Sacramento City Council
October 21, 2025

City of Sacramento
City Council - 5PM Report
915 I Street Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2025-01687 10/21/2025
City Attorney Recruitment - Process and Next Steps
File ID: 2025-01687
Location: Citywide
Recommendation: 1) Receive the CPSHR Consulting (CPS) recruitment work plan and schedule based on Mayor and Council Member feedback for the City Attorney executive Recruitment; 2) receive the City Attorney total compensation information from CPS; 3) provide final direction on the executive recruitment process; and 4) pass a Motion directing CPS to proceed with the executive recruitment process.

Contact: Jennifer Wilkinson, Administrative Officer, (916) 808-5295, [email protected], Human Resources Department Presenter: Jennifer Wilkinson, Administrative Officer, (916) 808-5295, [email protected], Human Resources Department; Pamela Derby, Executive Recruitment Manager, CPS HR Consulting.

Attachments:
1-Description/Analysis
2-CPS HR Consulting Recruitment Work Plan/Schedule
3-CPS HR Consulting Presentation
4-CPS HR Consulting Recruitment Brochure
5-CPS HR City Attorney Total Compensation Report
Description/Analysis
Issue Detail: The position of City Attorney will be vacant effective November 2, 2025. The City Council has begun the recruitment process for the position of City Attorney.

On October 22, 2024, the City Council approved entering into professional service agreements with five firms for executive recruitment services. With that action, the Council pre-approved executive recruitment vendors who had successfully met the requirements of the City's Request for Proposals (RFP No. P24081111002) for Executive Recruitment Services on an as-needed basis. The rationale provided for this Council action (Agenda File ID 2024-01810) was that since each of the five firms on the list met the qualities the City sought such as unique experience, recruitment approach,

File ID: 2025-01687 10/21/2025
geographic reach, fee schedule, and diversity profile, their pre-approval would give the City much needed flexibility and agility in meeting its executive recruitment needs. CPS HR Consulting (CPS), one of the firms on the list, was selected to conduct the executive recruitment for the City Attorney.

From September 3-19, 2025, CPS conducted interviews with the Mayor and City Council members to solicit feedback on the recruitment process and the qualifications of the next City Attorney. A proposed workplan and recruitment timeline based on this feedback is included as Attachment 2, along with the recruitment brochure (Attachment 4). The recruitment is expected to be completed by the first quarter of 2026.

On October 7, 2025, the Personnel and Public Employee Committee (P&PE) was presented with an update on Mayor and Council Member feedback for the recruitment process. The P&PE Committee passed a motion recommending to the City Council that CPS proceed with the executive recruitment process.

Salary
In May 2025, CPS completed a salary survey for comparable City Attorney classifications in various California jurisdictions. Based on the results of this survey (Attachment 5), the City Attorney salary is

10.63% above the market average market for salary alone, and 18.30% ahead when considering total compensation. Given the low risk of turnover, no market-driven adjustments to the salary are recommended at this time. The current annual salary range for City Attorney is $178,300.18 - $351,048.19.

Policy Considerations: The City Council alone is vested with the authority to appoint a City Attorney.

Economic Impacts: Not applicable.

Environmental Considerations: California Environmental Quality Act (CEQA): This action is not a project that is subject to CEQA because it is an organizational or administrative activity that will not result in direct or indirect physical changes to the environment. (CEQA Guidelines § 15378(b)(5)).

Sustainability: Not applicable.

Commission/Committee Action: As detailed above, on October 7, 2025, P&PE Committee passed a motion recommending Council proceed with the executive recruitment process as proposed by CPS.

Rationale for Recommendation: The City Attorney has resigned effective November 2, 2025, and the City Council intends to proceed with the executive recruitment process to fill the position of City Attorney.

File ID: 2025-01687 10/21/2025
Financial Considerations: Not applicable.

Local Business Enterprise (LBE): Not applicable.

City of Sacramento – City Attorney

CITY OF SACRAMENTO

CITY ATTORNEY

RECRUITMENT WORK PLAN/SCHEDULE

Timeframe Activity

PLANNING AND PREPARATION

Week of 9/15

10/21

Activities:
 Consultant meets with City Council members individually to discuss ideal candidate attributes and recruitment plan.
 Consultant presents recruitment brochure that includes ideal candidate profile

ENGAGEMENT ACTIVITIES
10/22  Online Survey Deployed

RECRUITMENT MATERIALS

10/21
Recruitment Brochure:
 CPS HR submits draft recruitment brochure to City Council for approval.

