REPORT TO COUNCIL
SUBJECT
Title
Adopt a Resolution Amending the City's Salary Resolution and Schedule of Pay to Increase the Salary Ranges for Pay Plan Category F (Unclassified Department Directors)
Report
BACKGROUND
Unclassified department directors (pay plan category F) are at-will employees, appointed by the City Manager. They are not organized and do not negotiate for any changes to their wages, hours, and/or other terms and conditions of employment. Instead, the City Manager makes recommendations to the City Council regarding such changes on behalf of this employee group.
In September 2017, a compensation program was approved by the Council (RTC No. 17-0872), that adjusted salary ranges for department director classifications to address gender equality pay, attract talent, retain highly qualified employees, and to resolve salary compaction with bargaining unit represented positions. In September 2019, the program was amended to include the Deputy City Manager, a classification that was added in June 2018 (RTC No. 19-0940). With the salary increases other bargaining units will receive in July, the salary ranges of department directors will become out of alignment with the compensation program and philosophy that was previously adopted by Council.
This report recommends adjustments to the salary ranges for unclassified department director classifications (pay plan category F) to maintain a consistent differential with bargaining unit represented positions. Adjusting the ranges does not result in a direct compensation increase unless a current salary would fall below the new range minimum. The range adjustment enables increased compensation to be considered by the City Manager based on performance.
EXISTING POLICY
Council Policy 7.3.1 Legislative Management - Goals and Policies, Goal 7.3D: Maintain a quality work force, consistent with state and federal laws, City Charter, and adopted policies in order to assure that City services are provided in an effective, efficient, and high-quality manner.
ENVIRONMENTAL REVIEW
The action being considered does not constitute a “project” with the meaning of the California Environmental Quality Act (“CEQA”) pursuant to CEQA Guidelines section 15378(b)(4) in that is a fiscal activity that does not involve any commitment to any specific project which may result in a potential significant impact on the environment.
DISCUSSION
On September 12, 2017 (RTC No. 17-0872), the City Council approved a compensation philosophy for department directors that adjusted salary ranges and offered more salary growth opportunity based on performance. It also established a pre-determined differential between classifications to prevent compaction issues in the future as identified below:
• The minimum of the salary range of the Director of Public Safety shall be 12% above the maximum of the salary range of the Deputy Chief of Public Safety with education premium. The maximum shall be 20% above the minimum.
• The minimum of the salary range of the Assistant City Manager shall be 3% above the minimum of the salary range of the Director of Public Safety. The maximum shall be 20% above the minimum.
• The Chief Information Officer and the Directors of Public Works, Environmental Services, Community Development, Finance, Human Resources, and Library and Recreation Services shall be consolidated to a single salary range. The minimum of the salary range shall be 3% above the maximum of the salary range of the Deputy Chief with education premium. The maximum shall be 20% above the minimum.
• The Deputy City Manager should be 10% below the minimum of the salary range of directors. The maximum shall be 20% above the minimum.
• The Director of NOVA Workforce Services shall continue to have a separate salary range due to the salary cap of the Workforce Investment Act guidelines. The salary range shall remain at the current rate of $201,727 - $266,280.
The Deputy Chief of Public Safety classification is represented by the Public Safety Managers Association (PSMA). PSMA members will receive salary increases of 6.33% on July 7, 2024. With the increases for PSMA, the salary ranges for department directors will be out of alignment from the compensation program approved in September 2017. Without adjustment, the minimum of the salary range of the Director of Public Safety will be 5.33% above the maximum of the salary range of the Deputy Chief with education premium. Under the 2017 compensation philosophy, the differential should be 12%.
Recommended Changes
It is recommended to adjust the salary ranges for unclassified department directors (pay plan category F) to maintain consistent differentials with bargaining unit positions as stated in the compensation program approved in September 2017 and modified in September 2019.
Salary range changes will not automatically change an incumbent’s salary unless the incumbent’s salary falls below the new range minimum, or a merit increase is awarded.
FISCAL IMPACT
The FY 2023/24 Budget includes assumptions in total compensation, which include salaries, benefits, and retirement. The adjustments in salary will affect salary related benefits, including retirement. The increases can be absorbed in the FY 2024/25 Budget.
PUBLIC CONTACT
Public contact was made by posting the Council meeting agenda on the City's official-notice bulletin board at City Hall, at the Sunnyvale Public Library and in the Department of Public Safety Lobby. In addition, the agenda and this report are available at the NOVA Workforce Services reception desk located on the first floor of City Hall at 456 W. Olive Avenue (during normal business hours), and on the City's website.
ALTERNATIVES
1. Adopt a Resolution Amending the City's Salary Resolution and Schedule of Pay to Increase the Salary Ranges for Unclassified Department Director Positions (Pay Plan Category F) effective July 7, 2024.
2. Do Not Adopt a Resolution Amending the City's Salary Resolution and Schedule of Pay to Increase the Salary Ranges for Unclassified Department Director Positions (Pay Plan Category F).
STAFF RECOMMENDATION
Recommendation
Alternative 1: Adopt a Resolution amending the City's Salary Resolution and Schedule of Pay to increase the Salary Ranges for Unclassified Department Director Positions (Pay Plan Category F) effective July 7, 2024.
Levine Act
LEVINE ACT
The Levine Act (Gov. Code Section 84308) prohibits city officials from participating in certain decisions regarding licenses, permits, and other entitlements for use if the official has received a campaign contribution of more than $250 from a party, participant, or agent of a party or participant in the previous 12 months. The Levine Act is intended to prevent financial influence on decisions that affect specific, identifiable persons or participants. For more information see the Fair Political Practices Commission website: www.fppc.ca.gov/learn/pay-to-play-limits-and-prohibitions.html
A check or “Y” in the checklist below indicates that the action being considered falls under a Levine Act category or exemption:
SUBJECT TO THE LEVINE ACT
___ Land development entitlements
___ Other permit, license, or entitlement for use
___ Contract or franchise
EXEMPT FROM THE LEVINE ACT
___ Competitively bid contract
_x_ Labor or personal employment contract
___ General policy and legislative actions
Staff
Approved by: Kent Steffens, City Manager
ATTACHMENTS
1. Resolution Amending the City's Salary Resolution and Schedule of Pay to Increase the Salary Ranges for Unclassified Department Director Positions (Pay Plan Category F)
2. RTC No. 17-0872 (without attachments)
3. RTC No. 19-0940 (without attachments)