Item Coversheet
  COUNCIL COMMUNICATION
CC #: 2464
File #: 0600-01 & 0201-01
Title:Labor Market Adjustments, Minimum Wage and Other Adjustments, and Budget Adjustment
Contact:

  Linda Hampton 916-412-4848 lhampton@roseville.ca.us

 

Meeting Date: 12/21/2022

Item #: 10.3.

RECOMMENDATION TO COUNCIL

Staff recommends that the City Council take the following actions:

 

  1. Adopt an ordinance to approve the International Brotherhood of Electrical Workers (IBEW) A & B Salary Schedules (Appendix B) to reflect a salary adjustment for Generation Maintenance Scheduler-Coordinator (1082A, 1082B) effective December 31, 2022.
  2. Adopt an ordinance to approve the International Union of Operating Engineers, Stationary Engineers, Local 39 (Local 39) A & B Salary schedules (Appendix E) to reflect a salary adjustment for Fleet Services Parts Buyer (1113A, 1113B) effective December 31, 2022.
  3. Adopt an ordinance to approve the Roseville Police Association (RPA) A & B Salary Schedules (Appendix C) reflecting the deletion of Public Safety Outreach & Community Relations Coordinator (5654A, 5654B) and labor market adjustments effective January 14, 2023.
  4. Adopt an ordinance to approve the Roseville Police Officers’ Association (RPOA) A & B Salary Schedules (Appendix B) reflecting labor market adjustments effective January 14, 2023.
  5.  Adopt an ordinance to approve the Roseville Firefighters, Local 1592 (RFF) A & B Salary Schedules (Appendix B) reflecting labor market adjustments effective January 14, 2023.
  6. Adopt an ordinance to approve the International Union of Operating Engineers, Stationary Engineers, Local 39 (Local 39) A & B Salary schedules (Appendix F) reflecting labor market adjustments effective January 14, 2023.
  7. Adopt an ordinance to approve the Confidential A & B Salary Schedules (Appendix C) reflecting labor market adjustments effective January 14, 2023.
  8. Adopt an ordinance to approve the Management A & B Salary Schedules (Appendix E) reflecting labor market adjustments effective January 14, 2023.
  9. Adopt an ordinance to approve the attached Temporary salary schedule reflecting minimum wage adjustments (Appendix P) reflecting the deletion of (1006) Lifeguard I, (1007) Swim Coach, (9504) Assistant Rangemaster, (9517) Line Technician Helper) and (9524) Police Background Investigator), and the retitle of (1074) Lifeguard) effective January 1, 2023.
  10. Adopt an ordinance approving the attached budget adjustment to provide funding for the salary schedule updates in the Fleet Operations, Electric, and Environmental Utility Funds.

 
BACKGROUND

The City’s goal has been to ensure it is competitive in the marketplace on recruitment and retention among comparable agencies while remaining fiscally responsible. As a service organization, labor is the City’s most significant expense, and the City has taken steps to control costs in this area. In the past eight years, the City has implemented policies to slow payroll growth, reduce retirement benefits, set total compensation (salaries and benefits packages) at the median in the labor market (except for the Electric Department positions), and control pension costs by transferring the responsibility to employees to fund 100 percent of the employees’ share of pension costs. During the time the City was implementing these cost-control measures, services were expanded to meet the needs of our growing population, yet staffing was reduced by nearly 40 percent per capita from FY2007-08 to FY2022-23.

 

Maintaining the quality of services along with the integrity of the City’s more than $4 billion worth of infrastructure requires balancing our ability to attract and retain a high-performing workforce while living within our means. To this end, the City has strived during the last round of bargaining to recognize the exceptional efforts of City staff through the COVID pandemic by providing outstanding service to the community which has been substantiated by the recent community surveys.  This resulted in recommending the City salary philosophy align to the 55th percentile of the market.  Ultimately, the City's compensation philosophy seeks to compare its total compensation with jurisdictions that are similar in size, services, and geographical location to remain competitive and retain our talented City employees who have produced high service levels affirmed by the community.