ACTIVE RECRUITMENT
10/22 – 11/24 Marketing:
 Consultant posts the job opening to various websites and publications:

City website, CPS HR Website, Western City, CSAC, Capitol Morning Report, California City News, Governmentjobs and LinkedIn.  CPS HR sends initial e-mail campaign to almost 2,000 government legal professionals across the country; however, follow-up outreach will focus in California as City Attorney must be a member of the California Bar.

Aggressive Outreach/Application Process:
 CPS HR follows up with targeted/qualified candidates (those who are a match to the candidate profile) to ascertain interest and encourage application.

City of Sacramento – City Attorney
 Candidates apply through the CPS HR website, receipt of applicant materials acknowledged.
 Consultant vets candidate resumes against minimum qualifications.  Consultant provides weekly updates to Councilmember Jennings regarding recruitment activities.

SELECTION ACTIVITIES

Ongoing

12/2
Screening Interviews:
 Consultant conducts comprehensive screening interviews with candidates who meet minimum qualifications.
 CPS HR provides Client Report which includes application materials for candidates screened and recommendations regarding candidates for further consideration.

12/9
Client Report Meeting:
 In Closed Session, Consultant meets City Council to discuss candidate pool and determine semi-finalist candidates.

Week of 12/15
Semi-finalist Interview:
 In Closed Session, City Council interviews semi-finalist candidates and determines candidates for a final interview process.

Immediately
following semi-
finalist
interviews
Reference/Assessment Activities:
 Consultant conducts reference checks on the finalist candidates. Finalist candidates will participate in any pre-determined assessment exercises.

 Consultant prepares all materials and coordinates any assessment activities.

TBD Finalist Interviews:
 In Closed Session, City Council conducts interviews with finalist candidates.

 Consultant prepares all materials and coordinates any assessment activities.

CPS BACKGROUND CHECK
Post Final
Interviews
 Consultant conducts background check including criminal, civil, driving, education, and credit.

City of Sacramento – City Attorney

NEGOTIATION OF OFFER
Post Final
Interviews
 Consultant is available to assist with negotiation of salary offer and terms and conditions of employment with the selected candidate as desired by the City Council.

City of Sacramento
City Attorney
Recruitment
Presentation Overview
• Engagement
• Recruitment Brochure
• Recruitment Timeline

Engagement
•Teleconferences with each Councilmember
•Online Survey to solicit input from stakeholders.

Information will be summarized for City Council
and used in creating screening and Council
interview questions and assessments.

Recruitment Brochure
•Created with Relevant Feedback from City
Council
•Requires Input and/or approval from City Council
to go live.

Key Dates
• Oct 21 Council Approves Brochure
• Oct 22 – Nov 24 Recruitment Period
• Oct 22 – Nov 24 Online Survey Active
• Week of Dec 1 Screening Interviews
• Dec 9 Council Discusses Candidate
Pool
• January 2026 Selection Processes
Questions &
Comments
City Attorney

Welcome to Sacramento – California’ s Capital of Opportunity Located at the confluence of the Sacramento and American Rivers, the City of Sacramento (pop. 524,943) blends historic charm with forward-looking innovation, making it one of California’s most dynamic and livable cities. As the state capital, Sacramento is a center of government, culture, and commerce—offering a unique blend of urban energy, natural beauty, and civic engagement.

A Vibrant Community Full of Life and Culture
Residents and visitors alike enjoy a rich array of activities throughout the year. The city is home to the world-renowned Crocker Art Museum, the historic California State Railroad Museum, and the celebrated Golden 1 Center—home to the NBA’s Sacramento Kings and a premier venue for concerts and major events. Midtown’s lively arts scene, thriving nightlife, and celebrated farm-to-fork culinary movement offer endless ways to explore and connect with the community.

Outdoor Living and Natural Beauty
With more than 200 parks and 80 miles of trails, including the scenic American River Parkway, Sacramento provides abundant opportunities for outdoor recreation. Kayaking, cycling, running, and riverfront concerts are just a few of the ways residents enjoy the city’s temperate climate and green spaces.

