TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT
SUBJECT
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Approval of the City’s Classification and Compensation Schedule as updated to reflect the FY 2024/25 Cost-of-Living Adjustment approved by City Council in October 2023.
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RECOMMENDATION
1) Adopt Resolution No. 2024-053 approving Classification and Salary Schedule adjustments to implement a Cost-of-Living Adjustment for job classifications represented by the Chino Police Officers Association (CPOA), Chino Police Management Association (CPMA), and Unrepresented Sworn Management; and 2) approve and estimated appropriation in the amount of $990,000 in the Fiscal Impact section.
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FISCAL IMPACT
Requires an estimated appropriation of $990,000 to be appropriated with the 2025 Mid-Term Budget Update. The approximate appropriation to the General Fund 100 is $660,00 with the remaining balance of $330,000 to the Employees Service Fund 640.
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
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BACKGROUND
On October 3, 2023, following negotiations between the City and the sworn labor associations, the City Council adopted Resolution No. 2023-061 approving a two-year extension of the Memorandum of Understanding (MOU) with the Chino Police Officers Association (CPOA) and Chino Police Management Association (CPMA). Resolution 2023-061 provided for a Total Compensation Survey (Survey) to be conducted for FY 2023/24 and 2024/25 for all represented sworn positions.
The Survey was negotiated to provide any potential adjustments to represented sworn position salaries to assist the City in attracting candidates and retaining current employees. For the first year, the Survey began collecting data in August to capture all comparator agency benefits as of the beginning of the fiscal year, with any adjustments to become effective retroactively to the pay period which included July 1, 2023. As part of this Survey, the City was to remain #3 in the market with all represented sworn positions. The Survey conducted in FY 2023/24 resulted in a 4% base salary increase to all sworn positions.
ISSUES/ANALYSIS
In September 2024, the City began the data collection process for the second year of the Survey. The results of the Survey showed that a 5.1% base salary increase is needed for the City to remain #3 in the market for FY 2024/25. To remain competitive and in line with the City’s Personnel Rules, which provide pre-defined salary differentials between sworn ranks, all sworn positions, including Unrepresented Sworn Management, are set to receive the 5.1% base salary increase. This increase is essential for ensuring that the City can attract and retain qualified personnel, consistent with the priorities outlined in the Total Compensation Survey.
If approved, Resolution 2024-053 will implement this 5.1% increase retroactively to the pay period which includes July 1, 2024, and update the City’s Classification and Compensation Schedule accordingly, as outlined in Resolution 2023-061.
Attachment: Resolution 2024-053