12-04-1990 Special
/.
Q
o
THE CITY OF EDGEWATER
MERIT BOARD
SPECIAL MEETING
TUESDAY, DECEMBER 4, 1990
7:00 P.M.
CITY HALL CONFERENCE ROOM
MINUTES
CALL TO ORDER:
A Special Meeting of the Merit Board was called to order at 7:00
P.M. on Tuesday, December 4, 1990 in the Conference Room of City
Hall.
ROLL CALL:
Members present were: Ms. Cece Stevens, Ms. Sondra Pengov, Ms.
Doris Patterson, and Mr. Harry Jones. Ms. Grasberger was
excused. Also present were Lisa Kruckmeyer, Mark Miller, and
Lisa Miller Recording Secretary.
APPROVAL OF MINUTES:
The Minutes of October 17,
Pengov moved to approve
Motion carried 4-0.
1990 were presented for approval. Ms.
the Minutes. Ms. Stevens seconded.
UNFINISHED BUSINESS:
The Proposed Personnel Manual changes that had been discussed by
the Board at the previous meeting were presented for the Board's
review. The Board made several corrections to the changes typed
by the secretary. See the attached sheets for the corrected
copy.
Mr. Jones brought up the subject of a ~Qualification Rating
Form~ to be used in the application process for hiring purposes.
Ms. Pengov moved to use the form Mr. Jones gave the Board and
propose it at the next meeting with recommended changes. Ms.
Patterson seconded. Motion carried 4-0.
Mr. Jones stated his views on hiring procedures. Ms. Pengov
stated that she felt that hiring procedures did not belong in the
employees manual; it is not a Department Head manual. She stated
that this was the employee ~Bible.~ Mr. Jones stated that he
was under the misconception that the item they were discussing
was a personnel manual for the administration of personnel for
the City. Ms. Pengov stated that the manual was for everyone,
not just Department Heads. Mr. Jones stated that if this was
just a toy why not let it go. Ms. Pengov reminded him of the
previous incident where items were not read before they were
signed. She felt that it was necessary to read all material
before any action was taken on it. Mr. Jones stated that he
would like to see the City establish and set up a complete
personnel manual for all personnel procedures in the City. This
would cover all personnel procedures in general. It would be a
~Bosses Handbook ~ so that all managers l>Joul d be fo 11 m",i ng the
same document all of the time. Ms. Pengov questioned if he would
like to see a Supervisors manual established. Mr. Jones stated
yes.
Mr. Jones stated that he would like to have the City do a
position description of every position in the City so that the
duties and responsibilities for that job would be on record. Ms.
Pengov stated that the City has just completed an Operations
Manual. It states the daily procedures so that if someone is
absent for an period of time, a replacement can come in and
actually do their job. Mr. Jones stated that he was glad to
hear this and that he would like "to see it.
~
.
~
o
Ms. Pengov moved the secretary make the proposed changes to the
Proposed Personnel Manual and make the final submittal to Mr.
Johnson's office for review with a memo. Ms. Stevens seconded.
Motion carried 4-0.
The next item on the agenda was a memo from the City Manager
regarding the change in job descriptions for Service Workers I,
II, and III. There was a change in minimum qualifications that
requires the employee to possess a valid State of Florida
Chauffeur's License. This is a State requirement. Ms. Pengov
moved to approve the Job Description change for Service Worker I,
II, and III. Ms. Stevens seconded. Motion carried 4-0.
Ms. Stevens brought up the subject of smoking. She stated that
in some places they are fining stores for selling cigarettes to
minors. She questioned how to go about eliminating vending
machines within the City so that minors can not purchase
cigarettes. It was requested that this be put on the next agenda
for discussion and if the Board then wishes they will send a
proposal to Council for their recommendation.
Ms. Stevens brought up the question of drug testing if there is
an accident with an employee. Mr. Jones stated that the Police
Department and the Fire Department have regular tests. Ms.
Stevens asked if someone was injured and they will probably have
to claim Workers Compensation or Disability do they get tested
for drugs. Ms. Pengov stated that she believed they did if there
was reasonable suspicion. Mr. Jones stated if the Board would
like to discuss this, it could be put on the next agenda.
Ms. Pengov moved to cansel the December 26, 1990 Merit Board
Meeting and to hold the regular meeting in January. Ms. Stevens
seconded. Motion carried 4-0.
Ms. Pengov moved to adjourn the meeting. Ms. Patterson seconded.
