range B $284 Forestry Assistant, II Range A $298 Forestry Assistant, II Range B $327 Forestry Logistics Officer I, Range A $241 Forestry Logistics Officer I, Range B $265 Forestry Logistics Officer 11 $265 Forestry Technician, Range A $227 Forestry Technician, Range B $248 11.EXTENDED DUTY PAY DIFFERENTIAL' In accordance with Extended Duty Pay -Excluded Employees Pay Differential 54, excluded employees in eligible classifications whose primary responsibility is in a Supp 2C-31 RA TE LETTER FY 2022-2023 Page 5 fire protection or resource management program are eligible for a 15% monthly pay differential. This is calculated on the employee's base salary. CLASSIFICATION MAX Assistant Chief $1,568 Forester II (Supervisory) $1,345 Forester 111 $1,413 Forestry Equipment Manager I $1,191 Forestry Equipment Manager II $1,265 12.PARAMEDIC RECRUITMENT AND RETENTION PAY DIFFERENTIAL• In accordance with Paramedic Recrl!litment and Retention Pay Differential 247 and the BU 08 MOU, Section 17 .12, the pay differential shall be paid annually in the November pay period for the pay periods covering the previous November through October. This differential is included in the rate when calculating overtime. All qualifying pay periods in one of the following eligible classifications shall count in determining the rate of pay: CLASSIFICATIONS Fire Fighter II (Paramedic) Fire Apparatus Engineer (Paramedic) Fire Captain (Paramedic) The rates are as follows: QUALIFYING PAY PERIODS COST PER PAY PERIOD 1-12 $250 13-24 $300 25-36 $350 37 or more $500 If the employee transfers/promotes, the Unit receiving the employee will be responsible for the pay periods in the newly assigned Unit. The Unit where the employee came from will be responsible for the remaining pay periods. 13.EMERGENCY RESPONSE BONUS (ERB)4 In accordance with the ERB Pay Differential 50, the following positions will be charged for extended staff availability if an employee is assigned to an Emergency Response Assignment. This 5% ERB is calculated on the employee's base salary. CLASSIFICATION MAX. Forestry Equipment Manager I $397 Forestry Equipment Manager II $422 Forester I (Non-supervisory) $379 Supp 2C-32 RA TE LETTER FY 2022-2023 Page 6 Forester II (Supervisory) Forester 111 $448 $471 14.RECRUITMENT AND RETENTION DIFFERNTIAL PAY-GREATER BAY AREA FACILITIES 3 In accordance with the Recruitment and Retention Pay Differential 409, unit 12 employees who are designated a headquarters work in the Greater Bay Area (counties include Alameda, Contra Costa, Marin, Monterey, Napa, San Francisco, San Joaquin, San Mateo, Stania Clara, Santa Cruz, Solano, and Sonoma), shall be elignble for a recruitement and retention differential of (5%) of their base pay for each qualifying pay period. 15.FLEXELECT AND COBEN EXCESS/CASH PAYMENT 5 Employees may be eligible for a cash payment through FlexElect or GOBEN Excess/Cash. This compensation is included in the rate when calculating overtime. FlexElect: Employees may be eligible to receive cash in lieu of their own State- sponsored medical insurance and/or dental insurance plan. •$128 per month in lieu of health plan only •$12 per month in lieu of dental plan only •$140 per month in lieu of health and dental plans CoBen Cash: Employees may be eligible to receive cash in lieu of their own State-sponsored medical insurance and/or dental insurance plan. •$130 per month for employees in lieu of health plan only •$155 per month for employees in lieu of health and dental plans CoBen Excess: Employees who elect to enroll in State-sponsored medical and/or dental insurance may receive the excess funds should their CoBen Allowance not be fully expended on coverage costs. Eligibility and cash amount vary by employee, Bargaining Unit and benefit plan. SALARY AND POST COVERAGE 16.PERSONAL SERVICES MONTHLY SALARY RANGES' See attached spreadsheet (Appendix A). For a complete listing of all civil service classifications and associated pay structure, please refer to the State of California Civil Service Pay Scales. 