AgdaPkt 2014-10-06 Closed and Joint with SA

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7.3.C. - Page 2 Executive Management positions they supervise. On September 8, 2014 Council met to discuss the results of the compensation study and consider salary adjustments, with consideration given to employee performance, the financial condition of the City, and internal salary compaction. Given the increasing development activity and related demands on City services, Council seeks to reward and retain the leadership of the City and remain in solid position for the future by bringing these salaries to a competitive position within the market. The recommended salary adjustments are as follows: Position Recommended Current Salary New Salary Increase (monthly) (monthly) City Manager 8% $19,182 $20,717 City Attorney 4% $18,484 $19,223 City Clerk 8% $9,755 $10,535 A 8% increase for the City Manager will ensure an equitable salary alignment between the City Manager and the highest -paid Department Head he supervises. The increase will bring this salary differential to 11 % (compared to 3% currently), consistent with the minimum compaction standard of 10% used to establish salary ranges with employee groups throughout the City. The recommended adjustment will place the salary above the market median (without pension cost - sharing being taken into account, as described below). The 8% increase for the City Clerk will bring the salary into alignment with the market median. In addition, the City Clerk currently receives a 5% differential for bilingual pay, which will be discontinued and replaced by 5% being added to base salary, consistent with other Executive Management positions that are not eligible for bilingual pay. The City Attorney's current salary is above the market median, and the minimum 10% differential exists between the City Attorney and subordinate positions. Therefore neither a market adjustment nor a compaction adjustment is necessary. A 4% increase is recommended to recognize the Council's assessment of, and satisfaction with, the City Attorney's performance. When developing these recommendations, the Personnel Sub - committee also considered the fact that the current salary survey methodology, as outlined in the Executive Management Summary of benefits, does not recognize the significant contribution these employees are making toward their pension plan. Since the increased level of employee contribution to pension is unique to Redwood City, if that contribution is factored in to the salary survey of benchmark cities, the salaries for these positions would continue to be under the market median.