To: Honorable Mayor and Members of City Council
From: MJ Tueros, Human Resources Director
Prepared By: Caitlin Saldanha, Management Analyst II
TITLE:
Title
Tentative Agreement between the City of Napa and the Napa Police Officers’ Association (“NPOA”)
LABEL
RECOMMENDED ACTION:
Recommendation
Approve and adopt the Tentative Agreement between the City of Napa (“City”) and the Napa Police Officers’ Association (“NPOA”) for the term of January 1, 2027 through December 31, 2030; and authorize the City Manager to finalize and execute a successor Memorandum of Understanding (MOU) to implement the Tentative Agreement.
Body
DISCUSSION:
The MOU between the City and NPOA defines the compensation and benefits paid by the City to NPOA employees in the classifications of Police Officer and Police Sergeant. The term of the current NPOA MOU ends December 31, 2026.
In July of 2026, the City and NPOA began negotiations on a new MOU. On October 7, 2026, representatives of each party reached a Total Tentative Agreement on a package for a four-year agreement. The Total Tentative Agreement is subject to ratification by NPOA members and the City Council. NPOA ratified the agreement by a vote of their membership on November 4, 2026, and notified the City that the agreement had been ratified.
The major terms of the agreement are as follows:
• Four-Year Term, January 1, 2027 through December 31, 2030
• 4% salary increase, effective January 2, 2027
• 4% salary increase, effective the pay period containing January 1, 2028
• 3% salary increase, effective the pay period containing January 1, 2029
• 3% salary increase, effective the pay period containing January 1, 2030
• Change shift change notice from 30 days to 14 days
• Create a new ancillary assignment pay for 2% Canine Coordinator
• Increase POST Certificate Pay as follows:
o POST Intermediate Certificate from 2% to 3.75%
o POST Advanced Certificate from 2% to 3.75%
o POST Supervisory Certificate from 1% to 2%
• Change Educational Incentive Pay from a dollar amount to a percentage as follows:
o AA Degree from $100/month to 1%
o Bachelor’s Degree from $285/month (or Sgt. $345/month) to 2.5%
o Master’s Degree from $324/month (or Sgt. $395/month) to 5%
• Extend CTO cashouts to the first full pay period following December 31
• City contribute sixteen (16) hours to NPOA Union Leave Bank annually and increase the first five (5) hours of excess hours to the first ten (10) hours for employee’s donation
• Other language changes to reflect current practice, incorporate previously agreed upon side letters or otherwise provide additional clarity in the contract.
FINANCIAL IMPACTS:
The estimated cost for the General Fund in FY 2026-27 for implementation of this agreement is approximately $0.5 million ($534,571). The Adopted FY 2026-27 Budget included a COLA assumption for all groups. This TA would have an additional $187,500 in unbudgeted costs in FY 2026-27 to the General Fund. A more detailed costing will be done at the employee level to calculate any necessary budget actions. A Budget Amendment may be presented to the City Council at a future meeting after execution of the MOU, along with the adoption of updated salary schedules. Costs associated with changes to the terms of the MOU will be budgeted accordingly in future fiscal years.
CEQA:
The Human Resources 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 - Total Tentative Agreement Package between City and NPOA
NOTIFICATION:
None.