CITY OF SAN MATEO
RESOLUTION NO. __ (2026)
APPROVING AMENDMENTS TO THE MEMORANDUMS OF UNDERSTANDING BETWEEN THE CITY OF SAN
MATEO AND ALL OF ITS UNIONS/ASSOCIATIONS
WHEREAS, during the last contract negotiations with the San Mateo City Employees’ Association (SMCEA), San Mateo Police Officers’ Association (SMPOA), San Mateo Police Sergeants’ Association (SMPSA), San Mateo Safety Management Association (SMSMA), San Mateo Management Employees’ Association (SMMEA), SEIU Library Merit Unit (SEIU LIB), SEIU Library Per Diem Unit (SEIU LIB PD), SEIU Maintenance Unit (SEIU M), and SEIU Non-Merit Part-Time Unit (SEIU NMPT), concerns were raised regarding how total compensation surveys were conducted; and
WHEREAS, the City proposed a limited reopener for the purpose of reviewing the comparable city requirements and factors, including benchmark classifications to be used in future total compensation surveys during contract negotiations; and
WHEREAS, the City’s intent was to have a survey methodology that was consistent citywide with the following goals:
• consistent and fair survey methodology aimed at attracting and retaining talent with competitive wages and benefits.
• All classifications to be linked to a relevant “Benchmark” classification within the same bargaining unit.
No classifications will be left behind.
• Ensure surveys include a “balanced approach” and relevant compensation components consistent with widely acceptable practices.
• Identify jurisdictions to be surveyed that are comparable to the City of San Mateo. • All special adjustments are to be completed during upcoming contract negotiations. • Limit existing language in the Memorandum of Understanding (“MOU”) related to classification and compensation review to classification studies only. The purpose of the classification study is to: 1) determine the appropriate classification based on the duties performed on a permanent, regular and consistent basis, and 2) allocate such position(s) to the appropriate classification.
WHEREAS, the parties have met and conferred and reached agreement; and
WHEREAS, the side letters of agreement are attached hereto as Exhibit A.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SAN MATEO, CALIFORNIA, HEREBY RESOLVES that:
1. The side letters of agreement are not subject to California Environmental Quality Act (CEQA Guidelines Section 15061(b)(3)) because it can be seen with certainty that it will not cause a physical change in the environment.
2. The side letters of agreement are attached hereto as Exhibit A and incorporated by reference.
3. The side letters of agreement are approved.
4. The SMCEA, SMPOA, SMPSA, SMSMA, SMMEA, SEIU LIB, SEIU LIB PD, SEIU M and SEIU NMPT MOUs will be amended to include Side Letters of Agreement Between the City and its unions/associations pertaining to the total compensation survey methodology.
Side Letter of Agreement
Between
City of San Mateo
And
SEIU Non-Merit Part-Time Unit
Total Compensation Survey Methodology
The Total Compensation Survey Methodology outlined below will be applied during upcoming contract negotiations with the SEIU Non-Merit Part-Time Unit.
1. Jurisdictions
The following twelve (12) cities will be surveyed from each of the following counties- San Mateo, Santa Clara, and Alameda, as follows:
San Mateo County Santa Clara County Alameda County
Daly City Milpitas Alameda
Redwood City Mountain View Hayward
South San Francisco Palo Alto Livermore
Santa Clara San Leandro
Union City
The cities above were identified based on the services provided, geographic proximity, budget, full- time equivalent positions, and population.
2. Data
The following data will be included in the total compensation survey for each identified benchmark classification:
• Top Step of Base Salary
• Maximum Education/Certification Pay Premium when available to all employees in the classification
• Employer’s Portion of Retirement Paid by the Employee (this amount is subtracted from the Total Compensation)- PEPRA Rate
• Deferred Compensation
• Cafeteria Plan
• Health (Most Expensive Plan)
• Dental
• Vision
• Life insurance, and
• Long-term Disability (LTD)
• Social Security and/or Medicare (if applicable)
The data will be compiled and provided to the union/association during contract negotiations, but no later than two (2) months prior to the expiration of the Memorandum of Understanding. The market median for benchmark classifications is determined by a total compensation survey of the comparable benchmark classifications using those cities identified above under section #1. At the time the survey is finalized, the survey shall include known and approved future increases in wages and benefits from other cities that are subject to implementation within thirty (30) calendar days.
