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Consent
Item No. 7.
| MEETING DATE: 08/04/2025 |
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| TO: | HONORABLE MAYOR AND COUNCILMEMBERS |
| FROM: | JIM SADRO, CITY MANAGER By: Gabriella Yap, Assistant City Manager |
| SUBJECT: | APPROVE A RESOLUTION AMENDING RESOLUTION NO. CC 2025-15 PERTAINING TO COMPENSATION FOR MANAGEMENT, POLICE MANAGEMENT AND EXECUTIVE MANAGEMENT EMPLOYEES
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RECOMMENDATION:
That the City Council APPROVE AND ADOPT RESOLUTION NO. CC 2025-__ ENTITLED: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF LA HABRA, CALIFORNIA, AMENDING RESOLUTION NO. CC 2025-15 PERTAINING TO A COMPENSATION PLAN FOR MANAGEMENT, POLICE MANAGEMENT AND EXECUTIVE MANAGEMENT EMPLOYEES.
DISCUSSION:
The City’s management employees are not represented as a bargaining unit and receive pay and benefit adjustments at the discretion of the City Council. On June 16, 2025 City Council approved a resolution amending certain pay and benefits for management employees. The new attached resolution is being proposed to clarify, amend and/or adjust certain benefits that had either already been approved by Council or that had been erroneously omitted in the prior resolution.
For Police Management staff, the City Council had previously approved additional POST Certification pay and an increase in City contributions towards Retirement Health Savings (RHS plan); however, the Police Chief classification was inadvertently omitted from the staff report and prior resolution to receive these benefits, which this new resolution will correct.
Police Management positions (Captains) were erroneously omitted from the Deferred Compensation (457) plan benefits other management staff receive; therefore staff recommends that the City Council approve a wording change in the new proposed resolution that provides this same benefit to the City's two Police Captains and also clarifies that the match requirements provides a dollar for dollar City match up to $75 per pay period for all participating eligible management staff.
Finally, City Council approved an Emergency Management Coordinator position in the Fiscal Year 2025-2026 adopted budget to oversee the City's Emergency Management program, as well as other police grant programs. This position classification was included in the management salary schedule with a new classification title of Public Safety Manager; however, after further discussions with the Police Chief, staff recommends changing the classification title to Public Safety Program Manager to better align the position's title and job duties with the Police Department's organizational structure and needs for this newly created position.
To summarize, staff recommends the following changes:
POST Certification Pay:
Effective July 12, 2025, employees in the classification of Police Safety Management (two Captains) and the Police Chief shall be eligible for POST certification pay as follows:
For Police Management staff, the City Council had previously approved additional POST Certification pay and an increase in City contributions towards Retirement Health Savings (RHS plan); however, the Police Chief classification was inadvertently omitted from the staff report and prior resolution to receive these benefits, which this new resolution will correct.
Police Management positions (Captains) were erroneously omitted from the Deferred Compensation (457) plan benefits other management staff receive; therefore staff recommends that the City Council approve a wording change in the new proposed resolution that provides this same benefit to the City's two Police Captains and also clarifies that the match requirements provides a dollar for dollar City match up to $75 per pay period for all participating eligible management staff.
Finally, City Council approved an Emergency Management Coordinator position in the Fiscal Year 2025-2026 adopted budget to oversee the City's Emergency Management program, as well as other police grant programs. This position classification was included in the management salary schedule with a new classification title of Public Safety Manager; however, after further discussions with the Police Chief, staff recommends changing the classification title to Public Safety Program Manager to better align the position's title and job duties with the Police Department's organizational structure and needs for this newly created position.
To summarize, staff recommends the following changes:
POST Certification Pay:
Effective July 12, 2025, employees in the classification of Police Safety Management (two Captains) and the Police Chief shall be eligible for POST certification pay as follows:
- POST Management Certificate: $1,450/per month
Retirement Health Savings (RHS plan):
Public Safety Management and Police Chief
Effective July 12, 2025, the City's contribution to the RHS plan will increase from $100 per month to $175 per month.
Revise City Contributions for Deferred Compensation (457 plan) as follows:
Management, Public Safety Management, and Executive Management only
Effective July 12, 2025, the City will provide a contribution towards the Deferred Compensation plan for these employees, providing a dollar for dollar City match up to $75 per pay period.
Classification Title Change:
Change the classification title of Public Safety Manager to Public Safety Program Manager.
Public Safety Management and Police Chief
Effective July 12, 2025, the City's contribution to the RHS plan will increase from $100 per month to $175 per month.
Revise City Contributions for Deferred Compensation (457 plan) as follows:
Management, Public Safety Management, and Executive Management only
Effective July 12, 2025, the City will provide a contribution towards the Deferred Compensation plan for these employees, providing a dollar for dollar City match up to $75 per pay period.
Classification Title Change:
Change the classification title of Public Safety Manager to Public Safety Program Manager.
FISCAL IMPACT/SOURCE OF FUNDING:
If approved, the total cost of the proposed changes and corrections is estimated at approximately $22,363 for fiscal year 2025-26. There is sufficient funding in the adopted General Fund budget to fund these recommended changes.
GENERAL PLAN RELEVANCE/CITY COUNCIL GOALS & OBJECTIVES:
ED 9.1 – Balanced Fiscal Practices
This recommended action achieves the following element of the City of La Habra's FY2025-26 Goals and Objectives:Goal 4, Objective A- Track and Review Employee Compensation Data.