Staff Report
City Council
Item No. 3 . D
Meeting Date:
March 25, 2026
From:
Asusena H. Soren, Human Resources Manager
Title:
Approve a Resolution Adopting an Updated City-Wide Salary Schedule
RECOMMENDATION:
To adopt a resolution approving city -wide publicly available pay schedules in compliance with California Code of Regulations, Title 2, Sections 570.5, 571, 571.1 This resolution will supersede all previous resolutions regarding job classifications and comp ensation levels to the extent they conflict with this new recommendation.
BACKGROUND:
The California Public Employee’s Retirement System (CalPERS) requires all public agencies to establish and maintain publicly available pay schedules for all positions. This requirement it 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. 2026-02 (adopted January 14, 2026) approved a city -wide publicly available pay schedule
• This update consolidates all subsequent amendments and modifications
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 comprehensive market analysis, internal equity considerations, and operational requirements.
The changes are as follows:
EXHIBIT A
- AFSCME
• Addition of Code Compliance Specialist
o To assist with key clerical functions and oversee the City's AI-driven and digital reporting platforms to support overall division efficiency. • In accordance with negotiated agreements and to maintain pace with current economic conditions:
o 3% COLA Increase (effective first pay period following ratification). o Bilingual pay stipend increase to $100 per pay period (retroactive to the pay period following January 1, 2026).
o Addition of bilingual pay stipend for emergency services personnel (retroactive to the pay period following January 1, 2026).
EXHIBIT B (Effective January 04, 2026)
- NONREP
• Addition of Director of Communications & Engagement
o To elevate strategic leadership for citywide communications, media relations, and public engagement functions.
• Addition of Senior Enterprise Systems Analyst
o To provide advanced technical expertise in the implementation, maintenance, and optimization of enterprise- wide systems supporting organizational efficiency and operational continuity.
• Addition of PT/LT Office Assistant
o To support daily administrative operations and enhance organizational efficiency across departmental functions.
EXHIBIT D (Effective July 06, 2025)
- CCPMA
• Administrative correction to Management Incentive Pay stipend to ensure accurate compensation records.
The following exhibits have not changed:
EXHIBIT C - CCPOA
EXHIBIT E - CCPFA
EXHIBIT F - CCFMA
EXHIBIT G - ELECTED
These adjustments represent balanced approach to maintaining competitive compensation while ensuring fiscal responsibility. The changes support our strategi c goals of workforce development, operational excellence, and employee retention.
It’s important to note that these adjustments are part of the City’s ongoing efforts to regularly review and update its pay schedules. This ensures compliance with CalPERS regulations and maintains the city’s position as an employer of choice.
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.
ATTACHMENTS:
1. Citywide Pay Schedule
2. Resolution Adopting Citywide Salary Schedule