Docusign Envelope ID: 3B244C41-5361-451F-81E6-03D7A7C71C29
3. Benchmark Classifications
The benchmark classifications are as follows:
Current Classification Union Proposed Benchmark
Office Assistant II SMCEA Benchmark
Senior Program Assistant PD SEIU- NMPT Office Assistant II Program Assistant II PD SEIU- NMPT Office Assistant II
Program Assistant I PD SEIU- NMPT Office Assistant II
Office Assistant II PD SEIU- NMPT Office Assistant II
Office Assistant I PD SEIU- NMPT Office Assistant II
Recreation Specialist I PD SEIU- NMPT Office Assistant II Recreation Specialist II PD SEIU- NMPT Office Assistant II Recreation Specialist III PD SEIU- NMPT Office Assistant II Facilities Specialist I PD SEIU- NMPT Office Assistant II Facilities Specialist II PD SEIU- NMPT Office Assistant II Inclusion Specialist PD SEIU- NMPT Office Assistant II
Executive Assistant SMCEA Benchmark
Administrative Technician PD SEIU- NMPT Executive Assistant Administrative Assistant PD SEIU- NMPT Executive Assistant
Human Resources Technician SMCEA Benchmark
Human Resources Technician PD SEIU- NMPT Human Resources Technician
Police Records Specialist II SMCEA Benchmark
Police Records Specialist I PD SEIU- NMPT Police Records Specialist II
Recreation Program Specialist SEIU NMPT Benchmark
Inclusion Specialist PD SEIU NMPT Recreation Program Specialist
Lifeguard II SEIU NMPT Benchmark
Senior Lifeguard PD SEIU NMPT Lifeguard II
Lifeguard I PD SEIU NMPT Lifeguard II
Community Services Coordinator SMCEA Benchmark
Park Ranger PD SEIU NMPT Community Services Coordinator
4. Classification and Compensation Review Outside of Contract Negotiations
Docusign Envelope ID: 3B244C41-5361-451F-81E6-03D7A7C71C29
All classifications will be linked to a benchmark classification, which will be surveyed for future contract negotiations. Therefore, the existing language in Memorandum of Understandings (“MOU”) related to classification and compensation review will be limited to classification studies only.
For SEIU Non-Merit Part-Time Unit City of San Mateo
By: ______________________________ By: ____________________________________ Eric Rosenthal, SEIU Representative Stacey Cue, IEDA
Date: ___1.23.26________ Date: _____________
Docusign Envelope ID: 3B244C41-5361-451F-81E6-03D7A7C71C29 1/28/2026
Side Letter of Agreement
Between
City of San Mateo
And
San Mateo Police Sergeants’ Association (“SMPSA”)
Total Compensation Survey Methodology
The Total Compensation Survey Methodology outlined below will be applied during upcoming contract negotiations with the San Mateo Police Sergeants’ Association (SMPSA).
1. Jurisdictions
The following twelve (12) cities will be surveyed from each of the following counties- San Mateo, Santa Clara, and Alameda, as follows:
San Mateo County Santa Clara County Alameda County
Daly City Milpitas Alameda
Redwood City Mountain View Hayward
South San Francisco Palo Alto Livermore
Santa Clara San Leandro
Union City
The cities above were identified based on the services provided, geographic proximity, budget, full- time equivalent positions, and population.
2. Data
The following data will be included in the total compensation survey for each identified benchmark classification:
• Top Step of Base Salary
• Maximum Education/Certification Pay Premium when available to all employees in the classification
• Employer’s Portion of Retirement Paid by the Employee (this amount is subtracted from the Total Compensation)- PEPRA Rate
• Deferred Compensation
• Cafeteria Plan
• Health (Most Expensive Plan)
• Dental
• Vision
• Life insurance, and
• Long-term Disability (LTD)
• Social Security and/or Medicare (if applicable)
The data will be compiled and provided to the union/association during contract negotiations, but no later than two (2) months prior to the expiration of the Memorandum of Understanding. The market median for benchmark classifications is determined by a total compensation survey of the comparable benchmark classifications using those cities identified above under section #1. At the time the survey is finalized, the survey shall include known and approved future increases in wages and benefits from other cities that are subject to implementation within thirty (30) calendar days.
Docusign Envelope ID: 43FD653C-4B5B-4163-A336-BCAC5AE12F48 Docusign Envelope ID: D561A26B-5A31-4148-A5FC-3DE9C2A2C4A3
3. Benchmark Classifications
There is no change in the benchmark classification. Language in the MOU, Article 12.A.2- Salary Alignment, will remain the same, as follows:
4. Classification and Compensation Review Outside of Contract Negotiations
All classifications will be linked to a benchmark classification, which will be surveyed for future contract negotiations. Therefore, the existing language in Memorandum of Understandings (“MOU”) related to classification and compensation review will be limited to classification studies only.
For San Mateo Police Sergeants’ Association City of San Mateo
By: ________________________________ By: ____________________________________ Peter Hoffmann, SMPSA Representative Stacey Cue, IEDA
Date: ___________ Date: _____________
Docusign Envelope ID: 43FD653C-4B5B-4163-A336-BCAC5AE12F48 Docusign Envelope ID: D561A26B-5A31-4148-A5FC-3DE9C2A2C4A3 2/8/2026
2/9/2026
Side Letter of Agreement
Between
City of San Mateo
And
SEIU Library Unit
Total Compensation Survey Methodology
The Total Compensation Survey Methodology outlined below will be applied during upcoming contract negotiations with the SEIU Library Unit.
