El Cerrito City Council
March 5, 2024

Mayor Councilmembers
Tessa Rudnick Paul Fadelli
Mayor Pro Tem Lisa Motoyama
Carolyn Wysinger AGENDA Gabriel Quinto

TUESDAY, MARCH 5, 2024
REGULAR CITY COUNCIL MEETING (6:00 PM)
City Council Chambers - 10890 San Pablo Ave, El Cerrito Closed Captions available Via Zoom:
https://us06web.zoom.us/j/86962354978?pwd=PQSIueOxUVri7yNMcYdt5VQaB1O2M5.1 Meeting ID: 869 6235 4978 Password: 858934 Dial in: 1-408-638-0968 View:

1. Cable T.V. Broadcast on KCRT Channel 28

2. Livestream Online at www.el-cerrito.org/CouncilMeetingMaterials Accommodations: In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact the City Clerk at 510- 215-4305. Notification 48 hours prior to the meeting will enable the City to make reasonable accommodations. Closed Captions available via zoom.

Conduct: This meeting shall be conducted pursuant to the El Cerrito City Council Rules of Order and Procedure, including adjourning by 11:00 PM unless extended to a specific time determined by a majority of the Council.

Public Comments:

1. In-person by submitting a request to speak to the City Clerk.

2. By Email to [email protected] identified in the subject line as Public Comments – Agenda Item #.

Written comments received by 2:00 p.m. the day of the meeting will be provided to the City Council and posted online in advance of the meeting. Comments received after the deadline will be provided to the City Council and will be posted after the meeting. 6:00 PM ROLL CALL – CONVENE REGULAR CITY COUNCIL MEETING

1. CONSIDER AND TAKE ACTION ON ANY REQUEST FROM A

COUNCILMEMBER TO PARTICIPATE IN THE MEETING REMOTELY DUE TO EMERGENCY CIRCUMSTANCES PURSUANT TO AB 2449

2. PLEDGE OF ALLEGIANCE TO THE FLAG OR OBSERVATION OF A

MOMENT OF SILENCE

3. TELECONFERENCE AND PUBLIC COMMENT INSTRUCTIONS
Agenda Packet Page 1 of 494
Mayor Councilmembers
Tessa Rudnick Paul Fadelli
Mayor Pro Tem Lisa Motoyama
Carolyn Wysinger AGENDA Gabriel Quinto

4. COUNCIL/STAFF COMMUNICATIONS
Reports of closed session, commission appointments and informational reports on matters of general interest which are announced by the City Council and staff.

5. ORAL COMMUNICATIONS FROM THE PUBLIC
Remarks are typically limited to 3 minutes per person. The Mayor may reduce the time limit per speaker depending upon the number of speakers and may limit the total time for public comment to facilitate the completion of business on the agenda. Comments regarding non-agenda, presentation and consent calendar items will be heard first.

Comments related to items appearing on the Public Hearing or Policy Matter portions of the Agenda will be heard prior to the City Council taking action on each item.

6. PRESENTATIONS
A. Police Department Employee Recognition for Officer of the Year, Professional Staff of the Year, and Volunteer of the Year.

Action Proposed: Approve 1) a proclamation commending and congratulating Officer Kenneth Hashimoto as Officer of the Year and 2) a proclamation commending and congratulating Records Specialist Veronica Ceja as Professional Staff of the Year and 3) a proclamation commending and congratulating Volunteer Allen Cain as Volunteer of the Year.

Contact: Paul Keith, Chief of Police, El Cerrito Police Department B. Classification and Compensation Study
Action Proposed: Receive and file a presentation from Koff and Associates on the findings from the Citywide Classification and Compensation Study.

Contact: Shannon Bassi, Senior Human Resources Analyst; Alexandra Orologas, Assistant City Manager, City Management

7. ADOPTION OF THE CONSENT CALENDAR
All items on the consent calendar shall be acted upon in one motion, unless a member of the City Council or staff request separate consideration.

A. Women's History Month Proclamation
Action Proposed: Pass a motion to approve a proclamation designating March as “Women’s History Month” and March 8, 2024 as “International Women’s Day" in the City of El Cerrito.

Agenda Packet Page 2 of 494
Mayor Councilmembers
Tessa Rudnick Paul Fadelli
Mayor Pro Tem Lisa Motoyama
Carolyn Wysinger AGENDA Gabriel Quinto

Contact: Shannon Bassi, Senior Human Resources Analyst, City Management
B. American Red Cross Month Proclamation
Action Proposed: Pass a motion to approve a proclamation declaring March 2024 as American Red Cross Month in the City of El Cerrito and encouraging all Americans to support this organization and its noble humanitarian mission.

Contact: Holly M. Charléty, City Clerk, City Management C. Arbor Week Proclamation
Action Proposed: Pass a motion to approve a proclamation declaring March 7 through March 14, 2024, as El Cerrito Arbor Week and urging all community members to observe and celebrate by planting and caring for trees and participating in City Arbor Week activities for our own benefit and for the benefit of future generations.

Contact: Stephen Prée, Environmental Programs Manager, Public Works Department
D. Prescription Drug Abuse Awareness Proclamation
Action Proposed: Pass a motion to approve a proclamation declaring March 2024 as Prescription Drug Abuse Awareness Month in the City of El Cerrito.

Contact: Holly M. Charléty, City Clerk, City Management E. Environmental Quality Committee Appointment Recommendations Action Proposed: Approve an Environmental Quality Committee recommendation to reappoint Fred Bialy, Sean O’Connor, and Simrun Dhoot, and to appoint Seth Shonkoff and Heather Hayashi to the Environmental Quality Committee, effective March 6, 2024.

Contact: Christina Leard, Management Analyst III; Yvetteh Ortiz, Public Works Director/City Engineer, Public Works Department
F. Authorization to Amend Professional Services Contract with 4Leaf, Inc. to Increase Contract Authority to Provide Additional and Building Services
Agenda Packet Page 3 of 494
Mayor Councilmembers
Tessa Rudnick Paul Fadelli
Mayor Pro Tem Lisa Motoyama
Carolyn Wysinger AGENDA Gabriel Quinto

Action Proposed: Adopt a resolution authorizing the City Manager to execute an amendment to the professional services contract with 4Leaf, Inc. increasing their contract authority from $750,000 for fiscal year 2024, to $1,750,000 to provide staffing to cover staff vacancies and building services.

Contact: Jennifer Bright, Management Assistant, Community Development Department; Melanie Mintz, Community Development Director, Community Development Department
G. Resolution in Support of the Mayfair Affordable Project Action Proposed: Adopt a resolution supporting the issuance of Multifamily Housing Revenue Bonds or Notes (Bonds) by the County of Contra Costa (County) to finance the construction of 69 affordable housing units located at 11690 San Pablo Avenue (Project) for Mayfair Affordable LLC (Developer), an affiliate of BRIDGE Housing Corporation.

Contact: Aissia Ashoori, Housing-Economic Development Manager; Melanie Mintz, Community Development Director
H. Resolution Authorizing the Prohousing Incentive Program Application
Action Proposed: Adopt a resolution authorizing staff to apply for the Prohousing Incentive Program.

Contact: Aissia Ashoori, Housing-Economic Development Manager; Melanie Mintz, Community Development Director, Community Development Department

8. PUBLIC HEARINGS

9. POLICY MATTERS
A. Adopt a Resolution authorizing the City Manager to execute an agreement for Legal Services with Redwood Public Law LLP and naming Sky Woodruff to continue serving as City Attorney Action Proposed: Adopt a resolution approving and authorizing the City Manager to execute an agreement for legal services with Redwood Public Law LLP and naming Sky Woodruff to continue serving as City Attorney.

Contact: Holly M. Charléty, City Clerk, City Management Agenda Packet Page 4 of 494
Mayor Councilmembers
Tessa Rudnick Paul Fadelli
Mayor Pro Tem Lisa Motoyama
Carolyn Wysinger AGENDA Gabriel Quinto

B. Fiscal Year 2023-24 Midyear Budget Update
Action Proposed: Receive an update on City revenues and expenditures for the first six months of the Fiscal Year through December 31, 2023 and adopt a Resolution authorizing appropriation increases to the FY 2023-24 budget totaling $3,034,754 from all funds, including an appropriation of $2,446,754 from the Unrestricted General Fund Balance, to cover a shortfall in budgeted revenues, higher-than-anticipated expenditures, and support Council-approved projects; and authorize the carry forward of $1 million from the General Fund and $651,531.55 from special revenue and enterprise funds for purchase orders authorized during FY 2022-23 but completed in FY 2023-24.

Contact: Claire Coleman, Budget/Financial Services Manager; Crystal Reams, Finance Director/City Treasurer, Finance Department

10. CITY COUNCIL LOCAL & REGIONAL LIAISON ASSIGNMENTS
Mayor and City Council communications regarding local and regional liaison assignments, committee reports, and any required reporting under AB 1234 for meetings (as defined by the Brown Act) attended at the public's expense.

11. ADJOURN REGULAR CITY COUNCIL MEETING
The next regularly scheduled City Council meeting is Tuesday, March 19, 2024 at 6:00 p.m.

The City of El Cerrito serves our diverse community by providing exceptional services that create a safe and resilient future for all.

Agenda Packet Page 5 of 494
Agenda Item No. 6.A.

EL CERRITO CITY COUNCIL PROCLAMATION
Commending and Congratulating Officer Kenneth Hashimoto for his Selection as El Cerrito Police Department Officer of the Year
WHEREAS, Corporal Kenneth Hashimoto has served the City of El Cerrito since 2013 in many roles including as a Police Officer, Detective, Field Training Officer, and now a Corporal; and
WHEREAS, Kenneth Hashimoto was assigned to the Contra Costa County Safe Streets Task Force in 2018 and worked to disrupt violent organized crime across the county through the use of surveillance, collaboration and undercover operations; and WHEREAS, he was awarded the Unit Citation, in 2020, for his work on the Mutual Aid Mobile Field Force, where he responded to crime and disorder across Contra Costa County in response to civil unrest; and
WHEREAS; he had a standout performance as a department trainer in the last two years, by helping prepare twelve new police officers during field training and trained seventy-two students in arrest and control techniques; and WHEREAS, Kenneth Hashimoto will receive the Unit Citation for a second time, this year, for his investigative efforts into a major homicide case that impacted the El Cerrito Community; and
WHEREAS, Kenneth Hashimoto stands out for his ability to make his teams more effective, cohesive, and focused by leveraging his expertise, intelligence, humility and humor.

NOW THEREFORE, the City Council of the City of El Cerrito does hereby commend and congratulate Corporal Kenneth Hashimoto on the occasion of his recognition as Officer of the Year. The City Council extends sincere appreciation to Corporal Kenneth Hashimoto for his devotion to the mission, vision, and values of the El Cerrito Police Department.

Dated: March 5, 2024
___________________________
Tessa Rudnick, Mayor
Agenda Packet Page 6 of 494

EL CERRITO CITY COUNCIL PROCLAMATION
Commending and Congratulating Records Specialist Veronica Ceja for her Selection as El Cerrito Police Department Professional Staff of the Year WHEREAS, Veronica Ceja began her law enforcement career with the Contra Costa County Sheriff’s Office, before becoming a Records Specialist with the El Cerrito Police Department in 2017; and
WHEREAS, Veronica Ceja was recognized as the Professional Staff of the Year for 2019 and 2022 and continued working with excellence and collaboration in 2023; and WHEREAS, Veronica Ceja trained three new records specialists in the last two years and has continued to invest in their continued success; and WHEREAS, Veronica Ceja has served the department in a many roles, including as a temporary property and evidence specialist, executive assistant, and records supervisor; and
WHEREAS, Veronica Ceja was tasked with guiding the department through the transition from the Uniform Crime Reporting method to the National Incident Based Reporting System and did so by overcoming technological and training challenges that stood in the way; and
WHEREAS, Veronica Ceja organizes informal employee workplace events that build camaraderie and community and help make the El Cerrito Police Department a welcoming place to work; and
WHEREAS, Veronica Ceja has advocated for professional staff and is attentive to employee morale and satisfaction; and
WHEREAS, Veronica Ceja has displayed her dedication through her can-do attitude, patience, and compassion to her coworkers and community members.

NOW THEREFORE, the City Council of the City of El Cerrito does hereby commend and congratulate Records Specialist Veronica Ceja on the occasion of her recognition as El Cerrito Police Professional Staff of the Year. The City Council extends sincere appreciation to Veronica Ceja for her devotion to the mission, vision, and values of the El Cerrito Police Department.

Dated: March 5, 2024
___________________________
Tessa Rudnick, Mayor
Agenda Packet Page 7 of 494

EL CERRITO CITY COUNCIL PROCLAMATION
Commending and Congratulating Allen Cain for his Selection as El Cerrito Police Department Volunteer of the Year
WHEREAS, Allen Cain attended the Community Police Academy in 2018; and WHEREAS, Allen Cain became a volunteer with the El Cerrito Police Department in 2019; and
WHEREAS, he has served the El Cerrito Police Department and El Cerrito Community with unwavering energy and commitment; and
WHEREAS; he has served as a roleplayer for the Contra Costa County Law Enforcement Training Center and the El Cerrito Police Department, helping officers experience real world scenarios and being arrested time and time again; and WHEREAS, he has assisted department training by transporting equipment and providing logistical support; and
WHEREAS, Allen Cain has helped the El Cerrito Police Department with public events, including disaster drills and full days at the El Cerrito Fourth of July Celebration where he endured hundreds of children activating sirens and horns over and over again, while still maintaining his friendly and helpful demeanor; and WHEREAS, Allen Cain is a forthright supporter of the El Cerrito Police Department and advocate for programs and practices that benefit the El Cerrito Community.

NOW THEREFORE, the City Council of the City of El Cerrito does hereby commend and congratulate Allen Cain on the occasion of his recognition as Volunteer of the Year. The City Council extends sincere appreciation to Allen Cain for his devotion to the mission, vision, and values of the El Cerrito Police Department.

Dated: March 5, 2024
___________________________
Tessa Rudnick, Mayor
Agenda Packet Page 8 of 494

AGENDA BILL
Agenda Item No. 6.B.

Date: March 5, 2024
To: El Cerrito City Council
From: Shannon Bassi, Senior Human Resources Analyst; Alexandra Orologas, Assistant City Manager, City Management
Subject: Classification and Compensation Study

ACTION PROPOSED
Receive and file a presentation from Koff and Associates on the findings from the Citywide Classification and Compensation Study.

BACKGROUND/ANALYSIS
In August 2022, the City contracted with Koff and Associates to conduct a City-wide Classification and Compensation Study. The need for this study has long been identified by City staff, and conducting this study at this time was one of the recommendations made by the State Auditor.

The purpose of the study was to review and analyze all classifications within the City and determine proper alignment with regard to the level of scope of work performed and determining fair market value. The goal was to 1) develop a classification plan structure that enables the City to efficiently perform the highest quality of work; and 2) survey comparative agencies' pay and benefit structures in order to remain competitive and to recruit and retain high-quality staff. The study was split into two major sections:

Classification and Compensation. The Classification portion of the study focused on examining the level and scope of work performed by each classification, while the Compensation portion focused on surveying the total compensation comprised of salary and benefits. The findings of the study are reflective in the attached reports, and are being presented for the City Council's information. No action is being requested at this time.

STRATEGIC PLAN CONSIDERATIONS
This action supports the City’s Strategic Plan Goal(s) of:
• High Performing Organization

ENVIRONMENTAL CONSIDERATIONS
This section is not applicable to this agenda item.

FINANCIAL CONSIDERATIONS
This is a receive and file presentation with no budgetary impacts at this time.

Agenda Packet Page 9 of 494
Agenda Item No. 6.B.

LEGAL CONSIDERATIONS
This section is not applicable to this agenda item.

Reviewed by:

Karen Pinkos, City Manager
Attachments:

1. Classification Study

2. Compensation Study

3. Presentation
Agenda Packet Page 10 of 494

KOFF & ASSOCIATES
Katie Kaneko
Managing Director
2835 Seventh Street
Berkeley, CA 94710
www.KoffAssociates.com
[email protected]
510.858.6678 Direct
510.658.5633 Main
February 25, 2024
Classification Study
Final Report
City of El Cerrito
Agenda Packet Page 11 of 494
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com February 26, 2024
Alexandra Orologas
Assistant City Manager
City of El Cerrito
10890 San Pablo Avenue
El Cerrito, CA 94530
Dear Ms. Orologas,
Koff & Associates is pleased to present the final classification report for the study of all positions in the City of El Cerrito. Volume I documents the classification study process and provides recommendations for the classification plan, allocations of individual positions for all City employees, and class specifications. Volume II, to be sent under separate cover, documents the market compensation survey, findings, and recommendations.

This first volume incorporates a summary of the study’s multi-step process, which included results of written Position Description Questionnaires, interviews with employees and management, and employee review and comments in the form of draft class descriptions, and class allocation recommendations.

We would like to thank you and Shannon Bassi for your assistance and cooperation without which this study could not have been brought to its successful completion.

We will be glad to answer any questions or clarify any points as you are implementing the findings and recommendations. It was a pleasure working with you and we look forward to future opportunities to provide you with professional assistance.

Very truly yours,
Managing Director
Compensation and Rewards Consulting
Agenda Packet Page 12 of 494
Classification Study – Final Report
City of El Cerrito

TABLE OF CONTENTS
Executive Summary.................................................................................................................................1 Background...............................................................................................................................................1 Classification Study Goals.....................................................................................................................1 Classification Study Process..................................................................................................................1 Classification Concepts.........................................................................................................................2 Positions vs. Classifications......................................................................................................................2 The Relationship Between Classification and Compensation ..................................................................3 The Purpose of Having a Classification Plan............................................................................................3 Classification Descriptions .......................................................................................................................4 Fair Labor Standards Act..........................................................................................................................6 Classification Findings and Recommendations..............................................................................7 Classification Structure and Allocation Factors........................................................................................7 Classification Allocation Recommendations..........................................................................................13 Title Changes and New Classifications ..................................................................................................14 Conclusion...............................................................................................................................................16 Agenda Packet Page 13 of 494
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City of El Cerrito

LIST OF TABLES
Table 1. New Classification and Title Change Recommendations ....................... 14 Agenda Packet Page 14 of 494
Classification Study – Final Report
City of El Cerrito
1 EXECUTIVE SUMMARY
Background
In August 2022, the City of El Cerrito (City) contracted with Koff & Associates (K&A) to conduct a classification and total compensation study for all of the City’s classifications. All classification and compensation findings, recommendations, and options for implementations are in Volumes I and II of this report.

This classification review process was precipitated by:
 The concern of City Council, management, and the employee groups that employees should be recognized for the level and scope of work performed and that they are paid on a fair and competitive basis that allows the City to recruit and retain a high-quality staff;
 To ensure that class descriptions reflect current programs, responsibilities, and technology;
The goal of the classification and compensation study is to assist the City in developing a competitive pay and benefit structure, which is based upon market data to ensure that the plan is fiscally responsible, and that meets the needs of the City with regards to recruitment and retention of qualified staff.

CLASSIFICATION STUDY GOALS
The goals and objectives of the classification portion of the study were to:
 Obtain detailed information regarding each position through a variety of techniques, including written Position Description Questionnaires (PDQs) and interviews with employees and management;
 Prepare an updated classification plan, including recommended class descriptions and position allocations that recognizes the scope and level of the various classes and positions, and is perceived equitable by management and employees alike;  Provide class descriptions and other documentation that includes information required for compliance with the Americans with Disabilities Act (ADA) and appropriate qualifications, including knowledge, skills, and other requirements that are job-related and meet other legal guidelines; and
 Provide sufficient documentation to allow the City to maintain the classification system on a regular basis.

CLASSIFICATION STUDY PROCESS
The classification study procedures were as follows:

Agenda Packet Page 15 of 494
Classification Study – Final Report
City of El Cerrito
2  An initial meeting was held with City management to clarify study scope, objectives, processes, and deliverables.
 Orientation meetings were held to which all employees were invited, to meet consultant staff involved with the project, clarify study objectives and procedures, answer questions, and distribute the PDQs.
 After the PDQs were completed by employees and reviewed by management and consultant staff, interviews were conducted with all employees and management.  Following the analysis of the classification information gathered, draft class concepts, specifications, and position allocations were developed for management and employee review.
 After resolution of issues, wherever possible, including additional contacts with employees and management to gain details and clarification, appropriate modifications were made to the draft specifications and allocations and this final report was prepared.

CLASSIFICATION CONCEPTS
Positions vs. Classifications
“Position” and “Classification” are two terms that are often used interchangeably, but have very different meanings. As used in this report:
 A position is an assigned group of duties and responsibilities performed by one person. A position can be full-time, part-time, regular or temporary, filled or vacant. Often the word “job” is used in place of the word “position.”
 A classification or class may contain only one position or may consist of a number of positions. When you have several positions assigned to one class, it means that the same title is appropriate for each position; that the scope, level, duties, and responsibilities of each position assigned to the class are sufficiently similar (but not identical) that the same core knowledge, skills, abilities, and other requirements are appropriate for all positions, and that the same salary range is equitable for all positions in the class.

The description of a position often appears as a working desk manual, going into detail regarding work process steps, while a class description emphasizes the general scope and level of responsibilities, plus the knowledge, skills, abilities, and other requirements for successful performance.

When positions are classified, the focus is on assigned job duties and the job-related requirements for successful performance, not on individual employee capabilities or amount of work performed. Positions are thus evaluated and classified on the basis of such factors as knowledge, skills, and abilities required to perform the work, the complexity of the work, the authority delegated to make decisions and take action, the responsibility for the work of others Agenda Packet Page 16 of 494
Classification Study – Final Report
City of El Cerrito
3 and/or for budget expenditures, contacts with others (both inside and outside of the organization), and the impact of the position on the organization and working conditions.

The Relationship Between Classification and Compensation Classification and the description of the work and the requirements to perform the work are separate and distinct from determining the worth of that work in the labor market and to the organization. While recommending the appropriate compensation for the work of a class depends upon an understanding of what that work is and what it requires (as noted above), compensation levels are often influenced by two factors:
 The external labor market; and
 Internal relationships within the organization.

Compensation findings and recommendations for the City are covered in Volume II of this report.

The Purpose of Having a Classification Plan
A position classification plan provides an appropriate basis for making a variety of human resources decisions such as the:
 Development of job-related recruitment and selection procedures;  Clear and objective appraisal of employee performance;  Development of training plans and succession planning;  Design of an equitable and competitive salary structure;  Organizational development and the management of change; and  Provision of an equitable basis for discipline and other employee actions.

In addition to providing this basis for various human resources management and process decisions, a position classification plan can also effectively support systems of administrative and fiscal control. Grouping of positions into an orderly classification system supports planning, budget analysis and preparation, and various other administrative functions.

Within a position classification plan, job classifications can either be broad (containing a number of positions) or narrow (emphasizing individual job characteristics). Broad job classifications are indicated when:
 Employees can be hired with a broad spectrum of knowledge, skill, and/or academic preparation and can readily learn the details of the City, the department, and the position on-the-job; or
 There is a need for flexibility of the assignment within a department or an organization due to changing programs, technologies, or workload.

Individualized job classifications are indicated when:
 There is an immediate need to recruit for specialty knowledge and skills;  There is a minimum of time or capability for on-the-job training; or Agenda Packet Page 17 of 494
Classification Study – Final Report
City of El Cerrito
4  There is an organizational need to provide for specific job recognition and to highlight the differences between jobs.

Most classification plans are a combination of these two sets of factors, and we have chosen the middle ground in this study as being most practicable in the City’s changing environment and service delivery expectations, as well as being in line with the City’s strategic plan. This approach resulted in recommendations to retitle classifications to more accurately reflect current responsibilities or use more contemporary titles (e.g. Forklift Operator to Recycling Operations Worker), or to make recommendations to reclassify certain individuals into existing or entirely new classifications that more accurately reflect current responsibilities Classification Descriptions
In developing the new and revised classification descriptions for all positions, the basic concepts outlined in the previous pages were utilized. The recommended class descriptions are being finalized and will be provided for City Council review and acceptance at a later date.

As mentioned earlier, the class descriptions are based upon the information from the written PDQs completed by each employee, the individual job audit interviews (if required), and from information provided by employees and managers during the review processes. These descriptions provide:
 A written summary documenting the work performed and/or proposed by the incumbents of these classifications;
 Distinctions among the classes; and
 Documentation of requirements and qualifications to assist in the recruitment and selection process.

Just as there is a difference between a position and a class, there is also a difference between a position description and a class description. A position description, often known as a “desk manual”, generally lists each duty an employee performs and may also have information about how to perform that duty. A class description normally reflects several positions and is a summary document that does not list each duty performed by every employee. The class description, which is intended to be broader, more general and informational, is intended to indicate the general scope and level of responsibility and requirements of the class, not detailspecific position responsibilities.

The sections of each class description are as follows:

Title: This should be brief and descriptive of the class and consistent with other titles in the classification plan and the occupational area.
 The title of a classification is normally used for organization, classification, and compensation purposes within the City. Often working titles are used within a department to differentiate an individual. All positions have a similar level of scope and responsibility; however, the working titles may give assurance to a member of the public Agenda Packet Page 18 of 494
Classification Study – Final Report
City of El Cerrito
5 that they are dealing with an appropriate individual. Working titles should be authorized by Human Resources to ensure consistency within the City and across departmental lines.

Definition: This provides a capsule description of the job and should give an indication of the type of supervision received, the scope and level of the work and any unusual or unique factors. The phrase “performs related work as required” is not meant to unfairly expand the scope of the work performed, but to acknowledge that jobs change and that not all duties are included in the class specification.

Supervision Received and Exercised: This section specifies which class or classes provide supervision to the class being described and the type and level of work direction or supervision provided to this class. The section also specifies what type and level of work direction or supervision the class provides to other classes. This assists the reader in defining where the class “fits” in the organization and alludes to possible career advancement opportunities.

Class Characteristics: This can be considered the “editorial” section of the specification, slightly expanding the Definition, clarifying the most important aspects of the class and distinguishing this class from the next higher-level in a class series or from a similar class in a different occupational series.

Examples of Typical Job Functions: This section provides a list of the major and typical duties, intended to define the scope and level of the class and to support the Qualifications, including Knowledge and Skills. This list is meant to be illustrative only. It should be emphasized that the description is a summary document, and that duties change depending upon program requirements, technology, and organizational needs.

Qualifications: This element of the description has several sections:
 A listing of the job-related knowledge and skills required to successfully perform the work.

They must be related to the duties and responsibilities of the work and capable of being validated under the Equal Employment Opportunity Commission’s Uniform Guidelines on Selection Procedures. Knowledge (intellectual comprehension) and Abilities (acquired proficiency) should be sufficiently detailed to provide the basis for selection of qualified employees.
 A listing of educational and experience requirements that outline minimum and alternative ways of gaining the knowledge and abilities required for entrance into the selection process. These elements are used as the basic screening technique for job applicants.
 Licenses and/or certifications identify those specifically required in order to perform the work. These certifications are often required by an agency higher than the City (i.e., the State), and can therefore be appropriately included as requirements.

Physical Demands: This section identifies the basic physical abilities required for performance of the work. These are not presented in great detail (although they are more specifically covered for documentation purposes in the PDQs) but are designed to indicate the type of preAgenda Packet Page 19 of 494 Classification Study – Final Report
City of El Cerrito
6 employment physical examination (lifting requirements and other unusual characteristics are included, such as “finger dexterity needed to access, enter, and retrieve data using a computer keyboard”) and to provide an initial basis for determining reasonable accommodation for ADA purposes.

Working Conditions: These can describe certain outside influences and circumstances under which a job is performed; they give employees or job applicants an idea of certain risks involved in the job and what type of protective gear may be necessary to perform the job. Examples are loud noise levels, cold and/or hot temperatures, vibration, confining workspace, chemicals, mechanical and/or electrical hazards, and other job conditions.

Fair Labor Standards Act
One of the major components of the job analysis and classification review is the determination of each classification’s appropriate Fair Labor Standards Act (FLSA) status, i.e., exempt vs. nonexempt from the FLSA overtime rules and regulations.

As we review position description questionnaires and notes from the interviews, we analyze each classification’s essential functions to determine FLSA status. There are three levels for the determination of the appropriate FLSA status that are utilized and on which we base our recommendations. Below are the steps used for the determination of Exempt FLSA status.

Salary Basis Test: The incumbents in a classification are paid at least $684 per week ($35,568 per year), not subject to reduction due to variations in quantity/quality of work performed.

Exemption Applicability: The incumbents in a classification perform any of the following types of jobs:
 Executive: Employee whose primary duty is to manage the business or a recognized department/entity and who customarily directs the work of two or more employees. This also includes individuals who hire, fire, or make recommendations that carry particular weight regarding employment status. Examples: executive, director, owner, manager, supervisor.
 Administrative: Employee whose primary activities are performing office work or nonmanual work on matters of significance relating to the management or business operations of the firm or its customers and which require the exercise of discretion and independent judgment. Examples: coordinator, administrator, analyst, accountant.  Professional: Employee who primarily performs work requiring advanced knowledge/education and which includes consistent exercise of discretion and independent judgment. The advanced knowledge must be in a field of science or learning acquired in a prolonged course of specialized intellectual instruction. Examples: attorney, physician, statistician, architect, biologist, pharmacist, engineer, teacher.  Computer professional: Employee who primarily performs work as a computer systems analyst, programmer, software engineer or similarly skilled work in the computer field Agenda Packet Page 20 of 494
Classification Study – Final Report
City of El Cerrito
7 performing a) application of systems analysis techniques and procedures, including consulting with users to determine hardware, software, or system functional specifications; b) design, development, documentation, analysis, creation, testing, or modification of computer systems or programs, including prototypes, based on and related to user or system design specification; or c) design, documentation, testing, creation or modification of computer programs based on and related to user or system design specifications; or a combination of the duties described above, the performance of which requires the same level of skills. Examples: system analyst, database analyst, network architect, software engineer, programmer.

