About The Position
City of Rosemead
Invites your interest for the position of
CITY MANAGER
SALARY: $287,000- $380,000 ANNUALLY DOQ
DEADLINE: March 20, 2026, at 5:00 p.m.
For more information about the position, please CLICK HERE.
TO APPLY: Please visit HRDPM.COM "Open Recruitments" tab, and submit a resume and cover letter.
If you have any questions, or would like to discuss the opportunity further, please contact:
Henry Garcia, Recruiter
c. 951-999-1617 or Henry@HRDPM.com
OR
Rhonda Strout-Garcia, Recruiter
c. 951-905-0025 or Rhonda@HRDPM.com
CONTINUING PAY FOR PERFORMANCE.
At the discretion of the City Manager, each Executive Management employee who has achieved and maintained the maximum salary of their classification salary range for one (1) full year, may be eligible to receive a lump sum performance-based incentive pay bonus for continuing exceptional performance. The calculation of the incentive pay bonus will be based on a percentage of current annual rate of base salary for the identified period in which the compensation was earned. For an overall performance rating of "Substantially Exceeds Expectations", an incentive pay bonus up to nine percent (9%) of annual pay may be granted.
MANAGEMENT INCENTIVE PAY
Beginning November 1, 2021, Executive Management employees shall receive 6% Management Incentive Pay above the base salary. This compensation is granted to Executive Managers as incentive pay due to the unique nature of their jobs involving complete responsibility for the operation of a major function of the City' s organization. This is not overtime pay and is not tied to specific hours worked.
AUTO ALLOWANCE
The City Manager may authorize an auto allowance of $600 per month. The City Manager may authorize a City vehicle be issued to the Assistant City Manager in lieu of the auto allowance.
TELECOMMUNICATIONS ALLOWANCE
Employee shall be provided a $100 monthly allowance for cellular service for personal devices. In addition, a reimbursement of up to $1000 for cellular equipment is provided and once every three years thereafter, if necessary, to replace existing equipment.
CAFETERIA-STYLE HEALTH
Employee receives $1,700 per month for use towards enrolling in any of the City offered health plans, dental plans, and vision plans. The City will provide an additional $500 per month for excess 'out-of pocket' health care premium costs. The additional $500 per month has no cash out value.
- Excess Premiums. Employees shall be required to pay any cost of the health, dental, and vision premiums for their selected plans that exceeds the amount of the City's monthly contribution.
- Opt-Out. Employees choosing to opt-out of medical coverage offered by the City, will receive $500 per month, but must first show proof of group health insurance coverage through an individual, a spouse or family member's coverage through their employer and complete the Voluntary Decline of Health Care Offered Under City of Rosemead Group Plan form.
RETIREMENT PROGRAM (CALPERS)
All employees will be enrolled in the City's retirement program through CalPERS.
- 2% @ 55 formula for classic California Public Employees' Retirement System (CalPERS) members.
- Under the Public Employees' Pension Reform Act of 2013 (PEPRA), effective January 1, 2013, all "new members" will be subject to the 2.0% @ 62 benefit formula which also requires a three-year final compensation (the highest average annual pensionable compensation earned by a member during a period of at least 36 months) with an early retirement age of 52.
- A "New Member" is defined as: (1) A new hire that is brought into CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any other California public retirement system. (2) A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system. (3) A member who established CalPERS membership prior to January 1, 2013, and who is hired by a different CalPERS employer after January 1, 2013, after a break in service of greater than six months.
- CalPERS refers to all members that do not fit within the definition of a new member as "classic members". All existing CalPERS members as of December 31, 2012, will retain the existing benefit levels for future service with the same employer.
- Effective January 1, 2013, PEPRA prohibited employers from paying any portion of a "new member's" member contribution rate. All non-classic California Public Employees' Retirement System (CalPERS) members must pay 50% of total normal cost as employee contribution rate.
- All "classic members" are required to contribute their full share, up to 8%, of the employee contribution of the CalPERS rate.
SOCIAL SECURITY
The City deducts from each full-time employees' paycheck, an amount as determined by law for the Federal Insurance Contributions Act (Social Security). In addition, the City contributes an additional amount at least equal to the employee's contribution.
Deferred Compensation 457
All employees may voluntarily participate in the available 457 deferred compensation plan.
FLEXIBLE BENEFIT PLAN (SECTION 125)
The City offers employees a flexible benefit plan which will allow individuals to pay for certain expenses (childcare, unreimbursed medical expenses, insurance premiums) with pre-tax dollars.
SHORT-TERM DISABILITY (STD)
The City provides employees with a short-term disability plan to protect against cases where a non-work-related illness or injury is sustained which results in an inability to work for a short period of time. Employees will receive 66.67% or 2/3 of their pre-disability base salary (one-year average of W-2) with a waiting period of 15 calendar days before receiving their benefits and can last up to 11 weeks. Employees will receive continued payment until the employee is medically able to return to work, or has to begin utilizing long term disability, or until the employee reaches the age of 65, whichever comes first.
LONG-TERM DISABILITY (LTD)
The City provides employees with a long-term disability plan to protect against cases where a non-work-related illness or injury is sustained which results in an inability to work for a long period of time. In these cases, LTD is received only after STD has expired and the employee continues to be medically disabled. Employee will receive 66.67% or 2/3 of their pre-disability base salary with a 90-day waiting period. Employee will receive continued payment until the employee is medically able to return to work, or until the employee reaches the age of 65, whichever comes first.
LIFE INSURANCE
Employees receive an accidental death and dismemberment and life insurance policy of $100,000.
TUITION REIMBURSEMENT
Subject to City Manager approval, employees may attend and be reimbursed for part or all of the costs of educational and other training courses (up to $5,000 per fiscal year) which provide a benefit to the City provided there are budgeted funds for such approval by the City Council. Employees with may be reimbursed for registration, cost of books, tuition, lab fees and parking for classes or instruction, provided such classes or instruction are related to the employee's assigned duties with the City.
WELLNESS PROGRAM
The City shall reimburse employees up to three-hundred dollars $400 per fiscal year for qualifying expenses of the City's Wellness Program.
COMPUTER PURCHASE PROGRAM
The City provides a computer purchase program for all full-time employees.
EMPLOYEE ASSISTANCE PROGRAM
The City provides employees with access to the Employee Assistance Program (EAP).
VACATION ACCRUAL
Employees accrue 120 hours of vacation leave during their first year of service.
VACATION BUYBACK
Once per calendar year, employees are eligible to have the City buyback up to 60 hours of accumulated unused vacation time.
ADMINISTRATIVE LEAVE
Up to 80 hours per year.
SICK LEAVE
Employee will accrue ten (10) hours of sick leave per month. Sick leave will be earned, commencing on the first day of employment employee, and accrued on a bi-weekly basis. New employees may transfer up to 200 hours of uncompensated sick leave from prior employer
HOLIDAYS
- 12 paid holidays per year.
- Non-essential City services and facilities are closed from Christmas Day (Christmas Eve beginning December 2022) through New Year's Day. Employees are required to utilize their own time or may opt to take the time off without pay during the holiday closure.
FLEXIBLE SCHEDULING
An alternate work schedule may be arranged with City Manager approval. This could include the possibility of utilizing flextime or telecommuting from an offsite location. Any prolonged telecommuting arrangement, or alternate workweek, must be approved, in writing, by the City Manager.
TECHNOLOGY EQUIPMENT
Employee may be provided with a laptop, tablet, iPad or other device to be used for City business. This equipment may be stored and used at home.
