TO: LINDA REICH, CITY MANAGER
FROM: TERRY DOYLE, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT
SUBJECT
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Updated Compensation and Benefit Plan for Unrepresented Sworn Management.
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RECOMMENDATION
Adopt Resolution No. 2025-092 approving the updated Compensation and Benefit Plan for Unrepresented Sworn Management.
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FISCAL IMPACT
The proposed changes are estimated to cost a total of $2,400.00. There are sufficient reserves in the Employee Service Fund balance for the proposed changes. Detailed cost out information is on file in the Finance Department.
CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES
The recommendation detailed above furthers 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
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Revenue: Click or tap here to enter text. |
Expenditure: 6405020-42070 |
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Transfer In: Click or tap here to enter text. |
Transfer Out: Click or tap here to enter text. |
BACKGROUND
The Compensation and Benefit Plan for Unrepresented Sworn Management includes a provision that ensures salary alignment between Unrepresented Sworn Management and the Chino Police Managers Association (CPMA) classifications. The existing language provides that any general salary increase, cost-of-living adjustment (COLA), or other across-the-board base salary increase granted to CPMA-represented employees shall be applied concurrently to the Unrepresented Sworn Management employees.
ISSUES/ANALYSIS
To ensure continued consistency and fairness in total compensation, staff recommends updating the language in the Compensation and Benefit Plan for Unrepresented Sworn Management to reflect a broader range of compensation-related adjustments. The proposed revision expands the scope beyond base salary and COLAs to include other monetary benefits such as increases to deferred compensation contributions, uniform allowances, specialty pays, and similar forms of compensation.
The revised language also clarifies that while the Captain and Deputy Chief of Police will receive the same $510 per month City contribution to deferred compensation as CPMA-represented employees, the Chief of Police will continue to receive a fixed $700 per month City contribution to their deferred compensation.
This update ensures continued alignment between the compensation of Unrepresented Sworn Management and CPMA-represented employees, while also providing clarity and consistency in the application of compensation adjustments.
Attachment: Resolution No. 2025-092 Compensation and Benefit Plan for Unrepresented Sworn Management