Staff Report
City Council
Item No. 3.M
Meeting Date: July 22, 2026
From: Lidia Buelna, Human Resources Specialist
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, and 571.1.
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 Employee’s 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. 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 negotiated agreements. These changes are as follows:
EXHIBIT A (AFSCME)
Effective date of MOU: January 1, 2026
Salary Implementation Date: January 5, 2026
Adjustments: None
EXHIBIT B (NONREP)
Effective date of regulations: June 25, 2025
Salary Implementation Date: July 5, 2026
Adjustments:
3% COLA Increase – In accordance with negotiated agreements and to maintain pace with current economic conditions
EXHIBIT C (CCPOA)
Effective date of MOU: January 1, 2025
Salary Implementation Date: January 4, 2026
Adjustments: None
EXHIBIT D (CCPMA)
Effective Date of MOU: July 1, 2025
Salary Implementation Date: July 5, 2026
Adjustments:
3% COLA Increase – In accordance with negotiated agreements and to maintain pace with current economic conditions.
EXHIBIT E (CCFA)
Effective Date of MOU: January 1, 2026
Salary Implementation Date: March 29, 2026
Adjustments:
2% COLA Increase – In accordance with negotiated agreements and to maintain pace with current economic conditions.
EXHIBIT F (Elected)
Salary Implementation Date: July 5, 2026
Adjustments:
3% Increase – Based on the change in consumer price index for all urban consumers (CPI-U) per the City Charter.
As referenced in Exhibit “E” above, please note the following consolidation:
Previously, employees represented by the Cathedral City Professional Firefighters Association (CCPFA) and the Cathedral City Fire Management Association (CCFMA) were reflected in separate salary tables (formerly Exhibits E and F, respectively). The successor MOU merging CCPFA and CCFMA into a single bargaining unit, the Cathedral City Firefighters Association (CCFA), is scheduled for Council consideration and adoption on July 22, 2026, with terms retroactive to January 1, 2026. Accordingly, staff has consolidated the two former salary tables into a single Exhibit E reflecting the CCFA unit, effective January 1, 2026, and the Elected Officials salary table has been renumbered from Exhibit G to Exhibit F. This consolidation is administrative and reflects the union merger; it does not affect the substantive salary ranges beyond the negotiated COLA adjustment.
In addition to incorporating the negotiated COLA adjustments noted above, staff has reformatted and standardized the pay schedule headers and layout across all bargaining units for consistency and ease of reference. These formatting changes are administrative in nature and do not alter any position titles, salary ranges, or effective dates beyond those identified in this report.
These adjustments represent a balanced approach to maintaining competitive compensation while ensuring fiscal responsibility. The changes support our strategic 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 positions as an employer of choice.
FISCAL IMPACT:
The salary implementation dates for the exhibits above were included in the FY 2025/2026 & FY 2026/2027 Biennial Budget. As a result, there is no additional fiscal impact.
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. Resolution Citywide Salary Schedule Citywide Pay Schedule