CITY OF ALAMEDA
EXECUTIVE MANAGEMENT COMPENSATION PLAN
July 1, 2025 – June 30, 2027
Executive Management Compensation Plan Page 2 City of Alameda
EXECUTIVE MANAGEMENT COMPENSATION PLAN
July 1, 2025 through June 30, 2027
Section 1. At-Will and Exempt FLSA Status
All employees covered under this Compensation Plan are at-will, serving at the discretion of the City Council, City Manager or City Attorney and are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA). The job titles of the positions covered by this Compensation Plan are:
Miscellaneous Classifications:
Assistant City Manager
Base Reuse and Economic Development Director
Chief Assistant City Attorney
City Clerk*
Communication and Legislative Affairs Officer
Community Development Director
Deputy City Manager
Finance Director
General Manager - Alameda Municipal Power**
Human Resources Director
Information Technology Director
Library Director
Planning Building and Transportation Director
Public Works Director
Recreation and Parks Director
Public Safety Classifications:
Chief of Police
Fire Chief
*Per Resolution 14728, the City Clerk is a covered Miscellaneous Classification, except that the City Clerk is appointed by and serves at the pleasure of the City Council.
Section 2. Salaries/Rates of Pay
2.1 Miscellaneous Classifications:
The salary range for each classification shall be as set forth in Exhibit A which is attached hereto and made a part thereof.
The salary range for each classification shall be as set forth in Appendix A.
Employees covered by this compensation plan, with the exception of Public Executive Management Compensation Plan Page 3 Safety Chiefs, will receive the same base salary increases on the same date at those provided to the Management and Confidential Employee Association.
2.2 Public Safety Classifications:
The Chief of Police will receive the same increase as those negotiated by the Alameda Police Management Association (APMA). In addition, the Chief of Police’s salary schedule shall be automatically increased to ensure that the Chief’s salary at Step 5 is at least 6.5% above the highest compensated Police Captain.
The Fire Chief will receive the same increase as those negotiated by the Alameda Fire Chiefs Association (AFCA). In addition, the Fire Chief’s salary schedule shall be automatically increased to ensure that the Chief’s salary at Step 5 is at least
6.5% above the salary of the highest compensated Division Chief.
When evaluating the wages of the Police Captain and Division Chief the salary will include additional pays in addi tion to base wages. For the Fire Chief the comparison will be with non-suppression chiefs.
2.3 Mutual Aid
The Fire Chief, when assigned to provide mutual aid under either the “Agreement for Local Government Fire and Emergency Assistance to the State of California and Federal Fire Agencies” or “Federal Emergency Management Agency Cooperative Agreement’ or declared “Disaster Agreement with California Task Force Four Urban Search & Rescue”, will be compensated for work outside of their normal hours at straight time rate of pay portal to portal as long as the hourly rate is eligible for 100 percent reimbursement by the requesting agency under the agreements listed. They may not be approved for reimbursable mutual aid assistance without a request and an order number or equivalent from the requesting agency.
2.4 One-Time Healthcare Premium Cost Offset
In recognition that the cost of healthcare premiums over the last three years has significantly outpaced the overall rate of inflation requiring employees covered by this Plan to pay increasingly more out-of-pocket for health insurance, all employees covered by this compensation plan and employed by the City as of July 1, 2025 shall receive a one-time, fixed $1,000 healthcare premium offset payment in the first full pay period following July 1, 2025.
All employees covered by this compensation plan and employed by the city as of July 1, 2026, shall also receive a one-time, fixed $1,000 healthcare premium offset payment in the first full pay period following July 1, 2026.
Both years’ healthcare premium offset payments shall be considered as one-time earnings and shall not be considered as part of an employee’s pensionable earnings.
Executive Management Compensation Plan Page 4 Section 3. Health and Welfare
The City will make available medical, dental and life insurance for eligible employees through a contribution to the Flexible Benefit Amount.
3.1 Medical Insurance - Miscellaneous
Two different structures for the medical component of the Flexible Benefit Amount will be provided to employees, based on their date of hire as outlined below.
