February 1, 2022
Human Resources
DATE: February 1, 2022
TO: Mayor Butt and Members of the City Council
FROM:
Anil Comelo, Interim Deputy City Manager
Subject:
Resolution amending the salary schedule for Police
Chief, City Clerk, and Director of Information Technology Classifications
FINANCIAL IMPACT: There is no fiscal impact for Fiscal Year 2021-2022
PREVIOUS COUNCIL
ACTION:
(List all dates items were heard or
council action took place)
On November 23, 2021, the City Council approved
several of the Fiscal Year 2021-2022 multi-year
comparative position listings; and AMENDED the salary
schedule to implement a limited number of the city
manager's reorganization for specific City departments - Human Resources Management Department (Marc Fox
510-620-6600). This item was previously continued from
the October 5, 19, and November 16, 2021, meetings.
STATEMENT OF THE
ISSUE:
The City Council’s authorization is required to establish equitable salary ranges for executive management
classifications.
RECOMMENDED ACTION:
ADOPT a resolution amending the City’s salary schedule
to revise the salary ranges for City Clerk, Director of Information Technology, and Police Chief – Human
Resources Department (Anil Comelo/Sharrone Taylor
510-620-6600).
AGENDA
REPORT
February 1, 2022
DISCUSSION:
On November 23, 2021, the City Council adopted new job titles that created Deputy Director positions in various departments. During the meeting, there was discussion pertaining to filling positions promptly to meet the needs of the community and departments, and direction given for staff to return to the City Council with an equity analysis. The goal of an equity analysis is to help assess and correct disparities among employees who perform similar work (includes but not limited to similar skills, knowledge, effort, responsibility, and working conditions).
Since the Interim City Manager was appointed, there has been a renewed focus on trying to recruit employees that provide direct services to residents and are members of SEIU Local 1021, Mid-Management IFPTE Local 21, and public safety positions. In addition, several executive positions remain vacant such as the Deputy City Manager, Community Engagement Manager, and Assistant Fire Chief, which contribute to the projected salary savings in the Fiscal Year 2021-2022 budget of four percent (approximately $5.3 million).
Human Resources Department staff conducted an analysis of the positions within the executive classification and are bringing forth proposed revisions to the salary ranges for the Director of Information Technology, City Clerk, and Police Chief to ensure parity with classifications and current market conditions. The salary ranges for City Clerk and Director of Information Technology have not been adjusted since 2015. The Police Chief salary range was adjusted in 2020; however, it did not fully address compaction issues between the Assistant Police Chief and Police Chief salary ranges.
Approval of the new proposed salary ranges does not automatically equate to increases in compensation. Any increases in salaries for these positions will be based on merit and performance. Based on the current market data derived from a current market study (detailed in the tables below), the proposed salary ranges will increase as follows:
City Clerk will result in a 10.2 percent top of range increase; Director of Information Technology will result in an 18.9 percent top of range increase; and
Police Chief will result in a 4.95 percent top of range increase.
Human Resources staff utilized the following twelve (12) public sector employers as part of the market data comparisons for the three (3) executive positions:
February 1, 2022
Market Data for the City Clerk Salary Range:
Peer Matching Title
Pay
Range
Minimum
Pay
Range
Midpoint
Pay Range
Maximum
City of Alameda City Clerk $203,599 $203,599 $203,599
City of Antioch No Match N/A N/A N/A
City of Berkeley City Clerk $161,990 $192,339 $222,688
City of Concord City Clerk $110,469 $131,177 $151,886
City of Fremont City Clerk $122,319 $143,725 $165,130
City of Hayward City Clerk $140,826 $140,826 $140,826
City of Napa City Clerk $129,630 $143,115 $156,599
City of Oakland City Clerk $168,171 $187,318 $206,465
City of San Leandro City Clerk $125,238 $138,723 $152,208 City of San Ramon City Clerk $117,409 $136,781 $156,154 City of Vallejo City Clerk $117,615 $130,288 $142,960
City of Walnut Creek City Clerk $116,204 $139,444 $162,685 Peer Market Average $137,588 $153,394 $169,200
City of Richmond City Clerk $97,044 $125,760 $154,476
The proposed range for the City Clerk is Grade 3.1 - $108,288 - $172,368/annually.