17.CONTRACTUAL POST COVERAGE' The monthly contractual post coverage is calculated at top step for salary and Extended Duty Week Compensation (EDWC) overtime and benefits. Supp 2C-33 RA TE LETTER FY 2022-2023 Page 7 OVERTIME AND OTHER MISCELLANEOUS COMPENSATION 18.EXTENDED DUTY WEEK COMPENSATION (EDWC) (formerly Planned Overtime)2 In accordance with the BU 8 MOU, EDWC (76 or 124 hours per work period) is calculated (rounded) utilizing the maximum salary rate of the classification utilizing the BU 8 MOU formula described below. Additionally, the average monthly rate in the chart below is determined by multiplying the monthly EDWC compensation by the number of work periods per year (13), then dividing by 12. Formula: ((Salary+ 4.33) + Clock) X factor)= Hourly Rate of Pay {HROP) The following budgeted Schedule A positions used by local government must have EDWC budgeted for each month at the following rates: I EDWC WITHOUT EDWC WITH HAZMAT CLASSIFICATION HAZMATPAY PAY DIFFERENTIAL* DIFFERENTIAL* Battalion Chief $4,061 $4,240 Fire Aooaratus Enaineer $3128 $3,248 Fire Annaratus Enoineer (Paramedic} .. $3,615 $4,188 Fire Caotain, Ranae A $3,505 $3,670 Fire Caotain /Paramedic\'* $4 017 $4 188 Fire Fiohter I* $2,441 $2,583 Fire Fichter II $2,824 $2,973 Fire Fiahter II /Paramedic\'* $3 288 $3 441 Fire Lookout• $2,370 $2,509 Heavv Fire Eauioment Ooerator, Ranae A $3,505 $3,670 ..• Includes Longevity Pay, but not eligible for Educational Pay Differential. ••Includes Paramedic Recruitment and Retention Pay Differential. 19.OVERTIME (OT) OT requirements beyond the scheduled duty week should be budgeted at 1-1/2 times or the rate set forth in the applicable MOU. OT may also be budgeted to cover positions or may be in-lieu of the emergency response charge when continuous emergency availability is not required. The hourly rate of OT is dependent upon classification and additional compensation such as pay differentials. •Certain classifications may or may not be subject to Social Security and/or Medicare. Eligibility may vary based upon classification and on employment history. 20.WORK WEEK GROUP (WWG) E REALLOCATION TO WWG 2* The Forester I (Nonsupervisory) classification is eligible to be reallocated. All qualifying emergency overtime will be compensated at the time and one-half rate when the criteria identified in Section 10 of the State of California Civil Service Pay Scales are met. Supp 2C-34 RA TE LETTER FY 2022-2023 Page 8 21. AMADOR PROGRAM ENGINE STAFFING CAL FIRE will assign sufficient personnel to provide one operator, per Amador engine, per day. The cooperator will be responsible for providing funds for a minimum of one employee, per engine, per day for 2.0 staffing and funding for any additional positions to meet engine staffing requirements in excess of 2.0 and all unplanned overtime costs. SUPPORT STAFF RA TES 0 Costs for Battalion Chiefs, Emergency Command Center Staff, Fire Prevention staff, Training staff or other positions with a significant commitment to the cooperating agency as determined by the Unit Chief are: CLASSIFICATION MONTHLY COST Battalion Chief (Nonsupervisory) $1,107.00 Fire Captain $935.00 Fire Apparatus Engineer $831.00 22. OPERATING EXPENSES A. Coveralls for Heavy Fire Equipment Operators (HFEO)* and HEM* In accordance with BU 08 MOU, Section 11. 