 

Salary Adjustments

Due to the need to more effectively organize work in the Electric Department, staff is recommending a 34.14% salary increase for the Generation Maintenance Scheduler-Coordinator classification, for which the position is vacant, due to a change in the duties assigned and necessary internal alignment of 10% above subordinate classification compensation to help fill the position.  Also, as a result of a recent class study and an effort to maintain salary relationships consistent with related jobs, staff is recommending a 6.82% increase for the Fleet Services Parts Buyer classification.

To

Current Salary & Benefits

Proposed Salary & Benefits

FTE

Annual Impact *

Impact for remaining FY 2022-23

Generation Maintenance Scheduler-Coordinator

$202,655

$271,842

1.00

$69,187

$34,593

Fleet Services Parts Buyer

$125,840

$134,423

1.00

$8,583

$4,291

 

 

TOTAL

$77,770

$38,884

 *This amount includes the estimated annual pension cost of $5,440.

Labor Market Adjustments

The current Memorandums of Understanding (MOUs) with the Roseville Police Officer’s Association (RPOA) and Roseville Firefighters (RFF), which expire on December 31, 2025, and Roseville Police Association (RPA), International Union of Operating Engineers, Stationary Engineers, Local 39 (Local 39), and the Management and Confidential unrepresented groups, which expire on December 31, 2023, have provisions for a labor market study in July 2022. Based on these agreed upon terms, the City engaged an independent classification and compensation consultant to conduct a comprehensive total compensation study using comparator jurisdictions. The MOU provisions required the same salary, benefit elements, and methodology that was used in the July 2020 Total Compensation Study.

 

Staff conducted the meet and confer process with the labor groups regarding the accuracy of the market total compensation data in the last two weeks of October 2022.  Labor market adjustments were identified only where the classification benchmark total compensation is behind the labor market 55th percentile. The percentage identified in the tables below represent the percentage added to the classification salary range in the attached updated salary schedules. The average percent increases for the bargaining groups are as follows: RPA: 6.41%; RPOA: 4.73%; RFF: 4.52%; Local 39: 4.86%; and Management and Confidential: 2.88%.

 

The Salary Schedule updates for RPA include the following labor market adjustments:

 

Job Title

Schedule B

Schedule A

Animal Control Officer

6.01%

6.01%

Animal Control Supervisor

6.01%

6.01%

Senior Police Records Clerk

6.88%

6.88%

Police Property and Evidence Technician I

9.90%

9.90%

Police Property and Evidence Technician II

9.90%

9.90%

Community Services Officer I

6.01%

6.01%

Community Services Officer II

6.01%

6.01%

Communications Supervisor

6.48%

6.48%

Crime Analyst

2.98%

2.98%

Dispatcher I

6.48%

6.48%

Dispatcher II

6.48%

6.48%

Police Property and Evidence Supervisor

6.48%

6.48%

Police Officer Trainee

4.80%

4.80%

Police Records Clerk I

6.87%

6.87%

Police Records Clerk II

6.88%

6.88%

Police Scene Technician I

6.48%

6.48%

Police Scene Technician II

6.48%

6.48%

Public Safety Program Coordinator

6.48%

6.48%

Records Supervisor

6.88%

6.88%

 

The Salary Schedule updates for RPOA include the following labor market adjustments:

 

Job Title

Schedule B

Schedule A

Police Officer

4.80%

4.80%

Police Sergeant

4.23%

4.23%

 

The Salary Schedule updates for RFF include the following labor market adjustments:

 

Job Title

Schedule B

Schedule A

Fire Captain

4.73%

2.41%

Fire Engineer

6.92%

6.92%

Firefighter EMT I

10.00%

2.46%

Firefighter Paramedic I

4.31%

4.31%

Firefighter Paramedic II

4.31%

4.31%

Fire and Environmental Inspection Supervisor

10.42%

2.18%

Fire and Environmental Safety Inspector I

5.82%

0.00%

Fire and Environmental Safety Inspector II

5.81%

0.00%

 

The Salary Schedule updates for Local 39 include the following labor market adjustments:

 