Education and Lifelong Learning
Sacramento is a hub for public education and academic advancement. The region is served by multiple school districts and offers a range of public, charter, and private schools. It is also home to Sacramento State University and within proximity to the world-class University of California, Davis. The city’s libraries, community centers, and cultural institutions offer countless opportunities for lifelong learning, civic engagement, and professional development.

A Growing, Diverse Capital with a Bright Future
One of the most diverse cities in the nation, Sacramento prides itself on inclusivity, innovation, and resilience. As it continues to grow, the city is investing in sustainable infrastructure, equitable development, and economic opportunity. It is a community where bold ideas are welcomed— and where visionary leadership can shape the future for generations to come
To learn more go to: www.cityofsacramento.gov
Welcome to Sacramento – California’ s Capital of Opportunity Located at the confluence of the Sacramento and American Rivers, the City of Sacramento (pop. 524,943) blends historic charm with forward-looking innovation, making it one of California’s most dynamic and livable cities. As the state capital, Sacramento is a center of government, culture, and commerce—offering a unique blend of urban energy, natural beauty, and civic engagement.

A Vibrant Community Full of Life and Culture
Residents and visitors alike enjoy a rich array of activities throughout the year. The city is home to the world-renowned Crocker Art Museum, the historic California State Railroad Museum, and the celebrated Golden 1 Center—home to the NBA’s Sacramento Kings and a premier venue for concerts and major events. Midtown’s lively arts scene, thriving nightlife, and celebrated farm-to-fork culinary movement offer endless ways to explore and connect with the community.

Outdoor Living and Natural Beauty
With more than 200 parks and 80 miles of trails, including the scenic American River Parkway, Sacramento provides abundant opportunities for outdoor recreation. Kayaking, cycling, running, and riverfront concerts are just a few of the ways residents enjoy the city’s temperate climate and green spaces.

Education and Lifelong Learning
Sacramento is a hub for public education and academic advancement. The region is served by multiple school districts and offers a range of public, charter, and private schools. It is also home to Sacramento State University and within proximity to the world-class University of California, Davis. The city’s libraries, community centers, and cultural institutions offer countless opportunities for lifelong learning, civic engagement, and professional development.

A Growing, Diverse Capital with a Bright Future
One of the most diverse cities in the nation, Sacramento prides itself on inclusivity, innovation, and resilience. As it continues to grow, the city is investing in sustainable infrastructure, equitable development, and economic opportunity. It is a community where bold ideas are welcomed— and where visionary leadership can shape the future for generations to come
To learn more go to: www.cityofsacramento.gov
Accolades
» All-America City Award (2022)
Recognized by the National Civic League for Sacramento’s collaborative efforts in addressing community challenges through inclusive civic engagement. YouTube » Wide Open Walls Mural Festival
Celebrated for transforming Sacramento’s urban landscape through public art, fostering community pride and cultural tourism. Wikipedia
» Travel + Leisure’s 50 Best Places to Travel (2025)
Sacramento was featured for its vibrant culinary scene, rich cultural experiences, and dynamic urban development.
» Outstanding Public Transportation System of the Y ear (2021) Awarded by the American Public Transportation Association (APTA) to Sacramento Regional Transit (SacRT) for exceptional service and innovation. SacRT » #3 Economic Development Organization Worldwide (2023) The Greater Sacramento Economic Council (GSEC) was ranked third globally by the International Economic Development Council for its transformative economic strategies. Greater Sacramento Economic Council
The Department
The Office of the City Attorney serves as legal counsel to the City Council, City Officers and Department staff, boards, and commissions as well as the Administration, Investment and Fiscal Management Board, Sacramento City Financing Authority, and Sacramento Regional Arts Facilities Financing Authority. The Office provides legal representation in criminal, civil and administrative litigation, renders advice and counsel, and prepares ordinances, resolutions, contracts, opinions, and other legal documents for the City and its related entities. The City Attorney’s Office is organized into four operational divisions and an administration division supported by 63 FTEs and a FY 2025-26 budget of approximately $14.5 million. » Administration: Develops and implements office policies and procedures; monitors overall office performance; prepares and administers the office budget; develops and implements education and training; handles all personnel hiring, evaluation, and other personnel matters; assembles and analyzes office productivity data, including the production of an annual report; and engages in long-range planning.
» General Counsel & Advisory Division: Provides advisory and transactional advice and support to charter offices and city departments on all aspects of municipal law including Brown Act; Public Records Act; California Environmental Quality Act and National Environmental Policy Act; water law; propositions 26 and 218; public bidding, construction, and procurement; contract negotiation, drafting, and review; prevailing wages; transportation modes; real estate procurement, conveyance, and leasing; solid waste disposal; landfill regulation; and various other areas of municipal law. » Litigation Division: Defends and prosecutes civil litigation cases on behalf of the City and its officers and employees acting in the course and scope of employment; and provides legal support to Risk Management.
» Community Advocacy & Public Safety Division (CAPS): Works collaboratively with City departments on code enforcement, social nuisance abatement, public safety issues, including prosecuting code violations through administrative, civil, or criminal proceedings, and social nuisances through civil litigation and training, and advising staff on enforcement matters. Advises the Sacramento Police Department, Community Development Department, Fire Department, and Department of Community Response Enforcement Divisions. Provides strategic support to the City Council’s policymaking function by providing legal advice and response on multi-departmental projects and Council initiatives, including issues of homelessness, economic development, cannabis regulations, and emergency management. » Strategic Projects & Research Division (SPR): Provides strategic support to the City Council’s policymaking function by providing legal advice and response on multi-departmental projects and Council initiatives, including issues of homelessness, economic development, cannabis regulations, and emergency management.