12, HFEOs receive two sets of coveralls that are provided and maintained by the employer. The cost may vary depending on location. In accordance with BU 12 MOU, Section 4.4, identified employees and HEMs receive employer-provided-and-maintained coveralls through a cleaning service. The cost may vary depending on location. •Use $9 per pay period for each HFEO and HEM B. Communications The communication rate from the Department of General Services (DGS) has been recalculated individually for each CAL FIRE Unit that is using the DGS Telecom Division. Use the following rates for Fiscal Year 2022-2023: PUBLIC RESOURCES CODE SECTION 4142 TOTAL MONTHLY MAINTENANCE COST Riverside County Fire Department $48,240.43 City of Highland $128.41 Yucaipa Telecom $256.83 Merced County Fire $170.63 Supp 2C-35 RA TE LETTER FY 2022-2023 Page 9 PUBLIC RESOURCES CODE SECTION 4144 Mobile Radio $13.75 Electronic Siren $8.29 Fixed Stations $66.31 Handie Talkie $7.08 HOURLY RATE Engineer Time $171.00/hour Technician Time $144.00/hour C. Information Technology Costs for Information Technology (IT) services are identified below: IT SERVICE/MAINTENANCE MONTHLY ANNUALLY Target Solutions Account CAL FIRE Uniform $75.00 Target Solutions Account CAL FIRE Support Staff $37.50 and Assistant Chief and above Target Solutions Account Seasonal Firefighter $50.00 (FF) Target Solutions Account Volunteer or Paid Call $50.00 FF INTIME Solutions/ ISELINK Account $57.00 D. Uniform Allowance• For BU 01, BU 07, BU 12, and managers and supervisors, retirement or staff benefits are not deducted. BU 01, BU 07, and BU 12 employees must work an entire year to receive reimbursement. In accordance with BU 07 MOU, employees receive a $25 per month for the maintenance and cleaning of the uniforms. For employees who work the whole month, bill the monthly rate. For employees who work less than a full month on Schedule A, calculate by the number of days worked within the month. MONTHLY RATE BARGAINING UNIT YEARLY RATE FOR BILLING PURPOSE ONLY BU 08 and Supervisors/Managers MOU Section 12.3 Permanent Full-Time Wearer $2,130 $177.50 Seasonal NIA $178.00 BU 12 MOU Section 12.8 Heavy Equipment Mechanic $670 $55.83 Materials and Stores Specialist $670 $55.83 BU 07 MOU Section 12.2 Communications Operator $950 $104.17 Supp 2C-36 RA TE LETTER FY 2022-2023 Page 10 BU 01 Supervisors MOU Section 12.11 Business Service Officer I (Supervisor) (with $450 $37.50 receipts) E. Tool Allowance In accordance with BU 12 MOU Section 12.6 Permanent, Full-Time HEMs not provided with tools furnished by the contracting agent or having access to the necessary tools to perform required tasks will receive an annual tool allowance of $575. F. Utilities Utilities and telephone charges are budgeted based on projections of actual expenses for 4142 agreements. Amador Plan utility rates are: UTILITIES RATE PER MONTH Unit Emergency Command Center $90.00 Fire Station Normally Opened for Administration During 50% of Projected Costs Winter Fire Station Normally Closed (Except CAL FIRE Costs) 100% of Projected Costs G. Vehicle Maintenance •Local Agency-Owned Equipment that are to be maintained and repaired by CAL FIRE must be budgeted and listed by category (e.g., flat rate, mileage rate, or actual cost) in the Exhibit D, Schedule A and then described on Exhibit D, Schedule D of the Cooperative Fire Programs Fire Protection Reimbursement Agreement. Local agency equipment is categorized as follows: 1. RATED EQUIPMENT 2. UNRATED EQUIPMENT (A) Monthly Flat Rate (C) Actual Cost (B) Mileage Rate (C) Actual Cost •Rated Equipment 1(A) applies to fire apparatus built on commercial chassis less than 15 years old and on custom chassis less than 20 years old. Surveyed CAL FIRE engines and apparatus obtained through federal surplus may not be included. Equipment should be identified to the 3rd element as described below, then a Unit derived monthly flat rate should be set based on past and projected future expenses for the equipment funded in the contract. Supp 2C-37 RA TE LETTER FY 2022-2023 Page 11 cc: Rated Eguipment 1 (Al 2nd Element 3rd Element 1st Element Main Engine Estimated Size and Type Fuel Type Monthly Mileage 1. Fast Attack Unit A= Gasoline 1. 