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8.3.B. - Page 2 <br /> Management staff to develop recommended compensation changes for Fiscal Year <br /> 2016-2017. <br /> ANALYSIS <br /> POLICE SUPERVISORS ASSOCIATION (PSA) <br /> Within the parameters established by the Council, City negotiators met and conferred <br /> with the PSA and worked collaboratively to develop a two-year agreement (September <br /> 1, 2016 — August 31, 2018). The Tentative Agreement is attached, and the significant <br /> economic changes contained within the agreement are summarized below: <br /> Salary and Retirement Contributions <br /> The Tentative Agreement increases the total employee contribution to pension from <br /> 12% to 14% of salary in September 2016, and to a total of 16% of salary in September <br /> 2017. This includes the required 9% employee contribution, plus an additional <br /> percentage of salary as cost-sharing of the City's required contribution. <br /> In consideration of the increased employee pension contributions, as well as labor <br /> market surveys and other economic indicators, the PSA agreement provides for a 3% <br /> cost-of-living adjustment (COLA) for Police Sergeants in each year of the agreement. <br /> Police Lieutenants will receive 4% increase in each year, which includes a 3% cost-of- <br /> living adjustment and a 1% equity adjustment each year, in order to achieve an <br /> appropriate salary alignment above subordinate personnel. <br /> Vacation Cash-Out Pilot Program <br /> A vacation leave pilot program will be in place through December 31, 2018, which will <br /> allow PSA members, subject to the employee's annual accrual rate as of December 31 <br /> of the prior calendar year, to cash-out a portion of their unused vacation leave balance <br /> beginning in 2017. There will be a mandatory cash-out of excess unused vacation leave <br /> for 2016 that exceeds the maximum vacation accrual allowed, calculated on the balance <br /> as of the end of pay period that includes December 31 , 2016. It is expected that this <br /> program will partially reduce overtime costs associated with vacation leaves, and <br /> reduce the unfunded liability of accrued vacation that increases in value over time. <br /> EXECUTIVE MANAGEMENT <br /> Salary range adjustments for Executive Managers are recommended by the City <br /> Manager for Council approval on an annual basis. All changes to salary and benefits <br /> are included in the proposed Executive Salary Plan and Executive Management <br /> Summary of Benefits, and significant changes are summarized below: <br />