Compensation & Benefits

Salary Policies: The salary range for the job is stated on the job announcement. Candidates are normally hired at the minimum of the salary range. Salary increases are given when the employee's work performance has been satisfactory. A salary increase may be granted after six months, and further increases, up to a maximum of 5% per fiscal year, may be granted at any time in a twelve (12) month period.

Employee Incentive: City employees are eligible to receive an award for "extraordinary performance" up to $300 per year through the gift certificate program.

Holidays*: Regular full-time City employees receive (10) paid holidays and one (1) paid floating holiday per year.

Vacation*: After twelve (12) months of continuous service, regular full-time employees are eligible for ten (10) days of vacation per year. After 2 years, employees are eligible for 11 days; after 4 years, 14 days; after 9 years, 17 days; and after 16 years, 20 days of vacation per year.

Sick Leave*: Regular full-time employees earn twelve (12) sick leave days per year. Employees are eligible for sick leave usage after six (6) months of continuous employment.

Annual Sick Leave Buy Back: After accumulating 60 days (480 hours), the City will purchase back all sick leave hours over 480 hours at 40% of the employee's pay rate.

Administrative Leave*: Employees classified as FLSA "exempt" (not eligible for overtime pay) currently receive seven (7) administrative leave days per calendar year.

Compensatory Time Off*: Regular full-time employees classified as FLSA "non-exempt" (eligible for overtime pay) currently receive one (1) compensatory time off day per calendar year.

Health Insurance*: The City provides employee health insurance which includes medical, dental, and vision care. Employee contribution rates are determined by employee’s bargaining unit. Health benefits are also available for an employee's dependents for an additional contribution rate; this rate will vary depending on plan selected. Eligibility for health insurance benefits begins on the first of the month after the date of hire.

Life Insurance The City pays the premium for a life insurance and accidental death or dismemberment policy of $30,000. A supplemental life insurance policy may be purchased and paid through payroll deduction. Eligibility for life insurance benefits begins on the first of the month after the date of hire.

Retirement: The City of Visalia is a member of the California Public Employees Retirement System (CalPERS). Miscellaneous employees are covered under the 2.5% at 55 plan. Each pay period, the City pays an employer contribution towards the retirement benefit. In addition, there is an employee contribution of 8% paid by the employee.

Safety Employees (Police & Fire) are covered under the 3% at 50 plan. Each pay period, the City pays an employer contribution towards the retirement benefit. In addition, there is an employee contribution of 9% paid by the employee.

Social Security/FICA: City employees are not subject to regular Social Security (FICA) deductions. However for new employees, federal law requires that the Medicare portion of the FICA is deducted.

Section 125: The City offers a voluntary Section 125 program whereby tax free contributions are put into a trust account and are available for withdrawal with documentation of an unreimbursed healthcare or dependent care expense (i.e. premium, dependent care, medical care).

Long Term Disability: Regular full-time City employees are eligible for disability insurance (up to 2/3 of their salary) in the event they are disabled for more than ninety (90) days. Based upon the bargaining unit for the classification, some LTD premium cost is paid by the City and some by the employee. Fire Department personnel participate in an association sponsored LTD plan with different plan specifics.

Worker’s Compensation: Salary continuance is provided up to one year for Safety employees who sustain an occupational injury or contract occupational illnesses. Regular Worker's Compensation disability benefits are paid thereafter in accordance with Worker's Compensation laws. All other full-time and hourly employees who sustain an occupational injury or contract occupational illnesses receive standard Worker's Compensation benefits as prescribed by law.

Other Benefits: The City also offers additional benefits such as an employee assistance program (EAP), a pre-tax deferred compensation plan, education assistance, an employee suggestion program, and credit union membership.

Bargaining Units:Employees may be represented by a bargaining unit. The bargaining unit may establish and collect dues for their members’ independent from the City of Visalia. Membership and dues in the bargaining unit may be mandatory.

* Regular part-time employees are eligible for most of these benefits on a prorated formula or partial/full payment by employee.

The Employment Process

As a potential applicant, you are about to participate in a series of events collectively called the employment process. Because the goal of the employment process is to obtain the most qualified candidates to fill City positions, examinations are administered to qualified applicants. These examinations are conducted in a variety of ways (written, oral, practical, and/or performance), yet they share a common purpose - to test applicants based upon the knowledge, skills and abilities required to perform the duties and responsibilities of the job.

The employment process occurs in several stages which are described below:

Application: Perspective employees must submit a City of Visalia application and other documents required as outlined in the announcement by the closing time specified on the final filing date. Final filing dates and times are listed on the front of each announcement. Separate original applications must be submitted for each recruitment/position applied for.

Examination: Applicants will be evaluated and applicants who clearly appear to be more qualified in terms of knowledge, skills, and abilities will be invited to take an examination or combination of examinations. Written, practical, oral, and/or performance examination scores, or a pre-determined combined examination score, will determine standing on the eligible list.

Exam Accommodations: If you are most qualified for the job, but need reasonable accommodations to take the exam, we encourage you to make your needs known prior to the exam. We want to work with you to design a fair and effective means by which you can demonstrate your ability to perform the essential functions of this job. Call the Human Resources Division at (559) 713-4300 and ask to speak to the analyst in charge of the recruitment. Be prepared to furnish proof of the need for accommodation. Such proof should normally be a signed statement on letterhead by a professional who is qualified to make a diagnosis.

Eligible lists: Eligible lists contain names, in descending order of score, of applicants who have obtained passing scores. Eligible lists are maintained for no less than six (6) months and no more than one year unless otherwise determined by Human Resources. The City retains the authority to reestablish an eligible list for a specific job opening when deemed necessary. Separate eligible lists are established for each recruitment.

Selection: A vacancy is filled from the top available candidates on the appropriate eligible list. Where both open and promotional lists exist, names from the promotional list will be considered prior to the names from the open list.

Post Offer Medical Examination: Prior to starting work, all prospective employees are required to pass a medical examination and/or take a drug/alcohol screening administered by the City's medical provider. Candidates are cautioned not to quit or give notice to present employers until the medical examination has been completed and passed. Appointment: New employees are required to take an oath of office and may also be required to be fingerprinted, complete a Department of Justice criminal screening, background investigation, and/or reference check.

Probationary Period: Employees appointed to regular allocated positions serve a twelve (12) month probationary period. Persons hired or promoted into the classification of Police Officer shall serve an eighteen (18) month probationary period. Employees appointed to a new position through a promotional process are required to serve a twelve (12) month probationary period in their newly appointed position. An employee maybe terminated without recourse for any reason and at any time during the probationary period.

Immigration Law: Prior to employment, applicants will be required to provide proof of U.S. citizenship, alien registration or authorization to work in the United States at time of appointment, and complete an I-9 form. Failure to do so within three (3) days from date of hire may be cause for termination. Once hired, failure to maintain authorization to work in the United States may be cause for termination of employment.

Driver's License: Some City positions may require possession of a valid California Driver's License. Employees may also be required to submit a DMV printout with proof of automobile insurance and use their automobile in the course of employment as some positions may require the use of your vehicle on the job. Additionally, employees may be required to drive City vehicles or equipment.

Non-Smoking Policy: A non-smoking ordinance adopted by the City, provides a smoke free environment.

Drug-Free Workplace: The City is a drug-fee workplace and has adopted a comprehensive substance abuse policy.

Discrimination and Harassment Policy: A zero tolerance discrimination and harassment policy adopted by the City provides employees and volunteers with a professional work environment in which they are not exposed to harassment and illegal discrimination of any kind.