TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
FROM: Justin Clifton, City Manager
PREPARED BY: Diego Chavez, Administrative Services Director
SUBJECT:
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Amended & Restated Murrieta Management, Professional, and Confidential Employees’ Compensation & Benefits Plan
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ABSTRACT
The City Council is being asked to consider adopting an Amended & Restated Management, Professional, and Confidential (MPC) Compensation & Benefits Plan for the City’s unrepresented MPC employees. The proposed updates include changes to health contributions, classifications, severance, additional duties pay, and approval authority for leave of absence without pay. If adopted, the amended plan would replace the version approved on October 7, 2025, as well as all prior versions.
RECOMMENDATION
recommendation
Adopt Resolution No. 26-4970 entitled: A Resolution of the City Council of the City of Murrieta, California, Approving an Amended & Restated Murrieta Management, Professional, and Confidential Employees’ Compensation & Benefits Plan.
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PRIOR ACTION/VOTE
On October 7, 2025, the City Council adopted Resolution No. 25-4890, approving an updated Murrieta Management, Professional, and Confidential Employees’ Compensation Plan (Vote: 5-0).
STRATEGIC ALIGNMENT
This item aligns with the City Council goal of maintaining a high performing organization that values fiscal sustainability, transparency, accountability and organizational efficiency relating to an administrative priority.
DISCUSSION
Section 36506 of the California Government Code requires that the City Council fix the compensation of all appointive officers and employees by resolution or ordinance. Murrieta Municipal Code, Title 2, Chapter 2.08, Section 2.08.060, provides that the City Manager shall prepare and submit the proposed annual budget and the proposed annual salary plan to the City Council for its approval. The compensation and benefits for the City’s Management, Professional, and Confidential (MPC) employees are currently provided in the Management, Professional, and Confidential Employees’ Compensation Plan. The MPC Compensation Plan is adopted by resolution of the City Council. The MPC Compensation Plan covers approximately 67 different classifications and 79 unrepresented authorized positions.
The MPC Compensation Plan was most recently amended on October 7, 2025. An Amended & Restated MPC Compensation & Benefits Plan has been prepared for the City Council’s consideration. If adopted, the Amended & Restated updated MPC Compensation & Benefits Plan would supersede and replace the MPC Compensation Plan approved by the City Council on October 7, 2025, and all prior iterations of same. This updated resolution (Attachment 1) reflects the following material changes:
1. Increase in the monthly health contribution amount by $185.25 from $1,936.28 to $2,121.53, effective January 1, 2027.
2. Update the list of classifications subject to the MPC Compensation & Benefits Plan to align with the schedule of authorized positions approved by the City Council in the Fiscal Year 2026/27 Operating Budget.
• Add Development Review Coordinator, Director of Executive Services, and Payroll Supervisor.
• Revise the title of Director of Public Works/City Engineer to Director of Public Works and Engineering.
3. Clarify that Severance Pay for terminated employees is conditioned upon execution of a waiver and release of claims. Add misconduct, criminal conduct, and other conduct that negatively affect the City as disqualifying conditions for severance pay. Authorizes the City Manager to offer up to three (3) months’ severance regardless of length of service.
4. Delete 2025 and 2026 minimum employer contribution amounts required under the Public Employees’ Medical and Hospital Care Act for 2026.
5. Add an Additional Duties Pay section allowing the City Manager to approve temporary additional-duty assignments for training, professional development, succession planning, special projects, operational needs, or other reasons in the City’s interest. The pay is equal to five percent (5%) of base salary and is generally limited to 13 full pay periods.
6. Authorize Department Heads, in consultation with Human Resources, to approve or deny Leave of Absence without Pay requests for up to one full pay period, with requests exceeding one full pay period requiring City Manager approval.
7. Updated dates and grammar throughout the prior MPC Compensation Plan and re-titled it to the Amended & Restated MPC Compensation & Benefits Plan.
PUBLIC NOTICING
The agenda item has been noticed according to the Brown Act (72 hours in advance of
the meeting at which the City Council considers the item).
CEQA AND REGULATORY OVERVIEW
This action is exempt from the California Environmental Quality Act (CEQA) pursuant to Sections 15060(c)(2) and 15060(c)(3) of the CEQA Guidelines because this action will not result in a physical change to the environment, directly or indirectly.
FISCAL IMPACT
The fiscal impact of approving the proposed Amended & Restated MPC Compensation & Benefits Plan for FY 2026/27 is $155,610. The FY 2026/27 monthly health contribution costs will be incorporated into the Operating Budget during an upcoming Budget Update.
ATTACHMENTS
ATT 1 - Resolution No. 26-4970