Employees who were hired by the City of Alameda on or before November 14, 2006, and those promoted into the EXME employee group from another bargaining unit where the employee was receiving a medical component cash back provision equal to or greater than Plan A below, may choose to be covered under Plan A or Plan B as outlined below. If Plan A is chosen, the employee may choose to move to Plan B at any time. Once Plan B is chosen, the employee will not have the ability to move back into Plan A. All employees hired after November 14, 2006 shall be covered under Plan B.
Contribution rates shall be based upon the 2012 PERS premiums.
Plan A
Under Plan A, the City will make the following contributions per month per eligible employee toward the Flexible Benefi t Amount for health insurance. These amounts include the PERS Minimum Employer Contribution (MEC) as required by state law, regardless of the year or amount, if enrolled in PERS medical insurance.
2016
Coverage Level City Contribution Cash Back Max
No coverage (0 party) $ 869.43 $ 869.43
Employee only $ 1,788.58 $ 530.74
Employee + 1 $ 1,811.81 $ 176.05
Employee + 2 or more dependents $ 1,825.76 $ 0
If an employee elects no medical coverage through the City and can document they have alternative medical coverage, they will be eligible for cash back equal to the “0 Party” rate above. If an employee chooses to be covered by a lower cost medical plan, the employee will receive cash back equal to the City’s Medical Contribution less the cost of the medical plan chosen by the employee, which shall not exceed the cash back maximum shown above.
If an employee chooses to be covered by a higher cost medical plan, they will be responsible for paying the difference in the cost for that medical plan. Employees receiving cash back will continue to receive it. The amount of cash back will not increase from current levels; however, the amount of cash back an employee Executive Management Compensation Plan Page 5 receives may change as a result of a change in enrollment based on coverage level. The cash back amounts will not be increased even if premiums rise.
Effective January 2017 and 2018, the City’s contribution shall increase by 50% of the increase to the Kaiser premiums based upon each coverage level.
Plan B
Under Plan B, the City will make the following contributions per month per eligible employee toward the Flexible Benefit Amount for health insurance. These amounts include the PERS Minimum Employer Contribution (MEC) as required by state law, regardless of the year or amount, if enrolled in PERS medical insurance.
If an employee elects no medical coverage through the City and can document they have alternative medical coverage, they will be eligible for cash bac k of $230.00.
Effective January 1, 2023, and every January 1
st
thereafter, during the term of this
agreement, the City will increase the City Contribution to the medical premium to reflect 50% of the increase in cost from the previous year, of the CalPERS Kaiser plan in the area or region in which Alameda is assigned. The increase will be based on 50% of the increase to the Emp loyee plus two or more dependents level of coverage. The $106.15 per pay period cash -in-lieu of coverage rate shall not change.
January 2025 medical contribution rates:
Employee only $1,284.74
Employee plus one $2,236.84
Employee plus family $2,808.11
*The amounts indicated above do not include Life Insurance or Dental Insurance premiums which are paid by the City separately. The amounts indicated above do include the PERS Minimum Employer Contribution (MEC) as required by state law, regardless of the year or amount, if enrolled in PERS medical insurance.
At and following the expiration of this Compensation Plan, the amount of money allocated to the Flexible Benefit Amount for medical benefits shall remain the same, unless agreed to in a successor Compensation Plan.
3.2 Medical Insurance - Public Safety Chiefs
The medical benefits for employees in the classifications of Fire Chief and Chief of Police shall match the medical benefits offered to the Alameda Police Managers Executive Management Compensation Plan Page 6 Association and the Alameda Fire Chiefs Association as detailed in Section 13 of these agreements.
3.3 Medical Plan
The City shall contract with the Public Employees' Retirement System (PERS) for the purpose of providing medical insurance benefits for employees covered by this Compensation Plan , eligible retired employees and eligible survivors of retired employees.
3.4 Dental Insurance
The City will make the necessary contributions per month per eligible employee toward the Flexible Benefit Amount to provide the dental plan to the employee and eligible dependents. This coverage will be mandatory for all employees . Any change in the premium shall cause a like change in the Flexible Benefit Amount.
The dental program shall be at the $2600/$2500 plan per employee and eligible dependent for annual dental care and lifetime orthodontic care.
3.5 Life Insurance
The City shall provide each employee with a $100,000 life insurance program.
This coverage will be mandatory for all employees covered by this Compensation Plan. Any increase in premium shall cause a like increase in the Flexible Benefit Amount.