Job Analysis: A thorough job analysis of the job duties must be performed to determine exempt status. An exempt position must pass both the salary basis and duties tests. The job analysis should include:
 Review of the minimum qualifications established for the job;  Review of prior class descriptions, questionnaires, and related documentation;  Confirmation of duty accuracy with management; and
 Review and analysis of workflow, organizational relationships, policies, and other available organizational data.

Non-exempt classifications work within detailed and well-defined sets of rules and regulations, policies, procedures, and practices that must be followed when making decisions. Although the knowledge base required to perform the work may be significant, the framework within which incumbents work is fairly restrictive and finite. (Please note that FLSA does not allow for the consideration of workload and scheduling when it comes to exemption status).

Finally, often times a classification performs both non-exempt and exempt duties, so we analyze time spent on each type of duties. If a classification performs mostly non-exempt duties (i.e. more than 50% of his or her time), then the classification would be considered non-exempt.

CLASSIFICATION FINDINGS AND RECOMMENDATIONS
Classification Structure and Allocation Factors
The proposed classification plan provides the City with a systematic classification structure based on the interrelationship between duties performed, the nature and level of responsibilities, and other work-related requirements of the jobs.

A classification plan is not a stable, unchanging entity. Classification plans may be updated and revised by conducting classification studies that are organizational wide (review of the all classifications and positions) or position-specific. The methodology used for both types of studies is the same, as outlined above.

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8 For either type of study, when identifying appropriate placement of new and/or realigned positions within the classification structure, there are general allocation factors to consider. By analyzing these factors, the City will be able to change and grow the organization while maintaining the classification plan.

1. Type and Level of Knowledge and Skill Required
This factor defines the level of job knowledge and skill, including those attained by formal education, technical training, on-the job experience, and required certification or professional registration. The varying levels are as follows:

A. The entry-level into any occupational field
This entry-level knowledge may be attained by obtaining high school level education, completing specific technical course work, or obtaining a four-year or advanced college or university degree. Little to no experience is required.

B. The experienced or journey-level (fully competent-level) in any occupational field This knowledge and skill level recognizes a class that is expected to perform the day-today functions of the work independently, but with guidelines (written or oral) and supervisory assistance available. This level of knowledge is sufficient to provide on-thejob instruction to a fellow employee or an assistant when functioning in a lead capacity.

Certifications may be required for demonstrating possession of the required knowledge and skills.

C. The advanced level in any occupational field
This knowledge and skill level is applied in situations where an employee is required to perform or deal with virtually any job situation that may be encountered. Guidelines may be limited and creative problem solving may be involved. Supervisory knowledge and skills are considered in a separate factor and should not influence any assessment of this factor.

2. Supervisory/Management Responsibility
This factor defines the staff and/or program management responsibility, including short and long-range planning, budget development and administration, resource allocation, policy and procedure development, and supervision and direction of staff.

A. No ongoing direction of staff
The employee is responsible for the performance of his or her own work and may provide side-by-side instruction to a co-worker.

B. Lead direction of staff or program coordination
The employee plans, assigns, directs, leads and reviews the work of staff performing similar work to that performed by the employee on a day-to-day basis. Training in work procedures is normally involved. If staff direction is not involved, the employee must Agenda Packet Page 22 of 494
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9 have responsibility for independently coordinating one or more programs or projects on a regular basis.

C. Full first-line supervisor
The employee performs the supervisory duties listed above, and, in addition, makes effective recommendations and carries out selection, performance evaluation, and disciplinary procedures. If staff supervision is not involved, the employee must have programmatic responsibility, including managing, developing and implementing goals, objectives, policies and procedures, and budget development and administration.

D. Manager
The employee is considered management, often supervising through subordinate levels of supervision. In addition to the responsibilities outlined above, responsibilities include allocating staff and budget resources among competing demands and performing significant program and service delivery planning and evaluation. This level normally reports to the Department Head.

E. Executive Management
The employee has total administrative responsibility for the City and reports to the City Council.

3. Supervision Received
A. Direct Supervision
Direct supervision is usually received by entry-level employees and trainees, i.e., employees who are new to the organization and/or position they are filling. Initially under close supervision, incumbents learn to apply concepts and work procedures and methods in assigned area of responsibility to resolve problems of moderate scope and complexity.

Work is usually supervised while in progress and fits an established structure or pattern.

Exceptions or changes in procedures are explained in detail as they arise. As experience is gained, assignments become more varied and are performed with greater independence.

B. General Supervision
General supervision is usually received by the experienced and journey-level employees, i.e., employees who have been in a position for a period of time and have had the opportunity to be trained and learn most, if not all, duties and responsibilities of the assigned classification. Incumbents are cross-trained to perform the full range of technical work in all of the areas of assignment.

At the experienced-level, positions exercise some independent discretion and judgment in selecting and applying work procedures and methods. Assignments and objectives are set for the employee and established work methods are followed. Incumbents have some flexibility in the selection of steps and timing of work processes.

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10 Journey-level positions receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of assigned projects, programs, and team(s). Assignments are given with general guidelines and incumbents are responsible for establishing objectives, timelines, and methods to deliver work products. Work is typically reviewed upon completion for soundness, appropriateness, and conformity to policy and requirements, and the methodology used in arriving at the end results are not reviewed in detail.

C. General Direction
General direction is usually received by senior level or management positions. Work assignments are typically given as broad, conceptual ideas and directives and incumbents are accountable for overall results and responsible for developing guidelines, action plans, and methods to produce deliverables on time and within budget.

D. Administrative and Policy Direction
Administrative direction is usually received by executive management classifications. The incumbent is accountable for accomplishing City-wide planning and operational goals and objectives within legal and general policy and regulatory guidelines. The incumbent is responsible for the efficient and economical performance of the organization’s operations.

4. Problem Solving
This factor involves analyzing, evaluating, reasoning, and creative thinking requirements. In a work environment, not only the breadth and variety of problems are considered, but also guidelines, such as supervision, policies, procedures, laws, regulations, and standards available to the employee.

A. Structured problem solving
Employees learn to apply concepts and work procedures and methods in assigned area of responsibility and to resolve problems and issues that are specific, less complex, and/or repetitive. Exceptions or changes in procedures are explained in detail as they arise.

B. Independent, guided problem solving
Work situations require making independent decisions among a variety of alternatives; however, policies, procedures, standards, and regulations and/or management are available to guide the employee towards problem resolution.

C. Application of discriminating choices
Work situations require independent judgment and decision-making authority when identifying, evaluating, adapting, and applying appropriate concepts, guidelines, references, laws, regulations, policies, and procedures to resolve diverse and complex problems and issues.

D. Creative, evaluative, or critical thinking
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11 The work involves a high-level of problem-solving requiring analysis of unique issues or increasingly complex problems without precedent and/or structure and formulating, presenting, and implementing strategies and recommendations for resolution.

5. Authority for Making Decisions and Taking Action
This factor describes the degree to which employees have the freedom to take action within their job. The variety and frequency of action and decisions, the availability of policies, procedures, laws, and supervisory or managerial guidance, and the consequence or impact of such decisions are considered within this factor.

A. Direct, limited work responsibility
The employee is responsible for the successful performance of his or her own work with little latitude for discretion or decision-making. Work is usually supervised while in progress and fits an established structure or pattern. Direct supervision is readily available.

B. Decision-making within guidelines
The employee is responsible for the successful performance of their own work, but able to prioritize and determine methods of work performance within general guidelines.

Supervision is available, although the employee is expected to perform independently on a day-to-day basis. Emergency or unusual situations may occur, but are handled within procedures and rules. Impact of decisions is normally limited to the work unit, project, or program to which assigned.

C. Independent action with focus on work achieved
The employee receives assignments in terms of long-term objectives, rather than day-today or weekly timeframes. Broad policies and procedures are provided, but the employee has latitude for choosing techniques and deploying staff and material resources. Impact of decisions may have significant program or City-wide service delivery and/or budgetary impact.

D. Decisions made within general policy or elected official guidance The employee is subject only to the policy guidance of elected officials and/or broad regulatory or legal constraints. The ultimate authority for achieving the goals and objectives of the City are with this employee.

6. Interaction with Others
This factor includes the nature and purpose of contacts with others, from simple exchanges of factual information to the negotiation of difficult issues. It also considers with whom the contacts are made, from co-workers and the public to elected or appointed public officials.

A. Exchange of factual information
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12 The employee is expected to use ordinary business courtesy to exchange factual information with co-workers and the public. Strained situations may occasionally occur, but the responsibilities are normally not confrontational.

B. Interpretation and explanation of policies and procedures The employee is required to interpret policies and procedures, apply and explain them, and influence the public or others to abide by them. Problems may need to be defined and clarified and individuals contacted may be upset or unreasonable. Contacts may also be made with individuals at all levels throughout the City.

C. Influencing individuals or groups
The employee is required to interpret laws, policies, and procedures to individuals who may be confrontational or to deal with members of professional, business, community, or other groups or regulatory agencies as a representative of the City.

D. Negotiation with organizations from a position of authority The employee often deals with the City Council, elected officials, government agencies, and other outside agencies, and the public to advance and represent the priorities and interests of the City, provide policy direction, and/or negotiate solutions to difficult problems.

7. Working Conditions/Physical Demands
This factor includes specific physical, situational, and other factors that influence the employee’s working situation.

A. Normal office or similar setting
The work is performed in a normal office or similar setting during regular office hours (occasional overtime may be required, but compensated for if non-exempt).

Responsibilities include meeting standard deadlines, using office and related equipment, lifting materials weighing up to 25 pounds in most cases, and communicating with others in a generally non-stressful manner.

B. Varied working conditions with some physical or emotional demands The work is normally performed indoors, but may have some exposure to noise, heat, weather, or other uncomfortable conditions. Stand-by, call back, or regular overtime may be required. The employee may have to meet frequent deadlines, work extended hours, and maintain attention to detail at a computer or other machinery, deal with difficult people, or regularly perform moderate physical activity.

C. Difficult working conditions and/or physical demands The work has distinct and regular difficult demands. Shift work (24-7 or rotating) may be required; there may be exposure to hazardous materials or conditions; the employee may Agenda Packet Page 26 of 494
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13 be subject to regular emergency callback and extended shifts; and/or the work may require extraordinary physical demands.

Based on the above factors, in the maintenance of the classification plan when an employee is assigned an additional duty or responsibility and requests a change in classification, it is reasonable to ask:
 What additional knowledge and skills are required to perform the duty?  How does one gain this additional knowledge and skills – through extended training, through a short-term seminar, through on-the-job experience?  Does this duty or responsibility require new or additional supervisory responsibilities?  Is there a greater variety of or are there more complex problems that need to be solved as a result of the new duty?
 Does the employee have to make a greater variety of or more difficult decisions as a result of this new duty?
 Are the impacts of decisions greater because of this new duty (effects on staff, budget, City-wide activities, and/or relations with other agencies)?  Are guidelines, policies, and/or procedures provided to the employee for the performance of this new duty?
 Is the employee interacting with internal and external stakeholders others more frequently or for a different purpose as a result of this new assignment?  Have the working or physical conditions of the job changed as a result of this new assignment?
The analysis of the factors outlined above, as well as the answers to these questions, were used to determine recommended classifications for all City employees. The factors above will also help to guide the placement of specific positions to the existing classification structure and/or revision of entire classification structure in the future.

Classification Allocation Recommendations
All class descriptions were updated in order to ensure that the format is consistent, and that the duties and responsibilities are current and properly reflect the required knowledge, abilities, and skills.

When evaluating the allocation of positions, the focus is on assigned job duties and the jobrelated requirements for successful performance, not on individual employee capabilities or amount of work performed. Positions are evaluated and classified on the basis of such factors as knowledge and skill required to perform the work, the complexity of the work, the authority delegated to make decisions and take action, the responsibility for the work of others and/or for budget expenditures, contacts with others (both inside and outside of the organization), the impact of the position on the organization, and working conditions.

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14 Furthermore, it is necessary to: (i) identify the duties that the incumbents are currently being required to perform; (ii) determine if those duties are captured in the current classification description; and (iii) identify the percentage of duties being performed, if any, which are outside of the current classification.

Title Changes and New Classifications
Table 1 contains a list of recommended title changes and new classifications to amend the City’s Classification Plan. The study resulted in thirty-two title changes and new classifications to allow for flexibility in hiring and career growth as needs change within City operations and programs.

For example, in order to accommodate changes in organizational structure and responsibilities, the City requested new classifications descriptions such as Neighborhood Preservation Program Coordinator, Senior Management Analyst, Senior Management Assistant, Program Coordinator, Facilities and Maintenance Manager, Fire Marshal, Fire Prevention Officer I/II, Neighborhood Preservation Program Coordinator, and Program Coordinator classification descriptions.

Table 1. Title Change and New Classification Recommendations Current Classification Title Proposed Classification Title Administrative Clerk Administrative Assistant I
Admin Clerk Specialist Administrative Assistant II
Assistant Program Supervisor Assistant Recreation Supervisor New Class Battalion Chief- Paramedic
Childcare Teacher - FT Childcare Teacher II
New Class Engineering Technician I
Engineering Technician Engineering Technician II
Operations and Environmental Services Manager Environmental Services Manager Waste Prevention Specialist Environmental Specialist
New Class Facilities and Maintenance Manager
New Class Fire Marshall
New Class Fire Prevention Officer I/II
Custodial Maintenance Leadworker Lead Custodian
Maintenance Services Leadworker Lead Maintenance Services Worker New Class Maintenance Operations Supervisor
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15 Current Classification Title Proposed Classification Title Maintenance Worker (Entry) Maintenance Services Worker I Maintenance Worker (Non-Entry) Maintenance Services Worker II New Class Neighborhood Preservation Officer I
Neighborhood Preservation Officer Neighborhood Preservation Officer II New Class Neighborhood Preservation Program
Coordinator
Building Permit Tech I Permit Technician I
Building Permit Tech II Permit Technician II
Building Plan Checker I Plan Checker I
Building Plan Checker II Plan Checker II
New Class Program Coordinator
Community Services Coordinator Recreation Coordinator
Recycling Maintenance Worker Recycling Operations Driver Forklift Operator Recycling Operations Worker
New Class Senior Building Inspector
New Class Senior Management Analyst
New Class Senior Management Assistant
Building Permit Tech III Senior Permit Technician
Title changes are recommended to more clearly reflect the level and scope of work being performed, create a growth ladder within a class series, to consolidate work into broader categories that could be used City -wide, as well as establish consistency with the labor market and industry standards. Any compensation recommendations (detailed in Volume II) are not dependent upon a new title, but upon the market value as defined by job scope, level and responsibilities, and the qualifications required for successful job performance. All recommended position allocations in Appendix I.

Reclassification
Reclassification recommendations are made for positions that are working out of class due to level and scope of work and/or job functions that have been added or removed from those positions over time. The City’s Human Resources staff is reviewing the analysis and Agenda Packet Page 29 of 494
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16 recommendations made regarding any positions that may need to be reclassified within the City.

The City Council will receive those recommendations when the classification descriptions are completed and approved.

CONCLUSION
The revised classification descriptions serve as a general description of the work performed and provide a framework of the expectations of each position for the employee. Requests for the addition of new positions and classifications and/or reclassification of an existing position should follow established City policies and procedures. Any decisions related to the addition of new positions and classifications, reclassification of an existing position, and promotion of an existing position will depend on the needs and resources of the City and the availability of work, as well as the ability of existing positions to meet the qualifications of and perform the duties of the higher-level class.

Finally, as mentioned previously, a classification plan is not a static, unchanging entity. The classification plan should be reviewed on a regular, on-going basis and may be amended or revised as required.

It has been a pleasure working with the City of El Cerrito on this critical project. Please do not hesitate to contact us if we can provide any additional information or clarification regarding this report.

Respectfully submitted by,
Koff & Associates
Managing Director
Compensation and Rewards Consulting
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Agenda Packet Page 31 of 494

KOFF & ASSOCIATES
Katie Kaneko
Managing Director
2835 Seventh Street
Berkeley, CA 94710
www.KoffAssociates.com
[email protected]
Tel: +1 510 858 6678
February 29, 2024
Total Compensation Study
Final Report
City of El Cerrito
Agenda Packet Page 32 of 494
2835 Seventh Street, Berkeley, California 94710 | 510.658.5633 | www.KoffAssociates.com February 29, 2024
Alexandra Orologas
Assistant City Manager
City of El Cerrito
10890 San Pablo Avenue
El Cerrito, CA 94530
Dear Ms. Orologas,
Koff & Associates is pleased to present the Total Compensation Study Final Report to the City of El Cerrito. This report documents the market compensation survey methodology, findings, and recommendations for implementation.

We would like to thank you and Shannon Bassi for your assistance and cooperation without which this study could not have been brought to its successful completion.

We will be glad to answer any questions or clarify any points as you are implementing the findings and recommendations. It was a pleasure working with the City of El Cerrito and we look forward to future opportunities to provide you with professional assistance.

Very truly yours,
Katie Kaneko
Managing Director,
Compensation and Rewards Consulting
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TABLE OF CONTENTS
Executive Summary ........................................................................................................1 Background..................................................................................................................1 Summary of Findings ...................................................................................................1 Study Process...................................................................................................................1 Benchmark Classifications..........................................................................................1 Comparator Agencies................................................................................................4 Salary and Benefits Data ............................................................................................5 Data Collection ...........................................................................................................7 Matching Methodology .............................................................................................7 Data Spreadsheets......................................................................................................8 Market Compensation Findings....................................................................................9 Base Salary .................................................................................................................11 Total Compensation..................................................................................................11 Base Salary – Part Time Classifications ....................................................................12 Benefits........................................................................................................................13 Internal Salary Relationships ........................................................................................15 Recommendations.......................................................................................................16 Pay Philosophy ...........................................................................................................16 Options for Implementation.....................................................................................16 Using the Market Data as a Tool.................................................................................18 Agenda Packet Page 34 of 494
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LIST OF TABLES
Table 1. Benchmark Classification................................................................................2 Table 2. Comparator Agencies ....................................................................................5 Table 3. Market Compensation Results Summary ......................................................9 Table 4.Market Compensation Results Summary - Part Time Classifications.........12 Table 5. Total Employer PERS Contribution ................................................................13 Table 6. Monthly Employer Health Insurance Contributions....................................14 Table 7. Three-Year Implementation Example..........................................................17

APPENDICES
Appendix I: Results Summary
Appendix II: Market Compensation Findings
Appendix III: Additional Benefits
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1 EXECUTIVE SUMMARY
Background
In August, 2022, Koff & Associates (“K&A”) conducted a comprehensive Total Compensation Study for the City of El Cerrito (City). All compensation findings and recommendations are presented in this report.

This compensation review process was precipitated by:
 The concern of the City Council and management that employees should be recognized for the level and scope of work performed and that they are paid on a fair and competitive basis that allows the City to recruit and retain a high-quality staff;  The desire to have a compensation plan that can meet the needs of the City; and  The desire to ensure that internal relationships of salaries are based upon objective, nonquantitative evaluation factors, resulting in equity across the City.

The goals of the compensation study are to assist the City in developing a competitive pay and benefit plan, which is based upon market data, and to ensure that the plan is fiscally responsible and meets the needs of the City with regards to recruitment and retention of qualified staff.

Summary of Findings
This report summarizes the study methodology, analytical tools, and the total compensation (salary and benefits) survey findings. The results of the total compensation study showed:
 The City’s base salaries, overall, in comparison to the market median are 7.9% below the market.
 The City’s total compensation, overall, in comparison to the market median is 1.9% below the market.
 The City’s benefits package puts the City in a more competitive position compared to the market and, therefore, salary decisions should be based on total compensation versus base salary market results.
 K&A considers a classification falling within 5% of the median to be competitive.

STUDY PROCESS
Benchmark Classifications
The study included 109 classifications, and of those 62 classifications were selected in order to collect salary and benefits data within the defined labor market. 9 of the 62 benchmark classifications are part-time classifications which are reflected with hourly rates of pay and no benefits. Classifications that we would expect to provide a sufficient sample for analysis were selected as “benchmarks” to use as the basis to build the compensation plan. Benchmark Agenda Packet Page 36 of 494
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2 classifications are those classifications that are compared to the market, and these classifications are used as a means of anchoring the City’s overall compensation plan to the market. Other classifications not surveyed will be included in the compensation plan and will be aligned to the benchmark classifications using internal equity principles. The benchmark classifications are listed in Table 1.

Table 1. Benchmark Classification
Classification Title

1. Accountant II

2. Administrative Assistant II (Administrative Clerk Specialist)

3. Aquatics Instructor II (Aquatics Specialist II)

4. Aquatics Instructor III (new)

5. Assistant City Manager

6. Assistant to the City Manager

7. Associate Engineer

8. Associate Planner

9. Battalion Chief

10. Budget/Financial Services Manager

11. Building Inspector II

12. Building Official

13. Childcare Teacher II (Childcare Teacher - FT Preschool)

14. City Clerk

15. Community Development Director

16. Community Service Officer

17. Custodian

18. Engineering Technician II

19. Environmental Services Manager (Operations and Environmental Services Manager)

20. Environmental Specialist (Waste Prevention Specialist)

21. Facilities and Maintenance Manager (new)

22. Facility Attendant (Recreation Senior Program Leader aka Facilities Attendant PT)
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3 Classification Title

23. Finance Director/City Treasurer

24. Finance Technician II

25. Fire Captain

26. Fire Chief

27. Fire Engineer

28. Fire Marshal (new)

29. Fire Prevention Officer II (new)

30. Firefighter

31. Human Resources Manager

32. Human Resources Specialist

33. Information Technology Manager

34. Information Technology Technician

35. Lifeguard/Instructor II (Swim Instructor I)

36. Maintenance Operations Supervisor

37. Maintenance Services Worker II (Maintenance Worker Non-Entry)

38. Management Analyst II

39. Management Assistant

40. Neighborhood Preservation Officer II (Neighborhood Preservation Officer)

41. Neighborhood Preservation Program Coordinator (New)

42. Network Security Engineer

43. Permit Technician II

44. Plan Checker II (Building Plan Checker II)

45. Planning Manager

46. Police Captain

47. Police Chief

48. Police Officer

49. Police Records Specialist
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4 Classification Title

50. Police Records Supervisor

51. Police Sergeant

52. Pool Manager (Aquatics Specialist II)

53. Program Coordinator (new)

54. Program Manager

55. Property and Evidence Specialist

56. Recreation Coordinator (Community Services Coordinator)

57. Recreation Director

58. Recreation Instructor II (Recreation Senior Program Leader)

59. Recreation Instructor IV (Recreation Specialist)

60. Recreation Supervisor

61. Recycling Operations Worker (Forklift Operator)

62. Van Driver II (Recreation Specialist aka Van Driver) Comparator Agencies
Another important step in conducting a market salary study is the determination of appropriate agencies for comparison. In developing the list of potential comparator agencies, the following factors were considered:

1. Organizational type and structure – It is generally recommended that agencies of a similar size and providing similar services to that of the City be used as comparators.

When it comes to technical classes, the size of an organization is not as critical, as these classes perform fairly similar work. The difference in size of an organization becomes more important when comparing classes at the management level. The scope of work and responsibility for management becomes much larger as an organization grows.

Factors such as management of a large staff, consequence of error, the political nature of the job, and its visibility all grow with larger organizations. When it is difficult to find agencies that are similarly sized, it is important to get a good balance of smaller and larger agencies.

2. Similarity of population, staff, and operational budgets – These elements provide guidelines in relation to resources required (staff and funding) and available for the provision of services.

3. Scope of services provided – For the majority of classifications, it is important to select agencies providing similar services. Organizations providing the same services are ideal Agenda Packet Page 39 of 494
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5 for comparators and most comparator agencies surveyed provide similar services to the City.

4. Labor market and geographic location – Today’s labor market reality is that many agencies are in competition for the same pool of qualified employees because large portions of the workforce don’t live in the communities they serve, are accustomed to lengthy commutes, and are more likely to consider changing jobs in a larger geographic area than in the past. Furthermore, by selecting employers within a geographic proximity to the City, the resulting labor market data generally reflects the region’s cost of living, housing costs, growth rate, and other demographic characteristics to the same extent as competing employers to the City. Therefore, the geographic labor market area where the City may be recruiting from or losing employees to, was taken into consideration when selecting comparator organizations.

All factors mentioned should be considered in selecting the group of comparator agencies. For purposes of this study, the City decided to utilize a group of eighteen (18) comparator agencies that it has historically used.

Table 2. Comparator Agencies
Comparator Agencies

1. City of Alameda 2. City of Pittsburg

3. City of Albany 4. City of Pleasant Hill

5. City of Antioch 6. City of Pleasanton

7. City of Concord 8. City of Richmond

9. City of Hayward 10. City of San Pablo

11. City of Hercules 12. City of Walnut Creek

13. City of Livermore 14. Fire Only: Contra Costa County Fire Protection District

15. City of Martinez 16. Fire Only: Rodeo-Hercules Fire Protection District

17. City of Pinole 18. Fire Only: San Ramon Valley Fire Protection District Salary and Benefits Data
The last element requiring discussion prior to beginning a market survey is the specific benefit data that will be collected and analyzed. The following salary and benefits data was collected for each benchmark classification (the cost of these benefits to each agency was converted into dollar amounts and can be found in Appendix II [Benefit Detail] of this report; these amounts were added to base salaries for total compensation purposes).

1. Monthly Base Salary
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6 The top of the salary range and/or control point. All figures are presented on a monthly basis.

2. Employee Retirement
The retirement reflects the benefits offered to the majority of the employees:
 PERS Formula: The service retirement formula for each agency’s Classic plan.  Enhanced Formula Cost: The baseline PERS formula is 2%@62 for miscellaneous employees and 2%@57 for safety employees. There is typically a cost to the employer for offering a formula with a higher benefit than the baseline formula. For each enhanced formula, the cost to the employer is based on a state-wide actuarial percentage calculated by PERS.
 Single Highest Year: The period for determining the average monthly pay rate when calculating retirement benefits. The base period is 36 highest paid consecutive months. When final compensation is based on a shorter period of time, such as 12 months’ highest paid consecutive months, there is a cost to the employer. Similar to the enhanced formula, the cost to the employer is based on a state-wide actuarial percentage calculated by PERS.

The cost to the employer for each enhanced formula and final compensation are presented below.

Miscellaneous Employees
Formula Enhanced Formula
% Cost
Final Compensation
% Cost
2%@60 1.3% 0.5%
2%@55 3.0% 0.5%

2.5%@55 5.3% 0.6%

2.7%@55 7.1% 0.7%
3%@60 8.1% 0.7%
Safety Employees
Formula Enhanced Formula
% Cost
Final Compensation
% Cost

2.5%@57 3.8% 0%

2.7%@57 5.0% 0.9%
2%@55 0.9% 0.9%
2%@50 6.3% 1.1%
3%@55 8.8% 1.2%
3%@50 10.7% 1.3%
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7  Employer Paid Member Contribution: The amount of the employee’s contribution to PERS that is paid by the employer (Employer Paid Member Contribution).  Social Security: If an employer participates in Social Security, then the employer contribution of 6.2% of the base salary up to the federally-determined maximum contribution of $871 per month was reported.
 Other: Any other retirement contributions made by the employer.

3. Deferred Compensation
Deferred compensation contributions provided to all employees of a classification with or without requiring the employee to make a contribution is reported.

4. Insurances
The employer paid premiums for an employee with family coverage was reported. The employer paid insurances included:
 Cafeteria/Flexible Benefit Plan
 Medical
 Dental
 Vision
 Other

5. Other
This category includes any additional other benefits not captured above available to all in the class.

All of the benefit elements are negotiated benefits provided to all employees in the classification.

As such, they represent an ongoing cost for which an agency must budget. Other benefit costs, such as sick leave, tuition reimbursement, and reimbursable mileage are usage-based and cannot be quantified on an individual employee basis.

Data Collection
Data was collected during the months of December 2023 and January 2024, through comparator agency websites, conversations with human resources, accounting, and/or finance personnel, and careful review of agency documentation such as classification descriptions, memoranda of understanding, organization charts, and other documents.

Matching Methodology
K&A believes that the data collection step is the most critical for maintaining the overall credibility of any study and relied on the City’s classification descriptions as the foundation for comparison.

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8 When K&A researches and collects data from the comparator agencies to identify possible matches for each of the benchmark classifications, there is an assumption that comparable matches may not be made that are 100% equivalent to the classifications at the City. Therefore, K&A does not match based upon job titles, which can often be misleading, but rather analyze class descriptions before a comparable match is determined.

K&A’s methodology is to analyze each class description and the whole position by evaluating factors such as:
 Definition and typical job functions;
 Distinguishing characteristics;
 Level within a class series (i.e., entry, experienced, journey, specialist, lead, etc.);  Reporting relationship structure (for example, manages through lower-level staff);  Education and experience requirements;
 Knowledge, abilities, and skills required to perform the work;  The scope and complexity of the work;
 Independence of action/responsibility;
 The authority delegated to make decisions and take action;  The responsibility for the work of others, program administration, and for budget dollars;  Problem solving/ingenuity;
 Contacts with others (both inside and outside of the organization);  Consequences of action and decisions; and
 Working conditions.

In order for a match to be included, K&A requires that a classification’s “likeness” be at approximately 70% of the matched classification.

When an appropriate match is not identified for one classification, K&A often uses “hybrids” which can be functional or represent a span in scope of responsibility. A functional hybrid means that the job of one classification at the City is performed by two or more classifications at a comparator agency. A “hybrid” representing a span in scope means that the comparator agency has one class that is “bigger” in scope and responsibility and one class that is “smaller,” where the City’s class falls in the middle.

