| | | | | | | |  | CITY OF CARMEL-BY-THE-SEA
CITY COUNCIL
Staff Report |
February 7, 2023
CONSENT AGENDA |
| | | | | | | | TO:
| Honorable Mayor and City Council Members
| SUBMITTED BY:
| Chip Rerig, City Administrator
| APPROVED BY:
| Chip Rerig, City Administrator
| | SUBJECT: | Resolution 2022-021 adopting the City of Carmel-by-the-Sea At-Will (Unrepresented) Classification Salary Plan in accordance with Municipal Code 2.52.520 as of January 1, 2023 |
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| | | | | | | | | RECOMMENDATION: | | Adopt Resolution 2022-021 adopting the City of Carmel-by-the-Sea At-Will (Unrepresented) Classification Salary Plan in accordance with Municipal Code 2.52.520 as of January 1, 2023. |
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| | | | | | | | | BACKGROUND/SUMMARY: | At the end of December 2021, staff presented to City Council Resolution No. 2021-077 to update the Management Pay Schedule / Salary Schedule to bring salaries up-to-date after 15 years to deal with compaction and to aid in the ability to attract and retain employees. During this meeting, City Council provided direction for staff to return to Council after labor negotiations were completed and approved with the labor units (General and Management Unit, an affiliate of LiUNA, POA, and Ambulance) if the increases caused compaction and/or misalignment for City Council to review the salary adjustments for the At-Will (unrepresented) group.
On September 13, 2022, City Council approved the following salary increases as follows:
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General Unit, an affiliate of LiUNA
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7% effective July 1, 2022
4% effective July 1, 2023
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Management Unit, an affiliate of LiUNA
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7% effective July 1, 2022
4% effective July 1, 2023
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Police Officers Association (POA)
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POA sworn employees base salary increased 32%-47% dependent of the new defined three (3) step salary schedule.
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Based on the increases within the different bargaining units, compaction and higher salaries for subordinates and/or comparable classifications have a lower salary. Below are three examples of misalignment:
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Barg
Unit
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Classification
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Salary
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1
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At-Will
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Police Commander
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$131,221 - $159,500
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POA
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Police Sergeant
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$148,635 - $161, 151
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2
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At-Will
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Administrative Analyst
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$77,212 - $93,844
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General
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Finance Analyst
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$82,617 - $103,435 (July 1, 2022)
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$85,924 - $108,201 (July 1, 2023)
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3
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At-Will
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Environmental Compliance Manager
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$108,388 - $131,726
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Project Manager
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Building Official
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Management
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Senior Planner
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$112,528 - $136,760 (July 1, 2022)
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$117,020 - $142,230 (July 1, 2023)
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Management
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City Forester
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$115,980 - $145,169 (July 1, 2022)
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Public Works Superintendent
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$120,619 -$150,974 (July 1, 2023)
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As indicated, At-Will (unrepresented) employees are not recognized nor represented for the purpose of collective bargaining and meeting and conferring over salary, benefits, and work conditions. For the At-Will classifications, once the salary range is created and established, the salary remains static and does not increase unless approved by City Council.
In an effort to use the same concepts and interests used in all of the labor negotiations of maintaining service levels, /service quality and employee retention/recruitment, staff is recommending the salary adjustment of 7% effective January 1, 2023 and 4% effective January 1, 2024 in an effort to remain competitive and align with the General and Management Units, an affiliate of LiUNA increases.
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| | | | | | | | | FISCAL IMPACT: | The At-Will (unrepresented) annual payroll is $2,298,831. Year 1 salary increase (7%) is $160,918 and $80,459 would be requested for the half year during the mid-year budget. Year 2 salary increase (4%) is $98,389 and will be budgeted in the FY 23/24 budget. The fiscal impact does not reflect the increases to the CalPERS pension liability (UAL). |
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| | | | | | | | | PRIOR CITY COUNCIL ACTION: | | The City Council directed staff to return with this matter after completion of negotiations with organized labor. |
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