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<br /> 6A <br />pLEt\SANTONc City Council <br /> Staff Report <br /> November 15, 2005 <br /> City Manager <br />SUBJECT: RESOLUTION AMENDING COMPENSATION FOR CITY OF PLEASANTON <br /> MANAGEMENT AND CONFIDENTIAL 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 and confidential employees. <br />SUMMARY: <br />This matter was continued by the City Council at its last regular meeting of November 1, 2005. <br />Staff has modified this report to address some of the questions raised at the last meeting and to <br />suggest a work plan for Council review and consideration. In addition, staff continues to <br />recommend that the attached resolution be approved by the City Council. The attached <br />resolution authorizes the City Manager to increase the salary control points for each management <br />and confidential classification to allow for performance-based salary increases not to exceed a <br />pool equal to 3.5% of management and confidential compensation. The total cost of this 3.5% <br />adjustment on salaries and benefits is $307,665 for fiscal year 2005/2006. For purposes of <br />clarification, this adjustment encompasses the City's 55 managers (including Pleasanton's share <br />of LPFD), as well as the confidential unit, which is comprised of 8 employees. <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 and confidential <br />employees. The entire group is comprised of approximately 55 middle managers and <br />department heads, which serve at-will. The confidential unit is comprised of 8 employees, are <br />distinguished by the confidential nature of the work they perform in the organization (e.g. payroll, <br />human resources, etc), and also serve at-will. The at-will nature of these positions means they <br />serve at the pleasure of the City Manager and are not represented by a formal bargaining group <br />or union. The compensation of the City Manager and City Attorney are handled separately by <br />the City Council and are not part of this recommendation. <br />The City's management compensation plan provides for control points to be adjusted annually, <br />taking into consideration market and other influences such as increases granted managers <br />05:323 1 <br />