1. Jurisdictions
The following twelve (12) cities will be surveyed from each of the following counties- San Mateo, Santa Clara, and Alameda, as follows:
San Mateo County Santa Clara County Alameda County
Daly City Milpitas Alameda
Redwood City Mountain View Hayward
South San Francisco Palo Alto Livermore
Santa Clara San Leandro
Union City
The cities above were identified based on the services provided, geographic proximity, budget, full- time equivalent positions, and population.
2. Data
The following data will be included in the total compensation survey for each identified benchmark classification:
• Top Step of Base Salary
• Maximum Education/Certification Pay Premium when available to all employees in the classification
• Employer’s Portion of Retirement Paid by the Employee (this amount is subtracted from the Total Compensation)- PEPRA Rate
• Deferred Compensation
• Cafeteria Plan
• Health (Most Expensive Plan)
• Dental
• Vision
• Life insurance, and
• Long-term Disability (LTD)
• Social Security and/or Medicare (if applicable)
The data will be compiled and provided to the union/association during contract negotiations, but no later than two (2) months prior to the expiration of the Memorandum of Understanding. The market median for benchmark classifications is determined by a total compensation survey of the comparable benchmark classifications using those cities identified above under section #1. At the time the survey is finalized, the survey shall include known and approved future increases in wages and benefits from other cities that are subject to implementation within thirty (30) calendar days.
Docusign Envelope ID: 3B244C41-5361-451F-81E6-03D7A7C71C29
3. Benchmark Classifications
The benchmark classifications are as follows:
Current Classification Union Proposed Benchmark
Librarian II (37.5 hrs.) SEIU LIB Benchmark
Librarian I (37.5 hrs.) SEIU LIB Librarian II
Literacy Program Coordinator (37.5 hrs.) SEIU LIB Librarian II Literacy Specialist (37.5 hrs.) SEIU LIB Librarian II
Library Assistant II (37.5 hrs.) SEIU LIB Benchmark
Senior Library Assistant (37.5 hrs.) SEIU LIB Library Assistant II Library Assistant I (37.5 hrs.) SEIU LIB Library Assistant II
4. Classification and Compensation Review Outside of Contract Negotiations
All classifications will be linked to a benchmark classification, which will be surveyed for future contract negotiations. Therefore, the existing language in Memorandum of Understandings (“MOU”) related to classification and compensation review will be limited to classification studies only.
For SEIU Library Unit City of San Mateo
By: ______________________________ By: ____________________________________ Eric Rosenthal, SEIU Representative Stacey Cue, IEDA
Date: __1.23.26_________ Date: _____________
Docusign Envelope ID: 3B244C41-5361-451F-81E6-03D7A7C71C29 1/28/2026
Side Letter of Agreement
Between
City of San Mateo
And
San Mateo Police Officers’ Association (“SMPOA”)
Total Compensation Survey Methodology
The Total Compensation Survey Methodology outlined below will be applied during upcoming contract negotiations with the San Mateo Police Officers’ Association (SMPOA).
1. Jurisdictions
The following twelve (12) cities will be surveyed from each of the following counties- San Mateo, Santa Clara, and Alameda, as follows:
San Mateo County Santa Clara County Alameda County
Daly City Milpitas Alameda
Redwood City Mountain View Hayward
South San Francisco Palo Alto Livermore
Santa Clara San Leandro
Union City
The cities above were identified based on the services provided, geographic proximity, budget, full- time equivalent positions, and population.
2. Data
The following data will be included in the total compensation survey for each identified benchmark classification:
• Top Step of Base Salary
• Maximum Education/Certification Pay Premium when available to all employees in the classification
• Employer’s Portion of Retirement Paid by the Employee (this amount is subtracted from the Total Compensation)- PEPRA Rate
• Deferred Compensation
• Cafeteria Plan
• Health (Most Expensive Plan)
• Dental
• Vision
• Life insurance, and
• Long-term Disability (LTD)
• Social Security and/or Medicare (if applicable)
The data will be compiled and provided to the union/association during contract negotiations, but no later than two (2) months prior to the expiration of the Memorandum of Understanding. The market median for benchmark classifications is determined by a total compensation survey of the comparable benchmark classifications using those cities identified above under section #1. At the time the survey is finalized, the survey shall include known and approved future increases in wages and benefits from other cities that are subject to implementation within thirty (30) calendar days.
Docusign Envelope ID: 43FD653C-4B5B-4163-A336-BCAC5AE12F48
3. Benchmark Classifications
The benchmark classifications are as follows:
Current Classification Union Proposed Benchmark
Police Officer SMPOA Benchmark
Police Officer Trainee SMPOA Police Officer
Community Services Officer II SMPOA Benchmark
Community Services Officer I SMPOA Community Services Officer II Senior Community Services Officer SMPOA Community Services Officer II
Dispatcher SMPOA Benchmark
Senior Dispatcher SMPOA Dispatcher
4. Classification and Compensation Review Outside of Contract Negotiations
All classifications will be linked to a benchmark classification, which will be surveyed for future contract negotiations. Therefore, the existing language in Memorandum of Understandings (“MOU”) related to classification and compensation review will be limited to classification studies only.