Staff is proposing that this range move from the 2.1 grade to the 3.1 grade.
Market Data for the Director of Information Technology:
Peer Matching Title Pay Range
Minimum
Pay Range
Midpoint
Pay Range
Maximum
City of Alameda Information Technology Director $177,757 $196,912 $216,067 City of Antioch Information Systems Director $127,655 $141,412 $155,168
February 1, 2022
City of Berkeley Director of Information Technology $161,990 $192,339 $222,688 City of Concord Director of Information Technology $158,658 $188,400 $218,142 City of Fremont Information Technology Services Director $183,524 $215,641 $247,758 City of Hayward Director of Information Technology/CIO $186,246 $206,310 $226,375 City of Napa No Match N/A N/A N/A
City of Oakland Director of Information Technology $151,359 $189,198 $227,038 City of San
Leandro Chief Technology Officer $159,845 $177,065 $194,285 City of San
Ramon Information Technology Director $174,874 $203,991 $233,107 City of Vallejo Information & Technology Director $158,234 $175,284 $192,334 City of Walnut
Creek Chief Information Officer $141,530 $168,106 $194,683 Peer Market
Average $161,970 $186,787 $211,604
City of
Richmond Information Technology Director $108,288 $140,328 $172,368 The proposed range for the Director of IT is 5.1 - $128,736 – $204,936/annually. This new range would place the IT Director classification in the same range as other department directors. Staff is proposing that this range move from the 3.1 grade to the
5.1 grade.
Market Data for the Police Chief Salary Range:
Peer Matching Title Pay Range
Minimum
Pay
Range
Midpoint
Pay Range
Maximum
City of Alameda Chief of Police $236,112 $261,554 $286,995 City of Antioch Police Chief $202,231 $224,022 $245,813 City of Berkeley Police Chief $178,414 $211,800 $245,185 City of Concord Chief of Police $187,292 $228,839 $270,386 City of Fremont Police Chief $219,727 $262,815 $305,903 City of Hayward Chief of Police $190,707 $211,249 $231,790
February 1, 2022
City of Napa Police Chief $215,657 $238,107 $260,557
City of Oakland Chief of Police $240,220 $273,763 $307,306 City of San Leandro Police Chief $214,180 $237,254 $260,328 City of San Ramon Police Chief $174,874 $203,991 $233,107 City of Vallejo Police Chief $213,366 $236,356 $259,347 City of Walnut Creek Police Chief $174,807 $208,258 $241,709 Peer Market Average $203,966 $233,167 $262,369
City of Richmond Police Chief $148,056 $191,868 $235,680 The proposed range for Police Chief is Grade 5.8 - $203,966 - $262,369/annually. Staff is proposing that this range move from the 5.7 grade to the new 5.8 grade.
NEXT STEPS:
Staff recommends the amendment of the salary schedule to include the wages and salaries for these classifications.
Accordingly, the attached resolution will adjust the salary ranges for these classifications in the following manner:
Classification Current
Grade
Current Annual
Range
New
Grade
New Annual Range Unit
City Clerk 2.1 $97,044 – 154,476 3.1 $108,288 – $172,368 Executive Director of
Information
Technology
3.1 $108,288 – 172,368 5.1 $128,736 – $ 204,936 Executive Police Chief 5.7 $162,864 – 249,996 5.8 $203,966 – $262,369 Executive
Please note that employees in these classifications will not receive automatic, across - the-board salary increases pursuant to this action. Instead, the supervising authority will determine, based on employee performance, which, if any, of the employees in t hese classifications will receive a merit salary increase.
DOCUMENTS ATTACHED:
Attachment 1 – Resolution Amending the Salary Schedule