If an appropriate match could not be found, then no match was reported as a non-comparable (N/C).

Data Spreadsheets
For each benchmark classification, there are three information pages:
 Top Monthly Base Salary and Total Compensation Data (2 sheets per benchmark) o One sheet is sorted by top monthly
o One sheet is sorted by total monthly
 Benefit Detail (Monthly Equivalent Values)
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9 The average (mean) and median (midpoint) of the comparator agencies are reported on the top monthly salary and total compensation data spreadsheets. The % above or below that the City is compared to the average and median is also reported.

The mean is the sum of the comparator agencies’ salaries/total compensation divided by the number of matches. The median is the midpoint of all data with 50% of data points below and 50% of data points above.

In order to calculate the mean and median, K&A requires that there be a minimum of four (4) comparator agencies with matching classifications to the benchmark classification. The reason for requiring a minimum of four matches is so that no one classification has undue influence on the calculations. Sufficient data was collected from the comparator agencies for 56 of the 62 benchmark classifications.

When using survey data to make salary range recommendations and adjustments, K&A recommends using the median, rather than the mean, because the median is not skewed by extremely high or low salary values.

MARKET COMPENSATION FINDINGS
The following tables represent a summary of the market top monthly (base) salary and total compensation (base salary plus benefits [retirement and insurance]) findings. For each benchmark classification, the number of matches (agencies with a comparable position) and percent above or below the top monthly salary market median and total compensation market median is listed. The table is sorted by total compensation in descending order from the most positive percentile (above market) to the most negative (below market). Table 4 contains the part-time classification data sorted by top monthly salary in descending order from the most positive percentile (above market) to the most negative (below market).

Table 3. Market Compensation Results Summary
Classification Title # of
Matches
Top
Monthly %
Above or
Below
Total
Compensation
% Above or
Below
City Clerk 12 10.9% 12.7%
Permit Technician II 14 5.2% 10.8%
Property and Evidence Specialist 15 3.7% 10.5%
Neighborhood Preservation Officer II (Neighborhood
Preservation Officer) 13 -1.3% 9.2%
Recreation Supervisor 11 5.3% 9.1%
Budget/Financial Services Manager 8 2.5% 7.3%
Human Resources Specialist 15 4.0% 6.8%
Community Service Officer 13 2.2% 6.4%
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10 Classification Title # of
Matches
Top
Monthly %
Above or
Below
Total
Compensation
% Above or
Below
Police Sergeant 15 2.5% 4.4%
Associate Planner 14 -3.5% 3.9%
Police Records Specialist 14 -1.1% 3.8%
Engineering Technician II 9 -6.8% 2.5%
Fire Captain 8 0.4% 1.4%
Fire Engineer 8 -0.2% 1.4%
Police Officer 15 -2.8% 1.0%
Maintenance Services Worker II (Maintenance Worker) 15 -13.1% 1.0% Building Inspector II 14 -10.0% 0.9%
Environmental Specialist (Waste Prevention Specialist) 5 -10.9% -0.0% Firefighter 8 -1.4% -0.1%
Information Technology Technician (Information Systems
Technician) 9 -10.2% -0.7%
Maintenance Services Supervisor (Maintenance Services
Superintendent) 14 -10.4% -1.2%
Police Captain 8 -4.3% -1.3%
Network Security Engineer 10 -11.4% -1.3%
Assistant City Manager 12 -6.3% -1.5%
Human Resources Manager 15 -7.8% -1.8%
Information Technology Manager 13 -11.9% -2.0%
Planning Manager 14 -12.8% -2.8%
Accountant II 13 -17.3% -2.9%
Finance Technician II 14 -20.6% -3.5%
Finance Director/City Treasurer 15 -9.9% -3.6%
Environmental Services Manager (Operations and
Environmental Services Manager) 7 -7.8% -4.1%
Associate Engineer 13 -12.3% -4.8%
Management Analyst II 14 -16.5% -5.2%
Management Assistant 5 -21.7% -5.7%
Police Records Supervisor 9 -11.2% -6.2%
Battalion Chief 7 -8.0% -7.4%
Custodian 4 -26.0% -7.4%
Recreation Director 9 -9.4% -8.1%
Building Official 13 -17.7% -8.3%
Recreation Coordinator (Community Services
Coordinator) 12 -23.7% -8.6%
Assistant to the City Manager 10 -18.0% -9.9%
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11 Classification Title # of
Matches
Top
Monthly %
Above or
Below
Total
Compensation
% Above or
Below
Program Manager 6 -20.5% -11.6%
Community Development Director 10 -19.4% -12.4%
Administrative Assistant II (Administrative Clerk
Specialist) 14 -36.6% -13.8%
Police Chief 15 -22.3% -22.1%
Fire Chief 8 -22.9% -23.1%
Facilities and Maintenance Manager (new) 13 proposed N/A Fire Marshal (new) 5 proposed N/A
Fire Prevention Officer II (new) 5 proposed N/A
Program Coordinator (new) 4 proposed N/A
Neighborhood Preservation Program Coordinator 0 Insuff. Data Insuff. Data Plan Checker II (Building Plan Checker II) 3 Insuff. Data Insuff. Data Recycling Operations Worker (Forklift Operator) 0 Insuff. Data Insuff. Data Base Salary
Of the 53 full-time benchmarked classifications there were 4 new classifications that did not have current salaries so we were not able to calculate the percentage above or below the market. 3 classifications did not provide sufficient data. Base salary market results for full-time classifications show that 37 are paid below the market median and 9 are paid above the market median:
# of Classifications <5% 5-10% 10-15% 15-20% >20% Total Below the Market Median 7 7 9 6 8 37
Above the Market Median 6 2 1 0 0 9
Total Compensation
Total compensation market results show that 28 classifications are paid below the market median, 17 classifications are paid above the market median, and 1 classification was at market median:
# of Classifications <5% 5-10% 10-15% 15-20% >20% Total Below the Market Median 14 9 3 0 2 28
Above the Market Median 9 5 3 0 0 17
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12 Table 4.Market Compensation Results Summary - Part Time Classifications Classification Title # of
Matches
Top Monthly
% Above or
Below
Pool Manager (Aquatics Specialist II) 6 19.2%
Facility Attendant (Recreation Senior Program Leader) 11 14.9% Recreation Instructor II (Recreation Senior Program Leader) 5 4.7% Childcare Teacher II (Childcare Teacher) 7 -0.9%
Lifeguard/Instructor II (Swim Instructor I) 7 -1.6%
Van Driver II (Recreation Specialist aka Van Driver) 8 -18.4% Aquatics Instructor II (Aquatics Specialist II) 1 Insuff. Data Aquatics Instructor III (new) 3 proposed
Recreation Instructor IV (Recreation Specialist) 2 Insuff. Data Base Salary – Part Time Classifications
There were 9 benchmarks affiliated with part-time classifications. 2 benchmarks did not have sufficient matches and 1 was a new classification. For the 6 benchmarks with sufficient data, base salary market results show that 3 part-time classifications are paid below the market median and 3 classifications are paid above the market median:
# of Classifications <5% 5-10% 10-15% 15-20% >20% Total Below the Market Median 2 0 0 1 0 3
Above the Market Median 1 0 1 1 0 3
A classification falling within 5% of the median is considered to be competitive in the labor market for salary survey purposes because of the differences in compensation policy, actual scope of work, and position requirements. However, the City can adopt a different standard.

Overall, the differences between market base salaries and total compensation indicate that the City’s benefits package puts the City at a more competitive advantage. Further analysis indicates that, on average, classifications are 7.9% below the market median for base salaries, while that figure changes to 1.9% below the market median for total compensation, which is a 6.0% difference (i.e., the City “gains” a 6.0% competitive advantage when taking benefits into consideration).

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13 Benefits
The market benefits data reveals the major contributing factors that give the City a competitive advantage is the City’s contribution to retirement, participation in Social Security, and its contribution to healthcare.

Retirement: There were 4 of the 15 comparators that participate both in Social Security as well as another form of retirement such as PERS or a 401(a) plan. The City’s classic tier is an enhanced formula of 2.7%@55 for non-safety classifications and 3% @ 50 for safety classifications. There were only 3 comparators for non-safety and only 6 agencies for safety who had an equivalent enhanced formula with the rest of the comparators utilizing a lower formula. The City does require employee cost-sharing towards the employer’s retirement cost as did 11 other comparator agencies with varying contribution rate per bargaining unit. Table 5 below summarizes retirement formulas for all comparator agencies.

Table 5. Total Employer PERS Contribution
Agency Bargaining Group Formula
City of El Cerrito Miscellaneous/Management 2.7%@55
City of Alameda Miscellaneous/Management 2%@55
City of Albany Miscellaneous/Management 2%@60
City of Antioch Miscellaneous/Management 2.7%@55
City of Concord Miscellaneous/Management 2%@55
City of Hayward Miscellaneous/Management 2.5%@55
City of Hercules Miscellaneous/Management 2%@55
City of Livermore Miscellaneous/Management 2%@60
City of Martinez Miscellaneous/Management 2%@60
City of Pinole Miscellaneous/Management 2.5%@55
City of Pittsburg Miscellaneous/Management 2%@60
City of Pleasant Hill Miscellaneous/Management 2%@60
City of Pleasanton Miscellaneous/Management 2.7%@55
City of Richmond Miscellaneous/Management 2.7%@55
City of San Pablo Miscellaneous/Management 2.5%@55
City of Walnut Creek Miscellaneous/Management 2%@60
City of El Cerrito Safety 3%@50
City of Alameda Safety 3%@50
City of Albany Safety 3%@55
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14 Agency Bargaining Group Formula
City of Antioch Safety 3%@50
City of Concord Safety 3%@50
City of Hayward Safety 3%@50
City of Hercules Safety 3%@55
City of Livermore Safety 3%@55
City of Martinez Safety 3%@55
City of Pinole Safety 3%@55
City of Pittsburg Safety 3%@55
City of Pleasant Hill Safety 3%@55
City of Pleasanton Safety 3%@55
City of Richmond Safety 3%@50
City of San Pablo Safety 3%@50
City of Walnut Creek Safety 3%@55
Fire Only: Contra Costa County Fire Protection
District
Safety 3%@50
Fire Only: Rodeo-Hercules Fire Protection District Safety 3%@50 Fire Only: San Ramon Valley Fire Protection
District
Safety 3%@50
Health Insurance. Market data indicates that the average monthly employer contribution toward health insurance premiums for all employee bargaining groups is $2,488. The City’s current contribution of $2,715 is $227 more than, or 9% above the market average. Table 5 below summarizes all agency health insurance contributions.

Table 6. Monthly Employer Health Insurance Contributions Agency Bargaining Unit
Monthly
Health
Insurance
Contribution
City of El Cerrito Average All Employee Groups $2,715
City of Alameda Average All Employee Groups $2,693
City of Albany Average All Employee Groups $2,656
City of Antioch Average All Employee Groups $2,684
City of Concord Average All Employee Groups $2,283
City of Hayward Average All Employee Groups $2,806
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15 Agency Bargaining Unit
Monthly
Health
Insurance
Contribution
City of Hercules Average All Employee Groups $2,470
City of Livermore Average All Employee Groups $1,950
City of Martinez Average All Employee Groups $2,340
City of Pinole Average All Employee Groups $2,376
City of Pittsburg Average All Employee Groups $2,513
City of Pleasant Hill Average All Employee Groups $2,343 City of Pleasanton Average All Employee Groups $2,149
City of Richmond Average All Employee Groups $2,656
City of San Pablo Average All Employee Groups $2,390
City of Walnut Creek Average All Employee Groups $2,201 Contra Costa County Fire Protection District Average All Employee Groups $2,479 Rodeo-Hercules Fire Protection District Average All Employee Groups $2,656 San Ramon Valley Fire Protection District Average All Employee Groups $3,144 Comparator Average Monthly Health Contribution $2,488

INTERNAL SALARY RELATIONSHIPS
Internal salary relationships should be consistently applied in order to develop salary recommendations for all non-benchmarked classifications.

In the future, the City may need to utilize internal alignment practices if additional classifications are added or classifications change. While analyzing internal relationships, the same factors analyzed when comparing the City’s classifications to the labor market are used when making internal salary alignment recommendations.

In addition, the following are standard human resources practices that are commonly applied when making salary recommendations based upon internal relationships:
 A salary within 5% of the market average or median is considered to be competitive in the labor market for salary survey purposes because of the differences in compensation policy and actual scope of the position and its requirements. However, the City can adopt a closer standard.
 Certain internal percentages are often applied. Those that are the most common are:
• The differential between a trainee and experienced (or journey) class in a series (I/II or Trainee/Experienced) is generally 10% to 15%;
• A lead or advanced journey-level (III or Senior-level) class is generally placed 10% to 15% above the journey-level.

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16 • A full supervisory class is normally placed at least 10% to 25% above the highest level supervised, depending upon the breadth and scope of supervision.  When a market or internal equity adjustment is granted to one class in a series, the other classes in the series are also adjusted accordingly to maintain internal equity.

Internal equity between certain levels of classifications is a fundamental factor to be considered when making salary decisions. When conducting a market compensation survey, results can often show that certain classifications that are aligned with each other are not the same in the outside labor market. However, as an organization, careful consideration should be given to these alignments because they represent internal value of classifications within job families, as well as across the organization.

For the non-benchmarked classifications, internal alignments with other classifications will need to be considered, either in the same class series or those classifications that have similar scope of work, level of responsibility, and “worth” to the City. Where it is difficult to ascertain internal relationships due to unique qualifications and responsibilities, reliance can be placed on past internal relationships.

It is also important to analyze market data and internal relationships within class series as well as across the organization, and make adjustments to salary range placements, as necessary, based on the needs of the organization.

The City may want to make internal equity adjustments or alignments, as it implements the compensation strategy. This market survey is only a tool to be used by the City to determine market indexing and salary determination.

RECOMMENDATIONS
Pay Philosophy
The City has many options regarding what type of compensation plan it wants to implement. This decision will be based on what the City’s pay philosophy is, at which level it desires to pay its employees compared to the market, whether it is going to consider additional alternative compensation programs, and how great the competition is with other agencies over recruitment of a highly-qualified workforce.

Options for Implementation
While the City may be interested in bringing all salaries to a competitive range, in most cases this goal may not be reached with a single adjustment. In this case, one option is to move employees into the salary range that is recommended for each class based on this market study and to the step within the new range that is closest to their current compensation. If employees’ current salaries are significantly below market so that their current compensation falls below the bottom of the newly recommended range, then larger adjustments would be needed to move those employees at least to the bottom of the new salary range.

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17 Another option is to use a phased implementation approach. Normally, if the compensation implementation program must be carried over months or years, the classes that are farthest from the market median should receive the greatest equity increase (separate from any cost of living increase). If a class falls within 5% of the market median, it would be logical to make no equity adjustment in the first round of changes. However, if a class is more than 5% (or in this case, more than 20%) below the market median, a higher percentage change may be initially warranted to reduce the disparity. Any implementation plan should take into account the City’s financial situation.

For example, if the City decided to implement the recommendations over a three-year period, then the following guidelines could be applied for the initial increase of the three-year implementation plan:

Table 7. Three-Year Implementation Example
Market Disparity % Increase
0 to 4.99% 0 to 2.49%

5.0% to 9.99% 2.5% to 4.99%

10.0% to 14.99% 5.0% to 7.49%

15.0% to 19.99% 7.5% to 9.99%

20.0% and above 10.0%
The initial first year adjustment would provide a portion of the equity increase and place the class into the closest step (but not below) where they are now. Subsequent increases would be spaced on a similar schedule (at annual intervals) based upon the remaining disparity after each adjustment.

Please note that typically, for those classes that had a market disparity of 0 to 4.99%, we recommend a 0% increase in the first year and an adjustment in the second year. Depending upon the City’s financial situation, which will have to be reviewed before each further adjustment is made, all market disparity adjustments are intended to be completed by the third year. The City may also consider a similar implementation plan over a longer period of time, like a five-year implementation plan.

The City may spend additional time to go through a process of deliberation and decision-making as to what compensation philosophy it should implement to attract, motivate, and retain a highquality workforce. However, the City may want to consider adjusting those classifications’ salaries that are currently below the market median as soon as possible, assuming that incumbents’ performance meets the City’s level of expectation.

When classifications are over market, K&A typically recommends Y-rating employees whose current pay exceeds the maximum of the recommended range until the market numbers “catch up” with their current salary. To Y-rate an employee means to keep the employee’s salary frozen Agenda Packet Page 52 of 494
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18 and to provide no salary increases (including no cost of living adjustments) until the employee’s current salary is within the recommended salary range. This will result in no immediate loss of income, but will delay any future increases until the incumbent’s salary is within the salary range.

Other options to “freezing” a classification’s salary in place until the market catches up are:
 “Grandfathering” of salary ranges: This means that the salary range for the classification is adjusted down to what the market numbers are. However, current incumbents would continue being paid at the current rate of pay (which would put them outside of the new and adjusted salary range for the class) until they separate from employment with City.

Any new-hires would be paid within the newly established salary range.  Single-incumbent classes: If a class only has one incumbent, an option would be to wait until the person separates from employment with City and then adjust the salary range for the class according to the market.
 Recent hires: Some employees who have recently been hired may still be at one of the lower steps within their current salary range. So, even if the top of their current salary range is above market, the incumbents are currently still paid below the market maximum because they are not at the top of their current salary range. In this case, an immediate salary range adjustment could be made to bring the salary range within the market. This would bring the affected incumbents either to the top of the market range or very close to it, but they would not technically be Y-rated or lose any pay.

Another option, of course, is to actually reduce salaries down to the market. However, from an employee relations perspective this may not be a viable option.

USING THE MARKET DATA AS A TOOL
K&A would like to reiterate that this report and the findings are meant to be a tool for the City to create and implement an equitable compensation plan. Compensation strategies are designed to attract and retain excellent staff; however, financial realities and the City’s expectations may also come into play when determining appropriate compensation philosophies and strategies.

The collected data presented herein represents a market survey that will give the City an instrument to make future compensation decisions.

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19 It has been a pleasure working with City on this critical project. Please do not hesitate to contact us if we can provide any additional information or clarification regarding this report.

Respectfully submitted by,
Koff & Associates
Katie Kaneko
Managing Director,
Compensation and Rewards Consulting
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Appendix I
Results Summary
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Appendix I: Results Summary
February 2024
Top Monthly
Salary
Average of
Comparators
% above or
below
Median of
Comparators
% above or
below
Total Monthly
Comp
Average of
Comparators
% above or
below
Median of
Comparators
% above or
below
Accountant II $ 8,012 $ 9,134 ‐14.0% $ 9,396 ‐17.3% $ 11,676 $ 12,137 ‐3.9% $ 12,014 ‐2.9% Administrative Assistant II (Administrative Clerk Specialist) $ 5,104 $ 6,866 ‐34.5% $ 6,970 ‐36.6% $ 8,551 $ 9,702 ‐13.5% $ 9,728 ‐13.8% Aquatics Instructor II (Aquatics Specialist II) $ 30.09 Insuff. Data Insuff. Data Insuff. Data Insuff. Data N/A N/A N/A N/A N/A Aquatics Instructor III (new) proposed Insuff. Data proposed Insuff. Data proposed N/A N/A N/A N/A N/AAssistant City Manager $ 18,421 $ 19,942 ‐8.3% $ 19,588 ‐6.3% $ 22,866 $ 23,498 ‐2.8% $ 23,212 ‐1.5% Assistant to the City Manager $ 10,215 $ 12,160 ‐19.0% $ 12,056 ‐18.0% $ 14,102 $ 15,491 ‐9.9% $ 15,495 ‐9.9% Associate Engineer $ 10,448 $ 11,661 ‐11.6% $ 11,729 ‐12.3% $ 14,358 $ 14,741 ‐2.7% $ 15,045 ‐4.8% Associate Planner $ 8,663 $ 9,344 ‐7.9% $ 8,968 ‐3.5% $ 12,523 $ 12,328 1.6% $ 12,035 3.9% Battalion Chief $ 17,192 $ 18,437 ‐7.2% $ 18,575 ‐8.0% $ 21,422 $ 22,748 ‐6.2% $ 23,018 ‐7.4% Budget/Financial Services Manager $ 13,638 $ 13,492 1.1% $ 13,293 2.5% $ 17,871 $ 16,942 5.2% $ 16,573 7.3% Building Inspector II $ 8,180 $ 9,028 ‐10.4% $ 8,997 ‐10.0% $ 11,984 $ 11,987 ‐0.0% $ 11,874 0.9% Building Official 12987 $ 15,046 ‐15.9% $ 15,280 ‐17.7% 17153.7615 $ 18,381 ‐7.2% $ 18,580 ‐8.3% Childcare Teacher II (Childcare Teacher ‐ FT Preschool) $ 24.85 $ 24.20 2.6% $ 25.08 ‐0.9% N/A N/A N/A N/A N/A City Clerk $ 15,251 $ 14,460 5.2% $ 13,584 10.9% $ 19,572 $ 17,794 9.1% $ 17,086 12.7% Community Development Director $ 16,078 $ 18,961 ‐17.9% $ 19,196 ‐19.4% $ 20,431 $ 22,670 ‐11.0% $ 22,972 ‐12.4% Community Service Officer $ 6,805 $ 6,679 1.8% $ 6,653 2.2% $ 10,211 $ 9,582 6.2% $ 9,555 6.4% Custodian $ 4,198 $ 5,291 ‐26.0% $ 5,289 ‐26.0% $ 7,540 $ 8,119 ‐7.7% $ 8,097 ‐7.4% Engineering Technician II $ 7,405 $ 8,407 ‐13.5% $ 7,909 ‐6.8% $ 11,119 $ 11,339 ‐2.0% $ 10,842 2.5% Environmental Services Manager (Operations and Environmental Services Manager) $ 11,614 $ 12,786 ‐10.1% $ 12,524 ‐7.8% $ 15,642 $ 16,006 ‐2.3% $ 16,286 ‐4.1% Environmental Specialist (Waste Prevention Specialist) $ 7,559 $ 8,867 ‐17.3% $ 8,383 ‐10.9% $ 11,291 $ 11,824 ‐4.7% $ 11,295 ‐0.0% Facilities and Maintenance Manager (new) proposed $ 13,274 proposed $ 13,330 proposed proposed proposed N/A proposed N/A Facility Attendant (Recreation Senior Program Leader aka Facilities Attendant PT) $ 24.06 $ 20.61 14.4% $ 20.47 14.9% N/A N/A N/A N/A N/AFinance Director/City Treasurer $ 16,054 $ 17,959 ‐11.9% $ 17,643 ‐9.9% $ 20,406 $ 21,566 ‐5.7% $ 21,133 ‐3.6% Finance Technician II $ 5,870 $ 7,016 ‐19.5% $ 7,079 ‐20.6% $ 9,406 $ 9,843 ‐4.6% $ 9,735 ‐3.5% Fire Captain $ 13,566 $ 13,801 ‐1.7% $ 13,505 0.4% $ 17,506 $ 17,688 ‐1.0% $ 17,269 1.4% Fire Chief $ 19,886 $ 24,149 ‐21.4% $ 24,444 ‐22.9% $ 24,133 $ 28,829 ‐19.5% $ 29,703 ‐23.1% Fire Engineer $ 11,776 $ 12,165 ‐3.3% $ 11,800 ‐0.2% $ 15,573 $ 15,937 ‐2.3% $ 15,352 1.4% Fire Marshal (new) proposed $ 18,163 proposed $ 18,275 proposed proposed proposed N/A proposed N/AFire Prevention Officer II (new) proposed $ 11,827 proposed $ 12,639 proposed proposed proposed N/A proposed N/A Firefighter $ 10,678 $ 11,007 ‐3.1% $ 10,828 ‐1.4% $ 14,387 $ 14,712 ‐2.3% $ 14,405 ‐0.1% Human Resources Manager $ 14,525 $ 15,570 ‐7.2% $ 15,655 ‐7.8% $ 18,818 $ 19,002 ‐1.0% $ 19,162 ‐1.8% Human Resources Specialist $ 7,505 $ 7,495 0.1% $ 7,205 4.0% $ 11,118 $ 10,420 6.3% $ 10,359 6.8%Information Technology Manager $ 14,525 $ 15,555 ‐7.1% $ 16,249 ‐11.9% $ 18,818 $ 19,097 ‐1.5% $ 19,196 ‐2.0% Information Technology Technician (Information Systems Technician) $ 7,177 $ 8,107 ‐13.0% $ 7,906 ‐10.2% $ 10,865 $ 10,967 ‐0.9% $ 10,936 ‐0.7% Lifeguard/Instructor II (Swim Instructor I) $ 21.28 $ 21.60 ‐1.5% $ 21.63 ‐1.6% N/A N/A N/A N/A N/A Maintenance Services Supervisor (Maintenance Services Superintendent) $ 9,561 $ 10,374 ‐8.5% $ 10,551 ‐10.4% $ 13,382 $ 13,443 ‐0.5% $ 13,540 ‐1.2% Maintenance Services Worker II (Maintenance Worker) $ 5,791 $ 6,627 ‐14.4% $ 6,550 ‐13.1% $ 9,318 $ 9,459 ‐1.5% $ 9,223 1.0% Management Analyst II $ 8,693 $ 9,946 ‐14.4% $ 10,127 ‐16.5% $ 12,426 $ 13,028 ‐4.8% $ 13,078 ‐5.2% Management Assistant $ 6,276 $ 7,742 ‐23.4% $ 7,638 ‐21.7% $ 9,859 $ 10,540 ‐6.9% $ 10,422 ‐5.7% Neighborhood Preservation Officer II (Neighborhood Preservation Officer) $ 8,663 $ 8,571 1.1% $ 8,774 ‐1.3% $ 12,523 $ 11,464 8.5% $ 11,365 9.2% Neighborhood Preservation Program Coordinator (Neighborhood Preservation Officer) $ 8,663 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 12,523 Insuff. Data Insuff. Data Insuff. Data Insuff. Data Network Security Engineer 9943 $ 10,806 ‐8.7% $ 11,080 ‐11.4% 13802.3315 $ 13,861 ‐0.4% $ 13,983 ‐1.3% Permit Technician II (Building Permit Technician III) 7323 $ 7,119 2.8% $ 6,942 5.2% 11027.5615 $ 9,994 9.4% $ 9,838 10.8% Plan Checker II (Building Plan Checker II) $ 8,180 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 11,984 Insuff. Data Insuff. Data Insuff. Data Insuff. Data Planning Manager $ 13,638 $ 14,943 ‐9.6% $ 15,389 ‐12.8% $ 17,871 $ 18,396 ‐2.9% $ 18,376 ‐2.8% Police Captain $ 18,746 $ 19,781 ‐5.5% $ 19,558 ‐4.3% $ 23,101 $ 23,819 ‐3.1% $ 23,390 ‐1.3% Police Chief $ 18,383 $ 22,711 ‐23.5% $ 22,488 ‐22.3% $ 22,525 $ 27,521 ‐22.2% $ 27,499 ‐22.1% Police Officer $ 10,894 $ 11,022 ‐1.2% $ 11,199 ‐2.8% $ 14,730 $ 14,525 1.4% $ 14,583 1.0% Police Records Specialist $ 5,895 $ 6,072 ‐3.0% $ 5,961 ‐1.1% $ 9,228 $ 8,934 3.2% $ 8,873 3.8% Police Records Supervisor 7853 $ 9,296 ‐18.4% $ 8,736 ‐11.2% 11344.1816 $ 12,377 ‐9.1% $ 12,051 ‐6.2% Police Sergeant $ 13,850 $ 13,393 3.3% $ 13,504 2.5% $ 17,952 $ 17,082 4.8% $ 17,161 4.4% Pool Manager (Aquatics Specialist II) $ 30.09 $ 26.77 11.0% $ 24.31 19.2% N/A N/A N/A N/A N/A Program (Community Development) Coordinator (new) proposed $ 10,225 proposed $ 9,702 proposed proposed proposed N/A proposed N/AProgram Manager $ 9,561 $ 11,481 ‐20.1% $ 11,519 ‐20.5% $ 13,382 $ 14,731 ‐10.1% $ 14,937 ‐11.6% Property and Evidence Specialist $ 7,718 $ 7,168 7.1% $ 7,433 3.7% $ 11,198 $ 10,080 10.0% $ 10,017 10.5% Classification
Top Monthly Salary Data Total Monthly Compensation Data

Agenda Packet Page 56 of 494
City of El Cerrito
Appendix I: Results Summary
February 2024
Top Monthly
Salary
Average of
Comparators
% above or
below
Median of
Comparators
% above or
below
Total Monthly
Comp
Average of
Comparators
% above or
below
Median of
Comparators
% above or
below
Classification
Top Monthly Salary Data Total Monthly Compensation Data Recreation Coordinator (Community Services Coordinator) $ 5,934 $ 7,265 ‐22.4% $ 7,340 ‐23.7% $ 9,477 $ 10,258 ‐8.2% $ 10,295 ‐8.6% Recreation Director $ 15,934 $ 17,768 ‐11.5% $ 17,436 ‐9.4% $ 20,282 $ 21,630 ‐6.7% $ 21,930 ‐8.1% Recreation Instructor II (Recreation Senior Program Leader) $ 24.06 $ 22.70 5.7% $ 22.93 4.7% N/A N/A N/A N/A N/ARecreation Instructor IV (Recreation Specialist) $ 24.06 Insuff. Data Insuff. Data Insuff. Data Insuff. Data N/A N/A N/A N/A N/ARecreation Supervisor $ 9,561 $ 9,356 2.1% $ 9,050 5.3% $ 13,382 $ 12,613 5.7% $ 12,166 9.1% Recycling Operations Worker (Forklift Operator) $ 4,344 Insuff. Data Insuff. Data Insuff. Data Insuff. Data $ 7,703 Insuff. Data Insuff. Data Insuff. Data Insuff. Data Van Driver II (Recreation Specialist aka Van Driver) $ 24.40 $ 30.46 ‐24.8% $ 28.90 ‐18.4% N/A N/A N/A N/A N/A AVERAGE: ‐8.7% AVERAGE: ‐7.9% AVERAGE: ‐2.6% AVERAGE: ‐1.9%