For San Mateo Police Officers’ Association City of San Mateo
By: ________________________________ By: ____________________________________ Peter Hoffmann, SMPOA Representative Stacey Cue, IEDA
Date: ___________ Date: _____________
Docusign Envelope ID: 43FD653C-4B5B-4163-A336-BCAC5AE12F48 1/28/2026 1/29/2026
Side Letter of Agreement
Between
City of San Mateo
And
San Mateo Safety Management Association (“SMSMA”)
Total Compensation Survey Methodology
The Total Compensation Survey Methodology outlined below will be applied during upcoming contract negotiations with the San Mateo Safety Management Association (SMSMA).
1. Jurisdictions
The following twelve (12) cities will be surveyed from each of the following counties- San Mateo, Santa Clara, and Alameda, as follows:
San Mateo County Santa Clara County Alameda County
Daly City Milpitas Alameda
Redwood City Mountain View Hayward
South San Francisco Palo Alto Livermore
Santa Clara San Leandro
Union City
The cities above were identified based on the services provided, geographic proximity, budget, full- time equivalent positions, and population.
2. Data
The following data will be included in the total compensation survey for each identified benchmark classification:
• Top Step of Base Salary
• Maximum Education/Certification Pay Premium when available to all employees in the classification
• Employer’s Portion of Retirement Paid by the Employee (this amount is subtracted from the Total Compensation)- PEPRA Rate
• Deferred Compensation
• Cafeteria Plan
• Health (Most Expensive Plan)
• Dental
• Vision
• Life insurance, and
• Long-term Disability (LTD)
• Social Security and/or Medicare (if applicable)
The data will be compiled and provided to the union/association during contract negotiations, but no later than two (2) months prior to the expiration of the Memorandum of Understanding. The market median for benchmark classifications is determined by a total compensation survey of the comparable benchmark classifications using those cities identified above under section #1. At the time the survey is finalized, the survey shall include known and approved future increases in wages and benefits from other cities that are subject to implementation within thirty (30) calendar days.
Docusign Envelope ID: B20EB78B-6C9E-4A06-AFF9-6CD76A364A75 Docusign Envelope ID: 513EDB8F-BAFD-4556-9281-79F1FA835546
3. Benchmark Classifications
The benchmark classifications are as follows:
Current Classification Union Proposed Benchmark
Police Technical Services
Administrator
SMSMA Benchmark
Police Lieutenant SMSMA Benchmark (different BU than Sergeant) Police Captain SMSMA Police Lieutenant
4. Classification and Compensation Review Outside of Contract Negotiations
All classifications will be linked to a benchmark classification, which will be surveyed for future contract negotiations. Therefore, the existing language in Memorandum of Understandings (“MOU”) related to classification and compensation review will be limited to classification studies only.
For San Mateo Safety Management Association City of San Mateo
By: ___________________________________ By: ____________________________________ Matthew Earnshaw, SMSMA Representative Stacey Cue, IEDA
Date: ___________ Date: _____________
Docusign Envelope ID: B20EB78B-6C9E-4A06-AFF9-6CD76A364A75 1/28/2026
Docusign Envelope ID: 513EDB8F-BAFD-4556-9281-79F1FA835546 1/28/2026
Side Letter of Agreement
Between
City of San Mateo
And
SEIU Library Per Diem Unit
Total Compensation Survey Methodology
The Total Compensation Survey Methodology outlined below will be applied during upcoming contract negotiations with the SEIU Library Per Diem Unit.
1. Jurisdictions
The following twelve (12) cities will be surveyed from each of the following counties- San Mateo, Santa Clara, and Alameda, as follows:
San Mateo County Santa Clara County Alameda County
Daly City Milpitas Alameda
Redwood City Mountain View Hayward
South San Francisco Palo Alto Livermore
Santa Clara San Leandro
Union City
The cities above were identified based on the services provided, geographic proximity, budget, full- time equivalent positions, and population.
2. Data
The following data will be included in the total compensation survey for each identified benchmark classification:
• Top Step of Base Salary
• Maximum Education/Certification Pay Premium when available to all employees in the classification
• Employer’s Portion of Retirement Paid by the Employee (this amount is subtracted from the Total Compensation)- PEPRA Rate
• Deferred Compensation
• Cafeteria Plan
• Health (Most Expensive Plan)
• Dental
• Vision
• Life insurance, and
• Long-term Disability (LTD)
• Social Security and/or Medicare (if applicable)
The data will be compiled and provided to the union/association during contract negotiations, but no later than two (2) months prior to the expiration of the Memorandum of Understanding. The market median for benchmark classifications is determined by a total compensation survey of the comparable benchmark classifications using those cities identified above under section #1. At the time the survey is finalized, the survey shall include known and approved future increases in wages and benefits from other cities that are subject to implementation within thirty (30) calendar days.
