Staff Report
City Council
Item No. 4.I
Meeting Date: August 13, 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. 2025-16 (adopted June 25, 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 August 13, 2025)
- Addition of Municipal Services Coordinator
- To enhance coordination and delivery of municipal services across departments and ensure efficient service delivery while improving citizen satisfaction and departmental collaboration EXHIBIT B – NON-REP (Effective July 6, 2025)
- Addition of Limited-term Fire Marshal
- Addition of Limited-term Police Service Assistant
- During a recent audit of the salary schedules, it was discovered that two limited term positions were inadvertently omitted from the limited term position list. This addition is necessary to ensure complete and accurate documentation of all authorized positions and maintain compliance with CalPERS regulations.
EXHIBIT C – CCPOA (Effective March 2, 2025)
- Update pay rate for bilingual stipend
- Removal of first tier stipends
- In accordance with negotiated agreements and accurate documentation of authorized stipends.
EXHIBIT D – CCPMA (Effective July 6, 2025)
- 3% COLA Increase
- In accordance with negotiated agreements and to maintain pace with current economic conditions
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)
- No Changes
- Schedule included to maintain the complete current salary schedule packet
FISCAL IMPACT:
The proposed updates to the salary schedules were included in the current biennial budget.
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