Staff Report
City Council
Item No. {{section.number}}.F
Meeting Date: June 25, 2025
From: Eugenia Torres, Human Resources Manager
Title: Resolution Adopting an Updated City-Wide Salary Schedule RECOMMENDATION:
To adopt a resolution approving a city-wide publicly available pay schedule in compliance with California Code of Regulations, Title 2, Sections 570.5, 571, 571.1, and to acknowledge the charter-mandated salary adjustment for elected officials. This resolution will supersede all previous resolutions regarding job classifications and compensation levels to the extent they conflict with this new recommendation.
BACKGROUND:
The California Public Employees’ Retirement System (CalPERS) requires all public agencies to establish and maintain publicly available pay schedules for all positions. This requirement is outlined in the California Code of Regulations (CCR), Title 2, Sections 570.5, and 571.1.
The City’s commitment to transparent and compliant compensation practices requires regular review and updates of our publicly available pay schedules. This resolution addresses multiple regulatory requirements and operational needs while ensuring continued organizational effectiveness.
Historical Context
Previous Resolution NO. 2025-03 (adopted March 12, 2025) approved a city-wide publicly available pay schedule. The present update consolidates all subsequent amendments and modifications into a comprehensive salary schedule packet.
When updating any portion of the salary schedule, the city adopts a complete, updated schedule that includes all bargaining units and employee groups. This ensures the most current and comprehensive salary information is publicly available, even for groups where no changes have occurred. Each exhibit in this resolution represents the most recent approved salary schedule for each respective bargaining unit, maintaining compliance with transparency requirements.
This resolution represents the culmination of these various analyses and considerations, providing a comprehensive update to ensure the City’s compensation structure remains competitive, compliant, and aligned with organizational objectives.
DISCUSSION:
The proposed resolution includes several strategic adjustments to the City’s pay schedules, reflecting our commitment to maintaining competitive compensation while ensuring operational excellence. These changes are based on market analysis, internal equity considerations, and operational requirements.
Summary of Changes by Exhibit:
EXHIBIT A – AFSCME (Effective January 5, 2025)
-No changes to salary ranges
-Schedule included to maintain the complete current salary schedule packet EXHIBIT B – NON-REP (Effective July 6, 2025)
•Cost of Living Adjustment (COLA) increase of 0.4% to bring Non-Rep employees to a total of 3% for parity with other bargaining units.
•This adjustment ensures compensation remains competitive while aligning with the City’s fiscal responsibilities.
•Adjustment to Fire Chief and Police Chief Salary Range to align with market standards and reflect the critical leadership responsibilities and specialized expertise required for these executive public safety roles. •Flexibility of Limited-term and Part-Time Ambulance Operator position statuses •Ability to structure as operational needs arise to optimize workforce flexibility •Maintain operational efficiency while managing costs effectively •Updated salary schedules for Limited-term and Part-time Ambulance Operator positions:
•Ambulance Operator/EMT positions: $17.50 per hour
•Ambulance Operator/Paramedic positions: $18.50 per hour •Adjustments to Deputy Police Chief and Deputy Fire Chief range from 970 to 975 •To reflect market conditions and to address compaction issues •Ensure appropriate compensation for this essential executive position EXHIBIT C – CCPOA (Effective March 2, 2025)
-No Changes to salary ranges
-Schedule included to maintain the complete current salary schedule packet EXHIBIT D – CCPMA (Effective July 7, 2024)
-Modification to management incentive pay stipend for commanders -During a recent review of the salary schedule, it was discovered that the management incentive pay contained outdated data that required revision to ensure accuracy and compliance with CalPERS regulations.
EXHIBIT E – CCPFA (Effective January 5, 2025)
-No Changes
-Schedule included to maintain the complete current salary schedule packet EXHIBIT F – CCFMA (Effective January 5, 2025)
-No Changes
-Schedule included to maintain the complete current salary schedule packet EXHIBIT G – ELECTED Officials (Effective July 6, 2025)
-Charter-mandated increase of 3% for elected officials based on Consumer Price Index (CPI-U) adjustment
-The Charter limits salary increases to no more than 3% in any given year or a maximum of $2500 per month
-This adjustment is required by the City’s Charter provisions and is not a discretionary council action.
Note on Effective Dates: The various effective dates reflect the timing of different labor agreements, charter requirements, and previously approved adjustments that are being consolidated into this comprehensive salary schedule update.
FISCAL IMPACT:
None
FIVE-YEAR STRATEGIC PLAN:
Goal A – Serve the Community with Pride and Dedication Objective: Through diversity, equity, and inclusion driven employee programs and experiences, Cathedral City is the employer of choice with a workforce that is engaged, motivated and respected public stewards.
This salary schedule update directly supports this strategic objective by ensuring competitive compensation packages that attract and retain qualified personnel across all City departments.
ATTACHMENTS:
1. Resolution
2. City-Wide Pay Schedule