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
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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.
2. Adopt Resolution Number 2023-XX revising the pay ranges for designated classifications represented by the Costa Mesa Division Managers Association.
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BACKGROUND:
The Costa Mesa City Employees Association (CMCEA) MOU with the City contains a provision for CMCEA to request up to five compensation inequity studies to be conducted by Human Resources each year. This MOU provision 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.
ANALYSIS:
For the 2022 year (i.e. last year), CMCEA requested the review of the Maintenance Supervisor classification. As part of this review, the Human Resources Division also included a review of the Maintenance Superintendent and Maintenance Services Manager to address compaction and internal alignment.
The market analysis includes an analysis of the average total compensation of comparable classifications in the five cities that border the City of Costa Mesa, as per the City's standard practice. These cities include the cities of Fountain Valley, Huntington Beach, Irvine, Santa Ana and Newport Beach. The total compensation for each classification includes: the classifications' base salary, PERS retirement benefit formulas, employee retirement contributions, an...
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