REPORT TO COUNCIL
SUBJECT
Title
Adopt a Resolution Amending the City’s Salary Resolution and Schedule of Pay to Increase the Salary for the Classification of Public Safety Communications Manager
Report
BACKGROUND
During the last round of negotiations with the Communications Officers Association (COA) the parties agreed that the City would complete a classification study for one of the Senior Public Safety Dispatcher positions. This was based upon the fact that the duties for that position were different than the other Seniors. Upon completion of that study, the Supervising Public Safety Dispatcher classification was recommended to be added, and was approved by City Council in August 2026. The Supervising Public Safety Dispatcher classification was added between the Senior Public Safety Dispatcher and the Public Safety Communications Manager levels, formalizing a clearly defined promotional career pathway, supporting employee development and succession planning.
EXISTING POLICY
City Charter Section 1104, entitled Pay Plan, states that amendments to the pay schedule may be adopted from time to time by City Council upon the recommendation of the City Manager.
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 potentially significant impact on the environment.
DISCUSSION
With the new Supervising Public Safety Dispatcher classification added, the differential between Supervising Public Safety Dispatcher and Public Safety Communications Manager is 5.89%.
The Salary Resolution states that if a pay differential of less than 15% is identified between the maximum of the salary range for a Management classification and the top step base salary for a direct-report non-management classification, a department director may recommend a pay differential of up to 15%, subject to review by the Human Resources Director and approval of City Manager or designee.
With only a 5.89% differential between the new Supervising Public Safety Dispatcher and the Public Safety Communications Manager, it is likely that the employees wanting to promote in the future would experience a salary reduction because the Supervisory position can earn overtime and the Manager cannot. Additionally, Dispatch positions are very hard to fill, and the City of Sunnyvale’s combined Public Safety model presents additional unique challenges for dispatch. Therefore, in order to recruit and retain high quality experienced staff at the Manager level, staff proposes increasing the top of the salary range to $225,698 for the Public Safety Communications Manager classification. This provides a differential of 15% above the Supervising Public Safety Dispatcher classification.
FISCAL IMPACT
The cost of the recommended salary increase for the Public Safety Communications Manager classification is approximately $17,880. The current-year fiscal impact will be absorbed within the City’s current operating budget. The estimated twenty-year fiscal impact is approximately $520,000and will be incorporated into the FY 2027/28 Recommended Budget. This position is funded by the General Fund.
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 City Hall 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.
RECOMMENDATION
Recommendation
Approve a Resolution Amending the City’s Salary Resolution and Schedule of Pay to Increase the Salary for the Classification of Public Safety Communications Manager effective October 11, 2026.
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 $500 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
An “X” 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
___ Contract under $50,000 or non-fiscal
___ Contract between public agencies
___ General policy and legislative actions
* "Competitively bid" means a contract that must be awarded to the lowest responsive and responsible bidder.
Staff
Prepared by: Delanie LoFranco, Human Resources Manager
Reviewed by: Heather Ruiz, Director, Human Resources
Reviewed by: Sarah Johnson-Rios, Assistant City Manager
Approved by: Tim Kirby, City Manager
ATTACHMENTS
1. Resolution