Meeting adjourned at 8:15 P.M.
Minutes respectfully submitted by
Lisa R. Miller
Recording Secretary
-2-
r
.".."..,.
(.)
u
THE CITY OF EDGEWATER
MERIT BOARD
SPECIAL MEETING
TUESDAY, DECEMBER 4, 1990
7:00 P.M.
CITY HALL CONFERENCE ROOM
MINUTES
CALL TO ORDER:
A Special Meeting of the Merit Board was called to order at 7:00
P.M. on Tuesday, December 4, 1990 in the Conference Room of City
Hall.
ROLL CALL:
Members present were: Ms. Cece Stevens, Ms. Sondra Pengov, Ms.
Doris Patterson, and Mr. Harry Jones. Ms. Grasberger was
excused. Also present were Lisa Kruckmeyer, Mark Miller, and
Lisa Miller Recording Secretary.
APPROVAL OF MINUTES:
The Minutes of October 17,
Pengov moved to approve
Motion carried 4-0.
1990 were presented
the Minutes. Ms.
for approval. Ms.
Stevens seconded.
UNFINISHED BUSINESS:
The Proposed Personnel Manual changes that had been discussed by
the Board at the previous meeting were presented for the Board's
review. The Board made several corrections to the changes typed
by the secretary. See the attached sheets for the corrected
copy.
'1r. Jones brought up the subject of a "Qualification Rating
Form" to be used in the application process for hiring purposes.
Ms. Pengov moved to use the form Mr. Jones gave the Board and
propose it at _ the next meeting with recommended changes. Ms.
Patterson seconded. Motion carried 4-0.
Mr. Jones stated his views on hiring procedures. Ms. Pengov
stated that she felt that hiring procedures did not belong in the
employees manual; it is not a Department Head manual. She stated
that this l-Ias the employee "Bible." Mr. Jones stated that he
was under the misconception that the item they were discussing
was a personnel manual for the administration of personnel for
the City. Ms. Pengov stated that the manual was for everyone,
not just Department Heads. Mr. Jones stated that if this was
just a toy why not let it go. Ms. Pengov reminded him of the
previous incident where items were not read before they were
signed. She felt that it was necessary to read all material
before any action was taken on it. Mr. Jones stated that he
would like to see the City establish and set up a complete
personnel manual for all personnel procedures in the City. This
would cover all personnel procedures in general. It would be a
"Bosses Handbook" so that all managers l-lould be follol...,ing the
same document all of the time. Ms. Pengov questioned if he would
like to see a Supervisors manual established. Mr. Jones stated
yes.
Mr. Jones stated that he would like to have the City do a
position description of every position in the City so that the
duties and responsibilities for that job would be on record. Ms.
Pengov stated that the City has just completed an Operations
Manual. It states the daily procedures so that if someone is
absent for an period of time, a replacement can come in and
actually do their job. Mr. Jones stated that he was glad to
hear this and that he would like to see it.
.\
o
Q
Ms. Pengov moved the secretary make the proposed changes to the
Proposed Personnel Manual and make the final submittal to Mr.
Johnson's office for review with a memo. Ms. Stevens seconded.
Motion carried 4-0.
The next item on the agenda was a memo from the City Manager
regarding the change in job descriptions for Service Workers 1,
11, and Ill. There was a change in minimum qualifications that
requires the employee to possess a valid State of Florida
Chauffeur's License. This is a State requirement. Ms. Pengov
moved to approve the Job Description change for Service Worker I,
II, and Ill. Ms. Stevens seconded. Motion carried 4-0.
Ms. Stevens brought up the subject of smoking. She stated that
in some places they are fining stores for selling cigarettes to
minors. She questioned how to go about eliminating vending
machines within the City so that minors can not purchase
cigarettes. It was requested that this be put on the next agenda
for discussion and if the Board then wishes they will send a
proposal to Council for their recommendation.
Ms. Stevens brought up the question of drug testing if there is
an accident with an employee. Mr. Jones stated that the Police
Department and the Fire Department have regular tests. Ms.
Stevens asked if someone was injured and they will probably have
to claim Workers Compensation or Disability do they get tested
for drugs. Ms. Pengov stated that she believed they did if there
was reasonable suspicion. Mr. Jones stated if the Board would
like to discuss this, it could be put on the next agenda.