Agenda Packet Page 57 of 494
Appendix II
Market Compensation Findings
Agenda Packet Page 58 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Pleasanton2[Junior Accountant/ Senior Accountant] $10,238 $3,221 $13,459 4/1/2023 4/1/2024 3.00% 2 City of Alameda Accountant II $9,794 $3,080 $12,874 7/1/2023 7/1/2024 2.50% 3 City of Hercules Accountant $9,668 $2,810 $12,477 7/1/2023 unknown unknown 4 City of Concord Accountant II $9,629 $3,343 $12,972 7/10/2023 7/1/2024 5.00% 5 City of Hayward Accountant $9,618 $2,820 $12,438 7/1/2023 unknown unknown 6 City of Richmond Accountant II $9,409 $3,510 $12,919 1/1/2024 1/1/2025 4.00% 7 City of Walnut Creek Accountant II $9,396 $2,618 $12,014 6/25/2023 unknown unknown 8 City of San Pablo Accountant $9,031 $2,902 $11,933 7/1/2023 7/1/2024 2.00% 9 City of Pinole Accountant $9,003 $2,423 $11,426 7/3/2023 7/1/2024 4.00% 10 City of Pleasant Hill Accountant $8,565 $2,159 $10,724 11/1/2022 unknown unknown 11 City of Albany Accountant $8,407 $3,442 $11,848 11/13/2023 unknown unknown 12 City of Pittsburg Accountant II $8,210 $3,287 $11,496 7/1/2023 7/1/2024 3.00% 13 City of El Cerrito1 Accountant II $8,012 $3,664 $11,676 7/1/2023 7/1/2024 3.00% 14 City of Antioch Accountant II $7,773 $3,433 $11,205 10/8/2023 10/7/2024 3.00% 15 City of Livermore N/C
16 City of Martinez N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 9,134 $ 12,137
-14.0% -3.9%
$ 9,396 $ 12,014
-17.3% -2.9%
13 13
2 - City of Pleasanton: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - Control Point
Median of Comparators
Accountant II
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 59 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Accountant II Accountant II Accountant Accountant II Accountant II Accountant Accountant N/C N/C Accountant Accountant II Accountant [Junior
Accountant/
Senior
Accountant]
Accountant II Accountant Accountant II Not Surveyed Not Surveyed Not Surveyed Top Step $ 8,012 $ 9,794 $ 8,407 $ 7,773 $ 9,629 $ 9,618 $ 9,668 $ 9,003 $ 8,210 $ 8,565 $ 10,238 $ 9,409 $ 9,031 $ 9,396 Classic 2.7%@55 2%@55 2%@60 2.7%@55 2%@55 2.5%@55 2%@55 2.5%@55 2%@60 2%@60 2.7%@55 2.7%@55 2.5%@55 2%@60 Enhanced Formula Cost $ 425 $ 294 $ 109 $ 552 $ 289 $ 510 $ 290 $ 477 $ 107 $ 111 $ 727 $ 659 $ 479 $ 122 Classic Other Retirement Contrib $ -160 $ -183 $ -622 $ -289 $ -290 $ -630 $ -164 $ -208 ER Paid Member Contrib $ 622
Single Highest Year $ 48 $ 49 $ 54 $ 58 $ 48 $ 54 $ 72 $ 66 $ 54 Social Security $ 497 $ 521 $ 597 $ 509
Deferred Compensation $ 98 $ 155 $ 97 $ 150 $ 102 $ 167 Cafeteria $ 2,671 $ 2,656
Health $ 2,715 $ 2,689 $ 2,656 $ 2,283 $ 2,390 $ 2,470 $ 2,376 $ 2,502 $ 1,905 $ 2,149 $ 2,390 $ 2,201 Dental $ 141 $ 134 $ 156 $ 174 $ 135 $ 182 $ 128 $ 169 $ 127 $ 149 $ 116 $ 149 $ 114 Vision $ 16 $ 13 $ 19 $ 14 $ 15 $ 23 $ 14 $ 14
Other Ins. $ 38
$ 3,664 $ 3,080 $ 3,442 $ 3,433 $ 3,343 $ 2,820 $ 2,810 $ 0 $ 0 $ 2,423 $ 3,287 $ 2,159 $ 3,221 $ 3,510 $ 2,902 $ 2,618 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 60 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Pleasanton2[Junior Accountant/ Senior Accountant] $10,238 $3,221 $13,459 4/1/2023 4/1/2024 3.00% 2 City of Concord Accountant II $9,629 $3,343 $12,972 7/10/2023 7/1/2024 5.00% 3 City of Richmond Accountant II $9,409 $3,510 $12,919 1/1/2024 1/1/2025 4.00% 4 City of Alameda Accountant II $9,794 $3,080 $12,874 7/1/2023 7/1/2024 2.50% 5 City of Hercules Accountant $9,668 $2,810 $12,477 7/1/2023 unknown unknown 6 City of Hayward Accountant $9,618 $2,820 $12,438 7/1/2023 unknown unknown 7 City of Walnut Creek Accountant II $9,396 $2,618 $12,014 6/25/2023 unknown unknown 8 City of San Pablo Accountant $9,031 $2,902 $11,933 7/1/2023 7/1/2024 2.00% 9 City of Albany Accountant $8,407 $3,442 $11,848 11/13/2023 unknown unknown 10 City of El Cerrito1 Accountant II $8,012 $3,664 $11,676 7/1/2023 7/1/2024 3.00% 11 City of Pittsburg Accountant II $8,210 $3,287 $11,496 7/1/2023 7/1/2024 3.00% 12 City of Pinole Accountant $9,003 $2,423 $11,426 7/3/2023 7/1/2024 4.00% 13 City of Antioch Accountant II $7,773 $3,433 $11,205 10/8/2023 10/7/2024 3.00% 14 City of Pleasant Hill Accountant $8,565 $2,159 $10,724 11/1/2022 unknown unknown 15 City of Livermore N/C
16 City of Martinez N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 9,134 $ 12,137
-14.0% -3.9%
$ 9,396 $ 12,014
-17.3% -2.9%
13 13
2 - City of Pleasanton: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - Control Point
Median of Comparators
Accountant II
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 61 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Hayward Administrative Secretary $8,281 $2,863 $11,144 7/1/2023 unknown unknown 2 City of Hercules Confidential Administrative Specialist $7,674 $2,780 $10,454 7/1/2023 unknown unknown 3 City of Livermore Administrative Assistant $7,638 $2,212 $9,850 10/9/2023 10/7/2024 2.00% + $66.4/mo 4 City of San Pablo Administrative Secretary $7,467 $2,845 $10,312 7/1/2023 7/1/2024 2.00% 5 City of Pleasant Hill Administrative Specialist $7,417 $2,144 $9,561 11/1/2022 unknown unknown 6 City of Pleasanton Administrative Assistant $7,295 $2,962 $10,257 4/1/2023 4/1/2024 3.00% 7 City of Richmond Administrative Assistant $7,142 $3,335 $10,477 1/1/2024 1/1/2025 4.00% 8 City of Martinez Administrative Aide III $6,798 $3,081 $9,879 7/1/2023 7/1/2024 2.50% - 4.50% 9 City of Pinole Administrative Assistant $6,770 $2,448 $9,218 7/3/2023 7/1/2024 4.00% 10 City of Concord1[Administrative Clerk II/ Administrative Assistant] $6,544 $3,059 $9,602 7/10/2023 7/1/2024 5.00% 11 City of Walnut Creek Office Specialist $6,507 $2,514 $9,020 6/25/2023 unknown unknown 12 City of Albany Administrative Assistant $6,322 $3,285 $9,607 10/1/2023 10/1/2024 3.00% 13 City of Pittsburg Administrative Assistant $5,483 $3,137 $8,619 7/1/2023 7/1/2024 3.00% 14 City of El Cerrito Administrative Assistant II (Administrative Clerk Specialist) $5,104 $3,447 $8,551 2/7/2024 unknown unknown 15 City of Antioch Administrative Assistant II $4,786 $3,044 $7,830 10/8/2023 10/7/2024 3.00% 16 City of Alameda N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top
Monthly
Total
Monthly
$ 6,866 $ 9,702
-34.5% -13.5%
$ 6,970 $ 9,728
-36.6% -13.8%
14 14
1 - City of Concord: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.

Administrative Assistant II (Administrative Clerk Specialist) Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 62 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Administrative
Assistant II
(Administrative
Clerk
Specialist)
N/C Administrative
Assistant
Administrative
Assistant II
[Administrative
Clerk II/
Administrative
Assistant]
Administrative
Secretary
Confidential
Administrative
Specialist
Administrative
Assistant
Administrative
Aide III
Administrative
Assistant
Administrative
Assistant
Administrative
Specialist
Administrative
Assistant
Administrative
Assistant
Administrative
Secretary
Office Specialist Not Surveyed Not Surveyed Not Surveyed Top Step $ 5,104 $ 6,322 $ 4,786 $ 6,544 $ 8,281 $ 7,674 $ 7,638 $ 6,798 $ 6,770 $ 5,483 $ 7,417 $ 7,295 $ 7,142 $ 7,467 $ 6,507 Classic 2.7%@55 2%@60 2.7%@55 2%@55 2.5%@55 2%@55 2%@60 2%@60 2.5%@55 2%@60 2%@60 2.7%@55 2.7%@55 2.5%@55 2%@60 Enhanced Formula Cost $ 271 $ 82 $ 340 $ 196 $ 439 $ 230 $ 99 $ 88 $ 359 $ 71 $ 96 $ 518 $ 500 $ 396 $ 85 Classic Other Retirement Contrib $ -26 $ -383 $ -414 $ -230 $ -474 $ -110 $ -172 ER Paid Member Contrib $ 383
Single Highest Year $ 31 $ 34 $ 50 $ 38 $ 41 $ 51 $ 50 $ 45 Social Security $ 316 $ 392 $ 406 $ 422 $ 340
Deferred Compensation $ 77 $ 163 $ 150 $ 73 $ 100
Cafeteria $ 2,671 $ 1,950 $ 2,656
Health $ 2,715 $ 2,656 $ 2,283 $ 2,656 $ 2,470 $ 2,386 $ 2,376 $ 2,502 $ 1,905 $ 2,149 $ 2,390 $ 2,201 Dental $ 141 $ 156 $ 174 $ 118 $ 182 $ 162 $ 128 $ 169 $ 127 $ 149 $ 116 $ 149 $ 114 Vision $ 16 $ 13 $ 23 $ 19 $ 14 $ 15 $ 23 $ 14 $ 14
Other Ins. $ 38
$ 3,447 $ 0 $ 3,285 $ 3,044 $ 3,059 $ 2,863 $ 2,780 $ 2,212 $ 3,081 $ 2,448 $ 3,137 $ 2,144 $ 2,962 $ 3,335 $ 2,845 $ 2,514 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 63 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Hayward Administrative Secretary $8,281 $2,863 $11,144 7/1/2023 unknown unknown 2 City of Richmond Administrative Assistant $7,142 $3,335 $10,477 1/1/2024 1/1/2025 4.00% 3 City of Hercules Confidential Administrative Specialist $7,674 $2,780 $10,454 7/1/2023 unknown unknown 4 City of San Pablo Administrative Secretary $7,467 $2,845 $10,312 7/1/2023 7/1/2024 2.00% 5 City of Pleasanton Administrative Assistant $7,295 $2,962 $10,257 4/1/2023 4/1/2024 3.00% 6 City of Martinez Administrative Aide III $6,798 $3,081 $9,879 7/1/2023 7/1/2024 2.50% - 4.50% 7 City of Livermore Administrative Assistant $7,638 $2,212 $9,850 10/9/2023 10/7/2024 2.00% + $66.4/mo 8 City of Albany Administrative Assistant $6,322 $3,285 $9,607 10/1/2023 10/1/2024 3.00% 9 City of Concord1[Administrative Clerk II/ Administrative Assistant] $6,544 $3,059 $9,602 7/10/2023 7/1/2024 5.00% 10 City of Pleasant Hill Administrative Specialist $7,417 $2,144 $9,561 11/1/2022 unknown unknown 11 City of Pinole Administrative Assistant $6,770 $2,448 $9,218 7/3/2023 7/1/2024 4.00% 12 City of Walnut Creek Office Specialist $6,507 $2,514 $9,020 6/25/2023 unknown unknown 13 City of Pittsburg Administrative Assistant $5,483 $3,137 $8,619 7/1/2023 7/1/2024 3.00% 14 City of El Cerrito Administrative Assistant II (Administrative Clerk Specialist) $5,104 $3,447 $8,551 2/7/2024 unknown unknown 15 City of Antioch Administrative Assistant II $4,786 $3,044 $7,830 10/8/2023 10/7/2024 3.00% 16 City of Alameda N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top
Monthly
Total
Monthly
$ 6,866 $ 9,702
-34.5% -13.5%
$ 6,970 $ 9,728
-36.6% -13.8%
14 14
1 - City of Concord: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.

Administrative Assistant II (Administrative Clerk Specialist) Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 64 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of El Cerrito1 Aquatics Instructor II (Aquatics Specialist II) $30.09 N/A N/A 2/7/2024 unknown unknown 2 City of Richmond Aquatic Instructor $19.85 N/A N/A 1/1/2024 unknown unknown 3 City of Alameda N/C
4 City of Albany N/C
5 City of Antioch N/C
6 City of Concord N/C
7 City of Hayward N/C
8 City of Hercules N/C
9 City of Livermore N/C
10 City of Martinez N/C
11 City of Pinole N/C
12 City of Pittsburg N/C
13 City of Pleasant Hill N/C
14 City of Pleasanton N/C
15 City of San Pablo N/C
16 City of Walnut Creek N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
Insuff. Data N/A
Insuff. Data N/A
Insuff. Data N/A
Insuff. Data N/A
1 N/A
1 - Hourly benchmark classification, not reporting benefits.

Aquatics Instructor II (Aquatics Specialist II)
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 65 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Aquatics
Instructor II
(Aquatics
Specialist II)
N/C N/C N/C N/C N/C N/C N/C N/C N/C N/C N/C N/C Aquatic Instructor
N/C N/C Not Surveyed Not Surveyed Not Surveyed
Top Step $ 30 $ 19.85
Classic1
Enhanced Formula Cost
Classic Other Retirement Contrib
ER Paid Member Contrib
Single Highest Year
Social Security
Deferred Compensation
Cafeteria
Health
Dental
Vision
Other Ins.
$ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 N/C - Non Comparator
1 - City of El Cerrito: Hourly benchmark classification, not reporting benefits.

Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 66 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of El Cerrito1 Aquatics Instructor II (Aquatics Specialist II) $30.09 N/A N/A 2/7/2024 unknown unknown 2 City of Richmond Aquatic Instructor $19.85 N/A N/A 1/1/2024 unknown unknown 3 City of Alameda N/C
4 City of Albany N/C
5 City of Antioch N/C
6 City of Concord N/C
7 City of Hayward N/C
8 City of Hercules N/C
9 City of Livermore N/C
10 City of Martinez N/C
11 City of Pinole N/C
12 City of Pittsburg N/C
13 City of Pleasant Hill N/C
14 City of Pleasanton N/C
15 City of San Pablo N/C
16 City of Walnut Creek N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
Insuff. Data N/A
Insuff. Data N/A
Insuff. Data N/A
Insuff. Data N/A
1 N/A
1 - Hourly benchmark classification, not reporting benefits.

Aquatics Instructor II (Aquatics Specialist II)
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 67 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of El Cerrito Aquatics Instructor III (new) proposed 2 City of Pittsburg Recreation Leader III (Instructor) $24.50 N/A 7/9/2023 unknown unknown 3 City of Hercules Swim Coach $24.35 N/A 7/1/2023 unknown unknown 4 City of Alameda Aquatic Instructor $20.31 N/A 6/4/2023 unknown unknown 5 City of Albany N/C
6 City of Antioch N/C
7 City of Concord N/C
8 City of Hayward N/C
9 City of Livermore N/C
10 City of Martinez N/C
11 City of Pinole N/C
12 City of Pleasant Hill N/C
13 City of Pleasanton N/C
14 City of Richmond N/C
15 City of San Pablo N/C
16 City of Walnut Creek N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
Insuff. Data N/A
Insuff. Data N/A
3 N/A
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Aquatics Instructor III (new)
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 68 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Aquatics
Instructor III
(new)
Aquatic
Instructor N/C N/C N/C N/C Swim Coach N/C N/C N/C
Recreation
Leader III
(Instructor)
N/C N/C N/C N/C N/C Not Surveyed Not Surveyed Not Surveyed Top Step proposed $ 20.31 $ 24.35 $ 24.50
Classic
Enhanced Formula Cost
Classic Other Retirement Contrib
ER Paid Member Contrib
Single Highest Year
Social Security
Deferred Compensation
Cafeteria
Health
Dental
Vision
Other Ins.
$ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 69 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of El Cerrito Aquatics Instructor III (new) proposed 2 City of Pittsburg Recreation Leader III (Instructor) $24.50 N/A 7/9/2023 unknown unknown 3 City of Hercules Swim Coach $24.35 N/A 7/1/2023 unknown unknown 4 City of Alameda Aquatic Instructor $20.31 N/A 6/4/2023 unknown unknown 5 City of Albany N/C
6 City of Antioch N/C
7 City of Concord N/C
8 City of Hayward N/C
9 City of Livermore N/C
10 City of Martinez N/C
11 City of Pinole N/C
12 City of Pleasant Hill N/C
13 City of Pleasanton N/C
14 City of Richmond N/C
15 City of San Pablo N/C
16 City of Walnut Creek N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
Insuff. Data N/A
Insuff. Data N/A
3 N/A
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Aquatics Instructor III (new)
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 70 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of San Pablo Assistant City Manager $22,719 $3,394 $26,113 7/1/2023 7/1/2024 2.00% 2 City of Concord Assistant City Manager $22,451 $4,842 $27,293 7/10/2023 7/1/2024 5.00% 3 City of Hayward Assistant City Manager $21,710 $3,080 $24,790 7/1/2023 unknown unknown 4 City of Livermore City Manager, Assistant $20,776 $2,621 $23,397 11/20/2023 unknown unknown 5 City of Walnut Creek Assistant City Manager $20,313 $2,810 $23,122 6/25/2023 unknown unknown 6 City of Pittsburg Assistant City Manager $19,743 $3,559 $23,301 7/9/2023 unknown unknown 7 City of Pinole Assistant City Manager $19,433 $2,308 $21,741 7/4/2022 unknown unknown 8 City of Martinez Assistant City Manager $19,014 $3,998 $23,012 7/1/2023 unknown unknown 9 City of Antioch Assistant City Manager $18,866 $5,086 $23,952 10/8/2023 10/7/2024 3.00% 10 City of Pleasanton Assistant City Manager $18,586 $4,235 $22,821 9/2/2023 unknown unknown 11 City of El Cerrito2 Assistant City Manager $18,421 $4,445 $22,866 7/1/2023 7/1/2024 3.00% 12 City of Pleasant Hill Assistant City Manager $18,052 $2,823 $20,875 9/1/2023 9/1/2024 3.25% 13 City of Albany1 Assistant City Manager $17,646 $3,912 $21,558 11/13/2023 unknown unknown 14 City of Alameda N/C
15 City of Hercules N/C
16 City of Richmond N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 19,942 $ 23,498
-8.3% -2.8%
$ 19,588 $ 23,212
-6.3% -1.5%
12 12
2 - Control Point
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - City of Albany: Top monthly salary includes additional 2.5% management incentive pay.

Median of Comparators
Assistant City Manager
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 71 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Assistant City
Manager N/C Assistant City
Manager
Assistant City
Manager
Assistant City
Manager
Assistant City
Manager N/C City Manager, Assistant
Assistant City
Manager
Assistant City
Manager
Assistant City
Manager
Assistant City
Manager
Assistant City
Manager N/C Assistant City Manager
Assistant City
Manager Not Surveyed Not Surveyed Not Surveyed
Top Step $ 18,421 $ 17,646 $ 18,866 $ 22,451 $ 21,710 $ 20,776 $ 19,014 $ 19,433 $ 19,743 $ 18,052 $ 18,586 $ 22,719 $ 20,313 Classic 2.7%@55 2%@60 2.7%@55 2%@55 2.5%@55 2%@60 2%@60 2.5%@55 2%@60 2%@60 2.7%@55 2.5%@55 2%@60 Enhanced Formula Cost $ 976 $ 229 $ 1,340 $ 674 $ 1,151 $ 270 $ 247 $ 1,030 $ 257 $ 235 $ 1,320 $ 1,204 $ 264 Classic Other Retirement Contrib $ -368 $ -1,509 $ -1,086 $ -1,360 $ -395 $ -523 ER Paid Member Contrib $ 1,509
Single Highest Year $ 111 $ 132 $ 130 $ 117 $ 130 $ 136 Social Security $ 871 $ 871 $ 871 $ 871 $ 871
Deferred Compensation $ 943 $ 840 $ 401 $ 304 $ 150 $ 542 $ 465 $ 217 Cafeteria $ 2,671 $ 1,950
Health $ 2,715 $ 2,656 $ 2,283 $ 2,734 $ 2,390 $ 2,376 $ 2,502 $ 1,905 $ 2,149 $ 2,390 $ 2,201 Dental $ 141 $ 156 $ 174 $ 135 $ 162 $ 128 $ 160 $ 127 $ 149 $ 149 $ 114 Vision $ 16 $ 23 $ 19 $ 14 $ 15 $ 23 $ 14
Other Ins. $ 38
$ 4,445 $ 0 $ 3,912 $ 5,086 $ 4,842 $ 3,080 $ 0 $ 2,621 $ 3,998 $ 2,308 $ 3,559 $ 2,823 $ 4,235 $ 0 $ 3,394 $ 2,810 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 72 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Concord Assistant City Manager $22,451 $4,842 $27,293 7/10/2023 7/1/2024 5.00% 2 City of San Pablo Assistant City Manager $22,719 $3,394 $26,113 7/1/2023 7/1/2024 2.00% 3 City of Hayward Assistant City Manager $21,710 $3,080 $24,790 7/1/2023 unknown unknown 4 City of Antioch Assistant City Manager $18,866 $5,086 $23,952 10/8/2023 10/7/2024 3.00% 5 City of Livermore City Manager, Assistant $20,776 $2,621 $23,397 11/20/2023 unknown unknown 6 City of Pittsburg Assistant City Manager $19,743 $3,559 $23,301 7/9/2023 unknown unknown 7 City of Walnut Creek Assistant City Manager $20,313 $2,810 $23,122 6/25/2023 unknown unknown 8 City of Martinez Assistant City Manager $19,014 $3,998 $23,012 7/1/2023 unknown unknown 9 City of El Cerrito2 Assistant City Manager $18,421 $4,445 $22,866 7/1/2023 7/1/2024 3.00% 10 City of Pleasanton Assistant City Manager $18,586 $4,235 $22,821 9/2/2023 unknown unknown 11 City of Pinole Assistant City Manager $19,433 $2,308 $21,741 7/4/2022 unknown unknown 12 City of Albany1 Assistant City Manager $17,646 $3,912 $21,558 11/13/2023 unknown unknown 13 City of Pleasant Hill Assistant City Manager $18,052 $2,823 $20,875 9/1/2023 9/1/2024 3.25% 14 City of Alameda N/C
15 City of Hercules N/C
16 City of Richmond N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 19,942 $ 23,498
-8.3% -2.8%
$ 19,588 $ 23,212
-6.3% -1.5%
12 12
2 - Control Point
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - City of Albany: Top monthly salary includes additional 2.5% management incentive pay.

