8G
Date: January 13, 2026
To: Honorable Mayor and Members of the City Council
From: Aram Chaparyan, City Manager
By: Jamie Le, Assistant to the City Manager I [email protected] Subject:Materials Available #1 for Agenda Item 8G
DISCUSSION
Please find the following attachments which were not available at the time of posting the City Council Meeting Agenda.
1. Side Letter Agreement between the Torrance Municipal Employees-AFSCME Local 1117 (TME-AFSCME) and Management to implement General Services Equipment Attendants and Welders 4-10 Schedule; and
2. Side Letter Agreement between Torrance Professional and Supervisory Association (TPSA) and Management assigning new IT Department classifications and salary grids to the bargaining unit; and
3. Side letter agreement between Torrance Professional and Supervisory Association (TPSA) and Management to include new IT Department classifications as eligible classifications for the Professional Employees Retention Bonus of the Torrance Police Department Enhanced Recruitment and Incentive Program.
ATTACHMENTS
1. Side Letter Agreement – Torrance Municipal Employees-AFSCME Local 1117 (TME- AFSCME) and Management
2. Side Letter Agreement – Torrance Professional and Supervisory Association (TPSA) and Management
3.Side Letter Agreement – Torrance Professional and Supervisory Association (TPSA) and Management
1 January 13, 2026
TO:Rebecca Poirier, City Clerk
FROM:Jamie Le, Assistant to the City Manager
RE: MANAGEMENT AND TORRANCE MUNICIPAL EMPLOYEES - AFSCME LOCAL 1117 (TME - AFSCME LOCAL 1117) JOINT LETTER OF AGREEMENT REGARDING GENERAL SERVICES EQUIPMENT ATTENDANTS AND WELDERS 4/10 SCHEDULE Management and Torrance Municipal Employees - AFSCME Local 1117 met and have reached an agreement as noted on the attached document. Section 14.8.14.b of the Torrance Municipal Code reads:
“If an agreement is reached by management and a recognized employee organization or recognized employee organization, on matters subject to approval by the City Council, they shall jointly prepare a written and signed memorandum of such understanding and present it to the City Council for determination. If an agreement is reached on matters not subject to approval by the City Council, those conferring shall jointly prepare a written and signed memorandum of such agreement which shall be filed with the City Clerk.”
Pursuant to the last sentence of the above paragraph, the City Manager’s Office is filling the attached agreement with your office.
Management Torrance Municipal Employees - AFSCME
Local 1117 (TME - AFSCME LOCAL 1117)
/s/ Shant Megerdichian
_____________________________________
/s/David Inez
_____________________________________
/s/ Jamie Le
_____________________________________
/s/Robert Castrellon
_____________________________________
2 ATTACHMENT 1
Joint Agreement between the City of Torrance and
Torrance Municipal Employees - AFSCME Local 1117 (TME - AFSCME) TME - AFSCME and representatives of Management (“City”) have met and conferred regarding the General Services Fleet Equipment Attendants and Welders 4/10 Schedule Pilot Program.
TME - AFSCME and City hereby agree to the General Services Equipment Attendants and Welders 4/10 Schedule Pilot Program as follows Effective November 16, 2025:
GENERAL SERVICES EQUIPMENT ATTENDANTS AND WELDERS
4/10 SCHEDULE PILOT PROGRAM
A. Pilot Schedule Implementation
1. The pilot 4/10 schedule will begin on November 16, 2025, depending on operational readiness.
2. The work shifts during the pilot period shall be as follows:
a. Equipment Attendants:
i. Shift A: 6:30 AM – 5:00 PM
ii. Shift B: 12:00 PM – 10:30 PM
iii. Monday and Friday: 1 opening Storekeeper 6:30am – 5:00pm and 1 closing Storekeeper 12:00pm to 10:30pm
iv. Tuesday through Thursday: 2 opening 6:30am-5:00pm and 1 closing Storekeeper 12:00pm – 10:30pm (standard coverage)
b. Welders:
i. Monday – Thursday 6:30 AM – 5:00 PM
3. The pilot will be in effect through May 31, 2026, and will be reviewed and evaluated prior to June 1, 2026, to determine whether it will be continued, modified, or discontinued.
B. Shift Assignment and Bidding
Shift assignments and bidding procedures for the 4/10 schedule pilot program will follow the current terms and conditions outlined in the applicable Memorandum of Understanding (MOU).
C. Holiday Pay Provisions for 4/10 Schedule Participants shall be compensated in accordance with subsection D entitled “Value of Holidays” of Section 4.1 entitled “Holidays” of Article 4 entitled “Benefits” of the MOU.