Ms. Pengov moved to cansel the December 26, 1990 Merit Board
Meeting and to hold the regular meeting in January. Ms. Stevens
seconded. Motion carried 4-0.
Ms. Pengov moved to adjourn the meeting.
Meeting adjourned at 8:15 P.M.
Ms. Patterson seconded.
Minutes respectfully submitted by
Lisa R. Miller
Recording Secretary
-2-
o
o
MERIT BOARD RECOMMENDED CHANGES
TO THE
PROPOSED PERSONNEL MANUAL
At a Special t1eeting of the I'lel-it Boal-d on Hedne'::;day,Octobel- 17,
1990, the Pr-oposed Pel-sonne 1 l"'1anua 1 t-.las p'-esen I;ed. Ale t tel- t',Jas
submitted by Ms. Patterson with regard to the items that she
herself would like to see changed. The Board discussed her-
let tel- and the document at lerll;}th and Nould like 1;0 make the
following suggestions:
1.
In the Table of Contents -
items EXAMINATIONS and
EMPLOYMENT.
Reverse the order of the
TEMPORARY AND PART TIME
2. Page ttl - Undel- General Policy the suggestion l"laS made
to clarify the wording in the second paragraph. It was
thought that the words alien statu~ would sound better
than al ienage.
3.
Page #2 Under General Prohibitions to
reference AQPendix C after the first paragraph.
would make it easier to find.
insert
This
4. Page tt3 Under REJECTION OF APPLICATIONS in the last
sentence where it states ....giving false information
concerning past employment history, conviction record,
or delete "'for-.!fny" other appropriate reason.
5. Page tt3 - Under APPOINTMENTS The last sentence of the
first paragraph change testinq to test.
6. PalJe tt3 - Under APPOINH'IENTS The second paragraph to
read: The City reserves the riqht to request applicants
or ei!!Q I ovees to be re-exam] ned tD, a physi c] an at any
time if reasonable cause exists to assure the City that
they are phvsicallv (insert)and P2Y~hqJ,J!.gical..l_'y_abl_~.Q
~r-fOl-m theil- jobs pl-opel-ly and effectively.
7. Page #5 - Under FINf-iNCIAL DISCLOSURE t.he section l"laS
r-et,..w i. t ten to I-ead:
EmRloyees who are reouired to do so, must file a
completed financial disclosure form with the Supervisor
of Elections.
Empl~es reouired by the State Ethics Cqmmission to
file financial disclosure statements will automaticalty
pe sent a form and information from tha~~gmmission._
The last sentence would
The completion of
satisfies the Financial
remain the same:
the State form automatically
Disclosure requirement.
8. Under EXAMINATIONS - the paragraph to be rewritten as
AI~ointments . includiQgLthe entrance~Qromotiona~
or transfer to a different classification. shall b~
made on the basis of merii:. fltnes3....._ and abilitv to be
detf::'rmined. as far as practical. by e>(arnination'_,_--R~ch
!?xaminations shall be desiqfleL~.__ be fair and
impartial. and to test the CW-p-l ic_~n1~~bj 1 i tr...
eXQ~rience and other r~lated qualifications.
!;l{ami nations may consist PL--E__wri tte--'h-_or~
gerformance test. or other ~jJpli.!;.able_test _c:!~emed
necessal-V by the DepaT tmen I; Head and aQ.Qn::lved bv the
C i I; V !'1anaqet-.
9. Page 6 under ASSIGNMENTS - delete the last sentence of
the paragraph. t+-+~-th~-r~~pon~ib+t++y-o+-th~-emptoy~e
t.o-teern-h+~-hotlr~-o+-Mor~.
1'"7
.. .
18.
10
, .
o
Q
10. Page 9 uncle,- DISCIPLINARY ACTIONS it should say SEI;.
APPENDIX C. PAGES 47-53.
11. Page 14 under OVERTIME The first sentence to read:
Overtime means hours worked in excess of a normal work
schedule which must be authorized in advance by an
employee's Supervisor or Department Head~ e:~cept that
in depat-t;ments -in ~'.Jhich unusua.l l--.JO,-k schedules.....
12. Page 15 under COMPENSATORY TIME The sentence be
chanqed to r-ead Prior to any overtime beinq worke~he
decision to r-eceive compen':;ator-v time 0'- pav f"o,-
over-time ~'HJ,-ked shell 1 be ,-eached beb'Jeen the emplovee
and Department Head.