OBJECTIVES FOR FY2025/26
» Implement the processes put in place to enhance the office diversity, equity and inclusion goals designed to improve internal commitment for recruitment and hiring, outreach to the community, and operations within the City Attorney’s Office, as recently recognized by the California State Bar Gold Seal. » Inform and advise the Council and City departments regarding Presidential Actions, including Executive Orders, Memorandums, and commencing litigation to protect the City from the federal government’s threat to terminate federal funding of existing grants. » Assist the Council and City Manager with budget savings through increased efficiencies in the City Attorney’s Office.
» Provide citywide training through City U courses to include Public Records Act, public contracting, First Amendment issues, and the Brown Act.
» Continue to actively support and advise the City Council in the City’s pursuit of racial and social justice and racial equity through implementation of its Racial Equity Resolution and planned next steps, as well as continuing support for the Police Department and the Office of Public Safety Accountability as they write and implement policies addressing community oversight pursuant to the Council’s direction. » Retain a staff of highly qualified and dedicated attorneys and support staff with extensive knowledge of the City of Sacramento and municipal law to deliver high quality legal services and advice more efficiently and effectively.
» Continue to defend the City’s legal interests in court and in administrative proceedings and initiate legal action and other initiatives to protect and advance the rights, interests, and quality of life of our community, and ensure justice and equity.
» Continue to pursue filing of petitions in CARE Court, to aid in addressing the homelessness crisis and the specific needs of the percentage of homeless individuals experiencing significant mental illness.

The Position
The City Attorney serves as the chief legal officer for the City, providing trusted counsel and executive leadership on all legal matters that impact City operations and governance. Appointed by the City Council, the City Attorney directs and manages the Office of the City Attorney, which provides legal representation and services across the organization, including civil counsel, criminal prosecution, and administrative proceedings.

This executive-level role is both strategic and highly complex, requiring sound judgment, advanced legal expertise, and strong administrative leadership. The City Attorney works closely with the City Council, Boards and Commissions, and City staff, offering legal advice, drafting opinions, and guiding the City through sensitive, high-profile, and often precedent-setting legal matters.

As the head of the City Attorney’s Office, the incumbent oversees a talented team of attorneys, managers, and support staff, ensuring the highest standards of legal practice, professional ethics, and effective service delivery. Key responsibilities include:
» Providing legal advice and representation to the City Council, City Boards and Commissions, and City staff. » Overseeing civil litigation, criminal prosecution, and administrative law functions. » Managing and mentoring legal and professional staff, ensuring adherence to professional standards. » Representing the City in complex legal proceedings, including appellate cases and negotiations. » Advising on legislation, public policy, and legal issues that impact the City. » Developing and administering the Office budget and long-term strategic goals.

The City Attorney must be a highly skilled legal strategist, an effective organizational leader, and a trusted advisor to elected officials and City leadership. This is an outstanding opportunity for an accomplished legal professional to shape the future of municipal governance and ensure the highest level of legal stewardship for the City.

View the full Class Spec here.

