TO: LINDA REICH, CITY MANAGER
FROM: GERIANN KINGSLAN, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT
SUBJECT
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Adjustment in compensation and terms and conditions of employment for affected members of the City of Chino.
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RECOMMENDATION
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(1) Adopt Resolution No. 2023-060 approving Amendment No. 1 to Memorandums of Understanding with the: Chino Police Professional Employee’s Association (CPPEA); American Federation of State, County and Municipal Employees (AFSCME); Chino City Hall Confidential Employee Association (CCHCEA); Teamsters Local 1932 Professional, Technical, and Clerical Unit (Teamsters), and amendments to the compensation and terms and conditions of employment referenced for all other members of the City of Chino; (2) adopt Resolution No. 2023-061 approving Amendment No. 2 to Memorandums of Understanding with the Chino Police Officer’s Association (CPOA); Chino Police Management Association (CPMA); Unrepresented Sworn Management, and amendments to the compensation and terms and conditions of employment referenced; and (3) appropriate $1,014,298 from the unappropriated reserves of the General Fund and other funds. Sufficient reserves are available for this purpose.
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FISCAL IMPACT
The requested action requires an appropriation of $1,014,298 from the unappropriated reserves of the General Fund and other funds. Sufficient reserves are available for this purpose.
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:
• Positive City Image
• Superior Customer Service
• Responsible Long-Range Planning
• Exemplary Leadership
• Public Service Excellence through Internal and External Partnerships
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BACKGROUND
The Chino Police Officers Association (CPOA) and the Chino Police Management Association (CPMA) are in labor contracts with the City of Chino, which dictate the terms and conditions of employment. When these contracts are expiring or contain zipper clauses for reopeners to address important matters, City management engages in labor negotiations to maintain the peace and harmony the parties rely upon in support of our mutual interests. Unique circumstances related to recruitment and retention resulted in the City and the Associations entering into earlier meet and confer discussions prior to the expiration of contracts set to conclude on June 30, 2023. A joint task force was formed to explore immediate changes in order to retain our highly trained and exemplary sworn workforce. One of the outcomes of this effort was that in December 2022, the City negotiated an extension to the term of the contracts to carry them through June 30, 2025.
The negotiated extension of the term included certain conditions to be met. Central to this was the agreement that in August 2023, the City would conduct an updated compensation study for sworn personnel to ensure they remained competitive among local law enforcement agencies eager to draw on our City’s stellar sworn workforce. Additionally, certain non-sworn full and part-time members, both represented and non-represented, were lacking parity with comparable groups in the workforce. Adjustments to benefits afforded to the unrepresented full-time, part-time and elected officials were needed to maintain structural integrity of the compensation system.
ISSUES/ANALYSIS
In order for the City to meet its obligations as part of the extended MOU term, total compensation for sworn personnel is to be maintained at position number three (3) among the Council-approved comparison agencies. Due to contract changes among the comparison agencies, the completed compensation study shows that sworn personnel’s total compensation has dropped below the number three (3) rank.
In order for sworn personnel to retain the agreed-upon placement among the comparison agencies, an increase to base salary of four percent (4%) is required and mandated through our labor agreements.
Approval for parity in benefit changes recently implemented with the adoption of new contracts with other bargaining groups within the City and are to be afforded to all sworn personnel as well include:
*Benefit Bank - unspent funds are paid out as earned.
*Computer Loan Program - opportunity to be included in this program, which randomly offers two employees per month an interest-free loan to purchase computer equipment.
*Personal Disability Coverage - not to exceed five (5) years.
*Holiday - half-day before Christmas and half-day before New Year’s.
*Longevity Pay - for employees reaching 10 years of service and each five (5) year interval thereafter.
*Tuition Advance/Enhancement Program - change the current reimbursement program to advance.
*Other benefit changes specific to the Chief of Police.
As detailed in the attached Resolution, contract provisions are designed to retain Chino sworn employees in the number three position in total compensation compared to the City Council adopted survey cities.
In addition, proposed changes for non-sworn employees include an amendment to begin Longevity Pay at 10 years of service and each five (5) year interval thereafter, changes to elected officials benefits to receive select, identified benefits tied to those established for the level of Department Director, and Bilingual Pay set at $75 per month for part-time positions.
City Council is requested to adopt Resolution No. 2023-060 amending non-sworn classifications salary and benefits as well as Resolution No. 2023-061 amending sworn benefits.
Attachment:
Resolution No. 2023-060
Resolution No. 2023-061