13. Page 15 under COMPENSATORY TIME paragraph four to
,-ead: If any employee resiqns or retires \'/ithout havinq
used accumulated compensatory time, the time will be
paid out: at the sam~_rate at which it was earned(100Yo>.
14. Page 18 under COMPOSITION OF THE PAY PLAN it should
,-ea.d:
The Pay plan shall include:
1. A table of minimum and maximum pay ranqes
(Appendix B).
2. A schedule of salary qrades for each title in the
classification plan, consistinq of minimum and
ma;.(imum ranqes (ARReD.gix~
15.
Page 18 under SALARY RANGES AND PROGRESSION Insert:
Qg~pendix A - paqes 41-43 Bet.Neen title and #1.
16.
Page 20 unde,- GRI EVANCE AND ARBI TFlAT 1 ON PROCEDURE
Step 2: Any qrieyance which cannot be satisfactorily
settled with the Supervisor shall be reduced to writinq
I'J1thin five (5) wQrk~ daY'S bv the employee....
Page 20 under GRIEVANCE AND ARBITRATION PROCEDURE
Step 3: Change it to read Any qri~vance \./hich cannot
be satisfactorily settled with the Department Head
shall be fi l.ed ~Ii th the Ci ty J"lanaqer. ei ther- thouqh the
employee and his representative, or bY' the employee
~imself, at the employees's option. The qrievance a~
specified in Step 2 shall be discussed by and between
the employee 3ndTor--t.h~--r~pre~~nt.at.i~e--~nd the City
Manaqer and an impartial third party within five (5)
~'J(:q-kinq days afte,- completion of Step 2. The Cit\,
l'lanaqer- ':;hall t'.,ithin seven (7) ~'Jol-king days a.ftel- this
discussion (or such lonqer geriods of time as i~
mutually agreed upon) render his decision in writinq~
l'1i th a copV' to the employee and the J-mgartia-1-third
g a ..c.tY.~
Page 21 under GRIEVANCE AND ARBITRATION PROCEDURE
<CON'T) under Step 4 paragraph one: jt should read: At
any time t'Jithin ten davs follt.JI'Jincl t'.witten notif"icatioll
9f the City t'lanaqer-'s deci'=ioll~_ emQloyee may submit
a wri tten request for fur t~er ~Vie\'l to the f.1er it
~~o aT d.....!..
Page 21 unde,- GRIEVANCE AND ARBITRATION PROCEDURE
(CON'Tl under Step 4 paragraph tl'1o: Ttle Merit Board
~'!ill investiqa.te the r-egyest~ hear- the emp~ee and
COllc.?r-tled paTties and '5ubmit !";Q____tb~--1=i.tY~o'~_'lCil__A
'-ecoOlmendation in I'Jhich i~ 1.'Jill_':;_I,Jm,-,-@-iz~j_t:.~find_tD!..=I.2.
:3nd ':; l;a te its d i spos i t ion 0 f the___~...9.se~_-I.b'? e~.f,--19_'ye~
mdV appeal the d~ci-~ir'" l-ecoll1menda t ion [) f the Board to
the C i tv. Counc i 1 ~'Jh ich may r-evel-se on 1 V upon a 4/5
vote.
-2-
Q
Q
20.
Page
"1er i t
21 under MERIT SYSTEM POLICY - Purpose of the
System - under item #2 insert:
The merit system shall consist of meLLt_of 0 - 4r. based.
~Qon the followinq points received on each employee
evaluation.
Non-Supervisory Positions
Score
Percent Increase
Below standards
Meets standards
Exceeds standards
~xceeds standards plus
Outstandin9-
Outstanding plus
25-74
75
76-84
85-90
91-99
100-111
or.
Or.
1r.
2r.
;3r.
4r.
QyQervisory positions
J3elow standards
Meets standards
Exceeds standards
Exceeds standards plus
Outstandinq
Outstandinq plus
33-98
99-107
108-115
116-123
124-131
132-151
or.
Or.
1r.
2r.
3r.
4r.
The merit system increases
that are determined at
evaluE_t~on. and shall
anniversary date.
are
the
be
based only on job Rerformances
time of ~ach ~l!!Q..loYee~~<!nnu~J_
effec t i Y~__~JLI;m the e!.l!PJ~e ' ?_
20. Page 22 under LEAVE OF ABSENCE WITH PAY under Leave
with Pay: drop the paragraph down so that Leave with
Pa\~ is a heading.
