Laserfiche WebLink
Page 2 of 4 <br />City of Redwood City 1017 Middlefield Road, Redwood City, CA. 94063 Tel: 650-780-7000 www.redwoodcity.org <br />In addressing this goal, the City continues to invest in staff leadership, skill development and other human <br />resources strategies to attract, develop, support and retain a highly qualified, valued and diverse <br />municipal workforce. City staff also has worked closely and collaboratively with the City Council and <br />employee groups to develop recommended salary and benefit changes. Additionally, in accordance with <br />the City’s Municipal Code and Personnel Rules, the City maintains a Classification and Salary and Wage <br />Plan encompassing all positions of employment with the City. Periodically, salary ranges for the various <br />classifications are updated in accordance with approved Memoranda of Understanding or salary <br />resolutions, and employment agreements with unrepresented employees. When considering <br />compensation packages for various employee groups, the City considers multiple factors such as the cost <br />of living, recruitment and retention goals, and compensation survey data from comparable Bay Area cities, <br />as well as the current financial condition of the City, and any anticipated fiscal challenges. In addition, in <br />accordance with State law, the City negotiates agreements with recognized bargaining units on any <br />changes that affect hours, wages, or terms and conditions of employment for positions within the <br />respective groups. <br />ANALYSIS <br />New Classification and Budget Allocation Change: <br />City management staff reviewed current budgeted classifications and current functions and organizational <br />structure within the Housing division of the City Manager’s office. In consultation with the Human <br />Resources Department, it was determined that a new classification of Housing Management Analyst I/II <br />should be established that would define responsibilities and minimum requirements specific to housing <br />so as to attract candidates who have training and experience in housing. This new classification will be <br />within the Redwood City Management Employees Association (RCMEA), and salary will be set the same <br />as Management Analyst I/II. <br />Staff recommends amending the authorized full-time equivalent employee table for the City Manager’s <br />Office in the Adopted FY 2024-25 budget by reallocating 1.0 vacant FTE Management Analyst II position <br />to 1.0 FTE Housing Management Analyst II position. Staff also recommends reclassification of a 1.0 FTE <br />Management Analyst II incumbent within the Housing division of the City Manager’s office to Housing <br />Management Analyst II upon Council approval of this new classification and fiscal year 2024-25 budget <br />allocation change. Staff has met and conferred with RCMEA. <br />Confidential Group Salary: <br />The Confidential group includes employees within the classifications of Business Manager, Human <br />Resources Analyst I/II, Management Analyst I/II (1.0 FTE within City Manager’s office and 1.0 FTE who <br />supports the Finance, Human Resources, and Information Technology departments), Principal Analyst, <br />and Senior Human Resources Analyst. It is recommended to provide a three percent (3%) cost-of-living <br />(COLA) adjustment to Confidential employees effective December 16, 2024. This increase is in line with <br />other bargaining group COLAS and will ensure that the City sustains labor market competitiveness for <br />attracting and retaining employees. <br />Salary Range for X-classification of X151 Office Clerical Level II: <br />Staff recommends increasing the top step of the salary range for the X151 Office Clerical Level II from <br />$65.00/hour to $80.00/hour. This will allow the Police Department to attract per diem Communication <br />6.A. - Page 2 of 21 <br />6