AGENDA TITLE:
title
Adopt a Resolution to Approve Amendments to the Job Description and Establish a Salary Range for the Position of Assistant City Manager (CM)
end
MEETING DATE:
January 15, 2025
PREPARED BY:
Laurie Montes, Assistant City Manager-Part-Time
recommendation
RECOMMENDED ACTION:
Adopt a Resolution to Approve Amendments to the Job Description and Establish a Salary Range for the Position of Assistant City Manager.
body
BACKGROUND INFORMATION:
The Assistant City Manager (ACM) plays a critical role in the City’s leadership, supporting the City Manager and ensuring efficient operations across City departments. The ACM may be called upon to assist with any of the functions and operations of the City. The current job description for the position was approved August 16, 2023. The job description is narrowly focused on the prior incumbent’s duties rather than the broader needs of the role. This may unintentionally deter candidates with fresh perspectives or complementary skills from applying for the job. The proposed job description (Exhibit A) was rewritten to include broad organization-wide ACM duties consistent with best practices in other cities.
Most recently, this position was filled under an individual employment agreement that established specific terms and conditions within the City employment framework. Individual employment agreements are not required and are uncommon among comparator agencies for local government employees, excluding Council appointees. Establishing a salary range is a common practice used by local governments for City positions, excluding Council appointees, contract positions, and part-time employees. The typical method for establishing an executive employee’s compensation is to establish a salary range within a Council approved salary schedule, to identify all other compensation and benefits within a Council approved Statement of Benefits, and for the agency to adopt personnel policies and procedures to equitably manage municipal employment. A companion item is on this same agenda to consider a comprehensive update to the City Executive Management Statement of Benefits.
To attract and retain qualified candidates, the proposed salary range for the ACM position aligns with market rate for similar roles in comparable cities. The published salary range will provide clarity and transparency in compensation practices.
The City contracted with Gallagher Benefit Services to conduct a total compensation survey across all City Departments (Survey). The Survey looked at salaries and benefits of similar positions in comparator cities. The ACM position was not included in the Survey because the position did not exist at the time. Therefore, the proposed ACM salary range incorporates the recommended percentage increase identified in the Survey for the Deputy City Manager position. Using this increase for the ACM ensures the City remains competitive and reduces the risk of recruitment problems due to salary issues. It is critical to fill this position with a highly qualified professional as the City is facing a structural budget deficit, is conducting several important fiscal and operational assessments and has vacancies in many critical areas.
The current annual fixed salary for the ACM is set at $254,295 (after the 4% COLA due to employees on January 6, 2025). The Survey identified that the Deputy City Manager salary was 8.83% below median. The 8.83% adjustment will be applied to increase the current ACM fixed salary to define the top end (Step 4) of the proposed salary range as follows:
|
Effective Date |
Step 0 |
Step 1 |
Step 2 |
Step 3 |
Step 4 |
|
January 15, 2025 |
$227,681.59 |
$239,065.67 |
$251,018.95 |
$263,569.90 |
$276,748.40 |
Operating under a standardized salary range and the revised Executive Statement of Benefits does not change the at-will status of executive positions, standardizes compensation practices, increases transparency of total compensation, and reduces the administrative burden associated with individual employment agreements. The City Manager recommends that this transition take place through attrition when employees separate from City service and new executives are hired, or upon mutual agreement of current executive employees. During the next year, salary ranges for each of these positions will be established and recommended to Council for inclusion in the Salary Schedule.
STRATEGIC VISION:
3A. Fiscal Health: Promote City's transparency & fiscal fluency.
FISCAL IMPACT:
Approximately $384,330 per year with benefits at the top of the salary range, current ACM budgeted at $362,220.
FUNDING AVAILABLE:
Funding available within the City Manager and Internal Services annual budget Account 10010000.71001.
_______________________________________
Laurie Montes
Assistant City Manager-Part-Time
_______________________________________
Scott R. Carney
City Manager