Ideal Candidate
The next City Attorney for the City of Sacramento will be a highly intelligent, solutions-oriented legal strategist who brings deep expertise in California municipal law,
an appreciation for the complexities of state and federal frameworks, and the creativity to help the City achieve its goals within the law. The Council seeks a legal advisor who begins with “how we can” rather than “why we can’t” .

This individual will possess the intellectual rigor,
confidence, and composure to navigate the full range
of issues that come before a dynamic and visible capital city — from intergovernmental relations and high-profile litigation to emerging policy priorities in areas such as housing, equity, and public safety. The ideal candidate will be knowledgeable, thoughtful, and measured, recognizing when to advise, when to listen, and how to provide clear, factual counsel that empowers decision-makers.

As the leader of a high-performing, well-respected legal team, the City Attorney must be an effective manager
and mentor — one who values collaboration, builds trust, and sustains a culture of professionalism and stability. The office has long been recognized for its quality, integrity, and low turnover, and the next City Attorney will be
expected to preserve that strength while continuing to
develop the team’s bench of talent. Strong leadership and communication skills are critical, as is the ability to manage risk thoughtfully — not by avoiding it, but by identifying, mitigating, and managing it responsibly.

The Council values a City Attorney who is ethical,
nonpartisan, and steady — someone who provides
candid legal advice without engaging in political or
interdepartmental drama. While intellectually curious
and creative, this person will also embody humility,
discretion, and a “no-flash” approach to public service. In short, Sacramento’s next City Attorney will combine legal excellence, sound judgment, managerial skill, and a service mindset — protecting the City’s interests while enabling progress.

Education
and Experience
Any combination of education and experience that
would provide the required knowledge and abilities is
qualifying. A typical way to obtain the knowledge and abilities would be:

Experience:

Five years of supervisory analytical work in a city attorney or county counsel’s office, including at least two years at a management level equal to or higher than the Sacramento City class of Assistant City Attorney. Ideally, such experience should have been gained in a large (population 250,000 or higher) metropolitan jurisdiction.

Education:

Equivalent to a Juris Doctor degree from an accredited law school.

Special Qualifications:

Must be a current member of the State Bar of California. Qualified to practice law before all California State and Federal Courts.

Compensation/Benefits
The annual salary range for this role is $178,300.18
- $351,048.19 dependent on qualifications and is
complemented by an attractive benefit package that includes:
» RETIREMENT/PENSION – 2% at age 55 retirement
formula for Classic PERS members; or 2% at age 62 based on provisions of the California Public Employees’ Pension Reform Act of 2013 (PEPRA).
» HEAL TH INSURANCE – Medical, Dental, Vision Care, and EAP benefits are provided through the City. The City offers three medical providers and provides a contribution towards medical, dental, and vision premiums.

Medical, Dental, Vision Care, and EAP benefits are provided to all regular employees and their eligible dependents.
» OTHER INSURANCE – Group Life and Disability Insurance. » DEFERRED COMP – City sponsored 457 Deferred Compensation Plan administered by Nationwide. » FLEXIBLE SPENDING ACCOUNT – The City offers a Healthcare, Dependent Care, and Transportation FSA. » VACATION – 80–160 hours per year; accrual rate based on years of service. » LEAVES – 80 hours of management leave per year; 96 hours of sick leave per year. Leave hours are prorated for new hires.
» HOLIDAYS – 13 designated days and 2 floating holidays per year. » TECHNOLOGY STIPEND – $100 per month.
» VEHICLE STIPEND – $500 per month.

To view the full Benefits Summary, click here.

Application and Selection Procedure
This position is open until filled with a first resume review date of Monday, November 24, 2025. To be considered for this exceptional career opportunity, please submit your resume, cover letter, a list of six work-related references (two supervisors, two direct reports and two colleagues, who will not be notified without prior notification) to the electronic link below. Resume should reflect years and months of employment, beginning/ending dates as well as size of staff and budgets you have managed.

Please go to our website to submit your application: https://www.cpshr.us/recruitment/2538 For further information contact:

Pam Derby
(916) 263-1401
E-mail: [email protected]
Website: www.cpshr.us
Resumes will be screened in relation to the criteria outlined in this brochure. Candidates with the most relevant qualifications will be given preliminary interviews by the consultants. Candidates deemed most qualified will be referred to the City. Selected candidates will be invited to participate in further interview and selection activities with the City Council. An appointment will be made following comprehensive reference and background checks.

