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<br /> / <br /> 6E <br /> \. <br />pLEASANTONo City Council <br /> Staff Report <br /> November 1, 2005 <br /> City Manager <br />SUBJECT: RESOLUTION AMENDING COMPENSATION FOR CITY OF PLEASANTON <br /> MANAGEMENT EMPLOYEE REPRESENTATIVES <br />RECOMMENDATION: <br />It is recommended that the City Council approve the attached resolution approving a 3.5% <br />compensation pool for management employees. <br />SUMMARY: <br />Staff is recommending salary adjustments for City of Pleasanton Management Employees. The <br />attached resolution authorizes the City Manager to increase the salary control points for each <br />management classification to allow for performance-based salary increases not to exceed a pool <br />equal to 3.5% of management compensation. <br />Honorable Mayor and Members of the City Council: <br />It is recommended that the City Council adopt the attached resolution authorizing a 3.5% <br />performance-based salary increase for City of Pleasanton management employees. The entire <br />management group is comprised of approximately 55 middle managers and department heads, <br />which serve at-will. This means they serve at the pleasure of the City Manager and are not <br />represented by a formal bargaining group or union. The compensation of the City Manager and <br />City Attorney are handled separately by the City Council and are not part of this <br />recommendation. <br />The City's management plan provides for control points to be adjusted annually, taking into <br />consideration market and other influences such as increases granted managers among other <br />benchmark agencies, internal relationships between supervisory positions and across <br />departments, and the consumer price index (CPI). <br />In regards to benchmark agencies, the selection of agencies is based on a variety of factors, <br />including, but not limited to, regional and operational similarities, number of employees, <br />population served, etc,. The assumption is that benchmark agencies are typically faced with <br />the same organizational issues and generally compete for the same labor/talent pool. In <br />reviewing salary adjustments for benchmark agencies, staff found salary increases for <br />05:290 1 <br />