Laserfiche WebLink
ATTY/RESO.0014/CC RESO AMENDING SUMMARY OF COMPENSATION & TERMS OF EMPLOYMENT (EXECUTIVE MANAGEMENT) – EXHITBIT A <br />REV: 02-27-25 MI <br />Page 4 of 25 <br />II. COMPENSATION MARKET EQUITY and SALARY SETTING <br /> <br />Effective December 2, 2024, there will be a three percent (3%) cost of living increase for all <br />classifications covered by this Summary. Effective December 2, 2024, the salary range for Fire <br />Chief shall be increased by six and eight-tenths’ percent (6.8%). <br /> <br />Effective the first full pay period beginning on or after December 1, 2025, there will be a three <br />percent (3%) cost of living increase for all classifications covered by this Summary. <br /> <br />Effective the first full pay period beginning on or after December 1, 2026, there will be a three <br />percent (3%) cost of living increase for all classifications covered by this Summary. <br /> <br />By December 1, 2026, the City will conduct a total compensation survey for all executive <br />management job class benchmarks in accordance with the parameters of the City’s compensation <br />philosophy and will reflect all Redwood City compensation changes effective the first full pay <br />period beginning on or after December 1, 2026, including the cost of living increases and <br />reductions in pension cost share. Any resulting equity adjustments will not exceed one percent <br />(1%) for a total of five percent (5%) increase in compensation (including COLA and the reduction <br />in employee cost share). <br /> <br />The comparable labor market will include those cities that provide full-service, are in the Bay Area <br />job pool, recognized as excellent organizations, and have comparable service outputs. These cities <br />include Alameda, Berkeley, Hayward, Mt. View, Palo Alto, San Leandro, San Mateo, South San <br />Francisco, and Sunnyvale. The market study shall be based on total compensation, including such <br />factors as salary, benefits, and other employer payments typically considered when determining <br />total compensation. <br /> <br />Upon Council direction the City Manager shall request external labor market comparisons for all <br />classifications in the Executive Management Group. Upon review of the labor market comparison <br />and the City’s financial condition the City Council may approve implementation of new salary <br />ranges for the Executive Management Group. <br /> <br />Individual Executive Management salaries for Department Heads are reviewed by the City <br />Manager on an annual basis and are set anywhere within the established range based on <br />performance. Individual Executive Management salaries for Division Managers are reviewed by <br />the Department Head and recommended to the City Manager on an annual basis and are set <br />anywhere within the established range based on performance. <br /> <br />INTERNAL ALIGNMENT <br />It is the intent that Executive Management classifications shall maintain a minimum differential <br />of 10% above direct-report classifications. The comparative analysis shall include the top of the <br />range of the executive classification and the top of the range (or top step) of the direct-report <br />classification. Premium pay received by a direct-report classification may be considered in the