Accountant I

2.02%

2.02%

Accountant II

2.02%

2.02%

Administrative Supervisor

1.91%

1.91%

Administrative Technician

1.91%

1.91%

Aquatics Maintenance Technician

5.51%

5.51%

Arborist Technician

5.51%

5.51%

Assistant Child Care Site Coordinator

6.62%

6.62%

Assistant Engineer

1.81%

1.81%

Assistant Planner

8.03%

8.03%

Associate Engineer

3.85%

3.85%

Associate Engineer (PE)

3.85%

3.85%

Associate Planner

8.03%

8.03%

Building Inspector I

7.83%

7.83%

Building Inspector II

7.83%

7.83%

Building Maintenance Aide

3.70%

3.70%

Building Maintenance Worker I

3.70%

3.70%

Building Maintenance Worker II

3.70%

3.70%

Building Plans Examiner I

7.43%

7.43%

Building Plans Examiner II

7.43%

7.43%

Business Systems Analyst I

6.02%

6.02%

Business Systems Analyst II

6.02%

6.02%

Buyer I

10.00%

10.00%

Buyer II

10.00%

10.00%

Child Care Site Coordinator

6.62%

6.62%

City Clerk Technician I

6.20%

6.20%

City Clerk Technician II

6.20%

6.20%

Code Enforcement Inspector I

0.06%

0.06%

Code Enforcement Inspector II

0.06%

0.06%

Community Relations Analyst

2.91%

2.91%

Construction Inspection Supervisor

1.82%

1.82%

Construction Inspector I

1.82%

1.82%

Construction Inspector II

1.82%

1.82%

Courier

5.34%

0.00%

Custodian

2.50%

2.50%

Data Management Specialist I

6.02%

6.02%

Data Management Specialist II

6.02%

6.02%

Database Analyst I

6.02%

6.02%

Database Analyst II

6.02%

6.02%

Deputy City Clerk I

5.34%

5.34%

Deputy City Clerk II

5.34%

5.34%

Development Services Business Analyst I

10.00%

10.00%

Development Services Business Analyst II

10.00%

10.00%

Development Technician I

6.53%

4.13%

Development Technician II

6.53%

4.13%

Digital Content Analyst

2.91%

2.91%

Energy Program Technician

1.91%

1.91%

Engineering Technician I

3.10%

3.10%

Engineering Technician II

3.10%

3.10%

Environmental Compliance Specialist I

4.43%

4.43%

Environmental Compliance Specialist II

4.43%

4.43%

Equipment Serviceworker

9.56%

9.56%

ERP Business Analyst I

1.74%

1.74%

ERP Business Analyst II

1.74%

1.74%

Finance Clerk I

5.75%

5.75%

Finance Clerk II

5.75%

5.75%

Finance Technician I

4.77%

4.77%

Finance Technician II

4.77%

4.77%

Fleet Management Technician

9.57%

9.57%

Fleet Services Part Buyer

9.57%

9.57%

GIS Analyst I

10.00%

10.00%

GIS Analyst II

10.00%

10.00%

GIS Technician I

8.25%

8.25%

GIS Technician II

8.25%

8.25%

Graphic Designer

2.91%

2.91%

Housing Analyst I

4.51%

4.51%

Housing Analyst II

4.51%

4.51%

Housing Technician I

1.91%

1.91%