Docusign Envelope ID: 3B244C41-5361-451F-81E6-03D7A7C71C29
3. Benchmark Classifications
The benchmark classifications are as follows:
Current Classification Union Proposed Benchmark
Library Assistant II (37.5 hrs.) SEIU LIB Benchmark
Library Aide I SEIU LIB-PD Library Assistant II
Library Aide II SEIU LIB-PD Library Assistant II
4. Classification and Compensation Review Outside of Contract Negotiations
All classifications will be linked to a benchmark classification, which will be surveyed for future contract negotiations. Therefore, the existing language in Memorandum of Understandings (“MOU”) related to classification and compensation review will be limited to classification studies only.
For SEIU Library Per Diem Unit City of San Mateo
By: ______________________________ By: ____________________________________ Eric Rosenthal, SEIU Representative Stacey Cue, IEDA
Date: _1.23.26__________ Date: _____________
Docusign Envelope ID: 3B244C41-5361-451F-81E6-03D7A7C71C29 1/28/2026
Side Letter of Agreement
Between
City of San Mateo
And
San Mateo Management Employees’ Association (“SMMEA”)
Total Compensation Survey Methodology
The Total Compensation Survey Methodology outlined below will be applied during upcoming contract negotiations with the San Mateo Management Employees’ Association (SMMEA).
1. Jurisdictions
The following twelve (12) cities will be surveyed from each of the following counties- San Mateo, Santa Clara, and Alameda, as follows:
San Mateo County Santa Clara County Alameda County
Daly City Milpitas Alameda
Redwood City Mountain View Hayward
South San Francisco Palo Alto Livermore
Santa Clara San Leandro
Union City
The cities above were identified based on the services provided, geographic proximity, budget, full-time equivalent positions, and population.
2. Data
The following data will be included in the total compensation survey for each identified benchmark classification:
• Top Step of Base Salary
• Maximum Education/Certification Pay Premium when available to all employees in the classification
• Employer’s Portion of Retirement Paid by the Employee (this amount is subtracted from the T otal Compensation)- PEPRA Rate
• Deferred Compensation
• Cafeteria Plan
• Health (Most Expensive Plan)
• Dental
• Vision
• Life insurance, and
• Long-term Disability (LTD)
• Social Security and/or Medicare (if applicable)
The data will be compiled and provided to the union/association during contract negotiations, but no later than two (2) months prior to the expiration of the Memorandum of Understanding.
The market median for benchmark classifications is determined by a total compensation survey of the comparable benchmark classifications using those cities identified above under section Docusign Envelope ID: 9EF0E719-0244-48DB-81AE-B3612597575B Docusign Envelope ID: 63671177-8F50-4970-9780-DEED9E9F397E
#1. At the time the survey is finalized, the survey shall include known and approved future increases in wages and benefits from other cities that are subject to implementation within thirty (30) calendar days.
3. Benchmark Classifications
The benchmark classifications are as follows:
Current Classification Union Proposed Benchmark
Management Analyst II SMMEA Benchmark
Business Manager SMMEA Management Analyst II
Senior Management Analyst SMMEA Management Analyst II
Management Analyst I SMMEA Management Analyst II
Communications and Public Relations Analyst SMMEA Management Analyst II Police Communications and Public Relations Analyst SMMEA Management Analyst II Communications Manager SMMEA Management Analyst II
Sustainability Analyst SMMEA Management Analyst II
Police Support Services Analyst SMMEA Management Analyst II
Senior Planner SMMEA Benchmark
Planning Manager SMMEA Senior Planner
Housing and Neighborhood Services Manager SMMEA Senior Planner Principal Planner SMMEA Senior Planner
Principal Transportation Planner SMMEA Senior Planner
Senior Project Manager SMMEA Senior Planner
Senior Transportation Planner (new classification) SMMEA Senior Planner Project Manager II SMMEA Senior Planner
Project Manager I SMMEA Senior Planner
Code Enforcement Manager SMMEA Benchmark
Building Official SMMEA Code Enforcement Manager
Senior Engineer SMMEA Benchmark
Engineering Manager SMMEA Senior Engineer
Deputy Building Official SMMEA Senior Engineer
Inspection Supervisor SMMEA Senior Engineer
Permit Center Supervisor SMMEA Senior Engineer
Plan Check Supervisor SMMEA Senior Engineer
Waste Management Supervisor SMMEA Senior Engineer
Accountant II SMMEA Benchmark
Payroll Supervisor SMMEA Accountant II
Senior Accountant SMMEA Accountant II
Docusign Envelope ID: 9EF0E719-0244-48DB-81AE-B3612597575B Docusign Envelope ID: 63671177-8F50-4970-9780-DEED9E9F397E
Accounting Manager SMMEA Benchmark
Budget Manager SMMEA Accounting Manager
Human Resources Analyst II SMMEA Benchmark
Senior Human Resources Analyst SMMEA Human Resources Analyst II Senior Risk Management Analyst SMMEA Human Resources Analyst II Human Resources Analyst I SMMEA Human Resources Analyst II HRIS Analyst II SMMEA Human Resources Analyst II
HRIS Analyst I SMMEA Human Resources Analyst II
Supervising Librarian SMMEA Benchmark