0-500 miles 2. Engine Less Than 1000 GPM B = Diesel 2. 500+ miles 3. Engine 1000 GPM and Over 4. Aerial Apparatus or Other Specialized 5. Water Tender, 1500 Gallons and Over •Rated Equipment 1(8) applies to passenger and service-type vehicles. Surveyed CAL FIRE vehicles and vehicles obtained through federal surplus may not be included. Rated Eguipment 1181 $/Mile As of 01/01/22 Sedans/Pickups/Service Vehicles $0.585 •Rated Equipment 1(C) and Unrated Equipment 2(C) applies to vehicles that will be operated, maintained and repaired at actual cost up to the maximum dollars budgeted in schedules. •State-Owned Equipment State-owned vehicles registered in the name of the state and operated on behalf of the local agency. Sedans/Pickups $/Mile As of 01/01/22 Schedule A $0.585 Amador Plan $0.585 Engines $/Month Schedule A $1,431.00 Amador Plan $1,431.00 Any questions on the Local Government Program can be directed to Lev Karshtedt the Local Government Program Anaylst. Joe Tyler Tony Favro Melissa Gamer Kelly Mandell Lev Karshtedt Kerry Garcia Christy White Trish Addison Danielle Greco Ruth Torres Supp 2C-38 APPENDIX A PERSONNEL SERVICES MONTHLY SALARY RANGES (For a full listing of all civil service classifications, see the State of California Civil Service Pav Scales) CBID RET. CLASSIFICATION MINIMUM MAXIMUM ----------------------------------sos POF Assistant Chief $S,07S $10,452 ROS POF Battalion Chief $5,3S1 $6,9S3 ROS POF Fire Apparatus Engineer $4,341 $5,362 ROS POF Fire Annaratus Enoineer (Paramedic) $4,641 $5,741 ROS POF Fire Captain (Paramedic) $4,969 $6,439 ROS POF Fire Captain, Range A $4,641 $6,017 ROS POF Fire Fighter 11 $3,72B $4,B34 ROB POF Fire FiQhter II (Paramedic) $3,990 $5,172 ROS POF Firefighter I $3,443 $4,351 ROB POF Forester I (Nonsupervisory) $5,S45 $7,5B5 SOB POF Forester II (Supervisory) $6,911 $B,964 SOB POF Forester Ill $7,256 $9,417 sos POF Forestry Equipment Manager I $6,119 $7,940 SOB POF Forestry Equipment Manager II $6,496 $B,431 ROB POF Heavy Fire Equipment Operator, Range A $4,S72 $6,017 ROB POF Forestry Aide $3,240 $3,903 ROS POF Forestry Technician, Range A $3,49S $4,536 ROS POF Forestry Technician, Range B $3,S21 $4,957 ROB POF Forestry Assistant I, Range A $4,002 $5,1BB ROB POF Forestrv Assistant I, Ranae B $4,3BO $5,6B1 ROS POF Forestry Assistant II, Range A $4,594 $5,959 ROS POF Forestry Assistant II, Range B $5,043 $6,540 R07 SAF Communications Operator, Range A $4,000 $5,509 R07 SAF Communications Operator, Ranqe B $4,526 $6,233 R01 MIS Accountant I (Specialist), Range A $3,600 $4,506 R01 MIS Accounting Technician $3,30S $4,145 S01 MIS Administrative Officer I, Res. Agency,$4,144 $5,115 Ranae A S01 MIS Administrative Officer I, Res. Agency,$4,96B $6,149 Ranae B S01 MIS Administrative Officer II, Res. Agency $5,970 $7,41S R01 MIS Business Service Officer I (Specialist),$4,SBB $5,744 Ranae A ROS MIS Fire Prevention Specialist I $3,49S $4,SBO ROS MIS Fire Prevention Specialist II $4,002 $5,241 ROS MIS Forestry Logistics Officer I, Range A $3,729 $4,B26 ROB MIS Forestry Logistics Officer I, Range B $4,057 $5,310 SOB MIS Forestry Loaistics Officer II $4,097 $5,304 R12 MIS Heavy Equipment Mechanic, Range A $5,236 $6,035 R12 MIS Materials and Stores Specialist, Range A $3,652 $4,560 R12 MIS Materials and Stores Specialist, Range B $3,972 $5,001 R04 MIS Office Assistant (General), Ranae A $2,7S6 $3,4BB R04 MIS Office Assistant (General), Range B $3,063 $3,S34 R04 MIS Office Assistant (Typing), Range A $2,SSO $3,606 R04 MIS Office Assistant (Typing), Range B $3,123 $3,912 Supp 2C-39 APPENDIX A PERSONNEL SERVICES MONTHLY SALARY RANGES (Cont'd.) CBID RET. CLASSIFICATION MINIMUM MAXIMUM R04 MIS Office Technician (General), Range A $3,308 $4,145 R04 MIS Office Technician (Typing), Range A $3,369 $4,217 R01 MIS Staff Services Analyst (General), Range A $3,534 $4,428 R01 MIS Staff Services Analyst (General), Range B $3,826 $4,789 R01 MIS Staff Services Analyst (General), Range C $4,588 $5,744 R01 MIS Telecom. Systems Analyst I, Range A $3,534 $4,646 R01 MIS Telecom. Systems Analyst I, Range B $3,826 $5,030 R01 MIS Telecom. Systems Analyst I, Range C $4,588 $6,031 R01 MIS Telecommunications Systems Analyst II $5,518 $7,256 R12 MIS Warehouse Worker, Range A $3,652 $4,170 R12 MIS Heavv Equipment Mechanic, Ranae A $5,236 $6,035 R12 MIS Heavy Equipment Mechanic, Range B $5,748 $6,623 NOTE: Some civil service classifications include alternate ranges if applicable criteria are met. PAY DIFFERNTIAL MATRIX PAY DIFFERENTIAL PAY DIFF # PERSable OVERTIME I LUMP SUM OPEB Night Shift 85 y y y y Hazmat 143 y y y y Longevity 73 y y y y Bilingual 14 y y y y Education 45 y y y y Assistant Chief 9 y N y y Recruitment and 369 y N y y Retention Commercial DL 34 y y y y Passenger 228 y y y y Endorsement Fire Mission 59 y y y y Extended Duty Pay 54 y N y y Paramedic 247 y y N y Emergency Response 50 y N N y Bonus Incident Command 63 N N N N Assianment Supp 2C-40 ATTACHMENT B Supp 2C-41 STAFF BENEFIT RATE MATRIX 2022·23 February 2022 • Preliminary STAFF BENEFIT RATES MISC. SAFETY BU7 RETIREMENT 32.50% 23.08% EMPLOYEE LEAVE BUYOUT 2.21% 2.21% HEAL TH/DENTALNISION /HOV\ 24:19% 24.19% SOCIAL SECURITY INSURANCE ISSI\ 6.20% n/a MEDICARE TAX 1.45% 1.45% LIFE INSURANCE 0.00% 0.00% SURVIVOR'S BENEFITS n/a 0.12% PREFUNDING OF POST EMPLOYMENT 3.50% 4.00% BENEFITS SUBTOTAL 70.05% 55.05% WORKERS" COMPENSATION 8.B1% 8.81% TOTAL 78.86% 63.86% UNEMPLOYMENT INSURANCE (applied to Fire MISC.SAFETY Fiohter I onlvl UNEMPLOYMENT INSURANCE n/a n/a ADMINISTRATIVE RATE (Include In all contract MISC. SAFETY costsl STATEWIDE PRO RATA 4.99% 4.99% CAL FIRE INDIRECT 7.02% 7.02% TOTAL 12.01% 12.01% STAFF BENEFIT RATES MISC. SAFETY UNPLANNED OVERTIME'" 7.65% 1.45% EDWC OVERTIME-• 0.00% 0.00% UNIFORM ALLOWANCE' 0.00% 0.00% PARAMEDIC RETENTION,.,. 0.00% 0.00% EMERGENCY RESPONSE BONUS .... 0.00% 0.00% ARDUOUS DUTY ASSIGNMENT .. 7.65% 0.00% Medicare Social Security and Medicare SAFETY POF BU12 23.08% 53.25% 2.21% 2.21% 24.19% 24.19% nta n/a 1.45% 1.45% 0.00% 0.00% 0.12% 0.12% 4.60% 4.40% 55.65% 85.62% 8.81% 8.81% 64.46% 94.43% SAFETY POF n/a 14.39% SAFETY POF 4.99% 4.99% 7.02% 7.02% 12.01% 12.01% SAFETY POF 1.45% 1.45% 0.00% 61.31% 0.00% 1.45% 0.00% 54.70% 0.00% 54.70% 0.00% 1.45% Retirement, Employee Leave Buyout. Medicare, and Prefunding of post employment benefrts ·•·· Retirement and Medicare Please contact Lev Karshtedt at Lev.Karshtedt@fire.ca.gov or Chief David Scheurich at Oavid.Scheurich@fire.ca.gov if there are questions regarding these rates. Supp 2C-42 ATTACHMENT C Supp 2C-43 CALIFORNIA DEPARTMENT OF HUMAN RESOURCES SUMMARY OF COLLECTIVE BARGAINING AGREEMENT FOR BARGAINING UNIT 8 Exclusive Employee Representative: CAL FIRE Local 2881 Number of Employees: Approximately 8,098 full-lime equivalents General Provisions I. Compensation Genera/ Salary Increases (Section I 7.2) •Effective July 1, 2022, all Bargaining Unit 8 (BU) 8 employees shall receive a general salary increase of 2.5 percent. •Effective January 1, 2023, all BU 8 employees shall