D. Evaluation Schedule
1. The City and Union agree to review and evaluate the effectiveness of the 4/10 schedule pilot program for a period of 12 months.
2. The City and Union agree to meet prior to June 1, 2026 to discuss effectiveness of the pilot program.
3. Based on the results of this evaluation, a determination will be made to either:
a. Continue the 4/10 schedule,
b. Modify the pilot program, or
c. Revert to the previous 9/80 schedule.
E. Overtime Provisions
Overtime compensation will be paid in accordance with Article 6 of the MOU entitled “Overtime.” Signed this 13th day of January 2026.
Management Torrance Municipal Employees - AFSCME Local
1117 (TME - AFSCME)
Shant Megerdichian
General Service Director
David Inez
President
Jamie Le
Assistant to the City Manager
Robert Castrellon
Vice President
3 January 13, 2026
TO: Rebecca Poirier, City Clerk
FROM: Jamie Le, Assistant to the City Manager
RE: MANAGEMENT AND TORRANCE PROFESSIONAL AND SUPERVISORY
ASSOCIATION (TPSA) LETTER OF AGREEMENT REGARDING IT REORG Management and Torrance Professional and Supervisory Association met and have reached agreement as noted on the attached document. Section 14.8.14 b if the Torrance Municipal Code reads:
“If agreement is reached by management and a recognized employee organization or recognized employee organizations, on matters subject to approval by the City Council, they shall jointly prepare written and signed memorandum of such understanding and present it to the City Council for determination. If agreement is reached on matters not subject to approval by the City Council, those conferring shall jointly prepare a written and signed memorandum of such agreement which shall be filed with the City Clerk."
Pursuant to the last sentence of the above paragraph, the City Manager's Office is filing the attached agreement with your office.
Management TPSA
/s/ Andrei Yermakov __/s/ Leslie Cortez __________ _/s/ Jamie Le_________________ __/s/ Chuck Schaich __________ 4 ATTACHMENT 2
Joint Agreement between the City of Torrance and Torrance Professional and Supervisory Association 4 5
0 4
The Joint Agreement between the City of Torrance and Torrance Professional and Supervisory Association Regarding Pay Ranges and Class Titles reads as follows:
Article 3 entitled “Compensation” subsection 3.1 entitled “Pay Ranges and Class Titles” is updated add “B” to read in its entirety as follows:
“ARTICLE 3 COMPENSATION
Subsection B. The pay grades described on the following pages are hereby assigned to the classifications of the following TPSA employees:
Effective January 11, 2026
The following outlines the crosswalk required to implement the salary grids effective the above date:
• Info Technology Analyst – Applications & Analytics: Employees will crosswalk down one step (i.e. employees on step 7* will be placed at step 6) and any employees on step 1* will be placed on step 1.
• Info Technology Analyst – Infrastructure: Employees will crosswalk down one step (i.e. employees on step 7* will be placed at step 6) and any employees on step 1* will be placed on step 1.
• Systems Analyst – Applications & Analytics: Employees will crosswalk down one step (i.e. employees on step 5* will be placed at step 4) and any employees on step 1* will be placed on step 1.
• Systems Analyst – Customer Support: Employees will crosswalk down one step (i.e. employees on step 5* will be placed at step 4) and any employees on step 1* will be placed on step 1.
• Systems Analyst – Cybersecurity: Employees will crosswalk down one step (i.e. employees on step 5* will be placed at step 4) and any employees on step 1* will be placed on step 1.
• Systems Analyst – Infrastructure: Employees will crosswalk down one step (i.e. employees on step 5* will be placed at step 4) and any employees on step 1* will be placed on step 1.
*Indicates that the step number is referring to the salary grid prior to January 11, 2026.
PARS Eligible Employee Salary Grids
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Wireless & Radio Services Supervisor (PARS) Hourly $49.35 $51.82 $54.42 $57.15 $60.01 $63.02 Info Tech Specialist (PARS) Hourly $35.40 $37.17 $39.03 $40.99 $43.04 $45.20 $47.46 Info Technology Analyst - Applications &
Analytics (PARS) Hourly $47.91 $50.31 $52.83 $55.48 $58.26 $61.18 Info Technology Analyst - Infrastructure (PARS) Hourly $47.91 $50.31 $52.83 $55.48 $58.26 $61.18 Systems Analyst - Applications & Analytics
(PARS) Hourly $59.31 $62.28 $65.40 $68.67
Systems Analyst - Customer Support (PARS) Hourly $59.31 $62.28 $65.40 $68.67 Systems Analyst - Cybersecurity (PARS) Hourly $59.31 $62.28 $65.40 $68.67 Systems Analyst - Infrastructure (PARS) Hourly $59.31 $62.28 $65.40 $68.67 The classifications listed do not qualify for Premium Pay as described in subsection E entitled Certification Pay of Section 3.3 entitled Premium Pay of Article 3 entitled Compensation of the Torrance Professional and Supervisory Association Memorandum of Understanding effective January 11, 2026.