Supervising Library Assistant SMMEA Supervising Librarian
Systems Analyst II SMMEA Benchmark
Consulting and Applications Manager SMMEA Systems Analyst II Systems and Network Manager SMMEA Systems Analyst II
Customer Service Manager SMMEA Systems Analyst II
Senior Business Systems Analyst SMMEA Systems Analyst II Business Systems Analyst II SMMEA Systems Analyst II
Business Systems Analyst I SMMEA Systems Analyst II
GIS Coordinator SMMEA Systems Analyst II
Web Specialist SMMEA Systems Analyst II
Network Analyst SMMEA Systems Analyst II
Public Works Supervisor SMMEA Benchmark
Parks and Landscape Manager SMMEA Public Works Supervisor Managing Arborist SMMEA Public Works Supervisor
Golf Course Maintenance Supervisor SMMEA Public Works Supervisor Parks and Landscape Maintenance Supervisor SMMEA Public Works Supervisor Facilities and Fleet Services Manager SMMEA Public Works Supervisor Field Maintenance Manager SMMEA Public Works Supervisor Fleet Services Supervisor SMMEA Public Works Supervisor Building Maintenance Supervisor SMMEA Public Works Supervisor
Police Records or Property Supervisor SMMEA Benchmark
Dispatch Services Supervisor SMMEA Police Records or Property Supervisor
Docusign Envelope ID: 9EF0E719-0244-48DB-81AE-B3612597575B Docusign Envelope ID: 63671177-8F50-4970-9780-DEED9E9F397E
Police Evidence Analyst SMMEA Benchmark
Real Time Information Center Coordinator (previously
Crime and Intelligence Analyst)
SMMEA Police Evidence Analyst
Police Digital Forensic Analyst SMMEA Police Evidence Analyst
WWTP Shift Supervisor SMMEA Benchmark
WWTP Manager SMMEA WWTP Shift Supervisor
Regulatory Compliance Manager SMMEA WWTP Shift Supervisor WWTP Operations Superintendent SMMEA WWTP Shift Supervisor WWTP Maintenance Superintendent SMMEA WWTP Shift Supervisor
Community Services Manager SMMEA Benchmark
Community Services Section Manager SMMEA Community Services Manager Senior Community Services Supervisor SMMEA Community Services Manager Golf Services Manager SMMEA Community Services Manager
Community Services Supervisor SMMEA Community Services Manager
Assistant City Attorney SMMEA Benchmark
Economic Development Manager SMMEA Benchmark
Laboratory Supervisor SMMEA Benchmark
Deputy City Clerk SMMEA Benchmark
Senior Code Enforcement Officer SMMEA Benchmark
4. Classification and Compensation Review Outside of Contract Negotiations
All classifications will be linked to a benchmark classification, which will be surveyed for future contract negotiations. Therefore, the existing language in Memorandum of Understandings (“MOU”) related to classification and compensation review will be limited to classification studies only.
For San Mateo Management Employees’ Association City of San Mateo
By: ________________________________ By: __________________________ Kevin Kobayashi, SMMEA Representative Stacey Cue, IEDA
Date: ___________ Date: _____________
Docusign Envelope ID: 9EF0E719-0244-48DB-81AE-B3612597575B 1/28/2026
Docusign Envelope ID: 63671177-8F50-4970-9780-DEED9E9F397E 1/28/2026
Side Letter of Agreement
Between
City of San Mateo
And
SEIU Maintenance Unit
Total Compensation Survey Methodology
The Total Compensation Survey Methodology outlined below will be applied during upcoming contract negotiations with the SEIU Maintenance Unit.
1. Jurisdictions
The following twelve (12) cities will be surveyed from each of the following counties- San Mateo, Santa Clara, and Alameda, as follows:
San Mateo County Santa Clara County Alameda County
Daly City Milpitas Alameda
Redwood City Mountain View Hayward
South San Francisco Palo Alto Livermore
Santa Clara San Leandro
Union City
The cities above were identified based on the services provided, geographic proximity, budget, full- time equivalent positions, and population.
For the Wastewater Treatment Plant, the following eight (8) jurisdictions will be surveyed:
• Dublin/San Ramon District
• Hayward
• North Sanitation District
• Oro Loma
• Palo Alto
• Silicon Valley Clean Water
• South San Francisco
• Sunnyvale
2. Data
The following data will be included in the total compensation survey for each identified benchmark classification:
• Top Step of Base Salary
• Maximum Education/Certification Pay Premium when available to all employees in the classification
• Employer’s Portion of Retirement Paid by the Employee (this amount is subtracted from the Total Compensation)- PEPRA Rate
• Deferred Compensation
• Cafeteria Plan
• Health (Most Expensive Plan)
Docusign Envelope ID: 3B244C41-5361-451F-81E6-03D7A7C71C29
• Dental
• Vision
• Life insurance, and
• Long-term Disability (LTD)
• Social Security and/or Medicare (if applicable)
The data will be compiled and provided to the union/association during contract negotiations, but no later than two (2) months prior to the expiration of the Memorandum of Understanding. The market median for benchmark classifications is determined by a total compensation survey of the comparable benchmark classifications using those cities identified above under section #1. At the time the survey is finalized, the survey shall include known and approved future increases in wages and benefits from other cities that are subject to implementation within thirty (30) calendar days.