Median of Comparators
Assistant City Manager
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 73 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Hayward Assistant to the City Manager $13,965 $2,946 $16,911 7/1/2023 unknown unknown 2 City of Martinez Assistant to the City Manager $13,615 $3,814 $17,429 7/1/2023 unknown unknown 3 City of Pittsburg Assistant to the City Manager $13,108 $3,547 $16,655 7/9/2023 unknown unknown 4 City of Pleasanton Assistant to the City Manager $12,278 $3,585 $15,862 9/2/2023 unknown unknown 5 City of Antioch Assistant to the City Manager $12,123 $3,859 $15,982 10/8/2023 10/7/2024 3.00% 6 City of Alameda Assistant to the City Manager $11,990 $3,138 $15,128 7/1/2023 7/1/2024 2.50% 7 City of Richmond Senior Management Analyst $11,372 $3,672 $15,045 1/1/2024 1/1/2025 4.00% 8 City of Walnut Creek Assistant to the City Manager $11,269 $2,692 $13,962 6/25/2023 unknown unknown 9 City of Albany Assistant to the City Manager $11,185 $3,650 $14,836 11/13/2023 unknown unknown 10 City of Pinole Assistant to the City Manager $10,696 $2,405 $13,100 7/4/2022 unknown unknown 11 City of El Cerrito1 Assistant to the City Manager $10,215 $3,887 $14,102 7/1/2023 7/1/2024 3.00% 12 City of Concord N/C
13 City of Hercules N/C
14 City of Livermore N/C
15 City of Pleasant Hill N/C
16 City of San Pablo N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 12,160 $ 15,491
-19.0% -9.9%
$ 12,056 $ 15,495
-18.0% -9.9%
10 10
1 - Control Point
Assistant to the City Manager
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 74 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Assistant to
the City
Manager
Assistant to the
City Manager
Assistant to the
City Manager
Assistant to the
City Manager N/C Assistant to the City Manager N/C N/C Assistant to the City Manager Assistant to the
City Manager
Assistant to the
City Manager N/C Assistant to the City Manager
Senior
Management
Analyst
N/C Assistant to the
City Manager Not Surveyed Not Surveyed Not Surveyed
Top Step $ 10,215 $ 11,990 $ 11,185 $ 12,123 $ 13,965 $ 13,615 $ 10,696 $ 13,108 $ 12,278 $ 11,372 $ 11,269 Classic 2.7%@55 2%@55 2%@60 2.7%@55 2.5%@55 2%@60 2.5%@55 2%@60 2.7%@55 2.7%@55 2%@60 Enhanced Formula Cost $ 541 $ 360 $ 145 $ 861 $ 740 $ 177 $ 567 $ 170 $ 872 $ 807 $ 147 Classic Other Retirement Contrib $ -204 $ -224 $ -970 $ -419 $ -749 $ -262 ER Paid Member Contrib $ 970
Single Highest Year $ 61 $ 60 $ 85 $ 84 $ 64 $ 86 $ 80
Social Security $ 633 $ 693 $ 844 $ 813
Deferred Compensation $ 120 $ 242 $ 218 $ 150 $ 307 $ 217 Cafeteria $ 2,671 $ 2,656
Health $ 2,715 $ 2,689 $ 2,656 $ 2,390 $ 2,390 $ 2,376 $ 2,502 $ 2,149 $ 2,201 Dental $ 141 $ 134 $ 156 $ 135 $ 162 $ 128 $ 160 $ 149 $ 116 $ 114 Vision $ 16 $ 23 $ 19 $ 14 $ 23 $ 14 $ 14
Other Ins.
$ 3,887 $ 3,138 $ 3,650 $ 3,859 $ 0 $ 2,946 $ 0 $ 0 $ 3,814 $ 2,405 $ 3,547 $ 0 $ 3,585 $ 3,672 $ 0 $ 2,692 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 75 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Martinez Assistant to the City Manager $13,615 $3,814 $17,429 7/1/2023 unknown unknown 2 City of Hayward Assistant to the City Manager $13,965 $2,946 $16,911 7/1/2023 unknown unknown 3 City of Pittsburg Assistant to the City Manager $13,108 $3,547 $16,655 7/9/2023 unknown unknown 4 City of Antioch Assistant to the City Manager $12,123 $3,859 $15,982 10/8/2023 10/7/2024 3.00% 5 City of Pleasanton Assistant to the City Manager $12,278 $3,585 $15,862 9/2/2023 unknown unknown 6 City of Alameda Assistant to the City Manager $11,990 $3,138 $15,128 7/1/2023 7/1/2024 2.50% 7 City of Richmond Senior Management Analyst $11,372 $3,672 $15,045 1/1/2024 1/1/2025 4.00% 8 City of Albany Assistant to the City Manager $11,185 $3,650 $14,836 11/13/2023 unknown unknown 9 City of El Cerrito1 Assistant to the City Manager $10,215 $3,887 $14,102 7/1/2023 7/1/2024 3.00% 10 City of Walnut Creek Assistant to the City Manager $11,269 $2,692 $13,962 6/25/2023 unknown unknown 11 City of Pinole Assistant to the City Manager $10,696 $2,405 $13,100 7/4/2022 unknown unknown 12 City of Concord N/C
13 City of Hercules N/C
14 City of Livermore N/C
15 City of Pleasant Hill N/C
16 City of San Pablo N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 12,160 $ 15,491
-19.0% -9.9%
$ 12,056 $ 15,495
-18.0% -9.9%
10 10
1 - Control Point
Assistant to the City Manager
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 76 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Martinez Associate Civil Engineer $12,801 $3,740 $16,541 7/1/2023 unknown unknown 2 City of Concord Associate Civil Engineer $12,423 $3,600 $16,022 7/10/2023 7/1/2024 5.00% 3 City of Alameda Associate Civil Engineer $12,321 $3,147 $15,468 7/1/2023 7/1/2024 2.50% 4 City of San Pablo3[Associate Engineer/ Senior Civil Engineer] $12,243 $3,017 $15,260 7/1/2023 7/1/2024 2.00% 5 City of Hayward Associate Civil Engineer $12,155 $3,056 $15,211 7/1/2023 unknown unknown 6 City of Pleasanton [Assistant Engineer II/ Associate Civil Engineer] $12,045 $3,380 $15,426 4/1/2023 4/1/2024 3.00% 7 City of Walnut Creek Associate Engineer $11,729 $2,648 $14,378 6/25/2023 unknown unknown 8 City of Livermore Civil Engineer, Associate $11,610 $2,263 $13,873 10/9/2023 10/7/2024 2.00% + $66.4/mo 9 City of Richmond Associate Civil Engineer $11,372 $3,672 $15,045 1/1/2024 1/1/2025 4.00% 10 City of Antioch Associate Civil Engineer $11,257 $3,549 $14,805 10/8/2023 10/7/2024 3.00% 11 City of Pleasant Hill Associate Engineer $11,181 $2,193 $13,374 11/1/2022 unknown unknown 12 City of Pinole Associate Civil Engineer $10,686 $2,405 $13,091 7/3/2023 7/1/2024 4.00% 13 City of El Cerrito1 Associate Engineer $10,448 $3,910 $14,358 7/1/2023 7/1/2024 3.00% 14 City of Pittsburg2 Associate Engineer $9,768 $3,372 $13,140 7/1/2023 7/1/2024 3.00% 15 City of Albany N/C
16 City of Hercules N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 11,661 $ 14,741
-11.6% -2.7%
$ 11,729 $ 15,045
-12.3% -4.8%
13 13
2 - City of Pittsburg: Reflected salary includes 5% additional compensation for professional engineer license. 3 - City of San Pablo: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - Control Point
Median of Comparators
Associate Engineer
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 77 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Associate
Engineer
Associate Civil
Engineer
N/C Associate Civil
Engineer
Associate Civil
Engineer
Associate Civil
Engineer
N/C Civil Engineer,
Associate
Associate Civil
Engineer
Associate Civil
Engineer
Associate
Engineer
Associate
Engineer
[Assistant
Engineer II/
Associate Civil
Engineer]
Associate Civil
Engineer
[Associate
Engineer/
Senior Civil
Engineer]
Associate
Engineer
Not Surveyed Not Surveyed Not Surveyed
Top Step $ 10,448 $ 12,321 $ 11,257 $ 12,423 $ 12,155 $ 11,610 $ 12,801 $ 10,686 $ 9,768 $ 11,181 $ 12,045 $ 11,372 $ 12,243 $ 11,729 Classic 2.7%@55 2%@55 2.7%@55 2%@55 2.5%@55 2%@60 2%@60 2.5%@55 2%@60 2%@60 2.7%@55 2.7%@55 2.5%@55 2%@60 Enhanced Formula Cost $ 554 $ 370 $ 799 $ 373 $ 644 $ 151 $ 166 $ 566 $ 127 $ 145 $ 855 $ 807 $ 649 $ 152 Classic Other Retirement Contrib $ -209 $ -230 $ -901 $ -365 $ -748 $ -195 $ -282 ER Paid Member Contrib $ 901
Single Highest Year $ 63 $ 62 $ 79 $ 73 $ 64 $ 84 $ 80 $ 73 Social Security $ 648 $ 770 $ 794 $ 606
Deferred Compensation $ 123 $ 163 $ 205 $ 150 $ 120 $ 167 Cafeteria $ 2,671 $ 1,950 $ 2,656
Health $ 2,715 $ 2,689 $ 2,283 $ 2,553 $ 2,390 $ 2,376 $ 2,502 $ 1,905 $ 2,149 $ 2,390 $ 2,201 Dental $ 141 $ 134 $ 174 $ 135 $ 162 $ 128 $ 169 $ 127 $ 149 $ 116 $ 149 $ 114 Vision $ 16 $ 23 $ 19 $ 14 $ 15 $ 23 $ 14 $ 14
Other Ins. $ 38
$ 3,910 $ 3,147 $ 0 $ 3,549 $ 3,600 $ 3,056 $ 0 $ 2,263 $ 3,740 $ 2,405 $ 3,372 $ 2,193 $ 3,380 $ 3,672 $ 3,017 $ 2,648 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 78 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Martinez Associate Civil Engineer $12,801 $3,740 $16,541 7/1/2023 unknown unknown 2 City of Concord Associate Civil Engineer $12,423 $3,600 $16,022 7/10/2023 7/1/2024 5.00% 3 City of Alameda Associate Civil Engineer $12,321 $3,147 $15,468 7/1/2023 7/1/2024 2.50% 4 City of Pleasanton [Assistant Engineer II/ Associate Civil Engineer] $12,045 $3,380 $15,426 4/1/2023 4/1/2024 3.00% 5 City of San Pablo3[Associate Engineer/ Senior Civil Engineer] $12,243 $3,017 $15,260 7/1/2023 7/1/2024 2.00% 6 City of Hayward Associate Civil Engineer $12,155 $3,056 $15,211 7/1/2023 unknown unknown 7 City of Richmond Associate Civil Engineer $11,372 $3,672 $15,045 1/1/2024 1/1/2025 4.00% 8 City of Antioch Associate Civil Engineer $11,257 $3,549 $14,805 10/8/2023 10/7/2024 3.00% 9 City of Walnut Creek Associate Engineer $11,729 $2,648 $14,378 6/25/2023 unknown unknown 10 City of El Cerrito1 Associate Engineer $10,448 $3,910 $14,358 7/1/2023 7/1/2024 3.00% 11 City of Livermore Civil Engineer, Associate $11,610 $2,263 $13,873 10/9/2023 10/7/2024 2.00% + $66.4/mo 12 City of Pleasant Hill Associate Engineer $11,181 $2,193 $13,374 11/1/2022 unknown unknown 13 City of Pittsburg2 Associate Engineer $9,768 $3,372 $13,140 7/1/2023 7/1/2024 3.00% 14 City of Pinole Associate Civil Engineer $10,686 $2,405 $13,091 7/3/2023 7/1/2024 4.00% 15 City of Albany N/C
16 City of Hercules N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 11,661 $ 14,741
-11.6% -2.7%
$ 11,729 $ 15,045
-12.3% -4.8%
13 13
2 - City of Pittsburg: Reflected salary includes 5% additional compensation for professional engineer license. 3 - City of San Pablo: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - Control Point
Median of Comparators
Associate Engineer
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 79 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Pleasanton Associate Planner $11,957 $3,373 $15,329 4/1/2023 4/1/2024 3.00% 2 City of Livermore Planner, Associate $10,848 $2,254 $13,101 10/9/2023 10/7/2024 2.00% + $66.4/mo 3 City of San Pablo Associate Planner $10,840 $2,967 $13,807 7/1/2023 7/1/2024 1.50% 4 City of Hayward Associate Planner $10,251 $3,001 $13,252 7/1/2023 unknown unknown 5 City of Pleasant Hill Associate Planner $9,875 $2,176 $12,051 11/1/2022 unknown unknown 6 City of Walnut Creek Associate Planner $9,592 $2,620 $12,213 6/25/2023 unknown unknown 7 City of Pinole Associate Planner $9,003 $2,423 $11,426 7/3/2023 7/1/2024 4.00% 8 City of Alameda Planner II $8,933 $2,968 $11,901 7/1/2023 7/1/2024 2.50% 9 City of Albany Associate Planner $8,903 $3,479 $12,383 11/13/2023 unknown unknown 10 City of El Cerrito Associate Planner $8,663 $3,860 $12,523 2/7/2024 unknown unknown 11 City of Richmond Associate Planner $8,573 $3,445 $12,019 1/1/2024 1/1/2025 4.00% 12 City of Concord Associate Planner $8,288 $3,219 $11,507 7/10/2023 7/1/2024 5.00% 13 City of Antioch Associate Planner $8,166 $3,308 $11,473 10/8/2023 10/7/2024 3.00% 14 City of Pittsburg Associate Planner $7,924 $3,271 $11,195 7/1/2023 7/1/2024 3.00% 15 City of Martinez Associate Planner $7,660 $3,273 $10,932 7/1/2023 unknown unknown 16 City of Hercules N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 9,344 $ 12,328
-7.9% 1.6%
$ 8,968 $ 12,035
-3.5% 3.9%
14 14
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Associate Planner
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 80 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Associate
Planner Planner II Associate
Planner
Associate
Planner
Associate
Planner
Associate
Planner N/C Planner, Associate
Associate
Planner
Associate
Planner
Associate
Planner
Associate
Planner
Associate
Planner
Associate
Planner
Associate
Planner
Associate
Planner Not Surveyed Not Surveyed Not Surveyed
Top Step $ 8,663 $ 8,933 $ 8,903 $ 8,166 $ 8,288 $ 10,251 $ 10,848 $ 7,660 $ 9,003 $ 7,924 $ 9,875 $ 11,957 $ 8,573 $ 10,840 $ 9,592 Classic 2.7%@55 2%@55 2%@60 2.7%@55 2%@55 2.5%@55 2%@60 2%@60 2.5%@55 2%@60 2%@60 2.7%@55 2.7%@55 2.5%@55 2%@60 Enhanced Formula Cost $ 459 $ 268 $ 116 $ 580 $ 249 $ 543 $ 141 $ 100 $ 477 $ 103 $ 128 $ 849 $ 600 $ 575 $ 125 Classic Other Retirement Contrib $ -43 $ -167 $ -653 $ -308 $ -630 $ -158 $ -249 ER Paid Member Contrib $ 653
Single Highest Year $ 52 $ 45 $ 57 $ 62 $ 54 $ 84 $ 60 $ 65 Social Security $ 537 $ 552 $ 514 $ 475 $ 491
Deferred Compensation $ 163 $ 123 $ 150 $ 120 $ 167
Cafeteria $ 2,671 $ 1,950 $ 2,656
Health $ 2,715 $ 2,689 $ 2,656 $ 2,283 $ 2,553 $ 2,390 $ 2,376 $ 2,502 $ 1,905 $ 2,149 $ 2,390 $ 2,201 Dental $ 141 $ 134 $ 156 $ 174 $ 135 $ 162 $ 128 $ 169 $ 127 $ 149 $ 116 $ 149 $ 114 Vision $ 16 $ 23 $ 19 $ 14 $ 15 $ 23 $ 14 $ 14
Other Ins. $ 38
$ 3,860 $ 2,968 $ 3,479 $ 3,308 $ 3,219 $ 3,001 $ 0 $ 2,254 $ 3,273 $ 2,423 $ 3,271 $ 2,176 $ 3,373 $ 3,445 $ 2,967 $ 2,620 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 81 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Pleasanton Associate Planner $11,957 $3,373 $15,329 4/1/2023 4/1/2024 3.00% 2 City of San Pablo Associate Planner $10,840 $2,967 $13,807 7/1/2023 7/1/2024 1.50% 3 City of Hayward Associate Planner $10,251 $3,001 $13,252 7/1/2023 unknown unknown 4 City of Livermore Planner, Associate $10,848 $2,254 $13,101 10/9/2023 10/7/2024 2.00% + $66.4/mo 5 City of El Cerrito Associate Planner $8,663 $3,860 $12,523 2/7/2024 unknown unknown 6 City of Albany Associate Planner $8,903 $3,479 $12,383 11/13/2023 unknown unknown 7 City of Walnut Creek Associate Planner $9,592 $2,620 $12,213 6/25/2023 unknown unknown 8 City of Pleasant Hill Associate Planner $9,875 $2,176 $12,051 11/1/2022 unknown unknown 9 City of Richmond Associate Planner $8,573 $3,445 $12,019 1/1/2024 1/1/2025 4.00% 10 City of Alameda Planner II $8,933 $2,968 $11,901 7/1/2023 7/1/2024 2.50% 11 City of Concord Associate Planner $8,288 $3,219 $11,507 7/10/2023 7/1/2024 5.00% 12 City of Antioch Associate Planner $8,166 $3,308 $11,473 10/8/2023 10/7/2024 3.00% 13 City of Pinole Associate Planner $9,003 $2,423 $11,426 7/3/2023 7/1/2024 4.00% 14 City of Pittsburg Associate Planner $7,924 $3,271 $11,195 7/1/2023 7/1/2024 3.00% 15 City of Martinez Associate Planner $7,660 $3,273 $10,932 7/1/2023 unknown unknown 16 City of Hercules N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 9,344 $ 12,328
-7.9% 1.6%
$ 8,968 $ 12,035
-3.5% 3.9%
14 14
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Associate Planner
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 82 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Hayward Battalion Chief $21,110 $5,106 $26,216 7/1/2023 unknown unknown 2 San Ramon Valley Fire Protection District Battalion Chief V $20,888 $3,438 $24,326 8/1/2023 unknown unknown 3 City of Alameda Division Chief $19,271 $4,077 $23,348 1/1/2024 1/1/2025 3.00% 4 City of Pleasanton Fire Battalion Chief $18,575 $3,862 $22,437 1/6/2024 1/4/2025 1.00% 5 Contra Costa County Fire Protection District Battalion Chief $18,246 $4,772 $23,018 8/1/2023 7/1/2024 5.00% 6 City of El Cerrito1 Battalion Chief $17,192 $4,230 $21,422 7/1/2023 unknown unknown 7 Rodeo-Hercules Fire Protection District Battalion Chief $16,623 $5,131 $21,754 7/1/2023 unknown unknown 8 City of Richmond Battalion Chief $14,346 $3,789 $18,136 1/1/2024 unknown unknown 9 City of Albany N/C
10 City of Antioch N/C
11 City of Concord N/C
12 City of Hercules N/C
13 City of Livermore N/C
14 City of Martinez N/C
15 City of Pinole N/C
16 City of Pittsburg N/C
17 City of Pleasant Hill N/C
18 City of San Pablo N/C
19 City of Walnut Creek N/C
Top Monthly Total
Monthly
$ 18,437 $ 22,748
-7.2% -6.2%
$ 18,575 $ 23,018
-8.0% -7.4%
7 7
1 - Control Point
Battalion Chief
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 83 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Battalion Chief Division Chief N/C N/C N/C Battalion Chief N/C N/C N/C N/C N/C N/C Fire Battalion Chief Battalion Chief N/C N/C Battalion Chief Battalion Chief Battalion Chief V Top Step $ 17,192 $ 19,271 $ 21,110 $ 18,575 $ 14,346 $ 18,246 $ 16,623 $ 20,888 Classic 3%@50 3%@50 3%@50 3%@55 3%@55 3%@50 3%@50 3%@50 Enhanced Formula Cost $ 1,840 $ 2,062 $ 2,259 $ 1,635 $ 1,262 $ 1,952 $ 1,779 $ 2,235 Classic Other Retirement Contrib $ -688 $ -1,156 $ -1,108 $ -557 $ -430 $ -2,507 ER Paid Member Contrib
Single Highest Year $ 224 $ 251 $ 274 $ 172 $ 237 $ 216 $ 272 Social Security
Deferred Compensation $ 464 $ 75 $ 300
Cafeteria $ 2,656
Health $ 2,715 $ 2,787 $ 3,482 $ 2,149 $ 2,430 $ 2,656 $ 3,144 Dental $ 141 $ 134 $ 168 $ 149 $ 116 $ 77 $ 151 $ 259
Vision $ 31 $ 23 $ 14 $ 30 $ 35
Other Ins.
$ 4,230 $ 4,077 $ 0 $ 0 $ 0 $ 5,106 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 3,862 $ 3,789 $ 0 $ 0 $ 4,772 $ 5,131 $ 3,438 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 84 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Hayward Battalion Chief $21,110 $5,106 $26,216 7/1/2023 unknown unknown 2 San Ramon Valley Fire Protection District Battalion Chief V $20,888 $3,438 $24,326 8/1/2023 unknown unknown 3 City of Alameda Division Chief $19,271 $4,077 $23,348 1/1/2024 1/1/2025 3.00% 4 Contra Costa County Fire Protection District Battalion Chief $18,246 $4,772 $23,018 8/1/2023 7/1/2024 5.00% 5 City of Pleasanton Fire Battalion Chief $18,575 $3,862 $22,437 1/6/2024 1/4/2025 1.00% 6 Rodeo-Hercules Fire Protection District Battalion Chief $16,623 $5,131 $21,754 7/1/2023 unknown unknown 7 City of El Cerrito1 Battalion Chief $17,192 $4,230 $21,422 7/1/2023 unknown unknown 8 City of Richmond Battalion Chief $14,346 $3,789 $18,136 1/1/2024 unknown unknown 9 City of Albany N/C
10 City of Antioch N/C
11 City of Concord N/C
12 City of Hercules N/C
13 City of Livermore N/C
14 City of Martinez N/C
15 City of Pinole N/C
16 City of Pittsburg N/C
17 City of Pleasant Hill N/C
18 City of San Pablo N/C
19 City of Walnut Creek N/C
Top Monthly Total
Monthly
$ 18,437 $ 22,748
-7.2% -6.2%
$ 18,575 $ 23,018
-8.0% -7.4%
7 7
1 - Control Point
Battalion Chief
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 85 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Alameda Financial Services Manager $14,783 $3,212 $17,995 7/1/2023 7/1/2024 2.50% 2 City of Concord1[Budget Officer/ Financial Operations Manager] $14,537 $4,283 $18,820 7/10/2023 7/1/2024 5.00% 3 City of Richmond Budget Administrator $13,808 $3,862 $17,670 1/1/2024 1/1/2025 4.00% 4 City of Walnut Creek Finance Manager $13,741 $2,724 $16,465 6/25/2023 unknown unknown 5 City of El Cerrito2 Budget/Financial Services Manager $13,638 $4,233 $17,871 7/1/2023 7/1/2024 3.00% 6 City of Pleasanton Financial Services Manager - Budget and Treasury $12,846 $3,644 $16,489 9/2/2023 unknown unknown 7 City of Hercules Financial Services Manager $12,808 $3,049 $15,857 7/1/2023 unknown unknown 8 City of Antioch Deputy Finance Director $12,737 $3,919 $16,656 10/8/2023 10/7/2024 3.00% 9 City of Hayward Budget Officer $12,673 $2,908 $15,582 7/1/2023 unknown unknown 10 City of Albany N/C
11 City of Livermore N/C
12 City of Martinez N/C
13 City of Pinole N/C
14 City of Pittsburg N/C
15 City of Pleasant Hill N/C
16 City of San Pablo N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 13,492 $ 16,942

1.1% 5.2%
$ 13,293 $ 16,573

2.5% 7.3%
8 8
2 - Control Point
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - City of Concord: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches.

Median of Comparators
Budget/Financial Services Manager
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 86 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Budget/Financi
al Services
Manager
Financial
Services
Manager
N/C Deputy Finance
Director
[Budget Officer/
Financial
Operations
Manager]
Budget Officer
Financial
Services
Manager

N/C N/C N/C N/C N/C
Financial
Services
Manager -
Budget and
Treasury
Budget
Administrator N/C Finance Manager
Not Surveyed Not Surveyed Not Surveyed
Top Step $ 13,638 $ 14,783 $ 12,737 $ 14,537 $ 12,673 $ 12,808 $ 12,846 $ 13,808 $ 13,741 Classic 2.7%@55 2%@55 2.7%@55 2%@55 2.5%@55 2%@55 2.7%@55 2.7%@55 2%@60 Enhanced Formula Cost $ 723 $ 443 $ 904 $ 436 $ 672 $ 384 $ 912 $ 980 $ 179 Classic Other Retirement Contrib $ -273 $ -276 $ -1,019 $ -380 $ -384 ER Paid Member Contrib $ 1,019
Single Highest Year $ 82 $ 74 $ 89 $ 76 $ 64 $ 90 $ 97
Social Security $ 846 $ 871
Deferred Compensation $ 148 $ 255 $ 519 $ 320 $ 321 $ 217 Cafeteria $ 2,671 $ 2,656
Health $ 2,715 $ 2,689 $ 2,283 $ 2,390 $ 2,470 $ 2,149 $ 2,201 Dental $ 141 $ 134 $ 174 $ 135 $ 182 $ 149 $ 116 $ 114
Vision $ 16 $ 13 $ 23 $ 14 $ 14
Other Ins.
$ 4,233 $ 3,212 $ 0 $ 3,919 $ 4,283 $ 2,908 $ 3,049 $ 0 $ 0 $ 0 $ 0 $ 0 $ 3,644 $ 3,862 $ 0 $ 2,724 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 87 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Concord1[Budget Officer/ Financial Operations Manager] $14,537 $4,283 $18,820 7/10/2023 7/1/2024 5.00% 2 City of Alameda Financial Services Manager $14,783 $3,212 $17,995 7/1/2023 7/1/2024 2.50% 3 City of El Cerrito2 Budget/Financial Services Manager $13,638 $4,233 $17,871 7/1/2023 7/1/2024 3.00% 4 City of Richmond Budget Administrator $13,808 $3,862 $17,670 1/1/2024 1/1/2025 4.00% 5 City of Antioch Deputy Finance Director $12,737 $3,919 $16,656 10/8/2023 10/7/2024 3.00% 6 City of Pleasanton Financial Services Manager - Budget and Treasury $12,846 $3,644 $16,489 9/2/2023 unknown unknown 7 City of Walnut Creek Finance Manager $13,741 $2,724 $16,465 6/25/2023 unknown unknown 8 City of Hercules Financial Services Manager $12,808 $3,049 $15,857 7/1/2023 unknown unknown 9 City of Hayward Budget Officer $12,673 $2,908 $15,582 7/1/2023 unknown unknown 10 City of Albany N/C
11 City of Livermore N/C
12 City of Martinez N/C
13 City of Pinole N/C
14 City of Pittsburg N/C
15 City of Pleasant Hill N/C
16 City of San Pablo N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 13,492 $ 16,942

1.1% 5.2%
$ 13,293 $ 16,573

2.5% 7.3%
8 8
2 - Control Point
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - City of Concord: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches.

Median of Comparators
Budget/Financial Services Manager
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 88 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Pleasanton Building Inspector $10,756 $3,267 $14,023 4/1/2023 4/1/2024 3.00% 2 City of Alameda1[Combination Building Inspector II/ Senior Combination Building Inspector] $9,865 $2,984 $12,849 7/1/2023 7/1/2024 2.50% 3 City of Hayward Building Inspector $9,758 $2,987 $12,745 7/1/2023 unknown unknown 4 City of Livermore Building Inspector II $9,654 $2,238 $11,892 10/9/2023 10/7/2024 2.00% + $66.4/mo 5 City of Walnut Creek Building Inspector $9,305 $2,550 $11,855 6/25/2023 unknown unknown 6 City of San Pablo Building Inspector $9,163 $2,906 $12,069 7/1/2023 7/1/2024 2.00% 7 City of Pleasant Hill Building Inspector $9,053 $2,165 $11,218 9/1/2023 9/1/2024 3.25% 8 City of Martinez Building Inspector II $8,941 $3,242 $12,182 7/1/2023 7/1/2024 2.50% - 4.50% 9 City of Pinole Building Inspector II $8,774 $2,426 $11,200 7/3/2023 7/1/2024 4.00% 10 City of Concord Building Inspector $8,699 $3,257 $11,956 7/10/2023 7/1/2024 4.00% 11 City of Pittsburg Combination Building Inspector $8,317 $3,292 $11,609 7/1/2023 7/1/2024 3.00% 12 City of Antioch Building Inspector II $8,258 $3,315 $11,572 10/8/2023 10/7/2024 3.00% 13 City of El Cerrito Building Inspector II $8,180 $3,804 $11,984 2/7/2024 unknown unknown 14 City of Albany Building Inspector II $8,026 $3,413 $11,439 10/1/2023 10/1/2024 3.00% 15 City of Richmond Building Inspector $7,822 $3,387 $11,209 1/1/2024 1/1/2025 4.00% 16 City of Hercules N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 9,028 $ 11,987
-10.4% -0.0%
$ 8,997 $ 11,874
-10.0% 0.9%
14 14
1 - City of Alameda: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.

Building Inspector II
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 89 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Building
Inspector II
[Combination
Building
Inspector II/
Senior
Combination
Building
Inspector]
Building
Inspector II
Building
Inspector II
Building
Inspector
Building
Inspector
N/C Building
Inspector II
Building
Inspector II
Building
Inspector II
Combination
Building
Inspector
Building
Inspector
Building
Inspector
Building
Inspector
Building
Inspector
Building
Inspector
Not Surveyed Not Surveyed Not Surveyed
Top Step $ 8,180 $ 9,865 $ 8,026 $ 8,258 $ 8,699 $ 9,758 $ 9,654 $ 8,941 $ 8,774 $ 8,317 $ 9,053 $ 10,756 $ 7,822 $ 9,163 $ 9,305 Classic 2.7%@55 2%@55 2%@60 2.7%@55 2%@55 2.5%@55 2%@60 2%@60 2.5%@55 2%@60 2%@60 2.7%@55 2.7%@55 2.5%@55 2%@60 Enhanced Formula Cost $ 434 $ 296 $ 104 $ 586 $ 261 $ 517 $ 126 $ 116 $ 465 $ 108 $ 118 $ 764 $ 548 $ 486 $ 121 Classic Other Retirement Contrib $ -41 $ -184 $ -661 $ -293 $ -614 $ -166 $ -211 ER Paid Member Contrib $ 661
Single Highest Year $ 49 $ 49 $ 58 $ 59 $ 53 $ 75 $ 55 $ 55 Social Security $ 507 $ 498 $ 539 $ 554 $ 516
Deferred Compensation $ 163 $ 150 $ 108 $ 100
Cafeteria $ 2,671 $ 1,950 $ 2,656
Health $ 2,715 $ 2,689 $ 2,656 $ 2,283 $ 2,553 $ 2,386 $ 2,376 $ 2,502 $ 1,905 $ 2,149 $ 2,390 $ 2,201 Dental $ 141 $ 134 $ 156 $ 174 $ 135 $ 162 $ 128 $ 169 $ 127 $ 149 $ 116 $ 149 $ 114 Vision $ 16 $ 23 $ 19 $ 14 $ 15 $ 23 $ 14 $ 14
Other Ins. $ 38
$ 3,804 $ 2,984 $ 3,413 $ 3,315 $ 3,257 $ 2,987 $ 0 $ 2,238 $ 3,242 $ 2,426 $ 3,292 $ 2,165 $ 3,267 $ 3,387 $ 2,906 $ 2,550 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 90 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Pleasanton Building Inspector $10,756 $3,267 $14,023 4/1/2023 4/1/2024 3.00% 2 City of Alameda1[Combination Building Inspector II/ Senior Combination Building Inspector] $9,865 $2,984 $12,849 7/1/2023 7/1/2024 2.50% 3 City of Hayward Building Inspector $9,758 $2,987 $12,745 7/1/2023 unknown unknown 4 City of Martinez Building Inspector II $8,941 $3,242 $12,182 7/1/2023 7/1/2024 2.50% - 4.50% 5 City of San Pablo Building Inspector $9,163 $2,906 $12,069 7/1/2023 7/1/2024 2.00% 6 City of El Cerrito Building Inspector II $8,180 $3,804 $11,984 2/7/2024 unknown unknown 7 City of Concord Building Inspector $8,699 $3,257 $11,956 7/10/2023 7/1/2024 4.00% 8 City of Livermore Building Inspector II $9,654 $2,238 $11,892 10/9/2023 10/7/2024 2.00% + $66.4/mo 9 City of Walnut Creek Building Inspector $9,305 $2,550 $11,855 6/25/2023 unknown unknown 10 City of Pittsburg Combination Building Inspector $8,317 $3,292 $11,609 7/1/2023 7/1/2024 3.00% 11 City of Antioch Building Inspector II $8,258 $3,315 $11,572 10/8/2023 10/7/2024 3.00% 12 City of Albany Building Inspector II $8,026 $3,413 $11,439 10/1/2023 10/1/2024 3.00% 13 City of Pleasant Hill Building Inspector $9,053 $2,165 $11,218 9/1/2023 9/1/2024 3.25% 14 City of Richmond Building Inspector $7,822 $3,387 $11,209 1/1/2024 1/1/2025 4.00% 15 City of Pinole Building Inspector II $8,774 $2,426 $11,200 7/3/2023 7/1/2024 4.00% 16 City of Hercules N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 9,028 $ 11,987
-10.4% -0.0%
$ 8,997 $ 11,874
-10.0% 0.9%
14 14
1 - City of Alameda: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.