5 Joint Agreement between the City of Torrance and Torrance Professional and Supervisory Association 4 5
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Non-PARS Eligible Employee Salary Grids
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Wireless & Radio Services Supervisor (Non-
PARS) Hourly $50.35 $52.87 $55.52 $58.30 $61.22 $64.29
Info Tech Specialist (Non-PARS) Hourly $36.09 $37.90 $39.80 $41.79 $43.88 $46.08 $48.39 Info Technology Analyst - Applications &
Analytics (Non-PARS) Hourly $48.87 $51.32 $53.89 $56.59 $59.42 $62.40 Info Technology Analyst - Infrastructure (Non-
PARS) Hourly $48.87 $51.32 $53.89 $56.59 $59.42 $62.40
Systems Analyst - Applications & Analytics
(Non-PARS) Hourly $60.49 $63.52 $66.70 $70.04
Systems Analyst - Customer Support (Non-
PARS) Hourly $60.49 $63.52 $66.70 $70.04
Systems Analyst - Cybersecurity (Non-PARS) Hourly $60.49 $63.52 $66.70 $70.04 Systems Analyst - Infrastructure (Non-PARS) Hourly $60.49 $63.52 $66.70 $70.04 The classifications listed do not qualify for Premium Pay as described in subsection E entitled Certification Pay of Section 3.3 entitled Premium Pay of Article 3 entitled Compensation of the Torrance Professional and Supervisory Association Memorandum of Understanding effective January 11, 2026.
Effective July 12, 2026
PARS Eligible Employee Salary Grids
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Wireless & Radio Services Supervisor (PARS) Hourly $50.34 $52.86 $55.51 $58.29 $61.21 $64.28 Info Tech Specialist (PARS) Hourly $36.11 $37.92 $39.82 $41.82 $43.92 $46.12 $48.43 Info Technology Analyst - Applications &
Analytics (PARS) Hourly $48.87 $51.32 $53.89 $56.59 $59.42 $62.40 Info Technology Analyst - Infrastructure (PARS) Hourly $48.87 $51.32 $53.89 $56.59 $59.42 $62.40 Systems Analyst - Applications & Analytics
(PARS) Hourly $60.50 $63.53 $66.71 $70.05
Systems Analyst - Customer Support (PARS) Hourly $60.50 $63.53 $66.71 $70.05 Systems Analyst - Cybersecurity (PARS) Hourly $60.50 $63.53 $66.71 $70.05 Systems Analyst - Infrastructure (PARS) Hourly $60.50 $63.53 $66.71 $70.05 The classifications listed do not qualify for Premium Pay as described in subsection E entitled Certification Pay of Section 3.3 entitled Premium Pay of Article 3 entitled Compensation of the Torrance Professional and Supervisory Association Memorandum of Understanding effective January 11, 2026.
Non-PARS Eligible Employee Salary Grids
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Wireless & Radio Services Supervisor (Non-
PARS) Hourly $51.87 $54.47 $57.20 $60.06 $63.07 $66.23
Info Tech Specialist (Non-PARS) Hourly $37.18 $39.04 $41.00 $43.05 $45.21 $47.48 $49.86 Info Technology Analyst - Applications &
Analytics (Non-PARS) Hourly $50.34 $52.86 $55.51 $58.29 $61.21 $64.28 Info Technology Analyst - Infrastructure (Non-
PARS) Hourly $50.34 $52.86 $55.51 $58.29 $61.21 $64.28
Systems Analyst - Applications & Analytics
(Non-PARS) Hourly $62.31 $65.43 $68.71 $72.15
Systems Analyst - Customer Support (Non-
PARS) Hourly $62.31 $65.43 $68.71 $72.15
Systems Analyst - Cybersecurity (Non-PARS) Hourly $62.31 $65.43 $68.71 $72.15 Systems Analyst - Infrastructure (Non-PARS) Hourly $62.31 $65.43 $68.71 $72.15 The classifications listed do not qualify for Premium Pay as described in subsection E entitled Certification Pay of Section 3.3 entitled Premium Pay of Article 3 entitled Compensation of the Torrance Professional and Supervisory Association Memorandum of Understanding effective January 11, 2026.