Housing Technician II

1.91%

1.91%

Industrial Waste Specialist

7.84%

7.84%

Industrial Waste Technician

7.84%

7.84%

Information Technology Analyst I

6.02%

6.02%

Information Technology Analyst II

6.02%

6.02%

Information Technology Technician I

7.72%

7.72%

Information Technology Technician II

7.72%

7.72%

Interpretive Services Specialist I

6.62%

6.62%

Interpretive Services Specialist II

6.62%

6.62%

Irrigation Technician

5.51%

5.51%

Junior Engineer

1.82%

1.82%

Laboratory Technician I

7.83%

7.83%

Laboratory Technician II

7.84%

7.84%

Librarian I

4.73%

4.73%

Librarian II

4.73%

4.73%

Library Assistant I

1.59%

1.59%

Library Assistant II

1.59%

1.59%

Library Technician

1.41%

1.41%

Marketing and Communication Analyst I

2.91%

2.91%

Marketing and Communication Analyst II

2.91%

2.91%

Mechanic I

9.56%

9.56%

Mechanic II

9.56%

9.56%

Meter Reader

5.51%

4.67%

Meter Service Worker

5.51%

4.68%

Natural Resource Specialist I

5.51%

5.51%

Natural Resource Specialist II

5.51%

5.51%

Natural Resources Worker I

5.51%

5.51%

Natural Resources Worker II

5.51%

5.51%

Office Assistant I

5.34%

5.34%

Office Assistant II

5.34%

5.34%

Organics Truck Driver

4.19%

4.19%

Parks Maintenance Worker I

5.51%

5.51%

Parks Maintenance Worker II

5.51%

5.51%

Parks Project Technician

5.51%

5.51%

Parks Recreation and Libraries Technician

6.53%

6.53%

Parks, Recreation & Libraries Coordinator I

6.62%

6.62%

Parks, Recreation & Libraries Coordinator II

6.62%

6.62%

Passport/Livescan Agent

5.34%

5.34%

Permit Technician I

7.68%

4.13%

Permit Technician II

7.68%

4.13%

Project Coordinator

1.82%

1.82%

Recreation Leader

5.34%

5.34%

Recycling and Organics Coordinator

4.43%

4.43%

Refuse Maintenance Worker I

4.19%

4.19%

Refuse Maintenance Worker II

4.19%

2.83%

Refuse Truck Driver I

4.19%

4.19%

Refuse Truck Driver II

4.19%

4.19%

Security Analyst I

6.02%

6.02%

Security Analyst II

6.02%

6.02%

Security Architect

6.02%

6.02%

Senior Accountant

2.02%

2.02%

Senior Building Inspector

7.83%

7.83%

Senior Building Maintenance Worker

3.70%

3.70%

Senior Building Plans Examiner

7.43%

7.43%

Senior Buyer

10.00%

10.00%

Senior Code Enforcement Inspector

0.00%

0.00%

Senior Construction Inspector

1.82%

1.82%

Senior Custodian

2.50%

2.50%

Senior Engineering Technician

3.10%

3.10%

Senior Finance Clerk

5.75%

5.75%

Senior Finance Technician

4.77%

4.77%

Senior Housing Technician

1.91%

1.91%

Senior Information Technology Technician

7.72%

7.72%

Senior Interpretive Services Specialist