The City shall provide each employee with the opportunity to purchase, at their own cost, additional optional life insurance up to the maximum amount provided by and subject to the conditions of the carrier.
3.6 Flexible Spending Account (FSA); IRC Section 125 Plans
The City agrees to provide a Flexible Spending Account (FSA), as allowed under Section 125 of the Internal Revenue Code, which will allow an employee to elect a specified amount of pre -tax contributions to be used for employment related expenses.
3.7 Retirement Health Savings Plan
The City may implement a Retirement Health Savings Plan where employees may make an irrevocable choice to participate in and make pre-tax contributions. The Retirement Health Savings Plan may be discontinued at the sole discretion of the City.
3.8 Employee Assistance Program
Executive Management Compensation Plan Page 7 The City shall continue to provide for all employees an employee assistance program. The cost of such program shall continue to be paid by the City only during the term of this Compensation Plan.
3.9 Long Term Disability Insurance
The City will provide a paid for LTD insurance plan equal to benefits provided for in the current plan which is 66.6667% of monthly earnings up to a maximum benefit of $8,000 per month for the number of months according to the terms and conditions of the p lan. If benefits are improved, such improvement shall be incorporated in the Long Term Disability Plan at no cost to all covered employees.
Section 4. Retirement Plan
The present Retirement Plans between the City and Public Employees Retirement System shall be maintained at the current benefit levels for the duration of this Compensation Plan.
4.1 California Public Employees Retirement System (CalPERS) Classic Membership Employees hired with the City prior to January 1, 2013 or eligible for reciprocity in the CalPERS or public retirement system (as defined in the California Public Employees' Pension Reform Act of 2013 (PEPRA) and CalPERS guidance) and who are classified as classic members will be eligible for:
The Retirement Plan as constituted on October 1, 2001 between the City and Public Employees Retirement System. This plan shall be maintained at the current benefit level, for the duration of this Memorandum of Understanding:
A. Effective April 1, 1997, the individual employees did and shall continue to make their own normal employee contributions to CalPERS, in the amount of 7%, and they shall have the option to have those payments tax deferred under IRS Policy and Rule 414 (h) ( 2) unless the IRS or Franchise Tax Board indicates that such contributions are taxable income subject to withholding.
B. At the time of the City's withdrawal from the Federal Insurance Contribution Act (FICA) on January 1, 1983, each employee was entitled to the Public Employees Retirement System 1959 Survivors Benefit coverage. The City has amended its contract with CalPERS to provide for the option of 1959 Survivor Benefit third level coverage.
C. All employees were covered by the Public Employees Retirement System Survivors Continuance at the time of the City's withdrawal from the Federal Insurance Contribution Act (FICA).
Executive Management Compensation Plan Page 8 D. The employees are covered by the 2% at Age 55 Retirement Formula. The City shall provide the CalPERS single highest year retirement benefit.
4.2 CalPERS New Membership
For employees hired on or after January 1, 2013 and classified as “new” members of CalPERS as defined by Public Employees’ Pension Reform Act (PEPRA), the City shall maintain a contract with CalPERS for the provision of a 2% @ 62 (highest 36 months) retirement benefit formula. Also pursuant to PEPRA, these employees and the City are each responsible for paying one -half of the normal cost of this retirement plan.
4.3 CalPERS Retiree Medical
The City has contracted with the California Public Employees Retirement System (CalPERS) to provide medical insurance for eligible retired employees and eligible survivors of retired employees. Eligibility to participate in this program will be in accordance with regulations promulgated by CalPERS. The City will contribute the minimum employer contribution under California Government Code §22892 on behalf of each eligible retired employee or eligible survivor of a retired employee who subscribes for CalPERS medical insurance in conformance with CalPERS regulations.
4.4 CalPERS Additional Service Credit
The City provides for additional service credit for unused sick leave through Section 20965 of the California Government Code.
4.5. Retirement Plan – Public Safety Classifications
1. Employees Hired Before January 1, 2013
The provisions described in this section apply only to CalPERS eligible employees hired before January 1, 2013, or to Classic Members (Eligible employees hired after that date who qualify for pension reciprocity pursuant to Government Code Section 7522.02 (c)).
