[Council Communication]  [Resolution]

Council Communication

Title:	Reading by title only of "A Resolution Amending the Pay Schedule for Management and Confidential Employees for Fiscal Year 03/04."
Dept:	Administration
Date:	June 17, 2003
Submitted By:	Gino Grimaldi, City Administrator
Approved By: ...........................	Gino Grimaldi, City Administrator

Synopsis:	The proposed resolution would adjust the pay schedule for the Management Team, Division Supervisors, Mid-Level Supervisors, Confidential Employees, City Recorder and Municipal Judge. This adjustment is lower than the adjustments granted by contract to the city's three bargaining units that have salary adjustments of 3.2%. Two bargaining units are currently in negotiations and salary adjustments have not been determined at this time.
Recommendation:	Staff recommends the adoption of the attached resolution, which provides for a 2% adjustment for management, mid-managers/supervisory staff and confidential employees.
Fiscal Impact:	Adequate funds are available in the 2003-2004 budget.
Background:	The city has entered into multi-year contracts with the various bargaining units. The City is currently negotiating with the Police and Firefighter unions. Three of the five labor contracts call for a minimum adjustment based on the Consumer Price Index (CPI). Adjustments, per union agreements, will be 3.2%. There are approximately 45 employees within the management, supervisory or confidential classification. Labor groups do not represent these employees. The increase in the CPI has averaged 1.9% during the last year (March to March). The CPI increased significantly during the spring producing a March 2002 to March 2003 increase of 3.2%. The City Recorder and Municipal Judge are covered by a provision in the city charter, which links their salaries to the "…average salary adjustment of the other supervisory employees and department heads…" (Article III.3.). In this case the average salary adjustment is 2.2%. In the past the council has determined that it is important to maintain reasonable salary differentials between organized employees and the supervisory/management staff. Furthermore the council has determined it is important that the city maintain a pay schedule that is competitive. The proposed wage adjustment for non-union employees does maintain adequate salary differentials between organized employees and supervisory management staff. Many local governments across the state are providing similar salary adjustments so it is anticipated the pay schedule will remain competitive.

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