Leave with Pay:
The City Manaqer may authorize leave with pay which
will not be charqed to vacation or sick leave under the
followinq terms:
E'l. Page 22 under Leave I-lith Pay: item n2 should read: 2.
Fot- attendance ;~~--;!m--off1:r::1:at--rnl'!!~~1:t,q rOl- a va 1 id
munic ipal PUTpo':;e.
22. Page 23 under LEAVE OF ABSENCE WITH PAY (CON'T) Delete
the E. and the F. to read:
Disapproval may be subject to qrievance procedure.
The City has the ,-iqht to l-eqUest a ve'-ification of the
death.
23. Page 24 under LEAVE OF ABSENCE WITHOUT PAY (CDN'T)
delete the extra space between LEAVE OF ABSENCE WITHOUT
pAY (CON'T) and Maternity Leave:
24. Page 24 under SICK LEAVE item #2 should be moved to
page 25 so that items # 2 and #3 are consecutive
thereby making them easier to understand.
25. Page 33 under WORKER'S COMPENSATION BENEFITS (CON'T)
undl~r i tern # 1. Add the Nord "i o"so that i tshou I dread
......the City Manaqer in his discretion. may permit
the employee to continue with his normal duties~
reassiqn the emplovee to other duties within the City
DepClT tmen t. 01- ~O'-.:ll- i 1 y ,-emove theernp 1 oyee from
Ci t'i. sen.....ice....
26. Page 35 under CODE OF CONDUCT (CON'T) The title Code of
Ethics should be in caps: CODE OF ETHICS.
-3-
u
o
27.
Page 36 Code of Ethics (CON'T)
CODE OF ETHICS (CON'T).
should be in capitals
28.
Page 37 under CODE OF ETHlCS
APPEARANCE (CON'T) Down to
heading in lower case:
should move DRESS AND
be a heading and put the
CODE OF ETHICS -
Dress and Appearance (Can't>
City employees represent the City in all.......
29.
PalJe 38
Undenlea tl1
(Con't).
Code of
should
Ethics should be
read Employment
in capitals.
of relatives
30.
Page 41~ 42~ 43 - Appendix A - Rather than
table put in sidel'/ay=. it Nould look nicer
turned around. See Attached example labeled
having the
if it 1-Ji3S
I nsel- t E.
31. Page 44~ 45~ 46 - Appendix B - should be turned around
to match lnsert A. On pages 45 and 46 all headings
should be carried over.
32. Page 47 - Appendix C - the word Dismissal needs to be
lined up with the othel-s in the colullln.
33. Par;Je 48 - Appendb~ C - the Di'3cipline'::; Sllould be listed
in ol-del- of sevel-ity~ eithel- staTtinq fn:Hll the least to
the ~"Ol-st 01- fl-0lll the ~'J01-st to the least, pl-efe,-ably
from the least to the worst.
34.
Page 48 - Appendix C
Suspension was left out.
tf:8
under 3-Dav the word
35. The Board would like to see a Departmental
Organizational Chart added to the Proposed Personnel
Manual. This would show the reportability structure
within the department; not by name but by department.
There should be one for the City and one also by
Department. This should be done by Job Title~ not by
the name of individuals. This should be put in the
beginning of the Proposed Personnel Manual.
36. Mileage should be addressed under Other Compensations
or Benefits.
-4-
-'- 0 .