3. Benchmark Classifications
The benchmark classifications are as follows:
Current Classification Union Proposed Benchmark
Landscape Maintenance Worker II SEIU M Benchmark
Senior Parks & Landscape Maintenance Worker SEIU M Landscape Maintenance Worker II Landscape Maintenance Worker I SEIU M Landscape Maintenance Worker II Landscape Laborer SEIU M Landscape Maintenance Worker II Tree Maintenance Specialist SEIU M Landscape Maintenance Worker II Golf Equipment Maintenance Specialist SEIU M Landscape Maintenance Worker II Irrigation Specialist SEIU M Landscape Maintenance Worker II Light Equipment Mechanic SEIU M Landscape Maintenance Worker II
Maintenance Worker II SEIU M Benchmark
Traffic Safety Worker SEIU M Maintenance Worker II
Maintenance Worker Lead - PW SEIU M Maintenance Worker II Maintenance Worker I SEIU M Maintenance Worker II
Laborer SEIU M Maintenance Worker II
Facility Maintenance Worker SEIU M Benchmark
Senior Facilities Maintenance Worker SEIU M Facility Maintenance Worker
WWTP Operator II SEIU M Benchmark
WWTP Operator III SEIU M WWTP Operator II
WWTP Operator I SEIU M WWTP Operator II
WWTP Operator-in-Training SEIU M WWTP Operator II
Instrument Control Technician SEIU M Benchmark
Senior Instrument Control Technician SEIU M Instrument and Control Technician Calibration Technician SEIU M Instrument and Control Technician Maintenance Planner SEIU M Instrument and Control Technician WWTP Electrical Technician SEIU M Instrument and Control Technician Docusign Envelope ID: 3B244C41-5361-451F-81E6-03D7A7C71C29
WWTP Mechanic II SEIU M Benchmark
WWTP Mechanic III SEIU M WWTP Mechanic II
WWTP Mechanic I SEIU M WWTP Mechanic II
Pump Station Mechanic III SEIU M WWTP Mechanic II
Pump Station Mechanic II SEIU M WWTP Mechanic II
Pump Station Mechanic I SEIU M WWTP Mechanic II
Traffic and Lighting Technician SEIU M Benchmark
Custodian SEIU M Benchmark
Central Services Worker SEIU M Benchmark
4. Classification and Compensation Review Outside of Contract Negotiations
All classifications will be linked to a benchmark classification, which will be surveyed for future contract negotiations. Therefore, the existing language in Memorandum of Understandings (“MOU”) related to classification and compensation review will be limited to classification studies only.
For SEIU Maintenance Unit City of San Mateo
By: ______________________________ By: ____________________________________ Eric Rosenthal, SEIU Representative Stacey Cue, IEDA
Date: _1.23.26__________ Date: _____________
Docusign Envelope ID: 3B244C41-5361-451F-81E6-03D7A7C71C29 1/28/2026
Side Letter of Agreement
Between
City of San Mateo
And
San Mateo City Employees’ Association (“SMCEA”)
Total Compensation Survey Methodology
The Total Compensation Survey Methodology outlined below will be applied during upcoming contract negotiations with the San Mateo City Employees’ Association (SMCEA).
1. Jurisdictions
The following twelve (12) cities will be surveyed from each of the following counties- San Mateo, Santa Clara, and Alameda, as follows:
San Mateo County Santa Clara County Alameda County
Daly City Milpitas Alameda
Redwood City Mountain View Hayward
South San Francisco Palo Alto Livermore
Santa Clara San Leandro
Union City
The cities above were identified based on the services provided, geographic proximity, budget, full- time equivalent positions, and population.
2. Data
The following data will be included in the total compensation survey for each identified benchmark classification:
• Top Step of Base Salary
• Maximum Education/Certification Pay Premium when available to all employees in the classification
• Employer’s Portion of Retirement Paid by the Employee (this amount is subtracted from the Total Compensation)- PEPRA Rate
• Deferred Compensation
• Cafeteria Plan
• Health (Most Expensive Plan)
• Dental
• Vision
• Life insurance, and
• Long-term Disability (LTD)
• Social Security and/or Medicare (if applicable)
The data will be compiled and provided to the union/association during contract negotiations, but no later than two (2) months prior to the expiration of the Memorandum of Understanding. The market median for benchmark classifications is determined by a total compensation survey of the comparable benchmark classifications using those cities identified above under section #1. At the time the survey is finalized, the survey shall include known and approved future increases in wages and benefits from other cities that are subject to implementation within thirty (30) calendar days.