6.61%

6.61%

Senior Mechanic

9.56%

9.56%

Senior Meter Service Worker

5.51%

4.68%

Senior Natural Resources Worker

5.51%

5.51%

Senior Parks Maintenance Worker

5.51%

5.51%

Senior Permit Technician

7.68%

4.13%

Senior Refuse Truck Driver

4.19%

4.19%

Senior Solid Waste Billing Technician

4.77%

4.77%

Senior Street Maintenance Worker

4.19%

4.19%

Senior Tree Trimmer

5.51%

5.51%

Senior Utility Billing Customer Service Field Representative

3.68%

3.68%

Senior Utility Customer Service Specialist

3.68%

3.68%

Senior Warehouse Worker

0.00%

0.00%

Solid Waste Billing Technician

4.77%

4.77%

Street Maintenance Worker I

4.19%

4.19%

Street Maintenance Worker II

4.19%

4.19%

Street Sweeper Operator

4.19%

4.19%

Systems Architect

6.02%

6.02%

Transportation Grants Analyst

4.38%

4.38%

Transportation Technician I

1.91%

1.91%

Transportation Technician II

1.91%

1.91%

Tree Trimmer I

5.51%

5.51%

Tree Trimmer II

5.51%

5.51%

Turf and Sports Field Technician

5.51%

5.51%

Utility Billing Analyst I

1.74%

1.74%

Utility Billing Analyst II

1.74%

1.74%

Utility Billing Customer Service Field Representative I

3.68%

3.68%

Utility Billing Customer Service Field Representative II

3.68%

3.68%

Utility Customer Service Representative I

3.68%

3.68%

Utility Customer Service Representative II

3.68%

3.68%

Utility Customer Service Specialist I

3.68%

3.68%

Utility Customer Service Specialist II

3.68%

3.68%

Vehicle Maintenance Servicewriter

9.56%

9.56%

Video and Multimedia Technician

2.91%

2.91%

Warehouse Worker I

0.00%

0.00%

Warehouse Worker II

0.00%

0.00%

Waste Services Clerk I

5.75%

5.75%

Waste Services Clerk II

5.75%

5.75%

Wastewater Treatment Plant Operator Grade I

10.00%

10.00%

Wastewater Treatment Plant Operator Grade II

10.00%

10.00%

Wastewater Treatment Plant Operator Grade III 24Hr

5.78%

5.78%

Wastewater Treatment Plant Operator Grade III 8Hr

5.78%

5.78%

Wastewater Treatment Plant Operator Grade IV

5.78%

5.78%

Water Quality Technician

7.84%

7.84%

Water Treatment Plant Operator Grade I 24Hr

10.00%

10.00%

Water Treatment Plant Operator Grade II 24Hr

10.00%

10.00%

Water Treatment Plant Operator Grade I 8Hr

10.00%

10.00%

Water Treatment Plant Operator Grade II 8Hr

10.00%

10.00%

Water Treatment Plant Operator Grade III 24Hr

5.78%

5.78%

Water Treatment Plant Operator Grade III 8Hr

5.78%

5.78%

Youth Development Program Coordinator

6.62%

6.62%

 

The Salary Schedule updates for Management and Confidential include the following labor market adjustments:

 