receive a genera salary increase of 2 percent. •Effective July 1, 2023. all BU 8 employees shall receive a general salary increase of 2 percent Longevity Pay (Section I 7. I OJ •Effective the first day of the pay period following ratification by both parties, the longevity monthly pay differential will be increased by 2% for each existing tier. Educational Pay Incentive (Section I 7. I I J •Effective the first day of the pay period following ratification by both parties, the educational pay incentive shall be increased from $75 per pay period to $150 per pay period. Transportation Incentives and Parking Rates (Section I 2. 9) •Effective the first day of the pay period following ratification by both parties, employees wor1<.ing in areas served by mass transit will be eligible for a 100 percent discount on public transit passes up to the exclusion amount provided by the Internal Revenue Service. •Effective the first day of the pay period following ratification by both parties, employees riding in vonpools or driving vonpools will be eligible for a 100 percent reimbursement of the monthly fee up to the exclusion amount provided by the Internal Revenue Service. l Supp 2C-44 II. Post-Employment Benefits (OPEB) (Seclio:n 13.13) Prefunding of Postretirement Health Bene:fits •Effective the first day of the pay period following ratification by both parties, the employer and employee contribution will be decreased by one percent from 4.4 percent to 3.4 percent. •Effective July 1, 2023, the contribution percentages will be adjusted based on the actuarially determined total normal cost. Adjustments to both the employer and employee contribution percentages will occur if the actuarially determined total normal costs increase or decrea1se by more than half a percent from the normal total cost contribution percentages in effect at the time. If it is determined that an adjustment to the contribut i on rote is necessary, commencing no sooner than July 1, 2023, and July I of each fiscal year thereafter, the employer and employee contribution percentages will be increased or decreased to maintain a 50 percent cost sharing of actuarially determined total normal costs. Furthermore, the increase or decrease to the employer or employee contribution in any given fiscal year shall not exceed 0.5 percent per year. Ill. Health Benefits Improving Affordoblllty and Access to Health Care (Section 11.1.x NEW) •Effective the first day of the pay period following ratification by both parties, through June 30, 2024, all Bargaining Unit 8 employees enrolled in a state- sponsored health benefit plan shall receive a monthly payment of $260, regardless of party code enrollment. This payment shall not be considered as compensation for purposes of retirement. IV. Miscellaneous California State Payroll System Project (Section 14.3) •The parties shall reopen pertinent contract sections needed to implement changes required by the California State Payroll System Project. Shift Pattern 6 (Section 8.2.4.2x New) •Adds a 7 day shift pattern for Forestry Fire Pilots. Reducing the 72-Hour Duty Week (Section 14.X NEW) •The State and the Union agree to reduce the 72-hour duty week to a 66-hour duty week, a 24-hour reduction per work period, starting in November 1, 2024 subject to appropriation in the 2024-2025 Budget Act. 2 Supp 2C-45 •A Joint Labor Management Committee (JLMC) shall be established to determine the changes needed lo implement the reduction. Topics of discussion shall include but not be limited to; hours of work {reduce the 72-hour duty week), shift patterns, work schedules, retention and recruitment, and classifications. •The Stale and the Union agree to present a mutual agreement to the Director