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BACKGROUND The City employs up to 450 temporary employees throughout the year. Examples of these positions include Library Pages, Interns, Recreation Leaders, Maintenance Aides, Lifeguards and Preschool Teachers. These positions are generally part-time, non- benefitted with an average schedule of eight to 30 hours per week. Periodically, the California minimum wage increases and staff studies compensation to check the City's marketability to employ these temporary workers. The results of the recently completed study have prompted the recommendation before Council. DISCUSSION The minimum wage in California will increase to $15.00 per hour effective January 1, 2022. In addition, because the last comprehensive study of temporary classification was completed in 2018, and much has changed in the workforce market since then, staff took the opportunity to analyze the City's temporary compensation to ensure we are able to attract and retain temporary staff in the coming year. The current study revealed several of the City's temporary classifications are below market as compared to nearby cities. This is especially evident in the preschool and aquatics classifications. For example, the preschool classifications are between twelve and nineteen percent below the market average. The aquatics classifications ranged between eleven and sixteen percent below market. The Library Page classification is eighteen percent below the market average. The recreation leader classifications are currently between nineteen and thirty-one percent below the market average. Adjusting wages to comply with minimum wage is mandatory. In addition, there is opportunity to become more competitive in temporary classifications and staff is recommending increases above the minimum wage mandate to the preschool and aquatics programs as well as the classifications of Library Page, Recreation Leader I, Recreation Leader II, Seasonal Senior Recreation Leader, Preschool Aide, Preschool Teacher, Lifeguard, Water Safety Instructor, Lifeguard/Instructor, and Assistant Pool Manager to be more competitive with area salaries. These classifications require special skill sets and training and are currently below market. The proposed Temporary, Part-Time Seasonal Classification Salary Structure will accommodate the minimum wage adjustments effective January 1, 2022 and will provide more competitive salaries for the City's temporary classifications. Additionally, staff has removed classifications no longer active in our organization. CONCLUSION This report reviews the recommended changes to the classifications and compensation structure for the City's temporary employees. As these employees are not represented by a union, staff seeks Council approval of these adjustments. Page 2 of 3