TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: Kim Summers, City Manager
PREPARED BY: Diego Chavez, Administrative Services Director
SUBJECT:
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Updated Murrieta Management and Confidential Employees’ Compensation Plan
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RECOMMENDATION
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Adopt Resolution No. 24-4772 entitled: A Resolution of the City Council of the City of Murrieta, California, Approving An Updated Murrieta Management and Confidential Employees’ Compensation Plan.
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PRIOR ACTION/VOTE
On October 15, 2019, the City Council adopted Resolution No. 19-4171, approving the Management and Confidential Employees’ Compensation Plan (Vote: 4-0).
On May 4, 2021, the City Council adopted Resolution No. 21-4392, approving amendments to the Management and Confidential Employees’ Compensation Plan (Vote: 5-0).
On August 16, 2022, the City Council adopted Resolution 22-4606, authorizing updates to the benefits provided for in the Management and Confidential Employees’ Compensation Plan (Vote: 5-0).
CITY COUNCIL GOAL
Maintain a high performing organization that values fiscal sustainability, transparency, accountability and organizational efficiency.
BACKGROUND
The compensation and benefits for the City’s Management and Confidential Employees (M&C) group are provided in the “Management and Confidential Employee’s Compensation Plan” (Compensation Plan). The Compensation Plan is adopted by resolution of the City Council. The M&C group consists of approximately 62 different classifications and 77 authorized positions.
The Compensation Plan was most recently amended in May 2021. In August 2022, the City Council authorized compensation and benefit increases for M&C employees, but the Compensation Plan was not amended at that time.
An updated Compensation Plan has been prepared for the City Council’s consideration. This updated document reflects the following changes from the most recent version of the Compensation Plan: 1) includes benefits authorized in 2022 but not previously incorporated into the Compensation Plan; 2) makes miscellaneous clean-up edits and revisions intended to make the Compensation Plan current; and 3) provides for compensation and benefit increases recently authorized by the City Council (4% cost-of-living-adjustment, increasing the New Year’s Eve holiday from half a day to a full day, and increasing the annual leave cash out from 80 hours to 120 hours twice yearly). The changes to the Compensation Plan document are described in more detail below.
1. Benefits Authorized in 2022.
- Earned compensatory time in lieu of overtime is eligible for cash-out.
- Holiday leave bank language was reinstated from prior years.
- Added an on-call program section that provides 4% on-call pay for the Public Safety Communications Manager.
- Deferred compensation match increased to $2,000 for Confidential employees, $3,000 for Managers, and $3,400 for Department Heads.
- Added longevity pay section that provides 2% salary increase at 15 years of service and an additional 3% salary increase at 20 years of service.
- Tuition reimbursement amount increased from $2,000 to $3,500 per year with a $14,000 lifetime cap and a 3-year prorated repayment clause.
- Uniform allowance increased from $600 to $800 per year for Public Safety Communications Center Manager and from $1,800 to $1,850 per year for the Police Chief.
- Annual leave cash-out amount increased from 60 to 80 hours for Managers and Confidential employees.
- Referenced the Alternative Work Schedule Policy that defines the standard workweek, the regular work schedule, and alternative work schedules available.
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- 2. Miscellaneous Clean-up Edits / Amendments.
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- Updated the bereavement leave section to comply with provisions from new law.
- Modified cash-out language to address IRS constructive receipt issue. To address this issue, employees must first irrevocably designate in writing the amount of leave to be cashed out in the year preceding the cash-out and must accrue the amount to be cashed out after the designation.
- Reorganized sections and clarified language throughout the Compensation Plan.
- Added new and missing classifications, including the Director of Municipal Services, Emergency Medical Services Nurse Coordinator, Code Enforcement Manager, Deputy City Clerk, Deputy Fire Marshal, Records Manager, Risk Management Analyst, Senior Risk Management Analyst, Risk Management Technician, Assistant Management Analyst, Fire Prevention Battalion Chief.
- Moved the City Clerk classification from the Management group to the Department Heads group.
- Added uniform allowance for the Emergency Medical Services Nurse Coordinator, which was reclassified and previously received the allowance.
- Updated dates and figures and fixed typos, misspellings, and grammar throughout the Compensation Plan.
- Deleted language that had sunset and deemed of no further force and effect.
- Added language provided for in the Compensation Plan that was inadvertently deleted in the February 16, 2021, update concerning providing portal-to-portal compensation for classifications assigned to mutual aid emergency incidents.
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- 3. Recently Authorized Compensation and Benefits Increases.
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- 4% cost-of-living-adjustment (COLA) to be effective the first full pay-period after City Council approval.
- New Year’s Eve holiday increased from half a day to a full day.
- Annual Leave cash out increased from 80 hours to 120 hours twice yearly.
- Deleted the annual adjustment language for the monthly health contribution.
FISCAL IMPACT
The fiscal impact of approving the M&C Compensation Plan for Fiscal Year 2024/25 is $590,442, which will be included in an upcoming Budget Update.
ATTACHMENTS
1. Resolution No. 24-4772