of Finance by July 1, 2023, for inclusion in the Governor's proposed 2024-2025 Budget. •If the Governor declares a fiscal emergency and General Fund moneys over the multiyear forecasts beginning in the 2024-2025 Governor's Budget are not available to support the reduction to a 66-hour duty week on an ongoing basis, including the estimate of direct costs and any increases in the cost of overtime driven by the proposal. the parties agree lo reopen this provision regarding how and when to implement this section. IV Term •Effective the first day of the pay period following ratification by both parties. The union ratification will be completed in October 2022. V Duration •July 1, 2022 through June 30. 2024. VI Fiscal •Fiscal Year 2022-23 Cost: $45.7 million ($19.9 million General Fund) •Total 2-Year Incremental Cost: $81.2 million ($35.6 million General Fund) •Total 2-Year Budgetary Cost: $126.9 million ($55.5 million General Fund) VII Agreement •The complete Tentative Agreement between the State and CAL FIRE Local 2881 is posted on the CalHR Bargaining Un'it 8 Contract Webpage. 3 Supp 2C-46 ATTACHMENT D Supp 2C-47 FY 22/23 COST ALLOCATION The FY 22/23 Cost Allocation is increasing by an average of 11.19% from the previous fiscal year. The allocation does not include any of the recently published tentative bargaining agreement changes or the Final rate matrix for FY 22/23. For all categories, a portion of increases is due to position costs increases. The CalFire positions increased for the full year for the January raise and the benefits increased by 29.95% from the previous allocation. The County positions increased for annual merit increases and an approximately 2.5% salary increases. ADMIN / OPERATIONAL SUPPORT RATE FY 21/22 16,991 FY 22/23 20,908 Increase 3,917 per position The Admin/Operational Support Rate increases due to the following: •Protective Gear due to increase in costs and changes in specifications •Household furnishings due to additional one-items in the Prevention Bureau •Maintenance costs of the Training Center •Audiovisual costs for Public Information Office and Training •Fire Equipment-noncapital for replacement of 1 ¾" hoses & nozzles and phased transition of SCBAs. (Grants are being sought to offset these costs) •Meals for the increased number of incident meals VOLUNTEER PROGRAM SUPPORT FY 21/22 8,201 FY 22/23 10,253 Increase 2,052 per entity The Volunteer Support Rate increases due an increase in the anticipated number of volunteers, which increases costs of uniforms and required physicals costs. MEDIC PROGRAM SUPPORT & MONITORS per Medic: FY 21/22 11,579 FY 22/23 12,716 Increase 1,137 per Medic per Monitor: FY 21/22 2,068 FY 22/23 1,953 Decrease (115) per monitor The Medic Program Support and Monitor Rate increases due to additional hours and benefits for the Fire Medical Doctor, an additional EMS position, and salary & benefit increases. Supp 2C-48 BATTALION CHIEF SUPPORT FY 21/22 80,961 FY 22/23 96,31S Increase 15,354 per station The Battalion Chief Support Rate increase is due the increase in salary and benefits. EMERGENCY COMMAND CENTER SERVICES per station: FY 21/22 20,108 FY 22/23 22,814 Increase 2, 706 per station per call: FY 21/22 32.78 FY 22/23 34.57 Increase 1.79 per call The Emergency Command Center (ECC) Rate increases due to the following: •Five (S) additional positions for the ECC •Various operating increases: o Communication and IT cost increases (software & computers) o Office equipment for additional consoles o Education & training cost increases FLEET SUPPORT FY 21/22 62,679 FY 22/23 55,561 Decrease (7,118) per suppression equip. The Fleet Support Rate decreases due the additional number of suppression equipment added to