Agenda Item No. 6
CITY COUNCIL STAFF REPORT
TO: Honorable Mayor and City Council DATE: September 12, 2022 FROM: Matthew Bronson, City Manager
PREPARED BY: Karla Mattocks, Management Analyst/Human Resources SUBJECT: Amendments to Classification and Compensation Plan and Setting the Salary Schedule for the City of Grover Beach for Employee Recruitment and Retention Needs
RECOMMENDATION
Adopt the Resolution amending the Classification and Compensation Plan and setting the Salary Schedule for the City of Grover Beach to assist with employee recruitment and retention needs.
BACKGROUND
The City of Grover Beach strives to continually provide the community with quality services which requires maintaining a professional, well-qualified staff. In the increasingly competitive job market, one of the necessary components to recruit and retain qualified candidates is to provide fair and equitable pay to employees. Recently, the City completed a compensation review based on average total compensation among other cities in San Luis Obispo County and six regional cities of similar size (Carpinteria, Goleta, Greenfield, King City, Pacific Grove, and Port Hueneme) to assess the current compensation market and identify potential adjustments. This evaluation revealed that adopted labor agreements in several cities have included significant cost of living adjustments and specific targeted equity adjustments which have placed the City of Grover Beach’s wages below the median level of comparable cities.
Below are examples of cost-of-living increases among comparable cities:
City Increase
Paso Robles 3% to 4%
Arroyo Grande 3.50%
Atascadero 3.75 to 5%
Morro Bay 6%
Pismo Beach 4% to 6%
For reference, the current cost of living increase in FY 2022-23 for all employee groups in the City is 3%. However, in the City’s interest to maintain market competitiveness and assist employees with rapidly increasing costs, staff is recommending a supplemental cost of living adjustment of 1.5% to the base salary for all employees effective October 3, 2022. This would represent a total cost of living increase of 4.5% increase for City employees for FY 2022-23 with a subsequent increase of 3% approved in FY 2023-24.
Staff Report: Amendments to Classification and Compensation for Recruitment and Retention Page 2 September 12, 2022
In addition to this adjustment for all employees, staff is recommending targeted equity adjustments in compensation given significant deviations from comparable cities which affects recruitment and retention efforts. Given an impending recruitment in the Finance Manager position due to an upcoming retirement and the ongoing difficulties recruiting for public safety positions, staff determined that additional equity adjustments are necessary for these positions to remain competitive in recruiting and retaining well-qualified employees. Staff recommends equity adjustments to the base salary of the following positions which have fallen well below the median compensation level:
Position
Proposed
Increase
Police Sergeant 3%
Police Officer 7%
Police Trainee 15%
Finance Manager 15%
The adjustments to these classifications will become effective January 1, 2023 and will bring the positions closer to market with other agencies, which will enhance the City’s ability to compete for well qualified candidates for these difficult recruitments. The City will continue to review compensation as needed for other job classifications to ensure competitiveness.
Salary adjustments to job classifications falling under the Service Employee’s International Union group have been shared with SEIU Representatives and a side letter will be drafted prior to implementation on October 3, 2022.
FISCAL IMPACT
These recommended compensation adjustments are projected to cost the General Fund approximately $200,000 for the remainder of FY 2022-23 which can be funded through the City’s projected surplus in this year’s operating budget. The ongoing annual cost beginning in FY 2023- 24 is approximately $300,000 which will be incorporated into the two-year FY 2023-25 budget.
ALTERNATIVES
The Council has the following alternatives to consider:
1. Adopt the Resolution amending the Classification and Compensation Plan and setting the Salary Schedule for the City of Grover Beach to assist with employee recruitment and retention needs; or
2. Do not adopt Resolution; or
3. Provide alternate direction to staff.
PUBLIC NOTIFICATION
The agenda was posted in accordance with the Brown Act.
Attachments
1. Resolution amending the Classification and Compensation Plan and setting the Salary Schedule for the City of Grover Beach
Exhibit A – City of Grover Beach Citywide Salary Schedule effective 10/03/2022 Exhibit B – City of Grover Beach Equity Adjustment Salary Schedule effective 01/01/2023 RESOLUTION NO. 22-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF GROVER BEACH,
CALIFORNIA, TO AMEND THE CLASSIFICATION AND COMPENSATION
PLAN AND SET THE SALARY SCHEDULE
WHEREAS, the City Manager and affected employee groups have met and discussed the amended compensation and benefits structure set forth in Exhibit A and Exhibit B; and WHEREAS, City would implement the amended classification and compensation plan in Exhibit A with the pay period beginning October 3, 2022; and Exhibit B beginning January 1, 2023; and
WHEREAS, the City Council has reviewed and approved of the terms and conditions set forth therein.
