TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT
SUBJECT
title
Adjustments in compensation and terms and conditions of employment for affected members of the City of Chino.
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RECOMMENDATION
recommendation
1) Adopt Resolution Nos. 2025-069, 2025-070, 2025-071, 2025-072, 2025-073, 2025-074, 2025-075, 2025-076, and 2025-077 approving Amendment No. 1 to the Memoranda of Understanding with the: Chino Police Officers Association (CPOA); Chino Police Managers Association (CPMA); Chino Police Professional Employees Association (CPPEA); Chino City Hall Confidential Employee Association (CCHCEA); and amendments to the compensation and terms and conditions of employment for Executive Management, Deputy Directors, Unrepresented Sworn Management, Unrepresented Management, and Part-Time Employees; 2) adopt Resolution No. 2025-068, amending Resolution Nos. 2024-034 and 2025-040, to approve the Classification and Compensation Schedules; 3) approve an appropriation in the amount of $1,267,222.70 to the various funds listed below in the fiscal impact; and 4) authorize the City Manager to execute all necessary documents on behalf of the City.
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FISCAL IMPACT
An appropriation from the funds listed below is required for an estimated total of $1,267,222.70. Sufficient fund balance is available in each of the referenced funds for FY 2025-26. Detailed cost breakdown information is on file in the Finance Department.
|
General Fund 100 |
$746,181.28 |
Sewer Fund 530 |
$6,913.54 |
|
State COPS Fund 130 |
$1,517.73 |
Storm Drain 540 |
$6,646.04 |
|
Housing Fund 310 |
$2,511.13 |
Sanitation Fund 550 |
$1,722.99 |
|
Transportation Fund 320 |
$9,081.50 |
Central Svcs. Fund 610 |
$10,283.05 |
|
Community Svcs Fund 330 |
$157,765.52 |
Liab. & Risk Fund 630 |
$6,800.21 |
|
Park Fund 340 |
$1,415.51 |
Employee Svcs Fund 640 |
$297,650.72 |
|
Landscape Lighting Fund 360 |
$1,204.33 |
Building Mgmt Fund 650 |
$4,267.01 |
|
Assessment District Fund 361 |
$146.12 |
Equipment Mgmt Fund 660 |
$2,749.69 |
|
Water Fund 520 |
$10,366.33 |
Grand Total |
$1,267,222.70 |
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 Programs |
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Transfer In: |
Transfer Out: |
BACKGROUND
On June 30, 2025, the Memoranda of Understanding (MOU) with all City bargaining groups expired. In anticipation of this, designated City staff and labor representatives engaged in good faith negotiations regarding compensation, as well as terms and conditions of employment.
Throughout the negotiations process, City representatives regularly sought guidance from the City Council to obtain authority for responding to proposals, while carefully considering the needs of the entire eligible workforce. On July 15, 2025, the City Council approved new MOUs with the Chino Police Officers Association (CPOA), Chino Police Managers Association (CPMA), Chino Police Professional Employees Association (CPPEA), and Chino City Hall Confidential Employee Association (CCHCEA).
A central component of the agreements with CPOA and CPMA was the commitment to conduct a Total Compensation Survey for sworn personnel. This survey aimed to ensure competitiveness with neighboring law enforcement agencies who are seeking to attract from our City’s highly regarded sworn workforce. The survey was completed and the City has reached agreements with CPOA and CPMA on salary adjustments and other employment terms.
CPPEA and CCHCEA previously agreed to defer 1% of their requested Cost of Living Adjustment (COLA) from the first year of their labor agreements to the second year, based on the understanding that other bargaining groups were taking similar steps to lessen the immediate fiscal impact of wage increases on the City. However, as other groups have since received the full 3% COLA in the first year of their contracts, the City has reached updated salary adjustment agreements with CPPEA and CCHCEA.
To ensure equity across the organization, the City Council has also approved corresponding salary adjustments for Executive Management, Deputy Directors, Unrepresented Sworn Management, and Part-Time employees. These changes are essential to maintaining the structural integrity of the City's compensation system and supporting the retention of a highly qualified workforce.
