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8.B. - Page 2 of 142
<br />City Council on an annual basis, concurrently with the time of the employee's annual performance
<br />evaluation. When evaluating compensation, adjustments are typically made with consideration given to
<br />employee performance, cost living increases provided to other City employees, total compensation
<br />relative to the City's survey market of benchmark cities, internal pay equity, and the current financial
<br />conditions of the City.
<br />City Manager Melissa Stevenson Diaz has been serving as City Manager since October 12, 2015, and most
<br />recently received a salary increase on October 15, 2018. City Attorney, Veronica Ramirez has been serving
<br />as City Attorney since September 6, 2016, and most recently received a salary increase on September 3,
<br />2018. The City Council conducted performance evaluations for the City Manager and City Attorney in
<br />January 2020.
<br />On March 25, 2019, the City Council approved tentative agreements relative to wages, hours, and other
<br />terms and conditions of employment for employees in the Service Employees International Union (SEIU)
<br />Local 521; and on November 5, 2018 for employees in the Redwood City Management Employees'
<br />Association (RCMEA), Police Supervisors' Association (PSA), Chief Officers' Association (COA), and Police
<br />Officers' Association (POA), for the period February 1, 2019 through January 312022 (SEIU), September
<br />1, 2018 through August 29, 2021 (POA and PSA) and for the period October 1, 2018 through September
<br />30, 2021 (RCMEA and COA), along with approval of Amendments to the Executive Summary of Benefits
<br />effective July 1, 2019. Under the terms of these agreements, employees receive annual cost of living
<br />increases. Based on performance, employees may also be eligible for merit increases, and certain
<br />classifications may be designated to receive equity adjustments to address alignment with other job
<br />classifications or market conditions.
<br />The 2020 COLA salary increases for RCMEA, PSA, COA, and Executive Management were approved at two
<br />and one-half percent (2.5%), plus an additional one percent (1%) increase if sales tax revenue for Fiscal
<br />Year 2019-20 meets or exceeds $24.5 million. The 2021 COLA salary increases for SEIU was approved at
<br />two and one-half percent (2.5%), plus an additional one percent (1%) increase if sales tax revenue for
<br />Fiscal Year 2019-20 meets or exceeds $24.5 million. Because the specific 2020 COLA increases occurring
<br />for RCMEA, PSA, COA, and Executive Management, and the specific 2021 COLA increase for SEIU, were
<br />unknown at the time tentative agreements and the Executive Summary of Benefits were approved by City
<br />Council in 2018 and 2019, the City Council agreed to approve resolutions in Fiscal Year 2020-21 once sales
<br />tax revenue for Fiscal Year 2019-20 was determined.
<br />The approved COLA salary increase in 2020 for POA is to be based on market mean/median as determined
<br />through a compensation survey for comparable cities based on data available as of September 1, 2020
<br />with a minimum of a two and one-half percent (2.5%) increase and a maximum of a three and one-half
<br />(3.5%) increase. The resolution to approve amendment to the City's salary and wage plan for employees
<br />represented by POA will be brought to City Council for approval in September 2020.
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<br />City of Redwood City 1017 Middlefield Road, Redwood City, CA. 94063 Tel: 650-780-7000 www.redwoodcity.ore
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