NOW, THERFORE, THE CITY COUNCIL OF THE CITY OF GROVER BEACH, CALIFORNIA, DOES DELARE, DETERMINE, AND ORDER AS FOLLOWS:
The City Council of the City of Grover Beach does hereby adopt this Resolution approving the new amended classification and compensation plans and setting the salary schedule for the City of Grover Beach.
On motion by Council Member _____, seconded by Council Member ____, and on the following roll-call vote, to wit:
AYES: Council Members –
NOES: Council Members –
ABSENT: Council Members –
ABSTAIN: Council Members –
RECUSED: Council Members –
the foregoing Resolution was PASSED, APPROVED, and ADOPTED at a regular meeting of the City Council of the City of Grover Beach, California this 12th day of September, 2022.
JEFF LEE, MAYOR
Attest:
WENDI B. SIMS, CITY CLERK
Attachment 1
**DRAFT**
STAFFING DETAIL & SALARY SCHEDULE 10/03/2022
Section 1 - Executive Management MIN MAX
City Manager * 18,762
Police Chief * 12,673 13,307 13,972 14,671 15,404 16,175 Administrative Services Director * 11,426 11,997 12,597 13,227 13,888 14,583 Community Development Director * 11,371 11,940 12,537 13,163 13,822 14,513 Public Works Director/City Engineer * 11,371 11,940 12,537 13,163 13,822 14,513 Deputy City Manager * 10,239 10,751 11,289 11,853 12,446 13,068 Parks & Recreation Program Director * 8,193 8,603 9,033 9,485 9,959 10,457 Section 2 - Management & Confidential A B C D E F
Senior Engineer * 8,069 8,473 8,896 9,341 9,808 10,299
Capital Improvement Project Manager * 7,845 8,237 8,649 9,081 9,536 10,012 Senior Planner * 7,569 7,947 8,345 8,762 9,200 9,660
City Clerk/Executive Assistant * 7,417 7,787 8,177 8,586 9,015 9,466 Finance Manager * 6,798 7,138 7,495 7,870 8,264 8,677
Associate Engineer * 6,798 7,138 7,495 7,870 8,264 8,677 IT Specialist * 6,904 7,249 7,612 7,992 8,392 8,811
Public Works Supervisor * 5,977 6,276 6,590 6,920 7,265 7,629 Management Analyst * 5,698 5,983 6,282 6,596 6,926 7,273 Accounting Specialist 5,039 5,291 5,556 5,834 6,126 6,432 Administrative Analyst (Confidential) 4,893 5,138 5,395 5,665 5,948 6,245 Deputy City Clerk/Administrative Specialist (Conf) 4,531 4,758 4,995 5,245 5,507 5,783 Section 3 – Police Management & Confidential
Police Commander * 11053 11,606 12,186 12,796 13,435
Police Services Analyst 5881 6,175 6,484 6,808 7,148
Management Analyst/Police Department * 5698 5,983 6,282 6,596 6,926 7,273 Administrative Assistant/Public Safety (Confidential) 4719 4,955 5,202 5,463 5,736 https://groverbeach.sharepoint.com/sites/CityCouncilStaffReports/Shared Documents/AgendaPacket_9-12-2022/Compensation Plans/Salary Schedule 10.03.22.xlsx 9/8/2022
Exhibit A
Section 4 - Competitive Service
Police Sergeant 8082 8,486 8,910 9,356 9,824 10,315
Associate Planner 5930 6,226 6,538 6,864 7,208
Assistant Engineer 5703 5,988 6,287 6,602 6,932
Assistant Planner 5436 5,708 5,994 6,293 6,608
Police Officer 6253 6,566 6,894 7,239 7,601 7,981
Communications Supervisor 5204 5,464 5,738 6,025 6,326 6,642 City Mechanic 4954 5,202 5,462 5,735 6,022
Code Compliance Officer 4849 5,091 5,346 5,613 5,894
Community Services Technician II 4849 5,091 5,346 5,613 5,894 Maintenance Worker III 4844 5,086 5,340 5,607 5,887
Fleet Maintenance Coordinator 4730 4,966 5,214 5,475 5,749 Building/Planning Technician 4620 4,851 5,093 5,348 5,615 Equipment Mechanic II 4637 4,868 5,112 5,367 5,636
