Item Number: {{item.number}}
City Council / Board of Directors
Written Communications
Meeting of: June 3, 2025
Submitted By:
Heather Barber, Human Resources Officer
Subject:
Benefits Resolution No. 25-039 and the Employee Salary Schedule Recommendation:
That the Honorable City Council adopt Benefits Resolution No. 25-039, revising the Employee Salary Schedule and amending Fringe Benefits, effective July 1, 2025.
Fiscal Impact:
The fiscal impact associated with the COLA increase to the Employee Salary Schedule, the net additional positions and the increase to the employee benefits is included in the Fiscal Year 2025-2026 Budget.
Strategic Plan Goal:
This item is consistent with Strategic Plan Goal G - Organizational Effectiveness and Sustainability in that the organizational structure must be reviewed and evaluated regularly, and revised accordingly, to maximize organizational effectiveness and sustainability.
Discussion:
Annually, the City Council adopts a resolution establishing the Employee Salary Schedule, fixing compensation rates, and establishing fringe benefits for employees. For Fiscal Year 2025-2026, the following changes are proposed to the Employee Salary Schedule and Benefits Resolution:
Cost-of-Living Adjustment (COLA)
The 2025 March-to-March Consumer Price Index (CPI) for Riverside-San Bernardino- Ontario, CA was 2.5%. Based on this report and taking into consideration the current City financials, the City Manager is recommending a Cost-of-Living Adjustment of 3.0%. The Fiscal Year 2025-2026 Employee Salary Schedule reflects the increase for all non- represented positions.
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Based on Article 4.1 of the Memorandum of Understanding (MOU) between the City of Victorville and the Victorville Professional Firefighters, as modified by Side Letters #1 and #2, beginning the first full pay period in July 2023, and continuing to 2024, 2025, and 2026, base salaries at all steps for Fire Captains, Fire Engineer, Firefighter Paramedic, and Firefighter EMT shall increase by 3.0%.
Changes to Personnel
The total authorized full-time positions increased from 553 to 570, reflecting a net increase of 17 positions. The Employee Salary Schedule includes the 18 added positions, one (1) deleted position, two (2) positions with a range change, 13 positions with title changes, and 15 positions with a title and range change (please see Attachment B – Summary of Changes to the Salary Schedule).
Additionally, there are two organizational changes in Fiscal Year 2025-2026, effective July 1, 2025:
•The Traffic Maintenance division will be reassigned from the Engineering department to the Public Works & Water department. There will be a total of fourteen (14) positions reassigned.
•The City Manager’s Office of Economic Development will be expanded to include Homelessness Solutions and Housing. With this expansion, four (4) positions will be reassigned from the Planning department.
Changes to Benefits
•Fringe – The amount of $950 per month will increase to $1,000 per month. This amount is provided by the City for health, dental, and vision coverage for all full- time employees, Council Members, and retirees.
•Fringe Subsidy – The 50% subsidy provided to full-time employees who enroll in medical, dental, and vision plans and are paying out of pocket will be increased from a maximum of $800 per month to a maximum of $1,000 per month. This subsidy does not apply to Council Members or retirees.
•Safety Shoe Allowance – The safety shoe allowance will increase from $225 to $325 per fiscal year for non-safety personnel. Employees may purchase multiple pairs of safety shoes so long as the allowance is not exceeded. •Differential Weekend/Alternate Shift Pay – In addition to non-exempt, non- represented full-time and part-time employees who are scheduled to work on a Saturday or Sunday as part of their regular schedule, Differential Pay will now also apply to non-exempt, non-represented full-time employees who are required to work an alternate shift on a temporary or seasonal basis, subject to written approval by the City Manager.
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•Mandatory Rest Period – Non-exempt, non-safety, and non-represented full-time employees are not to work more than 18 hours within a 24-hour period without a Mandatory Rest Period. The Mandatory Rest Period will equal eight (8) consecutive hours off duty. If the Mandatory Rest Period conflicts with any hours of the employee’s regularly work schedule, those hours will be compensated at the employee’s regular hourly rate of pay and will count as hours worked for the purpose of calculating overtime.
Staff is requesting your favorable consideration on this item and remains available for any questions or comments.
Attachments: A. Resolution No. 25-039
B. Summary of Changes to the Salary Schedule