YEARS
Your Trusted HR Advisor For 40 Years

1 To: Shelley Banks-Robinson City of Sacramento HR Director From: Teddi Anderson, Project Consultant, CPS HR
RE: Total Compensation for City Attorney City of Sacramento

Summary
The City Attorney compensation for the City of Sacramento was reviewed. This memo describes the methodology, data obtained, and considerations based on the analysis. Based on the following analysis, the City Attorney salary is 10.63% above market in salary only and 18.30% ahead for total compensation. Assuming little to no risk of turnover, no market-driven changes are recommended at this time.

Background
The City of Sacramento is the capital city of the state of California. Based on the U.S Census, the population estimate for 2023 was 526,384. The City Attorney is classified as a Charter Officer.

Market Factors
There are many factors that go into reviewing the elements of salary for City Attorneys and equivalent positions in local government, such as General Counsel and/or department heads. A common practice for these positions includes a more formal employment agreement updated Position Agency Population County
Adjusted
Salary
Adjusted Total
Compensation
City Attorney Bakersfield 413,381 Kern County 240,808 325,543 City Attorney Fresno 545,716 Fresno County 319,200 420,953 City Attorney Long Beach 449,468 Los Angeles
County 366,886 487,310
City Attorney Oakland-Strong
Mayor 436,504 Alameda
County 289,670 423,211
City Attorney Roseville 159,135 Placer County 322,452 453,145 County Counsel Sacramento
County 1,584,104 Sacramento
County 325,320 471,443
City Attorney San Francisco-
Strong Mayor 808,988 San Francisco
County 262,909
313,116
City Attorney San Jose 969,655 Santa Clara
County 352,879 489,767
City Attorney Stockton 319,543 San Joaquin
County 343,598 465,547
no strong
match State of CA 39.5 M
Average 313,747 427,782
City Attorney Sacramento 526,384 Sacramento
County 351,048 523,593
Variance 10.63% 18.30%

2 annually or during their performance review. These agreements go beyond just base salary to include other “perks” or economic adds of their employment.

All of these factors and considerations are taken into account when establishing and analyzing total compensation package for executives . Additionally, while focusing on retention or recruiting, it can help inform us about the risk of turnover or success of a strong candidate pool.

It can also help quantify the total cost of a position for budgeting purposes.

Market Pay
Market pay is typically defined as the average pay of actual salaries, salary ranges and/or total compensation for similar positions in comparable agencies. Depending on the agencies’ pay philosophy, the target market rate can vary. Rates can be determined or relative to the average of the minimum, midpoint, or maximum range or market average of actuals, or a combination of both. Additionally, whereas California is very transparent about sharing or listing salaries, current and actual salaries or related benefits are not always accessible and validated in a timely manner. Due to the volatility of the labor market, it is important to review market pay and include actual salary as well as ranges annually, or when there is a significant vacancy.

Although most of the surveys look at market average, it does not always reflect what candidates expect to earn or negotiate.

Pay Philosophy and Structure
A common philosophy and best practice related to range placement for market competitiveness is allowing for variation of data points that contribute to market pay including hiring rate and internal equity. The city’s practice of +/- 5% pay philosophy is a strong, valid practice. Although this can vary from agency to agency, having a desired market target rate or market target range is essential when determining pay philosophy. Additionally, in regard to salary structure, many executive positions do not have a range (min and max) but use a single hiring rate that can be adjusted annually based on a number of factors, in addition to internal equity, including qualifications, performance, cost of living and budget.

Budget
Budget is a critical consideration when determining market pay. Not everyone can afford the average market rate and regardless of your pay philosophy, once established, it is imperative to know how competitive your pay is. Looking at total compensation is also an ideal way to project the budget for the cost of an FTE. Many agencies supplement salaries with other economic adds to increase the overall total compensation package. Although we see these economic adds primarily in employment contracts for executives it can include other executive level positions. These pay elements should be considered in totality.

Comparable Agencies
Determining which comparable agencies to use are essential. Typically, agencies are chosen based on similar population, size of agency, size of budget, scope of duties and span of control (direct reports/FTE). A lesser-known element is using agencies with similar revenue sources.