Building Inspector II
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 91 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Alameda Building Official $16,346 $3,253 $19,599 7/1/2023 7/1/2024 2.50% 2 City of Concord Chief Building Official $15,811 $4,360 $20,171 7/10/2023 7/1/2024 5.00% 3 City of San Pablo Chief Building Official/Plan Checker $15,613 $3,139 $18,752 7/1/2023 7/1/2024 2.00% 4 City of Hayward2[Code Enforcement Manager/ City Building Official] $15,587 $2,993 $18,580 7/1/2023 unknown unknown 5 City of Martinez Chief Building Official $15,433 $3,894 $19,327 7/1/2023 unknown unknown 6 City of Livermore Building Official $15,366 $2,551 $17,916 7/3/2023 7/1/2024 2.50% 7 City of Walnut Creek Chief Building Official $15,280 $2,744 $18,024 6/25/2023 unknown unknown 8 City of Richmond Building Official $15,240 $3,974 $19,214 1/1/2024 1/1/2025 4.00% 9 City of Pleasanton Chief Building Official $15,077 $3,873 $18,950 9/2/2023 unknown unknown 10 City of Pinole Building Official $14,559 $2,362 $16,921 7/4/2022 unknown unknown 11 City of Pittsburg Chief Building Official $14,279 $3,606 $17,885 7/1/2023 7/1/2024 3.00% 12 City of Pleasant Hill Chief Building Official $13,622 $2,633 $16,255 9/1/2023 9/1/2024 3.25% 13 City of Antioch Building Inspections Services Manager $13,382 $3,982 $17,364 10/8/2023 10/7/2024 3.00% 14 City of El Cerrito1 Building Official $12,987 $4,167 $17,154 7/1/2023 7/1/2024 3.00% 15 City of Albany N/C
16 City of Hercules N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 15,046 $ 18,381
-15.9% -7.2%
$ 15,280 $ 18,580
-17.7% -8.3%
13 13
2 - City of Hayward: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. % City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - Control Point
Median of Comparators
Building Official
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 92 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Building
Official Building Official N/C
Building
Inspections
Services
Manager
Chief Building
Official
[Code
Enforcement
Manager/ City
Building Official]
N/C Building Official Chief Building
Official Building Official Chief Building Official
Chief Building
Official
Chief Building
Official Building Official
Chief Building
Official/Plan
Checker
Chief Building
Official Not Surveyed Not Surveyed Not Surveyed
Top Step $ 12,987 $ 16,346 $ 13,382 $ 15,811 $ 15,587 $ 15,366 $ 15,433 $ 14,559 $ 14,279 $ 13,622 $ 15,077 $ 15,240 $ 15,613 $ 15,280 Classic 2.7%@55 2%@55 2.7%@55 2%@55 2.5%@55 2%@60 2%@60 2.5%@55 2%@60 2%@60 2.7%@55 2.7%@55 2.5%@55 2%@60 Enhanced Formula Cost $ 688 $ 490 $ 950 $ 474 $ 826 $ 200 $ 201 $ 772 $ 186 $ 177 $ 1,070 $ 1,082 $ 827 $ 199 Classic Other Retirement Contrib $ -260 $ -305 $ -1,071 $ -468 $ -1,019 $ -286 $ -359 ER Paid Member Contrib $ 1,071
Single Highest Year $ 78 $ 82 $ 94 $ 94 $ 87 $ 106 $ 107 $ 94 Social Security $ 805 $ 871 $ 871 $ 871
Deferred Compensation $ 163 $ 268 $ 558 $ 401 $ 247 $ 150 $ 409 $ 377 $ 217 Cafeteria $ 2,671 $ 1,950 $ 2,656
Health $ 2,715 $ 2,689 $ 2,283 $ 2,390 $ 2,390 $ 2,376 $ 2,502 $ 1,905 $ 2,149 $ 2,390 $ 2,201 Dental $ 141 $ 134 $ 174 $ 135 $ 162 $ 128 $ 169 $ 127 $ 149 $ 116 $ 149 $ 114 Vision $ 16 $ 23 $ 19 $ 14 $ 15 $ 23 $ 14 $ 14
Other Ins. $ 38
$ 4,167 $ 3,253 $ 0 $ 3,982 $ 4,360 $ 2,993 $ 0 $ 2,551 $ 3,894 $ 2,362 $ 3,606 $ 2,633 $ 3,873 $ 3,974 $ 3,139 $ 2,744 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 93 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Concord Chief Building Official $15,811 $4,360 $20,171 7/10/2023 7/1/2024 5.00% 2 City of Alameda Building Official $16,346 $3,253 $19,599 7/1/2023 7/1/2024 2.50% 3 City of Martinez Chief Building Official $15,433 $3,894 $19,327 7/1/2023 unknown unknown 4 City of Richmond Building Official $15,240 $3,974 $19,214 1/1/2024 1/1/2025 4.00% 5 City of Pleasanton Chief Building Official $15,077 $3,873 $18,950 9/2/2023 unknown unknown 6 City of San Pablo Chief Building Official/Plan Checker $15,613 $3,139 $18,752 7/1/2023 7/1/2024 2.00% 7 City of Hayward2[Code Enforcement Manager/ City Building Official] $15,587 $2,993 $18,580 7/1/2023 unknown unknown 8 City of Walnut Creek Chief Building Official $15,280 $2,744 $18,024 6/25/2023 unknown unknown 9 City of Livermore Building Official $15,366 $2,551 $17,916 7/3/2023 7/1/2024 2.50% 10 City of Pittsburg Chief Building Official $14,279 $3,606 $17,885 7/1/2023 7/1/2024 3.00% 11 City of Antioch Building Inspections Services Manager $13,382 $3,982 $17,364 10/8/2023 10/7/2024 3.00% 12 City of El Cerrito1 Building Official $12,987 $4,167 $17,154 7/1/2023 7/1/2024 3.00% 13 City of Pinole Building Official $14,559 $2,362 $16,921 7/4/2022 unknown unknown 14 City of Pleasant Hill Chief Building Official $13,622 $2,633 $16,255 9/1/2023 9/1/2024 3.25% 15 City of Albany N/C
16 City of Hercules N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 15,046 $ 18,381
-15.9% -7.2%
$ 15,280 $ 18,580
-17.7% -8.3%
13 13
2 - City of Hayward: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. % City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - Control Point
Median of Comparators
Building Official
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 94 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Walnut Creek Program Assistant II (Pre-School Teacher) $30.00 N/A N/A 12/24/2023 unknown unknown 2 City of Concord Preschool Teacher $27.52 N/A N/A 1/1/2024 unknown unknown 3 City of Pleasanton Preschool Teacher $25.28 N/A N/A 4/1/2023 unknown unknown 4 City of Hercules Recreation Leader II (Childcare) $25.08 N/A N/A 7/1/2023 unknown unknown 5 City of El Cerrito1 Childcare Teacher II (Childcare Teacher - FT Preschool) $24.85 N/A N/A 2/7/2024 unknown unknown 6 City of Alameda Tiny Tot Instructor $22.11 N/A N/A 6/4/2023 unknown unknown 7 City of San Pablo Recreation Specialist $19.97 N/A N/A 7/1/2023 unknown unknown 8 City of Pinole Recreation Leader (Tiny Tots) $19.45 N/A N/A 1/1/2024 unknown unknown 9 City of Albany N/C
10 City of Antioch N/C
11 City of Hayward N/C
12 City of Livermore N/C
13 City of Martinez N/C
14 City of Pittsburg N/C
15 City of Pleasant Hill N/C
16 City of Richmond N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 24.20 N/A

2.6% N/A
$ 25.08 N/A
-0.9% N/A
7 N/A
1 - Hourly benchmark classification, not reporting benefits.

Childcare Teacher II (Childcare Teacher - FT Preschool) Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 95 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Childcare
Teacher II
(Childcare
Teacher - FT
Preschool)
Tiny Tot
Instructor
N/C N/C Preschool
Teacher N/C
Recreation
Leader II
(Childcare)

N/C N/C
Recreation
Leader (Tiny
Tots)
N/C N/C Preschool
Teacher N/C Recreation Specialist
Program
Assistant II (PreSchool Teacher)Not Surveyed Not Surveyed Not Surveyed Top Step $ 24.85 $ 22.11 $ 27.52 $ 25.08 $ 19.45 $ 25.28 $ 19.97 $ 30.00 Classic1
Enhanced Formula Cost
Classic Other Retirement Contrib
ER Paid Member Contrib
Single Highest Year
Social Security
Deferred Compensation
Cafeteria
Health
Dental
Vision
Other Ins.
$ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 N/C - Non Comparator
1 - City of El Cerrito: Hourly benchmark classification, not reporting benefits.

Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 96 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Walnut Creek Program Assistant II (Pre-School Teacher) $30.00 N/A N/A 12/24/2023 unknown unknown 2 City of Concord Preschool Teacher $27.52 N/A N/A 1/1/2024 unknown unknown 3 City of Pleasanton Preschool Teacher $25.28 N/A N/A 4/1/2023 unknown unknown 4 City of Hercules Recreation Leader II (Childcare) $25.08 N/A N/A 7/1/2023 unknown unknown 5 City of El Cerrito1 Childcare Teacher II (Childcare Teacher - FT Preschool) $24.85 N/A N/A 2/7/2024 unknown unknown 6 City of Alameda Tiny Tot Instructor $22.11 N/A N/A 6/4/2023 unknown unknown 7 City of San Pablo Recreation Specialist $19.97 N/A N/A 7/1/2023 unknown unknown 8 City of Pinole Recreation Leader (Tiny Tots) $19.45 N/A N/A 1/1/2024 unknown unknown 9 City of Albany N/C
10 City of Antioch N/C
11 City of Hayward N/C
12 City of Livermore N/C
13 City of Martinez N/C
14 City of Pittsburg N/C
15 City of Pleasant Hill N/C
16 City of Richmond N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 24.20 N/A

2.6% N/A
$ 25.08 N/A
-0.9% N/A
7 N/A
1 - Hourly benchmark classification, not reporting benefits.

Childcare Teacher II (Childcare Teacher - FT Preschool) Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 97 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Alameda City Clerk $19,354 $3,332 $22,686 7/1/2023 7/1/2024 2.50% 2 City of Richmond City Clerk $17,436 $4,494 $21,930 1/1/2024 1/1/2025 4.00% 3 City of Albany1 City Clerk $17,227 $3,906 $21,133 11/13/2023 unknown unknown 4 City of El Cerrito2 City Clerk $15,251 $4,321 $19,572 7/1/2023 7/1/2024 3.00% 5 City of Hayward City Clerk $14,826 $3,018 $17,844 7/1/2023 unknown unknown 6 City of Pleasanton City Clerk $14,205 $3,784 $17,989 9/2/2023 unknown unknown 7 City of Walnut Creek City Clerk $13,777 $2,725 $16,502 6/25/2023 unknown unknown 8 City of Pinole City Clerk $13,392 $2,375 $15,766 7/3/2023 unknown unknown 9 City of Concord City Clerk $13,345 $4,171 $17,516 7/10/2023 7/1/2024 5.00% 10 City of Livermore City Clerk $13,279 $2,523 $15,803 7/3/2023 7/1/2024 2.50% 11 City of Pleasant Hill City Clerk $13,219 $2,616 $15,834 9/1/2023 9/1/2024 3.25% 12 City of Pittsburg Director of City Clerk Services $13,108 $3,547 $16,655 7/9/2023 unknown unknown 13 City of Martinez Assistant City Clerk $10,357 $3,518 $13,875 7/1/2023 unknown unknown 14 City of Antioch N/C
15 City of Hercules N/C
16 City of San Pablo N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 14,460 $ 17,794

5.2% 9.1%
$ 13,584 $ 17,086

10.9% 12.7%
12 12
2 - Control Point
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - City of Albany: Top monthly salary includes additional 2.5% management incentive pay.

Median of Comparators
City Clerk
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 98 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
City Clerk City Clerk City Clerk N/C City Clerk City Clerk N/C City Clerk Assistant City Clerk City Clerk Director of City Clerk Services City Clerk City Clerk City Clerk N/C City Clerk Not Surveyed Not Surveyed Not Surveyed Top Step $ 15,251 $ 19,354 $ 17,227 $ 13,345 $ 14,826 $ 13,279 $ 10,357 $ 13,392 $ 13,108 $ 13,219 $ 14,205 $ 17,436 $ 13,777 Classic 2.7%@55 2%@55 2%@60 2%@55 2.5%@55 2%@60 2%@60 2.5%@55 2%@60 2%@60 2.7%@55 2.7%@55 2%@60 Enhanced Formula Cost $ 808 $ 581 $ 224 $ 400 $ 786 $ 173 $ 135 $ 710 $ 170 $ 172 $ 1,009 $ 1,238 $ 179 Classic Other Retirement Contrib $ -305 $ -362 $ -741 $ -937 $ -262 ER Paid Member Contrib
Single Highest Year $ 92 $ 97 $ 89 $ 80 $ 99 $ 122
Social Security $ 871 $ 871 $ 827 $ 642 $ 813
Deferred Compensation $ 194 $ 487 $ 401 $ 166 $ 150 $ 397 $ 355 $ 349 $ 217 Cafeteria $ 1,950 $ 2,656
Health $ 2,715 $ 2,689 $ 2,656 $ 2,283 $ 2,734 $ 2,390 $ 2,376 $ 2,502 $ 1,905 $ 2,149 $ 2,201 Dental $ 141 $ 134 $ 156 $ 174 $ 135 $ 162 $ 128 $ 160 $ 127 $ 149 $ 116 $ 114 Vision $ 16 $ 23 $ 19 $ 14 $ 15 $ 23 $ 14 $ 14
Other Ins.
$ 4,321 $ 3,332 $ 3,906 $ 0 $ 4,171 $ 3,018 $ 0 $ 2,523 $ 3,518 $ 2,375 $ 3,547 $ 2,616 $ 3,784 $ 4,494 $ 0 $ 2,725 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 99 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Alameda City Clerk $19,354 $3,332 $22,686 7/1/2023 7/1/2024 2.50% 2 City of Richmond City Clerk $17,436 $4,494 $21,930 1/1/2024 1/1/2025 4.00% 3 City of Albany1 City Clerk $17,227 $3,906 $21,133 11/13/2023 unknown unknown 4 City of El Cerrito2 City Clerk $15,251 $4,321 $19,572 7/1/2023 7/1/2024 3.00% 5 City of Pleasanton City Clerk $14,205 $3,784 $17,989 9/2/2023 unknown unknown 6 City of Hayward City Clerk $14,826 $3,018 $17,844 7/1/2023 unknown unknown 7 City of Concord City Clerk $13,345 $4,171 $17,516 7/10/2023 7/1/2024 5.00% 8 City of Pittsburg Director of City Clerk Services $13,108 $3,547 $16,655 7/9/2023 unknown unknown 9 City of Walnut Creek City Clerk $13,777 $2,725 $16,502 6/25/2023 unknown unknown 10 City of Pleasant Hill City Clerk $13,219 $2,616 $15,834 9/1/2023 9/1/2024 3.25% 11 City of Livermore City Clerk $13,279 $2,523 $15,803 7/3/2023 7/1/2024 2.50% 12 City of Pinole City Clerk $13,392 $2,375 $15,766 7/3/2023 unknown unknown 13 City of Martinez Assistant City Clerk $10,357 $3,518 $13,875 7/1/2023 unknown unknown 14 City of Antioch N/C
15 City of Hercules N/C
16 City of San Pablo N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 14,460 $ 17,794

5.2% 9.1%
$ 13,584 $ 17,086

10.9% 12.7%
12 12
2 - Control Point
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - City of Albany: Top monthly salary includes additional 2.5% management incentive pay.

Median of Comparators
City Clerk
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 100 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Richmond Director of Community Development $22,088 $4,950 $27,038 1/1/2024 1/1/2025 4.00% 2 City of Walnut Creek Community Development Director $20,313 $2,810 $23,122 6/25/2023 unknown unknown 3 City of Alameda1[Economic Development Manager/ Planning, Building and Transportation Director] $19,717 $3,342 $23,059 7/1/2023 7/1/2024 2.50% 4 City of San Pablo Community Development Director $19,649 $3,284 $22,933 7/1/2023 7/1/2024 2.00% 5 City of Hayward5[Economic Development Manager/ Director of Development Services] $19,373 $3,059 $22,432 7/1/2023 unknown unknown 6 City of Concord Director of Economic and Community Development $19,019 $4,636 $23,655 7/10/2023 7/1/2024 5.00% 7 City of Martinez Community and Economic Development Director $19,014 $3,998 $23,012 7/1/2023 unknown unknown 8 City of Albany2 Community Development Director $17,227 $3,906 $21,133 11/13/2023 unknown unknown 9 City of Pinole Community Development Director $16,825 $2,337 $19,162 7/4/2022 unknown unknown 10 City of Antioch3[Economic Development Director/Community Development Director] $16,388 $4,768 $21,156 10/8/2023 10/7/2024 3.00% 11 City of El Cerrito4 Community Development Director $16,078 $4,353 $20,431 7/1/2023 7/1/2024 3.00% 12 City of Hercules N/C
13 City of Livermore N/C
14 City of Pittsburg N/C
15 City of Pleasant Hill N/C
16 City of Pleasanton N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top
Monthly
Total
Monthly
$ 18,961 $ 22,670
-17.9% -11.0%
$ 19,196 $ 22,972
-19.4% -12.4%
10 10
2 - City of Albany: Top monthly salary includes additional 2.5% management incentive pay. 3 - City of Antioch: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 4 - Control Point
5 - City of Hayward: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. % City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - City of Alameda: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Median of Comparators
Community Development Director
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 101 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Community
Development
Director
[Economic
Development
Manager/
Planning,
Building and
Transportation
Director]
Community
Development
Director
[Economic
Development
Director/Comm
unity
Development
Director]
Director of
Economic and
Community
Development
[Economic
Development
Manager/
Director of
Development
Services]

N/C N/C
Community and
Economic
Development
Director
Community
Development
Director

N/C N/C N/C
Director of
Community
Development
Community
Development
Director
Community
Development
Director
Not Surveyed Not Surveyed Not Surveyed
Top Step $ 16,078 $ 19,717 $ 17,227 $ 16,388 $ 19,019 $ 19,373 $ 19,014 $ 16,825 $ 22,088 $ 19,649 $ 20,313 Classic 2.7%@55 2%@55 2%@60 2.7%@55 2%@55 2.5%@55 2%@60 2.5%@55 2.7%@55 2.5%@55 2%@60 Enhanced Formula Cost $ 852 $ 592 $ 224 $ 1,164 $ 571 $ 1,027 $ 247 $ 892 $ 1,568 $ 1,041 $ 264 Classic Other Retirement Contrib $ -322 $ -368 $ -1,311 $ -969 $ -1,178 $ -452 ER Paid Member Contrib $ 1,311
Single Highest Year $ 96 $ 99 $ 115 $ 116 $ 101 $ 155 $ 118 Social Security $ 871 $ 871 $ 871 $ 871
Deferred Compensation $ 197 $ 819 $ 737 $ 304 $ 442 $ 217 Cafeteria $ 2,671 $ 2,656
Health $ 2,715 $ 2,689 $ 2,656 $ 2,283 $ 2,734 $ 2,390 $ 2,376 $ 2,390 $ 2,201 Dental $ 141 $ 134 $ 156 $ 174 $ 135 $ 162 $ 128 $ 116 $ 149 $ 114 Vision $ 16 $ 23 $ 19 $ 14 $ 14
Other Ins. $ 38
$ 4,353 $ 3,342 $ 3,906 $ 4,768 $ 4,636 $ 3,059 $ 0 $ 0 $ 3,998 $ 2,337 $ 0 $ 0 $ 0 $ 4,950 $ 3,284 $ 2,810 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 102 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Richmond Director of Community Development $22,088 $4,950 $27,038 1/1/2024 1/1/2025 4.00% 2 City of Concord Director of Economic and Community Development $19,019 $4,636 $23,655 7/10/2023 7/1/2024 5.00% 3 City of Walnut Creek Community Development Director $20,313 $2,810 $23,122 6/25/2023 unknown unknown 4 City of Alameda1[Economic Development Manager/ Planning, Building and Transportation Director] $19,717 $3,342 $23,059 7/1/2023 7/1/2024 2.50% 5 City of Martinez Community and Economic Development Director $19,014 $3,998 $23,012 7/1/2023 unknown unknown 6 City of San Pablo Community Development Director $19,649 $3,284 $22,933 7/1/2023 7/1/2024 2.00% 7 City of Hayward5[Economic Development Manager/ Director of Development Services] $19,373 $3,059 $22,432 7/1/2023 unknown unknown 8 City of Antioch3[Economic Development Director/Community Development Director] $16,388 $4,768 $21,156 10/8/2023 10/7/2024 3.00% 9 City of Albany2 Community Development Director $17,227 $3,906 $21,133 11/13/2023 unknown unknown 10 City of El Cerrito4 Community Development Director $16,078 $4,353 $20,431 7/1/2023 7/1/2024 3.00% 11 City of Pinole Community Development Director $16,825 $2,337 $19,162 7/4/2022 unknown unknown 12 City of Hercules N/C
13 City of Livermore N/C
14 City of Pittsburg N/C
15 City of Pleasant Hill N/C
16 City of Pleasanton N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top
Monthly
Total
Monthly
$ 18,961 $ 22,670
-17.9% -11.0%
$ 19,196 $ 22,972
-19.4% -12.4%
10 10
2 - City of Albany: Top monthly salary includes additional 2.5% management incentive pay. 3 - City of Antioch: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 4 - Control Point
5 - City of Hayward: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. % City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - City of Alameda: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Median of Comparators
Community Development Director
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 103 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of San Pablo Police Services Technician (37.5) $ 8,128 $ 2,869 $ 10,997 7/1/2023 7/1/2024 2.00% 2 City of Hayward Community Service Officer $ 7,631 $ 2,857 $ 10,488 7/1/2023 unknown unknown 3 City of Pleasanton Community Services Officer $ 7,408 $ 2,972 $ 10,381 4/1/2023 4/1/2024 3.00% 4 City of Alameda Police Technician $ 6,887 $ 2,790 $ 9,677 7/1/2023 7/1/2024 2.50% 5 City of El Cerrito Community Service Officer $ 6,805 $ 3,406 $ 10,211 7/1/2023 unknown unknown 6 City of Pleasant Hill Community Service Officer II $ 6,698 $ 3,449 $ 10,146 7/1/2023 7/1/2024 3.25% 7 City of Livermore Community Service Specialist $ 6,687 $ 2,199 $ 8,886 10/9/2023 10/7/2024 2.00% + $66.4/mo 8 City of Pinole Community Services Officer $ 6,653 $ 2,449 $ 9,102 7/3/2023 7/1/2024 4.00% 9 City of Pittsburg Community Services Specialist $ 6,612 $ 3,199 $ 9,811 7/1/2023 7/1/2024 3.00% 10 City of Martinez Police Assistant (37.5 hr) $ 6,454 $ 3,100 $ 9,555 7/1/2023 7/1/2024 2.50% - 4.50% 11 City of Antioch Community Services Officer $ 6,165 $ 3,185 $ 9,350 9/10/2023 9/8/2024 3.00% 12 City of Walnut Creek Police Services Officer $ 6,149 $ 2,463 $ 8,612 6/25/2023 unknown unknown 13 City of Concord Community Service Officer $ 6,003 $ 3,009 $ 9,012 7/10/2023 7/1/2024 4.00% 14 City of Richmond Police Assistant $ 5,357 $ 3,198 $ 8,555 1/1/2024 1/1/2025 4.00% 15 City of Albany N/C
16 City of Hercules N/C
17 Contra Costa County Fire Not Surveyed
18 Rodeo-Hercules Fire Protection Not Surveyed
19 San Ramon Valley Fire Protection Not Surveyed
Top Monthly Total
Monthly
$ 6,679 $ 9,582

1.8% 6.2%
$ 6,653 $ 9,555

2.2% 6.4%
13 13
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Community Service Officer
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 104 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Community
Service Officer
Police
Technician N/C Community Services Officer
Community
Service Officer
Community
Service Officer N/C
Community
Service
Specialist
Police Assistant Community
Services Officer
Community
Services
Specialist
Community
Service Officer II
Community
Services Officer Police Assistant
Police Services
Technician
(37.5)
Police Services
Officer Not Surveyed Not Surveyed Not Surveyed
Top Step $ 6,805 $ 6,887 $ 6,165 $ 6,003 $ 7,631 $ 6,687 $ 6,454 $ 6,653 $ 6,612 $ 6,698 $ 7,408 $ 5,357 $ 8,128 $ 6,149 Classic 2.7%@55 2%@55 2.7%@55 2%@55 2.5%@55 2%@60 2%@60 2.5%@55 2%@60 2%@60 2.7%@55 2.7%@55 2.5%@55 2%@60 Enhanced Formula Cost $ 361 $ 207 $ 438 $ 180 $ 404 $ 87 $ 84 $ 353 $ 86 $ 87 $ 526 $ 375 $ 431 $ 80 Classic Other Retirement Contrib $ -272 $ -129 $ -493 $ -382 $ -466 $ -132 $ -187 ER Paid Member Contrib $ 493
Single Highest Year $ 41 $ 34 $ 43 $ 46 $ 40 $ 52 $ 38 $ 49 Social Security $ 422 $ 372 $ 400 $ 410
Deferred Compensation $ 69 $ 163 $ 65 $ 150 $ 74 $ 54
Cafeteria $ 2,704 $ 1,950 $ 2,656
Health $ 2,715 $ 2,475 $ 2,283 $ 2,656 $ 2,366 $ 2,376 $ 2,502 $ 3,220 $ 2,149 $ 2,390 $ 2,201 Dental $ 141 $ 134 $ 174 $ 118 $ 162 $ 128 $ 169 $ 127 $ 149 $ 116 $ 149 $ 114 Vision $ 16 $ 23 $ 19 $ 14 $ 15 $ 23 $ 14 $ 38 $ 14
Other Ins.
$ 3,406 $ 2,790 $ 0 $ 3,185 $ 3,009 $ 2,857 $ 0 $ 2,199 $ 3,100 $ 2,449 $ 3,199 $ 3,449 $ 2,972 $ 3,198 $ 2,869 $ 2,463 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 105 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of San Pablo Police Services Technician (37.5) $ 8,128 $ 2,869 $ 10,997 7/1/2023 7/1/2024 2.00% 2 City of Hayward Community Service Officer $ 7,631 $ 2,857 $ 10,488 7/1/2023 unknown unknown 3 City of Pleasanton Community Services Officer $ 7,408 $ 2,972 $ 10,381 4/1/2023 4/1/2024 3.00% 4 City of El Cerrito Community Service Officer $ 6,805 $ 3,406 $ 10,211 7/1/2023 unknown unknown 5 City of Pleasant Hill Community Service Officer II $ 6,698 $ 3,449 $ 10,146 7/1/2023 7/1/2024 3.25% 6 City of Pittsburg Community Services Specialist $ 6,612 $ 3,199 $ 9,811 7/1/2023 7/1/2024 3.00% 7 City of Alameda Police Technician $ 6,887 $ 2,790 $ 9,677 7/1/2023 7/1/2024 2.50% 8 City of Martinez Police Assistant (37.5 hr) $ 6,454 $ 3,100 $ 9,555 7/1/2023 7/1/2024 2.50% - 4.50% 9 City of Antioch Community Services Officer $ 6,165 $ 3,185 $ 9,350 9/10/2023 9/8/2024 3.00% 10 City of Pinole Community Services Officer $ 6,653 $ 2,449 $ 9,102 7/3/2023 7/1/2024 4.00% 11 City of Concord Community Service Officer $ 6,003 $ 3,009 $ 9,012 7/10/2023 7/1/2024 4.00% 12 City of Livermore Community Service Specialist $ 6,687 $ 2,199 $ 8,886 10/9/2023 10/7/2024 2.00% + $66.4/mo 13 City of Walnut Creek Police Services Officer $ 6,149 $ 2,463 $ 8,612 6/25/2023 unknown unknown 14 City of Richmond Police Assistant $ 5,357 $ 3,198 $ 8,555 1/1/2024 1/1/2025 4.00% 15 City of Albany N/C
16 City of Hercules N/C
17 Contra Costa County Fire Not Surveyed
18 Rodeo-Hercules Fire Protection Not Surveyed
19 San Ramon Valley Fire Protection Not Surveyed
Top Monthly Total
Monthly
$ 6,679 $ 9,582

