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7.3.A. - Page 2 <br /> of the City's pension contributions and the phased elimination of Employer -Paid <br /> Member Contributions (EPMC). These changes will increase the total employee <br /> contribution to pensions from 7% to 20% (21% for safety employees) by 2016. At this <br /> same meeting, Council approved a 3% cost of living range adjustment effective July 1, <br /> 2013 to all executive classifications, which was offset by a total of 4% in pension <br /> contribution increases scheduled for 2014. <br /> ANALYSIS <br /> Human Resources staff conducted a market survey for July, 2014, and developed <br /> recommendations to adjust salary ranges for certain Executive Management <br /> classifications where current ranges are not in alignment with the market. As outlined in <br /> Exhibit "A," The recommended changes range from 2% to 5% increases to the top of <br /> the range for the classifications of Assistant City Manager, Assistant City Attorney, <br /> Community Development Manager — Building, Human Resources Manager, and Police <br /> Captain. In addition, a marginal reduction was made for the Parks, Recreation and <br /> Community Services Director position where the top of the range was not in alignment <br /> with market data. In addition, staff recommends the inclusion of the Public <br /> Communication and Engagement Manager (Communications Manager) classification <br /> from the confidential unit to Executive Management, based on a reevaluation of the role <br /> and scope of this position within the City Manager's Office. <br /> The recommended salary ranges are based on the lowest and highest salary (control <br /> point or top of the range, as applicable) for each position within comparable benchmark <br /> cities. Adjusting the salary ranges will not result in automatic salary increase. Criteria for <br /> setting Executive Management salary increases for Department Heads and Division <br /> Managers are determined by the City Manager on an annual basis and based on <br /> performance. <br /> ALTERNATIVES <br /> Council may direct staff to continue to use current salary ranges, or direct staff to <br /> propose alternative changes to the salary plan. <br /> FISCAL IMPACT <br /> Criteria for setting Executive Management salary increases for Department Heads and <br /> Division Managers are ultimately determined by the City Manager annually. There is no <br /> guaranteed increase and therefore, salary adjustments are not known at this time but in <br /> no event will they exceed the top of the approved ranges. Estimates for within -range <br /> annual increases are included in the current fiscal year budget. <br /> ENVIRONMENTAL REVIEW <br />