These factors as well as others determined by the agency all contribute to their established

3 market pay. Many organizations and survey data show that an established market driven philosophy that includes proximity of agencies, which have or will draw talent can be helpful in preventing turnover. Should the City wish to expand or modify the list below, I can certainly do that. The following list reflects the comparable agencies surveyed:

• Bakersfield
• Fresno
• Long Beach
• Oakland-Strong Mayor
• Roseville
• Sacramento County
• San Francisco- Strong Mayor
• San Jose
• Stockton
• State of California

For the purposes of City Attorney analysis, these are solid comparable agencies. It is important to note that Oakland and San Francisco also have a Strong Mayor form of Government, and, although the salary is comparable, some agencies may choose to exclude it in their analysis.

Although there is no “rule” for number of comparable agencies you use, the more you include, the less the variance in the average if/when one agency changes pay and conversely, the smaller number of comparables, the more dynamic the change.

Cost of Living
Cost of living is also a significant factor to consider when establishing pay. When conducting analysis, it’s important to consider cost of living variances, especially as it relates to attraction and retention. For purposes of this analysis, I used a credible, validated source for determining cost of living, the Economic Research Institute Cost of Living Comparison Calculator | Living Cost Comparison Tool | ERI. Additionally, I used similar methodology when recently reviewing the City Manager.

The table below reflects the cost of living compared with the City of Sacramento. Additionally, if the % is green-this means that Sacramento has a lower cost of living than the comparable agency and conversely if the % is red it reflects a higher cost of living in Sacramento. The data was then adjusted accordingly. For agencies in Sacramento County, no adjustments were made. The results of using the aforementioned calculator are in the below table:

4 Attraction and Retention
All the factors above are driving factors in attracting and retaining quality talent in an organization. Savvy executive level candidates may utilize the same resources and calculators when making a decision to apply or go elsewhere . Candidates and employees may also expect that the previous incumbents’ pay or top of the pay range is available to them upon hire, promotion or achievable through established pay strategies.

Data Resources and Transparency
Although these resources are available to the public there are considerations when using one or more for analytical purposes. The primary consideration is the year in which the data was reported. Typically, these lag 1-2 years and are reported annually. If current data is not available, these numbers can be “aged” by adding the known cost of living increase or other monetary increases for those years not reflected. Its important to note that these numbers obtained are a snapshot in time.

• Actuals: Current data derived directly from agencies through current employment agreements, or from agency staff, this is the most credible and timely data. Data is adjusted for cost of living and includes value of vacation or other compensable leave.

Additionally, depending on the reason for the analysis, such as future recruitment, certain incentives may not be available to the future incumbent. Where actuals were unavailable, Public Pay was used for 2023.
• Public pay: Government Compensation in California through the State Controller’s Officer. They do not include value of all elements, including leave in their total comp calculations. Most recent data is 2023.

Agency Population County
Cost of Living
Adjustment
Bakersfield 413,381 Kern County 9.0%
Fresno 545,716 Fresno County 12.0%
Long Beach 449,468 Los Angeles County 0.12%
Oakland-
Strong Mayor 436,504 Alameda County -5.0%
Roseville 159,135 Placer County 3.0%
Sacramento
County 1,584,104 Sacramento County No change
San Francisco-
Strong Mayor 808,988 San Francisco County
-17.0%
San Jose 969,655 Santa Clara County -7.0%
Stockton 319,543 San Joaquin County 8.0%
State of CA 39.5 M No change

5 • Transparent pay: I did not utilize this resource. Represented as California’s largest public pay and pension database. Transparent California is provided by Nevada Policy as a public service. It is not known how the data is validated and by whom. They do not include value of all elements, including leave in their total comp calculations. Most recent data for is 2023.

The table below represents the three data sources. Although these sources can be used as a tool, those who use the data would need to make sure they understand each total compensation element. As you can see below the average changes from one data source to another.

Variations due to one or more of the following:
▪ Most recent data is from 2023
▪ Reporting & Collecting variables
▪ Inconsistent “total comp” elements
▪ Turnover, and/or difference in negotiated terms.

