TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT
SUBJECT
title
Adjustments in compensation for affected members of the Chino Police Managers Association (CPMA) and Chino Police Officers Association (CPOA).
end
RECOMMENDATION
1.) Adopt Resolution No. 2026-068 approving Amendment No. 2 to the 2025-2027 Memorandum of Understanding with the Chino Police Managers Association (CPMA); 2) adopt Resolution No. 2026-069 approving Amendment No. 2 to the 2025-2027 Memorandum of Understanding with the Chino Police Officers Association (CPOA); and 3) adopt Resolution No. 2026-070 approving the amended Classification and Salary Schedules.
body
FISCAL IMPACT
Sufficient funding is available within the FY 2026-27 Adopted Budget, Consequently, no additional appropriation is necessary for this action.
CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES
The recommendation detailed above further the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
• Financial Stability
• Responsible Long-Range Planning
|
Revenue: |
Expenditure: |
|
Transfer In: |
Transfer Out: |
BACKGROUND
On July 15, 2025, the City Council approved the 2025-2027 Memoranda of Understanding (MOUs) with the Chino Police Managers Association (CPMA) and Chino Police Officers Association (CPOA), and approved Amendment No. 1 on November 4, 2025. A key provision of both MOUs requires the City to conduct an annual Total Compensation Survey for sworn personnel.
The purpose of the Total Compensation Survey is to ensure the City’s sworn classifications remain competitive with neighboring law enforcement agencies that seek to recruit and retain Chino’s highly regarded sworn workforce.
The Total Compensation Survey for Fiscal Year 2026-2027 has been completed. Based on the survey results, the City and Associations have reached agreements on cost-of-living wage adjustments (COLAs) for the affected sworn classifications.
ISSUES/ANALYSIS
Pursuant to the 2025-2027 CPMA and CPOA MOUs, the City is committed to maintaining its sworn classifications at no lower than the number three ranking among the City Council-approved comparison agencies.
To preserve this ranking, the City and Associations have agreed to the following cost of living wage adjustments for each of the sworn classifications listed below, subject to City Council approval by formal Resolution:
|
Classification |
Current Salary |
New Salary |
COLA to Maintain #3 Ranking |
|
Police Officer |
$100,005 - $121,536 |
$100,195 - $121,787 |
0.19% increase |
|
Corporal |
$108,532 - $130,719 |
$111,543 - $135,581 |
3.73% increase |
|
Sergeant |
$132,091 - $158,492 |
$137,850 - $165,402 |
4.36% increase |
|
Lieutenant |
$158,529 - $190,257 |
$167,803 - $201,387 |
5.85% increase |
If adopted by the City Council, Resolution No. 2026-068 (CPMA Amendment No. 2) and Resolution No. 2026-069 (CPOA Amendment No. 2) will implement the salary schedule adjustments for the CPMA and CPOA classifications, retroactive to the pay period that includes July 1, 2026. In addition, employees in the classification of Police Officer as of November 17, 2026, shall receive a one-time, lump sum retention payment in the approximate amount of $780, as Off-Salary-Schedule Pay per section 571(a) of Title 2 of the California Code of Regulations, to be issued through Payroll and subject to applicable taxes and withholdings, and shall not be considered earnable or pensionable compensation under the California Public Employees’ Retirement System.
Attachments:
1.) Resolution No. 2026-068 CPMA Amendment No. 2
2.) Resolution No. 2026-069 CPOA Amendment No. 2
3.) Resolution No. 2026-070