HomeMy WebLinkAbout11. Adopt Reso Adopting Side Ltr Agmt to the 2020-2022 MOU w-DFMALETTER OF AGREEMENT
TO THE 2020-2022 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF
DOWNEY AND THE DOWNEY FIRE MANAGEMENT ASSOCIATION
EFFECTIVE: 10/13/20
This letter memorializes an agreement reached between the City of Downey ("City") and
the Downey Fire Management Association ("DFMA") to change the 2020-2022 Memorandum
of Understanding ("MOU") entered into between the City and DFMA. All other terms and
conditions of the existing MOU shall remain in full force and effect. The changes are as
follows:
Article III shall be revised with the following:
ARTICLE III
BASIC COMPENSATION PLAN
Section 3. Eligibility for Merit Salary Advancement
A. Progression within the Salary Range. The minimum salary in the range would be
appropriate for a new employee who minimally satisfied job requirements. The top of the range
is reserved for employees who perform at the highest level of proficiency expected. In a
promotional situation, the employee will receive a salary at least equivalent to his prior rate.
Employees, both upon appointment and during the course of their employment, may
receive any salary amount not to exceed the maximum of their range. Generally, a new
employee is not considered for a merit increase before twelve (12) months of employment.
Thereafter, employees will be reviewed for merit salary increases annually in conjunction with
the employee's anniversary date. However, employees will not be considered for merit
increases after reaching the end of the respective salary range. Employees may be granted
merit salary adjustments more frequently than every twelve months with prior City Manager
approval.
In an effort to promote succession planning as the Fire Chief position requires a
Bachelor's degree, effective October 13, 2020 through December 31, 2023, all employees that
are appointed to classification of Battalion Chief during this time period shall be required to
either possess a Bachelor's degree or obtain a Bachelor's degree within the first three (3)
years after appointment as a requirement for the position. Employees appointed to the
classification of Battalion Chief during this time period shall not be allowed to advance beyond
step "C" of the salary range until they have obtained a Bachelor's degree in accordance with 3-
year timeframe set forth in this paragraph. Effective January 1, 2024, all employees appointed
to the classification of Battalion Chief shall be required to possess a minimum of a Bachelor's
degree at the time of appointment as a requirement for the position.
The sole consideration in the granting of merit increases shall be job performance, as
indicated in a detailed corresponding Management Performance Evaluation Report. The
following shall apply in the granting of such merit salary increases.
1. Merit salary adjustments for members of this Association shall be made with the
recommendation and approval of the Fire Chief.
2. Merit adjustments must be approved by the City Manager. The Fire Chief will
provide the evaluation and proposed merit adjustment to the City Manager prior
to giving it to the employee.
3. The amount of merit salary adjustment shall be directly related to the employee's
progress in satisfying performance expectations. Generally employees, rated as
having satisfactory performance, will receive a minimum increase of five and
one-half percent (5.5%). Adjustments up to ten percent (10%) within the salary
range are permitted. Also, while salary adjustments will normally involve
increases, reductions may be made in instances of unsatisfactory performance.
4. After an employee reaches the top of the salary range, the level of proficiency
appropriate to that salary rate must be maintained or the employee's salary may
drop below the maximum. This may occur through a direct salary reduction or the
employee may not be granted increases which may be possible due to
adjustments in the range.
5. Salary ranges for Assistant Chief and Battalion Chief shall be adjusted at such
time as the City grants cost -of -living adjustments to the rank -and -file employees
unless the City Council directs to the contrary. The amount of such cost -of -living
adjustments granted to the management classifications will be no less than that
granted to the Firemen's Association. In such instances where salary ranges are
increased for cost -of -living purposes, the individual employee salaries will be
increased in proportion to the amount of the range adjustment, provided that for
reasons of unsatisfactory performance an individual employee may be denied
such an adjustment. All salary range adjustments shall require the adoption of a
resolution by the City Council.
IT IS SO AGREED: DATE:
CITY OF DOWNEY
John Oskoui, Assistant City Manager
DOWNEY FIRE MANAGEMENT ASSOCIATION
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