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Page 1 of 2 <br />Item #11 <br /> CITY COUNCIL AGENDA REPORT <br /> <br />December 16, 2025 <br />Human Resources <br /> <br />TITLE: ADOPT A RESOLUTION APPROVING THE PROPOSED PAY SCHEDULE FOR <br />MANAGEMENT AND CONFIDENTIAL EMPLOYEES <br /> <br />SUMMARY <br />Since management and confidential employees are not covered under a collective bargaining <br />agreement, recommendations for adjustments to the management and confidential pay <br />schedule are brought to the City Council for consideration. The California Code of Regulations <br />provision implementing the California Public Employees' Retirement Law requires that a <br />member agency's governing body adopt pay schedules for its employees. Staff recommends <br />City Council approval of the proposed pay schedule for management and confidential <br />employees. <br /> <br />RECOMMENDATION <br />Adopt a resolution approving the proposed pay schedule for management and confidential <br />employees. <br /> <br />BACKGROUND <br />The management and confidential employee group comprises 80 classifications and 69 <br />positions. Consistent with the City's practice, staff reviews compensation annually and <br />presents recommendations to City Council. <br /> <br />In 2024, the group did not receive a cost-of-living increase. <br /> <br />DISCUSSION <br />Historically, two primary factors have been considered in wage adjustment discussions: market <br />data obtained from neighboring agencies that are similar in size, and the Consumer Price <br />Index (CPI), which reflects the general cost-of-living increase in the San Francisco-Oakland- <br />Hayward area (approximately 2.7% in August 2024 and 2.5% in August 2025). The most <br />recent wage adjustment for the management and confidential group took effect on September <br />2, 2023. Staff's recommendation of a three percent (3%) increase is consistent with market <br />data, CPI, and the City's internal equity with labor. <br /> <br />A comprehensive compensation study was conducted to provide labor market analysis and an <br />evaluation of the City's internal alignment. The results from the study indicated that twelve <br />classifications require adjustments to the salary ranges to align with the market average for the <br />comparable roles in our survey agencies. Based on this, staff recommends adjusting the <br />ranges for the following classifications: Assistant City Attorney, Assistant City Manager, <br />Assistant Director of Library and Recreation, Communications Manager, Deputy City Attorney, <br />Deputy Community and Economic Development Director/Traffic Engineer, Deputy Fire Chief, <br />Fire Chief, Police Captain, Police Chief, Police Lieutenant, and Recreation Manager. An <br />adjustment to the range does not automatically result in an adjustment to individual employees’ <br />Page 249 of 373