TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT
SUBJECT
title
Adjustments in Compensation for Affected Members of the City of Chino.
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RECOMMENDATION
recommendation
1) Adopt Resolution Nos. 2025-088 and 2025-089 approving the Compensation and Benefit Plans for Executive Management and Unrepresented Sworn Management; 2) Adopt Resolution No. 2025-078 to amend the Classification Plan and Compensation Schedule for Executive Management; and 3) Approve appropriation in the amount of $27,534 to the various funds detailed in the fiscal impact section of the staff report.
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FISCAL IMPACT
Requires an appropriation from the funds listed below, for an estimated total of $27,534. There are enough reserves of fund balance in FY 2025-26, in each of the funds mentioned. Detailed cost out information is on file in the Finance Department.
|
General Fund 100 |
$19,120 |
Sewer Fund 530 |
$695 |
|
State COPS Fund 130 |
$0 |
Storm Drain 540 |
$533 |
|
Housing Fund 310 |
$200 |
Sanitation Fund 550 |
$580 |
|
Transportation Fund 320 |
$0 |
Central Svcs. Fund 610 |
$300 |
|
Community Svcs Fund 330 |
$2,128 |
Liab. & Risk Fund 630 |
$1,373 |
|
Park Fund 340 |
$0 |
Employee Svcs Fund 640 |
$1,073 |
|
Landscape Lighting Fund 360 |
$0 |
Building Mgmt Fund 650 |
$300 |
|
Assessment District Fund 361 |
$0 |
Equipment Mgmt Fund 660 |
$418 |
|
Water Fund 520 |
$814 |
Grand Total |
$27,534 |
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
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Revenue: |
Expenditure: Various |
|
Transfer In: |
Transfer Out: |
BACKGROUND
On November 4, 2025, the City Council approved a three percent (3%) cost-of-living adjustment wage increase (COLA) for several employee groups, including the Chino Police Professional Employees Association (CPPEA) and Chino City Hall Confidential Employee Association (CCHCEA), effective July 21, 2025.
In addition, the City Council approved a three percent (3%) COLA for the Chino Police Managers Association (CPMA) and Chino Police Officers Association (CPOA) based on the results of a Total Compensation Survey, effective the beginning of the pay period that includes July 1, 2025. In accordance with the Compensation and Benefit Plan for Unrepresented Sworn Management, the Chief of Police is entitled to receive the same COLA as members of CPMA.
To demonstrate the City’s dedication to retaining experienced and high-performing personnel, the City Council directed staff to adjust the effective date of the three percent (3%) COLA for CPPEA, CCHCEA, and the Teamsters Local 1932 Professional, Technical, and Clerical Unit (Teamsters PTC Unit) to the beginning of the pay period that includes July 1, 2025. City representatives have met with the affected bargaining groups, and the parties have tentatively agreed to the revised effective date.
To reinforce the City’s commitment to maintaining competitive and equitable compensation practices, the City Council also directed staff to issue a one-time, non-pensionable Retention Pay to Executive Management. Additionally, a three percent (3%) COLA for Executive Management employees will take effect beginning with the first pay period following City Council approval, which is November 24, 2025.
Unrepresented Sworn Management (including the Chief of Police) will receive a 3% COLA effective the beginning of the pay period that includes July 1, 2025, which is the same as members of CPMA. The 3% COLA for Unrepresented Sworn Management was previously approved by the City Council on November 4, 2025 under Resolution No. 2025-075.
ISSUES/ANALYSIS
Pursuant to Government Code Sections 53262, 54953(c)(3), and 54956(b), updates to executive compensation must be publicly presented and read during a City Council meeting. These updates are outlined in the attached resolutions and exhibits.
If approved, Resolution No. 2025-088 will:
• Authorize a one-time, non-pensionable Retention Pay for Executive Management;
• Authorize a 3% COLA for Executive Management, effective the beginning of the pay period after City Council approval, which is November 24, 2025; and
• Authorize a 3% COLA for Executive Management, effective the beginning of the pay period that includes July 1, 2026.
Resolution No. 2025-089 introduces new, single, comprehensive Compensation and Benefit Plan that incorporates all prior and current changes to the compensation and benefits for Unrepresented Sworn Management. The 3% COLA for Unrepresented Sworn Management has not changed and is included in the updated Compensation and Benefit Plan.
If approved, Resolution No. 2025-078 will provide an updated Classification Plan and Compensation Schedule for Executive Management. The Classification Plan and Compensation Schedule for Unrepresented Sworn Management was previously approved by the City Council on November 4, 2025 under Resolution No. 2025-068. The Classification Plan and Compensation Schedule for Executive Management must also be adopted and approved by the City Council in order to comply with Title 2, Section 570.5, of the California Code of Regulations.
Attachments: 1) Resolution No. 2025-088 Compensation and Benefit Plan for Executive Management; 2) Resolution No. 2025-089 Compensation and Benefit Plan for Unrepresented Sworn Management; 3) Resolution No. 2025-078 Classification Plan and Compensation Schedule for Executive Management