The City shall continue to provide retirement benefits in accordance with the existing contract with PERS to provide for the 3% @ 50 retirement formula for employees hired prior to January 1, 2013 or qualified Classic Members. “Employee contributions” shall mean those contributions to PERS which are deducted from the salary of employees and are credited to individual employee’s accounts pursuant to California Government Code Section 20691.
Executive Management Compensation Plan Page 9 The City has contracted with PERS for Employee Cost Sharing. Currently the Fire Chief and Chief of Police have a total employee contribution of 14%.
Effective July 1, 2016 , there will be a 1% increase resulting in a total employee contribution of 15%.
2. Employees Hired On Or After January 1, 2013
This Section shall apply to CalPERS eligible employees hired on or after January 1, 2013, who do not qualify for pension reciprocity pursuant to Government Code Section 7522.02(c). All of the following requirements apply to these employees:
a. As required by Government Code Section 7522.25, the Safety Option Plan Two (2% @ 50 – 2.7% @ 57) pension formula shall apply.
b. As required by Government Code Section 7522.30, employees shall have an initial contribution rate of 50% of the total normal cost rate.
3. Retirement Plan Final Compensation Calculation
New Members of the City’s defined benefit plan will have their final compensation for pension purposes calculated based on a formula that defines final compensation as the highest average annual pensionable compensation earned during a period of at least 36 consecutive months.
Employees who constitute “ Classic” members of the City’s defined benefit plan will have their final compensation for pension purposes calculated based on a formula that defines final compensation on a 12 -consecutive month period in accordance with the Public Employees’ Retirement Law.
4.6 Deferred Compensation Plans
Employees may participate in the City’s voluntary deferred compensation program.
For employees who have completed one year of service with the City, the City will match one dollar for every $0.50 that the employee contributes towards their Plan account, up to an employee contribution of one half of one percent (0.5%) of the employee’s base wage. For example, if an employee contributes 0.5% or more of their salary towards their Plan account, they will receive a 1.0% match from the City. For employee contr ibutions, the City will make payroll deductions and transmit funds to the administrator. The City makes no representation on the merit of the plan or any of the investment products or instruments, which may be offered by the plan. The individual participant is responsible for evaluating the investment options within the plan.
The City is evaluating implementing a 401(a) plan and will meet with EXME employees prior to implementation.
Executive Management Compensation Plan Page 10
Section 5. Retiree Health Care Benefit
5.1 Miscellaneous Classifications
Employees who retire with the City and elect to enroll in the health insurance provided through PERS shall have the employer contribution applied per PERS.
5.2 Public Safety Classifications
The Fire Chief and Chief of Police will be eligible for retiree health and dental benefits as detailed in Section 14 of the agreements with the four Public Safety bargaining units.
Public Safety Chiefs hired from outside the City, who at time of appointment have a vested retiree health benefit, above the PEMHCA minimum , with their prior agency, will be credited with up to five years of service credit toward eligibility for retiree health under Section 14 of the agreements with the four Public Safety bargaining units.
The Fire Chief and Chief of Police will contribute to the OPEB Trust established with the City as the same level as identified Section 14.5 of the agreements with the four Public Safety bargaining units.
Section 6. Holidays
Employees covered by this Resolution shall be entitled to take all authorized holidays at full pay . Employees shall also be granted six (6) Floating Holidays, based on their standard workweek, on the first pay date of each Fiscal Year. All Floating Holidays must be used by the last pay date of the same Fiscal Year in which the time was granted.
Any unused Floating Holiday hours an employee has remaining in their Floating Holiday bank by the last pay date of Fiscal Year 2024 -2025 shall not expire until the last pay date of Fiscal Year 2025-2026.
For purposes of this section, employees with a standard workweek of 36 or 37.5 hours shall be entitled to 7.5 hours per holiday and employees with a standard workweek of 40 hours shall be entitled to 8 hours per holiday.
The authorized holidays for the City are:
Executive Management Compensation Plan Page 11 (1) New Year's Day
(2) Martin Luther King's Birthday
(3) Presidents’ Day
(4) Memorial Day
(5) Juneteenth
(6) Independence Day
(7) Labor Day
(8) Veterans Day
(9) Thanksgiving Day
(10) Day after Thanksgiving Day
(11) Christmas Day
(12) Six (6) Floating Holidays
Reduced Workday on the Day before the Observed Holiday of Thanksgiving Day
Day Before the Thanksgiving Holiday
Full-time employees who are scheduled to work a full day and able to leave at noon will be paid for the full day. In order to be eligible for the half -day pay an employee must be at work the Wednesday morning before the Thanksgiving Day Holiday. Employees who are unable to leave at noon because of operational needs will receive four hours (4) of holiday time.