_.. "..l':'" - '\.. "
\ ~
o
CITY OF EDGEWATER
JOB CLASSIFICATION PLAN
JOB CLASSIFICATION
GRADE
DEPARTMENT HEADS
CITY CLERK
PARKS & RECREATION DIRECTOR
DIRECTOR OF PUBLIC WORKS
DIRECTOR OF UTILITIES
FINANCE DIRECTOR
FIRE CHIEF
PLANNING/ZONING DIRECTOR
POLICE CHIEF
CITY ENGINEER
21
21
23
23
24
24
24
24
30
ADMINISTRATIVE/CLERICAL
OFFICE ASSISTANT 4
CUSTOMER SERVICE REPRESENTATIVE 7
FINANCE CLERK 7
PLANS/PERMIT CLERK 8
PAYROLL/INSURANCE CLERK 10
SENIOR FINANCE CLERK 11
STAFF ASSISTANT 11
DEPUTY CITY CLERK 13
EXECUTIVE ASSISTANT 14
FINANCE OFFICER 17
"~~NI)IErc- I J , .... , nF:!!II~Y E: I "RL..CLGRK._.. 19
PUBLIC SAFETY
ANIMAL CONTROL OFFICER 10
DISPATCHER/FIRE 10
TELECOMMUNICATOR 10
COMMUNICATIONS SUPERVISOR 11
RECORDS SUPERVISOR/
PUBLIC INFORMATION OFFICER 11
FIREFIGHTER/EMT 12
DETECTIVE 13
ELECTRICAL & MECHANICAL INSPECTOR 13
FIRE SAFETY INSPECTOR 13
POLICE OFFICER 13
l"tINIMUM
SALARY
$25,646.00
$25,646.00
$28,267.00
$28,267.00
$29,681.00
$29,681.00
$29,681.00
$29,681.00
$39,832.00
$ 1 1 , 1 90 . 00
$12,958.00
$12,958.00
$13,603.00
$14,997.00
$15,746.00
$15,746.00
$17,368.00
$18,221.00
$21 ,091 .00
$23,254.00
$14,997.00
$14,997.00
$14,997.00
$15,746.00
$15,746.00
$16,536.00
$17,368.00
$17,368.00
$17,368.00
$17,368.00
~
APPENDIX A
1'1A X I MUI'1
SALARY
$37,960.00
$37,960.00
$41,850.00
$41,850.00
$43,950.00
$43,950.00
$43,950.00
$43,950.00
$58,926.00
$16,557.00
$19,178.00
$ 1 9 , 178.00
$20, 134.00
$22, 194.00
$23,29~.OO
$23,296.00
$25,688.00
$26,978.00
$31,242.00
$34,424.00
$22,194.00
$22,194.00
$22 , 194.00
$23,296.00
$23,29.6.00
$24,461 .00
$25,688.00
$25,688.00
$25,688.00
$25,688.00
A-I
u
SAFETY DIRECTOR/
CODE ENFORCEMENT OFFICER
DETECTIVE/SERGEANT
POLICE SERGEANT
POLICE LIEUTENANT
FIRE LIEUTENANT
BUILDING OFFICIAL
13
17
17
19
19
21
ENVIRONMENTAL
SERVICE WORKER I 5
METER READER 6
SERVICEWORKER II 7
WATER PLANT OPERATOR - TRAINEE 7
MECHANICS HELPER 8
UTILITIES SERVICE WORKER 8
SERVICEWORKER III 9
TRADESWORKER I 9
UTILITY SYSTEMS MECHANIC 9
RECREATION SUPERVISOR 11
BUILDING MAINTENANCE FOREMAN 11
MECHANIC 12.
TRADESWORKER II 12.
WASTE WATER PLANT OPERATOR "C" 12'
WATER PLANT OPERATOR "C" 12
FIELD OPERATIONS SUPERVISOR 13
WATER PLANT OPERATOR "B" 13
WASTE WATER PLANT SUPERVISOR 15
SANITATION SUPERVISOR 16
STREETS SUPEMVISOR 16
WATER PLANT SUPERVISOR 17
ASST. PAR~~S & RECREATION DIRECTOR 19
ASST. PLANNING/ZONING DIRECTOR 19
ASST. PUBLIC WORKS DIRECTOR 19
ASST. DIRECTOR OF UTILITIES 19
o
$17,368.00
$21,091.00
$21,091.00
$23,254.00
$23,254.00
$25,646.00
$11,752.00
$12,334.00
$12,958.00
$12,958.00
$13,603.00
$13,603.00
$14,290.00
$14,290.00
$14,290.00
$15,746.00
$15,746.00
$16,536.00
$16,536.00
$16,536.00
$16,536.00
$17,368.00
$17,368.00
$19,136.00
$20,093.00
$20,093.00
$21,091.00
$23,254.00
$23,254.00
$23,254.00
$23,254.00
42
$25,688.00
$31,242.00
$31 ,242.00
$34,424.00
$34,424.00
$37,960.00
$17,389.00
$18,262.00,
$19,178.00
$19,178.00
$20 , 134.00
$20 , 134 . 00
$21,133.00
$21,133.00
$21,133.00
$23,296.00
.$23,296.00
$24,461.00
$24,461.00
$24,461 .00
$24,461.00
$25,688.00
$25,688.00
$29,329.00
$29,744.00
$29,744.00
$31,242.00
$34,424.00
$34,424.00
$34,424.00
$34,424.00
A-2