Job Title

Schedule B

Schedule A

Accounting Manager

1.65%

1.65%

Accounting Supervisor

0.00%

0.00%

Accounts Payable Supervisor

0.00%

0.00%

Administrative Assistant

1.91%

1.91%

Alternative Transportation Manager

5.60%

5.60%

AMI Project Manager

0.00%

0.00%

Assistant City Attorney

1.62%

1.62%

Assistant City Clerk

3.81%

3.81%

Assistant City Manager

3.94%

3.94%

Assistant City Manager/Chief Financial Officer

3.94%

3.94%

Assistant Electric Analyst

2.02%

2.02%

Assistant Electric Utility Director

8.75%

8.75%

Assistant Environmental Utilities Director

3.86%

3.86%

Assistant Finance Director

1.65%

1.65%

Assistant Fire Chief

5.67%

5.67%

Assistant Human Resources Director

4.84%

4.84%

Assistant Information Technology Director

10.00%

10.00%

Assistant Police Chief

4.23%

4.23%

Assistant Transportation Planner

2.84%

2.84%

Associate Electric Analyst

2.02%

2.02%

Associate Transportation Planner

4.38%

4.38%

Budget Analyst I

4.38%

4.38%

Budget Analyst II

4.38%

4.38%

Budget Manager

1.65%

1.65%

Building Inspection Supervisor

7.13%

7.13%

Building Official

8.99%

8.99%

Chief Information Officer

10.00%

10.00%

City Clerk

0.56%

0.56%

Code Enforcement Supervisor

0.06%

0.06%

Construction Inspection Superintendent

1.82%

1.82%

Custodian Supervisor

2.50%

2.50%

Data Management Administrator

10.00%

10.00%

Department Public Information Officer

2.91%

2.91%

Deputy City Attorney I

1.62%

1.62%

Deputy City Attorney II

1.62%

1.62%

Deputy City Manager

0.56%

0.56%

Development Services Administrator

10.00%

10.00%

Development Services Director

0.00%

0.00%

Development Services Manager

10.00%

10.00%

Economic Development Analyst I

4.38%

4.38%

Economic Development Analyst II

4.38%

4.38%

Economic Development Director

0.00%

0.00%

Economic Development Project Manager

4.38%

4.38%

Electric Business Analyst I

2.02%

2.02%

Electric Business Analyst II

2.02%

2.02%

Electric Compliance Analyst I

2.02%

2.02%

Electric Compliance Analyst II

2.02%

2.02%

Electric Customer Programs Supervisor

2.02%

2.02%

Electric Engineering Technician Supervisor

6.16%

6.16%

Electric Operations Manager

8.75%

8.75%

Electric Operations Supervisor

8.76%

8.76%

Electric Resources Planner II

2.49%

2.49%

Electric Resources Planner I

2.49%

2.49%

Electric Risk and Compliance Supervisor

2.02%

2.02%

Electric Safety Coordinator

4.38%

4.38%

Electric Substation Supervisor

8.76%

8.76%

Electric Technology System Administrator

2.02%

2.02%

Electric Utility Director

8.75%

8.75%

Electric Utility Financial Administrator

2.02%

2.02%

Electronic Maintenance Coordinator

4.49%

3.30%

EMS Quality Assurance Coordinator

4.72%

4.72%

Energy Services Account Representative I

0.00%

0.00%

Energy Services Account Representative II

0.00%

0.00%

Engineering Manager

3.85%

3.85%

Environmental Coordinator

4.38%

4.38%

Environmental Utilities Business Administrator

4.37%

4.37%

Environmental Utilities Business Analyst I

4.38%

4.38%

Environmental Utilities Business Analyst II

4.38%

4.38%

Environmental Utilities Director

3.85%

3.85%

Environmental Utilities Maintenance Superintendent

3.98%

0.00%

Environmental Utility Compliance Administrator

6.99%

6.99%

ERP Program Manager

6.02%

6.02%

Executive Assistant

1.91%

1.91%

Facilities Supervisor

6.34%

6.34%

Finance Manager

1.65%

1.65%

Fire Battalion Chief

5.67%

2.41%

Fire Chief

8.54%

8.54%

Fire Division Chief

5.67%

5.67%

Fleet Services Supervisor

9.57%

9.57%

Government Relations Administrator

9.92%

9.92%

Government Relations Representative I

4.38%

4.38%

Government Relations Representative II

4.38%

4.38%

Housing Manager

4.38%

4.38%

Housing Supervisor

4.37%

4.37%

Human Resources Analyst I

4.05%

4.05%

Human Resources Analyst II

4.05%

4.05%

Human Resources Director

0.00%

0.00%

Human Resources Manager

6.42%

6.42%

Human Resources Technician

1.91%

1.91%

Hydrogeologist

3.85%

3.85%

Information Security Administrator

6.02%

6.02%

Information Technology Client Services Supervisor

6.02%

6.02%

Information Technology Program Manager

6.02%

6.02%

Interpretive Services Supervisor

0.00%

0.00%

Key Accounts Representative

0.00%

0.00%

Legal Clerk I

4.29%

4.29%

Legal Clerk II

4.29%

4.29%

Management Analyst - City Manager's Office

4.38%

4.38%

Management Analyst I

4.38%

4.38%

Management Analyst II

4.38%

4.38%

Management Assistant I

1.91%

1.91%

Management Assistant II

1.91%

1.91%

Office Assistant I (C)

5.34%

5.34%

Office Assistant II (C)

