TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT
SUBJECT
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Memoranda of Understanding, Compensation, and Salary Adjustments.
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RECOMMENDATION
1) Adopt Resolution No. 2025-039 approving 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, Elected Officials, and Part-Time Employees; 2) Adopt Resolution No. 2025-040, amending Resolution No. 2024-034, to approve the Classification and Compensation Schedules; 3) Approve appropriation in the amount of $1,072,329 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
Requires an appropriation from the funds listed below, for an estimated total of $1,072,329. 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 |
$260,464 |
Sewer Fund 530 |
$14,389 |
|
State COPS Fund 130 |
$3,035 |
Storm Drain 540 |
$13,668 |
|
Housing Fund 310 |
$7,158 |
Sanitation Fund 550 |
$3,518 |
|
Transportation Fund 320 |
$19,134 |
Central Svcs. Fund 610 |
$20,578 |
|
Community Svcs Fund 330 |
$181,045 |
Liab. & Risk Fund 630 |
$14,392 |
|
Park Fund 340 |
$2,975 |
Employee Svcs Fund 640 |
$491,560 |
|
Landscape Lighting Fund 360 |
$2,733 |
Building Mgmt Fund 650 |
$9,554 |
|
Assessment District Fund 361 |
$328 |
Equipment Mgmt Fund 660 |
$5,973 |
|
Water Fund 520 |
$21,825 |
Grand Total |
$1,072,329 |
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
• Integrity and Accountability
BACKGROUND
On June 30, 2025, the Memoranda of Understanding (MOUs) 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 sought direction from the City Council for authority to respond to proposals, with consideration also given to the needs of the entire eligible workforce and available funds. The outcome was positive with four (4) out of six (6) of the Associations agreeing on competitive salary and benefit packages designed to attract and retain highly qualified personnel. Those groups were Chino Police Officers’ Association (CPOA), Chino Police Managers’ Association (CPMA), Chino Police Professional Employees’ Association (CPPEA), and Chino City Hall Confidential Employee Association (CCHCEA). Negotiations with the remaining two (2) groups are still in progress.
ISSUES/ANALYSIS
The City’s negotiations team worked to reach fair agreements with all parties through open communication and good faith bargaining. Compensation and benefits were determined based on current economic conditions and review of the Associations’ previous agreements.
A key focus of the negotiations process was refining the language in the agreements to improve clarity and ensure consistency. The team also prioritized developing comprehensive MOUs, including the incorporation of previously approved side letters into the MOUs, in order to further enhance transparency in salary and benefits.
The City has reached tentative agreements with CPOA, CPMA, CPPEA, and CCHCEA for the period of July 1, 2025 through June 30, 2027. The MOUs include updates to salaries and benefits, which are outlined in detail under Resolution No. 2025-039. To keep in line with any salary and benefit changes, the summaries of benefits for Executive Management, Deputy Directors, Unrepresented Sworn Management, Unrepresented Management, Elected Officials, and Part-Time Employees have also been updated.
As part of the City’s agreement with CPOA and CPMA, a Total Compensation Survey for CPOA and CPMA will be conducted in August 2025 using the same criteria used in the 2022 Total Compensation Survey. Any cost of living adjustments for CPOA and CPMA will be based on the Total Compensation Survey.
If adopted by City Council, Resolution No. 2025-039 will provide employees with:
• A 2% Cost of Living Adjustment, effective after City Council approval.
• A 4% Cost of Living Adjustment, effective the beginning of the pay period including July 1, 2026.
• Additional 2.5% of base rate of pay per month for one (1) employee assigned to Flight Tactical Officer in the CPOA Unit.
• $100 per month Deferred Compensation City match for employees in the CPPEA and CCHCEA Units.
• $100 per month Notary Pay for up to two (2) eligible employees in the CCHCEA Unit.
• Cash out of unused banked holidays at the end of each fiscal year.
• Increase from $100 to $160 per month for Bilingual Pay for eligible employees.
• Increase from $100 to $250 per month for Certified Access Specialist (CASp) Certification for qualifying employees in the Deputy Directors and Unrepresented Management Units.
• City-paid annual membership dues and meals for Executive Management and Elected Officials.
• Increase from $450 to $1,200 for annual physical/wellness for Executive Management and Elected Officials.
If adopted, Resolution No. 2025-040 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.
Attachments: 1) Resolution No. 2025-039 MOUs and Summaries of Benefits Approvals
2) Resolution No. 2025-040 Classification Plans and Salary Schedules