TO:Andrew P. Powers, City Manager
FROM:Jeanette D. Green, Human Resources Director
DATE:January 27, 2026
SUBJECT: Salary Schedules for Bargaining Units and Classification and Compensation Study Impacts
RECOMMENDATION:
1. Adopt resolution establishing new salary schedule for General Employees represented by Thousand Oaks City Employee Association (TOCEA) and General Hourly Employees and rescinding Resolution No. 2025-025.
2. Adopt resolution establishing new salary schedule using updated numbering convention for Professional Employees represented by Thousand Oaks Management Association (TOMA) and Professional Hourly Employees, and rescinding Resolution No. 2025-027.
3. Adopt resolution establishing new salary schedule using updated numbering convention for Senior Management, Confidential, and Supervisory Employees represented by Senior Management Association (SMA) and SMA Hourly Employees, and rescinding Resolution No. 2025-029.
4. Adopt resolution establishing new salary schedule for Hourly Employees and rescinding Resolution No. 2025-030.
5. Adopt resolution adopting Memorandum of Understanding (MOU) with TOCEA and rescinding Resolution No. 2025-024.
6. Find that this action is not a project as defined in the California Environmental Quality Act.
LEVINE ACT ITEM: No
Salary Schedules for Bargaining Units and Classification and Compensation Study Impacts
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FINANCIAL IMPACT:
No Additional Funding Requested. The annual estimated total compensation proposed adjustments for TOCEA classification and compensation impacts is 0.15 percent in FY 2025-26. Adequate funding is included in the Adopted FY 2025-26 Operating Budget (all funds) to cover the proposed compensation adjustments for TOCEA.
BACKGROUND:
The City engaged Evergreen Solutions, LLC to conduct a citywide Classification and Compensation Study (Study) in May 2024. The Study included employee feedback, an internal equity analysis, and a total compensation market comparison. The final report, delivered on March 31, 2025, provided numerous recommendations, including:
Implement new market-competitive salary schedules based on total compensation market data.
Simplify and restructure salary schedules by reducing the number of pay grades and implementing a 2.5 percent grade progression. Transition employees to the new salary schedule using a range placement methodology that maintains the employees’ relative position within the range.
Refine broad job classifications to improve specialization and market alignment.
The City’s full-time and Designated Part-Time (DPT) employees are represented by three bargaining units: TOCEA, TOMA, and SMA. The City commenced negotiations with all three bargaining units in March 2025. These negotiations included discussions on the findings, recommendations, and impacts of the Study, as well as other updates to the MOU with each bargaining unit.
On July 8, 2025, City Council approved two-year agreements with all three bargaining units for the term July 1, 2025, through June 30, 2027. These agreements included new salary schedules for TOMA and SMA, incorporating recommendations from the Study.
City Council also approved an adjustment to TOCEA’s salary schedule to reflect a tentative agreement on annual merit increases and other MOU benefits. However, negotiations with TOCEA regarding the Study’s recommendations were ongoing Salary Schedules for Bargaining Units and Classification and Compensation Study Impacts
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at the time of the July 8 meeting. As such, no adjustments based on the Study were approved for TOCEA’s salary schedule at that time.
Due to system limitations, changes to the City’s salary schedule numbering system must be implemented simultaneously across all bargaining units. To accommodate the new salary schedules for TOMA and SMA while maintaining TOCEA’s existing schedule, the approved salary schedules for TOMA and SMA included both temporary and future pay grade numbers. Staff noted in the City Council staff report that staff would return to City Council to seek approval to transition to the future pay grade numbers once a tentative agreement was reached with TOCEA.
DISCUSSION/ANALYSIS:
Since the July 8, 2025, City Council meeting, the City and TOCEA have continued negotiations on the Study’s recommendations and impacts. These negotiations concluded on November 18, 2025, with a tentative agreement reached on: 1) an updated TOCEA salary schedule based on market data; 2) range placement (move to same step) as the methodology to transition TOCEA bargaining unit employees into the new salary schedule; and 3) updated job classifications and titles for certain positions in the TOCEA bargaining unit. On December 17, 2025, TOCEA membership ratified the tentative agreement on the Classification and Study impacts.
Classification changes include:
New Titles
City Arborist
Title Changes
Current Title New Title
Accounting Customer Service
Representative
Revenue Customer Service
Representative
Accounting Customer Service
Representative (2 incumbents)
Accounts Payable Technician
Senior Accounting Customer Service
Representative
Senior Revenue Customer Service
Representative
Senior Laboratory Chemist Senior Laboratory Chemist and QA/QC Officer
Salary Schedules for Bargaining Units and Classification and Compensation Study Impacts
January 27, 2026
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Salary Schedules for Bargaining Units and Classification and Compensation Study Impacts
January 27, 2026
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With negotiations now complete, staff are returning to City Council with a recommendation to adopt the new TOCEA salary schedule and MOU, and updated job classifications and titles. Further, staff recommends approval of revisions to the TOMA and SMA schedules, transitioning from the temporary to future pay grade numbers (Attachments #1 through #5).
COUNCIL GOAL COMPLIANCE:
Meets the following City Council goals:
C. Operate City government in a fiscally and managerially responsible and prudent manner to ensure that the City of Thousand Oaks remains one of California's most desirable places to live, work, visit, recreate, and raise a family.
K. Prepare for transition of City workforce by ensuring that sufficient succession planning takes place to develop an employment base which is reflective of the community’s demographics.
PREPARED BY: Sharon Chen, Deputy Human Resources Director Attachments:
Attachment #1 – Resolution establishing New Salary Schedule for TOCEA Attachment #2 – Resolution establishing New Salary Schedule for TOMA Attachment #3 – Resolution establishing New Salary Schedule for SMA Attachment #4 – Resolution establishing New Salary Schedule for Hourly Employees Attachment #5 – Resolution adopting MOU with TOCEA
HRD:700-20 H:\SC\COMMON\StaffReports\2026\01262026 Labor Contracts Staff Report.docx