Section 7. Vacation
7.1 Vacation Benefits
Upon the discretion of the City Manager, or City Attorney for City Attorney’s Office employees, employees covered by this Compensation Plan may receive up to twenty (20) working days of vacation with pay upon employment to recognize previous applicable experience , and m ay subsequently accrue vacation of up to twenty (20) work days of vacation with pay annually, accrued on a biweekly basis.
Employees shall receive one additional work day of paid vacation for each additional year of service on their anniversary date (accrued on a bi-weekly basis) up to a total of 25 vacation days. The maximum shall be 30 vacation days for Public Safety classifications.
For the purposes of this section, a day is 7.5 hours for employees with a standard workweek of 36 or 37.5 hours, and a day is 8 hours for employees with a standard workweek of 40 hours.
Executive Management Compensation Plan Page 12
7.2 Vacation Accumulation
No employee may accumulate more than 320 hours of vacation at any one time .
Vacation accumulation shall not exceed these amounts unless otherwise approved by the City Manager, or City Attorney for City Attorney’s Office employees.
7.3 Vacation Pay at Termination
Upon termination of employment, an employee shall be paid the cash value of his or her accrued vacation leave at the time of termination.
7.5 Vacation Sell Back
Employees who have completed Fifteen (15) years of service with the City may “sell back” up to two weeks ( 72, 75 and 80) hours depending on the employee’s standard work week) of vacation accrual once per calendar year, provided they have used two weeks of accruals in the last 12 calendar months:
Effective December 2019, and during the month of December of each year thereafter, there will be an open enrollment period during which each bargaining unit member must make an irrevocable election to “sell back” vacation accrual the following year on the form prescribed by Human Resources. The number of hours that the bargaining unit member will sell back must be indicated at that time.
Failure to submit an irrevocable election form shall be the same as electing not to sell back vacation leave.
The employee must request the vacation sell back on the form prescribed by Human Resources. A bargaining unit member who has elected to sell back vacation but has not done so by the first paycheck in December, will be automatically cashed out for the number of hours elected on the second paycheck in December.
If an employee elects to “sell back” vacation but has not used two weeks of vacation accruals in the previous 12 month their sell back request will not be fulfilled.
Employees must have completed fifteen (15) years of service at the time they request the sell back. For example, an employee who will complete fifteen years of service on August 1, 2020 may make an irrevocable election to sell back vacation time during the December 2019 election period but will not be permitted to request the sell back until after August 1, 2020.
These payments do not meet the definition of compensation earnable and special compensation under Government Code section 20636 and are non -PERSable compensation.
Executive Management Compensation Plan Page 13 Employees are responsible for any tax consequences of the vacation “sell-back”.
The City may suspend this program due to budget constraints during economic
Section 8. Sick Leave
Employees covered by this Resolution shall accrue sick leave at the rate of one (1) day per month. There shall be no limit on sick leave accrual. In no event shall sick leave be converted into cash . Charge for sick leave used shall be on the basis of one (1) hour for each hour used. Sick leave may not be used before it is earned.
For the purposes of this section, a day is 7.5 hours for employees with a standard workweek of 36 or 37.5 hours, and a day is 8 hours for employees with a standard workweek of 40 hours.
Section 9. Administrative Leave
Employees covered by this Plan who work a standard workweek of 36 or 37.5 hours shall be provided 75 hours of Administrative Leave on the first pay date of the fiscal year. Employees covered by this Plan who work a standard workweek of 40 hours shall be provided 80 hours of Administrative Leave on the first pay date of the fiscal year.
For employees who work a standard workweek of 36 or 37.5 hours, unused Administrative Leave up to 60 hours will be cashed out on the last pay date of the fiscal year. The remaining 15 hours of Administrative Leave cannot be cashed out or carried into the next fiscal year and must be used by the last pay date of the same fiscal year in which the time was granted.