Methodology
The data for the incumbent position and comparable agencies were collected. As part of the analysis, I researched employment agreements, annual actual salary, salary ranges (if Position Agency Public Pay

Transparent
Pay Actuals
City Attorney Bakersfield 226,867 349,725 325,543 City Attorney Fresno 240,963 280,513 420,953
City Attorney Long Beach 401,165 468,541 487,310 City Attorney Oakland 280,944 417,713 423,211
City Attorney Roseville 291,266 426,309 453,145 County Counsel Sacramento
County 401,165 461,212 471,443
City Attorney San Francisco-
Strong Mayor No data 373,620 313,116
City Attorney San Jose No data No data 489,767
City Attorney Stockton No data 381,583 465,547
Average 307,062 394,902 427,782
City Attorney Sacramento 336,370 452,736 523,593 Variance 8.71% 12.77% 18.30%

6 applicable) and other related executive incentives or perks for those comparable agency positions. Most of the salary data was current as of April 2025. This data was translated into several tables for a visual representation throughout this memo. Additionally, these data points reflect a point in time obtained of April 2025. Unless validated by the comparable agency, the data was NOT aged to represent any projections or increases that are yet to occur in 2025.

Total Compensation Common Elements
Although the following elements are typically included in total compensation, it does not prohibit the agency from adding or excluding other unique or lesser-known perks negotiated by the candidate upon hire.

The common elements or total compensation included are:
• Base Salary
• Additional contribution and/or match to a 401 (or similar): Typically, a % of annual salary or lump sum amount.
• Performance/merit-based annual bonus or lump sum payment. • Car, phone allowances: Use of a vehicle, or a monthly allowance. Other perks can include an annual allowance to cover additional expenses, or less commonly longevity pay.
• Value of Health, Dental and Vision Benefits (Employer Paid) • Leave: Value of Vacation, SL or PTO Accruals
• Upon hire: Relocation or other hiring “bonus”
• Severance: Although not typically quantified for total compensation purposes, it can influence the candidate’s decision to apply as well as having significant impact on the budget upon separation.

Salary and Total Compensation Analysis
When comparing the analysis, to simplify and account for variances in negotiating terms of an employment agreement, I broke the visual table out by salary only and by total compensation.

Both were adjusted based on cost of living. As reflected in the table below, based on the current actual salaries only, the City Attorney salary is ahead 10.63% above the market average for salary only and 18.30% as compared to total compensation.

7 Total Compensation

Position Agency Population County Adjusted Salary
City Attorney Bakersfield 413,381 Kern County 240,808 City Attorney Fresno 545,716 Fresno County 319,200 City Attorney Long Beach 449,468 Los Angeles
County 366,886
City Attorney Oakland-Strong
Mayor 436,504 Alameda
County 289,670
City Attorney Roseville 159,135 Placer County 322,452 County Counsel Sacramento
County 1,584,104 Sacramento
County 325,320
City Attorney San Francisco-
Strong Mayor 808,988 San Francisco
County 262,909
City Attorney San Jose 969,655 Santa Clara
County 352,879
City Attorney Stockton 319,543 San Joaquin
County 343,598
no strong match State of CA 39.5 M
Average 313,747
City Attorney Sacramento 526,384 Sacramento
County 351,048
Variance 10.63%
Position Agency Population County
COL Adjusted
Total
Compensation
City Attorney Bakersfield 413,381 Kern County 325,543
City Attorney Fresno 545,716 Fresno County 420,953
City Attorney Long Beach 449,468 Los Angeles
County 487,310
City Attorney Oakland-Strong
Mayor 436,504 Alameda
County 423,211
City Attorney Roseville 159,135 Placer County 453,145
County Counsel Sacramento
County 1,584,104 Sacramento
County 471,443
City Attorney San Francisco-
Strong Mayor 808,988 San Francisco
County 313,116
City Attorney San Jose 969,655 Santa Clara
County 489,767
City Attorney Stockton 319,543 San Joaquin
County 465,547
no strong State of CA 39.5 M
Average 427,782
City Attorney Sacramento 526,384 Sacramento
County 523,593
Variance 18.30%

8 Ranges
Salary ranges are typically the most recent and visible data reflected on agency websites or listed in job announcements. Range placement and range movement can vary based on the agencies range structure, pay philosophy, internal equity, compression and budget. Obtaining pay philosophy for comparable agencies was outside the scope of this analysis. Only 1 of the 9 comparator agencies have ranges, which is not uncommon. Based on that information, it is difficult to compare the minimum however when comparing the max ranges, the City of Sacramento is above the market average at 20.27%.

Conclusion
Based on the recent analysis, the City Attorney salary is 10.63% above market in salary only and

18.30% above the market for total compensation. No market-driven changes are recommended at this time.