1.8% 6.2%
$ 6,653 $ 9,555

2.2% 6.4%
13 13
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Community Service Officer
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 106 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification
Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Martinez Custodian $5,700 $2,999 $8,699 7/1/2023 7/1/2024 2.50% - 4.50% 2 City of Alameda Custodian $5,491 $2,912 $8,403 7/1/2023 7/1/2024 2.50% 3 City of Walnut Creek Custodian $5,088 $2,495 $7,583 6/25/2023 unknown unknown 4 City of Concord Custodian $4,885 $2,906 $7,791 7/10/2023 7/1/2024 4.00% 5 City of El Cerrito Custodian $4,198 $3,342 $7,540 2/7/2024 unknown unknown 6 City of Albany N/C
7 City of Antioch N/C
8 City of Hayward N/C
9 City of Hercules N/C
10 City of Livermore N/C
11 City of Pinole N/C
12 City of Pittsburg N/C
13 City of Pleasant Hill N/C
14 City of Pleasanton N/C
15 City of Richmond N/C
16 City of San Pablo N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 5,291 $ 8,119
-26.0% -7.7%
$ 5,289 $ 8,097
-26.0% -7.4%
4 4
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Custodian
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 107 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Custodian Custodian N/C N/C Custodian N/C N/C N/C Custodian N/C N/C N/C N/C N/C N/C Custodian Not Surveyed Not Surveyed Not Surveyed Top Step $ 4,198 $ 5,491 $ 4,885 $ 5,700 $ 5,088
Classic 2.7%@55 2%@55 2%@55 2%@60 2%@60
Enhanced Formula Cost $ 222 $ 165 $ 147 $ 74 $ 66
Classic Other Retirement Contrib $ -21 $ -103
ER Paid Member Contrib
Single Highest Year $ 25 $ 27
Social Security $ 260 $ 303 $ 353
Deferred Compensation $ 100
Cafeteria
Health $ 2,715 $ 2,689 $ 2,283 $ 2,386 $ 2,201
Dental $ 141 $ 134 $ 174 $ 162 $ 114
Vision $ 23 $ 14
Other Ins.
$ 3,342 $ 2,912 $ 0 $ 0 $ 2,906 $ 0 $ 0 $ 0 $ 2,999 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 2,495 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 108 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification
Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Martinez Custodian $5,700 $2,999 $8,699 7/1/2023 7/1/2024 2.50% - 4.50% 2 City of Alameda Custodian $5,491 $2,912 $8,403 7/1/2023 7/1/2024 2.50% 3 City of Concord Custodian $4,885 $2,906 $7,791 7/10/2023 7/1/2024 4.00% 4 City of Walnut Creek Custodian $5,088 $2,495 $7,583 6/25/2023 unknown unknown 5 City of El Cerrito Custodian $4,198 $3,342 $7,540 2/7/2024 unknown unknown 6 City of Albany N/C
7 City of Antioch N/C
8 City of Hayward N/C
9 City of Hercules N/C
10 City of Livermore N/C
11 City of Pinole N/C
12 City of Pittsburg N/C
13 City of Pleasant Hill N/C
14 City of Pleasanton N/C
15 City of Richmond N/C
16 City of San Pablo N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 5,291 $ 8,119
-26.0% -7.7%
$ 5,289 $ 8,097
-26.0% -7.4%
4 4
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Custodian
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 109 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Pleasanton Engineering Technician II $10,395 $3,235 $13,630 4/1/2023 4/1/2024 3.00% 2 City of Livermore Engineering Technician, Associate $9,424 $2,235 $11,659 10/9/2023 10/7/2024 2.00% + $66.4/mo 3 City of Walnut Creek Engineering Technician II $9,339 $2,551 $11,889 6/25/2023 unknown unknown 4 City of San Pablo Engineering Technician $9,293 $2,911 $12,204 7/1/2023 7/1/2024 2.00% 5 City of Hayward Engineering Technician $7,909 $2,933 $10,842 7/1/2023 unknown unknown 6 City of Alameda Senior Engineering Aide $7,735 $2,949 $10,684 7/1/2023 7/1/2024 2.50% 7 City of Antioch Associate Development Services/Engineering Technician $7,573 $3,262 $10,835 10/8/2023 10/7/2024 3.00% 8 City of El Cerrito Engineering Technician II $7,405 $3,714 $11,119 2/7/2024 unknown unknown 9 City of Martinez Engineering Technician $7,051 $3,100 $10,151 7/1/2023 7/1/2024 2.50% - 4.50% 10 City of Pittsburg Engineering Technician I $6,943 $3,217 $10,160 7/1/2023 7/1/2024 3.00% 11 City of Albany N/C
12 City of Concord N/C
13 City of Hercules N/C
14 City of Pinole N/C
15 City of Pleasant Hill N/C
16 City of Richmond N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 8,407 $ 11,339
-13.5% -2.0%
$ 7,909 $ 10,842
-6.8% 2.5%
9 9
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Engineering Technician II
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 110 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Engineering
Technician II
Senior
Engineering
Aide
N/C
Associate
Development
Services/Engine
ering Technician
N/C Engineering
Technician N/C
Engineering
Technician,
Associate
Engineering
Technician N/C Engineering Technician I N/C Engineering Technician II N/C Engineering Technician Engineering
Technician II Not Surveyed Not Surveyed Not Surveyed
Top Step $ 7,405 $ 7,735 $ 7,573 $ 7,909 $ 9,424 $ 7,051 $ 6,943 $ 10,395 $ 9,293 $ 9,339 Classic 2.7%@55 2%@55 2.7%@55 2.5%@55 2%@60 2%@60 2%@60 2.7%@55 2.5%@55 2%@60 Enhanced Formula Cost $ 392 $ 232 $ 538 $ 419 $ 123 $ 92 $ 90 $ 738 $ 493 $ 121 Classic Other Retirement Contrib $ -37 $ -144 $ -606 $ -237 $ -139 $ -214 ER Paid Member Contrib $ 606
Single Highest Year $ 44 $ 39 $ 53 $ 47 $ 73 $ 56
Social Security $ 459 $ 437 $ 430
Deferred Compensation $ 163 $ 150 $ 104 $ 100
Cafeteria $ 2,671 $ 1,950
Health $ 2,715 $ 2,689 $ 2,553 $ 2,386 $ 2,502 $ 2,149 $ 2,390 $ 2,201 Dental $ 141 $ 134 $ 135 $ 162 $ 169 $ 149 $ 149 $ 114
Vision $ 16 $ 23 $ 14 $ 23 $ 14
Other Ins. $ 38
$ 3,714 $ 2,949 $ 0 $ 3,262 $ 0 $ 2,933 $ 0 $ 2,235 $ 3,100 $ 0 $ 3,217 $ 0 $ 3,235 $ 0 $ 2,911 $ 2,551 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 111 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Pleasanton Engineering Technician II $10,395 $3,235 $13,630 4/1/2023 4/1/2024 3.00% 2 City of San Pablo Engineering Technician $9,293 $2,911 $12,204 7/1/2023 7/1/2024 2.00% 3 City of Walnut Creek Engineering Technician II $9,339 $2,551 $11,889 6/25/2023 unknown unknown 4 City of Livermore Engineering Technician, Associate $9,424 $2,235 $11,659 10/9/2023 10/7/2024 2.00% + $66.4/mo 5 City of El Cerrito Engineering Technician II $7,405 $3,714 $11,119 2/7/2024 unknown unknown 6 City of Hayward Engineering Technician $7,909 $2,933 $10,842 7/1/2023 unknown unknown 7 City of Antioch Associate Development Services/Engineering Technician $7,573 $3,262 $10,835 10/8/2023 10/7/2024 3.00% 8 City of Alameda Senior Engineering Aide $7,735 $2,949 $10,684 7/1/2023 7/1/2024 2.50% 9 City of Pittsburg Engineering Technician I $6,943 $3,217 $10,160 7/1/2023 7/1/2024 3.00% 10 City of Martinez Engineering Technician $7,051 $3,100 $10,151 7/1/2023 7/1/2024 2.50% - 4.50% 11 City of Albany N/C
12 City of Concord N/C
13 City of Hercules N/C
14 City of Pinole N/C
15 City of Pleasant Hill N/C
16 City of Richmond N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 8,407 $ 11,339
-13.5% -2.0%
$ 7,909 $ 10,842
-6.8% 2.5%
9 9
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Engineering Technician II
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 112 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Hayward Environmental Services Manager $13,977 $2,946 $16,923 7/1/2023 unknown unknown 2 City of Pittsburg Environmental Affairs Manager $13,501 $3,578 $17,079 7/1/2023 7/1/2024 3.00% 3 City of San Pablo Environmental Programs Manager $13,381 $3,058 $16,439 7/1/2023 7/1/2024 2.00% 4 City of Richmond Environmental Manager $12,524 $3,762 $16,286 1/1/2024 1/1/2025 4.00% 5 City of Alameda Sustainability and Resilience Manager $12,321 $3,147 $15,468 7/1/2023 7/1/2024 2.50% 6 City of Livermore Public Works Manager $11,918 $2,506 $14,424 7/3/2023 7/1/2024 2.50% 7 City of Pleasanton Environmental Services Manager $11,879 $3,544 $15,423 9/2/2023 unknown unknown 8 City of El Cerrito1 Environmental Services Manager (Operations and Environmental Services Manager) $11,614 $4,028 $15,642 7/1/2023 7/1/2024 3.00% 9 City of Albany N/C
10 City of Antioch N/C
11 City of Concord N/C
12 City of Hercules N/C
13 City of Martinez N/C
14 City of Pinole N/C
15 City of Pleasant Hill N/C
16 City of Walnut Creek N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 12,786 $ 16,006
-10.1% -2.3%
$ 12,524 $ 16,286
-7.8% -4.1%
7 7
1 - Control Point
Environmental Services Manager (Operations and Environmental Services Manager) Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 113 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Environmental
Services
Manager
(Operations
and
Environmental
Services
Manager)
Sustainability
and Resilience
Manager

N/C N/C N/C
Environmental
Services
Manager
N/C Public Works
Manager
N/C N/C Environmental
Affairs Manager N/C
Environmental
Services
Manager
Environmental
Manager
Environmental
Programs
Manager
N/C Not Surveyed Not Surveyed Not Surveyed
Top Step $ 11,614 $ 12,321 $ 13,977 $ 11,918 $ 13,501 $ 11,879 $ 12,524 $ 13,381 Classic 2.7%@55 2%@55 2.5%@55 2%@60 2%@60 2.7%@55 2.7%@55 2.5%@55 Enhanced Formula Cost $ 616 $ 370 $ 741 $ 155 $ 176 $ 843 $ 889 $ 709 Classic Other Retirement Contrib $ -232 $ -230 $ -419 $ -270 $ -308 ER Paid Member Contrib
Single Highest Year $ 70 $ 62 $ 84 $ 83 $ 88 $ 80
Social Security $ 720 $ 837
Deferred Compensation $ 123 $ 401 $ 150 $ 297
Cafeteria $ 1,950 $ 2,656
Health $ 2,715 $ 2,689 $ 2,390 $ 2,502 $ 2,149 $ 2,390
Dental $ 141 $ 134 $ 135 $ 169 $ 149 $ 116 $ 149
Vision $ 16 $ 14 $ 23 $ 14
Other Ins. $ 38
$ 4,028 $ 3,147 $ 0 $ 0 $ 0 $ 2,946 $ 0 $ 2,506 $ 0 $ 0 $ 3,578 $ 0 $ 3,544 $ 3,762 $ 3,058 $ 0 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 114 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Pittsburg Environmental Affairs Manager $13,501 $3,578 $17,079 7/1/2023 7/1/2024 3.00% 2 City of Hayward Environmental Services Manager $13,977 $2,946 $16,923 7/1/2023 unknown unknown 3 City of San Pablo Environmental Programs Manager $13,381 $3,058 $16,439 7/1/2023 7/1/2024 2.00% 4 City of Richmond Environmental Manager $12,524 $3,762 $16,286 1/1/2024 1/1/2025 4.00% 5 City of El Cerrito1 Environmental Services Manager (Operations and Environmental Services Manager) $11,614 $4,028 $15,642 7/1/2023 7/1/2024 3.00% 6 City of Alameda Sustainability and Resilience Manager $12,321 $3,147 $15,468 7/1/2023 7/1/2024 2.50% 7 City of Pleasanton Environmental Services Manager $11,879 $3,544 $15,423 9/2/2023 unknown unknown 8 City of Livermore Public Works Manager $11,918 $2,506 $14,424 7/3/2023 7/1/2024 2.50% 9 City of Albany N/C
10 City of Antioch N/C
11 City of Concord N/C
12 City of Hercules N/C
13 City of Martinez N/C
14 City of Pinole N/C
15 City of Pleasant Hill N/C
16 City of Walnut Creek N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 12,786 $ 16,006
-10.1% -2.3%
$ 12,524 $ 16,286
-7.8% -4.1%
7 7
1 - Control Point
Environmental Services Manager (Operations and Environmental Services Manager) Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 115 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Richmond Associate Management Analyst $10,339 $3,592 $13,930 1/1/2024 1/1/2025 4.00% 2 City of Hayward1[Recycling Specialist/ Sustainability Specialist] $9,152 $2,969 $12,121 7/1/2023 unknown unknown 3 City of Livermore Recycling Specialist $8,383 $2,221 $10,605 10/9/2023 10/7/2024 2.00% + $66.4/mo 4 City of Pleasanton Recycling Coordinator $8,249 $3,046 $11,295 4/1/2023 4/1/2024 3.00% 5 City of Alameda Waste Management Specialist $8,214 $2,957 $11,171 7/1/2023 7/1/2024 2.50% 6 City of El Cerrito Environmental Specialist (Waste Prevention Specialist) $7,559 $3,732 $11,291 2/7/2024 unknown unknown 7 City of Albany N/C
8 City of Antioch N/C
9 City of Concord N/C
10 City of Hercules N/C
11 City of Martinez N/C
12 City of Pinole N/C
13 City of Pittsburg N/C
14 City of Pleasant Hill N/C
15 City of San Pablo N/C
16 City of Walnut Creek N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 8,867 $ 11,824
-17.3% -4.7%
$ 8,383 $ 11,295
-10.9% -0.0%
5 5
1 - City of Hayward: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Environmental Specialist (Waste Prevention Specialist)
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 116 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Environmental
Specialist
(Waste
Prevention
Specialist)
Waste
Management
Specialist

N/C N/C N/C
[Recycling
Specialist/
Sustainability
Specialist]
N/C Recycling
Specialist N/C N/C N/C N/C Recycling Coordinator
Associate
Management
Analyst
N/C N/C Not Surveyed Not Surveyed Not Surveyed
Top Step $ 7,559 $ 8,214 $ 9,152 $ 8,383 $ 8,249 $ 10,339 Classic 2.7%@55 2%@55 2.5%@55 2%@60 2.7%@55 2.7%@55
Enhanced Formula Cost $ 401 $ 246 $ 485 $ 109 $ 586 $ 734 Classic Other Retirement Contrib $ -38 $ -153 $ -275
ER Paid Member Contrib
Single Highest Year $ 45 $ 41 $ 55 $ 58 $ 72
Social Security $ 469
Deferred Compensation $ 163 $ 82
Cafeteria $ 1,950 $ 2,656
Health $ 2,715 $ 2,689 $ 2,553 $ 2,149
Dental $ 141 $ 134 $ 135 $ 149 $ 116
Vision $ 16 $ 23 $ 14
Other Ins.
$ 3,732 $ 2,957 $ 0 $ 0 $ 0 $ 2,969 $ 0 $ 2,221 $ 0 $ 0 $ 0 $ 0 $ 3,046 $ 3,592 $ 0 $ 0 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 117 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Richmond Associate Management Analyst $10,339 $3,592 $13,930 1/1/2024 1/1/2025 4.00% 2 City of Hayward1[Recycling Specialist/ Sustainability Specialist] $9,152 $2,969 $12,121 7/1/2023 unknown unknown 3 City of Pleasanton Recycling Coordinator $8,249 $3,046 $11,295 4/1/2023 4/1/2024 3.00% 4 City of El Cerrito Environmental Specialist (Waste Prevention Specialist) $7,559 $3,732 $11,291 2/7/2024 unknown unknown 5 City of Alameda Waste Management Specialist $8,214 $2,957 $11,171 7/1/2023 7/1/2024 2.50% 6 City of Livermore Recycling Specialist $8,383 $2,221 $10,605 10/9/2023 10/7/2024 2.00% + $66.4/mo 7 City of Albany N/C
8 City of Antioch N/C
9 City of Concord N/C
10 City of Hercules N/C
11 City of Martinez N/C
12 City of Pinole N/C
13 City of Pittsburg N/C
14 City of Pleasant Hill N/C
15 City of San Pablo N/C
16 City of Walnut Creek N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 8,867 $ 11,824
-17.3% -4.7%
$ 8,383 $ 11,295
-10.9% -0.0%
5 5
1 - City of Hayward: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Environmental Specialist (Waste Prevention Specialist)
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 118 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of El Cerrito Facilities and Maintenance Manager (new) proposed 2 City of Walnut Creek Public Works Manager $15,187 $2,743 $17,930 6/25/2023 unknown unknown 3 City of Concord2[Facilities Maintenance Manager/ Infrastructure Maintenance Manager/ Parks Manager]
$14,537 $4,283 $18,820 7/10/2023 7/1/2024 5.00%
4 City of Alameda1[Parks Manager/ Public Works Superintendent] $14,005 $3,191 $17,196 7/1/2023 7/1/2024 2.50% 5 City of Richmond5[Parks and Landscaping Superintendent/ Public Works Facilities Maintenance Superintendent/ Public Works Streets Maintenance Superintend] $13,808 $3,862 $17,670 1/1/2024 1/1/2025 4.00%
6 City of Pleasant Hill Maintenance Superintendent $13,721 $2,637 $16,359 9/1/2023 9/1/2024 3.25% 7 City of Martinez Public Works Superintendent $13,632 $3,816 $17,448 7/1/2023 unknown unknown 8 City of Hayward3[Facilities and Buildings Manager/ Streets Maintenance Manager] $13,330 $2,927 $16,257 7/1/2023 unknown unknown 9 City of Antioch Deputy Public Works Director II $13,056 $3,950 $17,006 10/8/2023 10/7/2024 3.00% 10 City of San Pablo Maintenance and Operations Superintendent $12,548 $3,028 $15,576 7/1/2023 7/1/2024 2.00% 11 City of Pleasanton4[Operations and Maintenance Manager/ Parks Maintenance Superintendent] $12,495 $3,607 $16,102 9/2/2023 unknown unknown 12 City of Hercules Public Works Superintendent $12,435 $3,038 $15,473 7/1/2023 unknown unknown 13 City of Pinole Public Works Manager $12,032 $2,390 $14,422 7/4/2022 unknown unknown 14 City of Pittsburg Public Works Superintendent $11,772 $3,483 $15,255 7/1/2023 7/1/2024 3.00% 15 City of Albany N/C
16 City of Livermore N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 13,274 $ 16,578

N/A N/A
$ 13,330 $ 16,359

N/A N/A
13 13
2 - City of Concord: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 3 - City of Hayward: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. 4 - City of Pleasanton: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. 5 - City of Richmond: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. % City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - City of Alameda: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Median of Comparators
Facilities and Maintenance Manager (new)
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 119 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Facilities and
Maintenance
Manager (new)
[Parks
Manager/ Public
Works
Superintendent]
N/C
Deputy Public
Works Director
II
[Facilities
Maintenance
Manager/
Infrastructure
Maintenance
Manager/ Parks
Manager]
[Facilities and
Buildings
Manager/
Streets
Maintenance
Manager]
Public Works
Superintendent N/C Public Works Superintendent
Public Works
Manager
Public Works
Superintendent
Maintenance
Superintendent
[Operations and
Maintenance
Manager/ Parks
Maintenance
Superintendent]
[Parks and
Landscaping
Superintendent
/ Public Works
Facilities
Maintenance
Superintendent
/ Public Works
Streets
Maintenance
Superintend]
Maintenance
and Operations
Superintendent
Public Works
Manager
Not Surveyed Not Surveyed Not Surveyed
Top Step proposed $ 14,005 $ 13,056 $ 14,537 $ 13,330 $ 12,435 $ 13,632 $ 12,032 $ 11,772 $ 13,721 $ 12,495 $ 13,808 $ 12,548 $ 15,187 Classic 2%@55 2.7%@55 2%@55 2.5%@55 2%@55 2%@60 2.5%@55 2%@60 2%@60 2.7%@55 2.7%@55 2.5%@55 2%@60 Enhanced Formula Cost $ 420 $ 927 $ 436 $ 706 $ 373 $ 177 $ 638 $ 153 $ 178 $ 887 $ 980 $ 665 $ 197 Classic Other Retirement Contrib $ -262 $ -1,044 $ -400 $ -373 $ -842 $ -235 $ -289 ER Paid Member Contrib $ 1,044
Single Highest Year $ 70 $ 91 $ 80 $ 62 $ 72 $ 87 $ 97 $ 75 Social Security $ 871 $ 845 $ 730
Deferred Compensation $ 140 $ 261 $ 519 $ 311 $ 218 $ 150 $ 412 $ 312 $ 217 Cafeteria $ 2,671 $ 2,656
Health $ 2,689 $ 2,283 $ 2,390 $ 2,470 $ 2,390 $ 2,376 $ 2,502 $ 1,905 $ 2,149 $ 2,390 $ 2,201 Dental $ 134 $ 174 $ 135 $ 182 $ 162 $ 128 $ 169 $ 127 $ 149 $ 116 $ 149 $ 114 Vision $ 16 $ 13 $ 23 $ 19 $ 14 $ 15 $ 23 $ 14 $ 14
Other Ins. $ 38
$ 0 $ 3,191 $ 0 $ 3,950 $ 4,283 $ 2,927 $ 3,038 $ 0 $ 3,816 $ 2,390 $ 3,483 $ 2,637 $ 3,607 $ 3,862 $ 3,028 $ 2,743 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 120 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of El Cerrito Facilities and Maintenance Manager (new) proposed 2 City of Concord2[Facilities Maintenance Manager/ Infrastructure Maintenance Manager/ Parks Manager] $14,537 $4,283 $18,820 7/10/2023 7/1/2024 5.00% 3 City of Walnut Creek Public Works Manager $15,187 $2,743 $17,930 6/25/2023 unknown unknown 4 City of Richmond5[Parks and Landscaping Superintendent/ Public Works Facilities Maintenance Superintendent/ Public Works Streets Maintenance Superintend] $13,808 $3,862 $17,670 1/1/2024 1/1/2025 4.00% 5 City of Martinez Public Works Superintendent $13,632 $3,816 $17,448 7/1/2023 unknown unknown 6 City of Alameda1[Parks Manager/ Public Works Superintendent] $14,005 $3,191 $17,196 7/1/2023 7/1/2024 2.50% 7 City of Antioch Deputy Public Works Director II $13,056 $3,950 $17,006 10/8/2023 10/7/2024 3.00% 8 City of Pleasant Hill Maintenance Superintendent $13,721 $2,637 $16,359 9/1/2023 9/1/2024 3.25% 9 City of Hayward3[Facilities and Buildings Manager/ Streets Maintenance Manager] $13,330 $2,927 $16,257 7/1/2023 unknown unknown 10 City of Pleasanton4[Operations and Maintenance Manager/ Parks Maintenance Superintendent] $12,495 $3,607 $16,102 9/2/2023 unknown unknown 11 City of San Pablo Maintenance and Operations Superintendent $12,548 $3,028 $15,576 7/1/2023 7/1/2024 2.00% 12 City of Hercules Public Works Superintendent $12,435 $3,038 $15,473 7/1/2023 unknown unknown 13 City of Pittsburg Public Works Superintendent $11,772 $3,483 $15,255 7/1/2023 7/1/2024 3.00% 14 City of Pinole Public Works Manager $12,032 $2,390 $14,422 7/4/2022 unknown unknown 15 City of Albany N/C
16 City of Livermore N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 13,274 $ 16,578

N/A N/A
$ 13,330 $ 16,359

N/A N/A
13 13
2 - City of Concord: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches. 3 - City of Hayward: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. 4 - City of Pleasanton: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. 5 - City of Richmond: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the same for both matches. % City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - City of Alameda: Functional Match: This hybrid match represents that the duties of the class are performed by more than one class at the comparator agency. The salary displayed is the higher of the matches.

Median of Comparators
Facilities and Maintenance Manager (new)
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 121 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Walnut Creek Building Attendant $25.00 N/A N/A 12/24/2023 unknown unknown 2 City of Albany Recreation Leader III $24.78 N/A N/A 11/13/2023 unknown unknown 3 City of El Cerrito1 Facility Attendant (Recreation Senior Program Leader aka Facilities Attendant PT) $24.06 N/A N/A 2/7/2024 unknown unknown 4 City of Richmond Recreation Program Leader $23.00 N/A N/A 1/1/2024 unknown unknown 5 City of Pleasanton Recreation Leader III (Building Attendant) $22.93 N/A N/A 4/1/2023 unknown unknown 6 City of Hercules Facility Attendant $21.00 N/A N/A 7/1/2023 unknown unknown 7 City of Concord Facility Attendant II $20.47 N/A N/A 1/1/2024 unknown unknown 8 City of San Pablo Building Attendant $19.78 N/A N/A 7/1/2023 unknown unknown 9 City of Pinole Rental Facility Custodian $19.45 N/A N/A 1/1/2024 unknown unknown 10 City of Alameda Recreation Leader (Facility Attendant) $18.25 N/A N/A 6/4/2023 unknown unknown 11 City of Martinez Recreation Leader I - Cashier $16.00 N/A N/A 1/1/2024 unknown unknown 12 City of Pittsburg Recreation Leader I (Activities Aide) $16.00 N/A N/A 12/24/2023 unknown unknown 13 City of Antioch N/C
14 City of Hayward N/C
15 City of Livermore N/C
16 City of Pleasant Hill N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 20.52 N/A

17.9% N/A
$ 20.47 N/A

18.1% N/A
11 N/A
1 - Hourly benchmark classification, not reporting benefits.

Facility Attendant (Recreation Senior Program Leader aka Facilities Attendant PT) Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 122 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Facility
Attendant
(Recreation
Senior
Program
Leader aka
Facilities
Attendant PT)
Recreation
Leader (Facility
Attendant)
Recreation
Leader III N/C Facility Attendant II N/C Facility Attendant N/C Recreation
Leader I -
Cashier
Rental Facility
Custodian
Recreation
Leader I
(Activities Aide)
N/C
Recreation
Leader III
(Building
Attendant)
Recreation
Program Leader
Building
Attendant
Building
Attendant Not Surveyed Not Surveyed Not Surveyed
Top Step $ 24.06 $ 18.25 $ 24.78 $ 20.47 $ 21.00 $ 16.00 $ 19.45 $ 16.00 $ 22.93 $ 23.00 $ 19.78 $ 25.00 Classic
Enhanced Formula Cost
Classic Other Retirement Contrib
ER Paid Member Contrib
Single Highest Year
Social Security
Deferred Compensation
Cafeteria
Health
Dental
Vision
Other Ins.
$ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 123 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Walnut Creek Building Attendant $25.00 N/A N/A 12/24/2023 unknown unknown 2 City of Albany Recreation Leader III $24.78 N/A N/A 11/13/2023 unknown unknown 3 City of El Cerrito1 Facility Attendant (Recreation Senior Program Leader aka Facilities Attendant PT) $24.06 N/A N/A 2/7/2024 unknown unknown 4 City of Richmond Recreation Program Leader $23.00 N/A N/A 1/1/2024 unknown unknown 5 City of Pleasanton Recreation Leader III (Building Attendant) $22.93 N/A N/A 4/1/2023 unknown unknown 6 City of Hercules Facility Attendant $21.00 N/A N/A 7/1/2023 unknown unknown 7 City of Concord Facility Attendant II $20.47 N/A N/A 1/1/2024 unknown unknown 8 City of San Pablo Building Attendant $19.78 N/A N/A 7/1/2023 unknown unknown 9 City of Pinole Rental Facility Custodian $19.45 N/A N/A 1/1/2024 unknown unknown 10 City of Alameda Recreation Leader (Facility Attendant) $18.25 N/A N/A 6/4/2023 unknown unknown 11 City of Martinez Recreation Leader I - Cashier $16.00 N/A N/A 1/1/2024 unknown unknown 12 City of Pittsburg Recreation Leader I (Activities Aide) $16.00 N/A N/A 12/24/2023 unknown unknown 13 City of Antioch N/C
14 City of Hayward N/C
15 City of Livermore N/C
16 City of Pleasant Hill N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 20.52 N/A

17.9% N/A
$ 20.47 N/A

18.1% N/A
11 N/A
1 - Hourly benchmark classification, not reporting benefits.

Facility Attendant (Recreation Senior Program Leader aka Facilities Attendant PT) Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 124 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of San Pablo Director of Finance $20,579 $3,317 $23,896 7/1/2023 7/1/2024 2.00% 2 City of Alameda Finance Director $19,717 $3,342 $23,059 7/1/2023 7/1/2024 2.50% 3 City of Concord Director of Finance and Management Services $19,019 $4,636 $23,655 7/10/2023 7/1/2024 5.00% 4 City of Martinez Finance Director $19,014 $3,998 $23,012 7/1/2023 unknown unknown 5 City of Hayward Director of Finance $19,003 $3,055 $22,058 7/1/2023 unknown unknown 6 City of Richmond5[Deputy Director of Finance/ Director of Finance] $18,482 $4,596 $23,078 1/1/2024 1/1/2025 4.00% 7 City of Hercules Finance Director $17,894 $4,364 $22,258 7/1/2023 unknown unknown 8 City of Pleasant Hill4[Finance Manager/ Assistant City Manager] $17,643 $2,806 $20,449 9/1/2023 9/1/2024 3.25% 9 City of Livermore3[Finance Manager/ Administrative Services Director] $17,313 $2,576 $19,889 11/20/2023 unknown unknown 10 City of Albany1 Finance Director $17,227 $3,906 $21,133 11/13/2023 unknown unknown 11 City of Pleasanton Director of Finance $16,905 $4,062 $20,967 9/2/2023 unknown unknown 12 City of Pinole Finance Director $16,825 $2,337 $19,162 7/4/2022 unknown unknown 13 City of Walnut Creek6[Finance Manager/ Administrative Services Director] $16,742 $2,763 $19,505 6/25/2023 unknown unknown 14 City of Pittsburg Director of Finance $16,722 $3,580 $20,302 7/9/2023 unknown unknown 15 City of Antioch Finance Director $16,304 $4,758 $21,062 10/8/2023 10/7/2024 3.00% 16 City of El Cerrito2 Finance Director/City Treasurer $16,054 $4,352 $20,406 7/1/2023 7/1/2024 3.00% 17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 17,959 $ 21,566
-11.9% -5.7%
$ 17,643 $ 21,133
-9.9% -3.6%
15 15
2 - Control Point
3 - City of Livermore: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
4 - City of Pleasant Hill: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
5 - City of Richmond: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
6 - City of Walnut Creek: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
1 - City of Albany: Top monthly salary includes additional 2.5% management incentive pay.