For employees who work a standard workweek of 40 hours, unused Administrative Leave up to 64 hours will be cashed out on the last pay date of the fiscal year. The remaining 16 hours of Administrative Leave cannot be cashed out or carried into the next fiscal year and must be used by the last pay date of the same fiscal year in which the time was granted.
Section 10. Catastrophic Leave
Catastrophic Leave is governed by Administrative Policies & Procedures No. 44.
Section 11. Leaves of Absence
11.1 Funeral Leave
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In the event of a death in the immediate family of an employee, the employee shall, upon request, be granted such time off with pay as is necessary to make arrangements for the funeral and attend same, not to exceed four (4) regularly scheduled work days. This provision does not apply if the death occurs while the employee is on leave of absence, layoff, or sick leave.
For the purpose of this provision, the immediate family shall be restricted to parent, any persons sharing the relationship of in loco parentis, sibling, niece, nephew, aunt, uncle, spouse, domestic partner, child, mother -in-law, father-in-law, son-in- law, daughter -in-law, brother-in-law, sister -in-law, grandparent, grandchild, step-parent and stepchild where there is a child-rearing relationship , or step - sibling, or any living persons in the immediate household of the employee . At the request of the City, the employee will furnish a death certificate and proof of relationship.
For persons not listed as an immediate family member, employees may use other available accrued leave as is necessary to make arrangements for the funeral and attend same, not to exceed four (4) regularly scheduled working days.
Funeral leave applies only in instances in which the employee attends the funeral, or is required to make funeral arrangements, but is not applicable for other purposes such as settling the estate of the deceased.
11.2 Jury Duty
An employee summoned to jury duty shall inform the City Manager , or City Attorney for City Attorney’s Office employees, and, if required to serve, may be absent from duty with full pay for that time required to serve.
Section 12. Transportation Allowance / Exclusive Use Vehicles
A Transportation allowance of $250 per month shall continue to be provided to the following classifications:
Assistant City Manager
Base Resue and Economic Development Director
Chief Assistant City Attorney
City Clerk
Communication and Legislative Affairs Officer
Community Development Director
Deputy City Manager
Finance Director
General Manager – Alameda Municipal Power
Human Resources Director
Library Director
Executive Management Compensation Plan Page 15 Planning, Building and Transportation Director
Recreation and Parks Director
Inasmuch as the City has determined that its best interests are served by providing City vehicles for exclusive use to certain key employees with emergency response responsibilities, the employees in the following classifications will be assigned an exclusive use City vehicle. The use of these vehicles includes necessary service, maintenance and City gasoline for City business use subject to City policies and practices.
Chief of Police
Fire Chief
Public Works Director
Information Technology Director
The assignment of vehicles to covered classifications shall be subject to review by the City Manager annually and as vacancies occur. The City Manager may determine that a classification not listed as receiving an exclusive use vehicle be assigned an exclusive use City vehicle, or a classification listed as receiving an exclusive use City vehicle receive the $250 per month auto allowance instead.
Section 13. Outside Employment
No full-time employee shall engage in employment that constitutes a conflict for the employee or the City. No employee shall engage in outside employment during his/her regular working hours. No uniform, emblem, badge or other employee identification shall be worn by any person while in the employment of someone other than the City. All requests by the employee for permission to engage in outside employment shall be made on a form provided by the City. N o employee shall accept or continue employment other than with the City of Alameda without the approval of the City Manager or City Attorney for City Attorney’s Office employees, which may be withheld only if such employment constitutes a conflict for the employee or the City or which would interfere with the employee's ability to perform his or her City job.
Section 14. Miscellaneous
The City's Drug Free Work Place Policy and Testing Procedure shall apply to employees governed by this plan.
Section 15. Uniform Allowance
Employees in the Public Safety classifications shall be entitled to uniform pay in the same manner and amount as provided in the respective Safety management agreements.
Executive Management Compensation Plan Page 16 Section 16. State Disability Insurance
Effective July 1, 2025, Employees covered by this plan elected to participate in State Disability Insurance (SDI) program. Such SDI coverage is the sole economic responsibility of the employee, and the City shall not contribute toward the expense of that coverage. In the event employees covered by this Plan wish to discontinue this benefit in the future, employees must notify the City in writing that a majority wish to discontinue participation in the program.
Executive Management Compensation Plan Page 17 Appendix A