ISSUES/ANALYSIS
To fulfill its obligations under the CPOA and CPMA MOUs, the City is committed to maintaining sworn classifications at no lower than the number three (3) ranking among the Council-approved comparison agencies. To preserve this ranking, the City and Associations have agreed on a 3% COLA.
Additionally, the City has reached agreements with CPPEA and CCHCEA to adjust their COLAs accordingly. To reflect corresponding salary and benefit changes, the summaries of benefits for Executive Management, Deputy Directors, Unrepresented Sworn Management, Unrepresented Management, and Part-Time Employees have also been updated. These updates are detailed in the attached resolutions and exhibits.
If adopted by the City Council, Resolution Nos. 2025-069, 2025-070, 2025-071, 2025-072, 2025-073, 2025-074, 2025-075, 2025-076, and 2025-077 will provide the following:
• A 3% COLA for CPOA and CPMA, effective retroactively to the pay period including July 1, 2025.
• A 3% COLA for Unrepresented Sworn Management, effective retroactively to the pay period including July 1, 2025.
• A 1% COLA adjustment (for a total of 3%) for CPPEA, CCHCEA, Executive Management, Deputy Directors, Unrepresented Management, and Part-Time Employees, effective retroactively to the pay period including July 21, 2025.
• A 3% COLA for CPPEA, CCHCEA, Executive Management, Deputy Directors, Unrepresented Management, and Part-Time Employees, effective the pay period including July 1, 2026.
• An increase in the City’s Deferred Compensation contribution for CPOA from $250 to $350 per month.
• An increase in the City’s Deferred Compensation contribution for CPMA from $410 to $510 per month.
• An updated sick leave cap for Part-Time Employees from 48 hours to 80 hours in accordance with the Healthy Families, Healthy Workplace Act.
If adopted, Resolution No. 2025-068 will provide updated classification plans and salary schedules. The classification plans and salary schedules must also be adopted by the City Council in order to comply with Title 2, Section 570.5, of the California Code of Regulations.
Approval of this item provides an update regarding compensation adjustments for the Executive Management Team. On July 15, 2025, the Executive Management Team received a Cost-of-Living Adjustment (COLA) of 2%, effective the pay period July 21, 2025. The pending approval reflects an additional 1% COLA adjustment, bringing the total COLA to 3%, retroactively effective to the pay period that includes July 21, 2025.
Additionally, on October 21, 2025, the City Council approved the second amendment to the City Manager’s employment agreement. The approved amendments included (1) Automobile Allowance: Increase from $533.33 to $600 per month; (2) Vacation Leave Payout: Authorize payment of any accrued and unused vacation leave that exceeds the 400-hour maximum accrual limit, ensuring the balance does not exceed 400 hours; (3) Management Leave Cash-Out: Permit the City Manager to cash out up to 90 hours of Management Leave per fiscal year, an increase from the previous limit of 70 hours; (4) One-Time Management Leave Addition: Provide a one-time addition of 30 hours to the City Manager’s Management Leave bank, to be cashed out. (5) Deferred Compensation Contribution: Establish a monthly City contribution of $350 to the City Manager’s 457(b) deferred compensation plan, with an annual increase of $175 per month, to a maximum of $700 per month.
Attachments:
1) Resolution No. 2025-069 MOU Amendment No. 1 for CPOA
2) Resolution No. 2025-070 MOU Amendment No. 1 for CPMA
3) Resolution No. 2025-071 MOU Amendment No. 1 for CPPEA
4) Resolution No. 2025-072 MOU Amendment No. 1 for CCHCEA
5) Resolution No. 2025-073 Amended Summary of Benefits for Executive Management
6) Resolution No. 2025-074 Amended Summary of Benefits for Deputy Directors
7) Resolution No. 2025-075 Amended Summary of Benefits for Unrepresented Sworn Management
8) Resolution No. 2025-076 Amended Summary of Benefits for Unrepresented Management
9) Resolution No. 2025-077 Amended Summary of Benefits for Part-Time Employees
10) Resolution No. 2025-068 Classification Plans and Salary Schedules