6 Joint Agreement between the City of Torrance and Torrance Professional and Supervisory Association 4 5
0 4
”
Effective July 11, 2027
PARS Eligible Employee Salary Grids
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Wireless & Radio Services Supervisor (PARS) Hourly $50.85 $53.40 $56.07 $58.88 $61.83 $64.93 Info Tech Specialist (PARS) Hourly $36.48 $38.31 $40.23 $42.25 $44.37 $46.59 $48.92 Info Technology Analyst - Applications &
Analytics (PARS) Hourly $49.36 $51.83 $54.43 $57.16 $60.02 $63.03 Info Technology Analyst - Infrastructure (PARS) Hourly $49.36 $51.83 $54.43 $57.16 $60.02 $63.03 Systems Analyst - Applications & Analytics
(PARS) Hourly $61.11 $64.17 $67.38 $70.75
Systems Analyst - Customer Support (PARS) Hourly $61.11 $64.17 $67.38 $70.75 Systems Analyst - Cybersecurity (PARS) Hourly $61.11 $64.17 $67.38 $70.75 Systems Analyst - Infrastructure (PARS) Hourly $61.11 $64.17 $67.38 $70.75 The classifications listed do not qualify for Premium Pay as described in subsection E entitled Certification Pay of Section 3.3 entitled Premium Pay of Article 3 entitled Compensation of the Torrance Professional and Supervisory Association Memorandum of Understanding effective January 11, 2026.
Non-PARS Eligible Employee Salary Grids
Pay Ranges Basis Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Wireless & Radio Services Supervisor (Non-
PARS) Hourly $53.43 $56.11 $58.92 $61.87 $64.97 $68.22
Info Tech Specialist (Non-PARS) Hourly $38.30 $40.22 $42.24 $44.36 $46.58 $48.91 $51.36 Info Technology Analyst - Applications &
Analytics (Non-PARS) Hourly $51.86 $54.46 $57.19 $60.05 $63.06 $66.22 Info Technology Analyst - Infrastructure (Non-
PARS) Hourly $51.86 $54.46 $57.19 $60.05 $63.06 $66.22
Systems Analyst - Applications & Analytics
(Non-PARS) Hourly $64.18 $67.39 $70.76 $74.30
Systems Analyst - Customer Support (Non-
PARS) Hourly $64.18 $67.39 $70.76 $74.30
Systems Analyst - Cybersecurity (Non-PARS) Hourly $64.18 $67.39 $70.76 $74.30 Systems Analyst - Infrastructure (Non-PARS) Hourly $64.18 $67.39 $70.76 $74.30 The classifications listed do not qualify for Premium Pay as described in subsection E entitled Certification Pay of Section 3.3 entitled Premium Pay of Article 3 entitled Compensation of the Torrance Professional and Supervisory Association Memorandum of Understanding effective January 11, 2026.
These changes to the TPSA MOU are effective January 11, 2026.
Signed 13th day of January 2026.
Management TPSA
___________________________ __________________________ Andrei Yermakov Leslie Cortez
IT Director President
_______________________ ____________________________ Jamie Le Chuck Schaich
Assistant to the City Manager Vice President
7 4
5 0
5 January 13, 2026
TO:Rebecca Poirier, City Clerk
FROM:Jamie Le, Assistant to the City Manager
RE: MANAGEMENT AND TORRANCE PROFESSIONAL AND SUPERVISORY
ASSOCIATION (TPSA) JOINT LETTER OF AGREEMENT REGARDING ENHANCED
RECRUITMENT AND RETENTION INCENTIVES PILOT PROGRAM
Management and Torrance Professional and Supervisory Association met and have reached an agreement as noted on the attached document. Section 14.8.14.b of the Torrance Municipal Code reads:
“If an agreement is reached by management and a recognized employee organization or recognized employee organization, on matters subject to approval by the City Council, they shall jointly prepare a written and signed memorandum of such understanding and present it to the City Council for determination. If an agreement is reached on matters not subject to approval by the City Council, those conferring shall jointly prepare a written and signed memorandum of such agreement which shall be filed with the City Clerk.”
Pursuant to the last sentence of the above paragraph, the City Manager’s Office is filling the attached agreement with your office.