5.34%

5.34%

Paralegal

0.00%

0.00%

Park Development Project Manager I

4.38%

4.38%

Park Development Project Manager II

4.38%

4.38%

Park Planning and Development Manager

4.14%

4.14%

Parks Recreation and Libraries Director

0.00%

0.00%

Parks Supervisor

3.78%

0.00%

Parks, Recreation & Libraries Manager

4.14%

0.00%

Parks, Recreation & Libraries Superintendent

4.14%

4.14%

Payroll Supervisor

0.00%

0.00%

Payroll Technician I

2.24%

2.24%

Payroll Technician II

2.25%

2.25%

Permits Supervisor

4.38%

4.38%

Planning Manager

7.39%

7.39%

Police Captain

4.23%

4.23%

Police Chief

2.94%

2.94%

Police Lieutenant

4.23%

4.23%

Police Services Administrator

5.18%

5.18%

Police Social Services Practitioner

10.00%

10.00%

Power Engineering Manager

2.53%

2.53%

Power Generation Superintendent

10.00%

10.00%

Power Plant Operations and Maintenance Supervisor

10.00%

10.00%

Power Supply and Portfolio Administrator

2.53%

2.53%

Preventative Maintenance Supervisor

3.98%

0.00%

Principal Engineer

3.85%

3.85%

Principal Planner

7.13%

7.13%

Process Engineer

3.85%

3.85%

Project Supervisor

3.85%

3.85%

Public Affairs and Communication Manager

2.91%

2.91%

Public Works Director

0.00%

0.00%

Public Works Manager

3.85%

3.85%

Purchasing and Warehouse Manager

0.00%

0.00%

Recreation & Library Supervisor

0.00%

0.00%

Refuse and Stormwater Manager

3.85%

3.85%

Refuse Superintendent

4.74%

4.74%

Refuse Supervisor

10.00%

10.00%

Risk Manager

1.79%

1.79%

Safety Coordinator

4.38%

4.38%

Senior Business Systems Analyst

6.02%

6.02%

Senior Database Analyst

6.02%

6.02%

Senior Deputy City Attorney

1.62%

1.62%

Senior Development Services Business Analyst

10.00%

10.00%

Senior Electric Business Analyst

2.02%

2.02%

Senior Electric Technology System Analyst

6.21%

6.21%

Senior Energy Services Account Representative

0.00%

0.00%

Senior Engineer

3.85%

3.85%

Senior Environmental Utilities Business Analyst

4.37%

4.37%

Senior GIS Analyst

10.00%

10.00%

Senior Human Resources Analyst

4.06%

4.06%

Senior Human Resources Technician

1.91%

1.91%

Senior Information Technology Analyst

6.02%

6.02%

Senior Payroll Technician

2.24%

2.24%

Senior Planner

7.13%

7.13%

Senior Power Engineer

2.53%

2.53%

Senior Power Plant Engineer

2.53%

2.53%

Senior Utility Billing Analyst

1.74%

1.74%

Street Maintenance Manager

6.65%

6.65%

Street Maintenance Supervisor

2.11%

2.11%

Transit Operations Supervisor

4.38%

4.38%

Urban Forester

4.00%

4.00%

Utility Billing and Field Services Supervisor

0.00%

0.00%

Utility Billing Operations Manager

1.65%

1.65%

Utility Customer Service Supervisor

3.68%

3.68%

Utility Exploration Center Supervisor

6.62%

2.70%

Utility Government Relations Administrator

3.59%

3.59%

Wastewater Collection Superintendent

4.74%

4.74%

Wastewater Collection Supervisor

6.99%

6.99%

Wastewater Treatment Plant Chief Operator

6.99%

6.99%

Wastewater Utility Manager

3.85%

3.85%

Water Conservation Administrator

6.68%

6.68%

Water Distribution Superintendent

4.74%

4.74%

Water Distribution Supervisor

6.99%

6.99%

Water Quality Lab Supervisor

6.99%

6.99%

Water Treatment Plant Chief Operator

6.99%

6.99%

Water Utility Manager

3.85%

3.85%

 

Temporary Salary Schedule Minimum Wage Increase

The City utilizes temporary workers to assist in the delivery of services by filling seasonal, specialized, or short-term service needs. The California Senate Bill 3 increases the minimum wage from $15.00 per hour to $15.50 per hour, effective January 1, 2023.  To comply with this regulation, the City needs to adjust the pay rate for employees who currently make the California minimum wage. While a small number of temporary classifications make less than $15.50 an hour, a total of 48 classifications are recommended to receive a salary schedule increase. Staff considered compaction issues, consistency amongst all temporary classifications, and opportunities to enhance recruitment efforts.

 

In addition, as part of the minimum wage review, staff reviewed the existing temporary classifications to maintain the City’s classification plan.  Based on the business needs, staff recommends the deletion of five temporary classifications and retitling one temporary classification on the salary schedule.

 

Staff recommends deleting the following temporary classifications:

 

Grade Code

Class Title

1006

Lifeguard I

1007

Swim Coach

9504

Assistant Rangemaster

9517

Line Technician Helper

9524

Police Background Investigator

 

Staff recommends retitling the following temporary classification:

 

Grade Code

From

To

1074

Lifeguard II

Lifeguard


 
FISCAL IMPACT

Salary Adjustments

 

The salary adjustment to the Fleet Services Parts Buyer classification will cost the Fleet Services Fund $4,291 over the remaining six months of FY2022-23 and $8,583 annually, and the salary adjustment to the Generation Maintenance Scheduler-Coordinator classification will cost the Electric Operations Fund $34,593 for the remainder of FY2022-23 and $69,187 annually.

