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Page 2 of 5 <br />City of Redwood City 1017 Middlefield Road, Redwood City, CA. 94063 Tel: 650-780-7000 www.redwoodcity.org <br />STRATEGIC PLAN GUIDING PRINCIPLE <br />Excellence in Government Operations <br />BACKGROUND <br />Due to the dynamic nature of providing services to the community and as service needs and City <br />operations evolve over time, City staff review the organization to recommend changes in support of the <br />City’s Strategic Plan and to improve operating efficiency and service delivery. <br />The City Council has adopted a strategic initiative related to government operations, and one of the goals <br />of that initiative is: <br />Uphold the highest standards of professionalism within City Operations, and encourage fiscal <br />responsibility, innovation, and strategic decision making. <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. When considering compensation <br />packages for various employee groups the City considers multiple factors such as the cost of living, <br />recruitment and retention goals, and compensation survey data from comparable Bay Area cities, as well <br />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 />The proposed changes to the Summary incorporate two modifications already approved by the City <br />Council: an update to salary ranges for Executive Management and Appointed classifications approved on <br />November 25, 2024 and the addition of a job classification (Crisis Response Clinician) approved May 19, <br />2025. Additionally, the proposed changes add clarifying language to the relocation assistance benefit <br />offered to new hires in the classifications of Assistant City Manager, Police and Fire Chiefs, and <br />Department Directors, and add the ability to bank hours when required to work on City holidays. The <br />proposed amendment to the City’s Classification and Salary and Wage Plan is also to incorporate the <br />update to salary ranges for Executive Management and Appointed classifications approved on November <br />25, 2024. CalPERS requires payrates on publicly available schedules, duly approved and adopted by the <br />employer’s governing body. <br />10.C. - Page 2 of 41 <br />797