Docusign Envelope ID: 6C1E1A27-0D0B-4917-B3C7-FEB6857974DF
3. Benchmark Classifications
The benchmark classifications are as follows:
Current Classification Union Proposed Benchmark
Associate Engineer SMCEA Benchmark
Plan Check Engineer SMCEA Associate Engineer
Assistant Engineer SMCEA Associate Engineer
Junior Engineer SMCEA Associate Engineer
Plan Checker II SMCEA Benchmark
Plan Checker I SMCEA Plan Checker II
Office Assistant II SMCEA Benchmark
Senior Program Assistant SMCEA Office Assistant II
Program Assistant II SMCEA Office Assistant II
Program Assistant I SMCEA Office Assistant II
Office Assistant I SMCEA Office Assistant II
Executive Assistant SMCEA Benchmark
Administrative Technician SMCEA Executive Assistant
Executive Secretary to the City Manager SMCEA Executive Assistant Executive Secretary to the City Attorney SMCEA Executive Assistant Administrative Assistant SMCEA Executive Assistant
Assistant to the City Clerk SMCEA Executive Assistant
Associate Planner SMCEA Benchmark
Assistant Planner SMCEA Associate Planner
Associate Transportation Planner SMCEA Associate Planner Assistant Transportation Planner SMCEA Associate Planner
Code Enforcement Officer II SMCEA Benchmark
Code Enforcement Officer I SMCEA Code Enforcement Officer II Downtown Coordinator SMCEA Code Enforcement Officer II
Solid Waste Technician SMCEA Code Enforcement Officer II
Housing Specialist II SMCEA Benchmark
Senior Housing Specialist SMCEA Housing Specialist II
Housing Specialist I
SMCEA Housing Specialist II
Building Inspector II SMCEA Benchmark
Senior Building Inspector SMCEA Building Inspector II
Building Inspector I SMCEA Building Inspector II
Docusign Envelope ID: 6C1E1A27-0D0B-4917-B3C7-FEB6857974DF
Development Review Technician II SMCEA Benchmark
Senior Development Review Technician SMCEA Development Review Technician II Development Review Technician I SMCEA Development Review Technician II
Accounting Assistant II SMCEA Benchmark
Finance Specialist II SMCEA Accounting Assistant II
Finance Specialist I SMCEA Accounting Assistant II
Senior Accounting Assistant SMCEA Accounting Assistant II Accounting Assistant I SMCEA Accounting Assistant II
Human Resources Technician SMCEA Benchmark
Payroll Technician II SMCEA Human Resources Technician
Payroll Technician I SMCEA Human Resources Technician
Information Systems Support Technician II SMCEA Benchmark Senior Information Support Technician SMCEA Information Systems Support Technician II Information Systems Support Technician I SMCEA Information Systems Support Technician II Library Technology Specialist SMCEA Information Systems Support Technician II
GIS Technician II SMCEA Benchmark
GIS Technician I SMCEA GIS Technician II
Community Services Coordinator SMCEA Benchmark
Communications and Engagement
Coordinator II
SMCEA Community Services Coordinator
Communications and Engagement
Coordinator I
SMCEA Community Services Coordinator
Lead Teacher SMCEA Community Services Coordinator
Senior Park Ranger SMCEA Community Services Coordinator
Police Records Specialist II SMCEA Benchmark
Senior Police Records Specialist SMCEA Police Records Specialist II Police Records Specialist I SMCEA Police Records Specialist II
Engineering Technician II SMCEA Benchmark
Engineering Technician I SMCEA Engineering Technician II
Construction Inspector II SMCEA Benchmark
Construction Inspector I SMCEA Construction Inspector II
Docusign Envelope ID: 6C1E1A27-0D0B-4917-B3C7-FEB6857974DF
Laboratory Analyst II SMCEA Benchmark
Laboratory Analyst III SMCEA Laboratory Analyst II
Laboratory Analyst I SMCEA Laboratory Analyst II
Environmental Programs Coordinator SMCEA Laboratory Analyst II Environmental Compliance Inspector SMCEA Laboratory Analyst II
Solid Waste & Recycling Program
Coordinator
SMCEA Benchmark
Systems Analyst I SMCEA Benchmark (different BU than II)
Accountant I SMCEA Benchmark (different BU than II)
Vehicle Abatement Officer SMCEA Benchmark
4. Classification and Compensation Review Outside of Contract Negotiations
All classifications will be linked to a benchmark classification, which will be surveyed for future contract negotiations. Therefore, the existing language in Memorandum of Understandings (“MOU”) related to classification and compensation review will be limited to classification studies only.
For San Mateo City Employees’ Association City of San Mateo
By: ________________________________ By: ____________________________________ Peter Hoffmann, SMCEA Representative Stacey Cue, IEDA
Date: ___________ Date: _____________
Docusign Envelope ID: 6C1E1A27-0D0B-4917-B3C7-FEB6857974DF 1/28/2026
1/29/2026