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Fund operating budget) and decreasing expenditures by the same amount in FY 2018- <br />19. <br /> <br />In order to implement this strategy, the City seeks an approach to reducing <br />expenditures that is collaborative and equitable among all labor groups. As the other <br />five City labor groups will have agreements expiring in FY 2018-19, the City sought to <br />extend the current IAFF MOU by one year, with provisions limited to salary and any <br />necessary administrative updates. The proposed extension provides the City an <br />opportunity to work with all groups during the same timeframe as changes for the <br />upcoming fiscal year are implemented. <br /> <br />ANALYSIS <br /> <br />The parties reached agreement on a one-year extension to the current MOU, limited to <br />salary adjustments and administrative changes necessary to maintain compliance with <br />CalPERS retirement system regulations. The provisions of the agreement are as <br />follows: <br /> <br />Salary <br />The tentative agreement provides for a 3% cost-of-living adjustment (COLA). This <br />adjustment is consistent with current and projected cost-of-living indexes for the San <br />Francisco Bay area, and is equivalent to the salary adjustments received by other labor <br />groups in the current fiscal year. <br /> <br />In addition, the compensation for two classifications represented by the unit were found <br />to be significantly below the market for comparable cities in the Bay Area. In order to <br />ensure that the City sustains labor market competitiveness for attracting and retaining <br />employees, the classifications of Deputy Fire Marshal and Fire Prevention Officer will <br />receive equity adjustments to bring their total compensation to the median of the survey <br />market. <br /> <br />This compensation benchmark has been utilized for IAFF classifications in several prior <br />agreements, however, the last equity adjustments were implemented in 2014 at the <br />beginning of the current MOU. Based on the results of the updated survey, the indicated <br />adjustments are 17.9% for the classification of Fire Prevention Officer, and 15.5% for <br />the classification of Deputy Fire Marshal. These amounts are in lieu of the 3% cost-of- <br />living adjustment, and will bring the total compensation of these two classifications to <br />the median of the labor market. <br /> <br /> <br /> <br />6.3.A. - Page 2