TITLE:
title
COMPENSATION PLAN AND SALARY SCHEDULE REVISIONS FOR DESIGNATED CLASSIFICATIONS REPRESENTED BY THE COSTA MESA CITY EMPLOYEES ASSOCIATION AND THE COSTA MESA DIVISION MANAGERS ASSOCIATION AND CLASSIFICATIONS IN THE CONFIDENTIAL UNIT AND THE PART TIME SALARY RESOLUTION.
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DEPARTMENT: CITY MANAGER'S OFFICE - HUMAN RESOURCES DIVISION
PRESENTED BY: KASAMA LEE, HUMAN RESOURCES MANAGER
CONTACT INFORMATION: KASAMA LEE, HUMAN RESOURCES MANAGER, (714) 754-5169
RECOMMENDATION:
recommendation
Staff recommends the City Council:
1. Adopt Resolution Number 2023-XX revising the pay ranges for designated classifications represented by the Costa Mesa City Employees Association. (Attachment I)
2. Adopt Resolution Number 2023-XX revising the pay ranges for designated classifications in the Confidential Unit. (Attachment II)
3. Adopt Resolution Number 2023-XX revising the pay ranges for designated classifications represented by the Costa Mesa Division Managers Association. (Attachment III)
4. Adopt Resolution Number 2023-XX revising the pay ranges for designated classifications in Part Time Salary Resolution. (Attachment IV)
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BACKGROUND:
The Costa Mesa City Employees Association (CMCEA) MOU contains a provision for CMCEA to request up to five compensation inequity studies each year. This allows for at least five positions in this particular bargaining group to be analyzed by Human Resources to identify whether there is a discrepancy in that position's compensation relative to the prevailing market.
The Human Resources Division also makes recommendations to the City Manager regarding positions that may require compensation adjustments based on input from City departments and labor associations along with recruitment and retention trends. Hard-to-fill positions include positions that are currently vacant, positions that are not currently vacant but are traditionally hard to fill, and positions which are currently filled but are expected to be diff...
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