REPORT TO COUNCIL
SUBJECT
Title
Adopt a Resolution Amending the City’s Salary Resolution and Schedule of Pay to Increase Salaries for Pay Plan Category A (Communication Officers Association) Effective February 15, 2026
Report
BACKGROUND
The 2026-2028 Memorandum of Understanding (MOU) with the Communication Officers Association (COA), which represents Public Safety Dispatchers-in-Training, Public Safety Dispatchers - Lateral, Public Safety Dispatchers, and Senior Public Safety Dispatchers, provides for a salary adjustment in 2026 based on market survey data of total compensation for comparable positions in nine Bay Area cities at the rate of nine-and-one-half percent (9.5%) above the survey average.
EXISTING POLICY
Council Policy 7.3.1 Legislative Management - Goals and Policies, Goal 7.3D: Maintain a quality workforce, 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.
The proposed increases are in accordance with the provisions of the MOU between the City of Sunnyvale and the COA.
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
Article 14, section 14.5, of the recently approved MOU with COA specifies that salary adjustments will be based upon an annual market survey of compensation for nine Bay Area cities (Alameda, Fremont, Hayward, Milpitas, Mountain View, Palo Alto, San Leandro, San Mateo, and Santa Clara). The survey formula provides that compensation for Sunnyvale Public Safety Dispatcher positions will be set at 9.5% above the survey average. The survey is conducted during the first fifteen days of January, and the salary adjustments are effective the first full pay period following Council approval each year during the term of the MOU.
Based on the COA MOU requirements, and the 2026 compensation survey results (Attachment 1), it is recommended that the Schedule of Pay of the Salary Resolution be amended to increase pay rates for COA represented positions by 4.54%, effective February 15, 2026.
As these terms and conditions have been negotiated with COA and the City Council approved the MOU, this action is recommended to remain compliant with the agreement.
FISCAL IMPACT
The twenty employees represented by COA are funded by the General Fund under Program 12600 - Communication Services. These salary increases were anticipated and included in the successor MOU cost estimates presented to Council for approval of the MOU in January 2026. The fiscal impact of the successor MOU for FY 2025/26 is estimated to be approximately $208,000, which can be absorbed within the current operating budget.
Future year impacts will be included in the FY 2026/27 Recommended 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 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
Adopt a Resolution amending the City’s Salary Resolution and Schedule of Pay to increase Salaries for Pay Plan Category A (Communication Officers Association) effective February 15, 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: Michelle Ahlberg, Human Resources Manager
Reviewed by: Matt Paulin, Director of Finance
Reviewed by: Sarah Johnson-Rios, Assistant City Manager/Interim Human Resources Director
Approved by: Tim Kirby, City Manager
ATTACHMENTS
1. 2026 COA Salary Survey
2. Resolution