 

The Fleet Services Fund has adequate resources to absorb the cost of the Fleet Services Parts Buyer salary adjustment for the rest of the fiscal year. An adjustment to the Electric Operations Fund FY2022-23 budget is included in the recommended budget adjustment to fund the cost of the salary adjustment to the Generation Maintenance Scheduler-Controller classification. The ongoing cost of both of these salary adjustments will be incorporated into the FY2023-24 budget.

 

Labor Market Adjustments

 

The total cost of all LMA's on an annual basis is approximately $5.9 million or $2.9 for the remainder of FY2022-23.

 

The General Fund portion of the LMA is roughly $3.8 million annually or $1.89 million for the rest of FY2022-23. The FY2022-23 General Fund budget included an initial estimate of $1.14 million for the LMAs, which is approximately $750,000 short of the estimated cost of the LMAs for the remainder of the fiscal year. Staff recommends utilizing $750,000 of the $1.5 million available in the General Fund Contingency to fund this cost initially, and in January 2023, will recommend backfilling the $750,000 with General Fund surplus funds from FY2021-22. The LMA funding budgeted in the General Fund will only be distributed at year-end to operating departments that cannot fund the cost of these increases from existing resources; therefore, an adjustment to the General Fund budget is not recommended at this time.

 

The estimated cost of the LMAs on other funds is approximately $1 million for the remainder of the fiscal year. Of this amount, $262,000 will be funded by existing resources in the Youth Development, Transit, Transportation, Consolidated Transit Services Agency, Information Technology, and Facilities Funds. The remaining balance of $738,000 includes funds that can't absorb the cost of the LMA from their existing budgets. These include Fleet Operations, Electric, and Environmental Utility Funds. The recommended budget adjustment included in this communication increases the labor budgets from available resources in each of these funds.

 

Temporary Salary Schedule Minimum Wage Increase

 

The estimated General Fund impact of the minimum wage increase is approximately $25,000. Staff anticipates that there are adequate vacancy savings available to fund this additional cost within existing budgeted resources. This increase also has minimal impacts on Environmental Utilities and Transportation funds. Similar to the General Fund, staff expect these funds to have adequate resources available to fund this cost for the remainder of FY2022-23. The ongoing cost of this minimum wage increase will be incorporated into the FY2023-24 budget.



ENVIRONMENTAL REVIEW

The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378.  The recommended salary schedule updates and staffing changes meet the above criteria and is not subject to CEQA. No additional environmental review is required.


 

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS

Goal C - Maintain a safe and healthy community

Goal E - Deliver exceptional city services


 
Respectfully Submitted,

Linda Hampton, Human Resources Manager

Stacey Peterson, Human Resources Director 
 


_____________________________
Dominick Casey, City Manager


ATTACHMENTS:
Description
Ordinance 6582
2022-12-31 IBEW Salary Schedule- A
2022-12-31 IBEW Salary Schedule- B
Ordinance 6583
2022-12-31 Local 39 Salary Schedule- A
2022-12-31 Local 39 Salary Schedule- B
Ordinance 6584
2023-01-14 RPA Salary Schedule-A
2023-01-14 RPA Salary Schedule-B
Ordinance 6585
2023-01-14 RPOA Salary Schedule-A
2023-01-14 RPOA Salary Schedule-B
Ordinance 6586
2023-01-14 RFF Salary Schedule-A
2023-01-14 RFF Salary Schedule-B
Ordinance 6587
2023-01-14 Local 39 Salary Schedule-A
2023-01-14 Local 39 Salary Schedule-B
Ordinance 6588
2023-01-14 Conf Salary Schedule-A
2023-01-14 Conf Salary Schedule-B
Ordinance 6589
2023-01-14 Mgmt Salary Schedule-A
2023-01-14 Mgmt Salary Schedule-B
Ordinance 6590
2023-01-01 Temporary Salary Schedule
Ordinance 6591
Budget Adjustment