To: Honorable Mayor and Members of City Council
From: Heather Ruiz, Human Resources Director
Prepared By: Caitlin Saldanha, Management Analyst II
TITLE:
Title
Compensation for City Attorney, and Compensation and Benefits for Police Chief
LABEL
RECOMMENDED ACTION:
Recommendation
Adopt a resolution approving revisions to the compensation for the City Attorney; and approving revisions to the compensation and benefits for the Police Chief.
Body
DISCUSSION:
The City Attorney is appointed by and reports directly to the City Council. Currently, the City Attorney position is vacant and being filled by an Interim City Attorney through a contract. In 2024, an executive recruitment was conducted, but resulted in the position not being filled despite multiple recruitment efforts. As a result of that failed recruitment we initiated a salary survey, and realized that the salary was not competitive with our comparator agencies in the market.
An analysis of the City Attorney’s compensation was conducted, and a market survey was performed on the City Attorney’s compensation. The results of this survey showed the City Attorney was over 10% behind the market median for comparable agencies. The City’s compensation goal in order to remain competitive with attracting and retaining quality employees is to pay within 5% of the market median. Therefore, an adjustment is warranted to bring the City Attorney’s salary to within our compensation goal.
The Police Chief is appointed by the City Manager, and reports directly to the City Manager. Recently, the Police Management Unit (PMU) reached a Total Tentative Agreement with the City which has been provided for Council’s approval under a separate agenda item at this same meeting. PMU represents the Police Captain and Police Lieutenant classifications. The proposed changes for the Police Management Unit (PMU) prompted an analysis of the Police Chief’s compensation, based on compaction between the Captains and the Chief.
An adjustment is warranted to address the compaction issues, and provide the Police Chief with an appropriate differential above the Police Captain’s salary. Staff is also recommending a reduction in CalPERS cost share amounts for the Police Chief based on the fact that the current cost share amount would mean an increase in cost share for internal candidates promoting to Chief, thus a reduction in take-home pay. Additional revisions to the Police Chief benefits include adding the option to have a take-home vehicle instead of receiving an Auto Allowance and adding Holiday Pay in lieu of time off for City recognized holidays.
These recommendations are supported by the data, and are being recommended by the City Manager and Human Resources Director. The attached Resolution and corresponding exhibits identify the new proposed compensation for the City Attorney, and new proposed compensation and benefits for the Police Chief.
FINANCIAL IMPACTS:
The estimated cost for the General Fund in FY 2025-26 for implementation of the City Attorney and Police Chief’s compensation is approximately $50,000. This amount can be absorbed into existing allocations for this Fiscal Year. Costs associated with changes to the compensation and benefits for the City Attorney and Police Chief will be budgeted accordingly in future fiscal years.
CEQA:
The Human Resource Director has determined that the Recommended Action described in this Agenda Report is not subject to CEQA, pursuant to CEQA Guidelines Section 15060(c).
DOCUMENTS ATTACHED:
ATCH 1 - Resolution Approving Revisions to the Compensation for City Attorney; and approving revisions to the compensation and benefits for Police Chief.
EX A - Police Chief Compensation and Benefits Summary (Redlined Version)
EX B - Police Chief Compensation and Benefits Summary (Clean Version)
EX C - Executive Staff Salary Table
NOTIFICATION:
None.