Recreation Coordinator 4615 4,845 5,088 5,342 5,609
Lead Communications/Records Technician 4673 4,907 5,152 5,410 5,680 5,964 Records/Property Technician 4673 4,907 5,152 5,410 5,680 5,964 Accounting Technician III 4606 4,836 5,078 5,332 5,599
Accounting Technician II 4387 4,606 4,836 5,078 5,332
Communication/Records Technician 4446 4,669 4,902 5,147 5,405 5,675 Accounting Technician I 4178 4,386 4,606 4,836 5,078
Administrative Secretary 4164 4,372 4,591 4,820 5,061
Community Services Technician I 4102 4,307 4,523 4,749 4,986 Administrative Assistant III 3942 4,140 4,346 4,564 4,792 It Assistant 3881 4,075 4,278 4,492 4,717
Engineering Technician 4348 4,565 4,794 5,033 5,285
Maintenance Specialist 3711 3,897 4,092 4,296 4,511
Administrative Assistant II 3547 3,725 3,911 4,106 4,312 Maintenance Worker I 3536 3,712 3,898 4,093 4,298
Equipment Mechanic I 3536 3,712 3,898 4,093 4,298
Administrative Assistant I 3208 3,369 3,537 3,714 3,900 https://groverbeach.sharepoint.com/sites/CityCouncilStaffReports/Shared Documents/AgendaPacket_9-12-2022/Compensation Plans/Salary Schedule 10.03.22.xlsx 9/8/2022
Section 5 – Hourly/Part-Time/Miscellaneous Classes
Administrative Assistant I 18.51 $19.44 $20.41 $21.43 $22.51 Administrative Assistant II 20.47 $21.49 $22.57 $23.70 $24.88 Administrative Assistant III 22.75 $23.89 $25.08 $26.33 $27.65 Police Detective (P/T) 37.89 $39.78 $41.77 $43.86 $46.05 $48.35 Reserve Police Officer: 36.08 $37.88 $39.78 $41.77 $43.85 $46.05 Communications/Records Technician (P/T) 25.66 $26.94 $28.29 $29.70 $31.18 $32.74 Property/Records Technician (P/T) 25.06 $26.31 $27.63 $29.01 $30.46 $31.98 Police Officer Trainee (F/T) (monthly) 4821
Intern - Part Time 15.23
Executive Management Employee Group: Resolution No. 15-50; Resolution No. 16-34; and Resolution No. 16-36, Resolution No. 18- 50, Resolution 21-22
Management & Confidential Employee Group: Resolution No. 15-70; Resolution No. 16-23; Resolution No. 16-31; Resolution No. 17-10; Resolution No. 17-40; Resolution No. 18-03; and Resolution No. 18- 26, Resolution No. 18-51, Resolution No. 18-91, Resolution 20-12, Resolution 21-22, Resolution 21-32
Police Management & Confidential Employee Group: Resolution No. 15-44; Resolution No. 15-45; Resolution No. 16-32, Resolution No. 17-18, Resolution 18-54, Reso 19-62, Resolution 21-21
Police Officers Association: Resolution No. 15-75, Resolution 18 - 76, Resolution 20-04, Resolution 20-39, Resolution 21-08, Resolution 21-19
SEIU, Local 620: Resolution No. 15-63; Resolution No. 16-07; Resolution No. 17-37; and Resolution 18-02; Resolution 20-12, Resolution 21-19
https://groverbeach.sharepoint.com/sites/CityCouncilStaffReports/Shared Documents/AgendaPacket_9-12-2022/Compensation Plans/Salary Schedule 10.03.22.xlsx 9/8/2022
STAFFING DETAIL & SALARY SCHEDULE 1/1/2022
Exhibit B
Section 2 - Management & Confidential A B C D E F
Finance Manager * 7,818 8,209 8,619 9,050 9,503 9,978
Section 4 - Competitive Service
Police Sergeant 8324 8,740 9,177 9,636 10,118 10,624
Police Officer 6691 7,026 7,377 7,746 8,133 8,540
Section 5 – Hourly/Part-Time/Miscellaneous Classes
Police Officer Trainee (F/T) (monthly) 5544
\\Grover-City-Hall.int\Users\kmattocks\Desktop\Exhibit C_Salary Schedule - Equity Adjustments 1.1.22 9/1/2022