Management Torrance Professional and Supervisory
Association (TPSA)
/s/ Aram Chaparyan
_____________________________________
/s/ Leslie Cortez
_____________________________________
/s/ Jamie Le
_____________________________________
/s/ Chuck Schaich
_____________________________________
8 ATTACHMENT 3
4 5
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Joint Agreement between the City of Torrance and
Torrance Professional and Supervisory Association (TPSA) TPSA and representatives of Management (“City”) have met and conferred regarding the Enhanced Recruitment and Retention Incentives Pilot Program.
TPSA and City hereby agree to the addition of the Enhanced Recruitment and Retention Incentive Pilot Program as follows Effective September 8, 2024:
TORRANCE POLICE DEPARTMENT
ENHANCED RECRUITMENT AND RETENTION PILOT PROGRAM
1. The Torrance Police Department Enhanced Recruitment and Retention Pilot Program (“Pilot Program”) will remain in effect until terminated by the City Manager and is subject to the limits of the City budget and approved staffing levels.
2. The City Manager may elect to terminate any portion of this “Pilot Program” providing it is not warranted or needed.
3. Paid active status in regard to this “Pilot Program” is defined as receiving payment for hours during which an employee is eligible to receive pay with the exception of hours paid running time.
4. Employees will need to remain on a paid, active status in the Torrance Police Department (“Department”) to be eligible for incremental payments as outlined in Exhibit A.
5. Retention incentives, will be issued over the duration of the commitment as long as the employee remains on a paid, active status in the “Department.”
6. Upon implementation on this “Pilot Program,” previously approved recruitment and retention incentives including signing bonuses, childcare, and housing subsidies approved by City Council are terminated with existing participants grandfathered in, as to not adversely affect any employees receiving those benefits at time of incentive termination.
a. These employees will be grandfathered until payments are completed.
7. “Pilot Program” Incentive payments shall not be considered pensionable earnings/compensation.
8. TPSA and Management agree to revisit “Pilot Program” specifications during the duration of this program.
Signed this 13th day of January 2026.
Management Torrance Professional and Supervisory
Association (TPSA)
Jeremiah Hart
Police Chief
Leslie Cortez
President
Jamie Le
Assistant to the City Manager
Chuck Schaich
Vice President
9 4
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5 Exhibit A
Torrance Police Department Enhanced Recruitment and Retention Incentive Program (Torrance Professional and Supervisory Association)
Effective September 8, 2024
Retention Bonus – Professional Staff
• Maximum Bonus : $10,000 per year for five years
• Eligibility : Police Department employees in the following classifications are eligible:
oAdministrative Analyst
oAdministrative Assistants
oAdministrative Services Manager
oSr. Business Manager
oForensic Identification Specialist
oForensic Supervisor
oSenior Forensic Identification Specialist
oInformation Technology Analyst
oInformation Technology Specialist
oInfo Technology Analyst - Infrastructure
oJuvenile Diversion Case
oWorker, Juvenile Diversion Coordinator
oPolice Records Technician
oPolice Services Administrator
oPolice Services Officer, Police Services Supervisor
oPublic Safety Communication Supervisor
oPublic Safety Dispatcher
oSenior Administrative Assistant
o Staff Assistant
• Base Amount : $7,500 annual bonus
• Uniform Bonus: $2,500 uniform bonus if permanently assigned (not on loan, working overtime, CARP…etc.) to a uniformed position including the jail, parking enforcement, front desk, etc. • Work Flexibility : Current employees may be eligible to work from home 2 days per week if approved by a supervisor (non-patrol/essential functions)
• Payment Structure :
oFirst payment upon initiation of program
oAnnual payments occur on anniversary of program start date capped at 5 total payments
Retention Bonus – Professional Staff effective January 11, 2026 • Maximum Bonus : $10,000 per year for four years
• Eligibility : IT Department, Community Development Department, and Transit Department Employees in the following classifications are eligible:
oInfo Technology Analyst - Applications & Analytics
oInfo Technology Analyst - Infrastructure
oSystems Analyst - Applications & Analytics
oSystems Analyst - Customer Support
oSystems Analyst - Cybersecurity
oSystems Analyst – Infrastructure
oWireless & Radio Services Supervisor
• Base Amount : $7,500 annual bonus
• Uniform Bonus: $2,500 uniform bonus if permanently assigned (not on loan, working overtime, CARP…etc.) to a uniformed position including the jail, parking enforcement, front desk, etc. • Work Flexibility : Current employees may be eligible to work from home 2 days per week if approved by a supervisor (non-patrol/essential functions)
• Payment Structure :
oFirst payment upon initiation of program
oAnnual payments occur on anniversary of program start date capped at 4 total payments. These new classifications are eligible for September 2025 payment and the remaining 3 payments. 10