the Fleet. Thirty-four (34) were added to the Fleet. COMMUNICATIONS/ IT SUPPORT per station: FY 21/22 25,574 FY 22/23 25,372 Decrease (202) per call: FY 21/22 41.69 FY 22/23 38.45 Decrease (3.24) The Communication/ IT Support Rate decreases due to the increased number of calls; calls increased by 13,035. FACILITY MAINTENANCE SUPPORT per station: FY 21/22 1,446 Supp 2C-49 FY 22/23 1,603 Increase 157 per position: FY 21/22 410.77 FY 22/23 423.76 Increase 12.99 The Facility maintenance Support Rate increases due to minimal operating cost and salary increases. This service is utilized by the Cities of Coachella, Rancho Mirage, and Wildomar. HAZMAT SERVICES per station: FY 21/22 4,532 FY 22/23 5,366 Increase 834 per call: FY 21/22 1,145.32 FY 22/23 1,692.90 Increase 548 The Hazmat Services Rate increases due to the decrease in the number of hazmat calls and the salary & benefit increases. Calls decreased by 208. Supp 2C-50 Potential General Sales Tax Ballot Measure Transaction and Use Tax (TUT) Next Steps Supp 2C-51 Future Fiscal Challenges Palm Desert has a long track record of financial planning for fiscal responsibility. Costs continue to rise at a much more rapid pace than revenues can keep up with, so time is of the essence. Based on current projections, the city faces substantial budget deficits (and diminished reserves) if a new revenue source is not identified. The City continues to do everything possible to avoid cuts in service levels until absolutely necessary in order to avoid impacting public safety or other vital city services. Public safety continues to be a priority in Palm Desert and a recent study indicated an immediate need for an additional fire station in Palm Desert. That station is currently in design. As of the 2023 Cal Fire MOU agreement, costs for services (including the new station) will increase dramatically over the next 5 years. By FY 2028/29, the General Fund will cover an estimated $16M+ in operational fire service costs. Projects that have either been deferred entirely or where maintenance has been deferred to minimize costs in lean years, continue to be evaluated and prioritized in order to maintain investments in their value. The City continues to prepare and plan vital city services and/or desired amenities to ensure the expected quality of life is maintained. A sales tax measure provides an opportunity to remain fiscally sound, while maintaining the level of service expected by our residents. Supp 2C-52 Benefits of a 1% General Sales Tax TUT Measure Costs will be shared by visitors, businesses, and residents of Palm Desert who purchase certain goods and products. The measure would ensure that the funds stay locally and cannot be taken away by the State. Not a parcel tax on individual homes/property. Sales tax is the largest single revenue contributor to the City’s general fund, which supports our beautiful parks, police and fire services, recreation services and amenities, and street and facility maintenance.Supp 2C-53 Next Steps CONDUCT PUBLIC OPINION/COMMUNITY PRIORITIES SURVEY DEVELOP ADDITIONAL SURVEY TO GAUGE COMMUNITY PRIORITIES/DIRECT ENGAGEMENT WITH COMMUNITY STAKEHOLDERS PUBLIC INFORMATION/OUTRE ACH TRACKING POLL REASSESSMENT PUBLIC INFORMATION/OUTREACH DEADLINE TO REFER MEASURE TO THE BALLOT Supp 2C-54 2024 General TUT Measure Planning Timeline 1 Feasibility Study 2 Build Consensus 3 Build a Strong Measure 4 Voting Period Council Calls for Election Ballot Period EndsNow ➢Polling/education ➢Election Timing ➢Amount/Rate ➢Political Landscape ➢Competing Issues ➢Potential Controversy ➢Write resolution/ordinance ➢Ballot question ➢Non-advocacy communication ➢Public Engagement ➢Public Outreach Ceases during this time Supp 2C-55