City Manager’s Office
www.santa-ana.org/CMO
Item # 18
City of Santa Ana
20 Civic Center Plaza, Santa Ana, CA 92701
Staff Report
March 17, 2026
TOPIC: Resolution Amending the Classification and Compensation Plan for Classifications of Employment Designated as Unrepresented Executive Management
AGENDA TITLE
Resolution Amending the Classification and Compensation Plan for Classifications of Employment Designated as Unrepresented Executive Management
RECOMMENDED ACTION
Adopt a resolution that amends the City’s Classification and Compensation Plan for classifications of employment designated as unrepresented Executive Management (EM) to update benefits and provide for future salary range adjustments.
RESOLUTION NO. 2026-XXX entitled A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA RESTATING AND AMENDING THE CITY’S
CLASSIFICATION AND COMPENSATION PLAN FOR CLASSIFICATIONS
DESIGNATED AS UNREPRESENTED EXECUTIVE MANAGEMENT (EM)
GOVERNMENT CODE §84308 APPLIES: No
DISCUSSION
The City Council approved increases to the salary ranges of the Executive Management positions on June 3, 2025, by Resolution 2025-025. This was based on a then-recent salary survey conducted by Human Resources. Adjusting the salary ranges brought the EM classifications to the median of the market. To maintain this placement among the median of comparator agencies, this proposed Resolution includes a provision to increase the salary ranges of the EM annually commensurate with local Consumer Price Index (CPI-U).
The Resolution also provides for adjustments to EM benefits that are comparable to other agencies such as Anaheim, Fullerton, Garden Grove, Huntington Beach, Irvine, Pasadena, and Riverside; including the ability to cash-out earned sick leave upon separation at a scaled rate and the ability for the City Manager to provide severance pay for up to six (6) months upon separation without cause. Allowing for severance pay enhances the City’s ability to attract and retain experienced executive-level talent. It also increases the ability to maintain the City’s competitiveness in recruiting applicants when the organization’s pay ranges are no longer the highest in the region, promoting a sense
Resolution Amending the Classification and Compensation Plan for Classifications of Employment Designated as Unrepresented Executive Management March 17, 2026
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8 of security and stability within executive leadership. The Resolution also provides longevity pay for the Police Chief to match the Police Management Association sworn employee benefit.
Previously, the Resolution indicated that EM would receive the special compensation benefits of another of the City’s bargaining groups. For example, EM currently receive the same bilingual pay incentive as the City’s management group. Now the Resolution expressly states those benefits, instead of by reference, and this change is consistent with CalPERS regulations.
Current resolution language limits an EM who is near the top of the salary range to receive only the amount that brings them to the top and wait until the following year to receive a merit bonus. This has resulted in EM Members receiving a lower increase than the merit increase they earned. The language has been adjusted to correct this.
Finally, the EM Members would also like to increase employee contributions to their Retirement Health Savings (RHS) plan from 1.25% to 2.5%. There is no cost to the City for this change as the employees will fund this additional contribution.
ENVIRONMENTAL IMPACT
There is no environmental impact associated with these actions.
FISCAL IMPACT
The estimated cost for FY 2025–2026 to add longevity pay for the Police Chief is $7,925. The total estimated annual cost for FY 2026–2027 for salary range adjustments based on the local CPI is $4,085 for those who are at or near the bottom of their salary range. Adoption of this resolution does not result in an immediate pay increase for EMT, as it only provides for future salary increases pursuant to the CPI, not increasing current salaries. The only exception is for one (1) employee who will fall out of the bottom of the range, resulting in the estimated cost of $4,085.
The estimated cost associated with the CPI-based salary range adjustments reflects potential salary adjustments for employees whose current compensation would fall below the revised salary range minimums as a result of the CPI update. There is no immediate fiscal impact associated with earned sick leave cash-outs for employee separations, as such costs are dependent on future separation dates and accrued leave balances and cannot be accurately quantified at this time. Funds are available for expenditure in Fiscal Year 2025–2026, and future fiscal year funding will be included in the proposed budgets for City Council consideration.
EXHIBITS
1. Resolution
2. EM Classifications Rank vs. Market
Submitted By: Alvaro Nuñez, City Manager