Finance Director/City Treasurer
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 125 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Finance
Director/City
Treasurer
Finance Director Finance Director Finance Director
Director of
Finance and
Management
Services
Director of
Finance
Finance Director
[Finance
Manager/
Administrative
Services
Director]
Finance Director Finance Director Director of
Finance
[Finance
Manager/
Assistant City
Manager]
Director of
Finance
[Deputy
Director of
Finance/
Director of
Finance]
Director of
Finance
[Finance
Manager/
Administrative
Services
Director]
Not Surveyed Not Surveyed Not Surveyed
Top Step $ 16,054 $ 19,717 $ 17,227 $ 16,304 $ 19,019 $ 19,003 $ 17,894 $ 17,313 $ 19,014 $ 16,825 $ 16,722 $ 17,643 $ 16,905 $ 18,482 $ 20,579 $ 16,742 Classic 2.7%@55 2%@55 2%@60 2.7%@55 2%@55 2.5%@55 2%@55 2%@60 2%@60 2.5%@55 2%@60 2%@60 2.7%@55 2.7%@55 2.5%@55 2%@60 Enhanced Formula Cost $ 851 $ 592 $ 224 $ 1,158 $ 571 $ 1,007 $ 537 $ 225 $ 247 $ 892 $ 217 $ 229 $ 1,200 $ 1,312 $ 1,091 $ 218 Classic Other Retirement Contrib $ -321 $ -368 $ -1,304 $ -950 $ -537 $ -1,178 $ -334 $ -473 ER Paid Member Contrib $ 1,304
Single Highest Year $ 96 $ 99 $ 114 $ 114 $ 89 $ 101 $ 118 $ 129 $ 123 Social Security $ 871 $ 871 $ 871 $ 871 $ 871
Deferred Compensation $ 197 $ 815 $ 737 $ 1,610 $ 401 $ 304 $ 150 $ 529 $ 423 $ 370 $ 217 Cafeteria $ 2,671 $ 1,950 $ 2,656
Health $ 2,715 $ 2,689 $ 2,656 $ 2,283 $ 2,734 $ 2,470 $ 2,390 $ 2,376 $ 2,502 $ 1,905 $ 2,149 $ 2,390 $ 2,201 Dental $ 141 $ 134 $ 156 $ 174 $ 135 $ 182 $ 162 $ 128 $ 160 $ 127 $ 149 $ 116 $ 149 $ 114 Vision $ 16 $ 13 $ 23 $ 19 $ 14 $ 15 $ 23 $ 14 $ 14
Other Ins. $ 38
$ 4,352 $ 3,342 $ 3,906 $ 4,758 $ 4,636 $ 3,055 $ 4,364 $ 2,576 $ 3,998 $ 2,337 $ 3,580 $ 2,806 $ 4,062 $ 4,596 $ 3,317 $ 2,763 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 126 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of San Pablo Director of Finance $20,579 $3,317 $23,896 7/1/2023 7/1/2024 2.00% 2 City of Concord Director of Finance and Management Services $19,019 $4,636 $23,655 7/10/2023 7/1/2024 5.00% 3 City of Richmond5[Deputy Director of Finance/ Director of Finance] $18,482 $4,596 $23,078 1/1/2024 1/1/2025 4.00% 4 City of Alameda Finance Director $19,717 $3,342 $23,059 7/1/2023 7/1/2024 2.50% 5 City of Martinez Finance Director $19,014 $3,998 $23,012 7/1/2023 unknown unknown 6 City of Hercules Finance Director $17,894 $4,364 $22,258 7/1/2023 unknown unknown 7 City of Hayward Director of Finance $19,003 $3,055 $22,058 7/1/2023 unknown unknown 8 City of Albany1 Finance Director $17,227 $3,906 $21,133 11/13/2023 unknown unknown 9 City of Antioch Finance Director $16,304 $4,758 $21,062 10/8/2023 10/7/2024 3.00% 10 City of Pleasanton Director of Finance $16,905 $4,062 $20,967 9/2/2023 unknown unknown 11 City of Pleasant Hill4[Finance Manager/ Assistant City Manager] $17,643 $2,806 $20,449 9/1/2023 9/1/2024 3.25% 12 City of El Cerrito2 Finance Director/City Treasurer $16,054 $4,352 $20,406 7/1/2023 7/1/2024 3.00% 13 City of Pittsburg Director of Finance $16,722 $3,580 $20,302 7/9/2023 unknown unknown 14 City of Livermore3[Finance Manager/ Administrative Services Director] $17,313 $2,576 $19,889 11/20/2023 unknown unknown 15 City of Walnut Creek6[Finance Manager/ Administrative Services Director] $16,742 $2,763 $19,505 6/25/2023 unknown unknown 16 City of Pinole Finance Director $16,825 $2,337 $19,162 7/4/2022 unknown unknown 17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 17,959 $ 21,566
-11.9% -5.7%
$ 17,643 $ 21,133
-9.9% -3.6%
15 15
2 - Control Point
3 - City of Livermore: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
4 - City of Pleasant Hill: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
5 - City of Richmond: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
6 - City of Walnut Creek: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.
1 - City of Albany: Top monthly salary includes additional 2.5% management incentive pay.

Finance Director/City Treasurer
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 127 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Hercules Accounting Technician II $8,288 $2,789 $11,077 7/1/2023 unknown unknown 2 City of Hayward Finance Technician $8,042 $2,861 $10,903 7/1/2023 unknown unknown 3 City of San Pablo Accounting Technician $7,886 $2,860 $10,746 7/1/2023 7/1/2024 2.00% 4 City of Pleasanton Senior Accounting Assistant $7,345 $2,967 $10,312 4/1/2023 4/1/2024 3.00% 5 City of Livermore Accounting Technician II $7,289 $2,207 $9,497 10/9/2023 10/7/2024 2.00% + $66.4/mo 6 City of Alameda Accounting Technician $7,225 $2,941 $10,165 7/1/2023 7/1/2024 2.50% 7 City of Pleasant Hill Accounting Technician II $7,205 $2,141 $9,346 11/1/2022 unknown unknown 8 City of Concord Accounting Technician II $6,953 $3,096 $10,049 7/10/2023 7/1/2024 4.00% 9 City of Martinez Account Technician III $6,798 $3,081 $9,879 7/1/2023 7/1/2024 2.50% - 4.50% 10 City of Walnut Creek Payroll Technician $6,661 $2,516 $9,177 6/25/2023 unknown unknown 11 City of Pittsburg Accounting Technician $6,353 $3,184 $9,538 7/1/2023 7/1/2024 3.00% 12 City of Antioch1[Accounting Technician/ Accounting Technician II] $6,349 $3,241 $9,590 10/8/2023 10/7/2024 3.00% 13 City of Pinole Accounting Technician $6,095 $2,455 $8,550 7/3/2023 7/1/2024 4.00% 14 City of El Cerrito Finance Technician II $5,870 $3,536 $9,406 2/7/2024 unknown unknown 15 City of Albany Accounting Technician II $5,732 $3,241 $8,973 10/1/2023 10/1/2024 3.00% 16 City of Richmond N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 7,016 $ 9,843
-19.5% -4.6%
$ 7,079 $ 9,735
-20.6% -3.5%
14 14
1 - City of Antioch: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.

Finance Technician II
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 128 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Finance
Technician II
Accounting
Technician
Accounting
Technician II
[Accounting
Technician/
Accounting
Technician II]
Accounting
Technician II
Finance
Technician
Accounting
Technician II
Accounting
Technician II
Account
Technician III
Accounting
Technician
Accounting
Technician
Accounting
Technician II
Senior
Accounting
Assistant
N/C Accounting
Technician
Payroll
Technician Not Surveyed Not Surveyed Not Surveyed
Top Step $ 5,870 $ 7,225 $ 5,732 $ 6,349 $ 6,953 $ 8,042 $ 8,288 $ 7,289 $ 6,798 $ 6,095 $ 6,353 $ 7,205 $ 7,345 $ 7,886 $ 6,661 Classic 2.7%@55 2%@55 2%@60 2.7%@55 2%@55 2.5%@55 2%@55 2%@60 2%@60 2.5%@55 2%@60 2%@60 2.7%@55 2.5%@55 2%@60 Enhanced Formula Cost $ 311 $ 217 $ 75 $ 451 $ 209 $ 426 $ 249 $ 95 $ 88 $ 323 $ 83 $ 94 $ 522 $ 418 $ 87 Classic Other Retirement Contrib $ -29 $ -135 $ -508 $ -402 $ -249 $ -427 $ -127 $ -181 ER Paid Member Contrib $ 508
Single Highest Year $ 35 $ 36 $ 44 $ 48 $ 41 $ 37 $ 51 $ 47 Social Security $ 364 $ 355 $ 431 $ 422 $ 394
Deferred Compensation $ 75 $ 83 $ 163 $ 150 $ 73 $ 100
Cafeteria $ 2,671 $ 1,950
Health $ 2,715 $ 2,689 $ 2,656 $ 2,283 $ 2,656 $ 2,470 $ 2,386 $ 2,376 $ 2,502 $ 1,905 $ 2,149 $ 2,390 $ 2,201 Dental $ 141 $ 134 $ 156 $ 174 $ 118 $ 182 $ 162 $ 128 $ 169 $ 127 $ 149 $ 149 $ 114 Vision $ 16 $ 13 $ 23 $ 19 $ 14 $ 15 $ 23 $ 14
Other Ins. $ 38
$ 3,536 $ 2,941 $ 3,241 $ 3,241 $ 3,096 $ 2,861 $ 2,789 $ 2,207 $ 3,081 $ 2,455 $ 3,184 $ 2,141 $ 2,967 $ 0 $ 2,860 $ 2,516 $ 0 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 129 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Hercules Accounting Technician II $8,288 $2,789 $11,077 7/1/2023 unknown unknown 2 City of Hayward Finance Technician $8,042 $2,861 $10,903 7/1/2023 unknown unknown 3 City of San Pablo Accounting Technician $7,886 $2,860 $10,746 7/1/2023 7/1/2024 2.00% 4 City of Pleasanton Senior Accounting Assistant $7,345 $2,967 $10,312 4/1/2023 4/1/2024 3.00% 5 City of Alameda Accounting Technician $7,225 $2,941 $10,165 7/1/2023 7/1/2024 2.50% 6 City of Concord Accounting Technician II $6,953 $3,096 $10,049 7/10/2023 7/1/2024 4.00% 7 City of Martinez Account Technician III $6,798 $3,081 $9,879 7/1/2023 7/1/2024 2.50% - 4.50% 8 City of Antioch1[Accounting Technician/ Accounting Technician II] $6,349 $3,241 $9,590 10/8/2023 10/7/2024 3.00% 9 City of Pittsburg Accounting Technician $6,353 $3,184 $9,538 7/1/2023 7/1/2024 3.00% 10 City of Livermore Accounting Technician II $7,289 $2,207 $9,497 10/9/2023 10/7/2024 2.00% + $66.4/mo 11 City of El Cerrito Finance Technician II $5,870 $3,536 $9,406 2/7/2024 unknown unknown 12 City of Pleasant Hill Accounting Technician II $7,205 $2,141 $9,346 11/1/2022 unknown unknown 13 City of Walnut Creek Payroll Technician $6,661 $2,516 $9,177 6/25/2023 unknown unknown 14 City of Albany Accounting Technician II $5,732 $3,241 $8,973 10/1/2023 10/1/2024 3.00% 15 City of Pinole Accounting Technician $6,095 $2,455 $8,550 7/3/2023 7/1/2024 4.00% 16 City of Richmond N/C
17 Contra Costa County Fire Protection District Not Surveyed 18 Rodeo-Hercules Fire Protection District Not Surveyed 19 San Ramon Valley Fire Protection District Not Surveyed Top Monthly Total
Monthly
$ 7,016 $ 9,843
-19.5% -4.6%
$ 7,079 $ 9,735
-20.6% -3.5%
14 14
1 - City of Antioch: Span of Responsibility Match: This hybrid match represents that the duties are bridged by a higher and lower-level classification at the comparator agency. The salary displayed is an average of the matches.

Finance Technician II
Summary Results
Average of Comparators
% City of El Cerrito Above/Below
Median of Comparators
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator

Agenda Packet Page 130 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification
Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Hayward Fire Captain $16,759 $4,938 $21,697 7/1/2023 unknown unknown 2 San Ramon Valley Fire Protection District Fire Captain I $14,692 $3,364 $18,056 8/1/2023 unknown unknown 3 City of Albany Fire Captain $13,932 $3,484 $17,416 7/1/2023 unknown unknown 4 City of El Cerrito Fire Captain $13,566 $3,940 $17,506 7/1/2023 7/1/2024 4.50% 5 City of Pleasanton Fire Captain $13,540 $3,173 $16,713 1/6/2024 1/4/2025 1.00% 6 Contra Costa County Fire Protection District Fire Captain $13,471 $4,271 $17,742 8/1/2023 7/1/2024 5.00% 7 City of Richmond Fire Captain $13,398 $3,723 $17,121 1/1/2024 7/1/2024 2.00% 8 Rodeo-Hercules Fire Protection District Captain $12,436 $4,628 $17,064 7/1/2023 unknown unknown 9 City of Alameda Fire Captain $12,182 $3,511 $15,693 1/1/2023 unknown unknown 10 City of Antioch N/C
11 City of Concord N/C
12 City of Hercules N/C
13 City of Livermore N/C
14 City of Martinez N/C
15 City of Pinole N/C
16 City of Pittsburg N/C
17 City of Pleasant Hill N/C
18 City of San Pablo N/C
19 City of Walnut Creek N/C
Top Monthly Total
Monthly
$ 13,801 $ 17,688
-1.7% -1.0%
$ 13,505 $ 17,269

0.4% 1.4%
8 8
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Fire Captain
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 131 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Fire Captain Fire Captain Fire Captain N/C N/C Fire Captain N/C N/C N/C N/C N/C N/C Fire Captain Fire Captain N/C N/C Fire Captain Captain Fire Captain I Top Step $ 13,566 $ 12,182 $ 13,932 $ 16,759 $ 13,540 $ 13,398 $ 13,471 $ 12,436 $ 14,692 Classic 3%@50 3%@50 3%@55 3%@50 3%@55 3%@55 3%@50 3%@50 3%@50 Enhanced Formula Cost $ 1,452 $ 1,303 $ 1,226 $ 1,793 $ 1,191 $ 1,179 $ 1,441 $ 1,331 $ 1,513 Classic Other Retirement Contrib $ -543 $ -731 $ -1,811 $ -754 $ -406 $ -402 $ -1,763 ER Paid Member Contrib $ 1,254
Single Highest Year $ 176 $ 158 $ 218 $ 161 $ 175 $ 162 $ 176 Social Security
Deferred Compensation $ 68 $ 300
Cafeteria $ 2,656
Health $ 2,715 $ 2,647 $ 2,656 $ 3,482 $ 2,149 $ 2,577 $ 2,656 $ 3,144 Dental $ 141 $ 134 $ 160 $ 168 $ 149 $ 116 $ 77 $ 151 $ 259 Vision $ 31 $ 23 $ 14 $ 30 $ 35
Other Ins.
$ 3,940 $ 3,511 $ 3,484 $ 0 $ 0 $ 4,938 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 3,173 $ 3,723 $ 0 $ 0 $ 4,271 $ 4,628 $ 3,364 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 132 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification
Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Hayward Fire Captain $16,759 $4,938 $21,697 7/1/2023 unknown unknown 2 San Ramon Valley Fire Protection District Fire Captain I $14,692 $3,364 $18,056 8/1/2023 unknown unknown 3 Contra Costa County Fire Protection District Fire Captain $13,471 $4,271 $17,742 8/1/2023 7/1/2024 5.00% 4 City of El Cerrito Fire Captain $13,566 $3,940 $17,506 7/1/2023 7/1/2024 4.50% 5 City of Albany Fire Captain $13,932 $3,484 $17,416 7/1/2023 unknown unknown 6 City of Richmond Fire Captain $13,398 $3,723 $17,121 1/1/2024 7/1/2024 2.00% 7 Rodeo-Hercules Fire Protection District Captain $12,436 $4,628 $17,064 7/1/2023 unknown unknown 8 City of Pleasanton Fire Captain $13,540 $3,173 $16,713 1/6/2024 1/4/2025 1.00% 9 City of Alameda Fire Captain $12,182 $3,511 $15,693 1/1/2023 unknown unknown 10 City of Antioch N/C
11 City of Concord N/C
12 City of Hercules N/C
13 City of Livermore N/C
14 City of Martinez N/C
15 City of Pinole N/C
16 City of Pittsburg N/C
17 City of Pleasant Hill N/C
18 City of San Pablo N/C
19 City of Walnut Creek N/C
Top Monthly Total
Monthly
$ 13,801 $ 17,688
-1.7% -1.0%
$ 13,505 $ 17,269

0.4% 1.4%
8 8
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Fire Captain
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 133 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classificat
ion Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Hayward Fire Chief $29,371 $5,673 $35,044 7/1/2023 unknown unknown 2 San Ramon Valley Fire Protection District Fire Chief $29,166 $3,438 $32,604 8/1/2023 unknown unknown 3 City of Alameda Fire Chief $25,428 $4,603 $30,030 1/1/2024 1/1/2025 3.00% 4 City of Richmond Fire Chief $24,739 $5,012 $29,750 1/1/2024 1/1/2025 4.00% 5 Contra Costa County Fire Protection District Fire Chief $24,149 $5,506 $29,655 9/1/2023 unknown unknown 6 City of Pleasanton Fire Chief $20,473 $4,020 $24,493 9/2/2023 unknown unknown 7 City of Albany1 Fire Chief $20,076 $3,679 $23,755 11/13/2023 unknown unknown 8 City of El Cerrito2 Fire Chief $19,886 $4,247 $24,133 7/1/2023 7/1/2024 CPI 2.00% - 4.00% 9 Rodeo-Hercules Fire Protection District Fire Chief $19,789 $5,510 $25,299 5/10/2023 unknown unknown 10 City of Antioch N/C
11 City of Concord N/C
12 City of Hercules N/C
13 City of Livermore N/C
14 City of Martinez N/C
15 City of Pinole N/C
16 City of Pittsburg N/C
17 City of Pleasant Hill N/C
18 City of San Pablo N/C
19 City of Walnut Creek N/C
Top Monthly Total
Monthly
$ 24,149 $ 28,829
-21.4% -19.5%
$ 24,444 $ 29,703
-22.9% -23.1%
8 8
2 - Control Point
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - City of Albany: Top monthly salary includes additional 2.5% management incentive pay.

Median of Comparators
Fire Chief
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 134 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Fire Chief Fire Chief Fire Chief N/C N/C Fire Chief N/C N/C N/C N/C N/C N/C Fire Chief Fire Chief N/C N/C Fire Chief Fire Chief Fire Chief Top Step $ 19,886 $ 25,428 $ 20,076 $ 29,371 $ 20,473 $ 24,739 $ 24,149 $ 19,789 $ 29,166 Classic 3%@50 3%@50 3%@55 3%@50 3%@55 3%@55 3%@50 3%@50 3%@50 Enhanced Formula Cost $ 2,128 $ 2,721 $ 1,767 $ 3,143 $ 1,802 $ 2,177 $ 2,584 $ 2,117 $ 3,121 Classic Other Retirement Contrib $ -994 $ -1,526 $ -2,710 $ -1,469 $ -614 $ -742 $ -3,500 ER Paid Member Contrib $ 1,807
Single Highest Year $ 259 $ 331 $ 382 $ 297 $ 314 $ 257 $ 379 Social Security
Deferred Compensation $ 254 $ 512 $ 495 $ 85 $ 300
Cafeteria $ 2,656
Health $ 2,715 $ 2,689 $ 2,656 $ 3,417 $ 2,149 $ 2,430 $ 2,656 $ 3,144 Dental $ 141 $ 134 $ 160 $ 169 $ 149 $ 116 $ 93 $ 151 $ 259 Vision $ 31 $ 23 $ 14 $ 30 $ 35
Other Ins.
$ 4,247 $ 4,603 $ 3,679 $ 0 $ 0 $ 5,673 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 4,020 $ 5,012 $ 0 $ 0 $ 5,506 $ 5,510 $ 3,438 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 135 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classificat
ion Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next Percentage
Increase
1 City of Hayward Fire Chief $29,371 $5,673 $35,044 7/1/2023 unknown unknown 2 San Ramon Valley Fire Protection District Fire Chief $29,166 $3,438 $32,604 8/1/2023 unknown unknown 3 City of Alameda Fire Chief $25,428 $4,603 $30,030 1/1/2024 1/1/2025 3.00% 4 City of Richmond Fire Chief $24,739 $5,012 $29,750 1/1/2024 1/1/2025 4.00% 5 Contra Costa County Fire Protection District Fire Chief $24,149 $5,506 $29,655 9/1/2023 unknown unknown 6 Rodeo-Hercules Fire Protection District Fire Chief $19,789 $5,510 $25,299 5/10/2023 unknown unknown 7 City of Pleasanton Fire Chief $20,473 $4,020 $24,493 9/2/2023 unknown unknown 8 City of El Cerrito2 Fire Chief $19,886 $4,247 $24,133 7/1/2023 7/1/2024 CPI 2.00% - 4.00% 9 City of Albany1 Fire Chief $20,076 $3,679 $23,755 11/13/2023 unknown unknown 10 City of Antioch N/C
11 City of Concord N/C
12 City of Hercules N/C
13 City of Livermore N/C
14 City of Martinez N/C
15 City of Pinole N/C
16 City of Pittsburg N/C
17 City of Pleasant Hill N/C
18 City of San Pablo N/C
19 City of Walnut Creek N/C
Top Monthly Total
Monthly
$ 24,149 $ 28,829
-21.4% -19.5%
$ 24,444 $ 29,703
-22.9% -23.1%
8 8
2 - Control Point
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
1 - City of Albany: Top monthly salary includes additional 2.5% management incentive pay.

Median of Comparators
Fire Chief
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 136 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Hayward Apparatus Operator $14,820 $4,793 $19,612 7/1/2023 unknown unknown 2 San Ramon Valley Fire Protection District Fire Engineer II $13,650 $3,370 $17,020 8/1/2023 unknown unknown 3 City of Pleasanton Fire Engineer $12,100 $3,083 $15,183 1/6/2024 1/4/2025 1.00% 4 Contra Costa County Fire Protection District Fire Engineer $11,950 $4,089 $16,039 8/1/2023 7/1/2024 5.00% 5 City of El Cerrito Fire Engineer $11,776 $3,797 $15,573 7/1/2023 7/1/2024 4.50% 6 City of Richmond Fire Engineer $11,651 $3,601 $15,251 1/1/2024 7/1/2024 2.00% 7 City of Albany Fire Engineer $11,462 $3,366 $14,828 7/1/2023 unknown unknown 8 Rodeo-Hercules Fire Protection District Engineer $10,997 $4,455 $15,452 7/1/2023 unknown unknown 9 City of Alameda Fire Apparatus Operator $10,693 $3,422 $14,115 1/1/2023 unknown unknown 10 City of Antioch N/C
11 City of Concord N/C
12 City of Hercules N/C
13 City of Livermore N/C
14 City of Martinez N/C
15 City of Pinole N/C
16 City of Pittsburg N/C
17 City of Pleasant Hill N/C
18 City of San Pablo N/C
19 City of Walnut Creek N/C
Top Monthly Total
Monthly
$ 12,165 $ 15,937
-3.3% -2.3%
$ 11,800 $ 15,352
-0.2% 1.4%
8 8
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Fire Engineer
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 137 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Fire Engineer Fire Apparatus
Operator Fire Engineer N/C N/C Apparatus Operator N/C N/C N/C N/C N/C N/C Fire Engineer Fire Engineer N/C N/C Fire Engineer Engineer Fire Engineer II Top Step $ 11,776 $ 10,693 $ 11,462 $ 14,820 $ 12,100 $ 11,651 $ 11,950 $ 10,997 $ 13,650 Classic 3%@50 3%@50 3%@55 3%@50 3%@55 3%@55 3%@50 3%@50 3%@50 Enhanced Formula Cost $ 1,260 $ 1,144 $ 1,009 $ 1,586 $ 1,065 $ 1,025 $ 1,279 $ 1,177 $ 1,406 Classic Other Retirement Contrib $ -471 $ -642 $ -1,490 $ -667 $ -363 $ -350 $ -1,638 ER Paid Member Contrib $ 1,032
Single Highest Year $ 153 $ 139 $ 193 $ 140 $ 155 $ 143 $ 164 Social Security
Deferred Compensation $ 61 $ 300
Cafeteria $ 2,656
Health $ 2,715 $ 2,647 $ 2,656 $ 3,482 $ 2,149 $ 2,577 $ 2,656 $ 3,144 Dental $ 141 $ 134 $ 160 $ 168 $ 149 $ 116 $ 77 $ 151 $ 259 Vision $ 31 $ 23 $ 14 $ 30 $ 35
Other Ins.
$ 3,797 $ 3,422 $ 3,366 $ 0 $ 0 $ 4,793 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 3,083 $ 3,601 $ 0 $ 0 $ 4,089 $ 4,455 $ 3,370 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total

Agenda Packet Page 138 of 494
City of El Cerrito
Appendix IIc: Market Compensation Data (sorted by Total Compensation) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of Hayward Apparatus Operator $14,820 $4,793 $19,612 7/1/2023 unknown unknown 2 San Ramon Valley Fire Protection District Fire Engineer II $13,650 $3,370 $17,020 8/1/2023 unknown unknown 3 Contra Costa County Fire Protection District Fire Engineer $11,950 $4,089 $16,039 8/1/2023 7/1/2024 5.00% 4 City of El Cerrito Fire Engineer $11,776 $3,797 $15,573 7/1/2023 7/1/2024 4.50% 5 Rodeo-Hercules Fire Protection District Engineer $10,997 $4,455 $15,452 7/1/2023 unknown unknown 6 City of Richmond Fire Engineer $11,651 $3,601 $15,251 1/1/2024 7/1/2024 2.00% 7 City of Pleasanton Fire Engineer $12,100 $3,083 $15,183 1/6/2024 1/4/2025 1.00% 8 City of Albany Fire Engineer $11,462 $3,366 $14,828 7/1/2023 unknown unknown 9 City of Alameda Fire Apparatus Operator $10,693 $3,422 $14,115 1/1/2023 unknown unknown 10 City of Antioch N/C
11 City of Concord N/C
12 City of Hercules N/C
13 City of Livermore N/C
14 City of Martinez N/C
15 City of Pinole N/C
16 City of Pittsburg N/C
17 City of Pleasant Hill N/C
18 City of San Pablo N/C
19 City of Walnut Creek N/C
Top Monthly Total
Monthly
$ 12,165 $ 15,937
-3.3% -2.3%
$ 11,800 $ 15,352
-0.2% 1.4%
8 8
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Fire Engineer
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 139 of 494
City of El Cerrito
Appendix IIa: Market Compensation Data (sorted by Top Monthly Salary) February 2024
Rank Comparator Agency Classification Title Top Step Benefits Package
Total
Monthly
Comp
Salary
Effective
Date
Next Salary
Increase
Next
Percentage
Increase
1 City of El Cerrito Fire Marshal (new) proposed
2 City of Hayward Fire Marshal $23,218 $5,248 $28,466 7/1/2023 unknown unknown 3 Contra Costa County Fire Protection District Assistant Fire Chief $19,777 $4,981 $24,758 9/1/2023 unknown unknown 4 City of Pleasanton Deputy Fire Chief (Fire Marshal) $18,275 $3,837 $22,112 9/2/2023 unknown unknown 5 City of Richmond Fire Marshal $15,780 $3,890 $19,670 1/1/2024 unknown unknown 6 City of Alameda Division Chief (Fire Marshal) $13,765 $3,746 $17,511 1/1/2024 1/1/2025 3.00% 7 City of Albany N/C
8 City of Antioch N/C
9 City of Concord N/C
10 City of Hercules N/C
11 City of Livermore N/C
12 City of Martinez N/C
13 City of Pinole N/C
14 City of Pittsburg N/C
15 City of Pleasant Hill N/C
16 City of San Pablo N/C
17 City of Walnut Creek N/C
18 Rodeo-Hercules Fire Protection District N/C
19 San Ramon Valley Fire Protection District N/C
Top Monthly Total
Monthly
$ 18,163 $ 22,504

N/A N/A
$ 18,275 $ 22,112

N/A N/A
5 5
% City of El Cerrito Above/Below
Number of Matches
Comparator agencies salaries have been adjusted to reflect City of El Cerrito's benchmark work week hours.

N/C - Non Comparator
Median of Comparators
Fire Marshal (new)
Summary Results
Average of Comparators
% City of El Cerrito Above/Below

Agenda Packet Page 140 of 494
City of El Cerrito
Appendix IIb: Benefit Detail
February 2024
City of El
Cerrito
City of
Alameda City of Albany City of Antioch City of Concord
City of
Hayward
City of
Hercules
City of
Livermore
City of
Martinez City of Pinole City of Pittsburg
City of
Pleasant Hill
City of
Pleasanton
City of
Richmond
City of San
Pablo
City of Walnut
Creek
Contra Costa
County Fire
Protection
District
RodeoHercules Fire
Protection
District
San Ramon
Valley Fire
Protection
District
Fire Marshal
(new)
Division Chief
(Fire Marshal) N/C N/C N/C Fire Marshal N/C N/C N/C N/C N/C N/C Deputy Fire
Chief (Fire
Marshal)
Fire Marshal N/C N/C Assistant Fire
Chief N/C N/C
Top Step proposed $ 13,765 $ 23,218 $ 18,275 $ 15,780 $ 19,777 Classic 3%@50 3%@50 3%@55 3%@55 3%@50
Enhanced Formula Cost $ 1,473 $ 2,484 $ 1,608 $ 1,389 $ 2,116 Classic Other Retirement Contrib $ -826 $ -1,219 $ -548 $ -473 ER Paid Member Contrib
Single Highest Year $ 179 $ 302 $ 189 $ 257
Social Security
Deferred Compensation $ 457 $ 85
Cafeteria $ 2,656
Health $ 2,787 $ 3,482 $ 2,149 $ 2,430
Dental $ 134 $ 168 $ 149 $ 116 $ 93
Vision $ 31 $ 23 $ 14
Other Ins.
$ 0 $ 3,746 $ 0 $ 0 $ 0 $ 5,248 $ 0 $ 0 $ 0 $ 0 $ 0 $ 0 $ 3,837 $ 3,890 $ 0 $ 0 $ 4,981 $ 0 $ 0 Agency
Benchmark/ Comparator Agency Match Retirement Insurance Benefit Package Total